At Conner Strong & Buckelew, we remain a committed partner in providing our employees and their eligible family members with an affordable and competitive benefits package. This guide is intended to help you understand the programs and resources available, and to help you make the most informed decisions when selecting benefits for the 2025 plan year.
At Conner Strong & Buckelew, supporting the health and well-being of our employees and your families is a core value. As we enter the 2025 open enrollment period, please take the time to review the health insurance and wellness options that are available to you and your eligible family members.
Healthcare costs continue to grow, and experts are projecting 8% increases in 2025 healthcare costs. Our 2025 health plan costs are expected to approach $6.5 million. While the cost is second only to our payroll, as has been our practice, Conner Strong will absorb nearly 80% of these costs.
For 2025, we have made slight modifications to the health and Rx plans. We have also expanded salarybased contributions to include all three plans so those who earn more will pay more. Please refer to page 4 for plan summaries and to pages 5 & 6 for payroll contributions.
During the open enrollment period, familiarize yourself with the information enclosed and our BenePortal site to make informed benefit decisions. The decisions you made last year may not be the best for the upcoming year.
We are pleased to continue investing in wellness and population health programs to promote an environment of good health. Please take advantage of these offerings like annual preventive exams and recommended preventive screenings like mammograms and colonoscopies. Preventive screenings are covered at no cost regardless of your plan election.
On the HealthJoy app, compare prices for healthcare and prescription drugs, and utilize the EAP.
To manage chronic conditions, review the programs available at Independence Administrators, Health Advocate and Guardian Nurses.
Best wishes to you and your families for good health in the upcoming year,
Michael Tiagwad President and Chief Executive Officer
Are you eligible for Medicare? Refer to pages 32-33 for important notices about your prescription drug coverage and Medicare.
CSB CARES
Conner Strong & Buckelew truly cares about our employees. As such, we are committed to offering programs to encourage and support employees in making healthy lifestyle choices. In addition to traditional health insurance offerings, we are dedicated to providing resources and programs that support the needs of ALL EMPLOYEES, regardless of whether or not you are enrolled in our insurance plans.
CSB Cares About You and Your:
HEALTH
Comprehensive plans, tools, and resources to protect you and your family members from head to toe
WELL-BEING
Take care of your body and mind with health and wellness programs and resources
SECURITY
Employer-paid benefits and voluntary products to supplement your family’s income
WEALTH
Financial wellness programs designed to keep more money in your pockets
TIME
Work/life balance benefits such as paid time off, hybrid schedules and summer hours
FUTURE
Training and development programs, advancement opportunities, and beyond
While we understand that health care costs increase at a higher rate than general inflation, we also recognize that in order to create a more equitable cost share arrangement, our employees who earn less pay less when enrolled in our medical/prescription drug plans.
HSA-QUALIFIED HIGH DEDUCTIBLE HEALTH PLAN (HDHP)
* When a spouse/partner is
REMINDER: If you participate in the HSA-Qualified High Deductible Health Plan (HDHP), you may be eligible to participate in a Health Savings Account (HSA). HSAs are a great way to save money by allowing you to set aside pre-tax dollars via payroll deductions, to pay for qualified healthcare, dental, and vision expenses . See page 11 of this guide for additional details.
Conner Strong & Buckelew pays the majority of the premium costs and absorbs the entire cost of wellness, tobacco cessation and disease management programs.
BENEPOINTS
Save Money on Your Medical Premiums
How BenePoints Work
By participating in BenePoints, employees earn incentive credits that are applied toward the medical/prescription drug plan employee contributions. Participation is voluntary – however, earning BenePoints reduces your payroll deductions.
To receive BenePoints credits in the first pay of 2026, your BenePoints action items must be completed by December 1, 2025*. If you miss the deadline, you are not eligible for a credit of $60 per pay or $120 if you have a spouse/partner enrolled.
* If an employee is hired before 9/1, their BenePoints items must be completed by 12/1 of the current year. If an employee is hired after 9/1, their BenePoints items must be completed by 12/1 of the following year. BENEPOINTS
+
ACTION ITEMS
Any BenePoints earned in the 2025 calendar year (no later than 12/1) will count towards 2026 wellness credits. There will be no extensions. GET AN ANNUAL PHYSICAL
* Please Note: If you have a spouse/partner enrolled in a Conner Strong medical/prescription drug plan, BOTH you and your spouse/partner must complete the BenePoints action items in order to earn the credit.
ANNUAL PHYSICAL BIOMETRIC SCREENING
Our medical plan allows a physical once every calendar year as long as you visit an in-network doctor and the visit is coded preventive. Please inform your doctor of this policy and ask that the visit be coded as preventive.
Employees and spouse/partner should schedule their physical with their primary care physician (PCP). Annual OB/GYN wellness visit would count as an annual physical.
Those being treated by a cardiologist, endocrinologist, or oncologist may count their annual visit with that specialist as completion of their annual physical requirement.
Proof of completion is required and must be either self-reported by the employee via the Health Advocate wellness portal or faxed by the PCP to Health Advocate. For instructions, visit www.csbbeneportal.com/benepoints.
All annual physicals must be completed no later than December 1, 2025 for credit in 2026.
Employees and spouse/partner must complete their biometric screening at a participating LabCorp or health care provider.
To complete your biometric screening, log in to www.HealthAdvocate.com/members.
− If biometrics are completed at LabCorp, you must download the Lab Voucher found on the Health Advocate portal, bring it with you to your appointment and LabCorp will send the completed voucher back to Health Advocate.
− If biometrics are completed with a PCP, you must download the Physician Form from the Health Advocate portal, bring it with you to your appointment and have the provider send the form back to Health Advocate.
All biometric screenings must be completed by December 1, 2025 for credit in 2026.
NON-TOBACCO PREMIUM INCENTIVE
All employees and their covered spouses/ partners enrolled in a Conner Strong & Buckelew medical/prescription drug plan are eligible to earn non-tobacco premium incentives.
If you and your enrolled spouse/partner certify that you are both non-tobacco users*, you will pay less for your medical and prescription drug coverage.
You will be required to certify tobacco status for yourself and your spouse/partner (if applicable) via the ADP Workforce Now portal.
We offer a $50 premium incentive per pay period for employees who are non-tobacco users and enrolled in coverage under one of the Conner Strong & Buckelew medical/prescription drug plans.
An additional $50 non-tobacco premium incentive applies to spouses/partners who are enrolled in medical/prescription drug coverage and are non-tobacco users.
*What is a “Non-Tobacco User”?
A non-smoker/non-vaper/non-tobacco user is defined as an individual who has not smoked a cigarette, e-cigarette, cigar, e-cigar, pipe, e-pipe, e-hookah, or used tobacco/chew products or electronic smoking devices of any kind in any form in the last 180 days.
The non-tobacco premium incentive is in addition to the BenePoints program
If you and/or your spouse/partner use tobacco and are enrolled in one of the Conner Strong & Buckelew medical/prescription drug plans, you may qualify for an opportunity to earn the same incentive by different means. Contact our Human Resources Department for more details regarding reasonable alternatives to our wellness program.
READY TO QUIT?
To learn more about the Health Advocate Tobacco Cessation Program call 855.424.6400 or visit HealthAdvocate.com/members.
PRESCRIPTION DRUG BENEFITS & PROGRAMS
Preferred Generics
When a doctor writes you a prescription for a brand name drug, your pharmacist will substitute a generic version in its place. Generic drugs cost less while still providing a medication that is therapeutically equivalent to your prescription.
If you purchase a brand name drug when a generic equivalent is available, you will pay the preferred brand cost plus the difference in the cost between the brand and the generic unless your physician indicates “DAW”. When your doctor indicates “DAW” or “dispense as written”, the pharmacist cannot substitute a generic. In this case, you will be required to pay the brand name cost.
Mandatory Mail Order Program
Members are required to use mail order for maintenance medications. Once the initial prescription and two refills are filled at the retail pharmacy (a total of three fills), the mail order program is mandatory for ongoing prescriptions. After three refills, if the member does not use the mail order program, they will pay 100% of the prescription cost.
Using the mail order program for your maintenance medications will save you money. Mail order may often provider a greater discount compared to the retail pharmacy. In addition to the savings, your prescriptions will be delivered right to your home.
How to Begin Using Mail Order
Simply complete a mail order form and send it to Express Scripts along with your prescription(s) written for a 90-day supply. For more information, call at 1.800.698.3757 or visit www.express-scripts.com
Specialty Drugs
Specialty drugs are medications that require special handling, administration, or monitoring. These are generally administered by injection. Your provider will be able to indicate if the medication you are being prescribed is considered a specialty medication. Specialty medications must be filled by the Express Scripts specialty pharmacy, Accredo.
