2016 Annual Benefits Enrollment

Transcription

1 2016 BENEFITS GUIDE

2 2016 Annual Benefits Enrollment Each year, all benefits eligible employees have the opportunity to review their benefit elections during the annual benefits enrollment period and make changes for the upcoming plan year. This year s annual enrollment period is Monday, November 16 th Friday, December 4 th Enrollment Meeting Schedule DATE TIME LOCATION Monday, November 9 2:30pm 3:30pm Wesley Woods Newnan Tuesday, November 10 12:00pm 3:00pm Branan Lodge / WMV Wednesday, November 11 2:30pm 3:30pm Wesley Woods Athens Thursday, November 12 2:30pm 3:30pm St. Johns Towers Friday, November 13 9:00am 10:30am Asbury Harris Epworth Towers Friday, November 13 12:00pm 1:30pm Branan Towers Friday, November 13 3:00pm 4:00pm Wesley Woods Towers (includes Houston Bldg team) 1

3 Choices What s Inside Wesley Woods Senior Living is committed to providing our staff and their families with outstanding, competitive benefits plans. As a part of Wesley Woods Senior Living, you have numerous benefits available to you. You have a choice of two medical plans, each with unique plan design features. In addition, there are plans that provide coverage for dental, vision, disability, retirement and more. We encourage you to take a close look at all the benefits information provided in this guide. Our benefit plans are just one of the many ways Wesley Woods Senior Living helps you take care of yourself and your family. The Summary of Benefits and Coverage (SBC) for each health plan and the individual health insurance marketplace notice can be accessed at Benefits Enrollment 2016 Your Benefits. 3 Benefits Eligibility 3 Change In Your Coverage Mid-Year 5 Health Benefit Plans Employer Provided Benefits... 6 Basic Life w AD&D... 6 Long Term Disability... 6 Optional Benefits... 7 Medical Plans Plan 1: POS Plan.. 7 -Plan 2: HSA Plan. 8 Medical Plan Comparison Quick Guide 10 Dental Benefits. 11 Vision Benefits.. 12 Plan Rates Short-Term Disability Supplemental Life Insurance.. 15 Supplemental AD&D. 16 Flexible Spending Accounts.. 17 Additional Benefits. 19 Pre-paid Legal. 19 WW Retirement Plan Faculty Staff Assistance Program. 21 Health Advocate

4 YOUR BENEFITS As a Wesley Woods Senior Living Employee, you are fortunate to have a wide range of benefit programs available to you. Benefit programs give you important financial protection when you need it most. Enrolling in your benefits is quick and easy. Spend a few minutes and review the benefit programs that Wesley Woods Senior Living offers to make the choices that are right for you and your family. Some benefits Wesley Woods Senior Living offers are employer provided, and coverage is automatic if you are eligible. Other benefits give you choices and require you to enroll. WHO CAN ENROLL (BENEFITS ELIGIBILTY) You are eligible for benefits if you are a regular full-time or part-time employee scheduled to work 20 hours or more per week If you elect coverage, your dependents are also eligible for medical, dental, vision and life insurance coverage. o Eligible dependents include: Your legal spouse Your legal child(ren): Includes your Natural, Adopted or Foster Child(ren), Stepchild(ren) or any child for whom you have legal custody They are eligible for coverage up to age 26 Employer Provided Benefits As an eligible employee, Wesley Woods Senior Living automatically provides you with several benefits. Wesley Woods Senior Living pays the full cost for: Basic Life Insurance with Accidental Death & Dismemberment (AD&D) Insurance Long Term Disability Insurance Employer Basic and Matching Contributions to the 403(b) Retirement Plan o For more information on retirement plan options, view the Retirement Program Guide located on Employee Optional Benefits In addition to the benefits automatically provided by Wesley Woods Senior Living, eligible employees may enroll in Optional Benefits. Employees contribute toward the cost of the optional benefits he/she elects. Medical Dental Vision Supplemental Life Insurance Supplemental Accidental Death and Dismemberment (AD&D) Short Term Disability Flexible Spending Accounts 403(b) Retirement Plan 3

5 When Coverage Begins For most benefits, coverage begins as follows: New Hires: o Coverage begins on an employee s date of hire You must enroll during your first 31 days of employment with Wesley Woods Senior Living Other than the 403(b), if you do not enroll during your first 31 days of employment you will lose your ability to enroll in the optional benefits. Your next opportunity to enroll in optional benefits will be either: During the next Annual Benefits Enrollment Period, or If you experience a Qualified Family Status Change (see page 5 for more information) Supplemental Life Insurance and Short Term Disability will require Evidence of Insurability (EOI) for late enrollees Current Employees: o Each year you have an opportunity to review your benefit elections during the Annual Enrollment Period and make changes for the upcoming plan year. When Coverage Ends Medical, Dental & Vision Employees: o End of the last day of the month in which: Your regular work schedule is reduced to fewer than 20 hours per week; Your employment with Wesley Woods Senior Living ends due to resignation, termination or death; or You stop paying your share of the coverage Dependents: o When the employee s coverage ends o The last day of the month the dependent is no longer eligible Basic Life, Supplemental Life, Supplemental AD&D, Short Term Disability & Long Term Disability Employees: o The next day following: Your regular work schedule is reduced to fewer than 20 hours per week; Your employment with Wesley Woods Senior Living ends due to resignation, termination or death; or You stop paying your share of the coverage Dependents: o When the employee s coverage ends o The next day following when dependent is no longer eligible 4

