Sandia 2022 Medical Plan Guide
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Sandia 2022
Medical Plan Guide
hr.sandia.gov » 505-284-4700
Table of Contents
Sandia Medical Plan Options........................................................................................................................................ 3
The Health Savings Plan..............................................................................................................................................................................................4
About the Health Savings Account (HSA).............................................................................................................................................................6
The Total Health PPO Plan..........................................................................................................................................................................................8
Healthcare FSA: Another Way to Save for Healthcare ....................................................................................... 12
Prescription Drug Coverage........................................................................................................................................ 13
Incentives for Completing Healthy Activities = Extra Money for Your Healthcare.................................... 15
HSA, HRA, HCFSA: What’s the Difference?.............................................................................................................. 16
Additional Financial Protection..................................................................................................................................17
2022 Medical Plan Premiums..................................................................................................................................... 18
Plan Contacts.................................................................................................................................................................. 19
This guide highlights key features of Sandia’s medical and prescription drug benefits. The terms of your benefit
plans are governed by legal documents, including insurance contracts. If there are inconsistencies between
information in this guide and the legal plan documents, then the legal plan documents are the final authority.
hr.sandia.gov » 505-284-4700 » 2
Sandia Medical Plan Options
You have two medical plans to choose from: the Health Savings Plan and the Total Health PPO
Plan. With both plans, you pay 100% of expenses for non-preventive medical care until you meet
your annual deductible, after which the plan shares costs with you. Then, once you reach the
annual out-of-pocket limit, the plan pays 100% of your eligible expenses for the rest of the year.
The plans are similar in many other ways too. They both:
• Offer comprehensive medical and prescription drug coverage
• Cover in-network preventive care at no cost to you
• Cover the same services
• Offer the same plan administrators and tiered provider network choices*
• Offer the opportunity to earn money from Sandia to help pay for your healthcare
But only the Health Savings Plan is paired with a special savings account
that helps you cover current expenses while you save and invest for
the future.
*Kaiser Permanente is not offered to California residents who choose the Health Savings Plan.
hr.sandia.gov » 505-284-4700 » 3
The Health Savings Plan
The Health Savings Plan comes with comprehensive medical and prescription drug coverage
PLUS a tax-favored health savings account (HSA).
How Health Savings Plan Coverage Works
Free preventive care
1 In-network preventive care and many generic preventive medications are free.
2 Your annual deductible
For non-preventive services, you need to meet the annual deductible before the plan shares costs
with you. Be sure to note:
• Your costs for Tier 1 and Tier 2 (in-network) services combine and accumulate toward your
deductible. See page 11 for more details about availability of Tier 1 providers in your location.
• A separate deductible applies for Tier 3 (out-of-network) services.
• Your prescription drug costs count toward meeting your annual deductible. Note: This is a big
difference between the Health Savings Plan and the Total Health PPO Plan.
Employee-only $1,400 for Tiers 1 and 2 combined (in-network)
coverage Separate $3,000 deductible for Tier 3 (out-of-network)
Covering yourself and $2,800 for Tiers 1 and 2 combined (in-network)
one or more family Separate $6,000 deductible for Tier 3 (out-of-network)
members
Your family members’ expenses accumulate together to meet the overall
family deductibles noted above. You’ll pay this full amount before plan cost
sharing begins for any one family member.
hr.sandia.gov » 505-284-4700 » 4
Plan cost sharing
3
After you meet your annual deductible, the plan will share the cost of your medical care and
prescription drugs until you meet the annual out-of-pocket limit. You’ll pay the following share of
costs for medical services. See page 13 for prescription drug cost-sharing details.
• 10% coinsurance for Tier 1 (in-network) providers
• 20% coinsurance for Tier 2 (in-network) providers
• 40% coinsurance (plus any amount over the plan’s allowed charge for a service) for Tier 3
(out-of-network) providers
4 Your annual out-of-pocket limit
Once you meet your annual out-of-pocket limit, the plan will pay 100% of eligible expenses for
the rest of the calendar year. Be sure to note:
• Your costs for Tier 1 and Tier 2 (in-network) services combine and accumulate toward your
out-of-pocket limit.
