2017 BENEFITS SUMMARY

Transcription

1 2017 BENEFITS SUMMARY REGULAR, FULL-TIME ASSOCIATES This summary provides important details about CompuCom s sponsored benefit plans. It is important to point out that if there are any differences between the summary and the official plan documents, the plan documents will always take precedence.

2 Updated: November 2016 INSURANCE PLANS CompuCom offers a comprehensive benefits package that includes: medical, dental, vision, life and AD&D insurance, disability protection, flexible spending accounts, matched 401(k) plan and wellness program. Providing great benefits to you and your family is just one more way CompuCom takes care of the people who make our company great! Insurance coverage begins the first day of regular, full-time employment. You must enroll within 31 days of your start date, or wait until the following Open Enrollment period. Changes may only be made during annual Open Enrollment, or within 31 days of an IRS-defined qualifying life event. MEDICAL Our medical insurance is provided through Meritain. We offer a High Deductible Health Plan (HDHP) with Health Savings Account (HSA). Meritain HDHP with HSA Network The Meritain network includes a nationwide network of physicians and hospitals. You can find information about the network at Be sure to select the Aetna Choice POS II (Open Access) plan. How the Plan Works CompuCom s HDHP is a consumer driven health plan. You pay for medical services up to your deductible amount. After meeting the deductible, you pay 20% co-insurance in-network and 40% co- insurance out-of-network up to the applicable out-of-pocket maximum for in- or out-of-network services. After you reach your out-of-pocket maximum, the plan pays 100% on your behalf through the rest of the plan year. If you have family coverage under the HDHP, you must meet the family out-of-pocket maximum before the plan will pay 100%. Preventive Care CompuCom s HDHP covers 100% of in-network preventive care. See the SPD for the list of covered preventive procedures. Also, preventive medications are covered with 20% co-insurance without having to meet the annual deductible first. Prescription Medications Magellan Rx is CompuCom s pharmacy benefit manager. You pay 20% of the cost of your prescriptions in most cases after satisfying the annual deductible. Prescription medications are covered at nationwide Magellan network pharmacies, which include Walgreens, CVS, Walmart, Target, Sam s Club and Costco among others. Plan Limitations If you wish to participate in the HDHP with HSA, some limitations apply. You may not: Have other health coverage Be claimed as a dependent on a tax return by another person Participate in a Health Care Flexible Spending Account Domestic Partner Coverage You may cover your domestic partner and their dependent children under the HDHP medical plan. However, the HSA is governed by IRS rules which do not allow domestic partners or their dependent children to be eligible for medical expenses to be paid through the HSA. Page 2

3 Here is an overview of the plan provisions: Level of Coverage CompuCom HSA Contribution* Deductible HDHP Traditional Co-Insurance Max HDHP In-Network Out-of-Pocket Max HDHP Out-of-Network Outof-Pocket Max Associate Only $125 quarterly & per pay period matching up to $500/yr $2,000 $3,000 $5,000 $10,000 Associate & Spouse; Associate & Child(ren); Associate & Family $125 quarterly & per pay period matching up to $500/yr $4,000 $6,000 $10,000 $20,000 Health Savings Account (HSA) This is an account that you own and control. It earns interest and it is portable you may take it with you when you leave the company. Contributions you make are pre-tax, so the HSA allows you to save money you would otherwise pay in taxes. When you have a medical expense, you can use your HSA money to pay for it or pay it out-of-pocket if you wish to save your HSA contributions for the future. Level of Coverage 2017 IRS Max HSA Contribution* Associate Only $3,400 Associate & Spouse Associate & Child(ren) Associate & Family $6,750 Catch Up Contribution if 55 or older $6,750 *When deciding how much you want to contribute to your HSA, be sure to take in to consideration the $1,000 ($500 seeding and $500 matching) that CompuCom will contribute to your account. Your contributions are taken out of your paycheck pre-tax. If you join the plan after January 1, 2017, (for example, if you are a new hire or you add members to the plan mid-year), you will receive an HSA allocation from CompuCom at the beginning of the next calendar quarter April 1, July 1 and October 1. You must be enrolled in the plan on these dates for the HSA to be funded on your behalf. Investing Your Contributions After you reach $2,000 in your HSA, you may invest your contributions in any or all of the investment choices provided by PNC, CompuCom s HSA administrator, and earn tax-free interest on your HSA contributions. You may track your balance by logging in to PNC s secure website. Your share of the cost for the medical plan premium is deducted from your paycheck. Medical Premiums: Medical Plan Associate Only Associate + Spouse Associate + Child(ren) Associate + Family CompuCom HDHP with HSA $39.00 $ $92.00 $ Page 3

