EMPLOYEE BENEFITS 2021 - Camelback Resort
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2021 EMPLOYEE BENEFITS
Welcome to Camelback Resort!
This brochure provides a summary of your benefits options and is designed to help you make choices and enroll for coverage. If you
would like more information about any of the benefits described here, please contact the Human Resources Department.
CONTENTS
Important Information ………………………………………… 2 Long Term Disability (LTD)…………………………………… 15
Enrollment Information ……………………………………….. 3 Flexible Spending Account (FSA)………………………….. 16
Online Enrollment……………………………….……………….. 5 Business Travel Accident Plan……………………………… 17
Medical Insurance………………………………………………… 6 Retirement …………..…………………………………………….. 17
Dental Insurance………………………………………………….. 12 Paid Time-Off………………………………………………………. 18
College Tuition Benefits Reward Program …………... 12 Product and/or Associate Benefits ……………………… 19
Vision Insurance…………………………………………………… 13 Family and Medical Leave Act Policy (FMLA) ………. 20
Employee Assistance Program……………………………… 13 Contributions ……………………………………………………… 22
Life and AD&D Insurance……………………………………… 14 Contacts ……………………………………………………………... 23
IMPORTANT INFORMATION
AFFORDABLE CARE ACT AND YOU ANNUAL NOTICES
Even though the Affordable Care Act (ACA)’s penalty for not having health Camelback Resort’s plans are partially
coverage (known as the individual mandate) has been reduced to zero, if you arranged by Camelback Resort and
are a taxpayer in California, you will still be required to have health coverage governed by its plan rules and documents.
(unless you qualify for an exemption) or pay a penalty for the 2021 tax year. Various state and federal laws require that
In addition, several other states, including Massachusetts, New Jersey, and employers provide disclosure and annual
Vermont, as well as the District of Columbia, have reinstated an individual notices to their plan participants.
mandate requirement, and others are considering doing so. You may
consider these options below to satisfy this requirement: The following is a list of the annual notices:
• Enroll in a medical plan offered by Camelback Resort or another group • Medicare Part D Notice of Creditable
medical plan meeting the requirements for minimum essential coverage; Coverage
• Purchase coverage through a health insurance marketplace; • Women's Health and Cancer Rights Act
• Enroll in coverage through a government-sponsored program if eligible. (WHCRA)
• Newborns’ and Mothers’ Health
However, if you choose to purchase coverage through the marketplace, Protection Act
because Camelback Resort’s medical plans are considered affordable and • Special Enrollment Rights
meet minimum value under the Affordable Care Act, you may not be eligible • Medicaid & Children’s Health Insurance
for a subsidy, and you may not see lower premiums or out-of-pocket costs Program
through the marketplace. In addition, employer contributions to your • HIPAA Notice of Privacy Practices
medical benefits will be lost and your portion of medical premiums will no • Summary of Benefits and Coverage
longer be paid via payroll deductions on a pre-tax basis (SBC)
Camelback Resort distributes annual notices
to new-hires, and each year during open
FOR MORE INFORMATION enrollment. You may also request a copy by
Go to www.healthcare.gov. contacting the Human Resources
Department or download a copy from the
Online Benefits Enrollment portal.
2
ENROLLMENT INFORMATION
EMPLOYEE CLASSIFICATIONS
Eligibility for certain benefits depends on your employment classification as well as your length and amount of active service. Our
eligibility is defined as the following:
• Full-time (FT) associates are those who regularly work each week an average of thirty (30) or more hours, and are available to
work on any and all shifts and at all hours.
• Part-time (PT) associates are those who regularly work each week an average of between twenty (20) and thirty (30) hours,
and are available to work on any and all shifts and at all hours.
• Temporary/Seasonal (T/S) associates are those who are hired on a temporary/seasonal basis for a holiday period, or other
short-term basis, usually for no more than 6 months.
If you are a temporary/seasonal associate and your status changes to regular, full-time or part-time, only the hours worked as part-
time or full-time will be used to calculate any benefits in the qualifying year.
BENEFITS ELIGIBILITY GUIDELINES
1
Eligibility is first of the month following
2
Hours to be reviewed annually for eligibility for full-time and full-time status
Benefit Full Time Associates Part-Time, Temporary/Seasonal
Waiting Period Eligibility Waiting Period
Medical, Dental, Vision 60 Days1 PT - 1,560 Hours3 60 Days1
Vacation 1 Year Not Eligible
PTO 90 Days Not Eligible
401(k) Participation PT—1,000 hours in a As soon as administratively
1 Year
12-month period possible once eligible
Life Insurance, AD&D, STD, LTD, EAP 60 Days1 Not Eligible
Workers’ Compensation Insurance Date of Hire PT, T/S Date of Hire
Bereavement/Funeral Leave 90 Days Not Eligible
Referral Bonus Date of Hire PT, T/S Date of Hire
Training Program & Seminars Date of Hire PT, T/S Date of Hire
Education Assistance 1 Year Not Eligible
Business Travel Accident Date of Hire Not Eligible
Voting Time Date of Hire PT, T/S Date of Hire
FMLA 1 Year/1,250 Hours PT - 1,250 Hours 1 Year
PAYING FOR YOUR COVERAGE
The Basic Life and AD&D, Business Travel Accident, EAP, Short Term Disability, and Long Term Disability plan benefits are provided
to those who are eligible at no cost and are paid entirely by Camelback Resort. You and the company share in the cost of the
Medical benefits you elect. Any Dental, Vision, Supplemental Life, and Voluntary Disability benefits you elect will be paid by you at
discounted group rates. Your Medical, Dental and Vision contributions are deducted before taxes are withheld, which saves you tax
dollars.
3
ENROLLMENT INFORMATION
IMPORTANT TAX INFORMATION REGARDING DEPENDENT COVERAGE
If you enroll a dependent who does not meet the definition of an eligible dependent that qualifies for tax-free benefits under the
Internal Revenue Code (IRC), the value of the benefits is subject to taxes. Such non-eligible dependents generally include
“registered” domestic partners and their children. If your non-eligible dependents do not qualify for tax-free benefits:
• You pay income and payroll taxes on the company’s contribution toward the dependent’s coverage
• Your contributions for the dependent’s coverage are paid with after-tax dollars
If your dependents’ benefits are subject to taxes, you are responsible for informing the Human Resources Department. You are
responsible for any adverse tax consequences if your dependent is determined to be ineligible for tax-free benefits.
