1 2015 BENEFITS SUMMARY REGULAR, FULL-TIME ASSOCIATES This summary provides important details about CompuCom s sponsored benefit plans. It is important to point out that if there are any differences between the summary and the official plan documents, the plan documents will always take precedence.
2 Last Updated: September 2014 INSURANCE CompuCom offers a comprehensive benefits package that includes: medical, dental, vision, life and AD&D insurance, disability protection, flexible spending accounts, matched 401(k) plan and wellness program. Providing great benefits to you and your family is just one more way CompuCom takes care of the people who make our company great! Insurance coverage begins the first day of regular, full-time employment. You must enroll within 31 days of your start date, or wait until the following Open Enrollment period. Changes may only be made during annual Open Enrollment, or within 31 days of an IRS-defined qualifying event. MEDICAL Our medical insurance is provided through Cigna. We offer a High Deductible Health Plan (HDHP) with Health Savings Account (HSA), Cigna HDHP with HSA Network The Cigna network includes a nationwide network of physicians and hospitals. You can find information about the network at mycigna.com under the Open Access Plus (OAP) option. For associates in the Boston area, the Cigna network also includes the Tufts network. Meeting Your Deductible You must pay for medical services up to your deductible amount before your traditional medical coverage begins to apply. If you spend all of the money in your HSA or choose to pay your expenses out-of-pocket, please keep in mind that it could take several medical claims meet your deductible amount and move into the traditional coverage. You only have to meet the deductible amount if you spend all of the money in your HSA and continue to have claims. Traditional Medical Coverage After you spend the money in your HSA and meet your deductible, you pay 20% co-insurance in-network and 40% coinsurance out-of-network up to the applicable out-of-pocket maximum for in- or out-of-network services. After you reach your out-of-pocket maximum, the plan pays 100% on your behalf through the rest of the plan year. If you have family coverage under the HDHP, you must meet the family out-of-pocket maximum before the plan will pay 100%. Preventive Care CompuCom goes above and beyond other health plans by supporting our associates in maintaining good health. For this reason, the HDHP covers 100% of in-network preventive care. See the SPD for the list of covered preventive procedures. Also, preventive medications are covered with 20% co-insurance without having to meet the annual deductible first. Prescription Medications You pay 20% of the cost of your prescriptions in most cases after satisfying the annual deductible. Prescription medications are covered at nationwide Cigna network pharmacies, which include Walgreens, CVS, Walmart, Target, Sam s Club and Costco among others. Generic preventive medications for the plan will be covered at $0 co-pay for a 90-day supply when using mail order. Also, all generic and single source brand contraception for women will be covered at 100%. Brand-name medication and products will require a cost share. Breast-feeding support, supplies and counseling will be covered at 100% innetwork. Plan Limitations If you wish to participate in the HDHP with HSA, some limitations apply. You may not: Have other health coverage Be claimed as a dependent on a tax return by another person Participate in FSA Medical Spending Account Page 2
3 Domestic Partner Coverage You may cover your domestic partner and their dependent children under the HDHP medical plan. However, the HSA is governed by IRS rules which do not allow domestic partners or their dependent children to be covered under them. Here is an overview of the plan contributions: Level of Coverage Deductible HDHP Traditional Co-Insurance Max HDHP In-Network Out-of-Pocket Max HDHP Out-of Network Out-of- Pocket Max Associate Only $1,500 $2,500 $4,000 $8,000 Associate & Spouse/Partner or Associate and Children $3,000 $5,000 $8,000 $16,000 Associate & Family $3,000 $5,000 $8,000 $16,000 Health Savings Account (HSA) This is an account that you own and control. It earns interest and it is portable you may take it with you when you leave the company. Contributions you make are pre-tax, so the HSA allows you to save money you would otherwise pay in taxes. When you have a medical expense, you can use your HSA money to pay for it or pay it out-of-pocket if you wish to save money for the future. Level of Coverage 2015 IRS Max HSA Contribution* CompuCom HSA Funding Associate Only $3,350 Level of Funding Associate & Spouse/Partner or Associate and Children Tier HSA Amount by Salary Under $60K $60K- $100K $100K + $6,650 Associate Only $800 $600 $400 Associate & Family $6,650 Associate + Dependents $1,600 $1,200 $800 Note: If you are over or turning age 55 in 2015, you are allowed to contribute an extra $1,000. Payment Frequency 50% on January 2 & 50% on July 1 New Hires ¼ of above amounts Quarterly April 1, July 1, Oct 1 *You can make contributions to your account up to the maximum of $3,350 for single coverage and $6,650 for family coverage each year. Your contributions are taken out of your paycheck pre-taxable. The IRS maximum amount includes the amount that CompuCom will fund on an annual basis. CompuCom will fund its portion of the HSA allocation on January 2 and July 1 for those hired prior to 1/1/2015. If you join the plan after January 1, 2015, (for example, if you are a new hire or you add members to the plan mid-year), you will receive an HSA allocation from CompuCom at the beginning of the next calendar quarter April 1, July 1 and October 1 a quarter of the annual amount each date. You must be enrolled in the plan on these dates for the HSA to be funded on your behalf. Investing Your Contributions After you reach $2,000 in your HSA, you may invest your contributions in any or all of six mutual funds and earn taxfree interest on your HSA contributions. You pay a nominal monthly participant fee to JPMorgan Chase to participate, but there are no additional fees for online trading. You pay a trading fee of $10 if the trade is completed over the phone. You may also track your balance online or with convenient Monthly Statements. Your share of the cost for benefits is deducted from your paycheck. Medical Premiums: Medical Plan Associate Only Associate + Spouse/Partner Associate + Child(ren) Associate + Family Cigna HDHP with HSA $26.00 $64.00 $54.00 $93.00 Spousal Surcharge If you elect CompuCom medical coverage for your spouse or domestic partner, and that person has coverage available through their employer, you will pay an additional $50.00 per pay period to cover them as a dependent under your CompuCom medical plan. Page 3
4 DENTAL CompuCom offers dental coverage through Cigna. You can choose between dental PPO or DHMO plans. The dental PPO allows you to use network and out-of-network dentists. If you choose an out-of-network dentist, your out-of-pocket costs will be higher. You must meet a deductible and you have an out-of-pocket maximum. If you enroll in the DHMO you must select a general dentist who will provide for all of your dental needs routine checkups as well as emergency situations. If specialty care is needed, your general dentist will provide the necessary referral. For covered procedures, including approved specialty care on most plans, you'll pay the pre-set co-pay fee described on your Patient Charge Schedule. Dental Plan Comparison Cigna DHMO Cigna PPO Deductible 2 In-network Out-of-network 1 Individual None $50 $75 Family None $150 $225 Orthodontia Deductible Individual None $50 $50 Plan Pays Plan Pays Plan Pays Preventive Care (Such as cleanings and x-rays) Co-pay schedule 100% 90% Basic Care (Such as fillings, basic restorative work) Major Care (Such as bridges, crowns, root canals and more) Co-pay schedule 80% 70% Co-pay schedule 50% 40% Orthodontia Co-pay schedule 50% 50% 1 Lifetime Orthodontia Maximum None $1,500 $1,500 Annual Maximum Benefit Unlimited $1,500 $1,000 1 The maximum allowable charge for non-network care is 90% of the reasonable and customary limits. 2 Deductible applies to basic and major services only. Your share of the cost for benefits is deducted from your paycheck. DENTAL Premiums: Dental Plan Associate Only Associate + Spouse/Partner Associate + Child(ren) Associate + Family Cigna DHMO $6.50 $11.50 $12.50 $21.00 Cigna Dental PPO $8.50 $18.00 $15.50 $30.00 Page 4
5 VISION CompuCom offers vision services through VSP. You can choose between two plan options: VSP Basic or VSP Premier. The VSP Premier plan provides a higher level of benefits than the VSP Basic plan. The VSP Premier plan features lower co-pays and increased allowances on frames and lens for a slightly higher premium than the VSP Basic plan in exchange for slightly higher premiums. Vision Comparison VSP Choice Plan Description Basic Plan Premier Plan WellVision Eye Exam (every calendar year) Prescription Glasses In-Network Out-of-Network In-Network Out-of-Network $15 copay to $45 $10 copay to $45 Material Copay 1 $25 Copay $25 Copay $10 Copay $10 Copay Frames (every calendar year) $120 Allowance; 20% off overage to $70 $160 Allowance; 20% off overage Featured Frame brands 2 $140 Allowance; 20% off overage $180 Allowance; 20% off overage Costco Optical & Walmart Frames 3 $70 Allowance $70 Allowance Lenses (every calendar year) Single vision/lined bifocal/lined trifocal Covered in full once material copay is met to $30/$50/$65 Covered in full once material copay is met Lens Enhancements Paid by member Paid by member Polycarbonate for Children $0 Polycarbonate for adults 4 $31 $0 Standard Anti-Reflective Coating $41 $41 Standard Progressive Lenses $55 $0 All other Progressive Lenses $95-$175 N/A $95-$175 Scratch Resistant Coating $0 $0 Solid Tints & Dyes $15 $15 UV Protection $16 $16 Other Lens Enhancements 20-25% 20-25% Contact Lenses Elective Contact Lens Materials & Exam (every calendar year) 5 Necessary Contacts $0 copay $120 allowance and 15% off the contact lens exam Covered in full less $25 copay Additional Savings and Enhancements (applies to both plans) Diabetic Eyecare Plus Program Additional pairs of Prescriptive Glasses or Non-Prescriptive Laser Vision Correction Contact Lens Rebates to $105 to $210 $0 $0 copay $160 allowance and 15% off the contact lens exam Covered in full less $10 copay to $70 to $30/$50/$65 N/A to $145 to $210 $20 exam copay; services related to diabetic eye disease, glaucoma and age-related macular degeneration (AMD). Retinal screening for eligible members with diabetes. Limitations and coordination with medical coverage may apply. Ask your VSP doctor for details 20% off from any VSP doctor within 12 months of your last WellVision Exam. 15% discount or 5% off promotional pricing Go to vsp.com/specialoffers for details. Your share of the cost for benefits is deducted from your paycheck. VISION Premiums: Vision Plan Associate Only Associate + Spouse/Partner Associate + Child(ren) Associate + Family VSP Basic $2.48 $4.68 $4.93 $7.22 VSP Premier $3.72 $7.02 $7.38 $10.83 Page 5
6 FLEXIBLE SPENDING ACCOUNTS CompuCom offers three Flexible Spending Accounts (FSAs) to help you save money on health care, dependent day care and commuter expenses. The FSAs allow you to set aside pre-tax dollars to pay for: Health care expenses for you and your dependents, (As long as you are not participating in the CompuCom Medical HDHP plan) Daycare expenses for your eligible dependents and Eligible expenses to commute to and from work. You may enroll in these accounts even if you are not enrolled in a CompuCom health plan. The 2015 FSA account administrator is PayFlex. They will automatically send you a free debit card a convenient way to pay for your out-ofpocket health care and dependent care expenses. The debit card is linked to your Flexible Spending Accounts. Here's how the Flexible Spending Accounts work: Estimate your health care, dependent care and commuter expenses for the coming year. Do not over estimate or you may lose your unclaimed account balance at the end of the year. Contribute to the Medical, Dependent Care and/or Commuter Spending Account through before-tax payroll deductions. You do not pay federal income or Social Security taxes on the money you contribute to your accounts. Pay for the service or eligible item using any of PayFlex's convenient payment options. Limitations on Eligibility The expenses of a domestic partner whether opposite or same gender and even if covered under your health plan are not eligible to be covered under your health care FSA, unless your domestic partner is a qualifying dependent for federal income tax purposes. If you participate in the HDHP with HSA, you may not participate in a medical FSA. Commuter Account Enrollment If you pay for parking or use mass transit to get to or from work, you may use the PayFlex's Commuter Spending Account. You will need to enroll for the Commuter Spending Account through the PayFlex Web site. Claim Filing Deadline/Use It or Lose It You can be reimbursed for eligible expenses you incur between January 1, 2015 and December 31, You must file claims for eligible expenses by March 31, IRS rules require the Flexible Spending Accounts to operate on a use-it-or-lose-it basis, meaning you forfeit any unclaimed money in your account after December 31, You must file your claims for expenses you incurred during 2015 by March 31, Health Care Spending Account Dependent Care Spending Account Commuter Spending Account Eligible Expenses Contribution Limits Reimbursement Limits Any IRS deductible medical, dental, Minimum: You are reimbursed for the total vision, or hearing expense not $130 per year amount of your claim, up to the covered by a medical plan, such amount that you elected to contribute as: for the year. Maximum: Deductibles / Share $2,500 per year Co-payments and coinsurance Dental care Vision care Day care expenses for your eligible dependents* while you work (and if married, while your spouse works, is a full-time student, or is disabled). Eligible expenses include care in your home, someone else s home, or a licensed day care facility. Expenses for parking at or near public transportation to get to work, parking at or near work, and fares for bus, train, subway, vanpool and/or ferry travel to get to work. Minimum: $130 per year Maximum: $5,000 per year if you are single or if you and your spouse file a joint tax return; $2,500 per year if you and your spouse file separate tax returns. Pre-tax maximum: $130 for transit per month. $250 for parking per month. (You may contribute more on an after-tax basis). You are reimbursed for the amount of your claim, up to the amount available in your account when you file the claim. You are reimbursed for the amount of your claim, up to the amount available in your account when you file the claim. *Eligible dependents include your children under age 13 and disabled dependents of any age who live with you and whom you claim on your federal income tax return. Page 6
