2013 Annual Benefits Enrollment

2013 Annual Benefits Enrollment
HR Training Webinar

Today’s Topics 2013 Annual Benefits Enrollment Process Key Messages
Welcome to BConnected! Which Well Care Plan Options Do I Have? Maintenance Choice What’s New for 2013 2013 Plans & Pricing and The Cost of Healthcare Default Coverage HCA Wellness Program WageWorks Administrative Details Other Benefits Enrollment Communications Questions?

Annual Enrollment Contacts
Topic: Who to Contact: BConnected HR Only: HR Benefits HelpLine at (800) Employees: BConnected at (800) HCArewards.com, click on BConnected Vendor Issues: Applicable vendor on the Benefit Vendors Contact List (see HR Handbook) HR Corporate Contacts: Southwest Group: Central & West Texas Continental Gulf Coast North Texas San Antonio Parallon in the above Betty Burke: (615) National Group: East Florida Far West Mountain North Florida South Atlantic West Florida Charity Rochford, (615) Central Group: Capital Delta MidAmerica TriStar Corporate Leah Jennette, (615) Communication Resources: Mike Burkey: (615) or Wellness Matt Coleman: (615) or

AE Process Schedule Activity Wave 1 Wave 2
Posters, Brochures and Placemats mailed to HR directors Nov. 1 AE Alert Postcards (no on file) AE Alert eCard ( on file) Begin Mailing Enrollment Kits to homes Nov. 2 Nov. 11 Annual Enrollment Nov. 7-21 Nov Reminder eCards (wave is closing) Nov. 13 Nov. 20 Eligibility Files to All Carriers Week of Dec. 4

Wave Assignments Notes: Wave 1: Nov. 7-21 Capital East Florida
Mountain North Florida North Texas South Atlantic Wave 1 Markets: Alaska Carolina Florida--East/South Florida—Gainesville Florida—Jacksonville Florida—Panhandle Florida--Treasure Coast Georgia—Augusta Georgia—Macon Idaho—Caldwell Idaho--Idaho Falls Indiana Terre Haute Kentucky—Frankfort New Hampshire Texas--Dallas/Fort Worth Utah Virginia—Northern Virginia—Richmond Virginia--Southwest Wave 2: Nov Central & West Texas Continental Corporate MidAmerica Gulf Coast Far West San Antonio TriStar West Florida Wave 2 Markets: California—Riverside California--San Jose California--Thousand Oaks California--West Hills Colorado Corporate-Nashville Florida—Orlando Florida--Tampa Bay Georgia—Atlanta Georgia—Rome Kansas--Kansas City Kansas—Wichita Kentucky--Bowling Green Louisiana—Central Louisiana—Lafayette Louisiana--New Orleans Mississippi Nevada Oklahoma Tennessee—Chattanooga Tennessee—Nashville Texas—Austin Texas—Corpus Christi Texas—El Paso Texas—Houston Texas—Other Gulf Coast Texas—San Antonio Notes: Parallon, Shared Services, Physician Services, IT&S and Corporate employees in the field will enroll with their local facilities and markets. Wave assignments are subject to change. You will be notified if your assignment changes.

Key Messages

will follow these steps:
Enrollment Process Welcome to BConnected! The online enrollment process will look different this year because BConnected has replaced LifeTimes Connection. To enroll, employees will follow these steps: Go to HCArewards.com Enter HCA 3-4 ID and password and select Login Click on BConnected Once on the BConnected website, click on the “It’s Time to Enroll” ad pictured here: Need Password Help? If employees have forgotten their password, they can go to HCArewards.com and click on Password Help. If employees haven’t visited HCArewards.com since Aug. 1, 2012, they will need to first activate their account by enter their HCA 3-4 ID and the last four digits of Social Security number and date of birth in this format: ####MMDDYYYY to create new password and answer security questions.

