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2019-2020 ENROLLMENT
GUIDE
2
Welcome to Enrollment for your 2019 - 2020 Benefits!
We are pleased to introduce you to the 2019 Group Benefits
Program. We truly value our employees and our appreciation
is reflected in your comprehensive benefits program. We
strive to offer you a complete benefits package with choices
to help you match your insurance needs with your personal
health. We have carefully selected these programs with your
best interests in mind. By selecting the right combination of
benefits, you can maintain good health and can protect you
and your family from unexpected costs. In line with the
requirements of the Affordable Care Act (ACA), the benefits
provided offer you a number of choices to meet your needs.
Please note that all benefits begin the 1st day of the month
following the date you complete 30 days of continuous
service. You will have 30 days from your hire date to log into
the Explain My Benefits enrollment system to make your
elections. If you do not make your elections within these
30 days, you will not have coverage for ADCS benefits,
and you will not have another opportunity to elect
coverage unless you have a qualifying life event or until
the next open enrollment period.
The ADCS Group Benefits Program is a significant part of
your total rewards package at ADCS, and represents our
strong commitment to the health and welfare of our
employees.
Table of Contents
Who’s Eligible……………………………………………….3
Enrollment Process……………..…………………….……4
Mobile App……………………………………..……...…....5
Login Instructions…………………………………….….....6
Medical…………………………………...………..…...…7-9
Health Savings Account………………………………….10
Flexible Spending Accounts………………..………..11-13
Dental……….……………………………………….....….14
Vision……………………………………………..….…….15
Voluntary Benefits………………………..…………...16-18
Life Insurance……………………………………………..19
Disability………………………………………...…......20-21
Identity Theft…………………………….………………...22
Auto & Home Insurance…………………...……...……..23
401K………………………………………………….…….24
Employee Assistance Program (EAP)…………...…25-26
Important Contacts…………………………...…………..27
Important Notices
ADCS has provided you with a brand new app to manage your benefits that allows you to: Enroll in your benefits from your phone, view your current benefits, watch benefit education videos, review benefit guides and plan summaries, and receive important message notifications about your benefits. More information is on page 5 of this guide.
Unless you have a qualifying event (i.e. marriage, divorce, death, birth, adoption, loss of or gain of other coverage, etc.), no benefit elections can be changed until the following year’s open enrollment.
2019-2020
ADCS Enrollment Guide
3
Who’s Eligible for Insurance? All regular full-time employees working 30+ hours per week
are eligible to enroll in the benefits described in this guide on
the first of the month following a 60-day waiting period. The
following family members are eligible:
• Your legal spouse (unless you are divorced or legally separated)
• Your biological children or legally adopted children up to age 26. (If you are in the process of adopting a child, the child is eligible for coverage when placed with you for the purpose of adoption).
• Your married and unmarried stepchildren or children up to age 26 for whom you have assumed permanent legal and physical custody pursuant to a valid State Court order
• For medical, dependent children may be eligible up to age 30 under certain circumstances
• Unmarried, disabled child(ren) of any age (you may be required to provide proof of disability)
WHEN TO ENROLL
When you’re first hired If you have a life change At Open Enrollment
You are eligible to enroll in benefits on the first of the month following a 60 day waiting period. If you do not enroll for coverage at that time, you will not have coverage for any ADCS benefit, and you will not have another opportunity to elect coverage unless you have a qualifying life event or until the next open enrollment period.
Certain life events like birth or adoption of a child, change in marital status, death, or loss of coverage due to no fault of your own may allow you to change your coverage during the year.
If you have a family status change, you must contact Human Resources within 30 days to make changes to your coverage.
Annual Enrollment is your opportunity once each year to evaluate your insurance options and make selections for the following year.
Insurance coverages selected at Annual Enrollment are effective July through June, provided you have met the new hire waiting period.
MAKING CHANGES DURING THE YEAR
Under Section 125 of the Internal Revenue Code, you are
allowed to pay for certain group insurance premiums with tax-
free dollars.
You must, however, make your benefits elections during
Open Enrollment carefully, including your choice to waive
coverage. Unless you have a qualified change in
status, you cannot make changes to the benefits you
elect until the next Open Enrollment period. NO
EXCEPTIONS.
Qualified changes in status include:
• Marriage, divorce or legal separation
• Death of spouse, child or other qualified dependent
• Birth or adoption of a child
• Change in child’s dependent status due to age, student status, marital status or employment
• Change in spouse’s benefits or employment status Your qualified change must be made within 30 days from
the date of the event; otherwise, you will have to wait for
the next Open Enrollment period to make changes.
If cancelling coverage due to a qualified event, you are
required to provide proof of other coverage before your
current coverage can be cancelled.
4
Enrollment Process
Online Benefit Enrollment
ADCS will continue to provide electronic enrollment through Explain My Benefits. Explain My Benefits provides benefit
eligible employees the ability to make group insurance benefit elections and changes online during the annual open en-
rollment, new hire enrollment window and qualifying events. Enrollment has never been easier. Accessible 24 hours a
day, information about all of your employee benefit election options, including premiums and carrier contact information,
are also available to help you make informed decisions. You can also log on to the Explain My Benefits portal at any
time to review your benefits and access carrier links.
