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Benefits of hsa for employees


benefits of hsa for employees

Due to the unique tax advantages of health savings accounts (HSAs), spouse is enrolled in a Voluntary Employee Beneficiary Association (VEBA) account. What are the prescription drug benefits in a HDHP? College's HSA Contribution for Employee's Enrolling in HDHP Option #1. Since an HRA is employer-funded, only the employer gets a tax reduction. However, an HRA benefit does not count towards the employee's income. With an HSA, an.

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What is a Health Savings Account? HSA Explained for Dummies

Benefits of hsa for employees -

Health Savings Accounts (HSAs) and Medicare

Health Savings Accounts (HSAs) are accounts for individuals with high-deductible health plans (HDHPs). Funds contributed to an HSA are not taxed when put into the HSA or when taken out, as long as they are used to pay for qualified medical expenses. Your employer may oversee your HSA, or you may have an individual HSA that is overseen by a bank, credit union, or insurance company.

If you have an HSA and will soon be eligible for Medicare, it is important to understand how enrolling in Medicare will affect your HSA.

High-deductible health plans

In order to qualify to put money into an HSA, you must be enrolled in a high-deductible health plan. HDHPs have large deductibles that members must meet before receiving coverage. This means HDHP members pay in full for most health care services until they reach their deductible for the year. Afterwards, the HDHP covers all the member’s costs for the remainder of the year.

Enrolling in Medicare when you have an HSA

If you enroll in Medicare Part A and/or B, you can no longer contribute pre-tax dollars to your HSA. This is because to contribute pre-tax dollars to an HSA you cannot have any health insurance other than an HDHP. The month your Medicare begins, your account overseer should change your contribution to your HSA to zero dollars per month. However, you may continue to withdraw money from your HSA after you enroll in Medicare to help pay for medical expenses, such as deductibles, premiums, copayments, and coinsurances. If you use the account for qualified medical expenses, its funds will continue to be tax-free.

Whether you should delay enrollment in Medicare so you can continue contributing to your HSA depends on your circumstances. If you work for an employer with fewer than 20 employees, you may need Medicare in order to have primary insurance, even though you will lose the tax advantages of your HSA. This is because health coverage from employers with fewer than 20 employees pays secondary to Medicare. If you work at this kind of employer and fail to enroll in Medicare, you may have little or no health coverage because your health plan does not have to pay until after Medicare pays. Health coverage from an employer with 20 or more employees pays primary to Medicare, so you may choose to delay Medicare enrollment if you work at this kind of employer and continue putting funds into your HSA.

Note: In either case, you have access to the Part B Special Enrollment Period (SEP) when you lose coverage or retire.

If you choose to delay Medicare enrollment because you are still working and want to continue contributing to your HSA, you must also wait to collect Social Security retirement benefits. This is because most individuals who are collecting Social Security benefits when they become eligible for Medicare are automatically enrolled into Medicare Part A. You cannot decline Part A while collecting Social Security benefits. The takeaway here is that you should delay Social Security benefits and decline Part A if you wish to continue contributing funds to your HSA.

Finally, if you decide to delay enrolling in Medicare, make sure to stop contributing to your HSA at least six months before you do plan to enroll in Medicare. This is because when you enroll in Medicare Part A, you receive up to six months of retroactive coverage, not going back farther than your initial month of eligibility. If you do not stop HSA contributions at least six months before Medicare enrollment, you may incur a tax penalty.

If you require counseling around HSAs, consult a tax professional.

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Employer HSA Contributions during Protected Leave

Question:   Are employers required to continue making the employer HSA contribution for employees on a protected leave of absence?

Compliance Team Response:

As described below, employers are not required to make the employer HSA contribution for employees on a protected leave of absence.

The primary protected leave laws (FMLA and CFRA/PDL, or other state equivalents) require employers to maintain employer-sponsored group health plan benefits for an employee on protected leave.  Coverage must continue to be available on the same conditions as if the employee were actively at work.  Employees on these forms of protected leave therefore have the right to continue active (i.e., not COBRA) health plan coverage by paying the same employee-share of the premium as an active employee (i.e., the employer must continue to contribute the standard employer-share of the premium).

However, HSAs are not an employer-sponsored plan.  An HSA is a personal trust/custodial account controlled solely by the employee, and it is therefore not subject to ERISA as a group health plan.  The employer may contribute to the HSA of employees enrolled in an HDHP and who open a HSA with the employer’s preferred custodian (as is the case here), but the HSA itself is not the employer’s plan.

Because the HSA is not an employer-sponsored group health plan, the employer has no obligation to continue making contributions to the account while an employee is on protected leave.

The default approach is therefore to discontinue employer HSA contributions for an employee on protected leave (with no catch-up upon return).  Employers that would like to be more generous can establish leave policies to continue funding the HSA.

The one caveat is that these leave laws do require the employer to make HSA contributions to an employee on protected leave if the employer continues to make HSA contributions for employees on other forms of non-protected leave.

Summary

Even for employees protected leave, employers are not required to continue HSA contributions for the employee while on leave.  If the employer chooses to continue to make HSA contributions to an employee on protected leave, it should do so on a consistent basis for all employees on protected leave (and only for those employees who maintain coverage under the employer-sponsored HDHP while on the leave).

For full details on the employer LOA health benefits considerations, see our ABD Office Hours Webinar Health Benefits While On Leave: The Rules All Employers Need to Know.

Regulations

ABD Office Hours—Health Benefits While on Leave:

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DOL Field Assistance Bulletin

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As noted above, HSAs are personal health care savings vehicles rather than a form of group health insurance.

Accordingly, we would not find that employer contributions to HSAs give rise to an ERISA-covered plan where the establishment of the HSAs is completely voluntary on the part of the employees and the employer does not: (i) limit the ability of eligible individuals to move their funds to another HSA beyond restrictions imposed by the Code; (ii) impose conditions on utilization of HSA funds beyond those permitted under the Code; (iii) make or influence the investment decisions with respect to funds contributed to an HSA; (iv) represent that the HSAs are an employee welfare benefit plan established or maintained by the employer; or (v) receive any payment or compensation in connection with an HSA.

The mere fact that an employer imposes terms and conditions on contributions that would be required to satisfy tax requirements under the Code or limits the forwarding of contributions through its payroll system to a single HSA provider (or permits only a limited number of HSA providers to advertise or market their HSA products in the workplace) would not affect the above conclusions regarding HSAs funded with employer or employee contributions, unless the employer or the HSA provider restricts the ability of the employee to move funds to another HSA beyond those restrictions imposed by the Code.

HSAs generally will not constitute &#;employee welfare benefit plans&#; for purposes of the provisions of Title I of ERISA.

FMLA

29 USC §(c)(1):

(c)Maintenance of health benefits.

(1)Coverage. Except as provided in paragraph (2), during any period that an eligible employee takes leave under section (29 USC §), the employer shall maintain coverage under any “group health plan” (as defined in section (b)(1) of the Internal Revenue Code of ) for the duration of such leave at the level and under the conditions coverage would have been provided if the employee had continued in employment continuously for the duration of such leave.

29 CFR §(a):

(a) During any FMLA leave, an employer must maintain the employee&#;s coverage under any group health plan (as defined in the Internal Revenue Code of at 26 U.S.C. (b)(1)) on the same conditions as coverage would have been provided if the employee had been continuously employed during the entire leave period. All employers covered by FMLA, including public agencies, are subject to the Act&#;s requirements to maintain health coverage. The definition of group health plan is set forth in §

29 CFR §(h):

(h) An employee&#;s entitlement to benefits other than group health benefits during a period of FMLA leave (e.g., holiday pay) is to be determined by the employer&#;s established policy for providing such benefits when the employee is on other forms of leave (paid or unpaid, as appropriate).

29 CFR §(a):

(a) Group health plan benefits must be maintained on the same basis as coverage would have been provided if the employee had been continuously employed during the FMLA leave period. Therefore, any share of group health plan premiums which had been paid by the employee prior to FMLA leave must continue to be paid by the employee during the FMLA leave period. If premiums are raised or lowered, the employee would be required to pay the new premium rates. Maintenance of health insurance policies which are not a part of the employer&#;s group health plan, as described in §(a), are the sole responsibility of the employee. The employee and the insurer should make necessary arrangements for payment of premiums during periods of unpaid FMLA leave.

PDL

Cal Gov Code § (a)(2)(A):

(a)  In addition to the provisions that govern pregnancy, childbirth, or a related medical condition in Sections and , each of the following shall be an unlawful employment practice, unless based upon a bona fide occupational qualification:

  • (2)
    • (A) For an employer to refuse to maintain and pay for coverage for an eligible female employee who takes leave pursuant to paragraph (1) under a group health plan, as defined in Section (b)(1) of the Internal Revenue Code of , for the duration of the leave, not to exceed four months over the course of a month period, commencing on the date the leave taken under paragraph (1) begins, at the level and under the conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. Nothing in this paragraph shall preclude an employer from maintaining and paying for coverage under a group health plan beyond four months. An employer may recover from the employee the premium that the employer paid as required under this subdivision for maintaining coverage for the employee under the group health plan if both of the following conditions occur:
      • (i) The employee fails to return from leave after the period of leave to which the employee is entitled has expired.
      • (ii) The employee&#;s failure to return from leave is for a reason other than one of the following:
        • (I) The employee taking leave under the Moore-Brown-Roberti Family Rights Act (Sections and of the Government Code).
        • (II) The continuation, recurrence, or onset of a health condition that entitles the employee to leave under paragraph (1) or other circumstance beyond the control of the employee.
      • (B) If the employer is a state agency, the collective bargaining agreement shall govern with respect to the continued receipt by an eligible female employee of the health care coverage specified in subparagraph (A).

CFRA

2 CCR § (c):

(c)  Provision of Health Benefits.

If the employer provides health benefits under any group health plan, the employer has an obligation to continue providing such benefits during an employee&#;s CFRA leave, FMLA leave, or both. The following rules apply:

  • (1) The employer shall maintain and pay for an employee&#;s health coverage at the same level and under the same conditions as coverage would have been provided if the employee had not taken CFRA leave.
  • (2) The employer&#;s obligation commences on the date leave first begins under CFRA for the duration of the leave, up to a maximum of 12 workweeks in a month period. As section (c) of the Council&#;s pregnancy disability leave regulations state, &#;The time that an employer maintains and pays for group health coverage during pregnancy disability leave shall not be used to meet an employer&#;s obligation to pay for 12 weeks of group health coverage during leave taken under CFRA. This shall be true even where an employer designates pregnancy disability leave as family and medical leave under FMLA. The entitlements to employer-paid group health coverage during pregnancy disability leave and during CFRA are two separate and distinct entitlements.&#;
  • (3) A &#;group health plan&#; is as defined in section (b)(1) of the Internal Revenue Code of If the employer&#;s group health plan includes dental care, eye care, mental health counseling, or other types of coverage, or if it includes coverage for an employee&#;s dependents as well as for the employee, the employer shall also continue this coverage.
  • (4) Although the employer&#;s obligation to continue group health benefits under either FMLA or CFRA, or both, does not exceed 12 workweeks in a month period, nothing shall preclude the employer from maintaining and paying for health care coverage for longer than 12 workweeks.
  • (5) An employer may recover the premium that the employer paid for maintaining group health care coverage during any unpaid part of the CFRA leave if both of the following conditions occur:
    • (A) The employee fails to return from leave after the period of leave to which the employee is entitled has expired. An employee is deemed to have failed to return from leave if he/she works less than 30 days after returning from CFRA leave. An employee who retires during CFRA leave or during the first 30 days after returning is deemed to have returned from leave.
    • (B) The employee&#;s failure to return from leave is for a reason other than the continuation, recurrence, or onset of a serious health condition that entitles the employee to CFRA leave, or other circumstances beyond the control of the employee.
  • (6) Group health plan coverage must be maintained for an employee on CFRA leave until:
    • (A) The employee&#;s CFRA leave entitlement is exhausted;
    • (B) The employer can show that the employee would have been laid off and the employment relationship terminated for lawful reasons during the period of the CFRA leave; or

(C)  The employee provides unequivocal notice of intent not to return to work

 

Disclaimer: The intent of this analysis is to provide the recipient with general information regarding the status of, and/or potential concerns related to, the recipient’s current employee benefits issues. This analysis does not necessarily fully address the recipient’s specific issue, and it should not be construed as, nor is it intended to provide, legal advice. Furthermore, this message does not establish an attorney-client relationship.  Questions regarding specific issues should be addressed to the person(s) who provide legal advice to the recipient regarding employee benefits issues (e.g., the recipient’s general counsel or an attorney hired by the recipient who specializes in employee benefits law).

