Medical
Carrier:
Three Plans to
choose from:
HMO / Highlights of Plan:
- Network of doctors
- Need a referral for specialist visits
- In-Network co-pay per visit $25 PCP
- Preventative Care 100%
- Deductible$1,000 individual $2,000 family
- Out of pocket maximum In-Network $2,500 individual $5,000 family
- Election of primary care physician is required at enrollment
- Prescription co-pay
- Eye exams 1 every 24 months 100%
Domestic Partners
First day of the month after date of hire / Weekly Contribution
Company pays 60% of premium
Employee pays 40% of premium
HMO Employee Premiums:
Single: $44.84
Employee +
Child(ren): $86.90
Employee +
Spouse: $107.17
Family: $138.16
PPO / Highlights of Plan:
- No referral required
- In-Network co-pay per visit
- Preventative Care 100%
- Deductible $2,500 individual $5,000 family
- Out of pocket max in-network $4,500 individual $9,000 family
- No election of primary care required
- Prescription co-pay
- Eye exams $20 co-pay
Domestic Partners
First day of the month after date of hire / PPOEmployee Premiums:
Single: $36.76
Employee +
Child(ren): $71.24
Employee +
Spouse: $87.85
Family: $113.25
Health Savings Account
(H S A) / Highlights of Plan:
- No referral needed
- Deductible individual $2,500 family $5,000
- Contributions are tax deductible
- Money rolls over each year and earns interest tax-free
- Every dollar counts toward your out of pocket max
- Money remains with you if you change plans, retire or terminate employment
- Preventative Care 100%
- Prescription Co-pay 100% after deductible
Domestic Partners
First day of the month after date of hire / H S A Employee Premiums:
Single: $37.55
Employee +
Child(ren): $72.77
Employee +
Spouse: $89.74
Family: $115.69
Benefits / Coverage / Eligibility / Cost
Life Insurance & Accidental Death & Dismemberment (ADD)
Carrier: / Employee Life Insurance = $10,000
Employee AD&D = $10,000
Spouse/Domestic Partner = $2,000
Children = $1,000 per each
*Option to buy up on all life insurance / Full Time Employees working a minimum of 32 hours
First day of the month after date of hire / Paid by Company
Supplemental Life Insurance paid by employee
*Rates based on age
* Buy up insurances on employee, spouse or child
Dental Insurance
Carrier: / Network of Dentists
Charged Reasonable & Customary Fees/balances / Full Time employees working a minimum of 32 hours & Domestic Partners
First day of the month after date of hire / Paid by Employee
Premiums:
Single: $6.80
Employee +1: $13.38
Employee +2
Or more: $19.96
Short Term Disability
(STD)
Carrier: /
- STD Weekly Benefit = 60%
- Max Weekly Benefit = $1,250
- Accident & Sickness benefit begin on day 15
- Maternity = full 60% of salary
- Max benefit period 26 weeks
First day of the month after date of hire / Paid by Employee
*Rates based on age
Long Term Disability
(LTD)
Carrier: /
- LTD Monthly Benefit = 60%
- Max Monthly Benefit = $5,000
- Accident & Sickness benefit begins after 180 days
- Offer dependent care reimbursement if deemed disabled
- Max benefit period Age 63
- Is a pre-existing clause
- Opportunity to get partial disability
- Will not ask medical questions when enrolling
First day of the month after date of hire / Paid by Employee
*Rates based on age
Benefits / Coverage / Eligibility / Cost
Employee Assistance Program (EAP)
Carrier: / Available 24 hours a day 7 days a week 365 days a year
- Completely Confidential- no information is shared with the company
- Benefit for you and your dependents
- Telephone Consultation
- Face to Face Consultations
- Online Resources
- Worldwide Emergency Travel Assistance- Medical and legal emergency support if more than 100 miles from home.
- Dependent Care Benefit-Pays an additional $350 per dependent per month to an overall family max of $1,000 to disabled employees who are receiving LTD payments while participating in the rehab/return to work assistance program.
- Emotional Well-Being-Grief and loss, personal relationships, violence and crisis, bereavement counseling.
- Legal Help- Real estate issues, will consultation-living wills, beneficiary assistance, attorney fees, family and elder law.
- Financial Help- Credit & collections, retirement planning, taxes, savings and investments
- Rehabilitation and Return to Work Assistance Program-Provides rehabilitation and return to work assistance benefit for disabled employees who are receiving LTD payments and who are medically able to participate. UNUM will determine eligibility for this program
First day of the month after date of hire / No cost to you if you elect Long Term Disability
Benefits / Coverage / Eligibility / Cost
401 (K)
Broker:
Third Party Administrator: /
- Choice of 22 MFS Funds
- Ages up to 49 you may contribute a maximum of $16,500 pre-tax per year
- Ages 50+ you may contribute a maximum of $22,000 ($5,500.00) pre-tax per year
- No loans available
- Hardship withdrawals
- May select a traditional or ROTH 401(k)
- Tax penalties if remove money prior to age 59 ½.
