Welcome to
open enrollment 2023
online enrollment must by completed by 5pm on march 24, 2023
quick links
Introduction
Now that open enrollment is here, it’s time for you to re-evaluate your existing benefit elections, discover the plans that are best for you and your family, and make changes that fit your needs.
Woodard offers a variety of benefits allowing you the opportunity to customize a benefits package that best fits you and your family. Our benefits program allows you to choose any or all of the benefits that best fit your personal situation.
You must actively choose any benefits coverage you would like, even if you are currently enrolled in that coverage.
The premiums for elected coverages are deducted from your paycheck automatically.
Here are the benefits we continue to offer:
Benefit | Who Pays the Cost? |
Medical | Woodard pays the majority of the employee cost for health coverage |
Dental | You pay for voluntary dental coverage |
Vision | You pay for voluntary vision coverage |
Basic Life and AD&D | Woodard covers 100% of the cost of coverage for you |
Voluntary Life | You pay for additional, voluntary life coverage |
Long Term Disability | You pay for voluntary long term disability coverage |
Flexible Spending Account | You pay for a voluntary flexible spending account |
Dependent Care Account | You pay for a voluntary dependent care account |
eligibility
If you are a full-time employee regularly scheduled to work 32 hours or more per week, your benefits will begin on the 1st of the month after 30 days of employment. You also have the option to enroll your eligible dependents in specified benefits.
Eligible dependents include:
- Your legal spouse
- Your children up to age 26, regardless of marital or student status
- Your unmarried children of any age who are incapable of supporting themselves due to a mental or physical disability and who are totally dependent on you
Making changes during the year
Choose your benefits carefully. Elections cannot be changed until our next Open Enrollment unless you experience a Qualifying Event, which includes:
- Marriage or Divorce
- Birth or Adoption of a child
- Loss or gain of dependent eligibility
- Becoming a United States citizen
- Any other designated event under HIPAA
You must notify and submit any applicable forms and/or documentation within 30 days of the Qualifying Event. Only benefit changes which are consistent with that particular event are permitted.
medical
PLAN HIGHLIGHTS | |||||
Link Primary Plan (MUST USE LINK AS YOUR PCP) | SSM Plan (USE ANY PCP YOU LIKE) | ||||
Link Primary | Non-SSM Providers | SSM | Non-SSM Providers | ||
Annual Deductible | Individual | $0 | $3000 | $0 | $3000 |
Family | $0 | $6000 | $0 | $6000 | |
Coinsurance | % paid after deductible | Plan Pays 100% | Plan Pays 100% of costs at our rates | Plan Pays 100% | Plan Pays 100% of costs at our rates |
Out-of-Pocket Max | Individual | $3000 | $3000 | ||
Family | $6000 | $6000 | |||
Preventative Healthcare Services | Well Child Care (to age 6) Well Care Services (age 6+) Annual Well Woman Exam Preventive Care Physician Services | $0 | $0 | $0 | $0 |
Physician & Office Services | Primary Care Physician | $0 | $25 copay | $0 | $25 copay |
Specialist | $0 | $50 copay | $0 | $50 copay | |
Convenience Clinics | $0 | $25 copay | $0 | $25 copay | |
Facility Services | Inpatient / Outpatient | $0 | Subject to Deductible | Subject to Deductible | |
Urgent Care / ER / Ambulance | $150 / $500 / $500 copay | $150 / $500 / $500 copay | |||
Laboratory Work | $40 copay | $40 copay | |||
Prescription Drugs | Generic / Name Brand / Specialty | $1 / $25 / $60 | $1 / $25 / $60 | ||
You can elect coverage for yourself, your spouse, and your dependent children up to age 26.
When you use Link Primary Care, your Out-of-Pocket cost will be ZERO.
We continue to have a direct contract with SSM providers and facilities where most services result in ZERO Out-of-Pocket costs. All Other Providers will be covered as outlined.
medical rates
Link Primary Plan | SSM Plan | |||
Non Tobacco Rates | Tobacco Rates | Non Tobacco Rates | Tobacco Rate | |
Employee Only | $112.00 | $168.00 | $137.00 | $205.00 |
Employee + Spouse | $855.00 | $1,282.00 | $1,065.00 | $1,597.00 |
Employee + Child (ren) | $460.00 | $690.00 | $570.00 | $855.00 |
Employee + Family | $855.00 | $1,282.00 | $1,065.00 | $1,597.00 |
Our plan pays Non-SSM Health providers at SSM rates. This means, if an exam at your Non-SSM provider costs $225 but our SSM cost for the same exam is $150, we will pay $150. You will be responsible for the remaining $75.
