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C O M M U N I C AT E W I T H D I R E C T I O N

Employee & Benefits Communication Sample of Work Open Enrollment Benefits Campaigns 401(k) Communications Total Compensation Benefit Value Wellness Campaigns


WESTC

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C O M M U N I C AT E W I T H D I R E C T I O N

Open Enrollment Decision Guide ‘Not Sure Which Way to Go?’ Open Enrollment Guides (Select Pages) Health Plan Decision: Choosing the Right Plan Use the Plan to Your Advantage Post Enrollment Communications HDHP/HSA Communciations Frequently Asked Questions


Decision Guide Flyer In 2018, KAR Auction Services dropped its PPO plan and began offering three HDHPs. This mailer explaining the new plan choices was sent prior to open enrollment to all employees who were enrolled in the PPO plan in 2017. It was accompanied by a detailed decision guide designed to help employees choose the right health plan to replace their more traditional PPO.

Important Changes To Your HealthChoice PPO Plan Throughout 2017, you have been covered by KAR’s HealthChoice PPO Plan. To keep costs down while still providing robust coverage and choices for all of our employees, we will be eliminating this plan in 2018. Effective January 1, 2018, you and your family will have three medical plan options to choose from. The enclosed Decision Guide is designed to help you decide which plan is best for you. If you do not select a new plan during open enrollment November 17 to December 1, you will automatically be enrolled in HealthChoice K. Please make a proactive election in either Workday or by calling Univers at 1-855-874-0435.

HealthChoice K

HealthChoice A

HealthChoice R

HealthChoice K is best for individuals who would rather pay more now through bi-weekly premiums and pay less when you need health care attention.

HealthChoice A may be better if you have moderate medical expenses and/ or prescription drug costs. You may prefer to pay a little less out of your paycheck in bi-weekly premiums and contribute to an HSA to save for any unexpected expenses.

HealthChoice R is a good option if you anticipate having minimal health care expenses. You can contribute more each month to your HSA instead of paying higher bi-weekly premiums for coverage you do not use.

 HSA Account

 HSA Account

 HSA Account

 HSA KAR Contribution, $400 single/ $800 family

 HSA KAR Contribution, $400 single/ $800 family

 HSA KAR Contribution, $400 single/ $800 family

 100% Preventive Care Coverage

 100% Preventive Care Coverage

 100% Preventive Care Coverage

HealthChoice Plan Options: are offered through Anthem Blue Cross Blue Shield, which means you will have access to the same network of doctors you do now. include the same covered services. include in-network preventive care that is covered at 100%.

Supplemental Benefits To help offset potential out-of-pocket expenses, you may choose to enroll in supplemental insurance from Aflac. A variety of levels and types of coverage are available that can further offset medical expenses. For more information on the supplmental plans and other voluntary benefits available through KAR, please call Univers at 1-855-874-0435, Monday through Friday, 9 a.m. to 8 p.m. EST.

The Health Savings Account The HealthChoice plans are all paired with a Health Savings Account (HSA). The HSA is a tax-advantaged account that you may use throughout the year to pay for eligible health care expenses. This account is meant to help you pay for your out-ofpocket costs. More information about HSAs can be found in the 2018 Benefits Guide and the enclosed 2018 Benefits Decision Booklet.


Enroll Oct. 30 - Nov. 13

Not Sure Which Way to Go? Mailer

Almost time to choose 2018 benefits!

For Community Health Network, Westcomm produces a mailer each year to announce based on their usual medical expenses. In 2017, we also included brief messaging abo PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

• Silver Medical Plan with a Health Savings Account (HSA) • Gold Medical Plan with a Health Reimbursement Account (HRA)

NOT SURE WHICH WAY TO GO?

Silver

NOT SURE WHICH WAY TO GO?

During benefits enrollment, you have the opportunity to enroll in several benefits, including our health plans. With two great options, you just need to choose which one is best for you!

Gold

Gold

During benefits enrollment, you have the opportunity to enroll in several benefits, including our health plans. With two great options, you just need to choose which one is best for you!

Silver

• Silver Medical Plan with a Health Savings Account (HSA) • Gold Medical Plan with a Health Reimbursement Account (HRA)

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

Almost time to choose 2018 benefits!

Enroll Oct. 30 - Nov. 13

Choosing which benefit plans are right for you is important.

Choosing which benefit plans are right for you is important.


e dates for open enrollment and provide tips on which plans employees may choose out premium increases as compared to the national average.

Open enrollment is the time to review ALL of your benefit options. For example, in 2017, you chose the Gold Medical Plan. Was this health plan the right choice for you? More importantly, is it the right choice for 2018? Consider these questions as you evaluate your healthcare needs and which plan is best for you: • How often do you visit a doctor or seek treatment? • How many prescriptions do you fill a year? • Did you meet your deductible? • How much did your plan cost (look at paystub)? • Did you use the HRA funds provided by Community? • Will your anticipated expenses be more or less than this year?

Need help answering these questions? Our new HR Portal includes details about the medical plans, videos and other reference materials. Visit the ProHealth Member Services Portal (ecommunity.com/ prohealth) to view prior claim data, including prescriptions. You can also link to Discovery Benefits to view HRA and FSA balances.

How much did you have in claims? If you had less than $500, then the Silver Plan may be a more affordable plan for you.

Are you taking advantage of your HRA? Community contributes money to your HRA to help you pay for Tier 1 expenses.

• What healthcare expenses do you anticipate in 2018?

27%

35

%

Gold Plan participants used < $500 in medical services

Medical Plan Premium Increase Remains Below National Average Community pays the majority of the cost of your benefits and at a level above the national average.

Gold Plan participants using Tier 1 haven’t used HRA dollars.

* National average by percentage

Premium increase for you at Community

Premium increase for employees at other companies*


Open Enrollment Guide (select pages)

Westcomm-produced Benefit Guides are custom designed to meet our customersâ&#x20AC;&#x2122; brand strive to simplify the content as much as possible and enhance the look and readability of

2018 Enrollment Guide

Enroll Oct. 30 to Nov. 13, 2017. See pages 18-19 for details. For Employees of Community Hospital Anderson


standards and provide comprehensive information about annual benefit offerings. We f each guide by utilizing white space, bright colors, and graphic elements.

2 2018 Enrollment Guide

COMPREHENSIVE, AFFORDABLE, FULL OF CHOICES At Community, our employees are our most valuable asset. That’s why we’ve developed a flexible benefits package and are implementing new resources to help improve employee health.

What to Know about 2018 Benefits:

• Medical plans have no changes. The Community HSA/HRA contribution, deductibles, coinsurance

percentages, copays (where applicable) and out-of-pocket maximums are all the same as last year.

• Medical plan premiums will increase slightly. On average, Community pays more than 80 percent

of your premium, which is more than other healthcare organizations and at a level above the national average.

• New resources added to help with nicotine cessation efforts. See more details below. • The Castlight system will no longer be available after Dec. 31, 2017. See page 10 for online

resources to help you with your decision-making process.

• Express Scripts is the new the pharmacy benefits manager starting Jan. 1, 2018.

While there will be very few changes to the Rx formularies, it’s a good idea to check the Rx tier before having a prescription filled.

Let’s Get Healthier Indiana continues to rank at the bottom of national health rankings. America’s Health Ranking Annual Report ranks Indiana 44th in the U.S. for the number of adult smokers, with nearly 23 percent of Hoosiers indicating they smoke.

Easy Benefits Enrollment You can access the benefits enrollment site beginning Oct. 30. We continue to make benefits enrollment easy and convenient with our online enrollment system. Remember: If you want a healthcare or dependent care FSA, or to participate in PTO Sell, you must enroll every year.

At Community, we want to help our employees improve their overall health. To support employee efforts to become nicotine free, we are providing the following—free of charge—to employees: • Nicotine cessation program • Nicotine replacement therapy (if covered by a Community medical plan) In addition, our wellness screenings will now test for nicotine use. Those who are nicotine free will receive an additional 100 wellness incentive points. In 2019, Community will be introducing two-tier medical premiums—a lower premium for non-nicotine users and a higher premium for nicotine users. If you are engaged in a nicotine cessation program or therapy, you will qualify for the lower rate. We hope all of these efforts will help employees who want to live a healthier life! We will be sending additional information about these new resources after the first of the year.


Open Enrollment Guide (select pages, conti

SILVER PLAN

GOLD PLAN

How the Plans Work with their funding accounts

with HSA

with HRA

Community contributes to your HSA.

Visit your provider (any tier).

Community contributes to your HRA.

Tier 1

Visit your provider (Tier 1 only).

Tier 1,2,3

You pay copay at time of service. Provider submits claim to insurance.

Provider submits claim to insurance. Negotiated rate applied to services and plan pays provider.

Negotiated rate applied to services and provider invoices you.

If you have signed up for automatic reimbursement and you have funds in your HRA, the plan pays the provider for your expenses. You will need to submit an HRA claim online to be reimbursed for any copays (Tier 1 only).

You pay bill with HSA debit card or another method (any tier).

Deductible

Once you meet your deductible, coinsurance starts. For Tier 1, you pay 30 percent and the plan pays 70 percent for covered services.

Out-of-pocket maximum

Once you meet your deductible, coinsurance starts. For Tier 1, you pay 20 percent and the plan pays 80 percent for covered services.

Deductible Out-of-pocket maximum

Once out-of-pocket maximum is reached, the plan pays 100 percent for covered services. Any unused HSA dollars roll over to the next year. End of Year

Once out-of-pocket maximum is reached, the plan pays 100 percent for covered services. Any unused HRA dollars are forfeited at the end of the year.


inued) 2018 Enrollment Guide

The Difference Between a Health Savings Account (HSA) and a Health Reimbursement Account (HRA) Silver Plan

Gold Plan

$1,000/$2,000

$750/$1,500

Yes

No

Per pay period

Annually

You

Community

HSA and funds belong to you

HRA funds revert back to Community

Unused funds roll over at end of year

Yes

No

Provider network tier where the account funds can be used

1,2,3

1 only

Debit card

Yes

No

Limited Purpose FSA (dental and vision only)

Traditional FSA (medical, prescription, dental and vision)

with

Community contribution amount single/family* coverage Employee can contribute Community contribution frequency Who owns the account No longer working at Community

Type of flexible spending account (FSA) you can have

HSA

with

HRA

* “Family” is defined as Employee + Spouse/Partner, Employee + Children or Family.

Community-Funded Accounts Help Pay for Medical Expenses Each medical plan comes with a funding account that helps you set aside money to pay for eligible expenses. Community deposits money in your HSA (Silver) or HRA (Gold) to help you with the cost of your medical bills.

SILVER—SINGLE

$2,000

Deductible

GOLD—SINGLE

$1,000*

Community Contribution to HSA

$1,000

Your Portion

SILVER—FAMILY

$4,000

Deductible

$1,500

Deductible

$750

Community Contribution to HRA

$750

Your Portion

GOLD—FAMILY

$2,000 *

Community Contribution to HSA

$2,000

Your Portion

* Community contributions are deposited each pay period and prorated for new hires.

$3,000

Deductible

$1,500

Community Contribution to HRA

$1,500

Your Portion

7


Health Plan Decision: Choosing the Right M

When KAR Auction Services dropped their PPO plan in favor of three HDHPs, Westcom options. The guide included overviews of the plans, scenarios specific to each plan, an

HEALTH PLAN DECISION BOOKLET 2018 Choosing the Right Medical Plan

Si le gustaría recibir una copia de esta guía en español, por favor comuníquese con su representante de RH o llame al Equipo de Beneficios al 888-435-7147, Opción 1.


