How the ExxonMobil medical plan fully-insured HMO option works
The term fully-insured Health Maintenance Organization (HMO) identifies both the organized system for delivering comprehensive health care services from a network and the insurance company that provides the benefits for that network. The network is comprised of physicians, other professional providers and health care facilities. The ExxonMobil Medical Plan (EMMP) offers fully-insured HMOs to accommodate the needs of participants located within a zip code defined service area.
When you elect a fully-insured HMO option under the EMMP, the HMO is responsible for providing your benefits for health services. Those benefits will generally be provided through a network of health care providers under the direction of your primary care physician. For example, the HMO will require that you receive your medical care through your primary care physician. If you need to see a specialist, your primary care physician may refer you to the specialist who participates in the HMO. Also, the HMO requires that you receive your prescription drugs and mental health care from participating pharmacists, mail-order drug companies, or mental health professionals in the network. The number and type of providers participating in the HMO are subject to change throughout the year. If you have questions regarding health care coverage as allowed by the HMO, contact HMO Member Services directly. (See Appendix A).
ExxonMobil is responsible for determining the rules of eligibility of the EMMP and its options. Each fully-insured HMO determines what medical services are covered. This guide is a summary of the rules established and administered by ExxonMobil. State laws that govern fully-insured HMOs may affect some of the eligibility participation rules. Please contact the HMO Member Services directly. If you have questions about participation rules in this SPD, please contact Benefits Administration. (See Appendix A).
Eligibility and enrollment
Eligibility and enrollment details for the ExxonMobil medical fully-insured HMO Plan
Most U.S. dollar payroll regular employees of Exxon Mobil Corporation and participating affiliates are eligible to participate. Employees may be eligible for a specific HMO option if the employee resides in the HMO's service area, determined by the employee's home address zip code.
Generally you are eligible if:
- You are a regular employee.
- You are working for Exxon Mobil Corporation after retirement as a regular or non-regular employee.
- You are an extended part-time employee.
- You are a trainee as described in the Glossary section.
You are not eligible if:
- You are eligible for coverage under the ExxonMobil Retiree Medical Plan.
- You participate in any other employer medical plan to which ExxonMobil contributes.
- You fail to make any required contribution toward the cost of the Plan.
- You fail to comply with general administrative requirements including but not limited to enrollment requirements.
- You lost eligibility as described under the Loss of eligibility section.
Eligible family members
You may also elect coverage for your eligible family members including:
- Your spouse. When you enroll your spouse for coverage, you may be required to provide proof that you are legally married.
- Your child(ren) under age 26. Coverage ends at the end of the month in which they reach age 26. If your situation involves a family member other than your biological or legally adopted child, call Benefits Administration.
- Your totally and continuously disabled child(ren) who is incapable of self-sustaining employment by reason of mental or physical disability, that occurred prior to otherwise losing eligibility and meets the Internal Revenue Service's definition of a dependent.
Special eligibility rules
A person who otherwise is not a spouse but who, as a dependent of a former Mobil employee who participated in or received benefits under a Mobil-sponsored plan or program prior to March 1, 2000, is considered an eligible dependent as long as that person's eligibility for coverage as a dependent under a Mobil-sponsored plan would have continued.
Classes of coverage
You can choose coverage as an:
- Employee only;
- Employee and spouse;
- Employee and child(ren); or
- Employee and family.
There are also classes of coverage for extended part-time employees and employees on certain types of leave of absence.
For employees on an approved leave of absence, their contribution rate will change from the employee contribution rate to the Leave of Absence contribution rate as shown in the table.
|Leave of Absence Contribution Rate Begins||Immediately||No later than
after 6 months
|No later than after 12 months|
|Type of Leave|
|Health / Dependent Care||O|
Each class of coverage described in this section has its own contribution rate. Employees contribute to the Medical Plan through monthly deductions from their pay on a pre-tax or after-tax basis.
No one can be covered more than once in the Medical Plan. You and your spouse cannot both enroll as employees and elect coverage for each other as eligible family members. If you and your spouse work for the company you may both be eligible for coverage. Each of you can be covered as an individual employee, or one of you can be covered as the employee and the other can be an eligible family member. Also, if you have children, each child can only be covered by one of you.
In addition, a marriage between two ExxonMobil employees does not allow enrollment or cancellation in any of the ExxonMobil health plans if either employee is then making contributions on a pre-tax basis. In order to change your coverage, you need to wait until you experience a change in status that allows coverage changes or Annual Enrollment.
How to enroll
As a newly hired employee, if you enroll in the Medical Plan within 30 days of your start date, coverage begins the first day of employment. If you enroll between 31 and 60 days from your date of hire, coverage will be effective the first day of the month following receipt of the forms by Benefits Administration. You must enroll everyone in the same option.
