2021 Marquette Open Enrollment Guide

2021 ANNUAL

BENEFITS ENROLLMENT GUIDE

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2021 Annual Benefits Enrollment What’s New for 2021?

Benefit Plan Considerations 2021 Monthly Pre-tax Rates Medical Plan Health Plan Personas Prescription Drug Benefits More Medical Plan Resources Available to You On-site Physical Therapy Dental Plan Vision Plan Flexible Spending Accounts Health Savings Accounts FSAs & HSAs at a Glance Wellness Program Employee Assistance Program (EAP) Voluntary Benefits Common Health Insurance Terms to Know Administrator Contact Information

Dear Colleague: It’s hard to believe the annual benefits enrollment period is here. I am sure you will agree, this year has been like no other. Throughout the recent months, our benefits team and Health Care Task Force have been hard at work looking ahead to the new year to ensure our health insurance plans remain competitive while continuing to be stewards of the university’s resources. Our goal has always been to provide meaningful and affordable benefits for our employees.

On page two of this guide, you will read about the changes for the coming year. However, I do want to point out two significant changes for 2021. The first is the addition of a spousal surcharge. While Marquette University continues to offer spouses coverage, we believe that every employer bears the responsibility of providing medical benefits to its own employees. Spouses on the Marquette Medical Plan who have the option to take medical coverage with their own employer will be assessed a $100 monthly spousal surcharge. This charge will only apply if your spouse is eligible for medical coverage through their own employer but chooses instead to enroll in the Marquette Medical Plan. An attestation will be part of the enrollment process. While a spousal surcharge is prevalent among other employers and peer universities, we realize this is a change for Marquette.

The second important change is the introduction of new tiers of premium coverage, (Employee Only, Employee + Spouse, Employee + Child(ren), Family), that better reflect the actual participant costs for the groups. We hope that these new tiers provide more options for the diverse needs of our Marquette employees and their families.

With that in mind, it will be important for you to take time to carefully review the coverage options available to you and choose the one that best meets your (and your family’s) needs. Once again, the Benefit Educators will be available this year—including weekend and evening appointment times—to help you through your decision-making process.

Sincerely, HEALTH & WELL-BEING

Claudia Paetsch Vice President for Human Resources Marquette University

CAMPUS EXPERIENCE • Spiritual & Faith Opportunities • Volunteer & Service Activities • Recognition Programs & Service Awards • Employee Discounts

• Medical Insurance • Prescription Drug Benefits • Dental Insurance • Vision Insurance • Wellness Programs • On-site Recreational Facilities • Flexible Spending Accounts • Health Savings Accounts

COMPENSATION & FINANCIAL SECURITY

FAMILY & WORK-LIFE FLEXIBILITY • On-site Child Care Center • Employee Assistance Program • Parental and Other Leaves of Absence • Gift of Time • Time-off Programs

• Compensation • 403(b) Retirement Plans • Retirement Benefits • Life Insurance • Voluntary Benefits • Disability Insurance

DEVELOPMENT & GROWTH • Tuition Benefits • Career Growth • Career Opportunities • Campus Educational Programs & Events • Employee Resource Groups

2021 ANNUAL BENEFITS ENROLLMENT

Monday, October 26 − 8:00 a.m. through Friday, November 13, 2020, at 4:00 p.m.

What:

Review the 2021 changes to make sure you understand how these will impact your personal situation. You are encouraged to actively enroll in the plan(s) and coverage tiers that work best for you.

When:

The Annual Enrollment begins Monday, October 26, at 8:00 a.m. CDT and ends Friday, November 13, at 4:00 p.m. CST.

Why:

It’s your once-a-year opportunity to evaluate your options, understand the impact of the changes, and to make election changes. The changes will take effect on January 1, 2021, and remain in effect through December 31, 2021. If you do nothing, your elections will default as follows:

Coverage

2021 Default If You Do Not Re-enroll

Medical

Your 2020 Plan Election and Covered Members; if you are covering a spouse, the $100 monthly surcharge will apply

Dental

Your 2020 Plan Election and Covered Members

Vision Flexible Spending Account for Health Care Flexible Spending Account for Dependent Care

Your 2020 Plan Election and Covered Members

Health Savings Account

$0 as you are required by law to re-enroll each plan year $0 as you are required by law to re-enroll each plan year $0 as you are required by law to re-enroll each plan year

How:

You can enroll in one of two ways: •

Self-enroll online by going to marquettebenefitsenrollment.com. Step-by-step instructions can be found on the enrollment site.

•

Schedule a confidential, 30-minute phone appointment with a Benefits Educator by calling 1-877-759-7668.

Appointments can be scheduled starting Monday, October 19, 2020, at 8:00 a.m. CDT. Important: If enrolling any new dependents (spouses and/or children) in the Marquette medical, dental or vision plans, you will need their Social Security Numbers and dates of birth available. You will also need to upload a copy of the marriage certificate and/or adoption/birth certificate for these dependents to the online enrollment tool

by November 13, 2020. You will not be able to complete your enrollment without this information.

Note: You do not need to re-upload certificates that were uploaded previously (during the previous years’ enrollment process).

How to Upload Marriage and Birth/Adoption Certificates:

1

Visit marquette.bswift.com and follow the instructions.

1. User ID: Your 9-digit Marquette ID number (found on your Marquette ID card).

2. Password: Last four digits of your SSN. You will be prompted to change your password upon logging in the first time.

3. Click Edit My Profile > Employee File > View and Upload Documents.

4. In the title section, name your document (i.e. Marriage Certificate).

5. Select document type.

6. Click Browse and find the document on your desktop.

7. Click Save.

WHAT’S NEW FOR 2021?

Spousal Surcharge

As part of our due diligence in planning for our annual benefits enrollment, Human Resources and the Marquette Health Care Task Force review our medical plan costs; compare our plan features and costs with peer universities, Milwaukee-area employers and the health care marketplace; and look for opportunities to manage the rising costs of health care. Through our analysis, we learned that Marquette incurred more expenses on our plan than our peers by covering a significantly higher number of spouses who may have access to their employer’s medical plans, but take ours instead. While we will continue to offer spouses coverage, we believe that every employer bears the responsibility of providing medical benefits to its own employees. For that reason: • • •

A spousal surcharge of $100/month will apply to any employee who enrolls in one of the three Marquette medical plans and covers a spouse who has other employer-provided medical insurance coverage available to them.

The surcharge will not apply to employees whose spouse also works at Marquette, is self-employed or does not have employer-provided medical insurance coverage available to them.

