BENEFITS

GUIDE
2023
 Welcome to your Annual Benefit Enrollment!
Here’s where to find…
Benefit Basics 3-4
Enrollment Process 5 At Washington Regional Medical Center
(WRMC), we recognize that our employees and
Mobile App 6
their families have unique needs. We offer a
Login Instructions 7 wide variety of excellent benefit programs. This
Medical 8-12 is one of the most important ways we say thank
you for your excellent service and contributions
Hospital Indemnity 13 as we reflect our own corporate Mission to
Health Savings & Flexible Spending 14-15 provide high quality care, prevention and
wellness education to our community.
Dental 16
Vision 17
Voluntary Benefits 18-19
Basic & Supplemental Life 20
Disability 21-22
Identity Protection 23
Childcare Benefits 24
401(k) Retirement Savings 25
Employee Assistance Program 26
Other Benefits 27
Pet Insurance 28
Customer Service Information 29

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 2023
Benefit Guide
Benefit Basics
Who’s Eligible for Benefits Making Changes During the Year
Full-time and Part-time employees in positions scheduled • You may add or remove dependents to your existing
to work at least 40 hours per pay period. coverage within 30 days after a qualifying event or
during Open Enrollment.
Which dependents may I enroll in the Benefit  Qualifying Events to Add Dependents
Programs? • Marriage
• Your legal spouse, which includes same-sex couples • Dependent’s loss of other coverage
that are legally married. • Birth of a new child (you may take up to 90 days
• Your dependent children up to age 26. The Term Life to add your newborn)
Insurance benefit allows dependent children under • Adoption (you may take up to 60 days to add
age 21 or if a full-time student up to age 25. dependent)
• Your unmarried children who become totally  Qualifying Events to Remove Dependents
disabled before the age of 19, are incapable of self- • Divorce
sustaining employment by reason of physical or • Death
mental handicap, and who are dependent on you for • Dependent has obtained other coverage
their principal support. • Dependent is no longer eligible for coverage
• Covered dependent no longer qualifies as a
What if I don’t make benefit elections within my 30 dependent
days? • Coverage becomes effective the first day of the
month following date of qualifying event.
If you do not enroll within 30 days of your hire date or
• Changes to benefit coverage may only be made
eligibility status change date, you are automatically
during Open Enrollment, aside from adding or
enrolled into employee only medical, company paid Basic
removing dependents after a Qualifying Event or as
Term Life and company paid Choice 1 Long Term
otherwise noted.
Disability. If you are automatically enrolled, you will not
• You may choose to stop participating in most benefit
receive the employer contribution for HSA/FSA. These
programs at any time if the premiums are not subject
coverages remain in force through the end of the plan
to pre-tax deductions. However, you may only re-
year unless you experience a qualifying event.
enroll at Open Enrollment unless there is a new
Qualifying Event.
WHEN TO ENROLL

New Hires or Newly Eligible If you have a life change At Open Enrollment
New Hires, you may enroll after Certain life events like birth or Annual Enrollment is your
your first day of work, within 30 adoption of a child, change in opportunity once each year to
days of your hire date. marital status, death, or loss of evaluate your benefit options and
Newly Eligible, if you have coverage due to no fault of your make selections for the following
recently transferred from an own may allow you to change your year.
ineligible status to an eligible coverage during the year. Changes made during Open
status, you must enroll in If you have a family status change, Enrollment will have a January 1st
benefits within the first 30 days you have 90 days for birth, 60 days effective date.
after becoming eligible. for adoption and/or government
loss/gain of coverage and 30 days
for marriage and all other QLEs to
be processed.

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Benefit Basics
When Does My Coverage Become Effective?
 New Hires or Newly Eligible Employees
• These benefits become effective on your date of hire or date of eligibility:
• Medical and Prescription*
• Dental*
• Vision*
• 401(k)* (contact Principal Financial Group 800-547-7754)
• Group Term Life Insurance - Employee and any elected Dependent coverage
• Short Term Disability Insurance
• Long Term Disability Insurance
• Identity Guard
• These benefits become effective the first of the month following completion of 30 days from date of hire:
• Critical Illness with Cancer Insurance
• LifeTime Benefit Term with Long Term Care
• Accident Insurance
• Hospital Indemnity Plan
• This benefit will become effective based on the date of coverage election and will be an automatic monthly billing via
credit/debit card:
• Pet Insurance
• If eligible, your HSA will start on the first day of the month after employee’s health coverage has become effective.
• The following benefits become effective the first day of the next pay period following completion of the employee’s
90-day introductory period.
• Flexible Spending Account(s)
• Childcare Reimbursement

 Qualifying Events
• Coverage becomes effective the first of the month following your qualifying event or status change. You must enroll
within 30 days of your qualifying event unless otherwise noted on page 3.

*These coverage premiums are deducted pre-tax

When Can I Make Changes to My Benefits?

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 2023
Benefit Guide
Enrollment Process
WRMC provides electronic enrollment through Explain My Benefits, providing eligible employees the ability to
make group insurance benefit elections online during the annual open enrollment, new hire orientation and
qualifying events.

OPTIONS TO ENROLL
Self-Service Enrollment – Complete your enrollment online using any computer or
smartphone with internet access.

• Visit www.mywrmcbenefits.com, click on the gray “Log into Your Benefit System to Enroll
or View Benefits” button and move through the enrollment system at your own pace.
• Login instructions are on page 7
• If choosing this option, click “Confirm Elections” at the end of the process.
• The next screen will say “Enrollment Complete”, and you can select to download, email or
print your confirmation. Please select one of these options in order to keep the
confirmation for your records. If you do not see the “Enrollment Complete” page, you
have not completed your enrollment.
• Return to the system anytime to view your confirmation statement.

Benefit Counselor Assisted

• Schedule a telephonic enrollment meeting with a benefits counselor from Explain My

Benefits. Visit the Benefits Portal (www.mywrmcbenefits.com) and click the Schedule
Enrollment Session button to select the available date and time for a benefits counselor
to call you and enroll you in your benefits.

Mobile App - You can enroll through the EMB mobile app, to review the
benefit guide, benefits, and see important documents.

• Sign in using the Company Code: wrmc

Reminders
• Be sure to review the Benefit Guide and plan summaries prior to going through any enrollment process.
• Be prepared by gathering dependent and beneficiary information (i.e. SSNs and Dates of Birth).

