2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k 2 0 0 9 Be n e f i t s Wor k B ook for expatriate full-t i m e e m p loy e e s i n i n t e r n at i o n a l loc ations ( excluding cm u- q atar ) take Charge of Your Benefit s You need to actively enroll in your benefits during Open Enrollment or within 31 days of your initial benefits eligibility date or a qualified life status change in order to select the benefit plans that are right for you and your family. If you don’t enroll during the Open Enrollment period, you will continue in your current benefits. If you do not enroll within 31 days of your benefits eligibility date, you will be defaulted. Actively enroll to ensure that your benefits meet your family’s needs. o pe n e n rol l ment for 2009 Ben e f it s: November 3 - 17, 2008 Be n e f it s effeCtive dat e: January 1, 2009 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k This is a Summary Table of Contents Healthy Solutions Benefits ........................................................................................... page 3 This workbook contains Work-Life Benefits ......................................................................................................... page 3 summaries of the options Enrolling in Benefits at Open Enrollment................................................................... page 4 provided in each benefit category. It is intended to New Employee Benefits Enrollment ........................................................................... page 4 help you choose among the Life/Family Status Changes Outside of OE ............................................................... page 4 available options. You may What’s New for 2009 .................................................................................................... page 5 obtain additional information from the HR web site at Benefits for Domestic Partner ..................................................................................... page 6 http://www.cmu.edu/hr. Carnegie Mellon Benefit Options The web site also provides medical ............................................................................................................ page 7 - 8 links to the carriers and plan Prescription Drug Benefits .................................................................................. page 9 booklets. dental ................................................................................................................. page 10 This booklet and our web resources are not intended Vision .................................................................................................................. page 11 to take the place of plan Health Care Flexible Spending Account ........................................................... page 12 documents. Long-Term Disability (LTD) Coverage ................................................................ page 13 If there is a conflict between Employee Life and Accidental Death & Dismemberment Insurance ............. page 14 this workbook and the Dependent Life Insurance................................................................................. page 15 plan documents, the plan Dependent Care Reimbursement Account ...................................................... page 16 documents will govern. The Benefits Office maintains the Family or Life Status Changes ................................................................................... page 17 Summary Plan Description Denial of Coverage Appeals ....................................................................................... page 17 (SPD), which contains more COBRA Information ..................................................................................................... page 17 detailed information. Contact Information ....................................................................................................page 18 The SPD can be found online Benefits Glossary of Terms ........................................................................................page 19 on the HR web site at http://www.cmu.edu/hr/ benefits/benefit_admin/ Make Elections Online Through HR Connection plans. Contact the Benefits To enroll in or change your benefits, use the online HR Connection self-service system. Office at 412-268-2047 or by email to hrhelp@andrew. 1. Go to http://www.cmu.edu/hr/benefits/hr_connection.html cmu.edu to obtain a hard and click on the HRC logo (see right). copy of the SPD. 2. You will need your Andrew user name and password, HR Connection password, PCP codes and dependent data. If you Carnegie Mellon reserves forget or do not have an HR Connection password, please follow the right to modify, amend, the online instructions. or terminate any or all of the 3. HR Connection is designed to be user-friendly. Follow the instructions and read provisions of these benefits all of the information on the screen. Contact the HR Systems Help Desk at or the plan documents at firstname.lastname@example.org with any problems. any time for any reason upon 4. You must re-enter your HRC password to save your changes. If you exit without appropriate action by the doing so, your changes will be lost. university. Notwithstanding NOTE: any of the prior statements, HR Connection is not available from 1:00 a.m. - 3:00 a.m. EST nightly for maintenance. in all cases, university Technical support is available weekdays, from 8:30 a.m. to 5:00 p.m. EST. policies will govern. 2 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Healthy Solutions Benefits Who Is Eligible for Carnegie Mellon offers dependent care account to working in Western Expatriate Benefits a broad range of benefit assist in managing eligible Pennsylvania. Efforts have Expatriate benefits-eligibility options under the Healthy health care and dependent been made to make the in benefits programs is Solutions umbrella. care costs. plans comparable to their granted to faculty and domestic alternatives, but You can choose to The monthly contributions staff who are in an active the plans are not identical. participate in the medical, for all of these benefits appointment of at least 4 consecutive months (3 prescription drug, dental, (except dependent life In addition, expatriate months or longer if your and vision plans, as well as insurance) are deducted employees are eligible domestic medical insurance life and accidental death from your pay before taxes for a number of unique plan is an HMO) at a and dismemberment are assessed, saving you benefits related to their Carnegie Mellon University insurance, life insurance money! relocation, but are international program. for dependents, and long- ineligible for benefits term disability insurance. Expatriate Benefits that are available only for Eligible employees may Western Pennsylvania- also cover their eligible Expatriate employees are In addition, eligible based employees. dependents under certain eligible for a similar range employees can contribute benefits. Eligible dependents of benefits as employees to a health care and/or include your: • spouse/registered domestic partner*, Work-Life Benefits • unmarried dependent The university also provides many benefits for eligible faculty and staff that do not children up to age 19 (up need to be selected during Open Enrollment. to age 23 if a full-time student), Full-Time Work-Life Benefits Include: • unmarried, dependent children who, upon • Carnegie Mellon paid retirement benefits attainment of age 19, • Employee supplemental retirement contributions into a tax-deferred or Roth were covered under