2020 Team Member BENEFITS GUIDE · 2 Contents New Hires: The Enrollment Process ..... 3 Review Your...

2020 Team Member BENEFITS GUIDE

2

Contents New Hires: The Enrollment Process ............................................................................................ 3

Review Your Benefit Options .................................................................................................................................................................................... 3 Watch the Benefits Orientation ................................................................................................................................................................................. 3 Enrolling for Benefits Coverage ................................................................................................................................................................................ 3 Health and Welfare Benefits ...................................................................................................................................................................................... 3 401(k) Plan ................................................................................................................................................................................................................... 3

Health and Welfare Benefits ......................................................................................................... 4 Benefits Plan Year ...................................................................................................................................................................................................... 4 Eligibility ........................................................................................................................................................................................................................ 4

Medical Coverage .......................................................................................................................... 6 Find an In-network Doctor ......................................................................................................................................................................................... 6 How the Plans Work ................................................................................................................................................................................................... 6 Important Differences between the Medical Plans ............................................................................................................................................ 7 Medical coverage highlights ...................................................................................................................................................................................... 8 Health Savings Account (HSA) ................................................................................................................................................................................. 9 Earning an Employer Incentive for your HSA/the Core Plan ............................................................................................................................. 11 Virtual Medicine ......................................................................................................................................................................................................... 11

Prescription Drug Coverage ....................................................................................................... 12 Hospital Indemnity Plan .............................................................................................................. 12 Dental Coverage .......................................................................................................................... 14

Dental Plan Highlights .............................................................................................................................................................................................. 14 Vision Coverage ........................................................................................................................... 15

Vision Plan Highlights ............................................................................................................................................................................................... 15 Life and AD&D Insurance ............................................................................................................ 16

Basic Life Insurance .................................................................................................................................................................................................. 16 Flexible Spending Accounts ....................................................................................................... 18 Disability Benefits ........................................................................................................................ 19

Short-Term Disability ................................................................................................................................................................................................ 19 Long-Term Disability ................................................................................................................................................................................................. 19

Additional Benefits ...................................................................................................................... 20 Adoption Assistance ................................................................................................................................................................................................. 20 Auto, Home and Pet Insurance ............................................................................................................................................................................... 20 Critical Illness Insurance .......................................................................................................................................................................................... 20 Business Travel Accident Insurance ...................................................................................................................................................................... 20 Educational Assistance Program ............................................................................................................................................................................ 21 Employee Assistance Program (EAP) ................................................................................................................................................................... 21 Team Member Discount Program .......................................................................................................................................................................... 21 Identity Theft Services .............................................................................................................................................................................................. 21 Legal Services ........................................................................................................................................................................................................... 22 Transportation Spending Account .......................................................................................................................................................................... 22

401(k) Plan .................................................................................................................................... 23 Paid Time Off................................................................................................................................ 24

Accrued Time Off (ATO) ........................................................................................................................................................................................ 244 Holidays .................................................................................................................................................................................................................... 277 Parental Leave ......................................................................................................................................................................................................... 288 Time Off for Community Service........................................................................................................................................................................... 288 Leave of Absence Programs ................................................................................................................................................................................... 29

2020 Paydate Calendar .............................................................................................................. 300 Benefits Checklist...................................................................................................................... 311 Required Notices ....................................................................................................................... 322 Contact Information ................................................................................................................... 333

3

Rev 1.2020 New Hires: The Enrollment Process Review Your Benefit Options In this Team Member Benefits Guide, you will find an overview of our benefit plans. The Company also provides a benefits website and call center, called Your Benefits Center, where you can obtain benefits information and find answers to your benefits questions. The benefits website address is www.YourBenefitsCenter.com. On this website, you can find benefits information to include benefits summaries, videos that provide an overview of our benefits plans, legal documents such as benefits summary plan descriptions (SPDs) and regulatory notices, claim forms, vendor contact information and much more. The Your Benefits Center phone number is 1-844-217-8215. Phone representatives are available Monday through Friday, 8:00 a.m. to 11:00 p.m. ET. Watch the Benefits Orientation New team members are invited to watch the New Hire Benefits Orientation located within the HireRight Learning portal on HR4U. This benefits overview will help you become familiar with your HireRight benefits to include medical, dental, vision, life insurance coverages, 401(k) plan and more. We’ll also cover benefits eligibility, how to enroll and any deadlines that may apply. To view the New Hire Benefits Orientation, go to the New Hire General Courses curriculum within the HR4U Learning Portal. Enrolling for Benefits Coverage Health and Welfare Benefits Within one week of your hire date, you will receive an email invitation to make your benefit elections [excluding 401(k)] from Your Benefits Center. You have 30 days from your date of hire to make your benefit elections. If you have questions or you do not receive your enrollment email within two weeks of your hire date, contact Your Benefits Center at 1-844-217-8215 Monday through Friday, 8:00 a.m. to 11:00 p.m., ET. 401(k) Plan The 401(k) Plan is managed by Fidelity Investments. You will be able to enroll in the 401(k) Plan generally after your first paycheck. There is no deadline to enroll — you can enroll at any time. To enroll, contact Fidelity at www.401k.com or at 1-800-835-5097. Fidelity will send enrollment information to your work email address generally after you receive your first paycheck. 401(k) Plan information is available online at www.401k.com under the Library tab.

http://www.yourbenefitscenter.com/

http://www.401k.com/


4

Health and Welfare Benefits Benefits Plan Year The Benefits Plan Year runs from January 1, 2020 through December 31, 2020. Eligibility Eligible Team Members You are eligible for the health and welfare benefits described in this guide if you are a regular team member (i.e., not a temp or intern) scheduled to work at least 30 hours per week. Coverage begins the first of the month following your hire date. If you are hired on the first of the month, your coverage begins on your hire date. Eligible Dependents When you become eligible for health and welfare benefits, so do your eligible dependents. In general, eligible dependents include your lawful spouse and children up to age 26. If your child is mentally or physically disabled, coverage may continue beyond age 26 once proof of the ongoing disability is provided. Children may include natural, adopted, foster or stepchildren. When you enroll a dependent, you certify that he or she meets the definition of an eligible dependent under the terms of the plan. If your dependent loses eligibility for coverage, you must contact Your Benefits Center within 30 days of the loss of eligibility to remove the dependent from coverage. If it is determined that you have enrolled, or failed to remove, someone who does not meet the definition of an eligible dependent, coverage for the ineligible dependent may be terminated prospectively from the date of determination of ineligibility. If it is found that you obtained coverage through fraud or an intentional misrepresentation of material fact as prohibited by the terms of the benefits plan, coverage for you and the ineligible dependent may be rescinded. The Company will provide you with 30 days written notice of the rescission. You may also be subject to disciplinary action, up to and including termination. Domestic Partner Coverage Benefits are available to the domestic partners of eligible team members. Eligible domestic partners include:

• Opposite-sex domestic partners of team members who are registered as domestic partners in a local jurisdiction that maintains such a registry.

• A same-sex domestic partner. Same-sex domestic partners must meet all of the following requirements to be eligible:

o Be at least 18 years old o Not be legally married, under federal law, to anyone or be part of another domestic

partnership during the previous 12 months o Currently be in an exclusive, committed relationship with each other that has existed

for at least 12 months and is intended to be permanent

5

o Currently reside together, have resided together for at least the previous 12 months, and intend to do so permanently

o Have agreed to share responsibility for each other’s common welfare and basic financial obligations

o Not be related by blood to a degree of closeness that would prohibit marriage under applicable state law

Domestic partners are not currently recognized as Internal Revenue Service (IRS) dependents. Therefore, the portion of premiums that the Company pays on behalf of your domestic partner for health and dental insurance must be taxed. This process is called “imputed income”. Also, any medical, dental and vision plan payroll contributions that you pay which are attributable to your domestic partner’s coverage must be taxed. This means a portion of your payroll contributions will be deducted after taxes are deducted. Benefits Deductions Your health and welfare benefits deductions will be taken from each paycheck for which your coverage is effective. Your first deduction depends on if you enroll before or after your benefits are effective. If you enroll early in the month before your benefits are effective, the first deduction will be taken with the first pay date that your benefits become effective. If you enroll later in the month prior to when your benefits are effective or you enroll after your benefits have already become effective, a double deduction will be taken the following pay date to make up for any missed premium for when your benefits were effective and no deduction was taken. Changes in Benefit Elections Your 2020 elections will be in effect through December 31, 2020. Each year during Open Enrollment, you will have the opportunity to change your elections for the following plan year. During Open Enrollment, you will have the opportunity to:

o Add, change or drop benefits coverage o Add or remove eligible dependents from coverage o Enroll in a Health Care and/or Dependent Care Flexible Spending Account o Change your optional life and AD&D insurance amounts

You can make some limited changes during the year due to a Qualified Life Event. However, you must notify Your Benefits Center within 30 days of the Qualifying Life Event.

