An overview of the wide array of benefits provided by Veronica Beard to help you enjoy increased well-being and financial security
PREPARED BY BRIO BENEFITS FOR VERONICA BEARD
3
INTRODUCTION
4
WHAT’S NEW FOR 2024?
5
HOW DO I ENROLL?
6
ELIGIBILITY
7
WHEN YOU CAN ENROLL
8
MEDICAL & PHARMACY BENEFITS
9
MEDICAL PLAN OPTIONS
HEALTH SAVINGS ACCOUNT (HSA) & TELEMEDICINE
1 0
11
DENTAL PLAN OPTIONS
1 2 1 3 1 4 1 5 1 6
VISION PLAN
EMPLOYEE PRE-TAX CONTRIBUTIONS
LIFE AND AD&D
DISABILITY
VOLUNTARY ACCIDENT
17
FLEXIBLE SPENDING ACCOUNTS
1 8 2 1 2 2
ADDITIONAL BENEFITS
GLOSSARY
IMPORTANT CONTACT INFORMATION
Welcome to Veronica Beard Employee Benefits Program!
Veronica Beard cares about its employees and we’re continually making improvements to make Veronica Beard a a great place to work. We recognize that Veronica Beard’s most valuable resource is its employees and that the health and wellness of our employees has a direct impact on the continued success of the Company. We are pleased to announce that our program is evolving. Wellness is more than just physical health – wellness encompasses career, financial, social and emotional aspects as well. This benefits guide will provide information around the various plan designs available to you and your family.
Sincerely, Human Resources
PLEASE NOTE: This overview has been prepared to briefly highlight key features of your plan and is not to replace company policy or your insurance contract or booklet. We have compiled information into summary form to answer questions we most commonly receive. Please refer to the insurance carrier’s contracts and booklets for more detailed information and plan limitations. Actual claims paid are subject to the terms and conditions of the individual carrier’s contracts. In regards to Company Policies please refer to the Policy for full details.
Introductio n
LOG ON TO ADP BENEFITS PORTAL TO ENROLL
1. Access the Employee Self Service Web site WWW.WORKFORCENOW.ADP.COM 2. Click User Login . 3. Enter your User ID and Password & click Log In. 4. Click Start Enrollmen t on Enrollment Splash Page or navigate to Enrollment screen by clicking on Myself > Benefits > Enrollments .
MEET ALEX!
WHO IS ALEX AND HOW CAN IT HELP ME?
We understand that making decisions around benefits is important to all of our employees, but at times can be both difficult and confusing.
To enhance your understanding and to make YOUR benefit experience easier, we are excited to offer ALEX, a virtual benefit counselor. ALEX is an interactive decision making support tool that can help you decide which benefit options are right for YOU! Think of it as your personal guide that helps you make important benefit decisions.
HERE ARE A COUPLE OF IMPORTANT THINGS TO KNOW ABOUT THE ALEX TOOL:
It’s personalized, so you can see which plan makes the most sense for YOU, not your coworkers, or your boss, or even me, your local benefits genius. It's fun to use. There’s no boring insurance jargon or complicated legal jibber -jabber. It’s confidential, so you can get the guidance you need without revealing all of your fascinating secrets. It’s available all year! You can find out information about your benefits at any time and your significant other can use it as well! *Please be aware that Alex is a support tool and NOT where you make your actual benefit elections
SEE HOW ALEX CAN HELP AT: www.myalex.com/veronica-beard/2024
YOU VOICED YOUR OPINION AND WE LISTENED…
New Medical Carrier – Meritain Health • We are offering a lower cost High Deductible plan
• Rates for Employee plus Dependents have been reduced • Reduced Urgent Care copays for EPO and PPO plans • With the High Deductible plan offering we are introducing a Health Savings Account
Enhanced Parental Leave • Providing Enhanced Short-term Disability Payments • Introducing Bonding Leave for all new parents
Telemedicine through Teladoc • New best-in-class carrier for our 24/7 offering
Travel for Reproductive Rights • We are now offering Medical Travel for ALL our associates. This will supply access to travel to any type of medical travel, including reproductive services, if not accessible within 100 miles up to IRS limitations. This is completely confidential, and you will be able to work with Meritain directly.
