Bollus Lynch, LLP · Employee Benefits

Welcome to your Bollus Lynch benefits resource

This site is designed to make your benefits easier to understand and use.

View Medical & HRA Enroll / Make Changes Find a Provider Access Securus Contact HR

What’s changing

Your medical and pharmacy plans are changing effective December 1, 2026

Medical coverage is moving from Harvard Pilgrim HMO 3000 Flex to the Triad Benefits 3500 Cigna PPO, and TrueScripts becomes your pharmacy benefit manager on the same day. Highlights of the new plan:

PPO plan using the Cigna network, with out-of-network coverage available at a higher cost
No referrals needed to see a specialist
Lower in-network out-of-pocket maximum: $7,350 / $14,700
$0 virtual care visits through EVO

Action: verify your doctors in the Cigna PPO network, review the prescription transition steps, and review your cost per paycheck.

See the side-by-side comparison

Good news: your HRA is increasing

Bollus Lynch is increasing employer HRA funding from $1,000 / $2,000 to $2,000 / $4,000. This more than offsets the higher plan deductible: after the HRA, your deductible responsibility is $1,500 / $3,000, down from $2,000 / $4,000 under the prior plan.

Plan deductible (in-network)

$3,500 / $7,000

Individual / Family · what you’ll see on Cigna materials

HRC debit card preloaded with

$2,000 / $4,000

Employee only / Employee + dependents

Your responsibility after HRA

$1,500 / $3,000

Down from $2,000 / $4,000

Key dates

Nov 18 – Nov 27, 2026Open Enrollment
Nov 18, 2026Employee meeting, 12:00 p.m. to 1:30 p.m., in person at 89 Shrewsbury Street, Suite 200, Worcester, MA 01604
Dec 1, 2026Triad Benefits 3500 Cigna PPO, TrueScripts pharmacy benefits and the new HRA plan year begin

Medical payroll deduction update

Employee medical payroll deductions have remained unchanged for the past five years. Beginning December 1, 2026, employees will see the first increase during that period.

See your cost per paycheck

Your benefits at a glance

Medical

Triad Benefits 3500 Cigna PPO, administered by Securus Benefits

HRA

$2,000 / $4,000 preloaded on an HRC Total Solutions debit card

Pharmacy

TrueScripts, effective December 1, 2026

Virtual Care

EVO: $0 for Quick Care, phone and video visits

Vision

VSP

Basic Life & AD&D

$50,000, paid by the firm · Mutual of Omaha

Voluntary Life

Optional, employee-paid coverage · Unum

Long-Term Disability

60% income replacement · Mutual of Omaha

EAP & Wellbeing

24/7 Employee Assistance Program for all employees · Mutual of Omaha

Our commitment to you

At Bollus Lynch, close-knit relationships, commitment and quality service guide the way we work with our clients and the way we support one another. This site is one more way we’re making sure you have clear, reliable support for your benefits.

Ask Scout

Scout is your benefits guide. Use Scout to find information, locate resources, understand benefits terminology, and explore available programs. If additional assistance is needed, Scout can direct you to the appropriate contact or resource.

Need more information?

Visit the Resources section to access benefit summaries, forms, the 2027 holiday schedule, contact information, and frequently asked questions. Resources are available throughout the year whenever you need them.

Go to Resources

Enroll

Enroll or make changes

Open Enrollment runs November 18 – November 27, 2026. Even if you plan to keep your current elections, Open Enrollment is a good time to review available benefits and learn about the changes for the upcoming year.

Employee meeting

Join us to review the new plan

November 18, 2026 · 12:00 p.m. to 1:30 p.m. · In person

89 Shrewsbury Street, Suite 200, Worcester, MA 01604

How to enroll

Review your options on this site, including the Medical & HRA changes effective December 1, 2026.
Complete your paper enrollment application(s). Enrollment is supported by Bollus Lynch HR.
Return your completed forms to Christine Sviklas before Open Enrollment ends on November 27, 2026.

Enrollment questions: Christine Sviklas, csviklas@bolluslynch.com, 508-755-7107.

Before you enroll

Check that your doctors are in the Cigna PPO network using the Cigna provider directory.
Review the prescription transition steps. TrueScripts is your pharmacy benefit manager starting December 1, 2026.
Understand how your HRA debit card works.
Review your cost per paycheck.

Who is eligible

Eligibility by benefit
Benefit	Who is eligible	When coverage begins
Medical & HRA	Full-time employees working 30 or more hours per week, and partners	First day of the month after your hire date
Basic Life & AD&D	Employees and partners actively working 20 or more hours per week	First of the month after a 1-month waiting period
Long-Term Disability	Employees and partners actively working 20 or more hours per week	First of the month after a 1-month waiting period
Voluntary Life (Unum)	Employees in active employment working at least 20 hours per week	First of the month following the date you enter an eligible group

Covered dependents under the medical plan include your legal spouse, your domestic partner, and your children under age 26. Coverage for a child continues through the end of the month the child turns 26. The official plan documents define eligibility and govern.

Your cost per paycheck

Employee contributions effective December 1, 2026. Amounts shown are your cost per pay period; Bollus Lynch has 48 pay periods per year.

Medical: Triad Benefits 3500 Cigna PPO

Medical employee contributions
Coverage level	Cost per pay period
Employee only	$45.11
Employee + Spouse	$152.61
Employee + Child(ren)	$137.78
Family	$226.77

Vision: VSP

Vision employee contributions
Coverage level	Cost per pay period
Employee only	$1.89
Employee + Spouse	$3.02
Employee + Child(ren)	$3.09
Family	$4.97

You pay the full cost of vision coverage.

Questions about your deduction? Contact Christine Sviklas at csviklas@bolluslynch.com.

Life changes during the year

Some life events, such as marriage, birth, adoption or loss of other coverage, may allow you to change your medical elections outside Open Enrollment.

Request the change within 30 days of the event.
Losing or gaining Medicaid or CHIP eligibility: request within 60 days.
A newborn is covered from birth for 30 days; enroll the child within that 30-day period to continue coverage.

Contact HR as soon as possible after a life event.

After you enroll

Once your coverage is active, register on the Securus member portal (opens in new tab) to view plan information and your ID card.
On or after December 1, 2026, register for the TrueScripts Member Portal (opens in new tab).
Set up your HRC Total Solutions account using the HRC new-user setup guide (opens in new tab).

