2015 Bennett Benefits Brochure draft copy (revised 10-28 … · 2018. 3. 29. · All employees must go online to elect or waive coverage You must ... 2015 $71.44 $99.97 $126.87 $156.92

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Table of Contents 1

Welcome 2

Core Values 3

Important Enrollment Information 4

Employee Self Service Online Instructions 5

Health Insurance Benefits 6‐8

Meritain Resources and Tools 9‐11

Minimum Value Plan 12‐13

Health Savings Account 14

Wellness Incentives 15‐16

Dental Benefits 17

Vision Benefits 18

Aetna Resources and Tools 19

Flexible Spending Account 20

Voluntary Long Term Disability 21

Voluntary Life Insurance/ Accidental Death & Dismemberment 22‐23

Allstate Voluntary Cancer 24

Aflac Benefits 25‐26

Universal Life with Long Term Care 27

Retirement / 401(K) 28‐31

Notices: Women’s Health and Cancer Rights Act (WHCRA) 32

Notices: Children’s Health Insurance Protection (CHIP) 33‐35

Notices: Medicare D (re: prescription drug coverage) 36‐37

Notices: Exchange 38‐39

Contact Page 40

Acknowledgement Page 42

Table of Contents

Bennett International Group is pleased to offer you a selection of comprehensive, high quality employee benefits for eligible

employees. Based on your personal needs, you have the choice of several plans to cover you and your family. Enclosed you willfind a brief description of the options available, a comparison of basic plan coverage and cost information.

We encourage you to read the entire enrollment guide before you enroll.

This is a summary of your benefits only. Certain restrictions and exclusions apply. For exact terms and conditions, please referto your summary plan description. If information in this summary differs from the legal contract, the legal contract is the rulingdocument. SPD’s are on the Paycom System or available from your Human Resources Department.

Welcome to Bennett International Group! We are very pleased that you have elected to be a part of our company.

Bennett is known throughout the industry as one of the fastest growing, best managed companies in the field. Even more important to us however; is that we are also known for our extremely loyal and professional work force. Our turnover rate is the lowest of all the major transportation companies! Our people enjoy working here and share our core values.

Our employees enjoy a benefits grouping that is extremely competitive.

This benefit guide will introduce you to our current benefits programs. We hope you will take advantage of many of the offerings. This should make your selections easier.

Again, thanks for being a part of Bennett!!

MISSION STATEMENT

Bennett International Group, LLC is dedicated to the principal and philosophy of being a leader in international and domestic logistics, distribution and transportation by providing the highest quality service, safety, value and integrity resulting in customer satisfaction. Bennett is dedicated to fulfilling our civic and social responsibilities in the communities we serve, and to upholding its core values to create a strong, professional and family environment.

VISION STATEMENT

We are the leading provider of innovative, integrated solutions specializing in global transportation, distribution, and logistics services.

WELCOME

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The Company expects each leader to uphold Bennett’s core values. Each leader is an example to all employees. These core values must be incorporated into every decision made and communication exchanged with employees, independent contractors, customers and fellow leaders.

INTEGRITY∙We are honest with ourselves and others and always do what is ethically correct. ∙We make and keep our commitments mindful of the circumstances and people involved. ∙We communicate any unavoidable circumstances which would affect our commitments ASAP to ALL involved.

RESPECT∙We listen with the intent to understand; if we disagree or don’t understand, we ask clarifying questions. ∙We value one another’s time, perspectives and differences and demonstrate respect by being approachable, responsive and supportive to each other. ∙We assume good intentions, look for the positive potential in everyone and treat and communicate with everyone courteously in all situations. ∙We treat others as they would like to be treated.

QUALITY SERVICE ∙We identify and deliver the services and systems that delight our internal and external customers. ∙We listen and respond to the desires of our customers and we are committed to the Continuous Quality Improvement (CQI) of our processes and systems.

SAFETY CULTURE ∙ Bennett companies operate within a safety culture where safe practices, security and safety awareness influences every actionevery day.

SPIRITUAL COMMITMENT ∙ Bennett is founded on and operates with the belief that our blessings come from God, and we give thanks for receiving and sharing them.

FAMILY CULTURE ∙We are committed to an inclusive, compassionate, enjoyable and healthy working environment. ∙We are dedicated to fulfilling our civic and social responsibilities in the communities we serve. ∙We honor and nurture our extended family relationships.

LEARNING & DEVELOPMENT ∙We are learning, mentoring and coaching every day. ∙We are committed to personal and professional development. ∙We are committed to providing the opportunity for advancement. ∙We are committed to driving out and overcoming fear that destroys innovation and creativity.

DIVERSITY∙We honor and value the differences in people, thoughts, principles and business endeavors.

LOYALTY∙We are committed to continuously growing the loyalty of our family, customers and culture.

RESPONSIBILITY ∙We empower our people to take ownership for their actions and not be fearful of the outcomes.

FINANCIAL STRENGTHEnsure Financial strength for the benefit of our employees, customers, community and business partners.

Core Values

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EligibilityAll full‐time employees working at least 30 hours per week are eligible for coverage.

Eligible DependentsYour eligible dependents include:

When Coverage Begins and EndsInsurance coverage will begin on the first day of the month following 30 days of employment. All benefits should beentered at least 2 weeks prior to the plan effective date.

Coverage will end when:

Open Enrollment and New HireIf you are an existing employee or newly eligible employee, you are required to enroll within 30 days of your eligibility date orduring the open enrollment period. All benefit elections and plan summary information will be handled through the PayComself‐service enrollment portal.

Life EventsWhen you experience a qualifying life event, you have 30 days to complete and submit an appropriate change form to secure your new benefits. All changes for life events should be conducted through the Paycom system. These events include but may not be limited to:

• marriage, divorce or legal separation;• adding a dependent child through birth, adoption or change in custody;• your spouse or a dependent passes away;• your spouse or dependent(s) lose eligibility for coverage; or• your spouse loses or qualifies for coverage through his/her employer.

