TeamRoehl Employee Benefits Overview

Roehl drivers are leaders and our leader is a driver. Stay connected with us!

You deserve a LOT! That’s a Life Outside the Truck. ™ And, we give you a LOT by providing a job and workplace that is grounded in safety, safe operations, and of course, the financial rewards and security you seek for yourself and your family. We provide a lot there too—from top pay and home time to a comprehensive benefits package that provides you security and peace of mind.

It’s our pleasure to offer our benefit-eligible employees a variety of solutions to help address your healthcare needs, as well as the needs of your families. Many of these benefits are paid for—in whole or in part—by Roehl. We knowt that a top trucking company provides top benefits!

Roehl driver and his dog

The Roehl core benefit program includes:

Health Insurance
Dental Insurance
Vision Insurance
Flexible Spending Accounts (FSAs)
Basic and Supplemental Group Term Life Insurance
Short-Term Income Protection (STIP) and Long-Term Disability (LTD)
Vacation & Holidays
Retirement Plan (401(k) and Profit Sharing)
Voluntary Benefits

You will find summary information about your benefit programs—information you need to make the best benefit decisions, whether you’re making annual enrollment elections, enrolling for the first time or changing your benefits due to a qualified family status change. Please take the time to review this information carefully. Whether you’re an employee of Roehl or the family member of a Roehl employee, as you read further, we’re sure you’ll begin to recognize what sets us apart as a company— from comprehensive benefits to daily operations based on sound values. With us, you can enjoy a LOT!

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Click on the benefits links below to learn more.

Benefit Eligibility and Effective Dates

Who is eligible for our benefit plans?

Employees of Roehl that work 30 hours per week or more are eligible to participate in the Roehl benefits program. 7-On/7-Off, 7-On/4-Off—7-On/3-Off and 14-On/7-Off drivers are considered full-time employees for benefits.
Your lawful spouse and children (up to age 26) are also eligible to participate. If your spouse is eligible for health insurance at their employer, they must take that coverage in order to receive secondary coverage under the Roehl plan. Unmarried children of any age who are disabled (disability must have occurred before the child turned 26) and meet the eligibility requirements outlined in the Summary Plan Description (SPD) are also eligible to participate.

Coverage Effective Dates
Coverage effective dates vary. Please see the below table for specific effective dates.

When Does My Coverage Begin?
Type of Coverage	Benefit Effective Dates
Medical Flexible Spending Accounts (FSAs) Dental Vision Basic Life Supplemental Life	Experienced Driver - 1st of the month following 30 days of employment Student Driver - 1st of the month following 60 days of employment Other than Driving Employee - 1st of the month following 60 days of employment
Short-Term Income Protection (STIP) and Long-Term Disability (LTD)	All Employees - 1st of the month following 6 months of employment
Accident Critical Illness	All Employees - 1st of the month following 6 months of employment
Universal LifeEvents	All Employees - Policy effective date. Payroll deduction will begin the first of the month following policy effective date.
401(k)	All Employees - 1st of the month following 60 days of employment If you do not opt out or change your percentage, you will automatically be enrolled the first of the month following 90 days of employment.

When and How to Enroll in Benefits
You are eligible to enroll in benefits prior to your effective date of coverage. Employees or their spouses can complete the enrollment process through online enrollment or by speaking with a licensed benefits educator. Option 1 Online enrollment. Log into TeamRoehl.com to enroll. You will be directed to your secure benefit enrollment site. Option 2 Call the enrollment center at 1-844-Roehl-02 Monday-Friday from 8 AM - 6 PM CST. If the benefits educator is unavailable, please leave a message During your enrollment, you will need to verify your personal information. This includes your legal name, address, date of birth, marital status, and social security number. If you are enrolling eligible family members, please be prepared to provide their legal name, date of birth, and social security number. You will be guided step-by-step through the benefit selections for which you are eligible, the level of coverage and the cost (if any) to you. Once you have enrolled, your enrollment confirmation statement will be sent to you via email. Please review this document for accuracy and contact the Pay and Benefit Services Department with any updates or changes. If you do not enroll as a newly eligible employee, you will not be eligible to enroll until the next open enrollment period or you experience a qualifying event. All qualifying event questions should be directed to the Pay and Benefit Services Department.

When and How to Enroll in Benefits

You are eligible to enroll in benefits prior to your effective date of coverage. Employees or their spouses can complete the enrollment process through online enrollment or by speaking with a licensed benefits educator.

Option 1
Online enrollment.
Log into TeamRoehl.com to enroll. You will be directed to your secure benefit enrollment site.

Option 2
Call the enrollment center at 1-844-Roehl-02
Monday-Friday from 8 AM - 6 PM CST.
If the benefits educator is unavailable, please leave a message

During your enrollment, you will need to verify your personal information. This includes your legal name, address, date of birth, marital status, and social security number.
If you are enrolling eligible family members, please be prepared to provide their legal name, date of birth, and social security number.
You will be guided step-by-step through the benefit selections for which you are eligible, the level of coverage and the cost (if any) to you.
Once you have enrolled, your enrollment confirmation statement will be sent to you via email. Please review this document for accuracy and contact the Pay and Benefit Services Department with any updates or changes.

If you do not enroll as a newly eligible employee, you will not be eligible to enroll until the next open enrollment period or you experience a qualifying event. All qualifying event questions should be directed to the Pay and Benefit Services Department.

Health Insurance
Through Anthem BlueCross BlueShield We offer a choice of two different health insurance plans as well as four different coverage options. Our plans are called the Silver Plan and the Gold Plan. Both Plans offer in-network and out-of-network benefits as well as prescription drug coverage. Within each plan, you are able to choose from the following coverage options: Employee Only Employee and Spouse Employee and Kids Family If your spouse is eligible for health insurance through his or her employer, he or she is not eligible for primary coverage under our plan. Your share of the cost is paid through pay deduction and will be paid with pre-tax dollars. Plan ID cards are sent out upon enrollment. A Summary Plan Description (SPD) is available on www.anthem.com. The SPD lists the specific benefits and contribution levels for each plan. In addition to the SPDs, you can review the Summary of Benefits and Coverage (SBC) on TeamRoehl.com. Changes to health coverage are only allowed when a qualifying event occurs or during annual open enrollment. Please contact the Pay and Benefit Services Department or refer to the plan SPD for more information regarding qualifying events. If you elect our health insurance, you are required to participate in our Short-Term Income Protection and Long-Term Disability Plan (STIP-LTD). You will automatically be enrolled in STIP-LTD upon enrollment in the health plan. The STIP-LTD coverage will be effective the first of the month following six months of employment. The cost of the STIP-LTD plan is 1.01% of your weekly gross, which is separate from your health insurance premium. Your Costs Roehl pays the lion’s share of the cost of your health plan coverage, but it’s important for our employees to understand the health plan components as well as their portion of the cost. We have put together a few definitions to help you through the process. Deductible—The expense you are responsible to pay before the plan begins to pay for covered services. Our health plans have separate deductibles for health and pharmacy. Please note that deductibles do not cross accumulate when using in-network and out-of-network healthcare providers. Co-insurance—The percentage of eligible expenses that you will be required to pay for certain covered health services. Co-payments—A set amount that you will pay for certain covered health services. This amount is in addition to your deductible and co-insurance. Co-payments do not apply toward your deductible or out-of-pocket maximum. Out-of-pocket maximum—The maximum amount that you will pay each calendar year. Please note that out-of-pocket maximums do not accumulate between in-network and out-of-network healthcare providers. Your out-of-pocket maximum does not include co-payments that may apply to certain covered health services.