Enrollment forms and links

Return completed forms to Christine Sviklas. Do not email forms that contain Social Security numbers or personal health information; return them to HR as instructed.

Medical

Open Enrollment: the Personal Health Questionnaire is not required during this initial Open Enrollment and transition to Triad. Contact Christine Sviklas to make or confirm your medical election.

New hires and newly eligible employees (after the transition): complete the Personal Health Questionnaire, which is the health insurance enrollment form.

Personal Health Questionnaire (health insurance enrollment form)

Waiving medical? Complete the waiver form.

Health Insurance Waiver Form

Unum Voluntary Life & AD&D

Complete the Unum enrollment form, including your beneficiary information on page 2, and return a copy to HR.

Unum Term Life & AD&D Enrollment Form

The form can also be completed online at unum.com/esign/enrollment/1073-06 (opens in new tab).

Amounts above guaranteed issue, or elected after your initial enrollment period, may require Evidence of Insurability.

VSP Vision

Complete the VSP enrollment form and return it to Christine Sviklas. Do not return it to VSP.

VSP Vision Enrollment Form

Coverage levels: employee only, employee + one dependent, employee + child(ren), employee + family, or waive.

Medical & HRA

Medical plan

Effective December 1, 2026, your medical coverage is the Triad Benefits 3500 Cigna PPO.

Plan: Triad Benefits · Administrator: Securus Benefits · Network: Cigna PPO · Pharmacy: TrueScripts

Overview

A PPO plan lets you see in-network or out-of-network providers. You pay less when you use providers in the Cigna PPO network, and you don’t need a referral to see a specialist.

Routine preventive care is covered at no charge in-network. Most other services are covered with a copay or with coinsurance after the deductible.

Your HRA debit card is preloaded with $2,000 / $4,000 (employee only / employee + dependents) to help pay your deductible.

Member support

Securus Benefits (plan administrator) handles claims, benefit questions and eligibility verification.

Phone: (877) 420-0785
Portal: portal.securusbenefits.com (opens in new tab)

Use the portal to view plan details and your ID card once your coverage is active. TrueScripts pharmacy information appears on the back of your medical ID card.

Plan highlights

Triad Benefits 3500 Cigna PPO highlights
Benefit	In-network	Out-of-network
Deductible (Individual / Family)	$3,500 / $7,000	$7,000 / $14,000
HRA (Employee only / Employee + dependents)	$2,000 / $4,000	See HRA page
Out-of-pocket maximum (Individual / Family)	$7,350 / $14,700	$14,700 / $29,400
Preventive care	No charge	40% coinsurance after deductible
Primary care visit	$45 copay	40% coinsurance after deductible
Specialist visit	$90 copay	40% coinsurance after deductible
Outpatient mental health visit	$45 copay	40% coinsurance after deductible
Chiropractic services	$20 copay	40% coinsurance after deductible
Diagnostic tests (x-ray, lab work)	No charge after deductible	40% coinsurance after deductible
Urgent care	$90 copay	40% coinsurance after deductible
Emergency room	20% coinsurance after deductible	20% coinsurance after deductible
Imaging (CT/PET, MRI)	20% coinsurance after deductible	40% coinsurance after deductible
Hospital stay	20% coinsurance after deductible	40% coinsurance after deductible
Virtual care (EVO)	$0 for Quick Care, phone and video visits	—

Source: Summary of Benefits and Coverage for the PPO $3,500 plan beginning December 1, 2026. Some services may need pre-certification. The official SBC and plan documents govern. See Pharmacy for prescription copays.

Transition comparison: what changes on December 1, 2026

This comparison is provided to help you understand the change. Harvard Pilgrim is not your medical plan after November 30, 2026.

In-network comparison, prior plan versus new plan
In-network benefit	Prior: Harvard Pilgrim HMO 3000 Flex	New: Triad / Cigna PPO	What changed
Plan type / network	HMO – in-network only	PPO – Cigna network + out-of-network	Better
Specialist referrals	Required	Not required	Better
Deductible	$3,000 / $6,000	$3,500 / $7,000	Offset by HRA
HRA funding	$1,000 / $2,000	$2,000 / $4,000	Increased
Your deductible after HRA	$2,000 / $4,000	$1,500 / $3,000	Better
Out-of-pocket maximum	$9,200 / $18,400	$7,350 / $14,700	Better
Routine preventive care	Covered 100%	Covered 100%	Same
Primary care visit	$50 copay	$45 copay	Better
Specialist visit	$50 / $75 copay (Level 1 / 2)	$90 copay	Higher
Urgent care	$75 copay	$90 copay	Higher
Emergency room	$1,000 copay after deductible	20% after deductible	Now coinsurance
Hospital stay	$1,000 per admit after deductible	20% after deductible	Now coinsurance
Generic Rx (30-day)	$5 Tier 1 / $30 Tier 2	$15 copay	Mixed
Preferred brand Rx (30-day)	$80 copay	$65 copay	Better
Non-preferred brand Rx (30-day)	$120 copay	$100 copay	Better
Specialty Rx (30-day)	$120 Tier 4 / 20% up to $500 Tier 5	50% coinsurance	Higher

Family amounts after the slash. In-network summary for comparison only; the official SBC and plan documents govern.

Find a Cigna PPO provider

Go to the Cigna provider directory (opens in new tab) (hcpdirectory.cigna.com).
Select “Employer or School.”
Enter your address or ZIP code and choose how you want to search.
Select “Continue as guest.”
Select the PPO network.
Find your provider.

Directory results can change. Before an appointment, confirm with the provider’s office that they participate in the Cigna PPO network, or call Securus at (877) 420-0785.

Virtual care with EVO

Everyday and urgent care: $0 for Quick Care, phone and video visits, available 24/7/365.

Access EVO through your Securus portal (opens in new tab) or call 1-855-636-3669.

For a medical emergency, call 911 or go to the nearest emergency room.

Medical documents

Summary of Benefits and Coverage – Triad Benefits 3500 Cigna PPO How to Find a Cigna PPO Provider EVO Virtual Care Flyer

Coming soon

Triad Summary Plan Description (SPD)

The finalized Triad SPD will be posted after the December 1, 2026 effective date. Until then, the Summary of Benefits and Coverage above summarizes the plan, and Securus can answer plan questions at (877) 420-0785.

