The Rewards of Working at Coca-Cola - The Coca

health money career
The Rewards of
Working at Coca-Cola
November 2013 | BRO-B-CCNAG-UNION
BenefitsPlus Annual Enrollment 2014
for CCNAG Union Associates: Canada
Total Rewards that Matter To You And Your Family
At Coca-Cola, we’re proud of the investments we have made in our rewards program. It’s a part of
why we’re a great place to work. Our health, money and career programs and policies are designed to
support your physical, emotional, financial and social well-being, and inspire you to be your best.
We are committed to providing health benefits you can continue to count on and to helping you
understand all of your choices.
Coca-Cola’s approach to Total Rewards is designed to inspire and encourage you to grow with us.
BenefitsPlus supports the personal needs of you and your family and includes best-in-class features
where the dollars we spend line up with the benefits you value.
We are not making many changes to BenefitsPlus or other programs this year. However, this brochure
highlights the programs available to you, puts the spotlight on some areas of interest, and directs you
to the resources you need to make informed decisions during the 2014 BenefitsPlus Annual Enrollment.
Connect. Grow. Win.
What does it mean to you?
Since the launch of our Total Rewards program, we
have been working to ensure Connect. Grow. Win.
is reflected in everything that we do. We are excited
that associates throughout the Company have been
connecting to the rewards of working here, growing
personally and professionally and winning through
the work they do and the life they live.
health money career
What does Total Rewards mean to you?
Total Rewards is more than just pay and benefits. It’s about the total value of
working at Coca-Cola.
Career
Inspiring you to grow
for the future
Health
Taking care of your
physical well-being
Health, Dental, HSA, Prescription
Drugs, Vision Care, Other
Medical Services, Employee
Assistance Program
Money
Job Opportunities, Skill
Building, Professional
Growth, Personal
Development
Achieving financial fitness
and peace of mind
Pension Plan, ESIP, Insurance,
Disability Benefits
1
What’s Inside
A Refresher on Your Total Rewards Program for 2014
This brochure provides highlights of some of the programs available to you along with
information to help you make decisions during the 2014 BenefitsPlus Annual Enrollment.
Enrollment Is Online Again! | page 16
It is fast, easy and convenient to enroll online. Log-in information is on page 16.
Spotlight on Health | page 3
BenefitsPlus offers three health and three dental options, making it easy for you to choose the options that are right for
you and your family. Coca-Cola shares the cost with you for the BenefitsPlus options you choose.
NEW: Learn about the new enhancement that’s coming to Health Option 1. Go to page 4.
NEW: Look out for the Benefit Contacts on the Go virtual wallet card, to access via smartphone or online to quickly
and easily find contact information for benefit providers and other resources.
Spotlight on Financial Well-Being | page 12
Coca-Cola’s competitive pay, Employee Savings and Investment Plan (ESIP), pension plan, life insurance and disability
plans help you build financial resources, save for the future and protect your income in case the unexpected occurs.
Do you belong to ESIP? Are you making the most of Company contributions? Make sure you are not leaving money on
the table. Go to page 12.
Focus on our Employee Assistance Program | page 14
Did you know that your family members can also use the Employee Assistance Program (EAP)? Find out more about
the wide range of confidential counselling that’s available as well as financial and legal referral services. See page 15.
Learn What’s Coming Your Way | page 15
Dates and deadlines for annual enrollment: Find what you need and get ready to enroll over the coming weeks.
2
2014 Annual Enrollment
November 18 – 29, 2013
Annual enrollment is your opportunity to make
changes to your benefits for the new plan year
that begins January 1, 2014. What options will you
choose this year? Give it some thought so that you
will make the right choices for you and your family.
Spotlight on Health
HEALTH • PRESCRIPTION DRUGS • DENTAL • VISION • HEALTHCARE SPENDING ACCOUNT
Supporting your good health means providing coverage you can count on when you need it most, so that you can focus on
living an active, healthy lifestyle at work and at home. Highlights of Coca-Cola’s three health and three dental options are:
●● No annual maximum for health expenses per person and no annual deductibles per person or per family in any of the
health options.
●● Easy point-of-purchase reimbursement through your Pay Direct Drug Card. Also, all pharmacists, and many dentists and
paramedical practitioners, can use Sun Life Financial’s online claims submission system.
