Your Comprehensive Employee
BenefitsPackage
Cedars‑Sinai is committed to the health and wellbeing of our employees. Our benefits program helps you meet
your goals for a healthy lifestyle and provides superior healthcare for you and your family when you need it.
The passion for providing high‑value care to our patients begins with providing high‑value care for our staff.
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Medical Benets
•
Shared expense between you and Cedars‑Sinai.
•
Choose from three Anthem plans: Blue Cross PPO, Blue Cross HMO or Vivity HMO.
•
Medical premiums include pharmacy benefits.
12
Dental Benets
•
Shared expense between you and Cedars‑Sinai.
•
Choose either the DeltaCare USA (similar to an HMO) or Delta Dental PPO.
21
Vision Benets
•
Employee paid through payroll deduction.
•
Vision exams and prescription eyewear through Blue View Vision.
23
Wellness Matters
Program
•
Cedars‑Sinai paid.
•
Numerous onsite classes and programs that cultivate multidimensional wellness.
•
Opportunity to earn a Wellness Matters incentive contribution, if enrolled in a
Cedars‑Sinai medical plan.
24
Healthcare
Flexible Spending
Account
•
Contribute up to $3,050 pretax through payroll deduction from July 1, 2023–June 30, 2024.
•
Helps reduce the cost of out‑of‑pocket healthcare expenses.
28
Child/Adult Care
Flexible Spending
Account
•
Contribute up to $5,000 (or $1,200 if you earn more than $135,000/year) pretax through payroll deduction from
July 1, 2023–June 30, 2024.
•
Helps reduce the cost for child care or dependent adult care expenses so you can work.
28
Basic Life Insurance
Change as of 7/1/2023
•
Cedars‑Sinai paid.
•
Cedars‑Sinai provides 1.5x annual base pay ($50,000 minimum up to $400,000 maximum) of
life insurance for you.
31
Supplemental Life
Insurance
•
Employee paid with after‑tax dollars through payroll deduction.
•
Purchase additional life insurance for yourself, your spouse and/or children.
31
Basic AD&D
Insurance
Change as of 7/1/2023
•
Cedars‑Sinai paid.
•
Cedars‑Sinai provides 1.5x annual base pay ($50,000 minimum up to $400,000 maximum) of
accidental death & dismemberment insurance for you.
33
Supplemental AD&D
Insurance
•
Employee paid with after‑tax dollars through payroll deduction.
•
33
Basic LTD Insurance
•
Cedars‑Sinai paid.
•
Cedars‑Sinai provides 50% of basic monthly pay
Supplemental LTD
Insurance
•
Employee paid with after‑tax dollars through payroll deduction.
•
Purchase an additional 10% of basic monthly pay in long term disability insurance (buy‑up).
34
34
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For new employees on page 3.
Eligibility and Enrollment
Starting on page 5.
Employee Assistance Program (EAP), entertainment benefits, cellular account
discounts, family support services, rideshare, Employee Referral Program,
Tuition Assistance Program and Credit Union on page 48.
Including holidays on page 51.
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403(b) Plan
•
Your pretax savings through payroll deductions,
matching contributions from
Cedars‑Sinai and
investment earnings.
•
Contribute up to the IRS maximum each year ($22,500
in 2023); if 50 or older, make additional catch‑up
contributions each year (up to $7,500 in 2023).
•
Cedars‑Sinai makes matching contributions to
employees eligible to participate in the Choice
Retirement Program and who contribute to the
37
Choice
Retirement
Program:
DB Plan or
DCPlan
•
100% funded by Cedars‑Sinai.
•
Choose to participate in either the DB Plan or
DC Plan (the first day of the quarter after one
year of service with a minimum of 1,000 paid
hours).
39
Vacation
Holiday
Time (VHT)
•
Year 1–3: 16 days of vacation/year
•
Year 4–9: 21 days of vacation/year
•
Year 10+: 26 days of vacation/year
•
6 national holidays/year
•
4 floating holidays/year
41
Sick Time
(SICA)
Approved
Leave Pay
(ALP)
•
5 sick days/year
•
1 ALP day/year
42
43
Voluntary coverage; employee paid with after‑tax dollars through payroll deduction.
Hospital
Indemnity
Insurance
•
Pays a daily benefit if you have a covered stay in a
hospital, critical care unit or rehabilitation facility.
45
Auto and
Home
Insurance
•
Personal auto and/or home insurance.
•
Employee‑paid payroll deduction or other payment
methods available.
47
Accident
Insurance
•
Pays you benefits for specific injuries and events
resulting from a covered accident.
46
Pet
Insurance
•
Insurance for veterinary fees.
•
Employee‑paid payroll deduction or other payment
methods available.
47
Critical
Illness
Insurance
•
Pays a lump‑sum benefit if you are diagnosed with a
covered disease or condition.
46
Legal Plan
•
Pay a flat monthly amount for legal services
(limits apply).
47
This guide presents an overview of the organization’s benefits program and is not intended to
be all-inclusive, nor is it to be used as a summary plan description, plan document or Policy. In
the event of any conflict between this guide and the official plan documents or policy, the official
documents or policy will govern. The organization reserves the right to change or modify its
benefit plans as appropriate, contingent on any required advance notice.
Si tiene preguntas de los beneficios que le ofrece Cedars‑Sinai o de como inscribirse a ellos, el Centro de Ayuda MBC HR tienerepresentantes en español
para asistir con cualquier dudaopregunta. Favor de llamar al 888‑302‑3941 o mande un correo electrónico a MBC.cshs@milliman.com.
Benefit Questions? Ask the
MBC HR Benefits Help Desk
•
Phone: 888-302-3941
•
Fax: 206-299-3158
•
Email: [email protected]
•
Web: Cedars-Sinai.MyBenefitChoice.com
•
Hours: Open Monday–Friday 5 a.m.–5 p.m. PT
(Closed major holidays)
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Supplemental LTD Insurance
Cedars‑Sinai provides 50% of base pay
coverage; you can purchase an additional
10% of base pay coverage.
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1
You have 30 days from your date of hire, rehire or transfer to a benefits‑eligible job to enroll for healthcare, insurance and flexible spending accounts (FSAs).
Enroll online: Cedars-Sinai.MyBenefitChoice.com*
Enroll by phone:
888‑302‑3941
COVERAGE OPTIONS FOR YOU AND YOUR FAMILY:
Employee Benefits Enrollment Checklist
If you’re new to Cedars‑Sinai, welcome! In addition to your wages, Cedars‑Sinai offers valuable compensation in the form of healthcare,
life insurance and disability benefits for you and you
r family. As a benefits‑eligible employee, you will automatically be enrolled in medical
coverage unless you decline. Most other benefits coverage is not automatic; you must enroll to be covered. Follow these steps to enroll:
*If you have any difficulty using the website, try logging in and enrolling from your home computer or tablet, or call the
MBC HR Employee Benefits Help Desk at 888-302-3941 and they can enroll you over the phone.
Supplemental employee life insurance
Purchase coverage from 1x to 7x your
annual base pay (up to $3 million
maximum)
1
Supplemental spouse/domestic partner
(DP) life insurance
Purchase coverage in $5,000 increments
up to $200,000 (not to exceed 50% of
your coverage)
1
One-time opportunity for life insurance
coverage without proof of good health
1
If you apply for supplemental life insurance
within 30 days of hire or first becoming eligible
for benefits, you can get up to the guaranteed
issue amount of coverage without insurer
approval:
•
You: 2x annual base pay (to $2 million
maximum)
•
Spouse/DP: $25,000
1
If you apply after your first 30 days, or for coverage
amounts over the guaranteed issue, you’ll need to complete
a health questionnaire (called an EOI form) and receive
insurance company approval for coverage.
Supplemental child life insurance
Purchase in $2,500 increments up to
$10,000 of coverage. One premium covers
all your children under 26. Be sure to add
your children on the benefits enrollment
site. (If they’re enrolled for healthcare
benefits, they’ll already be there.) To add a
dependent, go to: Make a Change > Update
Dependents > Add a Dependent.
Supplemental AD&D insurance
Designate beneficiaries for:
•
Basic life insurance
•
Basic AD&D insurance
•
Supplemental employee life insurance
•
Supplemental AD&D insurance
Dental benefits
Vision benefits
Healthcare FSA
To help you save on out‑of‑pocket healthcare
expenses.
Child/Adult care FSA
To help you save on child or dependent adult
care expenses that make it possible for you
Medical and prescription drug benefits
•
Cedars‑Sinai pays most of the premium;
you pay only a small portion through
payroll deduction; to keep coverage
affordable, your premium is based on
pay rates (see page 16).
•
When enrolling in medical, if you select
an HMO you may choose your Primary
Care Physician at that time, or do it later
(see page 13).
•
If you do not go on the enrollment site
and either elect or decline Cedars‑Sinai
medical coverage, you will be
automatically enrolled for employee‑only
coverage based on your home address:
Home Address: Default Medical Plan
Vivity HMO service
area (generally L.A.
and Orange counties)
Vivity HMO
In California, but not
in the Vivity HMO
service area
Blue Cross HMO
Outside California Blue Cross PPO
Benefit questions?
Visit the Benefits Portal at
Cedars‑Sinai.MyBenefitChoice.com
Your go‑to place for employee benefits in
one, convenient stop:
•
Access benefits information easily (no login
required)
•
Link to retirement plans and other benefit
vendors
•
Log in to enroll.
Benefits information at your fingertip with
two Cedars‑Sinai apps!
•
Cedars‑Sinai Employee App (download it
from csemployeeapp.com)
•
MyCS‑Link (download it from the Apple
app store or Google Play store)
Hospital indemnity insurance
Pays a $100 daily benefit if you (or a
covered family member) have a covered
stay in a hospital, critical care unit or
rehabilitation facility.
Accident insurance
Pays you (or a covered family member)
benefits for specific injuries and events
resulting from a covered accident.
Critical illness insurance
Pays a lump‑sum benefit if you (or a
covered family member) are diagnosed
with a covered disease or condition.
•
You: Purchase $10,000, $20,000 or
$30,000 in coverage
•
Spouse/DP: Purchase coverage in
$5,000 increments up to $30,000
•
Child(ren): Coverage = 50% of
employee coverage amount
Legal Plan
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wellbeing program
To support you on your path to wellbeing,
Cedars‑Sinai offers onsite activities and
generous incentives. If you’re enrolled in a
Cedars‑Sinai medical plan, you can earn a
Wellness Matters incentive contribution each
benefit year (July 1–June 30) by taking certain
healthy actions.
Find out how to earn a Wellness Matters
incentive contribution to your HRA
account starting on page 25.
Create a personal account with TRI-AD,
our HRA account administrator:
•
Online at: tri-ad.com
•
Via mobile app (search for “TRI‑AD
Benefits on the Go” at your app
store and use client ID TIDCEDARS
4
To help you manage veterinary costs,
Cedars‑Sinai makes it possible to get coverage
for your pet at discounted rates. You may
Apply for Nationwide® pet insurance
Enroll online:
petinsurance.com/cedarssinai
Enroll by phone: 877‑738‑7874
3
Apply for auto and
Cedars‑Sinai makes it possible for you to
purchase home, renter’s, vehicle, boat and
umbrella insurance at group rates. You may
enroll anytime.
Apply for Farmers GroupSelect™
insurance
Enroll online:
myautohome.farmers.com
Enroll by phone:
800‑438‑6381
7
Activate your
MyCS-Link
™
account
This secure online tool connects you to important
information at Cedars‑Sinai about:
•
Your personal health information: If you are a
patient at Cedars‑Sinai, MyCS‑Link allows you
to communicate with your physician, request
appointments and access test results.
•
Employee Health Services: Complete your
annual clearance questionnaire in MyCS‑Link
before visiting with the Employee Health
Services nurse.
To activate your account go to:
•
Cedars-Sinai.org/MyCSlink
•
Select “New User Signup.”
•
Enter your access code as it appears
on your enrollment letter or email; if
you don’t have one, you may request
one online.
•
Create your ID, password and
password hint.
Get the MyCS-Link App!
After activating your online account,
download the app from your mobile
provider’s store (search “Cedars‑Sinai”).
Has your address or
phone number changed?
Be sure to let us know!
The quickest way is on the Cedars-Sinai
intranet:
> Click Service Center (under Helpful
Links)
> Click Changing Your Address and/or
Phone Number (under Frequently
Asked Questions)
> Click Change My Address or Phone
Number eForm in the article or under
Additional Resources near the bottom
of the page
> Complete the online eForm and click
the Submit button (on the right)
If you do not have access to the
Cedars-Sinai intranet or need help,
contact the HR Service Center:
•
Call: 424‑314‑myHR (6947)
•
Email: [email protected]g
2
Enroll in the
There’s no waiting period.
Enroll anytime!
The 403(b) Plan is a voluntary retirement
savings plan that allows you to save for
retirement on a pretax basis. You decide how
much to contribute (up to IRS limits) and it is
transferred directly from your paychecks to your
plan account.
Cedars‑Sinai matches 50% of what you
Enroll in the 403(b) Plan
Enroll online:
Cedars‑Sinai.BeReady2Retire.com
Enroll by phone:
800‑584‑6001
Plan Number: VFZ032
Verification Number: 246598
Location Code: 0001
Designate 403(b) beneficiaries
Voya Financial representatives can meet with
you to help with investment education and
retirement planning. Call for an appointment.
Phone: 310‑423‑0974
Location: Ray Charles Cafeteria
Suite 1631 A
regular business hours
6
retirement plan
•
The quarter after one year of service (with
a minimum 1,000 paid hours), you will have
an opportunity to select which Cedars‑Sinai
retirement plan you want to participate in,
either the:
–
Defined Contribution (DC Plan)
or
–
Defined Benefit (DB Plan)
•
Both plans are paid 100% by Cedars‑Sinai.
•
Once you meet the eligibility requirements,
Cedars‑Sinai will mail you a choice packet
with information to help you decide. Make
sure your address is up to date to ensure you
receive this packet (see right).
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Who can enroll?
HEALTHCARE, INSURANCE AND SPENDING ACCOUNTS
If you are a benefits‑eligible employee who is regularly scheduled to
employee, you can enroll in the benefits described in this booklet.
The following types of employees are not eligible, or have limited eligibility
for benefits:
•
If you are a per diem employee who has worked an average of 30+
hours per week during a 12-month measurement period (also referred
to as full time per diem), you may enroll yourself (and eligible family
members) in any of the medical plan options offered and
Cedars‑Sinai
pays most of the premium. However, you are not eligible for a Wellness
Matters incentive contribution or any other healthcare, insurance,
wellbeing, FSA benefits or retirement benefits, except you are eligible
to make tax‑deferred contributions to the 403(b) Plan and use family
support services.
The initial 12‑month measurement period for medical coverage begins
measurement period is the previous May 1 to June 30.
•
If you are a per diem employee who hasn’t worked an average of
30hours per week during a 12-month measurement period, you may
enroll yourself (and eligible family members) in the Blue Cross HMO on
a self‑pay basis. However, you are not eligible for a Wellness Matters
incentive contribution or any other healthcare, insurance, wellbeing,
FSA benefits or retirement benefits, except you are eligible to make
tax‑deferred contributions to the 403(b) Plan and use family support
services.
•
If you are part time
per week), a visiting guest, a temporary employee or working on a project
basis, you are not eligible for a Wellness Matters incentive contribution,
healthcare, insurance, wellbeing, FSA benefits or retirement benefits,
except you are eligible to make tax‑deferred contributions to the
WELLNESS MATTERS INCENTIVE CONTRIBUTION
You must be a benefits‑eligible employee enrolled in a Cedars‑Sinai medical
plan to earn a Wellness Matters incentive contribution and reward.
CHOICE RETIREMENT PROGRAM
The following types of employees are not eligible to participate in the Choice
Retirement Program:
•
All per diem employees hired after June 30, 1989
•
Physicians in training
•
Executives and faculty members who participate in the grandfathered
executive retirement plan
Eligibility and Enrollment Q&As
May I enroll my family?
If you are eligible for benefits and you enroll, you may cover your
spouse or domestic partner and children, as defined below and on the
To cover your family members for medical benefits, you must provide their
Social Security Number or Federal Tax ID Number. Or, when enrolling on
Cedars-Sinai.MyBenefitChoice.com, you may complete the pop‑up screen
indicating why you won’t be providing it.
SPOUSE
You may cover your spouse (of any gender), as long as you provide evidence
of marriage. Otherwise, you are required to meet the criteria for domestic
partnership and complete a domestic partner affidavit.
Your spouse is not eligible if you are divorced or legally separated from them
or if your marriage has been annulled.
DOMESTIC PARTNER (DP)
Under the Cedars‑Sinai policy, DPs are defined as two adults (of any gender)
who reside together, sharing their lives in an intimate and committed
relationship with a mutual obligation of support. For your DP to be eligible for
benefits, you must either:
•
Be publicly registered as domestic partners under state or local law
or
•
Complete (and have notarized) a
Cedars‑Sinai DP affidavit and meet all of
the following criteria; you:
–
Have been sharing a common residence* for at least six months and
intend to do so indefinitely
–
Are not related by blood to a degree of closeness that would prohibit
marriage
–
Have assumed mutual responsibility for basic living expenses*
–
Are at least age 18 and capable of consenting to the domestic
partnership
–
Are not married to anyone else or in a declared domestic partnership
with anyone else.
You can get a
Cedars‑Sinai DP affidavit online at
Cedars-Sinai.MyBenefitChoice.com or
Help Desk.
* Although you don’t have to show proof of common residence or evidence of joint
responsibilityfor basic financial obligations to enroll, the insurance company may
require it before paying claims.
The premium you and Cedars-Sinai pay for your DP’s coverage is
considered taxable income, called “imputed income.” To find out how
imputed income affects your paycheck, see Do I pay income taxes on my
healthcare benefits?
on page 10.
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(Domestic partner eligibility continued)
If you’re in a new domestic partnership, your DP (and children) become
eligible for benefits on the date you:
•
Have lived together for six months
or
•
Received your state‑issued domestic partnership certificate.
Within 30 days from the date your DP becomes eligible, you must do one
of the following:
•
Enroll online at
Cedars-Sinai.MyBenefitChoice.com (log on to the
Benefits Enrollment Site > Make a Change > Add a Life Event > Select
“Domestic Partner—New”)
•
Enroll by calling the MBC HR Employee Benefits Help Desk at
888‑302‑3941
For your DP’s coverage to become effective, you must submit your state‑
issued domestic partnership certificate or completed (and notarized)
Cedars‑Sinai DP affidavit to the MBC HR Employee Benefits Help Desk by
the documentation deadline (see below).
The Cedars‑Sinai DP affidavit is posted on the Benefits Enrollment Site:
About Our Benefits > Eligibility + Enrollment> Affidavit of Domestic
Partnership.
Spouse/domestic partner coverage ends the last day of the month they
lose eligibility due to divorce, legal separation, annulment or termination
of domestic partnership.
Documentation deadline: 45 days
When you enroll a family member, you must provide documentation
showing they are eligible (such as a birth certificate, marriage
certificate, etc.).
For a list of accepted documentation, see Family Member Eligibility
and Documentation posted on Cedars-Sinai.MyBenefitChoice.com
Log in >Get Answers > Enrollment and Eligibility
.
You have 45 days to submit required documents by:
•
Uploading them to the benefits enrollment site.
Cedars-Sinai.MyBenefitChoice.com
Log in > Get Answers > Upload Documents
You can upload the following types of files: .pdf, .jpg, .png, .bmp,
.gif, .doc or .docx.
•
Sending them to the MBC HR Employee Benefits Help Desk:
−
Email: HWFormsProcessing@milliman.com
−
Fax: 206-299-3158
−
Mail: Cedars-Sinai HR Benefits Department
c/o MBC Service Center
P.O. Box 600610
Dallas, TX 75360-0610
For the enrollment to become effective, you must submit the required
documentation within 45 days from your benefit start date; see
When does coverage start? on page 9.
CHILDREN
You may enroll your children under your medical, dental and vision coverage,
hospital indemnity insurance, accident insurance, critical illness insurance
and for supplemental child life insurance.
You can cover children until age 26 if they are your or your current
spouse’s/DP’s:
•
Biological children
•
Stepchildren (the children of your current spouse/DP)
•
Adopted children
•
Children placed with you for adoption
•
Children for whom you are the legal guardian
•
Children a court ordered you to cover under your healthcare plan
including a Qualified Medical Child Support Order (QMCSO); Cedars‑Sinai
determines whether an order qualifies as a QMCSO; you can obtain a free
copy of QMCSO procedures by emailing GroupHRBenefits@cshs.org.
Children age 26 and older can be covered if, in addition to meeting the
above requirements for children under age 26, all of the following apply:
•
A doctor certifies in writing that they are incapable of getting a self‑
supporting job because of a physical or mental condition (and the
certification is approved by the insurance company).
•
They are unmarried and chiefly dependent on you or your spouse/DP for
support and maintenance.
•
They have six months of creditable coverage or were already covered
under Cedars‑Sinai benefits when they turned age 26.