Still have questions?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107.

Medical & HRA

Health Reimbursement Arrangement (HRA)

Bollus Lynch funds an HRA that works with the medical plan. Your HRC Total Solutions debit card is preloaded with $2,000 / $4,000 (employee only / employee + one or more dependents).

Administrator: HRC Total Solutions · Plan year: December 1, 2026 through November 30, 2027

What is an HRA?

An employer-funded arrangement that may reimburse eligible healthcare expenses according to the employer’s plan terms. Employees do not contribute their own money to an HRA. Enrollment in an HRA is typically determined by enrollment in an employer sponsored health plan. Funds do not rollover and are intended for reimbursement during the applicable plan year.

If you enroll in the Bollus Lynch medical plan, the HRA comes with it, including for partners and domestic partners enrolled in the medical plan.

Your HRA amount

HRA debit card amounts
Medical enrollment	Preloaded on your HRC debit card
Employee only	$2,000
Employee + one or more dependents	$4,000

HRA plan year: December 1, 2026 through November 30, 2027. The HRA is embedded to align with the embedded medical plan deductible.

The deductible and HRA, explained

Deductible and HRA
	Employee only	Employee + dependents
Medical plan deductible (in-network)	$3,500	$7,000
HRA debit card	– $2,000	– $4,000
Your responsibility after HRA	$1,500	$3,000

After the deductible is met, copays and coinsurance apply until you reach the in-network out-of-pocket maximum of $7,350 / $14,700.

Using your HRC debit card

Use your HRC Total Solutions Visa debit card at pharmacies, at provider offices, or over the phone to pay an eligible bill.
You may need to pay a copay at the time of your appointment. In most cases, you won’t need to pay at the time of service for care subject to your deductible or coinsurance.
Forgot to use your card? You can submit claim information to HRC Total Solutions, and HRC will reimburse you after the claim is processed.
Check your balance and how claims were processed in the HRC Participant Portal or mobile app. You’ll also receive a payment notification by email if you provided one.
Before you pay a medical bill, compare the amount requested with your Explanation of Benefits (EOB) and confirm it matches the member-responsibility amount.
Generally use your HRA for in-network deductible expenses. The card may work for out-of-network services, but because out-of-network services are covered at a lower level, you could use your HRA funds more quickly.
Claims may be submitted for up to 90 days after the end of the plan year. Unused funds do not carry over to the next plan year.
You are responsible for making sure your provider is paid. If you receive a bill, call the provider to see whether payment was received, and check your claim status in the HRC Participant Portal.

HRC Total Solutions

Customer service for HRA questions, your debit card and claims.

Phone: 603-647-1147 (Option 1)
Email: customerservice@hrcts.com
Fax: (866) 978-7868
Hours: Monday–Friday, 8:30 a.m.–5:00 p.m. ET

New-user setup guide (opens in new tab)
Participant login (opens in new tab)

HRA Outline of Benefits – Plan Year 12/1/2026–11/30/2027

Still have questions?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107.

Medical & HRA

Prescription drug benefits

TrueScripts is your pharmacy benefit manager effective December 1, 2026. Prescription copays apply before the deductible.

Pharmacy benefit manager: TrueScripts

Moving from Harvard Pilgrim

Prescription transition steps

Refill eligible medications before December 1, 2026, when possible.
If you take a medication that requires prior authorization or a specialty pharmacy, look up your prescription on the TrueScripts website (opens in new tab).
Call TrueScripts on December 1, 2026, once the plan is active, at 844-257-1955 to help prevent delays in getting your medication.
If you use mail order, contact your mail-order service and give them the updated TrueScripts information shown on the back of your new ID card.

Prescription copays

Prescription copays
Drug type	What you pay
Generic	$15 (30-day) / $45 (90-day)
Preferred brand	$65 (30-day) / $90 (90-day)
Non-preferred brand	$100 (30-day) / $150 (90-day)
Specialty	50% coinsurance (30-day); 90-day supply not covered

Prescription copays are covered before you meet the deductible. Copays and coinsurance count toward your out-of-pocket maximum. Source: SBC and plan document. For prescription questions, call TrueScripts Member Care at 844-257-1955.

Your ID card and member portal

TrueScripts information appears on the back of your medical ID card. Use your new card for every prescription.
Register for the TrueScripts Member Portal (opens in new tab) on or after December 1, 2026. You’ll need your member ID card.
Don’t have your card at the pharmacy? Your pharmacy can call TrueScripts at 844-257-1955.
GLP-1 medications for weight loss are not covered under the pharmacy program.

2027 formulary

The 2027 TrueScripts formulary is not yet available. Once released, you’ll be able to review it online.

Questions about a specific medication? Call TrueScripts Member Care at 844-257-1955.

TrueScripts Specialty Care Program

All specialty medications require a prior authorization. Every member taking a specialty medication is assigned a TrueScripts Patient Advocate, who guides you through the process and pursues financial assistance, such as manufacturer assistance programs and copay cards.

With a copay card, only what you actually pay counts toward your out-of-pocket maximum.

Helpful TrueScripts tools

Drug Price Lookup: compare prices at more than 70,000 pharmacies in the Member Portal.
90-day supply: 90-day prescriptions can be filled at retail pharmacies nationwide.
Prescription rejected? Ask the pharmacy why, then contact a TrueScripts Member Care Advocate.
Filled without your card? Submit a Prescription Drug Reimbursement form at truescripts.com/members.

TrueScripts Member Care: 844-257-1955, Monday–Friday, 8:00 AM–6:00 PM ET. Text and live chat are also available. Calls from 812-257-1955 or 844-257-1955 are legitimate.

Pharmacy documents

TrueScripts Member Portal Registration TrueScripts Commonly Asked Questions How to Find Your True Drug Price Maximize Your Savings Specialty Care Program FAQ Prior Authorizations: What You Should Know Member Portal Mobile App Instructions TrueScripts Member Communication A Helpful Call From TrueScripts

Vision

Vision coverage

Vision coverage through VSP helps you care for your eyes and overall health, with routine exams and help paying for glasses or contacts.

