AGENDA State Employees’ Insurance Board 2013 Benefits Conference

AGENDA State Employees’ Insurance Board 2013 Benefits Conference
Registration (Wellness Nurses Available)…………………………………………………………..…… 8:00 AM Welcome…………………………………………………………………………………………………..…… 9:00 AM I. SEIB and Healthcare Reform Overview (Page 3)..…………………………………………………… 9:15 AM SEIB II. Deferred Comp Plan Options………………………………………………………………………….. 10:15 AM Great West Retirement Solutions Break (Wellness Nurses Available)………………………………………………………………..…….. 10:25 AM III. Alabama Retired State Employees’ Association (ARSEA)……………………………………….10:45 AM IV. Supplemental and Southland (Page 24)……………………….………………………………… :50 AM V. Wellness (Page 42).……………………………………………………………………………..…… :20 AM VI. SEIB Wellness Center & Pharmacy (Millbrook Only)……………………………………………..11:40 AM Lunch (On your own)…………………………………………………………………………….…….. ….12:10 PM VII. Retirement Benefits Overview…….……………………………………………………...…………...1:25 PM Retirement Systems of Alabama VIII. SEHIP Online Enrollment……………………………………………………………….………….. …2:05 PM IX. Deferred Comp Plan Options………………………………………………………..………………. .2:35 PM Break…………………………………………………………………………………………………..……. ….2:45 PM X. Alabama State Employees’ Association (ASEA)…………………………………….……………… 3:05 PM XI. Retirees (Page 53).……………………………………………………………………………………….3:10 PM XII. Flexible Benefits Plan (Page 68).………………………………….………………...………………..3:40 PM Program Concludes………………………………………………………………………...………………..4:20 PM

New Additions A list of insurance companies eligible for payroll deduction A list of payroll deduction codes administered by the SEIB A list of nearby restaurants A certificate of completion

State Employees’ Insurance Board
Board Members and Committees

SEIB BOARD MEMBERS Appointed By Position/ Name Term Governor
Personnel Board Member John Carroll 6 year term Joe N. Dickson Lt. Governor Joanne Randolph House Speaker Jon Bargainer Ex Officio RSA Executive Secretary David Bronner Indefinite Finance Director Bill Newton Elected Faye Nelson Active Employee Representative Robert Wagstaff 4 year term Paige Hebson Retiree Representative William Mellown Robert Pickett

Premium and Benefit Committee
Acting Finance Director Bill Newton Active Employee Representative Paige Hebson Retired Employee Representative Robert Pickett This committee recommends benefit and premium changes to the SEIB.

State Employees’ Health Insurance Plan
Plan Overview

2005 Legislative Changes State authorizes Board to offer supplemental coverage in lieu of the basic medical plan. State requires retirees to take other-employee coverage, if offered. State extends supplemental and optional coverages and provides a sliding premium scale to retirees, based on years of service. State requires Board to provide discounted coverage for low income active and retired employees and their dependents. State approves non-tobacco user discounts.

2008 Increased Dental maximum from $1000 to $1500 per covered member. Medicare retirees enrolled in Medicare Advantage Plan.

2009 Wellness Participation Discount Program adopted. All active employees screened during 2009 received the Wellness Participation Discount of $25 per month in 2010.

2010 Effective October 1, 2010, timing of the State's premium payments changed.

2011Plan Changes Implemented annual wellness screenings for all active employees to receive the Wellness Participation Discount.

2012 Legislative Changes Board can adjust premiums for spouse’s eligibility for other coverage. Retirees must have at least 10 years of creditable coverage to be eligible for retiree health coverage. Cancellation of coverage for fraudulent claims. FPL discount increased to 300%. Retiree premiums increased 1% per year for every year prior to Medicare age. Sliding scale adjusted to charge a 4% per year penalty for less than 25 years of creditable coverage. Contribution for non-Medicare retirees cannot exceed contribution for active employees by October 1, 2016.

SEIB Premium Rate History
YEAR STATE SHARE** INDIVIDUAL PREMIUM DEPENDENT PREMIUM 1975 15.70 0.00 30.75 1980 32.43 51.77 1985 100.00 82.50 1990 195.00 141.00 1995 255.00 164.00 2000 357.00 2005 650.00 2010 805.00 15.00* 205.00* 2012 805.00** 2013 825.00 *Premium shown includes non-tobacco user’s discount and wellness discount. **State share does not reflect credits returned to agencies. ***Premiums do not include dental coverage.