• legal spouse, and• Children up to age 26, including legally adopted child, stepchild, a child forwhom you are the legal guardian and a child for whom the plan has receiveda Qualified Medical Child Support Order requiring a covered employee toprovide health coverage. (Medical , Dental, and Vision coverage)

• You are no longer in an eligible class• Your employment ceases• Your coverage terminates• The entire policy ends

* All pre‐tax deductions fall under IRS Section 125 and CANNOT be changed or cancelled unless the enrollee has a Life Event.

Required Information to EnrollYou will need to provide current address, date of birth, and social security numbers for all persons requesting coverage.

Important Enrollment Information

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Employee Self Service ONLINE Instructions

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All employees must go online to elect or waive coverage

You must use this system to view all of your benefits options and payroll deductions. Please follow these instructions to log‐in to your individual site.

All employees must go online to either elect or waive coverage. You can access employee self service by visiting the following link:

https://www.Paycom.com

Health Insurance Benefits – HSA Qualified High Deductible Health Plan

Covered Benefits $2,600 – 100% PlanIn‐Network

$2,600 – 100% PlanOut‐of‐Network

Lifetime Maximum None None

Annual Deductible (embedded)SingleFamily

$2,600 per year$5,000 per year


Annual Out‐of‐Pocket MaximumSingleFamily



Physician Office Services 100% after deductible 80% after deductible

Preventive Services 100% NO deductible 80% after deductible

Urgent Center Services 100% after deductible 80% after deductible

Emergency Room 100% after deductible 80% after deductible

Outpatient Surgery 100% after deductible 80% after deductible

Inpatient Coverage 100% after deductible 80% after deductible

Prescription Drugs / co‐pays applies after deductible has been met.

Tier 1

Tier 2

Tier 3

Retail(up to 31 day supply)

$10 co‐pay after deductible$35 co‐pay after deductible$60 co‐pay after deductible



Weekly Premiums:

Employee Only

Employee + Child(ren)

Employee + Spouse

Family

2015

$71.44

$99.97

$126.87

$156.92

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This is a brief summary of your benefit choices. Please refer to the insurance company’s certificate of coverage for more information.


















Tier 1

Tier 2

Tier 3





Weekly Premiums:

Employee Only


Employee + Spouse

Family

2015

$49.93

$70.33

$83.85

$99.40

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Tier 1

Tier 2

Tier 3





Weekly Premiums:

Employee Only


Employee + Spouse

Family

2015

$44.32

$49.81

$72.36

$77.73

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Health Insurance Benefits myMeritain Resources and Tools

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10


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Minimum Value Plan Insurance Benefits

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Minimum Value Plan Insurance Benefits

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PPO Network

The MEC plan utilizes the Multiplan PPO network for discounts on medical services. Multiplan provides access to over 525,000 healthcare professionals, 3,800 hospitals and more than 66,000 ancillary care facilities in every state. Multiplan is the largest independent primary PPO in the nation.

The PPO discounts continue to apply to the member’s medical bills even after benefits have been exhausted. Information on accessing the network will be included in the fulfillment package that each insured employee receives after enrollment.

To view a list of network providers, go to www.multiplan.com or speak to a representative at 1‐866‐680‐7427.

Weekly Premium

Employee Pays

Employee $29.60

Employee/Spouse $49.10

Employee/Child (ren) $43.93

Family $62.33

Health Savings Account (HSA)A HSA is a specific type of bank account that you may set up and use to pay for eligible health care expenses with pre‐tax dollars.

To qualify for a HSA you:

Roll OverContributions to your HSA are yours to keep and will roll over from year to year. There is no ‘use it or lose it’ rule like thereis in a medical Flexible Spending Account (FSA)

Accessing FundsYou may access funds via a debit card or by using checks. You may not use HSA funds to pay for expenses incurred priorto your participation in the HSA. Amounts used for non‐qualified healthcare expenses are subject to income tax anda 20% penalty. You should always keep your receipts as proof of your eligible medical expenses for tax purposes.

Using the PlanIt is best to use providers who participate with Aetna’s network to ensure you receive care at their negotiated discounts andget the best value for your money.

1. Contributions to the accounts are pre‐tax.2. Earnings through investments are tax free.3. Withdrawals for qualified health care expenses as defined by Section 213(d) of the Tax Code are tax free.

• must be enrolled in a qualified High Deductible Health Plan (HDHP),• must not be covered by any other medical plan that is not a HDHP (such as a spouse’s plan including the spouse’s FSA unless itis a limited purpose FSA), and

• Must not be entitled to any part of Medicare• not having received VA benefits in the last 3 months.• Health Reimbursement Arrangement (HRA) is also not allowed unless it’s a very specific type.

Health Savings Account

Examples of Qualified Expenses:• Acupuncture• Alcohol and Drug Rehab• Ambulance• Blood Pressure Monitoring Devices• Chiropractor• Contact Lenses• Deductibles

Examples of Non‐Qualified Expenses:

• Cosmetic Surgery• Diapers• Exercise Equipment• Hygiene Products

• Dental Care• Diabetic Supplies• Eye exam and hardware• Hearing Aids• Home Healthcare• Medical Supplies• Orthodontia• Prescriptions

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Your ContributionsContributions to the account come from you and Bennett. The money is always yours to keep, even if you switch employers. You will need to elect the amount of your annual contribution which will be payroll deducted (pre tax) and deposited to your HSA each pay period.The combined contributions from all sources may not exceed the annual maximum or it will be subject to income tax.

2014

• Single: $3,300

• Family: $6,550

2015

• Single: $3,350

• Family: $6,650

This is the same for 2015If you are 55 and older you are allowed to contribute an additional $1000 each year.Please contact HR for assistance in calculating your contribution.

Triple Tax Savings

Wellness Incentives

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2015 Healthy Workforce InitiativeIncentives effective January 1, 2015 – December 31, 2015

Bennett is excited to continue your Wellness Incentive Program! Each primary insured member and/or their insured spouse covered under Bennett’s medical insurance has the ability to earn up to $1,070 per year, added to their Health Savings Account (HSA) if they are eligible to make/receive HSA contributions, or in to their health Flexible Spending Account (FSA) only if they are unable to make/receive contributions to a HSA. Each insured employee must have either a HSA or FSA account to be eligible to participate. Participating spouses are eligible to receive the same amount as the employee. Employees hired on or after December 15, 2014 are not eligible to participate in Option 1; however, they may participate in Options 2 and 3 below.

