2020 Benefits Guide

2020 Benefits Guide

Glossary of Terms …….............................................................................................................................................. Welcome Message ................................................................................................................................................... Benefits Eligibility ..................................................................................................................................................... Qualifying Life Events and Notice of Special Enrollment Rights .............................................................................. When & How to Enroll ............................................................................................................................................. Medical Plan Options ............................................................................................................................................... What is a Health Reimbursement Account? ………………………………………….………………………………..……………………... What is a Health Savings Account? ………………………………………………….…………………………………………………………..…. Motivate Me® Wellness Incentive Program .............................................................................................................. Cigna Health Programs &Resources .......................................................................................................................... Medical + Prescription Drug Benefits At-A-Glance ................................................................................................. 2020 Medical Bi-Weekly Payroll Contributions ……………………………….………………………………………………...……..…….. Which Plan is Right for You? .......................................................................................................................................... Dental Plan Options .................................................................................................................................................. Vision Plan ................................................................................................................................................................. Flexible Spending Accounts (FSAs) ........................................................................................................................... HRA, HSA, FSA | What’s the Difference? ................................................................................................................. Life + Accidental Death & Dismemberment (AD&D) ............................................................................................. Disability Benefits .................................................................................................................................................... Employee Assistance Program (EAP) ........................................................................................................................ 401(k) Plan ................................................................................................................................................................ Voluntary Benefits through MetLife ® ....................................................................................................................... Accident Insurance Critical Illness Insurance Hospital Indemnity Insurance Additional Voluntary Benefits ……………………………………………………...........................................................................

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10 11 13 14 16 17 18 20 21 22 23 24 25 26 27 28

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My Pet Protection® Plans from Nationwide Identity Theft Protection from Lifelock® Legal Insurance from ARAG® Auto and Home Insurance Discount Program from Liberty Mutual®

MAA Associate Disaster Relief Fund ………............................................................................................................... Open Arms ………........................................................................................................................................................ Get Connected. ......................................................................................................................................................... Benefit Vendor Contacts + Websites ....................................................................................................................... Affordable Care Act Information and Important Health Plan Notices .....................................................................

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Accidental Death and Dismemberment (AD&D) AD&D covers the unintentional death or dismemberment of the insured. Dismemberment includes the loss, or the loss of use, of body parts or functions (i.e., limbs, speech, eyesight, or hearing). Coinsurance Coinsurance refers to the percentage of charges you and your plan will pay for covered services. For example, if your plan has a coinsurance split of 80/20, this means your plan will pay 80 percent of charges and you will pay 20 percent of charges. Copay A copay is a fixed dollar amount you pay for covered services in addition to what the plan pays. The copay is normally paid at the time of your visit. Deductible The deductible is the amount you must pay for covered services before your plan coinsurance is applied. The deductible starts over every January 1. Embedded Deductible In a health plan with an embedded deductible, no single individual on a family plan will have to pay a deductible higher than the individual deductible amount. Once you meet the individual deductible, In a health plan with an embedded out-of-pocket maximum, no single individual on a family plan will have to pay more than the individual out-of-pocket maximum amount. Once you meet the individual out-of-pocket maximum amount, your plan begins to pay 100% for the individual’s expenses for the remainder of the year. Flexible Spending Accounts (FSAs) FSAs allow associates to set aside pre-tax funds from their paychecks to accounts that can be used to pay for qualified medical or child care expenses. Formulary A formulary is a list of generic and brand name drugs covered by an insurance plan offering prescription your plan coinsurance is applied. Embedded Out-of-Pocket Maximum

Health Reimbursement Account (HRA) An HRA is an employer-funded account offered in combination with a health plan. The money in your HRA is used to pay expenses applied to your health plan copays, deductible and coinsurance. Health Savings Account (HSA) An HSA is a tax-advantaged savings account offered in combination with a high deductible health plan. The account can be funded by your employer and by you with pre-tax dollars from your paychecks. It comes with a debit card which can be used to pay qualified out-of-pocket medical expenses, such as those applied to your health plan deductible and coinsurance, as well as dental and vision expenses. High-Deductible Health Plan (HDHP) An HDHP is a health insurance plan with lower premiums and a higher deductible than a traditional health plan. You pay 100% of the cost of your non- preventive health care and prescriptions until you meet your deductible. Once you meet your deductible, the plan coinsurance is applied. Preferred Brand Drugs Preferred brand drugs are medications for which generic alternatives are not available and cost less than non-preferred brand drugs. Preventive Care Preventive Care is routine health care services to prevent illnesses, disease, or other health problems. It includes most vaccines, screenings, and annual check-ups and is typically covered at 100% under health plans. Non-Preferred Brand Drugs Non-preferred brand drugs are medications that have alternative generic or preferred brand drugs The out-of-pocket maximum is a specific limit for the total amount you will pay for covered health costs during the plan year. This includes amounts applied as copays, deductible and coinsurance. If you meet the out-of-pocket maximum, your health plan will pay 100% of your covered health care costs for the available and cost more. Out-of-Pocket Maximum

drug benefits. Generic Drugs

rest of the year. Specialty Drugs

Generic drugs are created to be the same as an existing brand name drug in dosage, safety, effectiveness, strength, and quality, but cost less.

