1. Open Enrollment November 2013

2. KRESA Renewal Process Oct 7 th KRESA received our renewal rate information – 31% increase or $1.1 million more in premiums without H.S.A. contributions. Reviewed options with Lighthouse including $2000/$4000 deductible plan, self funding again, 80%/60% plan, and other quote results. Decided to meet with another option, Gallagher Benefits and the West Michigan Health Insurance Pool. Requested a quote. Reviewed best options with EAC, Cabinet, and the Board. Based on the goals to stay within cap and to give employees the best coverage for the lowest out of pocket cost we can, we recommended we go with the WMHIP and offer two options to employees so they can choose the best plan that meets their needs.

3. Welcome to the Western Michigan Health Insurance Pool! Allegan Area RESA Allendale Public Schools Battle Creek Public Schools Big Rapids Public Schools Byron Center Public Schools Caledonia Public Schools Chippewa Hills Public Schools City of Cedar Springs City of Ferrysburg City of Hudsonville City of Zeeland Comstock Park Area Schools Comstock Public Schools Coopersville Area Schools Delton Kellogg Public Schools East Grand Rapids Public Schools Emmet County Fennville Area Schools Forest Hills Public Schools Godfrey Lee Public Schools Godwin Heights Public Schools Grand Haven Public Schools Grand Rapids Community College Grand Rapids Public Schools Hopkins Public Schools Hudsonville Public Schools Ionia County ISD Kelloggsville Public Schools Kent Intermediate School District Lakeshore Public Schools Lowell Public Schools Montcalm ISD Muskegon Reeths Puffer Schools NEMCOG Newaygo RESA Northview Public Schools Ottawa Area ISD Rockford Public Schools South Haven Area Schools Thornapple Kellogg Public Schools Van Buren ISD Village of Spring Lake Vicksburg Community Schools Wayland Community Schools West Ottawa Public Schools Wyoming Public Schools WMHIP has 46 members including:

4. WMHIP Overview 4 PA 106 Public Employer Pool Plan (PEPP) Owned by the Public Entities Membership Opportunity for Consumerism Through Plan Choice, Transparency and Wellness Fully Reserved Self Funded Plan Development of Medical Plans and Flexible Offerings Governed by Board Adopted By-laws Claims administered by Blue Cross Blue Shield of Michigan

5. How Will The Change To WMHIP Impact You? What stays the same: BCBS Network BCBS Claims Administration Health Equity Account for your HSA (Your WMHIP plan may take 30-60 days to coordinate with your Health Equity Account, updated communication will come in the weeks to come) What are some differences: Two Plan Options to Choose From HSA will change from Simply Blue to Flex Blue (minor plan enhancements) New WMHIP ID Card/Group Number

6. Plan Design Overview Versatile PPOH.S.A. Plan Type Community Blue PPOFlex Blue 2 HSA PPO Co-Insurance Covered 90% In Network, 70% Out of Network after deductible Covered 100% In Network, 80% Out of Network after deductible Deductible In Network - $250/$500 Out of Network - $500/$1,000 In Network - $1,250/$2,500 Out of Network - $2,500/$5,000 In Network Out-of-Pocket Maximum $1,000/$2,000$1,000/$2,000 (Rx copays) Emergency Room Copay $25, then covered 90% after deductible Covered 100% after deductible Office Visit $20 copayCovered 100% after deductible In-Network Physical, Speech, and Occupational Therapy Covered 90% after deductible (limited to 60 visits) Covered 100% after deductible (limited to 60 visits) Routine/Preventative Care Covered at 100%, no deductibleCovered 100%, no deductible Drug Card $10/$40$10/$40/$80 after deductible

7. 2014 Medical Plan Financials Versatile PPO Plan Monthly Employee Premium Contribution Levels: Single - $15.00 Two Person - $30.00 Family - $45.00 H.S.A. PPO Plan No Monthly Employee Premium Contribution KRESA will fund your HSA account the following amounts in January: Single - $250.00 Two Person - $500.00 Family- $500.00

8. How the Versatile PPO Plan Works In Network, most covered medical services apply toward the deductible, then the plan pays 90% and the participant pays 10% Exception: Preventive care is covered at 100% with no deductible Exception: Office visits have the flat dollar copay and are not subject to deductible or coinsurance You continue to pay the 10% of claims until you have paid $1,000 single or $2,000 family. Then the plan pays 100% for the remainder of the year.

9. Versatile PPO Office Visit Claim Example “Sick” Physician Office Visit: $20 Copay – No deductible applies Generic Prescription - $10 copay – No deductible applies If your doctor sent you for lab work, X-rays or additional tests outside the office, then the $250 deductible and 10% coinsurance would apply to those services.

10. Versatile PPO Large Claim Example First Claim Submission of plan year: In Network Outpatient Surgery Total Cost after discounts = $10,250 Deductible = $250 $10,000 Remaining of claim BCBS pays 90% = $9,000 Participant pays 10% = $1,000 The Out of Pocket Maximum is satisfied for this individual for the plan year and claims are now paid at 100%. Remember that any preventative claims and office visits are not subject to the deductible or coinsurance. Two members of your family would need to have claims in excess of $10,250 in order to hit the $2,000 annual out of pocket maximum for coinsurance.

