2019 BENEFIT PLANS - CONVATEC BENEFITS
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2019
Benefit Plans
th
October 15
– November 2nd
Welcome to 2019 Open
Enrollment!
Elections you make during Open Enrollment will become effective January 1, 2019.
There will be no increases to payroll deductions for 2019 for the Cigna CDHP with HSA benefit plan, dental plan, and
vision plan for 2019.
Important information to keep in mind as you make your elections:
1. If you have questions, you can contact a member of the benefits team at benefits@convatec.com or you
can contact our Health Advocacy with any benefit or claim questions by calling 1-866-695-8622 or
between 8:00 a.m. and 6:00 p.m. EST.
2. If you want to enroll in a Flexible Spending Account (FSA) or Health Savings Account (HSA) for 2019, you
must actively enroll during Open Enrollment. FSA and HSA elections will not carry-over.
3. If you already have an FSA or HSA with Discovery Benefits, new debit cards will not be sent. Your
current cards will be reloaded with your applicable 2019 remaining balance.
4. If you have dependents that are age 26 or over, you must remove them from your benefits.
5. If you do not actively enroll in benefits during Open Enrollment, your benefit elections will remain the
same, (FSA & HSA will reset to $0) or where the carrier has changed, default as follows:
Hyatt Legal LegalEase
1|P a g e
New for 2019
Legal Plan
Provider is changing from Hyatt Legal, a MetLife Company to LegalEase, a Nationwide Company. See page 10 for details.
Benefits Website
We are launching a new Benefits Website. A convenient website that you can access from your phone or online. See page 10 for
details.
GENERAL INFORMATION
PASSIVE EVENT
This is a “passive” enrollment event which means For step-by-step instructions, go to
that if you wish to remain in the same or similar www.convatecbenefits.com or email
medical, dental, vision, legal and life insurance benefits@convatec.com to have the instructions e-
plans that you are in today, you don’t need to do mailed to you.
anything. Your elections will be carried over to the Problems logging in? Send an email to
2019 plan year. workday@convatec.com for assistance.
However, if you wish to make any changes to
your existing elections, eligible dependents or
wish to elect to participate in the Health, Limited
Purpose or Dependent Care Flexible Spending CHANGING YOUR ELECTIONS
Accounts, or Health Savings Account, you must
log onto Workday to actively make those You can make changes to your elections during
elections. Open Enrollment each year or if you experience a
qualifying life event during the year.
WHO IS ELIGIBLE? A qualifying life event would include getting
EMPLOYEES married, getting divorced, having a baby, a
spouse’s job change or other similar life changing
Eligible employees include those who are designated event.
as regular, full-time, and are working a minimum of 30
hours per week. Once you experience a qualifying life event, you
will have 31 days from the effective date of your
DEPENDENTS life event to enroll in or change your benefits.
Your legal spouse and children up to age 26.
NEW HIRES DURING OPEN ENROLLMENT
If you have recently been hired, your new hire
HOW TO ENROLL IN BENEFITS benefits will need to be processed prior to you
Log onto https://www.myworkday.com/convatec and being eligible to elect benefit plans for 2019.
click on the “Open Enrollment” task in your inbox. Please contact HR or benefits@convatec.com for
Select the option “No CVT email or New Starter”. You assistance making these elections in Workday or
will then use your credentials you use to log onto your with any other questions.
computer.
2|P a g e
MEDICAL & PHARMACY
PLAN OPTION #1: CIGNA OPEN ACCESS PLUS (OAP) - CDHP with Health Savings Account (HSA)
(ConvaTec will contribute $19.23 per pay to an HSA for single coverage and $38.46 per pay for all other tiers
of coverage)
Through this Consumer Driven Health Plan (CDHP) you can utilize In-Network and Out-of-Network services with no referrals. The
differences between services are the out-of-pocket costs (copayments, deductibles, and coinsurance) and the level of services
covered. You do not need to select a primary care physician (PCP). You may see any doctor you choose. To reduce your out-of-
pocket expenses, we encourage you to use participating in-network health care professionals. The deductible cross-accumulates for
both in and out-of-network care; therefore, you are only meeting one deductible and not separate deductibles.
