Welcome to Your Benefits Guide - CGL Companies · Welcome to Your 16 Benefits Guide Right for you. Right for your family. See inside for important information about your benefits

16Welcome to Your Benefits Guide

Right for you. Right for your family.

See inside for important information about your benefits.

CONTENTS WELCOME

3 Eligibility

3 Qualified Life Events

3 Online Benefits Site

WEALTH

6 FSA

7 Life and AD&D

7 Disability Insurance

CONTACTS

NOTICES

We are committed to providing you with a competitive, comprehensive benefits program that provides the care you and your family need to lead healthy, productive lives. Please review this guide carefully for highlights of our benefits and discuss your options with your family.

Welcome

EXTRAS

8 Ancillary Benefits

HEALTH

4 Medical

4 HSA

5 Dental

5 Vision

CONTACT LIST 2CONTENTS CONTACT LIST 2

WELCOME HEALTH WEALTH EXTRAS CONTACTS NOTICES

HOW TO ENROLLStep 1: Log on to MiHR using your current username and password. If you do not know your username and/or password, please reach out to the Human Resources Benefits Team at [email protected] or 915-298-0497

Step 2: Once you log in, follow the simple step-by-step instructions.

Step 3: Don’t forget to submit your benefit elections within 30 days of your hire date or the open enrollment deadline

Getting StartedEligibility

• Full-time employees working 30 hours or more per week• Benefits are effective on the first of the month following 30 days of employment

As part of our ongoing efforts to control the cost of our insurance plans, we ask all employees to review their dependents enrolled in our plans and ensure they meet the eligibility requirements. An upcoming Dependent Eligibility Audit will be taken to ensure that only qualifying dependents are enrolled in Hunt Companies benefit plans.

Dependent eligibility includes: Spouse or domestic partner, unmarried children up to age 26 and children of any age who are disabled. Children include your children, your spouse or domestic partner’s children, children covered by a Qualified Medical Child Support Order (QMSCO), and children in your guardianship.

Qualified Life Events

Elections you make at this time will remain in effect until our next Open Enrollment period. In addition, if you decline coverage for yourself and/or your dependent(s) when first becoming eligible, you must wait until the next Open Enrollment period to enroll. However, if you experience a qualified life event during the year, you may make changes to your elections at that time.

Qualified life events include:• Change in status: Marriage, divorce, legal separation, annulment or death• Change in number of dependents: Birth, death, adoption/placement for adoption, court order or dependent reaching limiting age• Change in employment status of employee, dependent or spouse that affects that individual’s eligibility• Change in employee, spouse or dependent coverage on spouse’s plan during spouse’s Open Enrollment period• Change in eligibility for group health plan premium assistance under Medicaid or CHIP* for employee, dependent or spouse

It is your responsibility to notify Human Resources (HR) within 30 days of the event. If you fail to do so, you will not be able to enroll or make changes until the next Open Enrollment period. When you, your dependent(s) or your spouse become enrolled as a result of a qualified life event, coverage will be made effective retroactive to the date of the event. For more information, please contact HR at [email protected] or 915-298-0497.

*In such cases you have 60 days to notify HR of the event instead of 30.

Our Benefits Website

Our benefits website is your one-stop shop not only for enrolling in benefits, but also for accessing more information, HR-related forms and contact information for carriers. Simply log on to MiHR.

CONTENTS CONTACT LIST 3


Health

Plan FeaturePPO Consumer Choice (HDHP)*

In-Network Out-of-Network In-Network Out-of-Network

Annual Deductible

�� Employee only $750 $1,500 $3,000 $6,000

�� Family $2,250 $4,500 $6,000 $12,000

Annual Out-of-Pocket Maximum

�� Employee only $2,500 Unlimited $6,000 $12,000

�� Family $7,500 Unlimited $12,000 $24,000

Company Contribution to Your Health Savings Account (HSA)

