A Guide to Your Employee Benefits 2022

A Guide to Your

Employee Benefits

2022

City of Winston-Salem’s Mission, Vision and Values

Our MissionThe City of Winston-Salem provides quality, affordable services that ensure the health, safety and well-being of citizens, while

collaborating throughout the community to ensure its economic, social and environmental vitality.

Our VisionA municipal government deserving of public confidence, that

provides excellent and innovative services, and is an active and cooperative partner in creating a vital community.

Our ValuesOpenness Integrity

Equity Accountability

TeamworkRespect for all citizens

Fiscal soundnessContinuous learning and improvement

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Guide to Your Employee Benefits | 2022

City of Winston-Salem’s Four Keys To Service Excellence

ONE TEAM Partner and develop positive relationships with customers

Remember TEAM (Together Everyone Achieves More!)

CUSTOMER-FOCUSEDCultivate a positive customer impression

Practice being proactive, timely, responsive and helpful Dedicate yourself to customer satisfaction

PROFESSIONALISMCommunicate effectively

Embrace change & encourage flexibility

OWNERSHIP & ACCOUNTABILITY Exercise innovative thinking

Treat everyone with dignity & respect Exemplify pride in your job and City

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EligibilityAs a City of Winston-Salem employee, you are eligible for benefits if you are a full-time employee or you have been certified for benefits. Benefits are effective the first day of the pay period following your 1st day of employment.

Eligible dependents may be enrolled in benefits. Your eligible dependents include your legal spouse and your children up to age 26.

Once your benefit elections become effective, they remain in effect until the end of the year. You may only change coverage during annual enrollment each year or within 30 days of a qualifying life event.

Qualified Life Events Generally, you can only change your benefits during the annual enrollment period. However, you can change your benefits during the year if you have a qualifying life event (QLE). QLEs include:

• Getting married• Getting divorced or legally separated• Birth, adoption, or placement for adoption of an

eligible child• Death of your spouse or covered child• Change in your or your spouse’s work status that

affects benefits eligibility (for example: starting a new job, leaving a job, changing from part-time to full-time, a strike or lockout, starting or returning from an unpaid leave of absence)

• Change in residence or work site that affects your eligibility for coverage (for example: moving out of a medical plan’s network area)

• A significant change in your or your spouse’s health coverage attributable to your spouse’s employment

• A change in your dependent’s eligibility for benefits (For example: A dependent child turning 26)

• Becoming eligible for Medicare or Medicaid during the year

You can enroll adult children up to age 26 on your medical, dental, vision, accident, critical illness, hospital indemnity and life insurance plans regardless of student or marital status. A handicapped/disabled child who is incapable of self-support may continue to be covered regardless of age if coverage is in effect when the child reaches age 26.

Documentation such as a copy of your dependent’s birth certificate, legal document establishing custody, guardianship or foster care; or marriage certificate indicating dependent’s name is required as proof of coverage eligibility.

If you have a QLE change, you must notify Human Resources within 30 days of the change. Depending on the type of change, you will be required to provide proof of the change (for example: a copy of a marriage certificate or birth certificate). If you do not notify Human Resources within 30 days, you will have to wait until the next annual enrollment period to make benefit changes unless you have another QLE. Any changes you make to your benefits must be directly related to the QLE.

When Coverage EndsAll benefits end the last day of the month following a qualifying event change or separation of employment. Coverage ends on the actual date of death of employee or dependent.

Address ChangesIf you have an address change, please notify Human Resources by completing a Change of Personnel Information Change Form, located on the Employee Center website.

Beneficiary ChangesTo ensure we honor your intentions, please make sure you update your beneficiary information. You can access a copy of the Benefits Enrollment/Change Form on the Employee Center website.

Note: All QLE changes, address changes, and beneficiary changes can be sent to: [email protected]; fax# 336-748-3053 or mailed to: City of Winston-Salem Human Resources Department, P.O. Box 2511, Winston-Salem, NC 27102

Benefit Basics


The City provides a variety of benefits. Some are provided automatically at no cost to you. Other benefits are available if you choose them.

You must actively choose any benefit that you pay for. Your part of the premium is automatically deducted from your paycheck. There are two ways deductions can be taken:

• PRE-TAX premiums are collected for medical, dental , vision, and flexible spending accounts.

• POST-TAX premiums are collected for the following optional benefit plans: short-term disability, hospital indemnity, accident insurance, critical illness, and supplemental and dependent life insurance.

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Choosing Your Benefits

Benefit Who pays the cost?

Medical Insurance The City & You

Dental Insurance The City & You

Vision Insurance You

Basic Life Insurance / AD&D* The City

Supplemental Life Insurance / AD&D* You

Dependent Life Insurance You

Short-Term Disability Insurance You

Flexible Spending Accounts You

Accident Insurance You

Critical Illness Insurance You

Hospital Indemnity Insurance You

Employee Assistance Plan The City

Education Assistance The City

Vacation, Holidays and Sick Leave The City

457 / 401(k) You

Retirement Savings Plans

401(k) Retirement Savings Plan (for sworn police only) The City

401(a) Retirement Savings Plan (for all benefited employees, except sworn police) The City

NC Retirement Plan (Pension) The City & You

Military Leave & Jury Duty The City

Shared Leave The City

School Leave The City

Workers’ Compensation The City

Parking The City & You

Monthly Bus Pass The City & You

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Motivate Me Wellness Program

Motivate Me is the City’s Wellness Program. Its mission is to be a good steward of public funds by providing City employees and their families with tools to help prevent, reduce, and reverse negative health issues and establish positive practices that promote good health. This program sponsors special health-related classes, supports preventive screenings, assistance on an individual customized basis, and holistic wellness programs.

Access more information regarding your award opportunities on myCigna.com or the myCigna mobile app beginning in January 2022.

Under the City’s Motivate Me Wellness Program, employees can: • Earn $600 in a Healthy Awards Account to help offset the cost of medical and pharmacy expenses, • Be eligible to participate in the no-cost preventive medication program, which provides certain maintenance

medications at a $0 co-pay, and will • Enjoy the benefits of better health.

What is a Healthy Awards Account? You can earn funds into your Healthy Awards Account (HAA) by completing various health and wellness goals. These funds can help you pay for IRS 213(d) eligible allowable expenses. You can either use your HAA debit card to pay for eligible services and products or request for reimbursement within the benefit year. You can view available funds, request reimbursement for an eligible expense and manage your account all through myCigna.

Note: For employees who are newly hired/certified for benefits, you are encouraged but not required to participate in the Wellness requirements for the upcoming year.

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Tier 1: Complete all steps to qualify for the No-Cost Preventive Medication List in

2023 and $300 HAA deposit in 2022.

Goal Reward Details

Health Assessment $100 HAAComplete on

myCigna.com

Receive one preventive service:

• Annual physical

• OB/GYN exam

• Mammogram

• Prostate cancer screening

• Colon cancer screening

• Cervical Cancer screening

$100 HAA

• Complete 1

• Must be coded as

preventive

Receive a biometric screening $100 HAA

Goal triggered when any

one biometric value is

received through

validated source

including LabCorp, Quest,

and submission of the

Wellness Screening Form


Employees who participated in the wellness program in 2021 and met all requirements will receive the No-Cost Preventive Medication List in 2022!

To receive the 2023 No-Cost Preventive Medication List and additional $300 Healthy Awards Account contribution for 2022 you must complete the Tier 1 goals between January 1, 2022 and September 30, 2022.

• Health assessment• One qualifying preventive service• Biometric screenings

You will also have an additional opportunity to earn additional funds in 2022 for completing Tier 2 requirements. For a full list of goal options see the outline below:

Please Note: There may be a delay due to processing however in general funds are deposited into your Healthy Awards Account once you have completed the goal. Funds are available for use after the deposit is made.

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Tier 2: Earn an up to an additional $300 (maximum) in your HAA in 2022 by

completing the below activities.

Goal Reward

Case Management $100 HAA

Condition Care Coaching $50 HAA

Omada Diabetes Prevention Program – Achieve 5% weight loss from

baseline weight$100 HAA

Dental Cleanings (CIGNA) $50 (2x/yr)

Online Coaching – Lose weight / Manage Stress/Balance Diet/Enjoy

Exercise$25 HAA (4/yr)

Center of Excellence Steerage – Surgery – back, joint, cardiac,

bariatric /childbirth / inpatient transplant$100 HAA (1/yr)

Vision Exam (VSP) $25 HAA

Monthly Seminar (offered by onsite clinic) $25 (4x/yr) HAA

Achieve Healthy Waist Size – 35 for women / 40 for men $25 HAA

Achieve Healthy Fasting Blood Glucose – 100 fasting / 140 non

fasting$25 HAA

Achieve Healthy Blood Pressure – 139/89 $25 HAA

Achieve Healthy Cholesterol Ratio – 4.4 for women / 5 for men $25 HAA

Fill your prescriptions through home delivery – 90-day maintenance

meds$50 HAA

Tobacco attestation – non tobacco user $50 HAA

Tobacco Cessation Program $100 HAA

Coverage Tier Core Enhanced

Employee Only $39.23 $66.92

Employee/Child $92.31 $186.92

Employee/Spouse $125.08 $229.85

Employee/Children $184.15 $325.85

Employee/Family $221.08 $384.46

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2022 Medical Bi-weekly Employee Premiums




Employee + Family $18.46 $30

2022 Dental Bi-weekly Employee Premiums



Employee/child(ren) $5.15 $6.55

Employee/spouse $5.51 $7.01


2022 Vision Bi-weekly Employee Premiums

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Real Life ExamplePatricia carries employee/family level coverage. The chart below is a comparison of the total cost of medical servicesfor each medical plan. It is designed to help you determine which plan may be best for your personalneeds.

