My Rewards Guide 2021 - U.S. Team Members - Candidatecare.Com
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My Rewards My Pay/Recognition My Benefits My Work/Life My Career Growth HR Resources Contact Info
My Rewards Guide 2021
U.S. Team Members
I
My Rewards My Pay/Recognition My Benefits My Work/Life My Career Growth HR Resources Contact Info
ZB fosters an innovative and inclusive work environment — a place
where everyone is committed to alleviating pain and improving the
quality of life for people around the world by making a difference in
musculoskeletal healthcare every day.
We offer benefits that reach beyond the workplace, support the
unique needs of our diverse team members both inside and outside
Our culture promises
Our culture promises and habits are our
of work. It’s just one part of our commitment to being a best and
commitment to one another for how we
preferred place to work.
deliver on our mission and strategy.
Shape Tomorrow
We keep our eyes on the future and create
opportunities to move the business forward.
Our mission Ignite Collaboration
We come together as one ZB and collaborate
Alleviate pain and improve the quality to create winning outcomes.
of life for people around the world Focus to Win
We maximize our impact for our patients and
colleagues by working with clarity and focus.
II
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Table of Contents
My Rewards........................................ 2 My Work/Life................................... 71
An Intro to My Rewards............................. 3 On the Job............................................... 72
Work/Life Balance................................... 73
My Pay/Recognition.......................... 4
Employee Stock Purchase Plan.................. 5 My Career Growth............................ 75
Long-Term Incentive Plan (Equity Plan)...... 6 Career Development............................... 76
Rewarding Service................................... 77
My Benefits......................................... 7
Benefits Enrollment................................... 8 HR Resources................................... 78
Medical................................................... 20
Contact Information................... 87
Prescription Drug.................................... 40
Dental..................................................... 43
Vision...................................................... 45
Flexible Spending Accounts.................... 47
Managing Healthcare Costs.................... 51
Living Well............................................... 54
Protecting Your Income........................... 60
Preparing for Your Future......................... 67
Click through using the navigation
at the top of each page, or by
following the links throughout.
1
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Rewards
My Rewards
Your rewards package consists of four components
to support you throughout your career at ZB.
We believe our
team members are
our greatest assets.
2
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Rewards
An Intro to My Rewards
The My Rewards package consists of four components to support you throughout your career at ZB.
1 MY PAY/ 2 MY BENEFITS 3 MY WORK/LIFE 4 MY CAREER GROWTH
RECOGNITION Programs, services Resources and Tools, support and
Base pay, bonuses and and resources to help workplace policies ZB opportunities to enable
our equity programs, you take care of your offers to help you be your development
including long-term physical, mental and and do your best and and success
incentives and stock financial health and balance your work
purchase plans well-being and life
As a leader in medical technology, ZB strives to be a hub of innovation.
To do this, we must retain and attract the best talent, and show
appreciation and support for the team members who lend to our
success. This is why we:
• Take pride in helping you build a unique and fulfilling career
experience.
• Offer a comprehensive and competitive benefits and rewards
package (My Rewards) that allows you the opportunity to share in
the financial and operational success you have helped create.
3
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Recognition
My Pay/Recognition
Base pay, bonuses and our equity programs, including long-term
incentives and stock purchase plans
ZB recognizes
team members’
contribution to delivering
on our business priorities
by sharing in the company’s
financial and operational success.
4
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Recognition
Employee Stock Purchase Plan
The Employee Stock Purchase Plan (ESPP) is a simple In addition, U.S. tax regulations limit the amount of your
way for you to purchase ZB stock at a 15% discount total payroll deductions for each year.
through payroll deductions and share in ZB’s continued
growth. Fidelity is the administrator of the ESPP. Team member contributions are made through
convenient payroll deductions during each six-month
To be eligible for the ESPP, you must be actively Offering Period, and shares are then purchased at a
employed on the first day of an Offering Period. The 15% discount of the fair market value of the stock on
six-month Offering Periods begin January 1 and July 1. the first day of the Offering Period or 15% discount of
the fair market value of the stock on the last day of the
You determine how much of your pay you want to Offering Period, whichever is lower.
contribute to your ESPP. You may contribute a fixed
dollar amount each pay period. You must contribute Team members can begin or change their participation
at least $20 per pay period if you enroll in the ESPP. level in the ESPP twice a year during designated
The maximum you can contribute is $25,000 per year. enrollment periods.
The relationship between performance and value creation is reinforced through your
compensation package, which provides:
BASE PAY/SALARY SHORT-TERM LONG-TERM
Reviewed for annual merit INCENTIVES/ INCENTIVES (EQUITY)
pay and increases that are ANNUAL BONUS Recognizes long-term
effective in April each year Designed to reward hard work: commitment to ZB:
• ZB Impact Awards • Employee Stock Purchase Plan
• Annual incentive bonus • Long-Term Incentive Plan with
vesting schedules (for certain
eligible team members)
5
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Recognition
Long-Term Incentive Plan
(Equity Plan) CUSTOMER SERVICE
Phone:
1-800-544-9354
Sunday 5 p.m. ET through
Friday midnight ET
The Equity Plan is based on performance and individual contributions for certain
Website:
eligible management-level team members. Long-term equity incentives, in the netbenefits.com
form of stock options and restricted stock units, are components of this Plan.
6
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Benefits
My Benefits
Programs, services and resources to help you take care of your
physical, mental and financial health and well-being
Our benefits
are designed to
support you physically,
emotionally and financially.
7
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Benefits
Benefits Enrollment
New Hires
Newly eligible team members must enroll within 31 days of initial eligibility date, which is generally
your date of hire or the date you first become eligible under the Plan’s terms.
ACTION NEEDED For most plans, coverage for you and your covered dependents begins on your first day of eligibility
as a full-time or part-time team member working at least 20 hours per week. You become eligible for
TO ENROLL Short-Term Disability and Long-Term Disability following 90 days of continuous employment from your
hire date. If you timely enroll (or are deemed to enroll under the default medical option), any elected
• Online at benefits. benefits (or the default medical option) will be retroactive back to your first day of eligibility (typically
zimmerbiomet.com. your date of hire). Retroactive contributions will be taken as soon as administratively practical, typically
one to two paychecks after your date of election.