- May begin or end participation or make changes to their elections at the beginning of each calendar quarter
First day of the month after date of hire / Employer will match 75% of employee contribution until the employer match reaches 3% of the employee’s wage
Supplemental Insurance /
- Accident
- Cancer
- Disability
- Hospital Confinement Indemnity
- Limited Benefit Medical Plan
First day of the month after date of hire / Paid by Employee
Employee Purchase Program /
- KMA Consultingprovides employees the benefit of purchasing items such as tools, specialty work related clothing or safety gear at a discount
KMA Consulting will purchase the item and the item’s cost will be withheld from the employee’s paycheck in eight (8) equal installments. .
Additional Benefits /
- 9 Paid Holidays (including 1 floating holiday)
- Earned Paid Time Off
- Direct Deposit
- Payroll check cashing free at Androscoggin Bank
- Tuition Reimbursement
Benefits
We are pleased to offer a benefits program for all eligible employees. A good benefits program is a solid investment in our employees. The benefits program is reviewed on an annual basis and we will make modifications as appropriate. We reserve the right to modify, add or delete the benefits it offers. We value your feedback regarding the insurance plans and cannot make changes to the plans without knowing what is good about the plan and what could be improved.
Details of the offered insurance plans are described in the Summary of Benefits and the Summary Plan Descriptions (SPD). This information will be will be provided in advance of enrollment to eligible employees and can be found in the Finance Department.
Benefits Continuation (COBRA)
A change in employment classification that would result in loss of eligibility to participate in the health insurance plan may qualify an employee for benefits continuation under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA).
COBRA helps employees and their dependents to continue their health insurance even if they are no longer eligible under our health plan.
There are strict rules about when you can use COBRA. COBRA lets an eligible employee and dependents choose to continue their health insurance when a "qualifying event" happens. Qualifying events include the employee's resignation, termination, leave of absence, shorter work hours, divorce, legal separation, death or when a dependent child stops being eligible for coverage under your health insurance.
If you continue your insurance under COBRA, you will pay the full cost of the insurance at the Company's group rates plus an administration fee. When you become eligible for our health insurance plan, we will give you a written notice describing your COBRA rights. Because the notice contains important information about your rights and what to do if you need COBRA, be sure to read it carefully.
ERISA
As a participant of the plans, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all plan members shall be entitled to: Examine all plan documents, at the plan administrator's office, without charge. This includes insurance contracts and copies of all documents filed by the plan with the U.S. Department of Labor. Examples of this include detailed annual reports and plan descriptions. Obtain copies of all plan documents and other plan information upon written request to the plan administrator. The administrator may make a reasonable charge for the copies. The plan administrator is required by law to furnish each member with a copy of this summary annual report. In addition to creating rights for plan members, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your plan, called "fiduciaries" of the plan, have a duty to do so prudently and in the interest of you and other plan members and beneficiaries. No one, including your employer, may terminate you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising your rights under ERISA. If your claim for a welfare benefit is denied in whole or in part, you must receive a written explanation of the reason for denial. You have a right to have the plan reviewed and your claim reconsidered.
If you have any questions about your Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, you should contact the nearest Area Office of the U.S. Labor-Management Services Administration, Department of Labor.
HIPAA
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) limits exclusions for preexisting conditions; prohibits discrimination against employees and their dependents based on their health status; guarantees renew-ability and availability of health coverage to certain employers and individuals; and protects many workers who lose health coverage by providing better access to individual health insurance.
The special enrollment rights apply without regard to the dates on which an individual would otherwise be able to enroll under the plan. Special Enrollment periods apply to you and/or your dependent(s), if you have a new dependent as a result of marriage, birth, adoption or the placement for adoption (qualifying event). Under these rules, a group health plan is required to provide the opportunity forspecial enrollment for these individuals should they make the request within 30 days of the date the qualifying event occurred.
If you decline enrollment for yourself or your dependents (including your spouse) and state in writing that you and/or your dependents have coverage under another group health plan or health insurance coverage as the reason for declining to enroll youmay also have special enrollment rights. Special enrollment rights may apply to you and/or your dependents in the event that you and/or your dependents are no longer eligible for this other coverage.
Your plan may offer an Annual Open Enrollment giving you the opportunity to enroll yourself and/or your dependents if you have previously declined/waived coverage for you and/or dependents.
Section 125 Plan
For the benefit of our employees, we have instituted a Section 125 Plan. This plan allows employees who contribute toward the cost of their health insurance to pay on a pre-tax basis. Participants in the plan are able to reduce their actual out-of-pocket costs; your savings will vary depending on your particular tax bracket. Election forms for the 125 Plan are available every year during the 125 plan open enrollment period. When you elect to participate in the 125 Plan you must maintain your election for the full year. There are however certain changes in family circumstances that the IRS will consider as valid reasons to make mid-year plan changes.
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