WORKING FOR YOU EMPLOYEE BENEFITS GUIDEAPRIL 1, 2021 TO MARCH 31, 2022 PLAN YEAR WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 1
AT V I R G I N I A H O S P I TA L C E N T E R H E A LT H SYSTEM WE ARE STRIVING TO BE THE BEST You see, to Be The Best Hospital is our mission. It’s really that simple. We know that your time and expertise are valuable, which is why we offer one of the best benefits packages in the area. Virginia Hospital Center Health System (VHC) is a community based hospital with the luxury of being located within a large and culturally diverse metropolitan area, providing you with the convenience of national museums, public transportation, shopping, nightlife, and more. To help you be at your best and make the most of your employment experience, we offer a comprehensive and generous benefits package. We want to recognize your needs and the needs of your family so that you can provide your best at the workplace. Your Hospital programs and plans will help you meet the challenges of everyday living, from high-quality medical and dental care benefits that help you and your family be at your healthiest to retirement benefits that will help you build wealth for the future. Human Resources at VHC is dedicated to customer service and you are our customer. We have an open door policy and encourage your feedback, ideas, and/or comments regarding your employment with us.i2 WORKING WORKING FOR FOR YOU: YOU: EMPLOYEE EMPLOYEE BENEFITS BENEFITS GUIDE GUIDE
TABLE OF CONTENTS How Your Employee Benefits Package Works . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Eligible Dependents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Family Status Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Employee Status Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Your Pre-Tax Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Annual Open Enrollment Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 01 Benefits Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 02 Your Medical Choices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 03 Key Features of the VHC PPO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 04 Key Features of the VHC PPO2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05 Key Features of the High Deductible Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 06 Condition Management Programs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07 Key Features of Kaiser Permanente HMO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08 Dental Care Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 09 Employee Cost: Medical and Dental Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Income Protection Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Flexible Spending Accounts (FSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Health Savings Accounts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Commuter Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Paid Time Off (PTO) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Sick Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Family Leave Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 VHC Retirement Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Additional Benefits Provided by VHC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Work/Life Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Contact Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Benefits Notices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE ii
HOW YOUR EMPLOYEE BENEFITS PACKAGE WORKS You are eligible for all the benefits VHC offers if you work in a full-time or permanent part-time status. If you are a PRN or part-time employee working less than 20 hours per week, you are only eligible for medical coverage under the High Deductible Plan and other voluntary benefits as shown in the chart on page 2. Provided that you enroll within 30 days of your eligibility date, your benefits will begin on the first day of the month following your eligibility date. If you do not enroll for benefits within the 30-day period, you will have to wait for the next annual open enrollment to apply for benefits. No exceptions can be made to the 30-day enrollment period. If you experience an employment status change or qualified family status change, you may be eligible to add or drop benefits during a special 30-day enrollment period as defined in the Summary Plan Description booklet located on the Benefits Corner site, located on the Employee Portal, and generally described in the Family Status Change section below. ELIGIBLE DEPENDENTS If you choose to enroll dependents (spouse/same sex spouse and/or children) in your medical plan and/or other benefits, your dependents must meet the criteria as defined in the Summary Plan Description booklet located on the Benefits Corner site, located on the Employee Portal. Proper documentation will be required for your spouse/same sex spouse and/or children enrolled in your health and dental plan. FAMILY STATUS CHANGE Since life has a way of changing, and some of these changes may affect your need for benefits, you may make a coverage change during the year if you experience a qualified event such as marriage, birth or adoption of a baby, divorce, or change of status of employment by you or your spouse. You have 30 days after the change in status event to make a benefit change. Contact the Benefits Department to see if you are eligible for a change. Newborn children must be added to the health plan within 30 days from the date of birth. EMPLOYEE STATUS CHANGE If you have an employment status change from PRN or part-time working less than 20 hours per week to permanent part-time or full-time, you have 30 days from your status change effective date to make changes to your health plan option and to enroll in all other Hospital benefits. No exceptions can be made to the 30-day enrollment period. Your health enrollment change or benefits enrollments will begin on the first day of the month following your eligible employment status change. If you do not enroll during this 30-day period, next year’s annual open enrollment period or a family status change event will be your next opportunity to update your coverage. YOUR PRE-TAX BENEFITS Our benefits program is tax-effective in ways you may not even realize. For example, the premiums you pay for certain benefits (such as medical coverage) are deducted from your pay on a pre-tax basis. Due to this favorable tax treatment, IRS rules limit changes to your coverage during the year. ANNUAL OPEN ENROLLMENT TIME This is the one time each year that you are allowed to add or change your benefits, a rule established by government regulations, because you pay for the benefits with pre-tax dollars. Careful attention to this summary will help ensure that your benefits meet your needs. During annual open enrollment, you may add or drop coverage or add or drop dependents. Your Flexible Spending Account (FSA) elections do not automatically carry over each year. If you want to participate in FSAs (medical, limited purpose and/or dependent care), you must re-enroll each year, even if you want your FSA contributions to stay the same.01 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
