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Benefits Open Enrollment: October 30 – November 17
Take Control WHEN YOU ENROLLElecting your 2018 benefits
BOOKMARK
Table of Contents
Open Enrollment .......................................................................................................................2
What’s New for 2018 ....................................................................................................................5
Health Insurance .......................................................................................................................................6
Prescription Drug Benefits .........................................................................................11
Dental Care ........................................................................................................................................ 12
Vision Care...............................................................................................................................................13
Tax-Advantaged Accounts .....................................................................................................14
Supplemental Life Insurance ............................................................................................... 16
PTOB Cashout........................................................................................................................................... 17
Group Legal ..................................................................................................................................................... 17
Open Enrollment 1
Welcome to Open Enrollment!Are you getting the most out of MITRE’s
investment in your medical, dental and vision
insurance; wellbeing programs; and other
benefits? We hope so! That’s why we created
this Open Enrollment Guide, which outlines
available benefit options and tips to help you
make decisions for you and your family.
If you have questions about any of the
benefits in this guide, please reach
out to MITRE’s HR Service Center
at 781-271-4700 or [email protected].
Open Enrollment 2Table of Contents
Open Enrollment
What & When Is Open Enrollment?Open Enrollment is a brief period each year when you can make changes to or enroll in most benefits. This year, Open Enrollment runs from 12:00 a.m. October 30 through 11:59 p.m. November 17 (all times EST).
Elections you make during Open Enrollment become effective on January 1, 2018.
Starting October 30, FastJump: OE for more helpful resources to review while making your 2018 benefit elections.
Who Is Eligible?You are eligible to enroll in the benefits described in this guide if you are a regular full-time employee, regular part-time employee, or exempt temporary employee scheduled to work 20 or more hours a week. For some plans (like medical, dental, and vision insurance), your dependents also qualify for coverage. Your eligible dependents are:
xx Your legally married spouse
xx Your children (including stepchildren, foster children, legally adopted children, and children placed for adoption before the adoption is final)
xx A child for whom you or your spouse is the court-appointed legal guardian
xx A child who qualifies for coverage via a Qualified Medical Child Support Order (QMCSO)
Coverage for eligible children continues until the end of the month they turn age 26. No individual may be covered both as an employee and dependent, and no individual may be covered as a dependent of more than one employee.
Where Do I Enroll?You enroll through MITRE’s Employee Benefits Portal. Every eligible employee must log in to the portal, select their benefits, and finalize elections prior to the close of Open Enrollment on November 17.
What Changes Can I Make During Open Enrollment?Open Enrollment is the only time of year you can enroll in or make changes to certain benefits—like medical, dental, and vision—without experiencing a Qualifying Life Event (see page 4). Other benefits, like your retirement elections, can be changed throughout the year.
It’s a good practice to review all your benefit options during Open Enrollment as you plan for the year ahead.
ImportantOpen Enrollment Dates: October 30 to November 17.
All employees must elect health coverage during Open Enrollment this year. Employees who do not select a health insurance plan will have no health coverage beginning January 1, 2018.
Open Enrollment 3Table of Contents
What is a High Deductible Health Plan
The following benefits can ONLY be changed during Open Enrollment. For more information on each benefit, visit FastJump: OE.
Health InsuranceEnroll in health insurance and verify covered dependents. No action = no coverage in 2018.
Dental & Vision Enroll in or change plans and verify covered dependents.
Flexible Spending AccountsEnroll (or re-enroll) in a Flexible Spending Account (FSA).No action = no FSA contributions in 2018.
Health Savings AccountHealth Savings Accounts (HSAs) can only be opened when you enroll in the MITRE HD Care PPO plan; however, you can adjust contributions throughout the year once your account is established.
Life Insurance
Change your Basic Life Insurance election (1x your annual base salary or a flat $50K). If you are already enrolled in Supplemental Life Insurance, you may increase your coverage amount by 1x your annual salary without proof of insurability (up to a cap of 5x your salary or $1,000,000 in coverage).
