2019 Benefits Guide

TABLE OF CONTENTS

Welcome Message ...........................................................................................................................

Benefits Eligibility .............................................................................................................................

Qualifying Life Events and Notice of Special Enrollment Rights .....................................................

When & How to Enroll ....................................................................................................................

Meet ALEX®......................................................................................................................................

Medical Plan Options ......................................................................................................................

Wellness and You .............................................................................................................................

Motivate Me ® Wellness Incentive Program

Dental Plan Options .........................................................................................................................

Vision Plan ........................................................................................................................................

Flexible Spending Accounts (FSAs) ..................................................................................................

HRA, HSA, FSA | What’s the Difference? .........................................................................................

Life + Accidental Death & Dismemberment (AD&D) .....................................................................

Disability Benefits ............................................................................................................................

Employee Assistance Program (EAP) ...............................................................................................

401(k) Plan .......................................................................................................................................

Voluntary Benefits through MetLife® ..............................................................................................

Accident Insurance

Critical Illness Insurance

Hospital Indemnity Insurance

Additional Voluntary Benefits ……………………………………………………..................................................

My Pet Protection® Plans from Nationwide

Identity Theft Protection from Lifelock®

Legal Insurance from ARAG®

Auto and Home Insurance Discount Program from Liberty Mutual®

MAA Associate Disaster Relief Fund ………......................................................................................

OpenArms ………...............................................................................................................................

Get Connected. ................................................................................................................................

Welcome to your HR Support Portal …..………………………………………………......................................

Medical Plan Glossary ... ..................................................................................................................

Benefit Vendor Contacts & Websites .............................................................................................

Affordable Care Act Information and Important Health Plan Notices ...........................................

MAA Associates,

MAA is committed to providing you and your family with access to a competitive, affordable and comprehensive package of benefits. We are excited to share our benefits program – YOUR LIFE. YOUR CHOICE. YOUR BENEFITS. – which offers many quality choices and rewards you for taking an active role in your health. Whether you are reading this as a new associate making benefit elections for the first time or as an existing associate in preparation for our annual open enrollment period, we recognize the importance of MAA’s benefits in meeting your needs and encourage you to take advantage of the resources made available to maximize their value. I encourage you to review the information on our various benefits options available and to take full advantage of the opportunities to “take care of you.” Keeping you and your family healthy and making sure you have affordable access to quality medical care when you need it is our goal and an important part of our effort to create value for you and in your relationship with MAA.

To help you navigate your benefit options and answer any questions you may have, we have invested in multiple resources, including this guide.

Other resources include:

 ALEX® - a virtual benefits counselor that can help you understand your options and decide which benefits are best for you by guiding you through an informal, interactive process, explaining how the plans work, and providing information regarding cost and coverage.  Our MotivateMe® program through Cigna features rewards for associates and spouses covered under our medical plan in the form of contributions from MAA to their health fund account (HRA or HSA) upon completion of various wellness-related activities throughout the year.  Our HR Support Portal is located on our newly redesigned AccessMAA homepage and is your connection to all things Benefits. Visit the Benefits catalog to read more or submit a question directly to the Benefits team. Read more about it on page 32. Also, be sure to check out the icon on AccessMAA labeled “My Benefits Apps” to look up contact information and websites for all benefit plans and program vendors.

We’re also pleased to introduce a new benefit this year – an Auto & Home Insurance Discount Program through Liberty Mutual. Please refer to page 28 of the 2019 Benefits Guide for more information.

We hope that you will find that the package of benefits for the 2019 plan year effectively meets the need for better health, wellness and protection for you and your family.

EVP, Chief Human Resources Officer

The following table highlights eligibility for benefits and who pays for the coverage. If you are paying for all or part of the cost, the table also indicates whether your contributions are deducted from your paychecks before or after taxes are withheld. Most calendar years have 26 bi-weekly pay periods. Your cost will be deducted from each bi-weekly paycheck.

Eligible to enroll the 1st day of the month on or after 30 calendar days of employment based on the eligibility chart below

Medical

Cigna

Pre-Tax

You & MAA

Dental

Cigna

Pre-Tax

You & MAA

Vision

Cigna

Pre-Tax

You at Group Rates

Flexible Spending Accounts (FSAs)

Discovery Benefits

Pre-Tax

You

Automatically enrolled the 1st day of the month on or after 90 calendar days of employment based on the eligibility chart below

Basic Life Insurance

Lincoln Financial Group

n/a

MAA

Basic Accidental Death & Dismemberment (AD&D)

Lincoln Financial Group

n/a

MAA

Short-Term Disability

Lincoln Financial Group

n/a

MAA

Long-Term Disability

Lincoln Financial Group

n/a

MAA

Eligible to enroll the 1st day of the month on or after 90 calendar days of employment based on the eligibility chart below

Optional Employee, Spouse, and Child Life Insurance Optional Employee, Spouse, and Child AD&D Accident Insurance, Hospital Indemnity Insurance, and Critical Illness Insurance

