UC Only Staff Onboarding Binder 2021

NEW HIRE ONBOARDING GUIDE 202 1

COLLEGE OF MEDICINE UC Staff

College of Medicine

Facilities: •

Employee Lease

UC Health Physician Offices University of Cincinnati Medical Center Daniel Drake Center for Post- Acute Care West Chester Hospital Lindner Center of HOPE

•

• •

•

UC College of Medicine Vision: To be indispensable through excellence in education, research, and patient care.

Next Lives Here At the University of Cincinnati, we realize the impact our teaching, research and service can have on our community and the world. So, we don’t wait for change to happen. We break boundaries, boldly imagine, and create what’s Next. To us, today’s possibilities spark tomorrow’s reality. That’s why we are leading urban public universities into a new era of innovation and impact. We're about engaging people and ideas - and transforming the world. We are UC. Welcome to what's Next.

Next Lives Here is a 10-year strategic direction purposefully designed to position the University for long-term, sustained success that sets us apart. As a member of the University of Cincinnati, you play an invaluable role in the success of the university’s Strategic Direction.

Next Lives Here is comprised of three platforms and nine pathways—each of which is designed to enrich and reinforce the others. In fact, we believe the biggest breakthroughs are likely to occur at the intersections of these pathways. At the highest level, we’re striving to create a mature ecosystem for innovation, inclusion and impact.

Next Lives Here: Platforms & Pathways Explained Academic Excellence Platform A commitment to student success coupled with distinctive research and creative scholarship, teaching, and service will always be the bedrock of our mission. To accelerate student success and graduate impact-driven leaders, we must attract, invest in, and celebrate the people who comprise UC. Through the development of our faculty, staff and students and transformative curricular, scholarly, and operational excellence we will pioneer new ways of thinking, creating, and doing. Bearcat Promise Bearcat Promise seeks to proactively assist students in creating a personalized path to achieving success. Through transformative curricular, scholarly, and operational excellence, we can better serve our students and prepare them to meet the needs of our rapidly changing world. Faculty Investment Greater investment in our faculty allows us to pursue and retrain high-caliber talent whose research and teaching positively impacts student success, our region and the world. By working together in creative and strategic ways we can fuel discovery and learning that leads to social transformation. Staff Enrichment It is vital we foster a workplace environment that enables staff to contribute to UC’s success. Through investments in the personal and professional growth of our employees, we can ensure employee fulfillment, an effective organization, and quality student experience. Urban Impact Platform The well-being of our institution is inherently linked with the physical, social, and economic health of our community and city. Cincinnati, and its business, civic, education, and cultural offerings, provides an opportunity to reach beyond our campuses to lead real-world learning, problem-based research and scholarship, and creative endeavors that address the multifaceted challenges affecting individuals and communities in our increasingly urbanized society. Only through collaborations and partnerships with external counterparts can we improve the human condition and advance the institution, city, state, and world. Urban Futures Urban Futures is focused on partnering to overcome barriers and apply innovative, scalable solutions to the challenges that urbanization poses to our region. UC researchers are working with external partners to accelerate economic growth and socio-economic mobility to create a better future for all. Urban Health Urban Health is leveraging and aligning the expertise of the university with the strengths of the community to address issues related to the health and well-being of our region. Through interdisciplinary approaches we are co-creating solutions and working together to develop an inclusive, diverse, and culturally competent healthcare workforce. CPS Strong CPS Strong establishes a model to engage and empower Cincinnati Public School students. By aligning programs and services to ensure readiness, create access, and foster success, we can achieve educational transformation and positively impact the future of our university and our city. Innovation Agenda We are dedicated to pushing limits and challenging minds by providing the space and opportunity for people from diverse backgrounds to connect, imagine, and discover. The formation of new collaborations and partnerships linking UC’s talent in transformative ways—both internally and externally—provides a platform to advance and enrich experiences, ideas, and outcomes. 1819 Innovation Hub The 1819 Innovation Hub brings university talent, industry, and community together in a space free from barriers that hinder innovation—allowing ideas to be unleashed and curated. It’s a one-stop destination for the university, the city, and world beyond to co-locate, bring ideas to life, and solve today’s most complex problems. Co-op 2.0 UC invented cooperative e and expanding the reach of experiential leaning to all corners of the university. Moving forward, all UC students can be placed in learning experiences that are career-oriented, transcripted, and compensated to meet the needs of our global workforce. Inclusive Excellence Inclusive Excellence works to bring out the best in our students, faculty, and staff by valuing their unique backgrounds, experiences, and perspectives. By leading with courage and compassion and welcoming and leveraging individual contributions we can collaborate, create, innovate, and compete in a global society.

UC Core Values

Innovation

Inclusion

Impact

Challenging existing practices and paradigms and discovering the unknown.

Intentionally engaging all people and seeking the contribution of diverse ideas.

Positively transforming our community and society in measurable ways.  Displays an eagerness to improve Focuses on quality results  Attains results through positive actions Is a solution seeker  Takes positive action to meet growing responsibility

 Seeks innovative solutions

 Embrace freedom and openness by working to create an environment that is safe and affirming, one that nurtures independent thinking and the free and open expression of ideas  Practice civility by extending to those we meet the same respect, cooperation and caring that we expect from others.  Enthusiastically works with all employees at all levels, capitalizing on their strengths  Actively seeks opinions and ideas from people of varied background and experiences to improve decisions.