Group Legal PlanEnroll in or discontinue Group Legal Plan coverage. Coverage will automatically renew each year unless you opt out during Open Enrollment.
PTOB CashOut Receive cash payment for 10 to 40 hours of accrued Paid Time Off (PTOB).
Health Insurance
DentalVisionFSAHSALife Insurance
Group Legal Plan
PTOB
Open Enrollment 4Table of Contents
What is a Health Savings Account?
You may make changes to the following benefits during Open Enrollment and throughout the year:
Retirement Elections
Make changes to your retirement elections, such as increasing your voluntary contribution percentages, redirecting future contributions, or changing fund families. Find 2018 Retirement Program maximum contribution limits here.FastJump: Retirement
Long-Term DisabilityApply for long-term disability (LTD) insurance; if you are enrolling more than 31 days after you are first eligible, you must provide proof of insurability. FastJump: LTD
Life Insurance
Increase, decrease, or apply for Supplemental and/or Dependent Life coverage, up to plan limits. If you enroll more than 31 days after you are first eligible, you must provide proof of insurability.FastJump: Life Insurance
Voluntary Benefits (except Group Legal)
Take advantage of group savings on auto, home, long-term care, and pet insurance, as well as identity theft protection. FastJump: Voluntary Benefits
Commuter Benefits Enroll in MITRE’s commuter benefit program and elect your pre-tax contributions. FastJump: Commuter
What Happens if I Need to Make Changes After Open Enrollment Ends?Unless you experience a Qualifying Life Event, you cannot make changes to your benefits until the next Open Enrollment period. Qualifying Life Events include:
xx Marriage or divorce
xx Birth or adoption of a child
xx Change in a child’s dependent status
xx Death of a spouse, child, or other qualified dependent
xx Change in employment status (for you or your spouse) or a change in coverage under another employer-sponsored plan
QuestionsIf you experience one of these events, please contact the HR Service Center at [email protected].
Open Enrollment 5Table of Contents
Open EnrollmentOpen Enrollment begins October 30 at 12:00 a.m. EST and ends on November 17 at 11:59 p.m. EST.
Healthcare Options
xx MITRE will offer two new health plans through Aetna – the Flex Care PPO and HD Care PPO.
xx All current domestic plans through Aetna, Blue Cross Blue Shield, Harvard Pilgrim, and Kaiser will be unavailable as of January 1, 2018.
xx Aetna International, Hawaii-specific plans, and TRICARE will still be available to those employees who qualify.
TelemedicineEmployees enrolled in MITRE’s Flex Care PPO and HD Care PPO plans through Aetna will be able to take advantage of telemedicine services through Teladoc.
Best DoctorsEmployees enrolled in MITRE’s Flex Care PPO and HD Care PPO plans through Aetna will be able to utilize Best Doctors including their IBM Watson for Oncology services.
Fitness ReimbursementMITRE has expanded the fitness reimbursement to include nutritional options and home gym equipment.
Health Savings Account
The IRS has increased the maximum contributions for 2018 to:
Single: $3,450
Employee + 1: $6,900
Family: $6,900
Flexible Spending Accounts The IRS has increased the maximum contribution for 2018 to $2,650.
What’s New for 2018?
My OE Tasks
Review 2018 Benefits & Changes
Elect Required Benefits for 2018
Verify Your Elections & Covered Dependents
> If you need to add or update your dependent information, email the HR Service Center at [email protected]
Review & Update Other Benefit Elections
Save & Submit Your Elections
> You must save and submit all elections prior to 11:59PM EST on November 17
Open Enrollment 6Table of Contents
Is an HDHP + HSA Right for You
Health Insurance MITRE’s health insurance offerings have been consolidated to one medical carrier, Aetna, with the choice of two national Preferred Provider Organization (PPO) plans: The Flex Care PPO and the HD Care PPO.*
Our new medical plans include prescription drug coverage through CVS/Caremark; you do not have to enroll separately in the prescription drug plan. Members currently insured with Kaiser plans may be new to CVS. If you need help transferring prescriptions or have questions about CVS/Caremark, please contact CVS at 877-323-1717 or the HR Service Center at [email protected] or 781-271-4700.
