2019-2020 ENROLLMENT

GUIDE

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Welcome to Enrollment for your 2019 - 2020 Benefits!

We are pleased to introduce you to the 2019 Group Benefits

Program. We truly value our employees and our appreciation

is reflected in your comprehensive benefits program. We

strive to offer you a complete benefits package with choices

to help you match your insurance needs with your personal

health. We have carefully selected these programs with your

best interests in mind. By selecting the right combination of

benefits, you can maintain good health and can protect you

and your family from unexpected costs. In line with the

requirements of the Affordable Care Act (ACA), the benefits

provided offer you a number of choices to meet your needs.

Please note that all benefits begin the 1st day of the month

following the date you complete 30 days of continuous

service. You will have 30 days from your hire date to log into

the Explain My Benefits enrollment system to make your

elections. If you do not make your elections within these

30 days, you will not have coverage for ADCS benefits,

and you will not have another opportunity to elect

coverage unless you have a qualifying life event or until

the next open enrollment period.

The ADCS Group Benefits Program is a significant part of

your total rewards package at ADCS, and represents our

strong commitment to the health and welfare of our

employees.

Table of Contents

Who’s Eligible……………………………………………….3

Enrollment Process……………..…………………….……4

Mobile App……………………………………..……...…....5

Login Instructions…………………………………….….....6

Medical…………………………………...………..…...…7-9

Health Savings Account………………………………….10

Flexible Spending Accounts………………..………..11-13

Dental……….……………………………………….....….14

Vision……………………………………………..….…….15

Voluntary Benefits………………………..…………...16-18

Life Insurance……………………………………………..19

Disability………………………………………...…......20-21

Identity Theft…………………………….………………...22

Auto & Home Insurance…………………...……...……..23

401K………………………………………………….…….24

Employee Assistance Program (EAP)…………...…25-26

Important Contacts…………………………...…………..27

Important Notices

ADCS has provided you with a brand new app to manage your benefits that allows you to: Enroll in your benefits from your phone, view your current benefits, watch benefit education videos, review benefit guides and plan summaries, and receive important message notifications about your benefits. More information is on page 5 of this guide.

Unless you have a qualifying event (i.e. marriage, divorce, death, birth, adoption, loss of or gain of other coverage, etc.), no benefit elections can be changed until the following year’s open enrollment.

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Who’s Eligible for Insurance? All regular full-time employees working 30+ hours per week

are eligible to enroll in the benefits described in this guide on

the first of the month following a 60-day waiting period. The

following family members are eligible:

• Your legal spouse (unless you are divorced or legally separated)

• Your biological children or legally adopted children up to age 26. (If you are in the process of adopting a child, the child is eligible for coverage when placed with you for the purpose of adoption).

• Your married and unmarried stepchildren or children up to age 26 for whom you have assumed permanent legal and physical custody pursuant to a valid State Court order

• For medical, dependent children may be eligible up to age 30 under certain circumstances

• Unmarried, disabled child(ren) of any age (you may be required to provide proof of disability)

WHEN TO ENROLL

When you’re first hired If you have a life change At Open Enrollment

You are eligible to enroll in benefits on the first of the month following a 60 day waiting period. If you do not enroll for coverage at that time, you will not have coverage for any ADCS benefit, and you will not have another opportunity to elect coverage unless you have a qualifying life event or until the next open enrollment period.

Certain life events like birth or adoption of a child, change in marital status, death, or loss of coverage due to no fault of your own may allow you to change your coverage during the year.

If you have a family status change, you must contact Human Resources within 30 days to make changes to your coverage.

Annual Enrollment is your opportunity once each year to evaluate your insurance options and make selections for the following year.

Insurance coverages selected at Annual Enrollment are effective July through June, provided you have met the new hire waiting period.

MAKING CHANGES DURING THE YEAR

Under Section 125 of the Internal Revenue Code, you are

allowed to pay for certain group insurance premiums with tax-

free dollars.

You must, however, make your benefits elections during

Open Enrollment carefully, including your choice to waive

coverage. Unless you have a qualified change in

status, you cannot make changes to the benefits you

elect until the next Open Enrollment period. NO

EXCEPTIONS.

Qualified changes in status include:

• Marriage, divorce or legal separation

• Death of spouse, child or other qualified dependent

• Birth or adoption of a child

• Change in child’s dependent status due to age, student status, marital status or employment

• Change in spouse’s benefits or employment status Your qualified change must be made within 30 days from

the date of the event; otherwise, you will have to wait for

the next Open Enrollment period to make changes.

If cancelling coverage due to a qualified event, you are

required to provide proof of other coverage before your

current coverage can be cancelled.

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Enrollment Process

Online Benefit Enrollment

ADCS will continue to provide electronic enrollment through Explain My Benefits. Explain My Benefits provides benefit

eligible employees the ability to make group insurance benefit elections and changes online during the annual open en-

rollment, new hire enrollment window and qualifying events. Enrollment has never been easier. Accessible 24 hours a

day, information about all of your employee benefit election options, including premiums and carrier contact information,

are also available to help you make informed decisions. You can also log on to the Explain My Benefits portal at any

time to review your benefits and access carrier links.

REMINDERS

Be sure to review the 2019-2020 Benefit Guide and plan summaries prior to going through the enrollment process.

