2014
Benefits
October 28 - November 8, 2013
Open Enrollment Changes and Highlights
Full-Time
and Eligible Affiliated
Employees of SAS
Benefits Open Enrollment will be from Oct. 28, 2013 through Nov. 8, 2013, with elections effective Jan. 1, 2014. This is the one time each year when you can make changes to your medical, dental, vision and flexible spending account elections without experiencing a quali-fying change in status such as marriage, divorce, or the birth/adoption of a child.
There will be a number of important changes to SAS’ benefits in 2014 including:
• Enhanced dental and vision coverage. • Flexibility in coverage elections. • Moderate changes to the medical plan.
This booklet provides a comprehensive overview of SAS’ benefit changes which will take effect in January 2014. This booklet also contains detailed information intended to help employees better understand the many complexities of health care reform and their impact, both immediate and long-term, to SAS’ benefit plans. Details of the changes are outlined in the 2014 Highlights and Changes section of this booklet. Please review the information to understand the changes and how they affect your health care benefits and premiums.
If you do not actively enroll or make changes during Open Enrollment, your current benefit elections will carry forward to 2014 with the following exceptions:
• Flexible Spending Accounts (FSAs) – If you wish to participate in a Health Care and/or Dependent Care FSA for 2014, you must actively enroll or re-enroll during Open Enrollment. FSA elections from 2013 will not carry over to the 2014 plan year.
• Working Spouse/Domestic Partner Premium – If you currently waive the $100 monthly Working Spouse/Domestic Partner Premium and are eligible to continue waiving the premium for the 2014 plan year, you must submit a new waiver during Open Enrollment. Information about the premium can be found on the Benefits Open Enrollment website at sww.sas.com/hrweb/ OpenEnrollment.jsp. You can complete the waiver online while making your Open Enrollment selections through Workday. If you do not have access to a computer, contact the Benefits Department at 919-531-9090 to request a paper waiver form.
2014 Open Enrollment Overview
SAS’ Total Rewards program is how we invest in our employees. We offer a multidimensional Total Rewards package where employees share in the company’s financial and operational successes. Similar to the SAS philosophy of treating our employees holistically, our Total Rewards program takes a comprehensive approach by providing both valuable monetary and non-monetary rewards.
An important element of SAS’ Total Rewards is the heavily subsidized comprehensive and competitive health care benefits provided to you and your family. SAS will continue to be vigilant in our efforts to bal-ance costs while maintaining the comprehensive benefit offerings that
Starting in 2014, we will be making changes to our medical, dental and vision plan benefits and enrollment options. These changes are being made to:
• Continue leading in competitive employer subsidized benefits. • Manage SAS’ health care costs at a sustainable level. • Avoid triggering the excise (Cadillac) tax under health
care reform.
• Remain compliant under all federal and state laws and regulations.
We are asking you to do your part by living a healthy lifestyle, avoiding unnecessary health care costs and being a thoughtful consumer by evaluating options and the associated cost when you need health care services and treatment.
SAS’ Rising Health Care Costs
SAS’ health care plan expenses have increased by over 21% in the last two years and are estimated to increase by an additional 12% in 2014 (totaling $116 million). In comparison, the national health care trend is estimated between 6% and 7% for 2013 and 2014. SAS has done its best to shield our employees from the full extent of the cost increases by continuing to pay 87% of health care premiums. The charts below compare SAS’ employer/employee cost share of health care premiums to the national average.
13% SAS 13% 87% SAS Cost Share Employee Cost Share
Key Drivers of SAS’ Health Care Cost
Higher pricing – Includes the rising cost of prescription drugs, provid -ers, hospitals, medical supplies and advances in medical technology.
Aging workforce – As we age, we generally need more care and
spend more on health care services.
National Average Company Cost Share Employee Cost Share 73% 27%
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Comprehensive health care benefits with a low employee cost
share – SAS has a history of low copays, no in-network coinsurance
and very low deductibles. When consumers have little or no out-of-pocket expense, there can be lack of awareness on the impact to the company’s bottom line.
High cost claims – These claims typically reflect very serious medical
conditions and treatments. SAS’ high-cost claims increased from $10 million in 2011 to $19 million in 2012.
Health Care Reform – In March 2010, the federal Patient Protection
and Affordable Care Act (PPACA), more commonly known as “Health Care Reform,” was signed into law. It implements extensive changes and comprehensive health insurance reforms that will roll out over the next four years and beyond. These changes significantly impact both individual and employer-sponsored health plans.
