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2020 Employee Benefits
YOUR GUIDE YOUR ADVOCATE
METROPOLITAN ST. LOUIS SEWER DISTRICT
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BENEFITS OVERVIEW
Metropolitan St. Louis Sewer District is proud to offer a
comprehensive benefits package to eligible, full-time employees. You
will receive plan booklets, which give you more detailed information
about each of these programs upon hire.
You share the costs of some benefits (Medical, Dental), and MSD
provides other benefits at no cost to you ((Basic Life and
Accidental Death & Dismemberment (AD&D), Long-Term
Disability)). In addition, there are voluntary benefits (Voluntary
Life and AD&D, Legal Services Plan, Accident, Hospital Indemnity,
Critical Illness, and Short Term Disability) with reasonable group
rates that you can purchase through MSD payroll deductions.
Benefit Plans Offered
o Medical
o Dental
o Basic Life and Accidental Death & Dismemberment
(AD&D)
o Flexible Spending Account (FSA)
o Voluntary Life and AD&D
o Long-Term Disability
o Voluntary Short-Term Disability
o Legal Services Plan
o Voluntary Benefits
Accident
Hospital Indemnity
Critical Illness
Short Term Disability
Eligibility
You and your dependents are eligible for MSD’s benefits
upon 30 days of employment.
Eligible dependents are your spouse, children under age 26,
or disabled dependents of any age. Elections made now will
remain in effect until the next open enrollment unless you or
your family members experience a qualifying event. If you
experience a qualifying event, you must contact HR within
30 days.
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MEDICAL BENEFITS
Administered by Cigna
MSD offers you a choice of a PPO or a High Deductible (HDHP) medical plan. Both plans include prescription drug coverage and one annual
refractive eye exam with an optometrist.
Open Access Plan (PPO) High Deductible Health Plan (HDHP)
In-Network Out-of-Network In-Network Out-of-Network
Lifetime Benefit Maximum Unlimited Unlimited
Annual Deductible $600 single / $1,200 family $1,800 single / $3,600 family $1,500 single / $3,000 family $4,500 single / $9,000 family
Annual Out-of-Pocket Maximum
(including deductible, coinsurance, and
copays)
$3,000 single / $6,000 family
$9,000 single / $18,000 family
$4,500 single / $9,000 family
$13,500 single / $27,000 family
Coinsurance 80% / 20% 60% / 40% 80% / 20% 60% / 40%
DOCTOR’S OFFICE
Primary Care Office Visit/Telemedicine $25 copay Deductible then 60% $25 copay Deductible then 60%
Specialist Office Visit
(including Urgent Care) $35 copay Deductible then 60% $35 copay Deductible then 60%
Wellness Care
(routine exams, x-rays/tests, immunizations,
well baby care and mammograms)
100% covered
Covered In-Network only
100% covered
Covered In-Network only
PRESCRIPTION DRUGS
Retail—Generic Drug
(31-day supply) $15 copay $15 copay $15 copay $15 copay
Retail—Formulary Drug
(31-day supply) $35 copay $35 copay $35 copay $35 copay
Retail—Non-formulary Drug
(31-day supply)
$70 copay
$70 copay
$70 copay
$70 copay
Mail Order—Generic Drug
(90-day supply) $37 copay Not covered $37 copay Not covered
Mail Order—Formulary Drug
(90-day supply) $87 copay Not covered $87 copay Not covered
Mail Order—Non-formulary Drug
(90-day supply) $175 copay Not covered $175 copay Not covered
HOSPITAL SERVICES
Emergency Room $200 copay, waived if admitted $200 copay, waived if admitted
Inpatient Deductible then 80% Deductible then 60% Deductible then 80% Deductible then 60%
Outpatient Surgery Deductible then 80% Deductible then 60% Deductible then 80% Deductible then 60%
Ambulance Service 100% 100%
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PPO Traditional Per Pay Period
Single $63.20
Single + Spouse $201.96
Single + Child(ren) $183.50
Family $279.90
High Deductible Health Plan Per Pay Period
Single $41.22
Single + Spouse $155.12
Single + Child(ren) $140.94
Family $214.98
Open Access Plan (PPO) High Deductible Health Plan (HDHP)
In-Network Out-of-Network In-Network Out-of-Network
MENTAL HEALTH & SUBSTANCE ABUSE SERVICES
Inpatient Services Deductible then 80% Deductible then 60% Deductible then 80% Deductible then 60%
Outpatient Services $35 copay Deductible then 60% $35 copay Deductible then 60%
OTHER SERVICES
All Other Maternity Hospital/
Physician Services
Deductible then 80%
Deductible then 60%
Deductible then 80%
Deductible then 60%
Muscle Manipulation Services
26 day annual maximum benefit $35 copay Deductible then 60% $35 copay Deductible then 60%
Physical Therapy Services
60 days per calendar year $25 copay Deductible then 60% $25 copay Deductible then 60%
Occupational and Speech
Therapy Services
20 days per calendar year per therapy type
$25 copay
Deductible then 60%
$25 copay
Deductible then 60%
Skilled Nursing
120 days per calendar year
combined with other care facilities
Deductible then 80%
Deductible then 60%
Deductible then 80%
Deductible then 60%
Vision Exam
One Eye Exam per calendar year
Materials are not covered
$25 copay
Covered In-Network only
$25 copay
Covered In-Network only
Urgent Care $35 copay $35 copay $35 copay $35 copay
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DENTAL BENEFITS
Administered by Cigna
The District offers 2 dental plans. The District contributes $10 towards the monthly cost coverage.
