Journal
Total Compensation
General Motors • Journal Number 48 • October 2009 Edition
2010 Flex Enrollment and
Your Benefit Options...
General Motors
Total Compensation Journal • Number 48
October 2009
2010 Benefits
Earlier in October, we highlighted the upcoming changes that can be expected during the
2010 Flex Enrollment period.
These modifications continue to support our goal of providing a competitive total
compensation package while still managing a competitive cost structure. This issue of the
Total Compensation Journal (TCJ) provides additional details of these modifications. Please
carefully review this information including the additional resources highlighted later in this
edition.
We thank you for your support and commitment to the success of the new General Motors.
What’s Inside...
3-4... ....Information About 2010 Flex Enrollment and Medical Plan
Options
5-6... ....Commonly Asked Health Care Questions
7-9... ....Health Savings Account (HSA) with Bank of America
9...........2010 Dental Coverage
10-11..Flexible Spending Account (FSA) Information
12..... ....FSA/HSA Comparison Chart
13-14..How To Enroll
15..... ....Life Insurance Updates in 2010
16..... ....Salaried Tuition Assistance Plan Update
17..... ....Vacation Policy Update
The information presented in this document briefly describes various GM programs and features. It does not cover
all the details about the Programs, which are found in plan documents. In the case of any conflict between these
materials and benefit plan terms, the plan terms control and supersede any other oral or written statement. General
Motors reserves the right to amend, modify, suspend or terminate any of its benefit plans or programs at any time by
the action of the Board of Directors, or individual or other committee expressly authorized by the Board to take such
action. This document and the benefits described within do not imply any guarantees.
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General Motors
Total Compensation Journal • Number 48
October 2009
More Information to Assist with Flex Enrollment
When is
2010 Flex
Enrollment?
Your online Flex Enrollment will be available at gmbenefits.com
beginning October 28, 2009 and will conclude at midnight on
November 18, 2009. (Note: gmbenefits.com can also be accessed via
Driving My Benefits).
MORE
INFORMATION
ABOUT YOUR
OPTIONS
As you know from the Flex Enrollment highlights provided in the
Special Edition Total Compensation Journal published earlier this
month (Journal Number 47), the changes to the 2010 medical plans
impact everyone. The last journal provided you with an overview
of the options and a variety of online resources including a link to
the recorded training on the Flex Enrollment Tools and Resources
microsite.
Now, we have also updated the Your GM Benefits publication for
2010. Your GM Benefits includes detailed information on all your
salaried active benefits and is conveniently located on the Flex
Enrollment Tools and Resources microsite. Click here to link to the
site, or access it anytime from the home page of Socrates or
Driving My Benefits.
In this second wave of Flex Enrollment communications, our
objectives are to:
• Help you finalize your decision of whether the Basic or
Standard Consumer Driven Health Plan (CDHP) design is best for your situation.*
• Provide information about determining which carrier you want to select (if you live in an area where you have more than one carrier offered).
• Address some of the most frequently asked questions about Health Savings Accounts (HSAs).
• Define how the $1,300 Health Care Contribution is handled for couples who both work for GM and other unique situations.
• Explain the Flexible Spending Account (FSA) Health– Limited Purpose and provide important facts about transitioning from a 2009 FSA Health – Full Purpose.
*Hawaii, International Health Care Plan (IHCP) and Optional
Canadian Health Care Coverage (OCHCC) are excluded due to legal
limitations or business needs.
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General Motors
Total Compensation Journal • Number 48
MAIN CONCEPTS
OF THE PLANS
October 2009
In summary, here are the main concepts to remember which
distinguish the Basic and Standard Plan designs:
Basic Plan
Standard Plan
Lower monthly
contributions
Higher monthly
contributions
Higher out-of-pocket
maximum
Lower out-of-pocket
maximum
$1,300 GM Contribution to
Health Savings Account
$1,300 GM Contribution to
Health Savings Account
Your individual/family health care and budget needs are the primary
things you need to take into consideration when determining which
plan best suits your needs.
WHAT SHOULD I BE
CHECKING?
There are things you can do to estimate your 2010 health care needs:
√√Go to gmbenefits.com and check on your 2010 Flex Enrollment options.