While health care reform should provide access to insurance for everyone in the United States, it comes at a cost. SAS is not insulated from these costs, and like many employers, must make changes to our health care benefits to help offset the costs of health care reform compliance.
SAS’ health care costs have increased by an estimated $5 million annually as a result of the implementation of health care reform. Additionally, the annual impact is estimated to increase to $6.5 million for the 2014-2017 plan years. Unless we are able to manage our health care costs at a more sustainable level, SAS will trigger a 40% employer excise (Cadillac) tax starting in 2018.
The main drivers of SAS’ increased health care cost related to health care reform are:
• 2011 employer mandate to cover adult dependents –
Employers are required to offer coverage to adult dependents up to age 26 regardless of student or marital status.
• 2011 removal of essential benefit limits – This provision
required employers to remove annual and lifetime limits for essential health benefits.
• 2013 extension of preventive services under women’s
health – Employers are required to cover additional preventive
services for women at a $0 cost share. This includes well- woman visits, various types of screenings and FDA-approved contraception methods.
• 2014 - 2016 transitional reinsurance fees – Health care reform
requires group health plans to pay a per-covered-member fee in order to help to fund health care exchanges opening in 2014.
• 2018 excise tax on high value health plans – By providing
comprehensive benefits, SAS is exposed to a 40% federal excise tax on high cost plans known as the “Cadillac tax.” Starting in 2018, SAS may be required to pay millions in taxes if the cost of our health care passes certain thresholds. Although the excise tax does not start until 2018, SAS must begin to make changes now so we don’t trigger the tax in coming years.
The chart below demonstrates the potential cost to SAS in an annual excise tax starting in 2018 through 2029.
0 $10,000,000 $20,000,000 $30,000,000 $40,000,000 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029
SAS Annual Excise Tax Projections
$5,055,576 $7,266,832 $9,945,939 $12,483,773 $14,834,294 $17,340,319 $20,010,461 $22,853,779 $25,879,804 $29,098,564 $32,520,606 $36,000,000
How You Can Help Keep Health Care Costs Down
Get regular health checkups– Early diagnosis can result in a quicker return to good health and, in some cases, can even mean the difference between life and death.
Fill prescriptions with generic equivalents – Generics and name brand drugs typically have the same active ingredients, strength and dosage, but a generic drug is on average one-third the cost of a name brand drug. In addition, your out-of-pocket costs are lower for generics.
For Cary employees and covered family members:
• Choose a SAS Health Care Center provider for primary care or even episodic acute care –The HCC offers excellent comprehensive primary care for all ages, beginning at birth. If you already have a community primary care provider and don’t wish to change this relationship, then the HCC is a good choice for the diagnosis and treatment of minor acute illnesses. There are out-of-pocket copays for most visits at community provider offices – all HCC visits are free.
• Fill your prescriptions at the HCC Pharmacy – On average, ingredient costs for prescrip-tions filled at the HCC Pharmacy are 20% less than at retail. Also, the HCC Pharmacy is the only pharmacy that can fill a 90-day prescription in person, offering convenience as well as lower costs for you and the company.
Increase physical activity –Exercise can help improve your quality of life and offset the rise of health care costs. Just 30 minutes of moderate exercise a day can improve your personal health. To get started, learn more about services offered at our Cary Recreation and Fitness Center. Before beginning any exercise program, you should consult with your health care provider.
Manage chronic disease –The treatment of chronic diseases contributes greatly to the rise in health care costs. Coronary artery disease, Type 2 diabetes and hypertension are often prevent-able, managed with lifestyle changes alone or managed with fewer medications if diagnosed early and followed up regularly.
Be a better consumer of SAS health care benefits:
• Use the BCBS Cost Estimator Tool – Take advantage of estimator websites to help lower your costs by letting you compare the cost of care.
• Ask your providers how much a procedure is going to cost, if the test the provider orders is necessary, and inquire if there is a cheaper alternative or generic version of the medi-cation your provider prescribes.
2014 Open Enrollment Highlights
and Changes
1. Health Care Coverage Enrollment –
Medical, Dental and Vision May Be
Elected Separately
Starting in 2014, employees may enroll separately in medical (includes prescription), dental and vision coverage, or any combination of the three. Eligible dependents may be enrolled in any coverage option in which the employee is enrolled. For example, an employee may enroll in Employee Only medical coverage, Employee + Family dental coverage and Employee + Spouse vision coverage.
