Wacker 2018 Benefits Guide_Non-Union_FINAL

Table of 02 PROVIDER CONTACTS
Contents 03 ELIGIBILITY & ENROLLMENT
04 MEDICAL PLAN & HOW TO CHOOSE
07 HRA & HSA: COMPARISON & FAQ
10 HEALTH & WELL-BEING
11 SPOUSAL SURCHARGE PROGRAM
12 LIFE EVENTS & DENTAL PLAN
13 VISION PLAN
14 FLEXIBLE SPENDING & DISABILITY
15 LIFE & AD&D
16 ADDITIONAL BENEFITS
20 BI-WEEKLY PAYROLL DEDUCTIONS

Provider Contacts

UNITEDHEALTHCARE (UHC) HARTFORD LIFE & ACCIDENT INSURANCE
Medical/Prescription Drug Coverage COMPANY
Group Number: 706980 Basic Life/AD&D, Supplemental Life and Long-Term Disability
Network: ChoicePlus Group Number: 677670
Phone: 800-249-2799 Phone: 800-523-2233
Website: www.myuhc.com
Claims: P.O. Box 981502, El Paso, TX 79998-1052 Disability Reporting and Family Medical Leave (FML)
Group Number: 697137
ADVOCATE4ME Phone: 800-549-6514
Phone: 800-249-2799 Website: www.thehartfordatwork.com
Contact a personal advocate at Advocate4Me@uhc.com
FIDELITY INVESTMENT COMPANY
NURSELINE Retirement Planning
Phone: 800-249-2799 Group Number: 78141
When prompted, ask to speak to a nurse, or go on Phone: 800-835-5097
www.myuhc.com or the Health4Me app and chat with a Website: www.401k.com
nurse online
ZURICH AMERICAN INSURANCE COMPANY
DELTA DENTAL OF WI Optional AD&D
Dental Coverage Group Number: GTU - 4848045
Group Numbers: 94014 - Michigan Residents Phone: 866-841-4771
91606 - All Other States
Phone: 800-236-3712 CHUBB/ACE AMERICAN INSURANCE COMPANY
Website: www.deltadentalwi.com Business Travel Accident Insurance
Clams: P.O. Box 828, Stevens Point, WI 54481-0828 Group Number: ADDN10846821
Phone: 855-327-1414
VSP Website: www.acetravelassistance.net
Vision Coverage Username: medassist-usa@axa-assistance.us
Group Number: 30052077 Password: acea&h
Phone: 800-877-7195
Website: www.vsp.com

EMPLOYEE BENEFIT SERVICES (EBC)
Health Care and Dependent Care Flex Accounts,
Health Savings Accounts
Phone: 800-346-2126
Website: www.ebcflex.com
Claims: P.O. Box 44347, Madison, WI 53744

02

Eligibility and Enrollment

Wacker Neuson Corporation is proud to provide you with a competitive employee benefits package that is national in its focus,
provides you choice, and is cost effective for both you and the company. This Benefits Guide provides you with detailed
information about your overall benefits package.
We encourage you to read this Benefits Guide. It can also be used as a reference as it contains helpful and important information
that you and/or your family members may need to reference in the future.
This is a summary of Wacker Neuson Corporation’s benefits. If there are any discrepancies between this summary of benefits
and the official documents governing the plans, the official plan document will be controlling.

Eligibility

Eligible Employee Class:
Full-time active employees working 40 hours per week and part-time active employees working 30 hours per week.
Eligibility for Benefits:
• 1st of the month following date of hire: Medical, Dental, Vision, Flexible Spending Account, Health Savings Account, Basic

Life AD&D, Supplemental Life, Supplemental AD&D, Short-Term Disability
• 1st of the month following 30 days of active employment: Retirement - 401(k)
• 1st of the month following 90 consecutive days of continuous full-time employment: Long-Term Disability

Dependent Eligibility

Your legal spouse and dependent children.
Spouse Eligibility:
A working spouse with medical coverage available through his/her own employer must enroll in his/her employer’s medical
plan to be covered under Wacker Neuson with secondary coverage. A covered employee’s lawful spouse, except in the case
of a spouse who is legally separated from the covered employee, is subject to the eligibility requirements. Domestic partners/
common law spouses are not eligible.

Child(ren) Eligibility:
Natural born, blood-related child; step-child; legally adopted child; child placed in the employee’s legal guardianship by court
order; or a child placed with the employee for the purpose of adoption and for which the employee has a legal obligation to
provide full or partial support; can be covered under the medical, dental, and vision plans until age 26. If electing Optional Child
Life, children are covered at age 14 days until age 19, or 25 if a full-time student. If electing Optional Child AD&D, children are
covered to age 19, or 25 if a full-time student.
Dependents may only be covered if the employee is covered.
No person may be covered as both an employee and a dependent at the same time. When both parents are employees and
eligible for coverage under this plan, only one may enroll for dependent coverage.

HOW TO ENROLL FOR 2018 BENEFITS

• Visit our Benefit Enrollment System at: https://usa.wackerneuson.workterra.net

• Enter your User ID: Your User ID is your last name and the last 4 digits of your Social Security number.
• Enter your Password: If you’ve forgotten your Password, click the Forgot Password? link on the login page to reset it.

023

Medical Plan

Description: A choice of two plans, company and employee paid, are offered whereby
you are free to see any provider you wish for covered services. If you see a provider in the
Choice Plus network, you’ll receive services at a discounted fee, lowering out-of-pocket costs.

PPO Standard’s Health Reimbursement Account (HRA) Funding: Wacker Neuson annually
contributes dollars to your account to assist with eligible medical expenses. New hires receive pro-
rated HRA amounts based on enrollment date.

High Deductible Health Plan’s (HDHP) Health Savings Account (HSA) Funding: When you enroll in the HDHP, Wacker Neuson
will make quarterly contributions into your health savings account of $87.50 for single, $187.50 for 2-party, or $312.50 for family
coverage. Amounts are pro-rated for employees who become eligible mid-quarter. Employees must be actively employed at time of the
scheduled employer HSA contribution to receive it. Annually, these contributions can total $350 for single, $750 for 2-party, or $1,250
for family coverage.

