Employee Benefit Guide 2020

CHOOSING YOUR BENEFIT PATH

2020 Benefit Guide

Annual Enrollment 2020: December 2 – December15
Effective January 1,2020

TABLE OF CONTENTS

INTRODUCTION- CHOOSEYOUR PATH.................................................................................................................... 3
MEDICAL, DENTAL & VISION ELIGIBILITY AND ENROLLMENT.................................................................................... 4
CRACK THE CODE ON BENEFITS TERMS................................................................................................................... 5
CHANGE IN STATUS ............................................................................................................................................... 6
SECTION 125: PRE-TAX SAVINGS ............................................................................................................................ 6
MEDICAL PLAN NETWORK INFORMATION .............................................................................................................. 7
MEDICAL PLAN OPTIONS ....................................................................................................................................... 8
HEALTH SAVINGS ACCOUNT .................................................................................................................................. 9
CONNECTCARE3 .................................................................................................................................................. 11
PHARMACY BENEFIT PROGRAM .......................................................................................................................... 13
EBMS ANYTIME ACCESS .............................................................................................................. 14
DENTAL BENEFIT OVERVIEW................................................................................................................................ 15
VISION BENEFIT OVERVIEW ................................................................................................................................. 16
GUARDIAN ONLINE RESOURCES........................................................................................................................... 17
SUPPLEMENTAL SHORT-TERM DISABILITY INSURANCE.......................................................................................... 19
SUPPLEMENTAL LIFE INSURANCE ......................................................................................................................... 20
RETIREMENT BENEFITS........................................................................................................................................ 21
PHYSICAL THERAPY TREATMENT BENEFIT ............................................................................................................ 21
CONTINUING EDUCATION-THERAPIST ONLY......................................................................................................... 21
PAID TIME OFF (PTO)........................................................................................................................................... 22
HOLIDAYS OBSERVED .......................................................................................................................................... 22
NOTES ................................................................................................................................................................ 23
KEY CONTACTS.................................................................................................................................................... 24

Important Notice
The Company has made every attempt to ensure the accuracy of the information described in this
enrollment guide. Any discrepancy between this guide and the insurance contracts or other legal
documents that govern the plans of benefits described in this enrollment guide will be resolved
according to the insurance contracts and legal documents. This enrollment guide creates neither
an employment agreement of any kind nor a guarantee of continued employment.

INTRODUCTION

In recognition of your work and contribution as a member of our team, we are happy to be able to offer a
comprehensive and competitive benefits package.

When determining which benefit options to utilize, consider which best fit your personal needs and complement
your life. This guide provides an overview of the benefit options and enrollment information to assist you as you
choose your benefits. If you have questions not answered in this guide or need additional details, please contact
Teresa Challans at 406-756-1128, ext. 312.

OUR BENEFITS PACKAGE INCLUDES:

• Medical Insurance
• Health Savings Account (HSA) Option
• Retirement Benefits
• Paid Time Off
• Continuing Education for Therapists & Therapist Assistants
• Physical Therapy Treatment

SUPPLEMENTAL BENEFITS INCLUDE:

• Dental
• Vision
• Short-Term Disability
• Life Insurance

MEDICAL, DENTAL & VISION ELIGIBILITY AND
ENROLLMENT

Who’s Eligible for Coverage?

Full time employees, who work a minimum of 30 hours per week, and their eligible dependents can participate in
Health & Rehab Solutions medical, dental and vision benefits. Eligible dependents include:

• A spouse
• Any child under the age of 26
• Any child that is disabled and incapable of self-support, regardless ofage
If you’re covering dependents, you may be required to provide proof of eligibility for your dependents. After you
enroll, you will receive all necessary eligibility and documentation requirements. Our benefit representative may
conduct a dependent eligibility audit at any time. Eligible dependents are defined as a lawful spouse and/or
child(ren). “Child(ren)” include but are not limited to, natural child(ren), legally adopted child(ren), child(ren) for
whom the employee is a court-appointed legal guardian, foster child(ren), and/or stepchild(ren) who
permanently resides with the employee. Benefits for a dependent child(ren) will continue until the last day of
the calendar month in which the limiting age is reached.

