A New Employee s Guide to Enrolling for Benefits 2017

Transcription

1 A New Employee s Guide to Enrolling for Benefits 2017

2 Welcome to CCBCC Benefits Enrollment! We re glad you re here and hope you re excited to be starting what promises to be a rewarding career with Coca-Cola Bottling Co. Consolidated (CCBCC). Your CCBCC benefits are an important part of your overall compensation. Our benefit program can help you get healthy and stay healthy, meet your long-term financial goals, protect your income, and balance the demands of work and personal life. This enrollment brochure provides an overview of the benefit choices available to you for If you would like more detailed information, go online to to view the Employee Benefits Handbook, or click on the Contact Us link. Buy Well, Use Well, and Be Well... These are important words at CCBCC. They represent a major foundation of the CCBCC benefits philosophy to work together with you to keep CCBCC benefits comprehensive, flexible and cost effective for all of us: Buy Well Choose the benefits that are right for you and your family. Enroll Online! To enroll online, follow these simple steps: 1 Review this enrollment booklet carefully to make sure you understand all of your choices. If you need more information, you can go to and click on Meet ALEX. 2 Once you understand your options and are ready to enroll, go online to and click on Enroll for Benefits. (Follow the instructions outlined in Accessing myhr for the First Time? on page 4.) Follow the instructions for enrolling. 3 When you have completed the online enrollment process, print out a copy of your final elections for your records. Use Well Make the most of your benefits and use them wisely. Be Well Live a healthy, happy and productive life. Questions? Call the HR Contact Center If you have enrollment or benefit questions or if you need assistance navigating myhr, you can: Go online to myhr ( then click on HR Contact Center ; or Call the HR Contact Center directly at myHR (6947) to speak with a representative who can help you. The HR Contact Center operates between the hours of 8 am and 4 pm EST, Monday through Friday. 2

3 Benefit Eligibility You must enroll in benefits by the date you become eligible for benefits in order to have coverage for the current calendar year. (You can enroll anytime between the date you receive your first paycheck and before midnight of your eligibility date.) You are eligible for benefit coverage: For weekly and bi-weekly paid non-exempt employees: on the first day of the month following 60 days from your hire date, if you are an active, full-time, weekly paid employee (e.g., if you are hired on March 16, you are eligible for coverage on June 1). For semi-monthly and bi-weekly paid exempt employees: on the first day of the month following one month from your hire date (e.g., if you are hired on March 16, you are eligible for coverage on May 1). Your current dependents are eligible for certain coverages (medical, dental, vision and supplemental dependent life insurance) on the same day you become eligible for employee coverage. If you acquire additional dependents at later dates due to marriage, childbirth or adoption, they are eligible to be added to your coverage immediately. Your eligible dependents are: Your legally married spouse with whom you have a certificate of marriage recognized under federal law. Your legally married spouse by a common law marriage is not considered an eligible dependent. Your children up to age 26 through our medical, dental, vision and/or life insurance plans. Disabled adult children who are not capable of supporting themselves because of a total mental or physical disability, provided that the disability began on or before his or her 26th birthday and you complete a certification of disability form and a physician s statement of disability form. Coverage may continue as long as your child is disabled. Eligible children do not include foster children, grandchildren, children living with you for whom you have legal custody or guardianship, or other children living with you. CCBCC reserves the right to request proof of your dependent s eligibility at any time. If you do not provide the required documentation, your dependents will not have coverage. Eligible Children Eligible Children Include: Natural children Adoptive children are eligible for coverage when placed in your home regardless of whether the adoption decree is final; however, you must have filed a petition for adoption prior to the coverage effective date and you must pursue the final decree of adoption Stepchildren who fully depend on you for maintenance and support and who reside primarily in your household Children for whom you have a Qualified Medical Child Support Order (QMCSO) during the period specified Required Documentation Birth certificate or statement of paternity Adoption decree Adoption petition Marriage certificate Birth certificate Most recent year s tax return QMCSO Contents 4 Enrolling for Benefits 4 Accessing myhr for the First Time? 4 The Patient Protection and Affordable Care Act 5 Medical 8 Dental 8 Vision 9 Flexible Spending Accounts 9 Voluntary Group Accident Insurance 9 Voluntary Critical Illness Insurance 10 Life and Accidental Death and Dismemberment (AD&D) Insurance 11 Making Enrollment Changes During the Year 12 Update Your Personal Info on myhr (k) Plan Eligibility and Participation 13 Questions About Your Benefits? 13 The Importance of Effective Prenatal Care 14 Continuation of Coverage In Group Health Plans 15 If You Have Questions

