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Ask the Agent Q: Does the law require health plans to offer dependent coverage to age 26 or through age 26? A: Dependent coverage for adult children must be offered until they turn 26 years of age and can be terminated effective 12:01 a.m. on a dependent’s 26th birthday. However, some plans may choose to continue coverage through the end of the month in which they turn age 26. Q: Are there any exceptions when a group does not have to provide coverage to dependents to age 26? A: The only situations where employers are not required to offer dependent coverage up to age 26 are:
Impacted plans must offer coverage until age 26 regardless of student status or if the dependent is married. The dependent’s spouse is not eligible for coverage under the dependent’s parents plan. Q: With the extension of coverage for dependents to age 26, will imputed income be an issue? A: The federal health care reform bill does contain changes to the Internal Revenue Code which, practically speaking, removes the issues associated with imputed income for adult children, not otherwise meeting the dependent definition under the tax code, who have not yet turned 27 by the end of the taxable year. Please consult a tax specialist for details about how this impacts your plan. Q: What is the difference between whole life and term life policies? A: Term life insurance provides life coverage only and the face amount of the policy is payable to the named beneficiary upon the death of the insured. The MBA’s basic and optional life coverage are term life as are most employer provided life insurance. Term life remains in force during your employment but may either reduce or terminate sooner if you attain a certain age (e.g., age 60 or 65). The premium you or your employer pay for term life covers the risk a claim will occur in the premium period and therefore term life policies do not accumulate cash value regardless of the number of years you participate. Whole life insurance combines a term life policy with an investment component. In addition to providing a death benefit, it also builds “cash value” which is essentially a savings feature that you can withdraw or borrow against. The three most common types of whole life policies are traditional whole life, universal and variable. Since term life premiums cover the risk period only, the premiums are lower than for whole life. When considering whether to purchase term or whole life coverage it is advisable to seek professional assistance from a trusted advisor that can help you determine what your life insurance needs are and what type of life insurance best suits your retirement plan or particular circumstances. Q: I heard that part of the Health Care Reform affects people with Medicare Part D prescription-drug coverage. Is there help with expenses that fall in the doughnut hole? A: Those in Medicare Part D who reach the doughnut hole in 2010 will be among the first who will benefit from health care reform. They will receive a $250 rebate check if they reach the coverage gap in 2010. These individuals won’t need to apply for the rebate; the government will automatically send it to them when they reach the doughnut hole. People who entered the doughnut hole by March 31 will get the first batch of rebate checks by June 15. People who hit the gap between April 1 and June 30 should receive their checks by September 15. Individuals need to reach the doughnut hole to qualify for the money; they don’t have to spend $250 within the coverage gap first. Starting in 2011, drug companies will be required to provide a 50 percent discount on brand-name drugs in the coverage gap. The doughnut hole will gradually shrink between 2012 and 2020. Along with an increased subsidy, which will begin in 2011 for generic drugs and 2013 for brand-name drugs, Part D beneficiaries will pay a smaller portion of their drug costs in the doughnut hole each year, until they have to pay just 25 percent of the drug costs in 2020. Q: We offered COBRA continuation to a former employee and his four dependents. He cannot afford to pay the premium required for the whole family. He will be obtaining new medical coverage at his new job in three months and is asking if he can waive continuation for himself and three dependents and just continue coverage for his daughter who has a heart condition. A: If the former employee decides to waive the right to elect continuation, the remaining qualified beneficiaries still have the right to elect continuation on their own. So, yes, you should allow the former employee to do this. The employer should set the child up on a single contract and charge the appropriate single premium for the coverage. Q: We have a former employee on COBRA who just became enrolled in Medicare. Are we allowed to terminate this persons COBRA coverage? A: Under COBRA, once a beneficiary enrolls in Medicare, the employer is allowed to terminate the persons coverage; however, under state law, an employer is NOT allowed to terminate a qualified beneficiary’s continuation coverage when the person enrolls in Medicare. Under state law the person is entitled to finish the 18 months of continuation even though they may also be enrolled in Medicare. In this situation, state law is more generous than COBRA, therefore state law should be applied. Q: One of our employees is taking a leave of absence, should COBRA be offered? A: The answer may vary depending of the type of leave the employee is taking and the employer’s policy. Taking leave under the Family Medical Leave Act (FMLA) is not considered a qualifying event. The qualifying event occurs on either the last day of FMLA leave or the day the employee gives notice that they will not be returning to work. If the leave of absence is not taken under FMLA there are 3 options:
