Unless you have a qualified change in status, you cannot make changes to the benefits you elect until the next open enrollment period.
Qualified changes in status include:
• Marriage or divorce
• Birth or adoption of a child
• Change in child’s dependent status
• Death of a spouse, child or other qualified dependent
• Change in residence due to an employment transfer for you or your spouse
• Commencement or termination of adoption proceedings
• Change in employment status or a change in coverage under another employer-sponsored plan
DEPENDENT AUDIT
Archer reserves the right to request documentation to substantiate that your dependents are eligible to participate in the benefit plans. At any time, a dependent eligibility audit could be conducted, where a sample of employees will be asked to provide verification of their dependent’s status. If you choo se to cover a dependent on the benefit plans at Archer, please be prepared to provide the necessary documents to prove dependent status and eligibility, if needed.
WHO IS ELIGIBLE?
You are a benefits-eligible employee if you are a full-time employee (working 30 or more hours per week). Please remember that only eligible dependents can be enrolled. Eligible dependents include all of the following:
• Your legal spouse (only if they are not eligible to receive benefits through their employer)
• Your dependent children who have not reached the age of 26 may also be eligible to receive these benefits if coverage is elected. For purposes of benefits, your dependent children include: natural children, any legally adopted children, a stepchild (as long as you and the child’s natural parent remain married), a child placed in your home while adoption procedures are underway, and children living with you for whom you are appointed legal guardian by a court and for whom you are financially responsible
• Children for whom you are required to provide healthcare coverage pursuant to a Qualified Medical Child Support Order (QMCSO). A QMCSO is any judgment, decree, or order (including a settlement agreement) issued by a court or through an administrative process under state law, that creates or recognizes the existence of the right of a child to, or assigns to the child the right to receive benefits for which you are eligible under the plan
• Your disabled children. A disabled child is one who is incapable of self-sustaining employment because of mental or physical disability. Your child must be unmarried, primarily dependent upon you for support, and not eligible for any other type of health coverage (other than Medicaid or Medicare). The child’s disability must have started before he or she became age 26 and the child must depend primarily on you for support. For a disabled child to remain covered beyond age 26, you must provide proof of the child’s disability within 30 days of the date on which the child becomes age 26. Coverage will end on the last day of the benefit year in which the child ceases to qualify as a disabled child.
NOTE: You must notify the Benefits Department within 30 days of experiencing a qualified change in status
STANDARD POS
Wellness:
then you will be deemed a “participant” in our
If you use tobacco and are enrolled in one of the Archer & Greiner Medical/Rx plans, you
the same incentive through different means. Contact the Benefits Department for more details on reasonable alternatives to our wellness program. Please refer to page 18 in this Guide for details on the tobacco cessation program.
DENTAL CONTRIBUTIONS
VISION CONTRIBUTIONS
MEDICAL BENEFITS
MERITAIN
Archer offers eligible employees the following medical plans administered by Meri tain. Meritain utilizes the Aetna POS II network of providers. If you enroll in the High Deductible Heal th Plan (HDHP), you have the option of contributing toward a Health Savings Account (HSA).
* All deductibles, coinsurance and copays are applied to the in-network out-of-pocket maximum.
** After deductible
*** Full Family Deductible: The family deductible must be met if employee covers self and one or more dependent.
REMINDER: Once the individual out-of-pocket maximum is met, the plan will cover 100% of all covered services for that individual for the remainder of the plan year. Once the family out-of-pocket maximum is met, the plan will cover 100% of all services for all enrolled family members for the remainder of the plan year. This applies to both the HDHP and Standard POS plan.
NOTE: If you enroll in the HDHP, your provider may require you to pay upfront for any services subject to your deductible.
MERITAIN CUSTOMER SERVICE
FINDING A PROVIDER
PRESCRIPTION DRUG BENEFITS
EXPRESS SCRIPTS (RXBENEFITS)
If you elect to participate in either of the medical plans offered by Archer & Greiner, you are automatically enrolled in the corresponding prescription drug plan. Your prescription drug be nefits are administered by Express Scripts (ESI). Prescription drug costs count toward your medical plan’s out-of-pocket maximum in both the HDHP and POS plan, and they also apply toward your deductible in the HDHP.
(up to a 90-day supply)
QUESTIONS?
If you have questions related to your prescription drugs, please contact RxBenefits’ Member Concierge Team for assistance at 800.334.8134 or via email at CustomerCare@rxbenefits.com
PRESCRIPTION DRUG BENEFITS
EXPRESS SCRIPTS (RXBENEFITS)
SAVEONSP PROGRAM
Through the Accredo Specialty Pharmacy, you also have access to SaveOnSP program, which for certain specialty medications could mean no cost for you. Contact SaveOnSP at 800.683.1074 to see if your medications are eligible for this program.
EXPRESS SCRIPTS & GOODRX
Express Scripts Price Assure
Express Scripts teamed up with GoodRx to help you and your family members save money on your prescription drugs! Express Scripts’ Price Assure program automatically discounts your prescription drugs when a discount is available. All you need to do is show the pharmacist your Express Scripts member ID card when picking up your prescription at a GoodRx participating pharmacy. If GoodRx’s price is the lowest, that is all you will pay!
• Discounts apply to generic medications that are covered by your plan, excluding specialty generics.
• Your out-of-pocket costs are applied towards your plan’s out-of-pocket maximum in both plans and towards your deductible in the HDHP.
COMPARE PRICES & SAVE WITH GOODRX
GoodRx is still available for select preferred brand, non-preferred brand, and sp ecialty medications. Compare prescription drug prices at local and mail-order pharmacies, and discover free coupons and savings tips. Learn more and start saving today by visiting www.goodrx.com When you use GoodRx, your prescription costs do not accumulate towards the plan’s out-of-pocket maximum and/or deductible.
PREVENTIVE GENERICS - $0 COPAY
Archer’s prescription drug plans include preventive medications for many conditions under this program including asthma/COPD, diabetes, cholesterol, etc. at no cost. If an employee uses a generic preventive medication that is included in this program, that prescription WILL NOT be subject to a deductible and NO COPAY will apply. For specific questions, please contact RxBenefits at 800.334.8134
MANDATORY MAIL ORDER PROGRAM
Members must use Express Scripts Home Delivery (Mail Order Program) for maintenance medications. Once the initial prescription and one additional refill is made at the retail pharmacy, the Mail Order Program is mandatory for coverage of ongoing prescriptions.