Network Dental Plan Passive PPO Plan
In-Network Out-of-Network In-Network Out-of-Network
Annual Deductible $0 single / $0 family $100 single / $300 family $50 single / $150 family $50 single / $150 family
Annual Benefit Maximum
(per person) $2,000 $1,000 $1,500 $1,500
Preventive Dental Services
(cleanings, exams, x-rays) 100% 70% 100% 100%
Basic Dental Services
(fillings, root canal therapy, oral surgery) Deductible then 80% Deductible then 50% Deductible then 80% Deductible then 80%
Major Dental Services
(extractions, crowns, inlays, onlays,
bridges, dentures, repairs)
Deductible then 50%
Deductible then 20%
Deductible then 50%
Deductible then 50%
Orthodontia Services
Lifetime Maximum
$1,500
$1,000
$1,500
$1,500
Orthodontic Services 50%
Covered for children and adults
Deductible then 50%
Covered for children and adults
Deductible then 50%
Coverage for dependent
children under age 19
Deductible then 50%
Coverage for dependent
children under age 19
Employee Dental Rates
Passive PPO EE Cont. / Pay Period
Single $17.59
EE + 1 $40.88
Family $69.50
Network PPO EE Cont. / Pay Period
Single $4.84
EE + 1 $14.74
Family $26.92
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LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE (AD&D)
Insured by Cigna
Life Insurance
Life insurance provides financial security for the people who
depend on you. Your beneficiaries will receive a lump-sum
payment if you die while employed by MSD. The company provides
basic life insurance of one times your Annual Compensation up
to $200,000 at no cost to you. Life coverage begins upon
30 days of Active Service.
Accidental Death and Dismemberment
(AD&D) Insurance
Accidental Death and Dismemberment (AD&D) insurance provides
benefit payment to you or your beneficiaries if you lose a limb or
die in an accident. MSD provides AD&D coverage of one times
your Annual Compensation up to $200,000 at no cost to you.
This coverage is in addition to your company-paid life insurance
described above. AD&D coverage begins upon 30 days of active
service.
VOLUNTARY LIFE AND AD&D INSURANCE
Insured by Cigna
You may purchase life and AD&D insurance in addition to the
company-provided coverage. You may also purchase life and
AD&D insurance for your dependents if you purchase additional
coverage for yourself. You are guaranteed coverage (up to the lesser
of two times your salary not to exceed $500,000, and $10,000 for your
spouse) without answering medical questions if you enroll when
you are first eligible. Voluntary Life and AD&D coverage begins
after 30 days of Active Service.
Employee — Up to five times your salary in increments of your
Annual Compensation; $500,000 maximum amount
Spouse —$10,000
Children—$5,000
FLEXIBLE SPENDING ACCOUNTS (FSAs)
Administered by Tri-Star Systems
You can save money on your healthcare and/or dependent day
care expenses with an FSA. You set aside funds each pay period on a
pretax basis and use them tax- free for qualified expenses. You pay no
federal income or Social Security taxes on your contributions to an
FSA. (That’s where the savings comes in.) Your FSA contributions
are deducted from your paycheck before taxes are withheld, so
you save on income taxes and have more disposable income.
Healthcare Spending Limit $2,750
Dependent Care Spending Limit $5,000
Tri-Star Systems is the administrator of two individual Flexible
Spending Accounts—one for healthcare expenses and one for
dependent childcare and elder care expenses. You can enroll in one or
both FSAs. You use each account separately, but they work similarly.
Here’s How an FSA Works
1. You decide the annual amount (up to $2,700 for Healthcare
Spending or $5,000 for Dependent Care Spending) you want to
contribute to either or both FSAs based on your expected
healthcare and/or dependent childcare/ elder care expenses.
2. Your contributions are deducted from each paycheck before
income and Social Security taxes, and deposited into your FSA.