4 DENTAL CompuCom offers dental coverage through Cigna. You can choose between dental PPO or DHMO plans. The dental PPO allows you to use network and out-of-network dentists. If you choose an out-of-network dentist, your out-of-pocket costs will be higher. You must meet a deductible and you have an out-of-pocket maximum. If you enroll in the DHMO you must select a general dentist who will provide for all of your dental needs routine checkups as well as emergency situations. If specialty care is needed, your general dentist will provide the necessary referral. For covered procedures, including approved specialty care on most plans, you'll pay the pre-set co-pay fee described on your Patient Charge Schedule. Dental Plan Comparison Cigna DHMO Cigna PPO In-network Out-of-network 1 Deductible 2 Individual None $50 $75 Family None $150 $225 Orthodontia Deductible Individual None $50 $50 Plan Pays Plan Pays Plan Pays Preventive Care (Such as cleanings and x-rays) Co-pay schedule 100% 90% Basic Care (Such as fillings, basic restorative work) Co-pay schedule 80% 70% Major Care (Such as bridges, crowns, root canals and more) Co-pay schedule 50% 40% Orthodontia Co-pay schedule 50% 50% 1 Lifetime Orthodontia Maximum None $1,500 $1,500 Annual Maximum Benefit Unlimited $1,500 $1,000 1 The maximum allowable charge for non-network care is 90% of the reasonable and customary limits. 2 Deductible applies to basic and major services only. Your share of the cost for benefits is deducted from your paycheck. DENTAL Premiums: Dental Plan Associate Only Associate + Spouse Associate + Child(ren) Associate + Family Cigna DHMO $6.50 $11.50 $12.50 $21.00 Cigna Dental PPO $8.50 $15.50 $18.00 $30.00 Page 4

5 VISION CompuCom offers vision services through VSP. You can choose between two plan options: VSP Basic or VSP Premier. The VSP Premier plan provides a higher level of benefits than the VSP Basic plan. The VSP Premier plan features lower co-pays and increased allowances on frames and lens for a slightly higher premium than the VSP Basic plan in exchange for slightly higher premiums. Vision Comparison VSP Choice Plan Description Basic Plan Premier Plan In-Network Out-of-Network In-Network Out-of-Network WellVision Eye Exam $15 copay $10 copay (every calendar year) to $45 to $45 Prescription Glasses Material Copay 1 $25 Copay $25 Copay $10 Copay $10 Copay Frames (every calendar year) $120 Allowance; 20% off overage $160 Allowance; 20% off overage Featured Frame brands 2 $140 Allowance; $180 Allowance; 20% off overage to $70 20% off overage to $70 Costco Optical & Walmart $70 Allowance $90 Allowance Frames 3 Lenses (every calendar year) Single vision/lined bifocal/lined trifocal Covered in full once material copay is met to $30/$50/$65 Covered in full once material copay is met to $30/$50/$65 Lens Enhancements Paid by member Paid by member Polycarbonate for Children $0 $0 Polycarbonate for adults 4 $31 $0 Standard Anti-Reflective Coating $41 $41 Standard Progressive Lenses $55 $0 All other Progressive Lenses $95-$175 N/A $95-$175 N/A Scratch Resistant Coating $0 $0 Solid Tints & Dyes $15 $15 UV Protection $16 $16 Other Lens Enhancements 20-25% 20-25% Contact Lenses Elective Contact Lens Materials & Exam (every calendar year) 5 Necessary Contacts $0 copay $120 allowance and 15% off the contact lens exam Covered in full less $25 copay Additional Savings and Enhancements (applies to both plans) Diabetic Eyecare Plus Program Additional pairs of Prescriptive Glasses or Non-Prescriptive Laser Vision Correction Contact Lens Rebates Your share of the cost for benefits is deducted from your paycheck. to $105 to $210 $0 copay $160 allowance and 15% off the contact lens exam Covered in full less $10 copay to $145 to $210 $20 exam copay; services related to diabetic eye disease, glaucoma and age-related macular degeneration (AMD). Retinal screening for eligible members with diabetes. Limitations and coordination with medical coverage may apply. Ask your VSP doctor for details 20% off from any VSP doctor within 12 months of your last WellVision Exam. 15% discount or 5% off promotional pricing Go to vsp.com/special offers for details. VISION Premiums: Vision Plan Associate Only Associate + Spouse Associate + Child(ren) Associate + Family VSP Basic $2.48 $4.68 $4.93 $7.22 VSP Premier $3.72 $7.02 $7.38 $10.83 Page 5