√√Use the new Worksheet for Estimating Health Care Costs
located on the 2010 Flex Enrollment Tools and Resources
microsite.
• Review the Carrier Information worksheets on the microsite for contact information and additional details that have been provided by the carriers. Some have provided information about tools that can help you research the estimated costs for procedures and prescription drugs.
• Call your physicians and other providers to inquire about their charges for your commonly used services and verify if they plan to stay in-network in 2010.
• Review your current year expenses to help determine what kinds of expenses you may expect to have repeated in 2010.
• If your 2009 plan provides Explanation of Benefits
information, these may provide helpful information.
• Remember to include estimates for prescription drugs,
behavioral health services, hearing aids and durable medical equipment, as covered services for all of these are applied to your deductible.
–– Medco’s member website allows you to view prescription drug information on the 2010 plan. You can check for coverage and estimate costs at retail and/or mail.
√√Review the new Your GM Benefits for 2010 for the latest in health care coverage details.
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General Motors
Total Compensation Journal • Number 48
October 2009
Commonly Asked Health Care Questions
What Applies to
My Deductible
And OutOf-Pocket
Maximum?
Only the carrier determined allowed or negotiated amount for
covered services can be counted toward meeting the deductible.
For example:
• It must be a covered service: Cosmetic surgery, such as a face-
lift, is not a covered service so you are responsible for the full cost and it does not apply to your deductible or out-of-pocket
maximum.
• Only the in-network “allowed amount” applies: If you receive a covered service from an out-of-network provider, only the in-network allowed amount applies to your deductible and out-
of-pocket maximum.
• Out-of-network charges beyond “allowed amount” do not
apply: Any difference between the allowed amount and the amount charged by the out-of-network provider is not applied to your deductible and out-of-pocket maximum.
DOES GM PAY
100% OF MY
EXPENSES
ONCE THE OUTOF-POCKET
MAXIMUM IS MET?
This is an important question. Once you have met your out-of-pocket
maximum, GM pays 100% of COVERED IN-NETWORK SERVICES and
PRESCRIPTION DRUGS. What this means is:
• The service or prescription drug must be one that is covered under the GM Salaried Health Care Program. For instance, non-
sedating antihistamines are not a covered prescription so you are responsible for the full cost.
• The covered service must be provided by an in-network provider. WHAT IF I am IN
AN HMO IN 2009?
If you receive services from providers that are out-of-network, you may have to pay the difference between the allowed amount and the amount the out-of-network provider charges for the service. You are encouraged to research whether or not your physician is within the network.
If you are in an HMO today, what does a Consumer Driven Health
Plan (CDHP) mean to you? The following summarizes what will
change if you stay in an HMO for 2010:
• The Standard Plan deductibles and out-of-pocket limits apply.
• There is an annual deductible which is the amount you must spend each year on covered health care services before a portion of the cost begins to be paid by GM.
• This means you will be responsible for paying 100% of the cost of all medical services, including office visits (except certain preventive services) and prescription medications (except
certain generic preventive medications), from the first dollar incurred until you reach the deductible.
• Once the deductible is met, the out of pocket maximum is also met then GM pays 100% of covered in-network services.
• You may still be required to obtain a referral to use doctors or providers outside of the network. Otherwise, services may not be covered or paid by the carrier.
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General Motors
Total Compensation Journal • Number 48
WHAT ADDITIONAL
WELLNESS
FEATURES ARE
BEING ADDED IN
2010?
October 2009
Additional enhancements are being made to GM’s wellness program,
LifeSteps. In 2010, LifeSteps will introduce additional personalized
features that will be available to assist you in better managing your
overall health and well being.
The new features include the opportunity to:
• Complete an online health risk assessment with immediate feedback.
• Establish and maintain a personal health record.
• Participate in healthy living programs, such as cholesterol, blood pressure, nutrition, smoking cessation, stress management, diabetes prevention and healthy children programs.
WHAT
Behavioral
Health CHANGES
ARE OCCURRING
IN 2010?
If you enroll in Blue Cross Blue Shield in 2010, the behavioral health
vendor will change from CIGNA to ValueOptions.
• For more information, contact Value Options at 1-800-235-2302 or at www.valueoptions.com (click on the “Member” tab and log into “Member Connect”).