Enrollment Process More From BConnected: How to Add Dependents:
Another difference to the enrollment process is that employees adding dependents to coverage will need to keep in mind that adding a dependent to one benefit does not automatically add him or her to other benefits. For example, if you want to cover your new child under medical, dental, vision and dependent life, you will need to add that child to your coverage on each individual benefits screen during the enrollment process at BConnected. Health Plan Evaluator: The BConnected website includes a Health Plan Evaluator tool that can help employees choose the best plan for them. It compares plan features, out-of-pocket costs and how much the employee uses healthcare services.

Which Well Care Plan Options Do I Have?
Medical Plan Options Which Well Care Plan Options Do I Have? There are multiple versions of Well Care for 2013 Well Care 1, 2, 3 with Maintenance Choice Well Care 1, 2, 3 without Maintenance Choice Well Care A, B, C with Maintenance Choice Well Care A, B, C without Maintenance Choice Well Care 1, 2, 3 with Maintenance Choice and Enhanced HCAPs Benefit Well Care 1, 2,3 without Maintenance Choice and with Enhanced HCAPs Benefit Well Care 1, 2 and National Out-of-Area Plan There are multiple versions of Well Care for 2013. Most locations will have just one version of Well Care offered to all employees. However, due to collective bargaining - certain facilities in Florida, Texas and Kansas City will have some employees in Well Care 123 and some employees in Well Care ABC. Which version an employee has available depends on the line of business they work in. Hospital and ASD employees in the affected markets will have Well Care ABC and other lines of business employees will have Well Care 123. Most locations will also implement the new Maintenance Choice Program. However, Maintenance Choice will not be implemented in some locations because CVS is not available in those markets. Certain locations will also offer an enhanced benefit when participants use HCA Physician Services providers. Depending on your location, you may have some employees with Well Care 123 and some employees with Well Care ABC.

What is Maintenance Choice?
Medical Plan Options What is Maintenance Choice? Starting in 2013, some Well Care plan options will use the Maintenance Choice Program for 90-day supplies of maintenance medications, which are drugs taken regularly for chronic conditions or long-term therapy. Examples include medications used to manage high blood pressure, asthma, diabetes or high cholesterol. If you use a maintenance medication, you must obtain a 90-day supply from a participating CVS retail pharmacy or the CVS mail order service. You can transfer prescriptions, order refills and manage prescriptions by logging in to HCArewards.com and clicking on Benefits Providers and Caremark – or by calling Caremark at (866) If you already have a prescription for a maintenance medication, you will receive a notice from Caremark in mid-December with instructions.

Well Care 1, 2, 3 with Maintenance Choice
Medical Plan Options Well Care 1, 2, 3 with Maintenance Choice All Employees: Indiana-Terre Haute Kentucky-Bowling Green Kentucky-Frankfort (except #1690) Louisiana-Central Louisiana-Lafayette Louisiana-New Orleans Texas-Dallas/Ft. Worth Texas-Austin Texas-Houston Texas-San Antonio Virginia-Northern Virginia-Southwest Mississippi Georgia-Rome Georgia-Augusta Georgia-Macon Georgia-Atlanta Carolina* Oklahoma Location Code #1234 (out of area) Includes employees in non-hospital and non-ASD lines of business in the following markets: Texas-Corpus Christi Texas-Other Gulf Coast Florida-East/South Treasure Coast Orlando Tampa Bay Kansas-Kansas City Since there are several versions of Well Care, let’s take a closer look at where each version will be offered. First, let’s look at Well Care 123 with Maintenance Choice. All employees in the markets listed on the left-hand side of your screen will receive Well Care 123 with maintenance choice. For the markets listed on the right, employees in non-hospital and non-ASD lines of business will receive Well Care 123 with maintenance choice. So, this includes employees in Parallon, IT&S, PAS, etc. Hospital and ASD employees in the markets listed on the right will receive a different version of Well Care that we will discuss in just a moment. *A local plan is offered instead of Level 3.

