2014 Benefits Enrollment Guide

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1 2014 Benefits Enrollment Guide Eligible After 90 Days of Employment Make Choices Within 31 Days of Your Eligibility Date It is important to enroll in benefit plans within 31 days of your eligibility date. Otherwise, you will be required to wait until the next open enrollment period in order to be covered by any benefits. (There is no auto enrollment for any reason.) Employees returning from layoff are required to re-enroll within 31 days of return. All materials are also available in The Zone (TheZone.goodmanmfg.com)

Welcome to Goodman & Quietflex! We are excited to have you onboard.

We are pleased to offer a comprehensive benefits plan that is competitive in the marketplace.

48 the monthly premium for family coverage is less than the 2013 national average of $391.00.

To make your benefit elections, you will login to our employee portal called The Zone. Directions on how to enroll are included in the back of this package of information.

2 Welcome to Goodman & Quietflex! We are excited to have you onboard. As much as we know you will want to jump right into your new role, it is important to take the time to understand your benefit options and to enroll. We are pleased to offer a comprehensive benefits plan that is competitive in the marketplace. We continue to benchmark our plans against those offered by other employers to ensure that our programs are competitive. At $ the monthly premium for family coverage is less than the 2013 national average of $ Although health care costs have continued to rise, we have worked to maintain increases in employee premiums at levels below the national average and have done so since To make your benefit elections, you will login to our employee portal called The Zone. Directions on how to enroll are included in the back of this package of information. There is additional information on the plans available in The Zone as well. Cigna will mail personalized ID cards for you and your covered dependents to your home address, within days after completing the enrollment process. Please login and get started when you are eligible! Kristi Pittman-Director, Benefits & Human Resources Shared Services Proof of Prior Insurance Coverage The medical insurance plan has a pre-existing condition clause (except for children up to age 19 or for pregnancy) for services performed within the first year of eligibility. A pre-existing condition is a condition (physical or mental) for which medical advice, diagnosis, care or treatment was recommended or received within the 3-month period prior to your enrollment date. If a covered individual has a pre-existing condition, expenses for treatment of this condition will not be covered for 12 months following your enrollment date. After 12 months, normal benefits will be payable. This pre-existing condition exclusion period may be reduced by an equal period of any prior continuous health coverage (credible coverage) as long as there is no break in coverage for 63 consecutive days or more. To reduce the exclusion period, you must provide proof of prior coverage. Your previous employer will be able to provide a Certificate of Coverage that verified the amount of time you and your dependents were insured. This certificate should be submitted to the benefits department. Without this certificate, incurred claims will be placed on hold until after the information is received. 2

Getting Started with Enrollment Review Medical & Rx Choices Your Medical & Rx Benefits Your medical benefits will be provided through Cigna Healthcare and prescription coverage through Catamaran.

$3000 / $6000 Family $6000 / $12,0000 Co-pay: $40 Primary Care, $50 Specialist PPO Core Plan Covers: 70% In-Network / 50% Out-of-Network Deductible: Individual $1200 / $2500 Family $3600 / $7500