Specialty drugs are high-cost medications used to treat complex, chronic conditions such as cancer, rheumatoid arthritis, and multiple sclerosis.

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MAA Associates,

MAA is committed to providing you and your family with access to a competitive, affordable and comprehensive package of benefits. We are excited to share our benefits program – YOUR LIFE. YOUR CHOICE. YOUR BENEFITS. – which offers many quality choices and rewards you for taking an active role in your health. Whether you are reading this as a new associate making benefit elections for the first time or as an existing associate in preparation for our annual open enrollment period, we recognize the importance of MAA’s benefits in meeting your needs and encourage you to take advantage of the resources made available to maximize their value. I encourage you to review the information on our various benefits options available and to take full advantage of the opportunities to “take care of you.” Keeping you and your family healthy and making sure you have affordable access to quality medical care when you need it is our goal and an important part of our effort to create value for you and in your relationship with MAA. To help you navigate your benefit options and answer any questions you may have, we have invested in multiple resources, including this guide.  ALEX® - a virtual benefits counselor that can help you understand your options and decide which benefits are best for you by guiding you through an informal, interactive process, explaining how the plans work, and providing information regarding cost and coverage.  Our MotivateMe® program through Cigna features rewards for associates and spouses covered under our medical plan in the form of contributions from MAA to their health fund account (HRA or HSA) upon completion of various wellness-related activities throughout the year.  Your connection to all things Benefits—including plan summaries, links to supplemental information, and vendor websites and contact information—can be found on AccessMAA. We hope you will find that the package of benefits for the 2020 plan year effectively meets the need for better health, wellness and protection for you and your family. Other resources include:

EVP, Chief Human Resources Officer

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The following table highlights eligibility for benefits and who pays for the coverage. If you are paying for all or part of the cost, the table also indicates whether your contributions are deducted from your paychecks before or after taxes are withheld. Most calendar years have 26 bi-weekly pay periods. Your cost will be deducted from each bi-weekly paycheck.

Eligibility By Associate Type

C

Regular Associate

Temporary Associate

Part Time 20-29 HRs/Wk

Part Time

Part Time

Full Time

Full Time

Pre/post tax

Who Contributes

Benefit

Vendor

Eligible to enroll the 1st day of the month on or after 30 calendar days of employment based on the eligibility chart below

Medical

Cigna

x

x

Pre-Tax

You & MAA

Dental

Cigna

x

Pre-Tax

You & MAA

Vision

Cigna

x

Pre-Tax

You at Group Rates

Flexible Spending Accounts (FSAs)

Discovery Benefits

x

Pre-Tax

You

Automatically enrolled the 1st day of the month on or after 90 calendar days of employment based on the eligibility chart below

Basic Life Insurance

Lincoln Financial Group

x

n/a

MAA

Basic Accidental Death & Dismemberment (AD&D)

Lincoln Financial Group

x

n/a

MAA

Short-Term Disability

Lincoln Financial Group

x

n/a

MAA

Long-Term Disability

Lincoln Financial Group

x

n/a

MAA

Eligible to enroll the 1st day of the month on or after 90 calendar days of employment based on the eligibility chart below

Optional Employee, Spouse, and Child Life Insurance Optional Employee, Spouse, and Child AD&D Accident Insurance, Hospital Indemnity Insurance, and Critical Illness Insurance

Lincoln Financial Group

x

Post-Tax

You at Group Rates

Lincoln Financial Group

x

Post-Tax

You at Group Rates

Metlife

x

x

Post-Tax

You at Group Rates

Pet Insurance

Nationwide

x

x

Post-Tax

You at Group Rates

Legal Insurance

ARAG

x

x

Post-Tax

You at Group Rates

Identity Theft Protection

LifeLock

x

x

Post-Tax

You at Group Rates

Automatically enrolled the 1st day of the month on or after 6 months of employment based on the eligibility chart below

401(k) Plan

Empower Retirement

x

x

x

x

x

Pre-Tax

You & MAA

Automatically enrolled on your date of hire

Employee Assistance Program (EAP)

Cigna

x

x

x

x

x

n/a

MAA

Eligible Dependents Dependents you can cover include: 

Legal spouse (same or opposite sex)

 Child(ren) up to age 26, regardless of marital or student status. Eligible children include your biological children, stepchildren, adopted children or children placed in your home for adoption, foster children and children for whom you are the court-appointed legal guardian if that child is financially dependent on you.  A child of any age who is medically certified as disabled (prior to the child’s 26th birthday), resides with you, and is primarily dependent upon your support.

