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2012-13BENEFITS & RETIREMENT

ORIENTATIONRegular Faculty

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CMU Choices Benefits Health Plans

Medical & Prescription Drug* Dental* Vision*

Life & Disability Employee Term Life* Long Term Disability* Short Term Disability* Spouse/OEI Term Life^ Child Term Life^

Flexible Spending Accounts (FSA) Health Care Account* Dependent Day Care Account**Pre-Tax Benefit ^Post-Tax Benefit

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Plan Year & Open Enrollment CMU Choices Plan Year: July 1st – June

30th For New Hires:

All benefit elections effective through 6/30/2013

2012-13 is the first year of a 2-year dental enrollment cycle

Open Enrollment: Typically held the first two weeks of May Changes to benefit elections take effect July 1st

of the new plan year

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Coverage Effective DatesAppointm

ent:All CMU Choices Benefits Begin On:

All CMU Choices Benefits End On:

10-Month Faculty

August 16th for those starting the beginning of Fall SemesterJanuary 1st for those starting the beginning of Spring Semester

The last day of CMU employment, unless the member has worked the entire academic year (Fall & Spring Semesters), in which case benefit coverage continues through August 15th of the current year.

12-Month Faculty

Date of appointment Last day of employment

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Qualifying Status Changes Status change form must be completed and

received by Benefits office within 30 days of the event.

Qualifying Status Change Events: Retrospective:

Birth, adoption, or placement of adopted a child Coverage is effective back to the date of event

Prospective: Marriage, divorce, loss of dependent status, unpaid

leave of absence, etc. Coverage is effective as of the next available pay period

Contact the Benefits & Wellness office with any status change questions: 989-774-3661 or benefits@cmich.edu

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New Hire Online Enrollment You must enroll in benefits online within 30

days of hire date. Revisions permitted until your deadline

Changes to elections previously entered may impact your coverage and/or your payroll deductions

After your deadline has passed, you will not be able to change your benefit elections until the next open enrollment period or within 30 days of a qualifying status change event

Benefit elections not entered after the deadline, will be automatically enrolled into: MESSA Choices II-single; 1x salary EE life; 67% LTD No Coverage for dental, vision, STD, dependent life,

and FSA

Spouse/OEI Eligibility Other Eligible

Individual (OEI) Must complete an OEI

designation form Will be taxed on the full

premium of the OEI (and OEI dependents) coverage

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Spouse/OEI eligible for Medical & Prescription

Drug Dental Vision Life If spouse/OEI also works at CMU Both employees cannot cover each other and/or children on medical &

prescription drug, dental, or vision plans Both employees may take dependent life coverage for each other and/or

dependents

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Child Eligibility

Children, Step-Children, or Children of OEI eligible for Medical & Prescription Drug Dental Vision Child Life

Eligible from birth through the end of the calendar year of the child’s 26th birthday

Coverage for children who were disabled prior to age 19 may be available past age 26 if certain criteria are met. See link below for more information.

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Medical/Prescription: MESSA Mandatory Benefit

Choices II Preferred Provider Organization (PPO) Community Blue Network (BCBS) Provider Locator: www.messa.org

SuperCare1 Traditional Plan - May use any BCBS provider (no

referrals needed) No Coverage - Employee must elect at least single

level medical coverage unless he/she is covered elsewhere

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MESSA Plan Comparison:

ServiceChoices II

SuperCare1In-Network Out-of-

NetworkAnnual

Deductible None $250-person/ $500-family

$50-person/$100-family

Annual Out-of-Pocket

MaximumNone $4,000-family $1,000-family

Health Maintenance

Exam

100% approved amt. – 1x per

yearNot covered

100% approved amt. – 1x per

yearWell-Baby, Child Care,

and Childhood Immunizations

100% approved amt.:•6 visits/year thru age 1•2 visits/year age 2 & 3•1 visit/year age 4 – 18

Not covered

100% approved amt.:•6 visits/year thru age 1•2 visits/year age 2 & 3•1 visit/year age 4 - 18

Office Visits and

Consultations$5 co-pay

80% approved amt. after deductible

90% approved amt. after deductible

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MESSA Plan Comparison:

ServiceChoices II

SuperCare1In-Network Out-of-

NetworkHospital

Emergency Room

$25 co-pay (waived if

accidental injury or admitted)

$25 co-pay (waived if

accidental injury or admitted)

•90% of approved amt. after deductible•100% of app. amt. (within 90 days) for accidental injury

Urgent Care Center $10 co-pay

80% of approved amt. after deduct.

Ambulance Services 100% of

approved amount100% of approved amount

90% of approved amount after

deduct.Inpatient

Hospital (Semi-private Room)

100% of approved amount

80% of approved amount after

deduct.