Increased Basic Life Insurance coverage – 1x salary up to $50,000
Reduced eligibility waiting period – now 1 st of the month following 30 days from date of hire
Eligibility
WHO IS ELIGIBLE?
DEPENDENT VERIFICATION
If you are enrolling your spouse, domestic partner or child(ren) to your health insurance, you must submit dependent verification within 30 days of the enrollment date to Human Resources. Failure to provide supporting documentation will result in the removal of your dependent(s) from coverage.
All active full-time employees who work at least 30 average hours per week are eligible for benefits. Your benefits are effective on the first of the month following 30 days of your hire date. If you do not enroll during this time period, you will not be eligible for benefits until the next Open Enrollment, unless you have a Qualifying Life Event Change.
TAXATION of DOMESTIC PARTNER BENEFITS
It is important to note the taxation differential resulting from spouse vs. domestic partner coverage. Team members with domestic partners (non- spouses) are taxed on the employer portion of the benefits provided to the partner (imputed income) and the team member must contribute on an after tax basis for the portion of the benefits for the domestic partner. Team members are advised to speak with the tax expert regarding treatment for their benefits.
ELIGIBLE DEPENDENTS
• Spouse – An individual to whom you are legally married. • Domestic partner (same or opposite sex) – An individual with whom you are in a relationship with and share a dwelling. Completion and approval of a Domestic Partner Affidavit is required. An affidavit will be provided by Human Resources. • Your or your spouse’s child who is under age 26, including a natural child, stepchild, a legally adopted child, a child placed for adoption or a child for whom you or your spouse are the legal guardian. • An unmarried child, age 26 or older, who is disabled and dependent upon you. Disabled dependent must be covered prior to age 26 to continue benefit.
3
QUALIFYING LIFE EVENT
NEW HIRES/ NEWLY ELIGIBLE FOR BENEFITS
When you are first hired or become eligible for benefits (your benefits are effective on the 1 st of the month following 30 days after your full time hire date), you have 30 days to enroll for benefits. Your benefits effective date will be communicated to you at that time. If you do not enroll within your enrollment time period, you will not be eligible for benefits until the next Open Enrollment, unless you have a Qualifying Life Event.
During the year you may be able to make changes to your current benefit elections based on a qualifying life event (ie: Marriage, Divorce, Birth of Baby, Loss of coverage, etc). You will only have 30 days of such event to add, change, or drop coverage. Contact a member of the Human Resources department for a complete explanation of qualifying life event changes.
OPEN ENROLLMENT
During Open Enrollment, you will have the opportunity to enroll or make changes to your benefit elections. You must enroll by the Open Enrollment deadline for your benefits to be effective January 1 st . Except for a Qualifying Life Event, you will not be able to change your elections until the next year’s Open Enrollment.
Pharmacy
Medical You have three medical plans to choose from. The medical plans provide comprehensive coverage but are different in how they are designed. You decide which Meritain Medical plan best meets your needs:
Capital Rx will administer your prescription drug benefits
• You will receive an ID card with both Meritain and Capital Rx information on the card • Contact Capital Rx with any questions about your prescription drug coverage
HDHP Plan EPO Plan
• •
Important Note for Mail Order and Specialty Drugs:
PPO Buy-Up Plan
•
• If you wish to receive your prescription(s) by mail or if you have specialty medication, you will need to fill them through Optum Rx. • Call Capital Rx at (888) 832-2779 and follow the prompts for “medications delivered to your home” or “specialty pharmacy” and ask your doctor to send an electronic prescription to Optum Rx.
Meritain MEDICAL PLANS
Meritain, a subsidiary of Aetna, is the administrator of your medical plan. Meritain issues ID cards, processes claims, and handles service issues.
All three Meritain medical plan options use the Aetna Choice POS II network. Your provider must send claims to Meritain (not Aetna) at the address on the back of your ID card to avoid delays in processing. Both the HDHP Plan and the PPO Buy-Up Plan have coverage for Out of Network services. Your out-of- pocket costs will be less for in-network care. If you seek care from an out-of-network doctor, you’ll pay a greater percentage of the cost.
Visit www.youtube.com/watch?v=5daoWPGLSHA for an introductory video to CapitalRx .