If you still have questions about how domestic partner coverage affects your individual tax situation, you may refer to IRS
Publication 17 or 501 available at www.irs.gov or contact a tax advisor or attorney to determine if your dependent qualifies for tax
-free health benefits.
CHANGES TO ENROLLMENT
Our benefit plans are effective January 1st through December 31st. There is an annual open enrollment period each year, during
which you can make new benefit elections for the following January 1st effective date. Once you make your benefit elections, you
cannot change them throughout the year unless you experience a qualifying event as defined by the IRS.
Examples include, but are not limited to the following:
• Marriage, divorce, legal separation or annulment • Change in your residence or workplace (if your benefit
• Birth or adoption of a child options change)
• A qualified medical child support order • Loss of coverage through Medicaid or Children’s Health
• Death of a spouse or child Insurance Program (CHIP)
• A change in your dependent’s eligibility status • Becoming eligible for a state’s premium assistance program
• Loss of coverage from another health plan under Medicaid or CHIP
Please note that coverage for a new dependent is not automatic. If you experience a qualifying event, you have 30 days to update
your coverage. You may login to Bswift to update your dependent information as needed. Bswift login information is located on
page 5 of this guide. If you do not update your coverage within 30 days from the qualifying event, you must wait until the next
annual open enrollment period to update your coverage. If you need assistance adding your dependent(s), please contact Human
Resources.
AUGEO
AUGEO is a Private Exchange to help guide you and offer one-on-one
assistance in reviewing your healthcare insurance options through Online Carrier Resources
the Public exchange and/or Medicare. AUGEO provides multi-leveled
health benefits solutions available in all 50 states with individualized
Take advantage of the online resources
enrollment capabilities. The benefit offerings are customized for each available through our insurance carriers. You
individual’s needs and budget. AUGEO representatives are also able can locate network providers, manage your
to help you determine if you are subsidy or tax-credit eligible. If you claims, obtain health and wellness infor-
would like to view your health benefit coverage options now, or in mation, and much more! Insurance carrier
future, you may do so by visiting www.augeobenefits.com/kslresorts website addresses are located on page 23 of
and click “Get Quotes Now” to begin the process online. You can also this guide.
receive telephonic assistance by calling (888) 211-0666.
4
ONLINE BENEFITS ENROLLMENT
With the Online Benefits Enrollment portal, you can access your benefits information whenever it’s convenient, from home or any
desktop with internet access. Use the portal to enter your benefit choices and to add/modify your dependent’s information. You
can also download benefit forms and view benefit statements. Go to the portal to find the Camelback Resort Annual Notices
Packet, Summary of Benefits and Coverages (SBCs), carrier documents, company policies, payroll information, and more!
To Enroll or Make Changes to Your Benefits
Log in to https://n34.ultipro.com You’ll be asked to enter your username and your password:
• User Name: KSL with your 6 digit clock code (Example KSL123456)
• Password: Your Date of Birth (Example MMDDYYYY) or your current updated password. Please contact HR
to reset your password.
Once you are logged in, navigate to Menu > Myself > Benefits > Manage My Benefits and follow the prompts for each line of
coverage. For a smooth enrollment, be prepared with the date of birth and social security number for each dependent you wish to
enroll. Upon completion of your benefit elections, please print out a confirmation statement for your records.
5
EMPLOYEE BENEFITS
MEDICAL INSURANCE
UnitedHealthcare | PPO Medical Plans
The UnitedHealthcare Preferred Provider Organization (PPO) plans allow you to direct your own care. You are not limited to the
physicians within the PPO network and you may self-refer to specialists. If you receive care from a physician who is a member of
the network, a greater percentage of the entire cost will be paid by the insurance plan.
How the HSA Plans Work
With the PPO Bronze and Silver (HSA) plans, you can pay for qualified healthcare expenses now and grow your savings for future
healthcare needs. This plan combines a High Deductible Health Plan (HDHP) with a special, tax-qualified Health Savings Account
(HSA). You can contribute tax-free money to your HSA up to IRS maximums. The money in your account is yours to pay for current
healthcare expenses - or you can save for future healthcare expenses. More information on how the PPO Bronze and Silver HSA
plans work is located on the following page.
FINDING A MEDICAL PROVIDER
Go to www.uhc.com/find-a-physician or call (800) 357-0978. Refer to the Select Plus network.
VIRTUAL VISITS
When you don’t feel well, or your child is sick, the last ACCESSING VIRTUAL VISITS
thing you want to do is leave the comfort of home to sit
in a waiting room. Now you don’t have to. As a UHC member, you will login to United Healthcare’s
website to access Virtual Visits.
Virtual Visits allow you see and talk to a doctor from
your mobile device or computer without an
appointment. Most visits take about 10-15 minutes and To Get Started
doctors can write a prescription, if needed, that you Register today so you’ll be ready to use telehealth services
can pick up at your local pharmacy. Use this service for when you need them.
minor conditions such as colds, fever, flu, allergies, sore
throats, headache, stomach ache and more. This www.myuhc.com
service is part of your health benefits offered through
UnitedHealthcare.
6
EMPLOYEE BENEFITS
HEALTH SAVINGS ACCOUNT (HSA)
How the PPO Bronze and Silver HSA Plans Work
The opportunity to establish and contribute to a Health Savings Account is available when you
elect the PPO Bronze or Silver HSA medical plan option. It’s like a personal, tax-free savings
HSA
account for health care expenses that earns interest. Any unused money rolls over from year to
year.
