Introduction
Benefits for you and your family.
LaBella Associates strives to provide you and your family with a comprehensive and valuable benefits package. We want to make sure you’re getting the most out of our benefits—that’s why we’ve put together this Benefits Overview Booklet.
About Open Enrollment
Open enrollment is a designated time each year when you can make changes to your benefits. LaBella’s open enrollment period typically takes place each November. As a new hire, y0u’re eligible to enroll in LaBella’s plans during onboarding. This guide outlines all of the healthcare benefits LaBella offers, so you can determine which options are best for you and your family.
Most of the elections you make now will become effective immediately.
If you have questions about any of the benefits or programs mentioned in this guide, please reach out to LaBella’s Human Resources Department at hr@labellapc.com.
Benefits
Overview
Body, mind, and wallet—LaBella’s benefits support a holistic approach to your health and wellness, creating the foundation for physical, mental, and emotional well-being.
Welcome to LaBella Associates!
At LaBella Associates, we believe that when our people are set up to thrive, our business thrives too. That’s why we’re committed to supporting not only our employees but also their families through our benefits.
We offer a variety of comprehensive health and wellness options designed to give you peace of mind—from medical, dental, and vision coverage to mental health resources, health savings accounts, and more.
Selecting your benefits is important, so we encourage you to take inventory of you and your family’s current and future health needs and goals to determine which benefits will be most important over the next year.
Our goal is simple: to make sure you and your loved ones feel supported, cared for, and set up for success—today and in the future
If you have questions about any of the benefits in this overview, our Human Resources team is here to help at hr@labellapc.com.
Who Is Eligible?
If you’re a full-time employee at LaBella, you’re eligible to enroll in the benefits outlined in this guide. Full-time employees are those who work 40 or more hours per week.
Part-time employees are also eligible to enroll, but please note the health insurance premiums are higher.
How to Enroll
You can enroll in benefits in ADP, to enroll visit: workforcenow.adp.com on your first day. The enrollment event will guide you through the process.
When to Enroll
You have 30 days from your date of hire to enroll in benefits as a new hire. Health, dental, and vision benefits are effective your date of hire.
As a member of LaBella’s Health Plan with Excellus BlueCross BlueShield, you will automatically be enrolled in prescription drug coverage through TrueScripts.
LaBella will partner with TrueScripts, a specialized pharmacy benefit manager (PBM), to administer prescription drug coverage separately from the medical plan. This carve-out approach allows us to:
• Increase transparency in drug pricing and rebate handling
• Reduce overall pharmacy costs for both the company and employees
• Customize the formulary and clinical programs to better meet employee needs
TrueScripts helps us deliver high-quality, cost-effective prescription benefits by ensuring transparency in pricing and giving us more control over how the plan is designed.
There are three tiers of drugs which may be subject to the deductible:
• Tier 1 (Generic) $5
• Tier 2 (Preferred Brand) $35
• Tier 3 (Non-Preferred Brand) $70. Generics for children are $0 to age 19. Pre-authorization may be required for certain drugs. Mail order options are also available.
Excellus BCBS January 1, 2026 - December 31, 2026
Health Plan comparison
Vision Insurance
The chart belows outlines the vision benefits with EyeMed. The policy covers routine eye exams and other procedures and offers specified dollar amounts or discounts for eyeglasses and contact lenses.
Any available frame at PLUS Providers
copay; 20% off balance over $180 allowance N/A
to $50 CONTACT LENSES in lieu of frame and lenses once every 12 months
Contacts – Conventional at PLUS Providers
$0 copay; 15% off balance over $180 allowance N/A
Contacts – Conventional $0 copay; 15% off balance over $130 allowance
Contacts – Disposable at PLUS Providers $0 copay; 100% of balance over $180 allowance N/A
Contacts – Disposable $0 copay; 100% of balance over $130 allowance
Contacts – Medically Necessary $0 copay; paid-in-full
$130
to $300 ADDITIONAL GLASSES ALLOWANCE once every 12 months
Glasses Allowance at PLUS Providers
40% off retail*; 100% of balance over $100 N/A
Glasses Allowance 40% off retail*; 100% of balance over $50
to $40
Driving to work, reading a news article, and watching TV are all activities you likely perform every day. Your ability to do all of these activities depends on your vision and eye health. Vision insurance can help you maintain your vision and detect potential health problems.
