Welcome, Festool Employees
Welcome, Festool Employees
Our Employee Benefits And Wellness Program
Table Of Contents
To make your life easier, click on the topics below to go directly to that information:
Annual Notices: Under federal law, we are required to provide or have available specific benefit notices for your review. All annual notices are available on our benefit administration platform or from Human Resources. If you would like to review the Annual Notices now, please CLICK HERE.
Disclaimer: This benefit guide provides highlights of the benefits available. Please request a copy of the plan certificate for additional coverage details, limitations, exclusions and restrictions. If any conflict shall arise between this document and the plan certificate, the plan certificate will govern in all cases.
OPEN ENROLLMENT VIDEO
Welcome to our employee benefits program. We have designed a personalized video for you and your family to better understand all of the benefits offered to you.
At the same time, you’ll have an opportunity to meet the team from AHW that will be working with you. In addition to the video, we have designed the following benefit highlights to be user-friendly.
You can click on any topic you’re interested in vs having to scroll through the entire booklet.
ELIGIBILITY
Eligibility
Eligibility Definitions
Employee:
A full-time employee who is scheduled to work at least 30 hours per week
Dependent:
New Employees
As a new, full-time employee (working 30 or more hours per week), your benefits will become effective: the first of the month following the date you start working.
Dependents are eligible to stay on a parent’s medical plan up to end of the month they turn age 26, regardless of student status, employment status or marital status.
You can only change your benefit selections during the plan year if you have a qualifying life event.
Spousal Exclusion
Our medical plan does not have a spousal exclusion meaning that If you have a spouse that is able to obtain coverage through his/her employer or other means, they are eligible to participate in our group health plan.
Qualifying Life Events
When one of the following events occurs, you have 30 days from the date of the event to notify human resources and/or request changes to your coverage:
Your change in coverage must be consistent with your change in status. Please direct questions regarding specific life events and your ability to request changes to human resources.
HOW TO ENROLL
ANNUAL OPEN ENROLLMENT
Log into Employee Navigator to make your 2023 elections
11/16/2022 – XX-XX-XXXX
HOW TO ENROLL
ANNUAL OPEN ENROLLMENT
Log into Employee Navigator to make your 2023 elections
11/16/2022 – XX-XX-XXXX
We are using an online benefit administration system to capture your benefit elections. Our online enrollment systems is with Employee Navigator. It is simple, secure and can be done in a few minutes from any computer or smart device with internet access. After enrolling online, you will have access to your benefit information anytime, from any computer.
To get started, you will need:
Use your computer, smart phone or device to enroll using this company identifier:
XXXXXXXXXX
Log On To Enroll
You will receive an email from noreply@employeenavigator.com that provides your registration link and company identifier code. To access employee navigator, you will need to enter the credentials you used when you originally registered with Employee Navigator. If you cannot remember your credentials, use the forget password or forgot username option on the login screen, then follow the prompts. An email will be sent to the email address you originally provided during your registration. Keep in mind, it could be your work email OR your personal email account.
Go to (or click) https://www.employeenavigator.com/benefits/Account/Login to login to Employee Navigator
MEDICAL BENEFITS
Choose the Plan that is Best for You and Your Family
We are offering four medical plans to provide choice for you and your family.
Also, we are very pleased to offer a new wellness program in 2023. Our program is designed to give you choices, so it fits your lifestyle and includes your family. The health coaching team from American Health & Wellness will continue to provide support with weight management, nutrition, wellbeing, exercise and more.
Also, we are very pleased to offer a new wellness program in 2023. Our program is designed to give you choices, so it fits your lifestyle and includes your family. The health coaching team from American Health & Wellness will continue to provide support with weight management, nutrition, wellbeing, exercise and more.
MEDICAL PLAN OPTIONS
Your employer offers 4 medical options:
Plans: (Scroll sideways to see all 4 plans)
| Network Benefits 1/1/2022 - 12/31/2022 | High Deductible Health Plan $5,000 Your Responsibility | High Deductible Health Plan $3,000 Your Responsibility | Copay Plan $1,500 Your Responsibility | Copay Plan $500 Your Responsibility | ||||
|---|---|---|---|---|---|---|---|---|
| Network Benefits 1/1/2023 - 12/31/2023 | Plan 1 High Deductible Health Plan $4,000 Your Responsibility | Plan 2 High Deductible Health Plan $2,800 Your Responsibility | Plan 3 Traditional Plan $4,000 Your Responsibility | Plan 4 Traditional Plan $2,000 Your Responsibility | ||||
| Annual Deductible - Individual | $4,000 | $2,800 | $4,000 | $2,000 | ||||
| Annual Deductible - Family | $8,000 | $5,600 | $8,000 | $5,500 | ||||
| Out-of-Pocket Maximum (including deductible, copays & coinsurance) - Individual | $6,250 | $6,000 | $7,900 | $4,000 | ||||
| Out-of-Pocket Maximum (including deductible, copays & coinsurance) - Family | $12,500 | $12,000 | $15,800 | $8,000 | ||||
| Coinsurance In Network | 0% | 0% | 0% | 20% | ||||
| Office Visit Copays and Virtual Care MD Live - Primary (PCP) | Deductible; then $30 copay | Deductible; then $30 copay | $30 copay; then 100% | $25 copay; then 100% | ||||
| Office Visit Copays and Virtual Care MD Live - Specialist | Deductible; then $60 copay | Deductible; then $60 copay | $60 copay, then 100% | $50 Copay, then 100% | ||||
| Prescription Drugs Retail 30 day supply: Tier 1: generic Tier 2: preferred Tier 3: non-preferred | Deductible All Tiers; $10 $35 $60 | Deductible All Tiers; $10 $35 $60 | Copays; $10 $30 $60 | Copays; $15 $45 $65 | ||||
| Prescription Drugs Retail 90 day supply: Tier 1: generic Tier 2: brand Tier 3: formulary | Deductible All Tiers; $20 $70 $120 | Deductible All Tiers; $30 $105 $180 | Copays; $30 $90 $180 | Copays; $30 $90 $130 | ||||
| Specialty Prescription Drugs: If you receive a supply of 34 days or less at home delivery of a Specialty Prescription Drug, the Specialty home deliver cost will be adjusted to reflect a Retail (per 30-day supply) cost share. | ||||||||
| Medicare Part D Creditable Status: Creditable means the Rx plan is as good as Medicare Part D | Creditable or Not Creditable | Creditable | Creditable | Creditable | ||||
| Preventive Care (Routine Exams, Screening Colonoscopies, Immunizations, Well Baby Care & Mammograms) | Covered at 100% | Covered at 100% | Covered at 100% | Covered at 100% | ||||
| Emergency Room (Charges outside of the facility could be billed separately) | Deductible; then $350 copay/visit, then 0% | Deductible; then $350 copay/visit, then 0% | Deductible; then $350 copay/visit, then 0% | $250 Copay/visit; then 0% | ||||
| Urgent Care (Charges outside of the facility could be billed separately) | Deductible; then $75 copay/visit; then 0% | Deductible; then $75 copay/visit; then 0% | $75 copay/visit; then 0% | $75 copay/visit; then 0% | ||||
| Inpatient Hospital | Deductible; then 0% | Deductible; then 0% | Deductible; then 20% | Deductible; then 20% | ||||
| Outpatient Surgery | Deductible; then 0% | Deductible; then 0% | Deductible; then 20% | Deductible; then 20% | ||||
There are no benefits if you go outside of the Cigna network, with the exception of Emergency Services. See your Benefit Highlights for additional details.
