1. Welcome to Open Enrollment for 2015
Welcome to Open Enrollment for This is your one opportunity each year to make changes to your benefits, unless you experience a qualified life event like getting married or having a baby.
At Flextronics, we aim to help our customers succeed. To do that, we provide benefit programs that help our employees and their families succeed in living healthy and productive lives.
You’ll have some exciting new medical plan options in So, let’s explore your Flextronics benefits.

2. Open Enrollment – November 3 - 14, 2014
A BRAND NEW GAME TO HELP YOU BE YOUR BEST
Introducing changes to the Flextronics Medical Plan
Three new medical plan options
A new Health Savings Account
A new telemedicine program
And more!
You’ll get to make your benefit choices starting November 3rd, when Open Enrollment begins and you’ll have until November 14th to make your final decisions. In 2015, you can choose from three different medical plan options – and you may elect a health savings account if you’re eligible. We’re also introducing a new telemedicine program and much more.

3. Changes to the lineup Evaluated our health and well‐being lineup
Offering new plans
Evaluated our providers
Introducing a new team of providers
Each year we carefully evaluate our health and well-being lineup to make sure we’re offering quality plans that encourage participants to make smart health care choices. We also evaluate our providers for their commitment to achieving these objectives. After careful study, we believe we need a new direction and a new team — one that can help us all understand how we use health care services and how we can actively be involved in our own good health.

4. Changes to the lineup
Eliminating the Health Reimbursement Account (HRA)
Introducing three new medical plan options
Moving to Anthem Blue Cross from UnitedHealthcare as our medical plan administrator
Changes to Kaiser HMO deductibles (California employees only)
Moving from Optum and Wells Fargo to HealthEquity as our HSA administrator
Eliminating Blue Cross Blue Shield of Michigan as the medical plan administrator for Saturn employees
Eliminating Connecticare as the medical plan administrator for Advance employee
New telemedicine resources to help you stay in the game
In 2015, we’re introducing the changes listed here. We will no longer offer the UnitedHealthcare (UHC) medical plans and HRA. Instead, we’re introducing three medical plan options, with or without a Health Savings Account. All are administered by Anthem Blue Cross.
We’re also changing Health Savings Account administrators – from Optum and Wells Fargo to HealthEquity.
We’re eliminating Blue Cross Blue Shield of Michigan as the medical plan administrator for Saturn employees.
We’re eliminating Connecticare as the medical plan administrator for Advance employees.
We’re introducing a new telemedicine program, Anthem LiveHealth Online, and we’re increasing the Kaiser HMO deductibles, available to employees in California. However, doctor office visits and urgent care copays will apply to the deductible to help you meet it faster.
[Note to announcer – Connecticare is pronounced like the state Connecticut,
KUH-NE-TI-KARE]

5. Your new medical plan roster
Flextronics medical plans for 2015
CAUTION: If you don’t actively enroll during Open Enrollment, you will automatically be enrolled in the Standard Plan at your 2014 coverage level. No HSA will be opened for you.1
High-deductible health plan options
Plan name
Field position
Core
Standard
Premier
Lower health care user
Medium health care user
Higher health care user
Here’s a look at your new medical plan roster. We’re offering you the opportunity to choose either a Core, Standard or Premier plan option, so you can select the right amount of coverage based on how much health care you and your family uses. These are all high-deductible health plans, meaning you’ll pay more before your coinsurance benefits kick in. But you may elect to enroll in a Health Savings Account to offset those costs. We’ll tell you more about HSAs and eligibility requirements in just a bit.
Remember – you must actively enroll in one of the new medical plans this fall. If you don’t – you will automatically be enrolled in the Standard Plan at the same coverage level you’re enrolled in for Advance employees will default to the Standard Plan at the EMPLOYEE ONLY coverage level. No HSA will be opened for you. Kaiser participants will default to Kaiser coverage at the 2014 coverage level. If you waived coverage in 2014, it will continue to be waived. You must take action!
1 Advance employees will default to the Standard Plan at the employee only coverage level and no HSA. Kaiser plan participants will default to Kaiser at 2014 coverage level. If you waived coverage in 2014, it continues waived in 2015.

