1 Your DuPont Benefit Resources Total and Permanent Disability Income Plan July 2008
2 TABLE OF CONTENTS DETAILS OF THE PLAN...1 PREFACE...1 INTRODUCTION...1 ELIGIBILITY...1 ENROLLMENT...2 COST...2 PLAN BENEFIT...2 RESTRICTIONS AND EXCLUSIONS...7 FILING A CLAIM...7 ABOUT YOUR COVERAGE...9 FUTURE OF THE PLAN...9 ADMINISTRATIVE INFORMATION...9 ERISA RIGHTS...10 PLAN SPONSOR...11 TYPE OF PLAN AND ADMINISTRATION...11 PLAN ADMINISTRATOR...11 CLAIMS ADMINISTRATOR...11 EMPLOYER IDENTIFICATION NUMBER (EIN)...12 PLAN NUMBER...12 PLAN YEAR...12 SOURCE OF BENEFITS FUNDING...12 AGENT FOR SERVICE OF LEGAL PROCESS...12 CONTACTS...12 FOR MORE INFORMATION...12 FOR APPEALING A CLAIM...12 FOR APPEALING A DENIED CLAIM...12 DICTIONARY TERMS...13
3 Total and Permanent Disability Income Plan DETAILS OF THE PLAN Preface This Summary Plan Description (SPD) provides a concise description of Plan coverage available for you. While this SPD contains detailed and important information about your benefit Plan, every attempt has been made to communicate that information clearly and in easily understandable terms. All references to the Company in this document pertain to the specific company that employs you. While the Company intends to continue the benefits and policies described in this booklet, the Company reserves the right to change, modify or discontinue the Plan at its discretion at any time. This SPD does not constitute a contract of employment or guarantee any particular benefit. In the event of a discrepancy between this SPD and the Plan document, the Plan document will govern. Introduction This Plan provides income protection in the event you become disabled. Benefits begin the first of the month following your termination if your disability has been found to be total and permanent. Benefits will continue, as long as you remain totally and permanently disabled and continue to meet the requirement of the Plan. This Plan guarantees that your income from all sources will be 60% of your normal monthly pay. In order to determine if your income is at least 60% of your normal pay, the Plan takes into account income from certain other sources. You will need to satisfy the requirements described in this SPD to receive Total and Permanent Disability Income benefits. Eligibility Eligible employees You are eligible for the Total and Permanent Disability Income Plan if you are: a Full-Service Employee of DuPont U.S. Region a Full-Service Employee of a participating DuPont subsidiary or joint venture that elects to adopt this Plan After one year of service as a Full-Service Employee, you are eligible for non-occupational disability coverage. You are covered your first day of employment if your disability is determined to be a result of an occupational injury, illness or disease that occurs or arises out of and in the course of your employment with the Company. 1
4 Enrollment Enrolling in the Plan On the date you become eligible you are automatically enrolled in the Plan. Evidence of Insurability is not required for participation in this Plan. Cost Cost of coverage The Company pays for the entire cost of your total and permanent disability coverage. Plan Benefit Total and permanent disability means you are totally disabled by injury, illness or disease and presumably are totally and permanently prevented from doing any gainful work, as determined by the Company. Benefit amount Your coverage provides a benefit that is equal to the difference between 60% of your normal monthly earnings and benefits payable to you under other specified Company-sponsored and governmentsponsored income programs. Determination of your benefit is based on your condition immediately prior to your termination of employment from the Company. Your application for a Plan benefit should be made prior to your termination of employment. Eligible normal monthly earnings at the time you become disabled Your Total and Permanent Disability Income benefit is based on your normal monthly earnings at the time you are terminated from the Company. Your normal monthly earnings are: one-twelfth your regular rate of pay computed on an annual basis. This rate includes scheduled overtime, applicable premiums for shifts, Sundays and holidays and excludes occasional or temporary variations from normal working hours, awards, incentives, special compensation, variable pay or payment for relocation or termination allowances. Maximum benefit The Total and Permanent Disability Income Plan does not have a maximum benefit. Calculation of benefits If you qualify for Total and Permanent Disability Income Plan benefits, the Plan will supplement any other Company-sponsored and government-sponsored income plans for which you are eligible. The amount that the Plan will pay is the amount required to ensure that you have 60% of your normal monthly earnings when you are determined to be totally and permanently disabled. The Plan pays the difference between 60% of your regular pay and the sum of all income programs for which you may be eligible. See the Benefits from other sources section for a detailed list of income sources that the Plan supplements. 2
