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T O Y O U R H E A L T H W E L C O M E

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At SGMC, we couldn’t do what we do without you. That’s why we’re continually

looking to enhance the ways we support you, with benefits programs and

perks that allow you to do the best work of your life. Whether it’s caring for

your loved ones, having fun with your friends at work, or staying healthy, we

want to provide you with everything you’d expect, and more.

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Family $3,000 $6,000 $4,000 $12,000 Out of Pocket Max:

Individual

Family $12,000 $6,000 Unlimited $13,100 $6,550 Unlimited Co-Insurance after Deductible In Network—80% Domestic—90% 50% In Network—80% Domestic—90% 50%

Office Visit (PCP/ Specialist) $30 /$60 copay 50% In Network—80% Domestic—90% 50%

HSA Contribution (Indiv/Family) N/A $400 / $800

In/Out Patient Physician In Network—80% Domestic—90% 50% In Network—80% Domestic—90% 50%

ER-True Emergency $100 copay, then 90% 90%

Preventive Services (deductible waived) 100% No Benefit (deductible waived) 100% No Benefit

Prescription Drugs $50 Indiv / $100 Family Deductible

Integrated w/ Medical: $2,000 Indiv /$4,000 Family Out of Pocket: $6,550 Indiv / $13,100 Family Rx @ SGMC Pharmacy: Generic Preferred Non-Preferred $10 $25 or 20% $40 or 20% 10% 10% 10% 20% 20% 20% EE Contribution

per Pay Period: Non-Tobacco Tobacco Non-Tobacco Tobacco

Employee Only $50.00 $90.00 $35.00 $75.00

Employee + Spouse * $115.00 $155.00 $75.00 $115.00

Employee + Child(ren) $70.00 $110.00 $45.00 $85.00

Employee + Family * $130.00 $170.00 $85.00 $125.00

SGMC wants to make sure that you and your family members have access to the best possible medical care. You can choose from two different medical plans, both offering great levels of coverage. In following with the SGMC corporate culture, all full-time employees are eligi-ble for medical coverage, as are their eligible dependents.

SGMC is the Domestic Provider of Bene-fits. If services are available at SGMC but are rendered at another facility, no benefits will be paid for that service.

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Plan Benefit Type 1 100% Type 2 85% Type 3 50%

Deductible Waived Type 1 (Preventive)

$75 per Calendar Year for Basic & Major Services $225 / Family

ORTHODONTIA BENEFITS—CHILD ONLY Lifetime Max $1,000 per person Allowance U&C

Plan Benefit 50%

DENTAL REWARDS ROLLOVER BENEFIT

Allows rollover of a portion of annual benefit if not used

Benefit Threshold $750 Dental benefits received for the year cannot exceed this amount.

Annual Carryover $250 Dental Rewards amount is added to the following year’s maximum.

Annual PPO Bonus $150 Additional bonus is earned if the member sees a network provider.

Maximum Carryover $1,000 Maximum possible accumulation of Dental Rewards and PPO Bonus combined. Employee Contribution per Pay Period: Full-Time Part-Time

Employee Only $10.96 $14.59

Employee + 1 $21.92 $29.10

As SGMC provides the best benefits to our team, we have selected Ameritas as our dental care insurance provider. Ameritas’ nationwide network of dentists provides you and your family members the flexibility to choose any dentist that you wish to use.

In following with the SGMC corporate culture, all benefit-eligible employees and their dependents may participate in the dental plan.

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VISION PLAN

In-Network

Eye Exam $10 Copay

Glasses $20 Copay

Contacts $0 Copay

Employee Contribution per Pay Period:

Employee Only $4.12

Employee + 1 $6.35

Employee + Family $8.71

Avesis is SGMC’s vision insurance provider. Avesis has a comprehensive list of providers in our local area which gives you and your family members the flexibility to choose any provider that you wish to use.

In following with the SGMC corporate culture, all benefit-eligible employees and their dependents may partici-pate in the vision plan.

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The Short-Term Disability Plan provides you with income if you are unable to work due to injury, illness or other eligible event, including maternity.

Plan Features

 Choose the amount of monthly coverage you need

ranging from $400—$5,000 up to 60% of pre-disability monthly income.

 You can also select the maximum benefit period.

 Benefits begin following a 7-day elimination period.

 Pregnancy is covered like any other sickness

(must meet definition for total disability and coverage must be in force for at least 9 months).

 Pre-Existing Condition exclusion applies for

one year for conditions that began within 12 months of the policy effective date.