6 MAKING CHANGES TO YOUR COVERAGE MID-YEAR The IRS provides strict regulations around changes to Pretax Elections during the plan year. If you experience a qualified IRS family status change mid-year, you are permitted to make a change within 31 days of the event. If the change request is not completed within 31 days of the event, you will not be able to change your elections until the following year s annual benefits enrollment period, which means the change will not be effective until January 1 st of the following year. Below is a list of some of the more commonly known qualified family status changes: Marriage, divorce or annulment, or permanent separation from your spouse Birth of a child Placement of a foster child or child for adoption with you, or assumption of legal guardianship of a child Change in your spouse s or dependent s employment status that affects eligibility, including termination or commencement of employment or change in worksite You or your spouse returns from unpaid leave of absence You or your dependent becomes eligible or loses eligibility for Medicare or Medicaid The death of your spouse or dependent Court ordered coverage of your child by you or your spouse, allowing you to add or drop the child s coverage Change in your employment that affects benefits eligibility (working at least 30 hours per week) Loss of eligibility for a dependent Change in dependent care provider or cost for Dependent Day Care Flexible Spending Account The change you request must be consistent with the qualifying event. To make a family status change, please contact Human Resources. In most cases, when you enter your family status change through Self Service and make your elections, the process is complete. However, some mid-year changes also require documentation to be submitted within 31 days of the event. Please refer to the below section for a list of events that require documentation. FAMILY STATUS CHANGE EVENT Dependent loss of the state s SCHIP plan Judgement, Decree or Court Order to add coverage for a dependent child Legally married couples with different last names Dependent child with a last name different than yours Change of residence that is inside or outside of the plan area DOCUMENTATION TO SUBMIT A copy of the Certificate of Creditable Coverage or a termination letter which lists the date your coverage ended A copy of the court order awarding custody or requiring coverage Proof of marriage such as marriage certificate or jointly filed tax return A copy of the birth certificate or a court document awarding custody or requiring coverage A copy of your visa and/or passport that shows the date of entry or exit from the plan area Please contact the Human Resources Department at (404) or HR@wesleywoods.org for more details 5

7 Benefit Features EMPLOYER PROVIDED BENEFITS BASIC LIFE w/ad&d INSURANCE Base Benefit Amount 1 x Employee s Base Annual Earnings Base Benefit Maximum $50,000 AD&D Benefit Amount 1x Employee s Base Annual Earnings to a Maximum of $50,000 AD&D Benefit Maximum $50,000 Waiver of Premium Included Portability Included Accelerated Benefit Included Conversion Included Benefit Reduction Schedule (of original benefit) 35% at Age 70 50% at Age 75 LONG TERM DISABILITY (LTD) Long Term Disability provides with a portion of your monthly income in the event you are unable to work due to a non-work related covered injury or illness (provided after one year of continuous service) Benefit Features % of Monthly Income Replacement 60% Maximum Monthly Benefit $15,000 Benefits begin after a covered 180 Days injury or illness Maximum Benefit Period Age 65 or Social Security Normal Retirement Age * Definition of Disability You are considered to be totally disabled after a significant mental or physical change resulting from a disease, injury or a disabling pregnancy-related condition causes you to be unable to perform the substantial and material acts necessary for your own occupation. Also, as a result, your earnings are 80%, or less than your pre-disability earnings. Your benefit will extend beyond 24 months only if you cannot perform the material duties of any reasonable occupation that you could be expected to perform satisfactorily in light of your age, education training, experience, station in life, and physical and mental capacity. Also, as a result of your continued disability, your earnings are 60%, or less, than your adjusted pre-disability earnings. Pre-Existing Conditions ** An illness, injury or pregnancy-related condition for which you were diagnosed, received medical treatment, or prescribed medications during the 3 month period before your coverage effective date. No benefit will be paid during the first 12 Consecutive Months after your coverage effective date for a disability related to pre-existing condition. Benefits will be paid for covered disabilities not related to a pre-existing condition *If your disability occurs at the age of 62 or later, your benefit may be reduced based on pre-determined schedule. Please refer to your Policy Documents. 6

