CMH Benefits Your Guide to Benefits at Central Maine Healthcare - 2021/2022 PLAN YEAR - CMMF Healthy Decisions
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
CMH Benefits
Your Guide to Benefits at
Central Maine Healthcare
2021/2022 PLAN YEAR
Get Started 
CMH BENEFITS GUIDE 2021/22 PLAN YEAR
What’s In this Guide
A Message from Michele Talka, VP, Voluntary Benefits – Insurance, Tuition.io,
Chief Human Resources Officer, and Your and other Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Central Maine Healthcare Benefits Team. . . . . . . . . . . . . . 3
Perkspot. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Benefits Terminology. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 HARP (Home, Auto, Renters,
and Pet Insurance) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Who Is Eligible for Benefits with CMH?. . . . . . . . . . . . . . . 6 Tuition.io. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Medical Benefits Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . 7
CMH Non-Profit Workforce Eligibility
for Government Student Loan Forgiveness
NEW! Partnership with Shields Imaging Program Participation Through Public
at Topsham Care Center. . . . . . . . . . . . . . . . . . . . . . . . . . 9 Service Student Loan Forgiveness (PSLF) . . . . . . . . . . 29
Tuition Reimbursement. . . . . . . . . . . . . . . . . . . . . . . . . . 29
Health Savings Account (HSA) . . . . . . . . . . . . . . . . . . . . . 10
RN to BSN PLUS Program. . . . . . . . . . . . . . . . . . . . . . . . 29
NEW! Making the Right Choice of Plan. . . . . . . . . . . . . . . 14
Voya – Specified Disease Insurance,
and Accident Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . 29
NEW! How Choosing Your Medical Plan
and Care Effect Costs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 NEW! Voya – Hospital
Indemnity Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Prescription Drug Coverage . . . . . . . . . . . . . . . . . . . . . . . . 16 Identity Theft Protection
through Allstate Identity Protection. . . . . . . . . . . . . . 30
Dependent Care FSA. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARAG Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Dental Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Healthcare Financial
Management Association (HFMA) . . . . . . . . . . . . . . 30
Vision Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Retirement Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Life Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Choice Time, Open Choice Time, and
Disability Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Extended Sick Bank. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
Wellness through WellRight. . . . . . . . . . . . . . . . . . . . . . . . 25 Benefits Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
NEW! Employee Assistance Program (EAP) Summary Page of Costs. . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
Through Optum. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
The team member benefits programs described in this guide are effective FY2021-2022. The information in this guide is a summary of Central Maine
Healthcare’s (CMH) benefits, and every attempt has been made to ensure its accuracy. The actual provisions of each benefit program will govern if there
is any inconsistency between the information in this guide and CMH’s formal plans, programs, policies, or contracts or any subsequent change in such
plans, programs, policies, or contracts.
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
A Message from Michele Talka, VP, Chief Human Resources
Officer, and Your Central Maine Healthcare Benefits Team
In order to ensure people feel appreciated, We also have highlighted a lot of changes that we heard many of
you ask for, including:
you must not assume what they want.
We are reducing the out-of-pocket maximum amount for both
You must first listen, then act. plans in Tier 1. We are increasing the amount of co-insurance for
Tier 1 coverage for expenses after reaching the deductible, up
020-2021 was an unbelievably
2 from 80% to 85% for the CORE Plan and up from 90% to 95%
trying year for the organization and for the CORE PLUS Plan, meaning once you have spent your
the world. We showed true resilience deductible amount CMH will cover more of the costs for care
in the face of forces completely until you reach your out-of-pocket maximum in both plans, as
outside of our control. We heard long as you choose a Tier 1 service. Due to the increased cost
from a lot of our staff that our of medical care, we will also have to slightly increase the per
benefits were difficult to understand, paycheck contribution for all plans. The increase per paycheck will
and that caused us a lot of confusion range from $10 to $32, depending on the plan and coverage you
and a lot of opportunities for elect.
misunderstanding. Michele Talka,
VP, Chief Human We engaged a new Wellness vendor, WellRight, who offers a
o, this year we listened to that
S Resources Officer digital platform accessible from anywhere, over 400 challenges,
feedback, we saw the comments in the educational programs, and 24/7 counseling services in over
Employee Engagement Surveys and adjusted the benefits we 11 different areas from health to mental fitness to financial
offer to align with as many of the suggestions that we could. management. Nearly unlimited access to our WellRight partners
We continued to refine and restructure the benefit programs will exist, in phone, text, or email capacities, and you can even
to offer you more services at as little of an increase in the enroll your entire immediate family to use the WellRight services
price of those services that we could. What this will mean, and platform, so that you can always be connected to a coach
though, is that as we continue on this journey to offer you the to help support and guide your journey toward wellbeing.
best possible benefits we can, we need to do a much better We have also engaged a new Employee Assistance Program
job educating everyone about how to understand benefits (EAP) provider, Optum, for 24/7/365 services and availability,
and leverage them wisely. The smarter we all are in regards and like the WellRight program have extended available coverage
to our benefit plans, the better we can all take advantage of for EAP services to your entire immediate household!
them and benefit (pun intended) from them. That is why
We heard that those who actively participated in our Wellness
this year you’ll notice we have a completely re-designed
Challenges really enjoyed them, so we are doubling down to
benefits guide. This year we included a lot of examples and
bring them back and will have even bigger prizes raffled off each
practical information in the guide so you can understand
quarter, AND more exciting is that everyone, regardless of
the entire picture about how benefits at Central Maine
whether you are participating in our medical plans or not, will
Healthcare work: from what being self-insured means to
have access to our WellRight partners and their program!
cost-sharing for benefit premiums to how the choices you
make in receiving care impact your own benefits and the We also heard that people wanted more opportunity to earn
organization’s ability to improve those benefits. CMH deposits toward their HSA accounts. This year we have
completely redesigned the HSA contribution structure which will
allow anyone participating in our HSA program the opportunity to
earn up to 200% of their current bi-annual HSA deposit amounts
through active participation in our new Wellness Program offered
through WellRight.
We are making new employee benefits effective immediately
upon hire so that new hires will no longer need to wait to have
benefit coverage.
Continued next page
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
A Message from Michele Talka, VP, Chief Human Resources
Officer, and Your Central Maine Healthcare Benefits Team
(cont’d)
We are increasing the FMLA eligibility for married couples
who work for CMH to permit joint usage of FMLA coverage
and benefits for the same qualifying birth event, expanding
our CMH Family Leave program.