Participation ‐ This year Bennett is offering three ways to earn incentives: 1) Up to $700 for participating in the 3 part Health Risk Assessment ‐ Online Health Survey,

Advanced Lab Screening (deadline is December 15, 2014), and one Clinical Health Coaching Session (deadline is March 31, 2015). All three parts must be completed to receive this incentive. The amount each member and/or their spouse will receive will depend on the total

points earned on that individual’s Health Risk Assessment. The point system consists of three wellness levels :

IMPROVEMENT BONUS: See page 13 for more details2) One time deposit $250 for completing any 5 wellness challenges by December 31, 2015

1‐ participation in community service or non‐profit organization activity (minimum 5 hours), 2– participate in 5K or similar group physical activity/benefit walk, 3– participate in weight management program or similar, 4– active gym member participation/Yoga/Pilates/or similar, 5– blood donation to American Red Cross or LifeSouth, 6– complete Bennett’s Annual Walking Challenge, 7– complete Bennett’s Annual Water Drinking Challenge, 8‐reward for weight loss of 5% or more, 9–Attend a minimum of 2 educational sessions by Home Office or Community Facilities, 10‐particpate in a HDL, Clinical Health Consultant led Lunch‐n‐Learn, group class, webinar or challenge.

3) One time deposit $120 for completing any 3 preventive screenings by December 31, 2015 1‐ Physical, 2‐ vision screening, 3‐ dental screening, 4‐mammogram, 5‐cervical screening

(PAP smear), 6‐ prostate exam/PSA test, 7‐ colonoscopy, 8‐ osteoporosis screening, 9‐dermatology/skin cancer screening

Health Diagnostic Laboratory Inc. will send a monthly report to the Human Resources Department providing a list of names of all employees and spouses who have completed the requirements listed above. No health information or wellness points will be shared with anyone at Bennett.

Level Points Incentive

Gold 2400 – 2600 $700

Silver 1500 – 2399 $400

Bronze 0 – 1499 $250

Wellness Incentives

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2015 Healthy Workforce Improvement Bonus

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Dental Benefits

Services / In‐Network Low Option High Option

Deductible (annual) $50/person; $150/family $50/person; $150/family

Preventive Care /routine exams, bitewing x‐rays, cleanings, fluoride 100% 100%

Basic Benefits / fillings, simple extractions Deductible, then 20% Deductible, then 20%

Endodontics / root canals Deductible, then 20%** Deductible, then 50%*

Periodontics / gum treatment Deductible, then 20%** Deductible, then 50%*

Oral Surgery / removal of tooth, inclusions, excisions Deductible, then 20%** Deductible, then 50%*

Major Benefits / Crown/bridge (major benefits‐12 month wait) Not Covered Deductible, then 50%

Orthodontia(course of treatment must begin on or after benefit’s effective date)

Not Covered 50% ($1,000/person lifetime benefit maximum) for those under the age of 19

Maximum annual benefit $1,500 per person $1,500 per person

* Major Benefits** Basic Benefits

Dental cost per week Low Option High Option

Employee $4.34 $7.18

Employee plus one $8.36 $13.09

Family $15.30 $20.88

Can I keep my current dentist? You may keep your current dentist; however, you may pay more out of your own pocket for Dentists who do not participate with the Aetna Dental PPO/PDN with PPO II Network. Members may be balanced billed for out of network services which exceed Aetna’s allowed amounts. You are strongly encouraged to use a dental provider from the network.

Who in my family is covered? You may elect to cover your eligible dependent children up to age 26 andeligible spouse. Orthodontia is only available to covered dependents under age 19.

Looking for a dentist?Visit www.aetna.com or call 877‐238‐6200 to find a provider.

This is a brief summary of your in-network benefit choices. Please refer to the insurance company’s certificate of coverage for more information.

Rates for 1/1/2015 – 12/31/2015

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Participating Provider / In‐Network

Co‐pays / Exam and lenses, once every rolling 12 months

Comprehensive exam $10.00

Materials $25.00

Single* 100% paid after co‐pay

Bifocal* 100% paid after co‐pay

Trifocal* 100% paid after co‐pay

*Standard scratch‐resistant coating ‐‐ covered in full. Other optional lens upgrades may be offered at a discount.

Frames / Frames, once every rolling 24 months

Frames / MaterialsAny frame available ‐ $130 frame allowance, additional 20% off balance over allowance.

Contacts (contact lens benefit available in lieu of eyeglass lens benefit)

Benefit Period Once every rolling 12 months

Standard / Materials $25 co‐pay, $130 allowance. Employee pays discounted fee of $40 for Standard contact lens fitting/follow‐up. Additional 15% off balance over allowance. Employee is responsible for balance.

Premium / Materials $25 co‐pay, $130 allowance. Employee pays 90% of retail for fitting/follow‐up. Employee is responsible for balance. Premium progressive and premium anti‐reflective Brand designations are subject to annual review and change based on market conditions. Ask your eye care provider for more information.

Vision Benefits

Vision Premium Per Week

Employee only $1.53

Employee + Spouse $2.91

Employee + Child(ren) $3.07

Family $4.51

This is a brief summary of your in - network benefit choices. Please refer to the insurance company’s certificate of coverage for more information. Visit www.aetna.com or call 877-973-3238 to find a provider.

Rates for 1/1/2015 – 12/31/2015

Making the most out of your Aetna PlanAetna Navigator®, your secure member website:

• Download your claims history

• Order member ID cards

• Check plan eligibility

• Ann, Aetna’s virtual assistant helps members answer their Aetna Navigator questions, 24/7, on every page of the website

RegistrationIt’s easy to register for your secure member website.