The behavioral health plan design will be updated to comply with
the Mental Health Parity and Addiction Equity Act of 2008, which
generally requires that mental health and substance abuse benefits
and limits are no more restrictive than those in the medical plan.
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General Motors
Total Compensation Journal • Number 48
October 2009
Health Savings Account With Bank of America
WHO IS ELIGIBLE
FOR THE GM
HEALTH CARE
CONTRIBUTION?
GM will make a non-taxable $1,300 Health Care Contribution to a
Bank of America Health Savings Account (HSA) for eligible salaried
employees, including Flex Service employees, active as of January 1,
2010, and who are enrolled in a 2010 GM CDHP.
You are eligible to open an HSA, if you are enrolled in a GM CDHP and
if, with respect to any month:
• You are not covered by any other health plan that is not subject to CDHP limits (including a FSA Health – Full Purpose).
• You are not enrolled in Medicare. (Upon turning age 65 you may be automatically enrolled in Medicare Part A. It is important to determine your Medicare enrollment status before contributing to an HSA).
• You are not claimed as a dependent on someone else’s tax return.
If you enroll in one of the CDHPs in 2010 and you do not yet have
an HSA with Bank of America, GM will open an HSA on your behalf.
You will receive the Welcome Kit in December of this year. Additionally, early in the first quarter, GM will make the $1,300 Health Care
Contribution to your HSA.
AM I ELIGIBLE TO
HAVE AN HSA?
According to IRS guidelines, some individuals may not be eligible to
contribute to an HSA even if they elect to enroll in one of GM’s CDHP
plans. Below is a table to help illustrate others who may be eligible
for the GM Health Care Contribution and how they may receive it.
If you….
Are a spouse of a GM
salaried employee and
enroll as a dependent
in one of the CDHPs
and are otherwise
eligible.
Enroll as a dependent
on a GM hourly active
employee medical plan.
You will
receive …
In your…. Comment
$1,300
Bank of
America
HSA
Account
Both GM salaried
employees (primary and
dependent) in this scenario
are eligible for $1,300.
$1,300
GM S-SPP
This plan is not HSA
qualified.
Elect to be covered
as a dependent on a
GM hourly non-UAW
retiree medical plan.
$1,300
Bank of
America
HSA
Account or
GM S-SPP
Certain non-UAW retiree
medical plans are HSA
qualified. If not qualified,
the contribution will go
into your GM S-SPP.
Enroll in the GM
International Health
Care Plan for ISPs.
$1,300
GM S-SPP
This plan is not HSA
qualified.
Enroll in the GM
Hawaii or Optional
Canadian Health Care
medical plans.
$1,300
GM S-SPP
These plans are not HSA
qualified.
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General Motors
Total Compensation Journal • Number 48
HOW DOES The
HSA WORK?
October 2009
As part of Flex Enrollment, you can choose to sign up for pre-tax
payroll deductions for additional contributions. To provide additional
flexibility, during 2010, you may now adjust your payroll deduction
by contacting the GM Benefits & Services Center.
In addition, you can self-pay directly to Bank of America if you want
to deposit additional tax-deductible funds into your account. In
either case, you may only contribute up to the annual maximum as
established by the IRS. Here is how much you can save:
2010 IRS
Annual HSA
Contribution
Limit*
Single
Coverage
Two-Party
Coverage
Family
Coverage
Your 2010
Maximum PreTax Contribution
Level
GM Health
Care
Contribution
$3,050
-
$1,300
=
$1,750
$6,150
-
$1,300
=
$4,850
$6,150
-
$1,300
=
$4,850
*In 2010, if you are age 55 to 64 you have the opportunity to contribute an
additional pre-tax catch up contribution of $1,000. Also, to be eligible to make
the maximum HSA contribution, generally you must be enrolled in a CDHP for
12 months or longer.
Please note, when enrolling online, if you elect to contribute in
addition to the $1,300 GM Health Care Contribution, only what you
want to contribute will appear on the enrollment screen.
WHAT IF I WANT
TO FUND MY HSA
FROM MY IRA?