Carrier: VSP · Network: VSP Choice · Benefit summary effective January 1, 2027

Your VSP benefits with a VSP network doctor

VSP vision benefits
Benefit	What’s covered	Copay	How often
WellVision Exam	Exam focused on your eyes and overall wellness	$10	Every calendar year
Routine retinal screening	Retinal imaging for members with diabetes is covered in full	Up to $39	Every calendar year
Essential Medical Eye Care	Additional exams and services to treat immediate issues (such as pink eye or sudden vision changes) or monitor ongoing conditions (such as dry eye, diabetic eye disease or glaucoma). Coordination with your medical coverage may apply.	$20 per exam	As needed
Prescription glasses	Frame and lenses	$25	See frame and lenses
Frame	$200 Featured Frame Brands allowance; $180 frame allowance; 20% savings on the amount over your allowance; $180 Walmart/Sam’s Club allowance; $100 Costco allowance	Included in glasses copay	Every other calendar year
Lenses	Single vision, lined bifocal and lined trifocal lenses; impact-resistant lenses for dependent children	Included in glasses copay	Every calendar year
Lens enhancements	Standard progressive lenses $0; premium progressive $95–$105; custom progressive $150–$175; average savings of 30% on other lens enhancements	Varies	Every calendar year
Contacts (instead of glasses)	$130 allowance for contacts; copay does not apply. Contact lens exam (fitting and evaluation): up to $60	Up to $60 (exam)	Every calendar year

Source: VSP Benefits Summary, effective 01/01/2027. Coverage with a retail chain may be different or not apply. If there is a conflict between this summary and the contract with VSP, the contract governs. You pay the full cost of vision coverage; see your cost per pay period.

Additional savings

Glasses and sunglasses: 20% savings on unlimited additional pairs of prescription or non-prescription glasses or sunglasses, including lens enhancements, from a VSP provider within 12 months of your last WellVision Exam.
Eyeconic: 20% off eyewear at eyeconic.com, VSP’s online eyewear store.
Laser vision correction: average of 15% off the regular price at contracted facilities.
Hearing aids: save up to 60% on hearing aids with TruHearing. Call 877-396-7194 and mention VSP, or visit truhearing.com/vsp (opens in new tab).
Exclusive Member Extras: contact lens rebates, lens satisfaction guarantees and more at vsp.com/offers (opens in new tab).

Get started with VSP

Create an account at vsp.com (opens in new tab) (select “Create an Account” at the top right).
Log in to view your in-network coverage, find a VSP network doctor, and download your member ID card.
Shop in person at a VSP network doctor or online at eyeconic.com (opens in new tab) with your benefits connected.

VSP Member Services: 800-877-7195 (TTY: 711). Member Services can also help you create an account.

Confirm participation with the doctor’s office before your appointment.

Premier Edge Promise

When you buy a Featured Frame Brand frame at a VSP Premier Edge location, you get added protection: replacement if the frame is accidentally broken or damaged within 12 months; an additional WellVision Exam within 12 months if your prescription changes, with replacement lenses if needed; and a replacement pair within 100 days if you don’t love your frame. A $40 processing fee may apply. This program is not insurance; see the Premier Edge Promise flyer for terms.

Vision documents

VSP Vision Benefit Summary – Effective 1/1/2027 VSP Vision Enrollment Form How to Create an Account on vsp.com Essential Medical Eye Care Eyeconic: Shop Online With Your Benefits Premier Edge Promise TruHearing Hearing Aid Discount VSP Exclusive Member Extras

Still have questions?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107.

Life & Disability

Life and AD&D insurance

Life insurance helps protect the people who depend on you.

Basic Life and AD&D Paid by the firm

Carrier: Mutual of Omaha (United of Omaha Life Insurance Company)

Highlights

Life insurance: $50,000
AD&D: equal to your life insurance amount
Cost to you: none; premiums are paid in full by Bollus Lynch
Eligibility: employees and partners actively working 20 or more hours per week
Age reductions: amounts reduce to 65% at age 65 and to 50% at age 70

Features

Living benefit: if terminally ill, up to 80% of your life benefit, not to exceed $40,000
Waiver of premium if you become totally disabled, subject to conditions
Portability and conversion options if your coverage ends
Additional AD&D benefits: seat belt, airbag, common carrier, paralysis and child education

Keep your beneficiary designation up to date. Contact HR to update your beneficiary. Mutual of Omaha member services: 800-655-5142.

Voluntary Life and AD&D Employee-paid

Carrier: Unum

Optional coverage you can buy for yourself and your family through payroll deductions, in addition to your basic life insurance.

Voluntary life coverage options
Who	Coverage amounts	Guaranteed issue*
You	$10,000 units, up to the lesser of 5× annual earnings or $500,000	$40,000
Spouse	$5,000 units, up to the lesser of 100% of your amount or $500,000	$15,000
Children	$2,000 units, up to the lesser of 100% of your amount or $10,000 (birth to 6 months: $1,000)	—

*Amounts above guaranteed issue require Evidence of Insurability approved by Unum. Voluntary AD&D is equal to the life amount elected. At age 70, amounts reduce to 65%; at age 75, to 50%. You pay the full cost of this coverage. The certificate governs.

Unum Term Life & AD&D Enrollment Form

You can also complete the form online at unum.com/esign/enrollment/1073-06 (opens in new tab).

Added services with your Mutual of Omaha life insurance

Travel Assistance

Help when you travel more than 100 miles from home or outside the country.

Will Preparation

Online will prep tools through Epoq at willprepservices.com (opens in new tab).

Hearing Discount

Discounted hearing aids and batteries. Call 1-888-534-1747.

Life insurance documents

Basic Term Life & AD&D Overview Basic Term Life Certificate Summary Basic Term Life Certificate Unum Voluntary Life & AD&D Benefits at a Glance

Still have questions?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107.

Life & Disability

Long-Term Disability and Paid Leave

Income protection if an illness or injury keeps you from working.

Long-Term Disability (LTD)

Carrier: Mutual of Omaha (United of Omaha Life Insurance Company)

LTD can replace part of your income if a covered disability keeps you from working beyond the 90-day elimination period.