REMINDERS
Be sure to review the 2019-2020 Benefit Guide and plan summaries prior to going through the enrollment process.
Be prepared by gathering dependent and beneficiary information (i.e. collect info such as social security numbers
and dates of birth.)
Once you have made your elections, you will not be able to change them until the next Open Enrollment
period unless you have a qualified change in status (see Making Changes for details). NO EXCEPTIONS.
How to Enroll
Self Service
Visit www.explainmybenefits.com/adcs and move through the enrollment system at your own pace.
Login Instructions on page 6.
Review the posted benefit guide and plan summaries to help you with your benefit decisions.
Be sure to click “submit” at the end of the process and make note of your confirmation number. If you
do not receive a confirmation number, you have not completed your enrollment, and you will not
be enrolled in your benefits.
Return to the system anytime and click your confirmation number to view your confirmation statement.
Mobile App
Log into the Explain My Benefits mobile app using the company code adcs, select enroll from the menu on
the right. Go through the enrollment and finalize by clicking “SUBMIT”.
2019-2020
ADCS Enrollment Guide
5
Mobile App
6
Login Instructions
2019-2020
ADCS Enrollment Guide
7
Medical
Welcome to The Health Plan The Health Plan is excited to be your medical and pharmacy benefits administrator. As the plan
administrator, The Health Plan will be responsible for the following:
• Processing medical claims
• Offering an expansive network of providers with a selection from two (2) medical
plans
• Providing excellent customer service when you have questions or concerns related
to your coverage
On the Important Contacts page you will find the customer service information should you need to
contact us for any reason. Our customer service representatives are available 8:00am to 8:00pm
EST. We also offer a 24 hour pharmacy services line should you have any issues getting a
prescription filled. You will also have access to the member portal available at www.healthplan.org.
Once you register you will be able to view claims, print an ID card and view how services are cov-
ered under your plan.
For physician services, primary care and specialist type services, you will have access to the PHCS
nationwide network of providers. For hospital services there is no network and you may choose any
hospital you or your provider wishes to use. To find a PHCS provider please see the directions be-
low.
To Find a PHCS Provider:
Visit: www.phcs.com
Step 1- Click on the green “select network” box
Step 2- Select PHCS
Step 3- Select Practitioner Only
You can then enter the provider name or type of provider you are looking for.
8
Medical
2019-2020
ADCS Enrollment Guide
9
Medical Plan Comparison Chart
Plans
The PPO Plan The HSA Plan
You Pay In Network Only
You Pay Out-of-Network
You Pay In Network Only
You Pay Out of Network
Deductible
Individual $4,000 $8,000 $2,500 $5,000
Family $8,000 $16,000 $5,000 $10,000
Coinsurance (including Rx) 20% 40% 20% 40%
Out of Pocket Maximum** Per Plan Year, Includes Deductible, Copay and Co-insurance Per Plan Year, Includes Deductible
Individual $8,000 $16,000 $5,000 $10,000
Family $16,000 $32,000 $10,000 $20,000
Preventive Care $0 40% after Deductible $0 40% after Deductible
Doctor Office Visits $20 Copay PCP
$40 Copay Specialists 40% after Deductible 20% after Deductible 40% after Deductible
Urgent Care $75 Copay 40% after Deductible 20% after Deductible 40% after Deductible
Emergency Room $250 Copay 40% after Deductible 20% after Deductible 40% after Deductible
Outpatient Surgery 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible
Outpatient Hospital Facility Services (blood work, x-rays)
20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible
Advanced Imaging/Therapies (MRI, PET, CT)
Included in Office Visit Copay 40% after Deductible 20% after Deductible 40% after Deductible
Inpatient Hospital (Facility & Professional Fees)
20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible
Prescription Drugs Generic / Formulary / Non-Formulary / Specialty Generic / Formulary / Non-Formulary / Specialty
30 Day Supply
90 Day Supply
$10 / $30 / $60 / 20% up to a max of $250
$20 / $60 / $120 / 20% up to a max of $250
40% after Deductible 20% after Deductible 40% after Deductible
ADCS offers a choice between two medical plans - The PPO Plan and the HSA Plan. Both plans are available nationally, utilizing the PHCS network; but only the HSA Plan option is HSA compatible. ADCS will provide an additional $200 annually ($50/quarter) to all eligible associates who contribute to the HSA plan. Please note, you MUST open an HSA account and actively contribute to an HSA plan to be eligible for the additional monies.
Rates per Pay Period
The PPO Plan The HSA Plan
Employee $61.40 $32.13
Employee & Spouse $311.74 $261.01
Employee & Child(ren) $191.29 $155.72
Family $531.37 $407.83
10
Health Savings Account (HSA)
HSA Program is made up of two parts
Medical Plan
Preventive Care
Covered at 100%
Coinsurance Deductible
Health Savings Account
Unused funds stay
in account
Account is owned by employee
Can be funded by
employer and employee
Used to pay
medical costs
HSA Cost Saving Advantages
Triple Tax Savings: HSA contributions are excluded from
federal income tax, interest is earned tax-free, and
withdrawals for eligible expenses are exempt from
federal income tax.
Reduce Out-of-Pocket Costs: Use HSA funds to help
you satisfy annual deductible and coinsurance expenses.
Long Term Financial Benefits: You own the account,
save unused funds from year-to-year, unused money is
held in an interest-bearing savings or investment
account.