The employer should have a policy and administer it consistently. Q: I read on an enrollment application (for group medical coverage) a message about genetic testing. I’m not familiar with this, what is it for? A: A new federal law (GINA) now requires medical carriers to notify all applicants NOT to provide any information regarding any family history or genetic testing that any family member has had without the manifestation of the condition for which the applicant(s) have been given a diagnosis. The implementation of the GINA law was effective 12/7/2009. Q: What are the contribution limits for HSAs in 2010? A: The maximum contribution that can be made to an HSA in 2010 for employees with single coverage will be $3,050, up from $3,000 in 2009. The maximum HSA contribution for those with family coverage will rise to $6,150, up from $5,950. Additionally, the maximum out-of-pocket expense, including deductibles, that employees can be required to pay next year will rise to $5,950 for single coverage, up from $5,800 this year, and $11,900 for family coverage, up from $11,600. The minimum deductible of the high-deductible health insurance plan to which HSAs must be linked will increase next year to $1,200 for single coverage and $2,400 for family coverage. The current minimum deductibles are $1,150 for single coverage and $2,300 for family coverage. Q: We had a recent question from an employee who is currently separated from employment. He was questioning why we would terminate his dental coverage when he has 60 days to elect COBRA. Would you please provide an answer for me? A: He is correct that he has 60 days in order to make his election for COBRA. You are also correct; you should terminate the dental coverage as soon as possible since claims could be received and paid during that 60 day period. And, if the employee doesn’t elect COBRA, there is an overpayment that would need to be recovered, or additional premium that would need to be paid for that month. If he does choose COBRA, his dental coverage is reinstated back to the day of termination and any claims received during that time would be promptly paid. Q: I have a health plan through BlueCross BlueShield and receive Explanation of Benefits (EOB) for my doctor visits. I noticed that I didn’t get an EOB for a recent visit so I called my doctor’s office and was told that the charges were paid in full and I probably didn’t get an EOB since it was a zero balance. I’ve always received EOBs so I’m confused; can you explain this to me? A: EOBs that are generated when the balance owed by the member is zero or only a flat copay are in the process of being eliminated/turned off as soon as possible but no later than January 1, 2010. Members will always receive paper EOBs when they owe money beyond their copay. The savings to the carrier will help to minimize future administrative expense increases. If you want complete claim information, you can still obtain it by going online as EOBs and a summary of EOBs for any time period in the last two years are available to view and print in the myBlueCross online member center. Or you can contact customer service or member self-service and using the “claims” menu choice, you can order a copy of an EOB. Q: I have an employee who had elective surgery and is now having complications. Should they file for disability benefits? A: It will depend on the type of plan you have. If you have a Short Term Disability plan, then yes, as they may be disabled beyond the elimination period which can be 7 or 14 days. If you have a Long Term Disability plan, you may want to wait until the employee is halfway through the elimination period (a 3 or 6 month elimination period is typical). Please be aware there are some plans that do not cover disabilities resulting from elective procedures. Your disability booklet would contain the exclusions and restrictions. Q: I spend a lot of money on prescription drugs. Do you have any cost cutting ideas? A: Ask your doctor about generic drugs. Generic drugs have the same active ingredients, strength, dosage and quality as the brand version, but they can cost a lot less. Talk to your doctor to see if pill-splitting can work for you. Some medications can safely be cut in half. That means you pay for a 30 day prescription and receive a 60 day supply. Q: I’m having a hard time getting in to see a specialist. What can I do? A: Many plans do not require a referral to see most specialists, but check your plan first. To find a specialist, log on to the carrier’s Web site and the Provider Search to look up specialists by type, location and language. If you have trouble finding a specialist that is right for you, call Member Services. To make it even easier to get an appointment, it can help to have your doctor’s office call for you, especially if it is something that requires immediate attention. Many specialists set aside time in their schedules to see patients with problems that are more urgent. Q: We don’t currently offer a dental plan to our employees but we are considering adding some dental benefits if we