BenefitCore OAP

(In-Network)Enhanced OAP

(In-Network)

Patricia:Dr. Visit 1 (Primary Care) / Dr. Visit 2 (Specialist)

$20 copay$40 copay

$20 copay$30 copay

Patricia’s Husband:Inpatient Hospital bill of $5,000

$1,800 ($1,000

individual deductible +

20% coinsurance

[$800])

$950($500 individual

deductible + 10% coinsurance [$450])

Patricia’s Child:Dr. Visit (Primary Care) / Urgent Care Visit (In-Network)

$20 copay$40 copay

$20 copay$30 copay

Total Medical Expenses

$1,920 $1,050

Annual Premium (Employee + Family)

$5,748 $9,996

Total Out-of-Pocket Cost (Medical Expenses + Premium)

$7,668 $11,046

Note: The above example assumes coinsurance maximum and annual deductible have not previously been met, and only one family member was required to have met individual annual deductible amount during benefit period.

Medical Coverage – Core versus Enhanced OAP Plans

The City offers you the choice between two Cigna Open Access Plus (OAP) medical insurance plans: Core OAP and Enhanced OAP.

• The OAP plan has an established provider network that allows maximum benefit coverage with itscontracted physicians and hospitals and lower copays.

• You also have the option of using providers outside the network. These providers do not have negotiated rates with the plan and will likely cost you more.

What is the Difference?The Enhanced OAP plan is typically characterized by a higher bi-weekly premium and paying less when you seek non-preventive. The Core OAP is characterized by a lower bi-weekly premium and paying more when you seek non-preventive care.

The charts to the right and on the next page highlight some important differences between the two plans. Both plans are flexible, high-quality programs that are easy to use.

The networks have been designed to offer you a broad selection of quality providers. To find out if your doctors participate in the plan, call the customer service number on the back of your Cigna card or access the plan’s website at www.MyCigna.com . If your doctors are not in the network, you may still use them at a likely higher out-of-pocket cost.

Cigna Pre- Enrollment Line888-806-5042

You can choose from the following Cigna Open Access Plus (OAP) plans: Core OAP and Enhanced OAP.

CoverageCore OAP Enhanced OAP

In-Network Out-of-Network In-Network Out-of-Network

Annual Deductible (Individual/Family) $1,000 / $2,000 $2,000 / $4,000 $500 / $1,000 $1,000 / $2,000

Out-of-Pocket Maximumincludes copay and deductible (Individual/Family)

$4,000 / $8,000 $8,000 / $16,000 $2,000 / $4,000 $4,000 / $8,000

Primary Physician Office Visit $20 copay 40% * $20 copay 30%*

Specialist Office Visit $40 copay 40% * $30 copay 30% *

Routine Physical $0 40% * $0 30%*

Inpatient Hospital Services 20%* 40%* 10%* 30%*

Outpatient Hospital Services 20%* 40%* 10%* 30%*

Urgent Care $40 copay $40 copay $30 copay $30 copay

Emergency Room Care $150 copay $100 copay

Mental Health Office Visit $40 copay 40%* $30 copay 30%*

Inpatient Mental Health 20%* 40%* 10%* 30%*

Substance Abuse Office Visit $40 copay 40%* $30 copay 30%*

Inpatient Substance Abuse 20%* 40%* 10%* 30%*

Vision - basic / routine $0 Not covered $0 Not covered

Chiropractic $40 copay; 30 visits

per year40%*

$30 copay; 30 visits per year

30%*

Retail Prescription Drugs (30-day supply)Tier 1 –GenericTier 2 – Preferred BrandTier 3 – Non-preferred BrandTier 4 – Specialty

$10 copay20% coinsurance ($40 min - $70 max)

20% coinsurance ($55 min - $105 max)20% coinsurance ($105 max)

$10 copay10% coinsurance ($30 min - $60 max)

10% coinsurance ($50 min - $100 max)10% coinsurance ($100 max)

Mail Order Prescription Drugs (90-day supply)Tier 1 - Generic Tier 2 – Preferred BrandTier 3 – Non-preferred Brand

$20 copay$60 copay

$100 copay

$20 copay$50 copay$90 copay

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*What you pay after your deductible.

Note: This is not a complete listing of covered services. See your Member Guide at www.MyCigna.com or your Summary of Benefits Coverage on the Employee Center website for a more complete list. Coinsurance/copayments apply toward your out-of-pocket maximum.

Medical Coverage

Guide to Your Benefits | 2022


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Prescription drug coverage is part of your Cigna medical plan. You can access your prescription information through the Cigna website at www.MyCigna.com to search for prescription history, order refills, check drug pricing and find drug and health information.

Retail Pharmacy (Cigna Pharmacy)Non-specialty prescriptions can be filled at participating retail pharmacies. Simply present your Cigna member IDcard at the time you get your prescription filled; or you may have to pay a higher amount than the contracted cost. If you submit a manual claim you will only be reimbursed up to the contracted cost of the prescription.

Home Delivery/Mail Order (Express Scripts)For added savings, you can use the mail-order prescription program and receive a 90-day supply of maintenance medications (i.e., blood pressure, allergy, etc.) for the same cost as a 60-day supply. This discount is for mail-order prescriptions only and does not apply toprescriptions filled at a retail pharmacy. Contact customer service at Express Scripts Home Delivery at 800-835-3784.

SaveOnSPYour Cigna plan offers a program called SaveOnSP, which can help lower your out-of-pocket costs to $0 for certain specialty medications. Certain specialty medications are eligible for the SaveonSP program. If you’re filling an eligible medication, a representative from SaveOnSP will call you to talk about enrolling in the program or you can call 800.683.1074.

.

Example of Prescription Plan for 2022 with Coinsurance and Minimum & Maximum

Specialty Medications (Accredo)All specialty medications are distributed by Accredo. To begin service or to get additional information, callAccredo at 877-826-7657.

Step TherapyStep Therapy is part of the prescription plan. It is a process whereby prescriptions are filled with an effective but more affordable medication. A more costly medication can be authorized if the alternativemedication is not effective in treating the condition. Prior authorization may be required. If you have questions, contact Cigna Customer Service at 1-800-Cigna-24.

No Cost Preventive Medications ProgramEmployees who complete the wellness requirements in the prior year will also be able have access to the No Cost Preventive Medications List. This benefit allows you and your dependents who are covered by the City’s medical plan to receive certain maintenance medications at a $0 copay. Please review the Preventive Medications List on the Employee Center under the Benefits tab or contact a Cigna Customer Service representative at 1-800-Cigna-24 with questions about this benefit.

Prescription Drug


Core OAP Enhanced OAP

In-networkIllustrative Drug Cost

Retail (30-day supply) Retail (30-day supply)

Preventive Generics & Preferred Brands (for Wellness Plans Only)

$25 You pay $0 You pay $0

Tier 1 (Generics) $30 You pay $10 You pay $10

Tier 2 (Preferred Brands) $300 20% coinsurance = $60 10% coinsurance = $30

Tier 3 (Non-preferred Brands) $500 20% coinsurance = $100 10% coinsurance = $50

Tier 4 (Specialty)* $3000*

20% coinsurance = $600

(Actual Cost is $105 due to Max Copay)*

10% coinsurance = $300

(Actual Cost is $100 due to Max Copay)*

*You may be eligible for the SaveOnSP program, where select specialty medications are $0 cost to you.

Plan Benefits Core Enhanced

Calendar Year Maximum ( class I,II,III

expenses)$750 $1,500

Calendar Year Deductible ( class II and III) $50 individual / $150 family $25 individual / $75 family

Class I – Preventive and Diagnostic (Oral

Exams / Cleanings, Routine X-Rays, Fluoride

Application, Sealants, Space Maintainers ( non-

orthodontic treatment), Non-Routine X-Rays)

100% no deductible 100% no deductible

Class II – Basic (emergency care, fillings, oral

surgery, surgical extraction of impacted teeth,

anesthetics, periodontics, root canal therapy /

endodontics, stainless steel / resin crowns,

brush biopsy)

50% after deductible 80% after deductible

Class III – Major (relines, rebases and

adjustments, repairs-bridges, crowns and

inlays, repairs-dentures, crowns, inlays, onlays,

dentures, bridges, implants)

50% after deductible 50% after deductible

Class IV- Orthodontia (adults and children) Not Covered 50% ; $1,500 lifetime maximum

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Dental Coverage NEW for 2022

The City’s dental PPO (DPPO) plan is administered by CIGNA. The plan covers a full range of services, excluding cosmetic procedures. Your DPPO plan allows you to see any licensed dentist but using an CIGNA in-network provider may minimize your out-of-pocket expenses.