• A separate out-of-pocket limit applies for Tier 3 (out-of-network) services.
• The out-of-pocket limit includes both your medical services and prescription drug costs.
• Both the deductible and out-of-pocket limit reset at the start of each calendar year.
Employee-only $3,000 for Tiers 1 and 2 combined (in-network)
coverage Separate $6,000 limit for Tier 3 (out-of-network)
Covering yourself and $8,700 for Tiers 1 and 2 combined (in-network)
one or more family Separate $18,000 limit for Tier 3 (out-of-network)
members
Your family members’ expenses accumulate together to meet the overall
family out-of-pocket limits noted above. Once you reach the limit, the plan
pays 100% of the costs for all family members.
Understanding how these features work helps you see how
your healthcare is covered. While your deductible may
be higher with this plan, your premiums are lower.
The Health Savings Plan may be even more beneficial
when you factor in its valuable savings opportunity:
the health savings account (HSA) it’s paired with.
hr.sandia.gov » 505-284-4700 » 5
About the Health Savings
Growing your HSA
Account (HSA) Contributing to your HSA
works to your advantage
This special savings account comes with the Health Savings because the more you
Plan. It’s earmarked for healthcare expenses, and you and contribute, the more
Sandia does too.
Sandia contribute to it with pretax* dollars.
But annual limits, set by
You can use the money in your HSA — including Sandia’s contributions — the IRS, apply. In 2022, your
to cover current eligible healthcare expenses, like your annual deductible, contributions — combined
copays, coinsurance, dental and vision care expenses, many over-the- with Sandia’s — can’t
counter drugs, and healthcare supplies. Or you can let the balance grow. exceed $3,650 if you cover
The money will be there for you to use next year, in three years, and yourself only, or $7,300
decades from now. That’s because the HSA is yours forever, even if you if you cover yourself and
change plans, change jobs, leave Sandia, or retire. family members. You can
add an additional $1,000 if
Your entire unused balance rolls over from year to year, earning interest
you’re age 55 or older.
along the way. And for even greater growth potential, you can invest part of
the balance once it reaches $1,100. As you decide how much
to contribute, make sure
your contributions, plus
Funding Your HSA Sandia’s, do not exceed the
To enroll in the Health Savings Plan, you must contribute at least $100 per maximum. Optum Bank’s
year to your HSA. Tip: Since you’re paying lower monthly premiums for Health Savings Account
the Health Savings Plan, start with that difference, and then add even Calculators can help you
more pretax* dollars directly from your paycheck. with the math!
In return, here’s what you’ll get from Sandia:
Sandia HSA Sandia matches your contributions at 66 2/3%, which means your initial $100 minimum
matching contribution earns you $66.67 from Sandia.
contribution When you contribute more, you get more from Sandia, up to these annual maximums:
• If you cover yourself only: To get the $600 maximum match from Sandia, contribute at
least $900 a year.
• If you cover yourself and family members: To get the $1,000 maximum match from
Sandia, contribute at least $1,500 a year.
Incentives for To earn more money for your HSA, complete all your healthy activities (including your health
completing assessment, a Health Action Plan, and Virgin Pulse activities). See what you can earn on page 16.
healthy activities The incentives you earn in the current year will go into your HSA in January the
following year.
*California and New Jersey treat HSA contributions as taxable income for state income purposes.
hr.sandia.gov » 505-284-4700 » 6
Using Your HSA
Your HSA is your account, and the money in it is yours Did you know?
to spend for eligible medical expenses — however and According to Fidelity, the average couple retiring today
whenever you want. will need more than $300,000 to cover their healthcare
expenses in retirement. That’s above and beyond
You’ll open your HSA account with Optum Bank, what they’ll need just to cover basic expenses.
and you’ll receive an HSA debit card to pay for The HSA can be a valuable component in your
eligible expenses from your available HSA balance. retirement savings plan. Be sure to check out
Alternatively, to build your HSA balance for future Optum Bank’s many planning resources, including
expenses, you can pay out of pocket. It’s up to you. this video, which explains the ins and outs of
investing your HSA balance.