 Fosters a curiosity for innovative possibilities

 Serves as a champion of change

 Constantly strives to redefine the standard of excellence in everything we do  Creates a work environment that encourages creative thinking and innovation

 Builds reliable networks before they are needed

 Focuses on enhancing efficiencies

 Strives to create a positive

student and employee experience

 Explores new ideas,

methodologies, different positions, and alternatives to reach outcomes

 Introduces new concepts or strategies that significantly

 Values and incorporates

contributions of people from diverse backgrounds

improve or revise the way business is done.

PROCESS: Three primary systematic steps with ongoing coaching conversations throughout the cycle.

Goal Setting is an outcome-based approach to performance management and is part of the first step in our performance review process. You will work closely with your supervisor to establishing goals for the upcoming year. KEY PARTICIPANTS:

For Employees starting July 1 though February 28, t he Goal Setting form will be launched in SuccessFactors on the first Monday of the month following your date of hire – you will have 30 days to complete the Goal Setting process. You will receive a notification via your UC Email account. For resources and training: Please see the “GPS Education” tile in SuccessFactors. For help accessing the “GPS Education” tile: https://mailuc.sharepoint.com/sites/HR-StaffSuccessCenter/SitePages/GPS-Education-Tile.aspx

Section 2: Retirement Savings 2020

COLLEGE OF MEDICINE Staff

RETIREMENT SAVINGS

BASICEMPLOYER CONTRIBUTIONS UCOFFERSTHE FOL OWNI G RETIREMENT CONTRIBUTIONSINLIEUOFCONTRBIUTING TO SOCIAL SECURITYA. S STATE OF OHIO PUBLICEMPLOYEES, EMPLOYEESWILLNOT CONTRIBUTETO SOCIAL SECURITY.

OPTION 1: OPERS: OHIO PUBLIC EMPLOYEERETIREMENT SYSTEM*

□ AVAILABLE TO FULL-TIME DANPART-TIME EMPLOYEES □ VESTING SCHEDULE APPLIES □ UC CONTRIBUTION: □ 11.5% - DEFINED CONTRIBUTION PALN □ 14% - DEFINEDBENEFIT PLAN □ 12% - COMBINED PLAN □ EMPLOYEE MANDAT ORY CONTRIBUTION – 10%

PLAN INFORMATOIN

OPTION 2: ARP: ALTERNATIVE RETIREMENT PLAN*

□ AVAILABLE TO FULL-TIME (100% FTE) EMPLOYEES □ DEFINED CONTRIBUTION PLAN □ IMMEDIATE VESTIGNSCHEDULE □ UC CONTRIBUTES 11.56% OF EMPLOYEE’S ELIGIBLE PAY □ EMPLOYEE MANDAT ORY CONTRIBUTION – 10%

ARP PLAN ADMNI ISTRATORS

□ AXA

TIAA VOYA

□ FIDELITY

*MUST ELECT UC RETIREMENT OPTI ON IN FIRST 120 DAYS. ELECTI ON IS IRREVOCABLE.

RETIREMENTSAVINGS

EMPLOYEE VOLUNTARYCONTRIBUTIONS

ELIGIBILITY

ALL EMPLOYEES

EMPLOYEES MAY DIRECT ADDITIONAL RETIREMENT SAVINGS CONTRIBUTIONS TO: □ 403(B) PRE -TAX CONTRIBUTION □ 457(B) PRE-TAX CONTRIBUTION

PLANINFORMATION

□ EMPLOYEEDIRECTEDUPTO ANNUA L IRS LIMIT OF$19,500. □ $6,500CAT CH UPCONT RIBUTIONAVAILABLE FOR AGE 50AND OLDER

EMPLOYEECONTRIBUTION

403(B)AXA, FIDELITY, TIAA, VOYA 457(B) OHIO DEFFERED COMPENSATION

PLANADMINISTRATORS

UC RETIREMENT PROVIDERS & INFORMATION: https://mailuc.sharepoint.com/sites/HR-Benefits/SitePages/RET%20Retirement.aspx

OPERS: 1 (800) 222-7377 www.opers.org

ARP Vendor AXA Equitable

Phone

Website

www.mainstreetfinancialservices.com www.axa-equitable.com www.netbenefits.com/universityofcincinnati

800-551-2423

Fidelity Investments

859-240-2513

TIAA

513-263-2800

https://www.tiaa.org/public/tcm/uc

VOYA Financial

800-451-4702 ext. 4025462 ohioarp.beready2retire.com

University of Cincinnati

RETIREMENT PLAN COMPARISON CHART FOR STAFF

Feature

ARP Defined Contribution

OPERSMember-Directed Plan (Defined Contribution)

OPERS Traditional Pension Plan (Defined Benefit)

OPERS Combined Plan (Defined Benefit and Defined Contribution)

Eligibility

All staff

Eligible staff with appointments of at least 100% FTE

Plan Type

Defined Contribution • Account balance consists of contributionsmade by you andUC, aswell as any investment gains or losses you may have on these contributions. • The benefit amount is determined by your account balance and the payment option(s) you choose when you apply to receive benefits.

Defined Benefit • The benefit amount is based on a formula using your age, years of service credit, and final average salary.

CombinationofDefinedBenefit (DB) and Defined Contribution (DC) • DC portion: Account balance consists of your contributionsand your investment gains or losses. The DC benefit is determined by your account balance and the payment option(s) you choose when you apply to receive benefits. • DB portion: The DB benefit amount isbased ona formulausing your age, yearsof service credit, and final average salary.

• Your pre-tax contribution amount for any of these plans is 10% 1 of your eligible compensatio n

2 per pay.