3 Getting Started with Enrollment Review Medical & Rx Choices Your Medical & Rx Benefits Your medical benefits will be provided through Cigna Healthcare and prescription coverage through Catamaran. Plan Selected Your Medical Benefits at a Glance PPO Buy Up Plan Covers: 80% In-Network / 50% Out-of-Network Deductible: Individual $750 / $1500 Family $2250 / $4500 Out-of-Pocket Maximum: Individual $3000 / $6000 Family $6000 / $12,0000 Co-pay: $40 Primary Care, $50 Specialist PPO Core Plan Covers: 70% In-Network / 50% Out-of-Network Deductible: Individual $1200 / $2500 Family $3600 / $7500 Out-of-Pocket Maximum: Individual $5000 / $10,000 Family $10,000 / $20,0000 Co-pay: $50 Primary Care, $60 Specialist Emergency Room Co-pay: $100 Emergency Room Co-pay: $150 Mental health is covered as any other condition RX Deductible: $150 Individual / $300 Family Rx Co-pay Retail: Gen $15, Brand $35, Non-Pref $70 Rx Mail Order: Gen $30, Brand $70, Non-Pref $140 Weekly Cost Core Plan Employee Only $8.83 Buy Up Plan Employee Only $22.01 Core Plan Employee + Children $32.99 Buy Up Plan Employee + Children $43.62 Core Plan Employee + Spouse and/or Family $66.10 Buy Up Plan Employee + Spouse and/or Family $88.26 Mental health including Rx is not covered RX Deductible: $150 Individual / $300 Family Rx Co-pay Retail: Gen $20, Brand $50, Non-Pref $80 Rx Mail Order: Gen $40, Brand $100, Non-Pref $160 Both plans have unlimited lifetime maximums, allow for diabetic supplies through Diabetic Sense only and allow for specialty prescriptions to be filled by Catamaran Specialty Pharmacy only. The chart above is a summary of the major differences between the two plans only. Please refer to the summary plan descriptions for a complete list of covered expenses and plan specifications. For a complete list of covered providers in your area, please go to select Provider Directory and then Open Access PPO. You may also call Cigna at Monthly Premium Comparison $ $ $ $ $ $95.38 $ $ $0 Single Single Family Family Goodman National Goodman National Important Notes About Your Prescriptions $ Generic prescriptions will be substituted for certain brand name prescriptions unless medically necessary. Participants currently taking one of these medications will be contacted by Catamaran by mail with more information on determining medical necessity. 3

4 Next Step Review Dental Choices Your Dental Benefits Goodman provides two dental plan options through Cigna to meet your needs. There is no penalty for using a non-cigna provider but the available discounts could lower your out-of-pocket expenses. Plan Selected Weekly Cost Core Plan Employee Only $1.85 Buy Up Plan Employee Only $2.60 Core Plan Employee + 1 $4.15 Buy Up Plan Employee +1 $8.45 Core Plan Employee + 2 or more $6.92 Buy Up Plan Employee + 2 or more $10.39 Your Dental Benefits at a Glance Buy Up Plan Core Plan Annual Deductible Ind $25 / Fam $75 Ind $50 / Fam $150 Annual Max/Person $2000 $1000 Preventive Care 20% No Deductible 20% No Deductible Basic Treatment 80% / 20% 80% / 20% Major Treatment 50% / 50% 50% / 50% Orthodontia 50% / 50% with $50 Deductible & $1000 Lifetime Maximum Not Covered You will receive a separate ID card from Cigna for dental services. To replace a card or for complete list of providers, please visit their website at or call Please refer to the Summary Plan Description for a detailed explanation of covered/non-covered benefits, plan requirements and applicable co-pays. If dental coverage is not selected during the initial enrollment, major treatment will be subject to a one-year waiting period. A pre-determination of benefits is recommended before beginning any treatment. Please consult your dental office about this procedure. 4

5 Next Step Decide on Vision Care Vision Care Employees who enroll in the Davis Vision benefit are eligible for a free pair of safety lenses annually AND upon request at the initial visit. (Brazers may also be eligible for tinted glasses. Please contact Corporate Benefits for additional information.) Vision benefits are administered by Davis Vision. There is no ID card. Simply tell the provider that you are covered by Davis Vision when you make the appointment. You may visit any doctor, but if you use an in-network doctor you pay a co-pay for most services. If you visit a doctor outside of the network, you pay the full amount at the time of the visit and submit a claim form for reimbursement. Plan Selected Weekly Premium Employee Only $0.00 Employee +1 $1.15 Employee +2 or More $2.07 In-Network Co-pay for Exams (Every 12 Months) $10 Co-pay for Frames (Every 24 Months) $5 Co-pay for Lenses (Single/Bifocal/Trifocal) $5 Co-pay for Contacts (Every 12 Months) $24 / $45 Out-of-Network Exams & Materials Reimbursement of $50 Important Note The benefit plans you select during enrollment will remain in effect for the entire calendar year unless you experience a qualified family status change (and make that change within 31 days of the event.) Next Step Consider Flexible Spending Flexible Spending Account You may allocate pre-tax dollars to be set aside Plan Contribution Limits: from each paycheck for medical out-of-pocket expenses. This can include office visit co-pays, $2,500 - Unreimbursed Medical Expenses deductibles, vision exams, dental work and $5,000 - Day Care prescriptions. For a list of covered & non-covered expenses, please go to Publication 502. You do not have to be enrolled in the health plan to participate. The elected amount will be available immediately and a debit card will be provided. Substantiation for amounts other than co-pays will be required so you ll need to save receipts and insurance statements. You may also allocate pre-tax dollars for daycare expenses. Daycare expenses are reimbursed up to the amount that you contribute each pay period. All charges must be incurred during the Plan Year. Reimbursement will not be allowed for expenses incurred from prior years or for ineligible dependents. Plan wisely unused balances will not be refunded. Important Note If you would like to participate in flexible spending, you must enroll in the plan(s) each year during open enrollment. 5

