2025 BENEFIT GUIDE
January 1, 2025 - December 31, 2025
Your benefits are an important part of your overall compensation. We are pleased to offer a comprehensive array of valuable benefits to protect your health, your family and your way of life This guide answers some of the basic questions you may have about your benefits.
We are proud to provide a confidential program dedicated to supporting the
and well-being of you and your family. An Employee Assistance Program is provided at
to you. The EAP can help with situations involving mental
relationships, substance use, child and eldercare, grief and loss, legal or financial issues among others. Up to 3 in-person or virtual sessions are available for you and your household members.
BENEFIT ELIGIBILITY
Who is Eligible Dependent Information
The following individuals are eligible to participate in Great Day Improvements’ (GDI) benefits program:
• Active, full-time employees working at least 30 hours per week on the first of the month following 60 days of employment
• Your legally married spouse and domestic partners
• Your dependent children up to age 26
• Your unmarried children aged 26 or older who are mentally or physically disabled and who rely on you for support and care
• There is a spousal surcharge of $150 per month if eligible for medical coverage through their own employer.
• To enroll your eligible dependents in benefits, you must provide their full legal names, Social Security numbers, dates of birth, and proof of being a dependent, so keep this information handy when making your benefit elections online.
BENEFIT ENROLLMENT
Enrollment Periods
New Hire and Newly Eligible Enrollment
Newly hired or newly eligible employees must complete their online enrollment within 45 days of their date of hire or 15 days if moving from part-time to full-time status.
Annual Open Enrollment
Every year, Great Day Improvements conducts an Open Enrollment. This is the time for you to re-evaluate your needs and elect benefit options for the new plan year Open Enrollment is an opportunity to make changes to your benefits without a qualifying life event.
Between Enrollment Periods
You may make changes to your benefit elections outside of the annual Open Enrollment ONLY if you experience an IRS Qualifying Life Event (QLE) Benefit changes must also be consistent and made within 30 days of the QLE. Qualifying life events (QLEs) that may allow you to make benefit changes:
• Change in legal marital status
• Change in your eligibility
• Change in the number of eligible children
• Gain a benefit option or lose coverage
Enroll Online through ADP
Enrolling in benefits is easy! ADP is available 24 hours a day, seven days a week, so you can visit the site anytime and anywhere you have computer access
Step 1:
Go to www workforcenow adp com From the home screen, click on Myself, Benefits, and select “Enrollments” to enroll.
Step 2:
Confirm your personal information as well as any family members who will be named as a dependent and/or beneficiary.
Step 3:
Continue through each section to elect or waive your benefits. Don’t forget to elect beneficiaries where applicable!
Step 4:
IMPORTANT! Click “Submit” to lock in your elections and review your Enrollment Summary thoroughly to ensure your benefit elections have been recorded correctly. Report any errors to the Human Resources Department immediately. Print/Save your Enrollment Summary for future reference.
You may log back into your enrollment and view or update elections as many times as you wish during your enrollment period. NOTE: With every login and plan updates, you must click “SUBMIT” to lock in your elections.
MEDICAL/Rx COVERAGE
PPO
The Preferred Provider Organization (PPO) plan, provided through UnitedHealthcare, gives you the freedom to seek care from any provider of your choice However, you will maximize your benefits and lower your out-of-pocket costs if you choose a provider who participates in the network
High Deductible Health Plan (HDHP)
The HDHP + HSA (High-Deductible Health Plan + Health Savings Account) is an insurance plan that offers lower premiums and higher deductibles. The highlight of this plan is that it allows you to open an HSA, which is a tax-advantaged personal savings account that lets you save pre-tax dollars to pay for any qualified health-related expenses (state taxation rules may apply) This includes most medical care and services, prescriptions, dental, vision and expenses related to meeting the plan’s deductible For a complete list of qualified health-related expenses, visit IRS Publication 502 (https://www.irs.gov/forms-pubs/about-publication-502).
UHC Choice Plus Network
Member ID Cards
HEALTH SAVINGS ACCOUNT
The High Deductible Health Plan features a Health Savings Account (HSA) provided through HSA Bank. The HSA lets you set aside pre-tax dollars to help offset your annual deductible and pay for qualified health care expenses.
FLEXIBLE SPENDING ACCOUNTS
The flexible spending accounts (FSAs), provided through HSA Bank, are tax-advantaged accounts that can help you cover certain qualified out-of-pocket expenses. Each account works in much the same way but has different eligibility requirements, list of qualified expenses and contribution limits You may choose to enroll in the following accounts.
