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2021 Open Enrollment Guide Flipbook PDF
Norco, Inc. Open Enrollment Guide
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Open Enrollment November 9 – November 22, 2020 Benefits Effective January 1, 2021
“Serving You Better ” 1
Valued Employee Owner, As leaders we have a responsibility to ensure the company is on a successful track for continued growth and financial sustainability. Our employees are our most important resource; therefore, employee engagement is a critical success factor for Norco. We carefully review issues negatively impacting employee engagement and seek out options for improvement. In 2019 we completed an employee engagement survey and performed a benchmarking review which highlighted opportunities for improvement regarding our PTO and Health and Welfare benefits. As a result of this feedback and analysis we enhanced our PTO policy with (2) additional Float Days and secured the support of a Health Welfare Benefits broker to ensure we offer competitive Health and Welfare benefits. When the COVID19 pandemic emerged we, created an Emergency Sick Leave Policy to support our employees through this unique situation and continued to promote Safety awareness at work, home and the communities we serve. As already shared in a recent NorCommunication we’ve partnered with a broker, Murray Group, to evaluate our benefits offering while bringing additional value to our Norco Employee Owners (NEOs). Murray Group was also able to provide benchmark data to show where Norco stood in comparison to the market. We are excited to announce that our 2021 health care plans will be managed by Blue Cross & Delta Dental. We will also be adding Willamette Dental for applicable areas. Norco will continue to offer two plans, a traditional Preferred Provider Organization (PPO) plan and a Health Savings Account (HSA) plan which is a great option for those that choose to influence their own healthcare expenses and invest in their future. Here are a few highlights to note: • The annual deductible for our PPO plan will be decreased to $2250 with new competitive rates. • The qualified high-deductible HSA plan will still carry a $4000 deductible but the company contribution will be increased to $1,200 from $1,080 for families. • We’ve added Accidental Death and Dismemberment (AD&D) coverage to company provided Life Insurance by United Heritage. These are provided at no cost to the employee. • Enhanced Prescription Benefits will be offered through Southern Scripts. • Enhanced Dental Benefits, including Orthodontic coverage. Employees that participated in the Wellness Program will be eligible for the lower healthcare premium. Great job taking proactive measures by participating in our Wellness Program. Norco employees will now have access to improved Information and resources through Murray Group, the Employee Navigator platform, and the classical Provider websites in terms of reviewing Health and Welfare Benefit information and choosing doctors, hospitals, treatment options, and prescription drug options. Our broker will also be able to personally assist employees with questions about the plans and their specific medical concerns or opportunities. This year’s enrollment must be completed online by November 22nd (Either with a Benefits Counselor or self enroll). Norco’s Mission has been SERVING YOU BETTER for over 70 years now. Our Employee Owners are a key part of that mission’s “YOU”. Thank you for your continued dedication to our Mission and our Customers. Going into the New Year, we look forward to another successful and prosperous year!
Nicole Kissler Vice President
Elias Margonis President
E MPLOYEE BENEFITS We know that our success depends on our people. Therefore, we continue to strive to offer comprehensive, high-quality benefits for our employees. These benefits are designed to protect your health, your family, and your wealth and they are a valuable part of the total rewards package that Norco offers.
Inside
• • • • • •
2021 Open Enrollment Medical Plans Dental Healthcare Spending Accounts Vision Life Insurance
• • • • • •
Voluntary Colonial Plans EAP Wellness 401(k) Retirement & ESOP Tuition Reimbursement Contact Information
Eligibility & Enrollment Who is Eligible? › › › ›
You (see below for qualifications) Your Legal Spouse Your dependent children, up to age 26 Adult children in your guardianship of any age, who are considered medically disabled.
Coverage for newly hired, full-time employees will go in effect on the first day of the month following 60 days of employment. MEDICAL & VISION › Regular, active employees working 30+ hours per week. DENTAL › Regular, active employees working 40+ hours per week. 401(k) › Regular, active employees who are at least 21 years of age.
2021 Employee Benefit Guide
Making Changes to Coverage: › Eligible employees may enroll or make changes to their benefits elections during the annual open enrollment period. As with most benefits, once you elect an option you are bound to that choice for the entire plan year unless you experience a “Qualifying Event”. These may include, but are not limited to: • Changes in legal marital status • Birth, adoption, guardianship • Loss of other group coverage You must notify HR within 30-days of your qualifying event in order to make changes. Supporting documentation will be required when requesting changes outside of open enrollment. Enrollment changes due to Medicaid/CHIP eligibility must be requested within 60-days.
