2021 MID-YEAR
OPEN ENROLLMENT
TEAM MEMBER BENEFITS GUIDE
Legacy BFS Team Member Assistance Legacy BMC Team Member Assistance
1.844.216.9320 OR 1.888.894.7595 OR
[email protected] [email protected]
Dear Team Members,
We are dedicated to providing comprehensive benefits that help protect your health, finances and
future. Since the merger, key members of the HR team have been hard at work to create benefits
offerings that combine the best options from both legacy companies to reflect that. Our goal was to
mirror or enhance existing plans whenever possible, to provide a comprehensive, market-competitive
program for all team members that offers choice and value with minimal disruption.
This guide provides details on the new benefit plan offerings that have been developed effective
June 1, 2021.
Highlights include:
• Three medical / prescription plan options offered by Blue Cross Blue Shield (BCBS) in most
states – with one additional plan offered by Kaiser in specific zip codes in California – that
closely match the options currently provided. Plans were designed to minimize changes related
to medical providers, deductibles and out-of-pocket maximums. Medical / prescription plan
deductibles and out-of-pocket maximums that have been met since January 1, 2021, will be
honored.
• By adopting the legacy BFS model, team members enrolled in any of the BCBS plans will
contribute towards their chosen medical / prescription plan based on individual annual
earnings. There will be four different contribution levels. This approach is intended to make
medical / prescription coverage more affordable for team members across pay levels.
• Dental, vision, life insurance and disability insurance options will closely match the options
currently provided.
• The BMC 401(k) program will be adopted across the full organization. Effective for pay periods
following June 1, the company will match 50% of your 401(k) contribution up to 6% of your per
pay period salary to the 2021 IRS annual limits.
And much more! We encourage you to read through this guide and review all available offerings.
The Open Enrollment period for the new BFS benefits plan will be April 19 – 30, with most plans
going into effect June 1. While this enrollment is passive, meaning HR will map your coverage to a
similar plan if you take no action, I encourage you to log into Dayforce and review all of your options.
There may be new benefits available to you, or the costs may have changed on the benefits you are
enrolled in now.
Your HR team is fully committed to ensuring this mid-year Open Enrollment process is managed
effectively to minimize disruption and reduce confusion, but more importantly, we maintain our
commitment to providing you with great programs and policies that support your ongoing success
and career at BFS.
If you have any questions as you read through this guide and make your elections, please contact
your respective Benefits Team at the following:
Legacy BFS Team Members Legacy BMC Team Members
844.216.9320 866.876.4161
[email protected] [email protected]
Sincerely,
Amy Plasha
SVP, Human Resources
2 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 1
Dear Team Members,
We are dedicated to providing comprehensive benefits that help protect your health, finances and
future. Since the merger, key members of the HR team have been hard at work to create benefits
offerings that combine the best options from both legacy companies to reflect that. Our goal was to
mirror or enhance existing plans whenever possible, to provide a comprehensive, market-competitive
program for all team members that offers choice and value with minimal disruption.
This guide provides details on the new benefit plan offerings that have been developed effective
June 1, 2021.
Highlights include:
• Three medical / prescription plan options offered by Blue Cross Blue Shield (BCBS) in most
states – with one additional plan offered by Kaiser in specific zip codes in California – that
closely match the options currently provided. Plans were designed to minimize changes related
to medical providers, deductibles and out-of-pocket maximums. Medical / prescription plan
deductibles and out-of-pocket maximums that have been met since January 1, 2021, will be
honored.
• By adopting the legacy BFS model, team members enrolled in any of the BCBS plans will
contribute towards their chosen medical / prescription plan based on individual annual
earnings. There will be four different contribution levels. This approach is intended to make
medical / prescription coverage more affordable for team members across pay levels.
• Dental, vision, life insurance and disability insurance options will closely match the options
currently provided.
• The BMC 401(k) program will be adopted across the full organization. Effective for pay periods
following June 1, the company will match 50% of your 401(k) contribution up to 6% of your per
pay period salary to the 2021 IRS annual limits.
And much more! We encourage you to read through this guide and review all available offerings.
The Open Enrollment period for the new BFS benefits plan will be April 19 – 30, with most plans
going into effect June 1. While this enrollment is passive, meaning HR will map your coverage to a
similar plan if you take no action, I encourage you to log into Dayforce and review all of your options.
There may be new benefits available to you, or the costs may have changed on the benefits you are
enrolled in now.
Your HR team is fully committed to ensuring this mid-year Open Enrollment process is managed
effectively to minimize disruption and reduce confusion, but more importantly, we maintain our
commitment to providing you with great programs and policies that support your ongoing success
and career at BFS.
If you have any questions as you read through this guide and make your elections, please contact
your respective Benefits Team at the following:
Legacy BFS Team Members Legacy BMC Team Members
844.216.9320 866.876.4161
[email protected] [email protected]
Sincerely,
Amy Plasha
SVP, Human Resources
2 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 1
Welcome to Your 2021 Mid-Year Open If You are a Legacy BMC Team Member
CURRENT ENROLLMENT
MAPPED ENROLLMENT AS OF 6/1
Enrollment Benefits Guide! UMR Core Plan (UHC/CVS) Core HDHP (BCBS/CVS)
Have a Smartphone? UMR Buy-Up Plan (UHC/CVS) Buy-Up HDHP (BCBS/CVS)
This Benefit Guide is equipped with mobile-friendly barcodes commonly referred to as “Quick Dental HMO (Cigna) Dental Basic (MetLife)
Response” or QR codes. Scanning these codes will take you to a new place on your phone. They
might show you a website, video, or article. They can take you anywhere, you just have to scan them. Dental PPO (Cigna) Dental Enhanced (MetLife)
So How Do I Scan Them? Vision (Cigna) Vision Enhanced (EyeMed)
Your phone may be able to read them from within its camera app - try taking a picture of one and Critical Illness, Hospital Indemnity or Accident (Cigna) Critical Illness, Hospital Indemnity or Accident (Voya)
see what happens. If it doesn’t pop up a link, then you’ll need one of the many free QR Reader apps
available for smartphones or tablets. After the download, just open the app and follow the directions Basic & Supplemental Life (Securian) Basic & Supplemental Life (Voya)
to scan the QR code. The app will read it and immediately take you to that code’s content.
Short and Long-Term Disability (Cigna) Short and Long-Term Disability (Sun Life)
About the 2021 Mid-Year Open Enrollment MetLaw Legal Plan MetLaw Legal Plan
This mid-year Open Enrollment has been designed to allow for a PASSIVE experience. Where
possible, your current coverage has been mapped to similar or like coverage. However, you are
encouraged to log into Dayforce and view for yourself how your coverage has mapped and how the If You are a Legacy BFS Team Member
cost of your coverage may have changed and make any desired adjustments. You will also find some CURRENT ENROLLMENT MAPPED ENROLLMENT AS OF 6/1
NEW coverage options not previously offered that may be of interest to you. Here are examples of
how current coverage elections have mapped. Keep in mind that many of the existing carriers have Consumer HDHP (BCBS/CVS) Core HDHP (BCBS/CVS)
changed. Additonal details are provided in each section.
Standard PPO (BCBS/CVS) Standard PPO (BCBS/CVS)
Dental Basic (MetLife) Dental Basic (MetLife)
Dental Enhanced (MetLife) Dental Enhanced (MetLife)
Vision Basic (EyeMed) Vision Basic (EyeMed)
Vision Enhanced (EyeMed) Vision Enhanced (EyeMed)
Plan is discontinued. Consider new Critical Illness,
Medical Gap (Sun Life/Assurant)
Hospital Indemnity or Accident coverage through Voya.
Basic & Supplemental Life (Sun Life) Basic & Supplemental Life (Sun Life)
Short and Long-Term Disability (Sun Life) Short and Long-Term Disability (Sun Life)
This document is intended to serve as a Summary of Material Modification (SMM) for the specific benefits outlined in this
document. Eligibility and benefit determinations will be governed by the official plan documents and SPD. Please remember
that the SPD, this SMM, and any other summaries of material modifications are only summaries of the official plan document
and in the case of any conflicts between the summaries and the official plan document, the terms of the official plan
document will govern. Your eligibility for Plan benefits does not guarantee continued employment with Builders FirstSource,
Inc. or any of its subsidiaries or affiliates.
2 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 3
Welcome to Your 2021 Mid-Year Open If You are a Legacy BMC Team Member
CURRENT ENROLLMENT
MAPPED ENROLLMENT AS OF 6/1
Enrollment Benefits Guide! UMR Core Plan (UHC/CVS) Core HDHP (BCBS/CVS)
Have a Smartphone? UMR Buy-Up Plan (UHC/CVS) Buy-Up HDHP (BCBS/CVS)
This Benefit Guide is equipped with mobile-friendly barcodes commonly referred to as “Quick Dental HMO (Cigna) Dental Basic (MetLife)
Response” or QR codes. Scanning these codes will take you to a new place on your phone. They
might show you a website, video, or article. They can take you anywhere, you just have to scan them. Dental PPO (Cigna) Dental Enhanced (MetLife)
So How Do I Scan Them? Vision (Cigna) Vision Enhanced (EyeMed)
Your phone may be able to read them from within its camera app - try taking a picture of one and Critical Illness, Hospital Indemnity or Accident (Cigna) Critical Illness, Hospital Indemnity or Accident (Voya)
see what happens. If it doesn’t pop up a link, then you’ll need one of the many free QR Reader apps
available for smartphones or tablets. After the download, just open the app and follow the directions Basic & Supplemental Life (Securian) Basic & Supplemental Life (Voya)
to scan the QR code. The app will read it and immediately take you to that code’s content.
Short and Long-Term Disability (Cigna) Short and Long-Term Disability (Sun Life)
About the 2021 Mid-Year Open Enrollment MetLaw Legal Plan MetLaw Legal Plan
This mid-year Open Enrollment has been designed to allow for a PASSIVE experience. Where
possible, your current coverage has been mapped to similar or like coverage. However, you are
encouraged to log into Dayforce and view for yourself how your coverage has mapped and how the If You are a Legacy BFS Team Member
cost of your coverage may have changed and make any desired adjustments. You will also find some CURRENT ENROLLMENT MAPPED ENROLLMENT AS OF 6/1
NEW coverage options not previously offered that may be of interest to you. Here are examples of
how current coverage elections have mapped. Keep in mind that many of the existing carriers have Consumer HDHP (BCBS/CVS) Core HDHP (BCBS/CVS)
changed. Additonal details are provided in each section.
Standard PPO (BCBS/CVS) Standard PPO (BCBS/CVS)
Dental Basic (MetLife) Dental Basic (MetLife)
Dental Enhanced (MetLife) Dental Enhanced (MetLife)
Vision Basic (EyeMed) Vision Basic (EyeMed)
Vision Enhanced (EyeMed) Vision Enhanced (EyeMed)
Plan is discontinued. Consider new Critical Illness,
Medical Gap (Sun Life/Assurant)
Hospital Indemnity or Accident coverage through Voya.
Basic & Supplemental Life (Sun Life) Basic & Supplemental Life (Sun Life)
Short and Long-Term Disability (Sun Life) Short and Long-Term Disability (Sun Life)
This document is intended to serve as a Summary of Material Modification (SMM) for the specific benefits outlined in this
document. Eligibility and benefit determinations will be governed by the official plan documents and SPD. Please remember
that the SPD, this SMM, and any other summaries of material modifications are only summaries of the official plan document
and in the case of any conflicts between the summaries and the official plan document, the terms of the official plan
document will govern. Your eligibility for Plan benefits does not guarantee continued employment with Builders FirstSource,
Inc. or any of its subsidiaries or affiliates.
2 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 3
Table of Contents
Summary of Changes ........................................................................................6
Legacy BFS Team Members ........................................................................................... 6
Legacy BMC Team Members .......................................................................................... 8
How and Where to Enroll ................................................................................ 10
Benefits Eligibility ......................................................................................... 12
Medical Plan Surcharges ............................................................................................... 13
Tobacco Surcharge ........................................................................................................ 13
Medical/Prescription Plan Choices ................................................................ 14
Plan Comparison ........................................................................................................... 15
Prescription Benefits ..................................................................................................... 16
How We Determine What You Pay for Coverage ............................................................... 18
Medical/Prescription Plan Rates .................................................................................... 19
Medical Value-Added Programs ...................................................................... 20
Virta For Type 2 Diabetes ............................................................................................... 20
Naturally Slim ............................................................................................................... 21
Hinge Health for Chronic Pain......................................................................................... 22
Benefits Value Advisor ................................................................................................... 23
Surgery Plus ................................................................................................................. 24
Blue Care Connection .................................................................................................... 25
Member Rewards .......................................................................................................... 26
Virtual Visits/MDLive .................................................................................................... 27
Mental Health Resources .............................................................................................. 27
Spousal and Tobacco Surcharge..................................................................................... 28
Supplemental Health Plans............................................................................ 29
Accident ....................................................................................................................... 29
Hospital Indemnity ........................................................................................................ 30
Critical Illness ............................................................................................................... 32
Dental Plans ................................................................................................. 34
Vision Plans .................................................................................................. 35
Flexible Spending Accounts ........................................................................... 36
Health Savings Accounts ................................................................................ 38
Income Protection ......................................................................................... 40
Short-Term Disability...................................................................................................... 40
Long-Term Disability ....................................................................................................... 42
Survivor Benefits ........................................................................................... 42
Life and Accidental Death and Dismemberment .............................................................. 43
401(k) Retirement Savings ............................................................................ 44
Other Valuable Plans ..................................................................................... 46
ComPsych Employee Assistance Program ....................................................................... 46
Legal Services .............................................................................................................. 47
Identity Theft Protection ................................................................................................. 48
Discounted Home/Auto ................................................................................................. 49
Frequently Asked Questions ........................................................................... 50
Contact Guide ............................................................................................... 52
4 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 5
Table of Contents
Summary of Changes ........................................................................................6
Legacy BFS Team Members ........................................................................................... 6
Legacy BMC Team Members .......................................................................................... 8
How and Where to Enroll ................................................................................ 10
Benefits Eligibility ......................................................................................... 12
Medical Plan Surcharges ............................................................................................... 13
Tobacco Surcharge ........................................................................................................ 13
Medical/Prescription Plan Choices ................................................................ 14
Plan Comparison ........................................................................................................... 15
Prescription Benefits ..................................................................................................... 16
How We Determine What You Pay for Coverage ............................................................... 18
Medical/Prescription Plan Rates .................................................................................... 19
Medical Value-Added Programs ...................................................................... 20
Virta For Type 2 Diabetes ............................................................................................... 20
Naturally Slim ............................................................................................................... 21
Hinge Health for Chronic Pain......................................................................................... 22
Benefits Value Advisor ................................................................................................... 23
Surgery Plus ................................................................................................................. 24
Blue Care Connection .................................................................................................... 25
Member Rewards .......................................................................................................... 26
Virtual Visits/MDLive .................................................................................................... 27
Mental Health Resources .............................................................................................. 27
Spousal and Tobacco Surcharge..................................................................................... 28
Supplemental Health Plans............................................................................ 29
Accident ....................................................................................................................... 29
Hospital Indemnity ........................................................................................................ 30
Critical Illness ............................................................................................................... 32
Dental Plans ................................................................................................. 34
Vision Plans .................................................................................................. 35
Flexible Spending Accounts ........................................................................... 36
Health Savings Accounts ................................................................................ 38
Income Protection ......................................................................................... 40
Short-Term Disability...................................................................................................... 40
Long-Term Disability ....................................................................................................... 42
Survivor Benefits ........................................................................................... 42
Life and Accidental Death and Dismemberment .............................................................. 43
401(k) Retirement Savings ............................................................................ 44
Other Valuable Plans ..................................................................................... 46
ComPsych Employee Assistance Program ....................................................................... 46
Legal Services .............................................................................................................. 47
Identity Theft Protection ................................................................................................. 48
Discounted Home/Auto ................................................................................................. 49
Frequently Asked Questions ........................................................................... 50
Contact Guide ............................................................................................... 52
4 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 5
Summary of Changes - Legacy BFS INCOME PROTECTION
Team Members New employer paid short-term disability coverage for all eligible full-time team
Short-Term Disability members providing 50% base wage replacement for up to 26 weeks, limited to
$2,000 per week. See p. 40.
MEDICAL
Currently, team members enrolled in the voluntary short-term disability plan will
be mapped to the Buy-Up STD plan providing 66.67% wage replacement (limited
Earnings tiers for medical contributions are consolidating from five to four tiers;
Team Member Contributions earnings tier of <$25K has been eliminated and rolled into the next tier of Buy-Up to $2,000 per week of employer-paid and Buy-Up benefit combined). If a team
<$39.9K. Short-Term Disability member's base earnings exceed the value of the plan, Buy-Up coverage cannot be
elected. Team member contributions for the Buy-Up plan are lower than the current
voluntary STD plan.
Plan name change to Core HDHP. Increase in Deductible and Out-of-Pocket Limits: Long-Term Disability Lower team member cost due to lower carrier rates and increased employer cost
EE Only Deductible increased from $2,500 to $2,600; EE + Dep(s) Deductible (Voluntary) share of 50%. See p. 41.
Consumer HDHP increased from $5,000 to $5,200. Individual Out-of-Pocket limit increased from LTD disability benefits begin on the 181st day of disability (bridged by 26 weeks
$6,500 to $7,000. Plan includes Basic Critical Illness coverage of $5,000 to cover Long-Term Disability of employer-paid short-term disability). This is a change from benefits beginning
the employee only across all coverage tiers.
Elimination Period on the 91st day of disability. The change affects any disability with a start date
on or after 6/1.
The Buy-Up HDHP is a richer medical plan offering than the other plans. The Long-Term Disability Open Sun Life is allowing a ONE-TIME Open Enrollment for 6/1. This is a great
New Medical Plan Offering Buy-Up plan is a qualified High Deductible Health Plan allowing the participant to Enrollment opportunity to elect LTD coverage without proof of good health!
contribute to a Health Savings Account. See p. 14.
SURVIVOR BENEFITS
Kaiser HMO will be offered in certain Northern and Southern California zip codes.
New Medical Plan Offering Affected team members will have an insert included in their benefits guide with Life and AD&D Carrier change from Sun Life to Voya; all current coverage transfers to new carrier.
details.
Voya is allowing a ONE-TIME Open Enrollment for employee and spouse
The Working Spouse exclusion is being eliminated. Legacy BFS team members Supplemental Life Open supplemental life without requiring proof of good health. This is a great opportunity
may now enroll a spouse in a BFS medical plan even if the spouse has an offer
Working Spouse of coverage from his/her employer that meets ACA requirements of Qualifying Enrollment for team members who previously declined coverage or cannot get approved
Coverage. A Spousal Surcharge of $100 per month will apply for coverage effective due to health conditions. To enroll, see p. 42.
after 6/1. See p. 13. The age at which Basic Life & AD&D coverage decreases due to age is increasing
Age Reduced Coverage from age 65 and 70 to ages 70, 75 and 80. Some legacy BFS team members will
The Employee Tobacco Surcharge is increasing from $50 per month to $100 per see an increase to current company-paid life and AD&D.
Tobacco Surcharge month. The Tobacco Surcharge for a Spouse enrolled in a medical plan is
discontinued as of 6/1. 401(K) PLAN
Increase to 401(k) employer match from 40% of your contributions
DENTAL Employer Matching up to 5% to 50% of your contributions up to 6% of your eligible per pay period
Contribution compensation effective 6/1. See p. 44.
Dental Plan Enhancement Adult orthodontia benefit is now included as part of the Dental Enhanced Plan.
OTHER NEW PLAN OPPORTUNITIES
VISION
Legal Services Plan Discounted legal services plan offered through MetLaw. See p. 47.
Team Member Contributions Lower payroll contributions for the same coverage.
Annual Plan Limits Restart of annual plan limits as of 6/1. Identity Theft Protection Available through Allstate Identity Protection. See p. 48.
SUPPLEMENTAL HEALTH PLANS Discounted Home/Auto Discounted home/auto through Metlife on a direct bill basis. See p. 49.
The Medical Gap Plan is discontinued as of 6/1. See pp. 29-33 for information
Medical Gap Plan
regarding new Supplemental Health Plans.
New Supplemental Health New supplemental health plans are being offered through Voya.
Plans See pp. 29-33 for information on Critical Illness, Hospital Indemnity and Accident plans.
6 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 7
Summary of Changes - Legacy BFS INCOME PROTECTION
Team Members New employer paid short-term disability coverage for all eligible full-time team
Short-Term Disability members providing 50% base wage replacement for up to 26 weeks, limited to
$2,000 per week. See p. 40.
MEDICAL
Currently, team members enrolled in the voluntary short-term disability plan will
be mapped to the Buy-Up STD plan providing 66.67% wage replacement (limited
Earnings tiers for medical contributions are consolidating from five to four tiers;
Team Member Contributions earnings tier of <$25K has been eliminated and rolled into the next tier of Buy-Up to $2,000 per week of employer-paid and Buy-Up benefit combined). If a team
<$39.9K. Short-Term Disability member's base earnings exceed the value of the plan, Buy-Up coverage cannot be
elected. Team member contributions for the Buy-Up plan are lower than the current
voluntary STD plan.
Plan name change to Core HDHP. Increase in Deductible and Out-of-Pocket Limits: Long-Term Disability Lower team member cost due to lower carrier rates and increased employer cost
EE Only Deductible increased from $2,500 to $2,600; EE + Dep(s) Deductible (Voluntary) share of 50%. See p. 41.
