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ZAPOZNIK INSURANCE (CONT'D)
0 OIL 0 a pylmk Do] T E C H N O L O G Y A N D R E P O R T I N G Plan Strategy Capabilities Sapoznik Insurance offers the following services to help you offer competitive and cost- effective benefit plan designs: PlanAdvisor® Eliminate guesswork from your benefits renewal process. Our goal is to turn viable solutions into real results through value -added tools that benefit your business. PlanAdvisor offers a simplified way to approach your benefits design planning by balancing both cost and value for your company and employees. We can help you: - Analyze your benefit plan costs against reliable benchmark information - Project the impact of medical and dental plan design changes - Estimate your renewal costs - Streamline the plan selection process for your employees - Compare yourself with other employers by region, size and industry Benchmark Surveys & Statistics Our benchmarking data provides you a standard to which you can compare your benefit programs. We will make recommendations to help you enhance your plan while at the some time remaining competitive and reducing your overall plan costs. Valuable benefit trend statistics and surveys are one of the core pieces of information that we provide to our clients to help support your benefit plan design strategy and decisions. These surveys and statistics provide benchmark data from leading consulting organizations around the country and cover the following topics: - Ancillary Benefits - Benefit Costs - Benefit Management - Health Care Costs - Health Care Reform - Health Plans - Prescription Drugs - Retirement Plans - Wellness Benefits - Vacation and Paid -Time Off Plan Design We offer our clients plan design educational pieces so that they are fully informed when considering their design options. ©Zywave, Inc. All rights reserved. 'INFORMATION Sapoznik Insurance can help you make educated (and cost - saving!) benefit plan decisions with PlanAdvisoro. Using this comprehensive tool, we can analyze and benchmark your claims data, model potential plan designs, estimate renewal costs and enhance employee decision- making — all designed to provide you with a cost - effective benefits plan tailored to your unique business and employee population. Contact Sapoznik Insurance today to learn more. step M _ way. HOW DO I STACK UP? We'll help you benchmark your cost and utilization data against nationally recognized norms, and provide access to thousands of survey results to see how you compare to others in your field. WHAT'S MY BEST OPTION? Extend the cost- savings to your employees by taking the guesswork out of open enrollment — your employees can input their expected health care needs and discover the most cost - effective plan for them. WHAT'S THE IMPACT OF A CHANGE? Balance cost efficiency with maintaining value in your plan - we can offer plan design modeling to show you the impact of a change before making any decisions. WHAT ARE MY FUTURE COSTS? To support your budgeting needs, we can calculate your projected plan renewal costs based on trend, midpoint and large claim information. ©Zywave, Inc. All rights reserved. Ca!! 305- 948 -8887 to learn more today! Plan Strategy Capabilities Sapoznik Insurance offers the following services to help you offer competitive and cost - effective benefit plan designs: PlanAdvisora Eliminate guesswork from your benefits renewal process. Our goal is to turn viable solutions into real results through value -added tools that benefit your business. PlanAdvisor offers a simplified way to approach your benefits design planning by balancing both cost and value for your company and employees. We can help you: - Analyze your benefit plan costs against reliable benchmark information - Project the impact of medical and dental plan design changes - Estimate your renewal costs - Streamline the plan selection process for your employees - Compare yourself with other employers by region, size and industry Benchmark Surveys & Statistics Our benchmarking data provides you a standard to which you can compare your benefit programs. We will make recommendations to help you enhance your plan while at the same time remaining competitive and reducing your overall plan costs. Valuable benefit trend statistics and surveys are one of the core pieces of information that we provide to our clients to help support your benefit plan design strategy and decisions. These surveys and statistics provide benchmark data from leading consulting organizations around the country and cover the following topics: - Ancillary Benefits - Benefit Costs - Benefit Management - Health Care Costs - Health Care Reform - Health Plans - Prescription Drugs - Retirement Plans - Wellness Benefits - Vacation and Paid -Time Off Plan Desian We offer our clients plan design educational pieces so that they are fully informed when considering their design options. ©Zywave, Inc. All rights reserved. 'INFORMATION Sapoznik Insurance can help you make educated (and cost - saving!) benefit plan decisions with PlanAdvisor °. Using this comprehensive tool, we can analyze and benchmark your claims data, model potential plan designs, estimate renewal costs and enhance employee decision - making — all designed to provide you with a cost - effective benefits plan tailored to your unique business and employee population. Contact Sapoznik Insurance today to learn more. -, of - HOW DO I STACK UP? We'll help you benchmark your cost and utilization data against nationally recognized norms, and provide access to thousands of survey results to see how you compare to others in your field. WHAT'S MY BEST OPTION? Extend the cost- savings to your employees by taking the guesswork out of open enrollment — your employees can input their expected health care needs and discover the most cost - effective plan for them. WHAT'S THE IMPACT OF A CHANGE? Balance cost efficiency with maintaining value in your plan - we can offer plan design modeling to show you the impact of a change before making any decisions. WHAT ARE MY FUTURE COSTS? To support your budgeting needs, we can calculate your projected plan renewal costs based on trend, midpoint and large claim information. Call 305 - 948 -8887 to learn more today! ' © Zywave, Inc. All rights reserved. U') M O LO CO LO (Y) E9} r M •• =• ! ow o I ! I I I M a 0 c i X L C C 4 L o � N L O s LL N LL N Y � 5 O N C N N d N D7 Q O G N T N M tf7 M O LO t, �. w r- i r r w ii I ! i lA+ • ! I I e t Y Z C i _Y c u C E o = fV O E a � LL T E m > LL N Y �J O c` N N N N v N L rn Q ti c N m N O Data Analysis Sapoznik Insurance has managed medical benefit programs for hundreds of employer groups in an effort to keep costs below comparable levels experienced by other employers. Our aggressive management technique includes a number of internal medical management and preventive health initiatives. As the health care industry continues to change, we have remained ahead of the game. With leading - edge technology, we obtain meaningful information that helps us evaluate cost drivers, trends and savings opportunities associated with our clients' medical benefits. In addition, we work to evaluate the impact of future plan changes. We provide employer groups with tools that will offer consistent year -to -year data, reporting formats and comparative benchmarks. This highly meaningful — yet understandable — information enables us to work together with your data in a continuous, interactive manner as plan management issues arise. Decision Master® Warehouse You face soaring health care and prescription drug costs, but lack the data you need to make money- saving decisions. Decision Master Warehouse (DMW) is a Web -based decision support system that allows you to assess your group medical and Rx plans with an easy -to -use management report. With DMW, we'll offer you clear recommendations to combat problems with utilization and plan costs based on analysis of your carrier data. You'll have the solid, high - quality information you need to formulate plan design decisions. Here's a small sample of the issues you can drill into with DMW: - Why are office visits so high? Who is going to the doctor? Why are they going? Are they using in- network or out -of- network providers? - Why are plan members using the emergency room so frequently? Who is using the ER most — employees, spouses or dependents? - What is the plan's generic substitution rate? Should you encourage an increase in generic utilization to align more closely with benchmarks? In addition to health and Rx reports, DMW offers sophisticated plan modeling that takes the decision - making process to the next level. The following fact sheet explains the details of DMW. © Zywave, Inc. All rights reserved. OUR DATA ANALYTICS SERVICE: oFEATURES BENEFITS Sapoznik Insurance is pleased to provide our clients with Decision Master °" Warehouse, a powerful claims analysis system that allows us to dig deep into your claims data to uncover targeted cost - saving opportunities. WE'LL HELP YOU ANALYZE DATA AND FOLLOWING TOOLS: • The Management Report benchmarks your health or Rx claims data against customized norms to detect cost and utilization disparities. • We can compare your data between multiple divisions, locations or past years using Multiproject Reporting. • The Drill -Down module allows us to extensively analyze various details of your data to reveal underlying or hidden issues. • Using the Alternative Modeling feature, we can experiment with plan design alternatives and see the impact changes will have for your budget and employees. • We can help you budget for future claims costs and implement a cost - saving disease management program with data from the Disease Profiler. 6 2005 -2011 bywave, Inc. All rights reserved. to learn more about our services and capabilities today! MANAGEMENT REPORT u.;nnri,earv.oe This easy -to -read report benchmarks your data against national norms from Thomson. Reuters MarketScan° Research Databases and Kaiser Family Foundation. It further breaks down comparisons by geographic ' region, industry and company size, and includes dynamic charts and detailed explanations. Explore data comparisons for over 70 different medical categories, including: • Total Health Plan Costs • Inpatient and Outpatient Claims • Emergency Room and Office Visit Utilization and Cost Claims by Major Diagnostic Categories Wellness AnH man,, mnrnl I�.T�.3eT:7I��GI�It�iI' MIRTAiM4141:1:1Z17. i We can also offer a prescription drug claims analysis report. The Prescription Management Report benchmarks Rx claims data to help us assess whether your costs are appropriate and where problem areas may exist. Among the categories analyzed are: • Paid Summary • Total Member Cost Share • Mail Service Utilization Brand Name vs. Generic Utilization And more! II] IIINaZ111111 The Multiproject Reporting function allows us to compare up to four different data sets. This allows us to track data trends and patterns from year to year, or compare between multiple locations or divisions for a single year. • Includes the same categories as the standard management report • Useful for strategic long -term planning and evaluation • Helps isolate disparities to address among divisions or branches The sophisticated Drill -Down feature allows unto get to the source of the problem by breaking data down into targeted, specific segments to analyze. By pinpointing the who, what, where and why of a problem area, together we can implement strategic, effective solutions such as awareness campaigns, disease management programs, plan design changes, wellness initiatives and more. Find health plan answers such as: • Who is going to the doctor? Are they using in- network or out -of- network? Why are they going? • Who is using the emergency room most — employees, spouses or dependents? Why is utilization so high? • Which segments of the employee /dependent population are utilizing preventive services most? Investigate prescription drug claim questions such as: ° • Who is utilizing mail -order vs. traditional pharmacy? What is the cost differential ?� ,, ^'„'ti`^,�i How often are generics being utilized when available? Who is choosing generic over brand name? • Are pricey specialty drugs responsible for a�*� disproportionately high portion of your plan cost? Which demographics have the highest specialty drug utilization rate? ��" ALTERNATIVE MODELING After analyzing your data and identifying problem areas, the next step is developing strategic solutions to address those issues. The Alternative Modeling feature can help us "try out' different plan design alternatives and see how changes will impact both your budget and employees. • Compare the current plan against alternative options, including HSAs: • Apply the information we've gathered. Was emergency room usage disproportionately high? Examine the impact of raising ER copays to discourage unnecessary visits. • Identify cost- cutting opportunities by changing factors such as copays, deductibles, out -of- pocket maximums and more. • Learn how many claimants are affected by each change, to achieve cost - savings while retaining value for plan members. Using reliable data from Thomson Reuters MarketScan° Research Databases, the Disease Profiler can show average costs of claims by disease category. We use this valuable resource to help you: • Predict costs and budget for future health and Rx claims costs • Negotiate more accurate rates with stop -loss carriers • Design and implement a disease management program to address the needs of your employee population • Evaluate and manage risk within the plan Pharmacy Benefits Services Our Understanding of Your Needs Pharmacy benefits have become one of the most high - profile areas of employee health plans, from both an economic and a member desirability and satisfaction standpoint. What's more, the pharmacy arena is highly complex, and many brokers do not have the time or special expertise needed to give their clients' pharmacy benefits or pharmacy benefits managers (PBMs) the attention they need. Sapoznik Insurance is a rare exception. Our Approach to Meeting Your Needs: ZywaveRxTM ZywaveRx was formed by leveraging the buying power of a nationwide network of employee benefits brokers, including Sapoznik Insurance that collectively represents over 1.3 million self- funded lives. ZywaveRx lets you compare your current pharmacy benefits manager to two leading national PBMs — Express Scripts and Systemed. With ZywaveRx, Sapoznik Insurance can provide you with access to exclusive, extremely favorable terms for your pharmacy benefits. The highlights of the ZywaveRx program include zero dollar administrative fees, low dispensing fees, deep pharmacy discounts and aggressive rebates. Using ZywaveRx's exclusive online savings calculators, Sapoznik Insurance can compare your current PBM, Express Scripts and Systemed to determine the most cost- effective program for you. See the fact sheet that follows for a full description of what we are able to offer you through ZywaveRx. © Zywave, Inc. All rights reserved. You know that health care costs are rising, with no slowdown in sight. But, do you know that pharmacy benefits are a significant contributor to those rising health care costs? Keeping prescription drug costs in line can go a long way toward improving your overall health benefits costs. But, drug benefits are popular, highly