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TABLE OF CONTENTS
Introduction......................................................................................................... 1 Available Benefit Plans ..................................................................................... 1 Who Is Eligible for Benefits?............................................................................. 2 When Coverage Begins for Newly Eligible Employees .................................... 3 Cost of Coverage.............................................................................................. 4 Enrolling in CBRE Benefits................................................................................ 6 Before You Enroll.............................................................................................. 6 Using the BenefitConnect Enrollment System.................................................. 7 Making Changes After Your Initial Enrollment.................................................. 8 Medical Program............................................................................................... 12 Medical Program Options ............................................................................... 12 Types of Medical Plans Offered...................................................................... 12 myHealth Wellness Program ........................................................................... 18 Disease Management Programs .................................................................... 18 Health Assessment......................................................................................... 18 Dental ................................................................................................................ 20 Dental Plan Highlights .................................................................................... 20 Vision................................................................................................................. 21 Vision Plan Highlights ..................................................................................... 21 Life and Accident Insurance............................................................................ 22 Life Insurance Highlights ................................................................................ 22 Accidental Death and Dismemberment (AD&D) Highlights............................ 23 Business Travel Accident Insurance .............................................................. 24 Disability Coverage .......................................................................................... 25 Short Term Disability (STD) Coverage ........................................................... 25 Long-Term Disability (LTD)............................................................................. 25 Disability Benefit Offsets................................................................................. 26 Flexible Spending Accounts............................................................................ 27 Health Care Flexible Spending Account......................................................... 27 Dependent Care Flexible Spending Account.................................................. 29 Using the FSAs ............................................................................................... 30 Important Notes About the FSAs .................................................................... 31 Long-Term Care Insurance .............................................................................. 32 Ancillary Benefits ............................................................................................. 33 Employee Assistance Program....................................................................... 33 Transit Program .............................................................................................. 34 Adoption Assistance Program ........................................................................ 34 401(k) Plan......................................................................................................... 35
TABLE OF CONTENTS
Exhibit A: 2011 Monthly Benefit Contributions ..................................................... 36 Exhibit B: Medical Plan Comparison Charts ......................................................... 39 Exhibit C: Statement of Health................................................................................ 48 Exhibit D: Annual Base Salary and Annual Benefits Salary ................................ 49 Exhibit E: Vendor Service Numbers & Websites .................................................. 50
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INTRODUCTION
At CB Richard Ellis Services, Inc. (CBRE), our employees are our most important asset. We understand how important it is for employees to have a flexible and comprehensive benefits programone that can fit different stages of life. You can choose the plans that best suit your individual needs, taking into consideration the benefits that are most important to you and your family.
Eligible Dependents
You may choose to enroll your eligible dependents for medical, dental, and vision coverage. The cost to you for this coverage is based on the options and coverage levels you choose. Your eligible dependents are defined as: Your legal spouse, including a spouse of the same gender. Your domestic partner of the same or opposite gender and his or her dependent children (see also Domestic Partner Coverage). This applies to medical, dental, vision, long-term care, supplemental life, and AD&D plans only. Your unmarried children up to age 26. Eligible children include unmarried, dependent children who may not reside with you in a parent-child relationship but for whom you must provide health coverage as required under a Qualified Medical Child Support Order (QMCSO). Children for whom you have been appointed by a court as the legal guardian. Children who become mentally or physically disabled before reaching the maximum age limit and who are incapable of self-support may continue to be covered past the age limit of 26, provided you request continued coverage before your child reaches the age limit. Periodic proof of disability may be required.
Eligibility requirements include but are not limited to: Each partner is at least eighteen years of age; The couple is not related by blood; The couple shares the same regular and permanent residence in a committed relationship; and Neither partner is married to someone else or is a member of another domestic partnership that has not been terminated, dissolved or nullified. An employee adding a Domestic Partner and his/her eligible children to the employees medical, dental or vision plan is subject to the existing four-tiered rate structure (employee only, employee + spouse/domestic partner, employee + child(ren), employee + spouse/domestic partner and child[ren]). However, the contributions deducted for these dependents are taken on an after-tax basis. Furthermore, the value of the employer contribution toward the cost of this coverage constitutes wages and, therefore, is subject to federal taxes as well as state taxes in most states. However, coverage for a domestic partner who is your qualified dependent for federal and state tax purposes can be paid for with pre-tax contributions and there is no imputed income in this case. If you and your domestic partner are registered with the state, you are not required to review and acknowledge the online affidavit of domestic partnership when you enroll for benefits.
For coverage to begin when scheduled, you must enroll within the first 30 days of employment or from the date you become eligible for benefits. If you do not complete your enrollment within the 30-day period, you will be covered only under the company-paid benefits for the rest of the calendar year.
If you are on a leave of absence due to a medical reason, medical, dental, and vision coverage for yourself and any enrolled dependents will begin as scheduled. All other coverages will begin when you return to active work. Any missed payroll deductions that occur during your unpaid leave status will be deducted from your first paycheck following your return from leave. If you receive paid time off (PTO) payments while on leave, your portion of healthcare costs will be deducted from these payments. Life and AD&D coverage for your benefit eligible dependents will be delayed if the individual is totally disabled on the date coverage would normally begin. Life and AD&D coverage will begin after the disabled individual is released from medical care.
Cost of Coverage
CBRE pays the full cost of some benefits and shares the cost of other coverage with you. You pay for your voluntary coverage with either pre-tax or after-tax payroll deductions as shown below. (See Appendix A for 2011 monthly benefit contribution amounts.) Regular Full-Time Employee & Commissioned (non QREA) Employees Coverage
Basic Employee Life
Who Contributes
CBRE
Business Travel Accident Insurance Short Term Disability Health and Wellness (EAP) Program Medical Dental Vision Flex Spending Accounts (FSA) Supplemental Employee Life Spouse Life Insurance Child Life Insurance Employee AD&D Spouse AD&D Child AD&D Long-Term Disability
CBRE CBRE CBRE CBRE & you CBRE & you You You You You You You You You CBRE & you
You You
Pre-tax Advantage
CBRE allows most employees to deduct medical, dental, vision, and employee AD&D contributions on a pre-tax basis. This means you do not pay federal, state, or Social Security and Medicare (FICA) taxes on your contributions, thereby reducing your current taxable income. Domestic Partner Coverage. If you enroll a domestic partner and his or her dependent children in medical, dental, vision, and AD&D coverage, the cost of their coverage is deducted from your paycheck on an after-tax (not pre-tax) basis. In addition, any contribution CBRE makes toward the cost of medical and dental coverage for these individuals is considered wages and, therefore, is subject to any applicable federal and state income tax. However, coverage for a domestic partner who is your qualified dependent for federal and state tax purposes can be paid for with pre-tax contributions and there is no imputed income in this case.
