Employee Benefits Guide United Healthcare Planuba-ebc.portals.s3.amazonaws.com › 61916_2014 UHC Guide-LR.pdf · such as spousal benefits, dependent eligibility and qualifying life

2014/2015

United Healthcare PlanEmployee Benefits Guide

2014-2015_Recon Guide_Office-UHC Document Created 09/03/12Page 1 of 32 ModifiedMarch7,20144:20PMFILE INFO

RECON’S BENEFITS WEBSITEwww.MyReconBenefits.com

RECON provides this Benefits portal as an efficient way for you to obtain information and answers to your

questions regarding all employee benefit plans.

» Select the “Benefits Site” link for details on all benefit options.

» Choose the “Online Enrollment” link to access the benefitsCONNECT online enrollment site to

make your personal plan elections.

Through this tool, our goal is to empower you to meet your specific needs, as well as enhance your understanding

of our benefit program. Specifically through the Benefits Site link, you will have access to benefit materials, such as:

» Plan highlights, documents and summaries

» Provider and network links and contact information

» Fliers, brochures and forms

» Weekly rates

» Daily wellness updates and many other resources

Please be sure to access this great resource any time you desire information about your benefit plans!

MyReconBenefits.com

It’s available

24/7.

HavE a SmaRTPHONE?This Benefit Guide is equipped with mobile-friendly barcodes like the one shown on this page. These barcodes are

more commonly referred to as “Quick Response” codes, or QR codes. Scanning these codes will take you to a new

place on your phone, allowing you to see new content. They might show you a website, video or article. They can

take you anywhere—you just have to scan them first.

SO HOW DO I SCaN THEm?First, you’ll need one of the many free QR Reader apps available for smartphones or tablets. after the download,

just open your new app and follow the directions to scan the QR code. The app will read it and immediately take you to that code’s content.

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3

WelcomeAt Remedial Construction Services, L.P. (RECON), our employees are our greatest asset and your well-being means a healthier, more productive workplace, which is why we are pleased to offer you a comprehensive benefits package. This Guide is designed to assist you and your family make the best choices for your needs in the plan year 2014/2015.

Please read this Guide in its entirety; it explains some very important points for you to consider this year. At RECON, we strive to provide benefits that:

» Meet your needs, and the needs of your eligible family members

» Are easy to understand and use

» Help keep money in your pockets by delivering greater value

WHaT’S CHaNGING FOR 2014 » RECON is moving its medical carrier to United Healthcare. Plan offerings will remain

nearly identical.

» Administration of the HSA will move to Optum Bank, a United Heathcare company.

» Upon eligibility for the United Healthcare plan, RECON will pay 100% of the employee’s premium at the HSA plan cost, if medical coverage is elected. The employee may choose to buy-up to the PPO plan, if desired. The one-year-of-service requirement has been eliminated.

» Domestic partner coverage will be added May 1, 2014

» WORKING SPOUSE PROVISION: A spouse or domestic partner employed by a company that offers medical and prescription drug insurance (Rx) will not be eligible to be covered under the RECON medical and Rx plans.

» New Hire waiting periods will be reduced. Elections will be effective on the first day of the month following 60 days after hire or rehire.

» RECON is increasing the company’s HSA contributions up to $1,000 per year, to be funded at $250 per quarter.


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In this Guide, we use the term Company to refer to RECON. This Guide is intended to describe the eligibility requirements, enrollment procedures and coverage effective dates for the benefits offered by the Company. It is not a legal plan document and does not imply a guarantee of employment or a continuation of benefits. While this Guide is a tool to answer most of your questions, full details of the plans are contained in the Summary Plan Descriptions (SPDs) which govern each plan’s operation. Whenever an interpretation of a plan benefit is necessary, the actual plan documents will be used.


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Contents

See Page 26 for important information concerning Medicare Part D coverage.

6 Eligibility & Enrollment

7 Domestic Partner Coverage

10 medical Benefits

14 Wellness

16 Health Savings accounts

18 Dental Benefits

20 Survivor Benefits

22 Income Protection

23 Planning for Retirement

24 additional Benefits

26 Required Notices

31 Important Contacts



6

Enrollment

Eligibility & EnrollmentWe offer a variety of options to help you select the benefits plans that best suit you and your family’s needs. Consider factors such as spousal benefits, dependent eligibility and qualifying life events as you make your benefits selections.

Eligibility

If you are a full-time employee of RECON who is regularly scheduled to work at least 30 hours per week, you are eligible to participate in the Medical, Dental, Life and Disability Plans, as well as additional benefits.

When does coverage begin?

The elections you make are effective on the first day of the month following 60 days after hire or rehire. Due to IRS regulations, once you have made your choices for the plan year, you can’t change your pre-tax benefits (Medical and/or Dental plans) until the next enrollment period beginning May 1, 2015, unless you have a qualifying life event.

Your Eligible Dependents

Dependents eligible for coverage in the RECON benefits plans include:

» Your legal spouse.*

» A domestic partner (see Domestic Partner Coverage - Page 7)*

» Your dependent children up to age 26 (includes stepchildren, legally adopted children or children placed with you for adoption, and foster children).

» Your dependent child, regardless of age, provided he or she is incapable of self-support due to a mental or physical disability, is fully dependent on you for support as indicated on your federal tax return and is approved by your medical plan to continue coverage past age 26.

Please note that verification of eligibility will be required once dependents are enrolled.