In 2021, you may elect to make contributions into your
account up to IRS maximums. IRS maximums for 2021 are: EXAMPLES OF
• Employee: $3,600
• Family: $7,200
ELIGIBLE HSA EXPENSES
• Catch-up if you are 55 years of age or older: $1,000
• Deductibles & Copays
The portion of your paycheck that you contribute to your • Providers (Doctors & Specialists)
HSA will be taken out before you pay federal income taxes, • Prescription Drugs
Social Security taxes and most state taxes (excluding state • Inpatient Hospital Services
taxes in AL, CA and NJ). Any contributions you make can be • Laboratory & X-Ray
MEDICAL
increased or decreased over the course of the year. • Emergency Services
• Acupuncture / Chiropractic
You can decide how to manage your money. The money in
your HSA is yours to save and spend on eligible health care
expenses whenever you need it, whether in this plan year
or in future plan years. You can use the funds in your
• Providers (Dentists,
account to pay tax-free for qualifying out-of-pocket
Specialists, Orthodontists)
Medical, Dental and Vision expenses such as deductibles,
• Teeth Cleaning
coinsurance and copays. DENTAL • Dental Treatment
• Orthodontia
Your account balance earns interest and the unused
balance rolls-over from year to year. The money is yours to
keep even if you leave Camelback Resort, no longer
participate in a high deductible health plan (like the PPO • Providers (Optometrists,
Bronze or Silver HSA), or retire. You may continue to make Ophthalmologists)
contributions to your HSA if you enroll in another qualified • Exams
high deductible health plan, or elect COBRA continuation • Glasses
coverage of your PPO Bronze or Silver HSA coverage if your VISION
• Contact Lenses
employment terminates. • Lasik Surgery
ACCESSING THE HSA THROUGH
OPTUM BANK • COBRA
Go to: www.optumbank.com or call • Long-Term Care
(866) 234-8913 and select option 1. PREMIUMS • Medicare
EDUCATIONAL VIDEO EXAMPLES OF
Click here to watch a quick video to INELIGIBLE HSA EXPENSES
learn the basics.. Ineligible HSA expenses include expenses that are not
High Deductible Health Plans medical, dental, vision, or health related as well as
http://video.burnhambenefits.com/ cosmetic surgery.
7
EMPLOYEE BENEFITS
MEDICAL INSURANCE
UHC UHC
Plan Name HSA PPO Bronze HSA PPO Silver
Network Name Select Plus POS Out-of-Network Select Plus POS Out-of-Network
MEDICAL BENEFITS
Lifetime Maximum Unlimited Unlimited
Annual Deductible
- Individual $3,500 $7,000 $1,500 $3,000
- Family $7,000 $14,000 $2,800 $6,000
Out-of-Pocket Maximum
- Individual $6,250 $21,000 $3,000 $6,000
- Family $12,500 $42,000 $6,000 $12,000
Co-Insurance (Plan Pays) 80% 60% 90% 70%
Office Visit Copay
- Preventive Care No charge Not covered No Charge Not Covered
- Primary Care Physician 20% after deductible 40% after deductible 10% after deductible 30% after deductible
- Specialist Office Visit 20% after deductible 40% after deductible 10% after deductible 30% after deductible
- Urgent Care 20% after deductible 40% after deductible 10% after deductible 30% after deductible
- Virtual Visit 20% after deductible Not covered 10% after deductible Not covered
Hospitalization
- Inpatient 20% after deductible 40% after deductible 10% after deductible 30% after deductible
- Outpatient Surgery 20% after deductible 40% after deductible 10% after deductible 30% after deductible
(max benefit $760/day) (max benefit $760/day)
Emergency Services 20% after deductible 10% after deductible
PHARMACY BENEFITS
Pharmacy Deductible
- Individual Plan deductible applies Plan deductible applies
- Family
Retail Pharmacy
- Generic Formulary $10 Copay $10 Copay $10 Copay $10 Copay
- Brand Name Formulary $30 Copay $30 Copay $30 Copay $30 Copay
- Non-Formulary $50 Copay $50 Copay $50 Copay $50 Copay
- Supply Limit Up to 30 Days Up to 30 Days Up to 30 Days Up to 30 Days
Mail-Order Pharmacy
- Generic Formulary $25 Copay Not Covered $25 Copay Not Covered
- Brand Name Formulary $75 Copay Not Covered $75 Copay Not Covered
- Non-Formulary $125 Copay Not Covered $125 Copay Not Covered
- Supply Limit Up to 90 Days N/A Up to 90 Days N/A
Out of Country Emergency Coverage
You are covered for emergency services outside of the US in a similar fashion to how they would be covered in the US. The
difference is most providers outside of the US will ask you to pay for the services up front and you will need to file for
reimbursement when you return home. The reimbursement process will include submitting a claim form along with an itemized
bill (in US currency). We recommend calling the medical carrier within 48 hours of the emergency. Claim forms can be found on
the carrier portals or on the Online Benefits Enrollment Portal.
8EMPLOYEE BENEFITS
MEDICAL INSURANCE
UHC
Plan Name PPO Gold
Network Name Select Plus POS Out-of-Network
HEALTH4ME
MEDICAL BENEFITS
MOBILE APP
Lifetime Maximum Unlimited
Annual Deductible If you’re a United Healthcare member,
- Individual $500 $1,000 consider downloading the Health4Me
- Family $1,000 $2,000 mobile app for instant access to your
health plan details. The Health4Me
Out-of-Pocket Maximum mobile app provides secure member
- Individual $2,000 $4,000 information, anytime, anywhere. The
- Family $4,000 $8,000 app is convenient, easy-to-use, and
Co-Insurance (Plan Pays) 90% 60% free.
Office Visit Copay Features:
- Preventive Care No Charge Not Covered • Locate providers.
- Primary Care Physician $25 Copay 40% after deductible • Find pharmacies and fill prescriptions.
- Specialist Office Visit $40 Copay 40% after deductible • Generate and share digital ID cards.
- Urgent Care $50 Copay 40% after deductible • Compare costs and see provider
- Virtual Visit $25 Copay Not covered reviews.
Hospitalization • View claims and account balances.
- Inpatient 10% after deductible 40% after deductible • Contact a registered nurse 24/7 for
- Outpatient Surgery 10% after deductible 40% after deductible advice about medical questions.
(max benefit $760/day) • Use the Talk to Me tool to connect
with a service representative.
Emergency Services $100 Copay (waived if admitted)
PHARMACY BENEFITS Getting Started:
Download the Health4Me mobile app for
Pharmacy Deductible free from the Apple App Store or Google
- Individual $0 Play Store. Please note, you must first
- Family $0 register as a member at
Retail Pharmacy www.myuhc.com.
