2024-2025 Benefits Guide
Drees offers you and your eligible family members a comprehensive and valuable benefits program. We encourage you to take the time to educate yourself about your options and choose the coverage which best meets your needs. You may review benefit summaries and plan certificates in Optavise or on DreesNet.
WHAT INFORMATION WILL I NEED?
If you are electing coverage for a spouse or dependent, you must have the following:
• Social Security Number
• Date of Birth
• Dependent Verification (Marriage Certificate, Birth Certificate, Adoption Papers, Court Order for Children, etc.)
CAN I MAKE CHANGES TO MY ELECTIONS?
After you make your elections, you will not be able to make any changes unless you experience a qualifying event. Qualifying events include marriage, birth, adoption, divorce, loss of coverage, and death. If you experience a qualifying event, you must make your desired benefit changes within 31 days of the event. Otherwise, you will have to wait until the next open enrollment for benefits effective August 1, 2025.
Open Enrollment 2024
It’s that time of year again! Time to review your benefits package and make your elections for the upcoming plan year. Here’s what you need to know:
• What: Drees Homes 2024-2025 Open Enrollment
• Who: All full-time, benefit eligible employees
• When: Monday, June 10 - Friday, June 21, 2024
• How: Optavise enrollment site (mybensite.com/drees)
Important to Note:
Medical is renewing with United Healthcare. Drees will continue to offer a HDHP and a PPO plan.
Dental is renewing with MetLife. Drees will continue to offer a CORE and PLUS option.
This is an Active enrollment which means all employees must elect or waive benefits in Optavise by Friday, June 21. Benefit Elections will be effective August 1, 2024
Here are important reminders for when you make your elections:
• You can change your elections if/when you experience a qualifying life event. These events include marriage, divorce, birth/adoption of a child, enrollment in (or loss of) another group health plan, a change in employment status, etc.
• Make sure you do a side-by-side comparison with your spouse’s coverage options to optimize each benefits package.
• Estimate the types of services you might need in the upcoming year to ensure you aren’t under or overinsured.
• Don’t forget to take your dependents’ needs into consideration as well!
2 Open Enrollment
Medical Plan
Plan Details
(Family)
(Individual)
(Family)
(Individual)
(Family)
(Individual)
(Family)
Primary Care
Deductible, then $35 copay
$0 Child/$15 Adult copay Specialist Deductible, then $70 copay $50 Tier 1/$100 all others Emergency Room Deductible, then $350 copay Deductible, then 20% Urgent Care Deductible, then $100 copay $50 copay Inpatient Hospital Visit Deductible, then $500 copay
then 20%
Prescription Drugs (30 day retail)
Prescription Drugs (90 day mail-order OR Retail)
Deductible, then $10/$35/$60 copays Rx Deductible:
Deductible, then $25/$87.50/$150
$100 (Individual)/$300 (Family) then $10/$30/$70/30%
Rx Deductible then $25/$87.50/$175
United Healthcare’s Standard Select Pharmacy Network
Includes: Major drug stores like Walgreens
Mass retailers including Walmart, Costco and Sam’s Club
Supermarkets including Kroger and Meijer
Excludes: CVS Pharmacy
Not sure which plan is best for you?
• Both plans have the same network of doctors, hospitals, pharmacies and other providers.
• Both plans have the same coverage for services.
• The major difference in plans is WHEN you pay: more out of your check in premiums with the PPO or more when medical costs arise with the High Deductible Plan.
3 Medical Plan Network Benefits High Deductible with HSA PPO Deductible (calendar
You
Out of Pocket Maximum
full
full
year) $3,500 (Individual) $7,000
$2,000
$4,000
Coinsurance You Pay: 0% UHC Pays: 100%
Pay: 20% UHC Pays: 80%
$6,550
$13,100
$7,950
$15,900
Claims filed as Preventive Covered in
Covered in
Deductible,
Outpatient Surgery Deductible,
Deductible,
20% Labs
X-rays Deductible, then 0% Deductible,
20%
then 0%
then
&
then
Medical Premium
Per Pay Employee Premium
HIGH DEDUCTIBLE
Drees contributes to your HSA!