Health Insurance

Through Anthem BlueCross BlueShield
We offer a choice of two different health insurance plans as well as four different coverage options. Our plans are called the Silver Plan and the Gold Plan. Both Plans offer in-network and out-of-network benefits as well as prescription drug coverage.
Within each plan, you are able to choose from the following coverage options:

Employee Only
Employee and Spouse
Employee and Kids
Family

If your spouse is eligible for health insurance through his or her employer, he or she is not eligible for primary coverage under our plan.
Your share of the cost is paid through pay deduction and will be paid with pre-tax dollars. Plan ID cards are sent out upon enrollment. A Summary Plan Description (SPD) is available on www.anthem.com. The SPD lists the specific benefits and contribution levels for each plan. In addition to the SPDs, you can review the Summary of Benefits and Coverage (SBC) on TeamRoehl.com.

Changes to health coverage are only allowed when a qualifying event occurs or during annual open enrollment. Please contact the Pay and Benefit Services Department or refer to the plan SPD for more information regarding qualifying events.

If you elect our health insurance, you are required to participate in our Short-Term Income Protection and Long-Term Disability Plan (STIP-LTD). You will automatically be enrolled in STIP-LTD upon enrollment in the health plan. The STIP-LTD coverage will be effective the first of the month following six months of employment. The cost of the STIP-LTD plan is 1.01% of your weekly gross, which is separate from your health insurance premium.

Your Costs
Roehl pays the lion’s share of the cost of your health plan coverage, but it’s important for our employees to understand the health plan components as well as their portion of the cost. We have put together a few definitions to help you through the process.

Deductible—The expense you are responsible to pay before the plan begins to pay for covered services. Our health plans have separate deductibles for health and pharmacy. Please note that deductibles do not cross accumulate when using in-network and out-of-network healthcare providers.
Co-insurance—The percentage of eligible expenses that you will be required to pay for certain covered health services.
Co-payments—A set amount that you will pay for certain covered health services. This amount is in addition to your deductible and co-insurance. Co-payments do not apply toward your deductible or out-of-pocket maximum.
Out-of-pocket maximum—The maximum amount that you will pay each calendar year. Please note that out-of-pocket maximums do not accumulate between in-network and out-of-network healthcare providers. Your out-of-pocket maximum does not include co-payments that may apply to certain covered health services.

Preventive Care and Controlling Healthcare Costs
Maintaining a healthy lifestyle is a goal that we should all set for ourselves. Roehl is encouraging all of our employees and their family members to make healthy choices, beginning with an annual wellness exam. For our employees who have been employed with Roehl for over one year and their covered dependents, there are no benefit limits on the Silver or Gold Plans for preventive care. This will allow you to obtain your wellness screenings using in-network providers at no cost to you. For our employees who have been employed with Roehl for less than one year, restrictions apply. Please refer to your Summary Plan Description (SPD) for more information regarding preventive care. The cost of healthcare is high. As a result, health insurance is recognized as one of the most important benefits of employment. We offer these plans to you at extremely favorable rates because we pay the majority of the costs. However, the way you use this benefit can make a huge difference in your out-of-pocket costs. What can you do to help control healthcare costs? Call Anthem BlueCross BlueShield at 844-300-2264 for non-emergency hospital questions, or if you have any concerns or questions regarding what may or may not be covered. Use the Anthem BlueCross BlueShield website (www.anthem.com). We encourage you to use the Anthem website to: Look up doctors in your area that participate in the network. Find a network hospital. Estimate fees. Evaluate your health by completing a confidential Health Assessment. Take advantage of discounted products and services like eyeglasses, health supplies, etc. Obtain health and wellness information. Get benefit details including the status of your claims. Use an in-network provider to save yourself and the plan from significant costs. If you go to a provider outside of the network, you will pay more for your deductible, your co-insurance and your co-payments. There’s a significant financial cost to you as well as to the plan for receiving services outside of the network. Doctors outside of our network have not agreed to limit their rates and may charge more for their services than our network maximums. Our plan may only pay up to 140% of the standard Medicare rate for the service and you’ll have to pay the difference. Please call Anthem at 844-300-2264 or visit them online at www.anthem.com if you need assistance finding a network doctor in your area. Use Emergency Room services only in emergencies. That may seem obvious, but all too often the kid with the runny nose or scraped knee ends up in the Emergency Room. Or, worse yet, people go there for routine care out of convenience. Emergency Room visits are typically 3 to 5 times more expensive than non-emergency room visits for the same problems. Most major clinics offer “Urgent Care” services for non-routine and non-emergency situations. Typically, they don’t require an appointment, and the services are still substantially less expensive than an Emergency Room. Make it a point to know which clinics in your area offer Urgent Care services and what the Urgent Care hours are. Of course, if you have an emergency, by all means go to the Emergency Room. Use our Flexible Spending Account (FSA) to lower the tax bite on dollars you’re using to cover healthcare expenses. Use LiveHealth Online to get connected with U.S. Board Certified doctors while on the go, right from your mobile device. Doctors can answer your questions, make a diagnosis and prescribe basic medications if necessary. To learn more, log onto livehealthonline.com or download the mobile app. Always call Anthem prior to any non-emergency hospital admissions. If you don’t call first, your coverage for the hospital stay will be reduced significantly.By properly managing your healthcare, including choosing doctors within the network, you can help keep costs down for you and for the plan.

Preventive Care and Controlling Healthcare Costs

Maintaining a healthy lifestyle is a goal that we should all set for ourselves. Roehl is encouraging all of our employees and their family members to make healthy choices, beginning with an annual wellness exam. For our employees who have been employed with Roehl for over one year and their covered dependents, there are no benefit limits on the Silver or Gold Plans for preventive care. This will allow you to obtain your wellness screenings using in-network providers at no cost to you. For our employees who have been employed with Roehl for less than one year, restrictions apply. Please refer to your Summary Plan Description (SPD) for more information regarding preventive care.

The cost of healthcare is high. As a result, health insurance is recognized as one of the most important benefits of employment. We offer these plans to you at extremely favorable rates because we pay the majority of the costs. However, the way you use this benefit can make a huge difference in your out-of-pocket costs. What can you do to help control healthcare costs?

Call Anthem BlueCross BlueShield at 844-300-2264 for non-emergency hospital questions, or if you have any concerns or questions regarding what may or may not be covered.

Use the Anthem BlueCross BlueShield website (www.anthem.com). We encourage you to use the Anthem website to:
- Look up doctors in your area that participate in the network.
- Find a network hospital.
- Estimate fees.
- Evaluate your health by completing a confidential Health Assessment.
- Take advantage of discounted products and services like eyeglasses, health supplies, etc.
- Obtain health and wellness information.
- Get benefit details including the status of your claims.

Use an in-network provider to save yourself and the plan from significant costs. If you go to a provider outside of the network, you will pay more for your deductible, your co-insurance and your co-payments. There’s a significant financial cost to you as well as to the plan for receiving services outside of the network. Doctors outside of our network have not agreed to limit their rates and may charge more for their services than our network maximums. Our plan may only pay up to 140% of the standard Medicare rate for the service and you’ll have to pay the difference. Please call Anthem at 844-300-2264 or visit them online at www.anthem.com if you need assistance finding a network doctor in your area.

Use Emergency Room services only in emergencies. That may seem obvious, but all too often the kid with the runny nose or scraped knee ends up in the Emergency Room. Or, worse yet, people go there for routine care out of convenience. Emergency Room visits are typically 3 to 5 times more expensive than non-emergency room visits for the same problems. Most major clinics offer “Urgent Care” services for non-routine and non-emergency situations. Typically, they don’t require an appointment, and the services are still substantially less expensive than an Emergency Room. Make it a point to know which clinics in your area offer Urgent Care services and what the Urgent Care hours are. Of course, if you have an emergency, by all means go to the Emergency Room.