We have added some additional voluntary benefits,
like hospital indemnity coverage through Voya and
two (2) tiers of identity theft protection through Allstate
Identity Protection.
There is so much more, as you will learn from reviewing this
guide. Thank you all for your commitment to our community,
for your engagement in making Central Maine Healthcare
great, and in taking the time to read and learn about our new
and updated benefits this year. I am moved every day by the
stories I hear and the goodness that I see in all of you, and we
cannot thank you enough for all you do.
Michele Talka, VP, Chief Human Resources Officer
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Benefits Terminology
Here are some common benefits terms that you should know
before selecting your benefit options.
Claims – The total amount of money charged to the insurance
plan for services.
Co-Insurance – The percent (%) of each dollar that CMH
will pay for once you have reached your deductible. This
percentage is different for each plan and each Tier of service
you select. For example, once your deductible is met in the
CORE PLUS plan, if you require a $10,000 service, CMH’s
co-insurance will cover 95% of that cost if you received your
care through CMH (Tier 1), paying $9,500 of that bill, and
you would only owe $500 for that $10,000 service (of which
you could use any HSA funds you had to pay for that amount
owed). If you chose the same $10,000 service in the CORE Plan – The specific medical plan you chose to enroll in. This
PLUS plan and used another organization that is in Tier 2, can be either the CORE Plan or the CORE PLUS Plan.
CMH would pay 70% co-insurance and you would owe 30%
of the bill, or $3,000. Co-insurance coverage is what CMH Premium – The amount of money every paycheck that you
pays for the cost of your medical expenses beyond your need to pay for the plan and coverage type that you select.
deductible, and can make a big difference between paying This amount will vary based on the plan design and whether
a lot for services or paying a little depending on which plan you are insuring yourself, you and your spouse, you and your
you enroll in and where you chose to receive your care. child or children, or your entire family.
Coverage – The level of coverage under the plan you Rate Increase, Decrease, or Hold – The premium amount
need. This is the difference between covering just yourself paid by team members in a plan design that either increases,
(Individual Coverage), you and your spouse (Individual + decreases, or remains consistent (hold) into the next plan
Spouse), you and at least 1 dependent child (Individual + year. These adjustments often result from a number of factors,
Children), or you and your entire family (Family). but primarily it is a factor of the cost of the benefit plan and
expenses incurred for the claims from the previous year, as
Deductible – The amount of money you will need to pay out well as the market impact and pricing impact for medical
of your own pocket for claims before CMH pays for items that coverage or other coverages.
are not 100% covered. Depending on your plan, coverage, and
Tier which you are receiving services from, your deductible Self-Insured – CMH’s medical plan and dental plan is
amount will be different. Deductibles CAN be paid for using self-insured, meaning that all plan expenses that are not
funds in your HSA account. paid by the CMH team members are paid by Central Maine
Healthcare under any self-insured plans. Any additional
Health Savings Account (HSA) – An HSA is an account expenses for co-insurance coverage or expenses beyond the
that you can use to pay for medical, dental, vision, or other out-of-pocket maximum expense are paid directly by CMH.
healthcare expenses. The money deposited into this account is Also, the actual expense to purchase any enriched benefit (like
elected by you and is tax free (meaning that instead of paying a flat rate on prescription drug costs or no-cost maintenance
out of your pocket with your after-tax money, you would be medications for team members chronic conditions) is covered
able to pay for medical, dental, or vision expenses with tax free by CMH and paid directly by the company.
money you deposit into that account).
Tier – The provider or system that you and/or your family
Out-of-Pocket Maximum – The most amount of money chose to obtain your coverage from. This choice will determine
you would need to pay for your medical expenses for each what your deductible amount, co-insurance coverage, and
coverage and Tier. The out-of-pocket maximum, like the out-of-pocket maximums are. Choosing CMH services
deductible amount, varies depending on the plan and will result in significantly lower costs to you for all three
coverage and tier you select. of these areas.
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Who Is Eligible for Benefits with CMH?
If you are hired into a full time (30 hours per week or more)
or part time (20-29 hours per week) position, you are eligible For each benefit in this guide, we will
for all the benefits outlined in this guide. We have also highlight what groups are eligible for the
eliminated the part time surcharge this year, so part time benefit, any special notes about the
staff no longer need to pay a premium rate for benefits. benefit that differs between groups, and
any changes from the previous year’s
Some limited benefits are available to per diem staff. If a benefit plan for a quick reference.
specific benefit is available for per diem staff, we will identify
the eligibility in the description of the benefit.
The Benefit Plan Year runs from July 1, 2021 to June 30, 2022.
The elections made at Open Enrollment or upon
commencement of employment as a new hire or as an
internal transfer stay with you through the course of the
Benefit Plan Year.
Qualifying Life Events: Changing Benefit
Coverage Throughout The Year
Open Enrollment is the time each year when benefit
coverage can be changed. Some events, commonly
referred to as life events, allow you to change some or
all of your elected benefits within the middle of the
benefit plan year.
Qualifying Life Events will be submitted through the new
Workday HRIS system. However, if you need assistance
submitting your life event you can always contact our Human
Resources department for assistance.
For most events, you will have to provide proof of the
life event. For example, if you get married or have a
child, you will need to provide documented proof in
order to complete your life event and benefit changes.
Thankfully, our new HRIS system will allow you to upload the
documentation directly into the system when you submit your
event, to simplify the process for you.
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Medical Benefits Coverage
CMH offers a comprehensive coverage medical program
that is administered for us through our partnership Full time and Part time team members are eligible
with UMR. CMH’s plan is self-insured and is entirely to receive this benefit. Premium rates are the
funded through team member contributions and same for Full time or Part time team members.
CMH contributions. Per Diem team members are not eligible to
participate in this benefit.
