2026 EMPLOYEE BENEFITS GUIDE
WELCOME TO YOUR BENEFIT ENROLLMENT GUIDE 2026 PLAN YEAR
The Concrete Company is proud to offer you a comprehensive benefits package for the upcoming plan year. This enrollment guide will assist you in determining the coverage levels that will provide you and your family with the protection that gives you peace of mind. This guide explains each type of coverage, gives suggestions about how to effectively use your benefits, and provides examples to help you determine your benefit and payroll deduction amounts. We encourage you to take the time to review the enrollment guide prior to enrollment. The Open Enrollment period will begin on December 8th and end on December 12th. Keep in mind that the benefits you select during this enrollment will be effective January 1st, 2026 and will continue through December 31st, 2026.
Please note: This benefit guide contains the basic information about your benefits program. It does not cover every detail; but it does provide a general description of each benefit plan. Every effort has been made to ensure that the information is accurate. However, this guide is not an insurance policy. If there is any question as to coverage, benefit eligibility, or interpretation, the insurance contract and the Certificate of Coverage you receive from the insurance carrier will govern the administration of your benefits. If you would like additional or specific information, please contact the Human Resources Department.
ADDITIONAL INFORMATION
ELIGIBILITY: Benefits are available to full-time employees working a minimum of 30 hours per week.
Medical/Rx benefits are effective on the 1st day of the month following 60 days of continuous service Dental benefits are effective on the 1st day of the month following 60 days of continuous service Vision benefits are effective on the 1st day of the month following 60 days of continuous service Basic Life/AD&D, Voluntary Life, and Short Term Disability benefits are effective on the 1st day of the month following 180 days of continuous service The Flexible Spending Account is offered to new hires, effective 1st day of month following 60 days of continuous service. ABOUT DEDUCTIONS: Under Section 125 of the Internal Revenue Service (IRS) code, you are allowed to pay certain group insurance premiums with tax-free dollars. This means your premium deductions are taken before Federal Income, State Income, and Social Security taxes are calculated, saving you 28% or more, depending on your tax bracket. Please make your benefit elections carefully, including the choice to waive coverage. Your pretax elections will remain in effect unless you experience an IRS approved qualified life event.
WHO IS AN ELIGIBLE DEPENDENT?
Your legal spouse not working full-time and eligible for benefits through their employer Your child(ren) are covered to age 26 (medical/dental/vision insurance only) Your child(ren) are covered six (6) months to age 19, 26 years if full-time student (life insurance only) QUALIFYING LIFE EVENTS are events that cause an individual to lose his or her group health coverage. The type of qualifying event determines who the qualified beneficiaries are for that event and the period of time that a plan must offer continuation of coverage. Qualifying Life events include:
Marriage, divorce, or legal separation Death of spouse or other dependent Birth or adoption of a child You or your spouse experiences a work event that effects your benefits A dependent’s eligibility status changes due to age, student status, marital status, or employment Relocation into or outside of your plan’s service area
You must notify Human Resources within 30 days of the qualifying 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 qualifying event, you will have to wait until the next annual enrollment period to make changes.
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The Concrete Company Benefit Guide
ENROLLMENT
Step 1: Know Your Benefit Options We believe that employees are our greatest resource. We offer a competitive benefit package for you and your family, and the support system to help you make great decisions. Review your Benefits Supersite and know your options: Welcome to Your Employee Benefits Supersite! https://www.mybensite.com/theconcreteco/ Technical Support: 844-307-9178
New Member Login Create Account: Verify employee last name, date of birth and last 4 digits of Social Security Number. Email: An email address is required. If you do not have one, click on the Gmail or Yahoo links to establish a free email account. Your email becomes your username . Password: Create and confirm your password to complete registration.
Step 2: Benefit Shopping Click Enroll Now to shop and elect benefits: Benefit summaries Side-by-side comparisons Insurance carrier information Member service information Provider search directories Forms and plan documents
Step-by-step enrollment guidance Cost per paycheck is displayed for each benefit elected Add and manage covered dependents Add and manage covered dependents Update beneficiaries Review and submit final elections Print your Benefit Confirmation Statement (BCS) for your records
Existing Member Login In the Employee Login section, enter your email address and password, then check the box to agree to website terms and conditions.
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MEDICAL / PRESCRIPTION INSURANCE Your medical benefits feature Point of Service (POS) Plans: a High Deductible Health Plan and a Traditional Copay plan. All POS Plans allow you to direct your own care and access both in-network and out-of-network providers. To maximize your benefits, you should try to select an in-network provider.
