1 EMPLOYEE BENEFITS GUIDE MEDICAL DENTAL VISION LIFE & DISABILITY & MORE RBC Bearings Remains Committed Our employees are the key ingredient of our success. They are valued team members, and we depend on their skills and creativity to provide our customers with products and services that are unsurpassed in the industry. RBC Bearings is committed to offering a professional work environment including a benefits package designed to aid in the health and wellbeing of our employees and their families. RBC is committed to providing competitive insurance benefits and increasing our efforts to improve the quality of care you receive, providing meaningful protection to you and your family. We feel that our focus on improving quality and access to care, while enhancing preventive care coverage, will over time prove to be an effective approach to controlling cost, helping all of us to improve and maintain our health. We are pleased to offer these competitive benefits to you and your family as a key component of our overall compensation and benefit package. RBC Bearings Benefit Options The benefits offered are designed to promote wellness and to protect you and your family. We encourage you to evaluate and elect the benefits that best suit your personal needs. One of the best ways for all of us to help control the rising cost of healthcare is to become more informed consumers and to use our benefits wisely. RBC Bearings remains committed to finding the right balance between controlling the cost of our health plans while providing our employees with affordable and competitive benefit programs. Benefits Eligibility: Employees who work at least 30 hours per week are eligible to participate in RBC Bearings Benefits Plans. Newly-hired employees can participate the first of the month following 60 days of employment. Eligible Dependents: Many of the benefit plans also offer coverage for your eligible dependents. Eligible dependents include your spouse to whom you are legally married, your same- or opposite-sex domestic partner (and his/her eligible children) and your children up to age 26. (You may be asked to provide documentation that demonstrates your dependents are eligible for coverage under the Plan.) This guide provides highlights of the benefits currently available to you. We encourage and welcome your feedback.
2 HIGHLIGHTS Two CDHP Medical Plans Flexible Spending Accounts Basic Life & Basic AD&D Long Term Disability Two Dental Plans VSP Vision Short Term Disability Voluntary Life & AD&D Teladoc (24/7 telephone & video physician consultations) WellMatch (Healthcare cost transparency tool) Same Medical & Dental Contributions Health Care Reform, the Health Care Marketplace and You RBC Bearings continues to provide medical benefits to our employees and their families. Our Aetna medical plans offer comprehensive coverage with an emphasis on preventive care. There are no restrictions on pre-existing conditions. Coverage through RBC will typically provide a greater value at a lower cost than coverage available through the new Health Marketplace. The Marketplace provides another avenue to explore purchasing insurance, designed primarily for individuals who don t have affordable coverage available through their employer. RBC Bearings has committed to ensuring that our plans meet affordability and coverage standards under Health Care Reform. Since our plans are affordable and qualifying, most employees will not qualify for federal subsidies to purchase coverage through the Health Marketplace. If you decide to purchase coverage through the Marketplace, you are solely responsible for the full cost of coverage. You can learn more about Health Care Reform at 2
3 Medical & Rx RBC offers you, and your eligible dependents, the opportunity to choose from two medical plans administered by Aetna. You may use any healthcare provider; however, there is a higher level of benefits if services are obtained through a medical provider who is part of the Aetna network (referred to as in-network benefits). You also pay a smaller amount out of your pocket when you seek medical treatment from an in-network provider. When considering which medical plan is right for you and your family, you should consider the benefits provided by each plan, your anticipated out-of-pocket expenses, and the annual contribution to each plan. (Please note, when enrolled in either of these plans, RBC provides employer funding to your HSA. Please refer to the HSA section for more information.) Benefits for each plan are summarized