Lafayette College Health And Welfare Program And Summary Plan Description For Employees (Other Than Visiting Faculty) And Eligible Retirees
Easton, Pennsylvania 18042-1768
July 1, 2001
TABLE OF CONTENTS |
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Introduction Plan Sponsor Information Plan Information Type of Plan Eligibility and Enrollment Changing Elections Benefits Cessation of Participation Continuation of Participation Administration and Funding Plan Administrator |
Cost of the Program Plan Amendment or Termination Agent for Legal Process Claims Procedure Appealing a Denied Claim Decisions on Medical Care Third Party Liability Qualified Medical Child Support Order (QMCSO) Statement of ERISA Rights |
| Appendix A - Medical Coverages and Providers | Appendix B - Medical Expenses That Can Be Reimbursed Under The Medical Expense Spending Account |
| INTRODUCTION | Return to Top |
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Lafayette College (the "College") maintains the Lafayette College Health and Welfare Program (the "Program") for the benefit of its eligible employees. This document serves two important functions related to the Program under the Employee Retirement Inco
me Security Act of 1974, as amended ("ERISA"), a federal law applying to employee benefit plans. First, ERISA requires that employers provide eligible employees with a description of the various benefit plans it maintains. Such information is to be included in a summary plan description ("SPD") for each plan. This document, combined with the variou s booklets and/or certificates prepared by insurance companies and health maintenance organizations you have received from the College will constitute the SPD for the Program. Second, ERISA requires that employee benefit plans be maintained pursuant to a written plan document. This document, together with the contracts and agreements that the College has entered into with benefit providers under the Program, constitutes the wr itten plan document under ERISA. Benefits available to employees other than visiting faculty members are described in a separate summary plan description. Please remember that the booklets, certificates and other descriptive material provided by the College and benefit providers only summarize the benefits provided under the Program. It is hoped that these materials have been written in a manner tha t can be easily understood by you and your family. The booklets and other descriptive material are not meant to alter the Program or any legal instrument related to the Program's creation, operation, funding or benefit payment obligations. If there is any conflict or inconsistency between the booklets, certificates and other descriptive material and this document and the contracts and agreements constituting the official written plan document, or with respect to any provision not discuss ed in the descriptive materials, the legal documents constituting the official written plan document shall control. The College reserves the right to amend the Plan at any time and for any reason, as described in "Plan Amendment or Termination" below. You and your beneficiaries may examine the Program, all amendments, and certain other documents and records pertaining to the Program during regular business hours or by appointment at a mutually convenient time in the Office of Human Resources. You may obtain copies of the documents constituting the Program and of certain reports from the Office of Human Resources (a reasonable charge may be imposed for those copies, as prescribed by federal regulation). Because benefits under the Program will be of im portance to you and your family, you should retain this document and the booklets and other descriptive material as part of your permanent records. A copy may be obtained through the Office of Human Resources upon request. |
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| PLAN SPONSOR INFORMATION | Return to Top |
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The sponsor of the Program is Lafayette College (the "College"). The address and telephone number as well as the employer identification number assigned to the College by the Internal Revenue Service are as follows: Address: Lafayette College, Easton, PA 18042-1768 Telephone: (610) 330-5060 Employer ID #: 24-0795686 |
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| PLAN INFORMATION | Return to Top |
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The official plan name, plan identification number, and plan year (fiscal year used for plan records) for the Program are as follows: Plan Name: Lafayette College Health and Welfare Program Plan ID #: 503 Plan Year: The twelve-month period beginning on January 1 and ending the following December 31. |
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| TYPE OF PLAN | Return to Top |
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| The Program is a welfare benefit plan within the meaning of ERISA. The Program provides the following types of benefits: (a) medical coverage, (b) prescription drug coverage, (c) medical expense reimbursement, (d) dependent care expense reimbursement, a nd (e) accidental death and dismemberment insurance. | |
| ELIGIBILITY AND ENROLLMENT | Return to Top |
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All active full-time employees (other than temporary employees) are eligible to participate in the Program. For purposes of eligibility to participate, non-faculty employees who are regularly scheduled to work less than 35 hours per week are not consider
ed "full-time." Employees covered by a collective bargaining agreement are not eligible to participate in the Program unless their collective bargaining agreement provides for participation. Furthermore, independent contractors and other persons who ar
