USP FY'13 Summary of Benefits

7/31/2019 USP FY'13 Summary of Benefits

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PLAN ELIGIBILITY COST AMOUNT OF BENEFIT

401(k)Savings Plan

Regular full-timeand regular part-timeemployees working20 hours per week.

Employees make pre-taxcontributions to the Planupon employment.

The U.S. PharmacopeialConvention (USP) makescontributions to this Planfor employees working aminimum of1,000 hoursin a12-month periodafter one year of service.

The Plan offers 20 investment choices through Diversied, including anarray of target retirement date funds. Employees choose from stablevalue, money market, bonds, equities, social choice, emerging markets,and real estate investment options.

Employees may contribute up to 100% of salary in pre-tax dollars tothe Plan, subject to the statutory maximum of $17,000 for 2012.Employees who are age 50 or older during the plan year are also eligibleto contribute an additional $5,500 as a catch-up contribution in 2012.

USP contributes 10% of total cash compensation (salary and bonus) toeach employees account on a tax-deferred basis with immediate vest-ing. Contributions are made each pay period after one year of service.

USPHealthcarePlans

Regular full-timeand regular part-timeemployees working20 hours per week areeligible on the rstday of the month afteremployment.

USP pays all or asubstantial portion ofthe cost of the coverage.Employee pre-taxbi-weeklycontributions are:

Silver Plan

USP pays the entire costof coverage at all levels:Employee,Employee +1,Employee +2 or more

Gold Plan

Employee$13.29

Employee +1$28.92

Employee +2 or more$41.19

Platinum Plan

Employee$24.29

Employee +1$62.22


United Healthcare offers three plan designs with comprehensivecoverage, allowing maximum employee choice:

Silver Plan In-Network benets only: $30 co-payment required for medical ofce visits Annual deductibles, individual ($250) or family ($500) for major

services including inpatient and outpatient hospitalization,durable medical equipment, and inpatient rehabilitation services

After satisfying deductible for major services, Plan requires 10%cost sharing for medical expenses up to an out-of-pocket maximumof $2,000 for individual coverage or $4,000 for family coverage

Open access plan; see a specialist without primary carephysician referral

Hospital emergency room services require a $75 co-payment Prescription coverage co-payments: $10, generic; $30,

brand-name drugs; $50, nonpreferred brand-name drugs 90-day prescription co-payments: $25, generic; $75,

brand-name drugs; $125, nonpreferred brand-name drugs In-network provider network is nationwide

Gold Plan In-Network benets only: $20 co-payment required for medical ofce visits Annual deductibles, individual ($250) or family ($500) for major

services including inpatient and outpatient hospitalization, durable

medical equipment, and inpatient rehabilitation services After satisfying deductible for major services, Plan pays 100%

for medical expenses

Open access plan; see a specialist without primary carephysician referral

Hospital emergency room services require a $50 co-payment

Prescription coverage co-payments: $10, generic; $25,brand-name drugs; $40, nonpreferred brand-name drugs

90-day prescription co-payments: $25, generic; $62.50,brand-name drugs; $100, nonpreferred brand-name drugs

In-network provider network is nationwidePlatinum Plan In-and Out-of-Network benets:In-network: $20 co-payment required for medical ofce visits

No deductibles for major services including inpatient andoutpatient hospitalization, durable medical equipment, andinpatient rehabilitation services

Hospital emergency room services require a $50 co-payment Prescription coverage co-payments: $10, generic; $25,

brand-name drugs; $40, nonpreferred brand-name drugs 90-day prescription co-payments: $25, generic; $62.50,

brand-name drugs; $100, nonpreferred brand-name drugs In-network provider network is nationwide

Out-of-network: An individual ($250) or family deductible ($500)

After satisfying deductible for out-of-network services,Plan pays 80% of the Usual, Customary, and Reasonable (USR) cost


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USP DentalCare Plans

Regular full-timeand regular part-time employeesworking 20hoursper week areeligible on the rstday of the monthafter employment.

USP pays all or asubstantial portion ofthe cost of the coverage.Employee pre-taxbi-weeklycontributions are:

Gold PPO

USP pays the entire costof coverage at all levels:Employee,Employee +1,Employee +2 or more

Platinum PPO

Employee$8.67

Employee +1$17.50


A comprehensive dental program with Delta Dental allows maximum choicewith coverage for diagnostic, preventive, basic, and major services.