Accessing Plan Notices: You are entitled to a comprehensive description of your rights and obligations under this employer health plan. You can find your summary of benefits and coverage (SBC), summary plan description (SPD) and compliance notices by logging into your employee benefits website at www.employeenavigator.com. If you would like to receive paper copies of the notices and plan documents, please contact Human Resources and these printed documents will be provided to you at no cost.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Open Enrollment WHAT’S NEW FOR 2021? Health Insurance will be moving from Aetna to Blue Cross of Idaho effective January 1, 2021. The PPO plan deductible has been lowered from $2,500 to $2,250. The Health Savings Account Employer Contribution has increased for families to $1,200 per year. In addition to Delta Dental, a new dental plan option from Willamette is available for employees who live in Idaho, Washington, and Oregon. Company-paid employee life insurance is moving to United Heritage Life and now includes additional AD&D benefits as well as an option to purchase additional supplemental life coverage. Employees will make benefit elections for 2021 online with our new platform, Employee Navigator.
Q&A: Aetna to Blue Cross Will I receive new ID cards?
Online Benefit Elections In order to familiarize employees with the login process and how to elect coverage, you will be encouraged to meet with a Benefit Counselor from Employee Navigator. 1. Schedule Your Appointment with a Benefit Counselor click on the link below: https://coloniallife.rivs.com/schedule/norco -or2. Self-Enroll: You will receive an email from ‘[email protected]’ on November 9th with a link to Register. During the registration process, you will be required to enter personal identification information and the following company identifier: NORCO (all caps)
Yes. Your new Blue Cross ID cards will be mailed to the address we have on file shortly after open enrollment. You will need to notify healthcare providers that your insurance information is changing January 1st and plan to present your new card at your next visit. Will there be changes to my Prescription Coverage? Prescriptions will be managed by Southern Scripts. You will receive information on how to use your new pharmacy benefits within this guide. We encourage employees to refill any mail-order medications or pick up medications at a retail pharmacy in December to ensure you have enough medication before your Aetna plan ends and your new plan begins. If you have any issues with refills or coverage, contact Murray Group for assistance. (208) 765-2620 Do I need to change my Providers? No. Our new plan with Blue Cross has the same network coverage as your Aetna plan. You may even find that more providers are available under this plan or an overall reduction in billed charges with Blue Cross of Idaho. What if I have a surgery or procedure that has already been approved with Aetna? Any treatment that has already been approved will carry over to our new Blue Cross plan. It is very important that you notify your healthcare providers and pharmacy that your insurance has changed so they bill the correct insurance company. Pay close attention to your billing statements and contact Murray Group if you have any questions.
Medical Plans
The chart below provides a high-level overview of your medical plan options.
Blue Cross of Idaho
Option #1
Option #2
PPO $2,250
HDHP $4000 w/ HSA
Deductible (per calendar year) Individual $2,250 Family $4,500 Coinsurance (your cost-share after the deductible is met) In-Network Plan pays 80%, you pay 20% Out-of-Network Plan pays 60%, you pay 40%
$4,000 $8,000 Plan pays 80%, you pay 20% Plan pays 60%, you pay 40%
Out of Pocket Maximum (Your deductible + coinsurance) Once this is met in a calendar year, the plan pays 100% Individual
$6,600
$6,550
Family
$13,200
$13,100
$8,500 / $17,000
$6,500 / $13,100
Covered 100%
Covered 100%
Office Visits – Primary Care
$30 Copay
Subject to deductible & coinsurance
Office Visits – Specialist
$45 Copay
Subject to deductible & coinsurance
Diagnostic Labs & Imaging
Subject to deductible & coinsurance
Subject to deductible & coinsurance
Hospitalization / Maternity
Subject to deductible & coinsurance
Subject to deductible & coinsurance
Spinal Manipulations (20 visit maximum per year) Emergency Room
$45 Copay
Subject to deductible & coinsurance
$250 Copay + deductible/coinsurance
Subject to deductible & coinsurance
Subject to deductible & coinsurance
Subject to deductible & coinsurance
Out-of-Network Covered Services (In-Network) Preventive Care Services
Urgent Care
Prescription Drugs (Southern Scripts Rx) Generic
$10 Copay
Formulary Brand
$45 Copay
Non-Formulary Brand
$70 Copay
Specialty
Member pays full cost of prescription drugs up to the deductible, then 20%. Once the out-of-pocket maximum is met in a calendar year, the plan pays 100%.