What’s Changing?We know that change can be a challenge—especially when it comes to something as important and personal as healthcare. That’s why we’ve put together a variety of resources (FastJump: 2018 Healthcare) to help you evaluate and choose the best plan for you and your family.
xx All healthcare plan options are new. Plans administered by Blue Cross Blue Shield, Harvard Pilgrim Health Care, and Kaiser Permanente will no longer be available effective January 1, 2018. Both Aetna plans have also changed for 2018; the Aetna HMO plan has been discontinued, and changes have been made to the Aetna PPO High Deductible plan for 2018.
xx For health insurance in 2018, you may choose between the Flex Care PPO and the HD Care PPO. Both plans are new offerings and should be reviewed prior to making elections.
xx The Aetna network has expanded. For 2018, both of our plans will use Aetna’s Choice POS II network. This allows our members to choose from a broader range of providers and facilities. While use of in-network providers will be most cost effective, you have the option to go out of network while still receiving coverage support through Aetna.
xx Both the Flex Care and the HD Care plans are national PPO plans. PPO plans allow you to visit any provider or facility without referral and without selecting a primary care physician (PCP).
DeductiblesBoth plans have deductibles. A deductible is the amount you are responsible for paying before your insurance coverage will pay for some or all services. Both the Flex Care PPO and the HD Care PPO have been designed so that you can choose how and when to pay for your healthcare.
xx The Flex Care PPO has a lower deductible amount, but higher premiums. Generally, you pay less out of pocket when you receive care, but you pay more out of your paycheck. Some common in-network services—like office visits, emergency room visits, and prescription drugs—are only subject to a copayment, and are not subject to the deductible. You can utilize a Standard Flexible Spending Account (FSA) to set aside pre-tax dollars to pay for qualified out-of-pocket expenses such as the deductible and copayments.
xx The HD Care PPO has a higher deductible, but lower premiums. You pay more up-front when you receive care, but you pay less out of your paycheck. Most services—including office visits and prescription drugs—are subject to the deductible first. The HD Care PPO is qualified to be paired with a Health Savings Account (HSA), which allows you to contribute pre-tax dollars to pay for qualified out-of-pocket expenses, including your deductible. Additionally, MITRE contributes $600 (for single coverage) and $1,200 (for employee + one dependent or family coverage) annually to your HSA. Want to know more about HSAs? Check out our comprehensive guide!
* Note: Aetna International and Tricare plans will continue to be offered in 2018.
Open Enrollment 7Table of Contents
What’s Staying the Same?While there are many changes for 2018, many benefits will remain the same:
xx Preventive services (performed in-network) are covered 100 percent on both plans. This means things like your routine annual physical, well-child visits, routine OBGYN appointments, immunizations, and some screenings are all covered at no cost to you.
xx Services currently covered under previous plans, such as treatment for Autism Spectrum Disorder (including ABA) and infertility (to name only two), remain covered under the new plans.
xx We are enhancing the services available to you, including:
x› Coverage for 3D mammograms
x› 24/7 access to telemedicine services through Teladoc
x› Behavioral health telemedicine through Aetna for outpatient mental health needs
x› Complimentary access to Best Doctors and IBM Watson Oncology Services
x› Concierge-level service from Aetna, which will help you find providers, process claims, and get answers to benefits and billing questions
x› Enhanced fitness and nutrition benefit (up to $200 reimbursement per employee per year) that includes gym equipment for the home and personal training. Review our full fitness benefit here!