• Grab your Aetna ID card

• Go to www.aetna.com

• Click “Register now”

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Find a providerUse our online DocFind® search tool to find a provider close to you, in our networks:

• Easier to search

• Improved results screens

• Cleaner pages

When searching for a provider, please use the following Networks:

• Dental – Dental PPO/PDN with PPO II Network• Vision ‐Managed Choice Open Access POS

Flexible Spending Accounts

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What is a Flexible Spending Account? A Flexible Spending Account allows you to pay for your portion of group benefits, un‐reimbursed medical expenses and dependent/child care with pre‐taxed dollars. With Flexible Spending, your expenses are deducted from your paycheck before state, federal and social security taxes. By paying these expenses with pre‐taxed dollars, you will reduce your taxable income and take home a larger portion of your paycheck.

What about …….? Participation is voluntary. Participation in the plan simply allows you to pay for qualified expenses with pre‐taxed dollars. Your future W‐2 (tax withholding) statements reflect your net taxable income (gross income minus your pre‐taxpayments). Because you will be paying less in social security taxes, participation in the Flexible Spending Account mayslightly reduce your future social security benefits.

National Benefit Services (Phone) 801-532-4000

(Fax) 801-355-0928 www.nbsbenefits.com

Medical Reimbursement AccountYou may set aside pre‐tax dollars to pay for qualifying out‐of‐pocket medical, dental, vision, prescriptiondrug, over‐the‐counter drugs, and other expenses, including deductibles, coinsurance payments and co‐pays for yourself and your dependents. The maximum yearly elections amount is $2,500.

Health Account / HSA Qualified‐Limited purposeYou may set aside pre‐tax dollars to pay for qualifying out‐of‐pocket dental and vision expenses. This planis specially designed to be used in conjunction with your HSA plan. The maximum yearly elections amountis $2,500.

Dependent Care Reimbursement AccountYou may set aside pre‐tax dollars to pay for eligible dependent care expenses. This includes child care,elder care, or other eligible dependent care. The maximum yearly election amount is $5,000.

Employer Sponsored Medical Reimbursement AccountIf you participate in the Wellness Incentives and are not eligible to contribute to an HSA your Employer willdeposit your Wellness incentives in to an employer sponsored medical reimbursement account. You mayalso set aside pre‐tax dollars to pay for qualifying out‐of‐pocket medical, dental, vision, prescription drug,over‐the‐counter drugs, and other expenses, including deductibles, coinsurance payments and co‐pays foryourself and your dependents using the Medical Reimbursement Account noted above.

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Voluntary Long Term Disability Insurance


Group Voluntary Disability Insurance Options

Class Description: All Eligible Full-Time Employees

Required Minimum Number of Hours Worked: 30 hours weekly

Features LTD

Benefit Percentage: 60%

Maximum Monthly Benefit: $5,000

Elimination Period: 30 Days

Maximum Benefit Duration: 5 yr/SSFRA

Pre-Existing Condition Exclusion:

3/12

Benefit Features Offered for Group Voluntary Disability Insurance:

Continuation of Personal Insurance under Family Medical Leave Act (FMLA)Continuation of Personal Insurance during Leave of AbsenceContinuation of Personal Insurance during a Temporary Lay OffContinuation of Personal Insurance during Leave of Absence for Active Military ServiceIndividual Reinstatement - 90 daysSocial Security Integration - FamilyNormal pregnancy and certain complications included in definition of sicknessMinimum Monthly Benefit - $100Portability Privilege (12-month continuation of coverage) Recurrent Disability Provision - 6 monthsCost of Living Adjustment FreezeFamily Care BenefitMandatory Rehabilitation ProgramRegular Occupation - Benefit duration or 24 months, whichever is lessSurvivor Benefit – 3 times last Gross Monthly Benefit

Age Category*

LTDMonthly Premium Rate per $100 of Covered Monthly

Earnings

29 and under $0.200

30-34 $0.200

35-39 $0.290

40-44 $0.500

45-49 $0.520

50-54 $0.790

55-59 $1.030

60+ $1.270

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Employee Voluntary Life Insurance


Group Voluntary Term Life and AD&D Insurance Options Offered for Class 1

Class Description: All Eligible Full-Time Employees

Required Minimum Number of Hours Worked: 30 hours weekly

Maximum Amount of Life Insurance:$500,000, not to exceed 5 times employee's annual base salary in increments of $1,000

Minimum Amount of Life Insurance: $10,000.00

Amount of AD&D Insurance: Matches Life Amount

Guaranteed Issue Amount: $120,000

Reduction Schedule: Benefits will not reduce.

Group Voluntary Employee Term Life and AD&D Insurance

Age CategoryMonthly Premium Rates Per $1,000

of CoverageAge Category

Monthly Premium Rates

Per $1,000 of Coverage

<25 $0.050 50-54 $0.300

25-29 $0.060 55-59 $0.530

30-34 $0.080 60-64 $0.740

35-39 $0.100 65-69 $1.270

40-44 $0.130 70-74 $2.060

45-49 $0.190 75+ $2.060

Voluntary AD&D for all ages $0.029

To Calculate Rates:

1. Enter the rate from the table

2. Enter the amount of insurance in thousands of dollars (example: $100,000 of coverage would be 100)

3. Monthly Premium (1) x (2)

1. $0.10 ________

2. 100 ________

3. $10.00 ________

Dependent Voluntary Life Insurance

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Dependent Voluntary Term Life Insurance Options Offered

Spouse Incremental Options Based on Employee Age / Spouse Volume

Spouse Incremental Options: Amount

Spouse

Voluntary Term Life Benefit: An incremental amount up to 50% of the Employee’s Voluntary Life amount.