Click on the Compare Medical Plan Costs link at the bottom of the screen to estimate your annual expenses under each medical plan option.
These resources also are available within the BenefitConnect system under Benefit Resources at www.cbrebenefitconnect.com.
Waiving Medical Coverage If you choose not to enroll for medical coverage, you will be prompted to certify and accept the appropriate legal disclaimer when you access the enrollment website at www.cbrebenefitconnect.com.
Enrollment Website
www.benefits.ml.com or (888) 363-2385 www.ceredian-benefits.com or (877) 548-7788 (212) 984-6641 http://cbreltc.metlife.com
A family status change may allow you to add or remove dependents from a particular benefit plan, but does not allow you to switch medical or dental plans. Changes in benefit elections must be consistent with the family status change. For example, if your spouse/domestic partner begins a new job and becomes eligible for his or her new employers benefits program, you may remove him or her from your health coverage. However, you may not switch medical or dental plans or make changes to other coverages, such as your supplemental insurance, that are not related to the family status change. Please check the Summary Plan Description for each benefit plan to determine the allowable changes for your situation. You may be required to provide documentation of certain family status events (e.g., birth certificate, certificate of marriage, divorce documents from court, certificate of death). Family Status Changes Must Be Processed Within 31 Days After Event Occurs* To request a family status change, you must: 1. Log on to www.cbrebenefitconnect.com. (If you do not have computer access, contact the CBRE HR Service Center for assistance.) Do not enter the event in the system until after the event has actually occurred. 2. Enter your Employee ID/SSN and password. If you have forgotten your password or you dont have one, follow the instructions under Creating a Password. 3. Click Family Status Change from the Main Menu page and enter the type of family status change and event date as prompted. Note: Only allowable changes for the specific event selected will be shown or have active links. Benefits that cannot change as a result of the event are identified by an x. 4. When you are finished making allowable changes, click Continue to review a summary of your changes. This is your last chance to make corrections. If the summary page is accurate, click Save and Submit at the bottom of this page to process your elections. NOTE: Your changes will not be processed until you click Save and Submit . 5. Print your enrollment confirmation page and keep it for your records.
Removing Ineligible Dependents It is your responsibility to remove an ineligible dependent in a timely manner. If your spouse/domestic partner or child ceases to be eligible for benefits due to divorce, termination of a domestic partnership, if the child reaches the maximum age allowed under the plans, be sure to remove your dependent within 31 days of the date they became ineligible. Any claims incurred for an ineligible individual are your responsibility. Also note that if your payroll deductions continue because you delayed removing an ineligible dependent, you will not be refunded for premiums paid after the dependent became ineligible.
*A newborn Family Status Change must be made within 60 days of the date of birth. 2011 Benefit GuideEmployees
Changes in Tobacco User Status The cost of supplemental life insurance for yourself or your spouse/domestic partner depends on the covered persons tobacco user status. Be sure to report any changes in tobacco user status immediately so that the premiums are accurately deducted from your paycheck. For the medical plans, the definition of a tobacco user is someone who uses any form of tobacco more frequently than once a month over a 12 month period. If you indicate you are a tobacco user on the enrollment site, an additional surcharge of $25 will be added to your monthly premium. Changes in tobacco user status are allowed once a year during Open Enrollment. Special Enrollment Rights Under the Health Insurance Portability and Accountability Act (HIPAA), you and your family have a special opportunity to enroll in the medical plan mid-year in two situations: If you lose other coverage (including COBRA coverage). If you have a new spouse/domestic partner or dependent. In these two situations, you or your spouse/domestic partner or dependent child can be enrolled in the plan even if the plan would not normally allow enrollment at that time. You also can enroll yourself and/or your dependent in the plan even if you are not currently participating in the plan. You must request enrollment within 31 calendar days of the event and documentation of the event (e.g., certificate of marriage) may be required. Pursuant to the Childrens Health Insurance Reauthorization Act of 2009, certain eligible employees may be entitled to additional special enrollment rights. If you are eligible for but not enrolled a health plan, you may be eligible to enroll in a health plan option if you or your dependent child either: 1. lose coverage under a Medicaid Plan under Title XIX of the Social Security Act; 2. lose coverage under the State Childrens Health Insurance Program (SCHIP) under Title XXI of the Social Security Act; or 3. become eligible for group health plan premium assistance under Medicaid or SCHIP. To enroll in group health plan coverage, you must initiate a Family Status Change (FSC) within 60 days from the date the coverage terminates under the Medicaid or SCHIP plan or from the date you or your dependent child is determined eligible for state premium assistance. (For more details on how to complete a FSC, see Making Changes After Your Initial Enrollment.)
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Massachusetts Employees: Fair Share Contribution The Commonwealth of Massachusetts generally requires that an employer with eleven or more full-time equivalent employees make a Fair and Reasonable Premium Contribution to full-time employees in Massachusetts. In most cases, to meet this requirement, an employer must offer to contribute at least 33 percent towards the cost of employer sponsored group health plan offered to its full-time employees no more than ninety days after such employees date of hire. CBRE satisfies this premium contribution standard and generally exceeds this requirement. Open Enrollment
Open Enrollment is held annually during the fourth quarter and provides an opportunity for you to change your benefit elections for the next calendar year. Employees who do not change benefit elections during the Open Enrollment period will default to their existing coverage for the following calendar year, except for the Health Care and Dependent Care Flexible Spending Accounts and those plans that will no longer be offered in the next Plan Year. IRS regulations mandate that employees make active Flex Spending Accounts election each year.
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MEDICAL PROGRAM
CBRE offers you a number of medical plan choices, each designed to meet a different set of needs. Below is a brief description of the plans available to you. The specific details of your medical coverage depend on the plan you select. Refer to the Medical Plan Comparison Charts in Exhibit B.
Washington state
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A PPO allows you to see the physician of your choice. With a PPO plan, you pay a deductible for most covered services before the plan begins paying a percentage of eligible charges. Your deductible and coinsurance amounts (your share of covered expenses) depend on whether you use in-network or out-of-network providers. You will pay less when you use providers from CIGNAs Open Access Plus network (innetwork providers). Locating a CIGNA Open Access Plus Network Provider 1. Go to www.cigna.com. 2. Click on Provider Directory. 3. Click on type of provider you are researching (physician, hospital, facility/ancillary). 4. Enter your ZIP code or your city and state, and then the number of miles you are willing to travel. 5. On the next screen, click on Open Access Plus ONLY. Key Features of the Standard PPO: 1. This plan is a traditional PPO with a mid-level deductible administered by CIGNA. 2. You pay a deductible for covered services before the plan begins paying a percentage of eligible charges. 3. You can receive care in-network or out-of-network. Higher benefits are paid when you use an Open Access Plus (in-network) provider. Key Features of the Choice Fund OA Plus (HRA) and Enhanced PPO Choice Fund with HRA Plans: 1. These plans combine either a low or a high deductible PPO medical plan and a company-funded health reimbursement account (HRA). Both components of the medical plan and HRA are administered by CIGNA. 2. Here are the highlights of the HRA: 3. The amount CBRE allocates to your account depends on your coverage level (single or family). 4. You may not contribute to this account. 5. As you incur covered medical expenses, the plan automatically deducts money from this account to help you pay for a portion of your deductible. 6. You can have an HRA and participate in the Health Care Flexible Spending Account (FSA). Your HRA account must be used first before your FSA can reimburse eligible medical expenses, so be sure to keep this in mind when calculating how much to set aside in your Health Care FSA. This does not apply for expenses eligible under the FSA but not eligible under the medical plan.
