2014
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2014. Benefits Guide January 1, 2014 through December 31, 2014. THIS PAGE INTENTIONALLY LEFT BLANK INSIDE FRONT COVER PLEASE DELETE TEXT PRIOR TO PRINTING. For more information, - PowerPoint PPT PresentationTRANSCRIPT
2014Benefits Guide
January 1, 2014 through December 31, 2014
THIS PAGE INTENTIONALLY LEFT BLANKINSIDE FRONT COVERPLEASE DELETE TEXT PRIOR TO PRINTING
3Your Benefits Guide 2014
BDP International offers a comprehensive suite of benefits to promote health and financial security for you and your family. This booklet provides you with a summary of your benefits. Please review it carefully so you can choose the coverage that’s right for you.
Benefit BasicsAs a BDP International employee, you are eligible for benefits if you work at least 30 hours per week. Full-time exempt employees are eligible 1st of the month following date of hire and Full-time non-exempt employees are eligible 1st of the month following 60 days of employment.
You may enroll your eligible dependents for coverage once you are eligible. Your eligible dependents include:
Your legal spouse
Domestic Partners
Your children up to age 26.
Once your benefit elections become effective, they remain in effect until the end of the year. You may only change coverage within 30 days of a qualified life event.
For more information,
Log on to the Ultipro website or contact your regional Human Resources Representative at [email protected].
Your Benefits Guide 20144
The Cost of Your BenefitsBDP provides a selection of benefits that helps you create the best benefits program that fits your needs and your lifestyle.
Qualified Life Events Generally, you may change your benefit elections only during the
annual enrollment period. However, you may change your benefit elections during the year if you experience a qualified life event, including:
Marriage
Divorce or legal separation
Birth of your child
Death of your spouse or dependent child
Adoption of or placement for adoption of your child
Change in employment status of employee, spouse/domestic partner or dependent child
Qualification by the Plan Administrator of a child support order for medical coverage
Entitlement to Medicare or Medicaid
You must notify Human Resources within 30 days of the qualified life event. Depending on the type of event, you may be asked to provide proof of the event. If you do not contact Human Resources within 30 days of the qualified event, you will have to wait until the next annual enrollment period to make changes.
Employee Bi-Weekly Contributions
MEDICAL/PRESCRIPTION/VISION HDHP PPO Plan Basic PPO Plan
Employee Only $41.98 $102.28
Employee Plus 1 $124.34 $206.64
Employee Plus Family $174.18 $289.36
DENTAL Freedom of Choice Dental Plan
Employee Only $9.31
Employee Plus 1 $20.61
Employee Plus Family $27.08
5Your Benefits Guide 2014
Medical CoverageThe Company offers a choice of medical plan options so you can choose the plan that best meets your needs – and those of your family.
Plan Provisions
HDHP with HSA Basic PPO Plan
In-Network
Out-of-Network
In-Network
Out-of-Network
Annual Deductible (Individual/Family) $2,000/$4,000 $5,000/$10,000 $250/$500 $1,000/$3,000
Out-of-Pocket Maximum(Includes Deductible) $4,100/$8,200 $10,000/$20,000 $3,000/$6,000 $6,000/$18,000
Lifetime Maximum Unlimited Unlimited
Preventive Care 100% 50% after deductible
100% 60% after deductible
Primary PhysicianOffice Visit
90% after deductible
50% after deductible $20 copay 60% after
deductible
Specialist Office Visit 90% after deductible
50% after deductible
$40 copay 60% after deductible
X-Ray and Lab 90% after deductible
50% after deductible $40 copay 60% after
deductible
Inpatient Hospital Services 90% after deductible
50% after deductible
90% 60% after deductible
Outpatient Hospital Services 90% after deductible
50% after deductible 90% 60% after
deductible
Urgent Care 90% after deductible
50% after deductible $50 copay 60% after
deductible
Emergency Room Care 90% after deductible $100 copay
Retail Prescription Drugs (30-day supply)
All Prescription Drugs costs are subject to deductible – copays apply after deductible has been satisfied
Generic $15 copay70% of drug retail cost
$15 copay70% of drug retail cost Brand Preferred $25 copay $25 copay
Brand Non-preferred $40 copay $40 copay
Mail Order Prescription Drugs (90-day supply)
Generic $30 copay
Not Covered
$30 copay
Not Covered Brand Preferred $50 copay $50 copay
Brand Non-preferred $80 copay $80 copay
Your Benefits Guide 20146
Vision CoverageYou are automatically enrolled in the IBC Vision Plan when you elect the IBC Medical Coverage. The benefit frequency is once every two calendar years.
