Benefits Enrollment Guide

2011 BENEFITS ENROLLMENT GUIDE

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Congratulations and welcome to Harvard University. As a new employee, you are eligible to participate in a variety of benefits plans and programs. To fully understand these plans and programs, please register for a New Employee Orientation session before selecting your benefits.

New Employee Orientation

New Employee Orientation will introduce you to the structure and culture of Harvard and the challenges and opportunities of being a new Harvard employee, and will also give you a chance to meet other new employees.

At New Employee Orientation, you will learn about the benefits, services and perks that Harvard offers and will have plenty of opportunities to ask questions.

For a current schedule of New Employee Orientation sessions, go to: employment.harvard.edu/newemployee/orientationschedule.shtml

Registration is required: To register yourself or another new employee for an upcoming New Employee Orientation session, please email the Center for Workplace Development (CWD) at [email protected] or call 617-495-4895. Please provide your name, Harvard University Identification number (HUID), Department, requested session date and an email address where a confirmation should be sent.

MAKE THE MOST OF IT!What’s Inside

Overview of 2011 Changes .................................

Enrolling in Benefits...........................................

Benefits Eligibility...............................................

Changing Your Benefits During the Calendar Year....................................

Medical and Prescription Drug Coverage..........

Your Medical Coverage Choices.........................

Coverage for Dependents Living Outside Your Plan’s Service Area.............................................

Harvard University Health Services (HUHS)......

Dental..................................................................

Short Term Disability (STD)................................

Long Term Disability (LTD) ................................

Life Insurance.....................................................

Flexible Spending Accounts (FSAs)....................

Medical/Dental FSA........................................

Dependent Care FSA......................................

Copayment Reimbursement Program...............

Long Term Care (LTC).........................................

Retirement Programs........................................

University-Funded Retirement Programs......

Tax-Deferred Annuity (TDA) Plan...................

457(b) Deferred Compensation Plan.............

Personal Data and Benefits Information

Online.................................................................

Benefits Outreach Seminars.............................

Additional Benefits and Services.......................

COBRA Continuation Coverage.........................

Important Contact Information .........................

Formal Summary Plan Descriptions (SPDs) of certain programs described in this Guide are available at Harvard Human Resources, Benefits, Harvard University, 1350 Massachusetts Avenue, Holyoke Center, Room 664, Cambridge, MA 02138-3846 or online at harvie.harvard.edu/doc-lib.

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The Benefits of Working at HarvardDear Colleague:

Welcome to Harvard! As a new member of the Harvard employee community, you may participate in a wide range of University-provided benefits designed to:

• Promote the health and wellness of you and your family; • Protect your income while you are working; • Build financial security for retirement;• Help you balance your personal responsibilities and work life; and • Provide you with career development and educational

opportunities.

Some benefits are provided automatically, while you must actively choose others. Most are highly subsidized or even free to you as an important part of your total compensation package.

This Harvard 2011 Benefits Enrollment Guide gives you the details you need to make informed decisions about your benefits and highlights ways to take full advantage of the benefits available to you. I urge you to review the information provided here, and enroll during the first 60 days of your employment.

Sincerely,

Marilyn Hausammann Vice President for Harvard Human Resources

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Overview of 2011 ChangesDependent Child Coverage Extended to Age 26 New rules under federal Health Care Reform allow dependent children to be covered under a parent’s family medical coverage until their 26th birthday. Federal law mandates this extension for medical insurance only; however, Harvard is also extending this coverage to dental insurance.

If you do not add dependent children up to age 26 to your Harvard medical or dental coverage during your first 60 days of employment, you will not be able to do so until the next annual Open Enrollment period, unless you have a permitted election change event under IRS rules. See page 8 for more information.

New Restrictions on Over-the-Counter Medicines and Drugs Eligible for Reimbursement from Medical/Dental FSA New federal Health Care Reform rules mandate that beginning January 1, 2011, over-the-counter “medicines or drugs” can only be reimbursed through a Medical/Dental Flexible Spending Account (FSA) if accompanied by a prescription.

• Some examples of over-the-counter medicines and drugs that will require a prescription are: pain relief, sleep aids, cough, cold and flu and stomach ache remedies.

• This change does NOT apply to insulin or to items that are not medicines or drugs, including equipment such as crutches, supplies such as bandages, contact lens supplies and first-aid kits, and diagnostic devices such as blood sugar test kits. These items will remain eligible for reimbursement without a prescription. See page 19 for more information.

Note: Over-the-counter medicines and drugs purchased on or after January 1, 2011 are subject to the new rules.

Enrolling in Benefits Harvard’s Flexible Benefits Plan is made up of the following benefit programs:

• Medical

• Dental

• Long Term Disability

• Life Insurance

• Medical/Dental and Dependent Care FSAs

Newly benefits-eligible employees will receive a

“Benefits Choices” enrollment packet in the mail from Harvard Human Resources, Benefits. The packet contains information about benefits and enrollment instructions. You may visit the online enrollment system to view the benefits you are eligible for and the cost per pay period for the options you elect.

Enrolling Online You can review your benefit options and costs, and make your elections – effective as of your date of hire or first eligibility – directly in PeopleSoft by following these steps:

Step 1: Log in to the HARVie website, harvie.harvard.edu using your HUID as your user name and your Harvard Personal Identification Number (PIN) as your password. If you do not have internet access, contact Benefits at 617-496-4001 to make enrollment arrangements.

Step 2: Select PeopleSoft in the drop down menu in the upper right of the HARVie homepage and click the triangle to the right of the drop down. You will automatically be logged into PeopleSoft if you do this within 2 minutes of logging into HARVie. Otherwise, you will need to re-enter your HUID and Harvard PIN.

Step 3: Once in PeopleSoft, click on the Self Service link in the menu on the left side of the screen.

Step 4: After entering Self Service, click on the Benefits link, either in the menu on the left side of the screen or on the center of the page.

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Step 5: Click on the Benefits Enrollment link on the center of the page. This will bring you to your personal Benefits Enrollment page. Click the Select button and your benefits information will come up momentarily.

Step 6: The screen will show the benefits you are eligible for and your elections as of your date of hire or first eligibility. Follow the instructions on each page to make your elections.

NOTE: If you do not click “Submit” on the Submit Benefits Choices page before your 60-day enrollment period ends, your elections will not be processed (see example below).

Please note that the online enrollment system is not compatible with a Safari browser newer than version 2.0.4. Please use Internet Explorer or Firefox browsers when accessing Self Service.

Confirming Your Benefits Elections Online After you’ve made your benefits elections by completing Steps 1 through 6 above, you should confirm that they are correct by reviewing them in PeopleSoft by following these steps:

Step 1: Log in to the HARVie website, harvie.harvard.edu.

Step 2: Select PeopleSoft in the drop down menu in the upper right of the HARVie homepage and click the triangle to the right of the drop down. You will automatically be logged into PeopleSoft if you do this within 2 minutes of logging into HARVie. Otherwise, you will need to re-enter your HUID and PIN.

Step 3: Once in PeopleSoft, click on the Self Service link in the menu on the left side of the screen.

Step 4: After entering Self Service, click on the Benefits link, either in the menu on the left side of the screen or on the center of the page.

Step 5: Click on the Benefits Summary link. This will bring you to your personal Benefits Summary page. Insert your Date of Hire (or benefits eligibility date). Click the Go button and your benefits elections will come up momentarily. If you believe that the benefits elections shown on your Benefits Summary page do not match the benefits elections that you made online in PeopleSoft, call Benefits at 617-496-4001.

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Health, Dental and/or Prescription Drug Cards Once you have completed the enrollment process in PeopleSoft Self Service, your elections will be entered and a confirmation statement will be generated and sent to your home address.

Your elections are transmitted electronically to insurance companies each week, and health, dental and prescription drug cards are mailed out thereafter by the insurance companies. If you have not received your health, dental and/or prescription drug card(s) within four weeks of completing the enrollment process in PeopleSoft Self Service, you should call the insurance companies directly.

If you see a doctor or dentist or visit a pharmacy before you have received your insurance card(s), you can give your doctor, dentist or pharmacist the Harvard group number (located at the end of this Guide) of the specific Harvard coverage you have enrolled in, and have them submit the claim to the insurance company. For HMO enrollment, the health care provider should be in the network of the insurance company in which you have enrolled.

If you pay out-of-pocket for a covered service before you receive your health, dental and/or prescription drug card(s), you can be reimbursed by the insurance companies (back to your date of hire or first eligibility). For HMO enrollment, the health care provider should be in the network of the insurance company in which you have enrolled.

Boxes like this one are included throughout this Guide to highlight tips and insights that can help you make the most of your Harvard benefits. This information is provided to help you:

•Understand your benefits and how they work

•Choose the options that are right for you and your family

•Take an active role in using your benefits•Gain the most value from the benefits

Harvard provides

MAKE THE MOST OF IT!

If You Need a Harvard PIN If you do not have a Harvard PIN to log on to HARVie, there are two ways to get one:

#1: Follow the instructions at pin.harvard.edu; if you have trouble with the online system, call 617-496-9001 (the PIN Help number).

#2: Go in person to the ID Services Office at Room 953 of the Holyoke Center, 1350 Massachusetts Ave., Cambridge; be sure to bring a government-issued photo ID when you visit the office.

60-Day Enrollment Period

•You will have 60 days from your date of hire or first eligibility to make your benefits elections.

•You may save elections in the online enrollment system and return to make changes, but your elections will not be processed if you do not click the Submit button on the Submit Benefits Choices page before your 60-day enrollment period ends.

•Once you have submitted elections in the online enrollment system, those elections cannot be changed until the next annual Open Enrollment period unless you have a permitted election change event under IRS rules (see page 8).

