Page 5 - Thompson Coburn 2021 Annual Benefits Enrollment
P. 5
2021
Enrollment Guide
How the Two High Deductible
Plans Compare Thompson Coburn will contribute $27.09 per pay period
(totaling $650 over the course of the year) to employees
As a consumer of healthcare, you will want to enrolled in the HDP Core plan and $20.84 per pay period
(totaling $500 over the course of the year) to employees
consider which components are most important to enrolled in the HDP Buy-Up plan. The HSA contributions
you. are in addition to the $1,000 or more savings in medical
premiums for each employee (all HDP tiers) achieving
The HDP Core plan has embedded deductibles. For the wellness credit goal through the Healthy by Design
wellness program in 2020.
plans with embedded deductibles, a member can
satisfy his or her individual deductible for coinsurance
to apply. When a family member on the plan meets About Virtual Visits
his or her individual deductible, coinsurance will apply With virtual oice visits, participants can see and speak
to subsequent claims for that member. The out-of- to a doctor, 24 hours a day/seven days a week using a
pocket maximum is embedded. mobile device or computer with a camera function, all
from the convenience of their home or oice. Medical
The HDP Buy-Up plan has non-embedded plan participants pay the full cost of the virtual visit until
the deductible is met.
deductibles. For plans with a non-embedded
deductible, the family deductible must be met before
anyone in the family will have coinsurance applied
to their claims. The combined total of eligible
expenses of all family members must equal the
family deductible before any plan beneits are paid
for any one member. The out-of-pocket maximum is
embedded.
The chart on the following page provides you with a
list of key qualities and features of both plans.
Note: Savings in the form of premiums vary for part-time employees
reaching the wellness credit goal.
5
Enrollment Guide
How the Two High Deductible
Plans Compare Thompson Coburn will contribute $27.09 per pay period
(totaling $650 over the course of the year) to employees
As a consumer of healthcare, you will want to enrolled in the HDP Core plan and $20.84 per pay period
(totaling $500 over the course of the year) to employees
consider which components are most important to enrolled in the HDP Buy-Up plan. The HSA contributions
you. are in addition to the $1,000 or more savings in medical
premiums for each employee (all HDP tiers) achieving
The HDP Core plan has embedded deductibles. For the wellness credit goal through the Healthy by Design
wellness program in 2020.
plans with embedded deductibles, a member can
satisfy his or her individual deductible for coinsurance
to apply. When a family member on the plan meets About Virtual Visits
his or her individual deductible, coinsurance will apply With virtual oice visits, participants can see and speak
to subsequent claims for that member. The out-of- to a doctor, 24 hours a day/seven days a week using a
pocket maximum is embedded. mobile device or computer with a camera function, all
from the convenience of their home or oice. Medical
The HDP Buy-Up plan has non-embedded plan participants pay the full cost of the virtual visit until
the deductible is met.
deductibles. For plans with a non-embedded
deductible, the family deductible must be met before
anyone in the family will have coinsurance applied
to their claims. The combined total of eligible
expenses of all family members must equal the
family deductible before any plan beneits are paid
for any one member. The out-of-pocket maximum is
embedded.
The chart on the following page provides you with a
list of key qualities and features of both plans.
Note: Savings in the form of premiums vary for part-time employees
reaching the wellness credit goal.
5
