You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
<strong>2022</strong> BENEFITS<br />
ENROLLMENT GUIDE<br />
Effective 7/1/<strong>2022</strong> to 6/30/2023<br />
COULSON OIL GROUP<br />
<strong>Coulson</strong> <strong>Oil</strong> Group<br />
<strong>Seahawk</strong> Transport, LLC<br />
Green & Chapman, LLC<br />
Diamond State Equipment<br />
AR Testing
LETTER FROM COMPANY PRESIDENT<br />
Our employees are our most valuable asset. <strong>Coulson</strong> <strong>Oil</strong> Group is committed to<br />
offering a comprehensive employee benefits program that helps our employees stay healthy,<br />
feel secure, and maintain a positive work/life balance.<br />
<strong>Benefits</strong> offered through the workplace can help protect important items such as your<br />
income and assets if you become sick or injured. Other benefits can help cover expenses<br />
that might not be covered in your medical plan such as day care, travel expenses, rent,<br />
mortgage payments, and everyday cost-of-living expenses. These benefits are not only<br />
valuable, but also provide great protection for you and your family while reducing financial<br />
exposure in your medical plan.<br />
<strong>Coulson</strong> <strong>Oil</strong> Group works with BXS Insurance to ensure that the benefits we offer are<br />
best-in-class. The voluntary benefits program that is offered also provides value because<br />
these benefits work hand-in-hand with the medical plan in lowering financial exposure for<br />
you and your family while providing benefits over and above what is covered by a<br />
traditional medical plan.<br />
We understand that life can be busy. But we encourage you to take the time to read<br />
the material inside this booklet to familiarize yourself with the benefits available to you.<br />
Again, thank you for all you do for our company and we wish you only the very best.<br />
Sincerely,<br />
John Harris, President and CEO<br />
2
CONTENTS<br />
4 <strong>Benefits</strong> Overview<br />
7 Medical Insurance<br />
10 Health Savings Account<br />
13 Flexible Spending Accounts<br />
16 Dental Insurance<br />
18 Vision Insurance<br />
20 Accidental Death & Dismemberment Insurance<br />
22 Voluntary Life Insurance<br />
25 Disability Insurance<br />
27 Voluntary Accident Insurance<br />
29 Voluntary Critical Illness/Cancer Insurance<br />
33 Employee Assistance Program<br />
35 Legal Services Program<br />
39 Open Enrollment Instructions<br />
40 Important Contacts<br />
41 Carrier Resources<br />
50 Glossary
BENEFITS<br />
OVERVIEW<br />
4
BENEFITS OVERVIEW<br />
ENROLLMENT<br />
You can enroll in benefits or change your elections at the following times:<br />
• 30 days prior to your initial eligibility date (as a newly hired employee)<br />
• During the annual benefits open enrollment period<br />
• Within 30 days of experiencing a qualifying life event<br />
OPTIONS<br />
We offer a comprehensive benefits package consisting of:<br />
• Medical Insurance<br />
• Health Savings Account<br />
• Flexible Spending Accounts<br />
• Dental Insurance<br />
• Vision Insurance<br />
• Disability Insurance<br />
• Accidental Death & Dismemberment Insurance<br />
• Voluntary Life Insurance<br />
• Voluntary Accident Insurance<br />
• Voluntary Critical Illness/Cancer Insurance<br />
• Employee Assistance Program<br />
• Legal Services Plan<br />
5
BENEFITS OVERVIEW<br />
ELIGIBILITY<br />
Full-time employees working at least 30 hours per week are eligible for<br />
benefits on the first of the month following date of hire. Many of the plans<br />
offer coverage for eligible dependents, including:<br />
• Your legal spouse<br />
• Your children to age 26, regardless of student, marital, or tax-dependent<br />
status (including stepchild, legally adopted child, a child placed with you<br />
for adoption, or a child for whom you are the legal guardian)<br />
• Your dependent children over age 26 who are physically or mentally<br />
unable to care for themselves<br />
CHANGING BENEFITS AFTER OPEN ENROLLMENT<br />
You may pay your portion of the medical, dental, and vision plan costs, and<br />
fund the flexible spending accounts, on a pre-tax basis. Thus, due to IRS<br />
regulations, once you have made your elections for the plan year, you<br />
cannot change your benefits until the next annual open enrollment period.<br />
The only exception is if you experience a qualifying event, and election<br />
changes must be consistent with your life event.<br />
To request a benefits change, notify Human Resources within 30 days of<br />
the qualifying life event. Change requests submitted after 30 days cannot<br />
be accepted. You may need to provide proof of the life event.<br />
Qualifying life events include, but are not limited to:<br />
• Marriage, divorce, or legal separation<br />
• Birth or adoption of an eligible child<br />
• Death of your spouse or covered child<br />
• Change in your spouse’s work status that affects his or her benefits<br />
• Change in your child’s eligibility for benefits<br />
• Qualified Medical Child Support Order<br />
6
MEDICAL<br />
INSURANCE<br />
7
MEDICAL INSURANCE<br />
CARRIER: Arkansas Blue Cross Blue Shield / Health Advantage<br />
Plan Options: A POS plan (Option 1) or a high-deductible health plan (Option 2)<br />
Please refer to the official plan documents for additional information on coverage and exclusions.<br />
COVERED BENEFITS<br />
Year Deductible<br />
Option 1<br />