Employee Contributions

• UC contributes an amount equal to 14% 1 of your eligible compensation 2 per pay to your selected retirement plan, allocated as follows:

University Contributions

• 11.56% 1 goes to your selected ARP account provider. • 2.44% 1 goes to theOPERS Traditional Pension Plan to help fund past service liabilities, as required by law.

• 7.5% 1 goes to your individual OPERS account. • 4% 1 goes to your OPERS Retiree Medical Account (RMA). • 2.% 1 goes to the OPERS Traditional Pension Plan to help fund past service liabilities, as required by law. • .5% Administrative Expense • Your contributionsare immediately vested. • University contributions are fully vestedafter fiveyearsof contributing service in the plan. You are vested in a percentage of university contributions based on years of service credit: 1 Year: 20%; 2 Years: 40%; 3Years: 60%; 4Years: 80%; 5 Years: 100% Retiree Medical Account vesting varies based on date of OPERS membership.

• 14.0% 1 goes to theOPERS Traditional Pension Plan to help fund your future OPERS retirement benefits.

• 12% 1 goes to theOPERS Traditional Pension Plan to help fund your future OPERS DB retirement benefits .(DB)

• 2% 1 goes to theOPERS Traditional Pension Plan to help fund past service liabilities, as required by law. (DC)

• Your contributionsare immediately vested. • University contributions generally are immediately vested.

• Your contributionsare immediately vested. • After 1.5 years of service credit, you are vested for survivor benefits. • After five years of service credit, you are vested for: – an age and service retirement benefit – disability benefits 3 – an additional portion of your contributions are vested after the 5 and 10-year mark • The DC account consists of your contributions, as well as with any investment gains or losses you may have on those contributions. • The benefit amount from the DB portion grows by adding years of service credit (earned or purchased) and with increases to your eligible compensation. • DCportion: Contributions are invested with OPERS. You allocate the contributions among a variety of investment options. You assume all investment risk and pay any associated management fees. • DB portion: OPERS manages all assets to fund your benefits. You assume no investment risk and pay no associated management fees.

Vesting

How Your Benefit Grows

Your account consists of contributionsmade by you andthe university, aswell aswith any investment gains or losses you may have on those contributions.

Your account consists of contributionsmade by you and the university, aswell aswith any investment gains or losses you may have on those contributions.

• You choose an approved ARP provider throughwhich you invest and allocate contributions among a variety of investment options. • You assume all investment risk and pay any associated management fees.

• Contributions are invested with OPERS. You allocate the contributions among a variety of investment options. • You assume all investment risk and pay any associated management fees.

• OPERSmanages all assets to fund your benefits. • You assume no investment risk and pay no associated management fees.

Investment Management and Options

April 2018

Feature

ARP Defined Contribution

OPERS Member-Directed Plan OPERS Traditional Pension

OPERS Combined Plan (Defined Benefit and Defined Contribution)

(Defined Contribution)

Plan (Defined Benefit)

• There are important tax issues associated with how and when you may receive your benefit—consult with your tax advisor for more information.

Taxes

• Your contributions are made on a pre-tax basis; federal and state taxes are deferred until benefits are paid. • Benefits are exempt from local or municipal taxes within Ohio, except school district income tax. • Any investment return your account earns is also tax-deferred.

Tax-Deferred Benefits

• Choose from a number of options 4 : – Leave your account balance with your ARP provider. – Roll the vested portion of your account into another qualified account or IRA. – Receive the vested portion of your account in the following ways: • partial or full cash withdrawal • fixed-period payments over a set number of years

• Choose from a number of options 4 : – Leave your account on deposit for future benefits. – Roll the vested portion of your account into another qualified plan or IRA. – Receive a lump sum refund of your contributions; youalso maybeeligiblefora portionof the employer contributions plus interest. – Receive fixed-period payments over a set number of years. – Receive systematic withdrawals – Receive singleor joint life monthly annuity from the vested portion of

• Choose from a number of options 4 : – Leave your account on deposit for future benefits. – Roll your vested account funds into another qualified plan or IRA. – Receive a lump sum refund of your contributions; you are eligiblefor additional portions of your contributions plus interest after the 5 and 10 year mark. – Receive a retirement pension benefit based on the plan formula.

• For the DC portion, choose from a number of options 4 : – Leave your account on deposit for future benefits. – Roll the vested portion of your account balance into another qualified plan or IRA. – Receive a lump sum refund of your contributions; you also may be eligible for a portion of the employer contributions plus interest. – Receive fixed-periodpayments from the vested portion of your account balance over a set number of years. – Receive systematic withdrawals. – Receive single or joint life monthly annuitywith continuing survivor protection. • For the DB portion, choose from a number of options 4 : – Leave your account on deposit for future benefits. – Roll your vested account funds into another qualified plan or IRA. – Receive a lump sum refund of your contributions; you are eligible for additional portions of your contributions plus interest after 5 and 10 year mark. – Receive a retirement pension benefit based on the plan formula. Youmay beeligiblefor health care, disability, and survivor benefits. Specific eligibility criteria must be met..

Access to Funds at Termination/ Retirement

• systematic withdrawal • single or joint life monthly annuitywithcontinuing survivor protection

your account with continuing survivor protection.

Additional Benefits

No additional benefits other than vested account balance if disabled.

No additional benefits. You will have access to Retiree Medical Account tobe reimbursed for eligible health care expenses and access to vested account balance if disabled.

Youmay beeligibleforhealth care, disability, and survivor benefits. Specific eligibility criteria must be met.

If eligible, there may be a reduction in your Social Security benefit.

Impact on Social Security Benefits

consider your retirement options and personal needs when selecting a

Other Considerations

The above comparison is not a comprehensive list. You should carefully retirement plan.

