2017 Benefits Enrollment Guide - Annual Enrollment October 19 - November 2, 2016 Cengage Learning Benefits January 1 - December 31, 2017
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2017 Benefits Enrollment Guide
Annual Enrollment Cengage Learning Benefits
October 19 – November 2, 2016 January 1 – December 31, 2017
Engaged with you | cengage.com
SAVINGS LIFE AND LEGAL RESOURCES
Table of Contents
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
WHAT TO KNOW FOR ANNUAL ENROLLMENT
2017 Annual enrollment highlights How to find what
ALEX®, your virtual benefits advisor you’re looking for
Actions you need to take Want to get to a topic quickly?
Enrollment steps Throughout this eGuide you
HEALTH CARE BENEFITS can click on:
Medical benefits Icons (at the top of each page)
Prescription drug benefits
Web addresses
Your cost: Medical and prescription drug plan
Health Savings Account (HSA) Section references
Flexible Spending Account (FSA) – Health Care
avigator buttons (at the
N
Flexible Spending Account (FSA) – Limited Health Care
bottom of each page)
Flexible Spending Account (FSA) – Dependent Care
Dental benefits You’ll get moved to that section
Vision benefits or page automatically.
DISABILITY BENEFITS
LIFE AND AD&D INSURANCE
LEGAL EXPENSE INSURANCE
AETNA RESOURCES
AETNA WELLNESS PROGRAMS
10 TIPS TO MAKE THE MOST OF YOUR HEALTH PLAN
ELIGIBILITY
OTHER BENEFITS INFORMATION AND LEGAL DISCLOSURES
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SAVINGS LIFE AND LEGAL RESOURCES
Annual Enrollment
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
highlights
What to know for Annual Enrollment:
October 19 – November 2
Cengage Learning remains committed to offering PLAN DESIGN CHANGES: Aetna will continue to be –A
etna Navigator: Provides 24/7 access to a world
you and your family a benefits package that our medical, dental and pharmacy provider. The of health and benefits-related information and
promotes your health and well-being. From cost- only plan design change this year will be for the tools at www.aetna.com. Register and log in to
effective health care coverage and no-cost wellness EPO medical plan. The deductible for this plan will check on claims, find in-network providers, get cost
programs, to savings accounts and extra coverage increase from $150/$300 to $200/$400 (individual/ estimates, use your member discounts and more!
options, you’ll get the support you need to live family) and the specialist copay will increase by $5. READY, SET, ENROLL! Starting Wednesday, October
your healthiest life. This eGuide introduces you to All other plan designs will remain unchanged. Only 19th, go to https://HR.cengage.com > Benefits
all of the benefits available to you during the 2017 one limit will increase for 2017, the HSA limit for Service Center at Empyrean and click on the 2017
calendar year. Here are some highlights: an individual will increase from $3,350 to $3,400. Annual Enrollment button to get started. If you
ACTIVE ENROLLMENT is required for medical All others remain the same. have questions regarding enrollment, contact
benefits and Flexible Spending Accounts (FSAs). SUPPORT AND TOOLS TO MAKE IT EASIER: In the Benefits Services Center at 1-877-965-CLHR
This means you must actively enroll in a medical addition to this 2017 Benefits Enrollment Guide, (2547), Option 2, then Option 1.
plan and/or elect one or both FSAs in order to there are several other tools available to help you
have these benefits during 2017. Your remaining navigate your benefits:
2016 benefit elections (dental, vision, life, A&D, –A
lex, Your Virtual Benefits Advisor, is available
LTD and Legal insurance) will carry over to 2017 to help you understand your enrollment options
if you don’t take any action. and choose the plans that are best for you and
PLAN COSTS: You and Cengage share in the cost your family. To have a conversation with ALEX, Questions?
of the overall medical plan expenses, which are visit https://www.myalex.com/cengage/2017. Call 1-877-965-CLHR (2547)
increasing in 2017. Remember, the medical plans – Aetna Health Programs Site: We’ve partnered One number, multiple services
that provide the highest benefit, such as the EPO with Aetna to create a Cengage-specific site where
and PPO+ plans, have the highest premium costs. you can learn all about the latest and greatest
The Company will continue to absorb the majority Aetna tools and resources. CLICK HERE to check
of medical plan costs, up to 70-75% on average. out the “Helpful Programs” and “Member Tools”
There will be no cost increases for any other plans. tabs for information on what’s available to you.
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SAVINGS LIFE AND LEGAL RESOURCES
NEW! ALEX, your
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
virtual benefits advisor
CHOOSING a medical plan is an important decision. Let ALEX
help guide you. Understand your options, know how your
benefits will work and make the best choice for you and your
family. Be sure to have a conversation with ALEX before
you enroll!
HI! I’M ALEX!
Let me ask: Does picking out your benefits ever feel a little
overwhelming? Yeah, it’s a lot of information. Here’s how ALEX can help
this works:
you make
You’ll answer some questions and I’ll show you some numbers.
We’ll go through all of your choices together, one by one. At the sense of it all!
end, you’ll know what works best for you so you can make an
informed decision about your benefits. You’ll learn things like:
What that “insurance” word means
How to compare premium costs
How your deductible works
How your expenses are covered
ow to estimate your possible tax savings from
H
having an HSA if you decide to enroll in the HDHP
Let’s talk before you make your choices. We’ll cover
your medical, dental and prescription drug options,
and I’ll show you how to enroll. Easy as pie! Visit
www.myalex.com/cengage/2017 to get started.
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SAVINGS LIFE AND LEGAL RESOURCES
Actions you need
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
to take now
ACTION WHEN WHERE
Review this 2017 Annual Benefits Enrollment Guide Before you enroll You’re doing it now!
Have a conversation with ALEX Before you enroll www.myalex.com/cengage/2017
Enroll in your 2017 benefits plans Between October 19 https://hr.cengage.com > Benefits
and November 2 Service Center at Empyrean
Print your 2017 Confirmation Statement Immediately after enrolling, but https://hr.cengage.com > Benefits
no later than November 2 Service Center at Empyrean
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SAVINGS LIFE AND LEGAL RESOURCES
Enrolling online
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
is simple
Visit the Cengage Benefits Service Center to enroll at STEP 4: Review your elections. This will present you with each plan you
https://hr.cengage.com from October 19 – November 2 are enrolled in and the dependent(s) who is/are covered by the plan.