| Network Benefits 1/1/2022 - 12/31/2022 | High Deductible Health Plan $5,000 Your Responsibility | High Deductible Health Plan $3,000 Your Responsibility | Copay Plan $1,500 Your Responsibility | Copay Plan $500 Your Responsibility | ||||
|---|---|---|---|---|---|---|---|---|
| Network Benefits 1/1/2023 - 12/31/2023 | Plan 1 High Deductible Health Plan $4,000 Your Responsibility | Plan 2 High Deductible Health Plan $2,800 Your Responsibility | Plan 3 Traditional Plan $4,000 Your Responsibility | Plan 4 Traditional Plan $2,000 Your Responsibility | ||||
| Annual Deductible - Individual | $4,000 | $2,800 | $4,000 | $2,000 | ||||
| Annual Deductible - Family | $8,000 | $5,600 | $8,000 | $5,500 | ||||
| Out-of-Pocket Maximum (including deductible, copays & coinsurance) - Individual | $6,250 | $6,000 | $7,900 | $4,000 | ||||
| Out-of-Pocket Maximum (including deductible, copays & coinsurance) - Family | $12,500 | $12,000 | $15,800 | $8,000 | ||||
| Coinsurance In Network | 0% | 0% | 0% | 20% | ||||
| Office Visit Copays and Virtual Care MD Live - Primary (PCP) | Deductible; then $30 copay | Deductible; then $30 copay | $30 copay; then 100% | $25 copay; then 100% | ||||
| Office Visit Copays and Virtual Care MD Live - Specialist | Deductible; then $60 copay | Deductible; then $60 copay | $60 copay, then 100% | $50 Copay, then 100% | ||||
| Prescription Drugs Retail 30 day supply: Tier 1: generic Tier 2: preferred Tier 3: non-preferred | Deductible All Tiers; $10 $35 $60 | Deductible All Tiers; $10 $35 $60 | Copays; $10 $30 $60 | Copays; $15 $45 $65 | ||||
| Prescription Drugs Retail 90 day supply: Tier 1: generic Tier 2: brand Tier 3: formulary | Deductible All Tiers; $20 $70 $120 | Deductible All Tiers; $30 $105 $180 | Copays; $30 $90 $180 | Copays; $30 $90 $130 | ||||
| Specialty Prescription Drugs: If you receive a supply of 34 days or less at home delivery of a Specialty Prescription Drug, the Specialty home deliver cost will be adjusted to reflect a Retail (per 30-day supply) cost share. | ||||||||
| Medicare Part D Creditable Status: Creditable means the Rx plan is as good as Medicare Part D | Creditable or Not Creditable | Creditable | Creditable | Creditable | ||||
| Preventive Care (Routine Exams, Screening Colonoscopies, Immunizations, Well Baby Care & Mammograms) | Covered at 100% | Covered at 100% | Covered at 100% | Covered at 100% | ||||
| Emergency Room (Charges outside of the facility could be billed separately) | Deductible; then $350 copay/visit, then 0% | Deductible; then $350 copay/visit, then 0% | Deductible; then $350 copay/visit, then 0% | $250 Copay/visit; then 0% | ||||
| Urgent Care (Charges outside of the facility could be billed separately) | Deductible; then $75 copay/visit; then 0% | Deductible; then $75 copay/visit; then 0% | $75 copay/visit; then 0% | $75 copay/visit; then 0% | ||||
| Inpatient Hospital | Deductible; then 0% | Deductible; then 0% | Deductible; then 20% | Deductible; then 20% | ||||
| Outpatient Surgery | Deductible; then 0% | Deductible; then 0% | Deductible; then 20% | Deductible; then 20% | ||||
There are no benefits if you go outside of the Cigna network, with the exception of Emergency Services. See your Benefit Highlights for additional details.
Employee Payroll Contributions
Employee Bi-Weekly Payroll Contribution
Plans: (Scroll sideways to see all 4 plans)
| Network Benefits 1/1/2022 - 12/31/2022 | High Deductible Health Plan $5,000 Your Responsibility | High Deductible Health Plan $3,000 Your Responsibility | Copay Plan $1,500 Your Responsibility | Copay Plan $500 Your Responsibility |
|---|---|---|---|---|
| Plan 1 High Deductible Health Plan $4,000 Your Responsibility | Plan 2 High Deductible Health Plan $2,800 Your Responsibility | Plan 3 Traditional Plan $4,000 Your Responsibility | Plan 4 Traditional Plan $2,000 Your Responsibility | |
| Employee Only | $52.46 | $56.26 | $61.56 | $73.84 |
| Employee + Spouse | $112.26 | $120.41 | $131.74 | $158.02 |
| Employee + Child(ren) | $104.65 | $112.25 | $122.82 | $147.32 |
| Employee + Family | $162.62 | $174.42 | $190.84 | $228.92 |
| Network Benefits 1/1/2022 - 12/31/2022 | High Deductible Health Plan $5,000 Your Responsibility | High Deductible Health Plan $3,000 Your Responsibility | Copay Plan $1,500 Your Responsibility | Copay Plan $500 Your Responsibility |
|---|---|---|---|---|
| Plan 1 High Deductible Health Plan $4,000 Your Responsibility | Plan 2 High Deductible Health Plan $2,800 Your Responsibility | Plan 3 Traditional Plan $4,000 Your Responsibility | Plan 4 Traditional Plan $2,000 Your Responsibility | |
| Employee Only | $52.46 | $56.26 | $61.56 | $73.84 |
| Employee + Spouse | $112.26 | $120.41 | $131.74 | $158.02 |
| Employee + Child(ren) | $104.65 | $112.25 | $122.82 | $147.32 |
| Employee + Family | $162.62 | $174.42 | $190.84 | $228.92 |
Find a Provider
www.myCigna.com
SEARCH YOUR PLAN’S NETWORK IN FOUR SIMPLE STEPS
Step 1
Go to Cigna.com, and click on “Find a Doctor” at the top of the screen. Then, under “How are you Covered?” select “Employer or School.”