* If your spouse or registered domestic partner is employed by a company that offers medical and prescription drug insurance (Rx) to your spouse or domestic partner, he or she is not eligible to be covered under the RECON medical and Rx plans.

TipIf you have a

qualifying event

that impacts your

benefits status,

you must make

changes within

30 days of the

event. Evidence

of the event is

required.

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7

Enrollment

Things to Consider

Before you enroll, it is a great idea to closely evaluate your benefit needs in order to accurately set up your benefits under your new plans with RECON.

Situations that you should take into account as you assess your benefits decisions:

» Does your spouse have benefits coverage available through another employer?

» Did you get married, divorced or have a baby recently? If so, you may require coverage for a new addition to your family.

» Did any of your covered children reach their 26th birthday this year? If so, they are no longer eligible for benefits.

Qualifying Life Events

When one of the following events occurs, you have 30 days from the date of the event to notify the Benefits Department and/or request changes to your coverage. Your change in coverage must be consistent with your change in status.

» Change in your legal marital status (marriage, divorce or legal separation)

» Change in the number of your dependents (for example, through birth, death or adoption, or if a child is no longer an eligible dependent)

» Change in your spouse’s employment status (resulting in a loss or gain of coverage)

» Change in your employment status from full time to part time, or part time to full time, resulting in a gain or loss of coverage

» Entitlement to Medicare or Medicaid

» Change in your address or location that affects the plans for which you are eligible

NOTE: Your change in coverage must be consistent with your change in status.

Your new coverage becomes effective on the date specified for the Annual Enrollment period or on your eligibility date or status change date.

Domestic Partner CoverageTo be eligible for domestic partner coverage, you and your domestic partner must meet the conditions outlined in the “Domestic Partner Certification Affidavit.” This form must be submitted at time of enrollment.

Proof of the ongoing nature of the domestic partnership may be requested as needed.

Domestic partner tax note: For domestic partner benefits, the IRS treats RECON’s contributions as taxable income. Contributions will be made on an after-tax basis.

For questions or to review a document with additional tax information about domestic partners, please contact your Benefits Department at 281-664-1158.



8

Enrollment

Preparing to Enroll

RECON provides its employees the best coverage possible. As a committed partner in your health, RECON will be absorbing a significant amount of the costs. Your share of the contributions for Medical, Dental and HSA benefits are deducted on a pre-tax basis—this lessens your tax liability.

Please note that employee contributions for medical, dental, life, disability and additional benefits vary depending on the level of coverage you select. In general, the higher your level of coverage, the higher your employee contribution will be.

Keep in mind that you may select any combination of medical, dental, life, disability and additional benefits. For example, you could select medical coverage for you and your entire family, but select dental coverage only for yourself. The only requirement is that you, as an eligible employee of RECON, must elect coverage for yourself in order to elect any dependent coverage. You have the option to select coverage from the following categories:

» Employee Only

» Employee + Spouse

» Employee + Child(ren)

» Employee + Family

Be sure to have the Social Security numbers and birth dates for any eligible dependent(s) that you plan to enroll. You cannot enroll your dependent(s) without this information.

Curious About

Qualifying Life Events

and How They May

Affect Your Coverage?



9

Enrollment

How to Enroll1. Understand your choices!

Read this Benefits Guide carefully to get answers to your questions. This Guide helps you to prepare for enrollment and contains very useful reference material. Keep it handy so you can refer to it throughout the year.

2. Review your options with your family.Make sure you include any other individuals who will be affected by your elections in the decision-making process.

3. Enroll online.Go to www.MyReconBenefits.com

Select the Online Enrollment link to access the benefitsConnect site.

4. Log in with your Username and Password.Username: First 6 letters of last name + first initial + last four digits of SSN. (lowercase, no spaces) If last name is fewer than 6 letters, enter entire last name.

Password: Those who have previously enrolled online will use the password they elected at their prior login. First-time users will use entire SSN, with no spaces or dashes. Once you log in, you will be required to change your password.

Example: Jane Johnson, with SSN 987-12-3456 USERNAME: johnsoj3456 PASSWORD: 987123456

5. Confirm your personal and dependent information.

6. Review existing coverage, if any.Make any elections or changes, or waive plans offered.

7. Save your elections!Print out your benefits statement and keep for your records and then click “Finished” in order to save your elections.



10

Medical

medical BenefitsOur medical coverage helps you maintain your well-being through preventive care and access to an extensive network of providers, as well as affordable prescription medication. The choices provided allow you to create a plan that will best serve you and your family. These resources help you enjoy the benefits of good health.

It is up to you to choose the Plan that best matches your needs. Please keep in mind that the option you elect will be in place until April 30, 2015, unless you have a qualifying life event.

How to Find a Provider

To see the current list of United Healthcare network providers online, log into your account at www.MyUHC.com. If you do not have internet access, please call United Healthcare Customer Care for assistance. See page 31 for your plan-specific customer service phone numbers.

Find tips for a

healthy lifestyle

here.



11

Medical

2014-2015 medical Premiums

Premium contributions for Medical benefits will be deducted from your paycheck on a pre-tax basis. Your level of coverage will determine your weekly premiums.

Upon eligibility, RECON will pay 100% of the employee’s premium at the HSA plan cost, if medical coverage has been elected. If the PPO plan is chosen, it is considered a buy-up option, and you will pay the rate difference between the plans. Dependent premiums will be the employee’s expense for either plan.