2018 Medical Plan Highlights

PPO Standard High Deductible Health Plans

HSA Individual HSA EE + 1 HSA Family

HRA Company Contribution HSA Company Contribution HSA Company Contribution HSA Company Contribution

Single $350 $350 – –
2-Party
Family (3+) $750 – $750 –

Individual Deductible, $1,250 – – $1,250
per person
In-Network Out-of- In-Network Out-of- In-Network Out-of- In-Network Out-of-
Network Network Network Network

Embedded Deductible and OOP Embedded Deductible and OOP Embedded Deductible and OOP Embedded Deductible and OOP

$3,200 $6,400 $1,350 $2,700 $2,700 $5,400 $2,700 $5,400

Family Deductible Maximum $9,600 $19,200 N/A N/A $5,400 $10,800 $8,100 $16,200

Member Coinsurance 25% 45% 20% 40% 20% 40% 20% 40%

Individual OOP Maximum *$6,350 *$12,800 *$6,650 *$13,300 *$6,650 *$13,300 *$6,650 *$13,300

Family OOP Maximum *$12,700 *$38,400 N/A N/A *$13,300 *$26,600 *$13,100 *$39,900

Office Visit Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Specialist Visit Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Chiropractic Visit Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Preventive Care Covered at 100% Ded/Coins Covered at 100% Ded/Coins Covered at 100% Ded/Coins Covered at 100% Ded/Coins

Emergency Room Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Urgent Care Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Outpatient Surgery Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Inpatient Hospital Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins Ded/Coins

Prescription Drug Prescription Drug Prescription Drug Prescription Drug
Medical Deductible/OOP Limits Medical Deductible/OOP Limits Medical Deductible/OOP Limits
Medical OOP Limits Apply
Apply Apply Apply
Retail Rx Co-pay - Tier 1 $10 10% 10% 10%
Retail Rx Co-pay - Tier 2 20% ($25 min, $50 max) 20% 20% 20%
Retail Rx Co-pay - Tier 3 35% ($65 min, $105 max) 30% 30% 30%

Mail Order Rx Co-pay - $25 10% 10% 10%
Tier 1
20% 20% 20%
Mail Order Rx Co-pay - 20% ($62.50 min, $125 max)
Tier 2 30% 30% 30%

Mail Order Rx Co-pay - 35% ($162.50 min, $262.50 max)
Tier 3

*Out-of-Pocket Maximums include the deductible, coinsurance, medical co-pays and prescription drug co-pays

04

Personal Health Suppport Provided by UHC:

UHC provides you access to services for health and wellness goals. We understand medical procedures can be expensive, so
don’t forget to take advantage of these services.
• Premium Care Providers – Not all health care is equal, and that can affect the

care you receive. That’s why UHC developed the premium designation program,
which recognizes physicians that meet guidelines for providing quality and cost
efficient care. Whenever you are looking for a physician or are referred to a
specialist, look for a Premium Care Provider. They are designated with 2 hearts
when researching providers online at MyUHC.com. You can also call customer
service at 1-800-249-2799 to help you find a Premium provider. 
• Convenience Care Clinics – A lower-cost alternative for simple health services, with no appointment necessary.  On average,
Convenience Care Centers deliver between 10% and 15% lower costs compared to primary physician care.  Convenience
Care Clinic locations can be found using MyUHC.com or the Health4Me application on your mobile device.
• myHealthcare Cost Estimator – Personalized online tool to estimate
various medical treatments and services. Visit
MyUHC.com to access this tool.
• Healthy Pregnancy Program – Helps expecting mothers through every
stage of their pregnancy and delivery. Members can call 1-888-246-7389
for assistance.
• Treatment Decision Support – Provides information to help you make
informed decisions on medical treatments. Supported conditions include
back pain, women’s and men’s health, heart disease, breast and prostate
cancer, and more. Members can call 1-800-249-2799 for assistance.
• Health4Me App – Mobile app that provides access to your ID card, claims, 24/7 nurse contact, deductible and out-of-pocket
amounts, comparisons on procedures, providers, prices and places.
• Advocate4Me – Benefit advocacy service where one personal advocate is assigned to you
until your issue is resolved. Your advocate provides assistance with benefits and claims
questions, finding the right doctor, appointment scheduling, health education, clinical and
wellness program enrollment, and more. Call 1-800-249-2799 for assistance.
• Substance Abuse Treatment Helpline 1-855-780-5955 – Staffed by mental health
professionals. Open 24 hours/7 days a week. Available to all UHC members. 
• Virtual Visits - UnitedHealthcare’s Virtual Visits model lets members choose a virtual visit
provider group, see and speak to a doctor using their mobile device or computer. During the
virtual visit, members can obtain a diagnosis and, if appropriate, a prescription that can be
sent to their pharmacy. To access, go to MyUHC.com.

05

Choosing A Medical Plan

Not sure which medical plan best meets your needs? Use our Plan Comparison Tool to help you determine which plan is the best
fit for your personal situation.

1. Your Plan Deductible PPO Standard HDHP
For you and your family (with HRA) (with HSA)
$_______ $_______
2. Your Plan Coinsurance 25%
20%

3. Estimated Annual Covered Medical/Pharmacy Expenses $_______ $_______
For you and your family. Do not include dental or vision care in your
estimate. $_______ $_______
$_______ $_______
4. Your Annual Premium $_______ $_______
See Bi-weekly Deduction Chart on page 20; multiply by 26 pay periods. $_______
N/A
5. Money Needed to Cover Deductible

6. Money Needed to Cover Coinsurance
Calculate by taking your entry in #3 and subtract the deductible from
#1. Then multiply by coinsurance shown in #2.

7. Money Needed to Cover Co-pays

8. Expenses Subtotal $_______ $_______
(#4 + #5+ #6 + #7) When adding items 5, 6 and 7, do not exceed OOP
maximums shown on page 4.