If you are eligible for the ExxonMobil Pre-Tax Spending Plan, you will be enrolled to pay your monthly contributions on a pre-tax basis unless you annually decline this feature. Your monthly pre-tax contributions and class of coverage must remain in effect for the entire plan year, unless you experience a change in status. (See the Changing your coverage section.)
As a current employee, if you are not covered by a medical plan to which ExxonMobil contributes and would like to enroll in the Medical Plan, you may do so but all of your contributions through the end of the current calendar year will be on an after-tax basis unless you have a subsequent change in status which will allow you to enroll in the ExxonMobil Pre-Tax Spending Plan. Coverage is effective the first of the month following completion of enrollment. You can enroll eligible family members only if you are enrolled in an EMMP option. You can enroll in a Medical Plan option by using Employee Direct Access (EDA) available on the ExxonMobil Me HR Intranet site. Enrollment forms are also available from Benefits Administration for those individuals who do not have access to EDA.
You may be requested to provide documents at some future date to prove that the family members you enrolled were eligible (e.g., marriage certificate, birth certificate). If you fail to provide such requested documents within 90 days of the request, coverage for the family members will be cancelled the first of the following month and you may be subject to discipline up to and including termination of employment for falsifying company records.
If you are declining enrollment for yourself or your family members (including your spouse) because of other group health plan coverage, you may enroll yourself and your family members in any available EMMP option if you or your family members lose eligibility for that other group health plan coverage (or if the employer stops contributing toward your and/or your family members’ other coverage). In addition, you may enroll yourself or your family members in any available EMMP option within 60 days after marriage (with coverage effective the first of the following month) or after birth, adoption or placement for adoption (with coverage retroactive to the birth, adoption or placement for adoption).
Under the Children's Health Insurance Program (CHIP) Reauthorization Act of 2009 you may change your EMMP election for yourself and any eligible family members within 60 days of either (1) termination of Medicaid or CHIP coverage due to loss of eligibility, or (2) becoming eligible for a state premium assistance program under Medicaid or CHIP coverage. In either case, coverage is effective the first of the month following receipt of the forms by Benefits Administration.
CAUTION: SHOULD YOU DECIDE TO RETROACTIVELY CHANGE TO A DIFFERENT EMMP OPTION, SUCH AS FROM AN HMO TO A POS II OPTION, YOUR BENEFITS FOR ANY MEDICAL SERVICES WHICH WERE RECEIVED ON OR AFTER THE EFFECTIVE DATE OF COVERAGE FOLLOWING THE BIRTH, ADOPTION OR PLACEMENT FOR ADOPTION MAY NOT BE COVERED OR MAY BE REIMBURSED AT A LOWER BENEFIT LEVEL. MAKE SURE YOU FULLY UNDERSTAND THE IMPACT OF CHANGING OPTIONS BEFORE MAKING YOUR ELECTION.
If you do not enroll when you are first eligible, you are considered a late entrant. If you elect an HMO option, you may be subject to HMO late entrant rules. Please contact HMO Member services for further information.
Each year, usually during the fall, ExxonMobil offers an annual enrollment period. During this time, you can switch from your current option to another available option. This is also the time to make changes to coverage by adding or deleting family members. Family members may be added or deleted for any reason but they must be deleted if they are no longer eligible. Changes elected during annual enrollment take effect the first of the following year.
Employees are automatically enrolled in the Pre-Tax Spending Plan to pay monthly contributions on a pre-tax basis unless this feature is declined each time. This choice is only available during the annual enrollment period or with a change in status.
If you pay your monthly contributions on an after-tax basis and would like to continue making contributions on an after-tax basis for the following year, you must elect to do so each year during Annual Enrollment and after each change in status. Otherwise, your contributions will be switched to a pre-tax basis beginning the first day of the following year.
During Annual Enrollment, changes to your EMMP coverage (option or contributions) do not automatically adjust your coverage or contributions to other plans such as the ExxonMobil Dental Plan or the flexible spending accounts under the ExxonMobil Pre-Tax Spending Plan. Changes to those plans must be made separately during Annual Enrollment.
Changing your coverage
Changing your coverage on the ExxonMobil medical fully-insured HMO Plan
An employee may add a family member effective the first day of a month if required contributions are made on a pre-tax basis and adding the family member does not change the coverage level. If you are enrolled on an after-tax basis, you may add an eligible family member to your existing option effective the first of the following month following receipt of your written election by Benefits Administration.
To make a change to your coverage you may also wait until Annual Enrollment or until you experience one of the following Changes in Status.
Changes in status
This section explains which events are considered changes in status and what changes you may make as a result. If you have a change in status, you must complete your change within 60 days. If you do not complete your change within 60 days, changes to your coverage may be limited. If you fail to remove an ineligible family member within 60 days of the event that causes the person to be no longer eligible, (e.g., divorce) you must continue to pay the same pre-tax contribution for coverage even though you have removed that ineligible person. The only exception is death of an eligible family member. Your pre-tax contribution for coverage will remain the same until you have another change in status or the first of the plan year following the next annual enrollment period.
