VILLANOVA UNIVERSITY

Benefits Open Enrollment Guide

2020

-2021

HUMAN RESOURCES April 20 – May 1, 2020

Dear Colleague,

Benefits Open Enrollment will run from April 20, 2020 through May 1, 2020. This is the one time each year that you are able to review and make changes to your health, welfare and voluntary benefit elections. This brochure will highlight the changes for the 2020-2021 plan year and provide in depth details regarding the Consumer Driven Health Plan (CDHP) along with the Health Savings Account (HSA). I highly encourage you to review this brochure in its entirety.

Additional educational resources for open enrollment include: • Pathways • Wellness video • Open Enrollment video • CDHP/HSA video • Medical Plan Comparison Tool • Express Scripts Prescription Drug Cost Estimator • IBC Medical Procedure Cost Estimator

Your 2019-2020 elections for the FSA or HSA plans will not carry forward into 2020-2021. This includes any election to participate in the Child Care Subsidy plan.

Sincerely,

Raymond D. Duffy, M.S., SPHR, SHRM-SCP, CBP Associate Vice President of Human Resources

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A Letter from the Associate Vice President of Human Resources

A Letter from Raymond Duffy 1

Elections or Changes to Benefit Programs 2

Important Form 1095-C Information 2

Benefits Enrollment Calendar of Events 3

Benefit Changes in 2020-2021 4

Consumer Driven Health Plan (CDHP) 5

CDHP Summary Chart 6

Features of a Health Savings Account (HSA) 7

Other Resources and Information 8

Examples of the Cost of Care Under the HMO, PPO and CDHP 9

• Medical/Prescription/Vision

• Dental

• Health Care Flexible Spending Account (FSA) or Limited-Purpose FSA (if you enroll in the Consumer-Driven Health Plan, or CDHP)

• Health Savings Account (HSA), if you enroll in the CDHP

• Dependent Care FSA

• Child Care Subsidy

• Life Insurance

• Legal

• ID Theft

• Pet Insurance

To make your elections, log into the Benefits Portal using your Villanova user name and password. The Open Enrollment period will run from April 20 through May 1, 2020.

*Please note: In addition, if you currently have a FSA and HSA account, the IRS requires that you enroll in FSA and HSA plans annually. This includes any election to participate in the Child Care Subsidy plan. Your 2019-2020 elections for the FSA and HSA plans will not carry forward into 2020-2021.

During Benefits Open Enrollment you can make elections or changes to the following benefit programs:

Table of Contents Page

Important Form 1095-C Information

As you may already know, the Affordable Care Act (ACA) requires Villanova University to provide a Form 1095-C to all benefit eligible faculty and staff. This form confirms that the University offered you and your eligible dependents affordable medical coverage. One requirement of this document is to include Social Security Numbers (SSNs) so that the IRS can tie the information back to tax records. Please ensure during Open Enrollment that all SSNs for yourself and your dependents are reviewed and updated accordingly.

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Each year, Benefits Open Enrollment affords you the opportunity to enroll in and make changes to your medical, dental, flexible spending accounts (FSAs), health savings accounts (HSAs), life insurance, and certain voluntary benefits plans.

This year, Benefits Open Enrollment for 2020 will take place online between April 20 through May 1, 2020.

If you do not make an election, your 2019-2020 elections will carry over to 2020-2021 except for the following plans:

• Medical FSA

• Dependent Care FSA

• Child Care Subsidy

• Health Savings Account HSA

We highly encourage you to read this guide and review the information online before making your elections for the 2020-2021 plan year.

Benefits Open Enrollment Calendar of Events

Here are some important dates to keep in mind:

JuneApril May

April 20:

First day to enroll in or make changes to your

2020-2021 benefits.

June 1:

Benefit plan year begins with new coverages.

By May 31:

You will receive your new

2020-2021 ID cards (if applicable).

May 1:

Last day to enroll in or make changes to your 2020-2021 benefits.

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Health Care Flexible Spending Account (HC FSA)The annual limit for the HC FSA will increase from $2,700 to $2,750 in accordance with IRS law.

