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2015
Benefits
Owner’s Manual
TABLE OF CONTENTS
Your Benefits
Eligibility Explained
2
Employee
Eligibility
New Hire Benefits
Enrollment Checklist
2
Dependant
Eligibility
2
Life Status
Change
3
New Hire
Checklist
4
Enrollment
Details
5
Enrollment
Requirements
5
Wellness
Tiers
5
Wellness
Steps
6
Personal Health
Profile (PHP)
6
Wellness Grants
& Challenges
6
Wellness
Resources
7
Comparing
Two Plans
8
Prescriptions
& Specialty
8
Teladoc
Overview
Dental Plan
Overview
9
Premium
Rates
9
Coverage
Overview
Vision Plan
Overview
10
Premium
Rates
10
Coverage
Overview
11
Short Term &
Long Term
11
Life Insurance:
Beneficiaries
Understanding Your
Wellness Plan
Medical Plan
Overview
Disability & Life
Insurance
Retirement Savings
(401k)
Paid Time Off, Tuition Assistance
& Leave Process
Your Benefits
Resources
1
Tabel of Contents
12
401(K) Plan
With Fidelity
12
Paid Time Off
Benefits
15
Enrolling in
Benefits
12
Tuition
Reimbursement
17
Contact
Information
13
Qualifying
For Leave
18
Terms
Glossary
GO FINANCIAL Benefits Owner’s Manual 2015
BENEFITS ELIGIBILITY
Employee Eligibility
If you are a regular, active employee, you are eligible to enroll in Go Financial’s Benefits Program.
You can enroll in benefits as a new hire within your first 30 days. After that, you have to wait until
Open Enrollment or a Life Status Change to enroll or make changes to your elections. Benefits are
active on your 61st day of employment and end on the last day worked at midnight.
Dependents Covered
If you choose to enroll in Go Financial’s benefits,
you may also enroll your eligible dependents which include:
Legal spouses
Common-law spouses (TX only)
Domestic partners (same sex only)
Children & Stepchildren
Medical for up to age 26 and dental/vision for ages 19 to
25 (if enrolled as a full-time student.)
If you have questions on dependent eligibility, please contact
the Benefits Department or see the SUMMARY PLAN
DESCRIPTIONS posted on our website.
What Is A Life Status Change?
Marriage or divorce
Birth or adoption of a child
Death of spouse/domestic partner or dependent
Gain or loss of coverage
Change in employment status
Change in dependent eligibility
Any changes you make as a result of a qualified status
change must be submitted in writing to the Benefits
Department within 31 days of the qualifying event.
The LIFE STATUS CHANGE FORM can be found on our
website. If you miss this enrollment window, you will have to
wait until the next annual Open Enrollment to make benefit
changes.
GO FINANCIAL Benefits Owner’s Manual 2015
Verifying Dependent Eligibility
Go Financial conducts dependent eligibility verification for
all employees who cover dependents on their benefits (this
includes medical, dental and vision). You are required to
provide documentation supporting the eligibility of each of
your covered dependents.
If you do not provide proof of dependent eligibility for your
dependent(s):
They wIll not be eligible for medical, dental and/
or vision coverage and will be removed on your
benefits start date.
They will not be eligible for COBRA.
Enrolling an ineligible dependent on your plan is
an integrity issue and could result in termination
of your employment.
It is your responsibility to ensure your dependents meet, and
continue to meet, the requirements for eligible dependents
under the Go Financial Health Plan.
In order to cover dependents on your benefits, you must fax
documentation to the Benefits Department verifying your
dependents’ eligibility before your benefits start date (your
benefits begin on your 61st day of employment). Please fax
your dependent’s information in to 888-505-7130. If not
received, we will not process any benefit elections for your
dependents.
For a complete listing of acceptable documents for
dependent eligibility verification, see the benefits website at
http:// wwwdrivetimebenefits.com.
Benefits Eligibility
2
NEW HIRE BENEFITS OVERVIEW
Welcome: Here’s How To Get Started
Welcome to Go Financial! Please make sure to complete each of the steps to ensure your
enrollment in our Benefits. If you have any problems completing any of the steps, make sure
to contact us via email and we will be glad to assist you.