For more information about enrollment, or to see videos and

other important information, please visit:
www.mywrmcbenefits.com

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Mobile App

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 2023
Benefit Guide

Login Instructions
ACCESSING EMB ENROLL
Access www.mywrmcbenefits.com and select “Log Into Your Benefit System To Enroll or View Benefits”

Account Access Steps

1. Enter Username
1st Initial of your First Name AND
Up to the 1st Six Characters of your Last
Name AND Last 4 of SSN
Example: Tim Johnson SSN 1234 =
tjohnso1234

2. Enter Password
Date Of Birth (YYYYMMDD) and click
Login

If you already created an account and are

unable to log in, click “Need Help?” Follow
the prompts to have a password sent or to
retrieve your user name. Passwords are sent
to your email on file with us.

Once You Have Access

Select “Get Started” from the middle section of the

screen.

For detailed visual login and online enrollment instructions, click here.

7
Medical Insurance - WRMC
Third Party Administration (TPA)
The WRMC Health Insurance Plan is self-insured.
 Instead of purchasing insurance from an insurance company, WRMC retains enough money to pay for our medical claims.
• Every pay period, WRMC deposits a premium for each employee covered under the health plan into a trust account.
• Total premium = employee contribution + employer contribution
• The money in the trust is then used to fund all of our medical claims
 WRMC uses a Third Party Administrator (TPA) to manage our health plan
• WRMC establishes and maintains the Plan Document.
• The TPA processes our claims and performs other administrative services.
• Our TPA is BlueAdvantage

NextHealth Network
As a reminder, our provider network and plan design structure encourages all members to seek out the care they need and to
be proactive in participating in their own health. We created “NextHealth”, an integrated clinical network that will include all
the WRMC providers PLUS other providers that we feel enhance the services available to our employees at the higher cover-
age level. Below describes our 2023 health plan networks:
Location Network Coverage after deductible
Local WRMC NextHealth, including all WRMC
providers and facilities, MANA providers
and services, Parkhill Clinic for Women, 90%
Northhills Surgery Center and
Encompass Rehab
In Arkansas WRMC Statewide 70%
Outside Arkansas BlueCard (Nationwide BCBS network) 70%
All Others Out of Network 30%

To find a Network Provider go to:

https://secure.blueadvantagearkansas.com/findcare/default.aspx#/ChooseNetwork
Scroll down the page, click on Washington Regional Employer Group, then click Search By Network
Physician choice is important to our employees and with WRMC you are free to select any healthcare provider. To further
enhance your opportunity for comprehensive care for 2023, we will also be asking all WRMC health plan participants and
spouses to select a Primary Care Physician (PCP). Studies show that when a person has a PCP to help direct care, the individual
maintains a higher level of health, regardless of his or her health condition. By asking that you select a PCP, the care you
receive will be better coordinated and integrated to help maintain your health or should you need specialty care.

The PCP selected can be any one of the PCP’s in the NextHealth network. You can visit PCP’s in the designated NextHealth
network, WRMC Statewide, BlueCard network, or out of network. Keep in mind that the level of coverage you receive for PCP
visits will vary depending on which network the provider participates.
• Your benefit payment level will be greater when you choose participating providers.
• There is a higher deductible for out-of-network services.
• No office visit co-pays are offered for out-of-network services, even after you have met your out-of-network deductible.
If you or a covered family member has an emergency, seek medical attention at the nearest medical facility. Emergencies, as
defined by the Plan, will be paid as in-network whether or not the provider is in the Washington Regional NextHealth network.

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 2023
Benefit Guide

Medical Insurance - WRMC

Preventive Services
 Certain preventive services are covered in full. Covered services include (but are not limited to):
Adults:
• Annual Physical
Women:
• Annual gynecological exam for women over 21
• 21-65: Cervical screening every three years or 30-65: Cervical screening and co-testing for HPV every five years
until age 65. Cervical screenings not covered after age 65.
• Screening Mammograms (including 3D)
• Limited to one between ages 35-40, one every year after age 40
Children:
• Immunization vaccines for children from birth to age 18 - doses, recommended ages and recommended populations
vary
• Medical history for all children throughout development ages: 0 to 11 months, 1 to 4 years, 5 to 10 years, 11 to 14
years and 15 to 17 years.

 For a complete list of covered preventive services please go to www.HealthCare.gov/center/regulations/prevention.html

Deductibles
 2023 Deductibles
• The in-network deductible for an employee with single coverage is $1,500 on the HDHP Plan and $2,000 on the PPO
Plan.
• The in-network deductible for an employee with family coverage is $3,000 on the HDHP Plan and $4,000 on the PPO
Plan.
 If you have family coverage, you must meet the family in-network deductible before any charges will be covered for the
High Deductible Health Plan.
 If you have the PPO Plan and an individual meets his or her deductible, after-deductible benefits will start for that
individual only. If the family deductible is met, after-deductible benefits will start for every covered member whether or
not they have met their own individual deductible.
 Your deductible applies to all services, other than qualifying preventive services mentioned above.
 You have a separate deductible for in-network and out-of-network services.

Per-Incident Deductibles
 After meeting the per incident deductible, the remaining expenses are credited toward your annual deductible and then
covered at the applicable co-insurance rate.
• Emergency Room Visits
• You must pay a $150 per-incident deductible for each visit to the WRMC ER. You must pay a $250 per-incident
deductible for each visit to another in-network or out-of-network ER.
• This per-incident deductible is waived if you are admitted into the hospital in conjunction with the ER visit.
• Inpatient Admissions
• You must pay a $200 per-incident deductible each time you are admitted into the hospital.

Pre-Certification
Precertification is required for all inpatient Hospital Admissions.

The Covered Person is responsible for obtaining precertification of any Out-of-Network inpatient admission. Failure to obtain
precertification will result in a $200 reduction in benefits paid by the Plan. The Covered Person is responsible for reimbursing
the provider for the penalty amount. Penalty is in addition to any deductible amount and will be applied to charges billed by
the facility.*
*Please note: This call does NOT add a newborn to your policy.

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Medical Insurance - WRMC
Co-Pays
 Our plan offers co-pays for physician office encounters after the annual deductible has been met. There are different
co-pays depending on the type of physician.
• HDHP - $20 Primary Care Physician (PCP) office encounter (Next Health) after deductible
$30 Primary Care Physician (PCP) office encounter (In-Network) after deductible
• PPO - $20 Primary Care Physician (PCP) office encounter (Next Health)
• HDHP - $40 Specialist office visit (Next Health) after deductible
$65 Specialist office visit (In-Network) after deductible
• PPO - $50 Specialist office visit (Next Health)
 Office encounter co-pays only cover services provided in the office during an office visit.
• Lab-work or imaging services performed outside of the office setting will not be included in the co-pay coverage.
Charges will be applied to your deductible.

