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OPEN ENROLLMENT

October 16 to November 3, 2023

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2024 OPEN ENROLLMENT

2024 Plan Year

Annual opportunity to enroll, make changes or decline benefits coverage through SPS.

Review changes to the benefits program for 2024.

Benefit elections are effective January 1 - December 31, 2024.

Changes can be made mid-year if you experience a Qualifying Life Event (QLE).

Open Enrollment is

Oct 16 – Nov 3, 2023.

You have through November 3^rd to review and/or make any changes to your elections in SmartBen.

What is Open Enrollment?

Open Enrollment Period

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2024 BENEFIT HIGHLIGHTS

Medical and Prescription Drug Med-Pay (Mercy Health Network) / Capital Rx

NEW – Pharmacy administration is transitioning from Elixir to Capital Rx
NEW – Base PPO Specialty drugs will be covered at 20% after Rx Deductible ($250 Individual / $500 Family), up to $2,500 maximum out-of-pocket per calendar year
NEW – Buy Up PPO Non-Preferred brand name drugs will apply $50 copayment after Rx Deductible ($200 Individual / $400 Family)

Health Savings Account and Flexible Spending Account TASC

NEW – SPS is increasing the annual HSA Employer Contribution from $708 to $912

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The biggest change for the 2024 Plan year is that we are transitioning our Pharmacy Benefit Management from Elixir to Capital Rx. Employees will experience improved customer service. We recommend you refer to the Benefits Guide and the Benefits website should you have specific questions regarding your medication coverage. Again, there are minimal changes to the prescription drug formulary. If your prescription is impacted by this change you will have direct communication from Capital Rx.

There are 2 small changes prescription plan design. The Base PPO specialty drug tier will be covered at 20% after pharmacy deductible, up to $2500 maximum out of pocket per calendar year and the Buy Up PPO Non-preferred drugs will apply a $50 copayment after Rx deductible.

The final change this year is that the district is increasing the annual HSA employer contribution from $708 to $912 annually. Should you elect the High Deductible Health plan these funds will be contributed monthly to your HSA account.

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ENROLLING IN BENEFITS

Follow the below steps to ensure completion of your enrollment!

Enrollment must be completed from a computer with Internet access. Make sure to turn off any pop-up blockers. If you do not have Internet access, have questions regarding the enrollment process or need assistance enrolling, please contact the District’s Benefits & Leave Department at (417) 523-4647, or by email at benefits@spsmail.org.

How do I access the enrollment site?

Visit sps.smartben.net
Once on the enrollment site, you will need your User ID and Password to log in to the system.

Your preset User ID and Password are as follows:

USER ID: Your User ID is your Employee ID#+SPS (Ex. John Smith, Employee ID #1234, User ID is 1234SPS)
PASSWORD: Your Password is the last 4 digits of your SSN + SPS (Ex. Last 4 digits of SSN are 9876. Password is 9876SPS)

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Medical and Pharmacy

MED-PAY (MERCY HEALTH) & CAPITAL RX

MEDICAL AND PRESCRIPTION DRUG

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MEDICAL PLAN DESIGNS

Medical Plan Network	Buy-Up*�Mercy Health	Base* �Mercy Health	HDHP**�Mercy Health
	In-Network	In-Network	In-Network
Calendar Year Deductible	Embedded	Embedded	Embedded
Individual	$1,000	$2,000	$4,000
Family	$3,000	$5,000	$8,000
Coinsurance	25%	25%	0%
Out-of-Pocket Maximum
Individual	$5,000	$6,600	$6,350
Family	$10,000	$13,200	$12,700
Office Visits
Primary Care	$30 copay	$40 copay	Deductible
Specialist	$60 copay	$80 copay	Deductible
Urgent Care	$60 copay	$80 copay	Deductible
Preventive Care	100%	100%	100%
Hospital Services
Inpatient	$200 per confinement deductible, then 25% after deductible	$200 per confinement deductible, then 25% after deductible	Deductible
Outpatient	25% after deductible	25% after deductible	Deductible
Emergency Room	$250 copay, then 25% after deductible	25% after deductible	Deductible
Emergency Room	$250 copay, then 25% after deductible	$250 copay, then 25% after deductible	Deductible
HSA Eligible Plan	NO	NO	YES
Fitness Center Due Reimbursement	YES	YES	NO

*If you are on Medicare, the Base Plan and Buy-Up Plan are considered creditable coverage in terms of Medicare Part D.

