Coulson - Seahawk - 2023 Benefits Guide

2023 BENEFITS
ENROLLMENT GUIDE
Effective 7/1/2023 to 6/30/2024
COULSON OIL
GROUP
Coulson Oil Group
Seahawk Transport, LLC
Green & Chapman, LLC
Diamond State Equipment
AR Testing

LETTER FROM COMPANY PRESIDENT
Our employees are our most valuable asset. Coulson Oil Group is committed to
offering a comprehensive employee benefits program that helps our employees stay
healthy, feel secure, and maintain a positive work/life balance.
Benefits offered through the workplace can help protect important items such as
your income and assets if you become sick or injured. Other benefits can help cover
expenses that might not be covered in your medical plan such as day care, travel expenses,
rent, mortgage payments, and everyday cost-of-living expenses. These benefits are not
only valuable, but also provide great protection for you and your family while reducing
financial exposure in your medical plan.
Coulson Oil Group works with BXS Insurance to ensure that the benefits we offer are
best-in-class. The voluntary benefits program that is offered also provides value because
these benefits work hand-in-hand with the medical plan in lowering financial exposure for
you and your family while providing benefits over and above what is covered by a
traditional medical plan.
We understand that life can be busy. But we encourage you to take the time to read
the material inside this booklet to familiarize yourself with the benefits available to you.
Again, thank you for all you do for our company and we wish you only the very best.
Sincerely,
John Harris, President and CEO
2

CONTENTS
04 Benefits Overview
05 Medical Insurance
07 Health Savings Account
09 Flexible Spending Accounts
11 Dental Insurance
12 Vision Insurance
13 Accidental Death & Dismemberment Insurance
14 Voluntary Life Insurance
16 Disability Insurance
17 Voluntary Accident Insurance
18 Voluntary Critical Illness/Cancer Insurance
20 Employee Assistance Program
21 Legal Services Program
22 Important Contacts
23 Glossary

BENEFITS OVERVIEW
ENROLLMENT
You can enroll in benefits or change your elections at the following times:
• During your initial eligibility period (as a newly hired employee)
• During the annual benefits open enrollment period
• Within 30 days of experiencing a qualifying life event
OPTIONS
We offer a comprehensive benefits package consisting of:
• Medical Insurance
• Health Savings Account
• Flexible Spending Accounts
• Dental Insurance
• Vision Insurance
• Voluntary Life Insurance
• Disability Insurance
• Voluntary Accident Insurance
• Voluntary Critical Illness/Cancer Insurance
• Legal Services Plan
ELIGIBILITY
Full-time employees working at least 30 hours per week are eligible for benefits on the first of the month
following date of hire. Many of the plans offer coverage for eligible dependents, including:
• Your legal spouse
• Your children to age 26, regardless of student, marital, or tax-dependent status (including stepchild,
legally adopted child, a child placed with you for adoption, or a child for whom you are the legal guardian)
• Your dependent children over age 26 who are physically or mentally unable to care for themselves
CHANGING BENEFITS AFTER OPEN ENROLLMENT
You may pay your portion of the medical, dental, and vision plan costs, and fund the flexible spending
accounts, on a pre-tax basis. Thus, due to IRS regulations, once you have made your elections for the plan
year, you cannot change your benefits until the next annual open enrollment period. The only exception is if
you experience a qualifying event, and election changes must be consistent with your life event.
To request a benefits change, notify Human Resources within 30 days of the qualifying life event. Change
requests submitted after 30 days cannot be accepted. You may need to provide proof of the life event.
Qualifying life events include, but are not limited to:
• Marriage, divorce, or legal separation
• Birth or adoption of an eligible child
• Death of your spouse or covered child
• Change in your spouse’s work status that affects his or her benefits
• Change in your child’s eligibility for benefits
• Qualified Medical Child Support Order
4

MEDICAL INSURANCE
CARRIER: Arkansas Blue Cross Blue Shield / Health Advantage
Plan Options: A POS plan (Option 1) or a high-deductible health plan (Option 2)
COVERED BENEFITS
Year Deductible
Option 1
Traditional POS Plan
Option 2
HSA Plan
In-Network Out-of-Network In-Network Out-of-Network
Individual $1,000 $3,000 $3,000 $6,000
Family $3,000 $9,000 $6,000 $12,000
Out-of-Pocket Maximum
Individual $3,000 $11,000 $3,000 Unlimited
Family $9,000 $33,000 $6,000 Unlimirws
Coinsurance (Plan Pays) 80% 60% 100% 80%
Preventive Care
Physician Services
Immunizations covered
in full; Exams $25 copay
40% after deductible Plan pays 100% 20% after deductible
Primary Care $25 copay 40% after deductible 0% after deductible 20% after deductible
Virtual Visit $25 copay Not covered $45 copay Not covered
Specialist $35 copay 40% after deductible 0% after deductible 20% after deductible
Urgent Care $35 copay 40% after deductible 0% after deductible 20% after deductible
Emergency Room
$100 copay,
20% coinsurance
$100 copay,
20% coinsurance
0% after deductible 0% after deductible
Hospital Services
Inpatient
Outpatient
Prescription Drugs
$200 copay,
20% coinsurance
$100 copay,
20% coinsurance
40% after deductible 0% after deductible 20% after deductible
40% after deductible 0% after deductible 20% after deductible
Generic $10 copay Not covered 0% after deductible Not covered
Preferred $40 copay Not covered 0% after deductible Not covered
Non-Preferred $60 copay Not covered 0% after deductible Not covered
Specialty $60 copay Not covered 40% after deductible Not covered
Please refer to the official plan documents for additional information on coverage and exclusions.
5