Individual: $46.16 per pay ($1,200 per year)
Family: $92.31 per pay ($2,400 per year)
For employees on the High Deductible Plan Only
Spousal Surcharge on Medical Plans-- $75 per pay
• Only charged if your spouse has health insurance offered through his/her employer and chooses to remain on the Drees plan
• Only applies to medical (not dental or vision)
• Does not apply if your spouse is eligible for Medicare
4 Medical Premium
Premium cost based on your pay & tier choice PPO Per Pay Premium Employee Only UP TO $25.99/hr. $162.19 $26.00/hr. AND OVER $198.84 Employee & Spouse UP TO $25.99/hr. $442.01 $26.00/hr. AND OVER $459.72 Employee & Child(ren) UP TO $25.99/hr. $405.89 $26.00/hr. AND OVER $418.55 Family UP TO $25.99/hr. $644.01 $26.00/hr. AND OVER $666.72
Per Pay Premium Employee Only UP TO $25.99/hr. $35.65 $26.00/hr. AND OVER $72.30 Employee & Spouse UP TO $25.99/hr. $171.65 $26.00/hr. AND OVER $189.37 Employee & Child(ren) UP TO $25.99/hr. $159.69 $26.00/hr. AND OVER $172.36 Family UP TO $25.99/hr. $200.91 $26.00/hr. AND OVER $223.62
NEW RATES
Wellness
Drees partners with Asset Health to administer our Wellness Program
www.assethealth.com/drees
Search “Asset Health mobile” in your mobile app store Company Code: DREES
Click the Mobile App Banner on the Asset Health portal to authorize your device and receive a pin to access the mobile app.
2024 Drees Lifestyle Rewards
Focusing on health, learning & development, community involvement & financial wellness, Drees gives our employees the opportunity to earn a $50 gift card for completing a variety of wellness activities throughout the plan year.
Examples of Wellness Activities:
✓ Annual dental check up
✓ Run a 5K
✓ Complete an hour of volunteer work
✓ Get a flu shot
✓ Cancer Screening
✓ And more!
Biometric Discounts are available for plan year 8/1/24 to 7/31/25
Employees can qualify for medical premium discounts by completing a biometric screening and submitting their Physician Form to Asset Health by the appropriate deadline.
5 Wellness
Health Financial Learning Community
Discount Annual Physical/Onsite Biometric Screening $5 discount per pay Physical/Screening and meet 2 biometrics $15 discount per pay Physical/Screening and meet 3 or 4 biometrics $25 discount per pay Employees must re-qualify for discounts each year. See Wellness Plan Document for more information.
Qualifications
Tax Advantage Accounts
Health Savings Account (HSA)
If you participate in the High Deductible plan, you are eligible** to contribute (through pre-tax payroll deductions) toward an HSA to help pay for qualified medical, dental, vision expenses.
IRS Annual Contribution Maximums* for 2024
Employee Only
Family
$4,150 less Drees Contribution
$8,300 less Drees Contribution
Flexible Spending Accounts (FSA)
**You are not eligible to make contributions to a Health Savings Account if:
• You are enrolled in a NON-qualified HDHP through a spouse or another source (i.e. Medicare, Medicaid, Tricare, CHIP)
• You or your spouse have a full healthcare FSA
• You can be claimed as a dependent on another person’s tax return
• You already made the IRS maximum contribution this calendar year
*Over 55? You can contribute an additional $1,000 customerservice@naviabenefits.com 1-800-669-3539 Company Code : DRO
Healthcare FSA
• Pre-Tax Savings account for medical, dental, vision expenses
• 2024 limits $3,200
• Does not rollover, “use it or lose it”
• Alongside PPO plan only
• Pre-Tax Savings account for dental and vision expenses ONLY
• 2024 limits $3,200
• Does not rollover, “use it or lose it”
• Alongside High Deductible plan only
• Pre-Tax Savings account for daycare expenses
• 2024 limits $2,500 for single or $5,000 combined for married
• Does not rollover, “use it or lose it”
Carefully consider your FSA elections you cannot change them unless you have a qualifying event. Any amount not used is forfeited at the end of the plan year. There will not be an opportunity to roll over funds.
Contribute
Estimate the amount that you expect to spend on eligible expenses in the upcoming plan year.
You can use your debit card (HFSA or LFSA) to pay for your eligible expenses OR Submit a claim for what you paid out of your pocket.
Your FSA contributions are tax-free. This means you could save approximately 30 cents on every dollar you spend on eligible expenses.
