St. Louis Community College

2020 Annual Benefits ElectionsMarch 30 to April 8, 2020Active Full-Time Employees

Passive Enrollment

• If you do not wish to make any changes to your current level of benefit coverages, NO ACTION IS REQUIRED. You and your dependents will be automatically re-enrolled in your current 2019 benefit elections (i.e. medical, dental, life, STD, LTD, vision).

Online Enrollment

• All benefits eligible employees who need to make election changes or enroll in benefits must do so online via Banner self-service. Information on how to enroll or make changes is provided on pages 29-41 of this presentation.

• Employees who currently participate in the FSA program and want to continue need to enroll via online Banner self-service.

Overview – What’s NEW for Plan Year 2020

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• Medical/Rx:

• Medical and pharmacy claims, provider network, to continue to be administered by Cigna

• Same plan choices: Base Plan, Buy-up Plan, & QHDHP

• Dental PPO:

• Insurer and provider network continues with Cigna

• Same plan choices: Base Plan, Buy-up Plan

• No change in plan coverage; modest increase in rates

• DHMO:

• No change to the coverage/rates with Dental Source

• Vision:

• No change to the coverage/rates with DeltaVision

Overview

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• Basic Life/AD&D Insurance

• Slight change to coverage/rates with The Hartford

• Voluntary AD&D Insurance

• No change to coverage/rates with Chubb

• Disability Income Insurance

• Slight change to coverage/rates with Hartford (formerly Cigna)

• STD and LTD options available

• Flexible Spending Accounts

• ASIFlex will continue to administer the plan

• Must ACTIVELY enroll each year

• No change in $500 carryover provision for healthcare accounts

(New maximum healthcare account contribution: $2,750)

Overview – Other Lines of Coverage

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Medical and Pharmacy:Cigna

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The “Buy-Up” Plan

St. Louis Community College - Plan Highlights for 6/1/20

Medical/PharmacyCurrent Plan 6/1/2019 New Plan 6/1/2020

Benefit Highlights(unless otherwise noted, all out of network benefits are 2x in-network, and all Family deductibles and out of pocket maximums are 2x Individual)

Current Buy-Up

DeductibleSingle $750 $750

Family $1,500 $1,500

Medical In-Network CopayPrimary $25 $15

Specialist $35 $25

In-Network Coinsurance 80% 80%

Out-of-Network Coinsurance 50% 50%

In-Network Out-of-Pocket Max. $2,500 $2,500

Pharmacy CopaysTier 1 $15 $15

Tier 2 $30 $30

Tier 3 $60 $60

Specialty 20% to $200 max 20% to $200 max

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The “Base” Plan

St. Louis Community College - Plan Highlights for 6/1/20

Medical/PharmacyCurrent Plan 6/1/2019 New Plan 6/1/2020

Benefit Highlights(unless otherwise noted, all out of network benefits are 2x in-network, and all Family deductibles and out of pocket maximums are 2x Individual)

Current Base

DeductibleSingle $1,500 $1,500

Family $3,000 $3,000

Medical In-Network CopayPrimary $25 $15

Specialist $35 $25

In-Network Coinsurance 80% 80%

Out-of-Network Coinsurance 50% 50%

In-Network Out-of-Pocket Max. $5,000 $5,000

Pharmacy CopaysTier 1 $15 $15

Tier 2 $30 $30

Tier 3 $60 $60

Specialty 20% to $200 max 20% to $200 max

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The “QHDHP”St. Louis Community College - Plan Highlights for 6/1/20

Medical/PharmacyCurrent Plan 6/1/2019 New Plan 6/1/2020

Benefit Highlights(unless otherwise noted, all out of network benefits are 2x in-network, and all Family deductibles and out of pocket maximums are 2x Individual)

Current QHDHP

DeductibleSingle $3,000 $3,000

Family $5,000 $5,000

Medical In-Network CopayPrimary N/A N/A

Specialist N/A N/A

In-Network Coinsurance 80% 80%

Out-of-Network Coinsurance 60% 60%

In-Network Out-of-Pocket Max. $5,000 $5,000

Pharmacy Copays Deductible then Deductible thenTier 1 80% 80%

Tier 2 80% 80%

Tier 3 80% 80%

Specialty 80% 80%

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Medical/Pharmacy Employee Contributions – June 1, 2020

Plan2019-20 Employee

Contributions2020-21 Employee

Contributions$ Change in Employee

Contributions

Buy-Up Plan ($750 Ded. PPO)

Single $40.59 $46.91 $6.32

Single + Spouse $440.58 $509.74 $69.16

Single + Child(ren) $347.25 $401.76 $54.51

Family $577.25 $667.86 $90.61

Base Plan ($1500 Ded. PPO)