** For illustrative purposes only. Please refer to your plan documents for all plan details
HDHP Plan
EPO Plan
PPO Buy-Up Plan
In Network Coverage
Network
Aetna Choice POS II
Aetna Choice POS II
Aetna Choice POS II
Deductible (Plan Year)
$3,000 / $6,000
$1,500 / $3,000
$1,000 / $2,000
Coinsurance
You Pay 10%
You Pay 20%
You Pay 10%
Out of Pocket Maximum $5,000 / $10,000
$4,500 / $9,000
$5,000 / $10,000
Employer HSA Contribution
$250
None
None
Preventive
100% Covered
100% Covered
100% Covered
Primary / Specialist Visit
10% After Deductible
$30 / $60
$25 / $50
Urgent Care
10% After Deductible
$25 Copay
$25 Copay
$10 Copay, After Deductible
Teladoc Medical
$10 Copay
$10 Copay
Teladoc Mental Health 10% After Deductible
$60 Copay
$50 Copay
Inpatient & Outpatient Hospital
10% After Deductible 20% After Deductible 10% After Deductible
Emergency Room 10% After Deductible
$400 Copay
$400 Copay
Rx Deductible
Included in Medical
$100 / $200
$100 / $200
Rx Copays (Retail – 30 days)
$10/$50/$80
$10/$50/$80
$10/$50/$80
Rx Copays (Mail Order – 90 days)
2.5X Retail
2X Retail
2X Retail
Out of Network Coverage
Deductible
$5,000 / $10,000
$3,000 / $6,000
No out of network coverage
Coinsurance
30%
30%
Out of Pocket Maximum $10,000 / $20,000
$5,000 / $10,000
The best way to verify whether your doctor, lab or hospital participates in the Aetna Choice POS II Network is to call the provider and ask. You can also search online at www.aetna.com/docfind/custom/mymeritain/ or call customer service at (800) 925.2272.
** For illustrative purposes only. Please refer to your plan documents for all plan details
Health Savings Account
2024 IRS Maximum Contribution Limits for HSA
By enrolling in the HDHP medical plan, you could be eligible to save money on a pre-tax basis by contributing to a Health Savings account to pay for future medical expenses including: • Copays, coinsurance • Insurance premiums • Prescription drugs • Doctor visits and surgeries • Over-the-counter medication (first aid, allergy, asthma, cold/flu, heartburn, etc.)
Employee Only Enrollment
$4,150
Family Enrollment
$8,300
Employees Age 55 and up
$1,000 additional “catch - up” contribution
Once the account is open it will be funded with $250 for annual expenses
Dental and orthodontia
• •
Visit www.healthequity.com OR hsastore.com/hsa-eligibility-list to see all qualified HSA expenses
Vision expenses (frames, contacts, prescription sunglasses, etc.)
TELADOC
VIRTUAL VISITS Access to care online at anytime
Access 24/7/365 medical advice by phone, website or mobile app. Virtual visits give you access to care outside of regular doctor’s office hours. Employees and covered dependents enrolled in a medical plan through Meritain are eligible to use the program. Through Meritain, you have access to Teladoc – the largest U.S. provider of telephonic and virtual care doctor visits U.S.-based, board-certified and state- licensed doctors that are specially trained in telemedicine
** For illustrative purposes only. Please refer to your plan documents for all plan details
You’ll have access to the MetLife Plan Dental network. Visit https://providers.online.metlife.com/findDentist to find a dentist or call (800) 942-0854.
Key Features
Low Plan
High Plan
Annual Deductible Individual | Family
$50 | $150
$25 | $75
Calendar Year Plan Max
$1,000 per person
$3,000 per person
Preventive Care Benefits
NoCharge
NoCharge
Basic Services
You pay 20% after deductible
You pay 20% after deductible
Major Services
You pay 50% after deductible
You pay 50% after deductible
$1,000permember (children to age 19 ONLY)
Orthodontia Lifetime Max
$1,000 per member (adult or child)
CHILDREN ONLY (to age 19)
Adults and Children (to age 19)
Orthodontia
You pay 50% after deductible
You pay 50% after deductible
Orthodontia Lifetime Max
$1,000
$1,500
** For illustrative purposes only. Please refer to your plan documents for all plan details
Vision Plan
Yourvisionplanis administered by MetLifeutilizing the MetLifeVisionPPOnetwork. To find an in-network provider, visit www.metlife.com/insurance/vision-insurance.