The surcharge will automatically apply for all spouse enrollments unless and until employees go through the enrollment process and answer the applicable spousal surcharge questions.

Coverage Tiers

By creating four tiers of coverage (versus the three we’ve had in the past), we’re able to more accurately reflect the different risk profiles of those covered by our medical plans. At the same time, the updated tiers are designed to address the diverse needs of our employees and their families. In some cases, the premium rates have gone down since last year!

• • • •

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Employee Only Employee+Spouse Employee+Child(ren) Family (Employee, Spouse and Child(ren))

WHAT’S NEW FOR 2021?

Medical and Prescription Drug Plan • • • • • •

CPHP: There will be deductible and out-of-pocket limit increases to more accurately reflect plan costs.

EHDHP: There will be slight deductible increases to align with the 2021 HSA contribution limits. The automatic Marquette-provided HSA contribution for enrollment in this plan is being eliminated; however, FSA or HSA contributions for wellness program participation will continue as-is, for all plans.

Marquette will expand Teladoc services to include virtual visits for mental/behavioral health care in addition to visits for your physical health needs. See the details below.

Certain injectable or infused medications that have historically been covered under the medical benefit can now be covered under the prescription drug benefit. In either case, these medications will require prior authorization from your health care provider.

To better coordinate benefits received through a manufacturer coupon or co-pay assistance program, the discounts will not be applied to the deductible and out-of-pocket limits. Only payments made by employees (for themselves or on behalf of their family members) will be applied.

New ID cards will be issued to all participants.

Teladoc

This year, in particular, there has been a great need and interest for virtual provider visits. The anectodal feedback we’ve received has been very positive. For 2021, Marquette will expand Teledoc services to include virtual visits for mental/behavioral health care in additional to visits for your physical health needs. Costs for these visits for 2021 are listed below. Go to Teladoc.com to set up an account online, or download the Teladoc app on your phone today!

Everyday Care: • • •

CPHP: $10/visit; AHDHP & EHDHP: $49 or less/visit Talk to a licensed doctor for non-emergency conditions 24/7 Flu, sinus infections, sore throats, and more

Dermatology: • • •

CPHP: $10/visit; AHDHP & EHDHP: $85 or less/consult Upload images of a skin issue online and get a custom treatment plan within two days Eczema, acne, rashes, and more

Mental Health Care (coming January 1, 2021): • •

•

CPHP: $10/visit AHDHP & EHDHP: • $90 or less/therapist visit • $220 or less/psychiatrist first visit • $100 or less/psychiatrist ongoing visits Talk to a therapist 7 days a week (7:00 a.m. to 9:00 p.m. local time)

Dental and Vision Plans • •

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The dental plan will now pay 50% of expenses for crowns, inlays, onlays, bridges and dentures, implants and for orthodontia when members see an in-network dentist outside of the Marquette University Dental School.

Premium tiers for the dental and vision plans will match those of the medical plan.

BENEFIT PLAN CONSIDERATIONS Annual Enrollment provides a once-a-year opportunity to newly enroll in, change, or waive benefits for the 2021 Plan Year. The chart below shows all the benefits you should consider during this annual enrollment period.

Benefit

Description

Paid by

Cost

Medical

Coverage for eligible medical and prescription drug expenses

Shared (pre-tax)

See page 5

Dental

Coverage for eligible dental expenses

Shared (pre-tax)

See page 5

Vision

Coverage for eligible vision expenses

Shared (pre-tax)

See page 5

HSA

Allows you to set aside pre-tax dollars to reimburse eligible medical, prescription drug, dental and vision expenses if enrolled in AHDHP or EHDHP

Contributions: (Total) Contributions: You (pre-tax) $3,600 − Single Marquette (wellness only) $7,200 − Non-Single

FSA: Health Care

Allows you to set aside pre-tax dollars to reimburse eligible medical, prescription drug, dental and vision expenses if enrolled in the CPHP or waives coverage

Contributions: Contributions: Up to You (pre-tax) $2,750 per employee Marquette (wellness only) per calendar year

FSA: Limited Purpose Health Care

Allows you to set aside pre-tax dollars to reimburse eligible dental and vision only expenses if enrolled in the AHDHP or EHDHP

Contributions: You (pre-tax)

Contributions: Up to $2,750 per employee per calendar year

FSA: Dependent Care

Allows you to set aside pre-tax dollars to reimburse eligible dependent child care expenses if enrolled in any medical plan or waived coverage

Contributions: You (pre-tax)

Contributions: Up to $5,000 per household per calendar year

Marquette (for Full-time employees) You (for Part-time employees)

$0.163 per $1,000 of coverage

Insurance protection in the event of your death or Basic Life/AD&D dismemberment Coverage amount: 1x annual salary rounded up to Insurance nearest $1,000 Optional Life Insurance*

Insurance protection in the event of your death Coverage amounts: Choice of an additional 1x, 2x or 3x your annual salary rounded up to nearest $1,000

You (after-tax)

Varies based on age and coverage amount selected

Critical Illness

Upon diagnosis, it provides you with a lump-sum payment of $15,000 or $30,000 in initial benefits, with a total benefit amount of 3x the initial benefit amount ($45,000 or $90,000) in the event that you or a loved one experience more than one covered condition.

You (after-tax)

Varies based on age and coverage amount selected

Hospital Indemnity

It typically pays, as long as policy and certificate requirements are met, a flat amount upon your hospital admission and a daily amount paid for each day of your hospital stay. It also provides payment if you’re admitted to or have to stay in an Intensive Care Unit (ICU).

You (after-tax)

Varies based on coverage selected (Low or High plan)

Long-term Disability* (Full-time only)

Income protection in the event of your disability Coverage amount: 65% of pre-disability earnings to maximum of $12,000/month; 180-day Elimination Period; includes retirement contribution and cost of living benefits

Shared (after-tax)

$0.46 per $100 of covered monthly earnings (shared equally between you and Marquette)

Group Legal

Attorney access to assist with various legal matters

You (after-tax)

$21.00 per month

*Requires Evidence of Insurability if newly enrolling.

Did You Know?

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If you are having trouble deciding what medical plan might be best for you, you can schedule an appointment with a Benefits Educator by calling 1-877-759-7668, use the “Ask Emma” tool on the enrollment system, or see what others choose on the Health Care Personas on page 8 based on their specific needs.