20% up to $150
Health Savings Account (Employer Contribution) Individual (self-only) N/A Family (1 or more enrolled) N/A
$480 / year (pro-rated based on hire date) $1200 /year (pro-rated based on hire date)
PPO vs. HDHP The PPO $2,250 Plan may be a good choice...
The HDHP w/ HSA may be a good choice...
If you have ongoing medical conditions that require treatment and if you take medications to manage your condition. If you prefer flat copays for office visits and prescription drugs. If you or your spouse is over age 65 and eligible for Medicaid, or if anyone is enrolled on more than one health plan (such as Tricare).
If you typically only see your doctor once a year for your annual wellness visit.
2021 Employee Benefit Guide
Great choice for members who are generally healthy and do not have any chronic medical conditions or medications.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Using Your Blue Cross of Idaho Health Benefits Create your Blue Cross of Idaho online account at members.bcidaho.com. You will need to use the information on your Blue Cross Member ID card to register. Once you have registered on members.bcidaho.com you can: • View your claims and coverage • Estimate your healthcare costs • Shop for care with Cost Advisor • Find a Provider
Care Management
Getting Care for Chronic Conditions If you are dealing with multiple or complex health conditions, Care Management (CM) can help you better understand your conditions, teach you how to take an active role in your health and help with navigating any obstacles you run into. Through this program, you’ll work directly with a care manager who will create a personalized care plan. You also get educational materials and resource support. CM can help you understand your health and make changes that can help you reach your best health. The program offers extra help to members dealing with multiple or complex health conditions like serious trauma, transplants, spinal injuries, cancer, behavioral health, AIDS or multiple chronic illnesses. The program includes healthcare planning, care coordination among your providers, advocacy and more. CM is a voluntary program included with your Blue Cross of Idaho health insurance plan at no added cost to you. To learn more about CM: • Please call 208-387-6924 or 800-627-6655 (TTY: 800-377-1363) • You can also email: [email protected]
2021 Employee Benefit Guide
Your Benefits Travel with You
Thanks to the BlueCard program, your Blue Cross of Idaho plan gives you in-network coverage when you’re traveling or living in another Blue Cross Blue Shield plan’s coverage area. Visit provider.bcbs.com or call 800-810-2583 to learn more and to help plan ahead before your trip.
Prior Authorizations
Prior Authorization (PA) is the process we use to make sure a non-emergency service or procedure is medically necessary. Not all procedures will require prior authorization (PA). PA helps us manage medical costs for you by making sure services are appropriate and necessary. When your provider wants to perform a procedure or service, either you or your provider will need to contact us for PA. After getting the PA request, we will contact your provider. In some cases, we may ask for more information. If you have any questions, please contact your Blue Cross of Idaho member services.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Virtual Care / Telehealth
24/7 Virtual Care Access a doctor from your home, office, or on the go – 24/7/365. Board-certified doctors can visit with you by phone or secure video to help treat non-emergency medical conditions. He or she can diagnose your symptoms, prescribe medication and send prescriptions to your pharmacy. If you are in Idaho, your consultation must be through video.
HOW TO USE MDLIVE:
You can easily sign up and activate your account after January 1, 2021:
REGISTER TO ACTIVATE: • Visit MDLIVE.com/bcidaho • Or call: (888) 920-2975
Once registered, members can access a board-certified provider for a virtual consult. Connect over the phone or through secure video on your computer, tablet or the MDLIVE mobile app. Medical conditions MDLIVE treats: (non-emergency only) •
Allergies
•
Fever
•
Respiratory problems
•
Cold/flu
•
Headache
•
Sore throats
•
Constipation
•
Insect bites
•
Urinary problems/UTI
•
Cough
•
Nausea/vomiting
•
Vaginitis
•
Diarrhea
•
Pink eye
•
•
Ear problems
•
Rash
Behavioral Health Conditions
So when you’re sick, but it’s not an emergency, use MDLive MDLIVE.com/bcidaho 888-920-2975
©2018 MDLIVE, Inc. All rights reserved. MDLIVE does not provide any healthcare services and is not an insurance product or a prescription fulfillment warehouse. MDLIVE does not replace the primary care physician. MDLIVE operates subject to state regulation and may not be available in certain states. MDLIVE does not guarantee that a prescription will be written. MDLIVE does not prescribe DEA controlled substances, non-therapeutic drugs and certain other drugs which may be harmful because of their potential for abuse. Contents in this material are not a substitute for professional healthcare advice, diagnosis or treatment. MDLIVE healthcare professionals reserve the right to deny care for potential misuse of services. MDLIVE interactive audio consultations with store and forward technology are available 24/7/365 for medical services only, while video consultations are available during the hours of 7 am to 9 pm, 7 days a week, or by scheduled availability for medical and behavioral services. MDLIVE and the MDLIVE logo are registered trademarks of MDLIVE, Inc. and may not be used without written permission. For complete terms of use visit www.mdlive.com/pages/terms.html. MCR-1118
2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Using Your Prescription Benefits Your Southern Scripts Prescription coverage gives you access to reduced prescription costs for retail and mail-order medications.