RETAIL PRESCRIIPTIIONSS
Drugs will have a higher copay than those In tier 1. This tier will contain preferred medications that may be generic, single source brand-name drugs 1, or multi-source brand-name drugs 2. Drugs have the lowest copay. This tier will contain low cost and preferred medications that may be generic, single source brand-name drugs 1, or multi-source brand-name drugs 2. Drugs will have a higher copay than those on tier 2. This tier will contain non-preferred and high-cost medications. This will include medications considered generic, single source brand-name drugs 1 and multi-source brand-name drugs 2.
Tier 1
Tier 2
Tier 3
Specialty Drugs.
Tier 4
MAIL ORDER PRESCRIPTIONS You have the option of ordering pharmacy maintenance medications through the mail. This benefit offers the convenience of home delivery as well as lower copays. Mail order prescriptions are available through Cigna. Please call the customer service number on your ID card to see if your prescriptions are eligible for this service. Please contact customer service if you have benefit questions, eligibility or claim questions. Customer Service support is available Monday through Friday from 8:00 am to 5:00 pm at 800.997.1654. You may also manage your medical benefits through the Cigna website, www.myCigna.com. You may access this site 24 hours a day to check your claims, find a provider, order an ID card and more. SPOUSAL AFFIDAVIT You will need to complete a spousal affidavit annually to confirm your spouse does not have access to coverage through their employer. The affidavit must be completed for employees electing either Employee & Spouse or Family medical coverage.
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MEDICAL
The Concrete Company offers the following plans through Cigna. Please reference the Summary Plan Description for more details.
Insurance Carrier: Medical Plan:
Cigna Medical Insurance
HSA/HDHP
GOLD / COPAY
In-Network: Office Visit Copay - Primary Care Office Visit Copay - Specialist Care Urgent Care Copay Emergency Room Care (waived if admitted) Preventative Visit Copay Coinsurance Employee Deductible Family Deductible Employee Out-of-Pocket Max Family Out-of-Pocket Max Inpatient Hospital Outpatient Hospital or Facility Out-of-Network: Coinsurance Employee Deductible Family Deductible Employee Out-of-Pocket Max Family Out-of-Pocket Max Prescription Drugs: ( 30 Day Supply) Tier 1 - Generic Tier 2 - Preferred Tier 3 - Non-Preferred Tier 4 - Specialty
Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance 100% Coinsurance; No Deductible 80%
$25 Copay $50 Copay $60 Copay
$150 Copay; then 80% Coinsurance 100% Coinsurance; No Deductible 80% $2,500 $7,500 $5,000 $10,000 Deductible; then 80% Coinsurance $150 Copay; Ded. then 80% Coinsurance
$3,500 $7,000 $6,300 $12,600
Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance
60% $7,000 $14,000 $18,900 $37,800
60% $5,000 $15,000 $15,000 $30,000
Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance Deductible; then 80% Coinsurance
$15 Copay $40 Copay $75 Copay 80% Coinsurance
RATES: Employee Only Employee + Spouse Employee + Child(ren) Family
Weekly $53.31 $130.85 $118.38 $186.92
Weekly $102.18 $215.58 $194.40 $305.31
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HEALTH SAVINGS ACCOUNT (HSA) The High Deductible Health Care Plan (HDHP) offers a Health Savings Account (HSA). The Concrete Company will contribute the below amounts to your HSA account and you can make additional pre-tax contributions HEALTH SAVINGS ACCOUNT (HSA)
Things to know regarding HSAs:
A Health Savings Account (HSA) is similar in many ways to a Flexible Spending Account (FSA) or Health Reimbursement Arrangement (HRA) – except you get to keep the money in the account. The HSA is a cash account. You may use the cash available in your account at any time. HSA funds – both employee and company money – are completely yours and is 100% vested. If unused, the money rolls over or carries forward from one year to the next. Employee and company money goes into the account tax free. As long as used for eligible expenses, the money comes out tax free. SAVE YOUR RECEIPTS! You may change your contribution election at any time during the year. Any interest income or investment income grows tax-free. To cover yourself or a family member under an HSA, you must be in a qualified High Deductible Health Plan (HDHP) and cannot: Be Medicare eligible
The IRS determines HSA rules and annual maximums, which may increase each year. For 2026 the annual total contribution maximums, including the employer contributions, are: Single Coverage: $4,400 With Dependents: $8,750
HSA funds may be used for:
• •
Medical out-of-pocket expenses, Dental & Vision expenses Over-the-Counter drugs (with a note / prescription from your doctor) COBRA premiums if you leave the company Retiree medical coverage
• •
By IRS rules, HSA funds used for non-eligible expenses are subject to ordinary income tax and an additional 20% penalty. Once you turn 65, an HSA account works similar to an IRA, subject only to ordinary income tax for non tax-free withdrawals. Employees participating in the HDHP/HSA plan will receive the following company contributions in 2026:
• • •
Be able to be claimed under someone else’s taxes Be covered by a traditional-style health plan (PPO, HMO, etc.) Participate in a FSA plan
Coverage Level Single Coverage Employee + Spouse Employee + Child(ren) Employee + Family
Annual / Weekly Contribution* $500 / $9.62
•
HSAs and coverage of adult children under age 26: While the Patient Protection and Affordable Care Act (PPACA) allows parents to add their adult children (up to age 26) to their health plans, the IRS has not changed its definition of a dependent for health savings accounts. If account holders can’t claim a child as a dependent on their tax returns, then they can’t spend HSA dollars on services provided to that child. According to the IRS definition, a dependent is a qualifying child who:
$1,000 / $19.23 $1,000 / $19.23 $1,000 / $19.23
*Annual contribution assumes participation for the full calendar year. Employees enrolling in the HDHP/HSA plan mid-year will receive the contribution for the period enrolled on the plan.