6. You will default to the Standard Plan
What happens if you don’t actively enroll.
2014 benefits
2015 default benefits
Plan
Coverage level
UHC HRA
Employee + child
Standard
Saturn BCBS MI HSA
Employee + family
Advance Connecticare HMO
Employee + Family
EMPLOYEE ONLY
Kaiser HMO
Employee only
Here are a few examples of what happens if you don’t actively enroll in benefits for 2015.
In 2014, were you enrolled in the U-H-C-H-R-A plan at the employee plus child coverage level? Then you’ll be enrolled in the Standard Plan at the employee plus child coverage level in 2015.
Were you a Saturn employee enrolled in the Blue Cross Blue Shield of Michigan H-S-A plan at the family coverage level? Then you’ll be enrolled in the Standard Plan at the family coverage level in 2015.
Were you an Advance employee enrolled in the Connecticare HMO at the family coverage level? Then you’ll be enrolled in the Standard Plan at the EMPLOYEE ONLY coverage level in 2015.
Were you enrolled in the Kaiser H-M-O at the employee only coverage level? Then you’ll be enrolled in the Kaiser H-M-O at the employee only coverage level in 2015.
Even though you will default to the Standard Plan, you will not have an H-S-A if you don’t actively enroll. You need to take action!
IMPORTANT: You will NOT be enrolled in an HSA.

7. The “rules” of the game
You pay nothing for in-network preventive care services like annual physicals
You can participate in a Health Care Flexible Spending Account (FSA):
If you are not eligible for an HSA medical plan, you can participate in the regular Health Care FSA to pay for eligible health care expenses
If you enroll in an HSA medical plan, you can participate in a Limited Purpose Health Care FSA to pay for eligible dental and vision expenses
Health Savings Account (HSA)
Elect a Health Savings Account
Both you and Flextronics contribute to the account
Use money in the account to pay for eligible out-of-pocket health care costs with tax-free money
The “rules” of the plans are the same — all are designed to help you stay healthy and to protect you in the event of a serious illness or injury. Under all three plans you:
Pay nothing for in-network preventive care services like annual physicals
Receive prescription drug coverage
Can participate in a Health Care Flexible Spending Account (FSA):
If you do not elect an HSA, you can participate in the regular Health Care FSA to pay for eligible health care expenses
If you elect an HSA, you can participate in a Limited Purpose Health Care FSA to pay for eligible dental and vision expenses
If you elect an HSA, you can use money contributed by you and Flextronics to pay for eligible out-of-pocket costs with tax-free money.

8. What’s different among the plans?
The amounts of the deductible you pay
Your out-of-pocket maximum
Your monthly premium contributions
Premium
Deductible
Out-of-pocket maximum or
The only differences between the plans are the amounts of the deductible you pay, your out of pocket maximum, and your monthly premium contributions.
In general, you either choose to pay a higher premium contribution and lower deductible and out-of-pocket maximum, or a lower premium contribution and higher deductible and out-of-pocket maximum. Based on the amount of care you and your family need each year, you get to decide the best option for you.

9. What the changes mean to you
If you’re currently enrolled in the…
UHC HRA Plan
You MUST select which medical plan option — Core, Standard or Premier — is right for you and your family
If you elect an HSA, Anthem will automatically establish it through HealthEquity1
If you have a balance in your HRA, consider what your health care needs are from now until the end of 2014 so you can use up your HRA funds before December 31, 2014
Check to see if your providers are in the Anthem Blue Cross network
Contact Anthem Blue Cross if you are in the middle of care during this transition
You’ll be impacted by these changes, depending on which health plan you’re enrolled in. If you’re enrolled in the U-H-C H-R-A Plan, you MUST select which medical plan option — Core, Standard or Premier — is right for you and your family.
If you elect an HSA, Anthem will automatically establish it through HealthEquity. You may be asked to provide additional information and documentation before your account can be established.
If you have a balance in your HRA, consider what your health care needs are from now until the end of 2014 so you can use up your HRA funds before December 31, If you have an HRA balance at the end of the year, you will lose it.
Check to see if your providers are in the Anthem Blue Cross network. You can check on the Anthem pre-enrollment website. We’ll tell you more about that a little later. Also, if you will be in the middle of care at the end of the year when the transition to Anthem happens, be sure to contact Anthem Blue Cross.
1 You may be asked to provide additional information and documentation before your account can be established.