Picking up Prescriptions at Retail Pharmacy: To access the Network Pharmacy Locator, please visit: www.southernscripts.net/members.php Members of Southern Scripts have access to reduced prescription costs at participating FirstChoice™ pharmacies. Present your member ID card when filling a prescription at any major retail chain or independent pharmacy across the country. If your pharmacy is not utilizing the Southern Scripts network, have your pharmacist call the number on your ID card to enroll. Members can pick up 30-day or 90-day prescriptions at retail pharmacies.
You will need to provide your pharmacy with your new insurance information. You will also use this information to register on the Southern Scripts Member Portal.
Mail Order
• • •
Specialty Rx
• • •
Managing Your Pharmacy Plan
2021 Employee Benefit Guide
Bin Number: 015433 PCN: SSN
(Southern Scripts Network, not SSN#)
PBM: Southern Scripts
Mail-order prescriptions are optional under this plan. The “mandatory maintenance medications” that previously required members to fill by mail order will no longer be a requirement in 2021. If you would like to continue your mail-order medications, you will need to have them transferred to Southern Scripts Mail-Order provider. Contact Southern Scripts for assistance. Members will be contacted by a pharmacy advocate to transfer specialty prescriptions from CVS SpecialtyRx to ScriptSourcing. The Pharmacy advocate will ensure member is getting the best possible price for their medications. If necessary, members will be encouraged to use lower cost medications through manufacturer discounts or international programs.
Get instant access to your benefits, price-check tools, and more by registering on our member page. Please note that registration is only available after your plan effective date.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
v2
Vision Plan Your vision plan will remain part of your medical coverage and will be administered by Blue Cross of Idaho. Eye Exam Routine Eye Exam
Plan pays 100% Every 12 months
Materials Frames, Lenses, Contact Lenses
Plan pays 100% up to $250 per member Every 12 months
Preventive Care Preventive care and early detection are important for your long-term health. Both Medical Plan Options from Norco cover Preventive Services at 100%, with no copays, deductibles, or out-of-pocket costs. In addition to your annual wellness visit, the following list of services are covered 100% as part of your Preventive Care: (services must be billed as preventive by your provider’s office in order to be covered 100%)
Examples of covered preventive care services include:
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Physical Exams for adults and children Prescribed Contraceptives Preventive Drugs – Covered 100% Colorectal cancer screening for adults (regardless of age) Diabetes (Type 2) screening Immunizations for adults and children Blood Pressure Screening and tests to screen for high cholesterol and diabetes Hepatitis B Screening Hepatitis C Screening for adults at increased risk. Breastfeeding equipment and supplies Breast Cancer Screenings Breast cancer genetic test counseling (BRCA) for women at higher risk Breast cancer mammography screenings (no age-restrictions)
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2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Healthcare Expense Accounts The medical plan you choose to enroll on determines which healthcare expense accounts you are eligible for.
Option 1: PPO Medical with FSA
Option 2: HDHP Medical with HSA
HEALTH SAVINGS ACCOUNT
FLEXIBLE SPENDING ACCOUNT You can contribute pre-tax funds to your FSA and use the money to pay for your out-of-pocket healthcare expenses including: - Deductibles, Copays, & Prescription Drugs - Dental & Vision Expenses - Prescribed Supplements and over-the-counter items (with prescription) IRS FSA Contribution Limits for 2021
Annual Amount
Per Month Deduction
Annual Minimum
$120
$10
Annual Maximum
$2,750
$229
Employees enrolled on the Blue Cross HDHP will be eligible for the Health Savings Account (HSA). Funds can be used for eligible healthcare expenses or saved. Unused HSA funds roll over year over year. Norco contributes $480/year for Single coverage and $1200/year for Family (pro-rated based on hire date). Employees may also elect to contribute to HSA with pre-tax payroll deductions. The maximum annual amounts employees may contribute are shown below. (Adjusted to include employer contribution) 2021 HSA Employee Contribution Limits:
Only $500 of unused FSA funds can be rolled-over to next year, so it is important you elect your Flexible Spending Account funds carefully. Unused amounts over $500 will be forfeited.