You must submit the doctor’s certification to the insurer/benefit provider
within 30 days of their request (or a later deadline, if accepted by the insurer/
benefit provider). To continue coverage, you may have to supply the doctor’s
certification once a year.
If enrolling in supplemental child life insurance, be sure to add your
children on the benefits enrollment site. (If they’re enrolled for healthcare
benefits, they’ll already be there.) To add a dependent, go to: > Make a
Change >Update Dependents > Add a Dependent.
Children’s benets end the month they turn 26.
When your youngest child listed on the enrollment site turns 26:
•
Your medical, dental and vision premiums will change automatically.
•
Child supplemental life insurance coverage (if any) will be canceled, and
premiums will automatically stop.
FAMILY OR DEPENDENTS NOT ELIGIBLE
You cannot enroll the following family members, even if they otherwise
meet the eligibility requirements:
•
Other family members (like parents, aunts, etc.), even if they are legal
dependents
•
Stepchildren from a previous marriage*
•
Grandchildren*
•
Foster children*
•
Family members in active service of the armed forces of any country or
subdivision of any country
•
Family members living outside the United States (the 50 states, District
Mariana Islands, Guam and American Samoa)
* Unless you or your (current) spouse/DP is their legal guardian or a court-ordered Qualified
Medical Child Support Order (QMCSO) requires you to cover them.
CS Staff v2e— 2023-2024 | Page
When can I enroll in or change healthcare,
insurance and flexible spending account (FSA)
benefits?
•
Within 30 days of being hired or rehired as a benefits‑eligible employee or
of becoming eligible for benefits
•
During open enrollment (held in May)
•
Within 30 days of having a qualified life event that changes your eligibility
for benefits
If you leave and then return to Cedars-Sinai employment:
•
Reinstatement: If you leave and then return within 30 days, you will be
automatically re‑enrolled in the same benefits you had when you left.
•
Rehire: If you leave
Cedars‑Sinai employment and then return after
insurance company approval for any supplemental life insurance).
If you miss the enrollment deadline(s), you will have to wait until next year’s
open enrollment to enroll or change benefits.
What’s a qualified life event?
It’s a situation that allows you to change some or all of your benefits
Healthcare, insurance and FSA benefit elections run from July 1 (or, for new
employees, from the first day of the month following your hire date) to the
next June 30. Generally, you cannot change benefits during the
enrollment right. Qualified life events and special enrollment rights are listed
If your family or job status changes,
family’s eligibility for benefits, it’s your responsibility to make the change
online at
Cedars-Sinai.MyBenefitChoice.com (Benefits Enrollment Site >
Make a Change) or to notify the MBC HR Employee Benefits Help Desk at
888‑302‑3941.
Benefit Changes — Action Required!
You have 30 days following any of these qualified
life events to change your coverage.
If you don’t enroll new family members (including new babies) within
30days of birth, marriage, etc., they won’t be covered.
•
Childbirth, adoption or placement for adoption (see Will my newborn
baby be automatically covered by the plan? on the next page)
•
New spouse or child (in this situation, you may enroll yourself and family
members if you have never enrolled)
•
Domestic partner (DP) becoming eligible for benefits
•
Family members becoming eligible
•
Child losing eligibility (turning 26)
•
Spouse/DP losing eligibility due to divorce, legal separation, annulment or
domestic partnership termination*
•
Death of spouse/DP or child
•
Involuntary loss of other healthcare coverage (for reasons other than
•
Gaining healthcare coverage under another employer’s plan (including
enrolling in your spouse’s/DP’s employer plan during their annual/open
enrollment)
•
Regular work schedule reduced to fewer than 30 hours per week and you
are enrolling in another health plan with minimum essential coverage
•
Going on or returning from an unpaid leave of absence
•
Enrolling in a state/federal marketplace plan during its open enrollment or
special enrollment period
•
Enrolling in Medicare
•
benefits
•
Changes in employment status that affect eligibility status
•
Change in residence so that you are no longer in the HMO provider area
•
Judgment, decree or order requiring coverage for dependent(s) (including
*You cannot cover your ex-spouse under Cedars-Sinai plans. If your divorce or legal separation
decree requires you to cover your ex-spouse, you’ll have to purchase a policy for your
ex-spouse elsewhere. COBRA will be offered if your ex-spouse had coverage under your
benefits and the MBC HR Employee Benefits Help Desk is notified within 60 days of the
divorce.
You have 60 days following these events to change your coverage:
•
Gaining premium assistance through Medicaid or a state Children’s Health
Insurance Program (CHIP)
•
Losing Medicaid or CHIP assistance
Life or job changes = benefit changes
Make sure you change your benefits to match your new situation in
time. You have 30 days after the qualified life event to change your
benefits through the MBC HR Employee Benefits Help Desk:
Web: Cedars‑Sinai.MyBenefitChoice.com
(Benefits Enrollment Site > View Your Benefits
>MakeChanges)
Phone: 888‑302‑3941
Email: [email protected]
Your total compensation …
… more than just a paycheck
Paycheck + benefits = total compensation
Log in to: Cedars‑Sinai.MyBenefitChoice.com to see your personalized report
showing the monetary value of your pay and benefits for:
•
Year‑to‑date (updated quarterly)
•
Previous years (2021, 2022)
Benefits can be worth up to 30% of your paycheck!
CS Staff v2e— 2023-2024 | Page
Can I be enrolled in two medical plans?
No double Cedars-Sinai coverage — If you and a family member both work
at
Cedars‑Sinai and you both enroll as employees, you cannot be enrolled
as a dependent at the same time. Children can be enrolled only under one
parent’s coverage. If anyone is double covered,
Cedars‑Sinai will cancel one
of the coverages.
Coordination of benefits — People often mistakenly think that with dual
coverage, the secondary plan will pay everything the primary plan does not
cover, but that’s not how it works.
If you are covered by more than one medical or dental plan (such as both
yours and your spouse/DP’s employer plan), usually the plans work together
so the total payment (from both plans) equals the total benefits from the
plan with the higher benefits.
The plan that covers you as an employee will be primary and the other plan
will pay only if it covers a higher benefit. For example, if your employer plan
covers 80% and the other plan covers 90%, your employer’s plan will pay
80% and the other plan will pay 10%. If both plans cover 80%, the other
Neither plan pays more than the allowed amount (maximum the insurer
pays). Rules are different for Medicare and some other situations. For details
about your plan, see your medical or dental Summary Plan Description
booklet posted on the Benefits Portal: About Our Benefits > Summary Plan
Descriptions.
How do I change my benefits if I have a
qualified life event?
Within 30 days of the life event, you may either:
•
Make the change online at
Cedars-Sinai.MyBenefitChoice.com:
–
Log in to the benefits enrollment site. Go to: > Make Changes > Create
Life Event.
–
Select the life event that matches your situation; you’ll be permitted to
–
You will be asked to upload documentation supporting the change (for
example a birth certificate, divorce decree or marriage certificate).
or
•
Contact the MBC HR Employee Benefits Help Desk
email [email protected] to report the change and have them enter
the change into the enrollment system for you.
Why can’t I change my benefits any time?
Because the IRS considers healthcare and flexible spending account benefits
tax‑free compensation, it sets the rules about when employees can enroll
and change benefits. Cedars‑Sinai must follow these rules so employees
can receive the tax breaks. Otherwise, the IRS could take away the plans’
tax‑free status and all employees would owe income tax, employment taxes
and penalties on the cost of healthcare benefits. We’re strict about following
these enrollment rules to protect your tax advantages.
Will my newborn baby be automatically
covered by the plan?
No! You have 30 days from the date of birth to enroll your child. You must
enroll your newborn, even if you’re covered by the medical plan. Note: If the
mother is enrolled in the medical plan, only childbirth is covered under the
medical plan.
See How do I change my benefits if I have a qualified life event? (above) for
enrollment instructions.
What if I don’t enroll my new child (or make
the qualified life event change) in 30 days?
Your next opportunity to enroll your child or make the election changes will
To avoid a lapse in coverage in the interim, you might be able to enroll
your child in a state marketplace health plan; these plans allow changes
coveredca.com or
healthcare.gov for more information.
For benefit plan summaries and
everything you need to know about
yourbenefits
Visit the Benefits Portal: Cedars‑Sinai.MyBenefitChoice.com
CS Staff v2e— 2023-2024 | Page
What happens if I don’t enroll?
HEALTHCARE, INSURANCE AND FLEXIBLE SPENDING
ACCOUNTS (FSAs)
If you are a newly hired or newly benefits‑eligible employee and you don’t
enroll for benefits:
You’ll automatically be enrolled for employee-only medical coverage based
on your home address:
Default medical plan
Vivity HMO service area
(generally L.A. and Orange counties)
Vivity HMO
In California, but not in the Vivity
HMO service area
Blue Cross HMO
Outside California
Blue Cross PPO
If you have other medical coverage and do not need it through
Cedars ‑Sinai,
you must log into the enrollment site and decline coverage.
You’ll automatically be provided with employer-paid:
•
Basic life insurance
•
Basic accidental death & dismemberment (AD&D) insurance
•
Basic long term disability (LTD) insurance
You won’t be covered under these Cedars-Sinai-sponsored benets:
•
Dental
•
Vision
•
Healthcare FSA
•
Child/Adult care FSA
•
Supplemental life insurance
•
Supplemental AD&D insurance
•
Supplemental LTD
•
Hospital indemnity insurance
•
Accident insurance
•
Critical illness insurance
•
Legal plan
•
Auto and home insurance
•
Pet insurance
RETIREMENT
•
You can enroll in the 403(b) Plan anytime. Unless you enroll you will not
participate.
•
You’ll automatically become a Choice Retirement Program participant the
first day of the calendar quarter after you have one year of service with at
least 1,000 paid hours. At that time you will be mailed a choice packet and
have the opportunity to select either the Defined Benefit Plan (DB Plan) or
the Defined Contribution Plan (DC Plan). If you do not choose a plan during
the enrollment period, you will be enrolled in the DC Plan by default.
When does healthcare, insurance and FSA
coverage start?*
•
Open enrollment for benefits is held every May. Your enrollment choices
•
New employee/newly benefits-eligible enrollment/rehired.
Usually, coverage starts on the first day of the month after your date of
•
Qualified life events or changing to a benefits-eligible status.
If you change your elections because of a qualified life event or new
job status, your new benefits usually start the first day of the month
after the life event. For example, if Jose gets married on Sept. 1, their
spouse’s coverage starts on Oct. 1.
•
Reinstatement. If you leave and then return to employment within
had before, starting on the first of the next month. For example, if Alex’s
last day was May 15 and they’re rehired June 14, the benefits Alex had
before would restart on July 1.
*EXCEPTIONS TO WHEN COVERAGE STARTS
Birth, adoption or placement of a child for adoption in your home:
In these situations, if you enroll your new child (and yourself and eligible
family members if not already covered) within 30 days of birth/placement,
medical, dental and vision coverage will be retroactive to the birth or
placement date; if you enroll in other benefits, coverage starts the first day
of the next month.
Life and disability insurance:
•
Insurers require employees to be actively at work (and family
members must not be disabled or hospitalized) for coverage to start.
If not actively at work when coverage is scheduled to start, basic and
supplemental life, basic and supplemental AD&D, hospital indemnity
insurance, accident insurance, critical illness insurance and basic LTD
insurance coverages will be delayed until you return to work. If not
actively at work when your supplemental LTD is scheduled to start,
the coverage will not become effective. If you want supplemental LTD,
you will need to enroll again during the next open enrollment. See
the insurance company booklets for more information, including how
actively at work is defined.
•
Pending supplemental life insurance evidence of insurability (EOI):
If you (or your spouse/DP) applied for new or additional supplemental
life insurance, you may need to complete an EOI form and receive
approval from our life insurance carrier, Voya Life. Voya Life will mail this
form to your home address at the end of your enrollment period. You’ll
application for this new or additional amount will be closed.
•
If you apply for supplemental life insurance for yourself or your
spouse/DP, amounts requiring insurer approval start the first day of the
month after receiving insurer approval and payment of premiums (or
July 1 for open enrollment changes).
•
During your first 12 months of coverage, LTD does not cover
conditions you’ve had for three months before your coverage started,
but it will cover new conditions. See the insurance company booklet for
more information.
Purchase an additional 10% of pay in supplemental LTD insurance.
If you don’t have a computer or have difficulty using the website, call the
MBC HR Employee Benefits Help Desk at
888‑302‑3941 and they can
CS Staff v2e— 2023-2024 | Page
When do I receive benefit ID cards?
Our healthcare insurers will mail you an ID card a few weeks after your
enrollment deadline, when you enroll as a new employee, or you enroll or
switch plans during open enrollment. (Otherwise, you should continue to use
your current card.)
•
Medical: Vivity HMO and pharmacy benefits: You’ll receive one card to use
for both medical and pharmacy, and vision (if you enroll).
•
Medical: Blue Cross HMO, Blue Cross PPO and pharmacy benefits:
You’ll receive two new cards:
–
Medical: from Anthem Blue Cross
–
Prescription drugs: from MedImpact
–
Vision: Blue View Vision (if you enroll)
For the Vivity and Blue Cross HMOs, review your benefit card to ensure
the correct medical group or Primary Care Physician (PCP) is listed; if not,
contact Anthem Blue Cross to change your PCP. To find out how, see
pages 13 and 14.
•
Dental: You’ll receive either a Delta Dental PPO or DeltaCare USA card.
If you enrolled in DeltaCare USA, you either selected or were assigned
a primary dentist. If you want to change the assigned dentist, search for
a DeltaCare USA primary dentist online at deltadentalins.com and call
DeltaCare USA at 800‑422‑4234 to make the change.
•
Healthcare FSA or HRA account: If you enroll in the healthcare FSA,
you’ll receive a benefits card from TRI‑AD. If you didn’t enroll, you’ll
receive a TRI‑AD benefits card upon earning a Wellness Matters
incentive contribution to your HRA account for the first time. (Both
accounts use the same card; see page29 for details.)
•
Vision: If enrolled in vision, you’ll be sent an Anthem ID card. If you’re
also enrolled in an Anthem medical plan, you’ll receive one card for both
medical and vision. Find a network provider at anthem.com/ca. When you
make an appointment with a network provider, tell them you’re covered
by Blue View Vision and give them your Anthem ID number, then bring
your card with you to your appointment.
Do I pay income taxes on my healthcare
benefits?
Usually, no. Although your employee benefits are part of your total
compensation from
Cedars‑Sinai, what Cedars‑Sinai pays for your
healthcare (medical and dental) benefits coverage is not treated as income
and isn’t taxed (except as noted below). Also, the amounts deducted from
your paycheck for your share of healthcare premiums are paid on a pretax
basis. You don’t usually owe income taxes on the part of your salary used to
If you cover your domestic partner (and their children who are not legally
your children) the premium you and
Cedars‑Sinai pay for your DP’s coverage
is considered taxable income, called “imputed income.” Imputed income is
added to your paycheck to determine your income taxes and Social Security
and Medicare taxes.
Cedars‑Sinai automatically withholds Social Security and Medicare taxes
on imputed income, but not federal or state income taxes. You may want to
increase your federal and state income tax withholding to cover the taxes
you will owe. If you have questions, please contact the MBC HR Employee
Benefits Help Desk at
888‑302‑3941 or: [email protected]
Do I need to take action during open
enrollment if I’m not making any changes?
YES! OPEN ENROLLMENT IS A PERFECT OPPORTUNITY TO:
Make sure Cedars-Sinai has your current address and phone
number. If they’ve changed, follow the instructions on page 54 to
update them.
Consider if your healthcare benet elections match your current
needs.
Open enrollment is your once‑a‑year opportunity to add, drop
or switch plans, or enroll or drop eligible family members from:
•
Medical
•
Dental
•
Vision
Reduce your out-of-pocket healthcare and/or dependent care
expenses by enrolling in the:
•
Healthcare FSA
•
Child/Adult care FSA
Note: Annual re-enrollment is required to continue FSAbenefits.
Adjust your supplemental life insurance to reflect your current life
and family situation by purchasing (or dropping):
•
Supplemental employee life insurance
•
Supplemental spouse life insurance
•
Supplemental child life insurance
New or increases in supplemental life insurance coverage require an
evidence of in
•
Supplemental AD&D insurance for yourself and your family
Update your life and AD&D insurance beneciaries if needed. Check
your coverages and beneficiaries and make benefit changes online:
Cedars-Sinai.MyBenefitChoice.com
NEW! Enroll for supplemental insurance to help pay for expenses not
covered by your medical plan, like deductibles or copays, lost wages,
child care, housecleaning or any of your regular household expenses.
You can purchase coverage for yourself only or for you and your
eligible spouse/DP and children:
•
Hospital indemnity insurance
•
Accident insurance
•
Critical illness insurance
Get help drafting a will or simply ensure peace of mind knowing you
have legal help by enrolling in the legal plan.
CS Staff v2e— 2023-2024 | Page
When you can enroll in or change benefits
Enrollment
Type
Enrollment
Period
Start
Coverage
Period
Open enrollment
Once-a-year
opportunity to
change benefits
•
Healthcare plans: medical/Rx, dental, vision
•
Supplemental insurance plans: life, accidental death &
dismemberment (AD&D) and/or supplemental long term
disability (LTD) insurance
•
Flexible spending accounts (FSAs):
healthcare and child/adult care
•
Legal plan
Friday, May 5–
2023
July 1, 2023
•
July 1–June 30
•
FSAs: yearly
re‑enrollment
required
New employee or
newly benets-
eligible enrollment
•
Healthcare plans
•
Insurance plans
•
FSAs
•
Legal plan
Within 30 days
after hire or
First day of the month
after date of hire (if you
enroll)
Through the next
June 30
Enroll anytime
•
•
Auto and home insurance
•
Pet insurance
Enroll anytime Varies by plan Stop anytime
Qualied
life events
Situations that allow
you to change some
of your healthcare,
insurance and FSA
benefits outside of the
enrollment periods
•
Childbirth, adoption or placement for adoption
•
New spouse or child
•
Family members becoming eligible
•
Child losing eligibility (turning 26)
•
Spouse/DP losing eligibility due to divorce, legal
separation, annulment or domestic partnership
termination
•
Death of spouse/DP or child
•
Gaining or involuntarily losing other group
•
Medicare enrollment
•
week and you are enrolling in another health plan with
minimum essential coverage
•
Enrolling in a state/federal marketplace plan during its
open enrollment or special enrollment period
•
Significant increase in healthcare premiums or decrease
in healthcare benefits
•
Marriage/domestic partnership
(meeting criteria on page 5)
•
Moving into or out of HMO service area
•
Going on or returning from an unpaid leave of absence
•
Judgment, decree or court order requiring coverage
Within 30 days after
the life event
First day of the month
after the event
For birth and adoption/
placement, coverage is
retroactive to date of
birth or placement
Through the next
June 30
•
Gaining or losing Medicaid or state Children’s Health
Insurance Plans (CHIP) premium assistance
Within 60 days after
the event
Choice
Retirement
Program
• You choose to participate in either the
The quarter after one
year and 1,000 paid
hours at Cedars‑Sinai
and eligible status
Retroactive to the
quarter after one year
and 1,000 paid hours at
Cedars‑Sinai
Until leaving
Cedars‑Sinai or
changing to
ineligible status
Action required!
Coverage is not automatic.
To be covered you must take action
and enroll yourself and/or your eligible
family members within 30 days of
becoming eligible or experiencing a
qualified life event.
CS Staff v2e— 2023-2024 | Page
•
You can see any licensed provider for covered medical services.
•
You and the plan share costs. The graphic below shows what you pay out
of pocket (in addition to your monthly premiums), and what the plan pays.
•
BlueCard (outside California) network doctors and providers.
* For out-of-network services, you pay the coinsurance and the difference between the
provider’s usual charges and the maximum allowed amount.
Healthcare Benefits
Cedars‑Sinai is committed to the health and wellbeing of our patients and employees. Our benefits are designed to help you meet your goals
for a healthy lifestyle, provide superior medical care for you and your family and protect you from catastrophic medical expenses.
Preventive care:
Plan pays 100%
Certain preventive care services are covered 100% without
paying the deductible first.
Calendar-year deductible:
You pay 100%
Each calendar year you must pay the annual deductible
before the plan starts covering your medical bills.
You may use your HRA account or healthcare FSA to help
pay your deductible.
Coinsurance:
You and the plan pay
•
In‑network: you pay 25% and the plan pays 75%
•
Out‑of‑network: you pay 60% and the plan pays 40%*
Once the deductible is paid, the plan usually pays a
percentage of the charges for medical services and you pay
the remainder. The plan pays a higher percentage if you use
a doctor or healthcare provider in the PPO network.
You may use the funds in your HRA account or healthcare
FSA to help pay your coinsurance.
Reach out-of-pocket maximum:
Plan pays 100%
If you meet the out-of-pocket maximum for the calendar
year, the plan pays 100% of your covered medical expenses
for the rest of that calendar year.