Price Assure
Express Scripts teamed up with GoodRx to help you and your enrolled family members control your prescription drug costs! Express Scripts Price Assure program automatically discounts the price of your prescription drugs. 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 pay!
Discounts apply to generic medications that are covered by the plan, excluding specialty generics.
The costs you pay out-of-pocket are applied towards your medical/prescription drug plan deductible and out-of-pocket maximum.
Visit www.goodrx.com to find a GoodRx participating pharmacy close to you.
UNDERSTANDING YOUR MEDICAL PLAN OPTIONS
HDHP / PPO Core / PPO Buy-Up
Eligible employees have the choice of three medical plan options, administered by Independence Administrators: The HSA-Qualified HDHP, PPO Core, and PPO Buy-Up Plan.
About the HSA-Qualified High Deductible Health Plan (HDHP)
If you participate in the HSA-Qualified High Deductible Health Plan (HDHP), you may be eligible to participate in a Health Savings Account (HSA). HSAs are a great way to save money by allowing you to set aside pre-tax dollars, via payroll deductions, to pay for qualified healthcare, dental and vision expenses. The funds in your HSA never expire; you may utilize the money you accumulate in your account for future healthcare expenses, even if you change jobs or retire. See page 11 of this guide to determine if you are eligible for an HSA.
How the HDHP Option Varies from the PPO Core & PPO Buy-Up Plan Options:
While the premiums under this plan are lower than the PPO options, members are subject to higher out-of-pocket costs.
The deductible must be satisfied prior to the plan paying towards the cost for covered services.
If you cover any dependents, the entire family deductible ($3,300) must be met before the plan pays towards the cost for covered services.
Once any individual meets the individual out-of-pocket maximum ($6,750), that individual has no further liability for the balance of the year as long as services are incurred in-network.
Other members of the family will continue to pay toward the family deductible and out-of-pocket maximum.
HDHP deductibles and out-of-pocket maximums accumulate across networks.
About the PPO Core and PPO Buy-Up Plan Options
Premiums for these plans are higher in comparison to the HDHP but your out-of-pocket costs are lower.
All of our medical plans have the following in common:
You’ll pay less for your services when you choose in-network providers
No referrals needed to see a specialist.
Preventive Care, such as routine physicals and immunizations are covered 100% in-network—no copays, deductibles or coinsurance.
The medical plan provides coverage for certain specialty drugs under the “Most Cost Effective Setting” (MCES) program.
Members outside of the Philadelphia 5 county and NJ areas have access to other labs via the BlueCard PPO network.
The routine vision benefit includes one routine exam per calendar year with Davis Vision providers only. Hardware is not included. NOTE: Bene
fit does not accumulate toward the plan’s out-of-pocket maximum.
Out-of-network services are covered up to 110% of Medicare. Provider fees in excess of 110% of Medicare are the member’s responsibility (referred to as “balance billing”).
HEALTH SAVINGS ACCOUNT (HSA) HSA Bank
The HSA is only available to employees who elect the HSA-Qualified High Deductible Health Plan (HDHP) option and are otherwise eligible according to HSA eligibility rules. HSAs are known for their triple tax advantage — contributions are made pre-tax, growth is tax-free and withdrawals used for qualified health-care expenses are also untaxed.
HSA Highlights:
The HSA is portable, meaning that if you leave the organization, you can take your HSA funds with you.
There is no “use it or lose it” provision with an HSA. If you don’t use the money in your account by the end of the year, it stays there and collects interest on a tax-deferred basis.
The HSA includes a banking partner that offers you several investment options.
The HSA does not require third party substantiation for transactions; however, you should keep records of these transactions in the event of an IRS audit.
You can use your HSA funds to pay for qualified expenses with tax-free dollars and plan for future and retiree healthrelated costs.
How much can I contribute?
For 2025, the contribution limits are:
$4,300 for individual coverage
$8,550 for family coverage
$1,000 annual catch-up contribution age 55 and older
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 single or family coverage in the HDHP plan. For more information regarding eligible expenses, please visit www.irs.gov
Want to enroll in the HSA?
If you elect the HDHP for 2025 and want to enroll in the HSA, you need to enroll through ADP Workforce Now. Should you have other HSA funds to move to HSA Bank, please call HSA Bank at 800.357.6246
TO BE ELIGIBLE FOR AN HSA, YOU:
Must have coverage under an HSA-qualified HDHP
Cannot have other first-dollar medical coverage (i.e. policy with no deductible)
Cannot be enrolled in Medicare
Cannot be claimed as a dependent on someone else's tax return
Contributions to the HSA must stop once you are enrolled in Medicare. However, you can keep the money in your account to pay for medical expenses tax-free.
IMPORTANT:
If you are enrolling in the High Deductible Health Plan (HDHP) and elect the HSA, you may not participate in the Healthcare FSA. However, you may elect up to $3,300 in a Limited Purpose FSA (LPFSA), which can only be used for eligible dental and vision expenses.
FLEXIBLE SPENDING, PARKING & TRANSIT ACCOUNTS
Bene
t Analysis, Inc. (BAI)
Healthcare FSA
Eligible employees may contribute up to $3,300 to a Healthcare FSA in calendar year 2025 to pay for qualified healthcare expenses like deductibles, copays and coinsurance which are not paid by your medical, dental, prescription or vision programs.
Bene
fit Analysis, Inc. (BAI) will mail a letter to each new participant’s home address. The letter will include a unique participant username and password that will allow the participant to view account information online. The participant must use the assigned username and password the first time he/she visits www.benefitanalysis.com
Limited Purpose FSA
If you are enrolling in the HDHP and elect the HSA, the IRS prohibits you from participating in the Healthcare FSA. However, you may elect up to $3,300 in a Limited Purpose FSA, which can be used for dental and vision expenses only.
Dependent Care FSA
A Dependent Care FSA reimburses you for expenses that allow you and your spouse, if married, to work while your dependents are being cared for. Eligible employees may contribute up to $5,000 per year ($2,500 if married filing separately) to a Dependent Care FSA to pay qualified dependent daycare expenses such as:
before and after school programs
nursery school or preschool
summer day camp
adult daycare
NOTE: Your child must be under the age of 13 for you to use a Dependent Care FSA for their care expenses. You may also use a Dependent Care FSA for the care of a spouse or a dependent of any age who is physically or mentally incapable of self-care.
Use
It or Lose It!
Money left in your Healthcare or Limited Purpose, and/or Dependent Care FSA at the end of the plan year is forfeited according to the IRS use-it-or-lose-it rule. You can avoid forfeitures by carefully reviewing your prior year’s expenses and planning only for predictable costs.
Please be sure to retain required receipts for documentation purposes. All eligible claims for FSA expenses incurred between January 1, 2025 and December 31, 2025 must be submitted to BAI by March 31, 2026.
Transit & Parking Accounts
For 2025 you may contribute:
Transit: up to $325 per month for transportation (mass transit, train, subway, bus fares, ferry rides). Transit requires payment with the BAI Visa Debit Card only.
Parking: up to $325 per month for parking expenses incurred at or near your work location or near a location from which you commute using mass transit.
Unlike an FSA, 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 is terminated.
Visa Debit Card
BAI provides new participants with two Visa Debit Cards which will be mailed to your home once your enrollment is processed. If a personal credit card, check, or cash is the preferred payment method, BAI can issue manual claim reimbursements via check or direct deposit for all eligible healthcare expenses.
DENTAL PLAN
Preventive and Diagnostic Services
Exams, Cleanings, X-rays, Fluoride Treatment, Space Maintainers, Sealants
Basic Services
Fillings, Extractions, Oral Surgery, Root Canals, Repair of Dentures or Bridges, Periodontics
Major Services, Prosthodontics & Crowns Crowns, Onlays and Inlays, Full & Partial Dentures, Implants
Calendar Year Maximum (maximum annual benefit per enrolled member)
Orthodontia Benefits
Coverage for dependent children up to age 19 only
* Non-participating dentists may balance bill above the maximum allowable charge. Members are responsible for balance bill.
** $1,500 lifetime maximum for orthodontia benefits applies to new cases beginning January 1, 2017. If treatment began prior to January 1, 2017 the lifetime maximum is $1,000.
Delta Dental of New Jersey ADDITIONAL
Carryover Max Benefit
The Delta Dental Carryover Max benefit allows members to carry over part of their unused standard annual maximum in one year to increase benefits for the following year and beyond.
Special Needs Benefit
Members with a qualifying special healthcare need are eligible to receive up to four dental cleanings, additional examinations and/or consultations, and treatment delivery modifications. Learn more by visiting the Conner Strong BenePortal.
Service limitations/frequencies may apply. Additional plan details can be found by visiting Conner Strong & Buckelew’s BenePortal at www. csbbeneportal.com.