●● All health options include coverage for a full range of services, but at different reimbursement levels.
●● All associates will be enrolled: There is no option to opt out of health and dental coverage.
●● For associates in British Columbia, Coca-Cola also pays 100% of the MSP (medical services plan) premium for associates
and for their eligible dependents.
Scan this QR code to access Benefit Contacts on
the Go on your phone. You can save the Coca-Cola
icon on your phone’s homepage by following the
instructions in the 2014 Your Guide to BenefitsPlus.
The URL for Benefit Contacts on the Go is:
http://coca-colabenefits.com/canada
3
An Improvement to
Health Option 1
What will
BenefitsPlus cost me?
BenefitsPlus features a simple costsharing arrangement: Associates
pay a share of the cost of Health
Options 2 and 3 and Dental Option
3. Details of any payroll deductions
will be shown online as part of the
enrollment process.
BenefitsPlus Health Option 1 includes:
●● A Healthcare Spending Account of $500
●● Coverage for similar services as Health Options 2 and 3 but reimbursement is at
20% for eligible expenses
Health Option 1 is of most interest to associates who have a spouse with a
workplace benefits plan. You and your spouse can maximize reimbursement for
eligible expenses by coordinating benefits between the plans.
Starting in 2014, Health Option 1 will have a new out-of-pocket maximum of
$5,000 per person, which applies to prescription drug costs. This means that the
most you will pay out of your own pocket for your share of the cost of eligible
prescription drugs is $5,000 per person. After that, the plan pays 100% of the cost
of eligible drug expenses for the rest of the calendar year.
Although Health Option 1 features a low reimbursement level, this new feature
provides a safety net. It will help to protect associates in Health Option 1 from high
drug costs, in the event that they should have an unexpected medical situation
arise during the year.
A similar feature is in place for Health Options 2 and 3, although the annual
out-of-pocket maximum is triggered at drug expenses above $1,000 per person.
(If you live in Quebec and you select Health Option 1, you must supply proof of
spousal coverage.)
Here’s how John and his spouse Mary coordinate benefits:
John works for Coca-Cola. His spouse Mary has a benefits plan at her
workplace that covers them both and reimburses 90% of eligible
prescription drug expenses and 80% of most eligible health
expenses. By belonging to BenefitsPlus Health Option 1, John
can claim 20% of his prescription drug and any other eligible
health expenses under the Coca-Cola plan. He can then
submit the remaining balance to be paid under Mary’s
Coordination of benefits is available in all health and dental
plan, giving them the opportunity to receive 100%
options. If the expenses are for you, Coca-Cola’s plan pays
reimbursement for their eligible prescription drug and
first. Then, submit the remaining expenses to your spouse’s
health expenses.
workplace plan (if applicable). Your spouse’s expenses go
to his or her employer’s plan first. Submit any remaining
With John enrolled in BenefitsPlus Dental Option 1,
expenses to the Coca-Cola plan. Claims for dependent
John and Mary are also able to coordinate their dental
children are submitted first to the plan of the parent whose
expenses in the same way and achieve up to 100%
birthday (month/day) comes earlier in the year.
reimbursement.
In all cases, if you have money in your HSA, and you have
Additionally, they can take advantage of John’s $500
a leftover expense that has not been reimbursed, you can
HSA
in Health Option 1 and his $250 HSA in Dental
use your HSA to reimburse that remaining cost. If your
Option 1 to help pay for any remaining amounts that have
spouse has an HSA, it can be used in the same way.
not been reimbursed.
Coordinate benefits with
your spouse!
4
Healthcare Spending
Account (HSA)
Health Option 1 and Dental Options 1 and 2 each offer HSA credits to help you pay
for a wide range of expenses in a variety of eligible ways.
HSA credits are provided on a per associate basis and will be deposited into your
HSA on January 1, 2014 as follows:
If you choose…
You’ll receive HSA credits of…
Health Option 1
$500
Dental Option 1
$250
Dental Option 2
$100
Want to know more about the many ways you can use HSA credits? There’s more
in Your Guide to BenefitsPlus or check out the tutorial Getting the Most from Your
Healthcare Spending Account. Go to the 2014 Enrollment Resource Centre on the
Company intranet.