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Dental Coverage NEW for 2022


Coverage Tier Preventive Exam / Cleaning ( Class I) Root Canal (Class III)

In-Network Out-of-Network In-Network Out-of-Network

Plan Description100% / no deductible

100% no deductible50% after deductible

50% after deductible

Cost of Service $200 $200 $1,250 $1,250

Amount Reimbursed

$140.00 ( CIGNA contracted rate)

$190 (95% UCR)$875 ( CIGNA

contracted rate)$1,187.50 (95%

UCR)

Plan Pays $140.00 $190$412.50 ($875 - $50

ded * 50%)$568.75 ($1,187.5 -

$50 ded *50%)

Employee Pays $0 $10

$462.50 ($50 deductible +

$412.50 coinsurance)

$681.25 ( $50 deductible +$568.75

coinsurance + $62.50 balance bill)

Out of Pocket Maximum

$1,360 $1,310 $1,087 $931.25

Cigna provides access to a network of quality dentists that agrees to accept discounted rates for covered services. These dentists are considered in-network. When you go out-of-network, it could make your out-of-pocket dental costs higher. Out of network dental claims are processed allowing the Maximum Reimbursable Charge, which is a percentile which is based on the published charges provided by using designated zip code data. Under this plan, it reimburses the 95th percentile of that allowed charge when out of network. Since out of network dentists are not contractually obligated to accept that reimbursement, they may balance bill you for the difference in addition to any cost share you have on the claim

Benefit Example : Dylan and Grayson Dental Coverage

Dylan is enrolled in the Core dental plan. She visits her dentist for a routine cleaning, which is $200.00. A dental cleaning is a Class I Expense and covered at 100% no deductible• If Dylan visits an in-network dentist, the dental provider is contracted with Cigna and will charge $140 for a dental

cleaning. The plan pays $140 and Dylan pays nothing. • If Dylan, instead, visited an out-of-network dentist for a dental cleaning, the amount both Dylan and the plan pay

is based on her area’s UCR charge. In this example, the UCR charge is $190. The plan pays $190 and Dylan pays $10.

Grayson is enrolled in the Core dental plan. He needs to have a root canal. Root canals are a Class III Expense and subject to the $50 deductible. The cost of a root canal is $1,250.• If Grayson visits an in-network dental dentist, the dental provider is contracted with Cigna and will charge $875

for the root canal. Grayson is responsible for his $50 deductible and 50% coinsurance and pays out of pocket $462.50. The plan pays $412.50.

• If Grayson, instead, visited an out-of-network dentist for his root canal, the cost of service would be based on the UCR. In this example the UCR charge is $1,187.50. Grayson is responsible for the $50 deductible, 50% coinsurance ($568.75) and balance bill amount of $62.50 ($1,250 cost of service minus $1,187.50 UCR). The plan pays $568.75 and Grayson pays $681.25.

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Vision Coverage – NEW for 2022


Core Option Enhanced Option

Benefit – every calendar year

In-NetworkMember Cost

Out-of-Network Reimbursement

In-NetworkMember Cost

Out-of-Network Reimbursement

WellVision Exam $10 copay$10 copay , up to $35

reimbursement$10 copay

$10 copay , up to $35 reimbursement

Prescription Glasses $25 copay $25 copay $25 copay $25 copay

Frames• Allowance• Featured Frame• Walmart/Sam's/Costco• Overage Discount

$130$180$7020%

$50NANANA

$200$250$18020%

$50NANANA

Lenses• Single vision• Lined bifocal • Lined trifocal • Impact resistant lenses

for dependent children

Included

$25$40$55NA

Included

$25$40$55NA

Lens Enhancements• Standard Progressive• Premium Progressive• Custom Progressive

$0$95-$105$150-$175

NA$0

$95-$105$150-$175

NA

Medically Necessary Contact Lenses

$0 copay , Paid in Full

Up to $200$0 copay , Paid in

FullUp to $200

Elective Contact Lenses in lieu of Glasses• Allowance• Fitting and Evaluation

$130Up to $60

Up to $104 $200Up to $60

Up to $104

Lightcare (VSP Provider)– Ready-made non-prescription sunglasses, or blue light filtering glasses lieu of prescription glasses or contacts - $200 after $25 copay

Primary Eyecare ( VSP Provider)• Retinal screening for members with diabetes - $0• Exams and services for members with diabetes, glaucoma, or age-related macular degeneration - $20 per exam• Treatment and diagnoses of eye conditions - $20 per exam

Additional SavingsGlasses and Sunglasses – additional $50 to spend on featured frame brands ( vsp.com/framebrands). 40% savings on additional pairs of prescription glasses from same VSP network provider who performed your WellVision exam within 12 months of your last exam. 20% savings on unlimited additional pairs of prescription glasses and/or non-prescription sunglasses from any VSP network doctor. Retinal Screening- No more than a $39 copay on routine retinal screening as an enhancement to a WellVision ExamLaser Vision Correction- Average 15% off the regular price or 5% off the promotional price; discounts available at contracted facilities

The vision plan offered through VSP covers routine eye exams and also pays for all or a portion of the cost of glasses or contact lenses if you need them.

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Critical Illness Insurance pays a cash lump-sum benefit following the diagnosis of a critical illness, such as a heartattack or stroke. You can use these benefits however you want, to offset out-of-pocket medical bills, help pay your mortgage, or help repay student loans. The City offers two voluntary insurance coverage amounts: $5,000 or $10,000. You can elect coverage for yourself, you and your spouse, you and your child(ren), or your family. The child(ren)’s benefit is 50% of the full amount. This coverage is portable, meaning you can take it with you if you leave the City of Winston-Salem for any reason.

Bi-weekly Rates for Supplemental Critical Illness Insurance: After-tax Paycheck Deductions

Critical Illness Insurance


Examples of Covered Illnesses

Gloria’s Supplemental Critical Illness Insurance paid:*

First Occurrence: $10,000

Recurrence: $10,000

Coronary Artery Bypass (25%): $ 2,500

Total Benefits Paid: $22,500

*This example is for illustrative purposes only.

$5,000 - Bi‐weekly Rates

Age Band Employee Employee & Spouse

Employee & Child(ren)

Family

< 25 $1.31 $2.74 $1.31 $2.74

25‐29 $1.43 $2.97 $1.43 $2.97

30‐34 $1.58 $3.27 $1.58 $3.27

35‐39 $1.95 $4.01 $1.95 $4.01

40‐44 $2.41 $4.87 $2.41 $4.87

45‐49 $3.32 $6.69 $3.32 $6.69

50‐54 $4.43 $8.90 $4.43 $8.90

55‐59 $5.79 $11.62 $5.79 $11.62

60‐64 $7.88 $15.80 $7.88 $15.80

65‐69 $10.05 $20.14 $10.05 $20.14

70+ $11.84 $23.71 $11.84 $23.71

$10,000 - Bi‐weekly Rates

Age Band Employee Employee & Spouse

Employee & Child(ren)

Family

< 25 $1.82 $3.88 $1.82 $3.88

25‐29 $2.04 $4.32 $2.04 $4.32

30‐34 $2.34 $4.92 $2.34 $4.92

35‐39 $3.08 $6.41 $3.08 $6.41

40‐44 $4.01 $8.13 $4.01 $8.13

45‐49 $5.83 $11.77 $5.83 $11.77

50‐54 $8.05 $16.19 $8.05 $16.19

55‐59 $10.77 $21.62 $10.77 $21.62

60‐64 $14.95 $30.00 $14.95 $30.00

65‐69 $19.29 $38.68 $19.29 $38.68

70+ $22.86 $45.81 $22.86 $45.81

• Heart attack

• Stroke

• Major organ failure

• Coronary artery bypasssurgery (25%)

As a longtime exercise enthusiast, Gloria was in great

shape, which is why she never expected to have a

heart attack at age 48. Gloria was even more surprised

when she had a second heart attack and underwent a

coronary artery bypass the next year. Having enrolled for the $10,000 Critical Illness Insurance option, the

benefits helped pay medical bills not covered

elsewhere, cover her regular bills and replace lost income during her recovery.

• Benign Brain tumor

• End Stage renal failure

• ALS

• Parkinson’s Disease

• Cancer

• Children's Conditions

• Cerebral Palsy

• Congenital Defect

• Congenital MetabolicDisorders

• Genetic Disorder

NEW for 2022

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Bi-weekly Rates for Supplemental Hospital Indemnity Insurance

Hospital Indemnity Insurance NEW for 2022Hospital Indemnity Insurance pays cash benefits for [inpatient] hospital expenses that result from covered accidents or sicknesses. You can use these benefits however you want, to offset out-of-pocket medical bills, help pay your mortgage, or help repay student loans. The City offers two voluntary insurance options: the Basic Plan and the Enhanced Plan. There are no health questions to answer when you enroll, and the cost is deducted from your paycheck . This coverage is portable, meaning you can take this coverage with you if you leave the City for any reason.


Employee Only Employee & Spouse Employee & Child(ren) Family

Basic $4.75 $12.75 $7.94 $15.85

Enhanced $8.96 $24.41 $14.31 $30.13

Benefit Example : Miguel’s Pneumonia

Miguel had never faced any serious health problems and

liked to think it was because of how well he took care of

himself. However, during a particularly bad flu season,

Miguel found himself unable to kick a nasty bug. Several

days into a fever, when he couldn’t catch his breath,

Miguel was taken to the emergency room by ambulance,

where he was evaluated and admitted for pneumonia.

Five days later, he was able to go home. Miguel’s Hospital

Indemnity Insurance helped cover his out-of-pocket

medical expenses and time away from work.

