The 2014 Employee Benefits Guide has been designed to help you select the benefit plans that are right for you and your family. Please review all the benefits information that you have been given. These materials are designed to help you weigh the costs and benefits of each plan and to help you choose the coverage that best meets your needs.
What’s New for 2014
3
On-Line Enrollment / Kaiser Arbitration
4
Eligibility & Contributions
5
Medical Plan Options
6
HMO Options
7
HSA
8, 9
Dental
10
Vision
11
Flexible Spending Accounts (Health / Dependent Care / Non Employer Sponsored Premiums)
12
Employee Assistance Program
13
Short and Long Term Disability
14
Basic Life & AD&D
15
Voluntary Life & AD&D
15
Carrier Contacts
16
Gallagher Service Support Center
17
Benefit Contribution Cost Summary
18
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You may have heard about the Affordable Care Act. What does this mean for you? All Americans will be required to have medical coverage in 2014. The good news is that the plans offered by Otis College of Art and Design meet the federal guidelines and satisfies your individual coverage mandate. For anyone in your family not eligible for the Otis College plan (dependents over the age of 26, parents, cousins, etc) direct them to Covered California, our state marketplace. It is the only place to get the federal tax subsidy for eligible individuals. (Otis employees and dependents are not eligible for tax subsidies through Covered California.) To contact Covered California: https://www.coveredca.com/ or call (800) 300-1506
• Kaiser HMO • Anthem Traditional HMO – large provider choice • Anthem Select HMO narrower provider options but most affordable premiums • Anthem Lumenos HSA – PPO type benefit plan but with a large deductible. Includes savings account for pre-tax dollars to save for future health expenses. For 2014, there will also be an employer contribution to your HSA bank account.
All plans have a contribution to enroll in a medical plan option.
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New hire and mid-year election changes will be submitted through the online enrollment system. If you are enrolling in benefits or making changes due to a mid-year qualifying event to your benefit plans (i.e. changing medical, dental, or vision plans, adding or deleting a dependent, electing life insurance or increasing/decreasing life insurance amounts, or enrolling in a Flexible Spending Account for 2014), see enrollment instructions on how to make changes or contact Human Resources. Once you have enrolled, you may add, change, or cancel your benefits if you have a qualified status change. If you are making mid-year changes to your benefits, you will be asked to provide documentation to support the qualified status change. Coverage will take place the first of the month Kaiser enrollees must sign the Kaiser Arbitration Agreement.
following the qualified status change, except when the qualifying event is the birth of a child. Additional information is available on the next page.
Please see link for arbitration document and return to HR.
If you not have a qualified status change, to make changes (add, change, or
CLICK HERE for the KAISER
waive benefits) you will not be able to make changes until the next annual
ARBITRATION FORM
enrollment period.
Reminder-Dependent Eligibility. For
As our lives and situations change, those who we intend to provide our life
medical coverage, don’t forget to
insurance benefits often change. Please go on-line and update your Life
remove any dependents that are no
and/or Accidental Death and Dismemberment (AD&D) insurance
longer eligible (i.e. children who are over age 26) or if they are going to be
beneficiaries and update them to reflect current beneficiary preferences.
covered under another plan (i.e. spouses plan or Covered California).
Enrolling in Kaiser requires that each participant complete the Kaiser Arbitration agreement. If you are electing Kaiser for the first time, you will need to sign the required Kaiser Arbitration agreement. Please see link on the sidebar, read and sign it and return the form to HR.
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Full-time faculty and staff are able to enroll in benefits. You become eligible for coverage on the first day of the month following your hire date. You may also enroll your eligible dependents in the Medical, Dental, Vision, and Voluntary Life and AD&D insurance plans. Your eligible dependents include: • Spouse – any gender • Domestic Partner* (an opposite sex partner when you or your partner is at least age 62; a same-sex domestic partner) • Unmarried dependent children up to age 26 (including stepchildren,
Mid-Year Election Changes When can you make changes other than at open enrollment? When you have a status change including the following: •Birth or adoption of a child
adopted children, and your domestic partner’s children) • Disabled children who have reached the maximum age and who are (or become) physically or mentally incapable of self-support (medical certification required); • Any child for whom you are required to provide coverage under a Qualified Medical Child Support Order
•Marriage ,divorce, or legal separation •Dissolution of domestic partnership •Death of a spouse, child or domestic
Medical Plans
You pay $75 per month of the employee only premium for the Kaiser or Anthem Traditional HMO, and $50 per month for the employee only premium for the Anthem Select HMO or Lumenos Plan.