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After your initial enrollment period or a subsequent annual open enrollment period has expired, you cannot enroll in or make changes to your benefit elections until the next annual open enrollment period unless you experience a Qualifying Life Event, as defined by the IRS, such as:

Marriage, divorce, or legal separation



 Birth, adoption or placement of adoption, or becoming the court-appointed legal guardian of a child(ren)  Death of your spouse or child  Gain or loss of coverage for you or your dependents with your spouse’s employer as a result of an employment event  Change in your child’s eligibility  Becoming eligible for Medicare or Medicaid  Receipt of a Qualified Medical Child Support Order (QMCSO)  Significant change in cost or coverage in your spouse’s or child’s health insurance plan  Gain or loss of benefits eligibility, such as a transition from full time to part time or part time to full time Changes made on account of a qualifying life event must be consistent with the event. You have 30 days from the date of a qualifying life event to notify the Benefits department and make changes to your benefit elections in Workday. Benefit elections made following a qualifying life event will become effective on the date of the event (such as the date of marriage or birth), in most situations. Notice of Special Enrollment Rights If you are declining coverage for yourself and/or your eligible dependent(s) during your initial enrollment period or a subsequent annual open enrollment period because of other health coverage (such as COBRA coverage or coverage under another health plan), you may be able to enroll yourself and your eligible dependent(s) in MAA’s medical coverage if you or your dependents lose eligibility for such other coverage (such as due to the end of the maximum COBRA period, ceasing to meet the eligibility requirements, or as otherwise required by law) or if employer contributions toward that other coverage cease. However, you must request enrollment within 30 days after loss of other coverage. If the other coverage ends voluntarily, such as due to failure to pay the required premiums, there is no right to special enrollment. In addition, if you or your dependent (1) becomes eligible for state-granted premium assistance or (2) lose health coverage under Medicaid or State Children’s Health Insurance Plan (known as CHIP), you will have a special enrollment right under MAA’s group medical plan. To enroll, you must request coverage within 60 days of either of these two events. For questions or additional information, contact the Benefits department at (877) 277-2327 or send an email to [email protected].

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Determine if you are eligible and who you can cover. The table on page 5 highlights eligibility for benefits and who pays for the coverage. In addition, page 5 describes which of your dependents are eligible to be covered under most benefit plans.

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Need help choosing your plans? We have the tool for you!

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ALEX® is a virtual benefits counselor who can help you decide which benefit plans will best serve your needs. ALEX is easy to understand. The experience is designed to be light, jargon-free, and helpful. ALEX is completely confidential. It does not create, receive, maintain, transmit, collect or store any identifiable end-user information. ALEX is not an enrollment platform for benefits. You can access ALEX anytime from the Workday Homepage, underneath the Announcements section.

Make your benefit elections in Workday. New Hire Enrollment: If you are a new associate, you have 30 days from your date of hire to complete the New Hire Enrollment event that will be delivered to your inbox in Workday after one week of employment.

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Review the benefit plans for which you are eligible and “Waive” or “Elect” coverage under each plan for the 2020 plan year. If you do nothing, your elections will default to “Waive” for all benefit plans, with the exception of the plans for which you will be automatically enrolled, as indicated in the table on page 5. Open Enrollment: If you are an existing associate, you have from November 1 through November 15, 2019 to complete the Open Enrollment event in your inbox in Workday and make your benefit elections for the 2020 plan year. If you do nothing, your current benefit elections, with the exception of Flexible Spending Accounts (FSAs), will carryover for the 2020 plan year. Elections for all FSA plans will default to “Waive” for the 2020 plan year. Read more about the FSAs on page 22.

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New to choosing medical benefits? Unsure of which plan is right for you? Let ALEX be your guide! alex ® A tip From

Plan Links Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HRA Plan Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HSA Plan Cigna Choice Fund HRA + Cigna Choice Fund HSA MAA offers two medical plan options through Cigna - the Choice Fund HRA Plan and the Choice Fund HSA Plan. Although the plans share common features, they differ in what you pay when you use the plan as well as in the amount you pay through your paychecks. In addition, each plan comes with an account that can be used to pay for certain health care expenses. It is important to take the time to understand how each plan works and what you can expect to pay so you can choose the plan that best meets your needs.

Both Plans Share Common Features:

 Access to participating providers and hospitals in Cigna’s Open Access Plus (OAP) Network.

 Flexibility to receive care in- or out-of-network. However, when you receive in-network care, your costs are lower.

 Routine Preventive Care covered at 100%.

 Coverage for the same types of services.

 Once you meet the Deductible, coverage is shared with the plan in a Coinsurance arrangement until an Out-of-Pocket Maximum is met.  When you meet the Out-of-Pocket Maximum, the plan pays 100% for covered medical and prescription drug expenses for the remainder of the calendar year.

 Cigna’s Standard 4-Tier Prescription Drug Formulary. Click here to learn more.

 Cigna’s Health Programs and Resources found on page 14 and 15.

