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CHIPRA
The Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA) extends and expands the state children’s health insurance program (CHIP). States are permitted to offer a premium assistance subsidy for coverage under certain employer-sponsored health plans to all low-income children who are eligible for the CHIP program. For more information, visit www.insurekidsnow.gov or call 877-KIDS-NOW or visit the Total Rewards website at http://www.jll.com/mytotalrewards for more details.
COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires continuation coverage to be offered to you and your covered dependents when group health coverage would otherwise be lost due because certain specific events. Those events include the death of a covered employee, termination, or reduction in the hours of a covered employee’s employment for reasons other than gross misconduct, divorce or legal separation from a covered employee, a covered employee’s becoming entitled to Medicare, and a child’s loss of dependent status (and therefore coverage) under the plan.
You may continue your coverage for up to 18 months (dependents – up to 36 months) as long as you continue to pay the full cost of coverage, plus a two percent administrative charge due to Jones Lang LaSalle’s COBRA administrator, each month. Plans that you may elect to continue include Medical, Dental, Vision, FSA and the Employee Assistance Program, as long as you were enrolled in these plans prior to the loss of coverage event date.
FMLA
In order to be eligible for leave under the federal Family and Medical Leave Act (FMLA), you must have worked for Jones Lang LaSalle for at least 12 months and have worked at least 1,250 hours as a Jones Lang LaSalle employee in the 12 months preceding the leave. If you are a transitioned employee and your prior service credit was carried over, it will be counted toward your FMLA credit.
An employee may be eligible for up to 12 weeks of unpaid family and/or medical leave within a 12-month period and must be restored to the same or an equivalent position upon return from leave, provided the employee meets certain conditional requirements (referred to as “FMLA protected leave”). Where state and local family and medical leave laws offer more protections or benefits to employees, the protections or benefits provided by such laws will apply (e.g., CA, CT, MA, OR, HI, ME, MN, NJ, VT and Washington, DC).
Eligible employees with a spouse, son, daughter or parent on active duty or called to active duty status in the National Guard or Reserve in support of a contingency operation may use up to 12 weeks of unpaid leave entitlement under this policy to address certain qualified exigencies.
In addition, eligible employees may also take up to 26 weeks of leave to care for a covered service member during a single 12-month period.
For additional information, contact Liberty Mutual at +1 888 526 5768 or www.MyLibertyConnection.com (company code: JLL101).
HIPAA
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) and its implementing regulations restrict Jones Lang LaSalle’s ability to use and disclose protected health information. Protected health information (PHI) includes: Information that is created or received by the Plan and relates to the past, present, or future physical or mental health or condition of a participant; the provision of health care to a participant; or the past, present or future payment for the provision of health care to a participant; and that identifies the participant, or for which there is a reasonable basis to believe the information can be used to identify the participant.
It is Jones Lang LaSalle’s policy to comply fully with HIPAA’s requirements. To that end, all members of Jones Lang LaSalle’s workforce who have access to PHI must comply with this privacy policy. This policy does not address requirements under other federal laws or under state laws. Jones Lang LaSalle will use and disclose PHI only as permitted under HIPAA.
WHCRA
The Women’s Health and Cancer Rights Act (WHCRA) provides coverage for certain services relating to a mastectomy in a manner determined in consultation with you and your attending physician. This required coverage includes all stages of reconstruction, surgery, prostheses and treatment of physical complications from the mastectomy, including lymphedema.
MEDICARE PART D CREDITABLE COVERAGE
Please read the attached notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Jones Lang LaSalle and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you may be required to pay a higher premium (a penalty).
Availability of Summary Health Information–Summary of Benefits and Coverage (SBC)
As an employee, the health benefits available to you provide important protection for you and your family in the case of illness or injury.
Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format to help you compare across options. The SBCs can be obtained by visiting the Total Rewards portal
A paper copy is also available, free of charge, by calling the Benefit Solution Group at 866-580-7421.
Summary Plan Documents
Summary Plan Documents, which provide complete information about the Health and Welfare plans and the 401(k) and Retirement Savings plan which are provided by Jones Lang LaSalle, can be obtained by visiting the Total Rewards website at
http://www.jll.com/mytotalrewards.
A paper copy is also available, free of charge, by calling the Benefit Solution Group at 866-580-7421.
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Benefits Glossary
Beneficiary: An individual designated by the employee to receive proceeds or benefits from the employee’s life insurance or retirement plans.
COBRA (Consolidated Omnibus Budget Reconciliation Act): A Federal Law that allows employees and their dependents to continue insurance coverage after a Qualifying Event, such as reduction in hours or termination of employment. Cost is at the total premium rate, plus an administration fee.
Coinsurance: The percentage of cost sharing between the employee and the plan for services received.
Deductible: The annual out-of-pocket payment that you make before your plan begins to pay for your healthcare—typically hospitalization or procedures, NOT preventive care.
Dependent: An individual such as a child, same-sex domestic partner, or spouse that is eligible for coverage under the employee’s insurance plans.
Flexible Spending Account: A Flexible Spending Account (FSA) allows an employee to set aside a portion of his or her earnings to pay for qualified medical and/or dependent care expenses. Money deducted from an employee’s pay for an FSA is not subject to payroll taxes. Note: Unused funds at the end of the effective year are forfeited.
Health Savings Account: A Health Savings Account (HSA) is a tax-advantaged medical savings account available to employees who are enrolled in the Plus or Basic medical plan options. The funds contributed to the account are not subject to federal income tax at the time of deposit, and the funds roll over and accumulate year to year if not spent. You can also take the money with you when you leave to save for future medical expenses.
Network: Hospitals and providers having a contracted agreement with a health plan company to make covered services available to members at a significantly lower rate than those you would receive by going out-of-network.
Open Enrollment: The annual period during which employees re-enroll or have the option to change their benefit selections.
Out-of-network: Services received from a non-participating provider. These services require deductible and coinsurance payments.
Does not apply to Kaiser Permanente.
Out of pocket maximums: The most an employee would be expected to pay on services. This is the deductible amount plus your coinsurance maximum. Once the out-of-pocket maximum is met, covered services are paid at 100 percent of the allowed charge for the rest of the calendar year.
Premium: Payment made on an insurance policy on a regular, periodic basis.
Preventive Care: Health care services that are covered at 100 percent by the plan if you use an in-network provider. They are not subject co-pay, deductible, or coinsurance. If services are received out-of-network, you will be subject to the plan coinsurance at the out of network allowable amounts, not subject to the deductible.
Status Change/Qualifying Mid-Year Event: A qualifying life event such as marital status change, birth or death of a dependent, eligibility change or job status change, that allows an employee to change benefit elections at a time other than Open Enrollment.