Qualified Life Events Include: »

• Marriage, legal separation or divorce, or termination of a domestic partnership • Birth, legal adoption of a child, or placement of a child with you for legal adoption • Death of your spouse, domestic partner or dependent child • Change in your work location or residence (only if your current coverage is not available

in the new location or if you are offered a plan that you were not previously offered) • Termination or commencement of employment by you or your spouse, domestic partner

or dependent • Reduction or increase in hours of employment by you or your spouse, domestic partner

or dependent • An event that causes a spouse, domestic partner or dependent to lose or gain eligibility • Enrollment in Medicare

6

Medical Coverage You may enroll in one of our three medical plans available through BlueCross BlueShield (BCBS) of South Carolina:

• Core Plan • 2000 Plan with HSA • 1400 Plan with HSA

Under all three plans:

• You may see any doctor. You’ll save money if you use in-network doctors. • A routine physical provided by an in-network Primary Care Provider is covered at 100%. • Prescription drug coverage is also provided. • You can see a doctor via video for routine medical conditions using Blue CareOnDemandSM. • You’ll receive a medical plan ID card generally 7-10 days after your enroll in coverage. You’ll

provide this card to you provider in order to obtain medical coverage or to fill a prescription(s). There is no separate prescription drug ID card.

Find an In-network Doctor BCBS offers the largest provider networks in the state of South Carolina and thousands of in-network providers nationwide. To see if your doctor is in-network, go to www.SouthCarolinaBlues.com and click on “Find a Doctor”.

How the Plans Work There are a few important definitions to remember when it comes to paying for care in any of the BCBS medical plans:

1. Preventive care – physicals, routine tests and screenings 2. Annual deductible – the amount you pay before the plan begins to pay 3. Coinsurance – your share of the costs for a covered health care service after meeting your

deductible, calculated as a percentage 4. Copay – the fixed amount you pay for a covered health service, usually when you receive the

service. The amount can vary, depending on the provider and the type of health care service 5. Out-of-pocket maximum – the most you’ll pay for the year

The chart on the next page notes some important differences between the three medical plans.

http://www.southcarolinablues.com/

7

Important Differences between the Medical Plans

QUESTION… CORE PLAN (IN-NETWORK)

2000 PLAN (IN-NETWORK)


Which plan has the lowest deductibles and out-of-pocket maximums?

The Core plan has the highest deductibles and out-of-pocket maximums. However, you’ll pay less each paycheck for this plan. If you and your covered spouse each complete two healthy actions, you can each lower the plan’s deductible by $625 per healthy action for a total of up to $2,500.

This is the middle plan. It doesn’t have the lowest or highest deductibles or out-of-pocket maximums and payroll contributions. If you complete two healthy actions, you can earn an employer contribution to your HSA. You can use HSA funds to help pay the plan’s deductible and other out-of-pocket expenses.

This plan has the lowest deductibles and out-of-pocket maximums. However, you’ll pay more each paycheck for this plan compared to the other medical plans. If you complete two healthy actions, you can earn an employer contribution to your HSA. You can use HSA funds to help pay the plan’s deductible and other out-of-pocket expenses.

Will I pay a flat dollar amount (copay) for physician services in the office*?

* Excluding Allergy Injections, Obstetrical Delivery, Dialysis Treatment, Chemotherapy, Radiation and Second Surgical Opinion

Yes. When you see a primary care doctor, you’ll pay $25 per visit; $60 per visit for a specialist. Physician services in the office are not subject to the Plan’s deductible.

No. Until you meet the plan’s annual deductible, you will pay the doctor the full cost of your doctor’s visit. For example, if the doctor charges $125 per visit, you will pay $125 each visit until you meet the annual deductible. Once you meet the annual deductible, you’ll pay a percentage of the doctor’s charges. For example, if the doctor charges $125 and you have met the annual deductible, you’ll pay 20% of $125 or $25.

No. Until you meet the plan’s annual deductible, you will pay the doctor the full cost of your doctor’s visit. For example, if the doctor charges $125 per visit, you will pay $125 each visit until you meet the annual deductible. Once you meet the annual deductible, you’ll pay a percentage of the doctor’s charges. For example, if the doctor charges $125 and you have met the annual deductible, you’ll pay 20% of $125 or $25.

Will I pay a flat dollar amount (copay) for prescription drugs?

Yes. You’ll pay a copayment for covered medications. Prescription drugs are not subject to the plan’s deductible.

You first must meet the plan’s annual deductible. Then the plan will charge a copayment for generic medications and coinsurance for covered brand medications. For example, if you have not yet met the deductible and the cost of your generic medication is $50, you will pay the full $50. After you meet the deductible, you will pay $10.

You first must meet the plan’s annual deductible. Then the plan will charge a copayment for generic medications and coinsurance for covered brand medications. For example, if you have not yet met the deductible and the cost of your generic medication is $50, you will pay the full $50. After you meet the deductible, you will pay $10.

Does this plan offer an HSA?

No

Yes

Yes

The above chart is a summary. For details, including plan exclusions, refer to the plan’s summaries available on www.YourBenefitsCenter.com.


8

1. Please note: If covering one or more family members under the 2000 or 1400 Plans, you will need to meet the family coverage deductible. The individual deductible applies only when the employee and no family members are covered under the medical plan. Under the Core Plan, the deductible can be met by: (1) each individual covered under the medical plan can meet the individual deductible or (2) one or more covered individuals combined can meet the family deductible.

2. The maximum out-of-pocket is the maximum amount you will have to pay for eligible expenses each year. The out-of-pocket maximum can be met by: (1) each individual covered under the medical plan can meet the individual out-of-pocket maximum and their eligible expenses will be covered at 100%; or (2) one or more covered individuals combined can meet the family out-of-pocket maximum and each covered family member’s eligible expenses will be covered at 100%.

Medical coverage highlights

CORE PLAN (IN-NETWORK)



Deductible (only needs to be met once per year)1

$5,350 individual and $10,700 family



Coinsurance Percentage You pay 30% after deductible You pay 20% after deductible You pay 20% after deductible

Out-of-Pocket Maximum2

$6,850 individual and $13,700 family (includes deductible,

coinsurance and copays)





Physician Office Visit

$25 Primary Care copay, then plan pays 100% $60 Specialist copay, then plan pays 100%

Primary Care includes General, Family Doctor, Internist, OB/GYN

You pay 20% after deductible You pay 20% after deductible

Inpatient Hospital Stay

You pay 30% after deductible

You pay 20% after deductible

You pay 20% after deductible Preventive Care3 Plan covers 100% of the cost Plan covers 100% of the cost Plan covers 100% of the cost

Urgent Care $60 copay You pay 20% after deductible You pay 20% after deductible

Emergency Room You pay 30% after deductible You pay 20% after deductible You pay 20% after deductible

Prescription Benefits - 31 Day Supply from a Retail Pharmacy (In-Network)

$20 (Generic) / $40 (Preferred) $80 (Non-Preferred) 5

Generic: $10 copayment Preferred: 20% coinsurance ($30

minimum / $60 maximum) Non-Preferred: 20% coinsurance ($40 minimum / $80 maximum)4,5



Prescription Benefits - 90 Day Mail-Order Supply (In-Network)

$40 (Generic) / $90 (Preferred) $200 (Non-Preferred) 5





BI-WEEKLY PAYROLL CONTRIBUTIONS

TEAM MEMBER ONLY $32.08 $37.64 $89.11

TEAM MEMBER + SPOUSE OR DOMESTIC PARTNER $76.70 $90.02 $191.71

TEAM MEMBER + CHILD(REN) $54.37 $63.81 $135.90

TEAM MEMBER + FAMILY $115.63 $135.71 $273.45

Preauthorization is required for certain services. For a list of services, go to www.SouthCarolinaBlues.com. The above is a brief summary of the plans. For a more detailed summary, go to www.YourBenefitsCenter.com.



9

3. ACA approved in-network preventive care is covered at 100%. Non ACA approved preventive care has an annual maximum of $300 (a $25 sustained health copay will also apply to the CORE plan). For a list of ACA approved preventive care, go to www.healthcare.gov.

4. The annual medical plan deductible must first be met before the prescription drug copays or coinsurance apply. Your prescription drug copays and coinsurance

count toward the medical plan out-of-pocket maximums.