Active enrollment is required for medical benefits and Flexible Spending To make a change, click the Change button. Within this review, check that
Accounts (FSAs). This means you must actively enroll in a medical plan your Working Spouse/Domestic Partner Premium is correct. If Evidence
and/or elect one or both FSAs in order to have these benefits during 2017. of Insurability (EOI) is needed on any life plan, be sure to complete the
Your remaining 2016 benefit elections (dental, vision, life, A&D, LTD and Legal online EOI form.
insurance) will carry over to 2017 if you don’t take any action. STEP 5: Add/check your life insurance beneficiary(ies)
STEPS TO ENROLL ONLINE to ensure they are current. If you haven’t designated
First, review your current benefit choices as well as your personal needs any, be sure to do so now.
for 2017. Use ALEX at www.myalex.com/cengage/2017 to help you choose
STEP 6: Complete your final review to be sure your elections
the most cost effective plan for you and your family. Then, enroll online by
have been captured correctly and the right dependents are
following these steps:
covered. The edit pencil to the right allows you to go back
STEP 1: Log on to https://hr.cengage.com from work or home and click and change any election or dependent coverage.
on the Benefit Service Center Empyrean button in the left menu.
STEP 7: Click the Submit and/or Accept button(s) to finalize
STEP 2: Click on My Benefits then choose Annual Enrollment. You will be your elections.
presented with a Dependent Eligibility Verification page. If you are adding
STEP 8: Review and print your online Confirmation Statement
a dependent, indicate the method you will use to provide the verification
once you’ve completed your enrollment. Your printed
documents and click Next to continue.
statement will be important should any discrepancies arise.
STEP 3: Verify your information then click Next to verify your dependent’s
information and the plans they are currently enrolled in. If updates are needed,
make the change(s) as you proceed through the enrollment process.
You will be issued new Aetna ID cards for 2017 only if you
elect to change your plan or are a new participant in 2017.
Medical, Rx and dental benefit information will be on one
card, as applicable.
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SAVINGS LIFE AND LEGAL RESOURCES
Medical benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
In this Medical Benefits section, you will learn about the four different plans or make financial arrangements with your provider. As your HSA account
offered by Cengage for 2017. Each plan is addressed separately starting with increases in value, it provides a potential source of cash to cover these
the High Deductible Health Plan (HDHP). services.
HOW THE PLANS WORK – THE HDHP Out of Pocket Maximum (OOPM): The HDHP offers the lowest OOPM of all
THE HDHP is the only plan that combines medical coverage with a company four medical plans. The OOPM is the most you will pay in any one calendar
funded Health Savings Account (HSA). Once you meet the high deductible, year for medical expenses. Once you hit the OOPM, which is $5,000/$10,000
$1,300/$2,600 (employee/family), you pay 10% of the cost for most in-network (employee/family), all other medical expenses are paid at 100% for the rest
care and prescriptions or 40% for most out-of-network care and prescriptions. of the calendar year.
The HDHP covers in-network preventive care at 100%, with no deductible
required. It also provides protection against catastrophic medical expenses RX Preventive Program: If you use medication for certain conditions such as
in the form of an out-of-pocket maximum, which is the lowest of all other high blood pressure, high cholesterol, diabetes, asthma or osteoporosis, the
medical plans offered. HDHP deductible may be waived for your preventive prescription through the
RX Preventive Program. For a full listing of eligible medications, CLICK HERE.
OTHER PLAN HIGHLIGHTS:
Health Savings Account (HSA): As noted above, the HDHP plan is the Limited Health Care FSA: If you are enrolled in the HDHP/HSA plan, and
only plan that offers an HSA to which the Company contributes. When you also choose to enroll in a Health Care Flexible Spending Account (FSA), you
enroll in the HDHP you will be automatically enrolled in an HSA. Cengage will must select the LIMITED FSA option. Per government regulations, if you have
contribute to your HSA in quarterly increments in 2017 for an annual total an HSA, you are only able to use an FSA for dental and vision expenses, not
of $650 (employee only) and $1,300 (employee plus one or family). Since the medical, until your HDHP deductible is met. See the FSA: Limited Health Care
funding is spread over four quarters, you will only receive $162.50 or $325 section in this guide for additional information.
per quarter, depending on the coverage level you choose. This means that
Visit the Medical Overview page in this guide for a more detailed breakdown
you won’t have all of the Company contributions in your account in January,
of all plan features.
plan carefully. You may also make your own pre-tax contributions, another
attractive feature of the HSA. Many employees will put their premium savings
from their old plan directly into their HSA via payroll deduction. For more
Is this plan for you? You may want to consider the HDHP if you like:
information on the HSA, see the HSA section in this guide.
etting free money from Cengage Learning deposited into a tax-free
G
No Copays: This plan does not have the certainty of specific copays. This savings account that you can use to pay for current or future medical
means when you go to the doctor’s office, hospital, urgent care, emergency expenses
room or fill a prescription, you’ll have to pay the full amount until you reach he freedom to use any health care provider and the option to save
T
your annual deductible, $1,300/$2,600 (employee/family) and then you’ll be money when you use in-network providers
responsible for the applicable coinsurance. As a result, you will want to be
A plan with the lowest cost that still offers comprehensive coverage
sure you have the means to pay for the full deductible and any coinsurance
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SAVINGS LIFE AND LEGAL RESOURCES
One plan,
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
different needs
SEE HOW THE HDHP COULD WORK FOR YOU:
Meet the MacDonald family Meet Dan and Mary
Meet Mike MARCI AND JOHN, AGES 30 AND 35, ACTIVE OLDER ADULTS,
AGE 25 AND THEIR CHILDREN ERIN AND JACK, AGES 56 AND 59
SINGLE AGES 4 AND 6 PEAK EARNERS
HEALTHY AND FITNESS-MINDED TWO-CAREER FAMILY HEALTH CONSCIOUS
GOAL: SAVE MONEY GOAL: KEEP EVERYONE HEALTHY GOAL: SAVE AND INVEST FOR RETIREMENT
Mike is in good shape and works hard to stay that With two kids and two careers, Marci and John stay Dan and Mary are looking forward to retirement,
way. He’s in good health but wants a safety net, busy. Their focus is on today, but they like to plan but they’re not there yet. New ways to save and
just in case. Coverage for routine preventive care ahead. Anything they can do to save money and invest interest them, along with having protection
is important to him, and so is having money for meet their family’s needs is important to them. against high medical expenses. When they looked
unexpected health expenses. The HDHP meets With growing children and their own health care at the HDHP, they liked what they saw.