FULL-TIME PERMANENT PRN (ON CALL) PART-BENEFITS SUMMARY PART-TIME TIME (UNDER 20 HRS) Arlington Community Federal Credit Union • • • AT&T Wireless Discount Program • • • Care@Work by Care.com • • • Commuter Benefit Program • • • Dental Insurance • • Employee Assistance Program (EAP) • • • Energy Club Fitness Discount • • • Family Leave Accrual • • Flexible Spending Accounts • • Medical/Limited Purpose/Dependent Care For Eyes Vision • • • From You Flowers Discount Program • • • Health Savings Account (HSA) • • Holiday Time • • Hyatt Legal Plans – MetLaw • • Jury Duty • • Legal Shield - Identity Theft Protection • • • Life Insurance • • Long-Term Disability (LTD) • • Medical Insurance • • (HDP Only) MetLife Accident and Critical Illness and Indemnity • • MetLife Auto and Home • • • National Institute of Health Credit Union • • • Paid Time Off (PTO) • • • Parking • • • Quicken Loans • • • Retirement Program • • • Sick Time (SCK Bank) • • Short-Term Disability (STD) • • Sport&Health/Onelife Discount Program • • • T-Mobile/Sprint Wireless Discount Program • • • Tuition Reimbursem*nt • • Verizon FiOS • • • Verizon Wireless Discount Program • • • Virginia529 Higher Education Savings Plan • • • Wellness: Hello Heart, Hinge Health, Livongo and • • Smoking Cessation Working Advantage Discount Program • • • YMCA Discount Program • • • Zip Car Discount Program • • • 1-800-FLOWERS Discount Program • • • WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 02
YOUR MEDICAL CHOICES VHC gives you access to affordable, comprehensive medical coverage through your choice of four options: the PPO, PPO2, High Deductible Plan or the Kaiser Permanente Signature HMO. You can select the option that best meets your needs and your budget. To help you understand the differences between the options and evaluate which will be best for you, please carefully review each plan’s basic overview on the following pages, and the Summary Plan Descriptions available through the Benefits Corner site, located on the Employee Portal. Our medical plan options are “non-grandfathered” under the Patient Protection and Affordable Care Act (PPACA), and provide participants with all the consumer protections required by the law. This includes: • Preventive care – all options provide covered preventive care services without any cost-sharing. Preventive care can be effective in helping detect and treat conditions early, when they are most manageable. • Provider choice – all options allow you to select participating providers to provide care, and allow women to seek OB-GYN care without needing a referral or preauthorization. VHC medical plan options were previously grandfathered. The change in status ensures compliance with PPACA and helps keep hospital benefits fully competitive with the medical coverage offered by others in the marketplace. Your payroll deductions for coverage, per pay period, are shown on page 8 of this booklet. In keeping with the tobacco-free values of our organization, your payroll deductions for medical coverage are lower if you are a non-smoker. This reflects that non-smokers generally have fewer illnesses, which are shorter in duration and less expensive to treat. Here is how the cost difference works: • You will qualify for the non-smoker rates if you and all the family members that you cover are non-smokers. • If you or a covered family member is a smoker, your payroll deductions for health insurance will be at the smoker rates. If you are a smoker, ask Human Resources about our free online smoking cessation course to help reduce your healthcare premiums. Non-smokers can generally expect to live longer, healthier lives and enjoy a higher quality of life. VHC encourages everyone to become tobacco-free and involved in health and wellness activities.03 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
KEY FEATURES OF THE VHC PPOVHC offers a Preferred Provider Organization (PPO) medical plan administered through a national network: CareFirstAdministrators – BlueCard. You save money when you use network providers, and you receive a 100% benefit when youuse VHC services. This includes care delivered through new Mayo Clinic Complex Care Program offered by VHC, andpediatric specialty care by Children’s National Health System. For a list of providers in the VHC Physician Group network visitvhcphysiciangroup.com. For a list of network providers, visit the CareFirst Administrators website: www.CFABlue.com or call theCustomer Service number: 1-866-942-7859. SERVICES VHC IN-NETWORK OUT-OF-NETWORK* Annual deductible None $500 per person $2,000 per person $1,000 family $4,000 per family Pre-existing condition limits None None None Annual out-of-pocket limit $4,000 per person $6,000 per person $12,000 per person $8,000 per family $12,000 per family $24,000 per family Primary care physician visits $10 co-pay VHC $25 co-pay 50%* Physician Group OB/GYN visits $15 co-pay $15 co-pay 50%* Maternity care $15 co-pay $15 co-pay 50%* Well baby visit 100% 100% 50%* Pediatrician $15 co-pay $15 co-pay 50%* Specialist visits $25 co-pay VHC $45 co-pay 50%* Physician Group Outpatient mental and nervous/ $15 co-pay $15 co-pay 50%* alcohol and drug abuse Preventive care Fully covered - 100% Fully covered - 100% 50%* Outpatient surgery Fully covered - 100% $50 co-pay plus 30% co-insurance* 50%* Inpatient room and board Fully covered - 100% $100 co-pay plus 30% co-insurance* $2,000 co-pay per admission, then 50% Inpatient diagnostic lab and X-ray Fully covered - 100% $50 co-pay plus 30% co-insurance* 50%* Outpatient diagnostic lab and Fully covered - 100% $50 co-pay plus 30% co-insurance* 50%* X-ray Inpatient mental and nervous/ Fully covered - 100% $50 co-pay plus 30% co-insurance* 50%* alcohol and drug abuse Emergency room Fully covered - 100% $50 co-pay $50 co-pay Urgent care Fully covered - 100% $30 co-pay 50%* Vision care - Children Children under age 19 receive 2 eye exams (including refraction and contact lens fitting) per plan year (no limit). Vision Care includes 2 pairs of glasses or an annual supply of contacts (max. 12 boxes), the plan pays up to $300 per person per plan year. Vision care - Adults For adults (age 19 or older), the plan pays up to $300 per person vision care (includes lenses, frames, contacts, routine exam and Lasik). Annual out-of-pocket limit for $2,150 per person prescription drugs $4,300 per family Retail prescription drugs After the $100 per person/$300 per family prescription deductible: Generic – $5 co-pay / Preferred brand – $45 co-pay / Non-preferred brand – $65 co-pay Mail order prescription drugs (up Generic – $10 co-pay / Preferred brand – $90 co-pay / Non-preferred brand – $130 to 90-day supply; no prescription co-pay deductible) *Subject to deductible. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 04
