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Tobacco-Free Rewards
Johns Hopkins All Children's Hospital rewards employees who are tobacco free. Tobacco-free users who participate in the tobacco test, receive $20 per pay period.
Medical Insurance
Cigna Medical Insurance
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
Annual Max |
Unlimited |
Unlimited |
Maximum Out of Pocket: |
Individual/Family |
Individual/Family |
In Network: |
$2,000/$4,000 |
$3,000/$6,000 |
Out of Network: |
$10,000/$20,000 |
— |
Medical Services Calendar Year Deductible:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network: Individual |
$1,000 |
$2,000 |
In Network: Family |
$2,000 |
$4,000 |
Out of Network: Individual |
$6,000 |
— |
Out of Network: Family |
$12,000 |
— |
Employer Funded Health Reimbursement Account (HRA): |
N/A |
$600/$1,200 |
Out Patient Surgery:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network: |
90% after Deductible |
90% after Deductible |
Out of Network: |
50% after Deductible |
— |
Emergency Room Visits:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network:
*Co-Pay Waived if Admitted |
$200 Co-Pay*
90% after Deductible
100% after Co-Pay if JHACH |
$200 Co-Pay*
90% after Deductible
100% after Co-Pay if JHACH |
Out of Network:
*Co-Pay Waived if Admitted |
$200 Co-Pay*
50% after Deductible |
$200 Co-Pay*
50% after Deductible |
Urgent Care Center Visit:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network: |
$50 Co-Pay/100% Visit Charge
90% Other Charges after Deductible |
$50 Co-Pay/100% Visit Charge
90% Other Charges after Deductible |
Out of Network: |
$50 Co-Pay/50% Visit Charge
50% Other Charges after Deductible |
— |
Physician's Office Visit:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network: |
$30 Co-Pay
($50 Specialist Co-Pay)
90% Other Charges after Deductible |
$25 Co-Pay
($40 Specialist Co-Pay)
90% Other Charges after Deductible |
Out of Network: |
$30 Co-Pay
50% Other Charges after Deductible |
— |
MD Live:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
Providers are In Network: |
$20 Co-Pay |
$20 Co-Pay |
|
|
|
Wellness Care:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
In Network: |
100% |
100% |
Out of Network: |
No Coverage
Employee pays 100% |
No Coverage
Employee pays 100% |
Prescription Benefit Plan:
|
OAP Plan |
Consumer Driven Plan (CDP)/HRA |
Pharmacy Calendar Year Deductible
CVS/Caremark, Retail and
JHACH Outpatient Pharmacies |
Mail Order (up to a 90 day supply)
$75 deductible
Generic = $10 or less/month
(No deductible for generic)
Formulary = 20% Co-Pay
Non-formulary = 40% Co-Pay |
Mail Order (up to a 90 day supply)
$75 deductible
Generic = $10 or less/month
(No deductible for generic)
Formulary = 20% Co-Pay
Non-formulary = 40% Co-Pay |
Medical – Cigna CDP
Consumer Driven Plan (CDP) with Health Reimbursement Account (HRA)
Employee Cost Per Pay Period |
Cigna CDP/HRA Plan |
Classified hours per week |
20-40 |
Employee Only: |
$56.18 |
Employee + Child(ren): |
$95.18 |
Employee + Spouse: |
$124.55 |
Employee + Family: |
$150.55 |
Medical - Cigna Open Access Plan (OAP)
Employee Cost Per Pay Period |
Cigna OAP Plan |
Classified hours per week |
20-40 |
Employee Only: |
$100.01 |
Employee + Child(ren): |
$178.44 |
Employee + Spouse: |
$212.19 |
Employee + Family: |
$290.78 |
Note: Benefits are deducted from each of the 26 pay periods per year.
|
Dental Insurance
Cigna Dental Insurance
|
In Network
|
Out of Network
|
Calendar Year Maximum: |
$1500
|
$1500
|
Calendar Year Deductible: |
Individual $50/Family Limit of 2
|
|
Preventive Services: |
100% Deductible Waived
|
|
Basic Services: |
90% after Deductible
|
80% after Deductible
|
Major Services: |
60% after Deductible
|
50% after Deductible
|
Orthodontic Services:
(Lifetime maximum of $2,000) |
50% after Deductible Lifetime Maximum of $2000 per individual
|
|
Wisdom Tooth Extraction
(lifetime Maximum of $4,000)
|
90% after Deductible
|
80% after Deductible
|
Dental Coverage Cost Per Pay Period |
|
Classified Hours per week |
20-40 |
Employee Only: |
$10.64 |
Employee + Child(ren): |
$22.07 |
Employee + Spouse: |
$33.63 |
Employee + Family: |
$43.90 |
Note: Benefits are deducted from each of the 26 pay periods per year. |
Vision Care
Coverage |
Frequency |
Cost |
Exams |
Once every 12 months |
$10 |
Lenses |
Once every 12 months |
$25 |
Frames |
Once every 24 months |
$25 |
Contacts |
Once every 12 months |
$25 |
Vision Care Cost Per Pay Period
|
|
Classified Hours per week |
20-40 |
Employee Only: |
$2.65 |
Employee + Child(ren): |
$5.32 |
Employee + Spouse: |
$5.09 |
Employee + Family: |
$8.15 |
Note: Benefits are deducted from each of the 26 pay periods per year. |
|
Education
Benefit |
Cost to Employee |
Employee and Management development programs, In-Service Education, Nursing and other Professional Continuing Education Units and computer training.