Use our Flexible Spending Account (FSA) to lower the tax bite on dollars you’re using to cover healthcare expenses.

Use LiveHealth Online to get connected with U.S. Board Certified doctors while on the go, right from your mobile device. Doctors can answer your questions, make a diagnosis and prescribe basic medications if necessary. To learn more, log onto livehealthonline.com or download the mobile app.

Always call Anthem prior to any non-emergency hospital admissions. If you don’t call first, your coverage for the hospital stay will be reduced significantly.By properly managing your healthcare, including choosing doctors within the network, you can help keep costs down for you and for the plan.

Health Assessment Discount
Get a discount on the cost of your health insurance! Complete the Health Assessment to get a discount on your weekly medical premiums. This confidential assessment will ask questions to get a snapshot of your current health to pinpoint any at-risk areas. Anthem will provide tips on steps you can take to reduce your health risk as well as information on free programs and tools on anthem.com that can help you live healthier. The assessment is a tool for you. Your information will not be used by Roehl or Anthem to decide if you’re eligible for coverage. Your answers are protected by HIPPA Privacy and Security Rules. If you complete the assessment, you pay $4 less per week for Employee or Employee + Kids Coverage or $10 less per week for Employee + Spouse or Family Coverage. To receive this discount, both you and your spouse (if you have Employee + Spouse or Family Coverage) must complete the assessment. You can complete the assessment at any time during the year. Upon completion, you will receive the discount within three pay periods. Please keep in mind that you must wait until your medical insurance is effective before completing the assessment. If you complete the assessment prior to having coverage, your premium discount will be delayed.

Health Assessment Discount

Get a discount on the cost of your health insurance!

Complete the Health Assessment to get a discount on your weekly medical premiums.
This confidential assessment will ask questions to get a snapshot of your current health to pinpoint any at-risk areas. Anthem will provide tips on steps you can take to reduce your health risk as well as information on free programs and tools on anthem.com that can help you live healthier. The assessment is a tool for you. Your information will not be used by Roehl or Anthem to decide if you’re eligible for coverage. Your answers are protected by HIPPA Privacy and Security Rules.

If you complete the assessment, you pay $4 less per week for Employee or Employee + Kids Coverage or $10 less per week for Employee + Spouse or Family Coverage.

To receive this discount, both you and your spouse (if you have Employee + Spouse or Family Coverage) must complete the assessment.

You can complete the assessment at any time during the year. Upon completion, you will receive the discount within three pay periods.

Please keep in mind that you must wait until your medical insurance is effective before completing the assessment.

If you complete the assessment prior to having coverage, your premium discount will be delayed.

Flexible Spending Account (FSA)
Our FSAs allow you the option of pre-tax pay deductions for unreimbursed health expenses and child/dependent care expenses. By participating in our FSAs, you pay certain health expenses and adult and child dependent care with “UNTAXED” dollars. You save substantial tax dollars and increase your net take home pay. Initial enrollment must be completed prior to the effective date of your coverage and will be effective for the balance of the calendar year. You must re-enroll annually (during open enrollment) if you wish to continue taking advantage of the savings opportunity the plan offers. You can use the FSA for reimbursement of qualifying healthcare expenses not reimbursed by insurance. Some examples of reimbursable expenses are deductibles and co-payments, eye exams, glasses and prescription expenses not covered by the healthcare plan. Eligible expenses are defined by Tax Code Section 213(d). In most instances, expenses related to cosmetic procedures (e.g., teeth bleaching, plastic surgery, etc.) are not eligible for reimbursement. Please check with Anthem if you are not sure if an expense qualifies. The maximum you can contribute for healthcare expenses is $2,550 annually. The FSA also allows you to use pre-tax dollars for dependent care expenses. For example, if you spend $96.15 per week on daycare expenses for a dependent child, using the FSA means that you’ll pay no income tax on $5,000 of your pay in a year! The maximum you can contribute for dependent care is $5,000 annually (or $2,500 if you are married filing separately). Eligible dependents are children under the age of 13 or any disabled adult you claim as a deduction on your personal income tax return. You will receive a debit card to pay for qualifying healthcare expenses. You can order additional cards online, at no charge, for all dependents over the age of 18. If you do not use your debit card for qualifying FSA expenses, you will need a claim form with documentation of the services provided in order to be reimbursed. For dependent care services, you will need a claim form and signed receipt from the provider. Elections cannot be changed or revoked during the plan year without a change in family status. Changes in family status include, but are not limited to marriage, divorce, death of a spouse or dependent, birth or adoption of a child and termination or commencement of a spouse’s employment. The Plan Administrator will determine if your event permits a change or revocation of an election during the plan year. Use it or lose it! You should review your expenses carefully before making an election in order to minimize or eliminate unused benefits at the end of the year. However, if you don’t spend all your dollars within the calendar year (January through December), you can continue to use those dollars for qualified expenses until March 15th. All claims for the plan year must be submitted prior to March 31st. If you’re not able to use all of your money by then, the IRS requires you to forfeit the balance remaining in your account. Please estimate your expenses carefully. By electing to redirect a portion of your salary to your FSA, you essentially “bank” your money in a tax-free account. The money can be used to pay for co-pays, deductibles and other uncovered expenses that you formerly paid with after-tax dollars.

Flexible Spending Account (FSA)

Our FSAs allow you the option of pre-tax pay deductions for unreimbursed health expenses and child/dependent care expenses.

By participating in our FSAs, you pay certain health expenses and adult and child dependent care with “UNTAXED” dollars. You save substantial tax dollars and increase your net take home pay.

Initial enrollment must be completed prior to the effective date of your coverage and will be effective for the balance of the calendar year. You must re-enroll annually (during open enrollment) if you wish to continue taking advantage of the savings opportunity the plan offers.

You can use the FSA for reimbursement of qualifying healthcare expenses not reimbursed by insurance. Some examples of reimbursable expenses are deductibles and co-payments, eye exams, glasses and prescription expenses not covered by the healthcare plan. Eligible expenses are defined by Tax Code Section 213(d). In most instances, expenses related to cosmetic procedures (e.g., teeth bleaching, plastic surgery, etc.) are not eligible for reimbursement. Please check with Anthem if you are not sure if an expense qualifies. The maximum you can contribute for healthcare expenses is $2,550 annually.

The FSA also allows you to use pre-tax dollars for dependent care expenses. For example, if you spend $96.15 per week on daycare expenses for a dependent child, using the FSA means that you’ll pay no income tax on $5,000 of your pay in a year!

The maximum you can contribute for dependent care is $5,000 annually (or $2,500 if you are married filing separately). Eligible dependents are children under the age of 13 or any disabled adult you claim as a deduction on your personal income tax return.
You will receive a debit card to pay for qualifying healthcare expenses. You can order additional cards online, at no charge, for all dependents over the age of 18. If you do not use your debit card for qualifying FSA expenses, you will need a claim form with documentation of the services provided in order to be reimbursed. For dependent care services, you will need a claim form and signed receipt from the provider.

Elections cannot be changed or revoked during the plan year without a change in family status. Changes in family status include, but are not limited to marriage, divorce, death of a spouse or dependent, birth or adoption of a child and termination or commencement of a spouse’s employment. The Plan Administrator will determine if your event permits a change or revocation of an election during the plan year.

Use it or lose it! You should review your expenses carefully before making an election in order to minimize or eliminate unused benefits at the end of the year. However, if you don’t spend all your dollars within the calendar year (January through December), you can continue to use those dollars for qualified expenses until March 15th. All claims for the plan year must be submitted prior to March 31st. If you’re not able to use all of your money by then, the IRS requires you to forfeit the balance remaining in your account. Please estimate your expenses carefully.

