Associate:

• If full-time, regular, benefits eligible

Spouse:

• If associate’s Legal Spouse
• If associate’s Common-law spouse who resides in a state that recognizes common-law marriages and the couple meets all state requirements for common-law marriage
• If qualified Same-sex Domestic Partner as verified by Corporate Benefits

Children:

• If associate’s natural, adopted, or step-children, under age 26
• If children for whom the associate has legal guardianship for, under age 26
• If children over age 26 and have been previously approved for continuous coverage due to permanent disability
• If children of qualified Same-Sex Domestic Partner as verified by Corporate Benefits

A Shaw associate:

• If enrolled in the Premium HSA, Choice HSA, or Base HSA Medical Plan
• If not enrolled in Medicare or Tri-care
• If not covered under any other non-HSA health plan (even as secondary)
• If not covered under a spouse's full Healthcare FSA
• If not a dependent on another person's tax return
• If  you have not received VA benefits (excluding benefits for service-related disabilities) in the past three months.
   

We are not able to give tax advice related to individual associate situations.  Associates should be encouraged to speak with a tax advisor about their specific situations to verify eligibility.  The following are general guidelines to help associates evaluate their circumstances.

Associate:

• If enrolled in one of the Shaw HSA Medical Plan options and has an HSA bank account

Spouse:

• If legally married and filing joint tax return with associate
• If legally married but filing separately, in general may still be eligible for use of funds depending on the reason they file separate returns.  (NOTE:  If filing separate returns for inappropriate and/or invalid purposes, spouse may be ineligible for use of funds.  For example:  Cannot file separate as “married” and both file “head of household”; cannot file separate as “single” and both file “head of household”; cannot file separate and indicate they are “single” rather than “married”. Associate may want to talk with a tax advisor to verify eligibility.)
• If Common-Law married and filing joint tax return with associate.  (This is a requirement in most states to qualify for common-law marriage.)
• If same Sex-Domestic Partner and legally married (in states that recognize) or if claimed as a tax-dependent on the associate’s tax return.

Children (Natural/Adopted/Legal Guardianship):

• If eligible to be claimed as a tax dependent on the associate’s tax return.

Children of Divorced Parents:
(Special rules apply for use of HSA funds for children of divorced parents that could vary based on the individual circumstances for that associate.)

• If the child is claimed as a tax-dependent on the associate’s tax return, HSA funds could be used to cover qualified healthcare expenses for that child.
•  In general, if a child is eligible to be claimed as a tax-dependent on the associate’s tax return, but the associate chooses not to claim, HSA funds could be used to cover qualified healthcare expenses for that child.
• In general, if the child is not eligible to be claimed as a tax-dependent on the associate’s tax return because they are claimed on the other parent’s tax return, but the child is principally dependent upon the associate for support and maintenance as defined by the IRS, they could be eligible for use of associate’s HSA funds.
• If the child is covered under a health plan as an adult child (over age 19) and is not eligible to be claimed as a tax-dependent on the associate’s tax return, they are not eligible for use of the associate’s HSA funds.

The individual account holder is responsible for ensuring that the deposits going into the HSA account do not exceed the annual legal limit. The employer, Cigna, and Optum cannot and do not control the bank accounts. The individual account holder is also solely responsible that the use of HSA funds is for qualified medical expenses for themselves and their qualified dependents as recognized by the Federal Government. Associates are responsible for paying all applicable taxes on non qualified fund use, as well as disclosing whether their withdrawals meet the definition of 213(d) expenses on their tax returns.

There will be a Welcome Packet mailed directly to participants from Optum approximately 14 days before coverage effective date. This packet will include an HSA brochure, deposit slips, HSA debit card, facts on how Optum uses personal information, and debit card terms and conditions.

Yes, expenses incurred prior to the HSA effective date are not eligible to be paid thru HSA funds.

The associate can enroll in one of the HSA Medical Plan options; but, they would not be eligible to have an HSA bank account if they are covered as secondary under their spouse’s non-HSA medical plan.

As long as the associate is enrolled in an HSA qualified medical plan, they are able to contribute to their HSA Bank Account.

For 2017, the maximums are:
$6,750 – If you elect Associate and Spouse/Child or Family coverage.
$3,400 – If you elect Associate Only coverage (Associates over age 55 are eligible to contribute an additional $1,000)  NOTE: The annual maximum amounts include both company and associate contributions.

There are tax liabilities and penalties that could apply. There is an excess contribution form and process that can be invoked to return the excess contributions and earnings. The associate would need to contact Optum for assistance with this process.