We offer High Deductible Health Plans (HDHP) in two
versions so that team members can have the option that
works best for them. You can choose to pay less each
paycheck but have a higher deductible and less co-insurance WHAT’S CHANGING?
coverage, or you can choose to pay more each paycheck and
This year, we have made the following changes to our medical
get a lower deductible and higher co-insurance coverage.
benefit coverage:
The deductible limits for each of the two plans is the lowest
deductible amount permitted by law for us to offer. All our Benefits will start on Day 1 for all new hires after 7/1/2021 and
medical plan participants have access to a Health Savings elections can be made in our HRIS system before you even start
Account (HSA) and its tax-free benefits. See the H.S.A working for CMH
section for more information. Reduced the Out-of-Pocket Maximum for Tier 1 Services
(services you obtain through CMH Providers or Facilities) by
$1,000 for single coverage options and $2,000 for
Two Health Plan Options family coverage options
The CORE Plan (lower bi-weekly premiums, higher Rates for both plans have increased per paycheck, varying from
deductible and out-of-pocket maximum) a $10 per paycheck increase to a $32 per paycheck increase,
The CORE PLUS Plan (higher bi-weekly premiums, depending on the plan and coverage you elect
lower deductible and out-of-pocket maximum) Part Time staff no longer need to pay a premium rate for benefits
Both plans include 100% coverage for all Wellness Visits Increased the CMH Coverage for co-insurance in Tier 1 for each
and preventative services (outlined in the chart on the next plan by 5% (90% to 95% co-insurance for the CORE PLUS
page) and have generous co-insurance once the deductible plan, and 80% to 85% for the CORE plan)
amount is reached. This co-insurance rate is different for Coverage at Tier 1 for remote staff who are inherently unable to
each plan design, and is your responsibility until you meet use our services due to the remote nature of their work
your plan’s designated out-of-pocket maximum.
Child(ren) Who Age Off The Plan Need Help Finding a CMH Provider?
If you are selecting an Individual + Child(ren) or a Family Did you know that CMMC has made it easier than ever to find
plan, it’s important to note that your child(ren) are covered a new provider within the organization? If you are a current
up until they reach their 26th birthday due to the recent employee and are looking for a new provider, please contact the
updates to the National Health Reform Act. This provision New Patient Intake Team, who are standing by and excited to
applies to Medical, Dental, and Vision coverage. Dependent partner you with a new Central Maine Healthcare Provider. You
child(ren) who reach age 26 during the 2021-2022 Benefit can call them toll-free at 1-866-834-8343.
Plan year will automatically drop off coverage upon reaching
their 26th birthday. The only exception to this provision Find a Tier 1 Provider I Find a Tier 2 Provider
is for a dependent child(ren) over the age of 26 who is
Self-enrollment is available for all Central Maine Healthcare
permanently disabled. In those instances, after confirming
patients who are age 18 or older. By accessing myHealthLink,
the disability, the dependent can remain on your insurance
which is an online portal, you will be able to schedule certain
indefinitely. Your dropped dependent will be entitled to
appointments, view your medical information, and connect with
elect COBRA continuation coverage for up to 36 months
your health care team.
should they wish to maintain coverage under the plan.
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Medical Benefits Coverage (cont’d)
Medical Benefit Rates
Per Paycheck Premium Rates
CORE Plan CORE PLUS Plan
Team Member CMH Contribution Team Member CMH Contribution
Contribution (Approx.) Contribution (Approx.)
Individual Coverage $50.00 $430.00 $125.00 $330.00
Individual + Spouse $75.00 $1,615.00 $250.00 $1,425.00
Individual + Child(ren) $50.00 $860.00 $150.00 $750.00
Family $75.00 $1,615.00 $250.00 $1,425.00
Did you know that for a comparable plan to our CORE Plan on the HealthCare.gov Marketplace, you would have to spend over
$414 per month for individual coverage and $1,170 for a family of four (4). For a comparable plan to our CORE PLUS plan you
would have to spend over $600 per month for individual coverage and $1,743 for a family of four (4). That’s over $7,200 per
year for individual coverage and over $20,915 per year for family coverage just to HAVE insurance coverage!
Coverage At-a-Glance
CORE Plan CORE PLUS Plan
Tier 1 All CMH System Providers/Facilities, Mass General, Some Specialists at Barbara Bush Children’s
Hospital, ALL WELLNESS VISITS, Martin’s Point Primary Care, Durable Medical Equipment (DME)
(with prior authorization), Emergency Admission to a hospital, and Services not offered within the
CMH Network (only with pre-authorization from CMH)
Additionally, any remote team member and dependent (living outside the state of Maine and working
exclusively remotely) will have all services provided at UMR In-Network providers covered under Tier 1
Coverage Individual Individual + (Spouse, Individual Individual + (Spouse,
Child(ren), or Family) Child(ren), or Family)
Deductible $2,800 $5,600 $1,400 $2,800
Co-Insurance Coverage 85% 85% 95% 95%
Out of Pocket (OOP) Max $4,000 $8,000 $3,000 $6,000
Tier 2 Any service outside of Tier 1 within the UHC Options PPO Network
Coverage Individual Individual + (Spouse, Individual Individual + (Spouse,
Child(ren), or Family) Child(ren), or Family)
Deductible $6,000 $12,000 $3,000 $6,000
Co-Insurance Coverage 55% 55% 65% 65%
Out of Pocket (OOP) Max $10,000 $20,000 $8,000 $16,000
Tier 3 Any service outside of both Tier 1 and the UHC Options PPO Network
Coverage Individual Individual + (Spouse, Individual Individual + (Spouse,
Child(ren), or Family) Child(ren), or Family)
Deductible $6,000 $12,000 $3,000 $6,000
Co-Insurance Coverage 25% 25% 25% 25%
Out of Pocket (OOP) Max $15,000 $20,000 $10,000 $20,000
HOME PRINT
8 
CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Medical Benefits Coverage (cont’d)
Partnership with Shields Imaging at
NEW!
Anyone can go to Shields Imaging in
Topsham Care Center Topsham for their imaging needs.
CMH has expanded our partnership with Shields Imaging
services to offer lower cost imaging services at our
outpatient Care Center. This partnership also provides
our team members faster access to imaging services with
a reduced wait time.
New Benefit!
Compared to the cost of imaging at the hospital, Shields This is a new partnership benefit this year for our
pricing at the Topsham Care Center is dramatically lower team members.
and will save you money:
Shields Cost at
Service CMMC Cost
Topsham
Mammography $418.68 $97.00
Ultrasound $483.73 $96.00
CT Scan $709.41 $206.00
MRI $985.08 $422.00
Note: Average commercial cost of technical component (no radiology read).
Medicare/Medicaid are NOT included.
As a partner of Central Maine Healthcare, Shields is an
extension of our practice. When team members visit Shields
Imaging in Topsham:
The same Radiologists read as at CMH
Reports, images and prior studies are available within
the CMH EMR
To schedule at CT Scan or Screening Mammography
call 1-800-258-4674.