Your Flexible Benefits Are Effective as of the Date You Become Eligible Once you enroll, your benefits are effective as of your date of hire or first eligibility, not the date you complete the enrollment process in PeopleSoft Self Service. Payroll deductions for your benefits are based on your date of hire or first eligibility and you will pay retroactively for any missed deductions.

If you have existing medical or dental coverage, you may choose to waive coverage in a Harvard medical or dental option. At the time your existing coverage ends, you may then contact Benefits to subsequently enroll in the University’s medical and/or dental coverage, within 60 days of the end of your coverage. Your effective date of Harvard coverage will be the date you become ineligible for the prior plan.

If you do not elect Long Term Disability, Supplemental Life Insurance or Long Term Care at the time of your hire or first eligibility, you will be subject to certain restrictions (refer to the relevant benefit program descriptions in this Guide).

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You and Harvard Share the Cost

You and Harvard share the cost of your health insurance. When you enroll in medical coverage, you pay a fraction of the total group premium through pre-tax payroll deductions based on salary level. Harvard pays the additional portion, which is between 75%–85% of the total premium.

As you or your family members use health care services, you’ll pay an additional out-of-pocket amount:

• You’ll pay a copayment for in-network visits in a Health Maintenance Organization (HMO) or Point of Service (POS) plan.

• If you use out-of-network services in a POS plan, you will be subject to a deductible and coinsurance.

Consider setting money aside for these predictable expenses in the Medical/Dental Flexible Spending Ac-count (FSA), which allows you to pay for out-of-pocket health care expenses using pre-tax money. Learn more about the Medical/Dental FSA on page 19.

Will You Be Electing Family Coverage?If you are electing family coverage, documentation for each covered dependent will be required.

Remember that the deadline for enrollment is 60 days from your date of hire or first eligibility.

Benefits EligibilityYou must be enrolled in benefits in order to enroll your eligible dependents. Your dependents must be enrolled in the same health and/or dental plan in which you enroll. If you enroll a new dependent, you will be asked to provide proof of the dependent’s eligibility.

Eligible DependentsFor medical and dental coverage, your eligible dependents are:

• Your spouse or domestic partner

• Your eligible children (including those under age 26 who must be covered under federal Health Care Reform, as discussed on Page 8), as well as the eligible children of your spouse or domestic partner

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Proof of dependent eligibility includes copies of the following:

• Valid marriage certificate for spousal coverage

• Municipal registration of domestic partnership and Harvard’s Statement of Domestic Partnership for domestic partner coverage (contact Benefits to get a copy of the Statement of Domestic Partnership)

• Birth certificate, adoption paperwork or proof of legal guardianship for dependent child coverage

Important Change for 2011: Dependent Child Coverage Extended to Age 26 New rules under federal Health Care Reform allow dependent children to be covered under a parent’s family medical coverage until their 26th birthday. Federal law mandates this extension for medical insurance only; however, Harvard is also extending this coverage to dental insurance.

If you do not add eligible dependent children during your 60-day enrollment period, you will not be able to do so until the next annual Open Enrollment period unless you have a permitted election change event under IRS rules (see below for more information).

If an enrolled dependent lives outside your medical plan’s service area, services may be subject to out-of-network costs. See page 12 for important information about coverage for out-of-service area dependents.

Confirm Your Dependent Information Using PeopleSoft You can go online to PeopleSoft Self Service to view your dependents at any time: go to HARVie and click on the PeopleSoft button, then follow the path Self Service > Benefits > Dependents and Beneficiaries.

Domestic Partner and Same-Sex Spouse Benefits Harvard offers domestic partner coverage for same-sex and opposite-sex domestic partners and their eligible dependents as well as coverage for same-sex spouses and their eligible dependents. The domestic partner relationship must be registered with a municipality and you must submit a copy of the municipal registration of domestic partnership and Harvard’s Statement of Domestic Partnership for this coverage. If the eligibility requirements are met, your domestic partner and his or her dependent children may enroll in Harvard medical and/or dental coverage.

Please note that the Commonwealth of Massachusetts does recognize same-sex marriages and premiums for same-sex spouse medical and dental coverage are deducted on a pre-tax basis with respect to Massachusetts taxes. However, premiums for domestic partner and same-sex spouse medical and dental coverage are deducted on an after-tax basis with respect to federal taxes, due to federal law, unless you attest that your domestic partner or same-sex spouse is your tax-qualified dependent. In addition, because federal law does not recognize same-sex spouses or domestic partners, their medical and dental expenses are not eligible for reimbursement through the Medical/Dental FSA unless they are your tax-qualified dependents.

If you have a same-sex spouse or domestic partner and are electing family medical or dental coverage for the first time, call 617-496-4001 to speak with a Benefits representative about the enrollment process, tax implications and documentation requirements.

Changing Your Benefits During the Calendar Year IRS regulations limit when you can add coverage or make changes to your benefit elections during the year. Once enrolled, you cannot change your medical or dental coverage or FSA elections during the year (outside annual Open Enrollment) unless you have a permitted election change event under IRS rules.

If you have a permitted election change event, contact Benefits at 617-496-4001 within 60 days of the event; if you do not contact Benefits within 60 days, you will not be able to make benefits changes until the next annual Open Enrollment, unless you have another permitted election change event. A Benefits representative will explain the benefit changes you may be allowed to make. You will need to provide the following information:

• Type of permitted election change event (for example, a family or employment status change) • Proof of the event • Effective date of the event

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• Which benefit coverage to be dropped or added

Note: As described on page 8, new rules under federal Health Care Reform allow dependent children to be covered under a parent’s family medical coverage until their 26th birthday. If you do not add eligible dependent children during your 60-day enrollment period, you will not be able to do so until the next annual Open Enrollment period unless you have a permitted election change event under IRS rules.

Examples of a Permitted Election Change EventBelow are some examples of permitted election change events that allow you to modify your benefit elections during the year:•Change in Legal Marital Status — marriage, divorce, legal separation, death of a spouse, beginning or end

of a domestic partnership•Change in Number of Dependents — birth, adoption, placement for adoption, death of a child, spouse or

domestic partner•Change in Employment Status — beginning or end of employment for you or your spouse/domestic partner;

beginning of or return from an unpaid leave of absence; going from benefits-eligible to benefits-ineligible (or vice versa); commencing or ending Family Medical Leave

•Change in Dependent Eligibility — dependent child reaches the maximum age of 26 allowable under the plan

•Change in Health Coverage — significant change in your health care coverage or that of your spouse or domestic partner (e.g., cost of coverage increase, loss of coverage)

•Change Due to Relocation — if you or your spouse/domestic partner move out of the service area for your health coverage, you may be able to choose new coverage

Several key points:•Only a permitted election change event allows you to modify your benefit elections once you have made your

elections during your enrollment period.• The changes you will be allowed to make must be consistent with the permitted election change event. For

example, if you get married, you may add your spouse to your medical coverage.• You must provide satisfactory proof of the permitted election change event; for example, a marriage

certificate or birth certificate, or proof of coverage beginning or ending.

Medical and Prescription Drug CoverageHarvard offers a number of health care options to cover a range of medical needs — from life-threatening ill-nesses to routine care. Each option offers high-quality, comprehensive services. The Monthly Rates and Health Care Comparison Chart for 2011 (included with this Guide if you are a new employee) provides a side-by-side comparison of all the health care options. This section provides some additional information to help you evalu-ate the coverage that’s best for you.

Harvard’s Medical Coverage Is Self-InsuredHarvard University, as a large employer with a diverse and stable workforce, currently self insures its health programs. This means that Harvard, not an insurance company, pays the health care claims. The health plans administer the coverage, provide access to physician and hospital networks and process claims. This reduces cost by eliminating the need to purchase “insurance.” In addition, it affects the way in which premium rates are set. Harvard has more flexibility to set premium rates, much like an insurance company might do. This has had a beneficial impact on the premium rates, and helps control the costs for employees.

Massachusetts Health Care Reform Massachusetts law requires that all employers offer “Section 125 Cafeteria Plan” health insurance to their eligible employees working in Massachusetts. Under this law, when you are offered medical coverage and you waive that medical coverage, you are required by law to complete the Massachusetts “Employee Health Insurance Responsibility Disclosure Form (HIRD).” This form is included in the PeopleSoft Self Service

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treat a specific chronic or complex medical condition. Visit harvie.harvard.edu/Compensation_Benefits/

•Know your needs. You may choose individual coverage, family cover-age or no coverage.

•Make an informed choice. Refer to the Monthly Rates and Health Care Comparison Chart for 2011 to com-pare the health care options avail-able to you. Pay special attention to your monthly premium, copayment and coinsurance levels.

•Understand in-network and out-of-network costs. Details on service area and how emergency care is handled outside the service area are available at the health plan website or by calling the plan’s customer service center. If you are adding dependent children up to age 26 who do not live in your plan’s service area, you are should pay close attention to out-of-network costs; see page12 for details.

•Stay in the network. If you have the option, receiving care within the health plan’s provider network will save you money. Call your doctor’s office or visit the health plan’s web-site to check if the providers you prefer are in the network.


Health_Benefits/Pharmacy.html, and select the Medco button corresponding to your annual full-time equivalent (FTE)* salary.

You or your enrolled dependents can also access the Plan Compare tool at www.medco.com/openenroll, then enter one of the following access codes corresponding to your annual FTE* salary:

• If you earn less than $70,000 - enter “pchtier111”• If you earn $70,000 - $95,000 - enter “pchtier211”• If you earn more than $95,000 - enter “pchtier311”

*If you work part-time the salary that would be earned working full-time at the

same rate of pay is considered FTE your salary.

enrollment process. If you waive medical coverage and you do not complete the form online, one will be mailed to your home address. Harvard is required by law to continue to contact you until the form is completed and returned to the University.