**If you are on Medicare, the HDHP Plan is not considered creditable coverage in terms of Medicare Part D.

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PPO VS. QHDHP

	Buy-Up/Base PPO Plans	QHDHP
Overview	Copays for applicable services Once the deductible is met, coinsurance applies until the OOP maximum is satisfied.	Member pays negotiated provider costs for all medical services and prescription drugs until deductible is met. Once the deductible is met, coinsurance and applicable copays apply until the OOP maximum is satisfied.
HSA Compatible?	No.	Yes, members can pay the provider from HSA funds or post-tax dollars.
Medical Plan Payment	Office visits: Member pays copay at time of service. Other services: Member receives EOB in the mail or electronically following the visit.	No payment due at time of service, including office visits Provider sends claim to insurance carrier Once the claim is processed, the member receives an EOB in the mail or electronically following the visit.
Prescription Drug Payment	Member pays copay at time of service.	Member pays discounted cost of prescription drug at time of service until the medical deductible is met. Once the deductible is met, the applicable copay applies.
Preventive Care	Covered at 100% (in-network).	Covered at 100% (in-network).

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PHARMACY PLAN DESIGNS

Prescription Drugs	Buy-Up*�Mercy Health	Base* �Mercy Health	HDHP**�Mercy Health
	In-Network	In-Network	In-Network
Calendar Year Deductible
Individual	$200	$250	Medical Calendar Year Deductible
Family	$400	$500	Medical Calendar Year Deductible
Retail (34-day Supply)
Generic	$5 copay	$10 copay	$10 copay after CY deductible
Preferred Brand Name	$20 copay	$30 copay	$20 copay after CY deductible
Non-Preferred Brand Name	$50 copay after Rx deductible	$60 copay after Rx deductible	$30 copay after CY deductible
Mail Order (90-day Supply)
Generic	$10 copay	$20 copay	$20 copay after CY deductible
Preferred Brand Name	$40 copay	$60 copay	$40 copay after CY deductible
Non-Preferred Brand Name	$100 copay after Rx deductible	$120 copay after Rx deductible	$60 copay after CY deductible
Specialty Drugs (30-day Supply)
Specialty Drugs	20% copay after Rx deductible; up to $2,500 max per calendar year	20% copay after Rx deductible; up to $2,500 max per calendar year	$30 copay after CY deductible

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CAPITAL RX

Pharmacy benefit management is transitioning from Elixir to Capital Rx effective 1/1/2024.
Once active with Capital Rx, customer care experts are available 24/7 to support you.
Capital Rx offers an online portal and mobile app allowing you to:

Find low cost drugs at a pharmacy near you
Find a pharmacy
View your claims history
Download a digital pharmacy ID card
View which drugs are covered under your plan
Track how much money you have paid towards your out-of-pocket obligations
View or download member documents and plan forms

How to Register Online:

Visit https://app.cap-rx.com/register
Fill in your personal information and click VALIDATE
Complete credentials form and click CREATE ACCOUNT
Check your email and locate the verification code sent from Capital Rx
Enter the code provided to validate your email address

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CAPITAL RX NATIONAL PHARMACY CHAINS

https://enrollment.cap-rx.com/liberty

To view local pharmacies contracted with Capital Rx, please visit

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CAPITAL RX PATIENT ASSISTANCE PROGRAM

Capital Rx offers an alternative funding program that helps members access enhanced patient assistance funding, making it easier to afford medications.