- Generic Formulary $10 Copay $10 Copay
- Brand Name Formulary $35 Copay $35 Copay
- Non-Formulary $60 Copay $60 Copay
- Supply Limit Up to 30 Days Up to 30 Days
Mail-Order Pharmacy
- Generic Formulary $20 Copay Not Covered
- Brand Name Formulary $70 Copay Not Covered
- Non-Formulary $120 Copay Not Covered
- Supply Limit Up to 90 Days N/A
Summary of Benefits and Coverage (SBC)
Health insurance issuers and group health plans are required to provide you
with an easy-to-understand summary about your health plan’s benefits and
coverage, referred to as a Summary of Benefits and Coverage (SBC). This guide
is designed to help you understand the medical plan options offered to you by
Camelback Resort. Please refer to the SBC and carrier contracts provided by
UHC for additional plan details.
9EMPLOYEE BENEFITS
UNITED HEALTHCARE HEALTH & WELLNESS
Rally® Marketplace
Your Path to Better Health The Rally® Health & Wellness digital experience offers access
Sign up for Rally® on myuhc.com. It’s a program to help you to discounted goods and services through Rally Marketplace.
move more and eat better. It even rewards you for your Members can earn Rally Coins and exchange them for
progress. Here’s how it works: discount offers on a wide selection of name-brand items in
Rally Marketplace.
• Take your health survey. It’ll guide you with visual prompts.
You’ll receive your results as a “Rally Age” - a number to Discounted items include fitness devices, bikes, and tickets to
help you assess your actual age compared to your health movies or sporting events. New discounts continue to be
age based on your survey responses. added to the Marketplace.
• Pick your focus. Get personalized activities and
recommended missions—or individual action plans—based • Eligible members participate in the Rally Health &
on your survey results. Missions provide activities to help Wellness digital experience.
improve or maintain your health. Choose one that fits your • Members may earn Rally Coins for completing specific
lifestyle. health and wellness activities as applicable.
• Earn rewards. As you complete certain activities, you’ll earn • Members may see recommendations for discounted
Rally coins. Use them to enter sweepstakes for chances to items they might like based on their Health Survey
win prizes, get discounts, support charities or bid in responses or browse the entire Rally Marketplace.
auctions. The more you participate in Rally, the more coins • Members can exchange Rally Coins for a discount offer,
you earn. allowing them to purchase desired item(s) at a
• Smoking cessation programs discounted price.
• All of this occurs through a digital interface designed for
easy navigation.
ACCESSING RALLY® MARKETPLACE
Sign up at www.myuhc.com.
10EMPLOYEE BENEFITS
TIPS FOR USING YOUR MEDICAL BENEFITS
Utilize your free preventive care benefits to stay healthy.
Preventive care benefits are covered at no charge to you. Regular preventive care can reduce the risk of disease, detect
health problems early, protect you from higher costs down the road, and most importantly… save your life! Take advantage of
these no cost benefits now to hopefully avoid major illnesses and costs in the future.
Use urgent care centers versus hospital emergency rooms whenever possible.
Frequently, patients seek the services of the hospital emergency department for ailments or injuries that could be treated
more economically, and just as effectively, at an urgent care center. It is not always easy to determine when you should
choose urgent care over the hospital emergency department. The following lists offer some guidance, but are not necessarily
all-inclusive.
Examples of URGENT CARE situations Examples of EMERGENCY situations
Any illness or injury that would prompt you to see your Any accident or illness that may lead to loss of life or limb,
primary care physician including but not limited to: serious medical complication or permanent disability
• Accidents and falls including but not limited to:
• Sprains • Chest pain*
• Back problems • Seizure or Shock
• Breathing difficulties • No pulse
• Abdominal pain • Sudden dizziness, loss of coordination or balance
• Minor bleeding/cuts • Severe abdominal pain
• High fever • Severe or uncontrollable bleeding
• Vomiting, diarrhea or dehydration • Broken bones or compound fractures
• Severe sore throat or cough • Spinal cord or back injury
• Mild to moderate asthma • Severe burns
• Major head injuries
• Ingestion of poisons or obstructive objects
• Animal, snake or human bites
*If you believe you may be experiencing a heart attack, call 911 immediately! Do not drive yourself to the emergency room!
Use generic and over the counter drugs when available.
The best way to save on prescriptions is to use generic or over the counter medications as opposed to brand name drugs.
Generic drugs must use the same active ingredients as the brand name version of the drug. A generic drug must also meet the
same quality and safety standards.
Use the mail-order prescription drug benefit for maintenance medications.
The mail order pharmacy is a fast, easy and convenient way to save time and money on your maintenance medications. You
can order additional supplies of medication at a discount. See carrier provisions for details.
EDUCATIONAL VIDEO
Benefits terminology can get confusing. Click here to watch a quick video to learn the basics of how our
medical plans work.
Deductibles, Copays, Coinsurance, and Out-of-Pocket Maximums
http://video.burnhambenefits.com/terms/
11EMPLOYEE BENEFITS
DENTAL INSURANCE
Guardian| PPO Dental Plan
With the Guardian Preferred Provider Organization (PPO) dental plan, you may visit a PPO dentist and benefit from the negotiated
rate or visit a non‐network dentist. When you utilize a PPO dentist, your out-of-pocket expenses will be less. You may also obtain
services using a non-network dentist; however, you will be responsible for the difference between the covered amount and the
actual charges and you may be responsible for filing claims.
PPO Dental Plan
Network Name PPO Out-of-Network
DENTAL BENEFITS
Annual Deductible
- Individual $50
- Family $150
Calendar Year Maximum Benefit $1,500
Preventive Services Plan pays 100% Plan pays 90%
(cleanings, x-rays) Deductible Waived
Basic Services
(fillings, root canals, etc.)
Plan pays 80% Plan pays 60%
Includes Periodontal and Endodontic
Treatment
Major Services
Plan pays 60% Plan pays 50%
(crowns, bridges, etc.)
Orthodontia Services (addit’l fees may apply)
- Children 50%, No separate deductible
- Adults Not Covered
Orthodontia Lifetime Maximum $1,000 $1,000
We strongly recommend you ask your dentist for a predetermination if total charges are expected to exceed $300.
Predetermination enables you and your dentist to know in advance what the payment will be for any service that may be in
question.
FINDING A DENTAL PROVIDER
Go to www.guardiananytime.com or call (800) 541-7846. Refer to the “PPO” network when prompted.