7 EMPLOYEE ASSISTANCE PROGRAM (EAP) The Employee Assistance Program (EAP) provides confidential, professional short-term counseling to help associates and anyone significant in their life in resolving difficult problems. Services are provided by ComPsych and are available to you or anyone significant in your life free of charge. Help with Many Issues, including: Stress Management Alcohol and drug abuse Depression Parenting Workplace Issues Weight Loss Lifestyle Management Smoking Cessation Marital/family issues Discounts on certain legal issues Financial counseling Child and elder care referrals BASIC LIFE/BASIC AD&D & LTD/STD INSURANCE Basic Life Insurance: CompuCom automatically provides you with Basic Life Insurance through a group policy with Cigna. Your policy coverage is equal to one times your annual salary. Basic Accidental Death & Dismemberment (AD&D): CompuCom provides you with AD&D Insurance through Cigna. AD&D coverage pays a benefit if you die or are severely injured in an accident. This basic coverage is equal to one times your annual salary. Short-Term Disability Insurance (STD): CompuCom provides STD coverage at no cost to you. You are eligible for STD the first of the month after you complete 3 months of service and after 7 consecutive lost work days due to a nonjob related injury or illness. STD benefits depend on your base rate of pay and how long you have been employed by the Company. Benefits are paid at full or half pay for a maximum period of 180 days. The number of weeks of full-pay benefits increases with years of service. The STD program is administered by Cigna and CompuCom. Basic Long-Term Disability Insurance (LTD): CompuCom provides Basic LTD through Cigna at no cost to you. If you are totally and permanently disabled, Basic LTD coverage replaces up to 60% of your monthly earnings, to a maximum of $2,750 per month. You are eligible to begin receiving benefits after you have been continuously disabled for 26 weeks of short term disability or 180 days of total disability, whichever is later. OPTIONAL INSURANCE In addition to your company-paid Basic Life Insurance and Basic Accidental Death & Dismemberment Insurance policies, CompuCom offers several additional insurance options. These include, Supplemental Life, Supplemental AD&D Insurance, Accident, Whole Life, Auto & Home Insurance and Pet Insurance. Supplemental Life Insurance: If you want a higher level of life insurance protection, you may purchase Supplemental Life Insurance coverage for you and your eligible family members. You can get coverage for you or your spouse and/or domestic partner in increments of $10,000 and rates are based on age and tobacco status. You may also purchase life insurance for your child(ren). Supplemental and Dependent AD&D Insurance: You may purchase additional AD&D coverage for you and your eligible dependents. In the event of your accidental death, your beneficiary would receive the full AD&D benefit. If you are dismembered (which includes loss or paralysis of limbs or loss of sight or hearing), you receive a percentage of the benefit according to a schedule. Supplemental Long-Term Disability: If your annual base salary is more than $55,000 you are eligible to purchase Supplemental LTD. Supplemental LTD replaces 60% of your monthly earnings, up to $10,000 (including Basic LTD). You are eligible to begin receiving benefits after you have been continuously disabled for 180 days due to a non-job related injury or illness. Page 7
8 Critical Illness Insurance: You can purchase voluntary critical illness insurance through UNUM. If you suffer a critical illness such as a heart attack (see brochure for all that is covered), UNUM can pay you a lump sum benefit when you are first diagnosed with a covered critical illness. This policy is fully paid by the associate. Accident Insurance: A group accident insurance policy administered through Unum is available to purchase for you and your eligible family members. This policy pays a lump sum benefit based on an off-the-job injury and/or treatment you need which can help offset the out-of-pocket expenses that medical insurance does not pay, including deductibles and co-pays. The policy includes up to a $75 per calendar year wellness benefit which pays you when you receive preventative care. This policy is fully paid by the associate. Whole Life Insurance: You can purchase a whole life policy through UNUM for you and your eligible family