Traditional POS Plan<br />
Option 2<br />
HSA Plan<br />
In-Network Out-of-Network In-Network Out-of-Network<br />
Individual<br />
$1,000<br />
$3,000<br />
$3,000<br />
$6,000<br />
Family<br />
$3,000<br />
$9,000<br />
$6,000<br />
$12,000<br />
Out-of-Pocket Maximum<br />
Individual<br />
$3,000<br />
$11,000<br />
$3,000<br />
Unlimited<br />
Family<br />
$9,000<br />
$33,000<br />
$6,000<br />
Unlimited<br />
Coinsurance (Plan Pays) 80% 60% 100% 80%<br />
Preventive Care<br />
Physician Services<br />
Immunizations covered<br />
in full; Exams $25 copay<br />
40% after deductible Plan pays 100% 20% after deductible<br />
Primary Care $25 copay 40% after deductible 0% after deductible 20% after deductible<br />
Virtual Visit $25 copay Not covered $45 copay Not covered<br />
Specialist $35 copay 40% after deductible 0% after deductible 20% after deductible<br />
Urgent Care $35 copay 40% after deductible 0% after deductible 20% after deductible<br />
Emergency Room<br />
$100 copay,<br />
20% coinsurance<br />
$100 copay,<br />
20% coinsurance<br />
0% after deductible 0% after deductible<br />
Hospital Services<br />
Inpatient<br />
Outpatient<br />
Prescription Drugs<br />
$200 copay,<br />
20% coinsurance<br />
$100 copay,<br />
20% coinsurance<br />
40% after deductible 0% after deductible 20% after deductible<br />
40% after deductible 0% after deductible 20% after deductible<br />
Tier 1 $10 copay Not covered 0% after deductible Not covered<br />
Tier 2 $40 copay Not covered 0% after deductible Not covered<br />
Tier 3 $60 copay Not covered 0% after deductible Not covered<br />
8
WHICH MEDICAL INSURANCE PLAN IS<br />
RIGHT FOR YOU?<br />
Choosing the right medical plan is an important decision. Take<br />
the time to learn about your options to ensure you select the<br />
right plan for you and your family.<br />
THINGS TO CONSIDER<br />
1. Do you prefer to pay more for medical insurance out of your<br />
paycheck, but less when you need care?<br />
2. Or, do you prefer to pay less out of your paycheck, but more<br />
when you need care?<br />
3. What planned medical services do you expect to need in the<br />
upcoming year?<br />
4. Are you able to budget for your deductible by setting aside<br />
pre-tax dollars from your paycheck in an HSA or FSA?<br />
5. Do you or any of your covered family members take<br />
prescription medications on a regular basis?<br />
<strong>Coulson</strong> / Green & Chapman - first 5 years of employment (50%)<br />
COVERAGE LEVEL<br />
Monthly<br />
Rate<br />
Option 1<br />
Traditional POS Plan<br />
<strong>Coulson</strong> pays<br />
50%<br />
EE Rates per<br />
24 Pay Periods<br />
EE Rates per<br />
52 Pay Periods<br />
Monthly<br />
Rate<br />
<strong>Coulson</strong> pays<br />
50%<br />
Option 2<br />
HSA Plan<br />
EE Rates per<br />
24 Pay Periods<br />
EE Rates per<br />
52 Pay Periods<br />
Employee Only $550.69 $275.35 $137.67 $63.54 $444.13 $222.07 $111.03 $51.25<br />
Employee & Family $1,427.42 $713.71 $356.86 $164.70 $1,151.18 $575.59 $287.80 $132.83<br />
<strong>Coulson</strong> / Green & Chapman - after 5 years of employment (75%)<br />
<strong>Seahawk</strong> Transport – all (75%)<br />
COVERAGE LEVEL<br />
Monthly<br />
Rate<br />
Option 1<br />
Traditional POS Plan<br />
<strong>Coulson</strong> pays<br />
75%<br />
EE Rates per<br />
24 Pay Periods<br />
EE Rates per<br />
52 Pay Periods<br />
Monthly<br />
Rate<br />
<strong>Coulson</strong> pays<br />
75%<br />
Option 2<br />
HSA Plan<br />
EE Rates per<br />
24 Pay Periods<br />
EE Rates per<br />
52 Pay Periods<br />
Employee Only $550.69 $413.02 $68.84 $31.77 $444.13 $333.10 $55.52 $25.62<br />
Employee & Family $1,427.42 $1,070.57 $178.43 $82.35 $1,151.18 $863.39 $143.90 $66.41<br />
COMPARING YOUR MEDICAL PLAN OPTIONS<br />
• Higher cost per paycheck<br />
• Lower deductible<br />
• Can fund a Health Care Flexible Spending Account (FSA)<br />
• Lower cost per paycheck<br />
• Higher deductible<br />
• Can fund a health savings account (HSA)<br />
9
HEALTH<br />
SAVINGS<br />
ACCOUNT<br />
10
HEALTH SAVINGS ACCOUNT<br />
CARRIER: Consolidated Admin Services<br />
If you enroll in the high-deductible health (HDHP) plan, you may be eligible to<br />
fund a Health Savings Account (HSA). An HSA is a personal health care savings<br />
account that you can use to pay out-of-pocket health care expenses with pre-tax<br />
dollars. Your contributions are tax free and the money remains in the account<br />
for you to spend on eligible expenses no matter where you work or how long it<br />
stays in the account.<br />
WHO IS ELIGIBLE?<br />
You are eligible to open and fund an HSA if:<br />
● You are enrolled in the Arkansas Blue Cross Blue Shield / Health Advantage HSA Plan.<br />
● You are not covered by a non-HSA plan, health care FSA, or health reimbursement arrangement.<br />
● You are not eligible to be claimed as a dependent on someone else’s tax return<br />
● You are not enrolled in Medicare<br />
● You have not received Veterans Administration <strong>Benefits</strong> in the last three months<br />
HSA EMPLOYER CONTRIBUTIONS<br />
● <strong>Coulson</strong> will help you save by contributing $150 per<br />
quarter; total $600 per year.<br />
● Contributions to a health savings account (including<br />
the employee contributions) cannot exceed the<br />
annual IRS contribution maximums.<br />
● Employees age 55+ by 12/31/<strong>2022</strong> may contribute<br />