Here’s how John spent his HSA credits:
By belonging to BenefitsPlus Health Option 1 and Dental Option 1, John has a total
HSA balance of $750. He spends $250 of that toward a second set of glasses for
his son and spends $250 toward his 50% share of the cost of a crown. After that,
he still has $250 in credits left in his HSA.
HSA credits can be
used over a
two-year period
HSA credits can be carried forward
for one year only. If they are not used
by the end of the carry forward year,
you will lose them.
If you had an HSA in 2013, and
you have unused HSA credits as of
December 31, 2013, you can carry
them forward to 2014.
●● Remaining credits from 2012
must be used before the end
of 2013. You have until
March 1, 2014 to submit any
claims for expenses incurred
before December 31, 2013.
●● Expenses cannot be carried
forward.
5
Which Health Option is Right for
You and Your Family?
The table below outlines what is covered in Health Options 1, 2 and 3. The eligible expenses are the maximum expenses on which
reimbursement is calculated. Sun Life’s website shows eligible expenses for each benefit. The reimbursement rate x eligible expenses
gives the maximum paid dollar amount.
BenefitsPlus Health Options
Option 1
Healthcare Spending Account (HSA)
Out-of-pocket annual maximum (per person)
$500 per associate
Maximum of $5,000 for prescription drugs
All maximum paid amounts noted below are per covered person
Vision care
Eye exams
Hearing aids
Semi-private hospital
accommodation
Physiotherapy services
20% x $250 (eligible expenses) = $50 (maximum paid) per person
every 24 months
20% reimbursement of the cost of one exam per person per 24
months (one per person per 12 months for dependents under 18)
20% x $625 (eligible expenses) = $125 (maximum paid) per person
every five years
20% x $250 (eligible expenses) = $50 (maximum paid) per person per
day
20% x $1,250 (eligible expenses) = $250 (maximum paid) per person
per year
20% x $625 (eligible expenses) = $125 (maximum paid) per practitioner
per year ($250 combined for all practitioners)
Paramedical services (eligible practitioners include:
acupuncturists, chiropractors, chiropodists/podiatrists,
massage therapists, naturopaths, osteopaths, psychologists
and speech language pathologists)*
Orthopedic shoes
20% x $150 (eligible expenses) = $30 (maximum paid) per year, if
prescribed
Orthotics
20% reimbursement of the cost of one pair per year (under 18) or one
pair every two years (18 and older), if prescribed
Other medical supplies and services
20% reimbursement of eligible expenses to the following maximums for:
●● Durable equipment for temporary therapeutic use
●● Blood glucose monitors: 20% of $150 (eligible expenses) = $30
maximum paid), every five years
●● Surgical brassieres and support stockings to maximum of two per
calendar year
●● Hairpieces: 20% of $250 (eligible expenses) = $50 (maximum paid),
lifetime maximum
●● Trusses, crutches, braces, prostheses, oxygen, casts
Private duty nursing
Emergency out-of-province/out-of-country health
coverage and travel assistance
20% x $25,000 (eligible expenses) = $5,000 (maximum paid) per
person every three calendar years
100% emergency coverage to a lifetime maximum of $1 million per person
*There is no coverage for homeopaths, audiologists, dieticians or occupational therapists.