Consumer HDHP increased from $5,000 to $5,200. Individual Out-of-Pocket limit increased from LTD disability benefits begin on the 181st day of disability (bridged by 26 weeks
$6,500 to $7,000. Plan includes Basic Critical Illness coverage of $5,000 to cover Long-Term Disability of employer-paid short-term disability). This is a change from benefits beginning
the employee only across all coverage tiers.
Elimination Period on the 91st day of disability. The change affects any disability with a start date
on or after 6/1.
The Buy-Up HDHP is a richer medical plan offering than the other plans. The Long-Term Disability Open Sun Life is allowing a ONE-TIME Open Enrollment for 6/1. This is a great
New Medical Plan Offering Buy-Up plan is a qualified High Deductible Health Plan allowing the participant to Enrollment opportunity to elect LTD coverage without proof of good health!
contribute to a Health Savings Account. See p. 14.
SURVIVOR BENEFITS
Kaiser HMO will be offered in certain Northern and Southern California zip codes.
New Medical Plan Offering Affected team members will have an insert included in their benefits guide with Life and AD&D Carrier change from Sun Life to Voya; all current coverage transfers to new carrier.
details.
Voya is allowing a ONE-TIME Open Enrollment for employee and spouse
The Working Spouse exclusion is being eliminated. Legacy BFS team members Supplemental Life Open supplemental life without requiring proof of good health. This is a great opportunity
may now enroll a spouse in a BFS medical plan even if the spouse has an offer
Working Spouse of coverage from his/her employer that meets ACA requirements of Qualifying Enrollment for team members who previously declined coverage or cannot get approved
Coverage. A Spousal Surcharge of $100 per month will apply for coverage effective due to health conditions. To enroll, see p. 42.
after 6/1. See p. 13. The age at which Basic Life & AD&D coverage decreases due to age is increasing
Age Reduced Coverage from age 65 and 70 to ages 70, 75 and 80. Some legacy BFS team members will
The Employee Tobacco Surcharge is increasing from $50 per month to $100 per see an increase to current company-paid life and AD&D.
Tobacco Surcharge month. The Tobacco Surcharge for a Spouse enrolled in a medical plan is
discontinued as of 6/1. 401(K) PLAN
Increase to 401(k) employer match from 40% of your contributions
DENTAL Employer Matching up to 5% to 50% of your contributions up to 6% of your eligible per pay period
Contribution compensation effective 6/1. See p. 44.
Dental Plan Enhancement Adult orthodontia benefit is now included as part of the Dental Enhanced Plan.
OTHER NEW PLAN OPPORTUNITIES
VISION
Legal Services Plan Discounted legal services plan offered through MetLaw. See p. 47.
Team Member Contributions Lower payroll contributions for the same coverage.
Annual Plan Limits Restart of annual plan limits as of 6/1. Identity Theft Protection Available through Allstate Identity Protection. See p. 48.
SUPPLEMENTAL HEALTH PLANS Discounted Home/Auto Discounted home/auto through Metlife on a direct bill basis. See p. 49.
The Medical Gap Plan is discontinued as of 6/1. See pp. 29-33 for information
Medical Gap Plan
regarding new Supplemental Health Plans.
New Supplemental Health New supplemental health plans are being offered through Voya.
Plans See pp. 29-33 for information on Critical Illness, Hospital Indemnity and Accident plans.
6 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 7
Summary of Changes - Legacy BMC INCOME PROTECTION
Team Members Short-Term Disability Current tenure-based, employer paid plan is discontinued as of 6/1. New employer
paid plan provides 50% base wage replacement for up to 26 weeks, limited to
$2,000 per week. See p. 40.
ELIGIBILITY FOR NEW HIRES
You may elect the Buy-Up Short-Term Disability plan providing 66.67% wage
Team members hired on or after 6/1/21 have a 60-day waiting period. Coverage Buy-Up Short-Term replacement (limited to $2,000 per week of employer-paid and Buy-Up benefit
Waiting Period is effective on the first of the month following or coincident with 60 days of Disability combined). If a team member's base earnings exceed the value of the plan, Buy-Up
employment.
coverage cannot be elected. This new plan requires active enrollment!
MEDICAL
Carrier change Short-term disability coverage administration is changing from Cigna to Sun Life.
Team Member Contributions New earnings-based medical contributions for those enrolled in a BCBS plan. Long-Term Disability Lower team member cost due to lower carrier rates and elimination of age-banded
(Voluntary) rates. See p. 41.
Current United Healthcare members will experience a carrier change to BlueCross Long-Term Disability Open Sun Life is allowing a ONE-TIME Open Enrollment for LTD on 6/1. This is a great
and BlueShield of Texas. See 'How do I find a provider?' under Frequently Asked Enrollment opporunity to elect LTD coverage without proof of good health!
Carrier change Questions on p. 50. Prescription coverage will remain through CVS/Caremark,
however new ID cards will be issued. You will now carry TWO ID cards for medical Carrier change Long-term disability coverage currently offered through Cigna is moving to Sun Life.
and prescription coverage. Current coverage will transfer to the new carrier.
SURVIVOR BENEFITS
Increase in Deductible and Out-of-Pocket limits: EE Only Deductible increased from
$1,700 to $2,600; EE + Dep(s) Deductible increased from $3,400 to $5,200. Carrier change from Securian to Voya. Current coverage will transfer to the new
Core HDHP Individual Out-of-Pocket limit increased from $5,100 to $7,000. Bundled Basic Critical Life and AD&D carrier.
Illness coverage (company-paid) now applies only to the employee. Voluntary Employee
and Dependent Critical Illness coverage may be purchased by the team member. Voya is allowing a ONE-TIME Open Enrollment for employee and spouse
Supplemental Life Open supplemental life without requiring proof of good health. This is a great opportunity
The Standard PPO Plan includes set copays for doctor office visits, making access to Enrollment for team members who previously declined coverage or who cannot get approved
New Medical Plan Offering due to health conditions. See p. 42.
health care affordable to more team members. See p. 14 for plan details.
Team members enrolled in a BCBS medical plan also have access to programs like Team Member Contributions Team members in most age bands will see a decrease in premium cost.
New Value-Added Programs Blue Care Connection, Naturally Slim, Virta diabetes management, Hinge Health joint
health, tobacco cessation program and more. See pp. 20-28.
Supplemental employee and spouse life will no longer have age reduction applied.
Health Savings Account All employer contributions to Health Savings Accounts are discontinued as of 6/1. Current in force coverage will be rounded to nearest $10K. Additional coverage
Age Reduced Coverage
BMC team members will now have the ability to contribute to a General Purpose may be elected during the one-time Open Enrollment up to the Guarantee Issue
Flexible Spending Account amounts. See p. 42.
Health Flexible Spending Account. See p. 36.
Basic AD&D is increasing from $25,000 to 1X base annual earnings in eligible
DENTAL Increased Basic AD&D
classes.
Carrier Change Dental coverage offered through Cigna is changing to MetLife. See p. 34. You may elect up to 8X base annual earnings in employee supplemental life to a
limit of $1.5M (EOI applies above Guarantee Issue). Spouse life may be elected up
The employer subsidy to the dental plan is being discontinued. Team members will Increased Supplemental
Team Member Contributions to $250K (plan limits and EOI may apply). Child Life may be elected in either $15K
pay 100% of the cost of dental coverage. and Family Life Limits
or $20K amounts. Current in force supplemental life and AD&D is being mapped to
VISION like coverage. See p. 42.
Carrier Change Carrier change from Cigna to EyeMed. OTHER PLAN CHANGES
Team Member Contributions Lower payroll contributions for the same coverage. Employee Assistance Comprehensive employer-paid employee assistance program through ComPsych for
Program all team members and their household members is now available. See p. 46.
SUPPLEMENTAL HEALTH PLANS
Provider Change Provider change from Crisis Care to ComPsych.
Supplemental plans currently offered through Cigna will be mapped to new plan
Carrier change coverage with Voya. This includes supplemental coverage for Critical Illness, Hospital
Indemnity and Accident.
In most cases, enrollees will see lower contribution costs for the same or similar
Team Member Contributions
coverage.
8 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 9
Summary of Changes - Legacy BMC INCOME PROTECTION
Team Members Short-Term Disability Current tenure-based, employer paid plan is discontinued as of 6/1. New employer
paid plan provides 50% base wage replacement for up to 26 weeks, limited to
$2,000 per week. See p. 40.
ELIGIBILITY FOR NEW HIRES
You may elect the Buy-Up Short-Term Disability plan providing 66.67% wage
Team members hired on or after 6/1/21 have a 60-day waiting period. Coverage Buy-Up Short-Term replacement (limited to $2,000 per week of employer-paid and Buy-Up benefit
Waiting Period is effective on the first of the month following or coincident with 60 days of Disability combined). If a team member's base earnings exceed the value of the plan, Buy-Up
employment.
coverage cannot be elected. This new plan requires active enrollment!
MEDICAL
Carrier change Short-term disability coverage administration is changing from Cigna to Sun Life.
Team Member Contributions New earnings-based medical contributions for those enrolled in a BCBS plan. Long-Term Disability Lower team member cost due to lower carrier rates and elimination of age-banded
(Voluntary) rates. See p. 41.
Current United Healthcare members will experience a carrier change to BlueCross Long-Term Disability Open Sun Life is allowing a ONE-TIME Open Enrollment for LTD on 6/1. This is a great
and BlueShield of Texas. See 'How do I find a provider?' under Frequently Asked Enrollment opporunity to elect LTD coverage without proof of good health!
Carrier change Questions on p. 50. Prescription coverage will remain through CVS/Caremark,
however new ID cards will be issued. You will now carry TWO ID cards for medical Carrier change Long-term disability coverage currently offered through Cigna is moving to Sun Life.
and prescription coverage. Current coverage will transfer to the new carrier.
SURVIVOR BENEFITS
Increase in Deductible and Out-of-Pocket limits: EE Only Deductible increased from
$1,700 to $2,600; EE + Dep(s) Deductible increased from $3,400 to $5,200. Carrier change from Securian to Voya. Current coverage will transfer to the new
Core HDHP Individual Out-of-Pocket limit increased from $5,100 to $7,000. Bundled Basic Critical Life and AD&D carrier.
Illness coverage (company-paid) now applies only to the employee. Voluntary Employee
and Dependent Critical Illness coverage may be purchased by the team member. Voya is allowing a ONE-TIME Open Enrollment for employee and spouse
Supplemental Life Open supplemental life without requiring proof of good health. This is a great opportunity
The Standard PPO Plan includes set copays for doctor office visits, making access to Enrollment for team members who previously declined coverage or who cannot get approved
New Medical Plan Offering due to health conditions. See p. 42.
health care affordable to more team members. See p. 14 for plan details.
Team members enrolled in a BCBS medical plan also have access to programs like Team Member Contributions Team members in most age bands will see a decrease in premium cost.
New Value-Added Programs Blue Care Connection, Naturally Slim, Virta diabetes management, Hinge Health joint
health, tobacco cessation program and more. See pp. 20-28.
Supplemental employee and spouse life will no longer have age reduction applied.
Health Savings Account All employer contributions to Health Savings Accounts are discontinued as of 6/1. Current in force coverage will be rounded to nearest $10K. Additional coverage
Age Reduced Coverage
BMC team members will now have the ability to contribute to a General Purpose may be elected during the one-time Open Enrollment up to the Guarantee Issue
Flexible Spending Account amounts. See p. 42.
Health Flexible Spending Account. See p. 36.
Basic AD&D is increasing from $25,000 to 1X base annual earnings in eligible
DENTAL Increased Basic AD&D
classes.
Carrier Change Dental coverage offered through Cigna is changing to MetLife. See p. 34. You may elect up to 8X base annual earnings in employee supplemental life to a
limit of $1.5M (EOI applies above Guarantee Issue). Spouse life may be elected up
The employer subsidy to the dental plan is being discontinued. Team members will Increased Supplemental
Team Member Contributions to $250K (plan limits and EOI may apply). Child Life may be elected in either $15K
pay 100% of the cost of dental coverage. and Family Life Limits
or $20K amounts. Current in force supplemental life and AD&D is being mapped to
VISION like coverage. See p. 42.
Carrier Change Carrier change from Cigna to EyeMed. OTHER PLAN CHANGES
Team Member Contributions Lower payroll contributions for the same coverage. Employee Assistance Comprehensive employer-paid employee assistance program through ComPsych for
Program all team members and their household members is now available. See p. 46.
SUPPLEMENTAL HEALTH PLANS
Provider Change Provider change from Crisis Care to ComPsych.
Supplemental plans currently offered through Cigna will be mapped to new plan
Carrier change coverage with Voya. This includes supplemental coverage for Critical Illness, Hospital
Indemnity and Accident.
In most cases, enrollees will see lower contribution costs for the same or similar
Team Member Contributions
coverage.
8 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 9
How and Where to Enroll
The 2021 Mid-Year Open Enrollment is PASSIVE. Your current coverage has been
mapped to similar or like coverage, where possible. However, there have been
contribution and coverage changes to many of the plans. We encourage you to
review your coverage and make adjustments as desired.
• Log in to Dayforce to confirm your password is current. Login instructions for
first-time users are shown below.
• Review each benefit option to confirm which coverage is best for you and your family.
• Decide which eligible dependent(s) you will be covering (if different than current) and have their
birthdate(s) and Social Security Number(s) available when you are enrolling.
• Log in to Dayforce and click on the Benefits icon or select Benefits in the drop down menu on
the left side of the screen. You’ll see a notice that you have an Enrollment available. Click on it
and follow the prompts through the enrollment.
• Use this guide for reference and contact your assigned Benefits Team if you have any
questions.
How to Log In to DayForce
LEGACY BFS TEAM MEMBERS LEGACY BMC TEAM MEMBERS
• Go to: www.dayforcehcm.com • Go to: www.dayforcehcm.com
• Use company code: Builders • Use company code: BMC
• Your username is your six digit • Your username is your six digit
employee number employee number
• Default password for FIRST TIME • Default password for FIRST TIME login:
login: Your birth year + your six digit Your six digit ID followed by the word
ID. (Example: If your birth year is ‘Login’. (Example: Your six digit ID is
1984 and your six digit ID is 123456, 123456. Your default password would
your default password would be: be: 123456Login
1984123456)
• Forgot your password? Answer the
• Forgot your password? Answer the security questions you previously set
security questions you previously set up and get an immediate password
up and get an immediate password reset. Or, if you did not set up
reset. Or, contact the IT Service security questions, contact support@
Desk at [email protected] – buildwithbmc.com and include your
include your Employee ID and contact Employee ID and contact information.
information for a password reset. Or call BMC Support at 1-866-606-
5609, Option 6.
10 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 11
How and Where to Enroll
The 2021 Mid-Year Open Enrollment is PASSIVE. Your current coverage has been
mapped to similar or like coverage, where possible. However, there have been
contribution and coverage changes to many of the plans. We encourage you to
review your coverage and make adjustments as desired.
• Log in to Dayforce to confirm your password is current. Login instructions for
first-time users are shown below.
• Review each benefit option to confirm which coverage is best for you and your family.
• Decide which eligible dependent(s) you will be covering (if different than current) and have their
birthdate(s) and Social Security Number(s) available when you are enrolling.
• Log in to Dayforce and click on the Benefits icon or select Benefits in the drop down menu on
the left side of the screen. You’ll see a notice that you have an Enrollment available. Click on it
and follow the prompts through the enrollment.
• Use this guide for reference and contact your assigned Benefits Team if you have any
questions.
How to Log In to DayForce
LEGACY BFS TEAM MEMBERS LEGACY BMC TEAM MEMBERS
• Go to: www.dayforcehcm.com • Go to: www.dayforcehcm.com
• Use company code: Builders • Use company code: BMC
• Your username is your six digit • Your username is your six digit
employee number employee number
• Default password for FIRST TIME • Default password for FIRST TIME login:
login: Your birth year + your six digit Your six digit ID followed by the word
ID. (Example: If your birth year is ‘Login’. (Example: Your six digit ID is
1984 and your six digit ID is 123456, 123456. Your default password would
your default password would be: be: 123456Login
1984123456)
• Forgot your password? Answer the
• Forgot your password? Answer the security questions you previously set
security questions you previously set up and get an immediate password
up and get an immediate password reset. Or, if you did not set up
reset. Or, contact the IT Service security questions, contact support@
Desk at [email protected] – buildwithbmc.com and include your
include your Employee ID and contact Employee ID and contact information.
information for a password reset. Or call BMC Support at 1-866-606-
5609, Option 6.
10 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 11
Benefits Eligibility How will my spouse know if his/her employer’s offer of coverage is
Qualifying coverage?
You are eligible to enroll for health and welfare benefits if you are classified as a full-time team- If your spouse’s employer offers health coverage, the employer is required by law to provide team
member who is regularly scheduled to work at least 30 hours or more per week. members with a notice indicating whether the employer’s coverage meets affordability standards.
Consult your spouse’s employer if you have questions about your spouse’s health plan.
If you are:
• An existing team member making elections during the 2021 Mid-Year Open Enrollment (April What if my spouse or child and I both work for the company?
19-30, 2021). Coverage will be effective on June 1, 2021. You may each enroll in the medical, dental, and vision plans individually as “Employee Only”, or
• New hire team member: Coverage will be effective on the first of the month coincident with you, or your spouse may enroll as “Employee + Spouse” (or “Employee + Family”). You cannot be
or following 60 days of full-time employment. A notice of eligibility will be mailed to your home enrolled as both an employee and a dependent. However, children of parents who both work for the
address. You must enroll within 31 days of your benefit eligibility date. company can be covered by only one parent’s plan. You cannot elect spouse life, or spouse AD&D
insurance if your spouse is also a regular, full time employee of the company.
• A newly-eligible team member due to a change in status from part-time to full-time: Coverage
will be effective on the first of the month following or coincident with 60 days of full-time
employment based on your status date change. MEDICAL PLAN SURCHARGES
Spousal Surcharge for Medical Coverage
Dependent Eligibility A team member’s spouse who has access to affordable health care that provides minimum value
If you are eligible to elect coverage for yourself, you may also elect coverage for your eligible (“Qualifying Coverage”, defined by the Affordable Care Act) through another employer may enroll in
dependents. Your eligible dependents include: a Builders FirstSource medical plan. A spousal surcharge of $100 per month will apply when you
• Your legal spouse certify that your spouse has access to his/her employer's Qualifying Coverage. A spouse who does
not have access to other Qualifying Coverage through an employer will not incur a surcharge when
• Your children up to age 26 (25 years old or younger) – including
enrolled in a BFS medical plan.
• Natural children (born to you)
• Stepchildren Tobacco Surcharge
• Adopted children Team members who enroll in a BFS medical plan and use nicotine products will pay an additional
$100 per month as a tobacco surcharge. The tobacco surcharge does not apply to a spouse.
• Children whose legal guardianship has been granted to you by the state See p. 13 for Tobacco Cessation program.
• Your unmarried grandchild under the age of 26 who is your dependent for federal income tax
purposes
• Your unmarried child age 26 and older who depends solely on you for support because of
mental or physical disability where the disability arose before age 26 (documentation is
required)
Dependent Verification
When you enroll dependents to your medical coverage for the first time, you will be contacted by
mail to provide documentation. Rehired team members may also need to re-verify any dependents
enrolled in the medical plan. If you disenroll a spouse in the medical plan and later re-enroll the
spouse, you will be required to provide a recent tax return or current proof of joint account. Please
ensure your address is correct in Dayforce and respond promptly.
Failure to provide this documentation within 31 days of the enrollment effective date, will result in
your dependents being removed from the medical plan retroactive to the benefit effective date.
What is an offer of qualifying coverage by an employer?
Your spouse is offered qualifying coverage if the medical plan offered is 1. “Affordable,” meaning
your spouse’s premium for the cost of the employee’s coverage does not exceed 9.78% of his/her
income and 2. Provides “minimum value,” meaning the plan pays at least 60% of the total allowed
costs provided under the plan.
12 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 13
Benefits Eligibility How will my spouse know if his/her employer’s offer of coverage is
Qualifying coverage?
You are eligible to enroll for health and welfare benefits if you are classified as a full-time team- If your spouse’s employer offers health coverage, the employer is required by law to provide team
member who is regularly scheduled to work at least 30 hours or more per week. members with a notice indicating whether the employer’s coverage meets affordability standards.
Consult your spouse’s employer if you have questions about your spouse’s health plan.
If you are:
• An existing team member making elections during the 2021 Mid-Year Open Enrollment (April What if my spouse or child and I both work for the company?
19-30, 2021). Coverage will be effective on June 1, 2021. You may each enroll in the medical, dental, and vision plans individually as “Employee Only”, or
• New hire team member: Coverage will be effective on the first of the month coincident with you, or your spouse may enroll as “Employee + Spouse” (or “Employee + Family”). You cannot be
or following 60 days of full-time employment. A notice of eligibility will be mailed to your home enrolled as both an employee and a dependent. However, children of parents who both work for the
address. You must enroll within 31 days of your benefit eligibility date. company can be covered by only one parent’s plan. You cannot elect spouse life, or spouse AD&D
insurance if your spouse is also a regular, full time employee of the company.