can find a plan that would fit within our budget. Is there a plan available that scales down some of the services so that the premiums are less? A: The MBA Dental Plan offers four plan designs, each with or without orthodontia. We have a plan design that fits in perfectly with what you are looking for. Ask us about Plan Option 3. It costs up to 50 percent less than some other plan options and covers exams, cleanings, x-rays, silver fillings, and composite resin (white fillings) on front teeth, as well as endodontics, periodontics and oral surgery. It does not cover major restorative services such as crowns. The plan provides access to the Delta Dental networks which may save the employee 10% or more of the dentist’s regular rates. Q: I understand that there are new COBRA rules that may allow up to a nine month subsidy for involuntarily terminated employees’ health insurance continuation premiums and we are required to offer a new election notice to employees who involuntarily terminate employment from September 1, 2008 to December 31, 2009. Does this subsidy requirement apply to the life coverage continuation we are required to offer to our former employees? A: The requirement to offer continuation of life coverage for terminating or ineligible employees is a Minnesota Law (i.e., there is no life coverage continuation requirement under Federal Law). Therefore the continuation of life coverage is not subject to the subsidy requirement and no additional notice regarding the life coverage is required. Q: I have an employee who has been approved for disability. Will the benefit they receive be taxable? A: Usually, disability benefits received by the employee are taxable as income if the employer pays the premium. However, if the cost of the premiums are included on the employee’s W-2, the benefits would be non taxable. When the employee pays the premium, the disability benefit is not taxable if the premium is paid with post-tax dollars. If the employee pays the premium on a pre-tax basis through a cafeteria plan, the disability benefit is taxable Q: I have BlueCross BlueShield of Minnesota and I heard from a coworker that if we go to a retail clinic, we can get our office co-pay waived. Please confirm if this is true. A: Yes, a new feature of the BCBS co-pay plans is that participating retail health clinics (example: Minute Clinic) now offer a convenient alternative from a trip to the doctor. Most small group plans that have an office visit copayment will have the copayment waived when they use a retail health clinic in Minnesota. Other services performed during the visit such as lab tests or immunizations will continue to be paid based on the standard benefit for those services. Interested in getting a quote on a BCBS group health plan? Contact Connie Mack for more information: 952.857.2624 • conniem@minnbankers.com. Q: The carrier of our health plan sends Creditable Coverage letters to our active employees over age 65. Does the employer need to send anything to Centers for Medicare & Medicaid Services (CMS) or is this also done by the carrier? We recently changed to a High Deductible Health Plan and the deductible for employee only is $3,000 with benefits payable at 100% after satisfaction of the deductible. Is that creditable coverage for the Part D Prescription Drug benefit? A: Although you may have a carrier that notifies members of Creditable Coverage, it is the responsibility of the Employer to disclose creditable coverage status to CMS whether your prescription drug plan is “creditable.” This needs to be provided to CMS within 60 days after the beginning date of the plan year for which the entity is providing the disclosure to CMS. Creditable Coverage means that your prescription drug benefit is equal to or better than the available Medicare Part D coverage. I checked with three major carriers and they said all of their qualified high deductible benefit plans were, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is considered Creditable Coverage. Q: One of our employees has inquired about their ability to obtain more life insurance through our Group Plan. Should we consider affording more coverage for our employees? A: Most employers provide some amount of non-contributory/employer paid “Basic” Life coverage to their employees. A common amount of coverage is $50,000 as employer paid group term life coverage exceeding $50,000 is taxable and will cause the employee to have additional imputed income. Since $50,000 may not be an adequate level of coverage, employers may also offer their employees the opportunity to purchase “Optional” or “Voluntary” Life coverage. Optional or Voluntary coverage is fully contributory/employee paid and therefore employees are able to carry higher levels of coverage without causing the additional imputed income. Note: The September issue of MBA News indicated the IRS had set the 2008 mileage reimbursement rate at 19 cents per mile. From January 1, 2008 through June 30, 2008 the rate was 19 cents and it was increased to 27 cents beginning July 1, 2008 through December 31, 2008. Q: What is considered preventive care? I was surprised to receive a copay at a scheduled preventive visit, can you explain this? A: Examples of preventive care services may include cancer screening, immunizations, lab tests and counseling related to healthy lifestyles. These are very important medical services recommended for individuals at average health risk. You can