4 Get Help Choosing Your Benefits Introducing ALEX, your personal benefits counselor Picking the right benefit plans can be a challenge. Which medical plan is best for me? How much should I save in my flexible spending accounts? Should I get extra life insurance? Does a health savings account make sense for me? The decisions are important, and a lot goes into making the right choice. To make the process easier for you, CCBCC has brought in an easy-to-use online tool called ALEX. How ALEX works is simple. All you have to do is log on and respond to ALEX s questions. ALEX will prompt you for some basic information about you and your family, ask a few questions about your personal situation (everything you say remains confidential, of course*), and help you figure out what to choose based on your responses. Talking with ALEX feels like having a conversation with a real person, and because ALEX uses simple language and avoids insurance jargon, its explanations and recommendations are easy to understand. Also, because ALEX is available from any computer with an internet connection, you can use it with your family as you consider your options. And if you have any questions about how anything works, ALEX can walk you through them. Start a conversation with ALEX today by clicking on Meet ALEX on the myhr site at * ALEX does not create, receive, maintain, transmit, collect, or store any identifiable end-user information. Accessing for the First Time? 1 To enroll go to and log in. When you log in for the first time, you must create a User Name and Password. Follow these steps: For: Here s What to Do Example User Name Enter: first letter of your first name (lower case) first letter of your last name (lower case) last 5 digits of your Social Security Number (SSN) Name: Mary Cola SSN: Mary s User Name: mc56789 Password Enter: first 3 digits of your SSN first letter of your first name (lower case) first letter of your last name (lower case) year of your birth (yyyy format) (See Mary Cola info above) Mary s birth year is 1966 Mary s Password: 123mc1966 Changing Your Password After you have logged in for the first time, you will be given instructions to change your password for future access. 2 Once you have logged on to myhr, click on the Enroll for Benefits button to start the enrollment process. On the main page of the Benefits Enrollment site, click on the New Hire button, and then follow the directions to enroll you and your eligible dependents in each benefit plan. It is very important that you list each dependent that you wish to enroll in each plan. When you have completed this enrollment process, review your Enrollment Summary page carefully, then print a copy and exit the Enrollment site. The following pages provide a summary of the benefit plans that you are eligible to enroll in at this time. The Patient Protection and Affordable Care Act The Patient Protection and Affordable Care Act (PPACA) requires most U.S. Citizens and legal residents to have health insurance. An individual s failure to obtain health insurance coverage through established health insurance exchanges or when offered by their employer may be subject to penalties. For more information go to: 4

5 Medical Medical coverage is one of the most important benefits available through the CCBCC Benefits Program. This coverage can protect you and your family from high, and often unexpected, medical expenses. You have a choice of three medical plans: PPO-HRA Option 1, PPO-HRA Option 2, or PPO-HSA Option 3. All three options are Consumer Driven Health Plans a health plan design that empowers and engages you as an active participant in your health care choices. The first two medical plan options have a Health Reimbursement Account (HRA) that is funded each year by CCBCC. This account is designed to help you meet plan deductibles. The third medical option, PPO-HSA Option 3, has a Health Savings Account (HSA) that is funded by CCBCC and by pre-tax contributions you elect to have deducted from your paycheck to help you meet the deductible and other eligible medical expenses. PPO-HRA Option 1 offers the lowest annual deductibles of the three medical options, but it also has the highest premiums. The company credits a Health Reimbursement Account (HRA) for you with a dollar amount that depends on the coverage you choose. PPO-HRA Option 2 offers slightly lower premiums, higher deductibles, and higher out-of-pocket maximums when compared to PPO-HRA Option 1. However, PPO-HRA Option 2 has a larger beginning balance in the employer-funded HRA which will help you meet the higher deductible. PPO-HSA Option 3 offers the lowest premiums of all three medical options. However, this option also has the highest annual deductibles and out-of-pocket maximums. By selecting this option, a Health Savings Account (HSA) will be automatically opened with HSA Bank. Your account will be funded by CCBCC and by pre-tax contributions you elect to have deducted from your paycheck. All three medical plan options require you to meet a deductible each year before the Plan begins to pay benefits. Once you have met the deductible, you and the Plan each pay a percentage of the cost of most covered medical services. This is called coinsurance. CCBCC provides a credit or cash contribution based on the medical option you elect. Each coverage option has out-of-pocket maximums that limit the amount of your own money that you have to spend for medical services in a calendar year. And, there is no annual benefit maximum on the coverage you receive once you satisfy your out-of-pocket maximums. For more information on how the medical plan options work, go to click on the My Benefits tab, then click on Benefits Handbook Summary Plan Descriptions. Select the Overview and Medical Plan sections. Chronic Conditions Management All three medical plan options are supported by CCBCC s Chronic Conditions Management Program. This program is offered to all enrolled employees and their dependents and is designed to reduce the cost of managing Diabetes, High Blood Pressure, High Cholesterol, Asthma, and Chronic Obstructive Pulmonary Disease (COPD). When you use this program, routine/maintenance treatment is covered at 100% (no co-pay), and generic medications used to treat these chronic conditions have a reduced co-pay. More information is available in the Chronic Conditions flyer provided with this guide or at MDLIVE Anytime, Anywhere Access to Health Care CCBCC has partnered with Cigna and MDLIVE to provide you 24/7/365 on-demand access to board-certified doctors and licensed therapists via online video, phone or secure . MDLIVE saves you money, time and a trip to the doctor s office. MDLIVE is offered as part of your CCBCC medical benefits. You can use MDLIVE to treat: Allergies Ear infections Nausea and vomiting Respiratory infections Sinus problems Urinary tract infections And more! Register anytime on-line by visiting mdlive.com/ccbcc or over the phone by calling