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Being diagnosed with cancer or a specified disease can be difficult on anyone, both emotionally and financially. Having the right cover-age to help when sickness occurs or when undergoing treatments for cancer is important. Cancer coverage can help provide added financial security when it is needed most.

Allstate Benefits group voluntary cancer coverage provides cash benefits for cancer and 29 specified diseases. This coverage can help cover the costs of specific and specified disease treatments and expenses as they happen.

Plan Features

Select Silver, Gold or Platinum coverage levels

Benefit is paid at the initial diagnosis of cancer and

with a treatment reimbursement schedule.

$100 Annual Wellness Benefit –

payable even without a cancer diagnosis

Optional ICU coverage (incl. in Platinum plan)

pays $600 per day when in ICU.

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This specified disease coverage offers the protection you need to concentrate on what is most important—

your treatment, care and recovery.

Employees can choose a benefit of:

 $10,000

 $20,000

 $30,000

Critical Illness coverage is Guaranteed Issue—

Click Here for details.

This benefit is paid directly to you and covers the following conditions:

COVERED CONDITIONS

 Heart Attack  Stroke

 Bypass Surgery  Advanced Alzheimer’s  Major Organ Transplant  End Stage Renal Failure

 Advanced Parkinson’s Disease  Benign Brain Tumor

 Complete Blindness  Complete Loss of Hearing  Paralysis

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Accident Insurance helps lessen the financial pain of deductibles, co-pays and out-of-pocket costs re-lated to an accidental injury.

Plan Features

 Benefits are paid to you in addition to

other coverage you may have.

 Benefits cover injuries that result from

accidents that happen on or off the job.

 Coverage includes a benefit for office

visits and wellness visits

 Two options to choose from – High or Low.

 Guaranteed Issue—Click Here for details.

WILL YOU BE AN

ACCIDENT STATISTIC?

LADDER INJURIES

More than 90,000 every year

EYE INJURIES

2.5 million every year

SLIP & FALL

37.3 million every year

FIRE-RELATED INJURIES

1 occurs every 32 minutes

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Life is dynamic and can be unpredictable. If unexpected medical needs arise, will your major medical insurance cover enough of the expense? SHOP insurance is designed to help with just that. You can rest easy knowing that you and your family will have a little more help with those unexpected medical bills. Benefits are paid directly to you.

Hospital Benefits

Initial Hospitalization Confinement

Daily Hospital Confinement

Hospital Intensive Care Unit

Surgery & Related Benefits

Surgery & Anesthesia

Inpatient Physician’s Treatment

Outpatient Nursing &

Transportation Benefit

Outpatient Emergency Accident

Outpatient Physician’s Treatment

At Home Nursing

Ambulance

Non-Local Transportation

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Allstate’s Universal Life Insurance provides a lump-sum cash benefit upon death. Plus, life-event riders can be added to provide coverage for terminal illness, premium waiver for disability, long-term care and more.

Plan Features

Coverage is available up to $150,000.

Fund value accumulation allows for loans

and withdrawals when needed.

Family coverage is available.

Portable—take it with you if you leave SGMC.

Guaranteed Issue—Click Here for details.

HOW MUCH LIFE INSURANCE DO YOU NEED?

That’s a question only you can answer. Experts say most people need 5 to 10 times their annual income, especially young families. Here’s a few items to consider when thinking about how much life insurance your family needs:

 Annual Household Expenses

 Funeral Expenses

 Future College Expenses

 Mortgage Payments

 Unpaid Medical Bills

 Outstanding Debts

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Guaranteed Issue is a valuable feature for new employees OR if an existing employee gets married and wants to add his/her spouse as a dependent.

Guaranteed Issue means there are no medical questions that need to be answered at this time to qualify for this coverage. However, if you do not enroll during this time frame and decide to enroll in the future, you may be asked medical questions to determine if you qualify for this coverage. Pre-existing terms apply in all instances to coverages being issued.