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Current Provider:ConnectYourCare (CYC), a part of Optum Financial

To login/register: Visit mynewextsetup.us
Optum Financial uses a login experience called HealthSafe ID. This security feature uses two-factor authentication and allows you to use a single username and password when accessing other Optum sites that use HealthSafe ID. DownloadStep-by-step instructions (PDF)for creating a HealthSafe ID. Note: If you have previously use HealthSafe ID, you do not need to create a new one. You should click the Sign in button on the HealthSafe ID page to access your account. If you can’t remember your HealthSafe ID credentials, you can easily reset them during the sign-in process..

A Health Savings Account, or HSA, is a custodial account established to receive tax-favored contributions on behalf of eligible active employees enrolled only in a qualified WashU high deductible health plan to pay for qualified medical expenses. 

Not all employees will be better off with an HSA as compared with traditional low deductible or co-pay health plans. Those who are currently infrequent users of health care and/or have higher incomes and are looking for sheltered savings opportunities are likely to be the first to find HSA’s attractive.

Eligibility

Regular faculty or staff members working 50% FTE or more are eligible to participate in the Health Savings Account (HSA) as long as the employee is enrolled in the High Deductible Health Plan (HDHP) and not enrolled in Medicare, Tricare or have had VA benefits within the last three months. You cannot be enrolled in both the healthcare flex spending account and the health savings account at the same time through the university. 


University Contribution

The University will contribute $ annually to your HSA account if you are enrolled in individual coverage under the HDHP and you contribute a minimum annual amount based on your wages. The University will contribute $ annually to your HSA account if you are enrolled in family coverage under the HDHP and you contribute the minimum annual amount based on your wages. The required minimum annual contribution is $ per year.  The $ University contribution reduces the maximum amount you may contribute to $3, for an individual and the $ University contribution reduces the maximum amount you may contribute to $6, for a family. In order to receive the university contribution to the HSA, you must be enrolled in the HDHP and the HSA as of January 1st of the calendar year. The University’s contribution will be a one time, lump sum deposit coincident with the employees’ January payroll.

The University contribution can only be made to the HSA account that is sponsored by the University. If you elect not to open an HSA through ConnectYourCare, then you will not receive the University contribution.


Enrollment Period

Eligible employees may enroll within 31 days after their date of hire, during the annual open enrollment in November and/or within 31 days after a family status change. You must re-enroll each year to continue your participation in this plan. Continued participation is not automatic. 

Note: The university will pay the administration fees for all active employees who are currently participating in the plan. Once the employee terminates, retires, or discontinues participation in the HSA, the fees will be the responsibility of the employee.


Effective Date

Effective January 1, , benefits eligible rehires and new hires will become eligible for coverage on their date of hire. Also, changes to benefit coverage due to a life event or job change into a benefits-eligible role will also be effective as of the date of the event for all employees. Changes made during the annual Open Enrollment period in November are effective January 1 of the subsequent year.


Filing Claims with ConnectYourCare

All health savings account claims are to be filed directly with ConnectYourCare. ConnectYourCare offers convenient ways to submit claims:

Health Savings Account Claim Form (PDF)


Helpful Links

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*The following benefits apply to Class F (40 hours/week), Class R ( hours/week), and Class H ( hours/week) excluding employees who work in the following states: Connecticut, Illinois, Indiana, Maryland, North Carolina, Pennsylvania, Utah, and Wisconsin.  View the benefits overview for employees who work in CT, IL, IN, MD, NC, PA, UT, and WI.

Amazon’s benefits can vary by location, the number of regularly scheduled hours you work, length of employment, and job status such as seasonal or temporary employment.

The following benefits are effective from April 1, — December 31,

Medical

Plans include coverage for prescription drugs, emergency and hospital care, mental health, X-rays, lab work, etc. There are no pre-existing condition exclusions with any of Amazon’s medical plans. Employees have a choice of multiple plans. All plans cover preventive care %.

Shared Deductible Plan

Health Savings Plan

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $2,/employee + spouse/domestic partner or children
  • $3,/family

Comes with a company-funded Health Reimbursement Account that automatically covers the first 50% of your deductible.

Depending on who you cover, Amazon contributes the following amount toward your HRA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $2,/employee
  • $4,/employee + spouse/domestic partner or children
  • $6,/family

Prescription Drug:

After you've paid your deductible

  • You pay 10% in-network
  • You pay 30% out-of-network

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $3,/employee + spouse/domestic partner or children
  • $4,/family

Comes with a company-funded Health Savings Account (HSA) that you can also contribute to and save for health care expenses.

Depending on who you cover, Amazon contributes the following amount toward your HSA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $3,/employee
  • $6,/employee + spouse/domestic partner or children (up to $3,/person)
  • $9,/family (up to $4,/person)

Prescription Drug (Retail):

After you've paid your deductible:

  • You pay 10% in-network
  • You pay 30% out-of-network
Standard Plan

Network options: Aetna or Premera Blue Cross

Deductible:

  • In-network: $/person, up to $/family max
  • Out-of-network: $/person up to $1,/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $2,/person up to $4,/family max
  • Out-of-network: $4,/person up to $9,/family max

Prescription Drug

 day Retail:

  • $10 generic
  • 10% up to $30 for preferred
  • 30% up to $40 non-preferred

day Mail Order:

  • $20 generic
  • 10% up to $60 for preferred
  • 30% up to $80 non-preferred

Out-of-Pocket Maximum (Prescription Drug):

  • $4,/person
  • $8,/family

Network options: Premera Blue Cross only

Deductible:

  • In-network: $/person, up to $/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $3,/person up to $7,/family max

Copays after deductible is met:

  • $30 for primary care provider
  • $30 for mental health & substance abuse
  • $45 for specialist visit
  • $75 for urgent care visit
  • $ for emergency room visit

Prescription Drug:

Copays for day Retail:

  • $10 generic
  • $30 preferred
  • $40 non-preferred

Copays for day Mail Order:

  • $20 for generic
  • $60 for preferred
  • $80 for non-preferre

Out-of-Pocket Maximum (Prescription Drug):

  • $2,/person
  • $5,/family
Kaiser Permanente HMO (CA, CO, HI, MD, VA, WA, Washington DC) 

Deductible: None

Copays:

  • Primary Care Office visit: $30
  • Specialist Office visit: $45
  • Mental Health Outpatient: $30 (individual) / $15 (group)
  • Inpatient Hospital: $0
  • Emergency Room: $
  • Urgent Care: $30

Out-of-Pocket Maximum (Medical):

  • $1,/person
  • $3,/family

Prescription Drug (Retail):

After you've paid your deductible:

  • $10 generic
  • $30 preferred brand
 

 

Dental (Delta Dental of Washington)

Basic Dental PlanEnhanced Dental Plan 

Plan Year Maximum: $1,

Deductible:

  • $50/individual
  • $/family

Included Services:

  • Preventive (cleaning and x-rays) covered at %, deductible waived
  • Basic (fillings and extractions) covered at 90%

Plan Year Maximum: $2,

Deductible:

  • $50/individual
  • $/family

Included Services:

  • Preventive (cleaning and x-rays) covered at %, deductible waived
  • Basic (fillings and extractions) covered at 90%
  • Major Restorative (dentures and crowns) covered at 50%
  • Orthodontia covered at 50% with $2, lifetime maximum (deductible waived)

 

Vision (Vision Service Plan)

Basic Vision PlanEnhanced Vision Plan

Plan pays % for an eye exam at an in-network provider once every calendar year.

Materials Copayment: $10

Lenses: Covered % in-network

Frames or Contacts (contacts are in lieu of glasses): 1 pair every calendar year up to $ allowance in-network

Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

Plan pays % for an eye exam at an in-network provider once every calendar year.

Materials Copayment: $10

Lenses: Covered % in-network

Frames or Contacts: 2 pairs every calendar year up to $ allowance for each pair in-network

Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

 

Infertility Benefits

Amazon partners with Progyny, the leading infertility benefits provider, to provide our employees with infertility treatment coverage. When enrolled in one of Amazon's medical plans, employees have access to Progyny's premier infertility treatment specialists and receive personalized support from a patient care advocate. Ask your recruiter if you'd like more information about this program.  

Amazon (k) Plan

  • For every $1 of employee contribution you make (up to 4% of your eligible pay), Amazon will contribute $ to your account in the form of matching contributions. You can get up to a 2% match. Note: Catch-up contributions are not matched.

  • You become vested in matching contributions after you are credited with three years of vesting services. A year of vesting service is defined as a calendar year in which you complete 1, hours of service.

  • You can contribute from 1% to 90% of your eligible pay on a pre-tax basis, a Roth after-tax basis, or both, subject up to the annual IRS limits. For calendar year , the IRS limit is $19, (If you turn 50 or older in , you may contribute an additional $6, in catch-up contributions in ).

  • All Amazon employees age 18 or older are eligible to join the plan immediately upon their date of hire. To learn more about the Amazon (k) Plan, watch a video here. 

Employee Restricted Stock Units

At Amazon, most employees have the ability to become owners of the company through the granting and vesting of Restricted Stock Units (RSUs). Depending on your job level and if you are scheduled to work 30+ hours per week, you are eligible to:

  • Receive a grant of RSUs that vest over time, in accordance with plan documents.
  • Have opportunities for additional RSU grants.

Amazon is continually evaluating new ways to provide other types of ownership opportunities for all employees. 

Flexible Spending Accounts

Flexible Spending Accounts (FSAs) provide a convenient way to pay for certain eligible health care and/or dependent care expenses with pre-tax dollars. If you contribute money to an FSA, you lower your taxable income, which reduces your federal income and Social Security taxes.

  • Health Care FSA can be used to pay for health insurance copays, deductibles and other eligible services and supplies not covered by your medical, dental or vision plans. The Health Care FSA has a minimum contribution of $ and a maximum of $2, per plan year to use for eligible health care expenses. If you enroll in the Health Savings Plan with a Health Saving Account (HSA), you are not eligible to enroll in the Health Care FSA.
  • The Dependent Care FSA can only be used to pay expenses for dependent care, such as child or elder care while you are working. The Dependent Care FSA has a minimum contribution of $ and a maximum of $5, per plan year. 

Disability Insurance

Available to employees working 30+ hours. Amazon provides both short-term and long-term disability coverage at no cost to you. Both plans provide partial income (60% of eligible salary up to certain limits) if you become medically disabled.

  • There is a 7-day waiting period for short-term disability (STD) benefits; benefits are then paid for up to 26 weeks. For STD benefits related to pregnancy, there is still a 7-day waiting period, but pay is retroactive to the first day of disability.
  • Short-term pregnancy disability coverage is available for birth mothers and is equal to % of basic earnings for up to 4 weeks pre-partum and 10 weeks post-partum.
  • There is a day waiting period for long-term disability (LTD) benefits; benefits are then paid for an extended period depending on the severity of the disability and other factors. The LTD plan has a pre-existing condition exclusion provision.

Life and Accidental Death and Dismemberment Insurance

  • Amazon currently provides two times your annual base salary for Basic Life and AD&D Insurance at no cost to you.
  • You can buy supplemental life insurance coverage for yourself, payable to your designated beneficiaries if you die. You can buy coverage in amounts of 1x to 10x your base annual earnings, up to $2,,
  • You can buy life insurance to cover your spouse/domestic partner in amounts of $25, or ½ to 5x your base annual salary, up to $, not to exceed % of your total amount of life insurance (basic and supplemental). 
  • You can buy life insurance to cover your children in certain amounts up to $20,
  • An accelerated death benefit is available in certain situations involving a terminal illness.
  • You can buy supplemental AD&D insurance to cover just yourself, or yourself and your eligible dependents, of 1x to 10x your basic annual earnings, up to $2,,

Critical Illness & Personal Accident Insurance

Get discounted rates on Critical Illness and Personal Accident Insurance through MetLife.