1 Subject to increase or decrease based on applicable law retirement system mandates. 2 Subject to federal limits. Refer to Retirement Contribution and Distribution Rates link at https://mailuc.sharepoint.com/sites/HR-Benefits/SitePages/RET%20Ale.aspx 3 Based on eligibility requirements. Visit opers.org/members/retire/index.shtml 4 Withdrawals made before age 59½ may be subject to an additional federal tax penalty.

Note: This is intended to be a summary of plan provisions. For additional information, contact theHuman Resources Department, OPERS, and/or your selected ARP provider.

April 2018

RETIREMENT PLAN ELECTION FORM Human Resources Department Administration and Finance University of Cincinnati PO Box 210039 Cincinnati OH 45221-0039 Phone: 513-556-6381 • You have 120 days from the date of your eligible employment to submit this form to the Central HR/Benefits Department. Submit the form to benefits@uc.edu or to the address above. Retain a copy of this form for your records. A confirmation email will be sent when the form has been received. • If you wish to elect OPERS or STRS, simply check the appropriate box in Section 2 below. • If you wish to participate in the Alternative Retirement Plan (ARP), check the appropriate box in Section 2 below and select one of the providers. • If you do not make an election during the 120-day period, you will default to OPERS or STRS, as applicable. • Contact the UC Benefits Office at benefits@uc.edu with any questions.

Instructions:

SECTION 1: PERSONAL INFORMATION – Please type or print.

Employee’s Full Name: First

M.I.

Last

Social Security Number (required)

Home Mailing Address: Street

City

State

Zip

Date of Hire

Date of Birth

Gender

UC ID (required)

ϒ Are you currently receiving a retirement benefit from any State of Ohio retirement system? STRS Have you previously had the option to elect the Alternative Retirement Plan in the State of Ohio? ϒ ϒ If no, continue to Section 2. If yes, which system? OPERS SERS

Yes

If no, continue to Section 2. If yes, date of previous eligibility:

at (name ofschool):

SECTION 2: ELECTION OF RETIREMENT PROGRAM (choose only one)

I elect to participate inthe state retirement system for which I am eligible* • STRS for eligible faculty • OPERS for eligible staff

I elect to participate in the ARP. Select one of the following ARP providers.

AXA/Equitable Fidelity TIAA-CREF VOYA

I understand that by electing to participate in a state retirement system, I am irrevocably waiving my right to participate in the Alternative Retirement Planwhile I am continuously employed at the University of Cincinnati. *If you choose a state retirement system, you have 180 days from your eligibility date to select one of three options within either STRS or OPRS. Contact STRS or OPERS for details.

I understand the mitigating rate applied to the employer contributions is subject to increase or decrease based on applicable law and retirement system mandates. If you elect to participate in the ARP, but you do not chose an ARP account provider and/or open an account with that provider, a default provider and/or default investment will be selected for you. You will have the opportunity to change your default provider and/or default investment at any time.

SECTION 3: AUTHORIZATION

I understand that by electing to participate in the ARP I am irrevocably waiving my right to participate in the eligible state retirement system while I am employed at the University of Cincinnati. I also understand that by electing to participate in the ARP, I will be forever barred from claiming or purchasing service credit under any state retirement system for the period that an election to participate in the ARP is effective. I must complete an enrollment application to activate an account with my selected ARP provider and failure to do so will result in my contributions being sent to the default providers and investments. I hereby certify the election chosen above in Section 2. I understand that I will be able to make an election to participate in another ARP or Ohio public retirement System if I cease to be employed for at least 365 days or am subsequently employed full-time by another Ohio public institution of higher education in a position for which a retirement election is available.

Signature (Digital or electronic signatures not accepted.)

Date

FOR OFFICE OF HUMAN RESOURCES USE ONLY For ARP Elections Only. Contributions made to the applicable state system during the election period to be forwarded to the ARP Provider. The Central Human Resources Department must receive your completed form by 5 p.m. EST on the last business day before the 120 th day. Refer to the ARP Deadline Calendar (http://bit-ly/uc-benefits). for your 120th day deadline.

Annual Compensation EmployeeContributions

Applicable StateSystem: Date eligible for ARP: Date from received: Certified by Title

□ OPERS - 1630 □ STRS Ohio -9430

Total EmployerContributions Less Supplemental Contribution

contributions to applicable state system Employer Contribution to ARP Provider Date of last payroll report with employee

10/2020 (rev)

Section 3: Medical Insurance 2020

COLLEGE OF MEDICINE Staff

MEDICAL INSURANCE

MEDICAL PLAN INFORMATION

65%+ FTE FACULTY 75%+ FTE STAFF

ELIGIBILITY

PLAN INFORMATION (TWO AVAILABLE)

PPO

HDHP

IN NETWORK

OUT OF NETWORK

IN NETWORK

OUT OF NETWORK

ANNUAL DEDUCTIBLE

$1,8 00 INDIVIDUAL $3,6 00 FAMILY

$3,600 PER PERSON $7,400 FAMILY

$6 00 INDIVIDUAL $1, 2 00 FAMILY

$1,2 00 INDIVIDUAL $2,400 FAMILY

ANNUAL HEALTH SAVINGS ACCOUNT FUNDING (UC)

$325 – $825 EE $650 - $1,650 FAMILY *

$32 – $825 EE $650 - $1,650 FAMILY*

NOT APPLICABLE

65% AFTER DEDUCTIBLE

COVERED 100%

PREVENTIVE CARE**

65 % AFTER DEDUCTIBLE

80 % AFTER DEDUCTIBLE

COVERED SERVICES

80% AFTER DEDUCTIBLE

65% AFTER DEDUCTIBLE

TIER 1 (GREATEST VALUE): $20 TIER 2 (BRAND): $40 TIER 3 (HIGHER COST BRAND): $55 TIER 4 (SPECIALTY): 25% CO-INS, $250 MAX