Additional benefits
*available for you and any family members enrolled in the medical plan
You can elect coverage for yourself, your spouse, and your dependent children up to age 26.
dental
PLAN FEATURES | ||
In Network / Out of Network | ||
Annual Deductible | Individual / Family | $50 / $150 |
Annual Benefit Maximum | Individual / Family | $1200 / $1200 per individual |
Preventative Care | Exams - 2x annually X-Rays Cleanings - 2x annually Fluoride (child) Space Maintainers (child) | $0 |
Basic Care | Emergency Exams Fillings Stainless Steel Crowns Periodontal Maintenance Simple Oral Surgery | 20% After Deductible |
Major Care | Complex Oral Surgery Anesthesia Periodontics Root Canal Crowns Implants Bridges Dentures | 50% After Deductible |
Child Orthodontics | You pay 50% $1000 Maximum Ortho Benefit | |
Monthly Dental Premiums | |
Employee Only | $24.70 |
Employee + 1 | $49.42 |
Employee + Family | $91.78 |
Vision
PLAN FEATURES | ||
VSP Choice Network | ||
Covered Charges | Benefit | Fequency |
Exams | $10 copay | 1x / 12 months |
Prescription Glasses | $25 copay | 1x / 12 months |
$130 allowance 20% Discount over allowance | 1x / 24 months | |
Contacts | $25 copay | 1x / 12 months |
Up to $60 copay | 1x / 12 months | |
$130 allowance | 1x / 12 months | |
You can elect coverage for yourself, your spouse, and your dependent children up to age 26. Our vision insurance is through Principal's VSP Choice Network.
*VSP has agreements established with some non-VSP Network retail chain providers. Up to a $70 allowance is given for a wide selection of frames from Costco, Walmart or Sam's Club. Please talk to your provider or contact VSP customer care for further details.
Monthly Vision Premiums | |
Employee Only | $5.94 |
Employee + Spouse | $11.93 |
Employee + Child(ren) | $12.65 |
Employee + Family | $18.90 |
gym membership
You can elect membership for yourself. You must visit Planet Fitness 12 times per quarter to remain active.
There is no enrollment fee, no annual fee, and no contract when you elect membership through Woodard.
If you are a current member, you membership will be converted to the Woodard membership.
PLAN FEATURES | |
White Card Membership | Black Card Membership |
Use of your Home Gym 24/7 | Use of 2000 locations nationwide |
Unlimited use of the fitness training | Unlimited fitness training |
Showers/Lockers | Use of total body enhancement |
X | Use of the Hydromassage bed |
X | Unlimited Guest Privileges |
X | Use of Tanning |
X | Use of Massage Chairs |
X | Half Priced Cooler Drinks |
Fun & Friendly Staff 24/7 | Fun & Friendly Staff 24/7 |
Monthly Gym Premiums | |
White Card | $0 |
Black Card | $13.00 |
life & disability
If you are a full-time employee, Woodard provides $50,000 of Life Insurance at no cost to you. We recognize that each of us has varying financial circumstances and that the Life + AD&D benefit we provide may not meet your needs. You have the option to purchase additional Life insurance for yourself and your eligible dependents. You must purchase Supplemental Life for yourself before you may do so for dependents.
Principal Group Life + AD&D for All Full-Time Employees | |
Life Benefit | $50,000 |
Accidental Death & Dismemberment | $50,000 Coverage for employees on and off the job |
Benefit Age Reduction* | Age 65 - 35% reduction Age 70 - 15% reduction *age reductions apply after proof of good health |
Principal Supplemental Life Insurance | |||
Minimum Election | Maximum Election | Guarantee Issue | |
Employee | $10,000 | $300,000 | $100,000 |
Spouse | $5,000 | $100,000 | $30,000 |
Child | $2,000 | $10,000 | $10,000 |
Employee and Spouse rates are based on age and will auto-calculate during your online enrollment process.
Principal Long Term Disability (LTD) | |
You have the option to elect Long-Term Disability Insurance which pays a portion of your income if you are unable to work due to a non-work-related accident, illness, or disability. LTD coverage begins 90 days of disability and continues for the duration of the disability, up to the Social Security Retirement Age. LTD rates are based on your age and income and will auto-calculate during your online enrollment process. |
fsa
A Flexible Spending Account (FSA) is a pre-tax benefit account used to pay for healthcare services.
You can use your FSA to pay for healthcare services like prescription medications, dental office visits, eye exams and prescription glasses, healthcare supplies, and more!
how it works
When you enroll, you decide the dollar amount you want to contribute based on your estimated expenses for the upcoming year. The funds will be deducted pre-tax in equal amounts from each paycheck throughout the plan year. And…you have access to your full election on day one!