�� Employee only N/A N/A $500 $500

�� Family N/A N/A $1,000 $1,000

Office Visit

�� Primary Care Physician $25 copayPlan pays 50% after

deductible is metPlan pays 80% after


deductible is met

�� Specialist $50 copayPlan pays 50% after



deductible is met

Preventive Care Covered at 100%Plan pays 50% after

deductible is metCovered at 100%

Plan pays 50% after deductible is met

Emergency Room Visit (copay waived if admitted)

$150 copayPlan pays 80% after


deductible is met

Inpatient Hospital Stay 80% after deductiblePlan pays 50% after



deductible is met

Prescription Drugs (Tier 1/Tier 2/Tier 3)

�� Retail (up to a 30-day supply) $15/$40/$60 copay $15/$40/$60 copayDeductible and

coinsuranceDeductible and

coinsurance

�� Mail Order (up to a 90-day supply)$25/$85/$120

copay$25/$85/$120

copayDeductible and

coinsuranceDeductible and

coinsurance

Please note that any Health Savings Account (HSA) contributions you elect to make, when combined with company contributions, cannot exceed the 2016 IRS limits of $3,350 for employee-only coverage and $6,750 for all other tiers.

Medical Coverage: Cigna

We’re proud to offer employees medical coverage that not only provides coverage for illness and injury, but also enables you and your family to focus on staying well. Following is a high-level overview of the coverage available. For complete coverage details, please refer to the Summary Plan Description (SPD).

Health Savings Account (HSA): HSA Bank

When you enroll in the Consumer Choice Plan (HDHP), Hunt will make contributions to a health savings account (HSA). You may also make tax-free contributions. Your HSA is administered by HSA Bank, and funds can be used to pay for eligible health care expenses or saved for the future. You may pay for these eligible expenses using a debit card, which will be mailed to you once you enroll. Remember—these funds are always yours, even after you leave or retire from Hunt. If you would like to enroll in the Consumer Choice Plan (HDHP) and you have a 2015 Flexible Spending Account (FSA) you will need to exhaust any funds in your FSA by 12/31/15. (refer to the Wealth section for more details).

*Your HSA account is not opened until the first of the month after you enroll in the HDHP Plan. For more information on this plan, please refer to the “Smooth Sailing” HDHP brochure, which is available on MiHR > Benefits > Links.

CONTACT LIST 4


CONTENTS

Plan FeatureNetwork Access Plan

In-Network Out-of-Network

Annual Deductible (single/family) $100/$300

Annual Maximum Benefit $1,000

Preventive Covered at 100%

Basic Plan pays 80% after deductible is met

Major Plan pays 50% after deductible is met

Orthodontia (Adult and Child) Covered at 50%

Orthodontia Lifetime Maximum $1,000

Dental Coverage: Guardian

Following is a high-level overview of your dental coverage. For complete coverage details, please refer to the Summary Plan Description (SPD).

Vision Coverage: EyeMed

Following is a high-level overview of your vision coverage. For complete coverage details, please refer to the Summary Plan Description (SPD).

Plan Feature Frequency In-Network Out-of-Network

Examination Every 12 months $10 copay Up to $40

Basic Lenses (single/bifocal/trifocal)

Every 12 months $25 copay Up to $30/$50/$70

Frames Every 12 months $130 allowance; 80% of charge after $130

Up to $91

Contact Lenses Every 12 months Conventional: $130 allowance; 15% off retail

price over $130 Medically Necessary:

Paid in full

Conventional: Up to $130 Medically Necessary: Up

to $210

LASIK Surgery 15% off the retail price or 5% off promotional price

N/A

Health (continued)

CONTACT LIST 5


CONTENTS

Flexible Spending Program: TASC

Flexible spending accounts (FSAs) allow you to pay for eligible health and/or dependent care expenses on a pre-tax basis, meaning your FSA contributions are deducted from your pay before your federal and Social Security taxes are calculated. The result is that your taxable income is reduced and you get to keep a greater portion of your paycheck.