STEP 1 BENEFITS NEW HIRE ORIENTATION
2 Weeks
This step is simply a training overview which can be using our EVO training
site found on the DASH Home Page.
STEP 2 ENROLLING IN BENEFITS
30 Days
Logon to the ADP Portal online at www.portal.adp.com.
From there, elect your benefits (including adding dependents, at least one
beneficiary for life insurance, etc.). Then be sure to hit “confirm” to submit.
STEP 3 D EPENDENT PAPERWORK
60 Days
If you selected dependents when you enrolled, you must submit allrequired
documentation to prove their eligibility. Refer to page 1 of this document or
the benefits website for instructions.
STEP 4 BENEFITS TAKE EFFECT
61st Day
If you elected medical coverage, you will receive your insurance card for
United Healthcare in the mail. Please note, there is no card issued or
dental or vision.
STEP 5 BIOMETRIC TESTING / ANNUAL PHYSICAL
120 Days
If you elected medical coverage you must complete the Biometric Testing
and Annual Physical Forms with your doctor (can be done all at once). Refer
to page 5 for instructions.
STEP 6 PERSONAL HEALTH PROFILE (PHP)
If you elected medical coverage you must complete the PHP at www.
healthadvocate.com. Refer to page 6 for additional instructions.
3
New Hire Benefits Overview
GO FINANCIAL Benefits Owner’s Manual 2015
NEW HIRE BENEFITS CHECKLIST
Your Hire Date:
/
Use your hire date to add your specific deadlines to each checkist item below.
It’s very important that these items are completed on time for your benefits to take effect!
STEP 1
BENEFITS NEW HIRE ORIENTATION
Due 2 weeks after your Hire Date
Your Deadline:
STEP 2
Due 30 days after your Hire Date
/
+ 60
days
/
BENEFITS TAKE EFFECT
Active on 61st day after Hire Date
/
+ 61
days
/
BIOMETRIC TESTING & ANNUAL PHYSICAL
Due 60 days after benefits take effect
Your Deadline:
STEP 6
/
Due 60 days after your Hire Date
Your Deadline:
STEP 5
/
/
/
PERSONAL HEALTH PROFILE (PHP)
Due 60 days after benefits take effect
Your Deadline:
GO FINANCIAL Benefits Owner’s Manual 2015
/
/
+ 14
days
+ 30
days
DEPENDENT PAPERWORK
Your Deadline:
STEP 4
/
EROLLING IN BENEFITS
Your Deadline:
STEP 3
/
/
+120
days
+120
days
New Hire Benefits Checklist
4
YOUR WELLNESS PLAN
Wellness Requirements
This confidential program is designed to help Go Financial employees, including spouse/domestic
partner (if enrolled) identify health risk factors before they become serious health problems.
Participation requires you and your spouse/partner (if enrolled) to complete the following steps.
Your premium discount is based on meeting the Wellness Tier requirements.
Your par ticipation in this program is required to maintain medical coverage.
BIOMETRIC CATEGORY
Blood Sugar (Glucose)
GO 2015 REQUIREMENT
Glycohemoglobin A I c test:
6.2% or less
Boday Mass Index (BMI)
Less than 29.9 kg/m2
Cholesterol
200 mm/dl or less or
Total/HDL 4.0 or less
Blood Pressure (BP)
139/89 m/Hg or less
What are the Wellness Tiers?
There are four biometric measures Go Financial employees
who are participating in the Wellness Plan will need to
become familiar with.
Your premium discount will be determined by meeting
or being exempted from the biometric requirements for
Wellness. The chart on the right shows you the health risk
factors that will need to be tested to determine which tier
you fall within. Below you can see based on which factors are
met and/or not met how your tier is determined.