5 Total and Permanent Disability Income Plan Another way to calculate your Total and Permanent Disability Income benefit amount is to calculate 60% of your DuPont pay and then reduce, or offset, that amount by any and all of the specified income sources listed in the Benefits from other sources section. If you become disabled and are not eligible for DuPont retiree benefits: To be eligible for DuPont retiree benefits, you must meet the minimum age and service requirements outlined in the DuPont Pension and Retirement Plan, and the DuPont retiree medical, dental and life insurance plans. In addition, you must have been hired on or before December 31, If you become disabled and are not eligible to receive benefits from the Pension and Retirement Plan and begin receiving Total and Permanent Disability Income payments before your Social Security disability application is approved, you may be eligible to receive a temporary monthly advance equal to 50% of your estimated Social Security benefit. This temporary monthly advance continues until: you begin receiving your Social Security disability benefits; your claim for Social Security benefits is denied on appeal; or you become eligible for Social Security old-age benefits. You are also eligible for other benefits during your disability: Medical: Basic medical coverage for you and your covered dependents continues for up to 24 months at the active employee rates. At the end of 24 months, your medical coverage ends. At this time you may be eligible for Medicare after receiving Social Security disability benefits for 24 consecutive months.your dependents may elect to purchase medical coverage under COBRA for an additional period of time (not to exceed 36 months from your employment termination) if a qualifying event occurs within 18 months of your employment termination. Dental: Dental coverage is discontinued upon employment termination. You and your dependents may elect to purchase dental coverage under COBRA for up to 36 months. Vision: Coverage is discontinued upon termination of employment, but you and your dependents may elect to purchase coverage under COBRA for up to 36 months. Health Care Spending Account: Participation is discontinued upon termination of employment, but you may elect to continue participation under COBRA or make a final contribution to your spending account from your final pay prior to employment termination. Life Insurance: The Company provides continued life insurance equal to one times your pay, subject to age reductions at age 65, at no cost to you for as long as you receive Total and Permanent Disability Income payments. Any Contributory Group Life insurance or supplemental life insurance that you purchased under BeneFlex Employee Life Insurance is discontinued upon employment termination. If you become disabled and qualify for a DuPont Incapability Pension along with DuPont retiree medical, dental and life insurance coverage: If you become disabled and you are approved for benefits under the Incapability provision of the Pension and Retirement Plan, you are eligible for a monthly supplement until you begin receiving Social Security benefits. See the Pension and Retirement Plan for more information on this supplement to your Incapability pension. 3
6 If you are approved for an Incapability pension, you are eligible for other benefits during your retirement: Medical: medical coverage from DuPont remains in effect for life. You are responsible for paying the applicable monthly retiree premiums. Dental: dental coverage from DuPont remains in effect for life. You are responsible for paying the applicable monthly retiree premiums. Insurance: Your DuPont Company-paid life insurance continues at no cost to you, subject to age reductions at age 65. In addition, you may continue your DuPont Contributory Group Life Insurance or supplemental life insurance that you purchase under BeneFlex Employee Life Insurance. Both plans are subject to age reductions at age 65. If you are participating in the NonContributory Group Life Insurance Plan, that insurance can provide disability benefits. See the NonContributory Group Life Insurance Plan for details. Benefits from other sources Your Total and Permanent Disability Income benefit is reduced, or offset, by the total income from any of the following payments you receive or are entitled to receive: any retirement, disability, discharge, or dismissal benefits payable to you under the law of any foreign government your benefits under any Workers Compensation law or similar laws your Company pension or benefits under a similar plan provided by the Company or any affiliated company your disability benefits under any state law your disability payments by or on behalf of the Company or any affiliated company your primary Social Security benefits, including estimated