visit the Web site of your medical carrier at the Preventive or Maintenance page to learn more about the recommended services and frequency for them. It is possible to receive both preventive and non-preventive care during a visit as your physician will use every appointment to address your immediate health concerns and discuss preventive and health maintenance needs. Your physician submits a claim with codes representing the services provided. If significant time is spent discussing a health issue, your physician may code part of your visit as “non-preventive” and then you would be charged a copay for that part of the visit. Q: Does the IRS allow mileage expenses to be reimbursed from health plan spending accounts? A: The IRS allows mileage expenses to be reimbursed from health plan spending accounts, including health reimbursement accounts (HRAs), flexible spending accounts (FSAs), Voluntary Employees Beneficiary Association (VEBA) accounts and health savings accounts (HSAs). However, such claims must be directly attributed to eligible medical care expenses. Your account may require proper support documentation such as an Explanation of Health Care Benefits (EOB) forms that confirm a medical care purchase or service performed or a receipt for an eligible medical item or service that contains a date matching the mileage expense claim. The IRS has set the 2008 mileage reimbursement rate at 19 cents per mile. Q: I have an employee terminating next week. Do I need to offer them COBRA for their Long Term Disability Plan? A: COBRA does not extend to group long term disability plans. However, the LTD plan through the MBA and some other group plans may be portable if the termination is not due to retirement and the employee has carried the coverage for more than one year. There is no requirement by the employer to offer the employee this option. However, depending on the health of the employee, conversion may be a good choice. Therefore, please have the employee contact the MBA or the carrier within 30 days of termination if they wish to convert their LTD coverage. Q: We are reviewing our Group Term Life coverage to ensure that we offer comprehensive coverage. What standard features should we look for? A: The following are standard life insurance provisions but each carrier’s specific features will vary: Option to Accelerate Death Benefits. This allows a terminally ill employee to receive a portion of their life insurance in advance. Typically this feature is afforded to employees who have a life expectancy of 6 months or less and can provide a terminally ill employee funds for quality of life, to pay off debt or make funeral arrangements. Extended Death Benefit and Waiver of Premium during Total Disability. This allows an employee who becomes totally disabled continued life coverage without further premium payment. Each carrier’s age limits for commencing and ending this benefit will vary and although it is a common feature, not all plans offer it. Additional Accidental Death & Dismemberment (AD&D) Benefits. Most life insurance policies include an additional amount of coverage for accidental deaths (AD&D Benefits). Typically this is an amount equal to the amount of life coverage for which an individual is insured. Beyond the standard AD&D benefits, some policies include additional benefits. For example, when an insured practices safe driving habits and dies as the result of a motor vehicle.accident, additional benefits may be payable for the use of a seat belt and/or a vehicle equipped with a supplemental restraint system. Q: We have an employee turning age 65 in August. She has been making “catch-up” contributions each year into her HSA. Will she be able to make the full 2008 catch-up contribution if she does it prior to August while she still has an HSA and HDHP in effect? A: If she enrolls in Medicare Part A and/or Medicare Part B at age 65, then she will need to prorate her catch-up contributions. The only way she would be eligible to make the full year contribution is if she put off enrolling in Medicare (A and B) until the end of the year and has an HSA qualified HDHP in effect. Q: My child, age 23, is covered under my dental and medical insurance plans and is not a full time student. Can I still claim her out-of-pocket expenses from my HRA? A: Even though she is covered under your health plans, her out-of-pocket expenses may not be considered expenses eligible for reimbursement under a health care flexible spending account (FSA), an HSA, or a health reimbursement account (HRA). The dependent children must meet the IRS definition of “tax dependent” for these expenses to be considered eligible. A tax dependent is a “qualifying child” or “qualifying relative” of the covered parent. The IRS defines these terms as follows:
Q: I was told that I can’t pay my health insurance premiums with distributions from my HSA. Why can’t I, and are there any exceptions to this rule? A: The money in the HSA is designed to meet an individual’s out-of-pocket health care expenses, not to pay for health insurance premiums. If people were to spend their entire HSA deposit on premiums, there would be no funds left to meet their health care costs to meet their deductible. The only time an individual is allowed to pay the health insurance premium with HSA funds is when the individual is collecting Federal or State unemployment benefits or is on COBRA. Q: During our lunch break, the subject of the Tooth Fairy came up. Specifically, how much is typically given for a child’s tooth? I remember once getting a quarter and thought that was good, but I couldn’t believe what some of my coworkers were saying their children receive from the Tooth Fairy. A: Here are some Tooth Fairy Poll Results I received from Delta Dental: Our 2007 Tooth Fairy Poll reports that the Tooth Fairy is thriftier in Minnesota than other states. In Minnesota, children received an average of $1.46 per tooth, compared to the national average of $1.71. Tooth Fairy gift amounts ranged from a low of 25 cents to a high of $25 per tooth. The downswing in the economy may have reduced “over-the-top” gifting this year since a gift of $10 or more was not as prevalent. Q: We are enrolled in the MBA Long Term Disability plan and our employees pay a portion of the premium. I have an employee who initially waived coverage, but now would like the coverage. What should I do? Q: Our BCBS medical plan is coming up for renewal and we would like to look at some other small group products that offer premium savings. We aren’t ready to move to an HSA plan but would like to know if there are other options available with cost-sharing and higher deductible features. A: BCBS of Minnesota announced a new small group plan to their product portfolio called Blue Value. It’s a comprehensive major medical plan featuring two new deductible options; $1,500 and $2,500. Blue Value by design includes greater member cost-sharing and offers employers potential premium savings of 5 to 25 percent or more, depending on their current plan design. Medica also introduced an open access value plan called Medica Focus. This plan controls costs through a more limited network of providers in the eight county metro area and unique benefit design. It is offered alongside another product that features a larger provider network. MBA Insurance & Services Inc. is available to offer you agency services and additional information about these and other medical plan options. Q: I heard that full-time student eligibility rules for medical coverage will be changing in the near future. If this is true, what are the changes? Q: I now realize the importance of updating my beneficiary designation as a friend of mine recently died and her ex-husband received her life insurance proceeds. What would have happened if the ex-husband had been deceased prior to her death and he was still listed as her beneficiary? A: Under MBA’s Life Insurance Contract through Prudential, a named beneficiary’s insurance interest ends when their death precedes the insured’s death. Therefore, if the ex-spouse was already deceased at the time of the insured’s death, the survivors or estate of the ex-spouse would have no interest in the insurance proceeds. If no other beneficiaries were named by the insured and they did not re-designate a beneficiary when their named beneficiary died, any insurance proceeds payable upon the insured’s death would be payable to the first of the following: the insured’s (a) surviving spouse; (b) surviving child(ren) in equal shares; (c) surviving parents in equal shares; (d) surviving siblings in equal shares; or (e) estate. If the ex-spouse survived the insured, but died prior to receiving the life insurance proceeds, the benefits would be issued to the ex-spouse’s survivors or estate (in the same order as noted above). Q: I have an employee who had an accident last week. He is expected to be out of the office for at least a few months. Since he has Long Term Disability coverage, how and when should I have him apply? A: If the disability is expected to last for at least half of your waiting period (3 or 6 months), you should call our group insurance department and request a claim form. The employee, employer, and physician each complete a section and the completed form is mailed back to the MBA. FYI The MBA Group Insurance Department has recently come out with a Universal Enrollment Form. This form can be used for any of our group insurance products. To access this form, simply go to our Web site at www.minnbankers.com and go under the group insurance tab and overview/forms section. At this point you may open up the pdf document and print out the number of forms needed. This form was developed to provide our banks an easier enrollment process. Q: Do you know yet what the maximum Health Savings Account (HSA) contribution will be for 2008? A: In the past, this information was not released until the end of the preceding year. However, a recent provision of the Tax Relief and Health Care Act of 2006 now requires the Treasury Department to release the annual HSA cost-of-living adjustments by June 1 of the preceding year. The 2008 maximum single contribution will increase to $2,900 and the family contribution will increase to $5,800. The maximum out-of-pocket allowed on a high deductible health plan will change on a single participant to $5,600 and $11,200 for a family. The minimum deductible will not change from 2007 and will remain as $1,100 for single and $2,200 for family. If you would like a quote or to learn more about consumer driven health plans, please contact Connie Mack at 952.857.2624. Connie can provide quotes from major medical carriers: BlueCross BlueShield of Minnesota, HealthPartners and Medica. Q: I understand that the Minnesota Bankers Association Group Term Life Plan offers Basic employee life coverage. Can an employee elect to purchase additional life coverage