Vision Benefit
In-Network
Frequency
Eye Exam
$10copay
Once every 12 months
Lenses
100% after $25copay
Once every 12 months
Frames
$150 allowance, after $25 eyewear copay
Once every 12 months
Contacts
Elective
$150 allowance
Once every 12 months
Medically Necessary
Covered in full, after $25 eyewear copay
** For illustrative purposes only. Please refer to your plan documents for all plan details
What You Pay
Meritain Medical
HDHP Plan
EPO Plan
PPO Plan
Per Paycheck
Per Paycheck
Per Paycheck
Employee
$52.43
$96.41
$218.93
Employee + Spouse
$279.63
$347.09
$535.16
Employee + Child(ren)
$251.66
$312.38
$481.64
Employee + Family
$419.44
$520.63
$802.74
MetLife Dental Base Plan
MetLife Dental Buy-Up Plan
Per Paycheck
Per Paycheck
Employee
Employee
$0.00
$5.69
Employee + Spouse
Employee + Spouse
$8.90
$30.10
Employee + Child(ren)
Employee + Child(ren)
$11.62
$34.11
Employee + Family
Employee + Family
$22.68
$63.79
MetLife Vision through VSP
Per Paycheck
Employee
$0.00
Employee + Spouse
$3.02
Employee + Child(ren)
$2.10
Employee + Family
$5.40
** For illustrative purposes only. Please refer to your plan documents for all plan details
Basic Life / AD&D
Plan Features
Basic Life & AD&D
Employee Benefit Amount
1X Base Salary, Up to $50,000
The following shows how much benefits are reduced at certain ages:
Age Band
Benefit Reduction
65
65%
70
50%
Voluntary Life / AD&D
Plan Features
Voluntary Life
Employee Benefit Amount Guarantee Issue Amount
5x Annual Salary, up to $500,000 5x Annual Salary, up to $100,000 100% of EE’s Amount, up to $250,000
Spouse Benefit Amount
Child Life Benefit Amount
100% of EE’s Amount, up to $10,000
Accelerated Death Benefit
80% Up to $400,000 The following shows how much benefits are reduced at certain ages: Age Band Benefit Reduction 65 65% 70 50%
** For illustrative purposes only. Please refer to your plan documents for all plan details
Short Term Disability
Plan Features
Short Term Disability
Employee Benefit Amount
60% of Weekly Earnings
Maximum Benefit Amount
$2,500
Elimination Period (Accident& Sickness)
7 days
Benefit Duration
Up to 12 weeks
Long-Term Disability
Plan Features
Long Term Disability
Employee Benefit Amount
60% of Monthly Earnings
Maximum Benefit Amount
$5,000
Elimination Period (Accident)
90 days
Benefit Duration
Social Security Normal Retirement Age
** For illustrative purposes only. Please refer to your plan documents for all plan details
Protect your family’s finances with Accident Insurance from Mutual of Omaha.
An accident insurance policy supplements your medical coverage and provides a cash benefits for injuries you or an insured family member sustain from an accident. This benefit can be used to pay out-of-pocket medical expenses, help supplement your daily living expenses and cover unpaid time off work.
Benefit
Coverage
Coverage
24 hour
Ambulance
Up to $1,000
Emergency / Initial Treatment - Emergency Room - Urgent Care - Doctor
Rates (Bi-Weekly)
$150 $100 $75
Employee
$4.24
Employee + Spouse
$6.59
Diagnostics (Xray, MRI, CT)
Up to $200
Employee + Child(ren)
$7.84
Hospitalization - Admission - Confinement Injury Benefits - Dislocations - Fractures - Lacerations
Family
$10.50
$1,000 Up to $200 per day
Up to $3,000 Up to $2,600 Up to $600
Follow Up Care - General Follow Up - Physical Therapy
$75 for 6 $25 for 6
** For illustrative purposes only. Please refer to your plan documents for all plan details
DEPENDENT CARE REIMBURSEMENT FSA
Flexible spending accounts (FSA) provide you with an important tax advantage that can help you pay health care and dependent care expenses on a pre-tax basis. As an eligible employee, you can set aside a portion of your pre-tax salary in an account, and that money is deducted from your paycheck over the course of the year. The amount you contribute to the FSA is not subject to social security (FICA), federal, state or local income taxes – effectively adjusting your annual taxable salary.