PLAN OPTION #2: CIGNA OPEN ACCESS PLUS -OAP (No HSA Available with this plan)
Through this plan you can utilize In-Network and Out-of-Network services with no referrals. The differences between services are
the out-of-pocket costs (copayments, deductibles, and coinsurance) and the level of services covered. You do not need to select a
primary care physician (PCP). You may see any doctor you choose. IMPORTANT NOTE FOR OUT OF NETWORK CARE
If you use an out-of-network provider, you will be responsible for satisfying the deductible in addition to the co-insurance, as well as
any amount exceeding the reasonable and customary allowance for all eligible services. A reasonable and customary fee is the base
amount that is treated as the standard or most common charge for a medical service when rendered in a geographic area.
COVERAGE LEVEL PLAN OPTION #1 PLAN OPTION #2 FINDING A PROVIDER
HSA PLAN OAP PLAN https://hcpdirectory.cigna.com/web/public/prov
Employee $0.00 $65.00* iders
Employee + Spouse
Employee + Child(ren)
Family
$93.00
$65.00
$168.00
$145.00
$115.00
$230.00
PHARMACY
Select “Open Access Plus, OA plus,
Choice Fund OA Plus WITH Carelink”
medical plan.
*increased from $39.00
in 2018
FINDING A PHARMACY
PHARMACY VENDOR – EXPRESS SCRIPTS www.express-scripts.com/NATPLSNATPREF14
Pharmacy benefits are included with whichever medical plan you choose. Find a pharmacy
View the formulary
With Express Scripts, you’ll have access to: View drug exclusions and alternatives
Convenient home delivery services through the Express Scripts Pharmacy. You’ll be able to have up to a 90-day supply of
long-term medication delivered directly to you for one copayment. Long-term medications are those taken to treat an
ongoing condition, such as high blood pressure, high cholesterol or diabetes.
Pick up a 90-day supply of long-term medication for the mail order copay at any CVS Pharmacy. This is in addition to mail
order/home delivery.
A large network of over 70,000 participating retail pharmacies including CVS, Walgreens, Rite Aid, Kroger, Safeway,
Target, Wal-Mart, Giant Eagle, Winn-Dixie and many local pharmacies.
Express Scripts Member Services representatives, available 24 hours a day, 7 days a week to assist with questions about
your benefit or orders.
.
With the Express Scripts member website and mobile app, you can view your ID card, locate a pharmacy, order refills or prescription
renewals, price medications and much more.
3|P a g eMEDICAL & PHARMACY CHART
2019 CIGNA CDHP with HSA CIGNA OAP
IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK
Medical Benefits YOU PAY YOU PAY YOU PAY YOU PAY
Reasonable & Reasonable &
BASIS OF REIMBURSEMENT Negotiated Rates Negotiated Rates
Customary (R&C) Customary (R&C)
$1,350/$2,700
Annual Deductible
(deductible cross accumulated in and out of $400/$800 $2,000/$4,000
(Individual/Family)
network)
Coinsurance 10% after deductible 30% after deductible 10% after deductible 30% after deductible
Out-of-Pocket Maximum (includes
$5,000/$10,000 $10,000/$20,000 $5,500/$11,000 $7,500/$15,000
deductible and pharmacy)
Doctor’s Services – Office Visit
10% after deductible 30% after deductible 10% after deductible 30% after deductible
(Primary Care)
Doctor’s Services – Office Visit
10% after deductible 30% after deductible 10% after deductible 30% after deductible
(Specialist)
Preventive Care 30% 30%
$0, covered at 100% $0, covered at 100%
Annual Physicals, etc. (no deductible) (no deductible)
Lab, X-Ray, MRI, CT Scans 10% after deductible 30% after deductible 10% after deductible 30% after deductible
Inpatient Hospitalization, Pre-
admission Testing, Outpatient 10% after deductible 30% after deductible 10% after deductible 30% after deductible