WHICH MEDICAL INSURANCE PLAN IS
RIGHT FOR YOU?
Choosing the right medical plan is an important decision. Take the time to learn
about your options to ensure you select the right plan for you and your family.
THINGS TO CONSIDER
1. Do you prefer to pay more for medical insurance out of your paycheck, but
less when you need care?
2. Or, do you prefer to pay less out of your paycheck, but more when you need
care?
3. What planned medical services do you expect to need in the upcoming year?
4. Are you able to budget for your deductible by setting aside pre-tax dollars
from your paycheck in an HSA or FSA?
5. Do you or any of your covered family members take prescription medications
on a regular basis?
Coulson/Green & Chapman/AR Testing/Diamond State - First 5 years of employment (50%)
COVERAGE
LEVEL
Employee
Only
Employee
+ Family
Coulson/Green & Chapman/AR Testing/Diamond State - After 5 years of employment (75%)
Seahawk Transport – All (75%)
COVERAGE
LEVEL
Employee
Only
Employee
+ Family
Monthly
Rate
Monthly
Rate
Option 1
Traditional POS Plan
Coulson
pays 50%
Option 1
Traditional POS Plan
Coulson
pays 75%
Employee
Rates per
26 Pay Periods
Employee
Rates per
26 Pay Periods
Employee
Rates per
52 Pay Periods
Employee
Rates per
52 Pay Periods
Monthly
Rate
Monthly
Rate
Coulson
pays 50%
Coulson
pays 75%
Option 2
HSA Plan
Employee
Rates per
26 Pay Periods
Option 2
HSA Plan
Employee
Rates per
26 Pay Periods
Employee
Rates per
52 Pay Periods
$578.22 $289.11 $133.44 $66.72 $466.34 $233.17 $107.62 $53.81
$1,498.79 $749.40 $345.87 $172.94 $1,208.74 $604.37 $278.94 $139.47
Employee
Rates per
52 Pay Periods
$578.22 $433.67 $66.72 $33.36 $466.34 $349.76 $53.81 $26.90
$1,498.79 $1,124.09 $172.94 $86.47 $1,208.74 $906.56 $139.47 $69.74
• Higher cost per paycheck
• Lower deductible
• Can fund a Health Care Flexible Spending Account (FSA)
COMPARING YOUR MEDICAL PLAN OPTIONS
• Lower cost per paycheck
• Higher deductible
• Can fund a health savings account (HSA)
6

HEALTH SAVINGS ACCOUNT
CARRIER: Consolidated Admin Services
If you enroll in the high-deductible health (HDHP) plan, you may be eligible to fund a Health Savings Account
(HSA). An HSA is a personal health care savings account that you can use to pay out-of-pocket health care
expenses with pre-tax dollars. Your contributions are tax free and the money remains in the account for you to
spend on eligible expenses no matter where you work or how long it stays in the account.
WHO IS ELIGIBLE?
You are eligible to open and fund an HSA if:
● You are enrolled in the Arkansas Blue Cross Blue Shield / Health Advantage HSA Plan.
● You are not covered by a non-HSA plan, health care FSA, or health reimbursement arrangement.
● You are not eligible to be claimed as a dependent on someone else’s tax return
● You are not enrolled in Medicare
● You have not received Veterans Administration Benefits in the last three months
HSA EMPLOYER CONTRIBUTIONS
● Coulson will help you save by contributing $150 per
quarter; total $600 per year.
● Contributions to a health savings account (including the
employee contributions) cannot exceed the annual IRS
contribution maximums.
● Employees age 55+ by 12/31/2023 may contribute
additional funds to their HSA (up to $1,000 in 2023).
● You must open your HSA through Consolidated Admin
Services to receive contributions.
Coulson Oil Group
contributes $600 to your HSA
each year!
($150 per quarter)
$3,850
$7,750 $1,000
INDIVIDUAL
Total individual contribution
cannot exceed employee +
employer total
ALL OTHER TIERS
Total family contribution
cannot exceed employee +
employer total
AGE 55+
CATCH-UP
CONTRIBUTION
7