Dental Plans
The chart belows outlines the dental benefits with Excellus BlueCross BlueShield based on in-network services. The dental network is National Dental GRID + DenteMax.
Plan Deductible
Annual Maximum
Out of Network
Ortho Lifetime Benefit
Preventive Class I
Basic Restorative Class II & IIA
Major Restorative Class III
Orthodontia Class IV
High Plan Low Plan
$50 Single/$150 Family, applies to Class II, IIA, III services
$1,000, applies to Class II, IIA, III services
$750, applies to Class II, IIA, III services
Covered with a fee schedule, subject to balance billing
$1,000 (to age 19) No coverage
Covered at 100%
Covered at 100%
Covered at 80%
Covered at 60% No coverage
Covered at 50% No coverage
Dependent Age To age 26
In addition to protecting your smile, dental insurance helps cover the cost of dental care and typically includes regular checkups, cleanings, and X-rays. Several studies suggest that oral diseases, such as periodontitis (gum disease), can affect other areas of your body—including your heart. Receiving regular dental care can protect you and your family from the high costs associated with dental disease and treatment.
Health savings accounts
A Health Savings Account (HSA) is a tax-advantaged savings account that gives you the ability to save for future health care expenses or pay for current ones.
For a complete list of eligible expenses, visit irs.gov.
HSA Eligibility
• You must be covered under an HSA-qualified health plan, and you must not be enrolled in any non-HSA-qualified health plan.
• You may not have, or be eligible to use, a general purpose Flexible Spending Account (FSA).
• You must not be enrolled in Medicare, Medicaid, or TRICARE.
• You must not be claimed as a dependent on someone else’s tax return.
• You must not have used VA benefits for anything other than preventive services in the past three months.
Funding the Account
• Contributions to your HSA can be made by you, your employer, or both.
• Contributions are funded via payroll deduction.
• You may change the contribution amount during the year.
LaBella Associates 2026 Contributions
LaBella Associates will make a one-time contribution to your HSA if you enroll in the HDHP 6000 plan and cover just yourself. This year, the contribution will be $543.60. This amount will be prorated according to your coverage start date.
Flexible Spending Accounts
A Flexible Spending Account (FSA) allows you to pay for certain out-of-pocket health care and dependent care expenses with pre-tax dollars. Money you contribute to these accounts each year can be reimbursed only for eligible expenses you incur during the plan year. FSAs have a “use-it-or-lose-it” rule, so be sure to plan carefully and set aside only the funds you will be able to spend.
Medical FSA
• Available to eligible participants of the hybrid plan or those who opt out of medical insurance
• Pre-tax contributions to pay for qualified medical, dental, and vision expenses
• Maximum contribution amount for 2026 is $3,400
Limited Purpose FSA
• Available to eligible participants of all medical plans or those who opt out of medical insurance
• Pre-tax contributions to pay for qualified dental and vision expenses only (not medical expenses)
• Maximum contribution amount for 2026 is $3,400
Dependent Care FSA
• Available to eligible participants of all medical plans or those who opt out of medical insurance
• Pre-tax contributions to pay for licensed day care or after-school programs
• Maximum contribution amount for 2026 is $5,000 per year (per married household)
Life Insurances
Basic Life Insurance
Life insurance helps provide financial protection for your loved ones if something were to happen to you. LaBella Associates provides full-time employees with group life and accidental death and dismemberment (AD&D) insurance equal to their annual salary, up to a maximum of $150,000.
LaBella pays the full cost of this benefit, meaning you are not responsible for paying any monthly premiums. You can update your beneficiary information in ADP
Voluntary Life Insurance
While LaBella provides basic life insurance, you may wish to purchase additional coverage. Think about your personal circumstances. Are you the sole provider for your household? What future expenses might you want to plan for (e.g., your child’s college tuition)? Depending on your needs, you may want to consider buying supplemental coverage.
With voluntary life insurance, you are responsible for paying the full cost of coverage through payroll deductions.
Coverage Amounts
• Employee: You can select life insurance coverage in increments of $10,000, up to a maximum of $500,000 or 5x annual earnings, whichever is less. The guaranteed coverage amount for you is $200,000. You can also increase life insurance coverage by 10k (if less than $200k) or enroll for 10k (if late entrant) with no Evidence of Insurability (EOI).