Single $0.00 $0.00 $0.00

Single + Spouse $375.81 $434.80 $58.99

Single + Child(ren) $288.12 $333.34 $45.22

Family $504.21 $583.35 $79.14

HDHP/HSA Plan

Single $0.00 $0.00 $0.00

Single + Spouse $324.66 $375.62 $50.96

Single + Child(ren) $248.91 $287.98 $39.07

Family $435.59 $503.96 $68.37

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High Deductible Health Plan (HDHP) with a Health Savings Account (HSA)

What is a High Deductible Health Plan? The HDHP works differently than the two traditional co-pay plans (Base/Buy-up). With the HDHP, you pay all medical expenses until the deductible is met.* Once the deductible is met, services are subject to coinsurance up to the out-of-pocket maximum. The HDHP accesses the same network as the co-pay plans.

What is a Health Savings Account (HSA)?An HSA is a bank account, similar to a personal savings account. The funds in the account are used to pay for qualified healthcare expenses such as the first dollar medical expenses mentioned above. YOU own the account - the money deposited into the account is not taxed, and you control the money.

If you don’t need the funds right away, you can save for future healthcare expenses. If you leave the College, you keep your account. You are only eligible to open an HSA if you are on the HDHP plan. You cannot be enrolled in an FSA on your spouse’s plan.

* Preventive healthcare costs are paid 100% by the plan, in compliance with PPACA. 100% coverage applies to Network providers only.

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Health Savings Account (HSA): Key Features of the HDHP/HSA plan option

• Lower employee contribution rate per paycheck

• Opportunity for additional tax savings with an HSA

• Employee pays all medical expenses until deductible is met

• All money in the account is tax-free (including interest and investment earnings) when used to pay eligible healthcare expenses.

• Contributions: • You can contribute to the account to help cover your out-of-pocket medical expenses. The funding

is yours to keep in your HSA until you need it. If you don’t spend your full HSA balance during the current year, the unused money rolls forward to each following year.

• STLCC’s contribution to the HSA for 6/1/2020 plan year: $1,000 per employee

2020 Contribution Limits

Individual Family

Max Contribution $3,550 $7,100

Max Contribution age 55 and older $4,550 $8,100

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Health Savings Account (HSA):Things You Should Know

• You are only eligible for the HSA when you enroll in the High Deductible Health Plan (HDHP). If you elect the HDHP, there are limits on how you can use a Healthcare Flexible Spending Account (FSA).

• If you are enrolling in the HDHP for 2020, you will receive a welcome kit that provides account information. The kit will be mailed shortly after annual enrollment has ended.

• Individuals with HSA balances exceeding $1,000 are able to select from additional investment options.

• Triple Tax Savings – all contributions to your HSA are 100% tax free, any HSA interest/investment earnings are tax free, and any money withdrawn for qualified expenses is tax free!

• You own the account, and the money can be used for you and your dependents today or for future eligible healthcare expenses — even in retirement.

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Dental: Cigna PPO Dental Source DHMO

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Dental Plans

Cigna PPO • You can continue to choose the Base level of coverage:

• Employee-only: $3.85

• Family: $35.98

• Or you can choose a higher Buy-Up level of coverage, which includes coverage for dental implants and a higher calendar year claim maximum

• Employee only: $4.24

• Family: $39.68

Dental Source DHMO• Same coverage

• Same rates

• Employee-only: $1.30

• Family: $9.80

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Cigna Dental PPO: Your Coverage

PERCENTAGE YOUR PLAN PAYS

Base Plan In-Network

Base Plan Non-network

Buy-Up PlanIn-network

Buy-Up Plan Non-network

Class I – Preventive care 100%No deductible

100%No deductible

100%No deductible

100%No deductible

Class II – Basic restorative** 80%After deductible

80%After deductible

80%After deductible

80%After deductible

Class III – Major restorative** 80%After deductible

80%After deductible

80%After deductible

80%After deductible

Class IV – Orthodontia** 60%No deductible

60%No deductible

60%No deductible

60%No deductible

Class IX – Implants Not Covered 80%No deductible

80%No deductible

Individual Family Individual Family

Annual deductible $50 $150 $50 $150

Calendar-year maximum $1,500 $2,000

Lifetime Maximum: Orthodontia

$2,000 $2,000

* The amount your plan will pay for covered services received [through the Cigna DPPO network and] out-of-network will be subject to your plan’s

[Maximum Reimbursable Charge or Maximum Allowable Charge] provisions. When [visiting a dentist in the Cigna DPPO network or] going out-of-network,

you may be balance-billed by the dentist for any charges that exceed what your plan reimburses for covered expenses.

