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Open enrollment

Open enrollment for 2019 benefits is Oct. 22-Nov. 2. You are required to re-enroll in most benefits (medical, dental, vision, flexible reimbursement accounts, Health Savings Account (HSA) and purchased vacation) or you will lose coverage in 2019.

New hires

  • Starting from your date of hire, you have 60 calendar days to enroll in your health and wellness benefits.* The elections you make will be retroactive to your first day of employment.
  • Review the new hire benefits presentation to learn about the details of our benefit plans before you enroll.
  • If you are enrolling between Oct. 1 and 31, follow these steps
[SSO Log-in required; the ability to enroll will not be available for current employees until Oct. 22]

*If you are a part-time employee, you have 60 calendar days starting from your 90-day anniversary to enroll in your health and wellness benefits. The elections you make will be retroactive to your 90-day anniversary.

Medical

Our flexible Medical Plan options let you decide how you spend your health care dollars. Choose:

  • Lower per-paycheck premiums, with higher deductibles and out-of-pocket maximums; or
  • Higher per-paycheck premiums, with lower deductibles and out-of-pocket maximums

 

In-Network Benefits Tier Premium PPO Basic PPO PPO with HSA
Monthly Contribution   Highest employee contribution Medium employee contribution Lowest employee contribution

Deductible

Amount you pay before the plan pays coinsurance

Individual

Family*

*In the premium and basic PPO plans, the family deductible applies if you cover three or more individuals. In the PPO with HSA plan, if you cover two or more people, the family deductible must be met before any non-preventive benefits are paid.

$300

$900

$500

$1,500

$1,500

$3,000

Coinsurance

Percent the plan and you pay after your deductible

 

Plan pays 80%

You pay 20%

Plan pays 80%

You pay 20%

Plan pays 80%

You pay 20%

Out-of-Pocket Maximum

The most you will pay in a calendar year for eligible medical expenses (including your deductible and coinsurance)

Individual

Family

$2,300

$6,900

$3,500

$9,200

$4,000

$8,000*

* The PPO with HSA has an out-of-pocket maximum of $6,850 for one participant.

Prescription Drug Coverage

Retail

30-day supply

Generic 10% coinsurance ($15 minimum, $35 maximum)

Preferred brand: 25% co-insurance ($35 minimum, $60 maximum)

Non-preferred brand: 45% co-insurance ($60 minimum, $125 maximum)

Express Scripts Mail order program/
Walgreens pharmacy

90-day supply*

Generic:  10% coinsurance ($35 minimum, $60 maximum)

Preferred brand: 25% coinsurance ($75 minimum, $150 maximum)

Non-preferred brand: 45% coinsurance ($150 minimum, $250 maximum)

Prescription drug out-of-pocket maximum

Individual

Family

$2,000

$4,000

$2,000

$4,000

Included in Medical

The prescription drug program benefits are not available in the PPO with HSA until you meet your deductible. You pay the full cost of each prescription drug until you reach the deductible. Once you reach the deductible, you pay the amounts shown.

* 90-day supply at Walgreens available only for non-specialty medications

Medical rates

  Premium PPO Basic PPO PPO with an HSA
Employee Only $73.85 $51.84 $32.22
Employee + Spouse $196.70 $140.81 $80.25
Employee + 1 Child $118.56 $87.08 $51.37
Employee + 2 Children $165.21 $120.46 $68.67
Employee + 3 Children $211.42 $152.88 $85.01
Employee + 4 Children or More $258.19 $185.87 $101.92
Employee + Spouse + 1 Child $242.25 $172.98 $96.34
Employee + Spouse + 2 Children $288.66 $206.58 $113.85
Employee + Spouse + 3 Children $335.39 $239.98 $131.17
Employee + Spouse + 4 Children $382.13 $273.38 $148.50

All premiums are per paycheck. These rates apply to full-time employees (30+hours per week). Part-time employees (20 to 29 hours per week) pay 30% more for medical coverage.

Plan information

Additional resources

Summary of benefits coverage (as required by the Affordable Care Act)

Health Savings Account1 (HSA)

Learn more

Remember: Ameriprise contributes $250 annually when you have an HSA through Optum Health Bank.

Additional resources

Surcharges*

Tobacco surcharge2

If you and/or your spouse use tobacco products (including electronic cigarettes), you will incur a per-paycheck surcharge on your Medical Plan premiums. This surcharge does not apply if you’re trying to quit.