Miguel’s Supplemental Hospital Indemnity Insurance paid these benefits:

Hospital Admission: $500

Daily Hospital Confinements: $500

Total benefits paid: $1,000


SUPPLEMENTAL HOSPITAL INDEMNITY BENEFITS - HIGHLIGHTS Basic Plan Enhanced Plan

Core HospitalizationBenefits

Hospital

Admission Benefit, 1 per year $500 $1,000

Daily Confinement

Days 1 to 30 $100/day $200/day

Intensive Care Unit

Admission Benefit, 1 per year $1,000 $2,000

Daily Confinement

Days 1 to 30 $200/day $400/day

SpecialtyCare Benefits

Inpatient Mental & Nervous Disorder Facility, upto 60 [days] per year and 90 per lifetime $100/day $200/day

Inpatient Substance Abuse Facility, up to 60 [days] per year and 90 per lifetime $100/day $200/day

Additional Benefits Benefit Amount

Health Screening Benefit: Benefit paid for eligible health screening tests (e.g., blood test for triglycerides, fasting glucose blood test, sports physical, stress test, and more ).

$50per test, screening, exam,

immunization, visit

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Bi-weekly Rates for Supplemental Accident Insurance: After-tax Paycheck Deductions

Accident Insurance NEW for 2022Accident Insurance pays cash benefits for covered accidental injuries, such as cuts, broken bones, concussions, and related expenses. You can use these benefits however you want, to offset out-of-pocket medical bills, help pay your mortgage, or help repay student loans. The City offers two voluntary options to meet your personal needs: the Basic Plan and the Enhanced Plan. There are no health questions to answer when you enroll, and the cost is deducted from your paycheck . This coverage is portable, meaning you can take it with you if leave the City.


Employee Only Employee & Spouse Employee & Child(ren) Family

Basic $3.60 $6.32 $6.63 $9.35

Enhanced $4.84 $8.49 $8.85 $12.50

Benefit Example : Luis’ Soccer Goal

One night while playing a game with his local

soccer league, Luis went for a goal that left

him with a broken leg and a concussion.

Fortunately, he’d enrolled in Supplemental

Accident Insurance. The benefit Luis received

helped to offset his medical bills and cover

other expenses, like time away from work,

while he recovered.

Luis’ Supplemental Accident Insurance paid these benefits*:

Ground ambulance: $250

Emergency room treatment: $175

Fracture (thigh, non-surgical): $2,500

Concussion: $150

Total benefits paid: $3,075


SUPPLEMENTAL ACCIDENT INSURANCE BENEFITS - HIGHLIGHTS Basic Plan Enhanced Plan

Emergency and Initial Accident Treatment Benefits

Ambulance: Ground, Air or Water Up to $750 Up to $1,250

Emergency Room Treatment, Urgent Care, Major Diagnostic Imaging, X-ray Up to $150 Up to $175

Hospital Benefits

Hospital Admission and Daily Hospital Confinement (Up to 365 Days) $500, then $100/day $1,000, then $200/day

Intensive Care Admission and Daily ICU Confinement (Up to 365 Days) $1,000, then $200/day

$2,000, then $400/day

Specific Injury Benefit

Fractures: Closed/Non‐Surgical Treatment – Depends on bone(s) or bone structure fractured

$400 - $2,500 $1,000 - $3,500

Dislocations (Closed/Non-Surgical Treatment) – Depends on joint dislocated $500 - $2,500 $750 - $3,500

Lacerations – Repair up to 2 inches to over 6 inches $50 - $200 $50 - $300

Burns – 2nd Degree Burns and 3rd Degree Burns, depending on severity $100 - $6,000 $250 - $9,000

Concussion and Other Brain Injuries $100 $150

Dental Benefit $250 $350

Surgery Benefits

Outpatient Surgery Benefit (Physician Office, Emergency Room or Facility) Up to $450 Up to $600

Follow‐Up Care Benefits

Coma $10,000 $15,000

Paraplegia $12,500 $15,000

Quadriplegia $25,000 $30,000

FSAs allow you to set aside a portion of your earnings on a tax-free basis for qualified medical or dependent care expenses. You can elect an annual allocation to deposit into a medical and/or dependent care account for qualified expenses for yourself, your spouse and your dependents. Funds in a medical FSA will be available to you immediately at the beginning of the plan year. Funds in a dependent care FSA must be accrued with each payroll deduction before they are available for use.

*You get reimbursed from your Dependent Care Flexible Spending Account.

There are two kinds of flexible spendingaccounts.

Medical Account: Allows you to use tax-free dollars for medical, dental, vision, and other eligible expenses for you and your eligible dependents. Examples include but are not limited to medical co-payments, co-insurance, and deductibles; routine wellness visits; prescription expenses; vision expenses (including eye exams, eyeglasses, and contact lenses); LASIK surgery; dental expenses (excluding cosmetic procedures); orthodontia payments; hearing expenses; and prescribed over-the- counter (OTC)items.

Dependent Care Account: Allows you to use tax-free dollars for certain dependent expenses. Qualified eligible expenses include children/adult day care, before and after school programs, preschools, and day camps.

Biweekly deductions are taken each pay period in equal amounts. This money goes into your FSA and must be used by December 31 of the plan year. Use the worksheet on the next page to help you determine your yearly expenses.

You may obtain reimbursement for qualifying expenses by submitting a reimbursement claim. Detailed receipts for qualifying services/expenses must be supplied with all reimbursement claims. You will have until March 31 of each year to submit your claims for reimbursement from the prior year for both types of FSA accounts.

Medical FSAs are Pre-fundedMedical reimbursements can be advanced to you for qualifying expenses. Forexample:• Yearly medical account of $1,300 ($50 pre-tax deduction

per pay period)• In February, you need $300 for new glasses. This $300

amount is immediately available to you, even though you will have only contributed $150. Note: The total of $1,300 is available for you to use immediately for expenses.

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Savers Administrative Services, Inc. (Savers Admin) manages the FSAs. You may contact Savers Admin at 336-837-6712or 800-949-0311,or by email [email protected]. Their website iswww.saversadmin.com. Online account access is at www.saversadmin.com/FSALogin.

You Decide How Much You Wish toContribute!

Medical FSA—$130 yearlyminimumMedical FSA—$2,750 yearlymaximum

Dependent FSA—No yearlyminimumDependent FSA—$5,000 yearlymaximum

Medical Flexible Spending Account Participation

If YouParticipate

If You Don’t Participate

Annual Salary before taxes $25,000 $25,000

Less: Medical Spending Account Deposit

-$1,500 -$0

Taxable Income $23,500 $25,000

Less: Income Taxes & Social Security

-$5,170 -$5,500

Take-home Pay $18,330 $19,500

Less: Medical Expenses -$0* -$1,500

Net Pay You Can Spend $18,330 $18,000

Tax Savings $330 $0

*You get reimbursed from your Medical Flexible Spending Account.

Dependent Care Flexible Spending Account Participation

If YouParticipate

If You Don’t Participate

Annual Salary before taxes $25,000 $25,000

Less: Dependent CareSpending Account Deposit

-$4,000 -$0

Taxable Income $21,000 $25,000

Less: Income Taxes & Social Security

-$4,620 -$5,500

Take-home Pay $16,380 $19,500

Less: Expenses -$0* -$4,000

Net Pay You Can Spend $16,380 $15,500

Tax Savings $380 $0

Examples

Flexible Spending Accounts (FSAs)

Reminder: Annual FSA contribution amounts MUST be declared each year during annual enrollment.

Your Steps To Savings!

1. Realize the Tax Savings: You can set aside pre-tax money into an account to be reimbursed for eligible expenses. Savings will depend on your tax bracket. For example, if you are taxed at 25%, and you enroll for $2,500, you would save $625 in taxes.

2. Estimate Your Expenses: Plan for your upcoming expenses and include your spouse and dependents,if eligible.

3. Enroll and Manage Your Account: Once you are enrolled, you will be able to create an on-line account where you can check your balance, see transaction history, upload claims,and more.

Calculating Your Contributions

Use the worksheets below to help you calculate your Medical and Dependent Care Flexible Spending Accountcontributions.

Medical Flexible Spending Account Contribution

Out-of-Pocket Expenses During the Year

AverageAmount Spent

Routine doctor visits

Hospital services

X-rays, lab exams, tests

Eye doctor visits

Glasses / contacts and cleaningsupplies

Prescriptions

Dentalexpenses

Total: regularexpenses(Note: The maximum amount you can contribute is $2,700 per employee, per year)

Number of paychecks you receiveeach year (26 in a full year)

/

Amount to deposit intoyour medical account each payperiod

=

Dependent Care Flexible Spending Account Contribution

Out-of-Pocket Expenses During the Year

AverageAmount Spent

Last year’s tax credit-eligible day care expenses

Day care / preschoolprograms

After schoolprograms

Babysitters

Adult daycare

Feeincreases

Total: regularexpenses(Note: The maximum amountyou can contribute is $5,000 per household, peryear.)

Number of paychecks you receive eachyear /

Amount to depositinto your dependentcare spending account each pay period =

Note: The health insurance plan you choose will affect how much you pay out-of-pocket.

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Flexible Spending Accounts (FSAs)


Rollover Limit

You can rollover up to $550 of unused Medical FSA contributions into the following plan year. Dependent Care funds cannot be rolled over.

Basic Life InsuranceThe City provides the following Basic Life andAD&D insurance to all full-time employees at nocost to you.• Life insurance for you - one year’s base pay

(up to a maximum of $150,000)• AD&D for you - one year’s base pay (up to a

maximum of$150,000)

Life Insurance and Income TaxesThe City pays for your Basic Life and AD&D insurance. Therefore, any coverage of more than $50,000 is considered “income” by the IRS. When you receive your W-2 form each January, the value of this benefit will be included in your taxable earnings. These earnings are called “imputed income” and is taxed like your regular pay.