9. HRA/HSA Contribution $350, $750, or $1,250 $350, $750, or $1,250
Yours + Wacker’s contribution combined. + $350 or $700 + $350 or $700
2018 Limits:
$3,450 = Self-only HSA Maximum wellness reward (if earned) wellness reward (if earned)
$6,900 = Family HSA Maximum $_______ + your HSA contribution
$1,000 catch up contribution allowed for age 55 or over $_______
You cannot add funds to HRA

10. Tax Savings – HSA This example uses a 28% tax rate.
Annual HSA Contribution (#9) Enter your known tax rate.
x Tax Rate
Tax Savings N/A $_______
x0.28

$_______

11. Total Expenses $_______ $_______
(#8 + #9 – #10) Your cost minus tax savings.

This summary is not intended as financial, legal or tax advice. It is suggested that you consult your financial advisor, local attorney and/or a qualified
tax professional before establishing an HSA. Federal and state tax laws are subject to change.

06

HRA and HSA – A Quick Comparison

• HRA = Health Reimbursement Account, tied to the PPO Standard plan
• HSA = Health Savings Account, associated with the High Deductible Health Plan (HDHP)

Health Reimbursement Account (HRA)

You must be covered under the PPO Standard Medical Plan in order to participate in the HRA.
You are enrolled in the HRA at the same time you enroll in your medical plan. You cannot elect
it separately and you can’t decline it unless you withdraw from the medical plan.  Wacker
Neuson Corporation will allocate funds to your HRA on a calendar year basis specific to the
coverage category you enroll in (see chart below). Funds are pro-rated if joining the medical plan mid-year.

What Happens to Remaining Balances in My HRA?

If you don’t spend all the funds in your HRA during the initial calendar year, and you re-enroll in the PPO Standard the following
year, a portion of your remaining HRA balance rolls over into your account for the next calendar year. If you don’t re-enroll in the
PPO Standard medical plan for the following year, you forfeit any unused funds remaining in the account.
The maximum amount (per calendar year) that can be rolled over is listed on the chart below.

Employee Only Annual HRA Funding Maximum HRA Rollover Amount
Employee plus Spouse $350 $2,850
Employee plus One Child $750 $5,650
Employee plus Children $750 $5,650
Family $1,250 $8,350
$1,250 $8,350

Health Savings Account (HSA)

If you enroll in the High Deductible Health Plan (HDHP) medical plan, you are eligible to open a Health
Savings Account (HSA).  Here are some things you should know about HSAs:
• An HSA is an account you can deposit money in to save for future medical expenses.
• You can use HSA dollars to pay for COBRA continuation coverage, qualified long-term care insurance, coinsurance and co-

pay expenses, dental, vision, prescription drug, and other qualified medical expenses.
• Any adult can contribute to an HSA if they have coverage under a Qualified High Deductible Health Plan (HDHP), have no

other first-dollar coverage, are not enrolled in Medicare and are not claimed as a dependent on someone else’s tax return.
First dollar coverage refers to health insurance that begins to pay its share of your covered services from the first service
you receive. If you see the doctor on January 1 and you only pay a portion of the bill for the visit and insurance covers the
rest, you have first dollar coverage.  If you pay full price for a doctor’s visit or prescription, but could get paid back what
you paid by using a Health Care Flex Spending Account debit card or reimbursement form, you have first dollar coverage. 
Medicare is also first dollar coverage.  
• The HSA account is yours, even if you leave the company.
• The HSA account balance rolls over year to year.
• Wacker Neuson will contribute the following to your HSA account on a quarterly basis if you enroll in the HDHP plan. Funds
are pro-rated if joining the medical plan mid-year. You must be actively employed at time of distribution to receive the
company funds.
• Employee only: $87.50
• Employee plus Spouse: $187.50
• Employee plus Child(ren): $187.50
• Family: $312.50

07

Health Savings Accounts: FAQ

What is a Health Savings Account (HSA)?

An HSA is a tax-advantaged personal savings account that can be used to pay for medical, pharmacy, dental, vision and other
qualified expenses now or later in life. Since it is a savings account, you are encouraged to save more than you spend. Unlike
Flexible Spending Account (FSA) funds which are “use-it-or-lose-it”, your HSA balance rolls over from year to year. The account is
portable, meaning if you ever change health plans or leave Wacker Neuson, you can still use and/or take the HSA with you because
it’s your money and your account.

How do I become eligible for an HSA?

In order to be eligible for an HSA, you must be enrolled in a qualified health insurance plan, not covered under a first-dollar
health insurance plan (including coverage under Wacker Neuson’s or a spouse’s general purpose Health Care FSA), not enrolled
in Medicare and not another person’s dependent. A qualified health insurance plan is one that meets certain deductible and out-
of-pocket requirements set by the government. The High Deductible Health Plan (HDHP) offered by Wacker Neuson meets these
requirements. First dollar coverage refers to health insurance that begins to pay its share of your covered services from the first
service you receive. If you see the doctor on January 1 and you only pay a portion of the bill for the visit and insurance covers the
rest, you have first dollar coverage.  If you pay full price for a doctor’s visit or prescription, but could get paid back what you paid
by using a Health Care Flex Spending Account debit card or reimbursement form, you have first dollar coverage.  Medicare is also
first dollar coverage.  

Do I have to set up an HSA on my own?

No – if you enroll in the HDHP, Wacker Neuson will set up an HSA for you with Avidia Bank through Employee Benefits Corporation
(EBC), the vendor that also administers our Flexible Spending Accounts (FSA) program.

Can I have more than one HSA?

Yes – you can have more than one Health Savings Account. In order to receive the company contribution, you must have the Avidia
Bank HSA established through Employee Benefits Corporation (EBC). This is the only HSA in which Wacker Neuson can deposit
company funds. If you have another HSA that you set up on your own, or from another employer, you can keep that account. Just
remember that you cannot exceed IRS annual contribution limits for all accounts combined.   Since the accounts are owned by you,
it is important you monitor how much money you deposit in your multiple HSAs throughout the year. Do not over-contribute for the
tax year, or you will face tax consequences. 

How do funds go into the HSA?