Employee Discount
WRMC clinics offer discounted co-pays for WRMC employees. Visit a clinic owned and operated by WRMC and your copay is
reduced to $20 PCP co-pay or $50 specialist co-pay on the PPO Plan and $20 PCP co-pay or $40 specialist co-pay on the HDHP
Plan after your in-network deductible has been met. Does not apply to wellness visits.

Co-Insurance
For all other covered services besides office encounters, preventive services, and prescriptions, the health plan covers a
percentage of the charges after the deductible has been met.

Out-of-Pocket Limits
 Out-of-Pocket Limits prevent employees from experiencing catastrophic financial loss due to medical expenses.
 The health plan tracks the amount that you have paid out-of-pocket each year for your covered medical expenses. If you
reach your out-of-pocket limit, eligible medical expenses will be covered at 100%.
 Co-pays (for medical and prescription services), deductible, and co-insurance apply to your out-of-pocket limit. Your
out-of-pocket limit only applies to in-network provider services.

COBRA
Employees/dependents who lose coverage under our plan due to a qualifying event (termination of employment, ineligibility,
etc.) are eligible to continue coverage under the group plan for up to 18 months.
 A COBRA packet will be mailed to all eligible employees within 44 days after loss of coverage.
 If the employee elects COBRA coverage, the coverage will become effective retroactively to the date of loss.
COBRA participants will pay monthly premiums equal to the total of the normal employee contribution AND the employer
contribution for the selected coverage, plus a 2% administrative fee.

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 2023
Benefit Guide

Medical Insurance - WRMC

Summary of Coverage QHDHP PPO
Single Deductible
In-Network $1,500 $2,000
Out-of-Network $2,700 $4,000
Family Deductible
In-Network $3,000 $4,000
Out-of-Network $5,300 $8,000
If you have family coverage, you must meet the If you have family coverage, each person can
family in-network deductible before any charges will meet individual deductibles for future claims
be covered. to be paid 90/70/30% for that person. Once
family deductible is met, all individuals future
claims will be covered at 90/70/30%.

PCP Copay
Next Health Deductible, $20 $20
In-Network Deductible, $30 Deductible/Coinsurance
Out-of-Network Deductible, 70% Deductible/Coinsurance
Urgent Care Copay
Next Health Deductible, $20 $20
In-Network Deductible, $30 Deductible/Coinsurance
Out-of-Network Deductible, 70% Deductible/Coinsurance
Emergency Room Copay
WRMC $150 ER Ded, Plan pays 90% after Annual Ded $150 ER Ded, Plan pays 90% after Annual Ded
In-Network $250 ER Ded, Plan pays 70% after Annual Ded $250 ER Ded, Plan pays 70% after Annual Ded
Out-of-Network $250 ER Ded, Plan pays 30% after Annual Ded $250 ER Ded, Plan pays 30% after Annual Ded
SPC Copay
Next Health Deductible, $40 $50
In-Network Deductible, $65 Deductible/Coinsurance
Out of Network Deductible, 70% Deductible/Coinsurance
Inpatient Hospital $200 deductible per admission, Plan pays % after $200 deductible per admission, Plan pays %
annual deductible after annual deductible
Outpatient Hospital Plan pays % after annual deductible Plan pays % after annual deductible
Coinsurance
Next Health 90%/10% 90%/10%
In-Network 70%/30% 70%/30%
Out-of-Network 30%/70% 30%/70%
Single Out-of-Pocket Maximum
In-Network $5,000 $6,000
Out-of-Network Unlimited Unlimited
Family Out-of-Pocket Maximum
In-Network $10,000 $12,000
Out-of-Network Unlimited

Pharmacy

Generic Ded applies, $10 $15

Preferred brand Ded applies, $30 $35

Non-preferred brand Ded applies, $60 $75

Specialty Ded applies, $30 preferred, $60 Non-preferred $100

For further plan details please refer to the Health Plan Document & Summary Plan Description

11
Medical Insurance Premiums
Deductions are per pay period. Premiums are deducted on a pre-tax basis, which means that deductions are made prior to state,
federal, and social security taxes being calculated.

HDHP Plan Bi-Weekly Payroll Deductions

Employee Wellness Program Employee Cost
Tier
Contribution Discount after Discount
Employee $69.00 $35.00 $34.00
Employee + 1 $130.00 $35.00 $95.00
Family $157.00 $35.00 $122.00

PPO Plan Bi-Weekly Payroll Deductions

Employee Wellness Program Employee Cost
Tier
Contribution Discount after Discount
Employee $75.00 $35.00 $40.00
Employee + 1 $147.00 $35.00 $112.00
Family $179.00 $35.00 $144.00

Wellness Program Discount

WRMC is committed to improving the health of the people we serve — including ourselves!
WRMC’s wellness plan is called OurHealth. Its mission is to Empower all employees to improve their quality of life and
allows and encourages employees who participate in our health plan the opportunity to address the quality of their lives
across 7 dimensions of wellness. Participation is voluntary, although those who do fully participate in OurHealth will be
eligible to receive a substantial health insurance premium discount.
The Our Health Wellness Plan has been a tremendous success since its launch. For 2023, you will be required to
complete wellness initiatives to receive your $900 premium discount.

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 2023
Benefit Guide
Hospital Indemnity - Voya
An unexpected hospital stay, even for a routine procedure, could force you to dip into your hard-earned savings
Hospital indemnity insurance can pay you a benefit to help you cover the costs associated with a hospital stay. It can
compliment your health plan to help with the out-of-pocket expenses medical insurance may not cover, such as co-
insurance, co-pays and deductibles. You decide how to spend the money. Coverage is also available for your spouse and
children.

What is Hospital Insurance?

Guaranteed Issue: Yes

Pre-Existing Condition Limitations: None
Initial Hospital Admission: $500 1st Day Per Plan Year (2 max per year)
Health System Benefit Admission: An additional 25% of the admission benefit is payable for confinements in an
eligible facility.
Daily Hospital Confinement: $100 Per Day (30 days max per confinement, beginning on day 2)
Daily Critical Care Confinement: $200 Per Day (30 days max per confinement, beginning on day 2)
Rehabilitation Facility: $50 Per Day (30 days max per confinement, beginning on day 2)
Health System Benefit: An additional 25% of the facility confinement benefit is payable for confinements
at an eligible facility.
Annual Wellness Benefit: $50 per insured per year

