Participating EMPLOYErS

All General Members in good standing and limited Production Team members of the AICP are eligible to become a PHBP Participating Employer and contribute towards the coverage of their Freelance production teams. Eligible AICP General Member Participating Employers who participate in the Freelance program may also be eligible for coverage of their full-time staff employees. Post Production employer members are exempt from the freelance participation requirement.

Staff Coverage for new Participating Employers begins on the 1st day of the month following a 60 day processing period. Employers must pay at least 51% of the cost of employee coverage.

To assess your eligibility or for further inquiry, contact seanc@phbp.org

All eligible Participating Employers who wish to cover their full-time staff must, once approved for coverage, onboard their staff employees using the Plan’s designated online enrollment processes.

Current Participating Employers with Staff Coverage are responsible for directly adding and removing staff employees to/from their Staff Census within 5 days of hire/termination. See the links to detailed instructions to Add Staff Employeesand Terminate Staff Employees in the Employee Navigator system.

For new hires, coverage begins the 1sdt of the month following or coinciding with a 30 day waiting period. Delays in employee enrollment could postpone the effective date of coverage. If hiring a new employee already covered by PHBP as a Freelancer or a previous Staff employee of another PHBP Participating employer, the 30 day waiting period is waived.

For additional inquiries or assistance with adding or removing full-time employees to existing staff coverage, contact breese@synergyenrollnent.com

Freelance coverage remains at the core of the PHBP and is mandatory for all participating employers. Contributions are required on the following Freelance job categories:

Executive Producer

Line Producer

Production Supervisor

Assistant Production Supervisor

Production Assistant

Bidding Producer

Covered staff employees may choose from the following Anthem Blue Cross medical and prescription drug benefits. All plans utilize the most extensive networks offered by Anthem Blue Cross and its affiliated “Blue Card” Blue Cross Blue Shield networks where available. Employers must pay at least 51% of the employee premium.

PHBP Classic Premier PPO. With the highest annual premiums and lowest member out-of-pocket costs, this is the richest of all our medical options.

PHBP Classic Plus PPO. With lower annual premiums but higher out-of-pocket medical costs than the PHBP Premier PPO, this option offers employees meaningful coverage while costing employers less.

PHBP California Classic HMO. With lower annual premiums and out-of-pocket medical costs than the Premier and Select PPOs, this is a valuable option available to employees in California only.

PHBP HSA. This high-deductible PPO with an attached Health Savings Account (HSA) option brings our menu of medical benefits in line with current healthcare trends. While annual premiums are the lowest of all the options, out-of-pocket costs are the highest, but employees and employers can make pre-tax contributions to a rolling savings account and use the funds to pay the deductibles and other medical expenses. Learn more about HSA’s call the Plan office at (323) 647-PHBP.

Optional Bundle #1— Vision and Dental

Vision and Dental: Provided by Anthem Dental PPO— enjoy a large network of providers to receive the best discounts. As a PPO, out of network charges are reimbursed at a lower rate.

Employer must pay at least 51% of the cost of this bundle.

Optional Bundle #2— Basic Life, AD&D and Disability

Basic Life: Either $25,000 or $50,000

Accidental Death & Dismemberment Insurance: Loss of life or limb by accident while covered under the Plan

Short Term Disability: Covers a percentage of weekly pre-disability income and includes disability due to pregnancy and/or childbirth.

Long Term Disability: Covers a percentage of monthly pre-disbility income in the event of a non-work-related illness or injury.

Employee Assistance Program: Provide your employees and their families with guidance and support for a wide range of issues, including personal, substance abuse, emotional stress, dependent care and work-related concerns. Covered employees can reach a specially trained counselor 24 hours/day for on-the-spot assistance. All services are confidential.

Bundle #2 is 100% Employer Paid – it is non-contributory for employees.

Bundle #2 (which includes Basic Life) must be provided for your employees to have access to Supplemental Life as described below.

Benefits within this bundle cannot be purchased separately and benefits are “all in” or “all out” on a company-wide basis. See the Employer Enrollment Guide for more details.

CLICK HERE TO SEE PLAN DESCRIPTIONS AND RATES.

Supplemental Life Insurance Buy-Up: If (and only if) you provide the Bundled Life and Disability Package (Optional Bundle #2), your employees will be able to supplement the Basic Life benefit with additional life insurance up to $1 Million.