(If you’re already a Cigna customer, log in to myCigna.com or the myCigna app to search your current plan’s network. To search other networks, use the Cigna.com directory.)
Step 2
Change the geographic location to the city/state or zip code you want to search. Select the search type and enter a name, specialty or other search term. Click on one of our suggestions or the magnifying glass icon to see your results.
Step 3
Answer any clarifying questions, and then verify where you live (as that will determine the networks available).
Step 4
Optional: Select one of the plans offered by your employer during open enrollment.
That’s it! You can also refine your search results by distance, years in practice, specialty, languages spoken and more.
Search first. Then choose Cigna.
There are so many things to love about Cigna. Our directory search is just the beginning. After you enroll, you’ll have access to myCigna.com – your one-stop source for managing your health plan, anytime, just about any place. On myCigna.com, you can estimate your health care cost, manage and track claims, learn how to live a healthier life and more. Questions? Call the number on the back of your ID card.
Telehealth
Life is demanding. It’s hard to find time to take care of yourself and your family members as it is, never mind when one of you isn’t feeling well. That’s why your health plan through Cigna includes access to minor medical and behavioral/mental health virtual care.
Whether it’s late at night and your doctor or therapist isn’t available or you just don’t have the time or energy to leave the house, you can:
Convenient?
Yes.
Costly?
No.
Medical virtual care for minor conditions costs less than ER or urgent care center visits, and maybe even less than an in-office primary care provider visit.
Plan Information
Which plan is right for you?
| High Deductible Health Plan | Traditional Plan |
|---|---|
| High Deductible Health Plan | Traditional Plan |
| Lower Payroll Deductions | Higher Payroll Deductions |
| Deductible Applies First | Copays Apply First |
| Pre-Tax and Tax Benefits: contributions reduce your taxable income; enrollment in a Health Savings Account (HSA) also accrues savings that are tax-deferred and distributions for qualified medical expenses are tax-free. | Pre-Tax Benefit: contributions reduce your taxable income |
| Great way to save pre-tax dollars if you don’t expect significant health issues. | Manage your budget with copays if you expect to utilize the medical plan and have multiple prescriptions. |
Routine Preventive Exam
Our medical plans cover one annual preventive (wellness) examination at 100%, when no diagnostic issues are identified. Appropriate biometric screenings based on age or risk status are covered at 100%.
Upon any diagnosis, future tests and exams are not considered preventive.
Plan Information
What is an embedded deductible?
A medical plan with an embedded deductible tracks both the individual and family deductible. An individual with healthcare needs and family coverage will not have to meet the entire family deductible before the plan begins to pay for services.
Urgent Care Facility vs. Hospital Emergency Room
If you are faced with a sudden illness or injury, making an informed choice on where to seek medical care is crucial to your personal and financial well-being. Below are examples (not all inclusive) of when the Hospital Emergency Room should be used vs. an Urgent Care Facility. remember, certain Urgent Care conditions may be treatable without Telemedicine service.
Be sure to review the details about your financial responsibility when using a Hospital Emergency Room vs. an Urgent Care Facility. Be an informed consumer and know your benefit options. In an emergency, call 911 and go to the Hospital Emergency Room.
| Hospital Emergency Room This should be used for health conditions that require a high level of care. | Urgent Care Facility This is an extension of your primary care physician. |
|---|---|
| Hospital Emergency Room This should be used for health conditions that require a high level of care. | Urgent Care Facility This is an extension of your primary care physician. |
| Compound Fracture | Controlled bleeding |
| Deep Knife or Gunshot Wound | Diagnostic services (x-ray, lab tests) |
| Moderate to Severe Burns | Ear Infections |
| Poisoning or suspected poisoning | High fever or the flu |
| Seizures or loss of consciousness | Minor broken bones (toes, fingers) |
| Serious head, neck or back injuries | Severe sore throat or cough |
| Severe abdominal pain | Sprains or strains |
| Severe chest pain or difficulty breathing; Signs of heart attack or stroke | Skin rashes and infections |
| Suicidal or homicidal feelings | Urinary tract infections |
| Uncontrollable bleeding | Vomiting, diarrhea or dehydration |
Be sure to review the details about your financial responsibility when using a Hospital Emergency Room vs. an Urgent Care Facility. Be an informed consumer and know your benefit options. In an emergency, call 911 and go to the Hospital Emergency Room.
FSA & HSA
Flexible Spending Account
A Flexible Spending Account (FSA) allows you to set aside pre-tax payroll deductions to pay for out-of-pocket health care expenses such as deductibles, copays and coinsurance, as well as dependent care expenses. Depending on your health plan election, you may be eligible for a regular purpose FSA or a limited purpose FSA. Below outlines the differences:
Unused funds are lost each calendar year. Budget wisely, once you pledge your FSA payroll deduction, you cannot change it for the calendar year.
FESTOOL HSA CONTRIBUTIONS
Individual Coverage: $500 Annually
Family Coverage: $1,000
Remember to include Festool’s contribution in your overall HSA contribution to avoid going over the limits.
| Regular Purpose Flexible Spending Account | ||
|---|---|---|
| Health Plan | Traditional Plan or Waiving Medical | |
| Qualified Expenses | Medical, Dental, Vision and Prescription with a doctor’s prescription | |
| Tax Advantage | Pre-tax Contributions and Payments for Qualified Expenses | |
| 2023 Contribution Limit | $3,050 | |
| Dependent Care Spending Account | $5,000 | |
BPC Benefits Debit Card
Online & Mobile App Capabilities
Visit www.bpcinc.com/participants/home or call (877) 272-8880
Health Savings Account
Your Health Savings Account (HSA) is tax free. The money in your account is yours to use to pay for eligible health care expenses when you are enrolled in a qualified high deductible health plan. Unused funds roll over year-to year.
What is a Health Savings Account?
