BENEFITS OVERVIEW...HSA funds rollover and can be used anytime during your lifetime for medical...

BENEFITS OVERVIEW

Plan Year 6.1.2017 - 5.31.2018

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WELCOME

ENROLLMENT

Medical

Flexible Spending Account (FSA)

Health Savings Account (HSA)

Dental

Vision

Life & Disability

ADDITIONAL BENEFITS

401 (k)

Wellness

Professional Development

Commuter Bene! ts

Employee Assistance Program (EAP)

WHAT’S INSIDE


Welcome to Integral Group

We are pleased to provide you with this summary of the Integral Group Employee Bene! ts program to assist you

in making your bene! t elections. The objective of the Employee Bene! ts program is to provide you and your

eligible dependents with comprehensive coverage and protection through choices that enable you to select

options that meet your individual needs.

You will also ! nd information covering our 401(k), Professional Development, Wellness and Commuter programs

to assist in fully utilizing Integral Group’s bene! ts package.


Bene! ts Enrollment DetailsYour coverage is active on the ! rst of the month following your hire date. You have 30 days from your e" ective

date to complete your medical, dental, vision and FSA enrollments. Voluntary Life Insurance can be elected at any

time, however, enrolling outside of your initial enrollment window requires Evidence of Insurability (EOI).

Once you have selected your medical, dental and vision plans, you will not be able to make changes until Open

Enrollment unless you experience a Qualifying Status Change.* Open Enrollment occurs in May of each year, and

plan changes take e" ect June 1.

This summary of bene! ts is not intended to be a complete description of the terms and insurance bene! t plans of Integral Group.

Please refer to the plan documents 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 bene! ts provided by the plan. In the event of any con# ict between a summary of the plan and the o$ cial document, the o$ cial

document will prevail. Although Integral Group maintains its bene! t plans on an ongoing basis, Integral Group reserves the right to terminate or amend each plan, it

its entirety, or in any part, at any time.

Dependent CoverageFor purposes of dependent eligibility:

Spouse/Domestic Partners

• Spouses and Domestic Partners

Children

• Your legal children, through the end of the month in which they turn age 26 regardless of student, marital, or

dependent status

• Dependent children of any age who are incapable of supporting themselves because of a mental or physical

disability (proof of Social Security bene! ts is required)

Qualifying Status Changes• Marriage or divorce

• Birth or adoption of your child

• Death of your spouse or child

• Change in your child’s dependent status

• Change in your bene! t eligibility status causing loss of coverage

• Change in your spouse’s bene! t eligibility or employment status

*You are required to notify Integral Group within 30 days of the date an event occurs. Failure to notify our insurers

within 30 days will prevent you from making any changes to your coverage until the next Open Enrollment

period.


Bene! ts Enrollment Details

Integral’s Contribution toward the cost of Healthcare:

• Integral pays 80% of employee premium and 65% of dependent premium for the health plan of your choice.

• Integral pays 30% of Employee and Dependent Dental coverage for the Base Dental plan.

• Vision is available on a Voluntary basis (paid by employee).

• Employee share premium is deducted from your paycheck on a pre-tax basis.

When choosing a health plan, keep in mind the following:

• The plan starts paying co-insurance after the Deductible is met.

• Out of Pocket (OOP) Maximums are your total exposure in a calendar year.

• All co-pays, co-insurance and Rx expenses count toward your OOP maximum.

• Deductibles and Out of Pocket maximums track separately In and Out of Network.


Medical Coverage

Plan Details UHC Plan 498 UHC Balanced Plan 531 UHC HSA Plan 563

Deductible

- Single (INN/OON) $500 / $1,000 $1,000 / $2,000 $3,000 / $6,000

- Family (INN/OON) $1,000 / $2,000 $2,000 / $4,000 $6,000 / $12,000

Out of Pocket Maximum Deductible Embedded Deductible Embedded Deductible Embedded

- Single $4,500 / $9,000 $4,000 / $10,000 $5,000 / $10,000

- Family $9,000 / $18,000 $8,000 / $20,000 $10,000 / $20,000

Primary Care Physician Copay $20 $25 80%

Specialist Copay $20 $25 80%

Coinsurance (INN/OON) 20% / 60% 70% / 50% 80%

Emergency Room $250 $250 80%

Urgent Care $125 $125 80%

Hospital - Inpatient 80% after $500 ded 70% 80%

Hospital - Outpatient 80% 70% 80%

Rx (Generic/Brand/Specialty) $10/$35/$60 $10/$35/$50 $10/$35/$50

Deductibles and Out of Pocket Maximums accrue on a Calendar Year basis on all plans.