retirement account for those with US sourced, taxable income the particular benefit and were disabled as • Tuition benefits for employees and their children defined in the information • Paid time off, paid holidays and leaves of absence provided by the third party administrator or • Employee assistance plan and life management resources insurance company. • Carnegie Mellon ID card (and the access and discounts associated with it) Employees who return from • Financial benefits (WorkPlace Banking through PNC Bank and Citizens Bank, an international assignment real estate services through Howard Hanna) to domestic employment • Discounts on Ford Motor Company and General Motors makes and models with the university are purchased from a US dealership eligible for different benefits, To learn more about these benefits and their eligibility requirements, go to the Human and should refer to the Resources web site at http://www.cmu.edu/hr/benefits. Benefits Workbook for their employment status. Enrollment in Work-Life Benefit Programs * - See page 6 for more Enrollment in the Work-Life Benefits is not necessarily automatic. You should apply information on Domestic for the benefit at the time you wish to take advantage of it, according to the procedures Partner rights in Qatar. for that particular benefit program. See the HR web site at http://www.cmu.edu/hr for more information on other benefit programs and their enrollment processes. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 3 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k Need Assistance Enrolling In Benefits at Open Enrollment: Enrolling? November 3 - 17, 2008 HR is available to assist you Each year, the Open If you do not actively Elections made during the in understanding your benefit Enrollment (OE) period select your benefits for the Open Enrollment period options. To reach us: provides you the upcoming year, you will will become effective opportunity to review your be enrolled in the same the following January 1. • Send an e-mail to email@example.com. benefits coverage and benefit plans at the same Unless you experience make new elections, if level of participation that a qualified life or family • Contact your local HR desired and allowed, for you have in the current status change, Open person or business manager during normal the upcoming calendar year. New monthly Enrollment is the only time business hours. year. Open Enrollment contribution rates or plan during the year when you is generally held during features will apply to you may change your benefit CMU Australia Human Resources Office: the first two full weeks of even if you continue with elections. 61-8-8110-9905. November. your current elections. • Call the HR Benefit Office at 412-268-2047 Monday New Employee Benefits Enrollment through Friday, from 8:30 New employees must enroll in benefits within 31 days of their benefits eligibility date a.m. to 5:00 p.m. for telephone assistance using HR Connection’s New Employee module. Your choices will be in effect for the remainder of the calendar year, unless you experience a qualified life or family status change. Default Benefits Benefits Eligibility Date The default benefit plan costs $70 USD per month and If you are already employed by the university, your benefits eligibility date is the 1st covers the employee only: day of the month prior to the start of your assignment. If you are newly hired, your eligibility date is the 1st day of your employment. • Medical: CIGNA • Prescription: CIGNA Default Benefits for New Hires • Life and AD&D Insurance: New hires who do not submit their benefit choices or “opt-out” decision within 31 days Basic of their benefits eligibility date are automatically enrolled in a default benefit plan. • Long-Term Disability (See left.) In addition, until you complete the retirement plan application, university Insurance: Basic retirement contributions will be invested into a default retirement option. You will not be enrolled in dental, vision, supplemental life, dependent life, or either Life/Family Status Changes Outside of OE spending account. Family or life changes frequently require you to change your benefits to accommodate your new situation. Following IRS regulations, you can make changes consistent with Complete the your status change within 31 days of the date the status change occurred. Carrier Application • In most circumstances, you may modify the level of your coverage (e.g. employee and spouse to family coverage). When you are enrolling in a • Changes must be made within 31 days of the status change. If you miss the 31 health plan, you will need day period, you must wait until the next Open Enrollment to make changes. to complete the CIGNA or • Changes should be made using HR Connection’s Life Changes module. InterGlobal enrollment form in addition to Carnegie Mellon’s • Supporting documentation - such as a birth certificate, marriage license, or proof of new coverage - may be required to verify a status change. benefits enrollment form. This is not required when you are See page 17 for a list of qualifying life or family status changes that permit you to make continuing in the plan at Open benefit changes mid-year. Enrollment. 4 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Benefits - What’s New for 2009? Benefit ChoiCes Changes for 2009 Page medical CIGNA International Expatriate New monthly contribution rates. 7-8 Benefits (CIEB) CIGNA plan changes: chiropractic, therapy, mental Opt Out (not available for non- health/substance abuse, pediatric preventive care, Australian citizens working in home health care, and hospice care. Australia) Prescription Drug CIGNA International Expatriate Medical plans include prescription coverage. 9 Benefits (CIEB) dental CIGNA International Expatriate Separate CIGNA Dental plan is available. 10 Benefits (CIEB) Dental Plan The CIGNA medical coverage includes only coverage for accidental damage to healthy teeth. Vision CIGNA International Expatriate No changes. 11 Benefits (CIEB) Vision Plan Health Care Flexible EBDS Adding EBDS MedSave product for better and faster 12 Spending Account service. Long-Term Disability MetLife Basic or Enhanced LTD No changes. 13 Life and AD&D metlife You may increase supplemental coverage by only 1 14 Insurance level during Open Enrollment. Basic (1x salary) Normal Statement of Health rules apply: will be Supplemental (an additional required for supplemental coverage of $500,000 or 1x to 4x salary) more. Coverage for those age 70+ will include AD&D coverage. Dependent Life and Spouse/Domestic Partner Life Normal Statement of Health rules apply: will be 15 AD&D Insurance required if first enrolling in or increasing dependent Dependent Child(ren) Life coverage. Dependent Care EBDS Adding EBDS MedSave product for better and faster 16 Reimbursement Account service. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 5 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k Tax Consequences Benefits for Domestic Partners of Domestic Partner Benefits-eligible employees may elect to cover their same- or opposite-sex domestic Coverage partner under the insurance benefits to which married spouses are entitled, except where IRS regulations prohibit the provision of such benefits. If your relationship The IRS prohibits providing meets the university’s eligibility criteria, your partner is eligible to receive medical, benefits on a pre-tax basis on prescription, dental, vision, and dependent life insurance benefits. behalf of dependents who do not meet the IRS Code, Section A domestic partner may be covered under one’s insurance plan if: 152 definition of a dependent. • the relationship has continued for at least 12 consecutive months, The portion of your monthly • the couple can demonstrate that the committed relationship is substantially contribution that is used to add similar to that of a married couple. See the Domestic Partner Registration Kit your partner to your coverage to review the detailed list of the criteria that meets this requirement. must therefore be deducted A domestic partner may be eligible to receive a limited number of non-insurance from your pay on an after-tax benefits (such as a university ID card) if you attest to a committed relationship of at basis. This is defined as the least 3 consecutive months. difference in the monthly contribution between the level See the Domestic Partner Registration Kit for a detailed list of the criteria for of coverage that includes your registering a domestic partnership and the forms required to do so. partner and the level that does not cover him/her. Enrollment Process for Individuals With Domestic Partners In addition, employer-provided If a domestic partnership is not already registered with the university, you must coverage for a domestic complete a hard copy of the: partner who does not meet the • “Carnegie Mellon Registration Statement of Domestic Partnership” form IRS definition of a dependent • “Benefits Enrollment/Change” form is considered to be taxable • “Request for ID Cards for Family Members/Registered Domestic Partner” form, income to the individual at if your Partner is requesting a university ID card the fair market value of the coverage. The difference in the All forms should be sent to the Benefits Office at 319 South Craig Street. The monthly university contribution Registration Statement is subject to approval by Human Resources. All registration and termination statements of domestic partnerships will be held confidentially in between the level of coverage Human Resources. that includes your partner and the level that does not Once a partnership has been registered, you can use the HR Connection system for cover him/her will be noted Open Enrollment or when a qualified life or family status change occurs. as additional income on your pay stub and will be assessed NOTE: Carnegie Mellon only provides coverage for dependent children who can be federal taxes. claimed by an individual for federal tax purposes. If you cannot claim the children of your domestic partner, then you cannot cover those dependents under your Carnegie See the Domestic Partner Mellon benefits. Registration Kit, available from http://www.cmu.edu/hr/ Domestic Partner Status in Other Nations benefits-admin/partners.html, for more information about the Some countries prohibit the extension of benefits to domestic partners residing in their nation and also criminalizes homosexual relationships. Carnegie Mellon is required to tax implications associated follow the host nation laws for individuals residing in the host nation. with covering domestic partners. Domestic partners may not be granted a Visa to accompany their partner on their international assignment, unless they have been granted a separate work Visa from the nation. Faculty and staff may cover dependents who remain in the U.S. under their insurance coverage, including domestic partners, spouses and dependent children. 6 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Medical Coverage in Other Medical plans are available through CIGNA International Expatriate Benefits (CIEB). Countries The CIEB plan protects against the cost of illness or injury and helps you to stay healthy, and provides evacuation and emergency medical coordination assistance. When you are visiting the United States during your • If you have coverage from another source, you may choose to opt out of international appointment, our medical coverage through Carnegie Mellon. (Non-Australian citizens working in plan will cover emergency and Australia may not opt out of our health coverage.) non-emergency care. • If both you and your spouse/domestic partner are employed at any Carnegie Mellon location, you cannot both cover each other, nor can you both cover the In addition, if you have a same dependents - individuals can only be covered under one Carnegie Mellon spouse/domestic partner health plan at a time. and/or dependent children who will be remaining in your Medical and Prescription Coverage Options: home country during your international appointment, Monthly Employee Contributions for 2009 they may be covered under your Level of Coverage CIGNA CIGNA plan. Employee only $ 70.00 USD Employee and child $ 290.00 USD Coordination of Employee and children $ 290.00 USD Benefits Employee and spouse / domestic partner* $ 375.00 USD* Family (employee, spouse / domestic partner*, children) $ 580.00 USD* Employees and their * For Domestic Partners, there will be pre-tax and post-tax contributions. Imputed income will also dependents who are covered be reflected in your paycheck, and you will be taxed on that imputed income. under another medical plan NOTE: Rates include prescription drug coverage costs. may enroll for medical benefits through the university if they wish. In such cases, the benefits payable under the Opting Out of Coverage Carnegie Mellon plan will be Non-Australian citizens working in Australia are required to participate in our medical coordinated with the benefits plans. Other expatriate employees who have medical coverage through another source payable under the other plan. can elect to opt out of Carnegie Mellon coverage. However, because of the importance of medical insurance, international employees are strongly encouraged to enroll in one of our plans if you are not covered under another policy. In addition, note that medical insurance plans designed for expatriate employees generally include special services designed for your circumstances, such as translation services, emergency evacuation, and repatriation of remains. If your current plan does not include international services, you should consider enrolling yourself and any family members who will also be living in the host nation in one of our benefit plans. If you or any of your eligible dependents lose coverage mid-year, you may enroll yourself and/or your dependents in a Carnegie Mellon plan due to the status change. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 7 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k 2009 Medical Plan Coverage Chart US US International Plan Feature In-Network Out-of-Network Annual Deductible $0 $0 $350 / $700 (Individual/Family) Plan Coinsurance Level 100% 100% 80% Annual Out-of-Pocket Max N/A N/A $2,350 / $4,700 (Individual/Family) Lifetime Maximum per Person $1,000,000 Plan Coverage Guidelines - Office Visits (specialty care or general) See plan coinsurance responsibility above. - Adult Preventive Care / Physical Exams 100%, up to $250 per year per person, not subject to deductible - Child Preventive Care Services 100%, up to $350 for up to age 2, and $125 for up to age 6. - Mammogram Age - 35-39: one baseline exam, 40-49: every 1 or 2 years; 50+: yearly - Chiropractic Services 20 visits per year - Mental Health/Substance Abuse Treated as any other condition (no limits) for inpatient or outpatient - Outpatient Therapy (all kinds combined) 60 vists (speech, occupational, physical, pulmonary/cardiac rehab) - Emergency Evacuation 100% of covered expenses, not subject to deductible - Family Travel Arrangements Economy round-trip airfare, 1 family member, hospitalizations of 8+ days - Return