utilized benefits; simply slashing or eliminating them isn't the right answer. Sapoznik Insurance has the solution for you: ZywaveRx. ZywaveRx was formed by leveraging the buying power of a nationwide network or employee benefits brokers, including Sapoznik Insurance, to provide exclusive, extremely favorable terms for your pharmacy benefits, � 20n& )0t'. /y A,,,wc Inc. An f i gl i ts rc u , f" ) e i F fo m : a t i on w [ I tjj Fr herein, II d L W i n q its atUach n i untF, co n ta i ri> p rop i e Li ry and con f d e hfl a nfomi:.lion Au,, di, tri!)Wion of flhosn rnndona!s to third potv.s s sviA�y proha)4od 7yrt,,a,,c4 x i-, a wmn,,Awed Uad"imHlof/y,vavo, Inc. I { �f � w# \ } a Welcome to a whole new way of working — MyWave`"' is your personalized website that allows you to effortlessly click, connect and communicate with Sapoznik Insurance. It's designed to offer you time - saving tools and resources that build convenience into managing your everyday work tasks. Whether you want to view documents online, participate in plan /program surveys or connect with more than 300,000 peers in your industry, this is the place to be. It's easily accessible, hardworking and just one of the many services available to you when you partner with us. MyWave@ Resource Assistant MyWave HR is the helping hand for all your human resource needs. Whether you are looking for legislative information, employee communications, industry- related .websites or consumer - related health care information, MyWave HR has it readily available for you in one convenient location. Looking for quick answers to tough legislative questions? MyWave HR's Compliance section has the answers you need. You will have access to an exclusive set of comprehensive guides full of federal legislation. Complete guides include COBRA, FMLA, health care reform, HIPAA, HIPAA Privacy, Medicare Part D and Section 125. Within each guide, sections include Common Questions, Forms and Quick Reference. A search function is also available to help you easily source information by allowing you to browse all or only particular sections within each guide. Documents on Command When you need to access information fast, the Documents on Command section of MyWave HR® provides instant access to a library of downloadable articles covering a variety of topics — right when you need them! Articles are conveniently grouped by general category and include Employee Health & Wellness, Health Care Reform, Benchmark Surveys & Statistics and more to help you easily locate all the resources available to you. Or, use the keyword search function to find related documents. Resources MyWave HR's Resources provides useful links to industry - related websites — all through the convenience of your MyWave HR home page. Use the helpful search function so you can promptly find all the information you are looking for, as well as any related documents from the Documents on Command section. And if you still cannot find exactly what you need, use the convenient "Contact your broker representative" help link. So many helpful resources — all at your fingertips. HealthShop Do you need professional- looking newsletters to give to your employees in a snap? No problem! MyWave HR supplies you with HealthShop – comprehensive consumer information in ready -to -print newsletters. Topics include At the Doctor's Office, At the Pharmacy, Home Care and Your Health Plan. Use these newsletters to help your employees make smart and informed health care decisions. ©2006 -2011 Zywave, Inc. All rights reserved. The information contained herein, including its attachments, contains proprietary and confidential information. Any distribution of these materials to third parties is strictly prohibited. Your Client Portal,, Welcome to a whole new way of working! Your client portal is a personalized website that allows you to effortlessly click, connect, and communicate with Sapoznik Insurance. It's designed to offer you time - saving tools and resources that build convenience into managing your everyday work tasks. Whether you want to collaborate with our agency online, quickly access timely news, information, and resources, or connect with around 400,000 peers in your industry, this is the place to be. It's easily accessible, hardworking, and just one of the many value -added services available to you when you partner with us. ©20064011 Zywave, Inc. All rights reserved. The information contained herein, including its attachments, contains proprietary and confidential information. Any distribution of these materials to third parties Is stnctly prohibited. MyWaveo Benefits: Information Center MyWave Benefits is your one -stop information center that allows you to view your company's benefit plan information online. And to help simplify things even more, we've stored all this valuable plan information in one easily accessible location — making it just a mouse click away. Benefit Plan Information Want to be able to see the different plan types that your agency chose for the year? MyWave Benefits can easily provide you with this wealth of information. Once you select a plan type, the current related policies will automatically appear, allowing you to view each plan's basic information. If you select e specific plan type such as dental, you will be able to see that plan broken down by plan type, year, and name, as well as policy number, and issuing carrier. You can drill -down and see even more detailed information by selecting the Benefits tab — displaying your agency's current plan design. Another great benefit is that the system holds plans that are currently in place, in addition to prior plans, allowing you to compare plan information from year to year. Rate Information Would it be helpful to know specific information about the benefits elected by your agency, such as monthly fees? And how great would it be to know rate structure information? With MyWave® Benefits, this beneficial information is just another valuable component you'll have access to, with the ease of a click of the mouse. By clicking on the Rates tab within the plan type you selected, you'll be provided with a detailed summary of the policy's rate information including such valuable information as rate structure, employee count, and rate amounts. X2009 Zywave, [nc. All rights reserved. The information contained herein, including it's attachments, contains proprietary and confidential information. Any distribution of these materials to third parties is strictly prohibited. Sample MyWave' Home Page Brought to you by Sapoznlk 'LYWAV6 Your Products EY51p1oyeeH �n afits: Hft t H' ocen* fly Participate & Win R Recent Commu 'rgi s »Oats ti ccs YOU v3 ee yu!N GRaYLA111 {�• t thdvta o[ha i"MlAyue c 4`a! -iTMg nv th�i!s yeas s r rwzss that ha e bcth rc t, ' , I wart tanv cbapter otocbug trs owniog ard tletpc Ou5 HR,Ou6t o,d t.al +dFu to dbO nl l ant9teofthm[ »so P65outhart one gamy si (t=ur vsor handsan4 have thcaght in any t le uro i ha , a,d h a ha l t h5 e t 'gottar aaourdtct 9apyoP ycu hay. snplac�a.�Wnat do}auth ,rc %Ou =s thalo zviih to • m _s.,On, a g," Pasting Centers i i3enefit Cmmm�nications L)`J to ash caH n,t_1_. �'[ycSa� "SH;'ti Em {tfnyee Cnmtnutlicffiinns Y r th learte=F. d_: -Ci FllE - M i. C3_. SuerCiEy P rf De /25fZU?3 M f C ._Eery v E+s!b � @ 4__ nc =Eed - 02/ }5(ZG21 Hea kM1 Qa E, gjo Y r =Lc PGIetd-02 1::2011 . br MyWave° Benefits MyWave Benefits is your information center that allows you to view basic employee plan information. Benchmark Surveys Allows you to determine how your plans and programs compae to other employers across the U.S. MyWave® Community Share information and resources via the Community's interactive forum that allows you to post questions to your peers, provide insight into other users' questions, and to tracl< responses based on topics or individual questions. .,. Frosting Center # Our document posting capabilities allow a seamless exchange of Information from our agency to you. Accessible 24/7, postings from our agency are timely, relevant, and easy to locate in one convenient place online, 'Note,: Your screen may not contain all the services shown in this sample. This screen sample includes all potential Myltave services; some are sold separately. ©2006, 2011 Zywave Inc, All rights reserved. Human Resources Tools Sapoznik Insurance is dedicated to helping you create and maintain a positive work environment by offering solutions for your organization's human resource challenges. Our services include: - Clarification and advice on compliance with employment laws such as FMLA, ADA and EEO - Employee Handbooks and Policies - Employee Communications - HR Communications and HR Tools - Benefit Statements - A community of professionals to discuss your day -to -day human resource challenges - [Insert other services here] Often it can be more difficult to deliver the message than it is to create it. We recognize that many employers are seeking a more effective and efficient means of communicating important information to their employees. Fortunately, newer, more efficient ways of communicating human resources and benefits information are emgerging every day. Technology -based systems are forging the way toward improved communications, increased productivity, streamlined processes and cost savings for many human resources and benefits departments. Sapoznik Insurance is pleased to be able to offer you such a system. HRconnectionO is a complete online employee communication tool that lets employers manage and communicate important company information in one secure and convenient location. Through it, employees can access: • Your company history and mission statement • Employee handbook and policies • Human resources and benefits forms • An explanation of their benefit plans, rates and options • Personal information such as vacation tracking and online benefit election The following is a fact sheet explaining HRconnection, plus examples of HR education, communications and forms we can provide for our clients. © Zywave, Inc. All rights reserved. HRconnection° 5.0 is 's virtual employee benefits expert, providing access to an easy -to -use website that delivers customized company and benefits information to employees in one secure place. HRconnection boosts productivity and costs savings by streamlining efficiencies, and helps employees help themselves to expertise and HR information online, anytime. Now that's resourceful. Contact Sapoznik Insurance today for more information. or visit http: / /www.sapoznik.com /default. © Zywave, Inc.. All rights reserved. You need to educate and empower Problem solved. FLEXIBLE AND SECURE Choose the portal features that make sense to your firm such as online benefits elections and vacation tracking, plus scheduling pre -built "set it and forget it" or custom employee communication campaigns, all in one secure location. EMPOWER USERS HRconnection provides employees access to company information including job postings, policies, forms and announcements, along with managing time -off requests, benefits elections, and other HR- related tasks. DO MORE WITH LESS Ability to offer employees self - serve access to often - requested materials plus easy portal administration streamlines everyday tasks for all, while freeing up HR personnel to devote more time to strategic issues. Get resourceful today with HRconnection®5.0. Interview: What's Illegal to Ask? Federal and state laws require that questions on the job application, during the interview and during the testing process be job - related. Employers should not ask about race, gender, religion, marital status, disabilities, ethnic background, country of origin or age. Illegal interview questions are those that single an individual out for reasons that are contrary to equal employment opportunity and anti- discrimination laws. It is important to be aware of the laws to avoid legal penalties and potential lawsuits. Technically it is not illegal to ask these questions in a certain manner, but if a question has discriminatory implications and employment is denied based on the applicant's answer, the employer may have broken the law. The following are examples of illegal or inadvisable questions and legal or acceptable alternatives. 1. Subject: Relatives /Marital Status Illegal: What is your marital status? What is the name of your relative /spouse /children? With whom do you reside? Do you live with your parents? How old are your children? Do you plan to have a family? How many kids do you have? What are your child care arrangements? Legal: What are the names of relatives already employed by the company or a competitor? Are you willing to relocate if necessary? Are you willing to travel as needed by the job? (Must be asked of all applicants) Are you willing and able to work overtime as necessary? (Must be asked of all applicants) 2. Subject: Residence Illegal: With whom do you reside? Do You rent or own? Do you live in town? Legal: Inquiries about address to the extent needed to facilitate contacting the applicant. Will you have problems 4. Subject: Physical Health Illegal: Overall general questions which would tend to divulge handicaps or health conditions that do not relate reasonably to fitness to perform the job. Do you have any handicaps or disabilities? What caused your handicap? What is the prognosis of your handicap? Have you ever had any serious illness? Please complete the following medical history. Have you had any recent or past illnesses or getting to work by 9 a.m.? 3. Subject: Pregnancy Illegal: Questions relating to pregnancy and medical history concerning pregnancy. Do you plan on having more children? Legal: Inquiries to duration of stay on a job or anticipated absences which are made to males and females alike. Do you foresee any long -term absences in the future? operations? What was the date of your last physical exam? How is your family's health? Have you ever been treated for a mental condition? Are you taking prescribed drugs? Have you ever been treated for drug or alcohol addiction? Have you ever filed a workers' compensation claim? Legal: Can you lift 40 pounds? Do you need any special accommodations to perform the job you've applied for? How many days did you miss from work (or school) in the past year? The questions have to relate to the job. Are you able to perform the essential question)? Are you able to provide functions of this job with or without Legal: Photos may be requested after proof of employment eligibility upon reasonable accommodations? hiring for identification purposes. hire? Are you authorized to work in the U.S.? What languages do you read, 5. Subject: Family 9. Subject: Age speak or write fluently? (Ability must be relevant to performance of the job). Illegal: Questions concerning spouse, or spouse's employment, salary, child care, arrangements or dependents. How will your husband feel about the amount of time you will be traveling if you get this job? What kind of child care arrangements have you made? Legal: You may ask whether an applicant can meet specified work schedules or has activities or commitments that may prevent him or her from meeting attendance requirements. Is there any reason why you can't be on the job at 7:30 a.m.? This job requires that you work overtime on occasion — would you be able and willing to work overtime as necessary? 