**Waiting periods may apply. Review your plan materials for details.

DENTAL:

DPPO

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Delta Source DHMO Coverage

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BenefitDental Source

DHMOYou are responsible for:

Maximums & Limitations See fee schedule

Diagnostic Services

Oral Examination, Detailed/Extensive Oral Evaluation, Comprehensive Oral

Examination$0

Preventive Care Services

Prophylaxis $0

Fluoride (limited to every 6 months – up to age 19) $0

Full Mouth X-ray $0

Sealant (covered up to age 15) 50%

Space Maintainer 50%

Restorative Services

Fillings – Amalgam 30%

Resins – Based Composite – 1, 2, 3 or 4 Surface 30%

Inlay Restorations 50%

Restorative Services (Fixed)

Crowns 50%

Other Restorative 60%

Endodontics Services (Root Canal Therapy) – General Dentist Office

Endo Consultation $0

Root Canal (Anterior, Bicuspid, Molar, Four Canals) 50%

Internal Bleaching after Endodontic Treatment 60%

Periodontics

Perio Consultation 0%

Other Periodontic Services 50%

Prosthodontics 50%

Oral Surgery Services 50% to 70%

Orthodontic Services

Consultation $0 (General Dentist Office Only)

Records / Treatment Planning 75%

Treatment 75%

You must select a Participating General Dentist for services to be covered at the set fee/copayment schedules.

Vision: DeltaVision

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Vision Care – No Change

DeltaVision of Missouri continues to be our provider

• Same plan design

• Same employee contributions• Employee-only: $0.37• Family: $3.09

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Basic Life/AD&D: The HartfordVoluntary AD&D: ChubbDisability (STD/LTD): The Hartford

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Basic Life and AD&D

Life and AD&D through The Hartford

• Same benefits

• Slight rate change for employee coverage/same rate for dependent coverage

Monthly Premium per $1,000 of coverage

Coverage Employee Cost College Cost Total Premium

Employee $0.0173 $0.1557 $0.173

Dependent $1.25 $1.25 $2.50 (flat)

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Voluntary AD&D

Provided through Chubb

• Same carrier

• Same benefit

• Purchased in multiples of $10,000 subject to a maximum of $750,000

• Cannot exceed ten times your annual base salary

• Rates

Monthly Premium per $10,000 of coverage

Employee $0.14

Family $0.22

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Proof of Dependency

Type of Dependent Acceptable Document(s)

Spouse (Legally Married)

Government-issued Marriage Certificate & Federal Tax Return within the last two years.

Biological ChildGovernment-issued Birth Certificate of Biological Child

Adopted Child or Child Placed for Adoption

Adoption Placement Petition or Agreement or Adoption Certificate Documentation depends on the stage of the adoption process.

Stepchild

Government-issued Birth Certificate of Child stating the child's parent is the employee's spouse. Additional proof of marriage (marriage certificate) is required.

Legal Guardianship (Ward)

Government-issued Birth Certificate of Child and Court Ordered Document of Legal Custody

Disabled Child Age 26 or Older

Government-issued Birth Certificate plus Federal Tax Return within the last two years claiming child as a dependent.

St. Louis Community College employees who are new and continuing benefitsand have elected insurance coverage for their dependents will need to provideproof of dependency. The chart below lists examples of acceptable documents.The document(s) should be submitted to human resources within 31 days whenrequested.

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Beneficiary Information

• Dependents can only be changed during open enrollment, or as a result of a qualifying event/life status change, but beneficiaries can be changed at any time

• This is a good time to check that your beneficiary designations are current

• If you need to change your life and AD&D beneficiary information, please complete the beneficiary information on your enrollment form; it is important that the correct information is in on file.

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Voluntary Short Term Disability: Slight Rate Decrease

• Eligibility: Available to active, full-time Certified and non-Certified employees who work at least 40 hours per week.

• Contribution: Employee pays 100% of the cost of the Short-Term Disability coverage.

• Coverage Type: Short term disability benefits are for non-work related illness and injury: Non-occupational.

• Open Enrollment: Evidence of Insurability if required if you did not elect coverage during your initial eligibility window.

• Cost: $0.187 per $10 of Weekly Gross Benefit

• Benefits:

• Weekly benefit is 66.67% of weekly earnings to a maximum of $1,700

• Benefits are payable for 13 weeks as long as you remain disabled

• Elimination period is 0 days due to an accident and 7 days due to sickness

• 1st Day Hospitalization coverage is included

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Long Term Disability: Core/Buy-up through The Hartford

• Eligibility: Available to active, full-time Certified and Non-Certified employees who work at least 40 hours per week.