.
HOME PRINT
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CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Health Savings Account (HSA)
Upon selecting medical coverage, an HSA account through Optum
Bank will be automatically created for you. An HSA is a pre-tax Only individuals who are
health savings account where all the money deposited into the participating in our HDHP Medical
account, whether through your own tax-free elections or through Plan are eligible to enroll in our
CMH deposits, is yours to keep and immediately 100% available for HSA program.
use upon its deposit. HSA funds can be used to pay for any medical,
dental, or vision expenses, including to cover the cost of medical
expenses subject to the deductible, pay for over-the-counter (OTC)
medications, pay for DME equipment, and a host of other items. WHAT’S CHANGING?
This year, we have made the following changes to our
Unlike other plans like an HRA or Flex Spending Account where
HSA Program:
unused money is forfeited at the end of the plan year, our plans
provide an HSA account. This means all the money you put into or HSA Deposits by CMH will be structured based on
received in your HSA account in Benefit Plan Year 2021 stays with the points accumulated in our Wellness vendor’s
you. It is not forfeited and there is no ‘rush’ at the end of the year to platform, WellRight, twice (2x) per year.
spend that money. It can be used to cover last year’s expenses that Deposits will be made based on the amount of
are still in progress, this year’s upcoming expenses, or next year’s points accumulated by December 31st, 2021, and
anticipated expenses, or expenses you may incur 15 years from June 30th, 2022. The deposits will be made in the
now. It is your money to keep, forever, and even stays with you if 1st full pay period in January 2022 and the 1st full
your employment with CMH ends (hopefully from a well-deserved pay period in July 2022.
retirement many years from now)!
HSA Maximum Contribution Limits
The maximum employee contribution amount, combined with any
employer contributions, cannot exceed the IRS stated maximums
for the calendar year. The maximum contributions for 2021 are:
$3,600 if you have Individual coverage;
$7,200 if you have Individual + (Spouse, Child(ren), or Family)
coverage; and
An additional $1,000 catch-up contribution per year if you are
55 years of age (or older) by the end of the current tax year,
regardless of your coverage level.
Your HSA is YOUR Money
Once you deposit money into this account, it is yours to keep.
You can also invest the funds in your HSA account if you have
a balance of more than $2,000. You can click on this link to
visit the Optum Bank HSA resource page to learn more about
HSA accounts through CMH, and click on this link to visit the
Optum Store – where everything is HSA eligible. You can also
use your HSA account to purchase similar items from our
CMH Retail Pharmacy.
HOME PRINT
10 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Health Savings Account (HSA) (cont’d)
HSA Facts, CMH Funding, & Helpful Links
Only individuals who are
Your HSA, as a pre-tax benefit tool, is an immensely powerful thing.
participating in our HDHP Medical
You can save money for potential or real medical expenses, tax free,
Plan are eligible to enroll in our
and allow that money to grow and earn interest or investment earn-
HSA program.
ings, and over time can ensure you have a sense of security for you
and your family. If you have enough money in your HSA account at
the beginning of a plan year, you can know for certain that you are
able to cover your annual deductible, or even up to your out-of-
pocket maximums, for one or more years based on the amount in
your account and each year’s funding.
HSA Example
If, instead, you contributed $100 to your HSA each
If you needed to pay $100 per month for medications
month, that is pre-tax money, meaning you only need to
for a chronic condition, you could choose to pay
earn that $100 to cover the cost of your medications.
out-of-pocket from your paychecks that $100 per
month, but that money is after taxes are taken from OR This saves you $25 per month, or $275 PER YEAR,
your pay (estimate 25% taxes taken on average simply by depositing the money pre-tax into your
for your wages). HSA each month and paying the same $100 per month
for your medication directly from your HSA.
You actually need to earn $125 to get the $100 in your
pocket to pay for the medication. This savings amount exponentially grows as you
contribute more to your HSA:
Understand the Tax Savings
If you contribute $5,000... � If you contribute $200 per
month, you save $500 per
year (or more) in taxes!
� If you contribute $300 per
Total month, you save $900 per
Saved Saved Saved Potential year (or more) in taxes!
Savings
$1,250 $383 $250 � If you contribute $5,000 per
$1,883 year, or $193 per paycheck,
you could save $1,883
(or more) per year in taxes!
Federal tax at 25% Payroll tax at 7.65% State tax at 5%
HOME PRINT
11 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Health Savings Account (HSA) (cont’d)
Eligible plans from the HealthCare.gov Marketplace that have When Will My Earned HSA Money
HSA eligibility can cost up to $1,200 per month for individual Be Deposited?
coverage and $1,700 per month for family coverage, and after
paying that amount you would then have to contribute 100% This money will be deposited in two (2) installments, based on
of your own money to fund that account. the amount of points you accumulate in the WellRight platform
and program throughout the plan year: Points accumulated by
At CMH, we offer plans eligible for as little as $100 per month December 31st 2021 will result in the first installment, deposited
for individual coverage and $150 for family coverage, and in January 2022; Points accumulated by June 30th 2022
we offer direct deposits to your HSA account with ACTIVE will result in the second installment, deposited in July 2022.
participation in our Wellness program. This year, you can
earn up to 200% of the deposit limits from last year!
HOW WELLNESS POINTS WORK
How Do I Earn My HSA Deposit? Example: If you complete 12,050 points by
By earning points by participating in the WellRight Wellness December 31st, and you have Individual + Child(ren)
Program (completing your annual assessment and biometric coverage, a deposit of $1,760 will be made to
screening, completing challenges, engaging in coaching or your HSA account in January. If you then reach 18,900
education, or participating in organizational events) you could points by the end of the benefit plan year,
earn up to a $2,000 deposit if you are enrolled in Individual June 30th, 2022, you will receive an additional $480
coverage or $3,200 if you are enrolled in Individual + (Spouse, deposit in July 2022, to bring your total amount of your
Child(ren), or Family) coverage! An example of how the annual HSA deposit to $2,240, or 140% of the annual
structure will work is shown in the table below: deposit amount from last year’s plan. If instead of earning
6,850 points in the 2nd half of the year, you earn another
Points Level Incentive 10,500 points to reach 22,550, you would earn $1,440
2,000 Plan Year 2022 incentive – $200 – EE Only instead of $480, for a total deposit amount for the year of
Milestone 1 (20%) $400 – EE+ $3,200, DOUBLE the amount from last year’s plan.
