Through the HRAccess Benefits program, the Company offers you a variety of health benefit options – Our mix of plans, options, and cost level offer you choices that work whether you are young or old, single or married with a family.
GET TO KNOW YOUR HEALTH BENEFITS
YOUR HEALTH BENEFIT OPTIONS
Build a personalized health program that meets the needs of you and your eligible family members.
WHAT ARE MY MEDICAL PLAN OPTIONS?
We know how important your benefits are to you and your family and how important it is that we provide those benefits to you at a reasonable cost. As a result, we work diligently to provide competitive benefits for our employees. The Company continues to contribute approximately 74% of the total cost across all medical insurance offered.
All medical plans are offered through the Cigna network. The Traditional plans have a higher premium (payroll deduction) but offer fixed-dollar copays for office visits and prescriptions, plus a lower deductible for certain care other than office visits. The Consumer Directed plans have lower employee premiums (payroll deductions) with higher deductibles that you must meet before the insurance begins paying. But, they also offer a Health Savings Account (HSA) feature that allows you to use tax-free money to pay those out-of-pocket costs and save for future healthcare needs.
Each of the medical plan options have an annual Out-of-Pocket Maximum. This maximum is the most you will pay out of pocket in a year in copayments, coinsurance, and deductible amounts combined. (Payroll deduction premiums do not count toward the Out-of-Pocket Maximum.)
HRAccess is partnered with PLANselect to help you identify the medical plan option that may be best for you. Answer a few simple questions about your estimated medical expenses for the coming year, and PLANselect will score each medical plan option, and provide estimated total costs. Give it a try now! Need additional guidance? Call the HRAccess Benefit Advocate Center at 833-222-4845!
| CIGNA Network | Consumer Directed Basic | Consumer Directed Plus | Traditional or Traditional High (Utah Only) |
|---|---|---|---|
| In-Network Care | |||
| Deductible | $4,500 - Employee Only*** $9,000 - Family |
$2,000 - Employee Only*** $4,000 - Family |
$1,250 - Individual $2,500 - Family |
| Member Coinsurance | 30% | 20% | 20% |
| Out-of-Pocket Maximum | $6,000 - Individual $12,000 - Family |
$4,000 - Individual $8,000 - Family |
$4,500 - Individual $9,000 - Family |
| Preventive | 100% | 100% | 100% |
| PCP Office Visit Copay | 30% after Deductible | 20% after Deductible | $25 |
| Specialist Office Visit Copay | 30% after Deductible | 20% after Deductible | $50 |
| Hospitalization | 30% after Deductible | 20% after Deductible | 20% after Deductible |
| Urgent Care | 30% after Deductible | 20% after Deductible | $50 |
| Emergency Room | 30% after Deductible | 20% after Deductible | $500 (waived if admitted) |
| Retail Rx Copays* 30-Day Supply |
Medical Deductible Applies to Rx** | Medical Deductible Applies to Rx** | |
| Generic | 30% after Deductible** | $15 after Deductible** | $15 |
| Preferred Brand | $40 after Deductible** | $40 | |
| Non-Preferred Brand | $60 after Deductible** | $60 | |
| Out of Network Care | |||
| Deductible | $9,000 - Employee Only*** $18,000 - Family |
$4,000 - Employee Only*** $8,000 - Family |
$2,500 - Individual $5,000 - Family |
| Member Coinsurance | 50% | 50% | 50% |
| Out-of-Pocket Maximum | $12,000 - Individual $24,000 - Family |
$8,000 - Individual $16,000 - Family |
$9,000 - Individual $18,000 - Family |
* If your doctor doesn't specify "Dispense as Written" (DAW) but you request a brand drug, you pay the generic copay plus the cost difference between the brand and generic drugs.
** Preventive generic drugs are not subject to the medical deductible under the Consumer Directed plan options. See the Cigna Generic Preventative Drug List, available at www.cigna.com.
