2017yourbenefitscenter.com/wp-content/uploads/2016/12/2017-HireRight... · 2017 Employee Benefits...

2017 NEW EMPLOYEE BENEFITS GUIDE

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Contents New Hires: The Enrollment Process .......................................................................................... 3 Enrolling for Benefits Coverage................................................................................................. 3

Health and Welfare Benefits .................................................................................................................... 3 401(k) Plan ................................................................................................................................................. 3

Health and Welfare Benefits ....................................................................................................... 4 Benefits Plan Year..................................................................................................................................... 4 Eligibility ...................................................................................................................................................... 4 Medical Coverage ..................................................................................................................................... 6 Teladoc ..................................................................................................................................................... 12 Informed Health Line (Nurse-line) ......................................................................................................... 12 Prescription Drug Coverage .................................................................................................................. 12 Hospital Indemnity Plan .......................................................................................................................... 14 Dental Coverage ...................................................................................................................................... 15 Vision Coverage ...................................................................................................................................... 17 Life and AD&D Insurance ....................................................................................................................... 18 Flexible Spending Accounts .................................................................................................................. 20

Disability Benefits ..................................................................................................................... 21 Short-Term Disability .............................................................................................................................. 21 Long Term Disability ............................................................................................................................... 21

Additional Benefits ................................................................................................................... 22 Adoption Assistance ............................................................................................................................... 22 Auto, Home and Pet Insurance ............................................................................................................. 22 Critical Illness Insurance ........................................................................................................................ 22 Business Travel Accident Insurance .................................................................................................... 22 Tuition Reimbursement .......................................................................................................................... 23 Employee Assistance Program ............................................................................................................. 23 Employee Discount Program ................................................................................................................. 23 Identity Theft Services ............................................................................................................................ 23 Legal Services ......................................................................................................................................... 24 Transportation Spending Account ........................................................................................................ 24

401(k) Plan ................................................................................................................................. 25 Time Off Programs .................................................................................................................... 26

Vacation .................................................................................................................................................... 26 Sick Time .................................................................................................................................................. 28 Holidays .................................................................................................................................................... 29 Parental Leave ......................................................................................................................................... 30 Time Off for Community Service ........................................................................................................... 30 Leave of Absence Programs ................................................................................................................. 31 Required Notices ..................................................................................................................................... 31

Contact Information .................................................................................................................. 32

2017 Employee Benefits Guide

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Rev 11.2016 New Hires: The Enrollment Process

Review Your Benefit Options In this Employee Benefits Guide, you will find an overview of our employee benefit offerings. The Company also provides a benefits website and call center, called Your Benefits Center, where you can obtain benefits information and find answers to your benefits questions. The benefits website address is www.yourbenefitscenter.com. On this website, you can find benefits information to include benefits summaries, videos that provide an overview of our benefits plans, legal documents such as benefits summary plan descriptions (SPDs) and regulatory notices, claim forms, vendor contact information and much more. The Your Benefits Center phone number is 1-844-217-8215. Phone representatives are available Monday through Friday, 8:00 a.m. to 11:00 p.m. ET.

Enrolling for Benefits Coverage Health and Welfare Benefits Within one week of your hire date, you will receive an email invitation to make your benefit elections [excluding 401(k)] from Your Benefits Center. You have 30 days from your date of hire to make your benefit elections. If you have questions or you do not receive your enrollment email within two weeks of your hire date, contact Your Benefits Center at 1-844-217-8215 Monday through Friday, 8:00 a.m. to 11:00 p.m., ET. 401(k) Plan The 401(k) Plan is managed by Fidelity Investments. You will be able to enroll in the 401(k) Plan after your first paycheck. There is no deadline to enroll — you can enroll at any time. To enroll, contact Fidelity at www.401k.com or at 1-800-835-5097. Fidelity will send enrollment information to your work email address generally after you receive your first paycheck. Plan information is available online at www.401k.com under the Library tab.

http://www.yourbenefitscenter.com/

http://www.401k.com/


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Health and Welfare Benefits

Benefits Plan Year The Benefits Plan Year runs from January 1, 2017 through December 31, 2017.

Eligibility

Eligible Employees You are eligible for the health and welfare benefits described in this guide if you are a regular employee (i.e., not a temp or intern) scheduled to work at least 30 hours per week. Coverage begins the first of the month following your hire date. If you are hired on the first of the month, your coverage begins on your hire date.

Eligible Dependents When you become eligible for health and welfare benefits, so do your eligible dependents. In general, eligible dependents include your lawful spouse and children up to age 26. If your child is mentally or physically disabled, coverage may continue beyond age 26 once proof of the ongoing disability is provided. Children may include natural, adopted, foster or stepchildren. When you enroll a dependent, you certify that he or she meets the definition of an eligible dependent under the terms of the plan. If your dependent loses eligibility for coverage, you must contact Your Benefits Center within 30 days of the loss of eligibility to remove the dependent from coverage.

If it is determined that you have enrolled, or failed to remove, someone who does not meet the definition of an eligible dependent, coverage for the ineligible dependent may be terminated prospectively from the date of determination of ineligibility. If it is found that you obtained coverage through fraud or an intentional misrepresentation of material fact as prohibited by the terms of the benefits plan, coverage for you and the ineligible dependent may be rescinded. The Company will provide you with 30 days written notice of the rescission. You may also be subject to disciplinary action, up to and including termination.

Domestic Partner Coverage Benefits are available to the domestic partners of eligible employees. Eligible domestic partners include:

Opposite-sex domestic partners of employees who are registered as domestic partners in a local jurisdiction that maintains such a registry.

A same-sex domestic partner. Same-sex domestic partners must meet all of the following requirements to be eligible:

o Be at least 18 years old o Not be legally married, under federal law, to anyone or be part of another domestic

partnership during the previous 12 months o Currently be in an exclusive, committed relationship with each other that has

existed for at least 12 months and is intended to be permanent o Currently reside together, have resided together for at least the previous 12

months, and intend to do so permanently


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o Have agreed to share responsibility for each other’s common welfare and basic financial obligations

o Not be related by blood to a degree of closeness that would prohibit marriage under applicable state law

Domestic partners are not currently recognized as Internal Revenue Service (IRS) dependents. Therefore, the portion of premiums that the Company pays on behalf of your domestic partner for health and dental insurance must be taxed. This process is called “imputed income”. Also, any payroll contributions you pay that are attributable to your domestic partner’s coverage must be taxed. This means a portion of your payroll contributions will be deducted after taxes are deducted.

Changes in Benefit Elections Your 2017 elections will be in effect through December 31, 2017. Each year during Open Enrollment, you will have the opportunity to change your elections for the following plan year. During Open Enrollment, you will have the opportunity to:

o Add, change or drop benefits coverage o Add or remove eligible dependents from coverage o Enroll in a Health Care and/or Dependent Care Flexible Spending Account o Change your optional life and AD&D insurance amounts

You can make some limited changes during the year due to a Qualified Life Event. However, you must notify Your Benefits Center within 30 days of the Qualifying Life Event.