SAVE MONEY WITH THE HOME DELIVERY PROGRAM
If you are enrolled in the HD HP, you will receive greater discounts on your prescriptions when you use home delivery. If you are enrolled in the Standard POS plan, you will receive a 90-day supply for the equivalent of two (2) retail copays. Getting started with home delivery is easy:
• Visit www.express-scripts.com and create an account. Be sure to have your medical ID number and SSN nearby.
• Ask your doctor to send your prescription(s) directly to Express Scripts
• Complete a home delivery order form and return it to Express Scripts along with the 90-day prescription from your doctor with refills for up to one year (if applicable)
• Contact RxBenefits’ Welcome Team directly at 855.649.3641 or via email at Welcome@rxbenefits.com
WELLNESS PROGRAM
Archer & Greiner offers a wellness incentive program for employees who are enrolled in Archer’s medical plans. Employees who receive their annual physical and routine bloodwork during the May 1, 2025 benefits plan year will be eligible for wellness savings during the May 1, 2026 benefits plan year. Your wellness savings will be applied to your per-pay medical/prescription drug contributions.
You must receive BOTH your annual physical and routine bloodwork between May 1, 2025, and April 30, 2026 to be eligible for wellness savings.
To locate an in-network provider close to you visit www.aetna.com/dsepublic/#/mymeritain
Please note, you must select Aetna Choice POS II (Open Access) from the list of plans. At your annual physical, ask your doctor to order routin e bloodwork. Your doctor will write you a lab slip.
Your doctor’s office may be able to accommodate your routine bloodwork while at your appointment. If not, you can locate an in-network facility by visiting www.aetna.com/dsepublic/#/mymeritain
COLORECTAL CANCER SCREENING
If you are due for a colorectal ca ncer screening, don’t forget that it’s covered 100% if you are enrolled in one of Archer’s medical plans. This preventive screening is crucial for detecting potential issues early. Check with your healthcare provider to schedule your screening if applicable.
REMEMBER! Archer offers biometric screenings at the Health Fair annually!
SCHEDULE AN APPOINTMENT WITH QUEST OR LABCORP
Quest Diagnostics and LabCorp are two in-network facilities where you can obtain your routine bloodwork. Simply schedule an appointment and bring your lab slip from your provider.
Quest Diagnostics
• Visit www.questdiagnostics.com , scroll down, and click ‘Make an Appointment’
• Sign in or create an account, if you are a new user, or click ‘Continue As a Guest’
• Follow the onscreen instructions to complete your appointment details
LabCorp
• Visit www.labcorp.com and click ‘Find a Lab’
• Enter your zip code to find a lab located near you
HEALTH SAVINGS ACCOUNT MERITAIN RESOURCES
NURSE HEALTH COACHING
Nurse Health Coaching can help you manage your chronic conditions. You will work with a registered nurse to set goals for your overall health and wellbeing and take steps towards living a healthier lifestyle. You can meet your nurse virtually through phone or video conferencing. Call 888.610.0089 to learn more or join today!
LIFEMART
LifeMart offers exclusive discounts on a wide range of fitness, wellness, and travel options, all designed to help you save time and money. With LifeMart, you can enjoy savings on a wide range of products and services, including fitness and wellness essentials (such as at-home fitness equipment and fitness trackers), travel (flights and hotels), senior care items, electronics, and much more. Simply visit http://meritain.lifemart.com and use the registration code MERITAIN to start saving.
HEALTHCARE BLUEBOOK
Healthcare Bluebook is a cost transparency tool that helps Meritain members save money by providing clear price information for healthcare services. Members can easily search for procedures, doctors, or hospitals to find the best prices. Archer also participates in the "Go Green to Get Green" program, rewarding members for choosing "green" providers (those with prices at or below the Fair Price). By selecting these providers, members can save money and earn cash incentives. To use the tool, visit www.meritain.com
MEMBER PERKS
As a member of Meritain, you gain access to discounts and can save on a wide variety of products. Examples of the products include blood pressure monitors, body composition scales, hearing aids, ElectroTHERAPY Pain Relief TENS unit and ElectroTHERAPY TENS Long Life Replacement Pads. There are no claim forms or referrals needed.
TELADOC
You MUST be enrolled in an Archer & Greiner medical plan to use Teladoc. Tela doc Health General Medical offers you and your eligible dependents 24/7/365 on-demand access to U.S. board-certified physicians, whether at home or at work, providing a more affordable alternative to visiting a doctor’s office, urgent care, or the emergency room. Members can easily access Teladoc Health services via phone, online, or by downloading the app.
Member Cost (Per Consult)
• HDHP Enrollees: $10 copay up to medical plan out-of-pocket maximum
• POS Enrollees: $10 copay up to medical plan out-of-pocket maximum
To learn more about Meritain Resources scan the QR code.
MINUTECLINIC CVS MINUTECLINIC CVS
CVS MinuteClinics offer a broad range of services to keep you and your family healthy. In addition to diagnosing and treating illnesses, injuries, and skin conditions, they make it easy and convenient to access care when you need it most.
About CVS MinuteClinic
• Located in select CVS Pharmacy and Target stores across 36 states
• No appointment necessary
• Visits usually last less than 30 minutes
• A record of your visit can be sent to your family doctor
• Open seven days a week with convenient evening hours
CVS MinuteClinic Practitioners can:
• Treat common illnesses, like strep throat, earache, pink eye, and sinus infection
• Treat minor injuries and skin conditions
• Write prescriptions when appropriate
Cost (Per Visit):
• HDHP Enrollees: You will be required to pay out-of-pocket until you have met your in-network deductible. After you reach your deductible, you will be covered 100%.
• POS Enrollees: You will have a $0 copay.