11. Versatile PPO Benefit’s To Note Hearing Coverage Exams Hearing Aids Pharmacy Coverage Mail Order for 90 day – 2 copay’s for the 3 month supply OTC Zyrtec, Prilosec and Claritin – Available at no cost

12. Flex Blue (WMHIP) and Simply Blue (Current Plan) Key Benefit Differences Flex Blue Covers physical, speech and occupational therapy to 60 visits per calendar year Referrals to out of network providers paid as in-network Chiropractic – 24 visit limit Simply Blue Covers physical, speech and occupational therapy to 30 visits per calendar year Out of network services paid as out of network, even if referred Chiropractic – 12 visit limit

13. How a High Deductible Health Plan (HDHP) Works All covered medical and prescription services apply toward the deductible until it’s met Exception: Preventive Care is covered at 100% with no deductible You can use the money in your HSA to pay for these services Once the deductible is met you will have 100% coverage for most medical services Prescriptions covered at $10/$40/$80 after the deductible is met

14. How A Health Savings Account (HSA) Works Your Health Savings Account will be held at Health Equity in the employee’s name Works just like a standard checking account – all funds are owned and controlled by you! The account is yours so it stays with you when you retire or no longer work for KRESA The balance rolls over from year to year. The money is yours to use now or save for future medical costs Tax Free Account – Pre- tax on the way in, grows tax free, no taxes paid when you use the money for medical expenses At age 65 and over you can spend the HSA money on any expense (no penalty applies on non- medical expenses after 65)

15. How an HSA and HDHP Can Work Together Claim Example Wait for your doctor to bill you with the new discounted amount. Use your HSA money to pay the bill. BCBSM will process your claim and will mail you an explanation of benefits telling you what you now owe after their discount. At Checkout you ask the front desk to bill your insurance: Blue Cross Blue Shield of Michigan (BCBSM) BCBSM is able to keep track of deductible expenses You receive network discounts off your bill You go to the Doctor for a “sick” office visit.

16. H.S.A IRS Annual Contribution Limits The total annual 2014 HSA contribution allowed by the IRS is $3300/single and $6550/family. This includes any employer contribution. If you are age 55 or older in 2013, you may contribute an additional $1000.

17. Who is NOT eligible for an HSA Examples of “1st dollar” medical benefits that make someone ineligible for an H.S.A. per IRS guidelines: *Medicare SSID (social security disability insurance) Tricare Coverage Full Medical Flexible Spending Arrangements (HRA) Adult Children – that do not qualify as a your tax dependent (IRS Publication 502) Covered by a spouses FSA or HRA plan (you cannot have an HSA if you are covered by your spouses plan that can pay for any of your medical expenses with an FSA or HRA before your HSA health plans deductible is met) * If an eligible person isn’t enrolled in Medicare, even though that individual has reached age 65, the person can contribute to an HSA until the month they enroll in Medicare. Also can contribute “catch up” contributions until enrolled in Medicare. (you can continue to use your HSA care expenses, but you can no longer make contributions to your HSA savings account)

18. Lincoln Financial Group Employer Paid Life Insurance Employer Paid Long Term Disability Voluntary Life Insurance Voluntary AD&D Insurance Voluntary Short Term Disability Voluntary Accident Plan Benefit If you do not wish to change coverage, then mark that box and just turn it in with your other enrollment forms.

19. Employer Paid Life and Long Term Disability Life Insurance Benefit $20,000 Employee Term Life Insurance Long Term Disability Benefit 60% of your wages + 10% progressive Income benefit 70% total income benefit up to $6000/month Benefit begins on 91 st day

20. Employee Voluntary Coverage Options Voluntary Life Insurance Employee - $10K increments up to 5x salary - $500k max Spouse - $5K increments up to 2.5x emp salary - $250k max Dep Children – 4 options - $2500 $5000 $7,500 $10,000 Voluntary AD&D Insurance Employee - $10k increments but no more than 5x salary Spouse - $5k increments up to 100% of employee election Dep Children - $2k increments up to $10,000 Voluntary Short Term Disability Benefit – Enhanced Benefits at a Lower Cost 60% of your wages min $100/wk – max $1,200/wk Begins 1 st day accident / 8 th day of Illness Benefit duration is 13 weeks Voluntary Accident Plan Benefit Receive payment for certain accidents/injuries

21. Accident Plan? Lincoln Accident Insurance pays you a cash benefit for covered accidental injuries. Medical costs Copays & deductibles Expenses Lost wages Property damage Transportation costs Consider the following costs associated with accidents:

22. HelpNet is here for you and your family. KRESA will continue with HelpNet to provide personal counseling to you and your household members. Marital Status and family Issues Addictions Emotional Problems Legal and financial concerns Careers Relationships Stress, Anxiety and depression Aging Parents HelpNet Offers - Assessment - Counseling - Community Referral HelpNet is a free personal Employee Assistance Program HelpNet is a local company headquartered in Battle Creek

23. Wellness the Pool and KRESA Our long term plan is to continue to expand our KRESA Wellness Program By staying healthy we help the Pool By helping the Pool, we are helping to keep rates down Look for more and more Wellness initiatives in the coming year!

24. Open Enrollment – Next Steps Go to MiSuite to check out your current benefit selections See handout in your packet for login information You can go to Online Resources from the KRESA web site Read through the BAG’s (Benefits at a Glance) Gather any information you will need to make informed decisions – i.e. H.S.A. balance, dependent information, F.S.A. balances, etc.

25. What needs to be COMPLETED? Open Enrollment Form Review the 2 medical plans and pick a medical plan that fits your situation or waive Flexible Spending Account / Health Savings Account Contribution Form Complete only if you will be making contributions to either your Flexible Spending Account, Dependent Care Flexible Spending Account, and/or your Health Savings Account Dental Selection Either mark “No Change” or pick the new selection if making changes to your coverage Vision Selection Either mark “No Change” or pick the new selection if making changes to your coverage Dependent Information Complete only if you are making changes to your dependents whom you would like covered Lincoln Voluntary Coverage – Check either no changes or identify the changes that you wish to make !! Turn in all forms to HR NO LATER than November 20th !!!

26. QUESTIONS AND ANSWERS