6 Medical Medical coverage is one of the most important benefits available through the CCBCC Benefits program. This coverage can protect you and your family from high, and often unexpected, medical expenses. You have a choice of three medical plan options for * Other limits may apply. Go online to for more details. PPO-HRA Option 1 This plan option has a Health Reimbursement Account (HRA) that is funded entirely by CCBCC. Lowest annual deductibles and out-of-pocket maximums of the three medical plan options. Once you incur medical expenses, HRA funds can be used immediately toward the deductible. HRA accounts are commonly made up of current year employer funding and un-used/accumulated funds from previous years. Current year funds that are not spent by the end of the year will not carry-over into the next year. Historic accumulated balances will remain available until they are exhausted. You can use the Health Care Flexible Spending Account (FSA) to offset out-of-pocket expenses. Plan Feature PPO-HRA Option 1 Health Reimbursement Account (HRA) or Health Savings Account (HSA) Employer Contribution Health Savings Account (HSA) Employee Contribution Employee-only: $200 Employee + spouse: $450 Employee + child(ren): $450 Family: $450 N/A Lifetime Maximum No longer applies In-Network Out-of-Network Annual Deductible (Per Person/Per Family) $1,300/$2,600 $2,600/$5,200 Annual Out-of-Pocket Maximum (Per Person/Per Family) $2,350/$4,700 $4,700/$9,400 Doctor s Office Visit Covered at 80% after deductible Covered at 60% after deductible Routine Preventive Care Covered at 100% Not covered Specialist Visit Covered at 80% after deductible Covered at 60% after deductible Other Medical Services Covered at 80% after deductible* Covered at 60% after deductible* Prescription Drug Coverage Provided by Caremark Prescription Drug Program Prescription Drug Out-of-Pocket Maximum (Per Person/Per Family) $1,000/$1,750 N/A Retail (up to 30-day supply) Generic $10 Not covered Preferred Brand $30 after $100 deductible per Not covered person/$200 deductible per family Non-Preferred Brand $50 after $100 deductible per Not covered person/$200 deductible per family Biotech $100 Not covered Mail Order (up to 90-day supply) Generic $20 N/A Preferred Brand $60 Non-Preferred Brand $100 Biotech $100 (for each 30 day supply) 2017 Premiums Weekly-Paid Premiums Employee-only: $42.26 Employee + spouse: $89.28 Semi-Monthly Paid Premiums Employee-only: $91.56 Employee + spouse: $ Bi-Weekly Paid Premiums Employee-only: $84.52 Employee + spouse: $ Employee + child(ren): $73.84 Family: $ Employee + child(ren): $ Family: $ Employee + child(ren): $ Family: $