Gold PPO In-and Out-of-Network benets:

Annual per person in-network deductible for basic and major services;$50/person not to exceed $150/family

Annual per person out-of-network deductible for basic and major services;$100/person not to exceed $300/family

Deductible waived for in-network preventive services

Preventive services covered at100

% in-network;100

% out-of-network Basic services covered at 80% in-network; 60% out-of-network;and 60% of in-network fee schedule for non-participating dentists

Major services covered at 50% in-network; 30% out-of-network;and 30% of in-network fee schedule for non-participating dentists

Annual benet maximum of $2,000 for preventive, basic, and majorservices combined

Diagnostic and preventive waiver insures preventive services arecovered even if the annual maximum is exceeded

In-and out-of-network provider available nationwide; allows you tovisit the dentist of your choice

Pre-determination review for services and procedures over $300

Platinum PPO In- and Out-of-Network benets:

Annual per person in- and out-of-network deductible for basic and majorservices; $50/person not to exceed $150/family

Deductible waived for diagnostic, preventive, and orthodontic services Diagnostic and preventive services are covered at 100% in-network;100% and out-of-network of UCR

Basic services covered at 90% in-network; 80% out-of-network;and 80% of in-network fee schedule for non-participating dentists

Major services covered at 60% in-network; 50% out-of-network;and 50% of in-network fee schedule for non-participating dentists

Annual benet maximum of $2,000 for preventive, basic, and majorservices combined

Diagnostic and preventive waiver insures preventive services arecovered even if the annual maximum is exceeded

Orthodontia services covered at 50% in- and out-of-network to alifetime maximum of $1,500 for child(ren) under age 19

In-and out-of-network provider available nationwide; allows youto visit the dentist of your choice

Pre-determination review for services and procedures over $300

USP VisionCare Plan

Regular full-timeand regular part-time employeesworking 20hoursper week areeligible on the rstday of the monthafter employment

The USP pays asubstantial portion ofthe cost of the coverage.Employee pre-taxbi-weeklycontributions are:

Employee$1.51

Employee +1$2.31


Vision care through Vision Service Plan (VSP) includes eye exams and routinediagnostic testing at a participating provider. After a $10 co-payment, framesand lenses (or contact lenses) are covered up to the plan allowance.

Laser eye surgery is covered at a reduced price.

In-Network benets: $10 co-payment for an eye exam and/or the eyewear Plan provides for an eye exam, lenses, frames, and contact lenses every12 months from the last date of service

Single vision, lined bifocal, and lined trifocal lenses are covered in full $120 allowance toward any frame of your choice plus 20% off any amount

over the allowance No co-payment for contact lenses. $120 allowance applied to the contactlens exam (tting and evaluation) and the contact lenses. 15% discountoff the contact lens exam before the allowance is applied.

Laser correction surgery, preoperative, and postoperative care ata reduced price

This brochure is a brief overview of the benets available to theemployees at the U.S. Pharmacopeial Convention. The EmployeeRetirement Income Security Act (ERISA) requires that each memberin an employee benet program be gi ven a description of that plan.

A Summary Plan Description will be provided separately for your review before youmake your benet elections. In the event of any inconsistency or conict between thissummary and the provisions of any plan document or contract, the plan document orcontract will prevail.


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Flexible SpendingAccounts (FSA)

Regular full-timeand regular part-time employeesworking20hoursper week are eligibleon the rst day ofthe month afteremployment.

Employeescontributepre-tax dollars.

Employees elect an annual contribution to the Dependent Care and/or the HealthCare FSA. Employees may contribute up to $5,000 in pre-tax dollars to a DependentCare FSA and up to $2,500 in pre-tax dollars to a Health Care FSA. After the end ofeach plan year, employees forfeit any contributions that are not claimed.

Employees are reimbursed for Dependent Care and Health Care expenses usinga debit card at authorized providers (i.e., pharmacy, doctors ofce, dentist, visioncare center, day care center). Claim forms are another acceptable method forreimbursement for Dependent Care and Health Care expenses.

Life/AccidentalDeath andDismembermentInsurance


USP pays theentire cost ofthe coverage.

Group Term Life Insurance through Lincoln Financial is equal to two times annualsalary, rounded up to the next highest $1,000. There is a maximum of $500,000in death benet coverage. If death is due to an accident, the beneciary receivesan additional benet of two times annual salary, up to $500,000.

Supplemental LifeInsurance Plans

Regular full-timeand regular part-

time employeesworking20hoursper week are eligibleon the rst day ofthe month afteremployment.

The employee paysthe cost of coverage.

Cost is determinedby age and coverageamount.

Lincoln Financial allows employees to purchase additional coverage amountsfrom $100,000 to $500,000(in $10,000 increments) for themselves. The guar-

anteed issue amount is $150

,000

. Employees must enroll in supplemental lifeinsurance in order to purchase coverage for dependent spouse and/or child(ren).