When am I Eligible for Coverage?

For medical, dental and vision insurance, the waiting period is 60 days from the first of the next month immediately
following start date. For example, if your first day is January 13th, your benefits would start 60 days from February
1st, i.e. April 1st.

When Can I Enroll?

There are 3 times in which you are able to enroll in benefits:

1. At start of employment with the company. If you choose not to enroll at the start of your employment, you will
be required to wait until the next Open Enrollment to enroll.

2. At Open Enrollment. Open Enrollment occurs in December of each year, at which time, full-time employees
are given the opportunity to enroll or make benefit election changes. During open enrollment eligible
employees may add or drop dependents, add or drop coverage, or change current levels ofcoverage.
a. NOTE: Every year prior to Open Enrollment, you will receive an open enrollment flyer as well as be
notified via Fuse, announcing the Open Enrollment session. Additionally, email reminders will be sent
to managers. Currently enrolled employees will be automatically re-enrolled in the plan closest to
their existing coverage, unless they request a change in their coverage duringOpenEnrollment.

3. Due to a qualifying change in status, which is discussedin the “Change in Status” section of the guide.

4

CRACK THE CODE ON BENEFITS TERMS

Before diving into your benefit choices for this year, here are some definitions of common health insurance
terms.

Premium The person’s monthly cost for the insurance.

Deductible The dollar amount that must be paid by the individual before the insurance
Network company will begin covering qualified expenses.
A group of doctors, hospitals, labs, and other providers that the health
Health Savings Account (HSA) insurance company contracts with. In-network providers are typically
encouraged through improved access or discounted fees.
Copay
Coinsurance A personal savings account that can be used for qualified
In-Network Out-of-Pocket health care expenses. For those who enroll in the HSA
Maximum medical plan with no other first dollar coverage.

A predetermined dollar amount paid by the patient when
seeing a provider, purchasing prescriptions, or using other
healthcare services.
The percentage split, between the insurance company and the patient,
paid for covered healthcare services.

This is the maximum amount an individual will pay for covered healthcare
services for the year. Once the out of pocket max has been met, the plan
will cover the remaining qualified medical expenses at 100%. All copays,
deductibles and co-insurance accumulated to the out of pocket
maximum.

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CHANGE IN STATUS

Outside of new hire or open enrollment, the only time an individual can change their plan benefits is when a
qualifying event occurs. Below is a list of the various qualifying events that would allow for a change of status:

• A change in your legal marital status (such as marriage, divorce, or death of spouse);
• A change in the number of dependents (such as birth, adoption of a child, or death of a dependent);
• A change in your or your spouse’s employment status, (including commencement or termination of

employment, a leave of absence, or a change from full-time to part-time status, andvice-versa);
• Your dependent newly satisfying or ceasing to satisfy an eligibility requirement for coverage as a dependent;
• Change of address that limits or restricts network access;
• Loss of other coverage;
• The insured individual or dependent loses coverage under Medicaid or a state child health plan

and requests coverage under the group health plan within 60 days of the loss of coverage *;or
• The insured individual or dependent has become eligible for a premium assistance subsidy under

the group health plan through Medicaid or a state child health plan and requests coverage under
the group health plan within 60 days of becoming eligible for assistance.*

* These qualifying events were added with the April 2009 enactment of the Children’s Health
Insurance Program Reauthorization Act (CHIPRA).

A change in election is permitted only if it corresponds with the Change in Status that affects eligibility for
coverage under a benefit plan. For example, a change in residence will only entitle an individual to a change in
election if, as a result of the change in residency, an affected individual is no longer eligible for a benefit for which
they were previously enrolled.

If you experience a Change in Status/Qualifying Event and wish to make changes to your current elections, you
must notify our company’s benefit representative in writing within 31 days of the Change in Status.