Health Savings Account (HSA)The annual limits for individuals enrolled in a Consumer Driven Health Plan with an HSA will increase from $3,500 (individual)/$7,000 (family) to $3,550 (individual)/$7,100 (family). The $1,000 additional catch-up contribution for individuals 55 and older will remain in place.

Benefit Changes in 2020-2021

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The Consumer Driven Health Plan with HSA is a different approach to how you pay for today’s health care and save for your future. It is a lower-premium, high-deductible health insurance plan, which means you pay less out of your paycheck for premiums and more out of pocket at the point of service—before the plan pays for services that are not considered preventive. Villanova’s CDHP meets the minimum federal requirements that allow an enrollee to also qualify for a tax-advantaged HSA.

Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA) and a Limited-Purpose FSA

Health PlanThe CDHP provides you the flexibility to receive care from both in-network and out-of-network providers (you’ll pay more for out-of-network providers).

In-network age appropriate preventative care services as defined by the plan are covered at 100%—meaning you do not pay for this type of service.

For all other services, you are responsible for paying the full cost of care until you reach the plan’s deductible. You are then responsible for a portion of the cost of care (your coinsurance), until you reach the plan’s out-of-pocket maximum.

See the CDHP with HSA Summary Chart on pages 6 & 7 of this brochure for details. You can also see a side-by-side comparison of all plans in the Pathways booklet.

Pre-Tax Savings Plan(Health Savings Account)

If eligible, you can contribute via payroll deduction on a pre-tax basis to a Health Savings Account (HSA) to pay for out-of-pocket medical expenses, including deductibles, coinsurance, and copayments.

The HSA is a fully employee-owned account. Funds roll over from year to year. There is no “use it or lose it” rule.

Once the balance in your savings account reaches $1,000, you can select from a choice of investment options.

For the 2020-2021 plan year, Villanova will make a tax-free contribution to your account—you must open an HSA, through Villanova’s third-party administrator, Wage Works, in order to receive this funding: • $600 for individual coverage • $1,200 for family coverage

This amount will increase by up to $225 if you and/or your spouse completed the Personal Health Assessment and Health Screening under the NOVAfit! program. This means that the funding of your HSA account could be as large as: • $750 for individual coverage • $1,425 for family coverage

Debit CardWith your HSA, you receive a debit card that you can use for easy access to your account (once funds are accumulated) to pay for out-of-pocket medical expenses, including your copays, prescriptions, and other health care costs.

If you decide to also enroll in the Limited-Purpose FSA—which reimburses you for eligible dental and vision expenses only—your FSA dollars will be loaded onto the same debit card. See the Pathways booklet to learn more about FSA coverage.

There Are Several Features of the CDHP with HSA

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Plan Feature In-Network Out-of-Network

Preventive Care(age appropriate as defined by the

plan)Covered at 100%

Preventive Care for Adults and Children

coverage is 50%, no deductible

Deductible*

$1,400 (individual)/$2,800 (family) For family coverage, the full family

deductible must be met before the plan (Villanova) coverage begins.

$5,000 (individual)/$10,000 (family) For family coverage, the full family

deductible must be met before the plan (Villanova) coverage begins.

Coinsurance (once deductible is met) 20% coinsurance 50% coinsurance

Out-of-Pocket Maximum (includes deductible, coinsurance,

and prescription drug costs)

$3,000 (individual)|$6,000 (family)For family coverage, the full

family out-of-pocket maximummust be met before 100% plan(Villanova) coverage begins.

$10,000 (individual)|$20,000 (family)For family coverage, the full

family out-of-pocket maximummust be met before 100% plan(Villanova) coverage begins.

Emergency RoomDeductible,

then 20% coinsurance

All other covered non-preventive care such as: PCP/Specialist Office Visits;

Hospital Admission; Outpatient Surgery; In-patient Surgery;

Advanced Diagnostic Testing; Lab/X-Rays

Deductible, then 20% coinsurance

Deductible, then 50% coinsurance

Prescription Drugs (Retail/Mail-Order)

• Generic• Preferred Brand-Name• Non-Preferred Brand-Name

Certain preventive drugs covered 100% (see Preventive medication list)All other drugs, deductible then 20% coinsurance

*The deductible applies to all non-preventive health care expenses. Amounts paid for covered in-network and out-of-network care are combined to satisfy the deductible.