Lincoln Financial Group

Post-Tax

You at Group Rates

Lincoln Financial Group

Post-Tax

You at Group Rates

Metlife

Post-Tax

You at Group Rates

Pet Insurance

Nationwide

Post-Tax

You at Group Rates

Legal Insurance

ARAG

Post-Tax

You at Group Rates

Identity Theft Protection

LifeLock

Post-Tax

You at Group Rates

Automatically enrolled the 1st day of the month on or after 6 months of employment based on the eligibility chart below

401(k) Plan

Empower Retirement

Pre-Tax

You & MAA

Automatically enrolled on your date of hire

Employee Assistance Program (EAP)

Cigna Behavioral Health

n/a

MAA

Eligible Dependents Dependents you can cover include: 

Legal spouse (same or opposite sex)

 Child(ren) up to age 26, regardless of marital or student status. Eligible children include your biological children, stepchildren, adopted children or children placed in your home for adoption, foster children and children for whom you are the court-appointed legal guardian if that child is financially dependent on you.  A child of any age who is medically certified as disabled (prior to the child’s 26th birthday), resides with you, and is primarily dependent upon your support.

After your initial enrollment period or a subsequent annual open enrollment period has expired, you cannot enroll in or make changes to your benefit elections until the next annual open enrollment period unless you experience a Qualifying Life Event, as defined by the IRS, such as:

Marriage, divorce, or legal separation



 Birth, adoption or placement of adoption of an eligible child  Death of your spouse or child  Gain or loss of coverage with your spouse’s employer as a result of an employment event  Change in your child’s eligibility  Becoming eligible for Medicare or Medicaid  Receipt of a Qualified Medical Child Support Order (QMCSO)  Significant change in cost or coverage in your spouse’s or child’s health insurance plan  Gain or loss of benefits eligibility, such as a transition from full time to part time or part time to full time

Changes made on account of a qualifying life event must be consistent with the event. You have 30 days from the date of a qualifying life event to notify the Benefits department and make changes to your benefit elections in Workday. Benefit elections made following a qualifying life event will become effective on the date of the event (such as the date of marriage or birth), in most situations.

For questions or additional information, contact the Benefits department at (877) 277-2327, send an email to Benefits@maac.com or submit a support ticket through MAA’s HR Support Portal under Benefits > Benefit Plan Eligibility + Enrollment/Changes.

If you are declining coverage for yourself and/or your eligible dependent(s) during your initial enrollment period or a subsequent annual open en- rollment period because of other health coverage (such as COBRA coverage or coverage under another health plan), you may be able to enroll yourself and your eligible dependent(s) in MAA’s medical coverage if you or your dependents lose eligibility for such other coverage (such as due to the end of the maximum COBRA period, ceasing to meet the eligibility requirements, or as otherwise required by law) or if employer contributions toward that other coverage cease. However, you must request enrollment within 30 days after loss of other coverage. If the other coverage ends voluntarily, such as due to failure to pay the required premiums, there is no right to special enrollment. In addition, if you or your dependent (1) becomes eligible for state-granted premium assistance or (2) lose health coverage under Medicaid or State Children’s Health Insurance Plan (known as CHIP), you will have a special enrollment right under MAA’s group medical plan. To enroll, you must request coverage within 60 days of either of these two events.

Need help choosing your plans? We have the tool for you! ALEX® is there for you! ALEX is a virtual benefits counselor who can help you decide which benefit plans will best serve your needs. See page 8 for more information!

Determine if you are eligible and who you can cover. The table on page 5 highlights eligibility for benefits and who pays for the coverage. In addition, page 5 describes which of your dependents are eligible to be covered under most benefit plans.

Make your benefit elections in Workday. New Hire Enrollment : If you are a new associate, you have 30 days from your date of hire to complete the New Hire Enrollment event in your Workday inbox to “Waive” or “Elect” coverage under certain benefit plans for the 2019 plan year. If you do nothing, your elections will default to “Waive” for all benefit plans, with the exception of the plans for which you will be automatically enrolled, as shown on page 5. Open Enrollment : If you are an existing associate, you have from November 1 through November 15, 2018 to complete the Open Enrollment event in your Workday inbox to make your benefit elections for the 2019 plan year. If you do nothing, your current benefit elections, with the exception of Flexible Spending Accounts (FSAs), will carry over for the 2019 plan year. Read more about the FSAs on page 21.

alex ®

We recognize that making your benefit decisions can be daunting and ALEX is here to help!

ALEX is a virtual benefits counselor that can help you decide which benefits are best for you by guiding you through an interactive process, explaining how the plans work, and providing information regarding cost and coverage.

ALEX is accessible at any time from any computer, tablet or mobile device. Talk to ALEX before you make your benefit elections in Workday!

Think about the time you spend online researching and evaluating the cost and quality of certain products before you purchase them, such as a TV, home computer or car. It’s just as important to invest time in evaluating your benefits to determine what’s best for you. ALEX can help and make it worth your time!