Important Note: Your election made due to a change in status cannot be changed after the form is received by Benefits Administration or the transaction is completed in EDA if it changes your pre-tax contributions.
The following is a quick reference guide to the Changes in Status that are discussed in more detail after the table.
|If this event occurs...||You may...|
|Marriage||Enroll yourself and spouse and any new eligible family members or change your Medical Plan Option.|
|Divorce – Employee enrolled in Health Plans||You must drop coverage for your former spouse and stepchild(ren) but you may not drop coverage for yourself or other covered eligible family members.|
|Divorce - Employee loses coverage under spouse's health plans||Enroll yourself and other family members who might have lost eligibility for spouse's health plans.|
|Gain a family member through birth, adoption or placement for adoption or guardianship||Enroll any eligible family members and change Medical Plan Option.|
|Death of a spouse or other eligible family member||Change your level of coverage. You may not drop coverage for yourself or other covered eligible family members.|
|You or a family member loses eligibility under another employer's group health plan or other employer contributions cease which creates a "HIPAA special enrollment" right||Enroll yourself and other family members who might have lost eligibility. This only pertains to the Medical Plan. Change your level of coverage and change Medical Plan Option.|
|Other loss of family member's eligibility (e.g., sole managing conservatorship of grandchild ends)||Change your level of coverage. You may not drop coverage for yourself or other eligible family members.|
|Termination of Employment by spouse or other family member or other change in their employment status (e.g., change from full-time to part-time) triggering loss of eligibility under spouse's or family member's plan in which you or they were enrolled||Enroll yourself and other family members who may have lost eligibility under the spouse's or family member's plan in Medical Plan and change your Medical Plan Option.|
|Your former spouse is ordered to provide coverage to your children through a QMCSO||End the family member's coverage, change level of coverage and terminate their participation in Health plans.|
|Commencement of Employment by spouse or other family member or other change in their employment status (e.g., change from part-time to full-time) triggering eligibility under another employer's plan||End other family member's coverage and terminate their participation in Medical Plan if the employee represents that they have or will obtain coverage under the other employer plan. You may also cancel coverage for yourself, if health care coverage is obtained through your spouse’s employer plan.|
|Change in worksite or residence affecting eligibility to participate in the elected Medical Plan Option (e.g., move out of plan's service area)||Change your Medical Plan Option and change level of coverage, or drop coverage for yourself or other eligible family members.|
|If you, your spouse, or family member becomes entitled to Medicare or Medicaid||You may cancel coverage for you or change level of coverage related to the Medicare/Medicaid eligible family member.|
|Judgment, decree or other court order requiring you to cover a family member.
(Begin a QMCSO)
|Change your Medical Plan Option and change level of coverage.|
|Termination of employment and rehire within 30 days or retroactive reinstatement ordered by court||Enroll in the same Medical Plans you had prior to termination.|
|Termination of employment and rehire after 30 days||Enroll in Medical Plan as a new hire.|
|You are covered under your spouse's medical plan and plan changes coverage to a lesser coverage level with a higher deductible mid-year||Enroll yourself and eligible family members in the Health Plans.|
|You begin a leave of absence||Call Benefits Administration at 1-800-262-2363 to discuss permissible changes.|
|You return from a leave of absence of more than 30 days (paid or unpaid)||Call Benefits Administration at 1-800-262-2363 to discuss permissible changes.|
|Start an Expatriate assignment and change from an HMO Medical Plan option to POS II A or B||Increase or decrease your election.|
Changes will only be allowed if the medical/dental/vision enrollment form is received within 60 days of the event by the Benefits Administration Office or the change is made in EDA within 30 days. Unless otherwise noted, the effective date will be the first of the month after the forms are received or the transaction is completed in EDA.
Birth, adoption or placement for adoption
If you gain a family member through birth, adoption, or placement for adoption you may add the new eligible family member to your current coverage. You may also enroll yourself, your spouse, and all eligible children. You also may change your plan option. Coverage is effective on the date of birth, adoption or placement for adoption. You must add the new family member within 60 days even if you already have family coverage.
If you enroll your new family member between 31 and 60 days from the birth or adoption and your coverage level changes, you will pay the cost difference on a post-tax basis until the end of the month in which the forms are received by Benefits Administration. Beginning the first day of the following month your deduction will be on a pre-tax basis.
Sole legal guardianship or sole managing conservatorship
If you (or your spouse, separately or together) become the sole court appointed legal guardian or sole managing conservator of a child and the child meets all other requirements of the definition of an eligible family member, you have 60 days from the date the judgment is signed to enroll the child for coverage. You must provide a copy of the court document signed by a judge appointing you (or your spouse separately or together) guardian or sole managing conservator.
