Hybrid Disability Boot Camp Spring 2020 Presenters

VACORP Stephanie Heintzleman, Member Services Director

OneDigital Nancy Grasso, Regional Vice President Business Development Carrie Bartlett, Senior Client Executive

Anthem Michael D’Achille – Director Specialty Sales, Virginia Alex Balasco – Specialty Sales Executive

2 What We’re Going to Discuss

• Where to go for information? • Hybrid Disability Program Review • Managing the Plan • Claim Submission • Employer Portal • Long Term Disability • Common Questions • Employee Assistance and Resources • Leave Policies • Survey

3 Where to go for information?

4 VACORP.org/hybrid-disability

5 Continued Training & Additional Resources

• Question of the Month ⎻ Each month, a popular question or important information is included on the monthly billing statement from VACORP. A repository of these questions is housed on the VACORP website and is updated quarterly. • Boot Camps - Spring and Fall - annually ⎻ Boot Camps provide basic training on the Hybrid Disability plan. Perfect for new hires involved with Hybrid Plan administration, for entities with little exposure to Hybrid claims, and for groups that haven’t attended a Regional Workshop or had a training session with the Anthem account specialist. • Personalized Training ⎻ The Anthem account specialist is available for personalized training, either by conference call or in person. This is a great alternative for an entity with a large HR staff, unable to attend a Boot Camp or Regional Workshop, or with turnover in key HR positions. Training sessions last one to two hours and may be customized to focus on the specific training needs of an employer.

6 Hybrid Disability Contacts

Short-Term Disability Claims Manager Short-Term Disability Claims Team Lead Dottie Tieslau - Interim Ton Albritton [email protected] [email protected] O: 404-682-9267 O: 800-232-0113 ext. 102 135 5075

Groups A-C Groups D-N Nicole Timmons, STD Case Manager James Perryman, STD Case Manager [email protected] [email protected] O: 800-232-0113 ext. 102 135 5090 O: 800-232-0113 ext. 102 135 6033

Groups O-R Groups S-Z Vanessa Hayes, STD Case Manager Paige Blakely, STD Case Manager [email protected] [email protected] O: 800-232-0113 ext. 102 135 6640 O: 800-232-0113 ext. 102 135 6761

OUT UNTIL FURTHER NOTICE Sian Ramsey – Specialty Account Manager [email protected]

7 Communication with VACORP & OneDigital

• VACORP Billing questions • [email protected] • 844-986-2705 • ask for Hybrid Disability

• OneDigital – Leave Policy Questions • Carrie Bartlett – [email protected] or 804-249-5152 • Nancy Grasso – [email protected] or 804-762-7076

8 Billing and Remittance

9 Best Practices

• Add email address: [email protected] to safe sender list • Create email alias for your organization to receive Hybrid information • If Zero VRS Hybrid Plan employees: • reply “no Hybrid Plan employees” • indicate entity name • Update contact info as staff changes • resignations • extended leave • new staff • email address changes • Share Question of the Month with others

10 When Mailing Payment

• Checks in ONE envelope • Please do not combine with payments for other VACORP coverages • Do not staple checks • Include ONE completed invoice • Adjustments • Include VRS Hybrid Plan Info • Snapshot (screenshot) • ONLY show Hybrid Plan creditable compensation and number of lives • Do not send personally identifiable information

11 When paying by ACH

• Email VACORP • [email protected] AND • [email protected] • Include ONE completed invoice • Adjustments • Include VRS Hybrid Plan Info • Snapshot (screenshot) • ONLY show Hybrid Plan creditable compensation and number of lives • Payment amount • Please do not combine with payments for other VACORP coverages • Date payment will be received • Do not send personally identifiable information

12 Hybrid Disability Program Review

13 Claims Update 634 49% 2 STD Claims Submitted in of claims are submitted Days – 2019 before absence Average claim decision time 35% 56% 44 Average days out for STD of claims reported by phone of claims reported online Claims 40% 82% 2024 of claims submitted tapped of approved claims were *Not all entities or employees are 5 year rate guarantee covered by Anthem medical. This into medical information* referred to medical percentage includes non-Anthem covered entities. 14 Top 10 STD Claims for VACORP Hybrid Disability