You can use a computer,
If you are hired in the fourth quarter of the year, you will need to complete enrollment for both the
smartphone or tablet. current and next calendar year. Respond to all enrollment notifications and ensure you complete
two separate enrollments.
• Work with a benefits Failure to complete enrollment for the next calendar year will result in default coverage.
representative and call the
ZB Benefits Service Center Annual Enrollment
at 1-877-588-0933. Customer Team members must enroll during the annual benefits enrollment period. Any elections you choose
when you enroll (or the default elections) begin January 1, 2021 and remain in effect through
Service representatives are December 31, 2021 (as long as you continue to remain eligible).
available to assist you
Mon. through Fri. from Default Coverage
9 a.m. to 7 p.m. ET. You must enroll or waive coverage during your new hire enrollment or annual enrollment period. If you
do not complete the enrollment process or actively waive coverage, you will automatically receive the
default coverage outlined on page 12.
• Both options to enroll provide
support in English and Spanish.
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Benefits
Dependent Verification HAVE QUESTIONS ABOUT
YOUR BENEFIT OPTIONS?
When you add a new dependent for coverage under the health and welfare plan, you will be required
to provide documentation to verify his/her eligibility. You must submit the required documentation Contact the ZB Benefits
within 60 calendar days from the date you elect coverage; otherwise, coverage will be terminated Service Center at:
retroactively. Customer Care Center
P.O. Box 785090
Orlando, FL 32878-5090
Benefits Confirmation Statement
The benefits confirmation statement, which will be sent by email and/or mailed to your home address, Phone:
summarizes the medical, dental, vision, Health Savings Account, flexible spending account and life 1-877-588-0933 (phone)
insurance benefits elections you made during your enrollment period. 1-800-363-7571 (fax)
Monday through Friday,
from 9 a.m. to 7 p.m. ET
You must review your statement carefully and report any Confidentiality:
The ZB group health plan is
errors and/or changes to the ZB Benefits Service Center covered by the Privacy and
Security Rules under the federal
within 15 days from the date on the confirmation. law HIPAA. These rules protect
the confidentiality of your
medical services, including
If you do not receive a benefits confirmation statement within 15 days of completing your enrollment, medical, dental, vision and
please contact the ZB Benefits Service Center. prescription drugs.
Important — Additional Plan Information
To make updated information more accessible and reduce the environmental impact of printing
larger documents, ZB provides additional information about the plans, including the summary
plan descriptions (SPDs), on the ZB intranet and the ZB Benefits Service Center website at
benefits.zimmerbiomet.com, or you may contact the ZB Benefits Service Center at 1-877-588-0933
anytime during its operating hours if you would prefer a paper copy of the SPDs.
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Benefits
Electronic Distribution of Information
By accessing enrollment online, you are deemed to consent to the electronic distribution of any
information unless you opt out.
Payroll Contributions
Payroll contributions are based on a per pay period amount. During the middle of a pay period, if you
experience a Qualified Status Change, begin employment or separate from ZB, contributions will not
be prorated and the full payroll contribution will be withheld each pay period.
Summary of Benefits and Coverage
The Affordable Care Act (ACA) requires group health plans to make available a Summary of Benefits
and Coverage (SBC) that describes the key features of each medical and prescription drug coverage
option available to you under the ZB Holdings, Inc. Health Care Plan (the Plan).
The SBCs are available for review on the ZB enrollment website (also known as Upoint™) and the
ZB intranet.
Termination of Benefits Coverages
Group medical, dental and/or vision coverage ends as of 11:59 p.m. ET on the last calendar day of
the month during which your employment terminates. Flexible Spending Account (FSA) expenses
incurred after your last day of employment are not reimbursable from your FSA.
Life/Accidental Death and Dismemberment (AD&D) Insurance and Survivor Income Plan coverage
will terminate as of 11:59 p.m. ET on your last day of employment.
Any applicable bi-weekly contributions will be deducted from your last paycheck for any benefits
coverages that were in effect through the termination periods as stated above.
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Benefits
Choose Your Benefits Benefits Election Options
The following chart summarizes the benefits programs and options
available to you. For most benefits, you may elect a specific option Medical Dental Vision
and a level of coverage, or choose no coverage for that benefit. • Premium HSA Medical • Premium Dental • Vision
• Value HSA Medical • Value Dental • No vision coverage
When electing your medical, dental and/or vision benefits, your • HRA Medical • No dental coverage
contributions each pay period will depend on the type of option and • No medical coverage
coverage level you elect and whether the tobacco or spouse/domestic
partner surcharge applies. Health Savings Account (HSA)
• Personal contribution up to maximum (less any ZB contribution) IRS limit
Imputed Income for Domestic Partner’s and • No personal HSA contributions
Note: The amount you elect for your personal HSA contribution can be changed throughout the year.
Non-Dependent Child(ren)’s Coverage
The federal tax code excludes the value of medical, dental and/or vision Flexible Spending Accounts (FSAs)
(group health) coverage for you (the team member) and any of your • Healthcare FSA (requires enrollment in the HRA Medical option; not available if you enroll in Premium
federal tax dependents from your taxable income, but it is difficult for or Value HSA Medical option or choose no coverage)
a domestic partner and often his or her child(ren) to qualify as your • Dependent Care FSA
dependents under the federal tax rules. As a result, the fair market • No FSA
value of any group health coverage extended to your domestic partner
and his or her child(ren), who are not dependents for federal tax Commuter Benefit Account
purposes, are treated as your taxable income. This means the value of • Commuter Account
your domestic partner’s and any eligible non-dependent child(ren)’s • No Commuter Account
coverage is reflected on your pay statement as imputed income and
reported as taxable wages on your Form W-2, and ZB must withhold Life Insurance and/or Accidental Death and Dismemberment (AD&D) Insurance
for federal, Social Security (FICA), unemployment (FUTA), Medicare • Supplemental team member Life and/or • Dependent Life and/or AD&D Insurance
and income taxes on the value of these benefits. AD&D Insurance — Spouse/Domestic Partner Coverage
— 1x to 8x annual benefits salary > Denominations between $10,000 and $500,000
• No Supplemental team member Life and/or — Child Coverage
AD&D Insurance > $5,000 or $10,000
• No Dependent Life and/or AD&D Insurance
Survivor Income Plan
LEVELS OF COVERAGE • Survivor Income Plan
• You only • No Survivor Income Plan
• You + spouse/domestic
partner1 Supplemental Long-Term Disability (LTD) Insurance
• You + child(ren) • 10% Supplemental Long-Term Disability Insurance
• You + family • No Supplemental LTD Insurance
• No coverage
Same or opposite sex
1
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Benefits
What Happens If Default Coverage During New Hire Enrollment
You Don’t Enroll?