DENTAL BENEFITS
DELTA DENTAL
FIND A PROVIDER
To find a participating Delta Dental provider, please visit www.deltadentalnj.com/fad/search
Below is a summary of the dental plans offered through Delta De ntal. You can visit any dentist, but using a dentist from the Delta Dental PPO or PPO Premier networks will help reduce your out-of-pocket costs. If you visit a non-participating dentist, you wil l be responsible for the difference between Delta Dental’s benefits and the non-participating dentist’s actual charges. A complet e list of covered dental services and frequency limitations can be found on BenePortal at: www.archerbeneportal.com
LOW PLAN
HIGH PLAN ENHANCED PLAN
PREVENTIVE CARE (TYPE A)
Fluoride, Cleanings, Oral Examinations, Sealants, Full Mouth and Bitewing X-rays
* Out-of-Network: Providers that do not participate in Delta Dental’s network may balance bill above the maximum allowable charge, meaning you will be responsible for the difference between Delta Dental’s benefit and the non-participating dentist’s actual charge.
** Carryover Max: If you get your annual preventive exam and use less than half of your plan’s calendar year maximum, the difference between your calendar year maximum and what you actually used multiplied by 25% will be carried over to the following plan year. You may carryover up to $500 towards your calendar year maximum annually.
MYSMILE
MySmile offers free, simple tools to manage your Delta Dental benefits, including viewing coverage details, checking claims, printing your ID card, finding a dentist, getting estimates, and more! To get started, visit www.deltadentalnj.com or open the Delta Dental mobile app and click ‘Register’ . For questions, contact Customer Service at 800-452-9310 (Mon-Fri).
IMPORTANT: If you utilize an out-of-network provider, you may be subject to balance billing. This means that the provider can bill you for the difference between what they charge and what Delta Dental pays for the service. If your provider is a PPO or PPO Premier dentist within Delta Dental’s network, you will not be subject to balance billing. Visit www.deltadentalnj.com/fad/search to locate a PPO or Premier dentist near you!
VISION BENEFITS
The chart below highlights the vision benefits through National Vision Administrators (NVA). This plan is voluntary and 100% employee paid. To locate a participating provider visit www.e-nva.com
4. Discount does not apply at Wal-Mart/Sam’s Club locations, Cole corporate locations (if applicable) or Contact Fill.
NVA MOBILE APP
The NVA Mobile app makes it easy to manage your vision care anytime, anywhere. Use it to find providers, view your benefits, access your ID card and more! Scan the QR code to get started!
NATIONSHEARING
Employees enrolled in the NVA plan have access to the Nation’s Hearing Service Plan which offers access to the largest hearing care provider network in the country and substantial savings on top tier brand devices. You can earn up to 60% savings at participating provider locations through NationsHearing. For more detailed information visit www.archerbeneportal.com
HEALTH SAVINGS ACCOUNT
INSPIRA FINANCIAL
If you enroll in the Meritain HDHP, you may be eligible to participate in the Health Savings Account (HSA). The HSA is a great way to save money by allowing you to set aside pre-tax dollars, via payroll deductions, to efficiently pay for qualified healthcare, dental, and vision expenses. The funds in your HSA never expire; yo u may utilize the money you accumulate in your account for future healthcare expenses, even if you change jobs or retire.
HSA ELIGIBILITY
In order to qualify for an HSA, you must meet the following qualifications:
• You have coverage under an HSA-qualified, high deductible health plan (HDHP)
• You (or your spouse, if a pplicable) have no other health coverage (excluding other types of insurance, such as dental, vision, disability or long-term care coverage)
• You are not enrolled in Medicare
• You cannot be claimed as a dependent on someone else’s tax return
For more details on eligibility requirements, visit: www.irs.gov/publications/p969#en_US_2019_p ublink1000204025
HSA ADVANTAGES
• There is no “use it or lose it” rule with an HSA. If you do not use the money in your account by the end of the year, don’t worry! Unused funds will roll over year after year.
• You can save and invest unused HSA money for future healthcare needs.
• Your HSA is portable. When you retire or leave the company, your HSA funds go with you.
HSA CONTRIBUTIONS
The maximum amount that can be contributed to the HSA in a tax year is established by the IRS and is dependent on whether you have individual or family coverage in one of the HSA medical plans. For 2025, the contribution limits are:
• $4,300 for individual coverage
• $8,550 for family coverage
• The annual catch-up contribution for age 55 and older is $1,000
FLEXIBLE SPENDING ACCOUNTS FLORES
Flexible Spending Accounts, or FSAs, provide you with an important tax advantage that can help you pay healthcare expenses on a pre-tax basis. By anticipating your family’s healthcare costs for the next plan year, you can lower your taxable income.
The Archer FSA runs on a calendar year schedule (January 1 - December 31).
REMEMBER!
You must enroll/re-enroll in the FSA plans each year.
“USE-IT-OR-LOSE-IT” RULE
Flexible Spending Accounts operate under a use-it-or-lose-it rule, meaning that money not used by the end of the plan year does not rollover and must be forfeited, per IRS regulations.
However, the Archer FSA allows participants to incur expenses against the previous plan year balance up until March 15th of the following calendar year.
HEALTHCARE FSA
The Healthcare FSA allows you to set aside pre-tax dollars via payroll deductions to pay for qualified healthcare expenses for you and your dependents. The annual maximum amount you may contribute is $3,300 per calendar year.
The Healthcare FSA can be used for:
• Eligible medical procedures
• Prescriptions
• Doctor office copays
• LASIK eye surgery
• Non-cosmetic dental procedures
• Prescription contact lenses, glasses and sunglasses
A complete list of eligible healthcare FSA expenses is available at: www.flores-associates.com/EligibilityList.html
Employees participating in a Health Savings Account (HSA) are not eligible to enroll in the Healthcare FSA, per IRS guidelines.
CARES ACT AND QUALIFYING MEDICAL EXPENSES
Under the CARES Act, the definition of a qualifying medical expenses includes certain over-the-counter medications and products. Specifically, the act treats additional over-the-counter medications, along with menstrual care products, as qualified medical expenses that may be paid for using FSAs or other tax-advantaged accounts.
FILING A CLAIM
The full annual election under your Healthcare FSA is available on the first day of your benefits eligibility. The easiest way to use your funds is by using your Flores debit card at the point of service. When you use your card, funds are automatically deducted from your account to pay for eligible expenses. You can submit claims via your Flores member portal online or through the mobile app. Visit www.flores247.com to learn more.