A HSA is an individual health care bank account that you can use to pay out-of-pocket health care expenses with pre-tax dollars. You will own and administer your account and there are no “use it or lose it” restrictions like a Flexible Spending Account (FSA). HSAs allow you to save and “roll over” money if you do not spend it in the calendar year. The money is yours if you change health plans or jobs. You can open and fund a HSA when you meet the following guidelines:
| 2023 HSA Contribution Limits | ||
|---|---|---|
| Single | $3,850 | |
| Family | $7,750 | |
| Catch-up (ages 55+) | $1,000 | |
Qualified Expenses
You can use your HSA funds to pay for medical, dental and vision expenses, i.e., surgery expenses, prescriptions, chiropractor, dental treatment, etc.
Non-qualified expenses will be taxed plus a 20% tax penalty under IRS regulations.
What is a Health Savings Account?
A HSA is an individual health care bank account that you can use to pay out-of-pocket health care expenses with pre-tax dollars. You will own and administer your account and there are no “use it or lose it” restrictions like a Flexible Spending Account (FSA). HSAs allow you to save and “roll over” money if you do not spend it in the calendar year. The money is yours if you change health plans or jobs. You can open and fund a HSA when you meet the following guidelines:
| 2023 HSA Contribution Limits | ||
|---|---|---|
| Single | $3,850 | |
| Family | $7,750 | |
| Catch-up (ages 55+) | $1,000 | |
Qualified Expenses
You can use your HSA funds to pay for medical, dental and vision expenses, i.e., surgery expenses, prescriptions, chiropractor, dental treatment, etc.
Non-qualified expenses will be taxed plus a 20% tax penalty under IRS regulations.
PHARMACY BENEFITS
How your Cigna pharmacy benefits works:
When you fill a prescription at an in-network pharmacy, what you pay depends on your cost-share for the medication and your annual deductible (the amount you pay out of your own pocket for covered services before your plan starts covering part of the costs). Once you meet your deductible, for the rest of the plan year, you will pay a copay or coinsurance for covered services, while your plan pays the rest.
Use the myCigna App or website 24/7 to access your coverage information:
Cigna 90 Now Program
The Cigna 90 Now program makes it easier for you to fill your maintenance medications for up to 90 days. This program is for medications to treat an ongoing condition like asthma, diabetes, high blood pressure or high cholesterol.
For a full list of participating pharmacies, go to:
www.Cigna.com/Rx90network
Important Things To Know About Your Pharmacy Benefits
| Prior Authorization | Generic Drugs |
|---|---|
| Prior Authorization | Some drugs, and certain amounts of some drugs, require an approval before they are eligible to be covered under your medical plan. Even if a drug is listed or on a formulary, you should check your schedule of benefits to verify it is a covered benefit. |
| Generic Drugs | When a patent or exclusivity expires on a Food and Drug Administration (FDA)-approved drug, other companies can make the drug in a generic form. The FDA requires generic drugs have the same high quality, strength, purity and stability as brand-name drugs. On average, the cost of a generic drug is 80-85% lower than the brand -name equivalent. |
| Generic Drugs |
|---|
| Prior Authorization: Some drugs, and certain amounts of some drugs, require an approval before they are eligible to be covered under your medical plan. Even if a drug is listed or on a formulary, you should check your schedule of benefits to verify it is a covered benefit. |
| Generic Drugs: When a patent or exclusivity expires on a Food and Drug Administration (FDA)-approved drug, other companies can make the drug in a generic form. The FDA requires generic drugs have the same high quality, strength, purity and stability as brand-name drugs. On average, the cost of a generic drug is 80-85% lower than the brand -name equivalent. |
Save Money On Your Prescriptions
This is a discount program and does not apply to your deductible or coinsurance.
WELLNESS PROGRAMS & SERVICES
Wellness Disclaimer: Before beginning any health and wellness program, you should seek the advice of your physician or other qualified health provider with any questions that you may have regarding a medical condition or potential medical condition. Also, you should never disregard professional medical advice, or delay seeking medical advice or treatment. Any wellness program participant further understands that the recommendations made to you by the American Health & Wellness Group Health Coach is not intended to diagnose, treat, prescribe, cure or prevent any disease.
Your Health Coaching Team
American Health & Wellness health coaches are graduates of accredited colleges with bachelor degrees in nursing, kinesiology, exercise science and have a collection of certifications amongst them, i.e., Certified Integrative Nutritional Health Coach; Lifestyle Health Coaching; Wellcoaches® Health & Wellness Coach; ACSM Certified Exercise Physiologist; Certified Health Coach through Health Coaching Institute and Certified Stress Management Coach (CSMC).
What Is Health Coaching?
Your Health Coach will provide wellness education on a variety of subjects via seminars, videos, social media, group coaching circles and challenges. The information should empower and inspire you to make choices that improve your physical, mental and emotional wellbeing!
Your Health Coach cares about you and is here to partner with you to maximize your personal strengths. Support will be provided to create action steps to support achieving your health goals. Motivation, positivity and wellbeing will be the focus for health improvement and maintenance.
Seminars
Monthly seminars are engaging, inspiring and relevant and FUN! Seminars will be available for viewing either virtually or recorded. If you miss a seminar you can contact your health coach for the recorded version.
Challenges
Several times a year, we will be offering challenges using the MoveSpring app. We will be focused on activity, nutrition, positive support and fun. Best of all, there will be prizes! Your spouse is welcome to join!
Group Coaching
Group coaching circles are a safe place to connect with others who have the same goal in mind as you. Facilitated by your Health Coach, group coaching has proven results in providing momentum to help you manage and meet your goals. The meetings are held 16 times a month at different times and days for your convenience. Your health coach will text you the link to join.
Text Reminders From Your Health Coach
Your American Health & Wellness Health Coach will text you reminders of upcoming seminars, challenges & group coaching circles. Add AHW Texts to your contacts: (765) 256-6400.
Social Media Community
With our closed Facebook group, you will want to stay informed and connected. And, have a safe place to share your successes! The coaches post weekly interesting articles, recipes, and relevant news about your company’s wellness program! Don’t hesitate to share your wellness journey with us!
Wellness Credit #1
Wellness Physical Exam
Visit your physician for a wellness physical exam AND submit the results form to your health coach by 10/31/2023 to keep your credit for 2024.
Wellness Credit #2
Monthly Wellness Activities
Participate in at least one activity a month, for a minimum of 8 out of 10 wellness activities, from 1/1/2023—12/31/2023 to keep your wellness credit for 2024.
There are over 20 wellness activities each month with: Seminars, Group Coaching Circles and Challenges
Confidentiality
To protect your privacy and protected health information, American Health & Wellness Group (AHW) administers our wellness program. All health coaches are HIPAA (Health Insurance Portability and Accountability Act) certified. This means the information you share with your health coach is private and secure.