members. Whole life insurance provides a death benefit with guaranteed level premiums and it can build cash value accumulation throughout the length of the policy. The premium you pay will be based on age, tobacco status, and the amount of coverage you elect. This policy is fully paid by the associate. Home, Auto & Pet Insurance: You are offered competitive group rates and money-saving discounts on these policies through MetLife. PLANNING FOR THE FUTURE CompuCom offers a great way to help you prepare for your future through the 401(k) Matched Savings Plan, managed by Fidelity Investments. You have a choice of more than 30 funds in which you can invest up to 60% of your eligible pay in pre-tax and/or after-tax Roth contributions ($18,000 annual maximum for 2015). If you are age 50 or older during 2015, you may also contribute an additional $6,000 as a catch-up contribution. The CompuCom match shown below is posted with your bi-weekly associate contribution and you will be able to view your match dollars on your pay statement each pay period. CompuCom 401(k) match: 50 cents for every dollar you contribute, up to your first 3% of pay. Your CompuCom match will vest according to the following vesting schedule: 50% after 2 years of service 100% after 3 years of service OTHER GREAT BENEFITS In addition to our health and savings plans, CompuCom offers the programs below to help you save money and provide convenience in other areas of your life. Hyatt Legal Plan: Through Hyatt Legal, a MetLife company, you have affordable access to personal legal services through one of America s largest providers of group legal services.. You may use the plan an unlimited number of times each year and there are no dollar limits on many of the covered services. MetLaw provide full covered legal advice and representation for most personal legal matters (employment and business related matters are excluded from coverage) such as general phone advice, office consultations, document preparation, real estate matters, debt matters, and more. (Please see the Benefits brochure for full list.) Cost for this service is $6.92 per pay period Equifax ID protection: CompuCom offers you additional protection through Equifax ID Theft protection. This program offers credit monitoring, credit card cancellation and credit reporting services. There is no charge for this service. Credit Union Membership: You are eligible to join either Chevron Federal or Prestige Community Credit Unions. Page 8
9 PAID TIME OFF Paid time off and holidays (including personal days) are available to regular, full-time CompuCom associates. Your accruals are based on straight time during regular work hours, and begin accruing on your start date. Personal Time Off: All CompuCom associates who work a minimum of 30 hours per week are eligible to accrue and take personal time off. Accrued time is based on normal work hours; paid time off is not accrued on overtime hours. You will continue to accrue paid time off until you have reached your maximum annual accrual. If your employment with the Company terminates for any reason, you will receive payment for any earned, unused paid time off, calculated through the last day of your employment. Years of Service Annual PTO Days (Hours) 0 thru 4 10 Days (80 hrs) 4+ thru 8 15 days (120 hrs) over 8 years 20 days (160 hrs) Holidays: All CompuCom associates who work a minimum of 30 hours per week are entitled to six (6) scheduled paid holidays. You may also earn six (6) personal holidays per calendar year that must be used by year-end and may not be rolled over to the following year. The Associate Handbook contains more details regarding the allocation of personal holidays. If employment ends for any reason, you will not receive payment for unused personal holidays Holiday Schedule New Year s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. TRAINING AND EDUCATION CompuCom encourages you to advance your career by developing your skills. We offer the following programs to help you achieve that goal. TheHUB: TheHUB is CompuCom s learning management system. Inside TheHUB, you ll enjoy access to thousands of books, courses, videos, job aids, simulations, practice labs, test prep exams and many other learning assets encompassing hundreds of technical and non-technical topics. It houses CompuCom s course catalog, associate skill inventories, and training and certification records. It has tools you can use to establish and track group and/or individual development plans as well as reports you can run to see at a glance what training and certifications you have earned. All CompuCom associates use TheHUB to manage their personal career development. You may use it to request training and to create a development plan for yourself. You can also track your completion of required courses. TheHUB Team: TheHUB team is a consultative resource for Associates. Team members are available