KEY FEATURES OF THE VHC PP02 VHC offers a PPO2 medical plan with different benefits compared to the PPO Plan when you use the VHC network. You save money when you use network providers. This includes care delivered through new Mayo Clinic Complex Care Program offered by VHC, and pediatric specialty care by Children’s National Health System. For a list of providers in the VHC Physician Group network visit vhcphysiciangroup.com. For a list of network providers, visit the CareFirst Administrators website: www.CFABlue. com or call the Customer Service number: 1-866-942-7859. SERVICES VHC IN-NETWORK OUT-OF-NETWORK* Annual deductible $200 per person $500 per person $2,000 per person $400 per family $1,000 per family $4,000 per family Pre-existing condition limits None None None Annual out-of-pocket limit $4,000 per person $6,000 per person $12,000 per person $8,000 per family $12,000 per family $24,000 per family Primary care physician visits $10 co-pay VHC Physician $25 co-pay 50%* Group OB/GYN visits $15 co-pay $15 co-pay 50%* Maternity care $15 co-pay $15 co-pay 50%* Well baby visit 100% 100% 50%* Pediatrician $15 co-pay $15 co-pay 50%* Specialist visits $25 co-pay VHC Physician $45 co-pay 50%* Group Outpatient mental and nervous/ $15 co-pay $15 co-pay 50%* alcohol and drug abuse Preventive care Fully covered - 100% Fully covered - 100% 50%* Outpatient surgery 15%* $50 co-pay plus 50%* 30% co-insurance* Inpatient room and board $50 co-pay per admission, $100 co-pay per $2,000 co-pay per then 15% admission, then 30% admission, then 50% co-insurance* Inpatient diagnostic lab and 15%* $50 co-pay plus 50%* X-ray 30% co-insurance* Outpatient diagnostic lab and 15%* $50 co-pay plus 30% 50%* X-ray co-insurance* Inpatient mental and nervous/ 15% $100 co-pay plus 50%* alcohol and drug abuse 30% co-insurance* Emergency room $100 co-pay plus 15% $100 co-pay plus 15% $100 co-pay plus 15% co-insurance co-insurance co-insurance Urgent care 15%* 15%* 50%* Vision care - Children Children under age 19 receive 2 eye exams (including refraction and contact lens fitting) per plan year (no limit). Vision care includes 2 pairs of glasses or an annual supply of contacts (max. 12 boxes), the plan pays up to $300 per person per plan year. Vision care - Adults For adults (age 19 or older), the plan pays up to $300 per person vision care (includes lenses, frames, contacts, routine exam and Lasik). Annual out-of-pocket limit for $2,150 per person prescription drugs $4,300 per family Retail prescription drugs After $100 per person/$300 per family prescription deductible: Generic - $5 co-pay / Preferred brand - $45 co-pay / Non-preferred brand - $65 co-pay Mail order prescription drugs Generic - $10 co-pay / Preferred brand - $90 co-pay / Non-preferred brand - $130 co-pay (up to 90-day supply; no prescription deductible) *Subject to deductible.05 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
KEY FEATURES OF THE HIGH DEDUCTIBLE PLAN (HDP)VHC offers a High Deductible Plan (HDP) medical plan. Only this plan option will be available to all hospital employees (full-time, permanent part-time, PRN and part-time working less than 20 hours per week status). The plan offers a $2,000 individualdeductible, with 20% or 30% member co-insurance thereafter you use VHC or in-network providers. Receive the highestlevel of benefits when you receive care from the VHC network, including VHC facilities, the VHC Physician Group network(vhcpysiciangroup.com), the Mayo Clinic Complex Care Program offered by VHC, and pediatric specialty care not provided atVHC but available through our collaboration with Children’s National Health System. The plan is administered by CareFirst anduses the national Blue Preferred network. To find in-network providers, visit CFABlue.com or call 1-866-942-7859. SERVICES VHC IN-NETWORK OUT-OF-NETWORK* Annual deductible $2,000 Individual $4,000 Individual / $8,000 (integrated medical & prescription) $4,000 Family Family Pre-existing condition limits None None Annual out-of-pocket limit $5,500 per person $11,000 per person (integrated medical & prescription) $11,000 per family $22,000 per family Primary care physician visits 80% at VHC* 70% In-Network* 50%* OB/GYN visits 80% at VHC* 70% In-Network* 50%* Maternity care 80% at VHC* 70% In-Network* 50%* Well baby care 100% 100% 50%* Pediatrician 80% at VHC* 70% In-Network* 50%* Specialist visits 80% at VHC* 70% In-Network* 50%* Outpatient mental and nervous/ 80% at VHC* 70% In-Network* 50%* alcohol and drug abuse Preventive care 100% at VHC 100% In-Network 50%* Outpatient surgery 80% at VHC* 70% In-Network* 50%* Inpatient room and board 80% at VHC* 70% In-Network* 50%* Inpatient diagnostic lab and X-ray 80% at VHC* 70% In-Network* 50%* Outpatient diagnostic lab and 80% at VHC* 70% In-Network* 50%* X-ray Inpatient mental and nervous/ 80% at VHC* 70% In-Network* 50%* alcohol and drug abuse Emergency room 80%* 80%* Urgent care 80% at VHC* 70% In-Network* 50%* Vision care - Children Children under age 19 receive 2 eye exams (including refraction and contact lens fitting) per plan year (no limit). Vision Care includes 2 pairs of glasses or an annual supply of contacts (max. 12 boxes), the plan pays up to $300 per person per plan year.* Vision care - Adults For adults (age 19 or older), the plan pays up to $300 per person vision care (includes lenses, frames, contacts, routine exam and Lasik).* Retail prescription drugs 80%* Mail order prescription drugs 80%* (up to 90-day supply) *After deductible has been met. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 06
CONDITION MANAGEMENT PROGRAMS We are pleased to offer focused condition management programs from Hinge Health, Hello Heart and Livongo to participants in the PPO, PPO2 and HDP medical plan options. HING E HEALT H VHC is partnering with Hinge Health to offer personalized help with back, knee, hip, shoulder, or neck pain. If you are eligible and choose to participate in this voluntary program, a health coach will tailor an exercise therapy and education program specifically to meet your needs, your schedule and your pace. Participants report an average pain reduction of 60% with a commitment of about 45 minutes per week. Best of all, the program is available at no cost to you. VHC pays the full cost of the program. For answers to questions, you can call Hinge Health at (855) 902-2777 or send an email to hello@hingehealth.com. HEL LO HEART Sign up for Hello Heart to receive a free blood pressure monitor that connects to an app on your smartphone and makes it simple for you to track your heart health. Check your blood pressure, access personalized information, set medication reminders and if you choose, share readings and progress reports with your physician. Available at no cost to eligible employees, Hello Heart advantages include: • Use your personal Hello Heart monitor to check your blood pressure. The smartphone app will instantly save your readings and provide clear explanations of what they mean. • Easily send your readings and progress reports to your doctor (if you want) to catch potential issues early. • Access easy personalized tip for maintaining a healthy heart. • Set reminders in the Hello Heart app so you never forget when it’s time for your medication. • Your information is kept 100% private to you on your phone. • Access the Hello Heart app whenever you need it – anywhere, anytime. If you have questions, please reach