Harvard University
2015 Benefits Open
Enrollment GUIDE

November 5–19, 2014

This publication is for Harvard Faculty, Administrative and Professional Staff, and Other Nonunion Staff
My Notes:

My To Do’s:
Table of Contents                                        Page
                                                                                      During Benefits Open Enrollment
                                                                                      You Can…
   Benefits Open Enrollment Calendar
   of Events

                                                                                       • Change, elect, or drop medical, dental, and/or
   A Message from Marilyn Hausammann                          5                          vision coverage.
                                                                                       • Update your medical, dental, and/or vision
   Background Behind the Changes                              6                          coverage to add or remove a dependent.
                                                                                       • Elect a Health Care Flexible Spending Account
   Health Care Choices and Changes in 2015                    7                          (FSA) or Limited-Purpose FSA (if you enroll
                                                                                         in the new High-Deductible Health Plan, or
                                                                                         HDHP), and/or Dependent Care Flexible FSA.
   Introducing the High-Deductible Health                                                If you want to participate in any FSA for
   Plan (HDHP) with Health Savings Account                   14                          2015, you must enroll—2014 coverage does
   (HSA) and a Limited-Purpose FSA                                                       not carry over to 2015.
                                                                                       • Elect to contribute to a Health Savings Account
   Programs That Can Reduce Your Out-of-                                                 (HSA), if you enroll in the new HDHP in 2015.
   Pocket Expenses                                                                     • Elect Long-Term Disability Insurance.
                                                                                       • Elect or increase Supplemental Life
   Medical Plan Comparison Chart                             20                          Insurance coverage.
                                                                                       To make your elections, go to the PeopleSoft
   Other Resources and Information                           22                        Benefits Enrollment system on HARVie from
                                                                                       November 5–19, 2014. Once in PeopleSoft,
                                                                                       under Benefits and Payroll Quick Links, select
   How to Review Current Coverage, Enroll in,                                          Benefits Enrollment.
   or Make Changes to Your 2015 Benefits

Benefits Eligibility Guidelines

                                                                  Then you are eligible for, and affected by, 2015 changes to the…

If you are benefits-eligible…                               HMO Plans             POS/PPO Plans              New HDHP*                  Dental Plan

• Administrative/professional staff
• Nonunion staff
• Faculty
• Internal post-doc

External (“stipendee”) postdoc with
Harvard research

Coaching assistant, teaching assistant,
intern, visiting fellow

*High-Deductible Health Plan (HDHP) with Health Savings Account (HSA) and Limited-Purpose Flexible Spending Account (FSA) options.
Note: If you are a member of one of these groups but are currently on Long-Term Disability (LTD), you are not eligible to participate in the HSA
or the new Reimbursement Program.                                                                                                                3
Benefits Open Enrollment Calendar of Events

Each year, Benefits Open Enrollment affords you the               If you do not make an election, your 2014 elections
opportunity to enroll in and make changes to your medical,        will carry over to 2015 except for your participation in an FSA.
dental, vision, flexible spending accounts (FSAs), long-          However, please note that there are significant changes in the
term disability insurance, and life insurance plans.              plans for 2015, so be sure to read this guide and review the
This year, Benefits Open Enrollment for 2015 will                 information on HARVie before making any decisions about
take place online in PeopleSoft between 8:00 a.m. ET              your elections for 2015.
November 5 and 8:00 p.m. ET November 19, 2014.

Here are some important dates to keep in mind:

     October                          November                            December                                 January

      Late October to                                                                                 January 1, 2015
                                                                                                      Beginning date for 2015
Online and on-campus                                                                                  coverages. Vendors for
 educational sessions.                                                                                two important Harvard
                                                                                                      benefits change:
                                                                                                      • Pharmacy benefits
                                                                                                        management moves
                     November 5                 November 19                                             to Catamaran (from
                                                                                                        Express Scripts).
     First day to enroll in or make             Last day to enroll in or make                         • FSAs and other
    changes to your 2015 benefits.              changes to your 2015 benefits.                          reimbursement
                                                                                                        programs move to
                                                                                                        Benefit Strategies
                                                                                                        (from Crosby).
                                                                              By December 31          Begin using new 2015
                                                                                                      medical, pharmacy, and
                                                                      You will receive your new
                                                                                                      HSA/FSA debit cards.
                                                                     2015 prescription drug ID
                                                                     card, new FSA/HSA debit          Harvard HSA funding
                                                                      card, and other applicable      available January 2, 2015.
                                                                           health care ID cards.
                                                                       2014 FSA debit card will
                                                                    be deactivated. (See transition
                                                                               details on page 19.)
A Message from Marilyn Hausammann
Vice President for Human Resources

                           Dear Colleague,
                           Benefits Open Enrollment is here, giving you the opportunity to review and make changes to your
                           health and welfare benefits elections for 2015. These include medical, dental, vision, flexible spending
                           accounts, long-term disability, and life insurance. As described in the Preview Brochure and the Harvard
                           Benefits: What’s New in 2015 multimedia presentation, which were made available to you earlier this fall,
                           we have made some important changes to our benefits for 2015.
                           Harvard is proud of the strong package of total rewards that we offer and remains committed to
                           providing high-quality, affordable health care. This guide will provide you with additional information
                           on the changes, how they may affect you, and programs and benefits that can help you manage
                           additional costs. Being an informed consumer is the best way to get the health care you need and
                           the most value from your Harvard benefits.
Many of the benefits changes for 2015 were laid out in the Preview Brochure and the multimedia presentation, but we recognize
the importance of continuing to help members of the Harvard community better understand their benefits. There are many
opportunities to learn more at online and in-person information sessions being held in late October and early November.
Among the changes this year, some may pay more for some kinds of services (e.g., surgery, hospitalization, advanced diagnostic
testing) through the introduction of deductibles and coinsurance. At the same time, Harvard is taking steps to help limit or
offset these additional costs—such as lowering monthly premiums and annual out-of-pocket maximums for in-network care, and
creating a new Reimbursement Program for those with an annual full-time equivalent (FTE) salary of $95,000 or less. Preventive
care will continue to be provided at no charge, with office visits and prescriptions provided for only a copayment. And there are
steps you can take to help reduce the costs you pay, such as enrolling in a tax-advantaged Flexible Spending Account or a Health
Savings Account.
This guide is designed to help you make fully informed decisions about your 2015 benefits. You can find these resources and more
on HARVie (harvie.harvard.edu) as well as our external HR website (hr.harvard.edu). It is important that you understand these
changes and the impact they will have on you, so you can make the choices that best meet your needs and those of your family.