Coverage Levels Choice Plus HSA Choice Plus PPO

Employee OnlyEmployee + SpouseEmployee + Child(ren)Employee + Family

$0.00$105.41$87.54

$173.06

$29.20$165.52$142.41$253.00

medical Plan Summary

The chart below gives a summary of the 2014/2015 Plan Year medical coverage provided by United Healthcare. All covered services are subject to medical necessity as determined by the Plan. All out-of-network services are subject to Reasonable and Customary (R&C) limitations.

United Healthcare

Choice Plus HSA Choice Plus PPO

IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Member Pays Member Pays

Calendar Year Deductible

IndividualFamily

$3,000$6,000

$5,000$10,000

$1,000$2,000

$3,000$6,000

Coinsurance 20%* 40%* 20%* 40%*

Calendar Year Out-of-Pocket Maximum

IndividualFamily

$5,950$11,900

$18,000$36,000

$3,500$7,000

$12,000$24,000

(Copays, Coinsurance & Deductibles accumulate toward the Out-of-Pocket Maximum)

(Copays, Coinsurance & Deductibles accumulate toward the Out-of-Pocket Maximum)

Lifetime Maximum Unlimited Unlimited

Copays / Coinsurance

Outpatient Services (Primary Care Provider) 20%* 40%*

$0 - under age 19$20 - over age 19

40%*

Specialist Office Visit 20%* 40%*$40 ($20 for Tier 1 doctor)

40%*

Preventive Care 0% 40%* 0% 40%*

Emergency Room 20%* 40%* $250 $250

Urgent Care 20%* 40%* $35 40%*

*After deductible



12

Medical

Prescription Drug Coverage for medical Plans

Our prescription drug program is coordinated through United Healthcare. You will have a single ID card for medical and for prescriptions. You may find information on your benefits coverage and search for network pharmacies by logging on to your account at www.MyUHC.com or calling the Customer Care number on your ID Card.

Your cost is determined by the tier assigned to the prescription drug product. All products on the list are assigned as Generic (Tier 1), Formulary (Tier 2) or Non-Formulary (Tier 3).

Generic (Tier 1) Drugs

One way to get more value from your health care plan is to use Generic (Tier 1) drugs when they are available, which lowers the cost of your personal health needs. A Generic (Tier 1) drug is chemically identical to the corresponding Formulary (Tier 2) or Non-Formulary (Tier 3) version. The additional cost of marketing brand-name drugs is essentially the only difference between brand-name drugs and the Generic (Tier 1) options. They provide the same benefit, but at a lower price.

Pharmacy Choice Plus HSA Choice Plus PPO

Retail Rx (30-day supply) IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Member Pays Member Pays

Generic (Tier 1)Formulary (Tier 2)Non-Formulary (Tier 3)

$15*$40*$60*

$20*$40*$60*

Mail Order Rx (90-day supply) IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Generic (Tier 1)Formulary (Tier 2)Non-Formulary (Tier 3)

$30*$80*

$120*

Not CoveredNot CoveredNot Covered

$40*$80*

$120*

Not CoveredNot CoveredNot Covered

*After deductible

Need Additional

Generic Drug Facts?



13

Medical

Generic (Tier 1) Drugs — Questions and Answers

What is a Tier 1 drug?A Tier 1 drug is a drug that is similar to a brand-name drug in: dosage, safety, strength, quality, the way it works, the way it is taken and the way it should be used.

Are Tier 1 drugs as safe as brand-name drugs?

Yes. The FDA says that all drugs must work well and be safe. Tier 1 drugs use the same active ingredients as brand-name drugs and work the same way. So they have the same risks and benefits as brand-name drugs.

Are Tier 1 drugs as strong as brand-name drugs?

Yes. FDA requires Tier 1 drugs must be as: high quality, strong, pure and stable as brand-name drugs.

Are brand-name drugs made in better factories than Tier 1 drugs?

No. All factories must meet the same high standards. If the factories do not meet certain standards, the FDA won’t allow them to make drugs.

If brand-name drugs and Tier 1 drugs have the same active ingredients, why do they look different?

In the United States, trademark laws do not allow Tier 1 drugs to look exactly like the brand-name drug. However, the Tier 1 drug must have the same active ingredients. Colors, flavors, and certain other parts may be different. But these things don’t affect the way the drug works and they are looked at by the FDA.

Does every brand-name drug have a Tier 1 drug?

No. When new drugs are first made, they have drug patents. Most drug patents are protected for 20 years. The patent protects the company that made the drug first. The patent doesn’t allow anyone else to make and sell the drug. When the patent expires, other drug companies can start selling the Tier 1 version of the drug. But first, they must test the drug and the FDA must approve it.

What is the best source of information about Tier 1 drugs?

Contact your doctor, pharmacist or other health care worker for information on your Tier 1 drugs. For more information, you can also visit the FDA online at www.fda.gov/drugs.

Source: www.FDA.gov

A Generic (Tier 1) is not always prescribed. However, that shouldn’t stop you from asking for the Generic (Tier 1) every time. In some cases, the prescribed drug will not have an exact Generic (Tier 1) option, but you can ask for the Generic (Tier 1) equivalent. Although the core active ingredient may be slightly different, these equivalents still offer the same medical benefit and outcome.

Formulary (Tier 2) Drugs

A Formulary (Tier 2) drug is a brand name drug that is on your provider’s list of approved drugs. You can check online to see a complete list of Formulary (Tier 2) drugs.