Well Care 1, 2, 3 with Maintenance Choice:
Medical Plan Options Well Care 1, 2, 3 with Maintenance Choice: Key Changes for 2013 Maintenance Choice Program: For maintenance medications, participants must obtain a 90-day supply from a CVS retail pharmacy or the CVS mail order service. Generic Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: Level 1 and Level 2: $5 copay Level 3: $2 copay Emergency Services: The copay amounts are increasing: Level 1 and Level 2: $200 copay Level 3: $150 copay Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered. If your employees are eligible for Well Care 123 with maintenance choice, here are the plan design changes for 2013.

Well Care 1, 2, 3 without Maintenance Choice
Medical Plan Options Well Care 1, 2, 3 without Maintenance Choice All employees: Alaska Colorado Kansas-Wichita* Includes employees in non-hospital and non-ASD lines of business in the following market: Texas-El Paso Okay – the next version of Well Care is Well Care 123 without maintenance choice. All employees in facilities in the markets listed on the left will be offered Well Care 123 without maintenance choice. This also applies to non-hospital and non-ASD employees in the El Paso market. Hospital and ASD employees in the El Paso market will be offered a different version of Well Care. *A local plan is offered instead of Level 3.

Well Care 1, 2, 3 without Maintenance Choice:
Medical Plan Options Well Care 1, 2, 3 without Maintenance Choice: Key Changes for 2013 Emergency Services: The copay amounts are increasing: Level 1 and Level 2: $200 copay Level 3: $150 copay Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered. Here are the 2013 plan design changes that apply to facilities offering Well Care 123 without maintenance choice. The reason they are not offering maintenance choice is because CVS is not available in their market.

Well Care ABC with Maintenance Choice
Medical Plan Options Well Care ABC with Maintenance Choice Includes ONLY Hospital and ASD employees in the following markets: Florida-East/South Florida-Treasure Coast Florida-Orlando Florida-Tampa Bay Texas-Corpus Christi Texas-Other Gulf Coast Kansas-Kansas City (including #3123, #3124, #9746, #9748) Okay – for facilities in these markets -- hospital and ASD employees will be offered Well Care ABC with Maintenance Choice. Remember – employees in all other lines of business in these markets will be offered Well Care 123 with Maintenance Choice.

Well Care A, B, C with Maintenance Choice:
Medical Plan Options Well Care A, B, C with Maintenance Choice: Key Changes for 2013 Maintenance Choice Program: For maintenance medications, participants must obtain a 90-day supply from a CVS retail pharmacy or the CVS mail order service Deductible: There is no longer a deductible for prescription drug benefits Brand Name Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: Level A and Level B: $60 copay Level C: $45 copay Other Brand Name Drugs: The copays are decreasing to $25 for a 30-day supply when there is no generic alternative Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered Here is a look at the 2013 plan design changes for Well Care ABC with maintenance choice.

Well Care ABC without Maintenance Choice
Medical Plan Options Well Care ABC without Maintenance Choice Includes ONLY Hospital and ASD employees in the following market: Texas-El Paso Hospital and ASD employees at facilities in El Paso will be eligible for Well Care ABC without maintenance choice.

Well Care A, B, C without Maintenance Choice:
Medical Plan Options Well Care A, B, C without Maintenance Choice: Key Changes for 2013 Deductible: There is no longer a deductible for prescription drug benefits Brand Name Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: Level A and Level B: $60 copay Level C: $45 copay Other Brand Name Drugs: The copays are decreasing to $25 for a 30-day supply when there is no generic alternative Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered And, here are the key plan design changes that apply to Well Care ABC without maintenance choice.