Qualified Life Events Include: »

Marriage, legal separation or divorce, or termination of a domestic partnership

Birth, legal adoption of a child, or placement of a child with you for legal adoption

Death of your spouse, domestic partner or dependent child

Change in your work location or residence (only if your current coverage is not available in the new location or if you are offered a plan that you were not previously offered)

Termination or commencement of employment by you or your spouse, domestic partner or dependent

Reduction or increase in hours of employment by you or your spouse, domestic partner or dependent

An event that causes a spouse, domestic partner or dependent to lose or gain eligibility

Enrollment in Medicare

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Medical Coverage

You may enroll in one of our two medical plans available through Aetna’s Choice POS II network:

Aetna 2000 with HSA Plan

Aetna 1300 with HSA Plan

Each plan is a high deductible medical plan with a health savings account (HSA). Employees (1) enrolled in Medicare; or (2) enrolled in Medicaid; or (3) who have medical coverage through Tricare; or (4) who have received VA benefits within the past three months and do not have a disability rating are eligible for the Aetna 2000 and the Aetna 1300 medical plans without the health savings account (HSA) component. These plans have the same provisions as the Aetna 2000 and Aetna 1300 Plans with an HSA except there is no HSA with these plans (and consequently, no HSA employer funding). If you meet at least one of the above four criteria, contact Your Benefits Center for more information on the Aetna 2000 and Aetna 1300 without an HSA Plans. Health Savings Account (HSA) Plans The HSA plans combine medical benefits with a tax-favored savings account you own and can use for qualified medical expenses. Both HSA plans provide:

Freedom to choose. You may choose any licensed provider when you need care; however, each plan pays higher benefits and you pay less out of your own pocket when you use providers that are in the Aetna network (i.e., in-network).

An employer contribution to your HSA. You can benefit from an employer contribution to your HSA when you complete a health assessment and/or biometric screening in 2017.

Triple-tax-advantaged savings. You can have money deducted from your paychecks and deposited into your HSA to pay for current and future health care expenses. In doing so, you get a triple-tax advantage. Your contributions are deducted from your paycheck before income taxes are withheld so you pay less in federal and state income tax. Plus, the money in your account earns interest tax free and any withdrawals you make to pay qualified expenses are not taxed.

Convenient payment options. You can use your Aetna debit card, online bill payment or the PayFlex mobile app to pay your medical expenses.

Investments. Once your account balance reaches $1,000, you can choose from several investment options.

Portability. You own your account. You can take it with you if you leave the Company. Building your HSA You can earn an employer contribution to your HSA by completing two healthy actions.


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Action 1: Complete a health assessment For 2017, you can earn an annual employer HSA contribution of up to $200 for employee only coverage or $400 for all other coverage categories by completing a health assessment. Please note that if you enroll in medical coverage after January 1, 2017, the amount of your employer contribution will be pro-rated based upon both your effective date of coverage as well as the coverage tier you select (e.g., employee only coverage, family coverage, etc.).

For example, if your effective date of coverage is April 1, 2017 and you elect employee only coverage and complete the health assessment, your prorated employer contribution will be: ($200 annually ÷ 12 months) x 9 remaining months = $150 employer contribution.

The health assessment is an online questionnaire that helps you learn about your current health status. Answer questions about your lifestyle, health history and recent health screenings (like the biometric screening). Your information will be kept strictly confidential and will not be shared with the Company. When you have completed the questionnaire, you will receive a personalized health report. It is a great way to learn what you are doing right — and where there is room for improvement. Visit www.aetnanavigator.com and log in to Aetna’s secure member website to complete the health assessment. If you are a first-time user, you will need to use the “Register now” link to get started. You can access the health assessment by clicking on the “I want to . . . Take a Health Assessment” which is located on the left side on your Aetna Navigator home page. You will receive the employer contribution the month following the completion of your health assessment, typically by the 15th of the month. You have until December 15, 2017 to complete the online health assessment in order to earn an employer contribution to your HSA. Action 2: Complete a biometric screening You can earn more dollars toward your HSA by completing a biometric screening for metabolic syndrome. The 2017 employer contribution for completing the biometric screening will be $200 for employee only coverage or $400 for all other coverage categories. If you enroll in medical coverage after January 1, 2017, the amount of the employer contribution will be prorated. The amount will depend upon both your effective date of coverage as well as the coverage tier you select.

For example, if your effective date of coverage is April 1, 2017 and you elect employee only coverage and complete the biometric screening, your prorated contribution will be: ($200 annually ÷ 12 months) x 9 remaining months = $150 employer contribution.

Metabolic syndrome is a set of five risk factors that, together, can set the stage for serious health problems. The risk factors are: high blood pressure, high blood glucose, low HDL cholesterol, high triglyceride levels and central obesity (as indicated by waist measurement).

http://www.aetnanavigator.com/

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When you have your biometric screening, blood will be drawn and your blood pressure and waist circumference will be measured. Get your screening:

At a Quest Diagnostics Patient Service Center. To make an appointment, visit https://my.questforhealth.com and register. Use the registration key: corprisk. You may also call 1-855-623-9355 to make your appointment. Please note that in order to receive the 2017 employer contribution to your HSA, your screening at a Quest Diagnostics Patient Service Center must be completed between January 1, 2017 – November 30, 2017.

At your workplace. Many of the Company’s larger office locations conduct onsite screenings in February and September of each year. Watch your email for more information.

At your doctor’s office. If you prefer, you can visit your primary care doctor to get screened. Just remember to bring a Physician Results form. Download the form from www.yourbenefitscenter.com. To qualify for the 2017 employer HSA contribution, your completed Physician Results form must be received by Quest Diagnostics before November 1, 2017.

You will need to fast (no food or drink, except water) for 9–12 hours prior to your screening. It is also important to drink plenty of water and take all medication according to your regular schedule prior to your screening appointment. You will be able to view your results on the Quest Diagnostics website 3–5 days after you complete your screening. You will also receive a report via regular mail 2–3 weeks after your screening. All information obtained in your biometric screening is personal and confidential. You will receive the employer contribution the month following the completion of your biometric screening, typically by the 15th of the month. Important facts you should know about the HSA The IRS sets the rules for health savings accounts. Here is what you should know:

You may cover a domestic partner under your health care plan, but his or her qualified health care expenses may not be reimbursed from an HSA unless he or she is a qualified dependent for federal income tax purposes. You may still contribute the IRS maximum for family coverage if you cover a domestic partner.

While you may cover adult dependent children for health care up to age 26 (regardless of student or marital status), using an HSA to pay for qualified health expenses of dependent children requires he or she be a qualified dependent for federal income tax purposes.

A qualifying dependent child includes:

o Dependent children up to age 19, or age 24 if full-time students.

o Dependent children up to the age of 26 that you will be providing more than 50% of this person’s support for the calendar year and can claim them on your federal income tax return.

https://my.questforhealth.com/



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You cannot use your HSA to pay the qualified expenses of adult dependent children who you do not claim on your taxes. However, if you have an adult child and are unable to claim them on your taxes, the adult child may open their own HSA to pay those expenses as long as they are enrolled in an HSA plan.

o If an adult child opens his or her own HSA, he or she can contribute up to the full

family amount of $6,750 for 2017.

Some circumstances that impact your eligibility for an HSA:

o If you are enrolled in Medicare or Medicaid, you are not eligible for an HSA.

o You cannot have both an HSA and a Health Care Flexible Spending Account (FSA).

o If you have an HSA, your spouse can not be enrolled in a Health Care Flexible

Spending Account or HRA with his or her employer.

o If you have other medical coverage through Tricare or have received VA benefits within the past three months and do not have a disability rating, you cannot have an HSA.

o If you have coverage under your spouse’s medical plan, you cannot have an HSA.

The IRS sets limits on total contribution amounts. For 2017, these limits* are:

$3,400 for individual coverage

$6,750 for all other coverage levels Employees age 55 or older during 2017 can make additional “catch-up” contributions up to $1,000. *Contribution limit includes both employee and employer contributions. Limit does not include catch-up contributions, which can be made in addition to the IRS-allowed maximum.