5. Certain prescriptions that are considered to be preventive under federal law are mandated to be covered in full and the noted cost sharing does not apply. For a list of ACA approved preventive care, go to www.healthcare.gov.

Health Savings Account (HSA) The 2000 Plan and the 1400 Plan both offer a health savings account (HSA). An HSA is a savings account that you may use to pay for qualified healthcare expenses.

• If you elect to contribute to this account, the money is deducted from your paycheck tax-free. You can change, stop or restart your contributions at any time.

• Any interest you earn on the funds within your account is tax-free.

• The money in your account can be used to pay for your eligible healthcare expenses not covered by your medical, dental and vision plans. This includes plan deductibles, coinsurance amounts, copayments and more.

• Paying for medical expenses out of the account is easy. HSA Bank, the plan administrator, provides you with an HSA debit card that is tied to your account. You can also request wire transfers from the account and more.

• There is no “use it or lose it” rule. The money in the account is yours. It is never forfeited and you determine when to use it. You can use it now or use it later to pay for healthcare expenses in future years.

• Complete a health survey and another healthy action, and you’ll earn an employer contribution to your HSA of up to $400 for employee only coverage and up to $800 for employee + dependent(s) coverage.

If you enroll in the 2000 or 1400 Plan, you will receive an HSA debit card from HSA Bank. You can use the card to pay for eligible healthcare expenses, including prescription drugs, dental and vision expenses, when you visit your provider. The money is taken directly from your HSA, so you should only use the card for eligible expenses. If your provider sends you a bill, you can write your HSA Bank debit card number on the bill and submit it for payment. To obtain additional cards, contact HSA Bank at the phone number on the back of your card. Important facts you should know about the HSA The IRS sets the rules for health savings accounts. Here is what you should know:

• You may cover a domestic partner under your health care plan, but his or her qualified health care expenses may not be reimbursed from an HSA unless he or she is a qualified dependent for federal income tax purposes. You may still contribute the IRS maximum for family coverage if you cover a domestic partner.

• While you may cover adult dependent children for health care up to age 26 (regardless of student or marital status), using an HSA to pay for qualified health expenses of dependent children requires he or she be a qualified dependent for federal income tax purposes.

http://www.healthcare.gov/

10

A qualifying dependent child includes:

o Dependent children up to age 19, or age 24 if full-time students.

o Dependent children up to the age of 26 that you will be providing more than 50% of this person’s support for the calendar year and can claim them on your federal income tax return.

• You cannot use your HSA to pay the qualified expenses of adult dependent children who you

do not claim on your taxes. However, if you have an adult child and are unable to claim them on your taxes, the adult child may open their own HSA to pay those expenses as long as they are enrolled in an HSA plan.

o If an adult child opens his or her own HSA, he or she can contribute up to the full family

amount of $7,100 for 2020.

• Some circumstances that impact your eligibility for an HSA:

o If you are enrolled in Medicare or Medicaid, you are not eligible for an HSA.

o You cannot have both an HSA and a Health Care Flexible Spending Account (FSA).

o If you have an HSA, your spouse can not be enrolled in a Health Care Flexible Spending Account or HRA with his or her employer.

o If you have other medical coverage through Tricare or have received VA benefits within

the past three months and do not have a disability rating, you cannot have an HSA.

o If you have coverage under your spouse’s medical plan, you cannot have an HSA.

• You must have a receipt showing that any money used from your health savings account was used for an eligible health care expense. File your receipts for your tax return in case you are audited by the Internal Revenue Service (IRS). What are eligible health care expenses? Examples include medical plan deductibles and coinsurance, dental care, over-the-counter drugs (with a prescription), and contact lenses. For a complete list, visit www.irs.gov and search for Publication 502.

The IRS sets limits on total contribution amounts. For 2020, these limits are:

• $3,550 for individual coverage • $7,100 for all other coverage levels

Team Members age 55 or older during 2020 can make additional “catch-up” contributions up to $1,000. Contribution limit includes both Team Member and employer contributions. Limit does not include catch-up contributions, which can be made in addition to the IRS-allowed maximum.

http://www.irs.gov/

11

Earning an Employer Incentive for your HSA/the Core Plan We want you to maintain your good health! HireRight provides you with an incentive to do so. To earn your incentive, complete a health survey along with (1) three missions or (2) a wellness exam. For information on how to complete each activity, visit www.YourBenefitsCenter.com and scroll down the page to see the information for the HSA and Core Plans. What you’ll earn

PLAN HEALTHY

INCENTIVE FOR COMPLETING TWO

ACTIONS

WHEN YOU’ll RECEIVE YOUR

INCENTIVE

DEADLINE TO EARN YOUR 2020

INCENTIVE 2000 or 1400 Plan with HSA

For each activity completed, you’ll earn $200 for employee only coverage and $400 for other coverage levels (employee + spouse, employee + child(ren) or family coverage).

By the end of the month after you complete your healthy activity. (Ex. You complete your activity on February 12. The deposit to your HSA will be made by March 31).

Actions must be completed by November 30, 2020

Core Plan You and your covered spouse can each reduce the plan’s deductible by up to $1,250 ($625 per action) for a total family deductible reduction of $2,500 or $1,250 if employee only coverage.

The deductible credit(s) will appear in your summary Explanation of Benefits (EOB) generally by the end of the second month after you complete your activity. (Ex. You complete your activity on February 12. Your reduced deductible will be reflected on your EOB by the end of April). You can view your EOB at www.SouthCarolinaBlues.com (log into My Health Toolkit)

Health survey, three missions and wellness exam: Complete before your deductible is satisfied between January 1, 2020 and December 31, 2020

Virtual Medicine As a participant in one of the HireRight’s medical plans, you and your eligible dependents have 24/7 access to U.S. board certified doctors including pediatricians via video consult with Blue CareOnDemandSM. Blue CareOnDemand doctors can:

• Diagnose your condition • Recommend treatment • Prescribe medication if necessary

Blue CareOnDemand doctors can treat a variety of non-emergency conditions like cold and flu symptoms, allergies, respiratory and ear infections, skin conditions, sinus problems, migraines and more. The cost for each visit is $15 (if enrolled in the Core Plan) or $59 (if enrolled in the 2000 or 1400 Plan). There are two easy ways to use Blue CareOnDemand:

1. From your computer, go to www.BlueCareOnDemandSC.com



http://www.bluecareondemandsc.com/

12

2. From your mobile phone or tablet, download the Blue CareOnDemand app for your Apple or Android device. You will need to register and create a patient profile before your first visit.

Prescription Drug Coverage Each medical plan automatically comes with prescription drug coverage through BCBS. You will use your medical plan ID card to fill prescriptions at one f over 70,000 BCBS participating pharmacies. Participating chain retail pharmacies include CVS Caremark, Costco, Walgreens, Walmart, and several others. For a full list of participating chain retail pharmacies, go to www.SouthCarolinaBlues.com. Mandatory Generics Program The prescription drug program with BCBS has a mandatory generic component. If your provider prescribes a brand name drug or if you are currently taking a brand name drug and a generic equivalent or over-the-counter drug is available, you will be required to pay (1) the difference between the cost of the generic equivalent or over-the-counter drug and the higher cost of the brand name drug; and (2) the prescription drug copayment or coinsurance for the brand name drug. In no instance will you pay more than the actual retail price of the drug. For example, suppose you are enrolled in the Core Plan and are taking a brand name drug listed on the covered BCBS Preferred Drug List with a retail cost of $250. There is also a generic equivalent available and the retail cost of the generic is $45. When you fill your prescription for the preferred brand name drug, you will be required to pay $245 ($250 (the brand name drug retail cost) — $45 (the generic drug retail cost) + $40 (the preferred brand copay). If you use the generic equivalent, you would only pay up to $20, the generic copay amount. To determine if your prescription drug is a generic, go www.SouthCarolinaBlues.com and click on “Prescription Drugs” under the Members tab. Next, click on “Any other group plan” under Employer-Based. Then you will be able to select “Pharmacy Directories” to search for In-Network Pharmacies, Drug List and Drug Management Program, or Drug Cost Tool. Under the Drug List and Drug Management Programs, you will be able to view the Preferred Drug List, Excluded Drug List, $0 Covered Drug List and other programs. Generic drugs are Tier 1 drugs and are listed on the PDL list in lowercase letters. What if your medication is not a generic? Ask your doctor if a generic equivalent or lower-cost option is available and right for you. For more information about the prescription drug program, refer to the BCBS Enrollment Guide on www.YourBenefitsCenter.com. Hospital Indemnity Plan There are two Aetna Hospital Indemnity Plan (HIP) options:

• HIP 2000 • HIP 1400

The Aetna Hospital Indemnity Plan provides extra help when you or a covered family member needs inpatient hospital care. It pays a cash benefit directly to you that is in addition to any benefits you may receive from your medical plan. Two types of benefits are paid:




13

• A lump-sum benefit of $1,400 or $2,000 for one stay in the hospital during the coverage year; plus

• A daily benefit of $100 per day, for up to 100 days that a member is an inpatient in a hospital per coverage year.