You don’t pay taxes on your contributions!
3. You can budget for your large expenses like orthodontia,
eyeglasses, and hearing aids, in addition to your medical
expenses..
4. You can pay with the Healthcare FSA debit card for eligible
healthcare expenses. For dependent care, you pay for eligible
expenses when incurred, and then submit a reimbursement claim
form or file the claim online.
5. You are reimbursed from your FSA. So, you actually pay your
expenses with tax-free dollars.
Healthcare FSA Debit Card
Your Healthcare FSA Debit Card (previously known as Benny Card)
eliminates up-front out-of-pocket cash payments for eligible expenses
and the need to file a claim.
At the time that an eligible expense is incurred, participants in the
Health Care Reimbursement Account (HCRA) can use the Healthcare
FSA Debit Card to pay for unreimbursed health care expenses and/or
dependent care expenses with participating providers.
Always save receipts for HCRA purchases made with your
Healthcare FSA Debit Card. You may be required to submit some
receipts to verify that your expenses comply with IRS guidelines
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VISION HEALTHCARE REIMBURSEMENT ACCOUNT (HRA)
Administered by Tri-Star Systems
You may use up to $100 in a plan year (July 1 – June 30) toward the
cost of prescription eyewear. You can submit claims on an annual
basis for reimbursement of your vision care expenses, not covered
by the medical plan, up to $100 per year. The plan allows you to be
reimbursed for certain vision expenses (eyeglasses, contacts, safety
glasses and Lasik Surgery/Eye Surgery) which are incurred by you
and your enrolled dependents.
You may carry over the balance of the account for up to a maximum
of $300 in a plan year. The money deposited in this account by MSD
is provided for your vision expenses. The Vision HRA is
administered by Tri-Star Systems.
You may use the vision healthcare reimbursement account for your
vision expenses, your spouse’s expenses, and expenses for your
dependent children up to age 26.
LONG-TERM DISABILITYINSURANCE
Insured by Lincoln
Meeting your basic living expenses can be a real challenge if you
become disabled. Your options may be limited to personal savings,
spousal income and possibly Social Security. Disability insurance
provides protection for your most valuable asset—your ability to earn
an income. MSD provides Long-Term Disability insurance (LTD)
coverage for you at no cost. Your coverage begins upon 30 days of
Active Service.
LTD coverage provides income when you have been disabled for
90 days or more. Your benefit is 60% of your monthly earnings up to
$6,000 per month during the time you are disabled. This amount may
be reduced by other deductible sources of income or disability
earnings. Benefit payments can continue to age 65 if you are under
age 60 at the time of disability.
VOLUNTARY SHORT-TERM DISABILITY
INSURANCE
Insured by Lincoln
Short-Term Disability insurance provides income if you become
disabled due to an injury or illness. Benefits begin on the 31st day
of any injury, hospitalization or illness and can continue for up to 60
days or when LTD benefits begin.
Benefit Amounts 60% of income
Benefit Maximum $1,500 per week
WORKSITE VOLUNTARY BENEFIT PLANS
In addition to your core benefits, MSD understands that you may
want additional coverage to fill the gaps. MSD is offering the
following Voluntary Plans to help fill your personal needs.
Accident Insurance
Insured by Voya
Accident insurance provides coverage for a wide variety of accidental
injuries, including broken bones, concussions, and burns, and covered
events such as medical treatment or hospitalization due to an
accident. It pays fixed benefits for events tied to a covered accident
and can be used for any purpose you choose.
Hospital Indemnity Insurance
Insured by Voya
Hospital Confinement Indemnity Insurance provides a benefit for
eligible hospital confinements. Benefits include a hospital
confinement benefits, Critical Care Unit benefits and Rehabilitation
Facility benefits. As with Accident Insurance, you choose how to
use the benefit you receive.
Critical Illness and Cancer Insurance
Insured by Aflac
Critical Illness insurance provides a lump sum cash benefit when
the insured experiences a covered condition. This lump sum
payment can be spent on anything — whether it is directly related
or not to the critical illness including:
Q Medical copays and deductibles
Q Mortgage and rent payments
Q Other household expenses
Your benefit is paid in full regardless of any other insurance you
may have in force. Critical illness typically covers the following:
Q Heart Attack
Q Stroke
Q Cancer
Q Variety of other conditions depending on the policy
This coverage is also available for spouses and children. Also
included is a wellness benefit that pays the cost of one health
screening test per calendar year, up to $50 maximum.
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EMPLOYEE CONTRIBUTIONS FOR BENEFITS (2020)
For rates for the Critical Illness Plan (Aflac) please see the Critical Illness brochure.