BENEFIT PLAN CONSIDERATIONS The benefits shown on the previous page are offered to all full-time regular, full-time limited term (minimum of one-year academic/calendar year contract) and part-time regular employees (working a minimum of 20 but less than 37.5 hours per week) with the exception of Long-term Disability (which is offered to full-time employees only). Dependents can be covered under the medical, dental and vision plans. Eligible dependents include:

Dependent Eligibility by Insurance Plan Eligible Ages Medical

0 - 26

Notify HR Within 30 Days When • Your dependent turns age 26 • Your dependent should no longer be covered under the Marquette University plan

Dental

0 -19 (Up to age 25 if enrolled in school full time)

• If your dependent turns age 19 and does not continue as a full-time student • Your dependent graduates from college • Your dependent, full-time student turns age 25

Vision

0 -19 (Up to age 25 if enrolled in school full time)

• If your dependent turns age 19 and does not continue as a full-time student • Your dependent graduates from college • Your dependent, full-time student turns age 25

Qualifying Events

During annual enrollment, the changes you make for the coming year will be in effect for the entire Plan Year.

However, there are certain regulations that allow you to make a change during the Plan Year if you experience a Qualifying Event. The list below includes many of those events.

Any change you make due to a qualifying event needs to be consistent with that change. For example, if you were to marry during the Plan Year, you could add your spouse to a plan or waive coverage if you decided to be covered under your spouse’s plan. However, this event would not allow you to move from one medical plan to another.

Similarly, if you gave birth to a child, you could add that child to your current plan(s). Please note that any changes need to be made within 30 days of the event.

• • • • • • • • •

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Marriage, divorce, legal separation or annulment Birth or adoption of a child Assumption of legal guardianship of a child Change in employment status for your spouse or child that affects benefit eligibility, including commencement or termination of employment, or change in work site You or your dependent become eligible or lose eligibility for Medicare or Medicaid The death of your spouse or child Court ordered coverage of your child by you or your spouse, allowing you to add or drop the child’s coverage Loss of eligibility for a child, including graduation or reaching age limitations Change in your Marquette employment or work hours that affects benefits eligibility

2021 MONTHLY PRE-TAX RATES Medical, Dental and Vision Insurance Effective 1/1/2021 – 12/31/2021 CPHP Medical Care Coverage

Employee

Marquette University

Total

Employee Only

$235

$617

$852

Employee+Spouse*

$505

$1,284

$1,789

Employee+Child(ren)

$425

$1,109

$1,534

Family*

$665

$1,738

$2,403

Marquette University

Total

AHDHP Medical Care Coverage

Employee

Employee Only

$150

$637

$787

Employee+Spouse*

$335

$1,317

$1,652

Employee+Child(ren)

$270

$1,146

$1,416

Family*

$425

$1,794

$2,219

Employee

Marquette University

Total

$50

$447

$497

$110

$934

$1,044

EHDHP Medical Care Coverage Employee Only Employee+Spouse* Employee+Child(ren)

$95

$800

$895

$165

$1,326

$1,491

Employee

Marquette University

Total

Employee Only

$12.00

$31.51

$43.51

Employee+Spouse

$26.00

$61.01

$87.01

Employee+Child(ren)

$29.00

$85.62

$114.62

Family

$36.00

$122.80

$158.80

Employee

Marquette University

Total

Employee Only

$2.60

$7.79

$10.39

Employee+Spouse

$6.00

$15.83

$21.83

Employee+Child(ren)

$5.00

$13.71

$18.71

Family

$7.50

$23.68

$31.18

Family*

Delta Dental Dental Coverage

VSP Vision Vision Coverage

NOTE: Employees who work less than 12 months per year pay premiums as follows: January 1-May 31 at 1.4x Employee rate; June 1-July 31 no deduction; August 1-December 31 at 1x Employee rate. Eligible part-time employees who work at least 20 hours per week but less than 30 hours pay the Total (Employee + Marquette University) cost.

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*Spousal surcharge of $100/month will apply if your spouse has other employer-provided medical coverage available.

MEDICAL PLAN Marquette offers three medical care options to best fit your needs: CPHP, AHDHP or EHDHP. Monthly premiums are determined by the coverage tier selected: employee only, employee +spouse, employee + child(ren), or family (employee, spouse, and child(ren)). All medical care options are identical in the covered services provided, the national provider network, and include coverage for wellness and preventive care at 100%. The only differences between the plans are premiums, deductibles, co-pays and out-of-pocket maximums. Take the time to understand how these plans work, the coverage each provides and how to use them to best meet the needs of you and your family.

BENEFITS COMPARISON CPHP

AHDHP

EHDHP

In Network

Out of Network

In Network

Out of Network

In Network

Out of Network

YOUR COINSURANCE PERCENTAGE

$750 $1,500 20%

$1,500 $3,000 40%

$2,800 $5,600 20%

$5,600 $11,200 40%

$3,600 $7,200 20%

$7,200 $14,400 40%

YOUR OUT-OF-POCKET MAXIMUM Per Person Per Family (two or more family members)

$4,000 $8,000

$8,000 $16,000

$4,250 $8,500

$8,500 $17,000

$5,000 $10,000

$10,000 $20,000

Preventive Care (Wellness Schedule Applies)

You pay 0%

Ded/Coins

You pay 0%

Ded/Coins

You pay 0%

Ded/Coins

$25 $50 $75

Ded/Coins Ded/Coins Ded/Coins

Ded/Coins Ded/Coins Ded/Coins

Ded/Coins Ded/Coins Ded/Coins

Ded/Coins Ded/Coins Ded/Coins

Ded/Coins Ded/Coins Ded/Coins

$150

Same as In-Network

Ded/Coins

Same as In-Network

Ded/Coins

Same as In-Network

YOUR DEDUCTIBLE Per Person Per Family (two or more family members)

OFFICE VISIT CO-PAY Primary Care Specialist Urgent Care Co-pay Emergency Room Co-pay (Life and Limb threatening) Hospital Inpatient Co-pay (Room and Board)

$250/day Up to 4 days

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Mental Health/Substance Abuse (outpatient)

$25 Co-pay

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

Ded/Coins

$250/day up to 4 day max Ded/Coins You pay $0 at MU PT Clinic

Mental Health/Substance Abuse (Inpatient) Physical Therapy

$10 Co-pay

Teladoc PRESCRIPTION DRUGS

YOUR DEDUCTIBLE Per Person Per Family (two or more family members)

YOUR COINSURANCE Tier 1 Tier 2 Tier 3

YOUR OUT-OF-POCKET MAXIMUM Per Person Per Family (two or more family members)

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Included with Medical Included with Medical

Included with Medical Included with Medical

You pay 10% You pay 30% You pay 40%

Included with Medical Included with Medical

You pay 10% You pay 30% You pay 40%

You pay 10% You pay 30% You pay 40%

Included with Medical Included with Medical

Included with Medical Included with Medical

Included with Medical Included with Medical

All (Medical and Prescription Drug) out-of-pocket expenses included in Out-of-Pocket Maximum (Deductible, Coinsurance and Co-pays).