6
Option 2
Option 3
None
Maximum of $1,000 for prescription drugs
None
Maximum of $1,000 for prescription drugs
80% x $250 (eligible expenses) = $200 (maximum paid) per
person every 24 months
80% reimbursement of the cost of one exam per person per 24
months (one per person per 12 months for dependents under 18)
80% x $500 (eligible expenses) = $400 (maximum paid) per
person every five years
80% x $250 (eligible expenses) = $200 (maximum paid) per
person per day
80% x $1,000 (eligible expenses) = $800 (maximum paid) per
person per year
80% x $500 (eligible expenses) = $400 (maximum paid) per
practitioner per year ($800 combined for all practitioners)
100% x $350 (eligible expenses) = $350 (maximum paid) every
24 months
100% reimbursement of the cost of one exam per person per 24
months (one per person per 12 months for dependents under 18)
100% x $750 (eligible expenses) = $750 (maximum paid) per
person every five years
100% x $250 (eligible expenses) = $250 (maximum paid) per
person per day
100% x $1,500 (eligible expenses) = $1,500 (maximum paid) per
person per year
100% x $750 (eligible expenses) = $750 (maximum paid) per
practitioner per year ($1,500 combined for all practitioners)
80% x $150 (eligible expenses) = $120 (maximum paid) per year,
if prescribed
80% reimbursement of the cost of one pair per year (under 18)
or one pair every two years (18 and older), if prescribed
80% reimbursement of eligible expenses to the following
maximums for:
100% x $150 (eligible expenses) = $150 (maximum paid) per year,
if prescribed
100% reimbursement of the cost of one pair per year (under 18)
or one pair every two years (18 and older), if prescribed
100% reimbursement of eligible expenses to the following
maximums for:
●● Durable equipment for temporary therapeutic use
●● Durable equipment for temporary therapeutic use
●● Blood glucose monitors: 80% of $150 (eligible expenses) =
$120 (maximum paid), every five years
●● Blood glucose monitors: 100% of $150 (eligible expenses) =
$150 (maximum paid), every five years
●● Surgical brassieres and support stockings to maximum of
two per calendar year
●● Surgical brassieres and support stockings to maximum of two
per calendar year
●● Hairpieces: 80% of $250 (eligible expenses) = $200
(maximum paid), lifetime maximum
●● Hairpieces: 100% of $250 (eligible expenses) = $250
(maximum paid), lifetime maximum
●● Trusses, crutches, braces, prostheses, oxygen, casts
80% x $25,000 (eligible expenses) = $20,000 (maximum paid)
per person every three calendar years
100% emergency coverage to a lifetime maximum of $1 million
per person
●● Trusses, crutches, braces, prostheses, oxygen, casts
100% x $25,000 (eligible expenses) = $25,000 (maximum paid)
per person every three calendar years
100% emergency coverage to a lifetime maximum of $1 million
per person
7
Facts About Your Prescription Drug Coverage
National Drug Formulary
Out-of-Pocket Annual Maximum
●● Health Options 2 and 3 determine the reimbursement for
drug claims by referring to a National Formulary, which is a
list of specific drugs. If a drug is on the list, it is reimbursed at
a higher rate than a drug that is not on the list.
●● All three health options include an out-of-pocket annual
maximum. This means that there is a limit on the amount
you will pay out of your own pocket every year for your
share of the cost of eligible prescription drugs. After the
limit is reached, the plan pays 100% of eligible expenses for
the rest of the year. This maximum is designed to protect
you from excessive drug costs.
The National Formulary includes many prescription drugs,
life-sustaining over-the-counter drugs and therapeutic
non-prescription drugs in the Monographs section of the
Compendium of Pharmaceuticals and Specialties. It does
not include supplements, experimental drugs, anti-obesity
drugs, most contraceptives and injectable drugs. To find out
if a drug is on the National Formulary, call Sun Life Financial
at 1-800-361-6212 between 8 a.m. and 8 p.m., Eastern
time, and supply the Drug Identification Number (DIN).
●● For Quebec residents who select Health Option 2 or 3,
BenefitsPlus will comply with Quebec’s RAMQ minimum
requirements. If a RAMQ eligible drug is not listed on the
National Formulary, it will be reimbursed at the RAMQ
minimum level.
●● The out-of-pocket annual maximum is $5,000 per person
in Health Option 1 and $1,000 per person in Health Options
2 and 3.
●● For Quebec residents who select Health Option 2 or
3, RAMQ’s out-of-pocket limit will apply to prescription
drugs. For information about RAMQ rules, visit
www.ramq.gouv.qc.ca, choose “Citizens,” then the tab for
“Prescription drug insurance.”
Dispensing Fee Cap
●● BenefitsPlus sets a maximum or “cap” on the dispensing
fee amount that will be reimbursed. The dispensing fee is
the amount the pharmacy charges, per prescription, for
dispensing medication and offering advice. These fees
vary widely among pharmacies. If the dispensing fee you
are charged is higher than the cap, you pay the difference.
That’s why prescription drugs serve as a good example
of how you can manage your own expenses within
BenefitsPlus. Shop around and save money by selecting a
pharmacy with a lower dispensing fee.