10. What the changes mean to you
If you’re currently enrolled in the…
UHC HSA Plan
You MUST select which medical plan option — Core, Standard or Premier — is right for you and your family
If you elect an HSA, Anthem will automatically establish it through HealthEquity1
The Optum HSA will no longer be supported by Flextronics: You will receive information about transferring funds from Optum to HealthEquity in your HSA welcome packet if you elect an HSA
Check to see if your providers are in the Anthem Blue Cross network
Contact Anthem Blue Cross if you are in the middle of care during this transition
If you’re enrolled in the U-H-C H-S-A Plan, you MUST select which medical plan option — Core, Standard or Premier — is right for you and your family. If you elect an HSA, Anthem will automatically establish it through HealthEquity. You may be asked to provide additional information and documentation before your account can be established.
The Optum HSA will no longer be supported by Flextronics. You’ll receive information about transferring funds from Optum to HealthEquity in your HSA welcome packet if you elect an HSA.
Check to see if your providers are in the Anthem Blue Cross network. You can check on the Anthem pre-enrollment website. We’ll tell you more about that a little later. Also, if you will be in the middle of care at the end of the year when the transition to Anthem happens, be sure to contact Anthem Blue Cross.
1 You may be asked to provide additional information and documentation before your account can be established.

11. What the changes mean to you
If you’re currently enrolled in the…
Kaiser HMO Plan
If you want to remain in the Kaiser HMO, you don’t have to do anything
But, if you want to participate in a plan that gives you the option to pay for your out-of-pocket costs today with tax-free money — and save for future health care expenses — then check out Flextronics’ HSA Medical Plan lineup
If you’re currently enrolled in the Kaiser H-M-O, you don’t have to do anything if you want to remain in this plan at the same coverage level you have for But, if you want to change your coverage level you need to take action.
Also, think about the advantages of participating in a plan that gives you the option to pay for your out-of-pocket costs today with tax-free money — and save for future health care expenses. Check out Flextronics’ H-S-A Medical Plan lineup.

12. What the changes mean to you
If you’re currently enrolled in the…
Saturn HSA Plan
You MUST select which medical plan option — Core, Standard or Premier — is right for you and your family
If you elect an HSA, Anthem will automatically establish it through HealthEquity1
The Wells Fargo HSA will no longer be supported by Flextronics: You will receive information about transferring funds from Wells Fargo to HealthEquity in your HSA welcome packet if you elect an HSA
Check to see if your providers are in the Anthem Blue Cross network
Contact Anthem Blue Cross if you are in the middle of care during this transition
If you’re currently enrolled in the Saturn HSA Plan, you MUST select which medical plan option — Core, Standard or Premier — is right for you and your family. If you elect an HSA, Anthem will automatically establish it through HealthEquity. You may be asked to provide additional information and documentation before your account can be established.
The Wells Fargo H-S-A will no longer be supported by Flextronics. You will receive information about transferring funds from Wells Fargo to HealthEquity in your HSA welcome packet if you elect an HSA.
Check to see if your providers are in the Anthem Blue Cross network. You can check on the Anthem pre-enrollment website. We’ll tell you more about that a little later. Also, if you will be in the middle of care at the end of the year when the transition to Anthem happens, be sure to contact Anthem Blue Cross.
1 You may be asked to provide additional information and documentation before your account can be established.

13. What the changes mean to you
If you’re currently enrolled in the…
Advance Plan
You MUST select which medical plan option — Core, Standard or Premier — is right for you and your family
If you elect an HSA, Anthem will automatically establish it through HealthEquity1
If you have a balance in your HRA, consider what your health care needs are from now until the end of 2014 so you can use up your HRA funds before December 31, 2014
Check to see if your providers are in the Anthem Blue Cross network
Contact Anthem Blue Cross if you are in the middle of care during this transition
If you’re enrolled in an Advance Medical Plan, you MUST select which medical plan option — Core, Standard or Premier — is right for you and your family. If you elect an HSA, Anthem will automatically establish it through HealthEquity. You may be asked to provide additional information and documentation before your account can be established.
If you have a balance in your HRA, consider what your health care needs are from now until the end of 2014 so you can use up your HRA funds before December 31, If you have an HRA balance at the end of the year, you will lose it.
Check to see if your providers are in the Anthem Blue Cross network. You can check on the Anthem pre-enrollment website. We’ll tell you more about that a little later. Also, if you will be in the middle of care at the end of the year when the transition to Anthem happens, be sure to contact Anthem Blue Cross.
1 You may be asked to provide additional information and documentation before your account can be established.