Medical Plan Booklet

mm produced a decision guide that walked employees through their medical plan nd a worksheet to help employees calculate potential costs.

The HealthChoice Plans at a Glance HealthChoice Plan K

HealthChoice Plan A

HealthChoice Plan R

Bi-Weekly Premium

$$$

$$

$

Annual Deductible

$

$$

$$$

Annual Out-of-Pocket Maximum

$

$$

$$$

$400 single/$800 family

$400 single/$800 family

$400 single/$800 family

You would rather pay more now through bi-weekly premiums in exchange for a lower deductible during the year. This plan is eligible for HSA contributions throughout the year.

You have moderate medical expenses and/ or prescription drug costs. You may prefer to pay a little less out of your paycheck in bi-weekly premiums and contribute to an HSA to save for any unexpected expenses.

You anticipate having minimal health care expenses. You can contribute more each month to your HSA instead of paying higher bi-weekly premiums for coverage you do not use.

Annual HSA Contribution from KAR

Why People Choose This Plan

3


Health Plan Decision: Choosing the Right M

Choosing the Right Plan for You Examples to Help You Choose the Right Plan To help determine how the new HealthChoice plans work, please review the following examples. They show you how each plan works by comparing different levels of health care needs and the costs under each plan.

Meet Scott Scott is young and in good health and typically has low health care costs. His wife receives coverage through her employer so, he has chosen employee-only coverage. Under all of the KAR-sponsored medical plans, Scott’s preventive care is covered at 100% so, there is no cost to him for preventive services. Scott’s costs for the year for a visit to the doctor, a prescription, an urgent care visit, and an outpatient surgery was $2,928 before insurance covered anything.

Actual cost compared to potential cost by medical plan $6,452 Total Potential Expense

Medical & Pharmacy Services Doctor Visits 1 Primary Care Visit

$5,109

(Premium and out-of-pocket maximum minus KAR’s HSA contribution.)

$5,042

Pharmacy 1 Preferred Brand All Other Services 1 Urgent Care Visit 1 Outpatient Surgery

Actual Spent $3,395

K

(Includes cost for medical, pharmacy, and premium minus KAR’s HSA contributions.)

$3,470 $2,930

A

R

This chart compares Scott’s actual expenses to the total he could potentially pay under each plan if he were to incur additional medical expenses. On the following page, you can see how his expenses were calculated. K

10

A

R

Total Cost for Medical Services and Pharmacy before Insurance

$

2,928 $

2,928

$

2,928

Total Out-of-Pocket for Medical Services and Pharmacy after Insurance and KAR’s HSA Contribution

$

1,386 $

2,528

$

2,528

Annual Premium

$

2,009 $

Actual Spent for Services and Premium

$

3,395 $

942 $ 3,470

$

Contributing additional funds to his HSA and participating in the wellness program would have saved Scott even more money throughout the year because of the tax advantages offered with HSAs.

402 2,930


Medical Plan Booklet (select pages)

The Deductible â&#x20AC;&#x201C; A Closer Look at How It Works By Plan Each of the three HealthChoice plans has a different deductible and out-of-pocket maximum. It is important to understand not only the amount of your deductible and out-of-pocket maximum, but also how they are calculated. HealthChoice K has an aggregated deductible and an aggregated out-of-pocket maximum, which means that the entire family deductible must be met before any benefits can be received under the plan. The entire family out-of-pocket must also be met before eligible benefits are paid at 100%. The deductible and out-ofpocket amounts can be satisfied by a single family member or several different family members. HealthChoice A has an aggregated deductible and a non-aggregated out-of-pocket maximum. The entire family deductible must be met before any benefits can be received. For the out-of-pocket, no one individual within a family will be responsible for more than $7,350. HealthChoice R has a non-aggregated deductible and non-aggregated out-of-pocket maximum. This means no one family member will be responsible for more than the single deductible or out-of-pocket amount. HealthChoice K

HealthChoice A

HealthChoice R

Deductible Type

Aggregated

Aggregated

Non-Aggregated

Out-of-Pocket Maximum Type

Aggregated

Non-Aggregated

Non-Aggregated

In-Network

Out-ofNetwork

In-Network

Out-ofNetwork

In-Network

Out-ofNetwork

Deductible Amount Employee Only

$1,500

$3,000

$3,000

$5,000

$6,450

$12,900

Deductible Amount Family

$3,000

$6,000

$6,000

$10,000

$12,900

$25,800

In-Network

Out-ofNetwork

In-Network

Out-ofNetwork

In-Network

Out-ofNetwork

Out-of-Pocket Amount Employee Only

$3,500

$6,500

$4,500

$10,000

$6,450

$12,900

Out-of-Pocket Amount Family

$7,000

$13,000

$9,000*

$20,000

$12,900

$25,800

*HealthChoice A â&#x20AC;&#x201C; No single person within a family will be responsible for more than $7,350 of the out-of-pocket maximum.

Important Information About Your Prescription Drug Coverage Under each of the three HealthChoice plans for 2018, you will pay the entire cost of your prescription drugs until you meet your deductible. This means your prescription drug costs at the beginning of the year will likely be higher than your prescription drug costs in the past if you were on the previous HealthChoice PPO Plan in 2017. You may be able to save money by asking for generics or using a different pharmacy with a lower cost. Log on to www.anthem.com to learn more.

9


Use Your Plan To Your Advantage Newslette

For Community Health Network, Westcomm produces a mailer each year to announce based on their usual medical expenses. In 2017, we also included brief messaging abo

GOLD NE W SL E T T E R

Use the Gold Plan to Your Advantage For 2018, you chose the Gold Medical Plan with the Health Reimbursement Account (HRA). To minimize your out-of-pocket expenses, it’s important to understand how to get the most value out of the dollars Community contributes to your HRA. Tier 1 providers only: HRA dollars can only be used to reimburse expenses for Community or other Tier 1 providers. Fully funded January 1: Your HRA was fully funded in early January. Go to discoverybenefits.com to view your balance Use it or lose it: You can use your HRA to pay for services you have in 2018. Unused HRA funds are forfeited. Wellness incentive: If you participated in the wellness program in 2017 and earned enough points, Community will deposit a wellness incentive in your HRA in January.

BY THE NUMBERS

Gold Plan

Using Your HRA Using your HRA is easy. Here’s how it works:

1 When you need healthcare, you go to a

Tier 1 provider for service. 2 The provider files a claim with insurance. 3 Negotiated rate applied to services and plan pays provider. 4 If you have signed up for automatic reimbursement and you have funds in your HRA, the plan pays the provider for your expenses. You will need to submit an HRA claim online to be reimbursed for any copays. 5 You can check your HRA account balance and expenses at any time at discoverybenefits.com.

Single

Family*

In-Network Deductible

$1,500

$3,000

In-Network Out-of-Pocket Maximum

$5,700

$11,400

Coinsurance: Tier 1

20%

20%

Coinsurance: Tier 2

40%

40%

Coinsurance: Tier 3

60%

60%

Annual HRA Contribution by Community

$750

$1,500

Primary Care Physician Office Copay

$20

$20

Specialist Office Copay

$40

$40

Walgreens / MedCheck

$20

$20

Worksite Care Clinic

$0

$0

Urgent Care Copay: See ABC Book for how it is applied to deductible

*“Family” is defined as Employee + Spouse/Partner, Employee + Children or Family


er

e dates for open enrollment and provide tips on which plans employees to choose out premium increases as compared to the national average.

2

GOLD N E W SLE T T E R

YOUR BENEFITS To-Do List With the start of a new year, here are a few things to do to ensure your benefits and pay are in order: 1 Check your paystub to verify your address Make changes online on the HR Portal under my data.

2 File any 2017 HRA claims by March 31, 2018, to be reimbursed for 2017 services. Any funds remaining in your 2017 HRA after March 31, 2018, will be forfeited.

3 Use leftover 2017 FSA funds for qualified medical expenses BEFORE March 31,2018. Your 2017 FSA funds will be forfeited after that date. Also, if you receive questions regarding FSA documentation, you must respond quickly or risk the IRS imposing financial penalties. Form 1095-C

Last 2017 Pay Period Gives “Holiday” from Premiums You get a “holiday” from your benefit premiums for the last pay period of 2017. In 2017, there were 27 pay periods, instead of the normal 26. The last pay period was Dec. 18-31, with the pay date being on January 5, 2018. Because of the extra pay period, the Jan. 5 paycheck (covering the last two weeks of December) doesn’t include any benefit deductions for medical, dental or vision premiums. That means you get a break from those expenses—and more in your paycheck. Retirement contributions are deducted from that paycheck.

The Jan. 19 paycheck will be the first for work completed in 2018. It covers your work period from Jan. 1-14. This is the paycheck you should check to ensure your 2018 premium deductions are accurate.

If you need more information about the pay periods at the end of 2017 and the beginning of 2018, visit the HR Portal.

Watch your mailbox for Affordable Care Act (ACA) Form 1095. This is a required federal form that verifies your healthcare coverage. More information on Form 1095: https://www.irs.gov/ uac/About-Form-1095-C.


Post Enrollment Newsletters

Several Westcomm clients, including KAR Auction Services and Community Health Net newsletters remind them of important details about the current plans and tips on how segment newsletters by plan, sending more specific information in each plan. Below a

Your Benefits 2018

You’ve already signed up for benefits during open enrollment for 2018, so what’s next? This post-enrollment newsletter gives you important tips to getting the most out of your KAR benefits program. Please take the time to review this important information.

Don’t Overpay for Your Healthcare

We’ve all been there. You show up at a medical facility for a necessary medical procedure with little idea of how much you will be asked to pay when it’s over. You know you need the procedure so you proceed, and hope that it’s affordable. But, what if you could shop for that procedure in advance and compare prices among multiple facilities? It turns out that you can! 1

Log on to www.healthcarebluebook.com/cc/KAR

2

Search for your procedure

3

See the Fair Price and Quality Ratings

4

Select a Fair Price facility

5

Save money and earn rewards (when available)

For more information, call 800-341-0504 or visit healthcarebluebook.com/cc/KAR. Remember to ask your doctor to refer you to a Fair Price facility, and always check the network status before scheduling.

LiveHealth Online Provides Flexible Care Options While Saving You Money Using LiveHealth Online, you can see a board-certified doctor in a few minutes with no appointment. Doctors are available 24/7 to assess your condition, and if needed, they can send a prescription to your local pharmacy.1 Feel free to call when your doctor is not available or if you suspect that you have a common and treatable ailment such as pinkeye, a cold, the flu, fever, allergies, or a sinus infection. You can also use LiveHealth Online to schedule an appointment with a licensed therapist in four days or less.2 Your video visit can take place during the day or in the evening from your home or while you’re on the go. Call 844-784-8409 to get help with stress, anxiety, depression, grief, panic attacks, and more. To use LiveHealth Online, sign up at livehealthonline.com or download the mobile app. 1 Prescription availability is defined by physician judgment and state regulations. Visit the home page of livehealthonline.com to view the service map by state. 2 Appointments subject to availability of a therapist.

1

Costs: $49 for a doctor, $95 for a phychologist, $80 for a therapist.


twork, send newsletters to employees at the beginning of each plan year. These w to maximize their cost savings for each plan. These clients goes a step further and are several examples of Post Enrollment newsletters.