Refer to the Glossary of Terms on page 3 for the definitions of the words in bold orange print above

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Lowest payroll contributions

Highest payroll contributions

Lowest Deductible

Highest Deductible

You pay 100% for prescriptions, doctor visits, and all covered services that are not considered Preventive Care until you meet your Deductible.

The plan comes with a Health Reimbursement Account (refer to “What is a Health Reimbursement Account?” on page 10 for more information). When one or more dependents are covered under the plan, the plan includes an Embedded Out-of-Pocket Maximum, which means you will not pay more than this amount in a calendar year for any individual covered under the plan. When one or more dependents are covered under the plan, the plan includes an Embedded Deductible. When expenses are applied toward an Embedded Deductible, they are also applied toward the shared family Deductible. After you meet your Deductible, you and the plan pay Coinsurance until you reach your Out-of-Pocket Maximum. You pay a Copay when you visit an urgent care center or a doctor’s office for covered services that are not considered Preventive Care. You pay Coinsurance for prescription drugs, up to a certain amount. For all other covered services that are not considered Preventive Care, you pay 100% until you meet your Deductible.

Click here to see the prescription drugs that are covered under this plan at 100%.

When one or more dependents are covered under the plan, the family Deductible is shared.

The plan comes with a Health Savings Account (refer to “What is a Health Savings Account?” on pages 11 and 12 for more information). When one or more dependents are covered under the plan, the plan includes an Embedded Out-of-Pocket Maximum, which means you will not pay more than this amount in a calendar year for any individual covered under the plan. After you meet your Deductible, you and the plan pay Coinsurance until you reach your Out-of-Pocket Maximum.

Refer to the Glossary of Terms on page 3 for the definitions of the words in bold orange print above

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A Health Reimbursement Account, or HRA, is an employer-funded account offered in combination with the Choice Fund HRA health plan that is used to pay covered expenses applied to your health plan Copays, Deductible, and Coinsurance. The account is administered by Cigna and funded by MAA, as indicated below.

HOW IS MY HRA FUNDED?

Automatic contribution upon enrollment and January 1 of each year thereafter

You and your covered spouse (if applicable) can earn wellness incentives by completing various activities throughout the year in our Motivate Me ® program with Cigna. Read more on page 13.

Up to $250 each per year

$250 per year

Unused funds in your HRA carryover at the end of each year with no limit, as long as you remain covered under the Choice Fund HRA Plan. If your coverage terminates under the Choice Fund HRA plan, you forfeit any unused funds in your HRA.

HOW DOES MY HRA WORK WITH MY HEALTH PLAN?

Information regarding your HRA, health care claims and benefits are available:  on myCigna.com  by calling Cigna at 800-244-6224

When you obtain medical care or fill a prescription, a claim is submitted to Cigna. With the exception of Preventive Care, below is what you can expect to pay at the time of service: PCP visit = $30 Copay Specialist visit = $40 Copay Urgent Care visit = $50 Copay Pharmacy = Coinsurance, up to a certain amount, as indicated on page 16.

Cigna processes your claim based on the covered expenses and negotiated discounts from in-network providers (if applicable), and applies any Copay, Deductible, or Coinsurance for which you are responsible.

Cigna provides an Explanation of Benefits (EOB) to you and the provider outlining the details of your claim including the amount paid to the provider by your plan and from your HRA, and any amounts applied to your Copay, Deductible and Coinsurance for which you are responsible.

If there are funds available in your HRA, Cigna will use the funds to:  pay the provider or pharmacy for expenses applied to your Deductible or Coinsurance.  reimburse you by check for a Copay paid at the time of service. If there are no funds available in your HRA, you must pay the provider the amount for which you are responsible that was not paid at the time of service.

Refer to the Glossary of Terms on page 3 for the definitions of the words in bold orange print above

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Click here to view IRS Publication 502 regarding qualified medical expenses. alex ® A tip From

Additional advantages of an HSA include:  Annual Rollover. If you have money left in your HSA at the end of the year, it rolls over to the next year.  Portability. The money in your HSA remains available for future qualified expenses, even if you change health insurance plans, leave MAA to work for another employer, or retire.  Convenience. A debit card will be issued so you can pay for prescriptions and other eligible expenses right away. If you wait for a bill to come in the mail, you can make a payment online or by mail or phone using your HSA debit card. A Health Savings Account, or HSA, is a personal savings account that works in combination with a High-Deductible Health Plan (HDHP), such as the Cigna Choice Fund HSA Plan, and can be used to pay for qualified medical, dental and vision expenses. Both you and MAA can contribute to your account, up to the federal limits. Your contributions to the account, the interest your account earns, and withdrawals you make for qualified expenses are all tax free, making it a triple tax-advantaged account. You must meet the following IRS requirements to be eligible for an HSA:  You must be enrolled in a HDHP, such as the Cigna Choice Fund HSA health plan.  You must not be covered under another health plan, including Medicare Parts A and B and TRICARE.  You must not be participating in a Medical Flexible Spending Account (FSA) that reimburses for medical expenses, unless it is limited to work with an HSA (for example, a Limited FSA for dental and vision expenses).  You must not be claimed as a dependent on another person’s tax return. AM I ELIGIBLE FOR AN HSA?