Dental Plan
Otis College will pay 100% of the employee only premium for the Aetna Dental Plan
Vision Plan
Otis College will pay 100% of the employee only premium for the VSP Plan
area
Basic Life & AD&D, LTD, STD
Otis College pays 100%
•Qualified Medical Support Order (QMSCO)
Voluntary Plans (Dep. Life and AD&D)
You pay 100% through payroll deductions
Employee Assistance Program
Otis College pays 100%
partner •Eligibility change such as moving from part-time to full-time or visa versa. •Spouse or domestic partner change in eligibility or open enrollment •Dependent child loss of eligibility ( age 26) •Physical move outside network or coverage
that requires you to cover a dependent
You must notify HR within 30 days of a status change .
*You may enroll your domestic partner in the following programs: medical, dental, vision, and supplemental insurance. You may also enroll your domestic partner’s child(ren) who meet the IRS definition of dependent child(ren) and are eligible to participate in the benefits programs. The Internal Revenue Code requires that any portion of domestic partner dependent premium cost funded by Otis College of Art and Design be included in the employee’s gross income for Federal income taxes and FICA employment taxes. In addition, any portion of domestic partner premium cost funded by the employee must be paid for with post-tax dollars (not pre-tax through the Section 125 plan). Please speak with your tax and legal advisors to insure that you understand all the tax implications. 5
As a benefits eligible employee, you may choose between four medical plan options: Kaiser HMO Plan, Anthem Traditional and Select HMO Plans, and Anthem Lumenos Plan.
A Health Maintenance Organization (HMO) is a network of doctors and health care facilities that closely manage your medical care to control your out-of-pocket costs. There are no deductibles to pay or claim forms to fill out on an HMO plan. If you enroll in one of the HMO plans, you (and each of your enrolled dependents) must choose a Primary Care Physician (PCP). Whenever you have a medical need, your PCP should be contacted, including emergencies, as quickly as possible. Specialist care is also available when authorized in advance through your PCP or physician group. You do not have to choose the same physician group or PCP for all members of your family. If you are hospitalized, your PCP will assist you in the entire process. In the event of an emergency, you must contact your PCP for the proper procedure for treatment.
For more specific details on each of the medical options available to you, simply click below for the carrier benefit summaries for your reference:
With Kaiser, all of your care must be accessed through Kaiser providers at Kaiser facilities. There is an added convenience in having all health related services located at a single location. Anthem provide greater flexibility in choosing providers. The Traditional HMO provides a broad HMO network of doctors to chose from while the Select HMO has fewer doctors but offers more affordable premiums for you and your family. Pick the option that best suits your needs.
KAISER HMO ANTHEM TRADITIONAL HMO ANTHEM SELECT HMO LUMENOS HSA
The Anthem Lumenos HSA plan is similar to a traditional PPO plan with the largest provider choice but with a large deductible that must be met before plan benefits are paid. The exception to this rule is for preventive benefits such as well women exams, well child care, and annual physicals. To help save up for the deductible, the plan includes a Health Savings Account (HSA). The account allows you to contribute pre-tax dollars for you and your family each year. Similar to a regular savings account, your money grows with interest and investment opportunities year over year until you need it for health care expenses, now or when you retire.