If you are a new hire and contributed to your prior employer’s HSA Plan during the calendar year, please note that the IRS annual limits apply to the total employee contributions you made under your previous employer’s plan and the Corporate Risk Holdings HSA Plan. Steps to use your HSA at the doctor Here is an example of how you receive and pay for care with a health savings account (HSA). For more information on how to use your HSA, see the Aetna HSA Plan guide available on www.yourbenefitscenter.com.

Step 1: Receive health care services. If you use an in-network provider, you do not need to pay at the time the service is provided. Simply show your Aetna ID card and your provider will file a claim with Aetna. There are no copayments in this plan, so please remind the receptionist if you are asked for one. Step 2: Review your claim after it is processed. If you are registered with Aetna Navigator, you will get an email when your claim has been processed. Simply click on the link to see an


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Explanation of Benefits statement that shows how the claim was processed and how benefits (if any) were paid. Step 3: Watch for the bill from your doctor. The amount you owe on your doctor’s bill should match your “amount owed” on the Explanation of Benefits (EOB). If the amounts do not match, call Aetna Member Services at 1-877-906-6176. Step 4: Decide how to pay the bill. You can pay it out of your own pocket or you can use your HSA. Remember, you own your HSA so you decide when to use it. Pay your current expenses from your account or let the account grow for future expenses — it is your choice. Step 5: Pay the bill. Once funds are available in your HSA, PayFlex, Aetna’s HSA administrator, makes it easy to pay for your eligible expenses.

Use the PayFlex debit card: expenses are paid automatically and there is no paperwork to complete.

Pay yourself back: Pay for eligible expenses with cash, check or your personal credit card. Then withdraw funds from your HSA to pay yourself back. You can even have your payment deposited directly into your checking or savings account.

Pay your provider: Use PayFlex’s online feature to pay your provider directly from your account.

Step 6: Keep your receipts. Make sure to keep your receipts for all expenses in case you are audited by the Internal Revenue Service (IRS). What are qualified medical expenses? Examples include medical plan deductibles and coinsurance, dental care, over-the-counter drugs (with a prescription), and contact lenses. For a complete list, visit www.irs.gov and search for Publication 502.

http://www.irs.gov/


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Medical Coverage Highlights Aetna 2000 Plan Aetna 1300 Plan

HSA employer funding1

Employee only coverage

Family coverage

In 2017, your employer will contribute up to these amounts to your HSA

$400 $400 $800 $800

Aetna 2000 Plan Aetna 1300 Plan

In-Network Out-of-

Network2 In-Network

Out-of-Network2

Amounts listed below are the amounts you pay

Annual deductible3

Employee only coverage

Family coverage

$2,000 $4,000

$4,000 $8,000

$1,300 $2,600

$2,600 $5,200

Annual out-of-pocket maximum4

Per individual

Per family

$6,000 $12,000

$12,000 $24,000

$3,000 $6,000

$6,000 $12,000

Doctor’s office visit

Primary care or specialist

20% after deductible




Preventive care 0% 40% after deductible

0% 40% after deductible

Inpatient hospital 20% after deductible




Emergency care 20% after deductible




Biweekly Payroll Contributions

Employee Only $23.28 $64.20

Employee + Spouse or Domestic Partner

$61.44 $145.96

Employee + Child(ren) $46.31 $110.01

Employee + Family $90.81 $200.30

1. The HSA employer funding is subject to completion of a health assessment and/or a biometric screening. If the employee completes a health assessment, the employer contribution to the employee’s HSA will be: $200 (if the employee is only covering himself/herself under the medical plan – i.e. employee only coverage) or $400 (if the employee is covering himself/herself and other family members under the medical plan—i.e., family coverage). If the employee completes a biometric screening, an additional employer contribution will be made to the employee’s HSA of $200 (for employee only coverage) or $400 (for family coverage). Amounts will be prorated for midyear enrollees.

2. Out-of-network expenses are subject to reasonable and customary charges. 3. The annual deductible is the amount you must pay before the plan will pay towards your eligible medical and prescription drug

expenses. Please note: In-network preventive care is not subject to the annual deductible. If covering one or more family members under the medical plan, you will need to meet the family coverage deductible. The employee only coverage deductible applies only when the employee and no family members are covered under the medical plan.

4. The maximum out-of-pocket is the maximum amount you will have to pay for eligible expenses each year. The out-of-pocket maximum can be met by: (1) each individual covered under the medical plan can meet the individual out-of-pocket maximum and his/her eligible expenses will be covered at 100%; or (2) one or one or more covered individuals combined can meet the family out-of-pocket maximum and each covered family members eligible expenses will be covered at 100%.

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Teladoc As a participant in one of the Aetna medical plans, you and your eligible dependents have 24/7 access to U.S. board certified doctors including pediatricians, by phone or video consult*, with Teladoc, a service for Aetna members. Teladoc doctors can:

Diagnose your condition

Recommend treatment

Prescribe medication if necessary

Teladoc doctors can treat non-emergency conditions like cold and flu symptoms, respiratory and ear infections, skin conditions, sinus problems, allergies, bronchitis and more. Each Teladoc consultation is $40 and the fee applies to your deductible, coinsurance and out-of-pocket maximums. You can use your HSA to pay for Teladoc services. To register for Teladoc and for more information, go to www.teladoc.com/aetna. You may call Teladoc at 1-855-TELADOC (1-855-835-2362). * Teladoc operates subject to state regulation and may not be available in certain states.

Informed Health Line (Nurse-line) If enrolled in an Aetna medical plan, you and your eligible dependents also have 24/7 access to

health information and answers — with Aetna’s Informed Health Line. Sometimes you just need a quick answer from a health care professional or some reliable advice

to use until you can see your doctor. With the Informed Health Line, you have this and more.

When you call the toll-free number, you will talk with a trained, registered nurse who can:

Answer health-related questions and explain medical terms

Help you decide whether or not to go to a hospital emergency room

Tell you how to take care of a health problem until you can get to a doctor

Give you good questions to ask your doctor and help you make the most of office

visits

You may call the Informed Health Line at 1-800-556-1555.

Prescription Drug Coverage

If you enroll in the Aetna 2000 or Aetna 1300 medical plan, you will also receive prescription drug benefits administered through CVS Caremark. Through CVS Caremark, you may fill your prescriptions:

At participating retail pharmacies. CVS Caremark is one of the country’s largest pharmacy benefit managers, giving you access to a network of approximately 68,000 pharmacies, including more than 7,000 CVS pharmacy stores where you can fill short-term prescriptions.

Using the mail-order service. After you enroll, you will receive information about using CVS Caremark’s mail-order service. You can order up to a 90-day supply of medication and request refills online, by phone or by using a paper order form.


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Once you are enrolled, you can register at www.caremark.com to use the mail-order service, get health information, use online tools and get answers to medication questions. Value Formulary A formulary is a list of medicines that are covered under the prescription drug plan. The Company’s prescription drug plan is called a Value Formulary because the medications covered under the Plan are high value-- they provide great health benefits and are priced right. The Value Formulary covers generics. And, some brand name drugs are covered when a generic alternative is not available. A list of covered drugs is available on the CVS’s Caremark website at www.caremark.com/highvalueplan. You may also call CVS Caremark anytime at 1-877-906-6176 for information. If your current medication is not on the Value Formulary, ask your doctor to write a prescription for an alternative that is on the Value Formulary. You can continue to take the non-covered medication; however, you will pay the full cost of the medication. If your doctor believes your current non-covered medication is medically necessary, have your doctor complete the CVS Tier Exception Form and return it to CVS Caremark at the fax number on the form. How your prescription drug benefits work with your medical deductible Until the deductible is met, you pay the full cost of any prescription. Once the deductible is met, you then pay a copay (flat fee) of $5 for generic medications and coinsurance (a percentage) for brand-name medications that are on the Plan’s Value Formulary. The Maintenance Choice Program You can fill your 90-day supply of maintenance medications at a CVS pharmacy or through mail order service. You save money because the cost of a 90-day supply is essentially the same as two months of a 30-day supply at the retail pharmacy price.

http://www.caremark.com/


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Prescription Drug Highlights

Aetna 2000 or 1300 Plan

In-Network Out-of-Network1


Participating retail pharmacy2,3 (30-day supply)

Generic

Select brand

$5 copay

20% coinsurance with a $25 minimum/$50

maximum

Not covered Not covered

Mail-order or at a CVS pharmacy2,3 (90-day supply)

Generic

Preferred brand

$10 copay

20% coinsurance with a $25 minimum/$50

maximum

Not covered Not covered

1. Out-of-network expenses are subject to reasonable and customary charges.

2. The annual medical plan deductible must first be met before the copays or coinsurance apply. Your prescription drug copays and coinsurance count towards the medical plan out-of-pocket maximums.