NOTE: If a discrepancy exists between this summary and the Carrier’s Certi! cate, then bene! ts as described in the certi! cate

will prevail.

UHC $500 Deductible UHC $1,000 DeductibleUHC HSA (Must Enroll in or

Waive Health Account)

Employee Only $65.56 Employee Only $60.95 Employee Only $47.21

Employee +

Spouse$203.23

Employee +

Spouse$188.94

Employee +

Spouse$146.36

Employee +

Child(ren)$157.34

Employee +

Child(ren)$146.27

Employee +

Child(ren)$113.31

Family $295.01 Family $274.27 Family $212.45


Medical Coverage

Individual age categories:

Rates are calculated by the age of each covered member on the plan’s e" ective date. This includes:

• Employee

• Employee’s spouse or domestic partner

• A maximum of three children under the age of 21 (additional children under 21 are covered at no additional cost)

• All adult children ages 21 to 25, including those in school or living at home

Kaiser Monthly Medical Plan Rates can be accessed through you Zene! ts medical portal.

Integral pays 80% of the employee premium and 65% of the additional cost for dependents

Plan Details Gold HMO 0-35 PedDen

Deductible Single $0

Deductible Family $0

Out of Pocket Max Single $6,750

Out of Pocket Max Family $13,500

Primary Care Physician Copay $30

Specialist Copay $55

Coinsurance 100%

Emergency Room/Urgent Care $325/$30

Hospital (Inpatient/Outpatient) $655/day up to 5 days then no charge; $655/day

Rx (Generic/Brand/Specialty $15/$55/$55

NOTE: If a discrepancy exists between this summary and the Carrier’s Certi! cate, then bene! ts as described in the certi! cate

will prevail. Deductibles (ded) and Out-of-Pocket Maximums accrue on a calendar year basis on all plans.


Flexible Savings Accounts (FSA)

Section 125 Flexible Savings Accounts - Available regardless of Medical planThere are two types of Flexible Spending Accounts (FSA) – health care and dependent care. Open Enrollment for

these accounts is held annually during the month of December. The plans run on a calendar year.

Healthcare Flexible Savings AccountsThe Healthcare FSA allows you to set aside money from your paycheck before income taxes are withheld to

pay for eligible expenses, such as deductibles, co-payments, and other health-related expenses that are not

reimbursed by insurance. Guardian will issue a debit card or you can submit the receipts along with a claim form

for your reimbursements. You may contribute up to $2,550 to the Healthcare FSA. For a complete list of eligible

expenses, refer to IRS Publication 502. For more information about what pharmacy expenses are eligible, refer to

the FSA section on Zene! ts.

Dependent Care Flexible Savings AccountsThe Dependent Care FSA allows you to set aside money from your paycheck on a pretax basis for day care

expenses. Eligible dependents are children under 13 years of age who lives with you more than half the year,

and dependents of any age who are mentally or physically incapable of caring for themselves and you claim as

a dependent on your federal income tax. You may contribute up to $5,000 to the Dependent Care FSA if you

are married and ! le a joint return, or if you ! le a single or head of household return. If you are married and ! le

separate returns, you can each elect $2,500 for the plan year.


Health Savings Account (HSA)Available when enrolling in HSA Medical Plan

Special HSA Considerations:

• If you enroll in an HSA medical plan, you will be able to open an HSA bank account at the ! nancial institution

of your choice and direct funds (up to IRS limits) into that account pre-tax from your paycheck. It is important

that you fund your account due to the up-front exposure on your health plan. HSA funds rollover and can be

used anytime during your lifetime for medical expenses.

• On the United Healthcare and Kaiser HSA plans, the family deductible is an aggregate amount (versus

tracking by member). This means that even if only one family member uses their HSA plan, the family

deductible must be met before the plan starts paying. The Out of Pocket Maximum is also an aggregate

amount on the HSA plan.

• Rx card co-payments do not work when you are enrolled in an HSA plan until you have satis! ed the medical

deductible. This means that you pay the actual cost (insurer rate) for medications until you’ve met your

medical deductible.

