Table of Content
- Header
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Page
- WELCOME
- HOW TO ENROLL
- QUALIFYNG LIFE EVENTS
- MEDICAL
- MEDICAL PLAN OVERVIEW
- HRA
- UNDERSTANDING YOUR BENEFITS
- DENTAL
- VISION
- LIFE
- DISABILITY
- EAP - Employee Assistance Program
- REQUIRED NOTICES AND DOCUMENTS
- Footer
WELCOME
Helping you and your family reach and maintain good health is very important to Braun & Butler Construction. We are pleased to offer a selection of benefits designed with your health and financial wellbeing in mind. We review our benefit programs each year to ensure we consider the best combination of benefit coverage, network access and affordability for employees.
This Benefits Hub was designed to be an interactive, centralized resource for you and your dependents to visit both during open enrollment and throughout the year. This Benefits Hub will serve as your go-to resource for benefits related questions. You will be able to access enrollment information, important benefit documents and different tools to help you understand your benefit offerings.
HOW TO ENROLL
QUALIFYNG LIFE EVENTS
Your premiums for medical, dental, and vision insurance are deducted through a Cafeteria Plan established under Section 125 of the Internal Revenue Code (IRC) on a pre-tax basis. Under Section 125, changes to an employee's pre-tax benefits can be made ONLY during the Open Enrollment period unless the employee or qualified dependents experience a qualifying event and the request to make a change is made within 30 days of the qualifying event.
Under certain circumstances, employees may be allowed to make changes to benefit elections during the plan year, if the event affects the employee, spouse, or dependent’s coverage eligibility. Any requested changes must be consistent with and on account of the qualifying event.
Examples Of Qualifying Events:
- Legal marital status (for example, marriage, divorce, legal separation, annulment);
- Number of eligible dependents (for example, birth, death, adoption, placement for adoption);
- Work schedule (for example, full-time, part-time);
- You, your spouse, or other covered dependent become enrolled in Part A, Part B, or Part D of Medicare
- Death of a spouse or child;
- Change in your child’s eligibility for benefits (reaching the age limit);
- Becoming eligible for Medicaid; or
- Your coverage or the coverage of your Spouse or other eligible dependent under a Medicaid plan or state Children’s Health Insurance Program (“CHIP”) is terminated as a result of loss of eligibility and you request coverage under this Plan no later than 60 days after the date the Medicaid or CHIP coverage terminates; or
- You, your spouse or other eligible dependent become eligible for a premium assistance subsidy in this Plan under a Medicaid plan or state CHIP (including any waiver or demonstration project) and you request coverage under this Plan no later than 60 days after the date you are determined to be eligible for such assistance.
IMPORTANT: If you experience any of these qualifying life events during the year, be sure to reach out to your HR Department within 30 days to make changes to your benefit elections. If you miss that special enrollment window, you will have to wait until the next open enrollment period to make a change.
MEDICAL
Braun & Butler offers 2 Medical plan options through United Healthcare LF formerly All Savers
Base plan - HE500021 - HDHP plan/ HSA compatible - Choice Network - You must stay IN NETWORK to receive Benefits - * No Out of Network Coverage available.
~ The plan will provide an HRA benefit to cover eligible expenses related to the last $1,000 of your deductible.
The Benefit will begin after you have reached $4,000 of the $5,000 deductible on this plan. See more information regarding the HRA benefit below.
Buy-Up Copay plan - E3000i100LX21 - Choice Network - You must stay IN NETWORK to receive Benefits - * No Out of Network Coverage available.
~ This plan has co-pays for several services including Dr's visits, and prescriptions. The HRA benefit will not apply to this plan.
*Emergency services received at an Out of Network provider would be treated as In Network, but only in cases of a TRUE emergency. See plan SBC for specific coverage details
MEDICAL PLAN OVERVIEW
HRA
A health reimbursement arrangement (HRA) allows Employers to reimburse employees tax-free for qualified medical expenses not covered by their health plan. An HRA is funded solely by the Employer. Employees use HRA funds for qualified medical expenses using an Ameriflex Debit Mastercard® or by submitting a claim for reimbursement.
Employees Electing the Base Plan HSA / HDHP with $5000 deductible will be eligible for the HRA Benefit administered through Ameriflex.
Once you reach $4,000 of your $5,000 deductible the HRA benefit will cover all eligible deductible expenses for the remaining $1,000 until you reach your $5,000 individual deductible.
Account Management and Customer Support
You can manage your account online at myameriflex.com or by downloading the Ameriflex mobile app. Both provide easy access to your account balance, transaction history, status of reimbursements, order replacement cards, and more.
For account-related questions, contact the Ameriflex Participant Services team at 888.868.3539, Monday - Friday: 7:00 AM to 8:00 PM CST and Saturday: 9:00 AM to 1:00 PM CST.
Email: service@myameriflex.com
Chat: Visit myameriflex.com and click the Live Chat button at bottom right hand corner of the screen to start chatting with us for help.
UNDERSTANDING YOUR BENEFITS
DENTAL
Dental Coverage is provided to ALL full-time eligible Employees at no cost.
You may choose to cover your eligible dependents through payroll deductions.
The Principal Dental plan provides comprehensive coverage to help you and your family maintain good dental health. When you receive services from a dentist in the Principal network, your cost may be lower. Network dentists agree to lower their fees for dental services and not charge you the difference.
You and your covered dependents will have access to the Principal Plan Dental network, with more than 117,000 dentists nationwide. When you receive care from an out-of-network-provider, benefits will be based on the 90th percentile of the usual and customary charges.