  • Critical Illness Insurance can help fill the gaps in your health or disability plan by paying a lump-sum benefit if you are diagnosed with a serious medical condition like a heart attack, cancer or stroke. It helps cover things like your deductible and coinsurance, transportation and lodging.
  • Personal Accident Insurance can help protect against unexpected costs related to accidents by paying a specific dollar amount for covered events, including dislocations, burns, emergency room visits and more.

Homeowners, Renters, Auto, and Pet Insurance

Take advantage of discounted rates and compare homeowners, renters, auto, and pet insurance carriers on one platform. You can also save up to 20% when you enroll with ASPCA Pet Health Insurance. You can enroll in or change these benefits at any time during the year, not just during Open Enrollment.

Legal Services

With MetLife, receive discounted rates on legal advice and fully covered legal services for a wide range of personal legal matters including wills and estate planning, real estate matters, family law, and more.

Mental health care and daily living assistance

  • Free counseling services and referrals are available 24/7 for any Amazon employee or household member.
  • You can receive up to three freecounseling sessions- virtual or in person-per issue, per year.
  • Referrals are available for legal and financial issues and for personal convenience and care needs (child care, elder care, relocating, and other personal needs).

Child, Elder and Pet Care Referral Services

Receive free membership to Sittercity and Years Ahead, a portal to locate qualified child care or elder care. You pay for the actual care you need. The site provides access to background checks, references and reviews from other users.

Other Benefits

  • mynewextsetup.us Discount Code for 10% discount off Amazon merchandise
  • Employee discount program for a variety of goods and services such as travel, event tickets, cell phone services, restaurants, entertainment, sports, and more.

Leave of Absence

In general, leaves of absence are available to eligible employees for time off due to a qualifying medical condition, or to care for a qualified family member experiencing a medical condition. Other types of leave may include: the birth, adoption, or placement of a new child, pregnancy, personal reasons, the death of a member of your immediate family, jury/witness duty, military reasons, or other reasons provided under various laws. Most leaves are unpaid, except some pregnancy and parental leaves, and some portions of jury/witness, military, and bereavement leaves. All leaves have various length limits, and some leave types may require certification or the approval of your manager or Human Resources.

Pregnancy & Parental Leave

All blue badge employees who are considered full time (40 hours per week) or reduced time ( hours per week) are eligible for leaves as summarized below. Your health care, life insurance, (k), and vacation benefits under Amazon’s plans will continue during the following.

Pregnancy Leave (runs concurrently with state and federal leaves, as applicable)

  • Amazon provides pregnant employees with the following:  
    • Pre-Partum: Up to four weeks of paid leave, conditional on medical recommendation
    • Post-Partum: 10 weeks of paid leave
    • Short-term disability benefits during leave
  • Restricted Stock Units (RSUs) will continue to vest according to your current vesting schedule.
  • Sign-on bonus payments (if included in your job offer) continue per original schedule.

Parental Leave (must also have one continuous year of employment at time of birth or adoption to be eligible)

  • Six weeks of paid leave following the birth or adoption of a child.
  • Parental Leave can be taken in one consecutive six-week period or split into two increments, and must be used within twelve months of birth or adoption.
  • You do not need approval from your manager to take Parental Leave.  You should discuss your leave plan with your manager, but how and when you utilize your leave is at your discretion.
  • RSU vesting will suspend after 14 days cumulative after leave and resume upon return to work with an adjusted vest schedule. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.

Leave Share Program

  • The pay benefit of any unused portion of the Parental Leave can be shared if your spouse or domestic partner does not have access to a paid parental leave through his/her employer
  • You will be asked to affirm that your spouse or domestic partner does not have paid parental leave benefits through his/her employer.
  • You’ll receive your base pay for the unused portion of the Parental Leave in your next available paycheck along with your regular base pay.

Ramp Back Program

  • Birth parents and primary caregivers can gradually return to work on a reduced schedule over an eight-week period immediately following a Pregnancy or Parental Leave.
  • You can select one of three reduced-hour options: 50% for eight weeks, 50% for four weeks/75% for four weeks, or 75% for eight weeks.
  • Your base pay, sign-on bonus payments and RSU vesting will be proportional to the option you select.
  • A new RSU vesting schedule will be established upon return to full-time work. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.
  • You do not need manager approval for Ramp Back. You should discuss your leave plan with your manager, but how you utilize Ramp Back is at your discretion.

Adoption Assistance

  • Amazon reimburses qualified adoption expenses up to $5, for a single-child adoption or $10, combined maximum for a sibling-group adoption.
  • Generally, the child must be under the age of
  • Limit of one single or group adoption reimbursed per calendar year.​

Paid Time Off

For information about paid time off, please refer to the separate PTO webpage shared by your recruiter.

Paycheck Contributions

View the paycheck contributions for Medical, Dental, and Vision coverage for you and any eligible dependents, effective April 1, , to December 31,

Important Note

This page is a summary of benefits only. It is not a legally binding document. If there is a discrepancy between this information and the plan or policy documents, the plan or policy documents will govern in all cases. Participation in Amazon benefits does not signify a contract of employment. Amazon reserves the right to modify or terminate any portion of the Amazon benefits program and/or any of its policies at any time with or without notice.

If you are not part of the group that this document applies and, as a result, have received this document in error, please contact your recruiter or human resources to receive the documents applicable to you.

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Small Business Employee Benefits Want to recruit top talent?

Truist Bank, Member FDIC. © Truist Financial Corporation. Truist, the Truist logo and Truist Purple are service marks of Truist Financial Corporation.

Truist Bank, Member FDIC and an Equal Housing Lender

Investment and Insurance Products:
• Are Not FDIC or any other Government Agency Insured • Are Not Bank Guaranteed • May Lose Value

All Truist mortgage professionals are registered on the Nationwide Mortgage Licensing System & Registry (NMLS), which promotes uniformity and transparency throughout the residential real estate industry. Search the NMLS Registry.

Services provided by the following affiliates of Truist Financial Corporation: Banking products and services, including loans and deposit accounts, are provided by SunTrust Bank and Branch Banking and Trust Company, both now Truist Bank, Member FDIC. Trust and investment management services are provided by SunTrust Bank and Branch Banking and Trust Company, both now Truist Bank, and Truist Delaware Trust Company. Securities, brokerage accounts and /or insurance (including annuities) are offered by Truist Investment Services, Inc., and P.J. Robb Variable Corp., which are SEC registered broker-dealers, members FINRASIPC, and a licensed insurance agency where applicable. Investment advisory services are offered by Truist Advisory Services, Inc. , GFO Advisory Services, LLC, Sterling Capital Management, LLC, and Precept Advisory Group, LLC, each SEC registered investment advisers. Sterling Capital Funds are advised by Sterling Capital Management, LLC. Mortgage products and services are offered through SunTrust Mortgage, a tradename for SunTrust Bank now Truist Bank. Insurance products and services are offered through McGriff Insurance Services, Inc. Life insurance products are offered through Truist Life Insurance Services, a division of Crump Life Insurance Services, Inc., AR license # Both McGriff and Crump are wholly owned subsidiaries of Truist Insurance Holdings, Inc.

"Truist Advisors" may be officers and/or associated persons of the following affiliates of Truist Financial Corporation: Truist Bank, our commercial bank, which provides banking, trust and asset management services; Truist Investment Services, Inc., a registered broker-dealer, which is a member of FINRA and SIPC, and a licensed insurance agency, and which provides securities, annuities and life insurance products; Truist Advisory Services, Inc., an SEC registered investment adviser which provides Investment Advisory services.

Comments regarding tax implications are informational only. Truist and its representatives do not provide tax or legal advice. You should consult your individual tax or legal professional before taking any action that may have tax or legal consequences.

Truist Wealth, International Wealth, Center for Family Legacy, Business Owner Specialty Group, Sports and Entertainment Group, and Legal and Medical Specialty Groups are marketing names used by Truist Bank, Truist Investment Services, Inc., and Truist Advisory Services, Inc.

Truist Securities is a trademark of Truist Financial Corporation. Truist Securities is a trade name for the corporate and investment banking services of Truist  Financial Corporation and its subsidiaries. All rights reserved. Securities and strategic advisory services are provided by Truist Securities, Inc., member FINRA and SIPC.  Loan syndications are offered by Truist Securities, Inc. Loans and loan related products are offered by Truist Bank.

Источник: mynewextsetup.us

39 million

At Unum, we help millions of employees protect their families, their finances and their futures. Comprehensive coverages, superior technology and unparalleled support — delivered where and when it’s needed most.

HR technology advantages

Innovation that makes it easy for HR and employees

We provide the latest in benefits technology with proven service teams. Let us take work off your hands while supporting your employees where and when they need it most.

Trusted benefit offerings

Financial protection to keep your employees going

Our broad coverage offering along with tailored benefits education and enrollment communications help ensure employees get the protection they need.

Featured webinar

How tech is transforming leave management

Today’s leave management programs need to balance rising employee expectations, increasing compliance requirements and company workforce goals. And with the ongoing pandemic, complexity around leave and absence management is only accelerating. In this webinar, industry thought leaders discuss how new innovations and ecosystems are fundamentally transforming the leave experience for both employers and employees.

More from HR Trends:

Go to HR Trends

Nov 11,

Updates on the federal vaccine mandate

We discuss updates for employers on OSHA’s most recent guidance, outlining what employers need to know.

Nov 04,

Building a Behavioral Health Strategy for the New World of Work

Join us as we discuss the key elements of any organization’s behavioral health strategy.

Nov 01,

Benefit enrollment strategies

Two HR enrollment and tech experts share recommendations to help organizations have a successful enrollment season.

Oct 26,

HRE Webinar: The essentials of the vaccine and testing mandate

We break down the key features of the vaccine and testing mandate to help employers stay ahead.

Oct 19,

Vaccine & testing mandates—what employers need to know

Experts discuss the vaccine testing mandate’s evolving rules, impacts, & how to find the right solution.

Oct 13,

The human element of leave and why it’s critical now

Industry thought leaders uncover the true value of paid leave.

Sep 22,

Enrollment strategies in the now world of work

Join technology and employee benefit leaders in examining integrated technology as employers look to the enrollment season.

Why Unum?

We offer a full array of benefits solutions, including benefits communication, enrollment services and claims support. And our award-winning absence management and vocational rehabilitation services help ease the disruption to businesses and employees by enabling them to return to full capacity as soon as they're able.

people protected worldwide1

We serve 57% of Fortune companies or their subsidiaries and affiliates2

, businesses in the U.S. and U.K. offer benefits provided by Unum3

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benefits of hsa for employees

Small Business Employee Benefits Want to recruit top talent?

Truist Bank, Member FDIC. © Truist Financial Corporation. Truist, the Truist logo and Truist Purple are service marks of Truist Financial Corporation.

Truist Bank, Member FDIC and an Equal Housing Lender

Investment and Insurance Products:
• Are Not FDIC or any other Government Agency Insured • Are Not Bank Guaranteed • May Lose Value

All Truist mortgage professionals are registered on the Nationwide Mortgage Licensing System & Registry (NMLS), which promotes uniformity and transparency throughout the residential real estate industry. Search the NMLS Registry.

