BENEFITS - taylorcorp.com

1 What to Do and What to What's New in 2018?.. BENEFITS in Enrollment Help and SupportThis booklet is intended to provide a summary of BENEFITS offered to employees. In determining actual benefit coverage and eligibility, the official text of company plan documents and summary plan descriptions is the governing BenefitsWhat sINSIDEW elcomeWe are committed to offering choices that provide quality BENEFITS for you and your dependents. We are also responsible for maintaining the competitiveness of our business. A successful business is the key to creating opportunity and security for our the company and our employees have a critical role in managing health care costs. That involves shared responsibility, shared risk-taking and you taking an active role in understanding, utilizing and purchasing health care benefit choices are important decisions and affect how you receive your BENEFITS and what you pay for them. Take the time to make sure you fully understand the plans What to Do What's New BENEFITS Eligibility Enrollment Help Welcome3 What to doWithin 30 Calendar Days Enroll in your BENEFITS within 30 days of hire date.

2 Your date of hire counts as day 1. 1. Study your options read through this guide or visit Know the difference make sure you understand how the plans work and how you can manage your health care expenses all year Decide what plans you will Decide who to cover yourself, your legal spouse, your eligible children or your entire family The company reserves the right to audit dependents at any point in time. Within 60 Calendar Days Complete your wellness screening* AFTER you enroll in BENEFITS . If you choose to participate in the wellness screenings, this must be complete within 60 days of your hire to expectMedical/Dental/VisionIf you enroll in Medical, Dental, and/or Vision, you will receive ID cards as follows: Medical ID card from BCBS of MN Prescription card from CVS/Caremark A Dental ID card from Delta Dental You will NOT get an ID card for vision you will use your employee ID as your Vision IDPre-Tax AccountsIf you enroll in one of the Pre-tax accounts, you can expect to receive the following: If you enroll in the HSA, you will receive a Welcome Kit and Debit Card from HSA Bank.

3 If you enroll in the Health Care Flexible Spending Account, you will receive a Payment Card from Optum. If you participate in the commuter expense reimbursement account, you will receive a Payment Card from You will receive a packet of materials on the 401(k) Plan from Merrill Lynch*Wellness screenings are optional and give you and your spouse the opportunity to earn wellness dollars if you enroll in one of the company's health plans. Learn more about your wellness options on page to Do and What to ExpectWelcome What to Do What's New BENEFITS Eligibility Enrollment Help What to Do and What to Expect4 What's New in 2018?MedicalWe will continue to offer you and your family choice in your medical plans. In 2018, you will be able to choose from three new medical plans options. Two of these plans will offer copays for office visits, urgent care and telehealth health is important to us and we want you to have low costs and great access to providers.

4 We have expanded our wellness benefit offering for 2018 and wellness dollars will now apply to all of our medical plans. If you can t meet the initial requirements, we will provide you with a reasonable alternative to earn wellness Expense Reimbursement Account (CERA)All benefit eligible employees can now elect to participate in a Commuter Expense Reimbursement Account (CERA)through Optum. A CERA allows you to pay for qualified parking, mass transit and vanpooling expenses using money you have set aside Term Disability Benefit PlanLong-Term Disability (LTD) Benefit Plan Effective January 2018, the maximum benefit period (how long BENEFITS will be paid) for the current employer provided long-term disability (LTD) benefit will change to 5-years; this plan will be called the Core LTD plan. A buy-up LTD plan will be made available to all eligible employees that extends this period to a date based on the employee s age when they become disabled and on a reducing benefit duration enhance our BENEFITS and manage costs we will be changing our life and disability carrier to Voya Financial, as well as our Flexible Spending Account, COBRA and Commuter Expense Reimbursement Account administration to Optum.

5 Welcome What to Do What's New BENEFITS Eligibility Enrollment Help What's New in 2018?5 BENEFITS in Review MedicalMedical coverage is one of your most important and valuable BENEFITS . You have the choice of three new medical plans:All three plans help you stay well by providing 100 percent coverage for in-network preventive care and help youwhen you are not well by covering a portion of your three plans are administered by Blue Cross Blue Shield of MN and include prescription coverage through PLUSPPOHSAW elcome What to Do What's New BENEFITS Eligibility Enrollment Help BENEFITS in Review6 EmployeeEmployee+1 FamilyEmployeeEmployee+1 FamilyEmployeeEmployee+1 FamilyEmployee-Bi-Weekly* Contribution$ $ $ $ $ $ $ $ $10 * Contribution$1 5 2$ $ $ $ $ $ $ $ EligibleYesYesYesAnnual Deductible Individual FamilyIn-Network$1,50 0$3,000In-Network$2,500$5,000In-Network$ 6,600$13, 20 0 Annual Out of Pocket Maximum Individual FamilyIn-Network $6,600$13, 20 0In-Network$6,600$13, 20 0In-Network $6,600$13, 20 0 Coinsurance (what the plan pays after deductible)