There are two ways Wacker Neuson can contribute funds to your HSA. First, when you enroll in the HDHP, Wacker Neuson will
contribute $350 for Single coverage, $750 for you and a dependent, or $1,250 for you and your family. These contributions are
divided equally and directly deposited into your savings account on a quarterly basis. Second, employees/spouses who earn the
Healthy Lifestyle Reward will each receive an additional annual $350 HSA contribution. The Healthy Lifestyle Reward is directly
deposited into your savings account in January. HSA contributions are for active employees.
In addition, employees can contribute their own funds to an HSA. For your convenience, Wacker Neuson will be allowing you to
make pre-tax (for federal and most state taxes) payroll deductions. You can also make after-tax contributions from your personal
checking account, which can then be deducted on your personal income tax return. You will need to initiate this (after-tax) process
on your own − Wacker Neuson will not facilitate. Employees may change their HSA contribution on a monthly basis through our
WorkTerra benefit system at https://usa.wackerneuson.workterra.net.

08

How much can I contribute to my HSA?

Annual contributions from all sources (you, Wacker Neuson and any other individual) may not exceed $3,450 if you have Single
coverage or $6,900 if you have non-Single coverage (for 2018). Individuals aged 55 and over may make an additional $1,000
catch-up contribution. Married individuals over 55 may each make a catch-up contribution, although the maximum amount
that can be contributed to one HSA for 2018 is $7,900 (the $6,900 statutory maximum plus a $1,000 catch-up contribution).
Contributions must stop when you are enrolled in Medicare. Please note there is a 6% excise tax on any individual contribution
that exceeds the allowed annual maximum.

If I have an HSA with another financial institution, can I close it and roll funds into my Wacker
Neuson HSA?

Yes.  Contact Employee Benefits Corporation (EBC) for forms and instructions. EBC does not assess a charge for rollovers. 
Check with your other HSA custodian to see if they charge any closing or rollover fees. 

How do I access the funds in my HSA?

If you are enrolled through Wacker Neuson, you will receive an Employee Benefits Corporation Benefits Card. This will work very
much like a debit card you would have linked to your checking account. You are responsible for ensuring the money is spent on
qualified purchases only – health plan deductibles, coinsurance and co-pays (including those for pharmacy expenses), dental
care, vision and certain medical supplies – and maintaining records to substantiate purchases in the event of an IRS audit.
Please note that you must have a balance in your HSA to make a withdrawal/purchase.

Can I pay for the healthcare expenses of my spouse and/or children with my HSA even if they’re not
covered under my HSA-qualified coverage?

Yes, the money in your HSA can be used to pay for any tax dependent family member’s qualified healthcare expenses, even if
they’re not covered under your (Wacker Neuson) plan.

Are HSA funds taxed when withdrawn?

No. Eligible healthcare purchases can be made tax-free when you use your HSA. However, if you withdraw money for an
unqualified expense prior to age 65, you’ll pay a 20% excise tax in addition to applicable income taxes on the withdrawal. After
age 65, you can withdraw money for any reason without penalty (but income taxes still apply).

Can I have an HSA and participate in Wacker Neuson’s Health Care FSA at the same time?

No, you cannot participate in Wacker Neuson’s Health Care FSA program if you have an HSA. Please note that if you have an
HSA, you may still participate in the Dependent Care FSA. Remember, all FSA programs are “use-it-or-lose-it” accounts.

What happens if I become enrolled in Medicare?

If you are eligible but do not enroll in any parts of Medicare, your ability to contribute to your HSA is not impacted.  If you
become enrolled in any part of Medicare, whether automatically or manually, then you are ineligible to contribute to an HSA. 
You may still withdraw money from your HSA after you enroll in Medicare to help pay for qualified medical expenses.   Whether
you delay Medicare enrollment to continue contributing to your HSA is your choice.  You can decline Medicare Part B and enroll
in Part B later when you lose your current employer health plan coverage.  However, you generally cannot decline Medicare Part
A.  If you are enrolled in Part A, then you cannot contribute to an HSA.

This is not intended as financial, legal or tax advice. Please consult your financial advisor, local attorney and/or a qualified tax
professional before establishing an HSA. Federal and state tax laws are subject to change.

09

Health & Well-Being

At Wacker Neuson, we believe in the importance of supporting healthy lifestyles. Health Assessments (HAs) are offered to all
employees and spouses in addition to informational coaching, various screenings and vaccinations, participatory programs/
challenges and periodicals. Watch for updates in the areas of health and well-being via email and employee board postings.

A Healthy Lifestyle Reward is Achievable

Each year from May through September, we offer the opportunity to participate in the Health Assessment. Your participation will
determine your Wellness reward for the following plan year, which runs from January 1 through December 31.

Employees and spouses can participate. Participants are eligible to receive a Healthy Lifestyle Reward if they meet certain health
criteria. The 2018 reward criteria are based on the results from
the Wacker Neuson biometric screening completed in 2017.
If you do not meet the criteria, you will have the opportunity to 2018 REWARD CRITERIA

earn the reward by completing one of the alternative standards Nicotine-free from the 2017 biometric screening,
listed below. Upon successful completion of the alternative, you AND meet 2 of 3 additional metrics:
will then receive the reward.

• Complete 3 coaching sessions • BP ≤ 130/80

• Participate in the tobacco cessation program offered by • LDL ≤ 130 points
Wacker Neuson (if eligible) • Fasting Blood Glucose < 100

Rewards

If participants achieve the criteria they will receive:
• An additional High Deductible Health Plan Health Savings Account (HSA) contribution to use toward health care
expenses -OR-
• An additional PPO Standard plan Health Reimbursement Account (HRA) contribution to use toward health care
expenses

Participation in the Health Assessment (HA) is voluntary. You/your spouse’s health factors IN NO WAY impact your enrollment.
Participation does however, give you an opportunity to earn the Healthy Lifestyle Reward.

Your health plan is committed to helping you achieve your best health. Rewards for participating in a wellness program are
available to employees enrolled in Wacker Neuson’s medical plans. If you or your spouse may be unable to meet a standard for
a reward under our wellness program, you may qualify for an opportunity to earn the same reward by different means. Contact
our Wellness Coaching staff to work with you (and, if you wish, with your doctor) to find an alternative standard with the same
reward that is right for you in light of your health status.