• A newly-eligible team member due to a change in status from part-time to full-time: Coverage
will be effective on the first of the month following or coincident with 60 days of full-time
employment based on your status date change. MEDICAL PLAN SURCHARGES
Spousal Surcharge for Medical Coverage
Dependent Eligibility A team member’s spouse who has access to affordable health care that provides minimum value
If you are eligible to elect coverage for yourself, you may also elect coverage for your eligible (“Qualifying Coverage”, defined by the Affordable Care Act) through another employer may enroll in
dependents. Your eligible dependents include: a Builders FirstSource medical plan. A spousal surcharge of $100 per month will apply when you
• Your legal spouse certify that your spouse has access to his/her employer's Qualifying Coverage. A spouse who does
not have access to other Qualifying Coverage through an employer will not incur a surcharge when
• Your children up to age 26 (25 years old or younger) – including
enrolled in a BFS medical plan.
• Natural children (born to you)
• Stepchildren Tobacco Surcharge
• Adopted children Team members who enroll in a BFS medical plan and use nicotine products will pay an additional
$100 per month as a tobacco surcharge. The tobacco surcharge does not apply to a spouse.
• Children whose legal guardianship has been granted to you by the state See p. 13 for Tobacco Cessation program.
• Your unmarried grandchild under the age of 26 who is your dependent for federal income tax
purposes
• Your unmarried child age 26 and older who depends solely on you for support because of
mental or physical disability where the disability arose before age 26 (documentation is
required)
Dependent Verification
When you enroll dependents to your medical coverage for the first time, you will be contacted by
mail to provide documentation. Rehired team members may also need to re-verify any dependents
enrolled in the medical plan. If you disenroll a spouse in the medical plan and later re-enroll the
spouse, you will be required to provide a recent tax return or current proof of joint account. Please
ensure your address is correct in Dayforce and respond promptly.
Failure to provide this documentation within 31 days of the enrollment effective date, will result in
your dependents being removed from the medical plan retroactive to the benefit effective date.
What is an offer of qualifying coverage by an employer?
Your spouse is offered qualifying coverage if the medical plan offered is 1. “Affordable,” meaning
your spouse’s premium for the cost of the employee’s coverage does not exceed 9.78% of his/her
income and 2. Provides “minimum value,” meaning the plan pays at least 60% of the total allowed
costs provided under the plan.
12 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 13
Medical Plan Choices Medical Plan Choices
Nothing is more important than the health of you and your family. That is why BFS offers you a STANDARD PPO PLAN CORE OR BUY-UP HDHP PLANS
choice of medical plan options designed to help you get the care you need. See the table below for
a comparison of plan features. $0 You pay nothing for eligible $0 You pay nothing for eligible
CORE HDHP STANDARD PPO PLAN HDHP BUY-UP PLAN in-network preventive care in-network preventive care
Premium Cost Lowest Moderate High
For certain health care services, you pay You pay your nonpreventive medical and
Doctor Visit CoPay (for non-preventive care) only a copay and that’s it! The copay prescription expenses out-of-pocket until
Virtual $44 (applied to deductible) $10 copay $44 (applied to deductible) applies to your out-of-pocket maximum. you reach your annual deductible.
Primary Care Physician All costs up to Deductible, then $30 copay All costs up to Deductible, then
20% Coinsurance to Out of 20% Coinsurance to Out of Certain services, like surgery, apply to your Once the deductible is met, you pay
Pocket Limit, then $0 (except for Pocket Limit, then $0 (except for 30% deductible. Once you meet the deductible, 20% coinsurance of 20% for non-preventive
Specialist Preventive Care, which is free) $50 copay Preventive Care, which is free) you will pay 30% for in-network services. medical and prescription expenses.
Deductible (by coverage tier) Non-Embedded Non-Embedded Non-Embedded
Employee Only $2,600 $2,250 $1,400 If your out-of-pocket costs reach the annual If your out-of-pocket costs reach the annual
Employee + 1 Dependent $5,200 $3,375 $2,800 maximum, the plan pays 100% for eligible 100% maximum, the plan pays 100% for eligible 100%
Employee + 2 or more Dependents $5,200 $4,500 $2,800 care for the remainder of the plan year. care for the remainder of the plan year.
Coinsurance (% you pay after deductible) 20% 30% 20%
TIP: If you contribute to a Health Flexible Spending Account, you TIP: If you open a Health Savings Account, you can use the money in
can use the money in your FSA to help pay your out-of-pocket costs, your HSA to help pay your out-of-pocket costs, including your deductible,
Out-of-Pocket Maximum* (by coverage tier) including you deductible, coinsurance and prescriptions. coinsurance & prescriptions.
Employee Only $7,000 $6,350 $3,500
Employee + 1 Dependent $14,000 (limit of $7,000/person) $10,475 (limit of $6,350/person) $7,000 (limit of $3,500/person) This plan might be for you if... This plan might be for you if...
Employee + 2 or more Dependents $14,000 (limit of $7,000/person) $12,700 (limit of $6,350/person) $7,000 (limit of $3,500/person) • You/your dependents expect to have moderate • You/your dependents only expect the usual
to numerous non-preventive doctor’s office visits preventive care services each year.
Preventive Care No cost to you No cost to you No cost to you every year. • You want to allocate the premium savings
Diagnostic Tests (x-rays, labs) Deductible, then 20% No cost to you (unless in-patient) Deductible, then 20% • You have limited cash flow and you like the into an HSA to pay the full cost of discounted
security of set office visit copay amounts for non- non-preventive services up to the in-network
Emergency Room Deductible, then 20% $300 copay, then 30% Deductible, then 20%
preventive services. deductible and out-of-pocket maximums, should
In-Patient (hospitalization - all costs) Deductible, then 20% Deductible, then 30% Deductible, then 20% something occur.
• You take several generic maintenance
Out-Patient (all costs) Deductible, then 20% Deductible, then 30% Deductible, then 20%
medications that are free to you in a 90-day • You can afford to pay the full cost of medications
Imaging (CT/PET/MRI) Deductible, then 20% Deductible, then 30% Deductible, then 20% supply through Mail Order or pick up at the CVS up to the deductible and 20% coinsurance
Health Savings Account (HSA) Qualified Plan Yes No Yes store. thereafter (deductible waived if drug is on
Preventive Therapy List).
Flexible Savings Account (FSA) Qualified Plan Not if contributing to the HSA Yes Not if contributing to the HSA
Unless “preventive”, medical Unless “preventive”, medical All in-network preventive care services are offered at no cost to you,
Prescription Drug Deductible $100/person
deductible applies. deductible applies. regardless of the health insurance plan you are enrolled in, including:
Prescription Medications - 30-Day Supply • Annual physical exams (e.g. well-woman, well-child etc.)
Generic 25%, $15 min, $30 Max • Preventive cancer screenings
Brand/Formulary 40%, $35 Min, $100 Max
Deductible, than 20% (Drugs Deductible, than 20% (Drugs • Preventive mammograms
Brand/Non-Formulary on the Preventive Therapy List 50%, $45 Min, $150 Max on the Preventive Therapy List
bypass the deductible) bypass the deductible) • Biometric screenings (e.g. cholesterol, blood pressure, diabetes, etc.)
Insulin/Formulary 40%, $50 Max
• Flu shots and other immunizations
Specialty Rx 40%, $250 Max
Prescription Medications - 90-Day Supply • Diabetes prevention programs
Generic $0 Summary of Benefits & Coverage (SBC) Documents
Brand/Formulary Deductible, than 20% (Drugs 30%, $45 min, $200 Max Deductible, than 20% (Drugs
on the Preventive Therapy List on the Preventive Therapy List For each health plan we offer, we provide an SBC document so that you can compare them in
Brand/Non-Formulary bypass the deductible) 50%, $65 min, $300 Max bypass the deductible) specific terms and scenarios. Please review the SBC document for any plan you are considering.
Insulin/Formulary 30%, $150 Max
CORE HDHP STANDARD PPO PLAN HDHP BUY-UP PLAN
Specialty Rx N/A N/A N/A
*Medical and prescription drug deductibles, copays and coinsurance ALL apply to the annual out-of-pocket maximum for a
single covered individual. Mid-year to date accumulators for deductibles and out-of-pocket limits will transfer in the mid-year
enrollment.
14 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 15
Medical Plan Choices Medical Plan Choices
Nothing is more important than the health of you and your family. That is why BFS offers you a STANDARD PPO PLAN CORE OR BUY-UP HDHP PLANS
choice of medical plan options designed to help you get the care you need. See the table below for
a comparison of plan features. $0 You pay nothing for eligible $0 You pay nothing for eligible
CORE HDHP STANDARD PPO PLAN HDHP BUY-UP PLAN in-network preventive care in-network preventive care
Premium Cost Lowest Moderate High
For certain health care services, you pay You pay your nonpreventive medical and
Doctor Visit CoPay (for non-preventive care) only a copay and that’s it! The copay prescription expenses out-of-pocket until
Virtual $44 (applied to deductible) $10 copay $44 (applied to deductible) applies to your out-of-pocket maximum. you reach your annual deductible.
Primary Care Physician All costs up to Deductible, then $30 copay All costs up to Deductible, then
20% Coinsurance to Out of 20% Coinsurance to Out of Certain services, like surgery, apply to your Once the deductible is met, you pay
Pocket Limit, then $0 (except for Pocket Limit, then $0 (except for 30% deductible. Once you meet the deductible, 20% coinsurance of 20% for non-preventive
Specialist Preventive Care, which is free) $50 copay Preventive Care, which is free) you will pay 30% for in-network services. medical and prescription expenses.
Deductible (by coverage tier) Non-Embedded Non-Embedded Non-Embedded
Employee Only $2,600 $2,250 $1,400 If your out-of-pocket costs reach the annual If your out-of-pocket costs reach the annual
Employee + 1 Dependent $5,200 $3,375 $2,800 maximum, the plan pays 100% for eligible 100% maximum, the plan pays 100% for eligible 100%
Employee + 2 or more Dependents $5,200 $4,500 $2,800 care for the remainder of the plan year. care for the remainder of the plan year.
Coinsurance (% you pay after deductible) 20% 30% 20%
TIP: If you contribute to a Health Flexible Spending Account, you TIP: If you open a Health Savings Account, you can use the money in
can use the money in your FSA to help pay your out-of-pocket costs, your HSA to help pay your out-of-pocket costs, including your deductible,
Out-of-Pocket Maximum* (by coverage tier) including you deductible, coinsurance and prescriptions. coinsurance & prescriptions.
Employee Only $7,000 $6,350 $3,500
Employee + 1 Dependent $14,000 (limit of $7,000/person) $10,475 (limit of $6,350/person) $7,000 (limit of $3,500/person) This plan might be for you if... This plan might be for you if...
Employee + 2 or more Dependents $14,000 (limit of $7,000/person) $12,700 (limit of $6,350/person) $7,000 (limit of $3,500/person) • You/your dependents expect to have moderate • You/your dependents only expect the usual
to numerous non-preventive doctor’s office visits preventive care services each year.
Preventive Care No cost to you No cost to you No cost to you every year. • You want to allocate the premium savings
Diagnostic Tests (x-rays, labs) Deductible, then 20% No cost to you (unless in-patient) Deductible, then 20% • You have limited cash flow and you like the into an HSA to pay the full cost of discounted
security of set office visit copay amounts for non- non-preventive services up to the in-network
Emergency Room Deductible, then 20% $300 copay, then 30% Deductible, then 20%
preventive services. deductible and out-of-pocket maximums, should
In-Patient (hospitalization - all costs) Deductible, then 20% Deductible, then 30% Deductible, then 20% something occur.
• You take several generic maintenance
Out-Patient (all costs) Deductible, then 20% Deductible, then 30% Deductible, then 20%
medications that are free to you in a 90-day • You can afford to pay the full cost of medications
Imaging (CT/PET/MRI) Deductible, then 20% Deductible, then 30% Deductible, then 20% supply through Mail Order or pick up at the CVS up to the deductible and 20% coinsurance
Health Savings Account (HSA) Qualified Plan Yes No Yes store. thereafter (deductible waived if drug is on
Preventive Therapy List).
Flexible Savings Account (FSA) Qualified Plan Not if contributing to the HSA Yes Not if contributing to the HSA
Unless “preventive”, medical Unless “preventive”, medical All in-network preventive care services are offered at no cost to you,
Prescription Drug Deductible $100/person
deductible applies. deductible applies. regardless of the health insurance plan you are enrolled in, including:
Prescription Medications - 30-Day Supply • Annual physical exams (e.g. well-woman, well-child etc.)
Generic 25%, $15 min, $30 Max • Preventive cancer screenings
Brand/Formulary 40%, $35 Min, $100 Max
Deductible, than 20% (Drugs Deductible, than 20% (Drugs • Preventive mammograms
Brand/Non-Formulary on the Preventive Therapy List 50%, $45 Min, $150 Max on the Preventive Therapy List
bypass the deductible) bypass the deductible) • Biometric screenings (e.g. cholesterol, blood pressure, diabetes, etc.)
Insulin/Formulary 40%, $50 Max
• Flu shots and other immunizations
Specialty Rx 40%, $250 Max
Prescription Medications - 90-Day Supply • Diabetes prevention programs
Generic $0 Summary of Benefits & Coverage (SBC) Documents
Brand/Formulary Deductible, than 20% (Drugs 30%, $45 min, $200 Max Deductible, than 20% (Drugs
on the Preventive Therapy List on the Preventive Therapy List For each health plan we offer, we provide an SBC document so that you can compare them in
Brand/Non-Formulary bypass the deductible) 50%, $65 min, $300 Max bypass the deductible) specific terms and scenarios. Please review the SBC document for any plan you are considering.
Insulin/Formulary 30%, $150 Max
CORE HDHP STANDARD PPO PLAN HDHP BUY-UP PLAN
Specialty Rx N/A N/A N/A
*Medical and prescription drug deductibles, copays and coinsurance ALL apply to the annual out-of-pocket maximum for a
single covered individual. Mid-year to date accumulators for deductibles and out-of-pocket limits will transfer in the mid-year
enrollment.
14 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 15
Prescription Benefits Provisions That Apply ONLY to the COMPARISON OF 90-DAY SUPPLY CHOICES
Core and Buy-Up Plans (HDHP)
Caremark’s network includes CVS, Walgreens, Target, Walmart, Longs, Rite Aid, Costco, Sam’s Clubs, The Core and Buy-Up Plans combine the Advantages of Caremark Advantages of
and most supermarkets and independent pharmacies (as of the printing of this guide). deductible for both medical and prescription Mail Order CVS Drug Store
Visit www.caremark.com for a current list of participating pharmacies, or call 1-844-431-4881. drug expenses. When you enroll in these plans, Pick up your medications
CVS Caremark will administer your prescription Convenient home delivery directly from the CVS store
Primary/Preferred Drug List drug coverage. Non-preventive prescription drug when it is convenient for you
The prescription drug plan follows the prescribing recommendations in the CVS Caremark expenses will apply toward your medical plan Confidential, tamper Same-day prescription
Primary/Preferred Drug List (CVS Drug List). This list is periodically updated by the CVS Caremark deductible and out-of-pocket maximum. resistant packaging availability
National Pharmacy and Therapeutics Committee. Drugs may be removed from the CVS Drug List Talk to a pharmacist Talk face to face with a
if they become offered as a generic, are available over-the-counter (OTC), are discontinued by the These plans offer the same Preferred Drug List by phone pharmacist
manufacturer, and/or have other cost effective alternatives. The latest CVS Drug List is available at or Formulary as the Standard Plan. When you
www.caremark.com. fill a non-preventive prescription, you will pay
the full discounted cost of the medication until you have met your deductible. Once you meet the
Generics First Line of Prescribing deductible, you will pay 20 percent of the medication through coinsurance and the plan will pay 80
This prescription drug plan automatically substitutes a generic for a brand name drug when a percent, until you have met your out-of-pocket maximum.
generic equivalent is available.
Preventive Therapy Drug List
Coverage of Contraception for Women under Health Care Reform Under the Core and Buy-Up Plans, IRS regulations require that medications must be subject to the
In accordance with the federal guidelines issued for Women’s Preventive Services as part of the deductible with the exception of specific preventive medications. As a result, if you are enrolled in
Affordable Care Act, the plan provides coverage of the full range of FDA approved contraceptive these plans and taking a medication that is on the Preventive Therapy Drug List, you will only pay 20
methods at NO cost to the member for generics and approved brand names. No-cost contraception percent of the discounted cost of the drug; the deductible will NOT apply for these medications. CVS
is available in both retail and mail order. Caremark periodically updates the Preventive Therapy Drug List and is available on the Company
intranet.
Step Therapy Program NOTE: A 90-day supply of FREE generic maintenance medications is NOT available on these plans,
Certain classes of drugs require the member to first try a less expensive, but therapeutically except as required by law, such as women’s contraceptives.
equivalent, preferred drug before ‘stepping up’ to a more expensive brand name drug. The drug
classes requiring participation in the step therapy program can be found on the company Provisions that Apply ONLY to the Standard PPO Plan
intranet.
ANNUAL DEDUCTIBLE UNDER THE STANDARD PPO PLAN
Maintenance Choice® for 90-day Supply of Maintenance Drugs You will pay the first $100 of the discounted cost for prescription drugs for each member of your
family (limited to $200 for employee plus one dependent, and limited to $300 for Employee plus
If you or a family member take a maintenance drug to manage a chronic health condition, such as two or more dependents). The annual deductible applies to non-maintenance generic and brand-
high blood pressure, asthma, diabetes, or high cholesterol, you have a choice on how you get your name drugs.
medications. You can get a 90-day supply of your maintenance medications through Caremark’s mail
order system or pick up your medicine at a neighborhood CVS drug store – the choice is yours! Tiered Copays
Covered prescriptions have tiered copays. These tiers are broken out for:
Get the CVS/Caremark App • Generic Drugs
Get easy refills, timesaving tools and convenient savings with the app, at caremark.com, or by • Brand Name Formulary (preferred brand names)
scanning the QR code.
• Brand Name Non-Formulary (non-preferred brand names)
• Specialty Prescriptions
16 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 17
Prescription Benefits Provisions That Apply ONLY to the COMPARISON OF 90-DAY SUPPLY CHOICES
Core and Buy-Up Plans (HDHP)
Caremark’s network includes CVS, Walgreens, Target, Walmart, Longs, Rite Aid, Costco, Sam’s Clubs, The Core and Buy-Up Plans combine the Advantages of Caremark Advantages of
and most supermarkets and independent pharmacies (as of the printing of this guide). deductible for both medical and prescription Mail Order CVS Drug Store
Visit www.caremark.com for a current list of participating pharmacies, or call 1-844-431-4881. drug expenses. When you enroll in these plans, Pick up your medications
CVS Caremark will administer your prescription Convenient home delivery directly from the CVS store
Primary/Preferred Drug List drug coverage. Non-preventive prescription drug when it is convenient for you
The prescription drug plan follows the prescribing recommendations in the CVS Caremark expenses will apply toward your medical plan Confidential, tamper Same-day prescription
Primary/Preferred Drug List (CVS Drug List). This list is periodically updated by the CVS Caremark deductible and out-of-pocket maximum. resistant packaging availability
National Pharmacy and Therapeutics Committee. Drugs may be removed from the CVS Drug List Talk to a pharmacist Talk face to face with a
if they become offered as a generic, are available over-the-counter (OTC), are discontinued by the These plans offer the same Preferred Drug List by phone pharmacist
manufacturer, and/or have other cost effective alternatives. The latest CVS Drug List is available at or Formulary as the Standard Plan. When you
www.caremark.com. fill a non-preventive prescription, you will pay
the full discounted cost of the medication until you have met your deductible. Once you meet the
Generics First Line of Prescribing deductible, you will pay 20 percent of the medication through coinsurance and the plan will pay 80
This prescription drug plan automatically substitutes a generic for a brand name drug when a percent, until you have met your out-of-pocket maximum.
generic equivalent is available.
Preventive Therapy Drug List
Coverage of Contraception for Women under Health Care Reform Under the Core and Buy-Up Plans, IRS regulations require that medications must be subject to the
In accordance with the federal guidelines issued for Women’s Preventive Services as part of the deductible with the exception of specific preventive medications. As a result, if you are enrolled in
Affordable Care Act, the plan provides coverage of the full range of FDA approved contraceptive these plans and taking a medication that is on the Preventive Therapy Drug List, you will only pay 20
methods at NO cost to the member for generics and approved brand names. No-cost contraception percent of the discounted cost of the drug; the deductible will NOT apply for these medications. CVS
is available in both retail and mail order. Caremark periodically updates the Preventive Therapy Drug List and is available on the Company
intranet.
Step Therapy Program NOTE: A 90-day supply of FREE generic maintenance medications is NOT available on these plans,
Certain classes of drugs require the member to first try a less expensive, but therapeutically except as required by law, such as women’s contraceptives.
equivalent, preferred drug before ‘stepping up’ to a more expensive brand name drug. The drug
classes requiring participation in the step therapy program can be found on the company Provisions that Apply ONLY to the Standard PPO Plan
intranet.