Bi-Weekly Payroll Deductions

Employee & Employee &
Employee Family
Spouse Child(ren)
$5.11 $8.74 $7.36 $10.98

13
Health Savings Accounts - Optum Financial
Health Savings Accounts Reimbursement
Allows employees to save pre-tax money for out-of-pocket Optum Financial administers the Health Savings and Medical
medical expenses. Flexible Spending Accounts. There are three ways to be
reimbursed from your medical spending account:
No Use-it-or-lose-it Rule:
• Any funds left in a Health Savings Account at the end of the  Method 1 - Swipe your Debit Card
plan year are kept in the account to be accessed in future
• You will be provided with a debit card that you may
years.
swipe to pay your patient responsibility during your
Portability: point-of-service at participating locations.
• Any funds left in a Health Savings Account after your
coverage at WRMC ends are still accessible and can be  Method 2 - File a Paper Claim
used for medical expenses all the way through retirement. • You may complete a paper claim form and mail or fax
You may even choose to roll your funds into another it to Optum Financial, along with proper substantiation
Health Savings Account if you terminate your employment. documentation.
Higher Limits:
 Method 3 - File a Claim Online or via the Mobile App
• Health Savings Account limits for 2023: • Using our secure online portal
• $3,850 for individual coverage www.optumfinancial.com, you may file your claim
• $7,750 for family coverage directly online OR download the app available on
• Individuals age 55 and older can make additional “catch- iTunes App Store or Google Play.
up” contributions. The maximum annual catch-up • Enter details about your expense.
contribution for 2023 is $1,000. • Upload your receipt(s).
• Please note that HSA rates are calculated by the annual
limit divided by 12, times the number of months the Timing of Reimbursement - You may collect only the amount
employee is covered under the WRMC plan. you have contributed Year-to-Date.
• Can only elect the Health Savings Account if you elect the
High Deductible Health Plan. Eligible Expenses
There are some cases in which an individual may fail to satisfy https://www.optum.com/financial/resources/library/medical-
eligibility requirements for Health Savings Accounts. expenses.html
You may be ineligible for a Health Savings Account if…
...you are covered under another health plan that is not a High
Deductible Health Plan
...you are enrolled in Medicare, Tricare, Tribal, Medicaid, or
similar coverage
...you are claimed as a dependent on someone else’s tax return
...you or your spouse has a Medical Flexible Spending Account
...your spouse has a Health Reimbursement Account (HRA) that
may be used to pay for your healthcare expenses

Employer HSA Contributions

• Employees enrolled in single coverage will receive $19.23
per pay period
• Employees enrolled in family coverage will receive $42.31
per pay period
*You will not be enrolled in the HSA nor receive the
employer contribution if you do not elect medical coverage.

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 2023
Benefit Guide

Flexible Spending Accounts - Optum Financial

Flexible Spending Accounts Reimbursement
Allows employees to save pre-tax money for out-of-pocket There are three ways to be reimbursed from your medical
medical expenses. spending account:
Use-it-or-lose-it Rule:
• Any funds left in a Flexible Spending Account at the end of  Method 1 - Swipe your Debit Card
the plan year (December 31) are held to the completion of • You will be provided with a debit card that you may
the run-out period which is 60 days. They are not refunded swipe to pay your patient responsibility during your
and do not roll over to the next plan year. point-of-service at participating locations.

Portability:  Method 2 - File a Paper Claim

• Any funds left in a Flexible Spending account after your • You may complete a paper claim form and mail or fax
coverage at WRMC ends are forfeited. it to Optum Financial, along with proper substantiation
documentation.
Lower Limits:
• The maximum annual limit for contributions to Flexible  Method 3 - File a Claim Online or via the Mobile App
Spending Accounts is $3,050, with an annual minimum of • Using our secure online portal
$200. www.optumfinancial.com, you may file your claim
Employees who elect to make contribution to a medical directly online OR download the app available on
spending account that are not eligible for a Health Savings iTunes App Store or Google Play.
Account may enroll in a Medical Flexible Spending Account and • Enter details about your expense.
the maximum contribution will be limited appropriately. • Upload your receipt(s).

You will not receive the employer contribution if you are Timing of Reimbursement - You may collect only the amount
enrolled in the PPO Plan. you have contributed Year-to-Date.

Employer FSA Contributions Eligible Expenses

• Employees enrolled in single coverage will receive $500 for https://www.optum.com/financial/resources/library/medical-
a full year expenses.html
• Employees enrolled in family coverage will receive $1,100
for a full year Substantiation
You may enroll in the FSA even if you do not elect medical All three methods may require you to substantiate your
coverage, but you will not receive the employer contribution. expenses.
Substantiation is the process by which you provide
documentation that shows your flexible spending
reimbursements are for valid, eligible medical expenses.
Substantiation is required by the IRS because you are using tax-
free money to pay for medical expenses.

Submitting Documentation
If you receive a request to provide documentation for claims,
follow these easy steps:
• Log into your online account at www.optumfinancial.com
or on the mobile app
• Look for the flagged claims that require documentation.
• Follow the instructions to submit your documentation via
upload, fax, or postal mail.

Timing of Reimbursements:
• You may collect your full annual deferral amount at any
time during the year (less any previous reimbursements for
that year), regardless of how much you have contributed
year-to-date.

15
Dental - Delta Dental
 You must choose to participate in the Medical
Plan in order to elect the Delta Dental insurance
plan.
Your coverage level may differ from the Medical
Plan. For example, you may choose Family
Medical but Employee Only Dental.

Delta Dental
Plan Features Choice 1 Preventive Choice 2 Basic Plus
Calendar Year Deductible None $25 per person
Preventive Care - Cleanings, Exams, X-rays, Fluoride, Space
Plan pays 100% Plan pays 100%
Maintainers

Basic Care - Fillings, Simple Extractions ,Dental Surgery, Root

Not Covered Plan pays 80%
Canal, Periodontics

Major Services - Crowns, Dentures, Bridges, Orthodontia, Plan pays 50% after deductible after
Not Covered
Implants 1 year waiting period

Plan Maximums
$1,000 per person $1,500 per person
Annual
Orthodontics
Not Covered $1,000 per person
Lifetime Maximum for Dependent Children under Age 19

Maximum Benefit Carryover

Preventive Plan: If you have at least one dental service performed during the calendar year and use less than $500 of your annual
maximum benefit, an additional $250 will be credited toward the next year’s maximum benefit. Maximum lifetime accumulation
cannot exceed $1,000.
Basic Plus Plan: If you have at least one dental service performed during the calendar year and use less than $750 of your annual
maximum benefit, an additional $375 will be credited toward the next year’s maximum benefit. Maximum lifetime accumulation
cannot exceed $1,500.

Dental Network
You may choose any dentist for your services, but you are encouraged to select dentists who are members of the Delta Dental
Network with a PPO or Premier contract. These dentists have agreed to file your claims and to accept Delta Dental allowable
charges, reducing the amount you will be required to pay. These allowable charges will help your annual maximum benefit provide
you with more services than if you choose a non-network dentist. You may search for participating dentists at
www.deltadentalar.com.