Deductibles run on a calendar year
When calculating your deductible and out-of-pocket maximum
under the healthcare plans, it’s important to understand that these
limits run on the calendar year. This means the deductible and
out‑of‑pocket maximum will reset back to zero every Jan. 1.
This is different from our benefit year, which is aligned with the
fiscal year (July 1–June 30).
For example, if you were newly hired and enrolled for employee‑
only coverage in the PPO Plan effective Aug. 1, 2023, your
deductible of $750 would apply to the rest of the calendar year
(Aug. 1–Dec. 31).
It would reset and start again on Jan. 1, 2024 and run through
Dec. 31, 2024.
MEDICAL BENEFITS
Our medical plans offer two ways to get coverage: an HMO or PPO.
Both offer comprehensive medical coverage. So what’s the difference?
A Health Maintenance Organization (HMO) is designed to:
•
Keep your out‑of‑pocket costs low and predictable.
•
Keep you healthy by having your Primary Care Physician (PCP)
coordinate your care. Your PCP focuses on your whole health. This
includes preventive care, guiding you through the healthcare system
when you need a specialist or hospital care and working with you to
make decisions about your health.
•
Find out more about HMOs on the next page.
A Preferred Provider Organization (PPO) is designed to:
•
Offer greater flexibility when it comes to choosing doctors and
other healthcare providers; however, you will usually pay more
out of pocket.
•
You’re not required to have a PCP (like the HMOs); however, it’s a
good idea to have a primary care doctor for regular check‑ups and
to help you manage your care.
CS Staff v2e— 2023-2024 | Page
•
For most office visits and medical services, your only charge is a small fee
(a copay), usually paid at the time of the appointment.
•
Everyone in an HMO must have a Primary Care Physician (PCP).
•
Your PCP provides general medical care such as annual check‑ups and
authorizes referrals to other doctors, specialists and facilities for services
your PCP does not provide.
HMOs: PCP SELECTION IS KEY
Upon enrolling in an HMO, you’ll choose a PCP; you may select any PCP
in the HMO network who is taking new patients; for children, you can
PCP selection determines which specialists, services, facilities and hospital
you may use. Every PCP is part of a group practice that is either:
•
A medical group staffed by a team of doctors, nurses and other healthcare
providers. Usually you can see other PCPs in the medical group without
a referral. (This can be helpful in urgent care situations when your doctor
has no openings.)
or
•
An independent practice association (IPA), which is a group of doctors
you can see only your PCP; you’ll need a referral to see other doctors in
the IPA.
Your PCP will refer you only to specialists and facilities who contract with
your PCP’s group practice.
REFERRALS FROM YOUR PCP REQUIRED
If you need services your PCP doesn’t provide, your PCP authorizes referrals
to the appropriate healthcare provider (for instance, imaging centers, labs,
hospitals or specialists).
If you get care without a referral from your PCP (or your PCP’s medical
group) you will likely have to pay for those expenses yourself. However, you
•
To get mental health or substance abuse services from another
provider
within your HMO’s network
•
For OB‑GYN specialist care within your medical group (the
OB‑GYN may be required to comply with certain procedures,
including obtaining prior authorization for certain services, following a
pre‑approved treatment plan or procedures for making referrals)
DIRECT ACCESS
Under the Vivity HMO and Blue Cross HMO, many medical groups allow you
to see dermatologists, ear, nose and throat doctors, OB‑GYNs and allergists
Vivity HMO referrals
Multisystem Super Medical Group
With Vivity’s Physician Directed Access, you may be able to see a
specialist at another Vivity health system.
•
Cedars-Sinai
•
Cedars-Sinai Marina del Rey
Hospital
•
Cedars-Sinai Valley Network
•
Huntington Hospital
•
MemorialCare
•
PIH Health
•
PIH Health Good Samaritan
Hospital
•
Providence
•
Torrance Memorial
•
UCLA Health
Care is best maintained when you see physicians in your own
medical group. However, cross‑system referrals are permitted
for second opinions or when another health system has a special
expertise. To see a Vivity specialist who is outside of your medical
group, first discuss it with your PCP and then request the referral.
Must everyone in my family have the same
PCP?
No. Each family member may have a different PCP. For instance, you can
select a
Cedars‑Sinai Medical Group™ (CSMG) or Cedars‑Sinai Health
Associates™ (CSHA) PCP for yourself and a PCP/medical group that is close
to home for your family.
How do I find a PCP?
Use the Find a Doctor search tool at anthem.com/ca. (Both the Blue Cross
HMO and Vivity HMO are Anthem medical plans.)
When selecting criteria in the Find a Doctor search tool, you’ll be asked to
select a plan/network. Choose either:
•
Blue Cross HMO (Cal Care)—Large Group
or
•
Vivity plan
Be sure to check the box that says “Able to Serve as Primary Care Physician”
when selecting the criteria for your search.
When you find a doctor you want to be your PCP, click on the name to see
that doctor’s group practice and hospital affiliation(s). Remember, if you
need medical services your PCP does not provide, your PCP will refer you to
doctors and specialists in that same medical group or facilities that contract
with that medical group. You will receive hospital services only from the
To receive Cedars-Sinai hospital services, you must select a PCP with
CSMG or CSHA.
If you want help selecting a CSMG or CSHA PCP, or for questions about
doctors and medical services, call Cedars‑Sinai Medical Network™ Patient
Services at 800‑700‑6424. (Tell the rep you’re a Cedars‑Sinai employee.)
CS Staff v2e— 2023-2024 | Page
Can any type of doctor be my Primary
Care Physician?
Your PCP must be an internist, family practitioner or pediatrician
who practices as a PCP. Specialists such as cardiologists, orthopedic
What if I don’t select a PCP when I
enroll?
If you do not select a PCP when you first enroll, Anthem will assign
you to a PCP close to your home. You may change your PCP through
Anthem. See below for details.
Can I change my PCP?
You may change your PCP anytime, as long as you are not in
the course of treatment with your current PCP or medical group.
Changes will take effect on the first of the following month if
requested by the 15th. Otherwise the effective date will be the first
of the month after.
When you find the PCP you want at anthem.com/ca:
•
Write down the numbers for the following fields (you’ll need
them to select or change your PCP):
–
PCP ID/Enrollment ID (paper/online)
–
PCP ID/Enrollment ID (phone)
•
Doctors may be affiliated with more than one HMO network. Be
sure the PCP numbers are for the medical group/IPA you want.
Contact your medical plan to change your PCP:
Blue Cross HMO
•
Phone: 800‑227‑3641
•
Web: anthem.com/ca
Vivity HMO
•
Phone: 844‑659‑6878
•
Web: anthem.com/ca
If an HMO has a service area, am I covered when I
am out of the service area?
You are covered for emergency care when you are out of the service area.
If you or a family member will be living outside of California for 90 days or longer,
you may be able to get a guest membership in the Blue Cross Blue Shield plan in
your temporary home area. Guest membership is offered by all our medical plans,
but covers only those living outside California.
The guest membership program offers comprehensive care at the best price
available
and is ideal for out‑of‑state college students or a spouse on an extended
out‑of‑state work assignment. However, it’s not available everywhere. To inquire,
call Anthem’s guest membership coordinator at 800‑827‑6422.
About 90 days before you want your guest membership to start, call Anthem’s
guest membership coordinator at 800‑827‑6422. (This isn’t a deadline. If you call
later, your guest membership may not start until a month or so later.)
What’s the difference between the Vivity and
BlueCrossHMOs?
The plans also have some important differences, shown in this table. For more
details, see the next page.
Comparing the HMOs
Vivity HMO Blue Cross HMO
Employee premiums Lower Higher
Medical network Vivity CalCare
Service area L.A. and Orange
counties
California
Pharmacy network
and formulary
CarelonRx MedImpact and
Walgreens (retail)
Out-of-pocket
maximum
+
Medical
Rx combined
+
Medical
Rx
$1,500
$6,100
$4,500
$11,700
= Total $1,500/1 person
$2,500/2 persons
$3,500/3 or more
= Total $7,600/
1 person
$16,200/
2 or more
Both the Vivity and Blue Cross HMOs offer care from Cedars-Sinai,
as long as you select a PCP from either:
•
Cedars‑Sinai Medical Group (CSMG)
•
Questions about what’s covered?
Visit the website (all plans): anthem.com/ca
Call customer service phone number | group number:
•
Vivity HMO 844‑659‑6878 | 57ANCA
•
Blue Cross HMO 800‑227‑3641 | 57ADZG
•
Blue Cross PPO 877‑800‑7339 | 1858RE (in CA)
(BlueCard) 1858RL (outside CA)
NEW! HINGE HEALTH
FOR JOINT AND MUSCLE PAIN
Hinge Health is a virtual exercise and therapy program to
help you overcome back and joint pain (knee, hip, neck,
shoulder, etc.) without surgery. Hinge Health offers:
•
Exercise therapy tailored to your condition
•
Wearable sensors for instant feedback in the app
•
A personal coach and physical therapist, as needed
•
Convenience: you can do it from the comfort of home, on
your schedule
It’s $0 cost to you and your family members (age 18+)
enrolled in a Cedars-Sinai medical plan.
To sign up or learn more:
•
Web: hingehealth.com/for/cedarssinai
•
Phone: 855-902-2777
•
Email: [email protected]
Enrollment starts July 1, 2023, and space is limited. Join the
waitlist at: hingehealth.com/for/cedarssinai
CS Staff v2e— 2023-2024 | Page
Below is a high‑level summary of how much you pay for each plan’s benefits and
coverage. For details, see each plan’s Summary of Benefits and Coverage or the Summary
Plan Description. You can find these documents, and the Uniform Glossary (of health
insurance terms), posted on the Benefits Portal at:
Cedars-Sinai.MyBenefitChoice.com
[email protected] or call 888‑302‑3941.
Plan Vivity HMO
Type of plan Health Maintenance
Organization
Health Maintenance Organization Preferred Provider Organization
Where available California only Anywhere in the U.S. and its territories
PCP or referrals
required?
Yes Yes No
You pay... In-Network Cedars-Sinai In-Network In-Network Out-of-Network
Covered providers and
networks
Vivity HMO Network CSMG or CSHA
PCP
Any Other
CaliforniaCare HMO
Network PCP
Prudent Buyer
(In California)
BlueCard (Outside
California)
Any Licensed
Provider
Access to
Cedars-Sinai care?
CSMG or CSHA PCP: Yes
Other PCPs:
No Cedars‑Sinai access
Yes No Check with your
provider
Check with your
provider
Deductible
Per calendar year
$0 $0 $750/1 person
$1,500/2 or more
1
$750/1 person
$2,250/3 or more
$1,500/1 person
$3,750/3 or more
Out-of-pocket
maximum
Per calendar year
$1,500/1 person
$2,500/2 persons
$3,500/3 or more
(medical and Rx combined)
$1,500/1 person
$4,500/2 or more
(medical only)
$1,500/1 person
$4,500/2 or more
(medical only)
$3,000/1 person
$9,000/3 or more
(medical only)
$5,000/1 person
$15,000/3 or more
(medical only)
Covered Services
You pay...
All PCPs
Copay
CSMG or CSHA PCP
Copay
Other PCPs
Copay
In-Network
Coinsurance
Out-of-Network
Coinsurance
3
Ofce visit
MD/professional
PCP: $20/visit
2
Specialist: $35/visit
2
PCP: $20/visit
2
Specialist: $35/visit
2
PCP: $30/visit
Specialist: $45/visit
25%
2
60%
Preventive care $0 $0 $0 $0 60%
Urgent care center $20/visit
2
$20/visit
2
$30/visit 25%
2
60%
Emergency department
Copay waived only if
admitted
CS and MDRH: $150/visit
Anywhere else: $250/visit
CS and MDRH:
$150/visit
Anywhere else:
$250/visit
CS and MDRH:
$150/visit
Other in‑network:
$250/visit + 25%
(after deductible)
$250/visit
+ 25%
(after deductible)
Diagnostic test
X-ray, blood work
$0 $10/test
2
$10
/
test
25%
2
60%
Advanced imaging
CT/PET scan, MRI
$100/test
4
$100/test
4
$100 /test
25%
4
60%
Outpatient surgery $100/procedure
4
$100/procedure
4
$100/procedure
25%
4
60% up to $5,000;
then you pay 100%
(after deductible)
Hospital
Facility
$200/day
($600/admit max)
4
$100/day
($300/admit max)
4
$200/day
($
600/admit max)
$375/admit
+ 25%
4
(after deductible)
$375/admit
+ 60%
(after deductible)
Hospital visit
MD/professional
$0 $0 $0 25%
(after deductible)
60%
(after deductible)
1. Deductible applies to hospital and outpatient facility services (no deductible for preventive, X-ray or lab services).
2. Some Cedars-Sinai and Cedars-Sinai Marina del Rey Hospital billed charges waived, including deductibles. Provider charges may or may not apply.
Questions about fees and waived charges must be submitted directly to your provider.
3. For out-of-network services, you pay the coinsurance and the difference between the provider’s usual charges and the maximum allowed amount.
4. Hospital copay waived at Cedars-Sinai, Cedars-Sinai Marina del Rey Hospital, Torrance Memorial and Huntington Hospital.
The following acronyms are used in the table below:
CSMG:
Cedars‑Sinai Medical Group
CSHA:
Cedars‑Sinai Health Associates
MDRH:
Cedars‑Sinai Marina del Rey Hospital
PCP: Primary Care Physician
For medical benefit purposes, your pay rate is your hourly rate of pay in the Cedars‑Sinai payroll system on April 1 each year, excluding shift differentials. For 12‑hour shift employees, your
rate is your eight‑hour equivalent rate of pay. If you are full‑time salaried, it’s your annual salary divided by 2,080 (hours). Your hourly pay rate or eight‑hour equivalent rate is shown on your
Personalized Current Benefit Summary or Personalized Benefit Enrollment Checklist. Your pay rate in effect on April 1 each year (or hire date, if later) determines your monthly premium amount
for the next benefit year starting July 1. Your monthly premium amount will not change during the year because of any increase or decrease in your payrate.
20232024
Employee
Employee and
Spouse/Domestic Partner
Employee and Children Employee and Family
You Pay
Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
Pay rate under $25.00
Vivity HMO $7.00 $540.83 $42.00 $1,163.24 $29.00 $957.12 $82.00 $1,616.25
Blue Cross HMO $44.00 $606.84 $134.00 $1,297.83 $111.00 $1,060.52 $189.00 $1,828.61
Blue Cross PPO $145.00 $795.79 $478.00 $1,591.79 $401.00 $1,292.45 $700.00 $2,216.51
Pay rate $25.00–$44.99
Vivity HMO $28.00 $519.83 $66.00 $1,139.24 $53.00 $933.12 $114.00 $1,584.25
Blue Cross HMO $56.00 $594.84 $166.00 $1,265.83 $135.00 $1,036.52 $234.00 $1,783.61
Blue Cross PPO $163.00 $777.79 $500.00 $1,569.79 $424.00 $1,269.45 $728.00 $2,188.51
Pay rate $45.00–$59.99
Vivity HMO $56.00 $491.83 $110.00 $1,095.24 $93.00 $893.12 $161.00 $1,537.25
Blue Cross HMO $74.00 $576.84 $216.00 $1,215.83 $177.00 $994.52 $304.00 $1,713.61
Blue Cross PPO $191.00 $749.79 $543.00 $1,526.79 $460.00 $1,233.45 $778.00 $2,138.51
Pay rate $60.00–$74.99
Vivity HMO $95.00 $452.83 $162.00 $1,043.24 $144.00 $842.12 $264.00 $1,434.25
Blue Cross HMO $105.00 $545.84 $285.00 $1,146.83 $234.00 $937.52 $402.00 $1,615.61
Blue Cross PPO $229.00 $711.79 $589.00 $1,480.79 $507.00 $1,186.45 $842.00 $2,074.51
Pay rate $75.00–$89.99
Vivity HMO $99.00 $448.83 $169.00 $1,036.24 $149.00 $837.12 $274.00 $1,424.25
Blue Cross HMO $109.00 $541.84 $296.00 $1,135.83 $244.00 $927.52 $418.00 $1,599.61
Blue Cross PPO $238.00
$702.79 $612.00 $1,457.79 $527.00 $1,166.45 $875.00 $2,041.51
Pay rate $90.00–$149.99
Vivity HMO $100.00 $447.83 $172.00 $1,033.24 $152.00 $834.12 $279.00 $1,419.25
Blue Cross HMO $111.00 $539.84 $301.00 $1,130.83 $248.00 $923.52 $426.00 $1,591.61
Blue Cross PPO $243.00 $697.79 $624.00 $1,445.79 $537.00 $1,156.45 $891.00 $2,025.51
Pay rate $150.00 or more
Vivity HMO $112.00 $435.83 $191.00 $1,014.24 $169.00 $817.12 $310.00 $1,388.25
Blue Cross HMO $124.00 $526.84 $335.00 $1,096.83 $276.00 $895.52 $473.00 $1,544.61
Blue Cross PPO $270.00 $670.79 $693.00 $1,376.79 $597.00 $1,096.45 $990.00 $1,926.51
CS Staff v2e— 2023-2024 | Page
Cedars‑Sinai is keenly aware of the cost pressures in medicine—for hospitals,
clinics, doctors and for patients. Rising premiums can place a burden
on household budgets, especially for those who can least afford it. As a
healthcare organization, it’s important to us that medical coverage remains
accessible to all of our employees.
The cost of medical benefits is shared between you and Cedars‑Sinai; your
share is based on your pay rate, the plan you enroll in and which family
members you cover. The monthly amount under You Pay is divided in half and
taken from 24 of your 26 annual paychecks starting with your first paycheck
2024).
CS Staff v2e— 2023-2024 | Page
EMPLOYEE HEALTHCARE OPTIONS: KNOW BEFORE YOU GO GUIDE
As an employee of Cedars-Sinai, you have many options to receive healthcare. Get familiar with these options to
receive care in the right place.
Type of
care
For job‑related illness or injury, or when you think you
may be infectious to others.
When to
use
•
New hire/volunteer and annual screenings and
vaccinations
•
Medical evaluations of work‑related injuries and
subsequent follow‑up visits
•
Medical evaluations of any condition that may be
infectious
•
Fitness for duty evaluations
Copay None
Contact Employee Health Services
Steven Spielberg Building
8723 Alden Drive, SSB‑200
Los Angeles, CA 90048
310‑423‑3322
Monday–Friday, 7 a.m.–5 p.m.
Type of
care
Your partner in managing your health 24/7. Online, by
phone or in person, they will provide the care you need or
help you get it.
When to use
•
Preventive care and wellness
•
First line of support for illness or injury
•
Disease management
•
Access to specialized care
Copay
Vivity HMO
and
Blue Cross HMO
•
PCP with
Cedars‑Sinai Medical Group™ (CSMG)
–
Will be waived
•
PCP with
Cedars‑Sinai Health Associates™ (CSHA)
–
$20/visit (may be waived)
•
PCP with other medical group
–
Vivity HMO: $20/visit
–
Blue Cross HMO: $30/visit
Coinsurance
Blue Cross PPO
•
PPO (you pay)
–
25% after deductible in‑network (waived at CSMG)
–
60% after deductible out‑of‑network
Contact For assistance with selecting the right PCP for you, call
800‑700‑6424.
Your PCP or pediatrician’s name and phone number are on
your medical ID card. We recommend entering this vital
information into your contacts for easy reference.
If you are experiencing COVID‑19 or flu‑like symptoms, please stay home
and seek care via Video Visit Now or your nearest Cedars‑Sinai urgent care
location. Contact Employee Health Services for advice on testing and return
to work.
MyCS-Link: Securely connect to your
Cedars-Sinai personal health information
You can access your Employee Health Services information:
Complete your annual clearance questionnaire on MyCS-Link before
visiting with the Employee Health Services nurse.
If you are a Cedars-Sinai patient, MyCS-Link allows you to:
•
Communicate with your physician
•
Request appointments
•
Access test results
•
Request prescription renewals
•
View information on your care
To activate your MyCS-Link account go to:
•
Cedars-Sinai.org/MyCSlink
•
Select “New User Signup.”
•
Enter your access code as it appears on your enrollment letter or
email; if you don’t have one, you may request one online.
•
Create your ID, password and password hint.
Get the MyCS-Link App!
After you have activated your MyCS-Link account from the website,
download the app from your mobile provider’s store (search
“Cedars-Sinai”).
Interpreter services available 24/7
All Cedars‑Sinai services (primary care physician (PCP) appointments,
Video Visit Now, urgent care) are available in different languages
through Interpreter Services. Interpreter Services is available 24/7
via video call, phone or on‑site visit. Requests can be made through
CS-Link or by calling 310‑423‑5353 or by fax at 310‑423‑0498.
CS Staff v2e— 2023-2024 | Page
Urgent Care
Type of
care
To get immediate medical care for a condition that is not
life‑threatening.