Supplemental Accidental Death & Dismemberment: If (and only if) you provide the Bundled Life and Disability Package (Optional Bundle #2), your employees will be able to supplement the AD&D benefits as well.

Voluntary benefits are 100% employee paid.

There is a guaranteed issue amount during Open Enrollment.

Spouses and children may also be covered.

During an employer or employee’s initial Open Enrollment, a Guaranteed Issue benefit amount is offered without a medical questionnaire or evidence of insurability

New Voluntary Benefits (Purchase separately)—See the Employer Enrollment Guide for more details.

Accident Insurance: This plan helps offset medical expenses such as emergency room fees, deductibles and copayments that may result from a fracture, dislocation or other covered accident. If you enroll in the accident plan, you may also purchase coverage for your spouse/domestic partner and dependent children. Benefits are lump-sum and paid directly to you, with the amount determined by the type of injury.

Critical Illness: Provides a lump-sum benefit you can use to pay the direct and indirect costs related to any of seven covered critical illnesses

Hospital Indemnity: The Hospital Indemnity plan pays cash benefits directly to you when you are admitted to the hospital for an inpatient stay for covered services. You can use the money to help cover your medical plan’s deductible, coinsurance, or use the money to pay for everyday expenses like day care, utilities, and groceries. Cover yourself or you and your dependents.

While these benefits may be 100% employee paid, the employer may contribute a percentage of the cost as determined by the employer.

LiveHealth Online: Live, online video appointments with doctors specializing in medical, medical for kids, allergy, psychology and psychiatry. Sign up at livehealthonline.com

If the employer provides Bundle #2 (basic life and disability), the covered employee will have access to MetLife’s Employee Assistance Program, which offers resources on a myriad of life and well being matters, including counseling for emotional, financial, work, relationship and legal issues. See your enrollment guide for details to log in.

Freelance coverage continues through the end of the month in which a Freelancer becomes staff.

Staff coverage begins the first of the following month (the day after the last day of Freelance coverage).

All unused months of the Freelancer’s current annual coverage period can be ‘banked’ for up to 18 months and can be used immediately to reinstate coverage if the staff employment ends within the 18 month banking period.

The former staff employee gets 2 days credit per month worked for a participating employer, for up to 36 total days credit (18 months of staff coverage).

The credited days will apply towards the 100 days needed to qualify for freelance coverage.

Standard Freelance eligibility rules apply. See “Eligibility Requirements” above.

Example: If a staff employee worked for 10 months at a participating employer, s/he would get 20 days credited towards the needed 100 days. The former staff employee would therefore need to either earn $35,000 or work (only) 80 days in the first year in order to qualify for freelance coverage.

PHBP contributions are due on all “Covered Productions”, meaning the Production or Post Production of any moving image work regardless of the method, means or medium of production or post production (whether film/tape/digital/animation/CG or other) that promotes or advertises a brand, product or service to the general public, regardless of the format, medium, platform or channel of distribution, but excluding music videos. It is the presence of an advertising or promotional aspect of a project that cements its classification as a “Commercial”, regardless of how it was created or where it is distributed.

Some restrictions apply:

Due to statutory requirements of the Hawaii Prepaid Health Care Act, Hawaii resident full-time employees and owners of PHBP Participating Employers will be excluded from PHBP Medical, Vision and Dental coverages, but will remain eligible for Basic Life/AD&D/Disability benefits if elected by and provided by the Participating Employer. (This exclusion does not apply to Hawaii resident Freelance employees who have met eligibility requirements for Freelance Coverage.)

Post Production member employers in California are not exempt from the requirement to employ and make contributions on freelance employees working in covered job categories.

References to or concerning Plan rules, terms, conditions and documents, including carrier insurance contracts, are intended as general statements for informational purposes only. Official plan documents, policies and certificates of insurance contain the details, conditions, maximum benefit levels and restrictions on benefits and in all cases the text of such documents shall control.

Please email info@PHBP.org and request more details. Please include your name, business name, business type, basis for eligibility in the AICP, and a phone number, and we’ll get back to you promptly. Please note, only AICP eligible companies have access to the PHBP and questions regarding eligibility should go to DavidS@aicp.com.