• Contribution: • Core Plan: Employee pays 10% of the Core Plan / College pays 90% of the Core Plan• Buy-Up Plan: Employee pays 10% of the Core Plan / College pays 90% of the Core Plan, PLUS Employee pays 100% of the

cost of the Buy-Up Plan.

• Coverage Type: Long term disability benefits are for work and non-work related illness and injury: 24-hour.

• Open Enrollment: Evidence of Insurability if required if you did not elect coverage during your initial eligibility window.

• Cost:

• Benefits:• Core:

• 60% of monthly earnings to a maximum of $7,000• Benefits are payable to SSNRA as long as you remain disabled• 24 month occupation definition of disability• Elimination period is 90 days

• Buy-up:• 70% of monthly earnings to a maximum of $9,000• All other benefits remain the same as core plan.

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Employee Contribution Only Per $100 of Monthly Covered Payroll

Core (60%) Employee responsible for the below,

which is 10% of total cost

Buy-Up (70%)Employee responsible for Core amount, PLUS pays 100% of the

Buy-Up cost

Certified Plan (PSRS) Wage

Replacement$0.0320 $0.1820

Non-Certified Wage Replacement $0.0259 $0.1159

Voluntary Coverages

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Voluntary Coverages by the Hartford

Plan options:

• Accident Coverage – pays cash benefit to you for a covered accident-related injury; off the job coverage only

• Critical Illness – pays cash, a lump sum benefit directly to you when you or a covered dependent is diagnosed with a covered illness while insured under the policy

• Hospital Indemnity – pays cash benefit to you in the event of an inpatient hospital stay

• Coverages compliment the medical plans; but, are completely independent of the medical plans

• Benefits are paid directly to the employee and can be used any way the employee sees fit

• Coverage is offered without medical questions at Open Enrollment

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Voluntary Coverages by the Hartford

ALL THE DETAILS

• How can I purchase coverage?– Employee Only– Employee + Spouse– Employee + Child(ren)– Family

• Who’s eligible?– Active, full-time employees working at least 40 hours per week

• Guaranteed issue – Evidence of Insurability is not required.

• Can I take the coverage if I leave my job?– Coverage is portable.

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Flexible Spending Accounts: ASIFlex

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Flexible Spending Accounts

• Coverage must be elected every year

• Set aside pre-tax dollars to pay out-of-pocket expenses

• $500 maximum carry-over of unused funds from year to year on the Healthcare FSA

• Two Types of Accounts:

• Healthcare FSA: can be used for medical, dental, vision out-of-pocket expenses

• Dependent Care FSA: can be used for childcare or elder care expenses

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Accessing Open Enrollment Online

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Accessing Open Enrollment

1 2

1) Login to Banner Self Service via CollegeWeb

2) Click the Employee tab

3

3) Click the Open Enrollment link

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Enrollment Process

1

2

1) Review the information on the Open Enrollment Summarypage

2) Click on Start Open Enrollment

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3

3) Click on the plan name(s) under Group to access available

benefits

The Group section shows the current year’s elections and will show the new plan year’s elections once selected.

**NOTE**Complete – final step in the enrollment processRestart – will reset any changes to current year’s electionsCancel – exit enrollment without saving changes Calculate Cost – estimate monthly cost

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4) Review current election(s) and available benefit options

5) Click on the benefit name to access the enrollment optionsAvailable

Options

in Group

Current

Election

s

4

5

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6

6) If you are NOT making a change click Submit Changeto retain your current election

7) If you want to select a new plan, click on the radio button under My Choice for the new election then click Add Choice

8) Click Submit Change to save. If ending a deduction click Stop Benefit

My Current Plan denotes your current elections. The type of plan is based on the deduction/pay frequency.

o 36 Week Employee: professional and faculty staff with a 36 weeks contracto Bi-Weekly/Bi-WKLY Employee: professional and faculty staff paid bi-weeklyo Monthly/MTHLY Employee: professional paid monthlyo Monthly/MTHLY Faculty: faculty paid monthly

7

8

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9) Confirm the desired elections were selected

10) Click on Open Enrollment to return to the main screen

10

9

**NOTE**The Restart button is available on the Open Enrollment Group Detail screen if you need to clear selections and start over.

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11) Click Calculate Cost to view the estimated monthly cost of benefits

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Benefits that require an additional calculation are not included in the estimated total cost. Those elections will be listed at the bottom.

12) Review the information on this page. Click on the Open Enrollment link to return to the main page.