additional funds to their HSA (up to $1,000 in <strong>2022</strong>).<br />
● You must open your HSA through Consolidated Admin<br />
Services to receive contributions.<br />
<strong>Coulson</strong> <strong>Oil</strong> Group<br />
contributes $600 to your<br />
HSA each year!<br />
($150 per quarter)<br />
$3,650<br />
$7,300 $1,000<br />
INDIVIDUAL<br />
Total individual<br />
contribution cannot exceed<br />
employee + employer total<br />
ALL OTHER TIERS<br />
Total individual<br />
contribution cannot exceed<br />
employee + employer total<br />
AGE 55+<br />
CATCH-UP<br />
CONTRIBUTION<br />
11
HEALTH SAVINGS ACCOUNT<br />
MAXIMIZE YOUR TAX SAVINGS<br />
• Contributions to an HSA are tax-free and can be made through payroll deduction on a pre-tax basis.<br />
• This money in your HSA (including interest and investment earnings) grows tax-free.<br />
• As long as you use the funds to pay for qualified medical expenses, the money is spent tax-free.<br />
YOU INDIVIDUALLY OWN YOUR HSA<br />
• You own and administer your HSA.<br />
• You determine how much you will contribute to your account and when to use the money to pay<br />
for eligible health care expenses.<br />
• You can change your contributions at any time during the plan year without a qualifying event.<br />
• Like a bank account, you must have a balance in order to pay for eligible health care expenses.<br />
• Keep all receipts for tax documentation.<br />
• An HSA allows you to save and “rollover” money from year to year.<br />
• The money in the account is always yours, even if you change health plans or jobs.<br />
• There are no vesting requirements or forfeiture provisions.<br />
ACCESSING YOUR HSA FUNDS<br />
Debit Card: Draws directly from your HSA and can be used to pay for eligible expenses at your doctor’s<br />
office, pharmacy, or other locations where you purchase health related items or services.<br />
USE YOUR HSA TO PAY QUALIFIED MEDICAL EXPENSES<br />
• You can use your HSA money to pay for eligible expenses now or in the future.<br />
• Funds in your HSA can be used for your expenses and those of your spouse and eligible<br />
dependents, even if they are not covered by the Arkansas Blue Cross Blue Shield / Health<br />
Advantage HDHP plan (Option 2).<br />
• Eligible expenses include deductibles, doctor’s office visits, dental expenses, eye exams,<br />
prescription expense and LASIK eye surgery.<br />
• A complete list of eligible expenses can be found at www.irs.gov.<br />
12
FLEXIBLE<br />
SPENDING<br />
ACCOUNTS<br />
13
FLEXIBLE SPENDING ACCOUNTS<br />
CARRIER: Consolidated Admin Services<br />
<strong>Coulson</strong> offers two flexible spending account (FSA) options – the health care FSA and the<br />
dependent care FSA – that allow you to pay for eligible health care and dependent care<br />
expenses with the pre-tax dollars.<br />
Log into your account at www.consolidatedadmin.com to view your account balance(s),<br />
calculate tax savings, view eligible expenses, download forms, view transaction history, and<br />
more.<br />
HEALTH CARE FSA<br />
• Set aside pre-tax money from your paycheck to pay for eligible out-of-pocket expenses, such as<br />
deductibles, copays, and other health-related expenses, that are not paid by the medical,<br />
dental, or vision plans.<br />
• Over-the-counter (OTC) medications are eligible for reimbursement without a prescription.<br />
DEPENDENT CARE FSA<br />
• Set aside pre-tax money from your paycheck for daycare expense to allow you and your spouse<br />
to work or attend school full time.<br />
• Eligible dependents are children under age 13 or a child over 13, spouse, or elderly parent<br />
residing in your house who is physically or mentally unable to care for himself or herself.<br />
• Examples of eligible expenses are daycare facility fees, before and after-school care, and<br />
in-home babysitting fees (income must be reported by your care provider).<br />
HEALTH CARE FSA<br />
$2,850 $5,000<br />
DEPENDENT CARE FSA<br />
married filing jointly or<br />
single / head of household<br />
$2,500<br />
married filing separately<br />
14
FLEXIBLE SPENDING ACCOUNTS<br />
HOW DOES AN FSA WORK?<br />
You decide how much to contribute to each FSA on a plan year basis up to the maximum allowable<br />
amounts. Your annual election will be divided by the number of pay periods and deducted evenly on<br />
a pre-tax basis from each paycheck throughout the year.<br />
You will receive a debit card from Consolidated Admin Services, which can be used to pay for eligible<br />
health care expenses at the point of service. If you do not use your debit card or if you have<br />
dependent care expenses to be reimbursed, submit a claim form and a bill or itemized receipt from<br />
the provider to Consolidated Admin Services. Keep all receipts in case Consolidated Admin Services<br />
requires you to verify the eligibility of a purchase.<br />
THINGS TO CONSIDER<br />
• Both healthcare and dependent care FSA dollars are use it or lose. However, you have an<br />
additional two and a half months to incur and be reimbursed for expenses after the end of the<br />
plan year.<br />
• You cannot take income tax deductions for expenses you pay with your FSA(s)<br />
• You cannot stop or change your FSA contribution(s) during the plan year unless you experience a<br />
qualifying life event.<br />
SPECIAL FSA ACCOUNT FEATURES<br />
RUNOUT<br />
Runout is the 30 days after<br />
your plan year ends during<br />
