2025 Benefits Guide
What’s in this guide
I.Introduction & Welcome
II.Financial
III.Eligibility and Life Events
IV.Medical Coverage
V.Vision Coverage
VI.Dental Coverage
VII.Flexible Spending Accounts
VIII.Life and AD&D Insurance
IX.Disability Benefits
X.Other Benefits
XI. Vacation, Sick and Holiday Pay, and Leaves of Absence
XII. Contributions
XIII.Provider/Vendor Contact Info
XIV.Legal Notices
Introduction & Welcome
Dear Staff Member,
We are pleased to welcome you to Room & Board! As a 100% employee-owned company, Room & Board is dedicated to creating a culture of well-being where our staff members thrive.
We care about you and those that you love. That’s why our wellness offerings are not simply a strategy to keep you and your family physically well to manage our health care costs. Our initiatives are designed to be holistic, and it all begins with meaningful work. We are committed to creating a place of work that will engage and reward you. We understand how fundamental enjoying your work can be to your sense of well-being.
In addition, we recognize that living a full life includes emotional well-being, having a sense of control over personal financial matters and community involvement. At Room & Board, we believe we’re part of something bigger. We encourage you to be a part of the community where you live and work, whether through financial support or by volunteering your time with the organizations we support.
We look forward to getting to know you and working together. Please let us know if you have any questions.
Warm regards, Room & Board Human Resource Team Wellness@roomandboard.com
Section II: Financial Your Room & Board Paycheck
We respectfully request that you take advantage of our direct deposit benefit. Your first paycheck will be a paper paycheck and will not be directly deposited into your bank account. You will receive your first paycheck at your work location on payday.
Once your paychecks are being directly deposited, you will be able to view your paychecks through our Human Resources Information System, UKG and print them if needed.
UKG
To access click here.
Please note that when you are accessing this tool, you are accessing confidential payroll information. You should be aware of your surroundings when accessing this site. For this purpose, the system can only be accessed when you are personally logged in. Login by using your network username and password for single sign-on.
When finished viewing or updating your information, be sure to Logout.
What Can I do in UKG?
• View pay history – as well as print on demand.
• Make changes to or view personal information – such as mailing address, phone number, email address and emergency contacts.
• Make changes to or view your payroll and tax information – such as earnings history, direct deposits and tax withholdings.
Model Your Pay
You can access a “Model My Pay” tool that calculates your net pay using different scenarios. This is a financial planning tool and does not affect any of your current earnings information — it allows you to view your earnings based on changes to federal tax, state tax or deduction information.
CONTACT THE WELLNESS TEAM FOR ASSISTANCE
• If you have questions while using UKG, please click here to send an email to the Wellness Team.
• You can view our current payroll schedule here.
• Support your local non-profit organizations through our Give for Good program.
HOW TO ENROLL
• Visit: roomandboard.ultipro.com
• Login: with your Room & Board email and password
• Click on: Menu at the top left, then Life Events, then I am a new staff member
Section II: Financial
401(k)
Retirement Savings
Room & Board’s 401(k) plan allows you to elect deductions from their paychecks for retirement savings purposes. New staff members are immediately eligible to participate in the plan.
To live comfortably in retirement, experts say we need to save 15 percent of our annual income each year. Remember, time is money — the money you save earlier in your lifetime has the benefit of being invested and increasing in value over time. This is a powerful tool.
Automatic Enrollment
We feel so strongly about participating in a savings plan for retirement that you will be automatically enrolled in our plan at a rate of 6% of your pay beginning with the first pay date after the end of the 45 day period that begins on your hire date. The 6% will be deducted from paychecks contributed to the retirement plan on your behalf unless you elect a different salary deferral percentage or opt out of the plan. The plan also includes an automatic salary deferral increase provision. Salary deferral contributions for automatically-enrolled participants will automatically increase by 2% every January 1st up to 10%.
401(k) Match
Room & Board provides a discretionary match based on company profitability. The match is 50% on the first 8% that you contribute to the plan. Matching amounts are placed into your account at the end of each year and follow a three-year of vesting schedule. You become 25% vested after one year of employment, 50% vested after two years and would be fully vested after three years of employment with Room & Board.
Staff members can set up deferral percentages two different ways:
Traditional (Pre-Tax) 401(k)
Deductions from your pay are taken prior to paying income taxes on the dollars, lowering your current taxable income. When you retire and start drawing funds from your 401(k) account, you pay income taxes on those dollars.
Roth (After-Tax) 401(k)
Deductions from your pay are taken after you have already paid income taxes on the dollars. When you retire and start drawing funds from your 401(k) account, you don’t pay income taxes on those withdrawals.
Contribution Limits
You may choose a different deduction amount or to not participate, and can withhold up to 80 percent of your income, up to the maximum of $23,500 for 2025. You can change your 401(k) contributions at any time throughout the year. In 2025, if you are 50-59, up to an additional $7,500 can be deferred, if you are 60-63 up to an additional $11,250 can be deferred.
Investing Your Dollars
You have the option of choosing your own mix of investment options from our investment fund lineup. Investment portfolios and more information can be found here.
You can also choose one of our five RetireView models. RetireView allows you to choose a risk tolerance and then puts you in an age band based on the number of years to retirement. The models become more conservatively invested as you get closer to retirement. New hires that do not make an investment election will be defaulted into the Moderate Aggressive RetireView model.