Harvard’s Prescription Drug Coverage Harvard University’s prescription drug benefit is administered by Medco, a pharmacy benefit manager. There is no additional premium for prescription coverage. When you enroll in Harvard University-sponsored medical coverage you pay only the medical premium and receive the prescription benefit. All employees who enroll in medical coverage receive a Medco Welcome Kit with instructions on how to take full advantage of the prescription services available. Your Medco prescription ID card(s) will be included in the Kit. Present your Medco prescription ID card to your pharmacy when filling retail prescriptions or save even more by using Medco by Mail. You may wish to consider using Medco by Mail (for up to a 90-day supply of your medication) for medications that you take on a long-term basis.

When you call 800-718-6481, Medco representatives can help you locate participating retail pharmacies, provide copayment information and tell you how to get started with Medco by Mail.

Medco’s “Plan Compare” tool provides specific cost information, along with generic drug alternatives to brand name drugs, and allows you to share cost information with your doctor, so that you can receive the most appropriate medication at the lowest cost. Specialty pharmacists are available for you to contact when taking a medication to

•Prescription coverage is offered as part of your medical coverage. There is no additional premium.

•Visit Medco’s “Plan Compare” tool to determine your copay tier for a specific drug at harvie.harvard.edu/Compensation_Benefits/Health_Benefits/Pharmacy.html

YOUR PRESCRIPTION BENEFIT

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Your Medical Coverage ChoicesHMO, POS, PPO: What’s the Difference? Most Harvard employees have a choice between two basic types of health care options: Health Maintenance Organizations (HMOs) and Point of Service (POS) options. A quick review of the Monthly Rates and Health Care Comparison Chart for 2011 will reveal a key difference — monthly premiums are generally lower for the HMO option than for the POS option, and there’s a reason for this difference.

HMOs require you to select a primary care physician (PCP) who coordinates your care and authorizes visits to specialists or other providers. Generally, you are charged a copayment when you visit a doctor or receive a service from an in-network provider. POS options offer nearly identical benefits and still require you to select a PCP, but they allow you the additional feature of visiting doctors and providers outside the network without a referral from your PCP. This may be a valuable feature if you want the flexibility to choose a doctor outside of the health carrier’s provider network. You pay a little more per month and any applicable deductible and coinsurance for the POS option in return for more flexibility when making health care choices.

Employees living outside Massachusetts have the option of choosing a Preferred Provider Organization (PPO). In a PPO, you coordinate your own care and are not required to get referrals from a PCP to see specialists or other providers. The PPO does use a network of doctors and the coverage pays a higher benefit when you seek care from these in-network providers, which lowers your costs. You may also choose Harvard Pilgrim Health Care POS if you live outside Massachusetts.

HMO Program Options•Harvard Pilgrim Health Care HMO•Harvard University Group Health Plan (HUGHP) HMO

HMO Coverage Highlights• You pay a lower monthly premium. • You must choose doctors from within the HMO network.• You must select a PCP to coordinate your care and provide referrals to specialists or other providers.• You can change your PCP at any time. • The HMO does not pay benefits for services received outside the network unless your medical situation

requires it and the HMO provides a referral.• You make a copayment for office visits and most other services.•Dependents living outside Massachusetts who are covered by an HMO are only covered for emergency

services when receiving care outside of the HMO’s service area. See page 12 for more information.

POS Program Options•Harvard Pilgrim Health Care POS•Harvard University Group Health Plan (HUGHP) POS

POS Coverage Highlights• You pay a higher monthly premium than in an HMO in exchange for greater flexibility in choosing doctors,

and you can self-refer to a specialist. • You may choose providers outside the network; however, receiving care inside the network may cost you

less. •As in an HMO, you pay a copayment for in-network office visits and most other services. •POS out-of-network services are subject to an annual deductible before benefits are paid: $500 per

individual, up to $2,000 per family.

Compare Your Medical Choices Online

The Monthly Rates and Health Care Comparison Chart for 2011 is also available online at harvie.harvard.edu/docroot/doc-lib/ 100_Benefits/400_Medical_and_Dental/MedicalComparisonChart.pdf

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•Once the deductible is met, you are covered at 80% of reasonable and customary (R&C) charges (for covered services) up to the annual out-of-pocket maximum on allowed services. The annual out-of-pocket maximum is $2,000 per individual, and $5,000 per family.

• You are covered at 100% of R&C charges after you meet the annual out-of-pocket maximum. Questions about R&C charges should be directed to the health plan. You are responsible for paying any amounts above R&C charges for covered services. The deductible is not included in the out-of-pocket maximum.

• You do not need to satisfy the deductible before the POS benefit pays for outpatient mental health and substance abuse office visits.

•HUGHP POS members can receive covered services at Harvard University Health Services (HUHS) or any of 33 locations as in-network providers, with a referral if needed. The HUGHP POS network is available to members who live in or outside the HUGHP service area.

PPO Plan Option (for employees living outside Massachusetts only)•Harvard Pilgrim Health Care PPO

PPO Coverage Highlights• This coverage is available only to employees living outside Massachusetts.• You are not required to select a PCP or obtain referrals when choosing a doctor.• You may choose providers outside the network; however, receiving care inside the network may cost you

less, and you will have no claims to file.

Coverage for Dependents Living Outside Your Plan’s Service Area As described on page 8, new federal laws allow you to cover all eligible dependent children up to age 26 under your family medical coverage beginning in 2011. You can add these eligible dependents during your 60-day enrollment period. All family members are required to have the same medical coverage, so if you have dependent children who are living outside your plan’s service area, you should keep in mind that, depending upon your family’s coverage, there may be out-of-network costs incurred for services.

HMO Plan Coverage for Dependents Living Outside the Service Area•All covered family members should have a PCP listed and may obtain referrals for in-network providers.• You may choose a different PCP for each family member.•Some PCPs may have covering physicians available after hours or may have extended office/clinic hours.•Care received without referrals is considered out-of-network and will not be covered unless it is urgent/

emergency care.

POS Coverage for Dependents Living Outside the Service Area•All covered family members should have a PCP listed and may obtain referrals for in-network providers.•Care received without referrals is considered out-of-network (unless not required as stated in your member

handbook) and will be covered, subject to deductible and coinsurance if applicable.• You may view the Harvard Pilgrim Health Care Provider Directory online at the Harvard Pilgrim Health Care

website, www.harvardpilgrim.org.

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Women’s Health and Cancer Rights Act of 1998 In compliance with the Women’s Health and Cancer Rights Act of 1998, Harvard’s health care options provide coverage for the following medical services in conjunction with a mastectomy:

•Reconstruction of the breast on which the mastectomy was performed;•Surgery and reconstruction of the other breast to produce a symmetrical appearance; and•Prosthesis and treatment of physical complications in all stages of mastectomy, including

lymphedemas.These services will be provided in a manner determined in consultation with the attending physician and patient. Coverage is subject to applicable deductibles and coinsurance amounts that apply to other covered services.

Newborns’ and Mothers’ Health Protection Act of 1996 All of Harvard’s medical options cover no less than a 48-hour inpatient hospital stay for the mother and newborn child following normal delivery and no less than a 96-hour stay following a Cesarean section, unless discharged earlier after consulting with the mother, and with the mother’s consent, in accordance with the Newborns’ and Mothers’ Health Protection Act.

Harvard University believes the health plans that it offers to its active employees are ‘‘grandfathered health plans’’ under the Patient Protection and Affordable Care Act (the Affordable Care Act). As permitted by the Affordable Care Act, a grandfathered health plan can preserve certain basic health coverage that was already in effect when that law was enacted. Being a grandfathered health plan means that your plan may not include certain consumer protections of the Affordable Care Act that apply to other plans, for example, the requirement for the provision of preventive health services without any cost sharing. However, grandfathered health plans must comply with certain other consumer protections in the Affordable Care Act, for example, the elimination of lifetime limits on benefits. Questions regarding which protections apply and which protections do not apply to a grandfathered health plan and what might cause a plan to change from grandfathered health plan status can be directed to Harvard University Benefits at 617-496-4001 or [email protected]. You may also contact the Employee Benefits Security Administration, U.S. Department of Labor at 866-444-3272 or www.dol.gov/ebsa/healthreform. This website has a table summarizing which protections do and do not apply to grandfathered health plans.

Harvard University Health Services (HUHS)Harvard University Health Services (HUHS) is a multi-specialty medical practice providing comprehensive, confidential health care to Harvard faculty, staff, retirees and their dependents. The primary facility is located in Holyoke Center in Harvard Square, with satellite clinic locations on the Business, Law and Medical School campuses. Internal medicine, pediatrics and a wide variety of medical and surgical specialty services, plus a laboratory, pharmacy and radiology service are available at the Holyoke Center location. In addition, after-hours urgent care services are available 24 hours a day, 365 days a year. Visit huhs.harvard.edu for more information.

Who Can Use HUHS?• Members of Harvard University Group Health Plan

(HUGHP) HMO or POS who have a HUGHP PCP (and covered dependents) who have selected an HUHS PCP may use HUHS, and care will be considered “in-network.” Regular office visit copays apply.

• Members enrolled in Harvard Pilgrim Health Care PPO can use HUHS, and care will be considered “out-of-network.”

• All benefits-eligible employees may visit HUHS for urgent care needs that arise while the employee is at work, as long as the onset of the illness or injury occurred within the previous 24 hours. There is a $25 copay for this service.

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DentalHarvard offers dental benefits to eligible employees and their dependents through the Delta Dental PPO Plus Premier program. Harvard’s dental coverage is self-insured, which means that Harvard pays the claims and Delta Dental provides the administrative services. New rules under federal Health Care Reform allow dependent children to be covered under a parent’s family medical plan until their 26th birthday. Federal law mandates this extension for medical insurance only; however, Harvard is extending this coverage to dental insurance. To add a dependent child up to age 26 to your dental coverage within your 60-day enrollment period go to PeopleSoft Self Service.