his needs and then some — all for a low monthly costs, they need a plan that can keep up — and When Dan enrolled, he contributed the IRS-allowed
contribution. the HDHP is up to the task. maximum. He was also able to make a catch-up
He especially likes the idea of getting $650 in free The MacDonalds pay nothing for preventive care. contribution of $1,000 since he’s over age 55. Dan
money from Cengage Learning added to his Health They know that their other health care costs will is growing his account with the future in mind, but
Savings Account (HSA). He figures the sooner he generally add up to meet the deductible each year, still has funds available to meet current expenses.
can start contributing to an HSA, the more money so plan benefits will kick in when they need them When they retire, they’ll be able to use their HSA
he’ll have set aside for when he really needs it. He most. Meanwhile, Marci and John are saving for for health care premiums and expenses, including
can pay the few medical bills he has out of his own college and retirement at the same time. They like prescription drugs.
pocket for now and let his account grow for the that the company is depositing $1,300 into the HSA Extras: Both Dan and Mary take medication
future. and some of Marci’s pay is going into the HSA on a for high blood pressure. With the Rx Preventive
pre-tax basis for future medical expenses — saving Program, they don’t have to meet the deductible
Extras: Mike is just starting out in his career, so he
them money on taxes. first, they just pay the 10% coinsurance. Mary also
watches his spending. He plans to use the Aetna
fitness discount to save on his gym’s membership Extras: The HDHP premiums are significantly less has a heart condition that sometimes requires
fee, and the HDHP’s 100% preventive care benefit than Marci’s previous plan. She’s depositing the hospitalizations. With the assurance of the yearly
is just what he needs to stay up-to-date on routine difference in premium costs into her HSA. out-of-pocket maximum, they know that once
exams and screenings. Mary’s out-of-pocket expenses reach $5,000, any
additional expenses she incurs will be paid at 100%
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SAVINGS LIFE AND LEGAL RESOURCES
Medical benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
HOW THE PLANS WORK — THE PPOS AND EPO
THE PPO PLAN AND THE PPO+ PLANS are traditional PPO plans. You receive free
preventive care (in-network) and pay a copay for most in-network office visits,
with no deductible required. While the office copays are the same, the PPO+
plan has higher premiums but provides a higher level of benefit (you pay 10%
in-network and 30% out-of-network) compared to the PPO plan (you pay 20%
in-network and 40% out-of-network). These plans also have prescription coverage.
Is this plan for you? You may want to consider one of the PPO plans
if you want:
A lower deductible than the HDHP
he freedom to use any health care provider and the option to
T
save money when you use in-network providers
o pay a flat dollar amount (copay) for most doctors’ office visits
T
without first meeting a deductible
THE EPO PLAN gives you access to an extensive nationwide provider network.
The plan offers free preventive care and 100% coinsurance for in-network
services after a $200 individual/$400 family deductible or applicable required
copays. Similar to an HMO, the plan has no out-of-network coverage except
in emergency situations. This plan also has prescription coverage; however,
there is no out-of-network coverage for pharmacy.
Is this plan for you? You may want to consider the EPO plan if you:
ant a plan that covers most expenses at 100% after your
W
deductible is met even if it means paying the highest premium
Plan to only use in-network providers
o not cover dependents who live outside your plan’s network
D
area and use out-of-network providers
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SAVINGS LIFE AND LEGAL RESOURCES
Medical overview
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
COMPARE THE MEDICAL PLANS HDHP PPO PPO+ EPO
Preventive care In-network You pay 0% You pay 0% You pay 0% You pay 0%
Out-of-network You pay 40% You pay 40% You pay 30% No coverage
(after deductible) (after deductible) (after deductible)
Copayments In-network N/A $30 (primary) $30 (primary) $25 (primary)
$45 (specialist) $45 (specialist) $45 (specialist)
$500 (hospital)
Out-of-network N/A N/A N/A No coverage
Deductible In-network $1,300/$2,600 1
$500/$1,000 2
$300/$600 2
$200/$4002
(individual/family) Out-of-network $1,300/$2,6001 $1,000/$2,0002 $600/$1,2002 N/A
Coinsurance In-network You pay 10% You pay 20% You pay 10% You pay 0%
Out-of-network You pay 40% You pay 40% You pay 30% No coverage
Emergency room visits In-network You pay 10% $150 $150 $150
(after deductible)
Out-of-network You pay 10% $150 $150 $150
(after deductible)
Urgent care visits In-network You pay 10% $35 $35 $30
(after deductible)
Out-of-network You pay 40% You pay 40% You pay 30% No coverage
(after deductible) (after deductible) (after deductible)
Out-of-pocket maximum In-network $5,000/$10,0003 $6,000/$12,0003 $6,000/$12,0003 $6,000/$12,000
(individual/family; includes deductible,
coinsurance, medical and pharmacy copays) Out-of-network $5,000/$10,000 3
$6,000/$12,000 3
$6,000/$12,000 3
N/A
Lifetime maximum In-network Unlimited Unlimited Unlimited Unlimited
Out-of-network Unlimited Unlimited Unlimited N/A
1
he family deductible amount, which applies to employee + 1 or family, can be satisfied by one family member or a combination of family members. This means the family deductible
T
needs to be met before any family member will have benefits paid (except preventive care). Eligible expenses are applied to both the in-network and out-of-network deductible.
2
T he family deductible amount can be satisfied by any combination of family members, but an individual can never satisfy more than his/her own individual amount. Eligible expenses
are applied to both the in-network and out-of-network deductible.
3
Eligible expenses are applied separately towards the in-network and out-of-network out-of-pocket maximum. If you enroll in the HDHP, the $5,000 out-of-pocket maximum applies
to each individual, regardless if you’re in an individual plan, employee plus one or family plan.
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Prescription drug
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
benefits
If you enroll in a medical plan, you and your covered dependents automatically will differ depending on your medication’s prescription tier (generic,
receive prescription drug coverage through Aetna. You’ll be able to fill formulary brand or non-formulary brand) and how you fill your prescription
short-term prescriptions at many participating retail pharmacies. (retail pharmacy or mail service), as shown in the following charts.
