Term life policy provided by the Pennsylvania State System of Higher Education for permanent AFSCME employees is based on one-time salary up to a maximum of $50,000 The Medical Reimbursement Account includes a debit card for immediate access. Pay for select medical and child care expenses on a pre-tax basis through payroll deductions. SUPPLEMENTAL BENEFITS PROGRAM – has a 6 month waiting period The PEBTF contributes $1,000 (single)/$2,000 (family) per year into a Health Reimbursement Account (HRA) – therefore, the out-of-pocket maximum in –network is $500 for single or $1,000 for family annually.

CDHP – Most covered services paid in full if care is provided in-network after meeting a $1,500 (single)/$3,000 family deductible.

Copayments are $15 for the primary care physician and $25 for specialists.

HMO – Most covered services paid in full if care is coordinated by primary care physician care not coordinated by primary care physician is not covered.

PPO – Plan from Highmark Blue Shield includes office visits for in-network at $15 copayment for the primary care physician, $25 copayment for specialists, and services at 100% with no annual deductible or coinsurance deductible and coinsurance applied to out-of-network providers.New hires that elect to cover dependents pay full cost for covering dependents the first six months of employment. Employees hired on Augand after pay an additional buy plan cost for PPO plan.

Newly hired employees pay 5.0% of coverage cost until they begin optional participation in the Get Healthy wellness plan, which will reduce contributions to 2.0% with non-participants paying 5.0% of coverage cost. SCUPA employees may choose between the Preferred Provider Organization (PPO) plan, a Health Maintenance Organization (HMO) plan available in their service area, or the Consumer Driven Health Plan (CDHP). MEDICAL COVERAGE – effective with date of hire or upon enrollment HEALTH CARE COVERAGE through the Pennsylvania Employees Benefit Trust Fund (PEBTF)

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