ABT Open Enrollment, spring 2013

Advanced Battery Technologies, Inc.

Welcome to ABT’s Open Enrollment for Plan Benefit Year 2013-2014.

This year we will still offer the Traditional Plan and both High-Deductible Health Plans as we did last year but we are excited to announce that we have added one additional Health Plan option for you to choose from. We have added a HMO (Health Maintenance Organization) Plan.

ADPTS plan year is effective from June 1st to May 31st

Deductible and out-of-pocket maximums are effective from January 1st through December 31st.

Making Changes to your Benefits

You can make changes to your Pre-Tax benefit elections during thefollowing times:

Open Enrollment Employee would make changes during the Spring months for an

effective date of June 1st.

Qualifying Event under Section 125 of IRS Code Employee must request Qualifying Event (QE) change and complete

required enrollment change forms no later than 60 days from the date of the QE.

Examples of Qualifying Events: Change in Marital Status such as marriage, divorce, separation

Addition in Dependents such as birth, adoption, court order

Change in Employment such as hiring, termination, beginning/ending of unpaid leave

ABT Benefits Include:ABT Paid

Employee Paid

Medical Insurance a

Dental Insurance a

Vision Insurance a

Disability Insurance a

Life Insurance a

401(k)/Profit Sharing a

Health Savings Account (HSA) If applicable

Flexible Spending Accounts (FSA) a

Voluntary Benefit Programs a

Employee Assistance Program (EAP) a

Special Discounts a

© Copyright 2011 ADP, Inc. Proprietary and Confidential Information5

Medical Plan Information

note: brochures offering details about each plan is available on ADP TotalSource and ABTU


Medical Plan Choices

ABT is offering a choice of FOUR medical plans this year.

The downside of having so many choices is choosing, the upside is you can pick a plan that is best customized for your medical needs. Take your time and learn and call Greg or Amy if you have any questions along the way.

If you have questions about how the plans might relate to you and your medical needs, please call United Health Care, they have the expertise to guide you based on your actual or expected data.

Important Note: The new plan being offered this year is similar to the old HMO plans. The one caveat with this plan is we are limited to the number of people who can select this option. If we have too many people sign up for this plan, we will need to take this option away from all employees.

ABT Medical Health Plan SummaryUHC-CP S1-B

TraditionalUHC-HDHP S4A

HDHP - AUHC-HDHP S4B

HDHP - BUHC-ChHMO EDGE8DP

HMO

Employee Pays Employee Pays Employee Pays Employee Pays

Deductible$2,500 Individual

$5,000 Family$2,850 Individual



$7,500 Family

Out of Pocket Max(Includes Deductible)

$6,000 Individual$12,000 Family




Coinsurance 70% 80% 80% 100%

PCP $25 Copay 80% after deductible 80% after deductible $30 Copay

Specialist Visit $50 Copay 80% after deductible 80% after deductible$30 Copay / 80% after

deductible

Hospital 70% after deductible 80% after deductible 80% after deductible100% after deductible +

$500

Emergency Room $150 Copay 80% after deductible 80% after deductible $250 Copay

Medications $10 Copay Deductible then $10 Deductible then $10 $15 Copay

Brand Name Drug $35 Copay Deductible then $35 Deductible then $35 $45 Copay

Non-Formulary $60 Copay Deductible then $60 Deductible then $60 $85 Copay

Employee’s Per Pay Period Contribution

Employee Only $0.00 $0.00 $0.00 $0.00

Employee + Spouse $199.85 $167.08 $144.00 $188.31

Employee + Child(ren) $174.92 $145.85 $125.54 $164.31

Employee + Family $368.31 $307.85 $264.92 $346.62

Employer Monthly HSA Contribution

$0.00 $62.00 $106.00 $0.00 **

Refer to your Summary Plan Description ** ABT may match up to $22 per month – see slide 20

NEW

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Traditional vs. High Deductible

The Traditional Plan can mean less out of pocket for normal office visits and emergencies.

If you choose the Traditional Plan (S1-B) :

1. One person cannot pay more than the individual deductible/out of pocket

2. This plan has copays for PCP, Specialist, Urgent Care, Emergency Room and Prescription Drugs

3. Routine preventive care and the associated lab work is paid at 100% - you pay nothing out of pocket.

4. Lab work done for the purpose of a sick visit is subject to the deductible and coinsurance (unless billed by your physician, in which case it is covered by your copay).