An FSA is a great option if you expect to incur medical, vision, dental and/or dependent care expenses that won’t be reimbursed by your benefit plans. You have the following options:

Wealth

MORE ON FSAs

YOU MUST ENROLL EACH YEAR TO PARTICIPATE. Use it or lose it. The IRS requires that any unused funds you have set aside for eligible expenses that are still in your account at the end of the plan year be claimed by submitting your eligible expenses no later than December 31, 2016. All claims submitted must be from 2016. Any unused funds will be forfeited.

Health Care FSA

Eligible Expenses Qualified medical, dental and vision expenses not covered by insurance

Maximum Annual Contribution $2,550

Limited Purpose Health Care FSA (for Consumer Choice HDHP participants)

Eligible Expenses Qualified dental and vision expenses not covered by insurance

Maximum Annual Contribution $2,550

Dependent Care FSA

Eligible Expenses Qualified dependent care, such as child or elder care

Maximum Annual Contribution $5,000 (or $2,500 if married and filing separately)

For a complete list of qualified health care expenses, visit: http://www.irs.gov/pub/irs-pdf/p502.pdf. For a complete list of qualified dependent care expenses, visit: http://www.irs.gov/pub/irs-pdf/p503.pdf.

Please Note: If you have a balance (even a couple of dollars or cents) remaining in your 2015 FSA as of 1/1/2016, you will not be able to contribute to the HSA account through the 2.5 month extended grace period. Even if the balance is $0 during the extended grace period, you still can not contribute until 4/1/16. Any expenses incurred prior to 4/1/16 would not be eligible for reimbursement through your HSA account.

If you would like to enroll in the Consumer Choice Plan (HDHP), we highly recommend exhausting all funds in your FSA before 1/1/2016. This allows you to be eligible for the quarterly Hunt employer contribution to your HSA on 1/1/16. Otherwise, your account will be funded with 2 quarterly payments on 4/1/2016. Employees electing the Consumer Choice Plan (HDHP) can still enroll in the Limited Purpose FSA. This account allows for reimbursement of dental and vision expenses only. Please contact HR at [email protected] or 915-298-0497 with any questions.



Basic Life and AD&D Coverage: Sun Life Financial

We help our eligible employees maintain financial security by providing a group life and accidental death and dismemberment (AD&D) benefit. This benefit is company paid.

Employee Life and AD&D

Amount 2x annual earnings up to a Guaranteed Issue amount of $750,000

Supplemental Life and AD&D Coverage: Sun Life Financial

You also have the opportunity to purchase additional life and AD&D coverage for yourself and your dependents at group rates. The chart below shows the coverage available. Note: Spouse and child coverage is only available when the employee elects voluntary coverage for him or herself.

Amount Guaranteed Issue

Employee Increments of $10,000; up to $500,000

Lesser of current amount or $200,000

Spouse Increments of $5,000; up to $250,000

Lesser of current amount or $50,000

Child(ren) Increments of $2,500; up to $10,000

N/A

Employees and dependents who elect coverage when first eligible can elect up to the Guaranteed Issue amounts without being required to submit Evidence of Insurability (EOI). If you wish for more than the Guaranteed Issue amount or to waive coverage now and elect at a later date, you will be required to submit EOI.

Disability Coverage: Sun Life Financial

We offer eligible employees short-term disability (STD) and long-term disability (LTD) coverage for your financial needs should you need to take a leave from work due to a serious illness or non-work-related injury. Following is a brief summary of our STD and LTD coverage. This benefit is company paid.

STD Coverage Features

Income Replacement 70% of monthly earnings

Monthly Maximum Benefit $6,900

When Benefit Begins After 7 days

Maximum Benefit Period 26 weeks

LTD Coverage Features

Income Replacement 67% of monthly earnings

Monthly Maximum Benefit $16,000

When Benefit Begins After 180 days

Maximum Benefit Period Social Security Normal Retirement Age

401(k): Fidelity

Your financial wellness is important. Hunt’s 401(K) plan through Fidelity is designed to help you reach your investment goals. The plan offers tax advantage as well as generous company matching contributions (subject to IRS limitations). It is a great way to build a solid retirement fund through your working years. Consistent savings throughout your career is the foundation for security during your retirement years.