e not treated by the College as employees for purposes of withholding federal employment taxes are not eligible to participate, regardless of any contrary governmental or judicial determination relating to such employment status or tax withholding. Accidental death and dismemberment insurance coverage begins on the first day of the month following the month in which your employment commences. Medical coverage, medical expense spending account coverage and dependent care spending account coverage are all voluntary. You are eligible to participate in these coverages on the first day of the month following the month in which your employment comm ences. To do so you must complete and sign the necessary Enrollment Form provided by the College and agree to reduce your pay in an amount necessary to purchase the benefits that you elect. (See "Cost of the Program" below.) If you do not complete the Enrollment Form, you will not be eligible for medical coverage, medical expense spending account coverage or dependent care spending account coverage until the next plan year, unless you have a change in your family status (see "Changing Elections" below) . If you were a participant in the Program, terminate employment and are later rehired by the College, you will be eligible to participate in the Program the first day of the month following the date you again meet the eligibility requirements described abo ve. If you are reemployed in the same plan year as your termination of employment, all prior coverage elections will be reinstated automatically. Dependents are also eligible for medical coverage and their coverage generally becomes effective at the same time as your coverage, provided you elect dependent coverage. Dependents acquired through marriage, birth or adoption can be added later by chang ing your election. A description of those dependents eligible is contained in separate descriptive materials provided by the College. Dependents are not eligible for accidental death and dismemberment insurance. Enrollment forms may be obtained from the Office of Human Resources at Markle Hall, Lafayette College, Easton, Pennsylvania 18042-1768, telephone number (610) 330-5060. Additional information about enrollment procedures may also be obtained from this of fice. Questions about enrollment and other administrative matters should be directed to the Office of Human Resources. |
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| CHANGING ELECTIONS | Return to Top |
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Because your contributions toward the cost of benefits may be made on a "pre-tax" basis (see "Cost of the Program" below), federal law requires that once you have made an election with respect to coverage under the Program and the plan year has begun, you
may not revoke or change your election until the next enrollment period, which will immediately precede each plan year (January 1 through December 31). One exception to this rule is that, if there is a change in your family status, you may cha
nge your election for the balance of the plan year in which the change occurs; provided the change in election is on account of and consistent with the change in your family status. The following events are among those that are treated as making a change
in your family status:
Once you make an election, it will remain in effect for each succeeding plan year unless it is revoked or changed during an open enrollment period or in the event of a change in your family status as described above. A form to be used to change your elec tion is available from the Office of Human Resources. Notwithstanding the foregoing, medical expense spending account and dependent care spending account elections will not remain in effect from year to year unless you affirmatively elect coverage for th e coming year during open enrollment. |
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| BENEFITS | Return to Top |
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Medical Coverage. You have a choice between several self-insured medical coverages (a preferred provider organization (PPO) or major medical) or coverage under an HMO. If you are interested in membership in an HMO, information regarding the plans
is available in the Office of Human Resources (e.g., the nature of services provided to members, the requirements for eligibility and the circumstances under which services may be denied, the procedures to be followed in obtaining services and the
procedures pertaining to the review of claims). The PPO and major medical coverages are described in detail in a separate booklet available from the Office of Human Resources. Special Rules Related to Pregnancy and Childbirth. The Program generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal vaginal delivery, or less than 96 hours following a caesarean section, or require that a health care provider obtain authorization from the Plan or any insurance issuer (including an HMO) for prescribing a length of stay not in excess of the above periods. Special Rules Related to Mental Health Benefits. The Program may not, under federal law, impose any annual or lifetime limits for mental health coverage that are lower than the annual or lifetime limits for other hospital/medical/surgical coverage s. The Program may, however, impose other conditions on the amount, duration or scope of mental health benefits, such as limits on the number of visits or days of coverage, cost sharing rules or requirements relating to medical necessity. The limit on a nnual or lifetime limits applies regardless of any contrary limit or statement contained in any separate written materials you may have received. Prescription Drug Coverage. This coverage is available to you if you select PPO coverage. If you select HMO coverage, prescription drug coverage may be available to you through the HMO. Medical Expense Spending Account. If you elect medical expense reimbursement, an account will be established in your name from which you can pay for any medical and dental expenses that are not paid for under the medical and dental coverages under the Program or any other health plan. Items such as