5. Subject: Name Illegal: Any inquiries about an individual's name which would divulge marital status, lineage, ancestry, national origin or descent. If your name has been legally changed, what was your former name? Legal: It's legal to inquire whether an applicant has worked for the company or a competitor under any other name and to ask what name it was. Also acceptable: By what name do your references know you? Have you ever been convicted of a crime under another name? 7. Subject: Sex Illegal: Any inquiry that relates to sex. Do you wish to be addressed as Mr., Mrs., Miss or Ms.? Do you have the capacity to reproduce? What are your plans to have children in the future? Legal: None 8. Subject: Photographs Illegal. Requests that an applicant submit a photo at any time prior to hiring. Illegal: Any question that lends to identify applicants age 40 or older. How old are you? When did you graduate from college? What is your birthday? Requests for birth certificate or record are illegal before employment. Legal: Are you 18 years of age? If hired, can you furnish proof of age? 10. Subject: Education Illegal: Any question asking specifically the nationality, racial or religious affiliation of a school. Legal: All questions related to academic, vocational or professional education of an applicant, including the names of the schools attended, degrees /diplomas received, dates of graduation and courses of study. What is the highest level of education you have completed? 11. Subject: Citizenship Illegal: Asking whether an applicant is a citizen or requiring a birth certificate, naturalization or baptismal certificate. Any inquiry into citizenship that would tend to divulge an applicant's lineage, descent, etc. Are you a citizen of the U.S.? Are your parents or spouse citizens of the U.S.? On what dates did you, your parents and /or your spouse acquire U.S. citizenship? Are you, your parents or your spouse naturalized or native -born U.S. citizens? What is your native tongue? Legal: Questioning whether applicant is prevented from lawfully being employed in this country because of visa or immigration requirements is illegal. It is legal to ask an applicant to provide proof of citizenship (passport), visa and alien registration number after hiring. If you are not a U.S. citizen, do you have the legal right to remain permanently in the U.S.? What is your visa status (if no to the previous 12. Subject: National Origin /Ancestry Illegal: What is your nationality? How did you acquire the ability to speak, read or write a foreign language? How did you acquire familiarity with a foreign country? What language is spoken in your home? What is your mother tongue? Legal: What languages do you speak, read or write fluently? This is only legal when the inquiry is based on a job requirement. 13. Subject: Race or Color Illegal: Any question that directly or indirectly relates to a race or color. What is your race? What is your complexion? Legal: None 14. Subject: Religion Illegal: Any question that directly or indirectly relates to a religion. What religious holidays do you observe? What is your religious affiliation? Legal: Can you work on Saturdays? (Only if it Is relevant to the job.) 15. Subject: Organizations Illegal: To what organizations, clubs, societies and lodges do you belong? Legal: To what professional organizations do you belong which you consider relevant to your ability to perform this work? (Exclude those names that indicate the race, religious creed, color, national origin or ancestry of its members. These inquiries must only relate to the applicant's professional qualifications.) Tki tat .MhN l5 t ... W,W,IW r" Aha,,t 1t1 o,ih,i d dtaa ,nu oE�:?� >t+I,,, a_drz n�f��codiaRri^£- :100l =2011 Z ,e, 6iaAlf h if, , eserved- 16. Subject: Military Illegal: The type or condition of military discharge or an applicant's experience in anything other than the U.S. Armed Forces. A request for discharge papers is illegal. Were you honorably discharged? In what branch of the Armed Forces did you serve? Legal: Inquiries concerning education, training or work experience in the Armed Forces of the United States. What type of training or education did you receive in the military? 17. Subject:. Height & Weight Illegal: Any inquiries not based on actual job requirements. How tall are you? How much do you weigh? What color are your eyes and hair? Legal: Inquiries about the ability to perform a certain job. Being of a certain weight or height will not be considered a job requirement unless the employer can show that no employee with the ineligible height and weight could do the work. Are you able to lift a 50 -pound weight, an essential function of the job? 18. Subject: Arrests & Convictions Illegal: All inquiries relating to arrests. Have you ever been arrested? (Arrests are not the same as convictions. An innocent person can be arrested.) Legal: Legal inquiries about convictions. Have you ever been convicted of any crime? If so, when, where and what was the disposition of the case? Have you ever been convicted under criminal law within the past five years (excluding minor traffic violations)? It is permissible to inquire about convictions for acts of dishonesty or breach of trust. These relate to fitness to perform the particular job being applied for. iN f I R h, sights is rot tno Jtoue Yv no st nitl,.,y d�s,...,,ro.... V '101 Z,1111,1,1111 All I Vhtl a re sti C O M M M M U U A Custom Employer /Employee Communications Understanding the complexity of employee benefits plans is a challenge even for experienced benefits managers. Employers need to keep abreast of constantly changing trends, laws and other regulations. Employees need to be able to understand their benefits well in order to be wise consumers and understand the value of their "hidden paycheck." Unfortunately, most employers have limited resources in this area. The Sapoznik Insurance team helps you tackle your employee communication challenges. With strategic planning and a thorough understanding of your communication objectives, we provide custom communication materials that will help both you and your employees understand your plans and the issues influencing your benefits decisions. Below are the types of custom communications we offer — with a few samples included. Employee Benefit Communications Benefit communications include memos, flyers, payroll stuffers, posters and articles used to announce benefit changes, introduce new benefits or plans, or to help employees understand and use certain benefits. Benefit Statements We provide benefit statement items such as total compensation statement packets and a summary of an employee's benefits package, including salary and benefits. Consumer - Directed Health Care (CDHC) We supply everything you need, including letters, flyers, articles, payroll stuffers, posters and a -mails to help support your CDHC campaigns. Health Care Reform Everything from employee- facing articles to payroll stuffers to Legislative Briefs, our health care reform content keeps employers and employees in the know on this hot topic. Employer Education Articles and Newsletters You'll have access to educational articles covering many benefit topics. This also includes a quarterly Benefits Bulletin newsletter about the newest legislation issues and benefits trends, along with a monthly one -page newsletter covering highlights of current HR and benefit news. Employee Handbook & Policies Access a full employee handbook, as well individual policies, that you can provide to your employees to communicate company policies or procedures. Health Awareness Newsletter This monthly, customized, two -page newsletter for your employees covers various health and wellness topics. Know Your Employee Benefits Provide your employees with insight and information about insurance and employee benefits topics with this series. These brochures help your employees better understand their benefits, and can serve as a foundation for your ongoing employee communication campaigns. Live Well, Work Well This series of flyers centers on health and wellness issues, educating employees on how to live healthy and productive lives. National Health Observances Calendar The NHO Calendar allows you to educate and inform your employees on wellness issues throughout the year by supplying you with national health observances and listings of materials that complement those observances. Prevention Newsletter This quarterly newsletter focuses on topics such as obesity, exercise, drug and alcohol prevention, the flu and much more. Retirement The documents included in our Savings Fitness and Know Your Retirement Benefits series will help your employees adequately prepare for their golden years. © Zywave, Inc. All rights reserved. We extend many of our value -added services to you electronically through , your personal Sapoznik Insurance website. Here is just a sampling of the information that we can deliver to you via the site: Legislative Briefs Select Reporting and Disclosure Health Care Reform Requirements for Group Health Plans Health Care Reform Timeline Wellness Services Think About What You Drink! Handbook & Policies Employee Handbook Know Your Employee Benefits Is Your Drug Plan Hard to Swallow? BENEFITS Employer Education Articles & Newsletters Benefits Bulletin HR Tools Employee Benefits Survey Plan Designs Health Savings Accounts Live Well, Work Well Healthy Portion Sizes � 1iUr,,J it t r lsT l 14. SAP( „LE,,,,ESs You no longer need to search far and wide for discount prescription pro r that offer genuine savings. Pharmacy Antibiotics Generic Rx Programs Site FREE Check with Publix on Selections www,pubiix.com /pharmacy i ME $5 Program www.kmart.com /pharmacy $10 / 90 Day Supply .RITE v�' ;; ♦ ._ o G+ Keeping your Health Costs Down As an organization, if the cost of your claims exceeds the amount you paid in premium for the year, the insurance company will have to compensate for their loss, resulting in a rate increase the next plan year. Insurance claims are driven up by a variety of controllable factors, so keeping your group's claims low all boils down to being a smarter consumer of healthcare services. If you knew you could receive the same treatment, tests or prescription medicines at a small fraction of the cost, would you take advantage of the savings? Sapoznik helps companies avoid rate increases by implementing employee education programs, teaching employees to use their plan wisely and pay less out of pocket. Less money spent on premium increases and out of pocket costs means more money being spent on growth and development of your company and employees. Your organization is growing fast; can you afford to waste? 10 Ways to Be a Smarter Healthcare Consumer 1. Use the Emergency Room Wisely (See Emergency v Urgency) 2. Use Freestanding Facilities for Diagnostic Savings 3. Participate in Discount Prescription Programs 4. Use mailorder pharmacies and generics whenever possible 5. Use in- network doctors and hospitals to avoid penalties 6. Organize your Health information in a file 7. Check Doctor & Hospital bills and invoices for accuracy 8. Limit poor health choices that result in costly procedures (overeating, smoking, drinking, laziness) 9.Take advantage of Tax savings on medical insurance by learning about HSAs, FSAs and HRAs. 10. Read More about being a smarter healthcare consumer at www.sapoznik.com w r. 5A�'0 N 1 h N EA L T N &:Y1.:E L L N E SS www.sapoznik.com 1.877.948.8887 research@sapoznik.com 4, �� wStl b 4 m LTC O U o- a N p q m C E S hL w m _ m m Y O O m 0 c 0 N D V m c Vu i N C T w E a :O O *' "C = C L v0 't0 r 0 O .O C - a O O CL E •� m ="� `w d E E a E o..a a 5. m c -o °c m N c> :� o m3 LL ¢¢vTF; ivaow E om- > Novo zi o QX N m E m O c a Y m £ c 0 N d a oc' u °� 'v c m c 0-0 O N T i U C C O O ,_ O O O E C •O N c vt F •«- r m O O vO C o to T d R �- v 'fl v N ✓ 'O Y v A mOO O`in CTSm @d d Q.m Vti w'2.Jdh ! LT c T v O v N n A m y= O O m =� N .3 h m m Y m c 0 'rq N' m a J S C F E r (o -° v d v m v m u y +- « 4 `w OV N d N Q> j C N N O E�vmi v0 inmin GV, vQ, °c °c �> -''�.O c c O 3 > p T d 16 m -c N O s m O N N p X Y V @ Y Ql C W to L --mO p N O_ T` 'O CL d m LT E E 2 C T O m V m 0 L 'p 0. T N C C G i m V O V P: m g 0, Y c ,., c N u in o -o m o. .n E c> -O m c E� E m "m c'� H¢ m= o E Y-': C z-; c ,>o o. a v o m o . =E m EE E v o A O p 2) c o 0) v Z. 0 'p o �—vmi Ta v o v m c' c `p V Q` 'o, O v D o m v 2 oomEmA ocm .C-,E'°m�3`o "� P r > E p O �+ O m Y G w `fi° `, '. Y�;� �. o m N o C v = 0 E A CL .o O o c m o u O O O0 O E O X .TN m . v 'O C T O u 0 0 N �" c 3 v c Y d c h o w 'O iO C rn `° E v y E m ;, o o'3 3 0 0. N M m LT 3 m E N X E C N M V C D N LT m m T C G N N j C m m Y N v N O .mc v Q fl = 0 o p o '- o . a m j E m c o -E o Q m o 1 E O d O o O c c m E o u C s N v o. 0 O o Q O O O O y a O " O iO E a;«. a T`w 0 rn rn N m E m G> >I��✓, 0-� ° o N a o 0- v o S Hospital r Urgent Care ' 1 1 IVY VNII: tI VGt IIIGIIy IIIIIIVI VIII IIVII \J: are you won't have to wait as long' ER. You may pay less, too, apnlaui saipnis SuiSewi ailsouSeip'sAea -X p.iepuels of •Aliliaej Suipue}sawl e le auop Apn }s aqj BuiAeq Aq siso:) japm apes pinoa noA'sueld glleaq Auew 41!M •aAisuadxa aq uea Sui0ewi �I Summer Safety Tips Summer is in full swing, which means plenty of time enjoying the outdoors. However, don't forget to protect yourself and your family against summer risks. Sun Safety Time in the sun brings many risks, particularly skin and eye damage from the sun's rays. Remember these tips: - Always wear sunscreen with at least 15 SPF and reapply often (read the label for specifics). Use SPF 30 or higher for children. - Protect skin when the sun is strongest (10 am to 4 pm) - stay in the shade if possible or under an umbrella or large- brimmed hat. - Always wear sunglasses with 100 percent UV protection when outdoors to protect your eyes. - Check your medications - some increase sun sensitivity so you may need to take extra precautions. Heat Protection High summer temperatures can cause illnesses such as heat exhaustion or even heat stroke. This risk is even greater if engaging in physical activity or working in hot weather. Make sure to: - Drink plenty of fluids, but not caffeine or alcohol. Don't wait until you are thirsty to drink. - Wear lightweight, loose- fitting clothing. - Try to schedule vigorous activities for early morning or evening hours. - If you are being active in the heat, take time to rest in the shade or indoors, and pay attention to your body. Don't overdo it! - Never leave children in a parked car, even with the windows open. Water Safety Summer is the perfect time for days at the pool, at the beach or out on the lake -just remember to keep the kids safe! Always closely supervise children playing in or near the water. Kids who cannot swim should wear approved life vests, even when in boats or near water If you have a backyard pool, keep it fenced in and locked so your or other children do not accidentally fall in. Caring for a Parent? If you are helping care for and support your elderly parent, you understand the time and cost burden it can be. But did you know there are government programs that your parent may be eligible for that can provide help with home health care, tax breaks, lower energy bills and more? Check out these websites to find out if your parent is and for additional resources to help you obtain the best care for your parent or older relative: www. ben efitschecku p. org www.benefits.00v H� A G' H& \V E t l N £ 4$ www.sapozmk.com 1.877.948.8887 V, IRS Announces Breast Pum are Tax Deductible On Feb. 10, 2011, the IRS issued Announcement 2011 -14, in which it concluded that breast pumps and supplies that assist lactation qualify as "medical care" under Section 213(d) of the Internal Revenue Code (the Code). The IRS compared these items to obstetric care, stating that they are for the purpose of "affecting a structure or function of the body" of the lactating woman. This conclusion is a reversal of the IRS's previous position on the tax treatment of these items. The IRS's interpretation may affect individual taxpayers, as well as sponsors and administrators of health flexible spending accounts (health FSAs) and health reimbursement arrangements (HRAs). The IRS plans to revise Publication 502, Medical and Dental Expenses, to include this new information. CONTINUED ON PAGE 2 I Getting Your Workplace Wellness Program Started Workplace wellness can lower health care costs, increase productivity, decrease absenteeism and raise employee morale. And because employees spend many of their waking hours at work, the workplace is an ideal setting to address health and wellness issues. But where do you start? Gain Support from Management Support from all levels of management is a key to the success of your wellness program. To ensure the support of management, inform managers about the program early on and encourage them to participate. Communicate clearly and often the goals and benefits to the company and participants. Designate a Coordinator The level of success for the wellness program is often linked to the coordinator's time and ability. It is essential that some or all of the coordinator's time be dedicated to the wellness program. If this isn't possible, then the company may want to consider contracting with an outside party to provide programming. Local health care organizations and YMCAs often provide this service. Check with your local contacts to see if this is an option. CONTINUED ON PAGE 2 V1MyM7r1=_"UrRP=* Program Started, cont. Analyze Your Needs Complete a worksite environmental assessment and conduct an employee interest survey to collect information on the topics that would be of most interest to the staff. This type of prior planning and analyzing can help you get the most for your investment. Plan activities and initiatives, and set program priorities based on the results of these assessments. Develop an Action Plan This should include specific goals and objectives, strategies to meet these goals, a timeline, a budget and an evaluation plan. If your goals are clearly identified, it will be easier to evaluate the effectiveness of your wellness program. Invest Accordingly Monetary costs can fluctuate widely, depending on whether the employer pays all costs, the employees pay all costs or the costs are shared. The Wellness Council of America estimates the cost per employee to be between $100 and $150 per year for an effective wellness program that produces a return on investment of $300 to $450. Keep in mind that the return on investment will likely be greater with more comprehensive programs, so the higher cost will also generate a greater return on investment due to lower health care costs and less absenteeism. Implement and Communicate the Plan You need an effective communication strategy to help put your plan into motion, to get employees to buy in and encourage participation. Be sure to include plenty of education so employees understand why you're implementing a wellness program, and the benefits they can gain as a result of participating. After you've laid the groundwork to develop a wellness program, take the time to plan the components that will result in a quality program. Following these steps and not rushing the planning process will ultimately make your program more successful. IRS Announces Breast Pumps are Tax Deductible, cont. Affect on Individuals The new IRS position can potentially benefit individual taxpayers that are eligible to deduct their medical expenses. It means that expenses paid for breast pumps and supplies that assist lactation may be tax-deductible medical expenses for the individual. In order to take the tax deduction for these items, the individual taxpayer must meet the other applicable requirements of Code Section 213. For example, the taxpayer's total medical expenses must exceed 7.5 percent of his or her adjusted gross income. Affect on Plan Sponsors The IRS stated in its announcement that amounts reimbursed for breast pumps and supplies that assist lactation under Health FSAs, Archer medical savings accounts, HRAs or health savings accounts are not income to the taxpayer. Accordingly, plan administrators may reimburse participants for costs for breast pumps and lactation supplies. They no longer will need to determine whether these items qualify as dual purpose expenses or require documentation from a medical practitioner that the item is recommended to treat a medical condition. For a copy of IRS Announcement 2011-14, see wvvwJrs,i ov/oub/irs-drpp/a-1 1-1 4,pdf. The relationship between the employer and the worker is not always straightforward, but despite the possible discrepancies, it is extremely important to properly classify your workers. The tax implications vary depending on the type of worker, and the penalties for misclassifying a worker can be huge. For example, a Florida-based company with locations across the U.S. recently agreed to pay more than $754,000 in overtime back wages after the U.S. Department of Labor found that the company had incorrectly classified workers under the Fair Labor Standards Act. All of the fines were preventable had they properly classified their workers, Classifying Workers Before determining how to treat payments your company makes for services, you must categorize the business relationship that exists between your company and the person performing the services. Is the worker an employee or a type of independent contractor? Workers may be categorized as one of four types: employees, statutory employees, statutory non-employees or independent contractors. Because not every worker can be easily classified in one category, it is important to take the entire working relationship into account. Consider the extent of the right to direct and control the services of the worker. And after you've classified the worker, document each of the factors used to determine how you came to your classification decision. Consider contacting a tax adviser if you are uncertain about a worker's status. Or, Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding (wwwjrsqov/ ub/irs-pdf/fss8,pdf) can be filled with the IRS. The IRS will review the facts and circumstances and officially determine the worker's status. E I a Lai E Most people go through financial heartache at some point or in their lives. Whether it's paying back student loans, paying high mortgage payments or affording steep gas prices, sometimes staying financially afloat can be a very difficult. If your employees find themselves struggling financially, there are things you can do to help them resolve these issues. You may already have the tools in place — your Employee Assistance Program (EAP). By incorporating financial assistance into your current EAP, you will be able to help your employees resolve their struggles with resources you can easily provide. Typical Financial Services in an EAP • Tax planning and management • Investments • Risk management and insurance • Budget and cash management • Estate and gift planning • Retirement EAP Financial Service Benefits • Provides employees with much needed financial assistance and advice • Enhances the awareness of benefits that you offer • Attracts potential employees and retains existing ones • Assists in the work/life balance struggle by providing a service at work rovi • Allows employees to make sound financial decisions • Enhances your compensation package and its value to your employees Promoting Your EAP To promote the use of financial assistance through your EAP, consider the following actions: • Periodically remind your employees that you have an EAP in place to assist them with all facets of their lives. Send out an email or newsletter highlighting its features. • Consider developing a partnership with a nonprofit organization in your area devoted to assisting individuals with financial trouble. Incorporate their tools into your EAP and offer a direct connection for your employees to those professionals. • Find ways at your office to help employees save money, such as starting a green campaign, Suggest that employees fill up water bottles instead of buying bottled water, turn off lights at home, open windows instead of using the air conditioner, etc. Ask that employees work these behaviors into both their work and home lives, • Help employees fight high gas prices by starting an online carpool message board, giving discounts for using local transit or offering telecommuting options so employees can work from home. The information contained in this newsletter is not intended as legal or medical advice. Please consult a professional for more information. 0 2011 Zywave, Inc. All Nghts reserved. Fit Physical Activity Into Your Routine Save for Their Future One of the best things you can do for your health is get regular physical activity. It can help you reduce your risk of disease, control your weight and reduce stress. However, exercising regularly is easier said than done. These tips can help you work physical activity into your daily routine. At home: - Clean the house, wash the car or do yard work, rather than hiring someone else to do it. - Stand up or walk around while talking on the phone. - Get the whole family involved! Play with your kids or plan family hikes, bike rides and other activities. - Lift weights or do other exercises while watching television. - Walk the dog or push your baby's stroller around the neighborhood. At work: - Take the stairs instead of the elevator. - Walk over to someone's office rather than calling them. - Take walks at lunch or break time and ask a coworker to join. - Schedule walking meetings for short chats or brainstorm sessions. - Join a company sports team. On the go: - Park in the back of parking lots to increase your walking time. - Get off the bus one stop early and walk the rest of the way. - Walk or bike to nearby destinations instead of driving, - Make plans to do physical activities with friends, such as play tennis, hike, go swimming or join a recreation sports league. - When golfing, walk instead of using College may seem a long way off for your children, but the sooner you start saving, the more you'll be able to help your child fund his or her education. Consider these tips: - Open a savings account the day your child is born. - Put money away on a consistent basis, such as an automatic payroll deduction. Adjust this amount as your salary increases. - Save windfalls such as tax refunds and bonuses. - Ask other relatives to contribute in lieu of gifts. Eye health can become an afterthought, particularly for people who have never had vision problems. However, getting regular eye exams and protecting your vision is important to help avoid eye conditions and discover problems early so you can seek proper treatment. The most important step for maintaining eye health is getting regular eye exams. Often, people don't realize their vision has decreased and that glasses or contacts could help them see better. In addition, eye exams can help diagnose diseases such as glaucoma and diabetes, which may have no obvious symptoms. Don't forget to take your kids in for regular eye exams as well; vision problems can decrease performance at school and make daily activities harder for your child. Do you often feel stressed or overwhelmed at work? Strive to reduce your stress with these suggestions: Plan your tasks. Create a to-do list each day, set realistic deadlines for yourself and prioritize tasks by importance. Recognize when you're feeling stressed and address it. Take a short break and meditate, go for a quick walk, switch tasks or turn on some relaxing music. If a task or problem is overwhelming you, take a break and return to it later. Also consider asking for assistance, advice or tapping into other available resources. Consistently communicate with your manager about your workload and to clarify expectations and deadlines. - Find healthy ways to cope with stress, such as physical activity, meditating, reading a book or chatting with a friend. Other steps to protect your vision include always wearing sunglasses when out in the sun, wearing protective eyewear when performing dangerous work and resting eyes periodically when at a computer for extended periods of time. 1-1/2 cup fat-free milk 4 small bananas, peeled 1 cup low-fat plain yogurt 1 tsp. vanilla 112 tsp. cinnamon 118 tsp. nutmeg 1 cup ice cubes Combine all ingredients except ice cubes in blender; process until thick and creamy. Add ice cubes and process until smooth, Makes 4 servings (160 calories each). Thi, bro,, hw;r is for infurmotlo-ml ptuposc�, "My and is uXa intemled or medl,! ,:O a&Ac For friah— infonwWon, rjka�,� consult a ,, 20`11 Zywrr.,~, 4w AJ I riWrk rcrrivr,.d. Benefit and insurance issues important to you - brought to you by the insurance specialists at: Sapoznik Insurance 10 Easy Ways to Stretch Your Health Care Dollars What to Rio to protect your pocketbook You've no doubt noticed that each year, your health care costs go up. This continuing trend can dramatically impact your budget. While it's difficult to control all the factors that contribute to rising health care costs, stretching your health care dollars is easier than you think — below are 10 easy ways to ensure you get the most bang for your buck: 9, understand how your health plan works. This is the first and probably most important step. You need to know what is and what is not covered what procedures you need to follow to ensure your claims are paid, and which providers and facilities to use to get the most cost - effective care. Know the deductibles, copayments and other out -of- pocket costs you are responsible for paying before you use medical products or services or get a prescription filled. . use in- network providers. Participating providers (doctors hospitals, and other providers in your plan's network) generally charge- discounted_ rates for plan members, When you go to a non- participating provider you will likely pay a higher coinsurance percentage (for example; 30 percent taut -of- network versus 10 percent in- network), And, you will likely have to pay the difference in price between the participating provider's discounted fee and the non- participating provider's "regular" fee. 3. Look into freestanding surgical and diagnostic centers. If you need surgery, you might save money by cc The most cost- effective way to keep health care costs in check is to make better decisions about the way you live, including the way you eat and having it performed at an ambulatory surgical center (a clinic that is not associated with a hospital:) These sites usually charge less than hospitals or their outpatient surgical centers; Freestanding diagnostic centers are also available and tend to charge less for certain tests like MRls, CAT scans, X -rays and bone density scans. But before you go, make sure the facility is in your plan's network and that your plan's benefits cover the service. As always, talk to your doctor to be sure this course of action is appropriate for you- 4. Ask your doctor about home testing and monitoring devices, Home tests for blood pressure, diabetes and other conditions can help ensure you are following your doctor's orders and that prescribed treatments are working. These tests will usually cost less than in- office testing. Check with your doctor to be sure in -home testing is appropriate, report your results regularly and call your doctor if you notice anything unusual. 