Monthly premiums will be determined by the type of health care enrollment (medical, dental and/or vision) and the level of coverage selected (Employee Only, Employee + Spouse, Employee + Family). Monthly premium information is outlined below.
If no action is taken during open enrollment, employees will be automatically enrolled in the same level of medical, dental and vision coverage in effect on Dec. 31, 2013.
2. 2014 Full-Time Employee Monthly
Premium Contributions
The full-time employee monthly contributions for medical, dental and vision coverage are listed below. Each coverage option will have a separate monthly premium contribution based on the level of coverage elected. The $100 monthly Working Spouse/Domestic Partner Premium will only apply to medical coverage.
Dental
Coverage Tier Employee Contribution
Employee Only $12
Employee + Child(ren) $24
Employee + Spouse/Domestic Partner $25
Employee + Family $34
Vision
Coverage Tier Employee Contribution
Employee Only $5
Employee + Child(ren) $9
Employee + Spouse/Domestic Partner $10
Employee + Family $13
Medical
Includes prescription coverage and access to the Cary on-site Health Care Center and Pharmacy
Coverage Tier Employee Contribution
Working Spouse/ DP Premium
Employee Only $76 NA
Employee + Child(ren) $145 NA
Employee + Spouse/Domestic Partner $166 +$100
Employee + Family $232 +$100
Items in this Highlights and Changes section are a summary of material modifications (“SMM”) that describe changes to the SAS Institute Inc. Health Care Plan. This information supplements the Summary Plan Description (“SPD”).
3. Medical Benefit Changes
Starting in 2014, SAS will be asking employees to share a little more in the cost of medical care by implementing a low in-network coinsur-ance and by increasing deductibles and out-of-pocket maximums. These changes are being implemented to help keep premiums lower for everyone covered under the plan and to encourage covered mem-bers to be more conscientious consumers when accessing health care services. Although the overall combined health care premiums (medical, dental and vision) will increase in 2014, SAS will continue to absorb the majority of the total cost of health care by paying 87% with employees paying 13%. This cost share distribution remains unchanged from 2013.
To help employees make better-informed health care decisions, Blue Cross Blue Shield has developed an online Cost Estimator tool. The tool allows employees to:
• Find and review quality in-network providers.
• Compare the cost of diagnostic tests or treatment offered by various providers and facilities.
• See an estimate of their out-of-pocket expenses.
By accessing data on quality, cost, and out-of-pocket expenses, employees are empowered to consult with medical providers when determining the health care services they need.
For more information on the Cost Estimator tool, visit bcbsnc.com/ mycost.
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The chart below outlines the changes to the SAS Medical Plan starting in 2014. There are several areas where there will be no changes to medical costs, such as preventive services (paid at 100%), copays for office visits, and the employee cost share for prescription drugs.
2013 2014
In-Network Non-Network In-Network Non-Network
Individual Annual Deductible $0 $250 $250 $500
Family Annual Deductible $0 $500 $500 $1,000
Coinsurance 100% 80% 95% 80%
Individual Out-of-Pocket Maximum $500 $2,000 $750 $2,250
Family Out-of-Pocket Maximum $1,000 $4,000 $1,500 $4,500
Inpatient Hospital 100% 80% 95% 80%
Outpatient Hospital 100% 80% 95% 80%
Major Diagnostic 100% 80% 95% 80%
Lab Work 100% 80% 95% 80%
Durable Medical Equipment 100% 80% 95% 80%
Additional changes to the Medical Plan for 2014 include:
• The $600 maximum for cranial bands will be removed effective Jan. 1, 2014. Cranial bands will now be covered at 95% after the deductible. The limit of one cranial band per lifetime remains unchanged.
• Hearing aids will be covered as follows: • Birth through age 22:
o In-network: Covered at 95% after the deductible. o Out-of-network: Covered at 80% after the deductible. o Replacements available every three years.
• Ages 23 and up:
o In-network: Covered at 95% after the deductible, up to a $1,500 maximum (per ear). o Out-of-network: Covered at 80% after the deductible, up to a $1,500 maximum (per ear). o Replacements available every five years.
What are copays, deductibles, coinsurance
and out-of-pocket maximums?
• Copay – Fixed payments for primary care ($20), specialist ($30), urgent care ($30) and emergency room ($100) visits. Copays do not apply to the annual deductible.
• Annual Deductible – The fixed amount you have to pay each plan year toward certain medical expenses before SAS begins paying. An individual deductible is the amount paid for one covered member, and a family deductible is the amount paid for all covered members in the family. Copays and monthly premiums do not apply to the annual deductible.