Non-Formulary (Tier 3) Drugs

Non-Formulary (Tier 3) drugs have higher copayments and are typically newer drugs on the market. Like Generic (Tier 1) equivalents, you can request a Formulary (Tier 2) drug equivalent that can offer the same medical effect. You can be a better consumer by doing your research, asking the right questions and buying at the lowest price.



14

Wellness

WellnessEating right

is just one way to

maintain a healthy lifestyle. Find tips you can

use here.

We are proud to announce the new SimplyEngaged® program. This is a health and wellness feature available at no additional cost to all employees and their spouses who are enrolled in one of RECON’s United Healthcare medical plans. With this added bonus, you can be eligible for gift card rewards valued at up to $75 when you engage in the program by receiving coaching and completing a Health Assessment. SimplyEngaged® activities, including the online health assessment and health coaching, are designed to help you learn more about your current health. Once you’ve finished an activity, you’ll be rewarded with a gift card! Health and wellness coaching is available by telephone, online and mail. Members must complete the online Health Assessment before enrolling in the telephone-based health coaching program.



15

Wellness

Follow the steps below for your personal health and wellness program and reward yourself with a gift card from SimplyEngaged®.

1. Complete an online health assessment and get a $75 gift card

» Go to www.MyUHC.com

» If you already registered, log on to your account with your username and password. If you are not registered, you must register with www.MyUHC.com to access the Online Health Assessment. Follow the easy steps under “Register Now”.

» After you are logged on to www.MyUHC.com, click on the “Health Assessment” button, and follow the instructions to get started.

2. Complete an Online Program and get a $25 gift card

» Following completion of the Online Health Assessment, you can visit www.MyUHC.com to access the Online Program.

» Click the “Health and Wellness” tab, then select “I Do” and “Add Programs” to get started. Completing a Health Assessment may auto-enroll you in a coaching program, based on your personalized needs.

3. Complete a telephone-based Health Coaching program and get a $75 gift card

» You must complete the Health Assessment* first in order to participate in the Health Coaching program.

» Once you’ve completed the Health Assessment, call the Health Coach at 800-478-1057 to begin working on your personal health improvement plan.

Please call 877-818-5826 if you have questions about your rewards.

Members should refer to their health plan ID card and log on to the United Healthcare health and wellness website listed on their ID card.

Wellness rewards and incentives have annual maximum limits per employee/family.

Children may not participate in the reward program.



16

Health Savings Accounts

Health Savings accountsTake charge of your health care spending with a Health Savings Account (HSA). The contributions are tax-free, and the money in the account is yours. HSAs allow you to control your own money, year in and year out.

An HSA is a personal health care bank account that you can use to pay qualified health expenses with pre-tax dollars when you are enrolled in a qualified Consumer-Driven Health Plan (CDHP). You are eligible to open and fund an HSA if:

» You are covered by an HSA-eligible Consumer-Driven Health Plan (CDHP), such as RECON’s Choice Plus HSA..

» You are not covered by your spouse’s health plan, which is not an HSA-qualified Consumer-Driven Health Plan, Health Care Flexible Spending Account or Health Reimbursement Account.

» You are not eligible to be claimed as a dependent on someone else’s tax return.

» You are not enrolled in Medicare or TRICARE for Life.

» You have not received Veterans Administration Benefits.

Your HSA can be used for your qualified expenses, including those belonging to your spouse and/or dependent(s), even if they are not covered by your CDHP. Optum Bank will issue you a debit card, giving you direct access to your account balance. Any time you have a qualified health expense, you may use your debit card to pay. You must have a balance to use your debit card. There are no receipts to submit for reimbursement.

Eligible expenses include doctors’ office visits, eye exams, prescription expenses and LASIK surgery. IRS Publication 502 provides a complete list of eligible expenses and can be found online at www.irs.gov/pub/irs-pdf/p502.pdf.

TipYou can use HSA money

to pay for eligible

health expenses now or in

the future.



17

Health Savings Accounts

Individually Owned account

You own and administer your Health Savings Account. You determine how much you will contribute to your account, when to use the money to pay for qualified health expenses and when to reimburse yourself. HSAs allow you to save and rollover money if you do not spend it in the calendar year. The money in this account is always yours, even if you change health plans or jobs. There are no vesting requirements or forfeiture provisions.

How to Enroll

You must elect the United Healthcare Choice Plus HSA medical plan at RECON. You must also complete the Optum Bank HSA enrollment information to allow RECON to establish an account in your name. If this account is not opened by you, RECON will not be able to deposit any employer or employee HSA contributions.

maximize Your Tax Savings

» Contributions to an HSA are tax-free (they can be made through payroll deduction on a pre-tax basis when you open an account with Optum Bank).

» The money in this account (including interest and investment earnings) grows tax-free.

» As long as the funds are used to pay for qualified health expenses, they are spent tax-free.

HSa Funding and Limits

The 2014 IRS maximum contributions, including employer contributions, for these accounts are:

Individual $3,300 Family $6,550

Employees 55 and older can make an additional catch-up contribution of $1,000.

Changes to contribution amounts can be requested on a monthly basis by contacting the Benefits Administrator. Any changes requested in writing by the 25th of any month will be effective the first paycheck of the following month.

Employer HSa Contribution

RECON will contribute up to $1,000 this plan year to the employee’s Optum Bank HSA. This will be funded into each active HSA in the amount of $250 at the beginning of each quarter starting in May. New employees enrolling after May 1, 2014, may not receive the entire $1,000, as there will be no make-up for past payment quarters.