Dental Networks and Pricing Structure The Delta Dental PPO Plus Premier program includes dentists in Delta’s Dental Premier and Dental PPO networks. You may also receive services from non-participating dentists, in-state or out-of-state.

The covered services are the same whether you are seeing a dentist in the Premier network, in the PPO network, or a non-participating dentist. The difference between these three options is a pricing difference for the same covered services:

•Delta Dental PPO dentists are the least expensive because costs for services are fixed at a lower discounted rate

•Delta Dental Premier dentists are more expensive than PPO dentists

•Non-participating dentists may be the most expensive

Delta Dental Highlights• The Delta Dental lifetime orthodontic benefit is $1,500 for

those under age 19. • There is no balance billing: you cannot be billed for the

difference between your dentist’s normal rate and Delta Dental’s negotiated rate when you see a participating dentist, in either Delta Dental’s PPO or Premier network.

• There are no claim forms when you see a dentist in either Delta Dental network.

•Delta Dental sends payments directly to the dentist.

•Know your needs. You may choose individual, family or no coverage.

•Consider coverage for young children. If you have a child under age 3 for whom you expect a first dental appointment in the coming year, consider choosing family coverage. Unless you have a permitted election change event, you will not be able to add dental coverage for this child during the year.

•Covering dependent children up to age 26. As described on page 8, beginning in 2011, you can add dependent children up to age 26 to your family dental coverage. You must do this during your 60-day enrollment period; if you miss this period, you will not be able to add them until the annual Benefits Open Enrollment period, unless you have a permitted election change event.

•Understand the tax implications of same-sex spouse or domestic partner coverage. If you have a same-sex spouse or domestic partner and are electing family coverage, call 617-496-4001 to speak with a Benefits representative about the enrollment process, tax implications and documentation requirements.

•The Delta Dental network includes dentists at the HUHS Dental Clinic and the Harvard School of Dental Medicine Family Practice.


• You may see a non-participating dentist (in-state or out-of-state).•Remember, your benefit will be highest when you see participating dentists, as they have agreed to accept

the allowed payment Delta Dental sets for each particular covered service that you access.• To locate participating dentists, visit www.deltamass.com. • You can rollover a set amount of $750 of the maximum annual benefit if you have had an oral exam or

cleaning during the calendar year and have used less than $1,000 of the annual $3,000 benefit. If you hit the $1,000 threshold, then none of the remaining benefit can be rolled over. Total accumulated rollover maximum is $1,500, from year to year.

•Contact Delta Dental Customer Service at 800-872-0500 for further information.

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Covered ServicesYour Harvard dental benefit covers preventive, basic, restorative, major and orthodontic services. For preventive services, you pay no deductible and the benefit is covered at 100%. For basic, restorative and major services, you pay a small deductible and the benefit is covered at 75%. Orthodontic services are covered at 50% (with no deductible) for children under age 19.

DENTAL BENEFITS & COVERED SERVICES

Coverage Maximums$3,000 per covered person (annual)$1,500 per covered person for orthodonticbenefits (lifetime) for children under age 19

Annual Deductible

Orthodontic:

•No deductible

Non-orthodontic:

•No deductible for diagnostic and preventive services

•$25 per covered person for all other services

•Maximum $75 per family

Covered Services Coverage is the same for participating and non-participating dentists, whether in-state or out-of-state.

Preventive Care

•Cleanings and X-raysDelta pays 100%

Basic Services

• Temporary and permanent fillings•Simple extractions•Surgical extractions

Delta pays 75% after deductible

Restorative Services Periodontics, endodontics and oral surgery, root canal, prosthetic maintenance, emergency dental care


Major Services

•Prosthodontics, installation of crowns, inlays, onlays, dentures and bridges


OrthodonticsDelta pays 50% (with no deductible) for children under age 19 (up to $1,500 lifetime benefit)

Delta Dental provides coverage for services received from non-participating dentists (in-state or out-of-state). Although the benefit level is the same, your out-of-pocket costs will typically be higher if you use the services of a non-participating dentist whose fees are higher than Delta Dental’s negotiated fee for those services. You will be responsible for the difference between Delta Dental’s payment and the dentist’s total submitted charges for the services. Your benefit dollar goes much further, and you enjoy greater value from your dental coverage, when you visit a participating dentist.

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Short Term Disability (STD)If you are a staff employee, Harvard provides short term disability (STD) benefits at no cost to you. Harvard’s STD program pays you a portion of your income if you are un-able to work for up to 6 months due to a disability. The STD program also provides up to eight weeks of paid maternity leave for birth mothers.

The STD program pays you between 70% and 100% of your base pay (depending upon your employee group and years of service) for up to 6 months of disability. If your base pay increases while you are on STD leave, your STD ben-efit will also increase. You can receive STD benefits for no more than 26 weeks out of any 52-week period. Generally, employees must satisfy a waiting period requirement and spend down a certain number of their available sick days before their STD benefits can begin.

•Know your needs. Consider how you would meet your financial obligations if you had to miss work for an extended period of time due to a disability.

•Make an informed choice. For a minimal per-pay-period cost, your benefits and a percentage of your pay will continue if you become disabled. See the Monthly Rates and Health Care Comparison Chart for 2011 to calculate your per-pay-period cost.


Your doctor(s) will be asked to provide a signed certification of your disability and, at times, to submit clinical notes from office visits. Harvard’s Benefits office may schedule an independent medical exam to verify your dis-ability status. Pregnancy-related disability will be treated as a routine medical disability. For more information about Harvard’s STD program, call Benefits at 617-496-4001.

Long Term Disability (LTD)Long Term Disability (LTD) insurance is designed to pay a monthly benefit to you in the event that you cannot work because of a covered illness or injury. Harvard’s LTD benefit replaces a portion of your income if you are unable to work for more than 180 days due to a disability, thus further helping you to meet your financial commitments in a time of need.

The LTD program pays 60% of your pre-disability salary at the time you become disabled, paying benefits for up to two years if you are unable to perform your own occupation. After two years, the program only pays a benefit if you are unable to perform any occupation and earn at least 80% of your indexed pre-disability earnings.

If you receive LTD payments, your participation in medical, dental and life insurance coverage through Harvard continues. You also continue to accrue participation service and receive pension contributions based on your salary at the time you first became disabled.

Pre-existing Condition Limitation If you are newly enrolling in the LTD plan, and become a participant in the program, and if you are found to have had a pre-existing medical condition in the 90 days preceding the date you become a participant in the LTD plan, you will not be eligible for coverage for that condition and/or other related causes unless you meet the following requirements:

• You have been a participant in the program for 12 months and actively at work (not disabled) for 12 months and one day,

• or you have been treatment free for that pre-existing condition for 6 continuous months during your first 12 months of participation.

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Some of the Features of this CoverageHarvard’s LTD coverage, offered by The Standard Insurance Company, has the following features:

• It covers disabilities that occur 24 hours a day, both on and off the job.

•Since premium payments are made with your “after-tax” dollars, LTD benefits are tax-free under current tax law.

• You make premium payments for the LTD program through payroll deduction.

•While LTD benefits are payable, you may qualify to participate in a rehabilitation plan that prepares you to return to work. If you qualify, The Standard Insurance Company may pay for return-to-work expenses you incur, such as job search, training and education and family care expenses.

•A cost of living adjustment (COLA) benefit is included. This provision is designed to help protect a disabled employee’s LTD benefit from inflation.

• If you die while LTD benefits are payable, and on the date you die you have been continuously disabled for at least 180 days, a survivors benefit equal to six times your unreduced monthly LTD benefit may be payable to eligible survivors.

• If the group policy terminates, and you are receiving LTD benefits, those benefits will continue as long as you remain eligible to receive them.

Life InsuranceHarvard automatically helps you protect your beneficiaries by providing group term Basic Life Insurance coverage at no cost to you. This free coverage is equal to one-half your annual salary, rounded to the nearest $1,000. This is your actual salary, not your full-time equivalent (FTE) salary (if you are working less than full-time).

To increase your life insurance coverage, you may purchase group term Supplemental Life Insurance coverage. You can do this during your 60-day enrollment period by going to PeopleSoft. You can elect up to 5 times your current salary (rounded to the nearest $1,000), in the following increments:

• 1 x your annual salary





The maximum amount of Supplemental Life Insurance coverage you can elect is $1,250,000. The cost of Supplemental Life Insurance coverage is based on your age and the amount of coverage you elect. There are no age restrictions on this election. All premiums are taken from your pay after taxes.

When you elect Supplemental Life Insurance at the time you become newly eligible for benefits (or at the time of marriage), you do not need to provide a Statement of Health.

If you elect Supplemental Life Insurance coverage at any other time by contacting the Benefits office, you will need to provide a Statement of Health for review by MetLife. This will be sent to you by MetLife and the Supplemental Life Insurance coverage will not become effective until it is approved.

The imputed cost of Basic and Supplemental Life Insur-ance coverage in excess of $50,000 is taxable to you. If your coverage exceeds $50,000, the taxable amount will be shown in the summary that accompanies your paycheck each pay period.

When your Harvard group term Basic and Supplemental Life Insurance coverage ends, you may continue Basic and/or Supplemental coverage with MetLife through either the portability or the conversion option described below.

Life Insurance Portability OptionYour Basic and Supplemental Life Insurance coverage is portable. This means that, should your eligibility at Harvard end, you can continue your current group term life coverage with MetLife. You will not have to answer any medical questions or provide a Statement of Health to exercise your portability option.