When is Evidence of Insurability (EOI) a Requirement?EOI (also known as proof of good health) is required for supplemental life coverage elections made after the initial 31 day eligibility period. It is also required for employee life insurance amounts greater than $300,000 or if increment level is increasing by more than one level during annual enrollment (for example: 1x to 3x salary).

Accelerated Death Benefit OptionIf you or a family member is terminally ill and is expected to live less than 12 months, you may receive up to 100% of your combined basic and supplemental life insurance before your death. You may receive from $10,000 up to $550,000 to help pay the expenses associated with your illness. After your death, your beneficiary will receive your insurance benefit minus the amount that was already paid to you.

Accidental Death & Dismemberment (AD&D) InsuranceUnder the group plan, AD&D coverage is included as part of the basic and supplemental life insurance. AD&D Insurance is similar to regular life insurance; if you die in an accident, your beneficiary will receive the amount of your AD&D coverage as well as your life insurance benefit. However, unlike life insurance, AD&D Insurance also pays a benefit if you are seriously injured in an accident and become physicallydisabled.

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Reductions at Ages 70 and OlderIf you remain in active service beyond age 70, your benefit amount of basic and supplemental life and AD&D insurance will be reduced to thepercent of original amount as follows:

Attained Age Percent of Original Amount

70-74 75%

75-79 50%

80 and over 25%

Age reductions will apply the January first followingan insured employee’s 70th, 75th, and 80th birthdays. The newly reduced amount will be reduced and thenrounded to the next higher $1,000 amount.

Life and Accidental Death & Dismemberment (AD&D)

Life insurance is an important part of your financial security, especially if others depend on you for support. Accidental Death & Dismemberment (AD&D) insurance is designed to provide a benefit in the event of accidental death ordismemberment. Securian is the life insurance provider for the City.

$2,000 Life InsuranceEmployees who meet one of the following requirements are eligible for a $2,000 death benefit. The benefit will be payable to beneficiary on record or the retiree’s or employee’s estate.

• City employees, after fifteen (15) years of full-time employment earn the right to participate in this life insurance benefit.

• City employees who retire from the City with 15 years of full-time employment.

• City employees who are approved for disability retirement by the NC State Retirement System.

Claims for benefits are processed and paid by the City of Winston-Salem. Please contact the Human Resources Department for additional information.

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Newly hired/newly eligible full-time employees can enroll up to the maximum guaranteed issue amounts during the 31-day period after they become eligible

Summary of Group Life and AD&D Benefits

Benefit Coverage Amounts

Guaranteed Issue

Amounts

Supplemental LifeAND AD&D Insurance for YOU

1X – 3X Basic Annual Earnings

up to a maximum of $400,000

$300,000

Dependent Life Insurance for YOURSPOUSE

$10,000 $10,000

Dependent Life Insurancefor YOURCHILD(REN)

$5,000 $5,000

You can purchase supplementaland dependentlife coverage if you want additional financial protection for you and your family

Benefit BenefitAmount YourCost

Supplemental Life Insurance for YOU

1xpay* Based on ageand income(See chart tothe right)

2x pay*

3xpay*

Dependent LifeInsurance for YOURSPOUSEand/or CHILD(REN)

$10,000(Spouse)

$1.35 bi-weekly**$5,000(Child)

*Up to $300,000 or $400,000 with Evidence of Insurability on file.**Cost is the same for one or multiple covered dependents.

This Summary of Benefits and the accompanying Brochure and Enrollment Form explains the general purpose of the insurance described, but in no way changes or affects the policy as it is actually issued. In the event of any discrepancybetween any of these documents and the policy, the terms of the policy apply. Life and AD&D products contain limitations and exclusions, complete coverage information can be found in your Booklet-Certificateif you becomeinsured. Please read it carefully and keep it in a safe place with your other important papers .

Age Employee

Up to age 24 $0.036

25-29 $0.039

30-34 $0.038

35-39 $0.042

40-44 $0.055

45-49 $0.074

50-54 $0.107

55-59 $0.167

60-64 $0.253

65-69 $0.352

70-74 $0.504

75-79 $0.878

80+ $0.965

Bi-weekly Rates for Term Life and AD&D Insurance (rate per $1,000)

Supplemental & Dependent Life and AD&D


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You have the opportunity to enroll in Short-Term Disability insurance through the Hartford to help replace your incomeif you are sick, injured (excludes work-related illness or injury), or pregnant, and cannot perform the essentialfunctions of your job at the City. Also, in order to receive benefits, you cannot be working anywhere else for pay.

You can elect a weekly benefit amount from $200 to $700, but coverage cannot exceed 70% of your annual salary.Electing a weekly benefit for a lesser amount than eligible is permitted. Guaranteed issue is only available if you elect coverage within 31 days of your employment date. Personal Health Application (PHA) must be completed and approved by The Hartford when applying for enrollment after initial eligibility.

Benefit Amount

Minimum WeeklyBenefit $200minimum

Maximum WeeklyBenefit $700 perweek

WaitingPeriod:Injury Illness

0Days7Days

BenefitDuration 26weeks

Limitations & ExclusionsBenefits are not payable for disabilities resulting from any of the following: war or act of war (declared or not), thecommission or attempt to commit a felony, an intentionallyself-inflicted or work- related injury. Benefits are also not payable in any case where you being engaged in an illegal occupation was a contributing cause of yourdisability.

An employee must be actively at work prior to the effectivedate of coverage. Benefit limitations can apply for pre-existing conditions.

Bi-weekly Short-Term Disability Rate Chart Effective 01/01/2022

Short-Term Disability Insurance Coverage

Annual Salary Range

Weekly STD

Benefit

toAge25

Age 25-29

Age 30-34

Age 35-39

Age 40-44

Age 45-49

Age 50-54

Age 55-59

Age 60-64

Age 65+

< $22,285 $200 $5.30 $4.34 $4.43 $4.15 $4.78 $5.39 $6.90 $8.33 $9.78 $10.77

$22,286 - $29,713 $300 $7.95 $6.51 $6.65 $6.23 $7.17 $8.09 $10.34 $12.49 $14.66 $16.16

$29,714 - $37,142 $400 $10.60 $8.68 $8.86 $8.31 $9.56 $10.78 $13.79 $16.65 $19.55 $21.54

$37,143 - $44,571 $500 $13.25 $10.85 $11.08 $10.38 $11.95 $13.48 $17.24 $20.82 $24.44 $26.93

$44,572 - $51,999 $600 $15.90 $13.02 $13.29 $12.46 $14.34 $16.17 $20.69 $24.98 $29.33 $32.32

$52,000 + $700 $18.54 $15.18 $15.51 $14.54 $16.74 $18.87 $24.13 $29.14 $34.21 $37.70

Note: The Weekly Benefit election may not exceed 70% of your gross annual earnings

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The Employee Assistance Program (EAP) provides professional and confidential services to help employees and family members address a variety of personal, family, life, and work-related issues. Any help you receive is completely confidential and not shared with the City.

EAP benefits are provided by REACH. Services are free of charge, 100% confidential, available to all family members regardless of location, and easily accessible through REACH’s 24/7 live-answer toll freenumber.

Employee Assistance Program (EAP)


Additional Questions?Visit: mylifeexpert.com

Company Code: citywsncToll-free: 1-800-950-3434Download the app to the home

screen of your mobile device without even visiting an app store,

by simply visiting mylifeexpert.com

Create Your Account• Go to mylifeexpert.com

• Click "create a new account with your company code"

• Insert your company code• Follow instructions included in the activation e-mail

• Play, learn, and discover!

EAP and Work/Life BenefitsFrom the stress of everyday life to relationship issues oreven work-related concerns, the EAP can help with any issue affecting overall health, well-being and lifemanagement including:

• Stress, depression and other emotional issues (6sessions per incident of professional assessment and clinical services for employees and family members)

• Child care and elder carereferrals• Legal and financial concern referrals• Balancing work and life needs• Alcohol and substanceabuse• Job related issues• Relationship and family issues• Parenting concerns


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Using the ProgramIf you plan to take a course, you should apply to the Tuition Reimbursement Program before you register for classes by completing an Application of Education Assistance Form and submitting it to Human Resources for review and approval. To receive reimbursement, you must:

• Have received approval from Human Resources• Be employed by the City when you complete your course• Receive a grade of “C” or above• Remain an employee of the City for six (6) months after completion of the course

When you complete your course (or no later than 60 days after the end of the calendar year in which the class was completed), you must submit the following to Human Resources:

• Final grade report• Itemized invoice for tuition and fees• Receipts for all qualifying services and materials• Copy of prior approved Application for Education Assistance form

Certificates, Licenses, and Spanish CoursesThe City will also help pay for employees to obtain professional certificates and/or licenses, as well as Spanish language courses. A one-time cash incentive of $100 will be paid to employees upon successful completion of an approved Spanish language course of at least 30 hours in length. An incentive of $1,100 in additional compensation for demonstrated competency in oral Spanish is authorized when there is an existing business need for the employee in the position to use Spanish in the execution of job duties.

Education Reimbursement Schedule

First $1,000 Paid at 100%

Next $2,000 Paid at 50%

Annual Maximum 2,000

Education AssistanceThe City encourages employees to further their education and training. Financial assistance is available under the Education Assistance Program to full-time employees or part-time/temporary employees who are certified for benefits, for part-time or full-time studies at accreditedinstitutions.