GUARDIAN’S MAXIMUM ROLLOVER
With Maximum Rollover, Guardian will roll-over a portion of your unused annual maximum into your personal Maximum
Rollover Account (MRA). If you have a paid claim and do not exceeded the paid claims threshold of $700 during the benefit
year, you will be credited $350 to your MRA. As an added advantage, more money will be rolled over if in-network dentists are
used.
COLLEGE TUITION BENEFITS REWARDS PROGRAM
Employees and dependents participating in the Guardian Dental Plan will earn Tuition Rewards that can be used to pay for up
to one year’s tuition at a SAGE Scholar college. There are over 340 private colleges and universities across the nation in the
SAGE Consortium. To use Tuition Rewards, a child must be registered by August 24th of the year they enter 11th grade.
12EMPLOYEE BENEFITS
VISION INSURANCE
EyeMed| PPO Vision Plan
The EyeMed Vision plan provides professional vision care and high quality lenses and frames through a broad network of optical
specialists. You will receive richer benefits if you utilize a network provider. If you utilize a non‐network provider, you will be
responsible to pay all charges at the time of your appointment and will be required to file an itemized claim with EyeMed.
EyeMed Note
PPO Plan The EyeMed network
includes access to
Network Name In-Network Non-Network
independent
VISION BENEFITS ophthalmologists and
optometrists, as well
Copay as LensCrafters®,
- Examination $10 Copay N/A Target Optical, Sears
- Materials $25 Copay N/A Optical, JCPenney
Examination (Every 12 Months) No Charge after Copay $40 Reimbursement Optical and most
Pearle Vision retail
Lenses (Every 12 Months) stores.
- Single Vision No Charge after Copay $40 Reimbursement
- Bifocal No Charge after Copay $60 Reimbursement
- Trifocal No Charge after Copay $80 Reimbursement
- Standard Progressive $90 Copay $60 Reimbursement
Frames (Every 12 Months) $150 Benefit $75 Reimbursement
Contact Lenses (Every 12 Months) In Lieu of Frames and Lenses
- Cosmetic / Elective $150 Benefit $150 Reimbursement
- Medically Necessary No Charge after Copay $210 Reimbursement
Laser Vision Correction 15% Discount Not Covered
FINDING A VISION PROVIDER
Go to www.eyemedvisioncare.com or call (866) 800-5457. Refer to the “Select” network when prompted.
EMPLOYEE ASSISTANCE PROGRAM
Cigna| Employee Assistance Program
The Employee Assistance Program (EAP) through Cigna provides you and your household members with free, confidential
assistance to help with personal or professional problems that may interfere with work or family responsibilities and obligations.
Services are available 24 hours a day, 7 days a week via a toll-free nationwide number. Issues can include personal and marriage
counseling. Referrals to community services, such as Alcoholics Anonymous, Eldercare and the Grieving Center are available. This is
a company-paid benefit for all full-time associates.
ACCESSING THE EAP
Call (800) 538-3543 to be immediately connected to an EAP counselor.
13EMPLOYEE BENEFITS
LIFE/AD&D INSURANCE
It’s never fun to discuss life insurance. But you probably know that life insurance is something that you need to protect your loved
ones in the event of your death. Things like funeral expenses, debt, and the cost of living, can all add up. Fortunately, life insurance
can help lessen the financial burden and provide coverage to help pay for these types of expenses.
Cigna| Basic Life and AD&D Insurance Cigna| Voluntary Life and AD&D Insurance
Life insurance protects your family or other In addition to the company provided Basic Life/AD&D benefits, you
beneficiaries in the event of your death while you may elect to purchase additional Term Life/AD&D insurance at
are still actively employed with the company. discounted group rates provided by Cigna. You pay for this coverage
with after-tax dollars through convenient payroll deductions.
Accidental Death and Dismemberment (AD&D)
coverage provides an additional benefit to your Life benefits will reduce by certain percentages as you age, and will
beneficiary if your death is due to a covered accident terminate when you leave the company or retire.
or injury.
Voluntary Life/AD&D
Life benefits will reduce by certain percentages as
you age, and will terminate when you leave the Employee
company or retire. You may purchase coverage for yourself in increments of $10,000 up
to a maximum benefit of the lesser of 5x your annual salary or
$750,000.
Basic Life/AD&D
Spouse or Domestic Partner
1x your annual salary up to a maximum If you buy coverage for yourself, you may also purchase coverage for
benefit of $250,000 your eligible spouse. Benefits for your spouse are available in
benefit amounts of $5,000 up to a maximum benefit of $250,000
not to exceed 50% of the employee’s amount. Spouse rates are
based on spouse’s age.
Child(ren)
If you buy coverage for yourself, you may also purchase coverage for
your eligible dependent child(ren). Benefits for your child(ren) ages
6 months to 19 years (or 26 years if they are full-time students) are
available in increments of $1,000 up to a maximum benefit of
Choosing a Beneficiary $10,000.
A beneficiary is a person or entity who you
Guarantee Issue
designate to receive your death benefits.
Guarantee issue is a pre-approved amount of coverage that does
Choosing a beneficiary and keeping your
not require you to provide proof of good health, and is available to
beneficiary up-to-date is an essential part of
you during your initial eligibility period (upon hire). Guarantee issue
owning life insurance. Please remember to
is available in the following amounts:
review your beneficiary designation as new
• Employee: $200,000
situations arise, such as the birth or adoption of a
• Spouse or Domestic Partner: $25,000
child, marriage, or divorce. ou may login to Bswift
• Child(ren): Entire benefit amount ($10,000)
to change your Beneficiary as needed.
If you are no longer in your initial eligibility period, you may enroll in
Voluntary Life/AD&D insurance anytime during the year as long as
you provide proof of good health. To provide proof of good health,
you will be asked to complete a health questionnaire (Evidence of
Insurability) and are subject to insurance carrier approval. Cigna may
approve or decline coverage based on a review of your health
history.
14EMPLOYEE BENEFITS
DISABILITY INSURANCE
If you are unable to work due to an illness or injury, our disability plans will work together to provide a source of income to meet
your needs. Disability insurance provides benefits that replace part of your lost income when you become unable to work due to a
covered injury or illness.