Nicotine Cessation
If you are a current nicotine user and ready to quit, there are options available to help.
Take Charge
Taking charge of your health starts with getting your annual, preventive exam to know your biometric numbers. Your weight, cholesterol, blood pressure and blood glucose numbers are key indicators of health. Your health coach will help you review your physician results and help create a lifestyle plan if you need to improve your numbers.
DENTAL BENEFIT SUMMARY
(Scroll sideways to see all options)
| Benefit Summary | In-Network High Plan | In-Network Low Plan | |||
|---|---|---|---|---|---|
| Benefit Summary | In-Network High Plan | In-Network Low Plan | |||
| Preventive Expenses | > Exams and cleanings (1 per six months) > X-rays (bitewing once per calendar year) > X-rays (full mouth once per 60 months) > Fluoride treatment under age 14 (once per calendar year) > Sealants under age 14 ( one per tooth per 36 months) | Covered at 100% | Covered at 100% | ||
| Basic Expenses | > Emergency Exams ( 1 per 6 months) > Periodontal Maintenance > Space Maintainers under age 14 > Harmful Habit Appliance under age 14) > Fillings (replacements every 24 months) > Oral Surgery—Simple (Basic for High Plan/Major for Low Plan) | Covered at 80% | Covered at 60% | ||
| Major Expenses | > Oral Surgery—Complex > General Anesthesia/IV Sedation > Periodontal Surgical Procedures (once per quadrant per 36 months) > Endodontics (root canal) > Crowns (each 120 months per tooth if tooth cannot be restored by a filling) > Inlays, Onlays, Cast Post and Core Build Up (each 120 months per tooth) > Bridges—initial placement; replacement after 120 months old > Complete or Partial Dentures—initial placement; replacement after 60 months > Repairs—Partial Denture, Bridge, Crown, Relines, Rebasing, Tissue Conditioning and Adjustment to Bridge/Denture | Covered at 50% | Covered at 50% | ||
| Orthodontia | Dependent Children to age 19 Only Lifetime Maximum $1,000 per Child | Covered at 50% | Not Covered | ||
| Deductible | Employee Family | $50 $150 | $50 $150 | ||
| Calendar Year Maximum Per Covered Person | Maximums for preventive, basic and major procedures are combined.Some of your unused annual benefit maximum can be carried over to the next year. To qualify, you must have had a dental service performed within the calendar year and used less than the maximum threshold (50% of the maximum benefit). If the qualification is met, the threshold is carried over to next year’s maximum benefit. | $1,500 | $1,000 | ||
| Out-of-Network Benefits | Employees using out-of-network providers may be responsible for the difference between the discounted PPO fees and the out-of-network dentist’s regular fees for the services performed. | ||||
| Benefit Summary | In-Network High Plan | In-Network Low Plan | |||
|---|---|---|---|---|---|
| Benefit Summary | In-Network High Plan | In-Network Low Plan | |||
| Preventive Expenses | > Exams and cleanings (1 per six months) > X-rays (bitewing once per calendar year) > X-rays (full mouth once per 60 months) > Fluoride treatment under age 14 (once per calendar year) > Sealants under age 14 ( one per tooth per 36 months) | Covered at 100% | Covered at 100% | ||
| Basic Expenses | > Emergency Exams ( 1 per 6 months) > Periodontal Maintenance > Space Maintainers under age 14 > Harmful Habit Appliance under age 14) > Fillings (replacements every 24 months) > Oral Surgery—Simple (Basic for High Plan/Major for Low Plan) | Covered at 80% | Covered at 60% | ||
| Major Expenses | > Oral Surgery—Complex > General Anesthesia/IV Sedation > Periodontal Surgical Procedures (once per quadrant per 36 months) > Endodontics (root canal) > Crowns (each 120 months per tooth if tooth cannot be restored by a filling) > Inlays, Onlays, Cast Post and Core Build Up (each 120 months per tooth) > Bridges—initial placement; replacement after 120 months old > Complete or Partial Dentures—initial placement; replacement after 60 months > Repairs—Partial Denture, Bridge, Crown, Relines, Rebasing, Tissue Conditioning and Adjustment to Bridge/Denture | Covered at 50% | Covered at 50% | ||
| Orthodontia | Dependent Children to age 19 Only Lifetime Maximum $1,000 per Child | Covered at 50% | Not Covered | ||
| Deductible | Employee Family | $50 $150 | $50 $150 | ||
| Calendar Year Maximum Per Covered Person | Maximums for preventive, basic and major procedures are combined.Some of your unused annual benefit maximum can be carried over to the next year. To qualify, you must have had a dental service performed within the calendar year and used less than the maximum threshold (50% of the maximum benefit). If the qualification is met, the threshold is carried over to next year’s maximum benefit. | $1,500 | $1,000 | ||
| Out-of-Network Benefits | Employees using out-of-network providers may be responsible for the difference between the discounted PPO fees and the out-of-network dentist’s regular fees for the services performed. | ||||
How maximum rollover works
Depending on a plan’s annual maximum, if claims made for a certain year don’t reach a specified threshold, then the set maximum rollover amount can be rolled over.