to recommend resources for specific development activities and to help you design and roll out development plans. You may call the easyhr hotline to engage a team member on a specific project. In addition to helping you with your development plans, the team maintains ALL associate skill and certification records in TheHUB. Tuition Reimbursement Program: CompuCom s Tuition Reimbursement program encourages you to take graduate and undergraduate classes that help you in your current role or prepare you for a role you could reasonably expect to hold in the future at CompuCom. Regular full-time active associates with at least one year of service may be eligible for reimbursement of 80% of the cost of tuition, related fees and necessary books with a $5,000 annual benefit maximum. Page 9
10 WELLNESS CompuCom is committed to helping our associates lead healthy, active lives. Whether you are managing a chronic condition or looking to make major lifestyle changes as a preventive measure, CompuCom has the tools to help you! Biometric Screening:. Biometric screenings and knowing your numbers give you an overall picture of your current health condition. It is a great starting point for developing a plan to live a healthy lifestyle. Associates and covered spouse/domestic partners who have CompuCom medical plan as of 1/1/2015 are required to do this screening anytime January 1 March 16, 2015 or a $20 penalty will apply. (This is for any associate who has never taken a screening at CompuCom or failed the screening in 2014). If you take the screening and fail 3 out of 5 metabolic risk factors, you will pay a $20 per pay period surcharge each month through the following year unless you choose to rescreen in September of 2015 or into 2016 and pass the requirement at that time. Health Assessment Questionnaire (HAQ): Once covered by a CompuCom medical plan, you and your covered spouse/domestic partner will be asked to complete a confidential online Health Assessment Questionnaire (HAQ) within 60 days of your hire. We believe this is an important step for you and your spouse/domestic partners to gain an accurate picture of your health. The HAQ s simple questions about your lifestyle choices and personal health may identify hidden health risks. The results in your personalized report can help you start on a path to better health. Associates and spouse/domestic partners who are enrolled in a CompuCom medical plan in 2015 are offered a $50 incentive for completing an HAQ. Cigna s Personal Health Team (PHT) coaching program is available to all covered associates and their covered spouse/domestic partners. The PHT includes specialists trained in health and wellness coaching, case management, nutrition, exercise, nursing and counseling plus one primary contact who can coach you to wellness. Diabetes, smoking cessation, asthma, congestive heart failure, pregnancy, depression, anxiety and chronic obstructive pulmonary disease (COPD) are some examples where PHT coaching can help. You may choose to participate in the PHT program or, if your HAQ identifies you as eligible to participate in one of our free health coaching programs, a Cigna representative will contact you directly. Participants in the PHT will receive a $150 MasterCard gift card upon program completion. Remember, your privacy is protected. Your participation in these programs is completely confidential and will not be shared with CompuCom. Tobacco Surcharge: A tobacco surcharge will be applied to the medical premiums for associates and spouse/domestic partners who elect medical coverage and use tobacco products. A tobacco user is defined as a person who has used, smoked or otherwise consumed any kind of tobacco-containing products in the previous 12 months. You will be required to designate if you and your covered spouse/domestic partner are a tobacco or non-tobacco user for medical insurance. Associates who use tobacco will be charged $25 per pay period and Covered spouses/domestic partners who use tobacco will be charged an additional $25 per pay period. This is intended to be a summary of benefits and not a legal plan document. For full details and specific plan designs, please refer to the Summary Plan Descriptions via request to Page 10
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BENEFITS OVERVIEW FOR CALIFORNIA SENIOR EXECUTIVES AND FULL PROFESSORS The Scripps Research Institute (TSRI) offers eligible employees a comprehensive benefits program. The program provides a medical plan,
your Benefits in Brief Salaried and Non-Union Non-Exempt Employees of Kaiser Foundation Health Plan, Inc. and Kaiser Foundation Hospitals Northern California Kaiser Permanente is committed to providing
Employee Benefits Summary Plan Year 2015/16 WELCOME -3- Mount Ida College offers a competitive benefits package to all eligible faculty and staff. The following is a summary of the benefit plans offered.