Eligible ExpensesTo qualify for reimbursement, the course work must be related to your current or prospective position(s) within theorganization. Eligible courses include undergraduate or graduate classes. You may also be reimbursed for lab fees, textbooks and software required for the class.

Education Assistance

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Vacation LeaveYour annual paid vacation leave is accrued on a prorated basis. The length of service you have had with the City will determine your rate of accrual. Scheduling of vacation is at the discretion of the supervisor and depends upon the staffing needs of the City and departmental vacation scheduling procedures. Note: At the end of every calendar year, accrued unused vacation leave in excess of 30 days shall be converted to sick leave with no maximum on the amount of vacation leave allowed for conversion to sick leave.

As a full-time employee, part-time employee certified for benefits, or temporary employee certified for benefits, you are eligible for annual paid vacation under the following schedule:

Sick LeaveSick leave with pay is one of your most valuable benefits. Upon employment, you begin earning sick leave at the rateof one day per month. Earned and unused sick leave is carried forward each year. Your supervisor is authorized to approve sick leave. Claiming sick leave under false pretenses is considered a flagrant violation of City policy and is cause for discipline up to and including termination resulting in automaticforfeiture of all accrued sick leave.

Unused sick leave at the time of retirement is added on toyears of pension service at the rate of one month of creditfor each 20 days of unused sick leave. One more month is allowed for any part of 20 days left over. If employment ceases before the time of retirement, all unused sick leaveis forfeited. Employees shall not be paid for any accrued and unused sick leave upon separation from employment. You may choose to use paid sick leave in conjunction with unpaid FMLA leave. Refer to the Employee Handbook for moredetails.

Holiday LeaveAs a full-time employee, part-time employeecertified for benefits, or temporary employee certified for benefits, you are eligible for 11 paid holidays.

2022 Holiday Schedule

New Year’sDay(Observed) Friday, December 31, 2021

Martin Luther King, Jr. Day Monday, January 17, 2022

Good Friday Friday, April 15, 2022

Memorial Day Monday, May 30, 2022

Juneteenth Monday, June 20, 2022

Independence Day Monday, July 4, 2022

Labor Day Monday, September 5, 2022

Veterans Day Friday, November 11, 2022

Thanksgiving Day Thursday, November 24, 2022

Day after Thanksgiving Friday, November 25, 2022

Christmas Day(Observed) Monday, December

26, 2022

Years of Service

Rate of Accrual-Hours per Biweekly

Number of Vacation Days/12 Months of

Employment

1 3.08 10*

2-4 3.70 12

5-9 4.62 15

10-14 5.54 18

15-19 6.16 20

20+ 7.40 24

*The first five days of accrued vacation will be creditedafter six months of continuous employment .

Time-Off Benefits



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Family and Medical LeaveThe Family and Medical Leave Act (FMLA) of 1993 gives eligible employees unpaid leave for a period of up to 12 work weeks for any FMLA-qualifying event. An eligible employee is one who:

• Has been employed by the City for at least 12 months;and

• Has been employed for at least 1,250 hours of serviceduring the 12-month period immediately preceding the commencement of theleave.

If the employee has FMLA available and the reason for the leave qualifies under the FMLA, the employee is requiredto take FMLA. If the employee wishes to receive pay while out on FMLA, the employee has the option of using paid leave in conjunction with unpaid FMLA. Under these circumstances, the absence will be charged against the employee’s FMLA balance and the employee’s paid leavebalance.

Please refer to the Employee Handbook for more details.

On January 16, 2009, the National Defense Authorization Act (NDAA), took effect. The NDAA permits a spouse,son, daughter, parent, or next of kin to take up to 26 work weeks of leave tocare for a member of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, in outpatient status, or is on the temporary disability retired list, for a serious injury or illness.

Paid Parental LeaveThe City of Winston-Salem will provide up to six (6) weeks of paid parental leave to employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption, foster care or legal guardianship. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child. The Family Medical Leave Act, while providing job protection in a paid or unpaid status does not address the lack of income experienced by many employees during the birth or placement of a child. This policy will provide paid leave in addition to accrued vacation and sick leave. The paid parental leave will run concurrently with FMLA leave. The policy is effective for births, adoptions, placements of foster children, and legalguardianships.

Eligible employees must meet the following criteria:

• Have been employed with the City for at least 12months;

• Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the qualifying event. A qualifying event is the birth of achild of the employee; the legal placement of achild under the age of 18 with the employee for adoption, foster care or guardianship; or the placement of a child under the ageof 18 with the employee who permanently assumes or dischargesparental responsibilities (in loco parentis).

• Must work in a regular, full-time or benefittedpart-time position. Temporary and seasonal employees are not eligible for this benefit.

Savers Administrative Services, Inc. (Savers Admin) administers the City’s FMLA and parental leave benefits. To apply for FMLA and parental leave, simply call Savers Admin at 336-759- 3888 or 1-800-949-0311, and select Option 7. SaversAdmin’s hours of operation are Monday-Thursday8 a.m. – 5 p.m., Friday 8 a.m. - 1 p.m.

Time-Off Benefits

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School LeaveEmployees who are parents or guardians of a school-aged child may take four hours of unpaid leave each year in order to attend or otherwise be involved in the child’s school activities. Requests for such leave should be handled in accordance with policies regarding vacation, holiday or unpaid leave. Supervisors may request a written verification from your child’sschool.

Jury LeaveIf you are summoned to duty as a juror, you should notify your supervisor immediately. Full-time City employees who are summoned as a juror will be granted leave with regular pay for the period of service. No charge will be made against your annual leave, and you may keep any juror’s pay you receive. Part-time, temporary and seasonal employees may be granted time off without pay when summoned to serve as a juror.

Leave of Absence Without PayLeave without pay for a justifiable reason may be granted by the department head to any employee certified for benefits not to exceed two weeks within any twelve month period of time. Leave for a longer period of time must be approved by the City Manager or his designee not to exceed one year per event unless required by law. An employee on leave without pay shall not accrue benefits unless required by law. Additionally, an employee on any amount of leave without pay will not receive service credit in theretirement system for that time period. The employee's vesting rights, retirement eligibility and retirement benefits will be affected. All accrued,available paid leave must be exhausted before requesting unpaidleave.

Shared LeaveShared leave is an employee-to-employee benefit in which employees donate vacation, sick, and/or holiday time for the use by employees with catastrophic and serious medical conditions. Employees who have been employed for at least 12 months are eligible for the program.

Employees must have also exhausted all other paid leave (sick, vacation, holiday, short-term disability) before receiving shared leavedonations.

To be eligible to request shared leave for either catastrophic* or serious** (non-catastrophic) medical conditions,employees must have contributed at least eight (8) vacation hours to the Shared Leave Bank during Annual Enrollment for the calendar year in which the leave is requested. This donation requirement will be pro-rated for part-time employees who are certified for benefits, based on the number of hours they work during a normal work week. Employees who have catastrophic medical conditions are eligible to receive donations from the Shared Leave Bank and direct donationsfrom other employees.

Employees donating eight (8) hours of vacation time during annual enrollment are not required to maintain a balance of 40 vacation hours and 40 sick hours at the time of donation.

However anyone who donates hours outside of the Annual Enrollment window will be required to have a balance of 40 hoursof vacation and 40 hours of sick at the time of donation.

If donating outside of the annual enrollment window, employees must donate in one hour increments, with a minimum of eight (8) hours vacation or holiday time and amatching amount of sick time. A maximum of 80 hours each of vacation or holiday time and 80 hours of matched sick time for a total of 160 hours can be donated to onerecipient.

Employees who have serious (non-catastrophic) medical conditions are not eligible for donations from the Shared Leave Bank, but could be eligible for direct donations from otheremployees.

*Catastrophic medical conditions are serious incapacitatingand/or life threatening non-job related medical conditions requiring an extended treatment and/or recovery period for which the employee anticipates being absent from work for at least 160 hours and for which the employee would be without income for thosehours.

**Serious medical conditions are non-work related medical conditions, as defined in the FMLA, which would prevent an employee from coming to work for an extended period of time and which would cause the employee to be without income for at least 160 hours.

Military Leave

A full-time or part-time employee entering active duty with any branch of the U.S. Armed Forces is entitled to certain re- employment rights under the Uniformed ServicesEmployment and Re-employment Rights Act (USERRA).

A full-time City employee who attends an annual two week military camp or naval reserve cruise shall be entitled to a salary supplement for the difference between military base pay and the employee’s regular pay for two (2) calendar weeks, excluding scheduled days off, plus authorizedtravel time.

A full-time City employee who is called to active military duty, other than for the annual two week reserve training, shall be entitled to a salary supplement by the City, while on activemilitary duty, for the difference between military base pay and the employee’s regular pay for three months for each completed full year of service with the City when called to active militaryduty. Employees with less than one year of service will be paid the supplement for one month. Theemployee may receive the military supplement on a monthly basis provided the employee submits proof of base pay or a leave earning statement. The City will continue to provide for a minimum of 30 days or for three months for each completed full year of service, whichever is longer, for flexible spending,health and dental insurance benefits, as long as the full-time employee is on active military duty and continues to pay theemployee’s normal share of the costs.

Time-Off Benefits



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North Carolina Retirement System

City employees are required to contribute to the North Carolina Local Government Employees' Retirement System (LGERS) at the rate of 6% of their salary until retirement, regardless of age. Contributions to the retirement system aretax-deferred.