Health Care FSA (FSA) Limited-Purpose FSA (LFSA)
Dependent Care FSA (DCFSA)
Eligibility Requirements
Examples of Qualified Expenses
You must be benefits eligible; enrollment in an HCFSA disqualifies you from making or receiving HSA contributions
• Coinsurance
• Copayments
• Deductibles
• Dental treatment
• Eye exams/eyeglasses
• LASIK eye surgery
• Orthodontia
• Prescriptions
Contribution
$3,200*
Important FSA Rules
You must be benefits eligible; most employers also require enrollment in a qualified highdeductible health plan
• Dental and vision coinsurance only
• Dental and vision deductibles only
• Dental treatment
• Eye exams/eyeglasses
• LASIK eye surgery
• Orthodontia
$3,200*
Available to all employees
• Care of a dependent child under the age of 13 by babysitters, nursery schools, pre-school or daycare centers
• Care of household members who are physically or mentally incapable of caring for themselves and who qualify as your federal tax dependent
$5,000 per family (or $2,500 each if you are married and file separate tax returns)
Because FSAs can give you a significant tax advantage, they must be administered according to specific IRS rules:
• FSAs must be actively elected each year.
• Keep all FSA claim itemized, detailed receipts Supporting documentation is required by the IRS for FSA claims. If a claim is unable to automatically substantiated based on plan design or debit card transaction, additional documentation will be requested. Please promptly submit itemized receipts to Bank of America.
• FSA: Active employees with unused funds up to $640 may carry over from the current plan year to the following plan year Carryover funds will not count against or offset the amount that you can contribute annually. Unused funds greater than $640 will not be returned to you or carried over.
• LFSA: This type of account can be used with the High Deductible Health Plan and applies toward eligible dental and vision expenses only. The Carryover Provision applies to the LFSA as well.
• DCFSA: Unused funds will NOT be returned to you or carried over to the following year
*The IRS may increase the 2025 annual maximum after Open Enrollment elections end. If you elect the maximum, you will be contacted and have the opportunity to increase your election to the increased amount.
DENTAL COVERAGE
Good oral and dental hygiene can help prevent bad breath, tooth decay and gum disease which will help you keep your teeth as you get older. It may also help you ward off medical disorders. Note, the Annual Maximum is the highest benefit you will receive during the benefit year, not to be confused with the medical out-ofpocket maximum (the most you will pay during a benefit year).
VISION COVERAGE
Your eyesight is an integral part of your overall health and a key component of safety This plan gives you the freedom to seek care from the provider of your choice. If you decide to use an out-of-network provider, you will pay the provider in full at the time of your appointment and submit a claim form for reimbursement up to the amount allowed by the plan.
(1x every 12 months)
Copay Contact Lenses (1x every 12 months in lieu of glasses)
· Conventional (non-disposable)
· Disposable
· Medically Necessary
to $130 Allowance plus 15% off balance
to $130 Allowance
in full
LIFE & DISABILITY INSURANCE
Life insurance provides your named beneficiaries with a benefit following your death, while accidental death and dismemberment (AD&D) insurance provides a benefit to you following a covered accident that leads to dismemberment (such as the loss of a hand, foot or eye). Should your death occur due to a covered accident, both the life benefit and the AD&D benefit would be payable.
Basic and Supplemental Life and AD&D
GDI provides a Basic Life and Accidental Death and Dismemberment benefit for you at no cost to you. The coverage is equal to your base annual pay. The minimum benefit is $50,000 and the maximum benefit is $150,000. Per IRS regulations, employees must pay taxes on coverage amounts over $50,000 If applicable, Great Day Improvements will calculate this on your behalf and adjust your paycheck accordingly.
If you determine you need more than the basic coverage, you may purchase supplemental insurance for yourself and your eligible family members During your initial eligibility period, you can secure coverage up to the Guaranteed Issue limits without the need for Evidence of Insurability (EOI) or answering health questions During Annual Enrollment, if you are currently enrolled, you may increase your election 2 increments (up to Guaranteed Issue limits) without the need for EOI unless coverage had previously been declined If you are not currently enrolled, you may elect up to one increment of coverage without the need for EOI Please note, coverage amounts requiring EOI will only go into effect once the insurance carrier approves them
Incremental Amount (Units) Employee: $10,000 Spouse/DP: $5,000 Child(ren): $1,000 or $5,000 or $10,000
Guaranteed Issue (GI): Employee: $200,000 Spouse/DP: $50,000
Child(ren): $10,000
Max Coverage Amount: Employee: Lesser of 5x BAE1 or $500,000 Spouse/DP: $250,000
Voluntary Disability
Child(ren): $10,000
1BAE = Base Annual Earnings
Disability insurance provides benefits that replace part of your lost income when you cannot work due to a covered illness or injury.
