2022 Employee BenefitsWE’RE IN THIS THING TOGETHER.

TAKE CARE OF YOURSELF, AND WE’LL HELP TAKE CARE OF YOU TOO.

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Benefits Review for 2021

• For us to keep costs under control and to keep our plan affordable to all of our employees we need to make sure we have programs in place to help keep our costs under control.

• Nearly 90% of employers believe their employees are confident in using their health benefits.

• However, only 52% of employees agree.

• This is why every year we host Open Enrollment meetings in the hope that our employees understand and learn the benefits that are available to them.

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• Active Enrollment – WHAT DOES THIS MEAN?

• You must go into myADP and elect your medical, dental, or vision elections regardless of if you are currently enrolled in the benefit or not. Or you will not have the benefit in 2022.

• You must also actively elect your FSA or Dependent Care FSA if you wish to have the account in 2022. Otherwise you will not have that benefit in 2022.

• Medical: HDHP Plan – Will now be referred to as the Health Savings Account (HSA) Health Plan

• Increase to employer HSA contributions – Employee only will now receive $500 and Employee +1 or more will now receive $1,000

• FSA vendor change – FIDELITY

• PPO deductible – increase from $1,100 to $1,300 and from $2,200 to $2,400

• HSA deductible – increase from $1,750 to $2,200 and from $3,500 to $4,200

• Medical Contributions will now be based on 15 salary bands

• Dental and Vision Plan contributions will remain the same for 2022

What to look out for in 2022!

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Let’s Talk HSAs• SMP gives an employer contribution to anyone enrolled in the High

Deductible Health Plan, now referred to as our Health Savings Account Health Plan or HSA Plan. $500 for Employee Only and $1,000 for Employee +1 or Family coverage.

• The most important thing is to know, what are the differences between an HSA and an FSA?

• The acronyms are confusingly similar. But, there are important differences between Health Savings Accounts (HSAs) and health care Flexible Spending Accounts (FSAs). The root of the difference is right there in the names:

There are also 5 key difference: Eligibility, Ownership, Portability, Growth, and Retirement

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Monthly Medical Contribution Amounts

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PPO (In-Network) HSA (In-Network)

*formally HDHP

Single Deductible $1,300 $2,200Family Deductible $2,400 $4,200

Single Co-Insurance 10% 10%

Family Co-Insurance 10% 10%

Single Out of Pocket Max $2,400 $3,950

Family Out of Pocket Max $4,600 $7,700 Retail RX Drugs

Tier 1Tier 2Tier 3Tier 4

$5$30$60$75

FREE Preventive Drugs Other RX Subject to Deductible & Co-

Insurance

PPO & HSA Medical Plans

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• REMINDER: To avoid this penalty, you must complete the following steps:

• Step 1: Have your provider contact AIM (High Tech Imaging Pre-Cert) at 1-888-953-6703 can also be found on the back of your Anthem BC&BS Id Card.

• Step 2: What happens next? Your provider works with AIM to review the services to ensure you are receiving the most clinically appropriate tests/procedures.

• Step 3: Then? Once your services are approved, your provider will coordinate with you on completing the tests/procedures.

• Step 4: What is the final step? The claims will be submitted to your insurance plan for payment. As long as the pre-authorization was completed between your provider and AIM, no penalty will apply.

*You may receive a phone call to go to the lowest cost nearby location to receive your image. This is optional.

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Step Therapy: You may need to try one or more other drugs before we’ll cover the one your doctor wants you to take.

Home Delivery: IngenioRx or CVS Retail Pick Up: All maintenance medications are required to be mail order or CVS Retail Pick Up for 90 day supply.