8 OPTIONAL BENEFITS MEDICAL PLANS Everyone s healthcare needs are different. That s why it s important to carefully decide which medical plan will work best for you. In this section, you will find information on the two medical plans that Wesley Woods Senior Living offers. Medical Plan 1 POS Plan The POS plan is a traditional medical plan where: Members will pay copays for services like: o Physician Office Visits & Pharmacy Benefits Members will pay their deductible and coinsurance for services like: o Hospital stays & Surgery Plan Name Plan 1: POS Plan In-Network Out of Network Annual Deductible Individual $1,200 $5,000 Family * $3,600 $15,000 Annual Out of Pocket Maximum Individual $3,500 $15,000 Family $7,000 $30,000 Routine Preventative Care Annual Physical, Flu Shots, GYN Annual Covered 100%; Deductible Waived 30% after Deductible Physician Services Primary Care Physician Office Visit $35 Copay 40% after Deductible Specialist Office Visit $60 Copay 40% after Deductible Diagnostic Procedures X-Ray & Lab 20% after Deductible 40% after Deductible Complex Imaging 20% after Deductible 40% after Deductible Emergency Medical Care Urgent Care $60 Copay 30% after Deductible Emergency Room $150 Copay Hospital Care Inpatient Coverage 20% after Deductible 40% after Deductible Outpatient Surgery 20% after Deductible 40% after Deductible Mental/Behavioral Health Services Inpatient 20% after Deductible 40% after Deductible Outpatient $60 Copay 30% after Deductible Pharmacy Retail Generic $20 Copay Brand Name $40 Copay Covered 100% after Copay Non Formulary Brand Name & Generic $70 Copay Pharmacy Mail Order Generic $40 Copay Brand Name $80 Copay Not Applicable Non Formulary Brand Name & Generic $140 Copay Pharmacy Specialty Generic $20 Copay Brand Name $40 Copay Not Applicable Non Formulary Brand Name & Generic $70 Copay *The Family Deductible is a cumulative Deductible for all family members. The Family Deductible can be met by a combination of family members; however no single individual within a family will be subject to more than the Individual Deductible amount. 7

9 MEDICAL PLANS (cont.) Medical Plan 2 HSA Plan The HSA plan is a Qualified High Deductible Health Plan (HDHP) that is also referred to as a Consumer-Driven Medical Plan. The HDHP is different from the POS medical plan in that: ALL services a member receives will be subject to their Deductible and Coinsurance A key component of an HDHP is that it qualifies members to open their own Health Savings Account (HSA): What is an HSA? o An account that members can deposit money into to save for future qualified medical expenses What is considered a qualified medical expense? o Some common eligible expense include: Deductibles, Copays, Coinsurance, Prescriptions, Dental and Vision Care o For more information on eligible expenses, refer to IRS Publication 502 and 969 at What are some of the benefits of an HSA? o You can contribute pre-tax and post-tax dollars o Unused funds roll over from year to year o Your HSA stays with you, even if you switch employers, change health plans or retire o If you have an HSA somewhere else, you can transfer the balance to your new HSA o Your money can earn interest plus, you can enjoy investment options Will Wesley Woods Senior Living contribute any money to my HSA? Wesley Woods 2016 Annual HSA Contributions Base Contributions * Employee Only $200 Spouse; Child(ren) or Family $400 *Base Contributions are deposited when an employee enrolls in HSA plan. Is there a limit to what can contribute to an HSA? 2016 HSA Annual Contribution Limit * Individual $3,350 Family $6,750 *Limit is combined total of Employer & Employee contributions *Limits set by Internal Revenue Service (IRS) Learn more about a Health Savings Account by viewing the Payflex HSA Reference Material located at 8

10 MEDICAL PLANS (cont.) Medical Plan 2 HSA Plan (Cont.) Plan Name Plan 2: HSA Plan In-Network Out of Network Annual Deductible Individual $2,500 $5,000 Family * $5,000 $10,000 Annual Out of Pocket Maximum Individual $5,000 $15,000 Family $10,000 $30,000 Routine Preventative Care Annual Physical, Flu Shots, GYN Annual Covered 100%; Deductible Waived 30% after Deductible Physician Services Primary Care Physician Office Visit 20% after Deductible 40% after Deductible Specialist Office Visit 20% after Deductible 40% after Deductible Diagnostic Procedures X-Ray & Lab 20% after Deductible 40% after Deductible Complex Imaging 20% after Deductible 40% after Deductible Emergency Medical Care Urgent Care 20% after Deductible 40% after Deductible Emergency Room 20% after Deductible Hospital Care Inpatient Coverage 20% after Deductible 40% after Deductible Outpatient Surgery 20% after Deductible 40% after Deductible Mental/Behavioral Health Services Inpatient 20% after Deductible 40% after Deductible Outpatient 20% after Deductible 40% after Deductible Pharmacy Retail Generic $20 Copay after Deductible $20 Copay after Deductible Brand Name $40 Copay after Deductible $40 Copay after Deductible Non Formulary Brand Name & Generic $70 Copay after Deductible $70 Copay after Deductible Pharmacy Mail Order Generic $40 Copay after Deductible Brand Name $80 Copay after Deductible Not Applicable Non Formulary Brand Name & Generic $140 Copay after Deductible Pharmacy Specialty Generic $20 Copay after Deductible Brand Name $40 Copay after Deductible Not Applicable Non Formulary Brand Name & Generic $70 Copay after Deductible *Once the Family Deductible is met, all family members will be considered as having met their Deductible for the remainder of the calendar year. There is NO Individual Deductible to satisfy within the Family Deductible. 9

