BENEFITS PROGRAM - RailWorks Benefits Program... · All eligible non-union full time employees may elect to enroll in the Basic Plan or CDHP ... three categories: Company-Paid Benefits,

BENEFITS PROGRAM

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Table of Contents Welcome 1

Plan Introduction 2

Plan Notes 3

Medical Benefits 4

Medical Plan Summary 5

Health Savings Account (HSA) 6

Health Care FSA 7

Dental Benefits 8

Vision Benefits 9

Life and AD&D Insurance 10

Disability Benefits 11

Employee Assistance Program 13

Decision Guide 14

Important Laws and Notices 15 - 16

Contact Information 17

Cigna Telehealth Connection 12

Welcome

RailWorks Corporation recognizes that its success is dependent upon dedicated, hardworking employees. Your daily contributions truly do

make a difference. We appreciate your dedication and are proud to offer you and your family a Benefits Program that is valuable, flexible

and competitive.

Annual Open Enrollment

The annual open enrollment for the 2017 plan year begins on Monday, November 7th and ends on Friday, November 25th. Open enrollment is

the one time each year when you can make changes to your prior elections outside of family status changes or other qualifying events that

may occur throughout the year. This year’s annual open enrollment is a “passive” enrollment, meaning your current elections will remain in

place unless you make changes. This is also the time of year to enroll in a Flexible Spending Account. Please be sure to fill out a new enrollment

form for the FSA if you are electing for 2017.

Please contact the RailWorks Benefits Service Center at 877-692-9157 should you have any questions.

Eligibility for Enrollment in the Premium (100/80) Plan

All eligible non-union full time employees may elect to enroll in the Basic Plan or CDHP Plan for 2017. However, effective with the 2016 plan

year, eligible employees may only elect the Premium Plan for 2017 if they are:

• Newly eligible for benefits OR

• Were previously enrolled in the Premium Plan as of their last termination date

Employees that enroll in the Basic Plan or CDHP will not be eligible to elect the Premium Plan except as of the start of the second plan year after the plan years (or fraction thereof) in which the employee was continuously enrolled in the Basic Plan or CDHP. For example, if you

enrolled in the Basic Plan as of January 1, 2016, and enroll in the Basic Plan for 2017, you will be eligible to enroll in the Premium Plan for 2018.

Individuals that waive medical coverage (currently or prospectively) may only elect the Basic Plan or CDHP Plan and will not be eligible for the

Premium Plan until they have been continuously enrolled in the Basic Plan or CDHP Plan for at least one full plan year, plus an additional plan year or any portion thereof. For example, if a person is hired on July 1, 2017, they must be enrolled in the Basic plan or CDHP Plan for the

remainder of 2017 (6 months), plus the entire 2018 calendar year (12 months). In this case, they are not eligible until 1/1/2019.

The RailWorks Corporation Benefits Program is presented within this benefits guide. This benefits guide will assist you during the Enrollment process. Carefully consider each benefit option, the cost and value to you, and whether it meets your particular needs. On page 14 of this

benefits guide is a step-by-step Decision Guide that outlines each step in the enrollment process.

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Plan Year The RailWorks Corporation Benefits Plan year begins on January 1st and ends the following December

31st. This Benefits Program outlines the benefits that apply to the 2017 Plan year.

Eligibility Your eligibility for benefits under the RailWorks Corporation Benefits Program is dependent upon your

employee status. General eligibility guidelines are listed in the table below.

Enrollment forms must be received no later than 30 calendar days from your eligibility date or you

may not be able to enroll in benefits until the next annual enrollment period, unless you experience a

Qualifying Life Event (see the next page for further information on Qualifying Life Events).

Summary of 2017 Benefits Program The benefits that make up our 2017 Benefits Program can be broken into the following three categories:

Company-Paid Benefits, Shared-Cost Benefits, and Voluntary Benefits. Each benefit category is

summarized below.

1. COMPANY-PAID BENEFITS

The following benefits are provided at no cost to you as part of the RailWorks Benefits Program if you

meet the eligibility requirements outlined above:

• Company-Paid Life and Accidental Death and Dismemberment (AD&D) Insurance

• Company-Paid Short-Term Disability (Executives and Salaried Employees)

• Company-Paid Long-Term Disability

• Employee Assistance Program (EAP)

2. SHARED-COST BENEFITS

Our Benefits Program also includes the following benefits that involve a cost. If you enroll in these

benefits, you will share a portion of the overall benefits cost with RailWorks.

• Medical (including Prescription)

• Dental

• Health Savings Account (HSA)

3. VOLUNTARY BENEFITS

In addition, you may participate in the below voluntary benefit programs. If you enroll in these voluntary

benefit options, you are responsible for paying 100% of the benefit cost, but receive discounted group

rates for being a RailWorks Corporation employee.

• Vision

• Health Care Flexible Spending Account (FSA)

• Supplemental Life Insurance

• Supplemental Accidental Death and Dismemberment Insurance

The Plan Sponsor reserves the right to modify, suspend, change or terminate the Plan at any time.

Participants should make no assumptions about any possible future changes unless a formal

announcement is made by the Plan Sponsor.

Plan Introduction

Benefits-Eligible Employees

Employee Type Hours Requirement Initial Benefits Eligibility

Hourly Employee 30 hours or more per week 1st of the month following 60 days of employment

Salaried Employee 30 hours or more per week 1st of the month following 30 days of employment

Employees rehired within 12 months of their termination date that have previously met the above applicable waiting

period will be eligible for benefits on the 1st of the month following the date of rehire.