• You are responsible for opening your HSA bank account and for completing a payroll deduction

authorization form letting Integral know how much you wish to contribute per paycheck to your HSA

account. You must be enrolled in an HSA plan to make contributions to your HSA bank account.

• IRS contribution maximums for 2016 are $3,350 for an individual/$6,650 for a family with a catch up

allowance of $1,000 for persons over age 50. If contributing amounts in excess of the individual IRS limit,

your dependents must also be enrolled in an HSA plan and cannot have additional (secondary – non-HSA)

coverage. HSA contributions are deducted before most Federal taxes.

• You will have the option to also enroll in our FSA on a Limited Purpose basis, however this is not common

unless you are maximizing your HSA deferral as HSA funds are more # exible. If you change to the HSA plan

during Open Enrollment, and you are currently contributing to an FSA account, your FSA account will change

to a Limited Purpose account. Limited Purpose funds can be used for Dental and Vision and are only released

for Medical expenses if/when your health plan deductible is met. If you have questions about how these

accounts work together, please let us know.


Dental Coverage

Plan Details $75 Base Plan $50 Buy-Up Plan

Deductible In Network/Out of Network In Network/Out of Network

- Single $75 $50

- Family $225 $150

Annual Maximum Bene! t

(per member)$1,000* $2,000*

Preventative 100% 100%

Basic 80% 90% / 80%

Major 50% 60% / 50%

Endo/Perio included in Basic? Yes Yes

Out of Network Schedule UCR UCR

Orthodontia $1,000 Lifetime - Child Only $1,000 Lifetime - Child Only

Deductibles and Out of Pocket Maximums accrue on a Calendar Year basis on all plans.

+ Paid at 90% of usual & customary for New Enhanced Out of Network bene! ts vs. fee schedule on Base Plan.

*Maximum Rollover - Guardian will roll over a portion of each member’s unused annual maximum into your Maximum Rollover Account

(MRA). The MRA can be used in future years if a member reaches the plan’s Annual Maximum. To qualify, a member must utilize one dental

visit, such as a teeth cleaning, per calendar year, and not exceed the maximum threshold during the bene! t year. The employee and each

insured dependent maintain separate MRAs based on their own claim activity. Each member’s MRA may not exceed the MRA limit.

Please note:

Employees/dependents enrolling outside of the plan eligibility period may be subject to late entrant penalties. A late entrant is a person who

becomes insured more than 31 days after he is eligible; or becomes insured again, after coverage lapsed. We will not cover charges incurred

by a late entrant for Group II (basic) services until 6 months from the date he is insured by this plan; and Group III (major) services until 12

months from the date he is insured by this plan; and Group IV (orthodontics) services until 24 months from the date he is insured by this plan.

Employee Contributions (Per Pay Period)

$75 Deductible Base Plan $50 Deductible Buy-Up Plan

Employee Only $10.96 Employee Only $21.34

Employee + Spouse $22.38 Employee + Spouse $43.60

Employee + Child(ren) $25.61 Employee + Child(ren) $48.85

Family $40.81 Family $76.21


Guardian Voluntary Vision Plan

Plan Details In Network

Copay Exam $10

Materials $25

Frequency of Services 12/12/12

Frame Allowance $130 (80% covered over $130)

Contacts Allowance

- Medically Necessary $0

- Elective Lenses $130 (100% over $130)

Employee Contributions (Per Pay Period)

Employee Only $8.23

Employee + Spouse $13.86

Employee + Child(ren) $14.14

Family $22.38


Life and Disability Bene! ts

Life, Accidental Death & Dismemberment (AD&D) InsuranceAll full-time employees will be automatically enrolled in employer-funded Group Term Life and AD&D Insurance.

This coverage will be provided by Guardian. The bene! t a # at $50K per employee. Coverage will follow an age

reduction schedule.

Disability InsuranceShort-Term Disability Insurance

All full-time employees will be automatically enrolled in employer funded Short-Term Disability coverage,

provided by Guardian. The bene! t will be 60% of the salary to a maximum of $1,500 per week following a

waiting period of 8 days for a maximum of 180 days.

Long-Term Disability Insurance

All full-time employees will be automatically enrolled in employer funded Long-Term Disability coverage,

provided by Guardian. The bene! t will be 60% of the salary to a maximum of $5,000 per month following a

waiting period of 181 days. The maximum payment period is to age 65 or as outlined in the ADEA schedule in

the Certi! cate.