Choice: You control and manage when you use your HSA
funds.
Contact your tax advisor for additional details.
How Does an HSA Differ From an FSA?
HSA Maximum Contributions
For 2019, the maximum allowable contribution, including
any employer contributions, for an individual is $3,500 and
family is $7,000. For those who will be between age 55
and 65 by December 31, 2019, you are eligible to make
“catch-up” contributions of up to $1,000.
Using your HSA (through PayFlex)
Your HSA can be used to offset out-of-pocket costs for
qualified (or eligible) medical expenses for you, your
spouse and dependents. Below are examples of eligible
expenses:
• Prescription Drugs
• Deductible
• Lab Tests
• Chiropractor
• Dental Care
• Vision Services
• Infertility
• Smoking Cessation Programs
• COBRA premiums
• Health Insurance Premiums while receiving
unemployment benefits
• Qualified Long-Term Care Premium
Can You Have an HSA and an FSA? If you have an HSA bank account, you are NOT
eligible to participate in the Health Care FSA offered
through Discovery. There are no restrictions to having
an HSA and a Dependent Care FSA at the same time.
HSA Healthcare FSA
Eligibility to Contribute You must be enrolled in a qualified IRS
high deductible health plan Established by your employer
Ownership Bank account is owned by the
employee Set up and owned by your employer
Use It/Lose It Money rolls over from year to year ADCS employees may rollover a maximum limit of $500 of unused
contributions into the next plan year
2019-2020
ADCS Enrollment Guide
11
Flexible Spending Accounts (FSAs)
FSAs provide you with an important tax advantage and can
help you pay health care and dependent care expenses on a
pre-tax basis. By anticipating your family’s health care and
dependent care costs for the next plan year, you may actually
lower your taxable income. You should contribute the amount
of money you expect to pay out of pocket for eligible expenses
for the plan period. If you do not use the money you
contributed, it will not be refunded to you or carried forward to a
future plan year. You can rollover a maximum of $500 of
unused contributions into the next plan year.
The Internal Revenue Service permits FSAs as a means to pro-
vide a tax break to employees for known or expected expenses.
As an employee, you agree to set aside a portion of your salary
pre-tax in an account, and that money is deducted from your
paycheck over the course of the year. The amount you
contribute to the FSA is not subject to Social Security (FICA),
federal, state, or local income taxes - effectively lowering your
annual taxable salary. The taxes you pay each paycheck, and
collectively each plan year, can be reduced significantly
depending on your tax bracket. And, as a result of the personal
tax savings you realize, your spendable income will increase.
As this is a pre-tax deduction, once your election is made it
cannot be changed unless you have an eligible qualifying life
event.
HEALTH CARE FSA
The Health Care FSA offers you the opportunity to pay for
certain IRS-approved medical, dental and vision expenses not
covered by your insurance plan with pre-tax dollars. For
example, cash that you now spend on deductibles,
copayments, or other out-of-pocket medical expenses can
instead be paid through the Health Care Reimbursement FSA
pre-tax to pay for these expenses.
The annual maximum contribution to the
Health Care Reimbursement FSA
is $2,700.
Your annual Health Care FSA is available on the
first day of the FSA plan year. But, your total FSA
contribution amount is deducted from your paycheck
in equal amounts throughout the plan year.
A sample list of qualified expenses eligible for
reimbursement include, but are not limited to:
• Ambulance service
• Chiropractic care
• Dental fees/Orthodontic fees
• Diagnostic tests/Health screenings
• Doctors fees
• Drug addiction/alcoholism treatment
• Experimental medical treatment
• Eyeglasses/Contact lenses (corrective)
• Hearing aids and exams
• Injections & vaccinations
• Lasik surgery
• Mental healthcare
• Nursing Services
• Optometrist fees
• Physician office visits
• Prescription drugs
• Sunscreen
• Wheelchairs
Important Note
If you currently contribute to or will begin contributing to an HSA bank account as of July 1, 2019, you are NOT eligible to enroll in the Health Care FSA program.
12
DEPENDENT CARE FSA
The Dependent Care FSA offers you the opportunity to use pre-tax dollars
toward qualified child care or elder day care expenses for your dependents.
The maximum amount your overall family can contribute to the Dependent
Care FSA is $5,000 per plan year. Individual may not exceed $2,500. Your
total election is deducted from your paycheck in equal amounts throughout the
plan year. You can use your Dependent Care FSA funds during the plan year
as long as funds are in your account. No rollover of funds.
If you elect to contribute to the Dependent Care FSA, you may be
reimbursed for eligible:
• Before and after-school care
• Expenses for day care, preschool or nursery school
• Nanny services
• Babysitter either in or out of your house (must have a tax ID #)
• Summer day camp
• Elder day care expenses of a qualifying individual Your Dependent Care FSA expenses must be for qualifying individuals,
including:
• Your dependent children under the age of 13 who live with you for more
than half the year
• Your spouse or other tax dependent who is physically or mentally incapable
of self-care and lives with you for more than half the year
HOW DO THE ACCOUNTS WORK?