6 Tax Advantage Accounts
Spend
Save
Healthcare FSA
Limited
Dependent Care FSA
Dental & Vision Plans
3
3)
7 Dental and Vision Dental Coverage Network Benefits Core Plus Deductible (calendar year) $50 (Individual) $150 (Family) $50 (Individual) $150 (Family) Annual Maximum $1,750 $2,000 Preventive Services Covered in full Covered in full Basic Services Deductible, then 20% Deductible, then 20% Major Services Deductible, then 50% Deductible, then 50% Orthodontia Paid at 50%, $1,500 lifetime max. per person (Child up to age 19) Paid at 50%, $1,500 lifetime max. per person (Child and adult) Network Benefits Exam $20 copay Frames $150 allowance, then 20% off remaining balance Standard Lenses* (In lieu of contacts) $20 copay *additional copays will apply for lens options Contacts (In lieu of lenses) Conventional: $120 allowance, then 15% off remaining balance Disposable: $120 allowance Frequencies • Exam • Frames • Lenses or Contacts 12 months 12 months 12 months Additional Benefits Prescription Glasses: 40% off additional pair Non-prescription Sunglasses: 20% off Lasik: 15% off standard prices or 5% off promotional Per Pay Premium CORE PLUS Employee Only $13.58 $16.97 Employee & Spouse $27.96 $34.89 Employee & Child(ren) $32.86 $41.82 Family: $50.79 $64.35 Employee Only $3.26 Employee & Spouse $5.49 Employee & Child(ren) $5.59 Family $8.87 Vision Coverage Eye360 Program: Features a $0 eye exam and an additional $50 added to your frame allowance at PLUS Providers!
major differences between Core and Plus Plans:
Annual Maximum Per Person
Adult Orthodontia
1)
2)
Out of Network Benefits increase NEW RATES
Additional Coverages
Voluntary Life and AD&D Insurance
Employee Life
Spouse Life
Child Life
• Guaranteed issue: $250,000
• Maximum Amount is $500,000 or 5x your annual salary
• Guarantee issue: $50,000
• Up to 100% of employee amount
• $5,000 - $20,000
• Children age 6 months through 25 years old
All coverage amounts over guaranteed issue will require the completion of medical questions before approval/denial.
Cost is based on coverage amount and age and will be populated for you on the benefits enrollment website.
Annual increase on Voluntary Life: Up to $50k for employee, up to $10k for spouse, and up to $20k for child. Elections above guaranteed issue and/or these increases will need to submit an Evidence of Insurability (EOI) form to Reliance Matrix.
Identity Theft Protection
• LifeLock Identity Alert System
• Fictitious Identity Monitoring
• LifeLock Privacy Monitor
• Data Breach Notifications
• Lost Wallet Protection
• Address Change Verification
• Credit, Checking & Savings
Account Activity Alerts†
• Stolen Funds Reimbursement And more!
529 College Savings Account
A 529 college savings plan is a state-sponsored investment plan that enables you to save money for a beneficiary and pay for education expenses. You can withdraw funds tax-free to cover nearly any type of college expense. 529 plans may offer additional state or federal tax benefits.
8 Additional Coverages
Per Pay Premium Employee Only $3.92 Family $7.84
Accident & Critical Illness
CRITICAL ILLNESS
9 Accident & Critical Illness
Some Examples of Benefits for Accidentrelated Care Benefit Amount for Approved Claim Emergency Room $200 Concussion $175 Occupational or Physical Therapy $40 per visit up to 6 treatments Critical Unit Confinement $525 per day up to 15 days Rehab Facility Confinement $150 per day up to 90 days Hospital Admission $1,125 Ground Ambulance $300 Laceration Schedule up to $400 Dislocations Schedule up to $6,400
Some Examples of Covered Illnesses Benefit Amount for Approved Claim (% of coverage amount) Heart Attack 100% Invasive Cancer 100% Stroke 100% Major Organ Transplant 100% Coronary Artery Bypass 25% Carcinoma in situ 25% Critical Illness coverage provides a lump sum benefit if you are diagnosed with a covered illness. Employee:
increment up to $20,000 Spouse: $5,000
$10,000
based
amount, age,
status.
Coverage is guaranteed issue, but new enrollees will be subject to a pre-existing condition coverage limitation.
ACCIDENT
$5,000
or
Cost is
on coverage
and tobacco
Your cost will be populated on the enrollment site.
Wellness Benefit!
wellness
claim
VOYA. Per Pay Premium Employee Only $3.71 Employee & Spouse $6.07 Employee & Child(ren) $6.90 Family $9.26
When you enroll in Critical Illness coverage you are eligible to receive a $50 annual
benefit. This benefit is available for you and your covered spouse if you receive a preventive exam and submit the
to
Company Paid Benefits
Life and AD&D Insurance
Drees pays 100% of the cost of coverage
• Full-time Employees: 1x your annual salary up to $100,000
• Salaried Managers: 1x your annual salary up to $200,000
• Market Managers: $50,000
Long-term Disability Insurance
Drees pays 100% of the cost of coverage. Benefit begins after 90 days off work for disability.