100% of approved amount

Hearing Aids-audiometric

exam, evaluation &

test

100% up to the scheduled

amount every 36 months

100% up to the scheduled

amount every 36 months

Not covered – unless due to

accidental injury

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Prescription Drug Coverage: for both Choices II & SuperCare1 plans

Type of Prescription For Each 34-day supply at Local Pharmacy:

Mandatory Generic Prescription Plan $10 co-pay

Brand without a generic equivalent $20 co-pay

Brand with a generic available, but you want the brand:

$20 co-pay, plus the cost difference between the brand and generic

90-Day Supply using Medco Mail order or at a retail pharmacy

You pay two month copayment instead of three $20 for generic/$40 for brand medications

Annual copayment maximum $1,000 per member/$2,000 per family calendar copayment maximum

University Health Services Pharmacy Prescriptions filled for CMU faculty, staff, &

dependents Confidential service, online refills & on-campus

deliveries

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Additional MESSA Information: MESSA group application form AND

MESSA/Cigna beneficiary form must be completed and returned to benefits office for online enrollment to be effective

Includes $5,000 group term life insurance coverage

Unlimited lifetime benefit maximum Calendar year for processing deductibles & co-

pays Will receive separate card from MESSA

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Dental: Meritain Health Voluntary Benefit

D 100/50/50 D 100/75/50/50 No Coverage

Two-year dental election 2012-13 is 1st year of

2-year dental cycle – election binding thru June 30, 2014

Optional Dentemax network www.dentemax.com

Pre-authorization recommended for services over $200.

Plan year deductible, co-pay, and plan maximum (July – June)

Will receive a separate card from Meritain Health

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Dental Plan Comparison:Benefit D 100/50/50 D 100/75/50/50

Class I – Preventative Services

2 cleanings & 1 set of X-rays/plan year

Covered - 100% R/C

Covered - 100% R/C

Class II – Basic ServicesFillings, crowns, root canal, oral

surgeryCovered - 50% R/C

after deductibleCovered - 75%

R/CClass III – Major Services

Dentures, bridges, dental implants

Covered - 50% R/C after deductible

Covered - 50% R/C

Class IV – OrthodonticsChild under age 19 when

services beganNot Covered

Covered - 50% R/C $2,000

lifetime maximum

DeductibleClass II & III services only

$50/person $150/family None

Plan Maximum per Plan Year $1,000 per person $1,500 per person

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Vision: EyeMed Voluntary Benefit

Vision 20 plan No Coverage

In-network providers: www.eyemedvisioncar

e.com Choose ‘Access’

network

After exhausting benefits, the discount on additional eyewear is 40%

Plan year co-pay and allowance (July – June)

Lasik information: Call 1-877-552-7376

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Vision Coverage:Vision 20 Plan In-Network

Member CostOut-of-Network

AllowanceExam with dilation $20 co-pay Up to $35 allowance

Frames $60 allowance20% off balance $30 allowance

Standard Plastic Lenses

(single vision, bifocal, trifocal, lenticular &

progressive)

$20 co-payon all types of lenses

$25 - $55 allowance depending on type of

lenses

Conventional Contact Lenses

$90 allowance15% off balance over

$90$72 allowance

Disposable Contact Lenses $90 allowance $72 allowance

FrequencyOne exam, one frame & one set of lenses (for

glasses or contact lenses) every plan year (July 1 - June 30)

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Term Life Insurance: The Hartford Mandatory Benefit

1.0 x Salary 1.5 x Salary 2.0 x Salary 3.0 x Salary 4.0 x Salary*

*Evidence of Insurability paperwork must be completed and submitted to The Hartford for approval

Includes core life and AD&D

Core life reduces 50% at age 70

Additional support available at: www.HartfordLifeConversations.com

Term life insurance does

not have cash value. Policy ends on termination date.

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Long-Term Disability: The Hartford Mandatory Benefit

67% of monthly earnings to $6,000 max

Coverage begins after 180 calendar days of being prevented from performing the essential duties of your occupation due to an injury or illness

Accrued sick time/vacation time may be used until approved for LTD (see contracts)

Waiting period for pre-existing conditions

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Short Term Disability: The Hartford Voluntary Benefit

50% of weekly earnings to $900 max 67% of weekly earnings to $1,200 max No Coverage

Coverage begins after 45 calendar days of being unable to work due to an injury or illness

Per contract, Regular Faculty have access to the Sick Leave Bank, which is designed to cover all but extreme short-term disability situations

Premiums based on spouse/OEI’s age July 1st

Coverage ends at the end of the plan year in which spouse/OEI turns age 70

Terminal Illness Benefit: 80% of benefit may be paid for spouse/OEI with less than a 12 month life expectancy

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Spouse/OEI Life: The Hartford Voluntary Benefit