WELLNESS TIER 1
WELLNESS TIER 2
Meets or is exempt from
all 4 biometric measures
GOLD DISCOUNT
WELLNESS TIER 3
Meets or is exempt from
2-3 biometric measures
SILVER DISCOUNT
Meets or is exempt from 0-1
biometric measures
(Or Tobacco User)
BRONZE DISCOUNT
Wellness Steps
Step 1: Biometric Testing & Annual Physical
Complete your biometric testing and annual physical and
submit your Wellness Form to Health Advocate. New Hires
have 60 days after the benefits effective date.
We highly recommend completing Wellness Step 1 before
attempting the PHP.
5
Your Wellness Plan
Step 2: Personal Health Profile (PHP)
All employees must complete the PHP within 60 days of the
benefits effective date to maintain medical coverage.
If your spouse/domestic partner is covered, they will also
need to complete the PHP using the employee’s ID number.
Go to www.HealthAdvocate.com and register with our
company password: drivetime
GO FINANCIAL Benefits Owner’s Manual 2015
YOUR WELLNESS RESOURCES
Below are resources listed to help you maintain your health and wellness,
or begin your journey of wellness today!
You and your family have access to a full range of emotional health services
through an employee assistance program (EAP) and mental health and
substance abuse (MHSA) benefits.
Optum Behavioral Health
800.788.5614
Now you have someone to turn to for FREE, 24 hours a day, to assist you in
evaluating a medical situation or health condition.
Care24 Services
888.887.4114
The Healthy Pregnancy Program provides health assessments, customized
educational materials, and maternity nurse support throughout your pregnancy.
Healthy Pregnancy Program
888.246.7389
Call the Cancer Resource Center to speak with nurses who specialize in cancer
treatment and can help you understand your cancer diagnosis or seek treatment.
Cancer Resource Center
800.842.5658
Prescription drug coverage is included with the Go Financial Medical Plan. Optum
Rx has a mail order pharmacy that will fill a 90 day supply of your prescription for
the price of a 60 day supply! For more information, log onto www.myuhc.com
Prescription Drug
877.842.6048
If you ever feel sick and cannot meet with your primary healthcare provider, call
Teladoc. Available 24/7/365 for no charge to employees and dependents covered
on the medical plan.
Teladoc
800.835.2362
Need Help Supporting Your Healthy Lifestyle?
Wellness Grants are offered throughout the year for
employees who are participating in the Wellness Plan.
You can receive up to $100 annually for purchasing items
related to health and wellness such as: gym membership,
personal trainer, running shoes, fitness trackers, exercise
equipment, etc.
Tobacco Cessation Programs:
1. UHC Online Wellness Coach - If you have medical
coverage with Go Financial, you have access to United
Healthcare’s Online Wellness Coach who can help you
quit smoking and help you with many other health related
issues. To access this program, log on to myuhc.com, click
‘Health&Wellness’ tab.
3. Go Financial Quit Tobacco Reimbursement Program Any employee (even if you are not enrolled in our medical
benefits) can submit receipts for reimbursement.
GO FINANCIAL Benefits Owner’s Manual 2015
Your Wellness Resources 6
MEDICAL COVERAGE - OVERVIEW
Choosing Your Medical Plan
You have two medical plans to choose from for your health insurance.
Need help choosing the right health insurance for you and/or your family?
Call Health Advocate for assistance: (855) 424 - 6400
THE TRADITIONAL PLAN
Compare
Plan Details
THE LIBERTY PLAN
Preferred Provider Organization (PPO) and comes
with co-pays for of f ice visits and prescriptions.
High Deductible Health Plan and comes with an option to
save tax-deferred money in a Health Savings Account (HSA).
Deductible
$750 Individual / $1,500 Family
$1,300 Individual / $2,600 Family
Co-Pay
$30 Primary / $50 Specialist / $75 Urgent Care
Use Health Savings Account (HSA). You pay 100% up
to your annual deductible; then 80/20 coinsurance
to Out-of-Pocket maximum.
$200 co-pay (In-patient) + deductible
+ 80/20 coinsurance
Use Health Savings Account (HSA). You pay 100% up
to your annual deductible; then 80/20 coinsurance
to Out-of-Pocket maximum.
