Special Section: SPEEA/Boeing open enrollment Nov. 3-24

Prof and Tech contracts Take health assessment by Nov. 24 to avoid monthly fee PEEA members and their covered spouses who do not complete the online health assessment by Nov. 24 will be Sassessed a non-compliance fee of $20 per month per person. This does not apply to dependents. The assessment is available through the Step by Step link on Boeing’s Worklife. Once Few changes for open you’ve located the health assessment link, you will be directed to a Vida portal. enrollment in 2021 Reasons for assessment By Jason Collete $3,600/$7,200. The percentage Boeing Boeing encourages participation for SPEEA Contract Administrator and Benefits contributes to your HSA remains the same. individuals to become more aware of their Coordinator • Anyone may be covered by the health-risk factors. Addressing risk factors Advantage+ plan. But not everyone is early is a way to potentially lower the health- pen enrollment, the time period each eligible to establish and fund a tax-free care costs for the employee and the company. year when employees can change their HSA account. Ensure you understand In addition to raising awareness of potential medical plans, is Nov. 3-24 at The the rules at OBoeing Company. illnesses, the lowered health-care costs www.healthequity.com/boeing. directly affect the company’s bottom line, When reviewing the annual open enrollment • Because the Advantage+ plan uses the because the majority of medical plans are information from Boeing, keep the following exact same network as the Traditional self-funded by Boeing. in mind: Medical Plan, the plans are very similar • Routine changes – This is the only time after the annual deductible is met. One Biometric screening of the year you can make routine changes notable exception is for families. All is not required to your health care coverage. If you opt covered members share a deductible and The SPEEA-Boeing contracts also reference for a different plan, changes take effect OOP maximum for the Advantage+ health screenings, but SPEEA members are Jan. 1, 2021. The good news is any change plan. again not required to submit biometric data you make for this year is only locked in this year. for a single year. If you’re unhappy with a Traditional Medical Plan – change you made for 2021, you can make a 5% premium contribution Due to the COVID pandemic, there will be change for the following year during open • Just over 40% of SPEEA-represented no onsite screenings offered this year. enrollment for 2022. Professional and Technical workers are Privacy • Deadline for correcting mistakes – Even enrolled in the Traditional Medical Plan (TMP). Those who are eligible for HSA As noted in the SPEEA contracts, the if you don’t change your benefits package, health-assessment data is collected by a you will receive a confirmation letter in the accounts should weigh the TMP against the Advantage+ plan. third party. This data is always subject mail. You have a limited amount of time to to the Health Insurance Portability and request a correction. Make sure your home • This plan carries a $300 per person Accountability Act (HIPAA). Additionally, address is correct in Worklife. deductible and 10% medical individual employee assessment results shall coinsurance. After your deductible not be disclosed to Boeing employees. Compare and choose is satisfied, the more expensive your a medical plan service, the more expensive your 10% Advantage+ – 0% premium share becomes until you reach your contribution $2,000 OOP maximum. Employees covering themselves on the TMP • Around half of SPEEA members are are required to pay 5% of the cost of the plan. currently enrolled in this plan. For Premiums went down slightly this year to 2021, the annual deductibles and Out- $31.62. This equals $379 a year. Those covering Of-Pocket (OOP) maximums remain themselves and a spouse or a child (or more unchanged. Contribution limits to the than one child) will pay $759 per year. Anyone Health Savings Account (HSA) increased by $50/$100 from last year for a total of continued on page 6 5 SPEEA SPOTLITENOVEMBER 2020 Special Section: SPEEA/Boeing open enrollment Nov. 3-24

continued from page 5 Dental Plans Frequently asked covering themselves, plus a spouse and a child The SPEEA/Boeing Professional and Technical (or more than one child) will pay $1,138 per contracts provide three dental plan options for questions year. represented employees in the Puget Sound Did the new contract result in any Select Network Plan – region. All three are free from premium changes to the medical plans? 