Member experience is streamlined to remove delays and gaps in care.
Low or zero copays for members!
Capital Rx will proactively reach out to members taking an eligible medication to determine if you qualify for reduced copay.

RX CONTAIN

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EMPLOYEE CONTRIBUTIONS

2024 MONTHLY	Buy-Up�Mercy Health	Base �Mercy Health	HDHP�Mercy Health
Employee Only	$65.00	$0.00	$0.00
Employee + Spouse	$694.00	$565.00	$489.00
Employee + 1 Child	$436.00	$334.00	$289.00
Employee + Children	$505.00	$396.00	$343.00
Family	$864.00	$718.00	$621.00

2024 SEMI-MONTHLY	Buy-Up�Mercy Health	Base�Mercy Health	HDHP�Mercy Health
Employee Only	$32.50	$0.00	$0.00
Employee + Spouse	$374.00	$282.50	$244.50
Employee + 1 Child	$218.00	$167.00	$144.50
Employee + Children	$252.50	$198.00	$171.50
Family	$432.00	$359.00	$310.50

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Health Savings Account (HSA)

TASC

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HEALTH SAVINGS ACCOUNT (HSA)

Employee contributions are pre-tax and payroll deducted.
The money in the account (including interest) grows tax-free.
As long as funds are used to pay for qualified expenses, they are spent tax-free.

Member Owned Account

No ‘use it or lose it’.

Funds Rollover

Enrolls in a different Qualified High Deductible Health Plan (QHDHP).
Changes jobs or becomes unemployed.
Retires.
Moves to another state.
Changes his/her marital status.
In event of a member’s death, the named beneficiary takes over member’s HSA.

The HSA is portable. It stays with the member for life, even if the member:

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A HDHP gives you more control of your health care expenses. It is designed primarily for people who are relatively healthy and don't plan to make many trips to the doctor’s office besides basic preventive checkups. A person who chooses this type of plan will pay a lower premium than they would with the PPO plans. However, since the premiums are lower, the deductible is higher than the other two plans. To help offset the higher deductible, this plan comes with an attached Health Savings Account (HSA) where you can contribute funds on a pre-tax basis to pay for your health expenses in addition to what the district contributes on your behalf.

Highlights of an HDHP:

The HSA is a member owned account that allows you to put aside funds on a pre-tax basis to use toward healthcare expenditures.

You can use any doctor or hospital, but you'll pay less when you use in-network providers

In-network preventive care is covered at 100%

The funds will continue to rollover year over year and will remain in your account until you spend them.

The HSA is also portable. If for any reason you happen to leave the District, you will take your HSA account with you and any remaining dollars.

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HSA LIMITS AND CONTRIBUTIONS

2024 IRS Maximum HSA Funding Limits
Total Maximum	Employee Only	$4,150
	Employee + Dependent Tiers	$8,300
Catch-up Contributions (age 55+)		$1,000

2024 District HSA Contribution
$912

HSA limits are inclusive of both employer and employee contributions.

The employer seed is only eligible for those individuals enrolled in the plan.

The annual HSA seed will be distributed monthly/semi-monthly and will be prorated as applicable.

To learn more about optimizing the HSA experience, please access this brief video: https://flimp.live/SPS-optimizeHSA

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ELIGIBILITY TO CONTRIBUTE TO HSA

You must be covered by a QHDHP

You cannot have any other “first dollar coverage” such as:

Covered by a spouse’s health plan (unless it is a qualified high deducible plan), flexible spending account, or health reimbursement arrangement.
Enrolled in medicare, TRICARE, or received Veterans Administration benefits in the past three months.

You cannot be claimed as a dependent on someone else’s tax return

In order to contribute to the HSA, you cannot have any funds in a healthcare FSA after Dec. 31.

FYI

It is the account holder’s responsibility to maintain compliance under these regulations.