Hospital
Co-pay
Use Health Savings Account (HSA). You pay 100% up
to your annual deductible; then 80/20 coinsurance
to Out-of-Pocket maximum.
Emergency
Room
$250 Co-pay
Prescriptions*
Co-pays apply $10 / $35 / $60 / $100
Co-pays apply $10 / $35 / $60
after the deductible is met
$3,000 Individual / $6,000 Family
$2,600 Individual / $5,200 Family
(includes the deductible)
(includes the deductible)
Preventative
Care
100% covered
100% covered
Dependent
Eligibility
UP to age 26
UP to age 26
Lifetime Max
Unlimited
Unlimited
Out-Of-Pocket
PRESCRIPTION DRUG BENEFIT
Retail
Mail Order
(90 days) (30 days)
TIER 1
7
TIER 2
TIER 3
TIER 4
$10 co-pay
$35 co-pay
$60 co-pay
$100 co-pay
$25 co-pay
$87.50 co-pay
$150 co-pay
$250 co-pay
United Healthcare (UHC)
800.842.5658 | www.myuhc.com
* Injectable Drugs are 10% for both Retail and Mail order.
Medical Coverage - Overview
GO FINANCIAL Benefits Owner’s Manual 2015
MEDICAL COVERAGE - RATES
Compare
Rates
THE TRADITIONAL PLAN
THE LIBERTY PLAN
FULL-TIME
PART-TIME
FULL-TIME
PART-TIME
Employee
$29.00
$148.24
$24.65
$137.34
Employee + Spouse
$102.00
$350.88
$86.70
$325.08
WELLNESS 1
Employee + Child(ren)
$78.00
$262.48
$66.30
$243.18
Employee + Family
$131.00
$440.64
$111.35
$408.24
Employee
$39.01
$168.60
$35.11
$153.94
Employee + Spouse
$116.28
$367.65
$104.65
$338.24
WELLNESS 2
Employee + Child(ren)
$88.92
$275.03
$80.03
$253.02
Employee + Family
$149.34
$461.70
$134.40
$424.76
WELLNESS 3
Employee
$56.64
$188.37
$49.25
$169.53
Employee + Spouse
$183.87
$400.14
$161.29
$360.12
Employee + Child(ren)
$141.59
$301.11
$123.12
$271.00
Employee + Family
$236.45
$503.56
$205.61
$453.20
Flexible Savings Account Vs. Health Savings Account
The Liber ty Plan comes with a Health Savings Account (HSA) to allow you to save money for your
health care expenses. Go Financial will match the amount (up to $250 Individual/$500 Family).
Your contribution is funded bi-weekly (through payroll deductions), but Go Financial’s match is
fully-funded into your account at the beginning of the year.
FLEXIBLE SAVINGS ACCOUNT
HEALTH SAVINGS ACCOUNT
Maximum Election:
$2,500
Maximum Election:
$3,350 Individual / $6,650 Family
Does NOT Rollover
Rolls over to next year
GO Financial Does NOT Match
GO matches $250 (indv.) / $500 (family)
Total election available on first pay date
Employee contributions funded on pay dates
Pre-tax deduction
Pre-tax deduction
Provide receipts to Discovery Benefits and
keep in case of audit
Keep receipts in case of audit
GO FINANCIAL Benefits Owner’s Manual 2015
Medical Coverage - Rates
8
DENTAL PLAN
Dental Coverage & Premiums
For a healthy smile, Go Financial of fers dental coverage through MetLife.
The High and Low Plans allow you to see any licensed dentist; however, you
will save money by selecting an in-network MetLife dentist.