out to Hello Heart support at support@helloheart.com or call 1-800-767-3471. LIVO NG O Livongo makes living with diabetes easier, and you can enroll in the Transform Care program to receive added support and benefits from your VHC prescription benefits through CVS Caremark. Transform Care is available at no cost to eligible employees as part of VHC medical coverage. By participating, you receive: • A Blood Glucose Meter that automatically uploads your blood glucose readings to your secure online account and provides real-time personalized tips. • Support from coaches whenever you need help. Communicate with a coach anytime about diabetes questions, nutrition or lifestyle changes. • Strips at no cost to you. When you are about to run out, Transform Care sends more strips right to your door. To learn more and join, text GO VHC to 85240, visit join.livongo.com/VHC/register or call 1-800-945-4355 and use the registration code VHC. If you have medical coverage through VHC, this program is offered to you and your covered family members with diabetes.07 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
KEY FEATURES OF THE KAISER PERMANENTE HMOAs a Kaiser Permanente Signature HMO member, you have the ability to choose a primary care physician and receive care at anyKaiser Permanente medical center or from affiliated physicians. Many of the medical centers also offer pharmacy, lab, X-ray, urgentcare and vision services, allowing you the convenience of being able to access all these services in one trip. For additional information,visit the Kaiser Permanente website: www.kp.org or call the customer service number: 1-800-777-7902 or 301-468-6000 (Washingtonmetro area). For medical advice or appointments, please call 1-800-777-7904 or 703-359-7878. SERVICES IN-NETWORK BENEFITS Annual deductible None Annual out-of pocket limit $3,500 per person / $9,400 per family Pre-existing condition limit None Primary care physician visits $15 co-pay Specialist visits $30 co-pay OB/GYN visits $15 co-pay Maternity care No co-pay (Once diagnosis of pregnancy is confirmed) Well baby care No charge Outpatient surgery $50 co-pay In-patient room and board No charge In-patient diagnostic lab and X-ray No co-pay Outpatient diagnostic lab and X-ray No co-pay Outpatient specialty imaging $50 co-pay In-patient behavioral and chemical No charge Outpatient behavioral and chemical $7 group therapy / $15 individual therapy Preventative care No co-pay Urgent care $30 co-pay Emergency room $50 co-pay (waived if admitted) Generic - $10 KP medical center or VHC pharmacy / $30 community participating pharmacy Formulary - $30 KP medical center or VHC pharmacy / $50 community participating Prescription plan pharmacy Non-Formulary - $50 KP medical center or VHC pharmacy / $75 community participating pharmacy Mail order prescription plan Generic - $10 (2x for a 90 day supply) Formulary - $30 (2x for a 90 day supply) Non-Formulary - $50 (2x for a 90 day supply) Routine eye refractions $15 co-pay Vision care Pediatric vision eyewear (up to age 19) no co-pay $250 allowance every two years towards frames/lenses/contact lenses for adults 19 years or older WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 08
DENTAL CARE BENEFITS Dental coverage is provided through the Delta Dental PPO plus Premier plan. Delta Dental offers a large nationwide network of providers and you will be able to take advantage of lower out-of-pocket expenses when you receive services from PPO or Premier dentists because of the preferred pricing the network has established. Your benefits are based on levels of treatment: Diagnostic & Preventive, Basic, Major, and Orthodontic. MAX O VER MaxOver is a plan feature that encourages preventive care by allowing you to roll over a portion of the plan’s annual maximum. If you have at least one preventive visit and cleaning within the plan year and your claims are less than the MaxOver threshold, the appropriate amount will be added to your benefit maximum for the next plan year. Plan coverage also includes the Healthy Smile, Healthy You program. It offers additional benefits if you are pregnant, diabetic, receiving radiation and/or chemotherapy for cancer, or at high risk for certain cardiac conditions. Please refer to the Dental Plan Summary Plan Description available on the Benefits Corner site located on the Employee Portal for specific details. To contact Delta Dental for providers or customer service, you can visit the website at: www.deltadentalva.com or by phone at 1-800-237-6060. SERVICES IN-NETWORK PPO/PREMIER OUT-OF-NETWORK Annual deductible $75 per person/$150 per family Annual benefit maximum $1,500 per person, per plan year Oral exams 100% 100% Periodontal/Regular cleanings 100% 100% Fluoride applications 100% 100% Bitewing X-rays 100% 100% Full mouth/panelipse X-rays 100% 100% Space maintainers 100% 100% Sealants 100% 100% Palliative treatment 100% 100% Healthy Smile, Healthy You Program 100% 100% Amalgam and composite fillings 80%* 80%* Stainless steel crowns 80%* 80%* Oral surgery 80%* 80%* Denture repair and recementation of 80%* 80%* crowns, bridges and dentures Endodontic services/root canal therapy 80%* 80%* Periodontic services 80%* 80%* Therapeutic drug injections 80%* 80%* TMJ and bruxism 80%* 80%* Prosthodontics/dentures/bridges 50%* 50%* Crowns 50%* 50%* Implants 50%* 50%* Orthodontic 50%** 50%** *Subject to deductible **$1,500 lifetime maximum applies09 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
EMPLOYEE COST: MEDICAL AND DENTAL PLANSYour per pay period deductions for medical coverage and dental coverage, from April 1, 2021 through March 31, 2022,are shown below. If your spouse is enrolled in a healthcare option, you will be subject to a monthly spousal privilegepremium of $300 ($138.46 per pay period). Please contact Human Resources if you are eligible for a waiver. The spousalprivilege premium fee stays in effect through the benefits plan year unless you have a qualifying event to remove yourspouse from your VHC health insurance plan. COVERAGE LEVEL FULL-TIME PERMANENT PART-TIME NON-SMOKER/ SMOKER NON-SMOKER SMOKER VHC PPO HEALTH PLAN Employee only $122.75 $141.16 $245.50 Employee + child(ren) $260.52 $299.60 $521.04 Employee + spouse $303.26 $348.75 $606.52 Family $429.09 $493.45 $858.18 VHC PPO2 HEALTH PLAN PERMANENT PART-TIME NON-SMOKER/ SMOKER Employee only $66.94 $76.98 $133.88 Employee + child(ren) $182.98 $210.43 $365.96 Employee + spouse $203.06 $233.52 $406.12 Family $292.32 $336.17 $584.64 PERMANENT PART-TIME/ VHC HDP (HIGH DEDUCTIBLE PLAN) PRN/PART-TIME NON-SMOKER/ SMOKER Employee only $47.98 $55.18 $70.77 Employee + child(ren) $69.17 $79.55 $138.34 Employee + spouse $82.56 $94.94 $165.12 Family $111.57 $128.31 $223.14 KAISER PERMANENTE SIGNATURE HMO HEALTH PLAN PERMANENT PART-TIME NON-SMOKER/ SMOKER Employee only $108.63 $124.92 $217.26 Employee + child(ren) $230.53 $265.11 $424.77 Employee + spouse $268.34 $308.59 $536.68 Family $379.71 $436.67 $697.65 Coverage Level Full-Time & Permanent Part-Time DENTAL PLAN Employee only $19.80 Employee + child(ren) $37.81 Employee + spouse $41.62 Family $69.90*If your spouse is enrolled in a healthcare option, you may be subject to a monthly spousal privilege premium of $300.00 ($138.46/pay period)Coverage begins the first day of the month following your eligibility date. If any premium deductions are missed due to the timingin which you have submitted your enrollment, these premiums will be collected from future paychecks.If you are Part-Time (working less than 20 hours per week) or PRN employee enrolled in health insurance and a premiumcannot be collected from your paycheck due to lack of hours worked in a pay period, a check must be submitted to HRwithin 7 days of the missed deduction paycheck date. If a payment is not received for the amount due, your benefits willbe terminated on the last day of the coverage month and your will be responsible for payment of any missed premiums. Foremployees who terminate employment with VHC and miss a premium from their paycheck, you will receive a bill for the unpaidamounts. It is your responsibility to check your paystubs for accuracy of enrollment and premium deductions. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 10
INCOME PROTECTION BENEFITS Short-Term Disability, Long-Term Disability, Life Insurance, Accidental Death and Dismemberment Insurance, Critical Illness Insurance, and Accident Insurance are insured through MetLife Insurance Company. SH O RT-TER M D I S A B I L I T Y A very real concern among people who work for a living is the need to protect their income during periods of disability. Short-Term Disability (STD) insurance helps to safeguard your income in the event that you experience a prolonged sickness or injury. This insurance coverage is available to benefit-eligible employees only. Employees pay the full cost with after-tax premiums for this benefit. There is a 7-day elimination period for illness and a 15-day elimination period for injury and you must deplete your accrued sick time (SCK) accruals before STD payments go into effect. Refer to the STD Plan Summary booklet for more information about this benefit. LONG -TER M D I S A B I L I T Y What if you have an extended illness and can’t work? How would the mortgage or other debts get paid? How would you take care of your family? In fact, you are more likely to become disabled during your working career than to die. That’s why we offer you Long-Term Disability (LTD) coverage. Monthly LTD benefits are paid after you’ve been certified as partially or totally disabled and unable to work for 90 days. Employees pay the full cost with after-tax premiums. The plan works together with other disability benefits that you may receive – such as Social Security, Worker’s Compensation, STD, and/or your sick bank. Refer to the LTD Plan Summary booklet for more information about this benefit. LIFE/ ACCID E N TA L D E AT H & DI S M E M BE RM E NT ( A D&D) I NS URAN CE Term Life Insurance pays benefits to your beneficiary if you die. VHC pays the premium for this coverage. EMPLOYEE STATUSLIFE/AD&D BENEFITS Full-time employee 1 x annual salary Permanent part-time employee ½ x annual salary D E S I G N AT E A B EN EFIC IA RY When you enroll, it is required for you to name a beneficiary (or beneficiaries) to receive your life insurance. You may name anyone you wish, and you may change your designation at any time. OPT IO NAL TE R M L I F E You are eligible to buy additional term life insurance for yourself, your spouse, and your children. You may purchase additional life insurance for yourself and your spouse in $10,000 increments up to $500,000. You may also purchase additional AD&D coverage for yourself and your spouse up to $250,000. The coverage amount you elect for your spouse may not exceed 100 percent of your additional life coverage. If you wish to purchase additional term life insurance or additional term life insurance with AD&D coverage for your children for a policy of $5,000 or $10,000 coverage, you must also purchase additional term life insurance. You pay for this optional life insurance on a pre-tax basis, and you can continue it when you retire or leave VHC . You must inform the Benefits Department in Human Resources if you wish to continue this insurance.11 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
CRI TICAL ILL N E S SCritical illness insurance provides a lump-sum cash benefit to cover expenses associated with a qualifying seriousillness. You and your loved ones are covered for critical illnesses such as: • Cancer • COVID-19 • Multiple Sclerosis • Parkinson’s Disease • Heart Attack • Stroke • Alzheimer’s and 20+ additional conditions.Lump-sum payments can be used to pay for cost of care and treatment and the replacement of lost income due to amajor medical catastrophic event. You and your family members are guaranteed coverage up to $30,000 with no medicalexam needed. If you retire or change jobs, you can take your coverage with you.Other benefits include: • Health Screening benefit which pays $50 • Will preparation services • MetLife Vision Access Discount programAC CID ENT IN S U R A N C EAccident Insurance helps you pay for the medical and out of pocket expenses you incur after and accidental injury, andincludes an annual $50 wellness benefit. If major medical insurance is not an option for you, accident insurance mayhelp provide financial protection with benefits you can use however you choose. The plan provides a lump sum paymentfor over 150 different covered events such as: • Fractures • Dislocations • Burns • Cuts or lacerations • Eye InjuriesA sports rider can also provide benefits for injuries you sustain playing sports. You will receive a lump sum payment forcovered medical services or treatment such as emergency care, inpatient and outpatient surgery, physician visits andtherapy services (physical and occupational therapy).The plan provides protection 24 hours a day while on or off the job. You may elect coverage for you or your familymembers and no medical exam is needed. If you retire or change coverage you may take the coverage with you.HOSPITAL IN D E M N I T Y I N S U RA NC EHospital Indemnity Insurance provides you a cash benefit to help pay costs associated with hospitalization, or usehowever you choose. Benefits can be paid in the event of confinement, admission and intensive care; when you enroll,you can select the level of coverage that is right for you. This voluntary insurance includes a $50 per calendar year healthscreening benefit per covered insured. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 12