SECTION 125: PRE-TAX SAVINGS

A section 125 plan allows a company the ability to offer the option to purchase medical, vision, and
dental insurance with pre-tax dollars. This rule is named accordingly because it is contained in section
125 of the Internal Revenue Code. (A section 125 plan is also commonly referred to as a premium plan
only or a cafeteria plan.)

Our company provides you the opportunity to pay your contributions for medical, dental and vision with pre-tax
dollars through the Section 125 Premium Only Plan. Those enrolling in these benefits will automatically be
enrolled in a section 125 benefit unless otherwise instructed. Should you decide not to participate in this
benefit, you are responsible for notifying our company’s benefit representative in writing.

MEDICAL PLAN NETWORK INFORMATION

The next page is a summary of the Medical benefits. Please review this information carefully so that you can make
the choice that best meets the needs of you and your family.

NETWORK NAME

Our medical plan is administered by Employee Benefit Member Services (EBMS). The network provider,
specific to each state, is listed below:

• Arizona's Network Provider is: First Health - www.myfirsthealth.com
• Colorado's Network Provider is: Cofinity - www.cofinity.net
• Montana and Washington's Network Provider is: First Choice -www.fchn.com
If you have any questions regarding your network, please call EBMS at 1-800-777-3575.

FINDING A PROVIDER

Using an in-network provider is the most cost-effective way to maximize your benefits. Our medical plans
give you access to an extensive network of providers. For the most current provider listing, access the
website at www.ebms.com and select “Find a Doctor.” Then enter your zip code to find an in- network
provider nearest to you.

7

This is a summary of benefits only. Please refer to the plan summary and Summary Plan Document (SPD) in the enrollment
packet for benefit details.

MEDICAL PLAN OPTIONS

The employer will pay approximately 75% of the employee only premium. Dependents are not paid for by the
company but can be added to the plan at the employee’s expense.

The company provides two options for medical coverage: A traditional plan with a lower deductible or a
high deductible plan with a Health Savings Account (HSA). To assist you in deciding which plan option is
best for you, a comparison table of the two plans is provided below:

Medical Benefits

Benefits Option 1: Traditional Option 2: $3,000 HSA

Deductible Individual $1,000 $3,000
(Calendar Year) Family $2,000 $6,000

Coinsurance 80/20 100/0

Out of Pocket Individual $3,000 $3,000
Maximum Family $6,000 $6,000

Office Visit $35 co-pay Deductible applies

Preventive Care Certain preventive services are covered at 100% as per Federal
Healthcare Reform Guidelines
Well Child Care

Emergency Room Care Deductible and coinsurance Deductible applies
apply.

Prescription Rx Deductible None Preventive Medications now
Drug Coverage Generic $10 co-pay paid prior to medical
Preferred $35 co-pay deductible. Subject to
Non-preferred $60 co-pay applicable copay.
Specialty
$250 co-pay All other medications paid at
Mail Order 100% once medical
2 times retail co-pay for 90-day
supply deductible is satisfied.

Out of Pocket Maximum includes deductible

Medical Traditional Plan Premiums- Medical HSA Plan Premiums-
Monthly Cost Monthly Cost

Company Emp Total Company Emp Total

Single $376.33 $125.44 $501.77 Single $259.58 $98.52 $394.10
Emp/Spouse $376.33 $627.20 $1,003.53 Emp/Spouse $259.58 $492.62 $788.20
Emp/Children $376.33 $677.38 $1,053.71 Emp/Children $259.58 $532.03 $827.61
Family $376.33 $1,179.16 $1,555.49 Family $259.58 $926.13 $1,221.71

HEALTH SAVINGS ACCOUNT

In conjunction with our qualified High Deductible Health Plan, a Health Savings Account (HSA) through Health
Equity can be established. Your contribution to the HSA is made through pre-taxed payroll deductions. In
addition to your contribution, the company will match up to $40.00 per month to each eligible employee's
HSA account.

An HSA can be used by the individual to pay for any health care expenses that are not paid by the High Deductible
Health Plan. In addition, the HSA can be used to pay for other qualified medical expenses such as dental, vision, laser
eye surgery, hearing aids and over-the-counter medication that are prescribed by a doctor. Please note that over the
counter (OTC) medications require a prescription in order to be eligible for reimbursement. For more information on
eligible expenses, please review IRS Publication 502 on www.irs.gov.