You do not have to be enrolled in HireRight’s medical plans to enroll into HIP coverage. You pay for this benefit through after-tax payroll deductions during the year.

This benefit can be used to help pay out-of-pocket expenses including your plan’s deductible. Here is an example of how it can work:

Jan’s Story Jan enrolls in the BCBS 2000 medical plan with HSA when hired, along with the HIP 2000 plan. In April, she unexpectedly needs back surgery. She ends up in the hospital for seven days. Aetna receives and processes the claim for Jan’s hospital stay. She doesn’t need to send a separate claim for her HIP benefit. She receives a separate check in the amount of $2,700 [$2,000 plus $700 (seven days at $100/day)] from Aetna for her HIP benefit. She uses the money to help pay her share of hospital costs.

This example is for illustrative purposes only and does not reflect events experienced by an actual participant. Please note: The Aetna Hospital Indemnity Plan does not provide comprehensive medical coverage. It is a basic or limited benefits policy and is not intended to replace your regular medical plan coverage.

Hospital Indemnity Plan

Bi-weekly Payroll Contributions HIP 2000 HIP 1400

Team Member Only $14.95 $11.62

Team Member + Spouse or Domestic Partner $31.40 $24.41

Team Member + Child(ren) $29.90 $23.25

Team Member + Family $46.35 $36.03

14

Dental Coverage You have the choice of two dental plan options available through Delta Dental of Virginia:

• Basic Dental Plan • Premium Dental Plan

You can receive care from dentists who belong to the Delta PPO Network or the Premier Network. These dentists accept Delta Dental’s payment plus any cost sharing, as shown in the Dental Plan Highlights chart on the following page. Additionally, dentists in the PPO Network have agreed to a lower reimbursement rate than those who participate in the Premier Network; therefore, you will be able to receive more dental services before reaching the annual plan maximum. You also may use nonparticipating dentists (i.e., out-of-network dentists) and still receive benefits from the Plan (see chart). In this case, you must pay for services at the time you receive them and then submit a claim for reimbursement. Non-participating dentists may bill you the difference between the amount they charge for a service and Delta Dental’s allowed charge for the covered service (also called reasonable and customary).

Dental Plan Highlights

Basic Plan Premium Plan

PPO Network Premier

Network and Out-of-Network1

PPO Network

Premier Network

Out-of-Network1

Deductible2,3 » Individual » Family

$50 $150

$50 $150

$50

$150

$50 $150

$50

$150 Amounts listed below are the amounts you pay Diagnostic & Preventive (exams, cleanings, X-rays) 0% 50% 0% 0% 20%

Basic5 (fillings, root canals, treatment for gum disease)

20% 50% 10% 20% 20%

Major Services5 (crowns, dentures, implants) 50% 50% 40% 50% 50%

Annual benefit maximum plan will pay for above services3

$1,000 $750 $2,000 $2,000 $750

Orthodontia5 (only for dependent children under the age of 19)

Not Covered Not Covered 50% 50% 50%

Lifetime benefit maximum for orthodontia4 N/A N/A $2,000 $2,000 $1,000

1. Subject to maximum plan allowance 2. The annual deductible is the amount you must pay before the Plan will pay. It does not apply to diagnostic and preventive care

and orthodontia. The annual deductible is $50 per covered individual. If enrolled in family coverage and three covered family members have each met their individual $50 deductible, the deductible has been met for any additional covered family members for the year.

3. The in-network and out-of-network deductibles and annual benefit maximums are not separate and amounts applied to one will apply to the other

4. The lifetime benefit maximum for orthodontia does not apply to annual benefit maximums 5. Ask your dentist to file a pre-determination of benefits before treatment begins – it is not required but recommended for services

over $250.

15

Vision Coverage You have a choice of two vision plan options available through VSP:

• VSP Basic Plan • VSP Premium Plan

VSP has a large nationwide network of vision providers. Both vision plans give you access to these quality vision providers. However, you do have the choice to see non-participating providers. Keep in mind your coverage will be less if you receive services outside of the VSP network and you will be required to submit a claim form for reimbursement.

Vision Plan Highlights VSP Basic Plan VSP Premium Plan

In-Network Out-of-Network1 In-Network Out-of-

Network1 How often (in months) the plan will pay benefits for: • Exams/eyeglass lenses/frames • Children’s covered vision expenses

12/12/24 12/12/24

12/12/24 12/12/24

12/12/24 12/12/24

12/12/24 12/12/12

Exam $10 copay Up to $45 $10 copay Up to $45

Eyeglass lenses • Single • Bifocal • Trifocal

$20 copay $20 copay $20 copay

Up to $30 Up to $50 Up to $65

$10 copay $10 copay $10 copay

Up to $30 Up to $50 Up to $65

Frame allowance $150 $80 at Costco Up to $70 $225

$125 at Costco Up to $70

Contact lens allowance (in lieu of glasses) $120 Up to $105 $200 Up to $105

Bi-weekly Payroll Contributions Team Member Only $2.97 $6.91 Team Member + Spouse or Domestic Partner $5.94 $13.80


Team Member + Family $10.14 $23.61 1. Dollar amounts listed under out-of-network are the maximum the plan will pay.

Dental Plan Bi-weekly Payroll Contributions

Basic Plan Premium Plan

Team Member Only $8.14 $13.03

Team Member + Spouse or Domestic Partner $14.54 $22.47


Team Member + Family $22.96 $37.28

16

Life and AD&D Insurance Life and accidental death and dismemberment insurance should be an important part of your financial planning—no matter what your age. The Company provides Basic Life and Basic Accidental Death and Dismemberment (AD&D) coverage to all eligible Team Members at no cost. Basic Life Insurance You will automatically receive basic life insurance coverage in the amount of 1x your annual base salary, with a minimum of $50,000. At age 70, the benefit amount drops to 50% of your annual base salary. Your life insurance is administered by The Hartford. Company-paid life insurance in excess of $50,000 is considered a taxable benefit per Section 79 of the Internal Revenue Code. Only the premium on the benefit amount above $50,000 is subject to imputed income and will be reflected on your paystub. You may choose to have your basic life insurance limited to $50,000. Basic AD&D Insurance In addition to life insurance, the Company provides insurance that pays a benefit if you die or are dismembered in an accident. Your coverage is 1x your annual base salary, with a minimum of $50,000, and there is no cost to you. At age 70, the benefit amount drops to 50% of your annual base salary. AD&D insurance is administered by The Hartford. Supplemental Team Member Life Insurance If you are eligible for basic life insurance, you may also purchase supplemental Team Member life insurance up to 6x your annual base salary (up to $1 million). At age 70, the benefit amount drops to 50% of your election. You will have to submit and pass evidence of insurability (as defined by The Hartford) if (1) the total coverage amount is more than the lesser of (a) 3x your annual base salary or (b) $350,000; and (2) during the annual Open Enrollment period, you (a) elect coverage for the first time; or (b) you elect to increase your coverage by more than one level.

Per $1,000 of Coverage Team Member’s age Bi-weekly Rate

<35: $0.0231 35-39: $0.0277 40-44: $0.0369 45-49: $0.0600 50-54: $0.0969 55-59: $0.1662 60-64: $0.2631 65-69: $0.3092 70+: $0.9508

What is Evidence of Insurability? Evidence of insurability is a process where The Hartford reviews your medical information and either approves or denies your coverage. Usually, this is a questionnaire; however, it may include reviewing medical records and a physical exam. The medical information you provide to The Hartford is kept strictly confidential and will be shared with your employer.

17

Spouse or Domestic Partner Life Insurance You can purchase up to $300,000 (in increments of $10,000) of life insurance for your spouse or domestic partner. The amount may not exceed 100% of your supplemental Team Member life insurance amount. You will have to submit and pass evidence of insurability (as defined by The Hartford) if (1) you elect a total coverage amount greater than $50,000; and (2) during the annual Open Enrollment period, you (a) elect coverage for the first time; or (b) you elect to increase your coverage by more than one level.

Per $1,000 of Coverage Team Member’s Age* Bi-weekly Rate

<35: $0.0231 35-39: $0.0277 40-44: $0.0369 45-49: $0.0600 50-54: $0.0969 55-59: $0.1662 60-64: $0.2631 65-69: $0.3092 70+: $0.9508

*Spouse life rates are based on the Team Member’s age. Once the Team Member reaches age 70, the spouse life benefit will reduce to 50%.