If you are enrolled in the Medical Plan, you can enroll your new spouse and his or her eligible family members (your stepchildren) for coverage. You also may change your plan option. If you are not already enrolled for coverage, you can sign up for medical coverage for yourself, your new spouse, and your stepchildren. If you gain coverage under your spouse's health plan, you can cancel your coverage. You must make these changes within 60 days following the date of your marriage or wait until Annual Enrollment or another change in status.
Death of a spouse
If you lose coverage under your spouse's health plan, you can sign up for Medical Plan coverage for yourself and your eligible family members. You must make these changes within 60 days following the date you lose coverage or wait until Annual Enrollment or another change in status. If you and your family members are enrolled in the ExxonMobil Medical Plan, any stepchildren will cease to be eligible upon your spouse's death unless you are their court appointed guardian or sole managing conservator.
When a child is no longer eligible
If an enrolled family member is no longer an eligible family member, coverage continues through the end of the month in which they cease to be eligible. In some cases, continuation coverage under COBRA may be available. You must notify and provide the appropriate forms to Benefits Administration as soon as a family member is no longer eligible. If you fail to notify and provide the appropriate forms to Benefits Administration within 60 days, the family member will not be entitled to elect COBRA. While we have an administrative process to remove dependents reaching the maximum eligibility age, you remain responsible for ensuring that the dependent is removed from coverage. If you fail to ensure that a family member is removed in a timely manner, there may be consequences for falsifying company records.
In the case of divorce, your former spouse and any stepchildren are eligible for coverage only through the end of the month in which the divorce is final. You must notify and provide any requested documents to Benefits Administration as soon as your divorce is final. If you fail to notify and provide the appropriate forms to Benefits Administration within 60 days, the former spouse and family member will not be entitled to elect COBRA. There may also be consequences for falsifying company records. Please see the Continuation coverage section of this SPD.
You may not make a change to your coverage if you and your spouse become legally separated because there is no impact on eligibility.
If you lose coverage under your spouse's health plan because of divorce, you can sign up for medical coverage for yourself and your eligible family members. You must enroll within 60 days following the date you lose coverage under your spouse's plan or wait until Annual Enrollment or another change in status.
Transfer or change residence
If you move from one location to another, and the move makes you no longer eligible for the selected Medical Plan option(e.g. move out of the OAPIN service area), you may change from your current Medical Plan option to one that is available in your new location. For more information, call Benefits Administration.
Leave of absence
If you are on an approved leave of absence, you can continue coverage by making required contributions directly to the Medical Plan by check. If you choose not to continue your coverage while on leave, your coverage ends on the last day of the month in which your leave began and you will be required to pay for the entire month's contributions. If you fail to make required contributions while on leave, coverage will end.
If the company should make any payment on your behalf to continue your coverage while you are on leave and you decide not to return to work, you will be required to reimburse the company for required contributions.
If you are on an approved leave of absence and the Leave of Absence contribution rate begins, you may continue your coverage by making your required contribution.
If you were on a leave that meets the requirements of the Family and Medical Leave Act of 1993 (FMLA) or the Uniformed Services Employment and Reemployment Rights Act (USERRA) and your coverage ended, re-enrollment is subject to FMLA or USERRA requirements.
For more information, call Benefits Administration.
Change in coverage costs or significant curtailment
If the cost for coverage charged to you significantly increases or decreases during a plan year, you may be able to make a corresponding prospective change in your election, including the cancellation of your election. If you choose to revoke your elected coverage option, you may be able to elect coverage under another Medical Plan option. This provision also applies to a significant increase in health care deductible or co-payment.
If the cost for coverage under your spouse's health plan significantly increases or there is a significant curtailment of coverage that permits revocation of coverage during a plan year and you drop that coverage, you will be able to sign up for medical coverage for yourself and your eligible family members. You must enroll within 60 days following the date you lose coverage under your spouse's plan.
Addition or improvement of medical plan options
If a new Medical Plan option is added or if benefits under an existing option are significantly improved during a plan year, you may be able to cancel your current election in order to make an election for coverage under the new or improved option.
Loss of option
If a service area under the plan is discontinued, you will be able to elect either to receive coverage under another Medical Plan option providing similar coverage or to drop medical coverage altogether if no similar option is available. For example, if an option is discontinued, you may elect another option that has service in your area or you may elect to participate in the POS II option. You may also discontinue medical coverage altogether.
Remember, if you make your contributions on a pre-tax basis and you experience any of the events mentioned previously, or if you are newly eligible as a result of a change or loss of coverage under your spouse's health plan, it is your responsibility to complete your change within 60 days of experiencing the event. If you miss the 60-day notification period, you will not be able to make changes until Annual Enrollment or until you experience another change in status.
Other changes that may affect your coverage
If you retire
If you retire as a regular employee on or after age 55 with 15 or more benefit years of service, you are eligible for the Retiree Medical Plan (RMP) or you may elect COBRA to stay in the ExxonMobil Medical Plan for the duration of COBRA Coverage. If you retire as a regular employee and are Medicare-eligible, you are eligible to enroll in the Medicare Supplement Plan (MSP).