3. Certain prescriptions, such as birth control, that are considered to be preventive under federal law are mandated to be covered in full and the above cost sharing schedule does not apply. Contact CVS Caremark for more information as to whether a particular prescription is covered under this federal mandate.

Hospital Indemnity Plan There are two Hospital Indemnity Plan (HIP) options:

HIP 2000

HIP 1300

The HIP provides extra help when you or a covered family member needs inpatient hospital care. It pays a cash benefit directly to you that is in addition to any benefits you may receive from your medical plan. And, there is no additional paperwork or claim filing required if you are enrolled in the Aetna 2000 or Aetna 1300 medical plans. Two types of benefits are paid:

A lump-sum benefit of $1,300 (if enrolled in the HIP 1300) or $2,000 (if enrolled in the HIP 2000) for one stay in the hospital during the coverage year; plus

A daily benefit of $100 per day, for up to 100 days that a member is an inpatient in a hospital per coverage year.

Which HIP you may enroll in depends upon your medical plan election:

If you are enrolled in the Aetna 2000 medical plan, you may only enroll in the HIP 2000. If you are enrolled in the Aetna 1300 medical plan, you may only enroll in the HIP 1300. If you do not have medical coverage through the Company (e.g., you are enrolled in your

spouse’s medical plan), you may enroll in either HIP option. You pay for this benefit through after-tax payroll deductions during the year.


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This benefit can be used to help pay out-of-pocket expenses including your plan’s deductible. Here is an example of how it can work:

Jan’s Story Jan enrolls in the Aetna 2000 with HSA Plan when hired, along with the HIP 2000. In April, she unexpectedly needs back surgery. She ends up in the hospital for seven days. Aetna receives and processes the claim for Jan’s hospital stay. She doesn’t need to send a separate claim for her HIP benefit. She receives a separate check in the amount of $2,700 [$2,000 plus $700 (seven days at $100/day)] from Aetna for her HIP benefit. She uses the money to help pay her share of hospital costs.

This example is for illustrative purposes only and does not reflect events experienced by an actual participant.

Please note: The Hospital Indemnity Plan does not provide comprehensive medical coverage. It is a basic or limited benefits policy and is not intended to replace your regular medical plan coverage.

Dental Coverage

You have the choice of two dental plan options available through Delta Dental of Virginia:

Basic Dental Plan

Premium Dental Plan You can receive care from dentists who belong to the Delta PPO Network or the Premier Network. These dentists accept Delta Dental’s payment plus any cost sharing, as shown in the Dental Plan Highlights chart on the following page. Additionally, dentists in the PPO Network have agreed to a lower reimbursement rate than those who participate in the Premier Network; therefore, you will be able to receive more dental services before reaching the annual plan maximum. You also may use nonparticipating dentists (i.e., out-of-network dentists) and still receive benefits from the plan (see chart). In this case, you must pay for services at the time you receive them and then submit a claim for reimbursement. Nonparticipating dentists may bill you the difference between the amount they charge for a service and Delta Dental’s allowed charge for the covered service (also called reasonable and customary).

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Dental Plan Highlights

Basic Plan Premium Plan

PPO Network Premier

Network and Out-of-Network1

PPO Network

Premier Network

Out-of-Network1

Deductible2,3

» Individual » Family

$50 $150

$50 $150

$50 $150

$50 $150

$50 $150


Diagnostic & Preventive (exams, cleanings, X-rays)

0% 50% 0% 0% 20%

Basic5 (fillings, root canals, treatment for gum disease)

20% 50% 10% 20% 20%

Major Services5 (crowns, dentures, implants)

50% 50% 40% 50% 50%

Annual benefit maximum plan will pay for above services3

$1,000 $750 $2,000 $2,000 $750

Orthodontia5 (only for dependent children under the age of 19)

Not Covered Not Covered 50% 50% 50%

Lifetime benefit maximum for orthodontia4

N/A N/A $2,000 $2,000 $1,000




$14.54 $22.47



1. Subject to maximum plan allowance 2. The annual deductible is the amount you must pay before the Plan will pay. It does not apply to diagnostic and preventive care

and orthodontia. The annual deductible is $50 per covered individual. If enrolled in family coverage and three covered family members have each met their individual $50 deductible, the deductible has been met for any additional covered family members for the year.

3. The in-network and out-of-network deductibles and annual benefit maximums are not separate and amounts applied to one will apply to the other

4. The lifetime benefit maximum for orthodontia does not apply to annual benefit maximums 5. Ask your dentist to file a pre-determination of benefits before treatment begins – it is not required but recommended for services

over $250.


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Vision Coverage

You have a choice of two vision plan options available through VSP:

VSP Basic Plan

VSP Premium Plan

VSP has a large nationwide network of vision providers. Both vision plans give you access to these quality vision providers. However, you do have the choice to see non-participating providers. Keep in mind your coverage will be less if you receive services outside of the VSP network and you will be required to submit a claim form for reimbursement.

Vision Coverage

VSP Basic Plan VSP Premium Plan

In-Network Out-of-

Network1 In-Network

Out-of-Network1

How often (in months) the plan will pay benefits for:

Exams/eyeglass lenses/frames

Children’s covered vision expenses

12/12/24 12/12/24

12/12/24 12/12/24

12/12/24 12/12/24

12/12/24 12/12/12

Exam $10 copay Up to $45 $10 copay Up to $45

Eyeglass lenses

Single

Bifocal

Trifocal

$20 copay $20 copay $20 copay

Up to $30 Up to $50 Up to $65

$10 copay $10 copay $10 copay

Up to $30 Up to $50 Up to $65

Frame allowance $150

$80 at Costco Up to $70

$150 $80 at Costco

Up to $70

Contact lens allowance (in lieu of glasses)

$120 Up to $105 $150 Up to $105




$5.94 $8.88



1. Dollar amounts listed under out-of-network are the maximum the plan will pay.

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Life and AD&D Insurance Life and accidental death and dismemberment insurance should be an important part of your financial planning—no matter what your age. The Company provides Basic Life and Basic Accidental Death and Dismemberment (AD&D) coverage to all eligible employees at no cost.

Basic Life Insurance You will automatically receive basic life insurance coverage in the amount of 1x your annual base salary, with a minimum of $50,000. At age 70, the benefit amount drops to 50% of your annual base salary. Your life insurance is administered by Prudential. Company-paid life insurance in excess of $50,000 is considered a taxable benefit per Section 79 of the Internal Revenue Code. Only the premium on the benefit amount above $50,000 is subject to imputed income and will be reflected on your paystub. You may choose to have your basic life insurance limited to $50,000.