ALEX is easy to understand. The experience is designed to be light, jargon-free, and helpful.

ALEX is completely confidential. It does not create, receive, maintain, transmit, collect or store any identifiable end-user information. ALEX is not an enrollment platform for benefits.

New to choosing medical benefits? Unsure of which plan is right for you? Let ALEX be your guide! alex ®

Cigna Choice Fund HRA + Cigna Choice Fund HSA MAA offers two medical plan options through Cigna - the Choice Fund HRA Plan and the Choice Fund HSA Plan. What you pay when you use the plan, along with the amount you pay through your paychecks, varies by plan. That’s why it is important to take the time to understand the differences and choose the option that best meets your needs.

 Access to participating providers and hospitals in Cigna’s Open Access Plus (OAP) Network

 Flexibility to receive care in- or out-of-network. However, when you receive in-network care, your costs are lower

 Routine preventive care covered at 100%

 Coverage for the same types of services

 Once you meet the deductible, coverage is shared with the plan in a coinsurance arrangement until an out-of-pocket maximum is met  When you meet the out-of-pocket maximum, the plan pays 100% for eligible medical and prescription drug expenses for the remainder of the calendar year

 Cigna's Standard 4-Tier Prescription Drug Formulary. Click here to learn more.

 A maintenance medication program called Cigna 90 Now. Click here to learn more.

 Access to Cigna’s Telehealth Connection services through MDLIVE® and Amwell®. Click here to learn more.

 Access to Cigna One Guide service. Click here to learn more.

Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HRA Plan Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HSA Plan

alex ®

ALEX can help you save money on prescriptions!

 Higher Annual Deducible (considered a High-Deductible Health Plan or HDHP)

Lower Annual Deductible



Lower Payroll Contributions

Higher Payroll Contributions



 Comes with a Health Savings Account (refer to “What is a Health Savings Account?” on page 12 for more information) covered under the plan, the Annual Family Deductible is shared. However, the plan includes an embedded Annual Individual Out-of-Pocket Maximum, which means you will not pay more than this amount in a calendar year for any individual covered under the plan.  For prescriptions and all covered services that are not considered routine and preventive, you pay the cost until you meet your deductible. After you meet your deductible, you pay a percentage of the cost.  Click here to see the prescription drugs that are covered under this plan at 100%.  When one or more dependents are

 Comes with a Health Reimbursement Account (refer to “What is a Health Reimbursement Account?” on page 11 for more information)  When one or more dependents are covered under the plan, there is an embedded Annual Individual Deductible and Out-of-Pocket Maximum, which means you will not pay more than these amounts in a calendar year for any individual covered under the plan.  You pay a copay when you have a visit at the doctor’s office or urgent care center for covered services that are not considered routine and preventive.  You pay a percentage for prescription drugs, up to a certain amount.  For all other covered services, including visits to the emergency room, you pay the cost until you meet your deductible. After you meet your deductible, you pay a percentage of the cost.

A Health Reimbursement Account, or HRA, is an account associated with your Choice Fund HRA Plan. The account is administered by Cigna and funded by MAA, as indicated below. When claims are processed, Cigna uses the available funds in your HRA to reimburse you for copays paid at PCP and Specialist office visits and to pay providers for eligible expenses applied to your deductible and coinsurance. Unused funds in your HRA carry over at the end of each year with no limit, as long as you remain covered under the Choice Fund HRA plan. If your coverage terminates under the Choice Fund HRA plan, you forfeit any unused funds in your HRA.

$250 per year

Up to $250 each per year

Automatic contribution upon enrollment and January 1 of each year thereafter

You and your covered spouse (if applicable) can earn wellness incentives by completing various activities throughout the year in our Motivate Me ® program with Cigna. Read more on pages 15-16.

alex ®

Click here to see how an HSA puts you in charge.

A Health Savings Account, or HSA, is a tax-advantaged savings account that works in conjunction with a High-Deductible Health Plan (HDHP). HSA dollars can be used to pay a wide range of qualified medical expenses for you and your covered dependents. Click here for a summary of qualified medical expenses.

You must meet the following IRS requirements to be eligible for an HSA:

 You must be enrolled in a High-Deductible Health Plan, such as the Choice Fund HSA Plan.  You must not be covered under another health plan, including Medicare Parts A and B and TRICARE.  You must not be participating in a Medical Flexible Spending Account (FSA) that reimburses for medical expenses, unless it is limited to work with an HSA.  You must not be claimed as a dependent on another person’s tax return. If you meet the IRS eligibility requirements and enroll in the Choice Fund HSA Plan, an HSA will be opened on your behalf through HSA Bank. Your HSA can be funded by MAA in two ways. In addition, you can fund your HSA with pre-tax payroll contributions. The sum of contributions made by you and MAA cannot exceed the annual IRS contribution limit. The chart below indicates the HSA contribution limits for 2019, as determined by the IRS, for self-only coverage and family coverage (Associate and one or more dependents) along with the contribution amounts that can be made by you and MAA in 2019*.