Long-term disability by class
	Employees	Partners
Monthly benefit	60% of monthly earnings	60% of monthly earnings
Maximum monthly benefit	$5,000	$10,000
Minimum monthly benefit	$100 or 10%	$100 or 10%
Elimination period	90 calendar days	90 calendar days
Premium	Paid in full by the firm; no cost to you	The firm increases your earnings to cover the premium, making benefits nontaxable
Eligibility	Actively working 20 or more hours per week
Maximum benefit period	If disabled before age 62: to age 65, Social Security Normal Retirement Age, or 3.5 years, whichever is longest. Reduced schedule at age 62 and older.
Definition of disability	Own occupation to the maximum benefit period

Other features include partial disability, family care benefits, a 5% vocational rehabilitation increase and a survivor benefit. Benefits may be reduced by other income sources. Disabilities due to mental disorders or substance abuse are limited to 24 months, and a pre-existing condition limitation applies. The certificate governs. Mutual of Omaha member services: 800-655-5142.

Massachusetts Paid Family and Medical Leave (PFML)

Administered through Mutual of Omaha for eligible Massachusetts employees and partners

Types of leave covered

Your own serious health condition
Bonding with a new child
A family member’s serious health condition
Qualifying military exigency
Caring for a service member

Benefit basics

Benefits begin on the 8th day of leave
Maximum weekly benefit: $1,284.61 effective January 1, 2027 ($1,230.39 through December 31, 2026)
Up to 19 weeks for your own serious health condition; 11 weeks for bonding, family care or military exigency; 25 weeks to care for a service member
Combined maximum: 25 weeks
Premiums are shared by you and the firm

Eligibility is set by the Massachusetts PFML statute and regulations. PFML provides wage replacement; job protection is a separate question. Contact HR before your leave begins.

Disability and leave documents

LTD Overview – Employees LTD Overview – Partners LTD Certificate Summary – Employees LTD Certificate Summary – Partners LTD Certificate – Employees LTD Certificate – Partners MA Paid Family & Medical Leave Overview MA PFML Certificate – Employees MA PFML Certificate – Partners

Still have questions?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107.

EAP & Wellbeing

Support for your overall wellbeing

Your wellbeing extends beyond healthcare coverage. Explore employee assistance resources, virtual care and support tools available to you year-round.

Confidential · 24/7/365 · All employees

Employee Assistance Program (EAP)

All Bollus Lynch employees may use the EAP. Mutual of Omaha’s team of master’s-level EAP professionals is available 24/7/365 to provide you and your loved ones with resources for personal and workplace issues.

Call 1-800-316-2796 or visit mutualofomaha.com/eap (opens in new tab).

Online resources cover family and relationships, emotional wellbeing, financial wellness, substance abuse and addiction, legal assistance, and work and career.

If you are in crisis or in danger, call or text 988 or call 911.

EVO Virtual Care

$0 for Quick Care, phone and video visits for medical plan members, 24/7/365. Access through the Securus portal (opens in new tab) or call 1-855-636-3669.

TrueScripts Member Care

Starting December 1, 2026, pharmacists, nurses and clinical advocates help with medications and savings. 844-257-1955.

Life insurance services

Travel assistance, online will preparation and a hearing discount program. Learn more.

Contacts

Your benefits library

The Resources section contains important documents and information to help you better understand and use your benefits. Be sure to check back periodically as new information becomes available.

Document Library

Disability & Leave

Documents coming soon

Coming soon

Triad Summary Plan Description (SPD)

The finalized Triad SPD will be posted after the December 1, 2026 effective date.

Only current documents appear here. Official plan documents govern if there is any difference between this website and the documents.

Forms

Personal Health Questionnaire (health insurance enrollment form – new hires and newly eligible employees)Health Insurance Waiver Form Unum Term Life & AD&D Enrollment Form VSP Vision Enrollment Form

The Personal Health Questionnaire is not required during this initial Open Enrollment and transition to Triad; it is the health insurance enrollment form for new hires and newly eligible employees after the transition. Return completed forms to Christine Sviklas.

Complete only the forms HR provides or requests, and return them to Christine Sviklas as instructed.

2027 holiday schedule

The following are the official holidays observed by our office for calendar 2027.

2027 holidays
Holiday	Day	Date
New Year’s Day	Friday	January 1, 2027
Patriot’s Day	Monday	April 19, 2027
Memorial Day	Monday	May 31, 2027
Independence Day	Monday	July 5, 2027
Labor Day	Monday	September 6, 2027
Columbus Day	Monday	October 11, 2027
Thanksgiving	Thursday & Friday	November 25 & 26, 2027
Christmas	Friday & Monday	December 24 & 27, 2027

Frequently asked questions

What is changing with my medical plan?

Effective December 1, 2026, medical coverage moves from Harvard Pilgrim HMO 3000 Flex to the Triad Benefits 3500 Cigna PPO, administered by Securus Benefits, and TrueScripts becomes your pharmacy benefit manager. The new plan uses the Cigna PPO network, does not require specialist referrals and has a lower in-network out-of-pocket maximum of $7,350 / $14,700. Learn more

Is Harvard Pilgrim still my medical plan?

No. Harvard Pilgrim HMO 3000 Flex is replaced by the Triad Benefits 3500 Cigna PPO effective December 1, 2026. Learn more

What is the deductible, and how does the HRA help?

The in-network deductible is $3,500 / $7,000 (Individual / Family). Your HRC Total Solutions debit card is preloaded with $2,000 / $4,000 (employee only / employee + one or more dependents), so your responsibility after the HRA is $1,500 / $3,000. Learn more

Do I need a referral to see a specialist?

No. You can see the specialist you choose without a referral. A specialist visit is a $90 copay in-network. Learn more

How do I find an in-network provider?

Use the Cigna provider directory at hcpdirectory.cigna.com: select “Employer or School,” enter your address or ZIP code, select “Continue as guest,” then choose the PPO network. Confirm participation with the provider before your visit. Learn more

Where can I find my medical ID card?

Once your coverage is active, sign in to the Securus member portal at portal.securusbenefits.com or call Securus at (877) 420-0785. TrueScripts pharmacy information is on the back of your medical ID card. Learn more

What does virtual care cost?

Everyday and urgent care through EVO is $0 for Quick Care, phone and video visits. Access EVO through the Securus portal or call 1-855-636-3669. Learn more

Can I cover my domestic partner?

Yes. Partners and domestic partners are eligible to enroll in the medical plan and receive the accompanying HRA. Learn more

How do I use my HRA?