Wacker Neuson partners with ProHealth to provide Health Assessments, which involves collectin­ g information from an online
survey and blood draw. Partnering with ProHealth keeps your personal health information just that – your personal and private
information. ProHealth will process all of the information and provide you directly with your customized health report.
If you have questions, concerns, or would like an additional copy of the Wacker Neuson Wellness Program Notice and your
Protections from Disclosure of Medical information, please contact Human Resources.

10

Spousal Surcharge Program

If your spouse works for a company other than Wacker Neuson Corporation, including self-employment, and has medical
coverage available through his/her employer, your spouse must enroll in his/her employer’s medical plan.
You may cover your spouse through the Wacker Neuson plan with secondary coverage. However, you will be subject to paying
an additional $125/month payroll deduction.
For information on spouse eligibility, refer to page 3 of the 2018 Benefits Guide.

Spousal Surcharge FAQs

Can I apply for a Waiver?
Yes, if you qualify. First, fill out the Spousal Surcharge questionnaire when applying for medical coverage online. Next, download
and complete the Waiver form from the enrollment system’s Forms Library. Waivers need to be completed annually.

When does the additional cost (i.e. surcharge) apply to my HOW IT WORKS
payroll deductions?
The additional cost applies when your spouse is enrolled in his/ You do not have to pay the surcharge if your
her company’s medical plan for less than 50% of the cost of single spouse:
coverage. If you cover your spouse under the medical plan and 1. Does not work
you do not provide an approved 2018 Spousal Surcharge Waiver 2. Is working, but his/her employer does not
form, you will automatically be charged the spousal surcharge.
provide medical coverage for its employees
Does the surcharge apply to the dental plan? 3. Is working, but is not eligible to enroll in his/
No. The surcharge only applies to Wacker Neuson’s Medical plan
as a means to level the playing field in which each employer pays her company’s medical plan
its fair share for health benefits. 4. Is working, is eligible for his/her employer-

What happens if my spouse loses his/her job, decides to not sponsored medical plan, but would have to
work or moves to part-time employment and is no longer contribute 50% or more to the cost of single
eligible for coverage with his/her employer? coverage
A change in your spouse’s employment status (termination, 5. Is self-employed and not offered group
change in hours or beginning new employment) qualifies as a medical coverage
change in life status. This allows you to change your benefit Documentation is required.
elections during the plan year to avoid a gap in coverage.

What do I need to do if one of the above events happens?
You must log onto https://usa.wackerneuson.workterra.net and complete the life event “Spouse – Loss of Other Coverage” and
add your spouse to your benefits within 30 days of the status change.

What do I need to do if my spouse gains employment and benefits?
You must log onto https://usa.wackerneuson.workterra.net and complete the life event “Spouse – Gain of Other Coverage” and
remove your spouse from the medical plan within 30 days of the status change or opt to pay the surcharge.

What happens when my spouse goes to a medical facility?
If your spouse has his/her own coverage through his/her employer, his/her coverage will be primary, which means his/her
medical plan will determine if it will make any payment first. If you carry your spouse on a Wacker Neuson Plan as secondary,
UHC would determine if the charges are eligible under the Wacker Neuson Plan and if the plan will make any payment under the
Wacker Neuson benefit payment provisions after applying any payments by the primary plan.

How does prescription coverage work if I have my spouse covered secondary on the medical plan?
Your spouse must purchase his/her medication from his/her medical plan. If the co-pays are more than Wacker Neuson’s medical
plan, then you can submit those charges to UHC for reimbursement consideration.

11

Dental Plan

Description: A PPO plan that is company and
employee paid whereby you are able to see any
dentist you wish for covered services. If you see
an in-network provider, you’ll receive services at a
discounted fee, which lowers your out-of-pocket costs.

2018 Dental Plan Highlights

*Deductible waived for preventive and orthodontic In-Network PPO Out-of-Network
procedures
Deductibles
Per Person, per year
Life Events Per Family, per year $ 50 $75

If you need to make a change Per Person, per year $150 $225
to your benefit plan(s) during Orthodontic Maximum Benefit per Lifetime Per
2018, you must go online to Benefit Maximums
request a life event change Dependent Child to age 19
at https://usa.wackerneuson. $1,500 $1,500
workterra.net within 30 days Diagnostic and Preventive Procedures
of the life event, or you cannot (Oral exams, x-Rays, professional cleanings, $1,500 $0
make benefit plan changes until fluoride treatment) Diagnostic and Preventive Procedures
the next open enrollment. Benefits
Qualifying life events defined by do not apply to the benefit maximum.
the IRS include: Basic Restorative Procedures 100% 80%

• Adoption (Extractions and other oral surgery, amalgam and com- 80% 50%
• Birth of child posite fillings) 50% 30%
• Child support order 50% 0%
• Death of dependent Major Restorative Procedures
• Dependent loss of eligibility (Crowns, inlays, implants, prosthetics, bridgework)
• Marriage/divorce
• Employment change (you or Orthodontic Procedures

spouse) Additional Benefits
• Loss of other coverage
• Medicare/Medicaid eligibility • Additional coverage is provided for enrolled participants including pregnant
women, people with diabetes, a history of periodontal disease, high-risk cardiac
You will need to provide conditions, suppressed immune system, kidney failure or dialysis, or cancer-related
appropriate supporting chemotherapy and/or radiation. Call 1-800-236-3712 to sign up for these benefits.
documentation for life events.
• Members also have access to substantial discounts on hearing tests/aids/batteries
via Amplifon. Visit www.amplifonusa.com/deltadentalWI or call 1-888-901-0132 for
details.

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Vision Plan

Description: Coverage whereby you are eligible for a WellVision exam and prescription glasses or
contact lenses. If you see an in-network provider (VSP Choice), you’ll receive services and materials
at a discounted fee, which lowers your out-of-pocket costs. Members also have access to hearing
aid/battery discounts through the TruHearing program. You do not need to participate in our
medical plans to enroll in the Vision plan. Employees pay 100% of the cost.

Using Your VSP Benefits

At your appointment, tell them you have VSP. There is no ID card necessary, but you can print one at www.vsp.com.

Choices in Eyewear

Pay a $25 co-pay for prescription glasses – see chart below for details. Hundreds of options are available in frames. Visit
www.vsp.com to find a VSP Choice provider who carries the brand and style you are looking for.