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Plan Notes Dependent Coverage In addition to electing coverage for yourself, you can elect to cover your eligible dependents. Your

eligible dependents include:

• legal spouse;

• domestic partner (documentation required);

• dependent child(ren) until the end of the month in which they turn 26. Dependent children includes

a natural child, a stepchild, a legally adopted child, a child placed for adoption and/or a child for

whom legal guardianship has been awarded to the employee or the employee’s spouse/domestic

partner. In select circumstances, you can also cover your dependents up to age 29. Refer to page

16 for more detailed information.

If your spouse is eligible to participate in another group health plan: You understand that if your spouse is

eligible to participate in another group health plan, he or she is not eligible to participate in the RailWorks

medical plan, regardless of whether your spouse chooses to enroll in that group health plan.

Only the dependents identified within this section are eligible for coverage under the RailWorks

Corporation Benefits Program. Dependents may be enrolled in medical (including Prescription), Dental,

Vision and Supplemental AD&D benefits. They are also eligible for guidance provided through the

Employee Assistance Program.

RailWorks partners with its carriers to ensure that all plans are compliant with state regulations and

mandates.

Changing Your Benefits – Qualifying Life Events An advantage of your employee benefit plan is that many of your premium contributions are deducted

from your paycheck on a pre-tax basis, thereby reducing your taxable income. We encourage you to

make your benefit decisions wisely since your benefit elections will remain in effect until the next annual

open enrollment period unless you experience an IRS approved qualifying change in status.

Qualifying change in status events include, but are not limited to:

• Marriage

• Birth, adoption or placement for adoption of an eligible child

• Divorce, legal separation or annulment

• Loss of spouse’s job or change in work status where coverage is maintained through the spouse’s

plan

• Death of a spouse or dependent

• Loss of dependent status

• Becoming eligible for Medicare or Medicaid during the year

• Receiving a Qualified Medical Child Support Order (QMCSO)

For any allowable changes, you must notify the RailWorks Benefits Service Center within 30 calendar days

of the Qualifying Life Event and provide proof of the event. Exceptions to this rule are situations involving

a divorce or legal separation, or the loss of a child’s dependent status. In these situations, you have 60

days from the date of the QLE to make your benefit changes. If you do not notify the RailWorks Benefits

Service Center of the event and provide requested documents within the required timeframe, you may

not be eligible to make changes until the next annual open enrollment period.

Any false or misleading information provided about yourself or your dependents, or any failure to notify

the RailWorks Benefits Service Center of a Qualifying Life Event, such as divorce, legal separation, etc.,

within the required timeframes may constitute insurance fraud and may potentially be grounds for

disciplinary action up to and including termination of employment.

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Plan Overview and Options

Coverage, choice, cost and convenience are factors each of us considers important when selecting a

Medical plan. You have the option to choose between three Cigna plans, the Consumer Driven Health

Plan (CDHP), Basic Plan and Premium Plan.

All Plans utilize the same national Open Access Plus network of providers which features an in-network

and an out-of-network component. These plans allow you to choose any health care provider and do

not require you to select a Primary Care Physician. However, you will generally pay less when you use a

Cigna in-network provider.

THE CONSUMER DRIVEN HEALTH PLAN (CDHP) WITH HEALTH SAVINGS ACCOUNT (HSA)

The CDHP provides the same types of services and offers the same provider choices as the Basic and

Premium Plans, however is offered as a lower cost alternative with a higher deductible. The CDHP is

different from the traditional health plan in that you will be responsible for first-dollar payment up to the

annual deductible for all covered services, other than in-network, preventive care.

When you enroll in a CDHP, you are also enrolled automatically into an HSA. Along with lower premiums,

this is a main advantage of choosing a CDHP. An HSA works like a traditional bank account, but the

funds deposited can only be used for qualified medical expenses (as determined by the IRS). You own

your HSA and will not forfeit any unspent funds when you change health plans, change jobs or

retire. You elect the amount you want to contribute to the account on a pre-tax basis.

See page 6 for more information on HSAs.

THE OPEN ACCESS PLUS BASIC PLAN (80/60) This option provides a higher level of in-network coverage when compared to the CDHP plan, but also

has higher employee per pay period contributions. Seeking care from out-of-network providers results in

higher out-of-pocket costs (deductibles and coinsurance) than the Premium Plan.

The Basic Plan In-Network and Out-of-Network Deductibles, Medical Out-of-Pocket Maximums, and

Pharmacy Out-of-Pocket Maximums cross accumulate.

THE OPEN ACCESS PLUS PREMIUM PLAN (100/80) The Premium Plan provides the highest level of overall health care coverage, but also has the highest

employee per pay period contributions. When receiving care within the Cigna network, you will pay the lowest copays and, generally, will not be responsible for out-of-pocket payments for in-network covered

services once the annual deductible is met. If you choose to receive care from out-of-network

providers, the amount you are required to pay out-of-pocket for covered services is the lowest under

this option.

PHARMACY BENEFITS The Basic Plan and Premium Plan have a separate Annual Out-Of-Pocket Maximum for Pharmacy

Benefits. The Annual Out-Of-Pocket Maximum is $1,350 for Individuals and $2,700 for Families. Once the

Annual Out-of-Pocket Maximum is met, the plan pays 100% for prescriptions.

The CDHP does not have a separate Annual Out-Of-Pocket Maximum for Pharmacy Benefits. Amounts

paid Out-Of-Pocket for prescriptions will apply to the Annual Deductible and Medical Out-Of Pocket

Maximum. You will need to meet the applicable deductible before receiving any coverage for

prescriptions.

Medical Benefits

Key Term Cross Accumulate Any expenses applied to the In-Network Annual Deductible or Out-Of-Pocket Maximum also applies to the Out-of-Network Annual Deductible or Out-Of-Pocket Maximum and vice versa.