80 % AFTER DEDUCTIBLE

RETAIL PHARMACY

MAIL ORDER 90 DAY SUPPLY (MANDATORY FOR

TIER 1: $40 TIER 2: $80 TIER 3 : $110

80 % AFTER DEDUCTIBLE

MAINTENANCE MEDICATIONS)

RATES VARY BASED ON PLAN SELECTION AND ANNUAL BASE PAY*

EMPLOYEE CONTRIBUTION PLAN ADMINISTRATOR

CHOOSE 2021 NON-AAUP

ANTHEM

* BASED ON TOTAL ANNUAL BASE PAY (UC + UCP) ** AS RECOMMENDED BY THE AMERICAN MEDICAL ASSOCIATION

FOR MORE INFORMATION ON MEDICAL PLANS:

2021 University of Cincinnati Benefit Plan Contributions (Non-AAUP)

Medical Plan Employee Monthly Contributions Non-AAUP: Annual Salary <$40,000 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr.***

Employee (EE) Only

$100 $100 $100 $100

$130.00 $253.00 $278.00 $424.00

$47.00 $94.00 $102.00 $154.00

$825.00

EE + Child(ren)

$1,650.00 $1,650.00 $1,650.00

EE + Spouse/Domestic Partner**

Family

Medical Plan EmployeeMonthly Contributions Non-AAUP: Annual Salary $40,000-$59,999 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr.***

Employee (EE) Only

$100 $100 $100 $100

$138.00 $268.00 $294.00 $450.00

$50.00 $99.00 $109.00 $166.00

$575.00

EE + Child(ren)

$1,150.00 $1,150.00 $1,150.00

EE + Spouse/Domestic Partner**

Family

Medical Plan EmployeeMonthly Contributions Non-AAUP: Annual Salary $60,000-$79,999 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr.***

Employee (EE) Only

$100 $100 $100 $100

$145.00 $283.00 $310.00 $477.00

$53.00 $103.00 $114.00 $178.00

$525.00

EE + Child(ren)

$1,050.00 $1,050.00 $1,050.00

EE + Spouse/Domestic Partner**

Family

Medical Plan EmployeeMonthly Contributions Non-AAUP: Annual Salary $80,000-$99,999 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr***

Employee (EE) Only

$100 $100 $100 $100

$153.00 $298.00 $325.00 $504.00

$56.00 $109.00 $120.00 $193.00

$450.00 $900.00 $900.00 $900.00

EE + Child(ren)

EE + Spouse/Domestic Partner**

Family

Medical Plan Employee Monthly Contributions Non-AAUP: Annual Salary $100,000-$199,999 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr***

Employee (EE) Only

$100 $100 $100 $100

$172.00 $330.00 $366.00 $562.00

$63.00 $122.00 $134.00 $212.00

$350.00 $700.00 $700.00 $700.00

EE + Child(ren)

EE + Spouse/Domestic Partner**

Family

Medical Plan Employee Monthly Contributions Non-AAUP: Annual Salary >$200,000 Family member(s) covered Waiver* PPO HSA/HDHP

UC HSA Cont./yr***

Employee (EE) Only

$100 $100 $100 $100

$177.00 $338.00 $376.00 $578.00

$69.00 $131.00 $145.00 $229.00

$325.00 $650.00 $650.00

EE + Child(ren)

EE + Spouse/Domestic Partner**

Family $650.00 Medical Plan Employee Monthly Contributions Non-AAUP: Annually Appointed Adjunct Faculty**** Family member(s) covered Waiver* PPO HSA/HDHP UC HSA Cont./yr*** Employee (EE) Only N/A $311.38 $92.00 Same as above EE + Child(ren) N/A $607.19 $501.48 Same as above EE + Spouse/Domestic Partner** N/A $669.46 $552.91 Same as above Family N/A $1,027.56 $848.67 Same as above

Page 1 of 3

HEALTH SAVINGS ACCOUNT VISA CARD FROM HealthEquity MONEY DEPOSITED IN TO ACCOUNT TO SPEND – UC CONTRIBUTES TO THE ACCOUNT ON A MONTHLY BASIS ; PRO-RATED FOR START DATE – EMPLOYEES CAN CONTRIBUTE ADDITIONAL AMOUNT UP TO IRS LIMIT – $2.95/MONTH BANKING FREE APPLIES – ACCESS TO FUNDS ARE TYPICALLY AVAILABLE THE FIRST FULL MONTH FOLLOWING BENEFITS ENROLLMENT DEADLINE SPEND ON ELIGIBLE HEALTH CARE EXPENSES – KEEP RECEIPTS; TAX PENALTIES APPLY IF USED INCORRECTLY – TAX DEPENDENTS/SPOUSE CAN USE HSA ELIGIBILITY RULES – ENROLLMENT IN HDHP AT UC – CANNOT BE ENTITLE TO OR ENROLLED IN MEDICARE PART A AND/OR PART B – CANNOT BE COVRED BY A SPOUSES FSA – CANNOT BE COVERED BY ANOTHER MEDICAL PLAN (UNLESS IT IS AN HSA-QUALIFIED PLAN) FLEXIBLE SPENDING ACCOUNT HEALTH CARE FLEXIBLE SPENDING ACCOUNT – NOT AVAILABLE IF YOU ELECT HDHP MEDICAL PLAN

– MINIMUM CONTRIBUTION - $120.00 PER YEAR – MAXIMUM CONTRIBUTION - $2,400.00 PER YEAR DEPENDENT DAY CARE FLEXIBLE SPENDING ACCOUNT – MINIMUM CONTRIBUTION - $120.00 PER YEAR – MAXIMUM CONTRIBUTION PER YEAR • SINGLE OR MARRIED, FILING JOINTLY - $5,000.00 PER YEAR • MARRIED, FILING SEPARATELY - $2,500.00 PER YEAR

Health Saving Account

Flexible Spending Account

Available if HDHP Elected?