7 PPO-HRA Option 2 This plan option has a Health Reimbursement Account (HRA) that is funded entirely by CCBCC. The deductibles and out-of-pocket maximums are higher than PPO-HRA Option 1, but lower than the HSA Option 3. Once you incur medical expenses, HRA funds can be used immediately toward the deductible. HRA accounts are commonly made up of current year employer funding and un-used/accumulated funds from previous years. Current year funds that are not spent by the end of the year will not carry-over into the next year. You can use the Health Care Flexible Spending Account (FSA) to offset out-of-pocket expenses. PPO-HSA Option 3 This plan option offers the lowest premiums but has the highest deductibles. By selecting this option, a Health Savings Account (HSA) will be automatically opened with HSA Bank. Your account will be funded by CCBCC and by pre-tax contributions you elect to have deducted from your paycheck. CCBCC contributes to HSA accounts. Includes a tax advantage Any unused funds are rolled over (without limits) at year-end. You can use the HSA Bank debit card and/or checkbook to pay for services directly from your account or reimburse yourself. The HSA funds are portable: The HSA balance goes with you if you leave CCBCC. Funds can be used to pay deductibles, prescriptions or any other medically necessary expenses not covered by insurance. Automatic claims forwarding (ACF) available. Employee-only: $450 Employee + spouse: $900 PPO-HRA Option 2 PPO-HSA Option 3 Employee + child(ren): $900 Family: $900 N/A Employee-only: $200 Employee + spouse: $550 Employee + child(ren): $550 Family: $550 Up to $3,400 employee only Up to $6,750 employee+spouse, employee + child(ren), or family No longer applies No longer applies In-Network Out-of-Network In-Network Out-of-Network $1,700/$3400 $3,400/$6,800 $2,700/$4,600 $4,500/$9,000 $3,200/$6,400 $5,200/$10,400 $4,200/$8,400 $6,200/$12,400 Covered at 80% after deductible Covered at 60% after deductible Covered at 80% after deductible Covered at 60% after deductible Covered at 100% Not covered Covered at 100% Not covered Covered at 80% after deductible Covered at 60% after deductible Covered at 80% after deductible Covered at 60% after deductible Covered at 80% after deductible* Covered at 60% after deductible* Covered at 80% after deductible* Covered at 60% after deductible* Provided by Caremark Prescription Drug Program Provided by CIGNA Prescription Drug Program $1,000/$1,750 N/A $4,000/$8,000 N/A $10 Not covered Covered at 80% after deductible Not covered $30 after $100 deductible per Not covered Covered at 80% after deductible Not covered person/$200 deductible per family $50 after $100 deductible per Not covered Covered at 80% after deductible Not covered person/$200 deductible per family $100 Not covered Covered at 80% after deductible Not covered $20 N/A Covered at 80% after deductible Not covered $60 Covered at 80% after deductible Not covered $100 Covered at 80% after deductible Not covered $100 (for each 30 day supply) Covered at 80% after deductible Not covered Employee-only: $27.85 Employee + spouse: $58.24 Employee-only: $60.35 Employee + spouse: $ Employee-only: $55.70 Employee + spouse: $ Employee + child(ren): $48.14 Family: $86.78 Employee + child(ren): $ Family: $ Employee + child(ren): $96.28 Family: $ Employee-only: $9.71 Employee + spouse: $20.70 Employee-only: $21.04 Employee + spouse: $44.85 Employee-only: $19.42 Employee + spouse: $41.40 Employee + child(ren): $17.88 Family: $30.96 Employee + child(ren): $38.73 Family: $67.07 Employee + child(ren): $35.75 Family: $

8 Dental CCBCC s Dental PPO Plan, administered by Cigna Healthcare, offers two options the Basic Plan or the Basic + Major Plan. Dental Premiums Weekly-Paid Premiums Semi-Monthly Paid Premiums Bi-Weekly Paid Premiums Basic Plan Employee-only: $2.16 Employee + spouse: $4.27 Employee + child(ren): $3.67 Family: $ 5.21 Basic + Major Plan Employee-only: $4.01 Employee + spouse: $8.34 Employee + child(ren): $7.09 Family: $9.59 Vision It s important to have your vision checked on a regular basis to protect your eyesight. That s why CCBCC offers you and your family the opportunity to choose vision coverage. EyeMed Vision Care is the administrator for the vision plan. The vision plan provides benefits for vision exams, frames, lenses, and contact lenses. The vision plan also offers savings when you take advantage of the EyeMed Vision Insight Network. Vision Premiums Weekly-Paid Premiums Semi-Monthly Paid Premiums Bi-Weekly Paid Premiums Vision Plan Employee-only: $1.58 Employee + spouse: $2.98 Employee + child(ren): $3.14 Family: $4.70 Employee-only: $4.68 Employee + spouse: $9.26 Employee + child(ren): $7.94 Family: $11.29 Employee-only: $8.69 Employee + spouse: $18.08 Employee + child(ren): $15.35 Family: $20.78 Employee-only: $3.43 Employee + spouse: $6.47 Employee + child(ren): $6.81 Family: $10.19 Employee-only: $4.32 Employee + spouse: $8.55 Employee + child(ren): $7.33 Family: $10.42 Employee-only: $8.02 Employee + spouse: $16.69 Employee + child(ren): $14.17 Family: $19.18 Dental Feature Basic Plan Basic + Major Plan Calendar year deductible $50 per person/$150 family $50 per person/$150 family Each calendar year, the plan pays up to: $1,500 per person $1,500 per person In-Network Out-of-Network* In-Network Out-of-Network* Preventive and Diagnostic regular check-ups, cleanings and x-rays 100% 100% of R&C 100% 100% of R&C Basic such as fillings, extractions, root canal therapy and oral surgery Major such as crowns, inlays, onlays, installation or replacement of bridgework or dentures Orthodontia For eligible dependents up to age 19 Lifetime maximum per eligible dependent Covered at 80% after deductible Covered at 80% of R&C after deductible Covered at 80% after deductible None Covered at 50% after deductible None Does Not Apply Covered at 50% after deductible $2,000 Covered at 80% of R&C after deductible Covered at 50% of R&C after deductible Covered at 50% of R&C after deductible $2,000 *R&C is the reasonable and customary cost and reflects the going rate for a service or supply in a set geographical area. You may be responsible for charges billed by out-of-network dental providers that exceed R&C rates. Employee-only: $3.17 Employee + spouse: $5.97 Employee + child(ren): $6.28 Family: $9.40 Covered Services In-Network Out-of-Network Exams, one every 12 months 100% with no copayment Up to $40 Covered Lenses, one pair every 12 months 100% after $15 copayment In-network benefits also include the following lens options with an additional charge: Basic polycarbonate, ultra violate coating, Up to $120 Out-of-network services do not cover additional lens options anti-reflective, tint (solid and gradient), scratch resistant Standard Progressive $80 copay Premium Progressive Tier 1 $100 copay Tier 2 $110 copay Tier 3 $125 copay Tier 4 $80 copay, 80% of charge less $120 allowance Frames, one pair every 12 months 100% up to $140 after $15 copayment 20% discount on costs Up to $45 over $140 Contact lens exam, one every 12 months No benefit provided Standard Premium Balance over $55 10% off retail Contact lenses 100%, up to $140 (materials only). For non-disposable lenses, plan also provides 15% discount on costs over $140 Up to $140 (materials only) 8