Please note that you should retain all of your receipts. The IRS requires that Flores request copies of receipts for certain claims. If receipts are required, you will receive an email or letter the business day after using your card.
COMMUTER BENEFITS
FLORES
Archer is pleased to provide our employees with the opportunity to enroll in a spending account specific to work-related transit expenses. Commuter Benefits allo w you to pay for eligible workrelated transit and parking expenses through pre-tax payroll deductions from your paycheck.
You are able to make changes to your pre-tax election amount on a month-to-month basis. Once you make your election, you will receive a debit card that can be used to pay for work-related transit and parking expenses. Your debit card is loaded with your pre-tax deductions each time a deduction is taken from your paycheck. Each time you use your debit card to pay for commuter purchases, the funds are automatically debited from your commuter account.
MAXIMUM MONTHLY CONTRIBUTIONS
For the 2025 plan year you may contribute:
• TRANSIT: Up to $325 per month for transportation (mass transit, train, subway, bus fares, ferry rides). Transit requires payment with the Flores debit card only.
• PARKING: Up to $325 per month for parking expenses incurred at or near your work lo cation or near a location from which you commute using mass transit.
At the end of the plan year, any balances in either account will remain in your account and be available for your use in the next plan year, unless your employment with Archer is terminated.
There is no “use-it-or-lose-it” rule for Commuter Benefits. While unused amounts cannot be cashed out, they can be carried over to provide commuter benefits in subsequent years.
ONLINE & MOBILE ACCESS
Get instant access to your account through the Flores online portal and download the Flores mobile app to your mobile device.
• View your account balance and transaction history
• Upload and store receipts
• View important alerts and communications
• Sign up for text message alerts to receive updates on your claims
Download the Flores mobile app or visit www.flores247.com
VOLUNTARY BENEFITS
RELIANCE STANDARD
100% Employee Paid
VOLUNTARY TERM LIFE
EMPLOYEE
DEPENDENT
SPOUSE
CHILD(REN)
$10,000-$500,000 in $10,000 increments
$10,000-$500,000 in $10,000 increments
Under 6 months: $1,000
Under age 60: $100,000
Under age 70: $10,000
Age 70 or older: None
Under age 60: $20,000
Age 60 or older: None
**Under Age 20: $5,000$20,000 in $5,000 increments N/A
* Guaranteed Issue will be available if the employee applies within 31 days of becoming eligible.
** 26 if a full-time student
For additional information or to enroll, please refer to your enrollment packet.
CRITICAL ILLNESS
Pays a lump sum payment directly to you if diagnosed with a covered condition like Cancer, Heart Attack, Stroke, or Major Organ Failure.
Benefit Options Available:
• Employee: $5,000 to $30,000 in $5,000 increments
• Spouse: Up to 100% of employee elected amount
• Child(ren): Up to 50% of employee elected amount
• Wellness Benefit: $50 when you complete an eligible, annual screening (per enrolled, per year)
HOSPITAL INDEMNITY
A hospital stay can happen at any time, and it can be costly. With hospital indemnity insurance, a benefit is paid directly to the covered person, unless otherwise assigned, after a covered hospitalization resulting from a covered injury or illness. IMPORTANT: This is a fixed indemnity plan, NOT health insurance.
Benefits Include:
• First Day Hospital Admission benefit
• Daily Hospital and ICU Benefits (90-day and 30-day max)
• Nursery Care for newborns
ACCIDENT INSURANCE
Accidents happen and they can affect more than just your physical health. With Accident Insurance, you will receive a benefit to help pay for costs associated with a covered accident or injury.
There are two plans to choose from:
• High Plan: Higher benefit payment, higher cost
• Low Plan: Lower benefit payment, lower cost
Benefits Include:
• Covers out-of-pocket costs like copays, deductibles, ER expenses, and more
• Youth Sports Benefit: 25% be nefit increase if accident occurs during youth sports
• Payment can be used for expenses relating to fractures burns, ER copays and more
For full plan descriptions and rates, please refer to the plan documents found on BenePortal at: www.archerbeneportal.com.
• Wellness Benefit: $50 (Low Plan) / $75 (High Plan) when you complete an eligible annual screening (per enrolled, per year).
ADDITIONAL BENEFITS
COLLEGE TUITION BENEFIT
The College Tuition Benefit allows you to earn tuition rewards to pay for up to one year of college tuition per eligible child. Children must be under the age of 16 or not have completed the 10th grade in order to be enrolled. Employees receive 2,000 reward points when registering for the program. Those who participate in the Archer 401k plan have the option to receive an annual tuition award match of 5% of th eir 401k balance.
To see the network of participating schools, visit www.collegetuitionbenefit.com For more information please email College Tuition Benefit at support@collegetuitionbenefit.com
FIGO PET INSURANCE
As an Archer & Greiner employee, you are eligible to receive a discount on pet insurance plans through Figo Pet Insurance. If your pet becomes sick or injured, simply seek treatment from any licensed veterinarian, then submit your bill for reimbursement.
Coverage Includes:
• Emergency & Hospitalization
• Surgeries
• Veterinary Specialists
• Hereditary & Congenital Conditions
• And more!
Questions?
For questions or assistance, call 844.738.3446, email support@insurefigo.com , or visit www.figopetinsurance.com and mention you are with Archer & Greiner, P.C.
401(K) MATCH & PROFIT SHARING
Archer offers a 401(k) Plan through Empower that will match $0.25 for each $1.00 of your elective deferrals each plan year. The Plan w ill not match your elective deferrals in excess of 6% of compensation each plan year. The Plan will not match any catch-up deferrals. The Firm makes an annual Safe Harbor Non-Elective Contribution to the Plan in an amount equal to 3% of your compensation up to the IRS limits for the plan year.
For more information regarding the benefits listed below, please contact the Benefits Department:
• Firm Paid Life Insurance
• Long Term Care Insurance
• Long-Term Disability Insurance
• Short-Term Disability Insurance
EMPLOYEE ASSISTANCE PROGRAM AETNA RESOURCES FOR LIVING
Short-Term Counseling to Meet Your Goals
Everyone needs a little extra help now and then. You and your eligible family members can meet with one of the local Aetna Resources for Living counselors. It’s free and confidential. You can get counseling face-to-face or by televideo to help with issues like: Relationships, Setting and reaching goals, Stress and anxiety, Work/life balance, and more!