If a covered family member lives away from home
Coverage is dependent upon whether the plan option offers service in that area. If your covered family member does not live with you (for instance, you have a child away at school), please contact Member Services to confirm whether service is available. (See Service Area in Key terms.)
If you are a retiree not yet eligible for medicare
If you are a retiree, you and your family members who are not eligible for Medicare can continue to participate in the Medical Plan. When you (as a retiree) or a covered family member of a retiree becomes eligible for Medicare, Medicare will become the primary plan for the retiree or other family member and benefits will be coordinated. You then are no longer eligible for the Medical Plan, but you are eligible to enroll in the ExxonMobil Medicare Supplement Plan (EMMSP). If you fail to enroll in the EMMSP when first eligible, then you will not be able to enroll at a later time without proof of having other employer provided coverage immediately prior to enrollment.
If you work beyond when you become eligible for medicare
If you continue to work for ExxonMobil after you become eligible for Medicare, although you are eligible for Medicare, your ExxonMobil coverage remains in effect for you and eligible family members and the Medical Plan is your primary plan. Medicare benefits, if you sign up for them, will be your secondary benefits.
If your covered family members become medicare eligible for any reason
Employees or family members of an employee who become Medicare eligible, either due to age or Social Security disability status, are eligible to participate in any Medical Plan option as long as the employee remains as a regular employee. If the employee retires or dies, Medicare eligible covered family members must change to the ExxonMobil Medicare Supplement Plan and enroll in Medicare Parts A and B. When a retiree or a retiree's covered eligible family member becomes eligible for Medicare, either due to age or Social Security disability status, that person cannot participate in any Medical Plan option but will be eligible for the ExxonMobil Medicare Supplement Plan.
If you are an extended part-time employee
If you terminate employment as an extended part-time employee, you are not eligible to continue to participate in the Medical Plan. You may be eligible to elect continuation coverage for yourself and your eligible family members under COBRA provisions.
If you die
If you die while enrolled, your covered eligible family members can continue coverage. Their eligibility continues with the company contributions for a specified amount of time:
- If you have 15 or more years of benefit service at the time of your death, eligibility continues until your spouse remarries, becomes eligible for Medicare or dies. Upon eligibility for Medicare, your spouse can continue coverage through the ExxonMobil Medicare Supplement Plan.
- If you have less than 15 years of benefit service, eligibility continues for twice your length of benefit service or until your spouse remarries, becomes eligible for Medicare, or dies, whichever occurs first. Upon eligibility for Medicare, your spouse can continue coverage through the ExxonMobil Medicare Supplement Plan.
Children of deceased employees may continue participation as long as they are an eligible family member. If your surviving spouse remarries, eligibility for your children also ends.
Eligible family members of deceased extended part-time employees are not eligible to continue to participate in the Medical Plan. These family members may be eligible to elect continuation coverage under COBRA provisions.
HMO specific events
Other than the events listed above and Annual Enrollment, other events may permit a change in coverage. Contact Member Services directly to determine if there are specific events that may apply to you.
When coverage ends
When coverage ends for the ExxonMobil medical fully-insured HMO Plan
Coverage for you and/or your family members ends on the earliest of the following dates:
- The last day of the month in which:
- You terminate employment, retire, or die;
- You elect not to participate;
- A family member ceases to be eligible (for example, a child reaches age 26);
- You are no longer eligible for benefits under this Plan (e.g., employment classification changes from non-represented to represented where you are no longer eligible for this Plan);
- You terminate employment after being rehired by ExxonMobil as an employee following retirement
- A Qualified Medical Child Support Order is no longer in effect for a covered family member;
- The Medical Plan ends;
- You do not make any required contribution;
- You enrolled an ineligible family member and in the opinion of the Administrator-Benefits, the enrollment was a result of fraud or a misrepresentation of a material fact.
You are responsible for ending coverage with Benefits Administration when your enrolled spouse or family member is no longer eligible for coverage. If you do not complete your change within 60 days, any contributions you make for ineligible family members will not be refunded.
Loss of eligibility
Everyone in your family may lose eligibility for Medical Plan coverage, and you may be subject to disciplinary action up to and including termination of employment if you commit fraud against the Medical Plan, for instance, by filing claims for benefits to which you are not entitled. Coverage may also be terminated if you refuse to repay amounts erroneously paid by the Medical Plan on your behalf or that you recover from a third party. Your participation may be terminated if you fail to comply with the terms of the Medical Plan and its administrative requirements. You may also lose eligibility if you enroll persons who are not eligible, for instance, by covering children who do not meet the eligibility requirements. This includes failing to provide timely notification of when a covered family member loses eligibility, e.g., spouse loses coverage due to divorce.