Co-pays apply in lieu of deductible and coinsurance; once paid, remaining charges are paid at 100% by the plan.

HEALTH PLAN PERSONAS We know it can be confusing when trying to determine what benefits are best for you. Below are some scenarios and tips that will give you some guidance when choosing your benefits.

Employee #1

SINGLE EMPLOYEE Life Stage: Mid 20s. Single and very active.

Rents an apartment with two other people.

Benefit Plan Elections: • EHDHP • Dental Plan • HSA Account ($3,500 each year) • Vision Plan • 403(b) Plan General Health: No health conditions, lives a healthy lifestyle and tends to only access medical care when injured while playing basketball or rugby. Has a family of high blood pressure and heart disease.

Health Care Concerns: Rarely thinks about health concerns but knows treatment at an Urgent Care or ER if injuries occur while playing sports is inevitable.

May need to see a Primary Care Provider (PCP) due to the family history of heart disease. Prefers the EHDHP for its low monthly premium.

Employee #2

MARRIED COUPLE WITHOUT CHILDREN Life Stage: Between mid-20s and early 30s.

Married with no children.

Benefit Plan Elections: • AHDHP • Dental Plan • HSA Account ($5,500 each year) • Vision Plan • 403(b) Plan • Long-term Disability General Health: Both are very healthy, and both do not have family histories of chronic conditions.

Health Care Concerns: They have no current health care concerns and only see their health care provider each year for a routine physical. Because of this, they choose to join the high-deductible AHDHP health plan for the first time. They understand it has a lower monthly cost per paycheck but they may have to pay slightly more if one of them was to come down with a more serious condition.

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Employee #3

MARRIED COUPLE WITH CHILDREN Life Stage: Between early 40s and late 50s.

Married with three children (12, 16, 21).

Benefit Plan Elections: • CPHP • Dental Plan • FSA Account ($2,500 each year) • Vision Plan • 403(b) Plan • Optional Life Insurance • Long-term Disability General Health: Ray recently underwent chemotherapy and cancer is currently in remission; 16-year-old son has Type 1 Diabetes.

Health Care Concerns: Ensuring son’s diabetes is controlled and that the cancer remains in remission, he knows that next year the family will experience high medical expenses due to ongoing medical appointments and his need for routine follow-ups to monitor recovery.

Knowing they may have more high cost claims in the following few years, they chose to stay on the CPHP plan, which has the lower out-of-pocket maximum.

Employee #4

NEARING RETIREMENT Life Stage: Between late 50s and early 60s.

Divorced with adult children.

Benefit Plan Elections: • CPHP • Dental Plan • FSA Account (Max allowed each year) • Vision Plan • 403(b) Plan • Critical Illness Plan • Supplemental Life Plan General Health: Betty has a chronic health condition that’s managed with medication and requires frequent visits with her health care provider.

Health Care Concerns: Actively managing Type 2 Diabetes with medication, diet and exercise. However, over the last few years, high blood pressure and chronic pain have also been of concern. Prefers to pay a higher premium each month and less when she visits her doctor.

PRESCRIPTION DRUG BENEFITS Prescription Drug Program

The prescription drug program is part of the medical plan and is administered by Navitus Health Solutions.

Prescription drugs are subject to the medical deductible and then to three tiers of coinsurance up to the medical out-of-pocket maximum. Once you reach the medical out-of-pocket maximum, the plan will pay 100% of your eligible medical and prescription costs for the remainder of the calendar year.

The prescription drug program provides you with savings when you purchase prescriptions from participating pharmacies. The Navitus Network includes many independent stores, as well as widely known chains.

The prescription card is the same as your medical insurance card. When the pharmacist enters your prescription, the Navitus system will tell the pharmacist if your deductible has been met. Once your deductible has been met, their system will calculate the appropriate coinsurance you need to pay, and your pharmacist will charge you for that amount. Navitus will reimburse the pharmacy for the balance.

Convenient Low-Cost Retail and Mail Order Options

The drug plan offers Postal Prescription Services (PPS), a subsidiary of The Kroger Company (a parent of Pick ‘N Save and Metro Market), as its mail-order pharmacy. Prescriptions can be mailed to your home, or you can pick up your prescription at a Kroger pharmacy at the same low mail-order price. This feature makes buying medication for an ongoing condition (such as diabetes, high blood pressure or heart condition) more convenient. Not only does the drug come directly to your home, but you may be able to order up to a 90-day supply at a time at a reduced cost. To get started, complete the mail-order enrollment process online at ppsrx.com. You may also contact PPS Customer Care by phone. They can be reached toll-free at 1-800-552-6694.

SpecialtyRx

Navitus SpecialtyRx works with their specialty partner, Lumicera Health Services, to offer services with the highest standard of care. Specialty drugs are typically high-cost medications used to treat complex, chronic conditions like cancer, rheumatoid arthritis, and more. You will get one-on-one service with skilled pharmacists. They will answer questions about side effects and give advice to help you stay on course with your treatment. With Navitus SpecialtyRx, there is no delivery charge, and the medication is sent right to your door or prescriber’s office. Local courier service is available for emergency, same day medication needs.

To start using Navitus SpecialtyRx, call toll-free 1-855-847-3553. Lumicera will work with your prescriber for current or new specialty prescriptions.

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MORE MEDICAL PLAN RESOURCES AVAILABLE TO YOU There are many other medical resources and services available to members of Marquette’s medical plan. For example, there are a number of Care Management Programs you can learn more about if you are seeking care for a specific illness or condition. You can also talk with a Plan Advisor at UMR for information about your claims, choosing a UnitedHealthcare Premium Designated Provider, and more. Just call the number on the back of your ID card to get started.

Care Management

UMR Care Management is a staff of experienced, caring registered nurses who help you get the most out of your health plan benefits. They work with you, your doctors and other medical experts to get the services that best meet your needs. Their expert nurses can guide you before, during and after your medical care. They will listen to your concerns, answer questions and explain your options.

Whether you’re having a baby, have an emergency hospitalization or need non-emergency care, the UMR nurses are there for you. For example, they can assist you during a hospital stay, after you are released and with your home care. You can concentrate on getting well, knowing your care management nurse will review your progress with your doctor. As an added bonus, UMR’s Care Management services can save you money and prevent delays in your medical claim processing.