Subject to Copayment
x> Emergency Room
x> Office Visits
x> Urgent Care
x> Prescription Drugs
Subject to Deductible
x> Hospitalization
x> Surgery
x> Imaging (MRIs, X-rays)
Subject to Deductible
x> Hospitalization
x> Surgery
x> Imaging (MRIs, X-rays)
x> Emergency Room
x> Office Visits
x> Urgent Care
x> Prescription Drugs
Premium $$ Premium $$Flex Care PPO Plan HD Care PPO Plan
No Charge
x> Preventative Care
No Charge
x> Preventative Care
Open Enrollment 8Table of Contents
FLEX CARE PPO
Deductible In-Network Out-of-Network
Individual $500 $1,000
Employee + 1 $1,000 $2,000
Family $1,000 $2,000
Embedded Deductible (Yes / No) Yes Yes
Common Services In-Network Out-of-Network
Preventive Care 100% Covered Deductible, then 80% covered
Office Visits (Non-Preventive) $25 copayment Deductible, then 80% covered
Specialist Office Visits $25 copayment Deductible, then 80% covered
Telemedicine Virtual Visits $5 copayment N/A
Emergency Room Visits $150 copayment
Urgent Care $25 copayment Deductible, then 80% covered
Inpatient Services Deductible, then 100% covered Deductible, then 80% covered
Outpatient Services Deductible, then 100% covered Deductible, then 80% covered
Prescription Drugs (CVS / Caremark)
In-Network Out-of-Network
Retail Pharmacy
No deductible appliesTier 1: $5 copayment
Tier 2: $30 copaymentTier 3: $50 copayment
20% coinsurance
Mail Order / Maintenance Choice (90-day supply)
No deductible appliesTier 1: $10 copayment Tier 2: $60 copaymentTier 3: $100 copayment
N/A
Plan ComparisonsTo fully understand our new plans, take some time to review each in detail. Consider the tax-advantaged accounts, such as a Healthcare Flexible Spending Account (FSA) or Health Savings Account (HSA), that you may be able to utilize with each plan, and how that impacts your decision. Review the Plan Comparison Charts to see how the plans compare to 2017 offerings. You can view the full plan summaries at FastJump: 2018 Healthcare for both the Flex Care PPO and the HD Care PPO.
* Embedded Deductible Definition: If you are enrolled on an employee + 1 or family medical plan with an embedded deductible, your plan contains two components, an individual deductible and a family deductible maximum. Each member of your family is subject to the individual deductible, not to exceed the employee + 1 or family deductible. The individual deductible is embedded in the family deductible.
Open Enrollment 9Table of Contents
HD CARE PPO
Deductible In-Network Out-of-Network
Individual $2,000 $4,000
Employee + 1 $4,000 $8,000
Family $4,000 $8,000
Embedded Deductible (Yes / No) No No
Common Services In-Network Out-of-Network
Preventive Care 100% Covered (no deductible) Deductible, then 80% covered
Office Visits (Non-Preventive) Deductible, then 100% covered Deductible, then 80% covered
Specialist Office Visits Deductible, then 100% covered Deductible, then 80% covered
Telemedicine Virtual Visits Deductible, then 100% covered N/A
Emergency Room Visits In-Network Deductible, then 100% covered
Urgent Care Deductible, then 100% covered Deductible, then 80% covered
Inpatient Services Deductible, then 100% covered Deductible, then 80% covered
Outpatient Services Deductible, then 100% covered Deductible, then 80% covered
Prescription Drugs (CVS / Caremark)
In-Network Out-of-Network
Preventive Drugs
No deductible appliesTier 1: $5 copayment
Tier 2: $30 copaymentTier 3: $50 copayment
Deductible applies, then 20% coinsurance
Retail Pharmacy
Deductible applies, thenTier 1: $5 copayment
Tier 2: $30 copaymentTier 3: $50 copayment
Deductible applies, then 20% coinsurance
Mail Order / Maintenance Choice (90-day supply)
Deductible applies, thenTier 1: $10 copayment Tier 2: $60 copaymentTier 3: $100 copayment
N/A
Plan Comparisons cont.d
* Embedded Deductible Definition: If you are enrolled on an employee + 1 or family medical plan with an embedded deductible, your plan contains two components, an individual deductible and a family deductible maximum. Each member of your family is subject to the individual deductible, not to exceed the employee + 1 or family deductible. The individual deductible is embedded in the family deductible.