2018 VSP Vision Benefits Summary

Description Frequency Co-Pay
Out-of-Network
WellVision Exam • Focuses on your eyes and overall wellness Every In-Network
calendar year $10 Up to $45
Every other
• $150 allowance for a wide selection of calendar year
frames
• $170 allowance for featured frame brands Every Included with $25
Rx Frames • *$80 frame allowance at COSTCO calendar year co-pay Up to $70

• 20% savings on the amount over your Every
allowance calendar year

• Single vision, lined bifocal, and lined Every Single vision – up to $30
trifocal lenses calendar year Included with $25 Lined bifocal – up to $50
Rx Lenses • Polycarbonate lenses for dependent co-pay Lined trifocal – up to $65

children

• Progressive lenses $0 Progressive lenses –
Rx Lens • Scratch resistant coating up to $50
Enhancements • Average savings of 20-25% on other lens

enhancements

Rx Contacts (instead • $150 allowance for contacts; co-pay does Up to $60 Up to $105
of glasses) not apply

• Contact lens exam (fitting and evaluation)

Glasses and Sunglasses
• Extra $20 to spend on featured frame brands. Go to www.vsp.com/specialoffers for details.
• 20% savings on additional glasses and sunglasses, including lens enhancements, from any VSP provider
Extra Savings within 12 months of your last WellVision Exam.
Laser Vision Correction
• Average 15% off the regular price, or 5% off the promotional price; discounts only available from contracted

facilities.

*Coverage with a participating retail chain may be different. Once your benefit is effective, visit vsp.com for details. Coverage
information is subject to change. In the event of a conflict between this information and your organization’s contract with VSP,
the terms of the contract will prevail. Based on applicable laws, benefits may vary by location.

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Flexible Spending

Flexible Spending - Health Care Account

Description: Contribute up to $2,600 to use to pay for eligible out-of-pocket medical expenses on a tax-free
basis. The annual minimum is $100. This account is available to PPO Standard participants and employees
who do not enroll in an HSA-qualified High Deductible Health Plan.

How It Works: This plan allows you to set aside tax-free dollars to REMINDER
pay for health care expenses not covered by insurance. You receive
reimbursement by submitting a claim and appropriate documentation The health care and dependent care
(e.g. explanation of benefits, itemized bill, receipts). Any unused options are tax-savings accounts;
dollars remaining in your accounts at the end of the Plan Year or at you must make a new election every
the time your employment ends will be forfeited. Expenses/claims year. Elections are not automatically
must be incurred during the Plan Year in order to be eligible for deducted the following year.
reimbursement.

How does the PPO Standard’s HRA work with a Flexible Spending Account (FSA)?
• UHC automatically pays the claim from the HRA first (provided money is available in account)
• If there is not enough money in your HRA to cover the cost of the claim, then you can use your FSA dollars to pay any

remaining balance
• Keep in mind, the HRA does not pay for prescription drug expenses or other medical expenses not covered by UHC (i.e.

dental or vision expenses)
• Employees enrolled in the PPO Standard medical plan can also enroll in a health care FSA, but cannot get reimbursed by

both the Health Reimbursement Account (HRA) and FSA for the same services. The HRA pays first, so plan accordingly.

Flexible Spending - Dependent Care Account

Description: Contribute up to $5,000 to use to pay for dependent and/or eldercare expenses on a tax-free basis. The annual minimum is
$100.

How It Works: Your Dependent Care FSA can be used to pay for eligible dependent care expenses for:
• A dependent child(ren) under the age of 13 who resides with you and for whom you are entitled to a personal tax exemption as a

dependent
• A spouse or other tax-dependent who resides with you and is physically or mentally incapable of self-care

Dependent care expenses are eligible for reimbursement at dependent day-care providers and centers, day camps and after school
programs that comply with applicable state or local laws and regulations. Dependent Care FSAs are not to be used for medical expenses.
Medical expenses for your dependents are processed through the Health Care FSA.

Disability Coverage

Short-Term Disability Plan (Salary Continuation)
Wacker Neuson provides salary continuation benefits to eligible employees who are unable to work because
of a qualifying disability resulting from an injury or illness. Active regular full and part-time employees may be
eligible to participate in these benefits.
Salary continuation benefits are payable after 5 consecutive workdays of absence. The first day of absence is considered the first
day of disability and is the date when salary continuation benefits begin. A maximum of 26 weeks for each disability is covered
according to the schedule on the following page.

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Length of Continuous Service Benefits as % of Regular Pay*

Less than 1 year 90% 60%
1 < 3 years
3 < 5 years --------- 26 weeks
5 < 10 years
10 < 15 years 4 weeks 22 weeks
15+ years
8 weeks 18 weeks

12 weeks 18 weeks

16 weeks 10 weeks

26 weeks ----------

*Regular pay is considered an employee’s base salary at the time of disability, excluding overtime, bonus, or any additional
compensation. Field personnel receive benefits based on average earnings of the previous 12 months or base pay only for those
with less than one year of service.

Long-Term Disability Plan

Description: Company Paid. 60% of monthly earnings and includes sales incentive pay (if applicable), to $9,000 per month,
reduced by Other Income (refer to Certificate of Insurance for definition of Other Income). Benefits start after 180 days of
disability. Insured by The Hartford.

Life and AD&D

Basic Employee Life & AD&D

Description: Company paid. Two times annual earnings up to $400,000. Earnings include incentive pay
(commissions) for field employees with one or more years of service.

Supplemental Employee and Dependent Life

Description:
• Employee Paid Life:

• Increments of $10,000 to a maximum of $500,000 or 5 times your annual earnings, whichever is less.
• Guarantee issue amount is $240,000. Evidence of Insurability is required for amounts over $240,000 or for any amount if

applying 31 days after initially eligible.
• If you elect supplemental life for yourself:

• Spouse: Increments of $5,000, to lesser of 100% of o­ptional amount for you, or $100,000. Guarantee issue amount is
$50,000. Evidence of Insurability is required for amounts over $50,000 or for any amount if applying 31 days after initially
eligible.