Oral Health Enhancement Option
Eligible members who have been previously treated for periodontal (gum) disease will receive up to four dental cleanings and/or periodontal maintenance procedures per benefit period. If you had periodontal surgery or scaling and root planing in the past while covered by Delta Dental of New Jersey, you are automatically covered. You may have to submit additional information if the procedure was more than 2 years ago.
MEMBERS ALSO RECEIVE:
Hearing Health Discount: Through Amplifon Hearing Health Care Network, members receive up to 64% off of hearing aids, an extended warranty and free batteries.
Retinal Imaging: Members can take advantage of this trending technology, which can aid in the early detection of diseases such as Macular Degeneration. Members
A BETTER BENEFITS EXPERIENCE: HealthJoy
Benefits Wallet & Concierge Advocacy Services
Using benefits can be complicated. Through personalized guidance and AI technology, HealthJoy makes it simple and is here to help your family anytime, anywhere.
HealthJoy is available to all benefit eligible employees* and is the first stop for all of your healthcare and employee benefits needs. This service is provided for free and personalized for you. You'll have access to HealthJoy's concierge team which consists of highly trained specialists with a wide variety of backgrounds, ranging from registered nurses to benefits and claims specialists, who work together to deliver exceptional service.
How Can HealthJoy Help You?
You can send benefits questions to HealthJoy’s healthcare LIVE concierge team.
Use HealthJoy’s provider search to choose in-network providers and find the best value and quality care based on your benefits.
An expert can review or negotiate your medical bills.
HealthJoy Includes:
Digital wallet with all your benefit ID cards
Employee Assistance Program (EAP)including 8 in-person or virtual sessions!
Healthcare Concierge
Prescription Drug Savings Review
Medical Bill Review
Appointment Booking
Provider Recommendations
HSA/FSA Support
* Certain benefits are only available to those enrolled in a Conner Strong & Buckelew medical, dental or vision program.
Access HealthJoy 24/7
Download the HealthJoy app from the App Store or Google Play or call 877.500.3212 (Concierge available Monday through Friday from 8:30 AM to 1:00 AM EST and Saturday through Sunday from 11:00 AM - 7:00 PM EST. EAP consultations are available 24/7/365).
A BETTER BENEFITS EXPERIENCE: HealthJoy
Employee Assistance Program (EAP)
To access the EAP benefit, you must register with HealthJoy.
Spouse/partners and dependents over 18 years old will need to create their own account.
All benefit eligible employees and their dependents, regardless of medical enrolled status, have access to the HealthJoy EAP.
The EAP gives you confidential access to Licensed Professional Counselors and Work/Life Specialists to help you with personal, family and work/life issues. You have access to:
Up to eight (8) free in-person or virtual counseling sessions per calendar year, per topic
In-the-moment support: reach a licensed clinician 24/7/365 by phone, app, text, or email
Legal consultations and financial expertise: Free, no-pressure guidance and advice from legal and financial professionals
To access the EAP:
Use the HealthJoy mobile app (for best service)
Call 888.731.3EAP (3327)
Visit https://eap.healthjoy.com
Additional Resources and Friendly Reminders
Visit the HealthJoy section of BenePortal at www.csbbeneportal.com/healthjoy and check back frequently as we continue to add more information.
Download the HealthJoy App, if you have not already. Visit BenePortal for Activation Instructions.
Once you’re set up, add your covered dependents. Instructions to add dependents can also be found on BenePortal.
Tell your covered family members to activate their HealthJoy account.
Keep a lookout for CSB’s ongoing mental health newsletters, sent to your email inbox each month!
Scan the QR code and activate HealthJoy today!
You can also visit www.csbbeneportal.com/healthjoy from your computer or mobile device for more information!
Scan the QR code to view a brief HealthJoy EAP Orientation Video.
IF YOU OR A FAMILY MEMBER IS STRUGGLING WITH A HEALTH ISSUE, GUARDIAN NURSES CAN HELP
Guardian Nurses is a team of Registered Nurses who have one goal:
To ensure that patients understand their options, receive the support they need, and get the most appropriate care for their condition.
What does Guardian Nurses Do?
Conner Strong & Buckelew partners with Guardian Nurses to support our covered employees and dependents in managing health care costs. If you have a chronic condition, serious illness, or are hospitalized, Guardian Nurses may reach out to you directly. This program is available at no cost to employees and is completely voluntary and strictly confidential—everything stays between you and your nurse advocate. We hope you will engage with them if a Guardian Nurse is needed.
Guardian Nurses services include:
Guidance and advocacy during hospitalizations
Research for treatment options
Assistance in the decision-making process
Making appointments and participating if needed
Coaches to manage chronic health conditions
Expediting specialists’ appointments
Assisting with discharge planning
Your nurse becomes your personal guide and champion, advocating for you with doctors, hospitals, and insurance companies.
Conner Strong & Buckelew is committed to providing you and your family with the support you need. In the event you or your family member has a serious medical concern, please contact Human Resources.
BEHAVIORAL HEALTH CARE: Independence Administrators
Resources for your Mental Health and Wellbeing
Make sure you’re taking advantage of these benefits and resources, available to you via Independence Administrators. Independence Administrators offers a variety of resources to help members get behavioral health care and support quickly.
Behavioral Health Care
Do you need help finding behavioral health care? Call 800-778-2119, which is the Mental Health number located on the back of your member ID card, to reach our Behavioral Health team. The Behavioral Health team can guide you to the information or care you need.
Our Behavioral Health Care Advocates can directly schedule or connect you to an in-network behavioral health provider so you can get care quickly — usually within a week.
Independence Administrators works with several innetwork behavioral health providers that offer fast access, are culturally responsive, and provide highquality care for:
General mental health issues, such as anxiety, depression, and stress
Specialty behavioral health conditions, including care for children, substance use disorders, eating disorders, obsessive-compulsive disorder, and bipolar disorder
Our Behavioral Health team also includes Behavioral Health Clinical Triage Case Managers who can quickly guide you to the right behavioral health care. These licensed clinical staff specialize in:
Clinical assessment to understand your needs and provide information about treatment options
Finding in-network care, including identifying and directly connecting you with a provider that meets your specific needs to help you get care quickly
Providing in-the-moment support during tough times, including crisis management
Connecting you to resources for ongoing support, including case management
Shatterproof Treatment Atlas
Support for finding addiction treatment facilities Finding addiction treatment can feel overwhelming. That’s because one size doesn’t fit all when it comes to finding the best care for your needs. Shatterproof’s Treatment Atlas can help you find and compare treatment facilities.
Understand what type of treatment is needed
Complete a brief and anonymous set of questions that offers initial guidance on the most appropriate level of care and recommendations for additional treatment services.
Find and compare treatment facilities
The Atlas tool contains a comprehensive list of addiction treatment providers, including hospital-based inpatient facilities, residential facilities, and intensive outpatient services. When searching for care on Atlas, you can filter results by location, specific treatment services offered, languages spoken, and more.
Getting started
To get started, visit www.treatmentatlas.org. You can also call the Mental Health number on the back of your member ID card to connect with a Behavioral Health Care Advocate, who can help you search for in-network facilities. They can also send you the link to the tool by email.
Additional Independence Administrators resources are outlined on the following page.
BEHAVIORAL HEALTH CARE: Independence Administrators
Resources for your Mental Health and Wellbeing
Mental Health Coaching
Available through Teladoc Health
Bene
fits-eligible employees/dependents enrolled in a Conner Strong & Buckelew medical plan have access to Teladoc mental/behavioral health telemedicine services. With Mental Health Coaching you’ll feel empowered with:
A personalized plan: Answer a series of questions and you’ll get a plan designed just for you.
Digital content and resources: Explore self-guided activities and tools based on your goals and needs.
In-the-moment tools: Calm yourself down, shift your thinking, get inspired, and feel more hopeful.
Additional support: You can access care when you need it, whether in-person or virtually, through the Teladoc app.
Telebehavioral Health member cost per consult:
HSA-High Deductible Health Plan: Member pays 100% (based on fair market value) up until plan deductible is met, then member pays $10 per consult
Core and Buy-Up Plan: Member pays $10 copay per consult
How to get started:
Visit www.teladochealth.com. Once registered, download the Teladoc mobile app, visit the website, or call 800-835-2362 to get care today.
Independence Administrators Connect to Care Network
Available to members enrolled in an Independence Administrators medical plan
The Connect to Care Network includes providers with a national reach offering high-quality care and resources for a range of behavioral health conditions. Call 800778-2119 (located on the back of your ID card) to speak with a Behavioral Health Care Advocate.
You may also visit www.ibxtpa.com/providerfinder to review all network Connect to Care behavioral health providers and resources.
Expanded support tailored to your needs
In addition to general mental health resources, specialized support is available for children and adolescents, substance use disorders, and other areas of specialty care.