October 2014                                                                                                                    5
Background Behind the Changes

Harvard, like most employers, must respond to the
national trend of rising health care costs, including some
driven by health care reform. Even with the changes we
have made over the past several years, health care costs            Did you know?
continue to be a challenge, growing at a pace that threatens        Harvard spends over a half billion dollars a year
our ability to make necessary investments in Harvard’s              for benefits.
mission, sustain our benefits, and pay competitive salaries.
To ensure that high-quality health care remains affordable
and sustainable for the University and its faculty and staff,
we are changing the way we share in the cost of care for
some kinds of medical services.
As the University Benefits Committee* and our senior
leaders developed the changes that will take effect on              The Impact of Health Care Reform
January 1, 2015, they did so with the intent to preserve the        The Affordable Care Act (ACA, also known as
health plans on which you and your family rely. Harvard             health care reform) has brought new benefits and
remains committed to these guiding principles:                      opportunities to many people, but with added
• Access to health care, and to top-rated doctors,                  costs to plan sponsors like Harvard. Some of the
  providers, and networks in Boston’s quality-rich area.            additional costs for Harvard are in the areas of:
• Choice of both proven and innovative plan designs.                • Extending coverage for children up to the
                                                                      age of 26.
• Affordability for all of our people.
                                                                    • Preventive care—which is fully paid by the
• Fairness in cost-sharing between the University and its             University.
  faculty and staff, and among health plan participants.
                                                                    • Additional taxes and fees that began in 2012,
• Transparency so that we can all become more aware                   and are ongoing.
  of how much health care actually costs and the cost
  differences between providers.                                    • A potential 40% excise tax on the value of health
                                                                      insurance benefits exceeding certain thresholds,
*Read more about the thinking and deliberations of the University     which is scheduled to go into effect in 2018.
 Benefits Committee at: news.harvard.edu/gazette/

Health Care Choices and Changes in 2015

 HMO, POS, and PPO Medical Plans
 In 2015, for the HMO, POS, and PPO plans, the monthly premiums will decrease. The plans will now include deductibles and
 coinsurance for some kinds of non-preventive care. It’s important to understand what each term used in this guide means:
 • Deductible: The amount you must pay for health care services before the health plan begins to pay.
 • Coinsurance: Your share of the cost of health care services, after the deductible.
 • Out-of-Pocket Maximum: The maximum amount you will be required to pay during a calendar year for covered health
   care, excluding premiums, after which your medical plan will pay 100% of covered health care costs. Please note: Because
   Harvard is instituting a “global” out-of-pocket maximum, virtually all eligible out-of-pocket medical costs, including copayments for office visits
   and prescriptions, deductibles, and coinsurance will count toward your out-of-pocket maximum.
 Important: The deductibles and coinsurance do not apply to in-network preventive services (such as annual physicals and
 well-baby visits, immunizations, and preventive testing and screening), which continue to be covered at 100%. In addition, the
 deductibles and coinsurance will not apply to in-network office visits for care of sickness or injury, outpatient mental health,
 or prescription drugs; these will continue to have the same copayments as they do today. Please see Services and Charges at a
 Glance on page 8 for more detailed information.
 New cost structure for certain kinds* of non-preventive care in the HMO, POS, and PPO plans

                                                                   HMO                                              POS and PPO
   Plan Feature
                                                                What you pay…                                       What you pay…

                                                       In-Network             Out-of-Network               In-Network             Out-of-Network

                                                    $250 per person,                                    $250 per person,    $750 per person,
   Deductible*                                     up to a maximum                                     up to a maximum     up to a maximum
                                                   of $750 per family             Services             of $750 per family of $2,500 per family
                                                                              received from an
   Coinsurance*                                            10%                 out-of-network                  10%                       30%
                                                                              provider are not
   Out-of-Pocket Maximum               $1,500 per person,                      covered by the          $1,500 per person, $2,500 per person,
   (includes deductible, coinsurance, up to a maximum                           HMO plans.             up to a maximum      up to a maximum
   and copayments)                    of $4,500 per family                                            of $4,500 per family of $7,500 per family

 Here’s how the new cost structure works for certain kinds* of non-preventive medical expenses:

           You pay for the full                                     You and Harvard,                                            Once you reach
1st        cost of your care                       2nd              through coinsurance,                       3nd              the out-of-pocket
           for certain medical                                      each pay for a portion                                      maximum for
           expenses until you                                       of these covered                                            each individual,
           reach your deductible.                                   health care services.                                       Harvard pays 100%
                                                                                                                                of eligible costs.

 You will not pay more for covered health care services than the out-of-pocket maximum in a given year. If your annual FTE
 salary is $95,000 or less, Harvard offers a program that can help reduce your overall out-of-pocket expenses by providing
 reimbursement for eligible expenses. See page 19 for additional information.

 *Deductibles and coinsurance do not apply to in-network preventive care or to services where copayments apply, such as office visits. Please
  see Services and Charges at a Glance on page 8 for more details.
How does this translate into costs in 2015?
For the HPHC and HUGHP HMO, POS, and PPO plans, you will pay a deductible and coinsurance, up to the annual out-of-
pocket maximum, for certain medical services, including:
• Hospitalization                                                            Please note that out-of-network services in the POS and
• Surgery                                                                    PPO plans have separate deductibles, coinsurance, and
• Advanced diagnostic testing                                                out-of-pocket maximums.

Services and Charges at a Glance
This chart summarizes the kinds of care that are provided by the HMO, POS, and PPO plans (in-network) without charge,
those that are subject only to a copayment, and those that are subject to an annual deductible and coinsurance—up to the
annual out-of-pocket maximums.

                                                                                                      Copayment               Annual deductible,
                                                                                                         only                then 10% coinsurance
Type of care                                                                            charge               Up to out-of-pocket maximum

Routine examinations for preventive care, including
immunizations and routine vision exams

Office visits for non-preventive care of sickness and injury, authorized
office visits for consultations/evaluations with specialists

Rehabilitation, speech, occupational, chiropractic, and physical therapy


Outpatient mental health services including group
and individual therapy, detoxification

Emergency room care (copayment is waived
if admitted directly to the hospital)

Inpatient hospitalization (e.g., acute care,
maternity, rehabilitation, mental health)

Intermediate mental health care services (e.g., acute residential
treatment including detoxification, intensive outpatient
programs, partial hospitalization, and day treatment)

Hospice, skilled nursing, home health care

Non-preventive laboratory and radiology services (including
advanced radiology such as CT and PET scans)

Surgery—inpatient and outpatient (including
colonoscopy, endoscopy, and sigmoidoscopy)

8                             This is a summary of services and charges only and not a complete listing of plan coverage, provisions, or limitations.
How the family deductibles and out-of-pocket maximums work for two-, three-, and four-person-plus families

Two-person family                                 Three-person family                          Four-person-plus family
If you cover yourself and one                     If you cover yourself and two                The in-network deductible and out-of-
dependent under family coverage,                  dependents, your in-network deductible       pocket maximum are capped at $750
your in-network deductible will be                will be $750 for the family ($250            and $4,500 per family, respectively.
$500 ($250 per person), and your                  per person), and your in-network             If you cover yourself and three or more
in-network out-of-pocket maximum                  out-of-pocket maximum will be                dependents, your in-network deductible will
will be $3,000 ($1,500 per person).               $4,500 ($1,500 per person).                  be $750 for the family, and your in-network
                                                                                               out-of-pocket maximum will be $4,500.