| Plan Annual Maximum | Threshold | Maximum Rollover Amount | Maximum Rollover Account Limit |
|---|---|---|---|
| Plan Annual Maximum | Threshold | Maximum Rollover Amount | Maximum Rollover Account Limit |
| $1,500 Maximum claims reimbursement | $750 Claims amount that determines rollover eligibility | $375 Additional dollars added to a plan's annual maximum for future years | $1,875 Additional dollars added if only in-network providers were used during the benefit year |
| $1,000 Maximum claims reimbursement | $500 Claims amount that determines rollover eligibility | $250 Additional dollars added to a plan's annual maximum for future years | $1,250 Additional dollars added if only in-network providers were used during the benefit year |
| Plan Annual Maximum | Threshold | Maximum Rollover Amount | Maximum Rollover Account Limit |
|---|---|---|---|
| Plan Annual Maximum | Threshold | Maximum Rollover Amount | Maximum Rollover Account Limit |
| $1,500 Maximum claims reimbursement | $750 Claims amount that determines rollover eligibility | $375 Additional dollars added to a plan's annual maximum for future years | $1,875 Additional dollars added if only in-network providers were used during the benefit year |
| $1,000 Maximum claims reimbursement | $500 Claims amount that determines rollover eligibility | $250 Additional dollars added to a plan's annual maximum for future years | $1,250 Additional dollars added if only in-network providers were used during the benefit year |
Dental Employee Bi-Weekly Contribution
| Dental Buy-Up | Dental Care | |
|---|---|---|
| Dental Buy-Up | Dental Care | |
| Employee Only | $11.74 | $4.23 |
| Employee + Spouse | $30.52 | $14.79 |
| Employee + Child(ren) | $37.56 | $18.78 |
| Employee + Family | $56.10 | $29.35 |
| Dental Buy-Up | Dental Care | |
|---|---|---|
| Dental Buy-Up | Dental Care | |
| Employee Only | $11.74 | $4.23 |
| Employee + Spouse | $30.52 | $14.79 |
| Employee + Child(ren) | $37.56 | $18.78 |
| Employee + Family | $56.10 | $29.35 |
VISION BENEFIT SUMMARY IN-NETWORK
(Scroll sideways to see all options)
| High Plan | ||||
|---|---|---|---|---|
| High Plan | In-Network | |||
| Copay | Benefit Frequency | |||
| Eye Exam | $10 copay | 1 per 12 months | ||
| Lenses: Single Vision, Lined Bifocal, Lined Trifocal & Lenticular | $25 copay | 1 pair per 12 months | ||
| Contact Lenses (in lieu of eyeglass lenses and/or frames) | Elective: $200 allowance for elective contacts Medically Necessary: Covered in full after $10 copay Fitting and Evaluation: up to $60 copay for standard and premium elective contact lens exams | 1 per 12 months | ||
| Frames | $200 allowance for a wide selection of frames; 20% off amount over allowance Frame allowance at Costco, Walmart and Sam’s Club is $110 which is equivalent to a $200 allowance at other VSP doctor locations. | 1 set per 12 months | ||
| Network | VSP | FIND AN EYE DOCTOR www.vsp.com VSP Choice 1-800-877-7195 | ||
| Out-of-Network Benefits | Out-of-network benefits are allowed, however, copays and maximums are less. Employees using out-of-network providers may be responsible for additional fees. | |||
| High Plan | ||||
|---|---|---|---|---|
| High Plan | In-Network | |||
| Copay | Benefit Frequency | |||
| Eye Exam | $10 copay | 1 per 12 months | ||
| Lenses: Single Vision, Lined Bifocal, Lined Trifocal & Lenticular | $25 copay | 1 pair per 12 months | ||
| Contact Lenses (in lieu of eyeglass lenses and/or frames) | Elective: $200 allowance for elective contacts Medically Necessary: Covered in full after $10 copay Fitting and Evaluation: up to $60 copay for standard and premium elective contact lens exams | 1 per 12 months | ||
| Frames | $200 allowance for a wide selection of frames; 20% off amount over allowance Frame allowance at Costco, Walmart and Sam’s Club is $110 which is equivalent to a $200 allowance at other VSP doctor locations. | 1 set per 12 months | ||
| Network | VSP | FIND AN EYE DOCTOR www.vsp.com VSP Choice 1-800-877-7195 | ||
| Out-of-Network Benefits | Out-of-network benefits are allowed, however, copays and maximums are less. Employees using out-of-network providers may be responsible for additional fees. | |||
Vision Employee Bi-Weekly Contribution
| Vision High Plan | Vision Low Plan | |
|---|---|---|
| Vision High Plan | Vision Low Plan | |
| Employee Only | $4.35 | $0.42 |
| Employee + Spouse | $7.23 | $0.95 |
| Employee + Child(ren) | $7.50 | $0.95 |
| Employee + Family | $11.95 | $1.73 |
| Dental Buy-Up | Dental Care | Vision High Plan | Vision Low Plan | |
|---|---|---|---|---|
| Dental Buy-Up | Dental Care | Vision High Plan | Vision Low Plan | |
| Employee Only | $11.74 | $4.23 | $4.35 | $0.42 |
| Employee + Spouse | $30.52 | $14.79 | $7.23 | $0.95 |
| Employee + Child(ren) | $37.56 | $18.78 | $7.50 | $0.95 |
| Employee + Family | $56.10 | $29.35 | $11.95 | $1.73 |
LIFE INSURANCE BENEFITS
Basic Life & Accidental Death & Dismemberment (AD&D)
We provide basic life and accidental death and dismemberment insurance at no cost for our employees.
| Benefits | Details |
|---|---|
| Benefits | Details |
| Coverage Amount | 1.5 times Basic Annual Earnings to a Guaranteed Issue Benefit Maximum up to $350,000 |
| Insurance Carrier | Equitable |
| Portability/Conversion | Allows the employee to take the coverage with them if employment has ended (application timeline and age limitations apply, see Human Resources) |
| Age Reduction Rule | 35% reduction at age 65; 50% at age 70; 65% at age 80; 80% at age 85 and 90% at age 90. |
Beneficiary Designation is the person you designate to receive your life insurance benefits in the event of your death. During your enrollment, you will be asked to provide a primary and contingent beneficiary.
Voluntary Life & Accidental Death & Dismemberment (AD&D)
Employees can purchase additional life insurance at group rates. Rates are age banded based on $1,000 of covered benefit. During future open enrollments, coverage can be increased by two increments without providing health information. Employees can add or increase coverage on their child(ren) at any annual enrollment period without Evidence of Insurability.
| Benefits | Details |
|---|---|
| Benefits | Details |
| Guaranteed Coverage Amount and Benefit Maximums | Employee: $100,000; $10,000 minimum to $500,000 maximum, not to exceed 5 times employee’s Basic Annual Earnings ($10,000 increments) Spouse: $25,000; $5,000 minimum to $100,000 maximum or up to 50% of employee coverage ($5,000 increments) Rates based on employee’s age Child: $10,000; Covered children ages 15 days to 26 years old. ($10,000 increment) Same rate and coverage for all children Dependent children live birth to 14 days old: $500 benefit. |
| Insurance Carrier | Equitable |
| Portability/Conversion | Allows the employee to take the coverage with them if employment has ended (application timeline and age limitations apply, see Human Resources) |
| Age Reduction Rule | 35% reduction at age 65; 50% reduction at age 70 |
| Evidence of Insurability | Evidence of Insurability is required for employees that do not elect the benefit when initially eligible or for coverage amounts over the Guaranteed Issue amount. |
| Benefits | Details |
|---|---|
| Benefits | Details |
| Guaranteed Coverage Amount and Benefit Maximums | Employee: $100,000; $10,000 minimum to $500,000 maximum, not to exceed 5 times employee’s Basic Annual Earnings ($10,000 increments) Spouse: $25,000; $5,000 minimum to $100,000 maximum or up to 50% of employee coverage ($5,000 increments) Rates based on employee’s age Child: $10,000; Covered children ages 15 days to 26 years old. ($10,000 increment) Same rate and coverage for all children Dependent children live birth to 14 days old: $500 benefit. |
| Insurance Carrier | Equitable |
| Portability/Conversion | Allows the employee to take the coverage with them if employment has ended (application timeline and age limitations apply, see Human Resources) |
| Age Reduction Rule | 35% reduction at age 65; 50% reduction at age 70 |
| Evidence of Insurability | Evidence of Insurability is required for employees that do not elect the benefit when initially eligible or for coverage amounts over the Guaranteed Issue amount. |
INCOME PROTECTION BENEFITS
Other than medical and life insurance, disability insurance is one of the most important benefits you can elect. If you are disabled and unable to work, short term and long term disability insurance can help replace lost income and make a difficult time a little easier. Disability benefits are available to full-time employees. PTO/vacation time may be required to meet the elimination period before benefits begin.