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Medical Plan Summary

This chart summarizes the benefits provided under each Cigna Medical plan option. For more information, please refer to your

Summary of Benefits of Coverage or contact Cigna at 1-800-401-4041.

Basic Plan Premium Plan Consumer Driven Health Plan

(CDHP)

In-Network

(Participant Pays)

Out-Of-Network

(Participant Pays)

In-Network

(Participant Pays)

Out-Of-Network

(Participant Pays)

In-Network

(Participant Pays)

Out-Of-Network

(Participant Pays)

Deductible Individual/Family

$2,000 / $4,000 $2,000 / $4,000 $2,000 / $4,000 $2,000 / $4,000 $3,000 / $6,000 $4,500 / $9,000

Medical Out-Of-Pocket Maximum (Including deductible) Individual/Family

$5,000 / $10,000 $5,000 / $10,000 $2,000 / $4,000 $11,000 / $22,000 $6,350 / $12,700 $6,350 / $12,700

Pharmacy Out-Of-

Pocket Maximum $1,350 / $2,700 $1,350 / $2,700 $1,350 / $2,700 $1,350 / $2,700

Included in medical

Included in medical

Coinsurance 20% after deductible

40% after deductible

Covered 100% after deductible




Lifetime Maximum

Benefit Unlimited Unlimited Unlimited

Physician Office Visit $25 copay 30% after deductible

$20 copay 20% after deductible



Specialist Office Visit $50 copay 30% after deductible

$40 copay 20% after deductible



Preventive Care Services

Covered 100%, deductible waived






Urgent Care Facility $75 copay $75 copay $50 copay $50 copay 30% after deductible


Emergency Room $150 copay $150 copay $100 copay $100 copay 30% after deductible


Inpatient Hospital

Stay







Outpatient Services 20% after deductible






Retail (30 days)

Generic $10 copay 30% of cost $10 copay 20% of cost 30% after deductible


Preferred Brand $30 copay 30% of cost $30 copay 20% of cost 30% after deductible


Non-Preferred Brand $60 copay 30% of cost $60 copay 20% of cost 30% after deductible


Mail (90 days)

Generic $25 copay In-network only $25 copay In-network only 30% after deductible

In-network only

Preferred Brand $75 copay In-network only $75 copay In-network only 30% after deductible

In-network only

Non-Preferred Brand $150 copay In-network only $150 copay In-network only 30% after deductible

In-network only

Key Terms

Annual Deductible The flat amount an individual/family will pay each plan year before the plan begins paying for cov-ered services.

Coinsurance The percentage of charges for covered expenses that an insured person is re-quired to pay. In order for coinsurance to apply, the applicable deductible must be met first.

Copay The flat amount a person pays toward a doctor’s visit or prescriptions.

In-Network Provider In-Network providers agree to accept the Cigna contract-ed network fee. You will generally pay less when using an In-Network provid-er.

Out-Of-Pocket Maximum The maximum amount an individual/family will pay Out-Of-Pocket for covered expenses in a plan year. After the Out-Of-Pocket Maxi-mum is reached, the plan will pay 100% of covered charges.

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Health Savings Account (HSA) You are only eligible to enroll in an HSA if you enroll in the CDHP. You are not eligible to enroll if you elect

the Basic or Premium Medical Plan.

What is an HSA? An HSA is a special tax-advantaged savings account. You own your HSA and never lose the funds, so you

take it with you if you change jobs or retire. Because your HSA rolls over year after year, and unused mon-

ey accumulates interest, you have the option to pay for current qualified health care expenses out-of-

pocket and use the account to save for qualified expenses in future years or at retirement on a tax-free

basis.

Who is Eligible to contribute to an HSA? Any individual who:

• Is enrolled in the CDHP

• Is not covered by any other health plan (non-CDHP, Medicare, TRICARE, spouses general purpose

Health Flexible Spending Account, individual coverage, etc.)

• Cannot be claimed as a dependent on someone else’s tax return

What are the benefits of an HSA? • For 2017, RailWorks will be contributing $400 within the first two months of initial enrollment in the

CDHP

• Triple tax advantaged - contributions, interest, earnings and qualified healthcare expense

withdrawals are free from federal and most state taxes

• The money in your HSA belongs to you, so you take it with you if you change jobs or retire

• Choose how to use your HSA dollars

• Use funds to pay for services now, or

• Let funds accumulate for future qualified expenses or supplemental income at retirement

HSA Contributions • Contributions may be made via payroll deduction, or post-tax deposits

• You decide the amount you want to contribute

• You may change your contribution amount at any time

• 2017 IRS maximum contribution (includes employee and employer contributions):

• Single: $3,400

• Family: $6,750

• Qualified individuals that will be turning age 55 or older during 2017 may contribute an additional

$1,000 to their HSA

• Excess contributions are subject to tax and penalties

HSA Key Facts • Enrolled employees will be issued an HSA debit card

• HSA money for qualified expenses may be used after the account is established

• Expenses from your HSA may be paid based on the balance in the account, like a checking ac-

count

• HSA funds may only be used for expenses of anyone you claim as a federal tax dependent

(excluding domestic partners)

• Use of HSA dollars used for nonqualified expenses are subject to taxes and penalties

Examples of Qualified Expenses • Deductibles and Out-Of-Pocket cost for medical and dental care

• Prescriptions

• Vision Care

• Smoking cessation treatment and prescriptions

• Family Planning

• Chiropractic Services

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The Health Care FSA is not available to those who elect the CDHP.