Diagnostic Category VACORP Claims IBI Claims Pregnancy 47.5% 21.0% Musculoskeletal 13.8% 22.9% Neoplasm (cancer) 8.6% 6.4% Injury and Poisoning 5.9% 12.0% Digestive System 5.4% 7.0% Mental Disorders 4.7% 7.3% Respiratory System 3.0% 2.6% Genitourinary System 2.9% 5.2% (reproductive and urinary system) Circulatory System 2.9% 4.9% Nervous System 2.7% 3.0% • Data provide for 2019 and is not considered mature data. • IBI is a non-profit health research organization in San Francisco, CA. IBI provides valuable benchmarking data by standard industrial classification code, or SIC code 15 • The plan is mandated by the Commonwealth of Virginia, established in the Code of Virginia. • Started January 1, 2014. Hybrid History • The Plan must be comparable and comply with the regulations as presented in the legislation. • The VACORP Plan is a comparable plan and has some enhancements to the mandated benefits. • Pricing advantage – rates guaranteed to July 1, 2024 • Notices from VRS concerning the State’s VLDP program, including rate information do not affect this program

16 Hybrid Disability Program Review

Short Term Disability Long Term Disability • Codified • Codified • Self Insured (Paid by Entity) • Fully-Insured (Paid by Anthem) • 7 day waiting period • 125 workday waiting period • 125 workday day benefit • 60% of monthly income • 60% - 100% of weekly income • Social Security Normal Retirement depending on VRS tenure benefit • Must continue health insurance • 1% retirement benefit coverage • FMLA runs concurrent with Disability

17 Short Term Disability

For Non-Occupational Disabilities Non-occupational disabilities are covered on the day following the completion of 12 months of continuous service with the employer as long as the employee is capable of Active Work on that day. Benefits begin on the first work day after a 7 Calendar Day waiting period and are payable for up to 125 work days, based upon the nature of the disability. What is the benefit? Work days of 80% Work days of 60% Work days of 100% Months of Continuous Replacement of Replacement of Replacement of Participation Creditable Creditable Creditable Compensation Compensation Compensation Fewer than 12 0 0 0 12-59 0 0 125 60-119 25 25 75 120-179 25 50 50 180 or more 25 75 25

18 Managing the Plan

19 1. Many ways to submit claim: email, mail, fax, submit online, or by phone 2. Telephonic or Online claims are preferred for maximum efficiency and quickest adjudication! • Eligibility Template can be uploaded with initial claim submission OR emailed to LDClaims mailbox • Online Claim Submission does not require full completion • Complete what information is available – Anthem will gather the rest! • Submit anticipatory claims about 30 days in advance

Please send the following eligibility information:

PLEASE ONLY RESPOND TO THOSE QUESTIONS THAT ARE HIGHLIGHTED

1. Date last worked:______

number of hours worked on date last worked: ______

2. First day absent from work:______Eligibility 3. Estimated or actual return to work date:______4. Date of hire:______

5. Please advise if the employee is currently eligible and enrolled in the VACORP Template Hybrid Disability Plan offered by Anthem Life: yes or no

6. Does the employee have LTD : yes or no

7. Insurance Effective date:______

8. Is this person a contract employee: yes or no If yes, please provide contract dates below:

Current contract start date: ______

Current contract end date: ______

9. Occupation:______

10. Standard work week hours:______

11. Please provide the employee’s normal “days off” during the week - highlight the off days:

Monday Tuesday Wednesday Thursday Friday Saturday Sunday

12. Is claim work related: yes or no

21 Short-Term Disability: Submit a claim

Submit Claim

✓ Employees submits a claim ✓ Human Resources emailed automatically upon claim notification Customer Service Receive Claim Packet ✓ A welcome letter ✓ A Release of Information form (STD) ✓ Resource Advisor brochure ✓ Employer-specific information

Designated Disability Case Manager Assigned The Disability Case Manager develops ongoing relationship with employees and human resources staff to create custom action plans and explore return-to-work opportunities.

