2021-22 Alamo Heights ISD Benefit Guide by FBS

ALAMO HEIGHTS ISD

BENEFIT GUIDE EFFECTIVE: 09/01/2021 - 8/31/2022 WWW.MYBENEFITSHUB.COM/ALAMOHEIGHTSISD 1

Table of Contents How to Enroll Disclaimers Rate Sheets Annual Benefit Enrollment 1. Benefit Updates 2. Section 125 Cafeteria Plan Guidelines 3. Annual Enrollment 4. Eligibility Requirements 5. Helpful Definitions 6. Health Savings Account (HSA) vs. Flexible Spending Account (FSA) Medical Telehealth Medical Supplement Dental Vision Disability Cancer Accident Critical Illness Flexible Spending Account (FSA) Health Spending Account (HSA) Life and AD&D Medical Transport Hospital Indemnity Individual Life Employee Assistance Program (EAP) 2

3 4 5-13 14-19 14 15 16 17 18

FLIP TO... PG. 3

HOW TO ENROLL

PG. 14

SUMMARY PAGES

PG. 20

YOUR BENEFITS

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Text “FBS AHISD” to (800) 583-6908 OR SCAN

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Disclaimers

HOW TO ENROLL

Enrollment Guide General Disclaimer This summary of benefits for employees is meant only as a brief description of some of the programs for which employees may be eligible. This summary does not include specific plan details. You must refer to the specific plan documentation for specific plan details such as coverage expenses, limitations, exclusions, and other plan terms, which can be found at Alamo Heights ISD Benefits Website. This summary does not replace or amend the underlying plan documentation. In the event of a discrepancy between this summary and the plan documentation, the plan documentation governs. All plans and benefits described in this summary may be discontinued, increased, decreased, or altered at any time with or without notice.

Rate Sheet General Disclaimer The rate information provided in this guide is subject to change at any time by your employer and/or the plan provider. The rate information included herein, does not guarantee coverage or change or otherwise interpret the terms of the specific plan documentation, available at Alamo Heights ISD Benefits Website, which may include additional exclusions and limitations and may require an application for coverage to determine eligibility for the health benefit plan. To the extent the information provided in this summary is inconsistent with the specific plan documentation, the provisions of the specific plan documentation will govern in all cases.

2021-2022 RATES

Rate Sheet TRS Medical Monthly Premium

District Contribution

Employee Cost

TRS ActiveCare HD Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

$429.00

$373.00

$56.00

$1,209.00

$393.00

$816.00

$772.00

$393.00

$379.00

$1,445.00

$403.00

$1,042.00

$417.00

$373.00

$44.00

$1,176.00

$393.00

$783.00

$751.00

$393.00

$358.00

$1,405.00

$403.00

$1,002.00

TRS ActiveCare Primary Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

TRS ActiveCare Primary+

Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

$542.00

$373.00

$169.00

$1,334.00

$393.00

$941.00

$879.00

$393.00

$486.00

$1,675.00

$403.00

$1,272.00

TRS ActiveCare 2 Employee Only

$1,013.00

$373.00

$640.00

Employee & Spouse

$2,402.00

$393.00

$2,009.00

Employee & Child(ren)

$1,507.00

$393.00

$1,114.00

Employee & Family

$2,841.00

$403.00

$2,438.00

TSHBP - HD Plan Employee Only

$348.00

$343.00

$5.00

Employee & Spouse

$965.00

$350.00

$615.00

Employee & Child(ren)

$681.00

$350.00

$331.00

$1,273.00

$375.00

$898.00

$391.00

$343.00

$48.00

$1,098.00

$350.00

$748.00

$752.00

$350.00

$402.00

$1,467.00

$375.00

$1,092.00

Employee & Family

TSHBP - CoPay Plan Employee Only Employee & Spouse Employee & Child(ren)

Employee & Family

FSA Maximum Contribution

HSA Maximum Contribution

Healthcare

$2,750

Individual

$3,600

Dependent Care

$5,000

Family

$7,200 5

2021-2022 RATES

Rate Sheet Dental High PPO $39.99 $84.83 $128.44

Employee Only Employee + 1 Employee + Family

Vision Low PPO $28.46 $59.33 $91.47

Hospital Indemnity Low Plan Mid Plan Employee Only $9.02 $15.99 Employee and Spouse $17.14 $30.32 Employee and Child(ren) $16.97 $29.89 Employee and Family $26.40 $46.52

Employee Only Employee and Spouse Employee and Child(ren) Employee and Family

Bronze

High Plan $27.87 $52.75 $51.67 $80.50

Cancer Low Low +ICU $18.38 $21.00 $37.60 $43.05 $24.43 $28.60 $43.66 $50.66

Employee Only

$9.25

Employee + 1

$15.75

Employee + Family

$20.10

Telehealth Employee and Family

$10.00

Emergency Transportation Employee and Family

High $23.87 $48.84 $31.25 $56.23

$9.00

High +ICU $28.91 $59.32 $39.27 $69.69

Critical Illness $5,000.00 $10,000.00 $15,000.00 $20,000.00 $2.71 $3.90 $5.09 $6.28 $3.62 $5.71 $7.81 $9.90 $4.85 $8.17 $11.50 $14.82 $7.82 $14.11 $20.41 $26.70 $18.92 $36.31 $53.71 $71.10

Age 18-29 30-39 40-49 50-59 60+

Employee Only Employee and Spouse Employee and Child(ren) Employee and Family

DHMO $16.63 $32.93 $58.58

$9.40 $16.82 $17.46 $24.89

Accident Bronze Silver with Rider $12.69 $18.80 $23.39 $33.64 $24.82 $34.92 $35.53 $49.78

Silver with Rider $22.09 $40.21 $42.28 $60.42

Gold $28.20 $50.46 $52.38 $74.67

Gold with Rider $31.49 $57.03 $59.74 $85.31

2021-2022 RATES

Rate Sheet Medical Supplement—Gap Plan $1,000 Hospital Confinement Plan

Under Age 40

Ages 40-49

Ages 50 and Above

Employee only

$22.62

$28.69

$60.75

Employee and Spouse

$40.72

$51.57

$109.33

Employee and Child(ren)

