WILLCARE BENEFITS OVERVIEW GUIDE
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WILLCARE BENEFITS OVERVIEW GUIDE
2015-2016 Plan Year WILLCARE BENEFITS OVERVIEW GUIDE Benefit Outlines shown are for illustration purposes only. This is intended for information and your convenience only and is not to be construed as a Summary Plan Description. The information in this package is not a complete list of features of limitations or exclusions. If there is any discrepancy between the information in the Summary Plan Description and this, the Summary Plan Description shall prevail. You may request a Summary Plan Description from our Corporate Human Resources department at 716856-7500. Rev. January 2015 (POS) INTRODUCTION As part of the WILLCARE family of companies, full time and part time employees are eligible to participate in our excellent benefit programs. At WILLCARE, we know that your employee benefits are important to you. Our goal is to offer a package that will mark us as an "employer of choice" and affirm to each of you your value as an employee with our company. It is our goal to be competitive in our industry and local business marketplace. We are confident in our choices and in our commitment to you that we will continue to provide the level and types of benefits you request. As we build our company in scope and profitability, we are committed to building our benefit packages for you. We strive to offer the best possible value and the lowest reasonable cost. When you are covered by a WILLCARE health plan, you and WILLCARE share the cost of health care. The amount you pay includes your payroll contributions and any coinsurance, copayments or deductibles that the plan you choose requires. In order to keep costs down, both you and WILLCARE need to be wise consumers of health care. WILLCARE’S premiums continue to increase each year, and we have made, and will continue to make, every attempt to keep your costs as low as possible. This booklet is designed to briefly describe the benefits, the costs, and the options of each plan. Details of the benefits are available through the Enrollment Packets from the individual providers of benefits. Enrollment brochures are available in your branch HR office. We encourage you to read the complete details prior to making your benefit election decisions. Please feel free to ask for assistance in your HR office when filling out any forms. Our goal is to help you know, understand, and participate in WILLCARE's benefit plans. Please use care in determining your family's needs in electing to participate in the medical plan since you will be unable to make changes or enroll until the next Open Enrollment period, which occurs in February of every calendar year. EXCEPTION: IF you experience a "change in life" status, (a divorce, an adoption or birth, a loss of your current health insurance through the loss of your spouse's job if you are covered under that plan), you would be eligible to enroll outside of the Open Enrollment period. Notify your HR office immediately for assistance. Rev. January 2015 2 ELIGIBILITY REQUIREMENTS The chart below outlines eligibility requirements that must be met in order to participate in certain benefits. Eligibility requirements vary by coverage. Benefit Eligibility Requirements Eligibility Date Medical Insurance Dental Insurance Vision Insurance Supplemental Short Term Disability Ins Full Time or Part Time (min 20 hours week) Critical Illness Insurance 1st of the month following 30 days of Full Time / Part Time employment Accident Insurance Health Savings Account (HSA) Flexible Spending Account (FSA) Life and AD&D Insurance Supplemental Life and AD&D Insurance Full Time (40 hours week) Employee Assistance Plan (EAP) 1 year of Full Time employment Tuition Assistance Plan Full Time or Part Time (min 20 hours week) 1 year of Full or Part Time employment 401k Retirement Plan See pages 17 & 18 1st calendar quarter following 90 days of employment Paid Time Off (PTO) Full Time or Part Time (min 20 hours week) Continuing Education Unit Reimbursement 90 days of Full Time / Part Time employment 30 days of Full Time / Part Time employment Holidays / Bereavement / Jury Duty Rev. January 2015 3 MEDICAL INSURANCE WILLCARE offers a comprehensive health insurance plan in each of the regions we operate in. We are pleased to announce that we make a fairly large contribution to the cost of your health care premiums. Below are the four plan options that are available to you through Blue Cross Blue Shield (BCBS). All four of these options cover dependents up to age 26. The plan options that are available to you are as follows: 1) Co-Pay Option This type of plan design allows for the member to pay a designated co-pay for services. For example, a Physician’s Office visit is generally a specific dollar amount, and the plan pays for the rest of the cost. Employees enrolled in this option may NOT enroll in an HSA, however, they may enroll in an FSA. 2) Hybrid Plan Option This type of plan design allows the member to pay a designated co-pay for some services, but then pay a deductible for other services. For example, a Physician’s Office visit would require a specific co-pay, but a hospitalization will require the member to pay the full cost of the visit, up to the deductible. Employees enrolled in this option may NOT enroll in an HSA, however, they may enroll in an FSA. 3) High Deductible Plan Option (HDHP) A health insurance plan that has a high minimum deductible, which does not cover the initial costs or all of the costs of medical expenses. The deductible forces the insurance holder to pay the first portion of a medical expense before the insurance coverage kicks in. The term "high deductible health plan" is almost always used in the context of health savings accounts (HSAs). HSAs are a special kind of tax-advantaged savings account used to accumulate funds for medical expenses (see below). a. Health Savings Account (HSA) (only to be used in conjunction with a HDHP) An HSA is a tax-advantaged medical savings account available only to participants who are enrolled in a High Deductible Health Plan (HDHP). The funds contributed to the account are taken via payroll deduction, and are not subject to federal income tax at the time of deposit. Unlike a flexible spending account (FSA), funds roll over and accumulate year over year if not spent. HSAs are owned by the individual. Funds may only be used to pay for qualified medical expenses such as co-pays and deductibles. If you enroll in the HDHP, you cannot enroll in an FSA plan. The maximum HSA contributions for 2015 are $3,350for a single plan and $6,650for a family plan. If you are over age 55, you can contribute an additional $1,000 