Social Security benefits your unemployment compensation temporary advance of 50% of your estimated Social Security benefit (if you are not pension eligible and have not been approved for Social Security) incapability supplement (if you have been approved for an Incapability Pension and have not begun to receive Social Security benefits) As a condition of eligibility for benefits, you must authorize the Company to obtain information and verify what is payable from these sources. You are also required to provide evidence of continued disability when and so often as requested by the Company. The Social Security benefit used to calculate your Total and Permanent Disability Income benefit is the Primary Social Security benefit. You are required to apply and, if necessary, reapply for disability benefits from Social Security and any other sources listed above. 4
7 Total and Permanent Disability Income Plan When your Total and Permanent Disability Income benefit is first calculated, your qualifications for Social Security or Workers Compensation benefits may not be known. As a result, your Total and Permanent Disability Income benefit will be determined using estimates for your Social Security and Workers Compensation benefits. Once the amounts for Social Security and Workers Compensation are determined, your Total and Permanent Disability Income benefit will be adjusted retroactively and for future payments. Retroactive adjustments may require that the Company pay you more or that you reimburse the Company for all overpayments. Your benefit is not reduced for income you receive from a personal disability insurance policy, income from your spouse s employment, income from investments and savings (including the DuPont Savings and Investment Plan), military service disability payments and family Social Security benefits. This example shows how an offset affects your disability benefit: Disability benefit amount 60% of DuPont pay DuPont pension benefit Social Security benefit Benefit paid from Total and Permanent Disability Income Plan $1,500 per month $1,000 per month $450 per month $50 per month In this example, 60% of your pay is $1,500 per month. You receive $1,000 per month from the Pension and Retirement Plan and you receive $450 per month from Social Security. Payments from the Pension Plan and Social Security payments are both offsets to your disability benefit, and, as a result, you would receive a Total and Permanent Disability Income Plan benefit of $50 per month. The $50 Plan benefit combined with the Pension benefit and the Social Security benefit totals $1,500 per month, the 60% of normal pay guarantee. Non-Pension Eligible Individual Calculation when Social Security is not known: Disability benefit amount 60% of DuPont Pay $1,500 Estimated Social Security benefit $900 Temporary Social Security advance $450 Benefit paid from Total and Permanent $1,050 Disability Income Plan When Social Security has been awarded: Disability benefit amount 60% of DuPont Pay $1,500 Social Security disability award $1,000 Benefit paid from Total and Permanent $500 Disability Income Plan 5
8 If you qualify for a new benefit from one of these sources, your Total and Permanent Disability Income payment will be adjusted downward to meet the 60% threshold. When payments from any of these specified sources begin, you must notify Aetna immediately. The Company is entitled to recover on a retroactive basis any Total and Permanent Disability Income overpayments if an employee qualifies for any of the specified income sources. You are required to pay back any overpayments. Minimum benefit There is no minimum benefit under the Plan. When benefits begin Your Total and Permanent Disability benefit commences the first of the month following your termination from the Company. You will continue to receive benefit payments at the end of each month for as long as you are determined to be totally and permanently disabled. Covered disabilities To receive Total and Permanent Disability Income Plan benefits, you must meet each of the following conditions: you are totally disabled by an injury, illness or disease and you are permanently prevented from doing any gainful work, as determined by DuPont; you may also be required to undergo examinations by the Company and or/medical staff selected by the Claims Administrator to determine your eligibility for benefits at the time you apply and while you are receiving benefits; you must authorize in writing the release of your medical records, reports from your doctor/treating provider, and whatever other information may be required to determine whether you are totally and permanently disabled under the terms of the Plan. You or your doctor/treating provider may be asked periodically to provide proof of your continuing disability. You will be responsible for any doctor s charges or other costs associated with providing proof. When benefits end Your benefits under the Total and Permanent Disability Income Plan continue until one of the following occurs: you die you are no longer determined to be totally and permanently disabled you fail to comply with requests to provide evidence of continued disability or economic information If you recover but then become totally and permanently disabled from the same disability within six months of when your Totally and Permanent Disability Income benefits are terminated, your benefits will be reinstated in full. 6
