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Benefit Summary
Medical Plan
BlueCross BlueShield of North Carolina
Provides access to quality doctors and facilities Supports your health with great resources Offers the latest technology to help you navigate
your plan
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Health Plan: Coverage Levels
Four coverage levels for medical, dental and vision:
•Employee only
•Employee + Spouse
•Employee + Child or Children
•Employee + Family
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Medical Plan
Benefit High Deductible Health Plan (HDHP) PPO Plan
In-Network Out-of-Network In-Network Out-of-Network
Individual Deductible* $1,500
$1,500
$500
$1,000
Family Deductible* $3,000
$3,000
$1,000
$2,000
Snyder’s-Lance HSA Contribution – Employee Only
$500 Not applicable
Snyder’s-Lance HSA Contribution - Family $500 Not applicable
Individual Out-of-Pocket Maximum
$3,000
$3,000
$2,500
$5,000
Family Out-of-Pocket Maximum
$6,000
$6,000
$5,000
$10,000
Preventive Care Covered at 100% 35% after deductible Covered at 100% 35% after deductible
Primary Care Office Visit 20% after deductible 35% after deductible $25 copay 35% after deductible
Specialist Office Visit 20% after deductible 35% after deductible $40 copay 35% after deductible4
HDHP: How does it work?
Before you meet your deductible
You pay 100% of your health care & prescription drug expenses (except generic preventive drugs which are covered at 100%)
Exception: In-network preventive care is covered at 100%, without paying your deductible first
After you reach your deductible
You pay 20% of your health care expenses, including prescriptions
BCBSNC pays the rest!
After you reach your out-of-pocket maximum of $3,000 employee tier/$6,000 all other tiers, BCBS pays 100% for the remainder of year.
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Deductibles
*A note about deductibles• If you enroll in the HDHP, your deductible depends on who you
cover. – For employee-only coverage, you meet the individual
deductible ($1,500 in-network). – If you enroll your spouse and/or children, you and your
dependents meet the full family deductible ($3,000 in-network) before the plan shares in the cost of non-preventive care.
• If you enroll in the PPO Plan, the deductible applies to each person you cover individually, so you do not have to meet the full family deductible before the plan begins sharing the cost.
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Prescription Drugs:Prime Therapeutics
Retail Pharmacy Benefits HDHP In-Network PPO In-Network
Tier 1 (Generic) 20% after deductible (preventive prescriptions covered 100% with no deductible**)
$10 copay
Tier 2 (Preferred Brand) $30 copay
Tier 3 (Brand) $50 copay
Tier 4 (Specialty Drugs) must be filled with CuraScript
25% up to $100 maximum
Mail-Order Benefits HDHP In-Network PPO In-Network
Tier 1 (Generic) 20% after deductible (preventive prescriptions covered 100% with no deductible**)
$20 copay
Tier 2 (Preferred Brand) $60 copay
Tier 3 (Brand) $100 copay
Tier 4 (Specialty Drugs) Not allowed Not allowed
**www.bcbsnc.com/content/services/formulary/preventive-rx-benefits.htm
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Health Savings Accounts: An Overview
A Health Savings Account (HSA) is a special account, owned by an individual, and used to pay for current and future healthcare expenses. HSAs are used in conjunction with a “High Deductible Health Plan” (HDHP). The benefits of an HSA are:
– Your own HSA contributions are tax-deductible. – Interest earned on your account is tax-free. – Withdrawals for qualified expenses are tax-free. – Unused funds and interest are carried over, without
limit, from year to year. – You own the HSA and it is yours to keep—even when you
change plans or retire. 8
Health Savings Accounts: Additional Details
Contributing to an HSA: Employee and/or Employer• The maximum annual HSA contribution is based on the statutory limit for
your coverage level (employee only or employee + dependents) each year.
– $3,100 - $500 = $2,600 (Employee only)– $6,250 - $500 = $5,750 (Employee +
Dependents)• If you are age 55 or older, you can also make additional “catch-up”
contributions
– $1,000
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Health Savings Accounts: Eligible Expenses
Eligible Expense…very similar to HCFSA Deductible and coinsurance amounts Visits to your doctor Medical procedures Prescription drugs Eyeglasses, contact lenses Laser eye surgery Hearing aids
For guidance, visit www.irs.gov, publication 50210
Medical Premiums
Plan and Coverage Tier Weekly PaidMedical PPO: EE $26.60Medical PPO: EE & SP $59.87Medical PPO: EE & Child(ren) $55.95Medical PPO: Family $83.81Medical HDHP: EE $15.00Medical HDHP: EE & SP $38.68Medical HDHP: EE & Child(ren) $34.81Medical HDHP: Family $54.15
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Dental Option 1: MetLife
Option 1In-Network
Option 1Out-of-Network
Deductible Individual/Family
$75/$225
$75/$225
Annual Maximum Benefit
$1,000
$1,000
Preventive Care
100% , no deductible
100% of R&C Fee*, no deductible
Basic Care50% after deductible 50% of R&C Fee* after
deductible
Major Care 50% after deductible 50% of R&C Fee* after deductible
Orthodontia
Not Covered
Not Covered
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Note: Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis.