The state of the art Center is conveniently located at 2659 Abutment Road in Dalton, Georgia.

Yes. The Health Center has Spanish speakers on site.

You must complete the Other-than-COBRA Continuation of Coverage form (see the Resources section) within two (2) weeks from the date of retirement.   Completed forms must be returned to the HealthSmart third party administrator to request coverage continuation. Contact information for HealthSmart can be found on the continuation of coverage form.

Contact Principal Financial Group at 1-800-547-7754 to discuss your distribution options. Distribution options are also detailed on the Retiree Interim Statement of Benefits and the Shaw 401(k) Plan Summary Plan Description (SPD).

You may continue medical/dental coverage for your covered dependents in accordance with Plan provisions until their full retirement age, based on IRS guidelines or until they are eligible for Medicare.

If you are at least age sixty-two (62) but under age sixty-five (65) and have at least five (5) years of continuous Company service, you may continue medical/dental coverage for yourself and your covered dependents when you retire until you become Medicare eligible (or the maximum period of time covered by COBRA, whichever is greater). You will be required to pay the premiums for this coverage.

This statement is available through Corporate Benefits and details your current retirement plan holdings and available distribution choices.   The Interim Statement of Benefits is not a guarantee of your distribution amounts but rather a snapshot of estimated benefits as you approach your retirement date. Contact your HR Manager if you would like this statement prepared for you.

Office Hourly and Plant Hourly Exception associates can apply for vacation pay, if available, for the seven (7) day elimination period for the Short Term Disability plan.  Vacation time cannot be used for the balance of the medical leave.

All regular, full-time, active hourly associates who have completed their 90 day benefits probationary period are eligible to participate in the hourly short term disability plan.  This plan is insured and administered by Prudential Insurance Company.

This plan is provided to hourly associates at no cost for the base short term disability benefit of $225 per week for a maximum period of 12 weeks.  There is an optional buy-up benefit of $100 additional coverage or $150 additional coverage.  Effective January 1, 2017, the weekly premium for the $100 buy-up is $1.72 per week, and the weekly premium for the $150 buy-up is $2.73 per week.

Once your disability leave is approved by Prudential, the maximum benefit period is 12 weeks for a non-work related injury or illness. 

A claim can be submitted by calling Prudential at 1-877-778-7429 and speaking with a Customer Service Representative.  This procedure will speed the collection of claim information from you, your doctor and your employer.  The following information will be needed for your claim submission:   1) Company name; 2) Policy number 45446; 3) Name and social security number; 4) Date of birth; 5) Job title; 6) Doctor’s name and telephone number; 7) A brief description of your medical condition; 8) Your last day worked and first day out due to this condition; and 9) Date you expect to return to work.

Yes.  Your check for the base benefit of $225 will be subject to income taxes.  Prudential issues this payment and will withhold applicable income taxes.  If you elect the optional buy-up short term disability benefit, no taxes are withheld from this portion of the payment since this benefit is paid by you with after-tax dollars. 

If you are enrolled in any benefits that require you to pay your premiums through payroll deductions (such as the short term disability buy-up benefit) you will receive a Benefits Billing Statement.  You are responsible for paying these benefit premiums each month while out on a short or long term disability leave of absence.

When your doctor releases you to return to work based on a medical assessment, your leave will end and you will be expected to return to work.  When your leave ends, your disability payments from Prudential will stop. Contact your HR Manager for procedures regarding returning to work.

As an hourly associate, you may have elected Optional Long Term Disability coverage through Prudential. If you are enrolled in this plan and your leave extends past 12 weeks, you may be eligible for long term disability benefits if approved by Prudential. Please refer to the Hourly Long Term Disability Plan section for more details.

If you are on a leave of absence and believe that you will need to be out for longer than 13 weeks, please notify your Human Resources office.  Prudential will evaluate your eligibility for LTD benefits and will process your claim according to Plan provisions. If your claim is approved, it will be moved from STD to LTD by Prudential without additional paperwork necessary from Shaw.

You are disabled when Prudential determines that you are:   1) unable to perform the material and substantial duties of your regular occupation due to sickness or injury;   2) you are under the regular care of a doctor; and   3) you are not working at any job.  See the LTD SPD for more information.