6 CompuCom offers four Flexible Spending Accounts (FSAs) to help you save money on health care, dependent day care and commuter expenses. The FSAs allow you to set aside pre-tax dollars to pay for: FLEXIBLE SPENDING ACCOUNTS Health care expenses for you and your dependents, (As long as you are not participating in the CompuCom Medical HDHP plan) Daycare expenses for your eligible dependents Limited Purpose FSA for dental and vision expenses Eligible expenses to commute to and from work. You may enroll in these accounts (with the exception of the Limited Purpose FSA) even if you are not enrolled in a CompuCom health plan. The 2017 FSA account administrator is PayFlex. They will automatically send you a free debit card a convenient way to pay for your out-of-pocket health care and dependent care expenses. The debit card is linked to your Flexible Spending Account. Here's how the Flexible Spending Accounts work: Estimate your health care, dependent care and commuter expenses for the coming year. Do not over estimate or you may lose your unclaimed account balance at the end of the year. Contribute to the Medical, Dependent Care and/or Commuter Spending Account through before-tax payroll deductions. You do not pay federal income or Social Security taxes on the money you contribute to your accounts. Pay for the service or eligible item using any of PayFlex's convenient payment options. Limitations on Eligibility The expenses of a domestic partner whether opposite or same gender and even if covered under your health plan are not eligible to be covered under your health care FSA, unless your domestic partner is a qualifying dependent for federal income tax purposes. If you participate in the HDHP with HSA, you may not participate in a medical FSA. Commuter Account Enrollment If you pay for parking or use mass transit to get to or from work, you may use the PayFlex's Commuter Spending Account. You will need to enroll for the Commuter Spending Account through the PayFlex website. Claim Filing Deadline/Use It or Lose It You can be reimbursed for eligible expenses you incur between January 1, 2017 and December 31, You must file claims for eligible expenses by March 31, IRS rules require the Flexible Spending Accounts to operate on a use-it-or-lose-it basis, meaning you forfeit any unclaimed money in your account if not used by December 31, Health Care Spending Account Limited Purpose Spending Account Dependent Care Spending Account Eligible Expenses Contribution Limits Reimbursement Limits Any deductible, medical, dental, vision, or hearing expense not covered by a medical plan, such as: Deductibles / Share Co-payments and co- insurance Dental care Vision care Eligible dental and vision care expenses Day care expenses for your eligible dependents* while you work (and if married, while your spouse works, is a full-time student, or is disabled). Eligible expenses include care in your home, someone else s home, or a licensed day care facility. Minimum: $130 per year Maximum: $2,550 per year Minimum: $130 per year Maximum: $2,550 per year Minimum: $130 per year Maximum: $5,000 per year if you are single or if you and your spouse file a joint tax return; $2,500 per year if you and your spouse file separate tax returns. You are reimbursed for the total amount of your claim, up to the amount that you elected to contribute for the year. You are reimbursed for the total amount of your claim, up to the amount that you elected to contribute for the year. You are reimbursed for the total amount of your claim, up to the amount that you elected to contribute for the year. Commuter Spending Account Expenses for parking at or near public transportation to get to work, parking at or near work, and fares for bus, train, subway, vanpool and/or ferry travel to get to work. Pre-tax maximum: $255 for transit per month. $255 for parking per month. (You may contribute more on an after-tax basis). You are reimbursed for the total amount of your claim, up to the amount that you elected to contribute for the year *Eligible dependents include your children under age 13 and disabled dependents of any age who live with you and whom you claim on your federal income tax return. Page 6