Medical HRA Medical, you only coverage
Ensure you receive the
benefits you want by Dental No dental coverage
completing your enrollment
elections on time. If you Vision No vision coverage
don’t complete the benefits
enrollment process, you will HSA Contribution No personal HSA contributions
receive default coverage.
Flexible Spending Accounts No participation
Commuter Benefit Account No participation
Life and Accidental You will automatically be enrolled in Basic Life and Basic AD&D Insurance
Death & Dismemberment at 2x your eligible benefits salary. These are provided at no cost. You will
(AD&D) Insurance not have any supplemental or dependent coverages.
Survivor Income Plan No coverage
Short-Term and You will automatically be enrolled in Basic Short-Term and Basic
Long-Term Disability Long-Term Disability. These are provided at no cost. You will not have
any supplemental LTD. You become eligible for Short-Term Disability and
Long-Term Disability following 90 days of continuous employment from
your hire date.
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Benefits
What Happens If Default Coverage During Annual Enrollment
You Don’t Enroll? Medical Same medical option with the same level of coverage and dependents,
Ensure you receive the if eligible, as in effect on December 31, 2020.
benefits you want by • If you covered a spouse/domestic partner in 2020, your
completing your enrollment default coverage will include the additional charge of $57.69
per pay period for the spouse/domestic partner surcharge.
elections on time. If you don’t
• The same tobacco surcharge election as in effect on
complete the enrollment December 31, 2020.
process, you will receive If you chose no coverage this year for medical, you will default to HRA
default coverage. Medical, you only coverage.
Dental Same Dental option with the same level of coverage and dependents,
if eligible, as in effect on December 31, 2020. If you have no coverage
this year for dental, you will default to no coverage.
Vision Same Vision option with the same level of coverage and dependents,
if eligible, as in effect on December 31, 2020. If you have no coverage
this year for vision, you will default to no coverage.
Health Savings Account No personal HSA contributions.
(HSA) Contribution
Flexible Spending Accounts No participation
Commuter Benefit Account No participation
Life and Accidental You will automatically be enrolled in Basic Life and AD&D insurance
Death & Dismemberment at 2x your eligible benefits salary. This is provided at no cost.
(AD&D) Insurance You will receive the same coverage levels as your 2020 elections for
any supplemental or dependent coverage.
(Please remember to update your beneficiary designations.)
Survivor Income Plan You will receive the same coverage as your 2020 elections.
(Please remember to update your beneficiary designations. Only surviving spouse/domestic
partner and/or surviving dependent children are eligible to be beneficiary for the Survivor
Income Plan benefit.)
Short-Term and You will automatically be enrolled in Basic Short-Term and Long-Term
Long-Term Disability Disability. This is provided at no cost.
You will receive the same coverage level as your 2020 election for any
supplemental LTD coverage.
Default coverage will only apply to eligible team members and dependents enrolled on December 31, 2020 who remain eligible on
January 1, 2021.
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Benefits
Eligibility for Benefits Coverage
Full-Time Team Members1 To participate in any of
the ZB benefits, you must
You are eligible to participate in all the ZB benefits programs if you are a full-time team member be employed by ZB or a
(regularly scheduled to work 40 hours per week). subsidiary that adopts the
Plan or program and must
be paid under the ZB
Part-Time Team Members U.S. payroll.
If you are a part-time team member who is regularly scheduled to work (or averaged during a
measurement period) at least 20 hours per week, but fewer than 40 hours per week (other than
because of a disability or approved leave), you may be eligible for these coverages:
• Medical, Dental and Vision Options — you and any eligible dependent(s)
• Healthcare and Dependent Care Flexible Spending Accounts
• Commuter Benefit Account
• Work-Life Solutions
If you are a part-time team member scheduled to work fewer than 20 hours per week, you are only
eligible for Work-Life Solutions. No other benefits will be provided.
Team Members and Others Ineligible for Coverage
Team members covered by a collective bargaining agreement, temporary or seasonal employees,
student interns, co-ops, contractors and leased employees are not eligible to participate in the
benefits programs.
1
Team member refers to a common law employee of ZB and does not include individuals who are contractors or employees of
any other employer that is not ZB or one of its affiliates.
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Benefits
Eligibility as Either Team Member or Dependent Your domestic partner
is eligible if he/she meets the
If you and your spouse/domestic partner both work at ZB, you may not be covered as both a team following requirements and
member and a dependent (the same applies for your ZB spouse/domestic partner under any plan). completes a domestic
Also in this situation, your dependent child(ren) can only be covered by one of you. partner affidavit:
• Be exclusively committed to
Other Dependents you for at least 12 months and
Other dependents, including stepchildren, may be eligible for coverage. Contact the ZB Benefits intend such relationship to
Service Center at 1-877-588-0933 to determine eligibility for your circumstances1. continue indefinitely
• Reside in the same household
Dependent Eligibility and be jointly responsible
Full-time and part-time eligible team members may enroll eligible dependents in a medical option. for each other’s welfare and
An eligible dependent is: financial obligations
• Not be legally married to
For Medical:
another person or part of
• Your spouse to whom you are legally married under the law of the state where the marriage another domestic partner
occurred, or your common law spouse if recognized under the law of your state of residence. relationship
• Your eligible domestic partner 2. • Not be related by blood closer
• Your child (as defined in section 152(f) (1) of the tax code) who is under the age of 26 (during all or than would bar marriage under
a portion of a calendar month), regardless of whether he/she is a full-time student or married, or applicable state law in effect
whether you claim him/her as a dependent on your income taxes. where you reside
• Your unmarried, incapacitated child of any age, if his/her incapacitation existed before age 26,
provided he/she became disabled and the disability/condition arose before age 26 and the child has
been continuously enrolled in and covered by the ZB plan since the initial eligibility of the plan being
available. Also, while the covered child remains an eligible dependent by the ZB team member in the
plan, the child also remains incapable of self-support because of physical or mental disability, and
is approved by the insurer as eligible (as the vendor might require) to continue coverage under the
Plan. In addition, the team member must be the main source of support and maintenance.