$54.71

$56.98

$103.90

Employee and Family

$72.78

$79.92

$152.42

Under Age 40

Ages 40-49

Ages 50 and Above

Employee only

$47.72

$60.36

$123.55

Employee and Spouse

$85.90

$108.65

$222.32

Employee and Child(ren)

$116.07

$120.62

$215.39

Employee and Family

$154.20

$168.85

$314.11

$4,000 Hospital Confinement Plan

Voluntary Life and AD&D Employee Spouse Employee Age Coverage per Coverage per $5,000 $10,000

<24

$2.10

$0.90

25-29

$2.10

$0.90

30-34

$2.10

$0.90

35-39

$2.10

$0.90

40-44

$2.10

$0.90

45-49

$2.10

$0.90

50-54

$2.10

$0.90

55-59

$2.10

$0.90

60-64

$2.10

$0.90

65-69

$6.30

$0.90

70-74

$15.30

75+

$15.30

Children Voluntary Life and AD&D $5,000

$1.00

$10,000

$2.00

Long Term Disability (per $200 in coverage) Elimination Period Premium

Select

0/3

$8.98

$8.70

14/14

$6.86

$6.60

30/30

$6.02

$5.76

60/60

$3.28

$2.66

90/90

$2.46

$2.02

Texas Schools Health Benefits Plan—HD Plan Plan Plan Summary TSHBP HD Plan Plan Features

HOW DOES TSHBP COMPARE TO TRS? Our unique embedded deductible health plans offer members lower out-of -pocket maximums, bringing substantial savings without sacrificing care or quality.

Network Plan Deductible Feature Individual/Family Deductible Individual/Family Maximum Out-of- Pocket Health Savings Account (HSA) Eligible Required - Primary Care Provider (PCP)

In-Network Coverage

Out-of-Network Coverage

HealthSmart - National Deductible, then Plan pays 100% $3,000/$9,000

N/A Deductible, then Plan pays 100% $3,500/$9,500

$3,000/$9,000

$3,500/$9,500

Yes

Yes - Deductible, then Plan pays 100%

Yes - $0 copay $30 per consultation Deductible, then Plan pays 100% Deductible, then Plan pays 100%

Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100%

Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100%

Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% In-Network Only In-Network Only In-Network Only

Deductible, then Plan pays 100%

In-Network Only

Deductible, then Plan pays 100%

In-Network Only

Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100% Deductible, then Plan pays 100%

Deductible, then Plan pays 100%* Deductible, then Plan pays 100%* Deductible, then Plan pays 100%* Deductible, then Plan pays 100%* In-Network Only

Required - PCP Referral to Specialist Prescription Drug Benefits

Doctor Visits Preventive Care Virtual Health - Teladoc Primary Care Specialist

Office Services

WHAT ARE CARE COORDINATORS? The Care Coordinators act as a personal concierge for all TSHBP plans and members, and their job is to support the member as their healthcare advocate. Watch the below video to learn more.

Allergy Injections Allergy Serum Chiropractic Services Office Surgery MRI’s, Cat Scans, and Pet Scans Urgent Care Facility

Care Facilities Urgent Care Facility Freestanding Emergency Room Hospital Emergency Room Ambulance Services Outpatient Surgery Hospital Services Surgeon Fees

Maternity and Newborn Services Maternity Charges (prenatal and postnatal care) Routine Newborn Care

Rehabilitation/Therapy

https://tshbp.info/CCVideo

Occupational/Speech/Physical Cardiac Rehabilitation Chemotherapy, Radiation, Dialysis Home Health Care Skilled Nursing

Care Coordinator* The Care Coordinator program must be used to access facility services or no benefits will be available under the Plan. These services include routine colonoscopy and related services; hospital providers for MRIs, Cat Scans, and Pet Scans; hospital providers for outpatient Lab/Radiology Services; Inpatient Hospital Admissions; Outpatient Hospital/Ambulatory Surgical Facility Services; Maternity and Newborn Services; Rehabilitation/Therapy Services; Extended Care Services; and Other Services including durable medical equipment/supplies, orthotics/ prosthetics, facilities for diabetic self-management training, and sleep disorder services. To review the complete plan document and services that require access through the Care Coordinator program, please call 888-803-0081.

Texas Schools Health Benefits Plan—CoPay Plan Plan Summary TSHBP CoPay Plan Plan Features

HOW DOES TSHBP COMPARE TO TRS? Our unique embedded deductible health plans offer members lower out-of -pocket maximums, bringing substantial savings without sacrificing care or quality.

Network Plan Deductible Feature Individual/Family Deductible Individual/Family Maximum Out-of- Pocket Health Savings Account (HSA) Eligible Required - Primary Care Provider (PCP)

In-Network Coverage

Out-of-Network Coverage

HealthSmart - National Copayments, then Plan pays 100% $3,500/$10,500

N/A Copayments, then Plan pays 100% $4,000/$11,000

$3,500/$10,500

$4,000/$11,000

Yes - Copayments, then Plan pays 100%

Yes - $0 copay $0 per consultation $35 copay $35 copay

Yes - $0 copay $0 per consultation $40 copay $40 copay

$5 copay $35 copay $35 copay $110 copay $275 copay $50 copay

$10 copay $40 copay $40 copay $125 copay $325 copay $75 copay

$50 copay $500 copay $500 copay $220 copay $500 copay $500 copay $100 copay

$75 copay $500 copay $500 copay $220 copay In-Network Only In-Network Only In-Network Only

$500 copay

In-Network Only

$250 copay

In-Network Only

$55 copay $110 copay $110 copay $55 copay $500 copay

$65 copay* $125 copay* $125 copay* $75 copay* In-Network Only

Required - PCP Referral to Specialist Prescription Drug Benefits

Doctor Visits Preventive Care Virtual Health - Teladoc Primary Care Specialist

Office Services

Allergy Injections Allergy Serum Chiropractic Services Office Surgery MRI’s, Cat Scans, and Pet Scans Urgent Care Facility

Care Facilities Urgent Care Facility Freestanding Emergency Room Hospital Emergency Room Ambulance Services Outpatient Surgery Hospital Services Surgeon Fees

Maternity and Newborn Services Maternity Charges (prenatal and postnatal care) Routine Newborn Care

Rehabilitation/Therapy

https://tshbp.info/CCVideo

Occupational/Speech/Physical Cardiac Rehabilitation Chemotherapy, Radiation, Dialysis Home Health Care Skilled Nursing

Alamo Heights ISD Medical Rates 2021-22

The rates below are not inclusive of your district’s medical contribuƟon. Please visit your benefit website for more informaƟon regarding your district’s medical contribuƟon amounts.