●● In Quebec, pharmacists include their professional services
within the total cost of the prescription. Therefore, the
dispensing fee cap does not apply on prescriptions filled in
Quebec.
8
Pay Direct Drug Card
Everyone, regardless of the health option selected, can use their Pay Direct
Drug Card to simplify the reimbursement process for buying prescription drugs.
Your pharmacist will use the card to process your purchase and to determine
the portion you pay at the point of sale, based on your eligible coverage. If a
dependent child is living away from home (e.g., at university), you can request
another card.
BenefitsPlus Health Options
Option 1
Option 2
Option 3
Prescription drugs on the
National Formulary
20% reimbursement for all drugs
legally requiring a prescription
85% reimbursement (for drugs
legally requiring a prescription
on the National Formulary)
100% reimbursement (for drugs
legally requiring a prescription on the
National Formulary)
Prescription drugs NOT on
the National Formulary
20% reimbursement for all drugs
legally requiring a prescription
70% reimbursement (for drugs
legally requiring a prescription
but not on the National
Formulary)
85% reimbursement (for drugs
legally requiring a prescription but
not on the National Formulary)
Drug substitution limit:
The plan reimburses for
whichever is the lowest
cost drug – either the
generic or brand name.
Yes
Yes
Yes
Out-of-pocket annual
maximum (per person)
Maximum of $5,000
Maximum of $1,000*
Maximum of $1,000*
Maximum dispensing fee
coverage per prescription
(does not apply in Quebec)
$8
$8
$10
Pay Direct Drug Card
Yes
Yes
Yes
Smoking cessation
treatments
Lifetime maximum of 20% of
$500 (eligible expenses) = $100
(maximum paid) for each person
Lifetime maximum of 80% of
Lifetime maximum of 100% of
$500 (eligible expenses) = $400 $500 (eligible expenses) = $500
(maximum paid) for each person (maximum paid) for each person
Fertility drugs
Lifetime maximum of 20% of
Lifetime maximum of 80% of
$3,000 (eligible expenses) = $600 $3,000 (eligible expenses) =
(maximum paid) for each person $2,400 (maximum paid) for
each person
Lifetime maximum of 100% of
$3,000 (eligible expenses) = $3,000
(maximum paid) for each person
Erectile dysfunction drugs
No coverage
No coverage
Maximum of 100% of $1,200 (eligible
expenses) = $1,200 (maximum paid)
per year per person
Anti-obesity treatments
No coverage
No coverage
Maximum of 100% of $1,800 (eligible
expenses) = $1,800 (maximum paid)
per year per person
Charges in excess of the lowest priced drug are not covered.
* For Quebec residents, RAMQ’s out-of-pocket maximum will apply.
9
BenefitsPlus Dental Options
The BenefitsPlus Dental Option 1 is designed for associates whose spouses have coverage in the workplace. It includes $250
toward your HSA. The HSA under Dental Option 2 is $100. Dental Options 2 and 3 provide progressively higher reimbursement for
major services, although they both cover basic services at 100%.
The table below outlines what is covered in Dental Options 1, 2 and 3. In all of the dental options, there is an annual maximum paid
dollar amount per person for basic/major restorative services combined and a lifetime maximum paid dollar amount per dependent
child age 6 to 19 for orthodontics. The reimbursement rate applies to eligible claims until the maximum paid dollar amount is reached.
BenefitsPlus Dental Options
Option 1
Healthcare Spending Account (HSA)
$250
Deductible
None
Recall frequency
Recall oral exam every 6 months
Preventive services
(recalls, scaling, fluoride treatment, X-rays)
20% reimbursement for polishing/fluoride every 9 months
Scaling: 2 time units every 6 months (when rendered with recall services)
Radiographs: every 24 months (bitewing every 9 months)
Diagnostic services
(oral exams)
Oral exam: every 24 months; limited periodontal exam: every 6 months
Other basic services
(fillings, extractions, periodontics, endodontics)
20% reimbursement; coverage of restorations and surgical services,
space maintainers, drug injections and anesthesia (with oral surgery)
Major restorative
(endodontics/periodontics)
20% reimbursement; endodontics; periodontics: occlusal equilibration
(8 time units/year), scaling (in excess of two units every 6 months), root
planing (16 time units/year)
Major restorative
(dentures, crowns and bridgework)
20% reimbursement; coverage of porcelain/ceramic inlays, restorations
and crowns, fixed bridgework and partial and complete dentures as long
as need for restoration first appeared during period of coverage; major
surgery
Orthodontics
Lifetime maximum paid of 50% of $6,000 (eligible expenses) = $3,000
(maximum paid) per dependent child between ages 6 and 19
Coverage and annual/lifetime maximums
A paid dollar limit on eligible claims of $1,000/year (basic/major
restorative combined) for the member and each covered dependent
$3,000 paid lifetime maximum (orthodontics) per child for dependent
children between ages 6 and 19
10
Coverage under each Dental option is based
on your province’s current Dental Association
Fee Guide for general dental practitioners. If
alternative procedures are available, coverage
will be based on the lowest-cost procedure.