1
By enrolling an eligible individual (other than your spouse, child or domestic partner and his/her children) in the Plan, you are certifying to ZB that the individual is your dependent for federal
income tax purposes (as defined in section 152 of the tax code). If you enroll an individual, such as a legal ward, who is eligible to participate in the Plan, but who is not your dependent for federal
tax purposes, you must notify the ZB Benefits Service Center no later than December 31 that you will not be eligible to claim that person as a dependent on your federal income tax return so ZB can
properly report the value of that individual’s coverage as taxable income on your W-2.
2
Same or opposite sex
3
Each plan year, team members are responsible for notifying the ZB Benefits Service Center to certify a dependent is a full-time student. A full-time student who is not certified will lose coverage for
life and AD&D insurance for that plan year. Schools may have their own definition of a full-time student, but the Plan generally requires being enrolled in at least 12 credits per term at an accredited
postsecondary institution.
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Benefits
Full-time and part-time eligible team members may enroll eligible Full-time team members may enroll eligible dependents in life and
dependents in dental and vision. An eligible dependent is: AD&D insurance. An eligible dependent is:
For Dental and Vision: For Life and AD&D insurance:
• Your spouse to whom you are legally married under the law of the • Your spouse to whom you are legally married under the law of the
state where the marriage occurred, or your common law spouse if state where the marriage occurred, or your common law spouse if
recognized under the law of your state of residence. recognized under the law of your state of residence.
• Your eligible domestic partner 1. • Your eligible domestic partner 1.
• Your unmarried dependent child under age 19 (under age 23 if • Your unmarried dependent child under age 19 (under age 23 if
he/she is a full-time student 2). he/she is a full-time student2).
• Your unmarried, incapacitated child of any age, if his/her • Your unmarried, incapacitated child of any age, if his/her
incapacitation existed before age 19 (or age 23 if he/she is/was a incapacitation existed before age 19, provided he/she became
full-time student 2), provided he/she became disabled and the disabled and the disability/condition arose before age 19 and the
disability/condition arose before the age(s) listed previously and the child has been continuously enrolled in and covered by the ZB plan
child has been continuously enrolled in and covered by the ZB plan since the initial eligibility of the plan being available. Also, while the
since the initial eligibility of the plan being available. Also, while the covered child remains an eligible dependent by the ZB team member
covered child remains an eligible dependent by the ZB team member in the plan, the child also remains incapable of self-support because of
in the plan, the child also remains incapable of self-support because physical or mental disability, and is approved by the insurer as eligible
of physical or mental disability, and is approved by the insurer as (as the vendor might require) to continue coverage under the Plan.
eligible (as the vendor might require) to continue coverage under In addition, the team member must be the main source of support
the Plan. In addition, the team member must be the main source of and maintenance.
support and maintenance.
1
Same or opposite sex
2
Each plan year, team members are responsible for notifying the ZB Benefits Service Center to certify a dependent is a full-time student. A full-time student who is not certified will lose coverage for
life and AD&D insurance for that plan year. Schools may have their own definition of a full-time student, but the Plan generally requires being enrolled in at least 12 credits per term at an accredited
postsecondary institution.
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Benefits
Newly Eligible Dependent Enrollment and Qualified Status Change Marriage or Divorce
Newly Eligible Dependent Enrollment
Non-Registered Domestic Partner Relationship
When you add a new dependent for coverage under the health and welfare plan, you will be required A non-registered domestic partner is any person
to provide documentation to verify their eligibility. Documentation will not be required at the time of recognized as a team member’s domestic partner
your enrollment but you must submit the required documentation within 60 calendar days from the based on completion of the ZB domestic partner
date you elect coverage; otherwise, coverage will be terminated retroactively. affidavit. This affidavit will be mailed to your home.
You will receive notification via email and home mailings regarding the request for dependent
verification. Registered Domestic Partner Relationship
A registered domestic partner is any person
recognized as a team member’s domestic partner
Qualified Status Change under applicable state or municipal law for which
In accordance with the Internal Revenue Code (the “Code”), a Qualified Status Change is a change the team member received proof of the domestic
in work or family status that allows limited mid-year changes to benefit elections. No Qualified partner relationship.
Status Change is necessary to make changes to your HSA personal contribution or any Life or AD&D
insurance elections as you can change those any time throughout the year. When you add a new You, Your Spouse/Domestic Partner or
dependent through a Qualified Status Change, you will be required to provide documentation. Another Covered Dependent Loses or Gains
Benefits Coverage
Coverage and contributions for any elected benefits will be effective the day you report the qualified
status change, except in the cases of birth or adoption of a dependent (in which cases coverage and
Birth or Adoption of a Child
contributions are retroactive to the date of birth or adoption). Contributions will be taken as soon as
administratively practical, typically within one or two paychecks after your Qualified Status Change,
including any contributions for retroactive coverage in the cases of birth or adoption. New Guardianship
No documentation is required to remove a dependent from coverage.
Change in Full-Time Student Status for
At right is a list of Qualified Status Change examples. For a complete list, go to Your Child (excluding medical coverage)
benefits.zimmerbiomet.com.
Note: ZB does not provide tax advice. If you have any questions about whether an individual you enroll in the Plan is your dependent
for federal income tax purposes, you should consult your tax professional.