22 Filing a Claim: By Phone

23 Filing a Claim: Online

24 ✓ View Claims and Status

Employer ✓ Upload documentation with initial claim Portal submission

✓ Claims uploaded and available for status view within 24 hours

✓ ASO Reports available

✓ Custom reports available

25 26 27 Advice to Pay Report SAMPLE

Advice to Pay Report for Client Name KIA MOTORS MANUFACTURINGClient Number GEORGIA, INC. GA1986 Period: 09/12/2019 through 10/02/2019 Sub Group Name KIA MOTORS MANUFACTURINGSub Group GEORGIA, Number INC. 0000GL0000 Generated: 10/02/2019 9:07:28 AM

Claim Employee Claimant First Group Number Subgroup Number CLASS Class Description EMPLOYEE ID Claimant Last Name First Day Absent Date Claim Incurred Benefit Start Date Authorization Date Reversal Date Number SSN Name GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019 GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019 GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019 GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019 GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019 GA1986 0000GL0000 01 Salaried Team Members(ForST00756638 length of service344234214 less than123456 90 days, 90 dayS)BLACKBURN MAGGIE 07/15/2019 07/14/2019 07/15/2019 09/23/2019

Authorization Authorized PAYREVSTATUS Pay From Pay Thru Authorization Type Case Status Remaining Time Benefit End Date RTW Stat Thru Date N 09/16/2019 09/19/2019 Medical APPROVED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019 N 09/09/2019 09/15/2019 Medical APPROVED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019 N 09/02/2019 09/08/2019 Medical APPROVED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019 N 08/26/2019 09/01/2019 Medical APPROVED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019 N 08/19/2019 08/25/2019 Medical APPROVED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019 N 07/14/2019 08/18/2019 Medical DENIED OPEN 3 WEEKS 2 DAYS 10/12/2019 09/19/2019

28 Claim Report SAMPLE

If blank…

29 Long Term Disability

30 Long Term Disability

• 11 claims since July 2019 • Elimination Period: 125 contract work days • Automatic review halfway through STD claim —Case Manager initiates No review so the employer or employee doesn’t need to claim form • Benefit: 60% up to $30,000 per month ✓ • Maximum Benefit (at date of claim): ⎻ SSNRA if less than age 60 ⎻ 5 years ages 60-64 ⎻ To age 70 if 65-68 ⎻ 12 months if age 69 or greater • Pension Plan Contribution Rider: 1% up to a maximum of $500 monthly • Social Security Disability Insurance Benefits: Assistance included

31 Long Term Disability – 1% Pension Contribution to VRS

• Once Anthem receives the Notice of Award from the Social Security Administration that a LTD claimant has been approved for Social Security Disability, Anthem calculates the additional benefit due for the Pension Benefit Rider • Anthem issues a check payable to the entity, c/o the LTD claimant in the amount of the Pension Benefit (including any retroactive benefit in the first payment) • Anthem sends a letter about the Pension Benefit Rider to the LTD claimant, with a copy sent to the entity • Pension Benefit Rider letter: ⎻ notifies the LTD claimant of the additional benefit made payable to the entity on their behalf to be applied to their VRS Pension account ⎻ indicates the amount and the anticipated duration of the monthly Pension Benefit ⎻ explains the amount of any retroactive payment, as applicable ⎻ directs the claimant to contact the entity for details on how/when the payment is applied to their VRS account

32 Common Questions

33 FMLA Overview

FMLA is a federal law that requires employers to An employee is eligible for grant leave for family and medical circumstances FMLA leave when: and to reinstate the employee in the same or an ❑ he or she has been equivalent position upon conclusion of the leave. employed by a covered employer for at least 12 months;

Employee may use up to 12 weeks of FMLA ❑ has worked at least 1,250 leave in a 12-month period. (480 hours) hours during the 12 months before the start of FMLA leave; and

❑ is employed at a worksite Employee may use up to 26 weeks in a single where 50 or more 12-month period for if military personnel active employees work within 75 duty (current or pending). miles of that worksite.

DELIVERING COMPLIANCE CONFIDENCE Events Qualifying for FMLA Qualifying for FMLA

To care for spouse, child or For the birth of a child and to For placement of a child for parent with a serious health care for the newborn child adoption or foster care condition

*DISABILITY BENEFIT* Qualifying exigency from the employee’s spouse, child or To care for a covered service An employee’s serious health parent, a military member member with a serious injury condition covered active duty or illness (including notification of an impending call or order to covered active duty status).

DELIVERING COMPLIANCE CONFIDENCE Serious Health Conditions Qualifying for FMLA • A serious health condition that makes the employee unable to perform the functions of the employee’s job (up to 12 weeks of leave in a 12-month period):

• An illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider which may include:

• An overnight admission to a hospital, hospice or residential medical care facility.