• Children age 14 days to 19 years, or age 25 if full-time student: Increments of $5,000, to lesser of 100% of optional
amount for you, or $20,000. Guarantee issue amount is $20,000. Evidence of Insurability is not required.

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Supplemental Employee and Dependent AD&D

Description:
• Employee Paid AD&D: Increments of 1, 2, 3, or 4x your annual salary to a maximum of $600,000.
• If you elect supplemental AD&D for yourself:

• Spouse: Increments of $10,000, to 100% of supplemental amount for you; maximum of $200,000.
• Children birth to 19 years, or age 25 if full-time student: Increments of $5,000, to 100% of

supplemental amount for you; maximum of $20,000.

Other Resources by The Hartford

Will Preparation/Estate Guidance
The Hartford offers EstateGuidance® Will Services provided by ComPsych®. This service helps you create a simple, legally
binding Will quickly and conveniently online, saving you the time and expense of a private legal consultation.
Funeral Planning
The Hartford offers a suite of online tools that can help guide employees through important decisions before a loss, including
detailed local funeral home price comparisons, 24/7 assistance with funeral planning, and the only nationwide database of
funeral home prices. After a loss, this service includes family advocacy and professional negotiation of funeral prices with local
providers, which often results in significant financial savings.
Beneficiary Assist®
The Hartford provides expert support to help you or your loved ones cope with the emotional, financial, and legal issues that
arise after a loss. This also includes 24/7-unlimited phone contact with professionals, as well as five face-to-face sessions that
help with topics such as grief and loss, job pressures, stress, anxiety, depression, and relationship/marital conflicts.
For more information, visit www.thehartford.com or call 1-800-303-9744.

Additional Benefits

Retirement – 401(k): Financial Well-Being

Description: Company and employee funded plan. Employees have a great opportunity to save for
retirement through the Wacker Neuson 401(k) Plan. Wacker Neuson will automatically deduct 6%
from your pay on a pre-tax basis as a salary deferral for you to the plan. You always have control
over your contribution amount and your investment election.
Contributions: Employees may contribute up to 75% of their eligible compensation on a pre-tax or post-tax basis (not to exceed
the IRS limit).
Employer Match: Wacker Neuson will match 75% of the first 6% you contribute to the plan.
Employer Discretionary Contribution: Wacker Neuson may make discretionary contributions in an amount to be determined by
the management team for each plan year.
Vesting: After 3 years of service, employees will be 100% vested (employees are 0% vested until that point).
Automatic Increase: Annually, your salary deferral will automatically increase 1% until you are contributing 10% of your salary. If
you wish to opt out of the Automatic Increase feature, please contact Fidelity Investments.

16

Business Travel Assistance

This program provides our employees with emergency and urgent medical benefits and assistance as well
as additional travel assistance services (i.e. a referral to an international hospital, communication problems,
threatened safety by the sudden occurrence of a political or military event and more) during your business
trip(s). 
What to have ready: Employer’s name, a phone number where you can be reached, nature of the problem, Travel Assistance ID#
and your company policy number which can be found on page 2 of this Benefits Guide.
Serious medical emergencies: Call the local “911” and then contact AXA assistance at 1-855-327-1414.
­

Flexible Work Environment

Creating an environment which allows flexibility is an important goal of Wacker Neuson. Helping employees better balance work
with other life activities is a fundamental characteristic of our culture. At Wacker Neuson, we create a flexible work environment
in two ways:
• Informal Flexible Arrangements – Core hours of 9:00 a.m. to 3:00 p.m.; flexibility dependent upon your job and your

manager’s approval.
Dress – Wacker Neuson has a business casual dress policy which allows you to dress in a more casual fashion while maintaining
a business-like appearance.

LifeMatters Program

When you or your family need useful ideas, lifestyle coaching, helpful resources or reliable professional care, LifeMatters, your
EAP and WorkLife Service, is just a phone call away. Free, confidential LifeMatters services include:

Telephone and face-to-face counseling services for: WorkLife services:
• Stress, depression, and personal problems • Financial consultation (telephone)
• Balancing work and personal needs • Legal consultation (face to face and
• Family parenting and relationship concerns
• Alcohol or drug dependency telephone)
• Workplace conflicts • Child and elder care resources and

guidance (online and telephone)

Vacation & Holidays

As a full-time Wacker Neuson employee, vacation is offered according to the chart below. Proration will occur during your first
partial year of employment. Wacker Neuson observes holidays as indicated on the chart below.

Vacation Schedule Holiday Schedule

0 - 2 years 80 hours New Year’s Day Thanksgiving Day

3 - 9 years 120 hours Good Friday Day After Thanksgiving

10 - 19 years 160 hours Memorial Day Christmas Eve

Independence Day Christmas Day

20+ years 200 hours Labor Day New Year’s Eve

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Family and Medical Leave Act (FMLA)

Under the Family and Medical Leave Act (FMLA), employees may qualify to take time off of work for certain health-related issues
for themselves or an eligible family member. Employees are eligible for up to a total of 12 work weeks of unpaid leave during any
12-month period for one or more of the following reasons:

• For a serious health condition that makes the employee 5 STEPS TO SUBMITTING
unable to perform the employee’s job

• To care for the employee’s child after birth, or placement for A LEAVE REQUEST
adoption or foster care

• To care for the employee’s spouse, son, daughter or parent, For Family Medical Leave only online requests:
who has a serious health condition
1. Visit www.TheHartfordatWork.com
Military Family Leave Entitlements:
Eligible employees with a spouse, son, daughter, or parent on 2. Click “Register Now”

active duty or call to active duty status in the National Guard or 3. Enter personal information

Reserves in support of a contingency operation may use their 12- 4. Create a User ID/Password and select a hint
week leave entitlement to address certain qualifying exigencies. question/answer (to be used to self-service
Qualifying exigencies may include attending certain military
events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling should you forget your User ID/Password)
sessions, and attending post-deployment reintegration briefings. 5. Once registered, click “Start and Check Leave

FMLA also includes a special leave entitlement that permits of Absence” to continue through the process
eligible employees to take up to 26 weeks of leave to care for
a covered servicemember during a single 12-month period. A
covered servicemember is a current member of the Armed Forces,
including a member of the National Guard or Reserves, who has a
serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform
his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; is in outpatient status;
or is on the temporary disability retired list.