Option 2
Option 3
$100
None
$25 deductible (basic/major restorative) per person,
maximum of $75 per family per year
None
Recall oral exam every 9 months
Recall oral exam every 6 months
100% reimbursement for polishing/fluoride every 9 months
100% reimbursement for polishing/fluoride every 6 months
Scaling: 2 time units every 6 months (when rendered with
recall services)
Scaling: 2 time units every 6 months (when rendered with recall
services)
Radiographs every 24 months (bitewing every 9 months)
Radiographs: every 24 months (bitewing every 6 months)
Oral exam: every 24 months; limited periodontal exam:
every 6 months
Oral exam: every 24 months; limited periodontal exam: every 6
months
100% reimbursement; coverage of restorations and surgical
services, space maintainers, drug injections and anesthesia
(with oral surgery)
100% reimbursement; coverage of restorations and surgical
services, space maintainers, drug injections and anesthesia (with
oral surgery)
50% reimbursement; endodontics; periodontics: occlusal
equilibration (8 time units/year), scaling (in excess of two
units every 6 months), root planing (16 time units/year)
80% reimbursement; endodontics; periodontics: occlusal
equilibration (8 time units/year), scaling (in excess of two units
every 6 months), root planing (16 time units/year)
50% reimbursement; coverage of porcelain/ceramic inlays,
restorations and crowns, fixed bridgework and partial and
complete dentures as long as need for restoration first
appeared during period of coverage; major surgery
80% reimbursement; coverage of porcelain/ceramic inlays,
restorations and crowns, fixed bridgework and partial and
complete dentures as long as need for restoration appeared
during period of coverage; major surgery
No coverage
Lifetime maximum paid of 50% of $6,000 (eligible expenses) =
$3,000 (maximum paid) per dependent child between ages
6 and 19
A paid dollar limit on eligible claims of $1,500/year (basic/
major restorative combined) for the member and each
covered dependent
A paid dollar limit on eligible claims of $2,500/year (basic/major
restorative combined) for the member and each covered dependent
$3,000 paid lifetime maximum (orthodontics) per child for
dependent children between ages 6 and 19
11
Spotlight on Financial Well-Being
COMPETITIVE PAY • PENSION PLAN • ESIP • INSURANCE AND DISABILITY
Coca-Cola will continue to offer competitive pay programs that reward strong performance, while working to keep those
programs consistent across the Company.
Coca-Cola also offers a retirement program that combines a pension plan and an Employee Savings and Investment Plan (ESIP)
to help you save for the long term. Coca-Cola funds the pension plan as a foundation for retirement at no cost to you, while ESIP
provides you with an opportunity to receive additional retirement benefits from Coca-Cola if you choose to participate.
See your Collective Bargaining Agreement (CBA) for details about your pension plan.
Plus, our insurance and disability benefits are in place to give you peace of mind if unexpected events prevent you from earning
an income or require you to adapt to a disability. See your Collective Bargaining Agreement (CBA) for details about your pension
plan.
Financial tip! Smart money management includes keeping your beneficiary decisions up-to-date so that our records reflect your
wishes in the event of your death before retirement. Watch for a personalized mailing asking you to review and update your
beneficiaries for the pension plan as well as your beneficiaries for your insurance benefits.
Putting the focus on ESIP
ESIP is a voluntary savings plan designed to help associates to focus on long-term savings. It is an additional retirement savings
opportunity, separate from the pension plan.