12% premium contribution contributions. • Delta Dental of Washington (DDWA) SPEEA’s medical and benefit plans are • Very few active SPEEA members Preferred Dental – This is recom- locked in through 2026. The current are enrolled in this plan. The Select mended for most SPEEA-represented pricing will not change until 2023. Network Plan has no network outside of employees. For the highest benefit, plan the United States and provides no out-of- to use an in-network Delta Dental of I heard that our pharmacy benefit network benefits. The only non-network changed, what happened? Washington (DDWA) Preferred Provider claims covered are for emergency room Organization (PPO) dentist. Nationwide There was no change to the benefit, however, visits. in-network coverage is available, using Boeing switched from Express Scripts to • When comparing the Select Network the National Delta Dental PPO Prime Therapeutics, which is owned by Blue medical plan to the Advantage+ and networks. Cross Blue Shield (BCBS). The cost structure Traditional plans, don’t forget the annual of the medical plans did not change. • Note: PPO Network and Premier premiums required for Select Network. Network dentists are prohibited from With a new company, there is a new For example, the annual premiums for billing you the difference between the formulary, and some prescriptions may cost a family ($2,880) plus Boeing’s portion charged and the maximum allowable more or less than Express Scripts. The retail of family HSA contribution ($1,400) is rate, known as “balance billing.” more than the entire Advantage+ family pharmacy network is 99% the same so you • DDWA Scheduled Dental Plan – will likely see no change. deductible ($2,800) and 10% of the next $14,500 of in-network medical expenses. The Boeing Scheduled Dental Plan is administered by DDWA. There is Can I fill my prescription at • Because of the high premiums, the lack Walgreens now? no network of providers – covered of non-network coverage and the service employees can use any licensed dentist Walgreens is still not in the retail network, area being limited to the United States, in the United States, but the reimbursable though the mail order and specialty pharmacy the Select Network Plan does not make fee schedule has not changed for is done through Walgreens. sense for most active employees. approximately 20 years. How do the deductible, coinsurance Kaiser Permanente – • DDWA Prepaid Dental – The Prepaid and OOP maximum work together? 12% premium contribution Dental Plan is an HMO. This is a • Kaiser is a Health Maintenance ‘buyer-beware’ plan, because SPEEA Below is an example of a $25,000 in-net- Organization (HMO) with a very receives more complaints on this plan work hospitalization. This illustrates how the limited network. Similar to the Select than the other two plans combined. deductible, coinsurance and OOP maximum Network, Kaiser has no out-of-network work together for an individual on the 2021 benefits. The only non-network claims Traditional Medical Plan. covered by Kaiser are for emergency 1 Charged $25,000 room visits. 2 Negotiated Discount $10,000 Flexible Spending Account (FSA) 3 Allowed Amount (#1 - #2) $15,000 Once you choose a medical and dental 4 Deductible $300 plan for 2021, estimate the amount of out- 5 Remaining Allowable (#3 - #4) $14,700 of-pocket expenses you had this year and 6 In-Network Coinsurance (#5 x 10%) $1,470 consider enrolling in a Flexible Spending Plan Paid Provider (#5 - #6) $13,230 Account (FSA). Your entire election is generally Member Paid Provider (#4 + #6) $1,770 available the first day of the year, and if you leave mid-year, you do not have to repay the amount In this example, the member’s $300 you spent in excess of the sum of your election. deductible is satisfied. It also satisfied $1,770 of the in-network $2,000 OOP maximum. Up to $550 of your unused FSA can roll over, so making at least a $550 election in the FSA How much do I pay out of my could be a good idea, depending on your paycheck for health care? circumstances. The Advantage+ medical plan is free from If you sign up for the Advantage+ plan and are premium contributions. If you enroll in eligible to make an HSA contribution, it may the Traditional Medical Plan, employees be beneficial to contribute the maximum to will contribute 5% of the cost. For those your HSA before considering putting money employees whose coverage is with another in the FSA. plan, they will contribute 12% of the cost of Additionally, if you are enrolled in the the plan the employee chooses. Advantage+ plan, the HSA and FSA work differently. Before satisfying your annual The paycheck contributions are taken pre-tax Advantage+ deductible, the FSA cannot be used from the first two paychecks of the month. for anything the medical plan covers. continued on page 8

6 SPEEA SPOTLITENOVEMBER 2020 Special Section: SPEEA/Boeing open enrollment Nov. 3-24