No.  Since the premiums are paid by you with after-tax dollars, they are not considered income that is subject to income taxes.  Because these payments are issued by Prudential, other Shaw benefit premiums will not be deducted even if due.  If you are enrolled in any Shaw benefits that require you to pay your premiums through payroll deductions (such as medical, dental, or the short term disability buy-up benefit), you will receive a Benefits Billing statement.  You are responsible for paying these benefit premiums each month while out on long term disability leave of absence.

LTD benefits will continue until you are released to return to work.  The maximum length of time a covered hourly associate may receive LTD benefits under this Plan is 5 years.

If you are out of work for a non-work related injury or illness for longer than 13 weeks and Prudential approves your long term disability claim, this benefit provides 60% of your income up to a maximum benefit of $1,000 per month for Option 1 and $2,000 per month for Option 2.  There are other return to work incentives that will be handled on an individual basis by Prudential's case managers. More details can be found in the hourly LTD summary plan description (SPD).

Shaw offers two tax free options.  Premiums for options are age graded based on the chart below. The rates shown are weekly deductions:

Age	<30	30 - 34	35 - 39	40 - 44	45 - 49	50 - 54	55 - 59	60+
Option 1	$0.66	$1.48	$1.48	$2.53	$3.78	$5.66	$8.04	$10.89
Option 2	$0.78	$1.75	$1.75	$2.99	$4.47	$6.68	$9.49	$12.85

Prudential will deduct from your gross disability payment amounts you receive from the following sources of income:  1) Workers’ Compensation;   2) Social security disability benefits ;  3) State compulsory benefit;  or  4)Any other similar plan.  See the Hourly LTD SPD for more information.

The Plan does not cover a disability due to a pre-existing condition.   You have a pre-existing condition if:   1) You received medical treatment, consultation, care or services including diagnostic measures or took prescribed drugs or medicines the 12 months prior to your effective date of coverage;  or 2) you had symptoms for which an ordinarily prudent person would have consulted a health care provider in the 12 months prior to your effective date of coverage.  This applies only if a LTD claim is filed within the first 12 months of becoming eligible for the Plan. See the LTD SPD for more explanation regarding the definition of a pre-existing condition.

All regular, full-time, active hourly associates who have completed their 90 day benefits probationary period are eligible to participate in the hourly long term disability plan.  This Plan is insured and administered by Prudential Insurance Company.  If you do not elect to enroll when you become eligible, you will be asked to provide evidence of insurability for future enrollments.

All regular, full-time active salaried associates who have completed their 90 day benefits probationary period are eligible to participate in the salaried associate salary continuance benefit.

This plan is provided by the Company at no cost to associates.

If you must be out of work for a non-work related injury or illness, this benefit provides full 100% salary continuation for up to 13 weeks (offset by state disability benefits where applicable).

Yes, if you are enrolled in the Shaw benefit plans that require payroll premium deductions, those deductions will continue so that you will not have to repay them when you return from leave.  Because this is considered taxable income, your check will be subject to all normal payroll taxes.  Your salary continuance pay will be treated like a normal paycheck. If you are enrolled in the Shaw 401(k) Plan, those contributions will also continue to be deducted.

Salary continuance payments are designed to provide income to you while you are on a medical leave of absence up to 13 weeks.  You must be approved for a medical leave by the Shaw Nursing Department in order to receive these benefits.  You should notify your HR Manager if you expect to be out for a medical leave of absence. When your doctor releases you to return to work, your medical leave will end.  You are expected to return to work even if you have not "used up" the full 13 weeks.

As a salaried associate, if your leave extends past 13 weeks, you are eligible for long term disability benefits if your condition is approved by Prudential.  The Company provides long term disability benefits coverage at no cost to salaried associates. Please refer to the Salaried Long Term Disability SPD in the resources section for more details.

All regular, full-time active salaried associates who have completed their 90 day benefits probationary period are eligible to participate in the salaried long term disability plan.  This Plan is insured and administered by Prudential Insurance Company. No enrollment process is required to be covered under this Plan. Once you complete your benefits probationary period, you are covered automatically.

This coverage is provided by the Company to salaried associates at no cost.

If you must be out of work for a non-work related injury or illness for longer than 90 days (the salary continuance period) and Prudential approves your long term disability claim, if you are salary grade S02 through S08 this benefit provides approximately 60% of your income up to a maximum benefit of $5000 per month.  For associates with a salary grade of S00, S09 and higher, this benefit provides approximately 60% of your income up to a maximum benefit payable of $7,500 per month.