When to
use
•
Abdominal pain
•
Cold or flu
•
COVID‑19 testing
•
Cuts/lacerations with
contained bleeding
•
Dehydration
•
Diarrhea
•
Ear infections
•
Fever or chills
•
Muscle pain
•
Nausea and vomiting
•
Red eye
•
Respiratory infections
•
Sore throat or cough
•
Sprains
•
Uncomplicated OB‑GYN
complaints
•
Urinary tract infections
Copay
Cedars‑Sinai Urgent Care
•
Copay waived
Other in‑network urgent care facilities
•
Vivity HMO: $20/visit
•
Blue Cross HMO: $30/visit
•
Blue Cross PPO (you pay)
–
25% after deductible in‑network
–
60% after deductible out‑of‑network
Contact Cedars‑Sinai Urgent Care Locations
Beverly Hills
8767 Wilshire Blvd., 2nd Floor
Beverly Hills, CA 90211
310‑248‑7000
Culver City
10100 Culver Blvd., Suite E
Culver City, CA 90232
310‑423‑3333
Los Feliz
1922 Hillhurst Avenue, Second Floor
Los Angeles, CA 90027
424‑314‑5200
Playa Vista
2746 West Jefferson Blvd., 2nd Floor
Playa Vista, CA 90094
424‑315‑2240
As hours may change from time to time, visit
cedars-sinai.org/urgentcare for current information.
Anthem LiveHealth Online
Type of
care
•
To see an Anthem physician by video using your
computer or mobile device; available 24/7
•
For benefits‑eligible employees enrolled in a
Cedars‑Sinai medical plan.
When to
use
•
Any illness or injury (non‑life‑threatening)
•
Sick kids after hours
•
While traveling
•
If you would prefer to use remote technology
•
Behavioral health needs (copays apply)
Spanish‑speaking doctors are available by appointment
Copay None, except for behavioral health visits.
Contact Web: livehealthonline.com
App: Search for “LiveHealth Online” in your mobile
device store
Type of
care
For emergency treatment if you have a severe or life‑
threatening condition.
When to
use
•
Bleeding that will not
stop
•
Bone breaks
•
Chest pain or stroke
•
Fever in babies
(under eight weeks)
•
Major cuts
•
Ongoing vaginal
bleeding if pregnant
•
Seizure without existing
condition
•
Serious burns
•
Serious injury to head,
neck, spine or back
•
Snake bite
•
Sudden loss or change
of vision
•
Suicidal thoughts
•
Vomiting or coughing
up blood
Copay
•
Cedars‑Sinai and Cedars‑Sinai Marina del Rey Hospital
–
Vivity HMO and Blue Cross HMO: $150/visit
–
Blue Cross PPO: $150/visit
•
Anywhere else:
–
Vivity HMO and Blue Cross HMO: $250/visit
–
Blue Cross PPO: $250/visit + 25% after deductible
Copay waived only if admitted.
Contact Cedars‑Sinai Emergency Department
North Tower, Street Level
8700 Beverly Blvd.
Los Angeles, CA 90048
310‑423‑3277 or call 911
Cedars‑Sinai Marina del Rey Hospital
4650 Lincoln Blvd.
Marina del Rey, CA 90292
310‑448‑5200 or call 911
Video visits now
Available through MyCS‑Link via the CS app.
•
Provides on‑demand, virtual visits with a healthcare provider by
video chat for non‑urgent healthcare issues.
•
Monday‑Friday 7 a.m.–7 p.m. PT
Saturday and Sunday 9 a.m.–6 p.m. PT
CS Staff v2e— 2023-2024 | Page
PHARMACY BENEFITS
Vivity HMO
Vivity HMO
CarelonRx
You pay ... In-Network Retail
1
Carelon Rx*
Home Delivery
Tier 1
Typically generic;
includes diabetic supplies
$10 $10
Tier 2
Typically brand formulary
$20 $40
Tier 3
Typically brand nonformulary;
includes compound drugs (retail only)
$40 $80
Tier 4
Typically specialty medications;
includes self-injectable (except insulin)
20% of Rx maximum allowed amount
(maximum $300 copay per fill for a
90‑day supply)
Out-of-pocket max Medical and Rx combined
$1,500/1 person, $2,500/2 persons
$3,500/3 or more
1
At in‑network retail pharmacies, 90‑day supply for three x 30‑day supply copays.
RX BENEFIT THROUGH MEDIMPACT
pharmacy benefit is administered by MedImpact.
When you are filling prescriptions, you’ll need
to use your MedImpact ID card and member
numbers.
•
Prescription medications are covered only at
MedImpact network pharmacies, Birdi mail
order pharmacy or Walgreens.
•
Specialty medications are covered only through
the
Cedars‑Sinai Pharmacotherapy Clinic (see
the next page for details) and MedImpact
Direct Specialty Program.
Blue Cross PPO and HMO
Rx benefit questions?
Contact MedImpact
Phone: 800‑788‑2949
Web: medimpact.com
MedImpact Direct Specialty Program
Phone: 877‑391‑1103 (TTY dial 711)
Email:
specialtyservicecenter@medimpactdirect.com
Vivity HMO Rx benefit questions?
Contact CarelonRx (Vivity)
Phone: 833‑267‑2130
Hours: 24/7
Web: anthem.com/ca
Pharmacy anthem.com/ca
Finder: (Find a Doctor: Vivity > Pharmacy)
Under the Vivity HMO, prescription medications are covered only
at in‑network pharmacies. Specialty, compound and self‑injectable
medications are covered only through the CarelonRx specialty
pharmacy and may not be available through home delivery.
Call CarelonRx at 833‑267‑2130 for details.
*Name change from IngenioRx to CarelonRx on Jan. 1, 2023.
MedImpact
In-Network Pharmacy
You pay ...
Retail
30-day supply
Birdi Mail Order
and Retail
90-day supply
Retail
30-day supply
Retail
90-day supply
Generic
1
$10 $25 $30 $75
Brand formulary
2
25%
$25 min/
$75 max
25%
$65 min/
$195 max
25%
$45 min/
$135 max
25%
$115 min/
$345 max
Brand nonformulary
2
40%
$40 min/
$120 max
40%
$100 min/
$300 max
40%
$60 min/
$180 max
40%
$150 min/
$450 max
Specialty
Through MedImpact Direct
Specialty Program
Same copay
as above,
based on tier
Not covered Not covered Not covered
Specialty
3
Through Cedars-Sinai
Pharmacotherapy Clinic
$0 Not covered Not covered Not covered
Rx Out-of-pocket max
4
Blue Cross HMO
Blue Cross PPO
Rx only
$6,100/1 person $11,700/2 or more
$3,600/1 person $4,450/2 or more
1
Certain high-cost generics will not be available.
2
If you request a brand drug when a generic is available, you pay the brand formulary or brand nonformulary copay (whichever the
case may be), plus the difference between the brand drug cost and generic drugcost. (In this situation, the cost could be more than
the maximum listed above.)
3
Available for certain specialty medications for employees and dependents covered by the Blue Cross PPO or HMO who reside in
California. To find out if you are eligible, send an email with the name of your medication to: GroupPharmacotherapyClinic@cshs.org
4
If you use a coupon on a medication, only the amount you actually pay out-of-pocket will be applied toward the out-of-pocket
maximum.
RX BENEFIT THROUGH CARELONRX*
The Vivity HMO pharmacy benefit is administered by CarelonRx.*
Use your Vivity HMO ID card at the pharmacy.
CS Staff v2e— 2023-2024 | Page
(continued)
QUANTITY, AGE OR GENDER RESTRICTIONS AND
STEP THERAPY
Under pharmacy best practices, some types of medications have:
•
Quantity limits: To comply with FDA product label indications.
•
Age restrictions: Some drugs are approved for adults only.
•
Gender restrictions: Some drugs are approved for males or
females only.
If your prescription is not consistent with FDA quantity, age
or gender guidelines, MedImpact will not approve filling the
prescription without their prior authorization.
Another best practice we use is step therapy, a pharmacy
program that requires you to try a generic or preferred
medication first, and then, if that medication is found to be
ineffective, you can “step up” to the brand or higher‑cost
medication.
Step therapy will be required if your medication is covered under
the step therapy program and there is no record of a generic
drug previously being dispensed or if diabetic medication
is prescribed when you have no symptoms of diabetes or
cardiovascular disease.
For prior authorization, your physician submits a medication
request form stating how your prescription complies with FDA
quantity, age or gender clinical guidelines or why you must have
the brand drug without trying the generic first. For a medication
request form, your physician’s office should call MedImpact at
800‑788‑2949 or fax 888‑783‑1773 (medical providers only).
90-DAY SUPPLY
You can obtain a 90‑day supply of a maintenance medication
through a MedImpact network pharmacy or the Birdi mail
order pharmacy (with lower copays) or Walgreens (with
BIRDI MAIL ORDER PHARMACY
You can obtain a 90‑day supply of a maintenance medication
using Birdi mail order pharmacy. For new prescriptions, three
30‑day fills will be required to ensure effectiveness before
90‑day maintenance fills can begin. After that, ask your doctor
to write the prescription for a 90‑day supply.
AUTOMATIC GENERIC SUBSTITUTION
•
To help contain the high cost of prescription drugs, the pharmacy automatically
substitutes a generic drug for the prescribed brand drug if a generic is available and
can be safely and effectively substituted.
•
If there is no generic equivalent, you’ll receive the brand drug and pay the brand
formulary or brand nonformulary copay.
•
If you tell the pharmacist you want the brand drug rather than the generic, you’ll pay
the brand formulary or brand nonformulary copay plus the difference between the
•
If your doctor writes the prescription for the brand medication and specifies “Do Not
Substitute” on the Rx, you’ll pay the generic copay plus the difference between the
CEDARS-SINAI PHARMACOTHERAPY CLINIC FOR SPECIALTY
MEDICATIONS
Specialty medications are used to treat complex and chronic conditions, in areas including,
but not limited to, cancer, inflammatory, immunodeficiency virus, neurology, pulmonology
and endocrinology conditions. Specialty medications typically require special monitoring,
administration and handling.
At
Cedars‑Sinai, we have a list of specialty medications our Cedars‑Sinai Specialty
Pharmacy can provide and a Pharmacotherapy Clinic to ensure safe and optimal use of
your specialty medication.
Cedars‑Sinai employees and their dependents will not have a copay for their specialty
medication and for seeing a pharmacist at the Pharmacotherapy Clinic if they:
•
Reside in California
•
Have MedImpact prescription benefit coverage, and
•
Elect to fill their specialty medication at the CSMC Specialty Pharmacy
If you or your dependents are eligible for the Pharmacotherapy Clinic, you will be
scheduled for an annual visit with the Pharmacotherapy Clinic Pharmacists, who will
provide the following services:
•
Perform a comprehensive review of all your prescription(s) and over‑the‑counter
medication(s)
•
Educate you about the specialty medication(s) your doctor prescribed
•
Identify and resolve any medication‑related issues (e.g., side effects) with you and
follow‑up with your doctor as needed
•
Update your medication list
•
Assist you with insurance authorizations for your specialty medication(s)
•
Contact you monthly to coordinate your refills
•
Upon request, deliver your medications to your home at no cost to you
•
Provide 24 hours/7 days a week access to a specialty‑trained pharmacist
To determine if you are eligible for this service, please send an email with the name of
your medication to: GroupPharmacotherapyClinic@cshs.org
If you are eligible for this service, the pharmacist will contact your doctor who
prescribed your specialty medication. Your doctor will be asked
to submit a referral for you to be seen in the Pharmacotherapy
Clinic.
For more information, visit the Pharmacotherapy Clinic web
page by scanning this QR code with your mobile device:
Birdi Mail Order Pharmacy
(formerly MedImpact Direct Mail)
•
Phone: 855-873-8739 (TTY dial 711)
•
Email: [email protected]
•
Web: medimpact.com
CS Staff v2e— 2023-2024 | Page
DENTAL BENEFITS
Your dental plan options are similar to your medical plan options: the DeltaCare USA plan, which is an HMO‑type plan, or the Delta
DeltaCare USA
•
When you enroll, you select a primary dentist from the DeltaCare USA network.
•
You must see your primary dentist for all basic dental care. If you need specialty
dental care, you must get a referral from your primary dentist. Otherwise, the
dental care is not covered by the plan.
•
There is no annual deductible or annual plan limit (except for orthodontia).
This plan pays 100% of preventive care and for most other services,
Delta Dental PPO
•
You can see any licensed dentist or dental specialist.
•
•
You must pay the annual (calendar‑year) deductible and a
percentage of the charge for covered dental services. The plan has
an annual maximum amount it will pay.
DeltaCare USA Delta Dental PPO
Type of plan Dental Maintenance Organization Preferred Provider Organization
Where available Only if you live in California Anywhere in the U.S.
Primary dentist required? Yes No
Calendar-year benet limit None $2,000/person
Calendar-year deductible None $50/person
$150/family
No deductible for preventive, diagnostic or orthodontia
Preventive and diagnostic
Check-ups, X-rays, cleanings, etc.
No copay Delta Dental PPO dentist: 0%
Delta Dental dentist: 0%
Other dentist: 0%*
Basic services
Fillings, extractions, etc.
No copay for most services Delta Dental PPO dentist: 10%
Delta Dental dentist: 20%
Other dentist: 20%*
Major services
Crowns, bridges, etc.
Copay for most major services
See benefit booklet for details
Delta Dental PPO dentist: 40%
Delta Dental dentist: 50%
Other dentist: 50%
*
Orthodontia
For adults and children
$1,600 to $1,800 copay,
plus $350 start‑up fee
Delta Dental PPO dentist: 50%
Delta Dental dentist: 50%
Other dentist: 50%*
to $1,800 lifetime maximum
* Delta Dental PPO and Delta Dental dentists won’t charge more than the percentage shown above for covered dental services. If you see a non-Delta Dental (“Other”)dentist, you’ll have
to pay the difference between the amount Delta Dental pays and the amount the non-Delta Dental dentist charges.
Questions about what’s covered?
Visit the website (both plans): deltadentalins.com
Call customer service phone number | group number:
•
DeltaCare USA (HMO) 800‑422‑4234 | 75012
•
Delta Dental PPO 888‑335‑8227 | 05356
CS Staff v2e— 2023-2024 | Page
DENTAL BENEFITS (continued)
DELTA DENTAL TOOLS AND SERVICES
These tools and services are available to employees and their family members
enrolled in a
Cedars‑Sinai sponsored Delta Dental plan.
VIRTUAL CONSULT: ONLINE DENTIST VISITS
When you have an urgent dental care issue like pain or a cracked tooth, Virtual
Consult allows you to have a video appointment with a Delta Dental network
dentist. Dentists provide quick, real‑time consultations, write prescriptions and
provide after care instructions for pain or infection.
Visit deltadentalvirtualconsult.com for more information and to sign up.
TOOTHPIC: REMOTE DENTAL ASSESSMENTS
Toothpic offers an innovative way to get a virtual dental assessment from the
comfort of home.
•
After registering on the website, you will begin by answering a few short
questions about your oral history and the reason for your visit.
•
Toothpic then helps you take six photos of your teeth, gums and any area of
concern using a mirror and smartphone in a brightly lit room.
•
In under 24 hours, you’ll receive a personalized dental report highlighting
areas of concern with next steps and possible treatments.
This program is not recommended for individuals who prefer to visit their
dentist regularly (every six months) for a routine check‑up and cleaning. Using
this remote action will count as one of your two routine annual check‑ups. Any
deductibles, coinsurance, calendar‑year limits and frequency limits apply.
To get started:
BRUSHSMART: ORAL HEALTH WELLNESS PERKS
Brushing and flossing regularly is the best way to strengthen your
teeth, fight cavities and plaque and prevent gum disease.
your dental care routine with perks like a 20% discount on Sonicare
products, personalized solutions for special dental needs and more.
You’re eligible if enrolled in a Delta Dental plan.
Sign up at: brushsmart.org
20232024
Employee Only Employee and Spouse/
Domestic Partner
Employee
and Child(ren)
Employee
and Family
You Pay Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
You Pay Cedars-Sinai
Pays
DeltaCare USA (HMO) $5.00 $10.41 $10.00 $16.45 $7.00 $19.64 $12.00 $26.39
Delta Dental PPO $21.00 $33.88 $33.00 $63.84 $28.00 $80.90 $60.00 $94.29
1. Scan this QR code with your smartphone or visit:
deltadental.toothpic.com
2. Click on Register Now to create an account.
3. Log in and get started.
CS Staff v2e— 2023-2024 | Page
Service
Out-of-Network
Provider
Eye exams
Covered once every 12 months
You pay $10 copay Plan reimburses up to $50
Prescription Glasses or Contacts for Vision Correction
GLASSES
Lenses
Covered once every 12 months
You pay:
•
Standard lenses: $10 copay
•
Progressive lenses: Additional $50 copay
•
Anti‑reflective lenses: Additional $40 copay
•
If you select lens options that exceed the allowance, you pay the
difference
Plan reimburses up to:
•
Single vision: $50
•
Lined bifocals: $75
•
Lined trifocals: $100
•
Lenticular: $125
Frames
Covered once every 24 months
Plan pays up to $170, then 20% of remaining balance
•
If you select frames that exceed the allowance, you pay the difference
•
Nonprescription sunglasses are not covered
Plan reimburses up to $80
OR
CONTACT LENSES
Covered once every 12 months instead of glasses (lenses and frames)
Professional tting and evaluation
Standard: Conventional lenses (see
below) and disposable single vision soft
contact lenses
Premium: Any other type of lens,
including toric, multifocal, postsurgical,
gas permeable and extended wear
Charges based on type of lenses prescribed.
You pay:
•
Standard lenses: $55 copay
•
Premium lenses: 90% of provider’s retail fee
Not covered
Contact lenses
Conventional: Lenses that are taken
out each night and reused the next day
•
All types of lenses: Plan pays up to $170
•
Conventional lenses: Plan pays an additional 15% of remaining balance
Plan reimburses up to $105
•
If enrolled in vision, you’ll be sent an Anthem ID card. If you’re
also enrolled in an Anthem medical plan, you’ll receive one card
for both medical and vision.
•
Find a network provider at anthem.com/ca
•
When you make an appointment with a network provider,
tell them you’re covered by Blue View Vision and give them
your Anthem ID number, then take your card with you to your
appointment.
•
Get your out‑of‑pocket charges reimbursed using the healthcare
flexible spending account (see page 28).
20232024
You Pay Cedars-Sinai Pays
Employee Only $8.70 $0.00
Employee and Spouse/
Domestic Partner
$17.42 $0.00
Employee and Children $18.63 $0.00
Family $29.78 $0.00
VISION BENEFITS
You can purchase vision coverage for yourself and your eligible family
reimbursement amounts are listed below.
Questions about what’s covered?
Visit the website: anthem.com/ca
Call customer service: 866‑723‑0515
Group number: Same as your medical
plan group number
CS Staff v2e— 2023-2024 | Page
WELLNESS MATTERS AT CEDARSSINAI
Wellness Matters is Cedars‑Sinai
support for your emotional, physical, financial and nutritional health goals.
Wellness Matters’ aim is to provide a balance of supportive resources that
ultimately lead to higher quality of life. Subscribe to Wellness Matters
communications to receive a monthly calendar with clickable links to
events, resources and programs.
MENTAL HEALTH RESOURCES
•
Monthly virtual seminars on various mental health topics
•
Virtual guided meditation seminars and sound baths
•
1:1 Stress coaching appointments
•
Work & Life Matters resources (EAP)
•
Anthem behavioral health resources (if enrolled in a
Cedars‑Sinai
NUTRITION RESOURCES
•
Virtual seminars on various nutrition topics
•
1:1 Nutrition coaching appointments with a registered dietitian
•
Recipe books and recipes of the month
•
Healthy eating options onsite
•
Discounts on healthy food delivery services
FITNESS RESOURCES
•
Virtual seminars on various fitness topics
•
Weekly onsite fitness classes
•
Discounts on gym memberships and local fitness studios
REWARDS & DISCOUNTS
•
Discounted memberships through Entertainment Benefits
(employee discounts)
•
Wellness Matters incentive program (see more on next page)
ADDITIONAL RESOURCES
•
Employee volunteerism
•
Diversity and inclusion
•
Virtual seminar recordings
WELLNESS MATTERS HELPS YOU CULTIVATE BROAD-BASED WELLBEING
THROUGH VARIOUS RESOURCES ON OUR INTRANET PAGE:
Answers about the Wellness Matters Program
•
Email: wellnessmatters@cshs.org
•
Web: intranet.cshs.org/sites/Employee-Wellness
•
Wellness Matters on the Cedars-Sinai Intranet:
Employee Resources > Health and Wellbeing
> Wellness Matters
CS Staff v2e— 2023-2024 | Page
WELLNESS MATTERS INCENTIVE PROGRAM
If you’re a benefits‑eligible employee enrolled in a Cedars‑Sinai medical plan,
you are eligible to earn one Wellness Matters incentive each benefit year
(July 1–June 30).
JUST TAKE THESE STEPS:
1. Complete one healthy action from the list on page 26—and keep
2. Submit two items to TRI-AD via the tri-ad.com participant portal, fax
•
A completed Proof of Healthy Action form, which you can complete
online or download and print from: tri-ad.com
•
A receipt or other documentation with the date of participation or
purchase and a description of the action or service/item purchased. You
may take a picture and upload documentation on the TRI‑AD website
portal.