How Do I Enroll?• Employees are automatically enrolled at 4% deferral.

How The 401(K) Works• Employees may contribute 1% to 60% of eligible

compensation up to the maximum IRS deferral amount• Hunt matches 50% on 4% and 100% on 4% in base

compensation deferred for highly and non-highly compensated respectively

• Employer match credited every pay period• Traditional and Roth deferral options are available• Employee has immediate vesting on all deferrals

Wealth (continued)



Extras

Employee Assistance Program (EAP): ComPsych

We understand that it can be difficult to manage family, work-related and personal issues. That’s why we offer an EAP at no cost to you. To help guide you through difficult situations or simply assist you with day-to-day tasks like finding a last-minute dog sitter, trained professionals work with you as you search for solutions. The program is completely confidential and can help you work through issues related (but not limited) to:• Family: Child care, elder care, communication, conflict,

serious illness and parenting issues• Relationships: Domestic violence, dual careers,

conflict resolution and separation/divorce issues• Your job: Career, interpersonal and job “burnout”

issues• Finances: Budget control, credit problems and identity

theft issues• Emotional well-being: Anger, anxiety, depression,

eating disorders, grief/loss, life transition, addiction and stress issues

Transportation Reimbursement Account: TASC

With a Transportation Reimbursement Account, you are able to use pre-tax contribution dollars to pay for qualified work-related commuting and/or parking expenses:• Public Transportation (bus, train, ferry, subway)• Commuter Highway Vehicles (vanpools)• Parking (ramp, park n ride)• Depending on your tax bracket, you can save up to

40% on your commuting and parking costs by using pre-tax dollars–a significant tax savings (income and Social Security taxes)

Legal Support: LifeGuard Plus LegalEase Benefits

If you are in need of assistance in a legal matter, this benefit provides you telephone advice and office consultations on an unlimited number of personal legal matters. Just a few examples are:

• Family and Divorce• Financial Matters• Traffic/Misdemeanor Law• Estate Planning/Documents

Accident Insurance: Sun Life

Sun Life’s Preferred Plan provides accident insurance protection for a wide range of covered benefits. Injured employees and their dependents may use the cash benefits however they want—to satisfy deductibles, pay out-of-pocket medical expenses, or pay household bills, for example. Here are some highlights:• Guaranteed Issue• A Wide Range of Covered Benefits: Covered

dislocations, fractures, lacerations, burns, loss of hearing or sight, and certain diagnoses or services

• Coverage for Families: Employees can add coverage for spouses and dependent children

Critical Illness: Sun Life

Critical Illness insurance helps protect employees and their families from financial loss by providing a lump-sum benefit upon diagnosis of a covered condition. Here are some highlights:• Covered Conditions by Category: Circulatory

conditions, cancer, and much more• Benefit Percentages and Maximums: Depending on

the diagnosis, Sun Life will pay either the full benefit or a partial benefit

• Spouse and Dependent Children: Employees who are actively at work and who apply for coverage may also choose to purchase coverage for a spouse and dependent children



Topic ContactPhone Number

Website & Network

General Benefits and/or Enrollment HUB International 855-596-HUNT

(855-596-4868) [email protected]

Medical Coverage Cigna 800-CIGNA24 (800-244-6224) www.mycigna.com

Health Savings Account HSA Bank 800-CIGNA24(800-244-6224) www.mycigna.com

Dental Coverage Guardian 800-541-7846 www.guardiananytime.com

Vision Coverage EyeMed 866-804-0982 www.eyemed.com

Basic Life and Accidental Death and Dismemberment (AD&D) Coverage

Sun Life Financial 800-786-5433 www.sunlife.com

Disability Coverage Sun Life Financial 800-786-5433 www.sunlife.com

Flexible Spending Accounts (FSAs) (health care and dependent care FSAs)