Accessing Your 401(k) Account Online
You will be able to enroll or waive automatic enrollment online during your first week with Room & Board. You will be automatically enrolled beginning with the first pay date after the end of the 45-day period that begins on your hire date unless you make a change on Principal’s website or via its phone system.
Once you establish your account, you can:
• Update your 401(k) beneficiaries
• Change your contribution amount and/ or investment options
• View your statements
FINANCIAL RESOURCES
• To access your account with Principal click here.
• To view directions on how to create your online account click here.
• To access the Qualified
Default Investment Alternative and Automatic Contribution
Arrangement (QDIA) Notice, and other required notices related to your 401(k), please click here.
Section II: Financial Employee Stock Ownership Plan
Room & Board is proud to be a 100% employee-owned company and offer an Employee Stock Ownership Plan (ESOP). This plan acts as an additional retirement savings plan fully funded by Room & Board’s profits. The ESOP is designed to complement, but not replace, your participation in a 401(k) plan.
Staff members who work 1,000 hours in a 12-month period are eligible to participate in our ESOP. You will become a participant in the plan effective the first day of the Plan Year (Jan. 1) in which you meet this requirement.
Example: If hired April 1, 2025, and work at least 1,000 hours through March 30, 2026, you become eligible for plan entry effective as of January 1, 2026.
Once you become a participant you must complete 1,000 hours of service during a Plan Year and be employed on the last day of the Plan Year to take part in the allocation of shares of Company Stock. Room & Board’s ESOP uses a Point System based upon compensation to determine the relative allocation of shares each year to your ESOP account.
Staff members become fully vested after six years. Full details on ESOP eligibility, allocation, vesting and distribution can be found on Worklife.
Financial Advisor Benefit
You have the opportunity to meet with our team of financial advisors and have ongoing personal and private financial advise at no cost to you. Our advisors from National Financial Partners (NFP) can provide advice to you regarding 401(k) contributions and investments, along with rolling over or consolidating other retirement accounts.
Contact Information:
Billy Gese, NFP
bgese@nfp.com | 952-847-1357
Taylor Willox
taylor.willox@nfp.com | 952-847-1357
Section III: Eligibility and Life Events
The benefits outlined in the following pages are offered to all staff members who fulfill a weekly schedule of 20 or more hours. You are eligible for benefit coverage the first of the month coinciding with or following date of hire. Unless otherwise noted, premiums listed are deducted from paychecks pre-tax when available.
Eligible dependents include:
• Legal spouse
• Domestic partner if eligibility requirements are met
• Children ages birth up to 26 years old (regardless of whether or not they are a full-time student)
Please note that domestic partner premiums must be deducted pre- and post-tax. The staff member must pay income taxes on the portion of the premium that Room & Board pays for your domestic partner’s coverage.
Changing Your Benefits During the Year
Your benefit elections remain in effect for the entire plan year; unless you have an IRS qualified life event (proof will be required). All changes as a result of a qualified life event must be made within 30 days of the event. Eligible qualified life events include the following:
• Legal marital status – any event that changes your legal marital status, including marriage, death of spouse, divorce, legal separation or annulment.
• Number of dependents – any event that changes the number of your dependents, including birth, adoption, placement for adoption, divorce or death of a dependent, or assuming primary support of the child of an unmarried dependent child.
• Employment status – any event in which an eligible dependent gains or loses access to employersponsored coverage.
YOU HAVE 30 DAYS FROM YOUR DATE OF HIRE TO ENROLL IN ROOM & BOARD’S BENEFIT PLANS
Mid-year changes to benefits are allowed on a limited basis — plan your elections carefully.
• Dependent status – any event, due to age or similar circumstances that causes your dependent to satisfy or cease to satisfy eligibility requirements under the plan which you receive coverage.
• Medicare or Medicaid eligible status – you or your spouse become Medicare or Medicaid eligible.
If you have a qualifying life event mid-year, please contact a member of the Wellness Team to determine your ability to make mid-year changes.
Section IV: Medical Coverage
Health Care Coverage
www.healthpartners.com/roomandboard
1-800-883-2177
Room & Board is pleased to offer you two high-quality health care benefit options to choose from: the High Deductible Plan paired with a Health Savings Account (HSA) and the Copay Plan.
Both plans provide 100% coverage for preventive care. Keep in mind that choosing a network provider will most likely lower your cost for services.
Network Coverage
HealthPartners provides your health care coverage and processes your claims. You get access to 1 million doctors and 6,000 hospitals in the United States. HealthPartners offers members nationwide access to providers through an alliance with Cigna Healthcare. HealthPartners administers the health plan coverage and processes the claims. Find more information about our network coverage in the HealthPartners-CIGNA network FAQs posted on Worklife.
Medical Plan Options
Option 1: Copay Plan
The Copay Plan offers a set dollar amount, or copay, for routine services like office visits and prescriptions. The Copay Plan offers a lower individual and family deductible. For coverage, the plan contains two components: an individual deductible and a family deductible. For families, once a family member meets their individual deductible the plan begins paying benefits for that person.
Option 2: High Deductible HSA Plan
On the High Deductible plan all services excluding preventive care must first go toward satisfying the deductible before the plan starts to pay a portion of the claims. However this plan has lower monthly premiums and you have access to a Health Savings Account (HSA).
