Active Health & Welfare – Plan K500
You are eligible for Plan K500 Kaiser Medical if your employer has negotiated Plan B Kaiser medical benefits with your union.
Kaiser Permanente (HMO)
With an HMO, you must receive all your care through a Kaiser hospital or physician contracted with the HMO in which you are enrolled. Non-Kaiser expenses will only be covered for emergency services. You must live or work within the service area to enroll. If you do not live or work within the Kaiser Permanente service area, please contact the Trust Fund Office. Covered charges are not subject to a lifetime maximum
You are encouraged to select a Primary Care Physician (PCP). You must use only Kaiser physicians and facilities. For Kaiser physicians & locations go to www.kp.org.
An annual deductible of $500 ($1,000 for a family) applies to all benefits except doctor office visits and preventive care. Once the deductible is satisfied, you must pay a small copayment.
Health Reimbursement Account
If your employer negotiated a Health Reimbursement Account (HRA), available HRA funds, can be used to pay any deductible, copayment and coinsurance amounts for eligible medical, prescription drug, dental and vision expenses.
- Your employer will provide funding for your HRA. The amount of the funding is based on the Agreement between your employer and the Union – it may be $500/$1,000/$1,500 or $1,000/$2,000/$3,000 per year for a single person. In order to receive twice the amount on the HRA for family, the dependent(s) must be added at the same time during initial enrollment; otherwise, the full load will take place the 1st of January.
- A card will be sent to your home address allowing you to use the benefit. The card functions just like a debit card and is accepted at the vast majority of service providers’ offices and pharmacies.
- The HRA amount will be contributed to the account.
- Once the HRA contribution amount is exhausted in a calendar year, expenses are paid by you or your dependent until the out-of-pocket maximum is satisfied.
- Unused HRA amounts will roll over from year to year. Each January when your deductible and out-of-pocket maximums are reset, your HRA funding will reset as well to the amount agreed on by the employer and Union.
- You are permitted to permanently opt out of and waive future reimbursements from the HRA at least annually, in a time and manner determined by the Fund Office. Upon your termination of employment, you may opt out and waive future reimbursements from the HRA.
- The HRA only covers medical expenses, prescription drugs, dental, vision and certain IRS approved over-the-counter supplies and medications. A list of approved over-the-counter items can be found on the IRS’s website.
Prescription Drug Coverage
You must obtain your drugs at Kaiser pharmacies. Generic drugs are available with a $15 copayment and brand name drugs with a $30 copayment up to a 30-day supply at Kaiser Pharmacy. For mail order, the copayments are twice those at a retail pharmacy for a 100-day supply.
If your employer has negotiated for dental benefits with your union, dental coverage is available to you and your eligible dependents. Each of your dental care choices covers preventive, basic, and major care. Benefits depend on the plan in which you enroll. New dental eligibles cannot enroll in Delta Dental or the Scheduled Direct Pay Plan for the first 12 months of coverage. Therefore, during their first 12 months of coverage, they are limited to enroll in one of the DMOs shown below. Dental Plan Options include:
- Dental Maintenance Organization (DMO) The Bright Now!/Newport Dental, MetLife, United Healthcare Dental and United Concordia Dental Plans operate like HMOs, providing services only through participating dental offices. You will be responsible for small copayments for most covered services.
- Delta Dental Plan The Delta Dental plan allows you to use any licensed dentist, but pays a higher benefit when you use Delta Preferred Option Dentists. For most participants, there is a $3,000 annual maximum benefit and you pay 20% of covered expenses when you use a Delta Preferred Option Dentist (30% of covered expenses when you do not). The maximum does not apply to pediatric dental services.
- Scheduled Direct Pay Dental Plan The Scheduled Dental Plan also allows you to use any licensed dentist of your choice. The Plan pays 100% of a scheduled amount for covered dental treatment, not to exceed a $2,500 annual maximum per eligible person. The maximum does not apply to pediatric dental services. However, the Plan offers members access to a dental PPO network, First Dental Health (FDH). FDH providers offer members treatment at discounted rates. Therefore, your annual maximum benefit goes farther by using a FDH dentist. For information on locating a FDH dentist, please contact FDH at (800) 334-7244 or www.firstdentalhealth.com
If your employer has negotiated for self-funded orthodontic benefits with your union, Orthodontic coverage is available to you and your eligible dependents once you have been covered by the Plan for three months. If you are eligible for orthodontic coverage, orthodontic treatment will be covered in full up to a lifetime benefit of $2,500 per individual. If you enroll in a Dental Maintenance Organization, orthodontia may be available at discounted rates if you use a panel orthodontist. Regardless which dental plan option you have selected, orthodontic benefits are paid by the Fund Office once a claim is filed by your orthodontist.
If your employer has negotiated vision benefits with your union, you may use Vision Service Plan’s (VSP) network of eye care professionals to receive exams, and purchase lenses and frames. Kaiser also offers eye exams.
If you are entitled to medical coverage through the Fund, you are automatically entitled to the Burial Benefit. This benefit provides payment of $2,500 to your designated beneficiary upon the death of a covered Participant. Burial benefits are available to Active Employees and his or her covered Dependents.
If you are covered for Life Insurance, the amount available upon the death of you or your eligible dependents is dependent on your employer’s collective bargaining agreement with your union.