Getting the Most from Your HSA

A Health Savings Account, or HSA, is a tax-advantage account that you may use to pay for eligible healthcare expenses. All of the KAR-sponsored medical plans have an HSA, which is meant to help you pay for your out-of-pocket costs as you work toward meeting your deductible and out-of-pocket maximum. KAR has partnered with WageWorks to offer you an HSA. If you enrolled for the first time at the end of 2017, you should have received your welcome kit and debit card from WageWorks in December. (Remember: You must be enrolled in a KAR-sponsored health plan to have an HSA with WageWorks.) During the year, use your WageWorks debit card to pay for all eligible medical, prescription drug, dental and vision expenses. Any money left in your account rolls over to the next year. There is no use-it-or-lose-it rule!

Process for Using HSA

1.

2.

3.

You visit a doctor for an illness/injury. (Typically, you do not pay at time of services.)

Your doctor’s office submits your claim for payment to Anthem Blue Cross Blue Shield and Anthem Blue Cross Blue Shield applies network discounts.

You receive an Explanation of Benefits (EOB) from Anthem Blue Cross Blue Shield and a bill with the discounted rate from your doctor’s office.

4.

5.

Pay either from your HSA or out of your pocket.

To pay from your HSA: a) enter your WageWorks debit card number on the doctor’s bill or b) call your doctor’s office with your WageWorks HSA debit card number.

Maximizing Your HSA Dollars Remember, your HSA funds are pre-tax dollars, so it’s always good to use those dollars first. • Don’t have enough funds in your account to cover • a new bill? • Call your doctor and ask if you can make • payments. • Increase your bi-weekly contributions. (You can • • • • change your contribution any time in Workday.) • Make your payments using tax-free dollars via • • • • • your WageWorks debit card.

2


Post Enrollment Newsletters (continued)

Gold Plan

Sign up for HRA Auto Reimbursement In 2018, Community will deposit money in your Health Reimbursement Account (HRA) to help you pay for out-of-pocket medical expenses. The easiest way to use your HRA dollars is to sign up for auto reimbursement. When you have eligible claims, Discovery Benefits, our HRA administrator, will automatically reimburse you or your provider with available HRA dollars.

Register Your Email with Discovery Benefits Register your email with Discovery Benefits so they can communicate with you about your account. • Log in at discoverybenefits.com.

Sign up for auto reimbursement at discoverybenefits.com.

• Click on the “Profile” tab and select “Update Profile.”

If you were a Gold Plan member in 2017 and elected auto reimbursement, then you should not sign up for HRA Auto Reimbursement if you also have a FSA or other medical coverage. Auto reimbursement will automatically carry forward to 2018.

• Enter your email address and click “Submit.”

Set Up Direct Deposit for HRA

REMINDER

If you sign up for the HRA auto reimbursement, then it’s also helpful for you to set up direct deposit. This allows Discovery Benefits, our HRA administrator, to electronically deposit funds into your bank account. To set up direct deposit, visit discoverybenefits.com and select Profile > Banking/Cards Accounts. Follow the on-screen instructions.

You can only use HRA dollars when you visit a Community or Tier 1 provider.

Keep in mind that the direct deposit process will be in a hold status until the bank account is validated: • A deposit between $0.01 and $0.99 followed by an immediate withdrawal will be made to the designated bank account within 1-3 business days of direct deposit submission. • Once you see the deposit in your bank account, log into your account at discoverybenefits.com, click on the activation link in the Message Center section and enter the deposit amount.

How to Access Your HRA Account Upload receipts, check balances, file claims and view filing dates any time at discoverybenefits.com. Or download the free Discovery Benefits mobile app from iTunes or Google Play.

Deadline for Filing 2017 HRA Claims If you have any 2017 claims that you have not yet submitted for reimbursement, you must do so by March 31, 2018. Any 2017 HRA funds remaining after March 31, 2018, will be forfeited.


Rx: New Provider, One Card Express Scripts is our new pharmacy benefit manager for 2018. We believe this change will provide you with better service. Below are a couple things to keep in mind before filling your first prescription in 2018: • ID Card: Your new medical ID card is included in this mailer. It includes both medical and Express Scripts information so you will only have one card. • Rx Formularies: While there will be very few changes to the Rx formularies, it’s always a good idea to check the Rx tier before having a prescription filled. Visit the ProHealth Member Portal (https://www. ecommunity.com/community-prohealth/pharmacy) for a list of covered prescriptions, including the medicines that Express Scripts considers preventive and eligible for a discounted rate. • Best Prices: You will receive the most affordable prescriptions through Tier 1 pharmacies. If you need to use another pharmacy, you’ll want to choose one within the Express Scripts network so you receive the next best level of pricing.

Community Virtual Care: Convenient Medical Care We’re excited to offer employees an added level of convenience with Community Virtual Care. This telemedicine program provides care where it’s most convenient for you—at home, in the office or on the go. Virtually connect with a board-certified physician for non-emergency medical issues. Consultations are done either over the phone or through secure video on your computer or smartphone. Best of all, this patient-centric healthcare is available 24/7. 1 Visit: https://members.mdlive.com/ecommunity/landing_home 2 Create your free account. 3 Complete your medical history—Don’t wait until you’re sick. Add your medical history profile during activation.

4 Request a virtual care visit for a time that works for you.

You can also access Community Virtual Care via our mobile app: https://www.mdlive.com/ mobileapp/


Post Enrollment Newsletters (continued)

Do You Know Your Total Rewards Package? The rewards you receive from Community Health Network are more than just your paycheck. They can also include: • Health benefits • HSA/HRA contributions • Life insurance • Retirement plan contributions • Adoption assistance • Tuition reimbursement • Survivor benefits • And more! While you may pay a premium for some benefits, like health or dental coverage, Community pays approximately 80% of the cost of these benefits. You would pay much higher for them if you purchased them independently.

Go to Totalrewards.ecommunity.com to see a personalized summary of what’s reflected in your total compensation.

Take Advantage of Free Preventive Services A great way to minimize your medical expenses is to take advantage of preventive services that are covered at 100% when you see a Tier 1 or 2 provider. Preventive services include: Annual preventive care exams Immunizations Recommended screenings (including well childcare)

Preventive services help you take care of yourself and reduce your medical expenses. Start 2018 off right—schedule your annual check-up today!

Need More Information? Refer to the Medical Plan Coverage Chart in the ABC Benefits Planner for a full list of covered preventive services.


$$

Be healthy. Earn points. Get

incentive.

Community is committed to your health and well-being and offers a wellness program for employees and their spouses. Best of all, we’ll reward your efforts by depositing wellness incentives in your HSA or HRA. Now is the time to start earning points for your 2019 incentive. The wellness program runs to Sept. 30, 2018. We’ve made some changes to the activities, so now you have even more opportunities and greater flexibility in how you earn points.

Here are the ways you can earn points 2018 Activities

Number of Points

Wellness screening outcomes in range: blood pressure, cholesterol ratio, blood glucose, BMI, nicotine testing

100 points for each outcome in range/500 points max

Participation in health management programs

600 points max

Wellness Screening Update If you choose to have a wellness screening, you will earn 100 points for being nicotine free.

Annual age/gender appropriate 100 points each/400 points max preventive screenings Wellness challenges

600 points max

Specific programming details can be found at https://mywellness.ecommunity.com.

Points = HSA or HRA $ Point Requirement for 2018 • 1,000 or more = $750 HSA/HRA wellness incentive • 500-999 = $250 HSA/HRA wellness incentive

Check Your Points Forgotten if you earned enough wellness points in 2017 for an incentive in 2018? It’s easy to check. Simply go to https://mywellness.ecommunity.com and click on Incentive Summary and then click in the top right Campaign box and scroll to myWellness Points (10/1/2016-9/30/2017).

Physician Not Listed on Your ID Card There will not be a Primary Care Physician (PCP) printed on your ID card as the Gold Plan is a PPO Plan. PCPs will be stored in the ProHealth system for reference. It is strongly recommended that everyone have a relationship with a PCP. Contact ProHealth at 317.621.7565 or 1.800.344.8672 to update your PCP. You may access the Member Portal Site at http://secure.healthx.com/ipnmembers.aspx and select “Change My PCP.”


HDHP/HSA Communications Newsletter

Veolia Water introduced significant plan changes over the course of two to three years devoted to crafting messages across multiple mediums in order to help employees un wanted to ensure that employees understood why the new plans were necessary, and

October 2010

What’s Next When you receive your 2011 enrollment kit, be sure to review the enrollment guide. Remember, if you are satisfied with your current coverage on all benefit programs except Veolia’s health and dependent care flexible spending accounts, you do not need to do anything during the enrollment period. Your current elections will continue for 2011, with the exception of the health and dependent care flexible spending accounts. You must re-enroll each year to participate in the health and dependent care spending accounts.

If you want to make any changes to your benefits or you want to enroll in the spending accounts for 2011, you must do so through the Benefits Center. Your enrollment kit will contain the phone number and detailed instructions on how to enroll using www.vwna.benefitsnow.com. If you haven’t received your annual enrollment kit by November 2, please phone the Benefits Center at 1-866-526-VWNA (8962).

2011 Annual Enrollment Preview

To make any changes to your coverage or to enroll in the health and dependent care spending accounts, you must complete your online enrollment by the November 12th deadline.

This newsletter provides an overview of the VWNA medical plan for most regular U.S. employees. Certain employees will have a different plan and rates as dictated by a collective bargaining agreement.

ANNUAL ENROLLMENT

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Annual enrollment is your once-a-year time to rethink your personal situation and choose your health plan coverage. Take the time now to make sure you have the level of protection you need at a cost that’s right for you.

EFI

MEDICAL PRESCRIPTION DRUGS DENTAL VISION LIFE and AD&D DISABILITY FLEXIBLE SPENDING ACCOUNTS EMPLOYEE ASSISTANCE PROGRAM 401(k)

Annual Enrollment Period for 2011 Benefits November 2nd – November 12th 101 W. Washington Street Attn: Benefits Suite 1400 East Indianapolis, IN 46204

Annual Enrollment Period for 2011 Benefits November 2nd – November 12th Annual enrollment for your 2011 benefits will take place from November 2 – November 12, 2010. This is your opportunity to review your benefit needs and how they may have changed over the past year. This newsletter covers highlights of our benefit plan changes for 2011. In the next week or two, you will receive a personalized annual enrollment kit. The kit will include important information about your benefits as well as how and when to enroll. Please make sure to closely read and follow the timelines provided in your annual enrollment materials. Outside of the annual enrollment period, changes can only be made to your elections when you experience a family status change. Family status changes such as birth, marriage, or divorce, must be reported (with appropriate documentation) to the Benefits Center at 1-866-526-VWNA (8962), within 31 days of the event. If you don’t report the change within 31 days, you will have to wait until the earlier of the next annual enrollment period or family status change to revise your benefit elections. You will enroll again this year via the online enrollment tools offered through the Benefits Center. This process will allow you to receive immediate confirmation of your 2011 benefit elections. In order to continue your health and/or dependent care flexible spending account elections, you MUST enroll during this period. If you don’t enroll in these plans, your election will be defaulted to no coverage. Employees enrolled in all other benefits aside from the health and/or dependent care flexible spending accounts who wish to retain their current levels of coverage do not need to re-enroll as your 2010 elections for these programs will carry forward into 2011. If you currently have no coverage through Veolia and do not participate in annual enrollment, you will receive only our company-provided benefits (such as basic life insurance, STD, and LTD) for 2011.

