Open Enrollment

LONG
TERM CARE INSURANCE

New for June 2006 to July 2007:

• New plan model

• Enrollment without regard to   current health or health
  history for employees during
  Open Enrollment

A Valuable Benefit

Long term care insurance is not just for the elderly. More than half of the US population will require long term care at some point in their lives,* whether it’s in-home care or facility-based care. Long term care insurance helps pay for a wide range of care when you require assistance with the normal activities of daily living, such as eating, dressing or bathing. It also provides benefits if you need supervision due to a severe cognitive disorder, such as Alzheimer’s disease.

The State of Ohio has partnered with Aetna to offer you this valuable, newly designed Service Reimbursement Approach (i.e. payment is made directly to the provider) voluntary benefit with competitive group rates. As an actively at work employee, you will have the ease of paying premiums for you and your spouse via payroll deductions and you are being provided a one-time offering, outside of new hire eligibility of a guaranteed issue without evidence of insurability. Eligible employees who are actively at work on the effective date will not need to answer medical questions during this special open enrollment. In addition, your spouse, parents, parents-in-law, adult children and spouses, siblings and spouses, grandparents and grandparents-in-law are eligible to apply for coverage by completing an abbreviated medical questionnaire during open enrollment. This coverage is portable, meaning you can take it with you if you leave state employment.
*Americans for Long-Term Care Security, August 2000

Plan Highlights:
The plan will reimburse you for bills submitted for covered expenses up to a percentage of your Daily Benefit Amount.

Facility-Based Care
Nursing Home or Hospice Facility Care:
Actual Expenses up to 100 percent of daily benefit amount.

Assisted Living Facility Care:
Actual Expenses up to 100 percent of daily benefit amount.

The cost of long term care insurance depends on the age of the covered person at the time of enrollment. After you enroll, premiums do not increase as you age. You control the cost of premiums so they fit your current budget and your anticipated financial needs by selecting the appropriate benefit allowance and payment period and by choosing whether or not to elect the return of contribution option.

To give you an idea of what long term care insurance might cost, this table shows rates for a $100 daily benefit for coverage purchased starting at various ages. Complete rates are available by logging onto the Long Term Care Insurance Web site for State of Ohio employees. Select "Ohio" and proceed.

The plan is tax qualified and may provide tax advantages to certain individuals. Premiums you pay for this policy are treated as a medical expense for the purpose of itemizing medical deductions. Premiums may be tax deductible (See plan for details). Long term care benefits you receive are not considered taxable income (subject to limitations).

SPECIAL: During open enrollment employees may enroll for long term care regardless of their current health status.

18 LONG TERM CARE INSURANCE New for June 2006 to July 2007: • New plan model • Enrollment without regard to current health or health history for employees during Open Enrollment	A Valuable Benefit Long term care insurance is not just for the elderly. *More than half of the US population will require long term care at some point in their lives, whether it’s in-home care or facility-based care.** Long term care insurance helps pay for a wide range of care when you require assistance with the normal activities of daily living, such as eating, dressing or bathing. It also provides benefits if you need supervision due to a severe cognitive disorder, such as Alzheimer’s disease. The State of Ohio has partnered with Aetna to offer you this valuable, newly designed Service Reimbursement Approach (i.e. payment is made directly to the provider) voluntary benefit with competitive group rates. As an actively at work employee, you will have the ease of paying premiums for you and your spouse via payroll deductions and you are being provided a one-time offering, outside of new hire eligibility of a guaranteed issue without evidence of insurability. Eligible employees who are actively at work on the effective date will not need to answer medical questions during this special open enrollment. In addition, your spouse, parents, parents-in-law, adult children and spouses, siblings and spouses, grandparents and grandparents-in-law are eligible to apply for coverage by completing an abbreviated medical questionnaire during open enrollment. This coverage is portable, meaning you can take it with you if you leave state employment. Americans for Long-Term Care Security, August 2000 Plan Highlights:* The plan will reimburse you for bills submitted for covered expenses up to a percentage of your Daily Benefit Amount. Facility-Based Care Nursing Home or Hospice Facility Care: Actual Expenses up to 100 percent of daily benefit amount. Assisted Living Facility Care: Actual Expenses up to 100 percent of daily benefit amount.
	Community-Based Care
	Home Health Care: Home Hospice Care: Adult Day Care: Home Modification: Assistive Equipment & Technology: Bed Reservation:	Actual Expenses up to 50 percent of daily benefit amount. Actual Expenses up to 50 percent of daily benefit amount. Actual Expenses up to 50 percent of daily benefit amount. 100 percent of actual expenses up to 10 times the daily benefit amount. (or $1,000, whichever amount is greater). 100 percent of actual expenses up to 50 percent of daily benefit amount. Amount paid once per month. If you are receiving benefits in a covered facility and your stay is interrupted for any reason, the plan continues benefit payments if you are incurring charges to reserve a bed in such facility, up to 60 days per calendar year.
	Additional benefits that do not reduce your Lifetime Maximum: Transitional Care: One-time payment equal to three times your daily benefit amount. Informal Care: 25 percent of your daily benefit amount for up to 50 days per calendar year. Informal Caregiver Training: One payment per claim period equal to cost of training, up to three times your daily benefit amount. Respite Care: 50 percent of your daily benefit amount for up to 21 days per calendar year.


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