Basic AD&D Insurance In addition to life insurance, the Company provides insurance that pays a benefit if you die or are dismembered in an accident. Your coverage is 1x your annual base salary, with a minimum of $50,000, and there is no cost to you. At age 70, the benefit amount drops to 50% of your annual base salary. AD&D insurance is administered by Prudential.

Supplemental Employee Life Insurance If you are eligible for basic life insurance, you may also purchase supplemental employee life insurance up to 6x your annual base salary (up to $1 million). At age 70, the benefit amount drops to 50% of your election. You will have to submit and pass evidence of insurability (as defined by Prudential) if (1) the total coverage amount is more than the lesser of (a) 3x your annual base salary or (b) $350,000; and (2) during the annual Open Enrollment period, you (a) elect coverage for the first time; or (b) elect to increase your coverage by more than one level.

Per $1,000 of Coverage

Employee’s age Bi-weekly Rate

<35: $0.0231

35-39: $0.0277

40-44: $0.0369

45-49: $0.0600

50-54: $0.0969

55-59: $0.1662

60-64: $0.2631

65-69: $0.3092

70+: $0.9508

What is Evidence of Insurability? Evidence of insurability is a process where Prudential reviews your medical information and either approves or denies your coverage. Usually, this is a questionnaire; however, it may include reviewing medical records and a physical exam.


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Spouse or Domestic Partner Life Insurance You can purchase up to $300,000 (in increments of $10,000) of life insurance for your spouse or domestic partner. The amount may not exceed 100% of your supplemental employee life insurance amount. You will have to submit and pass evidence of insurability (as defined by Prudential) if (1) you elect a total coverage amount greater than $50,000; and (2) during the annual Open Enrollment period, you (a) elect coverage for the first time; or (b) elect to increase your coverage by more than one level. .


Employee’s Age* Bi-weekly Rate

<35: $0.0231

35-39: $0.0277

40-44: $0.0369

45-49: $0.0600

50-54: $0.0969

55-59: $0.1662

60-64: $0.2631

65-69: $0.3092

70+: $0.9508 *Spouse life rates are based on the employee’s age. Once the employee reaches age 70, the spouse life benefit will reduce to 50%.

Child Life Insurance

You can purchase from $5,000 to $20,000 of coverage for your child(ren) who are unmarried, depend on you for at least 50% of their support and are under age 26. The amount may not exceed 100% of your supplemental employee life insurance amount. Evidence of insurability is not required.

Child Life Insurance

Coverage Amount Bi-weekly Rate

$5,000 $0.023

$10,000 $0.046

$15,000 $0.069

$20,000 $0.092

Supplemental AD&D Insurance You have the option to elect supplemental accidental death and dismemberment (AD&D) coverage for yourself and your dependents. You have two choices for coverage:

You Only

You + Family

Evidence of insurability is not required.

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If you elect coverage for yourself only, voluntary AD&D pays a benefit in addition to the company-paid benefit. You can choose from 1x to 6x your annual base salary, up to $1 million. If you elect the employee + family option, your spouse or domestic partner and/or child(ren) will be covered under this election, but the benefit amount may vary.


Coverage Bi-weekly Rate

Employee Only $0.0106

Family $0.0157

Flexible Spending Accounts Flexible Spending Accounts (FSAs) allow you to set aside money – tax-free – from your paychecks. You then use that tax-free money when you have certain everyday healthcare or dependent care related expenses. There are two types of FSAs available:

Health Care FSA — Use pre-tax dollars to pay for eligible healthcare expenses including: o Medical, dental and vision copays and coinsurance o Prescription or over-the-counter drugs (with a prescription) o Glasses, contacts and LASIK surgery

Dependent Care FSA — Use pre-tax dollars to pay for eligible dependent care expenses

for your children under age 13 and for qualifying older relatives, including dependent parents, if claimed as a dependent on your Federal tax return. Care must be provided so that you and your spouse can work, attend school or look for a job.

Note for health savings account (HSA) medical plan participants: If you participate in an HSA medical plan, you cannot contribute to the Health Care FSA. You can contribute to the Dependent Care FSA.

How FSAs Work

1. You elect to set aside a certain amount of money in your FSA(s) for 2017 based on the guidelines below.

Maximum Election Amount o Health care FSA: $2,600 o Dependent care FSA: $5,000 ($2,500 if married and filing separate tax

returns) 2. Your election amount is deducted from your paychecks equally throughout the year. The

amount will remain in effect through December 31 unless you have a qualified life event. 3. You use the money you set aside to pay yourself back for eligible health care and/or

dependent care expenses. Important! You must incur qualified expenses to cover the money in your account(s) by December 31, 2017, and submit any claims for reimbursement by March 31, 2018; otherwise, you lose any remaining money. Leftover money cannot be rolled over into the next plan year. Do not worry! Just determine how much you spent out-of-pocket on health care or dependent care expenses this year. That will help you more accurately estimate your out-of-pocket expenses.


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Disability Benefits

Short-Term Disability Short-term disability (STD) coverage is provided to you at no cost. You become eligible for this coverage 90 days after your date of hire. The program pays a benefit equal to 60% of your annual base salary. Benefits start after you have been out of work for five scheduled work days. Benefits may continue for up to 182 calendar days in a 12-month period. Maternity STD benefits cover eligible employees for a period of 10 weeks.

Short-Term Disability Benefits

Income Replacement 60% of weekly base salary1,2

When Benefit Begins (from date of disability) 6th regularly scheduled work day3

Maximum Benefit Period 182 calendar days in a 12-month period

Tax Treatment Employer-Paid / Benefit Taxable

1. Employees classified as Vice President or above will be eligible to receive 100% of base pay. 2. Benefits are integrated with any amount you receive or are entitled to receive under any state compulsory benefit act or law, such

as state disability or workers’ compensation. 3. Employees classified as Vice President or above will be eligible to begin collecting short-term disability benefits on the first regularly

scheduled workday of continuous disability.

Long Term Disability Long term disability (LTD) insurance picks up when STD benefits end. LTD insurance will replace 60% of your monthly base salary up to a maximum monthly benefit of $25,000. You pay for this coverage through after-tax payroll deductions. Because you pay for LTD, you will not be taxed if you receive LTD benefits in the future. If you have LTD coverage through another source and do not want LTD coverage through the Company, call Your Benefits Center at 1-844-217-8215 to discuss your options. The annual rate for coverage is $0.26 per $100 of your base salary. Here is an example of how the cost of LTD insurance is calculated:

Your base salary is $60,000.

The premium rate is $0.26 per $100 of base salary

Your bi-weekly payroll deduction will be $6.00 ($60,000÷100=$600x$0.26÷26=$6.00)

Long Term Disability Benefits

Income Replacement 60% of monthly base salary up to a maximum monthly benefit of $25,0001

When Benefit Begins (from date of disability) 180th day of absence

Maximum Benefit Period Generally until Social Security Retirement Age

Tax Treatment Employee-Paid / Benefit Non-Taxable 1. Benefits are integrated with any amount you receive or are entitled to receive under any state compulsory benefit act or law, such

as state disability, social security disability, or workers’ compensation.

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Additional Benefits

Adoption Assistance To help employees who choose to adopt, the Company offers an adoption assistance benefit. Reimbursement of allowable expenses associated with an adoption will be made up to a maximum reimbursement of $2,500 per child once the adoption is final. If both parents are employed by a Corporate Risk Holdings company, they may only receive a combined reimbursement of $2,500 per child.

Auto, Home and Pet Insurance You can obtain special group discounts on auto and home insurance from MetLife Auto & Home. Many policies are available, including those beyond your car or home, such as those for condos, rental apartments and your RV. Special group discounts are also available on pet insurance offered through VPI Pet Insurance. From wellness care to significant medical issues, VPI is the smart way to protect your pet’s health — and your pocketbook. You may enroll in any of these benefits at any time. To enroll or for additional information, visit the MetLife website at www.metlife.com/mybenefit or call MetLife at 1-800-GET-MET 8 (1-800-438-6388).