The following voluntary insurance products offered by Allstate are Guaranteed Issue for all new employees or newly added dependents for an employee:

 Short Term Disability

 Cancer Insurance

 Critical Illness Insurance

 Accident Insurance

 SHOP Insurance

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Qualified Expenses

Nonqualified Expenses

 Deductibles & Copays

 Eyeglasses, Contacts & LASIK

 Dental Care  Acupuncture  Chiropractic Services  Hearing Aids  Laboratory Fees  LTC Medical Expenses  Stop-Smoking Programs  Physical Therapy  Psychiatric Care  Psychological Counseling

 Nursing Home Care

 OTC Drugs (unless prescribed)

 Premiums

 Weight Loss Programs

(unless prescribed)

 Cosmetic Surgery

 Child Care

 Health Club Dues

 Funeral Expenses  Maternity Clothes  Toiletries  Swimming Lessons Individual $3,350 Family $6,750

Employees enrolling in the High Deductible

Health Plan (HDHP) will receive a $400 annual

Health Savings Account (HSA) contribution from SGMC to cover qualified medical expenses. Employees enrolling with dependents will receive a $800 annual contribution. These contributions offset the deductibles associated with the HDHP. To receive the SGMC contribution, you must enroll in the HDHP. The funds will be contributed to your HSA on an annual basis. Unused funds roll

over every year and are owned 100% by you;

unused HSA funds do not return to SGMC. Fidelity Investments is the administrator for the SGMC HSA program.

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SGMC offers Flexible Spending Accounts (FSA) adminis-tered by ADP for all benefit eligible employees. When you establish an FSA, you set aside pre-tax dollars to pay for certain expenses. This reduces your taxable income and you can request reimbursement as you incur eligible expenses.

There are two types of Flexible Spending Accounts:

Health Care Flexible Spending Account

Helps you pay expenses that are not covered by your medical , vision or dental plans.

Dependent Care Spending Account

Helps pay expenses you incur for someone to care for your dependent(s) while you work.

 Eyeglasses, Contacts & LASIK

 Chiropractic Services

 Prescription Drugs

 Insurance Premiums

SeeIRS Publication 502, “Medical & Dental Expenses”for a complete list.

ISSUES TO CONSIDER

 IRS “use it or lose it” rule requires that you forfeit any amount left in your account(s) at year end.

 Expenses reimbursed from an FSA are not tax-deductible on your federal income tax return.

 You cannot change your FSA contribution level during the Plan Year unless you experience an IRS-defined “change of status.” You must notify HR in writing within 31 days of the change.

 Your contribution to a Dependent Spending Account (DSA) reduces federal child care tax credit available to you. If your actual dependent care expenses excee DSA reimbursements,

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Nothing is more important than family. That is why SGMC wants to make sure that your family is protected in every situation.

SGMC provides all full-time employees with basic life and accidental death and dismemberment insurance beginning on the first of month following

30 days of active employment. SGMC pays 100%

of all enrollment costs.

You name the beneficiary of your choosing and change it as needed.

You may also elect to purchase additional term life insurance for yourself as well as your eligible dependents beginning on the first of the month following 30 days of active employment.

Cigna is the insurer for this life insurance program.

Benefit Coverage Level

Basic Life Insurance 1.5 times annual income

up to $500,000

Guarantee Issue (no medical exam) 100%

Voluntary Employee Life 1 or 2 times annual income

up to $500,000

Guarantee Issue (no medical exam) $100,000 under age 60

$20,000 age 60 to 70 $0 age 70+

Spouse Life $25,000 or $50,000

Guarantee Issue (no medical exam) $25,000

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to provide you income if you are unable to work for a period longer than 180 days due to injury or illness. This extremely important ben-efit will provide disability income to the later of age 65 or Social Security Normal Retirement Age in the case of a total permanent disability. All active benefit-eligible employees working a minimum of 20 hours per week are enrolled on the first of the month following 30 days from the date of hire.

SGMC pays 100% of the Core (Basic) LTD plan cost.

Employees also are able to purchase additional

coverage through the optional Buy-Up (Gold)

LTD plan. The Buy-Up (Gold) LTD plan provides 60% gross disability benefit. Benefits begin after being disabled for 90 days.

These LTD plans are offered by Cigna.

LONG TERM DISABILITY PLAN FEATURES

FEATURES CORE (BASIC) LTD PLAN (Employer Paid) BUY-UP (GOLD) LTD PLAN (Employee Paid)

Benefit % 40% of pre-disability monthly covered earnings 60% of pre-disability monthly covered earnings

Maximum Monthly Benefit $6,000 $6,000

Maximum Benefit Period Later of Age 65 or SS Normal Retirement Age Later of Age 65 or SS Normal Retirement Age Minimum Monthly Benefit Greater of $100 or 10% Monthly Benefit Greater of $100 or 10% Monthly Benefit

Elimination Period

Later of 180 days, exhaustion of Extended Illness Benefits, exhaus-tion of sick leave days, or the date benefits under a salary continua-tion program or short term disabil-ity program terminate.

Later of 90 days, exhaustion of Extended Illness Benefits, exhaus-tion of sick leave days, or the date benefits under a salary continua-tion program or short term disabil-ity program terminate.