•
Has same principal place of abode as the covered employee for more than one-half of taxable year. Has not provided over one-half of their own support during taxable year. Is not yet age 19 (or if a student; not yet age 24) at the end of the tax year, or is permanently and totally disabled.
•
•
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HEALTH SAVINGS ACCOUNT (HSA)
WHICH PLAN IS RIGHT FOR YOU?
Below are cost illustrations of the POS Plans. Review these to decide what plan is best for you. The HSA account is your own responsibility, and eligibility and compliance are between you and the IRS.
ANNUAL COST EXAMPLE OF EMPLOYEE ONLY COVERAGE FOR A HEALTHY INDIVIDUAL
HDHP $2,772.00
POS $5,313.60
Monthly Deductions, annualized
Preventive Care Visit
No Cost
No Cost $25.00 x 2 = $50.00 $40.00 x 12 = $480.00 (Tier 2 before deductible)
Sick Visits - 2
$100.00 x 2 = $200.00 $50.00 x 12 = $600.00
Monthly Prescription
$3,572.00 ($500.00) $3,072.00
$5,843.60 -0- $5,843.60
Total Expenses Less Company HSA Contribution Total Out of Pocket Expenses
ANNUAL COST EXAMPLE OF FAMILY COVERAGE FOR A HEALTHY FAMILY
HDHP $9,720.00
POS $15,876.00
Monthly Deductions, annualized
Preventive Care Visit
No Cost
No Cost
Sick Visits - 8
$100.00 x 8 = $800.00
$25.00 x 2 = $200.00
Monthly Prescription
$50.00 x 12 = $600.00
$40.00 x 12 = $480.00 $16,556.00 -0- $16,556.00
$11,120.00 ($1,000.00) $10,120.00
Total Expenses Less Company HSA Contribution Total Out of Pocket Expenses
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CIGNA VIRTUAL CARE
Life is demanding. It’s hard to find time to take care of yourself and your family members as it is, never mind when one of you isn’t feeling well. That’s why your health plan through Cigna includes access to minor medical and behavioral/mental health virtual care. Whether it’s late at night and your doctor or therapist isn’t available or you just don’t have the time or energy to leave the house, you can: Access care from anywhere via video or phone. Get minor medical virtual care 24/7/365 – even on weekends and holidays. Schedule a behavioral/mental health virtual care appointment online in minutes. Connect with quality board-certified doctors and pediatricians as well as licensed counselors and psychiatrists. Have a prescription sent directly to your local pharmacy
Convenient? Yes. Costly? No. Medical virtual care for minor conditions costs less than ER or urgent care center visits, and maybe even less than an in-office primary care provider visit.
Minor medical virtual care
Behavioral/Mental health virtual care
Board-certified doctors and pediatricians can diagnose, treat and prescribe most medications for minor medical conditions, such as:
Licensed counselors and psychiatrists can diagnose, treat and prescribe most medications for nonemergency behavioral/mental health conditions, such as:
Addictions Bipolar disorders Child/Adolescent issues Depression Eating disorders Grief/Loss
Postpartum Depression
Acne Allergies Asthma Bronchitis
Insect Bites Joint Aches Nausea Pink eye Rashes Respiratory infections Shingles Sinus infections Skin infections Sore throats Urinary tract infections
Relationship and marriage issues Stress Trauma/PTSD Women’s issues
Cold and flu Constipation Diarrhea Earaches Fever Headaches Infections
Life changes Men’s issues
Panic disorders Parenting issues
To connect with an MDLIVE virtual provider, visit myCigna.com, locate the “Talk to a doctor or nurse 24/7” callout and click “Connect Now.” To locate a Cigna Behavioral Health provider, visit myCigna.com, go to “Find Care & Costs” and enter “Virtual counselor” under “Doctor by Type,” or call the number on the back of your Cigna ID card 24/7.
MDLIVE providers can also conduct virtual wellness screenings.
Connect with virtual care your way.