4,000 Plan Year 2022 incentive – $400 – EE Only
Milestone 2 (40%) $800 – EE+ With enough active engagement in the WellRight
6,000 Plan Year 2022 incentive – $600 – EE Only Wellness Program, it’s possible for you to earn
Milestone 3 (60%) $1,200 – EE+ 100% or more of the annual deposit amount from
8,000 Plan Year 2022 incentive – $800 – EE Only the FY21 plan by the December 31st milestone.
Milestone 4 (80%) $1,400 – EE+ More information and details about the NEW
10,000 Plan Year 2022 incentive – $1,000 – EE Only WellRight Program is contained later in this guide.
Milestone 5 (100%) $1,600 – EE+
12,000 Plan Year 2022 incentive – $1,100 – EE Only
Milestone 6 (110%) $1,760 – EE+
14,000 Plan Year 2022 incentive – $1,200 – EE Only
Milestone 7 (120%) $1,920 – EE+
16,000 Plan Year 2022 incentive – $1,300 – EE Only
Milestone 8 (130%) $2,080 – EE+
18,000 Plan Year 2022 incentive – $1,400 – EE Only
Milestone 9 (140%) $2,240 – EE+
20,000 Plan Year 2022 incentive – $1,500 – EE Only
Milestone 10 (150%) $2,400 – EE+
22,500 or Full Benefit Year incentive – $2,000 – EE Only
more BONUS (200%) $3,200 – EE+
Total Points
Annually
HOME PRINT
12 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Health Savings Account (HSA) (cont’d)
Additional Information About Your HSA
Here are some helpful videos that can provide you with additional insight into the basics of owning and using an HSA account, and all
the benefits it can offer:
Video Resource Link
“What is an HSA” (1:52 min video) https://players.brightcove.net/1475651770001/S1X7EpAuPZ_default/
index.html?videoId=5804345150001
“How to Use an HSA” (2:10 min video) https://players.brightcove.net/1475651770001/S1X7EpAuPZ_default/
index.html?videoId=5804345444001
“Investing with an HSA (Standard) (2:40 min video) https://players.brightcove.net/1475651770001/H1DiB48Rb_default/
index.html?videoId=6186284865001
“The 5 Stages of Health Saving and Spending” https://players.brightcove.net/1475651770001/S1X7EpAuPZ_default/
(3:29 minute video highlighting the journey to learn about index.html?videoId=5819519507001
HSA account ownership and the 5 stages every person
goes through when owning an HSA)
Additional information related to owning and managing https://www.openenrollment123.com/content/cex-consumer/openen-
an HSA account rollment123/en/HSA/Employee.html
You can also use your HSA account to cover the cost of
prescription medications and other over-the-counter items
from our CMMC Retail Pharmacy:
Pharmacy - Central Maine Medical Center (www.cmhc.org)
HOME PRINT
13 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
NEW! Making The Right Choice of Plan
Our plan designs are created to allow you to have a choice in
where you receive care and how much that care will cost you. KNOWLEDGE IS POWER - ESPECIALLY
It is VERY IMPORTANT that when you choose a medical plan WITH BENEFIT DECISIONS
for covering you and your family that you consider where you
will seek care, how often you will likely need coverage, and how This year, our emphasis is on education for our team
comfortable you are with risk. These are different for everyone, members.
so there is no “one plan fits all” for benefits that are perfect for
Medical benefits and other benefits can be expensive
everyone. Here are a few situations and some recommenda-
and confusing. Being able to intelligently navigate your
tions for selecting a medical plan that will work best for you,
choices can make a real impact on the amount of money
and some tips on how you can use the plans in an intelligent
you have to pay, the amount of money CMH has to pay,
and cost-effective manner:
and the overall experience you have.
Choosing A Plan This section provides you with a massive amount of infor-
If you and your family are relatively healthy, historically mation and insight into how the research and choices you
require no more medical care than the annual wellness visits make can impact your experience.
(which are covered at 100% cost regardless of plan), or
you are more willing to take a risk and pay less out of your
paycheck for a medical premium, realizing that if you need
care it will cost more at the point of service and you will
have a higher deductible amount before co-insurance
kicks in, then the CORE Plan is likely preferable for you.
If you and your family want more security, a lower
deductible, have more unexpected health incidents requiring
care, have a chronic condition or require maintenance
medications, or if you have family located in areas outside
of our CMH network who are also covered by your plan,
then the CORE PLUS Plan is likely preferable for you.
Choosing A Provider & Care
If you choose to receive your care with a provider within
CMH’s network of providers, your deductible amount
is significantly lower, your co-insurance coverage is
significantly higher, and your out-of-pocket maximum is
significantly lower than if you choose to receive your care
from another healthcare system. Ultimately the choice is
yours where you receive your care, however the expenses
associated with that choice can be vastly different.
You can view the average cost of medical procedures online
at www.CompareMaine.org so you can see the estimated
total cost of the actual procedures to inform your decision on
where to seek your treatment options. This smart shopping,
in combination with a keen understanding of your benefit
plan, can make all the difference between having to pay a
little vs. having to pay a lot!
HOME PRINT
14 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
NEW! How
Choosing Your Medical Plan and
Care Effect Costs
Examples of How Plan Choice and Care Choices Effect Cost & Experiences
Example I
Your provider recommends you receive a chest X-ray with 2 views for a persistent cough you have. The Maine State average cost
is $216. The procedure at Maine Urgent Care costs approximately $50, and the same procedure at Maine General costs $298.
If you have our CORE Plan and have single coverage, and have not spent a cent on your medical expenses to date, you would
owe $50 if you choose Maine Urgent Care, or $298 if you chose Maine General. If you have already met your deductible, you
would pay $10 if you choose Maine Urgent Care, and $120 if you chose Maine General. That is 1,200% more to get the proce-
dure done at Maine General. You could also save an additional 25% (or more) if you contributed that money pre-tax to your
HSA and used that to pay for your care!
Example II
If you need a knee replacement, the Maine State average cost of the procedure is approximately $36,735. The procedure at
CMMC is approximately $27,000. The same procedure at Maine Medical Center is approximately $42,000.