By electing to redirect a portion of your salary to your FSA, you essentially “bank” your money in a tax-free account. The money can be used to pay for co-pays, deductibles and other uncovered expenses that you formerly paid with after-tax dollars.

Dental Insurance

Through Delta Dental
Our dental plan is designed to encourage prevention of serious dental problems by helping you pay the cost of routine diagnostic and preventive care, as well as to help pay the expense of major dental repairs or replacement of teeth when needed. Your spouse and dependents are also entitled to receive benefits under the dental plan. Your contribution is paid through pay deduction and will be paid with pre-tax dollars.
If you do not enroll at the time you are hired, you may enroll later during annual open enrollment or if you experience a qualifying event.

Dental - Deductibles
Employee Only Deductible	$50
Family Deductible	$150
Annual Benefit Maximum	$1,000 per person
Lifetime Orthodontic Maximum	$1,000 per person

Dental - Weekly Premiums
Employee	$6.53
Employee + Spouse	$14.74
Employee + Kids	$16.28
Family	$19.55

Dental Plan Summary of Covered Items
Benefit Description	Annual Deductible	Plan Pays	Additional Limitations and Explanations
Preventive Services	No	100%	Subject to the annual benefit maximum
Basic Services	Yes	80%	Subject to annual benefit maximum
Orthodontic Services	No	50%	Subject to the lifetime orthodontic maximum For dependents through age 19 only Orthodontia expenses do not apply to the annual deductible or benefit maximum

Vision Insurance

Through Avesis
The vision plan is designed to help cover the expense of exams, lenses, contacts, etc. Your cost will be paid through pay deduction and will be paid with pre-tax dollars. Your spouse and dependents are also entitled to receive benefits under the vision plan.
If you do not enroll at the time you are hired, you may enroll later during annual open enrollment or if you experience a qualifying event.

Vision - Co-Pays
Comprehensive Exam	$10
Materials	$10

Vision - Weekly Premiums
Employee Only	$1.33
Employee + Spouse	$2.32
Employee + Kids	$2.79
Family	$3.56

Vision - Benefit Frequency for Each Covered Individual
Comprehensive Exam	1 exam every 12 months
Spectacle Lenses	1 pair every 12 months
Frames	1 pair every 12 months
Contact Lenses	1 pair every 12 months (in lieu of eye glasses

Short-Term Income Protection (STIP) and Long-Term Disability (LTD) Plans

These plans provide a benefit if you suffer a non-occupational injury or illness that prevents you from working. The plans are divided into short-term and long-term coverage, but you pay only one premium for both. The short-term coverage is through the Short-Term Income Protection Plan (STIP), which the insurance administrator calls Short-Term Disability (STD). The long-term coverage is through the Long-Term Disability Plan (LTD). (Please recognize that the term “disability” is an insurance company product label.)

• The premium is 1.01% of your gross weekly pay and is paid through pay deduction with pre-tax dollars.
• This coverage is effective on the first day of the month following six months of continuous employment.
• A loss of professional certification or licensure does not necessarily qualify one for STIP coverage.
• The STIP plan has a pre-existing condition provision which is defined as a sickness or accidental injury for which, during the 3 months immediately before the effective date of your insurance, you did one or more of the following:

Received medical treatment, care, services or advice.
Took prescribed drugs or had medications prescribed.
Experienced related or resulting symptoms or aggravations, which would be a reasonable cause for an ordinarily prudent person to seek diagnosis, care or treatment from a doctor or healthcare facility.

Please keep this in mind when using the STIP plan.

LTD Options
We offer our drivers the option to choose from two Long- Term Disability programs. Both programs offer the same benefit and you may select the duration of the benefit.

LTD Option 1—Your maximum benefit duration is two years.
LTD Option 2—Your maximum benefit duration is five years.
Electing Option 2 will increase your STIP-LTD premium by 0.13%.

Short-Term Income Protection & Long-Term Disability Plans Summary

	Short-Term Income Protection	Long-Term Disability
Waiting Period - Injury	0 Days	6 Months
Waiting Period - Illness	7 Days	6 Months
Maximum Benefit Duration	26 Weeks	Depends on the LTD option purchased. Refer to your SPD.
Benefit Amount	50% of the employee's weekly salary or wage	60% of the employee's monthly salary or wage to a maximum of $6000 per month

Keep in mind that if you elect our health insurance, you will automatically be enrolled in Short-Term Income Protection and Long-Term Disability coverage. If you do not elect our health insurance, you will need to enroll in this benefit to be covered.
If you are unable to work because of a work-related or non-work-related illness or injury, Roehl will continue to pay the company portion of your health insurance cost for the first 12 weeks you are off work within a 12-month period. As an employee, you will only be responsible for your share of the health insurance cost for the first 12 weeks.
If you are off work for more than 12 weeks within any 12-month period, you will be responsible for the full cost of your health insurance coverage.

Obstructive Sleep Apnea (OSA) Benefit Plan
We are excited to provide you with a unique health and wellness benefit program aimed at diagnosing and treating Obstructive Sleep Apnea (OSA). What is OSA? OSA is a condition in which the flow of air pauses or decreases during breathing while you are asleep because the airway has become narrowed, blocked or floppy. Left untreated, OSA can contribute to a whole host of health problems not the least of which is being fatigued. We do not want you—particularly drivers—to be fatigued. We are pleased to offer this unique and cost-effective benefit to you to combat OSA. This benefit plan is outside of our health insurance plan, however participation will have a positive impact for you within our health plan. Treatment of OSA Using the Roehl Obstructive Sleep Apnea Benefit Plan If you’re diagnosed as having OSA, you’ll need to have a treatment plan in order to be a professional heavy duty truck driver with us. There are two common treatments of OSA; one is to wear a Continuous Positive Airway Pressure (CPAP) mask/machine. A more advanced method of treatment is the use of an automatic positive airway pressure machine also called Auto PAP (APAP). An APAP machine automatically varies airway pressure to prevent and/or correct sleep disordered breathing events. We assess each new driving employee and drivers completing a recertification physical to determine if they should be tested for OSA. If a test is needed, we provide you with the test to determine if you suffer from OSA. As a benefit to you, we pay for the cost of this test. The test is easy to do—you simply sleep as you normally would—only for the test you’ll be wearing a small, unobtrusive oximeter/pulsemeter on your hand, which provides data our medical team of sleep specialists uses to diagnose if you have OSA. Our team of physician sleep specialists works with the medical staff that completed your medical evaluation review form or with our Medical Director to develop a treatment plan for you. To facilitate your treatment plan we have selected a specialty company that is an expert provider of APAP machines and fitting services. A fitting specialist will provide you with a mask and expertly fit that mask to you. The specialist will instruct you on the use of the mask and how to report compliance with the treatment plan. Compliance monitoring is a key component of an effective treatment plan, and the machines we’ve sourced provide compliance data. We have negotiated preferred pricing for you from the APAP machine provider. We receive no compensation or commission from the provider. You can do your own research and select your own provider, but that will undoubtedly slow down the treatment plan process. We will share in paying the cost of the machine with you as long as you remain employed with us. We will also allow you to pay for the machine through pay deduction as long as you remain employed with us. We do not pay equipment costs for providers other than those we have negotiated with and made part of this program. The cost of the machine and related pieces and parts is $1,380. OSA Benefit Plan Costs We’ll pay $600 toward the cost of the machine (as long as you remain employed). You are responsible for the remaining balance of $780 as long as you remain employed. If you leave our employment, you assume full responsibility for the entire cost of the machine excluding the amount that you have already paid (i.e. $1,380 minus what you’ve already paid). You don’t have to pay your portion of cost in a lump sum. You can pay the portion of cost for the machine that is your responsibility through pay deduction. You’ll be offered this option at the time your treatment plan is developed. If you are enrolled (or become enrolled) in our health plan, we will apply $780 toward your health insurance deductible. Wireless monitoring—$68 per year enrollment fee. This allows our team of respiratory therapists to monitor your compliance, answer questions regarding treatment and provide additional assistance as necessary. OSA Benefit Plan Administration This program is administered by our Safety Department, our Orientation & Driver Development Department and our Driver Pay Services Department. New employees enter the program during Orientation or during Phase 1 of our Safety and Job Skills Training Program. Current employees will enter the program as you complete your medical recertification process or otherwise become informed of the need to treat your OSA.