Open Enrollment 10Table of Contents
Plan CostsWhen reviewing the premiums below, make sure you consider how much you’d like to spend when you receive care, how much you’d like to have deducted from your paycheck, and which tax-advantaged accounts you might like to leverage with your plan.
Flex Care PPO HD Care PPO
Full Time(30-40 Hours)
Individual $64.11 $34.71
Employee + 1 $165.33 $88.94
Family $196.01 $104.12
Part Time(20-29 Hours)
Individual $102.57 $55.53
Employee + 1 $264.53 $142.30
Family $313.62 $166.60
Medical ProvidersTo search for medical providers in the Aetna Choice POS II network, visit www.aetna.com. If you need help searching for a provider, check out our helpful guide!
Open Enrollment 11Table of Contents
Prescription Drug BenefitsThe prescription drug program is administered by CVS/Caremark for members of the Flex Care PPO and HD Care PPO plans.
Immediate and Short-Term PrescriptionsPrescriptions for immediate and short-term needs may be filled at any retail pharmacy in the CVS/Caremark network, such as CVS, Walgreens, Rite Aid, and more. To find a location near you, visit www.caremark.com and click on “Locate a pharmacy.” If you need assistance locating a pharmacy, please call CVS/Caremark at 877-323-1717.
Long-Term or Maintenance MedicationsPrescriptions for long-term/maintenance medications are required to be filled through CVS/Caremark’s Maintenance Choice Program. After two 30-day fills of the same maintenance prescription drug at any retail pharmacy in the CVS/Caremark network, members must convert to a three-month (90-day) supply, which must be filled via mail order or picked up at a CVS or Target pharmacy. This program provides you with a 90-day supply of your medication for the cost of a two-month (60-day) supply.
To check your prescription costs, visit our Additional Resources section at FastJump: 2018 Healthcare or at mitre.org/OE.
Open Enrollment 12Table of Contents
Basic Plan Plus Plan
In-NetworkOut-of-Network
In-NetworkOut-of-Network
Preventive 100%
No deductible100%
No deductible100%
No deductible100%
No deductible
Basic Restorative 80% 80% 80% 80%
Major Restorative 50% 50% 80% 80%
Orthodontia 50% 50% 50% 50%
DeductibleIndividual: $50 Family: $150
Individual: $50 Family: $150
Individual: $50 Family: $150
Individual: $50 Family: $150
Annual Maximum Benefit (Per Person) $1,000 $2,200
Orthodontia Lifetime Maximum (Per Person) $1,000 $2,200
Bi-Weekly Rates
Full Time(30-40 Hours)
Individual $6.44 $15.24
Employee + 1 $15.19 $35.81
Family $19.11 $45.18
Part Time(20-29 Hours)
Individual $11.59 $16.86
Employee + 1 $27.32 $39.69
Family $34.37 $50.02
Finding a DentistVisit www.metlife.com/mybenefits to view a directory of preferred providers in the PDP Plus Network. Your out-of-pocket costs may be higher if you choose to use a non-preferred provider.
Dental Care MITRE offers two comprehensive dental plan options through MetLife: the Basic and Plus plan options. When dental treatment is necessary, your plan helps pay the cost. The level of benefits provided by each plan depends on the option you select and the type of care received.
Review the plan summaries for full details on each plan.
Open Enrollment 13Table of Contents
Vision Care Regular eye exams and good vision are important. MITRE offers a comprehensive and flexible vision care plan administered by Vision Service Plan (VSP), an experienced and recognized leader of managed vision programs. Through VSP, employees can access a nationwide network of credentialed providers, get freedom of choice in frame selection, the flexibility to visit any eye care professional, and additional discounts on certain vision care services/materials. The level of benefits available depends upon whether services are received on an in-network or out-of-network basis.
Review the plan summary for full details.