Maximum contributions to an HSA per Calendar Year are as follows:
• $3,550 for Individual
• $7,100 for Family
• $1000 Catch Up Contribution for Individuals 55 and Older

In addition to payroll contributions, an employee is allowed to make personal deposits into the HSA. However,
when doing so, be cautious to avoid over funding the account beyond the annual maximums.

Key Benefits of an HSA

• Deposits into the HSA are exempt from federal and state income tax.
• The money deposited into the HSA belongs to the individual regardless of who deposited it. The money in

the HSA stays with the individual even if they change jobs or switch health plans.
• HSA funds can be used to pay for current and future qualified medical expenses (there's no "use it or lose it"

rule).
• You can use your HSA to pay for qualified medical expenses for your spouse and taxable dependents, even if

they are not covered under your high-deductible health plan.

HSA Eligibility Guidelines

IRS guidelines state than an HSA eligible individual is anyone who:

• Is covered by an HSA-qualified High Deductible Health Plan(HDHP).
• Cannot be claimed as a dependent by another person.
• Isn’t covered by any other health coverage except what is permitted (accident, disability, dental care, vision

care, and long-term care) or an additional non-HDHP insurance program such as an HSA plan or traditional
insurance (for example: cannot also be covered under spouse’s plan).
• Is not enrolled inMedicare.
• Following enrollment in Medicare, contributions to HSA must cease. However, the accumulated funds in the
HSA up to the point of Medicare enrollment can still be used for expenses asoutlined.

Contributing to Your HSA

Estimating your HSA monthly contribution can be somewhat confusing. The below table has been created to assist you in

calculating your monthly contribution based on estimated expenses and expenses from the following year.

Annual Expense Estimate Worksheet Actual Expenses Last Year Estimated Expenses New Year

Medical $ $
$ $
Co-pays / Expenses $ $

Prescriptions $ $
Physician Visits $ $
Hospital Visit Co-pays/Expenses $ $
(including Emergency) $ $
Laboratory testing/Expenses
Deductible Expenses $ $
Over-the-counter prescription (Prescribed by a doctor) $ $
Over-the-counter items (Ex; Blood Pressure Cuff, Splints, etc.) $ $
$ $
Vision $ $

Eye Examination $ $
Eyeglasses $ $
Contact Lenses and Solution
LASIK Surgery
Other expenses

Hearing

Hearing Examination
Hearing Aid & Batteries

Dental

Co-pays / Expenses

Dental Visits $ $
Fillings $ $
Major Work (root canals, crowns, dentures, etc.) $ $
Orthodontia (braces) $ $
Deductible Expenses $ $
Other Expenses $ $

Total Annual Amounts

Tips to Help you Maximize your Savings

1. If you have questions about eligible expenses, the HSA website provides access to a list of
available resources www.healthequity.com.

2. Plan ahead for major expenses; HSA is a great way to pay for major expenses such as Lasik surgery or
dental work.

PHARMACY BENEFIT PROGRAM

YOUR PHARMACY/PRESCRIPTION BENEFITS THROUGH EBMS

Your EBMS medical plan includes pharmacy benefits provided through Nativus Health Solutions, the chosen
pharmacy benefits manager. When you need a prescription filled, present your EBMS ID card at a participating
pharmacy. Simply pay the co-payment and get up to a 30-day supply of medication. Visit www.ebms.com to
locate a pharmacy and for more detailed information.

PHARMACY BENEFIT PROGRAM

All prescription drugs are divided into tier groups. Generic, Brand Preferred, Brand Non-Preferred and Specialty.
The group your prescription falls into will determine your copayment. Generic substitutions are available for
many brand-name drugs.

Pharmacy benefits are administered by Nativus Health Solutions. You can obtain information on plan benefits, locate
a participating pharmacy, and access drug information by visiting the EBMS website at www.ebms.com.