Your Basic and/or Supplemental Life Insurance coverage would be portable should you experience any of the following events:

• You leave the University• Your coverage ceases due to a change in your ben-

efits eligibility (while working)

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• You retire and you do not continue the coverage available to you

• You retire and continue the coverage available to you and then become ineligible for that coverage

The minimum portable amount is $5,000. Your maximum amount is the amount you have at the time your life insurance coverage through Harvard’s group term life policy ends, up to $1 Million (Basic and Supplemental Life Insurance coverage combined).

Your life insurance coverage amount cannot be increased at the time you become eligible for portability, nor once you have continued your coverage through the portability option. You can decrease your coverage as needed.

While using the portability benefit, your total amount of life insurance coverage reduces by 50% at age 70 and ends at age 80.

If you experience one of the above events and your life insurance coverage subsequently ceases under the Harvard group policy, you must complete an Election of Portable Coverage form if you wish to exercise your portability option. You may obtain this form by calling Benefits at 617-496-4001. You have 31 days from the date benefits were terminated to complete and return this form to MetLife. Coverage will take effect the first of the month after the election. Rates for portability are based on your current age and differ from the rates you pay while employed. Rates are subject to change. MetLife will bill you monthly for your coverage. To speak with a MetLife representative who can answer questions about portability call 866-492-6983. Conversion of your life insurance is also available, as required by law. The life insurance conversion option is described in more detail below.

Life Insurance Conversion Option If you wish to have more permanent Basic and/or Supplemental Life Insurance coverage in the event that your coverage at Harvard should end, you may instead wish to convert your current Harvard group term coverage into your own individual whole life coverage with MetLife. You will not have to answer any medical

questions or provide a Statement of Health to exercise your conversion option. Your Basic and/or Supplemental Life Insurance coverage would be convertible should you experience any of the following events:

• You leave the University

• Your coverage ceases due to a change in your benefits eligibility (while working)

• You retire and you continue the coverage avail-able to you and then become ineligible for that coverage

The minimum conversion amount is $5,000. The maximum amount is the amount you have at the time your life insurance coverage through Harvard’s group term life policy ends, up to $1 Million (Basic and Supplemental Life insurance coverage combined). Your life insurance coverage amount cannot be increased at the time you become eligible for the conversion option, nor once you have converted your coverage through the conversion option. You can decrease your coverage as needed. While using the conversion benefit, your total amount of life insurance will not reduce or terminate so long as you continue to pay your premiums to MetLife. If you experience one of the above events and your life insurance coverage subsequently ceases under the Harvard group policy, call Benefits at 617-496-4001 and they will mail you a Conversion Notice detailing your coverage amounts and explaining how to obtain a Conversion Form from MetLife. You must complete a Conversion Form if you wish to exercise your conversion option, and you can obtain that form from MetLife. You have 31 days from the date benefits were terminated to complete and return the Conversion Form to MetLife. Rates for conversion coverage are based on your current age and differ from the rates you pay while employed. Rates are subject to change. MetLife will bill you monthly for your coverage. To speak with a MetLife representative who can answer questions about conversion call 877-275-6387. Portability of your life insurance is also available. The life insurance portability option is described in more detail above.

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•Choose the right FSA. You may not transfer money between the Medical/ Dental and Dependent Care FSAs. The Dependent Care FSA is for eligible expenses related to the cost for care of a dependent child or adult – not medical or dental expenses for dependents. Be sure you understand the uses for each distinct FSA and choose the FSA(s) and contribution level(s) that are right for you.

•Estimate carefully. Because FSA dollars unused by March 31, 2012 do not roll over and are not returned to you, it is important to estimate your predictable medical and dental expenses for 2011 carefully. Visit the online FSA worksheet available at www.crosbybenefits.com/ParticipantArea/Calculators.aspx. The worksheet will help you determine your annual contribution by asking you to estimate your out-of-pocket expenses and other expenses not covered by your medical/dental coverage. It also shows an estimate of your potential tax savings.

•Beginning on January 1, 2011, new federal Health Care Reform rules restrict reimbursement for many over-the counter medicines and drugs. This change affects existing Medical/Dental FSAs for 2010 and new Medical/Dental FSAs for 2011. If you have been using your Medical/Dental FSA to cover over-the-counter medicines and drugs, please consider these important changes when estimating your predicted expenses. See page 20 for more information.


Flexible Spending Accounts (FSAs)Harvard offers two Flexible Spending Accounts (FSAs) that allow you to set aside money on a pre-tax basis to pay for eligible dependent care and certain medical/dental expenses not covered by your insurance. Contributing to

*Please note that according to IRS guidance, expenses incurred by same-sex spouses or domestic partners and their dependents are not reimbursable from your Medical/Dental FSA unless these individuals are your tax-qualified dependents.

an FSA gives you the opportunity to save money because your contributions are deducted from your pay before federal and state income taxes and Social Security and Medicare taxes are withheld.

Crosby Benefit Systems, Inc. administers the FSA program for Harvard. If you elect an FSA, you will receive an account statement from Crosby several times during the year. You can also link directly to Crosby via HARVie to check on your account balances, file claims, enroll in direct deposit for your reimbursements and learn more about eligible expenses. To go to Crosby, go to HARVie and choose Crosby FSA from the drop-down menu at the top right of any page.

Although your FSA elections are for a one-calendar-year period, you have 2.5 months after the end of the calendar year to incur expenses on your calendar year election amount. This means you may incur expenses on your 2011 calendar year election amount until March 15, 2012. You must file all claims by March 31, 2012 for your 2011 FSAs.

Medical/Dental FSA The Medical/Dental FSA gives you a way to pay for eligible out-of-pocket health care expenses for you and your eligible dependents* with before-tax dollars you contribute to your account. These eligible expenses include copayments for office visits and prescriptions, and any coinsurance and deductibles related to using POS or PPO out-of-network coverage. If you choose to participate in the Medical/Dental FSA, you decide how much to contribute for the calendar year based on what you expect your expenses will be for the calendar year. Please note that it is important to estimate your expenses carefully as unused dollars are forfeited.

Contribution Level You may choose to contribute between $120 and $5,000 (in whole dollar amounts) for the calendar year. Your contributions will be deducted from your paycheck in equal amounts during the calendar year.

Your election is effective from your date of hire or first eligibility through the end of the year. Your deductions are based on that time period.

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Examples of Eligible Expenses•Health care copayments*, coinsurance and deduct-

ibles•Medical supplies and equipment not covered by your

health insurance, including crutches, wheelchairs, bandages and diagnostic devices such as blood sugar test kits

•Orthodontia expenses• The cost of eyeglasses, lenses, contact lenses and

supplies• The cost of hearing aids•Mental health and substance abuse treatments•Over-the-counter medicines and drugs with a doc-

tor’s prescription (see below)

IRS rules govern the eligibility of expenses for reimbursement from your Medical/Dental FSA. They require that the items must be used to treat a specific medical condition.

You CANNOT use your Medical/Dental FSA to pay for:

•Monthly insurance premiums for any medical, den-tal or vision coverage

•Cosmetic orthodontia and cosmetic surgery •Expenses for which you were or can be reimbursed

under any health insurance • Toiletries or cosmetics, such as toothpaste, deodor-

ant or face creams•Over-the-counter medicines and drugs without a

doctor’s prescription (see below)

In addition, according to the Internal Revenue Code, expenses incurred by same-sex spouses or domestic partners and their dependents are not eligible for reimbursement through your Medical/Dental FSA unless these individuals are your tax-qualified dependents.

* If your full-time equivalent (FTE) salary is less than or equal to $95,000, eligible copayments in excess of certain amounts may be reimbursed in full through Harvard’s Copayment Reimbursement Program. You may not submit claims to your Medical/Dental FSA for copayments reimbursed through the Copayment Reimbursement Program. See page 22 for details.

Important: New Restrictions on Over-the-Counter Medicines and Drugs Eligible for Reimbursement from the Medical/Dental FSA New federal Health Care Reform rules mandate that beginning January 1, 2011, over-the-counter “medicines or drugs” can only be reimbursed through a Medical/Dental FSA if accompanied by a prescription. For these purposes, a “prescription” means a written or electronic order for a medicine or drug that meets the legal requirements of a prescription in the state in which the medical expense is incurred and that is issued by an individual who is legally authorized to issue a prescription in that state.

Some examples of over-the-counter medicines and drugs that will require a prescription are:

•Pain relief remedies•Cough, cold, flu and stomach ache remedies•Rash, cold sore and anti-itch ointments

This change does NOT apply to insulin or to items that are not medicines or drugs, including equipment such as crutches, supplies such as bandages, contact lens supplies and first-aid kits, and diagnostic devices such as blood sugar test kits. These items will remain eligible for reimbursement without a prescription.

These changes went into effect on January 1, 2011 for existing Medical/Dental FSAs. Although you have until March 15, 2011 to incur expenses against your 2010 Medical/Dental FSA, over-the-counter items purchased on or after January 1, 2011 are subject to the new rules.

For more information, visit the Crosby Benefit Systems (Harvard’s FSA administrator) web site at www.crosbybenefits.com and select Participant Area > FAQs.

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Requesting Reimbursement You can be reimbursed up to your total annual Medical/Dental FSA election amount for 2011 regardless of your account balance at the time you file your claim. Your claim must be postmarked by March 31, 2012, to submit claims for expenses incurred by March 15, 2012.

To be reimbursed for eligible medical/dental expenses, you must submit a Medical/Dental FSA claim form (forms can be found on HARVie at harvie.harvard.edu/doc-lib) along with original receipts to:

Harvard University FSA Planc/o Crosby Benefit Systems, Inc.P.O. Box 25172Lehigh Valley, PA 18002-5172

Phone: 866-918-9711Fax: 978-367-9626

Reimbursements for the Medical/Dental FSA are made weekly, beginning the second week in January. Direct deposit of your reimbursement is available (you can print a direct deposit form at harvie.harvard.edu/doc-lib).