Dental CoverageRegular dental exams can help you and your dentist detect problems in the early stages when treatment is simpler and costs are lower. Keeping your teeth and gums clean and healthy will help prevent most tooth decay and periodontal disease, and is an important part of maintaining your medical health.
The Aetna Freedom of Choice Dental Plan allows you to switch between the DMO and PPO every month.
Plan ProvisionDMO Plan PPO Plan
In-Network Only In/Out-of-Network
Annual Deductible(Individual/Family) None $25/$75
Annual Maximum (per person) None $1,000
Diagnostic and Preventive Care:Includes cleanings, fluoride treatments, sealants and x-rays
100% 80%
Basic Services: Includes fillings, periodontics, scaling and oral surgery
100% 50%
Major Services: Includes crowns, bridges and full and partial dentures 60% 50%
Orthodontia 50% No maximum Not Covered
Benefit In-Network Out-of-NetworkExam
(Including refraction and glaucoma screening and dilation)
No copay Up to $35 reimbursement
Eyeglasses, including spectacle lenses and frames
Standard lenses covered at no extra cost
Up to a $65 allowance*Up to $100 reimbursement
Contact Lenses Up to a $100 allowance* Up to $50
* Member is responsible for the balance over the allowance.
7Your Benefits Guide 2014
The Health Savings Account (HSA)
The HSA is a tax advantaged health savings account for participants enrolled in the High Deductible Health Plan (HDHP). The HSA is an account controlled and owned by you to pay for qualified medical expenses, including – deductible, coinsurance, prescription drug, dental, vision and other qualified expenses that are not covered by your healthcare plans.
You can make tax-free contributions into your HSA and any amount contributed into an HSA belongs to you and your HSA is completely portable.
Your HSA balances roll over year-to-year unlike a FSA account, which have a ‘use it or lose it’ feature. Funds can remain in the account year after year, earning interest until you need to use the funds for a qualified medical expense. At the age of 65, the account can be used as retirement savings or continue to be used for medical expenses.
Remember you can only use the HSA, if you are covered by a HDHP. If you are covered by another medical plan that is not an HDHP, you may have additional tax consequences. For example, if you are enrolled in the following coverages, you cannot use an HSA:
Medicare Part A or B, or TRICARE
Another Health Plan that in NOT an HDHP
If you or your spouse elects a Medical FSA
If you are eligible and using Veteran’s Benefits.
Flexible Spending AccountsFlexible Spending Accounts (FSAs) are designed to save you money on your taxes. Each pay period, funds are deducted from your pay on a pre-tax basis and credited to a Health Care and/or Dependent Care FSA. You then use your funds to pay for eligible health care or dependent care expenses.
AccountType Eligible Expenses
Annual Contribution
Limits Benefit
Health Care FSA
Most medical, dental and vision care expenses that are not covered by your health plan (such as copayments, coinsurance, deductibles, eyeglasses and doctor-prescribed over the counter medications)
Maximum contribution is $2,500 per year
Saves on eligible expenses not covered by insurance; reduces your taxable income
Dependent Care FSA
Dependent care expenses (such as day care, after school programs or elder care programs) so you and your spouse can work or attend school full-time
Maximum contribution is $5,000 per year ($2,500 if married and filing separate tax returns)
Reduces your taxable income
2014 HSA Contribution Limits
Subscriber Only $3,300
Subscriber & Dependent(s)
$6,550
Catch-Up (Age 55+) $1,000
Your Benefits Guide 20148
Cigna Disability Insurance Coverage
The company offers disability insurance through CIGNA on a
voluntary basis. This coverage provide s you with income
replacement should you become disabled and unable to work due
to a non-work-related illness or injury. Upon meeting eligibility,
you can choose to elect Disability Benefit Coverage. Please note:
Short Term and Long Term Disability coverage's are bundled
together. See Cigna Plan Summary for rates and exclusions.
Cigna Basic Life and Accidental Death & Dismemberment Insurance Coverage
Life and AD&D insurance is an important part of your financial security, especially if others depend on you for support.
The Company provides Basic Life and AD&D Insurance to all eligible employees at no cost to you. Coverage is One times
your annual basic earnings, up to a maximum benefit of $50,000.
Cigna Supplemental Life Insurance
Upon meeting eligibility, you can choose to elect Supplemental Life Insurance for you and your dependents.
Employee Coverage: $10,000 up to lesser of 5x your salary or $300,000. Guarantee Issue of $150,000 when first
eligible.
Spousal Coverage: $5,000 increments to lesser of 50% of employee coverage amount or $150,000. Guarantee Issue of
$20,000 when first eligible.
Dependent Child(ren) Coverage available in flat $5,000 or $10,000 benefit.