14. Health Savings Account (HSA)
A Health Savings Account or HSA is a savings account you can use to cover health care expenses
To be eligible to participate in an HSA you must:
Be enrolled in a high-deductible health plan
Not be enrolled in a Medicare1 health plan or enrolled in another health plan that is not a high-deductible plan, like a spouse’s or domestic partner’s
If you’re not eligible for an HSA, you can enroll in Flextronics plans, but without the HSA 
So what is a health savings account or H-S-A? You can think of an H-S-A as offering you the bench strength you need to cover the plan’s higher deductible. An HSA is a savings account that you can use for health care expenses now or in the future.
In order to participate in an HSA, you must be enrolled in a high-deductible health plan. If you’re enrolled in a Medicare health plan, or you’re enrolled in another health plan that is not a high-deductible plan like a spouse’s or domestic partner’s plan, you may not enroll in an HSA. You can enroll in Flextronics plans, but without the HSA.
1 If your spouse or domestic partner is eligible for Medicare, you may enroll in the HSA and use the funds to cover their health care expenses (excluding premiums) if they are your tax dependent.

15. HSA triple-tax savings
With an HSA, you do not pay taxes when you:
Put money into the account through convenient payroll deductions
Earn interest on the account
Use HSA funds to cover qualified health care expenses
One of the greatest advantages of an HSA is that you receive triple tax advantages. It’s like you get a tax cut to pay for health care. You don’t pay taxes when you contribute through payroll deductions, you earn interest on the account, and you use HSA money to cover qualified expenses. It’s like getting a discount on health care expenses.

16. 2015 HSA annual contribution limits
Flextronics 2015 HSA contribution on your behalf
Maximum you may contribute in 2015
2015 HSA contribution maximum
You only
$400
$2,950
$3,350
Family
$800
$5,850
$6,650
In 2015, Flextronics will contribute up to $400 in your HSA if only you enroll or up to $800 if you enroll family members. You may choose to contribute your own money, too. Just remember, the I-R-S limits how much you can contribute each year, up to these amounts in 2015.

17. Strategies to fund your HSA
To get the most from your HSA, you need a game plan to help you save enough money to cover your share of health care costs.
During Open Enrollment, follow these easy steps:
Enroll in the Core, Standard or Premier plan and elect your HSA contribution amount, if eligible
Flextronics will make a contribution each month
Up to $400 for employee only coverage
Up to $800 for all other tiers
To get the most from your HSA, you need a game plan to help you save enough money to cover your share of health care costs.
During Open Enrollment, follow these easy steps:
Enroll in the Core, Standard or Premier plan and, if you’re eligible to participate, elect your HSA contribution amount
Flextronics will make a contribution to your account each month up to these annual amounts
 Remember: You can change your payroll contributions at any time during the year.
Remember: You can change your HSA payroll contributions at any time during the year.

18. What expenses can be paid with an HSA?
Qualified medical expenses that include most:
Medical
Prescription
Dental
Vision
Cannot be used to pay medical plan premiums if you are an active employee
Can be used to pay for COBRA contributions in the event of a Leave of Absence or termination.
More information can be found in IRS publication 502.
Hold onto
your receipts
Keep all of your itemized receipts when you use your HSA in case the IRS asks to see them; you can upload them to the HealthEquity 
website for safekeeping.
With the HSA, you can pay for visits to your doctor, braces for your kids, eye glasses or other qualified out-of-pocket health care expenses. The money in your HSA is yours. You don’t have to spend it all in one year. Instead, it can continue to build and grow so you can use it in the future, even after you leave Flextronics or retire. If you don’t need to use the money in the account, your HSA will continue to build and earn interest to protect you when you have health care expenses in the future.
If you use your HSA, be sure to hold onto your itemized receipts so you can prove it was a qualified expense to the IRS. You can upload copies of your receipts to the HealthEquity website for safe keeping.

19. Employee monthly premium contributions for 2015
Tiers
Core
Standard
Premier
Employee only
$70.78
$110.05
$128.07
Employee + spouse
$210.59
$296.62
$336.10
Employee + child(ren)
$165.07
$245.55
$282.48
Employee + family
$310.70
$437.94
$496.33
Here’s an overview of the employee monthly premium contributions for the Core, Standard and Premier plans in As you can see, there are differences in how much you’ll pay each month – but if you use a lot of health care, the higher premium contribution may be worth it in exchange for a lower deductible and out-of-pocket maximum, which we’ll show you on the next slide.