Be prepared by gathering dependent and beneficiary information (i.e. collect info such as social security numbers

and dates of birth.)

Once you have made your elections, you will not be able to change them until the next Open Enrollment

period unless you have a qualified change in status (see Making Changes for details). NO EXCEPTIONS.

How to Enroll

Self Service

Visit www.explainmybenefits.com/adcs and move through the enrollment system at your own pace.

Login Instructions on page 6.

Review the posted benefit guide and plan summaries to help you with your benefit decisions.

Be sure to click “submit” at the end of the process and make note of your confirmation number. If you

do not receive a confirmation number, you have not completed your enrollment, and you will not

be enrolled in your benefits.

Return to the system anytime and click your confirmation number to view your confirmation statement.

Mobile App

Log into the Explain My Benefits mobile app using the company code adcs, select enroll from the menu on

the right. Go through the enrollment and finalize by clicking “SUBMIT”.

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Mobile App

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Login Instructions

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Medical

Welcome to The Health Plan The Health Plan is excited to be your medical and pharmacy benefits administrator. As the plan

administrator, The Health Plan will be responsible for the following:

• Processing medical claims

• Offering an expansive network of providers with a selection from two (2) medical

plans

• Providing excellent customer service when you have questions or concerns related

to your coverage

On the Important Contacts page you will find the customer service information should you need to

contact us for any reason. Our customer service representatives are available 8:00am to 8:00pm

EST. We also offer a 24 hour pharmacy services line should you have any issues getting a

prescription filled. You will also have access to the member portal available at www.healthplan.org.

Once you register you will be able to view claims, print an ID card and view how services are cov-

ered under your plan.

For physician services, primary care and specialist type services, you will have access to the PHCS

nationwide network of providers. For hospital services there is no network and you may choose any

hospital you or your provider wishes to use. To find a PHCS provider please see the directions be-

low.

To Find a PHCS Provider:

Visit: www.phcs.com

Step 1- Click on the green “select network” box

Step 2- Select PHCS

Step 3- Select Practitioner Only

You can then enter the provider name or type of provider you are looking for.

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Medical

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Medical Plan Comparison Chart

Plans

The PPO Plan The HSA Plan

You Pay In Network Only

You Pay Out-of-Network

You Pay In Network Only

You Pay Out of Network

Deductible

Individual $4,000 $8,000 $2,500 $5,000

Family $8,000 $16,000 $5,000 $10,000

Coinsurance (including Rx) 20% 40% 20% 40%

Out of Pocket Maximum** Per Plan Year, Includes Deductible, Copay and Co-insurance Per Plan Year, Includes Deductible

Individual $8,000 $16,000 $5,000 $10,000

Family $16,000 $32,000 $10,000 $20,000

Preventive Care $0 40% after Deductible $0 40% after Deductible

Doctor Office Visits $20 Copay PCP

$40 Copay Specialists 40% after Deductible 20% after Deductible 40% after Deductible

Urgent Care $75 Copay 40% after Deductible 20% after Deductible 40% after Deductible

Emergency Room $250 Copay 40% after Deductible 20% after Deductible 40% after Deductible

Outpatient Surgery 20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible

Outpatient Hospital Facility Services (blood work, x-rays)

20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible

Advanced Imaging/Therapies (MRI, PET, CT)

Included in Office Visit Copay 40% after Deductible 20% after Deductible 40% after Deductible

Inpatient Hospital (Facility & Professional Fees)

20% after Deductible 40% after Deductible 20% after Deductible 40% after Deductible

Prescription Drugs Generic / Formulary / Non-Formulary / Specialty Generic / Formulary / Non-Formulary / Specialty

30 Day Supply

90 Day Supply

$10 / $30 / $60 / 20% up to a max of $250

$20 / $60 / $120 / 20% up to a max of $250

40% after Deductible 20% after Deductible 40% after Deductible

ADCS offers a choice between two medical plans - The PPO Plan and the HSA Plan. Both plans are available nationally, utilizing the PHCS network; but only the HSA Plan option is HSA compatible. ADCS will provide an additional $200 annually ($50/quarter) to all eligible associates who contribute to the HSA plan. Please note, you MUST open an HSA account and actively contribute to an HSA plan to be eligible for the additional monies.

Rates per Pay Period

The PPO Plan The HSA Plan

Employee $61.40 $32.13

Employee & Spouse $311.74 $261.01

Employee & Child(ren) $191.29 $155.72

Family $531.37 $407.83

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Health Savings Account (HSA)

HSA Program is made up of two parts

Medical Plan

Preventive Care

Covered at 100%

Coinsurance Deductible

Health Savings Account

Unused funds stay

in account

Account is owned by employee

Can be funded by

employer and employee

Used to pay

medical costs

HSA Cost Saving Advantages

Triple Tax Savings: HSA contributions are excluded from

federal income tax, interest is earned tax-free, and

withdrawals for eligible expenses are exempt from

federal income tax.

Reduce Out-of-Pocket Costs: Use HSA funds to help

you satisfy annual deductible and coinsurance expenses.

Long Term Financial Benefits: You own the account,

save unused funds from year-to-year, unused money is

held in an interest-bearing savings or investment

account.