If you have our CORE PLUS Plan and have already incurred $1,000 in medical expenses before the procedure, here is how your
choice of using CMMC or Maine Medical Center will affect your out-of-pocket expenses:
Amount Paid for Co-Insurance After Co-Insurance Costs
Total Cost of Surgery
Deductible (single plan) Deductible for Procedure
CMMC $400 95% $1,280 $1,680
Maine $2,000 60% $5,000 (reaches OOP $7,000
Medical Center Max, actual cost would (single max Out-of-Pocket
have been $15,600)
Difference Costs $1,600 more Covers 35% more of Costs $3,720 more $5,320 more out of your pocket
the surgery costs to have the surgery at Maine
Medical Center
Additionally, since CMH is self-insured, we will pay the remaining balance for either surgery. That means CMH either pays
$24,320 to itself, or CMH pays $34,000 to Maine Medical Center. This additional $10,000 cost to CMH can have a dramatic
impact on all of our collective healthcare costs. This could mean higher costs that CMH must absorb, and/or higher premium
costs or less rich benefits that we are able to offer in the future.
Bonus Insight: Combine the strategic decisions on where you get your care (Tier 1) and a strategy to save money through using
your HSA to save for upcoming medical expenses and participation in the WellRight Wellness Program, and that $1,680 cost
of the surgery could be covered 100% by your CMH HSA deposit! (22,500+ points, $2,000 HSA deposit). Or, if you saved
$138 per paycheck, pre-tax, to save the maximum $3,600 per year, you could cover the cost of that upcoming surgery within
Tier 1 after only 6 months of saving. Plus, you would have saved an additional $420 in taxes!
These are just 2 examples of how the plans can work together with the CMH model of care to reduce your costs of care and your
out-of-pocket expenses. It also illustrates how additional use of your HSA can save you even more money and help stretch your
benefit dollars farther. The more educated we all are about this, the better the decisions we can make.
HOME PRINT
15 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Prescription Drug Coverage
Prescription Drug Coverage is automatically provided to
you when you enroll in our Medical Plans. Coverage extends Only individuals who are enrolled in our
to any place that you chose to fill your prescriptions, but Medical Plan are eligible to receive
where you obtain your prescriptions can have a major Prescription Drug Coverage.
impact on the cost to you, so please consider your location
for purchasing your prescriptions carefully.
WHAT’S CHANGING?
No Cost Medications!
This year, we have made the following changes to our
As a member of our Medical Plan, and being automatically Prescription Drug Coverage Program:
enrolled in our Wellness Program through WellRight, you
CMMC has launched a new Pharmaceutical Application
will receive access to discounted or even no cost to you
to connect directly with the Pharmacy and enhance your
maintenance medication refills for high blood pressure
experience in filling prescriptions in-house
medication, high cholesterol medication, and insulin, through
the CMMC Pharmacy in our main hospital’s retail pharmacy. Enrollment in our Wellness Program will occur
Our retail pharmacy also offers discounted 340B pricing, automatically, which means everyone enrolled in the
which means that most prescriptions cost significantly less Medical Plan will be eligible to receive no cost to you
to fill at our pharmacy than at other pharmacies. Choosing maintenance medications for high blood pressure,
to use a CMH provider and using the CMMC Pharmacy can cholesterol, and diabetes from the CMMC Pharmacy
have a significant effect on your cost, as well as a significant
difference in how much it costs to our self-insured plan.
Core Plan CORE PLUS Plan
Before Deductible Met After Deductible Met Before Deductible Met After Deductible Met
Tier 1 - Generic Drugs Full Price of Medication up to $8 Per Prescription Full Price of Medication up to $4 Per Prescription
Tier 2 - Preferred Brand Full Price of Medication up to $50 Per Prescription Full Price of Medication up to $25 Per Prescription
Name Drugs
Tier 3 - Non-preferred Full Price of Medication up to $100 Per Prescription Full Price of Medication up to $50 Per Prescription
Brand Name Drugs
Tier 4 - Specialty Full Price of Medication 10% of the cost up to a Full Price of Medication 10% of the cost up to a
maximum of $150 maximum of $150
HOME PRINT
16 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Prescription Drug Coverage (cont’d)
Using the CMMC Pharmacy is Easy!
You can contact the CMMC Pharmacy to determine how much INTRODUCING THE
your specific prescription fills will cost, whether you are enrolled in CMMC PHARMACY APP
our benefit plans or not (that’s right, our pharmacy can also save
you money if you have insurance through another source). Convenient & Easy
Secure messaging
CMMC Pharmacy
Request refills
12 High Street, Lewiston Maine
Set medication reminders
Hours of Operation:
Monday-Friday 7 a.m. to 7 p.m.
Saturday 8 a.m. to 4 p.m.
Sunday – closed
Money Saving Tip
CMMC Pharmacy Phone: (207) 795-7177
Website: Pharmacy - Central Maine Medical Center (cmhc.org) Did you know that CMH Prescription Coverage Plan
Participants who filled their prescriptions somewhere other
than our CMH Retail Pharmacy System in 2020 paid almost
700% more for their prescriptions than those who used
the CMH Pharmacy? Because of our 340B pricing and
the structure of our insurances, team members who used
outside pharmacies may have spent over $600,000 more
collectively on those prescriptions. This dollar amount does
not even consider the additional money that was spent by
non-plan participants at their own retail pharmacies.
No matter where you have your prescription drug coverage,
the CMMC Pharmacy system is a great way for you to
save money!
This additional expense can be turned into participant
and plan savings if we all increase the use of our CMH
Pharmacy system. These types of adjustments can mean
the collective plan saves money, allowing us to increase
the richness of our benefits that we are then able to offer.
HOME PRINT
17 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Dependent Care Spending Account
Using Your Dependent Care Spending Account
Full time and Part time team members
At CMH, we offer one non-plan Spending Account to set aside
eligible to use this benefit. Per Diem
tax-free funds for Dependent Care coverage as an FSA.
team members are not eligible.
A Dependent Care Spending Account is a USE IT OR LOSE IT
program, by IRS regulations. This program does allow you to
set aside tax-free money to cover childcare spending expenses
throughout the course of the plan year. WHAT’S CHANGING?
All expenses must be submitted for reimbursement directly This year, we have made no changes to our Dependent
to our vendor, UMR. The forms can be downloaded from Care Spending program.
www.cmmfhealthydecisions.com or www.umr.com and
you must submit the completed form in order to process
your reimbursement.
The American Rescue Plan Act (ARPA), raises pretax
contribution limits for Dependent Care Flexible Spending
Accounts for calendar year 2021.