5. Only go to the hospital emergency room for true ernergencis. It you need medical care when your regular doctor is not available, think about going to an urgent care center rather than a hospital emergency room. This can often be a tough call, but fora cold or a minor sprain, avoiding the ER will probably save you money for two reasons: 1) the copayment is usually lower for a doctor visit or an urgent care visit, and 2) your insurer might make you pay for the full cost of care if you use an emergency room for a non- emergency. Plus, getting care at an urgent care center will almost certainly be faster than at the ER. Call your plan's health hotline, if available, to get FITS 6. Carefully check all medical bills. Insurance companies and hospitals are not exempt from making billing errors. Insurers often miscalculate the family deductible, so keep a careful tally of Individual as well as total family payments to be sure you don't pay too much. If you have a hospital stay, try to keep a log of all the services, medications and supplies you are given, so when you get a bill you can be sure you are not charged for procedures you didn't have or items you didn't use. Ask for an itemized bill. 7. Use any additional programs or discounts provided by your employer or health plan. Many health plans provide access to free disease management programs for chronic conditions like asthma, diabetes and heart disease. These programs can help you stay healthy and manage your condition, and can possibly save you money in the icing run. In addition, many employers offer complementary programs that are designed to prevent illness and lower health costs over the long run. These programs may include smoking cessation and weight loss programs, or discounts on fitness clubs or other iterns that help you live a healthy lifestyle. 8, five a healthy lifestyle. Healthy habits like exercising regularly, eating well`' and not smoking can increase your stamina, lighten your mood and lower your risk for certain diseases. Aside from the physical and psychological benefits, healthy living can also offer financial rewards, such as lower premiums for non - smokers and fewer doctor visits for those with low blood pressure. 9. Make careful decisions about prescription drugs. Prescription drugs are the fastest rising area of health care costs and one of the biggest reasons behind dramatic increases in healthcare costs nationwide. Here are some ways you can reduce your prescription drug costs: Use generic drugs whenever possible, ever) for over-the- counter medications. Remember, the most expensive drug doesn't indicate it's the best. There are usually generic equivalents that are less expensive than the drugs you see advertised on TV. Before your physician writes you a prescription, ask about generic equivalents, lower cost brand name drugs to treat the same condition and even over - the - counter options. Know how your drug plan works. Check your copayments and know the maximum amount your plate will pay for in one year. Find out if your plan has a formulary (a list of preferred drugs that are covered). A health plan with a closed formulary pays only for certain pre- approved drugs. plan with an open formulary will cover most drugs but at varying prices: Use a rail order pharmacy if one is available. Ordering prescriptions by mail can save 10 -15 percent and is perfect for patients who take medication on an ongoing basis and can place orders in advance. • Talk to your doctor. Make, sure your physician knows if you have to pay for prescriptions out of your own pocket. Often there are less expensive but equally effective treatment options. Compare prices. Shop around for the pharmacy that offers the best value for your needs. You may even need to get different medications from different pharmacies depending on which offers a better price. onsidor pill- splitting. Some medications can be obtained at double the prescribed dose, and then split in half. This practice can result in 50 percent savings, You must be sure your medication is appropriate for splitting, so talk to your doctor first. Some medications require very precise dosing, and others simply cannot be split effectively or accurately. Look into manufacturer aid programs, Most major drug manufacturers have programs to subsidize patients who are not able to pay for medications they need, All of these programs require your doctor to apply for you. Tale all medications as prescribed. Not refilling your prescription might seem like; ; good way to save money, but it may in fact cost you more money in the long run. Many drugs, when taken as directed, can help prevent expensive medical care or hospitalization in the future. 10. Use a health care spending account to pay for medical expenses with pre -tax money. If your employer provides you access to a Flexible Spending Account (FSA) or Health Savings Account (HSA), use it. These accounts let you set aside pretax money from your paycheck to pay for eligible items like prescription drugs, deductibles, coinsurance, dental expenses and vision care. You get to save for these expenses gradually, rather than having the money in your checking account when FITS the creed arises. And, because you don't pay taxes on the money, you are actually getting a "percent off" or a discount on everything you purchase with your saved money. For example; assuming the government takes 20 percent of your income, and you put $500 in your health care spending account, you save about 100 in taxes. Health care costs are tied directly to utilization; when you use your health plan more, there are more claims. And the higher the claims, the more you and your employer must contribute to pay for these claims, [don't forget that the most cost effective way to reduce the cost of health care is to make better decisions about the way you live, including the way you eat, exercise and spend your heaph care dollars. strives to provide useful, valuable, comprehensive and affordable benefit programs for our employees. Each year, we review our current programs — particularly our health and dental plans — to ensure they live up to these goals and are meeting our employees' needs. Please take a few moments to complete this survey and help us with our annual benefits review process. Your input is important to us regardless • whether or not you currently participate in any • the programs. Please return the completed survey to HR. Thank you. 1. Are you currently enrolled in the employee health care plan? Yes 0 No 0 2. If you answered no to question 1, are you: Covered under spouse's plan? 0 Covered under another plan? tj Uninsured? 0 3. If you do not have health insurance, are you uninsured because of: cost n Other 0 - please explain: 4. Are you currently enrolled in the employee dental care plan? Yes 11 No 0 5, If you answered no to question 4, are you: Covered under spouse's plan? 0 Covered under another plan? 0 Uninsured? 0 6. If you do not have dental insurance, are you uninsured because of: Cost ❑ Other ❑ - please explain: 7. How would you rate the information you receive from about your benefit plans? Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ 8. What is your preferred method for receiving benefits communication? Written material ❑ Easy to access website ❑ Slide or video presentations ❑ Employee meetings ❑ E -mail ❑ Other ❑ - please explain 9. When you want detailed information about how your benefits work, where would you turn? Please rank your answers as 1 being the first place you would turn and 5 being the last place you would turn. Supervisor HR department Company Intranet Insurance Broker Benefits Booklet 10. How well do you currently understand how your benefits work? 1 meaning very well and 5 meaning not at all. 11. How well do you want to understand how well your benefits work? 1 meaning very well and 5 meaning not at all. 12. Which benefits are most important to you? Rank the following benefit plans in order of importance, with number 1 being most important, and number 6 being least important. Health /medical plan Dental plan Prescription plan Employee assistance program Short -term disability plan Long -term disability plan © Zywave, Inc. All rights reserved. 13. Is your spouse eligible for medical insurance and /or other benefits from his or her own employer? Yes ❑ No ❑ Not applicable ❑ 14. If your spouse is eligible for benefits from his or her own employer, does he or she participate in those benefit plans? Yes ❑ No ❑ Not applicable ❑ 15. If coverage were available for your spouse from his or her own employer, would you be willing to have your spouse use his or her employer's plan (rather than the dependent coverage offered by the plan) if you were paid a fee to do so? Yes ❑ No ❑ Not applicable ❑ 16. Please mark the answer that best describes your overall feeling about the indicated benefit plans or plan elements. Medical Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Medical Plan Provider Network Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Dental Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Dental Plan Provider Network Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ © Zywave, Inc. All rights reserved. Accidental Death & Dismemberment Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Short -Term Disability Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Long -Term Disability Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Prescription Drug Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ Life Insurance Plan Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ 17. What do you think is the annual cost per employee for providing medical and dental benefits? $1,000 - $2,500 ❑ $2,500 - $5,000 ❑ $5,000 - $7,500 ❑ $7,500 + ❑ 18. Would you prefer to pay more money from your paycheck for medical insurance (premium contributions) or more money when you actually go to the doctor or hospital (for example, pay higher deductibles and higher copayments)? More money from my paycheck ❑ More money only when I go to doctor or hospital) ❑ Do not understand ❑ © Zywave, Inc. All rights reserved. 19. What is your impression of 's benefit plans compared to other local employers? Excellent ❑ Above average ❑ Average ❑ Below average ❑ Poor ❑ 20. On a scale of 1 to 5 where 5 equals "a lot" and 1 equals "not at all," how much of an impact did benefits have on: Your decision to join the company? 1 2 3 4 5 If over 3, which benefits? Your decision to stay with the company? 1 2 3 4 5 If over 3, which benefits? 21. Rate your benefits in terms of importance. Please circle the number that best corresponds to the degree of importance you place on the following benefits. © Zywave, Inc. All rights reserved. Very Important Undecided Not too Not at all Health Medical Plan Important 1 2 3 Important 4 Important 5 Prescription Drug Plan 1 2 3 4 5 Vision Plan 1 2 3 4 5 Dental Plan 1 2 3 4 5 Employee Assistance 1 2 3 4 5 Program Supplemental Life 1 2 3 4 5 Insurance Dependent Life 1 2 3 4 5 Insurance Accidental Death & Dismemberment 1 2 3 4 5 Short -term Disability 1 2 3 4 5 Long-term Disability 1 2 3 4 5 401(k) Plan 1 2 3 4 5 Tuition Reimbursement Plan 1 2 3 4 5 Holidays 1 2 3 4 5 Vacation 1 2 3 4 5 Sick Pay 1 2 3 4 5 Dependent Care Spendinq Account 1 2 3 4 5 Medical Care Spending Account 1 2 3 4 5 © Zywave, Inc. All rights reserved. 22. Please answer the following questions related to possible plan alternatives. Would you like to have different medical plans to choose from? One may cost more and provide higher benefits, while another may cost less and provide lesser benefits. Yes❑ No ❑ Would you like the opportunity to trade some of your current benefits for others of more importance to you? Yes ❑ No ❑ Would you consider trading (or giving up) some of your benefits in order to receive more money in your paycheck? Yes ❑ No ❑ The IRS allows employees to establish an employee -owned health savings account (HSA) that secures pretax dollars in a fund for future medical needs. HSAs are established with high - deductible health plans that come with much lower premiums than traditional plans. If you had the option of participating in a high - deductible health plan in conjunction with owning a HSA, would you consider it? Yes ❑ No ❑ The IRS allows employers to establish a Health Care Reimbursement Account to help employees pay for certain health care costs with pretax income that they must otherwise pay for with after -tax income (for example, deductibles and non - covered medical expenses). If you could allocate a portion of your income to that account, would you choose to do so? Yes ❑ No ❑ 23. Please provide any additional comments on how we can improve upon our employee benefit plans, or how we can better meet your needs. Thank you. © 2007 -2010 Zywave, Inc. All rights reserved. © Zywave, Inc. All rights reserved. lX D) E N R O L L M E N T S U P P O R T ENROLLMENT VCR/ /ffo/% 4ijaddle geff ej/&/ Healthe Dental - Vision * Life o, Short Term Disability e Long Term Disability - LTC Besides the opportunity to choose coverage, open enrollment is your 0111V time to make change (unless you have a Qualifying event, such as childbirth, divorce, etc.) Until next year's open enrollment. 