2014 Premium Changes Active Employee Single Increase $5 Family Increase $5 Early Retiree Single Increase $15 Family Increase $25 Medicare Retiree Single Increase $5 Family Increase $5 Family (non-Medicare) Increase $15 Surviving Spouse < 65 Single Increase $20 Medicare Surviving Spouse Non-Tobacco User Discount Increase $5 to $50 Dental Premium Individual $3 Family $8 Implement Monthly Spousal Surcharge $50 If the spouse’s individual coverage is more than $255 per month, the SEHIP member may qualify for a waiver.

2014 Benefit Changes Mandated Affordable Care Act (ACA) Benefits
Add some preventive and women’s health No copay Out of pocket limits Individual $6,250 Family $12,500 Dental Offer dental coverage separate from health (BC/BS or Southland) Urgent Care Facilities Increase Copay $35 to $50 Outpatient Surgery Increase Copay $100 - $150 Emergency Room Increase Copay $50 - $150 Major Medical Deductible Increase Deductible $100 - $300 Lab Copays Lower from $10 - $7.50 Expand Wellness Program Active employee their covered spouse, Non-Medicare retiree and their covered spouse are eligible for the wellness discount BCBS Supplemental Limit deductible amount on primary coverage – carve-out dental Health Reimbursement Account Provide up to $150 reimbursement to supplement other coverage premiums Pharmacy Copays 90-day Supply (Tier I at 1.5 x copay) Tier II , include high cost generics Implement Generic First Program (new prescriptions only)

Dental Options Benefits Deductible Diagnostic/Preventive
Major/Restorative Orthodontics BC/BS $25 100% Coverage 50% Coverage up to $1500 annual ($25 deductible) 50% Coverage up to $1,000 lifetime per child under age 19 ($25 deductible) Southland Single – 80% Coverage up to $1250 annual (no deductible) Family – 60% Coverage up to $1000/member annual ($25 deductible) No Coverage NOTE: Opt-out and/or plan change forms will be mailed directly to employees.

STATE EMPLOYEES’ health insurance plan
HealthCare Reform

Summary of Health Care Reform
Patient Protection and Affordable Care Act (PPACA) Signed into law on March 23, 2010 “Grandfathered Plans” Plans that were in existence on March 23, 2010 SEHIP will lose grandfathered status on January 1, 2014 Provide preventative services and women’s health with no copay

Summary of Health Care Reform To Date
Lifetime Coverage Limits Prohibited SEHIP must eliminate the $1 million lifetime limit on coverage of essential benefits but can allow certain restrictive annual limits until 2014. Pre-existing Condition Exclusions Prohibited for Dependents SEHIP must eliminate pre-existing condition exclusions for children under the age of 19. Dependent Coverage Expanded up to Age 26 SEHIP must provide coverage for adult dependent children up to age 26, if the child is not eligible to enroll in other employer provided coverage. SEHIP cannot require qualified young adults to pay more than similarly situated dependents enrolled in the plan. Health Care Reimbursement Account Maximum contribution capped at $2,500 annually Over-the-Counter drugs must be pre-approved

Health Care Reform Changes Effective October 1, 2013
Open enrollment for Marketplace* Coverage may become effective as early as January 1, 2014. *For more information on the Marketplace, click here.

Healthcare Reform Changes Effective January 1, 2014
Pre-existing condition exclusion for all enrollees prohibited. SEHIP currently has a 270 waiting period less credit for time served under other group coverage. Coverage Eligibility Employees must be offered coverage within 90 days of employment. Marketplace Subsidy SEHIP members who fall between 100%-400% of the FPL may qualify to receive credit for participation in the Marketplace. Individual Mandate Everyone, unless exempted by law, is required to maintain health insurance.

Healthcare Reform Changes Effective January 1, 2018
Excise tax on “Cadillac” Plans Cost of coverage exceeds $10,200 on individual and $27,500 on family coverage SEHIP cost of coverage is currently well below these levels.