11 MEDICAL PLANS (cont.) Medical Plan Comparison Plan Name Plan 1: POS Plan Plan 2: HSA Plan In-Network Out of Network In-Network Out of Network Annual Deductible Individual $1,200 $5,000 $2,500 $5,000 Family $3,600 $15,000 $5,000 $10,000 Annual Out of Pocket Maximum Individual $3,500 $15,000 $5,000 $15,000 Family $7,000 $30,000 $10,000 $30,000 Routine Preventative Care Annual Physical, Flu Shots, GYN Annual Physician Services Primary Care Physician Office Visit Covered 100%; Deductible Waived 30% after Deductible Covered 100%; Deductible Waived 30% after Deductible $35 Copay 40% after Deductible 20% after Deductible 40% after Deductible Specialist Office Visit $60 Copay 40% after Deductible 20% after Deductible 40% after Deductible Diagnostic Procedures X-Ray & Lab 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible Complex Imaging 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible Emergency Medical Care Urgent Care $60 Copay 30% after Deductible 20% after Deductible 40% after Deductible Emergency Room $150 Copay 20% after Deductible Hospital Care Inpatient Coverage 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible Outpatient Surgery 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible Mental/Behavioral Health Services Inpatient 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible Outpatient $60 Copay 30% after Deductible 20% after Deductible 40% after Deductible Pharmacy Retail Generic $20 Copay $20 Copay after $20 Copay after Deductible Deductible Brand Name $40 Copay Covered 100% after Copay $40 Copay after $40 Copay after Deductible Deductible Non Formulary Brand Name & Generic Pharmacy Mail Order Generic Brand Name Non Formulary Brand Name & Generic Pharmacy Specialty Generic Brand Name Non Formulary Brand Name & Generic $70 Copay $40 Copay $80 Copay $140 Copay $20 Copay $40 Copay $70 Copay Not Applicable Not Applicable $70 Copay after Deductible $40 Copay after Deductible $80 Copay after Deductible $140 Copay after Deductible $20 Copay after Deductible $40 Copay after Deductible $70 Copay after Deductible $70 Copay after Deductible Not Applicable Not Applicable 10

12 DENTAL Employees can choose from two types of dental plans: o Plan 1: Aetna Passive PPO (PPO) o Plan 2: Aetna Dental Maintenance Organization (DMO) Aetna does not issue dental ID cards, as it is not required by the provider o Employees can login to if you want to print a card Plan 1: Aetna Passive PPO (PPO) Flexibility to see any dentist Out of Network Coverage Available If Needed Preventative services received by either In-Network or Out of Network providers covered at 100% up to reasonable and customary levels. Plan 2: Aetna Dental Maintenance Organization (DMO) Required to use certain dentists Managed care plan that contracts with a list of providers at a set fee schedule Out of Network Coverage NOT Available A Primary Care Dentist (PCD) must be selected Referrals are Required for Specialist Care (Does not apply to Orthodontist) Benefit Features Plan 1: PPO Plan 2: DMO Annual Deductible ** In Network Out of Network * In Network Only Individual $50 $50 None Family $150 $150 None Preventive Services (Exams, Cleanings, X-Rays, etc.) 0% 0% Scheduled Basic Services (Fillings, Simple Extractions, etc.) 20% 20% Scheduled Major Services (Inlays, Onlays, Crowns, etc. 50% 50% Scheduled Annual Benefit Maximum $1,500 $1,500 None Orthodontic Services (Adult & Child) 50% 50% Screening Exam: $30 Copay Orthodontic Deductible None None Adult & Child Treatment: $1,545 Orthodontic Lifetime Maximum $1,500 $1,500 Copay * Amounts applied to deductible are limited to the Reasonable and Customary Charges **Waived for Preventative Services 11