Option 1: Social Security Normal Retirement Age (SSNRA) Option 2: 5 years
VOLUNTARY BENEFITS
Our voluntary benefits are designed to complement your health care coverage and allow you to customize our benefits to you and your family’s needs You can enroll in these plans during your initial enrollment period or during Open Enrollment They’re completely voluntary, which means you are responsible for paying for coverage at affordable group rates.
Accident, Critical Illness, and Hospital Indemnity Insurance
Accident insurance can soften the financial impact of an accidental injury by paying a benefit to you to help cover the unexpected out-of-pocket costs related to treating your injuries. With critical illness insurance, you’ll receive a lump-sum benefit if you are diagnosed with a covered condition You can use this benefit however you like, including to help pay for: treatments, prescriptions, travel, increased living expenses and more. Hospital indemnity insurance can help reduce costs by paying you or a covered dependent a benefit to help cover your deductible, coinsurance and other out-of-pocket costs due to a covered hospitalization Accident, Critical Illness and Hospital Indemnity plans are purchased separately
Legal and Identity Protection
Legal coverage through LegalShield allows you to speak with a lawyer for a wide array of things from speeding ticket assistance to document review and more. IDShield scans your online data, monitors your credit score reports and social media accounts, reduces unwanted solicitation attempts, and lets you manage alerts in real-time. If you are the victim of identity theft or fraud, a privacy advocate will work with you to restore your identity
Wellness Premium Discount
Great Day Improvements’ wellness incentive helps you save money from each paycheck when you participate in an annual physical with your Primary Care Physician, for a monthly savings of $75
Spousal Surcharge
If your spouse/domestic partner is eligible for medical insurance through their employer, there is an additional cost of $150 monthly to enroll them on our plan. The surcharge applies to medical coverage only.
Domestic Partner Coverage
Great Day offers medical, dental, vision and voluntary life coverage for your same and opposite-gender domestic partner along with their eligible dependent children. Eligibility requirements may apply to domestic partnerships and premiums may be deducted post-tax. You can obtain additional information regarding this from your Human Resources office.
PREMIUM DISCOUNTS & SURCHARGES PLAN CONTRIBUTIONS
Your contributions toward the cost of benefits are automatically deducted from your paycheck. The amount will depend on the plan you select and if you choose to cover eligible family members.
All Plan Contributions can be found on the rate sheet.
401(K)
Great Day offers a retirement plan through Fidelity Investments. You will receive a packet in the mail from Fidelity discussing this benefit. If you have general questions about your 401(k)-retirement plan with Fidelity, then visit www.NetBenefits.com or call (800) 294-4015. To speak with a financial advisor please reach out to Michael Menning at (614) 389-7877 or mike@emeraldfinancialadvisors.com or Steve Matthews at (614) 389-7880 or Steve@emeraldfinancialadvisors.com
To review benefit details, Benefit Summaries and full Certificates of Coverage can be found in ADP under “Your Benefits”, the Benefit Spot App, and the HR Teams channel.
Information provided in this brochure is not a guarantee of benefits.
PLAN CONTRIBUTIONS
There are several different pay schedules across the Great Day family of companies.
PLAN CONTRIBUTIONS
Hospital Indemnity
* Your domestic partner is also eligible for coverage on these benefit plans. Eligibility requirements may apply to domestic partnerships and premiums may be post-tax. You can obtain additional information regarding this from your Human Resources office
PLAN CONTRIBUTIONS
Legal Plan & Identity Protection
* Your domestic partner is also eligible for coverage on these benefit plans. Eligibility requirements may apply to domestic partnerships and premiums may be post-tax. You can obtain additional information regarding this from your Human Resources office.
Your contributions toward the cost of voluntary benefits are automatically deducted from your paycheck after taxes. The amounts will depend upon the plan you select, your age (in some cases) and if you choose to cover eligible family members.