The information below describes the medical coverage changes for active employees that will be implemented for all employees effective Jan. 1, 2013. All employees were able to elect the options that work best for them and their families during the Annual Benefits Enrollment, which was held Nov. 1-16, 2012.
American has historically offered a variety of healthcare options to our employees at varying costs to both the company and the employee. This is a costly and inefficient approach. Now, American has created a universal health program for employees that standardizes and simplifies our benefits programs. Starting in 2013, American will offer all employees the choice of three medical options: the Standard option; the Core option (a high deductible option) and the Value option. In addition, all employees and their covered spouse/domestic partners will have the opportunity to earn rewards of up to $250 each for participating in wellness activities during 2013 as part of our Healthmatters program.
Cost Savings Goals Overview of the 2012 Active Medical Options
The three new medical options have many common features:
- Lower costs for using in-network doctors, hospitals and providers
- Lower costs for using generic prescriptions and mail order
- Preventive care coverage at 100% (no cost to you) if using in-network providers
- Health Spending Accounts for depositing your Healthmatters reward dollars. Your rewards may be used to help pay for out-of-pocket healthcare expenses
Unique to the Standard option: American will provide an “introductory” contribution of $375 per employee and $750 per covered spouse/domestic partner to the Health Reimbursement Account for enrolling in the Standard option in 2013.
This is not the plan document, but rather a summary of the changes.
Full-time and part-time Home-Based Reservations Representatives and Level 84 Premium Services employees will only be eligible for the Core option, and will pay the same as a full-time traditional employee.
Management and Support Staff working a reduced work schedule (50, 60 or 80 percent) will be offered all three options. Those electing the Core option will pay the same rates as full-time employees. Contribution rates for the Standard and Value options will be higher and based on the employee’s work schedule status.