2024-2025 Benefits Guide

MEDICAL PLANS Medical coverage for full-time employees is provided through Blue Cross Blue Shield and there are two medical plan options to choose from, the Preferred Provider Organization (PPO) plan or the High Deductible Health Plan (HDHP). Each plan provides comprehensive major medical and prescription drug coverage as well as preventative care benefits and wellness programs. The premium rates for the medical plans being offered by the EAA are effective for the current plan year and run from October 1, 2024 through September 30, 2025. The EAA will pay 100% of the premium for the employee only cost on both plans. Employees may elect to add dependent coverage to their plan, however the cost associated with adding dependent coverage is to be paid for by the employee. The PPO plan is a Preferred Provider Organization plan that provides in and out of network coverage and has pre-set copays and deductibles. Once you meet your calendar year deductible, the plan will pay 70% coinsurance for in-network covered services while you pay 30%. For additional information regarding the various services, deductibles and copays, please refer to the Summary of Benefits located at the end of this booklet. PPO Plan Table I Biweekly Employee Cost Monthly Employee Cost Employee Only $0.00 $0.00 Employee + Spouse $436.34 $872.68 Employee + Child(ren) $337.01 $674.01 Employee + Family $773.49 $1,546.97

HDHP Plan

The HDHP is a high deductible health plan that provides in and out of network coverage. Services under this plan are paid 100% by the employee until the calendar year deductible has been met. Once the calendar year deductible has been met, the plan covers benefits at 100%. For additional information regarding the various

Biweekly Employee Cost

Monthly Employee Cost

Table II

Employee Only

$0.00

$0.00

Employee + Spouse

$297.21

$594.42 $459.10 $1,053.71

Employee + Child(ren) $229.55

Employee + Family

$526.86

services, deductibles and copays, please refer to the Summary of Benefits located at the end of this booklet. To compare the premium between the two plans and determine what your biweekly cost will be, see Tables I and II. These tables reflect what the biweekly and monthly costs are. Premiums for benefits are based on 24 pay periods annually. Employees who enroll in a medical plan will be automatically enrolled in a Health Reimbursement Arrangement (HRA) account. An HRA account is an employer-funded plan that reimburses employees for qualified medical expenses at no cost to employees. Depending on the plan that is selected, the EAA will contribute a set dollar

amount towards the employee’s Health Reimbursement Arrangement (HRA) account. For new hires, this contribution amount is prorated. The prorated amount is determined by the number of full months from an employee’s hire date to the remainder of the plan year. For example, if you are hired on July 5th and elect the PPO plan, then the HRA amount

HRA ANNUAL CONTRIBUTION

PPO Plan

$1,000.00 $3,499.99 $1,000.00 $500.00

HDHP Medical

HDHP Dental & Vision

HDHP FSA

will be 5/12th of the annual contribution ($1000/12 X 5 = 416.67). Employees enrolled in the PPO Plan will be enrolled in an HRA that can be applied to medical, dental and vision expenses. Employees enrolled in the HDHP plan will be enrolled in two separate HRA accounts. One account is exclusive to medical expenses and the other is only for dental and vision expenses. If enrolled in the HDHP plan, you will also receive an employer FSA contribution. For more info on FSA accounts, refer to page 17.

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