YOUR 2011 BENEFITS In 2009, health benefits cost you and Veolia approximately $31 million. Of that amount, Veolia spent approximately $25 million and you contributed approximately $6 million. Together, we have undertaken efforts to try and contain costs during a time when many companies are facing substantial health plan cost increases. In 2011, the total cost of Veolia’s health benefits is projected to be approximately $35 million, a 13% increase since 2009. As you are aware, there were no employee premium increases during 2010 and very few plan changes, and Veolia absorbed the entire cost increase. For 2011, both you and Veolia will share in the cost increases experienced by our health benefits program. These cost increases, depending on what health plan and tier you enroll in, will range from $4.73 to $29.33 per bi-weekly pay period. Keep in mind that these premiums are paid on a pre-tax basis, so the entire cost increase won’t be recognized. These increases are a result of several factors:

• • •

The cost of most U.S. health care continues to increase annually at a rate of 11-12%. Because Veolia’s programs provide more generous benefits than other programs we benchmark against, a plan of our type would be projected to increase each year at a rate of 16-17%. Aging workforces tend to increase costs. Many conditions, such as heart disease, hypertension, or high cholesterol, have a tendency to impact older workers more so than younger workers. These conditions and many others can dramatically increase health care costs as we age and our health care needs change. Catastrophic claimants (those incurring claims over $50,000) can also have a negative impact on costs. In order to proactively protect yourself and your dependents against catastrophic issues such as cancer, diabetes, hypertension, and heart disease, Veolia offers generous wellness benefits on each of our plans. We encourage you to take advantage of these benefits. Regular medical, dental, and vision screenings can help you and your family members evade some catastrophic conditions or help you catch these conditions early on before they become chronic.

• • •

• •

No plan design changes to our medical, prescription, dental, or vision programs means you will continue to receive the same low deductibles and copays you are accustomed to. Dependents up to age 26 will be covered on Veolia’s medical, prescription, dental, and vision programs. Dependents will be covered regardless of their marital or student status; however, dependent spouses and children will not be eligible under Veolia’s programs.

Flexible spending accounts will be serviced on a new platform by our current provider, Aon. This change will provide several enhancements, such as an opportunity to pay your provider directly, if you are enrolled in these programs. More information regarding these changes will be sent directly from Aon in mid-November. Health Care flexible spending account users, due to recent Health Care Reform activity, will no longer be able to utilize their account for many over the counter expenses (such as cold and flu medicine, pain and fever relievers, sinus medications, etc.) unless they are prescribed by a doctor. Condition management will continue to be offered by Blue Cross Blue Shield Illinois. This program provides members with asthma, COPD, congestive heart failure, coronary artery disease, and diabetes with a ‘Blue Care Advisor’ – a registered nurse or other health care professional. The Blue Care Advisor will contact you to assist with the management of your condition. For instance, the Advisor would provide information to a diabetic about standards of care (such as testing blood glucose every day) as well as how to discuss care with your physician. Recommended office visits, lab tests, and preventive screenings would also be reviewed.

Are You Paying Too Much for Your Health Care? 2010 continues to be a tough economic year for U.S. employees. Now is a good time to make sure you aren’t spending money unnecessarily when it comes to your health care coverage. When money is tight, you don’t want to pay for coverage you don’t need. As with last year’s enrollment information, we want to remind you that knowing what plan is right for you is a matter of looking at your past health care spending, estimating your needs for 2011, and then doing a little math to determine how your costs may add up. That way, you pay only for the coverage you need. Three simple tips can help you decide which plan is right for you: Tip 1: Get a realistic perspective on what your health care costs may be.

• • •

Don’t forget that you have free access to several additional services provided to you courtesy of Veolia.

Employee Assistance Program (EAP) – Veolia’s EAP, administered through Magellan Health Services, can assist you with a wide variety of topics including (but not limited to) child or elder care issues, managing stress, handling relationship issues, balancing work/life needs, tobacco/ alcohol/drug cessation programs, and anxiety/depression issues. This confidential program provides you and your family members with access to qualified professionals who can assist with your needs. Phone Magellan at 1-800-324-8914 to learn more or to take advantage of this program. Employees participating in Veolia’s Voluntary Life Insurance program are entitled to free will preparation services through MetLife (services provided by Hyatt Legal). Additional information on this service will be provided in your annual enrollment kit; however, if you’d like to take advantage now or if you have questions regarding this benefit, please phone Hyatt Legal at 1-800-821-6400. Among other information, you will need to provide the customer service representative with Veolia’s group number which is 139704.

Take a look at how you’ve spent money on health care in the past. Choosing a more expensive plan because it has a lower deductible may not make sense if you never have enough expenses to meet the deductible. If you have a chronic condition or are, for example, planning to start a family next year, you may find that your chances of incurring expenses is likely, and a higher level of coverage may be worth the additional added premium.

Tip 2: Assess the real cost of your protection.

Take Advantage of These Other Benefits Available to You Right Now and in 2011!!

What’s Changing We have some exciting changes and enhancements to tell you about for 2011.

MetLaw will replace ARAG as our legal vendor. Not only will employees opting for this coverage pay lower premiums, you will also have a much broader array of services from which to choose. If you are currently enrolled in ARAG, your election will automatically move to MetLaw on January 1. More information on this program will be included in your annual enrollment kit.

The real, bottom-line cost of your coverage is determined by both your contribution — the amount regularly deducted from your paycheck — and the amount you pay out of your pocket in copays and deductible expenses to meet your deductible before the plan starts to pay benefits. Among our plan options, compare the annual premium costs to the deductible amounts. Is the difference worth taking the higher-cost plan? Is the risk of taking the lower-cost plan enough to warrant paying more for coverage “just in case?” Review the available options within our prescription drug plan. Prescription costs are one of the fastest growing factors in overall healthcare costs — so it is an important part of your decision. What is the cost of a prescription at the retail pharmacy? Consider “shopping” pharmacies to see who offers the best cost. In some cases, particularly at pharmacies who offer $4 generics, it may make sense to not use your prescription drug card and buy directly from the retailer.

Tip 3: Consider doing a mix and match.

It’s important to consider all your options. In some instances, it may make sense to cover some family members on a separate plan rather than adding them to your VWNA benefit plans. Would your cost be lower if you elected single coverage and covered other family members under your spouse’s plan, or if you covered your entire family through your spouse’s plan? Is there affordable insurance available to your college student through his or her school?


will be expanding our wellness program in 2013, helping both you and your covered spouse or same-sex domestic partner to proactively manage your health. • We are introducing additional tools to help you determine if our lower premium health plan, the High Deductible Health Plan (HDHP), is right for you. As always, we encourage you to review all of the choices available to you during annual enrollment, including options you may have available through your spouse or same-sex domestic partner’s coverage.

s when HDHPs and HSAs were relatively new. Significant time and resources were nderstand how the new plans worked and the impact their How do on I know what mypremiums. benefits are worth?Veolia also You can easily see the full value of not just your benefits, but your d continue to promote the total value of their compensation, including benefits. complete total rewards package, including pay, bonus, retirement, etc. at www.onlinetotalcomp.com/veoliawater. Will I receive a new medical card? If you elect a different medical plan for 2013, you will receive a new card from BlueCross BlueShield of Illinois (BCBSIL) by early January 2013. If you keep the same coverage, you will not receive a new card.

HIGH DEDUCTIBLE HEALTH PLAN (HDHP)/

FREQUENTLY ASKED QUESTIONS HEALTH SAVINGS ACCOUNT (HSA) ANNUAL ENROLLMENT 2013 How does Veolia’s HDHP work? GENERAL What is Veolia doing to address the rising cost of healthcare? Like most companies in the U.S., Veolia’s medical plan costs are continuing to grow at a fast rate. Because our plans are more generous than average, our projected cost increase for 2013 is 11%—even greater than the national average of 8%. We cannot continue to absorb such high cost increases entirely. We’ve conducted thorough investigations to pinpoint our best options to address these steep increases, and have determined several things: • Veolia still wants to pay the vast majority of costs for employees: 80%, compared to a 75% market average.

High deductible plans, also referred to as consumer-driven health plans, have become in the pastand decade. Our These accounts are set up inincreasingly an individualcommon employee’s name HDHP provides you with a much different option than allow both employer and employee contributions. Employee our PPO and EPO puts more control contributions areplans—an made on aoption pre-taxthat basis. Maximum HSAof how health care dollars spent your This type of plan is contributions are setare each yeardirectly by the in IRS. For hands. 2013, the maximum good for people who want to pay a significantly lower is $3,250 for employee-only coverage and $6,450 for all other premium exchange for a higher in-network $1,500 coverageinlevels (this includes both the Veolia deductible: contribution as for employee-only coverage Employees and $3,000 age for all other coverage well as employee contributions). 55 and older can levels. And, as is true with all of Veolia’s medical plans, preventive care is contribute an additional $1,000. always covered at 100%. The funds in your account can be invested in a variety of What is a Health Savings Account (HSA), and how can it benefit investment vehicles, allowing them to grow over time. There are me? no penalties or taxes upon withdrawal, as long as funds are used for eligible health expenses. In addition, theautomatically funds roll over from an If you enroll in the HDHP, you will receive year to year a Flexible andbythey can($750 be for HSA(unlike administered by Spending HSA BankAccount), and funded Veolia taken with you, should you ever leave the company. employee-only coverage and $1,500 for all other coverage levels).