which you may submit last<br />
year’s expenses to be<br />
reimbursed with last year’s<br />
FSA funds.<br />
NO GRACE PERIOD<br />
ROLLOVER<br />
You have the ability to<br />
rollover your full remaining<br />
balance from the plan year<br />
that has ended 6/30/2021<br />
15
DENTAL<br />
INSURANCE<br />
16
DENTAL INSURANCE<br />
CARRIER: Delta Dental<br />
● You will pay less out of pocket when you choose an in-network provider.<br />
● Locate an in-network provider at www.deltadentalar.com.<br />
● Be sure to ask for a pre-treatment estimate.<br />
● Out-of-network providers can balance bill, or bill you for the difference between<br />
the provider’s charge and the allowed amount.<br />
● Late Entrant Waiting Periods may apply if an employee did not enroll when<br />
initially eligible.<br />
DENTAL RATES<br />
MONTHLY<br />
COST<br />
24 PAY<br />
PERIODS<br />
52 PAY<br />
PERIODS<br />
Employee Only $25.28 $12.64 $5.83<br />
EE & Family $76.04 $38.02 $17.55<br />
COVERED BENEFITS In-Network Out-of-Network<br />
Deductible (per calendar year)<br />
$50 per person,<br />
3 per family<br />
$50 per person,<br />
3 per family<br />
Annual Plan Benefit Maximum $1,000 $1,000<br />
Preventive Care (deductible waived)<br />
Oral exams, cleanings, X-rays, fluoride, sealants<br />
Basic Services<br />
Fillings, simple extractions, space maintainers, endodontics, oral surgery<br />
Major Services<br />
Bridges, crowns, implants, dentures, surgical/non-surgical periodontics<br />
100% 90%<br />
80% 72%<br />
50% 45%<br />
Orthodontia Services (Dependent Children to age 19) 50% 45%<br />
Lifetime Orthodontia Plan Max $750 $750<br />
Annual Maximum Carryover*<br />
Claims must not exceed $499 for the plan year<br />
Carryover Benefit • Member receives annual maximum January 1st<br />
• Member must have one covered dental service during the year<br />
• Paid claims for the benefit year must be less than half of the annual maximum<br />
• A quarter of the annual maximum will be carried over for future use<br />
• Carry over benefit maximum is up to $1,000<br />
Limitations<br />
Late Entrant Policy<br />
The benefit allowance for services of an out of network dentist will be reduced by 10% for eligible services as<br />
determined by Delta Dental after applying the applicable deductibles, copays, and maximums. This means your<br />
out-of-pocket expense may be greater if you choose an out of network dentist. There is a 12 month waiting period on<br />
the replacement of existing appliances for employees not covered for 12 months on a prior group dental plan. After 12<br />
months, replacement of an existing appliance will be covered if it is more than 5 years old. Dependents may be covered<br />
up to age 26.<br />
If a member elects to waive the dental plan when they are first eligible to enroll and later they decide to elect dental<br />
coverage there will be a 12 month late entrant penalty for all major services.<br />
17
VISION<br />
INSURANCE<br />
18
VISION INSURANCE<br />
CARRIER: Delta Dental / Superior Vision<br />
● You will pay less out of pocket when you choose an in-network provider.<br />
● Locate an in-network provider at www.deltadentalar.com.<br />
● You must submit a claim form for out-of-network expenses.<br />
● LASIK surgery discounts available<br />
DENTAL RATES<br />
MONTHLY<br />
COST<br />
24 PAY<br />
PERIODS<br />
52 PAY<br />
PERIODS<br />
Employee Only $8.48 $4.24 $1.96<br />
EE & Family $22.90 $11.45 $5.28<br />
COVERED BENEFITS IN-NETWORK OUT-OF-NETWORK<br />
Eye Exam (every 12 months) $10 copay $36 allowance<br />
Standard Plastic Lenses (every 12 months)<br />
Single / Bifocal / Trifocal / Lenticular<br />
$10 copay $28 / $42 / $56 / $78 allowance<br />
Frames (every 12 months) $150 allowance $70 allowance<br />
Contact Lenses, in lieu of glasses (every 12 months)<br />
Elective<br />
Medically Necessary<br />
$150 allowance<br />
Plan Pays 100%<br />
$100 allowance<br />
$210 allowance<br />
19
ACCIDENTAL<br />
DEATH &<br />
DISMEMBERMENT<br />
INSURANCE<br />
20
ACCIDENTAL DEATH & DISMEMBERMENT<br />
INSURANCE (AD&D)<br />
CARRIER: The Hartford<br />
An accident can take a lot from you - your<br />
eyesight, hearing, the ability to speak, a<br />
limb, even your life. Thanks to an AD&D<br />
plan offered by <strong>Coulson</strong> <strong>Oil</strong>, life can go on<br />
for you or your loved ones, paying a lump<br />
sum when you or your beneficiaries need it<br />
most.<br />
ALL THE RIGHT REASONS<br />
● It’s unpleasant to think about, but<br />
unintentional injuries are the leading<br />
●<br />
cause of death among 25-44 year olds.<br />
About 40% of deaths and disabling<br />
injuries involved workers while they were<br />
away from work.<br />
<strong>Coulson</strong> <strong>Oil</strong> Group provides all full-time <strong>Coulson</strong> <strong>Oil</strong>, Diamond State Equipment, Green & Chapman and<br />
<strong>Seahawk</strong> Transport employees with $500,000 of AD&D Insurance through The Hartford at no cost to<br />
the employee.<br />
Please take the opportunity to thank your employer.<br />
REMINDER<br />
Review your beneficiary designations<br />
21
VOLUNTARY<br />
LIFE<br />
INSURANCE<br />
22
VOLUNTARY LIFE INSURANCE<br />
CARRIER: MetLife<br />
WHAT IS VOLUNTARY LIFE<br />
INSURANCE? Voluntary Life Insurance is<br />
offered through an employer but is paid by<br />
employees.<br />
WHY PURCHASE VOLUNTARY<br />
LIFE INSURANCE?<br />
●<br />
●<br />
●<br />