9 Restrictions and Exclusions Disabilities not covered Total and Permanent Disability Income Plan The Plan does not cover certain disabilities. These include any disability that results from one of the following: any disability due to any occupation or work outside the Company for compensation or profit any disability due to participation in willful acts contrary to law any disability sustained after termination of service from the Company any disability sustained or contracted while on active duty in the armed forces of any country Rehabilitation benefits If you have been totally disabled and have been receiving benefits from the Total and Permanent Disability Income Plan, you may be eligible for the rehabilitation program as you recover. The rehabilitation program allows you to return to work as your health improves, even if you cannot return to your original job on a full-time basis. The Claims Administrator will contact you if you are a candidate for this program. There is no penalty if you don t participate in the work rehabilitation program. You can receive a rehabilitation benefit payment for up to 12 months. Filing a Claim How to file a claim Upon your disability, you must contact Human Resources or Company Medical Resources. You are required to cooperate with the Company s designated medical staff to provide the required information in order to initiate your claim. You need to include a signed authorization to release medical information, and your attending physician s statement. You will also be required to complete and return any forms required by the Claims Administrator. You may also need to have a medical exam. Upon receipt of the claim, the Claims Administrator has a maximum of 45 days after all relevant information and documentation about your disability has been received to review the claim. If additional information is required by the Claims Administrator and an extension is needed, you will receive written notification. If your claim for benefits is approved, you will be notified in writing. You should apply for Social Security disability benefits at the same time you apply for Total and Permanent Disability benefits (or at first opportunity as determined by the local Social Security Office), since Social Security benefit applications take time to process. If Social Security denies your application, Social Security can provide instructions on how to appeal the decision. If you are approved for benefits under the Total and Permanent Disability Income Plan, you will continue to receive the entire amount of disability payments minus the appropriate offsets from the Plan. If Social Security subsequently approves your application, you will be required to reimburse the Plan for any overpayments you received. You must notify the Claims Administrator of any decisions and notices made by Social Security immediately. 7
10 If a claim is denied If your claim for benefits is denied, you will be notified in writing of the reason for the denial. The notice will include: references to the provisions of the benefit Plan or practice involved a description of what additional information is necessary and why the specific reasons for the denial a copy of these procedures or comparable information about steps you need to take to resubmit it Appealing a denied claim If the decision to deny or reduce the amount of the claim is not explained to your satisfaction or you have additional information that may change the decision, you should follow these steps to try to bring the claim denial to a resolution: Step 1: Contact the Claims Administrator for a clearer explanation of the denial. Step 2: Provide additional information to the Claims Administrator that may allow reconsideration of your claim. You also have the right to request, free of charge, access to and copies of all documents, records and other information relevant to your claim for benefits. If, after contacting the Claims Administrator and requesting additional information, you still have not received an adequate explanation concerning your claim for benefits under the Plan, you have a legal right to appeal the denial or partial denial of your claim. Your final appeal is to DuPont. To appeal the denial, you should notify the Claims Administrator in writing requesting a claim review. The request for appeal should include: the specific reasons why you think the claim should be reconsidered and approved any additional documentation that supports the approval of the claim an explanation of benefits statement for the denied claim a copy of the denial You must make this request within 180 days after you receive the original claim decision. You will receive information about the final decision from the Claims Administrator, which will respond within 60 days. Special circumstances may cause the review to take longer. You will be notified if the review is extended and of the reason for the extension. When you are notified of the final decision, the notice will provide the reason for the decision and the specific Plan provisions on which it is based. DuPont, as Plan Administrator, has full discretion and authority to interpret Plan provisions, resolve any ambiguities and evaluate claims. The decision made by DuPont is final and binding. 8