Dependent Care FSA If you have predictable expenses associated with the care of a dependent child or adult or disabled dependent claimed on your tax return, you may want to consider signing up for a Dependent Care FSA. To use a Dependent Care FSA, your eligible dependent must require day care or elder care to allow you to work.

If you are married, you can participate in the Dependent Care FSA only if your spouse is:

•Employed, looking for work or a full-time stu-dent for at least five months during the year while you are working or looking for work; or

•Disabled and unable to provide for his or her own care.

Contribution Level You may choose to contribute between $120 and $5,000 (in whole dollar amounts) to your Dependent Care FSA for the year, unless one of the following IRS guidelines applies to you:

• If you are married and your spouse files a separate income tax return, the most you may contribute is $2,500.

• If you are married and your spouse also contrib-utes to a dependent care FSA through his or her employer, the $5,000 annual maximum is the total amount that you and your spouse may contribute to both dependent care FSAs combined.

• If you or your spouse earns less than $5,000 a year, the most you can contribute is the lower of your two incomes.

• If your spouse has no income but is a full-time student or disabled, the most you can contribute is $3,000 per year if you have one eligible depen-dent. If you have two or more eligible dependents, the most that you may contribute to a dependent care FSA is $5,000 per year (and, if applicable, you may also claim a partial dependent care tax credit for up to an additional $1,000 of dependent care expenses for that same year).

• If you are single, you may contribute up to $5,000 or 50% of your income, whichever is less.

Your contributions will be deducted from your paycheck in equal amounts during the year. Your election is effective from the date of benefit eligibility through the end of the calendar year. Your deductions are based on that time period.

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Examples of Eligible Expenses•Care provided to a child under age 13

•Care for your spouse or dependent of any age who normally spends at least eight hours in your home each day and cannot care for himself or herself because of a physical or mental disability

•Payment for someone who provides care in your home, as well as related taxes you pay on that person’s behalf

•Payment to an eligible day care facility, including a senior center

•Payment to a summer day camp (some specialty camps may be excluded)

•Payment for after-school care

You CANNOT use your Dependent Care FSA to pay for:

•Baby sitting during non-working hours

•Summer or day camp providing overnight stays

•Kindergarten expenses itemized as educational expenses

• Transportation expenses

Requesting Reimbursement Your claim must be postmarked by March 31, 2012 to submit claims for expenses incurred by March 15, 2012. You can be reimbursed only for amounts up to the current balance in your Dependent Care FSA at the time you file your claim.

To be reimbursed for eligible dependent care expenses, you must submit a Dependent Care FSA claim form (forms can be found on HARVie at harvie.harvard.edu/doc-lib) along with original receipts, dates of service, the name of the dependent receiving the care, the name of the provider and either the provider’s taxpayer identification number or Social Security number to:

Harvard University FSA Planc/o Crosby Benefit Systems, Inc.P.O. Box 25172Lehigh Valley, PA 18002-5172

Phone: 866-918-9711Fax: 978-367-9626

Direct deposit of your reimbursement is available (you can print a direct deposit form at harvie.harvard.edu/doc-lib.)

Copayment Reimbursement Program To assist individuals or families who make many doctors’ office visits and/or use many medications and, there-fore, pay more copayments, Harvard provides the Copayment Reimbursement Program. This program is only available to active faculty and staff with an annual salary less than or equal to $95,000 (full-time equivalent (FTE) salary) and who are enrolled in Harvard-sponsored medical coverage.

The following copayments are eligible for full reimbursement through this program:

• Copayments for in-network office visits• Prescription drug copayments

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Copayments for emergency room visits, out-of-network expenses and coinsurance payments are NOT eligible for reimbursement through this program.

Because the program is designed to assist those who pay a higher number of copays during the year, reimbursements do not begin until your copayments exceed a certain threshold based on your annual salary (FTE)* and whether you are submitting as an individual or a family, as you can see in the chart below. Note: Only those copayments above the applicable threshold may be reimbursed; copayments at or below the applicable threshold may not be reimbursed once you have incurred copayments above the applicable threshold.

Requesting Reimbursement Claims for copayments paid in 2011 must be postmarked by March 31, 2012. To be reimbursed for eligible copayments, you must submit a Copay Reimbursement Form (forms are located on HARVie at harvie.harvard.edu/doc-lib) along with original receipts to:

Harvard University Copayment Reimbursement Programc/o Crosby Benefit Systems, Inc.P.O. Box 25172Lehigh Valley, PA 18002-5172

Phone: 866-918-9711Fax: 978-367-9626

ENROLLMENT STATUS FULL-TIME SALARY* OFFICE VISITS PRESCRIPTION DRUGS

INDIVIDUAL (It does not matter if you are

enrolled in individual or family coverage)

Less than $70,000 $ 135 $ 500

$70,000-$95,000 $ 270 $ 1,000

FAMILY (Must be enrolled in family

coverage)

Less than $70,000 $ 330 $ 1,000

$70,000-$95,000 $ 660 $ 2,000

* This program is only available to employees with an annual full-time equivalent (FTE) salary less than or equal to $95,000. FTE salary is your annual salary if you work full-time or, for those who work less than full-time, the salary that would be earned working full-time at the same rate of pay. Once you meet the appropriate threshold, there is no limit to the amount you can be reimbursed.

WHEN DOES THE PROGRAM BEGIN REIMBURSING COPAYMENTS?

• Begin saving receipts January 1. Copayments are not eligible for reimbursement until you exceed the applicable threshold. Save all of your copayment receipts.

• Think about the Medical/Dental FSA. Copayments at or below the applicable threshold may be reimbursed with money you contribute to the Medical/Dental FSA. Consider whether contributing to the Medical/Dental FSA is a good idea for you. See page19.

• Copayments can be reimbursed only once. Copayments above the applicable threshold can be reimbursed by either the Medical/Dental FSA or the Copayment Reimbursement Program, but not both. Take that into consideration when estimating your Medical/Dental FSA contribution.

• Copayments at or below the applicable threshold may not be reimbursed by the Copayment Reimbursement Program. Only those copayments above the applicable threshold may be reimbursed; copayments at or below the applicable threshold may not be reimbursed once you have incurred copayments above the applicable threshold.


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Long Term Care (LTC)An accident, long term illness or simply the effects of aging can result in the need for costly extended care. Harvard’s Long Term Care insurance is designed to protect you against the costs associated with such care expected to last more than 90 days, including:

•Skilled, intermediate and custodial nursing home care• Therapy ordered by a physician and provided by a qualified health care professional•Assistance with the activities of daily living, such as bathing, eating or dressing, provided by informal

caregivers

Eligible ParticipantsIn addition to active faculty and staff members, those eligible to be covered by the LTC benefit include:

• Those on leave of absence due to sabbatical, public service or research •Retired faculty and staff members • The spouses, surviving spouses or domestic partners (issue age of 18 or older) of eligible active or retired

faculty or staff members • The parents, parents-in-law, grandparents or grandparents-in-law (under issue age of 80) of eligible active

or retired faculty or staff members

If you are an active or retired faculty or staff member, you are deemed to be eligible to enroll in the program if, on the date you apply for coverage and on the date coverage is scheduled to be effective, you are not:

•Confined as an inpatient in a hospital•Disabled to the degree that you would be entitled to Short Term Disability and/or Workers’ Compensation

benefits on timely application •Receiving Short Term Disability and/or Workers’ Compensation benefits

When you elect LTC within 60 days of first becoming eligible, you do not need to provide any medical history. Eligible Residence in the U.S.To be eligible for LTC coverage, you must reside in the U.S. on the date the application is signed and on the effective date of coverage.

Enrollment Paperwork from John HancockYou may request an enrollment kit by calling John Hancock Financial Services at 800-928-4260.

To learn more about LTC insurance, visit the Harvard University Group Long Term Care insurance web site at harvard.jhancock.com. Enter “Harvard” as your user name and “JHancock” as your password. User name and password are case sensitive.

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• Medicare limits its long term care coverage. Medicare is not designed to cover long term care. The criteria are strict and the coverage is limited. LTC insurance can help you avoid exhausting your retirement savings.

• Premiums are age-based. The earlier you enroll, the lower your premiums will be—but the longer you will pay them. The longer you wait, the more expensive premiums become. Find a balance between when to enroll and when you might actually need long term care services. For an estimate of your prospective cost, contact John Hancock at 800-928-4260.


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Retirement Programs Harvard University sponsors retirement programs to provide employees and their families with financial security after their working years. Harvard’s overall Retirement Program provides for both University contributions and employee tax-deferred contributions to retirement savings.

University-Funded Retirement Programs Harvard University has three University-funded retirement programs available to eligible faculty and staff: the 2001 Staff

Contributions* in the 2001 Staff Retirement Program and the Retirement Income Plan for Teaching Faculty are invested in funds that the employee chooses at an investment company. University contributions are made monthly on the pensionable salary paid during a month as a participant: Less than age 40: The contribution amount is equal to 5% of pay up to the Social Security wage base ($106,800 in 2011), and 10% of pay once earnings rise above the Social Security wage base.

Age 40 and above: The contribution amount is equal to 10% of pay up to the Social Security wage base ($106,800 in 2011), and 15% of pay once earnings rise above the Social Security wage base.

* Please note that retirement plan contributions are subject to IRS limits in effect for each calendar year.

For Retirement Enrollment Questions:

Go to HARVie (harvie.harvard.edu) and select Compensation & Benefits > Retirement Benefits or call the Harvard University Retirement Center (HURC) at 800-527-1398.

Retirement Program, the Retirement Income Plan for Teaching Faculty and the 1995 Retirement Program. Eligible employees automatically receive a retirement enrollment packet by mail about four months before becoming eligible for contributions.