Bi-Weekly Payroll Deductions

Coverage Tier Choice 1 Preventive Choice 2 Basic Plus
Employee Only $0.00 $14.00
Employee + 1 $7.00 $27.00
Family $9.00 $34.00

Rates are per pay period and deducted on a pre-tax basis, prior to calculation of state, federal and social security taxes.

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 2023
Benefit Guide
Vision - Superior Vision

Superior Vision is a fully-insured preferred provider vision plan. Over 30 million Americans have an uncorrected visual impairment
that affects their quality of life!
You must receive services at a Superior Vision network provider in order to receive full benefits. A list of providers can be found at:
www.superiorvision.com

Superior Vision
Benefits In-Network Out-of-Network

Vision Exam (1 per calendar year) $10 copay Up to $42 Allowance after $10 copay

Materials Copay (1 per calendar year) $25 copay See below

$25 copay - Standard

Contact Lens Fit (1 per calendar year) Not Covered
$50 Allowance - Specialty

Frames (1 per calendar year) $125 Allowance after $25 copay $70 Allowance after $25 copay

Lenses (once every 12 months)

Single Vision Covered in Full $28 Allowance after $25 copay
Lined Bifocal Covered in Full $42 Allowance after $25 copay
Lined Trifocal Covered in Full $56 Allowance after $25 copay
Lenticular Covered in Full $78 Allowance after $25 copay
Covered up to the lined tri-focal retail amount.
Progressive $56 Allowance after $25 copay
Members pay any difference.
Contact Lenses (instead of glasses, once every 12 months)
Non-Elective / Medically Necessary Covered in Full after copay $210 Allowance

Elective $120 Allowance $100 Allowance

Rates are per pay period and deducted on a pre-tax basis, prior to calculation of state, federal and social security taxes.

Bi-Weekly Payroll Deductions

Coverage Tier Employee Only Employee + 1 Family
Vision Insurance $1.31 $2.53 $3.72

17
Voluntary Benefits

Accident - Voya
What is Accident Insurance?
A plan that helps pay for the unexpected expenses that result from an accident
• On and off the job coverage = 24 hours per day, 7 days a week
• Family coverage available
• Sports related injuries covered as well

Just a few examples of benefit included in the plan:

• Emergency Treatment - $175
• Hospitalization - $2,000 admission benefit, $400 per day benefit (up to 365 days)
• ICU Benefit - $2,000 ICU admission benefit, $450 per day benefit (up to 15 days)
• Fractures - up to $10,000
• Dislocations - up to $8,000
• Torn Knee Cartilage - up to $1,000
• Lacerations - up to $750
• Major Diagnostic Exam (CT, MRI, etc.) - $225
• Please go to the Benefit Resource website at www.mywrmcbenefits.com, to
review the brochure for a complete list of benefits. The master policy document
will be the final document which determines benefits.
Bi-Weekly Payroll Deductions
Employee $4.20
Employee & Spouse $7.02 *Dependents up to age 26 can
be covered regardless of
Employee & Child(ren)* $7.75 student status.
Family* $10.57

18
 2023
Benefit Guide
Critical Illness - Voya
What is Critical Illness Insurance?

Critical Illness is a benefit that will pay you a lump sum of money if you are
diagnosed with a critical illness, heart attack, internal cancer or stroke. The cash
benefit is provided upon first diagnosis of a covered condition to help you with
associated costs and beyond
Guaranteed Issue at Initial Offering Only
$40,000 employee / $20,000 spouse / $10,000 children
Regardless of other coverage in force, the benefit is paid out in a full lump sum.
Examples of covered conditions:
Heart Attack, Cancer, Stroke, Major Organ Transplant, Benign Brain Tumor, Permanent Paralysis, Loss of Sight, Speech or Hearing,
Coma, Multiple Sclerosis, ALS, Parkinson’s Disease, Advanced Dementia, including Alzheimer’s Disease, Huntington’s Disease,
Muscular Dystrophy, Occupational HIV, Carcinoma in situ (25%), Coronary Artery Bypass (25%), Bone Marrow Transplant (25%), Stem
Cell Transplant (25%), Infectious Disease (25%), Skin Cancer (10%, payable once per year)
Recurrence Benefit: Voya will pay 100% of the original covered amount if an insured has a subsequent diagnosis a covered condition
which may naturally recur.
An Wellness Benefit is included in your policy and Voya pays $50 for each insured. Each covered person will get one wellness benefit
per calendar year.
Examples of Health Screening Tests:

• Mammogram • Prostate-Specific Antigen Test (PSA) • Bone Marrow Testing

• Pap Smear • Chest X-ray • Colonoscopy

Rates: This benefit is customized by each employee so rates vary, but can start as little as a few dollars a week. Your specific rate will
be calculated for you in the electronic enrollment system.

The master policy document will be the final document which determines benefits.

LifeTime Benefit Term with Long Term Care - Chubb

LifeTime Benefit Term includes both a death benefit and a living benefit.
• LifeTime Benefit Term is a permanent life insurance that is designed to match your needs throughout your lifetime.
• The LifeTime Benefit Term is priced to remain the same cost to you until age 120.
• The Living Benefit, Long Term Care is 4% of the death benefit per month for up to 25 months if confined in a nursing or assisted
living facility or receiving home health care or adult day care.
• If you use the Long Term Care benefit, your death benefit will be restored to not less than 50% of the death benefit, up to a
maximum of $50,000.
• Coverage available for spouse and children as well.
Guaranteed Issue for Initial Offering Only
Up to $150,000 Employee Only
Rates: This benefit is customized by each employee so rates vary, but can start as little as a few dollars a week. Your specific rate will
be calculated for you in the electronic enrollment system.

The master policy document will be the final document which determines benefits.

19
Basic Life and AD&D - The Standard
What is Life Insurance?

WRMC provides you with a Basic Term Life and a matching Accidental Death and
Dismemberment (AD&D) Insurance benefit. There is no cost to you for this basic
benefit.
 Full-time employees are provided with coverage equal to one times
their annual salary, rounded to the next $1,000 not to exceed
$250,000.
 Part-time employees receive a benefit of $5,000.
Benefit reduces to 50% at age 70.

Supplemental Term Life (Buy-up Plan) - The Standard

Employees may purchase additional coverage for themselves and their dependents. If you are applying for Supplemental Term Life
for yourself, you may also apply for coverage on your spouse. Spouse Supplement Term Life coverage cannot exceed the total
amount of employee term life coverage and is issued in $10,000 increments.
Employees may purchase Supplemental Term Life coverage on their dependent children without purchase additional coverage on
themselves. This benefit is 100% employee paid.