Services provided by the following affiliates of Truist Financial Corporation: Banking products and services, including loans and deposit accounts, are provided by SunTrust Bank and Branch Banking and Trust Company, both now Truist Bank, Member FDIC. Trust and investment management services are provided by SunTrust Bank and Branch Banking and Trust Company, both now Truist Bank, and Truist Delaware Trust Company. Securities, brokerage accounts and /or insurance (including annuities) are offered by Truist Investment Services, Inc., and P.J. Robb Benefits of hsa for employees Corp., which are SEC registered broker-dealers, members FINRASIPC, and a licensed insurance agency where applicable. Investment advisory services are offered by Truist Advisory Services, Inc.GFO Advisory Services, LLC, Sterling Capital Management, LLC, and Precept Advisory Group, LLC, each SEC registered investment advisers. Sterling Capital Funds are advised by Sterling Capital Management, LLC. Mortgage products and services are offered through SunTrust Mortgage, a tradename for SunTrust Bank now Truist Bank. Insurance products and services are offered through McGriff Insurance Services, Inc. Life insurance products are offered through Truist Life Insurance Services, a division of Crump Life Insurance Services, Inc., AR license # Both McGriff and Crump are wholly owned subsidiaries of Truist Insurance Holdings, Inc.

"Truist Advisors" may be officers and/or associated persons of the following affiliates of Truist Financial Corporation: Truist Bank, our commercial bank, which provides banking, trust and asset management services; Truist Investment Services, Inc., a registered broker-dealer, which is a member of FINRA and SIPC, and a licensed insurance agency, and which provides securities, annuities and life insurance products; Truist Advisory Services, Inc., an SEC registered investment adviser which provides Investment Advisory services.

Comments regarding tax implications are informational only. Truist and its representatives do not provide tax or legal advice. You should consult your individual tax or legal professional before taking any action that may have tax or legal consequences.

Truist Wealth, International Wealth, Center for Family Legacy, Business Owner Specialty Group, Sports and Entertainment Group, and Legal and Medical Specialty Groups are marketing names used by Truist Bank, Truist Investment Services, Inc., and Truist Advisory Services, Inc.

Truist Securities is a trademark of Truist Financial Corporation. Truist Securities is a trade name for the corporate and investment banking services of Truist  Financial Corporation and its subsidiaries. All rights reserved. Securities and strategic advisory services are provided by Truist Securities, Inc., member FINRA and SIPC.  Loan syndications are offered by Truist Securities, Inc. Loans and loan related products are offered by Truist Bank.

Источник: mynewextsetup.us

Current Provider:ConnectYourCare (CYC), a part of Optum Financial

To login/register: Visit mynewextsetup.us
Optum Financial uses a login experience called HealthSafe ID. This security feature uses two-factor authentication and allows you to use a single username and password when accessing other Optum sites that use HealthSafe ID. DownloadStep-by-step instructions (PDF)for creating a HealthSafe ID. Note: If you have previously use HealthSafe ID, you do not need to create a new one. You should click the Sign in button on the HealthSafe ID page to access your account. If you can’t remember your HealthSafe ID credentials, you can easily reset them during the sign-in process..

A Health Savings Account, or HSA, is a custodial account established to receive tax-favored contributions on behalf of eligible active employees enrolled only in a qualified WashU high deductible health plan to pay for qualified medical expenses. 

Not all employees will be better off with an HSA as compared with traditional low deductible or co-pay health plans. Those who are currently infrequent users of health care and/or have higher incomes and are looking for sheltered savings opportunities are likely to be the first to find HSA’s attractive.

Eligibility

Regular faculty or staff members working 50% FTE or more are eligible to participate in the Health Savings Account (HSA) as long as the employee is enrolled in the High Deductible Health Plan (HDHP) and not enrolled in Medicare, Tricare or have had VA benefits within the last three months. You cannot be enrolled in both the healthcare flex spending account and the health savings account at the same time through the university. 


University Contribution

The University will contribute $ annually to your HSA account if you are enrolled in individual coverage under the HDHP and you contribute a minimum annual amount based on your wages. The University will contribute $ annually to your HSA account if you are enrolled in family coverage under the HDHP and you contribute the minimum annual amount based on your wages. The required minimum annual contribution is $ per year.  The $ University contribution reduces the maximum amount you may contribute to $3, for an individual and the $ University contribution reduces the maximum amount you may contribute to $6, for a family. In order to receive the university contribution to the HSA, you must be enrolled in the HDHP and the HSA as of January 1st of the calendar year. The University’s contribution will be a one time, lump sum deposit coincident with the employees’ January payroll.

The University contribution can only be made to the HSA account that is sponsored by the University. If you elect not to open an HSA through ConnectYourCare, then you will not receive the University contribution.


Enrollment Period

Eligible employees may enroll within 31 days after their date of hire, during the annual open enrollment in November and/or within 31 days after a family status change. You must re-enroll each year to continue your participation in this plan. Continued participation is not automatic. 

Note: The university will pay the administration fees for all active employees who are currently participating in the plan. Once the employee terminates, retires, or discontinues participation in the HSA, the fees will be the responsibility of the employee.


Effective Date

Effective January 1,benefits eligible rehires and new hires will become eligible for coverage on their date of hire. Also, changes to benefit coverage due to a life event or job change into a benefits-eligible role will also be effective as of the date of the event for all employees. Changes made during the annual Open Enrollment period in November are effective January 1 of the subsequent year.


Filing Claims with ConnectYourCare

All health savings account claims are to be filed directly with ConnectYourCare. ConnectYourCare offers convenient ways to submit claims:

Health Savings Account Claim Form (PDF)


Helpful Links

Источник: mynewextsetup.us

*The following benefits of hsa for employees apply to Class F (40 hours/week), Class R ( hours/week), and Class H ( hours/week) excluding employees who work in the following states: Benefits of hsa for employees, Illinois, Indiana, Maryland, North Carolina, Pennsylvania, Utah, and Wisconsin.  View the benefits overview for employees who work in CT, IL, IN, MD, NC, PA, UT, and WI.

Amazon’s benefits can vary by location, the number of regularly scheduled hours you work, length of employment, and job status such as seasonal or temporary employment.

The following benefits are effective from April 1, — December 31,

Medical

Plans include coverage for prescription drugs, emergency and hospital care, mental health, X-rays, lab work, etc. There are no pre-existing condition exclusions with any of Amazon’s medical plans. Employees have a choice of multiple plans. All plans cover preventive care %.

Источник: mynewextsetup.us

Benefits of hsa for employees -

Health Savings Accounts (HSAs) and Medicare

Health Savings Accounts (HSAs) are accounts for individuals with high-deductible health plans (HDHPs). Funds contributed to an HSA are not taxed when put into the HSA or when taken out, as long as they are used to pay for qualified medical expenses. Your employer may oversee your HSA, or you may have an individual HSA that is overseen by a bank, credit union, or insurance company.

If you have an HSA and will soon be eligible for Medicare, it is important to understand how enrolling in Medicare will affect your HSA.

High-deductible health plans

In order to qualify to put money into an HSA, you must be enrolled in a high-deductible health plan. HDHPs have large deductibles that members must meet before receiving coverage. This means HDHP members pay in full for most health care services until they reach their deductible for the year. Afterwards, the HDHP covers all the member’s costs for the remainder of the year.

Enrolling in Medicare when you have an HSA

If you enroll in Medicare Part A and/or B, you can no longer contribute pre-tax dollars to your HSA. This is because to contribute pre-tax dollars to an HSA you cannot have any health insurance other than an HDHP. The month your Medicare begins, your account overseer should change your contribution to your HSA to zero dollars per month. However, you may continue to withdraw money from your HSA after you enroll in Medicare to help pay for medical expenses, such as deductibles, premiums, copayments, and coinsurances. If you use the account for qualified medical expenses, its funds will continue to be tax-free.

Whether you should delay enrollment in Medicare so you can continue contributing to your HSA depends on your circumstances. If you work for an employer with fewer than 20 employees, you may need Medicare in order to have primary insurance, even though you will lose the tax advantages of your HSA. This is because health coverage from employers with fewer than 20 employees pays secondary to Medicare. If you work at this kind of employer and fail to enroll in Medicare, you may have little or no health coverage because your health plan does not have to pay until after Medicare pays. Health coverage from an employer with 20 or more employees pays primary to Medicare, so you may choose to delay Medicare enrollment if you work at this kind of employer and continue putting funds into your HSA.

Note: In either case, you have access to the Part B Special Enrollment Period (SEP) when you lose coverage or retire.

If you choose to delay Medicare enrollment because you are still working and want to continue contributing to your HSA, you must also wait to collect Social Security retirement benefits. This is because most individuals who are collecting Social Security benefits when they become eligible for Medicare are automatically enrolled into Medicare Part A. You cannot decline Part A while collecting Social Security benefits. The takeaway here is that you should delay Social Security benefits and decline Part A if you wish to continue contributing funds to your HSA.

Finally, if you decide to delay enrolling in Medicare, make sure to stop contributing to your HSA at least six months before you do plan to enroll in Medicare. This is because when you enroll in Medicare Part A, you receive up to six months of retroactive coverage, not going back farther than your initial month of eligibility. If you do not stop HSA contributions at least six months before Medicare enrollment, you may incur a tax penalty.

If you require counseling around HSAs, consult a tax professional.

Источник: mynewextsetup.us

What are the current HSA contribution limits?

About Triple Tax Advantages: You can receive tax-free distributions from your HSA to pay or be reimbursed for qualified medical expenses you incur after you establish the HSA. If you receive distributions for other reasons, the amount you withdraw will be subject to income tax and may be subject to an additional 20% tax. Any interest or earnings on the assets in the account are tax free. You may be able to claim a tax deduction for contributions you, or someone other tahn your employer, make to your HSA. Bank of America recommends you contact qualified tax or legal counsel before establishing an HSA.

Investing in securities involves risks, and there is always the potential of losing money when you invest in securities.

Bank of America, N.A. makes available The HSA for Life® Health Savings Account as a custodian only. The HSA for Life is intended to qualify as a Health Savings Account (HSA) as set forth in Internal Revenue Code section However, the account beneficiary establishing the HSA is solely responsible for ensuring satisfaction of eligibility requirements set forth in IRC sec If an individual/employee establishes a HSA and s/he is not otherwise eligible, s/he will be subject to adverse tax consequences. In addition, an employer making contributions to the HSA of an ineligible individual may also be subject to tax consequences. We recommend that applicants and employers contact qualified tax or legal counsel before establishing a HSA.

Bank of America does not sponsor or maintain the Flexible Spending Accounts (FSA) / Health Reimbursement Accounts (HRA) that you establish. The programs are sponsored and maintained solely by the employer offering the plan, or by an individual establishing an independent plan. Bank of America acts solely as claims administrator performing administrative tasks pursuant to an agreement with, and at the direction of, the sponsoring employer or individual under an independent plan. The sponsoring employer or individual under an independent plan is solely responsible for ensuring such arrangements comply with all applicable laws.

The planning tools and information calculators are illustrative only, and accuracy is not guaranteed. They are intended to provide a comparative tool for various consumer health care options and potential costs and savings of those options. Bank of America and its affiliates are not tax or legal advisors. The calculators are not intended to offer any tax, legal or financial advice and do not assure the availability of or your eligibility for any specific product offered by Bank of America or its affiliates. Please consult with qualified professionals to discuss your situation. This site may contain links to third-party content, which may be articles, videos, or calculators, regarding health plans only as a convenience. Some articles, videos and calculators may have been written and produced by third parties not affiliated with Bank of America or any of its affiliates.

Neither Bank of America nor any of its affiliates or employees provide legal, tax or accounting advice. You should consult your legal and/or tax advisors before making any financial decisions. This material should be regarded as general information on health care considerations and is not intended to provide specific health care advice.

If you have questions regarding your particular health care situation, please contact your health care, legal or tax advisor.

Please consult with your own attorney or tax advisor to understand the tax and legal consequences of establishing and maintaining a HSA, FSA, Dependent Care FSA, and/or HRA plan.

All trademarks and service marks belong to Bank of America Corporation unless otherwise noted.