Important note: For a family HMO, POS, or PPO plan, Harvard’s 90% coinsurance begins for each covered individual after the annual
in-network individual deductible ($250) is met for that person, and moves to 100% when the in-network out-of-pocket maximum ($1,500)
is met for that person.

Example: Emily is enrolled in individual coverage through
the HUGHP HMO medical* plan. She needs minor surgery
that will cost $2,000. Emily is using an in-network provider.
Her annual in-network deductible is $250.                                    Programs That Can Reduce Your
                                                                             Out-of-Pocket Expenses
                                     Before the plan starts to pay,
                                                                             Tax-Favored Programs
          1st                        Emily will need to reach her
                                                                             Flexible Spending Account (FSA): Participate in, or
                                     annual $250 deductible.
                                                                             increase your contribution to, an FSA in 2015. By
                                     Once Emily pays her $250                doing so, you lower your taxable income and can use
                                     deductible, the remaining cost          the money you contribute toward out-of-pocket health
                                     for her surgery is $1,750.              care costs in an HMO, POS, or PPO plan in 2015.
Now, coinsurance begins…                                                     Reimbursement Program
                                     Emily pays 10% of the                   If your annual full-time equivalent (FTE)* salary
                                     remaining $1,750, which                 is $95,000 or less and you enroll in an HMO, POS,
        2nd                          is $175.                                or PPO plan, you can take advantage of Harvard’s
                                                                             Reimbursement Program. You will be reimbursed for
                                     The plan pays 90% of the                any eligible in-network out-of-pocket costs you incur
                                     remaining $1,750, which                 over the 2015 thresholds.
                                     is $1,575.
                                                                             Learn more on page 18.
Emily’s total cost for this surgery is $425; her deductible is
                                                                             *Your annual full-time equivalent (FTE) salary is the salary
$250 and her coinsurance is $175. Both count toward her
                                                                              you earn if you work full-time, or if you work part-time, it is the
out-of-pocket maximum.
                                                                              salary you would earn working full-time at the same rate of pay.
For any remaining 2015 in-network medical services that
are subject to coinsurance, Emily will pay 10% of the cost,
up to the plan’s out-of-pocket maximum of $1,500 (any
other out-of-pocket expenses, such as copays, will also
count toward this maximum).
This example is provided for illustrative purposes only. Individual           Did you know?
situations may differ.                                                        2015 health plan premiums will decrease, so less
                                                                              is taken from your paycheck. You can see the
*Please note, HPHC and HUGHP HMO, POS, and PPO plans                          premiums in the 2015 Rates and Plan Comparison
 work similarly in this example; the costs are different for the new          Chart, enclosed in this package.
 High-Deductible Health Plan. See page 15 for more information.

Examples of the Cost of Care under the New HMO, POS, and PPO Plans
     It’s important to understand how these changes could affect you. Take a look at some examples of how costs—yours and
     Harvard’s—may work under the new cost structure for the HMO, POS, and PPO plans.
     These examples are provided for illustrative purposes. Individual situations may differ.

                            Example from Real Life: Having A Baby
                            Sarah has a routine pregnancy and delivers a healthy baby by C-section

     Treatment                         Typical Costs      Sarah Would Pay         Why?
     Initial office visit                  $200                   $20             Office visit copayment
     Initial lab work                       $83                   $83             Diagnostic testing; $83 paid toward
                                                                                  annual $250 deductible
     Initial ultrasound                    $325                  $183             Diagnostic testing; $167 paid to meet annual
                                                                                  deductible; $16 is 10% coinsurance on the balance
     Maternity office visits (7)           $1,400                  $0             Preventive care, no charge
     Lab work, pre-delivery                $497                   $50             Diagnostic testing; 10% coinsurance
     Ultrasounds, pre-delivery (7)         $2,275                $228             Diagnostic testing; 10% coinsurance
     Inpatient C-section delivery         $15,000                $936             10% coinsurance up to $1,500 annual
                                                                                  out-of-pocket maximum
     Breast pump—durable                   $220                    $0             Covered at no charge
     medical equipment
     Newborn care                          $2,500                  $0             Annual out-of-pocket (OOP) maximum met

     Total                                $22,500               $1,500*           $20 copayment, $250 deductible,
                                                                                  $1,230 coinsurance

See FAQs on the HARVie 2015 Open Enrollment page for more details about maternity and parental benefits.
Assumptions: All services are provided in-network. Sarah has family HMO coverage in a 2015 (faculty and nonunion staff) plan.
*These predictable medical costs could be reduced through the use of a tax-favored flexible spending account (FSA). At a 20% tax savings,
 the net cost to Sarah’s family for the delivery would be $300 less.

Example from Real Life: Serious Illness
                      Jane is receiving treatment for breast cancer

 Treatment                           Typical Costs         Jane Would Pay          Why?
 Annual mammography
                                           $300                    $0              Preventive care, no charge
                                                                                   $250 to meet annual deductible, plus 10%
 Biopsy                                   $2,600                  $485
                                                                                   coinsurance ($235) on the balance for the procedure
 Pre-surgical office visit                 $215                   $20              In-office care subject to only a copayment
                                                                                   10% coinsurance, up to $1,500 annual
 Outpatient surgery                      $11,000                  $995
                                                                                   out-of-pocket maximum
 Post-surgical office visit                $215                    $0              Annual out-of-pocket (OOP) maximum has been met
 Lab work/testing                        $10,000                   $0              Annual out-of-pocket (OOP) maximum has been met
 Chemotherapy/radiation                  $44,000                   $0              Annual out-of-pocket (OOP) maximum has been met
 Post-treatment office
                                          $2,369                   $0              Annual out-of-pocket (OOP) maximum has been met
 visits for follow-up (11)

                                                                                   $250 deductible, $1,230
 Total                                   $70,699                $1,500*
                                                                                   coinsurance, $20 copayment

Assumptions: All services provided are outpatient and in-network. Jane has individual HMO coverage in a 2015 (faculty and nonunion staff) plan.

                      Example from Real Life: Serious Mental Illness
                      Tom needs care for major depression

 Treatment                           Typical Costs         Tom Would Pay           Why?
                                                                                   $250 to meet deductible and 10% coinsurance
 Inpatient hospitalization               $18,000                 $1,500            ($1,250) on the balance, up to $1,500
                                                                                   annual out-of-pocket maximum
 Outpatient counseling
                                          $3,500                   $0              Annual out-of-pocket (OOP) maximum has been met
 (35 visits)
 Generic medication
                                           $280                    $0              Annual out-of-pocket (OOP) maximum has been met
 (14 prescriptions)

 Total                                   $21,780                $1,500*            $250 deductible, $1,250 coinsurance

Assumptions: All services are provided in-network. Tom has individual HMO coverage in a 2015 (faculty and nonunion staff) plan.
*For both Jane and Tom, if they have an annual FTE salary of less than $70,000 they would each be eligible for a $600 reimbursement of these
 out-of-pocket costs. If they have an annual FTE salary of $70,000 to $95,000, they would each be eligible for a reimbursement of $250 for these
 out-of-pocket costs. See page 19 for more details.