9 'MP 0 AIX M690M Carrier representatives will be on hand to answer any questions you may have regarding your policies. January 1, 20111 ABC Company 2011 Benefits Statement Medical UnitedHealthcare Choice $4,684.42 $783.90' Dental x MetLife Dental Plan $360.88 . . $226.2L1 v ision Vision Service Plan Discount Card m06 $25,00;: rEmployer- provided Short -term Company Provided STD benefit equal to 60% of your weekly rate; Disability for maximum benefit period of 13 weeks $125.10 $0.00: `'Employer- provided Long -term Company provided LTD monthly benefit begins after 90 days of Disability total disability. Benefit equivalent to 70% of basic monthly earnings while disabled up to age 65. $210.20, Employer- provided Basic Life & "AD &D One times salary to maximum benefit of $100,000 $174.14 $0.00 VoluntarylSupplement Life No Coverage $0.00, M00 ;Dependent Life No Coverage $0.00; $0.00' ;Voluntary Long -term Care Base plan covers $1,000 per month facility for 3 years or $500 per month homecare for 6 years. $0.00 $0,06 3Health Care Spending Account 2010 Contribution $0.00 $364.00+ yDependent Care Spending Account, Paid Yearly $0.00 $5,000.06 ,Commuter Expense Reimbursement Account Paid Yearly $0.06, $800.00` 1401(k) Plan Can elect to defer up to 25 % of your income pretax. Company match is 50% of withholdings up to 4 %. $1;302.48; $2,604,96;, Profit sharing Determined annually by hoard of directors based on profitability $650.54 $0.00 `Employee Stock Purchase Plan Shares of company stock can be purchased 2 times annually with a 15% discount (see plan document for more details). $0.00 $650.54 FICA Tax $2,1490.99 $2,490.99 MIsWIlanoous aen fitter vement Pay union membership Deposit ,Yee Assistance Program Jury Duty Pay Onsite Child Care Severance Pay Paid Sick Days Tuition Reimbursement i Expense Mrl _. Leave Please contact Human Resources with any questions or comments about your personal benefits summary, ABC Company is pleased to be able to offer these valuable benefits to you, and we thank you for being a partner in our success, t � � . IX E W E L L N E S S P R O G R A M M I N G p n } v �v > CL < 0 u L1 Q v' 3 v E- 0 T C7 —p N 4 E 0 uj Ce o a 0 to u u 0 v •R., w.: cK co to y v o u 0 0 4 00 ciO3 {7 U Y py C O a a R v a a a� o O Q.. iJOco'� as j ness Wellness Terminal Wellness V Information UHC / NHP Westchester General Hospital m-ra � �r� ° Cloverleaf COSTCQ Towncare Dental ............. i 1 100 € Concentra Urgent Care t YY A. YWCA: Breast Cancer Awareness Power Credit Union Am Sapoznik Insurance � �7 ness Wellness `er in l Wellness V Information � UC / NHP erary Westchester General Hospital,, V c , c Cloverleaf CC STCO SAPOZNI1: NSURANCE Towncare Dental ] 100 Concentra Urgent Care YWCA: Breast Cancer Awareness Power Credit Union g Sapoznik Insurance 61.9 S R . u A a y: ,z %x J .» s����E�y\ ® ! ) ±/3 } Learn the Facts In 2009, approximately 192,370 women in the U.S. will be diagnosed with invasive breast cancer and about 40,170 women will die from the disease. - Except for skin cancer, breast cancer is the most common type of cancer among women today. When breast cancer is found early (within the breast), the chance for survival is the greatest. AM I iat 3 A for OBreast Cancer? * All women are at risk for breast cancer. @ Being a woman is the number one risk factor for Your breast cancer risk increases as you get older. Most women who get breast cancer have no other known risk factors. breast cancer is more common in women over the age of 40, younger women can also develop breast cancer. e Men can also get breast cancer, It is about 10 0 times more common in women. What can I do to reduce my risk of getting breast cancer There is no sure way to avoid breast cancer. But, you can do things that may improve your overall health. Maintain a healthy weight. Exercise and cat a diet rich in fruits and vegetables. My mother had breast cancer a few years ago. Does that mcant t I will get breast cancer too; ? We don't know what causes breast cancer. But, most women who get breast cancer have no fainily history of the disease. If someone in your family has had breast cancer or you are concerned about your risk, talk to your doctor. Learn about your choices and ask when to start getting mammograrns. I am currently taking in control pills. Do in control pills increase my chance of developing breast cancer? If you are currently taking birth control pills, your breast cancer risk is slightly increased. The increased risk from using birth control pills becomes less after you have stopped using them. After about 10 years your risk returns to normal. Does drinking alcohol increase my chance of breast cancer? Studies have shown that drinking alcohol can increase your risk for breast cancer. Susan G. Komen for the Cure does not provide medical advice, Fri M11-of I I - MR FORTHECUre. What is Breast Cancer? Every day, cells in your body divide, grow and die. Most of the time cells divide and grow in an orderly manner. But sometimes cells grow out of control. This kind of growth of cells forms a mass or lump called a tumor. Tumors are either benign or inalignant. Benign [bee-NINE] tumors Benign tumors are not cancerous. But left untreated, some can pose a health risk, so they are often removed. When these tumors are removed, they typically do not reappear. Most importantly, the cells of a benign tumor do not invade nearby tissue or spread to other parts of the body. Malignant [ma-LIG-nant] (cancerous) tumors Malignant tumors are made of abnormal cells. Malignant tumor cells can invade nearby tissue and spread to other parts of the body. A malig- nant tumor that develops in the breast is called breast cancer. Breast cancer growth The light circles represent normal breast cells and the dark-shaded circles represent cancerous breast cells. As the cancerous cells grow and multiply, they develop into a malignant tumor within the breast. How does breast cancer grow and spread? To continue growing, malignant breast tumors need to be fed. They get nourishment by developing new blood vessels in a process called angio-enesis. The new blood vessels supply the tumor with nutrients that promote growth. As the malignant breast tumor grows, it can expand into nearby tissue. This process is called invasion. Cells can also break away from the primary, or main, tumor and spread to other parts of the body. The cells spread by traveling through the blood stream and lymphatic system. This process is called metastasis, When malignant breast cells appear in a new location, they begin to divide and grow out of control again as they create another tumor. Even thong[) the new tumor is growing in another part of the body, it is still called breast cancer. The most common locations of breast cancer metastases are the lymph nodes, liver, brain, bones and lungs. ............ For more information, call Susan G. Komen for the Cure-" at 1-877 GO KOMEN (1-877-465-6636) or visit www.komen.org. Why doeS breast cancer grow? We all have genes that control the way our cells divide and grow, When these genes do not work like they should, a genetic error, or mutation, has occurred. Mutations may be inherited or spontaneous. Inherited mutations are ones you were born, with — an abnormal gene that one of your parents passed on to you at birth. Inherited mutations of specific genes, such as the BRCAI and BRCA2 genes, increase a woman's risk of developing breast cancer. Spontaneous mutations occur within your body during your lifetime. The actual cause or causes of muta- tions still remains unknown. Researchers have identified two types of genes that are important to cell growth, Errors in ithese genes turn normal cells into cancerous ones. The table below provides a description of each. Type of gene How it should work How it works when damaged ME= It "turns on," or starts normal cell division and growth. The gene does not stop when it should and cell growth continues out of control. Tumor suppressor gene It "turns off," or stops normal The gene does not work and cell cell division and growth. growth continues out of control. But remember.. Resources Cells may be growing out of control before any Susan G. Komen for the Cure' symptoms of the disease appear. That is why breast 1-877 GO KOMEN (1-877-465-6636) screening to find early changes is so important. wwwkomen.org The sooner a problem is found, the better a woman's chances are for survival. Experts recommend that American Cancer Society women 40 years and older have a mammogram every 1-800-ACS-2345 year. If you have a history of breast cancer in your www.cancer.org family, talk with Your doctor about risk assessment, when to start getting inarm-nograms and how often to National Cancer Institute have then -t. If your mother or sister had breast cancer 1-800-4-CANCER before menopause, you may need to start getting www.cancengov mannnograms and yearly clinical breast exams before age 40. It is important for all women to have clinical breast exams done by a health care provider at least every three years starting at age 20 and every year after age 40. Related fact sheets in this series. • Ductal Carcinoma in Situ • Genetics & Breast Cancer • Types of Breast Cancer The above list of resources is only a suggested resource and is not a complete listing of breast health and breast cancer materials or information. The information contained herein is not meant to be used for self-diagnosis or to replace the services of a medical professional. Komen for the Cure does not endorse, recommend or rnake any warranties or representations regarding the accuracy, completeness, timeliness. quality or non-infringement of any of the materials. products or information provided by the organizations referenced herein, Developed in collaboration with the Health Communication Research Laboratory at Saint Louis University, fc)2008 Susan G. Komen for the Cure. Item No.806-368a 8/08 a - am FACTS FOR LIF@ FOP THE CUre,, Young Women & Breast Cancer Why do "young" women get breast cancer? When it comes to breast cancer, "young" usually means anyone younger than 40 years old. Breast cancer is less common among women in this age group. In the United States, less than 5 percent of all breast cancer cases occurred in women under age 40.1 Women who are diagnosed at a younger age are More likely to have a Mutated BRCAI or BRCA2 gene. These genes are important in the development of breast cancer. Women who carry defects on either of these genes are at greater risk of developing breast and ovarian cancer. If a woman carries a defective BRCA1 or BRCA2 gene, she may have a 30 to 85 percent chance of developing breast cancer in her lifetime. In addition, having a mother, father, daughter or sister who has or had breast cancer also increases a young woman's risk of developing breast cancer. So while the risk of breast cancer is generally much lower for young women, there is still a high risk for some. If you are concerned about your genetic risk, ask your doctor to refer you to a genetic counselor who will discuss in detail what your risk may be. You can talk about genetic testing, risk reduction or other screening tests, like MRI, that might be right for you. Diagnosing breast cancer in young women can be more difficult because their breast tissue is often denser than the breast tissue of older women. By the time a lump can be felt in a young woman, it is often large enough and advanced enough to lower her chances of survival. In addition, the cancer may be more aggressive and less responsive to hormone therapies. Delayed diagnosis in young women is a problem. Because it is rare for a young woman to ,get the disease, they are often told to wait and watch a lump. Tell your doctor if you notice a change in If you have had breast cancer you still may be able to have children. A helpful tip for young women Clinical breast exams are recommended for all women beginning at the age of 20, at least every three years, or every year if you are age 40 or over. If you are under age 40 with a family history or other risk factors you should talk with your health care provider about risk assessment, when to start getting niarnniograms and how often to have them. It is important to know how your breasts normally Took and feet. Breast self-exarn (BSE) is a tool that may help you learn what is normal for you. BSE includes looking at and feeling your breasts. If you discover a lump or notice any changes in your breasts, see your health care provider right away. (For step-by-step breast self-exam instructions, go to wwNv.komenorg/bse.) either of your breasts, and think about getting a second opinion if you are not satisfied with his or her advice. 1 American Cancer Society, Breast Cancer Facts & Figtires 2007-2008. For more information, call Susan G. Komen for the Cure," at 1-877 GO KOMEN (1-877-465-6636) or visit www.komen,org. , Tl 717" edf1119 L I little feet? Some treatments for breast cancer can affect a worrian's ability to have children. If you think you would like to become a parent after breast cancer, talk with your doctor about your options before deciding on treatment. In the past, doctors would advise women who have had breast cancer not to have children. Doctors thought that the added estrogen and progesterone during pregnancy may promote the growth of breast cancer. Yet, there are no studies that have clearly shown a link between pregnan- cy and recurrence of breast cancer. Today, many doctors say it is fine for women who are free of cancer and not undergoing treatment to become pregnant. Some suggest waiting 2 to 5 years after diagnosis — the most likely period of recurrence — to assure that breast cancer has not returned. Sonic women around age 40 who are closer to menopause find that after chemotherapy, their periods do not return. For those who are in their 20s and 30s and who still have their periods after chernotherapy, the ability to have children may be unaffected. If you are hoping to have children after cancer treatment, talk with your doctor about your options. For mothers with breast cancer If you are a mother of young children and you have breast cancer, it can be hard to tell your children what you are going through. Remember that children can pick up on their parents' feelings, and may be confused if you do not talk to them about your condition. Telling your children in simple terms about your cancer and sharing some of your feelings will help them understand the changes around them. Every mother is different, and your parenting style may be different from someone else's. But in your own way, try to share with your children what you are going through. Also, trying to maintain your usual routine may help your children adjust to the changes. Talking about your breast cancer can help both you and your children cope with the disease. Young women with breast cancer may have special concerns that are different from those of older women. Finding the right support group can bring strength and friendship through sharing your thoughts and feelings. Many larger hospitals have or can refer you to cancer support groups in your area. Or you can contact these organizations for more information: Organizations Susan G. Kornen for the CureO 1-877 GO KOMEN, www.komen.org for these booklets: What's happening to me? What's happening to the ivoinan I love? What's happening to moin? What"s happening to the ivoinan rive love? American Cancer Society 1,-800-ACS-2345 www.cancer.org Fertile Hope 1-888-994-HOPE www.fertilehope.org Young Survival Coalition 1-646-257-3000 www.youngsurvival.org Breast Cancer" Network of Strength 1-800-221-2141 (English) or 1-800-986-9505 (Spanish) www,networkofstrengtli.org Related fact sheets in this series= • Genetics & Breast Cancer • Talking With Your Children • When You Discover A Lump The above list of resources is only a suggested resource and is not a complete listing of breast health and breast cancer materials or information. The information contained herein is not meant to be used for self diagnosis or to replace the services of a medical professional. Komen for the Cure does not endorse, recommend or make any warranties or representations regarding the accuracy, completeness, timeliness, quality or non-infringement of any of the materials, products or information provided by the organizations referenced herein. Developed in collaboration with the Health Communication Research Laboratory at Saint Louis University. fci2008 Susan G. Konwen for the Cure. Item No. 806-352a 8/08 41 I enerafly, the purpose ot breath- ing meditation is to calm the mind e v e e e inner pac. Sit in a and d lop focus as a "white space ", excluding all external surroundings and thoughts. Do not allow the mind to wander away with thoughts; always return to the focus of the breath. Trying this over and over will increase inner peace, and give the mind a spacious feeling, leaving us totally refreshed. Much of the stress and tension we experience everyday comes directly "m the mind. Controlling the mind through breathing mediation helps re- MHOEMMM 11211 NMI lown I www.sopoznik.com 1.877.9A8.8887 SAPOZNIK k F A t T H & W E i L H E S S 0 Simple Steps to Most people are unaware that poisoning is now the #1 cause of injury death in Florida. Today is a great time to learn a few simple steps that may prevent you or a loved one from tragically becoming one of the seven Floridians a day who die from the effects of a poison. All community members are urged to take the following steps to protect their family members from poisoning year-round: 1. Program your cell phone with the free nationwide Poison Help line: 1-800-222-1222. This number connects local callers with the Florida Poison Information Center in Miami. Calls are answered 24 hours, seven days a week by doctors, nurses and pharmacists who give immediate, expert advice on any suspected poisoning or medicine mistake. Calls are confidential. 