YES

Available if PPO or Waiver Elected?

YES

Annual Contribution Maximum

Individual Only: $3,600 2 or More: $7,200

$2 400

Catch up Contribution if 55+

YES: $1000 annually

Balance Forfeited at year end?

YES

Investment Options

YES

ADDITIONAL INFORMATION ABOUT THE HEALTCHARE SAVINGS ACCOUNT AND FLEXIBLE SPENDING ACCOUNT CAN BE FOUND ON THE UC HR WEBSITE:

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Covered Service

Health Saving Account/HDHP In network

Health Saving Account/HDHP Out-of-network

PPO Traditional Plan In network

PPO Traditional Plan Out-of-network

Annual Deductible

$1,800 individual $3,600 family

$3,600 per person $7,400 family

$600 individual $1,200 family Not applicable

$1,200 individual $2,400 family Not applicable

Annual Health Savings Account Funding (UC)

Varies by Annual Base Pay as of 1/1/21

Copayment/co- insurance

As specified

Annual Out-of-Pocket Maximum*

$3,600 individual $7,400 family (includes in network medical and pharmacy expenses) $3,600 individual $7,400 family (non-embedded deductible) (includes in network medical and pharmacy expenses)

$7,400 individual $14,800 family (includes out of network medical and pharmacy expenses)

$1,800 individual $3,600 family (Medical services only, excludes office visit and Rx copays) $8,550 individual $17,100 family (includes copays medical and pharmacy)

$3,600 individual $7,200 family (Medical services, excludes copays)

Plan Maximum Out-of Pocket (per calendar year)**

$7,400 individual $14,800 family

Not applicable (no limit on your out- of- pocket expenses)

(includes in network medical and pharmacy expenses) No maximum, except as specified

Maximum Lifetime Benefit

No maximum, except as specified

Acupuncture

Based on setting where services received.

Based on setting where services received. 65% after deductible

Based on setting where services received.

Allergy Testing and Treatment/Serum

80% after deductible

65% after deductible

Ambulance

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Anesthesia

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Page 1 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Covered Service

Health Saving Account/HDHP In network

Health Saving Account/HDHP Out-of-network

PPO Traditional Plan In network

PPO Traditional Plan Out-of-network

Chiropractic Services

80% after deductible Maximum 20 visits per calendar year

65% after deductible

$30 copay

65% after deductible Maximum 20 visits per calendar year

Maximum 20 visits per calendar year 65% after deductible

Maximum 20 visits per calendar year

Diagnostic Tests (e.g., MRI, CAT, MRA, PET, etc.) and X-Rays Durable Medical Equipment

80% after deductible

65% after deductible

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Emergency Room Visit (covered emergency)

80% after deductible

Same as in network benefit

$200 emergency room copay (waived if admitted) $250 copay non-emergency use of ER

$200 emergency room copay (waived if admitted)

Eye Exams/Refraction

100% Screening

65% after deductible Screening

100% Screening

65% after deductible Screening

Eyewear - Lenses and Frames

VSP Vision Plan

Hearing Screening

100% - screening only 80% after deductible

No coverage

100% - screening only 80% after deductible

No coverage

Hospitalization Room and Board Immunizations (covered by plan and age appropriate)

65% after deductible

100%

65% after deductible

100%

65% after deductible

Page 2 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Covered Service

Health Saving Account/HDHP In network

Health Saving Account/HDHP Out-of-network

PPO Traditional Plan In network

PPO Traditional Plan Out-of-network

Infertility Services Inpatient Services Maternity Care (specialist office visit copay applies)

Refer to Plan Documents

No coverage

Refer to Plan Documents

No coverage

80% after deductible

65% after deductible

80% after deductible

65% after deductible

80% after deductible

65% after deductible

$50 copay first visit only by participating providers at participating facilities

65% after deductible

Mental Health Inpatient 80% after deductible

65% after deductible 65% after deductible

80% after deductible

65% after deductible 65% after deductible

Mental Health Outpatient (primary care office visit co-pay applies)

80% after deductible

$30 copay per visit 65% without pre-authorization

Office visit- primary

80% after deductible

65% after deductible

$30 copay

65% after deductible

Office visit-specialist

80% after deductible

65% after deductible

$50 copay

65% after deductible

Outpatient services (e.g., surgery, pathology, MRI, surgical supplies, etc.)