Have Your New, Existing, and Retiring Employees Contact Their SEIB Benefit Advisor For Plan and Benefit Information Marsha Abbett Tonya Campbell Connie Grier Kerry Schlenker Rick Wages

State Employees’ Insurance Board
Blue Cross Blue Shield (BCBS) Supplemental Plan

What Is The BCBS Supplemental?
The BCBS Supplemental coverage supplements primary health insurance plans by covering the copay, coinsurance, deductible that the primary insurance plan does not pay at 100%. The primary coverage’s deductible cannot exceed $1,250 for individual coverage or $2,500 for family coverage.

Enrollment Requirement for the BCBS Supplemental
To be eligible, members must be able to enroll in another health insurance plan through a spouse, other, or previous employer. Primary plans not eligible: SEHIP (Group 13000) Local Government Health Insurance Plan (Group 30000) Public Education Employees’ Health Insurance Plan (Group 14000) Tricare Medicare

Cost of the BCBS Supplemental
Individual Coverage - $0* Family Coverage - $0* *The tobacco user premium will be waived and the annual wellness check is not mandatory.

Example A married state employee has a spouse employed with an auto manufacturer. The spouse elects family health insurance coverage offered through his employer. With the primary health insurance now provided through the auto manufacturer, the state employee can enroll in the BCBS Supplemental, on the first day of the following month. The BCBS Supplemental will eliminate copays, coinsurance, and deductible (up to a maximum) not covered at 100% by the auto manufacturer’s coverage. Remember, the BCBS supplemental is free for individual and family coverage.

Advantages to enrolling in the BCBS Supplemental
The coverage is free of charge for individual and family coverage. If the primary insurance does not provide dental coverage, members are eligible to enroll in the individual dental plan ($3) or the family dental plan ($8) offered through BCBS of AL or Southland National BCBS Supplemental will pay health and pharmacy copays, coinsurance, and deductibles (up to a maximum) that the primary plan does not pay at 100%. The member can move back to the BCBS basic medical plan on the first day of any month. Everyone covered under the supplemental is eligible for benefits offered through the SEIB Wellness Program.

Pharmacy Pharmacy: To receive reimbursement on pharmacy benefits, the member should complete a BCBS Medical Expense Claim form (available at and attach pharmacy receipt(s). Pharmacy claims may also be filed online at with reimbursements eligible to be direct deposited into the member’s personal checking or savings account.

Southland Optional Plan Dental, Vision, Hospital Indemnity, and Cancer
State Employees’ Insurance Board Southland Optional Plan Dental, Vision, Hospital Indemnity, and Cancer

What Is The Southland Optional Plan?
The Southland Optional Plan provides Dental and Vision Coverage Cancer and Hospital Indemnity Coverage

Cost for the Southland Optional Plan
Individual Coverage - $0* Family Coverage - $0* *The tobacco user premium will be waived and the annual wellness check is not mandatory.

Enrollment Requirement for the Southland Optional Plan
The SEHIP member must be eligible for primary health insurance through a spouse or other employer.* *Primary plans not eligible: SEHIP (Group 13000) Tricare (SEHIP retirees are the only exception.) Medicare

How is the Southland Optional Different than the BCBS Supplemental?
The Southland Optional Plan is not designed to pay copays/deductibles not covered at 100% by your primary health insurance. It does however provide dental, vision, hospital indemnity, and cancer benefits.

The Southland Claims Process
Vision Benefits are the same, regardless of provider. The provider or the member can file the claim. Dental Any dentist can be used. However, if a provider in the DentaNet network is used, the member will save money on expenses over the allowed amount. DentaNet is the second largest dental network in Alabama.

The Southland Claims Process
Hospital Indemnity and Cancer These coverages work as a supplemental to the member’s income; The amounts of reimbursement are determined by the procedure, admission, diagnosis, etc. The member will file the claim and reimbursement will be mailed directly to them; Payment or coverages of the primary health insurance do not affect the reimbursement amount.

Advantages to enrolling in the Southland Optional Plan
This plan includes dental, vision, hospital indemnity and cancer coverages, all in one. There is no premium for individual or family coverage. The dental benefits exceed those offered through the SEHIP BCBS dental plan. Southland is the sole dental provider for the Public Education Employee Health Insurance Plan (PEEHIP). This plan can serve as the primary dental and vision benefits plan or supplement the out-of-pocket expenses that a member’s primary dental and vision plans do not cover. There are no pre-existing conditions for the hospital indemnity or cancer coverage. In addition, reimbursements are paid directly to the insured.

