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