11 Total and Permanent Disability Income Plan The exhaustion of the claim and appeal procedure is mandatory for resolving any claim arising under this Plan. Applicable law requires you to pursue all claim and appeal rights on a timely basis before seeking any other legal recourse regarding claims for benefits. How the Plan will handle your appeal In reviewing your appeal, all information that is submitted, regardless of whether that information was considered at the time of the initial claim, will be considered and a new review will be completed. The party reviewing your appeal will not have participated in the original claim determination and will not be a subordinate of the party who made the original claim determination, the insurance company. About Your Coverage If you leave the Company Your Total and Permanent Disability Income coverage ends on the day you leave the Company or are no longer eligible. The Total and Permanent Disability Income Plan does not offer conversion privileges. If you retire Your Total and Permanent Disability Income coverage ends on the date your retirement begins. If you die Your Total and Permanent Disability Income coverage ends on the date of your death. If you are receiving disability benefits under this Plan, your last check will be paid at the end of the month in which you die. Should you die prior to the first of the month following your termination, the Total & Permanent Disability Income benefit will not commence. Future of the Plan While the Company intends to continue the benefits and policies described in this booklet, the Company reserves the right to suspend, modify, or terminate this Plan at its discretion at any time. ADMINISTRATIVE INFORMATION The information presented in this Summary Plan Description is intended to comply with the disclosure requirements of the regulations issued by the U.S. Department of Labor under the Employee Retirement Income Security Act of 1974 (ERISA). If there is any inconsistency between the SPD and the Plan document, the Plan document governs. Overpayments and other errors If a benefit is paid that is larger than the amount allowed by the Plan, the Plan has a right to recover the excess amount from the person or agency who received it. Erroneous statements will not change the rights or obligations under the Plan and will not operate to grant additional benefits or coverage. 9
12 Assignment of benefits Unless required by law, Plan benefits cannot be assigned, attached, garnished or made subject to debts or liabilities. Conversion rights You can not convert this disability plan benefit to another policy. ERISA Rights As a participant in the Total and Permanent Disability Income Plan, you are entitled to certain rights and protections under ERISA. ERISA entitles you to: examine, at the Plan Administrator s office and other specified locations, including work sites and union halls if applicable, without charge, all Plan documents governing the Plan. These documents may include insurance contracts, collective bargaining agreements if applicable, and the latest annual report (Form 5500) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration. obtain, after sending a written request to the Plan Administrator, copies of documents governing the operation of the Plan, including insurance contracts and collective bargaining agreements if applicable, and copies of the latest annual report (Form 5500 Series) and updated Summary Plan Description. You may be asked to pay a fee for the copies. receive a written summary of the Plan s annual financial report. The Plan Administrator is required by law to provide each participant with a copy of this summary annual report. In addition to creating rights for Plan participants, ERISA imposes duties on the people responsible for the operation of the Plan. The people who operate your Plan, called fiduciaries, have a duty to do so prudently and in the best interest of you and other Plan participants and beneficiaries. No one, including your employer, your union or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA. If your claim for a benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. Under ERISA, there are several steps you can take to enforce your rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive it within 30 days, you may file suit in federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the Plan Administrator s control. If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit in a state or federal court. In addition, if you disagree with the Plan s decision or lack of decision about the qualified status of a domestic relations order or medical child support order, you may file suit in federal court. If Plan fiduciaries misuse the Plan s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in federal court. The 10