As you incur eligible expenses, you may submit a request for reimbursement to BBP Admin, or simply use your FSA debit card for eligible healthcare purchases to eliminate the need for manual reimbursement.
Maximum FSA Election is: $3,050
ROLLOVER FUNDS: Up to $500 of unused FSA money at the end of the plan year can be rolled over to the next plan year. Funds remaining in excess of $500 at the end of the plan year are forfeited.
·Check out www.fsastore.com – everything on this website is FSA eligible!
Our FSA is administered by BBP Admin. Visit www.bbpadmin.com to view and manage your account.
DCFSA
A Dependent Care FSA (DCFSA) is a pre-tax benefit account used to pay for dependent care services.
You can use your FSA to pay for healthcare services like child daycare, preschool, summer day camp, babysitting / nanny care, elder daycare, and more!
how it works
When you enroll, choose the dollar amount you want to contribute based on your estimated expenses for the upcoming year. The funds will be deducted pre-tax in equal amounts from each paycheck throughout the plan year.
As you incur eligible expenses, you may submit a request for reimbursement to BBP Admin, or simply use your FSA debit card for eligible dependent care purchases to eliminate the need for manual reimbursement.
Maximum DCFSA Election is: $5,000
Tax Savings Scenario | |||
Without DCFSA | WITH DCFSA | ||
Gross Annual Pay | $60,000 | Gross Annual Pay | $60,000 |
Max DCFSA Contribution | ($0) | Max DCFSA Contribution | ($5,000) |
Net Annual Pay | $60,000 | Adjust Gross Pay | $55,000 |
Tax Rate (30%) | ($18,000) | Tax Rate (30%) | ($16,500) |
Dependent Care Costs | $5,000 | Dependent Care Costs | $0 |
Final Take Home Pay | $37,000 | Final Take Home Pay | $38,500 |
Take Home THIS MUCH MORE with a DCFSA | $1,500 | ||
eap
Our Employee Assistance Program (EAP) provides FREE 24/7 confidential counseling and support for a variety of challenges that may affect the health or well-being of you or any member of your household.
H&H offers counseling services for stress, anxiety, depression, addiction, family transitions, or other personal or work-related concerns.
In addition to counseling services, H&H also provides referrals to other resources, such as legal and financial services, health and wellness programs, and community support services. Because the services are confidential, you can seek help without fear of reprisal or negative consequences.
how it works
You can call H&H directly to request services at:
314-845-8302 or 800-832-8302
You can also find out more about their services online at:
(Company code: 12209)
TYPES OF ONLINE RESOURCES | |
Webinars Training Center Emotional Wellbeing Balanced Life Financial Health Videos Health Coaching Recipes | Personal Growth Assessments Legal Legal Forms Resilience Lawyer Locator Senior Services Student Services |
Do you have any questions?
Need a little help? When you or your loved ones need assistance, Simpara is here for you. Simpara is our consultant we’ve hired to design and manage our employee benefit plans.
When you have medical questions, insurance disputes, questions about coverage, even if you've been denied access for a certain medical procedure, THEY CAN HELP!
Additional resources
Aither Concierge Services: 833-665-7444 / customerservice@aitherhealth.com
Aither Online Services: www.aitherhealth.com
FSA/DCFSA Customer Service: 630-773-2337 / support@bbpadmin.com
Principal Customer Service Dental: 800-247-4695 / www.principal.com
Principal Customer Service Vision: 800-877-7195 / www.principal.com
commonly used insurance terms
copayment (copay)
a fixed amount you pay for health care services or prescription drugs.
coinsurance
is the amount you pay, as a percentage of the cost of your allowed services, after you reach the deductible, and until you reach the plan’s out-of-pocket maximum.
deductible
the amount you pay before your insurance begins to cover certain services such as hospitalization or outpatient surgery.
out-of-pocket maximum
is the most you pay per calendar year for covered health care costs, including deductibles, coinsurance, and copays. Once this limit is met, the plan pays 100% for the remainder of the year.
SSM Health
Woodard has partnered with SSM Health to provide one-of-a-kind healthcare experience for our employees and their families.
