Plan Information Healthcare Provider Services Primary Care

Medical Plan Highlights
Preferred Provider Organization (PPO)
Traditional Plan
Plan Information
Preferred Provider Network
 The plan utilizes the Primary Physician Care (PPC) network.
 Preferred providers can be found on Healthgram’s website
(www.healthgram.com).
Spouse/Domestic Partner Eligibility
 Spouses and domestic partners, who are eligible for medical
insurance through their employer, must elect that coverage as
primary in order to be covered under the CVMC medical plan
as secondary. Only spouses and domestic partners with no
access to other medical insurance will be considered primary.
Hospital/Facility Services
 The plan utilizes the services of Catawba Valley Medical
Center and other preferred hospitals in Primary Physician
Care’s network.
Third Party Administrator
Healthgram, Inc.
Post Office Box 11088
Charlotte, NC 28220-1088
 Customer Service: (800) 446-5439 (8:00am – 7:00pm)
 Website: www.healthgram.com
Plan Details
Deductible –
Individual
Deductible –
Family
Out-of-Pocket –
Individual
Out-of-Pocket Family




CVMC
InNetwork
Out-ofNetwork
$0
$200
$2,000
$0
$600
$6,000
$1,000
$1,500
Unlimited
$3,000
$4,500
Unlimited
Internet Instructions
Go to www.healthgram.com.
Select the “Find a Doctor” button at the top of the Healthgram
homepage.
Select the Primary Physician Care network.
Search by provider name, practice name, speciality or look at
the entire preferred provider list by selecting the appropriate
directory.
Healthcare Provider Services
Primary Care Physicians
Benefit
 Preferred Providers - PPC network
 Payable at 100% after $20 Employee Co-Pay Per Visit, if applicable.*
 Non-Preferred Providers – Other Providers
 Payable at 80% after Deductible.
Specialist Physicians*
Benefit
 Preferred Providers - PPC network
 Payable at 80% after Deductible.
 Non-Preferred Providers – Other Providers
 Payable at 60% after Deductible.
*Note: Emergency Room Physicians are considered Specialist Physicians. There will be no cost sharing for certain preventive services as outlined in the Summary
Plan Description and at www.healthcare.gov.
Wellness Incentives
Wellness Incentive
 Smoking Cessation Benefit
Benefit
 Chantix (filled at CVMC Employee Pharmacy) 2 Cycles (6-month supply)
Benefit Coverage Exceptions
(No benefit coverage at Frye Regional Medical Center & its affiliates)
Exception
Benefit
 Open Heart Surgery
 $200 Deductible Per Admission; Payable at 80%;
$1,500 Max Out of Pocket.
 If admitted as an Inpatient after receiving
treatment in the Emergency Room.
 $50 Per Visit Co-Pay; Payable at 60%; Unlimited Out of Pocket.
Page 1 of 2
Form Revision Date: July 1, 2016
Medical Plan Highlights
Preferred Provider Organization (PPO)
Traditional Plan
Facility
Hospital/Facility Services (Inpatient/Outpatient)
Benefit
 Preferred Provider- CVMC
 Preferred Providers- PPC Network
 Non-Preferred Providers- Other Hospitals
Emergency and Urgent Care Services
Benefit
Facility
 Preferred Provider- CVMC
 Preferred Provider- CV Urgent Care
 Non-Preferred Provider- Other Hospitals
Category
 Payable at 90%.
 $200 Deductible Per Admission; Payable at 80%.
 $2,000 Deductible Per Admission; Payable at 60%.
 Payable at 90%.
 Payable at 90%.
 $50 Per Visit Co-Pay (Waived if Admitted); Payable at 80%.
Prescription Benefit for Medical Plan Participants*
Employee Pharmacy
Express Scripts-Retail*
Co-Pay Rate
Co-Pay Rate
Express Scripts Mail
Co-Pay Rate
30-Day
60-Day
90-Day
30-Day
60-Day
90-Day
30-Day
60-Day
90-Day
 Generic
$5.00
$10.00
$15.00
$15.00
N/A
N/A
$5.00
$10.00
$15.00
 Formulary
$15.00
$30.00
$45.00
$40.00
N/A
N/A
$15.00
$30.00
$45.00
 Name Brand
$25.00
$50.00
$75.00
$60.00
N/A
N/A
$25.00
$50.00
$75.00
*Compounding prescriptions are only covered through Express Scripts Mail Order (www.express-scripts.com). Oral contraceptives are covered with no cost sharing
if filled at CVMC Employee Pharmacy or ESI Mail Order. Walgreens is not considered a preferred retail pharmacy.