eyeglasses, hearing aids, counseling fees and health insurance deductibles and co-payments are examples of expenses that may be reimbursed. Prescription drugs and insulin are the only drugs for which you may be reimbursed from the account. The cost of over-the-counter drugs may not be reimbursed. Premiums for health insurance may not be reimbursed. Premiums for medical and dental coverage described above are paid directly to the College and not fro m the account. A partial list of eligible expenses is attached as Appendix B. In addition, IRS Publication 502 describes the types of medical and dental expenses that may be reimbursed through the account, with the exceptions de scribed above. Generally, you may be reimbursed only for those types of medical expenses normally deductible on your federal income tax return (without regard to the restriction that only medical expenses in excess of 7.5% of adjusted gross income are de ductible). During the enrollment period you must estimate how much you believe you will spend for eligible medical expenses in the next Plan Year. The maximum annual contribution you may make to this account is $4,000. At all times during a Plan Year you will be p ermitted to be reimbursed up to the total of the projected credits to your account over the entire Plan Year, less the amount previously reimbursed. However, any amount that you do not use by the end of the Plan Year will be forfeited. You may claim reimbursement for your own eligible expenses or for the eligible expenses of your spouse or any person whom you claim as a dependent on your federal income tax return. Amounts reimbursed from this account are not subject to income taxes. If you terminate employment, you may choose to continue contributions as permitted under COBRA (by contributing 102% of the monthly premium). Alternatively, you may make a final payroll deduction to cover the balance of your annual contribution election. This option allows you to have your deduction taken on a pre-tax basis and allows you to continue to submit claims for expenses incurred throughout the remainder of the Plan Year. Dependent Care Expense Spending Account. If you elect dependent care expense reimbursement, an account will be established in your name from which you can pay for any eligible dependent care expenses. To be eligible, expenses you incur for the ca re of a child or a disabled adult dependent (a "qualified dependent") must enable you (and your spouse, if you are married) to be gainfully employed. For this purpose, a "qualified dependent" means any individual who receives over half of his support fro m you, and who is (i) your dependent who is under the age of 13 and with respect to whom you are entitled to a tax exemption, or (ii) your dependent or spouse who is physically or mentally incapable of caring for himself or herself. Expenses for dependent care services are covered by the Program only if the services are performed (i) in your household, or (ii) outside your household for (A) the care of a qualified dependent under age 13, or (B) the care of any qualified dependent who spends at least 8 hours a day in your household. The expenses incurred for services that are performed by a "dependent care center" qualify under the Program only if the center complies with all applicable state and local laws and regulations. For this purpose, a "dependent care center" is a center tha t provides care for more than six individuals (other than individuals who reside at the center), and receives a fee, payment or grant for providing such services (regardless of whether the facility is operated for a profit). Payments to your relatives or to members of your household are covered by the Program only if the person to whom the payments were made is not your child who is under the age of 19, your dependent, or your spouse. The most you can receive under the Program for dependent care assistance is the least of:
In the case of a spouse who is a full-time student at an educational institution or is physically or mentally incapable of caring for himself or herself, such spouse shall be deemed to have earned income of $200 per month if you have one dependent and $40
0 per month if you have two or more dependents. Dependent care expenses for which you are reimbursed under the Program will not qualify for the federal tax credit available with respect to dependent care expenses. Under the Internal Revenue Code, you are entitled to a dollar for dollar credit against your income tax liability in an amount equal to a specified percentage of your qualifying dependent care expenses. Expenses cannot be taken into account for purposes of the tax credit to the extent they exceed the lesser of your or your spouse's earned i ncome. Therefore, you must determine whether it is more advantageous for you to forego participation in the Program in order to avail yourself of the federal tax credit. As a general rule, depending upon your particular situation, paying for qualifying dependent care expenses through compensation reduction under the Program will produce greater tax savings the higher your income level. GENERALLY, IF YOU EXPECT YOUR AD JUSTED GROSS INCOME (INCLUDING THAT OF YOUR SPOUSE) TO BE $24,000 OR LESS, AND YOU EXPECT TO INCUR NO MORE THAN $2,400 ($4,800 IF YOU HAVE MORE THAN ONE QUALIFYING DEPENDENT) OF QUALIFYING DEPENDENT CARE EXPENSES, IT WILL NOT BE TO YOUR ADVANTAGE TO PARTI CIPATE IN THE PROGRAM, AND YOU WILL BE BETTER OFF TAKING THE FEDERAL TAX CREDIT. If you are not certain as to what extent, if any, it is to your advantage to participate in the Program, you should consult your personal tax advisor. Another tax credit available under current tax law is the earned income credit. This credit also reduces dollar-for dollar the federal tax you have to pay, but is calculated somewhat differently from the child care credit described above. The credit is available to individuals with a child who is under age 19 (under age 24 if a student) or who is totally and permanently disabled. An additional credit is available to individuals with a child who is under one year old. The credit does not depend on the amount you pay in child care expenses. The earned income credit has no effect on the amount you can contribute under the Program for dependent care expenses, and the earned income credit cannot be claimed for any individual for whom you claim the child c are credit described above. Moreover, the use of the dependent care spending account may result in a reduction in your taxable income thus qualifying you for the earned income credit where you would not otherwise have qualified. Again, you should consul t your personal tax advisor for more information. Amounts reimbursed from this account are not subject to income taxes. No expenses incurred after you terminate employment will be eligible for reimbursement. |