Dental Plan
We are providing enhanced dental coverage through an innovative collaboration with Delta Dental. This change will give
participants greater financial protection against exceptionally high dental expenses by providing additional benefits beyond
the current annual benefit of $3,000. This enhanced benefit replaces the rollover maximum feature, which will be discontinued
as of December 31, 2014.

Here’s How It Works                                               Once you reach the Level 1 annual maximum benefit
Dental coverage remains the same with Level 1 benefits:           of $3,000, Level 2 benefits begin. This coverage will apply
                                                                  automatically—there is no need to enroll and it is included
• For preventive services, you pay no deductible, and             in the premium you pay.
  the service is covered at 100%.
                                                                  • For preventive and diagnostic services, you pay no
• For basic, restorative, and major services, you pay               deductible, and the service is covered at 100%.
  a deductible, and the service is covered at 75%, up
  to $3,000.                                                      • For basic, restorative, and major services, you pay an
                                                                    additional deductible of $500 per individual (there is no
• Orthodontic* services are covered at 50% (with no                 family deductible), and the service is covered at 75%,
  deductible) for children under age 19, with a lifetime            with no annual plan maximum.*
  benefit of $1,500 per person.
                                                                  This additional level of coverage can provide you with
                                                                  valuable insurance protection that doesn’t exist today.

     2015 Dental Plan

     Plan Feature                       Level 1 Benefit                                         Level 2 Benefit

                                        $50 Per Individual                                      $500 Per Individual
     Annual Deductible
                                        $150 Family Maximum                                     (No family deductible)

     Preventive and
                                        100%, no deductible          Reach $3,000               100%, no deductible
     Diagnostic Services
     Basic Services                     75%, after deductible                                   75%, after deductible

     Major Services                     75%, after deductible                                   75%, after deductible

     Annual Plan Maximum                $3,000                                                  Unlimited

*Orthodontic services are not included in the Level 2 benefit.

In-Network                                                         Out-of-Network
The percentages described above apply when using                   When using an out-of-network dentist your costs may be
a dentist in the Delta Dental network. Participating               higher. You may be “balance billed” for any difference
dentists cannot bill you for fees beyond those approved            between the plan’s approved cost and the dentist’s charge.
by Delta Dental (a practice called “balance billing”).

Pharmacy Benefits                                                    medication, you will need to get a new prescription from
                                                                     your physician and submit it to Catamaran. Once they
Prescription drug coverage is included with all HPHC and
                                                                     receive the prescription, the mail-order process can take
HUGHP medical plans (HMO, POS, PPO, and HDHP).
                                                                     up to 14 days to resume;
Prescription drug coverage has three copayment tiers, with
generic medications having the lowest copayments. You              • subject to prior authorization requirements or exceeds
can save even more on medications you take regularly,                typical quantity limits.
sometimes called maintenance medications, by using                 Harvard faculty and staff can contact Catamaran’s
mail order.                                                        Customer Service Center at 844-265-1224 beginning
Prescription drugs are not subject to a deductible under           October 27, 2014 with any questions. To learn more
the HMO, POS, and PPO plans—just copayments. Under                 about the 2015 Formulary, visit Catamaran’s Open
the new HDHP, you must meet the plan deductible before             Enrollment online portal, which can be accessed via
the plan covers prescription drug costs; once you meet             HARVie (select Compensation & Benefits > 2015 Open
the deductible, the same copayment structure applies.              Enrollment) or at hr.harvard.edu, under Total Rewards.
See HARVie or the enclosed 2015 Plan Comparison Chart              All employees will receive new pharmacy ID cards before
for costs.                                                         January 1, 2015. Once you receive your new ID card,
For 2015, Harvard has chosen Catamaran, which is                   it is very important to present it when filling any
expected to offer enhanced customer service, as our new            prescriptions on or after January 1, 2015. You will also
pharmacy benefits administrator. Catamaran is one of the           receive a Welcome Kit with more information.
largest pharmacy benefits administrators in the U.S. and           Other Benefits to Consider
provides a number of online tools to help you manage
your prescription benefits (see the enclosed FAQs for              Vision Plan
more information). It is recommended that you have on              Davis Vision provides you and your covered dependents
hand a three-week supply of your medication during                 with coverage for in-network vision exams, eyewear, and
the transition. There are no changes to the copayment              contact lenses (with copayments), and discounts for out-
structure for prescription drugs in 2015, which remains:           of-network services and laser surgery. Davis Vision has a
                                                                   broad, nationwide network of participating providers. To
                                                      Mail-        find one near you, call Davis Vision at 800-448-8245, or
                                          Retail      Order        visit davisvision.com and enter Client Code 2556. See
                                         (30-day     (90-day       HARVie or the enclosed 2015 Plan Comparison Chart
 What you pay for...                     supply)     supply)       for costs.
 Generic Drugs                              $7          $14
                                                                   Long-Term Disability (LTD) Insurance
 Preferred Brand-Name Drugs                 $20         $50        Optional LTD insurance protects your financial security
 Non-Preferred                                                     if you become unable to work due to illness or disability.
                                            $45        $110        If you elect LTD insurance, you must provide evidence
 Brand-Name Drugs
                                                                   of insurability (EOI) by completing a Medical History
While the copayments themselves are not changing,                  Statement, available on the PeopleSoft Open Enrollment
you may see adjustments to where your medication falls             page. Final approval comes from The Standard. See
(and how much it will cost) on the plan’s preferred drug           HARVie or the enclosed 2015 Rates and Plan Comparison
list, also called a Formulary. You will receive personal           Chart for costs.
communication from Catamaran beginning in November
if your prescription is:                                           Supplemental Life Insurance
• expected to change cost “tiers”—so that you may                  Supplemental Life Insurance coverage is available at 1 to 5
  explore a generic or preferred brand-name alternative            times your annual salary (up to a maximum of $1.25
  with your doctor if one is available and you so desire;          million). If you need to complete a Statement of Health
• a mail-order prescription transferring from Express              form, it will be mailed to you in December. Final approval
  Scripts—in this case, you will need to provide new               comes from MetLife. A medical statement will be sent
  shipping and payment information to Catamaran;                   to you at the mailing address Harvard has on file. See
                                                                   HARVie or the enclosed 2015 Rates and Plan Comparison
• a mail-order prescription that will not transfer from            Chart for costs.
  Express Scripts. This may happen if there are no refills
  remaining on it, it is a controlled substance, the “refill
  by” date has expired, it is being held for a future fill date,
  or it is a compound medication. If you still need the                                                                         13
Introducing the High-Deductible Health Plan (HDHP)
with Health Savings Account (HSA) and a Limited-Purpose FSA

 The High-Deductible Health Plan with HSA is a different
 approach to how you pay for today’s health care and save
 for your future. It is a lower-premium, high-deductible
 health insurance plan, which means you pay less out of                  Did you know?
 your paycheck for premiums and more out of pocket at                    Two-thirds of U.S. employers with 1,000 or more
 the point of care—before the plan pays for services that                employees offer a high-deductible health plan.
 are not considered preventive. Harvard’s new HDHP
 meets the federal requirements that allow an enrollee to
 also qualify for a tax-advantaged HSA.

