Have questions? We have answers. Browse the FAQs by topic.
Medical, dental, and vision end at midnight on the last day of the month following the separation date.
Yes. Employees will have 60 days to elect continuation of healthcare coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) through our third party vendor. Benefits become effective the first of the month following date of loss of coverage.
There are a variety of communication materials and tools to help employees learn about the benefits program provided by Incora. In addition to these FAQs, employees can access the CDHP learning video, the Medical Matchup, and Benefits Guide that are designed to help employees determine their medical option.
Further questions, can be directed to Incora’s HR-Benefits team at firstname.lastname@example.org.
For a complete list of insurance carrier information including phone numbers and policy numbers, click here.
Incora provides short-term disability at no cost
to employees. This benefit provides
income replacement due to illness or non-work related injury. After a 7-day waiting
period, this benefit provides 60% of salary up to a $2,300 weekly maximum. The
plan will continue to pay for a maximum of 25 weeks.
Incora provides long-term disability at no cost
to employees, which provides income replacement while disabled. The waiting period is 180 days and the
benefit provides 60% of salary up to a $10,000 monthly maximum. The plan will
continue to pay until the age of 65 or once the social security retirement age
has been met.
The Flexible Spending Account (FSA) and the Dependent Care Flexible Spending Account (DCFSA) allow employees to contribute pre-tax dollars, which can be used for eligible FSA healthcare expenses and/or dependent care expenses.
Employees can carry over up to $500 of unused FSA funds into the next calendar year. However, the Dependent Care (DCFSA) plan does not allow a carryover option. It is a “use-it-or lose-it” account.
For information on Incora’s benefit plan offerings, please refer to the Benefits Guide.
Refer to the Paycheck Deductions section in the Benefits Guide for rate information or log into HR Connect.
Changes made during open enrollment are effective January 1st of the new calendar year.
Changes made during open enrollment are effective January 1st of the new calendar year. New hire benefits are effective the first of the month following date of hire. For example, if your hire date is January 6th, you are eligible for health insurance on February 1st.
The wellness visits and tests that you completed this year will apply to the 2020 Blue Shield benefits.
Remember, in-network wellness exams, screenings and test are covered 100% by Incora. So, don’t put off getting your exam through Blue Shield starting January 2020.
The Health Savings Account (HSA) must be paired with a high deductible medical plan. It allows employees to save pre-tax dollars, up to the IRS limits, for qualified medical expenses. Any unused funds will carryover to the next year and can be saved for retirement.
If you enroll in the PPO with HSA, Incora contributes $500 for employee only coverage and $1,000 for all other coverage levels for 2020. If you enroll in any other medical plan, you are not eligible for the Incora HSA contributions.
Yes. The company provides life insurance equal to one times an employees annual salary through Cigna.
Yes. Employees can purchase up to five times annual salary up to a maximum of $1,000,000 for individual coverage, up to $500,000 for spouse coverage, and up to $10,000 for children.
2020 is a special enrollment year. If you currently do not have life insurance coverage, you can elect life insurance coverage during 2020 open enrollment without having to provide evidence of insurability up to the $300,000 guaranteed issue. If you make no changes during open enrollment, your current life insurance coverage will rollover to Cigna.
Use the Provider Search feature on the home page to locate an in-network provider within your plan.
If you are a California employee enrolling in the Trio HMO plan, please go to www.blueshieldca.com/networktriohmo to select a Primary Care Physician.
Your medical ID card is expected to be shipped out in the last two weeks of 2019.
If you have an appointment on January 1, 2020 and haven’t received your ID card by that time, please call our member services number at and ask for your subscriber ID and group policy ID. You will need to provide the subscriber ID, group policy ID and three-letter alpha pre-fix WZI to your provider to submit claims to Blue Shield of CA.
Because the PPO with HSA Plan has a High Deductible Health Plan, there are no copayments on medical expenses. After the calendar year combined medical and pharmacy deductible is met, only pharmacy coverage is based on a co-payment. Please refer to the Benefits Guide to determine the deductible and out-of-pocket maximums.
The PPO with HSA Plan has a combined medical and pharmacy deductible per calendar year. After you meet the deductible, coverage is based on coinsurance. Both the deductible and coinsurance amounts accrue towards the annual out-of-pocket maximum.
You can use the funds in your HSA to pay for your care, or save those funds for future use, even into retirement. If you use all the funds in your HSA you will need to pay for your expenses out-of-your pocket. The choice is yours!
The doctor or urgent care visit and the testing services are two separate charges. Please review the benefit summary for your plan to determine the applicable co-pay or coinsurance amount.
If you are a California employee enrolled in an HMO, you may change your Primary Care Physician once a month. Changes made after the 15th of the month become effective on the 1st of the following month. A new ID card with your new Primary Care Physician name and medical group will be mailed to you.
The open enrollment period is November 4–26. During this time, employees can make changes to existing health plans. All plan changes are effective the first of January.
No. The changes make during open enrollment are effective the first of January.
Click on the Enroll button on the HRConnectBenefts.com/US site to log into HR Connect to make your benefits elections.
No. Your benefits will carry over if you do not make any changes. However, if you want to participate in the Flexible Spending Account you WILL have to reselect this benefit during open enrollment. If you do not take action during open enrollment, you will not have FSA coverage in 2020, and you will have to wait until next year’s open enrollment window.
Please keep in mine that participation is required in the Biometric Screening process in order to qualify for the Wellness Discount Incentive.
During the open enrollment period, employees can access HR Connect to edit changes. When the open enrollment period closes, changes will no longer be available until next open enrollment.
No. The open enrollment process is for health benefits. Employees may contact Fidelity at 401k.com or 1-800-835-5097 to change contributions or update beneficiaries.
You may choose from a variety of participating retail pharmacies. To locate a participating retail pharmacy, please go to provider.bcbs.com and choose Network WZI.
Also note that CVS Caremark is Blue Shield’s pharmacy network for retail orders, mail orders and specialty drugs. Also, there is a flyer with the National Participating Retail Pharmacies which includes, Target, Rite Aid, Walgreens, Wal-Mart, Costco and more.
If medications you are currently taking needed a prior authorization, your medication may qualify for the continuity of care for pharmacy exception. Selected maintenance medications and select specialty medications that possibly have a high-risk for abuse or misuse may require pre-authorization before dispensing. Please see attached list of selected drugs eligible for the exception.
On the PPO with HSA Plan, you pay the full prescription amount, at the Blue Shield of CA contracted rate, when using an in-network retail pharmacy. Once you meet the deductible for your coverage level, you will pay a copay for prescriptions only. Please refer to the Benefits Guide for deductible amounts and copays.
Employees can add or remove dependents during open enrollment or if a qualifying life event* occurs. Some examples of a qualifying life event include: marriage, divorce, death, loss of coverage, birth, or adoption of a child. For a more detailed list refer to the Benefits Guide.
*Qualifying life event changes must be done within 31 days of the event date.
Employees are eligible to participate in the
Incora’s 401(k) plan effective the first of the month following 30 days from date
Yes. Incora matches 100% of the first 1% of
contributions and 50% of the next 5% of contributions to a maximum 3.5% of 6%
To enroll in the Incora 401(k) plan, visit
Fidelity at 401k.com