Your level of prescription drug coverage and out-of-pocket expenses
HDHP PPO PPO+ EPO
You pay You pay You pay You pay
RETAIL PHARMACY (UP TO 30-DAY SUPPLY)
Generic
In-network 10% coinsurance, after combined $10 copay $10 copay $10 copay
medical/prescription deductible*
Out-of-network 40% coinsurance, after combined $50/$100 deductible (individual/ $50/$100 deductible (individual/ No coverage
medical/prescription deductible* family) then 50% coinsurance family) then 50% coinsurance
Formulary Brand
In-network 10% coinsurance, after combined 20% coinsurance; 20% coinsurance; 20% coinsurance;
medical/prescription deductible* $25 minimum, $75 maximum $25 minimum, $75 maximum $25 minimum, $75 maximum
Out-of-network 40% coinsurance, after combined $50/$100 deductible (individual/ $50/$100 deductible (individual/ No coverage
medical/prescription deductible* family) then 50% coinsurance family) then 50% coinsurance
Non-Formulary Brand
In-network 10% coinsurance, after combined 35% coinsurance; 35% coinsurance; 35% coinsurance;
medical/prescription deductible* $40 minimum, $125 maximum $40 minimum, $125 maximum $40 minimum, $125 maximum
Out-of-network 40% coinsurance, after combined $50/$100 deductible (individual/ $50/$100 deductible (individual/ No coverage
medical/prescription deductible* family) then 50% coinsurance family) then 50% coinsurance
*You pay the full discounted cost of your prescription drugs until you meet the combined medical/prescription drug HDHP deductible of $1,300 (individual) or $2,600 (family).
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Prescription drug
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
benefits
For long-term prescriptions, you will be able to use Aetna’s convenient mail-order drug service, Aetna Rx Home Delivery®, and enjoy the convenience
of delivery via U.S. mail. This service allows you to order three months worth of your prescription for the price of 2 months or less. In addition, through
Aetna’s partnership with CVS Caremark®, your long-term prescriptions can also be filled and picked up at a local CVS pharmacy® store.
HDHP PPO PPO+ EPO
You pay You pay You pay You pay
MAIL SERVICE OR CVS PHARMACY ONLY (UP TO 90-DAY SUPPLY)
Generic
In-network only 10% coinsurance, after combined $20 copay $20 copay $20 copay
medical/prescription deductible*
Formulary Brand
In-network only 10% coinsurance, after combined 20% coinsurance; 20% coinsurance; 20% coinsurance;
medical/prescription deductible* $50 minimum, $125 maximum $50 minimum, $125 maximum $50 minimum, $125 maximum
Non-Formulary Brand
In-network only 10% coinsurance, after combined 35% coinsurance; 35% coinsurance; 35% coinsurance;
medical/prescription deductible* $80 minimum, $175 maximum $80 minimum, $175 maximum $80 minimum, $175 maximum
*You pay the full discounted cost of your prescription drugs until you meet the combined medical/prescription drug HDHP deductible of $1,300 (individual) or $2,600 (family).
NEW WAYS TO SAVE ON Rx
As an Aetna member, you’ll be able to take advantage of:
SAVE A COPAY® PROGRAM: When you switch from selected brand-name x PREVENTIVE PROGRAM (HDHP ONLY): If you enroll in the HDHP and you
R
drugs to their preferred generic counterparts, you’ll pay no copays for three use medication for certain conditions such as high blood pressure, high
months. (Note: If you are enrolled in the HDHP, you’ll need to meet your cholesterol, diabetes, asthma or osteoporosis through the Rx Preventive
deductible first before you can save a coinsurance through this program.) Program, you will pay just the HDHP’s applicable coinsurance for your
AINTENANCE CHOICE: For your long-term prescription needs, Aetna’s
M eligible prescriptions — no deductible required.
mail-order drug service allows you to order three months’ worth of your ETNA Rx CHECK® PROGRAM: This program analyzes prescription claims to
A
prescription for the price of two months. While you will still be able to let your doctor know about opportunities for better drug safety and cost
choose the convenience of delivery via U.S. mail, now you will also be able savings through the use of generic equivalents and other alternatives.
to pick up your long-term medication at a local CVS pharmacy store.
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Your cost: Medical
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
and prescription
drug plan
You and Cengage Learning share in the cost COVERED DEPENDENTS PAY BAND
of your medical and prescription drug coverage. We offer three tiers of coverage: employee only, In order to ensure health care is affordable to
The Company covers on average 70% to 75% employee plus one dependent and family. The everyone, Cengage Learning uses four pay bands
of your total health care premiums while your more dependents you cover on the plan, the higher to determine bi-weekly employee contributions
paycheck contributions cover the remaining your bi-weekly paycheck deductions will be. for our medical plans. Where you fit within the
25% to 30%. Your bi-weekly paycheck deductions WORKING SPOUSE/DOMESTIC PARTNER PREMIUMS
pay bands is based upon your base salary (plus
for medical and prescription drug coverage will In addition, if you cover a spouse or domestic an average of commissions paid over the prior
vary depending upon: partner who has access to medical coverage two years, if applicable).
The plan you choose through his or her own employer but still opts to be
covered by Cengage Learning’s medical plan, you
The number of dependents covered
will pay an additional $25 bi-weekly. If applicable,
Your pay band the working spouse/domestic partner premium will
PLAN CHOICE
be added to the bi-weekly amounts shown on the
As a general rule, plans that are designed to have next page.
higher levels of benefit at the point of service DOMESTIC PARTNER
will cost more out of your paycheck. The EPO plan If you cover a domestic partner and/or child(ren)
has the highest paycheck deductions and the of a domestic partner, the portion of your medical
HDHP has the lowest. premium attributed to those dependents must
When you enroll in the HDHP, Cengage Learning be deducted on a post-tax basis. Also, the portion
will help to fund your Health Savings Account of the premium paid by Cengage Learning for
(HSA) in quarterly increments for an annual total domestic partners and their child(ren) is treated
of $650 (employee only) or $1,300 (employee plus as taxable. Please note, if you enroll in the HDHP,
one or family). you can use funds from your HSA to pay for
domestic partner and their child(ren)’s expenses
only if they are a tax dependent.