The High Deductible HSA Plan allows you to:
• Save money tax free
• Pay for health care expenses tax free
• Earn more money with company contributions
Room & Board makes a contribution to an HSA based on your coverage level (see page 13).
TIP: SEE IN-NETWORK PROVIDERS
If you see in-network providers you will pay less than if you see out-ofnetwork providers.
Half of this contribution will be funded in January and half in July. This money is yours to spend on qualified health care expenses including vision and dental. You can also make tax-free contributions into your HSA to help save for current and future health care expenses.
The Copay Plan
The Copay Plan is a traditional health plan with copays for routine services and a deductible for other covered services. In-network preventive care such as annual check-ups, cancer screenings, wellchild care and immunizations are covered at 100%.
HOW THE PLAN WORKS WHEN YOU SEE IN-NETWORK PROVIDERS
$750 lndividual
$1500 Family
You pay a copay for o ce visits, prescriptions and 100% of other covered medical costs until you meet your deductible.
Once you meet your deductible, you pay 20% for services up to your out-of-pocket maximum. If your accumulated out-ofpocket expenses reach the above maximums, the plan pays 100% for the remainder of the year.
$3000 lndividual
$6000 Family
Copay Plan
DEDUCTIBLE AND OUT-OF-POCKET MAXIMUM AMOUNT
EMPLOYEE (PER MEMBER)
$750 deductible amount
$3,000 out-of-pocket maximum
$1,150 deductible amount $4,500 out-of-pocket maximum FAMILY
$1,500 deductible amount $6,000 out-of-pocket maximum $2,300 deductible amount
out-of-pocket maximum
This information below shows the amount you are responsible for paying by type of care with copays and after the deductible is met.
Routine Preventive Care
• Preventive care
• Screening
• Immunization No charge Deductible then you pay 50% coinsurance
Office Visits
• Illness or injury
• Mental/behavioral health, substance use disorder
• Specialty visits
Online Care
• Virtuwell
$35 copay
$35 copay $75 copay Deductible then you pay 50%
• Doctor on Demand No charge Subject to $35 or $75 copay Not covered
Emergency Care
• Urgent care
• Emergency care at hospital ER
• Ambulance
$100 copay for urgent care $200 copay for ER Deductible then you pay 20%
$100 copay for urgent care $200 copay for ER Deductible then you pay 20%
Inpatient Hospital Care Deductible then you pay 20% Deductible then you pay 50%
Outpatient Care
• Scheduled outpatient procedures
• Outpatient MRI and CT scan Deductible then you pay 20% Deductible then you pay 50%
PRESCRIPTION DRUG SERVICES
RETAIL (UP TO A 31-DAY SUPPLY)
MAIL ORDER (UP TO A 93-DAY SUPPLY)
BENEFITS OF THE COPAY PLAN
• It has a lower deductible
• You pay a flat $35 for each office visit ($75 for specialty care)
• Labs and x-rays are 100% covered
• Prescriptions have a flat copayment
Click here to view the full Summary of Benefits and Coverage (SBC) for the Copay Plan.
The High Deductible Health Savings Account (HSA) Plan
What is a Health Savings Account?
Think of it as a 401(k) savings account for your health care expenses. Both you and the company deposit tax-free dollars into your account and you can use these funds to pay eligible health care expenses now, or accumulate balances for future expenses. The money rolls over from year-to-year and is yours to keep, even if you leave the company.
You can make tax-free contributions to your HSA as well. Total contributions including yours and the company’s cannot $4,300 for individual coverage and $8,550 for family coverage.*
*If you are age 55 or older you may contribute an additional $1,000 in 2025.
Visit Worklife to find out more about the advantages of a Health Savings Account.
THREE WAYS A HEALTH SAVINGS ACCOUNT REDUCES YOUR TAXES
• You can make tax-free contributions
• Your account grows tax free.
• You can withdraw tax-free dollars from your HSA to pay eligible health care expenses.
HOW THE PLAN WORKS WHEN YOU SEE NETWORK PROVIDERS
USE YOUR HSA TO HELP PAY THESE EXPENSES
In-network preventive care such as annual check-ups, cancer screenings, wellchild care and immunizations are covered at 100%.
You pay 100% of medical and prescription drug costs until you meet your deductible. Room & Board will make contributions to your HSA in an amount based on the tier of coverage you select. You can withdraw these funds tax-free and put them towards meeting your deductible or save them to help o set future expenses.
Once you meet your deductible, you pay 20% for services and prescriptions* up to your out-of-pocket maximum.
$4000 lndividual $8000 Family
If your accumulated out-ofpocket expenses reach the above maximums, the plan pays 100% for the remainder of the year.
*For specialty drugs, you pay 20% up to $200 maximum of the cost per prescription per month.
High Deductible (HSA) Plan
2025 ROOM & BOARD HSA CONTRIBUTIONS (Pro-rated based on benefit eligibility date.)
HSA LIMITS (These limits include both staff member and Room & Board contributions.)
High Deductible (HSA) Plan
The information below shows the amount you are responsible for paying by type of care after the deductible is met.