2001 Staff Retirement Program This program is for professional and administrative staff, including support staff who are eligible to become members of the Harvard Union of Clerical and Technical Workers (HUCTW). You must be scheduled to work at least half time or 17.5 hours per week.

Retirement Income Plan for Teaching Faculty The Retirement Income Plan for Teaching Faculty is for teaching faculty, including certain instructors and lecturers who work at least half-time.

The 2001 Staff Retirement Program and the Retirement Income Plan for Teaching Faculty have the same features:

•Contributions begin after a 6-month wait period for eligible participants, and are retroactive to the employee’s date of hire.

•Harvard makes 100% of all contributions (there are no employee contributions).•Participants are vested after 3 years of vesting service (generally, 3 years of employment with the University).• Vested assets are available upon termination or retirement (vesting means you have a legal right to your

assets).• In-service withdrawals may be available at age 65.

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1995 Retirement Program The 1995 Retirement Program is for Service & Trade employees who are represented by a collective bargaining unit. If you are eligible for this program, you will automatically receive an enrollment packet prior to becoming eligible for contributions.

•Contributions begin after a 12-month wait period for eligible participants. •Harvard makes 100% of all contributions (there are no employee contributions). •Participants are vested after 3 years of vesting service. • Vested assets are available upon termination or retirement (vesting means you have a legal right to your assets). • In-service withdrawals may be available at age 65.

Basic Account Contribution Rate (Defined Benefit) University contributions are made monthly based on the following rates applied to your actual gross salary. The contributions are based on your age plus service:

•If age plus service is less than 40, your monthly contribution is 3.0% of pay •If 40-49, your monthly contribution is 4.0% of pay •If 50-59, your monthly contribution is 5.0% of pay •If 60 or more, your monthly contribution is 6.5% of pay Your balance in the Basic Account is kept in a retirement trust by Harvard, and earns at least 5% but no more than 10% interest annually.

Individual Investment Account Contribution Rate (Defined Contribution) University contributions to the Individual Investment Account are fixed at 3.5% of monthly gross pay.

•Contributions are invested in funds that the employee chooses at an investment company. •Your balance in the Individual Investment Account is kept at the investment company.

The 1995 Retirement Program has two distinct accounts, the Basic Account and the Individual Investment Account.

Tax-Deferred Annuity (TDA) Plan Harvard’s Tax-Deferred Annuity (TDA) Plan gives you an easy way to save for your retirement and reduce your taxable income. The TDA Plan lets you set aside a portion of your paycheck on a pre-tax basis and invest it in one or more professionally managed mutual funds or annuity contracts. With as little as $10 per pay period if you are paid weekly or biweekly, or as little as $20 if you are paid monthly, you can begin to create the financial security you will need in retirement.

Enroll Online Anytime You can enroll in the TDA Plan anytime. To enroll, go to HARVie at harvie.harvard.edu/Compensation_Benefits/Retirement_Benefits, or contact the Harvard University Retirement Center (HURC) directly at 800-527-1398. You may access your TDA Plan account 24 hours a day, seven days a week by visiting harvie.harvard.edu/Compensation_Benefits/Retirement_Benefits and using the HURC link on that page. View, Change or Reallocate Your Contributions Online In addition to enrolling online at the Harvard University Retirement Center (HURC) you can:

• View your contribution history• Change your per-pay-period contribution amount• Change your future contributions among investment providers• Stop your contributions

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You also may make the above changes to your TDA Plan account by calling the HURC at 800-527-1398. You will need to contact your investment provider directly to make investment selections for your TDA Plan account.

Contribution Limits For 2011, your pre-tax contributions to Harvard’s TDA Plan and any other employers’ tax-deferred annuity plans generally may not exceed $16,500. You may be able to contribute more than $16,500 to your TDA Plan account for 2011 if you are age 50 or older by the end of the year and/or have more than 15 years of service with the University. For more information about your TDA Plan contribution limits, call the HURC at 800-527-1398 or refer to IRS Publication 571, Tax Sheltered Annuity Plans (403(b) Plans) For Employees of Public Schools and Certain Tax-Exempt Organizations, available at www.irs.gov.

457(b) Deferred Compensation Plan The Harvard 457(b) Deferred Compensation Plan allows certain highly compensated faculty and staff to set aside a portion of salary on a tax-deferred basis in addition to deferrals under the TDA Plan. The 457(b) Plan is limited in participation by salary and other factors. For 2011, participation is limited to faculty and staff whose base salary is at least $200,000 and who reside in certain states. The maximum that you may save changes annually and is determined by federal law. In 2011, the maximum dollar amount you may contribute is $16,500.

Personal Data and Benefits Information OnlineHow to View and Update Your Personal Data You can access and update your personal and benefits information online, 24 hours a day, 7 days a week. To view or update personal data, log into HARVie at harvie.harvard.edu, select PeopleSoft in the Go To box in the upper right of the page, and click the Go To triangle. Once in PeopleSoft, click on Self Service and follow the appropriate path to view or change information, including:

BENEFITSReview health, savings, pension or other benefits information. Review dependent and personal information.

• Benefits Summary (Your Enrollment) • Dependent/Beneficiary Information• Pension Summary• Service Summary

PERSONAL INFORMATION Review and update your personal information.

• Personal Information Summary• Home and University Mail Addresses• Emergency Contacts• Race/Ethnicity and Veterans Status Information

PAYROLL AND COMPENSATIONReview your pay and compensation history. Update your direct deposit and other deduction or contribution information.

• View Paycheck and Compensation History• Voluntary Deductions• Direct Deposit and W-4 Tax Information

TIME REPORTING AND ABSENCE MANAGEMENTReport and review your time, schedules, request absences and more.

• Report Time and Absences• View Time and Absences

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To View or Update Retirement Program Information You can make certain retirement program transactions online through the Harvard University Retirement Center (HURC), which can be reached by going to HARVie at harvie.harvard.edu or calling 800-527-1398. Other changes require that you contact the investment company directly (see contact information below).

Go Online at the Harvard University Retirement Center (HURC) To reach the HURC, go to harvie.harvard.edu/Compensation_Benefits/Retirement_Benefits and select the link to HURC in the right column. In the HURC, you can:

•Select investment companies and funds for your Harvard retirement plan contributions• View how your current and past contributions are allocated among investment companies•Change how your future contributions are allocated among investment companies• View your contribution history for a specific Retirement Program• Increase, decrease or stop your TDA Plan and/or 457(b) Plan contributions

Contact the Investment Company Directly To view balances, change funds or transfer assets, you can also contact your investment company(ies) directly, as listed belwow. When you do, you can:

• Transfer past contributions among different funds at an investment company•Change how your future contributions are allocated among funds at an investment company• Transfer past contributions between investment companies (contact the investment company to which you

want to transfer your assets)• View your account balances at investment companies (Harvard does not keep account balances)

Contact information for the retirement investment companies and Harvard University Retirement Center (HURC)

FOR RETIREMENT PROGRAM

INFORMATIONONLINE CALL

Fidelity www.fidelity.com/atwork800-343-0860

Consultation Appointments: 800-642-7131

TIAA-CREF www.tiaa-cref.org800-527-1398

Consultation Appointments: 617-441-1300 or 800-732-8353

Vanguard www.vanguard.com800-523-1188

Consultation Appointments: 800-662-0106 x 14500

Harvard University Retirement Center

(HURC)

http://harvie.harvard.edu/Compensation-Benefits/

Retirement_Benefits/Managing_Your_Retirement_Savings/Retirement_Center.

html

800-527-1398

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Benefits Outreach SeminarsHarvard Human Resources, Benefits offers free seminars to faculty and staff throughout the year to help you understand your benefits. Sessions are held at the Center for Workplace Development (CWD), 124 Mt. Auburn Street, Cambridge.

To view the full seminar schedule and instructions for registering, visit harvie.harvard.edu/Compensation_Benefits/Retirement_Benefits/Retirement_Education_Planning_Resources.html

Additional Benefits and ServicesTake advantage of these Harvard benefits to help you achieve your goals for a healthy, balanced work and personal life.

ADDITIONAL BENEFITS, SERVICES AND PERKS

Wellness Services and Programs

The Center for Wellness & Health Communication (CWHC) at Harvard University Health Services (HUHS) promotes the lifelong health and well-being of those in the Harvard community, including students, faculty, staff, retirees and affiliates. The CWHC offers complementary therapies, yoga, massage, and other services and educational programs to help you prevent illness, manage chronic problems, make healthy lifestyle choices and become well physically and emotionally.

Center for Wellness & Health Communication:

• cw.uhs.harvard.edu/programs• Walk-In Center: Holyoke Center Arcade, 1350 Massachusetts

Ave., Cambridge• 617-495-9629

Outings & Innings

Outings & Innings is a cultural and recreational/leisure program for Harvard faculty, staff and retirees. Visit the web site to view discounts offered on tickets as well as savings for numerous programs and activities. Sign up for the “Elist” to receive announcements and last-minute deals via email.

Discounts and Tickets:

• harvie.harvard.edu/perks• 617-495-2828 (24 hour information line)

Tuition Assistance Plan

Harvard’s Tuition Assistance Plan (TAP) helps pay the cost of tuition for courses taken at participating Harvard Schools and other accredited institutions. Using TAP you can explore an academic field or pursue an academic degree. TAP is available to eligible Harvard staff, including professional, administrative, support, hourly and teaching staff.

Details and registration forms can be found at:

• harvie.harvard.edu/Compensation_Benefits/Tuition_Assistance/Tuition_Assistance_Plan

• Benefits, 664 Holyoke Center• Your local Human Resources Office

The Harvard Extension School course catalogue is also available at the Benefits office. Course catalogues for other Harvard Schools are available at the respective Schools. If you have additional questions, review the HARVie web site above or call Benefits at 617-496-4001.