Plan Advisor

Plan Advisor is a service available to all Marquette members—just call the number on the back of your UMR ID card. Help for a number of services is just a call away.

• Member customer service with emphasis on 1st call resolution • General customer service for medical services and claims questions • Navigation and assistance establishing a primary care physician (PCP), based on preferences • Provider appointment scheduling, transferring care or moving medical records • Telemedicine promotion and registration assistance • Network steerage – guiding and encourage members to use Premium Designated Providers (PDPs); the highest quality, most affordable provider for their needs • Education on disease management, maternity and care management programs available to members • Education and navigational help using umr.com and the digital tools and resources • Member reminders

UnitedHealth Premium Designation Program

Need help in selecting a new medical provider, outpatient facility or hospital? Let UMR help you find a provider with a premium designation, indicating they provide high-quality results.

Call the number on the back of your UMR member ID card to get connected to a premium designated provider near you.

Or search for one by logging in to umr.com on your computer or mobile device.

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ON-SITE PHYSICAL THERAPY Did You Know?

The Marquette University Physical Therapy Clinic is a full-service physical therapy and rehabilitation clinic open to the public. They offer the expertise of specialty-trained, licensed physical therapists and faculty with the convenience of a downtown, on-campus location. Our clinic offers evidence-based care backed by the latest research and experts from our nationally ranked academic program. Most commonly requested treatments include: headaches, TMJ, low back pain and dry needling, just to name a few. Marquette Physical Therapy Clinic fee schedules are lower than physical therapy at major hospital systems or outpatient clinics.

What Do You Need to Know?

• • •

Physical therapy is covered by UMR and other insurance companies.

You will receive professional care. Expert physical therapists and athletic trainers are available and will provide the care you need.

Convenient on-campus location!

For UMR:

All deductibles and coinsurance are waived for employees and covered dependents with CPHP. The deductible applies for physical therapy claims for members of the AHDHP and EHDHP plans.

For Appointments:

On-campus location: Cramer Hall, Room 215 Call for an appointment: 414-288-1400

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DENTAL PLAN Marquette offers a comprehensive dental plan administered by Delta Dental. Benefits include two dental exams per calendar year covered at 100%. The Marquette University School of Dentistry as well as the Marquette University Faculty Practice offer enhanced benefits to employees. When you need dental services, you have a variety of providers from which to choose:

•

Delta Dental PPO Dentists have signed a contract with Delta Dental, agreeing to accept reduced fees for the dental procedures they provide. This reduces your out-of-pocket costs, and because these dentists have agreed to set fees, they receive payment directly from Delta Dental.

•

Delta Dental Premier Dentists are contracted to accept direct payment from Delta Dental. They have also agreed not to charge you any amount that exceeds the agreed-upon amount aside from deductibles, co-payments and fees for procedures not covered.

•

Marquette University School of Dentistry is committed to providing quality dental care while training the next generation of dental health care providers. Our dental school is a state-of-theart educational facility where the faculty and dental students can provide the highest quality of comprehensive dental care at affordable prices to the community.

The Dental Plan Includes:

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•

Evidence-based Integrated Care Plan (EBICP): This program provides additional benefits for persons with medical conditions that have oral health implications. Learn more at: deltadentalwi.com/your-health/medical-conditions.

•

Check-up Plus: You can obtain diagnostic and preventive services without the costs of those services applying to your individual annual maximum.

DENTAL PLAN BENEFITS COMPARISON Individual Annual Maximum Deductible Per Person Per Family (two or more family members)

Delta Premier or PPO Dentist $2,500

Marquette Dental School – Faculty $2,500

Marquette Dental School – Student $2,500

$50 $150

$0 $0

$0 $0

100% 100% 100% 100% 100% 100%

100% 100% 100% 100% 100% 100%

100% 100% 100% 100% 100% 100%

100%

100%

100%

No

No

No

80% 80% 80% 80% 80% 50% 50% 50% Yes

90% 90% 90% 90% 90% 80% 80% 80% No

100% 100% 100% 100% 100% 100% 100% 100% No

Diagnostic and Preventive Services Exams Cleanings Fluoride Treatments X-rays Space Maintainers Sealants Emergency Treatment to Relieve Pain Deductible Applies?

Basic and Major Services Fillings Endodontics Periodontics Extractions Occlusal Guards Crowns, Inlays, Onlays Bridges and Dentures Implants Deductible Applies?

Orthodontic Services 50%

60%

100%

$2,500

$2,500

$2,500

Children Eligible to Age

19

19

19

Full-Time Students Eligible to Age

25

25

25

Adult Ortho

Yes

Yes

Yes

Deductible Applies?

No

No

No

Plan Coinsurance Individual Lifetime Maximum

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VISION PLAN Marquette offers a stand-alone vision plan administered by Vision Service Plan (VSP). One routine eye exam is covered at 100% every calendar year.

Thorough eye exams are essential not just for detecting vision problems, but also as an important preventive measure for maintaining overall health and wellness. And your VSP coverage is designed to protect and enhance your eyesight — your most important sense. In fact, a thorough eye exam can detect a number of serious medical conditions, such as glaucoma, cataracts and diabetes. Caring for your eyes should always be a part of your regular health care routine.

BENEFITS COMPARISON Vision Exam

VSP Provider

Other Providers

Frequency

Covered in Full

Covered up to $44

Once each Plan Year

Covered in Full Covered in Full Covered in Full Covered in Full after $40 Co-pay

Covered up to $32 Covered up to $48 Covered up to $64

Once each Plan Year Once each Plan Year Once each Plan Year

Covered up to $48

Once each Plan Year

Covered in Full

Not Covered

Once each Plan Year

Covered in Full up to $225 (featured brands) or $175 (other brands)

Covered up to $38.25

Once Every Other Plan Year

Covered in Full up to $175

Covered up to $100

Once each Plan Year

Up to $20 Co-pay

Not Covered

Once each Plan Year

Covered in Full

Not Covered

As Needed

Prescription Glasses Single Vision Lenses Lined Bifocal Lenses Lined Trifocal Lenses Progressive Lenses Polycarbonate Lenses for Dependent Children Frames

Contact Lens Care (instead of glasses) Contacts Contact Lens Exam (fitting and evaluation)

Primary Eye Care Treatment and Diagnosis of Eye Conditions

Extra Discounts and Savings Glasses and Sunglasses

Retinal Screening Laser Vision Correction

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$0 co-pay for a second pair of lenses 20% savings on additional glasses and sunglasses, including lens enhancements, from any VSP provider within 12 months of your last Vision Exam $0 co-pay on annual routine retinal screening as an enhancement to a Vision Exam Average 15% off regular price or 5% off promotional price; discounts only available from contracted facilities

FLEXIBLE SPENDING ACCOUNTS Health Care FSAs

Health Care FSAs are funded through voluntary payroll deductions to help you pay for eligible health care expenses (not reimbursed by other sources) on a pre-tax basis. This means that no employment or federal income taxes are deducted from these contributions. You can use an FSA to pay qualified medical expenses even if you haven’t yet placed the funds in the account. The FSA is “use-it-or-lose-it” and means that amounts in the account at the end of the plan year can’t be carried over to the next year. However, the Marquette University FSA has a 2½ month grace period. This means you have until March 15 of the next calendar year to incur claims and file claims for reimbursement.