CDHP Summary Chart

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An HSA provides you with flexibility in how you pay for medical services today and in the future.

• Tax Advantages: Your contributions to your HSA come out of your paycheck before taxes are withheld, so every dollar that goes toward your HSA reduces your taxable income. Participants can also make contributions to the HSA with after-tax dollars. (Because this is a tax-favored account, there are IRS limits on annual contributions; see chart below for details.)

• Use It Today: Pay for regular health care expenses, including deductibles, coinsurance, copayments, and prescription drugs, with an easy-to-use debit card.

• Save for Tomorrow: If you save more money than you spend on health care expenses in the plan year, you can use that money in the future. Any money remaining in this account at the end of the plan year rolls over into the next year—and, even if you leave Villanova, the money remains yours.

• Invest for Your Future…Tax-Free: Once the balance in your HSA reaches $1,000, your funds will be automatically directed into the investment you select—helping you build savings for your future. When used to pay for qualified medical expenses, distributions from your HSA are tax-free.

• Catch-up Contributions: Employees 55 years of age or older can contribute additional dollars to their HSA. See the chart below for details.

Features of a Health Savings Account (HSA)

2020-2021 HSA Maximum Contributions

Coverage Level HSA Contribution HSA Contribution for Age 55+

Individual*

$3,550

(Total includes: $2,950 employee contribution plus $600 Villanova contribution)

$4,550

(Total includes: $2,950 employee contribution plus $1,000 age 55+ catch-up contribution

plus $600 Villanova contribution)

Family*

$7,100

(Total includes: $5,900 employee contribution plus $1,200 Villanova contribution)

$8,100

(Total includes: $5,900 employee contribution plus $1,000 age 55+ catch-up contribution

plus $1,200 Villanova contribution)

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*For illustrative purposes, the chart assumes that an individual did not participate in the annual NOVAfit! Personal Health Assessment and Health Screening Campaign. If you participated, HSA contributions could increase to $750 individual and $1,425 family. Please note that this will reduce the amount of employee contributions accordingly.

What You May Want to ConsiderAs with any benefit choice, there are things you should carefully consider prior to enrolling. As you think about your health care needs, be sure you understand how the medical plan works. Here are some things to keep in mind as you review the CDHP with HSA plan compared to Villanova’s other options:

• Lower Premium: You pay less out of your paycheck for coverage.

• Higher Out-of-Pocket Costs: You pay 100% of any covered non-preventive expenses until you meet your deductible before the plan pays for services.

– Deductible: If you’re enrolled in family coverage, you must meet the entire family deductible before the plan pays—unlike the PPO plan.

– Out-of-Pocket Maximum: If you’re enrolled in family coverage, you must meet the entire family out-of-pocket maximum before the plan pays 100%—there is no per person maximum like there is in the HMO and PPO plans.

• Access to the Same Doctors and Networks: The CDHP with HSA is offered through Independence Blue Cross, so you will continue to have access to doctors and networks that are currently part of the IBC network.

• Limited-Purpose Flexible Spending Account: According to federal regulations, HSA participants are not eligible to participate in a regular Health Care Flexible Spending Account (FSA). However, HSA participants can participate in the Limited-Purpose FSA, which provides a tax-free way to save and pay for dental and vision expenses not covered by your health plan.

All other Health Care FSA rules and features apply to the Limited-Purpose FSA—same maximum, same use-it- or-lose-it rule, same claim-filing deadline, and if you enroll, you will receive a debit card to pay for eligible dental and vision expenses. If you elect an HSA, you will receive one combined debit card.

HSA Requirements • New enrollments require account activation as

outlined in mailed instructions from Wage Works.

• You cannot be covered under another non- CDHP medical plan or Health Care FSA (such as your spouse’s plan/FSA) and contribute, or receive Villanova’s contribution, to the HSA.

• HSA contributions must be in your account before you can use them to pay for eligible medical expenses or receive reimbursement.