FREQUENTLY ASKED QUESTIONS ANNUAL ENROLLMENT 2013

• We will reduce coverage for employees’ dependents from How often is the employer contribution placed inemployee’s my HSA? name and These accounts are set up in an individual GENERAL 76% to 75%—still well above the market average of 70%. allow both employer and employee contributions. Employee Veolia’s contribution to your HSA will be made at the beginning is Veolia doing to address theyou rising healthcare? contributions are made on a pre-tax basis. Maximum HSA • WeWhat are committed to partnering with notcost onlyof for your of each month. This aligns with what the majority of employers contributions set each year by the IRS. For 2013, health care, but also for your health.medical To do this, wecosts are do and also builds yourare account balance more quickly than the a maximum Like most companies in theoverall U.S., Veolia’s plan $3,250 for employee-only coverageyou and $6,450 all other will be expanding our at wellness program in 2013, helping contribution structure. In addition, will havefor funds continuing to grow a fast rate. Because our plans are more per-pay is levels (thisthat includes both the have Veoliawith contribution as both you and youraverage, coveredour spouse or same-sex domestic on January 1, 2013, you wouldn’t a pergenerous than projected cost increase for 2013 isavailablecoverage well as employee contributions). Employees age 55 and older can partner to proactively manage your health. pay contribution structure. 11%—even greater than the national average of 8%. contribute an additional $1,000. • WeWe arecannot introducing additional tools to high help you if How do I set up my HSA? continue to absorb such cost determine increases entirely. funds in your account can be invested in a variety of our lower premium health plan, the High Deductible Health We’ve conducted thorough investigations to pinpoint our bestActually,The you don’t need to doallowing anythingthem to settoup yourover account. investment vehicles, grow time. There are Plan (HDHP), is right for you. options to address these steep increases, and have determined It will automatically be opened for you, and a debit cardas and no penalties or taxes upon withdrawal, as long funds are used several things: you to review all of the choices available As always, we encourage welcomefor kiteligible will behealth mailedexpenses. to your home in late December to over from In addition, the funds roll to you during• annual enrollment, including options you may have the (unlike tools you need when the new year begins. Veolia still wants to pay the vast majority of costs for ensure you yearhave to year a Flexible Spending Account), and they can be available through your spouse same-sextodomestic partner’s information about HSA bank and their see the employees: 80%,or compared a 75% market average. For moretaken with you, should you ever leave theservices, company. coverage. HSA bank brochure available at www.vwna.benefitsnow.com. • We will reduce coverage for employees’ dependents from How is the employer contribution placed then in my HSA? After you log often in, go to Benefit Tools; click on Documents, How do I know what my benefits are worth? 76% to 75%—still well above the market average of 70%. click on Veolia’s Enrollment Brochures. contribution to your HSA will be made at the beginning You can easily seeare thecommitted full value of just yourwith benefits, butonly yourfor your • We tonot partnering you not of each month. aligns withbalance what the Will I have access to myThis entire annual onmajority Januaryof 1?employers complete totalhealth rewards package, pay, bonus, retirement, care, but alsoincluding for your overall health. To do this, we do and also builds your account balance more quickly than a etc. at www.onlinetotalcomp.com/veoliawater. (health care reimbursement) will be expanding our wellness program in 2013, helpingUnlike Flexible per-paySpending contribution structure. In addition, youAccounts, will have funds have access to the funds in that youryou account at the and your covered spouse or same-sex domesticyou onlyavailable on January 1, 2013, wouldn’t have with a perWill I receive aboth newyou medical card? time of service. HSAs operate similarly to a dependent care partner to proactively manage your health. pay contribution structure. If you elect a different medical plan for 2013, you will receive a reimbursement account in that it’s a ‘pay as you go’ account; • We are introducing additional tools to help determine How do I set up that my HSA? new card from BlueCross BlueShield of Illinois (BCBSIL) byyou early youifnever receive funds exceed your current balance. Over our lower plan, thewill High Deductible January 2013. If you keeppremium the samehealth coverage, you not receive Health time, your balance will grow with investment gains Actually, you don’t need totax-free do anything to set up your account. a new card. Plan (HDHP), is right for you. (presuming theautomatically funds are used eligible expenses) and and It will befor opened forhealth you, and a debit card contributions. As always, we encourage you to review all of the choices available welcome kit will be mailed to your home in late December to you during annualHEALTH enrollment,PLAN including options you may have ensure you have toolsifyou need when in thethe new year HIGHtoDEDUCTIBLE (HDHP)/ Will Veolia contribute tothe an HSA I am enrolled EPO or begins. available through your spouse or same-sex domestic partner’sPremium ForPPO? more information about HSA bank and their services, see the HEALTH SAVINGS ACCOUNT (HSA) coverage. HSA bank brochure available at www.vwna.benefitsnow.com.  No. Per the rules qualified deductible plans, After yougoverning log in, go to Benefithigh Tools; click on Documents, then How does Veolia’s HDHP work? How do I know what my benefits are worth? such as Veolia’s you must be enrolled in a qualified high click on HDHP, Enrollment Brochures. High deductible plans, see alsothe referred to asofconsumer-driven healthbut your deductible plan to obtain an HSA. Because of this, Veolia will You can easily full value not just your benefits, Will I have access toyou my are entire annual on January 1? plans, have become increasingly commonincluding in the past decade. only contribute to an HSA if enrolled in balance Veolia’s High complete total rewards package, pay, bonus,Our retirement, HDHP provides you with a much different option than our PPO Deductible Health Plan.Spending (health care reimbursement) Accounts, etc. at www.onlinetotalcomp.com/veoliawater. Unlike Flexible and EPO plans—an option that puts more control of how health you only have access to the the HDHP funds in your account the How does the premium cost of compare to the at EPO Will I receive a new medical card? care dollars are spent directly in your hands. This type of plan is time ofPPO service. HSAs operate similarly to a dependent care and Premium plans? you elect different medical plan for 2013, you will receive a good forIfpeople whoa want to pay a significantly lower premium reimbursement account in that it’s a ‘pay as you go’ account; You’ll have less receive withheld from your paycheck paybalance. period Over new for card from BlueCross BlueShield of Illinois by early in exchange a higher in-network deductible: $1,500 (BCBSIL) for youfar never funds that exceed youreach current with thetime, HDHP than with the plans – it isinvestment about Januarycoverage 2013. If you thefor same coverage, you will not receive employee-only andkeep $3,000 all other coverage levels. your balance willother growtwo with tax-free gains cost of the the EPOfunds and about 1/2 of cost of the PPO. And, as is true with a new card. all of Veolia’s medical plans, preventive care is 1/3 of the(presuming are used forthe eligible health expenses) and Depending on your needs, this can be a huge advantage, as you always covered at 100%. contributions. always pay your premium—regardless of whether you use your HEALTH (HDHP)/ What is HIGH a Health DEDUCTIBLE Savings Account (HSA), and howPLAN can it benefit Will insurance or Veolia not. contribute to an HSA if I am enrolled in the EPO or me? Premium PPO? HEALTH SAVINGS ACCOUNT (HSA) How can I get more information on the HDHP and HSA? If you enroll in the HDHP, you will automatically receive an No. Per the rules governing qualified high deductible plans, How does Veolia’s HDHP work? If you would to learnHDHP, more about the be HDHP or anin HSA, you HSA administered by HSA Bank and funded by Veolia ($750 for such like as Veolia’s you must enrolled a qualified high can viewdeductible a series ofplan shorttovideos. videos not only giveVeolia an will employee-only coverage plans, and $1,500 for all other levels). health High deductible also referred to ascoverage consumer-driven obtainThese an HSA. Because of this, plans, have become increasingly common in the past decade. Our only contribute to an HSA if you are enrolled in Veolia’s High HDHP provides you with a much different option than our PPO Deductible Health Plan. and EPO plans—an option that puts more control of how health How does the premium cost of the HDHP compare to the EPO care dollars are spent directly in your hands. 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Frequently Asked Questions Newsletter

FAQs are often produced for a variety of topics and posted online. This is especially he Below is an example of an FAQ that Westcomm produced for Community Health expla

WORKING SPOUSE RULE

FAQs

What is the Working Spouse Rule? It is a commonly used eligibility rule which states an employee’s spouse or domestic partner with access to employer-sponsored group medical coverage is not eligible for our medical coverage. What does “access to” employer-sponsored group medical coverage mean? Access to employer-sponsored group medical coverage means your spouse or domestic partner meets the eligibility criteria and could enroll in the medical plan for his/her employer, even if he/she chose not to due to cost or coverage provided. My spouse or domestic partner works for Community and I cover him/her on my insurance. Does this affect him/her? No, this does not affect him/her. You can still include him/her on your coverage or you can each choose employee only coverage. My spouse or domestic partner works for another company that also has a Working Spouse Rule. He/she has children from a prior marriage and is legally required by court documents to provide their medical insurance. Our coverage is better than what his/her employer offers. Can I cover his/her children through Community’s plan? The Working Spouse Rule does not affect coverage for dependent children. If the children satisfy the IRS definition of a dependent child for the Community employee, they would still be eligible to be covered under the Community medical plan. My spouse or domestic partner is not employed. Does this affect him/her? No, any spouse or domestic partner without access to medical coverage through an employer continues to be eligible for Community’s medical plans. My spouse or domestic partner works but does not have access to medical coverage. How do I make sure he/ she continues to have coverage? We have simplified the verification process for working spouses and or domestic partners. You can now enroll your working spouse or domestic partner before submitting verification forms. Be sure to submit all required verification paperwork (found on the benefits intranet page) by Dec. 8, 2017, in order to keep your spouse’s or domestic partner’s 2017 coverage. If paperwork isn’t submitted by that date, your spouse or domestic partner will be removed from the plan. You can find the verification forms on the HR Portal on the benefits intranet page. My spouse is retired. How does this new rule affect him/her? If your spouse or domestic partner does not have employer-sponsored medical coverage, he/she will continue to be eligible for coverage under Community’s medical plans. My spouse or domestic partner is 65 and retired but not on Medicare. Can I still cover him/her or does he/she have to go on Medicare? If your spouse or domestic partner does not have employer-sponsored medical coverage, he/she will continue to be eligible for coverage under Community’s medical plans. He/she does not have to go on Medicare.

2018 Employee Benefits FAQs


elpful during open enrollment. aining its Working Spouse Rule.

Working Spouse Rule FAQs 2

My spouse or domestic partner is only covered by Medicare (or Medicaid). Is he/she affected? No. This rule applies to only employer-sponsored medical coverage. A spouse or domestic partner covered by Medicare or Medicaid continues to be eligible for coverage under Community’s medical plans. Why Community has this policy. Many employers around the nation (and specifically our competitors) have implemented this change as a way to show the importance of employers providing for their own employees. It is an effective way to maintain important benefits at affordable costs. By adding this eligibility rule, Community can continue to offer excellent medical plans and maintain our good stewardship. If my spouse or domestic partner has access to employer-sponsored medical coverage and doesn’t elect it, can he/she be covered? No. Access to, not enrollment or participation in, employer-provided medical insurance eliminates eligibility for our medical plans. My spouse or domestic partner can elect employer-provided coverage but it is very expensive and/or has lesser benefits than Community’s plans. Can my spouse stay on my plan? No. Access to any employer-provided medical coverage eliminates eligibility to a Community medical plan. If my spouse or domestic partner has access to employer-provided medical coverage and does not elect coverage there, can he/she stay on COBRA? No. Losing eligibility for a Working Spouse Rule is not a COBRA qualifying event. COBRA (continuation of benefits) would not be extended to your spouse or domestic partner under this example. If my spouse or domestic partner loses employment (or changes employment) and does not have access to employer-sponsored coverage, can he/she enroll in my plan? Loss of employment and/or loss of employer-sponsored medical coverage for your spouse or domestic partner would be considered a qualifying event. You must notify your Human Resources department within 31 days of this event to have coverage available for your spouse or domestic partner. What if I forget to notify HR of an employment change with my spouse or domestic partner? You would have to wait until the next open enrollment period to enroll your spouse. Remember, all qualifying events must be reported within 31 days. How is Community going to track this information? Each employee who wants medical coverage for his/her spouse or domestic partner will be required to attest to certain facts about his/her spouse’s or domestic partner’s access to employer-sponsored medical coverage. That information will be captured and stored. Periodically, Community will audit information for verification. Falsification of information regarding the employment status of a spouse or domestic partner for purposes of attaining spousal medical coverage could result in financial penalty, loss of coverage and/or possible termination of employment. Does this Working Spouse Rule apply to Dental and Vision coverage? No. The Working Spouse Rule applies to only medical coverage.

2018 Employee Benefits FAQs


WESTC

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C O M M U N I C AT E W I T H D I R E C T I O N

Benefits-Related Campaigns ‘Your HRA: How It Works’ ‘ER vs. Emergency Care’ ‘Prior Authorization’ Nicotine Policy Introduction ‘65+ Plan Information Update’ Making the Most of Your Pharmacy Benefits


‘Your HRA: How It Works’ Postcard Part of an ongoing educational campaign, this postcard was designed to explain how the new HRA program works.

Your HRA How it Works All HealthReward Plan members received a Community-funded Health Reimbursement Account (HRA) that helps you pay for medical care you receive at Community or other Tier 1 providers.

Here’s how your HRA works Access your HRA online at ecommunity.com/prohealth and login to the Member Portal. Next, click HRA. Visit a Tier 1 healthcare or prescription provider for service. (Find a Tier 1 provider by calling 800-344-8672 or online at ecommunity.com/prohealth. Login to the member portal and click provider directory.)

