Healthy Directions

What Happens When...?

The following provisions apply to Healthy Directions. For those eligible for or enrolled in CarePlus and CarePlusMAX.

What happens when - you take a leave of absence?

Medical Coverage

For leaves less than four weeks: Pre-tax medical premium eligibility continues with employee premiums placed in arrears and collected upon your return from leave.

For leaves beyond four weeks: For leaves beyond four weeks-pre-tax eligibility for medical premiums ends. You may continue paying medical premiums on an after-tax basis at 50% of the full employee continuation rate for up to six months, and 100% of the rate thereafter. Premiums are paid through personal check.

If both you and your spouse are employed by John Deere and you elect to take a leave beyond four weeks, you may elect to discontinue your medical coverage and have coverage under your spouse. If your spouse is a salaried employee, he/she must change their dependent coverage to include you during your period of leave.

For all leaves you may elect to discontinue medical coverage during your leave.

When you return from leave:

  • In the same calendar year, your medical coverage resumes as before with no changes, unless you have a corresponding family or employment status change.
  • In a different calendar year, you must re-enroll for health care coverage within 31 days, or your previously elected medical, dental or FSA elections will be renewed.

Health Savings Account

For leaves less than four weeks:

  • If your leave is for more than one full pay period, your HSA payroll deferral will resume upon return. Your deferral will not be placed in arrears. If you do not stop your HSA deferral during your leave, your deferral election will automatically be adjusted to your annual election upon your return.
  • Company HSA contribution eligibility will continue while enrolled in CarePlus or CarePlusMAX.
  • Company will continue to pay for health savings account fees while enrolled in CarePlus or CarePlusMAX.

For leaves beyond four weeks:

  • Any health savings account contributions will need to be made directly to Fidelity. If you do not stop your HSA deferral during your leave, your deferral election will automatically be adjusted to your annual election upon your return.
  • Company HSA contribution eligibility will continue while enrolled in CarePlus or CarePlusMAX.
  • Company will continue to pay for health savings account fees while enrolled in CarePlus or CarePlusMAX.

What happens when - you leave the company?

Medical Coverage

Your medical coverage ends at the end of the payroll period in which you leave.

Medical coverage is available on an after-tax basis (at COBRA premium rates) for up to 18 months. COBRA premium payments are made through personal check.

Conversion to individual policy is available after your COBRA period. Contact Deere Direct for additional details.

Health Savings Account

  • Payroll deferrals stop
  • Company HSA contributions stop
  • Company does NOT pay for health savings account fees
  • Terminated employee will be responsible for health savings account fees.

What happens when - you take early or normal retirement?

Medical Coverage

If your service date is prior to 1 April 2000: If your service date in your last period of employment is prior to 1 April 2000, medical coverage continues if you were eligible prior to retirement.

Health Savings Account

If you are enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue.
  • Company will continue to pay for your health savings account fees while enrolled.
  • You may not defer HSA contributions from your pension. Any personal account contributions will need to be made directly to Fidelity.

If you are not enrolled in CarePlus or CarePlusMAX,

  • Company will not contribute to your Health Savings Account.
  • Company will not pay for your health savings account fees.

What happens when - you die?

Medical Coverage

If you were an active employee on June 30, 1993, the following provisions apply:

  • If you are eligible to retire, your surviving spouse can continue medical coverage at the retiree continuation premium rate.
  • If you have five or more years of service, your surviving spouse can continue medical coverage at the company subsidized flex premium rates for twelve months; after 12 months, medical coverage can be purchased by paying the full continuation premium rate. When the surviving spouse pension begins, the medical premiums will be reduced to the retiree continuation premium rate.
  • If you have less than five years of service, your surviving spouse can continue medical coverage at the company subsidized flex premium rate for twelve months; then COBRA coverage is available for 24 additional months at COBRA premium rates.
  • If there is no surviving spouse, your other eligible dependents can continue COBRA coverage for up to 36 months at COBRA premium rates.

If you were hired on or after July 1, 1993 and prior to April 1, 2000:

  • If you are eligible to retire, your surviving spouse can continue medical coverage at the retiree continuation premium rate.
  • If you have five or more years of service, your surviving spouse can continue medical coverage at the company subsidized flex premium rates for twelve months; after 12 months, medical coverage can be purchased by paying the full continuation premium rate. When the surviving spouse pension begins, the medical premiums will be reduced to the retiree continuation premium rate.
  • If you have less than five years of service, your surviving spouse can continue medical coverage at the company subsidized flex premium rate for twelve months; then COBRA coverage is available for 24 additional months at COBRA premium rates.
  • If there is no surviving spouse, your other eligible dependents can continue COBRA coverage for up to 36 months at COBRA premium rates.
  • After 12 months of medical coverage at the company subsidized flex premium rate, all coverage is offered at full continuation premium rate to your survivors.

