Benefit Summary Medical Plan Blue Cross Blue Shield

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Benefit Summary

Benefit Summary

Medical Plan Blue. Cross Blue. Shield of North Carolina § Provides access to quality

Medical Plan Blue. Cross Blue. Shield of North Carolina § Provides access to quality doctors and facilities § Supports your health with great resources § Offers the latest technology to help you navigate your plan 2

Health Plan: Coverage Levels Four coverage levels for medical, dental and vision: • Employee

Health Plan: Coverage Levels Four coverage levels for medical, dental and vision: • Employee only • Employee + Spouse • Employee + Child or Children • Employee + Family 3

Medical Plan Benefit High Deductible Health Plan (HDHP) PPO Plan In-Network Out-of-Network Individual Deductible*

Medical Plan Benefit High Deductible Health Plan (HDHP) PPO Plan In-Network Out-of-Network Individual Deductible* $1, 500 $500 $1, 000 Family Deductible* $3, 000 $1, 000 $2, 000 Snyder’s-Lance HSA Contribution – Employee Only $500 Not applicable Snyder’s-Lance HSA Contribution - Family $500 Not applicable Individual Out-of-Pocket Maximum $3, 000 $2, 500 $5, 000 Family Out-of-Pocket Maximum $6, 000 $5, 000 $10, 000 Covered at 100% 35% after deductible Primary Care Office Visit 20% after deductible 35% after deductible $25 copay 35% after deductible Specialist Office Visit 20% after deductible 35% after deductible $40 copay 35% after deductible Preventive Care 4

HDHP: How does it work? Before you meet your deductible q You pay 100%

HDHP: How does it work? Before you meet your deductible q You pay 100% of your health care & prescription drug expenses (except generic preventive drugs which are covered at 100%) q Exception: In-network preventive care is covered at 100%, without paying your deductible first After you reach your deductible q You pay 20% of your health care expenses, including prescriptions q BCBSNC pays the rest! After you reach your out-of-pocket maximum of $3, 000 employee tier/$6, 000 all other tiers, BCBS pays 100% for the remainder of year. 5

Deductibles *A note about deductibles • If you enroll in the HDHP, your deductible

Deductibles *A note about deductibles • If you enroll in the HDHP, your deductible depends on who you cover. – For employee-only coverage, you meet the individual deductible ($1, 500 in-network). – If you enroll your spouse and/or children, you and your dependents meet the full family deductible ($3, 000 innetwork) before the plan shares in the cost of nonpreventive care. • If you enroll in the PPO Plan, the deductible applies to each person you cover individually, so you do not have to meet the full family deductible before the plan begins sharing the cost. 6

Prescription Drugs: Prime Therapeutics Retail Pharmacy Benefits Tier 1 (Generic) HDHP In-Network 20% after

Prescription Drugs: Prime Therapeutics Retail Pharmacy Benefits Tier 1 (Generic) HDHP In-Network 20% after deductible (preventive prescriptions covered 100% with no deductible**) Tier 2 (Preferred Brand) PPO In-Network $10 copay $30 copay Tier 3 (Brand) $50 copay Tier 4 (Specialty Drugs) must be filled with Cura. Script 25% up to $100 maximum Mail-Order Benefits Tier 1 (Generic) Tier 2 (Preferred Brand) HDHP In-Network 20% after deductible (preventive prescriptions covered 100% with no deductible**) Tier 3 (Brand) Tier 4 (Specialty Drugs) PPO In-Network $20 copay $60 copay $100 copay Not allowed **www. bcbsnc. com/content/services/formulary/preventive-rx-benefits. htm 7

Health Savings Accounts: An Overview A Health Savings Account (HSA) is a special account,

Health Savings Accounts: An Overview A Health Savings Account (HSA) is a special account, owned by an individual, and used to pay for current and future healthcare expenses. HSAs are used in conjunction with a “High Deductible Health Plan” (HDHP). The benefits of an HSA are: – Your own HSA contributions are tax-deductible. – Interest earned on your account is tax-free. – Withdrawals for qualified expenses are tax-free. – Unused funds and interest are carried over, without limit, from year to year. – You own the HSA and it is yours to keep—even when you change plans or retire. 8