Employees who enroll in a GM CDHP and who maintain an HSA,
either through Bank of America or another financial institution,
will have a one time opportunity to move funds directly from their
Individual Retirement Account (IRA or Roth IRA) into their HSA taxfree without incurring a tax penalty. The amount transferred cannot
exceed the employee’s maximum annual HSA contribution limit plus
any eligible catch-up contributions. Remember to take into consideration your $1,300 GM Health Care Contribution, if eligible. If you
took advantage of this opportunity previously, you are no longer
eligible to make this transfer. As an example:
• Margaret has elected Family Coverage and is eligible to have an HSA.
• GM has opened an HSA at Bank of America and contributed $1,300.
• She is 56 years old and therefore is eligible for an HSA catch-up contribution of $1,000.
• She has an IRA with $14,000.
Based on the example below, she will have $8,150 ($14,000-$5,850) remaining in her IRA once the transfer to her HSA is completed.
2010 IRS Max
HSA
Contribution
$6,150
Catchup
+ $1,000 -
One-Time
Transfer from
IRA to HSA
GM HC
Contribution
$1,300
=
$5,850
Your total HSA contributions (GM Health Care Contribution
plus any employee or IRA/Roth IRA transfers) cannot exceed the
maximum annual contribution limit for your coverage level. For
additional details, please reference the IRS limits established for HSA
contributions or consult your tax advisor.
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General Motors
Total Compensation Journal • Number 48
WHAT IF I
ALREADY HAVE
AN HSA WITH
ANOTHER BANK?
What Happens
to an HSA in the
Event of Death?
October 2009
GM will only make the $1,300 Health Care Contribution to a Bank of
America HSA. If you have an HSA with another financial institution,
any contributions you make will be on an after-tax basis and will be
tax deductible on your 2010 tax return. The combined amount of
contributions to your HSA accounts is subject to the IRS 2010 Contribution Limits. Additionally, GM will only pay the administration fee
for the Bank of America HSA.
When you enroll in an HSA, you will be asked to designate a beneficiary. If your:
• Spouse is the designated beneficiary of your HSA, it will be treated as your spouse’s HSA after your death.
• Spouse is not the designated beneficiary of your HSA, the
account stops being an HSA, and the fair market value of the HSA becomes taxable to the beneficiary in the year in which you die.
• If your estate is the beneficiary, the value is included on your final income tax return.
The amount taxable to a beneficiary other than the estate is reduced
by any qualified medical expenses for the decedent that are paid by
the beneficiary within one year after the date of death.
WHAT IF I OPTOUT OF GM
COVERAGE?
If you elect to opt-out of GM coverage (for instance, to be covered
as a dependant on a UAW hourly retiree contract), meaning you will
not be enrolled in a GM health care plan, you will receive $1,320 for
2010. The $1,320 will be provided as taxable income in your pay on
a semi-monthly basis ($55 per pay period). If you are a Flex Service
Employee and elect to opt-out of GM coverage, you will receive $900
taxable income ($37.50 per pay period).
More questions
about Bank of
America?
For more information about Bank of America, see their link on the
Flex Enrollment microsite, or go to gmbenefits.com and click on their
link.
Dental Coverage for 2010
DENTAL OPTIONS
IN 2010
The plan design remains the same for 2010. No dental HMOs will
be offered in 2010. The carrier available to all enrollees will be Delta
Dental. Employees currently enrolled in a dental HMO will be
defaulted to Traditional coverage with Delta Dental. For more information, all enrollees nationwide can go to www.deltadentalmi.com
or call 1-800-942-0667.
The monthly contributions for dental are changing in 2010. Monthly
contributions for 2010 are as follows:
Single
Two-Party
Family
9
2010
$10
$20
$30
General Motors
Total Compensation Journal • Number 48
October 2009
Flexible Spending Account (FSA)
FSA FACTS
A Flexible Spending Account allows you to set aside money on a pretax basis to pay for certain expenses as allowed by the IRS. There are
three types of FSAs that will be covered in this section:
• FSA Health – Limited Purpose
• FSA Health – Full Purpose
• FSA – Dependent Care
In 2010, GM is increasing the maximum employee pre-tax contribution to $10,000 (from $7,500) for the FSA – Health. The maximum
pre-tax contribution remains $5,000 per family for the FSA –
Dependent Care.