Voluntary Life, Accidental Death & Dismemberment (AD&D)Full-time employees have the option of purchasing additional Voluntary Life and AD&D Insurance for themselves

and their dependents. The bene! t can be purchased in increments of $25K to a maximum of $200,000 for

employees. The dependent amount will be 50% of the employee election to a maximum of $100,000 for spouses

and 10% of employee election up to $10,000 for dependent children. Coverage can be purchased anytime but

may be subject to Evidence of Insurability. Coverage will follow an age reduction schedule.


Additional Bene! ts

401(k) Retirement Plan - 4% Employer MatchIntegral Group is committed to helping you reach an important goal - personal ! nancial security, especially at

retirement. An important part of your ! nancial security comes from the personal savings you accumulate in

addition to social security bene! ts. We o" er a 401(k) from Ameritas. Our retirement plan o" ers you a method

of accumulating personal savings that gives you valuable tax advantages. This Plan allows you to contribute a

designated percentage of your annual compensation, per the IRS annual contribution limit, towards investment

options. The money is deposited into your account before any federal and state income taxes have been

withheld. Eligibility in this plan begins one year following your hire date. Entry into the plan may be initiated at

the beginning of any month thereafter. Please read the employee enrollment guide and ! ll out the enrollment

forms and return them to the HR department. Enrollment is subject to a 3-month waiting period following your

date of hire.

The ! rm will make matching contributions for you based on a percentage of your own before-tax contributions.

Integral matches dollar-for-dollar for the ! rst 3% of salary deferrals then 50 cents on the dollar for the next 2% of

salary deferrals for a 4% total match. Both employee contributions and employer matches are 100% vested once

made.

Wellness SubsidyIntegral Group is concerned about the health and welfare of its employees and their families and recognizes the

role physical activity plays in keeping the mind and body healthy. After 3 months of service, the Wellness Subsidy

Program provides regular full-time employees and their dependents with an annual reimbursement of up to

$240 for:

• Membership/dues for a professional health and ! tness facility

• Exercise programs/classes

• Exercise equipment purchase, including bicycles and bicycle safety and maintenance items (excludes

recreation equipment/supplies)

• Healthy lifestyle programs such as Weight Watchers

• Smoking cessation programs


Professional DevelopmentIntegral Group recognizes that the most valuable asset of the ! rm is its people. To that e" ect, we o" er up to

$1,500 per employee per year to be used towards Tuition Assistance, Professional Licensure & Certi! cations and

Professional Membership dues.

Tuition AssistanceOne of the ways to achieve our goal of building and maintaining a highly skilled, creative and energetic work

force is by o" ering continuing education classes. Tuition Assistance may be granted to eligible employees

to pursue a job-related degree or required degree for a next step promotion. Participation in job-related

educational activities is completely voluntary. Integral Group will reimburse eligible employees up to $1500

per year per employee for tuition for approved job-related educational courses and classes. Employees will be

provided Tuition Assistance upon successful completion of coursework. A grade of B or better in the course, along

with written proof of the grade, is required for reimbursement. For courses of $500 or more, employees may

submit a hardship request to have all but $250 paid in advance by the company. Please see HR for Professional

Development Request Form.

All Tuition Assistance requires pre-approval from your Manager. Integral Group reserves the right to change or

cease the Tuition Assistance bene! t at any time, and it shall have the right to deny such assistance at its sole

discretion. A written request must be submitted by the employee to his/her manager for approval prior to

enrollment. Courses will be evaluated on an individual basis based on relevance to the employee’s position and

accreditation of the degree program.

* In the event an employment terminates voluntarily, the employee will be required to reimburse Integral Group for any tuition

reimbursement receive during the preceding 12 months

Professional Licensure and Certi! cations and Exams The regulation of certain professions requires licensing in order to exercise the power to protect the public’s

health, safety and welfare. Integral Group encourages all eligible, regular, full-time design and technical

employees to obtain their professional licensure or certi! cation (in cases where licensure is not an option).

Professional Development funds can be used towards the cost of exam prep courses and exam/certi! cation

fees such as F.E., P.E. or LEED. Exam fees for one licensure or certi! cation per employee will be reimbursed

upon successful completion of the entire exam. Reimbursement is applicable to exams taken during full-time

employment at Integral Group.