12

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13) Click on Complete to finish enrollment

**NOTE**Failure to click Complete will result in your current elections carrying over to the next plan year. Changes made during Open Enrollment are effective June 1st and will remain until the following year’s Open Enrollment or if there is a Qualifying Life Event (QLE).

13

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**NOTE**If you need to make changes to your elections after confirming AND before the enrollment period has ended click on Reopen Open Enrollment.

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Adding a Beneficiary and/or Dependent

1) Click on Beneficiaries and Dependents from the Open Enrollment Summary Page

1

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York

Benson

111111111Feb 01 1980

2 2) Click on the beneficiary and/or dependent’s name under the name section

3

3) Use the Beneficiary or Dependent field to designate the person’s status

Both

**NOTE**Beneficiaries are those persons whom you have named to receive a benefit upon your death.Dependents are those persons covered by Insurance Plans.

4

4) Click Submit Change to save the information

York, Benson 111-11-1111

York, Employee 222-22-2222

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Other Benefits

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Employee Assistance Program

(No Cost to Employees)

Each of us experiences demands for our time and energy, both on and off the

job. In addition to our responsibilities at work, we also seek to fulfill our family

responsibilities, meet our financial obligations, enjoy personal interests, and

maintain a healthy family and social life. The key to balancing it all is having

access to the right tools, resources and support. Personal Assistance Services

(PAS) provides you with a wealth of confidential, professional services that can

help you address challenges and strengthen your work and home life. This is a

pre-paid benefit funded completely by your employer and free to you and your

dependents. The EAP is confidential - PAS does not disclose information to

anyone about your participation unless you give your consent to do so*.

PAS experts include:• Certified financial counselors

• Attorneys

• Elder care managers

• Child care specialists

• Certified child development and

parenting professionals

• Organization and time management

specialists

• Retirement coaches

• Career coaches

• Tobacco cessation coaches

• Master’s level licensed counselors

• Registered and licensed dietitians

• Life coaches

• Health coaches

• and much more!

(800) 356 - 0845

pasadmin@paseap.com

*except as required by law

© Personal Assistance Serviceswww.paseap.com

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For employees enrolled in medical insurance, the Collegepartners with Vitality to offer a voluntary, incentive-basedwellness program that enables participants to earnrewards for their efforts to live healthier lives throughengagement in a range of well-being activities and tools.There is no cost to participate.

To register for participation:1. Go to the Vitality website: www.PowerofVitality.com2. Click on “Register today!”3. Complete all required (*) fields.4. Create username and password.5. Read and accept Terms and Conditions.6. Enter your security question.7. You are now registered!

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Important Things to Remember

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Important Reminders

• Key Dates:

• Open Enrollment (benefit election) period: Monday March 30 – Wednesday April 8, 2020

• Benefit elections to take effect June 1, 2020

• Who should enroll?

• Employees who elect to enroll for the first time

• Employees who are changing current year elections

• Employees who want to enroll in or currently enrolled in a Flex Spending Account

Enrollment Must be completed through Banner Self-service by 11:59pm Wednesday, April 8,2020

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Who to Contact with Questions?

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Campus Team Member Contact Information

Forest Park/Harrison Center Nikki King nking59@stlcc.edu/314-539-5091

Forest Park/Harrison Center Lesley Holland lholland25@stlcc.edu/314-539-5203

Forest Park/Harrison Center Trish Orf porf7@stlcc.edu/314-539-5217

Forest Park/Harrison Center Keith Fuller kfuller21@stlcc.edu/314-644-9090

Meramec/South County Rachel Burse rburse3@stlcc.edu/314-539-5259

Meramec/South County Kim Mueller kmueller59@stlcc.edu/314-984-7171

Meramec/South County Patricia Canada pcanada@stlcc.edu/314-539-5209

Florissant Valley/CWI/BRDG Park Lisa Streicher lstreicher3@stlcc.edu/314-539-5079

Florissant Valley/CWI/BRDG Park Cheryl Fowler cfowler@stlcc.edu/314-539-5252

Florissant Valley/CWI/BRDG Park Lisa Wilson lwilson@stlcc.edu/314-539-5206

Florissant Valley/CWI/BRDG Park LaVerne Gee lgee@stlcc.edu/314-539-5213

Corporate College/Wildwood Patricia Henderson phenderson@stlcc.edu/314-539-5214

Corporate College/Wildwood Lisa Newbill lnewbill2@stlcc.edu/314-539-5204

Corporate College/Wildwood Shirley Simmons ssimmons83@stlcc.edu/314-539-5127

For general concerns contact Robin Phillips robinphillips@stlcc.edu.