Routine Preventive Care
• Preventive care
• Screening
• Immunization
Office Visits
• Illness or injury
• Mental/behavioral health, substance use disorder
• Physical, Occupational and Speech therapy
Online Care
• Virtuwell
• Doctor on Demand
Emergency Care
• Urgent care
• Emergency care at hospital ER • Ambulance
Outpatient Care
• Scheduled outpatient procedures
• Outpatient MRI and CT scan
High Deductible (HSA) Plan
RETAIL (UP TO A 31-DAY SUPPLY)
MAIL ORDER (UP TO A 93-DAY SUPPLY)
BENEFITS OF THE HSA PLAN
• It has lower monthly premiums
• Room & Board contributes to your health savings account (HSA)
• Tax advantages – your HSA contributions are tax-deductible, you can spend your money tax-free, and any growth is tax-free too.
• It’s your money and your unused HSA money rolls over every year.
Click here to view the full summary of benefits and coverage (SBC) for the HSA Plan.
Health Savings Account (HSA)
A health savings account (HSA) is a personal healthcare bank account created exclusively for those staff members on a high deductible plan. Room & Board contributes bi-annually to your health savings account. This is our way of investing in your health and providing you with valuable financial support. We also want to encourage you to contribute to your HSA through pre-tax payroll contributions.
You own your HSA which is administered through Optum Bank. You determine how much you will contribute to your account, when to use your money to pay for qualified medical expenses, and when to reimburse yourself. Remember, this is a bank account; you must have money in the account before you can spend it.
HSAs offer you the following advantages:
• Tax savings: HSAs provide triple tax savings. Contributions are tax free; the account grows tax free, and spending is tax free (as long as it is on qualified medical costs).
• Reduced out-of-pocket costs: You can use the money in your HSA to pay for eligible medical expenses and prescriptions. The HSA funds you use can help you satisfy your plan’s annual deductible.
• A long-term investment that stays with you: Unused account dollars are yours to keep even if you retire or leave the company. Additionally, you can invest your HSA funds, so your available healthcare dollars can grow over time.
• The opportunity for long-term savings: Save unused HSA funds from year to year- you can use this money to reduce future outof-pocket health expenses. You can even save HSA dollars to use after you retire.
Once your account is opened Optum Bank will send you a debit card that you can use to pay your healthcare expenses.
Important HSA eligibility: The IRS does not allow you to open and fund an HSA if you have other healthcare coverage or are enrolled in Medicare. If you enroll in Medicare after you turn 65 the coverage is retroactive up to 6 months. You will want to stop contributing to your HSA 6 months prior to enrolling in Medicare if you are over 65.
Contact wellness@roomandboard.com if you have questions about your eligibility for an HSA.
Plan Considerations
It’s important to consider your options when selecting your medical plan. Deciding on a plan is a personal decision for you and your family. When choosing the plan that’s right for you, it’s important to think about your total costs:
Fixed costs (annual premium contributions) + variable costs (out-of-pocket expenses) = total costs
Here are a few things to think about when choosing a medical plan:
• Consider your per paycheck premium contribution.
• How do you and your family use your health care? Consider the number of office visits you make in an average year, the number and cost of prescription drugs you use, and the number of foreseeable hospital visits you anticipate in the upcoming plan year (pregnancy, chronic conditions, etc.).
• Enrolling in our High Deductible Plan gives you access to a health savings account (HSA). HSA dollars can be used for qualified health care expenses, including vision and dental for yourself and any tax dependents. Your HSA dollars will rollover year-toyear, giving you the ability to save for future health care expenses. To learn more about HSAs, go to www.optumbank.com.
• You may also make contributions to your HSA up to the IRS maximums: $4,300/single and $8,550/family.
• If you are age 55+, you are eligible to make an additional $1,000 “catch-up” contribution. Be sure to factor in your Room & Board contribution with these limits. There are some tax advantages to contributing to an HSA; see right.
• If you enroll in our Copay Plan, you have the ability to open a Medical Flexible Spending Account that allows you to set aside pre-tax money from your paycheck to pay for eligible medical, vision and dental expenses. (See page 24 for more information.)
• We recommend confirming your eligibility to open a health savings account. You must not have other health coverage, or be enrolled in Medicare to qualify.
HSA TAX ADVANTAGES
• Staff member contributions are tax-free, reducing your taxable income.
• Distributions of HSA funds are tax-free when used to cover qualified health care expenses.
• HSA balances grow tax-free.
HealthPartners Resources
HealthPartners is a true partner in helping you manage your health and making decisions that are right for you. Resources and support are at your fingertips at www.healthpartners.com/roomandboard.
HealthPartners resources include personal support to help you manage your care including: pharmacy navigators, behavioral health navigators, a baby line, as well as nurse navigators who can help manage your care. You can reach these resources through Member Services at 1-800-883-2177.
• Nurseline/Careline Services: Experienced registered nurses are ready to help members by assessing medical conditions and discussing treatment options. This service is available 24 hours a day, 7 days a week at 1-800-551-0859.
• Virtuwell: HealthPartners’ answer to online health care, Virtuwell will treat more than 40 conditions all with your computer. Check it out at www.virtuwell.com.
• Doctor on Demand: Allows you to interact through live video doctor visits including assessment, diagnosis and prescriptions when necessary. They treat many physical conditions from head to toe as well as mental health concerns and issues. Check it out at www.doctorondemand.com.
• Wellbeats: Membership to on-demand workouts and challenges. Check it out at healthpartners.com/wellbeing.
• Additional Resources: Additional health and well-being education tools and resources on topics such as tobacco cessation, pregnancy, cancer, stress/ anxiety and more.