for 2015. Below are some helpful definitions that may be used in the summary of benefits listed on the next page. Co-Pays: This is a flat dollar amount that a health plan member has to pay for specific health services, such as visits to a physician. Deductible: The amount the health plan member must pay for covered services before BCBS will assume liability for all or part of the remaining costs for covered services. Co-Insurance: The portion of the cost for covered services which is the responsibility of the subscriber. In the case of the High Deductible Option benefit that we offer, BCBS will pay 80% and the subscriber is responsible for 20% of the allowance for any given service. This arrangement is after any applicable deductible amount is met. Out-of-Pocket Maximums: The total amount you must pay before your benefits are paid at 100%. Rev. January 2015 4 HEALTH INSURANCE Below is a brief summary of the benefits offered through Blue Cross Blue Shield. For a more in-depth list of coverage, please refer to a Blue Cross Blue Shield enrollment book available in your office. BCBS Co-Pay Option BCBS Hybrid Option BCBS HDHP Option #1 BCBS HDHP Option #2 In-Network Benefits* In-Network Benefits* In-Network Benefits* In-Network Benefits* DEDUCTIBLE N/A $500 Individual / $1,000 Family $1,500 Individual / $3,000 Family $5,000 Individual / $10,000 Family CO-INSURANCE N/A 20% 20% 20% OUT-OF-POCKET MAXIMUM N/A $1,000 Individual / $2,000 Family $3,000 Individual / $6,000 Family $6,350 Individual / $12,700 Family Preventative PCP Visit (eg. Annual Physical) Covered in Full Covered in Full Covered in Full Covered in Full Primary Care Physician (PCP) Visit $30 co-pay $30 co-pay covered at 80%, after deductible is paid covered at 80%, after deductible is paid Well Baby / Child Visits (up to age 19) Covered in Full Covered in Full Covered in Full Covered in Full $50 co-pay $30 co-pay covered at 80%, after deductible is paid covered at 80%, after deductible is paid $10 / $30 / $50 $10 / $30 / $50 subject to deductible, then: $10 / $30 / $50 subject to deductible, then: $10 / 50% / 50% $500 covered at 80%, after deductible is paid covered at 80%, after deductible is paid covered at 80%, after deductible is paid $100 co-pay $100 co-pay, after deductible is paid covered at 80%, after deductible is paid covered at 80%, after deductible is paid $100 co-pay $100 co-pay, after deductible is paid covered at 80%, after deductible is paid covered at 80%, after deductible is paid $100 co-pay N/A covered at 80%, after deductible is paid covered at 80%, after deductible is paid $35 co-pay $30 co-pay covered at 80%, after deductible is paid covered at 80%, after deductible is paid SERVICES PHYSICIAN SERVICES Specialist Visit PRESCRIPTIONS HOSPITALIZATION EMERGENCY SERVICES Emergency Room / Ambulance Ambulance – Ground Ambulance – Air Urgent Care Centers *Please refer to full benefit summary for out-out-network benefits. Rev. January 2015 5 DENTAL INSURANCE WILLCARE offers the Guardian Dental Plan to all eligible employees. We believe this is one of the best dental plans available, and we are very pleased to present it to you. The Guardian plan gives you the ability to select any dentist you wish. There is one low deductible. The deductible is waived for preventative services, up to 3 individual deductibles per family. If you are anticipating any work that will exceed $300, you need to have your dentist submit a Pre-Determination of Benefits prior to the start of any procedure. Out-of-Network dental service coverage and payments are based on the Usual, Customary and Reasonable fees in a geographic area. If your Out-of-Network dentist's fees are higher than the UCR, the plan will pay benefits based on the UCR and you will be responsible for any amount above that limit. In some cases it will result in your paying higher than the indicated co-payment. In-Network dentist’s fees are based on a reduced fee schedule. Guardian allows you to select a dentist IN or OUT of the Guardian Network of participating providers. Maximum benefit is achieved by choosing to get your care IN the network. Employees who do not participate in the medical insurance plans are eligible to receive a large portion of the company’s contribution towards their dental. This is not an option, however, IF YOU ARE COVERED BY ANOTHER PRIMARY DENTAL PLAN. Policy Options Calendar Year Deductible / Per person/family Annual Maximum /per person Children Covered up to age Special Limitations: Replacement of teeth lost or missing before a covered person becomes insured by this plan UNLESS loss occurred during prior dental plan coverage. Preventative Services: Emergency Palliative Treatments Oral Examination / Teeth Cleaning every 6 months X-rays: 4 bitewings every 12 months Full mouth series every 5 years Fluoride Treatments for Children: every 6 months under age 14 Space Maintainers for Children: under 16 Topical Sealants for unrestored molars: 1 treatment for child(ren) under 16 w/i a3 year period. Basic Services Laboratory Test Periodontics: Gum Disease Diagnostic Consult: 1 per year Fillings: Amalgam, Silicate & Acrylic Oral Surgery – extractions Root Canal Therapy Repair of Dentures, Crowns & Bridges Gen. Anesthesia: surgical procedures only Injectable Antibiotics - dental procedures Major Services Fillings: Porcelain Bridges Install: fixed and removable Dentures: Full & Partial Inlays, On lays, Crowns & Posts Orthodontics Braces - $1,000 lifetime benefit for children under age 19 Rev. January 2015 6 In-Network Out-of-Network $50/$150 $1,000 20/26 if student $50/$150 $1,000 20/26 if student Not covered unless the dental prosthesis also replaces an eligible natural tooth lost after coverage Not covered unless the dental prosthesis also replaces an eligible natural tooth lost after coverage Percentages Paid 100% Percentages Paid 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% Percentages Paid 90% 90% 90% 90% 90% 90% 90% 90% 90% Percentages Paid 60% 60% 60% 60% Percentages Paid 50% Percentages Paid 80% 80% 80% 80% 80% 80% 80% 80% 80% Percentages Paid 50% 50% 50% 50% Percentages Paid 50% VISION Vision coverage is provided by some of the health plans on a limited basis. Carefully review the comparisons in this booklet. WILLCARE also offers the Guardian Vision Plan to all eligible employees. A benefit chart is printed below, which will provide you with a brief overview of the plan. In-Network Out-of-Network EYE EXAMS Frequency 12 months Co-Pay $10 co-pay 12 months $46 maximum allowance after $10 co-pay LENSES Frequency 12 months Single $20 co-pay Bifocal $20 co-pay Trifocal $20 co-pay Lenticular $20 co-pay CONTACT LENSES (in lieu of complete set of glasses) 12 months Frequency Medically