Surgery
30% after deductible 30% after deductible
Emergency Room / Urgent Care /
10% after deductible (Telehealth n/a out- 10% after deductible (Telehealth n/a out-
Telehealth
of network) of network
Routine Vision Care (once every 12 Up to $45 allowance Up to $45 allowance
$0, covered at 100% $0, covered at 100%
months) – Exam Only for exam for exam
Employee: $500 annually or $19.23 per
pay period
HSA Employer Contribution Not Applicable
Employee plus one or more: $1,000
annually or $38.46 per pay period
Pharmacy Benefits Express Scripts Express Scripts
RETAIL 30 DAY SUPPLY 90 Day Supply at any CVS Pharmacy 90 Day Supply at any CVS Pharmacy
Generic 20% After Deductible $10 Copay
Preferred Brand 20% After Deductible 20% no deductible ($30 min/$60 max)
Non-Preferred Brand 20% After Deductible 20% no deductible ($50 min/$80 max)
MAIL ORDER 90 DAY SUPPLY
Generic $0 After Deductible $25 Copay
Preferred Brand 20% After Deductible 10% no deductible ($75 min/$150 max)
Non-Preferred Brand 20% After Deductible 10% no deductible ($125 min/$200 max)
4|P a g eHEALTH SAVINGS ACCOUNT (HSA)
HSA PROVIDER - DISCOVERY BENEFITS
If enrolling in the CIGNA OAP CDHP you will automatically be enrolled in the HSA through Discovery Benefits.
Please Note: If you enrolled in a Flexible Spending Account or Health Savings account in 2018, your Discovery debit card will be re-
loaded for 2019 with your elections. You will not receive a new debit card unless you are 1) newly enrolling for 2019 or 2) contact
Discovery to request a new card.
WHAT IS AN HSA?
An HSA is a tax-advantaged savings account that you can use to pay your deductible and coinsurance until you reach your out-of
pocket maximum. HSA’s offer a “triple tax” advantage. (Funds are not taxed going in, funds are not taxed while the account grows
and funds are not taxed when used to pay for health expenses). Funds roll over year after year and are portable if you change
employers. Funds can also be passed on to your beneficiary.
HOW IS AN HSA FUNDED?
An HSA can be funded by both Employer and Employee contributions. If you choose to sign up for the CIGNA OAP CDHP with HSA,
ConvaTec will contribute $500 annually towards an election of employee only coverage and $1,000 annually towards an election of
employee + spouse, employee + child(ren) or family coverage. The employer contribution will be made on a per pay basis. You can
also elect to contribute to your HSA up to the IRS maximum listed below. The amount you elect will be deducted, pre-tax, on a per
pay basis and funded to your HSA account.
Please note: The 2019 IRS maximum contribution amount is $3,500 employee only and $7,000 for all other coverage tiers. The
maximum includes the employer contribution as well as the amount you elect to contribute via payroll deductions. You can also
contribute an additional $1,000 annually if you are age 55 or older.
HOW DO I USE MY HSA TO PAY FOR MEDICAL EXPENSES?
When you enroll, you will receive a debit card to pay for eligible expenses. For a complete list of eligible expenses, go to
www.irs.gov/publications/p502. You will also be able to pay for expenses on the Discovery Benefits employee portal, once you open
your account.
5|P a g eVISION BENEFIT
VISION PROVIDER - EYEMED
EyeMed vision benefits offer a comprehensive eye exam every 12 months covered at 100%, $100
frame allowance every 12 months, $10 lens copay plus fixed pricing on options every 12 months and
$100 contact lens allowance with coverage for fit and follow-up every 12 months. By electing
EyeMed, you will be eligible for discounts such as 40% additional pair of glasses discount, 15% off
Lasik, 40% off hearing exams and discounts on hearing aids and much more.