Contribution Limits
The new DC-FSA annual limits for pretax contributions
increases to $10,500 (up from $5,000) for single taxpayers
and married couples filing jointly, and to $5,250 (up from
$2,500) for married individuals filing separately. The minimum
contribution is $100 per year.
A qualifying dependent is defined by the IRS as:
Your qualifying child who is your dependent and who was
under age 13 when the care was provided;
Your spouse who was not physically or mentally able to
care for himself or herself and lived with you for more than
half the year; or
A person who was not physically or mentally able to care
for himself or herself, lived with you for than half the year,
and either was your dependent; or would have been your
dependent except that he or she received a gross income
of $3,900 or more, filed a joint tax return, or you (or your
spouse if filing jointly) could be claimed as a dependent on
someone else’s tax return.
HOME PRINT
18 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Dependent Care Spending Account (cont’d)
You can use the account to reimburse costs such as
before- and after- school care, babysitting and nanny IRS REQUIREMENTS
expenses, daycare, nursery school, and preschool, summer
In exchange for tax advantages, the IRS has several
day camp, or elder care facilities. Overnight or evening care is
rules about how spending accounts can be used. You
eligible as long as the services are necessary in order for you
should review these restrictions before deciding how
or your spouse, if married to work, look for work, or for your
much to contribute to each account.
spouse to attend school full-time.
Use it or lose it. If you have any money left in your
Several factors should be considered before enrolling in this account after the cut-off dates, you will forfeit that
account: amount. Keep in mind, however, that even if you forfeit
You must provide your provider’s name and Social Security some money, you still may come out ahead because of
number; therefore, your provider must be claiming the the tax advantages.
money as income. Don’t double-dip. If you are reimbursed for dependent
The care may be provided by a relative or non-relative, care expenses through your Dependent Care Spending
but cannot be provided by your child under the age of 19 Account, you cannot also apply for federal income
(tax dependent or not), the child’s parent, or another childcare tax credits.
tax dependent. Keep your receipts and other supporting
You may not change your mind after enrollment unless you documentation related to your DCFSA expenses
experience a qualifying event. However, qualifying events and claims. The IRS may request itemized receipts
have been liberalized by the IRS: For example, if your daycare to verify the eligibility of your expenses. When
provider changes their fees or if your mother moves in next submitting a DCFSA claim, either have your
door, you may make changes! dependent care provider certify the service by signing
the claim form or provide an itemized statement from
You may email hrbenefits@cmhc.org to accelerate your
the dependent care provider that includes service
deductions to get funds into your account sooner.
dates, dependent’s name, type of service, amount
billed, and the provider’s name and address along with
a completed claim form. Credit card receipts, canceled
checks, and balance forward statements do not meet
the requirements for acceptable documentation.
HOME PRINT
19 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Dental Coverage
Our CMH Dental Plan is also self-insured and maintained through
the Delta Dental’s PPO and Premier networks of Participating Full time and Part time team members are
Dentists. It is funded through team member contributions and eligible to receive this benefit. Premium
CMH contributions. rates are the same for Full time or Part time
team members. Per Diem team members
This Delta Dental network plan allows you to go to any Dentist are not eligible to participate in this benefit.
of your choice and receive a level of benefits for covered services,
but you will receive the best value from your plan if you visit a
network Dentist. Within the Delta Dental program, there are
co-insurances, deductibles, and maximum coverage amounts,
WHAT’S CHANGING?
just like in the medical plans, as well as additional expenses if you This year, we have not made any changes to our
chose to receive care outside of the Delta Dental Network: Dental Program. Premium rates have not changed for
our CMH team members.
Dental Benefit Team Member Contribution CMH Contribution (Approx.)
Individual Coverage $5.00 $5.00
Individual + Spouse $22.00 $22.00
Individual + Child(ren) $22.00 $22.00
Family $44.00 $44.00
Coverage Level Inside Coverage Outside of
Dental Benefit
Delta Dental Network Delta Dental Network
Diagnostic and Preventative (Evaluations, 100% covered by the plan, no Same coverage, but subject to
& Cleanings 2 in a period of 12 months, out-of-pocket expenses up to Calendar balance billing
Radiographic images once in a period of year Maximum benefit
36 months, Bitewings once in a period of
12 months)
Annual Deductible (for items not covered $50 for individual Same coverage, but subject to
by Diagnostic and Preventative) balance billing
Basic Restorative (Fillings, surgical & $150 for Individual + (Individual + Spouse, Same coverage, but subject to
routine extractions, root canal therapy, + Child(ren), and Family) balance billing
periodontics treatment
Major Restorative (Prosthodontics, 80% co-insurance coverage after deduct- Same coverage, but subject to
dentures, crowns, dental implants) ible balance billing
Orthodontic Services (including Adults) NO DEDUCTIBLE ON ORTHODONITC WORK Same coverage, but subject to
50% co-insurance coverage balance billing
Separate lifetime maximum
of $1,500 per individual
Calendar Year Maximum Benefit $1,500 for all Diagnostic, Basic Restorative, Same coverage, but subject to
and Major Restorative services balance billing
HOME PRINT
20 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Vision Coverage
Our CMH Vision Plan is fully funded by employee contributions
through our partnership with VSP. This year we have secured Full time and Part time team members are
another rate hold for our team members so that rates are not eligible to receive this benefit. Premium
impacted for the 2022 Benefit Plan Year. VSP is an industry rates are the same for Full time or Part time
leader in Maine for their network of covered providers and their team members. Per Diem team members
commitment to customer service. are not eligible to participate in this benefit.
Some of the highlights for the CMH plan structure are:
A $20 co-pay for annual eye exams for in-network providers WHAT’S CHANGING?
(VSP Choice Plan)
This year, we have not made any changes to our
A rolling 12-month allowance for eyeglasses, lenses, and frames Vision Program. Premium rates have not increased this
of $160 within network, with a $10 co-pay; or year for CMH Team Members.
A rolling 12-month allowance for contact lenses of $160 within
network, with no co-pay
To view the in-network, VSP Choice Plan, providers and facilities,
you can visit www.VSP.com to view more information about VSP Coverage Level for
Semi-Monthly Contribution
their network, programs, and discounts, or you can call Vision Benefits
1-800-877-7195 to speak to a representative directly. Individual $6.00
An out-of-network provider may require the member to pay
for all services in full at the time of the visit. If so, the member Individual + Spouse $10.00
should then submit a claim to VSP for partial reimbursement Individual + Child(ren) $11.00
after co-payment.