• Full-time Employees: 60% up to $6,500 per month
• Salaried Managers: 60% up to $10,000 per month
• Market Managers: 60% up to $6,500 per month
Short Term Disability
A benefit for Drees employees that need time off work for medical conditions or hospital procedures.
Paid time off for employees* that need to be off work for more than 3 days due to a personal medical condition, disability or medical procedure. Employees can be paid at 100% pay of accrued STD hours. Short term disability hours accrue at 8 hours per month, up to a maximum of 480 hours (12 weeks). There is a 90 day waiting period for new hires and medical documentation must be submitted to Human Resources.
All short term disability pay will run concurrently with applicable FMLA and/or leave of absence. *Commission only employees are not eligible for short term disability.
Drees 401k And Employer Match
• Drees currently matches 20% of your 401k contributions (pre-tax and Roth) up to 6% of your compensation on a per pay basis.
• Employees are auto-enrolled at 4% and have optional yearly auto-increase.
• This match is made bi-weekly with each pay.
• The employer match is immediately 100% vested.
Drees Profit Sharing Contribution
• A discretionary amount deposited into your 401k account once per year (if eligible) based on company profits.
• Over the last several years, this has averaged 3-5% of your compensation deposited directly into your 401k!
• Employees are fully vested in the Profit-Sharing Contribution after 6 years of employment. See plan documents for vesting schedule.
Company Paid Benefits
Questions? Changing your 401k? Contact Fidelity www.401k.com 800-835-5095 10
Company Paid Benefits
Vacation
• Vacation Hours are accrued monthly.
• No waiting period.
• Rollover up to 120 hours per year.
• Vacation can be used in 2 hour increments.
Vacation time is unpaid for Market Managers since they do not have a salary.
Personal Time
• Personal time can be used in 1 hour increments.
• No waiting period.
• Must be used by the end of the calendar year (does not rollover).
• Pro-rated amounts for new hires.
Holidays
• 8 paid holidays for all non- market managers.
• 7 holidays for market managers.
• See handbook for specific holiday information.
Drees Employee Assistance Program (EAP)
• 5 free counseling visits per year
• Legal and Financial Resources
• Free consultation per issue with an Attorney
• Free 1-hour consultation per issue with a financial educator
• Work-Life Benefits and Resources
• Unlimited Child, Elder, and Pat Care Resources
• Unlimited Education Referrals and Resources
• Life Coaching
• Life Coach helps employees and household members meet personal and professional goals
Vacation, Personal Time, Holidays and EAP
Hire Month Per Time Hours Hire Month Per Time Hours Jan 40 Jul 20 Feb 38 Aug 18 Mar 34 Sep 14 Apr 30 Oct 10 May 28 Nov 8 Jun 24 Dec 4 Years of Service Vacation Time Per Year up to 5 years 2 weeks vacation 6.67 hours per month accrual 5 - 15 years 3 weeks vacation 10 hours per month accrual 15 years+ 4 weeks vacation 13.34 hours per month accrual
11 24/7
Support, Resources & Information
UnitedHealthcare Phone: 844.562.6281
Contact
Us
www.myuhc.com Network: Choice Plus MetLife Phone: 800.275.4638
Fidelity
VOYA
Norton
This packet is intended to provide a brief overview of your employee benefits. If there is a discrepancy between the enclosed documents and the certificate of coverage, the certificate of coverage for each plan will be the final determining document. Jackie Dusing Benefits
Payroll Manager jdusing@dreeshomes.com 859.578.4216 Employee Advocacy Team Engagement@horanassoc.com 844.694.6726 Mackenzie
Benefits
859.578.6904
www.mybenefits.metlife.com Network: PDP Plus EyeMed Phone: 866.804.0982 www.eyemed.com Network: Insight
Phone: 800.343.3548 www.netbenefits.com Navia Phone: 1.800.669.3539 http://www.naviabenefits.com Reliance Matrix Phone: 800.351.7500 www.reliancematrix.com
Accident Phone: 855.730.2902 Critical Illness Phone: 888.238.4840 www.voya.com
LifeLock Phone: 800.607.9174 www.lifelock.com In the event that you have a question that has not been handled correctly or to your satisfaction by our insurance carriers, please contact our benefits consultant at HUB.
&
Faulkner
Coordinator mfaulkner@dreeshomes.com