The Dependent Care Reimbursement FSA allows you to use pre-tax dollars toward qualified dependent care. Care must be for a tax-dependent child under age 13 who lives with you, or a tax-dependent spouse or child who lives with you and is incapable of caring for themselves. Also, the care must be needed so that you and your spouse (if applicable) can go to work. Care must be given during normal working hours and cannot be provided by another one of your dependents. Typical expenses include baby- sitters, nursery schools, pre-schools, and day care centers.
HEALTH CARE REIMBURSEMENT FSA
The Health Care Reimbursement FSA allows you to pay for certain IRS-approved health care expenses not covered by your insurance or reimbursed by any other benefit plan. Eligible expenses include those incurred by you, as well as your spouse and/or dependents. Typical expenses include co- pays, coinsurance, deductibles, and prescription drug expenses. For more information about eligible expenses, please refer to IRS Publication 502 available at www.irs.gov/pub/irs-pdf/p502.pdf or go to www.fsastore.com The 2024 annual maximum contribution to the Health Care Flexible Spending Account is $3,200, with a rollover limit of $640
The 2024 annual maximum contribution to the Dependent Care Reimbursement FSA is $5,000
FSA - “USE IT OR LOSE IT” RULE Healthcare HSA and Dependent Care FSA account runs on a plan year basis. The current plan year is from January 1, 2024 through December 31, 2024; claims can only be for services/expenses incurred between January 1, 2024 through December 31, 2024
The FSA and DCFSA plan year will run from January 1, 2024 through December 31, 2024
Participants MUST re-enroll in the FSA Accounts each year
COMMUTER ACCOUNTS ▪
Flex Transit is a monthly election. Employees can change their pre-tax deductions at anytime during the plan year, based on their current month’s expenses. Unused funds roll over into the next year provided they stay enrolled in the plan. ▪ Save on your commute by contributing pretax dollars towards transit expenses. These plans are administered by HealthEquity, and funds can be accessed via your FSA card.
The 2024 monthly maximum contribution to Transit and Parking FSA accounts is $315. Totaling $600/per month for both .
EMPLOYEE ASSISTANCE PROGRAM (EAP)
401k RETIREMENT PLAN
Counseling by phone and face-to-face. When you’re feeling stressed, worried or having a tough time, you may want someone to talk to. You and your household family members can call Mutual of Omaha anytime, 24/7, and talk with a licensed counselor. You and your family members are eligible for up to three counselor visits for each issue or concern, at no cost to you.
We are committed to helping our employees achieve their long-term financial goals. That's why we offer a robust 401(k) program designed to empower you to save for retirement with ease and confidence. • All employees will be eligible to participate in the 401(k) Plan the first of the month following meeting the eligibility requirements of the Plan: Age 21 and 3 months of service. • Participants that have completed at least 1,000 hours (approximately 6 months) during the Plan Year and who are employed on the last day of the Plan Year (December 31) are eligible for matching. • Company match is $0.30 on every $1 employee deferral up to 60% of salary. • There is a 5-year vesting schedule as follows - after year 1 – 20%, after year 2 – 40%, after year 3 – 60%, after year 4 – 80% and after year 5 – 100%. • Immediate rollovers are available for qualified 401(k) balances from other companies.
BUSINESS TRAVEL & ACCIDENT
In addition to the insurance protection provided by your insurance plan, you have access to your travel assistance services around the world. These services include, but not limited to: Access to real- time destination-based health, security, and travel-related resources and self-service tools before or during travel excursions, including security alerts and country profiling. • Medical Assistance: • Travel Assistance: including emergency travel arrangements, Lost/ stolen personal item assistance, translator or interpreter assistance, and so much more. • Security Assistance: Access to 24/7 security assistance and safety advice including on the ground crisis response for security, natural disaster, or political evacuation and repatriation
EMPLOYEE REFERRAL PROGRAM
At Veronica Beard, we believe that our employees are our most valuable asset, and we understand the importance of creating a talented and diverse workforce. Our employee referral program is an initiative designed to reward YOU for helping us find top talent to join the VB family. As such we encourage you to spread the word about our open roles among your professional and personal networks. Your referrals could make a significant difference in our growth and success. For more details on the rules and rewards, please refer to the Employee Referral program posted on ADP.