To learn more about the differences between the HSA and FSA, please access this brief video: https://flimp.live/SPS-HSAvsFSA

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Flexible Savings Account (FSA)

TASC

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THREE WAYS TO SAVE�Healthcare or Dependent Care FSA

	Healthcare FSA	Limited-Purpose FSA	Dependent Care FSA
Purpose of Account	Pay for eligible medical, dental, and vision expenses on a pre-tax basis.	Pay for eligible dental and vision expenses on a pre-tax basis.	Pay for dependent care for eligible dependents while you work on a pre-tax basis. Eligible dependents include children aged 13 and under or dependents of any age physically or mentally incapable of self-care.
Eligibility	Enrolled in PPO plan options	Enrolled in HDHP plan option	Enrolled in any plan option
Owner of Account	Employee/Employer	Employee/Employer	Employee/Employer
“Use it or Lose it” Provision	Yes	Yes	Yes
Annual Contribution Limit*	$3,050	$3,050	$5,000
Access to funds in account	All funds elected available Jan. 1, 2024	All funds elected available Jan. 1, 2024	You can use only funds that are currently in your account, which increase each pay period
Elections	Annually, unless a qualifying event	Annually, unless a qualifying event	Annually, unless a qualifying event
Health Savings Account (HSA) Compatible	No	Yes	Yes

*Annual contribution limit is based on 2023 regulation. If the IRS increases the limit for 2024, you will have access to the 2024 limit.

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The District offers three flexible spending account options. If you are enrolled in the PPO medical plan, you are eligible to enroll in the full healthcare FSA, which allows for reimbursement of medical, dental and vision expenses on a pre-tax basis.

If you are enrolled in the Qualified High Deductible health plan, you have access to the Limited Purpose FSA which allows for reimbursement of dental and vision expenses only. Healthcare is excluded.

Both the Healthcare FSA and Limited Purpose FSA have annual contribution limits of $3,050, for 2023. If this limit is increased by the IRS for 2024, employees will have access to that full limit.

The dependent care FSA is available no matter which medical plan you are enrolled in. The Dependent Care FSA allows for reimbursement of dependent care expenses for eligible dependents while you work. The Dependent Care annual contribution limit is $5,000.

All plans include a “use it or lose it” provision. Any funds not used within the plan year will be forfeited at the end of the year.

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USE IT OR LOSE IT RULE

Per IRS ruling - any unused funds in the flexible spending accounts after December 31, 2023, will typically be forfeited.

Grace Period

The District FSA includes a Grace Period. This allows you to continue to receive services through March 15, that qualify for reimbursement using the 2023 plan year funds. Once the 2023 funds are depleted, reimbursement will pull from your 2024 funds.

Thinking of switching from an FSA to an HSA in 2024?

In order to fund an HSA beginning January 1, 2024, your healthcare FSA account balance must be at zero on December 31, 2023.
If you need to spend down funds in your flexible spending account, you can visit FSAStore.com or Amazon’s FSA eligible store.

To learn more about the differences between the HSA and FSA, please access this brief video: https://flimp.live/SPS-HSAvsFSA

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Dental

METLIFE

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DENTAL PLAN DESIGN

MetLife’s Digital Capabilities – Log in to MyBenefits!

Virtual Dental Assistant: available 24/7, ready to assist with common dental-related queries, such as:

Reviewing coverage information
Getting personalized estimates
Viewing your claims

Dental Cost Estimator: you can view personalized, plan-specific, and zip code-based cost estimates for most common procedures – as well as the deductibles, plan maximums, and frequency limitations that apply.
“Find a Dentist” Tool

Provider ratings and reviews
Schedule an appointment

	Basic plan	Advanced Plan
	In-network	In-network
Individual deductible	$50	$50
Family Deductible	$150	$150
Annual plan maximum	$1,000	$1,000
Lifetime orthodontia plan maximum	Not covered	$1,000
Covered services
Class 1: Preventive and diagnostic services	100%	100%
Class 2: Basic restorative services	80%	80%
Class 3: Major restorative services	Not Covered	50%
Class 4: Orthodontia*	Not covered	50%

*Orthodontia available for children up to age 19.