Extended benefits at termination
You are entitled to extended coverage for as much as a year if you are terminated due to disability with fewer than 15 years of service. This coverage is provided at no cost to you. This is considered a portion of the COBRA continuation period. In order to assure coverage beyond this extension period, you must elect COBRA upon termination of employment.
Several conditions must be met:
- The disability must exist when your employment terminates.
- The extension lasts only as long as the disability continues, but no longer than 12 months.
- This extension applies only to the employee who is terminated because of a disability. Continuation coverage for eligible family members may be available through COBRA.
Information regarding Continuation of Coverage may be included in information you receive from your HMO or you may contact Member Services directly (See Appendix A).
Federal notices related to the ExxonMobil Employee Medical Plan - Aetna Select option
Grandfathered plan intent
Exxon Mobil Corporation believes that most options available under the ExxonMobil Medical Plan (EMMP) are “grandfathered health plans” under the Patient Protection and Affordable Care Act (PPACA). As permitted by the Affordable Care Act, a grandfathered health plan can preserve certain basic health coverage that was already in effect on March 23, 2010. Grandfathered plan options under the EMMP may not include all consumer protections of the Affordable Care Act that apply to other plans. For example, most options under the EMMP cover some, but not all, preventive health services without any cost sharing.
Questions regarding which protections apply to the EMMP and what might cause the EMMP or one or more of its options to change from grandfathered health plan status can be directed to the Plan Administrator at Administrator-Benefits, P.O. Box 64111, Spring, TX 77387-4111. You may also contact the Employee Benefits Security Administration, U.S. Department of Labor at 1-866-444-3272 or www.dol.gov/ebsa/healthreform. This website has a table summarizing which protections do and do not apply to grandfathered health plans.
Administrative and ERISA information
Administrative and ERISA information for the ExxonMobil medical fully-insured HMO Plan
Basic Plan information
This section contains technical information about the plan and identifies its administrator. It also contains a summary of your rights with respect to the plan and instructions about how you can submit an appeal if your claim for benefits is denied.
ExxonMobil Medical Plan.
Plan sponsor and participating affiliates
The ExxonMobil Medical Plan is sponsored by:
Exxon Mobil Corporation
5959 Las Colinas Blvd.
Irving, Texas 75039-2298
All of Exxon Mobil Corporation's divisions and most of the major U.S. affiliates participate in the ExxonMobil Medical Plan. A complete list of participating affiliates is available from the Administrator-Benefits upon written request.
Certain employees covered by collective bargaining agreements do not participate in the plan.
The ExxonMobil Medical Plan-HMO Option is administered by the insurance company. (See Appendix A at the end of this SPD.) The Administrator-Benefits is the Manager-Global Benefits Design, Exxon Mobil Corporation. You may contact the Administrator-Benefits for appeals of eligibility or enrollment issues as follows:
P.O. Box 64111
Spring, TX 77387-4111
Authority of administrator-benefits
The Administrator-Benefits (and those to whom the Administrator-Benefits has delegated authority) has the full and final discretionary authority to determine eligibility for benefits, to construe and interpret the terms of the Medical Plan in its application to any participant or beneficiary, and to decide any and all claim appeals.
Type of plan
The ExxonMobil Medical Plan is a welfare plan under ERISA providing medical benefits.
The ExxonMobil Medical Plan is identified with government agencies under two numbers:
The Employer Identification Number (EIN), 13-5409005, and the Plan Number (PN), 538.
The Plan's fiscal year ends on December 31.
The Plan is funded through contributions by the Employer and/or plan participants. Benefits under the EMMP are funded through participant and company contributions. Each year, Exxon Mobil Corporation determines the rates of required participant contributions to the Exxon Mobil Medical Plan. These rates are based on past and projected plan experience. The HMOs available under EMMP-HMO option are funded as either fully-insured HMOs or self-insured HMOs. A fully-insured HMO option is a health insurance agreement purchased by ExxonMobil from an insurance company in which the HMO is responsible for funding payment of health service claims. Further information is provided in the definition of fully-insured HMO located in the Glossary of this guide.
For all fully-insured HMO options, these rates are also based on the annual premium charges established by each HMO. If upon plan termination, participant contributions remain in the plan those amounts would be refunded to the participant who made those contributions. All refunds would be made on a pro-rated basis.
If, during the course of the Plan Year, your HMO is unable to continue providing you with coverage due to financial solvency reasons, you will be permitted to switch to any other medical option available to you under the Plan.
For all HMOs, fully-insured and self-insured, the insurance company is the claims processor and claims fiduciary. Please refer to Appendix A located at the end of this SPD for contact information.
No implied promises
Nothing in this booklet says or implies that participation in the ExxonMobil Medical Plan is a guarantee of continued employment with the company.