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Physician Services - inpatient

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Page 3 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Covered Service

Health Saving Account/HDHP In network

Health Saving Account/HDHP Out-of-network

PPO Traditional Plan In network

PPO Traditional Plan Out-of-network

Retail Health Clinic Live Health Online Routine Physical Exams (including associated diagnostic tests and X- rays)

80% after deductible

65% after deductible

$30 copay (primary) $50 (specialist)

65% after deductible

100% (as recommended by the American Medical Association)

65% after deductible

100% (as recommended by the American Medical Association)

65% after deductible (as recommended by the American Medical Association)

Skilled Nursing Facilities

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Substance Abuse Inpatient Substance Abuse Outpatient

80% after deductible

65% after deductible

80% after deductible

65% after deductible

80% after deductible

65% after deductible

Paid on the same basis as other outpatient treatment

Therapy Services (e.g., Physical, Speech, Occupational)

80% after deductible

65% after deductible

Outpatient: $30 copay

65% after deductible

Max 60 visits/yr all therapy types combined

Urgent Care Center

80% after deductible

65% after deductible

$50 copay

65% after deductible

Well-Baby/ Well- Child Care (ROUTINE)

100% (as recommended by the American Academy of Pediatrics)

65% after deductible (as recommended by the American Academy of Pediatrics)

100% (as recommended by the American Academy of Pediatrics)

65% after deductible (as recommended by the American Academy of Pediatrics)

Page 4 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Covered Service

Health Saving Account/HDHP In network & Out-of-network

PPO Traditional Plan In network & Out-of-network

Prescription Drugs (Anthem Rx4)

80% after deductible

Retail pharmacy copay per prescription (1): $20 Tier 1: Drugs that offer greatest value including generic versions of brand name drugs. $40 Tier 2: Brand name drugs that are generally more affordable; may

drugs.

$55 Tier 3: Higher cost brand name drugs (may have generic version Tier 1) Tier 4: 25% co-insurance ($250 per prescription/purchase maximum) specialty drugs used to treat chronic conditions; may require special handling or management.

90- day prescription fills are not available at a retail pharmacy (except CVS).

Mail order (or through CVS retail) for a 90-day supply of maintenance medications see below): $40 Tier 1 $80 Tier 2 $110 Tier 3 Tier 4: 34 day supply available through mail order Pharmacy copays apply to Plan Out-of-Pocket Maximum; see Page 1. *Out- of- network subject to co- insurance and deductible. Mandatory Mail Order your copay will double if you purchase your maintenance meds at a retail pharmacy (other than CVS) after the 2 nd 30 day fill. Anthem Home Delivery is available for maintenance medical purchases.

Diabetic Supplies

80% after deductible

80% diabetic supplies such as lancets, pen needles, test strips and autolet devices. Excludes drugs not requiring a prescription (except injectable insulin), drugs administered while hospitalized or covered by

Page 5 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

Additional Information Searching for an Anthem provider? Visit www.Anthem.com.

Care

choose

- HDHP). Follow the rest of the prompts for specialties, provider names. Add Sydney info here? Looking for information about medical services, prices or information about your claims? Visit Sydney Health a mobile app you can access with Anthem password. Be Well UC : Visit this site to learn more about your one-stop resource for wellness at UC: https://bit.ly/bewelluc. For details about the plans and to find more information about Behavioral Health services contact Anthem at 844-249- -537.2. Coverage and payment for services subject to the Mental Health Parity Act. Discounts available through University of Cincinnati Physicians. Exclusions and Limitations: All plans are subject to exclusions, limitations and periodic updates. To receive maximum benefits under the plans, eligible services must be provided by participating providers. Any services prov specifications may not be eligible for benefits. All non-network services under the plans are subject to Usual, Customary, and Reasonable (UCR) limits. UCR limits are determined by the insurance company and subject to change. Acceptance of UCR limits is at the discretion of the non-network provider. If the non- network provider does not accept the UCR limit, you are responsible for any amount not covered by UCR in addition to the deductible, copay and out-of- pocket limit. All services must be medically necessary. Pre-approval must be obtained for all non-routine services. Advance approval for elective admission is required. The plan must be notified immediately upon emergency admission. A medically appropriate length of stay is assigned for each admission, and the need for continued hospital stay is evaluated during the admission to avoid unnecessary hospital stay. Case management may authorize coverage for lower cost treatment alternatives which are also medically appropriate. The Plan Document governs payment of benefits. * The out-of-pocket maximum limits the amount of money you will pay during a calendar year for medical expenses. It includes your deductible and any coinsurance you pay for qualified medical expenses during the calendar year. ** The Plan out-of-pocket maximum includes all expenses paid toward the annual out-of-pocket maximum, as well as copays for office visits and prescription drugs. After you have paid the amount indicated in the chart the Anthem plan will pay 100% of all eligible medical and prescription expenses for the calendar year for you and your family, if applicable. For further information visit https://bit.ly/uc-benefits.

Page 6 of 7 Rev. 10/2020

University of Cincinnati Medical Plan Summary and Comparison Non AAUP - Effective January 1- December 31, 2021

HSA/HDHP The HSA/HDHP has a non-embedded deductible deductible. Once the family deductible is met, the plan will pay 80

out-of-pocket maximum is

reached. The individual deductible does NOT apply when family members are covered. The HSA/HDHP plan also has a non-embedded out-of-pocket which means if you, the subscriber, are the only person covered by this plan, only the ) . -of- pocket amounts can be satisfied by one family member or a combination of family members. Once the family out-of-pocket is met, it is considered met for all family members. The network and out-of-network pocket maximums are separate and cannot be combined. PPO The PPO has an embedded deductible . If you elect to cover dependents, both the individual and family deductible amounts apply. The family deductible amounts can be satisfied by any combination of family members, but you could satisfy your own individual deductible before the family deductible is met. Once you meet your individual deductible, the plan will pay 80% of your eligible expenses. This may occur before another family member reaches his/her deductible. Once the family deductible is met, all family eligible expenses will be paid at 80% until the family out-of-pocket maximum is met. The PPO plan has an embedded out-of-pocket -of- pocket amounts can be satisfied by any combination of family members, -of-pocket amount before the -of- -of- fam -of- -of-pocket is met. The network and out-of-network out-of-pocket maximums are separate and cannot be combined. Note: Medical out-of-pocket does not apply to the pharmacy out-of- pocket. The pharmacy out-of-pocket for an individual is $8,850 per person per calendar year. The combined family maximum out-of- pocket (medical and pharmacy) is $17,100 per family per calendar year.

