Page 5 - Thompson Coburn 2022 Beneftits Summary
P. 5
2022 Benefits Summary
How the Two High Deductible
Plans Compare Thompson Coburn will contribute $41.67 per pay period (totaling
$1,000 over the course of the year) to employees enrolled in the
As a consumer of healthcare, you will want to HDP Core plan and $31.25 per pay period (totaling $750 over
the course of the year) to employees enrolled in the HDP Buy-Up
consider which components are most important plan. The HSA contributions are in addition to the $1,000 or more
to you. savings in medical premiums for each employee (all HDP tiers)
achieving the wellness credit goal through the Healthy by Design
wellness program in 2021.
The HDP Core plan has embedded deductibles.
For plans with embedded deductibles, a member
can satisfy his or her individual deductible for
coinsurance to apply. When a family member on About Virtual Visits
the plan meets his or her individual deductible, With virtual oice visits, participants can see and speak to a
coinsurance will apply to subsequent claims for that doctor, 24 hours a day/seven days a week using a mobile device
or computer with a camera function, all from the convenience of
member. The out-of-pocket maximum is embedded. their home or oice. Medical plan participants pay the full cost of
the virtual visit until the deductible is met.
The HDP Buy-Up plan has non-embedded
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
How the Two High Deductible
Plans Compare Thompson Coburn will contribute $41.67 per pay period (totaling
$1,000 over the course of the year) to employees enrolled in the
As a consumer of healthcare, you will want to HDP Core plan and $31.25 per pay period (totaling $750 over
the course of the year) to employees enrolled in the HDP Buy-Up
consider which components are most important plan. The HSA contributions are in addition to the $1,000 or more
to you. savings in medical premiums for each employee (all HDP tiers)
achieving the wellness credit goal through the Healthy by Design
wellness program in 2021.
The HDP Core plan has embedded deductibles.
For plans with embedded deductibles, a member
can satisfy his or her individual deductible for
coinsurance to apply. When a family member on About Virtual Visits
the plan meets his or her individual deductible, With virtual oice visits, participants can see and speak to a
coinsurance will apply to subsequent claims for that doctor, 24 hours a day/seven days a week using a mobile device
or computer with a camera function, all from the convenience of
member. The out-of-pocket maximum is embedded. their home or oice. Medical plan participants pay the full cost of
the virtual visit until the deductible is met.
The HDP Buy-Up plan has non-embedded
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