If the ExxonMobil medical plan is amended or terminated
The company reserves the right at any time and for any reason to terminate, suspend, withdraw, amend or modify the ExxonMobil Medical Plan or any of its provisions. If any reductions in benefits are made in the future, you will be notified within sixty (60) days of the signing of the amendment. In the event the ExxonMobil Medical Plan is terminated, you will have the right to elect continuation coverage in any other health plan maintained by Exxon Mobil Corporation or its controlled group. If you participate in a fully-insured HMO option, you may have independent rights as mandated by state insurance law. You do not have any rights to continue a benefit that is changed or eliminated.
Claims and appeals
The EMMP has contracted with the HMO to process claims for medical and mental health care. See Appendix A at the end of this SPD for the HMO's Member Services address.
You or your providers may file claims. Please refer to your HMO Benefits information included in this packet for your HMO's claim filing procedures. Claims should not be filed with ExxonMobil for any reason. The HMO Benefits information also explains your HMO's appeal procedures and your right to appeal the denial in the event your HMO denies you benefits. Your HMO's schedule of benefits is included for your convenience. Please contact the HMO Member Services department for more information or for more up to date HMO Benefits Information that is available upon request and free of charge. (See Appendix A for a complete list of HMO contact information.)
Your rights under ERISA
As a participant in the ExxonMobil Medical Plan, you have certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that as a plan participant, you shall be entitled to:
Receive information about your plan and benefits
- Examine, without charge, at the office of the Administrator-Benefits and at other specified locations, such as worksites, and union halls, all documents governing the Medical Plan, including contracts and collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the Medical Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration.
- Obtain, upon written request to the Administrator-Benefits, copies of documents governing the operation of the Medical Plan including collective bargaining agreements and copies of the latest annual report (Form 5500 Series) and updated Summary Plan Description. The administrator may require a reasonable charge for the copies.
- Receive a summary of the Medical Plan's annual financial report. The Administrator-Benefits is required by law to furnish each participant with a copy of the Summary Annual Report.
Prudent actions by plan fiduciaries
In addition to creating rights for Medical Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your Medical Plan, called "fiduciaries," of the Medical Plan, have a duty to do so prudently and in the interest of you and other Medical Plan participants and beneficiaries. No one, including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a plan benefit or exercising your rights under ERISA.
Enforce your rights
If your claim for a benefit is denied or ignored in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.
Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Medical Plan documents or the latest Summary Annual Report from the Medical Plan and do not receive them within 30 days, you may file suit in a Federal court. In such a case, the court may require the Administrator-Benefits to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator.
If you have a claim and an appeal for benefits, which are both denied or ignored, in whole or in part, you may file suit in a state or Federal court. Any such lawsuits must be brought within one year of the date on which an appeal was denied. If it should happen that Medical Plan fiduciaries misuse the Plan's money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.
Assistance with your questions
If you have any questions about the Medical Plan, you should contact the Plan Administrator. If you have any questions about your rights under ERISA, or if you need assistance in obtaining documents from the Administrator-Benefits, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210 You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.
List of key terms in the ExxonMobil medical fully-insured HMO Plan
Generally, all the time from the first day of employment until you leave the company's employment. Excluded are:
- unauthorized absences;
- leaves of absence of over 30 days (except military leaves or leaves under the Federal Family and Medical Leave Act);
- certain absences from which you do not return;
- periods when you work as a non-regular employee, as a special-agreement person in a service station, car wash, or car care center operations; or
- when you are covered by a contract that requires the company to contribute to a different benefit program, unless a special authorization credits the service.
A person under age 26 who is:
- A natural or legally adopted child of a regular employee or retiree;
- A grandchild, niece, nephew, cousin, or other child related by blood or marriage over whom a regular employee, retiree, or the spouse of a regular employee or retiree (separately or together) is the sole court appointed legal guardian or sole managing conservator;
- A child for whom the regular employee or retiree has assumed a legal obligation for support immediately prior to the child's adoption by the regular employee or retiree; or
- A stepchild of a regular employee or retiree.
Child does not include a foster child.
Most U.S. dollar-paid employees of Exxon Mobil Corporation and participating affiliates are eligible. Full-time employees not hired on a temporary basis (also called "regular employees") are eligible. Extended part-time employees, as classified on the employer's books and records, are also eligible.
The following are not eligible to participate in the Plan: leased employees as defined in the Internal Revenue Code, barred employees, or special agreement persons as defined in the plan document. Generally, special agreement persons are persons paid by the company on a commission basis, persons working for an unaffiliated company that provides services to the company, and persons working for the company pursuant to a contract that excludes coverage of benefits.
Eligible family members are generally your:
- A child who is described in any one of the following paragraphs (1 through 3):
- has not reached the end of the month during which age 26 is attained; or
- is totally and continuously disabled and incapable of self-sustaining employment by reason of mental or, physical disability, provided the child:
- meets the Internal Revenue Service's definition of a dependent and
- was or would have been covered as an eligible family member under this Plan immediately prior to the birthday on which the child's eligibility would have otherwise ceased, or
- was covered as an eligible family member under a predecessor plan which provided for coverage of disability, if the disability occurred prior to the birthday on which the child's eligibility under that plan would have otherwise ceased, the child continued to be considered eligible for coverage because of such disability and the child had not lost eligibility under the predecessor plan; and
- the child is disabled before such birthday and has remained continuously disabled, and
- the child is recognized under a qualified medical child support order as having a right to coverage under this Plan.