Legal and Financial Situations
Access legal and financial guidance from qualified professionals, including a free initial consultation for each issue. Aetna Resources for Living can help you with topics like: Divorce and child custody, Estate planning, Debt and budgeting, Identity theft, Tax planning, Mediation and more! You can even access the online legal and financial library.
Daily Life Assistance
The right resources can go a long way toward making your life easier. Save time and stress with work/life services including: Child and elder care, Caregiver support, School and college planning, Convenience services, and more!
The Discount Center
You have access to great savings nationwide, get reduced rates on: Brand name products, Travel hotels and car rentals, Concert and event tickets, and Fitness and nutrition services.
Online Resources
Healthy living tips are a click away. Just go to the member website to find: Articles on a wide range of topics, Depression resource center, Webinars and videos, E-tools, and more! Visit the member website to get information and ideas for living a happy, healthy, and productive life. The website is available in both English and Spanish
Additional Features
• Talkspace: This online therapy platform makes it easy and convenient for you to connect with a licensed behavioral therapist anywhere at any time. Visit the Archer BenePortal or EAP website for more information.
• myStrength Emotional Wellness Portal: Register for a unique wellness portal. It’s easy and accessible both online and on the go with the myStrength mobile app.
• Aetna Mobile App: Download the app to get access to free resources like stress busters and mood trackers.
WELLNESS RESOURCES
HEALTH CLUB REIMBURSEMENT
All employees can be reimbursed up to $200 for a health club membership, whether or not they are enrolled in the medical plan. Dependents enro lled in the medical plan can also be reimbursed for a total of $200 each plan year. You may be reimbursed for the current plan year (May 2025April 2026) and the previous plan year (May 2024 - April 2025).
Visit www.archerbeneportal.com for more details!
HUSK MARKETPLACE
Achieving optimal health and wellness does not have to be complicated or expensive. Access exclusive best-in-class pricing with some of the biggest brands in fitness, nutrition, and wellness with HUSK Marketplace.
The Quit for Life Program, brought to you by the American Cancer Society and Optum, is the nation’s leading tobacco cessation program. It can help you overcome physical, psychological and behavioral addictions to tobacco through coaching, a customized quitting plan, and a supportive online community.
Expert Quit Coaches help participants gain the knowledge, skills and behavioral strategies to quit for life. Participants have unlimited access to phone and web-based coaching, as well as Web Coach, which is an online community for elearning and social support.
The program is 100% confidential, and it works! Archer will pay for you to enroll in this program.
To get started, call 866.784.8454 and simply identify yourself as an Archer employee or log on to www.quitnow.net
EMPLOYEE RESOURCES
CONNER STRONG & BUCKELEW
BENEFITS MEMBER ADVOCACY CENTER
The Benefits Member Advocacy Center (Benefits MAC), provided by Conner Strong & Buckelew, allows you to speak to a specially trained Member Advocate who can help you get the most out of your benefits.
You can contact Benefits MAC for assistance if you:
• Believe your claim was not paid properly
• Need clarification on information from the insurance company
• Have a question regarding a medical bill
• Are unclear on how your benefits work
• Need information about adding or removing a dependent
• Need help resolving a benefits problem you’ve been working on
You can contact Benefits MAC in any of the following ways:
• Via phone: 800.563.9929 , Monday through Friday, 8:30 am to 5:00 pm
• Via the web: www.connerstrong.com/memberadvocacy
• Via e-mail: cssteam@connerstrong.com
Member Advocates are available Monday through Friday, 8:30 am to 5:00 pm (Eastern Time). After hours, you will be able to leave a message with a live representative and receive a response by phone or email during business hours within 24 to 48 hours of your inquiry.
BENEPORTAL
At Archer, you have access to a full-range of valuable employee benefit programs. With BenePortal, you and your dependents can review your current employee benefit plan options online, 24 hours a day, 7 days a week!
Use BenePortal to access plan documents, insurance carrier contacts, forms, guides, links and other applicable benefit materials.
Mobile-Friendly Site
BenePortal is mobile-optimized making it easy to view your benefits on-the-go. Simply bookmark the site in your phone’s browser or save it to your home screen for quick access.
Scan the QR Code to access your benefits information today!
LEGAL NOTICES
Availability of Summary Health Information
As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury.
Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format, to help you compare across options.
The SBC is available on the web at: www.archerbeneportal.com. A paper copy is also available, free of charge, by contacting Human Resources.
Special Enrollment Notice
Loss of other coverage (excluding Medicaid or a State Children’s Health Insurance Program). If you decline enrollment for yourself or for an eligible dependent (including your spouse) while other health insurance or group health plan coverage (including COBRA coverage) is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the Company stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment. When the loss of other coverage is COBRA coverage, then the entire COBRA period must be exhausted in order for the individual to have another special enrollment right under the Plan. Generally, exhaustion means that COBRA coverage ends for a reason other than the failure to pay COBRA premiums or for cause (that is, submission of a fraudulent claim). This means that the entire 18-, 29-, or 36-month COBRA period usually must be completed in order to trigger a special enrollment for loss of other coverage.
Loss of eligibility for Medicaid or a State Children’s Health Insurance Program. If you decline enrollment for yourself or for an eligible dependent (including your spouse) while Medicaid coverage or coverage under a state children’s health insurance program (CHIP) is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or CHIP. If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment.
New dependent by marriage, birth, adoption, or placement for adoption. If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your new dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. If you request a change within the applicable timeframe, coverage will be effective the date of birth, adoption or placement for adoption. For a new dependent as a result of marriage, coverage will be effective the first of the month following your request for enrollment.
Eligibility for Medicaid or a State Children’s Health Insurance Program. If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program (CHIP) with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 60 days after your or your dependents’ determination of eligibility for such assistance. If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment.
To request special enrollment or obtain more information, contact HR.