*** This Deductible in the Consumer Directed plans are for the Employee Only level of coverage. If you have one or more dependents on this medical plan you must satisfy the family deductible before the plan starts paying benefits.
Go to Tools & Resources for additional information about these benefits.
MEDICAL PAYROLL DEDUCTIONS
The rates listed here are the employee’s portion of the premium per pay period. The Traditional High plan is the same design as the Traditional plan, but the cost is significantly higher because it includes access to the Utah IHC Network. Be sure to check the Cigna Network Providers List before making your selection or call Cigna at 800-244-6224. When searching for a provider, select the Open Access Plus Network (without CareLink), for the Traditional and Consumer Directed plans. Please take a look at the benefit plan details and the plan rates. Then, make the plan choice that is best for you and your family.
| Consumer Directed Basic | Employee Premium Per Pay Check |
| Employee Only | $0.00 |
| Employee + Spouse | $80.13 |
| Employee + Child(ren) | $76.27 |
| Employee + Family | $122.52 |
| Consumer Directed Plus | Employee Premium Per Pay Check |
| Employee Only | $35.13 |
| Employee + Spouse | $99.47 |
| Employee + Child(ren) | $94.69 |
| Employee + Family | $152.10 |
| Traditional | Employee Premium Per Pay Check |
| Employee Only | $89.50 |
| Employee + Spouse | $285.14 |
| Employee + Child(ren) | $271.23 |
| Employee + Family | $435.15 |
| Traditional High (Utah residents only) |
Employee Premium Per Pay Check |
| Employee Only | $153.29 |
| Employee + Spouse | $433.49 |
| Employee + Child(ren) | $413.69 |
| Employee + Family | $660.66 |
The Traditional High medical option is only available to Utah residents. Traditional High plan benefits are identical to the regular Traditional plan option. The only difference is that the High option includes in-network coverage for certain Intermountain Healthcare providers and facilities that are not in-network under the regular Traditional option.
As you can see from the above, the Traditional High medical option costs significantly more per paycheck. To avoid this extra expense, you are encouraged to consider your in-network provider's options carefully.
For help understanding your medical option, take advantage of the PLANselect tool, or call the HRAccess Benefit Advocate Center at 833-222-4845 for assistance.
TOBACCO USER SURCHARGE
Each employee enrolled in medical coverage must certify through MyHR whether or not they have used tobacco in the last six months. Employees who are tobacco users and are enrolled in medical must pay an additional surcharge equal to $25 per paycheck. However, HRAccess and Cigna are committed to making tobacco quit programs available to you. Contact Cigna at 800-244-6224 for help quitting tobacco. If you complete the tobacco cessation program, you may re-certify your HRAccess tobacco status by contacting HRCentral@progrexion.com (or call 855-255-3475) and the tobacco surcharge will be stopped as of your next regular paycheck.
WHAT'S A HEALTH SAVINGS ACCOUNT?
If you enroll in one of the Consumer Directed medical plan options, you’re eligible to participate in a Health Savings Account (HSA) offered through Optum. If you enroll in a Traditional medical plan option, HSA contributions are not permitted under IRS rules, and you also do not qualify for the company contribution plan.
Contributing to the HSA is like contributing to your 401(k) – it provides a tax-free way for you to save for current and future eligible medical, dental, vision, and prescription expenses. Contributions are deposited into your account before federal, state, and Social Security taxes are withheld. And you pay no taxes when you use your HSA funds to pay for eligible expenses.
We are excited to announce the opportunity to earn Company Contributions to your Optum HSA account is now even easier! For additional details, visit the IGNITE wellness program page!
In 2021 you can contribute up to $3,600 if you have employee-only coverage or $7,200 if you cover one or more dependents. If you will be age 55 or older anytime in 2021, you can contribute an additional $1,000.
HSA participation offers you several key advantages:
- You can access your account via debit card, online or through a mobile app.
- You can change or stop your contributions any time during the year.
- Your unused funds roll over from year to year.
- Your account is portable, so you can take it with you if you change medical plans, retire or change jobs.