Full-Time Part-Time
Spouse Spouse Child(ren)
Employees Employees
Benefit* 1x, 2x or 3x salary $10,000 increments 1x or 2x salary $10,000 increments $2,500 increments
3x salary up to 100% of employee’s 100% of employee’s 100% of employee’s
Maximum 2x salary up to $30,000
$1,000,000 benefit up to $300,000 benefit up to $30,000 benefit up to $10,000
Guarantee 3x salary up to 100% of employee’s 100% of employee’s 100% of employee’s
2x salary up to $30,000
Issue $800,000 benefit up to $50,000 benefit up to $30,000 benefit up to $10,000

*Benefit reduces to 50% at age 70.

Employee & Spouse Rates per $1,000

Age Under 30 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+
Employee $0.061 $0.070 $0.105 $0.147 $0.216 $0.328 $0.531 $0.824 $1.466 $2.541
Spouse* $0.061 $0.070 $0.105 $0.147 $0.216 $0.328 $0.531 $0.824 $1.466 $2.541
*Spouse rate is based on spouse’s attained age.

Example: If you are 31 years old and have an annual salary of $30,000 and you elect 1x your salary
$30,000 / $1,000 = 30 x $.070 = $2.10
Salary Increment Rate* Monthly
Cost
*Your rate will change as you move from one age bracket to the next.

Child Rates per $1,000 (up to age 21, 25 if full-time student)

Cost per Unit $0.200

If you previously declined this benefit or want to increase your coverage, you will be required to submit an Evidence of Insurability
form and submit it to The Standard for approval.

You may convert your Term Life Policy to an individual Whole Life policy within 30 days of your termination of employment without medical
questions. The rates will not be the same as your Term Life Insurance. Human Resources can provide the insurance company contact details to
obtain your conversion quote and instructions on how to apply to convert your plan to a permanent policy.

20
 2023
Benefit Guide

Short Term Disability - Cigna/New York Life

What is Short Term Disability?

WRMC’s Group Short Term Disability Insurance program is

designed to help pay the bills that do not go away just because
you cannot work due to illness or non-occupational injury. The
benefit can cover everyday costs such as housing, food, car
payment and even additional medical costs. Short Term
Disability helps you focus on what is most important: a full
recovery and successful return to your life — as soon as
possible! Short Term Disability program is insured through Cigna.

Plan Highlights

Maximum Benefit 60% of your basic weekly pay

Weekly Benefit Amount You may elect from $50 to $500, in $50 increments
30 days - the number of consecutive days you must be disabled and unable to work or at
Benefit Elimination Period the end of accumulated sick leave (EIDs), whichever is greater, before you begin to receive
a benefit payment.

Maximum Benefit Payment Duration 22 weeks of disability

Benefits are subject to a 30 day benefit waiting period for accidental injury and a 30 day
Waiting Period
benefit waiting period on physical disease, pregnancy and mental disorder

To determine your maximum benefit per week:

Base hourly rate x budgeted hours x 26 pay periods = annual wages

_____________ x _____________ x 26 = ____________________

Annual wages / 52 weeks = weekly wage x .60 = weekly benefit amount

___________ / 52 = _______________ x .60 = __________________

Weekly Benefit / 10 = units x rate = monthly premium x 12/26 = Bi-weekly premium

____________ / 10 = _____ x ____ = ______________ x 12/26 = ______________

Monthly rates per $10 of covered benefit*

Deductions are after tax which makes the benefit payment during
disability tax-free
Age Under 50 50 - 59 60+
$0.57 $0.75 $0.84
*Rates will increase as you enter the next age band

21
Long Term Disability - Cigna/New York Life
What is Long Term Disability?

WRMC provides you with two Group Long Term Disability (LTD) coverage options. LTD is
designed to continue your income if you are disabled for more than 180 days due to a non-
occupational illness or injury. The Long Term Disability program is insured through Cigna.

Choice 1 Choice 2
Monthly Benefit 50% of base pre-disability earnings 60% of base pre-disability earnings

Maximum Benefit $2,000 per month $6,000 per month

Benefit Duration Up to 5 Years Up to Age 65

Elimination Period 180 Days 180 Days

Premiums paid by 100% WRMC WRMC and You

• The monthly benefit is the amount you will receive each month when you are disabled for the benefit duration (or until you are
able to return to work), up to the maximum benefit.
• The maximum benefit is the maximum amount you could receive in any given month.
• The benefit duration is the maximum length of time for which you can continue receiving benefit payments.
• The elimination period is the number of consecutive days you must be disabled before you begin receiving benefit payments.
• Benefits are subject to a 12 month pre-existing conditions limitation.
• LTD benefits are offset by any worker’s compensation, retirement or Social Security income you may receive.

Age <34 35-39 40-44 45-49 50-54 55-59 60+

Monthly Rate per
$0.109 $0.206 $0.264 $0.439 $0.526 $0.759 $0.614
$100 of Earnings

Example: You are age 31 and have a $30,000 annual salary

$30,000 / 12 / $100 = $25 x $0.109 = $2.73 $2.73 x 12 / 26 = $1.26

Annual Rate Monthly Monthly Bi-Weekly
Salary Cost Cost Cost

• Premiums are made on a after-tax basis. LTD benefits you receive that are attributable to your after-tax premiums are not taxed
when you receive them! The LTD benefit paid for by WRMC is taxable.
• Health questions are not used to determine your participation status or rate basis during initial enrollment.
• Premium will change based upon your attained age and/or changes in year earnings.

22
 2023
Benefit Guide

Aura - Identity Guard

IDENTITY SECURE 2021 PREMIER 2023 ULTIMATE
Near Real-Time Alerts  

Auto-On Monitoring  

Credit and debit card monitoring  

Bank account transaction monitoring  

401(k) investment account monitoring  

Student loan activity alerts  

High Risk Transaction Monitoring  

Bank Account Opening & Takeover Monitoring  

Address Monitoring  

Criminal Record Monitoring  

Fictitious Identity Monitoring  

Home Title Monitoring  

Sex Offender Monitoring  

Dark Web Monitoring  

Human-sourced intelligence  

Compromised credentials  

Stolen fund reimbursement  

401(k) and HSA reimbursement  

$1,000,000 Identity Theft Insurance  

Security Freeze Assistance  

Threat Alerts  

Risk Management Score  

Social Insight Report  

Lost Wallet Protection  

1-Bureau Credit Monitoring

3-Bureau Credit Monitoring  

3-Bureau Annual Credit Report  

Monthly Credit Score  

Credit Score Tracker  

DEVICE SECURE
Safe Browsing Software  

Anti-virus 

VPN 

Anti-adware 

PRIVACY SECURE
Robo-call/robo-text protection 

Device/cookie tracking protection 

E-mail solicitation/junk mail prevention 

Data broker list monitoring/removal 

Bi-Weekly Payroll Deductions

Coverage Tier Employee Only Employee & Family*
*Dependents up to age 18 can be covered.
Identity Guard (Ultimate) $5.01 $9.16
23
Childcare Benefits - WRMC
Optum Financial will now administer the Washington Regional Childcare Reimbursement and Dependent Care Flexible Spending Accounts.
You may receive up to $5,000 annually in non-taxed childcare benefits to help you with qualified daycare expenses that you incur as a result of your
employment at WRMC.
You must re-enroll in Childcare Benefits each year to continue participating. This can be done during the online enrollment process.