Choice: You control and manage when you use your HSA

funds.

Contact your tax advisor for additional details.

How Does an HSA Differ From an FSA?

HSA Maximum Contributions

For 2019, the maximum allowable contribution, including

any employer contributions, for an individual is $3,500 and

family is $7,000. For those who will be between age 55

and 65 by December 31, 2019, you are eligible to make

“catch-up” contributions of up to $1,000.

Using your HSA (through PayFlex)

Your HSA can be used to offset out-of-pocket costs for

qualified (or eligible) medical expenses for you, your

spouse and dependents. Below are examples of eligible

expenses:

• Prescription Drugs

• Deductible

• Lab Tests

• Chiropractor

• Dental Care

• Vision Services

• Infertility

• Smoking Cessation Programs

• COBRA premiums

• Health Insurance Premiums while receiving

unemployment benefits

• Qualified Long-Term Care Premium

Can You Have an HSA and an FSA? If you have an HSA bank account, you are NOT

eligible to participate in the Health Care FSA offered

through Discovery. There are no restrictions to having

an HSA and a Dependent Care FSA at the same time.

HSA Healthcare FSA

Eligibility to Contribute You must be enrolled in a qualified IRS

high deductible health plan Established by your employer

Ownership Bank account is owned by the

employee Set up and owned by your employer

Use It/Lose It Money rolls over from year to year ADCS employees may rollover a maximum limit of $500 of unused

contributions into the next plan year

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Flexible Spending Accounts (FSAs)

FSAs provide you with an important tax advantage and can

help you pay health care and dependent care expenses on a

pre-tax basis. By anticipating your family’s health care and

dependent care costs for the next plan year, you may actually

lower your taxable income. You should contribute the amount

of money you expect to pay out of pocket for eligible expenses

for the plan period. If you do not use the money you

contributed, it will not be refunded to you or carried forward to a

future plan year. You can rollover a maximum of $500 of

unused contributions into the next plan year.

The Internal Revenue Service permits FSAs as a means to pro-

vide a tax break to employees for known or expected expenses.

As an employee, you agree to set aside a portion of your salary

pre-tax in an account, and that money is deducted from your

paycheck over the course of the year. The amount you

contribute to the FSA is not subject to Social Security (FICA),

federal, state, or local income taxes - effectively lowering your

annual taxable salary. The taxes you pay each paycheck, and

collectively each plan year, can be reduced significantly

depending on your tax bracket. And, as a result of the personal

tax savings you realize, your spendable income will increase.

As this is a pre-tax deduction, once your election is made it

cannot be changed unless you have an eligible qualifying life

event.

HEALTH CARE FSA

The Health Care FSA offers you the opportunity to pay for

certain IRS-approved medical, dental and vision expenses not

covered by your insurance plan with pre-tax dollars. For

example, cash that you now spend on deductibles,

copayments, or other out-of-pocket medical expenses can

instead be paid through the Health Care Reimbursement FSA

pre-tax to pay for these expenses.

The annual maximum contribution to the

Health Care Reimbursement FSA

is $2,700.

Your annual Health Care FSA is available on the

first day of the FSA plan year. But, your total FSA

contribution amount is deducted from your paycheck

in equal amounts throughout the plan year.

A sample list of qualified expenses eligible for

reimbursement include, but are not limited to:

• Ambulance service

• Chiropractic care

• Dental fees/Orthodontic fees

• Diagnostic tests/Health screenings

• Doctors fees

• Drug addiction/alcoholism treatment

• Experimental medical treatment

• Eyeglasses/Contact lenses (corrective)

• Hearing aids and exams

• Injections & vaccinations

• Lasik surgery

• Mental healthcare

• Nursing Services

• Optometrist fees

• Physician office visits

• Prescription drugs

• Sunscreen

• Wheelchairs

Important Note

If you currently contribute to or will begin contributing to an HSA bank account as of July 1, 2019, you are NOT eligible to enroll in the Health Care FSA program.

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DEPENDENT CARE FSA

The Dependent Care FSA offers you the opportunity to use pre-tax dollars

toward qualified child care or elder day care expenses for your dependents.

The maximum amount your overall family can contribute to the Dependent

Care FSA is $5,000 per plan year. Individual may not exceed $2,500. Your

total election is deducted from your paycheck in equal amounts throughout the

plan year. You can use your Dependent Care FSA funds during the plan year

as long as funds are in your account. No rollover of funds.

If you elect to contribute to the Dependent Care FSA, you may be

reimbursed for eligible:

• Before and after-school care

• Expenses for day care, preschool or nursery school

• Nanny services

• Babysitter either in or out of your house (must have a tax ID #)

• Summer day camp

• Elder day care expenses of a qualifying individual Your Dependent Care FSA expenses must be for qualifying individuals,

including:

• Your dependent children under the age of 13 who live with you for more

than half the year

• Your spouse or other tax dependent who is physically or mentally incapable

of self-care and lives with you for more than half the year

HOW DO THE ACCOUNTS WORK?

If you decide to enroll in one or both of the FSA accounts, your contributions are

taken out of each paycheck - before taxes - in equal installments throughout the

plan year. These dollars are then placed into your FSA. When you have an

eligible health care expense, your FSA debit card may be used to pay for these

expenses. In many cases, this automatic service may eliminate the need to file

claims for reimbursement. The debit card may not be use for dependent care

expenses.