Annual Contribution Maximum
Per Month Deduction
Single Coverage
$3,120
$260
Family Coverage
$6,000
$500
Age 55+
Additional $1,000 Per Year
*Employees age 65+ are not permitted to contribute to the health savings account. You are also not eligible to contribute if you are enrolled on any other non-HSA qualified health plan.
DEPENDENT CARE FSA (Available Regardless of Medical Plan Participation)
Employees may contribute in the Dependent Care FSA to pay for eligible dependent care expenses using pre-tax contributions. Funds are deposited into your account each month (not available upfront) and you cannot use a debit card to pay your provider. The IRS Maximum for 2021: $5,000 per year (up to $2,500 if married filing taxes separately)
LIMITED PURPOSE FSA Contribute pre-tax funds to your LPFSA and use the money to pay for dental and vision expenses only. Using a LPFSA helps you maximize the tax savings of your Health Savings Account. Only $500 of unused LPFSA can be rolled-over to next year, so elect your annual amount carefully.
Eligible expenses for Dependent Care FSA: › › › › › ›
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Care for your child who is under age 13 Before and after-school care Baby sitting and nanny expenses Day care, nursery school, and preschool Summer day camp Care for a relative who is physically or mentally incapable of self-care and lives in your home
2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Dental
PROVIDER NETWORK
Delta Dental PPO or Premier
Annual Deductible (Individual / Family)
$50 / $150
Preventive Care (Exam, cleanings, x-rays)
Plan pays 100%
Basic Procedures (Fillings, extractions, root canal)
Plan pays 80%
Major Procedures (Crowns, bridges, dentures)
Plan pays 50%
Implants (age 19+)
50% up to $1,200 lifetime maximum
Orthodontia (covered children under 19)
Covered 50% up to $1,000 lifetime maximum
Annual Maximum Per Person:
$1,250 Per Year
Rollover Benefit: $300 rollover benefit if less than $600 of Annual Maximum is used (and you receive your annual cleaning). Up to $3,050 maximum benefit per person.
Find Providers, view claims, & coverage at www.deltadentalid.com
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2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Dental – New Option
Willamette Dental Plan is only available to residents of Washington, Idaho and Oregon
COVERED SERVICE
BENEFIT
Annual Maximum
No Annual Maximum
Deductible
No Deductible
General & Ortho Office Visit
You Pay $20 Copay per visit
Diagnostic & Preventive Services
Covered 100% w/ office visit copay
Cleanings (1x per year)
Covered 100% w/ office visit copay
Additional cleanings covered 100% if recommended by your dentist. Fillings
You Pay a $30 Copay
Porcelain-Metal Crown
You Pay a $250 Copay
Complete Upper or Lower Denture
You Pay a $350 Copay
Bridge (per Tooth)
You Pay a $250 Copay
Root Canal Therapy
You Pay $225-$275 Copay
Osseous Surgery (per Quadrant)
You Pay a $200 Copay
Root Planing (per Quadrant)
You Pay a $85 Copay
Routine Extraction (Single Tooth)
You Pay a $30 Copay
Surgical Extraction
You Pay a $175 Copay
Comprehensive Orthodontia Treatment
You Pay a $2,400 Copay
Dental Implant Surgery
Benefit maximum of $1,500 /year
Nitrous Oxide
You Pay a $40 Copay
Specialty Office Visit
You Pay $30 Copay per Visit
• No annual maximum*, deductible or waiting periods with predictable out-of-pocket costs • Benefit coverage at Willamette Dental Group locations only • Extended hours: Monday – Friday 7am – 6pm and rotating Saturdays regionally • Easy appointment scheduling – just call 1.855.433.6825 • Emergency services available inperson in 48 hours or less and oncall 24/7 • All dental specialty services available, including orthodontics for all ages
Q&A: Careful Considerations Before Switching to Willamette Dental: Can I continue to see my own dentist if I choose Willamette? No. Treatment is only covered when you go to a Willamette Dental Group Clinic and receive services with a Willamette provider. Can I cover my child on Willamette and keep Delta Dental for myself and my Spouse? No. The employee and family members must all be enrolled on the same plan. If I don’t like the Willamette plan, can I switch back to Delta Dental? You will only be allowed to switch dental plans during Norco’s annual open enrollment. Once you elect Willamette dental, you must be enrolled for entire year before you can switch. You are encouraged to contact Murray Group if you have additional questions: (208) 765-2620