Employees Working 30 or More Hours a Week
Health4Us Participant Medical Plan Premium Rates (Bi-Weekly)
Premiums
Tobacco Surcharge
COBRA
Plan Category
Per Pay Period
Per Pay Period*
Monthly Premium Rates
 Employee Only
 $29.00
 $80.00
 $643.62
 Employee + Child
 $78.00
 $80.00
 $1,072.70
 Employee + Children
 $135.00
 $80.00
 $1,340.87
 Employee + Spouse/DP
 $162.00
 $160.00
 $1,501.77
 Family
 $182.00
 $160.00
 $1,716.31
Employees Working 30 or More Hours a Week
NON-Health4Us Participant Medical Plan Premium Rates (Bi-Weekly)
Premiums Per Pay
Tobacco Surcharge
COBRA
Plan Category
Period
Per Pay Period*
Monthly Premium Rates
 Employee Only
 $69.00
 $80.00
 $643.62
 Employee + Child
 $118.00
 $80.00
 $1,072.70
 Employee + Children
 $175.00
 $80.00
 $1,340.87
 Employee + Spouse/DP
 $242.00
 $160.00
 $1,501.77
 Family
 $262.00
 $160.00
 $1,716.31
 For medical plan participants that were not compliant in their Health4Us tobacco usage agreement.
Page 2 of 2
Form Revision Date: July 1, 2016
Medical Plan Highlights
Consumer Driven Health Plan (CDHP)
Plan Information
Consumer Driven Health Plans
 The Deductible must be met before any non-preventive
benefits will be paid including prescriptions.
 Any preventive services listed as such on the
www.healthcare.gov website will be paid at 100%.
Spouse/Domestic Partner Eligibility
 Spouses and domestic partners, who are eligible for medical
insurance through their employer, must elect that coverage as
primary in order to be covered under the CVMC medical plan
as secondary. Only spouses and domestic partners with no
access to other medical insurance will be considered primary.
Plan Details
Deductible –
Individual
Deductible –
Family
Out-of-Pocket –
Individual
Out-of-Pocket Family
CVMC
In-Network
Out-ofNetwork
$1,500
$1,500
$3,000
$3,000
$3,000
$6,000
$3,000
$3,000
Unlimited
$6,000
$6,000
Unlimited
Health Spending Account
 Our Consumer Driven Health Plan works with a Health Savings Account (HSA) to allow you to save for future medical expenses.
Catawba Valley Medical Center will contribute each plan year $500 for Employee Only, Employee + Child, Employee + Children
and Employee + Spouse/DP coverage tiers; and $1,000 for the Family coverage tier. Employees are allowed to contribute as
allowed under current IRS regulations.
Third Party Administrator
Healthgram, Inc.
Post Office Box 11088
Charlotte, NC 28220-1088
 Customer Service: (800) 446-5439 (8:00am – 7:00pm)
 Website: www.healthgram.com
 Network: Primary Physician Care (PPC)




Internet Instructions
Go to www.healthgram.com.
Select the “Find a Doctor” button at the top of the Healthgram
homepage.
Select the Primary Physician Care (PPC) network.
Search by provider name or look at the entire preferred provider
list by selecting the appropriate directory.
Healthcare Provider Services
Primary Care Physicians
Benefit
 Preferred Providers - PPC network
 Payable at 80%, if applicable.*
 Non-Preferred Providers – Other Providers
 Payable at 80%, if applicable.*
Specialist Physicians*
Benefit
 Preferred Providers - PPC network
 Payable at 80%.
 Non-Preferred Providers – Other Providers
 Payable at 60%.
*Note: Emergency Room Physicians are considered Specialist Physicians. There will be no cost sharing for certain wellness/preventive care services as outlined in
the Summary Plan Description.
Wellness Incentives
Wellness Incentive
 Smoking Cessation Benefit
Benefit
 Chantix (filled at CVMC Employee Pharmacy) 2 Cycles (6-month supply)
Benefit Coverage Exceptions
(No benefit coverage at Frye Regional Medical Center & its affiliates)
Exception
 Open Heart Surgery
 If admitted as an Inpatient after receiving
treatment in the Emergency Room.
Benefit
 Payable at 80%.