ESIP tip! But it’s up to you to decide to take advantage of ESIP. Have you joined? Are you contributing the most you can? Don’t
leave money on the table by missing out on the Company match!
●● ESIP is funded partially by associates and partially by the Company. Associates make voluntary contributions and the
Company matches those contributions in units of The Coca-Cola Company stock:
–– Associates may contribute up to 10% of their eligible earnings to ESIP.
–– Union hourly associates receive a 50% Company match on their contributions up to 6% of earnings.
–– The Company match begins after 12 consecutive months of full-time, permanent employment with at least 1,000 hours of
service. You own Company contributions right from the start.
●● Associate contributions are made through payroll deduction and are transferred to the Plan each pay period. Company match
contributions, which are in units of The Coca-Cola Company stock, are deposited at the same time.
●● Associates may choose their investments and make changes to their investments as often and whenever they choose to do so.
Who can join? All full-time permanent associates are eligible to participate once they have completed a 60-day waiting period.
If you are not a member of ESIP yet, and are eligible to participate, consider joining now. Visit the Life & Career section of the
Company intranet or call the HeRe! Team for more information.
12
Your Insurance and Disability Benefits
Life Insurance
Your Basic and Optional Life Insurance and Accidental Death & Dismemberment (AD&D)
Insurance plans will continue under BenefitsPlus at the same plan design and cost as was
offered in 2013.
Short-Term Disability (STD)
See your Collective Bargaining Agreement (CBA) for details of your Short-Term Disability (STD).
Long-Term Disability (LTD)
See your Collective Bargaining Agreement (CBA) for details of your Long-Term Disability (LTD).
13
Focus on: our Employee Assistance Program
All of us need a little help now and then…
All associates and their eligible family members can use Employee Assistance Program (EAP) services, including up to eight
sessions of face-to-face counselling per issue and unlimited telephone and online services. Shepell·fgi provides the EAP service
which helps with family issues, financial consultations and legal matters.
Is it confidential? Yes: The program is 100% confidential. Shepell·fgi will not share any individual information either with
associates themselves about their family members who use the program, or with the Company regarding associates and/or their
families who use the EAP program.
For details and contact information, see the Life happens. Let us help. insert included with this brochure. Make sure your family
members know they can also call.
Marilyn
When Marilyn’s new job landed her with increased responsibilities, a steep
learning curve and crazy deadlines, she uncharacteristically began to
lash out at co-workers and family members. That’s when she knew she
needed some help to cope, so she called her EAP and gained valuable
support to manage her stress and a referral to a counsellor, to help
bring her life and her relationships back into balance.
Olessia
As a single mom Olessia is a great parent to her teenage son but sometimes they just
have a hard time communicating with one another, especially about issues that really
matter – like when her son experienced some cyber bullying last year. Olessia gave her
EAP contact information to her son so that when he was ready, he could call the EAP to
talk, without his Mom or Coca-Cola ever knowing that he called or what they talked about.
Declan
Recently, Declan lost his 32-year-old spouse Nola in a car accident. Nola died with debt
and without a will. Her death not only left Declan facing many emotional issues, it also
left him with new financial challenges and end of life issues he had never thought about
before. He contacted Coca-Cola’s EAP. At first, Declan just needed a bit of help finding
a financial advisor; but then he used the EAP to find a lawyer to help him write a will.
Today, Declan’s life is heading in a healthier direction – both financially and personally.
14
What’s Coming Your Way...
Get ready to enroll:
To Do
Why It’s Important
Consider your health and
dental options
You can choose from three health options and three
dental options, and you’ll continue to share the costs
with Coca-Cola. For 2014, there are no significant
changes to these options, although there will be some
cost adjustments.
Review your insurance needs
When the unexpected happens, the value of insurance
becomes clear. Decide if you want to purchase
additional Optional Life Insurance and Accidental
Death & Dismemberment (AD&D) Insurance for
yourself and your family.
Visit Your Guide to
BenefitsPlus posted on the
2014 Enrollment Resource
Centre
This handy step-by-step guide has all the program
details and links to tools and resources to help you
make your choices.
Use Your 2014 Enrollment
Checklist posted on the 2014
Enrollment Resource Centre
Use this to-do list to stay on track with important
enrollment steps, such as updating your dependents
and beneficiaries.