ANNUAL DEDUCTIBLE UNDER THE STANDARD PPO PLAN
Maintenance Choice® for 90-day Supply of Maintenance Drugs You will pay the first $100 of the discounted cost for prescription drugs for each member of your
family (limited to $200 for employee plus one dependent, and limited to $300 for Employee plus
If you or a family member take a maintenance drug to manage a chronic health condition, such as two or more dependents). The annual deductible applies to non-maintenance generic and brand-
high blood pressure, asthma, diabetes, or high cholesterol, you have a choice on how you get your name drugs.
medications. You can get a 90-day supply of your maintenance medications through Caremark’s mail
order system or pick up your medicine at a neighborhood CVS drug store – the choice is yours! Tiered Copays
Covered prescriptions have tiered copays. These tiers are broken out for:
Get the CVS/Caremark App • Generic Drugs
Get easy refills, timesaving tools and convenient savings with the app, at caremark.com, or by • Brand Name Formulary (preferred brand names)
scanning the QR code.
• Brand Name Non-Formulary (non-preferred brand names)
• Specialty Prescriptions
16 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 17
How We Determine What You Pay for BCBS Medical/Prescription Plan Rates
Medical/Prescription Coverage WEEKLY PAYROLL DEDUCTIONS − CORE PLAN HDHP (HSA ELIGIBLE)
Team member premium deductions for medical/prescription coverage are based on your annual Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
Base Pay Rate. The Base Pay Rate is established for each team member prior to Open Enrollment Employee Only $21.10 $22.21 $27.96 $35.18
and a new hire’s initial coverage effective date. The Base Pay Rate is determined as follows:
Employee + Spouse $65.19 $68.77 $86.26 $114.48
Hourly Non-Variable Team Members – Annualized base hourly rate of pay, not counting overtime. Employee + Children $52.92 $55.70 $64.18 $76.09
Employee + Family $75.25 $83.79 $96.00 $127.16
Salaried Non-Variable Team Members – Base annual rate of pay, not counting bonuses.
BI-WEEKLY PAYROLL DEDUCTIONS − CORE PLAN HDHP (HSA ELIGIBLE)
Variable Pay & Commission-based Team Members – Actual earnings from piecework, weight or zone Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
pay, and/or commission earnings received.
Employee Only $42.19 $44.43 $55.92 $70.35
For purposes of this mid-year enrollment, the earnings period used to determine your Base Pay Rate Employee + Spouse $130.37 $137.54 $172.53 $228.96
is as follows: Employee + Children $105.85 $111.39 $128.35 $152.18
Employee + Family $150.49 $167.58 $192.01 $254.31
Legacy BMC team members – Your earnings received from November 1, 2019 through
October 31, 2020. WEEKLY PAYROLL DEDUCTIONS − STANDARD PPO PLAN
Legacy BFS team members – Your earnings received from September 1, 2019 through Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
August 31, 2020. Employee Only $27.08 $28.19 $33.94 $41.16
Employee + Spouse $77.74 $81.33 $98.82 $127.04
For newly eligible and team members with less than 12 months of Earnings, the Base Pay Rate will
be projected. Employee + Children $64.53 $67.30 $75.78 $87.69
Employee + Family $93.96 $102.51 $114.72 $145.87
Base Plus Team Members – The annualized base hourly rate of pay (if hourly) or base annual rate
of pay (if salaried) plus earnings attributable to piecework, weight or zone pay, and/or commission BI-WEEKLY PAYROLL DEDUCTIONS − STANDARD PPO PLAN
earnings received during the earnings period referenced under the bulleted item ‘Variable Pay Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
& Commission-based Team Members’. For newly eligible and team members with less than 12
months of earnings, the Base Pay Rate will be projected. Employee Only $54.15 $56.39 $67.88 $82.32
Employee + Spouse $155.49 $162.66 $197.64 $254.08
When you log into Dayforce to enroll or to review your current benefits, you will see your costs for all Employee + Children $129.05 $134.59 $151.56 $175.38
coverages as you move through the application.
Employee + Family $187.93 $205.02 $229.44 $291.75
For benefits purposes, your Base Pay Rate is established once for the plan year and will NOT WEEKLY PAYROLL DEDUCTIONS − BUY-UP HDHP (HSA ELIGIBLE)
change until the next plan year.
Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
Did You Know? Employee Only $35.88 $37.00 $42.75 $49.96
The medical/RX plans offered through Builders FirstSource are self-funded. This means we pay Employee + Spouse $96.23 $99.82 $117.31 $145.53
BlueCross BlueShield and CVS/Caremark to administer the plans, pay claims and provide access Employee + Children $81.60 $84.38 $92.86 $104.77
to contracted providers, with whom discounts for services and prescription drugs have been
negotiated. We pay many millions of dollars for these costs each year. As team members, you share Employee + Family $121.52 $130.06 $142.28 $173.43
in the cost of the plan too. As consumers of healthcare services in the plan, you can help hold down
future cost increases by doing things like making sure your medications are generic when possible, BI-WEEKLY PAYROLL DEDUCTIONS − BUY-UP HDHP (HSA ELIGIBLE)
taking preventive steps to avoid larger problems, and make sure to use the most cost effective care Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
options. Employee Only $71.76 $73.99 $85.49 $99.92
Employee + Spouse $192.47 $199.63 $234.62 $291.06
Employee + Children $163.21 $168.75 $185.71 $209.54
Employee + Family $243.04 $260.13 $284.56 $346.86
Refer to prior page for how we determine what you pay for medical coverage.
18 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 19
How We Determine What You Pay for BCBS Medical/Prescription Plan Rates
Medical/Prescription Coverage WEEKLY PAYROLL DEDUCTIONS − CORE PLAN HDHP (HSA ELIGIBLE)
Team member premium deductions for medical/prescription coverage are based on your annual Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
Base Pay Rate. The Base Pay Rate is established for each team member prior to Open Enrollment Employee Only $21.10 $22.21 $27.96 $35.18
and a new hire’s initial coverage effective date. The Base Pay Rate is determined as follows:
Employee + Spouse $65.19 $68.77 $86.26 $114.48
Hourly Non-Variable Team Members – Annualized base hourly rate of pay, not counting overtime. Employee + Children $52.92 $55.70 $64.18 $76.09
Employee + Family $75.25 $83.79 $96.00 $127.16
Salaried Non-Variable Team Members – Base annual rate of pay, not counting bonuses.
BI-WEEKLY PAYROLL DEDUCTIONS − CORE PLAN HDHP (HSA ELIGIBLE)
Variable Pay & Commission-based Team Members – Actual earnings from piecework, weight or zone Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
pay, and/or commission earnings received.
Employee Only $42.19 $44.43 $55.92 $70.35
For purposes of this mid-year enrollment, the earnings period used to determine your Base Pay Rate Employee + Spouse $130.37 $137.54 $172.53 $228.96
is as follows: Employee + Children $105.85 $111.39 $128.35 $152.18
Employee + Family $150.49 $167.58 $192.01 $254.31
Legacy BMC team members – Your earnings received from November 1, 2019 through
October 31, 2020. WEEKLY PAYROLL DEDUCTIONS − STANDARD PPO PLAN
Legacy BFS team members – Your earnings received from September 1, 2019 through Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
August 31, 2020. Employee Only $27.08 $28.19 $33.94 $41.16
Employee + Spouse $77.74 $81.33 $98.82 $127.04
For newly eligible and team members with less than 12 months of Earnings, the Base Pay Rate will
be projected. Employee + Children $64.53 $67.30 $75.78 $87.69
Employee + Family $93.96 $102.51 $114.72 $145.87
Base Plus Team Members – The annualized base hourly rate of pay (if hourly) or base annual rate
of pay (if salaried) plus earnings attributable to piecework, weight or zone pay, and/or commission BI-WEEKLY PAYROLL DEDUCTIONS − STANDARD PPO PLAN
earnings received during the earnings period referenced under the bulleted item ‘Variable Pay Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
& Commission-based Team Members’. For newly eligible and team members with less than 12
months of earnings, the Base Pay Rate will be projected. Employee Only $54.15 $56.39 $67.88 $82.32
Employee + Spouse $155.49 $162.66 $197.64 $254.08
When you log into Dayforce to enroll or to review your current benefits, you will see your costs for all Employee + Children $129.05 $134.59 $151.56 $175.38
coverages as you move through the application.
Employee + Family $187.93 $205.02 $229.44 $291.75
For benefits purposes, your Base Pay Rate is established once for the plan year and will NOT WEEKLY PAYROLL DEDUCTIONS − BUY-UP HDHP (HSA ELIGIBLE)
change until the next plan year.
Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
Did You Know? Employee Only $35.88 $37.00 $42.75 $49.96
The medical/RX plans offered through Builders FirstSource are self-funded. This means we pay Employee + Spouse $96.23 $99.82 $117.31 $145.53
BlueCross BlueShield and CVS/Caremark to administer the plans, pay claims and provide access Employee + Children $81.60 $84.38 $92.86 $104.77
to contracted providers, with whom discounts for services and prescription drugs have been
negotiated. We pay many millions of dollars for these costs each year. As team members, you share Employee + Family $121.52 $130.06 $142.28 $173.43
in the cost of the plan too. As consumers of healthcare services in the plan, you can help hold down
future cost increases by doing things like making sure your medications are generic when possible, BI-WEEKLY PAYROLL DEDUCTIONS − BUY-UP HDHP (HSA ELIGIBLE)
taking preventive steps to avoid larger problems, and make sure to use the most cost effective care Earnings <$39.9k Earnings $40k-$69.9k Earnings $70k-$99.9k Earnings $100k+
options. Employee Only $71.76 $73.99 $85.49 $99.92
Employee + Spouse $192.47 $199.63 $234.62 $291.06
Employee + Children $163.21 $168.75 $185.71 $209.54
Employee + Family $243.04 $260.13 $284.56 $346.86
Refer to prior page for how we determine what you pay for medical coverage.
18 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 19
Virta - For Type 2 Diabetics Naturally Slim
Reversing type 2 diabetes with Virta! Ever wonder how some people can eat whatever they want and
Virta uses the clinically-proven combination of nutritional ketosis, medical supervision, and one-on- not gain weight?
one health coaching. You also get all the supplies you need for biomarker tracking (scale, meter, Naturally Slim® is a common-sense, online weight loss program based on Eatology™, the study of
blood glucose and blood ketone strips, and more), access to a private patient community, and when, why and how we eat. Unlike diets, which rely on your willpower and ‘eat this, not that’ advice,
curated recipes, food guides, and meal plans! Naturally Slim teaches you simple, repeatable skills to help you lose weight and keep it off in the
real world, while still eating the foods you love!
What’s the cost?
There is no copay or out of pocket cost for the Here’s how Naturally Slim works:
treatment—Virta is fully covered for those who Virta can also help with Instead of making you count points, track calories or change your diet to kale smoothies, we use
qualify! a science-based approach based on the eating patterns that people who don’t struggle with their
weight use naturally. During the initial 10 weeks of the program, you’ll log-in to your Naturally Slim
Who is Virta for? dashboard to learn tips like:
Virta is available to team members, spouses -12% -22% • Ways to enjoy your favorite foods without going overboard
and adult dependents between the ages of weight loss reduction in • How to manage the differences between appetite and hunger
18 and 69 who are enrolled in a Builders at one year triglycerides
FirstSource BCBS of Texas health plan. This • How to keep thirst from hijacking your weight loss
benefit is offered to those with type 2 diabetes. at 10 weeks • The reasons we eat, many of which have nothing to do with hunger
Virta can help you: *Reversal is defined as the % of patients of patients • How to stop eating around emotions like stress, anger and depression
• Lower blood sugar with HbA1c < 6.5% who are taking no glycemic control • How to sleep better, become more physically active, reduce stress and more!
medications or only metformin.
• Decrease medications
• Reduce A1c AFTER TEN AFTER ONE Who’s eligible?
Team members, spouses, and adult dependents age 18 and over who are covered on a Builders
• Lose weight WEEKS1 YEAR2 FirstSource medical plan with BCBS of Texas are eligible to participate in the program.
• Lower triglycerides Patients who reversed* 48% 60%
their type 2 diabetes
Is there a cost?
How is Virta different? % of insulin users who 87% 94% For eligible participants, the Builders FirstSource medical plan pays 100% of the program with no
reduced or eliminated
• No calorie counting usage out of pocket cost to the participant. Program fees will be submitted to BCBS for processing.
• No fasting From real BFS Participants:
Average HbA1x reduction 1.0% 1.3%
• No exercise required “It has positively affected my thyroid condition. Thank you BFS for allowing the opportunity to better
• No medication 1 McKenzie et al. JMIR Diabetes. 2017; DOI: 10.2196/diabetes.6981 ourselves."
2 Hallberg et al. Diabetes Ther. 2018; DOI:10.1007/s13300-018-
• No surgery 0373-9 "I cannot believe this. I have lost 15 pounds in 3 weeks with NO effort. I have kicked my sugary
drink habit. I am sleeping better and have energy that I didn't know existed. I am so grateful for this
Apply today at https:/www.virtahealth.com/bfs program.”
"My wife said that I don't snore like I used to. I'm not as loud and I snore less. After 11 weeks, I have
lost 18 pounds and am looking forward to losing more."
From real BFS Participants:
“I have lost 27 pounds...I no longer take any diabetic meds (I was on 3)! I have learned so much and To learn more and sign up for the next session, visit
the support system is awesome too!” naturallyslim.com/BFS.
"I have had type 2 diabetes for 10 years and was never able to reduce the sugar levels below 100,
and frankly even with medication I never thought it was possible. I guess I was totally wrong, this
program helps me stay focused in all I have to do to achieve results I never believed were possible.”
20 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 21
Virta - For Type 2 Diabetics Naturally Slim
Reversing type 2 diabetes with Virta! Ever wonder how some people can eat whatever they want and
Virta uses the clinically-proven combination of nutritional ketosis, medical supervision, and one-on- not gain weight?
one health coaching. You also get all the supplies you need for biomarker tracking (scale, meter, Naturally Slim® is a common-sense, online weight loss program based on Eatology™, the study of
blood glucose and blood ketone strips, and more), access to a private patient community, and when, why and how we eat. Unlike diets, which rely on your willpower and ‘eat this, not that’ advice,
curated recipes, food guides, and meal plans! Naturally Slim teaches you simple, repeatable skills to help you lose weight and keep it off in the
real world, while still eating the foods you love!
What’s the cost?
There is no copay or out of pocket cost for the Here’s how Naturally Slim works:
treatment—Virta is fully covered for those who Virta can also help with Instead of making you count points, track calories or change your diet to kale smoothies, we use
qualify! a science-based approach based on the eating patterns that people who don’t struggle with their
weight use naturally. During the initial 10 weeks of the program, you’ll log-in to your Naturally Slim
Who is Virta for? dashboard to learn tips like:
Virta is available to team members, spouses -12% -22% • Ways to enjoy your favorite foods without going overboard
and adult dependents between the ages of weight loss reduction in • How to manage the differences between appetite and hunger
18 and 69 who are enrolled in a Builders at one year triglycerides
FirstSource BCBS of Texas health plan. This • How to keep thirst from hijacking your weight loss
benefit is offered to those with type 2 diabetes. at 10 weeks • The reasons we eat, many of which have nothing to do with hunger
Virta can help you: *Reversal is defined as the % of patients of patients • How to stop eating around emotions like stress, anger and depression
• Lower blood sugar with HbA1c < 6.5% who are taking no glycemic control • How to sleep better, become more physically active, reduce stress and more!
medications or only metformin.
• Decrease medications
• Reduce A1c AFTER TEN AFTER ONE Who’s eligible?
Team members, spouses, and adult dependents age 18 and over who are covered on a Builders
• Lose weight WEEKS1 YEAR2 FirstSource medical plan with BCBS of Texas are eligible to participate in the program.
• Lower triglycerides Patients who reversed* 48% 60%
their type 2 diabetes
Is there a cost?
How is Virta different? % of insulin users who 87% 94% For eligible participants, the Builders FirstSource medical plan pays 100% of the program with no
reduced or eliminated
• No calorie counting usage out of pocket cost to the participant. Program fees will be submitted to BCBS for processing.
• No fasting From real BFS Participants:
Average HbA1x reduction 1.0% 1.3%
• No exercise required “It has positively affected my thyroid condition. Thank you BFS for allowing the opportunity to better
• No medication 1 McKenzie et al. JMIR Diabetes. 2017; DOI: 10.2196/diabetes.6981 ourselves."
2 Hallberg et al. Diabetes Ther. 2018; DOI:10.1007/s13300-018-
• No surgery 0373-9 "I cannot believe this. I have lost 15 pounds in 3 weeks with NO effort. I have kicked my sugary
drink habit. I am sleeping better and have energy that I didn't know existed. I am so grateful for this
Apply today at https:/www.virtahealth.com/bfs program.”
"My wife said that I don't snore like I used to. I'm not as loud and I snore less. After 11 weeks, I have
lost 18 pounds and am looking forward to losing more."
From real BFS Participants:
“I have lost 27 pounds...I no longer take any diabetic meds (I was on 3)! I have learned so much and To learn more and sign up for the next session, visit
the support system is awesome too!” naturallyslim.com/BFS.
"I have had type 2 diabetes for 10 years and was never able to reduce the sugar levels below 100,
and frankly even with medication I never thought it was possible. I guess I was totally wrong, this
program helps me stay focused in all I have to do to achieve results I never believed were possible.”
20 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 21
Hinge Health for Chronic Pain Benefits Value Advisor (BVA)
Conquer back, knee, shoulder, What is a health coach? BVA is available for all enrollees in the BCBS of Texas medical plans. BVA makes it easier to use
neck or hip pain without drugs A health coach is an accountability partner. your health plan, while helping you save time and money. They are available 24 hours a day, seven
days a week to explain your benefits and provide guidance on how to use them.
or surgery! They will work 1:1 with you throughout the
Hinge Health is an innovative digital program program to help create and stick with your BVA will also help you:
individual goals. You will have a monthly call
to help conquer chronic back, knee, shoulder, with your health coach, and they will check-in • Find a doctor or facility
neck, or hip pain – without drugs or surgery. with you each week.
Best of all, this new benefit is available at no • Get cost estimates for procedures and services
cost to team members and family members on • Schedule appointments
a BFS medical plan with BCBS of Texas. Can I do more than one program
at a time? • Set up preauthorizations (if needed)
The program only takes 45 minutes per week, Unfortunately, you are unable to do multiple
and the average participant reports 60% pain programs simultaneously. We recommend Get Informed on Cost Estimates
reduction by the end of the program. selecting the condition you are currently The same procedure performed in the same area by different providers can vary greatly in cost.
struggling with the most. Once you complete A BVA will help you pick the right provider for you!
Enroll today and you’ll receive: the first 12-week program, you are welcome to
• A free tablet computer and wearable participate in another program.
sensors (sensors are only worn while Estimated cost comparison for brain MRI
stretching) What if my doctor told me I can’t
• Unlimited access to a personal health do specific movements? PROVIDER A:
coach The program is designed to meet you where $682
• Exercise therapy tailored to your condition you’re at. We provide modifications and PROVIDER B:
and schedule education on how to pace during activities so $2,723
you are set up to succeed. PROVIDER C:
Once enrolled, you’ll receive the Hinge Health $3,849
Welcome Kit, which includes a tablet computer What happens to the tablet
and wearable motion sensors that’ll guide you Estimated cost comparison for knee replacement
through the exercises. You’ll also be connected and sensors after program
with your personal health coach who will tailor completion? PROVIDER A:
the program to your needs and be with you They’re yours to keep! $17,003
every step of the way.
From real BFS participants: PROVIDER B:
What are the expectations of the “Today’s a good day! I looked forward to $47,617
program? stretching because I have reaped the benefits... I PROVIDER C:
Complete 3 days/week of exercise therapy can postpone surgery and carry on with life!” $61,980
sessions that take about 15 minutes. This can
be adjusted or modified based on your needs. “We went to the caverns and went down 180
feet underground and back up and I am not Want to know more?
How will this program help me? sore! Prior to Hinge I would not have been able Text* keyword BVATX to 33633 on your mobile phone to watch a video.
On average, users report 60% pain reduction to move for days.” *Message and data rates may apply. Terms, conditions and privacy policy at bcbstx.com/
mobile/text-messaging.
amongst people who complete their 3x a
week of exercise therapy. The program guides
you in an easy-to-use exercise therapy that
strengthens muscles to bring greater support to Remember, BVA is ready to help you 24/7. Call the number on the back
joints, thus alleviating pain.
of your BCBS of Texas member ID card and ask for a BVA.
Get started today at hingehealth.com/bfs
22 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 23
Hinge Health for Chronic Pain Benefits Value Advisor (BVA)
Conquer back, knee, shoulder, What is a health coach? BVA is available for all enrollees in the BCBS of Texas medical plans. BVA makes it easier to use
neck or hip pain without drugs A health coach is an accountability partner. your health plan, while helping you save time and money. They are available 24 hours a day, seven
days a week to explain your benefits and provide guidance on how to use them.
or surgery! They will work 1:1 with you throughout the
Hinge Health is an innovative digital program program to help create and stick with your BVA will also help you:
individual goals. You will have a monthly call
to help conquer chronic back, knee, shoulder, with your health coach, and they will check-in • Find a doctor or facility
neck, or hip pain – without drugs or surgery. with you each week.
Best of all, this new benefit is available at no • Get cost estimates for procedures and services
cost to team members and family members on • Schedule appointments
a BFS medical plan with BCBS of Texas. Can I do more than one program
at a time? • Set up preauthorizations (if needed)
The program only takes 45 minutes per week, Unfortunately, you are unable to do multiple
and the average participant reports 60% pain programs simultaneously. We recommend Get Informed on Cost Estimates
reduction by the end of the program. selecting the condition you are currently The same procedure performed in the same area by different providers can vary greatly in cost.
struggling with the most. Once you complete A BVA will help you pick the right provider for you!