  • $25 for individual coverage
  • $50 for individual + spouse coverage

Spousal Surcharge2

If your spouse is covered under the Medical Plan, but could choose group medical coverage through their own employer, the surcharge applies. This is not applicable if your spouse is also an Ameriprise employee. 

  • $50 per paycheck

Learn more in the Health & Wellness Benefits Plan Administration & Participation Summary Plan Description.

*Applicable only if enrolled in the Medical Plan

 

Other health programs

You don’t need to elect these programs through HR Direct. They’re available year-round to help you make informed, healthy decisions.

Health Matters — Resources to support your physical, emotional, career and financial wellness. Available to all employees; however, only those enrolled in the Medical Plan are eligible to earn rewards. 

2nd.MD — Collaborate with world-class physicians in a matter of days — not weeks or months — through 2nd.MD for a second opinion. With this concierge service, you’ll be able to speak directly to an expert physician about your care, whether it’s a chronic condition, a new or existing diagnosis, a medication review or the need for a surgery or procedure. A dedicated care team nurse or doctor will handle your case from beginning to end. Available to all employees and their immediate family members starting Jan. 1. 

Teladoc — Choose Teladoc over ER or Urgent Care visits, when it makes sense. Available only to those enrolled in the Medical Plan. 

Livongo — Make living with diabetes easier with: 

Unlimited test strips

A cellular-connected glucometer that uploads readings and provides real-time tips

Coaching anytime, anywhere from a certified diabetes educator to help with nutrition and lifestyle changes

Available to employees and their family members who are enrolled in the Medical Plan and are diagnosed with type 1 or type 2 diabetes. Enroll starting Jan. 1. See Inside for more details.

To learn more, search for these benefits on Inside or the AdvisorCompass® site.

Dental

You may be eligible for three types of dental coverage, determined by your ZIP code: Traditional, Routine and DHMO (Dental Health Maintenance Organization).

Dental rates

  Delta Dental Traditional Delta Dental Routine CIGNA DHMO
Employee Only $12.97 $6.46 $6.26
Employee + Spouse $23.85 $12.29 $12.88
Employee + 1 Child $23.89 $12.68 $14.04
Employee + 2 Children $35.09 $17.47 $21.19
Employee + 3 Children $44.59 $21.93 $26.49
Employee + 4 Children or More $48.50 $23.82 $26.49
Employee + Spouse + 1 Child $35.36 $17.60 $20.51
Employee + Spouse + 2 Children $46.51 $23.15 $28.30
Employee + Spouse + 3 Children $57.48 $28.61 $35.27
Employee + Spouse + 4 Children $68.47 $34.50 $41.01

All premiums are per paycheck. These rates apply to full-time employees (30+hours per week). Part-time employees (20 to 29 hours per week) pay 30% more for dental coverage.

Learn more

Vision

Both Vision Plan options include a free exam every 12 months for each enrolled person.

Vision rates

  Basic Premium
Employee Only $2.63 $4.97
Employee + Spouse $5.01 $9.46
Employee + 1 Child $5.22 $9.87
Employee + 2 Children $5.22 $9.87
Employee + 3 Children $5.22 $9.87
Employee + 4 Children or More $5.22 $9.87
Employee + Spouse + 1 Child $7.90 $14.91
Employee + Spouse + 2 Children $7.90 $14.91
Employee + Spouse + 3 Children $7.90 $14.91
Employee + Spouse + 4 Children $7.90 $14.91

Learn more

Flexible reimbursement accounts

Set aside pre-tax money to pay for eligible expenses with two types of flexible reimbursement accounts.

Health Care Reimbursement Accounts

Contribute up to $2,650 annually to help pay for eligible healthcare expenses.  Any unused amounts up to $500 will automatically rollover to the next year.  Amounts above $500 will be forfeited.

Read more about Health Care Flexible Reimbursement Accounts.

Dependent Care Reimbursement Account

Contribute up to $5,000 annually to help pay for eligible child or adult daycare expenses while you work or attend school full-time. Any unused amount will be forfeited.

Learn more about Dependent Care Reimbursement Accounts.

Plan carefully! Both of these accounts have “use-it-or-lose-it” restrictions. The Health Care Reimbursement Account also has a rollover feature. Find details in the Flexible Reimbursement Account Summary Plan Description.