 There Are Several Features of the HDHP with HSA

Health Plan                                A Pre-Tax Savings Plan                        Debit Card
The HDHP provides you the                  (Health Savings Account)                      With your HSA, you receive a
flexibility to receive care from both      If eligible, you can contribute via           debit card that you can use for
in-network and out-of-network              payroll deduction on a pre-tax basis          easy access to your account (once
providers (you’ll pay more for             to a Health Savings Account (HSA)             funds are accumulated) to pay for
out-of-network providers).                 to pay for out-of-pocket medical              out-of-pocket medical expenses,
In-network preventive care services        expenses, including deductibles,              including your copays, prescriptions,
are covered at 100%—meaning                coinsurance, and copayments.                  and other health care costs.
you do not pay for this type of            The HSA is a fully employee-owned             If you decide to also enroll in the
service (as defined by the plan).          account. Funds roll over from year to         Limited-Purpose FSA—which
For all other services, you are            year. There is no “use it or lose it” rule.   reimburses you for eligible dental
responsible for paying the full cost       Once the balance in your savings              and vision expenses only—your FSA
of care until you reach the plan’s         account reaches $2,100, you can               dollars will be loaded onto the
deductible. You are then responsible       select from a choice of investment            same debit card. See pages 18-19 to
for a portion of the cost of care          options, in $100 increments.                  learn more about FSA coverage.
(your coinsurance), until you reach        For 2015, Harvard will make
the plan’s out-of-pocket maximum.          a tax-free contribution to your
See the HDHP with HSA Summary              account—you must open an HSA,
Chart on page 15 for details.              through Harvard’s third-party
You can also see a side-by-side            administrator, Benefit Strategies,
comparison of all plans on                 in order to receive this funding:
pages 20–21.                               • $500 for individual coverage
                                           • $1,000 for family coverage

HDHP Summary Chart
  Plan Feature                                                      In-Network                               Out-of-Network

  Preventive Care                                                Covered at 100%                   Deductible, then 35% coinsurance

                                                                            $1,500 (individual)|$3,000 (family)
  Deductible*                                                   For family coverage, the full family deductible must be met
                                                                          before plan (Harvard) coverage begins.

  Coinsurance (once deductible is met)                           15% coinsurance                             35% coinsurance

                                                                $3,000 (individual)|                       $6,000 (individual)|
                                                                  $6,000 (family)                            $12,000 (family)
  Out-of-Pocket Maximum (includes
                                                            For family coverage, the full              For family coverage, the full
  deductible, coinsurance, and
                                                          family out-of-pocket maximum               family out-of-pocket maximum
  prescription drug costs)
                                                          must be met before 100% plan               must be met before 100% plan
                                                            (Harvard) coverage begins.                 (Harvard) coverage begins.

  Emergency Room                                                              Deductible, then 15% coinsurance

  All other covered non-preventive care
  such as: PCP/Specialist Office Visits;
  Hospital Admission; Outpatient                        Deductible, then 15% coinsurance           Deductible, then 35% coinsurance
  Surgery; In-patient Surgery; Advanced
  Diagnostic Testing; Lab/X-Rays

  Prescription Drugs (Retail/Mail-Order)
  • Generic                                                                         $7/$14, after deductible
  • Preferred Brand-Name                                                           $20/$50, after deductible
  • Non-Preferred Brand-Name                                                      $45/$110, after deductible

*The deductible applies to all non-preventive health care expenses. Amounts paid for covered in-network and out-of-network care are combined
 to satisfy the deductible.

Features of a Health Savings Account (HSA)
An HSA provides you with flexibility in how you pay for           • Save for Tomorrow: If you save more money than you
medical services today and in the future.                           spend on health care expenses in the plan year, you can
• Tax Advantages: Your contributions to your HSA come               use that money in the future. Any money remaining
  out of your paycheck before taxes are withheld, so every          in this account at the end of the plan year rolls over
  dollar that goes toward your HSA reduces your taxable             into the next year—and, even if you leave Harvard, the
  income. Participants can also make contributions to the           money remains yours.
  HSA with after-tax dollars. (Because this is a tax-favored      • Invest for Your Future…Tax-Free: Once the balance in your
  account, there are IRS limits on annual contributions;            HSA reaches $2,100, your funds will be automatically
  see chart below for details.)                                     directed into the investment you select—helping you
• Use It Today: Pay for regular health care expenses,               build savings for your future. When used to pay for
  including deductibles, coinsurance, copayments, and               qualified medical expenses, distributions from your HSA
  prescription drugs, with an easy-to-use debit card.               are tax-free.
                                                                  • Catch-up Contributions: Employees 55 years of age or older
                                                                    can contribute additional dollars to their HSA. See the
                                                                    chart below for details.

                                             2015 HSA Maximum Contributions

     Coverage Level                   HSA Contribution                            HSA Contribution for Age 55+

                                             $3,350                                             $4,350
                      (Total includes: $2,850 employee contribution plus (Total includes: $2,850 employee contribution plus
                                  $500 Harvard contribution)                 $1,000 age 55+ catch-up contribution plus
                                                                                     $500 Harvard contribution)

                                             $6,650                                             $7,650
                      (Total includes: $5,650 employee contribution plus (Total includes: $5,650 employee contribution plus
                                 $1,000 Harvard contribution)                $1,000 age 55+ catch-up contribution plus
                                                                                    $1,000 Harvard contribution)