- You can direct funds to pay your provider directly or request a reimbursement for amounts you pay out-of-pocket.
For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm).
Take the time to learn how the HSA can help you save!
WHAT ARE MY DENTAL PLAN OPTIONS?
NOTE: The Buy-Up plan has the same benefits as the Core plan but it also includes limited orthodontia coverage for all enrolled family members. See below for coverage information and rates.
| Core Dental | Buy Up Dental | |
|---|---|---|
| Annual Deductible | In Network/Out-of-Network | Cigna DPPO Advantage |
| Individual | $50 | $50 |
| Family | $150 | $150 |
| Diagnostic & Preventive Services | 100% — deductible waived | 100% — deductible waived |
| Basic Restorative Services | 80% | 80% |
| Major Restorative Services | 50% | 50% |
| Annual Maximum per person | Year 1: $1,600 Year 2: $1,700 Year 3: $1,800 Year 4 and Beyond: $1,900+ |
Year 1: $1,600 Year 2: $1,700 Year 3: $1,800 Year 4 and Beyond: $1,900+ |
| Orthodontia | Not covered | 50%, to the $1,500 lifetime maximum per person |
DENTAL PAYROLL DEDUCTIONS
| Cigna Dental - Core | Employee Premium Per Pay Period |
|---|---|
| Employee Only | $6.84 |
| Employee plus One | $13.69 |
| Family | $29.06 |
| Cigna Dental - Buy Up | Employee Premium Per Pay Period |
| Employee Only | $11.52 |
| Employee plus One | $27.47 |
| Family | $50.97 |
To find a participating provider, visit Cigna’s website (www.myCigna.com for members, www.Cigna.com for non-members), or call customer service 24 hours a day, 7 days a week at 800.244.6224.
Go to Tools & Resources for additional information about these benefits.
WHAT'S MY VISION PLAN OPTION?
Our optional Vision plan, offered through EyeMed, covers eye exams and lenses or contacts once per year, and frames once every 24 months. Using their extensive network, the plan offers services that provide both eye exams and eyewear, making for "one-stop shopping" when it comes to your eye care benefits.
| EyeMed | In Network | Out of Network |
|---|---|---|
| Eye Exams | $10 copay | $40 reimbursement |
| Frames – once every 24 months | ||
| Any frame available at the provider's location | $0 copay $135 allowance 20% off amounts over $135 |
$94.50 reimbursement |
| Lenses or Contacts – once every 12 months | ||
| Single Lenses | $25 | $30 reimbursement |
| Bifocal Lenses | $25 | $50 reimbursement |
| Trifocal Lenses | $25 | $70 reimbursement |
| Conventional Contacts | $0 copay $135 allowance 15% off amounts over $135 |
$135 |
| Disposable Contacts | $0 copay $135 allowance |
$135 |
| Medically Necessary Contacts | Paid in full | $210 reimbursement |
VISION PAYROLL DEDUCTIONS
| Vision - Eye Med | Employee Premium Per Pay Period |
|---|---|
| Employee Only | $2.58 |
| Employee plus One | $4.90 |
| Family | $7.19 |
For more information, visit the EyeMed website www.eyemedvisioncare.com or call customer service at 866.939.3633 (Monday – Saturday, 5 am – 9 pm or Sunday, 9 am – 6 pm).
Go to Tools & Resources for additional information about these benefits.
WHAT ARE FLEXIBLE SPENDING ACCOUNTS?
Flexible Spending Accounts (FSAs) allow you to use tax-free dollars to pay eligible health care and/or dependent care expenses. Your contributions are deducted from your pay before Social Security, federal and state taxes (if applicable) are withheld. You also don't pay any taxes when you withdraw your FSA funds to reimburse yourself for eligible expenses.
2021 has not yet been released, they will be updated as soon as communicated.