Enroll today and you’ll receive: the first 12-week program, you are welcome to
• A free tablet computer and wearable participate in another program.
sensors (sensors are only worn while Estimated cost comparison for brain MRI
stretching) What if my doctor told me I can’t
• Unlimited access to a personal health do specific movements? PROVIDER A:
coach The program is designed to meet you where $682
• Exercise therapy tailored to your condition you’re at. We provide modifications and PROVIDER B:
and schedule education on how to pace during activities so $2,723
you are set up to succeed. PROVIDER C:
Once enrolled, you’ll receive the Hinge Health $3,849
Welcome Kit, which includes a tablet computer What happens to the tablet
and wearable motion sensors that’ll guide you Estimated cost comparison for knee replacement
through the exercises. You’ll also be connected and sensors after program
with your personal health coach who will tailor completion? PROVIDER A:
the program to your needs and be with you They’re yours to keep! $17,003
every step of the way.
From real BFS participants: PROVIDER B:
What are the expectations of the “Today’s a good day! I looked forward to $47,617
program? stretching because I have reaped the benefits... I PROVIDER C:
Complete 3 days/week of exercise therapy can postpone surgery and carry on with life!” $61,980
sessions that take about 15 minutes. This can
be adjusted or modified based on your needs. “We went to the caverns and went down 180
feet underground and back up and I am not Want to know more?
How will this program help me? sore! Prior to Hinge I would not have been able Text* keyword BVATX to 33633 on your mobile phone to watch a video.
On average, users report 60% pain reduction to move for days.” *Message and data rates may apply. Terms, conditions and privacy policy at bcbstx.com/
mobile/text-messaging.
amongst people who complete their 3x a
week of exercise therapy. The program guides
you in an easy-to-use exercise therapy that
strengthens muscles to bring greater support to Remember, BVA is ready to help you 24/7. Call the number on the back
joints, thus alleviating pain.
of your BCBS of Texas member ID card and ask for a BVA.
Get started today at hingehealth.com/bfs
22 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 23
SurgeryPlus® Blue Care Connection
The SurgeryPlus® benefit provides access to hundreds of surgical procedures in specific categories, Blue Access for Members (BAM™)
such as Spine, General Surgery, Genitourinary, Orthopedic, Ear, Nose & Throat, Cardiac, GI, Log on to BAM at www.bcbstx.com from your smartphone, computer or tablet to access a provider
and Pain Management. directory, request an ID card or check your claims. If you do not have internet access, contact BCBS
at the toll-free number on the back of your ID card.
Examples of procedures covered are:
• Hernia repair Blue Care Advisors Condition Support
• Hysterectomy Clinical professionals are available to help you manage chronic health conditions such as asthma,
• Colonoscopy COPD, diabetes, heart disease, low back pain, etc. Participation in condition support is voluntary
and completely confidential. Log on to BAM™ to learn more.
• Tendon release
• Spine injections and fusions My Blue Community
• Knee replacements, and many more Online health and wellness community that connects you with other Blues plan members from
across the country. You can share information, tips and stories on a variety of health and wellness
topics, offer support and talk about ways to live healthier. Log on to BAM™ to learn more.
As a member of your employer’s health benefit plan, you have access to the benefit at no additional
cost. In fact, utilizing the SurgeryPlus™ benefit through BCBS of Texas could actually save you
money! Builders FirstSource will waive your coinsurance (CY deductible still applicable) when you Blue 365 Member Discount Program
access your non-emergency surgeries through SurgeryPlus®. Register for this program and get access to discounts on health and wellness supplies and
services. Available programs and discounts vary. Log on to BAM™ to learn more.
SurgeryPlus® Member Id Cards are coming. Member Id cards will be sent to all employees enrolled
in a Builders FirstSource BCBS medical plan. Special Beginnings
A voluntary program for expectant mothers 1-888-721-7781
There are several ways to learn more about this benefit:
Call a Care Advocate (833) 552-1698 to learn more Fitness Program
Members and covered dependents (age 18+) are eligible for access to over 8,500 fitness centers
Email a SurgeryPlus® Care Advocate [email protected] nationwide for $25 to sign up, $25 per month (per person) with NO contract. 1-888-762-2583
Starting 6/1, visit the SurgeryPlus Portal https://bldr.surgeryplus.com Blue Points
(access code: surgeryplus)
Working with Well On Target can help you earn points that you can redeem for gift cards and
products! All you have to do is maintain you health and log on to BAM at www.bcbstx.com and
select Well on Target to start earning points by participating in eligible fitness activities! This free
program will help you stay accountable to your health while helping you win things like electronics,
music, movies, and more!
24/7 Nurseline
Around the clock, Toll Free Support
Access to registered nurses who can advise you on self-care or refer you to a provider.
1-800-581-0368
24 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 25
SurgeryPlus® Blue Care Connection
The SurgeryPlus® benefit provides access to hundreds of surgical procedures in specific categories, Blue Access for Members (BAM™)
such as Spine, General Surgery, Genitourinary, Orthopedic, Ear, Nose & Throat, Cardiac, GI, Log on to BAM at www.bcbstx.com from your smartphone, computer or tablet to access a provider
and Pain Management. directory, request an ID card or check your claims. If you do not have internet access, contact BCBS
at the toll-free number on the back of your ID card.
Examples of procedures covered are:
• Hernia repair Blue Care Advisors Condition Support
• Hysterectomy Clinical professionals are available to help you manage chronic health conditions such as asthma,
• Colonoscopy COPD, diabetes, heart disease, low back pain, etc. Participation in condition support is voluntary
and completely confidential. Log on to BAM™ to learn more.
• Tendon release
• Spine injections and fusions My Blue Community
• Knee replacements, and many more Online health and wellness community that connects you with other Blues plan members from
across the country. You can share information, tips and stories on a variety of health and wellness
topics, offer support and talk about ways to live healthier. Log on to BAM™ to learn more.
As a member of your employer’s health benefit plan, you have access to the benefit at no additional
cost. In fact, utilizing the SurgeryPlus™ benefit through BCBS of Texas could actually save you
money! Builders FirstSource will waive your coinsurance (CY deductible still applicable) when you Blue 365 Member Discount Program
access your non-emergency surgeries through SurgeryPlus®. Register for this program and get access to discounts on health and wellness supplies and
services. Available programs and discounts vary. Log on to BAM™ to learn more.
SurgeryPlus® Member Id Cards are coming. Member Id cards will be sent to all employees enrolled
in a Builders FirstSource BCBS medical plan. Special Beginnings
A voluntary program for expectant mothers 1-888-721-7781
There are several ways to learn more about this benefit:
Call a Care Advocate (833) 552-1698 to learn more Fitness Program
Members and covered dependents (age 18+) are eligible for access to over 8,500 fitness centers
Email a SurgeryPlus® Care Advocate [email protected] nationwide for $25 to sign up, $25 per month (per person) with NO contract. 1-888-762-2583
Starting 6/1, visit the SurgeryPlus Portal https://bldr.surgeryplus.com Blue Points
(access code: surgeryplus)
Working with Well On Target can help you earn points that you can redeem for gift cards and
products! All you have to do is maintain you health and log on to BAM at www.bcbstx.com and
select Well on Target to start earning points by participating in eligible fitness activities! This free
program will help you stay accountable to your health while helping you win things like electronics,
music, movies, and more!
24/7 Nurseline
Around the clock, Toll Free Support
Access to registered nurses who can advise you on self-care or refer you to a provider.
1-800-581-0368
24 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 25
Member Rewards Virtual Visits / MDLive
As an enrolled member of Blue Cross and Blue Shield of Texas (BCBSTX) you have Member With your Virtual Visits benefit, provided by Blue Cross and Blue Shield of Texas (BCBSTX) and
Rewards. With Member Rewards, you can shop for medical care, compare costs and maybe even powered by MDLIVE, the doctor is in 24/7/365. You can see a doctor or behavioral health specialist
earn a cash reward! without leaving the comfort of your own home. Virtual Visits allows you to consult an independently
contracted, board-certified doctor or therapist for non-emergency situations by phone, mobile app or
Member Rewards is quick and easy. Shop online or by phone with a Benefits Value Advisor (BVA). online video anytime, anywhere. Speak to a doctor or schedule an appointment at a time that works
Your BVA will help you get the most out of your health plan and the Rewards program by: best for you.
• Discussing your options and find a place for your procedure
• Scheduling the procedure at the location of your choice MDLive is available 24/7/365!
MDLive is great for:
• Assisting with changing your procedure location
• Cold & flu symptoms
And on top of the personalized service you’ll receive, you could also be eligible for a cash reward • Ear infections
when you receive services from a reward eligible provider. • Allergies
How it works: • Pink eye
1. Shop • Short term prescription refills and more!
Search online via Provider Finder or call your BVA to find a reward eligible location for your medical The copay is $10 per consultation for the Standard Plan PPO members. The consultation fee for the
service or procedure. Core and Buy-Up Plan members will be $44 until the plan deductible is met; then 20%. Payment is
due at the end of the consult by credit or debit card. You may also use your FSA or HSA card to pay
2. Go for the service.
Receive a procedure or service at a chosen location.
Contact MDLive at 1-888-680-8646, at www.mdlive.com, or through their app. A doctor will contact
3. Earn you in about 10 minutes. The doctor can send a prescription to your pharmacy electronically.
After your claim is paid and the location is verified as reward eligible, a check will be mailed directly
to your home.
Mental Health Resources
Don’t miss out on this great program you already have.
Get started today! We have two great options for additional mental health resources. Please review and find the one
that is best for you if you need help with stress, anxiety, depression, relationship/ marital conflicts,
To reach a BVA, call the Customer Service number on the back of your ID card. problems with children, grief and loss, substance abuse, or if you just need someone to listen.
To shop online, go to bcbstx.com, register or log in to Blue Access MDLive Behavioral Health
for Members and click on the Doctors & Hospitals tab This option is available to team members on any BFS Medical Plan with BCBS of Texas. The copay is
under Provider Finder. $10 per consultation for the Standard Plan PPO members. The consultation fee for Core and Buy-Up
Plan members will be $44 until the plan deductible is met; then 20%. Payment is due at the end of
the consult by credit or debit card. You may also use your FSA or HSA card to pay for the service.
Contact MDLive at 888-680-8646, at www.mdlive.com, or through their app. For behavioral health,
an appointment must be made, but there are often appointments available very soon.
ComPsych Employee Assistance Program (EAP)
This option is available to all team members- even those not enrolled on a BFS Medical Plan.
The EAP offers someone to talk to 24/7 and trained clinical counselors are available telephonically
or you can get a referral for up to five in-person counseling sessions per family member, per year.
Call the toll-free EAP line 24-hours a day, 7 days a week at 1-888-327-7401, or visit them online at
www.guidanceresources.com using the company ID “BFSEAP”
26 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 27
Member Rewards Virtual Visits / MDLive
As an enrolled member of Blue Cross and Blue Shield of Texas (BCBSTX) you have Member With your Virtual Visits benefit, provided by Blue Cross and Blue Shield of Texas (BCBSTX) and
Rewards. With Member Rewards, you can shop for medical care, compare costs and maybe even powered by MDLIVE, the doctor is in 24/7/365. You can see a doctor or behavioral health specialist
earn a cash reward! without leaving the comfort of your own home. Virtual Visits allows you to consult an independently
contracted, board-certified doctor or therapist for non-emergency situations by phone, mobile app or
Member Rewards is quick and easy. Shop online or by phone with a Benefits Value Advisor (BVA). online video anytime, anywhere. Speak to a doctor or schedule an appointment at a time that works
Your BVA will help you get the most out of your health plan and the Rewards program by: best for you.
• Discussing your options and find a place for your procedure
• Scheduling the procedure at the location of your choice MDLive is available 24/7/365!
MDLive is great for:
• Assisting with changing your procedure location
• Cold & flu symptoms
And on top of the personalized service you’ll receive, you could also be eligible for a cash reward • Ear infections
when you receive services from a reward eligible provider. • Allergies
How it works: • Pink eye
1. Shop • Short term prescription refills and more!
Search online via Provider Finder or call your BVA to find a reward eligible location for your medical The copay is $10 per consultation for the Standard Plan PPO members. The consultation fee for the
service or procedure. Core and Buy-Up Plan members will be $44 until the plan deductible is met; then 20%. Payment is
due at the end of the consult by credit or debit card. You may also use your FSA or HSA card to pay
2. Go for the service.
Receive a procedure or service at a chosen location.
Contact MDLive at 1-888-680-8646, at www.mdlive.com, or through their app. A doctor will contact
3. Earn you in about 10 minutes. The doctor can send a prescription to your pharmacy electronically.
After your claim is paid and the location is verified as reward eligible, a check will be mailed directly
to your home.
Mental Health Resources
Don’t miss out on this great program you already have.
Get started today! We have two great options for additional mental health resources. Please review and find the one
that is best for you if you need help with stress, anxiety, depression, relationship/ marital conflicts,
To reach a BVA, call the Customer Service number on the back of your ID card. problems with children, grief and loss, substance abuse, or if you just need someone to listen.
To shop online, go to bcbstx.com, register or log in to Blue Access MDLive Behavioral Health
for Members and click on the Doctors & Hospitals tab This option is available to team members on any BFS Medical Plan with BCBS of Texas. The copay is
under Provider Finder. $10 per consultation for the Standard Plan PPO members. The consultation fee for Core and Buy-Up
Plan members will be $44 until the plan deductible is met; then 20%. Payment is due at the end of
the consult by credit or debit card. You may also use your FSA or HSA card to pay for the service.
Contact MDLive at 888-680-8646, at www.mdlive.com, or through their app. For behavioral health,
an appointment must be made, but there are often appointments available very soon.
ComPsych Employee Assistance Program (EAP)
This option is available to all team members- even those not enrolled on a BFS Medical Plan.
The EAP offers someone to talk to 24/7 and trained clinical counselors are available telephonically
or you can get a referral for up to five in-person counseling sessions per family member, per year.
Call the toll-free EAP line 24-hours a day, 7 days a week at 1-888-327-7401, or visit them online at
www.guidanceresources.com using the company ID “BFSEAP”
26 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 27
Tobacco Cessation Accident Coverage
Team members who are enrolled in a BCBS of Texas medical plan and paying a tobacco surcharge Accidents happen. You can’t always prevent them, but you can take steps to reduce the financial
will have the surcharge removed upon completion of five Quit Calls with the program. impact. Accident coverage, available through Voya, provides benefits for you and your covered family
members if you have expenses related to an accident that occurs outside of work. Health insurance
The Quit for Life® Program is the nation’s leading tobacco and nicotine cessation program. It can helps with medical expenses, but this coverage is an additional layer of protection that can help you
assist you in overcoming physical, psychological and behavioral addictions to tobacco and/or pay deductibles, copays, and even typical day-to-day expenses such as a mortgage or car payment.
nicotine through coaching, a customized quitting plan and a supportive online community. Benefits under this plan are payable to you, to use as you wish.
Expert Quit Coaches® help participants gain the knowledge, skills and behavioral strategies to quit
for life. Participants have unlimited access to phone- and web-based coaching as well as to Web SUMMARY OF BENEFITS
Coach®, an online community for e-learning and social support. Participants also receive a workbook Hospital Admission $1,000
that helps guide them through the quitting process.
Hospital Confinement $300 per day, up to 365 days
Call 1-866-QUIT-4-LIFE (1-866-784-8454)
or log on to www.quitnow.net for details Critical Care Unit Confinement $475 per day, up to 15 days
or to enroll.
Rehabilitation Facility Confinement $150 per day, up to 90 days
When accessing the program on the website: Dislocations and Fractures Up to $7,700
www.quitnow.net
Ambulance Ground: $325 / Air: $1,125
1. Enter “Builders FirstSource” as the Employer. Initial Doctor Visit, Urgent Care Facility Treatment or $175
Emergency Room Treatment
2. Skip to item 3 and enter your zip code.
Follow-Up Doctor Treatment $75
3. Follow the remaining steps to register.
Chiropractor Treatment $45 (up to 6 per accident)
The program uses the 4 Essential Practices to Quit For Life:
X-Ray $75
• Quit At Your Own Pace – Quit on your own terms, but get the help you need, when you need it. Major Diagnostic Exams $225
• Conquer Your Urges to Smoke – Gain the skills you need to control cravings, urges and Burns
situations involving alcohol. Up to $15,000
• Use Medications So They Really Work – Outpatient Surgery $200
Learn how to supercharge your quit attempt with the proper use of nicotine substitutes or Concussion $225
medications.
• Don’t Just Quit, Become a Non-Tobacco User – Once you’ve stopped using tobacco, learn to Coma $15,000
never again have that “first” cigarette. Surgery (open abdominal or thoracic) $1,000
• You could be the next person we help quit tobacco.
Surgery (exploratory or without repair) $175
The program is free, confidential, and it works! Blood, Plasma, Platelets $400
WEEKLY PAYROLL DEDUCTION BI-WEEKLY PAYROLL DEDUCTION
Employee Only $1.12 $2.23
Employee + Spouse $1.99 $3.98
Employee + Child(ren) $1.83 $3.67
Employee + Family $2.71 $5.42
*This list is a summary. Refer to plan documents for a comprehensive list of covered benefits.
28 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 29
Tobacco Cessation Accident Coverage
Team members who are enrolled in a BCBS of Texas medical plan and paying a tobacco surcharge Accidents happen. You can’t always prevent them, but you can take steps to reduce the financial
will have the surcharge removed upon completion of five Quit Calls with the program. impact. Accident coverage, available through Voya, provides benefits for you and your covered family
members if you have expenses related to an accident that occurs outside of work. Health insurance
The Quit for Life® Program is the nation’s leading tobacco and nicotine cessation program. It can helps with medical expenses, but this coverage is an additional layer of protection that can help you
assist you in overcoming physical, psychological and behavioral addictions to tobacco and/or pay deductibles, copays, and even typical day-to-day expenses such as a mortgage or car payment.
nicotine through coaching, a customized quitting plan and a supportive online community. Benefits under this plan are payable to you, to use as you wish.
Expert Quit Coaches® help participants gain the knowledge, skills and behavioral strategies to quit
for life. Participants have unlimited access to phone- and web-based coaching as well as to Web SUMMARY OF BENEFITS
Coach®, an online community for e-learning and social support. Participants also receive a workbook Hospital Admission $1,000
that helps guide them through the quitting process.
Hospital Confinement $300 per day, up to 365 days
Call 1-866-QUIT-4-LIFE (1-866-784-8454)
or log on to www.quitnow.net for details Critical Care Unit Confinement $475 per day, up to 15 days
or to enroll.
Rehabilitation Facility Confinement $150 per day, up to 90 days
When accessing the program on the website: Dislocations and Fractures Up to $7,700
www.quitnow.net
Ambulance Ground: $325 / Air: $1,125
1. Enter “Builders FirstSource” as the Employer. Initial Doctor Visit, Urgent Care Facility Treatment or $175
Emergency Room Treatment
2. Skip to item 3 and enter your zip code.
Follow-Up Doctor Treatment $75
3. Follow the remaining steps to register.
Chiropractor Treatment $45 (up to 6 per accident)
The program uses the 4 Essential Practices to Quit For Life:
X-Ray $75
• Quit At Your Own Pace – Quit on your own terms, but get the help you need, when you need it. Major Diagnostic Exams $225
• Conquer Your Urges to Smoke – Gain the skills you need to control cravings, urges and Burns
situations involving alcohol. Up to $15,000
• Use Medications So They Really Work – Outpatient Surgery $200
Learn how to supercharge your quit attempt with the proper use of nicotine substitutes or Concussion $225
medications.
• Don’t Just Quit, Become a Non-Tobacco User – Once you’ve stopped using tobacco, learn to Coma $15,000
never again have that “first” cigarette. Surgery (open abdominal or thoracic) $1,000
• You could be the next person we help quit tobacco.
Surgery (exploratory or without repair) $175
The program is free, confidential, and it works! Blood, Plasma, Platelets $400
WEEKLY PAYROLL DEDUCTION BI-WEEKLY PAYROLL DEDUCTION
Employee Only $1.12 $2.23
Employee + Spouse $1.99 $3.98
Employee + Child(ren) $1.83 $3.67
Employee + Family $2.71 $5.42
*This list is a summary. Refer to plan documents for a comprehensive list of covered benefits.
28 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 29
Hospital Indemnity Coverage
Hospital Indemnity Coverage through Voya pays cash benefits directly to you if you have a covered
stay in a hospital or critical care unit (ICU). You can use the benefits from this policy to help pay for
your medical expenses such as deductibles and copays, travel cost, food and lodging, or everyday
expenses such as groceries and utilities.
• Benefits are payable for pregnancy as long as the hospitalization occurs on or after your
effective date of coverage
• Coverage is guaranteed issue; no medical questions
SUMMARY OF BENEFITS*
Hospital Admission $600 max one time per confinement
Critical Care Unit (CCU) Admission $1,200 max one time per confinement
Hospital Confinement Benefit $100 per day, max 30 days per confinement
Critical Care Unit Benefit $200 per day, max 30 days per confinement
Observation Unit Daily Benefit $300 per day, max 1 day per calendar year
*This is a summary. Refer to plan documents for details.