Dental Option 2: MetLife
Option 2In-Network
Option 2Out-of-Network
Deductible Individual/Family
$50/$150
$50/$150
Annual Maximum Benefit
$2,000
$2,000
Preventive Care
100% , no deductible
100% of R&C Fee*, no deductible
Basic Care80% after deductible 80% of R&C Fee* after
deductible
Major Care 50% after deductible 50% of R&C Fee* after deductible
Orthodontia
50%, $2,000 lifetime maximum
50% of R&C Fee* $2,000 lifetime maximum
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Note: Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis.
Dental Premiums: MetLife
Plan and Coverage Tier Weekly Paid
Dental Option 1: EE $4.38
Dental Option 1: EE & SP $9.06
Dental Option 1: EE & Child(ren) $10.40
Dental Option 1: Family $16.70
Dental Option 2: EE $7.57
Dental Option 2: EE & SP $15.69
Dental Option 2: EE & Child(ren) $14.59
Dental Option 2: Family $24.61
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Vision In-Network: VSP
Option 1
In-Network
Option 2
In-Network
Well Vision Exam
$10 copay
Frequency: 1/calendar yr.
$10 copay
Frequency: 1/calendar yr.
Prescription Glasses
$ 20 copay
Frequency: every other calendar year
$ 20 copay
Frequency: every calendar year
Frames
• Included in copay above for glasses - $130 allowance
• 20% off amount over your allowance• Frequency: Every other calendar year
• Included in copay above for glasses - $160 allowance• 20% off amount over your allowance• Frequency: Every calendar year
Lenses
• Included in copay for glasses above• Single vision, lined bifocal, and lined trifocal• Polycarbonate lenses for dependent children• Frequency: Every other calendar year
• Included in copay in copay for glasses above• Single vision, lined bifocal, and lined trifocal• Polycarbonate lenses for dependent children• Frequency: Every calendar year
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Vision: VSP
Option 1
In-Network
Option 2
In-Network
Lens Options
• Standard Progressive lenses: Copay $50• Premium progressive lenses: Copay $80-$90• Custom Progress lenses: Copay $120-$160• Average 35-40% off other lens options
• Standard Progressive lenses: Copay $50• Premium progressive lenses: Copay $80-$90• Custom Progress lenses: Copay $120-$160• Average 35-40% off other lens options
Contacts (instead of glasses)
• Contact lens exam (fitting & evaluation): Copay up
to $60• Contacts: $130 allowance• Frequency: Every other calendar year
• Contact lens exam (fitting & evaluation): Copay up to
$60• Contacts: $160 allowance• Frequency: Every calendar year
Extra Savings & Discounts
• Discounts on additional Glasses and Sunglasses• Guaranteed pricing on Retinal Screening• Discount on Laser Vision Correction • Discounts on additional Glasses and Sunglasses
• Guaranteed pricing on Retinal Screening• Discount on Laser Vision Correction
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Vision Out-of-Network: VSP
Option 1
Out-of-Network
Option 2
Out of Network
Well Vision Exam
Allowance: up to $50Frequency: 1/calendar yr.
Allowance: up to $50Frequency: 1/calendar yr.
Frames
• Allowance: up to $70• Frequency: Every other calendar year • Allowance: up to $70
• Frequency: Every calendar year
Lenses
Allowances:Single Vision Lenses: up to $50Lined Bifocal Lenses: up to $75Lined Trifocal Lenses: up to $100Contacts: up to $105
Frequency: Every other calendar year
Allowances:Single Vision Lenses: up to $50Lined Bifocal Lenses: up to $75Lined Trifocal Lenses: up to $100Contacts: up to $105
Frequency: Every calendar year
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Vision Premium: VSP
Plan and Coverage Tier Weekly Paid
Vision Option 1: EE
$1.24Vision Option 1: EE & SP
$1.77Vision Option 1: EE & Child(ren)
$2.13Vision Option 1: Family
$3.40Vision Option 2: EE
$2.24Vision Option 2: EE & SP
$2.71Vision Option 2: EE & Child(ren)
$3.26Vision Option 2: Family
$6.12
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• 3 Types of Accounts:• Health Care• Limited Health Care• Dependent Care
– These accounts are a way for employees to set aside money from their paycheck, each pay period, before taxes are withheld to pay certain out-of-pocket health care expenses and qualifying dependent day care expenses.
– Throughout the plan year, the employee can be reimbursed for the medical or dependent day care expenses incurred.