Minimum Amount of Voluntary Term Life Insurance:

$5,000

Maximum Amount of Voluntary Term Life Insurance:

$250,000

Guaranteed Issue Amount: $50,000Increments: $500

Child(ren) – 6 months to 19* years or 25* years if a full-time studentVoluntary Term Life Benefit and Guaranteed Issue Amount:

$10,000.00

Child(ren) – Live birth to 6 months

Voluntary Term Life Benefit: $1,000

For All Dependent Coverages

Voluntary AD&D Insurance Amount: Not Included

Waiver of Premium Benefit: Included

Spouse:

Monthly Premium Rates per $1,000 of Coverage Based on Employee Age / Spouse Volume for Dependent Voluntary Term Life Insurance:

Age CategoryMonthly Premium

Rates per $1,000 of Coverage

Age CategoryMonthly Premium

Rates per $1,000 of Coverage

<25 $0.040 50-54 $0.250

25-29 $0.050 55-59 $0.400

30-34 $0.070 60-64 $0.690

35-39 $0.080 65-69 $1.210

40-44 $0.100 70+ $1.950

45-49 $0.140

Child(ren):

Monthly Premium Rates Per Unit of Coverage for Dependent Voluntary Term Life Insurance:

Child(ren) Rate

Voluntary Dependent Life Monthly Premium

Rate Per Unit of Coverage

Option 1 $0.960

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Voluntary Cancer Insurance

Allstate Work Place Division’s group cancer policy pays the following benefits for the necessary treatment for cancer or a specified disease, and for any other condition directly caused or aggravated by the cancer or specified disease. Treatment must be received in the United States or its territories. Please see your HR department to receive the full benefit description.

• Continuous Hospital Confinement Extended Benefits • Government or Charity Hospital Surgery • Second Surgical Opinion Anesthesia • Ambulatory Surgical Center Radiation / Chemotherapy • Comfort/Anti‐Nausea Benefit Inpatient Drugs and Medicine • Private Duty Nursing Services New or Experimental Treatment • Blood, Plasma and Platelets Physician’s Attendance • At Home Nursing Prosthesis • Ambulance Hospice Care • Outpatient Lodging Non‐Local Transportation • Family Member Lodging and Transportation Extended Care Facility • Physician or Speech Therapy Waiver of Premium • Bone Marrow or Stem Cell Transplant Cancer Screening • Cancer Initial Diagnosis (First Occurrence) Intensive Care Unit

Voluntary Coverage Employee Deduction Amount

Employee $4.94

Family $8.41

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Voluntary Critical Illness Plan

Critical IllnessGuarantee Issue of $5000 for existing employees during open enrollment.

New employees can obtain $10,000 and $5,000 for spouse with guarantee issue.Coverage up to $50,000 for employee and $25,000 for spouses is available with questionnaire.

Helps prepare you for the added cost of battling a specific critical illness. You will qualify for $5,000 of coverage guaranteed even if you have had such illnesses as Cancer, Heart Attack or Stroke just to name a few. (To qualify for the guarantee issue you must enroll during this first year at open enrollment. If you wait until next year you would have to qualify for the coverage.)

Pays a lump sum check to you in the event of a covered critical illness (Heart Attack, Cancer (Internal or Invasive), Stroke (Apoplexy or Cerebral Vascular Accident), Major Organ Transplant, Renal Failure, Carcinoma In Situ at 25%, and Coronary Artery Bypass Surgery at 25%).

PLEASE NOTIFY HUMAN RESOURCES IF YOU WISH TO ENROLL

Critical Illness Plan(Children are covered free up to 25% of face amount)

Guarantee issue $5000 for employee and spouse

Employee Amounts

$5000 $10,000 $20,000Non-Tobacco

Tobacco Non-Tobacco

Tobacco Non-Tobacco

Tobacco

18-29 .83 $1.12 $1.26 $1.83 $2.11 $3.27

30-39 $1.19 $1.75 $1.97 $3.10 $3.54 $5.8040-49 $2.00 $3.75 $3.59 $7.10 $6.77 $13.7950-59 $3.28 $6.17 $6.16 $11.94 $11.91 $23.4860-69 $5.02 $9.63 $9.63 $18.87 $18.87 $37.33

Critical Illness Plan(Children are covered free up to 25% of face amount)

Guarantee issue $5000 for employee and spouseSpouse

Amounts$5000 $10,000

Non-Tobacco Tobacco Non-Tobacco Tobacco18-29 .83 $1.12 $1.26 $1.83

30-39 $1.19 $1.75 $1.97 $3.1040-49 $2.00 $3.75 $3.59 $7.1050-59 $3.28 $6.17 $6.16 $11.9460-69 $5.02 $9.63 $9.63 $18.87

Voluntary Critical Care/Specified Health EventSPECIFIED HEALTH EVENT‐ A serious health event such as heart attack, end‐stage renal failure or third‐degree burns is not only a life‐altering physical event, but a devastating financial one as well. Specified health event insurance may make all the difference by providing cash benefits as you concentrate on your recovery.

Covered health events also include:

Stroke Heart Attack Paralysis Coronary artery bypass surgery

Persistent vegetative state Major human organ transplant Coma

Voluntary Hospital Confinement IndemnityHOSPITAL CONFINEMENT INDEMNITY‐ No matter how good your medical insurance is, when you're hospitalized for an injury or illness there will probably be medical expenses and out of pocket costs that aren’t covered. A hospital confinement indemnityinsurance policy provides cash benefits to use as you see fit. The benefits are predetermined and paid regardless of any other insurance you have, and you have a choice of applying for basic to extensive hospital coverage. Whether you want a plan that provides hospitalization benefits only, or one that also addresses diagnostic procedures, outpatient surgery and ambulance transportation, Aflac can help.

**Rates will vary per state**

Voluntary Cancer PlanCANCER‐ No one wants to experience a cancer diagnosis, but the fact is that the risk of getting cancer is great. In the United States, men have slightly less than a one in two lifetime risk of developing cancer; for women, the risk is a little more than one in three (Cancer Facts and Figures 2009, American Cancer Society). A cancer/specified‐disease insurance policy is designed to provide you with cash benefits during covered cancer treatments.

Annual Wellness Benefit Initial Diagnosis Deductibles Out‐of‐network specialists Experimental cancer treatment Skin Cancer Benefit

Surgical Benefit Hospital Confinement Benefit Travel and lodging when treatment is far from home Child care and household help Normal living expenses, such as your car payment,

mortgage/rent and utility bills

Contact AFLAC Representative Christy Christian in GA (770‐570‐8063)If you need additional info for other states please contact Rosie Mullins (770‐957‐1866, ext. 7265)

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Voluntary Accident Plan ACCIDENT – It's a way to stay ahead of the medical and out‐of‐pocket expenses that add up so quickly after an accidental injury ‐not just for emergency treatment, hospital stays and medical exams, but for other expenses you may face, such as transportation and lodging needs.