TRS‐Ac veCare HD

$429

$772

$1,209

$1,445

TRS‐Ac veCare Primary +

$542

$879

$1,334

$1,675

TRS‐Ac veCare Primary

$417

$751

$1,176

$1,405

TSHBP

HD Plan

$348

$661

$965

$1,273

CoPay Plan

$391

$752

$1,098

$1,467

Maximum Out‐of‐Pocket Costs (In-Network) For 2021‐22 Cost for Families

Cost for Individuals $3,000 $3,500

TSHBP CoPay Plan

$9,000 $10,500

$7,000

TRS‐Ac veCare HD

$14,000

$6,900

TRS‐ActiveCare Primary +

$13,800

$8,150

TSHBP HD Plan

TRS‐Ac veCare Primary

$16,300

Texas Schools Health Benefits Cost Examples TRS

PEG IS HAVING A BABY

Deductible

TSHBP

Primary Primary+

Co Pay

$3,000

$2,500

$1,200

$3,000

$3,500

Specialist Coinsurance/Copayment

30%

$70

$35

Hospital Coinsurance/Copayment

30%

20%

$500

Other Coinsurance/Copayment

30%

20%

$250

Total Example Cost

$12,800

Deductibles

$3,000

$2,500

$1,200

$3,000

Copayments

$70

$1,285

Coinsurance

$2,940

$3,000

$2,300

$60

$6,000

$5,630

$3,630

$3,000

$1,285

Limits or Exclusions Total Cost

Compared to TRS-AC HD (savings)

$3,000

Compared to TRS-AC Primary (savings)

$2,345

Compared to TRS-AC Primary + (savings)

$4,345

TOM’S KNEE REPLACEMENT Deductible

TRS HD

TSHBP

Primary Primary+

Co Pay

$3,000

$2,500

$1,200

$3,000

$3,500

Specialist Coinsurance/Copayment

30%

$70

$35

Hospital Coinsurance/Copayment

30%

20%

$500

Other Coinsurance/Copayment

30%

20%

$250

Total Example Cost

$38,000

Deductibles

$3,000

$2,500

$1,200

$3,000

Copayments

$70

$1,385

Coinsurance

$10,500

$10,650

$7,360

$60

$7,000*

$8,150*

$6,900*

$3,000

$1,385

Limits or Exclusions Total Cost

Compared to TRS-AC HD (savings)

$4,000

Compared to TRS-AC Primary (savings)

$6,785

Compared to TRS-AC Primary + (savings)

$5,535

*Out-of-pocket limit

2021-22 TRS-ActiveCare Plan Highlights Sept. 1, 2021 — Aug. 31, 2022 All TRS-ActiveCare participants have three plan options. Each includes a wide range of wellness benefits. TRS-ActiveCare 2 TRS-ActiveCare Primary • Lowest premium of the • • •

Plan summary

• •

Monthly Premiums Employee Only Employee and Spouse Employee and Children Employee and Family

plans Copays for doctor visits before you meet deductible Statewide network PCP referrals required to see specialists Not compatible with a health savings account (HSA) No out-of-network coverage

Total Premium $417 $1,176 $751 $1,405

Your Premium $ $ $ $

(This plan is closed and not accepting new enrollees. If you’re currently enrolled in TRS-ActiveCare 2, you can remain in this plan.)

TRS-ActiveCare Primary+

TRS-ActiveCare HD

• Lower deductible than the HD and

• Compatible with a health savings

• • • • • •

Primary plans Copays for many services and drugs Higher premium than the other plans Statewide network PCP referrals required to see specialists Not compatible with a health savings account (HSA) No out-of-network coverage

Total Premium $542 $1,334 $879 $1,675

account (HSA) • Nationwide network with out-ofnetwork coverage • No requirement for PCPs or referrals • Must meet your deductible before plan pays for non-preventive care

• Closed to new enrollees • Current enrollees can choose to

stay in this plan

• Lower deductible • Copays for many drugs and

services

• Nationwide network with out-of-

network coverage

• No requirement for PCPs or

referrals

Your Premium $ $ $ $

Total Premium $429 $1,209 $772 $1,445

Your Premium $ $ $ $

Total Premium $1,013 $2,402 $1,507 $2,841

Your Premium $ $ $ $

Plan Features Type of Coverage Individual/Family Deductible

In-Network Coverage Only

In-Network

Out-of-Network

In-Network

Out-of-Network

$2,500/$5,000

$1,200/$3,600

$3,000/$6,000

$5,500/$11,000

$1,000/$3,000

$2,000/$6,000

You pay 30% after deductible

You pay 20% after deductible

You pay 30% after deductible

You pay 20% after deductible

$8,150/$16,300

$6,900/$13,800

Statewide Network

You pay 50% after deductible $20,250/ $7,000/$14,000 $40,500 Nationwide Network

You pay 40% after deductible $23,700/ $7,900/$15,800 $47,400 Nationwide Network

Yes

Primary Care

$30 copay

Specialist

$70 copay

$0 per consultation

$50 copay

You pay 30% after deductible

You pay 20% after deductible

You pay 30% after deductible

$0 per consultation

$30 per consultation

Drug Deductible Generics (30-Day Supply/ 90-Day Supply)

Integrated with medical $15/$45 copay; $0 for certain generics

$200 brand deductible

Integrated with medical You pay 20% after deductible; $0 for certain generics

Preferred Brand

You pay 30% after deductible

You pay 25% after deductible

Non-preferred Brand

You pay 50% after deductible

Specialty

You pay 30% after deductible

You pay 20% after deductible

Coinsurance Individual/Family Maximum Out-of-Pocket Network Primary Care Provider (PCP) Required

Doctor Visits

TRS Virtual Health

You pay 30% You pay 50% after deductible after deductible You pay 30% You pay 50% after deductible after deductible $30 per consultation

You pay 40% after deductible You pay 40% $70 copay after deductible $0 per consultation $30 copay

Immediate Care Urgent Care Emergency Care TRS Virtual Health

You pay 30% after deductible

You pay 50% after deductible

You pay 40% after deductible You pay a $250 copay plus 20% after deductible $0 per consultation $50 copay

Prescription Drugs $15/$45 copay

How to Calculate Your Monthly Premium

Wellness Benefits at No Extra Cost

Total Monthly Premium

Being healthy is easy with:

Your District and State Contributions

Your Premium Ask your Benefits Administrator for your district’s premiums.