2019 PLAN DESIGN EYEMED
Benefit IN-NETWORK OUT-OF-NETWORK
You Pay Reimbursement Up To
Eye Examination – once every 12 months $0 $40
With Dilation as Necessary
FRAMES– once every 12 months
Any available frame at provider location $0 copay, $100 allowance, 20% off balance over $100 $70
CONTACT LENSES-once every 12 months
(Contact Lens allowance includes materials only)
Conventional $0 copay, $100 allowance, 15% off balance over $100 $100
Disposable $0 copay, $100 allowance, plus balance over $100 $100
Medically Necessary $0 copay, Paid in Full $210
STANDARD PLASTIC LENSES
Single Vision $10 copay $30
Bifocal $10 copay $50
Trifocal $10 copay $70
Lenticular $10 copay $70
Standard Progressive $75 copay $50
Premium Progressive Tier 1 $95 copay $50
Premium Progressive Tier 2 $105 copay $50
Premium Progressive Tier 3 $120 copay $50
Premium Progressive Tier 4 $75 copay, 20% off charge less $120 allowance $50
COVERAGE LEVEL 2019 EMPLOYEE Participating Providers
PER PAY COST
To find a provider, go to: www.Eyemed.com.
Employee $3.27
Select the “Insight” network
Employee + Spouse $6.22
Employee + Child(ren) $6.54 National retails include Independent Provider
Family $9.62 Network, LensCrafters, Pearle Vision, Optical, Sears
Optical and JC Penney Optical.
Online Retailers include glasses.com and
contacts.com.
6|P a g eDENTAL BENEFIT
DENTAL PROVIDER – DELTA DENTAL
Many dentists in the country participate in the network covered in the ConvaTec Delta Dental Plan.
However, if you go to a Premier or non-participating dentist, your out of pocket cost could be higher. To
lower your out of pocket cost, go to a Delta Dental PPO Dentist which you can find in the provider
directory.
Delta Dental offers Carryover Max (SM) so you can increase your benefit. This feature allows you to carry over a portion of your
unused standard annual maximum benefit limit into the following year.
DELTA DENTAL PPO PLUS PREMIER PLAN
2019 PLAN DESIGN Delta PPO Dentists Delta Premier & Non-
Participating Dentists
BASIS OF REIMBURSEMENT Percent you pay based Percent you pay based on
on negotiated rates reasonable & customary
rates
Annual Deductible (Individual/Family) $50/$150
Preventive Services 0% 0%
(Routine Oral Exams, Cleanings, Routine
X-Rays)
Basic Restorative Services 10% after deductible 20% after deductible
(Fillings, Oral Surgery, Root Canals,
Periodontics and Endodontics)
Major Restorative Services 40% after deductible 50% after deductible
(Crowns, Bridgework, Dentures)
Orthodontia Services – Children Only 40% after deductible 50% after deductible
Annual Maximum Limits $2,000 per person $1,500 per person
(Preventive, Basic and Major Restorative
Services)
Lifetime Maximum Limits (Orthodontia - $1,500 per child $1,500 per child
under age 19 children dependents only)
DELTA DENTAL PLAN 2019 FINDING A PROVIDER
EMPLOYEE PER PAY
www.deltadentalnj.com or download the mobile app.
COST
Employee $0.00 Click on “Find a Dentist”
Employee + Spouse $12.00 Select Delta Dental PPO plus Premier
Employee + Child(ren) $14.00 Enter your zip code.
Family $24.00
Dental ID Cards:
New ID cards will not be mailed
unless you are newly enrolling in
Delta. You can also view your ID
card on the mobile app as well
as print a copy on member
portal.
7|P a g eFLEXIBLE SPENDING
FLEXIBLE SPENDING VENDOR - DISCOVERY BENEFITS
HEALTH CARE REIMBURSEMENT ACCOUNT
The Health Care Reimbursement Account is a pre-tax savings account to be used for unreimbursed eligible medical expenses for you
and your eligible dependents. For the 2019 plan year, you can contribute between $52 and $2,650 to your Health Care
Reimbursement Account. This plan contains a $500 carryover provision.