What You May Want to Consider
As with any benefit choice, there are things you should
carefully consider prior to enrolling. As you think about            HSA Requirements
your health care needs, be sure you understand how the
medical plan works. Here are some things to keep in mind             • You cannot be covered under another non-
as you review the HDHP with HSA plan compared to                       HDHP medical plan or Health Care FSA (such
Harvard’s other options:                                               as your spouse’s plan/FSA) and contribute, or
                                                                       receive Harvard’s contribution, to the HSA.
• Lower Premium: You pay less out of your paycheck for
  coverage.                                                          • HSA contributions must be in your account
                                                                       before you can use them to pay for eligible
• Higher Out-of-Pocket Costs: You pay 100% of any                      medical expenses or receive reimbursement.
  non-preventive expenses until you meet your deductible               Please note that Harvard’s funding will be
  before the plan pays for services.                                   deposited on January 2, 2015.
  – Deductible: If you’re enrolled in family coverage, you           • You must be under age 65 and not enrolled in
    must meet the entire family deductible before the plan pays—       Medicare to contribute, or to receive Harvard’s
    unlike the HMO, POS, and PPO plans.                                contribution, to the HSA.
  – Out-of-Pocket Maximum: If you’re enrolled in
    family coverage, you must meet the entire family out-of-pocket
    maximum before the plan pays 100%—there is no per-
    person maximum like there is in the HMO, POS, and
    PPO plans.
                                                                     If you enroll in the HDHP for 2015 and currently
• Access to the Same Doctors and Networks: The
                                                                     have a 2014 Health Care FSA, you must have a
  HDHP with HSA is offered through Harvard Pilgrim
                                                                     $0 balance in your FSA by December 31, 2014
  Health Care and HUGHP Blue Cross Blue Shield of
                                                                     to be eligible for an HSA in January 2015.
  MA, so you will continue to have access to doctors and
  networks that are currently part of these health plans.            If you have a balance remaining in your Health Care
  Additionally, HUGHP HDHP members will have access                  FSA as of January 1, 2015, you will not be eligible to
  to an expanded network of Blue Cross Blue Shield of                enroll in the HSA or receive Harvard’s contribution
  MA providers that includes Harvard University Health               until April 1, 2015.
  Services (HUHS) providers.                                         If this occurs, you will not be able to use HSA funds
• Limited-Purpose Flexible Spending Account:                         to get reimbursed for medical costs incurred before
  According to federal regulations, HSA participants                 April 1.
  are not eligible to participate in a regular Health Care
  Flexible Spending Account (FSA). However, HSA
  participants can participate in the Limited-Purpose FSA,
  which provides a tax-free way to save and pay for dental
  and vision expenses not covered by your health plan.
  All other Health Care FSA rules and features apply to
  the Limited-Purpose FSA—same maximum, same use-
  it-or-lose-it rule, same claim-filing deadline, and if you
  enroll, you will receive a debit card to pay for eligible
  dental and vision expenses. If you elect an HSA, you will
  receive one combined debit card.

Programs That Can Reduce Your Out-of-Pocket Expenses

Save on Eligible Expenses with                                           • Dependent Care FSA: You can use this account to
a Flexible Spending Account (FSA)                                          contribute up to $5,000 on a pre-tax basis to be used
Participating in an FSA can help you lower your taxable                    to reimburse eligible dependent day care expenses.
income while paying for eligible health care and/or                        Covered dependents include a dependent child under
dependent day care expenses. You contribute to your FSA                    age 13, a disabled spouse, or a disabled dependent of
before taxes are withheld from your paycheck, meaning                      any age. Your health plan enrollment has no impact on
that every dollar that goes toward your FSA reduces your                   your eligibility for the Dependent Care FSA.
taxable income. Let’s take a look at this example:                       • Limited-Purpose FSA: You can use this account to
                                                                           contribute up to $2,500 on a pre-tax basis to be used to
                            No FSA                   FSA                   reimburse out-of-pocket dental and vision expenses.
     Assumptions          Contribution            Contribution             Important: Per federal regulations, if you enroll in a
     Your income              $75,000                 $75,000              qualified HDHP with an HSA, such as the one being
                                                                           introduced at Harvard in 2015, you are only eligible to
     You contribute              $0                   $2,000               enroll in a Limited-Purpose FSA.
     Taxable income           $75,000                 $73,000            You must enroll annually during Open Enrollment
     Taxes you pay                                                       in order to have an FSA for the following year—your
     (based on 22.65%                                                    election in an FSA does not carry over from year to
                              $16,988                 $16,535            year. If you enroll in any of the FSA plans for 2015, you
     federal income and
     FICA tax rate)                                                      will receive a debit card that can be used to pay eligible
                                                                         expenses from participating providers and merchants.
This example is provided for illustrative purposes only. Individual
situations may differ, and tax savings will depend upon your tax rate.

By using an FSA, you can save $453 in taxes and use the                      Remember: Use It or Lose It
$2,000 you saved pre-tax to pay for eligible, out-of-pocket                  Any money left in your FSA(s) at the end of the
health care expenses.                                                        plan year is forfeited.
If you know that you will have out-of-pocket costs for                       Grace Period Reminder: You may incur expenses
health care or dependent care during the year, enrolling in                  until March 15, 2016 for reimbursement from
an FSA might be the right choice for you. But remember—                      your 2015 FSA(s). All claims for reimbursement
FSA funds do not roll over from year to year. Unused                         must be postmarked by March 31, 2016.
funds in your FSA are forfeited. So estimate carefully—
you will need to use it or lose it!
                                                                         The debit card makes it easier to manage your cash flow—
FSAs Available to You                                                    you don’t need to pay and then file for reimbursement.
You are eligible to enroll in one of the following FSAs                  However, you may be asked to submit receipts after using
whether or not you are enrolled in a Harvard-sponsored                   your debit card—you must save receipts/documentation for all
health plan.                                                             purchases made with an FSA debit card.

• Health Care FSA: You can use this account to                           With the Health Care and Limited-Purpose FSA, your
  contribute up to $2,500 on a pre-tax basis to be used to               entire elected amount is available as of January 1—you
  reimburse out-of-pocket medical, dental, and vision                    don’t need to wait until all your contributions have been
  expenses. Important: A Health Care FSA can also aid in                 made. So, if you need money for a bigger expense early in
  managing the costs of the copayments, deductibles, and                 the year, the funds are there. For the Dependent Care FSA,
  coinsurance in the Harvard-sponsored HMO, POS, and                     you may only be reimbursed up to the amount in your account as of
  PPO plans.                                                             the date you request reimbursement.
                                                                         If you want to participate in an FSA for 2015, you must
                                                                         elect this coverage by going to PeopleSoft during Open
                                                                         Enrollment. The deadline to elect 2015 participation is
                                                                         8:00 p.m. ET, Wednesday, November 19, 2014. The
18                                                                       2015 FSA plan year begins January 1, 2015.
of costs and reflect the 2015 plan changes. The program
New FSA Administrator for 2015
                                                                is not available to HDHP participants. You do not need to
We are moving to a new FSA administrator—Benefit                enroll in this program. However, you will need to submit a
Strategies. In addition to high marks in the area of            claim for reimbursement, if eligible.
customer service, Benefit Strategies offers additional
online tools to help you manage your account.                   What’s Changing?
When you enroll for 2015, if you wish to be reimbursed          • New Program Administrator. Benefit Strategies will be
through direct deposit, you’ll need to establish a new direct     the administrator for our 2015 Reimbursement Program.
deposit account with Benefit Strategies. You’ll also receive    • Broader Eligibility for Reimbursable Expenses.
a new debit card from them.                                       Any eligible out-of-pocket, in-network medical expenses
And, new for 2015, if you enroll in the Dependent Care            that you pay above the thresholds shown below can
FSA, you will receive a debit card that can be used to pay        be reimbursed through the Reimbursement Program.
for eligible dependent care expenses (where accepted).            Eligible expenses include amounts that you pay toward
                                                                  your deductible and your coinsurance, along with
                                                                  copayments for emergency room visits, office visits, and
                                                                  prescription drugs. (Ineligible expenses include monthly
                                                                  premiums and out-of-network costs.)
   Transition: If you have an FSA for 2014, you will
                                                                • New Thresholds. You will be eligible to receive
   need to submit any claims for your 2014 expenses
                                                                  reimbursement for any out-of-pocket, in-network costs
   through the current administrator, Crosby Benefits
                                                                  that exceed these new thresholds.
   Systems. Please note: Your 2014 FSA debit cards
   will be deactivated as of December 31, 2014. You
                                                                 Annual FTE
   may request reimbursement either online or via paper
                                                                 Salary of
   submission. You can find reimbursement request
   forms on HARVie (harvie.harvard.edu): select the
                                                                 Harvard             2015 Individual      2015 Family
   link to “Forms” at the top of the page and click FSA.
                                                                 Employee              Threshold           Threshold
   You have until March 15, 2015 to incur expenses
   and until March 31, 2015 to submit expenses to                Under $70,000             $900               $2,250
   Crosby for reimbursement from your 2014 FSA.                  $70,000–$95,000          $1,250              $3,125
   Be sure to use up any 2014 funds before spending
   2015 funds.                                                  You may not be reimbursed for the same expenses through
                                                                the Reimbursement Program and the Health Care FSA.
                                                                However, you may cover expenses up to the thresholds
                                                                shown above with money saved in your FSA without
                                                                affecting your eligibility for the Reimbursement Program.