Employees may purchase coverage for a spouse in amounts from $5,000 to$100,000(in $5,000 increments). The guaranteed issue amount is $50,000and coverage is limited to 50% of the employees amount.

Employees may also purchase coverage for dependent child(ren) in amountsfrom $1,000 to $10,000(in $1,000 increments).

Short-termDisability (STDIS)Coverage

Regular full-timeand regular part-time employeesworking20hoursper week are eligible

on the rst day ofthe month afteremployment.


Short-term Disability coverage provides partial salary continuance for non-work-related injury or illness. Coverage begins after a seven-day waiting period.Accrued sick leave and/or vacation leave may be used to continue pay during thewaiting period until coverage begins. STDIS pays 100% of gross salary for up totwo weeks; 75% of gross salary for up to an additional four weeks; and an ad-

ditional six weeks at 662/3% of gross salary to a maximum of13 weeks. Benetsare payable while disabled and are taxable as regular income. Employees havethe option to use accrued sick leave and/or vacation leave to make up the differ-ence between 662/3% of pay and 75% of pay to receive 100% of pay.

Long-termDisability (LTD)Coverage



Long-term Disability coverage with Lincoln Financial offers a monthly benetfor disability due to injury or illness. After a 90-day waiting period, LTD pays60% of the employees base monthly earnings up to a maximum monthlybenet of $10,900.

Generally, benets are payable as long as the employee is unable toperform one or more essential duties of their own occupation or until theSocial Security Normal Retirement is reached.

529 CollegeSavings Plans

Regular full-timeand regular part-time employeesworking 20 hoursper week.

USP pays up to $75for the cost of oneapplication fee forone enrollment peremployee.

USP is an employer sponsor for the Virginia College Savings Plan, the D.C. CollegeSavings Plan, and the College Savings Plan of Maryland. Maryland and Virginiaoffer both a prepaid college savings plan and an investment college savings plan.D.C. offers the investment college savings plan only.


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Paid Holidays Regular full-timeand regular part-time employees.

USP pays the cost. USP offers eight paid holidays per year that are fixed and three additional thatare floating holidays. In 2012, USP is closed in recognition of:

New Years Day Independence Day Memorial Day Labor Day

Thanksgiving Day Christmas Eve Day after Thanksgiving Christmas Day

Floating holidays are prorated to the employees hire date: three days ifhire date is January April; t wo days if hire date is May August; one day if hiredate is September December.

Holidays for part-time employees are prorated based upon the totalnumber of scheduled work hours.

Annual Leave(Vacation)

Regular full-timeand regular part-time employeesworking 20hours per weekare eligibleimmediately andbegin accruingannual leavein the rst payperiod afteremployment.

USP pays the cost. Employees accrue annual leave the rst pay period after employment accordingto the schedule below. At the end of the calendar year, up to one years accrualmay be carried over into the next calendar year. Any excess leave is lost.

Annual leave for part-time employees is prorated based upon the total numberof scheduled work hours.

Full-time Exempt EmployeesUp to ve years of service: 15 days per yearMore than ve years of service: 20 days per year

Full-time Nonexempt EmployeesUp to three years of service: 10 days per yearThree to seven years of service: 15 days per year

More than seven years of service: 20 days per yearAt the end of each calendar year, employees are allowed to sell back to USPup to one week (37.5 hours) of accrued vacation.

Terminating employees are paid for each hour of accrued vacationat termination.

Sick Leave andPersonal Days

Regular full-timeand regular part-time employeesworking 20hours per weekare eligibleimmediately uponemployment.

USP pays the cost. Employees accrue 12 sick days per year beginning with the rst pay period afteremployment. There is no limit to the amount of sick leave that can be accruedand/or carried over from year to year.

Employees may convert two of the 12 sick days to personal days per year withprior supervisory approval.

Sick leave for part-time employees is prorated based upon the totalnumber of scheduled work hours.

Terminating employees with hire dates before January 1, 2010, receivepayment for 30% of accrued sick leave above 30 days (225 hours) attermination. Employees hired on January 1, 2010, or later are not eligiblefor any sick leave payout at employment termination.

Other Leaves Regular full-timeand regular part-time employeesworking 20hours per weekare eligibleimmediately uponemployment.

Regular full-timeand regular part-time employeeswho havecompleted oneyear of continuousservice

USP provides other paidand unpaid leaves.

USP and employeesdonate accrued sickand/or vacation leaveto the leave bank

Family and Medical Leave (FML) After satisfying the service requirementof working at least one year and 1,250 hours during a 12-month period,employees are entitled to take up to 12 weeks of unpaid leave during arolling 12-month period for the birth of a child; the placement of a child foradoption or foster care; to care for a spouse, parent, or child with a serioushealth condition or for the employees own serious health condition; a familymembers active duty or call to active duty; or to care for a spouse, child, parent,or next of kin who is injured or recovering from an injury suffered while onactive duty and who is unable to perform duties of his/her job function(in this case, FML may be for up to 26 weeks in a 12-month period).