Eligible expenses for health care include amounts paid for the diagnosis, cure, treatment, or prevention of disease and for treatments affecting any part/function of the body. Expenses must be primarily to alleviate or prevent a physical or mental defect or illness. Expenses solely for cosmetic reasons or to benefit one’s general health are not eligible (e.g., vitamins, spas, etc.). See more information on page 17 or review the IRS Publication 969, Health Savings Accounts and Other Tax Qualified Health Plans (irs.gov) for more details.

Limited Purpose Health Care FSAs

Eligible expenses include out-of-pocket costs for eligible dental and vision expenses only.

Dependent Care FSAs

Similarly, Dependent Care FSAs are funded through voluntary payroll deductions to help you pay for dependent care expenses on a pre-tax basis. No employment or federal income taxes are deducted from these contributions.

Unlike the Health Care FSA, dependent care expenses are reimbursed only up to the amount in the account at the time of the claim. The FSA is “use-it-or-lose-it” and means that amounts in the account at the end of the plan year can’t be carried over to the next year. However, the Marquette University FSA has a 2½ month grace period. This means you have until March 15 of the next calendar year to incur claims and file claims for reimbursement.

Expenses you incur for qualified day care services for your child under 13, which allow you (and your spouse, if applicable) to work, go to school full time or to look for employment are eligible. If you are caring for an elderly parent who is your tax dependent, expenses for their care during your workday or school day are also eligible.

See more information on page 17 or review the IRS Publication 503, Child and Dependent Care Expenses (irs.gov) for more details.

Reimbursement Process

For the Health Care FSAs, the annual amount you elect to fund is available at the start of the plan year. You can request reimbursement for out-of-pocket expenses during the plan year even though you haven’t funded the entire amount. However, payroll deductions will continue throughout the year.

For Dependent Care FSA expenses, only the amount you funded at the time you file a claim will be reimbursed to you. You will be reimbursed for any pending expenses once more contributions are made to your account.

Making Changes

For the Health Care FSAs, you can make a change due to a qualifying event or during the annual open enrollment period.

For the Dependent Care FSA, you can make a change when you change day care providers, your child turns 13 or the cost of qualified day care expenses changes significantly.

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HEALTH SAVINGS ACCOUNTS Health Savings Account (HSA)

A Health Savings Account (HSA) is a tax-exempt account you set up with a qualified HSA trustee to pay or reimburse certain medical expenses you incur. These accounts are funded through voluntary payroll deductions on a pre-tax basis, so no employment or federal incomes taxes are deducted from these contributions. The interest on these contributions are tax-free. Distributions may be tax free if you use the contributions to pay for qualified medical expenses. An HSA is portable; it stays with you if you change employers or leave the workforce.

Eligible Expenses for the HSA

Eligible expenses include out-of-pocket health care expenses not reimbursed by other sources including deductibles, co-payments, and coinsurance.

Once you are enrolled in Medicare, you can no longer contribute to an HSA, but in addition to the expenses listed above, you can use your HSA funds to pay for Medicare Parts B and D, Medicare Advantage Plans and some Medicare supplement plans. See more information on page 17 or review Publication 969, Health Savings Accounts and Other Tax Qualified Health Plans (irs.gov) for more details.

Documentation

The IRS requires documentation to ensure the expense meets the criteria of the pre-tax account. Generally, a copy of the Explanation of Benefits (EOB) from the carrier includes all the information required: date and amount of the expenses; your liability; the provider’s name, etc. Oftentimes, the provider’s itemized billing statement shows all the required information as well. A “balance due” statement is not sufficient.

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FSAs & HSAs AT A GLANCE Flexible Spending Accounts (FSAs) & Health Savings Accounts (HSAs) at a Glance Provisions

Plan Eligibility

Annual Limits

Enrolled in the CPHP Medical Plan or nonhigh-deductible plan outside Marquette.

$2,750

Limited Purpose Health Care FSA Enrolled in AHDHP or EHDHP only.

Dependent Care FSA Allows you to set aside pre-tax dollars to pay for dependent care expenses.

$2,750

$5,000 (per household)

N/A

N/A

Health Savings Account (HSA) Enrolled in AHDHP or EHDHP only.

$3,600 (Single) $7,200 (Covering more than one person) $1,000 additional catch-up contribution for members age 55+

Marquette University Contributions

Earned through Wellness Program

Eligible Expenses

Eligible out-ofpocket medical, prescription drug, dental and vision expenses such as deductibles, co-pays and coinsurance

Eligible out-of-pocket dental and vision expenses such as deductibles, co-pays and coinsurance

Eligible day care expenses for a dependent child under 13 or for an elderly parent who you claim as a tax dependent

Eligible out-ofpocket medical, prescription drug, dental and vision expenses such as deductibles, co-pays and coinsurance

Limitations

Use-it-or-lose-it rule; claims must be incurred and filed by plan year-end.

Marquette allows a grace period to March 15 of the following year to incur and file claims.

Use-it-or-lose-it rule; claims must be incurred and filed by plan year-end.

Marquette allows a grace period to March 15 of the following year to incur and file claims.

Use-it-or-lose-it rule; claims must be incurred and filed by plan year-end.

Marquette allows a grace period to March 15 of the following year to incur and file claims.

Contributions roll over from one year to the next. Must be in a high-deductible health plan; cannot be someone else’s tax dependent or enrolled in Medicare.

Pre-tax Payroll Contributions

Pre-tax Payroll Contributions

Pre-tax Payroll Contributions

Pre-tax Payroll Contributions

Contributions

Taxability

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Health Care FSA

Reimbursements are not taxable for eligible expenses.

Reimbursements are not taxable for eligible expenses.

Reimbursements are not taxable for eligible expenses.