Cigna | Short Term Disability Short Term Disability Base Benefit Voluntary Benefit
Base: Camelback Resort offers you Short Term
Benefit Percentage 50% 66.67%
Disability (STD) to provide income replacement if
you become disabled due to accident, sickness, or Weekly Benefit Maximum $2,000 $2,000
pregnancy.
Day 8 for Accident, Day 8 for Accident,
When Benefits Begin
Illness, or Pregnancy Illness, or Pregnancy
Voluntary: If you want additional Short Term
Disability Insurance, you may purchase voluntary
Maximum Benefit Duration 25 Weeks 25 Weeks
coverage.
Cigna | Long Term Disability Long Term Disability Base Benefit Voluntary Benefit
Base: Camelback Resort offers you Long Term Benefit Percentage 50% 66.67%
Disability (LTD) to provide income replacement if
you become disabled for an extended period of Monthly Benefit Maximum $11,000 $11,000
time. When Benefit Begin 181st Day 181st Day
Voluntary: If you want additional Long Term
To SSNRA or until no To SSNRA or until no
Disability Insurance, you may purchase voluntary Maximum Benefit Duration
longer disabled longer disabled
coverage.
Note: For STD and LTD, the total of basic coverage and voluntary coverage cannot exceed the weekly (STD—$2,000 per week) or
monthly (LTD—$11,000 per week) maximum benefits.
15EMPLOYEE BENEFITS
FLEXIBLE SPENDING ACCOUNTS
FSA Plan Year: January 1 - December 31
Flexible Spending Accounts (FSAs) are special tax-advantaged
accounts used to pay for eligible out-of-pocket health care and
dependent care expenses. If elected, your account(s) will be funded
with tax-free dollars using convenient payroll deductions. Only Important FSA Rules
expenses for services incurred during the plan year are eligible for Because FSAs can give you a significant tax
reimbursement from your accounts. If you are using your debit card, advantage, they must be administered according to
you must save your receipts, just in case Igoe needs a copy for
specific IRS rules:
verification. Also, all receipts should be itemized to reflect what
product or service was purchased. Credit card receipts are not
Your FSA elections will expire each year on
sufficient per IRS guidelines. December 31st. If you plan to participate in the FSA
for the upcoming plan year, you are required to re-
Igoe | Health Care FSA enroll.
This plan is used to pay for expenses not covered under your health
plans, such as deductibles, coinsurance, copays and expenses that Health Care FSA
exceed plan limits. You may defer up to $2,750 pre-tax per year.
Eligible health care expenses include:
Coinsurance, Medical and Dental Eye Exams,
Copays and Prescriptions and Eyeglasses and
Deductibles Orthodontia Lasik Eye
Surgery Important Note for HSA Medical
Participants:
Igoe | Dependent Care FSA
This plan is used to pay for eligible expenses you incur for child care,
or for the care of a disabled dependent, while you work. Employees
may defer up to $5,000 pre-tax per year.
Eligible dependent care expenses include:
Dependent Care FSA
Unused funds will NOT be returned to you or
carried over to the following year. You must file
Licensed nursery schools, Adult daycare facilities claims by December 31st of each plan year.
qualified childcare centers, after
school programs, summer camps
(under age 13), preschool
EDUCATIONAL VIDEO
Click here to learn more about how our Health Care and Dependent Care FSAs work.
Flexible Spending Accounts
http://video.burnhambenefits.com/fsa/
16EMPLOYEE BENEFITS
BUSINESS TRAVEL ACCIDENT
Cigna| Business Travel Accident
While accidents cannot always be prevented from happening, Camelback Resort can help protect you from accident's resulting in
financial burdens. Camelback Resort provides an additional benefit that covers loss of life and certain injuries resulting from a
covered accident while traveling on business. This benefit is offered in addition to the company provided Life and AD&D insurance.
In addition to loss of life, other types of injuries that may be covered include dismemberment, loss of sight or hearing, and
paralysis. Benefits provided under this policy are payable in addition to any other insurance that may be in effect at the time of the
covered accident. You must work a minimum of 30 hours per week to be eligible.
Class 1 Class 2 Class 3 Class 4
Active, full-time employees who regularly work a minimum of 30 hours per week
Corporate Executive Group or Corporate Directors or Property level Executives Salaried or hourly employees
property level General National Sales force (excluding (excluding the Corporate (excluding the Corporate
Managers (excluding the Corporate Executive Executive Group, property Executive Group, property
Corporate Directors, National Group, property level General level General Managers, level General Managers,
Sales force, property level Managers, property level Corporate Directors, National Corporate Directors, National
Executives, salaried and hourly Executives, salaried and hourly Sales force, salaried and Sales force and property level
employees) employees) hourly employees) Executives)
5 times annual earnings* to a 5 times annual earnings* to a 5 times annual earnings* to a 5 times annual earnings* to a
$1,000,000 maximum $500,000 maximum $400,000 maximum $250,000 maximum
*Excludes bonuses, commission or overtime
RETIREMENT
John Hancock Retirement Plan Services| 401(k) Note
Camelback Resort provides a 401(k) plan to help you reach your financial goals for John Hancock Retirement Plan
Services can help you take the
retirement. If you are a full-time associate and at least 21 years old, you may enroll
guesswork out of investing so that
into the Camelback Resort 401(k) plan as soon as administratively possible after you can live the life you want…
completing 1 year of service. If you are a part-time associate, you must be at least 21 today and tomorrow. Each pay
years old and must work 1,000+ hours during a plan year to become eligible. period, your contribution amount
Camelback Resort will match 40% of your contribution to your 401(k) up to 5% of your will be added to your account and
annual wage. For example, if you choose to contribute 5% of your annual wage to your invested in the American Century
One Choice target date funds or
401(k), the company will match 40% of that 5% - which will give you a total of 7% of
other funds you choose. This
your annual wage being invested into your 401(k). You are always 100% vested in your investment option is intended to
own contributions. Your 401(k) match vests on the following schedule: 25% after two serve as a Qualified Default
years, 50% after 3 years, 75% after 4 years and at 5 years you are fully vested. Investment Alternative (QDIA). To
get you started, we’ve selected the
Here are some things you can take advantage of once you’re enrolled: American Century One Choice
• Lower your taxable income and increase your take home pay by making pre-tax target date funds for you. You’ll
soon receive complete information
contributions to your account
about this investment including a
• Both traditional 401(k) and Roth investments are available description, objectives, risk and
• Boost your savings with the power of compounding and tax-deferred growth. return characteristics, fees and
• Access to your money should you ever need it — through loan and withdrawals* expenses. Please carefully review
• Consolidate your savings by rolling in money from previous qualified 401(k) plans this information.