of Dependent Children One-way economy airfare to return children to country of residence - Repatriation of Mortal Remains 100% of covered expenses, not subject to deductible - Return of Traveling Companion Replacement of companion’s ticket with one-way economy airfare - Terminal Condition 100% for hospice care plus 3 bereavement sessions Prescription Drugs - Retail 100% (pay in advance, 100% (show 80% (pay in advance, submit claim) RxPrime ID card) submit claim) - Mail Order 100% 100% N/A (Tel-Drug, ships to US and Puerto Rico (from Tel-Drug, (Must use Tel-Drug.) addresses only) while in the U.S.) Up to 365-day supply if leaving U.S. Up to 90-day supply if in-country 8 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Prescription Drugs RxPRIME Our CIEB prescription drug program provides access to thousands of pharmacies Participating U.S. nationwide and around the globe through your medical coverage. The cost of the Pharmacies prescription coverage is included in your medical plan rates. Prescription coverage More than 45,000 chain and cannot be purchased separately from your medical coverage. independent pharmacies participate in the RxPRIME Getting Medications While Abroad network, including: When you need a medication while you are not in the United States, our health CVS Walgreen’s insurance plan covers the cost of the drug. When you need a prescription filled: Costco RiteAid • Use your local doctor/pharmacy to get the medication. Giant Eagle Target • You will be required to pay for the medication in full at the time of purchase. K-Mart Wal-Mart • You will then need to file a medical claim to get reimbursement. Go to the CIGNA International • 100% of the cost will be covered by the plan. web site (www.cignaexpat.com) to access their Participating Using In-Network U.S. Retail Pharmacies - RxPRIME Pharmacy Locator. Using in-network pharmacies eliminates claim forms and saves you money. CIGNA participants who are visiting the U.S. and covered dependents who are remaining in Writing U.S. during your appointment should use RxPRIME to obtain their prescription drug Prescriptions benefit through CIGNA. When you need a prescription filled/refilled: for Mail Order • Visit a participating pharmacy. For the quickest and most • Present your medical plan ID card to the pharmacist along with your convenient service, be sure that prescription for up to a month’s supply of medication. (If you do not present your mail order prescriptions your card with your first purchase at a participating pharmacy, you will be are submitted correctly: required to pay for the medication in full and later file a claim form.) • For U.S.-based participants, • 100% of the cost will be covered by the plan. your doctor should write the prescription for a 90-day If you use an out-of-network U.S. pharmacy, you will need to pay for the medication in supply, with refills (not a full and file a form for reimbursement of 80% of the cost of the drug. 30-day supply). • For participants going U.S. Mail Order Service - Tel-Drug abroad, your doctor should write the prescription for RxPRIME provides a mail order service for medications you will be taking for more than up to a 365-day supply, one month, through a service called Tel-Drug. The plan covers 100% of the cost of If you will be oversees for the medication. Prescription medications can only be mailed to U.S. or Puerto Rico less than one year, have the addresses. It can be used before you go abroad, while visiting, or by dependents who prescription written for the are remaining in the U.S.. Get up to a 90-supply, or stock up with even more before time you will be abroad. leaving the country! • Be sure the prescription is • Leaving the Country? Stock Up: You can get up to a 365-day supply of signed and written legibly. medication if you will be leaving the country for that period of time. No • New prescriptions take up prepayment or claim forms are required, and it also prevents any delays or to two weeks to fill (refills difficulties in getting prescriptions in country. take less time). If you • Any Time, Any Place Ordering: Your nearest pharmacy is as close as your need to start taking the phone or computer! You can also place your refill orders by mail. drug immediately, ask your physician for samples or a • Fewer Refill Hassles: You only need to order refills every few months, instead of second script for a short- heading to the pharmacy every few weeks. And if you send in your refill request term supply that you can fill too early, they’ll just keep it and fill it when it’s eligible. at a retail pharmacy to use The forms and instructions for using the mail order service can be found on the CIGNA until your mail order arrives. websites, or are available through Carnegie Mellon Human Resources. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 9 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k Health Plan Dental Dental Coverage Coverage CIGNA International Expatriate Benefits’ (CIEB) Dental Plan administers our dental program for expatriate faculty and staff. CIGNA’s provider network is The CIGNA Health Insurance comprehensive, including providers around the country and the world. coverage provides dental care that is limited to accidental The CIEB dental plan covers preventive, restorative, endodontic, and children’s injury of healthy, natural teeth orthodontic services (for dependent children under the age of 19). You do not sustained while covered under need to elect a primary care dentist. The annual maximum benefit is $1,000 per the plan. It does not provide person, per year (excluding orthodontic services). for preventive services or restorative services for teeth You do not need to participate in the CIGNA medical and prescription plan to that become unhealthy. purchase the CIGNA Dental Plan. Our medical plans include some restorative dental benefits (see sidebar, left). The Health Care Flexible Spending Account can be used to cover most dental care CIEB Dental Plan: Monthly Employee Contribution for 2009 expenses. Coverage Level Monthly Cost Pre-Determine Individual Employee Only $27.00 USD Benefits Family (employee, spouse/domestic partner and child[ren]) $114.00 USD When you or a covered dependent is beginning a course of treatment with CIEB Dental Coverage Highlights anticipated charges of $300 or more, CIGNA recommends Plan Feature Coverage Level that your dentist request a pre- $50 per person/$150 per family determination of benefits. This Deductible (individual/family) (waived for preventive care) will confirm how much the plan Annual Maximum: will cover and what you will $1,000 per person (excluding orthodontics) pay out-of-pocket before your treatment begins. Diagnostic & Preventive Services: 100% Basic Restorative Services: Restorative (basic, ex. fillings) Endodontics Periodontics 100% Prosthodontics - removable (maintenance) Prosthodontics - fixed bridge (maintenance) Oral Surgery Major Restorative Services: Restorative (major) 50% Prosthodontics - removable (installation) Prosthodontics - fixed bridge (installation) Orthodontic Services: 50%, up to $1,500 per child Dependent children up to age 19 lifetime maximum ($50 lifetime orthodontic deductible) All dollar figures are in US dollars. 