Health Savings Accounts: Additional Details Contributing to an HSA: Employee and/or Employer • The

Health Savings Accounts: Additional Details Contributing to an HSA: Employee and/or Employer • The maximum annual HSA contribution is based on the statutory limit for your coverage level (employee only or employee + dependents) each year. – $3, 100 - $500 = $2, 600 (Employee only) – $6, 250 - $500 = $5, 750 (Employee + Dependents) • If you are age 55 or older, you can also make additional “catch-up” contributions – $1, 000 9

Health Savings Accounts: Eligible Expenses Eligible Expense…very similar to HCFSA § § § §

Health Savings Accounts: Eligible Expenses Eligible Expense…very similar to HCFSA § § § § Deductible and coinsurance amounts Visits to your doctor Medical procedures Prescription drugs Eyeglasses, contact lenses Laser eye surgery Hearing aids For guidance, visit www. irs. gov, publication 502 10

Medical Premiums Plan and Coverage Tier Medical PPO: EE & SP Medical PPO: EE

Medical Premiums Plan and Coverage Tier Medical PPO: EE & SP Medical PPO: EE & Child(ren) Medical PPO: Family Medical HDHP: EE & SP Medical HDHP: EE & Child(ren) Medical HDHP: Family Weekly Paid $26. 60 $59. 87 $55. 95 $83. 81 $15. 00 $38. 68 $34. 81 $54. 15 11

Dental Option 1: Met. Life Option 1 In-Network Option 1 Out-of-Network Deductible Individual/Family Annual

Dental Option 1: Met. Life Option 1 In-Network Option 1 Out-of-Network Deductible Individual/Family Annual Maximum Benefit $75/$225 $1, 000 Preventive Care 100% , no deductible 100% of R&C Fee*, no deductible Basic Care 50% after deductible 50% of R&C Fee* after deductible Not Covered Major Care Orthodontia Note: Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis. 12

Dental Option 2: Met. Life Option 2 In-Network $50/$150 Option 2 Out-of-Network $50/$150 $2,

Dental Option 2: Met. Life Option 2 In-Network $50/$150 Option 2 Out-of-Network $50/$150 $2, 000 Preventive Care 100% , no deductible 100% of R&C Fee*, no deductible Basic Care 80% after deductible 80% of R&C Fee* after deductible 50%, $2, 000 lifetime maximum 50% of R&C Fee* $2, 000 lifetime maximum Deductible Individual/Family Annual Maximum Benefit Major Care Orthodontia Note: Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis. 13

Dental Premiums: Met. Life Plan and Coverage Tier Weekly Paid Dental Option 1: EE

Dental Premiums: Met. Life Plan and Coverage Tier Weekly Paid Dental Option 1: EE $4. 38 Dental Option 1: EE & SP $9. 06 Dental Option 1: EE & Child(ren) $10. 40 Dental Option 1: Family $16. 70 Dental Option 2: EE $7. 57 Dental Option 2: EE & SP $15. 69 Dental Option 2: EE & Child(ren) $14. 59 Dental Option 2: Family $24. 61 14

Vision In-Network: VSP Well Vision Exam Prescription Glasses Frames Lenses Option 1 In-Network Option

Vision In-Network: VSP Well Vision Exam Prescription Glasses Frames Lenses Option 1 In-Network Option 2 In-Network $10 copay Frequency: 1/calendar yr. $ 20 copay Frequency: every other calendar year $ 20 copay Frequency: every calendar year • Included in copay above for glasses - $130 allowance • 20% off amount over your allowance • Frequency: Every other calendar year • • Included in copay for glasses above Single vision, lined bifocal, and lined trifocal Polycarbonate lenses for dependent children Frequency: Every other calendar year • Included in copay above for glasses - $160 allowance • 20% off amount over your allowance • Frequency: Every calendar year • • Included in copay for glasses above Single vision, lined bifocal, and lined trifocal Polycarbonate lenses for dependent children Frequency: Every calendar year 15

Vision: VSP Option 1 In-Network Lens Options • • Standard Progressive lenses: Copay $50