|
None! |
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Flexible Spending Accounts
Benefit |
Cost to Employee |
Pre-tax money set aside in Excess Medical and Dependent Care accounts for future reimbursements. |
Employee sets amount |
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Life Insurance
Benefit |
Cost to Employee |
Policy value equal to annual salary |
None! |
Eligible after 6 months |
|
Optional Supplemental Life Insurance available to employees and
family members on payroll deduction |
Varies
(See below) |
Click here for more information about Life Insurance coverage.
Click here for more information about Accidental Death and Dismemberment coverage.
Supplemental Life Insurance
Eligibility |
You are eligible if you are an active full time Employee who works at least 30 hours per week on a regularly scheduled basis.
|
Coverage Effective Date |
Coverage goes into effect subject to the terms and conditions of the policy. In no case will newly elected benefits become effective sooner than 1/1/2012 or six months of continuous active service. You must be Actively at Work with your employer on the day your coverage takes effect.
|
Benefit Amount |
You can purchase Supplemental Life Insurance in increments of 1 times your annual Salary up to 3 times your annual Salary.
The maximum amount you can purchase cannot be more than the lesser of 3 times your annual Salary or $500,000. Annual Salary is as defined in The Hartford's contract with your employer.
|
Benefit Reductions |
Benefits begin to reduce to 65% of the original amount at age 65 and to 50% of the original amount at age 70. All coverage cancels at retirement. |
Spouse Supplemental Life Insurance |
If you elect Supplemental Life Insurance for yourself - You may choose to purchase Spouse Supplemental Life Insurance in the amount of 50% of your Employee Supplemental Life Insurance coverage to a maximum of $250,000.
Coverage cannot exceed 50% of the amount of your Employee Voluntary/Supplemental Life Insurance coverage. You may not elect coverage for your Spouse if they are an active member of the armed forces of any country or international authority, or is already covered as an Employee under this policy.
If you elect an amount that exceeds the guaranteed issue amount of $50,000, your Spouse will need to provide evidence of insurability that is satisfactory to The Hartford before the excess can become effective.
|
Child(ren) Supplemental Life Insurance |
If you elect Supplemental Life Insurance for yourself - You may choose to purchase Child(ren) Supplemental Life Insurance coverage in the amount(s) of $10,000 for each Child - no medical information is required. You may not elect coverage for your Child if your Child. You may not elect coverage for your Child if your Child is an active member of the armed forces of any country or international authority.
- Children may be covered up to age 26
- Children from Live Birth to 6 months are limited to a reduced benefit of $1000
|
Conversion |
You have the option of converting your group Life coverage to your own individual policy (policies).
|
Portability |
If you leave your employer, Portability is an option that allows you to continue your Life Insurance coverage. To be eligible, you must terminate your employment prior to Social Security Normal Retirement Age. This option allows you to continue all or a portion of your Life Insurance coverage under a separate Portability term policy. Portability is subject to a minimum of $1,000 and a maximum of $750,000 and does include coverage for your Spouse and Child(ren). To elect Portability, you must apply and pay the premium within 31 days of the termination of your Life Insurance. Evidence of Insurability will not be required.
Dependent Spouse Portability is subject to a maximum of $250,000 with a minimum of $1,000.