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Vision

SUPERIOR VISION

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VISION PLAN DESIGN

	In-Network	Out-of-Network
Benefit Frequency
Exam	12 months	12 months
Lenses	12 months	12 months
Contacts	12 months	12 months
Frames	24 months	24 months
Benefits*
Exam Copay Optometrist Ophthalmologist	$10 copay $10 copay	$10 copay, up to $26 retail reimbursement $10 copay, up to $34 retail reimbursement
Frames	$130 allowance for frames + 20% off overage	Up to $65 retail reimbursement
Contacts
Standard Fitting	$25 copay	Not covered
Specialty Fitting	$25 copay, up to $50 retail allowance	Not covered
Contact Lenses	$130 retail allowance	$100 retail allowance
Single vision lens	$25 copay	$25 copay, up to $29 retail reimbursement
Bifocals	$25 copay	$25 copay, up to $43 retail reimbursement
Trifocals	$25 copay	$25 copay, up to $53 retail reimbursement
Progressives	$25 copay	$25 copay, up to $100 retail reimbursement

*Copays for out-of-network visits are deducted from reimbursements.

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Life and Disability

NEW YORK LIFE

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LIFE INSURANCE

Employer Paid Basic Life and AD&D

Springfield Public Schools provides eligible employees with group Life and AD&D insurance in the amount of One Times Annual Salary, with a minimum of $20,000, to a maximum of $100,000.

Voluntary Life and AD&D

Future Increase Benefit

If you are currently insured under the Voluntary Life benefit, you may increase your benefit by up to two (2) increments ($10,000), up to the Guaranteed Issue Amount. Insurance will be effective on the Policy Anniversary following open enrollment.

Employee Paid Voluntary Life and AD&D

Employees may supplement their Basic Life and AD&D insurance benefit by purchasing additional coverage. When you enroll yourself and/or your dependents in this benefit, you pay the full cost of the supplemental coverage through payroll deductions.

	Employee	Spouse	Child(ren)
Coverage Amount	$10,000 increments, up to $500,000 maximum	$5,000 increments, up to $50,000 maximum (not to exceed 100% of EE election)	$2,500 increments, up to $10,000 maximum
Guaranteed Issue Amount	$150,000	$50,000	$10,000
Rates	$1.70 / $10,000	$1.79 / $5,000	$0.25 / $2,500

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The District provides basic life and accidental death and dismemberment coverage to all full-time employees at no cost to you. The basic life benefit is one times your basic annual earnings up to $100,000.

If you would like to purchase supplemental coverage for yourself, spouse, and/or children you are able to do so for an additional premium. Your premium will be determined by the coverage amount you elect.

For yourself, you can purchase coverage up to $500,000, your spouse up to $50,000 of coverage and for your child up to $10,000.

As a reminder, if you are currently enrolled in the supplemental life today, you can increase your benefit each open enrollment period by two increments of $10,000, up to the guaranteed issue amount of $150,000. Insurance will be effective on the policy anniversary following open enrollment.

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Employer Paid BASE Long-Term Disability

Springfield Public Schools covers the entire cost of the BASE LTD program on your behalf.
Coverage provides protection in the event you cannot work for an extended period of time due to a disability.
Monthly benefit of 60% of monthly covered earnings, up to $5,000 per month.
Benefits begins after 90 day elimination period.
Benefits can last up to 24 months.

Pre-existing Condition Limitation

Benefits are not payable for medical conditions for which you incurred expenses, took prescription drugs, received medical treatment, care or services (including diagnostic measures), or for which a reasonable person would have consulted a physician during the three (3) months just prior to the most recent effective date of insurance.

Benefits are not payable for any disability resulting from a pre-existing condition unless the disability occurs after you have been insured under this plan for at least 12 months after your most recent effective date of insurance.