Next Step Review Additional Information on Voluntary Benefits in The Zone Company Provided Benefits Basic Life Insurance Hourly employees are eligible for one times annual salary, up to $50,000 with

6 Next Step Review Additional Information on Voluntary Benefits in The Zone Company Provided Benefits Basic Life Insurance Hourly employees are eligible for one times annual salary, up to $50,000 with a minimum of $30,000. This benefit is available to all eligible employees, at no cost. Long-Term Disability In the event of accidental death, your beneficiary will receive two times your annual salary, up to the same maximums as the basic life insurance. Short-term Disability (STD) STD benefits are designed to help replace part of your income when you are temporarily disabled and unable to work. All regular-full time employees are enrolled in STD benefits after 90 days of employment. (Plan provisions apply.) The weekly benefit amount is $350 after a seven-day waiting period. Benefits may be received for as long as 13 weeks including the waiting period. Other Benefits Critical Illness Insurance Option To protect yourself from the financial impact of battling a critical illness, a voluntary supplemental benefit plan is offered. The benefits may be purchased in $5,000 increments up to $30,000 and is available for you and your family through Aflac. The Zone contains rate information. Coverage is subject to pre-existing conditions. 401(k) Retirement Plan Wells Fargo After 90 days of service, full-time employees may contribute up to 17% of their salaries on a pre-tax basis up to the annual maximum of $17,500. If you are age 50 or older, you may contribute additional catch-up contributions. For employees hired before 12/14/2002, Goodman matches $.50 on each dollar up to a maximum Company contribution of 3.25% of eligible pay. For employees hired after 12/14/2002, Goodman matches $.50 on each dollar up to a maximum contribution of 6% of eligible pay. Employees with five years of service with the Company or three years of plan participation (whichever is earlier) will be automatically vested in the Company contributions. At wellsfargo.com/401k, you may enroll, find information about investment funds, request a loan or hardship withdrawal, change your deferral amount, and designate a beneficiary. Employees who will reach or exceed age 50 this year may elect 401(k) Catch Up contributions up to $5,500 annually. This election is separate from the regular contribution and can only be set up by contacting corporate Benefits at (713) Employee Assistance Program Sometimes balancing work and family activities can create stress that is hard to handle on your own. To help you through these times, you can receive confidential counseling and referrals through the EAP at no cost to you. You and your eligible dependents can use the program. No enrollment is necessary and all employees are eligible Counseling is available through the EAP for personal issues such as: Family or marital problems Parenting concerns Emotional difficulties like depression, anxiety, guilt or grief Drug and alcohol dependency Stress and burnout Eating disorders like anorexia or bulimia Conflicts at work Crisis situations Questions about legal or financial concerns Questions on child or elder care Counselors are available 24 hours a day and Goodman will pay for up to three onsite counseling sessions per person per year with an EAP counselor. 6