When you use SSM Health for all Non-Emergency Care, you pay $0 Out-of-Pocket.
ssm Facilities include the following:
- Cardinal Glennon Children’s Hospital
- DePaul Hospital
- St. Clare Hospital
- St. Mary’s Hospital
- St. Joseph Hospital
- Saint Louis University (SLU) Hospital
- SSM Rehabilitation Hospital
- St. Clare Surgical Center
- SSM Health Endoscopy Center
- SSM Health Day Institute (PT)
- SSM Physical Therapy
- SSM Home Health
ssm physician groups include the following:
- SSM Medical Group
- St. Charles Medical Group
- DePaul Medical Group
- SSM Health Cancer Care
- SSM Health Neurosciences
- SSM Health Express Clinic (Walgreens)
- St. Louis University Physician Group
- SLU Hospital Anesthesia
- SLU Hospital Physicians
- SSM Hospital Based Physicians
ADDITIONAL medical PLAN iNFO
COMPONENTS OF WOODARD'S HEALTH PLAN | |
Simpara is our consultant we’ve hired to design and manage our employee benefit plans. They will be your primary contact for all things benefits related. Feel free to contact them for questions or concerns related to your benefits. | |
6Degrees Health holds contracts directly with SSM and will be the name associated with our plan when you are at an SSM Facility. 6Degrees also handles out-of-network (Non-SSM Health) claims re-pricing and support in the event you experience a surprise/balance-bill. | |
Aither acts as the central nervous system of our health plan. They issue our ID cards, pay claims on our behalf, handle complex medical issues, and help you get the most out of your benefits. | |
TrueScripts is our Pharmacy Benefit Manager. Their logo will be on your ID card so that when you visit a pharmacy, they can verify your benefits and confirm your Rx copayment. | |
We have partnered with SSM Health to provide outstanding in-network benefits. When you use SSM Health for non-emergent care, you will pay $0 out of pocket. | |
We have partnered with Link Primary Care to provide personal, concierge Direct Primary Care. Link can take care of all primary and preventive care needs and help manage chronic disease for your whole family. They do labs, some imaging, and fill many Rx’s in-house. They will oversee and coordinate all needed care that is not provided in their office. After your initial visit, they also offer telehealth, text, and phone options 24/7! | |
ADDITIONAL medical PLAN iNFO
REFERENCE-BASED PRICING (RBP) | |
The Woodard health plan reimburses all Non-SSM Providers using Reference-Based Pricing methodology | |
What is RBP?
| RBP is simply a method of reimbursing doctors and hospitals through an employer-sponsored health plan. RBP uses national and local data benchmarks to determine fair and defensible prices for healthcare services. One of the most widely used benchmarks is Medicare. |
How is it different from a PPO? | Under a PPO, your health plan “rents” a network of doctors and hospitals. Those “in-network” providers are reimbursed at a discounted rate. PPO discounts are not transparent and discounts are applied to grossly inflated charges. What good is a 50% discount off of a price that’s been inflated 10x? You still overpay by 5x. In an RBP plan, there is no network. You can keep your doctor and you can receive care anywhere and our plan has you covered. |
Why use RBP?
| This method is more transparent, more fair, and a more sustainable way to provide high-quality and affordable health insurance to you. In fact, our overall health plan costs would be 20-30% more expensive if we leased a PPO. |
What happens if my doctor’s office won’t accept my insurance card? | Many doctor’s offices will not recognize the logos and names on your insurance card. That doesn’t mean you don’t have high quality insurance or can’t see your doctor! Simply tell the intake clerk that you have a self-insured health plan that reimburses all licensed health care providers directly and they should call the number on the back of the ID card to verify benefits. Kindness goes a long way. Most front desk/reception workers deal with frustrated patients and bureaucratic insurance companies all day long and are often underappreciated. |
What happens if I receive a “Balance Bill” | If you receive a bill that shows you owe more than your explanation of benefits (EOB) indicates you owe, you should contact Aither immediately. We have a team of advocates that will negotiate and work on your behalf to resolve balance billing issues. Call (833) 665-7444 |
Is there a way to avoid receiving a Balance Bill? | Yes! Besides using SSM Health Providers, our plan has a number of “safe-harbor” providers who also accept our plan as payment in full with a $0 Balance Bill. Simply contact Aither to inquire about safe harbor providers. Receiving all care through SSM Health avoids the risk of receiving a Balance Bill. NOTE: Mercy and BJC have refused to negotiate balance bills! |
What is Cash Pre-Pay? | For services like surgeries, diagnostics, and hospitalizations, our plan may be able to negotiate a Cash Pre-Pay price with your provider BEFORE your visit, and you avoid the risk of receiving a Balance Bill. |
This guide provides a general overview of your benefit choices and enrollment information to help you select the coverage that is right for you. It should not be considered a replacement for the more detailed information set forth in master plan documents. Every care is taken to ensure the accuracy of this guide.