Child Life Insurance You can purchase from $5,000 to $20,000 of coverage for your child(ren) who are unmarried, depend on you for at least 50% of their support and are under age 26. The amount may not exceed 100% of your supplemental Team Member life insurance amount. Evidence of insurability is not required.

Child Life Insurance Coverage Amount Bi-weekly Rate

$5,000 $0.23 $10,000 $0.46 $15,000 $0.69 $20,000 $0.92

Supplemental AD&D Insurance You have the option to elect supplemental accidental death and dismemberment (AD&D) coverage for yourself and your dependents. You have two choices for coverage:

• You Only • You + Family

Evidence of insurability is not required. If you elect coverage for yourself only, voluntary AD&D pays a benefit in addition to the company-paid benefit. You can choose from 1x to 6x your annual base salary, up to $1 million.

18

If you elect the Team Member + family option, your spouse or domestic partner and/or child(ren) will be covered under this election, but the benefit amount may vary.

Per $1,000 of Coverage Coverage Bi-weekly Rate

Team Member Only $0.0106 Family $0.0157

Flexible Spending Accounts Flexible Spending Accounts (FSAs) allow you to set aside money – tax-free – from your paychecks. You then use that tax-free money when you have certain everyday health care or dependent care related expenses. There are two types of FSAs available:

• Health Care FSA — Use pre-tax dollars to pay for eligible healthcare expenses including: o Medical, dental and vision copays and coinsurance o Prescription or over-the-counter drugs (with a prescription) o Glasses, contacts and LASIK surgery

• Dependent Care FSA — Use pre-tax dollars to pay for eligible dependent care expenses for your children under age 13 and for qualifying older relatives, including dependent parents, if claimed as a dependent on your Federal tax return. Care must be provided so that you and your spouse can work, attend school or look for a job.

Note for health savings account (HSA) medical plan participants: If you participate in an HSA medical plan, you cannot contribute to the Health Care FSA. You can contribute to the Dependent Care FSA. How FSAs Work

1. You elect to set aside a certain amount of money in your FSA(s) for 2020 based on the guidelines below.

Maximum Election Amount o Health Care FSA: $2,700 o Dependent Care FSA: $5,000 ($2,500 if married and filing separate tax returns)

2. Your election amount is deducted from your paychecks equally throughout the year. The amount will remain in effect through December 31 unless you have a qualified life event.

3. You use the money you set aside to pay yourself back for eligible health care and/or dependent care expenses. You will receive a debit card from PlanSource, the FSA administrator. This debit card can be used to pay for your eligible expenses.

4. You can view your claims history and check your available account balance by logging into your account at www.mywealthcareonline.com/PlanSource. The employer ID is: NGECORPRISK.

Important! For the Health Care FSA, you must incur qualified expenses to cover the money in your account by December 31, 2020, and submit any claims for reimbursement by March 31, 2021; otherwise, you lose any remaining money. Leftover money cannot be rolled over into the next plan year.

http://www.mywealthcareonline.com/PlanSource

19

For the Dependent Care FSA, you can incur qualified day care expenses to cover the money in your account by March 15, 2021, and submit any claims for reimbursement by March 31, 2021; otherwise, you lose any remaining money. Leftover money cannot be rolled over into the next plan year. Disability Benefits Short-Term Disability Short-term disability (STD) coverage is provided to you at no cost. You become eligible for this coverage 90 days after your date of hire. The program pays a benefit equal to 60% of your annual base salary. Benefits start after you have been out of work for five scheduled work days. Benefits may continue for up to 182 calendar days in a 12-month period. Maternity STD benefits cover eligible Team Members for a period of 10 weeks.

Short-Term Disability Benefits Income Replacement 60% of weekly base salary1,2 When Benefit Begins (from date of disability) 6th regularly scheduled work day1 Maximum Benefit Period 182 calendar days in a 12-month period

Tax Treatment Employer-Paid / Benefit Taxable

1. Team members directly reporting to the Chief Executive Officer are eligible to receive enhanced STD which is equal to 100% of base pay beginning the first regularly scheduled workday of continuous disability. Administrative support roles (e.g. Executive Assistant) reporting to the CEO are eligible for the regular STD benefit.

2. Benefits are integrated with any amount you receive or are entitled to receive under any state compulsory benefit act or law, such as state disability or workers’ compensation.

Long-Term Disability Long-term disability (LTD) insurance picks up when STD benefits end. LTD insurance will replace 60% of your monthly base salary up to a maximum monthly benefit of $25,000. You pay for this coverage through after-tax payroll deductions. Because you pay for LTD, you will not be taxed if you receive LTD benefits in the future. If you have LTD coverage through another source and do not want LTD coverage through the Company, call Your Benefits Center at 1-844-217-8215 to discuss your options. The annual rate for coverage is $0.182 per $100 of your base salary. Here is an example of how the cost of LTD insurance is calculated:

• Your base salary is $60,000. • The premium rate is $0.182 per $100 of base salary • Your bi-weekly payroll deduction will be $4.20 ($60,000÷100=$600x$0. 182÷26=$4.20)

Long-Term Disability Benefits

Income Replacement 60% of monthly base salary up to a maximum monthly benefit of $25,0001

When Benefit Begins (from date of disability) 180th day of absence Maximum Benefit Period Generally until Social Security Retirement Age

20

Tax Treatment Team Member-Paid / Benefit Non-Taxable 1. Benefits are integrated with any amount you receive or are entitled to receive under any state compulsory benefit act or law, such as

state disability, social security disability, or workers’ compensation.

Additional Benefits Adoption Assistance To help Team Members who choose to adopt, the Company offers an adoption assistance benefit. Reimbursement of allowable expenses associated with an adoption will be made up to a maximum reimbursement of $2,500 per child once the adoption is final. If both parents are employed by the company, they may only receive a combined reimbursement of $2,500 per child. Auto, Home and Pet Insurance You can obtain special group discounts on auto and home insurance from MetLife Auto & Home. Many policies are available, including those beyond your car or home, such as those for condos, rental apartments and your RV. Special group discounts are also available on pet insurance offered through VPI Pet Insurance. From wellness care to significant medical issues, VPI is the smart way to protect your pet’s health — and your pocketbook. You may enroll in any of these benefits at any time. To enroll or for additional information, call MetLife at 1-800-GET-MET 8 (1-800-438-6388). Critical Illness Insurance Critical illness insurance protects you or a covered family member if you face high out-of-pocket expenses resulting from a serious medical condition. The program, which is administered by MetLife, provides a lump-sum benefit payment that can be used to meet day-to-day expenses ranging from copays and deductibles to child care. Covered conditions include cancer, bone marrow and organ transplants, heart attack, stroke and kidney failure. A pre-existing condition clause does not apply. A complete list of covered conditions is available on www.YourBenefitsCenter.com. Business Travel Accident Insurance The Company’s business travel plan provides insurance benefits and travel assistance services for Team Members while traveling on business. Services are available 24 hours a day, 7 days a week, anywhere in the world. The plan provides:

• Assistance with lost items such as baggage, passport and travel documents. • Travel medical assistance including emergency medical benefits and evacuation

transportation • Security assistance such as evacuation from a natural disaster or security situation • A death benefit of 2x annual salary with a minimum benefit of $100,000 up to a maximum

benefit of $1,000,000 in the event of an accidental loss of life while conducting business travel.

No enrollment is necessary. For more information on the Business Travel Accident plan, visit www.YourBenefitsCenter.com.



21

Educational Assistance Program The Education Assistance Program encourages personal and professional development through formal education. Full-time Team Members who have been employed for at least six months are eligible for up to $5,250 in reimbursement of job/career-related courses taken at CHEA-accredited institutions. For additional information, refer to the Educational Assistance Program Policy which is available on www.YourBenefitsCenter.com. Employee Assistance Program (EAP) The Company’s Employee Assistance Program (EAP) is administered by ComPsych Guidance Resources. This program provides:

• Confidential counseling on personal issues such as relationships, parenting, stress and job pressures.

• Work-life resources to help with finding child care, planning for college, purchasing a car, adopting a child, planning a vacation and other needs.

• Legal resources and consultation on issues such as divorce, real estate transactions, bankruptcy and civil lawsuits.

• Financial information and tools to help with debt, retirement planning, credit card problems, taxes and more.

• Support for expectant and new parents on financial issues, child care, work-life balance, legal questions and emotional concerns.

The EAP is available to you and your eligible dependents at no cost. No enrollment is required.