7 Next Step Enroll How to Enroll STEP 1 - After reviewing this brochure, begin open enrollment by logging in to THE ZONE ( STEP 2 - Review your dependents and beneficiaries and make appropriate changes under MY DEPENDENTS and MY BENEFICIARIES under the benefits menu. STEP 3 - Select BENEFIT CHANGES under the Benefits menu. Enter today s date under BENEFIT CHANGE DATE. Select NEW HIRES from the BENEFIT CHANGE REASON menu and continue. PRE-TAX BENEFITS MEDICAL & DENTAL - Select the Buy Up or Core Plan and the level of coverage VISION - Select the level of coverage only FLEX SPENDING - Select Health and/or Dependent Care You will designate the annual amount later (see Step 6). VOLUNTARY BENEFITS Walk through each of the voluntary benefits. Specific details on each are included in the step-by-step instructions available under Benefit Enrollment Docs in the Zone. STEP 4 - Select only those dependents to be covered on each plan. When you are done, press RECALCULATE and, if satisfied, CONTINUE. STEP 5 - Designate beneficiaries for each life insurance plan selected. STEP 6 - If you selected flex spending, you will add the amounts on the savings plan worksheet. Additionally, you will add the weekly premium for Aflac critical illness if appropriate. STEP 7 - Confirm your benefit changes. If you need to make changes use the back button on the screen (not on your browser). You will be able to scan and upload any forms needed at this step. If you would like to save and submit later, press SAVE AS DRAFT. When you are ready, hit the SUBMIT icon. Important Note For detailed step-by-step instructions, see the open enrollment instructions posted in the Zone under Benefit Enrollment Docs. Try Out Our New Benefits Abenity Discount Program Provides a collection of local and national discounts from thousands of companies as well as printable and mobile coupons Company-specific discounts like our Employee Purchase Program or the Whirlpool VIPLink program can be found on the site abenity.com, code: GOODMAN VISA Paycards PayChekPLUS Elite Provides employees with a direct deposit without a bank account Access to the full balance at no cost from banks that accept VISA Free ATM at AllPoint ATM locations Online account access and bill pay Reduce worry over lost/stolen checks Immediate access to your paycheck while away on payday 7

8 More Details Dependent Children Age 19 thru 25 Once a covered dependent child reaches the age of 19, he/she can remain on the healthcare plan as long as no other coverage options are available until he/she reaches age 26. You will be asked to complete an affidavit that certifies the child has no other coverage options each year. Healthcare Reform The medical plan continues to be grandfathered as defined by the healthcare reform law. Your 2014 W-2 will include the annual portion paid by the Company for your health insurance coverage. This is in compliance with the healthcare reform law. The amount will be listed in Box 12, Code DD Women s Health and Cancer Rights Act Our plans comply with this act by providing coverage for mastectomies and for reconstructive surgery and prostheses following mastectomies. 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, co-insurance and/or co-payment provisions otherwise applicable under the Plan. Making Changes If you have a family status change this year, you will be able to make changes to your elections. Family status changes include, but are not limited to, new marriage, divorce, legal separation, annulment, birth, adoption or placement for an adoption of an eligible child, death of your spouse or covered child, change in your spouse s work status that affects his or her benefits eligibility, or change in your work status that affects your benefits eligibility. If you have a family status change, you must submit a benefit change request through The Zone within 31 days of the event and provide proof of the change (marriage license, birth certificate, etc). Otherwise, you will have to wait until the next annual enrollment period to make benefit changes. About this Guide & Benefits Eligibility Information This guide describes the benefit plans/policies available to Goodman Union employees. The details of these plans and policies are contained in the official plan and policy documents, including some insurance contracts. This guide is meant only to cover the major points of each plan/policy. It does not contain all of the details that are included in your Summary Plan Description (SPD)*, as described by ERISA. If there are any questions, or if there is a conflict between the information in this guide and the formal language of the plan or policy documents, the formal wording in the plan or policy documents will govern. Please note that the benefits described in this guide may be changed at any time and do not represent a contractual obligation on the part of Goodman. Regular, full-time employees working 30 hours or more each week are eligible for the following benefits after 90 days of employment: medical, dental, vision, basic life, short-term disability, flexible spending, critical illness and employee discounts. After 90 days of employment, employees become eligible for the 401(k) retirement plan. Need More Information? Start by going to the Zone ( where there are links to our benefit providers. Cigna (Medical and Dental) or Catamaran Rx or Davis Vision Customer Service or Zions Bank Connect Your Care Flex Spending or Wells Fargo Retirement Plan or Abenity Discount Program code: GOODMAN Your Internal Benefits Contacts Houston, GSD & Dayton Cheryl Guillory Fayetteville & Quietflex Karen Gibbs While you are in the Zone, it is a great time to update your address before W-2s are sent out, make sure your emergency contacts are still correct, and update your address for Company communication. *SPD s can be found in the Zone under the Benefit Enrollments tab. 8

2016 Benefits Enrollment Guide

2016 Benefits Enrollment Guide Make Choices Within 31 Days of Your Hire Date It is important to enroll in benefit plans within 31 days of your date of hire. Otherwise, you will be required to wait until