RailWorks Corporation lets you redirect a portion of your pay, through payroll deduction, into a Health

Care Flexible Spending Account (FSA). The money that is deposited into your FSA is deducted from your

pay on a pre-tax basis (before Federal, Social Security and some State taxes are calculated). Because you do not pay these taxes on money that goes into your FSA, you decrease your taxable income and

increase your spendable income, hence you pay for certain expenses using pre-tax dollars rather than

after-tax dollars.

Health Care FSA A Health Care FSA provides you with the ability to save money on a pre-tax basis for any IRS-allowed

health care expenses that are not covered by your medical insurance. These expenses include

deductibles, copayments, coinsurance payments, uninsured dental expenses, orthodontia, vision care

expenses (e.g. eyeglasses or contact lenses) and hearing care expenses (e.g. a hearing exam or a

hearing aid). It is important to estimate carefully when making your Health Care FSA election. You can

incur claims through March 15th of the next year. You have until March 31 to submit claims for expenses

that were incurred during the current plan year (January 1 – December 31) and next year (January 1-

March 15). If there are any funds remaining in your FSA after March 31, Federal law requires you to

forfeit the balance.

During your 2017 enrollment process, you must make your Flexible Spending Account elections. The

maximum annual amount you may deposit into a Health Care FSA is $1,800. The minimum annual

amount you may deposit into a Health Care FSA is $120.

How A Health Care FSA Works Each month, money is deducted from your pay and accumulates in your Health Care FSA. You can be

reimbursed for eligible expenses up to an amount that equals the total annual contribution you have

elected regardless of your account balance. You may begin to use some or all of the total amount

elected as soon as the plan year begins.

Commonly Asked Questions

What happens if my employment terminates before the end of the plan year? Eligible services provided

prior to your termination date will be eligible for reimbursement. However, such claims must be

submitted to Cigna no later than 60 days after your termination date. Services provided after your

termination date will not be eligible for reimbursement unless you are eligible to continue coverage

under COBRA.

If I terminate employment, can I receive a refund for the cash balance remaining in my FSA? No. IRS

regulations do not allow this.

If I terminate employment, but did not fully fund my account prior to my termination date, must I repay

my employer? No. IRS regulations do not allow this.

Savings Example By anticipating your family’s annual health care costs, you can actually lower your taxable income and

increase your take-home pay (i.e. spendable income). Here’s an example:

Health Care FSA

If You Participate If You Don’t Participate

Annual Salary (before taxes) $30,000 $30,000

Annual FSA Contribution -$1,800 $0

Taxable Income $28,200 $30,000

Income Taxes and Social Security (at 25%) -$7,050 -$7,500

Take-Home Pay $21,150 $22,500

Less Health Care Expenses $0* -$1,800

Annual Spendable Income $21,150 $20,700

Estimated Pre-Tax Savings $450 $0

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Dental Benefits Good dental health is important to your overall well-being. RailWorks Corporation will continue to offer

employees the choice of two dental plan options through Cigna: the Basic Plan and Enhanced Plan.

Both dental plan options cover the same types of services and offer the same provider choices. If you

enroll in one of the available dental plans, you will be given the freedom to receive care from:

DPPO ADVANTAGE DENTIST (IN-NETWORK) You will usually pay the lowest out-of-pocket for covered services when you visit DPPO Advantage dentists because these providers have agreed to accept a reduced fee for RailWorks participants.

DPPO DENTIST (IN-NETWORK) When seeing a DPPO dentist, network savings are available. You will usually have higher Out-Of-Pocket

expenses when utilizing these type of providers. DPPO participating providers are paid directly by Cigna,

and cannot bill the patient more than the applicable copayments or deductibles for the services

provided.

OUT-OF-NETWORK DENTIST

If you choose to receive care from an out-of-network dentist, your out-of-pocket expenses will typically

be the highest. Out-of-network providers may bill you the difference between Cigna’s reimbursement

amount and their actual charges. Please note, Cigna’s out-of-network reimbursement amount is based

on reasonable and customary charges. Reference your certificate of coverage for more details.

When you use an in-network dentist they file the claim on your behalf and accept payment directly

from Cigna. If you use an out-of-network dentist, you may be required to submit the claim to Cigna and

wait for payment from Cigna. Additionally, in some cases the out of network dentist may require

payment at the time of service.

Please remember staying healthy begins with preventive care! You may receive two cleanings per

calendar year covered at 100% (no cost sharing to you) as long as you utilize an in-network provider.

Basic Plan Enhanced Plan

DPPO Advantage In-Network (Plan Pays)

DPPO In-Network (Plan Pays)

Out-of-Network (Plan Pays)

DPPO Advantage & DPPO

In-Network (Plan Pays)

Out-of-Network (Plan Pays)

Deductible Individual/Family

$50/$150 $100/$300 $100/$300 $50/$150 $50/$150

Calendar Year Maximum $1,000 $500 $500 $2,000 $2,000

Orthodontia Lifetime Maximum (Dependent child to age 19)

$1,000 $500 $500 $1,000 $1,000

Preventive & Diagnostic Exams, Cleanings, X-Rays, Sealants, Fluoride

Covered at 100%, no deductible





Basic Restorative Fillings, Periodontics, Root Canal, Oral Surgery






Major Restorative Crowns, Dentures, Bridges






Orthodontia Benefit (Dependent child to age 19)

50%, no ortho deductible





All deductibles and plan maximums cross accumulate between in and out of network.