Obstructive Sleep Apnea (OSA) Benefit Plan

We are excited to provide you with a unique health and wellness benefit program aimed at diagnosing and treating Obstructive Sleep Apnea (OSA).

What is OSA?
OSA is a condition in which the flow of air pauses or decreases during breathing while you are asleep because the airway has become narrowed, blocked or floppy. Left untreated, OSA can contribute to a whole host of health problems not the least of which is being fatigued. We do not want you—particularly drivers—to be fatigued.
We are pleased to offer this unique and cost-effective benefit to you to combat OSA. This benefit plan is outside of our health insurance plan, however participation will have a positive impact for you within our health plan.

Treatment of OSA Using the Roehl Obstructive Sleep Apnea Benefit Plan
If you’re diagnosed as having OSA, you’ll need to have a treatment plan in order to be a professional heavy duty truck driver with us. There are two common treatments of OSA; one is to wear a Continuous Positive Airway Pressure (CPAP) mask/machine. A more advanced method of treatment is the use of an automatic positive airway pressure machine also called Auto PAP (APAP). An APAP machine automatically varies airway pressure to prevent and/or correct sleep disordered breathing events.
We assess each new driving employee and drivers completing a recertification physical to determine if they should be tested for OSA. If a test is needed, we provide you with the test to determine if you suffer from OSA. As a benefit to you, we pay for the cost of this test. The test is easy to do—you simply sleep as you normally would—only for the test you’ll be wearing a small, unobtrusive oximeter/pulsemeter on your hand, which provides data our medical team of sleep specialists uses to diagnose if you have OSA.
Our team of physician sleep specialists works with the medical staff that completed your medical evaluation review form or with our Medical Director to develop a treatment plan for you.

To facilitate your treatment plan we have selected a specialty company that is an expert provider of APAP machines and fitting services. A fitting specialist will provide you with a mask and expertly fit that mask to you. The specialist will instruct you on the use of the mask and how to report compliance with the treatment plan. Compliance monitoring is a key component of an effective treatment plan, and the machines we’ve sourced provide compliance data.

We have negotiated preferred pricing for you from the APAP machine provider. We receive no compensation or commission from the provider.
You can do your own research and select your own provider, but that will undoubtedly slow down the treatment plan process. We will share in paying the cost of the machine with you as long as you remain employed with us. We will also allow you to pay for the machine through pay deduction as long as you remain employed with us. We do not pay equipment costs for providers other than those we have negotiated with and made part of this program.

The cost of the machine and related pieces and parts is $1,380.

OSA Benefit Plan Costs

We’ll pay $600 toward the cost of the machine (as long as you remain employed).
You are responsible for the remaining balance of $780 as long as you remain employed. If you leave our employment, you assume full responsibility for the entire cost of the machine excluding the amount that you have already paid (i.e. $1,380 minus what you’ve already paid).

You don’t have to pay your portion of cost in a lump sum. You can pay the portion of cost for the machine that is your responsibility through pay deduction. You’ll be offered this option at the time your treatment plan is developed.

If you are enrolled (or become enrolled) in our health plan, we will apply $780 toward your health insurance deductible.

Wireless monitoring—$68 per year enrollment fee. This allows our team of respiratory therapists to monitor your compliance, answer questions regarding treatment and provide additional assistance as necessary.

OSA Benefit Plan Administration
This program is administered by our Safety Department, our Orientation & Driver Development Department and our Driver Pay Services Department. New employees enter the program during Orientation or during Phase 1 of our Safety and Job Skills Training Program. Current employees will enter the program as you complete your medical recertification process or otherwise become informed of the need to treat your OSA.

Life Insurance
Basic Your life insurance plan is designed to provide financial protection for you and your family. Coverage under this program is available for employees; spouse and dependent coverage can be obtained through our voluntary benefits program. You are covered by a life insurance benefit of $10,000 with additional coverage for the same amount in the event of accidental death or dismemberment. The cost of this benefit is paid by us. Life insurance benefits end on the date your employment with the company ends. You may convert this insurance to an individual life insurance policy if any part of your Life Insurance under the Group Policy stops. Proof of good health is not required. You must exercise your conversion privilege by applying and paying the first premium for your individual policy within 31 days after any part of your insurance stops. Voya must be notified directly of your intent to convert your policy and Voya will provide the conversion form to complete and return. Supplemental Term Life Insurance. Offered by Voya Financial You may elect supplemental life insurance in increments of $10,000 to a maximum of $500,000. You may need to provide evidence of good health that is satisfactory to the life insurance company prior to the coverage becoming effective. New hires may elect up to $150,000 without medical underwriting. In addition, you may elect supplemental life coverage for your spouse in increments of $5,000 to a maximum of $250,000. You cannot exceed 50% of the coverage amount you elected for yourself. Evidence of good health that is satisfactory to the life insurance company may be required prior to the coverage becoming effective. New hires may elect up to $20,000 in supplemental life on their spouse without medical underwriting. Supplemental life coverage may also be elected for dependent children between the ages of 6 months and 26 years in the amount of $10,000. You or your insured dependent may convert this insurance to an individual life insurance policy if any part of your or your insured dependent’s Life Insurance under the Group Policy stops. Proof of good health is not required. You must exercise your conversion privilege by applying and paying the first premium for your individual policy within 31 days after any part of your or your insured dependent’s insurance stops. Voya must be notified directly of your intent to convert your policy and Voya will provide the conversion form to complete and return.

Life Insurance

Basic

Your life insurance plan is designed to provide financial protection for you and your family. Coverage under this program is available for employees; spouse and dependent coverage can be obtained through our voluntary benefits program. You are covered by a life insurance benefit of $10,000 with additional coverage for the same amount in the event of accidental death or dismemberment. The cost of this benefit is paid by us. Life insurance benefits end on the date your employment with the company ends.
You may convert this insurance to an individual life insurance policy if any part of your Life Insurance under the Group Policy stops. Proof of good health is not required. You must exercise your conversion privilege by applying and paying the first premium for your individual policy within 31 days after any part of your insurance stops. Voya must be notified directly of your intent to convert your policy and Voya will provide the conversion form to complete and return.

Supplemental Term Life Insurance.

Offered by Voya Financial
You may elect supplemental life insurance in increments of $10,000 to a maximum of $500,000. You may need to provide evidence of good health that is satisfactory to the life insurance company prior to the coverage becoming effective. New hires may elect up to $150,000 without medical underwriting.

In addition, you may elect supplemental life coverage for your spouse in increments of $5,000 to a maximum of $250,000. You cannot exceed 50% of the coverage amount you elected for yourself. Evidence of good health that is satisfactory to the life insurance company may be required prior to the coverage becoming effective. New hires may elect up to $20,000 in supplemental life on their spouse without medical underwriting.
Supplemental life coverage may also be elected for dependent children between the ages of 6 months and 26 years in the amount of $10,000.