DENTAL
PREMIUMS
PART-TIME
FULL-TIME
High Plan
Low Plan
High Plan
Low Plan
Employee
$5.25
$4.40
$8.42
$6.51
Employee + Spouse
$13.79
$11.08
$19.07
$14.25
Employee + Child(ren)
$15.09
$11.22
$21.42
$15.44
Employee + Family
$25.06
$18.31
$34.56
$25.70
DENTAL
BENEFITS
Classic High
(In and Out of Network)
Value Low *
(In-Network)
Value Low *
(Non-Network)
Deductilbe
Individual - $50 / Family - $150
Individual - $50 / Family - $150
Individual - $75 / Family - $225
Diagnostic &
Preventive Care
Plan Pays 100%
(No Deductible)
Plan Pays 100%
(No Deductible)
Plan Pays 80%
(Deductible Applies)
Basic Services
Plan Pays 80%
Plan Pays 80%
Plan Pays 60%
Major Services
Plan Pays 50%
Plan Pays 50%
Plan Pays 40%
Orthodontic
Services
Plan Pays 50% to Max
(Children Only)
Plan Pays 50% to Max
(Children Only)
Plan Pays 50% to Max
(Children Only)
Max Annual
(Per Enrollee)
$1500
$750
*Mississippi, Texas and Georgia have legal restrictions that require that the coverage for in- and out-of-network be the same.
The benefit is 80% for diagnostic and preventative, 60% for basic services, and 40% for major services. Maximum annual benefit is $1500.
The MetLife group number is:
5921244
9
Dental
MetLife
800.942.0854 www.metlife.com/dental
GO FINANCIAL Benefits Owner’s Manual 2015
VISION PLAN
Vision Coverage & Premiums
To help maintain your vision, Go Financial of fers vision coverage through VSP.
The plan allows you to see any eye doctor; however, you will save money by
selecting an in-network VSP physician.
VISION
BENEFITS
VISION
PREMIUMS
FULL & PART TIME
Employee
$3.19
Employee + Spouse
$5.11
Employee + Child(ren)
$5.22
Employee + Family
$8.41
In-Network
Out of Network
Frequency
Comprehensive
Exam
$15 Co-Pay
$15 Co-Pay - Limit of $35
12 months
Single Vision
Lenses
$15 Co-Pay
$15 Co-Pay - Limit of $25
12 months
Frames
$120 Allowance + 20% Discount
$15 Co-Pay - Limit of $45
24 months
Laser Correction
20% Discount
Contacts
N/A
Varies - Visit www.vsp.com
Vision Service Plan
800.877.7195 | www.vsp.com
GO FINANCIAL Benefits Owner’s Manual 2015
The VSP group number is:
30051180
Vision 10
DISABILITY & LIFE INSURANCE
Your Beneficiaries: Life Insurance
Go Financial provides basic Life Insurance for all Go Financial employees at no cost to you!
Even if you do not enroll in any benefits with us, you are still provided the coverage.
It is very important for you to make your beneficiary elections via ADP Self Service and
add the names of the people or organizations for your wishes to be honored.
We encourage all Go Financial employees to elect primary and secondary beneficiaries.
LIFE INSURANCE
SUPPLEMENTAL LIFE INSURANCE
1x Annual Salar y to $50,000 maximum
5x Annual Salar y up to $500,000
A free policy for ALL employees
Maximum taken in increments of $10,000
DEPENDENT LIFE INSURANCE
Coverage Up to $10,000
May elect coverage in $2,000 increments
Guaranteed Issue: $10,000
(children age 6 months - 26 years old)
Guaranteed Issue at First Enrollment Without
Need for Evidence of Insurability: $150,000
SPOUSE LIFE INSURANCE
Coverage is available up to $250,000
May elect coverage in $5,000 increments
Spouse Guaranteed Issue: $30,000
* You must elect coverage on yourself to enroll in
spouse coverage. Cannot exceed your own amount
DISABILITY
Short-Term
60% of salar y up to a max of
$1,385 per week
14 -day waiting period
before payment begins
11 Disability & Life Insureance
Long-Term
60% of salar y to a max of
$6,0 0 0 per month
Option 1: To Social Security
Normal Retirement A ge
(SSNR A; normally age 65)
United Healthcare (UHC)
866.293.1794
w w w.myuhcspecialtybenef its.com
GO FINANCIAL Benefits Owner’s Manual 2015
RETIREMENT
Your Financial Future: 401k
Financial reward doesn’t just happen, it takes years of planning to build a foundation
that allows you to enjoy a good life during retirement. It also takes a commitment to
saving money now during your active-working years.