HOW DOES The
FSA WORK?
You determine how much money to set aside in a FSA account.
Contributions will be made on a pre-tax basis through payroll
bi-monthly deductions. You need to carefully consider how much
money to set aside.
You pay for the eligible expenses up front and submit a FSA claim
form along with applicable receipts to receive a tax-advantaged
reimbursement from your account.
Assets do not roll over from year-to-year. Expenses incurred against
the current Plan Year FSA must be submitted no later than April 30th
of the following year. Reminder, any funds remaining after April
30th following the Plan Year are forfeited. (Refer to page 11 for
more information about the Grace Period).
FSA Health Limited Purpose
If you enroll in either of GM’s CDHPs, you are only eligible to elect
FSA Health – Limited Purpose.
The FSA Health – Limited Purpose provides you with the opportunity
to set aside pre-tax dollars up to $10,000 to pay for qualified
expenses which are limited to:
• Vision services (excluding a vision exam)
• Dental services
• Dental and vision related over-the-counter drugs*
• Certain preventive services* *May require medical substantiation
You may want to consider participating in both an HSA and a FSA
Health - Limited Purpose to maximize the level of tax-advantaged
dollars you can use or save annually while gaining the potential of
earnings on your HSA contributions.
You can set aside pre-tax dollars in both an HSA and FSA. For
example, you can apply your 2010 dental and vision expenses to
your 2010 FSA Health – Limited Purpose, thereby preserving the tax
advantaged assets in your HSA which can grow over time and be
withdrawn tax-free when used for qualified medical expenses in the
future.
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General Motors
Total Compensation Journal • Number 48
FSA Health –
Full Purpose
October 2009
Important, if you are enrolled in a 2010 GM CDHP and eligible for
a 2010 GM Health Care Contribution to a Bank of America HSA or
enrolled in 2010 in another HSA, you may not elect a FSA HealthFull Purpose. In this case, electing a FSA Health – Full Purpose will
disqualify you from opening or enrolling in an HSA in 2010.
However, a FSA Health - Full Purpose is available to you even though
you are enrolled in a 2010 GM CDHP, or another eligible medical
plan, provided you are not eligible for or enrolled in a 2010 HSA (for
example, you are age 65). A FSA Health - Full Purpose provides you
with the opportunity to set aside pre-tax dollars up to $10,000 to pay
for eligible health care expenses not covered by your primary health
care coverage. Examples include:
• Deductibles
• Co-pays and co-insurance
• Dental Services
• Vision Services
• Costs above “reasonable and customary” limits
• Certain over-the-counter drugs
If you opt-out of GM health care coverage and elect non-GM health
care coverage that is not HSA qualified, you may be eligible to elect a
FSA Health – Full Purpose. Please consult your tax advisor with any
questions.
FSA Health
– Special
Transition Year
for the Grace
Period
Funds in your FSA are available from January 1 of a given Plan Year
to March 15 of the following the Plan Year. The additional two and
a half months in the following year are known as the ‘grace period.’
(The grace period also applies to the FSA – Dependent Care).
For example, those of you who had funds left in your 2008 FSA
Health – Full Purpose may have incurred additional eligible health
care expenses from January 1, 2009 to March 15, 2009 and been
reimbursed from your 2008 FSA funds through grace period
provisions.
If you are enrolled in a 2010 CDHP with a 2010 HSA and you have
a 2009 FSA Health - Full Purpose, your spending account will
automatically convert to a 2009 FSA Health - Limited Purpose. As a
result of these changes, you will want to incur any medical expenses
before December 31, 2009. As of January 1, 2010, any remaining
assets in your 2009 FSA Health – Full Purpose will only be available
on a limited basis. Therefore, any grace period expenses which you
submit for reimbursement are going to be almost exclusively for
dental and vision expenses.
Why Have A FSA
Health – Limited
Purpose with an
HSA?
By saving funds in a FSA Health – Limited Purpose, you can optimize
the amount of triple tax-advantaged funds you are leaving in your
HSA for future health care expenses.