This type of life insurance has limited<br />
underwriting required. This allows for<br />
people with health conditions or lifestyles<br />
that might otherwise disqualify them to<br />
qualify for life insurance.<br />
The group rates are lower than what you could purchase on your own.<br />
You may purchase a policy for your spouse and children IF you elect coverage for yourself.<br />
Employee <strong>Benefits</strong><br />
● $10,000 increments to a maximum of the lesser of 5x salary or $300,000<br />
● Guarantee Issue Amount for New Hires: $100,000<br />
● AD&D Amount: 100% of supplemental life benefit amount<br />
● AD&D Maximum: Same as supplemental term life coverage<br />
Spouse <strong>Benefits</strong><br />
● $5,000 increments to a maximum of $100,000, not to exceed $100,000<br />
● Guarantee Issue Amount: $25,000<br />
● AD&D Amount: 100% of supplemental life benefit amount<br />
● AD&D Maximum: Same as supplemental term life coverage<br />
● Spouse cost is based on employee or spouse's age<br />
Child(ren) <strong>Benefits</strong><br />
● Benefit Options: $1,000 / $2,000 / $4,000 / $5,000 / $10,000<br />
● Guarantee Issue Amount: $10,000<br />
● AD&D Amount: 100% of supplemental life benefit amount<br />
● AD&D Maximum: Same as supplemental term life coverage<br />
REMINDER<br />
Review your beneficiary designations<br />
23
VOLUNTARY LIFE INSURANCE<br />
CARRIER: MetLife<br />
Will Preparation Service<br />
Like life insurance, a carefully prepared Will is important. With a Will, you can define your most important<br />
decisions such as who will care for your children or inherit your property. By enrolling for Supplemental<br />
Term Life coverage, you will have in person access to Hyatt Legal Plans’ network of 11,500+ participating<br />
attorneys for preparing or updating a will, living will and power of attorney. When you enroll in this plan,<br />
you may take advantage of this benefit at no additional cost to you if you use a participating plan attorney.<br />
MetLife Estate Resolution Services (ERS)<br />
A valuable service offered under the group policy. A Hyatt Legal Plan attorney will consult with your<br />
beneficiaries by telephone on in person regarding the probate process for your estate. The attorney will also<br />
handle the probate of your estate for your executor or administrator. This can help alleviate the financial<br />
and administrative burden upon your loved one in their time of need.<br />
Portability<br />
If your present employment ends, you can choose to continue your current life benefits.<br />
● Employees currently enrolled in coverage can increase their benefit by 1 increment of $10,000 as long as it does not<br />
exceed the Guarantee Issue amount.<br />
● If an employee does not have current coverage, and is past their 31 day initial enrollment window, you must complete an<br />
Evidence of Insurability form.<br />
● If your spouse currently has coverage, you may increase their benefit by 1 increment of $5,000.<br />
● If a child does not have current coverage, and is past their 31 day initial enrollment window, you must complete an<br />
Evidence of Insurability form.<br />
REMINDER<br />
Review your beneficiary designations<br />
24
DISABILITY<br />
INSURANCE<br />
25
DISABILITY INSURANCE<br />
CARRIER: MetLife<br />
SHORT-TERM DISABILITY INSURANCE<br />
Short-Term Disability (STD) Insurance is automatically provided to all benefits-eligible<br />
employees at no cost. STD insurance is designed to help you meet your financial needs<br />
if you become unable to work due to a non-work related illness or injury.<br />
●<br />
●<br />
●<br />
●<br />
Benefit Amount: 60% of base weekly salary up to $2,000 per week<br />
Elimination Period: 14 days Accident / 14 days Illness<br />
Benefit Durations: Up to 12 weeks<br />
Pre-Existing Condition Waiting Period: None<br />
LONG-TERM DISABILITY INSURANCE<br />
Long-Term Disability Insurance designed to help you meet your financial needs during<br />
longer disability periods. Benefit may be offset due to other benefits such as paid sick<br />
leave, workers’ compensation. This is a voluntary plan; employees are responsible for<br />
100% of the cost. Premiums are calculated as a percentage of your annual base salary.<br />
Benefit may be offset due to other benefits such as paid sick leave, workers’<br />
compensation.<br />
●<br />
●<br />
●<br />
●<br />
●<br />
Benefit Amount: 60% of base monthly salary up to $5,000 per month<br />
Elimination Period: 90 days or until end of STD Maximum Benefit Period<br />
Benefit Duration: Until Social Security Normal Retirement Age or the period shown<br />
in the Duration Schedule found in the Certificate of Coverage, whichever occurs first.<br />
Pre-Existing Condition Waiting Period: 12 months Look Back; 12 months Forward<br />
Evidence of Insurability: If employee does not elect coverage during the initial<br />
enrollment period, an Evidence of Insurability (EOI) form must be completed.<br />
26
VOLUNTARY<br />
ACCIDENT<br />
INSURANCE<br />
27
VOLUNTARY ACCIDENT INSURANCE<br />
CARRIER: MetLife<br />
Accident insurance supplements your existing medical<br />
insurance in case you have an accident; medical insurance<br />
alone may not be enough to cover your expenses. The plan<br />
pays a cash benefit during the term of your coverage following<br />
a covered accident and could help cover:<br />
●<br />
●<br />
●<br />
●<br />
Out-of-pocket expenses such as copays and deductibles<br />