The ORBIT online system allows members to access their individual account information. You can review your salary history, service credits and benefit statements. There are support tools available such as the Benefit Calculator to assist youin calculating your monthly retirement benefit. Visit ORBIT and logon at www.nctreasurer.com.

Qualifying for LGERS—Local General Class and Local Law Enforcement Officers(LEO)

Service Retirement (Unreduced) Benefits are available:• At age 65 with 5 years of creditable service• At age 60 with 25 years of creditableservice• At any age with 30 years of creditableservice• At age 55 with 5 years of creditable service for swornpolice• At any age with 30 years of creditable service for swornpolice• Early Retirement (Reduced) Benefits are available:• At age 50 with 20 years of creditableservice• At age 60 with 5 years of creditable service• At age 50 with 15 years of creditable service for swornpolice

Savings & Investment Plans

The City offers several savings and investmentoptions. Your contributions are made through payrolldeductions, which may be increased or decreasedmonthly.

College Savings Plan(NC 529)This plan is sponsored by the College Foundation of North Carolina. It allows you to create a college savings strategy for your child, grandchild, yourself or someone else important to you.

• The North Carolina College Savings Fund is open toCityEmployees who are interested inparticipation.

• Setting up an account is easy. Contributionsyou maketoday create a gift that lasts a lifetime—an education.

• Call 1-866-866-2362or go to cfnc.org/nc529 to enroll orto update your beneficiaryinformation.

NC Traditional 401(k) & Roth 401(k) PlansThese supplemental retirement plans for public employeesare provided by the State of North Carolina and managed by Prudential.

Contact Prudential at 1-866-627-5267 or visit the Prudential website at ncplans.retirepru.com to update your beneficiary information and to get more information. You can also contact your local Prudential representative Donny Dutton at 336-209-3507 or at [email protected] regarding these plans or to set up anappointment.

457 Deferred Compensation & Roth IRA PlansSupplemental retirement plans are available for certain state and local government/non-governmentalentities managed by Mission Square/ICMA-RC.

401(a) PlanAll General and Fire benefitted employees (excluding sworn police personnel) will receive a contribution in the amount of 2% of total compensation – deposited each pay period – in a 401(a) Misson Square/ICMA-RC account established in each employee’s name. You will have an opportunity to choose from a broad range of investment funds. However, if do not choose the investment funds for your account upon enrolling, your contributions will be invested in a Stable Value Fund.

Employees will be vested in this plan after five years. If employees leave the City prior to being vested, with the exception of those who retire prior to being vested or in the event of death prior to be being vested, they forfeit their 401(a) amount.

Additionally, it is important that a Mission Square/ICMA-RC Beneficiary Form is completed by all benefitted General and Fire employees.

Contact ICMA-RC Customer Services 800-669-7400 or go to icmarc.org to get more information. You can also contact the account representative, Daisy Jones, for additional information at plans or to set up an appointment.

DaisyJonesLocal Office:1-704-841-0207Toll Free:1-866-266-7310Mobile: 1-202-288-4691Email: [email protected]

The City sponsors additionalretirement plans for Sworn Police and Fire Suppression personnel as listed below:

• Winston-Salem Police Officers Retirement System (WSPORS) (Plan Administrator-City ofWinston-Salem)

• Winston-Salem Police Officers' Defined Contribution Plan (WSPO DC)• Winston-Salem Fireman’s Retirement Fund (WSFRF)

• Fireman's and Rescue Worker'sPension Fund through the NC RetirementSystem

Retirement Benefits


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COBRA Benefits

Continuing Your CoverageUnder certain circumstances, you may continue your health care coverage when it would otherwise end. COBRA coverage is administeredby Savers Admin.

The right described above is given under the Public Health Services Act (PHSA) and stipulated by the ConsolidatedOmnibus Budget Reconciliation Act of 1985 (COBRA). COBRA contains provisions giving certain former employees, retirees, spouses, and/or dependent children the right to temporarily continue health coverage at grouprates.

However, this coverage is only available in specific instances. Group health coverage for COBRA participants isusually more expensive than health coverage for active employees since the City pays a part of its employees’ insurancepremiums.

COBRA applies to these plans:

• Medical• Dental• Vision • Medical Flexible Spending Account

COBRA coverage will end before the end of the eligibility periodif:• You do not make premium payments ontime• You become entitledto Medicare• All of the City’s group benefit plans are discontinued• You become covered under another group health plan after you elect COBRA coverage (unless the plan haspre-

existing condition limitations that affect you—if the new plan complies with HIPAA regulations, a pre-existing condition limitation likely will not affect termination of COBRAcoverage)

• You make a request to cancel coverage

When COBRA Ends

The charts shown below illustrate how long you can continue your COBRAcoverage.If you have any questions about COBRA, please contact Human Resources at 336-747-6807 or Savers Admin at336-837-6712 or 1-800-949-0311.

If YOU Lose coverage because…YOU continue coverage for…

you are no longer eligible due to termination of employment

18 months

you are no longer eligible and either you or a dependent is disabled (according to the Social Security definition) within 60 days of your loss of eligibility

29 months

If YOUR DEPENDENT loses coverage because…

YOUR DEPENDENT continues coverage

for…

of your death 36 months

you became eligible for Medicare after your COBRA election begins

36 months

you and your spouse divorce 36 months

he or she is no longer considered to be a dependent (because of age)

36 months


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COBRA Dental Plan Monthly Premium (Including 2% Administrative Fee)

COBRA Benefits

COBRA Medical Plan Monthly Premium (Including 2% Administrative Fee)



Employee/Child(ren) $11.38 $14.48

Employee/Spouse $12.18 $15.48

Employee/ Family $19.46 $24.77

COBRA Vision Plan Monthly Premium (Including 2% Administrative Fee)





Employee Only $531.11 $1,062.73

Employee/Child $952.17 $1,901.05

Employee/Spouse $1,518.24 $3,032.33

Employee/Children $1,117.29 $2,232.94

Employee/Family $1,745.53 $3,421.85

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If you are currently covering dependents who do not meet the definition of an eligible dependent as defined under “Key Terms...” below, please contact Human Resources to discontinue their enrollment in the City’s group health and/or dentalplans.

Consequences of having ineligible dependents are disciplinary action up to and including termination of employment,and/or requiring reimbursement to the City for claims paid to providers on behalf of the ineligible dependents.

Prior to enrolling a new dependent on your health and/or dental coverage, you will be required to provide documentation of the dependent’s eligibility such as a copy of marriage or birth certificate, legal document establishing custody, guardianship, or foster care indicating dependent’s name you wish to enroll. Please note that the City will recognize any marriage certificate from any State or U.S. jurisdiction, regardless of sex, for all City benefit programs.

Key Terms Relating To Your Employee Benefits

COBRAA federal law that allows workers and dependents who lose their medical, dental or health care flexible spending account coverage to continue any of those coverages for a specified length of time.

Coinsurance The percentage of the medical charge that you have to pay.

Convert To change your group term life insurance to an individual life insurance policy, which will be a guaranteed cost whole life insurance policy - a cash value policy.

CopaymentA flat fee that you pay for medical services, regardless of the actual amount charged by your doctor or another provider. This generally applies to physicians’ office visits and prescription drugs.

Deductible The amount you pay toward medical and dental expenses each calendar year before the plan begins paying benefits.

EligibleDependent

For a dependent to be covered, you must be covered and your dependent must be one of the following: your spouse (must have a valid marriage certificate from any State or U.S. jurisdiction, regardless of sex), child (including step or adopted), foster child or you must be a legal guardian or have custody of a dependent who is under the age of 26. If the dependent child is mentally or physically disabled and was covered prior to reaching age 26, the dependent can continue to be covered for medical insurance, regardless of age.

Out-of-PocketMaximum

The most you pay for covered medical expenses in a plan year.

PortTo take the group term life insurance policy with you. You can keep the group term life insurance within specified age and benefits minimum and maximum amounts. The group term life insurance provides a death benefit only. There is no cash benefit.

Summary Plan Description (SPD)

A legal document that describes your benefits, as well as your rights and responsibilities under the Plan. We encourage you to read your SPD and any attached Riders and/or Amendments carefully and to keep your SPD and any attachments in a safe place for your future reference. Please be aware that your Physician does not have a copy of your SPD and is not responsible for knowing or communicating your benefits.

Dependent Eligibility Verification & Key Terms


The City of Winston-Salem is required by law to maintain the privacy and security of your protected health information. We will let you know promptly if a breach occurs that may have compromised the privacy or security of your information. We must follow the duties and privacy practices described in this notice and give you a copy of it. We will not use or share your information other than as described here unless you tell us we can in writing. If you tell us we can, you may changeyour mind atany time. Let us know in writing if you change your mind.

We are required by law to provide this notice about our information practices, and to follow the information practices that are described in this notice. In accordance with 45CFR Section 164.520(c)(1)(iii), this notice is provided to the named insured under the Group HealthPlan(s).

It is the responsibility of the named insured to share this notice with his/her dependents. You may also receive a privacy notice from the City and our benefits vendors regarding the use and disclosure of Protected Health Information (PHI). This notice was revised and published November 30, 2013, and it replaces all previous notices. You may also review the City of Winston-Salem's Privacy Policy at www.cityofws.org. Should you have any questions regarding the notice(s), contact the City or the benefits vendors for the appropriate plan or the City of Winston-Salem's Human Resources Department.