9 Flexible Spending Accounts CCBCC offers two types of flexible spending accounts: Health Care Flexible Spending Account Dependent Day Care Flexible Spending Account Flexible Benefit Administrators, Inc. (FBA) is the administrator for the flexible spending accounts. Health Care Flexible Spending Account You can contribute a minimum of $120 up to a maximum of $2,550 each year to the Health Care Flexible Spending Account to pay for eligible health care expenses for you and your dependents. For Health Care Flexible Spending Account purposes, the IRS defines a dependent as a spouse or other close family member for whom you provide substantial financial support. You cannot enroll in the Health Care Flexible Spending Account if you are enrolled in the PPO-HSA Option 3 medical option. Dependent Day Care Flexible Spending Account You can contribute a minimum of $120 up to a maximum of $5,000 each year to the Dependent Day Care Flexible Spending Account to pay for eligible child and/or adult day care with tax-free dollars. If you are married and you and your spouse both participate in a Dependent Day Care Flexible Spending Account, you are limited to combined deposits of $5,000 if you file a joint tax return or deposits of $2,500 each if you file separately. Grace Period There is an extended grace period for spending remaining Flexible Spending Account balances at the end of the plan year. This means that you will be able to continue to use your Flexible Spending Accounts to reimburse expenses incurred through March 15 and submit for reimbursement no later than March 31 of the next year. For plan regulations and guidelines visit: For more information on eligible expenses visit: Voluntary Group Accident Insurance Group Accident Insurance is offered to you through Unum Life Insurance Company of America. It pays tax-free benefits to you directly if you or your dependents are injured accidentally. Your enrollment in the plan is entirely voluntary. The benefit paid to you is based upon the treatment(s) that are received due to injuries such as burns, lacerations, dislocations and fractures, head, eye, and or soft tissue injuries, emergency dental procedures, and certain surgical repairs. Benefit payments are also available for ambulance transport, emergency room treatment, travel, therapy, and prosthetic treatments. Finally, this insurance provides specific accidental death and dismemberment benefits. To review complete details and to enroll, please go to Group Accident Insurance Premiums (deducted from your after-tax pay) Weekly Paid Premium Semi-Monthly Paid Premium Bi-Weekly Paid Premium Employee-only: $3.18 $6.90 $6.36 Employee + Spouse: $5.23 $11.34 $10.47 Employee + Child(ren): $6.01 $13.03 $12.03 Family: $8.07 $17.48 $16.13 Voluntary Critical Illness Insurance Group Critical Illness Insurance is offered to you through Unum. It pays tax-free benefits to you directly if you or your dependents become critically ill. Your enrollment in the critical illness plan is entirely voluntary. Benefit payments are based upon diagnosis, such as heart attack, stroke, organ failure, permanent paralysis, cancer and other specific conditions. If you choose to cover your dependent child(ren), additional specific benefits are also provided for conditions, such as Down Syndrome, Cerebral Palsy, Cystic Fibrosis, Spina Bifida, and Cleft Lip/ Palate. Benefits available to you depend on the level of coverage that you select for yourself, your spouse and your dependents. Group Critical Illness Insurance Premiums (deducted from your pay after-tax) Critical Illness premiums are specific to you and your dependents based on factors such as your age, your covered dependents ages and tobacco use when you enroll. If you remain continuously enrolled, premiums will continue to be based upon age(s) at enrollment, and will not increase according to age(s) in future years. Critical Illness insurance option can help you cope financially and emotionally if a serious illness ever occurs. To review complete details and to enroll, please go to 9