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The Davis Vision Plan The Davis Vision Plan provides affordable, comprehensive vision care coverage. This plan allows you to

receive a complete eye examination and materials (if needed). You can choose to receive care from a

participating Davis Vision provider or from any provider of your choosing. Dollar for dollar, you get the

best value from your vision benefits when you visit a Davis Vision provider. If you decide to receive care

from an out-of-network provider, copays still apply. You will also receive a lesser benefit and typically pay

more out-of-pocket.

This plan allows for services and materials to be obtained every 12 or 24 months (see “Vision Plan

Summary” below) based on the last date of service.

Contact Lens Evaluation, Fitting and Follow-Up Care: Fitting and evaluation fees are covered in full for all

Davis Vision Collection contact lenses and standard contact lenses outside of the Davis Vision Collection.

For specialty contact lenses (e.g. toric, multifocal, gas permeable, etc.) outside of the Davis Vision

Collection, you will receive $60 for your fitting and evaluation fees plus 15% off any remaining balance.

Vision Plan Summary The chart below highlights the benefits provided under the Davis Vision Plan and is for illustrative purposes

only. For more detailed benefit information, please contact Davis Vision at 1-800-999-5431.

Vision Benefits

Prescription Benefits Davis Vision Plan

Copayments In-Network Provider Out-of-Network Provider

Frequency of Benefits Eye Examination Lenses Frames Contact Lenses (in lieu of glasses)

Every January 1st Every January 1st

Every other January 1st Every January 1st

Eye Examination $20 copay Up to $40

Lenses (per pair) Single Vision Bifocal Trifocal

$20 copay $20 copay $20 copay

Up to $40 Up to $60 Up to $80

Frames – Davis Vision Collection Designer Level Premier Level

Covered 100%

$25 copay

Not Applicable Not Applicable

Frames – Outside of Davis Vision Collection

$130 allowance + 20% off any remaining balance

Up to $45

Contact Lenses Elective Medically Necessary

Covered in full from Davis Vision

collection, or $130 allowance + 15% off any remaining balance

Covered in full with prior approval

Up to $105

Up to $225

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Life and AD&D Insurance Life and AD&D insurance are important parts of your financial security, especially if others depend on you for support. That’s why RailWorks Corporation provides you with Company-Paid Life and Accidental Death and

Dismemberment (AD&D) Insurance at no cost to you. In addition, you have the option to purchase

Supplemental Life and AD&D Insurance. Your Company-Paid and Supplemental Life and AD&D Insurance

benefits are provided through Cigna.

Company-Paid Life and AD&D Insurance Your Company-Paid Life and AD&D Insurance coverage amount is based on your employee status. The specific coverage amount provided to each employee group is listed in the table below.

LIFE INSURANCE DIFFERENCES COVERAGE SPECIFICS Maximum Life Insurance Coverage Amount Your life insurance coverage amount (Company-Paid and Supplemental combined) cannot exceed $1 million.

Age Reduction (Company-Paid and Supplement Life and AD&D Insurance) On your 70th birthday, your Life and AD&D Insurance benefits reduce by 35% of the amount you had in place prior to reaching age 70. On your 75th birthday, your coverage reduces by 50% of the coverage amount you had in place before age 70.

IMPUTED INCOME (ONLY PERTAINS TO BASIC LIFE) The IRS places a value on insurance coverage in excess of $50,000 that is provided through group term life

insurance programs. The older you are and/or the greater your insurance coverage amount, the higher the

value that the IRS places on your coverage. This value is known as “imputed income”, and it is considered taxable income. To avoid potential imputed income, you have the option to reduce your Company-Paid Life

Insurance benefit to $50,000 (only applicable if salary exceeds $50,000).

CONVERSION PRIVILEGE If you terminate employment with RailWorks Corporation, you have the option to convert your Company-Paid

Life policy. This option allows you to convert your coverage into an individual policy without having to submit

Evidence of Insurability provided that written request to convert coverage is made within 31 days of

termination.

Supplemental Employee Life Insurance In addition to your Company-Paid coverage, you may also purchase Supplemental Life Insurance for

yourself. Coverage can be purchased in increments of salary (1x, 2x, 3x, 4x) up to a maximum of the

lesser of 4x annual salary or $350,000. The guarantee issue amount is the lesser of 3x salary or $100,000.

Coverage requested over the guarantee issue amount will require evidence of insurability. The minimum

amount of coverage you can purchase through this plan is $10,000. Guarantee Issue will only be offered to new hires that are first eligible. If you do not enroll when you are first eligible as a new hire, and try to enroll at

a later date, you will be considered a “late entrant” and will be subject to Evidence of Insurability

underwriting and approval from the carrier before coverage is issued.

CONTINUITY OF COVERAGE (PORTABILITY) If you terminate employment with RailWorks Corporation, you have the option to port your Supplemental Life

policy. This option allows you to port your coverage at group rates without having to submit Evidence of

Insurability provided that written request to port coverage is made within 31 days of termination.

Supplemental AD&D Insurance You are also given the option of electing Supplemental AD&D Insurance. This benefit provides coverage for

the loss of life and other injuries that result from a covered accident. You may purchase coverage for yourself,

your spouse/domestic partner and your dependent child(ren). Your Supplemental AD&D benefit options are

summarized below.

EVIDENCE OF INSURABILITY (EOI) EOI is an insurance Company requirement that is satisfied by completing a form supplied by Cigna and answering any questions that may be presented to you. Supplemental Life Insurance amounts requiring EOI do not become effective and are not deducted from your pay until approval is received from Cigna.