FLEXIBLE SPENDING ACCOUNTS (FSA) Flexible Spending Accounts (FSAs) can help make your pay go farther if you have eligible expenses, because they offer a way for you to pay for eligible expenses with pre-tax dollars. You have the option of three accounts: • A Medical FSA. You may contribute up to $2,750 each plan year to pay for eligible medical, dental, vision, and prescription drug expenses that are not covered by another source, such as insurance. • A Limited Purpose FSA. You may contribute up to $2,750 each plan year to pay for eligible dental and vision expenses that are not paid by another source, such as insurance. This FSA is designed for employees who are enrolled in the High Deductible Plan for medical coverage. • A Dependent Care FSA. You may contribute up to $5,000 each plan year (or $2,500 if you are married, but file separate income tax returns) to pay for eligible daycare expenses while you are at work. Highly Compensated Employees (HCEs) can contribute up to a maximum of $2,500 each plan year. FSAs are administered by Optum. You may access balance information and submit your claims online through the Optum website: www.OptumBank.com. Please see the Benefits Corner site, located on the Employee Portal for FSA set-up and login instructions. To contact www.OptumBank.com, call 1-800-243-5543. H OW F SA S W O R K It’s easy to enroll and simple to use these accounts. • Estimate the eligible expenses that you and your family will have during the plan year (refer to the Flex Plan Summary Plan Description for a list of eligible expenses). • Divide your anticipated annual eligible expenses by the number of pay periods in the plan year. The amount you elect during enrollment will be added to the applicable FSA on a pre-tax basis each pay period. • Reimbursem*nt checks are mailed to your home address, or you can enroll in direct deposit online through www.OptumBank.com.13 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
EX AM PL E S OF E L I G I B L E F S A E X P EN S ESMedical FSA • Your share of medical and dental care expenses, such as co-payments and deductibles • Prescription drug co-payments • Non-covered vision care expenses such as eye exams, eyeglasses, contact lenses, or laser vision correction • Non-covered hearing exams and hearing aidsLimited Purpose FSA • Qualified dental expenses, such as cleanings, fillings, crowns and braces • Qualified vision expenses, such as contact lenses, eyeglasses, eye exams, vision correction proceduresDependent Care FSA • Care for children up to age 14 at a licensed nursery school, day camp, or childcare center that provides day care • Services from individuals who provide childcare in or outside your home while you work • Household services (related to the care of the elderly or disabled adults or children who live with you) provided by a housekeeper, maid, cook, etc., as long as the individual is partly responsible for the well-being and care of your qualified dependents • Care by a nurse or home health care agency for care for your spouse or legal dependent that is physically or mentally incapable of self-careIRS FO R FEIT U R E R U L E SVHC has adopted several IRS rules to recognize the special circ*mstances resulting from the pandemic. • 100% of your unused Medical FSA 2020-21 plan year contributions will roll over to the 2021-22 plan year. • If you are contributing to a Dependent Care FSA, VHC will allow an extended 12-month grace period for you to incur eligible expenses. That means you can incur expenses through March 31, 2022. Contributions you make during the 2021-22 plan year must also be incurred by March 31, 2022. • Your Dependent Care FSA can be used for eligible expenses for children who turned age 14 during the plan year (including any extension). Previously, eligibility ended at age 13.If your employment ends, the Medical FSA or Limited Purpose FSA may be used for expenses you incur through the day thatyour coverage ends. The Dependent Care FSA may be used for expenses you have up until the end of the plan year in whichyour coverage ends. For more information, visit the IRS website at www.irs.gov and view IRS publications: 503 (Dependent CareFSA), 502 and 969 (Medical FSA). WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 14
HEALTH SAVINGS ACCOUNTS A Health Savings Account (HSA) lets you set aside money on a pre-tax basis to pay for qualified medical expenses. By using untaxed dollars in an HSA to pay for deductibles, co-payments, co-insurance and other eligible expenses, you can lower your overall health care costs. An HSA can be used only if you have a High Deductible Health Plan (HDHP). The annual contribution limit for individual coverage is $3,600. For those with family coverage, the annual contribution limit is $7,200. Catch-up contributions can be made any time during the year by HSA-eligible participants who will be age 55 or older by the end of the year. Those 55 or older can contribute up to $1,000 extra annually in catch-up contributions. HOW HSA’S WORK Opening an HSA allows you to pay less in federal income taxes, because you can make before-tax deposits to your account – and those before-tax deposits reduce your taxable income for federal income tax purposes. The money in your HSA is yours to withdraw at any time to pay for eligible medical expenses that aren’t paid by your high-deductible individual health insurance policy. You can use the funds in your HSA to pay for deductibles, co-payments and co-insurance for qualified medical expenses such as: • Doctor Visits • Dental Care • Vision Care • Prescription Medications • Chiropractic Services Be sure to save your receipts! For a full list of qualified medical expenses, visit www.optumbank.com/qualified expenses Your HSA rolls over from year to year, so you can continue to grow your savings and use it in the future – even into retirement. IMPORTANT HSA RULES • You must be enrolled in the HDP for your medical coverage if you want to contribute to an HSA • If you are enrolled in the HDP and choose not to contribute to the HSA you can enroll into the Medical FSA plan • If you enroll into the HDP and you choose to contribute to the HSA you will NOT be allowed to enroll into the Medical FSA plan15 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
COMMUTER BENEFITSTRANSIT, VA N P O O L , R I D E S H A RI NG A ND PA RKI NGThe commuter benefit encourages employees to use mass transit and shared transportation solutions in commuting to andfrom work. It allows you to pay eligible expenses with pre-tax money through Qualified Transportation Accounts.All regular full-time and permanent part-time employees are eligible to participate and can establish a transit account and/or aparking account. You can set aside:• Up to $270 a month for eligible transit, vanpooling and ride sharing expenses, and/or• Up to $270 a month for eligible parking expenses.If you enroll for one or both types of accounts, you will be able to log in at OptumBank.com and click on the commuter link to:• Have funds placed directly on your SmarTrip card• Pay your parking garage• Load funds on a debit card for UberPool/Lyft pool rides• Buy bus and train passes, etc.If you have both a transit account and a parking account, each account is entirely separate. Funds cannot be transferred from oneto the other. Transit and/or parking benefits are limited to employee expenses only: your accounts cannot be used for the transit orparking expenses of your spouse or dependents.ARLINGTON TRANSIT COMMUTER BENEFITYou can ride ART 51 and ART 52 buses for free by showing your Hospital ID badge upon boarding. The ART 51 bus servescustomers who travel between Ballston Metro and Virginia Hospital Center. The ART 52 bus serves customers who travel betweenEast Falls Church Metro and Virginia Hospital Center. You can also go online to: • Sign up for