Childcare Reimbursement Dependent Care Flexible Spending Accounts

You may receive up to $50 contributed per child per month for You may also elect to set aside additional money into a Flexible
childcare expenses, up to $150 each month. The total annual amount Spending Account (FSA) on a pre-tax basis to pay for childcare
is broken into equal installments provided by Washington Regional expenses.
each pay period.
Step 1: Select an annual amount to be set aside in the FSA for the
calendar year.
Employer Contributions
• Enrolled employees with 1 eligible dependent will receive $23.07 • Minimum annual contribution is $200.00
per pay period. • Maximum annual contribution is $5,000, less your annual
employer contribution under the Childcare Reimbursement
• Enrolled employees with 2 eligible dependents will receive $46.15
Program.
per pay period.
• Enrolled employees with 3 or more eligible dependents will Step 2: Save money on income taxes
receive $69.23 per pay period • Your annual amount is broken into equal installments to come out
of each paycheck throughout the year.
If enrolled in Dependent Care FSA, total contributions from your FSA will • The funds are deducted before the taxes are calculated. You
be less than any amounts contributed under the Childcare lower your taxable income and spend less on income taxes each
Reimbursement Program pay period.

Reimbursements: • Expenses submitted through a FSA cannot be claimed as a

deduction on your tax statements or reimbursed by another
• Reimbursements are not subject to federal, state, or social
entity.
security taxes.
• Reimbursed expenses may not be claimed as a deduction on your Step 3:
tax statements or applied to the Child Care Tax Credit. • Use the money in your account to pay for your out-of-pocket
qualified childcare expenses.
Eligibility
USE-IT-OR-LOSE-IT
• Only full-time employees working 72-80 hours per pay Money contributed by employee and employer to your account
period are eligible. between January 1 – December 31 can only be used to reimburse
• Benefits begin on the first day of the pay period following 90 days qualified expenses incurred during that year.
of employment Any money left in your account at the end of the year is forfeited; it
does not rollover or get refunded.

Deadline
All expenses must be submitted prior to the end of March of the following calendar year

Timing of Reimbursements
You may only collect what you and Washington Regional have contributed into your account year-to-date.

Eligible Expenses http://www.irs.gov/pub/irs-pdf/p503.pdf

The following expenses are eligible for reimbursement:
• Dependent care expenses for dependent children (as defined by the IRS) under age 12
• Spouse or dependent that is physically/mentally unable to care for himself/herself
• If an employee is married, both the employee and the spouse must be working at the time when expenses are incurred.
• Expenses paid to family members are not reimbursable unless the family member owns a valid daycare business.
Reimbursement
• View your account or file a claim by visiting www.optumfinancial.com or via the mobile app
• You will enter the details about your expense and upload the receipt(s).
• You can elect to receive the reimbursement via direct deposit into your checking or savings account OR you may have a check mailed to you.
Fraud
• If you are caught submitting fraudulent receipts, you may be expelled from the Childcare Reimbursement program and/or receive disciplinary
points

24
 2023
Benefit Guide

401(k) Retirement Savings - Principal

All employees may participate in the 401(k).
Deferrals
You choose a deferral amount (percentage) to be deducted out of each paycheck

401 K
and set aside for retirement.
• The deferral amount is the amount of compensation that you are
willing to withhold from your paycheck to be invested and later withdrawn
when you retire.
• Employees may defer up to the lesser of 100% of compensation or the IRS
annual limit for 401(k) deferral.
Tax Treatment
You may choose the tax treatment of your deferrals.
• Tax-deferred contributions are withheld from your paycheck before the taxes are calculated.
• This lowers your taxable income and you save money on income taxes right now.
• When you retire, you pay taxes on the money that you withdraw.
• Roth after-tax contributions are withheld from your paycheck after the taxes are calculated.
• You pay your taxes now just like you normally would
• You don’t pay taxes on the employee contributions and investment earnings that you withdraw during retirement.
Matching Contributions
Matching contributions are contributions that WRMC makes to your 401(k) account according to your level of participation.
• WRMC matches 100% of the first 3% of the pay you contribute to the plan through salary deferral. The matching contribution is
calculated based on salary deferrals and pay as of the end of the pay period. To receive the match, you must be 18 years or
older.
Vesting
Vesting is the process by which employees gain the rights (ownership) of the employer contributions to the 401(k) retirement
account.
• Contributions made by employees are always 100% vested. They belong to you at all times.

You can have 24 HOUR ACCOUNT ACCESS by setting up a secure By Phone

password or personal identification online or by phone. • Call our automated phone system a 1-800-547-7754
• Enter your SOCIAL SECURITY NUMBER.
Online
• Visit principal.com • Listen to the menu, and select an option.
• Under LOGIN, select PERSONAL as the login type. • If prompted, enter/establish your PIN.
• Click the REGISTER NOW link and follow the instructions. • Follow the prompts to:
• Login with your new user name and password.  Access daily account values
• For help getting logged in, visit principal.com/loginhelp.  Obtain investment performance information
• Once logged in, you’ll find all of this and more:  Transfer retirement funds between available invest-
ment options
 Account Information
 Make changes to investments or your PIN
 Historical Information
 Review the status of a pending or completed
 Investments
distribution
 Planning Center
 Access information on changing jobs or retiring and
other retirement savings options

25
Employee Assistance Program - ESI Group

26
 2023
Benefit Guide

Other Benefits
Center for Exercise
WRMC operates the Center for Exercise for both you and the public. They offer access to a gym, pool and classes for Strength, Mind
& Body and Aqua. They also offer additional services like Silver Sneakers, Cardiac Maintenance, Mobility Program, Personal Training
and Dietitian Services.
You are eligible for special discounts on services and may payroll deduct membership fees. Membership rates for WRMC employees
are: $25 per month for individual and $50 per month for family. If you are a participant in the Washington Regional Medical Plan,
the rate is $12.50 per person per month.
For more information, contact the Center for Exercise at 479-463-3488.