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7. If you dont use all the money in your HRA in a Plan year, any unused balance will roll over into the next calendar year, provided you remain enrolled in the Choice Fund OA Plus with the HRA or Enhanced Choice Fund with the (HRA). If you switch medical plans to a non-HRA plan, you will forfeit your HRA balance, if any. Key Features of the Open Access Plus (HSA) 1. There are two components of this plan: the high deductible plan, which is administered by CIGNA, and the Health Savings Account (HSA), which is maintained by Bank of America. 2. This plan must be your only medical plan. You or your dependent cannot be enrolled in another medical plan, including Medicare or your spouse/domestic partners employers medical plan or participate in a Health Care Flexible Spending Account (FSA), except a limited FSA, which is not offered by CBRE. 3. Upon enrollment in this plan, an HSA account will be opened in your name automatically through Bank of America. You save money in your HSA to pay for future covered medical expenses via pre-tax payroll deductions. Here are the highlights: Each year, you can contribute up to regulatory limits for contributions to an HSA. If you are at least age 55, you can contribute an additional $1,000 on a pre-tax basis. (CBRE does not contribute to your HSA.) The money in your HSA earns tax-free interest. Investment options become available once the HSA reaches a $1,000 balance. You will have a choice of investment options. Investment earnings also grow tax-free. (Please consult your tax advisor for potential tax liability with your specific state.) The money in your HSA remains tax-free when you use it to pay for eligible medical expenses. Money in your HSA can be withdrawn for ineligible expenses; however, regular taxes and a 10% penalty will apply. Any unused balance in your Bank of America HSA will roll over from year to yeareven if you choose not to re-enroll in the Open Access Plus (HSA) plan. When you leave CBRE, your HSA remains open with Bank of America and you can still access your HSA funds after termination or transfer your account balance to another qualified HSA. While you participate in the Open Access Plus (HSA) as a CBRE employee, CBRE pays the monthly administration fee for your HSA. Other nominal fees may apply for certain transactions as outlined in the Bank of America information packet provided to new plan participants.
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How HRAs and HSAs Differ CBRE offers three PPO medical options that sound similarthe Choice Fund OA Plus (HRA), the Enhanced PPO Choice Fund with HRA, and the Open Access Plus (HSA)that have very important differences. Its important that you understand these differences if youre considering enrolling in one of the plans. Please note the Open Access (HSA) is designed for those individuals who can afford the high deductible, as there is no company contribution to assist with the deductible. For a comparison of these special accounts, see the chart titled, How HRAs and HSAs Differ.
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Interest Earnings
None.
When you incur a medical expense, HRA dollars are used first to help you satisfy the deductible.
Not available. Account balance rolls over from year to year provided you continue to participate in one of the HRA medical plan options. However, the balance does not go with you when you leave CBRE. Administered by CIGNA. You pay no separate fees for the HRA account other than your payroll deductions for the plan. HRA dollars will be used to help meet the deductible provided the expenses are eligible under the medical plan. After the deductible, plan pays 80% in-network and 60% out-of-network. Deductible does not apply.
Administration Fees
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Health Assessment
The Health Assessment is an online survey about your health that can alert you if you are at risk for certain health issues. And, when you complete the Health Assessment during Open Enrollment or at the time of your hire, you earn a discount on your medical plan contribution. The Health Assessment lets you notify your doctor of your risk factors so together you can develop an early prevention or treatment plan. Information you provide is kept confidential, as required under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). New hires should complete the Health Assessment within 60 days of your benefits effective date. If you take the Health Assessment within 15 days of your benefits effective date, you will receive the premium reduction in your first paycheck of the following month. Otherwise, the premium reduction will begin in your next paycheck. CIGNA participants: You can lower your medical plan contribution by $8 per month if you complete a Health Assessment during Open Enrollment or within 60 days after your benefit eligibility date. (Note: The 60-day window is the period in which to qualify for the premium reduction. However, you are permitted to take the Health Assessment anytime during the year to get health risk feedback.)
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Non-CIGNA Members (Participants in Blue Care, Group Health, Kaiser (Hawaii), UHA, and SelectCare PPO Plans): You can discount your medical plan contribution by $4 per month for a savings of $48 for 2011 by completing the Health Assessment during Open Enrollment or within the new hire window. 1. Employees may access the Health Assessment by going to http://cbre.myCareAllies.com. 2. Depending on whether you are a new user or a returning user, follow the instructions listed on the home page. (Registered myCIGNA.com users may use their CIGNA log-in information.) 3. Click on the My Health Assessment tab. 4. Click on Take your health assessment. (If you have not registered for the my health & wellness center, you will need to complete a brief sign-up.)
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DENTAL
CB Richard Ellis offers two voluntary dental programs administered by CIGNA: the indemnity (PPO) plan and the prepaid dental plan (DHMO). You do not have to enroll in one of the companys medical plan options to be eligible to enroll in a dental plan.
Coverage
Preventive/Diagnostic care Basic restorative care Major restorative care Orthodontia
Plan pays
100% of R&C* (no deductible) 80% after deductible 50% after deductible Dependent children under age 19 only: 50% after deductible
Plan pays
100% Copays apply** Copays apply** 100% after a copay of $1,900 for children. Additional copays may apply.**
*R&C refers to reasonable and customary charges, which are typical service fees charged in your area. **See Patient Charge Schedule located via myCBRE, in the Library on the Navigator.
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VISION
You may enroll in this optional benefit plan without having to enroll in one of the companys medical plans. Coverage is provided by Vision Service Plan (VSP) and offers both in-network and out-of-network benefits.
