Page 4 - 2020 Thompson Coburn Benefits Guide
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MEDICAL BENEFITS FOR 2020
High Deductible Plan Features About High Deductible Plans
You have a choice between two High The HDP has a fundamentally different approach to healthcare in
Deductible medical plans (HDP) which you have greater control over how your healthcare dollars
For both plans, coinsurance is 20% for in- are spent. Preventive care and many preventive prescriptions are
network prescription medications after the covered at 100% for in-network providers. The plans offer an
deductible has been met; coinsurance for HSA in which you can save money for current and future covered
prescription medication coverage does not medical expenses.
apply if the out-of-pocket maximum is met
The plans offer many preventive After you meet your deductible, the plan pays 80% of your
prescription medications at no cost medical costs and you pay 20% of eligible expenses for the
remainder of the year. If you reach the out-of-pocket maximum,
Both plans utilize the UnitedHealthcare the plan pays the rest of your covered charges at 100% for the rest
(UHC) Choice Plus Network of the year.
Both plans offer the ability to use virtual
visits You can make pre-tax contributions to an HSA to help pay for
Healthy by Design participants who covered medical expenses. You even have the ability to roll over
reached the wellness credit goal by October any unused HSA funds year to year for future covered medical
15, 2019, will experience a difference of expenses.
more than $1,000 in medical premiums
savings compared to someone not How the Two High Deductible Plans Compare
achieving the wellness credits As a consumer of healthcare, you will want to consider which
components are most important to you.
Thompson Coburn will contribute $27.09 per pay
period (totaling $650 over the course of the year) The HDP Core plan has embedded deductibles. For plans with
to employees enrolled in the HDP Core plan and embedded deductibles, a member can satisfy his or her individual
$20.84 per pay period (totaling $500 over the
course of the year) to employees enrolled in the deductible for coinsurance to apply. When a family member on
HDP Buy-up plan. The HSA contributions are in the plan meets his or her individual deductible, coinsurance will
addition to the $1,000 or more savings in medical apply to subsequent claims for that member. The out-of-pocket
premiums for each employee (all HDP tiers)
achieving the wellness credit goal through the maximum is embedded.
Healthy by Design wellness program in 2019.
The HDP Buy-up Plan has non-embedded deductibles. For plans
with non-embedded deductible, the family deductible must be
About Virtual Visits met before anyone in the family will have coinsurance applied
With virtual oice visits, participants can see and to their claims. The combined total of eligible expenses of all
speak to a doctor, 24 hours a day/seven days a family members must equal the family deductible before any
week using a mobile device or computer with a
camera function, all from the convenience of their plan beneits are paid for any one member. The out-of-pocket
home or oice. Medical plan participants pay the maximum is embedded
full cost of the virtual visit until the deductible
is met. The chart on the following page provides you with a list of key
qualities and features of both plans.
4
Note: Savings in the form of premiums vary for part-time employees reaching the
wellness credit goal.
High Deductible Plan Features About High Deductible Plans
You have a choice between two High The HDP has a fundamentally different approach to healthcare in
Deductible medical plans (HDP) which you have greater control over how your healthcare dollars
For both plans, coinsurance is 20% for in- are spent. Preventive care and many preventive prescriptions are
network prescription medications after the covered at 100% for in-network providers. The plans offer an
deductible has been met; coinsurance for HSA in which you can save money for current and future covered
prescription medication coverage does not medical expenses.
apply if the out-of-pocket maximum is met
The plans offer many preventive After you meet your deductible, the plan pays 80% of your
prescription medications at no cost medical costs and you pay 20% of eligible expenses for the
remainder of the year. If you reach the out-of-pocket maximum,
Both plans utilize the UnitedHealthcare the plan pays the rest of your covered charges at 100% for the rest
(UHC) Choice Plus Network of the year.
Both plans offer the ability to use virtual
visits You can make pre-tax contributions to an HSA to help pay for
Healthy by Design participants who covered medical expenses. You even have the ability to roll over
reached the wellness credit goal by October any unused HSA funds year to year for future covered medical
15, 2019, will experience a difference of expenses.
more than $1,000 in medical premiums
savings compared to someone not How the Two High Deductible Plans Compare
achieving the wellness credits As a consumer of healthcare, you will want to consider which
components are most important to you.
Thompson Coburn will contribute $27.09 per pay
period (totaling $650 over the course of the year) The HDP Core plan has embedded deductibles. For plans with
to employees enrolled in the HDP Core plan and embedded deductibles, a member can satisfy his or her individual
$20.84 per pay period (totaling $500 over the
course of the year) to employees enrolled in the deductible for coinsurance to apply. When a family member on
HDP Buy-up plan. The HSA contributions are in the plan meets his or her individual deductible, coinsurance will
addition to the $1,000 or more savings in medical apply to subsequent claims for that member. The out-of-pocket
premiums for each employee (all HDP tiers)
achieving the wellness credit goal through the maximum is embedded.
Healthy by Design wellness program in 2019.
The HDP Buy-up Plan has non-embedded deductibles. For plans
with non-embedded deductible, the family deductible must be
About Virtual Visits met before anyone in the family will have coinsurance applied
With virtual oice visits, participants can see and to their claims. The combined total of eligible expenses of all
speak to a doctor, 24 hours a day/seven days a family members must equal the family deductible before any
week using a mobile device or computer with a
camera function, all from the convenience of their plan beneits are paid for any one member. The out-of-pocket
home or oice. Medical plan participants pay the maximum is embedded
full cost of the virtual visit until the deductible
is met. The chart on the following page provides you with a list of key
qualities and features of both plans.
4
Note: Savings in the form of premiums vary for part-time employees reaching the
wellness credit goal.