Well Care 123 with Maintenance Choice and with Enhanced HCAPS Benefit
Medical Plan Options Well Care 123 with Maintenance Choice and with Enhanced HCAPS Benefit Tennessee-Chattanooga Tennessee-Nashville Corporate-Nashville New Hampshire Virginia-Richmond Florida-Gainesville* Florida-Panhandle* Florida-Jacksonville* Key Changes for 2013 Employees at Location Codes in these markets will have the same key changes for as the other Well Care 123 with Maintenance Choice plans. In addition, for 2013, there is a $15 copay for office-based services performed and billed by a physician affiliated with HCA Physician Services. These services are not subject to the annual deductible. For the Richmond market, this enhanced benefit applies to services provided by a physician affiliated with the Virginia Quality Care Partners Network. The markets listed here have all the changes we discussed for Well Care 123 with Maintenance Choice. But, participants also have an enhanced benefit when they use a physician associated with HCA Physician Services. Employees in these markets will receive a notice about this enhanced benefit in their enrollment kit. *A local plan is offered instead of Level 3.

Idaho-Caldwell Idaho-Idaho Falls Utah
Medical Plan Options Well Care 123 without Maintenance Choice and with Enhanced HCAPS Benefit Idaho-Caldwell Idaho-Idaho Falls Utah Key Changes for 2013 Employees at Location Codes in these markets will have the same key changes for 2013 as the other Well Care 123 without Maintenance Choice plans. In addition, for 2013, there is a $15 copay for office-based services performed and billed by a physician affiliated with HCA Physician Services. These services are not subject to the annual deductible. Facilities in these markets also have the enhanced HCAPS benefit. But, because they do not have CVS available in the market, they do not have maintenance choice. Employees in these markets will receive a notice about this enhanced benefit in their enrollment kit.

Medical Plan Options Out of Area Plan
Employees with Location Codes #1234 or #1690 are considered to be out-of-area because there is not an HCA-affiliated facility within 60 miles of their home. For 2013, they will have the following medical plan options (with Maintenance Choice), which are administered by Aetna: Well Care Level 1 Well Care Level 2 National Out-of-Area Plan If these employees are unable to use HCA-affiliated facilities, then they will receive the highest level of benefits available if they use Aetna network providers. They must pre-certify all inpatient services. They are not required to precertify outpatient services at an Aetna provider network, but they must precertify outpatient services at non-network providers. If you have out-of-area employees, please be aware that there is a new out-of-area plan available to them for 2013. In addition to Well Care Levels 1 and 2, they will have the National Out-of-Area Plan option. A plan design chart for this new plan will be included in NewsFlash. Employees eligible for out-of-area plan will receive a notice about it in their enrollment kit. This also applies to the NPAS facility in Louisville.

Medical Plan Options 2013 Plans & Pricing
The Oct. 8 issue of NewsFlash included the 2013 Plans & Pricing file. It lists the plans available to employees at your location and the pricing for each option. Well Care Pricing: If your location has some employees eligible for Well Care 123 and some employees eligible for Well Care ABC, you will see separate pricing listed for each version of Well Care. Questions: If you have questions about pricing, contact your Division HR representative. NewsFlash recently included the 2013 Plans and Pricing file. You can check that file to see if you will have some employees with Well Care 123 and some with Well Care ABC.

The Cost of Healthcare As healthcare costs continue to rise, it is important that we focus on what we can do to control costs and save money. Enrollment kits mailed to employees will include a special insert titled “Why Should I Care about the Cost of Healthcare?” that highlights what participants can do to save money, including: Using HCA-affiliated facilities and providers Calling to precertify care Participating in the HCA Wellness Program Acknowledgement Added to Enrollment Process: After making enrollment elections, participants will be asked to acknowledge that they have read the following statement: I understand that I will receive maximum inpatient and outpatient benefits through the HCA Well Care Program when I use HCA-Affiliated Facilities. I further understand that I will not receive network-level benefits when using a non-HCA-Affiliated Facility or a non-network provider unless an HCA-affiliated Facility is not available and I obtain prior approval from the Claims Administrator. I acknowledge that I have been provided with access to the Summary Plan Description on HCArewards.com, which contains information regarding HCA-Affiliated Facilities and network providers.

Why are my paycheck deductions increasing?
The Cost of Healthcare Why are my paycheck deductions increasing? Your paycheck deductions are based on the overall healthcare costs of the HCA medical plans. There are several factors that affect those costs: A Fair Pricing Structure Healthcare Reform Your Health Status A sample article and additional talking points will be included in NewsFlash.