Network Provider
Out-of-Network Provider
Exams and lenses: every 12 months Frames: every 24 months Elective contact lenses: in lieu of eyeglass lenses and frames Exams: $10 copay Materials: $20 copay Fully covered after copay Fully covered after copay Not applicable Plan pays up to $45 allowance Plan pays the following allowances: Up to $45: Single lens Up to $65: Bifocal lens Up to $85: Trifocal lens Up to $125: Lenticular lens Plan pays up to $105 allowance Plan pays up to $210 allowance Plan pays up to $47 allowance
Plan pays up to $120 after copay Covered in full after copay Plan pays up to $120 retail after copay
Frequency
Coinsurance
You pay 25% You pay 25%
Network Provider
Covered in full after coinsurance Plan pays 75% of cost
Out-of-Network Provider
Up to $125 allowance after coinsurance Plan pays 75% of cost
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Coverage Amount
1.5 times annual base salary* (excluding bonus and incentive pay) up to $1,000,000 You may select coverage from among 15 tiers up to a maximum of 5 times your annual benefit salary*: $25,000, $50,000, $75,000, $100,000, $150,000, $200,000 $300,000, $400,000 $500,000, $600,000, $700,000, $750,000, $800,000, $900,000, $1,000,000 Available if you elect at least $50,000 of supplemental employee life insurance. Increments of $25,000, up to the lesser of: 50% of your approved supplemental coverage or $100,000 Available if you elect supplemental employee life insurance. $5,000. $10,000, $15,000, $20,000, $25,000. The cost of coverage is the same whether covering one or more than one eligible dependent child.
* Definitions of annual base salary and annual benefit salary can be found in Exhibit D.
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Child AD&D
* Definitions of annual base salary and annual benefit salary can be found in Exhibit D.
Employee AD&D
You can purchase employee AD&D insurance for yourself. If you cover yourself, you may then purchase coverage for your benefit-eligible dependents.
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DISABILITY COVERAGE
If you have to miss work due to a disability, the disability plans replace some or all of your pay for a period of time. The plan vendor, MetLife, determines if you meet the criteria for a disability.
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Immediate Reimbursements
You can be reimbursed from your Health Care FSA prior to the money being deposited into your FSA. As long as your year-to-date claims do not exceed your annual contribution election, you will be reimbursed right away. For example, lets assume you begin participating in the Health Care FSA on August 1 and you elect to contribute $2,500 between August 1 and December 31. If you incur $2,000 in eligible expenses on August 2, you can be reimbursed in full, even though your FSA contributions to date are less than $2,000.
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Extended Claims Filing Period Even though the FSA plan year operates on a calendar year basis, the Health Care FSA has an extended claims filing period. Eligible health care expenses may be incurred between January 1 of one calendar year and March 31 of the following calendar year, and you have until May 15 of the following calendar year to file your claims. For example, if you elect to participate for the 2011 plan year, you have until March 31, 2012, to incur eligible health care expenses, and you have until May 15, 2012, to file your final claim for the 2011 plan year. If you enroll in the Health Care FSA for the 2011 plan year, which begins on January 1, 2011, the claims administrator will continue reimbursing you from your 2010 account balance until the balance is zero or until May 15, 2011, whichever is earlier, before beginning to reimburse you from your 2011 account balance.
Examples of Eligible Health Care FSA Expenses Examples of Ineligible Health Care FSA Expenses
Cosmetic expenses medical plan Expenses claimed on your income tax return Copays, coinsurance and deductibles for your Expenses not eligible to be claimed as an income dental and vision plans tax deduction Expenses in excess of medical, dental or Expenses reimbursed by other sources, such as vision plan limits insurance companies Expenses not covered by your medical plan Fees for fitness clubs where there is no specific Prescriptions medical reason for membership Acupuncture, chiropractic expenses or Hair transplants physical therapy Illegal treatments, operations or drugs Childbirth preparation classes Insurance premiums Diabetic supplies, respirators and other Over the counter medications medical supplies Weight-reduction programs for general well-being Smoking cessation programs, nicotine patches and gum Counseling and psychotherapy Routine physical exams and annual checkups Eye exams, eyeglasses, contact lenses and solutions Vision correction surgery Dental exams, cleanings, X-rays and fillings Orthodontics Hearing aids For a complete list of eligible and ineligible expenses, go to the Library via the Navigator and type in key words eligible expenses.
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Claims Processing
CIGNA can automatically process your out-of-pocket medical and dental expenses under your FSA. Other Health Care FSA eligible expenses, including those for overthe-counter medications and vision care expenses, cannot be processed via the automated process and must be submitted via a paper FSA claim form. You may activate or deactivate the CIGNA automatic processing feature at any time throughout the year by contacting the CBRE HR Service Center. First In/First Out Claims Processing CIGNA, the administrator for the FSA, will process claims on a first in/first out basis. This means that if you have a 2010 FSA carryover balance in January 2011, the system will reimburse your claims from the 2010 balance before it reimburses from your 2011 contribution election. Once the 2010 balance is exhausted, the system will then begin reimbursing you from your2011 elected contribution amount. If this first in/first out claims process will create an issue for you, you can elect to turn off CIGNAs automatic processing feature for claims submitted electronically by medical providers or pharmacists. In this case, you would submit your FSA claims manually (via manual claim form located on the CBRE Benefits page. This will give you greater control over how your FSA claims are submitted and processed. If you turn off CIGNAs automatic claims processing feature, make sure to submit all 2010 health care expenses before any 2011 expenses. If 2011 claims are processed before 2010 claims, they will be paid from your 2010 FSA account balance, if any, which may not leave enough money in your FSA account to reimburse your remaining 2010 expenses.
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Only expenses charged by qualified, licensed child or adult day care centers and day care providers who report their earnings to the IRS are eligible for reimbursement. Expenses can be reimbursed up to the current balance in your Dependent Care FSA. If your FSA does not have sufficient funds at the time your claim is processed, CIGNA will reimburse the remainder of your claim when additional payroll deductions have been made.
Examples of Eligible Dependent Care FSA Expenses Examples of Ineligible Dependent Care FSA Expenses
Daycare centers (must comply with state and local laws) Babysitters Nursery school Pre-school (before Kindergarten) After-school programs General-purpose day camps
Food Transportation Activity fees Education expenses (Kindergarten or higher) Overnight camps (including daytime portion)
In addition, your care provider cannot be: Your spouse Your child under the age of 19, For a complete list of eligible and ineligible expenses, go to the Library via the Navigator and type in key words eligible expenses.
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Evidence of Insurability
Evidence of Insurability is not required for you if you enroll within 90 days of your date of hire. If you enroll after this 90-day period, you will be required to satisfy evidence of good health before coverage becomes effective. Coverage for your family members is always subject to satisfying evidence of good health requirements.
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ANCILLARY BENEFITS
CBRE provides other benefit programs to employees to help you cope with life issues, commute to work less expensively, and adopt a child.
