xavier-university-2021-retiree-packet-jd.-final-10.7.2020

Retirees/Spouses under age 65 For the 2021 plan year, Xavier University will continue to offer Anthem Blue Access PPO plan, Anthem Blue Access HDHP/HSA plan, and Anthem Blue Connection p

 No action is required to continue your current coverage for 2021.

 Retirees and/or spouses cannot add coverage but may discontinue coverage during open enrollment.

 Retirees and/or spouses may also change plans.

 To discontinue coverage, please follow the instructions outlined the Next Steps section in this brochure.

There are some changes to the Anthem plans and the Medicare Advantage plan See the next page.

This communication is comprehensive of all benefits that are offered

to retirees This information contains a summary of benefits All of the information enclosed may not be applicable to every retiree.

For any questions or concerns, please contact the Horan Engagement

team by email Engagement@horanassoc.com or

1-844-694-6726.

Retirees/Spouses under age 65 For the 2021 plan year, Xavier University will continue to offer Anthem Blue Access PPO plan, Anthem Blue Access HDHP/HSA plan, and Anthem

Blue Connection plan (new for 2021)

Retirees/Spouses age 65 or older For the 2021 plan year, Xavier University will continue to offer the

Humana Medicare Advantage Plan

Please note: Humana Medicare Advantage gives you access to Medicare providers and facilities If you use Humana’s network your out-of-pocket costs may be less You must have Medicare A and B to be eligible for this

plan

2021 Medical Plan Offerings

Key Changes to health plans:

Retirees age 55-64 and any eligible dependents

 Narrow pharmacy network – Walgreens no longer in network

 Change to Essential Formulary

Retirees and spouses over age 65 enrolled in Medicare Advantage

 Initial coverage limit: $4,020 to $4,130

 Total out of pocket cost: $6,350 to $6,550

* NEW FOR 2021 FOR RETIREES/SPOUSES UNDER AGE 65: ANTHEM BLUE CONNECTION PLAN

• HMO Plan Design, no out of network coverage except for Urgent Care and Emergency Room

• Network Only: This plan offers network only coverage If you access services with a provider

that is not in the network, the member will pay 100% of the service cost and cost will not apply

to the out of pocket maximum.

• Providers in the network

• TriHealth, St Elizabeth, Cincinnati Children’s

• PCP selection required – no gatekeeper (no referrals for specialty care required)

• Plan Design mirrors 2020 Anthem Blue Access PPO plan and all pharmacy costs apply to plan out of pocket maximum.

Individual

How to find a Blue Connection Provider

1 Go to Anthem.com

2 Click on the Individual & Family

3 Click on Find Care, Click on “Guests”,

4 In ‘What type of care are you searching for’,

5 Click the drop down button, then click on ‘Medical’,

6 In ‘What state do you want to search in?’ Click desired state

7 In “What type of plan do you want to search with? Click Medical (Employer Sponsored

8 In ‘Select a plan/network’, click ‘Blue Connection (Blue HPN)’

9 Search by entering care by specialty, name, NPI, or license # and city/county/zip

2021 Anthem Medical Plan Summary Retirees age 55 – 64 and eligible dependents

Please Note: Non-network

benefits are not

listed Please refer to the

Summary Benefit of Coverage

and Certificate of Coverage

for benefit details located at

www.xavier.edu/hr/benefits/

medical

With out-of-network benefits

the providers can balance bill

the difference between the

retail cost and what the plan

reimburses Please discuss

balance billing with your

Medical Out-of-Pocket $2,500 single / $5,000

family $3,500 single / $7,000 family

$2,000 single / $4,000 family

Office Visits:

PCP sick visit Specialist visit Wellness at PCP

$20 copay

$40 copay Covered in full

Prescription Pocket

Benefit Plan Changes:

• Highlighted above in gray are the increase amounts to deductible and out of

pocket maximum for PPO and HDHP.