Yes.  Since the premiums are paid by the Company on your behalf, LTD payments are considered taxable income.  The FICA portion of your taxes will be deducted at the time you receive your LTD benefit check.  You will be responsible for all other applicable income taxes when you file your annual tax return.  Prudential will send applicable tax forms to you following the year you receive the LTD benefits.   If you are enrolled in any Shaw benefits that require you to pay your premiums through payroll deductions (such as medical, dental, etc.), because the LTD payments are issued by Prudential the Shaw benefit deductions will not be taken. You will receive a monthly Benefits Billing statement with instructions on how to submit your premiums to Shaw.  You are responsible for paying these benefit premiums each month while out on long term disability leave of absence.

If you are on a long term disability leave of absence and believe that you will need to be out for longer than 13 weeks, please notify your Human Resources office by the 8th week of your medical leave.  This will allow enough time for HR to assist you with completing your LTD claim application with Prudential and allow for LTD benefit payments to begin promptly (if approved) when your short term salary continuance payments cease.

You are disabled when Prudential determines that you are:  1) unable to perform the material and substantial duties of your regular occupation due to your sickness or injury; 2) you are under the regular care of a doctor; and (3) you have a 20% or more loss in your monthly earnings due to that sickness or injury.  See the LTD SPD (summary plan description) for more information in the resources section.

LTD benefits will continue until you are released to return to work.  You may continue to receive LTD benefits until age 65.  If you are older than age 65 when you become disabled, your Human Resources office can provide you with details about the maximum length of time that applies to you.

The Plan does not cover a disability due to a pre-existing condition. You have a pre-existing condition if:  1) You received medical treatment, consultation, care of services including diagnostic measures or took prescribed drugs or medicines in the 3 months prior to your effective date of coverage; or 2) you had symptoms for which an ordinarily prudent person would have consulted a health care provider in the 3 months prior to your effective date of coverage. This applies only if a LTD claim is filed within the first 12 months of becoming eligible for the Plan. See the salaried LTD SPD for more explanation regarding the definition of a pre-existing condition.

Prudential will deduct from your gross disability payment amounts you receive from the following sources of income: 1) Workers’ compensation; 2) Social Security disability benefits; 3) State compulsory benefit; or 4) Any other similar plan. See the salaried LTD SPD which applies to your salary grade for more information.

Over-the-Counter (OTC) medications and supplies, such as Advil and cold/flu medications are no longer eligible for reimbursement under Healthcare FSA.  For a list of eligible Healthcare FSA expenses, click here.

You can track your current balance by logging into optumhealthfinancial.com or by calling Optum at 800-243-5543. For outstanding claims with HealthSmart call 1-800-503-9098.

When you receive a request for additional documentation, please read and respond immediately.  The receipt request letter details what type of documentation is acceptable to verify your receipt request.  Most likely an Explanation of Benefits (EOB) is acceptable.  Examples of documentation not acceptable are cancelled checks, credit card receipts, balance-due statements, previous balance statements, and cash register receipts.  Submitting appropriate itemized documentation will verify your transaction more quickly.  

See the 2017 Wellness Incentives summary sheet.

See the 2017 Wellness Incentives summary sheet.

You must talk with your physician to make sure they are coding your visit as “preventative”.  If a service during your annual physical is coded as “diagnostic”, then it would be eligible for coverage as any other medical service (not at 100%).

No, one annual physical in a calendar year is eligible to be covered under the Shaw Medical Plan.  For example, if you had your annual physical in March 2016, you could have your annual physical in February 2017 and that would fall under the benefits of the Plan.  Some physicians prefer to wait one full year (from date of service to date of service) before they will schedule an annual physical, but that is not a Plan requirement.

Shaw offers WellYou programs for Diabetes, Asthma, and High Blood Pressure through QuadMed. See the WellYou brochure for more information. Program enrollment can be completed at any time with the WellYou enrollment packet. 

Enrollment for QuadMed's Well You Programs can be completed at any time.  You may see your Occupational Health Nurse to complete the enrollment forms for this program or click here for the enrollment packet.

Yes, covered spouses and dependents are eligible to enroll in QuadMed's Well You Programs. Click here for the enrollment packet.

All programs (Diabetes, Asthma and High Blood Pressure) will provide zero member cost for prescription drugs on the Express Scripts Preventive List for each condition (no deductible). Also, educational opportunities are available through unlimited access to your Well You team of educators. 

The Well You Program for Diabetes will provide zero member cost for prescription drugs on the Express Scripts Preventive List for diabetes (no deductible). 