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Benefits
You Must Complete the Following Steps to Properly Report UPLOADING DOCUMENTS
a Qualified Status Change: Documents can be sent to the
ZB Benefits Service Center within
Timely notify the ZB Benefits Service Center 60 calendar days from the date
you elect coverage or the date
Contact the ZB Benefits Service Center at 1-877-588-0933 and speak with a customer service
of the Qualified Status Change
representative, or go online and declare the Qualified Status Change at benefits.zimmerbiomet.com.
notification:
No matter which method you use, you must notify the ZB Benefits Service Center and make the
Website:
changes to your benefits elections:
benefits.zimmerbiomet.com
• WITHIN 31 CALENDAR DAYS OF THE QUALIFIED STATUS CHANGE (other than birth or
adoption), including the day of the event (within 60 days if change is due to gaining or losing Mailing:
Medicaid or Children’s Health Insurance Program (CHIP) coverage). Dependent Verification Center
P. O. Box 1401
• WITHIN 90 CALENDAR DAYS OF THE BIRTH OR ADOPTION OF A CHILD, including the
Lincolnshire, IL 60069-1401
day of the event.
Faxing:
After reporting the Qualified Status Change, updates will be sent to the carriers, and your payroll 1-877-965-9555
deductions will be adjusted. However, your dependent will not be eligible for coverage under any
plan unless you also timely provide the required documentation.
• You must submit the required documentation within 60 calendar days from the day of notification;
otherwise, coverage will be terminated retroactively.
Note: If you do not timely enroll an eligible dependent, you will need to wait until the next applicable special benefits enrollment period.
Each team member is responsible for timely notifying
the ZB Benefits Service Center if his/her dependent
becomes ineligible for coverage.
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Benefits
Newly Eligible Dependent cannot be adjusted until the next annual benefits IMPORTANCE OF TIMING
Enrollment and Qualified Status enrollment period and will not be effective until Respond promptly to any notices
the next plan year. In the interim period, you will provided by the ZB Benefits
Change Documents not have the benefits coverage for which you or Service Center to ensure changes
After you add any dependent to coverage, you your dependent would otherwise be eligible. are applied.
will be sent a request from ZB. Respond promptly
to any notices provided by the ZB Benefits If you have a Qualified Status
Service Center to ensure changes are applied. Failure to Provide Change, any elected benefits
Documentation will be retroactive back to the
See the upload instructions on page 18. day of eligibility. Retroactive
Failure to timely notify and provide proper
Following this process will enable you to update contributions will be taken as
documentation to the ZB Benefits Service Center
your benefits coverage as permitted based on soon as administratively practical,
after enrolling your newly eligible dependents
enrolling newly eligible dependents as a newly typically one or two paychecks
or based on a Qualified Status Change event will
eligible team member or due to a Qualified Status after your Qualified Status Change.
be deemed an intentional misrepresentation of
Change. Reporting a newly eligible enrollment
your dependent’s eligibility for coverage, and
or Qualified Status Change to anyone other than
coverage will terminate retroactively.
the ZB Benefits Service Center is not a valid
notification under any circumstances.
Failure to follow this process means your
benefits election related to your newly eligible
enrollment or the Qualified Status Change
Nothing is more important than health — from
the health of our patients to the health of our team
members and their families. We are committed to
supporting healthy decisions and behaviors of our
team members in all aspects of life.
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Benefits
Medical CUSTOMER SERVICE
Phone:
1-800-693-5406
ZB provides three comprehensive, yet distinct, medical options administered by
Monday through Friday,
Anthem (Blue Cross Blue Shield). 8 a.m. to 8 p.m. ET
Website:
All three options provide comprehensive coverage and have several features in common:
anthem.com
Mobile App:
100%
coverage for
You pay the full negotiated cost of
healthcare until you reach the annual
deductible.
Download the Anthem
Anywhere app on your
mobile device
Print your Medical ID
preventive care An annual deductible. or use the Engage app to
view your ID card.
• Once you meet the annual deductible, the plan
typically pays 80% of your eligible claims and you
You have the
pay 20% when you go to an in-network provider.
flexibility to see any
licensed healthcare An out-of-pocket maximum.
provider you want. • Once you meet the out-of-pocket maximum, the
plan covers 100% of eligible claims.
Note: If you are enrolled in an Anthem medical option you automatically receive a basic level of Identity Repair Services and can voluntarily
enroll in Credit and Identity Theft Monitoring Services, at no cost to you. See Anthem.com.
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What Qualifies as Well-Baby and Well-Child Care Adult Care
Preventive Care?
Preventive1 Preventive1
Preventive care generally will • Baby/Child screening tests — • Alcohol and drug screening
not include any service or unlimited, unless otherwise indicated • Breastfeeding support, supplies and counseling
benefits intended to treat an • Hearing screenings — annually • Cardiovascular disease prevention counseling
existing illness or diagnosed • Lead level tests • Clinical breast exam and mammogram
condition. The following services • Oral/dental health — annual fluoride • Colorectal cancer screenings: Fecal occult blood testing or flexible sigmoidoscopy
are considered to be preventive: varnish and fluoride prescription • Coronary artery disease: Periodic cholesterol and lipid screening
• Preventive care visits — unlimited • Diabetes (Type II) screening: Periodic blood glucose testing for high-risk individuals
• Routine pelvic exam, Pap test and (e.g., hypertension, hyperlipidemia)
contraceptive management • Domestic violence screening and counseling
• Vision screenings — annually • Fall prevention for older adults
• FDA-approved contraception methods and contraceptive counseling
Immunizations 2
• Diphtheria, Tetanus, Pertussis (DTaP) • Gestational diabetes screening
• H. Influenza Type B • Hearing tests — annually
• Hepatitis A: Recommended for high-risk • HIV screening and counseling
groups, such as international travelers • HPV DNA testing
or workers in food service or healthcare • Lung cancer screening for 30-pack-per-year smokers (or those who stopped smoking within 15 years)
industry • Obesity screening and counseling
• Hepatitis B and Varicella: Recommended • Osteoporosis screening: Periodic bone density screening for women age 35 and older with
for high-risk individuals increased risk for osteoporotic fractures
• Human Papilloma Virus (HPV) Vaccine • Preventive care visits — unlimited
• Influenza — flu shot • Prostate cancer screenings: Digital rectal examination (DRE) and Prostate Specific Antigen (PSA)
• Measles, Mumps, Rubella (MMR) • Routine pelvic exam, Pap test and contraceptive management
• Meningococcal: Considered for college • Sexually transmitted infection counseling
students who live in dormitories and • Tobacco product counseling for children and adults
have a slightly increased risk of getting
• Vision screening — annually
meningococcal disease
• Well-woman visits
• Pneumococcal Conjugate (pneumonia)
• Polio Immunizations 2
• Rotavirus • Hepatitis A: Recommended for high-risk groups, such as international travelers or workers
• Tuberculosis (TB) Vaccine in food service or healthcare industry
• Varicella (chicken pox) • Hepatitis B and Varicella: Recommended for high-risk individuals
• Human Papilloma Virus (HPV) Vaccine
• Influenza — flu shot
1
The HSA and HRA Medical options cover
• Measles, Mumps, Rubella (MMR)
services recommended with A or B ratings • Meningococcal: Considered for college students who live in dormitories and have a slightly
by the U.S. Preventive Services Task Force increased risk of getting meningococcal disease
(USPSTF) as preventive services. Preventive
care is updated based on changes in the • Pneumococcal Conjugate (pneumonia)
USPSTF ratings. • Tetanus, Diphtheria (DTaP)
2
Actual dosing regimen to be determined • Herpes Zoster/Varicell Zoster (Shingles Vaccine)
by physician.