Things to Know •

•

TRS’s Texas-sized purchasing power creates broad networks without county boundaries. Specialty drug insurance means you’re covered, no matter what life throws at you. 12

• • • • •

$0 preventive care 24/7 customer service One-on-one health coaches Weight loss programs Nutrition programs

$200 brand deductible $20/$45 copay You pay 25% after deductible ($40 min/$80 max)/ You pay 25% after deductible ($105 min/$210 max) You pay 50% after deductible ($100 min/$200 max)/ You pay 50% after deductible ($215 min/$430 max) You pay 20% after deductible ($200 min/$900 max)

• • • •

Ovia® pregnancy support TRS Virtual Health Mental health support And much more!

Available for all plans. See your Benefits Booklet for more details.

2021-22 Health Maintenance Organizations: Premiums for Regional Plans Remember: When you choose an HMO, you’re choosing a regional network. TRS also contracts with HMOs in certain regions of the state to bring participants in those areas another option. Central and North Texas Scott and White Care Plan

Blue Essentials — South Texas HMOSM

Brought to you by TRS-ActiveCare

You can choose this plan if you live in one of these counties: Austin, Bastrop, Bell, Blanco, Bosque, Brazos, Burleson, Burnet, Caldwell, Collin, Coryell, Dallas, Denton, Ellis, Erath, Falls, Freestone, Grimes, Hamilton, Hays, Hill, Hood, Houston, Johnson, Lampasas, Lee, Leon, Limestone, Madison, McLennan, Milam, Mills, Navarro, Robertson, Rockwall, Somervell, Tarrant, Travis, Walker, Waller, Washington, Williamson

Total Monthly Premiums Employee Only

Total Premium

Your Premium

You can choose this plan if you live in one of these counties: Cameron, Hildalgo, Starr, Willacy

Total Premium

Your Premium

Blue Essentials — West Texas HMOSM Brought to you by TRS-ActiveCare You can choose this plan if you live in one of these counties: Andrews, Armstrong, Bailey, Borden, Brewster, Briscoe, Callahan, Carson, Castro, Childress, Cochran, Coke, Coleman, Collingsworth, Comanche, Concho, Cottle, Crane, Crockett, Crosby, Dallam, Dawson, Deaf Smith, Dickens, Donley, Eastland, Ector, Fisher, Floyd, Gaines, Garza, Glasscock, Gray, Hale, Hall, Hansford, Hartley, Haskell, Hemphill, Hockley, Howard, Hutchinson, Irion, Jones, Kent, Kimble, King, Knox, Lamb, Lipscomb, Llano, Loving, Lubbock, Lynn, Martin, Mason, McCulloch, Menard, Midland, Mitchell, Moore, Motley, Nolan, Ochiltree, Oldham, Parmer, Pecos, Potter, Randall, Reagan, Reeves, Roberts, Runnels, San Saba, Schleicher, Scurry, Shackelford, Sherman, Stephens, Sterling, Stonewall, Sutton, Swisher, Taylor, Terry, Throckmorton, Tom Green, Upton, Ward, Wheeler, Winkler, Yoakum

Total Premium

Your Premium

$542.48

$524.00

$596.54

Employee and Spouse

$1,362.70

$1,264.28

$1,443.66

Employee and Children

$872.16

$819.60

$936.18

$1,568.42

$1,345.58

$1,532.74

Employee and Family

Plan Features Type of Coverage

In-Network Coverage Only

$1,150/$3,450

$500/$1,000

$950/$2,850

You pay 20% after deductible

You pay 25% after deductible

$7,450/$14,900

$4,500/$9,000

$7,450/$14,900

Primary Care

$20 copay

$25 copay

$20 copay

Specialist

$70 copay

$60 copay

$70 copay

$50 copay

$75 copay

$50 copay

$500 copay after deductible

You pay 20% after deductible

$500 copay before deductible and 25% after deductible

$200 (excl. generics)

$100

$150

30-day supply/90-day supply

$10/$25 copay

$10/$30 copay

$5/$12.50 copay; $0 for certain generics

You pay 30% after deductible

$40/$120 copay

You pay 30% after deductible

You pay 50% after deductible

$65/$195 copay

You pay 50% after deductible

You pay 20% after deductible

You pay 15%/25% after deductible (preferred/non-preferred)

Individual/Family Deductible Coinsurance Individual/Family Maximum Outof-Pocket

In-Network Coverage Only

Doctor Visits

Immediate Care Urgent Care Emergency Care

Prescription Drugs Drug Deductible Day Supply Generics Preferred Brand Non-preferred Brand Specialty

You pay 15%/25% after deductible (preferred/non-preferred)

trs.texas.gov 13

Annual Benefit Enrollment

SUMMARY PAGES

Benefit Updates - What’s New: TRS-ACTIVECARE - KEY PLAN CHANGES AC Primary This plan still has the lowest monthly costs and copays. Your Primary Care Provider copay is $30 and TRS Virtual Health is $0.