HEALTH SAVINGS ACCOUNT Continued
CARRIER: Consolidated Admin Services
MAXIMIZE YOUR TAX SAVINGS
• Contributions to an HSA are tax-free and can be made through payroll deduction on a pre-tax basis.
• This money in your HSA (including interest and investment earnings) grows tax-free.
• As long as you use the funds to pay for qualified medical expenses, the money is spent tax-free.
YOU INDIVIDUALLY OWN YOUR HSA
• You own and administer your HSA.
• You determine how much you will contribute to your account and when to use the money to pay for
eligible health care expenses.
• You can change your contributions at any time during the plan year without a qualifying event.
• Like a bank account, you must have a balance in order to pay for eligible health care expenses.
• Keep all receipts for tax documentation.
• An HSA allows you to save and “rollover” money from year to year.
• The money in the account is always yours, even if you change health plans or jobs.
• There are no vesting requirements or forfeiture provisions.
ACCESSING YOUR HSA FUNDS
Debit Card: Draws directly from your HSA and can be used to pay for eligible expenses at your doctor’s
office, pharmacy, or other locations where you purchase health related items or services.
USE YOUR HSA TO PAY QUALIFIED MEDICAL EXPENSES
• You can use your HSA money to pay for eligible expenses now or in the future.
• Funds in your HSA can be used for your expenses and those of your spouse and eligible dependents,
even if they are not covered by the Arkansas Blue Cross Blue Shield / Health Advantage HDHP plan
(Option 2).
• Eligible expenses include deductibles, doctor’s office visits, dental expenses, eye exams, prescription
expense and LASIK eye surgery.
• A complete list of eligible expenses can be found at www.irs.gov.
8

FLEXIBLE SPENDING ACCOUNTS
CARRIER: Consolidated Admin Services
Coulson offers two flexible spending account (FSA) options – the health care FSA and the dependent care FSA
– that allow you to pay for eligible health care and dependent care expenses with the pre-tax dollars.
Log into your account at www.consolidatedadmin.com to view your account balance(s), calculate tax savings,
view eligible expenses, download forms, view transaction history, and more.
HEALTH CARE FSA
• Set aside pre-tax money from your paycheck to pay for eligible out-of-pocket expenses, such as
deductibles, copays, and other health-related expenses, that are not paid by the medical, dental, or
vision plans.
• Over-the-counter (OTC) medications are eligible for reimbursement without a prescription.
DEPENDENT CARE FSA
• Set aside pre-tax money from your paycheck for daycare expense to allow you and your spouse to work
or attend school full time.
• Eligible dependents are children under age 13 or a child over 13, spouse, or elderly parent residing in
your house who is physically or mentally unable to care for himself or herself.
• Examples of eligible expenses are daycare facility fees, before and after-school care, and in-home
babysitting fees (income must be reported by your care provider).
HEALTH CARE FSA
DEPENDENT CARE FSA
$3,050 $5,000
$2,500
married filing jointly or
single / head of household
married filing separately
9

FLEXIBLE SPENDING ACCOUNTS Continued
CARRIER: Consolidated Admin Services
HOW DOES AN FSA WORK?
You decide how much to contribute to each FSA on a plan year basis up to the maximum allowable amounts.
Your annual election will be divided by the number of pay periods and deducted evenly on a pre-tax basis
from each paycheck throughout the year.
You will receive a debit card from Consolidated Admin Services, which can be used to pay for eligible health
care expenses at the point of service. If you do not use your debit card or if you have dependent care
expenses to be reimbursed, submit a claim form and a bill or itemized receipt from the provider to
Consolidated Admin Services. Keep all receipts in case Consolidated Admin Services requires you to verify the
eligibility of a purchase.
THINGS TO CONSIDER
• Both healthcare and dependent care FSA dollars are use it or lose. However, you have an additional two
and a half months to incur and be reimbursed for expenses after the end of the plan year.
• You cannot take income tax deductions for expenses you pay with your FSA(s)
• You cannot stop or change your FSA contribution(s) during the plan year unless you experience a
qualifying life event.
SPECIAL FSA ACCOUNT FEATURES
RUNOUT
Runout is the 30 days after
your plan year ends during
which you may submit last
year’s expenses to be
reimbursed with last year’s
FSA funds.
NO GRACE PERIOD
ROLLOVER
You have the ability to
rollover your full remaining
balance up to $610 from the
plan year that has ended
6/30/2023
10