Learn more in the Flexible Reimbursement Accounts Summary Plan Description (from 2018)

Important things to know about Health Care and Dependent Care Reimbursement Accounts

  • The Health Care Reimbursement Account and Dependent Care Reimbursement Account are separate. You cannot transfer money between the two accounts.
  • Expenses for children not legally adopted by you may not be eligible for reimbursement under the Dependent Care Reimbursement Account.

Insurance and other coverage

Protect yourself, your family and your paycheck with group life and disability insurance. Your cost depends on several factors, including your age, covered compensation and the amount of coverage you elect. View your specific costs for these benefits on the benefits enrollment page in HR Direct.

Basic life insurance

You automatically receive basic life insurance coverage equal to one time your covered compensation, up to $1,000,000, at no cost to you.

Supplemental life insurance

You may purchase supplemental life insurance up to eight times your covered compensation, up to $2,000,000.

Dependent life insurance

If you elect life insurance coverage for yourself, you may also elect coverage for your dependents:

  • Spouse: up to six times your covered compensation, up to $200,000
  • Dependent children: $5,000 or $10,000 for each eligible child3

Accidental death and dismemberment (AD&D)

If you elect life insurance for yourself and/or your spouse, you may also elect AD&D coverage. If you elect AD&D coverage, the level of coverage must equal the amount of coverage elected for life insurance.

Learn more:

Disability coverage

We offer financial protection in case you are unable to work due to an illness or injury.

Salary continuation

Salary continuation is automatically provided at no cost to eligible employees who are medically disabled for more than one consecutive work week of full days. It allows employees to receive full or partial salary for up to 25 weeks (excluding the one-week waiting period) in a rolling 12-month period. 

See the Salary Continuation policy on Inside or the AdvisorCompass site for more information.

Long term disability

If you elect coverage, our Long Term Disability Benefit Plan provides benefits after you have been disabled for six consecutive months. You pay the full cost of this plan.

Coverage options include:

  • 40% of your covered compensation up to a maximum monthly benefit of $13,333
  • 65% of your covered compensation up to a maximum monthly benefit of $21,666

Benefits are payable until you are no longer disabled or reach age 65, whichever occurs first. Your cost is based on your covered compensation and the amount of coverage you elect.

Learn more 

Other benefits

Legal Assistance Plan

For $6.81 per paycheck, the Legal Assistance Plan gives you access to a wide range of legal services from a nationwide network of more than 15,000 attorneys through Hyatt Legal. Here are some of the services covered under the plan at no additional cost to you if you use an attorney in the Hyatt network.

  • Wills and trusts
  • Document preparation for mortgages, deeds, notes and power of attorney
  • Purchase, sale or refinance of home
  • Tax audit
  • Adoption
  • Small claims assistance
  • Juvenile court defense
  • Debt collection defense and advice
  • Identity management services

Learn more:

Vacation Purchase Plan4

If you want additional time off, you can purchase up to five extra vacation days per year — with your leader’s approval.

You pay for any extra days on a pretax basis. One day of purchased vacation equals your scheduled hours over two weeks, divided by 10. For example, let’s say you’re scheduled to work 30 hours per week, for a total of 60 hours in two weeks. One day of purchased vacation time will be paid to you as one-tenth of 60 hours, or six hours of vacation time.

You cannot carry unused purchased days over to the following year. They will be forfeited and cannot be sold back. You may not change your election during the year, even if you have a qualified family status change.

Read the Vacation Purchase Plan Summary Plan Description (from 2018)

Optum Employee Assistance Program (EAP)

The Optum EAP is a free, confidential resource to help you and your family with everyday challenges like managing stress, relationship difficulties and finding daycare or elder care. Take advantage of in-person and phone counseling (1.866.248.4096), find resources online (user ID: Ameriprise) or request to have materials mailed to your home. It’s available 24/7 so you can use it when and where you want it.

Commuter Choice Program

This program allows you to use pretax money from your paycheck every month to help pay for commuting costs. You can order a transit fare card for public transportation and/or be reimbursed for parking expenses. You can enroll and make changes any time at wageworks.com.

Learn more about the Commuter Choice Program

Financial Wellness

The decisions you make during open enrollment can affect your financial health, too. Talk to your Ameriprise financial advisor to ensure you’re making the most of your benefits and taking care of your financial well-being at the same time.

Contact information

  • If you have any questions, contact the HR Service Center at 877.267.4748 8 a.m. to 5 p.m. (CT) Monday - Friday.
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