Q1 2006
EMPLOYEE SERVICES
MARCH
Ingersoll Rand Begins Education Effort That’s why, this year, you will see the company begin a long-term effort aimed at making us all knowledgeable health care consumers. We’re committed to providing information you can use to make health care choices and decisions. In upcoming newsletters you will see articles on topics like:
© 2006 Ingersoll- Rand 3/ 06
Printed in USA
Ingersoll Rand spends tens of millions of dollars each year on health care coverage for employees and dependents. Those are hard-earned dollars. The dollars you spend on health care are hard-earned, too.
• How to choose a doctor. • Becoming a health care advocate for yourself and your family. • How to seek a second opinion. • Questions you should ask when you get a new prescription. • Disease prevention. The articles will appear under this heading: Take Control of Your Health, Your Money and Your Future. We hope they’re helpful to you. We believe that when you make wise health care decisions, we all win. We all get the most for our health care dollars.
A REMINDER: Call Unum when returning after a disability leave To ensure your pay is correct when returning to work from a disability leave, remember to contact Unum (the disability benefit administrator) at 1-888-673-9940 when you return.
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Index Ingersoll Rand Begins Education Effort . . . . . . . . . . 1 Watchdog Program Rewards Your Sharp Eye . . . . . . 2 Your Contacts: Web Addresses and Toll Free Numbers . . . . 2 Ineligible Dependents Cost You and The Company . . . . . . 3 Qualified Status Changes: What To Do When You Have A Life Event . . . . . 3
This newsletter is published for employees of Ingersoll Rand and its subsidiaries and affiliates by the Ingersoll Rand Employee Services Center, a part of Shared Services Americas. The company’s philosophy is to offer and communicate employee programs that feature convenience, flexibility and value. In addition to helping provide financial protection for you and your family, the company’s goal is to make the programs easy to understand and use.
Take Control of Your Health, Your Money and Your Future Watchdog Program Rewards Your Sharp Eye An Ingersoll Rand incentive program rewards employees for being careful, conscientious consumers of health care.
Under the Watchdog Program, you can receive up to $1,000 for detecting and correcting an error on your medical bill. The program was started to draw attention to rising health care costs and medical billing errors, says Susan Clark, former Ingersoll Rand health and welfare benefits team leader. “Sometimes people will receive their doctor or hospital bill and not review it for errors”, Clark said. “It’s always a good practice to review your medical charges. People and computers make mistakes. Sometimes those mistakes can be costly to you and the company.” To be eligible for a Watchdog reward, you must have medical coverage through Ingersoll Rand, and your error correction must result in savings to the medical carrier. If you meet these requirements, you could receive a reward of 50 percent of the resulting savings to the medical carrier, up to $1,000 per incident. You might receive a cash reward, if you find and correct any of the following types of errors: • Covered charges billed in error. • Claim processing errors recorded on the Explanation of Benefits Forms (EOBs) issued to employees by the claims office.
To become eligible for a Watchdog Reward, you should: • Get a copy of the detailed bill or an itemized receipt for services. • Review all bills and receipts for errors immediately after receiving the paperwork. • If you believe there’s an error, print a Watchdog form, found on the intranet at: My Ingersoll Rand, My Life, My Health, Forms & Summaries. • Contact the provider to resolve any suspected errors. • Request a corrected bill. If your efforts reduce your bill, you may be eligible for half of the savings, up to a $1,000 maximum. • Attach supporting documentation to the Watchdog form and return it to: Ingersoll Rand, Employee Services (Health and Welfare Benefits), 800-E Beaty St., Davidson, NC 28036. Benefit coordinators will review the information you submit and contact you regarding the outcome. Researching your submission may take several weeks.
