2013 Sprint Benefits Guide

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• Your spouse becomes entitled to Medicare benefits (under Part A, Part B or both); or • You become divorced from your spouse. Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens: • The parent-employee dies; • The parent-employee’s hours of employment are reduced; • The parent-employee’s employment ends for any reason, other than his or her gross misconduct; • The parent-employee becomes entitled to Medicare benefits (Part A, Part B or both); • The parents become divorced; or • The child stops being eligible for coverage under the plan as a “dependent child.” A child born to, adopted by or placed for adoption with a covered employee during a period of COBRA continuation coverage is considered to be a qualified beneficiary provided that the covered employee is a qualified beneficiary and the covered employee has elected continuation coverage for himself or herself. When is COBRA coverage available? The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. When the qualifying event is the end of employment or reduction of hours of employment, death of the employee or the employee becoming entitled to Medicare benefits (under Part A, Part B or both), the employer must notify the Plan Administrator of the qualifying event. You must give notice of some qualifying events For the other qualifying events (divorce of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator in writing within 60 calendar days after the qualifying event or the loss of coverage, whichever is later. You must notify the Plan Administrator using the notice procedures specified below. If these notice procedures are not followed, any spouse or dependent child who loses coverage will not be offered the option to elect COBRA continuation coverage. In addition, as described below, if you or anyone in your family is determined to be disabled by the Social Security Administration (“SSA”), you must inform the Plan Administrator in a timely fashion. Notice procedures If you are a current Sprint employee at the time of the qualifying event, you must either provide notice of the qualifying event by contacting the Employee Help Line (EHL) through submitting an online EHL ticket in the i-Connect Web browser within 31 calendar days of the qualifying event or the loss of coverage, whichever is later. If you are not a Sprint employee but are a qualified beneficiary, you must provide notice of the qualifying event by contacting the Plan Administrator through the Taben Group within 31 calendar days of the qualifying event or the loss of coverage, whichever is later. Your notice must be in writing and be sent to Sprint at the following address: The Taben Group PO BOX 7330 Shawnee Mission, KS 66207 Your written notice must state the name of the Plan, the name and address of the employee covered under the Plan and the name(s) and address(es) of the qualified beneficiary(ies).Your notice must also name the qualifying event and the date it happened. See below for additional information about notice procedures relating to disability extensions and second qualifying event extensions. Please direct all questions to the COBRA Plan Administrator. How is COBRA coverage provided? Once the Plan Administrator receives timely notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries pursuant to an election notice. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children. If you or your spouse or dependent children do not elect COBRA continuation coverage within the 60-day election period, as described in the election notice, you will lose your right to elect COBRA continuation coverage. COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death of the employee, the employee becoming entitled to Medicare benefits (under Part A, Part B or both), divorce, or a dependent child losing eligibility as a dependent child, COBRA continuation coverage lasts for up to a total of 36 months. When the qualifying event is the end of employment or reduction of the employee’s hours of employment and the employee became entitled to Medicare benefits less than 18 months before the qualifying event, COBRA continuation coverage for qualified beneficiaries other than the employee lasts until 36 months after the date of Medicare entitlement. For example, if a covered employee becomes entitled to Medicare 8 months before the date on which his employment terminates, COBRA continuation coverage for his spouse and eligible children can last up to 36 months after the date of Medicare entitlement, which is equal to 28 months after the date of the qualifying event (36 months minus 8 months).Otherwise, when the qualifying event is the end of employment or reduction of the employee’s hours of employment, COBRA continuation coverage generally lasts for up to a total of 18 months. There are two ways in which this 18-month period of COBRA continuation coverage can be extended. Disability extension of 18-month period of COBRA continuation coverage If you or anyone in your family covered under the Plan is determined by the SSA to be disabled and you notify the Plan Administrator in a timely fashion, 88 89
you and your entire family may be entitled to receive up to an additional 11 months of COBRA continuation coverage, for a total maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage. You must notify Sprint of the disability before the date that is 60 days after the latest of: (1) the date of the SSA’s disability determination; (2) the date on which the qualifying event occurs; or (3) the date on which you would lose coverage under the Plan as a result of the qualifying event. In all cases, the notice must be provided before the end of the first 18 months of COBRA continuation coverage. Your notice must be in writing and be sent to Sprint at the following address: The Taben Group PO BOX 7330 Shawnee Mission, KS 66207 Phone number: (866) 578-6459 Your written notice must include the name of the disabled qualified beneficiary, the date the qualified beneficiary became disabled and the date that the SSA made its determination. Your written notice must also include a copy of the SSA’s determination. If these notice procedures are not followed, the notice does not contain the required information or the notice is not provided to the Plan Administrator within the required period, there will be no disability extension of COBRA continuation coverage. Second qualifying event extension of 18-month period of COBRA continuation coverage If your family experiences another qualifying event while receiving 18 months of COBRA continuation coverage (or the 11-month disability extension), the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months from the initial qualifying event, if notice of the second qualifying event is properly given to the Plan Administrator. The notice procedures for second qualifying events are described in the election notice, and if they are not followed, then there will be no extension of COBRA continuation coverage due to a second qualifying event. This extension may be available to the spouse and any dependent children receiving continuation coverage if the employee or former employee dies, becomes entitled to Medicare benefits (under Part A, Part B or both) or gets divorced or legally separated or if the dependent child stops being eligible under the Plan as a dependent child, but only if the event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred. Shorter maximum coverage for Health Flexible Spending Account The maximum COBRA continuation coverage for a health flexible spending account maintained by Sprint ends on the last day of the plan year in which the qualifying event occurs. 90 91
Page 1 and 2: 2013 Sprint Benefits Guide Pick wha
Page 3 and 4: Total Rewards At Sprint, our people
Page 5 and 6: Well-being Take advantage of Sprint
Page 7 and 8: Employee and dependent eligibility
Page 9 and 10: After you enroll Depending on the e
Page 11 and 12: Full-time employees’ Medical/Pres
Page 13 and 14: Dental per-paycheck premium costs*
Page 15 and 16: The Sprint Health Account Plan The
Page 17 and 18: Medical terms Allowable charges: Wh
Page 19 and 20: Medical/Prescription Drug coverage
Page 21 and 22: Features Sprint Basic Plan Sprint H
Page 23 and 24: Features Sprint Basic Plan Sprint H
Page 25 and 26: Health Savings Accounts - The rules
Page 27 and 28: Dental Did you know that good denta
Page 29 and 30: Vision Your eye health is important
Page 31 and 32: Flexible Spending Accounts (FSAs) W
Page 33 and 34: • Example 1: Eric’s last day as
Page 35 and 36: If you elect a Supplemental Employe
Page 37 and 38: Disability Prolonged illness and di
Page 39 and 40: Group Legal Plan Whether you’re b
Page 41 and 42: Long-Term Care Insurance Have you e
Page 43 and 44: Through the Dollars for Doers progr
Page 45: General Notice of COBRA Continuatio
Page 49 and 50: In an effort to generally describe
Page 51 and 52: • Your request is not in writing,
Page 53 and 54: When Will You Pay a Higher Premium
Page 55 and 56: Benefit plan Contact details Minimu
Page 57 and 58: Benefit plan Contact details Minimu
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2013 Sprint Benefits Guide

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