Archived benefits...

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Please remember to check your medical plans "Maximum Out of Pocket" once you reach that, you no longer have to pay any out of pocket expenses for the rest plan year =) Most of Target's Medical Plans have a yearly maximum of between 2-3 thousand per year. Once you have paid that much out of pocket, the plan pays 100% for the rest of the plan year. Other things you can do is sign up for an FSA = Flexible Spending Account for you expected yearly out of pocket amounts for copays, office visits, prescriptions, services, etc. It's all pretax dollars and you and PREspend the money BEFORE you have contributed the $ to the account! =)
 
Miguel said:
Please remember to check your medical plans "Maximum Out of Pocket" once you reach that, you no longer have to pay any out of pocket expenses for the rest plan year =) Most of Target's Medical Plans have a yearly maximum of between 2-3 thousand per year. Once you have paid that much out of pocket, the plan pays 100% for the rest of the plan year. Other things you can do is sign up for an FSA = Flexible Spending Account for you expected yearly out of pocket amounts for copays, office visits, prescriptions, services, etc. It's all pretax dollars and you and PREspend the money BEFORE you have contributed the $ to the account! =)
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Yeah, the maximum out of pocket doesn't happen either, some years I have spent in excess of $10K out of pocket. The insurance company doesn't take all your expenses and total them up to reach that magic number. The maximums are different for each type of event, in network, out of network, etc.

Also, I appreciate the idea of the FSA, but when I am having trouble paying my mortgage and my utilities, how can I set money aside for a future expense? As an example I am working on my taxes and I spent over $2,000 last year just on prescriptions.

I have called the insurance company - and there is always a reason why they cannot cover it the way I thought it would be covered.
 
According to last yr's figures on the HRA, you had an amt set aside & when that was used, you went into sort of a donut-hole before the plan picked up the 80/20 coverage. For my family, the total out-of-pocket (in-network, fully allowed) was going to be $7100.
No telling what it'll be THIS yr.
@Redcashier: re-enrollment starts next month. Which weeks exactly depend on your region.
 
Exactly what I'm saying. Target doesn't want the union, but the company is forcing all the TMs to give the union a chance to come in and guarantee wage and benefits That Target is taking away!! Once corporate realizes that all tms will stand together and let the union in with their benefits or say NO to the union if Target restores our benefits. We have the choice and we do have the control!!!! Start telling your HR ETL to pass on to their HRGroup leader that the benefits changes are unacceptable!!!!
 
Guys - I just got a job with SCEA and my new boss has already sent me a PDF of the health coverage. Here are the highlights copy/pasted. Notice it is pretty much "100% covered" all the way down. $250 deductible!!! Freaking emergency room only costs $100! My *monthly* cost for this plan? $23.27!!!!

(I am sorry guys, but Target is a complete a** rape compared to a real heath insurance plan. I am so freaking glad I got out when I did)




Anthem Blue Cross BlueCard PPO Plan

Preventive care is 100% covered (in-network). No deductible. No annual dollar amount limit.
You can use preferred providers or out-of-network providers and receive benefits.

Preventive Care


In-Network: 100%
Out-of-Network: 80% (deductible and benefit limits may apply)

In-Network: 100%

In-Network: 100%


Deductible
(Employee/Family)


In-Network: $250 / $500
Out-of-Network: $500 / $1,000


In-Network: None


In-Network: None

Out-of-Pocket Maximum



In-Network: $2,000 member
Out-of-Network: $6,000 member


In-Network: $1,500 employee/$4,500 family

In-Network: $1,500 employee/$3,000 family


Primary Office Visit


In-Network: $20 copay
Out-of-Network: 80%*



In-Network: $20 copay


In-Network: $20 copay


Specialist Office Visit


In-Network: $35 copay
Out-of-Network: 80%*


In-Network: $35 copay


In-Network: $20 copay


Inpatient Hospital


In-Network: 90%*
Out-of-Network: 80%* + $500 deductible per admission


In-Network: $250 copay


In-Network: 100%

Maternity
(Includes pre-natal and delivery)


In-Network: $20 copay
90%* hospital
Out-of-Network: 80%*


In-Network: $20 copay; $250 copay hospital


In-Network: 100% office visits and hospital

Hospital Precertification


Employee responsibility for non-Anthem hospitals
Penalty for no precertification: ($500)


Physician responsibility


Physician responsibility

Emergency Room
(copay waived if admitted)