TRI‑AD will review your submission to confirm your healthy action is
eligible for a Wellness Matters incentive contribution. They will notify you if
additional documentation is needed. or
If your healthy action is approved, TRI‑AD will deposit your contribution in
an HRA account for you to spend on eligible healthcare expenses.
Incentive Amount
The annual contribution is based on your hourly pay rate.
2023–2024
Pay Band/Per Hour Annual Contribution
Under $45 $300
$45 or more $150
Your HRA Account
Once earned, your incentive contribution is credited to a health
reimbursement arrangement (HRA) account for you with TRI‑AD:
The money will generally become available around the middle of the month
following the month you earned the incentive. For example, if TRI‑AD
approves your healthy action documentation on July 20, your funds would
become available mid‑August.
You can monitor your HRA account several ways:
•
Web: tri‑ad.com
•
App: Search “TRI‑AD Benefits on the Go” at your app store
(use client ID TIDCEDARS to register)
•
Call: 855‑460‑6971
You’ll need to create a personal account on your first visit to the website
or app.
YOURS UNTIL YOU LEAVE
Your HRA account balance will roll over from year to year, and there’s
no deadline for spending the funds, as long as you remain employed at
Cedars‑Sinai. For funds to rollover, you must be employed on the first day of
the following benefit year (July 1).
If your HRA account reaches the $1,000 balance limit, however,
contributions will stop until you spend some of your funds.
Every year, you can earn $50 More !
Once you’ve earned a Wellness Matters incentive, you can earn an
additional $50 reward each benefit year (July 1–June 30) by doing
another one of the healthy actions on the list.
Submit proof to TRI-AD using the same process as for the Wellness
Matters incentive, and you’ll receive $50 via check or direct deposit
to your bank account (whichever you prefer) to spend on anything
youwish.
Earn an
incentive
TRI-AD deposits
the contribution
into your
HRAaccount
CS Staff v2e— 2023-2024 | Page
EARN A WELLNESS MATTERS INCENTIVE BY TAKING
ONE OF THESE ELIGIBLE HEALTHY ACTIONS
You must provide proof to TRI‑AD for any ONE of the following wellness‑related activities
or products. Specific items listed are examples; contact TRI‑AD with questions about
items not listed.
•
Adult team sports registration fees such as baseball, softball, tennis or soccer (covers
individual fees but not team fees)
•
Athletic shoes
•
Classes/programs (onsite or virtual) focused on cardiovascular health, muscle toning,
stress reduction or other health topics offered by the
Cedars‑Sinai wellness program,
an established gym, facility, club or locally‑recognized program
•
Community event entry fees for activities such as charity walks, road races or triathlons
•
Exercise class/program fees (onsite or virtual): yoga, Pilates, meditation, kickboxing,
aerobics, step, cycling/spin, dance, boot camp, etc.
•
Exercise equipment (treadmill, elliptical machine, stationary bike,
Bowflex, etc.)
•
Health club, gym or community pool fees, whether for initial registration, monthly or
annual membership
•
Membership fees for wellness‑related apps including but not limited to: Calm, Daily
Burn, Headspace, Insight Timer, Intent, MyFitnessPal, Nike Training Club, Peloton,
Sworkit, Tone It Up, YogaWorks
•
Nighttime mouth guard
•
Nutritional counseling or classes (see ineligible actions at right for exclusions)
•
Personal interest/development classes intended to teach a new hobby or encourage
forms of relaxation such as art, music or a foreign language
•
Personal trainer fees
•
Proof of attendance to one of the monthly wellness program sessions (grand round)
held on campus
•
Proof of your visit to your doctor, dentist, optometrist, chiropractor, physical therapist or
other health specialist
•
Sports equipment (athletic shoes, basketballs, baseballs and baseball bats, yoga mats,
tennis rackets, skateboards, exercise DVDs, etc.)
•
Therapy treatments such as hydrotherapy, reflexology or acupuncture
•
Wearables such as pedometers, heart rate monitors and wireless/ electronic activity
tracking devices (Apple Watch, Fitbit, Garmin, etc.)
•
Weight lifting equipment (barbells or kettlebells)
•
REASONABLE ALTERNATIVES
If you think you might be unable to meet a standard for a reward under this
wellness program, you might qualify for an opportunity to earn the same reward
by different means. Contact myHR at 424‑314‑myHR (6947) or [email protected]
and they will work with you (and, if you wish, with your doctor) to find a reasonable
THE FOLLOWING ARE NOT ELIGIBLE FOR A
WELLNESS MATTERS INCENTIVE:
•
Activity tickets or passes
•
Mobile phones or tablets, even if they can be used to track
fitness activity
•
Electronic game consoles that simulate activity (Wii, Xbox,
PlayStation, etc.)
•
Expenses and/or fees incurred before the first day of the
current benefit year
•
Health spa products, treatments, massages or saunas
•
Hydrostatic testing
•
Maintenance costs for sport or exercise equipment
•
Services (such as nutritional counseling) or devices (such as
glucose monitors) that are covered as an eligible expense
under the healthcare flexible spending account (FSA) or
health reimbursement arrangement (HRA), or as a covered
benefit under your medical plan
•
Sports attire/clothing (with the exception of athletic shoes)
•
Standing desks
•
Tax preparation fees
•
Team registration fees associated with adult team sports
•
Tournament fees
•
Weight loss program foods, supplements, over‑the‑counter
medications or surgical procedures
Where to submit proof that you’ve
taken healthy actions
Submit your healthy action documentation to TRI-AD
online or via fax or mail.
•
Fax: 866‑233‑4741
•
Mail: TRI-AD
221 West Crest St., Suite 300
Escondido, CA 92025
CS Staff v2e— 2023-2024 | Page
ACCEPTABLE PROOF
You must submit documentation that has all of the items listed below, for
instance an Explanation of Benefits (EOB) from the insurance company
or an itemized receipt. Credit card receipts are not an accepted form
EOB or itemized receipt must show:
•
Merchant or provider name and address
•
Name of person receiving the service
•
Item purchased or service received
•
Date of purchase or service
•
Amount of purchase or service
For over‑the‑counter medications you must also provide a copy of the
prescription from your doctor.
If documentation is requested by TRI‑AD and you aren’t able to provide it,
you may have to repay your account and your account may be suspended
A health reimbursement arrangement (HRA) is an IRS‑approved,
tax‑advantaged health benefit plan that reimburses you for eligible out‑of‑
pocket medical expenses. There are hundreds of eligible expenses that can
be paid from your HRA account, including:
•
Healthcare deductibles and copays/coinsurance
•
Prescription drugs
•
Dental care and orthodontia
•
Vision (glasses, contact lenses, vision correction surgery)
•
Acupuncture and chiropractic care
•
Public transportation to and from a healthcare facility to receive
healthcare services
For a complete list, log on to tri-ad.com and search for the healthcare FSA
eligible expenses list.
USE YOUR TRI-AD BENEFITS CARD FOR CONVENIENCE
To help you spend the funds, TRI‑AD will send you a debit card. If you
are enrolled in the healthcare FSA, you may already have a card—since
both accounts are administered by
TRI‑AD and use the same card.
See page 29 for details.
The main benefit of the debit card
is convenience: it allows you to
pay the provider directly from your
HRA account instead of paying out
of pocket, filing a claim and then
waiting for reimbursement.
Whether you pay with your own money or use your debit card, always keep
the itemized receipt in case additional documentation is requested later.
PROVIDING PROOF FOR AN ELIGIBLE HEALTHCARE EXPENSE
Because income taxes are waived on contributions to your HRA account,
TRI-AD must verify that every expense is eligible.
•
Sometimes when you use your debit card, the expense can be
automatically verified.
•
Sometimes you will need to submit proof that the expense was eligible—
even when using the debit card.
How do you know you need to submit proof?
•
You’ll receive an email notice or a letter from TRI‑AD
•
Or you can check your account at:
tri‑ad.com
HRA proof documentation due date:
Sept. 28
You have 90 days after the end of the benefit year (June 30) to submit
expenses for healthcare services received between July 1 and June 30
(or the last day of the month Cedars-Sinai employmentends).
Questions about the Wellness Matters
incentive contribution or HRA account?
Contact TRI-AD for help with questions about …
•
Earning a Wellness Matters contribution or reward
•
Healthy actions list—what’s eligible, what’s not
•
Issues with your HRA or reward status
•
List of eligible expenses that you can spend your HRA funds on
(posted on the tri-ad.com participant portal)
TRI-AD
•
Phone: 855‑460‑6971
Monday–Friday 5 a.m.–6 p.m. PT
•
Email: cedarssuppor[email protected]
•
Web: tri-ad.com
CS Staff v2e— 2023-2024 | Page
Flexible Spending Accounts
Two types of flexible spending accounts (FSAs) allow you to spend untaxed income on eligible healthcare and child/adult care expenses.
HEALTHCARE FSA
This FSA offers a way to save up to 30% on eligible out-of-pocket
healthcare expenses for you and your dependents, such as medical, dental
and vision coinsurance and copays, prescription drugs, glasses/contacts/
LASIK and orthodontia. Many over‑the‑counter medications and supplies are
reimbursable, but some OTC medications require a prescription from a doctor.
For more on eligible expenses, go to tri-ad.com.
(TRI‑AD is our FSA
administrator.)
CHILDADULT CARE FSA
This FSA offers a way to pay for eligible child care, adult daycare and elder
care expenses on a tax free basis. You can participate if you pay someone to
care for these dependents so you can work:
•
Child(ren) under age 13
•
Elder parent or disabled dependent incapable of self‑care
Use funds for daycare, in‑home child care and after‑school care, or for
nonmedical nursing or nurse’s aide services and/or home care.
Benefit Year
July 1, 2023–June 30, 2024 Healthcare FSA
Any benefits‑eligible employee
may contribute:
•
Minimum: $120/year
•
Maximum: $3,050/year
Child/Adult care FSA
Any benefits‑eligible employee may
contribute:
•
Minimum: $120/year
•
Maximum: $5,000/year* ($2,500 if
married and filing separately)
You have 90 days following the end of
the benefit year to submit claims for
reimbursement to TRI‑AD. The claims
run‑out period ends: Sept. 28, 2024
* $1,200 if you earn more than $135,000 per year.
FSA PARTICIPATION ENDS
EVERY JUNE 30
FSA participation does not carry over
to the next benefit year. You must re‑
enroll each May during open enrollment
benefit year.
ANNUAL CONTRIBUTION
LIMITS
The maximum amount you are allowed
to contribute is set by law. Limits for
the current year are shown in the table
above.
The IRS requires an annual
nondiscrimination test to make sure
higher‑paid participants do not
disproportionately benefit from the
FSAs. If the plan fails that test, Cedars
Sinai must take corrective action. For
this reason, annual child/adult care FSA
contributions for employees earning
$135,000 or more a year will be limited
to $1,200.
CHILD/ADULT CARE FSA TAX CONSIDERATIONS
AND ELIGIBILITY
Federal tax credit: Federal tax regulations also make available a tax
credit for deductible dependent care expenses. Before you enroll in
the FSA, you may wish to investigate the federal tax credit and see
which provides the greater benefit. You may even be able to use
both the child/adult care FSA and federal tax credit, but not for the
same expenses. See IRS Publication 503 for more information or
ask your tax advisor which is better for you.
Filing your income tax return: If you participate in the child/
adult care FSA, you must complete an IRS Form 2441 (Child and
Dependent Care Expenses) and attach it to your federal income tax
return Form 1040. If you use a 1040A, attach a Schedule 2. On the
form, you show expenses reimbursed through the account.
Eligibility: In addition to the dependent eligibility rules above, you
must meet one of the following family status situations to have the
expense reimbursed from your child/adult care FSA:
You must be:
•
A single parent
•
Married and both you and your spouse work
•
Married; you work, and your spouse is a full‑time student,
looking for work or physically or mentally incapable of self‑care
•
The custodial parent (if you are divorced or unmarried and share
custody of your children)
USE-IT-OR-LOSE-IT
Estimate FSA contributions
conservatively; you must incur expenses
during the benefit year and submit claims
after the end of the benefit year.
Child/adult care FSA: Any unspent
money at the end of the benefit year is
forfeited.
Healthcare FSA: You can carry over up
to $610 in healthcare FSA funds to the
next year.
•
If you have money left in your
healthcare FSA at the end of the
benefit year (June 30, 2024), that
money is held for the next 90 days
(until Sept. 28, 2024) to pay for
any remaining claims for healthcare
services you received during the July 1,
2023–June 30, 2024 benefits year.
•
In early October 2024, up to $610 in
remaining funds will automatically be
carried over and available to spend
2024–June 30, 2025
benefits year. Any remaining funds
above the $610
For a complete listing of reimbursable healthcare and dependent care expenses, call the IRS at 800‑829‑3676
and request Publications #502 (healthcare) or #503 (child/adult care) or access them at: irs.gov
CS Staff v2e— 2023-2024 | Page
If you receive a Wellness Matters incentive contribution to your HRA Account or enroll in
the healthcare FSA, you’ll be issued a prepaid TRI‑AD debit card.
When you have qualified eligible expenses at a physician’s office, healthcare provider or
merchant that accepts HRA account/healthcare FSA debit cards, simply use your card.
The amount of your qualified purchases will be deducted—automatically—from your
account and electronically transferred to the provider/merchant for immediate payment.
Because both accounts use the same card, if you have both healthcare FSA and HRA
accounts, the funds will be taken from the healthcare FSA first. Once your healthcare FSA
balance is depleted, funds will be withdrawn from your HRA account.
The TRI‑AD debit card eliminates having to pay out of pocket and waiting for
reimbursement. Instead, you use the money in your account directly. If you don’t have
your TRI‑AD debit card with you, you can still pay with your own money (or personal
credit card) and submit the receipts to TRI‑AD for reimbursement (called a “claim”).
Always save itemized receipts. Even when you use your TRI‑AD debit card. You may
be asked to submit receipts to verify that your expenses comply with IRS guidelines. (If
documentation is requested by TRI‑AD and you aren’t able to provide it, you may have to
repay your account and your account may be suspended.)
Although each account is separate and money cannot be
interchanged between the accounts, they generally work the
same way:
1. Determine the amount you’d like to contribute for the
benefit year.
•
For help estimating your eligible expenses, use TRI‑AD’s
online tax savings calculator: tri-ad.com
•
For minimum and maximum contribution amounts, see the
table on the previous page.
•
If you need assistance, contact:
–
MBC HR Employee Benefits Help Desk at
888‑302‑3941
–
TRI‑AD at 855‑460‑6971
2. Enroll in one or both of the accounts on:
Cedars-Sinai.MyBenefitChoice.com
3. Your annual contribution amount is divided by the number
of pay periods with benefit deductions, usually 24 if you
periods in the benefit year.
The contributions are transferred from your paycheck before
taxes are calculated and deposited tax‑free into your FSA(s)
with TRI‑AD. You never pay taxes on this money.
You can access your FSAs by going to tri-ad.com or by using
4. When you incur an eligible expense, do one of the
following:
•
Healthcare FSA expenses:
Use your TRI‑AD debit card to
pay the merchant or provider.
•
Both types of FSA expenses: Pay your provider for the
expense and then submit a claim form with itemized receipt(s)
to TRI‑AD for reimbursement. TRI‑AD will take the money
from your account and direct‑deposit it into your checking
account or send you a check for the expense.
You can send your claims to TRI‑AD any of the following
ways:
–
Web: tri-ad.com
–
App: TRI‑AD Benefits on the Go
(client ID TIDCEDARS )
–
Fax: 844‑791‑8318
–
Mail: TRI‑AD Reimbursement Plans Department
221 West Crest Street, Suite 300
Escondido, CA 92025‑1737
If you have questions, contact TRI‑AD Customer Service:
–
Phone: 855‑460‑6971
Monday–Friday 5 a.m.–6 p.m. PT
–
Email: cedarssupport@tri‑ad.com
Keep Your TRI-AD Debit Card
When you use it up, don’t throw it away.
TRI-AD debit cards are reloaded each year.
Where Can You Use Your TRI-AD Benefits Card?
Physicians’ offices • Dental offices • Medical facilities
Hospitals • Opticians/optometrists
If your provider accepts HRA account/healthcare FSA debit cards (not all providers do),
you can use your TRI‑AD debit card for their copays, coinsurance and invoices.
Merchants • Pharmacies • Stores
merchandise stores and grocery stores that can identify eligible expenses at the checkout.
No TRI-AD Benefits Card?
No problem! If you don’t have your card with you when you need it or it hasn’t
yet arrived, no problem. You can pay with a personal credit card or cash and
submit a claim for reimbursement to TRI‑AD via web, mobile app, fax or mail.
Managing your HRA account and FSAs
Manage your accounts online at tri-ad.com or on your mobile device. Search for
“TRI-AD Benefits on the Go” at your mobile app store.
CS Staff v2e— 2023-2024 | Page
You may have noticed that the HRA account is similar to the healthcare FSA — and you’re right, they are. Both accounts allow you to use
untaxed funds to pay for eligible healthcare expenses for you and your eligible dependents. But there are also some important differences.
Here is a comparison:
Feature HRA Account Healthcare FSA
What it is Health reimbursement arrangement (HRA) Flexible spending account (FSA)
Who funds the account Cedars‑Sinai (Wellness Matters incentive contributions) Employee
Purpose Incentive for participating in the wellness program
Reduce the cost of out‑of‑pocket healthcare expenses
Eligible expenses Both plans cover nearly the same expenses:
•
Healthcare deductibles and copays/coinsurance
•
Prescription drugs
•
Dental care and orthodontia
•
Vision (glasses, contact lenses, vision correction surgery)
•
Acupuncture and chiropractic care
•
Public transportation to and from a healthcare facility to receive healthcare services
For a complete list, visit: tri-ad.com
Use it or lose it? No. Your balance (up to the $1,000 account limit) will
carry over each year as long as you remain employed with
Cedars‑Sinai.
Yes. You must spend most of the money in your account
by June 30 each year. You can carry over up to $610 to the
next year, but unspent healthcare FSA funds over $610 will
Claims due date Sept. 28. You have 90 days after the end of the benefit year
Same as HRA
Cedars-Sinai medical
plan enrollment
Yes. You must be enrolled in a Cedars‑Sinai‑sponsored
medical plan (in addition to completing the healthy action)
to receive the Wellness Matters incentive contribution to
your HRA account.
No. You do not have to be enrolled in a Cedars‑Sinai‑sponsored
medical plan to make healthcare FSA contributions.
Opt in for TRI-AD mobile alerts
Do you need to submit a receipt? Receive text messages immediately after any
benefit card swipe that will require receipts to verify the expense is eligible.
Log in to tri-ad.com and update your mobile alert settings to opt in.
CS Staff v2e— 2023-2024 | Page
Financial Protection Benefits
Working for a healthcare organization, you see first‑hand how people’s lives can be devastated because they didn’t plan for the unexpected—
not only the loss or disability of a loved one, but also the loss of income. That’s why Cedars‑Sinai provides you with financial protection
benefits: a basic level of life insurance and disability insurance, plus the opportunity to purchase additional coverage.
BASIC LIFE INSURANCE
die for any reason.
Employee
coverage
amount
1.5x annual base pay
($50,000 minimum up to $400,000 maximum)*
Basic life insurance special features:
•
Accelerated death benefit
•
Emergency travel assistance
•
Funeral planning
SUPPLEMENTAL LIFE INSURANCE
You can purchase additional life insurance for you and your family.
Employee
coverage
amount
Increments of your annual base pay
1x annual base pay to 7x annual base pay
up to $3 million maximum
*
Spouse/DP
coverage
amount
Increments of $5,000
not to exceed 50% of employee’s
supplemental life insurance or $200,000
*
Child(ren)
coverage
amount
Increments of $2,500
up to $10,000
One premium covers all eligible children
Supplemental life insurance special features:
•
Accelerated death benefit for you and your spouse/DP
What is an accelerated death benefit?
A one‑time payment of up to 80% of your Cedars‑Sinai‑paid or
supplemental life insurance coverage (to $1 million) if you are diagnosed
with a sickness or injury expected to result in death within 12 months; upon
What is Emergency Travel Assistance (ETA)?
Included with your Cedars‑Sinai‑paid life insurance, ETA can be a lifesaver
if you run into trouble while traveling—helping replace lost prescriptions or
passports, providing referrals to English‑speaking medical providers and
Can my spouse/DP and children
designatebeneficiaries?
Is life insurance coverage taxed?
Employer‑paid coverage up to $50,000 is tax‑free. The value of your
employer‑paid life insurance over $50,000 is added to your taxable wages
as imputed income at an IRS‑determined rate.
Are life insurance proceeds taxed?
No. The lump‑sum payment your beneficiary would receive is not taxable
income.
*Does coverage reduce when I get older?
Yes. Under basic and supplemental life and AD&D insurance, coverage
at age 70 to 65%; at age 75 to 45%; at age 80 to 30%. (The reduction is on
the original amount of coverage.)