Things To Remember A minimum enrollment period of 12 months is required. After the12-month requirement has been met, the member can return to the SEHIP during Open Enrollment (November 1-30) with a January 1 effective date.* *PEEHIP members are eligible to make enrollment changes during the PEEHIP Open Enrollment period (July-August) with a October 1 effective date.

Southland Vision Supplemental
Premium is $24 per month, regardless of number of dependents. New employees may enroll within 60 days from date of employment. Existing employees should enroll during Open Enrollment (November 1-30) with a January 1 effective date. Contract will remain in place unless cancelled by member during Open Enrollment. This benefit will coordinate with the SEIB Discount Routine Vision Care Network. Examination Frames Single Vision Bifocals Trifocals Lenticular Contacts Note: Plan provides either contact or lenses with frames, but not both in any plan year.

Wellness Premium Discount
SEIB WELLNESS PROGRAM Wellness Premium Discount

Wellness Premium Discount
Members are screened for the following risk factors Blood pressure At risk if systolic reading is 160 or higher or your diastolic reading is 100 or higher Cholesterol At risk if 250 or higher Glucose At risk if 200 or higher Body mass index At risk if 35 or higher

At-Risk Members If determined at-risk, the member will receive a copay waiver and physician referral form for follow-up. The member may receive the monthly discount by doing one of the following: Submit an office referral form indicating that you have been counseled by a healthcare provider for your identified risk(s), or Submit a completed physician certification form. It’s a good idea to have your physician complete and sign your form while you are in for an office visit. Then you can mail or fax to us and have the peace of mind knowing that your discount is in place, or Submit proof of participation in an approved exercise facility or SEIB approved program. Provide dates and location of participation, or Provide proof that you are self-managing and have made improvement in your identified risk(s). You must provide documentation of your improvement.

Approved SEIB Wellness Program Exercise Facilities
No contract agreement Monthly dues are payroll deducted No signing fee All memberships should be executed directly with the facility. The enrollment and payroll deduction information will be forwarded from the facility to the SEIB monthly. For location and rate information, visit our website at or click here.

Just a Few Things You Need To Know To Receive The Wellness Discount
New employees, and their covered spouse, must participate in a wellness screening or submit a physician certification form within 60 days from their date of employment. All active employees, their covered spouse, non-Medicare retirees and their covered spouse are required to have a screening/physician certification on or before November 30th of each year. A State employee can participate in a screening offered by the SEIB, regardless of location. Refunds will not be given for failure to submit appropriate information by deadline dates.

Verifying Discount To ensure the discount of $25 per month has been applied to your contract you can: Visit our website at to create and view your account information. Call the SEIB Wellness Division at (866)

Tobacco Cessation Program
Members and their covered spouse may receive a reimbursement of 80% of the cost of a non-covered tobacco cessation product up to $150 lifetime maximum.

Physician Weight Management Program
Covered SEHIP members can receive 80%, up to $150 annually for non-covered weight management programs that are overseen by a physician.

Hearing Aid Benefit The $100 reimbursement for hearing aids will no longer be available beginning January 1, 2014.

Reimbursement Process
To receive reimbursements for both tobacco cessation and weight management, receipts should be: Mailed: PO Box , Montgomery, AL 36104 Faxed: (334) Be sure to include name, contract number, and date of birth on all correspondence.

State Employees’ Health Insurance Plan
Retiree Insurance

Enrollment / Continuation
A retiring employee may elect to continue coverage with SEIB by completing the Form 12 that is included in the RSA retirement package. The Form 12 authorizes the RSA to deduct the monthly insurance premium from your retirement check. If a retiree chooses not to continue coverage at retirement, they MUST wait until the annual Open Enrollment (November 1-30 with an effective date of January 1) period to rejoin.

Retiree Premium Determination
A Retiree’s Premium Is Based On: Sliding Scale Premium payment is based on the retirees years of service Medicare Eligibility Increase in premium based on years shy of Medicare eligibility, traditionally age 65

2014 Retiree Base Premiums Premiums below are based on an employee with exactly 25 years of state service. Non-Medicare $226 Individual* $478 Family* Medicare Eligible (BlueRx)** $0 Individual* $121 Family* *Premiums shown include the $50 non-tobacco user’s discount. **BlueRx copays will increase $5 per prescription beginning January 1, 2014

Retiree Premium Sliding Scale
For every year of service under 25, the retiree share will be increased by 4%. For every year of service over 25, the retiree share will be reduced by 2%. Years of service (YOS) certified through RSA may differ from years eligible under SEIB. Participation in ERS does not necessarily mean your YOS will count towards your insurance premium.