*If you are between the ages of 55 and 64 in 2019, in addition to the IRS contribution limits indicated in the chart below, the IRS allows you to contribute up to an additional $1,000 to your HSA, which is referred to as a Catch-Up Contribution.

Annual hsa contributions irs limits for 2019 + $3,500 Self-only coverage / $7,000 family coverage

Automatic contribution upon enrollment in the Choice Fund HSA Plan and January 1 of each year thereafter

MAA

$250

$500

Wellness incentives you and your covered spouse can earn by completing various activities throughout the year in our Motivate Me® program with Cigna

MAA

Up to $500

Up to $500/each

You

Up to $3,250*

Up to $6,500**

Pre-tax payroll contributions

*Maximum amount you can contribute depends on the amount of wellness incentives earned in the year. For example, if you earn $500 in wellness incentives, you can contribute up to $2,750 in pre-tax payroll contributions in 2019.

**Maximum amount you can contribute depends on the amount of wellness incentives earned by you and your covered spouse (if applicable) in the year. For example, if you and your spouse earn

$1,000 ($500 each) in wellness incentives,

you can contribute up to $5,500 in pre-tax payroll contributions in 2019.

You should also know the following about your HSA:  Your pre-tax payroll contributions are added to your HSA each pay period, and you may change your HSA contribution at any time during the year through Workday.  Your HSA remains tax-free as long as you use it to pay qualified medical expenses.  You will receive an HSA debit card which can be used at the time of service to pay for eligible expenses or at an ATM to reimburse yourself for eligible expenses you paid out-of-pocket, up to the amount available in your account. You won’t need to submit documentation to substantiate your charges, but it’s important to keep your receipts for all expenses paid from your HSA for tax and recordkeeping purposes.  Money in your HSA can earn interest or investment gains tax-free.  If you withdraw funds for non-medical expenses, you will be subject to income tax and, if you’re under age 65, an additional 20% tax penalty.  Unused funds in your HSA carry over at the end of each year with no limit.  If your coverage terminates under the Choice Fund HSA Plan, the money in your HSA is yours to keep.

Annual Deductible

Individual Individual (Embedded)/Family

$1,250 $1,250/$2,500

$2,500 $2,500/$5,000

$2,000 $4,000

$4,000 $8,000

Out-of-Pocket Maximum includes copays, deductible and coinsurance

Individual Individual (Embedded)/Family

$3,750 $3,750/$7,500 Plan pays 80% You pay 20%

$7,500 $7,500/$15,000 Plan pays 50% You pay 50%

$4,000 $7,350/$8,000 Plan pays 80% You pay 20%

$8,000 $16,000

Plan pays 50% You pay 50%

Co-insurance

No Charge

Not Covered

Preventive Care

Cigna Telehealth Connection Services (MDLIVE® or Amwell®)

You pay $45-$49. After Deductible, you pay 20%

No Charge

Not Covered

After Deductible, you pay 50% After Deductible, you pay 50%

After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

Primary Care Physician (PCP) Office Visit

$30 Copay

Specialist Office Visit

$40 Copay

Urgent Care

$50 Copay

After Deductible, you pay 20%

Emergency Room

Emergency Medical Transportation

No Charge

Inpatient Hospitalization & Professional Services

After Deductible, you pay 20%

After Deductible, you pay 50%

After Deductible, you pay 20%

After Deductible, you pay 50%

After Deductible, you pay 20%

After Deductible, you pay 50%

After Deductible, you pay 20%

After Deductible, you pay 50%

Outpatient Facility & Professional Services

20% ($10 min, $20 max) 30% ($25 min, $50 max) 40% ($50 min, $100 max) 50% ($75 min, $150 max) 20% ($25 min, $50 max) 30% ($50 min, $100 max) 40% ($100 min, $200 max) 50% ($150 min, $300 max)

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

Generic Medications

Preferred Brand Medications

Non-Preferred Brand Medications

Specialty Medications

Generic Medications

Not Covered

Preferred Brand Medications

Not Covered

Non-Preferred Brand Medications

Not Covered

Specialty Medications

Not Covered

ALEX can help you estimate how much you’ll spend in a year between your payroll contributions and what you’ll pay when you use the plan. alex ®

We know that rising health care costs are of concern to our associates, and we want to do as much as we can to help you save money on your medical plan premiums. First, we pay a large portion of your total premium. Second, we reward you if you have not used tobacco in the last 12 months or more by providing a $25 per payroll discount*. Third, we reward you for your continued service by providing the following per payroll discounts:

$80.71

$208.91

$105.71

$183.91

$55.84

$211.27

$80.84

$186.27

$70.71

$218.91

$95.71

$193.91

$45.84

$221.27

$70.84

$196.27

$68.21

$221.41

$93.21

$196.41

$43.34

$223.77

$68.34

$198.77

$65.71

$223.91

$90.71

$198.91

$40.84

$226.27

$65.84

$201.27

$63.21

$226.41

$88.21

$201.41

$38.34

$228.77

$63.34

$203.77

$60.71

$228.91

$85.71

$203.91

$35.84

$231.27

$60.84

$206.27

$225.14

$354.11

$250.14

$329.11

$175.81

$358.40

$200.81

$333.40

$215.14

$364.11

$240.14

$339.11

$165.81

$368.40

$190.81

$343.40

$212.64

$366.61

$237.64

$341.61

$163.31

$370.90

$188.31

$345.90

$210.14

$369.11

$235.14

$344.11

$160.81

$373.40

$185.81

$348.40

$207.64

$371.61

$232.64

$346.61

$158.31

$375.90

$183.31

$350.90

$205.14

$374.11

$230.14

$349.11

$155.81

$378.40

$180.81

$353.40

$146.35

$374.97

$171.35

$349.97

$115.82

$364.97

$140.82

$339.97

$136.35

$384.97

$161.35

$359.97

$105.82

$374.97

$130.82

$349.97

$133.85

$387.47

$158.85

$362.47

$103.32

$377.47

$128.32

$352.47

$131.35

$389.97

$156.35

$364.97

$100.82

$379.97

$125.82

$354.97

$128.85

$392.47

$153.85

$367.47

$98.32

$382.47

$123.32

$357.47

$126.35

$394.97

$151.35

$369.97

$95.82

$384.97

$120.82

$359.97

$279.12

$589.75

$304.12

$564.75

$225.35

$575.97

$250.35

$550.97

$269.12

$599.75

$294.12

$574.75

$215.35

$585.97

$240.35

$560.97

$266.62

$602.25

$291.62

$577.25

$212.85

$588.47

$237.85

$563.47

$264.12

$604.75

$289.12

$579.75

$210.35

$590.97

$235.35

$565.97

$261.62

$607.25

$286.62

$582.25

$207.85

$593.47

$232.85

$568.47

$259.12

$609.75

$284.12

$584.75

$205.35

$595.97

$230.35

$570.97

*Click here to read the Notice for MAA-Sponsored Wellness Program.

In addition to improving your health and the way you feel, participation in our wellness programs can help you save on your out-of-pocket medical plan costs. Through our MotivateMe® platform with Cigna, associates and spouses covered under our medical plans will have the opportunity to earn incentives throughout the year in the form of contributions to their HRA or HSA by completing certain wellness-related activities, such as an annual physical, biometric screening, age/gender-specific screenings, Health Risk Assessment and online health coaching programs on myCigna.com, and more. Click here for more information.  Associates and Spouses covered under the Cigna Choice Fund HRA plan will be able to earn up to $250 each per year.  Associates and Spouses covered under the Cigna Choice Fund HSA plan will be able to earn up to $500 each per year.

Click here to read the Notice for MAA-Sponsored Wellness Program.

Click here to download Cigna’s Wellness Screening Form. You and your covered spouse (if applicable) should take this form with you to your doctor’s office when obtaining a wellness screening (biometric screening). Your completed form must be submitted to Cigna in order to receive the incentive. Forms may be sent by mail, fax, or you can upload your form online at myCigna.com.

alex ®

Get connected with the myCigna Mobile App to access your ID card, find a doctor, manage your claims, track your account balance and complete activities & track your progress toward your rewards through Motivate Me !

You can also view your incentives information by downloading the myCigna Mobile App.

Health Assessment Biometric Screening

$25 $50

$50

1 per year 1 per year

$100

Preventive care, validate by claim:

Adult Physical

$75 $50 $50 $50 $50 $50 $25

$150 $100 $100 $100 $100 $100

1 per year 1 per year 1 per year 1 per year 1 per year 1 per year 1 per year

Annual OB/GYN Exam

Cervical Cancer Screening Routine Mammogram Colon Cancer Screening

Prostate Screening

Flu Shot

$50

Maternity Support

Healthy Pregnancies, Healthy Babies

$50

$100

1 per year

Other Programs

1 per program, up to 4 per year

Online Health Coaching

$25

$50

$100

$200

Telephonic Coaching-Chronic Only

1 per year

Once per year upon earning 20 stars

Apps & Activities (Digital Engagement)

$50

$100

Self-Reported Activities Participation in local fitness events (i.e., the 5k, marathon, triathlon, obstacle races, charity races.) Financial Wellness Programs (i.e., budgeting, debt elimination, retirement planning.) Maximum amount of incentives an Associate and Spouse are eligible to receive in a plan year:

1 per activity, up to 4 per year 1 per activity, up to 4 per year

$25

$250 per member

$500 per member

If it is unreasonably difficult due to a medical condition for you to achieve a standard for a reward under this program, contact the Benefits department at (877) 277-2327, we will work with you to develop another way to qualify for a reward.

Cigna Dental PPO Low Option + Cigna Dental PPO High Option

MAA offers two dental plan options through Cigna. Both plans give you the flexibility to receive care in or outside of Cigna’s DPPO Network. However, when you receive care in-network, your costs are lower. Those who need less care can pay less by choosing the Low Option, while those who need more care, including Orthodontia, can choose the High Option.