 Payable at 60%; Unlimited Out of Pocket.
Page 1 of 2
Form Revision Date: July 1, 2016
Medical Plan Highlights
Consumer Driven Health Plan (CDHP)
Facility Services (Inpatient/Outpatient)
Benefit
Facility
 Preferred Provider- CVMC
 Preferred Providers- Healthgram Network
 Non-Preferred Providers- Other Hospitals
 Payable at 90%.
 Payable at 80%.
 Payable at 60%.
Emergency and Urgent Care Services
Benefit
Facility
 Preferred Provider- CVMC
 Preferred Provider- CV Urgent Care
 Non-Preferred Provider- Other Hospitals
 Payable at 90%.
 Payable at 90%.
 Payable at 80%.
Prescription Benefit for Medical Plan Participants - After Deductible is Met*
Employee Pharmacy
Express Scripts-Retail*
Express Scripts Mail
Co-Pay Rate
Co-Pay Rate
Co-Pay Rate
Category
30-Day
60-Day
90-Day
30-Day
60-Day
90-Day
30-Day
60-Day
90-Day
 Generic
$5.00
$10.00
$15.00
$15.00
N/A
N/A
$5.00
$10.00
$15.00
 Formulary
$15.00
$30.00
$45.00
$40.00
N/A
N/A
$15.00
$30.00
$45.00
 Name Brand
$25.00
$50.00
$75.00
$60.00
N/A
N/A
$25.00
$50.00
$75.00
*Compounding prescriptions are only covered through Express Scripts Mail Order (www.express-scripts.com). Oral contraceptives are covered with no cost sharing
if filled at CVMC Employee Pharmacy or ESI Mail Order. Walgreens is not considered a preferred retail pharmacy.
Employees Working 30 or More Hours a Week
Health4Us Participant Medical Plan Premium Rates (Bi-Weekly)
Premiums
Tobacco Surcharge
COBRA
Plan Category
Per Pay Period
Per Pay Period*
Monthly Premium Rates





Employee Only
Employee + Child
Employee + Children
Employee + Spouse/DP
Family





$0.00
$39.00
$68.00
$81.00
$91.00





$80.00
$80.00
$80.00
$160.00
$160.00





$534.20
$890.34
$1,112.92
$1,246.47
$1,424.54
Employees Working 30 Hours a Week
NON-Health4Us Participant Medical Plan Premium Rates (Bi-Weekly)
Premiums
Tobacco Surcharge
COBRA
Plan Category
Per Pay Period
Per Pay Period*
Monthly Premium Rates
 Employee Only
 $40.00
 $80.00
 Employee + Child
 $79.00
 $80.00
 Employee + Children
 $108.00
 $80.00
 Employee + Spouse/DP
 $161.00
 $160.00
 Family
 $171.00
 $160.00
*For medical plan participants that were not compliant in their Health4Us tobacco usage agreement.
Page 2 of 2
Form Revision Date: July 1, 2016





$534.20
$890.34
$1,112.92
$1,246.47
$1,424.54
Health Savings Account (HSA)
Now, more than ever,
your health care dollars
need to go further.
Open a Health Savings Account (HSA) to work with your high-deductible health plan (HDHP) and make your money work for you.
What is an HSA?
An HSA is a tax-advantaged account that can be used to pay for current and future medical expenses. An HSA works with an
HDHP, and allows you to use before-tax dollars to pay your provider or reimburse yourself for your eligible out-of-pocket medical
expenses for you, your spouse, and your dependents, which in turn saves you tax dollars and increases your spendable income.
An HSA can only be established with an HDHP, which is defined as a plan with:
• Annual deductible of at least $1,300 (single) or $2,600 (family)
• Annual out-of-pocket expenses (deductibles, co-pays, and other amounts, not premiums) not exceeding $6,550 (single) or
$13,100 (family)
Your maximum annual contribution to an HSA in a calendar year
is determined by several factors, including: the maximum annual
contribution limit set by the IRS (subject to cost-of-living adjustments),
the type of coverage you elect (single or family), and your age.
How Does an HSA Work?
HSA contribution limits for 2016
Under 55 years old
55 to 64 years old
Single
Family
$3,350
$4,350
$6,750
$7,750
When you enroll in the HDHP and elect an HSA, an account will be
created for you through SHDR. You will be given access to a secure,
easy-to-use web portal where you can track your account balance, view your investment accounts, and submit requests for
reimbursements.