DENTAL INSURANCE
CARRIER: Delta Dental
● You will pay less out of pocket when you choose an in-network provider.
● Locate an in-network provider at www.deltadentalar.com.
● Be sure to ask for a pre-treatment estimate.
● Out-of-network providers can balance bill, or bill you for the difference between the provider’s charge and
the allowed amount.
● Late Entrant Waiting Periods may apply if an employee did not enroll when initially eligible.
DENTAL
RATES
MONTHLY
COST
26 PAY
PERIODS
52 PAY
PERIODS
Employee Only $25.28 $11.67 $5.83
Employee + Family $76.04 $35.10 $17.55
COVERED BENEFITS In-Network Out-of-Network
Deductible (per calendar year)
$50 per person,
3 per family
$50 per person,
3 per family
Annual Plan Benefit Maximum $1,000 $1,000
Preventive Care (deductible waived)
Oral exams, cleanings, X-rays, fluoride, sealants
Basic Services
Fillings, simple extractions, space maintainers, endodontics, oral surgery
Major Services
Bridges, crowns, implants, dentures, surgical/non-surgical periodontics
100% 90%
80% 72%
50% 45%
Orthodontia Services (Dependent Children to age 19) 50% 45%
Lifetime Orthodontia Plan Max $750 $750
Annual Maximum Carryover*
Carryover Benefit • Member receives annual maximum January 1st
• Member must have one covered dental service during the year
• Paid claims for the benefit year must be less than half of the annual maximum
• A quarter of the annual maximum will be carried over for future use
• Carry over benefit maximum is up to $1,000
Limitations
Late Entrant Policy
Claims must not exceed $499 for the plan year
The benefit allowance for services of an out of network dentist will be reduced by 10% for eligible services as
determined by Delta Dental after applying the applicable deductibles, copays, and maximums. This means your
out-of-pocket expense may be greater if you choose an out of network dentist. There is a 12 month waiting period on
the replacement of existing appliances for employees not covered for 12 months on a prior group dental plan. After 12
months, replacement of an existing appliance will be covered if it is more than 5 years old. Dependents may be covered
up to age 26.
If a member elects to waive the dental plan when they are first eligible to enroll and later they decide to elect dental
coverage there will be a 12 month late entrant penalty for all major services.
Please refer to the official plan documents for additional information on coverage and exclusions.
11

VISION INSURANCE
CARRIER: Delta Dental / Superior Vision
● You will pay less out of pocket when you choose an in-network provider.
● Locate an in-network provider at www.deltadentalar.com.
● You must submit a claim form for out-of-network expenses.
● LASIK surgery discounts available
VISION
RATES
MONTHLY
COST
26 PAY
PERIODS
52 PAY
PERIODS
Employee Only $8.48 $3.91 $1.96
Employee + Family $22.90 $10.57 $5.28
COVERED BENEFITS IN-NETWORK OUT-OF-NETWORK
Eye Exam (every 12 months) $10 copay $36 allowance
Standard Plastic Lenses (every 12 months)
Single / Bifocal / Trifocal / Lenticular
$10 copay $28 / $42 / $56 / $78 allowance
Frames (every 12 months) $150 allowance $70 allowance
Contact Lenses, in lieu of glasses (every 12 months)
Elective
Medically Necessary
$150 allowance
Plan Pays 100%
$100 allowance
$210 allowance
Please refer to the official plan documents for additional information on coverage and exclusions.
12

ACCIDENTAL DEATH & DISMEMBERMENT
INSURANCE (AD&D)
CARRIER: The Hartford
An accident can take a lot from you - your eyesight, hearing,
the ability to speak, a limb, even your life. Thanks to an
AD&D plan offered by Coulson Oil, life can go on for you or
your loved ones, paying a lump sum when you or your
beneficiaries need it most.
ALL THE RIGHT REASONS
● It’s unpleasant to think about, but unintentional injuries
are the leading cause of death among 25-44 year olds.
● About 40% of deaths and disabling injuries involved
workers while they were away from work.
Coulson Oil Group provides all full-time Coulson Oil, Diamond State Equipment, Green & Chapman and
Seahawk Transport employees with $500,000 of AD&D Insurance through The Hartford at no cost to the
employee.
Please take the opportunity to thank your employer.
Please refer to the official plan documents for additional information on coverage and exclusions.
REMINDER
Review your beneficiary designations
13