Newborns’ and Mothers' Health Protection Act
Under federal law, group health plans and health insurance issuers offering group health insurance generally may not restrict benefits for any hospital length of stay in connection with childbirth for the mother or the newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, the plan or issuer may pay for a shorter stay if the attending physician (e.g., your physician, nurse, [or
midwife], or a physician assistant), after consultation with the mother, discharges the mother or newborn earlier.
Also, under federal law, plans and insurers may not set the level of benefits or out-ofpocket costs so that any later portion of the 48-hour (or 96-hour) stay is treated in a manner less favorable to the mother or newborn than any earlier portion of the stay.
Women's Health and Cancer Rights Act
If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women's Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for:
• all stages of reconstruction of the breast on which the mastectomy was performed;
• surgery and reconstruction of the other breast to produce a symmetrical appearance; prostheses; and
• treatment of physical complications of the mastectomy, including lymphedema.
These benefits will be provided subject to the same deductibles and coinsurance applicable to other benefits. If you have any questions, please speak with Human Resources.
Premium Assistance Under Medicaid and the Children’s Health Insurance Program
(CHIP)
If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.
If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.
If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.
If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272).
If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of July 31, 2024. Contact your State for more information on eligibility –
To see if any other states have added a premium assistance program since July 31, 2024, or for more information on special enrollment rights, contact either:
U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272)
U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565
Continuation Coverage Rights Under COBRA
You are receiving this notice because you have recently become covered under a group health plan (the Plan). This notice contains important information about your right to COBRA continuation coverage, which is a temporary extension of coverage under the Plan. This notice generally explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect the right to receive it.
The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you when you would otherwise lose your group health coverage. It can also become available to other members of your family who are covered under the Plan when they would otherwise lose their group health coverage. For additional information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator.
What is COBRA Continuation Coverage?
COBRA continuation coverage is a continuation of Plan coverage when coverage would otherwise end because of a life event known as a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage.
If you are an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because either one of the following qualifying events happens:
• Your hours of employment are reduced, or
• Your employment ends for any reason other than your gross misconduct
• If you are the spouse of an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because any of the following qualifying events happens:
• Your spouse dies;
• Your spouse’s hours of employment are reduced;
• Your spouse’s employment ends for any reason other than his or her gross misconduct;
• Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or
• You become divorced or legally separated from your spouse.
• Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens:
• The parent-employee dies;
• The parent-employee’s hours of employment are reduced;
• The parent-employee’s employment ends for any reason other than his or her gross misconduct;
• The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both);
• The parents become divorced or legally separated; or
• The child stops being eligible for coverage under the plan as a “dependent child.”
LEGAL NOTICES
Sometimes, filing a proceeding in bankruptcy under title 11 of the United States Code can be a qualifying event. If a proceeding in bankruptcy is filed with respect to the Archer & Greiner, P.C. Health & Welfare plan and that bankruptcy results in the loss of coverage of any retired employee covered under the Plan, the retired employee will become a qualified beneficiary with respect to the bankruptcy. The retired employee’s spouse, surviving spouse, and dependent children will also become qualified beneficiaries if bankruptcy results in the loss of their coverage under the Plan.
When is COBRA Coverage Available?
The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. When the qualifying event is the end of employment or reduction of hours of employment, death of the employee, [add if Plan provides retiree health coverage: commencement of a proceeding in bankruptcy with respect to the employer,] or the employee's becoming entitled to Medicare benefits (under Part A, Part B, or both), the employer must notify the Plan Administrator of the qualifying event.
You Must Give Notice of Some Qualifying Events
For the other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs. You must provide this notice to: the Archer & Greiner, P.C. Human Resources Department.
How is COBRA Coverage Provided?
Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children.
COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death of the employee, the employee's becoming entitled to Medicare benefits (under Part A, Part B, or both), your divorce or legal separation, or a dependent child's losing eligibility as a dependent child, COBRA continuation coverage lasts for up to a total of 36 months. When the qualifying event is the end of employment or reduction of the employee's hours of employment, and the employee became entitled to Medicare benefits less than 18 months before the qualifying event, COBRA continuation coverage for quali fied beneficiaries other than the employee lasts until 36 months after the date of Medicare entitlement. For example, if a covered employee becomes entitled to Medicare 8 months before the date on which his employment terminates, COBRA continuation coverage for his spouse and children can last up to 36 months after the date of Medicare entitlement, which is equal to 28 months after the date of the qualifying event (36 months minus 8 months). Otherwise, when the qualifying event is the end of employment or reduction of the employee’s hours of employment, COBRA continuation coverage generally lasts for only up to a total of 18 months. There are two ways in which this 18-month period of COBRA continuation coverage can be extended.
Disability extension of 18-month period of continuation coverage
If you or anyone in your family covered under the Plan is determined by the Social Security Administration to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to receive up to an additional 11 months of COBRA continuation coverage, for a total maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the18-month period of continuation coverage.
Second qualifying event extension of 18-month period of continuation coverage
If your family experiences another qualifying event while receiving 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if notice of the second qualifying event is properly given to the Plan. This extension may be available to the spouse and any dependent children receiving continuation coverage if the employee or former employee dies, becomes entitled to Medicare benefits (under Part A, Part B, or both), or gets divorced or legally separated, or if the dependent child stops being eligible under the Plan as a dependent child, but only if the event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred.
If You Have Questions
Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below. For more information about your rights under ERISA, including COBRA, the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit the EBSA website at www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.)
Keep Your Plan Informed of Address Changes
In order to protect your family’s rights, you should keep the Plan Administrator informed of any changes in the addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan Administrator.
Notice of Creditable Coverage Important Notice from Archer & Greiner, P.C. About Your Prescription Drug Coverage and Medicare
Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Archer & Greiner, P.C. 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 make decisions about your prescription drug coverage is at the end of this notice.
There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:
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 Advantage Plan (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 monthly premium.
2. Archer & Greiner, P.C. has determined that the prescription drug coverage offered by the PPO plan is, on average for all plan participants, expected to pay out as much as standard Medicare 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 (a penalty) if you later decide to join a Medicare drug plan.
When Can You Join A Medicare Drug Plan?
You can join a Medicare drug plan when you first become eligible for 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 also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan
What Happens To Your Current Coverage If You Decide to Join A Medicare Drug
Plan?
