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2015 Employee Benefits Summary
Healthcare Plans
The healthcare plans described below are available to employees and their eligible family members. Required
contributions are made through payroll deductions on a pre-tax basis.
Medical Benefits
Feature
(in-network/preferred)
BluePreferred PPO
(CareFirst)
BlueChoice HMO
(CareFirst)
Kaiser HMO
PPO
HMO
HMO
Plan Type
Deductible
(single/with dependents)
$400/$1,200
None
None
Primary Care or Specialist
$30 copay (no deductible)
$20 PCP/$35 specialist copay
$20 PCP/$35 specialist copay
Urgent Care
$30 copay (no deductible)
$35 copay
$35 copay
Emergency Room
$150 copay, then 80% covered
(copay waived if admitted)
$150 copay
(waived if admitted)
$150 copay
(waived if admitted)
Inpatient Care
80% covered
$500 per admission
$500 per admission
Diagnostic services (e.g., lab, X-ray)
80% covered
No charge
No charge
$2,500/$5,000 Medical
$3,500/$7,000 Prescriptions
$1,000/$2,000 Medical
$4,500/$9,000 Prescriptions
$3,500/$9,400
Co-insurance
Annual Out –of-Pocket Maximum
(single/family)
Prescriptions
34 day/90 day
34 day/90 day
Plan pharmacy & Mail/
Participating Pharmacy
Tier 1 (generic)
$10/$20
$10/$20
$15/$20 generic
Tier 2 (preferred brand)
$30/$60
$35/$70
$35/$55 preferred brand
Tier 3 (non-preferred brand)
$50/$100
$55/$110
$55/$75 non-preferred brand
Specialty
Follows tier, except for selfinjectables (50% up to
$75/$150 cap)
Follows tier, except for selfinjectables (50% up to
$75/$150 cap)
Dental Benefits
Eagle Alliance Dental Plan
In-Network
Out-of-Network
$50/$150
$75/$225
Preventive Care
80% (no deductible)
60% (no deductible)
Basic Procedures
80%
60%
Major Procedures
50%
30%
Annual Maximum Benefits
(per covered life)
$1,500
$1,000
Orthodontic (children only)
Lifetime maximum
50%
$1,000
30%
$500
Deductible
(single/with dependents)
Follows tier
Vision Benefits: This optional employee-paid plan offers
vision benefits including an annual examination after a
$10 copay and lenses after a $20 copay; select frames
every two years covered at 100%. Discounts available on
other eyewear options (e.g., tints).
Life Insurance: Eagle Alliance provides employees Basic
Life Insurance equal to Base Annual Earnings (BAE).
Employees may purchase Supplemental Life Insurance
of 1 – 5x BAE.
Accidental Death & Dismemberment Insurance
(AD&D): Eagle Alliance provides employees Basic AD&D
Insurance equal to Base Annual Earnings (BAE).
Employees may purchase Supplemental AD&D
Insurance of 1 – 5x BAE.
Dependent Life Insurance: This optional post-tax
employee-paid plan offers up to $100,000 life insurance
for your spouse/same-sex partner and up to $25,000 for
your dependent children.
Disability Income Protection: Eagle Alliance offers
optional Short- and Long-Term Disability plans that
provide income protection in the event of total
disability. These optional post-tax plans pay up to 60%
of your base salary, tax-free, to a maximum benefit of
$15,000 per month, less income from other sources
(Workers’ Compensation, State Disability, and Social
Security payments, or benefits from any companysponsored plan, etc.).
Business Travel Accident Insurance: All employees are
covered for accidental death or dismemberment while
on authorized business travel. The benefit for each
employee is 3x Base Annual Earnings to plan maximums.
Flexible Spending Accounts (FSA): There are two
types of FSAs (See IRS Publication 969):
A Health Care FSA lets you set aside your money on a
pre-tax basis to reimburse yourself for qualified medical
expenses that are not reimbursed through any
healthcare plan (e.g., medical, prescription drug, dental,
vision). The 2015 annual contribution limit for a Health
Care FSA is $2,500.
A Dependent Care FSA lets you set aside your money on
a pre-tax basis to reimburse yourself for qualified
dependent care expenses that are necessary to allow
you and your spouse (if applicable) to work or look for
work. The 2015 annual contribution limit for the
Dependent Care FSA is $2,500 if you file taxes
separately, $5,000 if you are a single parent or file taxes
jointly.
Once you enroll in an FSA you cannot change your
elections unless you have a qualified change in status
(such as a birth or marriage) during the plan year.
Benefits as of 1/1/2015
Match Asset Plan (MAP): You are eligible to join the CSC
Matched Asset Plan, CSC’s 401(k) retirement savings
plan, if you are at least 21 years of age. From 1% to 50%
of your eligible compensation (base pay and
commissions, subject to IRS limits) may be invested on a
pre-tax payroll deduction basis in various investment
options. CSC will match 50% of your employee contributions to the plan, up to 6% of your eligible
compensation. CSC’s matching contribution is made on
an annual basis. You are 100% vested in the company
match after 1 year of service.
Vacation: Vacation entitlement increases with years of
service according to the following schedule:
Years of Service
Vacation Accrued
First year to third anniversary:
13 days per year
Third year to fifteenth anniversary: 20 days per year
Fifteenth anniversary and beyond: 26 days per year
Vacation may be accrued up to a maximum of 240
hours.
Holidays: Ten paid holidays per year.
Sick Leave: You may accrue a maximum of 13 days of
sick leave per year. Any unused sick leave may be
carried forward to the next year without any limit.
LifeManagement Program: This company-paid service
enables Eagle Alliance employees and their eligible
dependents to receive help from qualified professionals
to deal more effectively with work-life problems that
may impact job performance. Work-life specialists can
assist with a broad range of issues such as personal
counseling, adult/elder care, child care, tobacco
cessation, legal, financial, crisis management and more.
Educational Assistance: You may receive reimbursement of tuition, registration, and laboratory fees for
approved courses upon their successful completion.
Relocation Assistance: Allowances are provided for
those who are eligible.
Credit Union: Membership in the CSC Employees
Federal Credit Union is available to Eagle Alliance
employees and their families.
This summarizes certain Eagle Alliance benefits. It is
not intended to confer contractual rights of any kind
upon any employee, or to create contractual
obligations of any kind for Eagle Alliance. Eagle
Alliance may elect to maintain these benefits and
policies indefinitely. However, for any reason it
believes as necessary or appropriate Eagle Alliance
may, in its sole discretion and with or without notice,
supplement, revise, amend, discontinue or terminate
its policies, procedures, practices, plans.