below. Deductible CDHP $1,350 CDHP $2,500 IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK $1,350 individual/ $2,700 family $2,700 individual/ $5,400 family $2,500 individual/ $5,000 family $5,000 individual/ $10,000 family Co-insurance 20% 40% 20% 40% Out-of-Pocket Maximum Preventive Care $2,700 individual/ $5,400 family Covered at 100% deductible waived $5,400 individual/ $10,800 family Not Covered $5,000 individual/ $10,000 family Covered at 100% deductible waived $10,000 individual/ $20,000 family Not Covered Office Visit 20% after deductible 40% after deductible 20% after deductible 40% after deductible Aetna MEDICAL Specialist Visit 20% after deductible 40% after deductible 20% after deductible 40% after deductible Emergency Room 20% after deductible 40% after deductible 20% after deductible 40% after deductible Hospital (Outpatient/Inpatient) 20% after deductible 40% after deductible 20% after deductible 40% after deductible Lifetime Maximum UNLIMITED UNLIMITED UNLIMITED UNLIMITED RETAIL (30 DAYS) IN-NETWORK PRESCRIPTION BENEFITS MAIL ORDER (31 TO 90 DAYS) RETAIL (30 DAYS) MAIL ORDER (31 TO 90 DAYS) Tier 1 $5 after deductible $10 after deductible $5 after deductible $10 after deductible Tier 2 Tier 3 25% after deductible ($20 min; $60 max) 50% after deductible ($40 min; $100 max) 25% after deductible ($40 min; $120 max) 50% after deductible ($80 min; $200 max) 25% after deductible ($20 min; $60 max) 50% after deductible ($40 min; $100 max) 25% after deductible ($40 min; $120 max) 50% after deductible ($80 min; $200 max) HEALTH SAVINGS ACCOUNT If you elect to participate in either of our CDHP medical plans*, you will automatically be enrolled in a Health Savings Account (HSA) with PayFlex, our selected HSA administrator. This type of savings account allows you to pay for out-ofpocket expenses with pre-tax dollars. How it works: Individuals can receive and/or make contributions to this account, up to the allowable IRS annual limit. The funds in your account earn interest and can be withdrawn at any time to cover qualified medical expenses, as defined by the IRS (i.e. deductibles, medical services, or pharmacy charges). Unlike a flexible spending account, there is no use-it-orlose-it rule, and any funds not used allow your account to grow over time and can be used to help pay future healthrelated expenses. The account will automatically roll over year after year and the money in this account is always yours, even if you change health plans or jobs. RBC Provides Seed Money to your HSA RBC will provide an HSA employer contribution (also known as HSA seed money). Your account needs to be established with PayFlex, our designated HSA administrator, in order for you to receive the HSA employer seed money. RBC will fund an amount based on your elected coverage level and your initial CDHP enrollment date. For those entering the plan on July 1, 2015, RBC will provide seed money as follows (deposited quarterly): CDHP $1,350 CDHP $2,500 $300 For Employee Only Coverage $500 For Employee Only Coverage $600 For Employee Plus Child or Spouse $900 For Employee Plus Child or Spouse $900 For Family Coverage $1,300 For Family Coverage *Under the governing rules, you are not eligible to have an HSA if you are enrolled in TRICARE (military benefits), VA benefits (if the individual has received care in the past 3 months), a general purpose FSA (healthcare account), are enrolled in Medicaid or Medicare or are covered by any non- CDHP coverage. Please see Human Resources for more information. 3
4 Dental RBC Bearings is pleased to offer you, and your eligible dependents, a choice of two dental plans. Insured by Delta Dental, you have the ability to select a dental plan that best suits the needs of you and your covered dependents. The Delta Dental $2000 Plan offers an annual maximum of $2,000 for preventive, basic and major services and a $1,500 lifetime orthodontia benefit. This plan may work best for those who require more extensive dental services throughout the year. The Delta Dental $1,000 Plan is a lower cost option for our employees. The plan still covers a variety of services, however, with a $1,000 maximum for both dental services and orthodontia coverage. For those who may not require as many dental services each year, the Delta Dental $1,000 Plan may be the best fit. DENTAL Delta Dental Both plans give you the ability to visit a participating or non-participating dentist, however, if you use a participating dentist, your benefit dollars will go much further. Delta Dental