› › › ›
Contact your in-network provider or counselor Talk to an MDLIVE medical provider on demand on myCigna.com Schedule an appointment with an MDLIVE provider or licensed therapist on myCigna.com Call MDLIVE 24/7 at 888.726.3171
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CIGNA ONE GUIDE
ENJOY EASIER SERVICE
Now that your Cigna One Guide team is by your side
Ready to answer all your health plan questions. And so much more. Let’s face it, understanding and using your health plan isn’t always easy. Well, not to worry. Your Cigna One Guide® team is ready and waiting to help. It’s our highest level of personal support available.
Get care
Simply call us, click-to-chat on myCigna.com or use the myCigna® App . You’ll automatically be connected with a One Guide representative who will help guide you where you need to go. Helping you save money. And stay healthy. Your Cigna One Guide team can help you:
Find an in-network healthcare provider, lab or urgent care center Connect with health coaches, pharmacists and more Connect with dedicated one- on-one support for complex health situations
Click, call or chat. Your personal guide is ready and waiting to help. myCigna.com myCigna App 800.Cigna24
Understand your plan
Save and earn
Learn how your coverage works Get answers to your health care or plan questions
Earn incentives (if provided by your employer) Get cost estimates to avoid surprises
Offered by Cigna Health and Life Insurance Company, Connecticut General Life Insurance Company, or their affiliates. The Apple logo is a trademark of Apple Inc., registered in the U.S. and other countries. App Store is a registered service mark of Apple Inc. Google Play is a trademark of Google LLC. Amazon, Kindle, Fire and all related logos are trademarks of Amazon.com, Inc. or its affiliates. The downloading and use of the myCigna mobile app is subject to the terms and conditions of the app and the online store from which it is downloaded. Standard mobile phone carrier and data usage charges apply. Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and details of coverage, review your plan documents or contact a Cigna representative. All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Connecticut General Life Insurance Company, Cigna Behavioral Health, Inc., Cigna Health Management, Inc., and HMO or service company subsidiaries of Cigna Health Corporation, including Cigna HealthCare of Arizona, Inc., Cigna HealthCare of California, Inc., Cigna HealthCare of Colorado, Inc., Cigna HealthCare of Connecticut, Inc., Cigna HealthCare of Florida, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Indiana, Inc., Cigna HealthCare of St. Louis, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of New Jersey, Inc., Cigna HealthCare of South Carolina, Inc., Cigna HealthCare of Tennessee, Inc. (CHC-TN), and Cigna HealthCare of Texas, Inc. Policy forms: OK - HP-APP-1 et al., OR - HP-POL38 02-13, TN - HP-POL43/HC-CER1V1 et al. (CHLIC); GSA-COVER, et al. (CHC-TN). The Cigna name, logo, and other Cigna marks are owned by Cigna Intellectual Property, Inc.
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The Concrete Company Benefit Guide
MYCIGNA
EASY TO REGISTER. EASY TO USE. Get to know the full value of myCigna.
From programs that help improve your health to tools that help manage your health spending, there’s so much you can do on myCigna.com or the myCigna® app.
Find in-network doctors, hospitals and medical services
Manage and track claims
See cost estimates for medical procedures
Compare quality of care information for doctors and hospitals
Access a variety of health and wellness tools and resources
The myCigna website and app both have an easy, interactive health assessment to help you learn more about your health and what you can do to improve it.
Register today You can register online or through the app.
Feel better-protected
1. Go to the myCigna.com myCigna app 2. Enter 3. Confirm 4. Create
website or launch the
Cigna is as committed to helping protect your health information as we are to protecting your health and well-being. That’s why we take certain steps to enhance the security of your personal health information on the myCigna website and app.
and select “Register Now”
your requested information your identity your security information and provide
your primary email address and submit
› ›
Enhanced registration Two-step authentication
5. Review
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The Concrete Company Benefit Guide
DENTAL
Regular 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 prevent most tooth decay and periodontal disease, and is an important part of maintaining your medical health. Your dental plan is through Cigna and offers “in and out-of-network” benefits.
Cigna Dental Insurance
Insurance Carrier:
Dental PPO $50 Individual / $150 Family $1,000 100%
Plan Type: Calendar Year Deductible Calendar Year Maximum Preventive Services
80% 50% $1000 Maximum / 50% Coinsurance
Basic Services Major Services Orthodontia
RATES:
Weekly
Employee Only Employee + Spouse Employee + Child(ren) Family
$2.85 $6.46 $5.67 $9.29
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The Concrete Company Benefit Guide
VISION
The vision plan covers routine eye exams and also pays for all or a portion of the cost of glasses or contact lenses if you need them. You can feel more confident with dental insurance that encourages routine cleanings and checkups. Dental insurance helps protect your teeth for a lifetime. Your vision plan is through Cigna and offers “in and out-of-network” benefits.