Earned through Wellness Program

Reimbursements are not taxable for eligible expenses; 20% tax for non-eligible reimbursements.

NOTE: If you are enrolling in the AHDHP or EHDHP and you have a balance in a Health Care FSA, you (and Marquette) are not able to contribute funds to your HSA until the end of the FSA runout period.

WELLNESS PROGRAM Wellness Program

Marquette University is committed to providing a well workplace with programs and resources to guide you in maintaining your good health.

In doing so, Marquette partnered with Virgin Pulse to provide an online wellness program that allows you to track your activity, sleep patterns, calorie intake and more. Data from a number of trackers (e.g., Fitbit, MaxBuzz, etc.) can be uploaded to the Virgin Pulse website. In fact, the university will supply a free MaxBuzz tracker to you and your spouse (if applicable) to encourage your participation.

Employees and their spouses have the opportunity to earn points between January 1, 2021, and September 30, 2021, to qualify for wellness rewards to be applied in January 2022. Entries can be earned for quarterly drawings for Pulse Cash to use in the Virgin Pulse Store, purchase a gift card, or donate to charity. Employees and spouses enrolled in a Marquette-sponsored medical plan are able to earn up to $125 each for an FSA contribution or up to $250 each for an HSA contribution, depending on which medical plan you select in 2022.

Employees who do not enroll in a Marquette medical plan can participate in the Wellness Program. However, they are not eligible for FSA/HSA contributions.

2021 Wellness Rewards Raffle Entries and FSA/HSA Contributions The more active you are, the more you earn. The real reward, however, is your good health!

CPHP Plan

18

AHDHP & EHDHP Plans

All Plans

Employee Only FSA Contribution

EE+Spouse, EE+Child(ren) or Family FSA Contribution

Employee Only HSA Contribution

EE+Spouse, EE+Child(ren) or Family HSA Contribution

Raffle Entries

Level 1 3,000

$37.50

$75.00

$75.00

$150.00

1 Entry

Level 2 15,000

$75.00

$150.00

$150.00

$300.00

3 Entries

Level 3 30,000

$125.00

$250.00

$250.00

$500.00

5 Entries

Level 4 45,000

$125.00

$250.00

$250.00

$500.00

10 Entries

Annual Maximum

$125.00

$250.00

$250.00

$500.00

EMPLOYEE ASSISTANCE PROGRAM (EAP) Employee Assistance Program

The university provides a confidential, independent Employee Assistance Program (EAP) through Advocate Aurora. These services offer assistance with counseling, work-life issues, and resource identification. The EAP services are available upon hire to all employees and members of their household. The EAP offers up to six free sessions per situation or episode with a master’s-level counselor with whom employees can talk about their emotional, stress-related, relationship or family concerns in person or over the phone.

Help for Personal Challenges, Big and Small

You may reach the EAP by calling 800-236-3231.

Counselors are available 24/7.

Life is filled with change and uncertainty. The responsibilities and demands on our time can be overwhelming. It happens to all of us. Calling the Advocate Aurora EAP can be the first step toward taking charge of a situation that is affecting your health and well-being. The EAP is available to employees and those residing in your household.

Call for assistance with: • Relationship Issues/Divorce • Workplace Concerns • Anxiety & Depression • Alcohol or Drug Abuse • Parent/Child Problems • Financial Pressures • Legal Consultation • Difficulty with School/Peers • Elder Care/Child Care • Balancing Work & Family • Locating Resources

Help Is Easy to Access

Advocate Aurora EAP is a free, confidential benefit.

If assistance is needed beyond the scope of the EAP, you will be referred to appropriate resources.

Your privacy is protected in accordance with both federal and state laws regarding mental health and medical treatment records.

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VOLUNTARY BENEFITS Marquette offers many voluntary benefits for employees through MetLife, MetLaw – Hyatt Legal and Northwestern Mutual. If you did not sign up for Optional Life and Long-Term Disability when you were originally eligible (e.g., upon hire or as part of the prior annual enrollment), you will need to provide evidence of insurability in order to obtain coverage.

Hospital Indemnity

This benefit is offered through MetLife. It typically pays you, if policy and certificate requirements are met, a flat amount upon your hospital admission and a daily amount for each day of your hospital stay. It also provides payment to you if you’re admitted to or must stay in an intensive care unit (ICU). Premiums are paid through payroll deduction.

Hospital Indemnity – Low Plan Type

Monthly (12)

Employee Only

$18.40

Employee+Spouse

$43.90

Employee+Child(ren) Family

$33.80 $59.30

Hospital Indemnity – High Plan Type

Monthly (12)

Employee Only

$28.70

Employee+Spouse

$70.80

Employee+Child(ren) Family

$52.20 $94.30

Critical Illness

This benefit is offered through MetLife. Upon diagnosis, it provides you with a lump-sum payment of $15,000 or $30,000 in initial benefits, with a total benefit amount of three times (3x) the initial benefit amount ($45,000 or $90,000) if you or a loved one experience more than one covered condition. Premiums are paid through payroll deduction.

Critical Illness – Monthly Premium for $1,000 of Coverage Employee Only

Employee + Spouse

Employee + Child(ren)

<25

$0.40

$0.90

$0.90

Employee + Spouse / Children $1.40

25-29

$0.50

$0.90

$0.90

$1.40

30-34

$0.60

$1.20

$1.10

$1.60

35-39

$0.70

$1.50

$1.20

$2.00

40-44

$1.10

$2.20

$1.60

$2.70

45-49

$1.50

$3.10

$2.00

$3.60

50-54

$2.10

$4.40

$2.60

$4.90

55-59

$2.90

$6.10

$3.40

$6.60

60-64

$4.10

$8.50

$4.60

$9.00

65-69

$5.90

$12.30

$6.40

$12.80

70+

$8.50

$17.50

$9.00

$18.00

Attained Age

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VOLUNTARY BENEFITS Optional Life

Marquette University employees can purchase additional life insurance in the amount of an additional one, two, or three times your salary. As a voluntary benefit, optional coverage is paid fully by the employee.

The schedule of benefits and underwriting requirements will remain the same as basic life.

Long-term Disability Benefit

When an employee becomes totally disabled due to sickness and/or injury and beginning after 180 days of continued disability, the covered employee can receive a benefit up to 65% of his/her basic monthly salary to a maximum of $12,000. Northwestern Mutual administers this benefit and processes claims for long-term disability, as well as approving or denying coverage.

Long-term Disability Benefit Coverage Evidence of Insurability

Required for late application (after 30 calendar days of your date of hire/change in status).

Beginning Date

181st day of disability in the first 365 days after the date you become disabled.