– Benefit: Reduces the amount paid in taxes and increases spendable income
Flexible Spending Accounts: Ceridian
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Short-Term Disability: MetLife
• Administered by MetLife – 1-877-638-8262• Company Provided • 60% Plan: maximum weekly benefit of $600• Calculated: hourly wage x 40 hrs
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Long-Term Disability: MetLife
• Administered by MetLife• Company Provided • Benefits begin after STD is exhausted (26
weeks)• 60% of eligible pay, up to $15,000 per month
maximum
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Life Insurance: MetLife
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• Snyder’s - Lance provides life insurance coverage at
no cost to you.
• Basic Life Insurance & AD&D – 1.5 times base pay up
to max of $500,000
Supplemental
Life Insurance: MetLife
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• Employee can purchase from $25,000 up to $500,000
($25,000 increments)
• Spouse Life - $25,000 to $100,000- not to exceed 50% of employee Supp. Life
Cvrg.
• Child(ren) Life - $10,000
* Employee must elect Supplemental Life to be
eligible for Spouse and Child(ren) Life.
Supplemental AD&D: MetLife
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• Employee can purchase from $25,000 up to $500,000
($25,000 increments)
• If employee chooses Family Coverage- Spouse - insured for 50% of coverage
amount- Children - insured for 10% of coverage
amount
2012 Holiday and Personal Days
• Company Recognized Holidays – 6
• New Years Day• Memorial Day• Independence Day• Labor Day• Thanksgiving Day• Christmas Day
• Personal Days – 4• In situations where business needs dictate the
designation of a personal day(s) as a planned holidays,
locations may specify a planned holiday to be observed for the
location.
Total 10 Days
• Includes both company recognized holidays (6) and personal days (4)
• The company recognized holidays are applicable to all locations across the company
New Hires – Personal Days
• New Hires are eligible for up to 4 Personal Holidays based upon the following
schedule:
Quarter of Hire Days Eligible
1st Quarter – Begins January 1 3 Days2nd Quarter – Begins April 1 2 Days3rd Quarter – Begins July 1 1 Day4th Quarter – Begins October 1 0 Days
2012 Holiday and Personal Days
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• All regular full-time associates scheduled to work an average of 30 hours a week or more
are eligible to receive holiday pay beginning on their first day of employment.
• To schedule vacation, associates should refer to their immediate supervisor or local Human Resources representative for the process used at their location.
• Associates who are on alternating work schedules should see their supervisor or local
Human Resources representative for holiday observance for company designated holidays.
• Associates may not take a Personal Holiday until the have completed 90 continuous days
of employment.
• Personal Holidays do not “carry over” to the next year, and are not paid out on termina-
tion of employment (except for states in which forfeiture of personal holidays is prohi- bited).
• Personal holidays should be planned and schedules as far in advance as possible and
requires supervisory approval.
New Hires – Vacation Eligibility
• Vacation Hours – New Hires
• New hires are eligible for up to 80 vacation hours based upon the following s schedule:
Month of Hire Eligible Hours Month of Hire Eligible HoursJanuary 80 Hours July 32 Hours
February 72 Hours August 24 Hours
March 64 Hours September 16 Hours
April 56 hours October 0 Hours
May 48 Hours November 0 Hours
June 40 Hours December 0 Hours
Current Associates Vacation Eligibility
• New Hires – Vacation Hours Following Year of Hire
• On January 1 of every year following the employee’s year of hire, vacation hours are based upon the schedule below.
• Current Associates – Vacation Hours• On January 1 of every year, vacation hours are based upon the schedule
below.When Eligible Hours
Eligible
January 1 Following Year of Hire 80 Hours
January 1 Year in which 5th Anniversary Occurs 120 Hours
January 1 Year in which 12th Anniversary Occurs 160 Hours
January 1 Year in which 20th Anniversary Occurs 200 Hours
Using Vacation Hours
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• Vacation hours accrue on a pro rata basis over the course of the year, however, associates
may take up to their allotment of annual vacation at any time during the calendar year.
• Vacation should be planned and scheduled as far in advance as possible and requires
supervisory approval.
• In some cases, business needs will dictate when vacation hours may be taken (for instance,
during holiday periods).
• Associates may not take a vacation until the have completed 90 continuous days of service.
• To schedule vacation, associates should refer to their immediate supervisor or local Human
Resources representative for the process used at their location.
• Vacation Pay will not be advanced.
Online Benefits Enrollment: The Benefits Center
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• Go to: www.mysnyderslance.com
• Click “My Benefits”
• Find benefits information and the link to the Benefits Center.
• Use the Comparison Tool in the Benefit to cost compare.
IMPORTANT – Benefits are effective 30 days and to the first of the month following your hire date. You must make an election prior to your effective date of coverage
or you will be defaulted to Employee Only Coverage – PPO Plan and company paid benefits*
If you need assistance or have any questions, you can contact:
Employee Resource Center - 1-866-695-2623