If you were hired on or after April 1, 2000 and you die while an active employee:

  • Your surviving spouse can continue medical coverage at the company subsidized flex premium rate for twelve months; then COBRA coverage is available for 24 additional months at COBRA premium rates.
  • Survivors may change their medical option and coverage category at time of your death.
  • No survivor coverage is available if your spouse is an employee or retiree of the company.

Health Savings Account

If surviving spouse of an active employee is enrolled in CarePlus or CarePlusMAX:

For the first 12 months following employee's death:

  • Surviving spouse will need to contact Fidelity and open their own account (if not already opened).
  • Will receive company provided HSA contributions.
  • Company will pay for their health savings account fees while enrolled.
  • Any personal health savings account contributions will need to be made directly to Fidelity.

If surviving spouse is not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will stop.
  • Company will not pay for health savings account fees.
  • Payroll deferrals to HSA stop.

If no surviving spouse,

  • Company HSA contribution eligibility will stop.

THEN

If you were an active employee on June 30, 1993, the following provisions apply:

Until Retirement eligible:

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Any personal health savings account contributions will need to be made directly to Fidelity.

Once retirement eligible and enrolled in CarePlus or CarePlusMAX

  • Company HSA contributions resume.
  • Company will pay for health savings account fees.
  • Any personal health savings account contributions will need to be made directly to Fidelity.

If you were hired on or after July 1, 1993 and prior to April 1, 2000:

  • Company HSA contributions will stop.
  • Company will not pay for account fees.
  • Any personal health savings account contributions will need to be made directly to Fidelity.

If you were hired on or after April 1, 2000 and you die while an active employee:

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Any personal health savings account contributions will need to be made directly to Fidelity.

If surviving spouse is not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Payroll deferrals to HSA stop.

What happens when - you get married?

Medical Coverage

You may not change your medical and dental option but may elect coverage for spouse and eligible children of spouse only.

Coverage is effective:

  • no earlier than the date of marriage;
  • on the date of marriage, if notice is provided within 31 days after date of marriage; or
  • on the date notification is provided if later than 31 days after the date of marriage.

Payroll deductions of premiums begin as of the first payroll period following date of coverage; retroactive payroll deductions of premiums are taken only if necessary.

Health Savings Account

If employee is enrolled in CarePlus or CarePlusMAX,

  • Company health savings account contribution eligibility will continue (and pending a change in coverage tier, company HSA contribution may increase or decrease).
  • Company will continue to pay for health savings account fees while enrolled.
  • Payroll health savings account deferrals are allowed.

If employee opts out of company provided health coverage and is no longer enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will stop.
  • Company will not pay for your health savings account fees.
  • Payroll deferrals to HSA stop.

What happens when - you get divorced?

Medical Coverage

The change to your medical election is effective as of date of divorce.

Payroll deductions for premiums for spouse's coverage stop as of the first payroll period following date of notification; deductions are refunded for current coverage period if Deere Direct is notified within 31 days of the divorce.

Coverage for children will continue if elected or required under a qualified medical-support order.

In order for your ex-spouse and/or children to elect continuation coverage under COBRA, you or they must notify Deere Direct within 60 days of the event.

You may not change your personal medical and dental option but coverage must be dropped for spouse and any step-children.

Health Savings Account

If employee is enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue (and pending a change in coverage tier, company contribution may increase or decrease).
  • Company will continue to pay for health savings account fees while enrolled.
  • Payroll health savings account deferrals are allowed.

What happens when - you go on Salary Continuance/Short Term Disability (STD)?

Medical Coverage

Your medical coverage continues at pre-tax, company subsidized flex rates.

Health Savings Account

If employee is enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue.
  • Company will continue to pay for health savings account fees while enrolled.
  • Payroll deferrals to HSA are allowed.

What happens when - you go on Long Term Disability?

Medical Coverage

Your medical coverage continues at company subsidized flex premium rates on an after-tax basis; your medical premiums are deducted from LTD benefit payments.