• Designate beneficiaries online… and much more
*Withdrawals before 59½ may be subject to a 10% federal penalty tax.
17CAMELBACK BENEFITS PAID TIME OFF BENEFITS Full Time associates are covered by two types of paid time off benefits: 1) PTO program with an account of earned hours which can be used for holidays, the treatment or care of a health condition and for any other reason; 2) Vacation program with an account of earned hours which can be used for scheduled vacations. PTO PROGRAM All full-time associates receive 72 hours of PTO after their first 90 days of service. Thereafter, full-time associates will receive 72 hours of PTO on their anniversary dates. PTO hours granted are available for use immediately upon receipt and up until the associate’s anniversary date. At that anniversary date, unused hours will be replaced by the new 72-hour allotment of PTO hours. For example: If a Full Time associate is hired on November 15th, 2019, they will receive 72 hours of PTO on February 15th, 2021 (90 days later). They will have immediate access to those 72 hours and until their next anniversary date of November 15th, 2021. On November 15th, 2021, the new allotment of 72 hours will replace any unused PTO hours which the associate will be able to use before November 15th, 2021. PTO hours may be taken in a minimum of two (2) hour increments, not to exceed eight (8) hours in a day. Vacation Program Full-Time Associates The importance of regular vacations as a period of rest Years of Completed Service Amount of Paid Vacation Time and relaxation is well recognized by Camelback Resort. Full-time associates become eligible for paid vacations After 1 Year Forty (40) Hours after completing twelve (12) months of continuous service. On each anniversary date following this period of After 2 Years Eighty (80) Hours continuous service, unused vacation hours will be After 5 Years One Hundred Twenty (120) Hours replaced by a new allotment of hours based on the following table. After 10 Years One Hundred Sixty (160) Hours Full-time hourly associates use Vacation hours in a minimum of four (4) hour increments, not to exceed eight (8) hours in a day. Full-time salaried associates may only take Vacation hours in eight (8) hour increments. PTO and Vacation requests must be approved by the appropriate manager so that the request can be documented. Vacation requested for two weeks or more must have approval from the appropriate manager prior to making arrangements. Please note that PTO and Vacation must be used during extended absences, such as FMLA and Leaves of Absence. Also, in the event of termination of employment, earned, but unused hours in the PTO and Vacation accounts will not be paid out. BEREAVEMENT / FUNERAL LEAVE Full-time associates are eligible to use up to three days of accrued PTO or Vacation time to attend the funeral of a spouse, registered domestic partner, child, parent, brother, sister or grandparent. This benefit is dependent upon proper notification to a supervisor and to the Human Resources Department. Proof of relationship and/or attendance at the funeral may be required. VOTING TIME All associates will be given time-off to vote if there are less than three (3) consecutive hours between when the polls open and the beginning of a shift, or less than three (3) hours of open polls after the end of the workday. In such event, associates are entitled to take up to two (2) hours without loss of pay to vote. The time to vote in this benefit is to be taken at the beginning or the end of the shift and must be requested in advance. 18
EMPLOYEE BENEFITS
PRODUCT AND/OR ASSOCIATE DISCOUNTS
Camelback Resort is pleased to extend discounts to you on certain rooms, services, and products. Please consult the Human
Resources Department for details.
REFERRAL PROGRAM TRAINING PROGRAMS
We encourage you to assist us with our recruiting efforts. To AND SEMINARS
recognize and reward you for your attention to the staffing We are committed to the training and advancement of our
needs of our properties, we encourage referrals of qualified associates. During your employment at Camelback Resort, you
applicants. An incentive will be awarded after you successfully may be required or you may request to attend a training
refer a person who is hired by the property. The referral seminar, conference, or other program. When your attendance
program includes the following incentives: $250 for hourly at one of these functions is required by Camelback Resort, you
associate, $1,500 for management, $2,500 for Executive will be reimbursed for any expenses you incur for attending the
Committee and Sales Management. The first half of the function and you will be compensated at your regular rate.
referral bonus will be paid following 90 days of employment Please make sure you have written approval from your
and the second half of the bonus will be paid following 180 supervisor or manager prior to attending any non-mandatory
days of employment. The new-hire associate who was referred functions if you wish to be compensated and/or reimbursed for
must be active and be in good standing. expenses.
EDUCATIONAL ASSISTANCE / WORKERS’ COMPENSATION
TUITION REIMBURSEMENT INSURANCE
We are pleased to provide educational assistance so you may If you sustain a work-related injury or become ill on the job as a
continue your professional development through formal result of work-related duties, then you may receive, at no cost
education courses. Camelback Resort will reimburse one-half to you, certain workers’ compensation insurance benefits. To
of your tuition, books, and fees, up to a limit of $1,000 per receive workers’ compensation benefits, you should:
calendar year, for career related degree-track academic • Report any work-related injury to your supervisor
coursework. To be eligible for reimbursement, you must: immediately
• Be a full-time associate and have completed at least one • Complete a written claim form and return it to the Risk
year of service Management Department
• Have your courses pre-approved by the Director of Human • Seek medical treatment and follow-up care if required
Resources and Department Head
• Complete and sign an application form stating you will
reimburse Camelback Resort if you leave within six (6)
months after completing the course
• Successfully complete the pre-approved course and
maintain a “B” average or better
• Be actively employed at the time you receive the
reimbursement
• Submit your receipts with the appropriate form
19EMPLOYEE BENEFITS
FAMILY AND MEDICAL LEAVE ACT POLICY (FMLA)
Under the FMLA, Camelback Resort allows Eligible Employees (FMLA)
eligible employees to take up to twelve Eligible employees are those who have worked for Camelback Resort for a
workweeks of job-protected leave per year for total of one year (which does not need to be continuous employment), for
certain family and medical reasons. The leave 1,250 hours over the previous twelve months prior to the beginning of the
may be taken intermittently if medically leave, and at a worksite with at least fifty employees or within seventy-five
necessary. The FMLA does not require the leave miles of fifty or more employees.