Go to the Health Savings Account to get details about
using your HSA and to find links to Optum Bank’s
many resources, including a list of HSA-qualified
medical expenses.
The HSA Triple Tax Advantage
Health Savings Plan Eligibility One of the advantages of investing in the HSA is
that it helps you save on taxes three ways! With an
Enrollment in the Health Savings Plan requires HSA, you pay no taxes* on:
enrollment in the plan’s health savings account (HSA)
1. Money you and Sandia contribute
with Optum Bank. You cannot enroll in one without the
2. Money your HSA earns from interest
other — and to enroll in the Health Savings Plan, you
and investments**
need to contribute at least $100 per year to your HSA.
3. Money you use from your HSA to pay for
In addition, the IRS sets several rules for who can eligible healthcare expenses (see the list)
have an HSA and how you can use it. You’ll find the *California and New Jersey treat HSA contributions as taxable
fine print through HR Solutions, and you can contact income for state income purposes; in addition, New Hampshire
and Tennessee tax HSA interest and investment earnings.
Optum Bank at 866-234-8913 if you have questions
**Refer to Optum Bank’s website to find rules, restrictions, and
about your eligibility. additional resources about investing.
Using Sandia’s Onsite Employee Health Services Clinic
With the Health Savings Plan, you can get most services free through our
onsite Employee Health Services clinic. However, for personal healthcare,
until you meet the Health Savings Plan’s annual deductible, you’ll pay
the fair market cost for a service.* (Tip: You can use your HSA balance,
including Sandia’s contributions, to pay for personal healthcare services at
the clinic.) Examples of personal healthcare services include visits to the
clinic for a sore throat or for physical therapy after elective knee surgery.
Once you meet your annual deductible, you’ll have no additional cost when
using clinic services for the rest of the year.
Total Health PPO Plan members (and employees who waive Sandia medical
coverage) receive all clinic-provided care at no cost.
*To offer the Health Savings Plan and the HSA it’s paired with, Sandia has to follow IRS rules that govern plans
with high deductibles.
hr.sandia.gov » 505-284-4700 » 7
The Total Health PPO Plan
Sandia also offers the Total Health PPO Plan to employees.
Except for differences in plan premiums, all the plan features and benefits remain the same, including annual
deductibles and out-of-pocket limits, what you pay for care in-network and out-of-network, and your plan
administrator choices (BCBSNM and UnitedHealthcare; and for California employees, Kaiser too). Here’s a quick
summary. To review all the plan details, visit hr.sandia.gov.
How Total Health PPO Plan Coverage Works
1 Free preventive care
In-network preventive care is free.
2 Your annual deductible
For non-preventive medical services, you need to meet the annual deductible before the plan
shares costs with you. Be sure to note:
• Your costs for Tier 1 and Tier 2 (in-network) services combine and accumulate toward
your deductible. See page 11 for more details about the availability of Tier 1 providers
in your location.
• A separate deductible applies for Tier 3 (out-of-network) services.
• There is no annual deductible for prescription drugs. See page 13 more information about
prescription drug coverage.