If you decide to enroll in one or both of the FSA accounts, your contributions are
taken out of each paycheck - before taxes - in equal installments throughout the
plan year. These dollars are then placed into your FSA. When you have an
eligible health care expense, your FSA debit card may be used to pay for these
expenses. In many cases, this automatic service may eliminate the need to file
claims for reimbursement. The debit card may not be use for dependent care
expenses.
The Health Care Reimbursement FSA will reimburse you for the full amount of
your annual election (less any reimbursement already received), at any time
during the plan year, regardless of the amount actually in your account.
The Dependent Care FSA will only reimburse you for the amount that is in your
account at the time you make a claim.
FSA Guidelines
• You can enroll in either or both FSAs during open enrollment period, new hire eligibility, or a qualifying event only.
• You CANNOT enroll in the Healthcare FSA if you have or, as of 7/1/19, will have an HSA bank account.
• You cannot transfer money between FSAs.
• You cannot pay a dependent care expense from your Health Care FSA or vice versa.
• You cannot deduct reimbursed expenses for income tax purposes.
• You cannot be reimbursed for a service which you have not received.
• You cannot receive insurance benefits or any other compensation for expenses which are reimbursed through your FSAs.
• Domestic partners are not eligible as federal law does not recognize them as a qualified dependent.
KNOW THE RULES
Flexible Spending Accounts (FSAs)
Our Flexible Spending Accounts are
administered by Discovery.
2019-2020
ADCS Enrollment Guide
13
Flexible Spending Accounts (FSAs)
14
MetLife is our Dental carrier. ADCS offers a choice between two dental plans. The dual option PPO plan designs
allow you to seek treatment from the dentist of your choice. You may incur less costs by using an in-network dentist.
Any out-of-network charges for the High Plan are reimbursed based on 90th percentile of reasonable & customary, the
Low Plan reimbursement is based on the network fee schedule. Also, the High Plan has a plan year benefit maximum of
$3,000 and also offers Orthodontia for children . The Low Plan does not offer Orthodontia and the plan year maximum is
$1,000.
Need to find an In-Network Dentist?
To search for a participating provider,
go to www.metlife.com and sign in to
your account to search for an in-
network provider.
Dental
High Dental PPO Low Dental PPO
Benefit In-Network
Amount You Pay Out-of-Network
Amount You Pay In-Network
Amount You Pay Out-of-Network
Amount You Pay
Preventive & Diagnostic Services
(examinations, x-rays, cleanings, fluorides, sealants)
Covered in full no deductible
20%; no deductible Covered in full no deductible
20%; no deductible
Basic Services (fillings, basic extractions, periodontics)
20% after plan year
deductible 40% after plan year
deductible 30% after plan year
deductible 40% after plan year
deductible
Major Services (crowns, inlays, onlays, bridgework, dentures, implants, endodontics)
50% after plan year
deductible 60% after plan year
deductible 60% after plan year
deductible 60% after plan year
deductible
Orthodontia Services 50% to $1,000 lifetime benefits maximum; Dependent Child(ren) to age 19 only
Not Covered
Deductible (plan year) Applies to Basic and Major Services Only Applies to Basic and Major Services Only
$50 Single / $150 Family $50 Single / $150 Family
Plan Year Maximum $3,000 per person $1,000 per person
Rates per Pay Period
Coverage Tier Hi Dental PPO Low Dental PPO
Employee Only $14.90 $10.81
Employee & Spouse $29.11 $21.12
Employee & Children $31.66 $22.98
Family $45.85 $33.27
2019-2020
ADCS Enrollment Guide
15
MetLife is our Vision carrier. The Vision Plan allows you to visit a provider of your choice. You may incur fewer out-of-
pocket expenses by visiting an In-Network provider. There are no claims for you to file when you go to a participating
vision specialist. Simply pay your copay and, if applicable, any amount over your allowance at the time of service.
Benefit In-Network
Amount You Pay Out-of-Network Reimbursement
Eye Exam $10 copay Up to $45
Materials See Below See Below
Materials
Frames $150 after $10 eyewear copay; Costco $85 allowance after
copay Up to $70
Lenses
Single Vision
Covered in full after $10 eyewear copay
Up to $30
Lined Bifocal Up to $50
Trifocal Up to $65
Lenticular Up to $100
Lens Enhancements
Standard Progressive Covered in full after $10 eyewear copay Up to $50
Anti-reflective Member pays a discounted rate Not Covered
Photocromics Members pay a discounted rate Not Covered
Scratch Coating Members pay a discounted rate Not Covered
Polycarbonate Member pays discounted rate
Covered in full for children up to age 18 Covered for children
only; up to $35
Tinted & Ultraviolet Protected Lenses Members pay a discounted rate Up to $15 for UV only
Contacts In Lieu of frames and lenses
Elective $150 allowance Up to $106
Medically Necessary Covered in Full after eyewear copay Up to $210
Contact Fitting Covered in full with a maximum copay of $60 Not Covered
Frequency
Examination & Lenses Every 12 months
Frames Every 24 months
Contacts Every 12 months
Vision
How Do You Locate a Provider?
To search for a participating
provider, go to www.metlife.com,
and sign into your account to
search for an in-network provider.
Rates Per Pay Period
Employee Only Employee & Spouse Employee & Child(ren) Family
$3.26 $6.54 $5.54 $9.13
16
WHAT ARE VOLUNTARY BENEFITS?