See Cigna Plan Summary for rates. Coverage Benefit
Short-Term Disability 66 2/3% of your pre-disability weekly earnings
Weekly benefit maximum up to $1,000Benefits begin on 15th calendar day of
injury or illnessPayable for a maximum duration of 11
weeks
Long-Term Disability 66 2/3% of your pre-disability monthly earnings
Monthly maximum benefit up to $5,000
Benefits begin after 90 consecutive calendar days of disability
Your Benefits Guide 2014 9
Countrywide Pre-Paid Legal ServicesVoluntary employee-paid benefit that provides legal services:
General legal advice for auto, real estate, estate planning, family matters, consumer contracts and criminal advice.
Services to include unlimited phone consultations, face-to-face consultations, review of legal documents, advice on small claims court, legal letters, and phone calls, consumer protection, warranty problems and identity theft prevention and assistance.
Platinum ID Protector Plan
$25K ID theft insurance
Credit dispute assistance
Daily credit bureau monitoring
Credit report and score
Cigna Life Assistance Plan (LAP)When you find yourself in need of professional support to deal with personal, work, financial or family issues, your Life Assistance Plan can assist. You and your immediate family (spouse or domestic partner, dependent children, parents and parents-in-law) can use this program for a variety of issues, including:
Marital and family conflicts
Job-related difficulties
Stress, anxiety and depression
Parent and child relationships
Legal and financial counseling
Identity theft counseling
Financial planning
Various other related issues
Your Benefits Guide 201410
Advantages of Saving with BDP
This Plan offers a valuable opportunity to save for your retirement with features to include:
Goalmaker is an easy to use asset allocation program that will invest contributions in a portfolio that matches your risk tolerance and years to retirement. Before-tax contributions will lower your current taxable income.
Roth contributions allow you to save after-tax dollars today for your future.
Build your own Portfolio with a wide array of investment funds to develop a strategy that best suits your needs.
Self-directed Brokerage is an optional program that allows you to invest in individual stocks and bonds and/or expanded selection of mutual funds through your retirement account.
BDP may make discretionary contributions to your account.
The Plan accepts qualified rollovers from other eligible retirement plans.
Financial advisors from The Philadelphia Group or Prudential are available to answer your questions and help you prepare for a successful retirement.
401(k) Retirement Savings PlanThe BDP International, Inc. 401(k) and Profit Sharing Plan offers a convenient way to save for your retirement through payroll deductions.
Eligibility
You are eligible to participate in the Plan as of the first day of the month following six months of continuous service with the Company and attained 21 years of age.
Employee Contributions
You may contribute 1 to 100% of your annual pay before-taxes are deducted as well as make Roth (after-tax) contributions to make a combined contribution up to the IRS limits. If you are 50 years of age or older, (or if you will reach age 50 by the end of the year), you may make a catch-up contribution in addition to the normal IRS annual limit.
Vesting
Vesting refers to your right of ownership to the money in your account. You are always 100% vested in your own contributions. BDP’s, employer discretionary match, vesting schedule is 6 years before the employer match is fully vested.
Your Benefits Guide 2014
Contact InformationContact Phone Number Website
General eligiblity, enrollment, deductions, plan options and life event changes
Human Resources 215-629-8947 [email protected]
Medical/Prescription/Vision Independence Blue Cross 800-275-2583 www.ibxpress.com
Health Savings Account (HSA)The Bancorp Bank HSA 800-283-1534 www.mybancorphsa.com
Dental Aetna 877-238-6200 www.aetna.com
Flexible Spending AccountsHealthHub powered by
PayFlex800-284-4885 www.healthhub.com
Life & AD&D Insurance CIGNA 800-732-1603 www.cigna.com
Short-Term & Long-Term Disability InsuranceCIGNA 800-362-4462 www.cigna.com
Voluntary Legal ServicesCountrywide Pre-Paid
Legal Services 800-550-LAWS www.countrywideeppls.com
Life Assistance ProgramCIGNA 800-538-3543 www.cignabehavioral.com/CGI
401(k) and Profit Sharing PlanPrudential 877-778-2100 www.prudential.com/online/retirment
Financial ConsultantJoseph Lapps
The Philadelphia Group610-520-1500 x 106
www.thephiladelphiagroup.com
Financial ConsultantJordan C. Norley
The Philadelphia Group610-520-1500 x 107
www.thephiladelphiagroup.com
This benefit summary provides selected highlights of the BDP International employee benefits program. It is not a legal document and shall not be construed as a guarantee of benefits nor of continued employment at the Company. All benefit plans are governed by master policies, contracts and plan documents. Any discrepancies between any information provided through this summary and the actual terms of the policies, contracts and plan documents are governed by the terms of these policies, contracts and plan documents. BDP International reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time. The Plan Administrator has the authority to make these changes.