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Benefits
Medical Options
EMBEDDED OR TRUE FAMILY —
WHAT DOES IT MEAN?
The deductible and out-of-pocket
maximum work differently depending
on which medical option you select.
• When you enroll in Premium HSA Medical
Each option has features that appeal to different team members and family healthcare situations. or HRA Medical, you are subject to a
True Family deductible and out-of-pocket
The three medical options are: maximum. This means that when you
enroll in either of these options and cover
PREMIUM HSA MEDICAL VALUE HSA MEDICAL HRA MEDICAL dependents, the entire family deductible
(True Family) (Embedded) (True Family) must be met before expenses are covered
by coinsurance. The deductible may be
Deductible Deductible Deductible*
met entirely by one family member or by
• $1,500 you only • $3,000 you only • $1,700 you only a combination of family members.
• $3,000 you + family • $6,000 you + family • $3,400 you + family
With the True Family out-of-pocket
True Family deductible requires all or one Embedded deductible limits each individual True Family deductible requires all or one maximum, the entire family out-of-pocket
individual to meet the family deductible in a family to the individual deductible individual to meet the family deductible maximum must be met before the plan will
before the plan pays coinsurance before the plan pays coinsurance before the plan pays coinsurance begin paying 100% of the remaining eligible
The deductible includes both medical The embedded individual deductible The deductible only includes medical expenses. The out-of-pocket maximum can
and prescription drug expenses applies to each family member until the expenses be met entirely by one family member, or by
family deductible is satisfied *Prorated based on eligibility date a combination of family members.
The deductible includes both medical • When you enroll in Value HSA Medical, you
and prescription drug expenses are subject to an Embedded deductible
and out-of-pocket maximum. If you enroll
ZB HSA contribution* ZB HSA contribution* ZB HRA contribution* in this option and cover dependents, when
• $750 you only/ • $750 you only/ • $500 you only/ one family member reaches the $3,000
• $1,500 you + family • $1,500 you + family • $1,000 you + family individual deductible, the plan will begin
covering that family member’s additional
*Prorated based on eligibility date *Prorated based on eligibility date *Prorated based on eligibility date
expenses through coinsurance. Coinsurance
will apply for that family member only —
Out-of-pocket maximum Out-of-pocket maximum Out-of-pocket maximum
even if the total eligible expenses for all
• $3,500 you only • $4,000 you only • $3,200 you only family members have not yet reached the
• $6,850 you + family • $8,000 you + family • $6,400 you + family $6,000 deductible for family coverage.
True Family out-of-pocket maximum Embedded out-of-pocket maximum limits True Family out-of-pocket maximum With the Embedded out-of-pocket
requires all or one individual to meet the each individual in a family to the individual requires all or one individual to meet the maximum, once a family member reaches
out-of-pocket maximum before the plan out-of-pocket maximum before the plan out-of-pocket maximum before the plan the individual out-of-pocket maximum of
pays 100% pays 100% pays 100% $4,000, the plan will begin paying 100% of
The out-of-pocket maximum includes both The out-of-pocket maximum includes both The out-of-pocket maximum only includes that family member’s eligible expenses, even
medical and prescription drug expenses medical and prescription drug expenses medical expenses if the $8,000 family out-of-pocket maximum
has not yet been met.
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Moving Between Medical Options
Moving from HRA Medical to HSA Medical: Moving from HSA Medical to HRA Medical:
• The HSA is funded by ZB and you can elect to make personal • The HRA is funded by ZB.
contributions. • Prescription drugs have an out-of-pocket maximum separate from
• Prescription drugs are subject to the same deductible and covered medical expenses.
out-of-pocket maximum as eligible medical expenses. • Any remaining balance in your HSA will remain in your HSA, but you
• Any remaining balance in the HRA will roll over to the HSA Extra will no longer be eligible to make any contributions to your HSA.
Bucks Account. • Any remaining balance in the HSA Extra Bucks Account will roll over
• The HSA Extra Bucks Account is funded when you complete healthy to the HRA.
activities and earn incentives. • The HRA is funded when you complete healthy activities and earn
• You cannot participate in both HSA Medical and the Healthcare FSA. incentives.
• If you enrolled in a Healthcare FSA in 2020, you must use your funds • You can participate in a Healthcare FSA.
by December 31, 2020. • The HRA funds are not portable.
• HSA funds are portable, but the HSA Extra Bucks Account is
not portable.