LIMITED PURPOSE REIMBURSEMENT ACCOUNT
ELIGIBILITY: This plan is only for employees that are enrolling in the CIGNA OAP CDHP with
HSA plan for 2019 and can only be used for reimbursement for dental and vision expenses.
If you elect the Health Savings Account Plan (HSA), you may only use the Flexible Spending Accounts (FSA) for “limited purpose”
which is dental and vision. You will use your HSA for pre-tax healthcare reimbursements. The FSA will allow you to set aside pre-
tax dollars to pay for eligible dental / vision and medical care expenses that may not be covered by these plans. For the 2019 plan
year, you can contribute between $52 and $2,650 to your Dental and Vision Reimbursement Account. This plan contains a $500
carryover provision.
DEPENDENT CARE REIMBURSEMENT ACOUNT
The Dependent Care Reimbursement Account is a pre-tax savings account for elder care and child day care expenses only. (child
must be age 13 or under). You must be using a day care services provider so that you and your spouse can work. In addition, your
provider of care must furnish you with his/her Social Security Number or Tax Identification Number. By law, the maximum amount
that you may contribute to any Dependent Care Reimbursement Account for your family is $5,000, or $2,500 if you are married and
filing a separate return each calendar year. The minimum contribution allowed by ConvaTec is $52. This plan contains a “Use It or
Lose It” provision so plan carefully!
TAX ADVANTAGES OF HEALTH AND DEPENDENT CARE REIMBURSEMENT ACCOUNTS
Flexible Spending Accounts (FSA) allow you to set aside pre-tax dollars to pay for eligible health care and dependent care expenses
that may not be covered by insurance. The plans provide a significant tax break because you pay for these expenses with your pre-
tax dollars, as opposed to paying for them with money that has already been taxed. The money you deposit is exempt from both
Federal Income Tax and Social Security Tax. Your contribution is deducted from your salary each pay period before taxes are
calculated, so you pay taxes on a reduced amount.
HOW DO I GET REIMBURSED?
For healthcare expenses, you can use your Discovery Debit Card or complete and submit a paper claim form via fax, mail, mobile
phone or online.
For dependent care expenses, you must complete and submit a paper claim form via fax, mail or online.
What happens to my current 2018 Flexible YOU WILL NOT RECEIVE NEW DISCOVERY DEBIT
Spending Account funds? CARDS. Funds will be loaded to your existing
If you have $500 or less in your FSA as of December 31, it will debit card.
automatically be carried over to your FSA for 2019. Any
funds in excess of $500 as of December 31 will be forfeited
under the ‘use it or lose it’ provision.
8|P a g eLIFE & DISABILITY
LIFE & DISABILITY PROVIDER - PRUDENTIAL
PRUDENTIAL LIFE AND AD&D INSURANCE – COMPANY PAID
Basic Life Benefit Basic coverage is 2x’s annual salary up to a
maximum of $2,500,000. Benefit reduced by 50%
at age 70.
Accidental Death & Dismemberment 24-Hour Accidental Death & Dismemberment
Benefits. No waiting period. 2x’s base annual salary
subject to a maximum of $2,500,000.
OPTIONAL COVERAGE – EMPLOYEE PAID
Employee Optional Life Purchase or increase your coverage in increments
of 1x-5x’s your base annual salary to a maximum
benefit of $2,500,000. Benefit reduced by 50% at
age 70. Above 4x subject to Evidence of
Insurability.
Spouse Life Insurance Purchase coverage in flat amounts of $25k, $50k,
$75k or $100k not to exceed your base annual
salary. All changes or new enrollments subject to
Evidence of Insurability for amounts over $50k.
Rates are based on Spouse’s age.
Child(ren’s) Life Insurance Purchase a flat amount of $5,000 per child.
You must elect Optional Employee Life to elect Spouse or Child Life
PRUDENTIAL OPTIONAL LIFE MONTHLY EMPLOYEE CONTRIBUTION
Employee (Supplemental Life) & Spouse (Dependent Life)
Age Cost/$1,000 Age Cost/$1,000NEW LEGAL PLAN
NEW LEGAL PLAN PROVIDER – LEGALEASE, A NATIONWIDE COMPANY
LegalGUARD “LegalEase” is a legal insurance plan underwritten by Nationwide® Mutual
Insurance that provides support and protection for unexpected personal legal issues.