7 The Employee Assistance Program (EAP) provides confidential, professional short-term counseling to help associates and anyone significant in their life in resolving difficult problems. Services are provided by ComPsych and are available to you or anyone significant in your life free of charge. Help with Many Issues, including: EMPLOYEE ASSISTANCE PROGRAM (EAP) Stress Management Alcohol and drug abuse Depression Parenting Workplace Issues Weight Loss Lifestyle Management Smoking Cessation Marital/family issues Discounts on certain legal issues Financial counseling Child and elder care referrals BASIC LIFE/BASIC AD&D & LTD/STD INSURANCE Basic Life Insurance: CompuCom automatically provides you with Basic Life Insurance through a group policy with Cigna. Your policy coverage is equal to one times your annual salary. Basic Accidental Death & Dismemberment (AD&D): CompuCom provides you with AD&D Insurance through Cigna. AD&D coverage pays a benefit if you die or are severely injured in an accident. This basic coverage is equal to one times your annual salary. Short-Term Disability Insurance (STD): CompuCom provides STD coverage at no cost to you. You are eligible for STD the first of the month after you complete 3 months of service and after 7 consecutive lost work days due to a nonjob related injury or illness. STD benefits depend on your base rate of pay and how long you have been employed by the Company. Benefits are paid at full or half pay for a maximum period of 180 days. The number of weeks of full-pay benefits increases with years of service. The STD program is administered by Cigna and CompuCom. Basic Long-Term Disability Insurance (LTD): CompuCom provides Basic LTD through Cigna at no cost to you. If you are totally and permanently disabled, Basic LTD coverage replaces up to 60% of your monthly earnings, to a maximum of $2,750 per month. You are eligible to begin receiving benefits after you have been continuously disabled for 26 weeks of short term disability or 180 days of total disability, whichever is later. OPTIONAL INSURANCE In addition to your company-paid Basic Life Insurance and Basic Accidental Death & Dismemberment Insurance policies, CompuCom offers several additional insurance options. These include, Supplemental Life, Supplemental AD&D Insurance, Accident, Whole Life, Auto & Home Insurance. Supplemental Life Insurance: If you want a higher level of life insurance protection, you may purchase Supplemental Life Insurance coverage for you and your eligible family members. You can get coverage for you or your spouse and/or domestic partner in increments of $10,000 and rates are based on age and tobacco status. You may also purchase life insurance for your child(ren). Supplemental and Dependent AD&D Insurance: You may purchase additional AD&D coverage for you and your eligible dependents. In the event of your accidental death, your beneficiary would receive the full AD&D benefit. If you are dismembered (which includes loss or paralysis of limbs or loss of sight or hearing), you receive a percentage of the benefit according to a schedule. Supplemental Long-Term Disability: If your annual base salary is more than $55,000 you are eligible to purchase Supplemental LTD. Supplemental LTD replaces 60% of your monthly earnings, up to $10,000 (including Basic LTD). You are eligible to begin receiving benefits after you have been continuously disabled for 180 days due to a non-job related injury or illness. Page 7

8 Critical Illness Insurance: You can purchase voluntary critical illness insurance through Allstate. If you suffer a critical illness such as a heart attack (see brochure for all that is covered). Allstate can pay you a lump sum benefit when you are first diagnosed with a covered critical illness. This policy is fully paid by the associate. Accident Insurance: A group accident insurance policy administered through Allstate is available to purchase for you and your eligible family members. This policy pays a lump sum benefit based on an off-the-job injury and/or treatment you need which can help offset the out-of-pocket expenses that medical insurance does not pay, including deductibles and co-pays. The policy includes up to a $50 per calendar year wellness benefit which pays you when you receive preventative care. This policy is fully paid by the associate. Whole Life Insurance: You can purchase a whole life policy through Allstate for you and your eligible family members. Whole life insurance provides a death benefit with guaranteed level premiums and it can build cash value accumulation throughout the length of the policy. The premium you pay will be based on age, tobacco status, and the amount of coverage you elect. This policy is fully paid by the associate. Home & Auto Insurance: You are offered competitive group rates and money-saving discounts on these policies through MetLife. PLANNING FOR THE FUTURE CompuCom offers a great way to help you prepare for your future through the 401(k) Matched Savings Plan, managed by Fidelity Investments. You have a choice of more than 30 funds in which you can invest up to 60% of your eligible pay in pre-tax and/or after-tax Roth contributions ($18,000 annual maximum for 2017). If you are age 50 or older during 2017, you may also contribute an additional $6,000 as a catch-up contribution. The CompuCom match shown below is posted with your bi-weekly associate contribution and you will be able to view your match dollars on your pay statement each pay period. CompuCom 401(k) match: 50 cents for every dollar you contribute, up to your first 3% of pay. Your CompuCom match will vest according to the following vesting schedule: 50% after 2 years of service 100% after 3 years of service OTHER GREAT BENEFITS In addition to our health and savings plans, CompuCom offers the programs below to help you save money and provide convenience in other areas of your life. Credit Union Membership: You are eligible to join either Chevron Federal or Prestige Community Credit Unions. Hyatt Legal Plan: Through Hyatt Legal, a MetLife company, you have affordable access to personal legal services through one of America s largest providers of group legal services. You may use the plan an unlimited number of times each year and there are no dollar limits on many of the covered services. MetLaw provide full covered legal advice and representation for most personal legal matters (employment and business related matters are excluded from coverage) such as general phone advice, office consultations, document preparation, real estate matters, debt matters, and more. (Please see the Benefits brochure for full list.) Cost for this service is $6.92 per pay period. Page 10