Cigna Vision Insurance
Insurance Carrier:
In-Network $20 Copay $20 Copay $20 Copay $20 Copay
Out-of-Network $45 allowance $32 allowance $55 allowance $65 allowance
Vision Exam Lenses - Single lined Lenses - Bifocal lined Lenses - Trifocal lined
$130 allowance
$71 allowance
Frames
Contacts (in lieu of glasses) • Elective • Frequency: Exam / Lenses / Frames Therapeutic Allowance
$105 allowance $210 allowance
$130 allowance Covered in Full
once every: 12 months / 12 months / 12 months
RATES:
Weekly $1.77 $3.10 $3.37 $5.14
Employee Only Employee + Spouse Employee + Child(ren) Family
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LIFE AND VOLUNTARY LIFE INSURANCE
LIFE INSURANCE
The company provides full-time employees Basic Life and Accidental Death and Dismemberment benefits at no cost to the employee.
VOLUNTARY LIFE INSURANCE
and you may not purchase more for your dependent(s) than you purchase for yourself. Guaranteed Issue (GI) is limited to employees in their New Hire eligibility window. Evidence of Insurability (EOI) will be required for newly elected amounts above the GI or for elections at Annual Enrollment. Rates are age-banded and based on the amount of coverage elected. Benefits begin to reduce at age 65. You may purchase additional life insurance for yourself, your spouse, or your child(ren). You must purchase coverage for yourself in order to purchase coverage for a dependent,
The voluntary life benefit is in addition to the basic life coverage the company provides. The voluntary life plan is 100% employee paid.
Employee
Increments
Available in $10,000 increments
Maximum Benefit
$300,000
Guarantee Issue
$150,000
Spouse
Increments
Available in increments of $5,000
Maximum Benefit
$150,000
Guarantee Issue
$30,000
Children (birth to age 26) Available if the employee or spouse is insured for voluntary coverage
Maximum Benefit
$10,000
Guarantee Issue
$10,000
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SHORT TERM DISABILITY
If a covered illness or injury keeps you from working, Short Term Disability Insurance replaces part of your income while you recover. After you become disabled for 14 days, STD covers 60% of your weekly income, up to a maximum benefit of $1,000 per week. The weekly benefit may be reduced or offset by other sources of income. As long as you remain disabled, you can receive payments for up to 11 weeks.
Monthly Rate
Short Term Disability Calculation 1 Calculate your weekly disability benefit.
Age
0-24 $0.212 25-29 $0.282 30-34 $0.375 35-39 $0.329 40-44 $0.282 45-49 $0.329 50-54 $0.423 55-59 $0.516 60-64 $0.704 65+ $0.704
Max weekly benefit available (if the amount exceeds the plan max of $1,000, enter $1,000.
$________ ÷ 52 = $________ x 60% = $________
Age Your annual earnings
(Max % of income covered)
Your weekly earnings
Monthly Rates
2 Calculate your cost per paycheck. $________ ÷ 10 = $________ x $_______ = $________ x 12 = $_______ ÷ 52 = $__________ Your annual cost Number of paychecks per year Your cost per paycheck Your Rate Your Monthly Cost
Your Weekly Benefit Amount
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FSA & SUPPLEMENTAL INSURANCE
FLEXIBLE SPENDING ACCOUNTS PROVIDED BY
The Flexible Spending Account (FSA) gives you the option to use pre-tax dollars to be reimbursed for out-of-pocket health care expenses that are not covered by a health, dental or vision insurance policy. You have the option to enroll in the Medical Expense FSA or the Dependent Care FSA. Please see the following information to determine which FSA best fits your needs.
The Medical Expense FSA allows you to pay for medical, dental, vision and other “health and welfare” expense with pre-tax dollars. For example, you can use the money in this account to pay for your copays or deductible, as well as the cost for items that are not covered by your insurance, but are approved by the IRS (see IRS publications 502 and 969). You may elect to set aside up to $1,000 per year into your Medical Expense FSA. Please note, if you do not use the entire amount that you have elected to set aside within the calendar year, you can only rollover up to $500 to the next plan year. Dependent Care FSA allows you to use your pre-tax dollars to pay for qualified dependent care. A qualified dependent is under the age of 13, or a spouse/dependent who is disabled and cannot care for themselves and live with for more than 6 months of the year. You can contribute up to $5,000 per family per year ($2,500 if you are married and do not file a joint tax return) in the Dependent Care FSA. To see a full list of qualified Dependent Care FSA expenses see IRS publication 503.
AFLAC SUPPLEMENTAL INSURANCE
Aflac is insurance that helps cover expenses major medical doesn’t. It provides predetermined benefits that are paid regardless of any other insurance you have.