HOW IS MY HSA FUNDED AND HOW MUCH CAN I CONTRIBUTE?

By You

By MAA

You can fund your HSA every pay period with pre-tax payroll contributions. You may change your contribution at any time during the year in Workday. You can fund your HSA at any time by making a deposit with after-tax dollars.

MAA will make a contribution to your HSA upon enrollment and every January 1 thereafter equal to $250 for single coverage (Employee Only) and $500 for family coverage (Employee + Spouse, Employee + Child or Children, Employee + Family). MAA will make contributions (up to $500 each) to your HSA throughout the year when you and your covered spouse (if applicable) complete various wellness-related activities through the Motivate Me Wellness Incentive Program. See page 13 for more information.

The sum of contributions made by you and MAA cannot exceed the federal limit, as indicated in the table below.

IRS Annual Contribution Limits for HSA s

2019

2020

$3,500

$3,550

Single Coverage (Employee Only)

Family Coverage (Employee + Spouse, Employee + Child or Children, Employee + Family)

$7,000

$7,100

$1,000

$1,000

Additional Catch-Up Contributions (age 55 or older)

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HOW DOES MY HSA WORK WITH MY HEALTH PLAN?

CIGNA CHOICE FUND HSA PLAN

HEALTH SAVINGS ACCOUNT

Upon enrollment in the Cigna Choice Fund HSA health plan, you will receive a health plan insurance card from Cigna within 7-10 business days. You will present your insurance card when you obtain medical care or fill a prescription for claim processing purposes.

In addition, an HSA will be opened with the initial contribution from MAA and maintained on your behalf through HSABank. You will receive a Cigna Choice Fund Health Debit Card and welcome kit from HSABank. You can use this card to pay for eligible out-of-pocket expenses at the time of service or after.

You decide how and when to use the money in your HSA, up to the amount available in your account. You can use your HSA debit card to pay for qualified medical, dental and vision expenses at the time of service or upon receipt of a bill from a provider. You can also save the money in your HSA to use for future qualified expenses (i.e., in retirement). You won’t need to submit documentation to substantiate the charges made to your HSA debit card, but it’s important to keep your receipts for all expenses paid from your HSA for tax and recordkeeping purposes.

If there are funds available in your HSA, you decide whether or not to use the funds to pay all or a portion of the qualified expenses for which you are responsible, including amounts applied to your Deductible and Coinsurance. If there are no funds available in your HSA, you must use another form of payment to pay the provider the amount for which you are responsible.

When you obtain medical care or fill a prescription, a claim is submitted to Cigna. With the exception of Preventive Care, you will pay 100% of the cost of medical care and prescription drugs, either at the time of service or your provider will bill you directly, until you meet your Deductible.

Cigna processes your claim based on the covered expenses and negotiated discounts from in-network providers (if applicable), and applies your Deductible or Coinsurance for which you are responsible.

Cigna provides an Explanation of Benefits (EOB) to you and the provider outlining the details of your claim, including the amount paid to the provider by your plan and any amounts applied to your Deductible and Coinsurance for which you are responsible.

Information regarding your HSA, health care claims and benefits are available:

 on myCigna.com

 by calling Cigna at (800)244-6224

Once you meet your Deductible, you will pay a portion of your covered expenses and the plan will pay the rest (Coinsurance) until you reach your Out-of- Pocket Maximum.

Refer to the Glossary of Terms on page 3 for the definitions of the words in bold orange print above

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®

Through our Motivate Me platform with Cigna, associates and spouses covered under our medical plans will have the opportunity to earn incentives throughout the year in the form of contributions to their HRA or HSA by completing the wellness-related activities listed in the chart below.  Associates and Spouses covered under the Cigna Choice Fund HRA plan will be able to earn up to $250 each per year.  Associates and Spouses covered under the Cigna Choice Fund HSA plan will be able to earn up to $500 each per year. Once you complete an activity*, no further action is required by you to receive the incentive. The incentive is typically deposited into your HRA/HSA within 4 weeks of the date you completed the activity. *In order to receive an incentive for a biometric screening, you and your doctor must complete the wellness screening form found here and return it directly to Cigna.

Click here for more information on the program. Click here to read the Notice for MAA-Sponsored Wellness Programs.