Depression Marital and family conflicts Job pressures Stress and anxiety Alcohol and drug abuse Saving for college Getting out of debt Retirement planning Estate planning
Grief and loss Divorce and family law Bankruptcy, debt obligations Criminal actions Landlord and tenant issues Civil lawsuits Real estate transactions Contracts Tax questions
You can access a professional ComPsych counselor at any time of day or night, seven days a week, by calling (888) 243-6404. After briefly discussing your situation over the telephone, the counselor will refer you for a face-to-face session within 72 hours of your call or, in an emergency, provide immediate access (within 24 hours) to counseling services. Through ComPsych, CBRE provides up to five EAP visits at no charge to you or your family members. CBRE also will provide additional EAP visits per situation to the extent mandated under applicable state law. In addition to calling a representative for assistance with the above, you can visit ComPsychs website at www.GuidanceResources.com, and enter the Company Code CBRE0509. The website provides you and your family members with a variety of tools designed to assist with issues related to health, work, family, and interpersonal relationships.
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Transit Program
The transit program is made up of two components: 1. A parking reimbursement account, and 2. A voucher and fare media (mass transit) purchasing program. Depending on where you live, you can participate in one or both portions of the transit program, which allows you to use pretax dollars (up to statutory limits) to pay for your public transportation and parking expenses. After-tax deductions also are permitted for both transit and parking expenses, so you can set aside more than the IRS limit, but without the pretax benefit. This program is available to CBRE employees who are classified as hourly or salaried. Employees classified as temporary or commissioned paid via W-2 or 1099 (QREA) are not eligible for this program. The administrator for the transit program depends on where you live, as follows: For All Locations Except Connecticut, New Jersey and New York. Ceridian administers the transit and parking program for all U.S. locations except this tristate area. To enroll online, go to www.ceridian-benefits.com. If you dont have access to the Internet, contact Ceridian at (877) 548-7788 toll-free to obtain an enrollment form. For Residents of Connecticut, New Jersey, and New York. The transit program in this area is administered through Transit-Chek. (Please note that the parking program is not available in Connecticut, New Jersey and New York.) For more information and enrollment assistance, contact the Transit-Chek administrator at (212) 984-6641.
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401(K) PLAN
When it comes to saving for your future, time is on your side. Thats why it is important for you to start investing early, and let your money multiply over time. CBRE is committed to helping you prepare for your future and giving you the information you need to help you make your retirement what you want. When you become eligible You are eligible to participate in the Plan the day you begin working at CB Richard Ellis. Call Merrill Lynch Participant Services (888) 363-2385 or enroll online at www.benefits.ml.com. Allow 10-14 business days after your hire date before contacting Merrill Lynch. You can contribute from 1% to 75% of your pretax pay, up to an annual maximum of $16,500 for 2011. (These are annual limits imposed by the IRS and may change year-toyear.) If you will be age 50 or over during the 2011 Plan year, you will be eligible to contribute an additional $5,500 to the Plan. (These are annual limits imposed by the IRS and may change year-to-year.) You are always 100% vested in your contributions. CBRE employees who were hired in 2006 and years prior are 100% vested in the discretionary matching contribution. For the company matching contribution that began April 1, 2007, and ended January 1, 2009, but will be reinstated as of January 1, 2011, you become 20% vested for each year of service with CBRE. If you became an employee through an acquisition, your prior years of service with your former employer will count toward vesting credit. You may invest in a variety of funds. Also, you can change funds at any time by calling Merrill Lynch Participant Services at (888) 363-2385 or going online at www.benefits.ml.com. Participants may roll over funds from qualified plans into the CBRE 401(k) Plan by providing the rollover check, a distribution statement from the former plan (typically accompanies the rollover check), a copy of the former plans determination letter, and a completed Merrill Lynch Rollover Contribution Form, which may be obtained by calling Merrill Lynch Participant Services at (888) 363-2385 or going online to www.benefits.ml.com. You may receive a distribution from the Plan if you retire, leave CB Richard Ellis, experience a serious financial hardship, are 59-1/2 or older, have rollover monies in the Plan, or die. You can take out a loan from the Plan for any reason. You may have only one loan taken out at a time. The minimum you can borrow is $1,000, and the maximum is 50% of your vested account balance (not to exceed $50,000).
How to enroll
Catch-up contributions
For more detailed information, refer to the 401(k) Summary Plan Description.
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Plan
Medical Blue Care HMO (MI) CIGNA Choice Fund OA Plus (HRA) CIGNA Enhanced PPO Choice Fund with HRA CIGNA Open Access Plus (HSA) CIGNA Out-of-Area (Indemnity) Plan CIGNA Premier OAP Plan (not accepting new entrants) CIGNA Standard PPO Group Health Alliant Plus Plan (WA) University Health Alliance (UHA) PPO Hawaii Kaiser Hawaii SelectCare PPO (Guam) Dental CIGNA Indemnity/PPO Dental CIGNA Prepaid Dental Vision VSP
Employee Only
$162.40 $47.87 $62.87 $41.82 $97.14 $853.75 $123.10 $163.61 $117.86 $ 19.48 $118.73 $21.03 $9.96 $6.82
Employee + Child(ren)
$426.63 $124.75 $163.83 $108.96 $253.00 $1712.06 $294.08 $327.73 $296.13 $187.22 $269.76 $42.06 $21.05 $11.33
$619.66 $247.45 $324.98 $208.93 $477.31 $2526.05 $553.13 $530.29 $557.57 $ 286.78 $453.36 $63.08 $31.86 $18.11
All contributions quoted as monthly amounts. Your actual payroll deductions may differ based on your pay group, pay frequency, and whether you take the Health Assessment. (Salaried/Hourly employees have 24 payroll deductions and Commissioned Employees who receive a W-2 have one payroll deduction per month.)
The definition of a tobacco user is someone who uses any form of tobacco more frequently than once a month over a 12 month period. If you indicate you are a tobacco user on the enrollment site, an additional surcharge of $25 will be added to the premiums listed on the above chart.