Eligibility Requirements:
Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12
months, and if at least 50 employees are employed by the employer within 75 miles.

Employee Responsibilities:
Employees must provide 30-days advance notice of the need to take FMLA leave when the need is foreseeable. When 30-days’
notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s
normal call-in procedures. FMLA must be requested no later than two-days from the employee’s return from leave. Employees
must provide sufficient information to determine if the leave may qualify for FMLA protection and the anticipated timing and
duration of the leave. Employees also may be required to provide a certification and periodic recertification supporting the need
for leave.

Funeral Leave

Wacker Neuson provides you with up to three days of pay in the event an immediate family member passes away. Immediate
family members include: spouse, parent, child, or sibling; your spouse’s parent, child, or sibling; your child’s spouse; or your
grandparent or grandchild.
We also provide one workday of pay to attend the funeral of a non-immediate family member defined as your, or your spouse’s,
aunt and uncle.

Jury Duty

The difference between your regular pay and the compensation you receive for required jury duty service will be paid to you (up
to two weeks per year).

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Military Leave

Wacker Neuson will pay the difference between military and company salary to employees serving in the military (up to two
weeks per year).

Smoke-Free Environment

Wacker Neuson strives to provide a safe and healthy work environment. As such, the company prohibits tobacco products in the
workplace, in company vehicles and on company property.

Tuition Reimbursement

We recognize our employees’ skills and knowledge are critical to the success of the Company. Therefore, we encourage
employees to maintain and improve their job-related skills through formal education during non-working hours. We also want to
help employees enhance their potential to compete in the future for reasonably attainable jobs within the Company.
Full-time employees are eligible for educational assistance on their first date of hire. You must apply and receive approval prior
to taking a course. Once you begin receiving tuition reimbursement, to remain eligible, you must stay on the active payroll and
perform your job satisfactorily as you complete each course.
To be eligible for tuition reimbursement, individual courses or courses which are part of a degree, licensing (including CPA),
or certification program (including professional certification exams) must be related to your current job duties or to a position
you might reasonably attain within the Company in the foreseeable future. The employee’s supervisor in conjunction with
Human Resources will determine if a course or program is related to the employee’s current job or one they might hold in the
foreseeable future.
See our employee handbook for additional details.

Employee Discounts

Wacker Neuson employees enjoy various discounts as an additional employment perk.
Leisure Travel:  Employees are able to utilize Egencia, our business travel system, for leisure travel arrangements. Employees
should use their personal credit card for these expenses.
Wacker Neuson Equipment Rental: To assist Wisconsin based employees with their personal construction equipment needs the
Company has negotiated an arrangement with Franklin Equipment LLC and Lincoln Contractors Supply, Inc. where company
employees can rent equipment at a substantial discount. The rates are 25% off the rental rate of all products, excluding all Fabik
CAT owned units or rerented units. We also partner with another company on rentals. Please reference the employee handbook
for details.
Oil Change / Car Service Program and Vehicle Purchases: Wacker Neuson Corporation has partnered with Boucher Automotive
in a corporate oil change/car service program and vehicle purchases. To take advantage of the Vehicle Pricing program visit
https://www.fordpartner.com/partnerweb/home.do and enter our partner code XB257.
Lake Express Discount: Lake Express is a popular travel method option during the months of May – October when traveling
to and from our Michigan and Wisconsin locations. Wacker Neuson Corporation has negotiated a Corporate Discount for our
business travelers.  Our employees and their families may also utilize Wacker Neuson’s discounted rate for personal travel
through Lake Express. 
Office Professional 2013: Employee may purchase Microsoft® Office Professional 2013 for your home computer for only $9.95.
Visit here for details: http://hup.microsoft.com and enter Microsoft HUP Program Code: 8115CFD295.
Verizon Discount: Wacker Neuson employees qualify for an 18% discount on Verizon Wireless plans and a 25% discount on
accessories.  If you already have an account established with Verizon, go to www.verizonwireless.com/getdiscount.  To qualify
for the discount in-store, you will need to present your work badge, a pay stub, and a valid work email address.

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Bi-Weekly Payroll Deductions

BENEFIT PROGRAM 2018 PREMIUMS (Effective January 1, 2018)

Bi-weekly

UHC Medical Single $47.08
High Deductible Health Plan Single + Spouse $101.08
­ Single + Child(ren) $86.64
UHC Medical Family $144.39
PPO Standard With Spousal Surcharge ($125):
Single + Spouse (Surcharge) $158.77
Family (Surcharge) $202.09
Bi-weekly
Single $32.23
Single + Spouse $72.36
Single + Child(ren) $62.02
Family $103.37
With Spousal Surcharge ($125): $130.05
Single + Spouse (Surcharge) $161.06
Family (Surcharge) Bi-weekly

Delta Dental Single $3.05
Single + Spouse $6.68
Single + Child(ren) $5.73
Family $9.54
Bi-weekly
VSP Vision Single $3.46
Single + Spouse $5.53
Short-Term Disability Single + Child(ren) $5.64
Long-Term Disability Family $9.10
Basic Life and AD&D
No Cost – provided by Wacker Neuson Per $1,000 of coverage:
Supplemental Life Insurance No Cost – provided by Wacker Neuson $0.195
and Spouse Life Insurance No Cost – provided by Wacker Neuson $0.321
(optional) $0.428
Age: Per $1,000 of coverage: Age: $0.671
Child Life Insurance <29 $0.028 50-54 $1.181
(optional) 30-34 $0.037 55-59
Supplemental AD&D Insurance 35-39 $0.042 60-64
(optional) 40-44 $0.067 65-69
45-49 $0.111 70+

$0.462 per $5,000 of coverage

Employee: $0.014 per $1,000 of coverage
Spouse or Dependent: $0.021 per $1,000 of coverage

20



If you have any questions about the benefits offered by Wacker
Neuson, please contact a Human Resources representative.
Wacker Neuson Corporation
N92 W15000 Anthony Ave.
Menomonee Falls, WI 53051
Phone: 262-255-0500
www.wackerneuson.com