Bank of America, N.A., Member FDIC. Mutual Fund investment offerings for the Bank of America HSA are made available by Merrill Lynch, Pierce, Fenner & Smith Incorporated (“MLPF&S”), a registered broker-dealer, registered investment adviser, Member SIPC, and a wholly owned subsidiary of Bank of America Corporation (“BofA Corp.”). Investments in mutual funds are held in an omnibus account at MLPF&S in the name of Bank of America, N.A., for the benefit of all HSA account owners. Recommendations as to HSA investment menu options are provided to Bank of America, N.A. by the Chief Investment Office (“CIO”), Global Wealth & Investment Management (“GWIM”), a division of BofA Corp. The CIO, which provides investment strategies, due diligence, portfolio construction guidance and wealth management solutions for GWIM clients, is part of the Investment Solutions Group (ISG) of GWIM.

Investment products:

Are Not FDIC Insured

Are Not Bank Guaranteed

May Lose Value

© Bank of America Corporation. All rights reserved. Exp/05/(global footer) 05/28/ Exp - 12/04/(Cobranding)

© Bank of America Corporation. All rights reserved. Exp/05/(global footer)

Important Notice

You’re continuing to another website

You're continuing to another website that Bank of America doesn't own or operate. Its owner is solely responsible for the website's content, offerings and level of security, so please refer to the website's posted privacy policy and terms of use.

Advertising Practices:

We strive to provide you with information about products and services you might find interesting and useful. Relationship-based ads and online behavioral advertising help us do that.

Here's how it works: We gather information about your online activities, such as the searches you conduct on our Sites and the pages you visit. This information may be used to deliver advertising on our Sites and offline (for example, by email) that's customized to meet specific interests you may have. If you prefer that we do not use this information, you may opt out of online behavioral advertising. If you opt out, though, you may still receive generic advertising. In addition, financial advisors/Client Managers may continue to use information collected online to provide product and service information in accordance with account agreements. Also, if you opt out of online behavioral advertising, you may still see ads when you sign in to your account, for example through Online Banking or MyMerrill Account Access. These ads are based on your specific account relationships with us. To learn more about relationship-based ads, online behavioral advertising and our privacy practices, please review the Bank of America Online Privacy Notice and our Online Privacy FAQs.

Источник: mynewextsetup.us

Current Provider:ConnectYourCare (CYC), a part of Optum Financial

To login/register: Visit mynewextsetup.us
Optum Financial uses a login experience called HealthSafe ID. This security feature uses two-factor authentication and allows you to use a single username and password when accessing other Optum sites that use HealthSafe ID. DownloadStep-by-step instructions (PDF)for creating a HealthSafe ID. Note: If you have previously use HealthSafe ID, you do not need to create a new one. You should click the Sign in button on the HealthSafe ID page to access your account. If you can’t remember your HealthSafe ID credentials, you can easily reset them during the sign-in process..

A Health Savings Account, or HSA, is a custodial account established to receive tax-favored contributions on behalf of eligible active employees enrolled only in a qualified WashU high deductible health plan to pay for qualified medical expenses. 

Not all employees will be better off with an HSA as compared with traditional low deductible or co-pay health plans. Those who are currently infrequent users of health care and/or have higher incomes and are looking for sheltered savings opportunities are likely to be the first to find HSA’s attractive.

Eligibility

Regular faculty or staff members working 50% FTE or more are eligible to participate in the Health Savings Account (HSA) as long as the employee is enrolled in the High Deductible Health Plan (HDHP) and not enrolled in Medicare, Tricare or have had VA benefits within the last three months. You cannot be enrolled in both the healthcare flex spending account and the health savings account at the same time through the university. 


University Contribution

The University will contribute $ annually to your HSA account if you are enrolled in individual coverage under the HDHP and you contribute a minimum annual amount based on your wages. The University will contribute $ annually to your HSA account if you are enrolled in family coverage under the HDHP and you contribute the minimum annual amount based on your wages. The required minimum annual contribution is $ per year.  The $ University contribution reduces the maximum amount you may contribute to $3, for an individual and the $ University contribution reduces the maximum amount you may contribute to $6, for a family. In order to receive the university contribution to the HSA, you must be enrolled in the HDHP and the HSA as of January 1st of the calendar year. The University’s contribution will be a one time, lump sum deposit coincident with the employees’ January payroll.

The University contribution can only be made to the HSA account that is sponsored by the University. If you elect not to open an HSA through ConnectYourCare, then you will not receive the University contribution.


Enrollment Period

Eligible employees may enroll within 31 days after their date of hire, during the annual open enrollment in November and/or within 31 days after a family status change. You must re-enroll each year to continue your participation in this plan. Continued participation is not automatic. 

Note: The university will pay the administration fees for all active employees who are currently participating in the plan. Once the employee terminates, retires, or discontinues participation in the HSA, the fees will be the responsibility of the employee.


Effective Date

Effective January 1, , benefits eligible rehires and new hires will become eligible for coverage on their date of hire. Also, changes to benefit coverage due to a life event or job change into a benefits-eligible role will also be effective as of the date of the event for all employees. Changes made during the annual Open Enrollment period in November are effective January 1 of the subsequent year.


Filing Claims with ConnectYourCare

All health savings account claims are to be filed directly with ConnectYourCare. ConnectYourCare offers convenient ways to submit claims:

Health Savings Account Claim Form (PDF)


Helpful Links

Источник: mynewextsetup.us
Источник: mynewextsetup.us

*The following benefits apply to Class F (40 hours/week), Class R ( hours/week), and Class H ( hours/week) excluding employees who work in the following states: Connecticut, Illinois, Indiana, Maryland, North Carolina, Pennsylvania, Utah, and Wisconsin.  View the benefits overview for employees who work in CT, IL, IN, MD, NC, PA, UT, and WI.

Amazon’s benefits can vary by location, the number of regularly scheduled hours you work, length of employment, and job status such as seasonal or temporary employment.

The following benefits are effective from April 1, — December 31,

Medical

Plans include coverage for prescription drugs, emergency and hospital care, mental health, X-rays, lab work, etc. There are no pre-existing condition exclusions with any of Amazon’s medical plans. Employees have a choice of multiple plans. All plans cover preventive care %.

Shared Deductible Plan

Health Savings Plan

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $2,/employee + spouse/domestic partner or children
  • $3,/family

Comes with a company-funded Health Reimbursement Account that automatically covers the first 50% of your deductible.

Depending on who you cover, Amazon contributes the following amount toward your HRA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $2,/employee
  • $4,/employee + spouse/domestic partner or children
  • $6,/family

Prescription Drug:

After you've paid your deductible

  • You pay 10% in-network
  • You pay 30% out-of-network

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $3,/employee + spouse/domestic partner or children
  • $4,/family

Comes with a company-funded Health Savings Account (HSA) that you can also contribute to and save for health care expenses.

Depending on who you cover, Amazon contributes the following amount toward your HSA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $3,/employee
  • $6,/employee + spouse/domestic partner or children (up to $3,/person)
  • $9,/family (up to $4,/person)

Prescription Drug (Retail):

After you've paid your deductible:

  • You pay 10% in-network
  • You pay 30% out-of-network
Standard Plan

Network options: Aetna or Premera Blue Cross

Deductible:

  • In-network: $/person, up to $/family max
  • Out-of-network: $/person up to $1,/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $2,/person up to $4,/family max
  • Out-of-network: $4,/person up to $9,/family max

Prescription Drug

 day Retail:

  • $10 generic
  • 10% up to $30 for preferred
  • 30% up to $40 non-preferred

day Mail Order:

  • $20 generic
  • 10% up to $60 for preferred
  • 30% up to $80 non-preferred

Out-of-Pocket Maximum (Prescription Drug):

  • $4,/person
  • $8,/family

Network options: Premera Blue Cross only

Deductible:

  • In-network: $/person, up to $/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $3,/person up to $7,/family max

Copays after deductible is met:

  • $30 for primary care provider
  • $30 for mental health & substance abuse
  • $45 for specialist visit
  • $75 for urgent care visit
  • $ for emergency room visit

Prescription Drug:

Copays for day Retail:

  • $10 generic
  • $30 preferred
  • $40 non-preferred

Copays for day Mail Order:

  • $20 for generic
  • $60 for preferred
  • $80 for non-preferre

Out-of-Pocket Maximum (Prescription Drug):

  • $2,/person
  • $5,/family
Kaiser Permanente HMO (CA, CO, HI, MD, VA, WA, Washington DC) 

Deductible: None

Copays:

  • Primary Care Office visit: $30
  • Specialist Office visit: $45
  • Mental Health Outpatient: $30 (individual) / $15 (group)
  • Inpatient Hospital: $0
  • Emergency Room: $
  • Urgent Care: $30

Out-of-Pocket Maximum (Medical):

  • $1,/person
  • $3,/family

Prescription Drug (Retail):

After you've paid your deductible:

  • $10 generic
  • $30 preferred benefits of hsa for employees Dental of Washington)
    Basic Dental PlanEnhanced Dental Plan 

    Plan Year Maximum: $1,

    Deductible:

    • $50/individual
    • $/family

    Included Services:

    • Preventive (cleaning and x-rays) covered at %, deductible waived
    • Basic (fillings and extractions) covered at 90%

    Plan Year Maximum: $2,

    Deductible:

    • $50/individual
    • $/family

    Included Services:

    • Preventive (cleaning and x-rays) covered at %, deductible waived
    • Basic (fillings and extractions) covered at 90%
    • Major Restorative (dentures and crowns) covered at 50%
    • Orthodontia covered at 50% with $2, lifetime maximum (deductible waived)

     

    Vision (Vision Service Plan)

    Basic Vision PlanEnhanced Vision Plan

    Plan pays % for an eye exam at an in-network provider once every calendar year.

    Materials Copayment: $10

    Lenses: Covered % in-network

    Frames or Contacts (contacts are in lieu of glasses): 1 pair every calendar year up to $ allowance in-network

    Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

    Plan pays % for an eye exam at an in-network provider once every calendar year.

    Materials Copayment: $10

    Lenses: Covered % in-network

    Frames or Contacts: 2 pairs every calendar year up to $ allowance for each pair in-network

    Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

     

    Infertility Benefits

    Amazon partners with Progyny, the leading infertility benefits provider, to provide our employees with infertility treatment coverage. When enrolled in one of Amazon's medical plans, employees have access to Progyny's premier infertility treatment specialists and receive personalized support from a patient care advocate. Ask your recruiter if you'd like more information about this program.  

    Amazon (k) Plan

    • For every $1 of employee contribution you make (up to 4% of your eligible pay), Amazon will contribute $ to your account in the form of matching contributions. You can get up to a 2% match. Note: Catch-up contributions are not matched.

    • You become vested in matching contributions after you are credited with three years of vesting services. A year of vesting service is defined as a calendar year in which you complete 1, hours of service.

    • You can contribute from 1% to 90% of your eligible pay on a pre-tax basis, a Roth after-tax basis, or both, subject up to the annual IRS limits. For calendar yearthe IRS limit is $19, (If you turn 50 or older inyou may contribute an additional $6, in catch-up contributions in ).

    • All Amazon employees age 18 or older are eligible to join the plan benefits of hsa for employees upon their date of hire. To learn more about the Amazon (k) Plan, watch a video here. 

    Employee Restricted Stock Units

    At Amazon, most employees have the ability to become owners of the company through the granting and vesting of Restricted Stock Units (RSUs). Depending on your job level and if you are scheduled to work 30+ hours per week, you are eligible to:

    • Receive a grant of RSUs that vest over time, in accordance with plan documents.
    • Have opportunities for additional RSU grants.

    Amazon is continually evaluating new ways to provide other types of ownership opportunities for all employees. 

    Flexible Spending Accounts

    Flexible Spending Accounts (FSAs) provide a convenient way to pay for certain eligible health care and/or dependent care expenses with pre-tax dollars. If you contribute money to an FSA, you lower your taxable income, which reduces your federal income and Social Security taxes.

    • Health Care FSA can be used to pay for health insurance copays, deductibles and other eligible services and supplies not covered by your medical, dental or vision plans. The Health Care FSA has a minimum contribution of $ and a maximum of $2, per plan year to use for eligible health care expenses. If you enroll in the Health Savings Plan with a Health Saving Account (HSA), you are not eligible to enroll in the Health Care FSA.
    • The Dependent Care FSA can only be used to pay expenses for dependent care, such as child or elder care while you are working. The Dependent Care FSA has a minimum contribution of $ and a maximum of $5, per plan year. 