To see if a provider is in the network, log on to myCigna.com or use the myCigna mobile App. alex ® 2019 bi-Weekly associate payroll contributions by dental plan option & coverage level Dental PPO Low Option Dental PPO High Option

Employee Only

$8.77

$10.57

Employee + Spouse

$18.42

$22.19

Employee + Child(ren)

$15.79

$23.24

Employee + Family

$21.05

$31.70

Based on Contracted Fees

MaximumReimbursable Charge (MRC)

Based on Contracted Fees

MaximumReimbursable Charge (MRC)

Reimbursement Levels

Calendar Year Deductible

Individual Family

$50 $150

$1,500 per person Applies to Class I, II, III expenses

$2,500 per person Applies to Class I, II, III & IX expenses

Calendar Year Benefits Maximum

Class I: Diagnostic & Preventative Oral Exams, Cleanings, X-rays, Fluoride Application, Sealants Class II: Basic Restorative Fillings, Periodontics, Oral Surgery, Repairs to Bridges, Crowns and Dentures Class III: Major Restorative Inlays and Onlays, Prosthesis Over Implant, Crowns, Bridges, and Dentures Class IV : Orthodontia Coverage for Adults & Children Lifetime Benefits Maximum: $2,500

Plan pays 100%

Plan pays 100% of MRC

Plan pays 100%

Plan pays 100% of MRC

After Deductible, Plan pays 80% You pay 20%

After Deductible, Plan pays 80% of MRC You pay remainder

After Deductible, Plan pays 80% You pay 20%

After Deductible, Plan pays 80% of MRC You pay remainder

After Deductible Plan pays 50% You pay 50%

After Deductible Plan pays 50% of MRC You pay remainder

After Deductible Plan pays 60% You pay 40%

After Deductible Plan pays 60% of MRC You pay remainder

No Deductible Plan pays 50% up to Lifetime Benefits Maximum

Not Covered

Class IX: Implants

After Deductible, Plan pays 50% You pay 50%

After Deductible, Plan pays 50% You pay remainder

Not Covered

Click here for the benefit summary for the Cigna PPO Low Option. Click here for the benefit summary for the Cigna PPO High Option.

MAA offers a comprehensive vision plan through Cigna. The plan offers you the flexibility to see eye care professionals in or out of Cigna’s Vision Network. However, when you receive care in-network, your costs are lower. When you see an eye care professional outside the network, you will pay in full at the time of service and file a claim to Cigna for reimbursement, up to the amounts indicated on the next page.

(Begins on January 1)

You pay a $10 Copay, plan pays the rest

Up to $45 reimbursement

Eye Exam

12 months

Materials Copay

$20 Copay

n/a

12 months

Eyeglass Lenses Allowances: (One pair per frequency period)  Single Vision  Lined Bifocal  Lined Trifocal  Progressive  Lenticular

12 months 12 months 12 months 12 months 12 months

Plan pays 100% after copay Plan pays 100% after copay Plan pays 100% after copay Plan pays 100% after copay Plan pays 100% after copay Plan pays up to $150, 20% discount on amount over allowance

Up to $40 reimbursement Up to $65 reimbursement Up to $75 reimbursement Up to $75 reimbursement Up to $100 reimbursement

Frame Retail Allowance* (One per frequency period)

Up to $83 reimbursement

24 months

Contact Lens Allowance* (One pair or single per frequency period)  Elective  Therapeutic

Plan pays up to $130 Plan pays 100%

Up to $105 reimbursement Up to $210 reimbursement

12 months 12 months

* Contact Lens Allowance in lieu of Frame Allowance (may not receive contact lenses and frames in same benefit year).

Employee Only

$2.63

Employee + Spouse

$5.26

Employee + Child(ren)

$5.65

Employee + Family

$8.95

Click here for the benefit summary for the Cigna Vision Plan.

Unsure of how much to put aside for medical expenses? Let ALEX recommend how much to contribute to maximize your savings! alex ®

Flexible Spending Accounts (FSAs) allow you to set aside pre-tax dollars from your paychecks to pay for qualified medical and/or dependent care expenses. Because that portion of your income is not taxed, you end up with more money in your pocket. Below you’ll find information on the FSAs offered by MAA and administered by Discovery Benefits. MAA offers three types of Flexible Spending Accounts (FSAs) – a Medical FSA, a Limited FSA and a Dependent Care FSA. Below is a chart that provides an overview of each plan.

Must be enrolled in the Cigna Choice Fund HSA Plan with Health Savings Account

You and your spouse (if applicable) must be working, looking for work, or be full time students

Cannot be enrolled in a Health Savings Account (HSA)

Eligibility Requirements

Medical copays, deductibles, and coinsurance, prescription drugs,

Dental and vision expenses not paid by insurance, such as dental work, orthodontics, dentures, vision exams, prescription glasses, contact lenses, and laser eye surgery

Pre-school and after-school care, day care providers, and summer day camps

dental and vision expenses not paid by insurance, and certain over-the-counter products such as contact lens solution and band aids

Examples of Eligible Expenses

Minimum Annual Election

$130

Maximum Annual Election

$2,650

$5,000

January 1 or when participation begins, if later

As they are contributed from your paycheck (bi-weekly)

When are funds available?