The HSA for the United Healthcare Choice Plus HSA medical plan will be established through Optum Bank. For more enrollment information contact the Benefits Department or visit www.MyUHC.com.



18

Dental

Dental BenefitsOur Dental Plan helps you maintain good dental health through affordable options for preventive care including regular checkups and other dental work.

Our Dental Plan is designed to encourage preventive treatment, allowing employees to achieve oral health while striving to minimize dental costs. RECON employees receive dental coverage from Guardian.

Network Dentists

Using a network dentist lowers your out-of-pocket costs. This is because dentists in your network have agreed to charge lower fees, and your plan’s in-network services cover a larger share of the charges. If you choose to use a dentist who doesn’t participate in the network, your out-of-pocket costs will be higher, and you are subject to any charges beyond the Reasonable and Customary (R&C).

To find a network dentist, visit www.GuardianAnytime.com. Select the “Find a Provider” link at the top of the page, then “Find a Dentist.” For network providers in the PPO dental plans, select the “DentalGuard Preferred” network. For the DHMO dental plan, select the “Managed DentalGuard-TX” network.

vision Discount Plan

All dental plans include access to discounts on vision care services or supplies from a vision provider that is under contract with Vision Service Plan’s (VSP) SIGNATURE PLAN network. The participant must pay the entire discounted fee directly to the network doctor. To find a VSP network provider, go to www.GuardianAnytime.com. Select “Find a Provider” at the top of the page, then select “Find A Vision Provider.” You may also call VSP Member Services at 877-814-8970.

Brush Up on Dental Care.



19

Dental

Dental Plan Summary

The chart below gives a summary of the 2014/2015 dental coverage provided by Guardian. All out-of-network services are subject to Reasonable and Customary (R&C) limitations.

GuardianLow PPO - Plan 1

DentalGuard Preferred Network

High PPO - Plan 2DentalGuard

Preferred Network

DHMOManaged DentalGuard Network

IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK AVAILABLE TO TX RESIDENTS ONLY

Member Pays Member Pays Member Pays

Calendar Year Deductible

Summary:- $5 Office visit copay- Preventive at no charge- No Annual Limit - No Deductible - You pay a discounted rate

for each covered procedure- Each covered person must

select a network provider at time of enrollment (network is only in Texas).

- Schedule of costs is located on RECON benefits site

IndividualFamily

$50$150

$50$150

Calendar Year Maximum

Per Person $1,000 $1,000 $1,000 $1,000

Services

Preventive Services(Once every 6 months)Oral Exams, Routine Cleanings, Bitewing X-rays, Fluoride Applications, Sealants, Space Maintainers, Panoramic X-rays

0% 0% 0% 0%

Basic ServicesFull Mouth X-rays, Fillings, Oral Surgery, Simple Extractions

20%* 20%* 20%* 20%*

Major ServicesOral Surgery, Complex Extractions, Denture Adjustments and Repairs, Root Canal Therapy, Periodontics, Crowns, Dentures, Bridges

Not Covered Not Covered 50%* 50%*

Orthodontics Not Covered Not Covered

Limits: Child: $2,500 Adult: $2,800

Orthodontics in progress prior to plan election are not covered.

* After deductible

2014/2015 Plan Year Dental Premiums

Premium contributions for Dental benefits will be deducted from your paycheck on a pre-tax basis. Your tier of coverage will determine your weekly premiums.

Coverage LevelsLow PPO - Plan 1

DentalGuard Preferred Network

High PPO - Plan 2DentalGuard

Preferred Network

DHMOManaged DentalGuard Network(Available to Texas residents only)

Employee OnlyEmployee + SpouseEmployee + Child(ren)Employee + Family

$4.45 $8.61

$10.32 $14.83

$6.30 $12.99 $12.69 $18.49

$2.32 $4.67 $4.55 $6.89



20

Survivor Benefits

Survivor BenefitsLife insurance is very important to those who depend on you for financial security. Survivor benefits provide continuing financial assistance in your absence.

Basic Life Insurance

Life benefits are essential to the financial security of you and your family. As such, it is important to understand how your plan works and what benefits you will receive.

Term Life Insurance is available to you through Allstate. This guarantees that loved ones, such as a spouse or other designated survivors, continue to receive part of an employee’s benefits after the employee’s death.

Your Term Life insurance benefit is available in $10,000 increments up to five times your annual salary, to a maximum of $100,000.*

Basic Dependent Life

Term Life coverage is available for your spouse in $10,000 increments, up to 50% of your Term Life coverage, and for your child(ren) in the amount of $10,000 each.*

* Age limitations may apply

TipIt is important

that you name

a primary and

contingent

beneficiary to

receive your

Life insurance

benefits.



21

Survivor Benefits

Basic Life

Coverage Amount: Available in $10,000 increments, up to five times your annual salary.*

Benefits are Payable: If you die, lose a limb or suffer paralysis in an accident.

Maximum Benefit: $100,000*

Guaranteed Issue: (Available only during the initial election period.)Guaranteed issue means regardless of health history, all applicants are guaranteed coverage. After the employee’s initial election period has passed, an EOI questionnaire (evidence of insurability) and underwriting approval will be required.

Employees hired prior to January 2, 2014: EOI is required for employees and dependents.

New Hire Employees: Guaranteed Issue (no EOI required). Spouse is Guaranteed Issue up to $20,000*; EOI required

for additional amount, up to 50% of the employee’s benefit. Children are Guaranteed Issue.