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| CESSATION OF PARTICIPATION | Return to Top |
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You will remain a participant in the Program until the earliest of the following dates:
Note: If the College should find that you or any dependent have obtained benefits under the Program fraudulently, participation in the Program will be terminated for the individual who committed fraud. |
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| CONTINUATION OF PARTICIPATION | Return to Top |
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| Normally, no coverage is provided once coverage terminates as described above. However, you may be eligible to continue coverage under the provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"). You have received separate inf ormation describing your rights under COBRA from the Office of Human Resources. If you have any questions concerning your continuation coverage rights, please contact the Office of Human Resources. | |
| ADMINISTRATION AND FUNDING | Return to Top |
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| Medical benefits (other than HMO benefits) under the Program are provided on a self-insured basis from the general assets of the College. Administrative services for self-insured benefits are provided by insurance companies or other third party providers . HMO benefits under the Program are provided under, and administered through, agreements with HMOs. Accidental death and dismemberment insurance benefits under the Program are provided under, and administered through, contracts with insurance companies . A list of medical providers and their role under the Program is included in Appendix A. | |
| PLAN ADMINISTRATOR | Return to Top |
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The Plan Administrator within the meaning of ERISA is the College whose name, business address and business telephone number are provided above. The Plan Administrator will be the sole judge of the application and interpretation of the Program, and will
have the discretionary authority to construe the provisions of the Program, to resolve disputed issues of fact, and to make determinations regarding eligibility for benefits. The decisions of the Plan Administrator in all matters relating to the Program
(including, but not limited to, eligibility for benefits, Program interpretations, and disputed issues of fact) will be final and binding on all parties and will not be overturned by a court of law. The Plan Administrator may designate in writing other p
ersons to carry out duties under the Program, including insurance companies and other third party providers. No person may bring an action against the Plan Administrator in a court of law unless the claims appeal procedures set forth below have been exhausted and a final determination is made by the Plan Administrator. If you, your dependent, your beneficiary, or another interested person challenges the Plan Administrator's decision, a review by a court of law will be limited to the facts, evidence and issues presented to the Plan Administrator during the procedure set forth above. Facts and evidence that beco me known to you, your dependent, your beneficiary, or another interested person after having exhausted the appeals procedure will be brought to the Plan Administrator's attention for reconsideration of the appeal in accordance with the time limits establi shed above. Issues not raised with the Plan Administrator during the initial appeal will be deemed waived. |
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| COST OF THE PROGRAM | Return to Top |
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| The College pays the major portion of the cost of the Program, although employees are required to contribute toward the cost of the medical coverage. However, to make contributing toward the cost of medical coverage easier, eligible employees will be abl e to contribute on a pre-tax basis by entering into a compensation reduction agreement under the Program. "Pre-tax" means that the cost to you of medical coverage will be deducted from your pay before federal income taxes, social security taxes an d, if applicable, state income taxes are withheld, allowing you to purchase coverage with more valuable pre-tax dollars. Therefore, you will be taxed on a slightly lower gross income and your taxes will be lower. The contribution you are required to pay is determined by the College each year. Amounts deducted from your salary will continue to be subject to New Jersey state income taxation while your contributions to a dependent care expense spending account will continue to be subject to Pennsylvania st ate income taxation. Your contributions also may be subject to local income taxation. In addition, because your contributions are not subject to Social Security taxes, you may have a slightly reduced Social Security retirement or disability benefit. Th is would only happen if your taxable wages after pre-tax contributions are less than the Social Security taxable wage base ($80,400 for 2001). However, the current tax advantages should more than offset any reduction in your Social Security benefit. | |