ComPsych Guidance Resources

Hours 24 hours / 7 days week

Phone 1-855-649-3017 (TDD: 1-800-697-0353)

Website www.GuidanceResources.com To register, use company Web ID: HIRERIGHT

Team Member Discount Program The Company has arranged for Team Members to receive special discounts and promotions at a variety of establishments including cell phone discounts, car purchase and rental programs, computers and electronics discounts and much more. These discounts are available to eligible Team Members. For additional information on Team Member discounts, visit www.YourBenefitsCenter.com. Identity Theft Services To protect you and your family from the financial damage and emotional toll of identity theft, LegalShield offers IDShield. Services and features include the following and more:

• Credit and security monitoring of your personally identifiable information • Unlimited access to identity consultation services provided by licensed private investigators • Lost/stolen wallet assistance • In the event your identity is stolen, identity restoration services


http://www.guidanceresources.com/


22

IDShield covers: • You • Your spouse or qualified domestic partner • Up to eight dependent children under the age of 18

The 2020 bi-weekly rates for coverage are listed below. Legal Services Legal services are available at affordable rates from LegalShield. Services available to you include unlimited phone consultations, contract and document review, will and living will preparation, mortgage document assistance, divorce and separation, adoption, name changes and more. LegalShield covers:

• You • Your spouse or qualified domestic partner • Any never-married dependent children under 21 years of age who are permanent residents of

your household • Any never-married dependent children under 23 years of age who are full-time college

students • Any child under 18 years of age for whom you are legal guardian • Any dependent child, regardless of age, who is incapable of sustaining employment by reason

of mental or physical handicap and is chiefly dependent upon you for support The 2020 bi-weekly rates for coverage are listed below.

Plan Bi-weekly Rate Legal Plan $7.27 Individual IDShield Plan $3.90 Family IDShield Plan $7.36 Legal & IDShield Individual Bundle $11.17 Legal and IDShield Plan Family Bundle $13.25

Transportation Spending Account Transit benefits, administered by WageWorks, let you set aside before-tax dollars to pay for employment-related out-of-pocket transportation expenses. There are two options available: mass transit or parking. You may enroll in one or both options through the WageWorks website:

• Visit www.WageWorks.com and log in or register. • When registering, you will need to enter your first name, last name, date of birth, zip code and

ID code (last four digits of your Social Security number). • Review the User Agreement and Confirm your acceptance. • Select the Commuter tab to learn more about that program or place your order.

http://www.wageworks.com/

23

Enrollments, changes or cancellations must be made by the 4th of the month in order to be effective the following month. 401(k) Plan A 401(k) is a retirement savings plan. Through this plan, you may elect to have a percentage of your paycheck deposited to a retirement savings account with Fidelity Investments. The money is deducted from your paycheck before federal, and in most states, state and local income taxes and is not subject to taxes until you withdraw the funds from your account. Eligibility All full-time and part-time Team Members, interns and temporary Team Members are eligible to enroll in the Plan. Residents of Puerto Rico however, are not eligible to participate in the Plan. You are eligible upon employment to enroll and there is no deadline to enroll. Team Member Contributions You may elect to have from 1% to 60% of your eligible gross compensation withheld from each paycheck on a pretax basis up to the annual IRS limit of $19,500 for 2020. Employees age 50 or older may elect to contribute up to 100% of the pay each pay date. If you are or will be 50 years old or older in 2020, you are eligible to make additional "catch-up contributions" up to the IRS annual limit of $6,500 for 2020. Annual IRS Maximums The IRS limits the amount you may contribute on a pre-tax basis each year. For 2020, the limit is $19,500. If you are age 50 or older in the year, you may contribute an additional $6,500 in pre-tax contributions for a total of $26,000. The payroll system will automatically stop your contributions once your contributions have reached the 2020 IRS limit. Your contributions will automatically resume again at your elected contribution percentage beginning with the first paycheck the next calendar year. A few things to note about the annual IRS maximum:

• The annual IRS maximum applies to your contributions only. • The maximum applies to all employee contributions you have made for the year under all

401(k) Plans. If you are a new hire and contributed to your prior employer’s 401(k) plan during the year, you need to take into account the amount you contributed under your prior employer’s plan when electing your contribution percentage. The payroll system will not take into account the amount you contributed to your prior employer’s 401(k) plan when tracking the annual IRS limit.

Rollovers You may roll over your pre-tax assets from another qualified retirement plan, such as a former employer’s 401(k) Plan, at any time. The 401(k) Plan rollover form and instructions can be found in the 401(k) Plan Enrollment Guide which is available on www.YourBenefitsCenter.com or by contacting Fidelity Investments at 1-800-835-5097. Investments The Plan offers a variety of investments to include Fidelity and non-Fidelity mutual funds.


24

Enrollment To enroll, go to Fidelity’s website at www.401k.com. Or contact Fidelity by phone at 1-800-835-5097. Your 401(k) paycheck deductions, and the employer match, will begin generally one to two paychecks following your enrollment. You may change, stop or re-enroll in the 401(k) Plan at any time. A copy of the 401(k) enrollment guide and Summary Plan Description is available on Fidelity’s website at www.401k.com or at www.YourBenefitsCenter.com. You may contact Fidelity at 1-800-835-5097 with questions. Paid Time Off Accrued Time Off (ATO) HireRight is committed to providing Team Members with opportunities to take time off from work for reasons including rest, relaxation, rejuvenation or to spend time with their families. An Accrued Time Off (ATO) account is provided to team members and may be used for vacation, personal time, sick time and short term disability. All team members are encouraged to utilize their ATO during the calendar year in which they receive it. Eligibility Regular full-time and regular part-time U.S. based exempt team members and hourly non-exempt team members who are regularly scheduled to work 20 or more hours per week are eligible to earn paid ATO under this policy. Team members scheduled to work less than 20 hours per week, as well as intermittent, contingent and temporary or seasonal team members, are not eligible to earn paid ATO under this policy. If one of these team members’ categories works in a state or city where required sick leave is granted, the state and city rule will be applied. Please refer to the paid sick leave supplement policy on the HireRight Hub for additional information. Team members directly reporting to the Chief Executive Officer are not eligible to earn ATO under this policy. Administrative support roles (e.g. Executive Assistant) reporting to the CEO are eligible under this ATO policy.

Accrual Rate Unless otherwise provided by a written employment agreement signed by an authorized officer, team members will earn ATP hours each bi-weekly pay period at a rate equal to approximately 1/26th of their Maximum Annual ATO Earned, except that California accrual will be on a daily basis. Accrual will begin on hire. The maximum ATO that can be earned per year is based on the team member’s length of services with the Company and is listed in the “Maximum Annual ATO Earned” column of the ATO Accrual Schedule below.

Earned ATO hours will be deposited into the team members “bank” of ATO hours each payday.

Unless otherwise required by applicable law, no ATO will be earned during a period of layoff status or leave of absence (including without limitation for disability, pregnancy, medical reasons, military reasons, or otherwise) of more than two weeks, no ATO will be earned beginning with the third week.




25

Carryover and Maximum ATO Accrual Subject to application law and the “Exceptions” section below, team members are eligible to carry over a maximum of fifty-six (56) hours (or the pro-rate equivalent for part-time team members) of unused ATO into the next calendar year, subject to applicable law. Any unused ATO in excess of fifty-six (56) hours at the end of the calendar year is irrevocably lost without compensation, unless prohibited by applicable law. The maximum unused ATO that a team members may have at any time is the Maximum Annual ATO Accrued corresponding to the team member’s lengths of service in the ATO Accrual Schedule below. If a team member reaches his/her Maximum Annual ATO Accrued at any point, regardless of whether the team member carried over any ATO from the prior year, no further ATO will accrue unless and until the team member’s unused ATO balance drops below his/her Maximum Annual ATO Accrued, at which time ATO accrual will resume until his/her Maximum Annual ATO Accrued is again reached. In these cases, accruals will not be retroactively credited once the balance falls below the Maximum Annual ATO Accrued. ATO Accrual Schedule* The following ATO Accrual Schedule shows, based upon length of service, the accrual rate per pay period and Maximum Annual ATO Accrued.