Own Occupation Duration 24 months 24 months

Partial Disability Included Included

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2016 Maximum Deferral

Individual - $18,000

Additional Catch-Up Contribution (Age 50+) - $6,000

Vesting Provisions

You are always 100% vested in the funds that you defer !

Vesting on Employer Match

1 Year 2 Year 3 year 4 Year 5 Year 20% 40% 60% 80% 100% If you work hard, someday you should be able to

relax comfortably and enjoy life in retirement. SGMC wants to make sure this holds true for each and every SGMC employee. That’s why SGMC pro-vides two great retirement plan options:

401K Retirement Plan

You will be notified when eligible to participate in the SGMC 401k Retirement Plan with Fidelity. Employer contribution begins the 1st of the month after 30 days of service. Enroll online at netbenefits.com or by calling 800-343-0860 when eligible.

457B Retirement Plan

You are eligible to participate immediately in the SGMC 457b Retirement plan with Fidelity. To par-ticipate, an employee must be 18 and benefit eligi-ble. Contact the Human Resources for additional plan information or to obtain an enrollment form.

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SGMC and the Valdosta-Lowndes County Family YMCA are collabo-rating to provide exceptional child care services for SGMC’s employ-ees and volunteers.

When you cannot be there your-self, the YMCA and SGMC support your efforts to nurture you child’s healthy development. The YMCA’s fully licensed and state accredited program with certified staff pro-vides safe, high quality, loving and affordable care so you can have peace of mind while you work. Hours: Mon to Fri 6:30am—8pm On Bemiss Rd (.6 mile from SGMC)

For more information call the YMCA Childcare Administrator at 229-253-0509.

Cafeteria & All Spice Discount Great discounts on freshly pre-pared meals at SGMC Cafeteria, affiliated campuses & All Spice. Must present badge at checkout. Pharmacy Discount

Get reduced rates on prescriptions for yourself and immediate family members when filled at Medical Center Pharmacy. You can also purchase through payroll deduc-tion if benefit eligible.

Hospice Treehouse

10% off on Tuesdays with badge. Wireless plans, theme parks, shopping, housing relocation & car rentals!

Regular FT or PT benefit-eligible employees who work at least 20 hours per week, have completed one year of employment, and attend an accredited institution of higher education may be eligible for education assistance for 10-quarter hours or 6-semester hours. Course of study or degree pursued must be related to your work or healthcare offered at SGMC.

Refer to Education Assistance Policy on the HUB. Contact Lindsey Broome, 259-4739 or x.4739

SGMC’s CareShare Program

(SGMC Benevolence Fund) was

established to distribute employ-ees’ donations among employees in acute emergency distress. The program also distributes employee donations to United Way. Your contribution is tax deductible as provided by law and will be included on each paycheck stub.

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Gym Memberships

Full-time and part-time benefit-eligible employees may purchase YMCA and Bodyworks Family Fitness memberships at substantial discounts through payroll deduction. Obtain information and enroll at the SGMC HR Department.

YMCA Corporate Discount

$16.15 per pay period Single $20.31per pay period Family $25 Join fee No contract Bodyworks Family Fitness Corporate Discount

$13.84 per pay period Single $23.07 per pay period E+1 $32.30 per pay period E+2 No contract

30 day cancellation notice

Disease Management

SGMC offers a Disease Management program to all benefit eligible employees through SecureHealth. Employees participating in the program will receive pharmacy discounts as well as other benefits associated with the plan.

Tobacco Cessation

Free program at some SGMC campuses. Contact Community Health Promotions for most current schedule.

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SGMC offers an Employee Assistance Program (EAP) as part of its comprehensive employee benefit package. The EAP provides a full range of counseling services in the area of mental health, including:

 Marriage and family counseling

 Substance abuse

 Parent/child problems

 Divorce

 Emotional problems due to stress or other factors

 Anxiety and Depression

SGMC provides you with seven free counseling sessions. If you need assistance over a longer period of time, therapists will use insurance or work with you to estab-lish a payment plan. All information discussed with therapists remains confidential.

Contact Human Resources (229-333-1738) if additional information for EAP is needed.

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SGMC provides vacation, sick, and holidays in a combination plan called Paid Time Off (PTO). This time is granted as a reward for diligent service and for you to enjoy rest and relaxation. This benefit is available to be used as it accrues, but it should be requested in advance. You may accrue up to a maxi-mum of 500 hours of Paid Time Off.

To request or donate PTO, refer to the employee handbook or PTO policy on the HUB.