• Coinsurance – A way employees and SAS share the cost of care. For certain in-network services, SAS pays 95% of the cost once the deductible has been met.
For Example: A covered member with a $250 deductible and 95% coinsurance is responsible for paying for the first $250 of medical care cost, then 5% of the subsequent costs until reaching the annual out-of-pocket maximum.
• Out-of-Pocket Maximum – The limit on the total deductible, copays, and coinsurance a covered member will pay for eligible expenses under the SAS Health Care Plan during a plan year.
For more information about employee out-of-pocket expenses, please refer to the Open Enrollment website at sww.sas.com/hrweb/OpenEnrollment.jsp.
4. Dental and Vision Benefit Changes
To continue leading in competitive employer-subsidized benefits, we are pleased to announce enhancements to our dental and vision benefits starting in 2014.
Dental Benefit Enhancements
• The dental maximum benefit is increasing from $1,800 to $2,000 per patient/per year. The maximum benefit applies to all covered dental services with the exception of orthodontia and TMJ treatment.
• Coverage for major services is increasing from 50% to 60%. Major services include, but are not limited to: inlays, onlays, crowns, gold fillings, bridgework, implant services and repair or re-cementing of crowns.
SAS Dental Benefit
The dental benefit is administered by Ameritas. Customer Service Contact Information: 1-888-234-0706 or ameritasgroup.com/SASInstitute.
Maximum Benefit Per Calendar Year
(Maximum benefit applies to all services except orthodontia treatment and TMJ)
$2,000 per participant
Annual Deductible None
Covered Services
Preventive and Diagnostic Services Basic and Restorative Services Major Restorative Services Orthodontic Treatment
Temporomandibular Joint Dysfunction (TMJ)
What the Plan Will Pay**
100%** 100%** 60%** 50%** 50%**
Lifetime Maximum Benefit for Orthodontia Treatment $2,500 per participant
Lifetime Maximum Benefit for Temporomandibular Joint Dysfunction (TMJ) $1,800 per participant
** Benefits paid based on Usual and Customary Charges as determined by Ameritas. You are responsible for paying any amount over the Usual and Customary Charges. Benefits are determined
based on several plan elements. For full details, please review your Summary Plan Description. We highly recommend a pre-treatment estimate prior to having work done that you deem expensive.
Vision Benefit Enhancements
• Annual exams received at an in-network VSP provider will change from a $100 maximum allowance to being covered at 100%. • The benefit frequency for lenses and frames will change from every other calendar year to every year.
• Review the following chart for plan details:
SAS Vision Benefit
The vision benefit is administered by Vision Service Plan (VSP). Customer Service Contact Information: 1-800-877-7195 or vsp.com.
Plan Features Frequency VSP Provider (In-Network) Non-VSP Provider (Out-of-Network) Routine Eye Exam
(Routine analysis of vision survey)
Every calendar year Covered in Full $80 allowance
Lenses Every calendar year Covered in Full: Single vision, lined bifocal, lined trifocal and lenticular lenses in glass or plastic; polycarbonate lenses for children; anti-reflection coating.
Additional lens options have fixed pricing through VSP provider.
$200 allowance
Only frames and lenses OR elective contact lenses are available each year.
Frames Every calendar year $160 allowance
20% off any amount above the allowance. Only frames and lenses OR elective contact lenses are available each year.
$200 allowance
Only frames and lenses OR elective contact lenses are available each year.
Elective Contact Lenses Every calendar year $250 allowance
15% off contact lens services (excluding materials) Only frames and lenses OR elective contact lenses are available each year.
$200 allowance
Only frames and lenses OR elective contact lenses are available each year.
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5. ID Cards
• Medical
All covered employees will receive new Blue Cross Blue Shield medical ID cards with up-to-date benefit information for the 2014 plan year. You should receive your new ID cards prior to Jan. 1, 2014.
• Prescription
Covered employees will not receive new prescription ID cards from PharmAvail unless dependents are added or dropped from medi-cal coverage during Open Enrollment. If you add or drop a depen -dent, you will receive a new set of ID cards prior to Jan. 1, 2014.
• Dental and Vision
Employees will not receive separate dental and vision ID cards. Dental and vision eligibility information will continue to be listed on the back of the prescription ID cards.
• FSA Debit “Benny” Cards
Only new enrollees to the Health Care FSA will receive a new set of Benny cards for 2014. Current enrollees may use their existing cards for the 2014 plan year. A new set of cards can be requested from Flores & Associates at a cost of $5.00.