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2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2021 Employee Premiums Medical & Vision No Wellness Credit
Option #1
Option #2
PPO $2,250
HDHP $4000 w/ HSA
Per Month
Per Pay Period
Per Month
Per Pay Period
Employee Only
$149.90
$74.95
$102.00
$51.00
Employee & Spouse
$490.20
$245.10
$313.98
$156.99
Employee & Children
$292.10
$146.05
$203.30
$101.65
Employee & Family
$492.60
$246.30
$340.80
$170.40
*With Qualified Wellness Credit*
Per Month
Per Pay Period
Per Month
Per Pay Period
Employee Only
$109.90
$54.95
$62.00
$31.00
Employee & Spouse
$450.20
$225.10
$273.98
$136.99
Employee & Children
$252.10
$126.05
$163.30
$81.65
Employee & Family
$452.60
$226.30
$300.80
$150.40
Dental Willamette Dental
Delta Dental Per Month
Per Pay Period
Per Month
Per Pay Period
Employee Only
$19.00
$9.50
$19.00
$9.50
Employee & Spouse
$38.00
$19.00
$38.00
$19.00
Employee & Children
$56.00
$28.00
$56.00
$28.00
Employee & Family
$64.00
$32.00
$64.00
$32.00
Wellness Program Our wellness program will continue to grow this year, ensuring that it fits with our employees' lifestyles and addresses problem areas our employees are experiencing. The 2021 Wellness Program will continue to focus on fun, beneficial challenges as well as articles delivered through the Norco Newsletter to inform our employees about ways to change their mental, physical, and emotional health for the better. As was done in previous years, employees who complete a pre-determined list of requirements in 2021 will be eligible for an insurance premium reduction for the 2022 insurance year. Requirements and the amount of the premium reduction will be decided by executive management and employees will be notified as soon as updates are available. Questions please contact the wellness committee [email protected] 14
2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Employee Life Insurance Our company-paid life insurance is moving from GAWDA to United Heritage Life Insurance effective January 1, 2021. All employees will automatically be enrolled for this coverage which will now also include AD&D benefits.
Company-Paid Employee Life Insurance Eligibility/Class
Managers & 20-year Employees
Employee Base Life:
$25,000
1 x Annual Earnings
Employee AD&D:
$25,000
1x Annual Earnings
0
Full Time Employees
Reduction due to age: At age 65: benefit reduces 65%; At age 70: benefit reduces 50%
NEW Enhanced Benefit: Accidental Death & Dismemberment (AD&D) Accidental Death: • If employee’s death is due to a covered accident, an extra benefit amount is paid to beneficiary (in addition to the base life amount). Accidental Dismemberment: • A percentage schedule of the AD&D benefit is paid for covered losses. (i.e. loss of hand, foot, arm, etc.)
*Action Required*Employees will be required to assign beneficiaries online during open enrollment. (via Employee Navigator) 2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Additional Life Insurance NEW Life Insurance “Buy-Up” Additional life insurance is available to purchase from United Heritage Life Insurance. This is term life insurance that is only available if you are a full-time employee at Norco. You may enroll for this coverage during open enrollment. Your monthly cost will be shown online when you enroll for coverage
Additional Employee Life – Purchased by Employee Full Time Employees
Managers & 20-year Employees
Employee guaranteed issue: up to $75,000
Employee guaranteed issue: up to $150,000
Up to $100,00 can be purchased with approval (not to exceed 3x salary)
Up to $500,00 can be purchased with approval (not to exceed 3x salary)
Amounts elected over Guaranteed Issue: Employee will be asked to submit evidence of insurability in the form of health questions in order to be approved for the additional amount of coverage.