TSHBP CoPay Plan Member pays a co-payment for all services Once deductible is met, plan pays 100% All co-pays apply to the deductible In and Out-of-Network Benefits AC Primary+ This plan still has copays and the lowest deductibles, Preventative Services are paid at 100% maximum out-of-pockets, and coinsurance rates. Your Primary Virtual Health Benefit with a $0 consultation fee Care Provider copay is $30 and TRS Virtual Health is $0. No PCP selection required or referral to specialist No Drug Deductible AC HD In-network deductible rose by $200 for individuals and In-Network Primary Care and Specialist—$35 copay $400 for families. In-network coinsurance rates rose from 20% to 30% and Out-of-network rates rose from 40% to 50%. In-network Change in Health Savings Accounts: maximum out-of-pocket rose by $100 for individuals and $200 If you currently participate in the Health Savings Account (HSA), for families. the carrier will change from HSA Bank to EECU. With EECU, participants will not have a monthly administration AC 2 Remains closed to new enrollees. fee! The maximum contribution for 2021 is $3600/individual or $7200/ family. If you have questions, please contact Ann Texas Schools Health Benefits Program (TSHBP) Brownlee, FBS, 210‐243‐1337. The TSHBP offers two medical plans, our High Deductible Plan (HD) and our CoPay Plan (CPP). NEW 457(b) Retirement Savings Plan—you will see a new screen in the enrollment process that will allow you to sign TSHBP HD Plan up for a 457(b) savings plan through the District’s provider, TCG. Lowest HD Premium Plan Information from Human Resources was previously Once deductible is met, plan pays 100% provided on this important part of planning for retirement and is Compatible with Health Saving Account (HSA) located in the Benefits Hub. This single‐sign on In and Out-of-Network Benefits feature allows you to connect to the TCG website, enroll in a Preventative Services are paid at 100% plan, and return to the Benefits Hub to complete your Virtual Health Benefit with a $30 consultation fee benefits enrollment process. Please consider enrolling in this No PCP selection required or referral to specialist important retirement benefit.

• • • •

Login and complete your benefit enrollment from 7/12/2021—8/20/2021. Enrollment assistance is available by calling Financial Benefit Services at (800) 583-6908 to speak to a representative. Update your profile information: home address, phone numbers, email. Update dependent social security numbers and student status for college aged children. 14

SUMMARY PAGES

Section 125 Cafeteria Plan Guidelines A Cafeteria plan enables you to save money by using pre-tax dollars to pay for eligible group insurance premiums sponsored and offered by your employer. Enrollment is automatic unless you decline this benefit. Elections made during annual enrollment will become effective on the plan effective date and will remain in effect during the entire plan year.

CHANGES IN STATUS (CIS):

Changes in benefit elections can occur only if you experience a qualifying event. You must present proof of a qualifying event to your Benefit Office within 30 days of your qualifying event and meet with your Benefit/HR Office to complete and sign the necessary paperwork in order to make a benefit election change. Benefit changes must be consistent with the qualifying event.

QUALIFYING EVENTS

Marital Status

A change in marital status includes marriage, death of a spouse, divorce or annulment (legal separation is not recognized in all states).

Change in Number of Tax Dependents

A change in number of dependents includes the following: birth, adoption and placement for adoption. You can add existing dependents not previously enrolled whenever a dependent gains eligibility as a result of a valid change in status event.

Change in Status of Employment Affecting Coverage Eligibility

Change in employment status of the employee, or a spouse or dependent of the employee, that affects the individual's eligibility under an employer's plan includes commencement or termination of employment.

An event that causes an employee's dependent to satisfy or cease to satisfy coverage requirements Gain/Loss of Dependent under an employer's plan may include change in age, student, marital, employment or tax dependent Eligibility Status status. If a judgment, decree, or order from a divorce, annulment or change in legal custody requires that you provide accident or health coverage for your dependent child (including a foster child who is your dependent), you may change your election to provide coverage for the dependent child. If the order Judgment/Decree/Order requires that another individual (including your spouse and former spouse) covers the dependent child and provides coverage under that individual's plan, you may change your election to revoke coverage only for that dependent child and only if the other individual actually provides the coverage. Eligibility for Gain or loss of Medicare/Medicaid coverage may trigger a permitted election change. Government Programs

SUMMARY PAGES

Annual Enrollment During your annual enrollment period, you have the opportunity

Where can I find forms?

to review, change or continue benefit elections each year.

For benefit summaries and claim forms, go to your benefit

Changes are not permitted during the plan year (outside of

website: www.mybenefitshub.com/alamoheightsisd. Click the

annual enrollment) unless a Section 125 qualifying event occurs.

benefit plan you need information on (i.e., Dental) and you can find the forms you need under the Benefits and Forms

•

Changes, additions or drops may be made only during the

section.

annual enrollment period without a qualifying event. How can I find a Network Provider?

• Employees must review their personal information and verify that dependents they wish to provide coverage for are

Heights ISD benefit website: www.mybenefitshub.com/

included in the dependent profile. Additionally, you must

alamoheightsisd. Click on the benefit plan you need

notify your employer of any discrepancy in personal and/or benefit information.

•

For benefit summaries and claim forms, go to the Alamo

Employees must confirm on each benefit screen (medical, dental, vision, etc.) that each dependent to be covered is selected in order to be included in the coverage for that particular benefit.

information on (i.e., Dental) and you can find provider search links under the Quick Links section. When will I receive ID cards? If the insurance carrier provides ID cards, you can expect to receive those 3-4 weeks after your effective date. For most dental and vision plans, you can login to the carrier website and print a temporary ID card or simply give your provider the insurance company’s phone number and they can call and

New Hire Enrollment All new hire enrollment elections must be completed in the online enrollment system within the first 30 days of benefit eligibility employment. Failure to complete elections during this timeframe will result in the forfeiture of coverage.

verify your coverage if you do not have an ID card at that time. If you do not receive your ID card, you can call the

carrier’s customer service number to request another card. If the insurance carrier provides ID cards, but there are no changes to the plan, you typically will not receive a new ID card each year.

Q&A Who do I contact with Questions? For supplemental benefit questions, you can contact your Benefits/HR department or you can call Financial Benefit Services at 866-914-5202 for assistance.