Flexible Spending Account (FSA)
Information
SAS offers two Flexible Spending Accounts (FSAs): The Health Care FSA (for full-time and part-time employees) and the Dependent Care FSA (full-time employees only). An FSA allows you to pay for eligible out-of-pocket health care and dependent care expenses with pretax dollars. By spending pretax dollars, you reduce your taxable income by the amount you contribute and therefore pay less federal income and Social Security taxes for the year. Your state and local income taxes may also be reduced which may give you a greater net income.
How an FSA Works
Participation in the Health Care and/or Dependent Care FSA is optional. If you decide to participate, you should estimate your out-of-pocket health care and/or dependent care expenses for the upcoming year to help determine how much you should contribute. Note that the changes to the 2014 Medical Plan may increase your out-of-pocket expenses.
FSA contributions will be deducted from each paycheck on a pretax basis in equal increments and credited to your FSA over the course of the year. When you incur an eligible health care or dependent care expense, you pay for the expense then submit a claim for reimburse-ment from your FSA. If you are enrolled in the Health Care FSA, you will also have the option of using an FSA Electronic Payment Card which is described in further detail below.
SAS FSAs are administered by Flores and Associates (flores247.com).
Health Care FSA
You may contribute up to $2,500 per year in a Health Care FSA to reimburse yourself for eligible out-of-pocket medical expenses incurred by you or your dependents. Examples of eligible expenses include:
• Medical and prescription copays and coinsurance. • Deductibles and amounts over the medical plan’s
Allowed Amounts.
• Glasses, contacts and vision correction surgery (i.e., LASIK). • Out-of-pocket dental expenses (excluding cosmetic
procedures) and orthodontia payments.
Participants in the Health Care FSA receive an electronic payment card (debit card) called the “Benny” Card. The Benny Card may be used to pay for eligible out-of-pocket expenses at health care provider offices, medical clinics, hospitals, dental offices, hearing and vision care centers and pharmacies. This convenient payment option is designed to be used in place of the traditional paper claim, saving you time. However, you may still submit traditional paper claims for reimbursement, if preferred.
More information on how the Benny Card works can be found on the Benefits website at sww.sas.com/hrweb/HRDocs/
HealthCareFSADebitCardFAQ.pdf.
Dependent Care FSA
You may contribute up to $5,000 per year ($2,500 if married and filing separately) in a Dependent Care FSA to reimburse yourself for child care expenses provided for your dependents. The Dependent Care FSA is not to be used for reimbursement of dependent medical
expenses. Reimbursements are made only up to the amount that you have paid into your account at any point during the year. Examples of eligible expenses include:
• Daycare and preschool tuition. • Before- and after-school care. • Nanny services.
• Day camps.
• Track-out care (year-round schools). • Adult daycare services.
Dependents must be under the age of 13, or of any age that lives in your household and is incapable of self-care.
Additional information is available in IRS Publication 503, Child and
Using the Dependent Care FSA if You Also Receive
a Daycare Subsidy or Daycare Provided by SAS
The Dependent Care FSA has an annual maximum contribution of $5,000. Any dependent care benefits that you receive from SAS (through the value of on-site daycare, the regional child care subsidy or the community child care subsidy) will reduce your $5,000 annual maximum contribution on a dollar-for-dollar basis. If the value of the employer-provided subsidy is less than $5,000, you may elect to contribute the difference between that value and the $5,000 maximum to your Dependent Care FSA. For more information on SAS subsidized daycare, including guidance on how to determine if you are eligible to contribute to the Dependent Care FSA, you may review the Flexible Spending Account memo located at finance.na.sas.com/tax.Important Information About Flexible
Spending Accounts
You should carefully consider the amount you elect to contribute on an annual basis due to the following FSA rules, based on IRS requirements:
No Changes: In most cases, changes to your FSA elections can only
be made during Open Enrollment. Midyear changes are only allowed if you experience a Qualifying Change in Status.
Separate Accounts: The Health Care FSA and the Dependent Care
FSA are two separate accounts. You cannot use your health care contributions to reimburse yourself for dependent care expenses or vice versa.
Use It or Lose It: Any unused amounts remaining in your account at
the end of the year will be forfeited. You will have until March 31 of each year to file claims for expenses incurred on or before Dec. 31 of the previous year.
For more information on Flexible Spending Accounts, refer to the Benefits website at sww.sas.com/hrweb/HRDocsFlexible SpendingAccountsGeneralInformation.jsp.
