Health & Welfare Benefits
The 2011 Guide to LiveWell Benefits is your resource to find information about the medical, dental, long term disability, life insurance, and flexible spending account benefit plans. You received this document at open enrollment (or in your new hire packet). This document also covers topics such as who is eligible for benefits, whose benefits are taxable, and when you can make benefit changes. If you have questions after reviewing this document, please call the Dartmouth-Hitchcock Benefits Administration Office at 653-1400
Medical Insurance
The House Staff health care plan is an employer paid PPO plan, administered by Anthem BlueCross BlueShield.
Spouses, dependants, domestic partners and their minor children are covered for most services at the $0 (zero) deductible level for in-network services. Coverage begins on the date of hire. Coverage continues to the end of the month that you finish your training, plus one month. After that you may elect COBRA coverage or wait until your new medical coverage begins.
Example: Termination date is June 14. You would continue your coverage with D-H through the end of July. COBRA would become effective on August 1.
Dental Insurance
Basic Dental Option for employee only is at no cost to you and is provided by Northeast Delta Dental. If you choose to enroll your dependents into the dental plan there is a cost associated with the coverage level you choose. Coverage begins on the date of hire.
Life Insurance
All House Staff are insured for one times their stipend, rounded to the next higher $1,000, subject to a maximum of $50,000 through term insurance from The Hartford. Supplemental Life/AD&D is available in increments of .5 times your base salary to a maximum of $500,000 without evidence of insurability. Premiums for this supplemental coverage are the responsibility of the resident/fellow and will be deducted from your bi-weekly paycheck. Dependent Life/AD&D coverage is available for your spouse/dependants; please review the enrollment booklet for specifics on coverage limits and premiums. You will be required to designate your beneficiaries on-line when you enroll in your benefits. You may change your beneficiary at any time during the training year.
Sick Leave/Short Term Disability
You have 90 days of paid short term disability per training year at your full stipend through GME. Any illness lasting more than 2 weeks will require an application for the salary continuation plan (short-term disability coverage) which is administered by The Hartford. Your Program Coordinator will give you the forms you need to apply for this benefit when you report your leave of absence.
Long Term Disability
Long-term disability benefits may begin on your 91st day of disability. Application for long-term coverage through The Hartford is recommended by the 60th day of illness if you anticipate being out for more than 90 days due to a qualifying disability.
Medical benefits may be continued for House Staff on approved leaves of absence for up to a total of 12 months beginning from the first day of the leave.
Health Care Reimbursement Account
The Health Care Reimbursement Account (HCRA) is offered under the Flex Plan to provide you with a tax-effective way to pay for medical and dental services outside of the Medical and Dental Plans. Since some health care services are not covered due to deductibles, or other benefit limitations, or only partially covered, employees and dependents usually pay for them out of their own pocket. HCRA establishes a reimbursement account that can be an important part of your annual budget planning as it allows you to set aside funds, before paying taxes which may be used to pay for some or all of these expenses.
Dependent Care Assistance Account
The Dependent Care Assistance Program (DCAA) is offered under the Flex Plan to provide a tax-effective way to pay for dependent care expenses resulting from the employment of an employee and spouse. DCAA allows you to set aside funds, before paying taxes, to cover certain dependent care expenses.