If you decide to join a Medicare drug plan, your current Archer & Greiner, P.C. coverage will not be affected. You can keep the Archer & Greiner, P.C. coverage if you elect part D and this plan will coordinate with Part D coverage.
If you do decide to join a Medicare drug plan and drop your current Archer & Greiner, P.C. coverage, be aware that you and your dependents will be able to get this coverage back.
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 current coverage with Archer & Greiner, P.C. and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.
LEGAL NOTICES
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 creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a 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 the person listed below for further information or call Benefits at 856-673-3920.
NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through Archer & Greiner, P.C. changes. You also may request a copy of this notice at any time.
For More Information About Your Options Under Medicare Prescription Drug Coverage…
More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans.
For more information about Medicare prescription drug coverage:
• Visit www.medicare.gov
• Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help
• Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.
If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).
Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).
Notice of Non-Creditable Coverage Important Notice from Archer & Greiner, P.C.
About Your Prescription Drug Coverage and Medicare
Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Archer & Greiner, P.C. 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. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.
There are three important things you need to know about your current coverage and Medicare’s prescription drug coverage:
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 Advantage Plan (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 monthly premium.
2. Archer & Greiner, P.C. has determined that the prescription drug coverage offered by the High Deductible Health Plan (HDHP) is, on average for all plan participants, NOT expected to pay out as much as standard Medicare prescription drug coverage pays. Therefore, your coverage is considered Non-Creditable Coverage. This is important because, most likely, you will get more help with your drug costs if you join a Medicare drug plan, than if you only have prescription drug coverage from the Archer & Greiner, P.C. Plan. This also is important because it may mean that you may pay a higher premium (a penalty) if you do not join a Medicare drug plan when you first become eligible.
3. You can keep your current coverage from the HDHP. However, because your coverage is non-creditable, you have decisions to make about Medicare prescription drug coverage that may affect how much you pay for that coverage, depending on if and when you join a drug plan. When you make your decision, you should compare your current coverage, including what drugs are covered, with the coverage and cost of the plans offering Medicare prescription drug coverage in your area. Read this notice carefully - it explains your options.
When
Can You Join A Medicare Drug Plan?
You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15TH to December 7th.
When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan?
Since the coverage under the HDHP is not creditable, depending on how long you go without creditable prescription drug coverage you may pay a penalty to join a Medicare drug plan. Starting with the end of the last month that you were first eligible to join a Medicare drug plan but didn’t join, if you go 63 continuous days or longer without prescription drug coverage that’s creditable, 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 creditable coverage, 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.
What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan?
If you decide to join a Medicare drug plan, your current Archer & Greiner, P.C. coverage will not be affected. You can keep the Archer & Greiner, P.C. coverage if you elect part D and this plan will coordinate with Part D coverage.
If you do decide to join a Medicare drug plan and drop your current Archer & Greiner, P.C. coverage, be aware that you and your dependents will be able to get this coverage back.
For More Information About This Notice Or Your Current Prescription Drug Coverage…
Contact the person listed below for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan and if this coverage through Archer & Greiner, P.C. changes. You also may request a copy of this notice at any time.
For More Information About Your Options Under Medicare Prescription Drug Coverage…
More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage:
• Visit www.medicare.gov
• Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help
• Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.
LEGAL NOTICES
If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at ww.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).
Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).
Your health plan is committed to helping you achieve your best health status. Rewards for participating in a wellness program are available to all employees. If you think you might be unable to meet a standard for a reward under this wellness program, you might qualify for an opportunity to earn the same reward by different means. Contact the Benefits Department and we will work with you to find a wellness program with the same reward that is right for you in light of your health status.
Archer & Greiner offers a voluntary wellness program available to all employees enrolled in the Firm’s medical/prescription drug plan. The program is administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008 (GINA), and the Health Insurance Portability and Accountability Act, as applicable, among others. If you choose to participate in the wellness program, you will be asked to complete your annual physical and routine bloodwork. You are not required to participate in the routine bloodwork or other medical examinations.
However, employees enrolled in the Firm’s medical/prescription drug plan who complete both their annual physical and routine bloodwork during the current plan year, will receive a financial incentive during the following plan year.
Additional incentives may be available for employees who do not use tobacco or achieve certain health outcomes by completing a certified tobacco cessation program. If you are unable to participate in any of the health-related activities or achieve any of the health outcomes required to earn an incentive, you may be entitled to a reasonable accommodation or an alternative standard. You may request a reasonable accommodation or an alternative standard by contacting the Benefits Department.
The results from your annual physical and routine bloodwork will be used to provide you with information to help you understand your current health and potential risks. You are also encouraged to share your results or concerns with your own doctor.
Protections from Disclosure of Medical Information
We are required by law to maintain the privacy and security of your personally identifiable health information. Although the wellness program and Archer & Greiner may use aggregate information, it collects to design a program based on identified health risks in the workplace, Archer & Greiner will never disclose any of your personal information, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the wellness program will not be provided to your supervisors or managers and may never be used to make decisions regarding your employment.
Your health information will not be sold, exchanged, transferred, or otherwise disclosed except to the extent permitted by law to carry out specific activities related to the wellness program, and you will not be asked or required to waive the confidentiality of your health
information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the wellness program will abide by the same confidentiality requirements.
In addition, all medical information obtained through the wellness program will be maintained separate from your personnel records, information stored electronically will be encrypted, and no information you provide as part of the wellness program will be used in making any employment decision. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the wellness program, we will notify you immediately. You may not be discriminated against in employment because of the medical information you provide as part of participating in the wellness program, nor may you be subjected to retaliation if you choose not to participate.
If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact the Benefits Department.
Health Insurance Marketplace Notice PART A: General Information
Even if you are offered health coverage through your employment, you may have other coverage options through the Health Insurance Marketplace (“Marketplace”). To assist you as you evaluate options for you and your family, this notice provides some basic information about the Health Insurance Marketplace and health coverage offered through your employment.
What is the Health Insurance Marketplace?
The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers "one-stop shopping" to find and compare private health insurance options in your geographic area.
Can I Save Money on my Health Insurance Premiums in the Marketplace?