20. Flextronics medical plans at a glance1
Core
Standard
Premier
In-network
Out-of-network
ANNUAL DEDUCTIBLE
Individual
$2,500
$5,000
$1,800
$3,600
$1,300
$2,600
Employee + spouse
Employee + child(ren)
Employee + family
$10,000
$7,200
$5,200
OUT-OF-POCKET MAXIMUM
$20,000
$14,400
$10,400
This table shows you the differences between the plans when it comes to the deductible and out-of-pocket maximum. As you can see, you pay the lowest premium for the Core plan, but you then need to satisfy the highest deductible. The Core plan out-of-pocket maximum is also the highest of the three options. This is your safety net. Once you reach the out-of-pocket maximum, the plan covers eligible expenses for the rest of the plan year and you pay nothing. Next we’ll show you examples to help you understand why it is important to estimate the amount of health care you’ll use to help you select the right plan for you and your family.
1 Kaiser options also available for employees in California only.
2 Reimbursable amount is 110% of maximum non-network reimbursement program (MNRP).

21. People like you Core Standard Premier March
Example 1 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
March
HSA balance available to use
(January – March Flextronics contribution)
$100.00
Deductible as of March 1
$2,500.00
$1,800.00
$1,300.00
Services after March 1
Annual physical – preventive care covered 100%
$0.00
Urgent care – cost of visit $100
Generic antibiotic – $20
$20.00
Total cost
$120.00
All examples assume in-network providers are used.
In this first example, we introduce you to Marty. He’s 28 years old and only covers himself. By March, Marty has $100 in his HSA from Flextronics contributions only. Flextronics makes monthly contributions in 2015 to the HSA. Marty hasn’t used health care so he hasn’t spent anything down against his deductible.
After March 1st, he has his annual physical, which costs nothing because it’s covered at 100 percent. Later that month, he gets a sinus infection and goes to urgent care and is prescribed a generic drug. The total cost is $120.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

22. People like you Core Standard Premier March Marty pays From HSA
Example 1 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
March
Marty pays
From HSA
$100.00
From pocket for deductible
$20.00
Total
$120.00
Remaining deductible
$2,380.00
$1,680.00
$1,180.00
Remaining HSA balance
$0.00
Here’s how Marty pays for it. He uses the $100 in his HSA and then pays the remaining $20 for the visit that is credited against his deductible. By the end of March, Marty has these amounts remaining on his deductible and a zero balance in his HSA.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

23. People like you Core Standard Premier October
Example 1 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
October
HSA balance available to use
(April – October Flextronics contributions)
$233.00
Services after October 1
Doctor’s office visit – cost of visit $100
$100.00
Outpatient MRI – cost of MRI $1,000
$1,000.00
Knee surgery – cost of procedure $2,500
$2,500.00
Total cost
$3,600.00
By October, Marty’s HSA balance has built up to $233. He twists his knee, goes to the doctor, needs an MRI and knee surgery. Altogether the cost of services was $3,600.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

24. People like you Core Standard Premier October Marty pays From HSA
Example 1 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
October
Marty pays
From HSA
$233.00
From pocket for deductible
$2,147.00
$1,447.00
$947.00
From pocket for coinsurance
$244.00
$384.00
$484.00
Total
$2,624.00
$2,064.00
$1,664.00
Remaining deductible
$0.00
Remaining HSA balance
Here’s how Marty paid for it. He used $233 from his HSA. Too bad he didn’t make individual contributions – because now he had to pay the amounts here out of pocket to satisfy his deductible under the various plan options. And, he had to pay the coinsurance amounts listed here, too. Altogether, he paid the total amounts listed here under each plan. He satisfied his deductible and drained his HSA.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

25. People like you Marty spends less out of pocket with the Premier Plan.
Example 1 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
Plan year
Marty total out-of-pocket costs
March
$120.00
October
$2,624.00
$2,064.00
$1,664.00
Annual premium contribution
$849.36
$1,320.60
$1,536.84
Total
$3,593.36
$3,504.60
$3,320.84
Marty didn’t have any other health care needs for the year. So how much did his health care cost him altogether? When you add up what he spent in March and October, plus his annual premium contribution, you can see that with this health care experience, Marty would spend the least if he enrolled in the Premier Plan. Even though the Premier Plan has the highest premiums, as a single person who used a moderate amount of health care, Marty would spend less overall because of the lower deductible. In the next example, we’ll see what happens when Marty doesn’t have knee surgery.
Marty spends less out of pocket with the Premier Plan.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