MAIL ORDER PROGRAM

If you take maintenance drugs that are required on an ongoing basis, we recommend that you have them refilled
through the mail order program. Using the mail order program is cost effective for both you and your employer.
Those savings are passed to you through lower copays. You also have the added convenience of timely delivery
to your home. All mail order prescriptions are filled by registered pharmacists and are processed and shipped via
UPS or US Mail.

Ordering and refill procedures are easy to follow through your choice of Internet access or toll-free telephone
assistance. Contact EBMS at [email protected] or toll free at 1-866-894-1496.

When starting a new mail order prescription, remember that processing and delivery time may take up to ten
days. You may want to ask your doctor to write two prescriptions – one for a one-month supply to fill retail and
one for a three-month supply with refills for mail order.

DISCOUNTED MEDICATIONS

Many retail pharmacies offer discounted generic prescriptions. Check the websites of your favorite retail
pharmacies – they may offer these discounts and can potentially cut the cost of your prescription in half.

9

This is a summary of benefits only. Please refer to the plan summary and Summary Plan Document (SPD) in the
enrollment packet for benefit details.

SUPPLEMENTAL DENTAL BENEFIT OVERVIEW

Dental insurance is provided through Guardian Life and is a voluntary benefit, where the employee pays the full cost of the
premium. Employees can opt to not enroll in this benefit. An overview of dental coverage and monthly premium rates for
your state can be found in the following tables.

For All Employees

Benefits Coverage

Deductible Individual $50 per covered individual
$1,000 per covered person
Maximum Annual Benefit
100%; after deductible
Preventive
80%
Basic
50%
Major

Employee Only Dental Rates per Month

$32.19

Employee + Spouse $65.86

Employee + Child(ren) $77.71

Employee + Family $118.57

SUPPLEMENTAL VISION BENEFIT OVERVIEW

Vision insurance is also provided through Guardian Life and is a voluntary benefit, where the employee pays the full cost of
the premium. Employees can opt to not enroll in this benefit. An overview of vision coverage and monthly premium rates
for your state can be found in the following tables.

For Montana, Colorado & Washington Employees

Insured by: Guardian Life (VSP)

Benefits In-Network Coverage Frequency

Exam co-pay $10 12 months
Materials co-pay $25
Frames Up to a $150 allowance 12 months
Lenses Covered in full 12 months
Contacts $130 allowance in lieu of frame/lens benefit 12 months

Vision Rates per Month

Employee Only $13.19
Employee + Spouse $22.19
Employee + Child(ren) $22.83
Employee + Family $35.82

For Arizona Employees

Insured by: Guardian Life (Davis)

Benefits In-Network Coverage Frequency

Exam co-pay $10 12 months
Materials co-pay $25
Frames Up to a $150 allowance 12 months
Lenses Covered in full 12 months
Contacts $130 allowance in lieu of frame/lens benefit 12 months

Vision Rates per Month

Employee Only $7.22
Employee + Spouse $12.16
$12.39
Employee + Child(ren) $19.61
Employee + Family

GUARDIAN ONLINE RESOURCES

Search for Vision/Dental Providers

To search for a dental
provider, go to
www.guardiananytime.com.

1. Select “Find a Dentist”
2. Select Plan Type: PPO
3. Enter Zip or City & State
4. Select Mile Range
5. Click Search

To search for a vision provider,
go to
www.gaurdiananytime.com.

1. Select “Find a Vision Provider”
2. Select Plan Type: PPO
3. Enter Zip or City & State
4. Select Mile Range
5. Click Search

12

www.GuardianAnytime.com

Overview of our easy-to-use web tools available 24/7

Online Tools for Members & Dependents

Enroll & Manage Benefits

• Check status of an Evidence of Insurability application
• Review benefits information
• Access your confirmation of benefits information (summary of all of your existing coverages)
• Update contact information
• Update dependent’s student status
• For dental plans, estimate the cost of dentalcare

Claims Information

• Submit short term disability claimonline
• Receive e-mail alerts when a response to a dental claim is availableonline
• View claims status

Forms & Plan Materials Online

View, print & download or e-mail:
• ID cards
• Forms
• Certificate booklets
• Customized provider directories
• And more!