    Disability Insurance

    Available to employees working 30+ hours. Amazon provides both short-term and long-term disability coverage at no cost to you. Both plans provide partial income (60% of eligible salary up to certain limits) if you become medically disabled.

    • There is a 7-day waiting period for short-term disability (STD) benefits; benefits are then paid for up to 26 weeks. For STD benefits related to pregnancy, there is still a 7-day waiting period, but pay is retroactive to the first day of disability.
    • Short-term pregnancy disability coverage is available for birth mothers and is equal to % of basic earnings for up to 4 weeks pre-partum and 10 weeks post-partum.
    • There is a day waiting period for long-term disability td canada trust routing transit number benefits; benefits are then paid for an extended period depending on the severity of the disability and other factors. The LTD plan has a pre-existing condition exclusion provision.

    Life and Accidental Death and Dismemberment Insurance

    • Amazon currently provides two times your annual base salary for Basic Life and AD&D Insurance at no cost to you.
    • You can buy supplemental life insurance coverage for yourself, payable to your designated beneficiaries if you die. You can buy coverage in amounts of 1x to 10x your base annual earnings, up to $2,
    • You can buy life insurance to cover your spouse/domestic partner in amounts of $25, or ½ to 5x your base annual salary, up to $, not to exceed % of your total amount of life insurance (basic and supplemental). 
    • You can buy life insurance to cover tricare prime login children in certain amounts up to $20,
    • An accelerated death benefit is available in certain situations involving a terminal illness.
    • You can buy supplemental AD&D insurance to cover just yourself, or yourself and your eligible dependents, of 1x to 10x your basic annual earnings, up to $2,

    Critical Illness & Personal Accident Insurance

    Get discounted rates on Critical Illness and Personal Accident Insurance through MetLife.

    • Critical Illness Insurance can help fill the gaps in your health or disability plan by paying a lump-sum benefit if you are diagnosed with a serious medical condition like a heart attack, cancer or stroke. It helps cover things like your deductible and coinsurance, transportation and lodging.
    • Personal Accident Insurance can help protect against unexpected costs related to accidents by paying a specific dollar amount for covered events, including dislocations, burns, emergency room visits and more.

    Homeowners, Renters, Auto, and Pet Insurance

    Take advantage of discounted rates and compare homeowners, renters, auto, and pet insurance carriers on one platform. You can also save up to 20% when you enroll with ASPCA Pet Health Insurance. You can enroll in or change these benefits at any time during the year, not just during Open Enrollment.

    Legal Services

    With MetLife, receive discounted rates on legal advice and fully covered legal services for a wide range of personal legal matters including wills and estate planning, real estate matters, family law, and more.

    Mental health care and aps pay my bill living assistance

    • Free counseling services and referrals are available 24/7 for any Amazon employee or household member.
    • You can receive benefits of hsa for employees to three freecounseling sessions- virtual or in person-per issue, per year.
    • Referrals are available for legal and financial issues and for personal convenience and care needs (child care, elder care, relocating, and other regions bank blountstown fl phone number needs).

    Child, Elder and Pet Care Referral Services

    Receive free membership to Sittercity and Years Ahead, a portal to locate qualified child care or elder care. You pay for the actual care you need. The site provides access to background checks, references and reviews from other users.

    Other Benefits

    • mynewextsetup.us Discount Code for 10% discount off Amazon merchandise
    • Employee discount program for a variety of goods and services such as travel, event tickets, cell phone services, restaurants, entertainment, sports, and more.

    Leave of Absence

    In general, leaves of absence are available to eligible employees for time off due to a qualifying medical condition, or to care for a qualified family member experiencing a medical condition. Other types of leave may include: the birth, adoption, or placement of a new child, pregnancy, personal reasons, the death of a member benefits of hsa for employees your immediate family, jury/witness duty, military reasons, or other reasons provided under various laws. Most leaves are unpaid, except some pregnancy and parental leaves, and some portions of jury/witness, military, and bereavement leaves. All leaves have various length limits, and some leave types may require certification or the approval of your manager or Human Resources.

    Pregnancy & Parental Leave

    All blue badge employees who are considered full time (40 hours per week) or reduced time ( hours per week) are eligible for leaves as summarized below. Your health care, life insurance, (k), and vacation benefits under Amazon’s plans will continue during the following.

    Pregnancy Leave (runs concurrently with state and federal leaves, as applicable)

    • Amazon provides pregnant employees with the following:  
      • Pre-Partum: Up to four weeks of paid leave, conditional on medical recommendation
      • Post-Partum: 10 weeks of paid leave
      • Short-term disability benefits during leave
    • Restricted Stock Units (RSUs) will continue to vest according to your current vesting schedule.
    • Sign-on bonus payments (if included in your job offer) continue per original schedule.

    Parental Leave (must also have one continuous year of employment at time of birth or adoption to be eligible)

    • Six weeks of paid leave following the birth or adoption of a child.
    • Parental Leave can be taken in one consecutive six-week period or split into two increments, and must be used within twelve months of birth or adoption.
    • You do not need approval from your manager to take Parental Leave.  You should discuss your leave plan with your manager, but how and when you utilize your leave is at your discretion.
    • RSU vesting will suspend after 14 days cumulative after leave and resume upon return to work with an adjusted vest schedule. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.

    Leave Share Program

    • The pay benefit of any unused portion of the Parental Leave can be shared if your spouse or domestic partner does not have access to a paid parental leave through his/her employer
    • You will be asked to affirm that your spouse or domestic partner does not have paid parental leave benefits through his/her employer.
    • You’ll receive your base pay for the unused portion of the Parental Leave in your next available paycheck along with your regular base pay.

    Ramp Back Program

    • Birth parents and primary caregivers can gradually return to work on a reduced schedule over an eight-week period immediately following a Pregnancy or Parental Leave.
    • You can select one of three reduced-hour options: 50% for eight weeks, 50% for four weeks/75% for four weeks, or 75% for eight weeks.
    • Your base pay, sign-on bonus payments and RSU vesting will be proportional to the option you select.
    • A new RSU vesting schedule will be established upon return to full-time work. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.
    • You do not need manager approval for Ramp Back. You should discuss your leave plan with your manager, but how you utilize Ramp Back is at your discretion.

    Adoption Assistance

    • Amazon reimburses qualified adoption expenses up to $5, for a single-child adoption or $10, combined maximum for a sibling-group adoption.
    • Generally, the child must be under the age of
    • Limit of one single or group adoption reimbursed per calendar year.​

    Paid Time Off

    For information about paid time off, please refer to the separate PTO webpage shared by your recruiter.

    Paycheck Contributions

    View the paycheck contributions for Medical, Dental, and Vision coverage for you and any eligible dependents, effective April 1,to December 31,

    Important Note

    This page is a summary of benefits only. It is not a legally binding document. If there is a discrepancy between this information and the plan or policy documents, the plan or policy documents will govern in all cases. Participation in Amazon benefits does not signify a contract of employment. Amazon reserves the right to modify or terminate any portion of the Amazon benefits program and/or any of its policies at any time with or without notice.

    If you are not part of the group that this document applies and, as a result, have received this document in error, please contact your recruiter or human resources to receive the documents applicable to you.

    Источник: mynewextsetup.us

    39 million

    At Unum, we help millions of employees protect their families, their finances and benefits of hsa for employees futures. Comprehensive coverages, superior technology and unparalleled support — delivered where and when it’s needed most.

    HR technology advantages

    Innovation that makes it easy for HR and employees

    We provide the latest in benefits technology with proven service teams. Let us take work off your hands while supporting your employees where and when they need it most.

    Trusted benefit offerings

    Financial protection to keep your employees going

    Our broad coverage offering along with tailored benefits education and enrollment communications help ensure employees get the protection they need.

    Featured webinar

    How tech is transforming leave management

    Today’s leave management programs need to balance rising employee expectations, increasing compliance requirements and company workforce goals. And with the ongoing pandemic, complexity around leave and absence management is only accelerating. In this webinar, industry thought leaders discuss how new innovations and ecosystems are fundamentally transforming the leave experience for both employers and employees.

    More from HR Trends:

    Go to HR Trends

    Nov 11,

    Updates on the federal vaccine mandate

    We discuss updates for employers on OSHA’s most recent guidance, outlining what employers need to know.

    Nov 04,

    Building a Behavioral Health Strategy for the New World of Work

    Join us as we discuss the key elements of any organization’s behavioral health strategy.

    Nov 01,

    Benefit enrollment strategies

    Two HR enrollment and tech experts share recommendations to help organizations have a successful enrollment season.

    Oct 26,

    HRE Webinar: The essentials of the vaccine and testing mandate

    We break down the key features of the vaccine and testing mandate to help employers stay ahead.

    Oct 19,

    Vaccine & testing mandates—what employers need to know

    Experts discuss the vaccine testing mandate’s evolving rules, impacts, & how to find the right solution.

    Oct 13,

    The human element of leave and why it’s critical now

    Industry thought leaders uncover the true value of paid leave.

    Sep 22,

    Enrollment strategies in the now world of work

    Join technology and employee benefit leaders in examining integrated technology as employers look to the enrollment season.

    Why Unum?

    We offer a full array of benefits solutions, including benefits communication, enrollment services and claims support. And our award-winning absence management and vocational rehabilitation services help ease the disruption to businesses and employees by enabling them to return to full capacity as soon as they're able.

    people protected worldwide1

    We serve 57% of Fortune companies or their subsidiaries and affiliates2

    , businesses in the U.S. and U.K. offer benefits provided by Unum3

    Источник: mynewextsetup.us

    What are the current HSA contribution limits?

    About Triple Tax Advantages: You can receive tax-free distributions from your HSA to pay or be reimbursed for qualified medical expenses you incur after you establish the HSA. If you receive distributions for other reasons, the amount you withdraw will be subject to income tax and may be subject to an additional 20% tax. Any interest or earnings on the assets in the account are tax free. You may be able to claim a tax deduction for contributions wells fargo bank account sign in, or someone other tahn your employer, make to your HSA. Bank of America recommends you contact qualified tax or legal counsel before establishing an HSA.

    Investing in securities involves risks, and there is always the potential of losing money when you invest in securities.

    Bank of America, N.A. makes available The HSA for Life® Health Savings Account as a custodian only. The HSA for Life is intended to qualify as a Health Savings Account (HSA) as set forth in Internal Revenue Code section However, the account beneficiary establishing the HSA is solely responsible for ensuring satisfaction of eligibility requirements set forth in IRC sec If an individual/employee establishes a HSA and s/he is not otherwise eligible, s/he will be subject to adverse tax consequences. In addition, an employer making contributions to the HSA of an ineligible individual may also be subject to tax consequences. We recommend that applicants and employers contact qualified tax or legal counsel before establishing a HSA.

    Bank of America does not sponsor or maintain the Flexible Spending Accounts (FSA) / Health Reimbursement Accounts (HRA) that you establish. The programs are sponsored and maintained solely by the employer offering the plan, or by an individual establishing an independent plan. Bank of America acts solely as claims administrator performing administrative tasks pursuant to an agreement with, and at the direction of, the sponsoring employer or individual under an independent plan. The sponsoring employer or individual under an independent plan is solely responsible for ensuring such arrangements comply with all applicable laws.

    The planning tools and information calculators are illustrative only, and accuracy is not guaranteed. They are intended to provide a comparative tool for various consumer health care options and potential costs and benefits of hsa for employees of those options. Bank of America and its affiliates are not tax or legal advisors. The calculators are not intended to offer any tax, legal or financial advice and do not assure the availability of or your eligibility for any specific product offered by Bank of America or its affiliates. Please consult with qualified professionals to discuss your situation. This site may contain links to third-party content, which may be articles, videos, or calculators, regarding health plans only as a convenience. Some articles, videos and calculators may have been written and produced by third parties not affiliated with Bank of America or any of its affiliates.