If Your Plan Administrator Offers Access to Tier 1 Providers
Tiers 1 and 2 (In-Network) Combined Tier 3 (Out-of-Network)
Individual $500 — then cost sharing for Tier 1 providers begins Separate $2,000
Plus $250 — then cost sharing for Tier 2 providers begins deductible
The most you pay for your Tier 1 and Tier 2 deductibles
combined is $750
Employee + $1,000 — then cost sharing for Tier 1 providers begins Separate $4,000
spouse OR Plus $500 — then cost sharing for Tier 2 providers begins deductible
Employee + The most you pay for your Tier 1 and Tier 2 deductibles
child(ren) combined is $1,500
Employee + $1,500 — then cost sharing for Tier 1 providers begins Separate $6,000
spouse and Plus $750 — then cost sharing for Tier 2 providers begins deductible
child(ren) The most you pay for your Tier 1 and Tier 2 deductibles
combined is $2,250
hr.sandia.gov » 505-284-4700 » 8
If Your Plan Administrator Does NOT Offer Access to Tier 1 Providers
Tier 2 (In-Network) Tier 3 (Out-of-Network)
Individual $750 Separate $2,000
deductible
Employee + spouse OR $1,500 Separate $4,000
Employee + child(ren) deductible
Employee + spouse and $2,250 Separate $6,000
child(ren) deductible
Your family members’ expenses accumulate together as you meet the deductibles noted above. But, if one
person in the family meets the individual deductible, the plan begins to share costs for that person.
Plan cost sharing
3
After you meet your annual deductible, the plan will share the cost of your care until you reach
the annual out-of-pocket limit. You’ll pay the following share for medical services; see page 13
for prescription drug cost-sharing details.
• 10% coinsurance for Tier 1 (in-network) providers
• 20% coinsurance for Tier 2 (in-network) providers
• 40% coinsurance (plus any amount over the plan’s allowed charge for a service) for Tier 3
(out-of-network) providers
hr.sandia.gov » 505-284-4700 » 9
Your annual out-of-pocket limit
4 Once you meet your annual out-of-pocket limit, the plan will pay 100% of eligible expenses for
the rest of the calendar year. Be sure to note:
• Your costs for Tier 1 and Tier 2 (in-network) services combine and accumulate toward your
out-of-pocket limit.
• A separate out-of-pocket limit applies for Tier 3 (out-of-network) services.
• There is a separate out-of-pocket limit for prescription drug costs.
• Both the deductible and out-of-pocket limit reset at the start of each calendar year.
If Your Plan Administrator Offers Access to Tier 1 Providers — Medical
Tiers 1 and 2 (In-Network) Combined Tier 3 (Out-of-Network)
Individual $2,000 — then plan pays 100% for Tier 1 providers Separate $6,500 limit
Plus $750 — then the plan pays 100% for Tier 2 providers
The most you pay for your Tier 1 and Tier 2 out-of-
pocket limits combined is $2,750
Employee + $4,000 — then the plan pays 100% for Tier 1 providers Separate $13,000
spouse OR Plus $1,500 — then the plan pays 100% for Tier 2 providers limit
Employee +
child(ren) The most you pay for your Tier 1 and Tier 2 out-of-
pocket limits combined is $5,500
Employee + $6,000 — then the plan pays 100% for Tier 1 providers Separate $19,500
spouse and Plus $2,250 — then the plan pays 100% for Tier 2 providers limit
child(ren)
The most you pay for your Tier 1 and Tier 2 out-of-
pocket limits combined is $8,250
If Your Plan Administrator Does NOT Offer Access to Tier 1 Providers — Medical
Tier 2 (In-Network) Tier 3 (Out-of-Network)
Individual $2,750 Separate $6,500 limit
Employee + $5,500 Separate $13,000
spouse OR limit
Employee +
child(ren)
Employee + $8,250 Separate $19,500
spouse and limit
child(ren)
Prescription Drug Out-of-Pocket Limit (Accumulates Separately from Medical)
In-Network Out-of-Network
Individual $1,500 per individual, up to $5,950 combined for all No limit; you pay
and family family members 50% of the cost
members
Your family members’ expenses accumulate together as you meet the out-of-pocket limits noted
above. But, if one person in the family meets the individual out-of-pocket limit, the plan will pay
100% of eligible expenses for that person for the rest of the year.
hr.sandia.gov » 505-284-4700 » 10A Health Reimbursement Account Comes with the
Total Health PPO Plan
The Total Health PPO Plan is paired with a health A maximum allowed balance applies with the HRA.
reimbursement account (HRA) to help you pay for It’s based on your plan coverage level (employee
eligible medical, prescription drug, dental, and vision only, employee + spouse, employee + child(ren), or
expenses — including your deductible and your share employee + spouse and child(ren)). Once you reach
of coinsurance. this maximum, you need to use some of your HRA
funds before you can earn more. If a balance remains
You earn tax-free HRA funding by completing your at year-end, your funds carry over for use in the next
health assessment, Health Action Plan, and Virgin year (up to the maximum amounts).