When you have a covered accident, we'll send cash benefits directly to you (unless you tell us otherwise) and you decide the best way to spend them. It's as simple as that.

Broken teeth Concussions Broken Bones Dislocations Intensive care unit confinement

Ambulance, ground and air Emergency room visits Lacerations Sprains

Universal Life Insurance with Long Term CareTransLegacy℠ Universal Life (UL) Insurance combines life insurance protection with an ability to grow cash value. The insured has the benefit of a specified death benefit plus the opportunity to tailor coverage to fit your personal situation, as well as the needs of your family. As with all life insurance, the main purpose for getting a TransLegacy℠ Universal Life Insurance policy is to help secure a financial future for you and your loved ones.

Policy Highlights:•Long‐Term Care/Extension of Benefits Rider Wouldn’t it be helpful to take an “advance” against your life insurance death benefit if you are ever diagnosed as being chronically ill and still know there will be life insurance left for your family?

Pays 4% of the face amount per month for up to 25 months if the insured is confined to a licensed nursing or assisted living facility, ORPays 2% of the rider face amount per month for up to 50 months if the insured receives home health care or adult day care services. Benefits extend by two separate 4% increases after above benefits are exhausted.

•Accidental Death Rider pays double the death benefit in the event of an accidental death.•Terminal Illness Rider provides an accelerated death benefit payout of up to 50% of the life insurance policy amount up to a maximum of $100,000 if the insured is diagnosed with a qualifying terminal illness.•Coverage continuation in case of a layoff protects your life insurance from lapsing for up to six months if you’re involuntarily laid off. Conditions and limitations apply.

Advantages: •Flexible Benefit Amounts: up to $500,000/employee, up to $100,000/spouse, and $25,000/children.•Convenience ‐ You’ll appreciate the convenience of automatic premium payments—through payroll deduction. If you retire or leave your group, you can take comfort in knowing the premiums for your coverage will not change because you leave. You can choose direct bill or pre‐authorized bank draft.•Tax‐Free death benefit ‐ Under current tax laws governing individual life insurance, life insurance proceeds are generally income tax free to the beneficiary.•Tax‐Deferred account value growth ‐ Your policy’s Account Value earns interest at the company’s current interest rate ‐ federal income tax deferred. The current interest rate is guaranteed to be at least 4% a year.•No physicals or blood work required

Sample Weekly Rates

$50,000 $100,000

Age Non‐Tobacco Tobacco Non‐Tobacco Tobacco

35 $7.82 $10.65 $15.28 $20.95

45 $12.09 $17.35 $23.83 $34.35

55 $20.33 $29.19 $40.31 $58.02

For more information or to enroll, call Matt Griffin with UTBA @ 877‐472‐5541

Universal Trucking Benefits Association

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Retirement / 401KSAVING FOR RETIREMENT JUST GOT EASIER. You know you need to save, but if you’re like most people, everyday expenses can keep long‐term savings from getting the attention it needs. Now you get a break, Bennett International Group, LLC allows you to pay yourself first and begin saving now for your future.

Participating in the plan is easy. You contribute a percentage of your salary to your plan each payday through convenient payroll deduction. The following is a brief overview of important features of your plan. More detailed information can be found in your Summary Plan Description. A retirement savings plan is an easy and practical way to financially prepare for the future and make your retirement savings grow.

Lowers your current taxable income. You defer paying taxes on your salary deferral contributions, as well as any investment earnings, until retirement funds are withdrawn from your plan. Easy to do. All salary deferral contributions are deducted from your paycheck automatically through payroll deduction. Flexible. You choose how much to contribute and can direct contributions to a variety of investment options available under the plan.

ELIGIBILITY You are eligible to participate in the plan on the first day of the month following 30 days of employment and must be at least 21 years of age.

EXCLUSIONSThe following employees are not eligible to participate in the plan: Employees covered by a collective bargaining agreement. Non‐resident aliens who have no U.S. source of earned income. See your plan administrator.

PLAN ENTRY DATE You are eligible to participate in the plan the first of the month, following completion of the plan’s eligibility requirements.

BEFORE‐TAX CONTRIBUTIONS Through payroll deduction, you may make before‐tax contributions of a specific percentage subject to the limits under the plan. The Internal Revenue Code limits the amount you are permitted to defer to the lesser of 100% of your compensation or $18,000 on a before‐tax basis for 2015. Ultimately, distributions are taxable to you with this method of contribution.

AFTER‐TAX (ROTH) CONTRIBUTIONS Through payroll deduction, you may make after‐tax contributions of a specific percentage subject to the limits under the plan. The Internal Revenue Code limits the amount you are permitted to defer to the lesser of 100% of your compensation or $18,000 on a before‐tax basis for 2015. Ultimately, distributions are tax‐free to you with this method of contribution.CATCH‐UP CONTRIBUTIONS If you are 50 years of age or older during the calendar year, you may be able to contribute up to an additional $6,000 in 2015 into your plan as a “Catch‐ Up” contribution.

ROLLOVER CONTRIBUTIONSIf you are eligible to receive a distribution from a 401(a) qualified retirement plan that may include after‐tax amounts, a 403(b) tax deferred annuity, a governmental 457(b) deferred compensation plan and/or hold amounts under a taxable IRA, your plan may allow you to roll over such amounts into the plan at any time. By doing so, you avoid any current income tax liability (if applicable) on the amount rolled over. Moreover, any tax‐deferred monies can continue to accumulate on a tax‐deferred basis.

CONTRIBUTION CHANGES You may change the amount you choose to contribute to the plan. See your plan administrator for information about increasing or decreasing the amount of your contributions. Also, you can stop making contributions at anytime. Once you stop making contributions, there may be a waiting period before you can rejoin the plan.

INVESTMENT CHOICES You are permitted to select investment choices for your entire plan account. You may change your investment choices daily in 1% increments.

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Please refer to the Retirement Account Access pages provided in this book for instructions on how to make changes using either an automated phone line or the Internet. If you fail to provide your investment election, your plan contributions may be invested as directed by the Plan Administrator until you finish your investment election.