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Long-Term Disability Insurance Contributions for Salary, Hourly and Commission Employees Who Receive a W-2
Plan Annual Benefit Salary, up to $99,999.99 Annual Benefit Salary above $100,000 ($300,000 maximum)
Benefit Amount 60% of Monthly Benefit Salary up to a maximum monthly benefit of $5,000 60% of Monthly Benefit Salary up to a maximum monthly benefit of $15,000
Monthly Rate $0.135 per $100 of covered Monthly Benefit Salary $0.19 per $100 of covered Monthly Benefit Salary
Life Insurance Monthly Contributions for Salary, Hourly and Commission Employees Who Receive a W-2 and Spouses/Domestic Partners
Employee Supplemental Life 15 coverage options ranging from $25,000 to $1,000,000. Coverage elected cannot exceed 5 times Annual Benefit Salary. Amounts in excess of $300,000 are subject to Evidence of Insurability. Rates are per $1,000 of coverage per month. Age Band < - 29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75-79 80+
*
Spouse Supplemental Life 4 coverage options ranging from $25,000 to $100,000. Coverage elected cannot exceed 50% of employees supplemental life coverage. Amounts in excess of $50,000 are subject to Evidence of Insurability. Rates are per $1,000 of coverage per month. Non-Tobacco User $ 0.045 0.046 0.058 0.171 0.172 0.278 0.410 0.638 1.245 2.100 4.426** Tobacco User $ 0.072 0.077 0.102 0.351 0.355 0.578 0.802 1.135 1.999 3.042 5.333**
Non-Tobacco User $ 0.041 0.046 0.063 0.092 0.145 0.239 0.370 0.477 0.808 1.706 2.291 4.394
Tobacco User $ 0.054 0.063 0.087 0.139 0.223 0.347 0.574 0.645 1.056 2.228 3.343 6.411
Not available for employees classified as commissioned or for salaried employees who participate in the Highly Compensated Executive PTO Program.
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Coverage Amount
$5,000 $10,000 $15,000 $20,000 $25,000
Monthly Cost*
$0.45 $0.90 $1.35 $1.80 $2.25
* Based on a monthly rate of $.09 per $1,000 of coverage. Coverage applies to one child or more.
Employee AD&D Monthly Contributions for Commission, Salary, and Hourly Employees Who Receive a W-2 Employee AD&D Coverage
1x, 2x, 3x, 4x or 5x their Annual Benefit Salary Up to $1,000,000
Monthly Contribution
$0.025 per $1,000 of coverage
* Based on a monthly rate of $.025 per $1,000 of coverage. Coverage applies to one child or more.
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Network Providers
Any physician in CIGNAs Open Access Plus network Based on negotiated network fees
Non-Network Providers
Any non-network physician (you pay less if you see a network physician) Based on reasonable & customary (R&C) charges as defined by CIGNA
Combined network and non-network: $600/person; $1,200/family Combined network and non-network: $5,000/person; $10,000/family (excluding annual deductible and prescription drug co-insurance) Combined retail and mail order (network and non-network): $1,200/person; $2,400/ family After deductible, Plan pays 80% Plan pays 100% (no deductible) After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80%, up to 120 days/year After deductible, Plan pays 80%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 80% $50/person, $100/family (aggregate) Deductible does not apply Plan pays 70% for generic; 65% for preferred brand; 50% for nonformulary (provided by CIGNA Pharmacy) Deductible does not apply Plan pays 70% for generic; 65% for brand; 50% for nonformulary After deductible, Plan pays 60% Plan pays 100% (no deductible) up to $250; thereafter, Plan pays 60% after deductible After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 80% After deductible, Plan pays 60%, up to 120 days/year After deductible, Plan pays 60%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 60% $50/person, $100/family (aggregate) Deductible does not apply Plan pays, 60% for generic; 60% for preferred brand; 50% for nonformulary brand Not covered
Prescription drugs mail order (90-day supply) (provided by Tel-Drug) Mental health/Substance abuse (MH/SA) Inpatient Outpatient Lifetime maximum
After deductible, Plan pays 60% After deductible, Plan pays 60% Unlimited
In addition, maintenance
*Prescription Step Therapy Program applies to three drug classes: high blood pressure, stomach acid, and high cholesterol.
medications will only be covered when ordered through Tel-Drug.
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Network Providers
Any physician in CIGNAs Open Access Plus network
Non-Network Providers
Any non-network physician (you pay less if you see a network physician)
CBRE contributes $750 for employee only coverage or $1,500 for employee + spouse/domestic partner, or employee + child(ren), or employee + spouse/domestic partner and child(ren) coverage Based on negotiated network fees Based on reasonable & customary (R&C) charges as defined by CIGNA
Combined network and non-network: $2,250/person; $4,500/family $4,000/person; $8,000/family (excluding annual deductible and prescription drug copays) $9,000/person; $18,000/family (excluding annual deductible and prescription drug co-insurance)
Combined retail and mail order (network and non-network): $1,200/person; $2,400/ family After deductible, Plan pays 80% Plan pays 100% (no deductible) After deductible, Plan pays 60% Plan pays 100% (no deductible) up to $250; thereafter, Plan pays 60% after deductible (HRA may be used to offset the deductible) After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 80% After deductible, Plan pays 60%, up to 120 days/year After deductible, Plan pays 60%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 60% Deductible does not apply Plan pays, 60% for generic; 60% for preferred brand; 50% for nonformulary brand Not covered
Maternity care Non-hospital lab/X-ray Hospital benefits Inpatient Outpatient Emergency room visit Skilled nursing facility Home health care Physical therapy outpatient Prescription drugs retail* (30-day supply)
After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80%, up to 120 days/year After deductible, Plan pays 80%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 80% Deductible does not apply Plan pays 70% for generic; 65% for preferred brand; 50% for nonformulary (provided by CIGNA Pharmacy) Deductible does not apply Plan pays 70% for generic; 65% for brand; 50% for nonformulary
Prescription drugs mail order (90-day supply) (provided by Tel-Drug) Mental health/Substance abuse (MH/SA) Inpatient Outpatient Lifetime maximum
After deductible, Plan pays 60% After deductible, Plan pays 60% Unlimited
In addition, maintenance
*Prescription Step Therapy Program applies to three drug classes: high blood pressure, stomach acid, and high cholesterol.
medications will only be covered when ordered through Tel-Drug.
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Network Providers
Any physician in CIGNAs Open Access Plus network
Non-Network Providers
Any non-network physician (you pay less if you see a network physician)
CBRE contributes $750 for employee only coverage or $1,500 for employee + spouse/domestic partner, or employee + child(ren), or employee + spouse/domestic partner and child(ren) coverage Based on negotiated network fees Based on reasonable & customary (R&C) charges as defined by CIGNA
Combined network and non-network: $1,500/person; $3,000/family $3,000/person; $6,000/family (excluding annual deductible and prescription drug copays) $6,000/person; $12,000/family (excluding annual deductible and prescription drug co-insurance)
Combined retail and mail order (network and non-network): $1,200/person; $2,400/ family After deductible, Plan pays 80% Plan pays 100% (no deductible) After deductible, Plan pays 60% Plan pays 100% (no deductible) up to $250; thereafter, Plan pays 60% after deductible (HRA may be used to offset the deductible) After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 80% After deductible, Plan pays 60%, up to 120 days/year After deductible, Plan pays 60%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 60% Deductible does not apply Plan pays, 60% for generic; 60% for preferred brand; 50% for nonformulary brand Not covered
Maternity care Non-hospital lab/X-ray Hospital benefits Inpatient Outpatient Emergency room visit Skilled nursing facility Home health care Physical therapy outpatient Prescription drugs retail* (30-day supply)
After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80%, up to 120 days/year After deductible, Plan pays 80%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 80% Deductible does not apply Plan pays 70% for generic; 65% for preferred brand; 50% for nonformulary (provided by CIGNA Pharmacy) Deductible does not apply Plan pays 70% for generic; 65% for brand; 50% for nonformulary
Prescription drugs mail order (90-day supply) (provided by Tel-Drug) Mental health/Substance abuse (MH/SA) Inpatient Outpatient Lifetime maximum
After deductible, Plan pays 60% After deductible, Plan pays 60% Unlimited
In addition, maintenance
*Prescription Step Therapy Program applies to three drug classes: high blood pressure, stomach acid, and high cholesterol.
medications will only be covered when ordered through Tel-Drug.