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Employee Eligibility Requirements

Dependent Eligibility Requirements

Supplemental Benefits: Eligible employees must work 20 or more

Dependent Eligibility: You can cover eligible dependent

regularly scheduled hours each work week.

children under a benefit that offers dependent coverage,

Eligible employees must be actively at work on the plan effective date for new benefits to be effective, meaning you are physically capable of performing the functions of your job on the first day of work concurrent with the plan effective date. For example, if

provided you participate in the same benefit, through the maximum age listed below. Dependents cannot be double covered by married spouses within the district as both employees and dependents.

your 2021 benefits become effective on September 1, 2021, you must be actively-at-work on September 1, 2021 to be eligible for your new benefits. PLAN

MAXIMUM AGE

Dental (PPO/MAC)

To age 26

Dental (DHMO)

To age 26

Telehealth

To age 26

Vision

To age 26

Cancer

Please note, limits and exclusions may apply when obtaining coverage as a married couple or when obtaining coverage for dependents. Potential Spouse Coverage Limitations: When enrolling in coverage, please keep in mind that some benefits may not allow you to cover your spouse as a dependent if your spouse is enrolled for coverage as an employee under the same employer. Review the applicable plan documents, contact Financial Benefit Services, or contact the insurance carrier for additional information on spouse eligibility. FSA/HSA Limitations: Please note, in general, per IRS regulations, married couples may not enroll in

To age 26 if student both a Flexible Spending Account (FSA) and a Health Savings Account (HSA). If your spouse is covered in accredited school under an FSA that reimburses for medical expenses then you and your spouse are not HSA eligible,

Medical Supplement/Gap

To age 19 or 24 if full-time student

Accident

To age 26

Voluntary Life and AD&D

To age 26

Critical Illness

To age 26

Individual Life

To age 26

Emergency Medical Transport

To age 26

Hospital Indemnity

To age 26

Medical

To age 26

even if you would not use your spouse's FSA to reimburse your expenses. However, there are some exceptions to the general limitation regarding specific types of FSAs. To obtain more information on whether you can enroll in a specific type of FSA or HSA as a married couple, please reach out to the FSA and/or HSA provider prior to enrolling or reach out to your tax advisor for further guidance. Potential Dependent Coverage Limitations: When enrolling for dependent coverage, please keep in mind that some benefits may not allow you to cover your eligible dependents if they are enrolled for coverage as an employee under the same employer. Review the applicable plan documents, contact Financial Benefit Services, or contact the insurance carrier for additional information on dependent eligibility. Disclaimer: You acknowledge that you have read the limitations and exclusions that may apply to obtaining spouse and dependent coverage, including limitations and exclusions that may apply to enrollment in Flexible Spending Accounts and Health Savings Accounts as a married couple. You, the enrollee, shall hold harmless, defend, and indemnify Financial Benefit Services, LLC from any and all claims, actions, suits, charges, and judgments whatsoever that arise out of the enrollee's enrollment in spouse and/or dependent coverage, including enrollment in Flexible Spending Accounts and Health Savings Accounts.

If your dependent is disabled, coverage may be able to continue past the maximum age under certain plans. If you have a disabled dependent who is reaching an ineligible age, you must provide a physician’s statement confirming your dependent’s disability. Contact your HR/Benefit Administrator to request a continuation of coverage. 17

SUMMARY PAGES

Helpful Definitions Actively-at-Work

In-Network

You are performing your regular occupation for the employer

Doctors, hospitals, optometrists, dentists and other providers

on a full-time basis, either at one of the employer’s usual

who have contracted with the plan as a network provider.

places of business or at some location to which the employer’s business requires you to travel. If you will not be actively at work beginning 9/1/2020 please notify your benefits administrator.

Annual Enrollment The period during which existing employees are given the opportunity to enroll in or change their current elections.

Annual Deductible The amount you pay each plan year before the plan begins to pay covered expenses.

Out-of-Pocket Maximum The most an eligible or insured person can pay in co-insurance for covered expenses.

Plan Year September 1st through August 31st

Pre-Existing Conditions Applies to any illness, injury or condition for which the participant has been under the care of a health care provider, taken prescriptions drugs or is under a health care provider’s orders to take drugs, or received medical care or services

Calendar Year

(including diagnostic and/or consultation services).

January 1st through December 31st

Insured Dependent means any of the Co-insurance After any applicable deductible, your share of the cost of a covered health care service, calculated as a percentage (for

following: •

the unmarried dependent child or children of an Insured or of an Insured’s spouse who are under 19 years of age (24 if

example, 20%) of the allowed amount for the service.

a full-time student) and whose coverage under the Policy has become effective and has not terminated.

Guaranteed Coverage The amount of coverage you can elect without answering any medical questions or taking a health exam. Guaranteed coverage is only available during initial eligibility period. Actively-at-work and/or pre-existing condition exclusion provisions do apply, as applicable by carrier.

•

Dependent children include stepchildren, legally adopted and foster children.

SUMMARY PAGES

HSA vs. FSA Health Savings Account (HSA) (IRC Sec. 223)

Flexible Spending Account (FSA) (IRC Sec. 125)

Approved by Congress in 2003, HSAs are actual bank accounts in employee’s names that allow employees to save and pay for unreimbursed qualified medical expenses tax-free.

Allows employees to pay out-of-pocket expenses for copays, deductibles and certain services not covered by medical plan, tax-free. This also allows employees to pay for qualifying dependent care tax-free.

Employer Eligibility

A qualified high deductible health plan.

All employers

Contribution Source

Employee and/or employer

Account Owner

Individual

Employer

Underlying Insurance Requirement

High deductible health plan

None

Minimum Deductible

$1,400 single (2021) $2,800 family (2021)

N/A

Maximum Contribution

$3,600 single (2021) $7,200 family (2021)

$2,750 (2021)

Description

Cash-Outs of Unused Amounts (if no medical expenses)

If used for non-qualified medical expenses, subject to current tax rate plus 20% penalty. Permitted, but subject to current tax rate plus 20% penalty (penalty waived after age 65).

Year-to-year rollover of account balance?

Yes, will roll over to use for subsequent year’s health coverage.

No. Access to some funds may be extended if your employer’s plan contains a 2 1/2 –month grace period or $500 rollover provision.

Does the account earn interest?

Yes

Portable?

Yes, portable year-to-year and between jobs.