WEEKLY PAYROLL DEDUCTION BI-WEEKLY PAYROLL DEDUCTION
Employee Only $1.44 $2.88
Employee + Spouse $3.91 $7.82
Employee + Child(ren) $2.30 $5.99
Employee + Family $5.46 $10.92
30 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 31
Hospital Indemnity Coverage
Hospital Indemnity Coverage through Voya pays cash benefits directly to you if you have a covered
stay in a hospital or critical care unit (ICU). You can use the benefits from this policy to help pay for
your medical expenses such as deductibles and copays, travel cost, food and lodging, or everyday
expenses such as groceries and utilities.
• Benefits are payable for pregnancy as long as the hospitalization occurs on or after your
effective date of coverage
• Coverage is guaranteed issue; no medical questions
SUMMARY OF BENEFITS*
Hospital Admission $600 max one time per confinement
Critical Care Unit (CCU) Admission $1,200 max one time per confinement
Hospital Confinement Benefit $100 per day, max 30 days per confinement
Critical Care Unit Benefit $200 per day, max 30 days per confinement
Observation Unit Daily Benefit $300 per day, max 1 day per calendar year
*This is a summary. Refer to plan documents for details.
WEEKLY PAYROLL DEDUCTION BI-WEEKLY PAYROLL DEDUCTION
Employee Only $1.44 $2.88
Employee + Spouse $3.91 $7.82
Employee + Child(ren) $2.30 $5.99
Employee + Family $5.46 $10.92
30 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 31
Critical Illness Coverage Critical Illness Rates
Critical Illness coverage through Voya pays a lump-sum benefit if you are diagnosed with a covered
disease or condition. You can use this money however you like; for example: to help pay for $10,000 CRITICAL ILLNESS
expenses not covered by your medical plan, lost wages, child care, travel, home health care costs or
any of your regular household expenses. WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
• Guaranteed Issue Coverage (no medical questions)
- Employee: $10,000, $15,000 or $30,000 Employee Only and Employee + Spouse Employee Only and Employee + Spouse
- Spouse: 50% of Team Member benefit Employee + Children Employee + Family Employee + Children Employee + Family
- Child(ren): 25% of Team Member benefit Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
• Rates are based on your age and the amount of coverage selected and will be shown to you in Under 30 $0.28 $0.46 $0.44 $0.74 Under 30 $0.55 $0.92 $0.88 $1.48
the Dayforce system during enrollment. 30-39 $0.58 $1.25 $0.93 $1.82 30-39 $1.15 $2.49 $1.87 $3.65
• Children are covered at NO COST when you elect employee coverage. Benefits are payable 40-49 $1.45 $3.05 $2.23 $4.63 40-49 $2.91 $6.09 $4.45 $9.25
based on the date of the covered event occurring or the date of diagnosis; Illnesses or 50-59 $3.74 $5.70 $5.70 $8.61 50-59 $7.48 $11.40 $11.40 $17.22
occurrences prior to the effective date of coverage will not be payable events
60-64 $5.77 $8.72 $8.75 $13.14 60-64 $11.54 $17.45 $17.49 $26.28
• $50 annual Wellness Benefit is payable for completing certain wellness screenings such as a 65-69 $5.77 $8.72 $8.75 $13.14 65-69 $11.54 $17.45 $17.49 $26.28
pap test, cholesterol test, mammogram, colonoscopy or stress test (once per year per covered
person); 50% per child to a maximum of $100 for all children. 70+ $8.61 $11.40 $12.98 $17.16 70+ $17.22 $22.80 $25.96 $34.32
BASE MODULE QUALITY OF LIFE MODULE
$15,000 CRITICAL ILLNESS
Heart attack (cardiac arrest is not a heart attack) – 100% Permanent paralysis – 100%
Cancer – 100% Loss of sight, hearing or speech – 100% WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
Stroke – 100% Coma – 100% Employee Only and Employee + Spouse Employee Only and Employee + Spouse
Employee + Children Employee + Family Employee + Children Employee + Family
Major organ transplant – 100% Multiple sclerosis – 100%
Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
Coronary artery bypass - 25% Amyotrophic lateral sclerosis (ALS) – 100% Under 30 $0.42 $0.69 $0.66 $1.11 Under 30 $0.83 $1.38 $1.32 $2.22
Carcinoma in situ - 25% Parkinson’s disease – 50% 30-39 $0.87 $1.87 $1.40 $2.73 30-39 $1.73 $3.74 $2.80 $5.47
MAJOR ORGAN MODULE Advanced dementia, including Alzheimer’s disease – 50% 40-49 $2.18 $4.57 $3.34 $6.94 40-49 $4.36 $9.14 $6.68 $13.88
Type I Diabetes - 100% Huntington's disease (Huntington's chorea) - 50% 50-59 $5.61 $8.55 $8.55 $12.91 50-59 $11.22 $17.10 $17.10 $25.82
Severe burns - 100% Muscular dystrophy - 100% 60-64 $8.65 $13.08 $13.12 $19.71 60-64 $17.31 $26.17 $26.24 $39.43
Transient Ischemic attacks (TIA) - 10% Infectious disease - 25% 65-69 $8.65 $13.08 $13.12 $19.71 65-69 $17.31 $26.17 $26.24 $39.43
Ruptured or dissecting aneurysm - 10% Addison's Disease - 10% 70+ $12.91 $17.10 $19.47 $25.74 70+ $25.82 $34.20 $38.94 $51.47
Abdominal aortic aneurysm - 10% Myasthenia gravis - 10%
Thoracic aortic aneurysm - 10% Systemic lupus erythematosus (SLE) - 10% $30,000 CRITICAL ILLNESS
Open heart surgery for valve replacement or repair - 25% Systemic sclerosis (scleroderma) - 10% WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
Transcatheter heart valve replacement or repair - 10% CHILD DISEASES (100%)
Employee Only and Employee + Spouse Employee Only and Employee + Spouse
Coronary angioplasty - 10% Employee + Children Employee + Family Employee + Children Employee + Family
"Cerebral Palsy; Congenital Birth Defects; Cystic Fibrosis; Down
Implantable (or internal) cardioverter defibrillator (ICD) Syndrome; Gaucher Disease, Type II or III; Infantile Tay Sachs; Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
placement - 25% Niemann-Pick Disease; Pompe Disease; Type IV Glycogen Storage
Disease; Sickle Cell Anemia; Zellweger Syndrome" Under 30 $0.83 $1.38 $1.32 $2.22 Under 30 $1.66 $2.77 $2.63 $4.43
Pacemaker placement - 10%
30-39 $1.73 $3.74 $2.80 $5.47 30-39 $3.46 $7.48 $5.61 $10.94
ENHANCED CANCER MODULE *This is a summary. Refer to plan document for details 40-49 $4.36 $9.14 $6.68 $13.88 40-49 $8.72 $18.28 $13.36 $27.76
including definitions, plan exclusions and limitations.
Benign brain tumor – 100% 50-59 $11.22 $17.10 $17.10 $25.82 50-59 $22.43 $34.20 $34.20 $51.65
Skin cancer – 10% 60-64 $17.31 $26.17 $26.24 $39.43 60-64 $34.62 $52.34 $52.48 $78.85
Bone marrow transplant – 25% 65-69 $17.31 $26.17 $26.24 $39.43 65-69 $34.62 $52.34 $52.48 $78.85
Stem cell transplant – 25% 70+ $25.82 $34.20 $38.94 $51.47 70+ $51.65 $68.40 $77.88 $102.95
32 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 33
Critical Illness Coverage Critical Illness Rates
Critical Illness coverage through Voya pays a lump-sum benefit if you are diagnosed with a covered
disease or condition. You can use this money however you like; for example: to help pay for $10,000 CRITICAL ILLNESS
expenses not covered by your medical plan, lost wages, child care, travel, home health care costs or
any of your regular household expenses. WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
• Guaranteed Issue Coverage (no medical questions)
- Employee: $10,000, $15,000 or $30,000 Employee Only and Employee + Spouse Employee Only and Employee + Spouse
- Spouse: 50% of Team Member benefit Employee + Children Employee + Family Employee + Children Employee + Family
- Child(ren): 25% of Team Member benefit Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
• Rates are based on your age and the amount of coverage selected and will be shown to you in Under 30 $0.28 $0.46 $0.44 $0.74 Under 30 $0.55 $0.92 $0.88 $1.48
the Dayforce system during enrollment. 30-39 $0.58 $1.25 $0.93 $1.82 30-39 $1.15 $2.49 $1.87 $3.65
• Children are covered at NO COST when you elect employee coverage. Benefits are payable 40-49 $1.45 $3.05 $2.23 $4.63 40-49 $2.91 $6.09 $4.45 $9.25
based on the date of the covered event occurring or the date of diagnosis; Illnesses or 50-59 $3.74 $5.70 $5.70 $8.61 50-59 $7.48 $11.40 $11.40 $17.22
occurrences prior to the effective date of coverage will not be payable events
60-64 $5.77 $8.72 $8.75 $13.14 60-64 $11.54 $17.45 $17.49 $26.28
• $50 annual Wellness Benefit is payable for completing certain wellness screenings such as a 65-69 $5.77 $8.72 $8.75 $13.14 65-69 $11.54 $17.45 $17.49 $26.28
pap test, cholesterol test, mammogram, colonoscopy or stress test (once per year per covered
person); 50% per child to a maximum of $100 for all children. 70+ $8.61 $11.40 $12.98 $17.16 70+ $17.22 $22.80 $25.96 $34.32
BASE MODULE QUALITY OF LIFE MODULE
$15,000 CRITICAL ILLNESS
Heart attack (cardiac arrest is not a heart attack) – 100% Permanent paralysis – 100%
Cancer – 100% Loss of sight, hearing or speech – 100% WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
Stroke – 100% Coma – 100% Employee Only and Employee + Spouse Employee Only and Employee + Spouse
Employee + Children Employee + Family Employee + Children Employee + Family
Major organ transplant – 100% Multiple sclerosis – 100%
Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
Coronary artery bypass - 25% Amyotrophic lateral sclerosis (ALS) – 100% Under 30 $0.42 $0.69 $0.66 $1.11 Under 30 $0.83 $1.38 $1.32 $2.22
Carcinoma in situ - 25% Parkinson’s disease – 50% 30-39 $0.87 $1.87 $1.40 $2.73 30-39 $1.73 $3.74 $2.80 $5.47
MAJOR ORGAN MODULE Advanced dementia, including Alzheimer’s disease – 50% 40-49 $2.18 $4.57 $3.34 $6.94 40-49 $4.36 $9.14 $6.68 $13.88
Type I Diabetes - 100% Huntington's disease (Huntington's chorea) - 50% 50-59 $5.61 $8.55 $8.55 $12.91 50-59 $11.22 $17.10 $17.10 $25.82
Severe burns - 100% Muscular dystrophy - 100% 60-64 $8.65 $13.08 $13.12 $19.71 60-64 $17.31 $26.17 $26.24 $39.43
Transient Ischemic attacks (TIA) - 10% Infectious disease - 25% 65-69 $8.65 $13.08 $13.12 $19.71 65-69 $17.31 $26.17 $26.24 $39.43
Ruptured or dissecting aneurysm - 10% Addison's Disease - 10% 70+ $12.91 $17.10 $19.47 $25.74 70+ $25.82 $34.20 $38.94 $51.47
Abdominal aortic aneurysm - 10% Myasthenia gravis - 10%
Thoracic aortic aneurysm - 10% Systemic lupus erythematosus (SLE) - 10% $30,000 CRITICAL ILLNESS
Open heart surgery for valve replacement or repair - 25% Systemic sclerosis (scleroderma) - 10% WEEKLY PAYROLL DEDUCTIONS BI-WEEKLY PAYROLL DEDUCTIONS
Transcatheter heart valve replacement or repair - 10% CHILD DISEASES (100%)
Employee Only and Employee + Spouse Employee Only and Employee + Spouse
Coronary angioplasty - 10% Employee + Children Employee + Family Employee + Children Employee + Family
"Cerebral Palsy; Congenital Birth Defects; Cystic Fibrosis; Down
Implantable (or internal) cardioverter defibrillator (ICD) Syndrome; Gaucher Disease, Type II or III; Infantile Tay Sachs; Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco Non-Tobacco Tobacco
placement - 25% Niemann-Pick Disease; Pompe Disease; Type IV Glycogen Storage
Disease; Sickle Cell Anemia; Zellweger Syndrome" Under 30 $0.83 $1.38 $1.32 $2.22 Under 30 $1.66 $2.77 $2.63 $4.43
Pacemaker placement - 10%
30-39 $1.73 $3.74 $2.80 $5.47 30-39 $3.46 $7.48 $5.61 $10.94
ENHANCED CANCER MODULE *This is a summary. Refer to plan document for details 40-49 $4.36 $9.14 $6.68 $13.88 40-49 $8.72 $18.28 $13.36 $27.76
including definitions, plan exclusions and limitations.
Benign brain tumor – 100% 50-59 $11.22 $17.10 $17.10 $25.82 50-59 $22.43 $34.20 $34.20 $51.65
Skin cancer – 10% 60-64 $17.31 $26.17 $26.24 $39.43 60-64 $34.62 $52.34 $52.48 $78.85
Bone marrow transplant – 25% 65-69 $17.31 $26.17 $26.24 $39.43 65-69 $34.62 $52.34 $52.48 $78.85
Stem cell transplant – 25% 70+ $25.82 $34.20 $38.94 $51.47 70+ $51.65 $68.40 $77.88 $102.95
32 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 33
Dental Plans Vision Plans
The Company offers two dental plans through MetLife. Both plans let you go to any dentist you We're committed to providing you with the best choices in eye doctors and corrective eyewear.
choose - but you’ll pay less when you visit one who is a member of MetLife’s Preferred Dental Frame and contact lens allowances can now be used in the same benefit year.
Program network.
PLAN PROVISIONS BASIC VISION PLAN ENHANCED VISION PLAN
PLAN PROVISIONS BASIC DENTAL PLAN ENHANCED DENTAL PLAN
In-Network
Deductible $75 per individual/ $50 per individual /
(Waived for Preventive Services) $225 Family Limit $150 Family Limit Exam (1x per calendar year) $10 copay $10 copay
Preventive Type A Services - checkups, $0 copay; 20% discount off
cleanings, x-rays You pay: $0 You pay: $0 35% discount off balance over $140 allowance
Frames (1x per calendar year)
Basic Type B Services - fillings, extractions You pay: Deductible + 30% You pay: Deductible + 20% retail price 40% discount off of additional
pairs of glasses
Major Type C Services - crowns, implants,
root canals, etc. You pay: Deductible + 60% You pay: Deductible + 50% Non-prescription sunglasses $50 discount off the purchase from Sunglass Hut
Standard Corrective Lenses (every 12 months)
Annual Plan Limit per Covered Individual $1,000 $2,000
Single Vision $50 copay $25 copay
Bifocal $70 copay $25 copay
You pay: 50% of allowable charges up to Trifocals $105 copay $25 copay
Orthodontia Not covered a lifetime maximum of $1,500 + 100% Lenticular N/A $25 copay
(both adult & dependent children) of charges in excess of the plan's lifetime
maximum of $1,500 Contact Lenses (Fit & Follow-up)
Standard (Disposable, Conventional, Daily) Plan pays up to $40 Plan pays up to $40
Premium (Toric, Multifocal, Cosmetic Color) 10% of retail price 10% of retail price
Contact Lenses (Materials Only)
WEEKLY PAYROLL DEDUCTIONS
Medically Necessary N/A $0 copay;
BASIC DENTAL PLAN ENHANCED DENTAL PLAN Cosmetic 15% discount off of retail 15% discount off of balance over
$140 allowance
Employee Only $5.03 $7.35
LASIK 15% discount off of retail or 5% off of promotional price
Employee + Spouse $10.01 $14.70
Discount for items not covered by the plan 20% discount
Employee + Children $10.73 $13.26
Employee + Family $16.76 $22.43 WEEKLY PAYROLL DEDUCTIONS
BASIC VISION PLAN ENHANCED VISION PLAN
BI-WEEKLY PAYROLL DEDUCTIONS
Employee Only $0.19 $1.09
BASIC DENTAL PLAN ENHANCED DENTAL PLAN Employee + Spouse $0.37 $2.08
Employee Only $10.06 $14.70 Employee + Children $0.43 $2.43
Employee + Family $0.63 $3.60
Employee + Spouse $20.01 $29.40
Employee + Children $21.46 $26.52 BI-WEEKLY PAYROLL DEDUCTIONS
Employee + Family $33.53 $44.86 BASIC VISION PLAN ENHANCED VISION PLAN
Employee Only $0.38 $2.19
Employee + Spouse $0.73 $4.16
Employee + Children $0.86 $4.86
Employee + Family $1.26 $7.19
34 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 35
Dental Plans Vision Plans
The Company offers two dental plans through MetLife. Both plans let you go to any dentist you We're committed to providing you with the best choices in eye doctors and corrective eyewear.
choose - but you’ll pay less when you visit one who is a member of MetLife’s Preferred Dental Frame and contact lens allowances can now be used in the same benefit year.
Program network.
PLAN PROVISIONS BASIC VISION PLAN ENHANCED VISION PLAN
PLAN PROVISIONS BASIC DENTAL PLAN ENHANCED DENTAL PLAN
In-Network
Deductible $75 per individual/ $50 per individual /
(Waived for Preventive Services) $225 Family Limit $150 Family Limit Exam (1x per calendar year) $10 copay $10 copay
Preventive Type A Services - checkups, $0 copay; 20% discount off
cleanings, x-rays You pay: $0 You pay: $0 35% discount off balance over $140 allowance
Frames (1x per calendar year)
Basic Type B Services - fillings, extractions You pay: Deductible + 30% You pay: Deductible + 20% retail price 40% discount off of additional
pairs of glasses
Major Type C Services - crowns, implants,
root canals, etc. You pay: Deductible + 60% You pay: Deductible + 50% Non-prescription sunglasses $50 discount off the purchase from Sunglass Hut
Standard Corrective Lenses (every 12 months)
Annual Plan Limit per Covered Individual $1,000 $2,000
Single Vision $50 copay $25 copay
Bifocal $70 copay $25 copay
You pay: 50% of allowable charges up to Trifocals $105 copay $25 copay
Orthodontia Not covered a lifetime maximum of $1,500 + 100% Lenticular N/A $25 copay
(both adult & dependent children) of charges in excess of the plan's lifetime
maximum of $1,500 Contact Lenses (Fit & Follow-up)
Standard (Disposable, Conventional, Daily) Plan pays up to $40 Plan pays up to $40
Premium (Toric, Multifocal, Cosmetic Color) 10% of retail price 10% of retail price
Contact Lenses (Materials Only)
WEEKLY PAYROLL DEDUCTIONS
Medically Necessary N/A $0 copay;
BASIC DENTAL PLAN ENHANCED DENTAL PLAN Cosmetic 15% discount off of retail 15% discount off of balance over
$140 allowance
Employee Only $5.03 $7.35
LASIK 15% discount off of retail or 5% off of promotional price
Employee + Spouse $10.01 $14.70
Discount for items not covered by the plan 20% discount
Employee + Children $10.73 $13.26
Employee + Family $16.76 $22.43 WEEKLY PAYROLL DEDUCTIONS
BASIC VISION PLAN ENHANCED VISION PLAN
BI-WEEKLY PAYROLL DEDUCTIONS
Employee Only $0.19 $1.09
BASIC DENTAL PLAN ENHANCED DENTAL PLAN Employee + Spouse $0.37 $2.08
Employee Only $10.06 $14.70 Employee + Children $0.43 $2.43
Employee + Family $0.63 $3.60
Employee + Spouse $20.01 $29.40
Employee + Children $21.46 $26.52 BI-WEEKLY PAYROLL DEDUCTIONS
Employee + Family $33.53 $44.86 BASIC VISION PLAN ENHANCED VISION PLAN
Employee Only $0.38 $2.19
Employee + Spouse $0.73 $4.16
Employee + Children $0.86 $4.86
Employee + Family $1.26 $7.19
34 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 35
Health FSA & LPFSA Dependent Care FSA
What are they, and should I consider enrolling? The Dependent Daycare FSA offers a convenient are unable to claim reimbursable expenses.
The Company offers two types of accounts that may reimburse you for your eligible out-of-pocket way to use pre-tax dollars to pay for eligible Funds DO NOT roll over from year-to-year. Unlike
expenses; a Health Care Flexible Spending Account (FSA) and a Limited Purpose Flexible Spending child and elder care expenses (generally an HSA, you must use the funds in your FSA
Account (LPFSA). expenses you incur so that you can work). by December 31, 2021, or you lose them.
Enrollment is not automatic. You must actively Deadline for claims submission: All claims for
Enrollment in these accounts is never automatic. It is mandatory that you actively enroll in your FSA enroll in the Dependent Care FSA each year. reimbursement for the 2021 plan year must be
each year during Open Enrollment or your new hire enrollment. filed prior to March 31, 2022.