13 VISION Wesley Woods Senior Living offers an optional vision plan through Aetna. The plan allows members to see any vision provider they wish, however members will receive a higher level of benefit when using an In Network provider. For a list of Aetna s Vision Providers visit Benefit Features In Network Out of Network * Exam Frequency Once Every Rolling 12 Months Routine/Comprehensive Eye Exam $0 Copay $35 Reimbursement Eyeglass Lenses / Lens Options Frequency Once Every Rolling 12 Months (Purchase 1 pair of eyeglass lenses OR 1 order of contact lenses) Single Vision Lenses $0 Copay $35 Reimbursement Bifocal Vision Lenses $0 Copay $45 Reimbursement Trifocal Vision Lenses $0 Copay $75 Reimbursement Lenticular Vision Lenses $0 Copay $75 Reimbursement Standard Progressive Vision Lenses $0 Copay $45 Reimbursement Premium Progressive Vision Lenses 1 $85-$110 (amount varies by Brand) $45 Reimbursement Standard Plastic Scratch Coating $0 Copay $15 Reimbursement Standard Polycarbonate Lenses Adult Member pays discounted fee of $40 Not Covered Standard Polycarbonate Lenses Children to age 19 $0 Copay $35 Reimbursement Standard Anti-Reflective Coating Member pays discounted fee of $45 Not Covered Polarized Member pays 80% of retail Not Covered Contact Lenses Frequency Once Every Rolling 12 Months (Purchase 1 pair of eyeglass lenses OR 1 order of contact lenses) Conventional Contact Lenses $150 Allowance ** Additional 15% off balance over allowance $105 Reimbursement Disposable Contact Lenses $150 Allowance $105 Reimbursement Medically Necessary Contact Lenses $0 Copay $200 Reimbursement Frames Frequency Once Every Rolling 24 Months Any Frame Available, Including Frames for $150 Allowance Prescription Sunglasses Additional 20% off balance over allowance $75 Reimbursement Discounts Lasik Laser Vision Correction or PRK from 15% Discount off retail or 5% discount off U.S. Laser Network 2 Only the promotional price No Discount *You can choose to receive care outside the network. Simply pay for the services up front and then submit a claim form to receive an amount up to the out of network reimbursement amounts. Reimbursements will not exceed the provider s actual charge. Claim forms can be found at submit completed claim form with receipt to Aetna, PO Box 8504 Mason, OH **Allowances are one-time use benefits; no remaining balances may be used 1 Premium progressives and premium anti-reflective Brand designations are subject to annual review and change based on market conditions. 2 Lasik or PRK from the US Laser Network, owned and operated by LCA Vision 12

14 MEDICAL, DENTAL & VISION Bi Weekly Employee Costs Medical Full-Time Employees (30+ Hrs) Part-Time Employees (20-29 Hrs) Plan 1: POS Plan 2: HSA Plan 1: POS Plan 2: HSA Employee Only $43.17 $23.83 $64.76 $35.75 Employee/Spouse $ $99.61 $ $ Employee/Child(ren) $ $88.65 $ $ Family $ $ $ $ Dental Full-Time Employees (30+ Hrs) Part-Time Employees (20-29 Hrs) Plan 1: PPO Plan 2: DMO Plan 1: PPO Plan 2: DMO Employee Only $12.41 $6.98 $17.37 $9.78 Employee/Spouse $23.44 $14.62 $32.82 $20.47 Employee/Child(ren) $29.09 $19.77 $40.72 $27.68 Family $40.24 $27.15 $56.34 $38.01 Vision Full-Time Employees (30+ Hrs) Part-Time Employees (20-29 Hrs) Employee Only $10.47 $10.47 Employee/Spouse $19.90 $19.90 Employee/Child(ren) $20.95 $20.95 Family $30.79 $

15 SHORT TERM DISABILITY (STD) Short Term Disability provides with a portion of your weekly income in the event you are unable to work due to a non-work related covered injury or illness. Benefit Features % of Weekly Income Replacement * 60% Maximum Weekly Benefit * $2,500 Benefits begin after a covered ** Injury 15 Days Illness 15 Days Maximum Benefit Period 26 Weeks Definition of Disability You are considered to be totally disabled after a significant mental or physical change resulting from a disease, injury or a disabling pregnancy-related condition causes you to be unable to perform the substantial and material acts necessary for your own occupation. Also, as a result, your earnings are 80%, or less than your pre-disability earnings. Pre-Existing Conditions *** An illness, injury or pregnancy-related condition for which you were diagnosed, received medical treatment, or prescribed medications during the 3 month period before your coverage effective date. No benefit will be paid during the first 12 Consecutive Months after your coverage effective date for a disability related to pre-existing condition. Benefits will be paid for covered disabilities not related to a pre-existing condition Proof of Good Health Proof of good health, known as Evidence of Insurability (EOI) is required to enroll in the Voluntary Short Term Disability. You will need to complete and submit a medical questionnaire (EOI Form) and be approved by Aetna before coverage is effective. If you are currently enrolled in the short term disability offered by Wesley Woods Senior Living you will NOT be subject to a new pre-existing condition period nor be required to complete the Evidence of Insurability Form (EOI Form) *Benefits received under Short Term Disability are Non-Taxable **Employees are required to use any accrued comprehensive leave (PTO) and extended illness leave before receiving short term disability benefits How Much Does It Cost? Employee Monthly Rates Per $10 Weekly Benefit *Rates will increase as you move from one age band to another <20 $ $ $ $ $ $ $ $ $ $ $ $1.124 How To Calculate My Bi Weekly Cost Example: Age: 30 Annual Earnings: $50,000 Monthly Rate Per $10: $0.888 Step 1: $50, = $ (Weekly Earnings) Step 2: $ x.60 = $ (Weekly Benefit) Step 3: $ / 10 = (# of $10 Units) Step 4: x $0.888 = $51.23 (Monthly Cost) Step 5: $51.23 x 12 = $ (Annual Cost) Step 6: $ = $