• The Anthem Blue Access PPO has a separate out of pocket for drug and the

Anthem Blue Connection has both drug and medical accumulating to out of pocket

2021 Retiree Monthly Premium Contributions Anthem Blue Access PPO and Blue Access HSA

Medical

Plans

Blue Access PPO

Blue Access HDHP/HSA

Retirees or dependents age 55 –

64 are eligible for the Anthem Blue Access PPO, Blue Access HSA and

Blue Connection coverage

Blue Connection

$762

$1,519

$1,444

$2,375

Anthem Blue Access PPO and Anthem Blue Connection are the same premium

amounts but are different plans Refer to the previous page to view the plan

differences, notably in deductibles and the networks.

2021 Retiree Monthly Premium Contributions

Humana Medicare Advantage Plan

*Retirees and dependents age 65 and over

If Retiree was not 50 years old as of 1995 the premium

will be…

Rate per Retiree and/or Spouse

$258.07

If Retiree was 50 years old as of 1995 they receive a

$135.00 subsidy from Xavier and the premium will be…

Rate per Retiree and/or Spouse

$123.07

If Retiree retired before 12/31/94 and at the time of retirement were age 62 with at least 7 years of service they receive a $135 subsidy for single medical coverage or $270 subsidy towards retiree

plus spouse or family coverage and the premium will be…

Rate per Retiree and/or Spouse

$123.07

Vision Plan Offering

Orthodontia

Lenses – Single, Bifocal, Trifocal

Frames

Contact Lenses

Dental Plan Offerings

There are no changes to the dental or vision benefit coverage for calendar year 2021.

2021 Retiree Monthly Premium Contributions

Dental and Vision

Dental Care Plus Standard Dental Plan

Next Steps and Important Contact Information

Complete the enclosed election form and follow the instructions below returning the document form:

• Via mail: Xavier University, Office of Human Resources

• Address: 3800 Victory Parkway, ML 5400

subject to change at the discretion of Xavier University Retirees are required to submit

contribution payments on a monthly basis for the benefits elected If payments are not submitted timely, benefits are subject to termination and are not eligible for

reinstatement.

Xavier University

Employee Compliance Packet

2021

2021 Compliance Packet

IMPORTANT NOTICES REGARDING YOUR HEALTH INSURANCE RIGHTS

Women’s Health and Cancer Rights Act of 1998 (WHCRA)

If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA) For an individual receiving mastectomy-related benefits,

coverage will be provided in a manner determined by consultation with the attending physician and the patient for:

• All stages of reconstruction of the breast on which the mastectomy was performed

• Surgery and reconstruction of the other breast to produce a symmetrical appearance

• Prostheses

• Treatment of physical complications of the mastectomy, including lymphedema in a manner determined

in consultation with the attending physician and the patient

Special Enrollment

If you are declining enrollment for you or your dependents (including your spouse) because of other health insurance coverage, you may, in the future, be able to enroll you or your dependents in the plan, provided that your request enrollment within 30 days after your other coverage ends (COBRA or state continuation coverage ends, divorce, legal separation, death, termination of employment or reduction in hours worked; or because the employer contributions cease)

In addition, if you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may be able to enroll you and your dependents, provided you request enrollment within 30 days after the marriage, birth, adoption or placement for adoption

If you decline enrollment for yourself or for your dependents (including your spouse) while Medicaid coverage

or coverage under a state children’s health insurance program is in effect, you may be able to enroll yourself and your dependents if you or your dependents lose eligibility for that other coverage However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or a state children’s health insurance program

If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan However, you must request enrollment within

60 days after your or your dependents’ determination of eligibility for such assistance

• If you have any questions, please contact Teresa Hardin at 513-745-2071

2021 Compliance Packet

Michelle’s Law (2010)

Michelle's Law prohibits the termination of health coverage if the child takes a medically necessary leave of absence from school or changes to part-time status The leave of absence must:

• Be medically necessary (and certified by a physician as medically necessary)

• Commence while the child is suffering from a serious illness or injury

• Cause the child to lose student status for the purposes of coverage under the plan (either from an absence from school or reducing his/her course load to part time)

To take advantage of the extension, the child must be enrolled in the group health plan by being a student at a post-secondary educational institution immediately before the first day of the leave

Coverage must extend for one year after the first day of the leave (or, if earlier, the date coverage would otherwise terminate under the plan) The student on leave is entitled to the same benefits as if they had not taken a leave If coverage changes during the student's leave, then this law applies in the same manner as the prior coverage

General Notice of COBRA Continuation Coverage Rights

Continuation Coverage Rights Under COBRA Introduction

You’re getting this notice because you recently gained coverage under a group health plan (the Plan) This notice has important information about your right to COBRA continuation coverage, which is a temporary

extension of coverage under the Plan This notice explains COBRA continuation coverage, when it may

become available to you and your family, and what you need to do to protect your right to get it When you

become eligible for COBRA, you may also become eligible for other coverage options that may cost less than COBRA continuation coverage

The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) COBRA continuation coverage can become available to you and other members of your family when group health coverage would otherwise end For more information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator

You may have other options available to you when you lose group health coverage For example, you may be

eligible to buy an individual plan through the Health Insurance Marketplace By enrolling in coverage through the Marketplace, you may qualify for lower costs on your monthly premiums and lower out-of-pocket costs

2021 Compliance Packet

Additionally, you may qualify for a 30-day special enrollment period for another group health plan for which you are eligible (such as a spouse’s plan), even if that plan generally doesn’t accept late enrollees

What is COBRA continuation coverage?

COBRA continuation coverage is a continuation of Plan coverage when it would otherwise end because of a life event This is also called a “qualifying event.” Specific qualifying events are listed later in this notice After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan

is lost because of the qualifying event Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage

If you’re an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:

• Your hours of employment are reduced, or

• Your employment ends for any reason other than your gross misconduct

If you’re the spouse of an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:

• Your spouse dies;

• Your spouse’s hours of employment are reduced;

• Your spouse’s employment ends for any reason other than his or her gross misconduct;

• Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or

• You become divorced or legally separated from your spouse

Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because of the following qualifying events:

• The parent-employee dies;

• The parent-employee’s hours of employment are reduced;

• The parent-employee’s employment ends for any reason other than his or her gross misconduct;

• The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both);

• The parents become divorced or legally separated; or

• The child stops being eligible for coverage under the Plan as a “dependent child.”

2021 Compliance Packet

When is COBRA continuation coverage available?

The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred The employer must notify the Plan Administrator of the following qualifying events:

• The end of employment or reduction of hours of employment;

• Death of the employee; or,

• The employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both)

For all other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs You must provide this notice to: Human Resources

How is COBRA continuation coverage provided?

Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries Each qualified beneficiary will have an independent right to elect COBRA continuation coverage Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children

COBRA continuation coverage is a temporary continuation of coverage that generally lasts for 18 months due to employment termination or reduction of hours of work Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage There are also ways in which this 18-month period of COBRA continuation coverage can be extended:

Disability extension of 18-month period of COBRA continuation coverage

If you or anyone in your family covered under the Plan is determined by Social Security to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to get up to an additional 11 months of COBRA continuation coverage, for a maximum of 29 months The disability would have

to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of COBRA continuation coverage

Second qualifying event extension of 18-month period of continuation coverage

If your family experiences another qualifying event during the 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation

coverage, for a maximum of 36 months, if the Plan is properly notified about the second qualifying event This extension may be available to the spouse and any dependent children getting COBRA continuation coverage if the employee or former employee dies; becomes entitled to Medicare benefits (under Part A, Part B, or both); gets divorced or legally separated; or if the dependent child stops being eligible under the Plan as a dependent