Hawthorne Residential Partners offers Medical, Dental, Vision, Life Insurance, Short & Long Term Disability, Dependent Care Flexible Spending Accounts and Voluntary Life Insurance through our company s
2015 HSA Plan Quick Guide The HSA Plan consists of two parts that work together to give you more control over how you receive and pay for medical care and services, both now and in the future: the Health
day from one I felt rewarded for my efforts. Employee Benefits Take Advantage of Competitive Benefits At Fifth Third Bank, we want to create an environment where you will want to stay and build your career.
Duke University Health System Benefits Overview: Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work. While
The Benefits of Working at Great-West Financial and Empower Retirement From health and well-being to income protection, long-term financial planning and work-life balance, Great-West Financial and Empower
Farm Credit Foundations 2016 Annual Enrollment Benefits Snapshot Go to FarmCreditFoundations.com to see all 2016 changes including a unique opportunity for some employees to increase their Group Universal
Welcome to Rochester Regional Health! This online presentation on the Rochester General Health Benefits Program is designed to provide you an overview of the comprehensive benefits package Rochester Regional
Salaried Employees Hawaii Region Kaiser Permanente is committed to providing its employees with a competitive total compensation package that includes more than just a paycheck. This comprehensive package
2014 Benefits Security for Life ABS Group is able to successfully support the industries we serve because of our unique and talented employees. Your hard work, dedication and commitment to our values make
Benefits Overview M&T Bank understands how important benefits are to you and your family. The benefit plans are designed to meet the varying benefit needs of each employee. Since benefits are a significant
2015 BENEFITS There are important decisions to make. Look inside to learn more. 1 Welcome to Enable Midstream! This is an exciting time to work at Enable Midstream. We are so glad you are part of our team.
National Heritage Academies offers exceptional benefits as part of a Total Rewards package designed to meet the specific needs of educators. We are committed to the over 43,000 students we serve and to
University of Maine System Employee Benefits Overview OUR COMMITMENT TO YOU Comprehensive, Quality Programs The University of Maine System is proud to offer a comprehensive and competitive benefits program.
BENEFITS OVERVIEW At Regis University, we know that benefits are important to an employee s financial security and sense of well-being. Regis University is pleased to offer employees a competitive benefits
EMPLOYEE BENEFITS PROGRAM YOUR HEALTH. YOUR LIFE. YOUR FUTURE. 2014 CRC s benefit plans and programs are designed to provide you and your family with the protection you need today and the opportunity to
For people who bring it all. Every day. All of us at UnitedHealth Group are bound by more than our mission and our culture. While we re each one of a kind, we share an incredible enthusiasm for living.
Caring for those who Care A Look at the 2015 Benefits and Rewards of Being an HCR ManorCare Employee BENEFITS Your Wellness Matters HCR ManorCare s benefits are a shared investment in your health and well-being.
CHI BENEFITS at a glance St. Anthony Hospital CHI Healthy SPIRIT Physical and financial health and wellness SM Our mission to create healthier communities extends to our own workplace. Not only do we want
St. Louis Community College Summary of Insurance Benefits Effective June 1, 2013 Employees are eligible to enroll on the first day of employment and coverage becomes effective on the date the enrollment
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Summary of Employee Benefits for 2015 Health Insurance: Anthem Blue Cross Blue Shield of Colorado Effective Date: 1st day of month following employment There are no pre-existing illness exclusions beginning
Duke University Health System Benefits Overview: Non-Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work.
Employ Benefits 2015 Employ Benefits As a health care organization, we understand the importance of personal wellness. In fact, the richness and diversity of our benefits helped us become Modern Healthcare
Benefits Summary for UAB www.uab.edu/benefits HUMAN RESOURCE MANAGEMENT Health Care, Dental, and Vision Plans For new employees, coverage under UAB s group health care, dental, or vision plans will begin
2017 SUMMARY OF CALTECH BENEFITS CAMPUS STAFF IN SOUTHERN CALIFORNIA You are eligible for the Caltech benefits described in this summary if you are regularly scheduled to work 20 or more hours per week
2014 Benefits Security for Life ABS is able to successfully support the industries we serve because of our unique and talented employees. Your hard work, dedication and commitment to our values make you
day from one I felt rewarded for my efforts. Employee Benefits Take Advantage of Competitive Benefits At Fifth Third Bank, we want to create an environment where you will want to stay and build your career.