VOLUNTARY LIFE INSURANCE
CARRIER: MetLife
WHAT IS VOLUNTARY LIFE INSURANCE?
Voluntary Life Insurance is offered through an employer but
is paid by employees.
WHY PURCHASE VOLUNTARY LIFE
INSURANCE?
● This type of life insurance has limited underwriting
required. This allows for people with health conditions
or lifestyles that might otherwise disqualify them to
●
●
qualify for life insurance.
The group rates are lower than what you could purchase on your own.
You may purchase a policy for your spouse and children IF you elect coverage for yourself.
Employee Benefits
● $10,000 increments to a maximum of the lesser of 5x salary or $300,000
● Guarantee Issue Amount for New Hires: $100,000
● AD&D Amount: 100% of supplemental life benefit amount
● AD&D Maximum: Same as supplemental term life coverage
Spouse Benefits
● $5,000 increments to a maximum of $100,000, not to exceed $100,000
● Guarantee Issue Amount: $25,000
● AD&D Amount: 100% of supplemental life benefit amount
● AD&D Maximum: Same as supplemental term life coverage
● Spouse cost is based on employee or spouse's age
Child(ren) Benefits
● Benefit Options: $1,000 / $2,000 / $4,000 / $5,000 / $10,000
● Guarantee Issue Amount: $10,000
● AD&D Amount: 100% of supplemental life benefit amount
● AD&D Maximum: Same as supplemental term life coverage
Please refer to the official plan documents for additional information on coverage and exclusions.
REMINDER
Review your beneficiary designations
14

VOLUNTARY LIFE INSURANCE Continued
CARRIER: MetLife
WILL PREPARATION SERVICE
Like life insurance, a carefully prepared Will is important. With a Will, you can define your most important
decisions such as who will care for your children or inherit your property. By enrolling for Supplemental Term
Life coverage, you will have in person access to Hyatt Legal Plans’ network of 11,500+ participating attorneys for
preparing or updating a will, living will and power of attorney. When you enroll in this plan, you may take
advantage of this benefit at no additional cost to you if you use a participating plan attorney.
METLIFE ESTATE RESOLUTION SERVICES (ERS)
A valuable service offered under the group policy. A Hyatt Legal Plan attorney will consult with your
beneficiaries by telephone on in person regarding the probate process for your estate. The attorney will also
handle the probate of your estate for your executor or administrator. This can help alleviate the financial and
administrative burden upon your loved one in their time of need.
PORTABILITY
If your present employment ends, you can choose to continue your current life benefits.
● Employees currently enrolled in coverage can increase their benefit by 1 increment of $10,000 as long as it does not
exceed the Guarantee Issue amount.
● If an employee does not have current coverage, and is past their 31 day initial enrollment window, you must complete
an Evidence of Insurability form.
● If your spouse currently has coverage, you may increase their benefit by 1 increment of $5,000.
● If a child does not have current coverage, and is past their 31 day initial enrollment window, you must complete an
Evidence of Insurability form.
Please refer to the official plan documents for additional information on coverage and exclusions.
REMINDER
Review your beneficiary designations
15

DISABILITY INSURANCE
CARRIER: MetLife
SHORT-TERM DISABILITY INSURANCE
Short-Term Disability (STD) Insurance is automatically provided to all benefits-eligible employees at no cost.
STD insurance is designed to help you meet your financial needs if you become unable to work due to a
non-work related illness or injury.
●
●
●
●
Benefit Amount: 60% of base weekly salary up to $2,000 per week
Elimination Period: 14 days Accident / 14 days Illness
Benefit Durations: Up to 12 weeks
Pre-Existing Condition Waiting Period: None
LONG-TERM DISABILITY INSURANCE
Long-Term Disability Insurance designed to help you meet your financial needs during longer disability
periods. Benefit may be offset due to other benefits such as paid sick leave, workers’ compensation. This is a
voluntary plan; employees are responsible for 100% of the cost. Premiums are calculated as a percentage of
your annual base salary. Benefit may be offset due to other benefits such as paid sick leave, workers’
compensation.
●
●
●
●
●
Benefit Amount: 60% of base monthly salary up to $5,000 per month
Elimination Period: 90 days or until end of STD Maximum Benefit Period
Benefit Duration: Until Social Security Normal Retirement Age or the period shown in the Duration
Schedule found in the Certificate of Coverage, whichever occurs first.
Pre-Existing Condition Waiting Period: 12 months Look Back; 12 months Forward
Evidence of Insurability: If employee does not elect coverage during the initial enrollment period, an
Evidence of Insurability (EOI) form must be completed.
Please refer to the official plan documents for additional information on coverage and exclusions.
REMINDER
Review your beneficiary designations
16