| PLAN AMENDMENT OR TERMINATION | Return to Top |
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| Subject to the terms of any collective bargaining agreement, the College's Board of Trustees reserves the right to amend or modify the Program at any time and for any reason by or pursuant to a written instrument duly executed, with respect to both curren t and former employees and their dependents. Such changes may include, but are not limited to, the right to (1) change or eliminate benefits, (2) increase or decrease participant contributions, (3) increase or decrease deductibles and/or copayments, and (4) change the class(es) of participants and/or dependents covered by the Program. The College also reserves the right to terminate the Program, or any portion of the Program, at any time and for any reason by or pursuant to a written instrument executed by the College. No amendment, termination or partial termination of the Program will affect claims incurred for which items or services have been provided prior to the date of amendment, termination or partial termination. | |
| AGENT FOR LEGAL PROCESS | Return to Top |
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| The agent for the service of legal process for the Program is the College at the address above. | |
| CLAIMS PROCEDURE | Return to Top |
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Claims for Self-Insured Medical Benefits. A covered individual's identification card must be presented to the hospital or doctor or other provider of covered service when service is rendered. If a Blue Cross-Blue Shield "Premier Blue" "preferred"
provider is used, the provider will submit the claim directly to Blue Cross-Blue Shield. Blue Cross-Blue Shield will then pay the participating hospital, doctor, or other provider. For services provided by providers that are not "preferred" providers,
a claim form must normally be completed by the insured individual and filed with Blue Cross or Blue Shield. Claims for HMO Benefits. Claims for benefits provided by an HMO may be made directly to the HMO in the manner described in the booklets. Claims for Accidental Death and Dismemberment Benefits. Claims for benefits provided through insurance contracts may be made through the Office of Human Resources in the manner described in the booklets. Your claim will be forwarded to the insura nce carrier for consideration. Claims for Spending Account Benefits. After incurring an eligible expense under the medical expense spending account or the dependent care spending account, you may be reimbursed by submitting a written application to the claims administrator (NCA S Pennsylvania) no later than March 31 following the end of the Plan Year in which the expense was incurred. The claims administrator may reimburse you for such expenses at regular intervals throughout the year and will do so no less frequently than monthly. The claims administrator will require you to provide information necessary to substantiate your claim for reimbursement, such as receipts, canceled checks, bills, etc., as well as information regarding the individual receiving the care. |
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| APPEALING A DENIED CLAIM | Return to Top |
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If a particular claim for benefits is denied in whole or in part, you will receive a written notice setting forth the following:
Within 60 days of receipt by a claimant of a notice denying a claim for benefits, the you or your duly authorized representative may request in writing a full and fair review of the claim by the applicable claim reviewer. The claim reviewer may extend th e 60 day period where the nature of the benefit involved or other attendant circumstances make such extension appropriate. In connection with such review, the claimant or his duly authorized representative may review pertinent documents and may submit iss ues and comments in writing. The claim reviewer shall make a decision promptly, and not later than 60 days after receipt of a request for review, unless special circumstances (such as the need to hold a hearing if one is deemed necessary) require an exte nsion of time for processing, in which case a decision shall be rendered as soon as possible, but not later than 120 days after receipt of a request for review. The decision or review shall be in writing and shall include specific reasons for the decisio n, written in a manner calculated to be understood by the claimant, and specific references to the pertinent Program provisions on which the decision is based. |
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| DECISIONS ON MEDICAL CARE | Return to Top |
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| The medical benefits under the Program provide solely for the payment of certain health care expenses. All decisions regarding health care will be solely the responsibility of each covered individual in consultation with the personal health care provider selected by the individual. The Program contains rules for determining the percentage of allowable health care expenses that will be reimbursed and whether particular treatments or health care expenses are eligible for reimbursement. Any decision with respect to the level of health care reimbursement, or the coverage of a particular health care expense, may be disputed by the covered individual in accordance with the Program's claims procedure. Each covered individual may use any source of care for he alth treatment and health coverage as selected by such individual, and neither the Program nor the College shall have any obligation for the cost or legal liability for the outcome of such care, or as a result of a decision by a covered individual not to seek or obtain such care, other than liability under the Program for the payment of benefits. | |
| THIRD PARTY LIABILITY | Return to Top |