13 Total and Permanent Disability Income Plan court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees if, for example, it finds your claim is frivolous. If you have any questions about your Plan, contact the Plan Administrator. If you have questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory. You may also contact the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. Plan Sponsor E. I. du Pont de Nemours and Company 1007 Market Street Wilmington, DE Phone: Other companies related to DuPont also adopt the Plan for the benefit of their employees from time to time. You can get a list of adopting employers and their addresses from the Plan Administrator. Type of Plan and Administration The Plan is a welfare plan as defined by the Employee Retirement Income Security Act of 1974 (ERISA) that provides disability benefits. The Company contracts with an insurance company for the purpose of providing any benefits under this Plan. Plan Administrator E. I. du Pont de Nemours and Company 1007 Market Street Wilmington, DE Phone: Claims Administrator Aetna 151 Farmington Avenue Disability Service Center RT32 Hartford, CT Phone:
14 Employer Identification Number (EIN) The EIN is Plan Number The Plan number is 508. Plan Year The Plan Year is January 1 through December 31. Source of Benefits Funding The Company pays the entire cost. Agent for Service of Legal Process E. I. du Pont de Nemours and Company 1007 Market Street Wilmington, DE Phone: CONTACTS For More Information Human Resources For Appealing a Claim Aetna Life Insurance Company Appeals Unit P.O. Box Lexington, KY Fax: Tel: For Appealing a Denied Claim DuPont Human Resources Employee Benefit Appeals D A 1007 Market Street Wilmington, DE
15 Total and Permanent Disability Income Plan DICTIONARY TERMS The following terms are highlighted throughout the SPDs. In this section, you will find the definitions for these terms to help clarify their meaning and to provide information to better help you understand the provisions of your benefit plans. Appeal A request for reconsideration of a denied claim. Either the Claims Administrator or the Plan Administrator reviews the appeal and decides if the claim s previous denial should be overturned. Certain appeals are governed by requirements set forth by the Employee Retirement Income Security Act of 1974 (ERISA), including how appeals are submitted and responded to, relevant time frames and responsibilities of the claimant, the Claims Administrator and the Plan Administrator. Automatic enrollment The Plan does not require the employee, upon becoming eligible for coverage, to make an election for coverage to begin. Company The association or organization you work for and that provides your benefit program. Convert Ability to transfer your Company benefit plan to non-group coverage without having to meet any eligibility requirements. Disability A condition that causes you to be unable to perform regular job duties. ERISA (Employee Retirement Income Security Act of 1974) This federal law requires employee benefit plans to disclose information about the plan to participants and establish claims procedures. Full-Service Employee Any person designated by the Company as a full-time employee. Any employee who works at least 20 hours per week on a regular basis is considered a Full-Service Employee. Normal monthly earnings Normal monthly earnings means one-twelfth of your regular rate of pay computed on an annual basis. The rate includes scheduled overtime, applicable premiums for shifts, Sundays and holidays, but does not include temporary variations in working hours, awards under special compensation plans, or payment for relocation or termination allowance. 13