Discounts & Savings

Access significant discounts on goods & services, from home office supplies to flowers!

SUPPLEMENTAL SHORT-TERM DISABILITY
INSURANCE

What is Short Term Disability?

Short-Term Disability is insurance coverage for an illness or an injury that prevents a person from working entirely or at
full capacity for a period of time that is usually six months or less. Short-term disability insurance provides financial
protection for lost wages in the event the insured incurs a short-term disability, including pregnancy. This is a voluntary
benefit, and the employee pays the full cost of the premium. Employees can choose to not enroll this benefit.

Who is eligible for Short-Term Disability?

Employees who are full time, working a minimum of 30 hours, and have completed 12 months of employment will be
eligible to enroll in Short Term Disability.

Short Term Disability Overview

• If elected, the Short-Term Disability insurance will provide coverage for a maximum of 13 weeks

and will start paying after the 8th days of illness, injury or birth of achild.

• The amount that you elect from the insurance company cannot exceed 60% of your gross monthly salary.
• If your disability is due to a pre-existing condition, coverage could be declined. It is important to note that pregnancy is

considered a pre-existing condition and therefore you would need to be enrolled in the Short-Term Disability insurance,
prior to pregnancy to receive the benefit. The Hartford, the carrier for Short-Term Disability, may make an exception and
provide a maximum of 4 weeks of coverage.*

* Assumes all eligible employees can enroll in the plan and/or increase existing benefits without providing evidence of insurability
during the scheduled initial enrollment period and subsequent enrollment periods occurring annually thereafter. Pre-existing
condition limitations apply. Annual Open Enrollment necessitates that pre-defined enrollment experience practices are
agreed to be implemented by the employer.

Short Term Disability Rates

UNDER 35 Monthly Rates Per $100 of Weekly Benefit
36 - 49
50 - 59 13 Weeks Benefit Duration
60+ $11.79
$6.69
$10.76
$14.49

SUPPLEMENTAL LIFE INSURANCE

Who is eligible for Supplemental Life Insurance?

Supplemental Employee Life Insurance may be purchased by full time employees, who work a minimum of 30 hours. This
is a voluntary benefit, and the employee pays the full cost of the premium. Employees can choose to not enroll this
benefit.

When am I Eligible for Coverage?

For supplemental life insurance, the waiting period is 60 days from the first of the next month immediately following hire.
For example, if your first day is January 13th, your benefits would start 60 days from February 1st, i.e. April 1st.

Supplemental Life Insurance Coverage & Rates

Insurance coverage must be selected in increments of $10,000. Rates for coverage should be calculated by the amount
indicated by your Age Band Rate (see table below) and then multiply by the number of increments. For example, if you are
wanting to have $10,000 in coverage, first determine how many increments that would be ($10,000 / $1,000=10). Then
using the table below, find your Age Band Rate and multiple the rate by the number of increments. For a 31-year-old, this
would be x 10 increments which equals $0.46 a pay period to receive $10,000 in coverage.

Supplemental Life

Supplemental Life - Age Rate per $1,000
Employee Band Smoker/Non-Smoker
<25 0.05
Rate Guarantee: 3 years 25 - 29 0.041
30 - 34 0.046
35 - 39 0.068
40 - 44 0.103
45 - 49 0.17
50 - 54 0.273
55 - 59 0.379
60 - 64 0.512
65 - 69 0.741

70 - 74 1.295

75+ 3.725

Short Term Disability and Supplemental Life Additional Benefits

The following benefits are included at no additional charge when you sign up for STD and/or Supplemental Life:
• Ability Assist®Counseling Services

PROFESSIONAL SUPPORT FOR YOU AND YOUR FAMILY, INCLUDING SPOUSE AND DEPENDENTS.

• BeneficiaryAssist®CounselingServices

PROFESSIONAL HELP AFTER A LOSS OR TERMINAL ILLNESS.