You can save time and money when you order your prescription drugs by mail. Ordering prescription refills is a safe, convenient way to obtain medications you take on a daily basis for a long period of time because you get a 90-day supply of medication for less money. This feature is already covered under the health plans offered by Otis and is available at no additional cost to you, including standard shipping. For Anthem members, you may order refills by mail, phone, or at www.anthem.com/ca. For Kaiser members, you can call the phone number on your prescription label or visit www.kp.org/myhealthmanager and click on “Pharmacy Center�. 6
This chart shows how the plans work and how each type of service is covered. This year, Anthem is providing two HMO options that provide the same benefit coverage but with two networks. The Traditional HMO plan provides access to the broadest number of providers while the Select HMO plan has fewer providers but offers more affordable premiums. To determine provider status in your choice of plan, please see the Anthem Provider website at www.anthem.com/ca. If you enroll in the Kaiser HMO Plan, you must visit Kaiser facilities for medical care and see only Kaiser doctors. www.kaiserpermanente.org MEDICAL HMO PLAN HIGHLIGHTS | This chart compares the main feature of your HMO health plan options. EMPLOYEE Monthly Cost Employee Only Employee + Spouse Employee + Child(ren) Employee + Family
ANTHEM TRADITIONAL HMO
ANTHEM SELECT HMO
KAISER PERMANENTE
$75.00 $643.92 $454.30 $850.18
$50.00 $514.00 $359.34 $682.22
$75.00 $534.34 $381.24 $706.60
Annual out-of-pocket maximum
$2,000 ind. / $4,000 family
$1,500 ind. / $3,000 family
Office visit
$15 copay
$15 copay
Preventive services
No copay
No copay
Emergency services
$100 copay (waived if admitted)
$100 copay (waived if admitted)
$30 copay
$15 copay
Hospitalization
$250 per admission
$250 per admission
Outpatient services
$125 per procedure
$15 copay
$15 copay
Not covered
$15 copay (ltd to 60-day period)
Not covered
$100 for advanced imaging / No copay for all others
No copay
$250 per admission $15 copay
$250 per admission $15 copay
30-day supply
30-day supply
Urgent Care
Acupuncture Chiropractic care (when ordered by a PCP) X-Ray and laboratory services Mental health & substance abuse -inpatient visit -outpatient visit Prescription drugs Tier 1 Tier 2 Tier 3 Tier 4
$10 $30 $50 30% of maximum allowed amount (max $150 copay)
Generic Brand-name
$15 copay $30 copay
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This chart shows how the LUMENOS HSA PPO plan works. Essentially, it is a PPO plan with a high deductible. You must satisfy the deductible prior to any plan benefits except for preventive care. In addition to the PPO benefits, the plan includes a Health Savings Account. The HSA bank account allows you to put pre-tax dollars to save for a rainy day when you may need to pay your deductible for you and/or your family. All pre-tax dollars saved in your HSA bank account are vested and are yours to use for life for qualified health expenses. Otis College will contribute $500 for each employee and $1,000 for each family to your HSA plan in 2014. For 2014, the maximum combined employer and employee pre-tax contribution to an HSA is $3,300 and $6,550 for family. HSA participants over the age of 54 can put in an additional “catch up� contribution of $1000.
MEDICAL ANTHEM LUMENOS HSA PLAN HIGHLIGHTS EMPLOYEE Monthly Cost Employee Only Employee + Spouse Employee + Child(ren) Employee + Family
$50 $562.26 $391.50 $946.44 In-Network
Annual Deductible Individual Family Annual out-of-pocket maximum Individual Family
Out-of-Network $1,250 $2,500
$2,500 $5,000
$5,000 $10,000
10%
30%
Preventive services
No copay
30%
Emergency services
10%
10%
Hospitalization
10%
30%
Outpatient services
10%
30% ($350 / day max benefit)
Acupuncture (12 visit max)
10%
30%
Chiropractic (24 visit max)
10%
30%
X-Ray and laboratory services
10%
30% ($800 max benefit for imaging)
Mental health & substance abuse -inpatient visit -outpatient visit
10% 10%
30% 30%
30-day supply No copay $10 copay $30 copay $50 copay 30% of max allowed amount
All Tiers: 30% of the prescription drug maximum allowed amount & costs in excess of the prescription drug maximum allowed amount
Office visit
Prescription drugs Female oral contraceptives generic Tier 1 (includes diabetic supplies) Tier 2 Tier 3 (includes compound drugs) Tier 4
(compound drugs & specialty pharmacy drugs not covered) 8
Justin is a healthy 28-year old single man who is active in sports and goes to the gym three times a week. He contributes $1,000 each year to his Health Savings Account (HSA). His plan’s annual deductible is $1,250 for individual coverage. If Justin uses his HSA to pay for covered services, this will reduce his out-of-pocket amount needed to meet his deductible before traditional health coverage begins. Here is a look at the first two years of Justin’s HSA plan, assuming the use of in-network providers.
YEAR 1 HSA - $1,000 contribution*
$1,000
Total Expenses: Prescription drugs - $150 Routine Physical / Lab tests - $350
$500
Amount paid by preventive care benefit – not deducted from HSA
$350
• Deductibles
Amount paid from HSA
$150
• Coinsurance
HSA Rollover to Year 2
$850
USING YOUR HSA DOLLARS HSA dollars can be used for any qualified health expense. Some examples of allowable expenses are as follows:
• Copays • Dental Costs
Since Justin did not spend all of his HSA dollars, he did not need to pay any additional amounts out-of-pocket this year.