16 Offset When your benefits are reduced by certain other payments you receive or are entitled to receive. Plan Year The 12-month period, or policy or fiscal year on which the Plan s records are kept. The Plan Year runs January 1 though December 31. Short-term disability A medical condition that lasts for a period of time, usually less than six months, and makes you unable to work. Social Security A federal program you can apply for that may pay disability benefits to you, your spouse and your dependent children if you become totally and permanently disabled. Social Security disability You are disabled under Social Security rules if you cannot do work that you did before and it is determined by the Social Security Administration that you cannot adjust to other work because of your medical condition(s). Your disability must also last or be expected to last for at least one year or to result in death. Summary Plan Description (SPD) A legally required document intended to help you understand your benefits, how the Plan operates, how to file claims, and your rights and responsibilities as a Plan participant. It does not describe every feature in the Plan and it is not intended to be a full statement of the Plan documents. Work-related injury or illness An injury or illness that happens because of your daily job duties or responsibilities. Workers Compensation Every state has a system of providing for the cost of medical care and weekly payments to employees who suffer job-related illnesses or injuries and to dependents of those killed in industry. The employer is required to pay benefits prescribed by law. Copyright 2008 DuPont. The DuPont Oval and DuPont are trademarks or registered trademarks of E.I. du Pont de Nemours and Company or its affiliates. K (Rev. 7/08)
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YOUR GROUP INSURANCE PLAN BENEFITS EDUCATIONAL SERVICE UNIT #13 CLASS 0004 AD&D, LIFE The enclosed certificate is intended to explain the benefits provided by the Plan. It does not constitute the Policy
Your plan provides you with disability coverage that gives you and your family protection against some of the financial hardships that can occur if you become disabled or injured. The benefits include:
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Sandia Group Term Life Insurance Plans Summary Plan Descriptions Effective: January 1, 2012 This page intentionally left blank. 2 Contents Introduction...7 Primary Group Term Life Insurance Plan...9 Section
THE AVAYA INC. LONG-TERM DISABILITY PLAN FOR SALARIED EMPLOYEES SUMMARY PLAN DESCRIPTION Effective 1/1/2014 Last Updated 03/31/2014 Helpful search tools: Table of Contents (TOC): Each item on the TOC is
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With Respect to Texas Employees IMPORTANT NOTICE To obtain information or make a complaint: You may call Aetna's toll-free telephone number for information or to make a complaint at: 1-800-MY -Health (694-3258)
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Personal Retirement Account Plan Summary Plan Description Table of Contents Who Is Eligible...1 When You Participate...1 When You Are Vested...1 Break in Service...1 Maternity/Paternity Absence...1 Your
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Summary Plan Description Long-Term Disability Insurance Benefits Under the Lockheed Martin Group Benefits Plan and the Lockheed Martin Operations Support, Inc. Benefit Plan Effective January 1, 2014 LMC-ZBR
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Chicago Public Schools Short Term Disability Plan Plan Effective Date: January 1, 2012 CPS Short-term Disability Plan rev. 02-25-2013 Page 1 TABLE OF CONTENTS PAGE Introduction...3 General Definitions...4
Exelis Inc. Long Term Disability Plan Summary Plan Description (SPD) As of November 1, 2014 Table of Contents About this SPD...1 Important... 1 Eligibility and Participation...2 Eligibility... 2 Enrolling
SUMMARY PLAN DESCRIPTION under the DRAKE UNIVERSITY SECTION 125 PRE-TAX SALARY REDUCTION PREMIUM PAYMENT PLAN Dated August 2012 TABLE OF CONTENTS Q-1. What is the purpose of the Plan?.... Page 1 Q-2. What
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For this plan year, the plan includes the following provisions, subject to change or discontinuation with or without notice at any time. This Summary Plan Description presents an overview of your Benefits.
Your survivor benefits Contents Your survivor benefits program...1 About this SPD... 1 Changes to the plans... 2 Participating in the plans...3 Eligibility... 3 Enrolling in the plans... 4 Assignment of
FAQs About COBRA Continuation Health Coverage What is COBRA continuation health coverage? Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in
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NATIONAL VACATION FUND Vacation Fund Board of Trustees UNION TRUSTEES EMPLOYER TRUSTEES Matthew D. Loeb Irving W. Cheskin IATSE International President Director of Pension & Welfare Plan Affairs 1430 Broadway,
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LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR SOUTH LYON COMMUNITY SCHOOL NUMBER 143 TEACHERS The benefits for which you are insured are set forth in the pages of this booklet.
YOUR GROUP VOLUNTARY SHORT-TERM DISABILITY BENEFITS Creighton University Revised January 1, 2014 HOW TO OBTAIN PLAN BENEFITS To obtain benefits see the Payment of Claims provision. Forward your completed
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Companion Life Insurance Company Administrative Guide Contents Section.Title About Your Companion Life Administrative Guide I. Online Services II. New Enrollments Who is Eligible for insurance? Processing