10 Life and Accidental Death and Dismemberment (AD&D) Insurance Basic Life and AD&D Insurance CCBCC automatically provides basic life and AD&D insurance coverage at no cost to you. When you are eligible for coverage, you automatically will have coverage of one times your eligible annual pay, rounded to the next $1,000. For example, if your eligible annual earnings are $38,650, your basic life and AD&D insurance amounts are each $39,000. Supplemental Life and AD&D Insurance If you need more financial protection than your basic life and AD&D insurance amount, you can purchase supplemental life and AD&D insurance equal to one, two, three, four or five times your annual pay, up to a maximum of $750,000. Evidence of insurability (EOI) is required if you: Elect a coverage amount greater than two times your annual pay upon initial eligibility, Enroll for coverage after your initial eligibility, or Are increasing coverage after your initial eligibility. If you are required to provide EOI, your supplemental life coverage will not go into effect until the coverage amount you elected is approved by Unum. Unum will send you an if you are required to provide EOI. Each contains a link to a secure website where you can submit the required information directly into Unum s website. If you do not have access to , the appropriate forms will be mailed to your home address for completion. Supplemental Life and AD&D Insurance Cost Your Age Life and AD&D Coverage for You Monthly Rate per $1,000 of Coverage Life Coverage for Your Spouse Monthly Rate per $1,000 of Coverage Under 30 $.085 $ $.105 $ $.115 $ $.125 $ $.175 $ $.255 $ $.455 $ $.685 $ $1.295 $ and older $2.085 $2.06 Basic Dependent Life Insurance CCBCC provides a basic dependent life insurance coverage of $5,000 for your eligible spouse and $2,500 for your eligible children. This coverage is provided at no cost to you; however, you must enroll your eligible dependents for this coverage. Supplemental Spouse Life Insurance You also can purchase supplemental life insurance protection for your eligible spouse: Option 1: $5,000 Option 2: $15,000 Option 3: $25,000 Option 4: $50,000 You pay the full cost of supplemental dependent coverage. The amount of spouse life insurance elected cannot exceed the employee s life insurance amount. EOI is required if you: Elect $50,000 (option 4) upon your spouse s initial eligibility. Enroll for spouse life coverage after your spouse s initial eligibility. Increase spouse life coverage after your spouse s initial eligibility. If your spouse is required to provide evidence of insurability, your spouse supplemental life coverage will not go into effect until the coverage amount you elected is approved by Unum. Supplemental Child Life Insurance You can purchase supplemental life insurance for your eligible child(ren) as follows: Option 1: $2,500 Option 2: $5,000 Option 3: $10,000 You are automatically the beneficiary of any spouse life insurance benefits. You are automatically the beneficiary of any child life insurance benefits. You pay the full cost of supplemental child life insurance coverage. Coverage for eligible dependent children includes infant children from live birth once they have been enrolled in the Plan. Supplemental Child Life Insurance Cost The costs for the Supplemental Child Life Insurance coverage options are: Option Monthly Premiums Option 1: $2,500 child(ren) $.30 Option 2: $5,000 child(ren) $.61 Option 3: $10,000 child(ren) $1.21 Use this formula to calculate your per pay premium: Monthly Premium X 12 months number of pay periods 10

11 Making Enrollment Changes During the Year It s important for you to give serious thought to your benefit choices when you enroll because these choices cannot be changed during the year unless you have a major life event a qualifying change in status. If you have a qualifying life event, you may be allowed to change your benefit choices as long as you do so within 31 days of the event. Within 31 days of the qualifying event you must: Log on to and select Enroll for Benefits On the next page, click on Qualifying Event Follow the directions to add or delete dependents, or change coverage as needed You must submit any required documentation (see below) to make a qualifying event change Remember, you must go online to the benefits enrollment system on myhr and make a change within 31 days of the event or you will not be able to make benefit changes until the next annual enrollment period. Examples of Qualifying Events A change in status includes but is not limited to: Change in legal marital status Marriage Divorce Change in the number of dependents Birth Adoption or placement for adoption Death Change in spouse s employment status Change in dependent status Child attains age 26 Required Documentation Marriage Certificate Signed and dated Divorce Decree Birth certificate or mother s copy Signed and dated adoption decree Death certificate Proof from spouse s employer or former employer of change in status No documentation required Other events that the Plan Administrator determines to be changes in status under IRS rules Special provisions are also made in these events: If you lose Medicaid or Children s Health Insurance Program (CHIP) coverage, or if you become eligible for state premium assistance, you have 60 days to make changes to your coverage. 11

12 Update Your Personal Info on Using myhr is a fast and easy way to update your personal information on the web site 24/7, whenever it s convenient for you. Just click on the My Personal Information tab and make changes such as your: Address Home or cell phone number Emergency contact address Beneficiary information CONA employees will need to make address and contact information updates by visiting 401(k) Plan Eligibility and Participation As a new full-time employee of Coca-Cola Bottling Co. Consolidated, you are eligible to participate in the CCBCC Retirement Savings Plan 401(k) immediately. Within a few weeks of starting work at CCBCC, you will receive a mailing at your home address, from the 401(k) Plan s recordkeeper, Fidelity Investments. That mailing will provide details concerning the Retirement Savings Plan, the investment options that are available for plan participants, and directions for starting your participation in the Plan. If you wish to enroll in the Plan and begin participation prior to receiving the mailing from Fidelity, you can do so by visiting the Fidelity Investments website at after you have received your first payroll check from CCBCC. 12