In addition, you will receive a CarePlus Benefit Access Visa® Debit Card you can use for qualified medical expenses at doctors’
offices, hospitals, and pharmacies. The card contains the value of your HSA and, as you use the card to pay for services, the
payment is automatically withdrawn from your account. There are no out-of-pocket costs and you do not have to submit receipts
to verify the purchase. Just swipe your card and go. It’s that easy.
Monthly statements are issued for the HSA deposit account and Mutual Fund Investment Account, and can be accessed through
the web portal or mailed to your address on file. You may access your HSA through the web portal at www.shdr.com/flex or
through the CarePlus Benefit Access Mobile App, which is available for all Apple and Android users.
1
Benefits to You:
• Your funds grow tax-free. An HSA grows with you. If you
maintain a minimum balance of $2,000, your additional funds
may be invested in mutual funds yielding tax-free earnings.
• Until you turn 65, withdrawals you use for non-eligible
expenses will be taxed at your regular income tax rate, plus
an additional 20% penalty will apply. Once you are age 65,
withdrawals for non-eligible expenses are taxed at your regular
income tax rate, but no additional penalty will apply.
• An HSA is your account. Funds in your HSA stay with you,
even if you change jobs.
• HSA balances roll forward each year.
• You contribute to the HSA tax-free. An HSA reduces your
taxable income. The money is tax-free both when you
deposit it and when you take it out to cover qualified
medical expenses.
• The money you spend for eligible expenses is tax-free.
HSA Eligibility Guidelines
To be eligible to make contributions to an HSA, you must satisfy the following conditions established by law.
If “Yes”
If “No”
1. Can you be claimed as a dependent on another person’s tax return?
You are not eligible for an HSA.
Proceed to question #2.
2. Are you enrolled in Medicare?
You are not eligible for an HSA.
Proceed to question #3.
3. Are you enrolled in a qualified high-deductible health plan (HDHP) with
a minimum annual deductible of at least $1,300 for single coverage and
$2,600 for family coverage?
Proceed to question #4.
You are not eligible for an HSA.
4. Do you or family members covered under the HDHP have additional
health coverage under another plan?
Proceed to question #5.
Proceed to question #6.
5. If you answered yes to question #4, is this other health coverage an HDHP?
Proceed to question #6.
You are not eligible for an HSA.
6. Do you or family members covered under the HDHP currently participate
in a tax-deferred health care Flexible Spending Account (FSA)?
You are not eligible for an HSA.
You are eligible for an HSA.
Proceed to calculate your annual
contributions.
Are you eligible?
You must be covered under an HDHP to qualify for an HSA. The provider of your health plan should be able to tell you if the plan
satisfies HDHP requirements. See the Frequently Asked Questions section for more details on eligibility.
Here are two examples:
Example 1: John has family coverage under an HDHP through
his employer. John’s wife, Mary, participates in a health care
FSA offered by her employer. In this case, neither John nor Mary
is eligible to contribute to an HSA, because they have other
coverage (Mary’s health care FSA) in addition to the HDHP.
Example 2: Robert has family coverage under an HDHP, while
his wife, Marie, provides family accident insurance through her
employer, plus disability coverage on herself. Because these
other types of insurance (that Marie has through her employer)
qualify as permissible coverages, Robert is eligible to contribute
to an HSA.
How much money could you save?
Because they are not included in your take-home pay, all HSA contributions are free from federal, state, local, and FICA taxes.
Here’s an example of how your HSA can save you a significant amount of money each year.
HSA Potential Tax Savings
Annual income
With HSA
Without HSA
$34,000
$34,000
Pre-tax contribution to HSA
$3,000
$0
Taxable income
$31,000
$34,000
Estimated taxes (35%)
$10,850
$11,900
After-tax expenses
$0
$3,000
Take-home income
$20,150
$19,100
Tax savings
$1,050
$0
This example is for illustrative purposes only and is not intended to represent any
specific benefits plan or potential plan savings. Hypothetical plan savings are based
on the employee’s federal, state, local, and FICA taxes, totaling 35 percent of annual
income. A plan participant’s tax rates and actual savings are likely to be different.