Voluntary Benefits are offered to strengthen your overall benefits
package. You customize the benefit based on need and
affordability. You are eligible to participate in these benefits even
if you do not participate in the company sponsored medical plan.
ADCS employees pay 100% of the Voluntary Benefits premiums.
• Ownership – Policies are fully portable and belong to you if
you leave your employer, same price and same plan
• Benefits are payroll deducted
• Cash benefits are paid directly to you, not to a hospital
or to a doctor
• Benefits are paid regardless of any other coverage you may have
• Level premiums—Rates do not increase with age
• Guaranteed Renewable
• Designed to provide additional cash flow to assist with out of pocket medical costs and other bills
The Voluntary Benefits offered are a Hospital Indemnity Plan through Aetna and Accident, Critical Illness and
Universal Life Insurance through Trustmark.
Voluntary Benefits
Aetna Hospital Indemnity
This plan can help offset your out-of-pocket medical expenses including deductibles, coinsurance and copays and ser-
vices not covered under your group medical coverage for hospitalization and outpatient surgery. This plan is available
for yourself, your spouse and your children.
Hospital Confinement Benefit Pays $150 per day; for up to 30 days
Annual 1st Occurrence Hospital Rider Pays $1,500 for the initial day of one inpatient hospital stay, when
Emergency Accident Rider Hospital confinement would pay upon accident confinement
Intensive Care/Coronary Care Unit Rider Pays $150 per day; up to 30 days for intensive care unit only, pays
Employee Only Employee & Spouse Employee & Child(ren) Family Rates Per Pay
Period $10.08 $18.40 $14.21 $23.06
Please refer to plan summaries for complete details and plan limitations.
2019-2020
ADCS Enrollment Guide
17
Trustmark Accident Plan
Money is paid directly to you for (please see brochure for a complete list of benefits):
Trustmark Cancer/Critical Illness Plan
*Dependents up to age 26 can be covered regardless of student status.
Examples of Health Screenings
• Low dose mammography
• Pap smear
• Serum cholesterol
• PSA Test
• Stress Test
• Colonoscopy
• Bone Marrow
• Chest X-ray
Voluntary Benefits
Also included is a Double Benefit Option that provides a second cash payment in the event a covered person is
diagnosed with a different condition or illness. Pays an additional 100% of the original benefit.
This plan pays a lump sum cash benefit if you are diagnosed with a covered
critical illness, heart attack, internal cancer or stroke. The cash benefit is provided
upon the first diagnosis of a covered condition to help ease your financial worries.
Please see the online enrollment system for plan cost.
Examples of covered conditions:
Invasive Cancer, Heart Attack, Stroke, Renal (Kidney Failure), Blindness, ALS (Lou
Gehrig’s Disease), Major Organ Transplant, Paralysis of Two or More Limbs,
Coronary Artery Bypass Surgery (25% benefit), Carcinoma In Situ (25% benefit)
A Health Screening Benefit is included in your Critical Illness/Cancer Policy and Trustmark pays up to $100 for
each insured. Each covered person will get one immunization or one screening test per calendar year.
• Low-dose Mammogram • Fasting Blood Glucose Test • Pap Smear
• Serum Cholesterol • PSA Test • Stress Test
Wellness or Health Screening Benefit Included: A benefit is paid for health
screening tests for each covered person. There is a 60-day waiting period, after
initial enrollment, for this benefit.
Examples of Wellness and Health Screenings include:
• Initial Doctor’s Office Visit • Initial Hospitalization • Daily Hospitalization
• Emergency Room Visit • Fractures • Dislocations
• Burns • Stitches
This plan helps pay for the unexpected expenses that can result from an accident.
On and off the job coverage - 24 hours per day/7 days per week. Please see the
online enrollment system for plan cost.
Rates: Your specific rate will be calculated for you in the electronic enrollment system.
Rates: Your specific rate will be calculated for you in the electronic enrollment system.
18
Voluntary Benefits
Trustmark Universal Life with Long Term Care
Trustmark Universal Life with Long Term Care includes both a death benefit and a living benefit.
• Trustmark Universal Life with Long Term Care is a
permanent life insurance that is designed to match
your needs throughout your lifetime. It pays a higher
death benefit during your working years when
expenses are high and you need maximum protection.
• The Universal Life with Long Term Care is priced to
remain the same cost to you until age 100.
• The death benefit reduces at age 70 when the need for
life insurance typically decreases.
• The Living Benefit, Long Term Care never reduces and
is 4% of the original death benefit per month for up to
25 months.
• If you use the Long Term Care benefit, your death
benefit amount does not reduce due to the Benefit
Restoration feature included.
• Coverage available for spouse and children as well.
Guarantee Issue for Employee Only at Initial Offering ONLY
Employee - up to $100,000
Rates
This benefit is customized by each employee so rates vary, but can start as little as a few dollars a week. Your specific
rate will be calculated for you in the electronic enrollment system.
2019-2020
ADCS Enrollment Guide
19
Basic Term Life and AD&D
ADCS provides all full-time employees with Basic Term Life
Insurance and AD&D coverage through Cigna. Your
benefit amount is $10,000 Basic Life and $10,000 AD&D.
Because we feel these benefits are so important, ADCS
pays 100% of the cost.