Access the Principal provider finder below to find an In Network dentist or call 800-247-4695.
VISION
Vision Coverage is provided to ALL full-time eligible Employees at no cost.
You may choose to cover your eligible dependents through payroll deductions
DID YOU KNOW?
- Eye exams can help detect serious eye and general health conditions sooner: high blood pressure, diabetes, heart disease, high cholesterol
- Babies should receive their first professional eye exam at 6 months
- 80% of learning in the first 12 years comes through the eyes
The vision plan offered through Principal will help pay for eye exams, prescription glasses and contact lenses.
You receive a higher level of benefits when you see an In Network VSP provider. If you choose to receive services from an out-of-network provider, you will be required to pay that provider at the time of service and submit a claim form for reimbursement.
Review coverage details in the plan summary below.
LIFE
Braun & Butler provides $30,000 of Life Insurance coverage to all full-time eligible Employees at No Cost
Full Time eligible employees are automatically enrolled for Life Insurance coverage payable to your designated beneficiary in the event of your death. An additional accidental death & dismemberment benefit (AD&D) is payable to you in the event of a covered dismemberment to your beneficiary if your death is the result of an accident.
Who's Your Beneficiary? Naming a beneficiary is a crucial part of electing life insurance. Also, don't forget to update your primary or secondary beneficiary if you experience a life event, such as a divorce or birth of a child.
SUPPLEMENTAL LIFE COVERAGE
In addition to your employer provided Basic Life insurance coverage, you have the opportunity to enroll in voluntary / Supplemental Life insurance coverage through payroll deductions. Coverage is also available for your eligible dependents, however, It is required that you elect coverage for yourself in order to elect coverage for your dependents.
*Guaranteed Issue (GI) and Evidence of Insurability (EOI)
When you are first eligible (at hire) for Voluntary Life and AD&D, you may purchase up to the Guaranteed Issue (GI) for yourself and your spouse without providing proof of good health (EOI).
Any amount elected over the GI will require EOI. If you elect optional life coverage and are required to complete an EOI, it is your responsibility to complete the EOI and make sure it gets to the provider or your HR department for processing with the Provider. Elected coverage over the GI amount will not be installed until the EOI is received and the carrier has approved it. In addition, your spouse will need to provide EOI to be eligible for coverage amounts over GI, or if coverage is requested at a later date.
Cost of Supplemental Life Coverage
Premiums are based on age-rated tables and paid by the employee every pay period through a payroll deduction. These premiums are post-tax and benefits payable are tax-free.
Employee Coverage
Choose in $10,000 increments up to a maximum of $300,000 - GI Amt - $70,000
Spouse Coverage
Choose in $5,000 increments up to the lesser of 100% of the amount you elect for yourself or $25,000 - GI Amount $20,000
Dependent Coverage
$2,500, $5,000 OR $10,000 - This benefit covers all of your dependent children. One premium for ALL children.
Do I have to take a health exam to get coverage?
If you and your dependents enroll in coverage at your initial eligibility date, you may apply for up to the Guaranteed Issue amounts without medical questions.
At Open Enrollment:
If you are currently enrolled, you may choose to increase your current Supplemental Life coverage by adding an additional $10,000 or $20,000 in coverage for yourself with no EOI required. Every year during open enrollment, you can continue to increase your coverage up to the maximum benefit. If you have coverage for yourself, you can also add or increase coverage for your spouse and children with no health questions asked.
EX... Employee currently has $30k, they could increase to $40k or $50k at open enrollment without EOI.
Any employee who previously declined Supplement Life coverage and wants to add the coverage at Open Enrollment can purchase $10,000 or $20,000 in coverage for themselves with no health questions and up to 100% of their elected amount for their Spouse. (Spouse amt may not exceed Employee amt)
DISABILITY
Braun & Butler provides Disability Income Protection to all full-time eligible Employees at NO COST.
Short-Term Disability
Everyday illnesses or injuries can interfere with your ability to work. Even a few weeks away from work can make it difficult to manage household costs. Short Term Disability coverage provides financial protection for you by paying a portion of your income, so you can focus on getting better and worry less about keeping up with your bills. This coverage pays 60% of your income to a maximum of $1,000 per week.
Long Term Disability
Disability benefits are designed to replace a portion of your income if you are unable to work for an extended period of time due to an accident or sickness. Benefits begin after a 90 day elimination period and are equal to 60% of covered monthly earnings up to $6,000 for all eligible employees. The benefit paid to you is taxable.
See Disability plan summaries below for plan details.
EAP - Employee Assistance Program
Employee Assistance Program
Your Mental Health and Wellbeing is very important to Braun & Butler.
You and your Family members have a resource for life’s everyday and not so everyday challenges through an Employee Assistance Program (EAP).
You automatically receive EAP services with your Principal disability coverage.
Provided by Magellan Healthcare, these services include 24/7 phone consultation with licensed mental health professionals, online information and services, referrals to community resources and more.
Review plan details and contact information in the EAP flier provided below.
REQUIRED NOTICES AND DOCUMENTS
Federal regulations require employers to provide certain notifications and disclosures to all eligible employees. The booklet linked below is dedicated to those disclosures for 11/1/2022 – 10/31/2023. If you have any questions or concerns please contact your HR Department.
If you (and/or your dependents) have Medicare or will become eligible for Medicare in the next 12 months, a Federal law gives you more choices about your prescription drug coverage. Please see page 4 of the Required Notices packet for more information about your options.
Please review the documents below for additional details on your 2022 benefits.