Medicare Eligibility A retiree will have a 1% increase for every year they are away from Medicare eligibility. Example: A 55 year old retiree will see a 10% increase in their health insurance premium because they are 10 years away from age 65, or Medicare eligibility. The percentage will remain the same until the member reaches Medicare eligibility.

To Determine Premium at Retirement
Visit the SEIB website at and use the Retiree Premium Calculator to estimate premiums at retirement. Or you can click here to automatically be directed to the Premium Calculator.

Other Employer Coverage Carve-Out
State law requires the SEHIP retiree to enroll in the new employer’s plan if member: goes to work for another employer and is eligible for coverage with the new employer and the new employer pays 50% or more of the individual premium.

Available For Those Who Have Other Coverage
Blue Cross Blue Shield Supplemental Picks up co-pays and deductibles that your primary insurance does not pay at 100%, subject to a maximum deductible. Southland Optional Plan Provides dental, vision, hospital indemnity and cancer coverage Both of these plans are free for the retiree and their eligible dependents, regardless of age and/or years of service.

Retired State Employees Who Return to Work With the State of Alabama
Medicare eligible retirees returning to work: Are classified as a non-Medicare retiree. The employer is subject to the non-Medicare premium for the individual. The member is responsible for the non-Medicare premium for the dependent.

Retirees on Medicare Retirees should contact their SEIB Advisor for information on SEHIP benefits and premiums and coordination of benefits with Medicare.

Status Changes After retirement, the retiree becomes responsible for notifying the SEIB of any changes to their health insurance contract.

Surviving Spouse Coverage
When a SEHIP member with dependent coverage dies: SEIB should be notified and the necessary forms should be submitted within 90 days of the date of death; Surviving spouses, and their covered dependents, will be eligible to continue coverage if they were covered at the time of death; Eligible spouse should make the appropriate monthly premium payments to SEIB.

Just so you know… The Wellness Discount is not applicable to Medicare eligible retirees and their Medicare eligible covered dependents. However, Medicare eligible SEHIP members are eligible to attend Worksite Wellness Screenings. The Southland Vision Supplemental Plan is available to both active and retired employees. Retirees should not opt out of the SEHIP without speaking with an SEIB advisor about the BCBS Supplemental or Southland Optional.

State Employees’ Flexible Benefits
Health Care Reimbursement Account (HCRA) Dependent Care Reimbursement Account (DCRA)

Health care reimbursement account (hcra)
Flexible Employees’ Benefits Plan

HCRA – How it Works Determine the amount needed for out-of- pocket medical expenses for the upcoming year that include: Physician copays Prescription copays Over-the-counter medications (ONLY with doctor’s written order) Lasik surgery Orthodontics Dental Glasses/Contacts

HCRA – How it Works The total contribution is deducted in equal pre-tax increments from each pay period over the next year. $1,000 / 24 pay periods = $41.67 per pay period. The money is deducted pre-tax and placed into an account to use when you have an out-of-pocket medical expense not covered by your health insurance.

How Am I Reimbursed? There are three types of reimbursement offered under the Flex Plan: Manual Traditional (Bump) Flexible Spending Card

Manual Reimbursement Visit your physician and pay your copay of $35
Complete and HCRA reimbursement form, available at and forward to BCBS along with receipt/documentation from doctor visit; BCBS will reimburse the member $35 by either mailing a check directly to the member, or if enrolled, the reimbursement can be direct deposited into a checking/savings account.

Traditional Method (Bump)
Visit your physician and pay your copay of $35 When the claim is processed by BCBS, the HCRA will automatically issue a reimbursement for the out-of-pocket expenses not covered by your health insurance.* BCBS will reimburse the member $35 by either mailing a check directly to the member, or if enrolled, the reimbursement can be direct deposited into a checking/savings account. *If there is no claim filed with BCBS, the HCRA will not be alerted to send a reimbursement. Example, if purchasing glasses/contacts, the request for reimbursement would need to be filed manually because these are non-covered benefits under BCBS.

Flex Spending Card You receive a MasterCard pre-loaded with the amount of money you choose to put into your account for the upcoming plan year. You go to the doctor. You use your Flex Spending card to pay the $35 copay directly from your account. The money does not have to be in the account before the charge is incurred.