The network and out-of-network out-of-pocket maximums are separate and cannot be combined. Explanations above based on network services.

Page 7 of 7 Rev. 10/2020

Section 4 : Additional Insurance 2020

COLLEGE OF MEDICINE Staff

DENTAL INSURANCE DENTAL PLAN INFORMATION

65%+ FTE FACULTY 75%+ FTE STAFF

ELIGIBILITY

PLAN INFORMATION

COMPREHENSIVE W/ ORTHO $50 PER PERSON $150 FAMILY DOES NOT APPLY TO DIAGNOSTIC, PREVENTIVE, OR ORTHO SERVICES $2,000 PER PERSON, EXCLUDING ORTHODONTIC SERVICES

BASIC

COMPREHENSIVE

$50 PER PERSON $150 FAMILY DOES NOT APPLY TO DIAGNOSTIC OR PREVENTIVE

$50 PER PERSON $150 PER FAMILY

ANNUAL DEDUCTIBLE

$1500 PER PERSON, EXCLUDING ORTHODONTIC SERVICES

$500 PER PERSON

ANNUAL MAXIMUM BENEFIT

80% AFTER DEDUCTIBLE

100% NO DEDUCTIBLE

DIAGNOSTIC & PREVENTIVE CARE

BASIC SERVICES 60% OF PERIODONTIC SERVICES 80% OTHER SERVICES

80% AFTER DEDUCTIBLE

80% ON TMD TREATMENT 60% OTHER SERVICES

80% AFTER DEDUCTIBLE

MAJOR SERVICES

60%* LIFETIME MAX $2,000 PER ELIGIBLE DEPENDENT UNDER AGE 19

NOT COVERED

ORTHODONTIC SERVICES

NOT COVERED

EMPLOYEE CONTRIBUTION

RATES VARY BASED ON COVERAGE SELECTION https://mailuc.sharepoint.com/sites/HR-Benefits/SitePages/Delta-Dental---UC-Dental-Carrier- Effective-January-1,-2021.aspx (CHOOSE 2021 Non-AAUP)

PLAN ADMINISTRATOR DELTA DENTAL The percentages are applied to Delta Dental's allowance for each service and it may vary due to the dentist's network participation.

Delta Dental PPO (Point-of-Service) Summary of Dental Plan Benefits For Group# 10137-0002, 2099 University of Cincinnati Basic Plan

This Summary of Dental Plan Benefits should be read along with your Certificate. Your Certificate provides additional information about your Delta Dental plan, including information about plan exclusions and limitations. If a statement in this Summary conflicts with a statement in the Certificate, the statement in this Summary applies to you and you should ignore the conflicting statement in the Certificate. The percentages below are applied to Delta Dental's allowance for each service and it may vary due to the dentist's network participation.* Control Plan – Delta Dental of Ohio Benefit Year – January 1 through December 31 Covered Services – Delta Dental PPO Delta Dental Premier Nonparticipating Dentist Plan Pays Dentist Dentist Plan Pays Plan Pays* Diagnostic & Preventive Diagnostic and Preventive Services and space maintainers – exams, cleanings, fluoride, 80% 80% 80% Emergency Palliative Treatment – to temporarily relieve pain 80% 80% 80% Sealants – to prevent decay of permanent teeth 80% 80% 80% Radiographs – X-rays 80% 80% 80% Basic Services Minor Restorative Services – fillings and crown repair 80% 80% 80% Endodontic Services – root canals 60% 60% 60% Periodontic Services – to treat gum disease 60% 60% 60% Oral Surgery Services – extractions and dental surgery 80% 80% 80% Other Basic Services – misc. services 80% 80% 80% Relines and Repairs – to prosthetic appliances 80% 80% 80% Major Services

TMD Treatment – treatment of the disorder of the temporomandibular joint, including related films

80% 60% 60%

Major Restorative Services – crowns

Prosthodontic Services over implants

– bridges, implants, dentures, and crowns

Orthodontic Services

Orthodontic Services – braces 0% * When you receive services from a Nonparticipating Dentist, the percentages in this column indicate the portion of Delta Dental's Nonparticipating Dentist Fee that will be paid for those services. This amount may be less than what the Dentist charges or Delta Dental approves and you are responsible for that difference.  Oral exams (including evaluations by a specialist) are payable twice per calendar year.  Prophylaxes (cleanings) are payable twice per calendar year. Two additional prophylaxes are allowed per calendar year, with a history of periodontal disease. 0% 0%  Fluoride treatments are payable twice per calendar year for Dependent children through the age of 15.  Space maintainers are payable once per area per lifetime for Dependent children through the age of 15.  Bitewing X-rays are payable twice per calendar year. Full mouth X-rays (which include bitewing X-rays) are payable once in any three-year period.  Occlusal X-rays are payable twice in any 24 month period.  Sealants or Preventive Resin Restorations-Any combination of these procedures is covered 2 times per lifetime for permanent first and second molars of eligible Dependent children through the age of 15. The surface must be free from decay and restorations. The surface must be free from decay and restorations.  Crowns, onlays, and substructures are payable once per tooth in any three-year period. Veneers are payable on incisors, cuspids and first bicuspids once per tooth in any three-year period, due to fracture or decay.

KR#06470483

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