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Your cost: Medical
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
and prescription
drug plan
BI-WEEKLY PAYCHECK DEDUCTIONS — MEDICAL
HIGH DEDUCTIBLE HEALTH PLAN (HDHP)
Pay Band Employee Only Employee + 1* Family*
< $30,000 $49.29 $97.77 $147.29
$30,000 – $59,999 $53.57 $106.27 $160.10
$60,000 – $89,999 $57.86 $114.77 $172.91
$90,000 + $62.15 $123.28 $185.72
PPO PLAN
Pay Band Employee Only Employee + 1* Family*
< $30,000 $57.19 $113.45 $170.91
$30,000 – $59,999 $62.16 $123.31 $185.77
$60,000 – $89,999 $67.14 $133.18 $200.63
$90,000 + $72.11 $143.04 $215.50
PPO+ PLAN
Pay Band Employee Only Employee + 1* Family* * Add $25 bi-weekly
< $30,000 $79.01 $156.72 $236.11 deduction if working
$30,000 – $59,999 $85.87 $170.35 $256.64 spouse/domestic partner
premium applies.
$60,000 – $89,999 $92.75 $183.98 $277.17
$90,000 + $99.62 $197.61 $297.70
EPO PLAN
Pay Band Employee Only Employee + 1* Family*
< $30,000 $105.15 $208.59 $314.24
$30,000 – $59,999 $114.30 $226.73 $341.57
$60,000 – $89,999 $123.44 $244.87 $368.89
$90,000 + $132.59 $263.00 $396.22
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 14SAVINGS LIFE AND LEGAL RESOURCES
Health Savings
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Account with
WageWorks®
If you enroll in the High Deductible Health Plan of $1,000 during 2017. You may change the amount To manage your account, you’ll be able
(HDHP), you will be automatically signed up for of your contribution, or stop or start contributions to access information and tools at the
a Health Savings Account (HSA) administered at any time during the year, through the enrollment WageWorks website via https://hr.cengage.com.
by WageWorks with the account located at BNY system.
GROWING YOUR ACCOUNT
Mellon Bank during the online enrollment process. If you choose to contribute to your account, funds There’s no “use it or lose it” with an HSA. Unused
Here’s how an HSA works: will be withdrawn from your paycheck — before funds roll over year to year and earn interest. The
CONTRIBUTIONS taxes are withheld — and deposited to your account money in your account is yours to keep even if you
An HSA lets you set aside pre-tax money to pay on a bi-weekly basis. change companies, switch medical plans or retire.
for current and future health care expenses. USING YOUR ACCOUNT Once your balance reaches $1,000, you’ll be able
EMPLOYER CONTRIBUTIONS You can use your WageWorks HSA to pay everyday to start investing in no-load mutual funds to grow
If you enroll in the HDHP, Cengage Learning qualified medical expenses, or let your account your account even more.
will contribute funds to your HSA in quarterly grow for future expenses, even those in retirement.
increments during 2017 with an annual total of What is a qualified medical expense?
Your HSA is easy to use. You’ll get a WageWorks
$650 (employee only) or $1,300 (employee plus one This is an expense that the IRS allows to be paid from an
Healthcare Card with your account, if you don’t
or family). Funding will be available in your account HSA. Examples are deductibles, coinsurance, copayments
already have one, that you can use like a debit
on or before the 8th of the funding month. Funding and other types of covered medical expenses. For a
card to pay qualified expenses. Or if you prefer,
months will be January, April, July and October. complete list (IRS Publication 502), visit www.irs.gov and
you can choose to pay your provider online or click on “Forms and Publications” or call 1-800-829-3676.
To be eligible for quarterly company funding in pay expenses out of pocket and either file a claim
the HDHP, you must be actively employed on for reimbursement or file no claim and let your You can use your HSA to pay for the eligible expenses of
a qualifying child or relative who is enrolled in a HDHP.
the first of the month during which the quarterly savings grow.
Generally, a qualifying child or relative is:
funding is provided. If you have both an HSA and an HSA-Compatible
Your spouse
EMPLOYEE CONTRIBUTIONS Flexible Spending Account, your WageWorks
You can also choose to contribute to your HSA, Healthcare Card will be associated with both our child(ren) under the age of 24, if a full-time student
Y
or under age 19 if not a student
up to IRS limits. For 2017, these limits will be accounts. Because it’s a “smart” card it will know
$3,400 if you have employee only coverage or what charges can be paid from the HSA and what our child(ren) over the age of 24 who are a tax dependent
Y
$6,750 if you have employee plus one or family can only be paid through the limited FSA account. our domestic partner if they are a tax dependent
Y
coverage. The IRS limits include all employer and See page 17 for more on an HSA and Limited FSA. our domestic partner’s child(ren) if they are a tax
Y
employee contributions. If you are age 55 or over, dependent, subject to the age limits above
you may make an additional “catch-up” contribution
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 15SAVINGS LIFE AND LEGAL RESOURCES
Flexible Spending
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Account:
Health Care
You may choose to participate in the Health Care YOUR COST
Flexible Spending Account (FSA) administered If you choose to participate in the FSA, your DEADLINE FOR REIMBURSEMENT
by WageWorks. An FSA enables you to pay eligible pre-tax paycheck deductions will depend on Any FSA expenses incurred in the 2017
out-of-pocket health care expenses with pre-tax the annual amount you choose to contribute. calendar year must be submitted for
dollars. When you enroll, you decide how much reimbursement by March 31, 2018. Funds
ELIGIBLE EXPENSES remaining in your Health Care FSA may be
pre-tax money you want to contribute for the
You may use your FSA to pay or reimburse carried over into your 2018 Health Care FSA,
year. Then, your contributions come out of your
eligible expenses for medical, pharmacy, dental, up to a maximum of $500. Any remaining funds
paycheck before taxes, thereby lowering your
vision or hearing care costs for you and your over $500 will be forfeited. If you have a carryover
taxable income.
qualifying tax dependents. If you are enrolled in the and you are not making an election for the
You may contribute up to $2,550 to a Health Care HDHP, certain limitations apply. See next page for subsequent year, the maximum length of time
FSA. Your FSA elections cannot be changed or more information. for the carryover is one year.
discontinued at any time during the plan year To find out if an expense is eligible, you can call
unless you have a qualified family status change. WageWorks at 1-877-965-2547, option 2. You also
Also, enrollment in and changes to your FSA due may visit Wageworks via https://hr.cengage.com.
to a qualified status change are not permitted in
November and December.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 16SAVINGS LIFE AND LEGAL RESOURCES
Flexible Spending
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Account: Limited
Health Care
IF YOU ENROLL IN THE HDHP To view account balances, payments and other transactions,
Individuals enrolled in the HDHP with an HSA are visit https://hr.cengage.com to access the WageWorks website.
subject to certain IRS limits when it comes to the
Keep in mind that funds remaining in your Health Care
Health Care FSA. If you enroll in the HDHP with HSA,
FSA may be carried over to the next calendar year up
you may only enroll in an HSA-Compatible or Limited
to a maximum of $500. Any remaining funds over $500
FSA during Annual Enrollment. You may contribute
will be forfeited.
up to a maximum of $2,550 to this account.