Scan the QR code to explore the Connect to Care Directory and find providers categorized by specialty, ages treated, and convenient locations.
For Immediate Assistance
Here are resources that can help if you are in a crisis:
Suicide and Crisis Lifeline: Call or text 988, available 24/7.
Veterans Crisis Line: Call 1-800-273- 8255, then press 1, or chat online at www.veteranscrisisline.net
Regenexx
Non-Surgical Treatment Options
Regenexx is available to members enrolled in a Conner Strong & Buckelew medical/prescription drug plan.
Regenexx provides patients with an alternative to orthopedic surgery by harnessing their body’s own healing processes to treat orthopedic injuries including: osteoarthritis, joint injuries, spine pain, overuse conditions, and common sports injuries. Regenexx’s proprietary, research based methods and patented protocol allow their doctors to concentrate your cells and apply them precisely to your injured area. Regenerative medicine provides many advantages over traditional surgeries—including faster recovery time, reduced risk, and lower cost.
Regenexx is covered as an in-network benefit within the Conner Strong & Buckelew medical/prescription drug plans. Charges depend on your specific plan details and your deductible and out-of-pocket status at time of service.
Global Core
If you are enrolled in one of the Conner Strong & Buckelew medical/prescription drug plans, you can take your healthcare benefits with you when you are traveling or living abroad. Through Global Core, you have access to doctors and hospitals around the world.
Learn about all these programs and more by visiting Conner Strong & Buckelew’s BenePortal at www.csbbeneportal.com
MD Anderson Cancer Center At Cooper World-renowned Cancer Care
Getting access to the best cancer care can make a substantial difference with regard to recovery and survival. Thankfully, we have access to one of the premier cancer providers in the nation here in South Jersey; MD Anderson Cancer Center at Cooper with locations in Camden, Egg Harbor Township, Voorhees, and Willingboro.
There are a series of special amenities uniquely available for our employees, including:
Direct phone number for Conner Strong & Buckelew employees: 856.536.1816
Access to a dedicated Nurse Navigator that will help manage and coordinate cancer care needs within the MD Anderson Cancer Center at Cooper system, including scheduling appointments and working with family members
After-hours access to clinical team members to assist with urgent situations
Access to transportation to the various MD Anderson Cancer Center at Cooper locations
Goldfinch Health Surgical Benefit A Better Approach to Surgery and Recovery
Conner Strong & Buckelew has partnered with Goldfinch Health to provide employees, and your dependents enrolled in the health plan, with a path to experience the most advanced surgical techniques— AT NO COST TO YOU.
When you are considering surgery, Goldfinch Health’s team of surgery experts provides you a clinically -validated health navigation approach to surgery that delivers the best possible experience from pre to postop. Your personal Goldfinch Nurse Navigator can help:
Match you with providers who drive better clinical outcomes and high patient satisfaction
Reduce your recovery time after surgery by 2X or more
Minimize opioid painkiller use
Reduce pain and complications
FERTILITY AND FAMILY PLANNING RESOURCE
Frame is available to all Conner Strong employees and their spouse/partner.
Frame helps those interested in growing their family by providing 1:1 support from journey start to journey
finish. Frame will help you to understand what is within your control and what you can do about it today as a
first step to building a family.
Frame seeks to displace reactive, one-size-fits-all models, offering a new way forward with tailored resources and expert support from empathetic people who get where you’re coming from and lead you where you want to go.
Frame is for you if you’re:
Just curious about your fertility
Planning for pregnancy soon
Trying to conceive
Seeking treatment/egg freezing
LGBTQ and exploring options
What you get:
Personalized action plan
Dedicated care team and coordination help
Best-in-class products, including partner testing, vitamins and more
On-call support via text, email, or phone
Getting started with Frame is easy!
Simply sign up and fill out a fertility evaluation. Your information is completely private.
You will then be connected with the Frame Care Team who will work with you to craft a personalized plan that aligns with your overall fertility goals.
To get started with Frame, text 415.917.1886 or scan the QR code.
LIFE AND AD&D INSURANCE
New York Life
Basic Life and AD&D Insurance
Paid by Conner Strong & Buckelew
Conner Strong & Buckelew provides benefit eligible employees with a benefit equal to one and a half times your annual base salary up to a maximum amount of $1,000,000 for group life and accidental death and dismemberment (AD&D) insurance.
Supplemental Life and AD&D Insurance
Paid by Employee
Bene
fit eligible employees who want to supplement their Basic Life and AD&D insurance may purchase additional coverage. When you enroll yourself and/or your dependents in this benefit, you pay the full cost through semi-monthly payroll deductions.
Supplemental Life and AD&D for You
You may purchase Supplemental Life and AD&D insurance for yourself as outlined below. During your initial eligibility period, you may elect up to the guaranteed issue amount* shown below without answering medical questions. Evidence of Insurability (EOI) may be required for any amount elected after your initial eligibility period.
Employee Life Benefit
Employee AD&D Benefit
1,2,3,4,5, or 6 times annual salary up to a max of $1,000,000
1,2,3,4,5, or 6 times annual salary up to a max of $1,000,000
only available during initial eligibility
Supplemental Life for Your Spouse
If you purchase Supplemental Life insurance for yourself, you may purchase it for your spouse as outlined below. During your initial eligibility period, you may elect up to the guaranteed issue amount* shown below without answering medical questions. EOI may be required for any amount elected after your initial eligibility period.
Spouse Life Benefit
Spouse Life Insurance
Guaranteed Issue Amount
Increments of $25,000 to a max of $100,000 or up to 1/2 Employee election
$50,000*
*Typically only available during initial eligibility period.
EXAMPLE: An employee’s annual salary is $50,000 and the employee elects Supplemental Life insurance for themselves at 3 times their salary, which is $150,000. The employee can elect to cover their spouse for half of that amount, which is $75,000. EOI may be required and must be approved before coverage becomes effective.
Supplemental Life for Your Child(ren)
If you purchase Supplemental Life insurance for yourself, you may purchase it for your children in the amounts of either $5,000 or $10,000. This benefit covers all of your children up to age 26, regardless of full-time student status, at one rate.
DISABILITY BENEFITS
Employer & Employee Paid
Short-Term Disability (STD)
Benefit eligible employees who work in New Jersey have NJ Temporary Disability Insurance Protection. Benefit eligible employees who work outside of New Jersey have company paid short-term disability protection through New York Life.
Elimination Period 7 calendar days
Benefit Amount
85% of weekly pre-disability wages to max $1,081 per week for 2025
Benefit Period Up to 26 weeks
Long-Term Disability (LTD)
Paid by Conner Strong & Buckelew
Company-paid long term disability provides you with income continuation in the event your illness or injury lasts beyond the elimination period. This helps ensure you have a continued income if you are unable to work due to a covered sickness or injury. These benefits are paid through New York Life.
Elimination Period 180 calendar days of continuous disability
Benefit Amount
60% of your pre-disability earnings as defined by the policy to a monthly maximum of $20,000
Benefit Period Social Security Normal Retirement Age
SUPPLEMENTAL DISABILITY BENEFITS
Paid by Employee (application required)
Individual Long-Term Disability (IDI)
Unum
Individual Long-Term Disability Insurance can provide an additional monthly benefit if you experience a covered disability, so you focus on your recovery — not your finances. The premium is paid with post-tax dollars but, under current tax laws, benefits are tax free. IDI coverage belongs to you, even if you change employers. This benefit is only available to new hires in their initial eligibility period. You may not elect this benefit during annual open enrollment.
VOLUNTARY BENEFIT OPTIONS
Employee Paid
Long-Term Care Insurance
Unum
Bene
fit eligible employees may purchase Long Term Care Insurance to help cover nursing home and home care expenses for themselves or eligible family members. Those eligible have the option to enroll in the Base Plan, or you can buy-up by increasing your coverage at any time. Please note, Evidence of Insurability (EOI) is required when enrolling in coverage outside your initial enrollment period and/or when buying-up by increasing your coverage above the guaranteed issue amounts.
Family members may be covered, including spouse, parents, parents-in-law, grandparents and grandparents-in-law*
The average daily cost for a NJ Nursing Home semi-private room is $405 ($147,921+ per year)**
Nursing Home and Home Care benefits
Premiums do not increase as insured gets older
Base and Buy-up plans are available
Plans are fully portable
* Coverage of parents, parents-in-law, grandparents and grandparents-in-law will require a "direct bill" relationship with the carrier.
** According to the Genworth Cost of Care Survey of Nursing Home & Assisted Living Costs
Hospital Indemnity Insurance Transamerica
Benefit eligible employees may purchase additional benefits to help pay for hospital and other care. This benefit pays a specified amount for each day a covered person is confined to a hospital, and through a series of optional riders, can provide benefits for a range of other medical situations. This coverage is 100% portable with premiums paid through the convenience of payroll deduction.