10 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Vision Coverage Health Plan Vision CIGNA International Expatriate Benefits’ (CIEB) Vision Plan administers our vision Coverage program for expatriate faculty and staff. The CIGNA Health Insurance plan does not provide routine CIEB Vision Plan: Monthly Employee Contributions for 2009 eye exams, glasses or lenses, except for medical treatment Coverage Level Monthly Cost required for medical conditions Individual Employee Only $ 2.50 USD or injury affecting the eye. You should elect the CIEB Family (employee, spouse/domestic partner and child[ren]) $13.50 USD vision coverage if you want benefits in this area. Vision Care Coverage Highlights The Health Care Flexible Spending Account can be Vision Benefit Plan Coinsurance Coverage Coverage Frequency used to cover most vision care expenses. Annual Deductible $0 N/A Annual Maximum $200 per person N/A Eye Exams 100% of UCR Each 12 month period Frames 100% of UCR Each 12 month period Lenses (all types) 100% of UCR Each 12 month period Contact Lenses 100% of UCR Each 12 month period For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 11 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k Estimating Health Health Care Flexible Spending Account Care Expenses Health Care Flexible accounts. Assuming a 25% (NOTE: the IRS prohibits Spending Accounts (HCFSA) tax rate, you will pay just the use of a HCFSA to Review the list of eligible are administered through $75 for every $100 worth cover the expenses of expenses to ensure you are EBDS for Carnegie Mellon of eligible expenses! domestic partners.) aware of expenses that you may faculty and staff with U.S. incur that can be reimbursed. sourced, taxable income. You may contribute up to In order to be reimbursed The best predictor of future $5,000 per year (minimum from a HCFSA, eligible health care usage is previous HCFSAs allow you to set contribution is $5 per expenses must be incurred aside pre-tax money to month). You are not during the plan year usage patterns. Your current pay for qualified health required to participate in a (January 1 – December health, dental and vision expenses not otherwise Carnegie Mellon insurance 31, 2009); claims must carriers’ web sites or customer covered by insurance. You plan to enroll in the HCFSA. be submitted by June 30, service department can provide will not pay U.S. taxes on Eligible expenses may be 2010 with the appropriate you with a summary of your the portion of your income incurred by you or your documentation. plan usage over the last year. that goes into these dependents. To estimate your expenses in 2009, consider the following: How the Account Works • Estimate your out-of-pocket health care expenses for the upcoming plan year. • Copays for office visits • Throughout the year, you’ll contribute money to your account on a pre-tax basis. • Deductibles and coinsurance • As you incur eligible expenses, you will pay for them out of your own pocket. • Eligible expenses that are • You will then submit claim forms for your eligible expenses, and be reimbursed not covered by insurance with the money in your account. • Expenses that exceed the Estimate Carefully: Use It or Lose It! plan maximum It is best to contribute enough money to cover as many eligible expenses as possible - • Anticipated major expenses: childbirth, braces, vision because it saves you money! However, IRS rules state that any contributions that you correction surgery, etc. don’t use for expenses incurred in the plan year will be forfeited. Estimate carefully and only put money into your account that you are sure you will use. What Expenses Are Covered? In order to take full advantage of the health care flexible spending account, you need to know the specific services or expenses that can be submitted for reimbursement. IRS publication #502: http://www.irs.gov/pub/irs-pdf/p502.pdf (NOTE: This publication incorrectly lists over-the-counter medications as ineligible.) Highlights of Eligible HCFSA Expenses Below are some examples of expenses that may be covered: • Deductibles, coinsurance and copays under the medical, dental, and vision plans. (Not health plan monthly contributions, as they are deducted pre-tax.) • Expenses beyond the coverage limit or some services not covered by the plan. • Amounts you are billed when seeking care from an out-of-network provider. • Over-the-counter medications, including pain relievers, cold medicines, anti- histamines, stomach aids, etc. (Not vitamins, herbs, toiletries or cosmetics.) • Medical supplies, such as band-aids, contact lens supplies, and equipment. • Fertility treatments, childbirth classes, or sterilization procedures. • Out-of-pocket orthodontia expenses. (See the EBDS Orthodontia worksheet.) 12 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Long-Term Disability Insurance Waiting Period Long-term disability (LTD) insurance replaces a portion of your income and continues You are eligible for LTD contributions to your retirement plan if you sustain an illness or injury that prevents coverage when you have you from working for more than 180 days. completed one year of full-time The program, administered by MetLife, offers two levels of LTD coverage. (Basic LTD service at Carnegie Mellon, is provided at no cost to you by default.) Both levels of LTD insurance use the same unless you provide proof that definition of disability. you had previous LTD coverage within three months of your • Basic LTD provides 60% of your monthly base salary. hire. Your election will take • Enhanced LTD provides 60% of your monthly base salary and makes a cost- effect at the end of the waiting of-living adjustment (COLA) of 5% a year, for up to 10 years. After 10 COLA period. increases, your benefit amount will remain fixed. (NOTE: Those age 55 and older do not receive 10 COLA increases, due to limitations in maximum If you elect Enhanced LTD, the benefits duratoin. Enhanced LTD is not applicable to individuals age 69+.) monthly contribution will not be taken from your pay until your LTD Options: Monthly Employee Contribution for 2009 coverage actually takes effect. Level Rate/Month Benefit Taxes, Other Basic LTD No Cost 60% Salary Replacement Policies & Payments Enhanced LTD $4.00 USD 60% Salary Replacement w/ COLA Adjustments LTD benefit payments are taxable income in the U.S. Deciding If You Need Enhanced LTD Coverage LTD benefits are offset by When deciding between Basic or Enhanced LTD, consider the following issues: social security, workers’ • If I were to become disabled, would I/my family have other income to provide compensation, or other state/ for basic needs? group disability payments you • How much income is sufficient to meet my needs or that of my family? receive, up to the maximum for • Do I have other benefits that would pay me if I became disabled? your option. (The benefit will be • How would these additional benefits affect my LTD payments? (see right) at least $50/month.) Benefits • How many years could I receive LTD payments - how many COLA increases are not affected by payments could I receive? (see chart at right) from any individual disability • How likely am I to become disabled - what is my tolerance for that risk? policy you have purchased. • What is 5% of the monthly benefit of 60% of my monthly salary? Is the additional expense worth it to me for that level of increased benefit? Maximum LTD Benefit Duration Coverage Before LTD Begins: Age when dis- Maximum LTD benefits will not be paid until you have been disabled for 180 days. The Short- ability began benefit duration Term Disability (STD) program provides benefits for non-work-related illnesses or Less than 60 To age 65 injuries that last from 7 to 180 days. STD provides 60% of your base salary. All full- 60 60 months time faculty, staff and CPA are automatically covered under the STD program as of 61 48 months their benefits-eligibility date. 62 42 months 63 36 months Workers’ Compensation (WC) provides benefits for work-related illnesses and injuries. If you remain disabled for more than 180 days, you may apply for LTD benefits. Your 64 30 months LTD benefits will be offset by any WC benefits you may be receiving. All employees are 65 24 months automatically covered under WC from their date of hire. 66 21 months 67 18 months For more information on the Short-Term Disability or Workers’ Compensation plans, go 68 15 months to the Human Resources web site at http://www.cmu.edu/hr/benefits. 