Fees Membership dues for one professional organization will be reimbursed per employee per year.


Commuter Bene! tsIntegral Group participates in Federal commuter programs which allow employees to set aside up to $255 per

month pre-tax for transit, parking and/or bike programs.

Employee Assistance Program (EAP)Integral Group recognizes that most of us face change, stress or even occasional life-altering problems that can

a" ect your job performance, health, family and even your emotions. The Worklife Matters program is designed

to help you, your spouse and even your family deal with personal concerns, before they become major issues.

Worklife Matters is a strictly con! dential employee bene! t that provides:

• Behavioral Health Resources (unlimited phone consultation, up to 3 free sessions with a local counselor)

• Legal and Financial Resources(phone consultation for investing, retirement, tax, wills, credit & collections and

more, referrals to attorneys for a free 30 minutes consultations and 25% discount on fees)

• Lifestyle and Fitness Management (nutrition & ! tness, stress & overload, relationship issues, divorce &

separation, grief & loss, career planning and more)


2016 Bene! tsThis summary of bene! ts is not intended to be a complete description of the terms and insurance bene! t plans

of Integral Group.

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 bene! ts provided

by the plan. In the event of any con# ict between a summary of the plan and the o$ cial document, the o$ cial

document will prevail. Although Integral Group maintains its bene! t plans on an ongoing basis, Integral Group

reserves the right to terminate or amend each plan, it its entirety or in any part at any time.

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DEEP GREEN ENGINEERING

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www.integralgroup.com

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CANADA EMPLOYEE BENEFITS

Flexible Benefits Plan (after probation, for full-time employees and their families)

You will be eligible for participation in the company group extended health benefits after completion of

your probation period, or as set out in your employment agreement.

Your flexible benefits program is designed to provide you with a full range of health benefit options to

help:

Keep you and your family healthy

Provide support in case you are sick or disabled

Provide financial protection in the event of injury or death

We realize that not all employees have the same needs when it comes to health benefits. You will have

the opportunity to choose the combination of options that are right for you and your family.

Your flexible benefits program provides you with the ability to choose flexible coverage options that fit

the unique needs and lifestyle of you and your family.

How does it work?

Under your flexible benefits program you will automatically receive a base level of core coverage and in

addition you can choose from a variety of options to create a program that suits your needs. Integral

Group gives you ‘Flex Credits’ to help you pay for your coverage.

You will be able to modify your benefits selections during regular re-enrollment periods, and as your

family status (marriage, children, etc.) changes over time.

Benefits Summary

Please see an overview of our benefits below:

Benefit Coverage Paid For By Core Coverage

/ Optional

Basic employee life

insurance

1 times your earnings, up to a

maximum of $150,000

Integral Group Core Coverage

Long-term disability

insurance (LTD)

66 2/3% of the first $3,000 of

your monthly earnings and 50%

of the balance of your monthly

earnings, up to a maximum of

$7,000

Employee* Core Coverage

Employee and Family

Assistance Program

Covered Integral Group Core Coverage

Basic employee critical

illness insurance

$10,000 Integral Group Core Coverage

Best Doctors services Covered Integral Group Core Coverage

Provincial health care

premiums (BC only)

Covered Integral Group** Core Coverage

Health care coverage

– Prescription drug

coverage

– Medical services

– Vision and paramedical

services

Three options with varying

degrees of coverage depending

on your needs

Flexible credits and

Employee

depending on level

selected

Optional

(You can opt

out if you are

covered under

another plan)

Dental care coverage Three options with varying

degrees of coverage depending

on your needs

Flexible credits and

Employee

depending on level

selected

Optional

Optional life insurance Units of $10,000 for adults

(maximum of 500,000)

Units of $5,000 for children

(maximum of 20,000)

Employee Optional

Optional accident insurance Units of $10,000 for adults

(maximum of 500,000)

Units of $5,000 for children

(maximum of 50,000)

Flexible credits**

and/or Employee

depending on other

selections made

Optional

Optional critical illness

insurance

Units of $5,000

(maximum $100,000)

Employee Optional

Heath Care Spending

Account (HCSA)

An account for you to put

leftover flex credits. Can be

used to ‘top up’ your benefits.