9 PAID TIME OFF Paid time off and holidays (including personal days) are available to regular, full-time CompuCom associates. Your accruals are based on straight time during regular work hours, and begin accruing the month following your start date. Personal Time Off: All CompuCom associates who work a minimum of 30 hours per week are eligible to accrue and take personal time off. Accrued time is based on normal work hours; paid time off is not accrued on overtime hours. Years of Service Annual PTO Days (Hours) 0 thru 4 10 Days (80 hrs) 4+ thru 8 15 days (120 hrs) over 8 years 20 days (160 hrs) Holidays: All CompuCom associates who work a minimum of 30 hours per week are entitled to six (6) scheduled paid holidays. You may also earn six (6) personal holidays per calendar year that must be used by year-end and may not be rolled over to the following year. The Associate Handbook contains more details regarding the allocation of personal holidays. If employment ends for any reason, you will not receive payment for unused personal holidays Holiday Schedule New Year s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. TRAINING AND EDUCATION CompuCom encourages you to advance your career by developing your skills. We offer the following programs to help you achieve that goal. TheHUB: TheHUB is CompuCom s learning management system. Inside TheHUB, you ll enjoy access to thousands of books, courses, videos, job aids, simulations, practice labs, test prep exams and many other learning assets encompassing hundreds of technical and non-technical topics. It houses CompuCom s course catalog, associate skill inventories, and training and certification records. It has tools you can use to establish and track group and/or individual development plans as well as reports you can run to see at a glance what training and certifications you have earned. All CompuCom associates use TheHUB to manage their personal career development. You may use it to request training and to create a development plan for yourself. You can also track your completion of required courses. Tuition Reimbursement Program: CompuCom s Tuition Reimbursement program encourages you to take undergraduate classes that help you in your current role or prepare you for a role you could reasonably expect to hold in the future at CompuCom. Regular full-time active associates with at least one year of service may be eligible for reimbursement of 80% of the cost of tuition, related fees and necessary books with a $5,000 annual benefit maximum. Page 10

10 WELLNESS CompuCom is committed to helping our associates lead healthy, active lives. Whether you are managing a chronic condition or looking to make major lifestyle changes as a preventive measure, CompuCom has the tools to help you! If you are a new hire after December 31, 2016, these requirements do not apply to you until calendar year 2018 To maintain the 2017 discounted medical plan premium rate, associates and their spouses need to: Select a Primary Care Physician (PCP) Complete a Biometric Screening and a Tobacco Screening. Comply with the Manage Your Chronic Condition program through the Care Coordinators, if applicable. Biometric Screening: Biometric screenings and knowing your numbers give you an overall picture of your current health condition. It is a great starting point for developing a plan to live a healthy lifestyle. Associates and covered spouse/domestic partners who are enrolled in a CompuCom medical plan as of January 1, 2017 are required to do this screening anytime January 1 April 10, 2017 or a penalty will apply. Manager Your Chronic Condition Program: Associates and their spouses who have any of the five chronic conditions, listed below, must work with the Care Coordinators and follow the guidelines for the applicable condition. Asthma Coronary Artery Disease (CAD) Congestive Heart Failure (CHF) Chronic Obstructive Pulmonary Disease (COPD) Diabetes A surcharge of $66 per pay period will apply if you do not meet your Wellness Requirements (applicable separately to both associate and spouse). MOBILE APP In keeping with CompuCom s commitment to help you maximize your benefits, be sure to download the CompuCom Benefits mobile app. It is available through both the Google Play Store and the Apple Store. Plan details, vendor information, and important benefits information are part of the app. In addition, you can upload a copy of your medical plan ID card to have available at any time you need it. This is intended to be a summary of benefits and not a legal plan document. For full details and specific plan designs, please refer to the Summary Plan Descriptions via request to easyhr@compucom.com. Page 10