INVESTMENTS Your retirement benefit plan intends to qualify as an ERISA 404(c) plan. This means that the Plan Fiduciary has transferred someresponsibility for investing the retirement account to you. You are able to direct the investment of the retirement account balance by choosing among several fund options. For the plan to qualify under ERISA 404(c), you must be given:

The opportunity to diversify your investment, and The ability to make an informed decision

In order for you to make informed investment decisions, it is important that you read the investment material (including prospectuses if applicable) available from the Bennett International Group HR Department. You may also obtain this information by calling Transamerica at 800‐401‐8726.

Contributions will be automatically directed to the plan’s investment default if you do not choose any investment options. Please see your employer for more details.

You may invest your contributions in any of the investment options offered by the plan. For detailed information about your investment options, please visit Transamerica at www.TA‐Retirement.com.

Please review the 404(c) information included in your enrollment kit. If you have questions regarding the 404(c) plan, pleasecontact HR Department at 800‐866‐5500.

PLAN VESTING SCHEDULE Your before‐tax, rollover contributions and any investment earnings in those accounts are always 100% vested for your benefit. DISTRIBUTIONS Because the plan is a tax‐favored retirement plan, the Internal Revenue Code has placed restrictions on when money may be withdrawn from the plan. For example, you may withdraw money from the plan account in these events:

Retirement at plan’s normal retirement age Termination of employment Disability Financial hardship (your plan may limit to a portion of your account) After age 59 ½

Your Summary Plan Description provides more details about making withdrawals from the plan.

Note: Distributions of tax‐deferred contributions and any tax‐deferred earnings are subject to ordinary income tax and, if takenprior to age 59 ½, a 10% federal income tax penalty may apply.

QUESTIONS?Our 401(k) Consultant is Veracor, LLC. If you have questions, please call:

888‐581‐1750

Ryan Coker (6530)Matt Joines (6526) Tracy King (6517)

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Retirement / 401KCompany contributions are made at the discretion of Bennett International Group. Matching Contributions are currently set at 25% of your deferral amount up to 6% of your pay. You are eligible for company contributions first day of the month coincidingwith or following 1 year of employment. Matching and profit sharing contributions, if any, are vested as follows: 20% year 2, 40%year 3, 60% year 4, 80% year 5 and 100% year 6.

Retirement / 401KWHEN YOU RECEIVE BENEFITS. : Retirement (age 65) Early retirement (age 55 and 6 yrs of vesting service)* Age 59 ½ and still working Death Disability Termination of employment

PAYMENT UPON YOUR DEATH In the event of your death, your participant account will be paid to your designated beneficiary. Be sure to complete the Beneficiary Designation form when you enroll in the plan and make changes when necessary to keep the form current. Your beneficiary should contact the Plan Administrator to notify him/her of your death and request a distribution.

HARDSHIP DISTRIBUTION A “financial” hardship is defined as a heavy and immediate need that cannot be satisfied by other resources available to you.Funds available for hardship withdrawal are subject to limitations. Upon receiving a hardship distribution, you may not contribute to the plan for a minimum of six months. Hardship distributions made prior to attainment of age 59 ½ will be subject to a 10% federal income tax penalty and tax‐deferred amounts will be taxed as ordinary income in the year received. Consult the Summary Plan Description for details and exact hardship qualification requirements.

LOAN OPTION The plan allows you to borrow from your participant account using your account as security. Generally, you may borrow up to 50% of your vested account balance, not to exceed $50,000. Loans are generally repaid through payroll deduction over a term of no more than five years. Loan interest is determined at the time you take the loan and is paid back to your account. Other restrictions and fees may apply and several tax law requirements must be met. Consult your Summary Plan Description for more details.

HOW TO GET STARTED The information contained in this brief overview is based on the Plan Document. It is not intended to be the Summary Plan Description (SPD). If there are any differences between this overview and the Plan Document, the Plan Document will prevail. This information is written in connection with the promotion or marketing of the matter(s) addressed in this material. The information cannot be used or relied upon for the purpose of avoiding IRS penalties. Neither Transamerica, nor its agents or employees, provide tax or legal advice. As with all matters of a tax or legal nature, you should visit your own tax or legal counsel for advice. Please contact Transamerica at 800‐401‐8726 or visit their website at www.TA‐Retirement.com for enrollment.

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Retirement / 401KTransDirectHelping you manage your retirement savings account anytime, anywhere. Our TransDirect Participant Contact Center, allows you to access and manage your account online or toll‐free from any touch‐tone phone. In addition, our Contact Center Specialists are here to guide you through the features and options of your retirement plan, while also helping you with account information, statement requests, account rebalancing, and investment choice information.

Need help accessing your account online? Our Contact Center Specialists stand ready to help you with resetting your password, providing you a personalized tour of the site, and much more. Here is just a sample of features available:

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Online Phone Feature

X X Enroll in your plan (if applicable)

X X Access your account balance

X X Adjust your allocations

X X Modify your deferral amount (if applicable)

X X Order statements

X X Obtain forms

X X Request and track distributions (if applicable)

X X Initiate a loan request (if applicable)

X X Change your online or phone password

X X Access to retirement planning tools

X Get multilingual assistance through our Language Line

TransDirect Participant Contact Center

www.TA‐Retirement.com(800) 401‐8726

The next time you need to manage your Transamerica Retirement Savings Account, log on to www.TA‐Retirement.com or give TransDirect a call at (800) 401‐8726. Specialists are available Monday through Friday, 8 a.m. to 8 p.m. Eastern Time

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Notices

Women’s Health and Cancer Rights Act (WHCRA)Annual Notice:

If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy‐related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for:

• All stages of reconstruction of the breast on which the mastectomy was performed;

• Surgery and reconstruction of the other breast to produce a symmetrical appearance;

• Prostheses; and• Treatment of physical complications of the mastectomy, including

lymphedema.

These benefits will be provided subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan.

Call your Plan Administrator, Meritain, at 1‐800‐925‐2272 for more information. The customer service line will be open

7:00 a.m. – 6:30 pm. CST.