Vision: VSP Option 1 In-Network Lens Options • • Standard Progressive lenses: Copay $50 Premium progressive lenses: Copay $80 -$90 Custom Progress lenses: Copay $120 -$160 Average 35 -40% off other lens options Option 2 In-Network • • Standard Progressive lenses: Copay $50 Premium progressive lenses: Copay $80 -$90 Custom Progress lenses: Copay $120 -$160 Average 35 -40% off other lens options Contacts (instead • Contact lens exam (fitting & evaluation): Copay up of glasses) to $60 • Contacts: $130 allowance • Contacts: $160 allowance • Frequency: Every other calendar year • Frequency: Every calendar year Extra Savings & Discounts • Discounts on additional Glasses and Sunglasses • Guaranteed pricing on Retinal Screening • Discount on Laser Vision Correction 16

Vision Out-of-Network: VSP Option 1 Out-of-Network Well Vision Exam Allowance: up to $50 Frequency:

Vision Out-of-Network: VSP Option 1 Out-of-Network Well Vision Exam Allowance: up to $50 Frequency: 1/calendar yr. Frames Lenses • Allowance: up to $70 • Frequency: Every other calendar year Option 2 Out of Network Allowance: up to $50 Frequency: 1/calendar yr. • Allowance: up to $70 • Frequency: Every calendar year Allowances: Single Vision Lenses: up to $50 Lined Bifocal Lenses: up to $75 Lined Trifocal Lenses: up to $100 Contacts: up to $105 Frequency: Every other calendar year Frequency: Every calendar year 17

Vision Premium: VSP Plan and Coverage Tier Vision Option 1: EE & SP Vision

Vision Premium: VSP Plan and Coverage Tier Vision Option 1: EE & SP Vision Option 1: EE & Child(ren) Vision Option 1: Family Vision Option 2: EE & SP Vision Option 2: EE & Child(ren) Vision Option 2: Family Weekly Paid $1. 24 $1. 77 $2. 13 $3. 40 $2. 24 $2. 71 $3. 26 $6. 12 18

Flexible Spending Accounts: Ceridian • 3 Types of Accounts: • Health Care • Limited

Flexible Spending Accounts: Ceridian • 3 Types of Accounts: • Health Care • Limited Health Care • Dependent Care – These accounts are a way for employees to set aside money from their paycheck, each pay period, before taxes are withheld to pay certain outof-pocket health care expenses and qualifying dependent day care expenses. – Throughout the plan year, the employee can be reimbursed for the medical or dependent day care expenses incurred. – Benefit: Reduces the amount paid in taxes and increases spendable income 19

Short-Term Disability: Met. Life • • Administered by Met. Life – 1 -877 -638

Short-Term Disability: Met. Life • • Administered by Met. Life – 1 -877 -638 -8262 Company Provided 60% Plan: maximum weekly benefit of $600 Calculated: hourly wage x 40 hrs 20

Long-Term Disability: Met. Life • Administered by Met. Life • Company Provided • Benefits

Long-Term Disability: Met. Life • Administered by Met. Life • Company Provided • Benefits begin after STD is exhausted (26 weeks) • 60% of eligible pay, up to $15, 000 per month maximum 21

Life Insurance: Met. Life • Snyder’s - Lance provides life insurance coverage at no

Life Insurance: Met. Life • Snyder’s - Lance provides life insurance coverage at no cost to you. • Basic Life Insurance & AD&D – 1. 5 times base pay up to max of $500, 000 22

Supplemental Life Insurance: Met. Life • Employee can purchase from $25, 000 up to

Supplemental Life Insurance: Met. Life • Employee can purchase from $25, 000 up to $500, 000 ($25, 000 increments) • Spouse Life - $25, 000 to $100, 000 - not to exceed 50% of employee Supp. Life Cvrg. • Child(ren) Life - $10, 000 * Employee must elect Supplemental Life to be eligible for Spouse and Child(ren) Life. 23

Supplemental AD&D: Met. Life • Employee can purchase from $25, 000 up to $500,

Supplemental AD&D: Met. Life • Employee can purchase from $25, 000 up to $500, 000 ($25, 000 increments) • If employee chooses Family Coverage Spouse - insured for 50% of coverage amount Children - insured for 10% of coverage amount 24