Please click here for the 2025 Marketplace Coverage Options Notice.
Section V: Vision Coverage
Network = Insight Network www.eyemed.com
1-866-804-0982
With your vision plan from EyeMed you can choose from a mix of thousands of providers — independent eye doctors, your favorite retail stores and everything in between. Find your ideal fit at eyemed.com or in the EyeMed Members App.
Get special offers with an account on eyemed.com. Enter your email, choose a password and sign up for emailed savings. Log in 24/7 to view your benefit details or health and wellness information.
Get the Frame You Want for $0 Out-Of-Pocket
As an EyeMed member, you can enjoy a Freedom Pass, a special offer that goes above and beyond your frame allowance. Choose your favorite frame at LensCrafters®, Target Optical® or Sears® Optical and pay nothing — regardless of the retail price.*
Here’s how it works: Say you love those brand-name frames that cost $180. If you have a frame allowance of $130, Freedom Pass covers the remaining $50. Plus, you can still use your vision benefits to help pay for your lenses and complete your look.
*Valid for frames only and must be used in conjunction with your EyeMed frame benefit of $130 or more. Valid for select EyeMed plans and may be used once per frame benefit year. Valid in-store at LensCrafters, Target Optical and Sears Optical. Not valid at Sears Optical stores affiliated with US Vision. Complete pair purchase required — member is still responsible for lenses, which are covered based on your vision benefits and may include an additional copay. Discounts are not insured benefits. Offer excludes Chanel, Cartier, Giorgio Armani, Gucci, Prada, Tiffany and Tom Ford frames.
Use Your Freedom Pass Today Go to freedompass.eyemed.com and enter EMFP20 to get your in-store offer code.
Show this coupon to the store associate. Use code 755288.
Shop These Top Brands And More
Be stylish and savvy. Log into your member account at eyemed. com to get more special offers.
Vision Plan
EXAM SERVICES
• Exam
• Retinal Imaging
CONTACT LENS FIT AND FOLLOW-UP
• Fit and Follow-up - Standard
• Fit and Follow-up - Premium
• Any available frame at provider location
STANDARD PLASTIC LENSES
• Single Vision
• Bifocal
• Trifocal
• Lenticular
• Progressive - Standard
• Progressive - Premium Tier 1 - 4
copay
copay
copay
copay
copay
copay
Premium progressives and premium anti-reflective designations are subject to annual review by EyeMed’s Medical Director and are subject to change based on market conditions. Fixed pricing is reflective of brands at the listed product level. All providers are not required to carry all brands at all levels. Benefits are not provided from services or materials arising from: 1) Orthoptic or vision training, subnormal vision aids and any associated supplemental testing; Aniseikonic lenses; 2) Medical and/or surgical treatment of the eye, eyes or supporting structures; 3) Any eye or Vision Examination, or any corrective eyewear required by a Policyholder as a condition of employment; Safety eyewear; 4) Services provided as a result of any Workers’ Compensation law, or similar legislation, or required by any governmental agency or program whether federal, state or subdivisions thereof; 5) Plano (non-prescription) lenses; 6) Non-prescription sunglasses; 7) Two pair of glasses in lieu of bifocals; 8) Services or materials provided by any other group benefit plan providing vision care 9) Services rendered after the date an Insured Person ceases to be covered under the Policy, except when Vision Materials ordered before coverage ended are delivered, and the services rendered to the Insured Person are within 31 days from the date of such order. 10) Lost or broken lenses, frames, glasses, or contact lenses will not be replaced except in the next Benefit Frequency when Vision Materials would next become available. Benefits may not be combined with any discount, promotional offering, or other group benefit plans. Standard/Premium Progressive lens not covered-fund as a Bifocal lens. Standard Progressive lens covered-fund Premium Progressive as a Standard. Benefit allowance provides no remaining balance for future use within the same benefit year. Fees charged for a non-insured benefit must be paid in full to the Provider. Such fees or materials are not covered.
Vision Plan
SUMMARY OF BENEFITS
LENS OPTIONS
• Anti Reflective Coating - Standard
• Anti Reflective Coating - Premium Tier 1-3
• Photochromic - Non-Glass
• Scratch Coating - Standard Plastic
• Tint - Solid or Gradient
• UV Treatment
• All Other Lens Options
CONTACT LENSES
• Contacts - Conventional
• Contacts - Disposable
• Contacts - Medically Necessary
OTHER
• Hearing Care from Amplifon NetworkCare
$0 copay
$12-$85 copay
$75
$0 copay
$0 copay
copay
$0 copay; 15% off balance over $150 allowance $0 copay; $100% of balance over $150 allowance $0 copay; Paid-In-Full
• Lasik or PRK from U.S. Laser Network Discounts on hearing exam and aids; call 1-877-203-0675 15% off retail or 5% off promo price; call 1-800-988-4221
FREQUENCIES (Plan allows member to receive either contacts and frame, or frames and lens services)
• Exam
• Frame
• Lenses
Once every plan year
Once every plan year
• Contacts Once every plan year Once every plan year
Section VI: Dental Coverage
www.deltadentalmn.org
1-800-448-3815
Routine dental care can not only improve your oral health but your overall health as well. Four out of five dentists nationally are Delta Dental Network dentists. You can choose to see a dentist outside of the network but your expenses may be higher and you may be responsible for submitting your own claim. To find a participating dentist, simply visit www.deltadentalmn.org and use the interactive ‘’Find a Dentist” tool or call Customer Service toll-free at 800.448.3815.