You or your insured dependent may convert this insurance to an individual life insurance policy if any part of your or your insured dependent’s Life Insurance under the Group Policy stops. Proof of good health is not required. You must exercise your conversion privilege by applying and paying the first premium for your individual policy within 31 days after any part of your or your insured dependent’s insurance stops. Voya must be notified directly of your intent to convert your policy and Voya will provide the conversion form to complete and return.

Employee Assistance Plan (EAP)
ComPsych® GuidanceResources® is a no-cost assistance program that provides support, resources and information for personal and work-life issues. This program is available to Roehl employees as well as their dependents. ComPsych® GuidanceResources® provides no-cost counseling services with experienced GuidanceConsultants® who will listen to your concerns and refer you to telephonic counseling and other resources. Our EAP also offers an online tool, GuidanceResources® Online, which can provide you with expert information on issues that matter to you. To contact our Employee Assistance Program, call 877-533-2363 or log into www.guidanceresources.com and enter company ID MY5848i.

Employee Assistance Plan (EAP)

ComPsych® GuidanceResources® is a no-cost assistance program that provides support, resources and information for personal and work-life issues. This program is available to Roehl employees as well as their dependents.

ComPsych® GuidanceResources® provides no-cost counseling services with experienced GuidanceConsultants® who will listen to your concerns and refer you to telephonic counseling and other resources. Our EAP also offers an online tool, GuidanceResources® Online, which can provide you with expert information on issues that matter to you.

To contact our Employee Assistance Program, call 877-533-2363 or log into www.guidanceresources.com and enter company ID MY5848i.

401(k)

The Roehl 401(k) plan makes long-term saving easy and profitable in a number of ways:

You can save from 1% to 40% of your wages.
Your 401(k) savings are deducted from your paycheck on a pre-tax basis, lowering your current tax bill.
You pay no income taxes on your 401(k) contributions, company profit-sharing contributions or any investment earnings as long as the money stays in the plan.
You may choose to contribute after-tax dollars through a 401(k) ROTH account. Upon retirement age, all withdrawals from your ROTH account would be tax free.
You decide how to invest your retirement savings from a number of investment funds.
Because of the size of Roehl’s retirement plan we are able to offer mutual fund share classes with much lower management fees than we, as individual investors, have access to. The returns on the funds you are invested in are reported net of these asset management fees.
Through the loan provision, you may borrow up to 50% of your vested account balance as long as you remain employed with Roehl.

The Empower Retirement helpline is available Monday - Friday 7:00 a.m. to 9:00 p.m. central time at 888-846-4015. They can answer your questions and explain options even if you’re not yet enrolled in the plan. You can also review your account on the web at www.Empowermyretirement.com

Here is an overview of the plan provisions. Please refer to your Summary Plan Description (SPD) booklet for more detailed information. The SPD is sent to you upon your 401(k) eligibility date.

Eligibility—You become eligible for the 401(k) program on the first day of the month following 60 days of employment.
Enrollment—You will automatically be enrolled on the first of the month following 90 days of employment if you do not opt out or change your percentage. A notice will be sent regarding this several weeks before the deduction begins.
Pay deferrals—New employees will automatically be enrolled in the 401(k) plan at a rate of 4% of their gross pay. Each subsequent year on July 1, an automatic increase occurs of 1% (up to a maximum of 8%). You may elect to stop or change your deferral percentage at any time during the year. To do so, contact Empower Retirement listed above or log onto www.Empowermyretirement.com. Once you have made a change to your deferral percentage, any scheduled automatic deferral increases no longer apply to you. You will receive instructions on how to make these changes several weeks before your eligibility date.
Catch-up provision—If you will be 50 years of age or older by December 31st, you are eligible to defer even greater amounts into your 401(k). Call the 401(k) Benefits Helpline for details.
Investment of 401(k) contributions—You have many investment options, ranging from lower potential risk/return to higher potential risk/return. Investment changes can be made daily. If you do not make an investment election, your 401(k) deferrals will default to your age appropriate T. Rowe Price Target Date fund.
Loans—You may borrow money from your account. The minimum loan is $1,000 and the maximum is generally 50% of your vested account balance. The interest rate is the current prime rate plus one percent. Repayment of principle and interest is handled through payroll deduction. There is a $150 fee to handle the loan paperwork, which will be deducted from your loan check.
Hardship withdrawals—In certain extraordinary circumstances you can withdraw money from your 401(k) account, provided you are still employed and under age 59½.
In-service withdrawals – Once you reach the age of 59½ you may make one in-service withdrawal per year while still employed with the company.

Rollover

Rolling over your retirement savings account balance from your previous employer to our 401(k) Profit Sharing Plan & Trust could be a smart move! By consolidating your plans, you can manage your account at one location. You will find roll over forms by logging on to www.Empowermyretirement.com and then click on My Accounts, the select Plan Forms.

Just complete the following four easy steps:

Step 1—Review the list below and determine the source of your rollover.

Qualified retirement plan (pretax only, no after-tax)
403(b) plan
457 governmental plan
Conduit IRA (Traditional IRAs consisting solely of amounts from a qualified retirement plan)
Other IRA (Traditional IRAs only, no ROTH IRAs or educational savings accounts)
Money you roll over must be part of an eligible rollover distribution. You cannot roll over hardship distributions, required minimum distributions and certain extended installment distributions. You cannot make in-kind rollovers or rollovers of company stock. If you have questions about what money may be rolled over, please contact Empower Retirement at 888-846-4015.

Step 2 - Request a distribution from your previous plan.

Have the prior company or IRA provider mail the distribution check to your home address.

The check should be made payable to:

Roehl Transport, Inc.

401(k) Profit Sharing & Plan Trust

(194556-01) For the benefit of (Fill in Your Name)

If the distribution from your prior plan was paid directly to you (i.e. the distribution check was made payable to you with taxes withheld and not to a rollover institution for your benefit), include a copy of the distribution statement that accompanied your check or include similar documentation from a financial institution showing the date, tax withholding and amount of the distribution. After-tax contributions are not allowed for an indirect rollover. Your rollover must be invested within 60 days from when you received the check. Please submit a certified check, cashier’s check or money order made payable to Empower Retirement. No personal checks are accepted.

Step 3 - Mail to Empower

Mail your completed rollover application, rollover certification and distribution check to:

Great - West Trust Company, LLC

P.O. Box 561148

Denver, CO 80256 - 1148

Express Mail:

US Bank

Attn: Great-West Retirement Svcs

10035 E 40th Ave

Lockbox #561148

Denver, CO 80238

If you have any questions, please call Empower Retirement at 888-846-4015.

For account information and investment education, visit us at www.Empowermyretirement.com.

Profit Sharing
One of the rewards of a successful year is the additional money you receive through the profit sharing plan. When we have a profitable year, the executive leadership group makes a decision on the contribution to the profit sharing plan. We have made a profit sharing contribution every year for the past 30 years. We’re proud to provide this additional reward to you based upon the success of the entire team. Effective 1/2/2015, you become eligible for profit sharing after six months and at least 1,000 hours of service. Entry dates to the profit sharing plan are January 1 and July 1. You will automatically be enrolled in profit sharing once you become eligible. You must have worked at least 1,000 hours in the year for which the contribution is being made and you must be employed and at least 21 years old on December 31 of such year. Your profit sharing contributions will be invested in the same funds you have elected for your 401(k) deferrals. If you have not made an investment election for your 401(k) deferrals, your profit sharing contributions will be invested into your age appropriate T. Rowe Price Target Date fund.

Profit Sharing

One of the rewards of a successful year is the additional money you receive through the profit sharing plan. When we have a profitable year, the executive leadership group makes a decision on the contribution to the profit sharing plan. We have made a profit sharing contribution every year for the past 30 years. We’re proud to provide this additional reward to you based upon the success of the entire team.