• Spouse: You can select life insurance coverage for your spouse increments of $5k, up to $100K Spouse coverage can be increased by 5k with no EOI. EOI is required for any late entrant spouse coverage or any amount over the Guaranteed Issue (GI) of $25k
• Unmarried Dependent Children (under age 26): The benefit amount for your child(ren) is $10,000, which is the guaranteed coverage amount. The maximum benefit for children under six (6) months of age is $1,000.
The monthly cost of insurance depends on your age and the amount of coverage you wish to purchase. Coverage increases may be subject to EOI rules.
Supplemental Plans
Accident Insurance
When you, your spouse, or your child experiences a covered accident, you can receive cash benefits to help cover unexpected costs.
Plan Highlights
• Two (2) plan options: Low Plan and High Plan
• Sun Life guarantees Accident Insurance coverage, with no underwriting or health questions asked
• No pre-existing condition clause
• Coverage is fully portable, meaning you can take it with you even if you no longer work for LaBella
Specified Disease Insurance
When you, your spouse, or your child are diagnosed with a covered condition, you can receive cash benefits to help pay for unexpected costs not covered by your health plan.
Plan Highlights
This insurance provides benefits for covered employees, spouses, and children based on the diagnosis of many conditions, including heart attack, stroke, cancer, major organ failure, and more.
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A $50 Health Screening Test
Benefit is payable once per year to any covered person on your plan after providing proof of an eligible health screening.
The monthly cost of insurance depends on your age and the amount of coverage you wish to purchase.
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Hospital Indemnity Insurance
If you are facing a hospital stay, you can receive benefits to help pay for unexpected costs not covered by your health plan.
Plan Highlights
Benefits are payable for hospital stays due to:
• Sickness
• Accidents
• Routine pregnancy
• Complications of pregnancy
• Newborn complications
• Routine newborn nursery care
• Mental and nervous disorders
• Substance abuse
Disability Insurance
Short-Term Disability
This voluntary benefit covers disabling injuries or illnesses sustained off the job that last beyond the seven (7)-day waiting period. The plan pays up to 60% of your weekly covered earnings—up to $1,200 per week— for a maximum of 25 weeks.
Please note: This plan includes a preexisting condition clause. If you enroll after discovering a condition that may require leave (e.g., current pregnancy), you will not be eligible for benefits related to that condition, as it existed prior to enrollment.
If you elect this benefit, you pay the full cost through pre-tax payroll deductions. The cost of coverage is $0.21 per $10 of weekly benefit.
Long-Term Disability
This voluntary benefit covers disabling injuries or illnesses sustained off the job that last beyond the 180-day waiting period. The plan pays up to 60% of your monthly covered earnings—up to $10,000 per month—until retirement age.
If you elect this benefit, you pay the full cost through post-tax payroll deductions. The cost of coverage is $0.28 per $100 of monthly covered earnings.
Disability insurance helps replace lost income, so you can focus on recovery, not financial strain.
No matter how much road lies ahead, we want you to see your future at LaBella. Whether your family is complete or growing, we offer insurance, retirement plans, and wellness resources to help you build a plan that works for you.
ADDITIONAL BENEFITS
LaBella’s benefits go home with you. The EAP provides confidential support from anywhere. Fitness reimbursements help balance your scale—and your budget. Company holidays and customizable PTO banks give you time to relax and celebrate.
Employee Assistance Program
The Employee Assistance Program (EAP) through Bree Health helps LaBella employees and their families access confidential, professional support for a wide range of issues that may affect their personal lives and job performance.
Wellness Coaching
Through the University of Rochester, 1:1 Wellness Coaching is free to employees after an initial online assessment. Employees can meet in person or virtually with a certified wellness coach to discuss a variety of wellness topics.
Biometric Screenings
LaBella offers annual in-person biometric screenings. A biometric screening measures key physical characteristics and vital signs to identify potential health risks for conditions such as heart disease and diabetes.
Remote employees can request an order to obtain values from a nearby LabCorp location or submit values from their healthcare provider (blood draw required). LabCorp sends the biometric results back to UR Medicine, which enters them into your UR Wellness portal. A 15-minute phone or video consultation with a nurse is then offered to review the results.