Default Coverage Benefit Plan 2013 Default Coverage Medical
If you complete a qualified health screening: Your 2012 coverage will roll over to 2013 (if it is still available) at 2013 rates. If your 2012 plan is not available, you will automatically be defaulted to the Well Care Level 2 or Level B Plan. If you did NOT complete a qualified health screening: You will automatically be enrolled in Well Care Level 1 or Level A Plan Dental Your 2012 coverage will roll over to 2013 (if it is still available) at 2013 rates. If your 2012 plan is not available, you will automatically be enrolled in No Coverage. FSA No contribution for You must elect a new contribution amount each year to participate in an FSA. Other Health & Group Benefits Same coverage as 2012 (if still available) at 2013 rates No Coverage If you elected no coverage in 2012, you’ll receive no coverage for 2013 Note: Texas facilities that offered Smart Care in 2012 will default as follows: Value Plan will default to Level 1 or Level A, Base Plan and Plus Plan will default to Level 2 or Level B. Select Plan will default to Level 3 or Level C. If no health screening, the default is Level 1 or Level A.

HCA Wellness Program How to Participate:
Eligibility Reminder: Employees who are not enrolled in an HCA medical plan for 2013 can participate in the HCA Wellness Program, but they are not eligible to receive Wellness Credits. (or Level A) Since the 2013 wellness screening campaign has been going on since July, most of you are familiar with the process already. However, as a reminder – employees who do not enroll in an HCA medical plan for 2013 can participate in the HCA Wellness Program, but they will not be eligible to earn Wellness Credits. Also – if an employee enrolls for benefits but has not yet completed a health screening, their only medical plan option will be Level 1 (or Level A). If they are able to complete a screening by Nov. 30, they will have an opportunity to change their election once their screening has been processed. Medical Plan Options at BConnected Website: If participants go to the BConnected website during enrollment and they have not yet completed a qualified health screening, the only option available for selection will be the Well Care Level 1 (or Level A) plan. The other plan options will be “grayed out”. If they complete a screening by Nov. 30, they will have an opportunity to change medical plan election once the screening has been processed.

HCA Wellness Program 2013 New Hires:
Employees with a benefits effective date after Dec. 31, 2012, are eligible to earn Wellness Credits based on their benefits effective date and as described below: New hires in 2013 who enroll in an HCA medical plan are eligible to earn Wellness Credits based on their benefits effective date – if they follow the steps listed here. This chart was also included in the HR Handbook.

WageWorks WageWorks is the administrator for HCA’s FSA and HRA plans.
You can access your account online by logging on to HCArewards.com and clicking on “WageWorks: FSA or HRA Account” in the Quick Links menu. WageWorks recently introduced a redesigned website. WageWorks also offers a mobile version for your iPhone or Android phone, with an EZ Receipts app to capture and upload receipts. Due to healthcare reform, the maximum contribution limit for the Health Care Flexible Spending Account has decreased from $5,000 to $2,500 for 2013. New FSA and HRA participants for 2013 will receive WageWorks Health Care Cards in the mail. Cards must be activated before they can be used. Just call the number provided and enter the last four digits of employee HCA 3-4 ID to activate. Cards are valid for three years.

Convenient Payment Options
WageWorks Convenient Payment Options Pay By Card Health Care Debit Card 100% IRS compliant Easy to use Merchant codes recognized at many pharmacies and retail stores Remember: Always save your receipts! Online bill payment for eligible health expenses Ideal for recurring expenses Dependent Care Orthodontia Chiropractic Pay My Provider Pay Me Back 48-hour claims turnaround Daily reimbursement Check or Direct Deposit All claims imaged and stored confirmations sent once transaction completed

New WageWorks Site Features:
News Alerts Card Center Easier to Use Home Page Claims & Activity Page