Life and AD&D insurance questions?
Contact Voya Life about accelerated death benefits, EOI, questions about
portability and other benefit features:
800‑955‑7736.
Contact the MBC HR Employee Benefits Help Desk to confirm current
coverage, update beneficiaries and report a death claim:
888‑302‑3941.
Protect your loved ones—
designate beneficiaries!
Your Cedars‑Sinai life insurance and AD&D benefits provide valuable
financial support to your loved ones if you die, giving them a
temporary or partial source of income while adjusting to theirloss.
But if your beneficiaries are not up to date, you risk having this
money go to an unintended person or get tied up in legal or estate
complications. Take just a few minutes to designate or update your
beneficiaries online at Cedars‑Sinai.MyBenefitChoice.com or by
calling 888‑302‑3941.
CS Staff v2e— 2023-2024 | Page 2
Applying for Supplemental Life
•
You must purchase employee coverage to purchase spouse/DP coverage;
if your employee coverage is denied, your spouse/DP cannot be covered.
•
You don’t have to purchase employee coverage to purchase
child coverage.
•
You (and your spouse/DP) are required to complete an evidence of
insurability (EOI) form and receive insurer approval to purchase or to
increase your coverage (see Q&As below for exceptions).
•
Child coverage does not require an EOI form.
•
Coverage starts the first day of the month after the insurance company
approves your coverage.
•
You must be actively at work (and dependents must not be disabled or
hospitalized) for coverage to start.
•
Suicide is not covered the first 24 months from the date your coverage
starts or the date you increase your coverage.
Do I have to fill out an evidence of insurability
(EOI) form for supplemental lifeinsurance?
Usually, but not always.
If you apply the first time you’re eligible for benefits, you can get up to the
guaranteed issue amount of coverage (see below) without completing an
EOI form (a health questionnaire) or receiving insurer approval.
During open enrollment, you may increase your coverage from 1x pay to
Employee
2x annual base pay (including shift differential)
up to $2 million
Spouse/DP $25,000
Children $10,000
Must my spouse/DP complete an EOI form?
Again, it depends. When you’re first eligible for benefits, you can purchase
up to $25,000 in coverage for your spouse/DP without completing an EOI
Can the insurer ask for a health exam or
lab results?
Yes. A health exam or tests may be required in some cases. The insurance
company will cover all costs of any required tests.
How do I report a death?
To report the death of an employee, covered spouse or child, contact the
MBC Employee Benefits Help Desk at
888‑302‑3941.
How much does more insurance cost?
Your premiums for different levels of coverage are calculated for
you on
Cedars-Sinai.MyBenefitChoice.com. Log on to see how much
coverage will cost.
Does my premium change as I get older?
Yes. Your premium rate is based on your age (or your spouse’s/DP’s age) on
July 1 each year.
Age
Monthly
Cost/$1,000
Coverage
Age
Monthly
Cost/$1,000
Coverage
< 30
$0.026 60–64 $0.380
30–34 $0.037 65–69 $0.693
35–39 $0.051 70–74 $1.123
40–44 $0.066 75–79 $1.819
45–49 $0.100 80–84 $2.947
50–54 $0.152 85 + $4.772
55–59 $0.274 Children cost $0.124
When my pay changes, does my coverage
change?
•
Basic life insurance: When your annual base pay increases or decreases,
your coverage changes to mirror your new base pay automatically. Increases
occur the first day of the month; decreases take effect immediately*.
•
Supplemental life insurance coverage and premiums are set each July 1
(based on your April 1 annual base pay and age on July 1) and remain the
same through the next June 30*.
* Under basic and supplemental life insurance (and AD&D), coverage amounts and premiums are
reduced starting the July 1 after turning age 70: at age 70 by 65%; at age 75 by 45%; at age 80
by 30%. (The reduction is on the original amount of coverage.)
If I leave Cedars-Sinai, can I keep my life
insurance?
You will have the option to continue your basic and supplemental life insurance
coverage on a self‑pay basis. For details, see the What To Do When Leaving
Cedars-Sinai brochure posted on Cedars-Sinai.MyBenefitChoice.com
When does coverage end?
Your coverage (and any family coverage) ends on your last day of Cedars‑Sinai
employment (or the day you switch to a non‑benefits‑eligible job).
Child coverage will be canceled (and their premiums will stop) when your
youngest child turns age 26. For coverage to be canceled at the right
time, be sure to list all eligible dependent children on the enrollment site:
Cedars-Sinai.MyBenefitChoice.com
CS Staff v2e— 2023-2024 | Page 3
BASIC AD&D INSURANCE
Cedars‑Sinai‑paid accidental death & dismemberment (AD&D) insurance
provides a payment to your beneficiary if you die as the result of an accident
or partial payment to you if you lose a limb, sight, hearing, speech or become
paralyzed due to an accident.
Employee
coverage
amount
1.5x annual base pay
($50,000 minimum up to $400,000 maximum)*
SUPPLEMENTAL AD&D INSURANCE
You can purchase additional AD&D insurance for you only or for you and your
family. Your family’s coverage is a percentage of your coverage.
Employee
only
Increments of your annual base pay
1 x annual base pay to 7 x annual base pay
up to $3 million maximum
Employee
and family
Family coverage amounts are a percentage of
employee coverage:
•
Spouse/DP only = 60%
•
Spouse/DP = 50% and Child(ren) = 10%
•
Child(ren) only = 20%
Employee only Employee and family
$0.016/$1,000 of coverage $0.029/$1,000 of coverage
•
You don’t have to complete a health statement or get insurance company
approval for supplemental AD&D insurance coverage.
•
You will need to designate beneficiaries for your AD&D death benefits.
•
If you enroll in family coverage, your family members are automatically
covered. If your spouse/DP or a child dies, the insurance company will
require proof of their relationship to you at that time. Your spouse/DP
and children cannot name beneficiaries; their AD&D proceeds would be
paid to you.
•
You must be actively at work (and enrolled family members cannot be
disabled or hospitalized) for coverage to start.
What is dismemberment?
If an accident causes you to lose a limb, sight, hearing, speech or become
paralyzed, the policy pays a percentage of the coverage amount to you; the
amount depends on the type of injury.
AD&D does not cover self‑inflicted injury or death, even if accidental.
For details, see the insurer booklets posted on the Benefits Portal at
Cedars-Sinai.MyBenefitChoice.com (About Our Benefits > Select Summary
Plan Descriptions).
When my pay changes, does my coverage
change?
Basic AD&D insurance: When your annual base pay increases or decreases,
your coverage changes to mirror your new base pay automatically. Increases
occur the first day of the month; decreases take effect immediately.*
Supplemental AD&D insurance
same through the next June 30.
*Does coverage reduce when I get older?
Yes. Under basic and supplemental life and AD&D insurance, coverage
age 70 to 65%; at age 75 to 45%; at age 80 to 30%. (The reduction is on the
original amount of coverage.)
Are AD&D insurance benefits taxed?
Employer‑paid AD&D coverage is tax‑free.
Are AD&D insurance proceeds taxed?
No. The lump‑sum payment your beneficiary would receive is not taxable
income. If the AD&D proceeds are paid out over a period of time and include
interest, the interest is taxable.
If I leave Cedars-Sinai, can I keep my AD&D
insurance coverage?
No. AD&D insurance cannot be continued if you leave Cedars‑Sinai.
When does coverage end?
•
Your coverage (and any family coverage) ends on your last day of
Cedars‑Sinai employment (or the day you switch to a non‑benefits‑
eligible job).
•
Child coverage will be canceled (and their premiums will stop) when your
youngest child turns age 26. For coverage to be canceled at the right time,
be sure to list all dependent children on the enrollment site:
Cedars-Sinai.MyBenefitChoice.com
CS Staff v2e— 2023-2024 | Page 4
BASIC LTD INSURANCE
After 180 days of disability, long term disability (LTD) insurance can provide
partial income replacement if you cannot work due to an illness or injury.
Cedars‑Sinai pays for this coverage; and you are automatically enrolled.
Employee
coverage
amount
50% of basic monthly pay,
up to maximum of $10,000/month
Covers up to $240,000 of basic annual pay
Work
•
If you become disabled, LTD income payments do not start automatically;
you must apply for benefits. Only if the insurance company determines
you meet the definition of disability, will benefits begin (after 180 days of
disability).
•
You must apply within 12 months of the date of disability.
•
LTD benefits are reduced by other sources of disability income, for
instance California State Disability Insurance. This means that combined,
the LTD benefits plus any other disability income will
equal 50% (or 60% if you have elected supplemental LTD) of your basic
monthly pay.
•
Pay means gross monthly earnings before benefit deductions.
It includes shift differential but not overtime, bonuses or other additional
compensation.
•
You must be actively at work for basic (Cedars‑Sinai‑paid) and
supplemental LTD coverage to start.
•
During your first 12 months of coverage, the basic LTD plan (and
supplemental LTD) does not cover conditions you’ve had for three
months before your coverage started, but it will cover new conditions.
For more information, see the LTD booklet posted on the Benefits Portal
at Cedars‑Sinai.MyBenefitChoice.com (About Our Benefits > Select
Summary Plan Descriptions).
SUPPLEMENTAL LTD INSURANCE
You can purchase an additional 10% of basic monthly pay supplemental LTD
coverage.
Employee
coverage
amount
Additional 10% of basic monthly pay
(total of 60% of basic monthly pay)
up to maximum of $12,000/month
Covers up to $240,000 of basic annual pay
•
You can purchase (or drop) supplemental LTD coverage during
open enrollment only.
•
You do not have to fill out a health questionnaire or receive insurer
approval for coverage.
How much does more LTD cost?
Your premiums for supplemental LTD are calculated for you on
Cedars-Sinai.MyBenefitChoice.com. Log on to see how much coverage
of the cost.
If your basic monthly pay changes, your premiums will change to reflect
your new pay.
$0.198/$100 of Coverage
Estimated Cost Examples
Annual
Pay
Monthly Pay
(Annual pay
divided by 12)
x Rate
(0.198/$100
of coverage)
Est. Cost/
Month
Est. Cost/
Year
$25,000 $2,083.33 0.00198 $4.13 $49.56
$30,000 $2,500.00 0.00198 $4.95 $59.40
$40,000 $3,333.33 0.00198 $6.60 $79.20
$50,000 $4,166.67 0.00198 $8.25 $99.00
$60,000 $5,000.00 0.00198 $9.90 $118.80
$75,000 $6,250.00 0.00198 $12.38 $148.56
$100,000 $8,333.33 0.00198 $16.50 $198.00
CS Staff v2e— 2023-2024 | Page 5
How is disability defined?
You are considered disabled and eligible for LTD benefits when the insurance
company determines that, because of injury or sickness:
•
During the six‑month (180 days) period before benefits start and the next
24 months, you are unable to perform the material duties of your own
occupation.
•
After that, you are disabled only if you are unable to perform the
material duties of any occupation. In other words, you cannot work with
reasonable continuity in any occupation that you could reasonably be
expected to perform satisfactorily given your age, education, training,
experience, station in life and physical and mental capacity.
•
Disabilities due to mental illness have a lifetime limited payment period of
24 months; benefits for mental and nervous conditions continue beyond
24 months only if you are institutionalized or hospitalized as a result of the
disability.
The loss of a professional or occupational license or certification does not, in
itself, constitute disability.
See the LTD booklet for how the insurance company defines these terms and for more details;
some disabilities may not be covered or have limited coverage under this plan. The LTD booklet
is posted on the Benefits Portal at
Cedars-Sinai.MyBenefitChoice.com (About Our Benefits).
What do I do for income before 180 days?
You may use time from your VHT or ALP banks or income from state
disability insurance. For more information, see leaves of absence policies
posted on the Cedars‑Sinai service center portal.
How long are LTD income benefits paid?
LTD benefits are paid as long as you meet the definition of disability, up to
your normal Social Security retirement age.
Are LTD income payments taxed?
•
LTD income from the Cedars‑Sinai‑paid 50% coverage is taxed.
•
LTD income from the supplemental LTD 10% coverage is not
This is because when the employer pays the premiums, LTD income is taxed.
When employees pay the premium (with after‑tax pay), the premiums are
not taxed.
What is the return to work incentive?
Usually monthly LTD payments plus other sources of income equal 50%
(or 60%) of your pre‑disability basic monthly pay. If you are working on a
partial basis during your first 12 months of receiving LTD payments, the LTD
payment will equal the difference between your pre‑disability basic monthly
pay and the pay you are earning, so that you have 100% (or close to 100%)
of your pre‑disability basic monthly pay. If you are working after 12 months
If I leave Cedars-Sinai, can I keep my LTD
coverage?
LTD coverage ends on your last day of Cedars‑Sinai employment.
You may not continue or convert LTD insurance.
If you leave Cedars‑Sinai because of your disability, but before the six‑month
(180‑day) LTD waiting period is over, you are still eligible to apply for LTD
benefits. It takes several months for the insurance company to decide if you
qualify for benefits—consequently you should apply for LTD right away. (Do
not wait six months.)
For more information about LTD insurance,
contact Reliance Standard:
•
reliancestandard.com
•
800-351-7500 (Group Number: LSC 100,002 (unit LTD 128787))
CS Staff v2e— 2023-2024 | Page 36
DC Plan
Defined Contribution
Cedars-Sinai contributes
to your account.
Your account balance
is invested (you choose
the investments through
Voya Financial).
When you leave, you
can take your account
balance with you.
2
OR
+
AND
AND
PLUS
403(b) Plan Match
Cedars-Sinai matches
50% of what you contribute,
up to 3% of
your eligible pay.
Match immediately
100% vested.
DB Plan
Defined Benefit
You receive monthly
payments starting at
retirement (possibly as
early as age 55) and lasting
for your lifetime.
2
Cedars-Sinai deposits
money in a trust fund to
cover the cost ofbenefits.
Social Security
You receive monthly
payments starting
at retirement (between
ages 62–70)
and lasting for
your lifetime.
Medicare
Provides medical and
Rx coverage during
retirement, starting
as early as age 65
and lasting for your
lifetime. (Monthly
premiums required.)
Choice Retirement Program
1
Funded 100% by Cedars‑Sinai; you choose either
the DB Plan (monthly annuity at retirement) or
the DC Plan (lump‑sum payment).
Social Security and Medicare
These government programs are funded by FICA taxes
you and your employer pay (which fund current retirees’ benefits
in general, not a personal retirement account for you).
You’ll also pay premiums for Medicare.
Protect your loved ones
You must designate beneficiaries for each plan you participate in. For assistance,
contact the retirement plan; see Benefit Resources on page54.
Retirement Benefits
As a Cedars‑Sinai employee, you have the opportunity to participate in an innovative retirement benefit program to help you accumulate
savings to live on during retirement.
403(b) Plan
Funded by your pretax contributions
+ Cedars‑Sinai matching contributions (if eligible)
1. The quarter after one year of service (minimum 1,000 paid hours) with Cedars-Sinai, you’re eligible to choose between the DB Plan and DC Plan, and you’ll start receiving matching contributions
to your 403(b) Plan account from Cedars-Sinai (if you contribute to the 403(b) Plan).
2. Benefits are subject to vesting, as described over the next few pages.
403(b) Plan
Your pretax contributions are
transferred from your
paycheck to your account
with Voya Financial.
When you leave, you can
take your account
balance with you.
CS Staff v2e— 2023-2024 | Page 37
Voya Financial:
the plan record keeper
Voya advisors can answer your
questions and help you make
informed investment decisions.
Contact Voya Financial:
•
310‑423‑0974
•
CSMC Campus Office
CSMC Ray Charles Cafeteria,
Suite 1631A
•
Open weekdays, during regular
office hours
403b PLAN
The Cedars‑Sinai 403(b) Plan offers you the opportunity to save and invest for retirement on a pretax basis and
Cedars‑Sinai will match a portion of your contributions (after you meet eligibility requirements). Income taxes are
deferred on this money until you take a distribution.
403(b) Plan
How the plan
works
•
account and if eligible, Cedars‑Sinai will match a portion of your contributions. All
contributions and investment earnings in your account are not subject to income taxes
until you take the money from the plan.
Your
contributions
•
Each year, you can contribute up to the IRS maximum: $22,500/year in 2023.
Starting the year you turn 50, you can make additional catch‑up contributions:
up to $7,500 in 2023.
Cedars-Sinai
matching
contributions
•
match of 3% of your annual pay*.
•
You should contribute at least 6% of your annual pay* if you want to maximize your
matching contributions.
•
*Up to the IRS annual compensation limit for tax-deferred benefits ($330,000 in 2023).
Vesting
When benefits
are yours to keep
•
Your contributions are always 100% vested.
•
Cedars‑Sinai matching contributions are immediately 100% vested.
Investments
•
You invest your 403(b) Plan account in a core set of mutual funds, a fixed‑rate
account or other mutual funds through a brokerage window.
•
Your account balance will increase or decrease based on investment results.
Changing your
contributions
or investments
•
You can change how much is taken from your paycheck (contribution changes) or
change your investments online at Cedars‑Sinai.BeReady2Retire.com or by calling
800‑584‑6001.
•
Contribution changes take effect within one to two paychecks after you elect to change
your contribution.
•
Investment changes usually take effect the next business day, after the close of the
(continued)
Enroll today!
You can enroll in the 403(b) Plan anytime; there is no waiting period. Why wait?
•
Enroll online:
Cedars‑Sinai.BeReady2Retire.com
•
Enroll by phone: 800‑584‑6001
•
Plan number: VFZ032 Verification number: 246598 Location code: 0001
CS Staff v2e— 2023-2024 | Page 38
403(b) Plan
Loans and
withdrawals
•
You can take a loan from your 403(b) Plan account and pay yourself back
through after‑tax payroll deductions, subject to loan fees and interest; if
you’re considering a loan, keep in mind the purpose of the 403(b) Plan is
to help you save for retirement and provide a source of income when you
are no longer working.
•
Under limited situations a hardship withdrawal may be available.
•
Contact Voya Financial at 800‑584‑6001 for more information.
If you leave
Cedars-Sinai
before
retirement
If your account balance is greater than $1,000, you may leave it in the
403(b) Plan:
•
And apply to have it distributed later (you will be penalized if you don’t
take a minimum required distribution by age 73).
•
You’ll continue receiving investment earnings (or losses) and quarterly
statements until your account has been fully paid out.
You may take your account balance with you and either:
•
Roll it over to an IRA or your new employer’s eligible retirement plan, if
available; this allows you to continue saving for retirement and deferring
income taxes on this money.
•
Have it paid to you in a lump sum or in periodic payments (less 20% federal
tax withholding).
When benets
can be paid
If you are 59‑1/2 or older, you can have your 403(b) Plan account balance
paid to you while still working at Cedars‑Sinai.
After you leave Cedars‑Sinai:**
•
You may roll over your account to an IRA or your new employer’s
retirement savings plan (if permitted by the other employer’s plan) and
continue to defer taxes on the money.
•
You may have your account balance paid directly to you (it’s taxable; if
you are under 59‑1/2, you may owe an additional 10% penalty tax).
**If you are eligible to receive matching contributions, be aware that you might be eligible to
receive matching contributions that will not be deposited into your Voya account for up to six
months after you leave Cedars-Sinai.
How benets
are paid
•
You may have your account paid in a lump sum (paid directly to you or
rolled over to an IRA or
new employer’s plan).
•
You may withdraw all (or a portion) of your account under a number of
periodic payment options.
Manage your 403(b) Plan
and DC Plan online and
on the go at:
Cedars‑Sinai.BeReady2Retire.com
or
Download the app: Search “Voya Retire”
at your mobile device store.
403(b) Plan
(continued)
CS Staff v2e— 2023-2024 | Page 39
DB PLAN OR DC PLAN
Cedars‑Sinai is one of the few employers that allow employees to choose between two different types of retirement plans: a traditional pension plan (DB Plan)
or an account‑based plan (DC Plan). Eligible employees have the opportunity to elect to participate in one of the plans the quarter after completing a year of
service (with a minimum of 1,000 paid hours) at Cedars‑Sinai.
Choice Retirement Program: DB Plan or DC Plan
Dened Benet (DB Plan) Dened Contribution (DC Plan)
Benet Monthly annuity at retirement
Lump‑sum payment
How the plans
work
You receive a monthly benefit for life when you retire; the
amount is based on your pay while you participate in the DB
Plan, your age when you start receiving payments and the
•
Each quarter you participate in the DC Plan, Cedars‑Sinai
deposits a contribution in your DC Plan account; the
contribution is based on your pay and years of eligible
service.
•
You choose how your account is invested.
•
When you leave Cedars‑Sinai, you receive a lump‑sum
payment of your vested DC Plan account.
Plan formula Your monthly retirement benefit starting at age 65
will equal:
The sum of your pay*
while you participate in the DB Plan
(after 7/1/2003)
Multiplied by 1.7%
Divided by 12
(plus any DB Plan benefit earned before 12/31/1990)
DC Plan Contribution Schedule
Years of Eligible Service
1–4
5–9
10–14
15–19
20 or more
Contribution Rate
3.0% of pay*
4.0% of pay*
5.5% of pay*
8.0% of pay*
11.0% of pay*
*IRS rules limit compensation used to calculate qualified plan benefits ($330,000 in 2023); this limit is updated based on inflation rates.