The Concrete Company provides employees with the option to purchase Aflac Supplemental insurance plans that pay in addition to any other insurance you may have. This coverage is paid for by you. See below for examples of plans available:
Accident Cancer Plan Hospital Indemnity Intensive Care Life Short and Long-Term Disability
• • • • • •
CONTACT YOUR HR REPRESENTATIVE FOR MORE INFORMATION.
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ADDITIONAL INFORMATION
401(K) PLAN
ADMINISTERED BY EMPOWER
Personal Time Off (PTO) Upon completion of 60 days of continuous employment, employees qualify to participate in our 401(k) plan on the 1st day of the following month. Upon qualifying, all employees will be enrolled with an initial contribution level of 3% of their pay, automatic with a 1% increase each year up to 8%, unless they opt out of the enrollment. Newly eligible participants will be mailed a Summary Plan Description of the plan, educational materials, and online enrollment instructions. For every $1.00 you contribute to the plan, the Company contributes $0.50 up to the first 8%. The Company’s Personal Time Off (PTO) policy is a part of the benefits package extended to employees and is designed to provide employees with the opportunity to balance their work and home lives. After completion of 90 days of employment with the Company, PTO is accrued on a monthly basis starting with 20 hours at 3 months; 40 hours at 6 months; 80 hours at 1 year; increasing periodically to 160 hours at 15 years of employment.
HOLIDAYS The following days will be considered Company Holidays:
- New Year’s Day - Memorial Day - Independence Day
- Labor Day - Thanksgiving Day & Day after - Christmas Eve and Christmas Day
JURY DUTY The company will make up the difference between an employee’s jury duty pay and the pay the employee would normally have received at work. [Not to exceed 8 hours per day, for a maximum of 10 consecutive days, for full time regular employees who have completed 90 days of continuous service and who are required to serve on a jury.] BEREAVEMENT LEAVE Full time regular employees who have completed 90 days of continuous service may request up to 3 workdays off due to the death of an employee’s spouse, parent, child, grandparent or sibling. 2 days of the leave will be paid to hourly employees at their regular rate of pay. To be eligible for holiday pay, hourly employees must have completed 90 days of continuous service, and work the day prior to and the day following the holiday (provided these are workdays and you are not on vacation). When a holiday falls on a weekend, advance notice will be given on whether the Friday before, or the Monday after will be considered the holiday. Leave is granted to employees under certain circumstances. Refer to the Employee Handbook on how and/or when you qualify to participate in these benefits. Follow the procedures as outlined in the handbook. FAMILY AND MEDICAL LEAVE, LEAVE OF ABSENCE, MILITARY LEAVE OF ABSENCE
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FREQUENTLY ASKED QUESTIONS
What is an in-network vs out-of-network provider? Cigna contracts with a wide range of doctors, as well as specialists, hospitals, labs, radiology facilities and pharmacies. These are the providers that are considered “in your network”. Specifically, each of these providers has agreed to accept Cigna’s contracted rate for your medical care and services rendered. The contracted rate includes both Cigna’s share of the cost, and the member’s. Your share may be in the form of a co-payment, deductible, or co-insurance. For example, Cigna’s contracted rate for a primary care visit might be $125. The Plan has a $25 co-payment for the visit; the member will pay $25 of the cost and your insurance plan will pay the remaining $100. An “out-of-network” provider is a medical doctor or facility that is not in contract with Cigna. This means that the provider may charge members higher rates for medical services and care, outside of the standard “in-network” rates. For example, an out-of-network provider may charge $200 for a primary care visit. Cigna may pay an adjustment of an out-of-network benefit of $80 dollars to the provider, so the member may be balance-billed for the remaining $120 cost of the visit. When can I change my beneficiary information for my Basic Life Insurance? Anytime! It is important that all beneficiary information be kept up-to-date. You may need to change it after a marriage, divorce, or birth of a child. What is included in the Medical Out-of-Pocket maximum? What is included in the Pharmacy Out-of- Pocket maximum? The Medical Out-of-Pocket maximum is the maximum amount a member must pay during the policy year for covered essential health benefits. The OOP includes a member’s deductible and any coinsurance member responsibility. The Pharmacy OOP includes only pharmacy co-pays. The Medical OOP does NOT include monthly premiums, or billing from out-of-network providers.
Term
Definition
Network Office Visit (PCP)
The “per visit” co-pay cost for a primary care or standard network doctor.
The “per visit” co-pay cost for a specialized doctor (cardiologist, OB/GYN, orthopedic, gastrointestinal, etc.)