69 and over 12 months For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 13 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k “Base Salary” Life and AD&D Insurance Your life insurance base FREE Basic Life and AD&D Insurance salary is calculated when you Carnegie Mellon provides, at no cost to you, basic life insurance coverage equal to start, and annually thereafter your annual base salary, rounded up to the nearest thousand. You may opt out of the in October for the following university’s free basic life insurance coverage. year. For those on a 12-month Supplemental Life/ appointment, this is your Supplemental Insurance AD&D Monthly Rate annual salary. For those on Those on the US payroll may purchase Supplemental a 9-month appointment, this Age (as of Rate for each Insurance, from 1 to 4 times your annual base salary, is 11/9 times your academic up to a maximum benefit of $1 million (basic and Jan 1, 2009) $1,000/month year salary. It does not include supplemental combined). Supplemental insurance is Under 30 $0.070 overtime, faculty summer salary available at age-related rates (see chart, right). The 30 - 34 $0.083 or other special compensation. amount of Supplemental Insurance that you purchase 35 - 39 $0.089 The benefit is not modified if will determine the amount of life insurance you can get 40 - 44 $0.101 your salary changes mid-year. for your spouse/domestic partner (see next page). 45 - 49 $0.112 50 - 54 $0.177 Increasing Life Accidental Death & Dismemberment 55 - 59 $0.255 Insurance Coverage The life insurance benefit includes an accidental death 60 - 64 $0.411 and dismemberment component. If your death is the 65 - 69 $0.687 At Open Enrollment or when result of an accident, your beneficiary will receive double 70 and over* $1.389 you experience a life status the insurance amount. Certain amounts are also paid if change, you may increase your * Coverage for those age 70+ you lose a limb or certain vital functions in an accident. supplemental coverage by one are actuarially reduced. level only. If your supplemental Statement of Health (SOH) coverage goes above $500,000 High levels of supplemental life insurance require you to demonstrate your good you will need to complete a health by completing a Statement of Health (SOH). The SOH consists of a detailed Statement of Health medical questionnaire, though at times a medical exam may be required. If a SOH is required, you will be covered at your previous level (or the guaranteed issue) until Beneficiary Info the SOH has been approved by MetLife. You will only be charged for the coverage To designate or change your you are receiving. beneficiary, complete the • Basic life insurance coverage never requires a SOH. MetLife Beneficiary Form and • Supplemental insurance of more than $500,000 will require a SOH. mail it directly to MetLife, or Imputed Income Tax IRS Uniform register at http://mybenefits. Premium Rates metlife.com and designate your The value of life Insurance greater than $50,000 is considered taxable by the IRS. This is known as Age (as of Value per $1,000 beneficiaries online. “imputed income.” The IRS calculates the value of group Dec 31, 2009) of coverage life insurance using “uniform premium levels” based Special Features of Under 25 $0.05 on your age and the amount of coverage you have (see Supplemental Life chart, right). 25 - 29 $0.06 No-Cost Will Preparation for 30 - 34 $0.08 you and your spouse/partner The IRS adds the value of your life insurance coverage 35 - 39 $0.09 Enhanced Portability if you in excess of $50,000 to your salary for federal tax 40 - 44 $0.10 leave the university purposes. Carnegie Mellon is required to withhold federal 45 - 49 $0.15 taxes based on the amount of this imputed income. 50 - 54 $0.23 Accelerated Benefits Option if you are terminally ill 55 - 59 $0.43 To reduce your tax liability, you can limit your life 60 - 64 $0.66 Total Control Account to help insurance to $50,000. However, the impact of imputed 65 - 69 $1.27 beneficiaries manage the income taxes is generally quite small. benefits of the policy 70 and over $2.06 14 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Dependent Life Insurance Life Insurance Carnegie Mellon offers a life insurance option that provides benefits in the event of the Carrier death of your spouse/domestic partner (DP) and/or dependent children. MetLife is the carrier for our Employee and Dependent The monthly rate for this insurance is deducted from your pay after taxes have Life Insurance programs. been assessed. Dependent Life Insurance also includes an Accidental Death & Determinations about Dismemberment component. If a death is the result of an accident, you will receive insurability are made by double the insurance amount. Certain amounts are also paid if there is a loss of a MetLife in accordance with limb or certain vital functions as a result of an accident. their underwriting guidelines. Spouse/Domestic Partner (DP) Life and AD&D Insurance Spouse/DP Life and You may purchase life insurance to cover your spouse or DP if you purchase Employee AD&D Monthly Rate Supplemental Life and AD&D Insurance. If you choose to participate in Spouse/ Age (as of Rate for each DP insurance program, your partner will be covered at a level equal to 50% of your Jan 1, 2009) $1,000/month Employee Supplemental Life coverage, up to a maximum of $250,000. Under 30 $0.070 • If you and your spouse/DP are both full-time, benefits-eligible employees of 30 - 34 $0.083 Carnegie Mellon, you cannot elect Spouse/DP Insurance. Instead, each of you can enroll in our Supplemental Life Insurance (see previous page). 35 - 39 $0.089 40 - 44 $0.101 • If your spouse/DP is a part-time, benefits-eligible employee of Carnegie Mellon, partner will not be eligible to receive free basic life insurance or to purchase 45 - 49 $0.112 additional AD&D coverage from the university. 50 - 54 $0.177 55 - 59 $0.255 Statement of Health (SOH) for Spouse/Domestic Partner Life Insurance 60 - 64 $0.411 • A SOH is not required for coverage of $50,000 or less at initial eligibility (within 65 - 69 $0.687 31 days of your hire, marriage or registration of partnership). 70 and over* $1.389 • SOH is required for coverage of more than $50,000 at initial eligibility. * Coverage for those age 70+ • If you elect to cover your spouse/DP for the first time during Open Enrollment, a SOH is required. are actuarially reduced. • If the coverage increases to greater than $50,000 (due to either an increase in your salary or an increase in your levels of supplemental coverage), your partner will be required to complete a Statement of Health. Dependent Child(ren) Life and AD&D Insurance Dependent Child Life and AD&D Dependent Child(ren) Insurance rates (see chart, right) cover ALL of your dependent children for one price - you do NOT need to multiply the rate by the number of children Monthly Rate covered under the plan. If you and your spouse/DP are both full-time, benefits-eligible Coverage Monthly employees of Carnegie Mellon, only one of you can elect this option to cover the per Child* Rate (USD) child(ren). $2,500 $0.40 Statement of Health for Dependent Children Insurance $5,000 $0.80 • A SOH is not required at initial eligibility (within 31 days of your hire, or their $10,000 $1.60 birth or adoption) at any level. • Enrolling for the first time during Open Enrollment will require a SOH. * Coverage for children age • Increasing your children’s coverage will require that your children satisfy SOH. 14 days to 6 months is 10% of amount shown. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 15 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k DCRA Administrator Dependent Care Reimbursement Account The Dependent Care Dependent Care must be submitted by • Disabled dependent Reimbursement Account Reimbursement Accounts June 30, 2010. child age 13 or older is administered by EBDS. (DCRA) allow you to set who are claimed as aside money to pay for In order to claim eligible dependents on your qualified dependent care expenses, you and your federal tax return. Other Child Care expenses. You will not pay spouse must either work full- or part-time • A disabled spouse, Benefits taxes on the income that parent or other adult goes into these accounts. outside the home, be The amount you can contribute self-employed or be a dependent who is Assuming a 25% tax rate, incapable of caring to a DCRA is reduced by any full-time student, or your you will pay just $75 for themselves and additional child care benefits spouse must be physically for every $100 worth of spends at least 8 you receive from other sources eligible expenses! or mentally disabled. You (such as the Cyert Center must have U.S.-sourced, hours a day in your or a spouse’s employer). If You may contribute taxable income. home. you exceed $5,000 limit, up to $5,000 per year • The IRS prohibits the the amount in excess will be ($2,500 if married, filing Eligible dependents use of a DCRA for the considered taxable income. separately); the minimum include: expenses of someone contribution is $25 per • Dependent child(ren) who cannot be claimed month. Expenses must under age 13 who are as a dependent for tax U.S. Tax Implications be incurred during the purposes, including claimed as dependents • State taxes are owed on calendar year; claims domestic partners. on your federal taxes. DCRA contributions. • DCRA contributions reduce How the Account Works what you may claim in Estimate your out-of-pocket expenses for dependent care for the upcoming plan year. Social Security benefits at retirement. Throughout the year, you will contribute to your account on a pre-tax basis. As you incur eligible expenses during the year, you will pay for them out of your own pocket. • Consult a tax expert or the You will then be reimbursed with the money in your account by filing a claim. IRS if you use the Earned Income Tax Credit. Estimate Carefully: Use It or Lose It! It is best to contribute enough to cover as many eligible expenses as possible - Calculating Your because it saves you money! However, IRS rules state that any contributions that you DCRA Contributions don’t use for expenses incurred in the plan year will be forfeited. Estimate carefully • Calculate your expected and only put money into your account that you are sure you will use. eligible dependent care expenses for 2009. Your What Expenses Are Covered? eligible expenses are limited to $5,000. In order to take full advantage of the DCRA, you need to know the specific services or expenses that can be submitted for reimbursement. See • Subtract any other child care benefits you are IRS publication #503: http://www.irs.gov/pub/irs-pdf/p503.pdf receiving. • Divide your eligible Highlights of Eligible DCRA Expenses expenses by the number Below are some examples of expenses that may be covered: of months in the calendar • Day care or nanny/sitter fees while you work or attend school. year you will be contributing (usually 9 or 12, based how • Licensed nursery schools/day care centers, including the Cyert Center. you are paid) to get your • Care before and after school. monthly contribution. • Day camp for children under age 13 during their summer vacation. • Elderly care for a parent residing in your home while you work/attend school. Note: Eligible caregivers must be at least 18 and not a relative living in your home. 16 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Qualifying Life or Family Status Change Changes Limited to Qualified life or family status changes that allow you to make changes to your Open Enrollment or benefits include: Life Changes • Marital/Domestic Partnership Status Changes (marriage/registration of The IRS allows contributions partnership, death, divorce/termination of partnership) for your benefits coverage to • Number of Covered Dependent Children Changes (birth or adoption, death, be taken out of your pay before dependent becomes ineligible for coverage) taxes are calculated, which reduces your taxes and saves • Coverage from Another Source is Gained or Lost you money. However, they only • Significant Change in Cost or Coverage of Plan (as defined by the university) permit you to make changes to • Change in University Location (eg - from Australia to Pittsburgh) your coverage during an annual Open Enrollment period or when you experience certain life or family status changes. Denial of Coverage Appeals If a claim that is submitted to one of our benefit plans is denied by the carrier and you Contact the Carriers are not in agreement with the denial, you should follow these procedures: Most questions or concerns For Medical Appeals: about your coverage, filing claims, or eligible expenses Appeals concerning a medical treatment plan or medical assessment can only be should be first directed to the appealed through the carrier. Please follow the procedures outlined in your plan booklet to appeal a medical decision. Plan Booklets are available on the Human carrier of the plan you selected. Resources web site at http://www.cmu.edu/hr/benefits. Contact information for each of our carriers is found on the For Other (Administrative) Appeals: next page. You should have your 1. If you believe the denial was made in error, contact the carrier directly to begin group and ID numbers available the appeals process. (See Contact Information on the next page.) when you contact the carrier so they can see the specific 2. If you are unable to resolve the situation with the carrier, please contact Human Resources at 412-268-5076 for assistance in working with the carrier. provisions of the Carnegie Mellon plan. 3. Human Resources can also provide you with information about filing a formal appeal with the carrier to challenge the denial. COBRA Information (Continuation of Coverage) When you or a dependent covered by a Carnegie Mellon medical, prescription, dental or vision plan loses coverage, in most circumstances, we are required to send you information about COBRA, which provides the opportunity to continue these benefits at group rates. Your group numbers and monthly rates will change when your plan is continued through COBRA. See the COBRA Benefits Workbook for more information about continuation of benefits through COBRA if you or a dependent loses eligibility. For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 17 2 0 0 9 e x pat r i at e B e n e f i t s Wo r k B o o k Contact Information Do you need more information about a specific benefit option? Contact the carrier directly to request details about your coverage, provider networks, directories, and claims issues. For issues related to eligibility or enrollment, or unresolved claim