• Vision Costs • Other eligible expenses similar to FSA rules • Cosmetic surgery is not an
YEAR 2 HSA Balance: $850 from Year 1, plus $1,000 contribution for Year 2*
$1,850
Total Expenses: Office visits - $100 Blood work - $150 Prescription drugs - $200
$450
Paid by preventive care benefit – not deducted from HSA
$150
click below for the TASC HSA
Amount paid from HSA
$300
Guidelines. (embed TASC HSA
HSA Rollover to Year 3
$1,550
allowable expense Note that HSA participants cannot participate in the FSA Health Reimbursement plan. For more details for how the HSA plan works,
Guideline)
Once again, since Justin did not spend all of his HSA dollars, he did not need to pay any additional amounts out-of-pocket this year. * Funds will not be available on the debit card until contributions have been received. 9
This chart shows how the dental plan works and how each type of service is covered. With the Aetna Freedom of Choice dental plan, you get two plans in one. You must elect either the DMO or PPO plan, but you can switch during the year if you call Aetna by the 15 th of the month to be effective the 1st of the following month. The DMO has fewer providers but no annual benefit limits. The PPO provides a larger panel of dentists but puts limits on annual benefits and a lifetime limit on orthodontia.
USING YOUR BENEFITS WISELY
For more detailed information, please refer to the official benefit summary.
• To pay the least amount out-ofpocket, always use in-network
DENTAL PLAN HIGHLIGHTS
dentists.
EMPLOYEE Monthly Cost
DMO
PPO NETWORK & NON-NETWORK
Employee Only Employee + Spouse Employee + Child(ren) Employee + Family
$0 $48.56 $50.78 $99.04
$0.00 $48.56 $50.78 $99.04
Deductible – applies to basic and major services only
None
$50 Individual $150 Family
Preventive services Exams, cleanings, x-rays
100%
100%
Basic services – Fillings, simple extractions
100%
80%
Major services – Oral surgery, root canal, crowns
60%
50%
Annual benefit maximum
None
$2,000
details, click below:
Office visit copay
None
N/A
AETNA BENEFIT SUMMARY
Orthodontic Deductible Lifetime maximum
50% None None
50% $50 $1,500
• Use your preventive benefits and get cleanings for you and your family twice a year. • If your services are estimated to be $350 or more by your dentist, be sure to have your dentist get pre-determination of benefits through Aetna to ensure services are covered and to get an estimate of what the plan will pay. For more specific dental plan
The coverage reflected online at Otis is what you initially elected. Please call Aetna if you are uncertain about which plan you are currently enrolled in. If you do switch plans, please request a new ID card from Aetna at (877) 238-6200 or check the Aetna website: www.aetna.com.
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Vision Service Plan (VSP) provides coverage for annual eye examinations and provides an allowance for contacts or frames each year. The plan features network (VSP Signature) and non-network option allowing you to see any vision provider you wish. A new feature of the VSP network is the inclusion of COSTCO vision centers. Using COSTCO retail locations can add additional convenience for you and your family.
ADDITIONAL BENEFIT: If you are enrolled in Aetna’s Dental Plan, you can receive Aetna Vision Discounts for a savings of 5% to 40% off the retail price of eye exams at participating providers. Please visit www.aetna.com
If you utilize the services of a network provider listed in VSP’s Signature Network, your benefits include routine vision exams for a $25 copay, and preferred pricing on a large selection of brand-name, designer frames, lenses, and lens options. If you see a non-VSP provider, you will receive an allocated reimbursement as listed in the summary below. For more detailed information, please refer to the official benefit summary. To find a network contracted provider, please visit www.vsp.com/eyedoctor.html. The chart below shows how the vision plan works and how each type of service is covered. For more detailed information, please refer to the official benefit summary.
or call (800) 793-8616 for a list of
VISION PLAN HIGHLIGHTS
participating providers.