* Age limitations may apply

Beneficiary Designation

A beneficiary is the person you designate to receive your Life insurance benefits in the event of your death. This includes any benefits payable under the Term Life insurance plan available through RECON. Benefits payable for a dependent’s death under the Voluntary Life insurance plan are payable to you.

It is important that your beneficiary designation is clear so that there will be no question as to your intentions. It is also important that you name a primary and contingent beneficiary. Your Primary beneficiary(ies) will receive the benefit amount at the time of your death. If the Primary beneficiary(ies) is no longer living at that time, the benefit amount will go to your Contingent beneficiary(ies). When naming your beneficiary(ies), please indicate their full name, address, Social Security number, relationship, date of birth and distribution percentage. If the beneficiary is not related either by blood or by marriage, insert the words “Not Related” in the relationship field. If you need assistance, contact the Benefits Department or your own legal counsel.

Primary

» Mary J. Doe, Wife (100%)

OR

» Mary J. Doe, Wife (34%), Jane Doe, Daughter (33%), and John Doe, Son (33%)

Contingent

» Joseph W. Doe, Son, and Jane Doe, Daughter (50% each)

OR

» Estate of the Insured (100%)

If you name more than one beneficiary with unequal shares, please show the amount of insurance to be paid to each beneficiary in percentages, for example: “33% to Pauline Smith, Mother, and 67% to Mary J. Doe, Wife.” If there is insufficient space for your beneficiary designations, attach a separate sheet of paper indicating your designations and share percentages.

NOTE: Percentages should total 100% for each category (Primary and Contingent).



22

Income Protection

Income ProtectionIf you have to miss work due to illness or an off-the-job injury, this benefit helps to ensure that at least part of your income continues. Our Disability Plans cover a portion of your income until you can return to work, or until you reach retirement age.

Short Term Disability Insurance

Short Term Disability (STD) benefits are available to you on a voluntary basis. STD insurance protects a portion of your income if you become partially or totally disabled for a short period of time. Short Term Disability insurance replaces 60% of your income.

You must be sick for at least eight days, or disabled for at least one day, before you can receive your Short Term Disability insurance benefit payment. Payments may last up to 13 weeks maximum. Certain exclusions as well as pre-existing condition limitations may apply. Please refer to your Summary Plan Description for details or contact the Benefits Department for specific benefits.

Long Term Disability Insurance

Long Term Disability (LTD) benefits are available to you on a voluntary basis. LTD insurance protects a portion of your income if you become partially or totally disabled for a long period of time. This insurance replaces 60% of your income, up to a maximum of $10,000 per month, depending on your current annual earnings. You must be sick or disabled for at least 90 days before you can receive a Long Term Disability insurance benefit payment. Payments will last for as long as you are disabled or until you reach your Social Security Normal Retirement Age, whichever is sooner. Certain exclusions as well as pre-existing condition limitations may apply. Please refer to your Summary Plan Description for details or contact the Benefits Department about specific benefits.

Voluntary Employee Disability Insurance

Voluntary Short Term Disability Voluntary Long Term Disability

$0.57 / $10 (Weekly) Varies

Both STD and LTD benefits are Guaranteed Issue at the employee’s initial enrollment period. After this time, an Evidence of Insurability (EOI) form must be submitted for underwriting approval.

Learn More About

Disability Insurance



23

Planning for Retirement

Planning for RetirementIt is critical to plan for your retirement. Making 401(k) contributions is an important step toward achieving your financial goals for later in life. We offer several options to help you make the most of your retirement and live a secure and happy life once your work years are behind you.

A 401(k) plan can be a powerful tool in promoting financial security in retirement. The RECON 401(k) Plan helps eligible employees save and invest for retirement while receiving certain tax advantages. RECON currently offers a weekly match of 50% of the employee’s contribution, up to a maximum of 3% of the eligible annual wages. There is also the possibility of an additional year-end match, based on Company profitability. Matching is discretionary and evaluated periodically by the Board of Directors, and is not guaranteed from year to year. Administrative and record-keeping services for the 401(k) Plan are provided by Transamerica Retirement Solutions.

Deferred contributions are based on a flat dollar amount or percent of income, not to exceed plan limits set by the IRS. The limit for 2014 is $17,500. All eligibile employees are automatically enrolled in the 401(k) with a 2% deferral rate into the Vanguard Target Retirement Fund closest to the employee’s 65th birthday. Opt-out forms are available for employees not wishing to begin automatic contributions upon eligibility.

Eligible employees are those who are employed full time, at least 18 years of age and have completed 90 days of service. Rehires will be effective immediately, as long as 90 days have passed since the employee’s original hire date.

vesting“Vesting” refers to your ownership of the money in your account. You are always 100% vested in your own contributions right away. You will be vested in your employer contributions based on the following vesting schedule:

Catch-up Contributions

If you will be age 50 or older in this calendar year and contribute the maximum allowed to your account, you may also make “catch-up contributions” to your account. The catch-up contribution is intended to help you accelerate your progress toward your retirement goals. The maximum catch-up contribution is $5,500 for 2014. See your Benefits Administrator for more details.

Changing or Stopping Your Contributions

You may change the amount of your contributions any time. Changes requested by the 25th of any month will become effective the first paycheck of the following month. Changes will remain in effect until modified or terminated by you. You may discontinue your contributions anytime. Once you stop making contributions, you may start again at any time. Employees may change their contributions by accessing their account online at www.ta-retirement.com or by calling Transamerica’s Customer Service department at 800-401-8726.