Dental Plan
SUMMARY OF BENEFITS
(calendar year)
**Dentists who have signed a participating network agreement with Delta Dental have agreed to accept the maximum allowable amount as payment-in-full. Non-participating dentists have not signed an agreement and are not obligated to limit the amount they charge; the member is responsible for paying any difference to the non-participating dentists.
Section VII: Flexible Spending Accounts (FSAs)
FSAs are voluntary accounts that allow you to use pre-tax funds to pay for certain expenses as determined by IRS regulations. You can set up three separate accounts — one for qualified health care expenses, one for qualified dependent care expenses and one for parking/transit expenses. The monies in one account cannot be used to satisfy expenses in the other account. You can participate in one or more of these accounts or none at all, depending on your needs. More information can be found on Worklife.
Your FSA Contribution
When you establish a FSA, you choose the annual amount you wish to contribute, up to certain plan limits. This amount is deducted from your paycheck in equal installments before Federal and Social Security taxes are withheld. If you experience a qualified life event, you are eligible to change your FSA election during the year.
Medical Flexible Spending Account
The Medical FSA provides a way to pay for your family’s eligible medical, vision and dental expenses with pre-tax money that is deducted from your paycheck.
You are eligible to sign up for the Traditional Medical FSA if:
• You elect the Copay Plan, or
• If you waive coverage under Room & Board’s health insurance plans and you or your spouse do not have a Health Savings Account.
Legally married spouses and children from birth up to age 26 are eligible dependents for the Medical FSA.
Contributions
You may make pre-tax contributions of up to $3,300 per year to your Medical FSA. We include the rollover feature in our Medical FSA. If you have money left over at the end of the calendar year, you will be able to rollover up to $660 of your balance to the following calendar year.
Eligible Medical Expenses
If you set up a Medical FSA, you can be reimbursed for eligible expenses that you or your dependents incur during the plan year you participate.
Examples of eligible medical expenses, to the extent not covered by another plan, include:
• Co-payment and deductibles not covered by medical or dental insurance
• Uninsured expenses such as hearing aids, eyeglasses, contact lenses and certain eye surgeries
• Orthodontia
• Diabetic supplies
• Smoking cessation programs
• Fertility services
A complete listing of eligible expenses may be found in IRS Publication 502, which is available at www.irs.gov. Eligible expenses must be incurred (date service is rendered) within the plan year of January 1, 2025 – December 31, 2025.
Limited Purpose Medical FSA
Contributions
You may make pre-tax contributions of up to $3,300 per year to your Limited Purpose Medical FSA. We include the rollover feature in our Limited Purpose Medical FSA. If you have money left over at the end of the calendar year, you will be able to rollover up to $660 of your balance to the following calendar year.
A Limited Purpose Medical FSA can be a good idea if you plan on incurring eligible dental or vision expenses early in the plan year, you want to save your HSA contributions for future expenses or your medical expenses are high enough that you want to take advantage of setting aside additional pre-tax dollars for dental and vision expenses.
You are eligible to sign up for the Limited Purpose Medical FSA if:
• You elect the High Deductible HSA health insurance plan, or
• If you waive coverage under Room & Board’s health insurance plans or are covered elsewhere under a qualified High Deductible Health Plan (HDHP) and are contributing to a HSA.
Eligible Expenses Include:
• Dental expenses
• Vision expenses
• Out-of -pocket medical expenses after you reach the federallyqualified HDHP annual deductible ($1,650 for single coverage, $3,300 for family coverage).
Dependent Care FSA
Contributions
You may contribute up to $5,000 per year, per family household, on a pre-tax basis to the Dependent Care FSA. This annual maximum applies to all contributions made by you and your spouse to a Dependent Care account.
Eligible Dependents
You can be reimbursed for dependent care expenses if they are necessary to allow you or your spouse to work. These services may be provided inside or outside your home by babysitters, companions or eligible day care centers. Services may not, however, be provided by someone you claim as a dependent on your tax return. Your dependent care expenses must be for:
• Your dependent under age 13 who lives with you for more than half the year and for whom you can claim an exemption
• Your dependent under age 13 for whom you have custody if you are divorced or legally separated
• Your spouse who is physically or mentally incapable of self-care
• Your dependent of any age, such as an elderly parent or other adult dependent, who meets all of the following criteria:
• Is physically or mentally incapable of caring for themself,
• Receives over half of their support from you,
• Lives with you for more than half the year, and
• Is your sibling, step-sibling or any of their descendants; a parent or step-parent or any of their ancestors; an aunt, uncle, niece or nephew; children or parents-in-law; or an unrelated individual who shares your residence as a member of the household.
Commuter Expenses
Staff members who incur work-related commuter expenses, including transportation or parking, may participate in this benefit. In 2025 you are able to deduct up to $325 per month pre-tax from your paycheck for transit expenses and $325 per month for parking expenses.
How Does the Commuter Benefit Work?
• You decide how much of your paycheck you want to deposit into your FSA each pay period.
• Your deduction will be loaded onto a debit card for you to pay for transit or parking expenses. You can also submit requests for reimbursements.
• Transactions or reimbursement requests cannot exceed the $325 IRS monthly maximums.