26. People like you Core Standard Premier March
Example 2 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
March
HSA balance available to use
(January – March Flextronics contribution)
$100.00
Deductible as of March 1
$2,500.00
$1,800.00
$1,300.00
Services after March 1
Annual physical – preventive care covered 100%
$0.00
Urgent care – cost of visit $100
Generic antibiotic – $20
$20.00
Total cost
$120.00
This part of Marty’s experience is the same as before – annual physical at no cost and some fees for urgent care and a generic prescription.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

27. People like you Core Standard Premier March Marty pays From HSA
Example 2 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
March
Marty pays
From HSA
$100.00
From pocket for deductible
$20.00
Total
$120.00
Remaining deductible
$2,380.00
$1,680.00
$1,180.00
Remaining HSA balance
$0.00
And, Marty paid for everything the same way – using HSA funds and 20 bucks from his own pocket.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

28. People like you Marty spends less out of pocket with the Core Plan.
Example 2 – Marty, employee-only coverage; under each of the medical options using in-network providers, Marty will pay:1
Core
Standard
Premier
Plan year
Marty total out-of-pocket costs
March
$120.00
October
$0.00
Annual premium contributions
$849.36
$1,320.60
$1,536.84
Total
$969.36
$1,440.60
$1,656.84
Without the knee surgery, Marty actually does the best under the Core Plan. Because he didn’t use a lot of health care and would have paid the lowest premium contribution, the Core Plan would be the best plan for Marty – even though he would have to satisfy the highest deductible.
Marty spends less out of pocket with the Core Plan.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

29. People like you Core Standard Premier March
Example 3 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
March
HSA balance available to use
(January – March Flextronics contribution)
$200.00
Deductible as of March 1
$5,000.00
$3,600.00
$2,600.00
Services after March 1
Annual physical – preventive care covered 100%
$0.00
Urgent care – cost of visit $100
$100.00
Generic antibiotic – $20
$20.00
Total cost
$120.00
In our next example, we meet the Orzo family and continue to use in-network examples. Like Marty, the Orzos rely on Flextronics contributions to their HSA and make no additional HSA contributions. As you can see, their family HSA contribution from Flextronics is more than what Marty got as an individual. By March, they have $200 contributed by Flextronics.
As a family, they also have higher deductibles. They all have their annual physicals at no cost in the first quarter of the year. Then after March 1, one of their kids gets a sinus infection, goes to urgent care and is prescribed a generic drug. The total cost is $120.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

30. People like you Core Standard Premier March Orzo family pays From HSA
Example 3 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
March
Orzo family pays
From HSA
$120.00
From pocket for deductible
$0.00
Total
Remaining deductible
$4,880.00
$3,480.00
$2,480.00
Remaining HSA balance
$80.00
Here’s how the Orzos paid for it. They used $120 of the $200 in their HSA, leaving an HSA balance of $80 and the remaining deductibles shown here. Like Marty, they should have considered making pre-tax HSA contributions.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

31. People like you Core Standard Premier October
Example 3 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
October
HSA balance available to use
(April – October Flextronics contributions)
$547.00
Services after October 1
Doctor’s office visit – cost of visit $100
$100.00
Outpatient MRI – cost of MRI $1,000
$1,000.00
Knee surgery – cost of procedure $2,500
$2,500.00
Total cost
$3,600.00
By October, the Orzos’ HSA balance has built up to $547. The dad twists his knee playing softball, goes to the doctor, and needs an MRI and knee surgery. Altogether the cost of services was $3,600.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

32. People like you Core Standard Premier October Orzo family pays
Example 3 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
October
Orzo family pays
From HSA
$547.00
From pocket for deductible
$3,053.00
$2,933.00
$1,933.00
From pocket for coinsurance
$0.00
$24.00
$224.00
Total
$3,600.00
$3,504.00
$2,704.00
Remaining deductible
$1,280.00
Remaining HSA balance
Here’s how the Orzo’s paid for it. They used $547 from their HSA. They also had to pay out-of-pocket to satisfy the deductible and, under the Standard and Premier Plans, the coinsurance, too. Once the deductible was met, Flextronics shared the cost of coverage. As you can see, this results in the Orzos paying different amounts under the different plans.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