for themselves or coverage for their dependents? A: Yes, in addition to a variety of Basic Life Plan options that offer up to $300,000 of coverage for groups of 2-99 and up to $500,000 for groups of 100 or more, the MBA Life Plan also offers participating employers the opportunity to allow their employees the option to purchase Optional and Dependent Life coverage. Minimum participation levels are required. Employee Optional Life coverage of up to $200,000 for groups of 2-99 is available and up to $350,000 is available for groups of 100 or more. Three Dependent Life Plan options that afford up to $20,000 for the spouse and up to $5,000 for each eligible child are also available. Q: Our group plans to change to a High Deductible Health Plan with HSA. We currently have a general purpose health FSA. I know that you can only have a limited FSA with an HSA so we are eliminating the FSA. Employees are asking if they can roll over funds from an FSA to an HSA. It was my understanding that you couldn’t do this but I’ve heard there may have been some changes to the law. Is this allowed? A: Transferring or rolling over funds from either an FSA or HRA into an HSA was not allowed under the old law. Under the new law, effective Dec. 20, 2006, account holders may make a one-time transfer from a health FSA and/or HRA into an HSA. Employees must have had a health FSA on Sept. 21, 2006 to qualify.* The amount that can roll over cannot exceed the lesser of the account holder’s FSA or HRA balance as of Sept. 21, 2006 or on the date of transfer. The rollover amount does not count toward an account holder’s annual HSA contribution maximum. This is an optional provision; sponsoring employers may but do not need to amend their cafeteria plan document to allow this rollover option. *The rollover must occur before Jan. 1, 2012. Q: I did not receive a benefit statement from Delta Dental for the routine visit and cleaning that I recently had done. The dental office told me that it was paid and I didn’t owe anything. Do you know why Delta Dental didn’t send me a statement and can I still get a statement? A: In 2006, Delta Dental made the decision to stop sending Explanation of Benefit (EOB) statements to a patient unless there was patient responsibility. Since your exam was covered without any amount due from you, a statement was not released. You can contact Delta Dental at the Customer Service number on the back of your ID card if you would like them to send you a statement. Or, you can go to the Web site at any time and see a complete history including your eligibility, benefit summary, claim and benefit history. To access your personal dental history on the web go to: www.deltadentalmn.org. Q: We just had our first child. Someone told me that we could wait until our child was three before we had to make the change to family coverage. Is that true? A: Yes, Delta Dental allows members of the MBA Dental Plan to enroll a first child up to their third birthday. However, it is never too early to start taking care of your child’s teeth. The American Dental Association (ADA) recommends that a child’s first visit to the dentist occur around the age of one. A dental visit around your child’s first birthday allows the dentist to evaluate the growth and development of your child’s teeth and jaws and assess any conditions that should be addressed early. Continuing regular dental visits (the frequency will vary depending on the needs of your child) is important to the evaluation of oral health/disease and will help your child form life-long healthy habits. Pointers for Parents
Q: I had an oral examination in March 2006 and another unexpected exam in July 2006. The July exam expense was denied due to frequency limitations. I thought our dental plan covered two exams per year. Can you explain why this was denied? I have another exam and cleaning scheduled for October 2006. A: Frequency limitations vary from one plan to another. Your Dental Plan Summary will describe covered procedures and frequency limitations. For example, some plans may allow for two exams per calendar year, or two exams per coverage year, or an oral examination at six (6) month intervals. It sounds like your plan covers oral examinations (including emergency exams and specialist exams) at six (6) month intervals. The July exam was within a four (4) month interval. Provided you have not exceeded your plan maximum and are still eligible for coverage, your exam in October should be covered. The MBA Delta Dental Plan covers oral examinations (including emergency exams and specialist exams) at six (6) month intervals, including bitewing x-rays at twelve (12) month intervals. Q: Our dental plan has single and family rates. The family rates were great when we had three children at home, but now we are empty nesters and it seems like a lot to pay for just the two of us. Why doesn’t the MBA Dental Plan have an Employee plus 1 rate? A: We have good news for you! Effective January 1, 2007, we will be rolling out a three-tier dental rate program. Employees will now have a choice of Single, Single plus 1, and Family rates. It makes sense that an employee with two and more dependents would pay a little more than the employee covering only a spouse or one child. You weren’t alone in your request, we heard this from many of our valued customers – we listened, explored the issue and now we are taking action. |
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