How Does the HCRA Benefit State Employees?
The Health Care Reimbursement Account (HCRA) is basically an interest-free, tax-free loan. The State is advancing you the total amount elected for the upcoming plan year, and that amount is payroll deducted from 24 pay periods, beginning January 1.* Qualifying status changes allow enrollment and contribution changes outside of the open enrollment period. *New employees who start after January 1 of the plan year have 60 days from date of employment to enroll. Their deductions would be divided by the number of payroll periods left in that plan year.

Amount allowed as deduction
Example of Tax Savings HCRA Adjusted Gross Income $20,000 7.5% AGI Max Amt $1,500 N/A Medical Expenses Amount allowed as deduction $0 Tax Savings (15% tax) $225 Tax Savings (28% tax) $420

What if I Don’t Use All of the Money I Put Into the HCRA?
This program is regulated by the IRS; therefore, it has a “Use It or Lose It” rule. The HCRA is available from January 1 until March 15 of each following plan year. To determine the contribution amount, only add expenses for January through December.

Bonus For Joining HCRA An additional $50 will be added to your account just for enrolling! With a minimum $120 contribution(only $5 per pay period) you will actually have $170 to spend!

Dependent Care Reimbursement Account (DCRA)
Flexible Employees’ Benefits Plan

DCRA – How it Works Determine amount needed to cover
dependent care expenses for the upcoming year. That amount is deducted pre-tax in equal increments from each pay period over the next year.

DCRA Example $2,000 / 24 pay periods = $83.34 per pay period.*
The money is placed into an account for you to use when you have a dependent care expense. *New employees who start after January 1 of the plan year have 60 days from date of employment to enroll. Their deductions would be divided by the number of payroll periods left in that plan year.

HCRA & DCRA Advantages Allows you to set money aside for health/dependent care expenses for the upcoming year; HCRA money can be used for dependents, even if they are not covered under your health insurance; $50 bonus just for enrolling in the HCRA; Entire amount of election is 100% pre-taxed; Helps to budget health/dependent care expenses; HCRA money in account after December 31st can be used until March 15th of the next plan year; Significant tax savings over the course of the year.

Benefits of Enrollment in HCRA and DCRA
SEHIP members will pay for their out-of-pocket health and daycare expenses even if they are not enrolled in the HCRA or DCRA. So, why not pay with pre-tax money? And receive a $50 bonus just for enrolling in the HCRA? Encourage your employees to consider enrolling in the HCRA and DCRA.

Helpful Links Visit the SEIB website at to view last three years of claims history to help determine upcoming years HCRA contribution amount; Visit the Blue Cross Blue Shield of Alabama website at to view contributions, balances, claims, etc. on both your HCRA and DCRA.

Notes Be sure to use correct plan year enrollment forms*
All payroll deductions in GHRS for both the HCRA and DCRA are administered by SEIB * 2014 enrollment forms have been included in your folder

State Payroll and Personnel Officer Assistance
New and Existing Employee Information and Forms

SEHIP Benefits, Plan Options, and Programs
Blue Cross Blue Shield Basic Medical Plan Blue Cross Blue Shield Supplemental Plan Southland National Benefits Plan Federal Poverty Level Program and Federal Poverty Level Guidelines

New Employee Forms SEHIP Enrollment Form (IB2)
After initial enrollment, employee can communicate directly with their SEIB Advisor for all their health insurance benefit questions, changes, etc. Non-Tobacco User Discount Application Physician Certification Wellness Discount Form Southland Vision Supplemental Enrollment Form Federal Poverty Level Discount Application Flexible Benefits Plan Enrollment (HCRA and/or DCRA)

Existing Active Employee Forms
BCBS Medical Expense Claim Form Plan Change Form Membership Status Change Form Non-Tobacco User Discount Form Physician Certification Wellness Discount Form Federal Poverty Level Discount Application Blue Cross Blue Shield Direct Deposit Enrollment Form Southland National Cancer and Hospital Indemnity Claim Form Southland National Dental Claim Form Southland National Vision Claim Form

SEIB Wellness Benefits and Programs
Worksite Wellness Screening Schedule Tobacco Cessation Program Physician Administered Weight Management Program Participating Exercise Facilities

AGENDA State Employees’ Insurance Board 2013 Benefits Conference

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