Specialist Office Visit
The amount of money a member owes for any In-network health care services before co-insurance coverage begins. These are generally services that are NOT covered under a standard co-pay (inpatient surgery, outpatient surgery, MRI, etc.) Deductibles run on a calendar year basis. After any applicable deductible is met, the remaining cost of any in-network health care service is divided between the insurance carrier and the member. A 70% / 30% network co- insurance would divide the cost of a service with 70% paid by the insurance carrier and 30% paid by the member. These are generally services that are NOT covered under a standard co-pay (inpatient surgery, outpatient surgery, MRI, etc.) The maximum amount a member must pay during the policy year for covered essential health benefits. The OOP includes a member’s deductible, any co-insurance member responsibility, primary care and specialist office visit co-pays, ER or Urgent Care co-pays, and prescription co-pays / costs. The OOP does NOT include monthly premiums, billing from out-of-network providers, or spending for non-essential health benefits. The cost of a one month supply of a prescription drug. All covered drugs are designated into tiered levels based on drug usage, cost, and clinical effectiveness. Tier 1 usually includes generics, while Tier 2 generally includes preferred brand name medications. Tier 3 typically includes non-preferred brand name medications, Tier 4 usually includes higher cost drugs and Specialty Drugs are covered under a separate tier.
Network Deductible
Co-Insurance
Network Out-of-Pocket Maximum (OOP)
Prescription Drug Tiers and Monthly Co-Pays
The Concrete Company Benefit Guide 18 |
CONTACT INFORMATION
The Concrete Company Human Resources
Tammy Hammonds - thammonds@theconcreteco.com (706) 569-4449
Yates Benefit Broker / Agency
Billy Eissler - beissler@yatesins.com (404) 486-2239
COVERAGE
PROVIDER
PHONE NUMBER
WEBSITE
Medical
Cigna
(800) 997-1654
www.mycigna.com
Cigna
(800) 997-1654
www.mycigna.com
Dental & Vision
Life and Disability
Guardian
(888) 600-1600
www.guardianlife.com
Medcom
(800) 523-7542
medcom.wealthcareportal.com
Flexible Spending Account
Supplemental Life Insurance
AFLAC
(800) 992-3522
www.aflac.com
401(k)
(800) 338-4015
www.empowermyretirement.com
Empower
Medcom
Health Savings Account
See HSA debit card
www.mycigna.com
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19
The Concrete Company Benefit Guide
My Notes
Foley Products Company Benefit Guide |
20
Legal Notices - CHIP
If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov. Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.
If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA(3272).
If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of July 31, 2025. Contact your State for more information on eligibility –
ALABAMA – Medicaid
ALASKA – Medicaid
The AK Health Insurance Premium Payment Program Website: http://myakhipp.com/ Phone: 1-866-251-4861 Email: CustomerService@MyAKHIPP.com Medicaid Eligibility: https://health.alaska.gov/dpa/Pages/default.aspx
Website: http://myalhipp.com/ Phone: 1-855-692-5447
ARKANSAS – Medicaid
CALIFORNIA – Medicaid
Health Insurance Premium Payment (HIPP) Program Website: http://dhcs.ca.gov/hipp Phone: 916-445-8322 Fax: 916-440-5676 Email: hipp@dhcs.ca.gov
Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855-692-7447)
COLORADO – Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+)
FLORIDA – Medicaid
Health First Colorado Website: https://www.healthfirstcolorado.com/ Health First Colorado Member Contact Center: 1-800-221-3943/State Relay 711 CHP+: https://hcpf.colorado.gov/child-health-plan-plus CHP+ Customer Service: 1-800-359-1991/State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.mycohibi.com/ HIBI Customer Service: 1-855-692-6442
Website: https://www.flmedicaidtplrecovery.com/flmedicaidtplreco very.com/hipp/index.html Phone: 1-877-357-3268
Legal Notices - CHIP Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
GEORGIA – Medicaid
INDIANA – Medicaid
GA HIPP Website: https://medicaid.georgia.gov/health-insurance- premium-payment-program-hipp Phone: 678-564-1162, Press 1 GA CHIPRA Website: https://medicaid.georgia.gov/programs/third-party- liability/childrens-health-insurance-program- reauthorization-act-2009-chipra Phone: 678-564-1162, Press 2
Health Insurance Premium Payment Program All other Medicaid Website: https://www.in.gov/medicaid/ http://www.in.gov/fssa/dfr/ Family and Social Services Administration Phone: 1-800-403-0864 Member Services Phone: 1-800-457-4584
IOWA – Medicaid and CHIP (Hawki)
KANSAS – Medicaid
Medicaid Website: Iowa Medicaid | Health & Human Services Medicaid Phone: 1-800-338-8366 Hawki Website: Hawki - Healthy and Well Kids in Iowa | Health & Human Services Hawki Phone: 1-800-257-8563 HIPP Website: Health Insurance Premium Payment (HIPP) | Health & Human Services (iowa.gov) HIPP Phone: 1-888-346-9562
Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884 HIPP Phone: 1-800-967-4660
KENTUCKY – Medicaid
LOUSIANA - Medicaid
Kentucky Integrated Health Insurance Premium Payment Program (KI-HIPP) Website: https://chfs.ky.gov/agencies/dms/member/Pages/kihi pp.aspx Phone: 1-855-459-6328 Email: KIHIPP.PROGRAM@ky.gov KCHIP Website: https://kynect.ky.gov Phone: 1-877-524-4718 Kentucky Medicaid Website: https://chfs.ky.gov/agencies/dms
Website: www.medicaid.la.gov or www.ldh.la.gov/lahipp Phone: 1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP)
MAINE – Medicaid
MASSACHUSETTS – Medicaid and CHIP
Enrollment Website: https://www.mymaineconnection.gov/benefits/s/? language=en_US Phone: 1-800-442-6003 TTY: Maine relay 711 Private Health Insurance Premium Webpage: https://www.maine.gov/dhhs/ofi/applications-forms Phone: 1-800-977-6740 TTY: Maine relay 711
Website: https://www.mass.gov/masshealth/pa Phone: 1-800-862-4840 TTY: 711 Email: masspremassistance@accenture.com
Legal Notices - CHIP Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
MINNESOTA – Medicaid
MISSOURI – Medicaid
Website: http://www.dss.mo.gov/mhd/participants/pages/hipp.ht m Phone: 573-751-2005
Website: https://mn.gov/dhs/health-care-coverage/ Phone: 1-800-657-3672
TEXAS – Medicaid
UTAH – Medicaid and CHIP
Utah’s Premium Partnership for Health Insurance (UPP) Website: https://medicaid.utah.gov/upp/
Email: upp@utah.gov Phone: 1-888-222-2542 Adult Expansion Website:
Website: Health Insurance Premium Payment (HIPP) Program | Texas Health and Human Services Phone: 1-800-440-0493
https://medicaid.utah.gov/expansion/ Utah Medicaid Buyout Program Website: https://medicaid.utah.gov/buyout-program/ CHIP Website: https://chip.utah.gov/
VERMONT– Medicaid
VIRGINIA – Medicaid and CHIP
Website: https://coverva.dmas.virginia.gov/learn/premium- assistance/famis-select https://coverva.dmas.virginia.gov/learn/premium- assistance/health-insurance-premium-payment-hipp- programs Medicaid/CHIP Phone: 1-800-432-5924
Website: Health Insurance Premium Payment (HIPP) Program | Department of Vermont Health Access Phone: 1-800-250-8427
WASHINGTON – Medicaid
WEST VIRGINIA – Medicaid and CHIP
Website: https://dhhr.wv.gov/bms/ http://mywvhipp.com/ Medicaid Phone: 304-558-1700 CHIP Toll-free phone: 1-855-MyWVHIPP (1-855-699-8447)
Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022
WISCONSIN – Medicaid and CHIP
WYOMING – Medicaid
Website: https://www.dhs.wisconsin.gov/badgercareplus/p- 10095.htm Phone: 1-800-362-3002
Website: https://health.wyo.gov/healthcarefin/medicaid/programs -and-eligibility/ Phone: 1-800-251-1269
Legal Notices - CHIP
Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272)
U.S.Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565
To see if any other states have added a premium assistance program since July 31, 2025, or for more information on special enrollment rights, contact either:
Paperwork Reduction Act Statement According to the Paperwork Reduction Act of 1995 (Pub. L. 104-13) (PRA), no persons are required to respond to a collection of information unless such collection displays a valid Office of Management and Budget (OMB) control number. The Department notes that a Federal agency cannot conduct or sponsor a collection of information unless it is approved by OMB under the PRA, and displays a currently valid OMB control number, and the public is not required to respond to a collection of information unless it displays a currently valid OMB control number. See 44 U.S.C. 3507. Also, notwithstanding any other provisions of law, no person shall be subject to penalty for failing to comply with a collection of information if the collection of information does not display a currently valid OMB control number. See 44 U.S.C. 3512. The public reporting burden for this collection of information is estimated to average approximately seven minutes per respondent. Interested parties are encouraged to send comments regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to the U.S. Department of Labor, Employee Benefits Security Administration, Office of Policy and Research, Attention: PRA Clearance Officer, 200 Constitution Avenue, N.W., Room N-5718, Washington, DC 20210 or email ebsa.opr@dol.gov and reference the OMB Control Number 1210-0137. OMB Control Number 1210-0137 (expires 1/31/2026)
Legal Notices - Exchange Notice
Legal Notices - Exchange Notice
The Concrete Company
58-0670060
PO Box 2447
31902
Columbus
GA
Tammy Hammonds
thammonds@theconcreteco.com
Full-time Employees (30 hours per week)
x
x
x
Legal Notices - Exchange Notice
The Concrete Company Benefit Guide 28 |
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