Dates for which eligible expenses can be incurred

January 1- December 31

FSA Debit Card, filing a claim for reimbursement, or enrolling in Recurring Dependent Care

FSA Debit Card or filing a claim for reimbursement

FSA Debit Card or filinga claim for reimbursement

Ways to spend your FSA Dollars

Amount that can be carried over to the next plan year

$500

n/a

90 days following the end of the plan year

Claims Run-Out Period

Click here to learn more about each type of FSA, the FSA Debit Card, the $500 carry over feature, and more!

 You may only elect to participate in an FSA during your initial enrollment period (as a new associate eligible the 1st of the month on or after 30 days of employment), during an annual open enrollment period, or following a Qualifying Life Event which permits an election to participate between annual open enrollment periods.  After you elect to participate in an FSA, you may only change your election following a Qualifying Life Event, which permits election changes between annual open enrollment periods.  FSA elections do not carry over from one year to the next. You must make a new election each year during the annual open enrollment period.

To help you understand the differences between the Health Reimbursement Account (HRA), the Health Savings Account (HSA), the Limited Flexible Spending Account (FSA) and the Medical Flexible Spending Account (FSA), please review the table below.

Health reimbursement account (HRA)

Limited flexible spending account (fsa)

Medical flexible spending account (fsa)

Feature

Health savings account (hsa)

You must:



Only have medical coverage under a High Deductible Health Plan (HDHP), such as the Cigna Choice Fund HSA plan

You must be enrolled in a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA), such as the Cigna Choice Fund HSA medical plan

You cannot be enrolled in a High Deductible Health Plan (HDHP) and Health Savings Account (HSA)

You must be enrolled in the Cigna Choice Fund HRA medical plan

 

Not be enrolled in Medicare

Eligibility requirements

Not be participating in a Medical FSA (you may be enrolled in the Limited FSA as an alternative) Not be claimed as a dependent on someone else’s tax return



Who owns the account?

MAA

You

MAA

Who administers the account?

Cigna

HSA Bank

Discovery Benefits

Who can contribute to the plan?

MAA

You and MAA

You

MAA will contribute:



  

$250 when you cover one or more children (no spouse) Up to $250 each for you and your spouse based on completion of wellness activities through Cigna’s Motivate Me ® Program

$250 for self-only coverage

$500 for family coverage



Up to an additional $500 for you and your spouse based on completion of wellness activities through Cigna’s Motivate Me ® Program You may contribute: Up to $3,250 for self-only coverage

What are the annual contributions for 2019?

You may contribute up to $2,650

  

Up to $6,500 for family coverage

Up to an additional $1,000 if you are between the ages of 55 and 64 in 2019

N/A (only MAA contributes)

You may change your contributions as a result of a qualifying life event

Are mid-year contribution changes allowed?

You may change your contributions at any time

January 1 or the date your coverage begins

When are the funds available?

As they are deposited into your account

As medical claims are incurred, Cigna uses the funds to pay expenses applied toward your out-of-pocket costs, such as copays, deductible, and coinsurance Unused funds carry over from year to year if you remain covered under the Choice Fund HRA plan. If you cease to be covered by the Choice Fund HRA plan, the balance is forfeited

You can access your funds by HSA debit card, online bill pay, HSA checkbook, and/or medical auto claim forwarding through Cigna

You can access your funds by FSA debit card or submitting a claim for reimbursement.

How are the funds used?

You may carryover up to $500 to the next year. Any additional remaining amounts are forfeited

You may carryover up to $500 to the next year. Any

What happens to funds at the end of the plan year?

Unused funds carry over from year to year

additional remaining amounts are forfeited

Can you take the account with you if you leave MAA?

No. You may submit claims incurred through your termination date

Yes

N/A (only MAA contributes to this account and you are not taxed on the MAA contributions or qualifying distributions)

Your payroll contributions are withheld before taxes and qualifying distributions are tax-free

Your payroll contributions are withheld before taxes and qualified distributions of contributions and earnings are tax-free

What are your tax advantages?

MAA provides eligible associates with Basic Life* and Accidental Death & Dismemberment (AD&D) insurance through Lincoln Financial Group at no cost to you. As a new associate, your coverage begins on the first of the month on or after 90 calendar days of employment and is equal to 1x your annual base salary, rounded to the next $1,000 with a minimum of $50,000 and maximum of $500,000. *You must designate at least one beneficiary for your Basic Life insurance in Workday. However, you may also designate a beneficiary for your coverage under the Basic AD&D, Optional Employee Life and Optional Employee AD&D plans. You may change your beneficiary designation(s) at any time in Workday.