Necessary Elective FRAMES Frequency Co-Pay MATERIALS Co-Pay Child Age limit $20 co-pay From formulary, $20 co-pay. Not from formulary, $135 max (co-pay waived) 24 months $135 retail after $20 co-pay $20 20 (26 FT Student) 12 months $47 maximum allowance after $20 co-pay $66 maximum allowance after $20 co-pay $85 maximum allowance after $20 co-pay $125 maximum allowance after $20 co-pay 12 months $210 maximum allowance after $20 co-pay $105 max (co-pay waived) 24 months $47 maximum allowance after $20 co-pay $20 20 (26 FT Student) Plan limitations & Exclusions: Coverage is limited to those charges that are necessary to prevent, diagnose, and treat a vision condition. Eye examination or corrective eyewear required by an employer as a condition of employment. Lenses or frames furnished under this plan, which are lost or broken (except when services are otherwise available). The plan does not pay for: O Orthoptics or vision training and any associated supplemental testing. O Medical or surgical treatment of the eye See Summary Plan Description for entire list of services, exclusions and limitations. Rev. January 2015 7 EMPLOYEE ASSISTANCE PROGRAM (EAP) Your work-life balance is very important to us. It can be difficult to balance the demands of work with those of your personal life. The WorkLifeMatters EAP is here to help. This program provides unlimited telephone consultations with EAP Counselors, web-based tools and online information for you and anyone in your family who needs help. Visit the website or call a counselor if you need help and information with issues such as: Childcare and/or eldercare referrals; Personal relationship information; Health information and online tools; Legal consultations with licensed attorneys; Financial planning assistance; Stress management; Career development Counselors can help you work through your concerns and develop a plan to address your problems. Calls are confidential*; no one will know you use this service unless you tell them. Our WorkLifeMatters EAP is the comprehensive resource available to help you face life’s everyday challenges. *The counselors must abide by federal regulations regarding duty to warn of harm to self or others. In these instances, the counselor may be mandated to report a situation to the appropriate authority LIFE / AD&D INSURANCE No one likes to think about dying. The time to plan for such an event is now – while you’re healthy. WILLCARE helps you and your family by providing a life insurance benefit of $20,000. This benefit is available to Full-time Employees only. 100% of the premium for this Employer-Sponsored Benefit will be paid by WILLCARE. Insurance Coverage is through Guardian. Group Plan Policy # 369895 Coverage starts the first day of the month following eligibility. A word about AD & D Insurance: In addition, this insurance provides coverage called Accidental Death and Dismemberment. If you die accidentally (some exclusions apply, see enrollment book for list), your family will receive twice the face value of the death benefit, or $40,000. If you experience a loss of eye(s) or limb(s), there would also be a full or partial payment to you dependent upon the extent of the loss. Beneficiary: You must name your beneficiary in the on-line enrollment system--spouse, child, other relations, friends, etc. It is important that this information be kept current as circumstances change. Notify your HR Representative if a change is needed. Rev. January 2015 8 SUPPLEMENTAL LIFE / AD&D INSURANCE WILLCARE has offers Supplemental Life and AD&D Insurance to help protect you and your family against the unexpected. Because WILLCARE offers Life and AD&D Insurance to Full-time employees without charge, this gives you (the employee) the option to buy up more insurance for yourself AND it also gives you the option to purchase coverage for your spouse and/or children. This is available through Guardian. Employee Eligibility – Coverage can be purchased in increments of $10,000 to a maximum of $450,000. You must be a Full-time employee to purchase Supplemental Life and AD&D Insurance. Spousal/Domestic Partner Eligibility* – Coverage can be purchased in increments of $10,000 to a maximum of $100,000. In order to elect the spousal benefit, you must be legally married or be able to provide proof of domestic partnership. Spousal premium rates are on based on employee’s age. Child Eligibility* – Coverage can be purchased in increments of $1,000 to a maximum of $4,000. In order to be eligible, children must be unmarried and at least 2 weeks old but less than 20 years of age (or 26 years if a Fulltime student). Unmarried children over the age of 19 who are disabled may also be eligible if certain conditions are met. *Please Note: Spousal and Dependent coverage is only available to you when you elect coverage for yourself. Guaranteed Issue Amount: The guaranteed issue amount is the amount of insurance that you may elect without providing evidence of good health. Employees are only eligible for the guaranteed issue amount at hire. The guaranteed issue amount is $150,000 for employees, $30,000 for spouses and $4,000 for dependent children. If you elect these amounts or less, no medical information is required. If you do not enroll in this benefit at hire, evidence of good health will be required for all coverage amounts you elect at Open Enrollment. Supplemental Life and AD&D Rates: Please see the Guardian Enrollment Kit for rates and biweekly premium calculations Rev. January 2015 9 FLEXIBLE SPENDING ACCOUNT (FSA)* A Flexible Spending Account provides a tax-advantaged way to pay for certain out-of-pocket health care expenses, and work-related dependent care expenses. The money you put in these accounts is deducted from your earnings prior to computing your taxes. This money is set aside in your account from which you will be reimbursed when your have a qualifying expense. The plan allows you to pay your expenses with pre-tax dollars, which means that you get a tax deduction for these expenses before you file your tax return. You don’t pay Federal income or Social Security taxes on this money. Each year on March 1st, you decide which plan(s) you wish to enroll in. You should then estimate how much you think your health care and/or dependent care out-of-pocket costs will be for the coming 12 months. Contributions are deducted from your paycheck in equal installments. If you enroll, you must enroll for the entire year. The IRS intends that you set aside what you need and no more. Money in reimbursement accounts not used during the plan year will not be carried over to the next year. They will be forfeited. Plan your contributions realistically. Plan Administrator: Independent