VOLUNTARY ACCIDENT INSURANCE
CARRIER: MetLife
Accident insurance supplements your existing medical insurance in case you have an accident; medical
insurance alone may not be enough to cover your expenses. The plan pays a cash benefit during the term of
your coverage following a covered accident and could help cover:
●
●
●
●
Out-of-pocket expenses such as copays and deductibles
Transportation
Lodging costs
Emergency room expenses
VOLUNTARY
ACCIDENT
RATES
Employee
Only
Employee +
Spouse
Employee +
Child(ren)
Employee +
Family
EMPLOYEE
CONTRIBUTION
26 PAY
PERIODS
EMPLOYEE
CONTRIBUTION
52 PAY
PERIODS
$4.98 $2.49
$9.78 $4.89
$10.44 $5.22
$13.08 $6.54
Please refer to the official plan documents for
additional information on coverage and exclusions.
Benefit Type 1
Injuries
MetLife Accident Insurance
Pays YOU
Fractures 2 $100 – $4,000
Dislocations 2 $100 – $4,000
Second and Third Degree Burns $100 – $5,000
Concussions $600
Cuts/Lacerations $50 – $400
Eye Injuries $200
Medical Services & Treatment
Ambulance $200 – $600
Emergency Care $50 – $200
Non-Emergency Care $50
Physician Follow-Up $75
Therapy Services
(including physical therapy)
$25
Medical Testing Benefit $200
Medical Appliances $50 – $500
Inpatient Surgery $200 – $2,000
Hospital 3 Coverage (Accident)
Admission
Confinement
Inpatient Rehab (paid per
accident)
Accidental Death
Employee receives 100% of
amount shown, spouse receives
50% and children receive 20% of
amount shown.
Dismemberment, Loss & Paralysis
Dismemberment, Loss & Paralysis
Other Benefits
Lodging 6 - Pays for lodging for
companion up to 31 nights per
calendar year
$1,000 per accident
$200 a day (non-ICU) – up to 31 days
$400 a day (ICU) – up to 31 days
$200 a day, up to 15 days
$25,000
$75,000 for common carrier 5
$500 – $30,000 per injury
$200 per night, up to 31 nights; up to
$6,200 in total lodging benefits
available per calendar year
17

VOLUNTARY CRITICAL ILLNESS with
CANCER INSURANCE
CARRIER: MetLife
Critical illness insurance supplements your existing medical insurance in case you are diagnosed with a covered
condition, like a heart attack or stroke; medical insurance alone may not be enough to cover your expenses. The plan
pays a cash benefit during the term of your coverage following a covered diagnosis.
Critical illness insurance may not cover all types of cancer, but it does cover heart and vascular conditions,
cancer-related conditions, and major organ failure.
COVERAGE OPTIONS
Eligible Individual Initial Benefit Requirements
Employee $10,000 or $20,000 Coverage is guaranteed provided you are actively at work.
Spouse
50% of the employee’s Coverage is guaranteed provided you are actively at work and the spouse is not subject
initial benefit to a medical restriction as set forth on the enrollment form and in the Certificate.
Child(ren)
50% of the employee’s Coverage is guaranteed provided you are actively at work and the spouse is not subject
initial benefit to a medical restriction as set forth on the enrollment form and in the Certificate.
BENEFIT PAYMENT
Your Initial Benefit provides a lump-sum payment upon the first diagnosis of a Covered Condition. Your plan pays a Recurrence
Benefit 4 for the following Covered Conditions: Heart Attack, Stroke, Coronary Artery Bypass Graft, Full Benefit Cancer and Partial
Benefit Cancer. A Recurrence Benefit is only available if an Initial Benefit has been paid for the Covered Condition. There is a Benefit
Suspension Period between Recurrences.
The maximum amount that you can receive through your Critical Illness Insurance plan is called the Total Benefit and is 3 times the
amount of your Initial Benefit. This means that you can receive multiple Initial Benefit and Recurrence Benefit payments until you
reach the maximum of 300% or $30,000 or $60,000.
Please refer to the table below for the percentage benefit amount for each Covered Condition.
Covered Conditions Initial Benefit Recurrence Benefit
Full Benefit Cancer 5 100% if Initial Benefit 50% of Initial Benefit
Partial Benefit Cancer 5 25% of Initial Benefit 12.5% of Initial Benefit
Heart Attack 100% if Initial Benefit 50% of Initial Benefit
Stroke 6 100% if Initial Benefit 50% of Initial Benefit
Coronary Artery Bypass Graft 7 100% if Initial Benefit 50% of Initial Benefit
Kidney Failure 100% if Initial Benefit Not applicable
Alzheimer’s Disease 8 100% if Initial Benefit Not applicable
Major Organ Transplant Benefit 100% if Initial Benefit Not applicable
22 Listed Conditions 25% of Initial Benefit Not applicable
22 Listed Conditions
MetLife Critical Illness Insurance will pay 25% of the Initial Benefit Amount for each of the 22 Listed Conditions until the Total Benefit
Amount is reached. A Covered Person may only receive one payment for each Listed Condition in his/her lifetime. The Listed
Conditions are Addison’s disease (adrenal hypofunction); amyotrophic lateral sclerosis (Lou Gehrig’s disease); cerebrospinal
meningitis (bacterial); cerebral palsy; cystic fibrosis; diphtheria; encephalitis; Huntington’s disease (Huntington’s chorea);
Legionnaires disease; malaria; multiple sclerosis (definitive diagnosis); muscular dystrophy; myasthenia gravis; necrotizing fasciitis;
osteomyelitis; poliomyelitis; rabies; sickle cell anemia (excluding sickle cell trait); systemic lupus erythematosus (SLE); systemic
sclerosis (scleroderma); tetanus; and tuberculosis
Please refer to the official plan documents for additional information on coverage and exclusions.
18