Before you’ve met your HDHP deductible, you can Use the FSA calculator at
use your Limited FSA to pay for eligible dental and www.fsaworks4me.com so
vision expenses only. you can “use it and not lose it!”
Once you meet your HDHP deductible, the Limited The FSA calculator can help you
FSA can work like a regular FSA. You may use it for set the right contribution amount
any eligible health care expense, not just dental to your Health Care FSA. This is
and vision expenses. To get started, you’ll need important because any funds
to provide proof that you’ve met the deductible. not used in 2017 and left in your
Here’s how: account after March 31, 2018
must be forfeited (except the
isit https://hr.cengage.com to access the
V $500 carryover).
WageWorks website
Log in to your account and click on Help
Click on HSA/HDHP Deductible Form
Download, print and complete the form
ax or mail the form to WageWorks along with
F
proof that you’ve met the plan deductible. This can
be the Explanation of Benefits (EOB) statement
you receive once a claim has been processed. The
EOB will show that you’ve met your deductible
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 17SAVINGS LIFE AND LEGAL RESOURCES
Flexible Spending
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Account:
WageWorks Card
WAGEWORKS HEALTHCARE CARD If you are newly enrolling in the Health Care FSA for
When you elect an FSA, you’ll receive a WageWorks 2017 or your existing card has expired, you will receive
Healthcare Card that works like a debit card. The your card directly in the mail from WageWorks.
WageWorks Visa® Healthcare Card makes funds ONE CARD DOES IT ALL
immediately available to you for payment of eligible health If you have both an HSA and a Limited FSA, your current
care services, goods and prescriptions at health care card will be aligned to both accounts or you’ll receive your
providers, pharmacies and drugstores. This reduces the WageWorks Healthcare Card that will be associated with
need to submit receipts and wait for reimbursement. You both accounts. It will work like a debit card. You can
can also use your card wherever it’s accepted to pay for use it to pay directly for eligible dental and vision expenses
eligible over-the-counter (OTC) items. Eligible OTC items for you and your dependents through your Limited FSA, as
must have a doctor’s prescription. In order to accept the well as your eligible medical expenses through your HSA.
card, a merchant must have an IRS-qualified system that
can automatically verify transactions at checkout.
When you use your card for an eligible item or service,
the money is taken directly from your account, so there’s
no need to submit paper receipts or be reimbursed. For
those transactions that can be verified at checkout, you’ll
just need to save your receipts for the IRS, and your own
records. In instances where WageWorks cannot verify the
card transactions using other means, you will be asked to
provide a receipt.
If you are currently enrolled in the Health Care FSA in 2016
and received a card, this card will continue to be valid in
2017 assuming you enroll in the Health Care FSA and your
card has not expired. Your new FSA election amount will
automatically be on the card for the new plan year.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 18SAVINGS LIFE AND LEGAL RESOURCES
Flexible Spending
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Account:
Dependent Care
You may choose to participate in the Dependent YOUR COST DEADLINE FOR REIMBURSEMENT
Care Flexible Spending Account (FSA) administered If you choose to participate in the FSA, your Any FSA expenses incurred in the 2017
by WageWorks. An FSA enables you to pay eligible pre-tax paycheck deductions will depend on calendar year must be submitted for
out-of-pocket child or elder care expenses with the annual amount you choose to contribute. reimbursement by March 31, 2018. All excess
pre-tax dollars. When you enroll, you decide how funds in your Dependent Care FSA account
ELIGIBLE EXPENSES
much pre-tax money you want to contribute for will be forfeited. There is no carryover for the
You may use your Dependent Care FSA to pay
the year. Then, your contributions come out of Dependent Care so calculate your need carefully.
or reimburse eligible expenses for qualifying
your paycheck before taxes, thereby lowering your
dependents under age 13 and for an older disabled
taxable income.
tax dependent who lives with you. The child or
You may contribute up to $5,000 to a Dependent elder care must be necessary in order for both you
Care FSA ($2,500 if married and filing taxes and your spouse to work or attend school full-time.
separately) per calendar year. Keep in mind that To find out if an expense is eligible, you can call
the $5,000 limit includes amounts contributed WageWorks at 1-877-965-2547, option 2. You also
to other employers’ programs by you and/or your may visit Wageworks via https://hr.cengage.com.
spouse/domestic partner. Amounts contributed
above this limit could result in a forfeiture of the
excess amount under this plan. Please consult
with your tax advisor.
Keep in mind your FSA elections cannot
be changed or discontinued at any time
during the plan year unless you have a
qualified family status change. Also,
enrollment in and changes to your FSA
due to a qualified status change are not
permitted in November and December.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 19SAVINGS LIFE AND LEGAL RESOURCES
Dental benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Cengage Learning offers three dental plan options administered by Aetna. CONFIRM YOUR DENTIST’S PARTICIPATION IN AETNA’S NETWORK
You may choose one of the following dental plans: Aetna has one of America’s largest provider networks. Confirm your
dentist participates by visiting www.aetna.com/docfind. Search for a
THE DENTAL PPO AND PPO+ PLANS dentist by name or specialty and location, and when prompted to
These plans offer you the flexibility to visit any licensed dental provider in or Select a Plan choose:
out of the Aetna dental network. Preventive care is generally covered at 100%
under both plans, with no required copay. For other services, once you meet For the Dental PPO and PPO+ plans choose Dental PPO/PDN with PPO II
the deductible, the plan pays a percentage of covered services until you For the Dental DMO plan choose DMO®/DNO
reach an annual or lifetime maximum. Similar to the medical PPO plans, your You also may call the Aetna Concierge at 1-877-965-CLHR (2547),
out-of-pocket costs are generally lower when you visit an in-network dentist. option 2 to confirm that your dentist is in the network. The chart
Out-of-network dentists can bill you for the balance remaining after insurance on the next page highlights the main benefits for each of the
has paid, which means you will pay the additional amount. dental offerings.
THE DMO PLAN
This plan, available in most states, offers free preventive care and provides
100% coverage of other in-network services after you pay the required copay.