Years of Service

Percentage Vested

After 2 years 20%3 years 40%4 years 60%5 years 80%6 years 100%



24

Additional Benefits

additional BenefitsRECON believes in a well-rounded benefits package and provides options for additional benefits to help you manage your life.

Legal Services Plan

As a RECON employee, you may sign up for a discounted legal services plan through LegalShield. This service gives you access to a full-service, quality Provider Law Firm in your state, as well as to more than 9,000 attorneys nationwide. Telephone and in-person legal consultations are available. Your coverage is portable, so you can continue to take advantage of low rates even if you leave RECON. Call 800-654-7757 if you have questions. Covered services include:

» Real estate issues

» Motor Vehicle Services, such as moving traffic violations, accidents, etc.

» Debt and credit concerns

» Document preparation and review

» Wills and estate planning

» Family law

Optional Identity Theft Protection

(can only be elected as an addition to Legal Services Plan)

» ID Theft Shield includes a free credit report, continuous monitoring of your credit file, and credit restoration through Kroll Advisory Solutions.

» ID Theft Shield covers the employee and spouse.

» Adding Safeguard for minors will allow monitoring and restoration of credit reports for your minor children up to age 18.

Consolidating Your Retirement SavingsIf you have an existing qualified retirement plan (pre-tax) with a prior employer, you may transfer or roll over that account into RECON’s 401(k) Plan anytime. To initiate a rollover into your Plan, contact Transamerica at 800-401-8726 for details.

Investing in the PlanYou decide how to invest the assets in your account. The RECON 401(k) Plan offers a selection of investment options for you to choose from. You may view fund options and change your investment choices anytime by accessing your account online at www.ta-retirement.com.



25

Additional Benefits

Teladoc | Consult a Doctor

Call 800-362-2667 or visit www.ConsultADoctor.com for FREE access to a licensed physician 24 hours, seven days a week. This benefit helps members reduce healthcare claims, out-of-pocket expenses, overuse of emergency rooms and urgent care trips, and time wasted waiting days or weeks for an appointment. Consultations can be done by phone, email or video. This benefit is provided for employees of RECON at no additional cost.

voluntary allstate Plans

Critical Illness

Through Allstate, RECON provides a lump-sum benefit to help you with the out-of-pocket expense associated with a serious illness. There are two options to choose from.

» High/Low Options available for $20,000 and $10,000 that will be paid when these serious illnesses occur: heart attack, stroke, coronary artery by-pass-surgery, major organ transplant and end-stage renal failure.

» Second event benefits pay a one-time benefit when you are diagnosed a second time, 12 or more months after the initial diagnosis.

» Covered dependents receive 50% of your basic benefit amount.

» Coverage will supplement any exisiting medical coverage you have or can be used even if you don’t have any major medical insurance.

» Benefit is portable — you can keep it even if you leave employment with RECON.

Cancer

» One-time diagnosis benefit of $5,000 per covered family member.

» Up to $5,000 every 12 months toward radiation and chemotherapy treatments, and blood, plasma and platelets replacement.

» Up to $5,000 every 12 months toward new and experimental treatments.

» Two plans are offered as High/Low options. The high plan includes a $600 intensive care rider to be used for any reason you are in ICU (not just for Cancer). Additionally, a $100 wellness benefit is payable every calendar year for each covered dependent.


Accident

» Benefit includes up to $40,000 for loss of life or limb due to an off-the-job accident.

» Benefits paid for ER, ICU, follow-up doctors’ visits, PT, dislocation and fractures, $1,000 initial hospital stay due to an accident.

» High/Low plan options available. High Plan includes an additional $1000 disability rider for an off-the-job injury (employee only). This benefit will pay in addition to any other disability insurance you may have.




26

Required Notices

Required NoticesImportant Notice from Remedial Construction Services, L.P. About Your Prescription Drug Coverage and Medicare under the United Healthcare Plan(s)Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Remedial Construction Services, L.P. and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium.

2. Remedial Construction Services, L.P. has determined that the prescription drug coverage offered by the United Healthcare plan(s) is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join A Medicare Drug Plan?You can join a Medicare drug plan when you first become eligible for Medicare during a seven-month initial enrollment period. That period begins three months prior to your 65th birthday, includes the month you turn 65, and continues for the ensuing three months. You may also enroll each year from October 15th through December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan?

If you decide to join a Medicare drug plan, your current Remedial Construction Services, L.P. coverage will not be affected. For most persons covered under the Plan, the Plan will pay prescription drug benefits first, and Medicare will determine its payments second. For more information about this issue of what program pays first and what program pays second, see the Plan’s summary plan description or contact Medicare at the telephone number or web address listed herein.

If you do decide to join a Medicare drug plan and drop your current Remedial Construction Services, L.P. coverage, be aware that you and your dependents will not be able to get this coverage back.

When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan?You should also know that if you drop or lose your current coverage with Remedial Construction Services, L.P. and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

For More Information about This Notice or Your Current Prescription Drug Coverage…Contact the person listed at the end of these notices for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through Remedial Construction Services, L.P. changes. You also may request a copy of this notice at any time.

For More Information about Your Options under Medicare Prescription Drug Coverage…More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans.

For more information about Medicare prescription drug coverage:

» Visit www.medicare.gov » Call your State Health Insurance Assistance Program

(see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help

» Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048



27

Required Notices

If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).