Health Savings Accounts (HSA) Blue Cross Blue Shield HSA: A good way to reduce New pharmacy costs if you are eligible benefit manager Health Savings Account (HSA) is a permitted (such as dental and vision). lue Cross Blue Shield is switching tax-exempt account you set up with an If you are “double covered” by your its pharmacy manager from Express HSA custodian to reimburse yourself for spouse’s non-HDHP medical plan, you Scripts to Prime Therapeutics. Acertain medical expenses you incur. are not eligible to contribute to an HSA. B Members should see minimal disruption HSAs are individually owned, portable if you • If you are enrolled in Medicare, or if you for continuing prescriptions, because 99% change employers, and are 100% vested at all times. can be claimed as a dependent on some- of the more than 55,000 in-network retail These accounts are commonly referred to as one else's tax return, then you are not pharmacies are the same, according to a “triple-tax-advantaged” method to pay for eligible to contribute to an HSA. Boeing. health-care expenses. Contributions are pre-tax, Medical expenses Generic/brand name the funds can grow income-tax deferred, and if funds are spent on eligible medical expenses, HSA funds can be used for eligible medical The plan benefits as outlined in your con- they are completely income-tax free.ly expenses for you or any of your dependents, tract did not change, but you may be on a even if they are not covered by the HDHP. prescription that was considered generic last Not everyone is eligible to establish and The Internal Revenue Service (IRS) determines year but is considered brand name this year. contribute to an HSA. Some of the key which medical expenses qualify. That includes restrictions are listed here, but there are more. This occasionally happened under Express all the items subject to the HDHP medical plan Scripts as well. Check your prescriptions at Key restrictions: deductible, as well as dental and vision expenses. myprime.com/Boeing before choosing a In addition to eligible medical expenses, HSA • An individual must be covered by a plan this year to ensure your choice makes the funds may also be used to pay for Medicare Part most financial sense for you and your family. HSA-qualified High Deducible Health B premiums income-tax free.re Plan (HDHP). Boeing’s Advantage+ is a If you are taking a brand-name drug when a qualified HDHP. Individuals interested in HSAs should read IRS generic is available, you are required to pay Publication 969, and also check out more infor- the difference in price unless your physi- • You (the account holder) may not have mation at www.healthequity.com/boeing. other health coverage except what is cian has specifically prescribed the brand- name drug for medical reasons, and you’ve obtained a waiver from the plan. These waiv- Preferred Partnership ers are usually done annually, and we expect to see no changes to this system. Plan reduces premiums, limits providers Ongoing prescriptions he Preferred Partnership network option Additionally, for those enrolled in the Advantage+ If your prescription continues beyond Jan. 1, is a way for members to potentially plan, Boeing will increase the HSA contributions Express Scripts will automatically transfer your reduce out-of-pocket expenses. to $1,120 for an individual or $2,240 for the prescription over to Prime. Prime will honor T family plan (i.e. 80% of the deductible). all prior authorizations on file with Express The option is available for the Advantage+, Scripts. You will not need to go through step Traditional Medical and Select Network plans. When the option is combined with the therapy again for a prescription that continues If selected, your entire network of providers is Traditional Medical Plan or Select Network, beyond Jan. 1. replaced with the University of Washington primary care and generic drugs are free. On the Accountable Care Organization (UW ACO). Find Advantage+ plan, primary care and generic drugs A new option for retail are free after the annual deductible is satisfied. out which providers are covered in the UW ACO Previously, retail pharmacies could only fill online at www.speeahealthpartnership.com. Limits outside of Puget Sound a month supply, but now, you may be able to get a 90-day supply of your prescription The limited network is one of the only The Preferred Partnership network option is downsides with the Preferred Partnership depending on your pharmacy. You may need best suited for people living within the UW a new prescription to switch from monthly to network option. While the Advantage+ plan ACO service area. and Traditional Medical Plan cover non- a 90-day supply. Some prescriptions are not network benefits, they are much costlier than if People living outside the UW ACO service area, eligible to be dispensed in 90-day quantities. you stick to providers who are in-network. The and those living inside the service area but who Select Network has no out-of-network benefits. have dependents living outside the Puget Sound, Mail order and will likely want to avoid this option because of specialty pharmacy Savings the very limited number of service providers Alliance Rx Walgreens will now be the mail A single enrollee in the Preferred Partnership available outside the Puget Sound area. order pharmacy and specialty pharmacy. network option with