Preferred Generics Generics are required when available unless a Prior Authorization approval is received

from Anthem Quantity Limits

You may not exceed filling a maximum covered amount of pills Prior Authorization

Providers must obtain approval when prescribing certain medications Pharmacy Tiered Choice Network

Must use a Level 1 retail pharmacy. If a level 2 is used, there will be a $10 surcharge (PPO), or 10% surcharge (HSA)

Level 1: 25,000 pharmacies including CVS, Target, Walmart, Kroger, Safeway Level 2 includes: Walgreens, Rite Aid, Giant Eagle

Prescription Drug Programs: REMINDER

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• The PPO plan will continue to have a $0 copay for both general health and mental health services

• For Dermatology services the PPO plan will continue to be a $75 copay.

• The HSA plan will have the following: • General Health - $50 copay • Dermatology - $75 copay • Initial Visit with Psychiatrist - $200 copay • Ongoing Visit with Psychiatrist - $95 copay • Psychologist or therapist - $85 copay

• In order to maintain a qualified HDHP (as defined by IRS guidelines), you will still be required to pay a copay if you are enrolled under the HDHP. Under a HDHP, no other benefits aside from preventive care may be provided until the insured has met the deductible.

• Any employee and dependents enrolled in one of our two medical plans will have access to these services available through Teladoc. Must be 18 years old to access Mental Health through Teladoc.

REMINDER: Teladoc

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Anthem’s Care & Cost Finder Tool & Emergency Room vs Urgent Care

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SMP Wellness: Drive Your Health Forward

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Family Friendly Benefits: Vendor Reminder

Vs.

Progyny (Fertility) Maven (Maternity & Parental Support)

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Vendor is Fidelity for 2022: Tax-favored medical spending account for qualified medical expenses.

Use-it or Lose-it (carryover exception up to $550) Funds are available on January 1st

Claims Run Out Period: You may submit claims with a 2021 date of service through March 31, 2022. (This will be done with current vendor Anthem)

Active Enrollment: Employees must make a Health Care FSA election during Open Enrollment to have a 2022 HC FSA

HC FSAHealth Care Flexible Spending Account

Maximum 2022 HC FSA ContributionsIndividual $2,750

Family $2,750

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DC FSADependent Care Flexible Spending Account

Maximum 2022 DC FSA Contributions*Individual $5,000 Family $5,000

Vendor change for 2022: FIDELITY

Tax-favored dependent care account for qualified dependent care expenses such as day care or elder care.

Use-it or Lose-it

Funds are available as they are contributed to the account

Employees must make a DCRA election during Open Enrollment to have a 2022 DC FSA

* Per Household Limit

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Health Savings Account (HSA)Health Savings Account Health Plan Participants

Only Vendor is Fidelity You will access your account through your current Fidelity

netbenefits.com for your 401k username and password.

*You must open your Health Savings account through NetBenefits in order to receive any contributions. Including the employer contribution if you are choosing to not contribute.

What is an HSA?• Tax-favored account, offered in conjunction with a High

Deductible Health Plan

HSA Advantages• Owned by the employee/ portable • Funds roll over and accumulate• Funds may be invested • May be used for Medicare premiums

Eligibility:• All employees enrolled in the

Health Savings Account Health Plan will automatically be enrolled into an HSA account in order to receive the SMP employer contribution.

• You must be enrolled in the HSA

• You must NOT be enrolled in Medicare

TRIPLE tax savings: • Tax FREE contributions• Tax FREE interest• Tax FREE spending (for qualified

expenses)2022 IRS Limits for HSA• Employee Only: $3,650• Employee +1 or more: $7,300• Employee’s Age 55+: additional $1,000

• Minus employer contribution

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Company Paid Life Insurance:

1.5x your Basic Annual Earnings, up to a maximum of $1,000,000. No medical questions asked. Benefits are reduced at age 70 and at age 75.

Basic Life Insurance

*There is no change to your Accidental Death and Dismemberment (AD&D) insurance.

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Optional Life Insurance• You will have the opportunity to enroll in or make

changes to your Optional Life Insurance:

o Employee (1x or 2x your annual salary)

o Spouse (1/2 of your election or .50x or 1x your annual salary)

o Child(ren) ($10,000)

o If you enroll after you’re a new hire you must complete an EOI (evidence of insurability) in order to receive your full election.