EMPLOYEE MONTHLY COST
VSP
Employee only
No cost
Employee + one
$5.12
Family
$13.52
VSP Choice – Plan B
Network
Frequency of benefits Exam Lenses (contacts included) Frames
Non-Network Once every 12 months Once every 12 months Once every 24 months
Deductible Exam Lenses Single Bifocal Trifocal Frame Additional pairs Contacts
None $25 copay
Up to $50 reimbursement
Covered in full “ “
Up to $50 reimbursement Up to $75 reimbursement Up to $100 reimbursement
$130 frame allowance
Up to $70 reimbursement
30% discount
Not covered
Up to $130 allowances (can be used for Contacts or frames)
Up to $105 retail
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The Health FSA offered through Otis College is administered by TASC FlexSystem. When you enroll in a Health, Dependent Care, or Non Employer Sponsored Premium FSA, you elect the dollar amount you wish to contribute based on your estimated expenses for the upcoming year. The funds will be deducted pre-tax in equal amounts from each paycheck throughout the plan year. You must re-enroll every year. For your convenience, Otis has provided you with a TASC Card to purchase eligible medical expenses with your FSA funds at the point of purchase. Use it just like a debit card, but make sure to keep a copy of all receipts for your records. In the event you lose or misplace your card, simply submit a request for reimbursement to TASC. For the Dependent Care FSA or if you do not have your TASC card, simply submit a request for reimbursement to TASC. FlexSystem offers multiple methods for requesting a reimbursement: Online, Text Message, Mobile App, Fax, or mail. You may use any of the following self-service options to access your FlexSystem accounts and TASC card transactions: • MyTASC online: www.tasconline.com/mytasc • MyTASC mobile app: free download at www.tasconline.com/mobile • MyTASC text messaging: elect through your MyTASC account online
EXAMPLE HEALTHCARE FSA ESTIMATE WORKSHEET ANTICIPATED ANNUAL EXPENSES FOR YOU AND YOUR DEPENDENTS ESTIMATED AMOUNT Coinsurance, co-payments and deductibles
$
Dental expenses (crowns, root canals, routine examinations, etc.)
$
Monthly orthodontia expense (see restrictions in the above section)
$
Prescription drug expenses
$
Eyeglasses, contact lenses, solution, etc.
$
Chiropractic and massage therapy expenses
$
Over-the-counter meds (must be prescription)
$
Annual Total (cannot exceed $2,500)
$
Divide by 12 (except for new hires) for monthly amount
$
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As a benefits eligible employee, you are provided with the Employee Assistance Program (EAP) at no cost to you. The EAP is a confidential counseling and referral service that can help you and your dependents deal with life’s challenges.
• 3 face-to-face sessions per issue at an office convenient to your home or work; there is no limit to the number of issues. All calls and counseling FOR 24-HOUR EAP HELP, CALL AETNA RESOURCES FOR LIVING EAP TOLL-FREE: (888) 238-6232 or visit: www.mylifevalues.com and enter company ID: EAP4OTIS On the website, you can find
sessions are confidential, except as specified by law (such as when a person’s emotional condition is a threat to him or herself or others, or if there is child or elder abuse). • Easy access to services and crisis counseling 24 hours a day, 7 days a week, via a toll-free telephone number and website (please see sidebar for login information). • Accessibility to employees and anyone in the household.
resources such as webinars and training to manage stress, dealing
Employee assistance professionals will listen to your concerns with an open
with life issues, fitness discounts,
mind and help you identify the cause of your problem. They will work with
and more.
you and the EAP’s network of specialized providers to develop a practical solution as quickly as possible.
CLICK BELOW for the MY LIFE VALUES EAP FLYER
• Work-related issues • Family problems • Marital and relationship issues • Alcohol and drug abuse, and co-dependency issues • Emotional problems • Physical concerns • Financial and legal issues
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Otis provides full-time employees with Short-Term and Long-Term Disability income benefits, and pays the full cost of this coverage. Short-Term Disability is intended to protect your income for a short duration of time in case you become ill or injured. You are not eligible to receive Short-Term Disability benefits if you are receiving Worker’s Compensation benefits. In the event For more information regarding short and long-term disability, call UNUM at
you continue to be disabled after six (6) months, Long-Term Disability income benefits are provided as a source of income.
(800) 421-0344. Click below for the disability benefit summaries: LONG TERM DISABILITY SHORT TERM DISABILITY
SHORT-TERM DISABILITY Benefits begin
8th day for an accident or illness
Maximum weekly benefit
60% of weekly salary up to $1,000 per week
Maximum benefit duration
25 weeks
Benefit reductions may occur
If you are receiving benefits from any compulsory benefit, act, or law such as a state disability plan or if you are receiving sick leave pay from your employer
LONG-TERM DISABILITY Benefits begin
After180 days of being disabled
Maximum monthly benefit
60% of salary up to $6,000 per week
Minimum monthly benefit
$100
Maximum benefit duration
Later of age 65 or Social Security Normal Retirement Age
Benefit limitations
Mental illness: 24 months Substance abuse: 24 months
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Otis College of Art and Design provides full-time employees with group Life and Accidental Death and Dismemberment (AD&D) insurance in the amount of 1 times your basic annual earnings at a maximum of $50,000, and pays the full cost of this benefit. Please contact Human Resources to update your beneficiary information.