Additional Plan Features:
No coinsurance, copays, waiting period or deductibles
No health questions, exams, or blood tests
Benefits are paid in addition to other insurance and can be paid directly to employee
Coverage is available for yourself, your spouse and/or children
PLEASE NOTE: Applications are required for Long Term Care and Hospital Indemnity Insurance.
For additional plan details and rate information please contact the carriers/vendors listed above, using the contact information found on page 31 of the guide.
VOLUNTARY BENEFIT OPTIONS
Employee Paid
Accident Insurance
Unum
Benefit eligible employees may purchase Accident Insurance. This plan helps with out-of-pocket expenses that are incurred as a result of an accident. All of our medical plans require that the member must satisfy an in-network deductible before the plan begins to pay for most covered services including emergency room visits and hospital stays.
Scheduled benefit amounts are payable for accidents on and off the job. Benefit eligible spouses and children may be covered.
Paid in addition to medical and disability benefits.
Benefits are paid based on a schedule, for injuries such as burns, fractures and lacerations.
You could also receive dollars for events and treatments such as ambulance, emergency room, intensive care, physical therapy, crutches, blood, and travel.
Critical Illness Insurance
Boston Mutual
Benefit eligible employees may purchase Critical Illness Insurance. This coverage pays lump sum benefits upon confirmed diagnosis of a heart attack, stroke, end-stage kidney failure, cancer and more.
Lump sum benefit dollars paid upon confirmed diagnosis of a covered critical illness.
Dollars paid directly to you, to use as you choose.
Benefits paid in addition to medical and disability benefits.
Coverage is available for employee, spouse and dependent children.
Wellness Benefit pays $50 for any one covered health screening test per year for employee and spouse.
Eligible employees may elect up to the policy guaranteed issue amounts with no medical questions asked.
Guaranteed issue amounts:
Employee: $20,000 | Spouse/Partner: $10,000
Legal and ID Theft Plans
Countrywide by IDIQ
The Personal Legal Protector Plan provides benefit eligible employees and their families with affordable access to a number of valuable legal services from network attorneys. Whether you are closing on a house, filing for divorce, facing a traffic violation, need a will, or filing a consumer complaint, receiving legal advice is important. Participating members will receive a 25% discount on attorney hourly rates and a 10% discount on contingency fee matters. The cost to participate in this voluntary benefit is $12.92/per month.
The Platinum/Protect Max ID Theft Plan provides identity theft insurance as well as credit monitoring, credit scores and credit reports. In addition to coverage for the employee, you can choose to cover your spouse, dependents, parents, and in-laws*. Enhancements to this plan include: quarterly bureau credit reports/scores from 3 bureaus, increase to ID Theft insurance from $25,000 to $1,000,000, Opt Out Option (Junk Mail/Do Not Call List), Checking Account Report (to show history of consumers checking account transactions), Credit Score Tracker and Information & Resource Center. The cost for this plan is $11.96 per person per month.
* Coverage of parents and parents-in-law require a "direct bill" relationship with the carrier.
PLEASE NOTE: Applications are required for Accident and Critical Illness Insurance.
For additional plan details and rate information please contact the carriers/vendors listed above, using the contact information found on page 31 of the guide.
Eligible full-time employees are insured under our Business Travel Accident (BTA) Policy underwritten by The Hartford.
“Business travel” includes any travel on behalf of Conner Strong & Buckelew, regardless of location, period of time (part of day or full day) or form of travel (air, train, etc.). This coverage excludes travel to and from work.
A benefit of $250,000 will be provided to your beneficiary in the event of the employee’s accidental death during business travel which occurs anywhere in the world. Reductions apply beginning at age 70. The policy also covers injury resulting from an accident during business travel, including an injury which occurs while the employee is a passenger on, boarding, or exiting from an aircraft.
For more information about BTA benefits, please see the summary sheet in BenePortal.
Identity Protection
An additional benefit of the Business Travel Accident Policy is Identity Protection. This service is available 24 hours a day. You’ll be assigned a personal caseworker who will help you through the entire resolution, step by step, to ensure a quick and easy recovery.
If you suspect you’re a victim of identity theft, call 800.243.6108
CSB CARES WELLNESS PROGRAM
EARN WELLNESS REWARDS & INCENTIVES
CSB partners with Health Advocate for the administration of the CSB Cares wellness program, including wellness rewards and coaching, BenePoints tracking and the tobacco cessation program.
Well-Being Rewards
Track healthy behaviors and meet recommended goals to earn points. Earn up to 100 wellness points by 12/31/25. Each point represents $1 (100 points = $100). Points can be redeemed by selecting the gift card of your choice.
Unlimited 1:1 Coaching
Unlimited access to your Wellness Coach by phone, email or secure online messaging anytime, 24/7. Work with your coach to set clear, attainable goals and get support along the way.
Useful Online Tools
Get the latest health information and monitor your progress with handy planners, trackers and more.
Conner Strong and Buckelew is committed to helping you achieve your best health and best self.
Register for the Member Portal
Go to www.HealthAdvocate.com/members
Type “Conner Strong & Buckelew” when prompted for the organization name and select it from the drop-down box.
Click Register Now and follow the prompts until your registration is complete.
You will receive a message congratulating you and advising you to sign in by clicking Continue
You will be required to verify your account through email before logging in for the first time.
Access Information On The Go
Download the Health Advocate mobile app to instantly upload relevant documents and forms, and view the status of your cases in real time.
For more details visit BenePortal at www.csbbeneportal.com.
ADDITIONAL PROGRAMS AND RESOURCES
Wellness Perks
Exercise Class Reimbursement
All employees who complete 60 exercise classes may submit up to $200 in studio receipts to Human Resources for reimbursement. Virtual fitness classes are eligible for reimbursement too. The maximum 2025 exercise class reimbursement is $200.
Free In-Network Nutritionist Visits Per Year
Employees and their covered dependents on our medical plan are entitled to 3 free in-network visits with a nutritionist. A registered dietician takes a personalized approach to diet and nutrition that is geared specifically to your needs. To locate an in-network nutritionist, go to www.ibxtpa.com
HealthyLearn
The HealthyLearn On-Demand Library features all the health information you need to be well and stay well. Learn more at www.healthylearn.com/connerstrong
Benefit Perks
Access a broad array of services, discounts and special deals on consumer services, travel services, recreational services and much more. Simply visit the site and register at http://connerstrong.corestream.com.
HUSK Marketplace
Husk members can access exclusive savings and flexible membership options to a variety of gyms and fitness center facilities. HUSK members also have access to:
Virtual nutrition counseling with a Registered Dietician
Virtual mental health assistance from a licensed therapist
Discounts on home equipment and wearable technology
To learn more, visit https://marketplace.huskwellness.com/connerstrong
Eligibility
An eligible employee with respect to the programs described in this Guide is any individual who is designated as eligible to participate in and receive benefits under one or more of the component benefit programs described herein. The eligibility and participation requirements may vary depending on the particular component program. You must satisfy the eligibility requirements under a particular component benefit program in order to receive benefits under that program. Certain individuals related to you, such as a spouse or your dependents, may be eligible for coverage under certain component benefit programs. To determine whether you or your family members are eligible to participate in a component benefit program, please read the eligibility information contained in the Conner Strong & Buckelew Summary Plan Description and Plan Document which can be found on BenePortal via www.csbbeneportal.com
How to Enroll
To enroll online, login to ADP Workforce Now, using Google Chrome, at https://adp.workforcenow.com. A link to ADP Workforce Now as well as step-by-step online enrollment instructions can be found on BenePortal at www.csbbeneportal.com.
Make Sure You Update Your Dependents
& Beneficiaries in ADP Workforce Now
Login at https://workforcenow.adp.com
Select the Myself tab
Click on Personal Information
Select Dependents & Beneficiaries
Select the +add to add a dependent and/or beneficiary
Select the name of the dependent and/or beneficiary to edit the information, then select done
The request to make a mid-year election change must be made within 31 days of experiencing a qualified change in status.
Qualified Status Changes
Benefit elections cannot be changed during the plan year unless you or one of your eligible dependents experiences a qualified change in status. Changes requested must be consistent with the event that occurred.
Qualified changes in status include such events as:
Marriage
Divorce
Birth or adoption of a child
Change in child’s dependent status
Death of spouse, child or other qualified dependent
Commencement or termination of adoption proceedings
Change in spouse’s/partner’s or dependent child’s benefits or employment status
Certain loss of other group health coverage
CONTACT INFORMATION
Notice Regarding Special Enrollment
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 31 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 coverage 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 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 a state children’s health insurance program (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 31 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 Human Resources at 856.552.4804.