Propel Leadership Development Program
Employees who have at least 5 years of professional experience can apply to the Propel Leadership Development program. LaBella accepts a cohort of 16–18 students annually for a transformative program that combines training, coaching, and self-directed projects. The program is taught by a mix of internal and external instructors from within the A/E/C industry, as well as outside of it.
Watch a video synopsis of our program.
Professional development
LaBella’s longevity is built on the “train your successor” mentality. At every level, you’ll find today’s leaders prioritizing knowledge— sharing with the leaders of tomorrow.
Professional Memberships
Two professional memberships of your choice are reimbursed by LaBella.
Professional Licenses/ Certifications
LaBella is committed to the continuous professional development of our employees. After 6 months, full-time employees can receive reimbursement for certification exam fees when an exam is passed. And employees will be reimbursed for the cost of one (1) prep course and one (1) certification OR one (1) licensing exam once the exam has been passed.
Tuition Assistance
The Tuition Assistance Program helps employees maintain and develop their skills. Full-time employees who have been employed for at least 6 months are eligible. Courses must be in a field of study that has direct application to an employee’s present position or a foreseeable future position within the company.
LaBella will reimburse up to $5,250 per calendar year for coursework in which the employee receives a letter grade of ‘C’ or better.
LaBella University
Read our profile in Training Industry magazine.
You have skills, interests, and career goals. We empower you with the environment and opportunities to make the most of them. LaBella University (LaBella U) offers trainings, workshops, guest speakers, and other educational experiences that foster career development and continuing education. A training plan tailored to your career goals will guide you on a continuous journey of personalized growth.
Contributing to your 401(k) is one of the most effective ways to prepare for retirement. Whether you’re just starting your career or are a seasoned professional, LaBella wants to help put you on a solid path to a secure and comfortable retirement.
For a more thorough explanation of LaBella’s 401k plan and corresponding documents, please contact HR.
401(k) Plan
LaBella provides a 401(k) Retirement Plan administered through ADP 401K. Employees can contribute up to 90% of their salary on a pre-tax basis, up to a dollar limit set by the IRS annually. An optional after-tax savings component is also provided by the Plan in addition to a Roth 401(k) feature. Each year, LaBella determines a matching contribution amount for the Plan. Rollover contributions from other qualified plans are accepted upon approval by the plan administrator. A loan program is also provided through the Plan, allowing participants to borrow against their vested account balances.
Eligibility
You are eligible to join our 401(k) Retirement plan if you are at least 18 years of age. If you have received a distribution from a qualified plan, you may be permitted to roll over that distribution into this plan immediately.
Enrollment
You can enroll and set up your contributions in ADP after you receive your first paycheck. You also may change your investment allocations and/or payroll deduction amount or percentage at any time.
Match
LaBella matches a certain percentage of employee 401k contributions based on the profitability of the company. In the past few years, the match has been about 25% of what employees deferred. The match happens once a year in the fall.
Vesting
Your elective contributions to the 401(k) Retirement Plan are always 100 percent vested. You become 100 percent vested in the employer matching or non-elective contribution after completing 3 years of service with LaBella.
Year-End Incentive Pay
Our employees’ growth is what cultivates LaBella’s success. So each year, LaBella sets a firmwide target revenue goal. There are no secrets, and the goal posts don’t move.
When we exceed that goal, anything over our target goes back to our employees in the form of year-end incentive pay.
Employee Ownership Opportunities
Take your professional growth further with stock ownership. LaBella is 100% employeeowned. Our employee owners (over 200 of them!) elect the Board of Directors and engage with Board-led committees and action teams.
Ownership has historically offered a return-on-investment that has outpaced other traditional investment opportunities.
Employee Recognition Programs
Our mantra is “what gets celebrated gets repeated.” Check out our four recognition programs:
Atta Person awards allow supervisors to recognize team members that have gone above and beyond normal job duties with a cash bonus and company-wide recognition.
Cheers for Peers provides a live feed on our intranet where employees can give a shout-out to their peers in appreciation of daily efforts.
Marketing Pursuit gives employees the opportunity to earn cash and prizes for contributing to our marketing and business development initiatives.
Safety Superstar recognizes employees that proactively build our safety culture.