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Notices: CHIP

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Notices: CHIP

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Notices: CHIP

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Notices: Medicare DIMPORTANT NOTICE FROM BENNETT MOTOR EXPRESS MANAGEMENT ABOUT YOUR PRESCRIPTION

DRUG COVERAGE AND MEDICARE

CREDITABLE COVERAGE DISCLOSURE NOTICEFor Calendar Year 01/01/2015 ‐ 12/31/2015.

Please read this notice carefully and keep it where you can find it. This notice has information aboutyour current prescription drug coverage with Bennett Motor Express Management, Inc. and aboutyour options under Medicare’s prescription drug coverage. The information can help you decidewhether or not you want to join a Medicare drug plan. If you are considering joining, you shouldcompare your current coverage, including which drugs are covered at what cost, with the coverageand costs of the plans offering Medicare prescription drug coverage in your area. Information aboutwhere you can get help to make decisions about your prescription drug coverage is at the end of thisnotice.

There are two important things you need to know about your current coverage and Medicare’sprescription drug coverage:

Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You canget this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (likean HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least astandard level of coverage set by Medicare. Some plans may also offer more coverage for a highermonthly premium.

Bennett International Group has determined that the prescription drug coverage offered by all of yourMeritain and Minimum Value plan are on average for all plan participants, expected to pay out asmuch as standard Medicare prescription drug coverage pays and is therefore considered CreditableCoverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and notpay a higher premium (a penalty) if you later decide to join a Medicare drug plan.When Can You Join A Medicare Drug Plan?

You can join a Medicare drug plan when you first become eligible for Medicare and each year fromOctober 15th to December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own,you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drugplan.

What Happens To Your Current Coverage If You Decide To Join A Medicare Drug Plan?

If you decide to join a Medicare drug plan, your current coverage will not be affected. The Aetna planprescription drug benefits have a $10, $35 or $60 copay after a $2,600 individual (In‐Network)deductible or no copay after a $5,000 individual (In‐Network) deductible. The Minimum Value Plan hasa $15, $25 or $75 copay with $0 (In‐Network) deductible. You can keep this coverage if you elect Part Dand this plan will coordinate with Part D coverage.

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Notices: Medicare DIf you decide to join a Medicare drug plan and drop your current Meritain Medical/Rx coverage, youwill lose the medical coverage as the prescription benefit is not offered without the medical. Beaware that you and your dependents will be able to get this coverage back during a special or openenrollment period so long as you are still considered eligible.

When Will You Pay A Higher Premium (Penalty) to Join A Medicare Drug Plan?

You should also know that if you drop or lose your current coverage with Aetna and don’t join aMedicare drug plan within 63 continuous days after your current coverage ends, you may pay ahigher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthlypremium may go up by at least 1% of the Medicare base beneficiary premium per month for everymonth that you did not have that coverage. For example, if you go nineteen months withoutcreditable coverage, your premium may consistently be at least 19% higher than the Medicare basebeneficiary premium. You may have to pay this higher premium (penalty) as long as you haveMedicare prescription drug coverage. In addition, you may have to wait until the following Octoberto join.

For More Information About This Notice Or Your Current Prescription Drug Coverage

Contact the person listed below for further information. NOTE: You’ll get this notice each year. Youwill also get it before the next period you can join a Medicare drug plan and if this coverage throughAetna changes. You also may request a copy of this notice at any time.

Rose A MullinsHuman Resource Supervisor

770‐957‐1866 or 800‐866‐5500 ext. 7265

For More Information About Your Options Under Medicare Prescription Drug Coverage

More detailed information about Medicare plans that offer prescription drug coverage is in the“Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year fromMedicare. You may also be contacted directly by Medicare drug plans. For more information aboutMedicare prescription drug coverage:Visit www.medicare.govCall your State Health Insurance Assistance Program (see the inside back cover of your copy of the“Medicare & You” handbook for their telephone number) for personalized helpCall 1‐800‐MEDICARE (1‐800‐633‐4227). TTY users should call 1‐877‐486‐2048

If you have limited income and resources, extra help paying for Medicare prescription drug coverageis available. For information about this extra help, visit Social Security on the web atwww.socialsecurity.gov, or call them at 1‐800‐772‐1213 (TTY 1‐800‐325‐0778).

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Notices: Exchanges

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Notices: Exchanges

Contact Page

Provider Address Phone Website

Human Resources / PayrollBennett International

P.O. Box 5691001 Industrial ParkwayMcDonough, GA 30253

1-800-866-5500(770) 957-1866

MedicalMeritain

1-800-925-2272www.mymeritain.com

Minimum Value Plan 1-866-680-7427. www.multiplan.com

HSAParagon BenefitsUnited Community Bank

1-866-719-60391-770-507-5855

www.paragonbenefits.comwww.ucbi.com

WellnessHealth Diagnostic Laboratory, Inc.

1-855-735-34621-888-382-0934 (fax)

[email protected]

DentalAetna 1-877-238-6200 www.aetna.com

VisionAetna 1-877-973-3238 www.aetna.com

Flexible Spending AccountNational Benefits Services 1-801-532-4000 www.nbsbenefits.com

Voluntary Life InsuranceOne America 1-800-553-3522 www.oneamerica.com

Long Term DisabilityOne America 1-866-258-8744 www.oneamerica.com

Cancer PlanAllstate 1-800-521-3535 www.allstateatwork.com

Accident, Cancer, Specified Health, Hospital PlansAflacChristy Christian (Georgia Only)Human Resources ( All other States)

(770) 570-80631-800-866-5500

www.aflac.com

401(K) - RetirementTransamerica

Ryan Coker – VeracorFinancial Consultant

800-401-8726

1-888-581-1750 Extension 6530

www.TA-Retirement.com

[email protected]

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Acknowledgement Page

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I acknowledge that I have received and read the Bennett 2015 Benefit Guide. I also acknowledge that I understand that this benefit guide is a brief overview of the group benefits package and I need to contact the Human Resources Department for additional questions.

Please sign and date in the box below:



Documents

2015 Bennett Benefits Brochure draft copy (revised 10-28 … · 2018. 3. 29. · All employees must go online to elect or waive coverage You must ... 2015 $71.44 $99.97 $126.87 $156.92