Employee Status Company-Paid life Insurance Company-Paid AD&D Insurance

Hourly Employees 1x Salary (up to $650,000) 1x Salary (up to $650,000)

Salaried Employees 2x Salary (up to $650,000) 2x Salary (up to $650,000)

Coverage Type Benefits Details

Employee AD&D Insurance $10,000 increments up to a maximum of $500,000

Spouse/Domestic Partner AD&D Insurance 60% of the employee coverage amount up to a maximum of $250,000

Child AD&D Insurance 20% of the employee coverage amount up to a maximum of $10,000

Spouse/Domestic Partner AND Child AD&D Insurance

Spouse/Domestic Partner: 50% of the employee coverage amount up to a

maximum of $250,000

Child: 15% of the employee coverage amount up to a maximum of $10,000

Please note that in order to elect coverage for your spouse/domestic partner and/or dependent child(ren), you are required to elect

coverage for yourself.

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Benefit Description Company-Paid Short-Term Disability Coverage Specifics

Executives Salaried Employees

Benefit Percentage 70% of weekly earnings 60% of weekly earnings

Maximum Weekly Benefit $2,500 $1,500

Benefits Begin on the 15th calendar day of disability

resulting from illness or injury on the 15th calendar day of disability

resulting from illness or injury

Benefits Duration up to a maximum of 25 weeks up to a maximum of 25 weeks

This coverage is 100% Company-paid and provided at no cost to you.

The disability benefits provided by RailWorks Corporation work together to help you pay your household

expenses if you become disabled and cannot work. These disability benefits also work with other sources

of coverage to replace a certain percentage of your earnings. As a result, the disability payments you receive from the RailWorks Corporation Plan will be reduced by any benefits you are eligible to receive

from Social Security, Workers’ Compensation, Retirement Benefits or any other disability coverage to

which you are entitled. Your disability benefits are administered by Cigna.

Company-Paid Short-Term Disability RailWorks provides executives and salaried employees with Short-Term Disability coverage at no cost. This

coverage will provide income replacement benefits when you are unable to work for a brief period of

time due to a covered illness or injury. The Short-Term disability benefits available are outlined in the table

below.

Disability Benefits

Company-Paid Long-Term Disability Long-Term Disability coverage at RailWorks Corporation is insured by Cigna. This benefit protects you

and your family if you have an injury or illness that keeps you away from work for an extended period of

time. LTD coverage is automatically provided to all eligible employees. The disability benefit you are

eligible to receive is based upon your employee status. The LTD benefits provided to each employee

group are outlined in the table below.

Benefit Description Company-Paid long-Term Disability Coverage Specifics

Salaried Employees Hourly Employees

Benefit Percentage 60% of annual earnings 50% of annual earnings

Maximum Monthly Benefit $10,000 $3,000

Benefits Begin after 180 consecutive calendar

days of disability after 180 consecutive calendar

days of disability

Executives

60% of annual earnings

$10,000

after 180 consecutive calendar days of disability

Own Occupation Period 60 months 24 months 24 months

HOW LONG AM I CONSIDERED DISABLED? You are considered to be disabled as long as you are unable to perform the material and substantial

duties of your own occupation for up to your own occupation period listed above. After this period, you

will be considered disabled if you are unable to perform any work that is reasonably suited for you

based on education, training or experience, up to age 65.

CONVERSION PRIVILEGE If you terminate employment and have been insured and actively at work for at east 12 months with

RailWorks Corporation, you have the option to convert your Company-Paid LTD policy. This option

allows you to convert your coverage into an individual policy without having to submit Evidence of

Insurability provided that written request to convert coverage is made within 31 days of termination.

*Please note, the STD and LTD plans are non-contributory (100% Company-Paid), therefore, the benefit,

if received will be taxed as income.

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Cigna Telehealth Connection What is Cigna Telehealth Connection?

Telehealth is using digital information and communication technologies, such as computers and mobile

devices, to manage your health and well being. There are two services offered, American Well (AMWell)

& MDLive.

How can this service help me?

With Cigna Telehealth Connection, you can get the care you need – including most prescriptions – for a

wide range of minor conditions. Connect with a board-certified doctor when, where and how it works

best for them – via video or phone – without having to leave home or work.

Choose when: Day or night, weekdays, weekends and holidays.

Choose where: Home, work or on the go.

Choose how: Phone or video chat.

Choose who: AmWell or MDLIVE doctors.

How much does it cost?

It is free to register. AmWell and MDLIVE televisits can be a cost-effective alternative to a convenience

care clinic or urgent care center, and cost less than going to the emergency room. Costs are the same

or less than a visit with a primary care provider. Giving employees an easy-to-use and cost effective

alternative to care can help reduce costs and non-urgent ER visits.

How do I access these services?

Register today for AMWell, MDLIVE or both by visiting the websites

• www.AmWellforCigna.com

• www.MDLIVEforCigna.com

Or Call

• AmWell at 855-667-9722

• MDLIVE at 888-726-3171

AmWell and MDLIVE are only available for medical visits.

For covered services related to mental health and sub-

stance abuse, employees have access to the Cigna Be-

havioral Health network of providers.

• Go to Cignabehavioral.com to search for a video

telehealth specialist

• Call to make an appointment with your selected pro-

vider

Telehealth visits with Cigna Behavioral Health network pro-

viders cost the same as an in-office visit. See your plan

materials for costs and coverage details.

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Employee Assistance Program What is an Employee Assistance Program?

The Employee Assistance Program (EAP) is a free benefit sponsored by your employer to help you and

members of your household deal with the daily stressors of work and life. It includes:

• Confidential short-term consultations and resources for personal and/or work issues

• Help with marital or family concerns, workplace challenges, finding child care, paying for college,

vacation planning, and much more

• Confidential half-hour consultations with attorneys and financial experts

• Online access to thousands of articles and other resources on emotional issues, child care, elder

care, education, parenting, health and wellness, and many other topics

How can this service help me?