Life Insurance
Supplemental Life & AD&D (based on 26 pay periods)
If you wish to add to the Basic coverage, you also have the
opportunity to purchase Supplemental Life and AD&D
insurance through Cigna.
Employee: You may purchase in $10,000 increments up
to a maximum of $500,000.
Spouse: You may purchase in increments of $5,000 up to
a maximum of $250,000. Not to exceed 50% of the
employee’s Supplemental Life Insurance amount.
Chil(ren): This benefit is $10,000 for children age 6
months to 26 years. The bi-weekly cost is $0.60 (for all
covered children).
Guarantee Issue (applies to new hires only)
Employee - $140,000**
Spouse - $30,000**
Children - $10,000 (No EOI required)
**If you choose not to elect the Supplemental Life
coverage during your initial eligibility period at hire and
want to apply for it later or choose an amount over the
guarantee issue amount, you will be subject to Evidence
of Insurability.
To calculate your bi-weekly cost for employee or spouse, use the following formula:
_________________ ÷ $1,000 = __________ x ____________ x12/26 = $ ________________
Life Benefit Amount Rate My Bi-Weekly Cost
Spouse Supplemental Life and AD&D Rates
Age < 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75+
Rate 0.084 0.084 0.084 0.114 0.144 0.204 0.314 0.474 0.614 0.954 1.654 2.894
Employee Supplemental Life and AD&D Rates
Age < 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+
Rate 0.055 0.055 0.055 0.075 0.115 0.175 0.275 0.435 0.565 0.895 1.555
20
Voluntary Short-Term Disability Income Benefits (based on 26 pay periods)
In the event you are unable to perform the duties of your own
occupation due to a short term medical condition, non-work
related injury, illness, or maternity, ADCS offers a Voluntary
Short-Term Disability program through Cigna.
Elimination Period: 7 days for accidents; 14 days for illnesses (including maternity)
Maximum Benefit Period: 26 weeks from date of disability
Weekly Benefit: up to 60% of your weekly earnings to a maximum of $1,500 per week
Disability
• STD coverage supplements your lost wages should you be unable to work due to a covered illness, injury or pregnancy.
• STD coverage begins after the specified elimination period due to a medically certified illness or injury. Benefits are payable up to the specified benefit duration period.
• Benefits are paid to you as long as you are under the plan or the maximum payment period; remain disabled and under the regular care of a physician.
Age Rate per $10 of Weekly
Covered Benefit
<24 1.13
25-29 1.24
30-34 1.06
35-39 .82
40-44 .80
45-49 .82
50-54 .93
55-59 1.27
60-64 1.66
65+ 1.87
Important Note: If you choose not to elect the Short-Term
Disability coverage during your initial eligibility period at hire and
want to apply for it later, you will be subject to Evidence of
Insurability (similar to medical underwriting).
Pre-existing Conditions: Benefits are not payable for medical conditions for which you incurred expenses, took prescription drugs, received medical treatment, care services (including diagnostic measures,) or for which a reasonable person would have consulted a physician during the 6 months just prior to the most recent effective date of insurance.
Benefits are not payable for any disability resulting from a pre-existing condition unless the disability occurs after you have been insured under this plan for at least 12 months after your most recent effective date of insurance.
Rates
Your specific rate will be calculated in the enrollment system.
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Voluntary Long-Term Disability Income Benefits (based on 26 pay periods)
In the event you are unable to continue actively working due to a non-work related injury, illness, or maternity, ADCS offers a Voluntary Long-Term Disability program through Cigna. Elimination Period: 180 days
Monthly Benefit: up to 60% of your monthly earnings to a maximum of $6,000 per month. Monthly earnings are based on the total compensation, excluding commissions and/or bonuses.
Disability
Age Rate
Under 25 0.095
25-29 0.162
30-34 0.219
35-39 0.323
40-44 0.409
45-49 0.409
50-54 0.513
55-59 0.675
60-64 0.982
65+ 0.979
If you choose not to elect the Long-Term Disability coverage
during your initial eligibility period at hire and want to apply for it
later, you will be subject to Evidence of Insurability (similar to
medical underwriting).
• Long Term Disability (LTD) coverage picks up where STD left off.
• LTD coverage supplements your lost wages should you be unable to work due to a covered illness or injury.
• LTD coverage begins after the specified elimination period due to a medically certified illness or injury. Benefits are payable up to the specified benefit duration period.
• LTD pays up to a maximum of $6,000 per month.
Pre-existing Conditions: Benefits are not payable for medical
conditions for which you incurred expenses, took prescription drugs,
received medical treatment, care services (including diagnostic
measures,) or for which a reasonable person would have consulted a
physician during the 3 months just prior to the most recent effective date
of insurance.
Benefits are not payable for any disability resulting from a pre-existing
condition unless the disability occurs after you have been insured under
this plan for at least 12 months after your most recent effective date of
insurance.
Rates
Your specific rate will be calculated in the enrollment system.
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LifeLock Identity Theft Protection LifeLock is the industry leader in proactive identity theft
protection which helps to stop your identity from being
used by identity thieves to open new lines of credit,
increase existing credit or obtain services using your good
credit.
LifeLock helps protect your personal information using a
combination of data surveillance techniques and
outstanding member service, 24 hours a day, seven days
a week, 365 days a year.
Employees pay 100% of the LifeLock premiums.