Take advantage of wellness
opportunities
Flu shot and health screenings are taking place from
October 29 to November 26, 2013. Details are in Your
2014 Enrollment Checklist.
Did You Review Your ESIP Investment Selections?
Need help understanding
coverage under your benefit
plan options during the
enrollment period from
November 18 through
November 29, 2013?
Call the HeRe! Team at
1-888-818-4373, Monday to
Friday, from 8 a.m. to 8 p.m.
Eastern time to help you think
through your health, dental and
insurance plan choices for 2014.
You can call Sun Life Financial
at 1-800-361-6212, Monday
to Friday, from 8 a.m. to 8 p.m.
Eastern time, with questions
about claims, HSA credits and
access to the Sun Life Financial
internet site. You can also visit
www.mysunlife.ca to review this
information online.
After the enrollment period ends,
you can continue to call the
HeRe! Team for questions about
BenefitsPlus.
Access the Coca-Cola intranet from work or from a
Company-issued laptop at http://home.coca-cola.com. It’s
accessible 24/7. From home, go to http://employee.coca-cola.com.
You will require your Coca-Cola user name and password. If you can’t
remember your log-in information, contact the Coca-Cola Global
Support Center (IT Help Desk) at 1-800-943-8387.
15
It’s all on one place: You can
also link directly from the 2014
Enrollment Resource Centre to
www.mysunlife.ca by selecting
“Sun Life” under “Quick Links.”
Here you can find information
about your claims, claims status,
HSA credit balance and prepopulated forms. You’ll find all
the forms you’ll need to name
your beneficiaries, add or
remove dependents, verify your
dependent child’s student status,
or provide Evidence of Insurability.
Each form includes return address
information. Changes will not take
effect until your form has been
received and processed.
Enroll for Benefits:
November 18 – 29, 2013
Enroll online – it’s as easy as 1, 2, 3!
1. Simply access the Company intranet from work or a Company-issued laptop at
http://home.coca-cola.com to get started. It is accessible 24/7. From home go to
http://employee.coca-cola.com. You will require your Coca-Cola user name and
password. (See page 15 for log-in tips.)
–– Single Sign-On: Once you log in to the Coca-Cola intranet, you will have access
to all the information resources without having to sign in a second time.
2. Go to the 2014 Enrollment Resource Centre on the Coca-Cola intranet (found
under “Life & Career” located at the top right of the Coca-Cola homepage)
and look for the “Enroll Now” button.
3. As you make your selections and move through the screens, your choices will
be saved, so you can leave the site and come back as many times as you wish
during the enrollment period. You must choose “save and submit” to finalize
your selections before 11:59 p.m. Eastern time on November 29, 2013.
Important! If you don’t actively enroll during the annual enrollment period, you
will retain the same coverage options that you had during the 2013 plan year.
Changes to Your Benefits During the Year
Annual enrollment is your only opportunity during the year to change your health,
dental and optional insurance coverage, unless you experience a qualified Life
Event Change such as marriage (or completion of 12 months of cohabitation
with a common-law spouse); separation, divorce or termination of cohabitation
with an eligible spouse; birth, adoption or change in custody/dependency of
a child; death of a covered person; termination of your spouse’s coverage
under another employer’s plan or change in employment status such as
part-time to full-time or vice-versa. Starting in 2014, if associates would
like to insure a new dependent, they must supply proof of dependency
status. This could include a birth certificate, or a marriage certificate, for
example. Information regarding this process will be provided once new
dependents are added during a Life Event Change in 2014.
New Hires
You have 45 days from your hire date to enroll. If you don’t enroll within
45 days, you will be automatically enrolled in Health Option 2 and Dental
Option 2 and cannot change these options unless you have a qualified
Life Event Change or until the next annual enrollment.
16
Notes
17
Benefits coverage is provided by third-party insurance agencies for the benefits provided in the Plan. All benefits are subject to the terms and conditions of the master
agreements with the third-party insurance agency, which are the governing documents. Coca-Cola reserves the right to amend the Benefits Plan at any time, including
after an associate’s termination of employment or retirement. Such an amendment may include a reduction or elimination of benefits, or an increase in costs.
November 2013 | BRO-B-CCNAG-UNION