Employee Benefits

Note:  As a wholly owned subsidiary of Arkansas Blue Cross, PBSI employees are covered by the benefits package sponsored by Arkansas Blue Cross and its family of companies. Therefore, the term Arkansas Blue Cross includes PBSI.

Providing benefits that help employees feel secure and grow professionally and personally are all part of recruiting and retaining great employees. The following is an outline of the benefits available to employees of Arkansas Blue Cross and its family of companies.

401(k) Savings and PLU$ Plan

A tax-deferred savings/retirement plan is available for employees. Employees may contribute from 1 to 50 percent of their gross pay each pay period. Up to 6 percent of employee savings is matched by the company each pay date, according to years of service, with 100 percent company match after 15 years. Vesting also is based on years of service with 100 percent vesting after six years of employment.

Depending on company profitability, all eligible employees will receive an annual contribution to their 401(k) PLU$ company account of an average annual targeted amount of 4 percent with a minimum of 2 percent of their annual compensation. An employee must be employed on December 31 in order to receive this contribution. The contribution will be made as soon as administratively possible after the end of each year.

Business Casual & Casual Day

The company observes business-casual dress Monday through Thursday. Casual dress is allowed on Fridays.

Business Hours

The office hours of Arkansas Blue Cross are 8:00 a.m. to 4:30 p.m.; Monday through Friday, with a 30-minute lunch break and two 15-minute breaks. Flexible hours are available in some areas.

Cafeteria

A cafeteria is available in the Arkansas Blue Cross South Building at Seventh and Gaines Street in downtown Little Rock. Vending and break areas are available in all Arkansas Blue Cross facilities.

Case Management

During an extended illness or hospitalization, employees may utilize an Arkansas Blue Cross case manager to work with them and their families to ensure they receive appropriate, quality care. Case managers can help coordinate home health care, help ensure quality care and assist employees in maximizing their health benefits.

Communication

A monthly newsletter, Blueprint, is distributed internally to all employees. An intranet site, InsideBlue, keeps employees up to date on late-breaking news and policy changes. Employee meetings are held and special communications pieces are distributed on an as-needed basis.

Corporate Incentive

Employees may receive an annual corporate incentive if the employee and the company meet certain criteria.

Credit Union

Employees may participate in a federal credit union available through Arkansas Blue Cross.

Death Leave

Employees will be granted a leave with pay in the event of a death in the immediate family. The length of the leave period may be up to three days as determined by the manager. No period of service is required to be eligible.

Employees' Committee

Each year, employees select a group of their peers to represent them on the Enterprise Employees' Committee. This group plans employee and community outreach activities throughout the year. The Employees' Committee provides gifts to participating employees for the following: hospitalization, baby gift, wedding gift and departure. A nominal fee is charged for participation and is paid through payroll deduction.

Employee Assistance Program (EAP)

A strictly confidential service is offered to employees and their families that provides short-term counseling for stress management and emotional, financial, adolescent, and substance-abuse programs. The schedule of benefits varies by location.

Employee Wellness

Wellness Works, the Arkansas Blue Cross employee wellness program, is committed to assisting employees in achieving and maintaining good health and well-being through wellness activities and educational sessions. This program is implemented and coordinated by the Wellness Works Council comprised of employees from throughout the enterprise. Activities may vary from year to year but generally include the following:

• "Lunch and Learn" sessions on topics such as diabetes, heart-healthy lifestyle, breast self-exam, domestic violence and respiratory wellness.
• "Hope Health Calendar" given to each employee annually.
• Flu shots provided at no cost to employees.
• Company sponsorship of employees' participation in various walks/runs, such as "Race for the Cure," "Out to Lunch," etc.
• Discounts at various fitness centers.

Family and Medical Leave

Employees must have at least one year of service and worked at least 1,250 hours during the year before leave is available. An eligible employee may be granted family and medical leave for up to 12 weeks during any 12-month period for three reasons: 1) because of the birth or placement for adoption or foster care of a child (Leave for the birth or placement of a child may be taken only within 12 months of that birth or placement.); 2) because of a serious health condition of a spouse, child or parent; 3) because of the employee's own serious health condition. An employee must use any available Personal Time Off (PTO) or Discretionary Holiday for any part of the leave period. Any period of benefit covered under Short Term Disability would also count as part of the total maximum family and medical leave of 12 weeks.

FlexBlue Cafeteria Plan

A flexible spending account is available that allows employees to pay certain health care, child care and third-party medical premiums with pre-tax dollars. Eligibility is immediate.

Holidays

The following 10 paid holidays per year are observed:

Insurance

Auto and Homeowner Insurance

Employees may purchase auto and homeowner insurance with premiums paid through payroll deduction.

Basic Group and AD&D Life Insurance

Employees are provided (at no cost) with life and accident coverage at two times their annual salary with a maximum of $150,000. This coverage increases proportionately with earnings. Effective date is the first of the month following date of hire.

Dental Insurance

The company provides preventive and restorative dental care for employees, with the option to purchase coverage for dependents. There is a $25 calendar year deductible per person with a $1,500 per person maximum benefit per year. Orthodontia coverage is also available for dependents up to age 19 with a $1,500 per person lifetime maximum. Effective date of coverage is the first of the month following date of hire.