$100 copay; 90%*



$100 copay



$50 copay

Outpatient Lab


In-Network: 90%*
Out-of-Network: 80%*



In-Network: 100%



In-Network: 100%

Outpatient Surgicenters


In-Network: 90%*
Out-of-Network: 80%*; max. $350/day



In-Network: 100%



In-Network: $20 copay

Chiropractic

In-Network: 90%*
Out-of-Network: 80%* ($25 max benefit)

Combined maximum of 24 visits per calendar year

ASH providers: $10 copay (limited to 30 visits per year)


In-Network: $35 copay (limited to 60-day period after illness or injury)

ASH Providers: $10 copay (limited to 30 visits per year)

In-Network: $15 copay (limited to 30 visits per year)

Physical, Occupational, and Speech Therapy

In-Network: 90%*
Out-of-Network: 80%* ($25 max benefit except for speech therapy)

Combined maximum of 24 visits per calendar year with chiropractic


In-Network: $35 copay (limited to 60-day period after illness or injury)



In-Network: $20 copay

Mental Health/Substance Abuse
Inpatient

In-Network: 90%*
Out-of-Network: 80%*

Outpatient

In-Network: 90%* (facility-based care); $20 copay for physician visit
Out-of-Network: 80%*

Inpatient

In-Network: 100%

Outpatient

In-Network: $20 copay



Inpatient

In-Network: 100%

Outpatient



In-Network: $5 to $20 copay

Infertility Not Covered

50% (covers services for diagnosis and treatment of involuntary infertility)



50% (covers services for diagnosis and treatment of involuntary infertility, artificial insemination, and Rx)

Prescription Drugs Retail
(In-Network)


Generic: $10 (30-day supply)
Name brand: $20 (30-day supply)
Non-formulary: $40 (30-day supply)



Generic: $10 (30-day supply)
Name brand: $20 (30-day supply)
Non-formulary: $40 (30-day supply)



Generic: $10/$20/$30 (30/60/100-day supply)
Name brand: $20/$40/$60 (30/60/100-day supply)
Non-formulary: Not Covered

Mail Order
(In-Network Only)


Generic: $10 (60-day supply)
Name brand: $20 (60-day supply)
Non-formulary: $40 (60-day supply)



Generic: $10 (60-day supply)
Name brand: $20 (60-day supply)
Non-formulary: $40 (60-day supply)



Generic: $10/$20 (30/100-day supply)
Name brand: $20/$40 (30/100-day supply)
Non-formulary: Not Covered
 
For people who make maybe a total of $10,000 in a year, to have a deductible of $7500 or even $3000 is just too much. It's useless. Why even be covered if this is the ****ty coverage you're going to get? But sure, we're in a recession so take away all our benefits knowing we can't do anything about it.
 
Congratulations to you!! That's the kind of benefits the union offers for about the same price. I'm paying over $400.00 a month now for BCBS. HMO and I would gladly continue paying it, but Target is taking it away! So a union offering benefits would be worth it. Like you said, who can afford $2 to 3,000 deductibles. Good luck with your new job!!!!
 
calimero said:
Not true..changes are coming in al also..
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TRUE (as of right now). i have a fam member down in al targetland, and she gets to keep her bcbs. they will get to keep it 2012-2013, then reevaluate. something to do with it being the only game in town that provides "quality health care" with the "area coverage". the stl met with all the etls/tl last week and confirmed it.
 
Yes you're right. We keep BCBS HMO 2012-2013. Next enrollment for 2013-2014 no BCBS options at all. Only the savings and flex health plans. We were told no discussions ....no BCBS!!!!!
 
Target Annie said:
Yeah, the maximum out of pocket doesn't happen either, some years I have spent in excess of $10K out of pocket. The insurance company doesn't take all your expenses and total them up to reach that magic number. The maximums are different for each type of event, in network, out of network, etc.

Also, I appreciate the idea of the FSA, but when I am having trouble paying my mortgage and my utilities, how can I set money aside for a future expense? As an example I am working on my taxes and I spent over $2,000 last year just on prescriptions.

I have called the insurance company - and there is always a reason why they cannot cover it the way I thought it would be covered.
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On this I speak with some authority as I used to sell health insurance:

Out of pocket is out of pocket. If your maximum out of pocket expense is $5,000, then once you have spent it, you have reached it. I'm certain policies exist that have different OOP expense amounts for in vs out of network, but I've never seen them. Regardless, max is max. If you know your out of network OOP expense is higher, then stay IN NETWORK. It's not that hard to do if you do just a little research.