Pulse activities. You cannot contribute to your HRA;
only Sandia can. See page 15 for details about your If you leave Sandia, you cannot take your HRA funds
HRA incentive opportunity. Sandia will deposit the with you (unless you’re a qualified retiree under
incentives you earn during 2022 into your HRA in age 65 or you decide to continue your coverage
January 2023, if you elect the Total Health PPO Plan. through COBRA). And if you waive Sandia medical
Your HRA balance may not be available for you to use coverage, you’ll forfeit your HRA funds.
until the end of January.
Availability of Tier 1 Providers
With both the Health Savings Plan and the Total Health PPO Plan, your out-
of-pocket costs are determined by your doctor’s or provider’s network tier:
Tier 1 (select in-network providers), Tier 2 (contracted local, regional, and
nationwide in-network providers), or Tier 3 (out-of-network providers).
Access to Tier 1 providers is based on location (per plan administrators’
contractual relationships):
• N
ew Mexico: Tier 1 providers included in Blue Preferred Plus and
UnitedHealthcare Choice Plus provider networks
• California: No Tier 1 providers available
• O
ther states: Tier 1 providers included in UnitedHealthcare Choice Plus
provider network
Find a provider’s network affiliation at bcbsnm.com/sandia or myuhc.com.
hr.sandia.gov » 505-284-4700 » 11Healthcare FSA: Another Way to Save
for Healthcare
If you choose the Total Health PPO Plan or you waive Sandia medical coverage, you have one
more way to set aside money for your healthcare expenses: Sandia’s healthcare flexible spending
account (HCFSA). You make this election as a new hire and during Open Enrollment every year.
Sandia deducts your contributions from your paycheck before taxes are withheld, which reduces your taxable
income. You can use your HCFSA to pay for eligible healthcare expenses.
The IRS limits how much you can contribute annually to your HCFSA ($2,850 in 2022), and you need to use your
HCFSA funds during the year, because you’ll forfeit any balance over $570 on December 31.
Your HCFSA is not portable; if you leave Sandia or retire, you’ll lose the funds in your account, unless you decide to
continue medical coverage through COBRA.
hr.sandia.gov » 505-284-4700 » 12Prescription Drug Coverage
Prescription drug coverage is included with both the Health Savings Plan and the Total Health
PPO Plan. As you compare the plans to decide which is right for you, you’ll want to note a few
key points about prescription drug coverage.
Health Savings Plan Total Health PPO Plan
• The plan includes enhanced coverage for many generic • There is no deductible for prescription
preventive medications. You’ll pay $0 for drugs included on drugs. Cost sharing begins immediately
the Express Scripts Consumer Directed Healthcare (CDH) and applies until you meet the out-of-
Preventive Medications - Standard Plus drug list. pocket limit.
• You pay the full cost for non-preventive prescription drugs, • There is a separate out-of-pocket limit
but only until you meet the annual deductible. And take for prescription drugs.
note: Your medical and prescription drug costs combine and
accumulate toward one annual deductible.
• Once you meet the annual deductible, cost sharing applies
until you meet the out-of-pocket limit.
• Your medical and prescription drug costs combine and
accumulate toward one out-of-pocket limit.
Filling Your Prescriptions
You can get short-term prescriptions (30 days or less) at a network pharmacy. To get medications you take regularly,
you must use Express Scripts Smart90 mail order, Walgreens retail pharmacies, or Kaiser mail order (Kaiser
participants only).