New WageWorks Site Features:
Submit Claims & Receipts Sign Up for Direct Deposit View Transactions Needing Receipts

Administrative Details

Bad Address Report A link to the latest Bad Address Report is included each week in NewsFlash. This report represents the addresses that have been reported as unusable. Employees on this report will not receive benefits materials until the address is corrected. Obtain correct address information from the affected employees and update as you normally would on Lawson. Once you submit updates, it may take a couple of weeks for the change to be reflected on the report. If you determine that an address included in the report is in fact correct, call the HR Benefits HelpLine at (800) The bad address indicator will be removed from the employee’s account and an enrollment packet will be released. If you have questions about the report, contact the HR Benefits HelpLine at (800) If you have trouble accessing the file, send an to

HR Facility Directory The HR Directory is a list of HR contact information for all HCA-affiliated facilities. The report is used by Corporate departments, facilities and benefits vendors. A link to the current directory is included each week in NewsFlash. If you have updates to the HR contact information for your location, please send them to

Dual-Year Processing A Dual-Year situation occurs when an employee has a life event or qualified status change that impacts the current and future plan year. Employees who become newly eligible during the Annual Enrollment period will receive a 2012 enrollment packet that includes a 2013 enrollment notice. Each enrollment/election event will be handled separately. Once the 2012 elections have been processed, the 2013 Annual Enrollment event will trigger at BConnected. The deadline for the employee to enroll for Annual Enrollment 2013 will be printed in the enrollment packet and on the BConnected website. Coverage for 2013 will be effective Jan. 1, 2013, regardless of when the event is triggered.

Dependent Verification
Employees who enroll a new dependent will be required to submit appropriate documentation to BConnected for verification. The maximum age for eligible dependents is 26. If employees enroll a new dependent, they will receive a Dependent Verification Notice from BConnected. It will list the deadline to submit documentation. Employees can also view this information by logging on to HCArewards.com and clicking on “BConnected.” Participants will Receive: Description: Dependent Verification Notice and Form This is sent to all participants adding new dependents. It lists the dependents for which documentation is required, deadlines and instructions. Results Notice This informs participants that the documentation they submitted is either complete or incomplete. If it is incomplete, it will request additional documentation.

Internet Enrollment Tips
Review enrollment materials first Complete your qualified health screening prior to enrolling Log in to HCArewards.com and click on “BConnected” during your enrollment period. Enroll before your deadline Don’t log off too soon Print a Confirmation Statement Non-English-speaking participants: Call BConnected at if you need translation services to assist you during enrollment.

Other Benefits

Employee Health Assistance Fund
EHAF Employee Health Assistance Fund Any full-time or part-time benefit eligible employee who demonstrates his or her gross annual total family income is less than or equal to 200% (two times) the 2012 Federal Poverty Guidelines is eligible to receive a zero-cost medical deduction on his or her paycheck. All employees will receive a copy of the 2013 EHAF application in their enrollment kit. It will also be distributed in NewsFlash and will be available at HCArewards.com during enrollment. To be eligible, employees must enroll for benefits during the annual enrollment period this fall and submit an application with their 2011 Income Tax Return to the address provided on the application by Nov. 30, 2012.

Long-Term Disability Overview Rates: Will stay the same for 2013.
Carrier: Prudential EOI is required when: Moving from “No Coverage” to any option Increasing coverage levels, or if previously declined through EOI. Participants have the option of providing evidence of insurability for LTD. If they enroll in an LTD option that requires EOI, they will see a link to the online EOI tool. If the EOI is not completed online within seven days, Prudential will mail the EOI request to the participant. LTD coverage does NOT continue through the end of the month for employees who are changing to an ineligible. Instead, LTD coverage ends coincident with the employee’s Last Day Worked (LDW).