Please note that Villanova’s funding will be deposited at the beginning of the plan year.

• You must be under age 65 and not enrolled in Medicare to contribute, or to receive Villanova’s contribution, to the HSA.

If you enroll in the CDHP for 2020-2021 and currently have a 2019-2020 Health Care FSA, you must have a $0 balance in your FSA by May 31, 2020 to be eligible for an HSA in June 2020.

If you have a balance remaining in your Health Care FSA as of June 1, 2020, you will not be eligible to enroll in the HSA or receive Villanova’s contribution until September 1, 2020.

If this occurs, you will not be able to use HSA funds to get reimbursed for medical costs incurred before September 1.

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It’s important to understand how these changes could affect you. Take a look at some examples of how costs—yours and Villanova’s—may exist under the CDHP, PPO and HMO.

These examples are provided for illustrative purposes. Individual situations may differ.

Examples of the Cost of Care under the CDHP, PPO and HMO

Villanova University Cost Estimates

EMPLOYEE ONLY COVERAGE

CDHP

Categories Copays Deductible* Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $0 $1,400 80% $3,000 $180-$240 $180-$240

Maternity Inpatient $0 $1,400 80% $3,000 $8,057-$24,765 $2,651-$3,000

Emergency Room (Admitted to Hospital) $0 $1,400 80% $3,000 $17,237-

$62,531 $3,000

Urgent Care $0 $1,400 80% $3,000 $270-$298 $270-$298

PPO

Categories Copays Deductible* Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $30 copay first visit $300 90% $3,000 $180-$240 $30

Maternity Inpatient $0 $300 90% $3,000 $8,057-$24,765 $1,075-$3,000

Emergency Room (Admitted to Hospital) $0 $300 90% $3,000 $17,237-

$62,531$0 copay. Deductible and/or coinsurance may apply

Urgent Care $50 $0 $0 $3,000 $270-$298 $50

HMO

Categories Copays Deductible Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $20 copay first visit N/A 100% $1,500 N/A $20

Maternity Inpatient $250 N/A 100% $1,500 N/A $250

Emergency Room (Admitted to Hospital) $0 N/A 100% $1,500 N/A $0

Urgent Care $50 N/A 100% $1,500 N/A $50

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*For illustrative purposes, the deductibles are individual amounts based on employee only coverage. If you have family coverage, the deductible will be higher.

It’s important to understand how these changes could affect you. Take a look at some examples of how costs—yours and Villanova’s—may exist under the CDHP, PPO and HMO.

These examples are provided for illustrative purposes. Individual situations may differ.

Examples of the Cost of Care under the CDHP, PPO and HMO

Villanova University Cost Estimates

EMPLOYEE & FAMILY COVERAGE

CDHP

Categories Copays Deductible* Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $0 $2,800 80% $6,000 $180-$240 $180-$240

Maternity Inpatient $0 $2,800 80% $6,000 $8,057-$24,765 $3,961-$6,000

Emergency Room (Admitted to Hospital) $0 $2,800 80% $6,000 $17,237-

$62,531 $5,527-$6,000

Urgent Care $0 $2,800 80% $6,000 $270-$298 $270-$298

PPO

Categories Copays Deductible* Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $30 copay first visit $900 90% $9,000 $180-$240 $30

Maternity Inpatient $0 $900 90% $9,000 $8,057-$24,765 $1,705-$3,376

Emergency Room (Admitted to Hospital) $0 $900 90% $9,000 $17,237-

$62,531$0 copay. Deductible and/or coinsurance may apply

Urgent Care $50 $0 $0 $9,000 $270-$298 $50

HMO

Categories Copays Deductible Coinsurance Out-of-Pocket Max

Service Cost Range Total Cost to Member

Maternity Office Visits $20 copay first visit N/A 100% $3,000 N/A $20

Maternity Inpatient $250 N/A 100% $3,000 N/A $250

Emergency Room (Admitted to Hospital) $0 N/A 100% $3,000 N/A $0

Urgent Care $50 N/A 100% $3,000 N/A $50

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*For illustrative purposes, the deductibles are based on a family unit.