The Health Care Reimbursement FSA will reimburse you for the full amount of

your annual election (less any reimbursement already received), at any time

during the plan year, regardless of the amount actually in your account.

The Dependent Care FSA will only reimburse you for the amount that is in your

account at the time you make a claim.

FSA Guidelines

• You can enroll in either or both FSAs during open enrollment period, new hire eligibility, or a qualifying event only.

• You CANNOT enroll in the Healthcare FSA if you have or, as of 7/1/19, will have an HSA bank account.

• You cannot transfer money between FSAs.

• You cannot pay a dependent care expense from your Health Care FSA or vice versa.

• You cannot deduct reimbursed expenses for income tax purposes.

• You cannot be reimbursed for a service which you have not received.

• You cannot receive insurance benefits or any other compensation for expenses which are reimbursed through your FSAs.

• Domestic partners are not eligible as federal law does not recognize them as a qualified dependent.

KNOW THE RULES

Flexible Spending Accounts (FSAs)

Our Flexible Spending Accounts are

administered by Discovery.

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Flexible Spending Accounts (FSAs)

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MetLife is our Dental carrier. ADCS offers a choice between two dental plans. The dual option PPO plan designs

allow you to seek treatment from the dentist of your choice. You may incur less costs by using an in-network dentist.

Any out-of-network charges for the High Plan are reimbursed based on 90th percentile of reasonable & customary, the

Low Plan reimbursement is based on the network fee schedule. Also, the High Plan has a plan year benefit maximum of

$3,000 and also offers Orthodontia for children . The Low Plan does not offer Orthodontia and the plan year maximum is

$1,000.

Need to find an In-Network Dentist?

To search for a participating provider,

go to www.metlife.com and sign in to

your account to search for an in-

network provider.

Dental

High Dental PPO Low Dental PPO

Benefit In-Network

Amount You Pay Out-of-Network

Amount You Pay In-Network

Amount You Pay Out-of-Network

Amount You Pay

Preventive & Diagnostic Services

(examinations, x-rays, cleanings, fluorides, sealants)

Covered in full no deductible

20%; no deductible Covered in full no deductible

20%; no deductible

Basic Services (fillings, basic extractions, periodontics)

20% after plan year

deductible 40% after plan year

deductible 30% after plan year

deductible 40% after plan year

deductible

Major Services (crowns, inlays, onlays, bridgework, dentures, implants, endodontics)

50% after plan year

deductible 60% after plan year

deductible 60% after plan year

deductible 60% after plan year

deductible

Orthodontia Services 50% to $1,000 lifetime benefits maximum; Dependent Child(ren) to age 19 only

Not Covered

Deductible (plan year) Applies to Basic and Major Services Only Applies to Basic and Major Services Only

$50 Single / $150 Family $50 Single / $150 Family

Plan Year Maximum $3,000 per person $1,000 per person

Rates per Pay Period

Coverage Tier Hi Dental PPO Low Dental PPO

Employee Only $14.90 $10.81

Employee & Spouse $29.11 $21.12

Employee & Children $31.66 $22.98

Family $45.85 $33.27

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MetLife is our Vision carrier. The Vision Plan allows you to visit a provider of your choice. You may incur fewer out-of-

pocket expenses by visiting an In-Network provider. There are no claims for you to file when you go to a participating

vision specialist. Simply pay your copay and, if applicable, any amount over your allowance at the time of service.

Benefit In-Network

Amount You Pay Out-of-Network Reimbursement

Eye Exam $10 copay Up to $45

Materials See Below See Below

Materials

Frames $150 after $10 eyewear copay; Costco $85 allowance after

copay Up to $70

Lenses

Single Vision

Covered in full after $10 eyewear copay

Up to $30

Lined Bifocal Up to $50

Trifocal Up to $65

Lenticular Up to $100

Lens Enhancements

Standard Progressive Covered in full after $10 eyewear copay Up to $50

Anti-reflective Member pays a discounted rate Not Covered

Photocromics Members pay a discounted rate Not Covered

Scratch Coating Members pay a discounted rate Not Covered

Polycarbonate Member pays discounted rate

Covered in full for children up to age 18 Covered for children

only; up to $35

Tinted & Ultraviolet Protected Lenses Members pay a discounted rate Up to $15 for UV only

Contacts In Lieu of frames and lenses

Elective $150 allowance Up to $106

Medically Necessary Covered in Full after eyewear copay Up to $210

Contact Fitting Covered in full with a maximum copay of $60 Not Covered

Frequency

Examination & Lenses Every 12 months

Frames Every 24 months

Contacts Every 12 months

Vision

How Do You Locate a Provider?

To search for a participating

provider, go to www.metlife.com,

and sign into your account to

search for an in-network provider.

Rates Per Pay Period

Employee Only Employee & Spouse Employee & Child(ren) Family

$3.26 $6.54 $5.54 $9.13

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WHAT ARE VOLUNTARY BENEFITS?

Voluntary Benefits are offered to strengthen your overall benefits

package. You customize the benefit based on need and

affordability. You are eligible to participate in these benefits even

if you do not participate in the company sponsored medical plan.