- With the Healthcare FSA, you can contribute from $100 up to $2,750 on a pretax basis to help pay for your medical, dental and/or vision expenses in 2020. In addition, the Healthcare FSA:
- Allows you to be reimbursed up to your elected amount immediately, even if you have not yet made all your 2020 payroll contributions.
- With the Dependent Care FSA, you can contribute from $100 up to $5,000 on a pretax basis to help pay for qualified childcare expenses. However, if:
- Your spouse also contributes to a Dependent Care FSA, your combined annual contribution cannot exceed $5,000.
- You file separate income tax returns, the maximum annual contribution for you and your spouse is $2,500 each.
The Dependent Care FSA will reimburse you only up to the amount available in your account when you file a claim. In addition, dependent daycare expenses are reimbursable only if the person you pay reports those payments as income. You must also provide the caregiver's Social Security or Tax I.D. number when submitting claims for reimbursement.
For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm).
YOU MUST RE-ENROLL EVERY YEAR
- FSA elections do not carry over from one year to the next. If you want to participate in an FSA for the year.
- You must make that election during your New Hire Enrollment period or each years’ annual Open Enrollment.
- You lose any money in your FSAs that you do not use for services incurred by December 31st (or your benefit end date, whichever comes first).
LIMITED PURPOSE FSA (LPFSA)
- If you or the Company contributes to an HSA this year and you also elect to have a health FSA it will be automatically classified as a "limited purpose" FSA.
- A LPFSA is a health flexible spending account that only reimburses you for eligible dental and vision expenses.
- By establishing a LPFSA, you can save money on taxes using your LPFSA dollars for your dental and vision expenses. Preserving your HSA funds for other purposes, including saving those funds for the future.
NO CONTRIBUTION CHANGES
- After you decide how much you want to contribute in 2020, you generally cannot change that amount until next year’s Benefits Open Enrollment.
- Unless you have a qualifying life event, such as getting married or having a baby.
- You have until March 15th of the next year to submit expenses for the current year.
YOU MUST RE-ENROLL EVERY YEAR
- FSA elections do not carry over from one year to the next. If you want to participate in an FSA for the year.
- You must make that election during your New Hire Enrollment period or each years’ annual Open Enrollment.
- You lose any money in your FSAs that you do not use for services incurred by December 31st (or your benefit end date, whichever comes first).
LIMITED PURPOSE FSA (LPFSA)
- If you or the Company contributes to an HSA this year and you also elect to have a health FSA it will be automatically classified as a "limited purpose" FSA.
- A LPFSA is a health flexible spending account that only reimburses you for eligible dental and vision expenses.
- By establishing a LPFSA, you can save money on taxes using your LPFSA dollars for your dental and vision expenses. Preserving your HSA funds for other purposes, including saving those funds for the future.
NO CONTRIBUTION CHANGES
- After you decide how much you want to contribute in 2020, you generally cannot change that amount until next year’s Benefits Open Enrollment.
- Unless you have a qualifying life event, such as getting married or having a baby.
- You have until March 15th of the next year to submit expenses for the current year.
WHAT'S THE EMPLOYEE ASSISTANCE PROGRAM?
Problems are a part of everyday life, but you and your family can get help through the Employee Assistance Program (EAP), offered through Cigna. The EAP provides assistance with the everyday challenges of life that can affect your health, family life and desire to excel at work.
You and your family can receive up to 3 free consultations with a licensed clinician per incident, per person, per calendar year.
You choose between in-person sessions with a Cigna network provider, or convenient and easy telephonic or web-video consultations with a licensed clinician. Just call 877.622.4327 at any time to speak with a clinician, request a referral or schedule an appointment. Interested in more details? Click the button below.
THE EAP ALSO HELPS WITH WORK/LIFE SERVICES
The EAP also offers telephonic consultations to help you manage the things going on in your life, including the need for basic legal services, assistance with childcare or eldercare issues, and by offering vendor referrals for things such as event planning, transportation services, pet services and more. (The EAP does not cover the cost nor guarantee delivery of any vendor services.) Call 800.538.3543 for details.