2

The provider will bill the HealthReward Plan for your service. You only pay your copay (if applicable) at the time of service.

3

If you have signed up for automatic reimbursement, the Plan pays the amount you owe the provider from your HRA. Otherwise, you can submit an HRA claim form for reimbursement.

4

Monitor your HRA balance through the Member Portal.


‘ER vs. Urgent Care’ Self Mailer

Part of an ongoing educational campaign, this mailer was designed to try to drive dow room, urgent care, and physician office visits were compared, and employees were pr PRESORT STANDARD US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 5677

It’s a common deliberation. And one you should consider carefully. Your decision could have significant financial implications.

ER vs. Urgent Care:

ER vs. Urgent Care:

It’s a common deliberation. And one you should consider carefully. Your decision could have significant financial implications.

PRESORT STANDARD US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 5677

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A $ignificant Difference A $ignificant Difference 272128 CHN self mailer.indd 1

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wn costs for Community Health Network and its employees. Costs for emergency rovided information about how and when to choose more cost-effective care options.

WHAT YOU PAY

Consider the cost difference between a visit to the primary care physician, an urgent care and an emergency room under Community’s Gold and Silver Medical Plans.

Average Costs for Approved Claims Visit Type

Gold Plan

Silver Plan

Emergency Room

$1,352.32

$1,554.49

Urgent Care Physician Office

$25.46 $25.28

$90.89 $86.30

The costs listed above represent an average of the out-of-pocket cost, including copay, deductible and coinsurance for services that aren’t subject to copay (ie, laboratory services, radiology, etc.)

These are the costs you’ll face if the visit is approved by insurance. Many people, however, are using the ER for non-emergency situations—and finding themselves with a much larger bill than they anticipated. If you or a covered dependent goes to the ER and you were not referred by your physician or insurance deems the visit “not medically necessary”—that is, it could have been effectively treated by your primary care physician, or at a Walgreens Take Care Clinic, a Community Work-Site Care Clinic or a MedCheck—then you will be responsible for the ENTIRE cost of the ER visit. The difference between an approved ER visit and a non-approved one is an average of $3,000-$5,000—or more. Note: An employee is responsible for each of the separate components of a denied claim, which are usually a facility and a physician charge.

Non-Emergent Visit: A Real Problem

In 2014, there were 880 visits to the ER by Community employees or dependents covered by our medical plans. ProHealth, our insurance provider, considered 32% of those visits to be “not medically necessary.” As a result, those claims were denied. Insurance did not provide any coverage, and the entire cost of the ER visit became the responsibility of the employee.

Emergency Room: The Name Says It All

Emergency rooms are designed to treat sudden, life-threatening conditions. This specific focus allows emergency physicians and nurses to care for the most seriously ill or injured. When emergency rooms are filled with non-emergency cases, it impacts the care of all. That’s why insurance companies no longer will cover ER visits for non-emergency conditions.

Use this table to help you determine if an ER visit is warranted or if you can get the care you need at your physician’s office, a Walgreens Take Care Clinic, a Community Work-Site Care Clinic or a MedCheck. Walgreens Take Care Clinic/ Work-Site Care Clinic Designed to provide you with fast, appointment-free healthcare for minor illnesses and injuries, such as: • Fever • Sore throat (strep testing available) • Earaches • Coughs/congestion • Sinus infection • Minor injuries (abrasions/scrapes) • Vomiting • Rashes (poison ivy, etc.) • Bug bites

Community Health Network Emergency Rooms

MedCheck Equipped to handle the same ailments as Take Care Clinics, as well as some other minor health conditions: • Sprains • Strains • Minor broken bones (e.g. finger) • Minor infections • Small cuts requiring a few stitches • Minor burns • X-rays

Designed for people with sudden, unexpected life-threatening illnesses or injuries. Go to the ER for: • Heavy bleeding • Large open wounds • Sudden change in vision • Chest pain • Sudden weakness or trouble talking • Major burns • Spinal injuries • Severe head injury • Difficulty breathing • Major broken bones

Know Before You Go If you’re still not sure, call your physician. All physicians have on-call hours. So even if it’s the middle of the night, a physician will return your call, discuss symptoms and advise you of the best place to seek care.

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Prior Authorization Self Mailer

Community Health Network’s plan options require prior authorization for a number o The mailer was intended to remind employees of when and how to obtain authorizati PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

Certain medical procedures or treatments require prior authorization. That means you must have approval from ProHealth, our insurance provider, before the procedure is performed. Without prior authorization, you could end up spending a lot of money unnecessarily.

Prior Authorization

Prior Authorization

Certain medical procedures or treatments require prior authorization. That means you must have approval from ProHealth, our insurance provider, before the procedure is performed. Without prior authorization, you could end up spending a lot of money unnecessarily.

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

What is prior authorization? When is it required? Knowing the answers could save you money. Learn more inside.

What you don’t know might c st you.

What you don’t know might c st you.


of common procedures in order to receive maximum coverage. ion and the consequences of not doing so.

Understanding prior authorization could save you money. How It Works It is your responsibility to ensure you have prior authorization. If you don’t have it, you could be responsible for your entire medical bill.

Medical Treatments Requiring Prior Authorization Below are the most common procedures that require prior authorization. You can find a complete list in the ABC Benefits Planner on InComm. • MRI – Spine (includes cervical, thoracic, lumbar, sacral) • MRI – Knee • Non-cancer-related PET scans • Durable Medical Equipment (DME) over $200* • Endoscopy • Colonoscopy (if under 50) • Genetic testing (includes lab tests you may not realize are genetic) *This does not include supplies dispensed in a provider’s office or replacement supplies for approved DME such as CPAP, insulin pumps and home oxygen.

Follow these steps for prior authorization. Verify if prior authorization is needed. (Hint: Check the ABC Benefits Planner on InComm.)

Notify your provider that you need prior authorization. Your provider should contact ProHealth to provide the necessary clinical documentation and the procedure and diagnosis codes. Before having any test or procedure, make sure your provider has pre-certified services with ProHealth. If you are unsure, contact ProHealth to confirm that a prior authorization code has been issued.

Why prior authorization is important? Prior authorization helps you use your healthcare dollars wisely. It ensures that you receive the right treatment at the right time and at the right facility. Without it, ProHealth could deny your claim and you could end up with a much larger bill to pay!


Nicotine Policy Introduction Self Mailer

Beginning in 2019, Community Health Networks employees are eligible for a discounte cessation program. This is a change from prior years. After receiving this mailing, mor

Want to qualify for the discounted medical premium? Choose your route and follow the steps below. Self-declared non-nicotine user

Self-declared nicotine user

Voluntary cheek swab nicotine test performed during wellness screening

Not tested for nicotine during wellness screening

Non-nicotine status recorded, qualifying you for discounted medical premium in 2019

Enroll in Community’s nicotine cessation course

Voluntary participation

• You will qualify for the discounted premium if you complete the course by Sept. 30, 2018. You qualify even if you are unsuccessful in quitting nicotine.

Wellness screenings and nicotine testing are voluntary. They are only required if you want to be eligible for the discounted medical premium in 2019.

You can qualify for discounted premiums by being nicotinefree or on the path to breaking the habit.

Get your nicotine statu by September 30, 2018

Schedule your wellness screening Next year, one of the ways we’ll reward employees for their healthy lifestyle efforts is through discounted medical premiums. You qualify for the discounted premium if you are nicotine-free—or participating in our nicotine cessation course to try to become nicotine-free. What you have to do to qualify:

Log in to mywellness.ecommunity.com a date, time and location that works for yo screenings are free and confidential.

Just want to get the nicotine test? No problem! Sim wellness screening and request to only have a nico get to your appointment.

● Sign up and complete a voluntary wellness screening

between March 1 and August 31, 2018. or

● Visit your primary care physician and complete the

necessary tests and paperwork.

Details for these options can be found inside. Note: The medical plan premium is based on the employee’s nicotine status. The nicotine status of your spouse or partner will not impact your premium rate.

Earn wellness points,

You could also earn up to 500 poin from your wellness screening— gi HRA in 2019. And even more point cessation course.


ed medical premium if they pass a nicotine screening or complete a nicotine re than 55 percent of employees registered for the nicotine screening.

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

ALL benefit-eligible employees can receive a discounted medical premium next year. Find out how to qualify!

us on file 8!

Nicotine cessation course This free, 16-week, eight-session course is available only to nicotine users. Nicotine replacement therapy is available. Call your Worksite Care Clinic to sign up.

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m and choose ou! All

North 317.621.5310 East 317.355.5759 South 317.887.7546

mply sign up for a otine test when you

too!

nts by achieving healthy outcomes iving you $250 for your HSA or ts if you participate in the nicotine

Alternative to onsite screenings

You may do your wellness screening and nicotine test with your personal provider, but you are responsible for all fees incurred. Ask your provider for a blood draw venipuncture and take the Physician Verification Form (found on the MyWellness portal) to your appointment.

Medical information is kept confidential and used solely for the purpose of qualifying employees for discounted medical premiums and administering wellness points.

For more information, look for additional mailings and emails and check out the wellness portal (MyWellness portal > Forms & Documents > Nicotine Testing & Cessation FAQs).


65+ Plan Change & Medicare Letter

Citizens Energy Group introduced a new medical plan with lower deductibles for those enrolling in Medicare. This mailer was used to announce the new plan and answer que

CDHP 65+ Plan Information

ENROLLMENT DATES: MARCH 19–30

A New Medical Plan Designed with You in Mind Citizens Energy Group has created a new medical plan designed specifically for our employees age 65 and older. Medicare enrollees cannot receive or make HSA contributions per IRS rules. So, we have created a new plan option called the CDHP 65+ plan that offers you the opportunity to receive both our group medical coverage and Medicare benefits.

You are currently enrolled in the CDHP 2 medical plan and Medicare. If you choose to switch to the CDHP 65+ plan, you must enroll by March 30.

HOW MEDICARE IMPACTS YOUR GROUP MEDICAL PLAN DECISION PROCESS How does Social Security affect my HSA? When you sign up for Social Security, you receive six months of “back pay.” Medicare Part A enrollment is also backdated six months, which could make you liable for HSA tax penalties. To avoid penalties, stop contributing to your HSA six months before you apply for Social Security. I signed up for Medicare not realizing the effect on HSA contributions. I want to keep contributing to my HSA—what should I do? •

If you signed up for Medicare, but not Social Security: You can withdraw your application by contacting the Social Security Administration at 1-800-772-1213. There are no penalties and you are free to reapply for Medicare Part A at a future date.

If you signed up for Medicare and Social Security: The only way you can opt out is to pay back money you’ve received in Social Security payments, as well as everything Medicare has spent on your medical claims. You must repay these amounts before your withdrawal application is processed. You can reapply for both at a future date.

Please note, you may still use existing HSA funds for eligible expenses regardless of your Medicare status, even though you are no longer eligible to contribute.

For more information, visit: medicare.gov.


e aged 65 and over to offset the loss of an HSA contribution, a consequence of estions about the relationship between Medicare and HSAs.

You are currently enrolled in the CDHP 2 medical plan and Medicare. If you choose to switch to the CDHP 65+ plan, you must enroll by March 30. Because you are also enrolled in Medicare, you have the opportunity to move to our CDHP 65+ plan, which may be more cost-effective for you. You may choose to remain on your current plan, but you must forego making or receiving HSA contributions.