The SaveOn drug discount
program is not offered with
the Health Savings Plan.
hr.sandia.gov » 505-284-4700 » 13Prescription Drug Coverage Highlights
Health Savings Plan Total Health PPO Plan
Prescription Drug Combined with medical out-of-pocket limit A separate out-of-pocket limit applies
Out-of-Pocket Limit* $1,500 per individual, up to $5,950
combined for all family members
Retail Pharmacy (up to 30-day supply) or Accredo Specialty Mail Order (most limited to 30-day supply);
not available out-of-network
Generic / specialty $0 for drugs on an expanded list of $0 for many preventive medications
generic preventive medications You pay 20%
For other generic drugs: ($5 min / $10 max)
You pay 20% after you meet the deductible
($5 min / $10 max)
Preferred brand You pay 30% after you meet the deductible You pay 30%
name / specialty ($30 min / $45 max) ($30 min / $45 max)
preferred brand name
Non-preferred brand You pay 40% after you meet the deductible You pay 40%
name / specialty non- ($50 min / $75 max) ($50 min / $75 max)
preferred brand name Note: Accredo is not available out-of-network
Express Scripts Smart90 Mail Order** and Walgreens Pharmacies (90-day supply), Kaiser Mail Order (100-day
supply), or Accredo Specialty Mail Order (most limited to 30-day supply)
Generic $0 for drugs on an expanded list of $0 for many preventive medications
preventive medications You pay 20%
For other generic drugs: ($12.50 min / $25 max)
You pay 20% after you meet the deductible
($12.50 min / $25 max)
Preferred brand name You pay 30% after you meet the deductible You pay 30%
(formulary) ($75 min / $112.50 max) ($75 min / $112.50 max)
Non-preferred brand You pay 40% after you meet the deductible You pay 40%
name (non-formulary) ($125 min / $187.50 max) ($125 min / $187.50 max)
*The cost of out-of-network prescription drugs purchased outside of the program is covered at 50% and does not apply toward the out-of-pocket
maximum limit.
**Maintenance medications purchased outside the Smart90 program will be billed at the full cost after the first two months of refills. See the
plan booklet for details.
hr.sandia.gov » 505-284-4700 » 14Incentives for Completing Healthy
Activities = Extra Money for
Your Healthcare
Whether you choose the Health Savings Plan or the Total Health PPO Plan, when you complete
your health assessment, do a Health Action Plan, and participate in healthy activities through
Virgin Pulse, Sandia will add money to your HSA or HRA.
Employee only Employee + child(ren) Employee + spouse Employee + spouse
and child(ren)
$500 $750 $1,000 $1,250
Sandia’s contribution to your HSA (if you choose the Health Savings Plan) or HRA (if you choose the Total Health PPO
Plan) — based on the activities you’ve completed through 2022 — will be deposited into your account in January 2023.
Don’t miss the deadlines for completing your healthy activities in 2022!
hr.sandia.gov » 505-284-4700 » 15HSA, HRA, HCFSA: What’s the Difference?
Sandia offers three healthcare accounts that help employees pay for qualified healthcare
expenses. The table below provides an overview.
Account Feature HSA HRA General Purpose HCFSA
Who’s eligible? Health Savings Plan Total Health PPO Plan Offered to Total Health
participants — with a few participants PPO Plan participants and
caveats; check the fine employees who waive
print at HR Solutions to medical coverage; Health
confirm your eligibility to Savings Plan participants
participate in the Health cannot have a general
Savings Plan purpose HCFSA
Sandia contributes to the
account
You contribute to the
account
You can invest the money in
the account
Paying for eligible
healthcare expenses from
the account is tax-free
Your balance at year-end
can carry over for use in the
next year Up to certain limits Up to $570
You can take your account * **
with you if you leave Sandia
Account provided through Optum Bank manages Based on your medical plan Based on your medical plan
different administrators, the HSA for both BCBSNM BCBSNM: BCBSNM:
based on your medical plan and UHC participants BenefitWallet BenefitWallet
choice
UHC: UnitedHealthcare UHC: UnitedHealthcare
Kaiser: Kaiser Permanente Kaiser: Kaiser Permanente
Waive medical: PayFlex
*Leaving Sandia? You can take your HRA funds with you only if you’re a qualified retiree under age 65 or you decide to continue your coverage through COBRA.