6 Plan pays 80% after deductiblePlan pays 80% after deductiblePlan pays 100% after deductiblePhysician Office Visits Primary Care Physician Visit Specialist Visit Retail Clinic Visit Doctor On Demand Medical Doctor On Demand Psychology/Psychiatry X-ray/Lab (what plan pays after deductible) Routine Preventive Care Well Child CareYou pay $25 copayYou pay $35 copay You pay $20 copay$0 copay; 100% You pay $25 copay80% after deductible100%100%You pay $40 copayYou pay $60 copayYou pay $40 copay$0 copay; 100%You pay $40 copay80% after deductible100%100%Plan pays 100% after deductiblePlan pays 100% after deductible Plan pays 100% after deductible Plan pays 100% after deductible Plan pays 100% after deductible Plan pays 100% after deductible100%100%Prescription DrugsRetail Pharmacy Generic Drugs Preferred Brand Name Non-Preferred Brand Name SpecialtyYou pay:$10 copayGreater of $40 copay or 20% to a max of $80 Greater of $60 copay or 50% to a max of $120 Greater of $75 copay or 20% to a max of $150 You pay:$10 copayGreater of $40 copay or 20% to a max of $80 Greater of $60 copay or 50% to a max of $120 Greater of $75 copay or 20% to a max of $150 Plan pays 100% after deductiblePlan pays 100% after deductiblePlan pays 100% after deductiblePlan pays 100% after deductiblePPO PlusPPO PlusPPOPPOHSAHSAM edical PremiumsThe medical plan comparison below gives a side-by-side comparison of covered In-Network services and plan features.

7 *To calculate a weekly amount, divide by What to Do What's New BENEFITS Eligibility Enrollment Help BENEFITS in Review7A Health Savings Account (HSA) is a tax-free account you may use to pay for current and future medical expenses. An HSA can help put you in control of your health care spending, by letting you save for future medical bills and allowing you to pay for qualified medical expenses HSA is completely portable. Any unused funds in your account are yours to keep, even if you leave the company. And there is no use-it-or-lose-it rule funds roll over each year. There is a penalty if the money from your account is used for non-medical expenses prior to the age of 65. If you use the money for non-medical expenses when you re older than 65, there is no penalty but the money will be taxed. Once you are covered by Medicare (age 65) you cannot contribute to the HSA anymore but are free to use the money in the account as long as you IRS publications 969 and 502 for more details.

8 If you enroll in the HSA Plan, and you elect to contribute or earn applicable wellness dollars, an HSA will be opened foryou through our vendor, HSA Bank. A tax-advantage medical savings account for individuals who are enrolled in a high-deductible health plan (HDHP).The account is owned by the funds contributed to an account are not subject to federal income tax at the time of funds roll over and accumulate year to year if not account is portable. The employee keeps the account even if they leave the s So Special About the HSA?What is an HSA?How much can I contribute to the HSA?Who might want to elect the HSA Plan?If you have family coverage and you elect the PPO Plus Plan, you will pay $5, in premiums during the year. If you elect the HSA plan, you will pay $2, in premiums. This leaves you an extra $3, By choosing to put that extra $3, in a HSA, you will spend the same out of pocket amount but will have the extra funds available to use for health care expenses or to save for later use.

9 Maximum Employer and employee contributions$3,450$6,900 2018 Contribution LimitsEmployee OnlyFamilyIf age 55+ by 12/31/18, an additional $1,000 contribution is allowed in 2018 (catch-up contribution).HSA ContributionPremium$6, $5, $5, $4, $4, $3, $3, $2, $2, PlanPPO Plus PlanWelcome What to Do What's New BENEFITS Eligibility Enrollment Help 8 BENEFITS in ReviewCoverage for prescription drugs is included in all three health plans through CVS/Caremark. CVS/Caremark has over 64,000 pharmacies. These include retail pharmacies such as CVS, kroger , Meijer, Walmart, and Walgreens as well as on line and mail order options. To locate an in-network pharmacy, go to or call CVS/Caremark. at (800) you pay for your prescriptions will depend on which medical plan you choose and what type of prescriptions you plan classifies drugs by four levels; generic, preferred brand, non-preferred brand and specialty. Each level of drug is a different cost.

10 Generic medications are the lowest cost options. Preferred brand, non-preferred brand and specialty are higher priced medications, but your doctor may be able to prescribe a similar drug from another level with a lower in the PPO Plus and PPO Plans will pay a copayment for generic drugs and a coinsurance payment for drugs from the other three levels with minimum and maximum amounts depending on the level of drug. Participants in the HSA plan pay the full discounted price of the drug until the deductible is met. After the deductible is met, the plan works a little differently; in the HSA plan, the plan pays all expenses once the deductible/out-of-pocket maximum are BenefitsID cards for prescription drugsCVS will send a welcome packet and an ID card specific to the prescription coverage. Upon receipt of your prescription ID card, you will be able to go to and register for online access. 90-day Rx ProgramIf you take certain medications on a regular basis you can save time and money with the 90-day Rx Program.