Length of Service Accrual Rate

per Pay Period (In hours)

Maximum Annual ATO Accrued

Completed 0 up to 1 year 6.15 hours per pay period 160 hours Completed 2 years up to 4 years 7.69 hours per pay period 200 hours

Completed 5 years + 9.23 hours per pay period 240 hours Team members move into the next accrual level at the beginning of the next pay period following their service anniversary. *Part-time team members will accrue pro-rated ATO hours based on the number of their regularly scheduled part-time work hours divided by 40. The accrual rate per pay period and Maximum Annual ATO Accrued will be pro-rated for a calendar year in which a team member’s length of service increases from one tier to the next. Exceptions Notwithstanding the foregoing: • In states where applicable state or local law requires a higher ATO accrual or carryover, the state

or local law will be followed • Subject to applicable law, for team members whose primary place of work is California, Montana,

or Nebraska: o (i) the maximum unused ATO that a team member may have at any time is 1.5 times the

Maximum Annual ATO Accrued corresponding to the team member’s length of service in the ATO Accrual Schedule above; and

o (ii) a team member may carry over all unused ATO into the next calendar year, provided that a team member’s maximum unused ATO at any time may not exceed the Maximum Annual AT Accrued.

o If a team member reaches his/her Maximum Annual ATO Accrued at any point, regardless of whether the team member carried over any ATO from the prior year, no further ATO will

26

accrued unless and until the team member’s unused ATO balance drops below his/her Maximum Annual ATO Accrued, at which time ATO accrual will resume until his/her Maximum Annual ATO Accrued is reached. In these cases, accruals will not be retroactively credited once the balance falls below the Maximum Annual ATO Accrued.

Scheduling and Use of ATO Time Team members are responsible for monitoring their ATO balances and scheduling time off, particularly when their ATO balances approach within twenty (20) hours of the applicable Maximum Annual ATO Accrued. Unless otherwise required by state or local law, if a team member uses all of their ATO for a non-paid sick leave purpose, additional paid sick leave will not be provided (although unpaid time off or a leave of absence may be available). Unless prohibited by applicable law, the Company reserves the right to require team members to use ATO, but has no obligation to do so. The Company has no obligation to warn team members that their ATO is approaching the applicable Maximum Annual ATO Accrued, or that they have ceased accruing ATO because the Maximum Annual ATO Accrued has been reached. ATO Planned Time Off: • ATO planned time off should be use for pre-approved time off which has been submitted by the

team member through the time-off request process and approved by their people leader. A team member requesting ATO planned time off should provide his/her people leader with a minimum of five (5) business days’ notice of intention to take ATO planned time off. ATO planned time off should be scheduled so as to provide adequate coverage of job and staff requirements. It is the responsibility of the team members’ people leader to review and approve the scheduling of ATO planned time off, taking into consideration business requirements, unless the ATO planned time off is required by applicable law.

• ATO planned time off can include time such as vacation, elective surgery and health and dental appointments where advance notice is typically known, as well as time used for illness or health and dental provider appointments of a member of the team members household where advance notice is known. Also, ATO planned time off can be used for the waiting period for Short Term Disability, FMLA or a Personal Leave of Absence, due to a personal medical reason.

ATO Unplanned Time Off: • ATO unplanned time off may be used when unexpected illness or injury of the employee or a

member of the team members household occurs. ATO unplanned time can be used for any reason covered by an applicable sick leave law. In case of personal illness or injury which is expected to continue beyond available ATO time, the Short-Term Disability Benefits and/or FMLA policies may be applicable.

• In the case of illness, injury, emergency or any other absence not approved in advance, team members are required to inform their people leader of the circumstance prior to the beginning of their shift, or if unable to provide notice prior to shift, as soon as practicable thereafter.

Exempt team members may take ATO in increments of an hour, unless smaller increment is required by applicable law. Non-Exempt team members may take ATO in increments of 15 minutes, unless a smaller increment is required by applicable law. ATO Advance ATO advances (i.e. taking time off in excess of accrued ATO) are at management discretion, and a team member may not have a negative ATO balance of greater than forty (40) hours at any time. Employees who are granted an ATO advance will be required to complete a "Request for Accrued

27

Time Off Advance Form", and must repay any negative ATO balance that exists at the time of termination of employment for any reason. Payment of ATO ATO will be paid based upon the team members’ base rate of pay at the time the ATO is taken, unless a higher amount is required by applicable law. If a holiday falls on a day that a team member is scheduled to work and it is during a team member’s scheduled ATO time, then the day will be paid as a holiday and will not be counted as an ATO day. ATO is not counted as hours worked for the purpose of calculating overtime pay or overtime premiums

Any unused ATO will not be paid upon termination of employment for any reason, unless otherwise required by law.

Employees may not use paid ATO to extend a termination effective date.

ATO Credit upon Rehire Services time under the ATO Accrual Schedule includes time employed with the Company (including any of its subsidiaries), and time employed with any other company that is acquired by the Company. Team members who are rehired into an ATO eligible position after a separation in employment (e.g. they went to work elsewhere and returned) will be given credit for previous employment but not for time during the break in employment. Holidays Regular full-time and regular part-time team members scheduled to work 20 or more hours per week are eligible for paid holidays. Holiday hours for Team Members scheduled to work less than 40 hours per week will be prorated based on the number of scheduled work hours per week. Team Members scheduled to work less than 20 hours per week, as well as intermittent, contingent, and temporary Team Members, are not eligible for paid holidays, unless required by law. The 2020 holiday schedule is as follows:

9 HOLIDAYS New Year's Day - Tuesday, January 1

Martin Luther King Jr. Birthday - Monday, January 20 Presidents’ Day – Monday, February 17

Memorial Day -- Monday, May 25 Independence Day -- Friday, July 3 Labor Day -- Monday, September7

Thanksgiving Day -- Thursday, November 26 Day after Thanksgiving -- Friday, November 27

Christmas Day -- Friday, December 25 2 FLOATING HOLIDAYS⁽¹⁾⁽²⁾

Team Members with a work location of California or Montana must use the following schedule for floating holidays:

Floating Holiday Must be used on or between: 1st Floating Holiday January 1 - June 30, 2020 2nd Floating Holiday July 1 - December 31, 2020

Team Members with a non-California/Montana work location may use the 2 floating holidays on or

between Jan. 1 – Dec. 31, 2020 (1) Floating holidays must be used within the listed timeframe or they will be forfeited (2) Must be hired 90 days prior to using floating holidays except California/Montana; California/Montana Team Members must be hired 30 days prior to using floating holidays

28

Parental Leave New fathers and mothers are eligible for five days of paid leave at 100% of salary following the birth, adoption or placement of a child.

For new mothers who give birth, paid parental leave may be used during the first week of short-term disability (i.e., the waiting period). Regular full-time and regular part-time Team Members scheduled to work 30 or more hours per week and who have been actively employed by the Company for at least 90 days are eligible for this benefit. Time Off for Community Service The Company recognizes it is our responsibility as a good corporate citizen to help enrich our surrounding communities of residence and work. We encourage our Team Members to become involved in their communities, lending their voluntary support to programs that positively impact the quality of life within these communities. To recognize the efforts of our Team Members and encourage volunteerism, the Company offers a paid time off policy for community service. The Company provides the opportunity to volunteer for one day (8 hours) per calendar year to those regular Team Members who work 20 hours or more a week. New Team Members hired July through December will be granted one-half day (4 hours) of paid community service time in their first calendar year of employment. This time off should be taken in whole or half-day increments and with prior permission from the Team Member’s manager. Time off must be used for a 501(c)(3) non-profit organization, Company-recognized volunteer activities, or a child’s school related activities. Examples of the types of volunteer activities for which eligible Team Members may use their time off for community service include building a house for Habitat for Humanity, volunteering at a food bank, cleaning up a beach, park or trail, becoming a Big Brother/Big Sister, volunteering at a local hospital, educating the future workforce (e.g., youth mentoring, tutoring, etc.), providing disaster relief to our communities, volunteering at an inner-city school or chaperoning a child’s school field trip.

Examples of inappropriate uses for time off for community service include taking a ski vacation and charitably giving ski lessons, coaching your child’s basketball team, attending your child’s PTA conference, serving as your child’s scout leader and attending a professional, religious or personal interest conference.

Guidelines

• Team Members must provide reasonable notice to their supervisor and work demands can take priority over a time off request for community service.

• Team Members can choose a charity or school related activity of their choice, or work together with other company members on a team volunteer activity.

• Team Member volunteer participation during scheduled work hours must be approved in advance by the Team Member’s supervisor.

• Time off for community service should be scheduled to help with the coordination of other work-related responsibilities, should not create the need for overtime or cause conflicts with other Team Members’ schedules.