Vesting
When benefits
are yours to keep
Years of Eligible Service
1
2
3
4
5
Percent Vested
0%
0%
0%
0%
100%
Years of Eligible Service
Less than 2
2
3
4
5
Percent Vested
0%
25%
50%
75%
100%
Investments Your DB Plan benefit is based on the plan formula (above),
regardless of the plan trust fund’s investment results.
•
Your account is invested in funds that you select through
Voya Financial.
•
Your account balance will increase or decrease based on
investment results.
When benets
can be paid
•
Age 65 (even if still with Cedars‑Sinai)
•
Age 55 with 10 years of eligible service, upon leaving
Cedars‑Sinai employment (five years of eligible service if a
participant before 1991)
•
Monthly benefit reduced if starting payments before
•
Age 65 (even if still with Cedars‑Sinai)
•
After your Cedars‑Sinai employment ends**
•
Benefits not reduced because of early retirement
•
Tax penalties if lump sum received before age 59‑1/2
**Be aware that you might be eligible to receive DC Plan contributions that will
not be deposited into your Voya account for up to six months after you leave
Cedars-Sinai.
Early retirement
paid over a longer period) by 6‑2/3% per year from ages
60–65 and 3‑1/3% per year from ages 55–60.
No matter what your age, when you leave Cedars‑Sinai you
can take your vested account balance with you.
If you leave
Cedars-Sinai
before retirement
Your vested benefit stays in the plan until you retire and start
monthly payments; see When benefits can be paid and Early
retirement above.
When you leave, you may choose to:
•
Have your account balance paid to you
•
Leave your money in the plan and continue deferring taxes
on this money until you retire
•
Roll this account into an IRA or a new employer’s
retirement plan
Loans Not permitted Not permitted
CS Staff v2e— 2023-2024 | Page 0
Choice Retirement Program: DB Plan or DC Plan (continued)
Dened Benet (DB Plan) Dened Contribution (DC Plan)
Survivor benets
Before retirement
Your spouse/domestic partner or beneficiary is eligible if your
death occurs either:
•
While you are still employed at Cedars‑Sinai (even if not
yet vested)
•
After you are vested (even if no longer with Cedars‑Sinai)
Spouse: May start receiving lifetime monthly payments (an
annuity) at your earliest retirement age. Monthly payments
equal the amount you would have received if you retired on your
date of death and elected a joint and 100% survivor annuity.
Beneficiary/Domestic Partner: Receives lump sum equal to
the value of the benefit that would have been payable to your
spouse if you were married.
•
Account balance is paid to your beneficiary.
•
If married, your spouse is your beneficiary unless your
spouse waives that right in writing.
How benets
are paid
Variety of monthly payment options (annuities), which start
when you retire and last for your lifetime; you can select an
option that continues payments to the person you designate:
•
Single life annuity: Monthly payments for your lifetime only.
•
Single life annuity with 60 or 120 months guaranteed:
Monthly payments for your life; if you die before 60 or 120
payments are made, the remainder goes to the person you
designate.
•
Joint and 50%, 75% or 100% survivor annuity. Monthly
payments for life; if you die before the person you designate,
the elected percentage of your monthly payment continues
to that person for their life.
Lump‑sum payment of your vested account balance, which
you can:
•
Have paid to you (subject to income taxes and
•
Have rolled over to a new employer’s plan, an IRA or the
Cedars‑Sinai 403(b) Plan*, allowing you to continue saving
for retirement and deferring taxes until later
* Only after leaving Cedars-Sinai employment or if age 65 and still
working at Cedars-Sinai.
•
Leave in the DC Plan; although you won’t get new
contributions, you can continue to direct your account’s
investments.
Working past age 65 If you are 65 or older and still working at Cedars‑Sinai, you will continue to earn DB Plan or DC Plan benefits (even if you are
collecting Social Security); you are not required to take your money from the plan until you leave Cedars‑Sinai.
DB PLAN ANNUITY
EXAMPLES
Age 65 Example
If you retire at age 65 with a $1,000/month benefit
(using the DB Plan formula), the monthly payment
would be:
Early Retirement Example
If you retire at age 55 with a $1,000/month benefit, reduced
for early retirement to $500/month (using the
DB Plan formula), the monthly payment would be:
Type of Annuity Monthly Payment
to You
Monthly Payment
to Your Survivor
Monthly Payment
to You
Monthly Payment
to Your Survivor
Single life annuity $1,000.00 $0.00 $500.00 $0.00
Single life annuity with
60-month guarantee
$987.60 $987.60
Remaining payments until
60 total payments are made
$498.50 $498.50
Remaining payments until
60 total payments are made
Single life annuity with
120-month guarantee
$955.70 $955.70
Remaining payments until
$493.95 $493.95
Remaining payments until
Joint and 50% survivor
annuity
$929.30 $464.65 $478.35 $239.18
Joint and 75% survivor
annuity
$897.50 $673.13 $468.20 $351.15
Joint and 100% survivor
annuity
$867.90 $867.90 $458.45 $458.45
1–3 128 80 416
4–9 168 80 496
10 + 208 80 576
* If you are regularly scheduled to work fewer than 70 hours per pay period (less than 87%
FTE), your VHT, SICA and ALP accrual rates are prorated; for details, see the time-off policies
posted on the Cedars-Sinai intranet > Helpful Links > Service Center > Frequently Asked
Questions > Vacation and Time Off.
Year
Earned annually
Hours added to VHT account
each pay period
(1/26th of annual amount)
Days Hours
1–3 16 128 4.9231
4–9 21 168 6.4616
10 + 26 208 8.000
Holidays
Earned annually
Hours added to VHT account
each quarter
Days Hours
Floating 4 32 8 hours each quarter
National
Holidays
6 48
8 hours each national holiday,
if scheduled to work on the
national holiday
Each quarter, one floating holiday (eight hours)* is added to your VHT
account, no matter when you take the floating holiday.
CS Staff v2e— 2023-2024 | Page 41
The VHT account gives you a pool of paid days off to use for personal
reasons, such as:
•
Vacation • Religious observances
•
Personal business • School visitation
•
Illness and family care when SICA and/or ALP are exhausted
Vacation and holiday time are accrued in your VHT account. VHT does not
accrue during certain leaves of absence.
VHT Accrual (Full Time)*
Vacation
National Holidays Cedars-Sinai Observes
New Year’s Day Labor Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
If you are scheduled to work on a national holiday listed above, eight hours*
is added to your VHT account; otherwise you get the day as a paid day off.
Maximum VHT Account Balance
You may accumulate a maximum of two times your annual VHT; after that,
no further hours are added to your account until you take time off and your
account balance goes below the maximum.
Maximum VHT Balance — Hours
Year Vacation + Holiday x 2 Maximum
Cedars-Sinai
ALP Approved Leave Pay
EML Employee Medical Leave
FCML Family Care and Medical Leave
LDM Leave and Disability Management
PDL Pregnancy Disability Leave
PPM Policy and Procedure Manager
SICA Sick Pay
VHT Vacation and Holiday Time
State of California
EDD Employment Development Department
PFL Paid Family Leave
SDI State Disability Insurance
WC Workers’ Compensation
Time-Off Benefits
Time away from work is one of our most valued benefits. We all need a
break for rest and relaxation, family time or illness.
The Cedars‑Sinai time‑off program gives you maximum flexibility, while
making sure the organization has the staffing to meet patient‑care
responsibilities. You get time off for vacation, holidays, personal time and
sickness to attend to your personal medical needs or those of a family
member—provided in different accounts: Vacation and Holiday Time
(VHT), Sick Pay (SICA) and Approved Leave Pay (ALP).
This booklet provides an overview of Cedars‑Sinai’s paid time‑off
programs for benefits‑eligible Cedars‑Sinai staff. These programs may
be subject to change during the benefit year. Please refer to the HR
Policies found in Service Center on the Cedars‑Sinai intranet for detailed
leaving or if you transfer to a per diem or management job.
VACATION AND HOLIDAY TIME VHT
your employment begins.
CS Staff v2e— 2023-2024 | Page 42
Requests for time off must be made in writing to your supervisor according
to your department’s procedures. All requests will receive serious
consideration, with decisions based on staffing needs and other relevant
work concerns.
VHT
You can have your VHT account paid out in the following situations.
Annual VHT Payout:*
•
You may elect to have from 10% up to 80% of your annual VHT accrual
paid out—in 10% increments. Your annual VHT accrual equals the VHT
you’ll earn during the calendar year, including national and floating
holidays; it’s half the VHT maximum hours shown on your pay statement.
•
You may elect to receive one or two payments, either:
–
One‑half in June and one‑half in December, or
–
Full payout in December.
•
You must have at least 80 hours left in your VHT account after the payout.
If you elect an amount that doesn’t leave 80 VHT hours in your account
after the payout, the number of hours paid will be reduced.
The IRS requires you to make a VHT payout election the year before the
VHT is earned. Payroll will distribute election forms in November for payouts
made the following year.
VHT Hardship Payout: You may receive a hardship payout once every five
years for unforeseen situations, such as loss of income, prevent eviction,
medical expenses. You must have at least 80 hours left in your VHT account
after the payout.
VHT Donation: You may donate VHT
to a co‑worker with an extreme need if
you and the recipient are both in good standing and have approval from each
department director.
VHT Payout Upon Leaving: When you leave Cedars‑Sinai or move to a
position that isn’t eligible for the VHT benefit, your unused VHT account
balance will be paid to you.
SICK PAY SICA
SICA is paid time off for one of the following reasons:
•
Illness
•
Diagnosis, care or treatment of a health condition (including injury)
•
Medical appointments (including preventive care)
•
Reasons associated with being the victim of violence
You may take SICA for yourself or to care for your:
•
Spouse/domestic partner
•
Child
•
Parent
•
Grandparent
•
Grandchild
•
Sibling
•
Any individual related by blood or affinity whose close association with
you is the equivalent of a family relationship
Annual SICA Allotment
You receive your entire SICA allotment during the first pay period of each
year, or if newly hired, during your first complete pay period worked. Your
Annual SICA Hours Allotment
Work
Status
Hours Worked/
Pay Period
FTE Annual SICA
Allotment
Full time 70+ 0.875+ 40
Part time 40 up to 70 0.5–0.875 36
Part time Fewer than 40 <0.5 24, 30 or 36
based on daily
schedule
If you are rehired within 12 months of leaving or transfer to a per diem
or management job, SICA allotments and rules may differ. See the Sick
Pay Policy found in the Policy and Procedure Manager on the Cedars‑Sinai
intranet for details.
If you have leftover SICA at the end of the calendar year and you are an
eligible employee on the last pay period of the year, that year’s unused SICA
SICA is not paid out upon leaving Cedars‑Sinai employment.
SICA may be taken incrementally as follows:
•
Nonexempt employees (eligible for overtime) in 30‑minute increments
•
Exempt employees (not eligible for overtime) in full‑day increments
You are entitled to 48 hours per calendar year of job-protected absence
for reasons covered by the sick leave policy. You may take a combination
of paid and unpaid time without being subject to Cedars‑Sinai’s attendance
standards.
*Faculty and Chairs are not eligible to cash out future vacation time through the Annual
Vacation Payout Program. If you have questions about eligibility, check with your manager or
the HR Benefits Department.
Questions about VHT, SICA or
ALP balances?
See your pay statement or call Payroll at 323-866-8500.
APPROVED LEAVE PAY ALP
The ALP account provides paid time off during approved or pending:
•
Family Care and Medical Leave
–
Serious health condition (your own or to care for your
spouse/domestic partner, child or parent)
–
Newborn care
–
Qualifying military and service member leave
•
Pregnancy Disability Leave
•
Employee Medical Leave
ALP is loaded into your bank at the beginning of each new year, along with
any unused SICA balance from the previous year.
Annual ALP Hours Allotment
Hours Worked/
Pay Period
FTE Status
Total ALP
Annual Allotment
70+ Full time 0.875+ 8
60 up to 70 Part time 0.75+ 5
Under 60 Part time < 0.75 0
New employees’
first‑year annual ALP is based on hire date:
•
Jan. 1–June 30 = 8 hours*
•
July 1–Dec. 31 = 4 hours*
*Prorated for employees working less than 0.875% FTE.
•
Each March, if you have more than the maximum 650 ALP hours,
you will automatically be paid for the ALP hours over 650.
•
Generally, ALP is not paid out upon leaving Cedars‑Sinai, except in the
following situations:
–
You leave at age 55 or older.
–
Your employment ends because of layoff and you have 20 or more
years of service.
–
Your employment ends because of layoff and you are a past President’s
Award recipient.
–
You die as an active employee (paid to your estate).
CS Staff v2e— 2023-2024 | Page 43
CS Staff v2e— 2023-2024 | Page 44
This is a high-level summary of your time-off benefits. The actual time-off and LOA policies
are described in the HR Service Center HR Library, on the Cedars-Sinai intranet. Cedars-Sinai
policies may change from time to time, with or without notice. For a copy of the policy or
for the latest information, access the HR Service Center through the intranet and search for
policies under the HR Library.
You are required to use your ALP for FCML, PDL and EML (see the Acronyms
table on page 41). Depending on the length and reason for your LOA, you
may receive a portion of replacement pay from the state and a portion from
your
Cedars‑Sinai ALP, SICA or VHT.
You and
Cedars‑Sinai pay taxes for the following state‑sponsored (or
mandated) programs that provide disability income: SDI, WC and PFL.
Because these programs do not typically replace 100% of your regular pay,
Cedars‑Sinai automatically pays you the difference between the income
benefits and your normal pay using your ALP (or SICA or VHT). This is called
integration of pay and it works like this:
•
Integration with PFL payment starts on day one of absence
•
Integration with SDI payment starts on day eight of continuous absence.
You don’t automatically receive pay. Your Kronos editor will enter ALP
during your leave. You must apply for SDI or PFL.
It’s your responsibility to apply for SDI:
edd.ca.gov. This process is secure, reliable and fast—plus, you’ll be able to
California Employment Development Department (EDD)
Web: edd.ca.gov
Phone: 800‑480‑3287 (English) 866‑658‑8846 (español)
•
Integration with WC starts on day four of continuous absence.
•
No partial integration of pay with SDI, PFL or WC benefits is permitted.
For example, if SDI provides approximately 55% of your regular pay, ALP
would replace the other 45%; you cannot opt not to use your ALP or to
use less than required to equal 100% of your pay.
•
If you use up your ALP before you can return to work, you may
supplement SDI, PFL or WC with payment from your SICA or VHT. This
isn’t automatic; you will need to contact your supervisor to use your
vacation or holiday banks.
•
If SDI, PFL or WC benefits are denied, you may use ALP (or SICA or
VHT) to cover up to 100% of your normal pay. No partial integration is
permitted.
For details about leaves of absence
Leave of absence policies and procedures describe eligibility for
leaves and time off, and how these leaves work and coordinate with
various state and federal leave laws.
LOA policies are posted on the Cedars‑Sinai intranet service center
portal:
csmc.service‑now.com
Questions about LOAs:
Contact the Cedars‑Sinai Leave and Disability Management Team.
•
Email: myHR@cshs.org
•
Fax: 310‑473‑0018
CS Staff v2e— 2023-2024 | Page 45
Some major illnesses and accidents can be a financial strain, even with medical insurance. Cedars‑Sinai offers three types of supplemental insurance
plans to help pay for expenses not covered by your medical plan, like deductibles or copays, lost wages, child care, housecleaning or any of your
regular household expenses.
Benets of supplemental insurance include:
•
The payments go directly to you to use however you’d like
•
No medical questions or tests required for coverage
•
Simplified claims process with limited paperwork
•
You receive the full benefit, even though you have other insurance
Questions about supplemental insurance? Contact Voya:
•
Phone: 877‑236‑7564
•
Web: presents.voya.com/EBRC/CSHS
•
Group number: 700801
Home Life Benefits
As an employer of choice, Cedars‑Sinai provides access to voluntary insurance programs so you can build a benefits package that meets your needs:
critical illness insurance, accident insurance, hospital indemnity insurance, auto and home insurance, pet insurance and the legal plan. These are
NEW! SUPPLEMENTAL INSURANCE PLANS:
HOSPITAL INDEMNITY | ACCIDENT | CRITICAL ILLNESS
•
Enroll at
Cedars-Sinai.MyBenefitChoice.com during open enrollment,
new hire enrollment or within 30 days of a qualified life event.
•
You must purchase employee coverage to purchase spouse/DP and/or
child(ren) coverage.
•
One premium covers all children under 26 who are enrolled.
•
Coverage starts the first day of the month after you enroll or on July 1 if
you enroll during open enrollment.
•
You must be actively at work (and dependents must not be disabled or
hospitalized) for coverage to start.
•
Limits and exclusions apply. These plans have pre‑existing condition
limitations and do not cover illnesses, conditions, accidents, injuries or
hospital expenses you’ve had before your coverage started, but will
cover new conditions. Each plan has specific limits and exclusions. See
the summaries posted on Cedars-Sinai.MyBenefitChoice.com for more
information.
Supplemental insurance is not a
substitute for medical insurance
The hospital indemnity, accident and critical illness insurance
plans are intended to supplement your medical insurance, not
replace it. These policies are not medical insurance and do not
satisfy the requirement of minimum essential coverage under
the Affordable Care Act.
H
Hospital indemnity insurance pays benefits if you (or a covered family member) have
a covered stay in a hospital, critical care unit or rehabilitation facility. If admitted
for childbirth, you’re eligible for a one‑time $100 payment. For other covered
hospitalizations, you’re eligible for the admission benefit on day 1 and the daily
benefit starting on day 2 of confinement.
Admission Benet
•
Hospital admission: $1,000/confinement
•
Critical care unit admission: $1,000/confinement
Daily Benet
•
Hospital: $100/day
•
Rehabilitation facility: $100/day
•
ICU: $200/day
Up to 60 days confinement/year
HOSPITAL INDEMNITY INSURANCE
How much does hospital indemnity
insurance cost?
Hospital Indemnity Premiums
You Pay/Month
Employee Only $14.98
Employee and Spouse/DP $33.16
Employee and Children $31.68
Family $49.86
CS Staff v2e— 2023-2024 | Page 4
ACCIDENT INSURANCE
Accident insurance pays you benefits if you (or a covered family member)
receive treatment for a covered injury. The payment is based on the type of
injury, its severity and what medical services are required for treatment and
recovery. It is paid even when the injury is covered by your medical plan.
What types of accident-related expenses are
covered?*
Accident insurance provides a benefit payment after a covered accident
that results in specific injuries and treatments. Some of the most common
treatments and conditions (and their benefit amount) include:
•
Emergency room visit: $250
•
Follow‑up doctor visit: $100
•
Physical/Occupational therapy visit (up to 6 visits/accident): $60
•
Hospital admission: $2,000
•
Hospital confinement daily benefit (up to 365 days): $325
For example, Sonia was in a car accident and was taken by ambulance to
the emergency department, where she was treated for a fractured arm. She
received a $3,050 payment ($400 for the ambulance, $250 for the ED visit
and $2,400 for the fracture).
EXTRA BENEFITS INCLUDED WITH ACCIDENT INSURANCE
•
Cedars-Sinai treatment:* Benefits will be increased by 25% for certain
treatments if your covered accident is treated at a Cedars‑Sinai facility.**
•
Sports accident:* Benefits will be increased by 25% for certain
treatments if your accident is due to participation in a covered organized
sport.**
•
Travel assistance: Get travel information, emergency personal
services, medical assistance services, security services and emergency
transportation services if traveling more than 100 miles from home for
business or leisure.
•
Wellness benet: Complete an eligible health screening (for example, an
annual physical) and get $50 to use however you’d like. (Limited to one
$50 payment for each covered family member per year.)
**Up to $1,000 maximum.
How much does accident insurance cost?
Accident Premiums
You Pay/Month
Employee Only $10.41
Employee and Spouse/DP $20.82
Employee and Children $22.39
Family $32.80
What types of diseases or conditions are
covered?*
Here’s a list of common conditions and the percent of the benefit payable:
•
Cancer (invasive) 100%
•
Kidney failure (major
organ transplant)
100%
•
Cancer (non‑invasive) 50%
•
Cancer (skin) 10%
•
Multiple sclerosis 100%
•
Coronary artery bypass 50%
•
Stroke 100%
•
Heart attack 100%
•
Type 1 diabetes 100%
For example, Anita elected $30,000 family coverage. When their partner had
a coronary artery bypass,
they received a $15,000 lump‑sum payment.
EXTRA BENEFIT INCLUDED WITH CRITICAL ILLNESS
Wellness benet: Complete an eligible health screening (for example, an
annual physical) and get $50 to use however you’d like. (Limited to one $50
payment for each covered family member per year.)
How much does critical illness insurance cost?