This plan is similar to a medical HMO plan. When you enroll in the DMO, you
and each enrolled dependent must select a Primary Care Dentist (PCD) from
the Aetna DMO network. Make sure you have your PCD’s name and primary
office code available when you are ready to enroll. When you need services,
in order to have any coverage, you must go to the PCD on record at Aetna.
You are able to change your PCD by calling Aetna by the 15th of the month
and the change will be effective on the 1st of the following month. Emergency
services may be exempt from this provision.
There’s no annual deductible, no annual maximum dollar benefit limit and
no claim forms to file. Each time you need dental care, you must visit your
PCD or a dental specialist referred by your PCD.
If you visit dentists outside the DMO network, or without a PCD referral, the
plan will pay no benefits. Some PPO network dentists also participate in the
DMO network so you may find that you don’t have to switch dentists if you
want to move to the DMO.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 20SAVINGS LIFE AND LEGAL RESOURCES
Dental benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
DENTAL PLANS COMPARISONS
DENTAL PPO DENTAL PPO+ DENTAL DMO
(In- and Out-of-Network) (In- and Out-of-Network) (In-Network Only)
Deductible $100 $50 None
Annual maximum $1,000 $2,000 Unlimited
Out-of-network coverage Yes Yes None
Preventive care Plan pays 100% (no deductible) Plan pays 100% (no deductible) Plan pays 100% (no deductible)
Basic services Plan pays 50%, after the deductible Plan pays 80%, after the deductible
See the copay schedule available
Major services Plan pays 25%, after the deductible Plan pays 50%, after the deductible in the “Resources” section on the
Benefits Service Center site at
Orthodontia Not covered Plan pays 50%, after separate $50 https://hr.cengage.com
deductible; $2,000 lifetime maximum
YOUR COST: DENTAL PLAN
You and Cengage Learning share in the cost of your dental coverage. Your
dental plan cost per paycheck will vary depending on the plan you choose
Simple Steps To Better Dental Health® is an online wellness
and how many dependents you cover. The dental plan premiums will not
program that offers information on:
increase for 2017. Keep in mind, if you cover a domestic partner and/or
child(ren) of a domestic partner, the portion of your dental premium Preventing problems with regular dental care
attributed to those dependents must be deducted on a post-tax basis, onditions and treatments such as impacted teeth, bad breath
C
and the portion of the premiums paid by Cengage Learning is treated as
and cold sores
taxable income.
A wide range of other dental topics
BI-WEEKLY PAYCHECK DEDUCTIONS There’s also an “Ask the Dentist” feature, a Parents’ Guide to oral health
WHO IS COVERED DENTAL PPO DENTAL PPO+ DENTAL DMO for babies and children, videos and interactive tools, and much more.
Employee Only $2.96 $9.52 $1.25
Click here to visit Simple Steps To Better Dental Health.
Employee +1 $6.52 $19.68 $2.57
Family $10.67 $30.50 $4.65
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 21SAVINGS LIFE AND LEGAL RESOURCES
Vision benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Your medical plan covers one routine eye exam annually. Visit www.aetna.com YOUR COST: VISION SERVICE PLAN (VSP)
to see if your vision care provider is in the Aetna network. You pay 100% of the discounted cost per paycheck for VSP vision
benefits. VSP premiums will not increase for 2017. Your VSP cost per
You also have the option of choosing more comprehensive vision coverage
paycheck will vary depending on how many dependents are covered.
through Vision Service Plan (VSP). If you elect coverage under VSP, your
Keep in mind, if you cover a domestic partner and/or children of a domestic
benefits will include:
partner, the portion of your vision premium attributed to those dependents
Exams and lenses every calendar year must be deducted on a post-tax basis.
Frames every other calendar year
WHO IS COVERED BI-WEEKLY PAYCHECK DEDUCTIONS
IN-NETWORK OUT-OF-NETWORK Employee Only $4.24
Eye exams $10 copay Up to $40 reimbursement Employee +1 $8.47
Single vision lenses $25 copay Up to $40 reimbursement Family $12.71
Bifocal lenses $25 copay Up to $60 reimbursement
Eyeglass frames $25 copay limited to one frame $50 reimbursement for one
every two years* frame every two years*
Contact lenses Up to $105 allowance per year Up to $105 allowance per year
for elective lenses for elective lenses
LASIK discount Discounts available through N/A
contracted surgery centers
* Frame allowance is up to $150 every two years; 20% discount on any amount over $150.
In any given year, the plan will pay for either frames or contact lenses but not both.
NETWORK UPDATE
The VSP network has been expanded and offers you even more provider
options. The network will include the Retail Chain Provider Program.
Participating providers in this program include: VSP partners such as
Costco® Optical, Eye Care Centers of America, Inc.TM (ECCA includes
Visionworks, Eyemasters, Hour Eyes, etc.), Pearle Vision and other
quality retail chains. Visit https://www.vsp.com to find a vision care
provider in the VSP network.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 22SAVINGS LIFE AND LEGAL RESOURCES
Disability benefits
ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Cengage Learning provides you with both LONG-TERM DISABILITY (LTD) LTD BUY-UP
Short-Term and Long-Term Disability Insurance Cengage Learning provides Basic LTD coverage of You also have the option to purchase
policies, administered by Matrix. 50% of your pay, up to a maximum of $10,000 a additional LTD coverage so that your total
month. While Basic LTD premiums are paid for by coverage is 60% of your pay, up to $10,000
SHORT-TERM DISABILITY (STD) the Company, this premium is considered taxable per month.
STD coverage is available at no cost to you. income to employees. This approach allows the YOUR COST: LTD BUY-UP
Here’s how it works: benefits under Basic LTD coverage to be paid If you choose the LTD Buy-Up option, your
enefits begin on the eighth consecutive
B tax-free, so you can receive the maximum benefit cost will vary based upon your annual base pay
calendar day of an approved disability. amount when you need it most, as shown in the (plus an average of commissions paid over the prior
If you have less than five years of service, you chart below. two years, if applicable). The premium is calculated
receive a benefit of 80% pay replacement, for a TAX-EFFICIENT LTD PLAN by the benefits enrollment system using $0.159
total of 25 weeks, after a one-week elimination Annual income
per $100 of your annual income, divided over
$65,000
period. 26 paychecks.
