Page 21 - PageGroup | 2022 Benefits Guide | Temp Employees

For more information about this notice or your current prescription drug coverage...
Contact Temp Onboarding at temponboarding@michaelpage.us.com. NOTE: You will receive this notice annually and at other times in the future, such as before the next period you can enroll in Medicare prescription drug coverage and if this coverage through PageGroup changes. You may also request a copy.
More detailed information about Medicare plans that offer prescription drug coverage is in the Medicare & You handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare Prescription Drug Plans.
For more information about Medicare Prescription Drug Plans:
Visit www.medicare.gov
» Call your State Health Insurance Assistance Program (see your copy of the
Medicare & You handbook for their telephone number) for personalized help
» Call 1-800-MEDICARE (1-800-633-4227), TTY users should call 1-877-486-2048
For people with limited income and resources, extra help paying for Medicare prescription drug coverage is available. Information about this extra help is available from the Social Security Administration (SSA) online at www.socialsecurity.gov or by calling them at:
1-800-772-1213, (TTY) (1-800-325-0778).
Remember: Keep this notice. If you enroll in one of the plans approved by Medicare that offers prescription drug coverage, you may be required to provide a copy of this notice when you join to show that you are not required to pay a higher premium amount.
Consolidated Omnibus Reconciliation Act (COBRA)of 1985
Under COBRA, you and your covered dependents may be eligible to continue your Medical, and/or Dental coverage at your own expense after your eligibility for coverage ends. COBRA coverage is not available to domestic partners. To continue coverage under COBRA, you must pay a monthly premium. The actual premium amount is determined annually and will not exceed 102% of the costs the company
has projected for active employees and/or dependents in a comparable status, except in certain circumstances. You have a certain responsibilities regarding COBRA coverage. You or your dependent must immediately notify the Benefits Department in the event of:
» Your divorce or legal separation
» Your child ceasing to qualify as a dependent under the plan(s)
» Your death or the death of a covered dependent
Upon receipt of notification, you will be mailed a COBRA enrollment packet.
The Mental Health Parity and Addiction Equity Act of 2008
The Mental Health Parity and Addiction Equity Act (MHPAEA) of 2008, was signed into
law on October 3, 2008. Under MHPAEA, group health plans with 51 or more employees, insurance companies and HMO’s offering mental health and substance abuse benefits are no longer allowed to set annual dollar limits, lifetime dollar limits, financial requirements (copays, deductibles, coinsurance, or out-of-pocket expenses) or day and visit maximums on mental health and substance abuse benefits that are more restrictive than those imposed on medical or surgical benefits. A plan that does not impose an annual or lifetime dollar limit on medical and surgical benefits may not impose such a dollar limit on mental health or substance abuse benefits offered under the plan.
Health Coverage Extension for College Students on Medically Necessary Leave “Michelle’s Law”
“Michelle’s Law” (H.R. 2851) is designed to ensure that dependent college students who take a medically necessary leave of absence do not lose health insurance coverage.
Michelle’s Law prohibits a group health plan from terminating a college student’s health coverage on the basis of the child taking a medically necessary leave of absence from school or changing to a part-time status. The leave of absence or reduction in hours must be medically necessary; commence while the child is suffering from a serious illness or injury; and cause the child to lose coverage under the plan. The child must have been enrolled in the group health plan on the basis of being a student at a post-secondary educational institution immediately before the first day of the leave. Medical certification is required. Coverage must extend for one year after the first day of the leave (or, if earlier, the date coverage would otherwise terminate under the plan).
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