You may qualify to save money and lower your monthly premium and other out-of-pocket costs, but only if your employer does not offer coverage, or offers coverage that is not considered affordable for you and doesn’t meet certain minimum value standards (discussed below). The savings that you're eligible for depends on your household income. You may also be eligible for a tax credit that lowers your costs.
Does Employment-Based Health Coverage Affect Eligibility for Premium Savings through the Marketplace?
Yes. If you have an offer of health coverage from your employer that is considered affordable for you and meets certain minimum value standards, you will not be eligible for a tax credit, or advance payment of the tax credit, for your Marketplace coverage and may wish to enroll in your employment-based health plan. However, you may be eligible for a tax credit, and advance payments of the credit that lowers your monthly premium, or a reduction in certain cost-sharing, if your employer does not offer coverage to you at all or does not offer coverage that is considered affordable for you or meet minimum value standards. If your share of the premium cost of all plans offered to you through your employment is more than 9.12% of your annual household income, or if the coverage through your employment does not meet the "minimum value" standard set by the Affordable Care Act, you may be eligible for a tax credit, and advance payment of the credit, if you do not enroll in the employment-based health coverage. For family members of the employee, coverage is considered affordable if the employee’s cost of premiums for the lowest-cost plan that would cover all family members does not exceed 9.12% of the employee’s household income. 1
Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered through your employment, then you may lose access to whatever the employer contributes to the employment-based coverage. Also, this employer contributionas well as your employee contribution to employment-based coverage- is generally excluded from income for federal and state income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis. In addition, note that if the health coverage offered through your employment does not meet the affordability or minimum value standards, but you accept that coverage anyway, you will not be eligible for a tax credit. You should consider all of these factors in determining whether to purchase a health plan through the Marketplace.
LEGAL NOTICES
When Can I Enroll in Health Insurance Coverage through the Marketplace?
You can enroll in a Marketplace health insurance plan during the annual Marketplace Open Enrollment Period. Open Enrollment varies by state but generally starts November 1 and continues through at least December 15.
Outside the annual Open Enrollment Period, you can sign up for health insurance if you qualify for a Special Enrollment Period. In general, you qualify for a Special Enrollment Period if you’ve had certain qualifying life events, such as getting married, having a baby, adopting a child, or losing eligibility for other health coverage. Depending on your Special Enrollment Period type, you may have 60 days before or 60 days following the qualifying life event to enroll in a Marketplace plan.
There is also a Marketplace Special Enrollment Period for individuals and their families who lose eligibility for Medicaid or Children’s Health Insurance Program (CHIP) coverage on or after March 31, 2023, through July 31, 2024. Since the onset of the nationwide COVID-19 public health emergency, state Medicaid and CHIP agencies generally have not terminated the enrollment of any Medicaid or CHIP beneficiary who was enrolled on or after March 18, 2020, through March 31, 2023. As state Medicaid and CHIP agencies resume regular eligibility and enrollment practices, many individuals may no longer be eligible for Medicaid or CHIP coverage starting as early as March 31, 2023. The U.S. Department of Health and Human Services is offering a temporary Marketplace Special Enrollment period to allow these individuals to enroll in Marketplace coverage.
Marketplace-eligible individuals who live in states served by HealthCare.gov and eithersubmit a new application or update an existing application on HealthCare.gov between March 31, 2023 and July 31, 2024, and attest to a termination date of Medicaid or CHIP coverage within the same time period, are eligible for a 60-day Special Enrollment Period. That means that if you lose Medicaid or CHIP coverage between March 31, 2023, and July 31, 2024, you may be able to enroll in Marketplace coverage within 60 days of when you lost Medicaid or CHIP coverage. In addition, if you or your family members are enrolled in Medicaid or CHIP coverage, it is important to make sure that your contact information is up to date to make sure you get any information about changes to your eligibility. To learn more, visit HealthCare.gov or call the Marketplace Call Center at 1-800318-2596. TTY users can call 1-855-889-4325.
3. Employer Name Archer & Greiner, P.C.
5. Employer Address 1025 Laurel Oak Road
7. City Voorhees
10. Who can we contact about employee health coverage at this job? Jessica Polidoro
11. Phone number (if different from above) 856-673-7107
What about Alternatives to Marketplace Health Insurance?
If you or your family are eligible for coverage in an employment-based health plan (such as an employer-sponsored health plan), you or your family may also be eligible for a Special Enrollment Period to enroll in that health plan in certain circumstances, including if you or your dependents were enrolled in Medicaid or CHIP coverage and lost that coverage. Generally, you have 60 days after the loss of Medicaid or CHIP coverage to enroll in an employment-based health plan, but if you and your family lost eligibility for Medicaid or CHIP coverage between March 31, 2023 and July 10, 2023, you can request this special enrollment in the employment-based health plan through September 8, 2023. Confirm the deadline with your employer or your employment-based health plan.
Alternatively, you can enroll in Medicaid or CHIP coverage at any time by filling out an application through the Marketplace or applying directly through your state Medicaid agency. Visit https://www.healthcare.gov/medicaid-chip/getting-medicaid-chip/ for more details.
Part B: Information About Health Coverage Offered By Your Employer
This section contains information about any health coverage offered by your employer. If you decide to complete an application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered to correspond to the Marketplace application.
8. State NJ
4. Employer Identification Number (EIN) 22-2092948
6. Employer phone number 856-797-2121
9. Zip Code 08043
12. Email address jpolidoro@archerlaw.com
1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs.
IMPORTANT INFORMATION
This Guide is intended to provide you with the information you need to choose your 2025 benefits, including details about your benefits options and the actions you need to take during this year’s Annual Enrollment period. It also outlines additional sources of information to help you make your enrollment choices. If you have questions about your 2025 benefits or the enrollment process, call HR. The information presented in this Guide is not intended to be construed to create a contract between Archer and any one of Archer’s employees or former employees. In the event that the content of this Guide or any oral representations made by any person regarding the plan conflict with or are inconsistent with the provisions of the plan document, the provisions of the plan document are controlling. Archer reserves the right to amend, modify, suspend, replace or terminate any of its plans, policies or programs, in whole or in part, including any level or form of coverage by appropriate company action, without your consent or concurrence.