Health Assessment Biometric Screening

$25 $50

$50

1 per year 1 per year

$100

Preventive care, validate by claim:

$75 $50 $50 $50 $50 $50 $25

$150 $100 $100 $100 $100 $100

1 per year 1 per year 1 per year 1 per year 1 per year 1 per year 1 per year

Adult Physical

Annual OB/GYN Exam

Cervical Cancer Screening Routine Mammogram Colon Cancer Screening

Prostate Screening

$50

Flu Shot

Maternity Support

$50

$100

1 per year

Healthy Pregnancies, Healthy Babies

Other Programs

1 per program, up to 4 per year

Online Health Coaching

$25

$50

$100

$200

Telephonic Coaching-Chronic Only

1 per year

Once per year upon earning 20 stars

Apps & Activities (Digital Engagement)

$50

$100

Self-Reported Activities Participation in local fitness events (i.e., the 5k, marathon, triathlon, obstacle races, charity races.) Financial Wellness Programs (i.e., budgeting, debt elimination, retirement planning.) Maximum amount of incentives an Associate and Spouse are eligible to receive in a plan year:

$25

$25

1 per activity, up to 4 per year 1 per activity, up to 4 per year

$25

$25

$250 per member

$500 per member

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myCigna Register on myCigna.com and download the myCigna app to conveniently access information regarding your health plan. Once you do, you can log in anytime, just about anywhere to:

 Manage and track claims  View ID card information  Find in-network doctors and compare cost and quality ratings  Review your coverage  Track your account balances and deductibles  Order your Cigna Home Delivery prescriptions online and view order history

Register today! Visit myCigna.com or download the myCigna app.

Languages supported: English and Spanish

Cigna Telehealth Connection Cigna provides access to two telehealth services as part of your health plan – Amwell and MDLIVE. Cigna Telehealth Connection lets you get the care you need – including most prescriptions (when appropriate) – for a wide range of minor conditions. You can connect with a board-certified doctor 24/7/365 via video chat or phone, without leaving your home or office.

The most common reasons for telehealth services:

Sore throat Headache

Fever

Rash Acne

Shingles









Cold and Flu

Bronchitis









Stomachache

Allergies

Pink eye

UTIs and more









Signing up is easy! Connect with Amwell and MDLIVE through myCigna.com or the myCigna app. No separate login needed. You may also register at the websites listed below.

AmwellforCigna.com 855.667.9722

MDLIVEforCigna.com 888.726.3171

For more information on Cigna Telehealth Connection click here.

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Cigna One Guide ® Cigna One Guide is a service that provides personalized one-on-one support via app, chat, online or phone during pre-enrollment and post-enrollment. Your personal guide will help you understand the basics of health coverage and get the most out of your plan, find the right providers and hospitals, understand your bills, and more.

To speak with a Cigna One Guide representative, call 888.806.5042 prior to enrolling and 800.244.6224 after your coverage begins. For more information on the Cigna One Guide service, click here.

Cigna 90 Now Cigna 90 Now is a maintenance medication program that allows you to fill prescriptions in a 90-day supply at a 90- day retail pharmacy in your plan’s network or through Cigna Home Delivery. Filling your prescription in a 90-day supply means you can make fewer visits to the pharmacy and save money.

Call 800.835.3784 to speak to a Customer Service representative or visit http://www.cigna.com/home-delivery-pharmacy

Cigna Healthy Pregnancies, Healthy Babies ® The Cigna Healthy Pregnancies, Healthy Babies program is designed to help you and your baby stay healthy during your pregnancy and in the days and weeks following your baby's birth. This program will assist you with finding support early and often, learning as much as you want by providing live support and access to online resources 24 hours a day, seven days a week. Completion of this program qualifies for an incentive under the Motivate Me program. Call 800-615-2906 to enroll. For more information on the Healthy Pregnancies, Healthy Babies program, click here. Omada ® for Cigna Omada for Cigna is a digital lifestyle change program designed to help at-risk individuals combat obesity-related chronic diseases such as type 2 diabetes and heart disease. Omada combines the latest technology with ongoing support so you can make the changes that matter most – whether that’s around eating, activity, sleep, or stress. MAA is covering this program under the health plan at 100% for associates and their adult dependents who are at risk for diabetes or heart disease and are accepted into the program.

To see if you’re eligible for the program visit omadahealth.com/maa. (Company identifier is maa) For more information on the Omada for Cigna program, click here.

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Choice Fund HRA Plan

Choice fund HSa plan

Benefit

In-Network

Out-of-network

In-network

Out-of-network

Medical benefits Annual Deductible

Individual Individual (Embedded)/Family

$1,500 $1,500/$3,000

$3,000 $3,000/$6,000

$2,000 $4,000

$4,000 $8,000

Out-of-Pocket Maximum includes copays, deductible and coinsurance

Individual Individual (Embedded)/Family

$4,000 $4,000/$8,000 Plan pays 80% You pay 20%

$8,000 $8,000/$16,000 Plan pays 50% You pay 50%

$5,000 $6,900/$10,000 Plan pays 80% You pay 20%

$10,000 $13,800/$20,000

Plan pays 50% You pay 50%

Co-insurance

Preventive Care

No Charge

Not Covered

No Charge

Not Covered

Cigna Telehealth Connection Services (MDLIVE® or Amwell®)