Effective 1/2/2015, you become eligible for profit sharing after six months and at least 1,000 hours of service. Entry dates to the profit sharing plan are January 1 and July 1. You will automatically be enrolled in profit sharing once you become eligible.

You must have worked at least 1,000 hours in the year for which the contribution is being made and you must be employed and at least 21 years old on December 31 of such year.
Your profit sharing contributions will be invested in the same funds you have elected for your 401(k) deferrals. If you have not made an investment election for your 401(k) deferrals, your profit sharing contributions will be invested into your age appropriate T. Rowe Price Target Date fund.

Workers' Compensation Insurance
Workers’ compensation insurance provides compensation for most medical expenses resulting from illness, injury or death incurred while performing your job. It also provides partial payment of your wages for time lost from your job as a result of a work-related injury. Any illness or injury that occurs due to job-related cause must be reported to the Safety Department or your Fleet Manager immediately and a Personal Injury Report must be completed. Personal Injury Report forms can be obtained from the Safety Department.

Workers' Compensation Insurance

Workers’ compensation insurance provides compensation for most medical expenses resulting from illness, injury or death incurred while performing your job. It also provides partial payment of your wages for time lost from your job as a result of a work-related injury.

Any illness or injury that occurs due to job-related cause must be reported to the Safety Department or your Fleet Manager immediately and a Personal Injury Report must be completed. Personal Injury Report forms can be obtained from the Safety Department.

Vacation and Holidays

Vacation

Time off from work is important to you and to us. When you use your paid vacation time for leisure activities, it’s a refreshing change and will help you maintain your focus when you return to work.
Drivers
You are eligible for paid vacation after you have worked 52 weeks. Vacation time will be credited to you when the 52-week period you worked is completed. If you are an over-the-road driver in a National or Regional Fleet, you’ll earn vacation time as shown in this table:

Vacation
After 1 year	1 week
After 2 years	2 weeks
After 8 years	3 weeks
After 20 years	4 weeks
Vacation pay per week will be 1.5% of your total gross wages (0.015 times your wage) for the 52 weeks since your anniversary date. Vacation is paid in one week increments.

If you are on a dedicated or HOMEtime PLUS™ Fleet, please contact your fleet manager to determine how your vacation time accrues. You do not earn vacation while on the 7/7 HOMEtime PLUS Fleet™ or while you are off work for any disability, worker’s compensation or family leave.
Vacations must be scheduled and approved in advance through your Fleet Manager. Keep in mind that vacations during certain periods, such as the middle portion of any month, have less impact on our operation and are more likely to be approved.
If you have not used vacation time within one year of its earn date, you may choose to “cash out” (be paid for) the vacation time instead of taking it. You can’t cash out vacation earlier than one year after the date it was credited. For example, if you were hired on June 3, 2016, and you work 52 consecutive weeks, you’ll be credited with a week of vacation time on June 3, 2017. If you have not used it by June 3, 2018, you can choose to save it for another year or cash it out.

Other Than Driving Jobs
Paid time off is covered in your employee handbook.

Holidays

Drivers
You become eligible to receive holiday pay on the first of the month following one year of full-time employment.
Holiday pay is $60 and is paid on these days:

New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas DayIf you work on a holiday, you will be paid $60 holiday pay in addition to whatever you have earned for the day. If a holiday falls in a week that you are taking vacation, you will be paid for both the holiday and the vacation time.
You must be available for work on the day before and the day after the holiday to receive holiday pay. Holiday pay eligibility for drivers in the HOMEtime Plus™ fleets (7-On/4-Off--7/On/3-Off and 14-On/7-Off) varies by fleet and work schedule. Employees on the 7/7 HOMEtime Plus™ fleet are not eligible for holiday pay.

Other Than Driving Jobs
Holiday schedules and holiday pay are covered in your employee handbook.

Voluntary Insurance Benefits

Voluntary Accident Insurance

Offered by Aflac
After an accident, you may have expenses you’ve never thought about. Can your finances handle them? It’s reassuring to know that an accident insurance plan can be there for you through the many stages of care, from the initial emergency treatment or hospitalization, to follow-up treatments or physical therapy. Group Accident insurance from Aflac helps with out-of-pocket costs that arise when you have a covered accident such as a fracture, dislocation, or laceration.

Benefits:

More than 50 events that trigger benefits payments, including Fractures, Dislocations, Ambulance, and Physical Therapy, among others.
Medical Fees Benefit
Accidental-Death Benefit
Hospital Admission Benefit
Hospital Confinement Benefit
Guaranteed-issue coverage (which means you may qualify for coverage without having to answer health questions)
Portable coverage that allows you to retain coverage at the same rate if your employment status changes (with certain stipulations)The Aflac coverage described on this site is subject to plan limitations, exclusions, definitions, and provisions. For detailed information, please see the plan brochure, as this site is intended to provide a general summary of the coverage. This overview is subject to the terms, conditions, and limitations of the plan.
Continental American Insurance Company (CAIC), a proud member of the Aflac family of insurers, is a wholly owned subsidiary of Aflac Incorporated and underwrites group coverage. CAIC is not licensed to solicit business in New York, Guam, Puerto Rico, or the Virgin Islands.

Voluntary Critical Illness Insurance

Offered by Aflac
The Aflac group Critical Illness insurance plan can help with the treatment costs of covered critical illnesses, such as a heart attack or a stroke. More importantly, the plan helps you focus on recuperation instead of the distraction and stress over the costs of medical and personal bills. With group Critical Illness insurance from Aflac, you receive cash benefits directly (unless otherwise assigned)—giving you the flexibility to help pay bills related to treatment or to help with everyday living expenses.

Benefits:

Lump-sum benefit for a covered critical illness such as: heart attack, stroke, major organ transplant, and Kidney failure (end-stage renal failure).
Benefit for the same critical illness after the first when the two dates of diagnoses are separated by at least 6 consecutive months, and the new critical illness is not contributed to or caused by a critical illness for which benefits have been paid.The Aflac coverage described on this site is subject to plan limitations, exclusions, definitions, and provisions. For detailed information, please see the plan brochure, as this site is intended to provide a general summary of the coverage. This overview is subject to the terms, conditions, and limitations of the plan.
Continental American Insurance Company (CAIC), a proud member of the Aflac family of insurers, is a wholly owned subsidiary of Aflac Incorporated and underwrites group coverage. CAIC is not licensed to solicit business in New York, Guam, Puerto Rico, or the Virgin Islands.

Voluntary Universal LifeEvents Insurance

Offered by Trustmark
LifeEvents provides a death benefit to your beneficiaries if you pass away, but also builds cash value and features living benefits for long-term care. It pays a higher death benefit during your working years when expenses are high and you need maximum protection. Then, at age 70 when your financial needs are lower, your death benefit reduces to one-third 1.”
Living Benefits*
Long Term/Convalescent Care Benefit (LTC) 2 pays 4% of your death benefit for up to 25 months 3 for home healthcare, assisted living, nursing home care and adult day care. There is a 90-day elimination period before benefit can be paid. To receive benefits you must meet Conditions of Eligibility for Benefits. The LTC benefit does not reduce at age 70.

Universal LifeEvents Features
Feature	Description
Lifelong Protection	Provides coverage that will last your lifetime.
Family Coverage	Apply for your spouse even if you choose not to participate. Dependent children and grandchildren can also be covered under a Universal Life Policy.
Terminal Illness Benefit	Accelerates up to 75 percent of your death benefit if your doctor determines your life expectancy is 24 months or less.
Guaranteed Renewable	Guaranteed coverage, as long as your premiums are paid. Your premium may change if the premium for all policies in your class changes.