EAP offers you personalized help for any life event. It can help you deal with daily issues, family concerns,

and health and wellness including:

• Childhood Illnesses

• Minor Illnesses and Injuries

• Medication Safety

• Relationship Worries

• Choosing Appropriate Medical Care

• Stress and Anxiety

• Coping with Grief and Loss

• Self-Care Information

• Help Finding a Doctor

• Information on Medications

• General Health Information

Is this program confidential?

Absolutely. Your confidentiality is protected under federal and state laws.

What hours is the service available?

The phone line is available 24/7, or you can visit us any time online. Your calls will be answered live,

by professional counselors.

How much does it cost?

EAP is provided at no cost to you. If you are referred to a counselor, lawyer, accountant, or other

provider for further assistance, charges might apply. In making the referral, your financial situation, health

care benefits, and community resources will always be considered.

How do I access these services?

Call 1-800-448-4358 or log on to www.humana.com/eap

username: railworks

password: eap

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You’ve reviewed your Benefit Plan options and made your choices. Now take a moment to wrap up the

enrollment process by completing the steps below.

Step 1 – Make Your Medical, Dental and Vision Benefit Elections

Before you do, what levels of coverage are best for you? There is no single best plan. The answer to this

question depends on your personal situation.

Think about the expenses that you and your family had in the past year. How often do you and your

family go to the doctor? Do your doctors participate in your plans of choice? Does anyone in your family

wear prescription eyewear? Are you taking any maintenance medications? Does your spouse have

available coverage?

Step 2 – Make Your Flexible Spending Account (FSA) / Health Savings Account

(HSA) Election

Consider the pre-tax benefits associated with using an FSA / HSA to pay for your ongoing expenses that

qualify for reimbursement. You may not contribute to both accounts.

You must be enrolled in the CDHP and meet other requirements (see “Who is Eligible to contribute to an

HSA?” on page 6) to be eligible to contribute to an HSA.

While using an FSA can be very beneficial, it does require careful advanced planning due to the IRS

“use-it-or-lose-it” rule.

Step 3 – Make Your Supplemental Life and AD&D Insurance Benefit Elections

After reviewing your options, stop and consider how much money your family would need to cover your

financial obligations if something should happen to you. Think of things like rent or mortgage payments, college tuition and regular day-to-day living expenses. How much coverage do you have elsewhere?

Remember to consider all sources of protection you have available.

Step 4 – Designate Your Life and AD&D Insurance Beneficiary(ies)

Also, take a moment to designate your beneficiary(ies). It is important to keep your beneficiary

designation as up-to-date as possible. Should something happen to you, your benefits will be paid to the

most recent beneficiary(ies) on file. If you neglect to designate a beneficiary, your benefits will be paid

to your estate.

Step 5 – Double-Check Your Elections

Double-check your benefit elections, making sure they accurately reflect the benefits you wish to

maintain throughout the plan year.

Step 6 – Submit Your Benefit Elections

Once you have decided what benefit options best meets your needs, please complete and submit your

benefits enrollment form within the requested timeframe. Contact the RailWorks Benefits Service

Center at 1-877-692-9157 if you have any questions. Representatives are available 9 AM - 9 PM ET,

Monday through Friday.

Decision Guide

Beneficiary Type Primary The person or people named by you that are first in line to receive a specified share of benefits in the event of your passing.

Contingent An alternate person or people who receive the specified share of benefits in the event that none of your primary beneficiaries survive you.

15

Newborn & Mothers’ Health Protection Act Under Federal law, group health plans and health insurance issuers offering group health insurance coverage generally may

not restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48

hours following a vaginal delivery, or less than 96 hours following a delivery by cesarean section. However, the plan or issuer

may pay for a shorter stay if the attending provider (e.g. your physician, nurse midwife or physician’s assistant) after

consultation with the mother, discharges the mother or newborn earlier.

Plans and issuers may not select the level of benefits or out-of-pocket costs so that any later portion of the 48-hour (or 96-hour)

stay is treated in a manner less favorable to the mother or newborn than any earlier portion of the stay.

In addition, a plan or issuer may not require that a physician or other health care provider obtain authorization for prescribing

a length of stay of up to 48 hours (or 96 hours). However, to use certain providers or facilities, or to reduce your out-of-pocket

costs, you may be required to obtain pre-certification.

Women’s Health & Cancer Rights Act On October 21, 1988, the Women’s Health and Cancer Rights Act became effective. This law requires group health plans that

provide coverage for mastectomies to also cover reconstructive surgery and prostheses following mastectomies.

As the Act requires, we have included this notification to inform you about the law’s provisions. The law mandates that a plan

participant receiving benefits for a medically necessary mastectomy who elects breast reconstruction after the mastectomy,

will also receive coverage for reconstruction of the breast on which the mastectomy has been performed, surgery and

reconstruction of the other breast to produce a symmetrical appearance, prostheses, treatment of physical complications of

all stages of mastectomy, including lymphedemas.

This coverage will be provided in consultation with the attending physician and the patient, and will be subject to the same annual deductibles and coinsurance provisions that apply for the mastectomy.

Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA) CHIPRA was signed into law to expand state CHIP eligibility to more children and expectant mothers with an extended 60-day

time frame to coordinate any changes to employer health elections in the event of gain or loss of eligibility and/or a subsidy

under Medicaid or CHIP.