A child who was disabled by reason of mental disability but who no longer meets the requirements of paragraphs 2(a) above, ceases to be an eligible family member 300 days following the date on which the applicable requirement is not met.
Please note: An eligible employee or retiree's parents are not eligible to be covered.
The plan sponsored by Exxon Mobil Corporation which provides medical benefits for eligible employees, retirees, survivors and their family members and includes the fully-insured and selffunded HMO options and the POS II options.
A fully-insured HMO option, under the EMMP, is a health insurance agreement purchased by ExxonMobil from an insurance company. The HMO is ultimately responsible for providing funding to pay for employee's health claims in accordance with the health insurance agreement. Fully-insured health plans are regulated by the state in which they operate. You may contact your state's insurance regulator for more information.
Providers and facilities that participate in a health maintenance organization available under this plan.
A Qualified Medical Child Support Order (QMCSO) is a court decree under which a court order mandates health coverage for a child. A QMCSO must include, at a minimum:
- Name and address of the employee covered by the health plan.
- The name and address of each child for whom coverage is mandated.
- A reasonable description for the coverage to be provided.
- The time period of coverage.
- The name of each health plan to which the order applies.
You may obtain, without charge, a copy of the Plan's procedures governing QMCSO determinations by written request to the Administrator-Benefits.
Generally, a person at least 55 years old who retires as a regular employee with 15 or more years of benefit service and who has not thereafter recommenced employment as a covered employee or a non-regular employee. Retiree status may also be attained by someone who is retired by the company and entitled to longterm disability benefits under the ExxonMobil Disability Plan after 15 or more years of benefit service, regardless of age.
Employees who terminate while non-regular (including extended part-time employees) are not eligible for retiree status regardless of age or service.
(As used in the ExxonMobil Medical Plan, a self-insured HMO.) - A self-funded HMO, under the EMMP, is an option set up by ExxonMobil to set aside funds to pay employees’ health claims. Because ExxonMobil has hired insurance companies to administer the claims for these plans, they may look just like fully-insured plans but they are funded by ExxonMobil. For example, all Aetna and Cigna HMO options under the EMMP are self-insured HMOs. Aetna and Cigna are responsible for processing claims and are the respective claims fiduciary. ExxonMobil is responsible for providing the funds to the Plan to pay health claims. This does not impact the way that your HMO operates. The U.S. Department of Labor regulates self-insured plans, not the state. You may contact the Department of Labor at the address listed in the ERISA section: Assistance with Your Questions.
means the geographic area, designated by the Plan, in which a Plan participant must live or otherwise meet the eligibility requirements in order to be eligible as a participant in the Plan, determined by the participant's home address zip code.
All references to marriage shall mean a marriage that is legally recognized under the laws of the state or other jurisdiction in which the marriage takes place, consistent with U.S. federal tax law. All references to a spouse or a married person shall refer to individuals who have such a marriage.
An employee who is classified as a non-regular employee, but who has been characterized as a Trainee and has graduated from high school.
Appendix A to the ExxonMobil medical fully-insured HMO Plan
Kaiser Foundation Health Plan, Inc.
Stockton Call Center
1350 Tommydon Street
Stockton, CA 95210
Benefits guaranteed under an insurance policy issued by Kaiser Permanente, a fully-insured HMO.
Benefits Administration - The following sets out the contact numbers based on your status under the ExxonMobil Medical Plan. It is your responsibility to contact the correct Benefits Administration entity with any required notices and address changes. If your status is not listed, call ExxonMobil Benefits Administration/Health Plan Services for assistance or contact them at firstname.lastname@example.org.
|Employees and their covered family members:|
ExxonMobil Benefits Administration/
800-262-2363 (toll free)
|ExxonMobil Benefits Administration /
Health Plan Services
ExxonMobil BA BSC USBA
P. O. Box 64111
Spring, TX 77387-4111
|Former employees and family members who have elected and are participating through COBRA:|
ExxonMobil COBRA Administration
|Wageworks National Accounts Services
ExxonMobil COBRA Administration
P. O. Box 2968
Alpharetta, GA 30023-2968
Benefits administration / ExxonMobil sponsored sites - Access to plan-related information including claim forms for employees, retirees, survivors, and their family members.
- ExxonMobil Me, the Human Resources Intranet Site — Can be accessed at work by employees.
- ExxonMobil Family, the Human Resources Internet Site — Can be accessed from home by everyone at www.exxonmobilfamily.com.
- ExxonMobil Benefits Service Center at Xerox Internet Site — Can be accessed from home by everyone at www.exxonmobil.com/benefits.