Health/NOVA, Buffalo, NY Eligibility: All regular full or part-time employees who have worked past their 30th day. The benefit must start on the first day of the month following their eligibility date. Contribution Limits: Healthcare Reimbursement Account: Up to $2,000 pre-tax dollars Dependent Care Reimbursement Account: Up to $5,000 pre-tax dollars HEALTH CARE Reimbursement Account: Although our medical and dental plans cover a majority of your health care bills, you are likely to incur a certain amount of out-of-pocket expenses each year. A FSA allows you to set aside Pre-tax dollars from your paycheck to assist in covering these out-of-pocket costs. Examples of out of pocket expenses you may pay with pre-taxed dollars from your account*: Deductibles Co-Pays for Prescriptions Co-Pays for Services Payments in Excess of Plan Limits DEPENDENT CARE Reimbursement Account: This account allows you to use payroll deducted, pre-taxed dollars to pay for eligible dependent care that you need in order to continue working. Examples of out of pocket expenses you may pay pre-taxed dollars from your account*: After school programs – YMCA, recreational programs, latch-key programs Babysitting (only while at work or attending school full time) Daycare, Pre-school and Nursery School Elderly care *See the complete list in the Independent Health/NOVA Enrollment Info. You must be able to provide an Employer Tax ID number or a Social Security number for the dependent care provider, along with receipts showing requested date ranges. How do you get money from your Account? With the PowerPay debit card, you will have immediate access to your FSA account and you will not have to wait for a reimbursement check. You just use the card at qualifying merchant locations, wherever MasterCard is accepted. Although there is no requirement for you to complete claim forms with the PowerPay debit card, additional documentation may be required in some cases in order to meet IRS guidelines. Therefore, you must keep copies of all receipts and itemized statements (not the credit card receipt) for each purchase. Rev. January 2015 10 Claims/Expenses may be submitted to the FSA up to 90 days after the plan year ends. You must have a contribution balance greater than or equal to the claim amount to be reimbursed for qualified expenses Reimbursement checks are issued twice per month. If you have to submit a paper claim in Independent Health/NOVA, reimbursements are issued twice per month through your payroll. Each reimbursement check you receive will include an account summary. As you incur expenses throughout the year, you submit a Reimbursement Form along with documentation of the expense. Reimbursement forms will be available on the Plan Administrator's web site, on the Willcare Intranet (see Documents/Forms/HR Forms) and at your branch office. You may set up one or both FSA options. If you qualify for Child Care tax credits, consult a tax advisor. Generally, you are not eligible to receive both tax benefits. FSA TAX SAVINGS Demonstration Chart TAX ADVANTAGES Annual Wages HCRA DCRA Taxable Income $ $ Fed Income estimated @ 15% State Income taxes @ est. 5% Soc. Sec. Tax @ 7.65% Net Income $ HCRA reimbursement DCRA reimbursements Spendable Income $ FSA Pre Tax After-Tax Contribution Contribution 25,000 1,000 5,000 19,000 (2,850) (950) (1,454) 13,747 1,000 5,000 19,747 $ $ $ $ 25,000 25,000 (3,750) (1,250) (1,913) 18,088 18,088 See NOVA Enrollment information and fill out the applicable enrollment form in the NOVA packet. * PLEASE NOTE THAT YOU MAY NOT ENROLL IN AN FSA IF YOU CHOOSE TO ENROLL IN THE HDHP & HSA. Rev. January 2015 11 HEALTH SAVINGS ACCOUNT (HSA) A Health Savings Account (HSA) is a tax-advantaged medical savings account available only to participants who are enrolled in a High Deductible Health Plan (HDHP). The funds contributed to the account are taken via payroll deduction, and are not subject to federal income tax at the time of deposit. Employees who participate in this benefit receive an HSA Debit Card that they can use to pay for expenses. Unlike an FSA, the balance in the HSA account must be able to cover the payment being made for the service. Also, unlike a flexible spending account (FSA), funds roll over and accumulate year over year if not spent. HSAs are owned by the individual. Funds may only be used to pay for qualified medical expenses such as co-pays and deductibles. If you enroll in the HDHP, you cannot enroll in an FSA plan. The maximum HSA contributions for 2015 are $3,350 for a single plan and $6,650 for a family plan. If you are over age 55, you can contribute an additional $1,000 for 2015. Plan Administrator: Wells Fargo Eligibility: All regular full-time employees who have worked past their 30th day. The benefit must start on the first day of the month following their eligibility date. Contribution Limits: Set annually by the IRS. 2015 Single Plan Limit: $3,350 2015 Family Plan Limit: $6,650 Eligible Expenses: Examples of out of pocket expenses you may pay with pre-taxed dollars from your account: Plan deductibles Laboratory Fees Physician Visit Fees Over-the-Counter Medicines (Not Preventatives like vitamins) Rev. January 2015 12 ACCIDENT INSURANCE Trustmark’s Accident insurance helps pay for unexpected healthcare expenses due to accidents that occur every day – from the soccer field to the ski slop and the highway in-between. Accident insurance provides benefits due to covered accidents for initial care, injuries and follow-up care. Benefits are paid directly to the employee, in addition to any other coverage they have. Rev. January 2015 13 SUPPLEMENTAL SHORT-TERM DISABILITY BENEFIT This plan will replace a portion of your income if you become unable to work because of an off/job covered accident or illness. WILLCARE has Workers’ Compensation insurance for injuries that occur in the workplace. The plan helps employees provide financial security for their family and lifestyle. It may help you pay your mortgage or rent, utility bills and other household expenses in the event of an off/job accident or illness. Plan Administrator: Trustmark What’s covered? Total Disability due to: Non-occupational sickness Non-occupational injury Pregnancy (10 months after effective date) Complications of pregnancy CRITICAL ILLNESS INSURANCE Trustmark’s Critical Illness benefit, including Cancer insurance, offers a lump-sum benefit payment upon diagnosis of a covered critical illness including invasive cancer, stroke, heart attack, major organ failure, renal failure or ALS (Lou Gehrig’s disease). This benefit offers immediate financial relief from the overwhelming expenses of a serious illness. Rev. January 2015 14 401(K) RETIREMENT SAVINGS PLAN With Social Security income accounting for only 25-50% of retirement income, WILLCARE offers our employees a 401(k) Retirement Plan to supplement retirement savings. 