TIME OFF BENEFITS Don't forget about these important Time Off benefits that help complete your Veronica Beard total rewards package!
PAID TIME OFF (PTO) – NY CORPORATE OFFICE
SUMMER FRIDAYS (Corporate Only)
Taking time away from the office is important for both our physical and mental health. We offer a Paid time off policy to ensure that associates have time set aside for the well-earned vacation or unscheduled for the unexpected sick day. This bank will also allow us to celebrate the diversity of our team and allow those days that mean the most to you- be it a religious observance, cultural event, or your own birthday to name a few. Your PTO can be used throughout the calendar year and will reset on January 1 st of each year.
With school out and longer days, the summer remains a special time of year. We are pleased to offer “Summer Fridays” beginning on the Friday before Memorial Day through the Friday before the Labor Day weekend. For more details on the rules and rewards, please refer to the Employee Referral program posted on ADP. Our hope is that each of you is able to take advantage of Summer Fridays to get a head start on the weekend to rest and relax and enjoy the summer!
REMOTE DAYS (Corporate Only)
We feel it is important that our teams are together in office on a regular basis to drive collaboration and increase efficiency in the ways we work so we can continue to achieve great things. While we do feel it is important to be in the office regularly, we want our team members to have the flexibility that remote work offers. Flexible Remote Days are intended to provide you with 15 additional days throughout the year to work remotely on days that best suit you.
PARENTAL LEAVE
FERTILITY COVERAGE
We are excited to announce a significant enhancement to our employee benefits - a new and improved parental leave policy! We will provide parental leave for all full-time employees who have been with the company for at least one year. There are two types of benefits: Enhanced Post - Partum Disability leave and Paid Bonding Leave . These leaves will run concurrently with FMLA and all other state and federal leaves/laws. This policy reaffirms our commitment to supporting our employees through life's most important moments and aligns with our core values of promoting work-life balance and equality.
We recognize that the path to parenthood is different for everyone and understand that family planning is a deeply personal and important part of life. That's why we're committed to supporting your journey to parenthood through our comprehensive fertility benefits program, through Meritian.
Program features include:
Infertility Services:
Includes coverage for a wide range of infertility treatments, including evaluations and analysis, ovulation induction and monitoring, in vitro fertilization (IVF), and more, making it easier for you to explore the options that work best for you.
Key Features of the New Parental Leave Policy:
Gender-Neutral Leave: Our new Bonding Leave offers equal parental leave benefits to all employees, regardless of gender. This reflects our commitment to diversity and inclusivity. Financial Support: Our policy includes financial support, ensuring that you can focus on your family without undue financial stress. Flexible Re-entry: For our corporate employees, we will grant an additional 10 remote work days to be used within the first six months of your return. These days must adhere to the Remote Work policy.
Fertility Preservation Services:
Offer solutions for employees looking to preserve their fertility for future family planning. This includes coverage for egg and sperm collecting, preserving, and storing as well as other fertility preservation methods. For a full list of services and eligibility requirements, please refer to the Meritain plan documents, which can be found on ADP.
TYPE OF BENEFIT
BENEFIT CARRIER PROVIDER CONTACT INFORMATION
Meritain (Aetna Choice POS II Network)
(800) 566-9311 www.Meritain.com
Medical
(888) 832-2779 www.cap-rx.com
Pharmacy
Capital Rx
(800) 362-2667 www.MyDrConsult.com
Telemedicine
Teladoc
(800) 942-0854 www.metlife.com/insurance/dental- insurance (855) 638-3931 www.metlife.com/insurance/vision- insurance
MetLife
Dental
Vision
MetLife (VSP Network)
Basic Life and AD& Short-Term Disability Long-Term Disability Voluntary Accident Employee Assistance Program (EAP) Flexible Spending Account (FSA/HSA)
(800) 775-6000 www.mutualofomaha.com
Mutual of Omaha
(866) 346-5800 participant.wageworks.com
HealthEquity
Transit Accounts
(800) 584-6001 www.voya.com
401K
Voya Financial
(855) 547-8508 www.workforcenow.adp.com
Benefits Service Center
ADP / MyLife Advisor
Benefits Provided By Veronica Beard
HR Contact Details - HR@veronicabeard.com
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