text alerts about severe weather and how it may impact your ART route, • View transportation schedules throughout the Arlington area, and • Purchase ART and other transit fares.For information on these and other benefits, visit www.commuterpage.com/art or call 703-228-RIDE.In addition, take advantage of the free Guaranteed Ride Home program that can provide you with a FREE reliable ride home foremergencies or unscheduled overtime, up to four times per year, if you are a commuter who regularly (at least 2x/week) takes transit,bikes, walks or carpools/vanpools to work. Register for free at tdm.commuterconnections.org/mwcog or call 1-800-745-7433.VANPOOL CONNECTIn an effort to get more people interested and educated in vanpool transportation, Arlington Transportation Partners (ATP) hasteamed up with local vanpool providers, to help people secure an easy and affordable commute both into and out of ArlingtonCounty. Commuters are able to use their pre-tax commuter benefits to pay for the vanpool.For more information on how ATP’s Vanpool Connect program, visit JoinAVanpool.com or 703-247-9299What is a Vanpool?Vanpools are a group of commuters traveling from one or more origination points to a shared destination. Vanpools include as few as 4and up to 15 people. Vanpools help reduce stress and allow commuters to avoid traffic with a direct route consisting of minimal stops.Vanpools are most cost effective for employees who live 15 miles or more from their destination. The pricing for the van is fixed ona monthly basis, the only fluctuation being the price of gasoline.Commuter vanpools are eligible for the transit benefit (up to $270/month), as defined by the IRS. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 16
PAID TIME OFF (PTO) Paid Time Off (PTO) is a benefit that combines traditional vacation, holiday and personal leave, providing you with flexibility to schedule time off with pay. You will be granted an allotment of PTO hours at the beginning of each calendar quarter, January 1, April 1, July 1 and October 1, depending on your position and service. FULL-TIME STAFF PTO ACCRUAL Years of Service Quarterly PTO Grant* STAFF 5 years or less 44 hours More than 5 years 54 hours DEPARTMENT HEAD 0-3 years 54 hours More than 3 years 64 hours * January 1, April 1, July 1 and October 1 PERMANENT PART-TIME STAFF PTO ACCRUAL Years of Service Quarterly PTO Grant* STAFF 5 years or less 18 hours More than 5 years 25 hours DEPARTMENT HEAD 0-3 years 27 hours More than 3 years 32 hours * January 1, April 1, July 1 and October 1 Part-time staff working fewer than 20 hours per week do not accrue any PTO regardless of A CC UMULATI O N If you have unused PTO at the end of a calendar year, up to 40 hours of unused PTO may be carried over. Unused PTO in excess of 40 hours will be converted into sick leave. At the end of your employment with VHC , you can receive a payment of unused PTO, equal to 75% of your pay rate for up to 40 hours of unused PTO. H OLID AY TIM E Regular full-time employees will receive an additional 56 hours and Permanent part-time employees will receive an additional 28 hours in holiday time over a full calendar year. Holiday time will be paid on the recognized/observed holiday by VHC . The following holidays are recognized: • New Year’s Day • Memorial Day • Labor Day • Christmas Day • Martin Luther King, Jr. Day • Fourth of July • Thanksgiving Day17 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
SICK TIMESick time is intended to enable you to accrue sufficient time to bridge the waiting periods between the onset of Short-TermDisability (STD) and/or Long-Term Disability (LTD). Sick time (SCK) pay is restricted to use for personal illness/injury only,and physician certification may be requested before SCK hours are used.You may use accrued Sick Time (SCK) pay if your absence is due to: • A personal injury/illness • A hospital (inpatient) admission. • An outpatient surgical procedure, including dental surgery. • A work-related illness or injury sustained on the job that qualifies for workers compensation. • A re-occurrence of an illness. • A doctor appointment.All regular full time and permanent time staff are eligible to utilize sick time after successful completion of their 90 dayprobationary period. FULL-TIME SICK TIME (SCK) ACCRUAL SCALE YEARS OF SERVICE ACCRUAL 5 years or less 0.02690 per hour STAFF More than 5 years 0.03846 per hour DEPARTMENT HEAD All years of service 0.03846 per hour PERMANENT PART-TIME SICK TIME (SCK) ACCRUAL SCALE YEARS OF SERVICE ACCRUAL STAFF All years of service 0.02690 per hourFAMILY LEAVE PROGRAMVHC recognizes the need for employees to be responsible for family matters. All full-time (work 32 hours or more per week)and permanent part-time employees (work 20 hours or more per week) become participants in the family leave programupon hire. To begin using the accrued time in this program, you must have a continuous service date of five years or more.Full-time employees will earn FVL ACC and accrue up to four days per year; permanent part-time employees will earn FVLACC and accrue up to two days per year. The maximum accrual is up to 20 days for full-time employees and up to 10 daysfor permanent part-time employees.USE O F FAM I LY L E AV E A C C R U A L ( F V L A C C )When an employee has an approved qualified family medical leave situation (as defined by the Federal government) and hasreached the five year service requirement, he/she is eligible to use the days accrued in their family leave bank. You must completea request form and turn it in to Human Resources along with required medical certification. Your timekeeper will record your timeas SCK or PTO, or leave without pay. Human Resources and Payroll will credit back your hours. Once an employee has exhaustedthe family leave bank he/she will once again begin to accrue days for future family leave purposes. Human Resources mustapprove family leave pay before it is credited back to your used hours, and you must provide proper medical certification. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 18
VHC RETIREMENT PROGRAM Building financial resources for your future is important – and it’s a shared responsibility. For most people, the resources for retirement come from three primary sources: their own savings, employers and Social Security. At VHC, our Savings Plan is a resource that gives you both a way to build your own savings and receive assistance from your employer. SAV ING S PLA N The plan can help you achieve your financial goals for the future in several important ways: • Your contributions. You can save a percentage of your pay, up to IRS-determined limits each year. • Matching contributions. VHC adds matching contributions based on the first 8% of pay you save. • Investment options. You choose how your account will be invested. • Tax advantages. Your account is tax deferred to help you accumulate more for your retirement. The plan is a flexible, convenient way for you to save. Depending on your compensation each year of service within the organization, you will participate in either a 401(k) or a 403(b) version of the plan. Both of these plans include