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Network Providers
Any physician in CIGNAs Open Access Plus network
Non-Network Providers
Any non-network physician (you pay less if you see a network physician)
You can contribute to your HSA up to $3,050 if you elect employee only coverage or $6,150 if you elect employee + spouse/domestic partner, employee + child(ren), or employee + spouse/domestic partner and child(ren) coverage
(Contributions are pre-tax unless you are commission based) If you are age 55 or older in 2011, you may also contribute an additional $1,000 on a pre-tax basis.
Eligible charges Annual deductible Annual out-of-pocket maximum Office visit Preventive care Maternity care Non-hospital lab/X-ray Hospital benefits Inpatient Outpatient Emergency room visit Skilled nursing facility Home health care Physical therapy outpatient Prescription drugs retail* (30-day supply) Based on negotiated network fees Based on reasonable & customary (R&C) charges as defined by CIGNA
Combined network and non-network: $2,900/person; $5,800/family $5,500/person, up to $11,000 family maximum (in- and non-network combined, includes annual deductible) After deductible, Plan pays 80% Plan pays 100% (no deductible) After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80% After deductible, Plan pays 80%, up to 120 days/year After deductible, Plan pays 80%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 80% After deductible Plan pays 70% for generic; 65% for preferred brand; 50% for nonformulary (provided by CIGNA Pharmacy) After deductible Plan pays 70% for generic; 65% for brand; 50% for nonformulary After deductible, Plan pays 60% Plan pays 100% (no deductible) up to $250; thereafter, Plan pays 60% after deductible After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 60% After deductible, Plan pays 80% After deductible, Plan pays 60%, up to 120 days/year After deductible, Plan pays 60%, up to 240 days/year (combined network/non-network) After deductible, Plan pays 60% After deductible Plan pays, 60% for generic; 60% for preferred brand; 50% for nonformulary brand Not covered
Prescription drugs mail order (90-day supply) (provided by Tel-Drug) Mental health/Substance abuse (MH/SA) Inpatient Outpatient Lifetime maximum
After deductible, Plan pays 80% After deductible, Plan pays 80% Unlimited
After deductible, Plan pays 60% After deductible, Plan pays 60% Unlimited
In addition,
*Prescription Step Therapy Program applies to three drug classes: high blood pressure, stomach acid, and high cholesterol.
maintenance medications will only be covered when ordered through Tel-Drug.
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After deductible, Plan pays 80% After deductible, Plan pays 80% Unlimited
*Prescription Step Therapy Program applies to three drug classes: high blood pressure,
stomach acid, and high cholesterol. In addition, maintenance medications will only be covered when ordered through Tel-Drug.
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Benefit
Choice of physician Eligible charges Annual deductible Annual out-of-pocket maximum Office visit Preventive care
Maternity care Non-hospital lab/X-ray Hospital benefits Inpatient Outpatient Emergency room visit Skilled nursing facility Home health care Physical therapy outpatient Prescription drugs retail* (30-day supply) Prescription drugs mail order (90-day supply) Mental health and substance abuse (MH/SA) Inpatient Outpatient Lifetime maximum
After deductible, Plan pays 100% After deductible, Plan pays 100% After deductible, Plan pays 100% After deductible, Plan pays 100% After deductible, Plan pays 100% After deductible, Plan pays 100%, up to 120 days/year After deductible, Plan pays 100%; up to 240 days/year After deductible, Plan pays 100% Deductible does not apply Plan pays 90% (provided by CIGNA Pharmacy) Deductible does not apply Plan pays 90% (provided by Tel-Drug)
After deductible, Plan pays 100% After deductible, Plan pays 100% Unlimited
After deductible, Plan pays 60% After deductible, Plan pays 60% Unlimited
In addition, maintenance
*Prescription Step Therapy Program applies to three drug classes: high blood pressure, stomach acid, and high cholesterol.
medications will only be covered when ordered through Tel-Drug.
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Regional Plans
Benefits
Choice of physician Eligible charges Annual deductible Annual out-of-pocket maximum Office visits Preventive care
Network Providers
Choice of network or non-network provider Based on negotiated fees None
Non-Network Providers
Based on usual, customary and reasonable (UCR) charges $200/person; $400/family
$2,000/person; $4,000/family (excludes prescription drug and mental health/substance abuse treatment costs) Plan pays 100% after you pay $15 copay Plan pays 100% Plan pays 80% after you pay $15 copay and deductible Plan pays 80% after you pay deductible, up to annual benefit of $150/person ($300/family)
Maternity care Outpatient lab and X-ray Hospital benefits Inpatient Outpatient Emergency room visit
Plan pays 100% after you pay $15 copay/ office visit (hospital copay applies to delivery) Plan pays 100% (office visit copay may apply)
Covered like any other covered service Plan pays 100% Plan pays 80% after deductible
Plan pays 100% after you pay $250 copay/ admission Plan pays 100% Plan pays 100% after you pay $50 copay (network or non-network) Plan pays 100%, up to 45 days/year
Plan pays 100% Plan pays 100% after $15 copay Plan pays 100% after $75 copay per emergency room visit (waived if admitted) Plan pays 100%, up to 60 days/year (combined in- and out-ofnetwork) Plan pays 100% Plan pays 100% after $15 copay/visit, up to 60 visits/year (combined in- and out-of-network) Plan pays 100% after you pay $10 copay for generic, $20 copay for brand Plan pays 100% after you pay $30 copay for generic, $60 copay for brand
Plan pays 80% after deductible Plan pays 80% after you pay $15 copay and deductible Plan pays 100% after $75 copay per emergency room visit (waived if admitted) Plan pays 80% after deductible, up to 60 days/year (combined in- and out-of-network) Plan pays 80% after deductible Plan pays 80% after you pay $15 copay and deductible, up to 60 visits/year (combined in- and outof-network) Plan pays 100% after you pay $15 copay for generic, $25 copay for brand Not available
Plan pays 100% after you pay $15 copay/visit Plan pays 100% after you pay $15 copay, up to 60 consecutive days/ episode
Plan pays 100% after you pay $5 copay for generic, $15 copay for brand (if no generic), $15 copay + cost difference between brand and generic; $25 copay for nonformulary brand Plan pays 100% after you pay $5 copay for generic, $15 copay for brand (if no generic), $25 copay for nonformulary brand