In-Network Frequency
Well Vision Exam 100% Every calendar year
Prescription Glasses $20 copay See frames and lenses
Frames$150 allowance
20% discount on amount over allowance
Every other calendar year
Lenses: Single vision, lined bifocal, and lined trifocal lenses
Included in prescription glasses Every calendar year
Contacts (instead of glasses)Up to $60 copay$130 allowance
Every calendar year
Bi-Weekly Rates
Full Time(30-40 Hours)
Individual $1.63
Employee + 1 $2.75
Family $4.42
Part Time(20-29 Hours)
Individual $1.96
Employee + 1 $3.30
Family $5.30
Vision Care ProvidersTo search for vision care providers within the VSP Choice network, visit www.vsp.com/find-eye-doctors.html.
Open Enrollment 14Table of Contents
Tax-Advantaged Accounts
Flexible Spending Accounts A Flexible Spending Account (FSA) allows employees to pay for eligible medical expenses and dependent and child-care expenses on a pre-tax basis reducing your taxable income.
MITRE offers both a Healthcare Flexible Spending Account and a Dependent Care Flexible Spending Account. You generally have only one opportunity a year to enroll in an FSA—during Open Enrollment. Please note, if you experience a Qualifying Life Event—such as marriage, birth, divorce, or loss of a spouse’s insurance coverage—you can enroll or make a change in your election within 31 days.
Healthcare Flexible Spending Account
The Healthcare Flexible Spending Account (FSA) allows you to set aside a portion of your paycheck on a pre-tax basis for reimbursement of eligible health care expenses paid by you or your qualified dependents. This money may be used to pay for certain medical, dental, vision, hearing, and pharmacy expenses incurred throughout the year.
The Healthcare FSA consists of a Standard and Limited-Purpose FSA. If you are enrolled in the MITRE Flex Care PPO, you are eligible to enroll in the Standard FSA, which reimburses for all qualified medical, dental, vision, hearing, and pharmacy expenses. If you are a participant in the MITRE HD Care PPO, you may elect to participate in the Limited-Purpose FSA, which is qualified to be paired with a Health Savings Account, and only reimburses for certain expenses before you meet the annual healthcare deductible, such as:
xx Dental care and orthodontia
xx Vision care, including eyeglasses, contact lenses, solutions, and supplies
xx LASIK eye surgery
After you meet your annual healthcare deductible on the HD Care PPO plan, your Limited-Purpose FSA works like a Standard FSA and you can be reimbursed for all qualified medical, vision, pharmacy, and dental expenses as defined by the IRS.
If you do not participate in the HSA with the HD Care PPO plan, you are eligible to participate in the Standard FSA.
Over the Counter (OTC) items are eligible for reimbursement from an FSA; however, certain drugs and medicines—such as aspirin, cold medicines, and cough syrup—will only be reimbursed if you obtain a prescription from your provider.
Expenses must be incurred during the plan year—January 1 to December 31—and must be submitted for reimbursement by March 31 of the following year.
Healthcare FSA regulations allow a carryover of up to $500 in unused Healthcare FSA contributions to roll from one plan year to the next plan year. Any unused balance above $500 for which eligible expenses have not been incurred by plan year-end will be forfeited.
What Expenses are Eligible for a Healthcare FSA?
Visit WageWorks for a complete list.
Open Enrollment 15Table of Contents
Dependent Care Flexible Spending Account The Dependent Care Flexible Spending Account (DCFSA) allows you to set aside part of your paycheck on a pre-tax basis to pay for certain dependent care expenses such as preschool, camps and afterschool care for children to age 13 as well as elder daycare.
Before you enroll in the Dependent Care FSA, you should estimate your annual eligible expenses for the following year. The maximum amount that you may set aside in your account per year is based on your tax-filing status.
Note: It is important that you estimate your eligible expenses for the year carefully, because the IRS requires that you forfeit any money in your account that is not used to pay for eligible expenses incurred during the year. You also may not change your election nless you have a Qualifying Life Event.
Health Savings Account
A Health Savings Account (HSA) is a tax-advantaged savings account available to you when you enroll in a qualified high-deductible health plan, such as MITRE’s HD Care PPO plan. The funds contributed to an HSA are not subject to federal income tax, earn interest tax-free, and are not taxed on distribution if used to pay for qualified expenses. HSAs are a great way to save money and efficiently pay for qualified expenses. Your HSA and the money in it belong to you—which means that in the event you leave MITRE, contributions in your account remain with you.