LifeLock offers Proactive Protection in both of the plans offered:
Identity Theft
Ultimate Plan
Provides all of the benefits of the Standard Plan plus:
• Stolen Funds Replacement - up to $1,000,000
• Credit Card, Checking & Savings with Account Ac-tivity Alerts
• Online Annual Credit Report
• Online Annual Credit Score
• Checking & Savings Account Application Alerts
• Bank Account Takeover Alerts
• Credit Inquiry Alerts
• Online Annual Tri-Bureau Credit Reports & Scores
• Monthly Credit Score Tracking
• File Sharing Network Searches
• Sex Offender Registry Reports
• Priority Live Member Service Support
Rates per Pay Period
Coverage Tier Benefit Elite Plan Ultimate Plan
Employee Only $3.92 $11.77
Employee & Spouse $7.85 $23.53
*Employee & Children $6.87 $16.67
*Family $10.79 $28.44
*Employee & Children and Family Tiers: You may enroll up to 8 children with 4 of those children between the ages of 18 and 26.
Benefit Elite Plan
• LifeLock Identity Alert System
• Lost Wallet Protection
• Address Change Verification
• Black Market Website Surveillance
• Life Member Service Support
• LifeLock Privacy Monitor
• Reduced Pre-Approved Credit Card Offers
• Identity Restoration Support
• Stolen Funds Replacement - up to $100,000
• Fictitious Identity Monitoring
• Court Records Scanning
• Data Breach Notifications
• Investment Account Activity Alerts
• Offered through payroll deduction at a 15% discount off retail rates
$1 Million Total Service Guarantee
LifeLock’s proactive approach works to help stop identity theft before it happens. As a LifeLock member, if you become a victim of identity theft because of a failure in their service, they will help fix it at their expense, up to $1,000,000.
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MetLife Auto & Home Insurance
Price Auto & Home Insurance in about 2 minutes! Auto
MetLife Auto & Home provides insurance coverage that
eliminates gaps and surprises. MetLife Auto AdvantageSM
features go beyond basic liability and collision coverage to offer
you more complete coverage and benefits, including:
• Convenient payment options
• Replacement costs for Total Loss1,2
• Replacement costs for Special Parts2
• 24/7/365 claim service
• Enhanced rental care damage coverage3
• Deductible Savings Benefit3
• Identity Theft Protection Services
• Towing/roadside assistance
• Windshield repair without a deductible
Home*
MetLife homeowners products offer uncommon protection
called Coverage A Plus, which is an optional benefit with any
Standard or Platinum Homeowners Policy. This coverage is
designed so that in the event of a loss, your home would be
fully replaced without you incurring extra costs. Additional
benefits include:
• Maximum coverage equal to the replacement cost at the
time the repair is made.
• Materials of “like kind and quality” for rebuilding your house.
• An insurance benefit amount that meets the current
construction costs to rebuild it - even if costs exceed your
dwelling limit, which is currently a unique benefit in the
Homeowners Insurance industry.
MetLife also offers replacement cost on home contents, so
there are no surprises with unexpected out-of-pocket expenses.
In the event of a covered loss, it replaces personal property
without deduction for depreciation.
Why should I apply now?
• Employee discounts
• Superior insurance coverage that protects you
from gaps and surprises
• Extra savings and convenience with payroll
deduction/monthly bank account
deduction
Don’t wait until your current policy is about to expire
- we can help you switch and save now!
Apply today! Even if you change jobs, retire, or your employment
status changes, your coverage doesn’t have to end.
You can keep your MetLife Auto & Home insurance
policy, as long as you pay the premiums due.
*Home Insurance is not part of MetLife Auto & Home’s benefit offering MA & FL. 1Does not apply to leased, substitute, or non-owned autos. Applies within the first 12 months you own or the first 15,000 miles you drive a new auto, whichever comes first. 2See policy for restrictions. Subject to deductible. Not available in all states, such as NC. 3Not available in all states. IN New York, drivers must pay a state required minimum deductible before using this benefit. MetLife Auto & Home is a brand of Metropolitan Property and Casualty Insurance Company and its affiliates: Economy Preferred Insurance Company, Metropolitan Casualty Insurance Company, Metropolitan Direct Property and Casualty Insurance Company, Metropolitan General Insurance Company, Metropolitan Group Property and Casualty Insurance Company, and Metropolitan Lloyds Insurance Company of Texas, all with administrative home offices in Warwick, RI. Coverage, rates and discounts are available in most states to those who qualify. Met P&C®, MetCasSM, and MetGenSM are licensed in Minnesota.
