If you have any questions or concerns please contact your Internationally Appointed Benefits Representatives.

Office hours: Monday - Friday 4:00 AM to 1:30 PM    

  Update: ROCKFORD INFECTIOUS DISEASE DOCTORS – These doctors have never been in the BCBS Standard Care Network. Therefore, if you treat with a Rockford Infectious Disease doctor in their office you will be charged an office visit and a clinic fee which is not covered by our plan. If you are seen by a Rockford Infectious Disease doctor while you are admitted in the hospital and it is billed as an inpatient visit, Blue Cross will pay the claim because you have no control over who is called in to treat you. There are now (2) two in-network other infectious disease doctors, Dr. Kavitha Subramanian and Dr. Neha Shah in the Rockford area.

CHOOSING THE RIGHT PLACE TO GO FOR MEDICAL CARE

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  Our website is moving. Please visit https://region4.uaw.org/uaw-local-1268 in Unit 1 Benefits for information on Davis Vision

Alternative ID Numbers Offer Extra Protection

Instead of using your social security number you can request an alternative ID number from Delta Dental. You can call 1-800-524-0149 or go to 

www.consumertoolkit.com.

 

Our website is moving. Please visit https://region4.uaw.org/uaw-local-1268 in Unit 1 Benefits for information on physical therapy.

Steps to follow for filing a SICKNESS & ACCIDENT (S&A) Claim

Employees that go on sick leave must call 1-800-810-2271 to report your absence 30 minutes prior to the start of your shift and get a call-in number for the first day of absence. Employees should also call Sedgwick at 1-888-322-4462 to get your S&A claim started. Your S&A claim must be called in within 20 calendar days of the date your disability commenced. Your doctor must also call Sedgwick at 1-888-322-4462 to report your medical information within 90 days of your release date. Claims will not be paid unless you and your doctor call Sedgwick within the above time limits and meet eligibility requirements. An S&A claim will start with the first day you were physically treated by your doctor. When an injury occurs, your S&A pay will begin from day one as long as you are TREATED WITHIN 24 HOURS BY A DOCTOR OR HOSPITAL; all others will be required to serve a 3-day waiting period. For example:

S&A Claims with a 3-day waiting period

• Inpatient hospitalization.
• Outpatient.
• Inpatient observation.
• Illness.
• Injuries or accidents NOT treated within 24 hours.

S&A Claims that pay from day-1

• Injury or accident treated within 24 hours by a doctor or at a hospital.

Sick leave is only payable on Monday through Friday and does not include Saturday or Sunday even if you are scheduled to work. Sedgwick may send you to a doctor of their choice for a second opinion. If you are sent for a second opinion you will be notified by a letter from UPS or a phone call. Please make sure that your contact information is up to date with the plant HR Department. Failure to show up or to be late for your second opinion exam, will cause Sedgwick to discontinue your S&A pay.

If the second opinion doctor says you are able to work, you must report to the plant doctor for a third opinion. Failure to follow any of these steps will result in termination of your S&A benefits.

In order for you to receive S&A pay, you and your doctor must call Sedgwick and meet the eligibility requirements. If you or your doctor miss the Wednesday deadline, your claim will be processed the following week. Checks are processed on Thursday and mailed or EFT on Friday. S&A pay is based on your rate pay.

If your sick leave needs to be extended, you must be physically treated by your doctor prior to your original sick leave end date and have your doctor call Sedgwick and you must call the Absentee call-in number: 1-800-810-2271 to extend your return to work date.

In order to continue your Optional Life Insurance while on sick leave, you must call Benefit Express at 1-888-456-7800 within 30 days to request payment coupons. Your monthly deductions are taken ONLY from your payroll checks not from your S&A checks. You may also ask Benefit Express how long your Medical/Dental coverage will stay active based on your seniority.

You are required to reinstate through the HR Department the day before your return to work date. You can pick up a reinstatement form from the HR Department.