16 SUPPLEMENTAL LIFE INSURANCE Employees can purchase Supplemental Life Insurance through Aetna Life Insurance Company for themselves, spouse and/or eligible dependent child(ren). Employees who are currently enrolled in Supplemental Life Insurance will be grandfathered in at the amount they currently have on themselves, spouse and/or child (ren) and will not require evidence of insurability. Benefit Features Available Coverage Amounts* Increments of $10,000 up to a maximum of $500,000 (not to Employee exceed 5x annual base earnings) Spouse Increments of $10,000 up to a maximum of $250,000 Child(ren) Increments of $1,000 up to a maximum of $10,000 Guarantee Issue Amounts** Employee Lesser of; 3x annual base Earnings or $200,000 Spouse $20,000 Child(ren) $10,000 Benefit Reduction Schedule (of original benefit) 35% at Age 65 50% at Age 70 *Employee must be enrolled in supplemental life coverage for his/her dependents to be eligible *Dependent coverage cannot exceed 50% of the employee s coverage amount **Available during an employee s initial eligibility period (i.e. new hire, newly eligible How Much Does It Cost? Employee & Spouse Monthly Rates Per $1,000 of Coverage *Rates will increase as you move from one age band to another <20 $ $ $ $ $ $ $ $ $ $ $ $ $3.410 Dependent Child(ren) Monthly Rate Per $1,000 of Coverage 14 Days to Age 19; Age 23 if Full-Time Student $0.131 How To Calculate My Bi Weekly Cost Example: Age: 50 Coverage Amount: $50,000 Monthly Rate Per $1,000: $0.333 $50,000 $1,000 = x $0.333 = $16.65 $16.65 x 12 = $ $ = $

17 SUPPLEMENTAL ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) Employees can purchase Supplemental Accidental Death & Dismemberment Insurance through Aetna Life Insurance Company for themselves, spouse and/or eligible dependent child(ren). Benefit Features Coverage Amounts* Employee Equal to Supplemental Life 50% of Employee s Elected Amount Spouse (40% if Child Included) 15% of Employee s Elected Amount Child(ren) (10% if Spouse Included) Benefit Reduction Schedule (of original benefit) 35% at Age 65 50% at Age 70 *Employee must be enrolled in Supplemental Life to be eligible for supplemental AD&D *Employee must be enrolled in Supplemental AD&D coverage for his/her dependents to be eligible How Much Does It Cost? Monthly Rate Per $1,000 of Coverage Employee Only $0.016 Employee/Family $0.024 How To Calculate My Bi Weekly Cost Example #1: Employee Only Coverage Amount: Employee: $50,000 Employee Only Monthly Rate Per $1,000: $0.016 Example #2: Employee/Family Coverage Amount: Employee: $100,000 Spouse: $40,000 (40% of Employee s Amount) Child: $10,000 (10% of Employee s Amount) Employee/Family Monthly Rate Per $1,000: $0.024 Example #3: Employee/Spouse Coverage Amount: Employee: $100,000 Spouse: $50,000 (50% of Employee s Amount) Employee/Family Monthly Rate Per $1,000: $0.024 Employee: $50,000 $1,000 = x $0.016 = $0.80 $0.80 x 12 = $9.60 $ = $0.40 Employee: $150,000 $1,000 = x $0.024 = $3.60 $3.60 x 12 = $43.20 $ = $1.80 Employee: $150,000 $1,000 = x $0.024 = $3.60 $3.60 x 12 = $43.20 $ = $