How to Enroll or Make Changes
Enrolling in or changing your benefits during Open Enrollment is an easy online process through Workday. If you do not have access to a computer or need individual assistance, contact the Benefits
Department at 919-531-9090.
Open Enrollment changes for 2014 must be completed by 10 p.m. ET on Nov. 8.
Steps to Enroll
• Review the information contained in this Open Enrollment booklet and the 2014 Open Enrollment website at sww.sas.com/ hrweb/OpenEnrollment.jsp prior to making your election decisions.
• Log in to the Workday application using your carynt username and password (single sign-on from the SWW) to complete the online enrollment process.
• Verify your 2014 elections and premiums and print your confirmation statement for your records. This is the only confirmation you will receive to verify your enrollment elections.
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Changes You Can Make During Open Enrollment
You may make the following changes to your health care coverage during Open Enrollment:
• Select desired coverage for medical, dental and vision coverage. Beginning in 2014, you may separately elect coverage in the medical (includes prescription), dental and vision plans. As an example, you may choose to enroll as Employee Only in the medical plan; Employee + Family in the dental plan; and Employee + Spouse in the vision plan. Eligible dependents may be enrolled in any coverage option in which you are enrolled. For example, if you do not select dental or vision coverage for yourself, you may not select it for your spouse or family. • Add eligible dependents to your coverage.
• Spouses now include legally married same-sex spouses, regardless of current state of residence. • Drop dependents from your coverage.
• Decline medical, dental and/or vision coverage for yourself and/or your dependents.
Please consider the following information if you are considering declining coverage under the medical, dental or vision plans:
o Declinations are completely voluntary.
o There are no financial incentives available to those who choose to decline coverage.
o If you decline medical coverage, you and your dependents will not have access to the on-site Health Care Center or pharmacy in Cary.
o SAS is not liable for any non-work-related medical or prescription claims for the period you are not enrolled in the company’s medical plan.
o You will not be eligible to elect coverage for yourself or your eligible dependents until the next Open Enrollment period unless you experience a Qualifying Change in Status. o If you and your spouse/domestic partner are both employed
by SAS, you may wish to decline coverage under one employee and choose the Employee + Spouse option or the Employee + Family option under the other employee. The following benefit elections will not carry forward to 2014 unless you take action during Open Enrollment:
• The $100 monthly Working Spouse/Domestic Partner Premium waiver.
• Flexible Spending Account (FSA) elections.
Changes You Can Make During the Plan Year
In most cases, changes to your health care coverage or FSA elections can only be done during the Open Enrollment period. Due to federal law, you can change your benefit elections during the year only if you have a Qualifying Change in Status. For more information, see the Premium Conversion and FSA Summary Plan Description at sww.sas.com/hrweb/HRDocs/PremiumConversion andFSASummaryPlanDescription.pdf.
For more detailed information regarding all of your SAS benefits, you may refer to the Summary Plan Description at sww.sas.com/hrweb/ HRDocs/SASHealthCarePlanSummaryPlanDescription.pdf.
How to Obtain Additional Information
• Visit the Benefits Open Enrollment website atsww.sas.com/hrweb/OpenEnrollment.jsp.
• Stop by Building F Café on Tuesday, Nov. 5, 2013 from
11:30 a.m. to 1 p.m. to meet with representatives from the
Benefits Department, Blue Cross Blue Shield and VSP. • Attend an Open Enrollment informational session.
Representatives from the SAS Benefits Department and Blue Cross Blue Shield will conduct meetings to answer your benefits questions at the following times and locations:
Date Location Times
October 29 W1460 7:30 a.m. - 8:30 a.m.
October 29 W1460 9:00 a.m. - 10:00 a.m.
October 30* V333 11:30 a.m. - 12:30 p.m.
October 30 W1460 4:00 p.m. - 5:00 p.m.
October 31 W1460 9:30 a.m. - 10:30 a.m.
October 31 W1460 11:00 a.m. - 12:00 p.m.
November 5 F101 4:00 p.m. - 5:00 p.m.
November 6 W1460 9:30 a.m. - 10:30 a.m.
* The meeting on Oct. 30 at 11:30 a.m. may be attended live or via webcast.
Register to attend in person or via webcast at ETRAMS – sww.sas. com/etrams.
SAS and all other SAS Institute Inc. product or service names are registered trademarks or trademarks of SAS Institute Inc. in the USA and other countries. ® indicates USA registration. Other brand and product names are trademarks of their respective companies.
