Wacker 2018 Benefits Guide_Non-Union_FINAL

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Flexible Spending Flexible Spending - Health Care Account Description: Contribute up to $2,600 to use to pay for eligible out-of-pocket medical expenses on a tax-free basis. The annual minimum is $100. This account is available to PPO Standard participants and employees who do not enroll in an HSA-qualified High Deductible Health Plan. How It Works: This plan allows you to set aside tax-free dollars to pay for health care expenses not covered by insurance. You receive reimbursement by submitting a claim and appropriate documentation (e.g. explanation of benefits, itemized bill, receipts). Any unused dollars remaining in your accounts at the end of the Plan Year or at the time your employment ends will be forfeited. Expenses/claims must be incurred during the Plan Year in order to be eligible for reimbursement. REMINDER The health care and dependent care options are tax-savings accounts; you must make a new election every year. Elections are not automatically deducted the following year. How does the PPO Standard’s HRA work with a Flexible Spending Account (FSA)? • UHC automatically pays the claim from the HRA first (provided money is available in account) • If there is not enough money in your HRA to cover the cost of the claim, then you can use your FSA dollars to pay any remaining balance • Keep in mind, the HRA does not pay for prescription drug expenses or other medical expenses not covered by UHC (i.e. dental or vision expenses) • Employees enrolled in the PPO Standard medical plan can also enroll in a health care FSA, but cannot get reimbursed by both the Health Reimbursement Account (HRA) and FSA for the same services. The HRA pays first, so plan accordingly. 14 Flexible Spending - Dependent Care Account Description: Contribute up to $5,000 to use to pay for dependent and/or eldercare expenses on a tax-free basis. The annual minimum is $100. How It Works: Your Dependent Care FSA can be used to pay for eligible dependent care expenses for: • A dependent child(ren) under the age of 13 who resides with you and for whom you are entitled to a personal tax exemption as a dependent • A spouse or other tax-dependent who resides with you and is physically or mentally incapable of self-care Dependent care expenses are eligible for reimbursement at dependent day-care providers and centers, day camps and after school programs that comply with applicable state or local laws and regulations. Dependent Care FSAs are not to be used for medical expenses. Medical expenses for your dependents are processed through the Health Care FSA. Disability Coverage Short-Term Disability Plan (Salary Continuation) Wacker Neuson provides salary continuation benefits to eligible employees who are unable to work because of a qualifying disability resulting from an injury or illness. Active regular full and part-time employees may be eligible to participate in these benefits. Salary continuation benefits are payable after 5 consecutive workdays of absence. The first day of absence is considered the first day of disability and is the date when salary continuation benefits begin. A maximum of 26 weeks for each disability is covered according to the schedule on the following page.
Length of Continuous Service Benefits as % of Regular Pay* 90% 60% Less than 1 year --------- 26 weeks 1 < 3 years 4 weeks 22 weeks 3 < 5 years 8 weeks 18 weeks 5 < 10 years 12 weeks 18 weeks 10 < 15 years 16 weeks 10 weeks 15+ years 26 weeks ---------- *Regular pay is considered an employee’s base salary at the time of disability, excluding overtime, bonus, or any additional compensation. Field personnel receive benefits based on average earnings of the previous 12 months or base pay only for those with less than one year of service. Long-Term Disability Plan Description: Company Paid. 60% of monthly earnings and includes sales incentive pay (if applicable), to $9,000 per month, reduced by Other Income (refer to Certificate of Insurance for definition of Other Income). Benefits start after 180 days of disability. Insured by The Hartford. Life and AD&D Basic Employee Life & AD&D Description: Company paid. Two times annual earnings up to $400,000. Earnings include incentive pay (commissions) for field employees with one or more years of service. Supplemental Employee and Dependent Life Description: • Employee Paid Life: • Increments of $10,000 to a maximum of $500,000 or 5 times your annual earnings, whichever is less. • Guarantee issue amount is $240,000. Evidence of Insurability is required for amounts over $240,000 or for any amount if applying 31 days after initially eligible. • If you elect supplemental life for yourself: • Spouse: Increments of $5,000, to lesser of 100% of o ptional amount for you, or $100,000. Guarantee issue amount is $50,000. Evidence of Insurability is required for amounts over $50,000 or for any amount if applying 31 days after initially eligible. • Children age 14 days to 19 years, or age 25 if full-time student: Increments of $5,000, to lesser of 100% of optional amount for you, or $20,000. Guarantee issue amount is $20,000. Evidence of Insurability is not required. 15
Page 3 and 4: Table of Contents 02 PROVIDER CONTA
Page 5 and 6: Eligibility and Enrollment Wacker N
Page 7 and 8: Personal Health Suppport Provided b
Page 9 and 10: HRA and HSA - A Quick Comparison
Page 11 and 12: How much can I contribute to my HSA
Page 13 and 14: Spousal Surcharge Program If your s
Page 15: Vision Plan Description: Coverage w
Page 19 and 20: Business Travel Assistance This pro
Page 21 and 22: Military Leave Wacker Neuson will p
Page 24: If you have any questions about the

Wacker 2018 Benefits Guide_Non-Union_FINAL

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