ADCS employees pay 100% of the Voluntary Benefits premiums.

• Ownership – Policies are fully portable and belong to you if

you leave your employer, same price and same plan

• Benefits are payroll deducted

• Cash benefits are paid directly to you, not to a hospital

or to a doctor

• Benefits are paid regardless of any other coverage you may have

• Level premiums—Rates do not increase with age

• Guaranteed Renewable

• Designed to provide additional cash flow to assist with out of pocket medical costs and other bills

The Voluntary Benefits offered are a Hospital Indemnity Plan through Aetna and Accident, Critical Illness and

Universal Life Insurance through Trustmark.

Voluntary Benefits

Aetna Hospital Indemnity

This plan can help offset your out-of-pocket medical expenses including deductibles, coinsurance and copays and ser-

vices not covered under your group medical coverage for hospitalization and outpatient surgery. This plan is available

for yourself, your spouse and your children.

Hospital Confinement Benefit Pays $150 per day; for up to 30 days

Annual 1st Occurrence Hospital Rider Pays $1,500 for the initial day of one inpatient hospital stay, when

Emergency Accident Rider Hospital confinement would pay upon accident confinement

Intensive Care/Coronary Care Unit Rider Pays $150 per day; up to 30 days for intensive care unit only, pays

Employee Only Employee & Spouse Employee & Child(ren) Family Rates Per Pay

Period $10.08 $18.40 $14.21 $23.06

Please refer to plan summaries for complete details and plan limitations.

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Trustmark Accident Plan

Money is paid directly to you for (please see brochure for a complete list of benefits):

Trustmark Cancer/Critical Illness Plan

*Dependents up to age 26 can be covered regardless of student status.

Examples of Health Screenings

• Low dose mammography

• Pap smear

• Serum cholesterol

• PSA Test

• Stress Test

• Colonoscopy

• Bone Marrow

• Chest X-ray

Voluntary Benefits

Also included is a Double Benefit Option that provides a second cash payment in the event a covered person is

diagnosed with a different condition or illness. Pays an additional 100% of the original benefit.

This plan pays a lump sum cash benefit if you are diagnosed with a covered

critical illness, heart attack, internal cancer or stroke. The cash benefit is provided

upon the first diagnosis of a covered condition to help ease your financial worries.

Please see the online enrollment system for plan cost.

Examples of covered conditions:

Invasive Cancer, Heart Attack, Stroke, Renal (Kidney Failure), Blindness, ALS (Lou

Gehrig’s Disease), Major Organ Transplant, Paralysis of Two or More Limbs,

Coronary Artery Bypass Surgery (25% benefit), Carcinoma In Situ (25% benefit)

A Health Screening Benefit is included in your Critical Illness/Cancer Policy and Trustmark pays up to $100 for

each insured. Each covered person will get one immunization or one screening test per calendar year.

• Low-dose Mammogram • Fasting Blood Glucose Test • Pap Smear

• Serum Cholesterol • PSA Test • Stress Test

Wellness or Health Screening Benefit Included: A benefit is paid for health

screening tests for each covered person. There is a 60-day waiting period, after

initial enrollment, for this benefit.

Examples of Wellness and Health Screenings include:

• Initial Doctor’s Office Visit • Initial Hospitalization • Daily Hospitalization

• Emergency Room Visit • Fractures • Dislocations

• Burns • Stitches

This plan helps pay for the unexpected expenses that can result from an accident.

On and off the job coverage - 24 hours per day/7 days per week. Please see the

online enrollment system for plan cost.

Rates: Your specific rate will be calculated for you in the electronic enrollment system.

Rates: Your specific rate will be calculated for you in the electronic enrollment system.

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Voluntary Benefits

Trustmark Universal Life with Long Term Care

Trustmark Universal Life with Long Term Care includes both a death benefit and a living benefit.

• Trustmark Universal Life with Long Term Care is a

permanent life insurance that is designed to match

your needs throughout your lifetime. It pays a higher

death benefit during your working years when

expenses are high and you need maximum protection.

• The Universal Life with Long Term Care is priced to

remain the same cost to you until age 100.

• The death benefit reduces at age 70 when the need for

life insurance typically decreases.

• The Living Benefit, Long Term Care never reduces and

is 4% of the original death benefit per month for up to

25 months.

• If you use the Long Term Care benefit, your death

benefit amount does not reduce due to the Benefit

Restoration feature included.

• Coverage available for spouse and children as well.

Guarantee Issue for Employee Only at Initial Offering ONLY

Employee - up to $100,000

Rates

This benefit is customized by each employee so rates vary, but can start as little as a few dollars a week. Your specific

rate will be calculated for you in the electronic enrollment system.

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Basic Term Life and AD&D

ADCS provides all full-time employees with Basic Term Life

Insurance and AD&D coverage through Cigna. Your

benefit amount is $10,000 Basic Life and $10,000 AD&D.

Because we feel these benefits are so important, ADCS

pays 100% of the cost.

Life Insurance

Supplemental Life & AD&D (based on 26 pay periods)

If you wish to add to the Basic coverage, you also have the

opportunity to purchase Supplemental Life and AD&D

insurance through Cigna.

Employee: You may purchase in $10,000 increments up

to a maximum of $500,000.