If you return from LTD - medical coverage premiums are reinstated on a pre-tax basis.

Health Savings Account

If employee is enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue.
  • Company will continue to pay for health savings account fees while enrolled.
  • You may not defer HSA contributions from your Long Term Disability payment. Any personal health savings account contributions will need to be made directly to Fidelity.

If you opt out of company provided health care coverage and are not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will stop.
  • Company will not pay for your health savings account fees.
  • Payroll deferrals to HSA stop.

What happens when - you have a baby?

Medical Coverage

You may not change your medical option but may elect coverage for the eligible child.

Medical coverage is effective:

  • no earlier than the date of birth;
  • on the date of birth, if notice is provided within 31 days after date of birth; or
  • on the date notification is provided if later than 31 days after the date of birth.

Payroll deductions begin as of the first payroll period following date of medical coverage; retroactive payroll deductions are taken only if necessary.

Health Savings Account

If employee is enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue (and pending a change in coverage tier, company contribution may increase or decrease)
  • Company will continue to pay for health savings account fees while enrolled.
  • Payroll deferrals to HSA are allowed.

What happens when - you go on Military Leave?

For military leaves less than 31 days

Medical Coverage

Pre-tax company subsidized flex premium rate eligibility continues with employee premiums placed in arrears and collected upon your return.

Health Savings Account

  • If leave spans over a payroll cycle, employee payroll HSA deferral will continue upon return. Your deferral will not be placed in arrears.
  • Company HSA contribution eligibility will continue while still enrolled in CarePlus or CarePlusMAX.
  • Company will continue to pay for health savings account fees while enrolled in CarePlus or CarePlusMAX.

Please Note: If you have recently received benefits from the Veterans Administration or TriCare, you may not be eligible for the tax-efficiency an HSA has to offer. Please contact your tax advisor for additional information.

For military leaves equal to or greater than 31 days

Medical Coverage

Pre-tax eligibility for medical premiums ends. You may continue by paying COBRA premiums on an after-tax basis for up 24 months. Medical premiums are paid through personal check.

You may elect to discontinue medical coverage during your leave.

When you return from leave:

  • In the same calendar year, medical coverage resumes as before with no changes, unless you have a corresponding family or employment status change.
  • In a different calendar year, re-enrollment for health care coverage is necessary within 31 days, or your previously elected medical, dental or FSA elections will be renewed.

Health Savings Account

  • Any health savings account contributions will need to be made directly to Fidelity.
  • Payroll deferrals stop.
  • Company HSA contributions stop.
  • Company does not pay for health savings account fees.
  • Employee will be responsible for health savings account fees.

Please Note: If you have recently received benefits from the Veterans Administration or TriCare, you may not be eligible for the tax-efficiency an HSA has to offer. Please contact your tax advisor for additional information.

What happens when - you go from Full-time to Part-Time Employment Program (PEP)?

You are still eligible for medical coverage. Pre-tax medical premiums are based upon your hours worked. If you work less than 30 hours per week, you have the option to opt out of your medical coverage.

For employees working 30 or more hours per week:

Medical Coverage

You pay the company subsidized flex medical premium rate.

Health Savings Account

If you are enrolled in CarePlus or CarePlusMAX,

  • Company HSA contribution eligibility will continue.
  • Company will continue to pay for health savings account fees while enrolled.
  • Payroll deferrals to your HSA are allowed.

If you are not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Payroll deferrals to HSA stop.

For employees working 16 hours - 29 hours per week:

Medical Coverage

You pay the 45% of the full continuation flex premium rate.

Health Savings Account

If you are enrolled in CarePlus or CarePlusMAX,

  • Payroll deferrals to your HSA are allowed.
  • Company HSA contributions will stop.
  • Company does NOT pay for health savings account fees.
  • Employee will be responsible for health savings account fees.

If you are not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Payroll deferrals to HSA stop.

For employees working less than 16 hours per week:

Medical Coverage

You pay the 100% of the full continuation flex premium rate.

Health Savings Account

If you are enrolled in CarePlus or CarePlusMAX,

  • Payroll deferrals to your HSA are allowed.
  • Company HSA contributions will stop.
  • Company does NOT pay for health savings account fees.
  • Employee will be responsible for health savings account fees.

If you are not enrolled in CarePlus or CarePlusMAX,

  • Company HSA contributions will stop.
  • Company will not pay for health savings account fees.
  • Payroll deferrals to HSA stop.