18 FLEXIBLE SPENDING ACCOUNTS Flexible Spending Accounts allow employees to set aside money from their paycheck (on a pretax basis) to use for eligible expenses. There are various types of Flexible Spending Accounts, and each has their own specific definition of Eligible Expenses. Wesley Woods Senior Living offers you 3 different types of flexible spending accounts: 1. Healthcare Flexible Spending Account (FSA) 2. Limited Purpose Flexible Spending Account (LPFSA) 3. Dependent Day Care Flexible Spending Account Below is an overview of each of the 3 options. Healthcare Flexible Spending Account (FSA) What types of expenses are considered eligible? o Copays, Coinsurance and Deductibles o Dental Expenses (Orthodontia, Crowns, Bridges, etc.) o Vision Expenses (LASIK eye surgery, glasses, contacts, etc.) o Prescription drugs and over-the-counter (OTC) items * How much can I contribute? o Up to $2,550 each year If I do not use all the money in my FSA by December 31 st will I lose it? o No, there is a grace period where you will be able to use any of the remaining balance to pay for expenses incurred through March 15 th of the following year (i.e. Unused Funds for Plan Year: January 1, 2016 December 31, 2016 can be used for expenses incurred from January 1, 2017 March 31, 2017) What are some of the other benefits of a healthcare FSA? o Your full contribution is available at the start of the plan year (January 1 st ) o If you and your spouse both have a healthcare FSA, you can each contribute up to the IRS limit Limited Purpose Flexible Spending Account (LPFSA) A Limited Purpose Flexible Spending Account is an FSA that only reimburses you for eligible Vision and Dental expenses. The LPFSA is only available to employees who are enrolled in a Health Savings Account (HSA). Why would I need a LPFSA if I already have an HSA? o LPFSA lets you save money on taxes by using this account for ongoing dental and vision expenses, while preserving your HSA funds for other purposes. Can I still contribute up to the Internal Revenue Service (IRS) limit? o Yes, you can still contribute up the $2,550 IRS Limit If I do not use all the money in my LPFSA by December 31 st will I lose it? o Yes, there is NO grace period for the LPFSA. o All expenses MUST occur before December 31 st 17

19 FLEXIBLE SPENDING ACCOUNTS (cont.) Dependent Day Care Flexible Spending Account The Dependent Day Care FSA allows you to pay for eligible dependent day care expenses using pretax dollars. Who is considered an eligible dependent? o Children under age 13 o Physically or Mentally Disabled Parent or Child What types of expenses are considered eligible? o Day Care o Before and After School Programs o Nursery or Preschool o Summer Day Camp o Adult Day Care o Elder care for tax-qualified dependents How much can I contribute? o Up to $5,000 if you are Single or Married and file a Joint Tax Return o Up to $2,500 if you are Married and file Separate Tax Returns o Up to $2,400 if you are a Highly Compensated Employee under the IRS Definition ($120,000) If I do not use all the money in my Dependent Day Care FSA by December 31 st will I lose it? o Yes, there is NO grace period for the Dependent Day Care FSA. o All expenses MUST occur before December 31 st Can I have a Dependent Day Care FSA if I also have a Health Savings Account? o Yes 18

20 Prepaid Legal Plan ADDITIONAL BENEFITS LEGAL ASSISTANCE Whether you have planned legal expenses or just want to be prepared for the unexpected, MetLife s Group Legal Plan through Hyatt Legal Services is available to meet your needs. Through the plan, you have access to more than 4,000 law firms and 9,000 attorneys nationwide. Attorneys are available for both telephone and office consultations. For more information, call MetLife/Hyatt Legal Services at If you do not enroll within 31 days of hire, you may enroll during the annual benefits enrollment period. You can only cancel this benefit during the annual benefits enrollment period. The cost of $15.74/month ($7.87/pay period) covers employee, spouse and dependents and will be automatically deducted from your paycheck once you enroll. Wesley Woods Retirement Plan RETIREMENT PLAN All eligible full-time and part-time employees who are at least 21 years of age are eligible for Wesley Woods basic and matching contributions to the retirement plan after completion of 1 year of continuous service in the 12-consecutive-month period between your service dates. Eligibility for matching contributions begins on the first month you meet the eligibility requirement. Employer Basic Contribution of 2% All eligible full-time and part-time employees who are at least 21 years of age are eligible for Wesley Woods 2% basic contribution to the retirement plan after completion of 1 year of continuous service in a 12- consecutive-month period Wesley Woods Matching Contributions If an employee elects to make a contribution to the 403(b) retirement plan of at least 2%, Wesley Woods will match the employee contribution dollar for dollar up to a maximum of 3%. For example: Employee contributes 2% of eligible salary Wesley Woods matches it with a 2% contribution Employee contributes 3% of eligible salary Wesley Woods matches it with a 3% contribution Employee Contribution Amount - All eligible full-time and part-time employees are immediately eligible to contribute to the retirement plan using pre-tax dollars only. As an employee, you may contribute 100% of your eligible pay up to the annual IRS maximum deferred limits. (Limit is $18,000.) If you are 50 or older, you may defer an additional catch up amount. Total Annual Contribution - The IRS sets annual limits for the total amount that can be contributed by both the employee and the employer. This limit can change year to year. The IRS provides that the combined annual limit for total plan contributions is 100% of your W-2 compensation or $53,000, whichever is less. 19