Select or Traditional For people who currently see UW providers You should expect a letter in November receives a $30 monthly reduction in health- and/or live inside the UW ACO service area and explaining the transition from Accredo care premiums. are willing to see only providers in the Preferred and steps you need to take. Compound The reduction is $60 a month for enrollees Partnership list, this option can reduce monthly prescriptions and controlled substances covering themselves and a spouse or child(ren). premiums while potentially enhancing your cannot be transferred and will require a If you are covering yourself, a spouse and health care experience. new prescription. child(ren), the monthly health-care premium is reduced by $90. 7 SPEEA SPOTLITENOVEMBER 2020 Special Section: SPEEA/Boeing open enrollment Nov. 3-24

In-network plan comparison Frequently asked questions continued from page 6 EE = Employee Only, ES = Employee & Spouse, EC = Employee & Child(ren), ESC = Employee, Spouse & Child(ren) For example, the 5% for the Traditional Medical Contributions - Plan is $31.62 if you are covering yourself, Standard Network Option Advantage+ Traditional Medical Plan Select Network Plan double that if you are covering yourself and a Premium contribution 0% 5% 12% spouse or yourself and child(ren), or triple if you are covering your entire family. Monthly premiums EE $0.00 $31.62 $80.01 What is the Supplemental Monthly premiums ES or EC $0.00 $63.24 $160.02 Savings Plan (SSP)? Monthly premiums ESC $0.00 $94.86 $240.03 The Supplemental Savings Plan (SSP) allows eligible individuals to defer their salary income- Boeing EE HSA contribution* $700 n/a n/a tax free after they have reached the 2021 “Annual Boeing ES, EC or ESC HSA contribution* $1,400 n/a n/a Additions” limit. If you are eligible, based on salary, Boeing sends a notice to you. Open Plan Provisions - enrollment, between Nov. 3-24, is also the time StandardNetwork Option Advantage+ Traditional Medical Plan Select Network Plan for SSP enrollment. $1,400 EE; $300 per individual, no more Annual deductible n/a $2,800 ES, EC or ESC than $900 per family Download and $2,000 per person, no more $6,850 per individual, $2,800 EE Out-Of-Pocket (OOP) maximum than $4,500 per family, $13,700 per family, confirm your work $5,600 ES, EC, or ESC medical only medical & Rx history today Preventative care (USPSTF A & B) No cost No cost No cost naccuracies continue to plague Boeing’s new Primary care 10% after deductible 10% after deductible $20 co-pay Worklife Human Resources Information Systems (HRIS) with no end in sight. Specialty care 10% after deductible 10% after deductible $25 co-pay I SPEEA strongly recommends everyone order a Emergency Room 10% after deductible 10% after deductible $75 co-pay copy of their work history and correct any mistakes. Hospital bills 10% after deductible 10% after deductible $250 if admitted From inside the Boeing firewall (on a Boeing computer), sign into Worklife. Tests 10% after deductible 10% after deductible $0 Steps to take Rx retail generic (G) 10% after deductible** 10% before ded ($5 - $25) $5 1. Search Field: Type in Work History Rx retail brand name (B) 20% after deductible 20% before ded ($15 - $75) $25 2. Select: HR Data Reports including Work Rx retail non-formulary brand (NFB) 30% after deductible 30% before ded ($30 - no max) $40 History Report 3. Select: HR Reporting & Analytics Work Rx Mail order (G / B / NFB) Same as retail $10 / $40 / $70 $10 / $40 / $70 Intake Form $4,000 per individual, no more 4. Report Details - Select: People Data Pharmacy OOP max Combined with medical Combined with medical than $8,000 per family, Rx only 5. What type of report is being requested? Select drop down: Standard report *Boeing HSA contributions are made lump sum in the first paycheck of the year 6. What type of standard report is being **Certain preventive drugs are not subject to annual deductible requested? Select drop down: Work History 7. Check the two boxes at bottom of form: • Select: Order now and complete the order confirmation Get email while working from SPEEA open enrollment • Select: Checkout home signup at www.speea.org You will receive an email confirmation once webinar online submitted. or an overview of changes and tips on how Your Work History will be sent to you via email  to choose the best medical and dental plan with an attached pdf file of your Work History. during open enrollment, see the webinar Fcoming soon to www.speea.org (drop-down Doublechecking menu: Medical/Retirement). When you receive your work history, double- For additional questions, email jasonc@speea. check the accuracy. org. If inaccuracies are discovered, call Boeing’s Worklife at 866-473-2016, and report the error. Write down the name of the individual you spoke with and the ticket number. Do not let Worklife representatives close the ticket until/ unless your work history has been corrected. 8 SPEEA SPOTLITENOVEMBER 2020