to be paid, but you are required to use earned
and accrued paid leave, such as sick or personal Leave will be granted to eligible employees for the following reasons:
leave and vacation, to the extent permissible • For incapacity due to pregnancy, prenatal medical care or childbirth;
under the FMLA, as part of the twelve • For a serious health condition that makes you unable to perform your
workweeks of leave. job;
• To care for your spouse, son or daughter, or parent who has a serious
During FMLA leave, you may remain on payroll health condition, or to care for a spouse who is incapacitated related to
status as long as you have accumulated sick pregnancy or birth;
leave and/or vacation to use. Camelback Resort • To care for your child after birth, or placement for adoption or foster
will maintain your group health insurance care.
during leave, but you must continue to pay your
applicable premium contribution to maintain A “serious health condition” is an illness, injury impairment, or physical or
coverage. In some cases, we may recover mental condition that involves either an overnight stay in a medical care
premiums paid for maintaining your health facility, or continuing treatment by a health care provider for a condition that
coverage if you fail to return to work. either prevents you from performing the functions of your job, or prevents
your qualified family member from participating in school or other daily
Upon returning from leave, unless activities.
circumstances have occurred such that you
would have not remained employed even if not Subject to certain conditions, the continuing treatment requirement may be
on FMLA leave, you will be restored to your met by a period of incapacity of more than 3 full consecutive calendar days
original position or to an equivalent one in that also involves treatment by a health care provider, a regimen of
terms of pay, benefits, and other terms and continuing treatment, or incapacity due to pregnancy, or incapacity due to a
conditions of employment. Use of FMLA leave chronic condition. Other conditions may meet the definition of continuing
cannot result in the loss of any employment treatment. “Health care provider” means:
benefit that accrued prior to the start of your • Doctors of medicine or osteopathy authorized to practice medicine or
leave. surgery by the state in which the doctor practices; or
• Podiatrists, dentists, clinical psychologists, optometrists, and
Camelback Resort uses the rolling twelve- chiropractors (limited to manual manipulation of the spine to correct a
month method to measure the yearly period subluxation as demonstrated by X-ray to exist) authorized to practice,
for leave entitlement. In determining how and performing within the scope of their practice, under state law; or
much FMLA leave you may take at any given • Nurse practitioners and nurse mid-wives authorized to practice, and
time, we will review and determine from the performing within the scope of their practice, as defined by state law;
previous twelve months whether you have • Physicians assistants; or
already used some of your twelve workweeks • Christian Science practitioners listed with the First Church of Christ,
of FMLA leave. Scientist in Boston, Massachusetts.
Use of Leave
You do not need to use the leave entitlement in one block. For certain conditions, leave may be taken intermittently or on a
reduced leave schedule when medically necessary. You must make reasonable efforts to schedule leave for planned medical
treatment so as not to unduly disrupt Camelback Resort’ operations. Leave due to qualifying exigencies may also be taken on an
intermittent basis.
20EMPLOYEE BENEFITS
FAMILY AND MEDICAL LEAVE ACT POLICY (FMLA)
Medical Certifications Service Member Related FMLA Leave
We may require medical certification to verify a serious In addition to the reasons for leave already outlined in this
health condition. To the extent allowed by the FMLA, we also policy, Service member Family Care Leave is permitted under
may, at our own expense, obtain an additional medical certain criteria for a 26-week period in one 12-month period.
opinion. Should a conflict develop, a third opinion may be Although all of the criteria and requirements for FMLA leave
sought. When leave is taken for your own serious health already outlined in this policy apply to Service member Related
condition, upon returning to work you may be required to FMLA Leave, there are additional criteria which are set out
provide a written statement from a physician or similarly below.
qualified medical practitioner indicating that you are able to
resume work. Qualifying Reasons for Service Member Related FMLA Leave:
1. Your spouse, child or parent is on active duty or has been
Notice Requirements notified of an impending call or order to active duty in the
If you need leave, you must provide Camelback Resort with Armed Forces in support of a contingency operation
notice of the need for the leave. You should provide as much (“Qualifying Exigency Leave”) (up to 12 weeks); and/or
advance notice as possible so we can make appropriate 2. You are needed to care for your spouse, child, parent or
arrangements to cover any work that needs to be performed next of kin who is a covered service member (“Service
during the absence. Failure to provide timely notice may member Family Care Leave”) (up to 26 weeks); and/or
result in a delay in the leave and/or cause the absence to be 3. Qualifying exigency leave, which can provide for an
considered as unexcused. The minimum required notice immediate family member to use FMLA leave for issues
under the FMLA is as follows: arising from a family members deployment.
• When the need for leave is foreseeable, you must
provide thirty days’ advance notice;
Definitions Related to Service Member FMLA Leave:
• If thirty days’ notice is not practicable, notice must be
1. “Active Duty” is defined as duty under a call or order to
given as soon as practicable, usually within one or two
active duty under federal law.
business days of when the need for leave becomes
known to you; 2. “Contingency Operation” has the same meaning given under
• If the approximate timing for leave is not foreseeable, federal law.
you should still give notice of the need for leave as soon 3. “Covered Service member” is a member of the Armed
as practicable. Forces, who is undergoing medical treatment, recuperation
or therapy, is otherwise in outpatient status or is otherwise
In addition, if you are on FMLA leave, you must provide on the temporary disability retired list for a serious injury or
periodic reports to us regarding your status and intent to illness.
return to work. 4. “Armed Forces” includes all branches of the United States
Armed Forces, including National Guard or Reserves.
You must provide sufficient information for us to determine 5. “Outpatient Status” with respect to a covered service
if the leave may qualify for FMLA protection and the member, means the status of a member of the Armed
anticipated timing and duration of the leave. Sufficient Forces assigned to (a) a military medical treatment facility as
information may include that you are unable to perform job an outpatient or (b) a unit established for the purpose of
functions, your family member is unable to perform daily providing command and control of members of the Armed
activities, the need for hospitalization or continuing Forces receiving medical care as outpatients.
treatment by a health care provider, or circumstances
supporting the need for military family leave. You must also
inform us if the requested leave is for a reason for which
FMLA was previously taken or certified. You may also be
required to provide certification and periodic recertification
supporting the need for leave.
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