TASC 800-422-4661 www.tasconline.com

Transportation Reimbursement Account

TASC 800-422-4661 www.tasconline.com

Employee Assistance Program ComPsych 888-475-3827 N/A

Accident Sun Life 800-247-6875 www.sunlife.com/us/

Critital Illness Sun Life 800-247-6875 www.sunlife.com/us/

Legal Support Coverage LegalEase 800-787-3988 N/A

401(k) Fidelity 800-890-4015 www.401k.com

Benefits Contact Directory



Mental Health Parity Act

Per the Mental Health Parity Act, benefits for mental health and substance-use disorder must be treated like benefits for regular medical and surgical care. For example, if there is no limitation on the number of days for inpatient and number of visits for outpatient medical care, then there can be no limitation for mental health and substance-use disorder treatments. As always, treatments must be medically necessary to qualify for coverage. Plan participants should review their plan’s certificate of coverage or benefit document for specific information about coverage, limitations and exclusions for mental health care and substance-use disorder treatments.

Women’s Health and Cancer Rights Act

On January 1, 1999, a federal law, the Women’s Health and Cancer Rights Act of 1998, became effective, which affects our company plan options. This law requires group health plans that provide coverage for mastectomies (ours does) and to also provide coverage for reconstructive surgery and prostheses following mastectomies. As required under the law, we have included this notice to inform you about it.

The law mandates that a participant or eligible beneficiary who is receiving benefits, on or after the law’s effective date (January 1, 1999, for our Plan), for a covered mastectomy and who elects breast reconstruction in connection with the mastectomy, will also receive coverage for:• All stages of reconstruction of the breast on which the

mastectomy has been performed;

• Surgery and reconstruction of the other breast to produce a symmetrical appearance; and

• Prostheses and treatment of physical complications of all stages of mastectomy, including lymphedemas.

This coverage will be provided in consultation with the patient and the patient’s attending physician and will be subject to the same annual deductible, coinsurance and/or copayment provisions otherwise applicable under the Plan.

If you have any questions about coverage for mastectomies and post-operative reconstructive surgery, please contact your local HR representative.

Summary of Benefits and Coverage (SBC)

As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury. To help you make an informed choice, the company makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about our health coverage in a standard format, to help you compare across options. The SBC also includes a Glossary of Health Coverage and Medical Terms to help you better understand health care terms used in the SBC. You can obtain a copy of the SBC at no cost to you by contacting your local HR representative.

Important Notices

Please note: This guide is intended to provide you with highlights of our benefits program. It is not intended to address all details. Actual benefit coverage is specified in the Summary Plan Descriptions (SPDs). In the event of any differences between this guide and the SPDs, the SPDs will govern.



2016 Employee Contribution Rates

Medical Coverage

Coverage Tier Employee Contribution (Monthly)

PPO Plan Consumer Choice Plan (HDHP)

Employee Only

Employee + Spouse

Employee + Child(ren)

Family

$115.00

$250.00

$220.00

$345.00

$40.00

$95.00

$85.00

$150.00

Dental Coverage


Employee Only

Employee + Spouse


Family

$10.00

$25.00

$30.00

$50.00

Vision Coverage


Employee Only

Employee + Spouse


Family

$4.95

$9.42

$9.91

$14.57

Voluntary AD&D


Per $1,000 of coverage

Employee Only

Spouse

Child

$0.020

$0.028

$0.028

Voluntary Life Coverage

Age Employee Contribution (Monthly)

Employee: Per $1,000 of coverage

Spouse: Per $1,000 of coverage

Under 20 $0.046 $0.046

20-24 $0.046 $0.046

25-29 $0.046 $0.046

30-34 $0.056 $0.056

35-39 $0.074 $0.074

40-44 $0.119 $0.119

45-49 $0.184 $0.184

50-54 $0.335 $0.335

55-59 $0.604 $0.604

60-64 $0.928 $0.928

65-69 $1.451 $1.451

70+ $2.675 N/A

Example: John is a 27 year old employee who makes $50,000 per year. John would like to elect $150,000 of voluntary life coverage. His monthly payment for the additional coverage would be $0.046 x (150,000/1,000) = $6.90.

Employee Contribution (Child)

$0.243 per $1,000 of coverage

Rates