Eligibility: An employee must be a benefit eligible full-time or part-time employee and work at least 40 hours per pay period. PTO accrual begins with the first pay period following your 91st day of

employ-ment or 91st day following a transfer from a

non-benefit eligible position to a non-benefit-eligible position.

Annual Accrual Years

Service Per Hour Worked Accrual Rate Hours Days

0-4 .0808 168 21 5 .0846 176 22 6 .0885 184 23 7 .0923 192 24 8 .0962 200 25 9 .1000 208 26 10 .1038 216 27 11 .1077 224 28 12 .1115 232 29 13 .1154 240 30

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Compassionate leave up to 2 days off with pay may be granted in the event of a death in the employee's immedi-ate family, provided the time off occurs on a normally scheduled workday.

Located on the HUB, the Compassionate Leave Policy defines immediate family as the employee's spouse, parents, grandparents, stepparents, children, stepchildren, siblings, grandchildren; and mother/father-in-law, brothers/ sisters-in-law, sons/daughters-in-law, grandparents-in-law.

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The Family and Medical Leave Act (FMLA) entitles employees to job-protected leave under certain circumstances.

The Act also sets out obligations of the employee as well as the employer and specifies the employee’s legal entitlements.

To be eligible, an employee must have worked at least 1,250 hours for the past 12 months and is entitled to a maximum of 12 work weeks of leave during a rolling 12-month period.

For more information, refer to the Leave of Absence policy on the HUB.

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While out of work on an employee injury for less than 21 days, employees will not be paid Workers’ Compensation benefits for the first seven days and will be evaluated there-after. However, once an employee returns to work with a full duty release, an employee may request to be paid using available PTO/sick time for days out, completing a Benefit Request Form, with their Department Manager’s approval and forwarding to the Human Resources Department for proper verification of days out of work. Once verification is completed, the Benefit Request form will be sent to Payroll for processing.

After an employee has been out of work for 21 consecutive days with an occupational injury, he/she may be paid for the first week with appropriate documentation.

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In following with the SGMC corporate culture, all full time employees working at least 30 hours per week and their dependents are eligible. Dependents include:

Spouse

Children until age 26

Part Time employees working 20-29 hours per week are eligible to participate in all benefits except the medical plan.

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Enrolling in SGMC benefits is easy as 1-2-3! Beginning Monday, Nov. 2, simply login to the SGMC Benefits Portal and complete the online forms.

The first step is to create your account on the SGMC Benefits

Portal. Let’s get started!

 Click Here or go to https://my.adp.com to set up your account.

 First time users must click the REGISTER NOW button

and enter the Registration Code: SoGAMedCtr-ess

 You’ll need your Employee ID # to set up your account.

If the window indicates your record could not be found, contact SGMC Human Resources at 229-333-1738.

Need assistance with enrolling? Call the SGMC Benefits Team at 1-844-BEN-SGMC (1-844-236-7462) beginning November 2!

SGMC Benefits Portal

& Assistance Line

Open

Nov 2, 2015

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The benefit choices you make upon initial enrollment or during the annual open enrollment period will remain in place until the next Open Enrollment or change in family status, also known as a qualifying event. These qualifying events include:

Marriage

Divorce or legal separation

Birth or adoption

Child reaches age limit

Change in spousal employment status

Death

Should one of these events apply to you, it is your responsibility to

visit the SGMC Benefits Portal at https://my.adp.com or contact the SGMC

Benefits Team at 1-844-BEN-SGMC (1-844-236-7462) within 30 days to ensure

continued coverage for those who are eligible. You have 30 days from the date of

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Medical SecureHealth 800-648-7563 www.shpg.com

Pharmacy Envision 800-361-4542 www.envisionrx.com

Dental Ameritas Welcome: 877-495-5581 Service: 800-487-5553 www.ameritas.com

Vision Avesis 800-828-9341 www.avesis.com

Life Insurance Cigna 800-36-CIGNA www.cigna.com

Long Term Disability Cigna 800-36-CIGNA www.cigna.com

Voluntary Benefits STD, Cancer, Critical Illness, Accident, SHOP, Universal Life

AllState 229-247-6411 tdoryalski@taylorins.com

Health Savings

Account (HSA) Fidelity 800-343-0860 www.netbenefits.com

Flexible Spending

Accounts (FSA) ADP 888-557-3156 https://myspendingaccount.adp.com

Retirement 401K Fidelity 800-343-0860 www.netbenefits.com

Employee Assistance

Program (EAP) EAP Center 229-671-6700

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