Employee Health Labs

Employees may report to the hospital lab Monday through Friday between 7:30am and 3:00pm for a blood draw once per year at no
cost. Lab results will be available in the Employee Health Office.
The annual lab consists of a CBC, fasting blood sugar, cholesterol, and/or urinalysis. Do not eat for 10 hours prior to getting your
blood drawn. You may drink water or black coffee only.
Our patients always take priority, so please be patient if waiting is required.

Vizient Discounts
Our membership in Vizient provides employees access to discounts at many national providers, such as Verizon, Sprint and H&R
Block. To access these discounts follow the instructions below:
1. Go to www.vizientinc.com/discounts
2. Click the green “Register” button at the top of the page
3. Complete the information on the registration page and click “Submit Registration”
4. You now have access to all of the discounts offered
Paid Time Off and Extended Illness
Paid Days Off (PDOs) are available to Full-Time and Part-Time employees and they begin accruing immediately.
Hourly Employees Earn the following:
Years of Service (Based on 2080 Hours Per Year) PDO’s Earned Per Pay Period Factor Hourly Factor
0-4 Years 22 Days 6.77 Hours 0.0846 Hours
5 Years 27 Days 8.31 Hours 0.1039 Hours
10 Years 29 Days 8.94 Hours 0.1117 Hours
15 Years 31 Days 9.54 Hours 0.1193 Hours

Full –Time and Part-Time employees also accrue Extended Illness Days (EIDs).
EID’s can be used for time off due to illness or injury. Benefit eligible employees can also use EID hours after the first 40 hours to
care for a family member if the absence qualifies for FMLA. Employees earn 2.16 EID hours per pay period.
Christmas Club Accounts
Christmas Club Accounts allow employees to earn interest on account contributions during the year. The accounts are distributed
annually prior to the Christmas holiday. Please contact Centennial Bank or UARK Credit Union (see contact information at back of
guide) to set up or make changes to an account.
UARK Credit Union
Employees payroll deduct contributions into a credit union account with UARK Credit Union. Contact UARK Credit Union (see
contact information at back of guide) to set up or make changes to an account.
DailyPay
DailyPay is a voluntary benefit that allows you to access earned wages ahead of payday. It is not a loan. It is simply a way to get
money that you have earned when you need it. Sign up is free. If you choose to receive your earned wages before payday, DailyPay
charges a small transaction fee.

27
 Pet Insurance - MetLife

No matter what unpredictable antics your furry family member gets into, your Meeting pet parent needs
family isn’t complete without them. With MetLife Pet Insurance, you can feel
confident that their health and your wallet are protected if you’re faced with an Essential Needs Policy Features
unexpected trip to the vet. • Accidents & illness • Telehealth
• Diabetes • Mortality benefits
Why MetLife Pet Insurance? • Ear infections • Discounts & rewards
• Flexible coverage with up to 100% reimbursement and freedom to visit any U.S. • Pancreatitis • Deductible savings
licensed vet • Cancer • And more...
• Hip dysplasia
• Optional Preventive Care coverage
• Cruciate ligament Optional Preventive
• Discounts and offers on pet care • And more… Care Coverage
• Coverage of pre-existing conditions when switching providers • Flea & tick
Sophisticated Care • Spay & neuter
• MetLife Pet mobile app to submit and track claims, manage your pet's health and
• Laser therapy • Heartworm
wellness and find nearby pet services
• Holistic care • Behavioral training
• Acupuncture • Teeth cleaning
Get a quote or enroll today. • Hydrotherapy • And more...
• IVDD
Visit www.metlife.com/getpetquote • And more…
Call 1-800-GET-MET8
Scan the QR code

How does MetLife Pet Insurance work?

Select and enroll in Download our Take your pet to Pay the bill and Receive
the coverage that’s mobile app the vet send it with your reimbursement by
best for you and claim to us via our check or direct
your pet mobile app, online deposit if the claim
portal, email, fax expense is covered
or mail under the policy

28
 2023
Benefit Guide

Customer Service Information

Benefit Telephone Website / Email Address
800-370-5792
Health
479-527-2308 myblueprint.blueadvantagearkansas.com
BlueAdvantage
479-527-2312
Prescription
877-267-0276 www.expressscripts.com
Express Scripts
Dental
800-462-5410 www.deltadentalar.com
Delta Dental of AR
Vision
800-507-3800 www.superiorvision.com
Superior Vision
Term Life/AD&D/Dependent Life
800-368-1135 www.standard.com
The Standard
STD/LTD
800-362-4462 www.cigna.com/customer-forms
Cigna/New York Life
HSA/FSA
866-808-5245 www.optumfinancial.com
Optum Financial
LifeTime Benefit Term with Long Term Care
Chubb 866-445-8874 www.chubbworkplacebenefits.com
Critical Illness, Accident and Hospital Indemnity
Voya 800-955-7736 www.voya.com/claims
Voya & Chubb Claims Assistance
888-734-6937, Option 2 service@explainmybenefits.com
Explain My Benefits
Identity Protection
855-443-7748 customercare@identityguard.com
Identity Guard
Pet Insurance
1-800 GET-MET8 www.metlife.com/getpetquote
MetLife
Employee Assistance Program 800-225-2527
HealthCareEAP.com
ESI Group 800-252-4555
Credit Union
800-259-0757 www.uarkfcu.com
UARK Credit Union
Christmas Club
479-684-2200 www.my100bank.com
Centennial Bank

DailyPay 866-432-0472 www.dailypay.com

401(k) 800-547-7754
www.principal.com
Principal Financial Group Contract #: 463943
Washington Regional HR
479-463-1856 hr-benefits@wregional.com
Benefits Administrator

Center for Exercise 479-463-3488

Childcare Claims
866-808-5245 www.optumfinancial.com
Optum Financial

29
Notes
 Benefit Guide Description
This summary of benefits is not intended to be a complete description of Company’s insurance benefit plans. Please refer to the plan document(s)
for a complete description. Each plan is governed in all respects by the terms of its legal plan document, rather than by this or any other summary of
the insurance benefits provided by the plan.
In the event of any conflict between a summary of the plan and the official document, the official document will prevail. Although Company
maintains its benefit plans on an ongoing basis, Company reserves the right to terminate or amend each plan in its entirety or in any part at any
time.
For questions regarding the information provided in this overview, please contact your Company human resources representative.