29

Leave of Absence Programs Your employer provides a variety of options to manage workplace absences that allow Team Member flexibility in achieving work/life harmony. Refer to the General Leaves of Absence policy on the Ask HR for details.

https://hireright.eu.people-ask.com/employee/category/policies/

https://hireright.eu.people-ask.com/employee/category/policies/

30

2020 Paydate Calendar

PAY DATE PAY PERIOD

ENDING

1/3/2020 12/28/2019

1/17/2020 1/11/2020

1/31/2020 1/25/2020

2/14/2020 2/8/2020

2/28/2020 2/22/2020

3/13/2020 3/7/2020

3/27/2020 3/21/2020

4/10/2020 4/4/2020

4/24/2020 4/18/2020

5/8/2020 5/2/2020

5/22/2020 5/16/2020

6/5/2020 5/30/2020

6/19/2020 6/13/2020

7/3/2020 6/27/2020

7/17/2020 7/11/2020

7/31/2020 7/25/2020

8/14/2020 8/8/2020

8/28/2020 8/22/2020

9/11/2020 9/5/2020

9/25/2020 9/19/2020

10/9/2020 10/3/2020

10/23/2020 10/17/2020

11/6/2020 10/31/2020

11/20/2020 11/14/2020

12/4/2020 11/28/2020

12/18/2020 12/12/2020

12/31/2020 12/26/2020

31

Benefits Checklist We know you are busy. That is why we have created the important task checklist on the next page to help you manage your benefits.

TASK WHY TAKE ACTION? HOW TO

AVERAGE TIME TO

COMPLETE DUE DATE DATE YOU COMPLETE

ENROLL in your health and welfare benefits

GET THE BENEFITS YOU WANT If you don’t enroll by the required

deadline, you will not be eligible to enroll until the Open Enrollment

period unless you have a qualified life event such as marriage, birth,

divorce, loss of a spouse’s employment, etc.

www.YourBenefitsCenter.com or 1-844-217-8215 15 minutes

30 days following your hire

date

ENROLL in HSA payroll contributions

SAVINGS AND FLEXIBILITY You don't pay income taxes on the money you contribute to your HSA via payroll deductions. This saves

you money when compared to paying for your eligible expenses

out-of-pocket. Plus, your HSA rolls over each year and grows like a normal savings account -- save

your money for when you need it

www.YourBenefitsCenter.com or 1-844-217-8215 5 minutes

No deadline You can

make your elections at

any time during the year. You can also

change or stop your

contributions at any time.

COMPLETE Two Healthy Actions

EARN AN EMPLOYER CONTRIBUTION TO YOUR HSA

(2000 AND 1400 MEDICAL PLANS ONLY) OR REDUCE THE PLAN’S

DEDUCTIBLE (CORE PLAN ONLY)

If you enroll in one of the Company’s medical plans and

complete up to two healthy actions, the company will reward you.

Log into My Health Toolkit at www.SouthCarolinaBlues.com 20 minutes

generally no later than

11/30/2020

ENROLL in the 401(k) Plan

WITH THE 401(K) PLAN THROUGH FIDELITY

INVESTMENTS, YOU CAN DEFER ON A PRE-TAX BASIS 1%-60% OF YOUR ELIGIBLE COMPENSATION EACH PAY

PERIOD UP TO THE ANNUAL IRS LIMIT.

www.401k.com or 1-800-835-5097 5 minutes

No deadline You can

enroll at any time during the year.

You can also change or stop your

contributions at any time.

REGISTER to use Blue CareOnDemandSM

SAVE TIME AND MONEY U.S. board-certified doctors are

available to resolve many common medical issues through phone or

video consults.

Visit www.BlueCareOnDemandSC.com

or download the Blue CareOnDemand app today

15 minutes

No deadline You must pre-registe before you can use the

service

Enrollment in HSA payroll contributions, the employer incentive and Blue CareOnDemandSM are only available to Team Members enrolled in one of HireRight’s BCBS medical plans. The employer contribution to a Team Member’s HSA during a new hire’s first year of employment is pro-rated.



http://www.bluecareondemandsc.com/

32

Required Notices The Company is required to make available to you certain regulatory notices regarding Team Member benefits plans. These notices include:

• ACA Notice Regarding Patient Protections • CHIP Notice • EEOC Wellness Program Notice • HIPAA Special Enrollment Notice • HIPAA Privacy Notice • Health Insurance Exchange Notice • Medicare Part D Notice • Summary Annual Reports (SARs) • Summary of Benefits and Coverage for Each Medical Plan • Summary Plan Descriptions (SPDs) • Women’s Health and Cancer Rights Notice

You may view and print these notices by logging into www.YourBenefitsCenter.com and see the Regulatory Notices tab. You may request that a paper copy of a notice be mailed to you at no cost by contacting Your Benefits Center at 1-844-217-8215. Phone representatives are available Monday through Friday, 8:00 a.m. to 11:00 p.m. ET Please note that if you are a new hire, you will automatically receive a paper copy of the COBRA General/Initial Rights Notice and the HIPAA Privacy Notice. These notices will be mailed to your home address on file with the Company.


33

Contact Information

Vendor Online Telephone Hours Benefits Administrator Your Benefits Center

www.YourBenefitsCenter.com 1-844-217-8215 M–F 8:00 a.m. – 11:00 p.m. ET

Medical/Prescription Drug/Dental/Vision/EAP BCBS of South Carolina Medical Plans Blue CareOnDemand Informed Health Line

www.SouthCarolinaBlues.com www.BlueCareOnDemandSC.com

1-800-922-1185 No Phone Number 1-888-521-2583

M-F 8:00 a.m. – 6:00 p.m. ET 24/7 24/7

BCBS of South Carolina Prescription Drug

www.SouthCarolinaBlues.com 1-877-906-6844 24/7

Delta Dental of Virginia www.DeltaDentalVa.com 1-800-237-6060 M–Th 8:15 a.m. – 6:00 p.m. ET F 8:15 a.m. – 4:45 p.m. ET

Vision Service Plan www.VSP.com 1-800-877-7195 M–F 8:00 a.m. - 8:00 p.m. PT Sat. 7:00 a.m. - 8:00 p.m. PT Sun. 7:00 a.m. - 7:00 p.m. PT

ComPsych EAP www.GuidanceResources.com Web ID: HIRERIGHT 1-855-649-3017

24/7

Spending Accounts Health Care and Dependent Care FSA

www.MyWealthcareOnline.com/PlanSource Employer ID: NGECORPRISK

1-844-217-8215 M–F 8:00 a.m. – 11:00 p.m. ET

Transportation/ Commuter Accounts

www.Wageworks.com 1-877-924-3967 M–F 8:00 a.m. – 8:00 p.m. ET

Life Insurance and Voluntary Benefits Life, AD&D and LTD Insurance


LegalShield

www.LegalShield.com 1-800-654-7757 M–F 7:00 a.m. – 7:00 p.m. CT

MetLife Auto, Home and Pet insurance

www.Metlife.com/MyBenefits 1-800-438-6388 M–F 9:00 a.m. – 6:00 p.m. ET

MetLife Critical Illness


Leave of Absence Leave of Absence and STD

www.MySedgwick.com 1-877-576-8149

Intake Call Center: 24/7 Customer Service Call Center: M–F 7:00 a.m. - 8:30 p.m. CT

401(k) Plan Fidelity Investments www.401k.com 1-800-835-5097 M–F 8:30 a.m. – 8:00 p.m. ET


http://www.deltadentalva.com/

http://www.vsp.com/

http://www.guidanceresources.com/

http://www.mywealthcareonline.com/PlanSource

http://www.wageworks.com/


http://www.legalshield.com/

http://www.metlife.com/MyBenefit


http://www.mysedgwick.com/


34

Copyright @2020 HireRight. All rights reserved. Printed in the United States. Restricted Rights The information contained in this document is proprietary and confidential to HireRight. No part of this document may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying and recording, for any purpose without the express written permission of HireRight. This document is subject to change without notice. HireRight does not warrant that the material contained in this document is error-free. If you find any problems with this document, please report them to HireRight Human Resources in writing. HireRight reserves the rights to terminate, suspend, withdraw, or modify the benefits described in this document, in whole or in part, at any time. No statement in this or any other document, and no oral representation, should be construed as a waiver of this right. This is not a legal document. Please refer to the summary plan descriptions for detailed information. Summary Plan Descriptions may be found at www.YourBeneftsCenter.com. This document is not intended to cover every option detail. Complete details are in the legal documents, contracts, and administrative policies that govern benefit operation and administration. If there should ever be any differences between the summaries in this handbook and these legal documents, contracts, and policies, the legal documents, contracts, and policies will be the final authority.

http://www.yourbeneftscenter.com/

2020 Team Member BENEFITS GUIDE · 2 Contents New Hires: The Enrollment Process ..... 3 Review Your...

Documents

Transcript of 2020 Team Member BENEFITS GUIDE · 2 Contents New Hires: The Enrollment Process ..... 3 Review Your...