$10,000 $25,000 $50,000 $75,000* $100,000* No Coverage

*Evidence of Insurability paperwork must be completed and submitted to The Hartford for approval

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Child Life Insurance: The Hartford Voluntary Benefit

$10,000 $25,000 No Coverage

Flat premium rate regardless of number of children covered

Age Range Coverage Level

Birth to 14 days old No Coverage

15 days – 6 months $1,000

6 months to age 19

Level of Coverage

Unmarried dependent

children age 19 - 26

Level of Coverage

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Flexible Spending Accounts (FSA): Benefit Consulting Group Voluntary Benefit

Health Care FSA Dependent Day Care

FSA

IRS Rules: Fund balances are

non-transferrable between plans

Any leftover money will be forfeited

Reimbursement Process: Debit card option

Keep/reuse card (3 years)

Keep receipts Paper form option

Submit forms with receipts to Benefit Consulting Group (BCG)

Must have separate direct deposit form on file with Benefit Consulting Group

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Flexible Spending Accounts (FSA):

Health Care Account Dependent Day Care Account

Description

Reimbursement for health care expenses not covered by a health care plan (deductibles, co-pays, glasses/contact lenses, dental work, & OTC medicine with prescription).

Reimbursement for dependent day care expenses while you and your spouse work or attend school on a full-time basis.

Eligibility

Your spouse, children, and parents if: they reside with you; you are responsible for their expenses; and you claim them as dependents on your income taxes. OEIs are not eligible.

Must be a dependent for federal income tax purposes and are either: a child under the age of 13 or an individual who is physically or mentally incapable of self care.

Availability Full election on effective date Contributions made to date

only

Election Levels

Minimum - $10.00 per payMaximum - $2,500 per plan year

Minimum - $10.00 per payMaximum - $5,000 per plan year

Incurred Expense Deadline

June 30(75-day grace period allows incurred expenses until September 15)

June 30

• Defined Benefit Plan• 10-year vesting period• Pension based on formula• Eligible only if worked at

certain Michigan Universities prior to 1/1/96

• Defined Contribution Plan• Immediate vesting• Pension based on accrued

earnings• Pre-enrolled in TIAA-CREF Life

Cycle Fund

University Retirement PlansCMU

CONTRIBUTION

403(b) Basic Retirement Plan

TIAA-CREF FIDELITY

Michigan Public Schools Employees Retirement System

(MPSERS)

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CMU contributes 10% of earnings No contributions or matching requirement by

employee University contributions are effective date

of hire Pre-enrollment into TIAA-CREF life cycle fund

effective with first pay At any time you may:

Change the investment fund option with TIAA-CREF, and/or

Elect to invest part or all of the university contribution with Fidelity Investments.

You are strongly encouraged to discuss your retirement investment options with a TIAA-CREF and/or Fidelity Investments counselor.

403(b) Basic Retirement Plan

• Voluntary Plan• No loan provision• Distribution without

penalty after separation from CMU employment• Taxes applied at time of

withdrawal

• Voluntary Plan• Loan provision with TIAA-

CREF only• Distribution without

penalty at age 59 ½, even if still working at CMU• Taxes applied at time of

withdrawal

Tax-Deferred Investment Plans

EMPLOYEE CONTRIBUTION

403(b) Supplemental Tax-Deferral Plan

TIAA-CREF FIDELITY

457(b) Public Deferred Compensation Plan

TIAA-CREF

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Tax-Deferred Investment Plans All contributions made by the employee as a

% of earnings - minimum $25 per pay on 457(b)

Salary reduction agreement form must be completed and returned to Benefits office Vendor application must also be completed for

TIAA (online) or Fidelity (paper) Maximum employee deferrals for 2012:

$17,000 for employees under age 50 $22,500 for employees age 50+ May defer up to maximum in both 403(b) and

457(b)28

StraightLine Advisors Independent investment research firm

Pro(b) ProAdvice

Fees based on CMU retirement balance Free if CMU balance under $5,000

Contact to learn about upcoming events or to schedule an individual meeting

StraightLine Advisors

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www.myRplan.com/cmu

Phone: 877-338-4032email:

info@myRplan.com

Additional Benefits Tuition Benefit Plan

24 credits per year Eligible: employee, spouse,

dependents, OEI, dependents of OEI

Taxation: Grad and Dr. level classes for

spouse and dependents Grad and Dr. level classes for

employee exceeding $5,250 All classes for OEI and their

dependents

Discount Programs CMU Discount Card

Use CMU ID for local discounts

YouDecide Save on a variety

of merchandise/services nationally

Visit Discounts website for more information30

Additional Assistance:

HR - Benefits & Wellness108 Rowe Hall989-774-3661

benefits@cmich.eduCentralLink.cmich.edu – then

search keyword “Benefits”