For more information regarding cost for additional life insurance
• Benefit Amount: One times your annual salary rounded to the next higher $1,000
as well as application, PLEASE
• Maximum Amount: $50,000
CLICK BELOW:
• Guarantee Issue: $50,000
VOLUNTARY LIFE AND AD&D
• Benefit Reduction: 35% at age 70; an additional 20% of the original
APPLICATION FORM
amount at age 75 and will terminate upon retirement • Should you die in an accident, your beneficiaries will receive both the life and the AD&D benefit.
Employees who want to enhance the group life insurance benefits provided by Otis may purchase additional coverage. When you enroll yourself and/or your dependents in this benefit, you pay the full cost through payroll deductions. The minimum amount of coverage you can purchase for yourself is $10,000 and the maximum is $500,000 with Guarantee Issue of $200,000 if you purchase this when first eligible (under age 70). The minimum you can purchase for your spouse is $5,000 and the maximum is $500,000, with Guarantee Issue of $30,000. Your spouse may not elect more than 100% of the employee elected amount. Please be aware that if you do not apply for this option when you are first eligible, you will need to wait until Open Enrollment to apply and will be considered a Late Entrant. You will need to complete an EOI Form and the total amount of insurance you apply for will be subject to medical underwriting. You will be notified of either approval or disapproval of the coverage amount for which you applied. Until you have been notified, you do not have the additional coverage. Please see the benefit summaries for the premium amounts.
Voluntary AD&D is Accidental Death and Dismemberment insurance. Should you die in an accident, the AD&D plan will pay a benefit in addition to your life insurance. Likewise, if you are injured and lose the use of a limb, eye, or ear, you are eligible for benefit payments. AD&D coverage costs less than life insurance, but you may feel it important to have some of both.
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BENEFIT
GROUP ID
PHONE / WEBSITE
Kaiser Permanente
111784
(800) 464-4000 www.kaiserpermanente.org
Anthem
275328
(877) 811-3107 www.anthem.com
Aetna Dental
879962
(877) 238-6200 www.aetna.com
VSP
00114144
(800) 877-7195 www.vsp.com
TASC – FSA
FSA 4601-6467-9863
(800) 422-4661 www.tasconline.com
TASC – HSA
HSA LH1253
(800) 350-3778 https://tascparticipant.1h1onde mand.com/
UNUM | Customer Contact Center: (800) 421-0344; 8am8pm EST (M-F)
Life AD&D, Voluntary Life Policy: 601663 LTD & STD: 601662
Disability: (877)851-7637 Life: (800) 445-0402 Portability / Conversion: (800) 343-5406
EAP4OTIS
the Gallagher Support Center or the
Aetna Resources for Living EAP
(888) 238-6232 www.mylifevalues.com
benefits providers at the phone
Gallagher Support Center
Otis
(855) 670-2222
QUESTIONS? This guide summarizes the benefits that are available to you as an employee of Otis College of Art and Design. This is a brief summary and is not intended to cover all the details. For specific questions, please contact
numbers listed on this page.
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MEDICAL
MEDICAL
ANTHEM TRADITIONAL HMO
EMPLOYEE MONTHLY COST
Employee Employee + Spouse Employee + Child(ren) Employee + Family
$75.00 $643.92 $454.30 $850.18
ANTHEM SELECT HMO Employee Employee + Spouse Employee + Child(ren) Employee + Family
MEDICAL
are made before taxes except for domestic partners.
ANTHEM LUMENOS Employee Employee + Spouse Employee + Child(ren) Employee + Family
All health insurance deductions
MEDICAL
life and accident coverage, please click here ( _______)
DENTAL
$75.00 $534.34 $381.24 $706.60
AETNA DENTAL Employee Employee + Spouse Employee + Child(ren) Employee + Family
VISION
$50.00 $562.26 $391.50 $946.44
KAISER Employee Employee + Spouse Employee + Child(ren) Employee + Family
For specific rate details for voluntary
$50.00 $514.00 $359.34 $682.22
$0.00 $48.56 $50.78 $99.04
VSP VISION Employee only Employee + 1 Dependent Employee + Family
$0.00 $5.12 $13.52
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