You can use your HSA to pay for a variety of services for you, your spouse, and your tax dependents such as healthcare and prescription drug costs, and dental and vision care. You can view a comprehensive list of qualified expenses here. Unused amounts are rolled into subsequent years; you keep any unspent HSA money. The rolled-over funds grow with tax-deferred investment earnings. If you enroll in MITRE’s HD Care PPO with an HSA option, MITRE will contribute the following amounts to your HSA:*
xx Individual: $600
xx Employee + 1: $1,200
xx Family: $1,200
* Note: Mid-year enrollments and status changes are pro-rated. Only active employees are eligible for MITRE HSA seed funding. If you are eligible for Medicare, please see our Medicare Fact Sheet for more information.
More InformationWant more information on Health Savings Accounts? Check out our guide!
TaxAdvantaged Account Maximum Contributions
2018
Healthcare Flexible Spending Account
Employee $2,650
Dependent Care Flexible Spending Account
Married Filing Separately $2,500
Married Filing Jointly $5,000
Single $5,000
Health Savings Account (including MITRE Contributions)
Employee $3,450
Employee + 1 $6,900
Family $6,900
Age 55+ Catch-Up Contribution $1,000
Open Enrollment 16Table of Contents
Supplemental Life Insurance
Can I Increase My Supplemental Life Insurance Coverage During Open Enrollment?During Open Enrollment, any employee presently covered by Supplemental Life Insurance has the option to increase their coverage by one times their annual salary (up to a maximum of five times) without providing proof of good health (up to a maximum of $1,000,000). When you elect Supplemental Life Insurance, you automatically elect Supplemental AD&D coverage.
Cost of Supplemental InsuranceIf you elect Supplemental Life and AD&D insurance, you pay the full cost through regular payroll deductions. The cost of Supplemental Life and AD&D insurance is based on how much coverage you elect, and your age as of January 1 that year.
Open Enrollment 17Table of Contents
PTOB CashoutThis year, MITRE’s annual Paid Time Off Bank (PTOB) Cashout election period is October 30 to November 17. During this time, you may elect to cash out up to a maximum of 40 hours of accrued PTOB time. Your cash out election must be in increments of 10 hours and leave you with a remaining balance of at least 60 hours. In all cases, you must use, or plan to use, a total of 80 PTOB hours (40 hours if part time) during calendar year 2017.
Your PTOB Cashout will be included in your regular bi-weekly payment on Friday, December 1, 2017. To maximize the amount of PTOB you are able to cash out, submit your PTOB Cashout request through the Employee Benefits Portal on Tuesday, November 14, as it is the final pay period to accrue time before Open Enrollment ends on November 17. You will receive an email confirmation of your election.
Please note: MITRE will withhold federal and state income taxes using the required supplemental rates, plus any applicable Social Security tax and Retirement Program contributions.
Maximum PTOB Cashout Election
PTOB Balance at Time of Election
10 Hours 70-79 Hours
20 Hours 80-89 Hours
30 Hours 90-99
40 Hours 100+ Hours
Group Legal Employees can elect to participate in the Hyatt Group Legal Plan (administered by Mercer Voluntary Benefits) to service your legal needs. Whether helping you to buy a new home, draw up a will, or just obtain some legal advice, Hyatt offers one of the largest national legal plan provider networks. Employees also have the flexibility to use a non-plan attorney and get reimbursed for covered services per a set fee schedule.
FastJump: Group Legal for more information on coverage and costs.
QuestionsIf you have questions about Open Enrollment or any of the benefits in this guide, please contact MITRE’s HR Service Center: 781-271-4700 or [email protected]. Please note: The Employee Benefits Portal closes at 11:59 p.m. (EST) on Friday, November 17; all Open Enrollment elections must be made by that time.
www.mitre.org