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Reliance Standard / Matrix Disability and FMLA

Short Term Disability (STD): 26 weeks See your local HR representative about your salary continuation

benefit.

Long Term Disability (LTD): 6 months (leaving employee on medical coverage while out)

To file a claim, download the Matrix Absence Management eServicesMobile app, go to matrixabsence.com or call (877) 202-0055.

Disability and FMLA

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Reliance Voluntary Benefits

For plan information and rates visit reliancestandard.com and myADP.com

• Accident Insurance (Employee, Spouse and Child coverage)

• Critical Illness Insurance (Employee, Spouse and Child coverage)

• Hospital Indemnity (Employee, Spouse and Child coverage)

• Short Term Disability (Employee coverage only)

• To enroll in these voluntary plans you will do so through your myADP portal.

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Mental Health Vendor - Joyages

Joyages – Mental Health Solution App

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Reminder: SMP Paid Family Time Off

• All benefit eligible employees will have access to the following paid time off to bond with a new child: Parental Leave Update and addition of Miscarriage Leave for 2022!

No. of weeks

Maternity Leave (child-bearing parent) 16 weeks Parental Leave (non-child bearing parent) 6 weeks Adoption Leave

Primary Caregiver 12 weeks Secondary Caregiver 3 weeks

Foster Leave 1 week

• All leaves must be reported to HR. The employee and manager can see their local HR representative for a copy of the policy and for a leave request form and employee/manager checklist.

• New in 2022! Miscarriage Leave: If you are a woman in your first trimester and experience a loss, you would receive 5 days of paid leave. If the miscarriage occurs in the second or third trimester, you would receive 10 days of paid leave. Please notify your local HR representative to request this leave.

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You can log into your Retirement accounts through netbenefits.fidelity.com

• Employee Deferral Contributions • Auto re-enroll: If you are currently not contributing, you will be automatically be re-enrolled at

the beginning of each year at a 6% deferral rate.

• Auto-Increase: Your pre-tax deferrals will automatically increase by 2% at the beginning of each year up to a maximum deferral percentage of 12%

• Effective January 1st, 2022, unless you opt out

• Catch-up Contributions • SMP will withhold a percentage of your paycheck for 401k contributions based on your election

in Fidelity’s NetBenefits. Once you reach the IRS limit, we will stop your 401k contributions for the remainder of the year.

Retirement Benefits - 401k

• Please note, in the past you had to elect to make catch-up contributions.

• This year we have simplified the process by including those 50 years old and over in catch-up contributions. If you do not want to make contributions above $19,500 you just need to change your contribution to 0% in NetBenefits once you have contributed $19,500.

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401k / ESOP netbenefits.com (Fidelity)

Life Insurance and AD&D (Company Paid / Voluntary)my.adp.com

Health Savings Account (HSA) netbenefits.com (Fidelity)

Restricted Stock (EVA Tier 2C level or higher) Benefits.ml.com

Reminder: Beneficiary Checklist

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Open Enrollment Kits Available on SMPbenefits.com Mailed to your home.

You MUST log on to my.adp.com, or, the ADP mobile App and make an ACTIVE election if you want:

Medical, Dental, Vision OR:

Flexible Spending Account or Dependent Care Flexible Spending Account

If you do not make an active election this year you will not have any of these benefits in place for 2022.

More information coming soon: 2022 Wellness Program in January 2022 HSA and FSA through Fidelity education before the end of the year! Please take a look at the flyer in your Open

Enrollment Kit to see the differences between an HSA and FSA.

If you have a Boston Mutual Whole Life Policy, payroll deductions will end on 12/31/2021. You will have to reach out to Boston Mutual to convert your policy and pay them directly.

2022 Open EnrollmentOctober 25th through November 5th

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Questions?

Contact your Benefits Team or your local Human Resources with any Open Enrollment Questions!