Go Financial offers a 401(k) Retirement Savings Plan. Your contributions are deposited
into your account before you pay taxes, saving you money.
•
Go Financial will match 40 cents on every dollar for the first 6% of your salary you contribute.
•
You may increase, decrease, or stop your contributions through Fidelity’s website.
•
You always have complete ownership of your contributions and investment earnings.
•
If you leave Go Financial, your contributions and interest go with you as well as your vested employer match.
Years of
Service
Percentage of Match Vested
Less Than 1 Year
0%
1 Year
20%
2 Year
40%
3 Year
60%
4 Year
80%
5 + Years
100%
Fidelity
80 0.890.4015 | w w w.401k.com
GO FINANCIAL Benefits Owner’s Manual 2015
Retirement
12
PAID TIME OFF / TUITION ASSISTANCE
PTO and Holidays
We have a competitive PTO program, designed with your well-being in mind. PTO can be used for
vacation, illness, injury and/or personal business. You will begin to accrue PTO upon your date of hire.
PTO may be taken as soon as it is accrued, subject to approval by your supervisor. The PTO accrual
rate for an employee is based on the length of employment with the rates being adjusted on the
anniversary of the employee’s date of hire.
Non-California Employees
Length of
Service
Classification
California Employees
Paid Days
Per Year
Sick
Hours
Vacation
Hours Per
Year
Less than 1 year
Hourly / Sales
11
44
44
Less than 1 year
Salaried
16
44
84
1-3 Years
All Employees
17
44
92
3-5 Years
All Employees
20
44
116
+5 Years
All Employees
24
44
148
Holidays Off
Employees are offered time off or holiday pay for the following days:
New Year’s Day
Labor Day
Memorial Day
Thanksgiving Day
Independence Day
Christmas Day
Annual PTO is “Use-It-or-Lose-It”
Take the time you accrue for your sick
days or to relax, refresh and recharge.
You cannot rollover your PTO into
following year (except CA vacation).
Tuition Reimbursement
We encourage you to improve your performance and professional development. All regular full- and part-time
employees who have completed 60 days of continuous service are eligible for assistance with tuition costs.
The maximum reimbursement of tuition and registration fees will be up to $5,250 per calendar year for a full-time
employee and $3,150 for a part-time employee according to the following scale:
Grade
Pass
13
Community College
University
100% (Pass/Fail Classes)
100% (Pass/Fail Classes)
A
100%
100%
B
100%
100%
C
100%
80%
Paid Time Off / Tutition Assistance
GO FINANCIAL Benefits Owner’s Manual 2015
LEAVE PROCESS
Different Types of Leave
There are three different types of FMLA: continuous, intermittent and military. Generally, FMLA
is 12 weeks or 480 hours of “job protection” with no pay*. We handle Family Medical Leave Act
(FMLA), Personal Leaves of Absence (PLOA) and also Americans with Disabilities (ADA) requests. If an
employee has Short-Term Disability (STD)/ Long-Term Disability (LTD), it may cover 60% of pay after
14 days of their leave of absence.
* FMLA, PLOA, and Military Leaves are unpaid. Employees will be required to use up to 40 hours of accrued PTO if
available, which will run concurrent with their leave time. Employees may not use negative PTO when on a leave.
Leave of Absences
Eligiblilty
Continuous
FMLA
Employed for at least 12
months/ 1,250 hours.
Employee may take up to 12 weeks per
rolling 12 months.
Birth of a child
Intermittent
FMLA
Employed for at least 12
months/ 1,250 hours.
Employee may take up to 480 hours of unpaid
FMLA time in 15 minute increments.
Migraines; employee is
in and out of work
Employed full-time for at
least 6 consecutive months.
Can take 6 weeks of leave with approval from a
regional- level manager.
Personal issues
Americans with
Disabilities Act (ADA)
All Employees
Substantially limits normal life functions like
walking, talking, breathing and thinking.