PLAN CHANGES TO CONSIDER • The CDHP 65+ premium is higher than the CDHP 2 premium. The premium change will be effective with the April 5 paycheck. You may view rates on our enrollment website. • The CDHP 65+ deductible and the in-network out-of-pocket maximum are lower than the CDHP 2 plan. This helps offset that you will no longer receive or make HSA contributions with the CDHP 65+ plan. • There are no medical copays with the CDHP 65+ plan after you meet your deductible. • All year-to-date claims count toward your new lower deductible. • CDHP 65+ coverage is retroactive to March 1, 2018. • If you have already received an HSA contribution while enrolled in Medicare, there may be a tax implication. Please check with your tax advisor.

HOW THEY COMPARE

ENROLL BETWEEN MARCH 19–30, 2018

Visit www.benefitsolver.com and log in with your user name and password. If you are a first-time user, click on ‘Register’ to set up your user name, password and security questions. Our company key is ceg (Note: It’s case sensitive). BEGIN ENROLLMENT Click ‘Start Here’ and follow the on-screen instructions to elect coverage. MAKE YOUR ELECTIONS Review your options and click ‘Select’ on the plan you would like to choose. Track your choices along the left side, which updates with your total cost. Once you have reviewed your election, click ‘Approve’ to continue.

CDHP 65+ (non-embedded)

CDHP 2 (embedded)

Plan Highlights

Higher premium than CDHP 2, Lower deductibles

Lower premium than CDHP 65+, Higher deductibles

In-Network Deductible

$1,500 Single

$3,500 Single

$3,000 Family

$7,000 Family

Out-of-Network Deductible

$3,000 Single

$7,000 Single

$6,000 Family

$14,000 Family

In-Network Out-of-Pocket Maximum

$2,500 Single

$6,550 Single

QUESTIONS?

$4,550 Family

$13,100 Family

Out-of-Network Out-of-Pocket Maximum

$10,000 Single

$10,000 Single

Call Human Resources at 317-927-4367.

$20,000 Family

$20,000 Family

Emergency Room

100% after deductible

$75 copay after deductible

Urgent Care

100% after deductible

$50 copay after deductible

CONFIRM YOUR CHOICES Your enrollment isn’t complete until you confirm your benefit elections and costs. Click the ‘I Agree’ button to confirm and finalize your elections.


Pharmacy Benefits Flyer KAR Auction Services introduced a series of educational materials; below is an example of various ways to save money on prescription drug costs.

Making the Most of Your Pharmacy Benefits Getting the medicine you need is important for good health, so it’s vital that you understand how the KAR pharmacy benefit works—as well as how to get the most from it. Here are six key ways to save money and manage your out-ofpocket expenses for your prescriptions.

Stay in-network.

If you fill your prescriptions outside the network, you will pay the full cost.

Go generic.

Generic medications are often just as effective but much less expensive than their brand name counterparts.

Consider using mail order.

If you take medication for an extended period of time, you can save money by purchasing up to a 90-day supply through the mail order program.

Shop around.

Prescription costs vary by pharmacy and subject to change.

Search for Special Offers and Coupons.

Ask your doctor or search the web to see if discounted pricing or coupons are available.

Check Pricing.

Be sure to check pricing on Anthem’s website. If there’s not a lower cost option, talk to your doctor about finding another drug or switching to a generic.

Find more ways to save by completing a wellness journey on the RedBrick Health Portal. Visit RedBrick Health at myredbrick.com/KAR and go to the “Your Meds: Find Ways to Save” journey. You may use RedBrick Health’s phone coaching service to discuss costs, dosages, adverse reactions, drug interactions, and other questions you may have with a pharmacist.


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401(k) Communications ‘Don’t Leave Free Money on the Table’ ‘Hit Your Target’


Don’t Leave Free Money on the Table Letter

Community Health Network is focused on the financial wellness of its employees. In 2 when a segment of employees received two mailers detailing the amount of money th

COMMUN IT Y 4 0 1 ( k) RE T IREMEN T PLAN

<NAME>, if someone was offering you free money, would you turn it down? That’s what you’re doing if you’re not contributing at least 6% to your Community 401(k) retirement plan.

So how much free money are you leaving behind per pay? Your Contribution* At your current election: Make the most of the match!

Community $1-for-$1 Match

X% $<NOW> 6% $<SIX>

The free money you’re missing out on:

We’ll match your contributions $1-for-$1, up to 6% of your eligible pay! So, if you’re not contributing up to 6% of your eligible pay, you’re leaving free money behind.

for a combined total of $<SUM> per pay period! **

$<DIFF>

* Percentage of your bi-weekly pay per the June 8, 2018, paycheck.

Or, think of it this way: If you increase your contribution to 6%, you’ll receive the full amount that Community will give to you—for free. Your contributions, plus our match, equals $<SUM> added to your retirement plan per pay period.

In order to start your contribution beginning with your July 20 paycheck, you must enroll by July 11.

** Subject to annual IRS dollar limits for employee deferrals, employer match and compensation (pay) 2018 annual limits are: Employee deferrals $18,500 plus an extra $6,000 if you’re age 50 or older Employer match $16,500 Compensation (pay) $275,000 for employer match

Manage your contributions! You can increase your 401(k) contributions at empowermyretirement.com.

Questions? Call 866-467-7756.


r

2050

5 05

20

2030

35 20

20

Hit Your Target!

2

60

206

5

2020

2040

5 04

25

2

2017, CHN saw a 6 percent increase in 401(k) enrollment during a six-month period hey were losing by not fully participating in the plan.

Deciding on an investment strategy can seem overwhelming. Thatâ&#x20AC;&#x2122;s why we offer target date funds. With your approximate retirement year as the target, these funds are managed to meet the needs of someone planning to retire in that year. Each target date fund is a mix of investments. It is designed to create a diversified portfolio that is based on your age. With the target date fund, your investments will change from aggressive to conservative as you near retirement.

You can always contribute more than the maximum match amount. ** Remember, the more you save now, the more you will have later.

Simply make your contributions and let the financial professionals oversee your funds as you work toward your target date of retirement.

Itâ&#x20AC;&#x2122;s that simple.

FOR INFORMATIONAL PURPOSES ONLY: As a recipient of this retirement income estimate, you assume full responsibility for using this information, and you understand and agree that we are not responsible nor liable for any claim, loss or damage resulting for these figures or projections. This information is not intended to provide, and should not be relied upon, as a projection or prediction of future investment results, nor is it intended as financial planning or investment, accounting, legal or tax advice. **

Subject to annual IRS dollar limits for employee deferrals and compensation (pay).

Manage your contributions at empowermyretirement.com. Questions? Call 866-467-7756.

Youâ&#x20AC;&#x2122;re not tied to a certain contribution level. If your financial situation changes, you can log in to the 401(k) retirement plan website to increase or decrease your contribution at any point throughout the year.


Hit Your Target Self Mailer

Community Health Network is focused on the financial wellness of its employees. In 2 when a segment of employees received two mailers detailing the amount of money th

COMMUN IT Y 4 0 1 ( k) R E T I R E M E N T PLAN

<NAME>, did you know you can start putting away money for retirement at any time? It’s never too late to begin saving for retirement. While the earlier you start, the better, saving at any age—and at any dollar amount—is helpful. Any money you put away in your 401(k) plan will benefit you later in life!

Community wants to help you! You can participate in Community’s 401(k) retirement plan, and here are a few things to keep in mind: It’s still your money. The money you’re taking out of your paycheck is still yours—it’s just in a separate account for retirement. You can save up to $18,500 in 2018, plus an extra $6,000 if you’re age 50 or older.

We make it easy with payroll deductions. You don’t have to think about mailing a check or going online to make a payment. We’ll deduct your contribution from your paycheck each pay period.

You’re not locked in to a certain contribution level. If your financial situation changes, you can increase or decrease your contribution at any point.

The money is there for you in the event of an emergency. The plan includes loan and hardship withdrawal options, so if you need to access the funds in an emergency, you may be able to withdraw or borrow against it.

In order to start your contribution beginning with your July 20 paycheck, you must enroll by July 11.

FOR INFORMATIONAL PURPOSES ONLY: As a recipient of this retirement income estimate, you assume full responsibility for using this information, and you understand and agree that we are not responsible nor liable for any claim, loss or damage resulting for these figures or projections. This information is not intended to provide, and should not be relied upon, as a projection or prediction of future investment results, nor is it intended as financial planning or investment, accounting, legal or tax advice.

Start today! Begin making 401(k) contributions at empowermyretirement.com.

Questions? Call 866-467-7756.


2017, CHN saw a 6 percent increase in 401(k) enrollment during a six-month period hey were losing by not fully participating in the plan.

Benefits Administration 7400 North Shadeland Avenue Suite 100 Indianapolis, IN 46250

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Total Compensation Benefit Value ‘The Reward for your Work Is More Than A Salary’ Benefits Statement


Compensation Value Postcard Veolia Water introduced a number of plan design changes over the course of two to three years, some of which increased costs to employees. In order to make sure employees fully understood the company’s cost as well as their own, Westcomm developed a communications campaign to promote Veolia’s transparency portal where employees could view their total compensation.

The reward for your work is more than a salary. Each year, we spend millions of dollars on beyond-the-paycheck benefits for our employees. Log on to: https://www.onlinetotalcomp.com/veoliawater

to see the full amount Veolia contributes to you personally in benefits, 401(k), paid time off, bonuses and more. You may be surprised at what you see…

janvier May 2006

3


Benefits Statement Letter

Westcomm manages the production and mailing of annual benefits statements for Co chosen and how the cost of their coverage is shared by CHN.

Benefits Statement Current Year Core Benefit Elections

Sherry Thompson Below are the benefits you are currently enrolled in as of Oct. 2, 2017. Communityâ&#x20AC;&#x2122;s 2018 benefits enrollment period is from Oct. 30 to Nov. 13. This is your opportunity to change your benefit elections for 2018. Follow the steps below 2017 Benefit Elections

Review your current elections.

Review how your potential wellness incentive may impact your medical plan choice (see reverse side).

Want the same benefits?

Yes Do nothing and weâ&#x20AC;&#x2122;ll re-enroll you.

No Make elections online by Nov. 13.