Full-year statutory contribution limits ($3,350 for single coverage and $6,750 for
family coverage in 2016) are permissible only if the HSA owner either (1) maintains
a high-deductible plan for the entire 2016 calendar year, OR (2) maintains a highdeductible health plan from December 2016 through December 2017. Under (2), if a
full-year contribution is made for 2016 and the HSA owner ceases to maintain a highdeductible health plan in 2017, the additional contributions made under this special fullcontribution rule will be subject to income tax plus an additional 10 percent penalty tax
(unless the HSA owner is no longer HSA-eligible due to death or disability).
2
HSA Frequently Asked Questions
What is a Health Savings Account
(HSA)?
An HSA is a tax-free way to help pay for current or future out-of-pocket health care expenses. An HSA
can be established through a custodian or trustee. Dollars not used in a given year roll over into the
next year and are completely portable should the participant change jobs or switch health coverage.
An individual who meets all of the following criteria may open and contribute to an HSA:
Who is eligible to open an HSA?
• Covered under a qualified high-deductible
health plan (HDHP).
• Not covered by any other non-HDHP plan
(with certain exceptions for plans providing
certain limited types of coverage).
• Not enrolled in Medicare.
• Not claimed as a dependent on another person’s
tax return.
HSA distributions are tax-free if used for qualified medical expenses, as defined by Internal Revenue
Code Section 213(d). Qualified medical expenses include:
What can HSA funds be used to
cover?
• Doctors’ office visits
• Coinsurance
• Non-covered services, like LASIK eye surgery
• And more! (refer to the Internal Revenue Code
Section 213(d) for a complete list)
Nonqualified distributions will be taxed as part of gross income and will incur a 20-percent penalty.
After age 65, the 20-percent penalty on nonqualified distributions is dropped, though the distribution is
still treated as taxable income.
Who may contribute to an HSA?
Anyone can contribute to an HSA on an individual’s behalf, including an employer, family, and the
individual.
Contributions to an HSA can be made at any time during the year in any increment, including:
When can contributions be made to
an HSA?
• All at once at the beginning of the year.
• All at once at the end of the year.
• In equal amounts during the year.
Contributions to an HSA can be made through April 15 of the following year. For example, 2016’s
contributions can be made through April 15, 2017.
To open/contribute to an HSA, individuals cannot be covered by any plan except for:
Can individuals have other health
coverage in addition to their HSA?
• Dental or vision coverage
• Long-term care coverage
• Accident/disability coverage
• Hospital insurance-type coverage/diseasespecific coverage
Individuals can be covered by more than one HDHP and still be eligible to contribute to an HSA.
How much can an individual
contribute each year to an HSA?
The 2016 maximum annual contribution for single coverage is $3,350 and $6,750 for family coverage.
Rollover amounts from previous years and/or Archer Medial Savings Accounts (MSA) or another HSA
do not count toward the maximum annual contribution. These amounts will be updated each year to
account for inflation. Participants between the ages of 55 and 64 can contribute an additional $1,000
(in 2016) above the maximum to their HSA.
Yes. Full-year statutory contribution limits are permissible – $3,350 for single coverage and $6,750 for
family coverage in 2016 – but the HSA owner must maintain eligibility throughout the testing period,
Can individuals make contributions if which runs from the last month of the initial eligibility year through the end of the 12-month period
they are not enrolled in an HDHP for following that month. If HSA owners are not eligible for this entire testing period, they must include in
the entire year?
their gross income the contributions made for the months when they were not otherwise qualified. This
amount will also be subject to a 10-percent penalty. The tax and penalty do not apply if the HSA owner
is no longer HSA-eligible because of death or disability.
If a married couple is enrolled in a
family HDHP, can they open a joint
HSA?
Can someone enrolled in Medicare
contribute to an HSA?
No. HSAs are strictly individual accounts. A husband and wife enrolled in a family HDHP can do the
following:
• Open individual HSAs and contribute to
both, but the collective total of both must
not exceed the family maximum.
• Open an HSA in one spouse’s name and
contribute up to the family maximum.
No. But if they have an existing HSA, they can use the funds already in it.
3
HSA Frequently Asked Questions (continued)
If one or both spouses have family
coverage, how is the contribution
limit computed?
If either spouse has family coverage under an HDHP, both are treated as having family coverage. The
2016 maximum statutory contribution limit is $6,750 for family coverage. Whether each spouse opens
an individual account or one spouse opens an account, the collective total must not exceed the family
maximum.
What happens when HSA
contributions exceed the maximum
amount?