Spouse: You may purchase in increments of $5,000 up to

a maximum of $250,000. Not to exceed 50% of the

employee’s Supplemental Life Insurance amount.

Chil(ren): This benefit is $10,000 for children age 6

months to 26 years. The bi-weekly cost is $0.60 (for all

covered children).

Guarantee Issue (applies to new hires only)

Employee - $140,000**

Spouse - $30,000**

Children - $10,000 (No EOI required)

**If you choose not to elect the Supplemental Life

coverage during your initial eligibility period at hire and

want to apply for it later or choose an amount over the

guarantee issue amount, you will be subject to Evidence

of Insurability.

To calculate your bi-weekly cost for employee or spouse, use the following formula:

_________________ ÷ $1,000 = __________ x ____________ x12/26 = $ ________________

Life Benefit Amount Rate My Bi-Weekly Cost

Spouse Supplemental Life and AD&D Rates

Age < 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75+

Rate 0.084 0.084 0.084 0.114 0.144 0.204 0.314 0.474 0.614 0.954 1.654 2.894

Employee Supplemental Life and AD&D Rates

Age < 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+

Rate 0.055 0.055 0.055 0.075 0.115 0.175 0.275 0.435 0.565 0.895 1.555

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Voluntary Short-Term Disability Income Benefits (based on 26 pay periods)

In the event you are unable to perform the duties of your own

occupation due to a short term medical condition, non-work

related injury, illness, or maternity, ADCS offers a Voluntary

Short-Term Disability program through Cigna.

Elimination Period: 7 days for accidents; 14 days for illnesses (including maternity)

Maximum Benefit Period: 26 weeks from date of disability

Weekly Benefit: up to 60% of your weekly earnings to a maximum of $1,500 per week

Disability

• STD coverage supplements your lost wages should you be unable to work due to a covered illness, injury or pregnancy.

• STD coverage begins after the specified elimination period due to a medically certified illness or injury. Benefits are payable up to the specified benefit duration period.

• Benefits are paid to you as long as you are under the plan or the maximum payment period; remain disabled and under the regular care of a physician.

Age Rate per $10 of Weekly

Covered Benefit

<24 1.13

25-29 1.24

30-34 1.06

35-39 .82

40-44 .80

45-49 .82

50-54 .93

55-59 1.27

60-64 1.66

65+ 1.87

Important Note: If you choose not to elect the Short-Term

Disability coverage during your initial eligibility period at hire and

want to apply for it later, you will be subject to Evidence of

Insurability (similar to medical underwriting).

Pre-existing Conditions: Benefits are not payable for medical conditions for which you incurred expenses, took prescription drugs, received medical treatment, care services (including diagnostic measures,) or for which a reasonable person would have consulted a physician during the 6 months just prior to the most recent effective date of insurance.

Benefits are not payable for any disability resulting from a pre-existing condition unless the disability occurs after you have been insured under this plan for at least 12 months after your most recent effective date of insurance.

Rates

Your specific rate will be calculated in the enrollment system.

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Voluntary Long-Term Disability Income Benefits (based on 26 pay periods)

In the event you are unable to continue actively working due to a non-work related injury, illness, or maternity, ADCS offers a Voluntary Long-Term Disability program through Cigna. Elimination Period: 180 days

Monthly Benefit: up to 60% of your monthly earnings to a maximum of $6,000 per month. Monthly earnings are based on the total compensation, excluding commissions and/or bonuses.

Disability

Age Rate

Under 25 0.095

25-29 0.162

30-34 0.219

35-39 0.323

40-44 0.409

45-49 0.409

50-54 0.513

55-59 0.675

60-64 0.982

65+ 0.979

If you choose not to elect the Long-Term Disability coverage

during your initial eligibility period at hire and want to apply for it

later, you will be subject to Evidence of Insurability (similar to

medical underwriting).

• Long Term Disability (LTD) coverage picks up where STD left off.

• LTD coverage supplements your lost wages should you be unable to work due to a covered illness or injury.

• LTD coverage begins after the specified elimination period due to a medically certified illness or injury. Benefits are payable up to the specified benefit duration period.

• LTD pays up to a maximum of $6,000 per month.

Pre-existing Conditions: Benefits are not payable for medical

conditions for which you incurred expenses, took prescription drugs,

received medical treatment, care services (including diagnostic

measures,) or for which a reasonable person would have consulted a

physician during the 3 months just prior to the most recent effective date

of insurance.

Benefits are not payable for any disability resulting from a pre-existing

condition unless the disability occurs after you have been insured under

this plan for at least 12 months after your most recent effective date of

insurance.

Rates

Your specific rate will be calculated in the enrollment system.

22

LifeLock Identity Theft Protection LifeLock is the industry leader in proactive identity theft

protection which helps to stop your identity from being

used by identity thieves to open new lines of credit,

increase existing credit or obtain services using your good

credit.

LifeLock helps protect your personal information using a

combination of data surveillance techniques and

outstanding member service, 24 hours a day, seven days

a week, 365 days a year.

Employees pay 100% of the LifeLock premiums.