Core Benefits

Current Coverage

Medical Plan

Gold - Employee + Spouse

HSA Employee Contribution

$400 Annual

Dental Plan

Waived/Declined

Vision Plan

VSP - Employee + Spouse

Legal Plan

Waived/Declined

Short-term Disability

$400 Pre-Tax

Long-term Disability

50% Post-Tax

Employee Basic Life Insurance

1x Annual Salary

Employee Supplemental Life Insurance

2x Annual Salary

Spouse Life Insurance

Waived/Declined

Dependent Life Insurance

Waived/Declined

Accidental Death & Dismemberment

$50,000

Healthcare FSA

Waived/Declined

Dependent Care FSA

Waived/Declined

PTO Sell

Waived/Declined

Voluntary Benefits

Coverage

Group Accident Insurance

Waived/Declined

Auto/Home Insurance

Waived/Declined

Critical Illness Insurance

Waived/Declined

Identity Protection

Waived/Declined

Whole Life Insurance

Waived/Declined

Pet Insurance

Waived/Declined

Pet Health Discount Plans

Waived/Declined

*Note: All enrollments are subject to plan eligibility and provisions.


ommunity Health Network that show employees the coverage they have

Understanding Community’s Contributions to Your HRA or HSA Each year, Community contributes to either your HRA (Gold Plan) or HSA (Silver Plan). Additionally, you may have earned wellness incentives—which will add more money to your HRA or HSA. The tables below include the contribution amounts from Community: • Base contribution • Your wellness incentive as of Oct. 2, 2017 • Your spouse’s/partner’s wellness incentive as of Oct. 2, 2017 To view your most up-to-date wellness incentive amount, log in to https://mywellness.ecommunity.com. In order to receive your spouse’s/partner’s wellness incentive, they must be eligible for coverage and be covered by a Community medical plan in 2018. Your Estimated 2018 HRA (Gold Plan) Contribution Coverage Selection

Community HRA Contribution

Single

Employee + Child(ren)

Employee + Spouse/ Partner or Family

$750

$1,500

$1,500

Employee Wellness Incentive

+

$XXX

+

$XXX

+

$XXX

Spouse/Partner Wellness Incentive (if enrolled in coverage)

+

$0

+

$0

+

$XXX

Total Community Contribution

$XXX

$XXX

$XXX

Your Estimated 2018 HSA (Silver Plan) Contribution The IRS sets an annual maximum limit of how much can be contributed to an HSA. Because Community helps contribute to your HSA, you need to carefully consider how much you may contribute. While you don’t have to contribute the maximum amount, you want to be sure you don’t over-contribute and, consequently, incur a tax penalty. Coverage Selection

Community HSA Contribution

Single

Employee + Child(ren)

Employee + Spouse/ Partner or Family

$1,000

$2,000

$2,000

Employee Wellness Incentive

+

$XXX

+

$XXX

+

$XXX

Spouse/Partner Wellness Incentive (if enrolled in coverage)

+

$0

+

$0

+

$XXX

Total Community Contribution Maximum HSA Contribution Allowed by IRS* Total Community HSA Contribution

Maximum Amount You May Contribute

$XXX

$XXX

$XXX

$3,450

$6,900

$6,900

$XXX $XXX

$XXX $XXX

$XXX $XXX

* If you are age 55 or older, the IRS allows you to invest an additional $1,000 as a catch-up contribution. The estimated contribution and incentive amounts are provided with no assurance or guarantee of payment. The information above is provided for your convenience and should not be used as a substitute for consultation with professional tax, accounting, legal or other adviser. For more information, refer to IRS Publication 969.


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Wellness Campaigns Focus on Wellness and Earn $$$ Your Health Matters to Us Your Wellness Update Still Time to Earn Money for Your HSA!


Focus on Wellness and Earn $$$ Flyer In addition to plan design changes made by KAR Auction Services, they also introduced new wellness program incentives. Westcomm produced electronic pieces that were emailed to employees and posted online explaining how the wellness program incentives work.

Focus on Wellness and Earn Up to $300 Each Year You may earn up to $300 in HSA contributions by taking advantage of the resources offered through our RedBrick Health wellness program. Earn a $50 HSA contribution from KAR up to six times in 2018 for each month you complete a wellness activity. Your activity will be tracked monthly so, if you complete multiple wellness activities in one month, you will only receive $50 for the month up to $300 annually.

Ways to Earn Wellness Activities Orientation Video*

Watch the Orientation Video to get an introduction on the RedBrick Health Portal and wellness activities available to you.

Health Assessment*

Complete this survey to get a snapshot of your health.

Next-Steps Consult*

After completing the Compass health assessment, a phone call with RedBrick Health can give you some direction of ways to take action.

Journeys

Engage in a RedBrick Journey to take small steps towards your wellness goals.

Phone Coaching

Have a phone call with a RedBrick coach for reinforcement, guidance, and to keep you on track and moving forward to meet your goals.

RedBrick Track

Track 10 days of activities within a single month through Get Active, Eat Healthy, Live Well. Sync an approved fitness device or app to make tracking easier.

*This wellness activity is only eligible for a reward once a year if completed.

Please Note: Employees must be enrolled in an HSA through KAR to receive the company’s contribution.

To activate your membership at MyRedBrick.com/KAR, all you need is your: • First name • Last name • Birth date • Employee ID


Your Health Matters to Us Flyer

Your Health Matters to Us Taking an active role in your healthcare is important and we want to help! KAR provides opportunities throughout the year to earn additional HSA contributions just for living a healthy lifestyle. We hope that you will take advantage of these incentives by completing wellness activities through the RedBrick Health Portal. The portal provides access to expert guidance and real support to work toward your chosen goals for a healthy and happy lifestyle – at your own pace. RedBrick can help you be nicotine free, have more energy, exercise more, eat smarter, lose weight, sleep better and more!

Learn about our Wellness Program in this RedBrick Health orientation video and earn a $50 wellness reward!

Registering for the RedBrick Health Portal is Easy! All full-time KAR employees are encouraged to participate in our free wellness program offered through RedBrick Health. To activate your membership at MyRedBrick.com/KAR, all you need is your: • First name • Last name • Birth date • Employee ID After you register, you can download the free mobile app. Enter activation code (KAR) and your login information. If you need help, call RedBrick Health at 1-877-277-0282.

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Focus on Wellness and Earn Up to $300 Each Year KAR offers wellness rewards to eligible employees in the form of HSA funds. You can earn a $50 HSA employer contribution up to six times in 2018 for each month you complete a wellness activity through RedBrick Health. Your activity will be tracked on a monthly basis, so if you complete multiple wellness activities in one month, you will only receive $50 for the month up to $300 annually. This rewards program is only available to employees enrolled in an HSA through a KAR medical plan.

Wellness Activities Orientation Video*

Watch the Orientation Video to get an introduction to the RedBrick Health Portal and wellness activities available to you.

Health Assessment*

Complete this survey to get a snapshot of your health.

Next-Steps Consult*

After completing the Compass health assessment, a phone call with RedBrick Health can give you some direction on ways to take action.

Journeys

Engage in a RedBrick Journey to take small steps towards your wellness goals.

Phone Coaching

Have a phone call with a RedBrick coach for reinforcement, guidance, and to keep you on track and moving forward to meet your goals.

RedBrick Track

Track 10 days of activities within a single month through Get Active, Eat Healthy, Live Well. Sync an approved fitness device or app to make tracking easier.

*This wellness activity is only eligible for a reward once a year if completed.

Choose What Works for You RedBrick Health offers online Journeys or phone coaching with an expert on a variety of topics including: • Eat Right

• Your Meds: Find Ways to Save

• Choose a New Attitude

• Coach Your Kids to Eat Healthier

• Beat the Blues

• Stay Strong at Home

• Dine Out with Diabetes

• Ready, Set, Stop Smoking!

How to Use Wellness HSA Contributions You may use the reward contributions to your HSA to pay for eligible medical, prescription, dental, and vision expenses. Eligible expenses include costs for the following (but not limited to) services: • Body scans • Chiropractic care • Laser eye surgery • Office visits (medical, dental, vision) • Orthodontia • Vaccinations You can find a complete list of eligible expenses at wageworks.com/employees/support-center/hsa-eligible-expenses/.

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Your Wellness Update Self Mailer

Community Health Network offers a points-based wellness program. Annually, Westco employees the total points they have accumulated and reminding them how to earn m

YOUR WE LLNE SS UPDATE

Tom Smith, Our wellness program records indicate that as of June 8, 2017, you’ve not signed up or have 0 points —but there’s still time to earn a wellness incentive to help you pay for healthcare expenses next year.

Here’s how it works:

You participate in health and wellness activities sponsored by Health Promotions.

You earn reward points for the various activities you complete.

At the end of the program period (Sept. 30, 2017), we tally the points you’ve earned.

You receive a wellness incentive in your HRA or HSA in early 2018, if you earned enough points and enroll in the medical plan.

Point Requirements for 2017 • 500-999 points = $250 HRA/HSA wellness incentive • 1000+ points = $750 HRA/HSA wellness incentive Spouses/partners also can participate in the wellness program. If he or she is covered by your medical plan next year, that gives you the potential to earn a $1,500 HRA or HSA incentive contribution!

Ready to get started? Go online today to register for the wellness program. It’s fast, simple and gets you started toward earning points. Go to https://mywellness.ecommunity.com. Once you’re enrolled, you can log in any time to access resources, view available programming options, track your points and see if you’ve earned an incentive. You have until Sept. 30, 2017, to earn points. For any questions, contact Health Promotions at 317-621-9355.


Sign up now for our next quarterly challenge, which begins July 10. Registration open from June 26 to July 16.

Points can be earned from a variety of activities, including: • • • •

Wellness Screenings Preventive Screenings Health Programs Quarterly Challenges

There’s still time! If you haven’t earned at least 500 points yet, there’s still time! You have until Sept. 30, 2017, to earn points. If you have any questions, contact Health Promotions at 317-621-9355.

Benefits Administration 7400 North Shadeland Avenue Suite 100 Indianapolis, IN 46250

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

Want to know how many wellness points you have?

Look inside to find out!

Look inside to find out!

Want to know how many wellness points you have?

Benefits Administration 7400 North Shadeland Avenue Suite 100 Indianapolis, IN 46250

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

omm produces personalized mid-year updates showing more.


Still Time to Earn Money for Your HSA Self M

Community Health Network recently began requiring nicotine screenings for employe screening, they received a mailer either confirming their discounted premium or notif

YO U R WEL L N ES S U P DAT E AS O F AP R I L 6, 20 1 8

<FirstName>, Thank you for completing Community’s voluntary wellness screening, including nicotine testing. • If you tested negative, you’re all set to receive the discounted medical premium rate in 2019! • If you tested positive, you are eligible for one free Nicotine Re-Test. Simply sign up for a new wellness screening appointment and ask for only the Nicotine Test when you get there. You can also complete our free nicotine cessation course in order to be eligible for discounted medical premiums in 2019. To learn more about this program and how to enroll in a course, review the Nicotine Testing & Cessation FAQs on mywellness.ecommunity.com.

Plus, you’ve been earning wellness points! If you earn enough points and elect Community’s medical coverage next year, we’ll deposit a wellness incentive (up to $750) into your HRA or HSA in 2019. You have until Sept. 30, 2018, to participate. To get started, log on to mywellness.ecommunity.com to find a list of ways to earn points, register for activities and more!

Reward Points As of April 6, 2018

<FIRSTNAME> → <POINTS> points <SPOUSE> → <SPOINTS> points

Point Requirements for 2018 500-999 points = $250 HRA/HSA wellness incentive 1000+ points = $750 HRA/HSA wellness incentive Questions? 317-621-9275

Keep going! To see your activity and points history, simply log on to your MyWellness portal at mywellness.ecommunity.com.


Mailer

Benefits Administration 7400 North Shadeland Avenue Suite 100 Indianapolis, IN 46250

ees to qualify for reduced medical premiums. Once employees completed the fying them of the smoking cessation program. PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

Use the money to pay for medical expenses. Earn enough points for a contribution.

There’s still time to earn money for your 2019 HRA or HSA! Participate in wellness activities.

There’s still time to earn money for your 2019 HRA or HSA! Participate in wellness activities.

Earn enough points for a contribution. Use the money to pay for medical expenses.

Benefits Administration 7400 North Shadeland Avenue Suite 100 Indianapolis, IN 46250

There’s still time to earn wellness points and receive an HRA/HSA contribution! You have until Sept. 30, 2018, to earn points.

PRESORTED FIRST CLASS MAIL US POSTAGE PAID INDIANAPOLIS IN PERMIT NO 0000

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