Newborns’ and Mothers' Health Protection Act
Group health plans and health insurance issuers generally may not, under Federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, Federal law generally does not prohibit the mother's or newborn's attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under Federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours).
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.
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. Even if you don't elect to continue coverage during your military service, you have the right to be reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., preexisting condition exclusions) except for service-connected illnesses or injuries. For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets.
THIS NOTICE APPLIES
TO THE HDHP, CORE, AND BUY-UP PLANS Important Notice from Conner Strong & Buckelew 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 the Conner Strong & Buckelew HDHP, Core and Buy-Up Health Benefit Plans 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. Conner Strong & Buckelew has determined that the prescription drug coverage offered by the Conner Strong & Buckelew HDHP, Core and Buy-Up Health Benefit Plans 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.
LEGAL NOTICES
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 Conner Strong & Buckelew coverage will not be affected. If you elect Medicare Part D coverage, the Conner Strong & Buckelew coverage will coordinate with Part D coverage.
If you do decide to join a Medicare drug plan and drop your current Conner Strong & Buckelew coverage, be aware that you and your dependents will not be able to get this coverage back during the year without a qualifying event.
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 Conner Strong & Buckelew 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.
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 Human Resources at 856.552.4804. Please note that you will get this notice each year. You also may request a copy of this notice at any time.
More Information About Your Options Under Medicare the 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 users should call 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).
Date: October 2024
Sender: Conner Strong & Buckelew
Contact: Human Resources Department
Address: TRIAD1828 CENTRE
2 Cooper Street Camden, NJ 08102
Phone Number: 856.552.4804
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.
Conner Strong & Buckelew offers a series of health coverage options. You should receive a Summary of Benefits and Coverage (SBC) during Open Enrollment. These documents summarize important information about all health coverage options in a standard format. Please contact Human Resources if you have any questions or did not receive your SBC.
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:
Centers for Medicare & Medicaid Services www.cms.hhs.gov
1-877-267-2323, Menu Option 4, Ext. 61565
Health-Contingent Wellness Program
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 our Human Resources 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.
Notice Regarding Wellness Program
CSB Cares is a voluntary wellness program available to all employees. 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, and the Health Insurance Portability and Accountability Act, as applicable, among others. If you complete your biometric screening via LabCorp with use of the Health Advocate voucher, your screening will include a blood test for Glucose and Uric Acid, Kidney (Renal), BUN, Creatinine, Serum, eGFR Electrolytes (Sodium, Potassium, Chloride, Calcium, Phosphorus), Liver (Total Protein, Serum Albumin, Serum Globulin, Total A/G Ratio, Total Bilirubin, and Direct, Alkaline Phosphatase, SLDH, AST (SGOT), ALT (SGPT), GGT, Iron, Serum), Lipids (Total Cholesterol, Triglycerides, HDL Cholesterol, VLDL Cholesterol Cal, LDL Cholesterol, Total. Cholesterol/HDL Ratio), Complete Blood Count (WBC, RBC, Hemoglobin, Hematocrit, MCV, MCH, MCHC, RDW, Platelets), HbA1c and BUN/Creatinine Ratio. You are not required to participate in the blood test or other medical examinations required.
However, employees who choose to participate in the wellness program will receive an incentive of $60 per pay/$120 per month for employee or $120 per pay/$240 per month when employee + spouse/partner is enrolled. Please note, if a spouse/partner is enrolled, both the employee and the spouse/partner must receive their annual physical and complete their biometric screening to receive this incentive..
Additional incentives of up to $50 per pay/$100 per month for employee and $50 per pay/$100 per month for covered spouse 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 Human Resources at 856-5524804.
The results from your biometric screening will be used to provide you with information to help you understand your current health and potential risks, and may also be used to offer you services through the wellness program, such as health coaching or visits with a registered dietician. You also are 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 Conner Strong & Buckelew may use aggregate information it collects to design a program based on identified health risks in the workplace, CSB Cares will never disclose any of your personal information either publicly or to the employer, 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. The only individual(s) who will receive your personally identifiable health information is (are) health coaches, registered dieticians, Primary Care Physicians, etc. in order to provide you with services under the wellness program. 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 Human Resources at 856-552-4804.
Notice of Privacy Practices
THIS NOTICE OF PRIVACY PRACTICES DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY.
This Notice of Privacy Practices (the “Notice”) describes the legal obligations of Conner Strong & Buckelew group health plan (the “Plan”) and your legal rights regarding your protected health information held by the Plan under the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”). Among other things, this Notice describes how your protected health information may be used or disclosed to carry out treatment, payment, or health care operations, or for any other purposes that are permitted or required by law.
We are required to provide this Notice of Privacy Practices to you pursuant to HIPAA. The HIPAA Privacy Rule protects only certain medical information known as “protected health information.” Generally, protected health information is individually identifiable health information, including demographic information, collected from you or created or received by a health care provider, a health care clearinghouse, a health plan, or your employer on behalf of a group health plan that relates to:
1) your past, present or future physical or mental health or condition;
2) the provision of health care to you; or
3) the past, present or future payment for the provision of health care to you.
If you have any questions about this Notice or about our privacy practices, please contact Alexis Wolfson, 856-552-4802.
Effective Date
This Notice is effective January 1, 2025
Our Responsibilities
We are required by law to:
− maintain the privacy of your protected health information;
− provide you with certain rights with respect to your protected health information;
− provide you with a copy of this Notice of our legal duties and privacy practices with respect to your protected health information; and
− follow the terms of the Notice that is currently in effect.
We reserve the right to change the terms of this Notice and to make new provisions
regarding your protected health information that we maintain, as allowed or required by law. If we make any material change to this Notice, we will provide you with a copy of our revised Notice of Privacy Practices by email address on file.
How
We May Use and Disclose Your Protected Health Information
Under the law, we may use or disclose your protected health information under certain circumstances without your permission. The amount of health information used, disclosed or requested will be limited and, when needed, restricted to the minimum necessary to accomplish the intended purposes, as defined under the HIPAA rules. The following categories describe the different ways that we may use and disclose your protected health information. For each category of uses or disclosures we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories.
For Treatment. We may use or disclose your protected health information to facilitate medical treatment or services by providers. We may disclose medical information about you to providers, including doctors, nurses, technicians, medical students, or other hospital personnel who are involved in taking care of you. For example, we might disclose information about your prior prescriptions to a pharmacist to determine if prior prescriptions contraindicate a pending prescription.
For Payment. We may use or disclose your protected health information to determine your eligibility for Plan benefits, to facilitate payment for the treatment and services you receive from health care providers, to determine benefit responsibility under the Plan, or to coordinate Plan coverage. For example, we may tell your health care provider about your medical history to determine whether a particular treatment is experimental, investigational, or medically necessary, or to determine whether the Plan will cover the treatment. We may also share your protected health information with a utilization review or precertification service provider. Likewise, we may share your protected health information with another entity to assist with the adjudication or subrogation of health claims or to another health plan to coordinate benefit payments.
For Health Care Operations. We may use and disclose your protected health information for other Plan operations. These uses and disclosures are necessary to run the Plan. For example, we may use medical information in connection with conducting quality assessment and improvement activities; underwriting, premium rating, and other activities relating to Plan coverage; submitting claims for stop-loss (or excess-loss) coverage; conducting or arranging for medical review, legal services, audit services, and fraud &
abuse detection programs; business planning and development such as cost management; and business management and general Plan administrative activities. If the Plan uses or discloses protected health information for underwriting purposes, including determining eligibility for benefits or premium, the Plan will not use or disclose protected health information that is genetic information for such purposes, as prohibited by the Genetic Information Nondiscrimination Act of 2008 (GINA) and any regulations thereunder.
To Business Associates. We may contract with individuals or entities known as Business Associates to perform various functions on our behalf or to provide certain types of services. In order to perform these functions or to provide these services, Business Associates will receive, create, maintain, use and/or disclose your protected health information, but only after they agree in writing with us to implement appropriate safeguards regarding your protected health information. For example, we may disclose your protected health information to a Business Associate to administer claims or to provide support services, such as utilization management, pharmacy benefit management or subrogation, but only after the Business Associate enters into a Business Associate contract with us.
As Required by Law. We will disclose your protected health information when required to do so by federal, state or local law. For example, we may disclose your protected health information when required by national security laws or public health disclosure laws.
To Avert a Serious Threat to Health or Safety. We may use and disclose your
LEGAL NOTICES
protected health information when necessary to prevent a serious threat to your health and safety, or the health and safety of the public or another person. Any disclosure, however, would only be to someone able to help prevent the threat. For example, we may disclose your protected health information in a proceeding regarding the licensure of a physician.