Transportation<br />
Lodging costs<br />
Emergency room expenses<br />
Voluntary<br />
Accident Rates<br />
Employee<br />
Contribution<br />
24 Pay Periods<br />
Employee<br />
Contribution<br />
52 Pay Periods<br />
Employee Only $5.40 $2.49<br />
EE & Spouse $10.59 $4.89<br />
EE & Child(ren) $11.32 $5.22<br />
EE & Family $14.17 $6.54<br />
Benefit Type 1<br />
Injuries<br />
MetLife Accident<br />
Insurance Pays YOU<br />
Fractures 2 $100 – $4,000<br />
Dislocations 2 $100 – $4,000<br />
Second and Third Degree Burns $100 – $5,000<br />
Concussions $600<br />
Cuts/Lacerations $50 – $400<br />
Eye Injuries $200<br />
Medical Services & Treatment<br />
Ambulance $200 – $600<br />
Emergency Care $50 – $200<br />
Non-Emergency Care $50<br />
Physician Follow-Up $75<br />
Therapy Services<br />
(including physical therapy)<br />
$25<br />
Medical Testing Benefit $200<br />
Medical Appliances $50 – $500<br />
Inpatient Surgery $200 – $2,000<br />
Hospital 3 Coverage (Accident)<br />
Admission<br />
Confinement<br />
Inpatient Rehab (paid per accident)<br />
Accidental Death<br />
Employee receives 100% of amount<br />
shown, spouse receives 50% and<br />
children receive 20% of amount<br />
shown.<br />
Dismemberment, Loss & Paralysis<br />
Dismemberment, Loss & Paralysis<br />
Other <strong>Benefits</strong><br />
Lodging 6 - Pays for lodging for<br />
companion up to 31 nights per<br />
calendar year<br />
$1,000 per accident<br />
$200 a day (non-ICU) – up to 31 days<br />
$400 a day (ICU) – up to 31 days<br />
$200 a day, up to 15 days<br />
$25,000<br />
$75,000 for common carrier 5<br />
$500 – $30,000 per injury<br />
$200 per night, up to 31 nights; up to<br />
$6,200 in total lodging benefits<br />
available per calendar year<br />
28
VOLUNTARY<br />
CRITICAL ILLNESS<br />
with CANCER<br />
INSURANCE<br />
29
VOLUNTARY CRITICAL ILLNESS with<br />
CANCER INSURANCE<br />
CARRIER: MetLife<br />
Critical illness insurance supplements your existing medical insurance in case you are<br />
diagnosed with a covered condition, like a heart attack or stroke; medical insurance alone<br />
may not be enough to cover your expenses. The plan pays a cash benefit during the term of<br />
your coverage following a covered diagnosis.<br />
Critical illness insurance may not cover all types of cancer, but it does cover heart and<br />
vascular conditions, cancer-related conditions, and major organ failure.<br />
COVERAGE OPTIONS<br />
Eligible Individual Initial Benefit Requirements<br />
Employee $10,000 or $20,000 Coverage is guaranteed provided you are actively at work.<br />
Spouse 50% of the employee’s initial benefit<br />
Coverage is guaranteed provided you are actively at work and the<br />
spouse is not subject to a medical restriction as set forth on the<br />
enrollment form and in the Certificate.<br />
Child(ren) 50% of the employee’s initial benefit<br />
Coverage is guaranteed provided you are actively at work and the<br />
spouse is not subject to a medical restriction as set forth on the<br />
enrollment form and in the Certificate.<br />
BENEFIT PAYMENT<br />
Your Initial Benefit provides a lump-sum payment upon the first diagnosis of a Covered Condition. Your plan pays a<br />
Recurrence Benefit 4 for the following Covered Conditions: Heart Attack, Stroke, Coronary Artery Bypass Graft, Full Benefit<br />
Cancer and Partial Benefit Cancer. A Recurrence Benefit is only available if an Initial Benefit has been paid for the Covered<br />
Condition. There is a Benefit Suspension Period between Recurrences.<br />
The maximum amount that you can receive through your Critical Illness Insurance plan is called the Total Benefit and is 3<br />
times the amount of your Initial Benefit. This means that you can receive multiple Initial Benefit and Recurrence Benefit<br />
payments until you reach the maximum of 300% or $30,000 or $60,000.<br />
Please refer to the table below for the percentage benefit amount for each Covered Condition.<br />
Covered Conditions Initial Benefit Recurrence Benefit<br />
Full Benefit Cancer 5 100% if Initial Benefit 50% of Initial Benefit<br />
Partial Benefit Cancer 5 25% of Initial Benefit 12.5% of Initial Benefit<br />
Heart Attack 100% if Initial Benefit 50% of Initial Benefit<br />
Stroke 6 100% if Initial Benefit 50% of Initial Benefit<br />
Coronary Artery Bypass Graft 7 100% if Initial Benefit 50% of Initial Benefit<br />
Kidney Failure 100% if Initial Benefit Not applicable<br />
Alzheimer’s Disease 8 100% if Initial Benefit Not applicable<br />
Major Organ Transplant Benefit 100% if Initial Benefit Not applicable<br />
22 Listed Conditions 25% of Initial Benefit Not applicable<br />
22 Listed Conditions<br />
MetLife Critical Illness Insurance will pay 25% of the Initial Benefit Amount for each of the 22 Listed Conditions until the Total<br />
Benefit Amount is reached. A Covered Person may only receive one payment for each Listed Condition in his/her lifetime. The<br />
Listed Conditions are Addison’s disease (adrenal hypofunction); amyotrophic lateral sclerosis (Lou Gehrig’s disease);<br />
cerebrospinal meningitis (bacterial); cerebral palsy; cystic fibrosis; diphtheria; encephalitis; Huntington’s disease<br />
(Huntington’s chorea); Legionnaires disease; malaria; multiple sclerosis (definitive diagnosis); muscular dystrophy;<br />
myasthenia gravis; necrotizing fasciitis; osteomyelitis; poliomyelitis; rabies; sickle cell anemia (excluding sickle cell trait);<br />