401(k) is a simple, automatic, payroll-deduction savings plan that allows you to set aside some of your earnings on a "pre-taxed" basis for retirement. The tax on this income is "deferred", meaning it is paid when you take your savings out of the Plan. This money has the added advantage of being eligible to be invested in several mutual fund investment options ranging from conservative to aggressive. PLAN HIGHLIGHTS Eligibility: Age 21, 90 days of service The following employee classifications are EXCLUDED from participation in the plan: Per Diem PCA's Per Diem HHA's Per Diem CNA's Highly Compensated Employees (HCEs) Entry Dates: Quarterly on January 1, April 1, July 1 and October 1 Deferral Contributions: 100% of your compensation may be contributed to a maximum IRS limitation of $18,000 in 2015. If you are if you are age 50 or older, then you may elect to defer additional amounts (called "catch-up contributions") to the Plan. The additional amounts may be deferred regardless of any other limitations on the amount that you may defer to the Plan. The maximum "catch-up contribution" that you can make in 2015 is $6,000. Stop Contributions: Payroll Deferrals may be stopped at any point; however, you may not restart contributing until the next Quarterly Open Enrollment Period. If you stop your payroll contribution while employed, you must leave your money in your account. It may not be taken out unless you retire, terminate your employment, or die. Company Contributions: WILLCARE may contribute a discretionary matching contribution. Hardships / Loans: Hardship withdrawals are not permitted. Loans are not permitted. Vesting Schedule: Vesting Applies to employer contributions only. Employee deferrals are 100% vested immediately. If you terminate your WILLCARE employment prior to reaching your 6th year of service, the following percentage of the employer contributions will be yours as you leave the 401(k) Plan < 2 years = 2 years of service = 3 years of service = 0% 20% 40% 4 years of service = 5 years of service = 6 years of service = 60% 80% 100% You are 100% vested at Normal Retirement Age (65), regardless of years of service. Investment Fund Options: See Enrollment Kit for Investment Options Telephone / Web Access: 1-866-809-8146 / https://myaccount.ascensus.com/rplink Telephone and Internet access is available to you 24 hours a day, 7 days a week.* This allows you to monitor your savings, change funds, and redirect future fund electives. Transfers between any funds may be made anytime without a charge. *You will need your SSN, date of birth and zip code to access. Rev. January 2015 15 TUITION ASSISTANCE PLAN The “WILL*LEARN” Tuition Assistance Plan supports further education for full time WILLCARE employees by providing assistance with tuition costs for approved courses of study. Full time employees whom have completed a minimum of one (1) year of service may be eligible for Tuition Reimbursement. Employees must seek prior approval from their Branch Administrator to confirm that the coursework is related. The following conditions will also apply: 50% of total tuition cost reimbursement for business or health related courses of study, up to $2,500 maximum annually per employee Reimbursement occurs at end of completion of course work Grade level must be a “B” or higher Six-month work commitment to WILLCARE upon completion of course work CONTINUING EDUCATION UNIT (CEU) REIMBURSEMENT The CEU Reimbursement program supports the continuing education of employees as it relates to maintaining jobrequired licensure and / or job-related certification. WILLCARE has two levels of reimbursement: Level 1: This benefit will provide assistance toward the cost of Continuing Education Units (CEU) for maintaining job-related certifications. The benefit amount is 50% of the cost, up to $300 per calendar year. This benefit is meant for Full Time staff only; there is no pro-rated reimbursement rate for part time employees. Reimbursement for conferences and/or seminars as it relates to a professional certification such as WOCN, PHR, CPA, etc would fall under this level. Reimbursement will cover the cost of the course only. The cost for travel and meals are not subject to reimbursement. Level 2: This benefit will provide assistance toward the cost of Continuing Education Units (CEU) for maintaining required licensure as it relates to an individual’s job. The benefit amount for Full Time employees is 100% of the cost, up to $1,000 per calendar year. There is a pro-rated reimbursement rate for part time employees (20+ hours weekly) in the amount of $600. Reimbursement for conferences and/or seminars as it relates to a professional licensure that is required for an individual’s employment fall into this category. An example of a position that requires CEUs to maintain licensure for their continued employment as a Physical Therapist. Reimbursement will cover the cost of the course only. The cost for travel and meals are not subject to reimbursement. Level 3: This benefit will provide 100% reimbursement for the cost of Cardiopulmonary Resuscitation (CPR) certification for Full Time and Part Time Direct Care employees. Reimbursement will be for up to $30 annually for recertification, and up to $60 for a first time certification in CPR. Course must be conducted by an accredited agency certified by American Heart Association or Red Cross in order to be eligible for reimbursement. The following conditions will also apply: One year of full time service prior to eligibility for Level 1 reimbursement; or one year of full or part time service prior to eligibility for Level 2 reimbursement Full or part time work commitment to WILLCARE of at least 6 months after reimbursement is required. Failure to honor this work commitment will result in repayment to WILLCARE in fill. Rev. January 2015 16 PAID TIME OFF (PTO) Paid time off (PTO) provides employees with paid time away from work that can be used for vacation, personal time, personal illness or time off to care for dependents. PTO must be scheduled in advance and have supervisory approval, except in the case of illness or emergency. All time away from work will be deducted from the employee’s PTO bank in hourly increments with the exception of fixed company holidays, the floating holiday, and time off in accordance with company policy for jury duty, military duty or bereavement. Eligibility: All full and part-time (minimum of 20 hours per week) employees are eligible to earn PTO right away; however, PTO cannot be accessed until 90 days of employment have been