**Leaving Sandia? You may be able to use your remaining HCFSA funds if you decide to continue your coverage through COBRA.
hr.sandia.gov » 505-284-4700 » 16Additional Financial Protection
If you or a member of your family is hospitalized, injured in an accident, or becomes critically ill,
you’re likely to be hit with expenses you haven’t planned for. Hospital indemnity, accident, and
critical illness insurance benefits can help with those unexpected expenses. During each year’s
Open Enrollment, you can purchase these programs and others through Sandia Extras.
You’ll pay for this voluntary coverage through after-tax paycheck deductions. If you leave Sandia, you can arrange to
be billed directly, so you can take your coverage with you.
Accident Insurance Critical Illness Insurance Hospital Indemnity
Benefit Benefit Insurance Benefit
The plans cover a wide variety of The plans provide a lump-sum The plans provide a lump-sum
accidental injuries and provide benefit in the event you or a family benefit in the event you’re
a lump-sum payment directly member is diagnosed with any of hospitalized. You can use this
to you. You can use the benefit 35 critical illnesses, including heart cash benefit to pay for any type
to pay out-of-pocket medical or attack, stroke, and many cancers. of expense, including your
any other costs you may have, Recurrences are also covered. The out-of-pocket costs for care and
including household expenses. plans include an extra $50 benefit if your household or personal
MetLife offers a choice of plans to you have eligible health screenings expenses. The plan is offered
fit your specific needs and budget. or take physician-recommended through MetLife.
prevention measures.
To learn more about the plans and enroll, visit
the Sandia Extras website or call Corestream at
855-514-8800.
hr.sandia.gov » 505-284-4700 » 172022 Medical Plan Premiums
Sandia sets employee premiums based on salary levels. Employees making less money pay a
lower premium.
Check out the full premium chart at hr.sandia.gov.
hr.sandia.gov » 505-284-4700 » 18Plan Contacts
Use the information below if you need to contact plan providers directly. To learn more about
these providers, visit hr.sandia.gov > Resources.
BenefitWallet
HRA and HCFSA administrator for
Express Scripts Optum Bank
BCBSNM plan participants
855-236-8600 Mail-order prescription drugs for HSA administrator
Website BCBSNM and UnitedHealthcare 866-234-8913
plan participants Website
877-817-1440
Blue Cross Blue Shield of Website PayFlex
New Mexico (BCBSNM)
FSA administrator for Sandians
Medical plan administrator HR Solutions who waive medical coverage
877-498-7652 Benefits information 800-284-4885
Dedicated customer advocate 505-284-4700 Website
Erica Lindenmuth: 505-962-7294; HR Self-Service
Erica_Lindenmuth@bcbsnm.com Website UnitedHealthcare
BCBSNM Behavioral Health: Medical plan administrator, HRA
888-898-0070 Kaiser Permanente and HCFSA administrator for
Website Medical plan administrator; HRA UnitedHealthcare plan participants
and HCFSA administrator for 877-835-9855
Kaiser members (CA only)
Employee Health Services 877-568-0774 (dedicated Sandia
Dedicated customer advocate
Kathleen Bormann: 763-321-3786;
Sandia Employee Health employee help line) email Kathleen_Mauro@uhc.com
Services Clinics 800-663-1771 (customer service)
505-284-4700, Option 1 (New Mexico) Website Behavioral Health
505-284-4700, Option 3 (California) 877-835-9855
Webpage Website
Sandia National Laboratories is a multimission laboratory managed and operated by National
Technology & Engineering Solutions of Sandia, LLC, a wholly owned subsidiary of Honeywell
International Inc., for the U.S. Department of Energy’s National Nuclear Security Administration
under contract DE-NA0003525. SAND2021-10986 O
hr.sandia.gov » 505-284-4700 » 19You can also read