Reduction due to age: At age 65: benefit reduces 65%; At age 70: benefit reduces 50%
Additional Dependent Life – Purchased by Employee Employee must elect Supplemental Employee Life to enroll dependents Dependent Spouse:
Up to $25,000 Guaranteed Issue
Spouse Life over Guaranteed Issue:
Up to $250,000 can be purchased with approval (not to exceed 50% of employee life amount)
Dependent Children:
$2,000 - $10,000
Spouse rates and premiums are based on the Employee’s age, not the Spouse’s age. Employee Age:
< 34
40-44
45-49
50-54
55-59
60-64
65-69*
70-74*
Monthly Rate Per $1,000
$0.07
$0.14
$0.21
$0.33
$0.52
$0.69
$1.07
$1.86
Child(ren) Unit Per $1,000
$0.22 *Reduction in coverage due to age will apply. Employee will pay cost of reduced coverage amount only.
Cost Employee Age: 45 Example: Employee Life w/ AD&D Spouse Life Children Monthly Total:
2021 Employee Benefit Guide
Coverage: $75,000 $25,000 $10,000
Monthly Cost: $15.75 $5.25 $2.20 $23.20
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Employee Stock Ownership Program (ESOP) In 2015, Norco entered into an agreement to sell 35% of the company to its employees through an Employee Stock Ownership Plan. In this plan, summarized in the ESOP Plan Summary, employees are granted shares of stock each year as they continue to work for Norco. The company is appraised each year by the Plan Trustee and a value is placed on the shares of stock, and which then impacts each employee's shares of stock. ESOP programs have been proven for years to engage employee owners as they 'work for their own company.' It gives them pride of ownership and a long term incentive to own shares of the company that can be converted to retirement dollars. An employee becomes eligible to participate in the ESOP upon completing 1 year of service, are age 21 or older, and complete at least 1000 hours of service per calendar year. ESOP participants statements are mailed to eligible employees once a year.
This is one of the greatest benefits Norco offers: the opportunity of ownership. The difference between an “employee” and an “employee owner” is a big one. Employee owners, on average, receive 5-15% more each year towards their retirement by receiving company stock into an ESOP account. This benefit is unlike a 401(k) plan which requires employees to contribute their own money to receive a company contribution to their retirement account. An ESOP retirement account costs the employee nothing. Therefore, when combined with a 401k plan, employee owners have about 3 times the retirement assets verses employees who work somewhere that does not offer an ESOP plan. For questions regarding the ESOP please email the ESOP communication community at [email protected].
2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Employee Assistance Program (EAP)
Voluntary Colonial Plans
What is the EAP? It’s a service that helps you deal with the challenges you face in any of your many roles: employee, parent, spouse, child, friend, partner and even consumer.
The following plans are available for employees to purchase during open enrollment. You will have the opportunity to review your Colonial coverage(s) when you speak to your benefit counselor. Employees are able to make changes or cancel existing plans during open enrollment.
What does the EAP provide? Up to three (3) confidential face-to-face counseling sessions for almost any issue, such as; • parenting problems, • relationship issues, • anxiety and work stress • pandemic-related stress • Legal services • Financial services • ID Theft – Prevention & Recovery
Accident Critical Illness (Cancer) Disability Additional Term or Whole Life
* New: Virtual Counseling Sessions are also available. This is available for employees who are enrolled on the Norco medical plan and any of their household family members.
Contact BPAHealth at: 1 (800) 726-0003
401(k) Retirement Norco participates in a 401(k) plan through VOYA Financial. Employees who are at least 21 years of age are eligible to enroll the first of the month following 60 days of employment or at the beginning of any month after their eligibility date. Current participants may change their contribution rates at any time throughout the year by accessing the VOYA website and updating their contribution rate. The change will take place with the next payroll processing.
Login Online: www.Bpahealth.com Login: Norco Password: 8007260003
Tuition Reimbursement If you are considering or currently attending an accredited college or university, Norco offers tuition reimbursement for fulltime employees. You can begin taking classes after 6 months of fulltime employment. Courses must be pre-approved by HR, be company-related, and completed with a “C” grade or better. Reimbursement is available for up to $1,250 per semester or $2,500 per 12-month period and will apply to tuition only. Other related expenses such as fees, books and supplies are not reimbursable.
For new hires or employees who have not previously participated in the 401(k) plan – go to www.VoyaRetirementPlans.com to enroll as a First Time Visitor. If you currently have an active 401(k) account at VOYA, contribution changes can be made when you login to Employee Navigator or by going to www.VoyaRetirementPlans.com or by calling VOYA customer service at (800) 584-6001.