• Continuing treatment by a health care provider that results in a period of incapacity and needed follow-up treatment

• Chronic conditions requiring periodic health care visits; such visits must take place at least twice a year

DELIVERING COMPLIANCE CONFIDENCE FMLA 12-Month Period Time Period Intermittent FMLA Leave

Any Fixed 12- FMLA may be taken intermittently or Calendar Year Month Leave on a reduced leave schedule except Period for events Requiring Employer Approval: Birth or placement for adoption or foster care of a child 12-Month Rolling 12- Period Starting Month Period You Choose: You on Date of Preceding Date *Closed Holidays – do not count Employee’s First Employee Uses FMLA Leave Any FMLA Leave towards days unless scheduled to work

DELIVERING COMPLIANCE CONFIDENCE Intermittent Leave – Common Conditions

Chronic Conditions – disease or disorder: • Of slow progression and long duration; • That causes continuous or episodic periods of incapacity; • Lasting at least one year but usually a lifetime; and • That often involves episodic complications from treatments or medications.

HR Daily Advisor; Powered by BLR: https://hrdailyadvisor.blr.com/2014/02/26/chronic-conditions-frustrating-annoying-yes-but-you-must-accommodate/ Mercer Survey on Absence and Disability Management, 2013 Survey Report.

38 DELIVERING COMPLIANCE CONFIDENCE Examples of Chronic Conditions that are likely Disabilities

• Respiratory problems (such as asthma or COPD) • Irritable bowel syndrome • Inflammatory joint conditions (such as rheumatoid • Multiple chemical sensitivities to smells or common arthritis, fybromyalgia, or lupus) products • Chronic fatigue, chronic pain, chronic migraines (often • Sensitivities to noise, distractions, or temperature episodic) fluctuations (physical or emotional) • Cognitive or neurological deficits (often from long- • Allergies to food products or other items (peanuts, term usage of prescribed medications) latex, etc.) • Seizure disorders (epilepsy or medication • Hypertension (high blood pressure) complications) • Depression, PTSD, or anxiety disorders (panic attacks • Peripheral neuropathy (often a side effect of or phobias) medications taken for a long term for chronic • Severe mental conditions treated with medication conditions) (bipolar or schizophrenia) • Immune deficiencies or susceptibility to infections • Intellectual (or “special education”) disabilities • Digestive or gastric inflammation (such as colitis or severe acid reflux) • Diabetes or hypoglycemia • Incontinence or chronic bladder infections

HR Daily Advisor; Powered by BLR: https://hrdailyadvisor.blr.com/2014/02/26/chronic-conditions-frustrating-annoying-yes-but-you-must-accommodate/

39 DELIVERING COMPLIANCE CONFIDENCE Partial Disability

• Employee has a condition that allows them to perform some duties and work • Loss of Earnings: Employees are eligible to receive a partial disability payment if they are unable to earn 80% of predisability earnings • STD claim can only be filed if the employee is out for 7 days (within a 10 day period). • After 7 day elimination period, physician can provide documentation to support partial disability ⎻ Physician will provide parameters (days per week, hours per day, etc) • STD will provide payment for lost income, based on the partial work schedule • Once an employee returns to work for a continuous 45 days the claim is complete. ⎻ If the injury or illness results in additional absence after 45 days of working, a new claim will be filed and the elimination period starts over again even if it is the same condition/illness. ⎻ If the injury or illness results in additional absence before 45 days of working, the claim will continue.

40 Leave Without Pay (LWOP)

• Hybrid Plan employees must be actively at work to qualify for the disability benefit. • VLDP only requires premium when the Hybrid employee is earning creditable compensation. • Those not earning credible compensation are not eligible for Hybrid Disability coverage during the time in which they are on leave UNLESS the employee is on FMLA, STD or approved leave without pay that is shorter than 30 days. • If the employee is out on one of these leave types (FMLA, STD, leave less than 30 days), you should include them on your VRS report/snapshot and include them in the numbers submitted on the VACORP monthly self-report remittance.

41 Workers Compensation & Disability

• Disability benefit is offset by Worker’s Compensation (WC) benefit. • Employee will not receive disability benefit if WC award is GREATER THAN the disability benefit. • Less than 1 year of VRS service? Must file WC claim first, then STD claim. • LTD does include $100 minimum benefit – claim should be submitted.