The IRS requires that you be taxed on the value of employer-provided group term life insurance for coverage over $50,000. The taxable value of this life insurance coverage is considered imputed income. Although you don’t receive cash, you are taxed as if you received cash in an amount equal to the value of the coverage. You will see the group term life tax accounted for on your biweekly paycheck.

You can elect additional life insurance coverage for yourself and your eligible dependents under the Optional Life Insurance Plan through Lincoln Financial Group. However, in order to elect coverage for your eligible dependents, you must elect additional coverage for yourself.

Medical underwriting or evidence of insurability may be required in certain situations. Your coverage options, along with the plan features and rates, are summarized in the tables on the following pages.

Feature

You

Your spouse

Child(ren)

$5,000 increments, not to exceed the lesser of 50% of your Basic and Optional Life coverage amounts combined or $250,000

$5,000 increments up to $15,000 for children up to age 26 (election must be the same for all children)

1x – 5x annual base salary, rounded to the next $1,000, up to $500,000

Coverage Amount

Guarantee Issue

$300,000

$50,000

N/A

A health statement is required for the following:  If the amount is greater than Guarantee Issue at initial new hire enrollment If previously waived, for any amount when elected as a result of a Qualifying Life Event 

A health statement is required for the following:  If the amount is greater than Guarantee Issue at initial new hire enrollment  If previously waived, for any amount when elected as a result of a Qualifying Life Event  If previously waived, for any amount when elected during annual open enrollment

Evidence of Insurability (Statement of Health)

Not Required



If previously waived, for any amount when elected during annual open enrollment If previously elected, for any amount over one level (i.e.2x to 3x) or the Guarantee Issue



If previously elected, for any amount over one increment or the Guarantee Issue

Accelerated Death Benefit (advances part of your death benefit when diagnosed with a terminal condition)

50% to a maximum of $500,000

N/A

Ages 70-74: reduced to 65% Ages 75 & up: reduced to 50%

No reduction Coverage ends at age 26

Reduction Schedule

Conversion to a Private Policy

Yes

Portability after your employment ends

Yes

$0.055 per $1,000 (for 1 or more children)

Coverage Rate (bi-weekly)

Refer to table on page 24

alex ®

Make sure you have at least one beneficiary designated for your Basic Life insurance in Workday!

Employee Rate per $1,000

Spouse rate per $1,000

Less than 30

$0.032

Age 40; 2x annual base salary elected $40,000 x 2 = $80,000 benefit $80,000 divided by $1,000 = 80 x $0.074 = $5.92 per payroll

30-34

$0.037

35-39

$0.051

40-44

$0.074

45-49

$0.115

Age 40; $50,000 $50,000 divided by $1,000 = 50 x $0.074 = $3.70 per payroll

50-54

$0.198

55-59

$0.360

60-64

$0.540

$15,000 elected $15,000 divided by $1,000 = 15 x $0.055 = $0.83 per payroll

65-69

$1.019

70 and over

$1.588

Employee-paid optional, spouse and child accidental death & dismemberment (AD&D) You can elect additional AD&D coverage for yourself and your eligible dependents under the Optional AD&D Plan through Lincoln Financial Group. However, in order to elect coverage for your eligible dependents, you must elect additional coverage for yourself. Your coverage options, along with the plan features and rates, are summarized in the tables below.

Feature

You

Your spouse

Child(ren)

$5,000 increments, not to exceed the lesser of 50% of your Basic and Optional AD&D coverage amounts combined or $250,000

1x – 5x annual base salary, rounded to the next $1,000, up to $500,000

$5,000 increments up to $15,000 for children up to age 26 (election must be the same for all children

Coverage Amount

Evidence of Insurability (Statement of Health)

Not required

Ages 70-74: reduced to 65% Ages 75 & up: reduced to 50%

Reduction Schedule

N/A

Coverage Rate (biweekly)

$0.009 per $1,000

$0.0138 per $1,000

Disability benefits Short-Term and Long-Term Disability insurance provides you with income protection if you are unable to work due to a non-work related illness or injury. MAA provides disability insurance through Lincoln Financial Group at no cost to eligible full time associates.

If you are out of work due to a non-work related injury or illness, you have a seven day elimination (waiting) period before your benefits begin. During that time, you must use available Sick Time and/or PTO. If your disability claim is approved by Lincoln Financial Group, your STD benefits will begin on the eighth day of absence, as indicated in the table below. STD benefits are paid to you by MAA, according to the normal biweekly payroll schedule.

In the event your disability continues beyond the duration of benefits for STD, your LTD benefits will be paid to you directly by Lincoln Financial Group as indicated in the following table.

Disability Plan

When benefits begin

Duration of benefits

Payments

Maximum benefit

8th day of absence from work due to a non-work related injury or illness

Short-Term Disability

26 weeks (includes 7-day elimination period)

60% of weekly earnings*

$2,000/week

To age 65 or as determined by the plan

Long-Term Disability

181st day of disabling condition

60% of monthly earnings* $10,000/month

*Earnings are defined as base salary plus bonuses and/or commissions paid in the prior calendar year.

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