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401(k) and Company Match Your 401(k) retirement savings plan at ADCS is one of the best ways to save for your retirement. ADCS encourages you to take advantage of your 401(k) plan and all the benefits that it offers you, so that you can look forward to a more secure financial future. Effective May 1, 2019, ADCS instituted a 401(k) match equal to 25% of your deferrals into the plan up to the first 2% of your eligible pay that you defer. YOU HAVE TO ENROLL TO GET MATCHING CONTRIBUTIONS: Enrolling in the 401(k) plan is quick and easy! Once you enroll, your salary deferrals are deducted automatically from your pay, which makes saving in the plan convenient. You can elect from a wide range of investment options under the 401(k) plan. Your own deferrals plus the matching contributions made by ADCS can help you achieve your goal for a more comfortable retirement. By participating in the 401(k) plan sooner rather than later, you also have the long term benefit of compounded growth. Compounding enables you to build retirement savings not only from your own deferrals and company matching contributions, but also from all reinvested earnings! YOUR MATCH GOES IN EVERY PAY PERIOD WITH YOUR DEFERRAL: ADCS will be making a matching contribution to your participant account as often as you defer - in other words, as often as you get paid. ADCS will contribute $0.25 for each dollar that you contribute to a maximum of 2% of your eligible pay. Take a look at the following examples:
Bi-Weekly Salary
Contribution Percent
Dollar Total Employee
Contribution
Company Matching
Contribution
$2,000 1% $20.00 $5.00
$2,000 2% $40.00 $10.00
$2,000 3% $60.00 $10.00
$2,000 4% $80.00 $10.00
Take Home Impact of a 4% Contribution
Gross Pay $2,000 $2,000
401k Contribution $0 $80
Tax $500 $480
Take Home Pay $1,500 $1,440
Take Home Pay only impacted $60 by $80 Contribution
*This assumes a 25% income tax bracket, individual taxpayer circumstances may vary. This is for illustrative purposes only and does not account for other voluntary deductions.
Please note: If you are not contributing to the 401k plan, you cannot take advantage of the company matching contribution! A VESTING SCHEDULE APPLIES TO COMPANY MATCHING CONTRIBUTIONS: You are always 100% “vested” in your own deferrals into the 401(k) plan. That means that your own deferrals (plus any earnings on those deferrals) belong to you at all times - and you can take them with you when you retire or otherwise leave your employment at ADCS. A vesting schedule does apply to the matching contributions that you receive from ADCS. The amount of money in your match account that you may take with you if you leave depends on the period of time that you have been employed with ADCS (i.e., your “years of service”). Please see the following vesting schedule:
IF YOU ARE CURRENTLY CONTRIBUTING: If you are already enrolled in the 401k plan and are actively deferring pay into the plan, you will continue to receive the company match, and you do not need to make a new election during benefits Open Enrollment. ELIGIBILITY TO CONTRIBUTE: Eligibility to participate in the plan is the first day of the month following 90 days of service. HOW TO ENROLL: If you are not already enrolled in the 401k plan, we encourage you to begin deferring so that you can take ad-vantage of the matching contribution. Follow the instructions below: Choose one of the options below to quickly and easily enroll in your plan and take control of your financial future. You will need the following information:
• Contract Number 96045
• Enrollment Access Number 486080
VESTING SERVICE* VESTING PERCENTAGE VESTING SERVICE* VESTING PERCENTAGE
Less than 1 year of service 0% 4 years 60%
1 year 0% 5 years 80%
2 years 20% 6 years or more 100%
3 years 40%
*A year of Vesting Service is a Vesting Period in which you have at least 1,000 Hours of Service
Online Enrollment - Desktop/Tablet/Smartphone www.jhgoenroll.com
Select the Quick Start option and enroll in minutes Or, let Dan, your virtual enroller, guide you through each step at your own pace Plus, you will find useful tools, tips and resources along the way to help you make the decisions that are right for you
Phone Enrollment - One-to-one personalized enrollment 1-855-JHENROLL (543-6765)
Talk with your own enrollment specialist who will help you complete your enrollment over the phone They can answer any questions you may have around joining your plan and moving other retirement accounts over Available from 8am to 8pm (EST), Monday thru Friday
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Employee Assistance Program (EAP)
26
Employee Assistance Program (EAP)
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Important Contacts
Insurance Phone Number Website/Email Address
Human Resources
Milliebeth DeGracia
407-875-2080 x2989
Medical
The Health Plan
888-816-3096
www.healthplan.org - Member Services
www.phcs.com - Provider Search
Prescription Drugs
The Health Plan
800-624-6961
www.healthplan.org
HSA Account
Payflex
888-678-8242
www.payflex.com/welcome
Dental
MetLife
800-942-0854
www.metlife.com
Vision
MetLife
855-638-3931
www.metlife.com
Life/AD&D Claims
Cigna
888-842-4462
www.cigna.com
Voluntary STD & LTD Claims
Cigna
800-362-4462
www.cigna.com
FSA
Discovery Benefits
866-451-3399
Auto & Home Insurance
MetLife
800-438-6388
www.metlife.com/adcs
Identity Theft Protection
LifeLock
800-543-3562
www.lifelock.com
Voluntary Benefits
Trustmark
800-918-8877
www.trustmarksolutions.com
401K John Hancock
855-543-6765 www.jhgoenroll.com
Employee Assistance Program
Aetna Resources for Living 800-272-7252 www.resourcesforliving.com
Benefit Guide Description
This summary of benefits is not intended to be a complete description of ADCS’s insurance benefit plans. Please refer to the plan document(s) for a complete description. Each plan is governed in all respects by the terms of its legal plan document, rather than by this or any other summary of the insurance benefits provided by the plan.
In the event of any conflict between a summary of the plan and the official document, the official document will prevail. Although ADCS maintains its benefit plans on an ongoing basis, ADCS reserves the right to terminate or amend each plan in its entirety or in any part at any time.
For questions regarding the information provided in this overview, please contact your ADCS human resources representative.