Prescription drugs mail order (90-day supply) Mental health and substance abuse Inpatient
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Kaiser - Hawaii
You may choose any primary care physician in the Kaiser network Based on negotiated network fees None $2,000/person; $6,000/family You pay $15 registration fee Plan pays 100% Plan pays 100% after confirmation of pregnancy
Eligible charges
Annual deductible Annual out-of-pocket maximum Office visits Preventive care Maternity care
Combined network and non-network: $2,500/person; $7,500/family Plan pays 90% Plan pays 100% Physician/Hospital: Plan pays 90% Birthing room: Plan pays 100% Nurse-Midwife: Plan pays 100% Plan pays 80% Plan pays 70% Plan pays 70% Plan pays 70%
Outpatient lab and X-ray Hospital benefits Inpatient Outpatient Emergency room visit Skilled nursing facility
Plan pays 100% Plan pays 100% after you pay $15 registration fee Plan pays 100% after $75 copay Plan pays 100% up to 60 days/ benefit period Requires pre-approval by treating physician Plan pays 100% after you pay $15 registration fee Plan pays 100% after you pay $12 copay; Plan pays 50% for contraceptive drugs and devices Plan pays 100% after you pay $24 copay
Plan pays 90% Plan pays 90% Plan pays 90% Plan pays 90%, up to 120 days/year combined in- and outof-network benefit Plan pays 100%, up to 150 visits/year combined in- and outof-network benefit Plan pays 90% Plan pays 100% after you pay $7 copay for generic, $15 copay for preferred brand, and $30 copay for nonpreferred brand
Plan pays 70% Plan pays 70% Plan pays 70% Plan pays 70%, up to 120 days/year combined in- and out-of-network benefit Plan pays 70%, up to 150 days/year combined in- and out-of-network benefit Plan pays 70% Not covered
Maintenance drugs only through Longs Drugstore: Generic: Plan pays 100% after you pay $7 copay (90-day supply) Preferred brand: $15 copay (60-day supply) Nonpreferred brand: Not covered
Plan pays 90% Plan pays 90% (80% for psychological testing)
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Non-Network Providers
Outpatient lab and X-ray Hospital benefits Inpatient Outpatient Emergency room visit
Plan pays 100% after you pay $100 copay/admission Plan pays 100% after you pay $100 copay (60% benefit for nonemergency treatment in emergency room) Plan pays 100% after $100 copay/admission, up to 60 days/year Plan pays 100% after you pay $10 copay/visit Precertification required for over 3 visits Plan pays 100% after you pay $10 copay/visit, up to 20 visits/ year (combined in- and out-of-network) Generic: $5 copay Formulary brand: $10 copay Nonformulary brand: Not covered Formulary drugs only: $0 copay See provider certificate for substance treatment See provider certificate $10 copay
Plan pays 70% of UCR after deductible Plan pays 70% of UCR after deductible Plan pays 70% of UCR after deductible (nonemergency treatment in emergency room not covered) Plan pays 70% of UCR after deductible, up to 60 days Plan pays 70% of UCR after deductible Plan pays 70% of UCR after deductible, 20 visit/year (combined in- and out-ofnetwork) Generic and formulary brand: Plan pays 80% of average wholesale price after deductible Nonformulary brand: Not covered Not covered See provider certificate for substance treatment See provider certificate Not covered
Prescription drugs mail order (90day supply) Mental health and substance abuse Inpatient Outpatient Lifetime maximum
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myCBRE Select the Human Resources Department, Benefits, Reference Materials, Forms
If you are newly eligible, you must complete the online Statement of Health Form no later than 60 days after your benefits eligibility date. If it is not received by the specified due date, your application will not be accepted. If approved, the effective date of your coverage increase will be the first of the month following the approval date. If your request for coverage is denied, your existing coverage will remain unchanged. For elections made during annual Open Enrollment, you can complete the online Statement of Health Form. If you do not have Internet access and cannot complete the online Statement of Health Form, you must complete the paper Statement of Health Form. Evidence of Insurability (EOI) for Supplemental Life Insurance must be completed by September 30, 2011. If you fail to complete your EOI application by this date, it will be closed and you will have to make a new election during Open Enrollment for 2012.
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EXHIBIT E: ANNUAL BASE SALARY AND ANNUAL BENEFITS SALARY Determining Your Annual Base Salary for 2011
Your annual base salary is used to determine your basic life insurance amounts for the year. This coverage amount is established at the end of September of 2010, effective the first of the following year, and will not change if your annual base salary increases or decreases during the year. Your annual base salary depends on your employee classification as follows: Employees classified as hourly or salaried
Annual base salary as of 9/30/10
Hire Date
Hired Before 2008
Greater of: Average of YTD 2009 and 2010 commission only earnings* up to 09/30/10 or $25,000
Greater of: Sum of commission only earnings* up to 9/30/10 (if applicable) or $25,000
* This will not include any bonus earnings or income received from relocation reimbursement, loan and salary advances, billed earnings, incentive plans, and fringe benefits.
Hire Date
Hired Before 2008
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(800) 662-6667 888-901-4636 Oahu: 532-4000 Neighbor islands: (800) 458-4600 (866) 868-7220 (671) 477-9808 (800) 877-7195
www.mibcn.com Modeling tool: www.cbrebenefitconnect.com www.ghc.org Modeling tool: www.cbrebenefitconnect.com www.uhahealth.com Modeling tool: www.cbrebenefitconnect.com www.kaiserpermanente.org Modeling tool: www.cbrebenefitconnect.com www.calvosselectcare.com Modeling tool: www.cbrebenefitconnect.com www.vsp.com
Kaiser HMO (Hawaii) SelectCare PPO (Guam) Vision Service Plan MetLife Short-Term Disability Long-Term Disability Life Insurance AD&D Insurance Long-Term Care Insurance ComPsych Guidance Resources (Employee Assistance Program) CONEXIS (COBRA & Retiree Continuation of Coverage) Ceridian Transit Program (except NY, NJ & CT) Transit-Chek Transit Program (NY, NJ & CT only) Merrill Lynch 401(k) Plan CIGNA HealthCare 24-Hour Health Information Line
(800) 858-6506 (Disability) (800) 638-6420 (Life) (800) GETMET8 (800) 438-6388 (888) 243-6404 (877) 864-9546 (877) 548-7788 (212) 984-6641 (888) 363-2385 (800) 564-9286 www.cbltc.metlife.com www.guidanceresources.com
610080
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