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Benefits
Health Savings How Premium and Value HSA Medical Options Work (for in-network services)
Account (HSA) YOU PAY THE DEDUCTIBLE
Medical ZB MAKES A YOU CAN MAKE PERSONAL (WITH HSA FUNDS OR 100% COVERAGE AFTER
HSA Medical combines CONTRIBUTION1 CONTRIBUTIONS2 OUT-OF- POCKET) OUT-OF-POCKET MAXIMUM
traditional health coverage with Each year, ZB will contribute a During the year, you can You must satisfy the deductible Once you meet your annual
a special account that provides set amount to your HSA. contribute to your HSA on a before the plan’s coinsurance out-of-pocket expenses, the
a tax-free way to pay for current, For 2021, the amount will be up pre-tax basis through payroll begins. plan pays 100% of eligible
or save for future, healthcare to $7501 (you only) or $1,5001 deductions. During the year, when you incur medical and prescription
(you + family). For 2021, the IRS limits the total non-preventive care expenses4, drug expenses.
expenses. The account is funded
by ZB and can include your own Deposits will be made according annual contribution — the you choose how you want to The out-of-pocket maximum
to the HSA proration chart on combination of your personal pay for those medical services. includes both medical and
tax-free contributions. and ZB’s contributions — to prescription drug expenses.
page 381. You can either pay with money
$3,600 (you only) or $7,200
Any unused funds roll over to The ZB contribution will be from your HSA, or pay out of your
(you + family). pocket for the expense, keeping
the next year and your HSA processed with the first payroll in
January and July. The Funds will The maximum you can contribute the money in your HSA to continue
is portable if you leave ZB or
be deposited into your account is based on the number of months to accumulate and earn interest
change medical options. you participate in either HSA (so you have more available
the Friday following the pay date.
Medical option3. funds to use for future healthcare
You have the opportunity to Once this money is deposited expenses).
earn additional funding in into your account, it is yours to
keep. It will not be forfeited if After you satisfy your annual
your Extra Bucks Account by deductible, ZB pays 80% of eligible
completing healthy activities. you leave ZB.
expenses and you pay 20%.
All medical services, including The deductible includes both
non-preventive prescription medical and prescription drug
expenses.
drugs, are subject to the
deductible and coinsurance. 1
For a newly eligible team member enrolled in the HSA on or before December 1, ZB HSA contribution is prorated (based on eligibility date) for the number of months remaining in the year,
However, preventive care and including the month of your eligibility date. See the proration chart on page 38 for details. All ZB contributions are made through the Section 125 Plan.
select preventive prescription 2
HSAs are team member–owned accounts. This means you are responsible for ensuring you are eligible to contribute to an HSA and the tax consequences of contributing to, and taking
drugs are covered 100% and reimbursements from, the HSA. You can start, stop, increase or decrease your personal HSA contributions throughout the year and the change will go into effect as soon as administratively
possible. Team members age 55+ may be eligible to make additional personal contributions up to a maximum of $1,000. Consult your tax advisor about your eligibility to contribute to or
are not subject to the deductible. receive reimbursements from your HSA, or read IRS Publication 969.
3
If you enroll after January 1, a special IRS rule permits HSA contributions up to the full annual contribution limit but only if you are enrolled in an HSA Medical option by December 1 and
ZB offers two HSA medical remain enrolled in an HSA Medical option (or another high-deductible health plan (HDHP)) until December 31 of next year. Otherwise, you may owe income tax and penalties on the portion
options — Premium HSA and of your HSA contributions that exceeds the maximum permissible contribution for the number of months that you participated in an HDHP.
Value HSA. 4
You can use your HSA to pay for any qualified healthcare expense, including non-preventive medical care, such as doctor office visits, hospitalizations and prescription drugs. You can also
use your HSA to pay for dental and vision expenses. Dental and vision expenses do not count toward HSA Medical out-of-pocket maximums.
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HSA Extra Bucks Account DO YOU PLAN TO ENROLL
IN AN HSA MEDICAL
The HSA Extra Bucks Account is a second account administered by Anthem that includes incentives
OPTION IN 2021?
earned from completing healthy activities or any rollover funds from the HRA. Certain restrictions
apply to your HSA Extra Bucks Account that do not apply to your personal HSA. If you are enrolled in a Healthcare
FSA in 2020 and will enroll in an
HSA Medical option in 2021, you
Here is How the HSA Extra Bucks Account Works with Both must use your 2020 Healthcare
FSA funds by December 31, 2020.
Premium and Value HSA Medical Option:
Because of the rules under the
The HSA Extra Bucks Account is only available when you enroll in an HSA Medical option. Because Code, the IRS limits the use of
your HSA is a tax-free account, the IRS imposes certain regulations limiting access to other a Healthcare FSA if you want to
ZB-provided funds, such as the contributions to your HSA Extra Bucks Account for participation contribute to an HSA. Therefore,
in healthy activities. if you enroll in HSA Medical, you
cannot enroll in the Healthcare
• Your HSA Extra Bucks Account is funded when you complete FSA. Your HSA has all the tax
healthy activities. advantages of the Healthcare
FSA without the use-it-or-lose-it
• You must first meet the deductible before funds are condition.
automatically deducted from your HSA Extra Bucks Account.
You cannot use your HSA Extra Bucks Account to help meet
the cost of your deductible, but you can use your personal
HSA to pay these expenses.
• Once you have met the deductible, the funds will
automatically draw from the available balance in your HSA
Extra Bucks Account to help cover your coinsurance for
medical and prescription drug expenses. If you do not have
enough funds in your HSA Extra Bucks Account, you will be
View your
responsible for paying the cost of the healthcare expense
either out of your pocket or by using funds from your HSA.
HSA Extra
Expenses paid from your HSA Extra Bucks Account will apply
toward your out-of-pocket maximum.
Bucks Account
• When your coverage ends, any remaining balance in your balance at
HSA Extra Bucks Account will be forfeited.
anthem.com.
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Benefits
The Following Chart Highlights the Specific Features of Premium HSA Medical
PREMIUM HSA MEDICAL PROVISIONS IN-NETWORK1 OUT-OF-NETWORK
Preventive Care/Wellness Covered at 100%, no deductible Covered at 100%, no deductible
Select Preventive Prescription Drugs Covered at 100%, no deductible Covered at 100%, no deductible
HSA Contribution from ZB2 $750 you only/$1,500 you + family (½ in January and ½ in July)3
ZB HSA contribution is prorated based on eligibility date. See chart on page 38
Personal HSA Contributions Up to $3,600 for you only/$7,200 for you + family (includes ZB contributions)
Catch-up Contributions Team members age 55+ who are not eligible for or enrolled in Medicare can contribute
up to an additional $1,000 per year
Annual Deductible4 $1,5003 you only/$3,0003 you + family
HSA Extra Bucks Account5 ZB adds incentives to your HSA Extra Bucks Account when you and/or your covered spouse/
domestic partner complete healthy activities. See page 56 for details regarding healthy activities.