For example, you may be anticipating some eligible dental
expenses you will incur in 2010. You could maximize your 2010 IRS
Contribution Limits in your HSA and contribute the additional funds
to a FSA Health – Limited Purpose to cover your dental needs. The
HSA funds will roll over from year-to-year, while the FSA Health –
Limited Purpose funds must be used for current expenses.
See the chart on the next page for a side-by-side comparison of
the HSA, and FSA Health - Full Purpose, and FSA Health – Limited
Purpose.
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General Motors
Total Compensation Journal • Number 48
October 2009
HSA vs. FSA Chart
Here is a useful comparison of Health Savings Account, Flexible Spending Account Health – Limited Purpose, and Flexible
Spending Account Health – Full Purpose.
health Savings Account
(hSA)
FSA health-limited Purpose
Account
FSA health-Full Purpose
Account
hSA & FSA health-limited intended to be used in tandem
s
Ability to Use More
Than One of These
Accounts At A Time
Yes. You can have both an HSA &
FSA Health–Limited Purpose at the
same time to maximize your tax
advantage and save for both
current & future medical needs.
Yes. You can have both a HSA & FSA
Health–Limited Purpose at the same
time to maximize your tax
advantage and save for both current
& future medical needs.
No.
Contributions & Taxes
Contributions are pre-tax with
payroll deduction to your Bank of
America HSA. If you choose not to
use payroll deduction, your
contribution may be deductible on
your income tax return.
Contributions are pre-tax payroll
deductions.
Contributions are pre-tax payroll
deductions.
Eligible Expenses
Includes but is not limited to:
Your plan deductible, co-insurance,
and copays
Visits to the doctor
Prescription drugs
Dental care
Vision care
Nursing care
Psychiatric care
Chiropractic care
A complete list is in IRS Publication
502. Access at www.irs.gov.
Limited to:
Eligible Vision services (excluding a
vision exam)
Dental services
Dental and vision related over-thecounter drugs*
Certain preventive services*
Similar to HSA. Access a
complete list from IRS
Publication 502 at www.irs.gov
*May require medical substantiation
Account Rolls Over
Year-to-Year
Yes. Unused balances roll over &
you accumulate potential
investment returns.
No. “Use it or lose it" rule applies.
You forfeit unused funds.
No. “Use it or lose it" rule applies.
You forfeit unused funds.
Investment Options
Available
Yes. You choose how your assets
are invested based on the available
options.
No. Account balance is not invested.
No. Account balance is not
invested.
Full Annual Amount Is
Available At The Time
Expenses Are Incurred
No. Only the actual amount in your
account is available.
Yes. Full amount elected during
annual enrollment is available.
Yes. Full amount elected during
annual enrollment is available.
Account Is Portable
Yes. The account belongs to you,
meaning you keep it if you change
employers or retire.
No. You forfeit any funds remaining
in account after April 30 following
the Plan Year. (Note, if you change
No. You forfeit any funds
remaining in account after April
30 following the Plan Year. (Note,
employers, contact GM Benefits &
Services Center for more information on
your account).
if you change employers, contact GM
Benefits & Services Center for more
information on your account).
Pre-Tax Payroll
Deduction
Yes. Exclusively with a Bank of
America HSA.
Yes. Exclusively with Acclaris.
Yes. Exclusively with Acclaris.
Additional Self-Pay
Contributions Allowed
Yes. Direct tax deductible
contributions anytime up to
annual maximum.
No.
No.
Yes. You may increase or decrease
your contribution amount at any
time by calling the GM Benefits &
Services Center.
Yes. You may increase (not
decrease) your contribution amount
only if you incur a qualifying life
event such as a marriage, birth,
address change, death, etc. You
have 31 days from the qualifying
event to make your change.
Yes. You may increase (not
decrease) your contribution
amount only if you incur a
qualifying life event such as a
marriage, birth, address change,
death, etc. You have 31 days
from the qualifying event to
make your change.
Ability To Change Your
Elected Contribution
Amount
12
General Motors
Total Compensation Journal • Number 48
October 2009
Flex Enrollment is October 28 – November 18
IMPORTANT LIFE
EVENT REMINDERS
Most benefit elections cannot be changed during the year unless
you experience a qualifying “life event change” as defined by the IRS
(e.g. divorce, marriage, birth of a child and loss of other coverage), so
make your choices carefully.