Critical Illness Insurance Critical illness insurance protects you or a covered family member if you face high out-of-pocket expenses resulting from a serious medical condition. The program, which is administered by MetLife, provides a lump-sum benefit payment that can be used to meet day-to-day expenses ranging from copays and deductibles to child care. Covered conditions include cancer, bone marrow and organ transplants, heart attack, stroke and kidney failure. A pre-existing condition clause does not apply. A complete list of covered conditions is available on www.yourbenefitscenter.com.

Business Travel Accident Insurance The Company’s business travel plan provides insurance benefits and travel assistance services for employees while traveling on business. Services are available 24 hours a day, 7 days a week, anywhere in the world. The plan provides:

Assistance with lost items such as baggage, passport and travel documents.

Travel medical assistance including emergency medical evacuation transportation

Security assistance such as evacuation from a natural disaster or security situation

A death benefit of 2x annual salary with a minimum benefit of $100,000 up to a maximum benefit of $1,000,000 in the event of an accidental loss of life while conducting business travel.

No enrollment is necessary. For more information on the Business Travel Accident plan, visit www.yourbenefitscenter.com.

http://www.metlife.com/mybenefit




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Tuition Reimbursement The Education Assistance Program encourages personal and professional development through formal education. Full-time employees who have been employed for at least six months are eligible for up to $5,250 in reimbursement of job/career-related courses taken at CHEA-accredited institutions. For additional information, refer to the Educational Assistance Program Policy which is available on www.yourbenefitscenter.com.

Employee Assistance Program The Company’s Employee Assistance Program (EAP) is administered by ComPsych Guidance Resources. This program provides:

Confidential counseling on personal issues such as relationships, parenting, stress and job pressures.

Work-life resources to help with finding child care, planning for college, purchasing a car, adopting a child, planning a vacation and other needs.

Legal resources and consultation on issues such as divorce, real estate transactions, bankruptcy and civil lawsuits.

Financial information and tools to help with debt, retirement planning, credit card problems, taxes and more.

Support for expectant and new parents on financial issues, child care, work-life balance, legal questions and emotional concerns.

The EAP is available to you and your eligible dependents at no cost. No enrollment is required.

ComPsych Guidance Resources

Hours 24 hours / 7 days week

Phone 1-855-649-3017 (TDD: 1-800-697-0353)

Website www.guidanceresources.com

To register, use company Web ID: corprisk

Employee Discount Program The Company has arranged for employees to receive special discounts and promotions at a variety of establishments including cell phone discounts, car purchase and rental programs, computers and electronics discounts and much more. These discounts are available to eligible employees. For additional information on employee discounts, visit www.yourbenefitscenter.com.

Identity Theft Services To protect you and your family from the financial damage and emotional toll of identity theft, LegalShield offers IDShield. Services and features include the following and more:

Credit and security monitoring of your personally identifiable information

Unlimited access to identity consultation services provided by Kroll’s licensed private investigators

Lost/stolen wallet assistance

In the event your identity is stolen, identity restoration services through Kroll.


http://www.guidanceresources.com/


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IDShield covers:

You

Your spouse or qualified domestic partner

Up to eight dependent children under the age of 18 The 2017 bi-weekly rates for coverage are listed below.

Legal Services Legal services are available at affordable rates from LegalShield. Services available to you include unlimited phone consultations, contract and document review, will and living will preparation, mortgage document assistance, divorce and separation, adoption, name changes and more. LegalShield covers:

You

Your spouse or qualified domestic partner

Any never-married dependent children under 21 years of age who are permanent residents of your household

Any never-married dependent children under 23 years of age who are full-time college students

Any child under 18 years of age for whom you are legal guardian

Any dependent child, regardless of age, who is incapable of sustaining employment by reason of mental or physical handicap and is chiefly dependent upon you for support

The 2017 bi-weekly rates for coverage are listed below.

Plan Bi-weekly Rate

Legal Plan $7.27

Individual IDShield Plan $3.90

Family IDShield Plan $7.36

Legal & IDShield Individual Bundle $11.17

Legal and IDShield Plan Family Bundle $13.25

Transportation Spending Account Transit benefits, administered by WageWorks, let you set aside before-tax dollars to pay for employment-related out-of-pocket transportation expenses. There are two options available: mass transit or parking. You may enroll in one or both options through the WageWorks website:

Visit www.wageworks.com and log in or click on Employee Registration.

When registering, you will need to enter your first name, last name, date of birth, zip code and ID code (last four digits of your Social Security number).

Review the User Agreement and Confirm your acceptance.

http://www.wageworks.com/


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Select the Commuter tab to learn more about that program or place your order. Enrollments, changes or cancellations must be made by the 4th of the month in order to be effective the following month.

401(k) Plan

A 401(k) is a retirement savings plan. Through this plan, you may elect to have a percentage of your paycheck deposited to a retirement savings account with Fidelity Investments. The money is deducted from your paycheck before federal, and in most states, state and local income taxes and is not subject to taxes until you withdraw the funds from your account. Eligibility All full-time and part-time employees, interns and temporary employees are eligible to enroll in the Plan. Residents of Puerto Rico however, are not eligible to participate in the Plan. You are eligible upon employment to enroll and there is no deadline to enroll. Employee Contributions You may elect to have from 1% to 60% of your eligible gross compensation withheld from each paycheck on a pretax basis up to the annual IRS limit of $18,000 for 2017. If you are or will be 50 years old or older in 2017, you are eligible to make additional "catch-up contributions" up to the IRS annual limit of $6,000 for 2017. Catch-up contributions are not eligible for employer matching contributions. If you are a new hire and contributed to your prior employer’s 401(k) Plan during the calendar year, please note that the IRS annual limits apply to the total employee contributions you made under your previous employer’s plan and our Company’s 401(k) Plan. Employer Matching Contributions The Company will match 100% of your first 4% in eligible earnings deferred each pay period. Catch-up contributions are not eligible for employer matching contributions. All employees will be immediately 100% vested in employer matching contributions. Example of how the match works: Ashley earns $2,000 per paycheck and elects to contribute 4% to the 401(k) Plan $2,000 x .04 = $80 (Ashley’s contribution) $2,000 x .04 = $80 (employer match) $160 total contribution deposited to Ashley’s 401(k) account each paycheck Rollovers You may roll over your pre-tax assets from another qualified retirement plan, such as a former employer’s 401(k) Plan, at any time. The 401(k) Plan rollover form and instructions can be found in the 401(k) Plan Enrollment Guide which is available on www.yourbenefitscenter.com or by contacting Fidelity Investments at 1-800-835-5097. Investments The Plan offers a variety of investments to include Fidelity and non-Fidelity mutual funds.


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Enrollment To enroll, go to Fidelity’s website at www.401k.com. Or contact Fidelity by phone at 1-800-835-5097. Your 401(k) paycheck deductions, and the employer match, will begin generally one to two paychecks following your enrollment. You may change, stop or re-enroll in the 401(k) Plan at any time. A copy of the 401(k) enrollment guide and Summary Plan Description is available on Fidelity’s website at www.401k.com or at www.yourbenefitscenter.com. You may contact Fidelity at 1-800-835-5097 with questions.