Use your HRC Total Solutions debit card at pharmacies, provider offices or over the phone to pay an eligible bill. Before paying a medical bill, compare it with your Explanation of Benefits. HRC customer service: 603-647-1147 or customerservice@hrcts.com. Learn more

Can I use my HRA for out-of-network care?

The debit card may work for out-of-network services, but because out-of-network services are covered at a lower level, you could use your HRA funds more quickly. Generally use the HRA for in-network deductible expenses. Learn more

When do my prescription benefits move to TrueScripts?

TrueScripts is your pharmacy benefit manager effective December 1, 2026. TrueScripts information is on the back of your new medical ID card. Register at memberportal.truescripts.com on or after that date. Learn more

What should I do about my prescriptions during the transition?

Refill eligible medications before December 1, 2026 when possible. If your medication requires prior authorization or a specialty pharmacy, look it up on the TrueScripts website and call TrueScripts at 844-257-1955 on December 1, 2026. If you use mail order, give your mail-order service the TrueScripts information on the back of your new ID card. Learn more

Are GLP-1 medications for weight loss covered?

No. GLP-1 medications for weight loss are not covered under the pharmacy program. Learn more

Are prescriptions subject to the deductible?

No. Prescription copays are covered before you meet the deductible. Copays count toward your out-of-pocket maximum. Learn more

When is Open Enrollment?

Open Enrollment runs November 18 – November 27, 2026. Learn more

When is the employee meeting?

November 18, 2026, 12:00 p.m. to 1:30 p.m., in person at 89 Shrewsbury Street, Suite 200, Worcester, MA 01604. Learn more

How do I enroll?

Complete your paper enrollment application(s) and return them to Christine Sviklas before Open Enrollment ends on November 27, 2026. Learn more

Do I need to complete the Personal Health Questionnaire?

Not during this initial Open Enrollment and transition to Triad. The Personal Health Questionnaire is the health insurance enrollment form for new hires and newly eligible employees after the transition. Learn more

What if I don’t want medical coverage?

Complete the Health Insurance Waiver Form and return it to HR. If you waive because you have other coverage and later lose it, you may be able to enroll if you request enrollment within 30 days. Learn more

Who is eligible for medical coverage?

Full-time employees working 30 or more hours per week, and partners. Coverage begins the first day of the month after your hire date. Learn more

Who can I cover as a dependent?

Your legal spouse, your domestic partner, and your children under age 26. A child’s coverage continues through the end of the month the child turns 26. Learn more

How long do I have to report a life event?

Request medical changes within 30 days of a qualifying life event (60 days for Medicaid or CHIP eligibility changes). Contact HR as soon as possible. Learn more

What does the vision plan cover?

With a VSP network doctor: WellVision Exam every calendar year for a $10 copay; glasses for a $25 copay with a $180 frame allowance ($200 for Featured Frame Brands) every other calendar year and lenses every calendar year; or a $130 contact lens allowance every calendar year instead of glasses. Benefit summary effective January 1, 2027. Learn more

How much basic life insurance do I have?

Eligible employees and partners receive $50,000 of basic life insurance and an equal amount of AD&D, paid in full by Bollus Lynch. Amounts reduce at ages 65 and 70. Learn more

Can I buy additional life insurance?

Yes. Voluntary Life and AD&D is available through Unum for you, your spouse and your children. You pay the cost through payroll deductions. Learn more

What happens if I can’t work because of an illness or injury?

Long-Term Disability through Mutual of Omaha may replace 60% of your monthly earnings after a 90-day elimination period, up to $5,000 per month for employees or $10,000 for partners. Massachusetts PFML may also provide wage replacement for qualifying leave. Learn more

Is there an Employee Assistance Program?

Yes. All employees may use the Mutual of Omaha EAP, available 24/7/365 to you and your loved ones at 1-800-316-2796 or mutualofomaha.com/eap. Learn more

Who do I contact about a medical claim?

Contact Securus Benefits at (877) 420-0785 or through portal.securusbenefits.com. Learn more

Who do I contact if I still need help?

Contact Christine Sviklas, Office Manager, at csviklas@bolluslynch.com or 508-755-7107. Learn more

Benefits Dictionary

Benefits terminology can sometimes feel confusing. The Benefits Dictionary provides plain-English explanations of common insurance and benefits terms.