Critical Illness Premiums
Age
Monthly Cost/
$10,000 Coverage
Age
Monthly Cost/
$10,000 Coverage
Under 25 $2.60
50 ‑ 54 $17.50
25 ‑ 29 $3.30 55 ‑ 59 $23.10
30 ‑ 34 $4.90 60 ‑ 64 $31.10
35 ‑ 39 $6.10 65 ‑ 69 $39.90
40 ‑ 44 $8.70 70+ $42.80
45 ‑ 49 $13.40
•
Different levels of coverage are calculated for you on
Cedars-Sinai.MyBenefitChoice.com.
•
Child(ren) coverage is included in the employee premium, as long as the
child(ren) are enrolled.
CRITICAL ILLNESS INSURANCE
Critical illness insurance pays a lump‑sum benefit if you (or a covered family
member) are diagnosed with a covered disease or condition. It’s paid even if
treatment for the condition is covered by your medical plan.
Employee
coverage
options
$10,000, $20,000 or $30,000
Spouse/DP
coverage
options
Increments of $5,000
from $10,000 to $30,000
(up to 100% of employee coverage)
Child(ren)
coverage
options
50% of the employee’s coverage
*See what else is covered
The list of covered critical illnesses and accidents and their benefits
is too long to include in this booklet. To find out what else is covered,
see the summaries posted at: Cedars‑Sinai.MyBenefitChoice.com
CS Staff v2e— 2023-2024 | Page 47
AUTO AND HOME INSURANCE
Farmers GroupSelect
TM
Auto & Home provides you with access to coverage for
your personal insurance needs.
How to
apply
•
Apply anytime (no set application period) directly with Farmers
GroupSelect™ at myautohome.farmers.com or 800‑438‑6381.
•
Have your current policies with you when you call.
Types of
insurance
offered
A variety of policies are available to you through the program,
including:
•
Auto • Home (house/condo/mobile home)
•
Renter’s • Landlord’s rental dwelling
•
Boat • Recreational vehicle
•
Personal excess liability or umbrella
Premiums These are personal insurance policies; Farmers GroupSelect™
determines the rates; issuance of auto and home coverage is not
guaranteed*; you can choose to pay through payroll deduction or
another payment method.
* If you live in certain areas (high brush fire risk areas, for instance) or have a poor driving record or
due to some other legal or underwriting issue, Farmers GroupSelect™ may decline to insure you.
PET INSURANCE
My Pet Protection® plans through Nationwide® give your pet superior
protection at an unbeatable price when you enroll through Cedars‑Sinai (they’re
not available to the general public). The price is the same for pets of all ages,
with a discount for multiple pets. You’ll have peace of mind knowing you can
care for your pets no matter the cost.
How to
apply
•
Apply anytime (no set application period) directly
with Nationwide Pet Insurance at 877‑738‑7874 or:
petinsurance.com/cedarssinai
•
No age or breed restrictions for dogs and cats.
•
Exotic pet and bird plans also available.
Types of
covered
services*
When you use a licensed veterinarian, the plan covers a
percentage of the cost for:
•
Accidents/emergencies • Illness
•
Diagnostic tests, x‑rays and lab fees • Medications
•
Hospitalizations and surgeries
•
Wellness option that includes spay/neuter, vaccinations
Premiums These are personal insurance policies; Nationwide determines the
rates; you can choose to pay through payroll deduction or another
payment method.
* Pre-existing conditions are not covered.
LEGAL PLAN
Legal Plan
The MetLife Legal Plan offers convenience by giving you direct,
low‑cost access to an attorney network for a wide variety of
covered legal services. There are more than 10,000 network
attorneys nationwide. If you use a non‑network attorney, you will
be responsible for fees above the amount the plan covers.
How to
Enroll
•
Enroll during:
–
New employee or upon becoming benefits‑
eligible (due to a job transfer) enrollment period
–
Open enrollment
•
Enroll at: Cedars‑Sinai.MyBenefitChoice.com
•
Review coverage and attorney network at:
members.legalplans.com
•
If you have questions call MetLife Legal at
800‑821‑6400.
Types of
covered
services*
•
Telephone and personal consultation with an
attorney.
•
Document preparation and review: mortgages,
small claims, immigration.
•
Debt collection defense: identity theft,
negotiation with creditors, tax audits.
•
Wills, powers of attorney, trusts.
•
Family matters: premarital agreements,
adoptions, domestic violence protection.
•
Real estate matters: sale of primary residence,
eviction (if you’re the tenant).
•
Court appearances: civil litigation, administrative
hearings.
Premiums $8.25/pay period (or $16.50/month), paid through
after‑tax payroll deductions.
* This plan doesn’t cover legal issues that are already in progress or for which you’ve
already hired an attorney and some other matters. Please read the MetLife Legal
brochure or call MetLife Legal beforeenrolling.
CELLULAR ACCOUNT
DISCOUNTS
AT&T | T-Mobile | Verizon
AT&T, T‑Mobile and Verizon services and purchases:
•
Cedars‑Sinai employee badge and Cedars‑Sinai email
address (ending in cshs.org, csmns.org or csmc.edu) may
be required
•
Details are posted on the Cedars‑Sinai intranet
(Search “EIS cellular phone employee discounts”)
CS Staff v2e— 2023-2024 | Page 48
Additional Benefits
EMPLOYEE ASSISTANCE PROGRAM
Strictly confidential | Voluntary | No cost (to you)
To help you be your best at work and at home, the employee assistance program (EAP) is an
employee benefit that reflects our commitment to the health and wellbeing of our people. We
have expanded access to EAP services by Work and Life Matters partnering with Life Matters/
Empathia. This benefit is provided to employees and their immediate household members.
Work and Life Matters in partnership with LifeMatters/Empathia provide employees:
•
A safe, private, confidential setting
•
Counseling for:
–
Emotional distress – Stress, depression
–
Balancing work and personal needs – Relationship concerns
–
Child and elder care worries – Legal and financial concerns
–
Alcohol or drug dependency
•
Support to develop a plan of action including training, etc.
•
An opportunity to get connected with appropriate resources and referrals.
Contact Work & Life Matters®/LifeMatters® by Empathia
•
Phone: 866‑713‑1979 (to speak to someone live 24/7)
•
Email:
workandlifematters@cshs.org (weekdays 8 a.m.‑4:30 p.m.)
•
Cedars‑Sinai
web: cedars-sinai.org (search Work and Life Matters Program)
•
Empathia web: mylifematters.com (Empathia Life Matters password: Cedars1)
When you or your household members face challenges, many times Work and Life
Matters and/or Empathia Life Matters can help. Our team of dedicated and compassionate
professionals are just a phone call or email away.
988 Suicide and Crisis Lifeline
The 988 Suicide and Crisis Lifeline is a national
network of local crisis centers in the U.S. that
provides free and confidential emotional support
to people in suicidal crisis or emotional distress
24hours a day, 7days a week.
•
Call or text 988
•
Web: 988lifeline.org
ENTERTAINMENT BENEFITS
Employee Discounts
Cedars‑Sinai Entertainment Benefits, a savings marketplace,
offers a wide variety of discounts to you and your family, such as:
•
Appliances
•
Automotive
•
Cruises
•
Dining
•
Electronics
•
Fitness
memberships
•
Gift cards
•
Hotel
•
Movie tickets
•
Rental cars
•
Retail
•
Theme parks
•
Travel
Entertainment benets on the Cedars-Sinai intranet:
Employee Resources > Featured Resources > Entertainment Benefits (Discounts)
Getting started is easy!
•
Web: cshs.savings.workingadvantage.com
Log in using your Cedars‑Sinai work email address (your.email@cshs.org).
First time users will need to create a password.
Customer service (Tickets at Work)
•
Phone: 800‑331‑6483 (weekdays 8 a.m.–10 p.m., weekends 9 a.m.–10 p.m. PT)
Take
advantage of
Cedars-Sinai
specials and
savings events
throughout
the year!
EMPLOYEE REFERRALS
Help us find talented, dedicated professionals
Employee Referral Program
Do you know people who can make a difference at
Cedars‑Sinai? If we hire them, you’ll reap the rewards.
Help us fill hard to fill positions and you could earn up
to $5,000 depending on the position—mostly nursing,
information technology, healthcare IT, healthcare
management and allied health jobs.
•
Jobs eligible for a bonus are based on hiring needs; refer
to the website below for details
•
The bonus is paid by separate paycheck and treated as
•
Additional limits and rules apply
Contact Human Resources
•
Phone: 833‑CS4‑MYHR (4‑6947)
•
Web:
jobs.cedars-sinai.edu/employee-referrals
CS Staff v2e— 2023-2024 | Page 49
RIDESHARE
Cut back on your commuting expenses and “go green”
•
Carpooling:
monthly parking fee refund.
•
Ride-matching: Cedars‑Sinai matches you with others who seek ride‑matching,
live in the same area and work the same hours.
•
Vanpooling: Travel to and from the same work site with
•
Metro Transit Pass and MTA EZ Pass: Purchase discounted monthly passes.
•
Ride$ to Riche$:
(enrollment required); redeem gift certificates of your choice.
Contact Rideshare Office
•
310‑423‑5789
•
Room 1603 South Tower
•
Contact Parking Office
•
310‑423‑5535
•
•
Weekdays 6:30 a.m.–4 p.m.
FAMILY SUPPORT SERVICES
A family support benefit available to all Cedars-Sinai employees and
their eligible family members.
•
Emergency back‑up child and dependent adult care: pre‑screened, credentialed and
affordable child care centers and caregivers
•
Preferred enrollment and tuition discounts at Bright Horizons child care centers
•
Online elder care needs assessments to help determine the right type of care and find
providers
•
Online resources to find child sitters, nannies, housekeeping, pet sitters and walkers,
test prep and tutoring
•
Your cost varies depending on the services provided; please contact Bright Horizons
for specific costs
•
Learn more online at clients.brighthorizons.com/cedarssinai
Register now to ensure quick access when you need it:
1. Visit: clients.brighthorizons.com/cedarssinai
User name: CedarsSinai
Password: Benefits4You
2. Complete your Care Profile: Provide contact information, care recipient, authorized
contacts and care location
3. When it’s time to reserve care: Make reservations by phone or mobile app (search
“back‑up care” in the App Store or Google Play)
Contact Bright Horizons
•
Phone: 877‑BH‑CARES (877‑242‑2737)
•
Web: clients.brighthorizons.com/cedarssinai
TUITION ASSISTANCE PROGRAM
Helps pay for job-related seminars, workshops and collegeclasses
Eligibility
•
A meets expectations rating on your latest performance
appraisal (may not apply to new employees)
•
Work 20 hours/week (or more)
Educational
reimbursement
•
Up to $600 each calendar year
•
Reimburses job‑related seminar, workshop, conference, or
other training program and certification exam fees
Tuition loan
•
Up to $2,000 each calendar year (may be combined with
•
For formal certificate or degree programs and prerequisites
for approved degree programs
Critical pipeline
loan
•
Up to $5,250 each calendar year
•
Tuition loan for specific degree programs in high‑demand
careers at approved schools
Verify before
applying
•
Confirm the certificate or degree program and institution is
eligible for tuition assistance
•
Speak with your manager about your education
goals. Managers are responsible for assessing if the
organizational need matches the skill the employee wants
to develop
Apply
•
Tuition assistance website: tuition.csmc.edu
Deadlines for
reimbursement
•
Educational reimbursement applications must be submitted
and approved within 60 days after course completion
•
Loan applications must be received before (or no later than
30 days after) the course start date
Contact About applications and reimbursement policy
•
Contact Edcor Tuition/Education Assistance Program
•
Phone: 855‑395‑8740
Weekdays 5 a.m.– 5 p.m.
General questions
•
Contact myHR
•
Phone: 424‑314‑myHR (6947)
Weekdays 7 a.m.–7 p.m.
•
Service Center: csmc.service‑now.com
Assistance for new employees
If hired in the last 12 months and need assistance applying for
Tuition Assistance, email the HR Benefits department:
•
Email: [email protected]g
CS Staff v2e— 2023-2024 | Page 50
CREDIT UNION
Easy ways to save | Low-interest loans | And more!
Credit Union of Southern California
A credit union is similar to a bank, but instead of earning profits for
shareholders, any profits are used to pay higher dividends, lower
fees and loan rates, etc.
Cedars‑Sinai Federal Credit Union recently
merged with Credit Union of Southern California.
Services
•
Savings accounts: Save for a home, car holidays,
vacations or any goal through payroll deductions
•
Certificates of deposit: Higher interest rates than
savings accounts
•
Mortgages and low-interest loans: New and used
cars, motorcycles, RVs, home equity
•
Checking Accounts
•
Credit Cards
Insured
•
Deposits up to $250,000 insured by the National
Credit Union Administration
eServices
•
Mobile banking
•
Online and mobile bill pay
•
Mobile check deposits
Contact Credit Union of Southern California (CU of SoCal)
•
Phone: 866‑287‑6225
•
Web: CUSoCal.org/Cedars
•
Email: [email protected]g
•
Location: Branches throughout Southern California
•
Hours: Monday–Friday 9 a.m.–5 p.m.
Saturday 9 a.m.–1 p.m.
CS Staff v2e— 2023-2024 | Page 51
Payroll Calendars
2023 Payroll Calendar
Pay
Period
Holidays:
National and
Floating
Pay Period
Payday
Friday
Begins
Sunday
Ends
Saturday
1 Christmas Day
12/18/22 12/31/22
1/6/23
2 New Year’s Day 1/1/23 1/14/23 1/20/23
3 1/15/23 1/28/23 2/3/23
4 Floating 1/29/23 2/11/23 2/17/23
5
2/12/23 2/25/23 3/3/23
6 2/26/23 3/11/23 3/17/23
7 3/12/23 3/25/23 3/31/23
8 3/26/23 4/8/23 4/14/23
9 4/9/23 4/22/23 4/28/23
10 Floating 4/23/23 5/6/23 5/12/23
11
5/7/23 5/20/23 5/26/23
12 Memorial Day 5/21/23 6/3/23 6/9/23
13 6/4/23 6/17/23 6/23/23
14 6/18/23 7/1/23 7/7/23
15 Independence Day 7/2/23 7/15/23 7/21/23
16 7/16/23 7/29/23
8/4/23
17 Floating 7/30/23 8/12/23 8/18/23
18
8/13/23 8/26/23 9/1/23
19 Labor Day 8/27/23 9/9/23 9/15/23
20 9/10/23 9/23/23 9/29/23
21 9/24/23 10/7/23 10/13/23
22 10/8/23 10/21/23 10/27/23
23 Floating 10/22/23 11/4/23 11/10/23
24
11/5/23 11/18/23 11/24/23
25 Thanksgiving Day 11/19/23 12/2/23 12/8/23
26 12/3/23 12/16/23 12/22/23
Normally each year there are 26 pay periods of 14 days each. Each pay period begins Sunday at 12:01 a.m. and ends Saturday at midnight, two weeks later.
Employees receive a paycheck on the Friday following each pay period during which they have worked. Check distribution may begin at 3:00 p.m. on Thursday
as a convenience to night‑shift employees. When three pay periods end in the same month, no monthly benefit premiums or parking expenses are deducted
from the paychecks shown in aqua type below. Floating holiday time is credited to your account in the payroll period noted in the payroll calendar. You can take a
floating holiday anytime you want; you do not have to take a floating holiday during the pay period when it’s added to your time‑off account.
2024 Payroll Calendar
Pay
Period
Holidays:
National and
Floating
Pay Period
Payday
Friday
Begins
Sunday
Ends
Saturday
1 Christmas Day 12/17/23 12/30/23 1/5/24
2 New Year’s Day 12/31/23 1/13/24 1/19/24
3 1/14/24 1/27/24 2/2/24
4 Floating 1/28/24 2/10/24 2/16/24
5 2/11/24 2/24/24 3/1/24
6 2/25/24 3/9/24 3/15/24
7 3/10/24 3/23/24 3/29/24
8 3/24/24 4/6/24 4/12/24
9 4/7/24 4/20/24 4/26/24
10 Floating 4/21/24 5/4/24 5/10/24
11 5/5/24 5/18/24 5/24/24
12 Memorial Day 5/19/24 6/1/24 6/7/24
13 6/2/24 6/15/24 6/21/24
14 6/16/24 6/29/24
7/5/24
15 Independence Day 6/30/24 7/13/24 7/19/24
16 7/14/24 7/27/24 8/2/24
17 Floating 7/28/24 8/10/24 8/16/24
18 8/11/24 8/24/24 8/30/24
19 Labor Day 8/25/24 9/7/24 9/13/24
20 9/8/24 9/21/24 9/27/24
21 9/22/24 10/5/24 10/11/24
22 10/6/24 10/19/24 10/25/24
23 Floating 10/20/24 11/2/24 11/8/24
24 11/3/24 11/16/24 11/22/24
25 Thanksgiving Day 11/17/24 11/30/24
12/6/24
26 12/1/24 12/14/24 12/20/24
2025 Payroll Calendar
1 Christmas Day 12/15/24 12/28/24 1/3/25
2 New Year’s Day 12/29/24 1/11/25 1/17/25
CS Staff v2e— 2023-2024 | Page 52
Personal Notes
EXTERIOR SERVICES
Crosswalk
Building Entrance
Bus Stop
Elevator
Information Desk
Parking Kiosk
Visitor Parking
Valet Parking
CS Staff v2e— 2023-2024 | Page 3
Personal Notes
DB PLAN
DB Plan Pension Center
Phone: 866‑296‑5034
Web: Cedars‑Sinai‑MyRetirement.com
DB/DC Plan Choice and Retirement Planning Tools
Web: Cedars‑Sinai‑MyRetirement.com
CS Staff v2e— 2023-2024 | Page 54
Benefit Resources
At Cedars-Sinai.MyBenefitCHOICE.com
•
Access benefits information easily.
•
Link to retirement plans from the home page.
•
View your online total compensation and benefits statement.
•
Enroll in benefits. (Registration required on your first visit.)
MBC HR EMPLOYEE BENEFITS HELPDESK
Start here for answers:
Phone: 888‑302‑3941
Monday–Friday 5 a.m.–5 p.m. (PT)
(Closed major holidays)
Email: MBC[email protected]
Fax: 206‑299‑3158
Web: Cedars-Sinai.MyBenefitChoice.com
Mailing CS HR Benefits Department
Address: c/o MBC Service Center
P.O. Box 600610
Dallas, TX 75360‑0610
Retirement Plan
403b PLAN AND DCPLAN
Voya Financial National Customer Service
Phone: 800‑584‑6001
Web: Cedars‑Sinai.BeReady2Retire.com
App: Search “Voya Retire”
Voya Financial CSMC Campus Office
Phone: 310‑423‑0974
Monday–Friday 8:30 a.m.–5 p.m. (PT)
L
ocation: Cedars‑Sinai Medical Center
Ray Charles Cafeteria, Suite 1631 A
Has your address or phone
number changed?
Be sure to let us know!
The quickest way is on the Cedars-Sinai intranet:
> Click Service Center (under Helpful Links)
> Click Changing Your Address and/or Phone Number
(under Frequently Asked Questions)
> Click Change My Address or Phone Number eForm
in the article or under Additional Resources near
the bottom of the page
> Complete the online eForm and click the Submit
button (on the right)
If you do not have access to the Cedars-Sinai
intranet or need help, contact the HR Service
Center:
•
Call: 424‑314‑myHR (6947)
•
Email: [email protected]
© 2023 Cedars-Sinai
CS Staff v2e— 2023-2024
This booklet summarizes your benefits through June30,2024.
Please keep it handy to refer to it when you have benefit questions
throughout the year.
Contact myHR
•
For help with HR questions
•
General wellness program questions
Phone: 424‑314‑myHR (6947)
Email: [email protected]
Service Center: csmc.service‑now.com
Get answers on the go with
two Cedars-Sinai apps
CS Employee App:
•
Stay informed with news and
information.
•
Watch and learn through videos.
•
Snap and save photos of common
cards.
•
Get answers to common questions
quickly with contact information
and one-touch dialing.
•
Download it today from:
csemployeeapp.com
Cedars-Sinai App for employees, patients
and visitors:
•
Log in to MyCS‑Link to view doctor messages,
lab results, appointments and more.
•
Get directions within the medical center.
•
Available in the Apple app store or Google Play
store; just search for “Cedars-Sinai.”
Get personal assistance from the
MBC HR Employee Benefits Help Desk
•
For help using the enrollment website
•
If you don’t have access to a computer
•
To get answers to general benefit questions
Phone: 888‑302‑3941
Fax: 206‑299‑3158
Email: [email protected]
Web: Cedars-Sinai.MyBenefitChoice.com
Open: Monday–Friday, 5 a.m.–5 p.m. PT (Closed major holidays)
Find answers on the Benefits Portal at
Cedars-Sinai.MyBenefitCHOICE.com
Your go-to place for everything benefits in one convenient stop:
•
Access benefits information (no login required)
•
Link to retirement plans and other benefit vendors
•
Log in to enroll and see your benefit elections
Human
Resources
Questions?
Benefit Questions?