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If benefits are paid by the Program as a result of an injury caused by the action or inaction of another party, the Program has the right to seek repayment of those benefits from the party that caused the injury. In other words, the Program subrogates or
substitutes for you, and assumes your right to seek recovery from the negligent party. If you bring a liability claim against the person, benefits paid or payable by the Program must be included in the claim. When the claim is settled, you must reimburse the Program for the benefits that were provided. You are obligated to avoid doing any thing that would prejudice the Program's rights of subrogation and recovery, and you may be required to sign and deliver documents to evidence or secure those rights. However, the Program will be entitled to recover in accordance with these rules, even i f you do not sign or return any forms required by the Program. Your failure to cooperate may result in your disqualification from receipt of further benefits from the Plan. In addition, the Program may offset any future benefits otherwise payable. This provision does not apply to an individual insurance policy covering you or your dependents for which you or your dependent paid the premium. |
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| QUALIFIED MEDICAL CHILD SUPPORT ORDER (QMCSO) | Return to Top |
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| A QMCSO is a court order giving a child who otherwise might not be eligible for medical or dental coverage under the Program a right to such coverage. Normally, such an order is issued by the court in connection with a divorce or separation. Before the Plan Administrator will comply with a QMCSO, it must determine that the court order meets the requirements of applicable law pertaining to QMCSOs. You will be notified if a court order relating to you is received by the Plan Administrator and the procedu re used by the Plan Administrator to determine whether the order is a QMCSO. | |
| STATEMENT OF ERISA RIGHTS | Return to Top |
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Those enrolled in this plan are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all those enrolled shall be entitled to:
ERISA sets forth the duties of the people who are responsible for the operation of this plan. The people who operate the plan have the duty to do so prudently and in the interest of those who are enrolled. No one, including the College may discharge or otherwise discriminate against those enrolled in any way to prevent them from obtaining benefits to which they are entitled under the plan, or exercising their rights under ERISA. As previously mentioned, enrollees have the right to apply for benefits and must be provided with written explanations within a reasonable time if such applications have been denied. Those enrolled have the right to have the Plan Administrator review and reconsider denied applications, or requests on eligibility, enrollment, contributions, or other aspects of the operation of the plan and to have Blue Cross-Blue Shield review and reconsider denied claims under the Group Insurance contracts. Under ERISA, enrolled persons may take steps to enforce these rights. For example, if an enrollee requests materials from the Plan Administrator and does not receive them within 30 days, he or she may file suit in state or federal court. In such a case, the court m ay require the Plan Administrator to provide the materials and pay the enrollee up to $100 a day until he or she receives the materials, unless the materials were not sent due to reasons beyond the control of the Administrator. If a claim for benefits is denied or ignored, in whole or in part, the enrolled person may file suit in a state or federal court. If the Plan Administrator's responsibility to remit plan premiums is not discharged according to the terms of this plan, or if an enrollee is discrimi nated against for asserting ERISA rights, he or she may seek assistance from the U.S. Department of Labor (DOL) or may file suit in a state or federal court. The court will decide who should pay court costs and legal fees. If the enrollee is successful, the court may order the person sued to pay these costs and fees. If the enrolled person loses, the court may order him or her to pay these costs and fees -- for instance, if it finds the claim to be frivolous. Contact the Office of Human Resources if y ou have any questions about this plan. If an enrollee has any questions about this statement or about rights under ERISA, he or she should contact the nearest office of the Pension and Welfare Benefits Administration, U.S. Department of Labor, listed in the telephone directory or the Division of Technical Assistance and Inquiries, Pension and Welfare Benefits Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. |
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| Appendix A | Return to Top | ||||
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(As of July 1, 2001)
The College has contracted with Spectrum Administrators to provide certain health care claim services under the Program. Benefits are paid by the College from its general assets and not by Spectrum Administrators. Health Maintenance Organizations
The College has contracted with the above HMOs to provide health benefits under the Program. Benefits are paid entirely by the HMOs. Medical Spending Account
The College has contracted with NCAS Pennsylvania to provide certain spending account claim services under the Program. Benefits are paid by the College from its general assets and not by NCAS Pennsylvania. |
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| Appendix B | Return to Top |
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Under The Medical Expense Spending Account The following is a partial list of eligible medical expenses. Consult IRS Publication 502 for additional information.
Abortion (legal) |
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