VOLUNTARY CRITICAL ILLNESS with
CANCER INSURANCE Continued
CARRIER: MetLife
Did you know?
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1 in 5 men suffer a critical illness before their normal retirement age.
1 in 6 women suffer a critical illness before their normal retirement age.
The probability of surviving a critical illness before age 65 is almost twice as great as dying.
Approximately 1.5 million Americans suffer a heart attack each year, of those 1.1 million will survive at
least 3 years.
Example of Initial & Recurrence Benefit Payments
The example below illustrates an employee who elected an Initial Benefit of $10,000 and has a Total Benefit of 3
times the Initial Benefit Amount or $30,000.
Illness – Covered Condition Payment Total Benefit Remaining
Heart Attack – first diagnosis
Heart Attack – second diagnosis, two years later
Kidney Failure – first diagnoses, three years later
Initial Benefit payment of
$10,000 or 100%
Recurrence Benefit payment of
$5,000 or 50%
Initial Benefit payment of
$10,000 or 100%
$20,000
$15,000
$5,000
SUPPLEMENTAL BENEFITS
MetLife provides coverage for the Supplemental Benefits listed below. This coverage would be in addition to the
Total Benefit Amount payable for the previously mentioned Covered Conditions.
Health Screening Benefit 10
MetLife will provide an annual benefit* of $75 per calendar year for taking one of the eligible screening/prevention
measures. MetLife will pay only one health screening benefit per covered person per calendar year. For a complete
list of eligible screening/prevention measures, please refer to the Disclosure Statement/Outline of Coverage.
Please refer to the official plan documents for additional information on coverage and exclusions.
19

EMPLOYEE ASSISTANCE PROGRAM
CARRIER: Southwest EAP
Southwest EAP, your Employee Assistance Program (EAP)
counseling program offers a confidential service designed to
help employees and their families with personal or work related
problems. Southwest EAP provides assessment, short-term
counseling, problem-solving assistance, referral if needed and
follow-up services. Basically, you and your family have access
to free, confidential and professional counseling.
Southwest EAP can help in such areas as:
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Stress Management
Emotional Issues
Depression and Anxiety
Alcohol and Drug Use
Workplace Conflicts
Interpersonal Conflicts
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Career Concern
Job Stress
Family Problems
Child/Adolescent Issues
Marriage/Relationship Issues
Eating Disorders
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Legal Trouble
Grief or Loss Issues
Budgeting/Financial Matters
Eldercare Resources
Basically, anything that is having a stressful impact on your life.
Eligible Participants
No need to sign up, all employees, dependents and household members have confidential access to EAP
services as a benefit of employment.
Confidential
Your contact with Southwest EAP is strictly confidential. Your job security or chance for promotion will not be
affected by your use of the EAP. The EAP will not release information concerning your issue or involvement
with us to your employer or family without your prior written consent. The exceptions, as required by law,
are cases where clients express the intention of harming themselves or other, or the mandated reporting of
child or elder abuse.
Cost
Nothing! The EAP is provided by your employer. There is no cost for services. Assessments, counseling,
education, referrals and follow-up are all FREE to you and your family.
Getting Started
Using the EAP is easy; simply give us a call at one of these number: 501-663-1797 or 1-800-777-1797
Appointments are available from 8:00 am to 6:00 pm Monday - Friday. In addition, our phones are answered
24 hours a day, 7 days a week.
In case of emergency or crisis, call anytime. A counselor is always available!
Call between 8:00 am and 5:00 pm to schedule appointments for counseling. Our trained staff will clarify your
needs and schedule you with a face-to-face visit at a time convenient to you.
The important things to remember are that the EAP is Confidential, Free, Easy to use, and Ready to HELP.
Please refer to the official plan documents for additional information on coverage and exclusions.
20

LEGAL SERVICES
CARRIER: MetLaw
MetLaw allows employees to have convenient access to experts who can assist you with a broad range of
personal legal needs you might face throughout your life.
KEY BENEFITS
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Nationwide Network of Attorney’s - 15,000 Network Attorney’s
Nation’s largest provider of group legal plans
Extensive Legal Services
● Preparation of Wills & Trusts
● Real estate matters
● Debit matters, including identity theft defense
● Consumer protection
● Document preparation and review
● Traffic and juvenile matters
● Family law, including adoptions
MetLaw Monthly Rate
26 Pay Periods 52 Pay Periods
$9.69 $4.85
Includes coverage for spouse & dependent
Please refer to the official plan documents for additional information on coverage and exclusions.
21