As for FSAs, look at it this way: you are putting money into it you know you are going to be spending anyway so it's not really reducing your spending money in any way. Again you have to do a little footwork, but you can figure what you will be spending on medications and whatnot, then have that placed into your FSA. You shouldn't miss it because you will be spending it anyways. Not only that, but by placing it in an FSA you are getting that money tax free so it can potentially INCREASE your tax return as it is going to DECREASE your taxable income.
 
bikebryan said:
On this I speak with some authority as I used to sell health insurance:

Out of pocket is out of pocket. If your maximum out of pocket expense is $5,000, then once you have spent it, you have reached it. I'm certain policies exist that have different OOP expense amounts for in vs out of network, but I've never seen them. Regardless, max is max. If you know your out of network OOP expense is higher, then stay IN NETWORK. It's not that hard to do if you do just a little research.

As for FSAs, look at it this way: you are putting money into it you know you are going to be spending anyway so it's not really reducing your spending money in any way. Again you have to do a little footwork, but you can figure what you will be spending on medications and whatnot, then have that placed into your FSA. You shouldn't miss it because you will be spending it anyways. Not only that, but by placing it in an FSA you are getting that money tax free so it can potentially INCREASE your tax return as it is going to DECREASE your taxable income.
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thanks for the info -
I hope 2012 works out better.
 
bikebryan said:
On this I speak with some authority as I used to sell health insurance:

Out of pocket is out of pocket. If your maximum out of pocket expense is $5,000, then once you have spent it, you have reached it. I'm certain policies exist that have different OOP expense amounts for in vs out of network, but I've never seen them. Regardless, max is max. If you know your out of network OOP expense is higher, then stay IN NETWORK. It's not that hard to do if you do just a little research.

As for FSAs, look at it this way: you are putting money into it you know you are going to be spending anyway so it's not really reducing your spending money in any way. Again you have to do a little footwork, but you can figure what you will be spending on medications and whatnot, then have that placed into your FSA. You shouldn't miss it because you will be spending it anyways. Not only that, but by placing it in an FSA you are getting that money tax free so it can potentially INCREASE your tax return as it is going to DECREASE your taxable income.
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I did some research into FSA's and they do not look much better than the other two options (HSAs, HRA's).

Any money left unspent at the end of the coverage period is forfeited and can be applied to future plan administrative costs or can be equally allocated as taxable income among all plan participants; this is commonly known as the "use it or lose it" rule. Under most plans, the "coverage period" generally ceases upon termination of employment whether initiated by the employee or the employer, unless the employee continues coverage with the company under COBRA or other arrangement. An unfortunate possibility, especially in the case of unexpected, immediate layoff, is that should an employee have unused contributions in an FSA and no additional qualifying claims during the coverage period the employee will have the added insult of "losing" these funds. On the other hand, if the payroll taxes saved on the employee's contributions exceeds the amount the employee forfeited, then the employee has still saved money overall.
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I'm not sure the In Network thing is easy to do. If you are in an area that has limited care then you don't have much choice, especially in an emergency. "Quick, Johnny fell of his bike and hit his head! Look up the nearest hospital to see if they will cover us under their plan..."
 
Just to let you know, "Emergency Services" are always "In Network" until the patient is stabilized, then the patient must be transferred to an In Network hospital, but the Emergency Services must be covered at the In Network rate during the Urgent period of the health episode.
 
But $5,000 deductible is still way too much to pay every year!!! Most people can't afford this!!
 
On my wife's insurance there is a $100 deductible for ER visits but they cover it completely if you are admitted to the hospital.
 
Yep not what we're going to have next year with Target unless we all stand together and let corporate know it's unacceptable. We have to organize on our own or the union will come in. Don't they see this coming? ??? Health benefits are a major issue for the entire country,and corporate wants to play games with them. What happened to taking care of the team members and keeping them happy? Health benefits over pizza in the breakroom anyday!!!
 
The only way corp "gets the message" is when they can't get any new hires. In this economy, ain't gonna happen.
 
That's when the union comes in. If the union starts a big campaign offering great benefits Target loses. Doesn't corp realize what they are forcing the team to do? Company won't need new hires, we'll all have a union backing us! I would rather leave the union out and keep our benefits. If corp. doesn't listen to us, then it's their own downfall!!
 
redeye58 said:
The only way corp "gets the message" is when they can't get any new hires. In this economy, ain't gonna happen.
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I really think the goal is to have many team members working a few hours - no bennies and lots of people to chose from to call in to work a four hour shift when so and so calls in sick.
 
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They still need the core people to run the store. The core people are the ones with benefits. The peeps that work only 4 hour shifts are usually retired or students And don't need the benefits.
 
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