Coinsurance6 ZB pays 80%/You pay 20% ZB pays 60%/You pay 40%
Out-of-Pocket Maximum7 $3,500 you only/$6,850 you + family $7,000 you only/$14,000 you + family
Prescription Drugs Subject to Premium HSA Medical deductible and coinsurance
1
Network Providers are a group of doctors, hospitals and other healthcare service providers that contract with a medical plan to provide healthcare services at negotiated rates. The Anthem Blue
Cross Blue Shield network is used for all three medical options.
2
If you timely set up your HSA, all ZB contributions are made through the Section 125 Plan (unless you opt out).
3
You can reduce the amount you pay out of your pocket toward your deductible by using the ZB contribution in your HSA, which will also apply toward your out-of-pocket maximum.
4
The amount you pay each plan year for covered services before the medical option pays benefits. You can pay from your HSA or out of your pocket. Premium HSA has a True Family deductible that
requires all or one individual to meet the family deductible before the plan pays coinsurance. For example, the annual deductible for Premium HSA family coverage is an aggregate amount that
includes both medical and prescription drug costs.
5
Incentives used from your HSA Extra Bucks Account apply toward your coinsurance and out-of-pocket maximum, but not toward your annual deductible.
6
The percentage the Plan pays for certain covered expenses after you meet your applicable annual deductible. You pay the remaining percentage.
7
The maximum amount you pay in a plan year for covered services. Once you meet the out-of-pocket maximum, the medical option pays 100% of any eligible expenses covered by the plan for the
rest of the plan year. Deductible, coinsurance and any eligible medical or prescription expenses paid from your HSA Extra Bucks Account apply toward the out-of-pocket maximum. Amounts that
exceed maximum allowable amount8 limits do not count toward the out-of-pocket maximum. Premium HSA Medical has a True Family out-of-pocket maximum that requires all or one individual
to meet the family out-of-pocket maximum before the plan pays 100%. For example, the annual out-of-pocket maximum for Premium HSA family coverage is an aggregate amount that includes
both medical and prescription drug costs.
8
The maximum allowable amount is the amount the claims administrator will reimburse for services and supplies which meet its definition of covered services, as long as such services and
supplies are not excluded under the Plan; are medically necessary; and are provided in accordance with the Plan. Coinsurance/maximums are calculated based upon the maximum
allowable amount, not the provider’s charge. If an out-of-network provider is used, however, you are responsible for paying the difference between the maximum allowable
amount and the amount the out-of-network provider charges.
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Benefits
Premium HSA Medical and Prescription Drugs TYPE OF PRESCRIPTION PREMIUM HSA MEDICAL
If you enroll in Premium HSA Medical, you can choose to use the money
Select Preventive Prescription Drugs Covered at 100%
in your HSA to help pay for prescription drug expenses, or you can pay
out of your pocket.
Retail (30-day supply) After deductible, you pay:
In the HSA Medical option, prescription drugs are treated like any Generic1 20% ($7 minimum, $30 maximum)
other medical expense and are subject to the deductible. You will be Brand Formulary 2 30% ($25 minimum, $60 maximum)
responsible for the drug’s actual cost (or the network discounted rate) Brand Non-Formulary3 40% ($50 minimum, $120 maximum)
until you meet your annual deductible. Brand Lifestyle Drugs4 50% ($50 minimum, no maximum)
After you satisfy the deductible, you pay a portion of the prescription Exclusive Home Delivery or Walgreens
drug cost through coinsurance until you meet your annual out-of-pocket Retail Pharmacy (90-day supply) After deductible, you pay:
maximum. Once you have met your out-of-pocket maximum, the Generic1 20% ($14 minimum, $50 maximum)
coverage pays 100% of your costs. Brand Formulary 2 30% ($50 minimum, $100 maximum)
Brand Non-Formulary3 40% ($100 minimum, $175 maximum)
Maintenance medications are the medications you take long-term for
Brand Lifestyle Drugs4 50% ($100 minimum, no maximum)
chronic conditions like high blood pressure or diabetes. If you take these
medications, your costs will be lowered by using either the Exclusive
Annual Out-of-Pocket Maximum5 $3,500 you only/$6,850 you + family
Home Delivery or Walgreens Retail Pharmacy. If after two fills you elect (Includes covered medical and prescription
to stay at a retail (non-Walgreens) pharmacy and do not move to either drug costs)
the Home Delivery or Walgreens Retail Pharmacy, you will pay a penalty.
That penalty amount will be the full cost of the medication, which will not 1
An FDA-approved prescription drug containing the same active ingredients as its brand-name counterpart. It must be available in the
count toward your deductible or annual out-of-pocket maximum (even same strength and dosage forms as the equivalent brand-name drug, but may be a different shape or color.
after meeting your annual out-of-pocket maximum, the penalty will still 2
Prescription medications that are included on the Express Scripts preferred prescription drug list selected by a panel of healthcare
professionals. The list includes a select group of brand-name drugs that are evaluated on their usefulness, safety and cost-
be an additional cost). effectiveness.
If you choose to receive a brand-name medication when a generic is 3
Prescription medications that are not on Express Scripts’ preferred prescription drug list.
available, you will pay your brand non-formulary coinsurance plus the 4
Brand lifestyle drugs refers to brand-name prescription drugs used for conditions such as erectile dysfunction and infertility (infertility
coverage is up to the lifetime maximum of $15,000).
difference in cost between the brand name and the generic price, and
the additional amount will not apply toward your annual deductible
5
Annual out-of-pocket maximum for Premium HSA family coverage has a True Family out-of-pocket maximum that requires all or one
individual to meet the family out-of-pocket maximum before the plan pays 100%. For example, the annual out-of-pocket maximum is
or out-of-pocket maximum (and will still be an additional cost after an aggregate amount that includes both medical and prescription drug costs.
meeting your out-of-pocket maximum). In the event that a generic is not Note: No covered family member will be subject to combined medical and prescription drug in-network expenses that exceed the annual
amount established by the Department of Health and Human Services (HHS) each year, as adjusted for inflation ($8,150 for 2021).
available, you will be required to pay the applicable coinsurance for the
brand name medication. You can use any available funds in your HSA to
pay for your prescription drug costs.
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