Dependent Child Portability is subject to a maximum of $10,000 with a minimum of $1,000.
|
Living Benefits Option
|
If you are diagnosed as having a terminal illness with a 12 month life expectancy, the Living Benefits Option allows you to receive an accelerated payment of a portion of your life Insurance. The option available to individuals with at least $10,000 in group coverage from The Hartford and is subject to a maximum age limit of 60. You may request a minimum accelerated payment of $3,000 up to a maximum of 80% of your coverage not to exceed $750,000. Funds are paid directly to you, with no policy restrictions on how you use them. The remaining benefit is then payable to your beneficiary.
|
Waiver of Premium
|
This provision applies if you become totally disabled before 60 and your disability lasts for at least 6 months. You must provide proof of your condition within one year or your last day of work and once we approve, your coverage will continue without payment of premium up to Social Security Normal Retirement Age, as long as your remain totally disabled. The premium for your dependent's coverage will also be waived if you are disabled and approved for waiver of premium. Coverage for your dependents will end if the policy terminates. Payment of premium is required until waiver is approved by The Hartford. |
Limitations and Exclusions
|
As is standard with most term life Insurance plans, death by suicide is covered only after the Employee has been insured for two years. Therefore, if death results from suicide, no benefit will be payable for any Life coverage that became effective within two years of the date of death.
Other exclusions may apply depending upon your coverage. Refer to your policy.
This Benefit Fact Sheet is an overview of the Insurance being offered and is provided for illustrative purposes only and is not a contract. It in no way changes or affects the policy as actually issued. Only the Insurance policy issued to the policyholder (your employer) can fully describe all of the provisions, terms, conditions, limitations and exclusions of your Insurance coverage. In the event of any difference between the Benefit Fact Sheet and the Insurance policy, the terms of the Insurance policy apply.
|
Supplemental Life
Employee Monthly Premium Rate Per $1000 of Coverage
Employees must be classified to work 30 or more hours per week to be eligible
|
Age
|
Under 25
|
25-29
|
30-34
|
35-39
|
40-44
|
45-49
|
50-54
|
55-59
|
60-64
|
65-69
|
70-74
|
75+
|
Employee Rate
|
0.060
|
0.060
|
0.080
|
0.090
|
0.128
|
0.197
|
0.316
|
0.531
|
0.813
|
1.411
|
2.540
|
4.391
|
Spouse Rate
|
0.060
|
0.060
|
0.080
|
0.090
|
0.128
|
0.197
|
0.316
|
0.531
|
0.813
|
1.411
|
2.540
|
4.391
|
Child Rate
|
$1.96 per month for all covered children
Policy valued at $10K for each covered child
|
Group Term Basic Life Insurance
Johns Hopkins All Children's Hospital provides group term basic life insurance equal in amount to your annual base rate, rounded up to the nearest $1,000.00. Annual base rate means your regular rate multiplied by the number of hours regularly scheduled to work.
If you are eligible, this coverage becomes effective after six months of active employment. Employees classified to work 29 hours of under per week are not eligible for the group term basic life insurance benefit.
Long Term Disability
Benefit |
Cost to Employee |
Income protection for 60% of salary after 120 days of disability. |
None! |
Eligible after 6 months. |
None! |
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Click here for more information about Disability Coverage.
Paid Time Off (PTO)
Benefit |
Cost to Employee |
Can be used for Vacations, Sick Time, Personal Time, etc. |
None! |
Available after 3 months |
|
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Holiday Pay
Benefit |
Cost to Employee |
7 paid holidays provided each year |
None! |
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Retirement Plan
Benefit |
Cost to Employee |
100% vested after 5 years of service. You must work at least 1,000 hours/year. |
None! |
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Scholarship
Benefit |
Cost to Employee |
Employee dependent scholarships awarded annually. |
None! |
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Short-Term Disability Insurance
Benefit |
Cost to Employee |
Short Term Disability
Income protection for 60% of weekly salary after 30 days of disability Effective after 3 months
|
None! |
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Benefit |
Cost to Employee |
Extended Illness Bank
Employees may accumulate up to 120 paid hours for time missed resulting from a personal illness or injury that causes them to miss more than 40 hours of work.
Employees classified to work 29 hours or under per week are not eligible to accrue extended illness bank hours.
|
None! |
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403b Savings Plan
Benefit |
Cost to Employee |
Exceptional retirement savings program with matching funds of $.50 for every $1.00 on the first 6% of employee deferral. |
Employee sets amount! |
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Tuition Assistance
Benefit |
Cost to Employee |
Prepaid tuition for approved courses leading to a reasonable career path at the hospital. Annual benefit up to $5,250 for undergraduate and graduate level. Eligible after 90 days of employment. |
None! |
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Additional Benefits
Free Parking |
Employee Gift Fund |
Notary Services |
Security Escorts & Shuttle |
Employee Recognition
Awards |
On-site ATMs |
Direct Deposit |
Bereavement Leave |
Medical Library |
Jury Duty Leave |
Relocation Assistance
(Certain Positions) |
Wellness Program |
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Discounts
Cafeteria: Meals at discount prices |
Gift Shop: 10% discount on selected items |
Discounts on selected entertainment, recreation & services |
|
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