33. People like you
Example 3 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
Plan year
Orzo family total out-of-pocket costs
March
$120.00
October
$3,600.00
$3,504.00
$2,704.00
Annual premium
$3,728.40
$5,255.28
$5,955.96
Total
$7,448.40
$8,879.28
$8,779.96
The Orzos didn’t have any other health care needs for the year. So how much did their health care cost them altogether? When you add up what they spent in March and October, plus the annual premiums, you can see that with their health care experience, the Orzos would spend the least if they enrolled in the Core Plan. Even though the Core Plan has the highest deductibles, because the premiums are lower, they would have paid less. In the next example, we’ll see what happens when the Orzos need to use a lot more health care during the year.
Orzo family would spend less out of pocket with the Core Plan.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

34. People like you Core Standard Premier March
Example 4 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
March
HSA balance available to use
(January – March Flextronics contribution)
$200.00
Deductible as of March 1
$5,000.00
$3,600.00
$2,600.00
Services after March 1
Annual physical – preventive care covered 100%
$0.00
Mail order generic blood pressure medicine
$50.00
Mail order generic cholesterol medicine
Chiropractor – 10 visits at $60/visit
$600.00
Total cost
$700.00
In this example, the Orzos start using a lot more health care because they need prescriptions for maintenance medications. They use generic drugs and mail order to keep their costs lower. Plus, Mrs. Orzo sleeps funny and needs to have a few visits with the chiropractor. Altogether, they need to cover $700 in costs in March.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

35. People like you Core Standard Premier March Orzo family pays From HSA
Example 4 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
March
Orzo family pays
From HSA
$200.00
From pocket for deductible
$500.00
Total
$700.00
Remaining deductible
$4,300.00
$2,900.00
$1,900.00
Remaining HSA balance
$0.00
Here’s how they paid for it. They used $200 from their HSA. Next, they had to pay $500 toward their deductible, out-of-pocket. Their remaining deductible is listed here and, once again, they drained their HSA.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

36. People like you Core Standard Premier October
Example 4 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
October
HSA balance available to use
(April – October Flextronics contributions)
$467.00
Services after October 1
Mail order generic blood pressure medicine
$50.00
Mail order generic cholesterol medicine
Inpatient hospital including tests
$6,000.00
Total cost
$6,100.00
By October, their HSA balance built up to $467. They continued to need their maintenance medications. And, then, serious news. Mr. Orzo experienced chest pains. He went to the doctor and learned he was having a mild heart attack. Immediately, he was admitted to the hospital. Altogether the cost of services added up to $6,100.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

37. People like you Core Standard Premier October Orzo family pays
Example 4 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
October
Orzo family pays
From HSA
$467.00
From pocket for deductible
$3,833.00
$2,433.00
$1,433.00
From pocket for coinsurance
$360.00
$640.00
$840.00
Total
$4,660.00
$3,540.00
$2,740.00
Remaining deductible
$0.00
Remaining HSA balance
Here’s how the Orzos paid for it. They used $467 from their HSA. Next, they paid out of pocket their remaining deductible and coinsurance. Again, the coinsurance amounts varied depending on what plan they enroll in, so they paid different amounts under each plan.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

38. People like you
Example 4 – Orzo family, employee + family coverage; under each of the medical options using in-network providers, the Orzo family will pay:1
Core
Standard
Premier
Plan year
Orzo family total out-of-pocket costs
March
$700.00
October
$4,660.00
$3,540.00
$2,740.00
Annual premium contribution
$3,728.40
$5,255.28
$5,955.96
Total
$9,088.40
$9,495.28
$9,395.96
The Orzos didn’t have any other health care needs for the year. So how much did their health care cost them altogether? When you add up what they spent in March and October, plus the annual premium contributions, you can see that with this greater use of health care, the Orzos would still spend the least if they enrolled in the Core Plan. Even with the higher deductible, the Core Plan’s lower premiums still made it the plan that costs the Orzos the least out of pocket.
These examples should demonstrate that it’s important to spend some time understanding how much your family uses health care in order to understand which plan option is better for you.
Orzo family would spend less out of pocket with the Core Plan.
1 Remember, actual fees for medical procedures vary. Don’t use these examples to estimate your actual costs under these plans.