Dependent Life Insurance

Employees may purchase one of two options for life insurance for spouse and children. Option 1: Spouse coverage is $15,000 and dependent-child coverage is up to $5,000 for each child depending on age of child. Option 2: Spouse coverage is $25,000 and dependent-child coverage is up to $8,000 for each child depending on age of child. To add coverage at any time other than upon hire, birth of a child, adoption/legal guardianship or marriage, the completion of an application, payroll authorization and Evidence of Insurability (EOI) forms are required, as employee would then have to be approved for coverage. An EOI form and approval are also required to increase level of coverage. An EOI form and approval are always required for Option 2.

Health Insurance

Employees receive health insurance coverage at no cost and have the option of purchasing coverage at a nominal fee for their dependents through payroll deduction. Effective date of coverage is the first of the month following date of hire.

Supplemental Life Insurance — For Employees Only

Employees may choose to purchase one of three levels of coverage based on annual salary. To add coverage at any time other than upon hire, an Evidence of Insurability (EOI) form is required, as employee would then have to be approved for coverage. An EOI form and approval are also required to increase level of coverage.

Universal Life and Cancer Insurance

Employees may purchase Universal Life and Cancer insurance for themselves and/or their dependents during open enrollment only.

Vision Insurance

Employees may purchase a vision insurance plan for themselves or their family through payroll deduction. The plan covers basic examinations, frames, and lenses for the employee, spouse and dependents. The effective date of coverage is the first of the month following date of hire.

Voluntary Accidental Death and Dismemberment Insurance (Voluntary AD&D)

Employees may purchase additional 24-hour accident insurance coverage. Employees may choose either an Employee Plan or a Family Plan for this coverage.

Long-Term Disability

Employees are eligible for this benefit after one year of service. A 180-day elimination period is required. The amount of Long Term Disability is 60% of earnings payable to age 65 for qualified disabilities. Employees are removed from the payroll when they become eligible for Long Term Disability and are no longer considered active employees. Basic Group Life, Supplemental Group Life and Dependent Life Insurance will be continued under the Waiver of Premium provision. Group Health Insurance will be continued according to policy guidelines.

Military Leave

Arkansas Blue Cross is supportive of the various Guard and Reserve commitments which have been made by employees. Employees voluntarily enlisting in the various Guard or Reserve units and employees enlisting after their initial obligation may take Personal Time Off (PTO) or leave without pay to cover any active duty training period. Employees will receive compensation if a holiday falls during the training period, and all employee benefits shall continue through the training period.

Employees called to active duty will remain on the payroll for one year. If military salary is lower than employee's company salary, the company will pay the difference for up to one year as long as written verification of military service is provided. If the period of active duty is less than one year, the company will pay the difference in salary for the actual period of active duty. Basic Group Life Insurance will continue during the first three months of active duty, then employee may convert to an individual policy at employee's expense. Group AD&D and Voluntary AD&D will be canceled at the time the employee becomes activated. Group Health Insurance will continue for 30 days from the first day of active duty and may be converted to COBRA at employee's expense after the 30-day period.

Parking

Space in a lot or deck is provided for employee parking, if space is available. A nominal fee is charged and is paid through payroll deduction.

Payday

Employees are paid 26 times per year (every other week) on Fridays. Payroll checks are deposited directly into a checking or savings account.

Personal Time Off (PTO)

PTO is acquired every pay period. PTO includes what is traditionally known as vacation time and time off for illness. PTO may be taken as it is accrued with a supervisor's approval and scheduling. PTO is accrued each pay period according to the following rate schedule:

PTO may be accumulated up to a 90-day maximum. Employees may sell back PTO hours three times in a tax year, up to 120 hours per year. (An 80-hour minimum balance must be maintained). No less than 24 hours can be sold at one time.

Severance Pay

Full-time employees who are involuntarily terminated from current employment as a result of a company decision to reorganize, reduce workforce or eliminate job functions may be paid severance pay. Certain criteria must be met, and amount of severance paid is based on completed years of service.

Short-Term Disability

Employees are eligible for this benefit after one year of service. A 20 workday elimination period is required before benefit begins. This benefit is 60% of base salary. Available PTO must be used for elimination period. Employee must notify their supervisor and the Human Resource Department as early as possible. In the case of pregnancy, employee must give 30 days advance notice.

Smoke-Free Workplace

The company's facilities are smoke-free environments. Designated areas are available for employees who smoke.

Special Delivery

This prenatal care/health pregnancy program uses education, assessment and intervention to help employees (and spouses or other covered dependents) who are either pregnant or planning to start a family.

The Zone

An employee suggestion system is offered so employees can submit ideas for workplace improvements. Employees are awarded points which are accumulated and redeemed for various gifts.

Tuition Reimbursement

Employees may advance their education with the help of the tuition reimbursement program. For students pursuing a college degree or certification, or who are taking courses that are needed for their growth or development, Arkansas Blue Cross reimburses the employee up to 100% of books, tuition and fees provided certain criteria is met. The maximum payment for this benefit is $5,250 per year. Employees are eligible immediately upon date of hire, but only for courses enrolled in after that date.

Vote

Employees may join the company's political action committee. A nominal fee is charged and is paid through payroll deduction.