13 The Importance of Effective Prenatal Care To help support our expectant parents, the CCBCC Medical Plan offers an incentive of a $1,000 contribution to your Health Reimbursement Account (HRA) or Health Savings Account (HSA) for expectant mothers (employee and/or spouse who is enrolled in one of CCBCC s medical plan options) who successfully complete these steps: 1 Enroll in CIGNA s Healthy Pregnancies, Healthy Babies Program during the first trimester of pregnancy, and participate until delivery. This telephonic maternity coaching program can be a great source of information. 2 Begin receiving prenatal care by visiting your OB/ GYN during the first trimester of your pregnancy. 3 Continue to receive prenatal care throughout your pregnancy, attending all of the OB/GYN recommended appointments. 4 After the baby is delivered, have your OB/GYN sign and return within 90 days the Prenatal Care Physician Certification Form confirming your completion of items 2 and 3 on this list. Note: At least 20 weeks of pregnancy must be completed to be eligible for the incentive. For more information about the prenatal care program visit or call Questions About Your Benefits? Go online to and click Contact Us. Call the HR Contact Center at myHR (6947) between 8 am and 4 pm EST, Monday through Friday. Go online to and click on the link to Visit. For additional information, contact plan carriers listed below: Benefit Provider Telephone Web Address Medical and Dental CIGNA Health Care Prescription Drug Caremark Customer Service: Program (PPO-HRA Options 1 & 2) Mail Service Program: CIGNA Health Care (PPO-HSA Option 3) Vision EyeMed Vision Care Flexible Spending Flexible Benefit Accounts Administrators, Inc. (FBA) Disability Unum EAP Magellan Healthcare K Fidelity About This Guide This guide is intended as a brief, simplified summary of the CCBCC benefit plans and programs that apply to CCBCC employees. In the case of each benefit plan, the official plan document will be used to determine precisely how the plan works if there is a difference between this guide s summary and the official plan document. Contact corporate Employee Benefits for further information about those plan documents and your legal rights. CCBCC intends to continue maintaining the benefit plans and programs described in this guide. However, the company reserves the right to terminate or change anything described in this guide without notice. 13

14 Continuation of Coverage In Group Health Plans For all employees and their spouses, and individuals eligible for Continuation Coverage in Group Health Plans. This addresses the continuation of CCBCC group health coverage in situations when it would otherwise end. In some situations, group health coverage can be continued even though it would otherwise end. Continuation coverage for employees, their spouses and dependent children is provided through the federal law referred to as COBRA. This notice summarizes your rights and responsibilities under the continuation coverage provisions of COBRA. Both you and your spouse should read this notice carefully. If your spouse lives at a different address, please contact your Branch Office Coordinator or call the HR Contact Center at myHR (6947) from 8 am to 4 pm, Monday through Friday and ask to have a separate copy of this information sent to your spouse. As an employee, you may choose continuation coverage if group health coverage ends because of a reduction in hours or because of a voluntary or involuntary employment termination for reasons other than gross misconduct. This extended coverage generally may be kept for up to 18 months. If you, your spouse or dependent child is determined by the Social Security Administration (SSA) to be disabled at any time during the first 60 days of COBRA coverage, an additional 11 months of coverage may be available for all eligible family members if you notify FBA (CCBCC s COBRA Administrator) within 60 days of the date you are determined to be disabled. You must pay the required cost of continued coverage. If the individual is determined by SSA to no longer be disabled, you must notify FBA within 30 days after SSA s determination. Spouses of employees and/or their dependent children may choose continuation coverage and keep it for up to three years if their group health coverage ends because of: Death of the covered employee, whether active or on an approved leave of absence Divorce or legal separation from the employee Employee s becoming entitled to Medicare under Part A, Part B, or both. If you have a newborn child or adopt a child during the time you are covered by COBRA continuation coverage, that child can be enrolled under the continuation coverage. Like your other dependents, that child can keep continuation coverage for up to three years from the date your COBRA coverage began if the coverage would otherwise end because of one of the events described above. Dependent children covered by the company s plan may also choose continuation coverage and keep it for up to three years if their group coverage ends because they no longer qualify as an eligible dependent under the plan. Under COBRA, the employee, spouse or dependent child is responsible for notifying CCBCC of a divorce, or child s losing dependent status under the plan. Notice must be given within 60 days of the event. Involved individuals must also provide CCBCC with a current and complete mailing address. If notice is not provided within the 60-day period, the eligible individual will not be entitled to choose continuation coverage. CCBCC may require that you provide additional information. When CCBCC is notified that one of these events has occurred, an enrollment form for continuation coverage will be sent to each eligible individual along with notification of the cost. Each eligible individual has an independent right to elect COBRA coverage. Employees may elect COBRA coverage on behalf of their spouses, and parents may elect COBRA coverage on behalf of their children. If your family has another qualifying event while receiving 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation, for a maximum of 36 months, if notice of the second qualifying event is properly given to FBA (CCBCC s COBRA administrator). This extension may be available to the spouse and any dependent children receiving COBRA continuation coverage if the employee or former employee dies, becomes entitled to Medicare benefits (under Part A, Part B, or both), gets divorced or legally separated, or if the dependent child stops being eligible under the group coverage as a dependent child, but only if the event would have caused the spouse or dependent child to lose group coverage under the plan if the first qualifying event had not occurred. The eligible individual must complete the enrollment form and return it to the address on the form within 60 days after the date coverage is lost because of one of the events described here, or the date the form is received from CCBCC whichever is later. If an eligible individual does not complete the enrollment form and return it to the COBRA administrator within the 60-day period, coverage will end as of the date of the event that caused the loss of coverage. 14