systemic lupus erythematosus (SLE); systemic sclerosis (scleroderma); tetanus; and tuberculosis<br />
30
VOLUNTARY CRITICAL ILLNESS with<br />
CANCER INSURANCE<br />
CARRIER: MetLife<br />
Did you know?<br />
● 1 in 5 men suffer a critical illness before their normal retirement age.<br />
● 1 in 6 women suffer a critical illness before their normal retirement age.<br />
● The probability of surviving a critical illness before age 65 is almost twice as great as dying.<br />
● Approximately 1.5 million Americans suffer a heart attack each year, of those 1.1 million will<br />
survive at least 3 years.<br />
Example of Initial & Recurrence Benefit Payments<br />
The example below illustrates an employee who elected an Initial Benefit of $10,000 and has a Total<br />
Benefit of 3 times the Initial Benefit Amount or $30,000.<br />
Illness – Covered Condition Payment Total Benefit Remaining<br />
Heart Attack – first diagnosis<br />
Heart Attack – second diagnosis, two years later<br />
Kidney Failure – first diagnoses, three years later<br />
Initial Benefit payment of<br />
$10,000 or 100%<br />
Recurrence Benefit payment of<br />
$5,000 or 50%<br />
Initial Benefit payment of<br />
$10,000 or 100%<br />
$20,000<br />
$15,000<br />
$5,000<br />
SUPPLEMENTAL BENEFITS<br />
MetLife provides coverage for the Supplemental <strong>Benefits</strong> listed below. This coverage would be in addition to<br />
the Total Benefit Amount payable for the previously mentioned Covered Conditions.<br />
Health Screening Benefit 10<br />
MetLife will provide an annual benefit* of $75 per calendar year for taking one of the eligible<br />
screening/prevention measures. MetLife will pay only one health screening benefit per covered person per<br />
calendar year. For a complete list of eligible screening/prevention measures, please refer to the Disclosure<br />
Statement/Outline of Coverage.<br />
31
EMPLOYEE<br />
ASSISTANCE<br />
PROGRAM<br />
32
EMPLOYEE ASSISTANCE PROGRAM<br />
CARRIER: Southwest EAP<br />
Southwest EAP, your Employee Assistance Program (EAP) counseling<br />
program offers a confidential service designed to help employees and<br />
their families with personal or work related problems. Southwest EAP<br />
provides assessment, short-term counseling, problem-solving<br />
assistance, referral if needed and follow-up services. Basically, you and<br />
your family have access to free, confidential and professional<br />
counseling.<br />
Southwest EAP can help in such areas as:<br />
●<br />
●<br />
●<br />
●<br />
●<br />
●<br />
Stress Management<br />
Emotional Issues<br />
Depression and Anxiety<br />
Alcohol and Drug Use<br />
Workplace Conflicts<br />
Interpersonal Conflicts<br />
●<br />
●<br />
●<br />
●<br />
●<br />
●<br />
Career Concern<br />
Job Stress<br />
Family Problems<br />
Child/Adolescent Issues<br />
Marriage/Relationship Issues<br />
Eating Disorders<br />
●<br />
●<br />
●<br />
●<br />
Legal Trouble<br />
Grief or Loss Issues<br />
Budgeting/Financial Matters<br />
Eldercare Resources<br />
Basically, anything that is having a stressful impact on your life.<br />
Eligible Participants<br />
No need to sign up, all employees, dependents and household members have confidential access to<br />
EAP services as a benefit of employment.<br />
Confidential<br />
Your contact with Southwest EAP is strictly confidential. Your job security or chance for promotion will<br />
not be affected by your use of the EAP. The EAP will not release information concerning your issue or<br />
involvement with us to your employer or family without your prior written consent. The exceptions,<br />
as required by law, are cases where clients express the intention of harming themselves or other, or<br />
the mandated reporting of child or elder abuse.<br />
Cost<br />
Nothing! The EAP is provided by your employer. There is no cost for services. Assessments, counseling,<br />
education, referrals and follow-up are all FREE to you and your family.<br />
Getting Started<br />
Using the EAP is easy; simply give us a call at one of these number: 501-663-1797 or 1-800-777-1797<br />
Appointments are available from 8:00 am to 6:00 pm Monday - Friday. In addition, our phones are<br />
answered 24 hours a day, 7 days a week.<br />
In case of emergency or crisis, call anytime. A counselor is always available!<br />
Call between 8:00 am and 5:00 pm to schedule appointments for counseling. Our trained staff will<br />
clarify your needs and schedule you with a face-to-face visit at a time convenient to you.<br />
The important things to remember are that the EAP is Confidential, Free, Easy to use, and Ready to<br />
HELP.<br />
33
LEGAL<br />
SERVICES<br />
34
LEGAL SERVICES<br />
CARRIER: MetLaw<br />
MetLaw allows employees to have convenient access to experts who can assist you with a broad range<br />
of personal legal needs you might face throughout your life.<br />
Key <strong>Benefits</strong><br />
● Nationwide Network of Attorney’s - 15,000 Network Attorney’s<br />
● Nation’s largest provider of group legal plans<br />
● Extensive Legal Services<br />
○ Preparation of Wills & Trusts<br />
○ Real estate matters<br />
○ Debit matters, including identity theft defense<br />
○ Consumer protection<br />
○ Document preparation and review<br />
○ Traffic and juvenile matters<br />
○ Family law, including adoptions<br />
MetLaw Monthly Rate<br />
24 Pay Periods 52 Pay Periods<br />
$10.51 $4.85<br />
Includes coverage for spouse & dependent<br />