To Plan Sponsors. For the purpose of administering the plan, we may disclose to certain employees of the Employer protected health information. However, those employees will only use or disclose that information as necessary to perform plan administration functions or as otherwise required by HIPAA, unless you have authorized further disclosures. Your protected health information cannot be used for employment purposes without your specific authorization.
Special Situations
In addition to the above, the following categories describe other possible ways that we may use and disclose your protected health information. For each category of uses or disclosures, we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories.
Organ and Tissue Donation. If you are an organ donor, we may release your protected health information to organizations that handle organ procurement or organ, eye, or tissue transplantation or to an organ donation bank, as necessary to facilitate organ or tissue donation and transplantation.
Military and Veterans. If you are a member of the armed forces, we may release your protected health information as required by military command authorities. We may also release protected health information about foreign military personnel to the appropriate foreign military authority.
Workers’ Compensation. We may release your protected health information for workers’ compensation or similar programs. These programs provide benefits for work-related injuries or illness.
Public Health Risks. We may disclose your protected health information for public health actions. These actions generally include the following:
− to prevent or control disease, injury, or disability;
− to report births and deaths;
− to report child abuse or neglect;
− to report reactions to medications or problems with products;
− to notify people of recalls of products they may be using;
− to notify a person who may have been exposed to a disease or may be at risk for contracting or spreading a disease or condition;
− to notify the appropriate government authority if we believe that a patient has been the victim of abuse, neglect, or domestic violence. We will only make this disclosure if you agree, or when required or authorized by law.
Health Oversight Activities. We may disclose your protected health information to a health oversight agency for activities authorized by law. These oversight activities include, for example, audits, investigations, inspections, and licensure. These activities are necessary for the government to monitor the health care system, government programs, and compliance with civil rights laws.
Lawsuits and Disputes. If you are involved in a lawsuit or a dispute, we may disclose your protected health information in response to a court or administrative order. We may also disclose your protected health information in response to a subpoena, discovery request, or other lawful process by someone else involved in the dispute, but only if efforts have been made to tell you about the request or to obtain an order protecting the information requested.
Law Enforcement. We may disclose your protected health information if asked to do so by a law enforcement official—
− in response to a court order, subpoena, warrant, summons or similar process;
− to identify or locate a suspect, fugitive, material witness, or missing person;
− about the victim of a crime if, under certain limited circumstances, we are unable to obtain the victim’s agreement;
− about a death that we believe may be the result of criminal conduct; and
− about criminal conduct.
Coroners, Medical Examiners and Funeral Directors. We may release protected health information to a coroner or medical examiner. This may be necessary, for example, to identify a deceased person or determine the cause of death. We may also release medical information about patients to funeral directors, as necessary to carry out their duties.
National Security and Intelligence Activities. We may release your protected health information to authorized federal officials for intelligence, counterintelligence, and other national security activities authorized by law.
Inmates. If you are an inmate of a correctional institution or are in the custody of a law enforcement official, we may disclose your protected health information to the correctional institution or law enforcement official if necessary (1) for the institution to provide you with health care; (2) to protect your health and safety or the health and safety of others; or (3) for the safety and security of the correctional institution.
Research. We may disclose your protected health information to researchers when:
− the individual identifiers have been removed; or
− when an institutional review board or privacy board has reviewed the research proposal and established protocols to ensure the privacy of the requested information, and approves the research.
Required Disclosures
The following is a description of disclosures of your protected health information we are required to make.
Government Audits. We are required to disclose your protected health information to the Secretary of the United States Department of Health and Human Services when the Secretary is investigating or determining our compliance with the HIPAA privacy rule.
Disclosures to You. When you request, we are required to disclose to you the portion of your protected health information that contains medical records, billing records, and any other records used to make decisions regarding your health care benefits. We are also required, when requested, to provide you with an accounting of most disclosures of your protected health information if the disclosure was for reasons other than for payment, treatment, or health care operations, and if the protected health information was not disclosed pursuant to your individual authorization.
Other Disclosures of Your Medical Information Require Your Authorization
Written Authorization: Your medical information will not be used or disclosed for any purpose not mentioned above in the “How We May Use and Disclose Your Protected Health Information” section except as permitted by law or as authorized by you. This includes disclosures to personal representatives and spouses and other family members as described below. In the event that the Plan needs to use or disclose medical information about you for a reason other than what is listed in this notice or required by law, we will request your permission to use your medical information and the medical information will only be used as specified in your authorization. You may complete an Authorization form if you want the Plan to disclose medical information about you to someone else.
Any authorization you provide will be limited to the specific information identified by you and you will be required to specify the intended use or disclosure and name then person or organization that is permitted to use or receive the information specified in the authorization form. You have the right to revoke a previous authorization. Requests to revoke an authorization must be in writing. The Plan will honor your request of revocation for the prospective period of time after the Plan has received your request. It will not be effective for any information that may have been used or disclosed in reliance upon the written authorization and prior to receiving your written revocation.
In addition, the Plan will not sell your medical information or use it for marketing purposes (that are not considered as part of treatment or healthcare operations) without a signed authorization from you. Also, if applicably, the Plan will not disclose psychotherapy notes without a signed authorization from you.
LEGAL NOTICES
Personal Representatives. We will disclose your protected health information to individuals authorized by you, or to an individual designated as your personal representative, attorney-in-fact, etc., so long as you provide us with a written notice/authorization and any supporting documents (i.e., power of attorney). Note: Under the HIPAA privacy rule, we do not have to disclose information to a personal representative if we have a reasonable belief that:
1) you have been, or may be, subjected to domestic violence, abuse or neglect by such person; or
2) treating such person as your personal representative could endanger you; and 3) in the exercise of professional judgment, it is not in your best interest to treat the person as your personal representative.
Spouses and Other Family Members. With only limited exceptions, we will send all mail to the employee. This includes mail relating to the employee’s spouse and other family members who are covered under the Plan, and includes mail with information on the use of Plan benefits by the employee’s spouse and other family members and information on the denial of any Plan benefits to the employee’s spouse and other family members. If a person covered under the Plan has requested Restrictions or Confidential Communications (see below under “Your Rights”), and if we have agreed to the request, we will send mail as provided by the request for Restrictions or Confidential Communications.
Your Rights
You have the following rights with respect to your protected health information:
Right to Inspect and Copy. You have the right to inspect and copy certain protected health information maintained in any form (paper or electronic) that may be used to make decisions about your health care benefits. To inspect and copy your protected health information, you must submit your request in writing to Alexis Wolfson, 856-552-4802. If you request a copy of the information, we may charge a reasonable fee for the costs of copying, mailing, or other supplies associated with your request. We may deny your request to inspect and copy in certain very limited circumstances. If you are denied access to your medical information, you may request that the denial be reviewed by submitting a written request to Alexis Wolfson, 856-552-4802.
Right to Amend. If you feel that the protected health information we have about you is incorrect or incomplete, you may ask us to amend the information. You have the right to request an amendment for as long as the information is kept by or for the Plan. To request an amendment, your request must be made in writing and submitted to Alexis Wolfson. .In addition, you must provide a reason that supports your request.
We may deny your request for an amendment if it is not in writing or does not include a reason to support the request. In addition, we may deny your request if you ask us to amend information that:
− is not part of the medical information kept by or for the Plan;
− was not created by us, unless the person or entity that created the information is no longer available to make the amendment;
− is not part of the information that you would be permitted to inspect and copy; or
− is already accurate and complete.
If we deny your request, you have the right to file a statement of disagreement with us and any future disclosures of the disputed information will include your statement.
permissible disclosures.
To request this list or accounting of disclosures, you must submit your request in writing to Alexis Wolfson. Your request must state a time period of not longer than six years and may not include dates before April 14, 2003. Your request should indicate in what form you want the list (for example, paper or electronic). The first list you request within a 12month period will be provided free of charge. For additional lists, we may charge you for the costs of providing the list. We will notify you of the cost involved and you may choose to withdraw or modify your request at that time before any costs are incurred.
Right to Request Restrictions.
You have the right to request a restriction or limitation on your protected health information that we use or disclose for treatment, payment, or health care operations. You also have the right to request a limit on your protected health information that we disclose to someone who is involved in your care or the payment for your care, such as a family member or friend. For example, you could ask that we not use or disclose information about a surgery that you had. Except as provided in the next paragraph, we are not required to agree to your request. However, if we do agree to the request, we will honor the restriction until you revoke it or we notify you.
We will comply with any restriction request if: (1) except as otherwise required by law, the disclosure is to the health plan for purposes of carrying out payment or health care operations (and is not for purposes of carrying out treatment); and (2) the protected health information pertains solely to a health care item or service for which the health care provider involved has been paid out-of-pocket in full.
To request restrictions, you must make your request in writing to Alexis Wolfson. In your request, you must tell us (1) what information you want to limit; (2) whether you want to limit our use, disclosure, or both; and (3) to whom you want the limits to apply—for example, disclosures to your spouse.
