This web site summarizes most of the benefits provided by the Health Alliance for eligible associates. For details about a plan, please read the summary plan description or contact the Health Alliance Benefits Department at 513- 585-6060. You can also reach us in GroupWise at the address "Alliance Benefits" or e-mail us from home at Benefits@healthall.com.

You are eligible for the Health Alliance benefit program if:

• You are a full-time associate who is regularly scheduled to work 64-80 hours a pay period. For some benefits, your eligibility depends on whether you are management, exempt or nonexempt. (If you are eligible for overtime, you are a nonexempt associate.)
• You are a part-time associate who is regularly scheduled to work 40-63 hours a pay period.
• You and your dependents are not covered under Health Alliance benefits through another Health Alliance associate (spouse, domestic partner, parent, etc.).

Based on intermittent recruitment needs, the Health Alliance occasionally has alternative scheduling programs available to associates. Benefits for associates working in these alternative schedules may vary from those on this site. Check with your local human resources department to find out if you are in one of these programs.

Remember you have only 30 days to submit your paperwork to change your benefits after you experience a recognized work/life event.

Eligibility of Dependents and Domestic Partners

Read the summary of the separate plans for a descriptions of who is an eligible dependent for that plan.

Dependents
If you enroll in a plan, you may also be able to cover your eligible dependents. Dependent eligibility varies for some plans. In general, eligible dependents include:

• Your legally married spouse or domestic partner as described below (must submit notarized Declaration of Domestic Partnership).
• Your unmarried biological or legally adopted children, or children placed with you for adoption.
• Your legally married spouse’s unmarried biological or legally adopted children.
• Any child for whom you or your legally married spouse have documentation of legal guardianship.
• Your handicapped children of any age if they become unable to earn a living before they reach age 19, or before age 25 if they are full-time students. Application and documentation of handicapped status must be provided prior to the cancellation date that normally occurs for dependent children. Continuation of coverage is not activated until approval is made by the individual benefit plan or it's designee.

Note: Coverage on some benefits will require you to annually submit proof of student status on your children age 19 or older.

Domestic Partners
A domestic partner is defined as someone who:

• is in a committed relationship of mutual caring with a Health Alliance associate
• shares the associate’s principal place of residence and intends to do so indefinitely
• shares domestic and financial responsibilities for the associate’s household
• has been in this relationship with the associate for at least one calendar year
• is not related by birth or marriage
• is not legally married to or the domestic partner of any other person
• is over the age of 18

Domestic partners of Health Alliance associates are eligible for:

• Coverage under most Supplemental Insurance Plans
• Employee Assistance services
• Medical Plan
• Dental Plan
• Vision Plan
• ConSern^sm Educational Assistance
• Purposes of funeral leave
• Purposes of personal leave of absence

Health Alliance associates requesting medical, dental or supplemental insurance coverage, funeral leave or personal leaves of absence for domestic partners must provide a notarized Declaration of Domestic Partnership stating that the eligibility conditions have been met. The Declaration of Domestic Partnership should be sent to the Health Alliance Benefits Department, A Ridgeway Pavilion, 3200 Burnet Avenue, Cincinnati, OH 45229.

A work/life event involving a domestic partner is not recognized under existing law and, therefore does not entitle an associate to mid-year changes to any benefit elections. All benefit deductions assigned at the time of benefit enrollment of a domestic partner are binding throughout the plan year and can only be changed during an annual enrollment period. This applies even when a domestic partner is no longer eligible to receive benefits from an insurance plan.

The Internal Revenue Service considers all premiums used to cover benefits for a domestic partner are considered taxable income to the associate. This means that the portion of your premium used to pay for coverage for a domestic partner is deducted from your paychecks on an after tax basis and premiums paid by the Health Alliance to cover your domestic partner are taxed to you as imputed income.

Imputed Income
You are required to pay income taxes on the employer's cost to cover a domestic partner's benefits. If this applies to you, an amount of "imputed income" will be listed on your W-2 statement. Federal, state and local income taxes on that cost, where applicable, are automatically taken out of your pay.

Effective date of coverage
The effective date of your coverage for most plans is the first day of the month after benefits-eligible service. However, there are other service requirements that apply to some of the benefit programs.

Administering Your Benefits
The Health Alliance has a centerlized benefits department that is staffed with a team of highly trained specialists who administer your benefits related to insurance, company-sponsored benefit programs and retirement. Because this department supports all the associates in the Health Alliance, we encourage you to call the one-number benefits line for quicker service 513-85-6060. You can also reach us in GroupWise at Alliance Benefits or e-mail us from home

If you do not speak to a benefits specialist when you call, is is important to leave a detailed message including your name, associae identification number or your social security number, and daytime telephone nubmer. We are committed to return your calls witin 24 hours.

Questions about compensation, or facility-specific operational policies, should be directed to your manager of your human resources department.

Important Note: Benefits provided to associates represented by collective bargaining unit may vary based upon current agreements.