• Question: Our WC pays 66.67%, but the employee has less than 60 months of service, they submitted an STD claim and it was approved. What do we do? ⎻ The disability claim may be approved, but because of the offset, no STD benefit should be paid.

42 Workers Compensation & Disability

Example: Sandra was hired 1/1/2014. She has 74 months of service and her first 85 days are paid at 100%.

43 Occupational Disabilities

Short Term Disability Benefits begin on the first work day after a 7 Calendar Day waiting period and are payable for up to 125 work days, based upon the nature of the disability.

What is the Benefit?

Months of Continuous Work days of 100% Work days of 80% Work days of 60% Participation Replacement of Replacement of Replacement of Creditable Creditable Creditable Compensation Compensation Compensation Fewer than 60 0 0 125

60-119 85 25 15

120 or more 85 40 0

44 Occupational Disabilities

Occupational Disabilities are covered from the first day of Hybrid employment During the employee’s first 60 Months of Continuous Participation, several questions need to be asked in order to determine if a Short Term Disability (STD) claim should be filed along with the Workers Compensation (WC) claim

45 Occupational Disabilities

$1,102

46 COVID-19 / Coronavirus

• Covered like any other illness or injury: ⎻ Must have documentation by physician ⎻ Employee must meets the seven day waiting period ⎻ Disability could include a doctor-ordered quarantine

• What is considered an official quarantine? ⎻ Order of isolation from a state or federal government public health official or agency

• What if employee is quarantined because of a family member? ⎻ Disability benefits would not be applicable

47 Employee Assistance & Resources

48 Dear Hybrid Plan Employee:

Employee VACORP Hybrid Disability Plan offered by AnthemLife provides some income protection if you can’t work because of physical disease, mental disorder, injury or pregnancy. You are enrolled in this Electronic program because your employer opted out of the state disability program. The VACORP Hybrid Disability Plan offered by AnthemLife is comparable and meets all requirements of Title 51.1 of the Documents Code of Virginia. The hyperlinks provided below will take you directly to important documents regarding your VACORP Template Hybrid Disability Plan, including an Employee Handbook, FAQ and Certificates of Coverage. We encourage you to save this email that includes the hyperlinks so you will have direct access to current contractual information.

If you have questions, please contact your Benefit Administrator Suggested Methods of VACORP Hybrid Disability Coverage Distribution: Document Name Click Below for Document • New Hire Orientation Employee Handbook Employee Handbook Employee FAQ Employee FAQ • Intranet STD Benefits at a Glance STD Benefits at a Glance STD Certificate of Coverage STD Certificate of Coverage • e-mail LTD Benefits at a Glance LTD Benefits at a Glance • Thumb drive LTD Certificate of Coverage LTD Certificate of Coverage Reporting Claims Via Phone Reporting Claims Via Phone • Binder/folder Reporting Claims Online Reporting Claims Online Employee Assistance Anthem Resource Advisor Benefits Perks at Anthem 49 Resource Advisor Program Valuable extras for members, at no additional cost

Counseling and consultations › Online thru LiveHealth Online › 24/7 toll-free phone consultations › Three face-to-face counseling sessions Online services, › Unlimited legal and financial tools and resources consultations › Identity theft services › Debt and credit management › Investment planning › State-specific and living wills Resource Finder › Online provider database for child and elder care › College locator › Library of practical information

50 Perks at Work

Discounts on goods and services you use every day like:

• Gym memberships including FitReserve, LA Fitness, ClassPass, Active & Fit, GlobalFit and more • Weight loss programs like Nutrisystem, Weight Watchers and more • Vitamins and supplements including GNC • Vision supplies and services including Glasses Shop, 1 800 Contacts, and LasikPlus • Dozens of brands of hotels • Flights and other vacation services • TVs, computers, tablets, video games and more • Six Flags amusement parks • Movie tickets • Employee car buying service • Cell phones from Sprint, T-Mobile, Verizon and more • Gift certificates from popular restaurants 51 Leave Policies

52 Can you relate?

Managing productivity and finding qualified talent are top concerns for public sector employers.

83% of superintendents say they struggled with recruiting and retaining good teachers last year…

† Gallup. “2018 Survey of K-12 School District *Aflac 2018 Public Sector Workforce Report. Superintendents” 2018. 53 Why offer a disability plan to all employees?