If you have a qualifying “life event,” it is your responsibility to notify
the GM Benefits & Services Center within 31 days of the event if you
want to make a change to your elections. Call the Benefits & Services
Center at 1-800-489-4646 (TTY 1-877-347-5225).
If you experience a “life event” during Flex Enrollment (for example,
you move to another state), you must make your benefit elections
for that 2009 life event before you can make your elections for 2010
Flex Enrollment. When you enroll online, you will be prompted to
make your elections for the life event first. Even if you do not want
to change any of your benefits, you will need to finish this transaction. Once you are finished, you will then be given the opportunity to
make your elections for 2010 Flex Enrollment.
HOW TO ENROLL
Enrollment is done via the web which allows you to make changes
to your benefits and instantly review them on the screen. Here is a
step-by-step guide:
1.Go to gmbenefits.com and click Active Salaried on the Enroll Now icon (available beginning October 28).
2.Enter your personal Customer ID (or Social Security Number) and Personal Identification Number (PIN). If you have not
established or need to reset your pin, follow the online
instructions.
3.Click “Get Started Now.”
Once you have completed your elections, the health plans will issue
new ID cards. The ID cards are expected to arrive at your home near
the end of December.
IF YOU DO NOT
ENROLL
We strongly encourage you to review your 2010 benefit information
located on gmbenefits.com. You will see your personal information
regarding your 2010 default health care coverage and costs when
you log in.
Because most employees will convert from a Flexible Spending
Account Health - Full Purpose to a Flexible Spending Account Health
- Limited Purpose, a proactive enrollment with new contribution
amount is required. Only your 2009 Flexible Spending Account Dependent Care and Supplemental Extended Disability elections (if
available) will continue in 2010, if you do not enroll.
13
General Motors
Total Compensation Journal • Number 48
Additional
Resources
October 2009
Check the Flex Enrollment Tools and Resources microsite (on
Socrates and Driving My Benefits) for information on many topics,
including:
• 2010 Salaried Health Care Plans training, slides and script
• October Special Edition Total Compensation Journal
(Number 47) and this edition Total Compensation
Journal (Number 48)
• Bank of America HSA for 2010
• Estimating Health Care Costs Worksheet
• Carrier Information and Research Tools
• Your GM Benefits for 2010
• Implications of Using Out-of-Network Providers
• 2010 CDHP Preventative Services & Medications
• Benefits Speak – Health Care Glossary
For other questions, call the GM Benefits & Services Center at
1-800-489-4646.
Other Flex Enrollment Information
AYCO Financial
PLANNING
The Money in Motion Personal Finance Program is available to you.
For information and to enroll, visit Ayco’s website at
https://www.aycofinancialnetwork.com/clients/delphi/mim/services.aspx or call Ayco at 1-800-437-6383. If calling from outside the
United States, 1-518-464-2494.
14
General Motors
Total Compensation Journal • Number 48
October 2009
Life Insurance Program Modifications
We Are
Listening
to You
Coming in the
Spring of 2010
You have told us that life insurance coverage is an important part of
your benefits program and that you want permanent coverage that
can be maintained if you leave GM or retire. We are pleased to tell
you that we have reviewed our life insurance program for active
employees and we will be providing an enhanced life insurance
program to meet your needs.
Your current MetLife Term life insurance plan will transition to a
MetLife Group Variable Universal Life (GVUL) policy, however, your
insurance coverage options and the GM Life insurance Program
eligibility rules will remain the same. Your new MetLife GVUL
insurance program offers a number of features which benefit you,
such as:
• Competitive group rates: The MetLife GVUL program is offered to you at the same or lower rates than your current coverage.
• Permanent, portable coverage that you own: GVUL provides permanent coverage which you own. When employees leave GM or retire, they can keep their policy through direct premium payments to MetLife.
• Flexible Coverage Options: GM will continue to provide active employees with coverage of 2 times base salary, and employees can purchase additional GVUL coverage of up to 8 times base salary, the same level of coverage in effect today. (Additionally, Dependent Life and Personal Accident Insurance coverages will continue to be available to employees).