Your Contacts Web Addresses and Toll-Free Resources If you have Plan A (PPO)…
• Blue Cross Blue Shield Customer Service: 1-888-253-1178 or www.bcbsil.com • Caremark (pharmacy benefit manager for Medical Plan A ): 1-800-565-5826 • EyeMed Discount Program: 1-866-273-0813
If you have the Definity Consumer Health Plan (CHP)…
• Definity/UnitedHealthcare/Medco: 1-877-462-5039 or www.myuhc.com • Wells Fargo (Health Savings Account): 1-866-853-2695 or www.wfhbs.com/definityhealth • UnitedHealthcare (Limited-purpose FSA): 1-877-311-7849
If you have questions on other plans…
• Aetna EPO, Georgia: 1-800-544-3121 • Blue Cross Blue Shield HMO, N. Carolina: 1-877-258-3334 • UnumProvident Disability: 1-888-673-9940 • Benefit Concepts (COBRA) 1-800-969-2009 • Ceridian FLEXServ: 1-877-799-8820 • Blue Cross Blue Shield Dental: 1-888-253-1178 Page 2
Ineligible Dependents Cost You and the Company Dependent medical and dental coverage costs Ingersoll Rand more than $100 million a year. When ineligible dependents are covered, the company ends up spending money to cover people who aren’t entitled to coverage. That’s unfair to the company and its employees. “Controlling health care costs is always important,” says Susan Clark, former health and welfare benefits team leader. “But in this day and age when health care costs keep rising, paying close attention to what we spend for health care coverage becomes a priority.” Please take the time to make sure everyone you list as a dependent under your coverage is eligible. If you have in eligible dependents listed, the company could terminate your employment. You also could be required to repay ineligible claims paid under the health and welfare plan. Eligible dependents are: • Your legal spouse • Your unmarried child, biological or adopted, until the end of the month he or she turns age 19, or 25 if he or she is a full time student* • An unmarried child who lives with you in a parent-child relationship and who is dependent on you for financial
support, until the end of the month he or she turns age 19, or age 25 if he or she is a full-time student* • Your unmarried child age 19 or older who is disabled, which means unable to earn a living due to mental or physical disability, and is dependent on you for financial support* • A child may qualify due to a Qualified Medical Child Support Order
You must visit www.iselect.irco.com to remove someone from coverage. From the My Ingersoll Rand intranet go to: My Life, My Health, iSelect and process a status change to drop ineligible dependents. Any change you make becomes effective the day you make the change.
Ineligible dependents include but are not limited to: • Ex-spouses, even if a court order says you must provide insurance for your former spouse. • Mothers and fathers, even if they live with you and are dependent on you financially. • Grandchildren, unless they’re living with you in a parent-child relationship and are dependent on you financially.* • Girlfriends, boyfriends, domestic partners. • A child who is 19 or older who is neither a full-time student nor disabled. • Stepchildren, unless they’re living with you in a parent-child relation ship and are dependent on you financially.*
*Important: A covered dependent who does not meet one of the above requirements is not eligible for coverage under the medical or dental plans and must be removed from coverage.
The child must qualify for a dependent exemption for you under the Internal Revenue Code.
Qualified Status Changes: What to Do When You Have a Life Event When you experience a life change, many times you’ll need to process a qualified status change to make sure the change is reflected in your health and welfare benefits elections and coverage. You will need to do this within 30 days of the life event. Examples of qualified status changes include but are not limited to: • Divorce, annulment or legal separation • Birth, adoption or change in child custody • Your spouse loses or gains eligibility with his or her employer
• Marriage • Death of a spouse or dependent (continued on pg. 4)
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Ingersoll Rand Employee Services Benefits Center 800-E Beaty Street Davidson, NC 28036
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Depending on the type of qualified status change you experience, you may be eligible to change your: • Medical coverage • Dental coverage • Life and accidental death and dismemberment Insurance • Health care, dependent care and limitedpurpose flexible spending accounts, if applicable • Health savings account contributions, if applicable • Long-term disability election To make a change in your status: 1. Log on to www.iselect.irco.com or go to My Ingersoll Rand (My Life, My Health, iSelect) to process a qualified status change.
2. Complete your status change within 30 days of the event to change your elections or coverage. Your request for a change in benefit elections or covered dependents must be directly related to the qualified status change. For example, if you marry, you may add your spouse to your coverage or you may drop your coverage to be covered under your spouse’s plan. Please make sure your beneficiary information in iSelect is accurate and up-to-date. If you need to change beneficiaries, you can change your beneficiary designations at any time on the iSelect Web site. If you have questions, contact your benefits representative.
Remember: If you have a child, telling your benefits representative or benefits administrator about it will not add the child to your coverage. You must add the child through the iSelect system. If you miss the 30-day deadline, you will have to wait until annual enrollment to add the child for coverage effective the next year.
For Your Information This newsletter describes the company’s “core” employee policies and benefit plans. The core policies and benefits apply to the majority of benefitseligible salaried and non-collectively bargained hourly full-time and part-time employees of the company who are on the U.S. payroll. This newsletter does not apply to certain groups of employees — such as hourly collectively bargained employees or employees of subsidiaries, affiliates, business units or locations that have not adopted the core policies and benefits of the company. These groups may receive separate communications. This newsletter is presented as a matter of information. Your employment is not guaranteed by your participation in any benefit plan or program. This newsletter is not intended to and does not constitute a promise or contractual commitment by the company. The company reserves the right to amend or terminate any or all of its policies, programs or benefit plans at any time for any reason. Also, modifications may be necessary to comply with applicable legal requirements. If there is an inconsistency between a statement contained in this newsletter and the relevant program or official plan document, insurance contract, summary plan description or prospectus, the program or official plan document, insurance contract, summary plan description or prospectus will control and govern over the statement in this newsletter. Employees covered by collective bargaining agreements may be subject to these programs to the extent consistent with the terms of the company’s programs or official plan documents, the applicable collective bargaining agreement and any applicable legal guidelines.
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