2021 ENROLLMENT GUIDE FOR EMPLOYERS

The 2021 plan year Open Enrollment Period is is November 9th – November 22nd, 2020. Download the Guide for Employers.

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2021 PHBP OVERVIEW

Watch the 2021 PHBP Overview Video

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2021 COST CALCULATORS

Estimate what the company costs would be based on the contribution type and bundle of plans offered.

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MEETING THE HEALTH CARE NEEDS OF THE COMMERCIAL INDUSTRY

The health-care marketplace is complicated. Skyrocketing premiums, soaring deductibles and increased out of pocket costs are the new normal.

But at the PHBP we have you covered.

When we launched this plan in 2007 we made a commitment to offer free, high quality insurance for our freelance workforce, and in 2013 we expanded coverage to full time staff employees of eligible participating employers. We offer a robust variety of plans to eligible AICP General Members, all intended to maintain the highest levels of care and coverage at rates designed to protect your bottom line.

Medical coverage is provided by Anthem Blue Cross, the nation’s largest network of providers and all covered employees have optional self-paid voluntary benefits available to them as well.

Read below to learn more and contact the Plan at SeanC@phbp.org to discuss your potential eligibility for staff coverage.

ADDING AND REMOVING EMPLOYEES

​All Participating Employers are responsible for directly adding and removing their staff through the Employee Navigator portal. Synergy Enrollment provides detailed instructions to Add Staff Employees and Terminate Staff Employees in the Employee Navigator system.

MEDICAL PLANS AVAILABLE TO STAFF EMPLOYEES

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 here. Click here for a more detailed summary of benefits, or call the Plan office at (323) 647-PHBP.

BUNDLED BENEFITS AVAILABLE TO EMPLOYEES

Bundle #1— Vision and Dental

  • 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.
  • Vision: Provided by MetLife, one of the largest Vision networks in the country provides competitive prices with excellent coverage.
  • 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 60% of your employee’s weekly base salary, up to $3,000 per week, and includes disability due to pregnancy and/or childbirth.
  • Long Term Disability: Covers 60% of the monthly base salary, up to $12,500 per month, 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 BENEFITS AVAILABLE TO EMPLOYEES

  • 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.
  • While these benefits may be 100% employee paid, the employer may contribute a percentage of the cost as determined by the employer.
  • There is a guaranteed issue of $100,000 during Open Enrollment.
  • Spouses may be covered up to $100,000.
  • Children may be covered up to $10,000.

VOLUNTARY BENEFITS AVAILABLE TO EMPLOYEES

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.

COVERED FREELANCE JOB CATEGORIES:

Freelance coverage remains at the core of the PHBP and is mandatory for all participating employers. The following job categories require contributions, including all modifiers, adjectives, prefixes, suffixes or descriptive terms that may be added to the job title except “Post” or other modifiers which indicate work done in a Post Production capacity.

  • Producer, Line Producer, Bidder
  • Production Manager, Production Supervisor
  • Production Coordinator, Asst. Production Supervisor, Compliance Assistant
  • Production Assistant, PA
  • COVID Compliance Manager
  • COVID Compliance Coordinator
  • COVID Compliance Assistant

NEW PARTICIPATING EMPLOYERS JOINING AFTER JANUARY 1, 2019

  • Coverage for new Participating Employers begins on the 1st of the month following a 60 day processing period from the date of receipt of a signed Participation Agreement.
  • Coverage for New Hires at already participating employers begins on the 1st of the month following a 30 day processing period from the date of hire.
  • Dependents can be added during the initial enrollment, or during open enrollment for coverage effective Jan. 1. Exceptions are made for “life events”, such as the marriage, birth, or when a spouse’s current employer-provided insurance is cancelled because the employer goes out of business, in which case the covered dependents join without interruption.

The Plan was designed with intra-industry cross over in mind.

CHANGING YOUR EMPLOYMENT FROM FREELANCE TO STAFF

  • 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.

CHANGING YOUR EMPLOYMENT FROM STAFF TO FREELANCE

  • 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.

DEFINITION OF A “COMMERCIAL”, ON WHICH ALL FREELANCE CONTRIBUTIONS ARE DUE

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, (including ‘Branded Content’, ‘Promos’, ‘Internet Only’, ‘Social Media Only’) 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.

INTERESTED IN BECOMING A PARTICIPATING EMPLOYER AND JOINING THE PHBP?

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.