Life Insurance Overview Overview: Rates: Carrier: Prudential
Basic Life: Provides your beneficiary a benefit equal to 1x base pay and is provided by your facility at no cost to you. You do not need to enroll in this benefit. Supplemental Life: Insurance allows you to choose an additional amount of coverage equal to 1x, 2x, 3x, 4x or 5x your base pay. The price you pay for this coverage depends on your age and salary. You must enroll to receive this coverage. Dependent Life: If you enroll in Employee Life Insurance, you may also choose Dependent Life Insurance for an eligible spouse or partner and/or children. Rates: For 2013, Basic and Supplemental rates are decreasing. There is no change to Dependent Life rates. Carrier: Prudential EOI is required when: Moving from “No Coverage” to any option, Increasing coverage levels, or if previously declined through EOI. EOI is available online at BConnected.

Vision Coverage Overview
Rates: There are no changes to rates or coverage for 2013. Carrier: EyeMed Provider Directory: Log in to HCArewards.com and click on “Benefits Providers.” Note: HR directors for Good Samaritan Hospital and Regional Medical Center of San Jose should contact VSP at for enrollment materials.

CorePlus Benefits Overview
CorePlus Benefits is a package of voluntary benefit plans that offer choices and convenience for you and your dependents. When you enroll in a plan, you pay the full cost of coverage, which is deducted from your paycheck on an after-tax basis. Available Plans: Auto and Home Insurance Legal Benefits Short-Term Disability (if your facility does not participate in Time Away from Work Program) Supplemental Short-Term Disability (if your facility does participate in Time Away from Work Program) Long-Term Care Pet Insurance Voluntary Life with Conversion Option to Long-Term Care Note: This annual enrollment period is the last time employees can enroll n the Voluntary Life with LTC plan without providing EOI.

HCA 401(k) Plan Reminders In order to receive your highest matching level and gain a year of service in the HCA 401(k) Plan, a participant must have 1,000 hours of service for the plan year. The maximum ANNUAL contribution amount is $17,000 for non-highly compensated employees. The deferral limit for Highly Compensated Employees (HCE) is12%. Limits for 2013 are not available and could change prior to Annual Enrollment. Please check the BConnected website for updates. Eligible participants may make an additional flat-dollar catch-up contribution to the HCA 401(k) Plan in any year they are - or will be - age 50 or older by December 31. The maximum ANNUAL catch-up contribution amount is $5,500. Enrollment is a good time to remind employees about the many free resources available through the Financial Prosperity program: NEW! Remote 1-on-1 Financial Sessions Online classes through HCArewards.com Personalized access to a financial advisor

Enrollment Communications

What Employees Will Receive
Enrollment Communications What Employees Will Receive Alert Postcard or eCard Employees will receive an alert postcard approximately one week before enrollment begins. Employees with an address on file will receive an alert eCard instead of a postcard in the mail. Employees will then receive an enrollment kit in the mail a few days before enrollment begins. It will include an enrollment guide as well as a cover letter with customized market messages and pricing for medical, dental and vision plans. And, as previously mentioned, the package will also include the “Cost of Healthcare” brochure and the EHAF application. Employees with an address on file will also receive a reminder eCard about a week before their enrollment period ends. If your facility is in the Far West division, your employees will receive a generic enrollment flier instead of the enrollment guide pictured here. A sample of that flier was distributed in NewsFlash. Enrollment Kit Envelope and Guide Reminder eCard

Employee Quick Reference Brochure
Enrollment Communications What HR Will Receive Stay tuned to NewsFlash for: HR AE Handbook Sample of materials EHAF Application Plan Design Grids CorePlus Benefits Handout Local Pricing Template 401(k) Plan Handout Wellness Reminder Handout All the latest AE updates and more! A special edition of NewsFlash distributed this week included several resources you can use as reference materials and resources for enrollment. You will also soon receive a supply of posters, an employee brochure and the HR quick reference placemat. As always, NewsFlash is the best way to stay up to date with what’s going on – and that is especially true during enrollment. We’ll include additional information and resources in NewsFlash as soon as they become available. And, that includes the employee meeting presentation template that you can customize for your facility. Poster Employee Quick Reference Brochure

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