You pay $45-$49. After Deductible, you pay 20%

No Charge

Not Covered

Not Covered

After Deductible, you pay 50% After Deductible, you pay 50%

After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

Primary Care Physician (PCP) Office Visit

$30 Copay

Specialist Office Visit

$40 Copay

Urgent Care

$50 Copay

$50 Copay

After Deductible, you pay 20%

After Deductible, you pay 20%

Emergency Room

Emergency Medical Transportation

No Charge

No Charge

Inpatient Hospitalization & Professional Services

After Deductible, you pay 20% After Deductible, you pay 20%

After Deductible, you pay 50% After Deductible, you pay 50%

Outpatient Facility & Professional Services

Retail Pharmacy (30-Day Supply)

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

Generic Medications

20% ($10 min, $20 max)

Preferred Brand Medications

30% ($25 min, $50 max)

Non-Preferred Brand Medications

40% ($50 min, $100 max)

Home delivery pharmacy (30-day supply)

50% ($150 min, $300 max)

After Deductible, you pay 20%

Not Covered

Not Covered

Specialty Medications

Home delivery pharmacy (90-day supply)

After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

20% ($25 min, $50 max)

Generic Medications

Not Covered

Not Covered

30% ($50 min, $100 max)

Preferred Brand Medications

Not Covered

Not Covered

40% ($100 min, $200 max)

Non-Preferred Brand Medications

Not Covered

Not Covered

16

ALEX can help you estimate howmuch you’ll spend in a year between your payroll contributions and what you’ll pay when you use the plan. alex ® A tip From

We know that rising health care costs are of concern to our associates, and we want to do as much as we can to help you save money on your medical plan premiums. First, we pay a large portion of your total premium. Second, we reward you if you have not used tobacco in the last 12 months or more by providing a $25 per payroll discount. Third, we reward you for your continued service by providing the following per payroll discounts:

Choice Fund HRA Plan

Choice Fund HSA Plan

Does not use tobacco

Uses Tobacco

Does not use tobacco

Uses Tobacco

Coverage level + years of service

Your contribution

MAA contribution

Your contribution

MAA contribution

Your contribution

MAA contribution

Your contribution

MAA contribution

0

$86.00

$223.50

$111.00

$198.50

$58.27

$227.18

$83.27

$202.18

2

$76.00

$233.50

$101.00

$208.50

$48.27

$237.18

$73.27

$212.18

4

$73.50

$236.00

$98.50

$211.00

$45.77

$239.68

$70.77

$214.68

6

$71.00

$238.50

$96.00

$213.50

$43.27

$242.18

$68.27

$217.18

8

$68.50

$241.00

$93.50

$216.00

$40.77

$244.68

$65.77

$219.68

10+

$66.00

$243.50

$91.00

$218.50

$38.27

$247.18

$63.27

$222.18

0

$238.90

$380.11

$263.90

$355.11

$182.84

$388.04

$207.84

$363.04

2

$228.90

$390.11

$253.90

$365.11

$172.84

$398.04

$197.84

$373.04

4

$226.40

$392.61

$251.40

$367.61

$170.34

$400.54

$195.34

$375.54

6

$223.90

$395.11

$248.90

$370.11

$167.84

$403.04

$192.84

$378.04

8

$221.40

$397.61

$246.40

$372.61

$165.34

$405.54

$190.34

$380.54

10+

$218.90

$400.11

$243.90

$375.11

$162.84

$408.04

$187.84

$383.04

0

$155.77

$401.34

$180.77

$376.34

$120.75

$393.04

$145.75

$368.04

2

$145.77

$411.34

$170.77

$386.34

$110.75

$403.04

$135.75

$378.04

4

$143.27

$413.84

$168.27

$388.84

$108.25

$405.54

$133.25

$380.54

6

$140.77

$416.34

$165.77

$391.34

$105.75

$408.04

$130.75

$383.04

8

$138.27

$418.84

$163.27

$393.84

$103.25

$410.54

$128.25

$385.54

10+

$135.77

$421.34

$160.77

$396.34

$100.75

$413.04

$125.75

$388.04

0

$295.85

$632.66

$320.85

$607.66

$234.11

$622.22

$259.11

$597.22

2

$285.85

$642.66

$310.85

$617.66

$224.11

$632.22

$249.11

$607.22

4

$283.35

$645.16

$308.35

$620.16

$221.61

$634.72

$246.61

$609.72

6

$280.85

$647.66

$305.85

$622.66

$219.11

$637.22

$244.11

$612.22

8

$278.35

$650.16

$303.35

$625.16

$216.61

$639.72

$241.61

$614.72

10+

$275.85

$652.66

$300.85

$627.66

$214.11

$642.22

$239.11

$617.22

17

Jack is single and considers himself a healthy guy. He does not have any health conditions or take any prescription drugs on a regular basis. He gets a flu shot every year and sees his primary care physician for an annual preventive exam and health screening. He does not anticipate the need for any other medical care. Jack is interested in the Cigna Choice Fund HSA Plan because the bi-weekly payroll contributions are lower and MAA will make contributions to his HSA that he can use for unplanned medical expenses in the future.