Benefit percentage 50%
If you have five years of service or more, you Annual benefit—Gross $32,500
receive 100% pay replacement for six weeks after
Annual benefit—Net $32,500
a one-week elimination period, then 80% pay (no taxation)
replacement thereafter, for a total of 25 weeks.
Annual Company $103 SAMPLE LTD BUY-UP CALCULATION
premium (post-tax) USING GROSS ANNUAL INCOME OF $50,000:
Estimated Annual $31
Employee Tax on $50,000/$100 = $500
Company premium* gross annual income per $100 of coverage
* A ssumes a 30% tax bracket and an LTD rate of $0.159 per
$100 of covered payroll (post-tax). $500 x $0.159 = $79.50 cost per year
$79.50/26 paychecks = $3.06
cost per bi-weekly paycheck
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 23SAVINGS LIFE AND LEGAL RESOURCES
Life and AD&D ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Insurance
LIFE INSURANCE YOUR COST: SUPPLEMENTAL LIFE INSURANCE
Cengage Learning offers several life insurance PLAN — EMPLOYEE
options including Employee Basic Life Insurance, The Supplemental Life Insurance plan is available
Employee Supplemental Life Insurance, Spouse/ to you at a group discounted rate and you will pay
Domestic Partner Life Insurance and Child Life 100% of the cost of coverage on a post-tax basis.
Insurance. All life insurance policies are administered If you elect Supplemental Life Insurance, your cost Designate your beneficiaries
by Reliance Standard Life Insurance. will vary based upon: You will be prompted to make your
beneficiary designation(s) for Life and
our base salary (plus an average of commissions
Y
BASIC LIFE INSURANCE — EMPLOYEE AD&D Insurance when you enroll online
paid over the prior two years, if applicable)
Cengage Learning provides Company-paid Basic through the Cengage Benefits Service
Life Insurance equal to 1x your annual base pay The amount of supplemental life insurance elected Center site at https://hr.cengage.com.
(plus an average of commissions paid over the prior Your age
two years, if applicable), up to $400,000, at no cost
to you. In accordance with IRS rules, the amount of EMPLOYEE AGE ANNUAL RATE PER $1,000
Company-paid employee life premium for insurance < 25 years $0.432
Sample calculation using gross annual income
over $50,000 must be treated as taxable income, 25–29 years $0.468 of $50,000, supplemental life insurance
and will be added to your bi-weekly paychecks 30–34 years $0.552 amount 2x income and age 35:
and annual W-2 as additional earnings. You should
consult your tax advisor for additional information.
35–39 years $0.732 $50,000 x 2 = $100,000
40–44 years $0.960 supplemental life insurance amount
SUPPLEMENTAL LIFE INSURANCE — EMPLOYEE $100,000/$1,000 = $100
45-49 years $1.536
If you would like additional life insurance coverage, amount of life insurance per $1,000 of coverage
50–54 years $2.472
you may purchase Supplemental Life Insurance
up to 5x your annual base pay (plus an average 55–59 years $4.140 $100 x $0.732 = $73.20
annual cost of life insurance
of commissions paid over the prior two years, 60–64 years $6.516
if applicable), up to a combined Basic and $73.20/26 paychecks = $2.82
65–69 years $10.944
bi-weekly payroll deduction (post tax)
Supplemental maximum of $1.5 million.
70+ years* $19.956
Evidence of Insurability (EOI) may be required.
* F or employees age 70 and over, the actual life benefit is
subject to reduction, see plan document for details.
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 24SAVINGS LIFE AND LEGAL RESOURCES
Life and AD&D ENROLL MEDICAL PRESCRIPTION ACCOUNTS DENTAL VISION DISABILITY AD&D EXPENSE & WELLNESS ELIGIBILITY NOTICES
Insurance
LIFE INSURANCE CHILD LIFE INSURANCE
SPOUSE/DOMESTIC PARTNER LIFE INSURANCE EMPLOYEE AGE ANNUAL RATE PER $1,000 You also have the option to purchase life
You also have the option to purchase life insurance insurance for your child(ren) and/or the child(ren)
< 25 years $0.540
for your spouse/domestic partner. Coverage is of your spouse/domestic partner. Under Child
25–29 years $0.528
available for purchase in the following amounts: Life Insurance, you may cover children who are
30–34 years $0.648 at least 14 days old through age 25. Please note
• $5,000 • $25,000 • $75,000 • $150,000
35–39 years $0.888 that you must purchase Supplemental Employee
• $10,000 • $50,000 • $100,000
40–44 years $1.200 Life Insurance to be eligible to purchase Child
Life Insurance. Evidence of Insurability (EOI) is not
Your Spouse/Domestic Partner Life Insurance 45-49 years $1.884
required for this coverage. The Child Life Insurance
coverage amount cannot exceed your employee 50–54 years $3.072 plan is available to you at a group discounted rate
Basic and Supplemental Life Insurance coverage 55–59 years $5.256 and you will pay 100% of the cost of coverage on
amount if you elect coverage of $75,000 or
60–64 years $8.256 a post-tax basis. Coverage is available for purchase
greater. If you are enrolling in a spouse/domestic
65–69 years $13.572 in the following amounts:
partner coverage amount that is greater than
your current level, Evidence of Insurability (EOI) 70+ years* $25.284 YOUR COST: CHILD LIFE INSURANCE
is required and you will be directed to an online * F or employees age 70 and over, the actual life benefit is AMOUNT OF INSURANCE BI-WEEKLY DEDUCTIONS
EOI application when you enroll in this benefit. If subject to reduction, see plan document for details.
$ 5,000 $0.37
you need a paper copy, you can print it from the
Resource link at the top of the enrollment screen. Sample calculation using Spouse/Domestic $ 7,500 $0.55
Partner Life Insurance amount $100,000 $10,000 $0.74
and employee age 35.
YOUR COST: SPOUSE/DOMESTIC PARTNER LIFE INSURANCE
The Spouse/Domestic Partner Life Insurance plan is $100,000/$1,000 = $100
available to you at a group discounted rate and you amount of life insurance per $1,000 of coverage
will pay 100% of the cost of coverage on a post-tax
basis. Should you elect Spouse/Domestic Partner
$100 x $0.888 = $88.80
annual cost of life insurance
Life Insurance, your cost will vary based upon the
amount of coverage elected and your age. $88.80/26 paychecks = $3.42
bi-weekly payroll deduction (post tax)
Cengage Learning 2017 Benefits Enrollment Guide PREVIOUS PAGE HOME NEXT PAGE 25You can also read