2. Clear your medicine cabinet of old or unnecessary medications. Most deaths from poisoning involve prescription medications like pain killers, anti-anxiety medications, or stimulant drugs. Keep all necessary medications in a secure area, away from children, ideally in a locked storage box. Don't forget grandparents' homes! One in five child poisonings occur while a child is in the care of a grandparent, according to the American Association of Poison Control Centers (AAPCC). Wellness Services Wellness benefits refer to the education and activities that a workplace may implement to promote healthy lifestyles to employees and their families. Examples of wellness programming include health education classes, subsidized use of fitness facilities, internal policies that promote healthy behavior, and any other activity, policy or environmental change that affects the health of employees. At Sapoznik Insurance, we can design wellness programs ranging from basic to comprehensive. Many programs require a minimal investment of time and money. More substantial programs often use more resources, but the many benefits to supporting and encouraging employee health and wellness outweigh the costs. A wellness program will impact your company's bottom line by: - Helping control rising health care costs - Increasing employee productivity - Increasing employee morale We can build and customize a wellness program specific to your employees' needs and health care data, and will deliver the tools you need to get a successful wellness program off the ground. We will help you: - Gather claims data, a needs and interest survey, health risk assessment aggregate results, prescription drug utilization, culture audit and other pertinent data. From this data we will make recommendations regarding the types of programs you may want to offer. - Build a strategic wellness plan that incorporates specific goals and objectives. - Support the implementation of the wellness plan with specific resources and communication vehicles. - Evaluate and refine the plan over time. See the attached wellness article and wellness tool as examples of the types of resources we have available. © Zywave, Inc. All rights reserved. Workplace Wellnessm, Why Promote Wellness? Wellness issues important to you - brought to you by the insurance specialists at Sapozni Insurance. I What is Workplace Wellness? Workplace wellness refers to the education and activities that a worksite may do to promote healthy lifestyles to employees and their families. Examples of wellness initiatives include such things as health education classes, subsidized use of fitness facilities, internal policies that promote healthy behavior, and any other activities, policies or environmental changes that affect the health of employees. Why Workplace Wellness? It affects your company's bottom line in many ways. Namely, workplace wellness can lower health care costs, increase productivity, decrease absenteeism and raise employee morale. Because employees spend many of their waking hours at work, the workplace is an ideal setting to address health and wellness issues. Wellness programs help control costs. An investment in your employees' health may lower health care costs or slow the cost increases. Employees with more health risk factors, including being overweight, smoking and having diabetes, cost more to insure and pay more for health care than people with fewer risk factors. A wellness program can help employees with high risk factors make lifestyle changes to improve their quality of life and lower costs, while also helping employees with fewer risk factors to remain healthy. Healthier employees are more productive. Research shows that workplaces with wellness programs have employees who are more productive at work. Healthier employees miss less work. Companies that support wellness and healthy behavior have a greater percentage of employees at work every day. Because health frequently carries over into better family choices, your employees may miss less work caring for ill family members as well. Reduced absenteeism can yield significant cost savings and return on your wellness investment. improve morale and enhanced image for the organization. A company that cares about its employees health is often seen as a better place to work. Those companies save money by retaining workers who appreciate the benefit of a wellness program and they can attract new employees in a competitive market. Adapted in part from Wisconsin Worksite Weliness Resource Kit. This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice. @ 2007-2010 Zywave, Inc Jost like food, beverages contain calories that many le do not realize there. They dd up quickly and will affect your waistline if you don't take them into consideration when determining how many calories to consume daily. Here is the calorie content of some of your favorite drinks, both from home and at your local eatery: Look out for the following sweeteners when purchasing beverages at the .supermarket. These ingredients High-fructose corn syrup and fructose ~ Fruit juice concentrates ~ Honey ° Sugar ° Syrup and corn syrup ° Sucrose ~ Dextrose There are ways that you can cut down um your caloric intake without completely giving op your favorite beverages, Here are smmne tips to remember: ° Request that your coffee drink be made with low-fat or skim milk instead of whole milk. ~ Order the smallest size available, even if that's child's size. ~ Forgo extra flavoring such as vanilla, hazelnut and caramel. These syrups are sugar-sweetened and will add calories to your drink, ° Skip the whipped cream on the top of coffee drinks and smoothies. This ingredient adds calories and Fat. ~ Ask that your smoothie be prepared without added sugar since the fruit used to make it is naturally sweet om its own. _ mZywave, Inc. mrights reserved. 16 oz. caf6 latte made 12 oz. caf6 latte made with whole milk 265 with fat-free milk 125 20 oz. non-diet cola 227 20 oz. diet cola 0 16 oz. sweetened lemon ISO Sparkling water with 0 iced tea natural lemon flavor 12 oz. sports drink 99 12 oz. fitness water is 12 oz. fruit punch 192 12 oz. orange juice 168 8 oz. chocolate milk 208 8 oz. one percent 158 made with whole milk chocolate milk 8 oz. two percent I 120 8 oz. skim milk 90 I reduced-fat milk Look out for the following sweeteners when purchasing beverages at the .supermarket. These ingredients High-fructose corn syrup and fructose ~ Fruit juice concentrates ~ Honey ° Sugar ° Syrup and corn syrup ° Sucrose ~ Dextrose There are ways that you can cut down um your caloric intake without completely giving op your favorite beverages, Here are smmne tips to remember: ° Request that your coffee drink be made with low-fat or skim milk instead of whole milk. ~ Order the smallest size available, even if that's child's size. ~ Forgo extra flavoring such as vanilla, hazelnut and caramel. These syrups are sugar-sweetened and will add calories to your drink, ° Skip the whipped cream on the top of coffee drinks and smoothies. This ingredient adds calories and Fat. ~ Ask that your smoothie be prepared without added sugar since the fruit used to make it is naturally sweet om its own. _ mZywave, Inc. mrights reserved. Plan Administration and Legislative Compliance There are countless rules and regulations governing employee benefit plans. Our expert team will help ensure that you are meeting your compliance obligations. We stay up -to -date, and will inform you of any laws or regulations that may affect your employee benefit program. Our compliance consulting services include: - Easy -to -read Legislative Briefs that summarize recent federal legislative developments in insurance and employee benefits. - Answers to common COBRA, Health Care Reform, FMLA, HIPAA, HIPAA Privacy, Medicare Part D and Section 125 questions. - Commonly used forms in COBRA, FMLA, Health Care Reform, HIPAA, HIPAA Privacy, Medicare Part D and Section 125 administration. - A community of knowledgeable colleagues from all over the country to share resources and information via the Community's interactive forum. - A variety of insurance, employee benefits and human resources websites and articles, all in one convenient location. Sapoznik Insurance is committed to helping you with complex plan administration and legislative compliance, using a variety of internal and external resources. Legislative Briefs Sapoznik Insurance is happy to provide our clients with exclusive Legislative Brief publications that summarize recent federal legislative developments in insurance and employee benefits. These informative documents are researched and written in an easy -to -read manner by experienced benefits attorneys. Client Portal All Sapoznik Insurance clients receive access to a personalized online Client Portal, which is designed to offer time - saving tools and resources that build convenience into managing your everyday work tasks. Community The Client Portal Community section lets Sapoznik Insurance clients network with a vast, knowledgeable group of colleagues from all over the country, and share resources and information. This interactive forum allows you to post questions to peers and provide insight to others' questions. Topics include Benefits Legislation, Compensation, Employee Relations, Health Care Reform, HR Development, HR Management Topics, Recruitment, Risk Management and Other. Collaboration Center The Client Portal's Collaboration Center allows a seamless exchange of information sharing from our agency to you. Accessible 24/7, postings from our agency are timely, relevant and easy to locate in one convenient place online. Surveys The Client Portal allows all Sapoznik Insurance clients to participate in benefit plan surveys, allowing them to determine how their plans and programs compare to other employers across the United States. © Zywave, Inc. All rights reserved. The Client Portal also features several value -added services and resources for 's human resources and benefits personnel. It facilitates efficient and easy communication with Sapoznik Insurance and our clients, and provides a vast array of HR materials, including legislative information, employee communications, industry - related websites and consumer - related information. Resources The Client Portal Resources supplies Sapoznik Insurance clients with a variety of insurance, employee benefits and human resources websites and articles, all in one convenient location. Compliance The Legislative Guides give our clients an exclusive set of comprehensive guides to federal legislation. Complete guides include COBRA, FMLA, Health Care Reform, HIPAA, HIPAA Privacy, Medicare Part D and Section 125. Within each guide, sections include Common Questions, Forms and Quick Reference. Documents on Command Communication materials provide Sapoznik Insurance clients with instant access to a library of downloadable articles, including categories such as Wellness Programs, Employee Health & Wellness and Benchmark Surveys & Statistics. HealthShop Sapoznik Insurance provides our clients with HealthShop — comprehensive consumer information in a ready - to -print newsletter format. Topics include At the Doctor's Office, At the Pharmacy, Home Care and Your Health Plan. The following are examples of the legislative and state- specific compliance information we offer our clients, along with a fact sheet that describes the client portal in detail. © Zywave, Inc. All rights reserved. Y 4. 4 �( A v,'O' Z N I H E A L T H & W L L N S S i. i employees) I.Mm. =-. How Health Care Reform Affects Your mean Health Care Ref6rm. 1 he Basics III *MW NI I MEN WS 1 • 1 w 4 1 i Eel 11�oq� Ir Grandfathered Pleas Some plans are excluded from the Immediate provisions of Health Care Reform these plans are called grand fa- thered plans"°A Grandfathered Plan is any Health Insurance Plan that was established before March 23rd, 201 Od Any health plan established after March 23rd, 2010 (including plans that renew after March 23rd, 2010), are sublect to regular previsions under PPACA as annmended by HP 4872 Other Provisions Alment Navigating r1ealth Cari� Refform ,� liq iiiiiiiij oil The r r View K L N t S S LEGISLATIVE BRIEF - COBRA Regulations: Handy Reference Guide The Consolidated Omnibus .Budget Reconciliation Act of1985 (COBRA) requires employers provide former employees and dependents who lose group health benefits with an opportunity to continue group health insurance coverage. Since COBRA was originally enacted in 1985, the Internal Revenue Service (IRS), the agency responsible for defining required COBRA coverage, has released three sets of proposed regulations and two sets of final regulations. The IRS released its most recent regulations in January 2001 that finalized the 1999 proposed regulations and made some changes to the final regulations released in 1999.1 This Sapoznik Insurance Legislative Brief is intended to provide you with a consolidated look at the guidance provided in the final IRS regulations released in 1999 and 2001. Small E z • Group health plans maintained by an employer that had fewer than 20 employees on at least 50% of its typical business days iu the previous calendar year are not subject toCOBRA. /1999 final regulatinnaJ^ • Only common law employees are taken into account for purposes of the small employer plan exceut]om. Self- employed individuals, independent contractors, and directors are not counted. -9g9 final neggation -' • Both part-time and full-time employees must be counted, whether they are eligible for health insurance or not. (1999 final regulations) • Part-time employees must be counted oma pro-rata basis. Each part-time employee counts asa fraction ofam employee, with the fraction equal to the number of hours that the part-time employee works for the employer divided by the number of hours that an employee must work in order to be considered full time. This method of calculation is intended to produce the same result regardless of how the hours are scheduled, (1999 proposed regulations; 2001 final regulations) • Employers may count part-time employees either oman individual basis or on an aggregate basis because both methods produce the same masV|to. Therefore, an employer can determine the number arpart-time employees for COBRA purposes by looking at each employee's hours for the year or by adding up all hours worked by part-time employees and dividing it by the number of hours required for one worker to be considered working full time, (2001 final regulations) Payment of Premium • xWhere the COBRA premium remitted is short significant, the payment as satisfying the plan's payment obligation, or