• Tax-deferred Investment feature may help you meet your long-
term financial goals: The MetLife GVUL program offers you the option to contribute after tax dollars to a tax-deferred invest-
ment feature. You have the freedom to contribute to a range of funds and you can withdraw your contributions at any time for any reason with no penalties or surrender charges. Saving in a tax-deferred manner may complement your long-term financial goals such as retirement and estate planning.
• This is a win-win: More flexibility, competitive rates, and life insurance certificate ownership at the same or lower costs.
Next steps
You do not need to do anything now. (Please do not call the Benefits
& Services Center at this time).
Additional details will be provided in the coming weeks as we prepare for an enrollment in February 2010.
15
General Motors
Total Compensation Journal • Number 48
October 2009
Salaried Tuition Assistance Plan (STAP)
STAP
Administrative
Guideline
Revisions
As previously announced, the Salaried Tuition Assistance Plan (STAP)
will be re-instituted effective January 1, 2010. The STAP provides
up to a maximum of $6,400 per year on a reimbursement basis to
eligible employees who successfully complete approved, job-related
undergraduate, graduate and post-graduate course work commencing on or after January 1, 2010.
The following administrative guideline revisions have been made to
the STAP:
• All job-related course work must be approved in advance by the affected employee’s respective Director.
• All related book expenses for approved course work are eligible for STAP reimbursement, and will be deducted from the annual $6,400 tuition assistance maximum. (Previously, the book
allowance was limited to $200).
• Evidence of satisfactory completion of approved course work must be submitted by no later than March 31 of the year
following the year the course work was completed to be
eligible for reimbursement. (Previously, employees were
required to provide such documentation within 60 days of course completion).
• Tuition Assistance will not be provided for language courses, professional certifications, or professional development course work (i.e., seminars, workshops, trade school courses; etc.).
STAP Submission
Process
• For the upcoming winter term only, employees may obtain a copy of the STAP Application Form by visiting the myServices tab on mySocrates, and selecting the Career option. The STAP
Application will be listed under the Training & Development menu.
• Upon completing the STAP form, employees should meet with their respective Director to discuss their educational objectives, and seek his/her approval of the requested course work.
• If approval is obtained, the STAP form should be faxed to Ms. Deborah K. Smith at (313)665-6728. Upon receipt of the form, Ms. Smith will verify program eligibility, provide a confirmation to the submitting employee, and forward the form to Acclaris for processing.
• The STAP Application and STAP Reimbursement forms will be available through gmbenefits.com commencing February 1, 2010.
• A more complete description of the STAP policy guidelines is available in Section 904 of the U.S. Policies & Procedure website at http://sitebuilder.gm.com/policy_er/sb.cn.
16
General Motors
Total Compensation Journal • Number 48
October 2009
Vacation Policy Update
We Heard Your
Comments
In our last TCJ, we announced some improvements to the vacation
policy for employees with less than 15 years length of service.
Concurrently, we communicated elimination of the 5 additional days
for regular active employees (and 3 days for flexible service employees) that had been previously linked to the Flexible Compensation
Payment. Many of you responded via Answer Me Now and the
Employee Blogs expressing concern about losing the additional days.
Our decision on the changes was reached after considerable review
of GM’s competitive position regarding the level of vacation time
and paid holidays provided to our employees, confirming that GM
remained at, or near the top in comparison to all of our benchmark
companies.
In light of your feedback, however, we have revisited this issue, and
although GM’s vacation policy is highly competitive, we modified the
previously announced vacation schedule for 2010 by increasing the
number of vacation days for employees with at least 2, but less than
3 years length of service (as of October 1 of the current year) from
10 days to 13 days. This provides our lower service employees with
added flexibility.
The vacation schedule effective January 1, 2010 will be as follows:
Classified with at least 1 year service (vacation in DAYS)
Length of Service
(as of October 1 of
the current year)
Revised
Proposal
Eff 1/1/10
2009 Policy
2010 Policy
Announced
10.0
10.0
1 but less than 2
10.0
2 but less than 3
13.0
3 but less than 5
12.5
15.0
15.0
5 but less than 10
15.0
15.0
15.0
10 but less than 15
17.5
20.0
20.0
15 but less than 20
20.0
20.0
20.0
20 or more
25.0
25.0
25.0
1 but less than 3
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