Military
Leave
All Employees
Employees may take leave for the duration of
military training. Spouses and family members
of service members are eligible for leave under
FMLA as well.
Personal Leave of
Absence (PLOA)
Definition
Examples
Employee needs time beyond
FMLA for depression
Military
training
Please note: FMLA at Go Financial runs on a rolling calendar schedule; meaning if you start leave in February of 2014, you have 12
weeks until February 2015.
How Do I request for a Leave of Absence?
Email [email protected] to request leave.
We will need to know:
The reason for the leave (Your own or family
member’s health condition, birth of a child, etc.)
The first anticipated day of absence, or whether
the request is for intermittent leave.
If the leave is due to a work-related injury.
Returning to Work
When you return from leave, you will need
to provide a doctor’s release to return to
work if your leave was due to your own
health condition. This is separate from the
leave certification and can be written on a
prescription pad.
The release must be faxed to Leave Department
at (866) 665-7197.
You will not be able to return to work without
the release.
The Leave department will notify you if you are eligible for
leave and will send you the certification packet.
If you believe you may be eligible for a leave or have any questions about
whether you should request a leave, you can review the Employee Handbook or
email the Leave Department: [email protected].
GO FINANCIAL Benefits Owner’s Manual 2015
Leave Process
14
ENROLLING IN BENEFITS
How To Enroll In Your Benefits
All enrollments or changes to your benefits are completed online in ADP Self-Service.
All new hires have 30 days from their hire date to enroll in benefits. Follow the steps below
to start the enorllment process. If you have trouble logging in to Self-Service, please view the
instructions on the benefits website: www.DriveTimebenefits.com
Login to ADP Self-Service (from work or home):
http://portal.adp.com/public/index.htm
STEP 1
•
Login by clicking on “User Login”.
•
If your name is Joseph Smith it should
look like: JSmith@DriveTimeP
•
If you do not know your password,
click on the last red bullet “Forgot your
password.”
STEP 2
•
After you login, you will land on the
ADP Home Page.
•
As it is shown to the left, click on
“Benefits” from the menu bar and a
drop-down will show up.
•
Click on “Health & Welfare” to access
your benefits information.
STEP 3
•
Click on “Myself” from the top menu
bar to start the enrollment process.
•
Then select “Enrollments.”
15 Enrolling In Benefits
ADP Login Window
ADP Home Page
ADP Menu For Enrollment
GO FINANCIAL Benefits Owner’s Manual 2015
ENROLLING IN BENEFITS
STEP 4
•
DEPENDANTS
Add/update your dependents
information by clicking on
“manage dependents.”
STEP 5
•
BENEFITS LINKS
AClick on each link if you wish
to enroll in the benefit.
STEP 6
CONFIRMATION
•
Make sure to click on “Confirm Elections” after you finish reviewing all of your benefits.
•
If you do not click on “Confirm Elections,” your updates will not be effective, which will result in no coverage.
Note: as a new hire, you have 30 days from your date of hire to enroll in
your benefits. Benefits are effective on your 61st day of employment.