Values & culture
Employee engagement feeds a commitment to community connection, camaraderie, and inclusivity.
LaBella in the Community (LINC)
LINC organizes employee-led community service, fundraising, and philanthropy. LINC has achieved repeat CANstruction wins and broken the elevator from the weight of our Thanksgiving food baskets.
Sunshine Committee
The Sunshine Committee focuses on employee morale and camaraderie. From interoffice trivia to ice cream socials, the Sunshine Committee has the Easter Bunny on speed dial and takes an oath to protect the integrity of the Cutest Pet Contest voting process.
Inclusion Council
It’s true—the A/E/C industry has long failed to reflect the communities we serve. But our strength is in our diversity. We facilitate a culture where diversity, equity, and inclusion are respected, valued, and celebrated. LaBella’s Inclusion Council implements thoughtful and practical strategies to support our employees.
Values & culture
At LaBella, our core values shape our corporate culture. Our values are the essence of our identity as a company. Simply stated, they truly reflect the way we do things around here. We hold each other accountable for these values, and we hire people that reflect them.
Our Core Values
Employee Leadership at All Levels
Our company’s success depends on every member of the organization being empowered to practice their profession and demonstrate leadership within the community.
Honesty & Integrity in All We Do
Everyone knows that partnership takes compromise. But there are some things that can never be compromised, and we believe honesty and integrity must always rule the day.
Stewardship of Resources
Whether we are trusted with a client’s resources or our own, every LaBella professional provides the management and care of an owner.
Seeking Growth & Embracing Change
Because we seek growth, we must embrace change. We search for opportunities, adopt new technology, and cultivate novel solutions.
Corporate Social Responsibility
We have initiated measurable reporting on our firm’s impacts through our projects, firm practices, and philanthropy. We directly support a diverse group of not-for-profits in all of the communities where we live and work. Our corporate philanthropy typically supports K-12 and higher education (particularly introductions to STEM and our professions), local social service agencies, arts and culture, and community development.
LaBella is proud to be the recipient of the 2022 ETHIE Award. The award recognizes businesses and organizations that strive to promote ethical principles in business.
“This is wonderful recognition for our dedication to our core values and the efforts we undertake to continually treat each other and our clients with professionalism and care,” said CEO Steve Metzger.
You’ve Got Questions
How long do I have to decide on my benefits?
You have 30 days from your date of hire to enroll in benefits.
When do the benefits I choose begin?
Most benefits will start on your date of hire, with the following exceptions:
• Health Savings Account (HSA)—the first of the month following date of hire
• Accident and Critical Illness Coverage—the first of the month following date of hire
• Short-term and Long-term Disability Insurance— the first of the month following 30 days of employment
• Life Insurance—the first of the month following 90 days of employment
What if I don’t want any benefits?
Even if you wish to waive health insurance and other benefits, you still need to go through the enrollment process in ADP to select a waive reason and enroll in the opt-out credit if you are a full-time employee.
We’ve Got Answers
If I change my mind after the 30-day enrollment period--can I change my health plan selection?
After the 30-day enrollment period, you cannot change your 2025 elections unless you experience a new “qualifying life event” (such as getting married or having a baby). Consider your choices carefully; changes and corrections are not permitted except during Open Enrollment or within 30 days of a qualifying life event.
What if I decide to make a change after I’ve submitted my enrollment?
You can make changes to your elections in ADP as many times as you want during the 30-day enrollment window, as long as you have your final elections in by the end of the last day. Keep in mind that your elections are not saved as you go through each step of the process--you need to submit your elections again to save your changes.
Are There Educational Opportunities Available?
There are various education sessions held throughout the year, as well as informational pages on the Scope where you can learn more about each benefit. You can also reach out to the HR team with questions.
1-800-499-1275 (health)
1-800-724-1675 (dental)
https://www.excellusbcbs.com/contact Mobile App: Excellus BCBS
1-844-257-1955
https://www.truescripts.com/contact-us
1-866-800-5457
https://www.eyemed.com/en-us/contact-us/members-providers
1-800-357-6246
https://www.hsabank.com/HSABank/About/Contact-us
1-800-SUN-LIFE (786-5433)
https://www.sunlife.com/us/en/about/support/
1-866-695-7526
https://www.adp.com/contact-us/customer-service.aspx