35
IMPORTANT CONTACTS<br />
BENEFIT CARRIER PHONE WEBSITE<br />
Medical Insurance<br />
Health Savings Account<br />
Flexible Spending Account<br />
Health Advantage<br />
Arkansas Blue Cross<br />
Blue Shield<br />
Consolidated<br />
Admin Services<br />
Consolidated<br />
Admin Services<br />
800-843-1329 www.healthadvantage-hmo.com<br />
501-941-5956 www.consolidatedadmin.com<br />
501-941-5956 www.consolidatedadmin.com<br />
Dental Insurance Delta Dental 800-462-5410 www.deltadentalar.com<br />
Vision Insurance<br />
Delta Dental /<br />
Superior Vision<br />
800-462-5410 www.deltadentalar.com<br />
Disability Insurance MetLife 800-638-5433 www.metlife.com<br />
Accidental Death &<br />
Dismemberment Insurance<br />
The Hartford 800-523-2233 www.thehartford.com<br />
Voluntary Life Insurance MetLife 800-638-5433 www.metlife.com<br />
Voluntary Accident<br />
Insurance<br />
Voluntary Critical<br />
Illness/Cancer Insurance<br />
Employee Assistance<br />
Program<br />
MetLife 800-638-5433 www.metlife.com<br />
MetLife 800-638-5433 www.metlife.com<br />
Southwest EAP 800-777-1797 www.southwesteap.com<br />
Legal Services MetLaw / MetLife 800-821-6400 www.metlife.com<br />
<strong>Coulson</strong> <strong>Oil</strong> Group<br />
Human Resources<br />
Donna Cook 501-244-5219 Donna.C@coulsonoil.com<br />
YOUR BXS INSURANCE ACCOUNT REPRESENTATIVES:<br />
Ashley Bray<br />
870-974-7424<br />
Ashley.Bray@bxsi.com<br />
DiAlma Young<br />
870-974-7440<br />
DiAlma.Young@bxsi.com<br />
36
GLOSSARY<br />
37
GLOSSARY<br />
Coinsurance: Your share of the cost of a covered health care service, calculated as a percent (for example,<br />
20%) of the allowed amount for the service, typically after you meet your deductible. For instance, if your<br />
plan’s allowed amount for an office visit is $100 and you’ve met your deductible (but haven’t yet met your<br />
out-of-pocket maximum), your coinsurance payment of 20% would be $20. Your plan sponsor or employer<br />
would pay the rest of the allowed amount.<br />
Copay: The fixed amount, as determined by your insurance plan, you pay for health care services received.<br />
Deductible: The amount you owe for medical services before your medical insurance or plan sponsor<br />
(employer) begins to pay its portion. For example, if your deductible is $3,000, your plan does not pay<br />
anything until you’ve met your $3,000 deductible for covered health care services. This deductible may not<br />
apply to all services, including preventive care. Preventive care is 100% covered by the plan.<br />
Explanation of <strong>Benefits</strong> (EOB) / Personal Health Statement (PHS): A statement sent by your insurance carrier<br />
that explains which procedures and services were provided, how much they cost, what portion of the claim<br />
was paid by the plan, and what portion is your liability, in addition to how you can appeal the insurer’s<br />
decision. These statements are also posted on the carrier’s website for your review.<br />
Flexible Spending Accounts (FSA): An option that allows participants to set aside pre-tax dollars to pay for<br />
certain qualified expenses during a specific time period (usually a 12-month period).<br />
Health Care Cost Transparency: Also known as Market Transparency or Medical Transparency. Health care<br />
provider costs can vary widely, even within the same geographic area. To make it easier for you to get the<br />
most cost-effective health care products and services, online cost transparency tools, which are typically<br />
available through health insurance carriers, allow you to search an extensive national database to compare<br />
costs for everything from prescription drugs and office visits to MRIs and major surgeries.<br />
Health Savings Account (HSA): A personal health care bank account funded by your or your employer’s<br />
tax-free dollars to pay for qualified Medical expenses. You must be enrolled in a HDHP to open an HSA. Funds<br />
contributed to an HSA roll over from year to year and the account is portable, meaning if you change jobs,<br />
your account goes with you.<br />
Employee Contribution: The weekly amount you pay for your insurance coverage.<br />
High Deductible Health Plan (HDHP): Plan option that provides choice, flexibility and control when it comes<br />
to spending money on health care. Preventive care is covered at 100% with in-network providers, there are<br />
no copays, and all qualified employee-paid Medical expenses count toward your deductible and your<br />
out-of-pocket maximum.<br />
In-Network: In-network providers are doctors, hospitals and other providers that contract with your<br />
insurance company to provide health care services at discounted rates.<br />
Out-of-Network: Out-of-network providers are doctors, hospitals and other providers that are not contracted<br />
with your insurance company. If you choose an out-of-network doctor, services will not be provided at a<br />
discounted rate and your cost sharing (deductibles and coinsurance) will increase.<br />
Out-of-Pocket Maximum: The maximum amount of money you will pay for medical services during the plan<br />
year. The out-of-pocket maximum is the sum of your deductible and coinsurance payments.<br />
38
NOTES<br />
39
COULSON OIL GROUP<br />
<strong>Seahawk</strong> Transport, LLC<br />
Green & Chapman, LLC<br />
Diamond State Equipment<br />
AR Testing<br />
DONNA.C@COULSONOIL.COM | 501.244.5219<br />
40