BENEFITS
www.DriveTimebenefits.com
Email: [email protected]
GO FINANCIAL Benefits Owner’s Manual 2015
Enrolling In Benefits 16
CONTACT INFORMATION
Contact
Contact Information
Website
Outlook: “RM-Benefits Service Request”
Email: [email protected]
www.DriveTimebenefits.com
(800) 842-5658
Nurse Line: (800) 846-4678
www.myuhc.com
Prescriptions:
Optum Rx
(800) 842-5658
www.myuhc.com
click “manage my prescriptions”
Health Savings Account:
Optum Health
(800) 791-9361
General Information:
DriveTime Benefits Department
Medical Plans:
United Healthcare
Group Number: 903143
Flexible Spending Accounts:
Discovery Benefits
(866) 451-3399
www.discoverybenefits.com
Dental Plans:
MetLife
Group Number: 5921244
(800) 942-0854
www.metlife.com/dental
Vision:
Vision Service Plan (VSP)
Group Number: 30051180
(800) 877-7195
www.vsp.com
Retirement Savings:
Fidelity
Group Number: 83096
Life Insurance & Disability Plan:
United Healthcare
Group Number: 303978
Wellness Program:
United Healthcare
Employee Assistance Program
(EAP):
Optum Behavorial Health
Teladoc
Leave: (FMLA, PLOA)
DriveTime Benefits Department
17
www.optumhealthbank.com
Contact Information
English: (800) 890-4015
Spanish: (800) 587-5282
www.401k.com
(866) 293-1794
www.myuhcspecialtybenefits.com
(800) 842-5658
www.myuhc.com
www.liveandworkwell.com
(800) 788-5614
Access Code: 5026
www.teladoc.com
(800) 835-2362
Email: [email protected]
Fax: (866) 665-7197
www.DriveTimebenefits.com
GO FINANCIAL Benefits Owner’s Manual 2015
TERMS GLOSSARY
COBRA:
Under certain circumstances, you (or your covered dependent) may continue health care coverage when it would
otherwise end through the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) coverage. Please contact
the Benefits Department for additional materials and refer to the summary plan description regarding termination
coverage.
Coinsurance:
Coinsurance is similar to copayment, except it’s a percentage of costs you pay. For instance, you may pay 20% of the
cost of a $100 medical bill. So you would pay $20 and the health plan would pay the rest.
Co-payment:
A copayment is a fixed amount you’ll pay for a medical service after you’ve met your deductible. For example, after
meeting your deductible you may pay $25 for a visit to the doctor’s office that would cost $150 if you didn’t have
coverage. The health plan pays the rest.
Cost- Sharing:
Arrangements such as deductibles, co-payments, (or co-insurance) where you pay some of the cost of your health care
and the company pays a portion of your health care.
Deductible:
If you need medical care, a deductible is the amount you pay for care before the insurance company starts to pay its
share. Once you meet your deductible, your insurance company begins to cover some costs of your care. Many plans
provide preventive services, and sometimes other care, before you’ve met your deductible.
Explanation of Benefits: The statement sent to you and your physician listing services received, amount billed and any payments made.
Flexible Spending
Account:
You can use to pay for copayments, deductibles, some drugs and other health care costs. FSAs are limited to $2500 per
year. A Flexible Spending Account is a special account you put money into that you use to pay for certain out-of-pocket
health care costs. You don’t have to pay taxes on this money. This means you’ll save an amount equal to the taxes you
would have paid on the money you set aside
In- Network:
A system of contracted physicians, hospitals and other health care professionals that provide health care to enrollees at
lower rates, negotiated by insurance carriers.
No yearly or
lifetime limits:
Health plans can’t put dollar limits on how much they will spend each year or over your lifetime to cover essential
health benefits. After you’ve reached your out-of-pocket maximum, your insurance company must pay for all of your
covered medical care with no limit.
Out- of- Network:
Coverage for treatment obtained from non-participating physicians or other health care professionals. With an out- ofnetwork physician, there are no network discounts and you will have more out- of- pocket expenses when compared to
going to an in-network physician.
Out-of-pocket
maximum:
This is the total amount you’ll have to pay if you get sick. For example, if your plan has a $3000 out-of-pocket maximum,
once you pay $3000 in deductibles, coinsurance, and copayments the plan will pay for any covered care above that
amount for the rest of the year.
Premium:
Preventive Care:
A premium is a fixed amount you pay to your insurance plan, usually every month. You pay this even if you don’t use
medical care that month.
Covers a set of preventive services like shots and screening tests at no cost to you.
Privacy Rights Under Health HIPAA includes provisions that protect the privacy of health participants. These provisions, which went into effect April
Insurance Portability and of 2003, govern how covered entities such as health insurance companies and the plan sponsor must handle protected
Accountability Act (HIPAA): health information.. The company distributes HIPAA Privacy Notices, in accordance with Federal Regulations. If you
need to obtain a copy of the HIPAA Privacy Notice, please contact Human Resources Benefits Department.
GO FINANCIAL Benefits Owner’s Manual 2015
Terms Glossary 18