Time Off Programs Vacation The Company is committed to providing employees with opportunities to take time off from work for reasons including rest, relaxation, rejuvenation or to spend time with their families. All employees are encouraged to utilize their vacation during the calendar year in which they receive it. For employees whose primary place of work IS NOT California or Montana: Regular full-time and regular part-time U.S. based Exempt employees, and hourly Non-Exempt employees who are regularly scheduled to work 20 or more hours per week, are eligible to earn paid vacation under this policy. Employees scheduled to work less than 20 hours per week, as well as intermittent, contingent and temporary employees, are not eligible to earn paid vacation under this policy. Employees who are classified as Vice President or above are not eligible to earn paid vacation under this policy and should refer to the Executive Time Off Policy for details. Vacation pay is not counted as hours worked for the purpose of calculating overtime pay or overtime premiums. Vacation Accrual Vacation time is accrued on a per-pay-period basis from January to December of each calendar year, and is based on the employee’s length of service with the company in accordance with the following Vacation Eligibility Schedule. Vacation Eligibility Schedule

0 – up to 2 years 2 years – up to 5 years 5 years or more

120 hours 160 hours 200 hours

Employees will earn vacation hours each bi-weekly pay period at a rate equal to approximately 1/26th their current 12-month vacation earning rate, and earned vacation hours will be deposited into the employee’s “bank” of vacation hours each payday. Vacation hours will be earned as shown in the following Vacation Accrual Schedule.





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Vacation Accrual Schedule*

Number of Hours Eligible Accrual per Pay Period (In hours)

120 hours 4.62 hours per pay period 160 hours 6.15 hours per pay period

200 hours 7.69 hours per pay period

*Part-time employees will accrue prorated vacation hours based on the number of their regularly scheduled part-time work hours.

Employees are not eligible to carryover any unused vacation time from one calendar year to the following calendar year, unless otherwise required by law. Any unused vacation at the end of a calendar year will no longer be available for use, and any unused vacation will not be paid upon termination of employment for any reason, unless otherwise required by law. Employees may not use paid vacation to extend a termination effective date. Scheduling Vacation Time Vacation time should be used for pre-approved time off which has been submitted by the employee through the time-off request process and approved by their supervisor. An employee requesting vacation time should provide his/her supervisor with a minimum of 5 business days’ notice of intention to take vacation time. Vacations should be scheduled so as to provide adequate coverage of job and staff requirements. It is the responsibility of the employee’s supervisor to approve the scheduling of vacation, taking into consideration business requirements. Exempt employees may take vacation time in increments of an hour. Non-Exempt employees may take vacation time in increments of 15 minutes. Vacation Advance Vacation advances are at management’s discretion, and an employee may not have a negative balance of greater than 40 vacations hours at any time. Employees who are granted a vacation advance will be required to complete a Request for Advance form, which requires agreement to repay the advance in the event employment terminates for any reason before the advance is earned. Payment of Vacation Vacation will be paid based upon the employee’s base rate of pay at the time the vacation is taken. If a holiday falls on a day that an employee is scheduled to work and it is during an employee’s scheduled vacation, then the day will be paid as a holiday and will not be counted as a vacation day. Employees whose primary place of work is either California or Montana: The vacation policy is based on your full years of service as of January 1. Employees whose primary place of work is either California or Montana and are scheduled to work 80 hours per pay period will accrue and maintain vacation hours as follows:

Full Years of Service as of January 1

Vacation hours for employees scheduled to work 80 hours per

pay period

Maximum “Banked” Vacation Hours (1.5 x annual accrual

rate)

New Hires up to 5 years 120 hours 180 hours

5 years or more 160 hours 240 hours

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Employees scheduled to work at least 40 or more hours per pay period but less than 80 hours per pay period will accrue prorated vacation hours based on the number of regularly scheduled work hours. Employees working less than 40 hours each pay period are not eligible for paid Vacation Time. Employees will earn hours each pay period at a rate equal to approximately 1/26th their current 12- month vacation earning rate. Earnings will continue until the employee’s unused vacation hours reach his/her banked vacation hours maximum, at which time the employee’s vacation earning capability will be suspended. Earned vacation hours for the pay period are deposited to the employee’s vacation hours bank each payday they are earned. The determination of how many hours an employee may earn will be made after reducing the Vacation bank for Vacation hours used through the end of the current pay period.

Scheduling Vacation Time An employee whose primary place of work is either California or Montana requesting Vacation Time should provide his/her manager with a minimum of two business days notice of intention to take Vacation Time. Vacations will be scheduled so as to provide adequate coverage or job and staff requirement. It is the responsibility of the manager to approve the scheduling of time off, taking into consideration business requirements. Unscheduled Vacation Time can create business interruption and should be avoided whenever possible; however, in the event this is necessary, employees should notify their supervisor within one hour of the start of their shift. Excessive use of unscheduled Vacation Time may lead to corrective action.

Sick Time Eligible employees scheduled to work 80 hours per pay period may take up to 40 hours of paid Sick time per calendar year, regardless of years of service. Employees scheduled to work more than 20 hours, but less than less than 80 hours per pay period will receive Sick Time prorated based on the number of scheduled work hours per pay period. Employees scheduled to work less than 20 hours per week, as well as intermittent, contingent, and temporary employees, are not eligible for Sick Time, unless required by law. Employees eligible for sick time who are hired after January 1 will receive a prorated amount of sick time for the remainder of the calendar year based on hire data as follows:

Month of Hire

Sick Hours for Employees Scheduled to

Work 80 Hours Per Pay Period

January, February 40

March, April 32

May, June, July 24

August, September 16

October, November, December 8

Conditions for Using Sick Time Sick Time may be used for illness or injury of the employee and for employee health and dental care provider appointments when it is not possible to schedule appointments during non-working hours. Sick Time used for health care provider appointments, which are not medically urgent, must be scheduled in advance and approved by the supervisor.


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Sick Time may also be used for illness or health and dental provider appointments of a member of the employee’s household, for the waiting period for Short-Term Disability, or for FMLA or Personal LOA for medical reasons. When circumstances warrant, the Company may require a medical statement about whether an employee's presence at work poses a risk to self or others. In case of illness or injury which is expected to continue beyond the Sick Time allotted, the Short-Term Disability and/or FMLA policies may be applicable. Request for Sick Time Sick Time should be requested in advance when possible (e.g., elective surgery, medical appointments). In the case of illness, injury, emergency, or any other absence not approved in advance, employees are required to inform the supervisor of the circumstances prior to the beginning of their shift.

Exempt employees may take Sick Time in increments of one hour. Non-exempt employees may take Sick Time in increments of 15 minutes.

*Time off programs can vary by state. Refer to the vacation and sick policies on the Corporate Risk Holdings Intranet for details.

Holidays Regular full-time and regular part-time employees scheduled to work 20 or more hours per week are eligible for paid holidays. Holiday hours for employees scheduled to work less than 40 hours per week will be prorated based on the number of scheduled work hours per week. Employees scheduled to work less than 20 hours per week, as well as intermittent, contingent, and temporary employees, are not eligible for paid holidays, unless required by law. The 2017 holiday schedule is as follows:

8 HOLIDAYS

New Year's Day - Monday, January 2

Martin Luther King Jr. Birthday - Monday, January 16

Memorial Day -- Monday, May 29

Independence Day -- Tuesday, July 4

Labor Day -- Monday, September 4

Thanksgiving Day -- Thursday, November 23

Day after Thanksgiving -- Friday, November 24

Christmas Day -- Monday, December 25

2 FLOATING HOLIDAYS⁽¹⁾⁽²⁾

Employees with a work location of California or Montana must use the following schedule for floating holidays:

Floating Holiday Must be used on or between:

1st Floating Holiday January 1 - June 30, 2017

2nd Floating Holiday July 1 - December 31, 2017

Employees with a non-California/Montana work location may use the

2 floating holidays on or between Jan. 1 – Dec. 31, 2017

(1) Floating holidays must be used within the listed timeframe or they will be forfeited

(2) Must be hired 90 days prior to using floating holidays except California/Montana; California/Montana employees must be hired 30 days prior to using floating holidays

http://i.corprisk.com/indexc37e.html?option=com_content&view=category&layout=blog&id=69&Itemid=17


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Parental Leave New fathers and mothers are eligible for five days of paid leave at 100% of salary following the birth, adoption or placement of a child.