EMPLOYER PAID DISABILITY

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Employee Paid BUY-UP Long-Term Disability

Employees may extend the Base LTD benefit duration by purchasing buy-up coverage. You pay the full cost of the supplemental coverage through payroll deductions.
Benefits can last until the employee reaches Social Security Normal Retirement Age.
Premium rate is provided in the 2024 open enrollment guide.

Employee Paid Short-Term Disability

Protection in the event you become disabled from a non-work-related accident or sickness.
Weekly benefit available in increments of $50, with a minimum of $100, to a maximum of $1,000 (limited to 60% of weekly salary).
Benefits begin on the 15^th day of an accident or sickness.
Benefits can last up to 13 weeks.
Premium rate is provided in the 2024 open enrollment guide.

Pre-existing condition limitations may apply. Please refer to the summary plan description for additional information.

EMPLOYEE PAID DISABILITY

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District employees have the option to purchase additional disability insurance. The Buy Up Long term disability plan allows you to extend the base benefit duration from 24 months up to the age the employee reaches social security normal retirement. The premium rate for the buy-up LTD coverage is located in the 2024 open enrollment guide.

Employees also have the opportunity to purchase short term disability coverage. Short term disability is available in weekly benefit increments of $50, with a minimum of $100, or a maximum of $1,000. The benefit is limited to 60% of your weekly salary. For short term disability coverage, benefits begin on the 15^th day following an accident or sickness and can last up to 13 weeks. Please review the 2024 open enrollment guide for premium rates.

As mentioned on the prior page, pre-existing limitations may apply. Please refer to your SPD (Summary Plan Description) for additional information.

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Additional Voluntary Coverage

SUNLIFE

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ACCIDENT COVERAGE

Eligibility

Full-time employees working at least 20 hours per week or Teachers who work a minimum of .5 FTE are eligible.
Benefits begin 1^st of the month following date of hire or when the employee meets the eligibility requirements.

Benefit Overview

There are two plan options available (Low & High).
Benefits are based on a set schedule depending on the category.
You can purchase Accident coverage for you and your family. Child coverage is available to age 26.
Benefits are payable directly to you.
There are no health questions or pre-existing condition limitations.

Cost (Semi-Monthly)

Plan	Employee	Employee + Spouse	Employee + Child(ren)	Family
High	$7.43	$11.87	$13.52	$17.96
Low	$4.83	$7.66	$9.01	$11.84

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CRITICAL ILLNESS COVERAGE

Eligibility

Full-time employees working at least 20 hours per week or Teachers who work a minimum of .5 FTE are eligible.
Benefits begin 1^st of the month following date of hire or when the employee meets the eligibility requirements.

Employee
Coverage Amounts	<30	30-39	40-49	50-59	60-69	70+
$10,000	$1.70	$2.60	$5.05	$9.85	$16.60	$32.45
$20,000	$3.40	$5.20	$10.10	$19.70	$33.20	$64.90
$30,000	$5.10	$7.80	$15.15	$29.55	$49.80	$97.35
$40,000	$6.80	$10.40	$20.20	$39.40	$66.40	$129.80
Spouse
Coverage Amounts	<30	30-39	40-49	50-59	60-69	70+
$10,000	$1.70	$2.60	$5.05	$9.85	$16.60	$32.45
$20,000	$3.40	$5.20	$10.10	$19.70	$33.20	$64.90
$30,000	$5.10	$7.80	$15.15	$29.55	$49.80	$97.35
$40,000	$6.80	$10.40	$20.20	$39.40	$66.40	$129.80

Cost (Semi-Monthly)

Child(ren)
Coverage Amounts	Cost
$5,000	$0.08
$10,000	$0.15
$15,000	$0.23
$20,000	$0.30

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CRITICAL ILLNESS COVERAGE

Benefit Overview

Coverage: Increments of $10,000, minimum $10,000, up to maximum of $40,000.
Lump-sum payment provided upon first diagnosis of a covered condition.