Family $17.00
VSP does not issue an ID card, as your Member ID is the same
number as your Social Security Number.
HOME PRINT
21 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Life Insurance
We have a large amount of Life Insurance coverage options
for you to choose from. Selecting the right amount of life Full time and Part time team members
insurance coverage is an important factor in planning your are eligible to receive this benefit.
annual benefit package and coverages, and is often overlooked Premium rates are the same for Full time
by many people. Being able to provide that additional security or Part time team members. Per Diem
for you and your family in the instances of emergency team members are not eligible to
situations is extremely important. participate in this benefit.
Free Basic Life Insurance
Within CMH’s Life Insurance plans, through The Hartford, WHAT’S CHANGING?
you are automatically enrolled in Basic Life insurance, paid for
This year, we have not made any changes to our Life
100% by CMH, for 1x your annual salary, up to $650,000. This
Insurance Program.
is called Basic Life and Accidental Death or Dismemberment
(AD&D) coverage. With this coverage, if an accidental death
or dismemberment occurs, your basic life insurance coverage
amount will double automatically.
Group term life insurance (GTL) becomes a taxable benefit
when the coverage amount exceeds $50,000. When you
receive a W-2 form at the end of the year, it will report the to-
tal cost of any group insurance you received that was in excess
of $50,000 and therefore taxable.
What you have the Option to Purchase
You may choose to purchase two (2) additional types
of coverage:
Supplemental Life Insurance for yourself
Dependent Life Insurance for your Dependents.
HOME PRINT
22 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Life Insurance (cont’d)
Supplemental Life Insurance Dependent Life Insurance
Supplemental Life Insurance is purchased in addition to your Dependent Life Insurance is coverage for your dependents.
Basic Life Insurance coverage. This plan allows you to increase This coverage amount CANNOT be more than the amount
the amount of life insurance protection you desire for yourself, you have for your own coverage limit. Only child(ren) who are
from an additional 1x to up to 4x your annual salary, with a under the age of 19, or who are over the age of 19 and enrolled
limit of up to $650,000 in coverage. continuously as a full-time student are eligible for dependent
life coverage.
If you previously enrolled in Supplemental Life Insurance
coverage you are able to increase your coverage one (1) level CMH’s Dependent Life Insurance coverage has 4 levels
up without requiring certification of your health status, which you can select (similarly to the 4 levels within the
which is called Evidence of Insurability (EOI). If you seek to Supplemental Life policy). These levels are:
decrease your coverage amount, no EOI is needed. If you seek
to increase your coverage more than 1 level (example, going Level Coverage - Spouse Coverage - Each Child
from 1x coverage to 3x coverage), an EOI form will be required 1 $5,000 $2,000
before the coverage is approved and effective. EOI is proof that
2 $10,000 $5,000
the insurance carrier requires so that they are able to provide
you with the requested level of coverage based on your health 3 $20,000 $10,000
and history. Sometimes this EOI information can result in the
4 $50,000 $10,000
insurance carrier denying your request for additional coverage,
or may result in a higher rate for your coverage. If you request
coverage and receive an EOI form, make sure you complete the
The cost for this benefit depends on the age of the dependent
form in its entirety.
at the time you enroll in the benefit. This varies slightly by
The cost of this program is dependent on your age at the time each bracket.
you enroll in benefits each year, and based on the amount
of coverage you elect. The matrix works based on a “cost Confirming And Updating Your Beneficiaries
per $1,000 of coverage” model, so that for each rounded up
thousand dollars of coverage you would pay a premium each It is extremely important that you maintain an active and up-
month for the coverage. dated list of who your beneficiary should be in the event that
life insurance or supplemental insurance should need to be
If your amount of Combined Basic and Supplemental Life paid. This is your responsibility, and must be maintained within
Insurance exceeds the $650,000 Combined Maximum our CMH system. Whenever you enroll in or change your ben-
Amount, the Supplemental Amount of Life Insurance will be efits, and at least once per year, you should review and update
reduced, followed by a reduction in the Basic Amount of Life your beneficiary information to capture any changes or update
Insurance, if necessary. any information. Also, if you change your personal information
and your beneficiary’s information changes as well, please
be sure to update that within our system. This can mean the
difference between easy or difficult legal situations for yourself
or others if life or supplemental insurance need to be paid.
HOME PRINT
23 CMH BENEFITS GUIDE 2021/22 PLAN YEAR
Disability Coverage
CMH offers Disability coverage for long-term eligible claims
due to reaching Long-Term Disability (LTD) status. There are Full time and Part time team members are
two (2) levels of coverage: Basic LTD which is 50% of your eligible to receive this benefit. Per Diem
base salary, and is fully funded by CMH and provided at no team members are not eligible for LTD
cost to you; and a Supplemental LTD coverage buy-up option benefits. Physicians and Executives
for an additional 10% coverage of your salary. receive the additional 10% LTD coverage
at no additional cost to them.
Disability coverage is DIFFERENT than FMLA, State Protected
Leaves, or other Leave of Absences. Disability coverage refers
to payments, and FMLA and Leave of Absence refer to your
time away from work and any associated protections that may WHAT’S CHANGING?
legally apply. Both can occur at the same time, and are often
This year, we have not made any changes to our
combined with the same event. It is important to remember
Disability Coverage Program.
the difference between what applies to your job and the
requirements of working or not working (leave of absence), We have expanded the coverage eligibility under our
and then what applies to whether you are eligible in an CMH Family Leave Program so that parents who are
approved event where you are not working regarding receiving expecting can both take Family Medical Leave time
payments (disability coverage). together for that qualifying event.
LTD monthly coverage (either 50% or 60%) has a maximum
monthly benefit limit of $15,000. If you receive other disability
benefits, like Social Security, worker’s compensation, or
rehabilitative benefits, your LTD payments may be reduced
based on the additional coverage.
LTD coverage provided by the hospital is taxed each pay
period, so that in the event that LTD benefits are required they
would be tax-free.
CMH Family Leave Program
CMH will continue to offer its updated Family Leave Program,
allowing paternal and maternal leave, and are expanding
the program to allow parents who both work at CMH to
simultaneously use their eligible FMLA time for the new birth
or adoption event.
HOME PRINT
24 You can also read