a Roth feature, which blends characteristics of a traditional 401(k) or 403(b) with features of a Roth IRA. Important plan features are identical in both versions. Y O UR C O N T R I B U TION S You can elect to save from 1% to 50% of your eligible compensation in the plan, up to an IRS-determined annual limit. For 2021, the limit on your regular contributions is $19,500. If you are at least age 50, or if you will turn age 50 during the year, you are eligible to make additional “catch-up” contributions to help you reach your goals faster. You can contribute up to $6,500 in catch-up contributions in 2021. To make catch-up contributions, you must adjust your deferral to contribute the higher maximum of $26,000 in 2021 ($19,500 in regular contributions plus $6,500 in catch-up contributions). M AT C H I N G C O N T RIB U TION S When you are saving for your future by contributing to the plan, VHC makes matching contributions to your account. The contributions you make, up to 8% of your eligible pay, will be matched as follows: VHC MATCH YOUR YEARS OF SERVICE On first 8% of eligible pay contributed Less than 5 years 65% 5-9 years 75% 10-14 years 85% 15 or more years of service 100% The match, which increases as your length of service increases, rewards both your commitment to save and your commitment to VHC. EMPLOYER MATCHING CONTRIBUTIONS VHC offers additional money to help you save for retirement. You are eligible for matching contributions after completing two years of service. You must be an active employee on December 31, and worked 1,000 hours in the Plan Year to be eligible for the match. The match will be contributed annually following the end of each calendar year.19 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
I NV E S T M E N T O PTION SIn addition to growing from the contributions made by you and VHC , your account can also grow over time throughinvestment earnings. The plan allows you to choose how to invest your account. You can choose any combination of a varietyof available funds. Your choices include a range of asset classes (such as stocks vs. bonds) and investment mixes, so youraccount can be invested in a way that will be consistent with your goals.TA X A D VA N TA G ESYour pretax contributions, VHC contributions and investment earnings are tax-deferred. This means that you do not paytaxes until this money is withdrawn from your account. If you make Roth contributions to your retirement plan, these payrolldeductions are made on an after-tax basis, meaning you pay current federal and, if applicable, state and local taxes in theyear the contributions are made. Withdrawals of Roth contributions are tax-free if certain criteria are met.M A K E T H E M O S T O F TH E P LANTo make the most of your VHC retirement benefits, you should contribute at least 8% of your eligible pay to the Savings Plan.For more information about the plan and your investment choices, contact our plan administrator, T. Rowe Price. Call 1-800-922-9945 (available business days between 7 a.m. and 10 p.m. ET), connect with the retirement website rps.troweprice.comor mobile solutions troweprice.com/mobilesolutions.SAV ING S PLA N H I G H L I G H T S PLAN FEATUREWho is eligible You are eligible to participate starting on your date of hireHow to enroll Enroll directly with T. Rowe Price • Web: rps.troweprice.com • Phone: 1-800-922-9945 • Mobile: troweprice.com/mobilesolutionsYour contributions Make pre-tax and/or post-tax contributions of up to 1% to 50% of eligible pay • Up to IRS limit of $19,500 in 2021 • Additional $6,500 in catch-up contributions allowed if at least age 50 during 2021Hospital contributions Hospital matches your contributions as follows: YEARS OF SERVICE MATCH AMOUNT On first 8% of eligible pay contributed Less than 5 years $0.65 5-9 years $0.75 10-14 years $0.85 15 or more years of service $1.00Investing your account Your choice of a variety of professionally managed fundsMore information See the Summary Plan Description on the Benefits Corner site, located on the Employee Portal or connect with the T. Rowe Price resources above. WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE 20
ADDITIONAL BENEFITS PROVIDED BY VHC As an employee with VHC, you are also entitled to other additional benefits: • Virginia Hospital Center Urgent Care Center - Open 24 • Health promotion fitness class and health screening discount hours a day, 7 days a week • Hospital discount for employee and family members • ATM money machines on campus • On-site employee health nurse • Cafeteria discount • Retirement education sessions • Childbirth Education class discount • Smoke/drug free campus • Direct deposit • Smoking cessation program • Employee lactation rooms • Workforce Enhancement education program • Employee recognition program “Stars” • Worker’s Compensation • Flu shots (free) • Career development and mentorship programs • Gift shops on campus • Tuition reimbursem*nt EMPLOYEE PARKING VHC provides free parking to all employees. Employees are assigned to our on-campus garages, or to one of several nearby off- site parking lots. During peak morning and evening hours, a free shuttle service is provided to and from these off-site parking areas. Employees also have the option to take the local ART 51 bus to and from VHC’s main campus. Through our partnership with Arlington County, employees can ride these two buses for free by presenting their VHC ID. VHC spends approximately $1 million annually to provide employees with free parking and transportation. WORK/LIFE BENEFITS ARLINGTON COMMUNITY FEDERAL AT&T WIRELESS DISCOUNT PROGRAM CREDIT UNION AT&T Signature Discount Program is available to all United Great News! As a Hospital employee, you and your immediate States based VHC employees. This program is available family are eligible to bank with Arlington Community Federal for employees that currently have AT&T wireless service or Credit Union! You may already have financial relationships, those wanting to become an AT&T wireless customer. VHC but keep the Credit Union in mind when you’re exploring your employees may receive 25% off their monthly AT&T wireless next banking needs. This is the neighborhood credit union, not services, including qualified voice and data plans. Begin a bank, and the commitment is to serving members and the using your benefit now by visiting att.com/wireless/vhc or greater community. Just as great – they’re available wherever by finding the AT&T store closest to you. Please provide the you are with access to over 20,000 ATMs and shared branching VHC employee discount code FAN# 5154666 along with or through the Mobile App. The mission of the Credit Union is proof of employment (employee badge or paystub) to the to empower the financial lives of members. Great ways to save, store representative. competitive rates, and a willingness to find solutions that other financial institutions might not be able to provide. • Loans (including mortgage, personal loans, fast cash) • Checking and Savings options • Investment and planning Visit www.arlingtoncu.org to learn more. To get started call 703-526-0200.21 WORKING FOR YOU: EMPLOYEE BENEFITS GUIDE