has two networks available. The Delta Dental Premier network is the largest of the Delta Dental networks with over 315,000 participating dentist offices nationally (80%+). Delta Dental PPOSM is a smaller, but more discounted network with over 234,000 participating dentist offices nationwide. Delta Dental PPOSM fees are on average 20% less than Delta Dental Premier. Dental plan highlights are as follows. TYPE OF COVERAGE Diagnostic and Preventive Services: Oral Exams X-rays (bitewing & full mouth) Cleanings (prophylaxis treatments) Fluoride Treatments (to age 19) Sealants (to age 19) Basic Services: Oral surgery Restorative fillings Endodontic treatments (root canals) Periodontal Major Services: Crowns, Inlays, Onlays Prosthetics (bridges and dentures) Repairs of dentures & bridgework Calendar Year Deductible (1/1 to 12/31) DELTA DENTAL $2,000 PLAN IN-NETWORK PLAN PAYS OUT-OF- NETWORK PLAN PAYS DELTA DENTAL $1,000 PLAN IN-NETWORK PLAN PAYS OUT-OF- NETWORK PLAN PAYS 100% 100% 100% 100% 80% 80% 80% 80% 50% 50% 50% 50% $75 per person/$150 per family maximum (excludes diagnostics & preventive services) $25 per person/$50 per family maximum (excludes diagnostics & preventive services) Annual Plan Maximum (Per person) $2,000 $1,000 Orthodontics: Diagnostic, Active, Retention Treatment Dependent children to age 26 & covered adults 50% 50% 50% 50% Annual Plan Maximum $1,500 $1,000 4
5 Vision RBC Bearings offers you an optional vision plan through Vision Service Plan (VSP). When you receive care from a participating provider, you ll receive the greatest benefits and discounts. You can also choose to receive care outside of the network, where you ll get a pre-determined allowance toward services. Under this plan, you are eligible for an annual eye exam, lenses or contact lenses every 12 months, and frames every 24 months. Plan highlights include: SERVICE PARTICIPATING PROVIDER OUT-OF-NETWORK ALLOWANCE Eye Exam $15 copay* Up to $45 Single Vision Lenses $15 copay* Up to $45 Lined Bifocal Lenses $15 copay* Up to $65 Lined Trifocal Lenses $15 copay* Up to $85 Frame $150 allowance, 20% off balance over $150 Up to $47 Elective Contact Lenses (exam and lenses) $150 allowance Up to $105 Lens options An average of 35 to 40%. Not applicable *Total copay plan - members pay a single copay for an exam, materials and/or an exam and materials. VOLUNTARY VISION Vision Service Plan (VSP) Basic Life and Accidental Death & Dismemberment (AD&D) RBC Bearings provides full-time employees with Basic Life and Accidental Death & Dismemberment (AD&D) coverage at no cost to you. These benefits are designed to provide peace of mind and important financial protection for you and your family in the event of death or serious injury. BASIC LIFE/AD&D INSURANCE Employee Benefit Amount COVERAGE 1x salary Maximum Benefit $150,000 Short-Term Disability RBC Bearings provides a no cost, short-term income replacement benefit, in the event you become disabled due to an injury or illness that is not work related. Short-term disability can provide a weekly benefit for up to 6 months of continuous disability. (The Aetna STD plan is not available to employees who live and work in California. These employees are eligible to receive coverage under the state program.) SHORT-TERM DISABILITY BENEFIT Employee Benefit Amount Accident Waiting Period / Illness Waiting Period Maximum Duration / Maximum Benefit COVERAGE 60% of your weekly earnings (based on your prior year W-2 earnings) ~ ~ Benefits start on the 8 th day for a disability due to illness ~ ~ Benefits start on the first day for a disability due to injury 26 Weeks / $1,800 per week LIFE & DISABILITY Aetna 5
6 Long-Term Disability (LTD) Long-term disability coverage is designed to protect you financially for an extended period of time, in the event you become disabled due to a non-work related illness or injury. This coverage is provided to you at no cost. LTD benefits begin After a 180-day elimination (waiting) period Plan pays 60% of your monthly salary (based on prior year W-2 earnings) up to $10,000* Benefits generally continue *Limits may apply; refer to the Plan Document for more information. Until your disability ends or until you reach retirement age* LIFE & DISABILITY Aetna Supplemental Life & AD&D RBC Bearings offers you the option to purchase voluntary life insurance coverage for yourself and for your eligible dependents. These benefits are designed to provide additional financial security for you and your family (over and above the company-provided Life, AD&D & Short-Term Disability coverages). The cost of these coverages are deducted from your pay on an after-tax basis. ~ ~ Employee Option: At the time you are first eligible for benefits, you may purchase, in increments of $10,000, up to 5 times your prior year s W2, or $1,000,000, whichever is less. The guaranteed issue amount is 3 times your prior year s W2 or $400,000, whichever is less, when you first become eligible for coverage. Requests for amounts over the guaranteed issue amount will require you to complete and submit to Aetna for approval an evidence of insurability (EOI) form. ~ ~ Spouse Option: You may purchase coverage for your spouse, in increments of $5,000, up to 50% of your supplemental employee election to a maximum of $500,000. The guaranteed issue amount is $30,000 (when you first become eligible to purchase coverage). During this open enrollment period you have a one-time opportunity to increase your current employee and/or spouse supplemental life election(s) up to the guaranteed issue amounts (as indicted above). Employees who previously did not elect supplemental coverage also have the opportunity to elect coverage up to the guaranteed issue amounts and will not be subject to approval by Aetna. However, this is a one-time opportunity and any new elections, after this open enrollment period, will be subject to Aetna approval. ~ ~ Child Option: You may purchase coverage in the amount of $10,000 that applies to all of your dependent children. No medical information is required. (Coverage for children age 14 days to six (6) months is limited to $1,000.) SUPPLEMENTAL LIFE MONTHLY RATES: EMPLOYEE & SPOUSE AGE RATE PER $1,000 OF COVERAGE Less than 20 $ $ $ $ $ $ $ $ $ $ $ $ * $3.059 *Spouse coverage ends at age 75 SUPPLEMENTAL LIFE MONTHLY RATES: DEPENDENT CHILD(REN) Rate per $10,000 of coverage $2.00 SUPPLEMENTAL AD&D: There is no additional charge for supplemental AD&D coverage. Coverage is automatically included for all supplemental employee and spouse life elections. 6
7 Flexible Spending Accounts (FSA) A great way to plan ahead and save money over the course of a year is to participate in the Flexible Spending Account (FSA) program. These accounts allow you to redirect a portion of your salary on a pre-tax basis into reimbursement accounts (healthcare and/or dependent care). Money from your healthcare account can then be used to pay medical and dental expenses which are not reimbursed by your non-cdhp medical plan, dental or vision plans. Money in a dependent care account allows you to pay for dependent care while you are at work. (Employees who are covered by an HSA-qualified high deductible health plan, such as our Aetna CDHPs, are not eligible to have a healthcare reimbursement account. This restriction does not apply to dependent care accounts.) BENEFIT HEALTH CARE FSA DEPENDENT CARE FSA Eligible Expenses A complete list of eligible and ineligible expenses can be found on the PayFlex portal at healthhub.com. After reviewing the list, if you are still uncertain whether an expense is eligible, you may call Plan Maximum per Plan Year (July 1, 2015 to June 30, 2016) When are Funds Available? Who? ~ ~ Non-CDHP co-payments, deductibles and coinsurance ~ ~ Eye examinations, glasses and contacts ~ ~ Dental insurance copayments ~ ~ Orthodontic expenses ~ ~ Medical supplies ~ ~ Physical Care ~ ~ In-home care, by qualified care givers ~ ~ Day Care facilities ~ ~ Nursery ~ ~ Summer day camp ~ ~ Before and after school care $2,500 ~ ~ $5,000-Single or Married, filing a joint return ~ ~ $2,500-Married, filing separately Allows immediate access to the entire contribution amount from the 1st day of the benefit year, before all scheduled contributions have been made. Expenses for employees and their dependents. You are able to submit claims up to your year-to-date accumulated amount in your account (you will only be reimbursed based on your accumulated contribution amounts). Children under 13 years of age or children 13 or over who are physically or mentally unable to care for themselves. Or, a spouse or an elderly parent residing in your home, who physically or mentally is unable to care for himself or herself. PayFlex FLEXIBLE SPENDING ACCOUNTS (FSA) What is Teladoc? Teladoc is the largest provider of telehealth medical consults in the United States, giving you 24/7/365 access to quality medical care through phone and video consults. Who Are The Teladoc Doctors? Teladoc doctors are U.S. board certified in Internal Medicine, Family Practice, or Pediatrics. They