Short Term Disability
| Employee Description | Executive | Salaried Office | Hourly Warehouse |
|---|---|---|---|
| Employee Description | Executive | Salaried Office | Hourly Warehouse |
| Benefit Percentage: Based on your pre-disability base annual earnings | 60% to a weekly maximum benefit of $3,000 | 60% to a weekly maximum benefit of $2,000 | 60% to a weekly maximum benefit of $1,000 |
| Waiting (Elimination) Period Benefits begin: | 1st day for an accident; 8th day for sickness | 1st day for an accident; 8th day for sickness | 1st day for an accident; 8th day for sickness |
| Benefit Duration: length of benefit after your elimination period | Up to 13 weeks | Up to 13 weeks | Up to 13 weeks |
| Pre-existing Conditions Limitation | None | None | None |
| Contribution | 100% Employer Paid | 100% Employer Paid | 100% Employer Paid |
| Insurance Carrier | Equitable | Equitable | Equitable |
Long Term Disability
| Employee Description | Executive | Salaried Office | Hourly Warehouse | ||
|---|---|---|---|---|---|
| Employee Description | Executive | Salaried Office | Hourly Warehouse | ||
| Benefit Percentage: Based on your pre-disability base annual earnings | 60% to a maximum monthly benefit of $13,000 | 60% to a maximum monthly benefit of $9,000 | 60% to a maximum monthly benefit of $4,000 | ||
| Waiting (Elimination) Period Benefits begin: | After 90 days | After 90 days | After 90 days | ||
| Benefits Based On | Your own occupation for the first 24 months; any occupation thereafter | Your own occupation for the first 24 months; any occupation thereafter | Your own occupation for the first 24 months; any occupation thereafter | ||
| Benefit Duration: length of benefit | Normal Social Security Retirement Age | Normal Social Security Retirement Age | Normal Social Security Retirement Age | ||
| Pre-existing Conditions Limitation | Any condition/symptom for which you, for three months prior to the coverage in this plan, consulted with a physician, received treatment, or took prescribed drugs. Coverage exclusion for the pre-existing condition applies for the first 12 months of coverage. | ||||
| Contribution | 100% Employer Paid | 100% Employer Paid | 100% Employer Paid | ||
| Insurance Carrier | Equitable | Equitable | Equitable | ||
ADDITIONAL BENEFITS
Critical Illness Insurance
Employees can purchase additional coverage for covered conditions and receive a lump sum payment. Payments are for first and second diagnosis of any qualified Critical Illnesses listed under the plan’s covered conditions. Benefits are paid directly to the insured and can be used under their discretion for medical or household expenses. See Summary for additional details.
| Benefits | Details |
|---|---|
| Scheduled Benefit | |
| Guaranteed Coverage and Benefit Maximums | Employee: $30,000 Choose lump sum benefit of $5,000 to $30,000 in $5,000 increments Spouse: $15,000 Choose a lump sum benefit of $2,500 to $15,000 in increments of $2,5000 up 50% of the employee benefit Child: $5,000 Choose a lump sum benefit of $2,500 to $5,000 in increments of $2,500 up to 50% of the employee benefit |
| Covered Conditions (First Occurrence) | Cancer - 100% Cancer—in situ - 25% Heart Attack - 100% Major Organ Failure - 100% Stroke - 100% |
| Covered Conditions (Second Occurrence) | Cancer - 100% Cancer—in situ - 25% Heart Attack - 25% Major Organ Failure - 25% Stroke - 25% |
| Wellness Benefit | $50 benefit for each covered person who has an eligible health screening test performed, once per calendar year. |
| Insurance Carrier | Equitable |
| Pre-existing Condition Limitation | 6 month look back period, 12 month exclusion period |
| Portability | Allows the employee to take the coverage with them if employment has ended (to age 70) - application timeline and age limitations apply, see Human Resources |
| Enrollment | Annual Open Enrollment |
Critical Illness policies have exclusions and limitations that may impact the eligibility for or entitlement to benefits under each covered condition. The certificate of coverage provides full details. This policy will not pay for diagnosis of a listed critical illness that is made before the covered person’s Critical Illness insurance effective date with the carrier.
Accident Insurance
Accident Insurance is available to our employees and eligible dependents. The coverage basis is 24-hour for accidents and is payable if the service, treatment or procedure is due to injuries incurred in a covered accident. Benefits are paid directly to the insured and can be used under their discretion for medical or household expenses. See Summary for additional details.
| Benefits | Details |
|---|---|
| Benefits | Details |
| Accidental Dealth | Employee: $50,000 Spouse: $50,000 Child: $25,000 |
| Covered Accidents/Expenses | Accidental Dismemberment, Dislocations, Fractures, Lacerations, Accidental Burns. Other services such as hospital admission, medical devices, concussions, eye injury, emergency dental and miscellaneous surgery are outlined in the Summary of Benefits found on Employee Navigator. |
| Wellness Benefit | $50 per year for completing certain routine wellness screenings or procedures (see plan highlights for example procedures) |
| Examples of Covered Conditions that are Accidental | Eye Injury: $250 Concussion: $200 Fracture—Leg: Surgical Repair up to $2,000/Non-Surgical Repair up to $1,000 Hospital Admission: $1,500 (once per benefit year) Laceration: $35-$500 |
| Insurance Carrier | Equitable |
| Portability | Allows the employee to take the coverage with them if employment has ended (to age 70) - application timeline applies, see Human Resources |
Accident policies have exclusions and limitations that may impact the eligibility for or entitlement to benefits under each covered accident. The certificate of coverage provides full details. This policy will not pay for diagnosis of a listed accident that occurs before the covered person’s Accident insurance effective date with the carrier. Exclusions include, but not limited to, accident related to covered person being legally intoxicated, armed aggression, service in the armed forces, suicide or attempted suicide, travel, air travel, professional sports, hang gliding, bungee jumping, parachuting, ballooning, substance abuse, etc.
