There are three Highmark medical plans to choose from. All three plans cover the same range of benefits including: hospital, surgical, maternity, x-ray, doctor fees, lab exams, prescription drugs, mental health care, and substance abuse treatment. These plans also have in and out-of-network coverage, with in-network coverage paid at a higher level. Deductibles and coinsurance vary by plan selected. Health Savings Accounts are available with one of the plans. A wellness program that provides $125 upon completion is included under the Highmark medical plans. Employee contributions vary by salary level, level of coverage (single, two-person, or family) and plan selected. In general, the company pays 80% of the premium and the employee pays 20%.

 

There are two dental plans to choose from. One of the plans has in and out-of-network coverage. Benefits are paid at a higher level if an in-network provider is used. The second plan has in-network coverage only. Both options cover the same range of benefits including: oral exam, x-rays, fillings, root canals, crowns, and some orthodontia benefits for eligible dependent children. The company pays 80% of the premium and the employee pays 20%.

 

Vision care covers exam and glasses or contacts every 24 months for adults and 12 months for children. However, vision exams are covered annually for those over age 40. Benefits are paid at a higher level if a participating provider is used. If you enroll in medical care, there is no additional cost for this coverage. Those who do not enroll in medical may purchase vision coverage separately.

 

This program provides a convenient way to save for the future through payroll deductions. The company contribution is $.50 for every $1 of the first 6% of your compensation that you save in the plan. You begin to receive the company portion upon enrollment, but must wait 3-years to have a permanent right to this money. You have the option to save from 2% to 25% of your compensation, on a pre-tax and/or after-tax basis, and to invest in one to eighteen investment options. 

 

The pension plan is designed to provide you with a valuable source of income for the rest of your life, after you retire from the company. The amount of your pension depends on your pay, years of service and whether or not you have participated in the plan. To earn a pension, an employee must contribute 1.5% of annual compensation on an after-tax basis and have 5 years of service. 

 

Tuition reimbursement is available after satisfactory course completion for approved courses and degree programs that are typically in your work discipline. Coverage is also available for outside courses that will improve an employee’s ability to do their work, such as computer and technical training.

Employees are provided group life insurance at 1 ½ times their basic annual earnings up to $50,000. Coverage is also available for accidental death and dismemberment and while traveling on company business.

 

The disability plans provide financial protection by paying a portion of your income for up to six months if you are unable to work because of sickness or injury that is not job-related. You must pay for any coverage beyond six months under the company’s long-term disability program.

 

Time-off is provided for vacation, holidays, and sickness.

 

To help employees better balance work and personal life demands, a 9/80 Alternative Work Schedule option is available. 9/80 is a compressed work schedule where 80 hours are worked over 9 days in a 2-week period. Employees on 9/80 will be scheduled to work eight 9-hour days, one 8-hour day, and have one day off in a 2-week period.

Employees are permitted to pay out-of-pocket health and dependent care expenses on a pre-tax basis. The savings in taxes can be 15-30%.

OTHER VALUABLE BENEFITS

 

 

 

This is a brief overview of the current benefits offered to full-time BPMI employees. This information is not intended to replace or augment the official documents of the BPMI Benefits Program. If there is a conflict between this summary and the legal plan document, the plan document will determine the benefit.

8/27/07