Mental Health Parity Act (MHPA) The Mental Health Parity Act of 1996 provided that a health care plan or policy may not provide separate lower annual or

lifetime dollar maximums (considered financial maximums) on mental health benefits as compared to medical benefits. With

the passage of the Emergency Economic Stabilization Act and its inclusion of the Mental Health Parity and Addiction Equity

Act of 2008 (Mental Health Parity Act or MHPA), the original act was extended to include the same provisions for substance

abuse disorders, not just mental health disorders. Further the MHPA also disallows more restrictive treatment limitations (number

of covered office visits, inpatient days of coverage, etc.) for both disorders. These, along with other revisions and clarifications

are effective for plan years beginning after 12/31/2009.

Health Insurance Portability & Accountability Act of 1996 (HIPAA) HIPAA requires that you be informed of your Special Enrollment rights when you and/or your eligible dependents decline

health care coverage during the initial enrollment period.

If you are declining coverage for yourself or your dependents (including your spouse) because of other health insurance

coverage, you may in the future be able to enroll yourself and/or your eligible dependents in a medical plan provided that

you request coverage after your other coverage ends within the specified timeframe. In addition, if you have a new

dependent as a result of marriage, birth, adoptions or placement for adoption or a court order, you may be able to enroll

yourself and/or your dependents, provided that you request enrollment within 31 days after the marriage, birth, adoption or

placement for adoption or the court order.

Important Laws and Notices

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Important Laws and Notices Michelle’s Law (HR2851) Michelle’s Law provides the ability to continue health benefits for up to 12 months for a dependent child attending college on a

full-time basis who because of medical reasons requires a leave of absence or a change to part-time status. Previously, coverage

would have been discontinued and available only under COBRA.

Uniformed Services Employment and Reemployment Rights Act (USERRA) USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military

service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating

against past and present members of the uniformed services, and applicants to the uniformed services.

The Act also states that if an employee leaves their job to perform military service, they have the right to elect to continue existing

employer-based health plan coverage for the employee and their eligible dependents for up to 24 months while in the military.

Even if the employee doesn’t elect to continue coverage during their military service, they have the right to be reinstated in their

employer’s health plan when they are reemployed, generally without any waiting periods or exclusions (e.g. pre-existing

condition exclusions) except for service-connected illnesses or injuries.

New York State Dependent through Age 29 Chapter 240 of the Laws of 2009, sometimes called the “Age 29” law, permits eligible young adults through the age of 29 to

continue or obtain coverage through a parent’s group policy. Employees or their eligible dependents may then elect the benefit

and pay the premium, which cannot be more than 100% of the single premium rate. This benefit is referred to here as the “young

adult option”. It is called the young adult option benefit because it permits eligible young adults to continue their coverage

through a parent’s health insurance coverage once they reach the maximum age of dependency under the policy. Young

adults may also elect this coverage when they newly meet the eligibility criteria, such as if they lose eligibility for group health

insurance coverage.

In order to participate, the young adult’s parent must be covered under the group policy as an employee or member of the

group or pursuant to a right under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) or state continuation

coverage law.

To qualify, the young adult must:

1. Be unmarried;

2. Be 29 years of age or under;3. Not be insured by or eligible for comprehensive (i.e. medical and hospital) health insurance through his or her own

employer;

4. Live, work or reside in New York State or the health insurance company’s service area; and

5. Not be covered under Medicare.

Please note that the young adult does not have to live with a parent, be financially dependent on a parent, or be a student. For

more information or to enroll your eligible dependent, please contact Cigna at 1-800-244-6224.

17

Contact Information The resources identified below are available to assist you if you have any questions about your

benefits.

Questions Regarding Contact Information Phone Number Online/Address

Your Benefits

RailWorks Benefits Service Center

Krista Malewicz Benefits Specialist

Jody Kaplan Director HRIS,

Compensation and Benefits

877-692-9157

212-336-5126

212-502-7913

[email protected]

[email protected]

[email protected]

Medical/Prescription Benefits Cigna 800-244-6224 www.cigna.com

Dental Benefits Cigna 800-244-6224 www.cigna.com

Vision Benefits Davis Vision 877-923-2847 www.davisvision.com

Flexible Spending Accounts Cigna 800-244-6224 www.cigna.com

Disability Claim Cigna (English)

Cigna (En español) 800-362-4462866-562-8421

www.cigna.com

Employee Assistance Program

Humana 800-448-4358 www.humana.com/eap

HSA Cigna 800-244-6224 www.cigna.com

Pre-enrollment Hotline Cigna 800-401-4041 www.cigna.com

Cigna Telehealth Connection Cigna

AmWell 855-667-9722

MDLIVE 888-726-3171

www.AmWellforCigna.com www.MDLIVEforCigna.com

About This Program

This benefits guide describes the highlights of the RailWorks Corporation Benefits Program. Your specific

rights to benefits under this Program are governed solely, and in every respect, by the official documents

and not the information contained within this Benefits Program.

If there is any discrepancy between the Benefits Program or other benefits enrollment materials and the

official plan documents, the language of the official plan documents shall prevail as accurate. Please refer

to the plan-specific documents published by each of the respective carriers for detailed plan information.

Eligibility for any benefit plan is determined by applicable plan documents and policies. You should be

aware that any elements of the RailWorks Corporation Benefits Program may be modified in the future to

meet Internal Revenue Service rules or otherwise as determined by RailWorks Corporation.

This Benefits Program may not be reproduced or redistributed in any form or by any means without express,

prior permission in writing from RailWorks Corporation.

18

NOTES

RailWorks Corporation

5 Penn Plaza

New York, NY 10001

www.railworks.com

Documents

BENEFITS PROGRAM - RailWorks Benefits Program... · All eligible non-union full time employees may elect to enroll in the Basic Plan or CDHP ... three categories: Company-Paid Benefits,