average 15 years practice experience, are licensed in your state, and incorporate Teladoc into their day-to-day practice as a way to provide people with convenient access to quality medical care. Teladoc does not replace your primary care physician and should be used when you need immediate care for non-emergent medical issues. It is an affordable, convenient alternative to urgent care and ER visits. Get The Care You Need There are no patient age limitations; Teladoc can treat all patients including newborns. Commonly treated medical conditions include: ~ ~ Cold & flu symptoms ~ ~ Allergies ~ ~ Bronchitis ~ ~ Skin problems ~ ~ Respiratory infection ~ ~ Sinus problems Once you set up your online Teladoc account, you are ready to use Teladoc services. For more information, visit Teladoc.com/Aetna TELADOC 7
8 40l(k) WellMatch...A Simple Way to Shop For Care 401(k) Vanguard RBC Bearings provides you with the opportunity to save, on a tax-advantaged basis, for your retirement by providing a qualified retirement plan, commonly called a 401(k) Plan. Funds are managed by Vanguard and participants have many investment options from which to choose. Employees can make changes at any time to contribution amounts or investment allocations by accessing their on-line account at vanguard.com/my-portfolio or by calling Vanguard Participant Services at If you participate in an Aetna Health Plan, you and your covered family members, are automatically given unlimited access to WellMatch, a leader in providing personalized cost, quality and healthcare benefit information. Through their web and mobile applications, WellMatch helps employees, and their dependents, shop for healthcare based on cost and quality of services. When you have this information available, you make smart healthcare purchases and decisions. With WellMatch you can: ~ ~ Search for doctors, medical services or common conditions ~ See personalized cost estimates before you go for treatment ~ ~ View your deductible status ~ ~ Receive recommendations about ways to save money and find high-quality care WELLMATCH Important Notices Notice of the Women s Health and Cancer Rights Act This notice is required by the Women s Health and Cancer Rights Act of 1998, which states you must be advised annually of the presence of benefits for mastectomy-related services, including reconstruction and surgery to achieve symmetry of the breasts, prostheses and complications resulting from a mastectomy. Please refer to your medical benefit booklet for additional information. Benefits for these services may be subject to annual deductibles and coinsurance consistent with those established for other benefits. NOTICES Special Enrollment Rights Notice You can change your coverage during the year only when you experience a qualified change in status as per Section 125 of the Internal Revenue Code. These changes include, but are not limited to, marriage, divorce, birth, adoption or placement for adoption, death of a dependent child or spouse, or loss or gain of coverage (for example, your spouse loses or gains coverage through his/her employer s plan). Changes to your coverage elections must be made within 31 days of the event and must be consistent with the event. COBRA Notice Under the Consolidated Omnibus Reconciliation Act of 1985, COBRA, the U.S. Department of Labor requires organizations that sponsor group health plans to notify individuals regarding continuation of their health care coverage under certain circumstances. You may have the option to continue your medical, dental, vision, and healthcare reimbursement coverages under COBRA continuation should you encounter a qualifying event, which would cause a loss of coverage such as, termination of employment, death of your spouse or divorce. Contact Human Resources for additional details. CONTACTS BENEFIT PROVIDER PHONE WEBSITE Medical Aetna Vision Vision Service Plan (VSP) Dental Delta Dental Life, LTD and STD Aetna Life LTD STD FSA PayFlex (k) Vanguard investor.vanguard.com/my-portfolio Teladoc Teladoc TELADOC ( ) For additional assistance, please contact your local Human Resource Department. This Benefits Guide is only intended to highlight some of the major benefit provisions of the RBC Bearings plan and should not be relied upon as a complete detailed representation of the plans. Please refer to the Summary Plan Descriptions and RBC Bearings Policy Handbook for further details. Should this guide differ from the Summary Plan Descriptions, the Summary Plan Descriptions will prevail. Sargent