issues, contact the Human Resources Benefits Office at 412-268-2047 or firstname.lastname@example.org. Please see the HR web site (http://www.cmu.edu/hr/benefits/ contact_carriers.html) for links to the plans. Medical Care Vision Care CIGNA International Expatriate Benefits Health CIGNA International Expatriate Benefits Vision Plan Plan Group Number: 02424A Group Number: 02424A Phone: 1-800-441-2668 or 302-797-3100 Phone: 1-800-441-2668 or 302-797-3100 (Outside the U.S. should call collect.) (Outside the U.S. should call collect.) Web: http://www.cignaexpat.com Web: http://www.cignaexpat.com Life and AD&D Insurance; InterGlobal International Benefits Health Plan Long-Term Disability Phone: 1-866-895-7795 (U.S.) 44-1252-745-910 (Outside U.S., call collect) MetLife Employee/Dependent Life and AD&D Insurance Web: http://www.interglobalpmi.com Policy Number: 33964 Phone: 1-800-523-2894 Prescription Drug Plan Web: http://mybenefits.metlife.com RxPRIME Long-Term Disability Insurance Group Number: 02424A Phone: 1-800-858-6506 Phone: 1-800-441-2668 or 302-797-3100 Web: http://www.metlife.com (Outside the U.S. should call collect.) Web: http://www.cignaexpat.com Health Care Flexible Spending Account; Dependent Care Reimbursement Account Tel-Drug Group Number: 02424A EBDS Phone: 1-800-524-5503 Phone: 1-800-835-3784 or 605-373-0100 Fax: 412-394-9669 Web: http://www.cignaexpat.com Web: http://www.ebdsbenefits.com/efsa Dental Care CIGNA International Expatriate Benefits Dental Plan Group Number: 02424A Phone: 1-800-441-2668 or 302-797-3100 (Outside the U.S. should call collect.) Web: http://www.CIGNA.com/cieb 18 For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. fo r e m p loY e e s i n i n t e r n at i o n a l lo C at i o n s ( e xC l u d i n g C m u - Q ) Benefits Glossary of Terms Accidental Death & under the option you based on the typical cost salary is calculated in Dismemberment; AD&D have elected. Insurance for the service. October, and is rounded contracts and booklets up to the nearest $1,000. A component of life provide a list of covered Network Allowance For employees with a insurance coverage: in the expenses for each plan. Amount the participating 12-month appointment, event of one’s accidental death, the benefit payable provider contractually this is your fiscal year Deductible agrees to accept as salary. For employees with will double. If one loses a limb or other vital function, The amount you are payment in full. a 9-month appointment, benefits will be paid required to pay each year this is 11/9 times your according to a schedule. before any coinsurance Open Enrollment; Open academic year salary. Your payments will be made. Enrollment Period; OE salary excludes any special After-tax dollars Copays for office visits do compensation. The annual period of time not apply to the deductible. during which employees Salary dollars from which Term life insurance; ftaxes have already been have an opportunity to Guaranteed Issue Group term life deducted. review and select alternate The life insurance you can benefit plans offered insurance Allowable amount; receive at initial eligibility through the Healthy An insurance policy that without needing to submit Solutions program. pays a set amount in the Allowable expense a Statement of Health. event of the death of the The highest amount a Opt Out insured person. This type benefit plan will pay for a Imputed income Your decision not to be of policy ends when your specific covered service. The value of benefits covered for a given benefit. employment ends unless This amount is based on that the IRS taxes as No benefits will be payable you make arrangements the UCR for such service. though it were additional when you opt out of a plan. with the insurance (see Usual, Customary and salary. This includes high company to continue it. It Reasonable.) levels of life insurance or Out-of-Pocket Maximum has no cash value and you dependent care benefits The highest amount cannot borrow against it. Annual maximum and medical/Rx benefits you are required to pay The most the plan will pay for domestic partners. Usual, Customary and in coinsurance and for covered services in the Reasonable; UCR deductibles for any calendar year in which your Long-term disability covered expenses in a The fees set by the carrier elections are in effect. insurance; LTD calendar year. that reflect typical fees Coinsurance In the event you are unable charged for services in to work for more than 180 Pre-tax dollars your area. Carriers assign The plan pays a set days due to an illness Income on which no UCR levels to all services percentage of the or injury, LTD coverage federal taxes are paid. and pay claims based on allowable amount of the provides 60% replacement them. Expenses above the covered expense. You pay income and continues Preventive care UCR will not be paid under the rest. retirement contributions. Medical services designed the terms of the benefit to avoid illness or promote plans. Out-of-network Coverage level Maximum eligible wellness. These services providers may bill you for The individuals covered by expense; Maximum their charges in excess of include routine physical the benefit plan. allowable expense the UCR. exams, certain diagnostic Covered expenses; The total amount payable tests and immunizations. covered services for a given service or supply under a plan. This Salary Those services or supplies amount is determined by For Life, AD&D and LTD eligible for payment the insurance company insurance purposes, your For more information about 2009 benefits, go online to http://www.cmu.edu/hr/benefits. 19 Carnegie Mellon University does not discriminate and Carnegie Mellon University is required not to discriminate in admission, employment, or administration of its programs or activities on the basis of race, color, national origin, sex or handicap in violation of Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972 and Section 504 of the Rehabilitation Act of 1973 or other federal, state, or local laws or executive orders. In addition, Carnegie Mellon University does not discriminate in admission, employment, or administration of its programs on the basis of religion, creed, ancestry, belief, age, veteran status, sexual orientation or gender identity. Carnegie Mellon does not discriminate in violation of federal, state, or local laws or executive orders. However, in the judgment of the Carnegie Mellon Human Relations Commission, the Presidential Executive Order directing the Department of Defense to follow a policy of “Don’t ask, don’t tell, don’t pursue” excludes openly gay, lesbian and bisexual students from receiving ROTC scholarships or serving in the military. Nevertheless, all ROTC classes at Carnegie Mellon University are available to all students. Inquiries concerning application of these statements should be directed to the provost, Carnegie Mellon University, 5000 Forbes Avenue, Pittsburgh, PA 15213, telephone 412-268-6684 or the vice president for enrollment, Carnegie Mellon University, 5000 Forbes Avenue, Pittsburgh, PA 15213, telephone 412-268-2056. Carnegie Mellon University publishes an annual campus security report describing the university’s security, alcohol and drug, and sexual assault policies and containing statistics about the number and type of crimes committed on the campus during the preceding three years. You can obtain a copy by contacting the Carnegie Mellon Police Department at 412-268-2323. The security report is also available online. Obtain general information about Carnegie Mellon University by calling 412-268-2000.