Huber
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Thank you for your valuable contributions to Huber! As your employment ends with Huber, review the following information to understand the actions you need to take regarding your benefits and retirement plans.

 

Plan Your Departure

 

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Your Benefit Options

Medical, dental, and vision plans — You may be eligible for retiree benefits through Huber. You may also be eligible for Medicare and/or Social Security benefits. Learn more on the Social Security website. And, you may have the option of enrolling in other coverage, such as COBRA coverage or your spouse’s benefits. Ask your spouse’s employer for their enrollment process and deadline. You may be eligible for Medicare benefits before turning age 65. Learn more.

Flexible Spending Accounts (FSA) — If you participate in an FSA, coverage will end on the day of your retirement. You may be reimbursed for expenses incurred up to your termination date. If you elect COBRA, you may be able to continue participating in your FSA. See the FSA FAQs to learn more.

Health Savings Account (HSA) — If you participate in an HSA, you will continue to own your account after you leave Huber. You will not forfeit any unused balance. However, your Huber and payroll contributions will end with your employment. See the HSA FAQs to learn more.

Supplemental life insurance — You will receive a packet with conversion and portability information from Lincoln Financial Group. They will mail the packet to the address we have on file. You may contact Lincoln Financial Group directly if you’d like to continue your life insurance coverage as an individual policy.

Employee Assistance Program (EAP) – Access free, confidential counseling through the EAP.

Other Benefits – You may be able to continue other benefits like Pet Insurance or Critical Illness, Accident or Hospital Insurance. For more information on Pet Insurance, you can visit Nationwide’s website or call 877-738-7874. For more information on Critical Illness, Accident or Hospital Insurance, you can visit Voya’s website or call 877-236-7564. Additionally, you can see more information under “Documents” on this page.

Turning Age 65

We are here to answer any questions regarding what actions you may need to take when you turn 65. Below is information available from medicare.gov. However, please talk to a certified Medicare advisor as Huber is not a certified expert and the following information should not be construed as legal advice.

Please visit medicare.gov and download the “Medicare & You” handbook located under the Basics tab in the Resources column. Read the section “Will I have to enroll in Part A and/or Part B?” located in Section 1, page 16.

If you need to complete the Request for Employment Information (Form CMS-L564) please email the form to huberbenefits@huber.com for completion.

If you are an active employee enrolled in Huber’s medical insurance when you turn 65

Huber’s medical plans for active employees qualify as a group health plan as defined by the IRS. You may be able to delay enrollment in Part A (Hospital Insurance) and Part B (Medical Insurance) without a lifetime late enrollment penalty if you choose to enroll later. However, there are exceptions; please check if you are eligible for Premium-free Part A, which would require you to enroll when you are first eligible.

Note: If you are enrolled in Huber’s Choice I or Choice I HDHP with HSA and enrolled in Medicare Parts A and/or B, you may be ineligible to participate in Huber’s HSA (both in employee contributions and receiving employer funding). Please contact a Medicare advisor for further clarification on limitations to participating in an HSA.

If you are an active employee enrolled in Huber’s medical insurance age 65 or over when you leave Huber and lose Huber’s medical insurance coverage

You have 8 months to sign up for Part B without a penalty, whether or not you choose to enroll in Huber’s COBRA. COBRA does not qualify as a group health plan as defined by the IRS. You can review the Post-65 Medicare guide for more information.

If you are a terminated employee enrolled in a Huber medical plan through COBRA when you turn 65

COBRA does not qualify as a group health plan as defined by the IRS. You likely need to enroll in Part A and Part B when you're first eligible to prevent incurring lifetime penalties and a gap in Medicare coverage.

For further guidance, please visit medicare.gov or contact your local Social Security office.

 

Your Retirement Savings

If you participate in the 401(k) Savings Plan, click here to get to know your plan and review your payment options.

If you participate in the 401(k) Savings Plan, upon your retirement date, you can:

  • Roll over your vested account balance into a qualified plan through another employer or into an Individual Retirement Account (IRA).
  • Receive a lump sum payment.
  • Start installment payments.
  • Choose to defer payments until you reach age 72 ((70½ if you reached age 70 in 2019), when Required Minimum Distribution (RMD) must begin per IRS requirements).
  • Receive an annuity contract.
  • Receive partial off-cycle payments.

Contact Voya Financial at 800-35-HUBER or log into your account at jmhuber.voya.com to request payment or learn more.

 

Understand How to Enroll in Medicare

If you are eligible for Medicare, here’s some information to help you understand your available benefits and when to enroll.

Your Medicare benefits are divided into three parts:

Part A – Covers inpatient services

In addition to inpatient hospital services, Part A covers care in a skilled nursing facility or hospice. Note that it does not cover outpatient Emergency Room visits.

You're eligible to sign up for Part A during the seven-month Initial Enrollment Period (IEP), which begins three months before you turn 65 and continues until the last day of the third month after your 65th birthday. It is essential that you sign up during the IEP or you may have to pay a late enrollment penalty. For the majority of people who sign up on time, Part A is premium free.

Part B – Covers doctor visits and preventive care

There are specific timing requirements involved in signing up for Medicare Part B. If you delay past these specific enrollment timelines, you will pay a higher monthly premium.

You can sign up for Part B within your first eligible Initial Enrollment Period (IEP) without paying higher monthly premiums. You also will have the opportunity to enroll in Part B during the eight-month Special Enrollment Period (SEP) after your Huber employee health benefits end without paying a late penalty.

Part D – Covers prescription drugs

Part D covers prescription drug costs through a private insurance plan approved by Medicare. The Medicare Supplement medical plan offered to you provides coverage that can take the place of Medicare Part D.

Keep in mind: If you don't enroll in Part D during the Initial Enrollment Period (IEP) or within exactly 63 days after your employer-provided drug benefits end, you will have to pay a penalty, and drug benefits may be delayed, causing you to have to pay retail cost for expensive prescriptions.

Visit medicare.gov for more information.