LifeLock offers Proactive Protection in both of the plans offered:

Identity Theft

Ultimate Plan

Provides all of the benefits of the Standard Plan plus:

• Stolen Funds Replacement - up to $1,000,000

• Credit Card, Checking & Savings with Account Ac-tivity Alerts

• Online Annual Credit Report

• Online Annual Credit Score

• Checking & Savings Account Application Alerts

• Bank Account Takeover Alerts

• Credit Inquiry Alerts

• Online Annual Tri-Bureau Credit Reports & Scores

• Monthly Credit Score Tracking

• File Sharing Network Searches

• Sex Offender Registry Reports

• Priority Live Member Service Support

Rates per Pay Period

Coverage Tier Benefit Elite Plan Ultimate Plan

Employee Only $3.92 $11.77

Employee & Spouse $7.85 $23.53

*Employee & Children $6.87 $16.67

*Family $10.79 $28.44

*Employee & Children and Family Tiers: You may enroll up to 8 children with 4 of those children between the ages of 18 and 26.

Benefit Elite Plan

• LifeLock Identity Alert System

• Lost Wallet Protection

• Address Change Verification

• Black Market Website Surveillance

• Life Member Service Support

• LifeLock Privacy Monitor

• Reduced Pre-Approved Credit Card Offers

• Identity Restoration Support

• Stolen Funds Replacement - up to $100,000

• Fictitious Identity Monitoring

• Court Records Scanning

• Data Breach Notifications

• Investment Account Activity Alerts

• Offered through payroll deduction at a 15% discount off retail rates

$1 Million Total Service Guarantee

LifeLock’s proactive approach works to help stop identity theft before it happens. As a LifeLock member, if you become a victim of identity theft because of a failure in their service, they will help fix it at their expense, up to $1,000,000.

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MetLife Auto & Home Insurance

Price Auto & Home Insurance in about 2 minutes! Auto

MetLife Auto & Home provides insurance coverage that

eliminates gaps and surprises. MetLife Auto AdvantageSM

features go beyond basic liability and collision coverage to offer

you more complete coverage and benefits, including:

• Convenient payment options

• Replacement costs for Total Loss1,2

• Replacement costs for Special Parts2

• 24/7/365 claim service

• Enhanced rental care damage coverage3

• Deductible Savings Benefit3

• Identity Theft Protection Services

• Towing/roadside assistance

• Windshield repair without a deductible

Home*

MetLife homeowners products offer uncommon protection

called Coverage A Plus, which is an optional benefit with any

Standard or Platinum Homeowners Policy. This coverage is

designed so that in the event of a loss, your home would be

fully replaced without you incurring extra costs. Additional

benefits include:

• Maximum coverage equal to the replacement cost at the

time the repair is made.

• Materials of “like kind and quality” for rebuilding your house.

• An insurance benefit amount that meets the current

construction costs to rebuild it - even if costs exceed your

dwelling limit, which is currently a unique benefit in the

Homeowners Insurance industry.

MetLife also offers replacement cost on home contents, so

there are no surprises with unexpected out-of-pocket expenses.

In the event of a covered loss, it replaces personal property

without deduction for depreciation.

Why should I apply now?

• Employee discounts

• Superior insurance coverage that protects you

from gaps and surprises

• Extra savings and convenience with payroll

deduction/monthly bank account

deduction

Don’t wait until your current policy is about to expire

- we can help you switch and save now!

Apply today! Even if you change jobs, retire, or your employment

status changes, your coverage doesn’t have to end.

You can keep your MetLife Auto & Home insurance

policy, as long as you pay the premiums due.

*Home Insurance is not part of MetLife Auto & Home’s benefit offering MA & FL. 1Does not apply to leased, substitute, or non-owned autos. Applies within the first 12 months you own or the first 15,000 miles you drive a new auto, whichever comes first. 2See policy for restrictions. Subject to deductible. Not available in all states, such as NC. 3Not available in all states. IN New York, drivers must pay a state required minimum deductible before using this benefit. MetLife Auto & Home is a brand of Metropolitan Property and Casualty Insurance Company and its affiliates: Economy Preferred Insurance Company, Metropolitan Casualty Insurance Company, Metropolitan Direct Property and Casualty Insurance Company, Metropolitan General Insurance Company, Metropolitan Group Property and Casualty Insurance Company, and Metropolitan Lloyds Insurance Company of Texas, all with administrative home offices in Warwick, RI. Coverage, rates and discounts are available in most states to those who qualify. Met P&C®, MetCasSM, and MetGenSM are licensed in Minnesota.

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401(k) and Company Match Your 401(k) retirement savings plan at ADCS is one of the best ways to save for your retirement. ADCS encourages you to take advantage of your 401(k) plan and all the benefits that it offers you, so that you can look forward to a more secure financial future. Effective May 1, 2019, ADCS instituted a 401(k) match equal to 25% of your deferrals into the plan up to the first 2% of your eligible pay that you defer. YOU HAVE TO ENROLL TO GET MATCHING CONTRIBUTIONS: Enrolling in the 401(k) plan is quick and easy! Once you enroll, your salary deferrals are deducted automatically from your pay, which makes saving in the plan convenient. You can elect from a wide range of investment options under the 401(k) plan. Your own deferrals plus the matching contributions made by ADCS can help you achieve your goal for a more comfortable retirement. By participating in the 401(k) plan sooner rather than later, you also have the long term benefit of compounded growth. Compounding enables you to build retirement savings not only from your own deferrals and company matching contributions, but also from all reinvested earnings! YOUR MATCH GOES IN EVERY PAY PERIOD WITH YOUR DEFERRAL: ADCS will be making a matching contribution to your participant account as often as you defer - in other words, as often as you get paid. ADCS will contribute $0.25 for each dollar that you contribute to a maximum of 2% of your eligible pay. Take a look at the following examples:

Bi-Weekly Salary

Contribution Percent

Dollar Total Employee

Contribution

Company Matching

Contribution

$2,000 1% $20.00 $5.00

$2,000 2% $40.00 $10.00

$2,000 3% $60.00 $10.00

$2,000 4% $80.00 $10.00

Take Home Impact of a 4% Contribution

Gross Pay $2,000 $2,000

401k Contribution $0 $80

Tax $500 $480

Take Home Pay $1,500 $1,440

Take Home Pay only impacted $60 by $80 Contribution

*This assumes a 25% income tax bracket, individual taxpayer circumstances may vary. This is for illustrative purposes only and does not account for other voluntary deductions.

Please note: If you are not contributing to the 401k plan, you cannot take advantage of the company matching contribution! A VESTING SCHEDULE APPLIES TO COMPANY MATCHING CONTRIBUTIONS: You are always 100% “vested” in your own deferrals into the 401(k) plan. That means that your own deferrals (plus any earnings on those deferrals) belong to you at all times - and you can take them with you when you retire or otherwise leave your employment at ADCS. A vesting schedule does apply to the matching contributions that you receive from ADCS. The amount of money in your match account that you may take with you if you leave depends on the period of time that you have been employed with ADCS (i.e., your “years of service”). Please see the following vesting schedule:

IF YOU ARE CURRENTLY CONTRIBUTING: If you are already enrolled in the 401k plan and are actively deferring pay into the plan, you will continue to receive the company match, and you do not need to make a new election during benefits Open Enrollment. ELIGIBILITY TO CONTRIBUTE: Eligibility to participate in the plan is the first day of the month following 90 days of service. HOW TO ENROLL: If you are not already enrolled in the 401k plan, we encourage you to begin deferring so that you can take ad-vantage of the matching contribution. Follow the instructions below: Choose one of the options below to quickly and easily enroll in your plan and take control of your financial future. You will need the following information:

• Contract Number 96045

• Enrollment Access Number 486080

VESTING SERVICE* VESTING PERCENTAGE VESTING SERVICE* VESTING PERCENTAGE

Less than 1 year of service 0% 4 years 60%

1 year 0% 5 years 80%

2 years 20% 6 years or more 100%

3 years 40%

*A year of Vesting Service is a Vesting Period in which you have at least 1,000 Hours of Service

Online Enrollment - Desktop/Tablet/Smartphone www.jhgoenroll.com

Select the Quick Start option and enroll in minutes Or, let Dan, your virtual enroller, guide you through each step at your own pace Plus, you will find useful tools, tips and resources along the way to help you make the decisions that are right for you

Phone Enrollment - One-to-one personalized enrollment 1-855-JHENROLL (543-6765)

Talk with your own enrollment specialist who will help you complete your enrollment over the phone They can answer any questions you may have around joining your plan and moving other retirement accounts over Available from 8am to 8pm (EST), Monday thru Friday

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Employee Assistance Program (EAP)

26

Employee Assistance Program (EAP)

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Important Contacts

Insurance Phone Number Website/Email Address

Human Resources

Milliebeth DeGracia

407-875-2080 x2989

ADCSBenefits@adcsclinics.com

milliebeth.degracia@adcsclinics.com

Medical

The Health Plan

888-816-3096

www.healthplan.org - Member Services

www.phcs.com - Provider Search

Prescription Drugs

The Health Plan

800-624-6961

www.healthplan.org

HSA Account

Payflex

888-678-8242

www.payflex.com/welcome

Dental

MetLife

800-942-0854

www.metlife.com

Vision

MetLife

855-638-3931

www.metlife.com

Life/AD&D Claims

Cigna

888-842-4462

www.cigna.com

Voluntary STD & LTD Claims

Cigna

800-362-4462

www.cigna.com

FSA

Discovery Benefits

866-451-3399

customerservice@discoverybenefits.com

Auto & Home Insurance

MetLife

800-438-6388

www.metlife.com/adcs

Identity Theft Protection

LifeLock

800-543-3562

www.lifelock.com

Voluntary Benefits

Trustmark

800-918-8877

www.trustmarksolutions.com

401K John Hancock

855-543-6765 www.jhgoenroll.com

Employee Assistance Program

Aetna Resources for Living 800-272-7252 www.resourcesforliving.com

Benefit Guide Description

This summary of benefits is not intended to be a complete description of ADCS’s insurance benefit plans. Please refer to the plan document(s) for a complete description. Each plan is governed in all respects by the terms of its legal plan document, rather than by this or any other summary of the insurance benefits provided by the plan.

In the event of any conflict between a summary of the plan and the official document, the official document will prevail. Although ADCS maintains its benefit plans on an ongoing basis, ADCS reserves the right to terminate or amend each plan in its entirety or in any part at any time.

For questions regarding the information provided in this overview, please contact your ADCS human resources representative.