What you get with a LegalGUARD Plan:
• An attorney with expertise specific to your personal legal matter
• Access to a national network of attorneys with exceptional experience that are matched to meet your needs
• In and out-of-network coverage
• Concierge help navigating common individual or family legal issues
The value of a LegalGUARD Plan.
As a LegalGUARD plan member, you have access to a national network of over 18,000 attorneys who are matched to
your specific legal needs. Being a LegalGUARD member also saves you time and costly legal fees. But most importantly,
it gives you confidence and provides coverage* for:
• Home and residential (Buying, selling, refinance, foreclosure, tenant dispute)
• Financial and consumer (Debt collection defense, bankruptcy, document preparation)
• Auto and traffic (Traffic ticket defense, license suspension) METLIFE Legal PlanLe 2019 EMPLOYEE COST
• Family (Divorce, adoption, name change) PER PAY
• Estate planning and wills (Will, living will, power of attorney) Employee $8.11
To learn more about your legal benefits plan, visit www.legaleaseplan.com/convatec or call 1(800) 248-9000.
NEW BENEFITS WEBSITE
We are excited to introduce our new U.S. Benefits Website. On this website, you will now be able to view
all your benefits in one place, from anywhere. The site can be accessed online or via your mobile phone.
Go to www.convatecbenefits.com or open your camera app on your mobile phone to scan the following QR
code.
10 | P a g eEAP PROVIDER - CIGNA
ADDITIONAL BENEFITS
As your employer, we are interested in your total wellbeing. ConvaTec offers counseling services in an effort to help you manage
problems before they adversely affect your personal life, health and job performance. The ConvaTec Employee Assistance Program
(EAP) is provided through Cigna at no cost for all employees and their families.
An EAP is a confidential counseling service that is available 24/7 365 days a year. The service is available via a toll-free number or
website and is staffed by professional and experiences clinicians to help address personal issues which might be affecting you and/or
your dependents.
When you call the EAP, a counselor will spend time with you or your family member on the phone to identify the issue, gather
information and provide assistance. When appropriate, the EAP counselor will help schedule an appointment with a Cigna
Behavioral partner for face-to-face meetings.
NEW URL:
The Cigna EAP offers:
www.mycigna.com Register using full name,
Phone and electronic access to expert Cigna behavioral consultants
birthdate, address and Cigna ID number or SSN.
3 in-person counseling sessions, per instance
Financial Services & Referral Non-Cigna members will need to create a
Legal Consulting & Pet Care & Senior Care solutions username and password using full name,
birthdate, employer ID.
DISCOUNT PROGRAM – WORKING ADVANTAGE
Save up to 60% on tickets, travel and shopping. It’s no cost to you to join.
Movie ticket discounts
Theatre & Event tickets
Online shopping discounts and more!
For more information, visit www.workingadvantage.com or call 1.800.565.3717
WELLNESS – GLOBAL FIT REWARDS
Reach your goals and get rewarded for it!
With Global Fit Rewards, your commitment to a healthier lifestyle won’t go unnoticed. As an eligible employee, you can
earn rewards for participating in well-being activities.
Getting started.
If you haven’t already, register by going to www.fitbucksrewards.com/convatec. You will need to use your home zip code.
Eligibility.
All full-time employees are eligible to participate after 30 days of hire.
Activities/Rewards.
Once on the landing page, you will have activity tiles to select from that include: physical wellness, emotional wellness and
financial wellness. You will also see on the landing page the reward associated with each activity.