21 RETIREMENT PLAN Vanguard Vanguard is a company known for its integrity, low costs and investment track record. About Vanguard Vanguard is one of the world s largest global investment management companies, serving individual investors, institutions, employer-sponsored retirement savings plans and financial professionals. Amid all the noise in the marketplace about what you should and shouldn t do to invest successfully, Vanguard believes the key is to pay attention to a few things that really matter: low costs, diversification, and a long-term perspective. Vanguard helps you stay focused on these essentials and that can make a difference in reaching your financial goals. Easy Account Management You can manage your account and get investment help anytime: Online at Log on to check account balances, conduct transactions, research funds, use financial planning tools and more. By phone at Call Vanguard s 24-hour automated VOICE Network for transactions, detailed fund information, and more. With personal assistance. Vanguard Participant Services associates are available to assist you at Monday through Friday from 8:30 a.m. to 9 p.m., ET. On Line Information Vanguard s website provides 24-hour secure online access to your account information, including daily balance and fund performance updates. You ll have access to a wealth of information to help you with your retirement and financial planning. Online tools, calculators, and surveys tailored to your stage in retirement investing can help you determine how much to save, where to invest, how to plan for your retirement, and more. You can also download Vanguard fund prospectuses at Simple Investment Changes If you ever want to change how your money is invested, you can always move your money to new funds, rebalance your account, or redirect your contributions to new funds. It only takes a couple of minutes either online or by calling Vanguard. Transactions are generally cost-free.* Transfers If you ever wish to transfer funds from another vendor to Vanguard, you can simply contact Vanguard to request the appropriate form. Once that form has been completed and returned to Vanguard, Vanguard handles acquiring your assets from the other provider. While it largely depends upon the transferee institution, most asset transfers are completed within three to four weeks. Prospectus For more information about any fund, including investment objectives, risks, charges and expenses, call Vanguard at to obtain a prospectus. The prospectus contains this and other important information about the fund. Read and consider the prospectus information carefully before you invest. * Some Vanguard funds are subject to a frequent trading policy, which restricts moving money back and forth between funds within a given number of days. Some core funds are subject to a specified redemption fee for the sale of shares held for less than a given number of days. 20

22 ADDITIONAL BENEFITS The benefits below are available to eligible employees at NO COST, any employee who is eligible for the below benefits will automatically be enrolled and have access to utilize as needed. FACULTY STAFF ASSISTANCE PROGRAM (FSAP) Wesley Woods Senior Living will offer the Faculty Staff Assistance Program (FSAP) FSAP is your link to a healthier you. They can help you enhance your personal and professional well-being through a variety of programs and services designed to promote physical, emotional, social and occupational health. They utilize a holistic model of service delivery, which supports collaboration and promotes community. The program services as a resource for employees and their families. Services to Enhance Work Productivity and Performance o Coaching services related to career planning, professional skills enhancement, and workplace dynamics. o Individual Consultations are provided to discuss services for you or concerns about a colleague. These consultations may be provided in-person or by phone. o Leadership Consultations are available to offer support to leaders needing to discuss emerging concerns and specific issues related to direct reports or teams. o Critical Incident Debriefings are conducted for departments and work teams after a traumatic incident (e.g., the death of a colleague). These sessions assist with processing and responding to grief and loss. Services to Enhance Your Personal Health and Well-Being o Assessment, short-term counseling, and referral services are provided in a confidential setting where you may discuss concerns, identify solutions, and develop a plan for resolving your problems. o Coaching/Consultation Services for personal needs. o Self-Assessments provide immediate, computer-generated, confidential results for a variety of emotional health concerns. o Support Groups address common issues facing individuals today (e.g., grief and loss, anger and conflict). o Physical Activity Support comes in the form of challenges, walking groups and fitness center discounts. o Weight Management programs and services assist you with losing or maintaining weight. How to Contact FSAP: o (404) or (404) 727-WELL o Visit the FSAP Website at 21

23 HEALTH ADVOCATE Wesley Woods Senior Living provides employees, who are enrolled in the health plan with access to a comprehensive Health Advocate service. This service is designed to help you and your family navigate healthcare and insurancerelated issue. Examples of the services available through Health Advocate are: o Finding the right doctors, dentists, specialists and other providers o Answer questions about test results, treatments & medications o Clarify benefits o Get appropriate approvals for covered services o Negotiate payment arrangements with providers o Coordinate care among multiple providers How do I contact Health Advocate? o Phone: (866) o answers@healthadvocate.com o Web: o Smartphone App: itunes App Store or Google Play When can I contact Health Advocate? o Health Advocate can be accessed 24/7 o Normal business hours are Monday Friday, between 8 am and 9 pm, Eastern Time o Staff is available for assistance after hours and on weekends 22

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