    Neither Bank of America nor any of its affiliates or employees provide legal, tax or accounting advice. You should consult your legal and/or tax advisors before making any financial decisions. This material should be regarded as general information on health care considerations and is not intended to provide specific health care advice.

    If you have questions regarding your particular health care situation, please contact your health care, legal or tax advisor.

    Please consult with your own attorney or tax advisor to understand the tax and legal consequences of establishing and maintaining a HSA, FSA, Dependent Care FSA, and/or HRA plan.

    All trademarks and service marks belong to Bank of America Corporation unless otherwise noted.

    Bank of America, N.A., Member FDIC. Mutual Fund investment offerings for the Bank of America HSA are made available by Merrill Lynch, Pierce, Fenner & Smith Incorporated (“MLPF&S”), a registered broker-dealer, registered investment adviser, Member SIPC, and a wholly owned subsidiary of Bank of America Corporation (“BofA Corp.”). Investments in mutual funds are held in an omnibus account at MLPF&S in the name of Bank of America, N.A., for the benefit of all HSA account owners. Recommendations as to HSA investment menu options are provided to Bank of America, N.A. by the Chief Investment Office (“CIO”), Global Wealth & Investment Management (“GWIM”), a division of BofA Corp. The CIO, which provides investment strategies, due diligence, portfolio construction guidance and wealth management solutions for GWIM clients, is part of the Investment Solutions Group (ISG) of GWIM.

    Investment products:

    Are Not FDIC Insured

    Are Not Bank Guaranteed

    May Lose Value

    © Bank of America Benefits of hsa for employees. All rights reserved. Exp/05/(global footer) 05/28/ Exp - 12/04/(Cobranding)

    © Bank of America Corporation. All rights reserved. Exp/05/(global footer)

    Important Notice

    You’re continuing to another website

    You're continuing to another website that Bank of America doesn't own or operate. Its owner is solely responsible for the website's content, offerings and level of security, so please refer to the website's posted privacy policy and terms of use.

    Advertising Practices:

    We strive to provide you with information about products and services you might find interesting and useful. Relationship-based ads and online behavioral advertising help us do that.

    Here's how it works: We gather information about your online activities, such as the searches you conduct on our Sites and the pages you visit. This information may be used to deliver advertising on our Sites and offline (for example, by email) that's customized to meet specific interests you may have. If you prefer that we do not use this information, you may opt out of online behavioral advertising. If you opt out, though, you may still receive generic advertising. In addition, financial advisors/Client Managers may continue to use information collected online to provide product and service information in accordance with account agreements. Also, if you opt out of online behavioral advertising, you may still see ads when you sign in to your account, for example through Online Banking or MyMerrill Account Access. These ads are based on your specific account relationships with us. To learn more about relationship-based ads, online behavioral advertising and our privacy practices, please review the Bank of America Online Privacy Notice and our Online Privacy FAQs.

    Источник: mynewextsetup.us

    Health Savings Account & Flex Spending Accounts (Medical & Dependent Care)

    Health Savings Account (HSA) &#; Optum

    Health Savings accounts are available to Blue Plan participants.  The purpose of an HSA is to help you pay for eligible medical, dental and vision expenses.  HSAs are subject to IRS limits and regulations.

    By enrolling in the Blue plan, you will receive a contribution from Carleton into your HSA account.  Employees can choose to make an elective pre-tax contribution (which lowers your taxable income).  Newly hired employees who enroll in an HSA or those employees with mid-year qualifying event changes must adhere to the IRS limit (pro-rated to the months of benefit eligibility remaining within the calendar year).  There is no risk of forfeiture, balances roll over from one year to the next, and you can keep your HSA if you leave Carleton.  Per the HSA Catch-up provision, employees over age 55 are eligible to contribute an additional $1, per calendar year.

    You also have the option to invest your HSA dollars. Learn more about HSA accounts through Optum&#;s Educational resources.

    HSA Limits  Single Plan  Employee +1  Plan  Family Plan Age 55 (and Older) HSA Catch Up
    **Carleton’s Annual HSA Contribution       $1,        $2,       $3,            $0
    Employee Annual HSA Contribution Maximum       $2,        $4,       $4,         $1,
    Annual HSA Maximum       $3,        $7,       $7,         $1,
    ** Contributions are made by Carleton each pay period – (12) for monthly or (26) for bi-weekly. Annual limits and Carleton's contribution will be pro-rated for New Hires starting after January 1st.

    HSA & Medicare

    When you turn age 65 you need to notify HR when you are enrolling in Medicare, contributions made by yourself and Carleton will need to be stopped. Optum&#;s FAQ includes important resources, including information about your HSA and Medicare enrollment. 

    Flexible Spending Accounts (Medical and Dependent Care) &#; Optum

    Medical and Dependent Care Spending Accounts allow you to set aside money on a pre-tax basis,which lowers the employee&#;s taxable income for the current tax year. Distributions for qualified expenses are tax free.  Flexible spending accounts are subject to annual IRS limits and regulations. Medical and Dependent Care Flex Accounts require annual election.

    Medical FSA

    A medical flexible spending account is available to all benefit eligible employees but is not compatible with an HSA High Deductible Health Plan (HDHP). Having an FSA allows you to set aside pre-tax dollars for you and your qualified dependents to help you pay for eligible medical, dental and vision expenses.  Dependents are not required to be covered by your health insurance plan.

    This plan is a &#;use it or lose it&#; plan which means that any remaining balance is forfeited at the end of the calendar year or when you leave Carleton.  Our plan does offer a &#;grace and run-out&#; period which offers some flexibility in avoiding forfeiture annually.  

      Flexible Spending Account
    Grace PeriodRun-Out Period
    IRS FSA Maximum$2,Allows you to incur expenses thru March 15, to spend down remaining balance.Allows you to request reimbursement by April 30, before forfeiture of any remaining balance.

    Dependent Care Account (DCA)

    Dependent Care Accounts allow you to set aside pre-tax dollars to pay for the care of children under age 13 and certain older family members, while the employee works or goes to school.  Examples of eligible expenses are in-home child care, licensed day care facilities, before and after school programs, day camps and adult day care (i.e., custodial care for an eligible adult who is mentally or physically incapable of caring for themselves is very specific and will require medical documentation).

    A DCA is a pay as you go account, meaning that the funds must be available prior to receiving reimbursement.

    The annual contribution limit for is $5, ($2, if married and filing separately). Unused funds are lost at the end of the plan year, so it is important to estimate expenses carefully before making your annual election. 

    Links:

    Источник: mynewextsetup.us
ID card
  • Cigna ID card
  • References medical plan and HSA/HRA
Medical plan ID card with no reference to the HSA/HRA
WebEmployees have access to bank account information, HRA account information, Medical and Pharmacy via the myCigna website.myCigna and bank vendor sites are separate. Employees have access to Medical and Pharmacy plan only.
Customer Service
  • Cigna service representatives have access to individual’s medical, HSA and HRA activity
  • Warm transfers from Cigna to HSA vendor as needed for additional assistance.
  • Two customer service phone numbers
  • Cigna customer service cannot answer HSA or HRA questions
  • No warm transfers between Cigna and HSA vendor service operations
BillingEmployer gets a single bill from Cigna for medical plan, HSA administration and/or HRA administrationEmployer gets separate bills for medical plan (Cigna), HSA administration (bank vendor) and/or HRA administrative services (vendor)
Enrollment
  • Cigna facilitates HSA bank account enrollment submission
  • Cigna confirms HDHP enrollment of HSA applicants
  • Standard enrollment materials identify both medical plan, HSA and/or HRA features
  • Cigna does not support bank account enrollment submission
  • Cigna does not confirm HDHP enrollment of HSA applicants
  • Separate enrollment materials for medical plan, HSA and/or HRA
Cigna Health Advisor® Program (not available with all plans)Wellness and at-risk outreach, gaps in care coaching and treatment decision support includedAdditional cost when added to a non-Cigna plan
Claim processing
  • Medical claims can be automatically forwarded for consideration for HRA reimbursement
  • Single remittance is sent to health care provider and individual showing both the medical claim adjudication and HRA payment
  • Cigna processes medical and pharmacy claims only
  • Individual must submit request for reimbursement from HRA
ContributionsVarious options are available for the employer to fund the HSA, including bulk funding and employee-directed contributions through deposit or electronic funds transfer (EFT). Varies by plan.HSA contributions managed by bank vendor
ID card
  • Cigna ID card
  • References medical plan and HSA/HRA
Medical plan ID card with no reference to the HSA/HRA
WebEmployees have access to bank account information, HRA account information, Medical and Pharmacy via the myCigna website.myCigna and bank vendor sites are separate. Employees have access to Medical and Pharmacy plan only.
Customer Service
  • Cigna service representatives have access to individual’s medical, HSA and HRA activity
  • Warm transfers from Cigna to HSA vendor as needed for additional assistance.
  • Two customer service phone numbers
  • Cigna customer service cannot answer HSA or HRA questions
  • No warm transfers between Cigna and HSA vendor service operations
BillingEmployer gets a single bill from Cigna for medical plan, HSA administration and/or HRA administrationEmployer gets separate bills for medical plan (Cigna), HSA administration (bank vendor) and/or HRA administrative services (vendor)
Enrollment
  • Cigna facilitates HSA bank account enrollment submission
  • Cigna confirms HDHP enrollment of HSA applicants
  • Standard enrollment materials identify both medical plan, HSA and/or HRA features
  • Cigna does not support bank account enrollment submission
  • Cigna does not confirm HDHP enrollment of HSA applicants
  • Separate enrollment materials for medical plan, HSA and/or HRA
Cigna Health Advisor® Program (not available with all plans)Wellness and at-risk outreach, gaps in care coaching and treatment decision support includedAdditional cost when added to a non-Cigna plan
Claim processing
  • Medical claims can be automatically forwarded for consideration for HRA reimbursement
  • Single remittance is sent to health care provider and individual showing both the medical claim adjudication and HRA payment
  • Cigna processes medical and pharmacy claims only
  • Individual must submit request for reimbursement from HRA
ContributionsVarious options are available for the employer to fund the HSA, including bulk funding and employee-directed contributions through deposit or electronic funds transfer (EFT). Varies by plan.HSA contributions managed by bank vendor

Shared Deductible Plan

Health Savings Plan

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $2,/employee + spouse/domestic partner or children
  • $3,/family

Comes with a company-funded Health Reimbursement Account that automatically covers the first 50% of your deductible.

Depending on who you cover, Amazon contributes the following amount toward your HRA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $2,/employee
  • $4,/employee + spouse/domestic partner or children
  • $6,/family

Prescription Drug:

After you've paid your deductible

  • You pay 10% in-network
  • You pay 30% out-of-network

Network options: Aetna or Premera Blue Cross

Coinsurance: 90% covered in network

Deductible:

  • $1,/employee
  • $3,/employee + spouse/domestic partner or children
  • $4,/family

Comes with a company-funded Health Savings Account (HSA) that you can also contribute to and save for health care expenses.