Reporting Your Absence

Applying for S&A

Eligibility

To be eligible for S&A Benefits you must:

• Be totally disabled and unable to work with restrictions.
• Be unable to perform all duties of your occupation.
• Be under the continuous care of a legally licensed physician who certifies your total disability.
• Furnish written notice of claim and satisfactory proof of disability on a timely basis.

Appealing Denied Sickness and Accident (S&A) Claims Procedure

If your S&A claim is denied, we will need the following information within (45) days to file an appeal, on your behalf, to the International Union.

• A letter from your doctor stating that you are/were unable to work.
• All Doctor notes pertaining to your S&A claim.
• If you were injured, have your doctor give the date of injury and how it occurred.
• A list of all medications and the directions on how you take the medication.
• All treatment dates.
• An estimated return to work date from your doctor.
• Have the Doctor list his treatment plan and any procedures you have had (MRI, X-rays, physical therapy etc.) You must submit the results of the procedure/s or if you had physical therapy, you would need a letter describing your progress or a copy of the medical notes describing the therapy.
• If you are treated or admitted to the hospital, you must provide a copy of your E.R. report indicating the duration and reason for the hospitalization.
• If more than one Doctor treated you, please have all the Doctors call Sedgwick and provide all the information that is listed above.
• A written statement from you requesting to Appeal the Decision of Denial for your S&A. In your own words explain why you were off work and applying for S&A.

Appeals may take 2-3 months for reconsideration. You will receive notice by mail as soon as the appeal has been met on by the Company and the International Union and a decision has been reached.

I don’t understand the Bereavement Policy, could someone explain this better?

A: Page 78 Section 81 in your CBA dated Oct.12, 2011 (Production, Maintenance and Parts) clarifies Bereavement Pay. There is also further clarification in the Book of Letters, Memoranda and agreements on page 171 Letter #178. The CBA states that:

1. when death occurs in an employee’s immediate family, I.e., spouse, parent, stepparent, grandparent, or great grandparents of current spouse, child, or stepchild, grandchild, brother, sister, stepbrother, step-sister, half-brother, or half-sister, a seniority employee, on request, will be excused, and after making written application therefore, receive payment for up to three (3) normally scheduled eight (8) hour days of work or up to five (5) normally scheduled eight (8) hour days of work in the case of the death an employee’s current spouse, parent, child, or stepchild, (excluding Saturdays, Sundays and holidays, or , in the case of seven-day operations, excluding regular off days and holidays) during the period commencing with the date of death and ending with the tenth normally scheduled work day after the day of the death, provided the employee attends the funeral.
2. The employee shall receive Bereavement Pay for the first three (3) full working days, or first five (5) full working days in the case of the death of an employee’s current spouse, parent, child, or stepchild, on which the employee is absent during the period established in Subsection (a).
3. An employee who returns to work on or after the date of the funeral will not be eligible for Bereavement Pay for any subsequent absence in connection with that bereavement.
4.  Payment shall be made at the employee’s straight-time hourly rate on the last day worked (or, in the case of incentive employees, the employee’s average straight-time earned hourly rate, including day work earnings, in his last four (4) pay periods worked) exclusive of overtime premiums but including applicable shift and seven-day operations premium and the amount of any cost-of-living allowance then in effect. Time thus paid will not be counted as hours worked for purpose of overtime.

Letter 171 from the Letters, Memoranda and Agreements also states that: An employee who, in conjunction with an approved absence due to bereavement, requests limited additional time off for the disposition of financial, administrative or legal matters associated with the death of an immediate family member as defined in section (81) of the CBA, should be given consideration for additional time off (up to three (3) days) as unpaid personal time or unused available Paid Absence Allowance. It is further understood that the request must be made in advance and the time off itself should not negatively impact operations. The letter also addresses that in the event an employee’s spouse of five (5) years or longer has predeceased his or her parent, and in the event of the death of a parent of that former spouse, the provisions of Section (81), Bereavement Pay, of the National Production and Maintenance Agreement will apply, provided the employee has not remarried.