| Payroll Contributions Bi-Weekly | ||
|---|---|---|
| Payroll Contributions Bi-Weekly | ||
| Employee | $5.95 | |
| Employee + Spouse | $10.26 | |
| Employee + Child(ren) | $11.60 | |
| Employee + Family | $16.21 | |
Hospital Indemnity
Hospital Indemnity insurance can help pay for non-medical expenses such as transportation to treatment facilities and everyday expenses like groceries, rent or mortgage payments. The benefit can also pay for medical plan deductibles, co-pays and other out-of-pocket medical expenses. This insurance is compatible with a Health Savings Account medical plan. Benefits are paid directly to the insured.
| Benefits | Details |
|---|---|
| Benefits | Details |
| Hospital/ICU Admission | $1,000 per admission to a maximum of one admission per year, per insured. Family maximum: 3 admissions per year, per covered family |
| Hospital/ICU Confinement | $100 per day to a maximum of 15 days per year, per insured |
| Treatments Covered | Hospital Admission benefits are not payable for birth within the first nine months of obtaining this coverage |
| Treatment of Normal Pregnancy | Hospital Admission benefits are not payable for birth within the first nine months of obtaining this coverage |
| Insurance Carrier | Guardian |
| Pre-existing Condition Limitation | 3 month look back period, 12 month exclusion period |
| Portability | Allows the employee to take the coverage with them even if employment has ended (application timeline and age limitations apply, see Human Resources) |
| Evidence of Insurability | Evidence of Insurability is required for employees that do not elect the benefit when initially eligible. |
Hospital Indemnity plans have exclusions and limitations that may impact the eligibility for or entitlement to benefits. The certificate of coverage provides full details.
Payroll Contributions
Pet Insurance
XXXXX offers Pet Insurance through Nationwide. Nationwide offers plans that would cover your furry friend at different levels of protection. Pricing of the pet insurance plan is based on which plan option you select, the state you live in, and the type of pet being covered. Nationwide does not base rates off of the breed or age of your dog, which is a huge benefit to you! If you are interested in electing coverage for your pet.
Answer question about pet species and zip code. Choose product and enter payment and once sign up, send confirmation to Human Resources for payroll deductions to take place.
My Pet Protection plan highlights for dogs and cats
My Pet Protection covers so much, it’s easier to say “what’s not covered?
Some policy exclusions may apply. Wellness, routine and preventive care covered with My Pet Protection with Wellness policy.
Some policy exclusions may apply. Wellness, routine and preventive care covered with My Pet Protection with Wellness policy.
MetLife Auto & Home
Just like medical, premiums and out-oof-pocket expenses for auto and home insurance are going up. From auto accidents to natural disasters, there has been an increase in the severity and frequency of incidents. And without the right coverage, an accident or storm can be devastating to your employees’ financial wellbeing. With MetLife Auto & Home®, you can give your employees access to the protection they need to stay prepared for the unexpected. And the support they need to get back on track.
After medical, auto and home insurances rank among the top 5 must-have benefits for employees.
Employees saved an average of $562 on auto insurance when they switched to MetLife Auto & Home.
Personalized protection for the right fit
Everyone has different needs at different stages of life. That’s why we offer a wide range of products and services – providing the flexibility for your employees to choose what’s right for them.
Valuable savings on coverages employees need
Finding more money within a monthly budget to get the right benefits can be challenging for most employees. By offering auto and home through your group benefits program, you can give them access to valuable group discounts. And when employees save on coverage they already have, it gives them more options to get the right protection. Best of all, our simple, convenient solutions like payroll deduction help them balance their monthly budget.
MetLife Legal
A Nationwide Network of Attorneys
MetLife Legal Plans is a voluntary group legal plan that can help employers increase the value of their benefits offerings by providing employees with convenient access to affordable legal services. Plan members may receive services through a nationwide network of more than 18,500 attorneys, or from an out-of-network attorney.
Extensive Legal Services
MetLife Legal Plans provides easy, direct access to a national network of attorneys who provide telephone advice and office consultations on an unlimited number of personal legal matters and fully covered services for the most frequently needed person al legal matters (excluding employment issues). Participants may also receive service from out-of-network attorneys. Examples of covered legal services include:
Network attorneys are carefully selected and monitored by MetLife Legal Plans, and have an average of 25 years of experience in the practice of law.
Digital Estate Planning Solution
MetLife offers employees the ability to choose an attorney for estate planning or create their own plan through our digital estate planning solution. With digital estate planning solution, employees are taken through a simple, guided process to complete wills, living wills and/or power of attorney, in as little as 15 minu5tes.
Retirewise
Education is your greatest tool! The workshops are delivered by experienced, licensed third party financial professionals who meet stringent credentials requirements. Visit: MetLife.com/plansmartsolutions.com
As a foundation to MetLife’s PlanSmart® workshop series, Retirewise®, an award-winning program, can play an important and fundamental role in your employees’ financial and retirement planning. The program delivers objective information that covers a broad spectrum of financial and related topics from basic investing concepts to the importance of having a will.
The program is divided into four parts:
1. Building the Foundation
2. Creating and Managing Wealth
3. Establishing Your Retirement Income Stream
$. Making the Most of What You Have
MetLife has an arrangement with third party financial professionals to deliver the program. These specially trained local financial professionals deliver each session and are available for an optional one-on-one educational consultation. No matter what age, background or stage of planning your employees are in – there is something for everyone to learn.
Employee Assistance Program (EAP)
We care about you and your family’s total health management. For that reason, we are providing you access to an Employee Assistance Program at no cost to you.
The service provides guidance for personal issues that you might be facing and information about other concerns that affect your life, whether it is a life event or on a day-to-day basis, i.e.,: emotional health and well-being; alcohol and drug dependency; marriage or family relationship problems; job pressures; stress, anxiety, depression; grief and loss; financial or legal advice; dependent care and care giving.
Annual Notices: Under federal law, we are required to provide or have available specific benefit notices for your review. All annual notices are available on our benefit administration platform or from Human Resources. If you would like to review the Annual Notices now, please CLICK HERE.
Disclaimer: This benefit guide provides highlights of the benefits available. Please request a copy of the plan certificate for additional coverage details, limitations, exclusions and restrictions. If any conflict shall arise between this document and the plan certificate, the plan certificate will govern in all cases.