Filter terms

Accidental Death and Dismemberment (AD&D): Insurance that may pay a benefit for a covered death or certain serious injuries caused by a qualifying accident. Covered losses, exclusions, and benefit amounts are determined by the policy.
Affordable Care Act (ACA) (ACA): The Affordable Care Act (ACA) is the landmark health reform law passed in 2010, often called “Obamacare.” For employers, it sets requirements for offering health insurance, like covering “essential health benefits” and ensuring affordability. For employees, it created marketplaces to shop for coverage and banned insurers from denying coverage due to pre-existing conditions.
Balance Billing: When an out-of-network provider bills you for the difference between what they charge and what insurance is willing to pay. For example, if a provider charges $1,000 for a procedure and your insurance determines the “reasonable” rate is $600, the provider may bill you for the remaining $400. It’s essentially the “balance” left on the bill after your insurer pays their portion.
Basic Life Insurance (Employer-Paid Life): Life insurance provided through an employer that may pay a benefit to the designated beneficiary after the covered person’s death. The coverage amount, eligibility, reductions, exclusions, and continuation options are determined by the plan.
Beneficiary: The person, people, trust, estate, or organization designated to receive a benefit when a covered person dies. Beneficiary designations should be maintained according to the plan or policy’s procedures.
Benefit Class (Eligibility Class; Class 1; Class 2): A label used in plan documents to group eligible employees under specified provisions. The class name alone does not determine eligibility, benefit amounts, or entitlement; the applicable plan document and employer rules control.
Benefit Duration (Maximum Benefit Period): The maximum period a benefit may be payable, subject to the plan’s terms, continued eligibility, and ongoing proof of disability or loss.
Certificate of Coverage (COC): A Certificate of Coverage (CoC) is an official document or contract that outlines a person's specific health insurance benefits, limitations, and exclusions.
Children's Health Insurance Program (CHIP): In certain states, CHIP provides low-cost health coverage to children and pregnant women in families that earn too much money to qualify for Medicaid. Each state offers CHIP coverage and works closely with its state Medicaid program.
Co-insurance: A percentage of the covered health care cost for services such as 20 percent that the covered employee pays after meeting the deductible.
Consolidated Omnibus Budget Reconciliation Act (COBRA) (COBRA): COBRA, the Consolidated Omnibus Budget Reconciliation Act, is a federal law that lets you keep your employer-sponsored health insurance after leaving a job (usually up to 18 months) if you pay the full premium. It’s the same coverage you had before, just now without your employer’s contribution.
Conversion: A provision that may allow eligible group life insurance coverage to be converted to an individual policy after group coverage ends, subject to the policy’s rules and deadlines.
Coordination of Benefits (COB): The process used to determine which health coverage pays first when a person has Medicare and other health insurance. The primary payer pays first, and the secondary payer may pay some remaining covered costs.
Copayment or copay (Copay): A fixed amount you pay when receiving care, like $20 for a doctor’s visit or $10 for a prescription. Copays are typically set by your insurance plan, meaning the amount doesn’t change based on which doctor you see (as long as they’re in-network) or how much the total bill is.
Creditable Prescription Drug Coverage (Creditable Drug Coverage): Prescription drug coverage that is expected to pay, on average, at least as much as standard Medicare drug coverage. A current health plan must tell covered individuals whether its prescription drug coverage is creditable.
Deductible: A fixed dollar amount that the covered employee must pay out of pocket each plan or calendar year before the plan begins reimbursing for non-preventative health expenses. Plans usually require separate limits per person and per family.
Definition of Disability: The standard a disability plan uses to determine whether a covered person is disabled. The definition may change after a stated period and may consider the person’s own occupation, another occupation, earnings, or ability to work.
Dependent: A person who may be eligible for coverage under an employee benefit plan based on the plan’s definition and required documentation. Under the Affordable Care Act (ACA) dependent children can stay on a parent's plan until they turn 26 years old.
Domestic Partner (DP): Coverage extended to an unmarried partner if your employer offers it. Usually, proof of shared residence or financial interdependence is required. Whether or not domestic partner coverage is available depends largely on the employer. There’s no federal mandate requiring it.
Effective Date: The date coverage or a benefit becomes active for an eligible person, subject to enrollment, waiting period, and plan requirements.
Elimination Period (Waiting Period): The period a covered person must remain disabled before disability benefits may begin. The applicable period is determined by the plan.
Employee Assistance Program (EAP): A confidential support program that may offer counseling, referrals, and resources for emotional wellbeing, family concerns, legal matters, financial questions, caregiving, and other personal or work-life needs. Services and eligibility vary by program.
Evidence of Insurability (EOI; Statement of Health): Health information requested by an insurance carrier to evaluate an application for coverage above a guaranteed amount or after a permitted enrollment period. Coverage requiring EOI is not effective unless approved by the carrier.
Explanation of Benefits (EOB) (EOB): A statement from your insurer showing what was billed, what they covered, and what you owe. It’s like a receipt (not a bill) that explains the math.
Family and Medical Leave Act (FMLA): A federal law that may provide eligible employees with unpaid, job-protected leave for qualifying family and medical reasons and continuation of group health coverage under applicable conditions. Eligibility and leave rights depend on federal requirements.
Formulary (Drug List): A list of prescription medications covered by a health plan or pharmacy benefit. The list may organize medications into tiers and may include requirements such as prior authorization, step therapy, or quantity limits.
Guaranteed Issue (GI): An amount of insurance that an eligible person may be able to elect without providing Evidence of Insurability, subject to plan rules and enrollment timing.
Health Insurance Portability and Accountability Act (HIPAA): HIPAA stands for the Health Insurance Portability and Accountability Act. It’s a law that was passed in 1996 and updated several times over the years to account for new technology and policy concerns. HIPAA requires compliance with five main rules. HIPAA regulations protect the privacy of patients’ sensitive health information. HIPAA ensures that a patient’s health information can’t be disclosed without their consent or awareness. In recent years, this has come to include provisions to protect against cyberattacks.
Health Maintenance Organization (HMO): A type of health plan that generally requires members to receive care from a designated provider network, except in emergencies. The plan may require members to select a primary care provider or obtain referrals for certain specialty care. The specific rules are determined by the plan.
Health Reimbursement Arrangement (HRA): An employer-funded arrangement that may reimburse eligible healthcare expenses according to the employer’s plan terms. Employees do not contribute their own money to an HRA. Enrollment in an HRA is typically determined by enrollment in an employer sponsored health plan. Funds do not rollover and are intended for reimbursement during the applicable plan year.
Imputed Income: The taxable value of benefits you receive, usually tied to domestic partner coverage. If your employer pays for your partner’s coverage and they’re not a tax dependent, the IRS counts that as extra income. It’s like getting a free perk that still shows up on your W-2 as taxable value.
Job-Protected Leave: A leave entitlement that protects an eligible employee’s position or right to return to work under applicable law or policy. Job protection does not necessarily mean the leave is paid.
Long-Term Disability (LTD): Income replacement coverage that may pay a portion of an eligible employee’s earnings when a qualifying disability continues beyond the plan’s elimination period. Benefit amounts, duration, definitions of disability, offsets, limitations, and exclusions vary by plan.
Medicaid: Medicaid provides health coverage to millions of Americans, including eligible low-income adults, children, pregnant women, elderly adults and people with disabilities. Medicaid is administered by states, according to federal requirements. The program is funded jointly by states and the federal government.