Bereavement Up to a maximum of three days of paid leave, dependentupon the relationship of the deceased and the travel distance.

Military Leave to complete annual military training or such other dutiesis available as required under the Uniformed Services Employment andReemployment Rights Act.

Jury Duty Paid leave for time required to serve jury duty.

Catastrophic Leave Donation Program USP offers a Catastrophic LeaveDonation Program to assist employees who are experiencing a serious medicalhardship and who have exhausted paid leave options. The Catastrophic LeaveDonation Program allows eligible employees to borrow up to 20 days of sickleave to assist with temporary salary and benets continuation.


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U.S. Pharmacopeial Convention 12601 Twinbrook Parkway, Rockville, MD 20852 Tel: +1-301-881-0666


EmployeeService Awards

Regular full-timeand regular part-time employees.

USP pays the cost. The USP offers a Milestone Award Program to recognize employees upon reachingone year of service and every ve-year anniversary thereafter. Employees receivepersonalized gifts plus one day off from work in appreciation for their years of servicewith USP.

TuitionAssistance

Regular full-timeand regular part-time employeesworking 20 hoursper week whohave at leastsix months ofUSP service andare consideredemployees ingood standing.

USP pays up to $10,000/calendar year. The amountis prorated for part-timebenet eligible employees.Of the $10,000 limit, notmore than $5,250may befor educational assistancethat is not directly relatedto the current position.

Eligible reimbursement includes tuition, books, and course registration fees forundergraduate or graduate courses in an approved degree or certicate-seekingprogram. Employees are required to earn a B or better in graduate coursesand a C or better in undergraduate courses. The course(s) must be in a eldof study related to the employees current job or applicable to other roles withinUSP and be related to the scope of USPs business operations.

Employees who resign from USP or are terminated for poor performance mustrepay any tuition assistance received during the 12 months prior to termination.

Inova EmployeeAssistanceProgram (EAP)

Regular full-timeand regular part-time employeesworking 20hours per weekare eligibleany time afteremployment.Members of

employeesimmediate familyare also covered.

USP pays the costof the program.

Inova Employee Assistance Program (www.inova.org/eap) offers short-termcounseling services for personal or work-related issues and dependent carereferrals to employees and their families. Enhanced referrals include specializedresources for health and wellness, household maintenance, leisure andentertainment activities, and even pet resources.

Inova EAP is a free condential service available to all employees and theirhousehold members. Trained counselors are available 24 hours a day, sevendays a week.

Benefts include

Elder care resources

Child care resources

Adoption services

Resources for childrenwith special needs

Parental services (birthing classes,support groups, exercise andnutrition, parent education)

Educational resources

Mental health services

Health and wellness resources

Pet services

Convenience ser vices (event andparty planners, grocery shopping,housekeeping, lawn maintenance)

For confidential assistance, contact 1-800-346-0110. TDD# forthe hearing impaired, 1-877-845-6465

SmartBenets

SubsidyRegular full-timeand regular part-

time employeesworking 20hours per weekare eligibleimmediately uponemployment.

USP pays for a monthlytransportation subsidy.

In cooperation with the Washington Metropolitan Area Transit Authority,employees who use public transportation as their primary mode of

transportation may receive a $100 per month transportation subsidyin the form of SmarTrip benefits.

Parking Regular full-timeand regular part-time employeesare eligibleimmediately uponemployment.

USP pays the cost. USP provides free onsite parking to employees.

Flexible WorkOptions

Regular full-timeemployees.

Flex Time Staggered star ting and ending times, subject to super visorsapproval. Employees may start work between 7:00 a.m. and 10:00 a.m.,

and end work between 3:00 p.m. and 6:00 p.m., as long as the employeeworks 7.5 hours per day.

Summer Hours USP offers two summer hour schedules, each requiringsupervisor approval. The primary summer hours schedule allows employeesto work at least 8.5 hours per day Monday through Thursday and at least 3.5hours on Friday, taking off the remainder of the day on Friday. The alternativesummer hours schedule allows employees to take off every other Friday byworking 8 hours per day Monday through Friday one week, and 8.75 hoursper day Monday through Thursday the following week (or visa versa).

This brochure provides a general summary of benets available to employees at the U.S. Pharmacopeial Convention.Specic benet plan type, structure and cost may be modied at any time, as permitted by law.

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USP FY'13 Summary of Benefits

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