If you would like to participate in the program or have questions, please see op_hr_pro38 or contact Human Resources. 2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
Access your retirement savings account today Norco, Inc. 401(k) Savings &Profit Sharing Plan
A Personal Identification Number (PIN) is required to access your account by phone or to register for online account access. After your account is set up, Voya will mail a unique PIN directly to you. Need help logging in? Follow the instructions to track your savings on your road to retirement.
First time users
voyaretirementplans.com
1
Click Register Now Select the way you would like to create your onlineaccess. If you prefer to use the PIN option, but have not received or cannot locate your PIN, you can request a PIN on the website or by calling customerservice.
2
Set up a unique username and password for use on the website and the "Voya Retire" mobile app.
3
Provide your mobile number or an alternate email address to ensure the security of your account. We will use this for the future recovery of your username or password, as needed, or if you login using a computer or device that is not recognized. HINT! Please retain your PIN. If using the phone services you will need that same Voya-issued PIN for detailed account information and to perform certain transactions. If helpful, you can customize your PIN through the automated system to something you will more easily remember.
o Previously registered users voyaretirementplans.com Enter your username and password to access your account. If you have forgotten your username or password, select the appropriate link and follow the instructions to recover your credentials.
To access your statements online, click on the Statements & Documents tab at the top of the page and select Statements.
Access your account on the go
Get the “Voya Retire” mobile app to check your account balance and much more on your smartphone*.
Access your account by phone 1-800-584-6001 You can access your account by phone 24 hours a day, seven days a week. Keep in mind when calling you may need your PIN. If you’re calling and have lost or misplaced your PIN, request a PIN reminder through the automated system or hold for a Customer Service Associate.
You may also access the following (if available): Account balance Loans Investments Contributions and fund elections Other plan information Update Mailing Address Questions? Need help? At any time, just press 0 and a Customer Service Associate can help you. They’re available Monday through Friday, 8:00 a.m. to 9:00 p.m. Eastern Time. *Search Voya Retire in the Apple App Store® or on Google PlayTMstore. You will log in with the same Username and Password used for the Plan website. If your device allows, you can establish fingerprint security.
Insurance products, annuities and funding agreements are issued by Voya Retirement Insurance and Annuity Company ("VRIAC"), Windsor, CT.VRIACis solely responsible for its own financial condition and contractual obligations. Plan administrative services provided by VRIACor Voya Institutional Plan Services LLC("VIPS"). VIPSdoes not engage in the sale or solicitation of securities. All companies are membersof the Voya® family of companies. Securities distributed byVoyaFinancial Partners LLC(member SIPC) or third parties with which it has a selling agreement. All products and services may not be available in all states.
1779263046677.X.P-3 © 2018 Voya Services Company. All rights reserved. CN0608-35062-0719D
Voya.com 5049342
Benefit Contact Information 2021 Employee Benefits Coverage
Company / Website / Phone
Benefits Consultant
Murray Group
murraygr.com
(208) 765.2620
Medical & Vision
Blue Cross of Idaho
bcidaho.com
(800) 627.1188
Prescriptions
Southern Scripts
southernscripts.net
(800) 710.9341
Telehealth
MDLive
mdlive.com/bcidaho
(888) 920-2975
Dental – Delta Dental
Delta Dental of Idaho
deltadentalid.com
(800) 356.7586
Dental – Willamette Dental
Willamette Dental
willamettedental.com
(855) 433.6825
Healthcare Accounts
Discovery Benefits
discoverybenefits.com
(866) 451.3399
Group Life w/AD&D
United Heritage Life
unitedheritage.com
(208) 493.6100
EAP
BPA Health
bpahealth.com
(800) 726.0003
Voluntary Plans: (Accident, Critical Illness, Term Life, Disability)
Colonial Life
coloniallife.com
(800) 325.4368
401(k) Retirement
VOYA
voyaretirementplans.com
(855) 663-8692
(FSA, HSA, Dependent Care)
Your HR Team Contacts
21
Toni Ayers, HR Manager
[email protected]
(208) 433.6150
Denise Savoy, HR Coordinator
[email protected]
(208) 433.6153
Melisa Perman, Benefits Coordinator
[email protected]
(208) 433.6093
Nick Outhenthapanya, Payroll Coordinator
[email protected]
HR Fax
208.429.8570
Payroll Fax
208.577.5298
2021 Employee Benefit Guide
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.