For new mothers who give birth, paid parental leave may be used during the first week of short-term disability (i.e., the waiting period). Regular full-time and regular part-time employees scheduled to work 30 or more hours per week and who have been actively employed by the Company for at least 90 days are eligible for this benefit.

Time Off for Community Service The Company recognizes it is our responsibility as a good corporate citizen to help enrich our surrounding communities of residence and work. We encourage our employees to become involved in their communities, lending their voluntary support to programs that positively impact the quality of life within these communities. To recognize the efforts of our employees and encourage volunteerism, the Company offers a paid time off policy for community service.

The Company provides the opportunity to volunteer for one day (8 hours) per calendar year to those regular employees who work 20 hours or more a week. This time off should be taken in whole or half-day increments and with prior permission from the employee’s manager. Time off must be used for a 501(c)(3) non-profit organization, Company-recognized volunteer activities, or a child’s school related activities. Examples of the types of volunteer activities for which eligible employees may use their time off for community service include building a house for Habitat for Humanity, volunteering at a food bank, cleaning up a beach, park or trail, becoming a Big Brother/Big Sister, volunteering at a local hospital, educating the future workforce (e.g., youth mentoring, tutoring, etc.), providing disaster relief to our communities, volunteering at an inner-city school or chaperoning a child’s school field trip.

Examples of inappropriate uses for time off for community service include taking a ski vacation and charitably giving ski lessons, coaching your child’s basketball team, attending your child’s PTA conference, serving as your child’s scout leader and attending a professional, religious or personal interest conference.

Guidelines

Employees must provide reasonable notice to their supervisor and work demands can take priority over a time off request for community service.

Employees can choose a charity or school related activity of their choice, or work together with other company members on a team volunteer activity.

Employee volunteer participation during scheduled work hours must be approved in advance by the employee’s supervisor.

Time off for community service should be scheduled to help with the coordination of other work-related responsibilities, should not create the need for overtime or cause conflicts with other employees’ schedules.

Time off for community service volunteering must be approved using eTime (same as vacation and sick time) and coded as “VOL”.


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Leave of Absence Programs Your employer provides a variety of options to manage workplace absences that allow employee flexibility in achieving work/life harmony. Refer to the General Leaves of Absence policy on the Corporate Risk Holdings Intranet for details.

Required Notices The Company is required to make available to you certain regulatory notices regarding employee benefits plans. These notices include:

ACA Notice Regarding Patient Protections

CHIP Notice

EEOC Wellness Program Notice

HIPAA Special Enrollment Notice

HIPAA Privacy Notice

HIPAA Special Enrollment Notice

Health Insurance Exchange Notice

Medicare Part D Notice

Summary Annual Reports (SARs)

Summary of Benefits and Coverage for Each Medical Plan

Summary Plan Descriptions (SPDs)

Women’s Health and Cancer Rights Notice You may view and print these notices by logging into www.yourbenefitscenter.com and see the Regulatory Notices tab. You may request that a paper copy of a notice be mailed to you at no cost by contacting Your Benefits Center at 1-844-217-8215. Phone representatives are available Monday through Friday, 8:00 a.m. to 11:00 p.m. ET Please note that if you are a new hire, you will automatically receive a paper copy of the COBRA General/Initial Rights Notice and the HIPAA Privacy Notice. These notices will be mailed to your home address on file with the Company.



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Contact Information

Vendor Online Telephone Hours

Benefits Administrator

Your Benefits Center

www.yourbenefitscenter.com 1-844-217-8215 M–F 8:00 a.m. – 11:00 p.m. ET

Medical/Prescription Drug/Dental/Vision/EAP

Aetna Medical Plans

Teladoc

Informed Health Line

www.aetnanavigator.com www.teladoc.com/aetna

1-877-906-6176 1-855-835-2362 1-800-556-1555

M, T, Th, F 8:00 a.m. – 6:00 p.m. ET W 9:00 a.m. – 6:00 p.m. ET 24/7 24/7

CVS Caremark Prescription Drug

www.caremark.com 1-877-906-6844 24/7

Delta Dental of Virginia www.deltadentalva.com 1-800-237-6060 M–Th 8:15 a.m. – 6:00 p.m. ET F 8:15 a.m. – 4:45 p.m. ET

Vision Service Plan www.vsp.com 1-800-877-7195 M–F 8:00 a.m. - 8:00 p.m. PT Sat. 7:00 a.m. - 8:00 p.m. PT Sun. 7:00 a.m. - 7:00 p.m. PT

ComPsych EAP www.guidanceresources.com Web ID: CorpRisk

1-855-649-3017 24/7

Spending Accounts

Health Care and Dependent Care FSA

www.yourbenefitscenter.com

1-844-217-8215 M–F 8:00 a.m. – 11:00 p.m. ET

Transportation/ Commuter Accounts

www.wageworks.com 1-877-924-3967 M–F 8:00 a.m. – 8:00 p.m. ET

Life Insurance and Voluntary Benefits

Life, AD&D and LTD Insurance


LegalShield

www.legalshield.com 1-800-654-7757 M–F 7:00 a.m. – 7:00 p.m. CT

MetLife Auto, Home and Pet insurance

www.metlife.com/mybenefit 1-800-438-6388 M–F 9:00 a.m. – 6:00 p.m. ET

MetLife Critical Illness


Leave of Absence

Leave of Absence and STD

www.sedgwickcms.com

1-877-576-8149 Intake Call Center: 24/7 Customer Service Call Center: M–F 7:00 a.m. - 8:30 p.m. CT

401(k) Plan

Fidelity Investments www.401k.com 1-800-835-5097 M–F 8:30 a.m. – 8:00 p.m. ET


http://www.aetnanavigator.com/

http://www.teladoc.com/aetna


http://www.deltadentalva.com/

http://www.vsp.com/

http://www.guidanceresources.com/

http://www.nextgenerationenrollment.com/participants/fsa/

http://www.wageworks.com/


http://www.legalshield.com/

http://www.metlife.com/mybenefit


http://www.sedgwickcms.com/



33

Copyright @2017 Corporate Risk Holdings, LLC. All rights reserved. Printed in the United States. Restricted Rights The information contained in this document is proprietary and confidential to Corporate Risk Holdings, LLC. No part of this document may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying and recording, for any purpose without the express written permission of Corporate Risk Holdings, LLC. This document is subject to change without notice. Corporate Risk Holdings, LLC does not warrant that the material contained in this document is error-free. If you find any problems with this document, please report them to Corporate Risk Holdings, LLC Human Resources in writing. Corporate Risk Holdings, LLC reserves the rights to terminate, suspend, withdraw, or modify the benefits described in this document, in whole or in part, at any time. No statement in this or any other document, and no oral representation, should be construed as a waiver of this right. This is not a legal document. Please refer to the summary plan descriptions for detailed information. Summary Plan Descriptions may be found at www.yourbeneftscenter.com. This document is not intended to cover every option detail. Complete details are in the legal documents, contracts, and administrative policies that govern benefit operation and administration. If there should ever be any differences between the summaries in this handbook and these legal documents, contracts, and policies, the legal documents, contracts, and policies will be the final authority.

http://www.yourbeneftscenter.com/

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