Flexible credits* Optional

Personal Spending Account

(PSA)

An account for you to put

leftover flex credits. Can be

used for ‘wellness’ purchases

(e.g. exercise equipment)

Flexible credits** Optional

*Non-Taxable benefit

**Taxable benefit

Employee and Family Assistance Program (after probation)

Integral Group recognizes that a wide range of medical, behavioral, and personal problems can be

resolved if they are identified and treated early. Your Employee and Family Assistance Program (EFAP)

offers professional, confidential services provided by a Shepell·fgi counsellor – outside of your

workplace – to help you and your family members cope with issues such as:

Family and parenting

Childcare and eldercare

Marital or other relationships

Personal and emotional issues

Career and vocational issues

Health issues

Stress (including job-related)

Anxiety and depression

Alcohol and drugs

Gambling

Grief

Financial and legal issues

Wellness Allowance (after probation)

Employees are offer a Wellness Allowance of $20 per month to expense claims related to employee

Health & Wellbeing (e.g. fitness memberships). Claims are reimbursed quarterly.

RRSP – (after six months of service)

Integral will match up to a certain percentage of employees’ annual salary in contribution into the Group

RRSP. Employee contributions are made via payroll deductions. Employees can contribute as much as

they like, however Integral has matching maximums depending on years of service with the company.

Professional Memberships & Development

Integral Group encourages and provides staff with an opportunity to increase their depth of industry knowledge,

skills and development of their career goals in areas related to Integral’s business.

Integral Group covers relevant Professional Memberships (e.g. P.Eng) and offers up to 75%

reimbursement for approved courses.

Half-Day Fridays

Integral Group offers half-day Fridays!

Our standard hours of work are:

Monday – Thursday: 8:00am – 5:00pm (with a 45 minute lunch break)

Friday: 8:00am – 12:30pm

BENEFITSOVERVIEW

Version 1

elementaMember of Integral Group


WELCOME

Private Medical Insurance

Cash Plan

Child Care Vouchers

Income Protection

Pension Matching

Cycle Scheme

Professional Development

Staff Benefit Portal

Annual Holidays

Flexible Working Hours

WHAT’S INSIDE

elementaMember of Integral Group


Welcome to Elementa ConsultingWe are pleased to provide you with this summary of the Elementa Consulting Employee Benefits program to assist you in making your benefit elections. The objective of the Employee Benefits program is to provide you and your eligible dependents with comprehensive coverage and protection through choices that enable you to select options that meet your individual needs.

You will also find information covering our Pension Matching, Professional Development, and Cycle Scheme programs to assist in fully utilizing Elementa’s benefits package.


Private Medical Insurance (PMI)PMI premiums are paid directly by Elementa. This covers various private medical costs, including acute conditions, cancer treatment and musculoskeletal treatment. Important to note is that staff join on a “Medical History Disregarded” basis, ie, Aviva do not require them to disclose any pre-existing conditions. The PMI premiums constitute as a “Benefit in Kind” meaning employees have to pay income tax on the cost paid by Elementa.

Private Medical Insurance Aviva December 2014

DHalifax

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Cash Plan

The Cash Plan allows members to reclaim a wide range of routine health expenses (dental, optical, etc.) as well as any PMI excess paid. It is completely separate to the PMI scheme, and is available to all staff upon completion of probationary periods. The scheme constitutes as a taxable benefit of approx. £80 per adult per year. Note that the Cash Plan can be extended to family for an additional premium, this will also cover PMI excess for their claims.

BENEFIT HEALTHSHIELD LEVEL 1

ChildrenCovered free up until 18 years oldUp to 4 children share the annual maximum

Specialist Consultations and Diagnostic Tests(covers excess reimbursement)

Adults £200 per yearChildren £200 per year

DentalAdults £60 per yearChildren £30 per year

OpticalAdults £60 per yearChildren £30 per year

ChiropodyAdults £60 per yearChildren £30 per year

Health & WellbeingHealthscreening

Adults £80 per yearChildren £40 per year

Combined PhysiotherapyAdults £160 per yearChildren £80 per year

Dental AccidentAdults £180 per yearChildren £90 per year

24/7 Freephone helpline for health and wellbeing advice Included

Healthshield Perks Discount Portal Included

Gym Discounts Included


Child Care Vouchers

Childcare voucher can be taken from the day a child is born until they are aged 15 to pay for all or part of their nursery, nanny, childminder, breakfast club, after-school club or holiday club care. Basic rate tax payers can take up to £2,916 per tax year in Childcare vouchers (higher rate taxpayers can take up to £1,488).