Maximum Benefit

65% of your predisability earnings, not to exceed a monthly amount of $12,000.

Calculate Your Premium

To calculate your premium, go to the Marquette Benefits website, www.marquette.edu/hr/employeebenefits. Click on the “Current Employees” tab, “Long-term Disability” and the LTD Calculator is just below the “Cost of Premium” where you will need to enter your annual salary.

Cost of Premium

The university contributes 50% of the total monthly premium with the employee paying the other 50%.

Premiums are based on salary and are deducted on an after-tax monthly/biweekly payroll deduction basis.

Protection When You Travel

This benefit is offered through MetLife and is included with the Basic Life and AD&D coverage. Pack your travel assistance ID card and leave travel worries at home. This service offers you and your dependents medical, travel, legal, financial and concierge services, 24 hours a day, 365 days a year, while traveling internationally or domestically. With one quick toll-free phone call to the alarm center, you will receive assistance in obtaining the help you need through more than 600,000 prequalified providers worldwide.

MetLaw Legal Plan

MetLaw—Hyatt Legal Services is a voluntary group legal plan that provides employees with convenient, professional legal counsel for a variety of legal matters. During phone or office consultations, the attorney will review the law, discuss your rights and responsibilities, explore your options, and recommend a course of action.

Participation is required for the full calendar year. More than 11,000 attorneys participate nationwide and the attorneys have an average of 23 years of experience. The after-tax premiums are a flat fee of $21.00 per month via payroll deduction.

21

COMMON HEALTH INSURANCE TERMS TO KNOW Annual Enrollment

The only time during the year when you may modify your benefit elections, unless you have a qualifying life event. This occurs each fall and all changes are effective January 1.

Deductible

Amount you typically must pay for health care services in a calendar year before the plan will cover any costs. The deductible runs on a January 1 â&#x2C6;&#x2019; December 31 basis.

Coinsurance

The amount you are required to pay for services after a deductible has been met. Coinsurance is usually shown as a percentage and is your share of health care costs.

Out-of-pocket Maximum

The maximum amount you are responsible to pay in a calendar year due to the application of deductibles and coinsurance.

Preventive Care

You and your covered dependents are eligible for important preventive services that can help you avoid illness and improve your health at no additional cost to you. Some examples of preventive care include Wellness Check-ups, routine screenings and standard immunizations. See your planâ&#x20AC;&#x2122;s summary plan description for more information.

Flexible Spending Account (FSA)

An FSA allows you to use pre-tax dollars to pay for eligible expenses, including medical, prescription drug, dental, and vision expenses. You must use all of the money in your account before the plan year ends; otherwise, it will be forfeited.

Marquette University allows a grace period to March 15 of the following year to incur and file claims.

Health Savings Account (HSA)

An HSA allows you to save for current and future health expenses with pre-tax dollars. Your HSA is portable, which means you can take it with you even if you leave or retire from Marquette University. You can use your HSA funds to cover qualified expenses not covered by the health plan, including medical, prescription drug, dental, and vision expenses.

Preauthorization

Needed for procedures that might be unique or out of the norm, such as an MRI or brain scan. There may be a penalty if you do not get a preauthorization. If you are unsure if you need a preauthorization, call UMR directly.

Qualifying Life Event

Includes marriage, divorce, birth/adoption of a child, spousal loss of insurance coverage, etc. These are life events that allow you to add or drop a dependent to your current plan, waive coverage, or newly enroll if you are no longer covered under your spouse as long as you do so within 30 days of the life event. See more details on page 5.

Generic Drug

A drug product that is comparable to a brand-name drug in dosage form, strength, route of administration, quality and performance characteristics, and intended use.

Preferred Drug

These are drugs for which generic equivalents are not available. They have been in the market for a long time and are widely accepted. They typically cost more than generics, but less than non-preferred brand-name drugs.

Non-preferred Drug

A drug product that is not included in the list of preferred medications that a committee of pharmacists and doctors deems to be the safest, most effective and most economical.

Specialty Drug

High-cost prescription medications used to treat complex, chronic conditions like cancer, rheumatoid arthritis and multiple sclerosis.

22

ADMINISTRATOR CONTACT INFORMATION Plan Medical

(Network: UnitedHealthcare Choice Plus)

Prescription Drugs

(Network: Navitus Select)

Contact Information

UMR

umr.com 800-207-3172

Navitus

navitus.com 866-333-2757

Specialty Prescription Drugs

Postal Prescription Service Lumicera

Dental

Delta Dental

deltadentalwi.com 800-236-3713

Vision

VSP

vsp.com 800-877-7195

Virgin Pulse

app.member.virginpulse.com/ welcome.html 888-671-9395

Flexible Spending Accounts (FSAs): Health Care & Dependent Care

Discovery Benefits

DiscoveryBenefits.com customerservice@discoverybenefits.com 866-451-3399

Health Savings Accounts (HSAs)

Discovery Benefits

DiscoveryBenefits.com customerservice@discoverybenefits.com 866-451-3399

Employee Assistance Program (EAP)

Advocate Aurora

aurora.org/eap 800-236-3231 Toll-Free 24/7 Access

FMLA Short-term Disability

Leave Solutions

chesny@leavesolutions.com 262-345-2094

Long-term Disability

Northwestern Mutual

scott.schwertfeger@nm.com 414-368-1674

MetLife

1-800-438-6388

MetLaw Hyatt Legal Services

legalplans.com Enter access code GETLAW 1-800-821-6400 tiaa-cref.org/marquette 1-800-842-2252

Mail Order Prescription Drugs

Wellness Vendor

Critical Illness & Hospital Indemnity Legal Services Retirement Plan 403(b) Human Resources 23

Administrator

TIAA Human Resources

ppsrx.com 800-552-6694 855-847-3553

humanresources@marquette.edu 414-288-7305

ABOUT THIS GUIDE This guide describes the benefit plans available to you as an employee of Marquette University. The details of these plans are contained in the official plan documents, including some insurance contracts. This guide is meant only to cover the major points of each plan. It does not contain all of the details that are included in your Summary Plan Description (SPD) (as described by the Employee Retirement Income Security Act).

If there is ever a question about one of these plans, or if there is a conflict between the information in this guide and the formal language of the plan documents, the formal wording in the plan documents will govern.

Please note that the benefits described in this guide may be changed at any time and do not represent a contractual obligation on the part of Marquette University.

Have a question about one of your benefits? Keep this guide handy for a quick reference for all your benefit needs. If you still have questions, please contact the Marquette University Human Resources Department at (414) 288-7305.