IMPORTANT CONTACTS
BENEFIT CARRIER PHONE WEBSITE
Medical Insurance
Health Savings Account
Health Advantage
Arkansas Blue Cross Blue
Shield
Consolidated
Admin Services
800-843-1329 www.healthadvantage-hmo.com
501-941-5956 www.consolidatedadmin.com
Flexible Spending Account
Consolidated
Admin Services
501-941-5956 www.consolidatedadmin.com
Dental Insurance Delta Dental 800-462-5410 www.deltadentalar.com
Vision Insurance
Delta Dental /
Superior Vision
800-462-5410 www.deltadentalar.com
Accidental Death &
Dismemberment Insurance
The Hartford 800-523-2233 www.thehartford.com
Voluntary Life Insurance MetLife 800-638-5433 www.metlife.com
Disability Insurance MetLife 800-638-5433 www.metlife.com
Voluntary Accident Insurance MetLife 800-638-5433 www.metlife.com
Voluntary Critical
Illness/Cancer Insurance
Employee Assistance
Program
MetLife 800-638-5433 www.metlife.com
Southwest EAP 800-777-1797 www.southwesteap.com
Legal Services MetLaw / MetLife 800-821-6400 www.metlife.com
Coulson Oil Group
Human Resources
Donna Cook 501-244-5219 donna.c@coulsonoil.com
YOUR CADENCE INSURANCE ACCOUNT REPRESENTATIVES:
Ashley Bray
DiAlma Young
870-974-7424 870-974-7440
ashley.bray@cadenceinsurance.com dialma.young@cadenceinsurance.com
22

GLOSSARY
Coinsurance: Your share of the cost of a covered health care service, calculated as a percent (for example,
20%) of the allowed amount for the service, typically after you meet your deductible. For instance, if your
plan’s allowed amount for an office visit is $100 and you’ve met your deductible (but haven’t yet met your
out-of-pocket maximum), your coinsurance payment of 20% would be $20. Your plan sponsor or employer
would pay the rest of the allowed amount.
Copay: The fixed amount, as determined by your insurance plan, you pay for health care services received.
Deductible: The amount you owe for medical services before your medical insurance or plan sponsor
(employer) begins to pay its portion. For example, if your deductible is $3,000, your plan does not pay
anything until you’ve met your $3,000 deductible for covered health care services. This deductible may
not apply to all services, including preventive care. Preventive care is 100% covered by the plan.
Explanation of Benefits (EOB) / Personal Health Statement (PHS): A statement sent by your insurance
carrier that explains which procedures and services were provided, how much they cost, what portion of
the claim was paid by the plan, and what portion is your liability, in addition to how you can appeal the
insurer’s decision. These statements are also posted on the carrier’s website for your review.
Flexible Spending Accounts (FSA): An option that allows participants to set aside pre-tax dollars to pay for
certain qualified expenses during a specific time period (usually a 12-month period).
Health Care Cost Transparency: Also known as Market Transparency or Medical Transparency. Health
care provider costs can vary widely, even within the same geographic area. To make it easier for you to
get the most cost-effective health care products and services, online cost transparency tools, which are
typically available through health insurance carriers, allow you to search an extensive national database to
compare costs for everything from prescription drugs and office visits to MRIs and major surgeries.
Health Savings Account (HSA): A personal health care bank account funded by your or your employer’s
tax-free dollars to pay for qualified Medical expenses. You must be enrolled in a HDHP to open an HSA.
Funds contributed to an HSA roll over from year to year and the account is portable, meaning if you
change jobs, your account goes with you.
Employee Contribution: The weekly amount you pay for your insurance coverage.
High Deductible Health Plan (HDHP): Plan option that provides choice, flexibility and control when it
comes to spending money on health care. Preventive care is covered at 100% with in-network providers,
there are no copays, and all qualified employee-paid Medical expenses count toward your deductible and
your out-of-pocket maximum.
In-Network: In-network providers are doctors, hospitals and other providers that contract with your
insurance company to provide health care services at discounted rates.
Out-of-Network: Out-of-network providers are doctors, hospitals and other providers that are not
contracted with your insurance company. If you choose an out-of-network doctor, services will not be
provided at a discounted rate and your cost sharing (deductibles and coinsurance) will increase.
Out-of-Pocket Maximum: The maximum amount of money you will pay for medical services during the
plan year. The out-of-pocket maximum is the sum of your deductible and coinsurance payments.
23

Prepared by:
Prepared for:
COULSON OIL GROUP
Seahawk Transport, LLC
Green & Chapman, LLC
Diamond State Equipment
AR Testing
DONNA.C@COULSONOIL.COM | 501.244.5219