39. A new kind of house call Telemedicine program in 2015
Anthem LiveHealth Online program
On-demand access to a national network of board-certified doctors who can:
Diagnose
Recommend treatment
Prescribe medication
Available over two-way video chat via computer or smart phone
Doctors available 24 hours a day
Costs just $49 per visit if you have not yet met your deductible.
We’ve given you a lot to think about, but before we go, we want to let you know about one more new benefit for 2015 – Anthem LiveHealth Online. The LiveHealth Online program gives you on-demand access to a national network of board-certified doctors who can diagnose, recommend treatment, and prescribe medication — all over a two-way video chat you can do over your computer or smart phone. Doctors are available, every day of the year, 24 hours a day. LiveHealth Online is economical, too. It costs just $49 per visit if you haven’t met your deductible.
So, if you’ve ever wished you could just talk to your doctor over the phone instead of making an appointment, you can take advantage of this convenient new program.
[Note to announcer – LiveHealth is pronounced with a long i, like alive.]

40. X-Plore these key dates
2014
2015
September – October
November 3
November 14
December
January 1
Get your on-site Wise & Well biometric screening
Get your flu shot
Open Enrollment begins
Review your enrollment materials to make sure you understand your new medical plan choices and any other benefit changes
Deadline to enroll in benefits for 2015
Deadline to submit your physician form to score a $75 Wise & Well gift card
Watch for new medical and prescription ID cards and HSA cards
Watch for your $75 Wise & Well gift card
New benefits begin
You need to take action to be prepared for Open Enrollment this year. Here’s an overview of some key dates to remember. First, don’t forget to complete your Wise & Well biometric screening and get your flu shot! Open Enrollment begins on November 3, so carefully review your enrollment materials to help you choose the right plan for you and your family. November 14 is your deadline to enroll in benefits and submit your biometric screening form so you can score a $75 gift card. And before the end of the year, you should receive both your new medical, prescription and HSA cards in the mail and your $75 gift card. Your new benefits take effect on January 1, 2015.

41. You must take action
If you don’t actively enroll in a plan, you will default into the Standard Medical Plan1 at the 2014 coverage level. You will not have an HSA.
Remember, if you don’t actively enroll in a medical plan for 2015, you will default into the Standard medical plan option at the same coverage level you have in And, Advance employees will default to the Standard Plan at the EMPLOYEE ONLY coverage level. You will not have an H-S-A. Kaiser employees will default to the Kaiser plan at the 2014 coverage level. You must actively enroll to receive any other coverage. YOU NEED TO TAKE ACTION IN NOVEMBER!
1 Kaiser plan participants will default to Kaiser, at the 2014 coverage level. Advance plan participants will default to the employee-only coverage level in the Standard Plan. If you waived coverage in 2014, it continues waived in 2015.

42. Final reminders
Your enrollment decisions will be in effect for all of 2015 unless you have qualifying life event like you get married or have a baby
Your must actively enroll in Flexible Spending Accounts each year
If you added new dependents to your health coverage be prepared to complete the Dependent Verification Process and submit documents to prove your dependent’s eligibility
We have ust a few more reminders – your enrollment decisions will be in place for all of You cannot make any changes unless you experience a qualified life event like you get married or your have a baby.
Don’t forget you must actively enroll in Flexible Spending Accounts each year. If you are enrolled in 2014 – you still must take action to continue to have an FSA in 2015.
And, if you added any new dependents to your health coverage, you will need to complete the Dependent Verification process and submit certain documents to prove your dependent is eligible for Flextronics benefits.

43. Get in the game this fall! Anthem resources starting October 1, 2014
Pre-enrollment website
Anthem customer care line
Flextronics Global Business Services Center (GBS)
Finally, we want you to know we selected Anthem Blue Cross and HealthEquity as our new health plan team because of their commitment to supporting us in achieving our health goals. For example, with Anthem, you can choose among a larger network of health care providers. And, Anthem offers pre-enrollment resources that are available as early as October 1, 2014, to help answer any questions you may have. Anthem wants this transition to be as seamless as possible for you. Resources on the website include a quick link to see if your provider is in the Anthem network.
If you have any other questions, you can contact the Flextronics Global Business Services Center at the number on your screen. Thank you for taking the time to learn about your new benefit options in As you can see, there’s a lot to know and understand before you can take action and enroll this year. So don’t delay. Get in the game!
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