• Any amount remaining at the end of the calendar year will roll forward to the next calendar year.
Use it to Pay for Things Like:
• Bus passes, commuter van, light rail, train and subway fares
• Parking ramps
FSA Example
The following illustrates the tax benefits of a FSA. This example compares costs for single employee coverage. Your actual costs and tax savings will vary.
Substantiation of Claims for all FSAs
We find great value in using our flex debit card to pay for claims at the time of service. The card gives you instant access to the funds in your account. The IRS regulations mandate that all claims incurred in a FSA must be substantiated. When a claim cannot be automatically substantiated (e.g. a prescription co-payment) Wex will request documentation. It is imperative when asked for documentation that you provide it to Wex as soon as possible. If documentation is not provided, the IRS requires you to pay back the plan.
Section VIII: Life and AD&D Insurance
For questions about your Life and AD&D Insurance please contact your Wellness Team.
Voluntary Life Insurance
Room & Board pays for basic term life insurance in the amount of 2 1/2 times the annual salary for all staff members who work 20 hours or more per week. You can elect Voluntary Life Insurance through The Hartford for you, your spouse or domestic partner, and your dependent children, up to the benefit maximums listed below.
Voluntary Accidental Death and Dismemberment (AD&D)
Room & Board pays for basic term AD&D insurance in the amount of 21⁄2 times the annual salary for all staff members who work 20 hours or more per week. You may also elect additional AD&D insurance for yourself and eligible dependents. If elected, this benefit is paid in addition to the life benefit if you or a covered dependent dies in a covered accident. If you survive a serious accident, it can pay you a benefit for certain severe injuries such as loss of vision, hearing and limbs.
How These Benefits Work
Coverage Amounts: You can choose a benefit amount up to five times your annual salary in increments of $10,000 to a maximum of $500,000. You can purchase coverage for your spouse/domestic partner in amounts of $5,000 up to a maximum of $500,000, and coverage for dependent children in amounts of $5,000 and $10,000.
Evidence of Insurability (EOI): If you elect coverage or increase it after your initial eligibility period, you will need to provide EOI for Voluntary Life Insurance.
Special Opportunity: Only During New Hire Enrollment
During your new hire enrollment period, you have a special opportunity to elect up to $200,000 in Voluntary Life Insurance coverage for yourself and $50,000 for a spouse/partner without providing Evidence of Insurability (EOI). This means no health questionnaire or medical exam is required for coverage amounts up to $200,000, making it easier than ever to secure this protection.
Rates are shown as your biweekly deduction. Your rate will increase as you move to the next age group.
Section IX: Disability Benefits
Short-Term Disability (STD) Salary Continuation
This benefit provides you with income protection if you become ill/injured or otherwise unable to work as defined by your physician. Our salary continuation policy provides 100% of your salary for 11 weeks of payable of disability and 60% of your base pay for the remaining 14 weeks. This is a taxable benefit. There is no premium cost to you for this benefit.
Long-Term Disability
This benefit provides you continuing income protection during a disability. This benefit supplements your income following the expiration of the short-term salary continuation benefit. Our long-term plan pays 60% of your base pay. This benefit is paid for by Room & Board and begins on the first day of the month following the date of employment.
Section X: Other Benefits
529 College Savings Plan
To make paying for college easier, Room & Board provides staff members the option to save for a child’s education through direct deposit from your paycheck into a 529 account. With the advice of Financial Advisor Billy Gese and his partners at NFP, we chose a New York Vanguard 529 Fund as our preferred savings vehicle. We selected it because of its fee structure, investment options and possible tax advantages depending on where you live (you do not need to be a New York resident to participate).
As with any investment decision, you should check with your tax provider and/or a financial advisor to determine if this is the best savings option for your situation. Keep in mind that Billy Gese is also available to answer any questions. For more information click here.
Technology Reimbursement
Staff members are eligible to receive a technology reimbursement at the end of every calendar year. Reimbursement amount will vary based on role and business needs. More information is available on Worklife.
Estate Planning
Room & Board provides estate planning assistance to help you understand the nature and importance of estate planning, and to defray the cost of document preparation. This includes wills, healthcare directives or living wills, and powers of attorney. Having these documents in place prior to death or incapacity helps ensure that assets transfer as you would intend without family discrepancies and/or the potential of probate or unnecessary tax consequences.
To support your desire to complete these documents, Room & Board will pay 25 percent of professional estate planning document creation up to $250. You are free to use any service or estate planning attorney you choose. You will be responsible for any changes that need to be made to these documents in later years.
For additional resources, including help identifying a qualified estate attorney, click here.
Discount Benefits
Staff Member Discount
Many staff members share a great excitement for our products. To encourage this enthusiasm, Room & Board offers you a flat 40% discount on all orders. After one year of employment, you can take advantage of our payroll deduction financing option to spread some or all of the cost over a 12-month period. We also provide free delivery to any staff member residence.
Cell Phone Service Discount
You are eligible for a monthly service charge discount through AT&T and Verizon on qualified voice and data plans. See Worklife for more information.
Travel Benefits
For personal travel, Room & Board has a Travel Associate on staff to help coordinate travel needs at no charge to staff members. This includes everything from air tickets, hotels and car rentals to full vacation packages or cruises. When you are ready to schedule, contact Travel Associate Rachel Lowe at 612-280-0666.