$0.253 per $10 of
covered weekly payroll
Voluntary Short-Term
Disability Rates
Benefit Plan
Monthly
Participation
OPEN ACCESS PLAN (OAP)
Employee $136.94
Employee + Spouse $437.58
Employee + Child(ren) $397.58
Family $606.45
HIGH DEDUCTIBLE PLAN (HDHP)
Employee $89.30
Employee + Spouse $336.08
Employee + Child(ren) $305.36
Family $465.78
DENTAL PLAN (Cigna) PASSIVE PPO PLAN
Employee $38.12
Employee + One $88.58
Employee + Family $150.58
Benefit Plan Rates
Dependent Life
Insurance
$2.23 per
employee
regardless of
number of eligible
dependent children
Single
Voluntary AD&D $.03 per $1,000 /
Insurance Family
$.05 per $1,000
Hyatt Legal $18.25
Voluntary Life Rates
AGE BAND RATE PER $1,000
<25 $.074
25 – 29 $.077
30 – 34 $.102
35 – 39 $.130
40 – 44 $.154
45 – 49 $.228
50 – 54 $.379
55 – 59 $.678
60 – 64 $.952
65 – 69 $1.799
70+ $2.915
Group Accident Plan (Voya)
Employee $9.03
Employee + Spouse $15.22
Employee + Child $17.14
Family $23.33
Hospital Indemnity Plan (Voya)
Employee $17.80
Employee + Spouse $38.09
Employee + Child $28.19
Family $48.48
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There is the potential to have up to 5 floating holidays in a payroll year!
VACATION SICK LEAVE HOLIDAYS
VACATION
(Eligible to use upon successful completion of original Probationary period. Accrual begins upon hire)
Length of Continuous Service Monthly
Accrual Rate
Annual
Accrual
Max. Accumulation at
End of Payroll Year
Less than 5 years .833 10 days 30 days
5 but less than 10 years 1.250 15 days 35 days
10 but less than 20 years 1.666 20 days 40 days
20 or more years 2.083 25 days 45 days
SICK LEAVE
(Eligible to use upon successful completion of three months of service. Accrual begin upon hire)
Length of Continuous Service Monthly
Accrual Rate
Annual
Accrual
Up to 5 years .833 10 days
5 to 20 years .916 11 days
20 years or longer 1 12 days
HOLIDAYS
(Eligible upon hire)
10 per year 2020 MSD HOLIDAYS
OBSERVANCE
NEW YEARS’ DAY January 1 Wednesday, January 1
MARTIN LUTHER KING’S BIRTHDAY Third Monday in January Monday, January 20
PRESIDENT’S DAY Third Monday in February Monday, February 17
MEMORIAL DAY Last Monday in May Monday, May 25
INDEPENDENCE DAY July 4 Friday, July 3
LABOR DAY First Monday in September Monday, September 7
VETERAN’S DAY As designated by the
Governor of Mo. Wednesday, November 11
THANKSGIVING DAY As designated by the
President of the US Thursday, November 26
THANKSGIVING FRIDAY The Friday
following Thanksgiving Friday, November 27
CHRISTMAS DAY December 25 Friday, December 25
SPECIAL HOLIDAYS
As designated by the Executive
Director and approved by the
Board of Directors.
As scheduled & approved in advance.
GOOD ATTENDANCE AND FLOATING HOLIDAY LEAVE
(Eligible upon successful completion of 6 month probationary period)
Employees are entitled to two (2) Floating Holidays Each Payroll Year
Absences in a Calendar Year Additional Days to Earn the Following Payroll
3 Days or Less Earn 1 Floating Holiday
1 Day or Less Earn 2 Floating Holidays
No Absences Earn 3 Floating Holidays
Eligibility After 6 Months of Employment for Additional Days
Status Days Eligible
Employees hired on or before January 1 3
Employees hired January 2 through March 31 2
Employees hired April 1 through August 31 1
Employees hired after August 31 Ineligible
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RETIREMENT
Administered by Vanguard
Defined Contribution Plan (401a)
The Defined Contribution Plan enables you to save
for retirement by combining a Fixed Contribution of 7% contributed by the District with an
opportunity for you to make a voluntary contribution to your Deferred Compensation Plan of up to
4% and receive a District Matching Contribution of 50% without paying federal or state income taxes
on the contributions or the earnings until it is distributed from the Plan.
Deferred Compensation Plan (457)
The Deferred Compensation Plan enables you t o s a v e and invest for retirement without paying
federal or state income taxes on the contributions until funds are distributed.
Convenient savings through payroll deduction
You are 100% vested in the value of your account
MSD pays the administrative fee for all participants
Employees are 100% vested in the Employee Voluntary contribution and the District’s matching
contribution. The District’s Fixed Contribution is subject to a 20% per year vesting schedule.