An excise tax of six percent for each taxable year is imposed on the account beneficiary for excess
individual contributions. However, the account beneficiary can avoid the excise tax on excess
contributions by withdrawing such excess contributions before the last day prescribed by law (including
extensions) for filing the account beneficiary’s federal income tax return for the taxable year. The net
income attributable to the excess contributions is included in the account beneficiary’s gross income.
Generally, health insurance premiums are not qualified medical expenses, except for the following:
• Qualified long-term care insurance
• COBRA health care continuation coverage
Are health insurance premiums
qualified medical expenses?
• Health care coverage while an individual is
receiving unemployment compensation
In addition, individuals older than age 65 may use HSA funds to pay the following premiums:
• Medicare Part A and/or B
• Medicare HMO premiums for employersponsored health insurance, or employersponsored retiree plan
However, Medicare supplemental policies are not qualified medical expenses.
If individuals are no longer enrolled in
an HDHP, can they still use their HSA?
Yes. Individuals do not have to be enrolled in an HDHP to use their HSA. However, individuals can only
make contributions to an HSA if enrolled in an HDHP.
Are claims incurred prior to the
No. Your HSA is established on the effective date of your HSA account. If you delay, the IRS may infer
establishment of the HSA eligible for
you intended to open your account at a later date.
reimbursement from the HSA?
Can the employee make contributions
to an HSA if covered under a Flexible
Spending Account (FSA)?
Yes. However, the FSA would have to be a limited-scope FSA (which limits claim reimbursement
to vision, dental, and preventive care only) and/or a post-deductible health FSA (which limits
reimbursement to expenses incurred after the minimum annual HDHP deductible has been satisfied).
Can COBRA employees contribute to
Yes. Individuals can choose to contribute to their HSA as long as they are enrolled in an HDHP.
their HSA?
What reporting is required for an
HSA?
Employer contributions (including pre-tax salary withholding amounts that individuals contribute
to their HSAs) must be reported on the employee’s W-2 Form. In addition, trustees will issue reports
on HSA contributions and distributions. Employees can use this information to report required HSA
information on their individual tax returns.
What is the tax treatment of
an eligible individual’s HSA
contributions?
Contributions made by an eligible individual to an HSA (which are subject to limits) are deductible by
the eligible individual determining adjusted gross income (AGI) (i.e., above the line). The contributions
are deductible whether or not the eligible individual itemizes deductions. However, the individual cannot
also deduct the contributions as a medical expense deduction under section 213. Employee contributions
can be made pre-tax through a cafeteria plan (if sponsored by an employer) and/or post-tax. Pre-tax
employee contributions are not deductible for the employee. Employer contributions are tax-deductible
for the employer, and the employer realizes FICA/FUTA savings on pre-tax employee contributions.
Consult a tax advisor for additional details regarding the tax treatment of HSAs.
What is the tax treatment of
contributions made by a family
member on behalf of an eligible
individual?
Contributions made by a family member on behalf of an eligible individual to an HSA (which are subject
to the limits) are deductible by the eligible individual in computing adjusted gross income
CarePlus is a robust suite of employee benefits programs, solutions, and strategies that improves the health and wealth of its enrolled members and employers. These benefits are only available through BB&T Insurance
Services and its affiliated organizations, including SHDR.
Deposit products are offered through Branch Banking and Trust Company. Member FDIC. Only deposit products are FDIC insured. Investment solutions are provided by Branch Banking and Trust Company. Insurance
products are offered by BB&T Insurance Services, Inc., a subsidiary of BB&T Insurance Holdings, Inc. Advisory services are provided by Precept Advisory Group, LLC, a subsidiary of F.B.P. Insurance Services, LLC. Securities,
insurance and advisory products or services are: NOT A DEPOSIT. NOT FDIC-INSURED. NOT GUARANTEED BY A BANK. NOT INSURED BY STATE OR FEDERAL GOVERNMENT AGENCY. MAY GO DOWN IN VALUE.
Information presented is for Tax Year 2015. SHDR and its representatives do not offer tax advice. Please consult with your tax professional regarding your individual circumstances.
CarePlus is a brand of F.B.P. Insurance Services, LLC, CA license #0747466. BB&T Insurance Services, Inc., CA license
#0C64544. BB&T Insurance Services of California, Inc., CA License #0619252. Precept Insurance Solutions, LLC,
CA license #0747466. McGriff, Seibels & Williams, Inc., CA license #0E83682.
© 2015, Branch Banking and Trust Company. All rights reserved. Insurance.BBT.com.
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