b) notify the qualified beneficiary of the deficiency and allow a "reasonable period" (which is generally 30 days) for the deficiency to be paid. (1999 final regulations) • An amount is considered insignificant if it is not more than the lesser of $50 or 10% of the required premium amount. (2001 final regulations) • Payment is made om the date |t|a sent. (1999 final regulations) w A third party may pay COBRA premiums nn behalf mfa qualified beneficiary. (199g final regulations) ' 2000 final regulations apply to qualifying events occurring on or after January 1, 2002. ~ The 2noz final regulations adopted m�raompmpu�dregulations wu^vut«xa o�uutcmnneumeaunim/u,mee/mmvmva|c.mggmgm�xa�uvampms. s The `9m7remvvavnms dm "working 4 The 1987 regulations required the inclusion of self-employed individuals, independent contractors, and directors. COBRA Regulations-, Handy Reference Guide Core vs. Non-Core Benefits' • Qualified beneficiaries must be given the same rights to elect coverage am similarly ' situatedactive employees. (1999 final regulations) • All health care benefits provided by an employer are treated as one plan unless it is clear from the documents governing the arrangement that the benefits are being provided under separate plans and that the arrangements are operated pursuant to such documents. v (20g1 final regulations) • The determination of whether benefits are provided under one plan or separate plans impacts a qualified beneficiary's right to separately elect medical, dental, nrvision benefits. ]Exampi : Employer offers two health plans: one provides major medical and one provides dentm|. An employee covered under both plans at the time 'of a qualifying event has a right to elect a) medical, b) dental, qru) both. Health Flexible Spending Arrangements (Health SA) • Health FSAs are subject to COBRA, with some exceptions. (1999 2001 final regulations) • An employer is not required to offer paid for a full year of COBRA coverage equals or exceeds the maximum benefit that the qualified beneficiary could receive under the Health FSA for that year. (1999 proposed regulations; 2001 final regulations) • Where a Health FS~is not subject mnzmAn, COBRA does not require that a qualified beneficiary oe entitled mo extend their Health FSA where the account hs been overspent osof the date of the qualifying event. (1999 proposed regulations; 2uoz final regulations) • Where a Health is not subject to HIPAA, COBRA requires that a qualified beneficiary be entitled tu extend their Mea}thFSA through the end of the current plan year where the account was under spent asuf the date ofthe qualifying event. (1999 proposed regulations; 20D1 final regulations) • A careful review of the regulations is warranted in situations where an employer contributes funds to a Health FSA on behalf of an employee and where no other health plan is sponsored by the employer. Qualified Beneficiaries Moving Outside the Service Area • Employers must make alternative coverage available qualified beneficiaries moving outside the service area mf a 'reg ion-specific benefit package, (1999 final • Where a qualified beneficiary moves .outside the service area, ao employer must offer coverage under any $fits existing plans. (19B9 final regulations) • Alternative coverage must bemade available not later than the date wf the qualified beneficiary's relocation, or, |f later, the first day of the month following the month in which the qualified beneficiary requests the alternative coverage. (20D1 final regulations) • Am employer isnot'nequired tm incur extraordinary expenses to extend coverage tmqualified beneficiaries |nareas im which the employer does not have active employees. (2001 final regulations) Loss of Coverage Includes am( increase |n Premium * Am increase ln employee premium contribution the e result mfa qualifying event is considered a loss mf coverage for purposes mfCOBRA. (Z99g final regulations) s The 1987 regulations required an employer to unbundle the non-core and core benefits if the cost of electing non-core benefits was greater than 5%. The 1999 proposed rules suggested that the employer first look at that the instruments governing the employer's arrangement to determine whether benefits were offered under separate p$ans. A Health FSA is exempt from HIPAA if: 1) a) the maximum Health FSA benefit is not more than the greater Of two hmes the annual salary reduction election, or b) the annual salary reduction election plus $500; 2) the employee has other employer group health coverage available; and 3) the other coverage is not soleiy excepted benefits. Termination Coverage Event • If coverage is reduced or eliminated in anticipation of an event, the elimination or reduction is disregarded in determining whether the event causes a loss ofcoverage. (19A9 final regulations) • For employer bankruptcy, loss of coverage includes sobstamt|a1e|imimabonof coverage that occurs ,vithim12 mnonthsbefore nrafter the date om bankruptcy proceeding begins. (1999 final regulations) • Where an employee eliminates a spouse's coverage in anticipation of divorce, an employer must make COBRA continuation coverage available, effective upon the date of the divorce or legal separation. The employer isnot required to provide coverage for any period before the date ofthe divorce or legal separation. (2999 final regulations) • The qualified beneficiary |o entitled to the coverage that the qualified beneficiary had before the qualifying evemtmr to the benefits currently offered to similarly situated non-COBRA beneficiaries. (2001 final regulations) Administering Claims during the Election Period • The employer must make COBRA continuation coverage available for the entire election period m the .qualified beneficiary elects coverage prior to the end m the election period, (1999 final regulations) • In the case of an indemnity or reimbursement arrangement, the employer can provide coverage during the election period, or if the plan allows retroactive reinstatement, the employer can terminate the coverage of the qualified beneficiary and reinstate him or her when the election is made. Claims incurred during the election period do not have to be paid before the election — and if applicable, payment for the coverage — is made. (1999 final • If a health care provider contacts the employer or group health plan to confirm coverage of a qualified beneficiary during the election period, the plan must give a complete response. The response should include the status ofthe election, whether payment has been made, and other relevant information related to the qualified beneficiary's right to coverage. (19g9 final regulations) Duration of COBRA Coverage - • Where a qualified / the month that m more than 3v days after a final determination that m qualified beneficiary hn* longer disabled, Termination of coverage applies for all qualified beneficiaries whose coverage is provided pursuant to the disability extension. However, coverage may not bm terminated prior to the original 18_momth continuation period. (1999 proposed regulation; 2001 final regulations) • Where a qualified beneficiary is born or adopted during a COBRA period and applies for the disability extension under COBRA, the 80~day period is measured from the date of the child's birth or adoption. (1999 final regulations) • COBRA may be terminated where a qualified beneficiary, after the date of election, first becomes covered under another group health plan that does not contain `a pre-existing condition limitation orwhemethepre-existimg condition limitation is satisfied pursuant toHIPAA. (1999 final regulations) • Mere eligibility for another group health plan does not terminate a qualified beneficiary's right to COBRA continuation coverage through his or her prior employer. °^ Coverage which was in force prior to the date of election does not serve to terminate a qualified beneficiary's right toCOBRA. • COBRA may be terminated where 'aqualified beneficiary after the date of election first becomes entitled ho Medimare (Pa rt AorB'. (1g9g final negu/atimns) FML4&COBRA • A qualifying event occurs when an employee who |s covered under a group health plan immediately primrhz FMLA leave (or who becomes covered under group health plan during FMLA) does not return to work with the employer at the end mf the FMLA leave and would, but for COBRA, lose coverage. (19g9 proposed regulations; 2001 final regulations) • The qualifying event is deemed to occur on the last day of the employee's FMLA leave. The maximum Coverage period begins on that day. (1999 proposed regulations; 2JO2 final regulations) Multiple — Employer Plan Withdrawal • Aoemployer's cessation of contributions to a multi-employer plan is not oqualifying event for purposes of COBRA. (1999 proposed regulations; 2D01 final regulations) • A multi-employer plan must make COBRA coverage available to a qualified beneficiary who was plan benefits on the day before contributions ceased, and [oor whose qualifying event occurred in connection with a covered employee whose last employment before the qualifying event was with the multi-employer plan. (1999 proposed regulations; 2001 final regulations) • Where a non-contributing employer has th existing plan mrestablishes another group health plan covering a n|gm|0camt portion ofits employees previously covered under the /multi-employer plan, the plan established by the employer must make COBRA coverage available to existing qualified beneficiaries. (1999 proposed regulations; 2001 fina/negu/adons) Business Reorganizations • Parties to a transaction involving sale of allocate ibiN final continuation coverage by contract, However, where the party that is contractually obligated to provide COBRA defaults, the party otherwise obligated by law to provide COBRA remains liable. (1999 proposed regulations; 2001 ~. regulations) ^ • For both sales ofstock and sales of substantial assets, if the seller continues to maintain group health plan after the sale, the seller retains the COBRA obligations. (Jygg proposed regulations; 2081 final regulations) • Where the seller no longer provides any group health plan to any employee, the responsibility for providing COBRA falls on the buyer that |sa successor employer. (1999 proposed regulations; 20O1 final regulations) • Whether an employee has experienced a qualifying event as a result of a business reorganization is determined in part by the type of transaction that takes place (stock vs. asset). The regulations contain numerous examples which demonstrate when m qualifying event has occurred during a business reorganization. In general, the employee must have a termination of employment and a loss ofcoverage. Please contact your Sapmzn k Insurance representative with any questions. nhmsmnu�o u ��� otin��e�t�umexxmVnwsocv =vumousmv! 01' hc, as, 1�1o���»hr�eeag�� conu�^tao!ozveevm ,*c. zo0DsAnvrmauesm,_ All wox�re�m=d The American Recovery and Reinvestment Act • 2009 (ARRA), as amended, provides a • percent COBRA premium subsidy for employees and their dependents who are involuntarily terminated from employment between Sept. 1, 2008 and May 31, 2010 ffiralmrarm. -4 -Uard"s - age Extended Election Period: If an employee lost coverage due to a reduction in hours of employment, did not make (or discontinued) a COBRA election and was later involuntarily terminated on or after March 2, 2010, the individual may be eligible to elect COBRA coverage and receive the premium subsidy. Plan Enrollment 012tion: A plan is required to permit an individual to enroll in different coverage if it is also offered to active employees, is major medical coverage, and the premium does not exceed the premium of the individual's prior coverage. Notice Provisions: Plans were required to notify certain current and former enrollees of the premium subsidy. The Department of Labor has created model notices for this purpose. In addition to other notice rules, a General Notice including information on the subsidy and election information had to be given to all qualified beneficiaries who experience any type of qualifying event from Sept. 1, 2008 through May 31, 2010, Individuals who are terminated any time after May 31, 2010 must be provided with a COBRA Election Notice, but are not required to receive information about the premium subsidy. APPLICATION TO STATES: Continuation coverage under a state program providing comparable coverage (i.e., state "mini-COBRA" laws applicable to employers with fewer than 20 employees) is subject to the COBRA premium subsidy and notice provisions of ARRA. ARRA does not change any requirement of a state continuation coverage program. ARRA only allows Assistance Eligible Individuals who elect continuation coverage under state insurance law to receive a premium reduction for up to 15 months. It also allows Assistance Eligible Individuals to switch to other coverage offered to active employees if permitted by the plan provided that the new coverage is no more expensive than the prior coverage. States were permitted, but not required, to offer an extended election period. This chart is provided to you for general informational purposes only. It broadly summarizes federal statutes, but does not include references to other legal resources (e. g., supporting regulations, or formal or informal opinions) unless specifically noted. Please seek qualified and appropriate counsel for further information rand /or advice regarding the application of the topics discussed herein to your employee benefits plans. (3109; KMP 2111) @ 2009 — 2011, Zywave, Inc. Ali rights reserved. Jul oe 2011 9:5onm HP LRSERJET FAX P.1 Sapoznik Insurance 1100 NE 163rd Street, Suite 200, North Mianu Beach, Florida 33162 305.948.8887 1 Fax: 305.949.1049 FAX COVER SHEET Page 1 of 2 TO: Maria Menendez FAX NO: 305.663.6348 FROM: Gracy Weberman & Ada Waters RE: Acknowledgement Receipt of Addendum No. 1 Jul 08 2011 9:58nM HP LnSERJET Fnx Sapoznik Insurance hereby acknowledges receipt of Addendum No. 1 on behalf of Agents, Gracy Weberman and Ada Waters. Project Name: Date: Sent: ADDENDUM NO I Insurance Brokerage Services RFP No. 2011 -08 -HR Jury 6, 2011 Fax/E- mail /webpage This addendum submission is issued to clarify, supplement and /or modify the previously issued BID Documents, and is hereby made part of the BID Documents. All requirements of the BID Documents not modified herein shall remain in full force and effects as originally set forth. Receipt of this Addendum shall be acknowledged on the Bid Form. Q1. Who are the City's current health and dental insurance providers? Al. AvMEd (Health Plans), Humana(Dental & Vision) Q2. Does the City currently pay for broker services on a flat fee basis? If so, what is the current annual flat fee? A2. Not currently paid on a flat fee basis. Q3. Which firm currently provides the City with the Insurance Broker Services outlined in the RFP? Which firm is currently serving you as your insurance consultant and where are they located? A3. EBCG- Employee Benefits Consulting Group 12525 Orange Drive #703 Davie, FL 33330 Q4. How many employees are currently insurance benefitted with the City of South Miami? A4. There are currently 144 employees/retirees enrolled in the City's Health Insurance Plans. QS. With respect to page 3 Renewal Year Services item # N, will the city be incurring the cost of printing and distributing any enrollment materials for the renewal of the benefit plant AS. Yes p.2