9/01/2015-8/31/2016 Annual Benefit Enrollment Irving ISD Enrollment is from 07/20/2015 through 08/31/2015 Benefit Updates - What s New: TRS is now offering an HMO plan, Scott & White Health Voluntary Term
2013 Benefits Summary Argonne National Laboratory is a U.S. Department of Energy laboratory managed by UChicago Argonne, LLC For Regular Employees 20 or more hours per week. TABLE OF CONTENTS Benefit Eligibility
Employee Benefits Summary 2015 Welcome to HealthcareSource! Beyond building great talent management software for the healthcare industry, we know our employees are our most valuable assets. We ve created
Compass Group Benefits Department 800-341-7763 firstname.lastname@example.org Online Benefits Center at www.altogethergreat.com Look Beyond Your Paycheck To be an employer of choice, Compass Group
2014 Highlights The following pages provide an overview of The Benefits of Nielsen Health, Insurance and Retirement Plans. Visit www.netbenefits.com/nielsen to: Learn about the Nielsen Health Fund Premium
Summary of Benefits Eligibility All full time employees are eligible for all of Westminster College benefits. You are considered full time if you are Faculty with a full time contract or Staff and work
Your Fermilab Benefit Plans Ann Marie Matthei 2015 New Hire Orientation Your Fermilab Benefits Medical and Prescription Drug Coverage Dental Plans Medical and Dental Plan Rates Additional Programs from
CITY OF DELRAY BEACH FULL-TIME EMPLOYEE BENEFITS SUMMARY GENERAL CIVIL SERVICE EMPLOYEES BENEFITS EMPLOYEE RECEIVES ELIGIBILITY Vacation First to Third Year 12 days per year (8 hours per month) Third to
THE MOUNT SINAI MEDICAL CENTER BENEFITS AT-A-GLANCE 2013 BENEFLEX Medical Prescription Drug Dental Vision Employee Life Insurance Dependent Life Insurance Accidental Death & Dismemberment Disability Plans
2015 Charts & Rates Benefit Comparison Charts & Rates Medical Benefit Options This is not the complete Medical Comparison Chart. Refer to the Medical Summary Plan Description or the Legal Notices on the
2015 Charts & Rates Comparison Charts & Rates Medical Options This is not the complete Medical Comparison Chart. Refer to the Medical Summary Plan Description or the Legal Notices on the enclosed CD for
your Benefits in Brief Southern California Employees: Non-Union Non-Exempt Salaried Salaried Patient Care Providers For Employees of Kaiser Foundation Hospitals, Kaiser Foundation Health Plan, Inc., KP
It Pays to Think Ahead. 2014 Benefit Summary Benefits Overview Aurora Public Schools is proud to offer a comprehensive benefits package to eligible employees. The complete benefit package is briefly summarized
SUMMARY OF EMPLOYEE BENEFITS The City of Gaithersburg offers a competitive and comprehensive employee benefit package to eligible employees. This summary of benefits highlights general information about
YOUR BENEFITS Update Dear Team Member, As the health care landscape continues to change, D&B remains committed to providing a comprehensive benefits offering. We ve put together this enrollment package
2013-2014 Benefits Summary Welcome! Personal needs greatly influence the choices we make in our daily lives. This is true even in the selection of health, life and supplemental benefits. Aurobindo Pharma
2016 Open Enrollment: November 2 20 Important Dates Monday, November 2: Open Enrollment Begins Friday, November 13: Benefits Fair, Administrative Campus Center Friday, November 20: Last Day of Open Enrollment
zz BENEFITS OPEN ENROLLMENT 2016 YOUR HEALTH & WELLNESS STARTS WITH YOU MESSAGE FROM THE PRESIDENT/CEO NABIL EL SANADI, MD, MBA, FACEP, FACHE LET S INVEST, HEALTH IS YOUR FIRST WEALTH! We are excited to