Summary of Material Modification to the Summary Plan Description for the Thermo Fisher Scientific Inc. Health and Welfare Plan
This open enrollment guide also constitutes a summary of material modifications (“SMM”) which modifies and revises the summary plan description (“SPD”) for the Thermo Fisher Scientific Inc. Health & Welfare Plan (the “Plan”) to reflect changes related to the provider of certain benefit programs under the Plan. You should read this summary carefully and file it with your SPD for future reference. Plan Administrator and Other Miscellaneous Changes The provider of certain benefits programs under the Plan has changed. This change is reflected in the attached Appendix A. Specifically, effective January 1, 2025, Fidelity Investments will be the administrator for the Healthcare FSA program, the Dependent Care FSA program and HSA program. In addition, Appendix A also reflects the addition of commuter benefits under the Miscellaneous Programs (non-ERISA). Finally, Appendix A also reflects that non-executive colleagues no longer have the option to drop down in Company provided basic life insurance (see Footnote 1). If you have any questions concerning this change, please contact the Thermo Fisher Benefits Center at 1-833-423- 6387.
Women’s Health and Cancer Rights Act
Under the medical plans, coverage will be provided to a person who is receiving benefits for a medically necessary mastectomy and who elects breast reconstruction after the mastectomy, for:
- All stages of reconstruction of the breast on which the mastectomy was performed;
- Surgery and reconstruction of the other breast to produce a symmetrical appearance;
- Prostheses; or
- Treatment of physical complications of the mastectomy, including lymphedemas.
This coverage will be provided in consultation with the attending physician and the patient and will be subject to the same annual deductible and coinsurance provisions that apply for the mastectomy.
If you have any questions about our coverage of mastectomies and reconstructive surgery, please contact the applicable medical insurance provider.
Health Insurance Portability and Accountability (HIPAA)
HIPAA imposes numerous requirements on employer health plans concerning the use and disclosure of individual health information. This information, known as Protected Health Information (PHI), includes all individually identifiable health information held by the medical plans and the Healthcare FSA. You will receive a notice entitled, “HIPAA Privacy Notice Cover Letter – Welfare Plan,” with further information, including where to direct any questions. Additionally, the plan has prepared a document describing the uses and disclosures of PHI that may be made by the plan, and an explanation of your rights and the plan’s legal duties with respect to your PHI. The notice is posted on iConnect and is also available to you at no cost.
Continued Coverage Under COBRA
Under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), you and your covered dependents may be entitled to continue coverage if certain qualifying events occur that result in the loss of health coverage. See your Summary Plan Description (SPD) or contact Colleague Services for a complete list of qualifying events. Additionally, you will receive a notice entitled, “Important Information About Your COBRA Continuation Coverage Rights,” with further information, should you need to elect COBRA coverage.
Mental Health Parity Requirements
The Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) is a federal law that generally prevents group health plans and health insurance issuers that provide mental health and substance use disorder (MH/SUD) benefits from imposing less favorable benefit limitations on those benefits as compared to medical and surgical coverage.
All of the medical plans offered by Thermo Fisher Scientific Inc. comply with the Mental Health Parity and Addiction Equity Act requirements.
Heroes Earnings Assistance and Relief Tax (HEART) Act of 2008
The act provides military personnel the ability to take a qualified reservist distribution (QRD) of unused benefits from a Healthcare FSA if called to active duty. Our plan complies with these requirements.
Genetic Information Nondiscrimination Act (GINA)
This law prohibits group health plans and group health insurance issuers from discriminating based on information derived from genetic tests, including adjusting premiums or contribution amounts, and collecting genetic information in connection with enrollment in group health plans. Our plans comply with these requirements.
Qualified Medical Child Support Orders (QMCSO)
Refer to the Medical Summary Plan Description for more information on Qualified Medical Child Support Orders (QMCSO). If you do not have access to the Summary Plan Description, contact the Thermo Fisher Benefits Center at 1-833-423-6387 to request a copy.
Your Protections under the Newborns’ & Mothers’ Health Protection Act (Newborns’ Act)
Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours).
Special Enrollment Notice
If you are declining group health plan enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in this group health plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 31 days (or any longer period that applies under the plan) after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 31 days (or any longer period that applies under the plan) after the marriage, birth, adoption, or placement for adoption. To request special enrollment or obtain more information, contact the Thermo Fisher Benefits center at 1-833-423-6387.
Health Insurance Protections Under the Uniformed Services Employment and Reemployment Rights Act (USERRA)
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
- If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military.
- Even if you do not elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.
USERRA affords other rights and protections including reemployment rights and the right to be free from discrimination and retaliation. To view the complete notice of your rights under USERRA, go to https://www.dol.gov/sites/dolgov/files/VETS/legacy/files/USERRA_Private.pdf.