Right to Request Confidential Communications. You have the right to request that we communicate with you about medical matters in a certain way or at a certain location. For example, you can ask that we only contact you at work or by mail. To request confidential communications, you must make your request in writing to Alexis Wolfson. We will not ask you the reason for your request. Your request must specify how or where you wish to be contacted. We will accommodate all reasonable requests if you clearly provide information that the disclosure of all or part of your protected information could endanger you.
Right to be Notified of a Breach. You have the right to be notified in the event that we (or a Business Associate) discover a breach of unsecured protected health information. You will receive a notification to your last know address within 60 days of the discovery. The notification will include:
− specific information about the breach including a brief description of what happened
− a description of the types of unsecured medical information involved in the breach
− any steps you should take to protect yourself from potential harm resulting from the breach
− a brief description of the investigation the Plan is performing to mitigate the harm to you and protect you from future breaches
− a contact information where you may direct additional questions or get more information about the breach.
Right to a Paper Copy of This Notice. You have the right to a paper copy of this notice. You may ask us to give you a copy of this notice at any time. Even if you have agreed to receive this notice electronically, you are still entitled to a paper copy of this notice. You may obtain a copy of this notice at our website, www.csbbeneportal.com. To obtain a paper copy of this notice, contact Human Resources.
Right to an Accounting of Disclosures. You have the right to request an “accounting” of certain disclosures of your protected health information. The accounting will not include (1) disclosures for purposes of treatment, payment, or health care operations; (2) disclosures made to you; (3) disclosures made pursuant to your authorization; (4) disclosures made to friends or family in your presence or because of an emergency; (5) disclosures for national security purposes; and (6) disclosures incidental to otherwise
Complaints
If you believe that your privacy rights have been violated, you may file a complaint with the Plan or with the Office for Civil Rights of the United States Department of Health and Human Services. To file a complaint with the Plan, contact Alexis Wolfson, Senior Vice President, 856-552-4802. All complaints must be submitted in writing.
You will not be penalized, or in any other way retaliated against, for filing a complaint with the Office for Civil Rights or with us
Continuation of Coverage Rights Under COBRA
Introduction
You’re getting this notice because you recently gained coverage under a group health plan (the Plan). This notice has important information about your right to COBRA continuation coverage, which is a temporary extension of coverage under the Plan. This notice explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect your right to get it. When you become eligible for COBRA, you may also become eligible for other coverage options that may cost less than COBRA continuation coverage.
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 and other members of your family when group health coverage would otherwise end. For more 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.
You may have other options available to you when you lose group health coverage. For example, you may be eligible to buy an individual plan through the Health Insurance Marketplace. By enrolling in coverage through the Marketplace, you may qualify for lower costs on your monthly premiums and lower out-of-pocket costs. Additionally, you may qualify for a 30-day special enrollment period for another group health plan for which you are eligible (such as a spouse’s plan), even if that plan generally doesn’t accept late enrollees.
What is COBRA continuation coverage?
COBRA continuation coverage is a continuation of Plan coverage when it would otherwise end because of a life event. This is also called 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’re an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:
• Your hours of employment are reduced, or
• Your employment ends for any reason other than your gross misconduct.
If you’re the spouse of an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:
• 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 of the following qualifying events:
• 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.”
When is COBRA continuation 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. The employer must notify the Plan Administrator of the following qualifying events:
• The death of the employee;
• The end of employment or reduction of hours of employment; or
• The employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both).
For all 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: Conner Strong & Buckelew Human Resources
How is COBRA continuation 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 that generally lasts for 18 months due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage.
There are also ways in which this 18-month period of COBRA continuation coverage can be extended:
Disability extension of 18-month period of COBRA continuation coverage
If you or anyone in your family covered under the Plan is determined by Social Security to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to get up to an additional 11 months of COBRA continuation coverage, for a 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 the 18-month period of COBRA continuation coverage.
Second
qualifying
event extension of 18-month period of continuation coverage
If your family experiences another qualifying event during the 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 the Plan is properly notified about the second qualifying event. This extension may be available to the spouse and any dependent children getting COBRA continuation coverage if the employee or former employee dies; becomes entitled to Medicare benefits (under Part A, Part B, or both); gets divorced or legally separated; or if the dependent child stops being eligible under the Plan as a dependent child. This extension is only available if the second qualifying event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred.
Are there other coverage options besides COBRA Continuation Coverage?
Yes. Instead of enrolling in COBRA continuation coverage, there may be other coverage options for you and your family through the Health Insurance Marketplace, Medicaid, or other group health plan coverage options (such as a spouse’s plan) through what is called a “special enrollment period.” Some of these options may cost less than COBRA continuation coverage. You can learn more about many of these options at www.healthcare.gov.
LEGAL NOTICES
Can I enroll in Medicare instead of COBRA continuation coverage after my group health plan coverage ends?
In general, if you don’t enroll in Medicare Part A or B when you are first eligible because you are still employed, after the Medicare initial enrollment period, you have an 8-month special enrollment period to sign up for Medicare Part A or B, beginning on the earlier of
− The month after your employment ends; or
− The month after group health plan coverage based on current employment ends. If you don’t enroll in Medicare and elect COBRA continuation coverage instead, you may have to pay a Part B late enrollment penalty and you may have a gap in coverage if you decide you want Part B later. If you elect COBRA continuation coverage and later enroll in Medicare Part A or B before the COBRA continuation coverage ends, the Plan may terminate your continuation coverage. However, if Medicare Part A or B is effective on or before the date of the COBRA election, COBRA coverage may not be discontinued on account of Medicare entitlement, even if you enroll in the other part of Medicare after the date of the election of COBRA coverage.
If you are enrolled in both COBRA continuation coverage and Medicare, Medicare will generally pay first (primary payer) and COBRA continuation coverage will pay second. Certain plans may pay as if secondary to Medicare, even if you are not enrolled in Medicare.
For more information visit https://www.medicare.gov/medicare-and-you.
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 the Employee Retirement Income Security Act (ERISA), including COBRA, the Patient Protection and Affordable Care Act, 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 www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.) For more information about the Marketplace, visit www.HealthCare.gov.
Keep your Plan informed of address changes
To protect your family’s rights, let the Plan Administrator know about 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.
Plan contact information
Conner Strong & Buckelew Human Resources PO Box 99106 Camden, NJ 08101 856-552-4802
Fixed Indemnity Insurance Notice
IMPORTANT: This is a fixed indemnity policy, NOT health insurance
This fixed indemnity policy may pay you a limited dollar amount if you’re sick or hospitalized. You’re still responsible for paying the cost of your care.
• The payment you get isn’t based on the size of your medical bill.
• There might be a limit on how much this policy will pay each year.
• This policy isn’t a substitute for comprehensive health insurance.
• Since this policy isn’t health insurance, it doesn’t have to include most federal consumer protections that apply to health insurance.
Looking for comprehensive health insurance?
• Visit HealthCare.gov or call 1-800-318-2596 (TTY: 1-855-889-4325) to find health coverage options.
• To find out if you can get health insurance through your job, or a family member’s job, contact the employer.
Questions about this policy?
• For questions or complaints about this policy, contact your state Department of Insurance. Find their number on the National Association of Insurance Commissioners’ website (naic.org) under “Insurance Departments.”
• If you have this policy through your job, or a family member’s job, contact the employer.
LEGAL NOTICES
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%1 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..12
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.
3. Employer Name Conner Strong & Buckelew Companies, Inc.
5. Employer Address PO Box 99106
7. City Camden
10. Who can we contact about employee health coverage at this job?
Human Resources
11. Phone number (if different from above)
Same as above
1 Indexed annually; see https://www.irs.gov/pub/irs-drop/rp-22-34.pdf for 2023.
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.
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 1800-318-2596. TTY users can call 1-855-889-4325
What about Alternatives to Marketplace Health Insurance Coverage?
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.
How Can I Get More Information?
For more information about your coverage offered through your employment, please check your health plan’s summary plan description or contact the insurance carrier’s customer service number located on the back of your ID card. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area.
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.
4. Employer Identification Number (EIN) 21-0718159
6. Employer phone number 856-552-4802
8. State NJ
12. Email address HRTeam@connerstrong.com
9. Zip Code 08101
2 For purposes of eligibility for the premium tax credit, to meet the “minimum value standard,” the health plan must also provide substantial coverage of both inpatient hospital services and physician services.
Important Notice
This Guide is intended to provide you with the information you need to choose your 2025 benefits, including details about your benefit options and the actions you need to take during this 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, please visit www.csbbeneportal.com. The information presented in this Guide is not intended to be construed to create a contract between Conner Strong and any one of Conner Strong’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. Conner Strong 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.