Cigna Choice Fund HSA Plan

Cigna Choice Fund HRA Plan

Bi-Weekly Medical Premium (Less than 2 years of service and does not use tobacco)

$58.27

$86.00

Annual Medical Premiums (26 pay periods)

$1,515.02

$2,236.00

MAA Annual Contribution to HSA/HRA

$250

None

Motivate Me Wellness Incentives Earned (contributed to HSA/HRA)

$350

$175

Jack’s Out-of-Pocket Expenses (assumes Jack goes in-network for all medical care)

Deductible $2,000

Coinsurance 20%

Deductible $1,500

Jack’s Medical Care and Prescriptions

Copay

Copay

Coinsurance 20%

1 preventive adult exam and health screening (assumes $347 in provider and lab charges) *Jack earns MotivateMe Wellness Incentives 1 sick visit with primary care physician (assumes $197 office visit charge) 1 retail generic prescription drug (assumes $20 for 30-day supply) 1 preventive flu shot at CVS Minute Clinic *Jack earns a MotivateMe Wellness Incentive Total Combined Out-of-Pocket Costs for Medical Care and Prescriptions (All of which can be paid with HSA/HRA funds)

N/A

$0

$0

$0

$0

$0

N/A

$197

$0

$30

$0

$0

N/A

$20

$0

$0

$0

$4

N/A

$0

$0

$0

$0

$0

$217

$34

Total Annual Payroll Contributions

$1,515.02

$2,236.00

Total Annual Payroll Contributions + Jack’s Total Out-of-Pocket Expenses

$1,732.02

$2,270.00

Total Costs Net of HSA/HRA Funds

$1,515.02

$2,236.00

Jack’s Choice Jack elected the Cigna Choice Fund HSA Plan. Under this plan, his payroll contributions and out-of-pocket expenses were the lowest of the two options. Jack used $217 of the $600 that MAA contributed to his HSA to pay his out-of-pocket expenses and the remainder of the money will carry over to next year.

18

Jill needs to cover herself and two children. Although no one in Jill’s family has a medical condition, she anticipates her children will have illnesses, a visit to the emergency room, and everyone will obtain their preventive care exams, screenings and flu shots. Jill is interested in the Cigna Choice Fund HRA Plan because she wants to pay the least amount out of pocket when she uses the plan… even if that means she has to pay more in premiums every pay period .

Cigna Choice Fund HSA Plan

Cigna Choice Fund HRA Plan

Bi-Weekly Medical Premium (Less than 2 years of service and does not use tobacco)

$120.75

$155.77

Annual Medical Premiums (26 pay periods)

$3,139.50

$4,050.02

MAA Annual Contribution to HSA/HRA

$500

$250

MotivateMe Wellness Incentives Earned (contributed to HSA/HRA)

$350

$175

Jill’s Out-of-Pocket Expenses (assumes Jill goes in-network for all medical care)

Deductible $4,000

Coinsurance 20%

Deductible $1,500/$3,000

Coinsurance (20%)

Jill & Family Medical Care and Prescriptions

Copay

Copay

1 preventive adult exam and health screening (assumes $347 in provider and lab charges) *Jill earns MotivateMe Wellness Incentives 2 preventive well child exams (assumes $197 office visit charge per visit) 6 sick and follow up visits with primary care physician for Jill’s children (assumes $247 per office visit) 1 emergency room visit for Jill’s child (assumes $1,000 in charges) 4 preferred brand medications (assumes $50 each for 30-day supply) 3 preventive flu shots at CVS Minute Clinic *Jill earns a MotivateMe Wellness Incentive

N/A

$0

$0

$0

$0

$0

N/A

$0

$0

$0

$0

$0

6 visits at $247 each = $1,482

6 copays at $30 = $180

N/A

$0

$0

$0

N/A

$1,000

$0

$0

$1,000

$0

30% co-insurance = $15 x 4 = $60

N/A

$200

$0

$0

$0

N/A

$0

$0

$0

$0

$0

3 MDLive consultations (assumes $45 each)

3 visits at $45 = $135

N/A

$0

$0

$0

$0

Total Combined Out-of-Pocket Costs for Medical Care and Prescriptions (Some of which can be paid with HSA/HRA funds)

$2,817.00

$1,240.00

Total Annual Payroll Contributions

$3,139.50

$4,050.02

Total Annual Payroll Contributions + Jill’s Total Out-of-Pocket Expenses

$5,956.50

$5,290.02

Total Costs Net of HSA/HRA Funds

$5,106.50

$4,865.02

Jill’s Choice Jill elected the Choice Fund HRA Plan. Under this plan, her payroll contributions and out-of-pocket expenses were the lowest of the two options. All of the money that MAA contributed to her HRA was used toward her out-of-pocket expenses.

19