completed. PTO is not earned for months when unpaid leave is taken or during periods in which short or long term disability benefits are paid. PTO does not accrue on PTO cash outs (such as upon termination). PTO is not earned by temporary or contract employees. Accrual Process: PTO is earned on an hourly basis and credited to an employee’s PTO bank on a biweekly basis following the biweekly pay period in which the PTO was earned. Accruals are based upon paid hours up to 2080 hours per year, excluding overtime. PTO accrues on a “rolling calendar method” meaning PTO will continue to accrue up to the limit based on your length of service (see table below). If the Maximum Rolling Accrual Limit is met, you will not accrue PTO time until PTO has been taken. Length of service determines the rate at which the employee will accrue PTO. Employees become eligible for the new higher accrual rate on the first day of the pay period in which the employee’s anniversary date falls. PTO is earned on the following schedule: Length of Employment Hire 1st Anniversary 2nd Anniversary 5th Anniversary 10th Anniversary Administrative Staff, LPNs, PTAs, OTAs, & Staff Aides Maximum Rolling Hourly PTO Accrual Limit* Accrual 112 Hrs (14 Days) 0.0538 152 Hrs (19 Days) 0.0538 152 Hrs (19 Days) 0.0730 192 Hrs (24 Days) 0.0923 232 Hrs (29 Days) 0.1115 Registered Nurses & Therapists Maximum Rolling Accrual Limit* 152 Hrs (19 Days) 192 Hrs (24 Days) 192 Hrs (24 Days) 232 Hrs (29 Days) 240 Hrs (30 Days) Hourly PTO Accrual 0.0730 0.0730 0.0923 0.1115 0.1153 * The Maximum Rolling Accrual Limits listed in the chart above are based upon working 40 hours per week. If you are working less than 40 hours per week, your Maximum Rolling Accrual Limit will be prorated based upon the number of hours you are scheduled to work. Administration: You may use “Paid Time Off” in half hour, hourly or daily increments. You must use PTO for whole or half days off. Make-up time may be used up to one half day of work and with supervisory approval only. Make-up time must be worked in the same pay week. Unpaid time off will only be granted if all of your PTO has been used. Please keep in mind that time off without pay is granted on an exception basis only and requires pre-approval from the Branch Manager/Administrator. In addition, PTO will not accrue during time off without pay. If more than a week is needed, see the Leave of Absence section of this handbook. Employees who separate from employment or who move to per diem status will receive a cash out of their unused, accrued PTO, provided that proper notice was given. See the “Resignation Notice” section of the Employee Handbook for information on time off benefits upon separation from WILLCARE. See Employee Handbook for further guidelines on the use of Paid Time Off (PTO). Rev. January 2015 17 SICK BANK PROGRAM Employees are eligible to convert up to one week (40 hours) of PTO days into their Sick Bank per calendar year. The employee’s PTO will be reduced by the amount of time that they elect to convert into the Sick Bank, and this time will be moved to a separate Sick Bank. The maximum amount of time that can be converted into the Sick Bank at any given time during employment is 30 days (up to 240 hours). This total amount is based upon a full time (40 hours per week) work schedule and this amount will be prorated for those who work part time. The Sick Bank was established to provide income to participants in the plan who have an extended, serious health condition. An employee who is out on an intermittent leave or a worker's compensation may not draw from the Sick Bank. An extended, serious health condition means an illness, injury impairment, or condition that involves inability to work beyond 7 calendar days AND one of the following: 1. Requires Hospital Care - Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care. 2. Absence Plus Treatment - A period of incapacity of seven (7) or more calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves: (1) Treatment two or more times by a health care provider, by a nurse or physician’s assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or on referral by, a health care provider; or (2) Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider. 3. Pregnancy - Any period of incapacity due to pregnancy, or for prenatal care. 4. Permanent / Long Term Conditions Requiring Supervision - A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider. Examples include Alzheimer’s, a severe stroke, or the terminal stages of a disease. 5. Multiple Treatments (Non-Chronic Conditions) - Any expanded period of absence to receive multiple treatments (including any period of recovery there from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than seven (7) consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), and kidney disease (dialysis). An FMLA / MLOA Physician Certification must be submitted to support the diagnosis before any Sick Bank Days may be withdrawn. Employees should contact Corporate Human Resources for the applicable paperwork. In order to convert PTO time to your sick bank, please complete the Sick Bank Conversion request on the Intranet which will be submitted to Payroll for processing. The Sick Bank expires upon separation of employment and / or conversion to per diem status. In addition, the Sick Bank has no cash value upon separation of employment and / or conversion to per diem status. Rev. January 2015 18 HOLIDAYS Employees are eligible for seven (7) paid holidays per year. WILLCARE observes the following holidays. When these holidays fall on a weekend, an alternative weekday will be designated for this holiday for office staff. New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day Floating Holiday - You may choose one day per calendar year New full and part-time employees are entitled to holiday pay after their first thirty days of employment. Employees working part time receive pro-rated paid holiday time off. Holiday hours paid and not worked will not be included in the calculation of overtime To be eligible for holiday pay, you must work the regularly scheduled day before and day after the holiday. Pre-approved time off is allowed on the day before and after a holiday and will be considered as a “regularly scheduled day”. If an unscheduled absence is warranted, you must have Branch Administration approval for it to be allowed to be considered a “regularly scheduled day”. If a holiday falls within a period where you have scheduled PTO, it will be considered as holiday and not PTO pay. WILLCARE recognizes the importance of your desire to spend the holidays with family and friends and will make every effort to avoid scheduling clinical personnel on rotation