Covered Conditions – The plan pays 100% of the benefit amount unless stated otherwise.
Core Conditions	Heart Attack* End-Stage Kidney Disease* Occupational HIV/Hepatitis B, C, or D Major Organ Failure*	Stroke* Coronary Artery Bypass Graft* (Pays 25%) Angioplasty* (Pays 5%)
Cancer Conditions	Invasive Cancer* Noninvasive Cancer* (Pays 25%)	Skin Cancer* (Pays 5%)
Other Conditions	Complete Blindness Complete Loss of Hearing Loss of Speech Benign Brain Tumor Coma	Severe Burns Advanced ALS/Lou Gehrig’s Disease Advanced Parkinson’s Disease (Pays 25%) Advanced Alzheimer’s Disease (Pays 25%) Paralysis
Childhood Conditions Applies to dependent children only	Down Syndrome Cystic Fibrosis Type 1 Diabetes Mellitus Complex Congenital Heart Disease	Cerebral Palsy Cleft Lip/Palate Muscular Dystrophy Spina Bifida
Wellness Screening Benefit	Payable to any covered person on your plan one time each year. Proof of eligible health screening required.	Employee $50 / Spouse $50 / Child $50

*Recurrence benefit available for certain conditions and if an initial benefit has been paid for the covered condition. Six (6) consecutive months must pass � between first and second diagnosis for consideration of recurrence benefit.

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HOSPITAL INDEMNITY COVERAGE

Eligibility

Full-time employees working at least 20 hours per week or Teachers who work a minimum of .5 FTE are eligible.
Benefits begin 1^st of the month following date of hire or when the employee meets the eligibility requirements.

Cost (Semi-Monthly)

Plan	Employee	Employee + Spouse	Employee + Child(ren)	Family
High	$10.97	$18.55	$18.55	$30.77
Low	$5.91	$10.12	$10.12	$16.65

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HOSPITAL INDEMNITY COVERAGE

Benefit Overview

There are two plan options available (Low & High).
Benefits are based on a set schedule depending on the category.
You can purchase Hospital Indemnity coverage for you and your family. Child coverage is available to age 26.
Benefits are payable directly to you.
Pre-existing condition limitations do not apply.

Plan	Low	High
First day hospital confinement This benefit pays the first day you stay in a regular hospital bed.	$500 per day 1 day	$1,000 per day 1 day
Hospital confinement This benefit pays for a hospital stay in a standard room. Payable with: First day hospital confinement benefit	$100 per day Up to 30 days	$200 per day Up to 30 days
Intensive Care Unit (ICU) confinement This benefit pays for a hospital ICU stay. Payable with: First day hospital confinement benefit & Hospital confinement benefit	$100 per day Up to 10 days	$200 per day Up to 10 days

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METLAW

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METLAW

Eligibility

Full-time employees working at least 20 hours per week or Teachers who work a minimum of .5 FTE are eligible.
Benefits begin 1^st of the month following date of hire or when the employee meets the eligibility requirements.

Cost (Semi-Monthly)

The cost to participate in MetLaw is $9.00 per pay period.

Product Availability Includes:

Sale or purchase of your home.

Refinance of your home.

Home equity loans.

Eviction defense.

Landlord/tenant problems (tenant only).

Security deposit assistance (tenant only).

Mortgage/deed of trust.

Boundary or title disputes.

Zoning applications.

Property tax assessment.

Civil litigation defense.

Administrative hearings.

Incompetency defense.

Juvenile court proceedings.

Guardianship.

Name change.

Prenuptial agreement.

Protection from domestic violence.

Elder law matters.

Document review.

Affidavits.

Bankruptcy/wage earner plan.

Debt collection defense.

Identity theft defense.

Tax audits.

Consumer protection matters.

Personal property protection.

Small claims assistance.

Immigration assistance.

Traffic tickets (no D.U.I.).

Driving privileges restoration.

Promissory note.

Demand letters.

Unlimited telephone and in-office consultations on

other personal legal issues.

Wills and codicils.

Powers of attorney.

Living wills.

Trusts — no tax planning.

Deeds.

Adoption.

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Questions?

FS:

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