Depending on who you cover, Amazon contributes the following amount toward your HSA:

  • $/employee only
  • $1,/employee + spouse/domestic partner or children
  • $1,/family

Out-of-Pocket Maximum (Medical and Prescription):

  • $3,/employee
  • $6,/employee + spouse/domestic partner or children (up to $3,/person)
  • $9,/family (up to $4,/person)

Prescription Drug (Retail):

After you've paid your deductible:

  • You pay 10% in-network
  • You pay 30% out-of-network
Standard Plan

Network options: Aetna or Premera Blue Cross

Deductible:

  • In-network: $/person, up to $/family max
  • Out-of-network: $/person up to $1,/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $2,/person up to $4,/family max
  • Out-of-network: $4,/person up to $9,/family max

Prescription Drug

 day Retail:

  • $10 generic
  • 10% up to $30 for preferred
  • 30% up to $40 non-preferred

day Mail Order:

  • $20 generic
  • 10% up to $60 for preferred
  • 30% up to $80 non-preferred

Out-of-Pocket Maximum (Prescription Drug):

  • $4,/person
  • $8,/family

Network options: Premera Blue Cross only

Deductible:

  • In-network: $/person, up to $/family max

Out-of-Pocket Maximum (Medical):

  • In-network: $3,/person up to $7,/family max

Copays after deductible is met:

  • $30 for primary care provider
  • $30 for mental health & substance abuse
  • $45 for specialist visit
  • $75 for urgent care visit
  • $ for emergency room visit

Prescription Drug:

Copays for day Retail:

  • $10 generic
  • $30 preferred
  • $40 non-preferred

Copays for day Mail Order:

  • $20 for generic
  • $60 for preferred
  • $80 for non-preferre

Out-of-Pocket Maximum (Prescription Drug):

  • $2,/person
  • $5,/family
Kaiser Permanente HMO (CA, CO, HI, MD, VA, WA, Washington DC) 

Deductible: None

Copays:

  • Primary Care Office visit: $30
  • Specialist Office visit: $45
  • Mental Health Outpatient: $30 (individual) / $15 (group)
  • Inpatient Hospital: $0
  • Emergency Room: $
  • Urgent Care: $30

Out-of-Pocket Maximum (Medical):

  • $1,/person
  • $3,/family

Prescription Drug (Retail):

After you've paid your deductible:

  • $10 generic
  • $30 preferred brand
 

 

Dental (Delta Dental of Washington)

Basic Dental PlanEnhanced Dental Plan 

Plan Year Maximum: $1,

Deductible:

  • $50/individual
  • $/family

Included Services:

  • Preventive (cleaning and x-rays) covered at %, deductible waived
  • Basic (fillings and extractions) covered at 90%

Plan Year Maximum: $2,

Deductible:

  • $50/individual
  • $/family

Included Services:

  • Preventive (cleaning and x-rays) covered at %, deductible waived
  • Basic (fillings and extractions) covered at 90%
  • Major Restorative (dentures and crowns) covered at 50%
  • Orthodontia covered at 50% with $2, lifetime maximum (deductible waived)

 

Vision (Vision Service Plan)

Basic Vision PlanEnhanced Vision Plan

Plan pays % for an eye exam at an in-network provider once every calendar year.

Materials Copayment: $10

Lenses: Covered % in-network

Frames or Contacts (contacts are in lieu of glasses): 1 pair every calendar year up to $ allowance in-network

Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

Plan pays % for an eye exam at an in-network provider once every calendar year.

Materials Copayment: $10

Lenses: Covered % in-network

Frames or Contacts: 2 pairs every calendar year up to $ allowance for each pair in-network

Contact lens fitting and evaluation exam covered in full once every calendar year, after a maximum $60 copayment in-network only.

 

Infertility Benefits

Amazon partners with Progyny, the leading infertility benefits provider, to provide our employees with infertility treatment coverage. When enrolled in one of Amazon's medical plans, employees have access to Progyny's premier infertility treatment specialists and receive personalized support from a patient care advocate. Ask your recruiter if you'd like more information about this program.  

Amazon (k) Plan

  • For every $1 of employee contribution you make (up to 4% of your eligible pay), Amazon will contribute $ to your account in the form of matching contributions. You can get up to a 2% match. Note: Catch-up contributions are not matched.

  • You become vested in matching contributions after you are credited with three years of vesting services. A year of vesting service is defined as a calendar year in which you complete 1, hours of service.

  • You can contribute from 1% to 90% of your eligible pay on a pre-tax basis, a Roth after-tax basis, or both, subject up to the annual IRS limits. For calendar year , the IRS limit is $19, (If you turn 50 or older in , you may contribute an additional $6, in catch-up contributions in ).

  • All Amazon employees age 18 or older are eligible to join the plan immediately upon their date of hire. To learn more about the Amazon (k) Plan, watch a video here. 

Employee Restricted Stock Units

At Amazon, most employees have the ability to become owners of the company through the granting and vesting of Restricted Stock Units (RSUs). Depending on your job level and if you are scheduled to work 30+ hours per week, you are eligible to:

  • Receive a grant of RSUs that vest over time, in accordance with plan documents.
  • Have opportunities for additional RSU grants.

Amazon is continually evaluating new ways to provide other types of ownership opportunities for all employees. 

Flexible Spending Accounts

Flexible Spending Accounts (FSAs) provide a convenient way to pay for certain eligible health care and/or dependent care expenses with pre-tax dollars. If you contribute money to an FSA, you lower your taxable income, which reduces your federal income and Social Security taxes.

  • Health Care FSA can be used to pay for health insurance copays, deductibles and other eligible services and supplies not covered by your medical, dental or vision plans. The Health Care FSA has a minimum contribution of $ and a maximum of $2, per plan year to use for eligible health care expenses. If you enroll in the Health Savings Plan with a Health Saving Account (HSA), you are not eligible to enroll in the Health Care FSA.
  • The Dependent Care FSA can only be used to pay expenses for dependent care, such as child or elder care while you are working. The Dependent Care FSA has a minimum contribution of $ and a maximum of $5, per plan year. 

Disability Insurance

Available to employees working 30+ hours. Amazon provides both short-term and long-term disability coverage at no cost to you. Both plans provide partial income (60% of eligible salary up to certain limits) if you become medically disabled.

  • There is a 7-day waiting period for short-term disability (STD) benefits; benefits are then paid for up to 26 weeks. For STD benefits related to pregnancy, there is still a 7-day waiting period, but pay is retroactive to the first day of disability.
  • Short-term pregnancy disability coverage is available for birth mothers and is equal to % of basic earnings for up to 4 weeks pre-partum and 10 weeks post-partum.
  • There is a day waiting period for long-term disability (LTD) benefits; benefits are then paid for an extended period depending on the severity of the disability and other factors. The LTD plan has a pre-existing condition exclusion provision.

Life and Accidental Death and Dismemberment Insurance

  • Amazon currently provides two times your annual base salary for Basic Life and AD&D Insurance at no cost to you.
  • You can buy supplemental life insurance coverage for yourself, payable to your designated beneficiaries if you die. You can buy coverage in amounts of 1x to 10x your base annual earnings, up to $2,,
  • You can buy life insurance to cover your spouse/domestic partner in amounts of $25, or ½ to 5x your base annual salary, up to $, not to exceed % of your total amount of life insurance (basic and supplemental). 
  • You can buy life insurance to cover your children in certain amounts up to $20,
  • An accelerated death benefit is available in certain situations involving a terminal illness.
  • You can buy supplemental AD&D insurance to cover just yourself, or yourself and your eligible dependents, of 1x to 10x your basic annual earnings, up to $2,,

Critical Illness & Personal Accident Insurance

Get discounted rates on Critical Illness and Personal Accident Insurance through MetLife.

  • Critical Illness Insurance can help fill the gaps in your health or disability plan by paying a lump-sum benefit if you are diagnosed with a serious medical condition like a heart attack, cancer or stroke. It helps cover things like your deductible and coinsurance, transportation and lodging.
  • Personal Accident Insurance can help protect against unexpected costs related to accidents by paying a specific dollar amount for covered events, including dislocations, burns, emergency room visits and more.

Homeowners, Renters, Auto, and Pet Insurance

Take advantage of discounted rates and compare homeowners, renters, auto, and pet insurance carriers on one platform. You can also save up to 20% when you enroll with ASPCA Pet Health Insurance. You can enroll in or change these benefits at any time during the year, not just during Open Enrollment.

Legal Services

With MetLife, receive discounted rates on legal advice and fully covered legal services for a wide range of personal legal matters including wills and estate planning, real estate matters, family law, and more.

Mental health care and daily living assistance

  • Free counseling services and referrals are available 24/7 for any Amazon employee or household member.
  • You can receive up to three freecounseling sessions- virtual or in person-per issue, per year.
  • Referrals are available for legal and financial issues and for personal convenience and care needs (child care, elder care, relocating, and other personal needs).

Child, Elder and Pet Care Referral Services

Receive free membership to Sittercity and Years Ahead, a portal to locate qualified child care or elder care. You pay for the actual care you need. The site provides access to background checks, references and reviews from other users.

Other Benefits

  • mynewextsetup.us Discount Code for 10% discount off Amazon merchandise
  • Employee discount program for a variety of goods and services such as travel, event tickets, cell phone services, restaurants, entertainment, sports, and more.

Leave of Absence

In general, leaves of absence are available to eligible employees for time off due to a qualifying medical condition, or to care for a qualified family member experiencing a medical condition. Other types of leave may include: the birth, adoption, or placement of a new child, pregnancy, personal reasons, the death of a member of your immediate family, jury/witness duty, military reasons, or other reasons provided under various laws. Most leaves are unpaid, except some pregnancy and parental leaves, and some portions of jury/witness, military, and bereavement leaves. All leaves have various length limits, and some leave types may require certification or the approval of your manager or Human Resources.

Pregnancy & Parental Leave

All blue badge employees who are considered full time (40 hours per week) or reduced time ( hours per week) are eligible for leaves as summarized below. Your health care, life insurance, (k), and vacation benefits under Amazon’s plans will continue during the following.

Pregnancy Leave (runs concurrently with state and federal leaves, as applicable)

  • Amazon provides pregnant employees with the following:  
    • Pre-Partum: Up to four weeks of paid leave, conditional on medical recommendation
    • Post-Partum: 10 weeks of paid leave
    • Short-term disability benefits during leave
  • Restricted Stock Units (RSUs) will continue to vest according to your current vesting schedule.
  • Sign-on bonus payments (if included in your job offer) continue per original schedule.

Parental Leave (must also have one continuous year of employment at time of birth or adoption to be eligible)

  • Six weeks of paid leave following the birth or adoption of a child.
  • Parental Leave can be taken in one consecutive six-week period or split into two increments, and must be used within twelve months of birth or adoption.
  • You do not need approval from your manager to take Parental Leave.  You should discuss your leave plan with your manager, but how and when you utilize your leave is at your discretion.
  • RSU vesting will suspend after 14 days cumulative after leave and resume upon return to work with an adjusted vest schedule. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.

Leave Share Program

  • The pay benefit of any unused portion of the Parental Leave can be shared if your spouse or domestic partner does not have access to a paid parental leave through his/her employer
  • You will be asked to affirm that your spouse or domestic partner does not have paid parental leave benefits through his/her employer.
  • You’ll receive your base pay for the unused portion of the Parental Leave in your next available paycheck along with your regular base pay.

Ramp Back Program

  • Birth parents and primary caregivers can gradually return to work on a reduced schedule over an eight-week period immediately following a Pregnancy or Parental Leave.
  • You can select one of three reduced-hour options: 50% for eight weeks, 50% for four weeks/75% for four weeks, or 75% for eight weeks.
  • Your base pay, sign-on bonus payments and RSU vesting will be proportional to the option you select.
  • A new RSU vesting schedule will be established upon return to full-time work. Your updated vesting schedule may take up to four weeks to appear in your Morgan Stanley account.
  • You do not need manager approval for Ramp Back. You should discuss your leave plan with your manager, but how you utilize Ramp Back is at your discretion.

Adoption Assistance

  • Amazon reimburses qualified adoption expenses up to $5, for a single-child adoption or $10, combined maximum for a sibling-group adoption.
  • Generally, the child must be under the age of
  • Limit of one single or group adoption reimbursed per calendar year.​

Paid Time Off

For information about paid time off, please refer to the separate PTO webpage shared by your recruiter.

Paycheck Contributions

View the paycheck contributions for Medical, Dental, and Vision coverage for you and any eligible dependents, effective April 1, , to December 31,

Important Note

This page is a summary of benefits only. It is not a legally binding document. If there is a discrepancy between this information and the plan or policy documents, the plan or policy documents will govern in all cases. Participation in Amazon benefits does not signify a contract of employment. Amazon reserves the right to modify or terminate any portion of the Amazon benefits program and/or any of its policies at any time with or without notice.

If you are not part of the group that this document applies and, as a result, have received this document in error, please contact your recruiter or human resources to receive the documents applicable to you.

Источник: mynewextsetup.us

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