    FSA Direct Deposit
    For 2015, if you wish to be reimbursed via direct
    deposit, you will need to establish a new direct                Did you know?
    deposit account with Benefit Strategies (even
    if you currently have this set up with Crosby                   The Reimbursement Program is available to
    Benefits Systems).                                              you if your annual FTE salary is $95,000 or less
                                                                    and you are enrolled in a 2015 HMO, POS,
                                                                    or PPO plan.

Manage Your Health Care Costs
                                                                To learn more about the Reimbursement Program,
with Our Reimbursement Program                                  including deadlines and information on filing a claim
Harvard’s new Reimbursement Program provides an                 through our program administrator, Benefit Strategies,
important financial protection for those earning an annual      please visit the HARVie 2015 Open Enrollment page.
full-time equivalent (FTE) salary of $95,000 or less who
are enrolled in the 2015 HMO, POS, or PPO health plans.
The Reimbursement Program will cover a broader range

Medical Plan Comparison Chart

There is a lot for you to consider to make well-informed benefits choices and get the most value from them. Take the
time to review this Medical Plan Comparison Chart to help you choose the plan that is right for you and your family.

 Plan Comparison Chart
     Plan Feature                                                                                              HMO
                                                                                         In-Network                         Out-of-Network
     Preventive Care

                                                                                      Covered at 100%

     Non-Preventive Care Services

     • Office Visit: PCP/Specialist                                                           $20

     • Emergency Room Visit                                                   $100
     • Other Medical Services
       (for example, hospitalization, surgery, advanced
                                                                     then 10% coinsurance
       diagnostic testing)
     Prescription Drugs: Retail (30-day supply)/Mail-Order (90-day supply)
     • Generic                                                               $7/$14
     • Preferred Brand                                                      $20/$50
     • Non-Preferred Brand                                                 $45/$110                                             Services
                                                                                                                            received from an
     Deductible                                                                                                              out-of-network
                                                                                                                            provider are not
                                                                                $250 per person, up to a                     covered by the
                                                                               maximum of $750 per family                     HMO plans.

     Out-of-Pocket Maximums**
     Individual and Family                                                     $1,500 per person, up to a
     (includes deductible, coinsurance, and copayments)                       maximum of $4,500 per family
     Programs That Can Reduce Your Out-of-Pocket Expenses
     •   Health Care FSA (medical, dental, and vision)                                        Yes
     •   Limited-Purpose FSA (dental and vision only)                                         No
     •   Health Savings Account (HSA)                                                         No
     •   Reimbursement Program if Annual                                                      Yes
         FTE Salary is $95,000 or less

 *Amounts for both in-network and out-of-network care can be combined to satisfy this deductible in the HDHP. However, for family coverage, the
  entire family deductible must be met before the plan begins to share costs for any individual family member.
**There are two separate out-of-pocket maximums—one for in-network care and one for out-of-network care. They accrue separately, which means
  that neither counts toward the other.
Programs to Help You Manage Out-of-Pocket Expenses
          Harvard understands that you may be paying more at the point of care in 2015. That’s why we have developed
          programs that can help with these additional costs. Most faculty and staff are eligible to participate in a flexible
          spending account (FSA), which helps you pay for expenses in a tax-effective way that will save you money.
          And, if you have an annual FTE salary of $95,000 or less, you can recoup a portion of your eligible out-of-pocket
          HMO, POS, or PPO medical expenses through Harvard’s Reimbursement Program.
          Learn more about “Programs That Can Reduce Your Out-of-Pocket Expenses” on page 18.

                        POS and PPO                                                                 HDHP
        In-Network                      Out-of-Network                          In-Network                       Out-of-Network

                                           Deductible,                                                             Deductible,
      Covered at 100%                                                        Covered at 100%
                                      then 30% coinsurance                                                    then 35% coinsurance

                                           Deductible,                         Deductible,                   Deductible,
                                      then 30% coinsurance                then 15% coinsurance          then 35% coinsurance
           $100                               $100                                 Deductible, then 15% coinsurance

        Deductible,                        Deductible,                         Deductible,                         Deductible,
   then 10% coinsurance               then 30% coinsurance                then 15% coinsurance                then 35% coinsurance

                            $7/$14                                                           $7/$14, after deductible
                           $20/$50                                                          $20/$50, after deductible
                          $45/$110                                                         $45/$110, after deductible

  $250 per person, up to a         $750 per person, up to a
maximum of $750 per family       maximum of $2,500 per family                             $1,500 for individual coverage
  Does not count toward             Does not count toward                                  $3,000 for family coverage*
 out-of-network deductible.         in-network deductible.

           10%                                 30%                                 15%                                  35%

 $1,500 per person, up to a       $2,500 per person, up to a           $3,000 for individual coverage     $6,000 for individual coverage
maximum of $4,500 per family     maximum of $7,500 per family            $6,000 for family coverage        $12,000 for family coverage

            Yes                                Yes                                  No                                     No
            No                                 No                                   Yes                                    Yes
            No                                 No                                   Yes                                    Yes
            Yes                                No                                   No                                     No
                                (only in-network costs are eligible)

Other Resources and Information

These changes represent new opportunities and                           – This Benefits Open Enrollment Guide is available
responsibilities for you. It’s important that you take the                online so you can access the information at any time.
time to review the information available—and be sure to               • Attend the Online and On-Campus Information
include members of your family in the process. There are                Sessions available to you in late October through
several resources available to help you make the decision               mid-November. Dates, times, and locations will be
that best fits your personal situation.                                 posted on the 2015 Open Enrollment page on HARVie
• Within Harvard, go to HARVie; or explore Harvard’s                    (harvie.harvard.edu).
  new external human resources website, hr.harvard.edu.
  Both websites provide you access to the following
  educational resources:
     – The multimedia Harvard Benefits: What’s New in
       2015 presentation guides you through the changes and
                                                                          Important Contact Information
       what to expect in 2015. It also provides information               Harvard Pilgrim Health Care Total Assist line:
       on how FSAs and HSAs can save you money. And                       1-866-874-0817
       don’t forget to take the self-assessment, whose answers
                                                                          HUGHP Member Services: 1-617-495-2008
       can help you focus in on the plan option(s) that may
       be best for you.                                                   Harvard Benefits at: 1-617-496-4001 or
     – The Preview Brochure sent to your home in September                benefits@harvard.edu
       is available online so you can access it at any time.