Remember: Keep this Medicare Part D notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).

Date: May 1, 2014

Name of Entity/Sender: Remedial Construction Services, L.P.

Contact—Position/Office: Benefits Department

Address: 9977 W. Sam Houston Parkway North Suite 100 Houston, TX 77064

Phone Number: 281-664-1158

Women’s Health and Cancer Rights Act

The Women’s Health and Cancer Rights Act of 1998 was signed into law on October 21, 1998. The Act requires that all group health plans providing medical and surgical benefits with respect to a mastectomy must provide coverage for all of the following:

» Reconstruction of the breast on which a 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 lymphedema

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 which apply for the mastectomy. For deductibles and coinsurance information applicable to the plan in which you enroll, please refer to the summary plan description or contact the Benefits Department at 281-664-1158.

HIPAA Privacy and Security The Health Insurance Portability and Accountability Act of 1996 deals with how an employer can enforce eligibility and enrollment for health care benefits, as well as ensuring that protected health information which identifies you is kept private. You have the right to inspect and copy protected health information that is maintained by and for the plan for enrollment, payment, claims and case management. If you feel that protected health information about you is incorrect or incomplete, you may ask your benefits administrator to amend the information. The Notice of Privacy Practices has been recently updated. For a full copy of the Notice of Privacy Practices, describing how protected health information about you may be used and disclosed and how you can get access to the information, contact the Benefits Department at 281-664-1158.

HIPAA Special Enrollment Rights

If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to later enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing towards your or your dependents’ other coverage).

Loss of eligibility includes but is not limited to:

» Loss of eligibility for coverage as a result of ceasing to meet the plan’s eligibility requirements (i.e. legal separation, divorce, cessation of dependent status, death of an employee, termination of employment, reduction in the number of hours of employment);

» Loss of HMO coverage because the person no longer resides or works in the HMO service area and no other coverage option is available through the HMO plan sponsor;

» Elimination of the coverage option a person was enrolled in, and another option is not offered in its place;

» Reaching the plan’s lifetime benefit maximum on all benefits, if the person is covered under a separate plan or a single plan with multiple options and the other option has a higher lifetime maximum, or the benefits paid under the first option were not integrated with the second option;

» Failing to return from an FMLA leave of absence; and » Loss of coverage under Medicaid or the Children’s

Health Insurance Program (CHIP).

Unless the event giving rise to your special enrollment right is a loss of coverage under Medicaid or CHIP, you must request enrollment within 30 days after your or your dependent’s(s’) other coverage ends (or after the employer that sponsors that coverage stops contributing toward the coverage).

If the event giving rise to your special enrollment right is a loss of coverage under Medicaid or the CHIP, you may request enrollment under this plan within 60 days of the date you or your dependent(s) lose such coverage under Medicaid or CHIP. Similarly, if you or your dependent(s) become eligible for a state-granted premium subsidy towards this plan, you may request enrollment under this plan within 60 days after the date Medicaid or CHIP determine that you or the dependent(s) qualify for the subsidy.

In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption.

To request special enrollment or obtain more information, contact the Benefits Department at 281-664-1158.



28

Notes



29

Notes



30

Notes



31

Important Contacts

Important ContactsCoverage Contact

medical Coverage and Prescription Drugs

United HealthcareHSa – 866-314-0335PPO – 866-633-2446www.Myuhc.com Group # 901737

Health Savings account Optum Bank866-234-8913 www.myUHC.com

Dental Coverage Guardian - DmHO 888-618-2016 www.guardiananytime.com Group # 00466850

Guardian - PPO (Low and High) 800-541-7846 www.guardiananytime.com Group # 00466850

Life Insurance allstate (Term Life) 800-521-3535 www.allstateatwork.com/mybenefits Group # 90486

Disability Guardian (Short Term Disability) 800-268-2525www.guardiananytime.com Group # 00466850

Guardian (Long Term Disability) 800-538-4583 www.guardiananytime.com Group # 00466850

Retirement Transamerica Retirement Solutions 800-401-8726 Live Help (weekdays) 888-637-8726 24-hr automated www.ta-retirement.com

additional Benefits allstate (Critical Illness, Cancer & accident Plans) 800-521-3535 www.allstateatwork.com/mybenefits Group # aY220

LegalShield (Legal Plan & Optional Identity Theft Protection) 800-654-7757 www.legalshield.com account # 132865

Teladoc | Consult a Doctor (Free medical advice) 800-362-2667 www.consultadoctor.com

vSP (Discount vision Care - Signature Plan) included with all dental plans 800-877-7195 www.guardiananytime.com Group # 00466850

RECON Benefits Department Joy Gossett 9977 West Sam Houston Pkwy North 281-664-1158 Suite 100 [email protected] Houston, TX 77064

RECON Benefits Portal www.myReconBenefits.com

To access Online Enrollment: Click “Online Enrollment” link and see Username and Password information on page 9

To access Benefits information: Click “Benefits Site” link Select “UNITED HEaLTHCaRE” under medical Plans listing.



RECON-UHC 14/15

2014-2015_Recon Guide_Office-UHC Document Created 09/03/12Page 32 of 32 ModifiedMarch7,20144:20PMFILE INFO

Documents

Employee Benefits Guide United Healthcare Planuba-ebc.portals.s3.amazonaws.com › 61916_2014 UHC Guide-LR.pdf · such as spousal benefits, dependent eligibility and qualifying life