Separately Priced Benefits
LifeEvents also provides separately priced benefits.

Children’s Term: Covers newborns to age 23 and is convertible to Universal Life insurance without evidence of insurability.
EZ Value*: Automatically raises your benefits to keep pace with your increasing needs, without additional underwriting.”* Benefits may not be available in all states or may be named differently. Please consult your policy for all details.
1 Death benefit reduces to one-third at the latter of age 70 or the 15th policy anniversary. Issue age is 18-64. 2 The LTC/Convalescent Care Benefit is an acceleration of the death benefit and is not Long-Term Care Insurance. Payments reduce the death benefit. Benefits begin to pay after 90 days of confinement or services, and to qualify you must meet conditions of eligibility for benefits. Preexisting condition limitation may apply. In New York, once benefits begin, they cover the period retroactive to the first day you received care. 3 In Minnesota and New York, total benefits cannot exceed the death benefit amount.
Plan Form GUL/IUL.205 is underwritten by Trustmark Insurance Company, Lake Forest, Illinois.
In New York, IUL.205 NY R7-09; Convalescent Care Rider; HH/LTC.205 (I) NY ; ABR.205 (I) NY; and CT.205 (I) NY are underwritten by Trustmark Life Insurance Company of New York, Albany, New York.

Other FAQs
Q: My spouse is offered insurance through his/her employer. Can I add them to my medical insurance? A: If your spouse is eligible for medical insurance through his/her employer, they must take that coverage in order to receive secondary coverage under the Roehl plan. The costs incurred may outweigh the benefits of having secondary coverage through Roehl. Q: I want to cancel my medical, dental, and vision. How do I do that? A: In order to cancel your coverage outside of Open Enrollment, the IRS requires that you experience a qualifying life event. The following situations are considered qualifying life events: Marriage, divorce, or legal separation Birth, adoption of a child or qualified stated child support order Death of a family member Change in spouse’s employment status Involuntary loss of benefit coverage Ineligibility of a child (e.g., your child becomes “over-age”)If you experience one of these events and wish to make changes to your benefit coverage, you must call your Pay Services Representative within 30 days. After 30 days have passed, you will need to wait until the next open enrollment to make changes. Q: I’m eligible for Medicare because I am turning 65. Which plan would be primary? A: Your Roehl plan would be primary, Medicare secondary. Q: My children are going out of state for college. Will they still be covered? A: Yes, the Anthem BlueCross BlueShield network provides coverage through the Blue network nationally. To find an in-network provider in their area, complete a provider search on www.anthem.com. Dependent children can remain on our insurance until age 26. Q: Can I change plans in the middle of the year? A: In order to change plans in the middle of the year, the IRS requires that you experience a qualifying life event. The following situations are considered qualifying life events: Marriage, divorce, or legal separation Birth, adoption of a child or a qualified stated child support order Death of a family member Change in spouse’s employment status Involuntary loss of benefit coverage Ineligibility of a child (e.g., your child becomes “over-age”)If you experience one of these events and wish to make changes to your benefit coverage, you must call your Pay Services Representative within 30 days. After 30 days have passed, you will need to wait until the next open enrollment to make changes. Q: My child is turning 26. When will their coverage end? A: Your child’s coverage will end at midnight on the last day of the month in which they turn 26. Q: How do I take the Health Assessment? A: To complete the Health Assessment register on www.anthem.com. Once registered, select “Health & Wellness” followed by “Take my HA now.” Detailed instructions on registering and completing the assessment can be found at TeamRoehl.com. Q: In order to receive the discount, who needs to complete the Health Assessment? How much is the discount? A: If you have Employee or Employee + Children coverage, only the employee will need to complete the assessment. The premium discount for completion is $4 per week. If you have Employee + Spouse or Family coverage, both the employee and their spouse must complete it. The premium discount for those coverage tiers is $10 per week. Q: I see a deduction for STIP-LTD on my payroll. What is this? A: This deduction is for the Short-Term Income Protection and Long-Term Disability plan. If you elect medical coverage through Roehl, you are required to participate in this plan and are automatically enrolled in it upon enrollment in the medical plan. This coverage becomes effective the first of the month following six months of employment. Q: I did not elect the 401(k), but it is being deducted from my payroll. Why is this? A: You become eligible for the 401(k) following 60 days of employment. You are automatically enrolled the first of the month following 90 days of employment if you do not opt out or change your percentage to something other than 4%.

Other FAQs

Q: My spouse is offered insurance through his/her employer. Can I add them to my medical insurance?
A: If your spouse is eligible for medical insurance through his/her employer, they must take that coverage in order to receive secondary coverage under the Roehl plan. The costs incurred may outweigh the benefits of having secondary coverage through Roehl.

Q: I want to cancel my medical, dental, and vision. How do I do that?
A: In order to cancel your coverage outside of Open Enrollment, the IRS requires that you experience a qualifying life event. The following situations are considered qualifying life events:

Marriage, divorce, or legal separation
Birth, adoption of a child or qualified stated child support order
Death of a family member
Change in spouse’s employment status
Involuntary loss of benefit coverage
Ineligibility of a child (e.g., your child becomes “over-age”)If you experience one of these events and wish to make changes to your benefit coverage, you must call your Pay Services Representative within 30 days. After 30 days have passed, you will need to wait until the next open enrollment to make changes.

Q: I’m eligible for Medicare because I am turning 65. Which plan would be primary?
A: Your Roehl plan would be primary, Medicare secondary.

Q: My children are going out of state for college. Will they still be covered?
A: Yes, the Anthem BlueCross BlueShield network provides coverage through the Blue network nationally. To find an in-network provider in their area, complete a provider search on www.anthem.com.
Dependent children can remain on our insurance until age 26.

Q: Can I change plans in the middle of the year?
A: In order to change plans in the middle of the year, the IRS requires that you experience a qualifying life event. The following situations are considered qualifying life events:

Marriage, divorce, or legal separation
Birth, adoption of a child or a qualified stated child support order
Death of a family member
Change in spouse’s employment status
Involuntary loss of benefit coverage
Ineligibility of a child (e.g., your child becomes “over-age”)If you experience one of these events and wish to make changes to your benefit coverage, you must call your Pay Services Representative within 30 days. After 30 days have passed, you will need to wait until the next open enrollment to make changes.

Q: My child is turning 26. When will their coverage end?
A: Your child’s coverage will end at midnight on the last day of the month in which they turn 26.

Q: How do I take the Health Assessment?
A: To complete the Health Assessment register on www.anthem.com. Once registered, select “Health & Wellness” followed by “Take my HA now.” Detailed instructions on registering and completing the assessment can be found at TeamRoehl.com.

Q: In order to receive the discount, who needs to complete the Health Assessment? How much is the discount?
A: If you have Employee or Employee + Children coverage, only the employee will need to complete the assessment. The premium discount for completion is $4 per week. If you have Employee + Spouse or Family coverage, both the employee and their spouse must complete it. The premium discount for those coverage tiers is $10 per week.

Q: I see a deduction for STIP-LTD on my payroll. What is this?
A: This deduction is for the Short-Term Income Protection and Long-Term Disability plan. If you elect medical coverage through Roehl, you are required to participate in this plan and are automatically enrolled in it upon enrollment in the medical plan. This coverage becomes effective the first of the month following six months of employment.

Q: I did not elect the 401(k), but it is being deducted from my payroll. Why is this?
A: You become eligible for the 401(k) following 60 days of employment. You are automatically enrolled the first of the month following 90 days of employment if you do not opt out or change your percentage to something other than 4%.

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