two holidays in a row. Clinical employees are required to discuss this with their supervisor in advance of scheduling the work time. If business conditions require it, management may request that you work a holiday. You may be requested to select an alternative day off during the holiday week. If no alternative is taken, the holiday will be paid according to the table in the Employee Handbook. JURY DUTY In the event you are required to fulfill your civic obligation to serve as a jury member, WILLCARE will pay your regularly scheduled straight-time earnings up to a maximum of three (3) days within any twenty-four month period. At least 50% of your time off beyond three days should be covered by your available PTO. BEREAVEMENT LEAVE If there is a death in your immediate family or step family (parent, parent-in-law, sibling, spouse, child, grandparent or domestic partner) WILLCARE will provide you three days off with pay. In the event there is a death in your extended family (aunt, uncle, niece, nephew, cousin or in-laws), WILLCARE will provide you one day off with pay. If more time is needed, please request PTO. Eligibility: Employees are eligible for bereavement pay after completing 30 days of employment. Part-time regular employees will be paid their regular part-time daily pay for bereavement time off. Rev. January 2015 19 EMPLOYEE DISCOUNT PROGRAMS WILLCARE has arranged for several discounts for its employees. Below is a listing of the discounts you are eligible to participate in. WILLCARE Perks Program Verizon Wireless Land's End Clothing Discount site especially for WILLCARE employees. Best pricing on Electronic Devices / Computers, Call Phones, Restaurants and Travel. Go to http://willcare.corporateperks.com Login / Register at Willcare Perks Company Code: willcare46 Discount (22%) on eligible cell phone and data plans, as well as some phones and accessories. In order to access, employees must login to the Willcare Intranet (http://intranet.willcare.com/) and click on “Verizon Discounts” under MyWillnet. Great deals on Land's End apparel with the WILLCARE Logo! Visit: http://ces.landsend.com/willcare Hertz Automotive & Rentals To make a reservation, simply call 1-800-654-3131 or book on line at www.hertz.com. To join the Hertz #1 Club Gold: Visit: http://bapgold.hertz.com & Click "Fee-Waived Hertz #1 Club Gold Application" Enter Company Name: WILLCARE Enter CDP#: 1848568 Pin-Code: bapgold Dell Computers Save on Dell Computers when you purchase directly through Dell using their Employee Purchase Program (EPP). Visit: www.dell.com/epp Or, call: 1-800-695-8133 You will need Member ID: HS75889615 Schmidt’s Auto Body & Glass Discounts offered on a variety of services including mechanical, glass and collision. See the HR Department for a VIP card and take your car in to one of their 5 locations for a quote. Visit: www.schmidtsautobody.com Liberty Mutual Insurance Dunn Tire A group discount on auto and home insurance, including renters’ insurance. Contact our local representative for a free quote: Contact: Valarie DiRienzo 400 Essjay Road, Suite 300 Williamsville, NY 14221 (P) 716-631-9140 x 51778 5% discount offered on major name brand tires. See the HR department for a VIP Card and take your car into one of their many shops located throughout WNY. Kissing Bridge Discounts on skiing (lift tickets, rentals & lessons). Customer password is: WC541 Charles Dickhut - Kissing Bridge Group Sales (P) 716-592-4963, ext. 2237 / (F) 716-954-3406 (E) [email protected] Visit: http://corporate.kbski.com/ AT&T Wireless Discount (up to 20%) on eligible cell phone and date plans. To access, visit www.att.com/wireless/Willcare and use code 2765355. Rev. January 2015 20 CHILDREN’S HEALTH INSURANCE PROGRAM (CHIP) AND MEDICAID Free or Low-Cost Health Coverage to Children And Families If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available. If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272). If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of July 31, 2014. Contact your State for more information on eligibility – ALABAMA – Medicaid COLORADO – Medicaid Website: http://www.medicaid.alabama.gov Medicaid Website: http://www.colorado.gov/ Phone: 1-855-692-5447 Medicaid Phone (In state): 1-800-866-3513 Medicaid Phone (Out of state): 1-800-221-3943 ALASKA – Medicaid Website: http://health.hss.state.ak.us/dpa/programs/medicaid/ Phone (Outside of Anchorage): 1-888-318-8890 Phone (Anchorage): 907-269-6529 ARIZONA – CHIP FLORIDA – Medicaid Website: http://www.azahcccs.gov/applicants Website: https://www.flmedicaidtplrecovery.com/ Phone (Outside of Maricopa County): 1-877-764-5437 Phone (Maricopa County): 602-417-5437 Phone: 1-877-357-3268 GEORGIA – Medicaid Website: http://dch.georgia.gov/ - Click on Programs, then Medicaid, then Health Insurance Premium Payment (HIPP) Phone: 1-800-869-1150 IDAHO – Medicaid Medicaid Website: http://healthandwelfare.idaho.gov/Medical/Medicaid/Premiu mAssistance/tabid/1510/Default.aspx MONTANA – Medicaid Website: http://medicaidprovider.hhs.mt.gov/clientpages/ clientindex.shtml Phone: 1-800-694-3084 Medicaid Phone: 1-800-926-2588 Rev. January 2015 21 INDIANA – Medicaid NEBRASKA – Medicaid Website: http://www.in.gov/fssa Website: www.ACCESSNebraska.ne.gov Phone: 1-800-889-9949 Phone: 1-855-632-7633 IOWA – Medicaid NEVADA – Medicaid Website: www.dhs.state.ia.us/hipp/ Medicaid Website: http://dwss.nv.gov/ Phone: 1-888-346-9562 Medicaid Phone: 1-800-992-0900 KANSAS – Medicaid Website: http://www.kdheks.gov/hcf/ Phone: 1-800-792-4884 KENTUCKY – Medicaid Website: http://chfs.ky.gov/dms/default.htm Phone: 1-800-635-2570 NEW HAMPSHIRE – Medicaid Website: http://www.dhhs.nh.gov/oii/documents/hippapp.pdf Phone: 603-271-5218 LOUISIANA – Medicaid Website: http://www.lahipp.dhh.louisiana.gov Phone: 1-888-695-2447 NEW JERSEY – Medicaid and CHIP Medicaid Website: http://www.state.nj.us/humanservices/ dmahs/clients/medicaid/ Medicaid Phone: 609-631-2392 MAINE – Medicaid Website: http://www.maine.gov/dhhs/ofi/publicassistance/index.html CHIP Website: http://www.njfamilycare.org/index.html CHIP Phone: 1-800-701-0710 Phone: 1-800-977-6740 TTY 1-800-977-6741 MASSACHUSETTS – Medicaid and CHIP NEW YORK – Medicaid Website: http://www.mass.gov/MassHealth Website: http://www.nyhealth.gov/health_care/medicaid/ Phone: 1-800-462-1120 Phone: 1-800-541-2831 MINNESOTA – Medicaid Website: http://www.dhs.state.mn.us/ Click on Health Care, then Medical Assistance NORTH CAROLINA – Medicaid Website: http://www.ncdhhs.gov/dma Phone: 919-855-4100 Phone: 1-800-657-3629 MISSOURI – Medicaid NORTH DAKOTA – Medicaid Website: http://www.dss.mo.gov/mhd/participants/pages/hipp.htm Website: http://www.nd.gov/dhs/services/medicalserv/medicaid/ Phone: 