You must first figure out how the relation of the deceased configures in contractual language (this will give you your allotted time missed) and then figure your chosen days. You are given up to 2 days after the date of the funeral. Your days must be within the date of the death and 2 after the funeral. Remember, in certain circumstances you should be allowed an extra day or two but this must be approved by management. Call your steward as soon as you learn of a death in your family.

Bereavement Pay- Documentation Requirements

All Bereavement requests are now being processed through the Employee Kiosks. The new requirements are as follows:

Bereavement Pay Requirements (3) Documents

Two of the following must be provided as evidence of death of an immediate family member:

• Birth, Death, or Marriage Certificate, identifying the deceased as a member of the immediate family.
• Adoption papers, identifying the deceased as a member of the immediate family.
• Church, Obituary, or other Public Notice, identifying the deceased as a member of the immediate family member.

One of the following must be provided as proof that the employee attended the funeral:

• Written statement from the Funeral Director.
• Written statement from the individual conducting the religious services in connection with the funeral.

 Dependents Ages 19 – 26

To be in compliance with the Affordable Care Act the hourly bargaining unit employees will be able to cover dependents until the end of the month they turn 26 years old. 

Please be mindful that if your dependent has dual coverage (coverage through Chrysler and another healthcare provider) it is their responsibility to check with the other healthcare provider to see what their rules are regarding coverage. If a dependent's parents both work at Chrysler, then that dependent can only be covered by one parent (they cannot have dual Chrysler coverage). Also, if a dependent works at Chrysler and is also covered by a parent who works at Chrysler, they must choose whether they want to be covered under their own healthcare coverage or their parent's healthcare (they cannot have dual Chrysler coverage).

When you add a dependent you will receive a letter from Benefit Connect stating that you will have to verify that dependent. If you do not verify your dependent, the dependent will be dropped. You can bring your letter and the appropriate documentation to the Benefits office, and we will fax the documentation to Benefit Connect.   It is your responsibility to remove dependents when they become ineligible. Dependents are not dropped automatically!

Please make sure you designate your beneficiaries. You can designate beneficiaries by logging on to Benefit Connect through your dashboard account or call Benefit Connect at 1-888-409-3300. You will need their name, date of birth, address, and social security number.  

The deductions for the optional life insurance are now a weekly deduction from your pay check. If you did not receive pay for a week then the deduction will be made up in the next pay check i.e. if the same deduction amount is shown twice on your pay stub this means, there was an adjustment made. If you enroll in the Optional Life insurance you may be subject to “Evidence of Insurability” meaning you will have to fill out a “Statement of Health”. You can access this form through your dashboard account by logging on the Benefit Connect website. Make sure you fill out the form completely.

What happens to my Health Care benefits if I am on a permanent lay off (not to be confused with a scheduled lay off)?

Hospital, Surgical, Medical, Dental, Vision and Hearing (HSMDVH) coverage remains in effect until the end of the month following the month in which your layoff begins. HSMDVH coverage continues based on your years of seniority as of the date your layoff begins in accordance with the following table:

After the last month for which the company provides coverage, you may continue HealthCare HSMDVH coverage for a period of 12 additional months by paying the required monthly premium amount for such coverage.

Dental coverage remains in effect until the end of the calendar month following the month in which your layoff began. Thereafter, dental coverage will not be ineffect unless you elect COBRA. For example, if you are laid off in May 2019 your dental will end June 30, 2019.

Continuation of Coverage

Order your Diabetic Supplies from the list below

• Edgepark - 800-321-0591
• Medtronic/Minimed - 800-646-4633
• Retirees 65 years and older for diabetic supplies, contact Kohlls diabetic at - 877-733-7100

Beacon Health Options- Is the provider for mental health and substance abuse. 

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NEW LEGAL SERVICES PLAN REINSTATED EFFECTIVE 

Our website is moving. Please visit https://region4.uaw.org/uaw-local-1268 in Unit 1 Benefits for information on UAW Legal Services

KinderCare Learning Centers

Our website is moving. Please visit https://region4.uaw.org/uaw-local-1268 in Unit 1 Benefits for information on KinderCare Learning Center