Permissible Use Of Funds

Reimbursement for qualified medical expenses (as defined in Sec. 213(d) of IRC). Not permitted

TSHBP Alternative Medical Plan The TSHBP is proud to offer a variety of plans and benefits to meet school district needs. Plans for 2021-22 include our High Deductible Health Plan (HDHP) and our CoPay Plan (CPP). Both plans are designed so members can easily navigate through their health medical needs. For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsleisd

Texas Schools Health Benefits Program (TSHBP) Highlights A large National network to provide physician and ancillary services access to all members No primary care provider required or referral to a specialist. A member can use any provider in or out of the HealthSmart network A Care Coordinator service (personal concierge) to support members with all their medical needs and specifically assist them with all facility care A patient advocate to help members with any balance bill and to pay the bill on the members behalf if necessary Preventative Services are paid at 100% and all copays and deductibles are waived Certain preventative care services are covered at 100% in-network

About Telehealth Telehealth provides 24/7/365 access to board-certified doctors via telephone or video consultations that can diagnose, recommend treatment and prescribe medication. Telehealth makes care more convenient and accessible for non-emergency care when your primary care physician is not available. For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Telehealth Healthcare should be simple, fast, and effective. Telehealth makes it easy to get treatment for your minor ailments without visiting urgent care or your primary care physician.

75%

Virtual visits can treat mild conditions like sinus infections, allergies, and pink eye without waiting on the next available appointment. No consultation fees on most plans. Appointments while at work or traveling.

of all doctor, urgent care, and ER visits could be handled safely and effectively via telehealth. http://pages.healthcareitnews.com/rs/922-ZLW292/images/How%20To%20Successfully% 20Adopt%20Telemedicine%20Into%20Your% 20Practice_0.pdf?aliId=913083420

About Medical Supplement This plan provides supplemental coverage to help offset out -of-pocket costs that you may experience due to deductibles, co-payments and coinsurance of your employer’s medical plan.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsleisd

Why I Need a Medical Supplement Medical supplement policies pay a set benefit based on your occurrences. These funds: Help cover high medical deductibles and copays Provide a safety net for unexpected medical expenses Can be paid directly to you or the care provider

10.5% of total healthcare costs are paid out-of-pocket. https://www.healthsystemtracker.org/chart-collection/u-sspending-healthcare-changed-time/#item-health-insurancerepresents-a-growing-share-of-total-health-expendituresparticularly-public-programs_2017

About Dental Dental insurance is a coverage that helps defray the costs of dental care. It insures against the expense of routine care, dental treatment and disease.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Dental Insurance By opting into dental insurance, a person can save thousands of dollars per year on routine and emergency oral care. Average costs of dental procedures without insurance include: Office visits =$288 Cavity filling= $90-$250 Tooth Extraction= $75-$300

Good dental care may improve your overall health. Women with gum disease may be at greater risk of giving birth to a preterm or low birth weight baby. https://jada.ada.org/article/S0002-8177(17)30399-9/pdf https://www.colgate.com/en-us/oral-health/life-stages/oralcare-during-pregnancy/pregnancy-oral-health-and-your21 baby

About Vision Vision insurance provides coverage for routine eye examinations and can help with covering some of the costs for eyeglass frames, lenses or contact lenses.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Vision Insurance Vision insurance reduces the costs of services and products such as vision exams, glasses, frames, and contact lens. Regular eye exams can help detect other health issues such as diabetes, cancer, liver disease, and heart disease. Signs you need an eye exam include squinting, blurred vision, night vision issues, or chronic itching and redness.

76% of adults use some sort of vision correction. https://www.thevisioncouncil.org/sites/default/files/ Q415-Topline-Overview-Presentation-Stats-withNotes-FINAL.PDF

About Disability Disability insurance protects one of your most valuable assets, your paycheck. This insurance will replace a portion of your income in the event that you become physically unable to work due to sickness or injury for an extended period of time.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Disability Insurance On top of the medical bills that come with a serious injury or illness, can you afford to be out of work for an extended period of time? Disability insurance can offer you peace of mind to protect your paycheck. One in 8 workers will be disabled for 5 or more years during their working careers. A disabling injury occurs every eight seconds. Americans have a 50% chance of becoming disabled for 90 days or more between the ages of 35 and 65.

Just over 1 in 4 of today's 20 year-olds will become disabled before they retire.

34.6 months is the duration of the average disability claim. https://www.ssa.gov/disabilityfacts/facts.html

https://disabilitycanhappen.org/overview/

About Cancer Cancer insurance offers you and your family supplemental insurance protection in the event you or a covered family member is diagnosed with cancer. It pays a benefit directly to you to help with expenses associated with cancer treatment.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Cancer Insurance

Breast Cancer is the most commonly diagnosed cancer in women.

Cancer kills more than 500,000 Americans each year, making it the second most common cause of death in the United States. Cancer insurance is designed to relieve your financial burden to help you focus on recovering your health. Money received from cancer benefits can help pay for many expenses such as:

If caught early, prostate cancer is one of the most treatable malignancies.

Experimental cancer treatments Travel and lodging costs related to treatment Routine living expenses like mortgage and utility bills

https://www.cancer.org/cancer/breast-cancer/about/ how-common-is-breast-cancer.htm https://www.medicalnewstoday.com/ articles/322700.php

About Accident Do you have kids playing sports, are you a weekend warrior, or maybe accident prone? Accident plans are designed to help pay for medical costs associated with accidents and benefits are paid directly to you.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Accident Insurance

1/2

More than of all medically consulted injuries in the US happen at home.

Accident insurance will deliver a pre-determined payment to you for various qualifying incidents. These occurrences may include: Injuries such as fractures, dislocations, burns, concussions, lacerations, etc. Medical services and treatments such as emergency transportation and physical therapy. Some plans also include accidental death and dismemberment or common carrier benefits as an add on benefit.