Contributions are deducted from each paycheck
and deposited into an account that may be Expenses You Can Pay with a
HEALTH FSA LPFSA (LIMITED PURPOSE FSA) accessed with a claim form. Dependent Daycare FSA:
Child Care (while you work) for child(ren) under
The Dependent Daycare FSA has IRS limitations
Standard PPO, Core or Buy-Up HDHP of $5,000 per year and further limitations for age 13, provided by
Which medical plan is this (No HSA). You don’t need to be Core or Buy-Up HDHP with HSA certain married participants. Your taxable • After school program
account available for? enrolled in a medical plan to income will be reduced by the amount you • Daycare center
contribute to a Health FSA. set aside for your FSA every pay period. It is
important to estimate the amount of your out-of- • An individual who is NOT also your tax
dependent
This health care account is only pocket expenses carefully and plan your payroll
Eligible healthcare expenses, contributions accordingly. • Summer day camp
available if you are contributing to
What would I use this account for? including dental, vision and an HSA and you can only use it for
prescription medication expenses. Elder Care (of your tax dependent)
eligible vision and dental expenses. Unlike Health FSA, the Dependent Care FSA
can only reimburse you for amounts you have • In your home
on deposit as you incur claims. You must incur • Adult daycare
What is the maximum amount I $2,750 - the IRS pre-tax reimbursable Dependent Care expenses during
can contribute to this account? contribution limit as of this writing the 2021 plan year or during your benefit period Not Reimbursable:
if enrolling as a newly eligible employee. • Health care expenses of your child or other
Your entire goal amount is dependent
When are the funds available? available at the beginning of the Before you enroll in Dependent
benefit period. • Babysitting for non-work related activities
Day- care FSA, note this account
You will forfeit amounts not is NOT for reimbursement of • Dance lessons
What happens if I don’t use the • Tutoring services
money during the year? claimed for expenses incurred dependent health care expenses!
during the benefit period. • Field trips
Do not enroll in this plan unless you expect
to incur eligible expenses, such as daycare • Dog walking
Contribution allowed for Medicare Yes Yes, to end of year in which services that can be substantiated with a
enrolled? Medicare enrollment first occurs
receipt. Note: For purposes of the 2021 Mid-Year Open Enrollment,
your current Flexible Spending Account elections (if any)
will continue through 12/31/2021 unless you modify the
BFS HealthEquity 1-877-924-3967 Also consider: Compare the Dependent election during the mid-year enrollment period. Modifications
Provider Contact during the 2021 Mid-Year Open Enrollment will be audited
BMC HealthEquity 1-866-346-5800 Daycare FSA to the Federal dependent care to ensure you have not adjusted your annual election for an
tax credit to see which approach provides you amount lesser than what you have already received in year-
with the better tax advantage. In some cases, to-date reimbursements.
How to File FSA Claims you may be able to split your eligible expenses
File claims with HealthEquity. File claims with HealthEquity through March 31, between a Dependent Care FSA and the tax
credit. You may wish to consult your tax advisor.
2022 for 2021 FSA expenses incurred through December 31, 2021. Log on to
https://www.wageworks.com/paymentoptions/ or use the WageWorks EZ
Receipts mobile app, available in the App Store and Google Play. Forfeiture of Benefits
Be conservative in estimating health and
To learn more visit www.wageworks.com/myfsa. There is also an online chat dependent care expenses. You will forfeit
option on the website and the app. amounts remaining in your Health Care and/or
Dependent Care FSA account(s) for which you
36 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 37
Health FSA & LPFSA Dependent Care FSA
What are they, and should I consider enrolling? The Dependent Daycare FSA offers a convenient are unable to claim reimbursable expenses.
The Company offers two types of accounts that may reimburse you for your eligible out-of-pocket way to use pre-tax dollars to pay for eligible Funds DO NOT roll over from year-to-year. Unlike
expenses; a Health Care Flexible Spending Account (FSA) and a Limited Purpose Flexible Spending child and elder care expenses (generally an HSA, you must use the funds in your FSA
Account (LPFSA). expenses you incur so that you can work). by December 31, 2021, or you lose them.
Enrollment is not automatic. You must actively Deadline for claims submission: All claims for
Enrollment in these accounts is never automatic. It is mandatory that you actively enroll in your FSA enroll in the Dependent Care FSA each year. reimbursement for the 2021 plan year must be
each year during Open Enrollment or your new hire enrollment. filed prior to March 31, 2022.
Contributions are deducted from each paycheck
and deposited into an account that may be Expenses You Can Pay with a
HEALTH FSA LPFSA (LIMITED PURPOSE FSA) accessed with a claim form. Dependent Daycare FSA:
Child Care (while you work) for child(ren) under
The Dependent Daycare FSA has IRS limitations
Standard PPO, Core or Buy-Up HDHP of $5,000 per year and further limitations for age 13, provided by
Which medical plan is this (No HSA). You don’t need to be Core or Buy-Up HDHP with HSA certain married participants. Your taxable • After school program
account available for? enrolled in a medical plan to income will be reduced by the amount you • Daycare center
contribute to a Health FSA. set aside for your FSA every pay period. It is
important to estimate the amount of your out-of- • An individual who is NOT also your tax
dependent
This health care account is only pocket expenses carefully and plan your payroll
Eligible healthcare expenses, contributions accordingly. • Summer day camp
available if you are contributing to
What would I use this account for? including dental, vision and an HSA and you can only use it for
prescription medication expenses. Elder Care (of your tax dependent)
eligible vision and dental expenses. Unlike Health FSA, the Dependent Care FSA
can only reimburse you for amounts you have • In your home
on deposit as you incur claims. You must incur • Adult daycare
What is the maximum amount I $2,750 - the IRS pre-tax reimbursable Dependent Care expenses during
can contribute to this account? contribution limit as of this writing the 2021 plan year or during your benefit period Not Reimbursable:
if enrolling as a newly eligible employee. • Health care expenses of your child or other
Your entire goal amount is dependent
When are the funds available? available at the beginning of the Before you enroll in Dependent
benefit period. • Babysitting for non-work related activities
Day- care FSA, note this account
You will forfeit amounts not is NOT for reimbursement of • Dance lessons
What happens if I don’t use the • Tutoring services
money during the year? claimed for expenses incurred dependent health care expenses!
during the benefit period. • Field trips
Do not enroll in this plan unless you expect
to incur eligible expenses, such as daycare • Dog walking
Contribution allowed for Medicare Yes Yes, to end of year in which services that can be substantiated with a
enrolled? Medicare enrollment first occurs
receipt. Note: For purposes of the 2021 Mid-Year Open Enrollment,
your current Flexible Spending Account elections (if any)
will continue through 12/31/2021 unless you modify the
BFS HealthEquity 1-877-924-3967 Also consider: Compare the Dependent election during the mid-year enrollment period. Modifications
Provider Contact during the 2021 Mid-Year Open Enrollment will be audited
BMC HealthEquity 1-866-346-5800 Daycare FSA to the Federal dependent care to ensure you have not adjusted your annual election for an
tax credit to see which approach provides you amount lesser than what you have already received in year-
with the better tax advantage. In some cases, to-date reimbursements.
How to File FSA Claims you may be able to split your eligible expenses
File claims with HealthEquity. File claims with HealthEquity through March 31, between a Dependent Care FSA and the tax
credit. You may wish to consult your tax advisor.
2022 for 2021 FSA expenses incurred through December 31, 2021. Log on to
https://www.wageworks.com/paymentoptions/ or use the WageWorks EZ
Receipts mobile app, available in the App Store and Google Play. Forfeiture of Benefits
Be conservative in estimating health and
To learn more visit www.wageworks.com/myfsa. There is also an online chat dependent care expenses. You will forfeit
option on the website and the app. amounts remaining in your Health Care and/or
Dependent Care FSA account(s) for which you
36 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 37
Health Saving Account (HSA)
If you are looking for ways to boost your savings allowed once enrolled in Medicare, you can still
and plan for retirement medical expenses, use any existing HSA balance to pay for eligible
consider enrolling in a BCBS High Deductible health care expenses now or in future years.
Health Plan to take advantage of the
opportunity to contribute to a Health Savings Your HSA is an individually-owned account. It is
Account (HSA). not administered by BFS, is not an employer-
sponsored plan, and it is not an ERISA plan.
You can benefit from:
• Triple tax savings – your contributions, any 3,600 Employee Only Coverage
earnings, and withdrawals are tax free* What is the $7,200 Family Coverage
when used to pay for qualified medical maximum If you’ll be at least 55 years
expenses. amount I can old in 2021, you can make an
• Any unused money in your HSA carries over contribute additional $1,000 catch up
each year and is yours to keep, even if you to this account? contribution. All deductions are
change employers. taken on a pre-tax basis.
• You have the opportunity to invest your
contributions, giving them the potential to Your contribution amount is
grow for future use, including retirement. When are the available as it comes out of
your paycheck each pay period -
funds so your entire contribution is not
How To Enroll available? available at the beginning of the
For Legacy BFS Team Members Only benefit period.
• As a first time participant, you must
contact Fidelity to open your Health What happens if
Savings Account. I don’t All unused funds will remain
• Log on to Fidelity via netbenefits.com, use the money in your HSA. You can take HSA
funds with you when you leave
choose the Health Savings Account tile and during the company or retire.
click “open your account.” the year?
• After your Health Savings Account is
established, you may request a Fidelity
HSA Debit Card (checks are available upon To Enroll (BFS) Fidelity - www.netbenefits.com
request). Deadline for claims submission: or 800-544-3716
All claims for reimbursement for the 2021
plan year must be filed with WageWorks
prior to March 31, 2022. Enrollment is automatic when
you enroll in either the Core
or Buy-Up HDHP. Your HSA
NOTE: Be aware that the IRS prohibits you from To Enroll (BMC) account is established at
making contributions to an HSA while enrolled HealthEquity –
in Medicare or a Medicare Advantage plan, or www.healthequity.com
an FSA. While contributions to an HSA aren’t or 866-346-5800
*With respect to federal taxation only. Contributions,
earnings and distributions may or may not be subject to
state taxation. See a tax professional for more information
on the state tax implications.
38 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 39
Health Saving Account (HSA)
If you are looking for ways to boost your savings allowed once enrolled in Medicare, you can still
and plan for retirement medical expenses, use any existing HSA balance to pay for eligible
consider enrolling in a BCBS High Deductible health care expenses now or in future years.
Health Plan to take advantage of the
opportunity to contribute to a Health Savings Your HSA is an individually-owned account. It is
Account (HSA). not administered by BFS, is not an employer-
sponsored plan, and it is not an ERISA plan.
You can benefit from:
• Triple tax savings – your contributions, any 3,600 Employee Only Coverage
earnings, and withdrawals are tax free* What is the $7,200 Family Coverage
when used to pay for qualified medical maximum If you’ll be at least 55 years
expenses. amount I can old in 2021, you can make an
• Any unused money in your HSA carries over contribute additional $1,000 catch up
each year and is yours to keep, even if you to this account? contribution. All deductions are
change employers. taken on a pre-tax basis.
• You have the opportunity to invest your
contributions, giving them the potential to Your contribution amount is
grow for future use, including retirement. When are the available as it comes out of
your paycheck each pay period -
funds so your entire contribution is not
How To Enroll available? available at the beginning of the
For Legacy BFS Team Members Only benefit period.
• As a first time participant, you must
contact Fidelity to open your Health What happens if
Savings Account. I don’t All unused funds will remain
• Log on to Fidelity via netbenefits.com, use the money in your HSA. You can take HSA
funds with you when you leave
choose the Health Savings Account tile and during the company or retire.
click “open your account.” the year?
• After your Health Savings Account is
established, you may request a Fidelity
HSA Debit Card (checks are available upon To Enroll (BFS) Fidelity - www.netbenefits.com
request). Deadline for claims submission: or 800-544-3716
All claims for reimbursement for the 2021
plan year must be filed with WageWorks
prior to March 31, 2022. Enrollment is automatic when
you enroll in either the Core
or Buy-Up HDHP. Your HSA
NOTE: Be aware that the IRS prohibits you from To Enroll (BMC) account is established at
making contributions to an HSA while enrolled HealthEquity –
in Medicare or a Medicare Advantage plan, or www.healthequity.com
an FSA. While contributions to an HSA aren’t or 866-346-5800
*With respect to federal taxation only. Contributions,
earnings and distributions may or may not be subject to
state taxation. See a tax professional for more information
on the state tax implications.
38 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 39
Income Protection Long-Term Disability
The Long-Term Disability (LTD) Plan is a fully-insured plan offered through Sun Life. Enrollment in
Basic Short-Term Disability the LTD plan is voluntary. The plan is designed to provide income protection to you during times of
The Company provides Team Members with basic short-term disability (STD) income protection extended illness or injury over several months or even years, depending on your age at the onset
at no cost to you. The STD plan is an employer-funded plan designed to provide 50% base wage of disability. If you are receiving benefit payments under the STD plan, your claim will automatically
transition to Sun Life’s LTD claims unit as you near 180 days of disability. LTD benefits, once
replacement for non-work related injury or illness with an expected duration greater than seven days approved, begin on the 181st day of disability.
to a maximum benefit period of 26 weeks.
Refer to the Disability Plan Comparison chart on p. 40 for a review of both STD and LTD income
Buy-Up Short-Term Disability replacement plan provisions.
Team Members may purchase an added layer of income protection to 66.67% of base wage
replacement by electing the Buy-Up Short-Term Disability plan. Refer to the Disability Plan Cost of LTD Coverage
Comparison chart below for a review of benefits available under the Basic and Buy-Up Short Term The Company shares equally the cost of LTD coverage with you. As of 6/1/2021, the rates have
Disability plans. decreased to $.13/$100 of covered earnings. Your premium cost is determined on your base rate
COMPANY-PAID (BASIC) BUY-UP SHORT-TERM of pay. These premiums are withheld on an after-tax basis. When using Dayforce to review and/or
SHORT-TERM DISABILITY DISABILITY LONG-TERM DISABILITY elect coverage, your cost of coverage is automatically populated. To manually calculate your cost of
Plan Features coverage, you may use this formula to calculate your cost for the LTD coverage:
Plan Pays 50% of base wages 66.67% of base wages 60% of base wages
Example:
Plan Benefit Limit $2,000/week $10,000/month Your Base Monthly Pay / 100 = __________ # of Units x .13 = Monthly Premium
Benefit Payment Starts On 8th day of disability On 181st day of disability Then, Monthly Premium x 12 / __________ * Pay Periods = Per Paycheck
(*26 if paid Bi-Weekly or 52 if paid Weekly)
Maximum Benefit Period 26 weeks To Social Security Normal Retirement
Age, depending on age at disability
Who Pays for Coverage Company Paid Employee Paid 50/50 Company/EE Paid Open Enrollment for LTD for 6/1/21!
Sun Life is allowing a special ONE-TIME Open Enrollment for LTD coverage as of 6/1/21. This is a
Cost of Coverage $0 $.0235 per $10 $.13 per $100
great opportunity to elect coverage in the LTD plan without the need to provide proof of good health!
Proof of Good Health Not required Yes, as a late enrollee* If you are an ongoing team member who failed to elect LTD coverage when you were first eligible or
Pre-Existing Condition Exclusion No Yes, for late enrollees you may have applied for coverage and been denied based on your health, this is your opportunity to
enroll. Don’t miss out! However, be mindful, if you are a late enrollee to the plan during this Open
Note: Benefits under short-term disability plans may be reduced by benefits paid under any state short-term disability
programs such as those in California, New Jersey, New York and Washington. Enrollment opportunity, plan exclusions relating to pre-existing conditions may apply to you in the
first year of coverage.
*Note: SunLife is allowing a ONE-TIME Open Enrollment for Long-Term Disability effective 6/1/2021. You may elect LTD
without the need to provide proof of good health. Be mindful pre-existing condition exclusions may apply in the first 12 months
of coverage, depending on onset of disability symptoms/treatment. Maximum LTD Benefit Period
AGE AT
PERIOD
TO COMPARE THE AMOUNT OF YOUR STD BENEFIT UNDER BOTH PLANS, FILL IN THE BLANKS BELOW: The Maximum Benefit Period defines the maximum length of time DISABILITY MAXIMUM BENEFIT
for which benefits are payable under the plan, provided you remain
COMPANY-PAID (BASIC) STD PLAN BUY-UP STD PLAN continuously disabled. The Maximum Benefit Period most typically < 60 To SSNRA
$_____________ $_____________ pays until you reach Social Security Normal Retirement Age (SSNRA), 60 60 Months*
1. Enter your weekly base pay (If your weekly earnings exceed (If your weekly earnings exceed depending on your age at onset of disability, per the schedule here.
$4,000, enter $4,000 above) $3,000, enter $3,000 above) 61 48 Months*
How to Report a Disability Claim
2. Percent of wages replaced by the plan 50% 66.67% 62 42 Months*
Call Sun life at 833-812-5177. Please have this information handy:
3. Multiply amount on line 1 by the % on 63 36 Months*
line 2 and enter total here. This is your $______________ $______________ • Your name, address, phone number, birth date, date of hire,
weekly STD benefit amount. Social Security number 64 30 Months*
Calculate Your Cost for Buy-Up Short-Term Disability • Your employer’s name, address and phone number 65 24 Months*
Your premium is determined by your base rate of pay. These premiums are withheld on a pre-tax • Date of your claim and when you plan to return to work 66 21 Months*
basis. Shown below is the formula used to populate your premium cost, as reflected when you enroll • If you’re pregnant, give your expected delivery date 67 18 Months*
using Dayforce: • Name, address and phone number of each doctor you are seeing 68 15 Months*
Example: for this absence
Your Base Weekly Pay x 66.67%/ 10 = # of units x .0235 = Weekly Premium* 69+ 12 Months*
(*Times 2 for Bi-weekly cost) *or SSNRA, whichever
is longer
40 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 41
Income Protection Long-Term Disability
The Long-Term Disability (LTD) Plan is a fully-insured plan offered through Sun Life. Enrollment in
Basic Short-Term Disability the LTD plan is voluntary. The plan is designed to provide income protection to you during times of
The Company provides Team Members with basic short-term disability (STD) income protection extended illness or injury over several months or even years, depending on your age at the onset
at no cost to you. The STD plan is an employer-funded plan designed to provide 50% base wage of disability. If you are receiving benefit payments under the STD plan, your claim will automatically
transition to Sun Life’s LTD claims unit as you near 180 days of disability. LTD benefits, once
replacement for non-work related injury or illness with an expected duration greater than seven days approved, begin on the 181st day of disability.
to a maximum benefit period of 26 weeks.
Refer to the Disability Plan Comparison chart on p. 40 for a review of both STD and LTD income
Buy-Up Short-Term Disability replacement plan provisions.
Team Members may purchase an added layer of income protection to 66.67% of base wage
replacement by electing the Buy-Up Short-Term Disability plan. Refer to the Disability Plan Cost of LTD Coverage
Comparison chart below for a review of benefits available under the Basic and Buy-Up Short Term The Company shares equally the cost of LTD coverage with you. As of 6/1/2021, the rates have
Disability plans. decreased to $.13/$100 of covered earnings. Your premium cost is determined on your base rate
COMPANY-PAID (BASIC) BUY-UP SHORT-TERM of pay. These premiums are withheld on an after-tax basis. When using Dayforce to review and/or
SHORT-TERM DISABILITY DISABILITY LONG-TERM DISABILITY elect coverage, your cost of coverage is automatically populated. To manually calculate your cost of
Plan Features coverage, you may use this formula to calculate your cost for the LTD coverage:
Plan Pays 50% of base wages 66.67% of base wages 60% of base wages
Example:
Plan Benefit Limit $2,000/week $10,000/month Your Base Monthly Pay / 100 = __________ # of Units x .13 = Monthly Premium
Benefit Payment Starts On 8th day of disability On 181st day of disability Then, Monthly Premium x 12 / __________ * Pay Periods = Per Paycheck
(*26 if paid Bi-Weekly or 52 if paid Weekly)
Maximum Benefit Period 26 weeks To Social Security Normal Retirement
Age, depending on age at disability
Who Pays for Coverage Company Paid Employee Paid 50/50 Company/EE Paid Open Enrollment for LTD for 6/1/21!
Sun Life is allowing a special ONE-TIME Open Enrollment for LTD coverage as of 6/1/21. This is a
Cost of Coverage $0 $.0235 per $10 $.13 per $100
great opportunity to elect coverage in the LTD plan without the need to provide proof of good health!
Proof of Good Health Not required Yes, as a late enrollee* If you are an ongoing team member who failed to elect LTD coverage when you were first eligible or
Pre-Existing Condition Exclusion No Yes, for late enrollees you may have applied for coverage and been denied based on your health, this is your opportunity to
enroll. Don’t miss out! However, be mindful, if you are a late enrollee to the plan during this Open
Note: Benefits under short-term disability plans may be reduced by benefits paid under any state short-term disability
programs such as those in California, New Jersey, New York and Washington. Enrollment opportunity, plan exclusions relating to pre-existing conditions may apply to you in the
first year of coverage.
*Note: SunLife is allowing a ONE-TIME Open Enrollment for Long-Term Disability effective 6/1/2021. You may elect LTD
without the need to provide proof of good health. Be mindful pre-existing condition exclusions may apply in the first 12 months
of coverage, depending on onset of disability symptoms/treatment. Maximum LTD Benefit Period
AGE AT
PERIOD
TO COMPARE THE AMOUNT OF YOUR STD BENEFIT UNDER BOTH PLANS, FILL IN THE BLANKS BELOW: The Maximum Benefit Period defines the maximum length of time DISABILITY MAXIMUM BENEFIT
for which benefits are payable under the plan, provided you remain
COMPANY-PAID (BASIC) STD PLAN BUY-UP STD PLAN continuously disabled. The Maximum Benefit Period most typically < 60 To SSNRA
$_____________ $_____________ pays until you reach Social Security Normal Retirement Age (SSNRA), 60 60 Months*
1. Enter your weekly base pay (If your weekly earnings exceed (If your weekly earnings exceed depending on your age at onset of disability, per the schedule here.