11 | P a g e401K SAVINGS & RETIREMENT PLAN _
SHORT-TERM DISABILITY - PRUDENTIAL
FIDELITY
If you have an illness or injury, planned or unplanned, of
more than five business days, you must file a claim for Short- A 401(k) plan is a “defined contribution retirement
Term Disability (STD) benefits. Before you can receive STD plan” with annual employee contributions limited to
benefits you must satisfy a waiting period of five business $19,000 for 2019. You can contribute an additional
days, during which you are required to use five days of paid $6,000 for total of $25,000 if you are age 50 or over in
time off. The benefit for your first approved disability during the 2019 calendar year.
the calendar year will be paid based on a sliding scale of Plan Highlights:
tenure as follows:
Eligible to enroll after 30 days of service.
Length of Service # of Weeks at # of Weeks at Automatic enrollment at a 6% pre-tax deferral rate
100% 70% after 30 days of service.
Of pre-disability Of pre-disability
Company matching contributions begin
earnings earnings
immediately upon enrollment at 100% of the first
Less than 1 year 4 weeks 22 weeks
4% and 50% of the next 2% that employees defer
1 up to and 8 weeks 18 weeks
up to a total match of 5% of eligible compensation.
including 4 years
>4 up to and 16 weeks 10 weeks Employees are immediately vested at 100% on both
including 9 years employee and employer contributions.
>9 years 26 weeks 0 weeks Post-tax Roth 401(k) elections available.
Auto-annual increase of 1% each July.
Any subsequent disability filings for STD benefits in the same
calendar year will require an additional 40 hours of paid time
off to be used for the waiting period and the entire approved TUITION REIMBURSEMENT
disability period will be paid at 70%. Reimbursement is limited to $5,250 annually.
Reimbursement will be approved by the line
Manager with appropriate GOA and Human
LONG-TERM DISABILITY - PRUDENTIAL Resources. The reimbursement for approved courses
will be 80% for a grade of A or B and 0% for a C and
If you are disabled for more than 26 weeks, income
below. Please reach out to your manager and/or HR
protection may be available under the Long-Term Disability
Business Partner for further guidance.
plan (LTD). The LTD plan will pay a benefit of 60% of eligible
pay to a maximum monthly benefit for the duration of the
disability or the Maximum Benefit Period. Please note:
Receipt of benefits from any other source during
any period of disability may result in a reduction of
benefits under the ConvaTec plan.
Any employee approved and placed on LTD will be
considered to have an inactive status with ConvaTec
and is subject to termination with severance if no
immediate return to work date is known.
12 | P a g eImportant Benefit Contacts
Name/Benefit Telephone Email/Website Mobile App
Benefits benefits@convatec.com
Deanna Baamonde 1.732.515.1693 Deanna.baamonde@convatec.com
Sharon Vance 1.908.202.2480 Sharon.vance@convatec.com
180 Medical HR HR-Questions@USHDG.com
Benefits Portal www.convatecbenefits.com
Payroll payroll@convatec.com
Workday workday@convatec.com
Advocacy – Health 1.866.695.8622 answers@healthadvocate.com
Advocate
Medical – Cigna (Group 1.800.244.6224 General: www.cigna.com
#3340291) Members: www.mycigna.com
Dental – Delta (Group 1.800.452.9310 www.deltadentalnj.com
#09536)
Vision – EyeMed (Group 1.866.800.5457 www.eyemed.com
#1008263)
Pharmacy – Express
Scripts 1.800.669.3617 www.express-scripts.com
Rx Group: CVTECRX / Bin:
003858
FSA & HSA – Discovery 1.866.451.3399 www.discoverybenefits.com
Benefits
Group #26267
Employee Assistance 1.877.622.4327 www.mycigna.com
Program (EAP) - Cigna Employer ID: convatec
Legal –LegalEase 1.888-416-4313 www.legaleaseplan.com/convatec
Auto & Home - MetLife 1.800.GET.MET8 www.metlife.com
401(k) – Fidelity (Group 1.800.835.5095 www.401k.com
#75533)
Disability – Prudential 1.800.842.1718 www.prudential.com/mybenefits
(Group #0052939)
Wellness – Global Fit 1.800.591.9900 www.fitbucksrewards.com/convatec
RewardsYou can also read