• Estate Guidance® Will Services

CREATE A SIMPLE WILL FROM THE CONVENIENCE OF YOUR DESKTOP.

• Funeral Planning and ConciergeServices

RESOURCES TO HELP YOU MAKE CONFIDENT, INFORMEDDECISIONS.

• Health ChampionSMHealthCare Support Service

RETIREMENT BENEFITS

The retirement benefit currently available to employees is a 401k plan through American Funds, with DA Davidson as
the plan administrator. Any employee at least 21 years of age and who has completed 12 months of employment with a
minimum of 1,000 work hours will be eligible for enrollment. Employees can elect to open a 401K account the following
quarter in which they become eligible with American Funds through DA Davidson.

The company will match contributions up to 3% of compensation, plus 50% of the amount contributed by the employee
that exceed 3%, but not exceeding 5% of compensation.

PHYSICAL THERAPY TREATMENT BENEFIT

All employees will receive 10 physical therapy treatments at no cost each calendar year to be used by themselves or an
immediate family member. There is no waiting period for this benefit.

CONTINUING EDUCATION-THERAPIST ONLY

Continuing Education (CE) is clinical professional development of the therapist as outlined by the state boards of
Physical or Occupational Therapy. CE may be delivered during or outside regular working hours and may or may not be
held at an employee’s specific clinic. CE is non-paid time as part of the state license requirement and complies with the
regulations laid down therein.

The company offers a benefit to all licensed Therapists as below for course related expenses:

• A full-time (30 hours or more) PT/OT/PTA/COTA is entitled to unlimited CE funds.
• A part-time (20-29 hours) PT/OT/PTA/COTA is entitled to $500 per year.

Please refer to the Continuing Education policy for further details on using this benefit.

PAID TIME OFF (PTO)

PTO is available to full time employees only and is accrued with each hour worked. You will start accruing 90 days from
your full time start date and will not be able to use PTO until it has been accrued. There are 4 tiers for PTO accrual,

which are determined by your length of employment. The table below provides details regarding each tier.

Annual Annual
Accrual /
Total Carryover

Accrual Rate Per Pay Annual Holiday Days Max

Benefit Type Period Hours Required Available

SALARIED CLINICAL STAFF @ 40 HOURS / WEEK

PTO Tier 1 5.24 0 17 160
PTO Tier 2 6.16 0 20 160
PTO Tier 3 7.08 0 23 160
PTO Tier 4 8.00 0 26 160
HOURLY STAFF @ 40 HOURS / WEEK
PTO Tier 1 17 160
.0654 x hours worked 0

PTO Tier 2 .0770 x hours worked 0 20 160
PTO Tier 3 .0885 x hours worked 0 23 160
PTO Tier 4 .1000 x hours worked 0 26 160

PTO Tier 1 SALARIED ADMIN STAFF @ 40 HOURS / WEEK 17 160
PTO Tier 2 3.39 6 20 160
PTO Tier 3 4.31 6 23 160
PTO Tier 4 5.23 6 26 160
6.16 6

HOLIDAYS OBSERVED

l facilities close for the following 6 Federal holidays:

New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day

If the holiday date falls on a Saturday, then typically the holiday will be observed on Friday. If the holiday date falls on a
Sunday, then typically the holiday will be observed on Monday.

21

NOTES

22

KEY CONTACTS

For Questions About Contact Call Visit/Email

Medical/Prescription Drug EBMS 800.779.3575 www.ebms.com
Dental Guardian Life 888.482.7342 www.guardiananytime.com
Vision Guardian/VSP 888.482.7342
Life Insurance The Hartford 860.624.0670 www.vsp.com
Short-Term Disability The Hartford 860.624.0670 www.thehartford.com
Health Savings Account Health Equity 866.346.5800 www.the hartford.com
401k DA Davidson 406.752.6212 www.healthequity.com
HRS Benefit’s Officer Teresa Challans 406.756.1128
[email protected] oramericanfunds.retirementpartner.com
Benefit Advisor Leavitt 877.343.1060
[email protected]
www.leavitt. com
Sarah Harne

[email protected]