573-751-2005 Phone: 1-800-755-2604 OKLAHOMA – Medicaid and CHIP UTAH – Medicaid and CHIP Website: http://www.insureoklahoma.org Website: http://health.utah.gov/upp Phone: 1-888-365-3742 Phone: 1-866-435-7414 Rev. January 2015 22 OREGON – Medicaid Website: http://www.oregonhealthykids.gov http://www.hijossaludablesoregon.gov VERMONT– Medicaid Website: http://www.greenmountaincare.org/ Phone: 1-800-250-8427 Phone: 1-800-699-9075 PENNSYLVANIA – Medicaid Website: http://www.dpw.state.pa.us/hipp Phone: 1-800-692-7462 VIRGINIA – Medicaid and CHIP Medicaid Website: http://www.coverva.org/programs_premium_assistance.cfm Medicaid Phone: 1-800-432-5924 CHIP Website: http://www.coverva.org/programs_premium_assistance.cfm CHIP Phone: 1-855-242-8282 RHODE ISLAND – Medicaid Website: www.ohhs.ri.gov Phone: 401-462-5300 WASHINGTON – Medicaid Website: http://www.hca.wa.gov/medicaid/premiumpymt/pages/index .aspx Phone: 1-800-562-3022 ext. 15473 SOUTH CAROLINA – Medicaid WEST VIRGINIA – Medicaid Website: http://www.scdhhs.gov Website: www.dhhr.wv.gov/bms/ Phone: 1-888-549-0820 Phone: 1-877-598-5820, HMS Third Party Liability WISCONSIN – Medicaid SOUTH DAKOTA - Medicaid Website: http://dss.sd.gov Website: http://www.badgercareplus.org/pubs/p-10095.htm Phone: 1-888-828-0059 Phone: 1-800-362-3002 TEXAS – Medicaid WYOMING – Medicaid Website: https://www.gethipptexas.com/ Website: http://health.wyo.gov/healthcarefin/equalitycare Phone: 1-800-440-0493 Phone: 307-777-7531 To see if any other states have added a premium assistance program since July 31, 2014, or for more information on special enrollment rights, contact either: U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565 Rev. January 2015 23 HELPFUL CONTACT INFORMATION Insurance Health Insurance Dental Insurance / Vision Insurance Company Address Phone / Web Blue Cross Blue Shield of WNY PO Box 80 Buffalo, NY 14240-0080 716-884-2800 / 800-888-0757 www.bcbswny.com/willcare Guardian PO Box 2459 Spokane, WA 99210-2459 888-600-1600 www.guardiananytime.com PO box 2459 Spokane, WA 99210-2459 General: 888-600-1600 EAP: 800-3867055 www.guardiananytime.com www.ibhworklife.com Life & AD&D / EAP Guardian 401k Plan Ascensus Plan Administration: Corporate HR WILLCARE https://myaccount.ascensus.com/rplink Flexible Spending Account Independent Health 511 Farber Lakes Drive Buffalo, NY 14221 Attn: FSA Department 800-258-3348 / 716-504-1468 www.independenthealth.com Health Savings Account Wells Fargo NYS Disability Disability (NYS) Guardian 888-262-5670 www.guardiananytime.com Trustmark 400 Field Drive, Lake Forest, IL 60045 trustmarksolutions.com Supplemental Disability, Critical Illness & Accident Insurance 866-809-8146 www.wellsfargo.com/hsa Rev. January 2015 24 Women’s Health Act The Women’s Health and Cancer Rights Act of 1998 required that all health insurance plans that cover mastectomy also cover the following medical care: • Reconstruction of the breast on which the mastectomy was performed, • Surgery and reconstruction of the other breast to produce a symmetrical appearance, • Prostheses and treatment of physical complications at all stages of the mastectomy, including lymphedemas, and mastectomy bras and external prostheses limited to the lowest cost alternative available that meets the patient’s physical needs. Continuation of Coverage Required by Federal Law The Continuation of coverage required by federal law does not apply to any benefits for loss of life, dismemberment, or loss of income. Federal law enables you or your Dependent to continue health insurance if coverage would cease due to a reduction of your work hours or your termination of employment (other than a termination of employment due to your gross misconduct). Federal law also enables your Dependents to continue health insurance if their coverage ceases due to your death, divorce or legal separation (if a legal separation triggers a loss of coverage), or with respect to a Dependent child, failure to continue to qualify as a Dependent. Continuation coverage must be elected in accordance with the rules of your Employer’s group health plan(s) and is subject to federal law, regulations, and interpretations. Mental Health Parity Act According to the Mental Health Parity Act of 1996, the lifetime maximum and annual maximum dollar limits for mental health benefits under the WILLCARE medical plan are equal to the lifetime maximum and annual maximum dollar limits for medical and surgical benefits under this plan. However, mental health benefits may be limited to a maximum number of treatment days per year or series per lifetime. Newborns’ and Mothers’ Health Protection Act Federal law (Newborns’ and Mothers’ Health Protection Act of 1996) prohibits the plan from limiting a mother’s or newborn’s length of hospital stay to less than 48 hours for a normal delivery or 96 hours for a Cesarean deliver or from requiring the provider to obtain preauthorization for a stay of 48 or 96 hours, as appropriate. However, federal law generally does not prohibit the attending provider, after consultation with the mother, from discharging the mother or her newborn earlier than 48 hours for normal delivery or 96 hours for Cesarean delivery. Health Insurance Portability and Accountability Act (HIPAA) WILLCARE, in accordance with the HIPAA, protects your Protected Health Information (PHI). WILLCARE will only discuss your PHI with medical providers and third party administrators when necessary to administer the plan that provides you your medical, dental, and vision benefits or as mandated by law. A copy of the Notice of Privacy Practices is available upon request in the Human Resources department. Patient Protection and Affordable Care Act The Plans shall comply with the provisions of the Patient Protection and Affordable Care Act, the Reconciliation Act (hereinafter both are collectively referred to as “PPACA”) and certain other provisions of applicable law and the applicable regulations that are generally effective after December 31, 2009. The Plans intend good faith compliance with the requirements of the PPACA and other applicable laws and are to be construed in accordance with same. This brochure summarizes the health care and income protection benefits that are available to WILLCARE employees and their eligible dependents. Official plan documents, policies, and certificates of insurance contain the details, conditions, maximum benefit levels and restrictions on benefits. These documents govern your benefits program. If there is any conflict, the official documents prevail. These documents are available upon request through the Human Resources Department. Information provided in this brochure is not a guarantee of benefits. Rev. January 2015 25