15 If an eligible individual chooses continuation coverage, the company must provide coverage identical to that provided to comparably situated employees or family members. COBRA continuation coverage will end when the first of the following events occurs: Payment for continuation coverage is not made by the deadline The individual later becomes covered by another group health plan. The individual later becomes entitled to Medicare. If the employee became entitled to Medicare less than 18 months before the reduction in hours or employment termination, coverage for other covered family members may be continued for up to 36 months from the date the employee became entitled to Medicare. The 18-, 29- or 36-month COBRA period ends. The company stops providing group health coverage for employees. Continuation coverage may also be terminated for any reason the plan would terminate coverage of a participant or covered dependent not receiving continuation coverage (such as fraud). Your cost for continuation coverage will be 102% of the total cost of coverage. If you choose continuation coverage during the 60- day period following the day your group health coverage ends, you must pay the cost for that 60-day period within 45 days of your selection of continuation coverage. If you, your spouse or a dependent child is eligible for an additional 11 months of coverage because of Social Security disability, the cost for continuation coverage during that 11 months will remain at 102% of the total cost of coverage. In considering whether to elect continuation coverage, you should take into account that you have special enrollment rights under federal law. You have the right to request special enrollment in another group health plan for which you are otherwise eligible (such as a plan sponsored by your spouse s employer) within 30 days after your group health coverage ends because of a qualifying event. You will also have the same special enrollment right at the end of continuation coverage if you get continuation coverage for the maximum time available to you. Proof of insurability is not required for continuation coverage. If you have any questions about COBRA and your group health coverage, contact your Human Resources representative. Summary of HIPAA Rules Affecting Benefits The Health Insurance Portability and Accountability Act of 1996 (HIPAA) affects how coverage is provided by the CCBCC medical plan options. This documents summarizes these changes: Portability of Coverage The portability rules are designed to improve the availability of medical coverage by creating special enrollment opportunities, in addition to existing family status change rules, for employees and dependents who decline medical coverage during enrollment then lose other coverage. Special Enrollment Periods If you decline medical coverage through a CCBCC medical plan option for yourself, your spouse or your dependents because you have other medical coverage and you later lose that coverage because your: Eligibility for the other coverage ends Employer contributions for the other coverage end COBRA coverage available through the other coverage is completely used.... then, you can enroll in the company s medical plan as long as you go to click on Qualifying Event and complete the submission process within 31 days of the date your other coverage ends. If you choose to continue the coverage you lost through COBRA, you have 31 days after your COBRA coverage ends to enroll in a CCBCC medical plan option. If you acquire a new dependent because of marriage, birth, adoption or placement for adoption, you can enroll yourself, your new dependent and any other dependents in one of CCBCC s medical plan options at Click on My Benefits and then select Qualifying Event Changes and complete the submission process within 31 days of the marriage, birth or adoption. For more information on status changes that may allow you to change your CCBCC coverage choices during the year, contact your Human Resources representative. If You Have Questions Contact the HR Contact Center at myHR (6947) from 8 am to 4 pm (EST), Monday through Friday. 15

16 About This Guide This guide is intended as a brief, simplified summary of the CCBCC benefit plans and programs for CCBCC employees. In the case of each benefit plan, the official plan document will be used to determine precisely how the plan works if there is a discrepancy between this guide s summary and the official plan document. Call or the HR Contact Center for further information about those plan documents and your legal rights. CCBCC intends to continue maintaining the benefit plans and programs described in this guide. However, the company reserves the right to terminate or change anything described in this guide without notice. October 2016