To comply with federal regulations, we will begin collecting the Social Security numbers of dependents covered by Harvard-
provided health plans. To update this information, go to PeopleSoft > Self Service > Benefits > Dependent/Beneficiary Info
and select the name of the dependent whose information you’d like to update.
Your life insurance, retirement plan, and tax-deferred annuity provide a benefit to your designated beneficiary(ies) in the event
of your death. It is important to ensure that your beneficiaries on file are up to date, especially if you have had family changes.
You can review and update your beneficiaries by contacting:

     Benefit                                      To Review Your Beneficiaries                   To Update/Change
                                                                                               Forms section on HARVie
     • Basic and Supplemental                       Contact Harvard Benefits
                                                                                         (harvie.harvard.edu), provides a Life
       Life Insurance                               at benefits@harvard.edu
                                                                                              Insurance Beneficiary Form
                                                 Contact your investment vendor
                                               directly (Fidelity, TIAA-CREF, and/
     • Faculty Retirement Plan
                                                or Vanguard); contact information               Contact your investment
     • 2001 Staff Retirement Plan
                                                 can be found on HARVie under                       vendor directly
     • TDA
                                              Compensation & Benefits > Retirement
                                                   Benefits > Retirement Plans
     • Grandfathered retirement benefit
                                                    Contact Harvard Benefits                   Contact Harvard Benefits
       (staff employed prior to 2001)
                                                    at benefits@harvard.edu                    at benefits@harvard.edu
     • 1995 Retirement Plan

Harvard University Health Services (HUHS)
Harvard University Health Services offers a wide variety of services and benefits for the Harvard community, including both
Harvard University Group Health Plan (HUGHP) members and employees who select another health plan option. To find out
more about these services and benefits, visit huhs.harvard.edu.
How to Review Current Coverage, Enroll in, or Make Changes
to Your 2015 Benefits

Benefits Open Enrollment is available online via
PeopleSoft from 8:00 a.m. ET on Wednesday,
November 5 through 8:00 p.m. ET on Wednesday,
November 19, 2014. (Due to nightly data processing, it
is best to make your elections between 6:00 a.m. and     Review Your Current Coverage
9:00 p.m.)                                               You can view your current coverage
                                                         in PeopleSoft.
Select the PeopleSoft link at the top of any page on
HARVie (harvie.harvard.edu) or from the new external     • Under Benefits and Payroll Quick Links, select
                                                           Benefits Enrollment.
Harvard HR website (hr.harvard.edu). Log in using your
HUID as your user name and your Harvard personal         • Then select Benefits Summary to review
identification number (PIN) as your password.              your current 2014 coverage.
                                                         • Here you can verify and update your spouse
                                                           and dependent information:
                                                           – To update dependent information, select
                                                             edit next to the benefit plan in question.
    Don’t Have a PIN/Password?                               If you are adding a dependent, you
    If you do not have a PIN/password to log in to           will need to submit documentation to
    HARVie or PeopleSoft, you can:                           Benefits showing that your dependent
                                                             is eligible for Harvard’s plans.
    • Follow the instructions at pin.harvard.edu;
      if you have trouble with the online system, call
    • Go to the Campus Service Center in Holyoke
      Center 807; be sure to bring a government-         Enroll or Make Changes
      issued photo ID.                                   During Benefits Open Enrollment, you
                                                         can make changes to your benefits directly in
                                                         PeopleSoft. If you do not have Internet access,
                                                         please call Benefits at 617-496-4001 so that
                                                         enrollment arrangements can be made for you.
                                                         Elections will be effective as of January 1, 2015.
    System Requirements                                  • Under Benefits and Payroll Quick Links, select
                                                           Benefits Enrollment.
    Please note that PeopleSoft Self Service is
                                                         • At the Benefits Enrollment page, click the
    compatible with:                                       Select button. You will see your benefit
    • Internet Explorer 8.0 and higher                     elections effective January 1, 2015, if you make
                                                           no changes.
    • Chrome and Firefox 17 and higher on Windows
                                                         • If you do not want to change elections, click
    • Safari 5 and higher                                  Submit until you reach the Submit Benefit
    • Firefox 17 and higher on a Mac                       Choices page. (Remember: FSA elections do
                                                           not carry over from year to year.)
                                                         • Remember, your elections are not complete
                                                           until you hit the Submit button on the Submit
                                                           Benefit Choices page.

Confirmation of Your 2015 Elections
After Open Enrollment, you will receive a confirmation
of elections by mail in December from Harvard, even if                               Questions? Need Special Assistance?
you made no changes. Please open and review immediately,
                                                                                     Please call Benefits at 617-496-4001 between 9:00 a.m.
as all requested corrections must be postmarked by
                                                                                     and 5:00 p.m. ET, Monday through Friday, with
December 19, 2014. No changes, including FSA
                                                                                     any questions or email benefits@Harvard.edu.
elections, will be accepted after this date.
                                                                                     If you are out of the country without online
Health Care ID Cards                                                                 access or will not otherwise be able to complete
                                                                                     your changes online during the Benefits Open
All employees enrolled in a Harvard-sponsored medical                                Enrollment period, call as soon as possible so
plan will receive a new health plan ID card for 2015. They                           that other arrangements can be made.
will also receive a new prescription drug ID card from our
incoming prescription drug administrator, Catamaran.
If you are newly enrolled in, or made changes to,
your medical, dental, or vision coverages during Open
Enrollment, you will receive a new plan ID card(s). If you
elect an HSA or FSA during Open Enrollment, you will
receive a debit card to use with these accounts.
If you make your elections by November 19, 2014, you
will receive new ID cards in late December. If you correct
your benefit elections after November 19, 2014, you may
see a delay in receiving your new plan ID cards and/or
your HSA or FSA debit card.

     If you don’t take action during Open Enrollment…
     Unless you have a qualifying life event (as defined by the Internal Revenue Service) during the year, Open
     Enrollment is your once-a-year opportunity to update your coverage. If you do not log in to PeopleSoft during
     Open Enrollment to make elections, your 2014 medical, dental, vision, life insurance, and long-term disability
     coverages will automatically carry over to 2015.
     However, please note that there are changes in the health and dental plans for 2015, so be sure to read this
     guide before making any decisions about your elections for 2015.
     If you are currently enrolled in a Health Care and/or Dependent Care Flexible Spending Account (FSA) and do
     not re-enroll for 2015, you will not have an FSA in 2015.

This brochure has been designed to acquaint you with the features of the 2015 benefit plans, and every attempt has been made to summarize
them accurately. The actual provisions of each plan will govern if there is any inconsistency between this brochure and Harvard’s formal plans
and contracts.
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