Medicare: Federal health insurance for people ages 65 or older, certain younger people with disabilities, and people of any age with End-Stage Renal Disease or ALS. Medicare includes different parts and coverage options.
Medicare Advantage (Medicare Part C; MA Plan): A Medicare-approved health plan offered by a private company as an alternative way to receive most Part A and Part B benefits. Medicare Advantage plans usually include Part D drug coverage and may have provider networks, service-approval requirements, different out-of-pocket costs, and additional benefits.
Medicare Part A (Hospital Insurance): The part of Medicare that helps cover inpatient hospital care, skilled nursing facility care, hospice care, and certain home health care.
Medicare Part B (Medical Insurance): The part of Medicare that helps cover services from doctors and other healthcare providers, outpatient care, durable medical equipment, certain home health care, and many preventive services.
Medicare Part D (Medicare Drug Coverage; Prescription Drug Coverage): Medicare coverage that helps pay for prescription drugs, including many recommended vaccines. Part D coverage is offered by private insurance companies that follow Medicare rules and may be obtained through a separate Medicare drug plan or through many Medicare Advantage plans.
Medicare Secondary Payer Rules (MSP Rules): Federal rules that determine when Medicare pays after another source of coverage. Which coverage pays first depends on the person’s circumstances and type of other coverage, so employees should confirm the applicable order with Medicare, the employer, or the plan administrator.
Medicare Supplement Insurance (Medigap): Additional insurance sold by private companies that may help pay a person’s share of certain out-of-pocket costs under Original Medicare, such as copayments, coinsurance, and deductibles. Medigap is different from Medicare Advantage and generally requires enrollment in Original Medicare Part A and Part B.
Member Portal: A secure website or mobile application provided by a carrier, administrator, or vendor where members may access plan information, identification cards, claims, account balances, provider searches, or other services. Available features vary.
Minimum Essential Coverage (MEC) (MEC): MEC refers to the baseline level of coverage that satisfies ACA requirements. If you have MEC, you’ve met the legal standard for having health insurance. Think of it as passing the “inspection sticker” test for your car. It doesn’t guarantee luxury, but it means your coverage meets minimum safety standards.
Network: A group of healthcare providers, facilities, pharmacies, or other healthcare professionals that have contracted with a health plan to provide services under agreed terms.
Open Enrollment (Annual Enrollment): A designated period when eligible employees may enroll in or change benefit elections for an upcoming coverage period, subject to the employer’s rules and required deadlines.
Original Medicare (Traditional Medicare): A fee-for-service Medicare program that includes Part A and Part B. People with Original Medicare may also choose a separate Medicare drug plan for Part D coverage and may be able to purchase Medicare Supplement Insurance to help with certain out-of-pocket costs.
Out-of-Pocket Maximum (OOPM): The most you’ll ever pay for covered, in-network services in a plan year. Once you hit it, your insurance covers 100% of eligible costs for the rest of that year. For example, if your out-of-pocket maximum is $8,500, that’s the ceiling for deductibles, coinsurance, and copays combined, but only for covered services at in-network providers. Certain plan types that include coverage for out-of-network (OON) services may have a separate OON OOPM.
Plan Year: The period used by a benefit plan for administration, elections, deductibles, accumulators, or other plan provisions. Different benefits may use different periods, such as a calendar year or another 12-month cycle.
Portability: A provision that may allow an individual to continue certain group insurance coverage after eligibility ends by paying premiums directly to the carrier. Availability, timing, and rates are determined by the policy.
Preferred Provider Organization (PPO): A PPO plan or Preferred Provider Organization is a type of health plan that generally allows members to receive care from in-network or out-of-network providers. Members typically pay less when they use in-network providers, and referrals are generally not required. The specific network, coverage rules, and member costs are determined by the plan.
Premium: The amount that must be paid for a health insurance plan by covered employees, by their employer, or shared by both. A covered employee's share of the annual premium is generally paid periodically, such as monthly, and deducted from his or her paycheck.
Primary Payer: The insurance or coverage that pays first when a person has more than one source of health coverage, up to the limits of that coverage.
Prior Authorization (Preauthorization; Precertification): A review process that may require approval from the health plan before certain services, procedures, or medications are covered. Prior authorization is not a guarantee that a claim will be paid.
Protected Health Information (PHI): The HIPAA Privacy Rule provides federal protections for personal health information held by covered entities and gives patients an array of rights with respect to that information. At the same time, the Privacy Rule is balanced so that it permits the disclosure of personal health information needed for patient care and other important purposes.
Qualified Healthcare Expense (Qualified Medical Expense): A healthcare expense that is eligible for tax-advantaged payment or reimbursement under the rules that apply to a particular account. Eligible expenses may differ by account type and applicable tax rules.
Qualifying Life Event (QLE): A life change or major change in personal circumstances that may allow an eligible employee to make permitted benefit changes outside Open Enrollment. Examples and deadlines depend on the plan and applicable law.
Referral: A direction from a healthcare provider, often a primary care provider, for a member to receive care from another provider or specialist. Whether a referral is required depends on the plan.
Run-Out Period: A period after the end of a plan year or coverage period during which participants may submit claims for eligible expenses incurred before the applicable deadline.
Secondary Payer: The insurance or coverage that considers a claim after the primary payer. The secondary payer may pay some remaining costs only when the service is covered under that secondary coverage.
Special Enrollment Period for Medicare (SEP): A limited period when an eligible person may enroll in certain Medicare coverage outside the initial enrollment period because of a qualifying circumstance. For people covered through current employment, the timing and requirements depend on the type of coverage and when employment or coverage ends.
State Paid Leave Program (Paid Family and Medical Leave; PFML): A state-administered or approved leave program that may provide wage replacement or other benefits for qualifying family, medical, caregiving, bonding, or military-related reasons. Eligibility, funding, benefit amounts, and job protection vary by jurisdiction and program.
Summary of Benefits and Coverage (SBC) (SBC): A standardized document that outlines what a health plan covers and costs, meant for easy comparison across plans. You’ll usually see SBCs during open enrollment, but insurers are also required to provide them when you first become eligible for coverage, if you request one, or when there are major plan changes.
Summary Plan Description (SPD): A detailed document that explains how your benefits plan works, including eligibility, coverage, and how to file claims. It’s like the owner’s manual for your benefits.
Telehealth (Virtual Care): Healthcare delivered through video, phone, messaging, or another remote method. Available services, providers, costs, and eligibility depend on the health plan or vendor program.
Term Life Insurance: Life insurance that provides coverage for a specified period or while eligibility requirements are met. It generally does not build cash value. Employer-sponsored basic and voluntary life coverage is often term life insurance, but the policy controls.
Voluntary Life Insurance (Supplemental Life): Optional life insurance that an eligible employee may elect, usually through payroll deductions. Coverage may be available for the employee and eligible family members, subject to plan limits and possible Evidence of Insurability requirements.
Working Past Age 65 (Employer Coverage and Medicare): A situation in which a person remains actively employed, or is covered through an actively employed spouse, after becoming eligible for Medicare. Enrollment timing and which coverage pays first depend on the person’s circumstances and employer coverage, so the individual should confirm requirements before delaying Medicare enrollment or changing employer coverage.

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