Disparity between new and tenured employees:

• If a Plan 1 or Plan 2 employee were to become ill or injured, they must utilize all saved sick and vacation time. Once this time has been utilized, the employee must go without pay, count on sick bank donations from other employees, or seek disability retirement.

• If a Hybrid employee were to go out for the same reason, they would have their income replaced at 60%- 100% for STD and 60% for LTD, after applicable waiting periods.

Hybrid Employees vs. Plan 1 & 2 Employees

54 Best Practices

• Sick Leave: • Recommend that Hybrid employees accumulate a maximum of 60-90 days (enough to cover FML event) • Allow Hybrid employees to accrue at the same rate as the Plan 1 and Plan 2 • Adjust Plan 1 & 2 accumulation if offering disability, will help offset retirement payouts • Sick Bank: • Only allow Hybrid participation for the first year • Individual vs. Family considerations • Have you done an assessment? • Payout provisions: • Leave vs. retirement; Implement limits/caps • Can lead to continued growth of unfunded liability • Hybrid Employees – Year 1 • Non-occupational disabilities are not covered until after the employee has celebrated their 12 month anniversary with you. • How do you cover Hybrid employees for non-occupational disabilities for that first year? • Sick Leave? Voluntary coverages like AFLAC or Colonial? Do you limit those plans to just the first twelve months?

55 Plan 1 & 2 Legacy Pricing with Anthem

Includes: Sample Demographic Analysis

AGE GROUPS 3% 0% GENDER • Reduced Hybrid pricing: Under 21 Age Band # % 12% 18% 21 to 29 Males Under 21 0 0.0% 21 to 29 38 18.0% 30 to 39 Count 124 • $0.01 on the Hybrid rate 30 to 39 50 23.7% Avg. Age 41.0 41% 16% 40 to 49 58 27.5% 40 to 49 Avg. Years of Service 10.7 50 to 59 33 15.6% Avg. Salary $48,351 24% 60 to 64 25 11.8% 50 to 59 59% Females 65 and Over 7 3.3% • Resource Advisor & Perks at Work (just 60 to 64 Total 211 100% Count 86 Avg. Age = 43.7 27% Avg. Age 47.9 65 and Over Avg. Years of Service 13.6 like Hybrid) Males Females Avg. Salary $44,638

YEARS OF • Telephonic claim intake GENERATIONAL 17% 1 SERVICE GROUPS 34% Tenure Band # % 17% 0 to 5 Years 71 33.6% Greatest / Silent Generation 1% 1% 6 to 10 Years 36 17.1% • 1 login for claims management for Hybrid, 15% 17% 11 to 15 Years 32 15.2% Born before 1945 1 0.5% 16 to 20 Years 36 17.1% 21+ Years 36 17.1% Baby Boomers Generation 24% 0 to 5 Years 6 to 10 Years Plan 1 and 2 employees Total 211 100% 11 to 15 Years 16 to 20 Years Born between Avg. Tenure = 11.8 Years 21+ Years 50 23.7% 1945 and 1964 37%

Generation X 4% 3% 4% • If you have Anthem Medical – expedited ANNUAL Born between 79 37.4% 1965 and 1980 SALARY Salary Band # % 20% claims process Millennial Generation Less than $25k 8 3.8% Born between $25k to $49k 146 69.2% 78 37.0% 69% 1981 and 1996 37% $50k to $74k 43 20.4% $75k to $99k 8 3.8% Generation Z / Post Millennials • Pooled stability for Plan 1 and 2 as $100k or More 6 2.8% Less than $25k $25k to $49k Total 211 100% $50k to $74k $75k to $99k Born after 1996 3 1.4% Greatest Boomers Gen X Millennials Gen Z population decreases Avg. Salary = $46,787 $100k or More Demographic data is based on most current census provided to OneDigital (census run Apr-19). It is for illustrative purposes only. Any new-hire activity or terminations will alter projected figures. 1 Generational Groups based on parameters set by the Pew Research Center.

56 • The OneDigital survey is active! • As a VACORP / VLDP participant you have access to participate and get a customized report! Local • Who? Specific to local governments and school systems – private sector is not eligible Government and • What are we studying? School System • Sick leave data – accumulations and payouts Benchmarking • Leave policy adjustments Study • Benefit program and cost management • Other employee perks • When: Now! Will close at the end of March • To participate and receive your report, please visit this site: • https://www.surveymonkey.com/r/municipality_benchmarking

57 Questions?