78%

of American workers live paycheck to paycheck to maintain their livelihood.

https://injuryfacts.nsc.org/all-injuries/overview/

http://press.careerbuilder.com/2017-08-24-LivingPaycheck-to-Paycheck-is-a-Way-of-Life-for-Majority -of-U-S-Workers-According-to-New-CareerBuilder23 Survey

About Critical Illness Critical illness insurance can be used towards medical or other expenses. It provides a lump sum benefit payable directly to the insured upon diagnosis of a covered condition or event, like a heart attack or stroke. The money can also be used for non-medical costs related to the illness, including transportation, child care, etc.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Critical Illness Insurance Serious medical conditions can affect not only your heath, but also your bank account. Medical expenses reportedly lead to more than half of all bankruptcies in the United States. When faced with a severe illness, a critical illness policy can help in many ways. Plans are designed to pay a benefit specific to the diagnosis usually ranging from $10,000 to $30,000. Plans often include a wellness benefit that pays employees for having certain annual screenings performed. Critical illness plans complement high deductible health plans (HDHP) by reducing the worry of having to pay a large medical deductible while suffering from a major illness.

$20,000 Is the average cost of a hospital stay for a heart attack. https://www.healthline.com/health-news/how-muchdoes-hospital-stay-cost#2

About FSA A Flexible Spending Account allows you to pay for eligible healthcare expenses with a pre-loaded debit card. You choose the amount to set aside from your paycheck every plan year, based on your employer’s annual plan limit. This money is use it or lose it within the plan year (unless your plan contains a $500 rollover or grace period provision).

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need an FSA Your Flexible Spending Account saves you money by putting aside funds tax-free that can be used to pay for qualified medical expenses. Your pre-loaded FSA debit card can be used at places like the doctor’s office or the pharmacy without the need for reimbursement forms. You do not have to be enrolled in a medical plan to enroll in an FSA.

The funds in a full-purpose healthcare FSA can be used to pay for eligible medical expenses like deductibles, co-payments, prescription drugs, orthodontics, glasses and contacts for you and any tax-eligible dependents. http://www.hr.emory.edu/eu/benefits/tecbenefits/fsa/ about.html

About HSA A Health Savings Account (HSA) is a personal savings account where the money can only be used for eligible medical expenses. Unlike a flexible spending account (FSA), the money rolls over year to year however only those funds that have been deposited in your account can be used. Contributions to a Health Savings Account can only be used if you are also enrolled in a High Deductible Health Care Plan (HDHP). For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need an HSA Healthcare Savings Accounts are designed to work in conjunction with high deductible health plans (HDHPs) to help cover the rising costs of healthcare. HSA funds accrue interest over time tax-free with no lifetime limit. HSA accounts are individual accounts. Contributions are yours to keep even if you leave your employer. HSA funds can be used to pay for any qualified medical expense for you and your tax-eligible dependents, even if the expense is not covered by your insurance plan.

The interest earned in an HSA is tax free.

Money withdrawn for medical spending never falls under taxable income. https://www.irs.gov/publications/p969 https://www.irs.gov/pub/irs-pdf/p969.pdf

About Life and AD&D Group term life is the most inexpensive way to purchase life insurance. You have the freedom to select an amount of life insurance coverage you need to help protect the well-being of your family. Accidental Death & Dismemberment is life insurance coverage that pays a death benefit to the beneficiary, should death occur due to a covered accident. Dismemberment benefits are paid to you, according to the benefit level you select, if accidentally dismembered. For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Life and AD&D Life insurance is never fun to think about and may seem like an unnecessary expense. However, if you have someone that depends on you financially, life insurance is really about protecting them if something were to happen to you. Life insurance and AD&D policies help your loved ones pay for expenses, such as:

Motor vehicle crashes

Mortgage payments College tuition Burial expenses

are one of the top causes of accidental deaths in the US including falls and poisoning.

https://www.cdc.gov/nchs/fastats/accidentalinjury.htm

About Medical Transport Medical Transport covers emergency transportation to and from appropriate medical facilities by covering the out -of-pocket costs that are not covered by insurance. It can include emergency transportation via ground ambulance, air ambulance and helicopter, depending on the plan.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Emergency Transportation Emergency transportation is one of the more expensive items in emergency medical care. Benefits of a medical transportation plan include: No cost emergency transportation for covered individuals. Coverage anywhere in the US and Canada. Some plans include worldwide coverage. Coverage for both ground and air transportation.

A ground ambulance can cost up to

$2,400

and a helicopter transportation fee can cost over $30,000 https://www.gao.gov/assets/650/649018.pdf https://www.gao.gov/assets/690/686167.pdf

About Hospital Indemnity This is an affordable supplemental plan that pays you should you be in-patient hospital confined. This plan complements your health insurance by helping you pay for costs left unpaid by your health insurance.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need a Hospital Indemnity Plan Hospital indemnity policies pay a set benefit based on your hospital stay. These funds: Help cover high medical deductibles and copays.

The median hospital cost has grown to over $10,500 per stay. $9,600

$10,400

$10,700

2008

2012

2018

Provide a safety net for unexpected medical expenses. Can be paid directly to you or the care provider.

https://www.hcup-us.ahrq.gov/reports/statbriefs/sb180Hospitalizations-United-States-2012.pdf

https://www.hcup-us.ahrq.gov/reports/statbriefs/sb204-Most -Expensive-Hospital-Conditions.jsp

About Individual Life Individual insurance is a policy that covers a single person and is intended to meet the financial needs of the beneficiary, in the event of the insured’s death. This coverage is portable and can continue after you leave employment or retire.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Individual Life

Experts recommend at least

Individual life polices are owned by you and can be taken with you if you leave your employer and kept into retirement. These policies help protect loved ones from financial distress when you are gone.

x 10

Premiums are paid through your payroll deductions as long as you are with your employer. Premiums are based on coverage amount and age at time of purchase.

your gross annual income in coverage when purchasing life insurance. https://money.cnn.com/retirement/guide/ insurance_life.moneymag/index11.htm

About EAP An Employee Assistance Program (EAP) is a program that assists you in resolving problems such as finding child or elder care, relationship challenges, financial or legal problems, etc. This program is provided by your employer at no cost to you.

For full plan details, please visit your benefit website: www.mybenefitshub.com/alamoheightsisd

Why I Need Employee Assistance Balancing work and life is difficult sometimes. Your EAP option covers trouble areas such as: Substance abuse

38%

of employees have missed life events because of bad work-life balance.

Stress management Financial problems

https://www.workfront.com/wp-content/uploads/ sites/5/2015/04/workfront-work-life-imbalance-report.pdf