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Traditional vs. High DeductibleHigh Deductible requires you to save money for doctor visits. You need to be a disciplined saver. We recommend you use a Health Savings Account to save for medical. There are many long-term tax advantages to the HSA.

If you choose one of the two High Deductible Plans (S4-A and S4-B) remember:

1. The family limits apply to one person when the medical plan covers more than one person. One person pays the full family deductible and out of pocket maximum.

2. These plans do not have first dollar coverage for any services (other than preventive care), meaning you pay the full deductible before UHC begins paying a benefit.

3. Routine preventive care and the associated lab work is paid at 100% - you pay nothing out of pocket.

4. Lab work done for the purpose of a sick visit is subject to the deductible and coinsurance of the plan.

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HMO PlanAn HMO plan offers health care services that are provided by a Health Maintenance Organization.

An HMO is a network of doctors, hospitals, health care providers and pharmacies that offers medical treatment at a reduced cost to members.

As a member of an HMO plan, you’ll be required to choose a primary care physician (PCP) from a listing of doctors who are a part of the HMO network.

One important thing to remember about HMOs: you only have coverage with in-network providers, except in the case of having to go to Emergency.

To find out if your provider is in-network, visit www.myuhc.com, select Find a Physician or Facility, select UnitedHealthcare Select HMO and type in your providers name. Make sure the Physician or Facility has a Two-Star Designation. See below for an example.

*** The stipulation for the HMO plan is the out of NC employees that choose the Edge HMO can’t exceed 25% of the total group on benefits. For example is we had 20 employees on benefits overall, we could have as many as 5 on the Edge HMO that live out of state.

Be Sure You Can Find A

Doctor In Your Area

http://www.myuhc.com/


Dental Plan Information

note: brochures offering details about the plan is available on ADP TotalSource and ABTU

Calendar Year Benefit Maximum $1,000

Preventive & Diagnostic Services 90% (deductible waived)

Basic / Restorative Services 60%

Major Services 50%

Orthodontic Lifetime Maximum$1,000 (Maximum for children under age 20. Adult Ortho not

covered)

Calendar Year Individual Deductible $50

Calendar Year Familly Deductible $150

Per Pay Period Dental Premium (Voluntary Benefit)► PremiumEmployee $11.95Employee + Spouse $23.91Employee + Child(ren) $25.62Employee + Family $38.94

Dental Options – Aetna PPO Max $1,000

Refer to your Summary Plan Description


Vision Information


Vision Options

Benefit Copay Frequency

In-Network

Well Vision Examination $5 Once every 12 months

Single Vision, Lined Bifocal and Lined Trifocal

$10 Once every 12 months

Retail Allowance for Frames $180

Contact Lenses (instead of glasses)

None Once every 12 months with an allowance of $150

Lasik None $150 allowance for both eyes, 5-15% discount

Out-of Network

All Services N/A Services are reimbursed up to a maximum amount depending on service.


Per Pay Period Deductions

Employee $2.88

Employee + Spouse $5.76

Employee + Children $6.17

Employee + Family $9.85

Vision – VSP


Life / STD / LTD


Provided by Aetna

Life, Accidental Death & PL

Employer PaidBasic Life Insurance

$50,000

Offered to all Full-Time eligible Employees (working a minimum of 30 hours a week)

Provided by Aetna

Employer Paid

STD Benefits60% up to $1000/wk (0/7-13)


Short-Term Disability (STD)

Provided by Aetna

Employer Paid

LTD Benefits60% up to $5000/month – 90/month


Long-Term Disability (LTD)


Flexible Spending Accounts



What are Flexible Spending Accounts (FSA)

• FSA’s are accounts that allow you to pay for certain medical and dependent care expenses with pretax dollars.

• Employee contributions are deducted from each paycheck before Federal Income and Social Security taxes are calculated.

• You will not pay taxes on eligible reimbursements.

• Contributions up to a $2,500 maximum in FSA Medical.

• If you select the HMO Health Plan, ABT may reimburse you up to $22.00 towards your FSA account.

Please note: Use it or lose it – is an IRS requirement that if you do not spend all the money you have in your FSA, that money remaining in the Plan 60-days following the close of the Plan year (July 30th) will be forfeited because it cannot be rolled over or refunded to you.