Staff Member Store
Interested in your own Room & Board t-shirt, sweatshirt or water bottle? Room & Board-branded apparel and accessories are available through our online Staff Member Store. Not to be confused with our uniforms, these personal items are accessible via a link on Worklife. Personal items are accessible via the Staff Member Store.
Thrive Account
This account, run through our partner Thrive Pass, enables you to be reimbursed for a variety of wellness expenses. Full-time staff members will receive $25 per month and Part-time staff working 20-39 hours per week will receive $15 per month. Eligible expenses include, but are not limited to: Acupuncture, camping fees, golf green fees, gym memberships, mindfulness apps, online fitness subscriptions and online learning.
In addition to the Thrive wellness reimbursement certain Delivery/ Warehouse Roles are eligible for a shoe/insert reimbursement of $50.
To access go to app.thrivepass.com.
Mental Wellness Benefit
my.modernhealth.com
In a world that never stops moving, unexpected challenges arise every day. Modern Health is mental health care designed for your life in motion. Whether you need help managing your anxiety, looking for guidance on how to level up professionally, or maybe addressing challenges in family relationships – Modern Health is here for you.
Supporting staff members & your eligible dependents, Modern Health provides resources that adapt to wherever you are in your mental wellness journey.
Your benefit includes access to free self-guided meditations and digital courses, community-based events, and one-on-one mental health support with a coach or therapist — all in a single and secure mobile app or website.
You and your dependents have access to:
• 4 1:1 sessions with certified mental health, professional, or financial well-being coaches
• 4 1:1 sessions with licensed clinical therapists
• Unlimited group support sessions, called Circles
• Guided meditations & self-paced digital courses
Staff members will also have access to 24/7 Counselor Phone
Support & Extended Work-Life Services such as referrals to child care, eldercare, and legal support offered to you through Modern Health’s EAP partner Workplace Options.
Get Started!
Download the Modern Health app or go to my.modernhealth.com. You will be able to login using your Room & Board e-mail and network password.
Section XI: Vacation, Holiday and Sick Pay, and Leaves of Absence
Vacation
Balance in our lives is essential. Therefore, we provide a vacation schedule that allows you time away from work to focus on the things in life that are most important. You accrue vacation bi-weekly, at a rate equivalent to three weeks a year for each of their first five years of employment. After five years of employment, the vacation accrual schedule increases to four weeks of vacation each year. After 10 years vacation increases to five weeks. A week of vacation is equivalent to the hours you are scheduled each week. Therefore, a 40-hour staff member earns 40 hours of weekly vacation; a 32-hour staff member earns 32 hours as a week of vacation.
Vacation time is available to use as soon as it has been accrued. However, we ask that you speak with your manager at least four weeks in advance of the requested time off to ensure that your needs are in balance with the needs of our customers and your peers.
It’s important that you take your vacation time. Therefore, we reserve the right to limit vacation balances that can be carried over to the following year to a maximum accrual of four weeks of your typical schedule, except where prohibited by law. For example, a four-day Design Associate could carry over 128 hours while a five-day Design Associate could carry over 160.
Holiday Pay
Staff members enjoy paid holidays immediately upon hire.
Retail Holidays
Our showrooms are generally closed on Easter, Independence Day, Election Day (Federal), Thanksgiving, Christmas Eve and Christmas Day. Staff members who have a scheduled day off on these holidays will receive another paid day off within the holiday month. To meet the needs of our customers, our stores are open on New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth and Labor Day. For these holidays, staff members will receive a paid day off within the holiday month.
Sick Time
Staff members will receive the following personal/sick time bank annually based on their weekly scheduled hours. New staff members hired after January 2025 will receive a prorated amount based on their start date. Staff members can use Sick time for any planned or unplanned mental or physical illness, injury, preventative care for themselves or a family member as well as personal appointments.
Any unused sick time at the end of the year will not be paid out and will not rollover to the next year, except where required by law. In addition, if a staff member leaves Room & Board, any unused sick time will not be paid out.
*Illinois Staff members have a separate Sick Time and Paid Leave policy please reference Worklife for more information.
Delivery Centers, Distribution Centers and Central Office Holidays
Staff members receive the following days as paid holidays: New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Election Day (Federal), Thanksgiving, Christmas Eve and Christmas Day.
To understand more about your holiday schedule, please talk to your Leadership team.
Paid Parental Leave
To support you during an exciting yet challenging time, we offer caregivers four weeks of paid leave. Birth mothers receive an additional six to eight weeks of disability leave.
Paid Family Leave
If you need to care for a family member due to an illness or injury we offer you up to four weeks of paid leave.
Bereavement Leave
Bereavement time is available to staff members following the loss of a loved one to attend a funeral, travel, make arrangements and time to grieve. This includes grief following pregnancy loss, failed adoption or surrogacy and fertility-related issues.
Military Leave
You will receive up to four weeks of paid leave when called to serve in the reserved armed forces.
Section XII: Contributions
Section XIII: Provider/Vendor Contact Info
Section XIV: Legal Notices
HIPAA Notice of Privacy Practices
HIPAA Special Enrollment Rights
Important Notice From Room & Board About Your Prescription Drug Coverage and Medicare
Newborns’ and Mothers’ Health Protection Act Notice
Premium Assistance Under Medicaid and The Children’s Health Insurance Program (CHIP)
Women’s Health and Cancer Rights Act Notice