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Work/Life Balance

The Office of Work/Life Resources helps Harvard’s diverse population find solutions to the daily challenges of personal, work and family life. Information, consultation and referrals are provided to assist with life events of all kinds.

• Caring for Children — Harvard offers access to regular, back-up, and school vacation child care through an array of targeted programs. Employees may be eligible for one or all of them, and should call the office or visit HARVie to learn more. The University also offers child care scholarships, adoption grants, lactation rooms and personalized consultations.

• Caring for Adults — Harvard offers a wide range of services in-cluding personalized referrals and subsidized back-up care to help with elder care, self care and other family-related responsibilities.

• Employee Assistance Program (EAP) — Harvard’s Employee Assis-tance Program (EAP) is more than a counseling referral service. The program offers free and confidential help with personal, family and work-related problems. Crisis support is available 24 hours a day, seven days a week, and consultation is provided Monday through Friday in more than a dozen different languages.

• Working Better — Harvard’s Work/Life office helps managers and employees to propose, plan and evaluate flexible schedules, remote work arrangements, and other strategies to enhance pro-ductivity and engagement.

Office of Work/Life Resources:

• harvie.harvard.edu/Work_Life_Balance• childcare.harvard.edu• 617-495-4100

Employee Assistance Program (EAP):

• 877-EAP-HARV (877-327-4278)• harvie.harvard.edu/Work_Life_Balance/

Employee_Assistance_Program (Note: This page provides the link to a comprehensive EAP web site offering information on a broad range of personal and health challenges.)

Harvard University Longwood Campus Work/Life Liaison:

• 617-432-7448

Athletics and Recreation

Harvard Athletics offers convenient, affordable fitness and recreational opportunities to Harvard faculty and staff. Individual memberships for Harvard’s athletic facilities can be purchased via the web using a Harvard ID number and PIN, and family memberships can be purchased in person at the Athletic Ticket Office. Facilities include swimming pools, indoor and outdoor tennis courts, weight facilities, basketball courts and a skating rink. Staff members with a Harvard ID and an athletic membership can register for a wide range of classes, including aerobics, racquetball, swimming, yoga, karate and ballroom dancing.

Harvard Medical School and Harvard Dental School staff and family members are offered an innovative mix of exercise and wellness programs through Fitcorp at 350 Longwood Avenue. Staff members may use any Fitcorp facility, as well as Vanderbilt Hall’s exercise facility.

Harvard Athletics and Recreation:

• www.gocrimson.com, click on Recreation, then click on Memberships

• The Athletic Ticket Office is located on the first floor of the Murr Center, 65 North Harvard Street, Allston.

• Call 617-495-2211 for membership information

Fitcorp:

• 617-732-7111• www.fitcorp.com

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Harvard offers a range of benefits to help with your commute.

The Transit Pass/Check Program provides a 50% subsidy on MBTA, commuter rail and commuter boat passes, and pre-tax savings on private transit costs. You must register online at least one month in advance for these benefits. Payment is through easy payroll deduction and passes are mailed right to your home.

Harvard CommuterChoice offers commute planning services and incentives to encourage commuters to consider alternatives to driving alone, such as significant parking discounts for carpoolers.

Parking is available on the Cambridge and Allston campuses with an annual permit or one-day permit for occasional use (there may be waiting lists for some lots and garages). Parking is more limited in the Longwood Medical Area.

Transportation benefits overview:• harvie.harvard.edu/Compensation_Benefits/

Employee_Services_Discounts/Transportation_Commuting

MBTA and Commuter Rail Passes: • www.commuterchoice.harvard.edu/transit/mbta/

buy_pass.shtml

Harvard CommuterChoice (commuting alternatives in Cambridge):

• www.commuterchoice.harvard.edu • (617) 384-7433

MASCO (commuting alternatives in the Longwood Medical Area): • www.masco.org/commuteworks• 617) 632-2796

Cambridge and Allston Parking Office:• www.uos.harvard.edu/transportation/onl.shtml • 617-495-3772

Longwood Medical Area Parking: • parking.med.harvard.edu

COBRA Continuation CoverageCoverageYour medical and dental benefits end the day after your last day of work at Harvard. However, you may continue your medical and dental coverage and your Medical/Dental FSA under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). If you purchase continuation coverage under COBRA, that coverage will be identical to your former coverage. If a Harvard coverage changes, any changes will also apply to your COBRA continuation coverage.

Eligibility If you leave Harvard or are no longer eligible for coverage (for example, because you become ineligible for benefits), you may purchase continued health care coverage for yourself, your spouse, your domestic partner and your eligible dependent children. However, you (or your spouse/domestic partner or dependent children) must have been enrolled in medical and/or dental coverage on your last day of employment with Harvard. You cannot change the plan that you were in.

In addition, your dependents may purchase continuation coverage if they are no longer eligible because:

• You become divorced or legally separated from your spouse/domestic partner• You become covered by Medicare• You die• Your spouse or eligible dependent children no longer meet the eligibility requirements for health care cover-

age

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You or your covered dependents must notify Harvard within 60 days of divorce, legal separation, death or a dependent child ceasing to qualify as a dependent under the plan, if the change will result in the loss of health care coverage. If you or your covered dependents fail to notify Harvard of these events, your dependents will not be entitled to elect COBRA coverage.

Electing COBRA Coverage After your Harvard medical and/or dental benefits end, you will automatically receive a packet of information about COBRA coverage from Crosby Benefit Systems (800-462-2235/617-928-0700). You then have 60 days to enroll in COBRA coverage.

Paying for Continued Coverage The initial COBRA coverage premium must be paid at the time of enrollment to continue coverage. The cost of your continued coverage will be applied retroactively to the date your Harvard coverage ended. When you continue coverage on COBRA, you pay 100% of the group rate of health and/or dental premiums, plus a 2% administrative fee.

Length of CoverageThe length and cost of COBRA coverage depends upon the event that causes the loss of coverage.

Your Dependent Losing Eligibility (while you are still employed)• Your dependent is eligible for up to 36 months of COBRA coverage.

• You pay 102% of the Harvard group rate.

Your Loss of Eligibility While Employed (you become benefits ineligible)• You and your eligible dependents will receive up to 18 months of COBRA coverage.


Termination• You and your eligible dependents will receive up to 18 months of COBRA coverage.


Layoff• You and your eligible dependents will receive up to 18 months of COBRA coverage.

• You pay one-and-a-half times the active employee rate for the first 12 months.

• You pay 102% of the group rate for the last 6 months.

Divorce, Legal Separation, Termination of Domestic Partnership or Re-Marriage*• Your spouse/domestic partner is entitled to 36 months of COBRA coverage.

• Your spouse/domestic partner pays 102% of the group rate.

If You Should Die (and do not qualify for retirement)• Your eligible dependents are entitled to 36 months of COBRA coverage.

• Your eligible dependents pay the active employee rate for the first 9 months.

• Your eligible dependents pay 102% of the group rate for the remaining 27 months.

* May vary based on date of divorce.

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TOPIC CALL... ONLINE...

General Benefits Questions

Harvard Human Resources, Benefits 617-496-4001

harvie.harvard.edu/Compensation_Benefits

[email protected]

For Specific Medical Coverage Questions: Service Areas, Emergency Coverage, Referrals, etc.

Harvard University Group Health Plan (HUGHP) HMO

• Harvard group #2220548

617-495-2008 hughp.harvard.edu

Harvard Pilgrim Health Care HMO

• Harvard group #062356-0004888-333-4742 www.harvardpilgrim.org

Harvard University Group Health Plan (HUGHP) POS

• Harvard group #2284461

617-495-2008 hughp.harvard.edu

Harvard Pilgrim Health Care POS


Harvard Pilgrim Health Care PPO


Prescription Drug Coverage

Medco (Harvard’s Pharmacy Benefit Manager)

• Harvard group #HARVURX

800-718-6481 www.medco.com

Dental Coverage

Delta Dental

• Harvard group #7750-9901800-872-0500 www.deltamass.com

Long Term Disability

Harvard Human Resources, Benefits 617-496-4001harvie.harvard.edu/Compensation_Benefits

[email protected]

The Standard Insurance Company 800-426-4332 www.standard.com

Important Contact InformationMaking the most of your benefits means knowing where to find the information you need when you need it. Keep this contact information handy for future reference.

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The employee benefit programs described in this Guide are effective in 2011. The information in this Guide is a summary of Harvard’s benefits, and every attempt has been made to ensure its accuracy. The actual provisions of each benefit program will govern if there is any inconsistency between the information in this Guide and Harvard’s formal plans, programs, policies or contracts, or any subsequent change in such plan, programs, policies or contracts.

TOPIC CALL... ONLINE...

Life Insurance


[email protected]

MetLife: Life Insurance Portability or Conversion

866-492-6983 (portability)

877-275-6387 (conversion)www.metlife.com

Flexible Spending Accounts (FSAs)

Crosby Benefit Systems617-928-0700

800-462-2235www.crosbybenefits.com

Copayment Reimbursement Program



Long Term Care (LTC)

John Hancock Life Insurance Company 800-928-4260harvard.jhancock.com

(user name: HARVARD, password: JHancock; case sensitive)

Tax-Deferred Annuity (TDA) Plan & Staff and Faculty Retirement Programs

Harvard University Retirement Center (HURC)

800-527-1398harvie.harvard.edu/Compensation_Benefits/Retirement_Benefits/Retirement_Education_Planning_Resources.html

Tuition Assistance Program (TAP)


[email protected]



Benefits

A PUBLICATION OF

NEW HIRE 2011

Documents

Benefits Enrollment Guide