Employee contributions are made via salary exchange/sacrifice on a monthly basis via payroll. In essence, Elementa allows employees to take part of their gross salary in the form of childcare vouchers.

What are childcare vouchers?They’re a benefit offered by your employer to help you with your childcare costs.

In essence, your employer allows you to take part of your gross salary in the form of childcare vouchers. The amount you can take is determined by the amount of tax you pay, and your childcare voucher allowance is exempt from tax and National Insurance – saving you money.

Am I eligible?Both parents (or guardians) can claim childcare vouchers through their employers, whether working full or part-time, as long as they’re employed rather than self-employed.

If you’re claiming Working Tax Credit or earning just above the minimum wage contact your local Tax Office for advice, as childcare vouchers may not be your best option.

The vouchers can be claimed from the moment your first child’s born until the beginning of the September following their 15th birthday (or 16th birthday if they have a disability).

How will I get the benefit?You have two options:1. Take vouchers for a set amount, made payable to a named childcare provider, sent to the email address of your choice.2. If your childcare bills fluctuate, or your child’s just been born and you want to accumulate the benefit, you can take the

allowance each month as a positive balance on your childcare voucher account. Giving you total flexibility, this amount accrues until you have a childcare bill to pay.

You can pay any registered childcare provider, as long as they’ve set up an account with us.


Income Protection

Premiums are paid in full by Elementa with no tax implications to employees (a “truly free” benefit).

Should a member of staff be forced to take over 26 weeks (the “Deferment Period”) off work due to illness Unum will pay 75% of their Salary for up to 5 years [subject to normal statutory reductions]. Should the employee not return to work prior to the end of the 5 year payment period a lump sum of 2x annual salary will be paid. Prior to the Deferment Period is covered by the UKs statutory sick leave.

This benefit also includes a free to use helpline at no cost to employees and their immediate family members, plus on line access to an employee assistance programme providing emotional and practical support.

Sickness absence, particularly if prolonged, poses a serious financial problem for you and those who depend on you, as well as for the company. Our policy with Unum will help us to ensure you continue to receive a percentage of your income if you are unable to work because of illness or injury. This will help to support you during your absence and ease your return to work at the appropriate time.

Payments are made in the same way you get your salary now, so they’ll be subject to the same tax and National Insurance contributions.

You also have access to the Unum LifeWorks Employee Assistance Programme which includes access to a 24/7 confidential helpline providing support on everyday issues covering family, money, health and wellness, telephone and face to face counselling sessions and valuable online information.


Pension Matching

Elementa will match up to 4% of employees’ annual salary in contribution into the Group Personal Pension Scheme. Employee contributions are made via salary exchange/sacrifice on a monthly basis via payroll. Staff can contribute as much as they like, however Elementa’s matching is capped at 4% currently.


Cycle SchemeEmployees may buy a bike to the value of up to £1,000 including cycle gear and claim the amount back via expenses. The value is deducted from their salary (pre-tax) in 12 equal monthly installments. Elementa will own the bike during this period. After one year the bike can be sold back to the employee for 18% of the original value (25% if £500+)


Professional DevelopmentElementa will cover the costs associated with employees’ membership of a single professional body where such membership is required by law and/or is in the interests of the company.


Staff Benefit PortalMy Staff Shop offers a range of voluntary benefits to save money on every day spending from online shopping and days out through to organising personal finances and insurance.

Annual HolidaysIn addition to 8 UK public holidays, full-time employees are entitled to 25 day’s paid holiday allowance each holiday year. The holiday year runs from 01st January to 31 December. The entitlement of part-time employees to public holidays and other holiday is calculated on a pro-rata basis.

Flexible HoursElementa work on a flexitime basis. Employees may come into the office between 8am and 10am then leave between 4.30pm and 6.30pm, once core hours (7.5 hours per day + 1 hour lunch) have been completed.


2017 BenefitsThis summary of benefits is not intended to be a complete description of the terms and insurance benefit plans of Elementa.

The My Staff Shop and Child Care Voucher benefits are available immediately. All other benefits will commence after a successful six month probationary period.

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 Integral Group maintains its benefit plans on an ongoing basis, Integral Group reserves the right to terminate or amend each plan, it its entirety or in any part at any time.

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