• Allows you to pay for certain medically necessary expenses with pre-tax dollars.

• You may use the full plan year goal/pledge amount in your account. You are not limited to your contributions to-date.

• Direct Deposit Reimbursements

Health Care FSA

Health Care Reform Alert!

Health Care Reform legislation includes a provision that limits the amount of salary reduction contributions an individual can make to Health Care FSA to $2,500.00 per taxable year beginning January 1, 2013. This change will not affect the Health Care FSA contribution maximum for the 2012-2013 Plan year. For the 2013-2014 Plan year, the maximum amount of salary reduction contributions an individual can make to a Health Care FSA will change in a manner so that the $2,500 limit will not be exceeded.

Dependent Care FSA

Allows you to pay for dependent care with pre-tax dollars

Contribute up to $5,000 for the plan year ($2,500 if married and filing separately) ($50 minimum) –

not to exceed $5,000 during a single calendar year per IRS rules

Examples of eligible Dependent Care expenses are:

• Dependent Care costs for dependent under the age of 13

• Regardless of age if they are physically/mentally incapable of self care

Expenses for Dependent Care while at work include:

• Care provided in your home (not by another dependent)

• Qualified child care centers and after school programs

• Certified ‘away from home’ facilities (provided not more than 12 hours/day)

Dependent Care FSA

• Care provided in your home (not by another dependent)

• Qualified child care centers and after school programs

• Certified ‘away from home’ facilities (provided not more than 12 hours/day)

Note: Dependent Care FSA does NOT reimburse medical expenses


Health Savings Account



Health Savings Accounts (HSA)

• HSA’s are accounts that allow you to pay for certain medical care expenses with pretax dollars.

• With an HSA account, there is no requirement to spend the money within a certain time. You can use it any time and take it with you when you retire or are no longer with ABT.

• Deposits to your HSA come directly from your paycheck, deposits made on your own or from ABT. ABT contributes $62.00 per month if you select option HDHP-A and $106.00 per month if you select option HDHP-B to YOUR savings plan. This money is yours to keep. The only requirement is that you open up an HSA account. Which comes with a credit card you can use to pay medical bills with.

• HSA Contribution maximum limits for 2013 are $3,250 for Individuals and $6,450 for Family.

• HSA catch-up contributions (age 55 or older) can be made any time during the year in which the HSA participant turns 55. The catch-up contribution amount is $1,000.

Employee Assistance Program (EAP)

NEW! 24-hour toll free number dedicated to ADP TotalSource worksite employees: 1-888-231-7015

We all need to talk to someone from time to time…

• Assistance with Stress, Anxiety, Depression, Grief, ADD/ADHD, Eating Disorders, Financial issues, Family Issues, Alcohol and Substance Abuse Issues, Relationship Issues, Financial or Legal Counseling

• All worksite employees and their dependents are eligible• Up to 3 face-to-face visits annually with licensed, certified counselor

at no cost to the employee.• Voluntary and Confidential Service. ABT has no knowledge of any use

of this service.

Employee Personal Discounts• Program offers discounts from brand name retailers• Cell phone discounts: Sprint-18%, AT&T-22%, Verizon-15%, T-mobile-10%• Employees leverage ADP’s buying power to save money and time• Real Estate & Financial Services• Sign up for premium-level savings on luxury brands**

** Available at a modest monthly fee

About MyTotalSource.com

▪ Secure Access 24/7 ▪ View your paycheck▪ View your benefits▪ View & change direct deposit, tax withholdings

and update your personal profile ▪ Link to the personal discount

programs▪ Access from your computer and your

smart phone or tablet

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Who do I call with questions?

• Employee Service Center – 1-800-554-1802

• Specific Benefit Questions – Call the Providers listed on fact sheet for that plan.

• Greg Blackport – 1-336-553-0727

• Amy Shirley – 1-336-369-3675

When is the Due Date to complete enrollment?

• Monday, April 22, 2013

How do I elect my benefits?

You have two options to elect benefits:

• Log on at www.mytotalsource.com, select the Myself tab along the top, then select

Benefit Enrollment on the right side

• Call the Employee Service Center at 1-800-554-1802 and they can walk you through

enrollment

http://www.mytotalsource.com/

Documents

ABT Open Enrollment, spring 2013