$4,000, enter $4,000 above) $3,000, enter $3,000 above) 61 48 Months*
How to Report a Disability Claim
2. Percent of wages replaced by the plan 50% 66.67% 62 42 Months*
Call Sun life at 833-812-5177. Please have this information handy:
3. Multiply amount on line 1 by the % on 63 36 Months*
line 2 and enter total here. This is your $______________ $______________ • Your name, address, phone number, birth date, date of hire,
weekly STD benefit amount. Social Security number 64 30 Months*
Calculate Your Cost for Buy-Up Short-Term Disability • Your employer’s name, address and phone number 65 24 Months*
Your premium is determined by your base rate of pay. These premiums are withheld on a pre-tax • Date of your claim and when you plan to return to work 66 21 Months*
basis. Shown below is the formula used to populate your premium cost, as reflected when you enroll • If you’re pregnant, give your expected delivery date 67 18 Months*
using Dayforce: • Name, address and phone number of each doctor you are seeing 68 15 Months*
Example: for this absence
Your Base Weekly Pay x 66.67%/ 10 = # of units x .0235 = Weekly Premium* 69+ 12 Months*
(*Times 2 for Bi-weekly cost) *or SSNRA, whichever
is longer
40 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 41
Survivor Benefits CHILD RATE
Age Monthly Rate per $1,000 of Coverage
Life and Accidental Death & Eligible Dependents for Spouse 0-26 .125
Dismemberment Insurance and Child Life and AD&D:
The Company provides you with 100% company- • Your current legal spouse;
paid Basic Life and AD&D. The coverage equals • An unmarried child from live birth to age 26 EMPLOYEE/SPOUSE RATES
your annual base pay, rounded to the next (meaning 25 years of age or younger);
$1,000 up to $500,000.* You have the option AGE AT DISABILITY MAXIMUM BENEFIT PERIOD
to purchase additional coverage for yourself, • An unmarried child age 26 and above who
your spouse and your children. is financially dependent on you due to a Monthly Rate per
disability Age $1,000 of Coverage
Make sure to designate a beneficiary, even The Company will not seek to verify you have
if you don’t elect additional coverage! If you enrolled an eligible dependent in these plans. <25 .05
do not name a beneficiary, your life insurance If you enroll an ineligible dependent for life 25-29 .06
proceeds will be distributed to either your insurance or AD&D, there will be no benefit
estate or equally among your immediate family payout in the event of a loss. Your dependents 30-34 .08
members – if we can identify and find them! who are insured under these plans as an 35-39 .09
Employee of the Company may not also be 40-44 .10
Minor Children – If you name a minor child insured as a dependent.
as a beneficiary, the insurance company will 45-49 .17
NOT pay proceeds directly to a minor child. Optional Life and Voluntary AD&D 50-54 .25
Depending on the state, a guardian will need to
be appointed who can accept the proceeds on Coverage – Employee, Spouse & 55-59 .43
behalf of the child – a complex and often costly Child 60-64 .70
process! A better option is to name a trusted Rates for both Employee Optional Life and
adult or set up a trust to accept the proceeds. Spouse Life are age-banded using the 65-69 1.28
employee’s age for Employee Optional Life and 70-74 2.07
Optional Life and Voluntary AD&D
You have the option to purchase additional AMOUNT AVAILABLE 75+ 4.32
coverage for yourself, your spouse and your Minimum of $10,000 up to 8X annual
children. The premium cost for optional Employee base pay (rounded to the next $10K) Voluntary AD&D – Employee, Spouse & Child
coverage is paid by you through payroll (Maximum combined limit of $2 million
deductions. Enrollment in Optional Life and for basic + optional life) The same rate applies to anyone enrolled in these plans: .025 per $1,000 of coverage.
Voluntary AD&D are separate elections. Spouse 1. Enter number of units of coverage _____
Note: Spouse Life cannot Spouse Life: $10,000 to $250,000 (in 2. Enter Rate .025
exceed Employee’s increments of $10,000)
Note: Voya is allowing a one-time Open combined Basic & 3. Multiply Line 1 X Line 2 _____
Optional Life.
Enrollment for both Employee Optional and Child 4. Multiply Line 2 times 12 _____
Spouse Life with no requirement to provide $15,000 or $20,000 5. Divide Line 4 by 26 for bi-weekly or 52 for weekly rate.
proof of good health. Employees can elect the
lesser of 5x base salary or $500,000 without the Spouse’s age for Spouse Life. This is the amount withheld from your paycheck - _____
proof of good health. Spouse coverage can Here is an example of how the cost for
be elected up to $50,000 without proof of employee optional life (or Spouse Life) is
good health. Plan limits may apply. Pre-existing calculated for an individual (Employee or
condition exclusions will apply in the first year Spouse), age 42 who elects $100,000 of
of coverage. coverage.
To determine cost per paycheck:
($100,000/1,000) x .10 = $10.00 per month.
Then ($10.00 x 12) = $120 total annual cost.
*Reduction for age applies to Basic Life and AD&D at age
70, 75, and 80. The benefit reduces to 65% at age 70, to Then, 120 divided by 26 for biweekly or 52 for
50% at age 75 and 20% and at age 80. Reduction for age weekly = $4.62 per biweekly paycheck or $2.31
does NOT apply to Optional Life and AD&D for either the
Employee or Spouse. per weekly check.
42 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 43
Survivor Benefits CHILD RATE
Age Monthly Rate per $1,000 of Coverage
Life and Accidental Death & Eligible Dependents for Spouse 0-26 .125
Dismemberment Insurance and Child Life and AD&D:
The Company provides you with 100% company- • Your current legal spouse;
paid Basic Life and AD&D. The coverage equals • An unmarried child from live birth to age 26 EMPLOYEE/SPOUSE RATES
your annual base pay, rounded to the next (meaning 25 years of age or younger);
$1,000 up to $500,000.* You have the option AGE AT DISABILITY MAXIMUM BENEFIT PERIOD
to purchase additional coverage for yourself, • An unmarried child age 26 and above who
your spouse and your children. is financially dependent on you due to a Monthly Rate per
disability Age $1,000 of Coverage
Make sure to designate a beneficiary, even The Company will not seek to verify you have
if you don’t elect additional coverage! If you enrolled an eligible dependent in these plans. <25 .05
do not name a beneficiary, your life insurance If you enroll an ineligible dependent for life 25-29 .06
proceeds will be distributed to either your insurance or AD&D, there will be no benefit
estate or equally among your immediate family payout in the event of a loss. Your dependents 30-34 .08
members – if we can identify and find them! who are insured under these plans as an 35-39 .09
Employee of the Company may not also be 40-44 .10
Minor Children – If you name a minor child insured as a dependent.
as a beneficiary, the insurance company will 45-49 .17
NOT pay proceeds directly to a minor child. Optional Life and Voluntary AD&D 50-54 .25
Depending on the state, a guardian will need to
be appointed who can accept the proceeds on Coverage – Employee, Spouse & 55-59 .43
behalf of the child – a complex and often costly Child 60-64 .70
process! A better option is to name a trusted Rates for both Employee Optional Life and
adult or set up a trust to accept the proceeds. Spouse Life are age-banded using the 65-69 1.28
employee’s age for Employee Optional Life and 70-74 2.07
Optional Life and Voluntary AD&D
You have the option to purchase additional AMOUNT AVAILABLE 75+ 4.32
coverage for yourself, your spouse and your Minimum of $10,000 up to 8X annual
children. The premium cost for optional Employee base pay (rounded to the next $10K) Voluntary AD&D – Employee, Spouse & Child
coverage is paid by you through payroll (Maximum combined limit of $2 million
deductions. Enrollment in Optional Life and for basic + optional life) The same rate applies to anyone enrolled in these plans: .025 per $1,000 of coverage.
Voluntary AD&D are separate elections. Spouse 1. Enter number of units of coverage _____
Note: Spouse Life cannot Spouse Life: $10,000 to $250,000 (in 2. Enter Rate .025
exceed Employee’s increments of $10,000)
Note: Voya is allowing a one-time Open combined Basic & 3. Multiply Line 1 X Line 2 _____
Optional Life.
Enrollment for both Employee Optional and Child 4. Multiply Line 2 times 12 _____
Spouse Life with no requirement to provide $15,000 or $20,000 5. Divide Line 4 by 26 for bi-weekly or 52 for weekly rate.
proof of good health. Employees can elect the
lesser of 5x base salary or $500,000 without the Spouse’s age for Spouse Life. This is the amount withheld from your paycheck - _____
proof of good health. Spouse coverage can Here is an example of how the cost for
be elected up to $50,000 without proof of employee optional life (or Spouse Life) is
good health. Plan limits may apply. Pre-existing calculated for an individual (Employee or
condition exclusions will apply in the first year Spouse), age 42 who elects $100,000 of
of coverage. coverage.
To determine cost per paycheck:
($100,000/1,000) x .10 = $10.00 per month.
Then ($10.00 x 12) = $120 total annual cost.
*Reduction for age applies to Basic Life and AD&D at age
70, 75, and 80. The benefit reduces to 65% at age 70, to Then, 120 divided by 26 for biweekly or 52 for
50% at age 75 and 20% and at age 80. Reduction for age weekly = $4.62 per biweekly paycheck or $2.31
does NOT apply to Optional Life and AD&D for either the
Employee or Spouse. per weekly check.
42 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 43
401(k)
401(k)
Who is Eligible Vesting
All full-time and part-time team members who You are always 100% vested in any
have completed 60 days of employment. contributions you make to your account.
You become vested in employer matching
When Does Participation Begin? contributions on the following schedule:
Team members hired or rehired are
automatically enrolled at a contribution rate YEARS OF SERVICE PERCENT VESTED
of 1%. Less than 1 Year 0%
One Year 20%
Your Contributions Two Years 40%
You may contribute up to 75% of your eligible Three Years 60%
earnings on to the 401(k) plan, up to the annual
IRS limit ($19,500 as of this writing). If you are Four Years 80%
age 50 or greater, you may be eligible for an Five Years 100%
additional “catch-up” contribution ($6,500 as
of this writing). You specify the percentage of Receiving Money From Your
your earnings you want to contribute. You can Account
change how much you are contributing at any
time. Contact your Plan Administrator directly to The plan is intended to accumulate funds for
start, change or stop your contribution. your retirement. However, you may have access
to your funds while you are still employed by the
Company Match company under the following circumstances:
• You are age 59-1/2 or greater
In addition to your contributions, Builders
FirstSource helps you save by making the • You become disabled (as determined
following matching contribution: by the Social Security Administration)
• You experience a financial hardship,
50% of your contributions up to 6% of your as defined by the IRS Code
eligible compensation
• You take a loan against you 401(k)
account, as allowed under the plan
New for Legacy BFS: This is an increase to the
company match effective 6/1/2021! document
The company does not contribute a match on Roth Feature
catch-up contributions. Team members may elect to treat all or a
portion of your 401(k) contributions as pre-tax
Investing Your Account or after-tax under the Roth contribution feature.
You direct how your account is invested. You Unlike traditional pre-tax 401(k) contributions,
choose from a variety of funds offered through Roth 401(k) contributions are designed to
your Plan Administrator including “target date” allow for tax-free income in retirement with
funds to align with your estimated retirement contributions made using after-tax dollars now.
date. The same employer matching contribution will
apply to your Roth contributions.
DON'T FORGET TO ADD A BENEFICIARY!
Plan Administrators
Legacy BFS Team Members Legacy BMC Team Members
www.netbenefits.com www.empower-retirement.com/participant
800.835.5095 888..411.4015
44 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 45
401(k)
401(k)
Who is Eligible Vesting
All full-time and part-time team members who You are always 100% vested in any
have completed 60 days of employment. contributions you make to your account.
You become vested in employer matching
When Does Participation Begin? contributions on the following schedule:
Team members hired or rehired are
automatically enrolled at a contribution rate YEARS OF SERVICE PERCENT VESTED
of 1%. Less than 1 Year 0%
One Year 20%
Your Contributions Two Years 40%
You may contribute up to 75% of your eligible Three Years 60%
earnings on to the 401(k) plan, up to the annual
IRS limit ($19,500 as of this writing). If you are Four Years 80%
age 50 or greater, you may be eligible for an Five Years 100%
additional “catch-up” contribution ($6,500 as
of this writing). You specify the percentage of Receiving Money From Your
your earnings you want to contribute. You can Account
change how much you are contributing at any
time. Contact your Plan Administrator directly to The plan is intended to accumulate funds for
start, change or stop your contribution. your retirement. However, you may have access
to your funds while you are still employed by the
Company Match company under the following circumstances:
• You are age 59-1/2 or greater
In addition to your contributions, Builders
FirstSource helps you save by making the • You become disabled (as determined
following matching contribution: by the Social Security Administration)
• You experience a financial hardship,
50% of your contributions up to 6% of your as defined by the IRS Code
eligible compensation
• You take a loan against you 401(k)
account, as allowed under the plan
New for Legacy BFS: This is an increase to the
company match effective 6/1/2021! document
The company does not contribute a match on Roth Feature
catch-up contributions. Team members may elect to treat all or a
portion of your 401(k) contributions as pre-tax
Investing Your Account or after-tax under the Roth contribution feature.
You direct how your account is invested. You Unlike traditional pre-tax 401(k) contributions,
choose from a variety of funds offered through Roth 401(k) contributions are designed to
your Plan Administrator including “target date” allow for tax-free income in retirement with
funds to align with your estimated retirement contributions made using after-tax dollars now.
date. The same employer matching contribution will
apply to your Roth contributions.
DON'T FORGET TO ADD A BENEFICIARY!
Plan Administrators
Legacy BFS Team Members Legacy BMC Team Members
www.netbenefits.com www.empower-retirement.com/participant
800.835.5095 888..411.4015
44 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 45
Employee Assistance Program (EAP) Legal Services
As a Builders FirstSource team member, you may sign up for a discounted Legal Services plan
The EAP is available even to team members not Legal Support & Resources through MetLaw. Telephone and in-person legal consultations are available. Your coverage is
enrolled on a BFS Medical Plan. Talk to attorneys by phone. If you require portable, so you can continue to take advantage of low rates even if you leave Builders FirstSource.
representation, you’ll be referred to a qualified Covered services include:
The Employee Assistance Program (EAP) can attorney in your area for a free 30-minute • Credit card debt or debt collection defense
help you manage the daily stress of work, home consultation with a 25 percent reduction in
and family life. Team members and immediate customary legal fees thereafter. Call about: • Traffic tickets
family members can use the EAP free of • Divorce and family law • Purchase of a home or condo
charge. Guidance Resources offers face-to-face
consultations, over-the-phone consultations • Debt and bankruptcy • Landlord negotiations and lease review
and online resources. The EAP can help with: • Adoption
• Landlord/tenant issues
Confidential Counseling • Real estate transactions • Will and trust preparation
No-cost short-term counseling services • Civil and criminal actions • Power of attorney
available for relationship and other personal • Medicare/Medicaid questions
issues you and your family may face. Trained • Tax audits
clinical counselors are available telephonically Work-Life Solutions
or get a referral for up to five in-person Work-Life specialists will do the research for • Refinancing
counseling sessions per family member, per you, providing qualified referrals and customized • Estate planning
year for: resources for:
• Stress, anxiety and depression • Child and elder care For more information, visit info.legalplans.com and enter access code GetLaw
• Relationship/marital conflicts • Pet care or call 800-821-6400.
• Problems with children • Moving and relocation
• Grief and loss • Home repair PAYROLL DEDUCTIONS
• Substance abuse • Estate Planning, Wills WEEKLY BI-WEEKLY
Financial Information & GuidanceResources® Online $3.12 $6.23
Resources GuidanceResources Online is your one-stop for
Speak by phone with Certified Public expert information on the issues that matter
Accountants and Certified Financial Planners on most to you: relationships, work, school,
a wide range of financial issues, including: children, wellness, legal, financial, free time
• Getting out of debt and more.
• Credit card or loan problems
• Tax questions
• Saving for college or retirement
If you should require additional guidance, you
can be referred to a financial professional for an
initial one-hour in-person consult at no cost.
Call the toll-free EAP line 24-hours a day, 7 days a week at
1-888-327-7401, or visit them online at www.guidanceresources.com
using the company ID “BFSEAP”.
46 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 47
Employee Assistance Program (EAP) Legal Services
As a Builders FirstSource team member, you may sign up for a discounted Legal Services plan
The EAP is available even to team members not Legal Support & Resources through MetLaw. Telephone and in-person legal consultations are available. Your coverage is
enrolled on a BFS Medical Plan. Talk to attorneys by phone. If you require portable, so you can continue to take advantage of low rates even if you leave Builders FirstSource.
representation, you’ll be referred to a qualified Covered services include:
The Employee Assistance Program (EAP) can attorney in your area for a free 30-minute • Credit card debt or debt collection defense
help you manage the daily stress of work, home consultation with a 25 percent reduction in
and family life. Team members and immediate customary legal fees thereafter. Call about: • Traffic tickets
family members can use the EAP free of • Divorce and family law • Purchase of a home or condo
charge. Guidance Resources offers face-to-face
consultations, over-the-phone consultations • Debt and bankruptcy • Landlord negotiations and lease review
and online resources. The EAP can help with: • Adoption
• Landlord/tenant issues
Confidential Counseling • Real estate transactions • Will and trust preparation
No-cost short-term counseling services • Civil and criminal actions • Power of attorney
available for relationship and other personal • Medicare/Medicaid questions
issues you and your family may face. Trained • Tax audits
clinical counselors are available telephonically Work-Life Solutions
or get a referral for up to five in-person Work-Life specialists will do the research for • Refinancing
counseling sessions per family member, per you, providing qualified referrals and customized • Estate planning
year for: resources for:
• Stress, anxiety and depression • Child and elder care For more information, visit info.legalplans.com and enter access code GetLaw
• Relationship/marital conflicts • Pet care or call 800-821-6400.
• Problems with children • Moving and relocation
• Grief and loss • Home repair PAYROLL DEDUCTIONS
• Substance abuse • Estate Planning, Wills WEEKLY BI-WEEKLY
Financial Information & GuidanceResources® Online $3.12 $6.23
Resources GuidanceResources Online is your one-stop for
Speak by phone with Certified Public expert information on the issues that matter
Accountants and Certified Financial Planners on most to you: relationships, work, school,
a wide range of financial issues, including: children, wellness, legal, financial, free time
• Getting out of debt and more.
• Credit card or loan problems
• Tax questions
• Saving for college or retirement
If you should require additional guidance, you
can be referred to a financial professional for an
initial one-hour in-person consult at no cost.
Call the toll-free EAP line 24-hours a day, 7 days a week at
1-888-327-7401, or visit them online at www.guidanceresources.com
using the company ID “BFSEAP”.
46 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 47
Identity Theft Protection Discounted Home & Auto
Access to identity theft protection is available on a voluntary basis through Allstate Identity Builders FirstSource provides you access to discounted Auto and Homeowners insurance through
Protection. In an always on, ever connected world, the risk of identity theft is real. There is a new MetLife. Your coverage will belong to you and stay with you, even if you leave the company, so you
identity fraud victim every two seconds. You can help protect yourself with Allstate Identity Protection can always take advantage of low rates. Homeowners insurance includes coverage for your house,
monitors millions of transactions every second, alerting you to suspicious activity by text, phone or condo or rental property. Residency restrictions may apply.
email. This protection is different than free credit monitoring and offers a full set of features to help
proactively protect you and your covered family members against identity theft. Auto insurance includes coverage for your automobile, boat, motor home or recreational vehicle. You
• Pay your Allstate Identity Protection premium via payroll deduction. may start or stop your coverage at any time during the year. Call MetLife at 800-438-6388 to sign up
today.
• In the event you retire or no longer work for the company, you are able to take this
benefit with you.
IDENTITY MONITORING CREDIT
TransUnion credit monitoring a
Allstate Digital Footprint a
Credit score tracking a
Auto-on monitoring a
Unlimited TransUnion credit reports and scores a
Rapid alerts a
Credit freeze assistance a
High-risk transaction monitoring a
Tri-bureau credit monitoring a
Social media reputation monitoring a
Credit lock (adult and child) a
Sex offender registry a
Annual tri-bureau report and score a
Credit and debit card monitoring a
Credit report disputes a
Bank account transaction monitoring a
401(k) investment account monitoring a
Student loan activity alerts a REMEDIATION
Financial transaction monitoring a Full-service, 24/7 remediation support a
Lost wallet protection a $1 million insurance policy† a
Digital exposure reports a Stolen fund reimbursement† a
Dark web monitoring a Tax fraud refund advance† a
Human-sourced intelligence a 401(k) and HSA reimbursement† a
Compromised credentials a
Data breach notifications a PAYROLL DEDUCTIONS
Deceased family member coverage a WEEKLY BI-WEEKLY
Mobile app a Employee Only $2.30 $4.59
Social media account takeover a Employeer + Family* $4.14 $8.28
IP address monitoring a * Covering one or more family members
48 • 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE 2021 BUILDERS FIRSTSOURCE MID-YEAR BENEFITS GUIDE • 49
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