2012 Holiday and Personal Days • Company Recognized Holidays – 6 • • •

2012 Holiday and Personal Days • Company Recognized Holidays – 6 • • • New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day • Personal Days – 4 • In situations where business needs dictate the designation of a personal day(s) as a planned holidays, locations may specify a planned holiday to be observed for the location. Total 10 Days • Includes both company recognized holidays (6) and personal days (4) • The company recognized holidays are applicable to all locations across the company

New Hires – Personal Days • New Hires are eligible for up to 4

New Hires – Personal Days • New Hires are eligible for up to 4 Personal Holidays based upon the following schedule: Quarter of Hire Days Eligible 1 st Quarter – Begins January 1 3 Days 2 nd Quarter – Begins April 1 2 Days 3 rd Quarter – Begins July 1 1 Day 4 th Quarter – Begins October 1 0 Days

2012 Holiday and Personal Days • All regular full-time associates scheduled to work an

2012 Holiday and Personal Days • All regular full-time associates scheduled to work an average of 30 hours a week or more are eligible to receive holiday pay beginning on their first day of employment. • To schedule vacation, associates should refer to their immediate supervisor or local Human Resources representative for the process used at their location. • Associates who are on alternating work schedules should see their supervisor or local Human Resources representative for holiday observance for company designated holidays. • Associates may not take a Personal Holiday until the have completed 90 continuous days of employment. • Personal Holidays do not “carry over” to the next year, and are not paid out on termination of employment (except for states in which forfeiture of personal holidays is prohibited). • Personal holidays should be planned and schedules as far in advance as possible and requires supervisory approval. 27

New Hires – Vacation Eligibility • Vacation Hours – New Hires • New hires

New Hires – Vacation Eligibility • Vacation Hours – New Hires • New hires are eligible for up to 80 vacation hours based upon the following s schedule: Month of Hire Eligible Hours January 80 Hours July 32 Hours February 72 Hours August 24 Hours March 64 Hours September 16 Hours April 56 hours October 0 Hours May 48 Hours November 0 Hours June 40 Hours December 0 Hours

Current Associates Vacation Eligibility • New Hires – Vacation Hours Following Year of Hire

Current Associates Vacation Eligibility • New Hires – Vacation Hours Following Year of Hire • On January 1 of every year following the employee’s year of hire, vacation hours are based upon the schedule below. • Current Associates – Vacation Hours • On January 1 of every year, vacation hours are based upon the schedule below. When Eligible Hours Eligible January 1 Following Year of Hire 80 Hours January 1 Year in which 5 th Anniversary Occurs 120 Hours January 1 Year in which 12 th Anniversary Occurs 160 Hours January 1 Year in which 20 th Anniversary Occurs 200 Hours

Using Vacation Hours • Vacation hours accrue on a pro rata basis over the

Using Vacation Hours • Vacation hours accrue on a pro rata basis over the course of the year, however, associates may take up to their allotment of annual vacation at any time during the calendar year. • Vacation should be planned and scheduled as far in advance as possible and requires supervisory approval. • In some cases, business needs will dictate when vacation hours may be taken (for instance, during holiday periods). • Associates may not take a vacation until the have completed 90 continuous days of service. • To schedule vacation, associates should refer to their immediate supervisor or local Human Resources representative for the process used at their location. • Vacation Pay will not be advanced. 30

Online Benefits Enrollment: The Benefits Center • Go to: www. mysnyderslance. com • Click

Online Benefits Enrollment: The Benefits Center • Go to: www. mysnyderslance. com • Click “My Benefits” • Find benefits information and the link to the Benefits Center. • Use the Comparison Tool in the Benefit to cost compare. IMPORTANT – Benefits are effective 30 days and to the first of the month following your hire date. You must make an election prior to your effective date of coverage or you will be defaulted to Employee Only Coverage – PPO Plan and company paid benefits* If you need assistance or have any questions, you can contact: Employee Resource Center - 1 -866 -695 -2623 31