For more information about HIPAA, visit https://www.hhs.gov/hipaa/for-individuals/index.html

of the Group Health Plan(s), protected health information (PHI) as defined by the Health Insurance Portability and Accountability Act of 1996 (HIPAA), for the purpose of providing, managing and coordinating your health care and related services including treatment, health care operations andpayment. The benefits vendors may also receive and use PHI to ascertain, on behalf of the Group Health Plan(s), ways to improve the quality of health care and to possibly reduce healthcare costs. The City and our vendors may use and disclose PHI for the following:

• Help manage the health care treatment you receive• Run our organization• Pay for your health services• Administer your healthplan• Help with public health and safetyissues• Do research• Comply with the law• Respond to organ and tissue donation requests and work with

a medical examiner or funeraldirector

• Address workers’ compensation, law enforcement, and other governmentrequests

• Respond to lawsuits and legalactions

The vast majority of the PHI that is received, used, andmaintained by our benefits vendors, on behalf of the City’s Group Health Plan(s), is never seen by the City in its capacity as Plan Sponsor or in its capacity as Employer.

Complaints Under HIPAAIf you are concerned that either the City or its benefits vendorshave violated your privacy rights under HIPAA, or you disagree with a decision made, pursuant to HIPAA, about access to your records, you may contact the benefits vendors or the City’s Privacy Official. You may also file a complaint with the U.S. Department of Health and Human Services Office for Civil Rights by calling 1-877-696-6775 or by visitingwww.hhs.gov/ocr/privacy/hipaa/complaints/.You may also complete a complaint form online at https://ocrportal.hhs.gov/ocr/smartscreen/main.jsf. No person shall be retaliated against for filing a complaint or exercising rights provided for under HIPAA or any other applicable law. If you have questions about this notice, you may contact the City’s Privacy Official at the address and telephone number listed below.

What is HIPPA?A federal regulation, the Health Insurance Portability and Accountability Act of 1996, also known as the HIPPA Privacy Rule, requires the City of Winston-Salem to provide a detailed notice in writing of its privacy practices. This notice is long because the HIPPA Privacy Rule requires the City to address a number of specific issues in its notice of privacy information practices.

Uses and Disclosures of Health InformationGroup Health Plan1 and BenefitsVendorsThe City, which is self-insured, provides several Group Health Plansfor which it is the Plan Sponsor. The City has entered into Administrative Services Agreements with various companies to administer its Group Health Plans including web-based benefit enrollments. These entities and others that will serve in this samecapacity in the future receive, use and disclose, on behalf

Privacy Official Contact InformationCamille French, Assistant City Attorney

City of Winston Salem Privacy Official100 E. First Street, Suite 131, Winston-Salem, NC 27101

336-747-6877

1For purposes of HIPAA, the term Group Health Plan, as used herein, includes the City’s group health plans, the dental plan and the employee assistance program; however, the term does not include accident or disability income insurance or any combination thereof; coverage issued as a supplement to liability insurance; liability insurance including general liability insurance and automobile insurance, workers’ compensation or similar insurance, automobile medical payment insurance; credit-only insurance; coverage for onsite medical clinics and other similar coverage, specified in the regulations, under which benefits for medical care are secondary or incidental to other insurance benefits

Notice of Privacy Information Practices

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Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with the City and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to makedecisions about your prescription drug coverage is at the end of thisnotice.

There are two important parts you need to know about your current coverage and Medicare’s prescription drugcoverage:

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare AdvantagePlan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthlypremium.

2. The City has determined that the prescription drug coverage offered by Prime Therapeutics is, on average for all plan participants,expected to pay out as much as standardMedicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (penalty) if you later decide to join a Medicare drugplan.

When Can You Join A Medicare Drug Plan?You can join a Medicare drug plan when you first become eligiblefor Medicare and each year from October 15th to December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will have a two month period in which you can join a Medicare drugplan.

What Happens To Your Current Coverage If You Decide to

Join A Medicare Drug Plan?

As an active employee, if you decide to join a Medicare drugplan, your current City coverage will not be affected. Active employees may keep their City coverage and it will coordinate with Part D coverage.

For retirees who elect Part D coverage, your City coverage will be affected. If you do decide to join a Medicare drug plan and drop your current City coverage,be aware that your dependents may beable to get their coverageback.

See the Centers for Medicare and Medicaid Services (CMS) Disclosure of Creditable Coverage to Medicare Part D Eligible Individuals Guidance (available at http://www.cms.hhs.gov/CreditableCoverage/), which outlines the prescription drug plan provisions/options that Medicare eligible individuals may have available to them when they become eligiblefor Medicare Part D.

When Will You Pay A Higher Premium (Penalty) To Join

A Medicare Drug Plan?

You should also know that if you drop or lose your currentcoverage with the City and do not join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (penalty) to join a Medicare drug planlater.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditablecoverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

For More Information About This Notice Or Your

Current Prescription Drug Coverage:

Contact Human Resources for more information at 336-747-6807.

Note: You will get this notice each year prior to the Medicare Annual Enrollment period and if this coverage through the City changes. You also may request a copy of this notice at any time.

For More Information About Your Options

Under Medicare Prescription Drug Coverage:

Refer to the “Medicare & You” handbook.You will get acopy of the handbook in the mail every year fromMedicare if you are currently enrolled in Medicare. Youmay also be contacted directly by Medicare drugplans.

For more information about Medicare prescription

drug coverage:

• Visitwww.medicare.gov

• Call your State Health Insurance Assistance Programfor personalized help. You can locate your state’snumber by going to www.medicare.gov/contacts.For North Carolina, the phone numbers are: 1-855-408-1212 or 336-748-0217.

• Call 1-800-MEDICARE (1-800-633-4227).TTYusers should call 1-877-486-2048.

If you have limited income and resources, assistance may be available to help you pay for Medicare prescriptiondrug coverage. For information about this extra help, visit Social Security on the web atwww.socialsecurity.gov or call 1-800-772-1213 (TTY 1-800-325-0778).

Medicare Drug Coverage

Plan Whom To Call Phone Number Website

Medical and Dental Insurance

CIGNA 1-800-Cigna-24 myCigna.com

Prescription Drug Plan

Cigna Express Scripts (Mail Order)

Accredo(Specialty Medication)

1-800-Cigna-24myCigna.com

Vision VSP 1-800-877-7195 www.vsp.com

Critical Illness, Hospital Indemnity, Accident

Wellfleet 866.563.0337 www.wellfleetworkplace.com/cows

Flexible SpendingAccounts

Savers Administrative Services, Inc. (Savers Admin)

336-837-6712 or800-949-0311

saversadmin.com/fsalogin

Basic and Supplemental Life and AD&D

Atlanta Life Insurance Company / Securian

EOI: 800-872-2214Claims: 888-658-0193

lifebenefits.com

Short-Term Disability The Hartford 800-523-2233 thehartfordatwork.com

FMLA & ParentalLeaveSavers Administrative Services,

Inc. (Savers Admin)

336-759-3888, select option 7

or800-949-0311, select option 7

[email protected]

Employee Assistance Program

REACH 800-950-3434mylifeexpert.com

company code: citywsnc

PensionPlan NC Retirement System877-NC-SECURE

877-627-3287nctreasurer.com

457 DeferredCompensation Plan, Roth IRA &401(a)

Mission Square (formerly ICMA-RC) Customer Service

800-669-7400 icmarc.org

Mission Square (formerly ICMA-RC) Representative

Daisy Jones866-266-7310 [email protected]

Nationwide 877-677-3678 nrsforu.com

401(k) Plan Roth 401(k) Plan

Prudential Customer Service 866-627-5267 ncplans.retirepru.com

Prudential RepresentativeDonny Dutton

336-209-3507 [email protected]

NC 529 Plan College Foundation of NC 866-866-2362 cfnc.org/nc529

Contact InformationContact the Human Resources Department at 336-747-6807 ; fax# 336-748-3053 or [email protected] with additional questions about benefits or employment verification. Employee Medical Services can be reached at 336-727-2305 ; Fax#336-747-9221 or [email protected]. Payroll can be reached at 336-727-9281.

Please check on the Employee Center site at https://www.cityofws.org/1025/Employee-Center for announcements/updates.

Contact names, phone numbers, and web addresses of the companies who administer the plans are below.

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https://urldefense.com/v3/__https:/www.wellfleetworkplace.com/cows__;!!IF02HbLKfvgGAZjM2hVeUw!Nq5S3vcOUDODYT9hnCwjFx4eokVe3TxAuFjdTgN6xA1fGxHzI5Fu22x3LM3gut8-ZepEGhqrpPMk$

mailto:[email protected]

mailto:[email protected]

This guide describes the benefit plans and policies available to you as an employee of the City of Winston-Salem. The details of these plans and policies are contained in the official plan and policy documents, including some insurance contracts. This guide is meant only to cover the major points of each plan or policy. It does not contain all of the details that are included in your Member Guides or in your other employee benefit materials. Your Member Guides and Summary Plan Descriptions are available through the City’s Human Resources Department.If there is ever a question about one of these plans and policies, or if there is a conflict between the information in this guide and the formal language of the plan or policy documents, the formal wording in the plan or policy documents will govern.

Please note that the benefits described in this guide may be changed at any time and do not represent a contractual obligation on the part of the City of Winston-Salem.

About this Guide

A Guide to Your Employee Benefits 2022

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Transcript of A Guide to Your Employee Benefits 2022