Diabetic medications and supplies filled through the prescription plan are covered with the $0 member cost at the pharmacy or home delivery order when enrolled in the Shaw Medical plan.  Durable medical equipment, such as insulin pumps and supplies, diabetic shoes, and diabetic monitors, would be billed under the medical plan instead of at the pharmacy and as a result are not eligible for coverage under this program.

Below is the annual compliance for QuadMed's Well You Programs:

Program compliance will be tracked for each enrolled condition when the anniversary date of each enrolled condition is approaching. Compliance reviews will be done throughout the year to help you stay on track.

QuadMed offers a program for pregnant associates and covered dependents designed to help the mother and baby stay healthy during pregnancy and in the days and weeks after the baby is born.  For details on the program, please refer to the Expectant Mothers Program Brochure.

To enroll in QuadMed's Expectant Mothers Program, simply call the QuadMed Wellness Coordinator at 706-532-6705 as soon as you or your spouse know you are pregnant. 

Once the program is completed, enrollments made by the end of the first trimester will receive a $400 HSA deposit and enrollments made by the end of the second trimester will receive a $200 HSA deposit.

You may elect OTL coverage for your Spouse (dependent verification is required) and for your child (ren) from live birth up to age 26 or disabled (verify plan requirements).

No, if you and your spouse work for Shaw, you cannot have double coverage under the Optional Term Life Insurance.

• If your spouse is also a Shaw associate, you and your spouse cannot have double coverage on yourselves or child (ren) under the Optional Term Life, it can only be listed under yourself or your spouse.
• If you or your spouse leave the company and have Optional Term Life on yourself, as a spouse you can only move over up to $50,000 to the spouse who is still employed with Shaw. Any amount elected over that will be subject to approval through the Insurance Carrier with Medical Evidence of Insurability being required.

If, as a new hire, you decline Optional Term Life Insurance coverage on yourself and/or eligible dependents, the next opportunity to enroll would be during the next open enrollment period. You and/or your dependents would not be eligible for any guaranteed issue amounts; any amount elected would be subject to approval through the Insurance Carrier and Medical Evidence of Insurability would also be required.

Rates are based on the amount of coverage chosen and age bracket. Click here for the Minnesota Life OTL Rate Sheet. Premiums are paid through payroll deduction (after tax) per pay period. Rates are subject to increase based on age bracket as age increases.

If you are placed on an unpaid Leave of Absence, you will be billed for your Optional Term Life Insurance through the Direct Billing process. Premiums remain the same as an active associate. If the Benefits Billing payment is not received by the final due date, coverage will be cancelled retroactively to the last paid through date, due to lack of payment. You will not be eligible to re-enroll until you return to active employment and any amount elected whether on yourself and/or dependents will be subject to approval through the Insurance Carrier with medical evidence of insurability being required.

Optional Term Life Insurance is an insured plan and all premiums must be paid before a claim can be submitted. If death occurs prior to your return to work, all premiums must be paid prior to the final due date in order for a claim to be filed. If coverage has already been cancelled due to non-payment of premiums, a claim cannot be filed due to ineligibility.

Note: Optional Term Life Insurance can be cancelled at any time.

If you or your covered dependent (spouse/child) passes away, you or your beneficiary would need to contact your Human Resources office as they would file the claim through the Insurance Carrier.

The amount of the AD&D benefit is equal to one times your basic annual earnings up to a maximum benefit amount of $100,000.  The AD&D benefit is available only to associates.
Your coverage amount will be rounded up to the next higher $500.  (Example: If your annual salary income is $20,204.00, your benefit amount would be rounded up to $20,500.00 for the AD&D).

NOTE:  Accidental death or dismemberment by accidental injury as used in this supplement means that your death or dismemberment results, directly and independently of all other causes, from an accidental injury which is unintended, unexpected, and unforeseen.

The AD&D benefit is a company paid benefit (there is no cost to associates).

In ShawandMe:
Click My Personal Information, and then under Benefits, click Insurance Summary.  Next, click on the benefit (Group Life, AD&D, or OTL) you want to add or change the beneficiaries and then click the Edit button.  If you are adding a new beneficiary, click the Add a New Beneficiary button.
 
Once beneficiary information is added, click Save and OK then, click on Return to Change Current Beneficiaries and Allocations.
 
Remember the Updated Total must equal 100% (whole numbers can only be entered).
If there is only one beneficiary – put "100" under "New Primary Allocation" by the beneficiary’s name. If there is more than one beneficiary, put the amount being allocated to each person.  Lastly, click Update Totals and click Save, then OK.

Click on Return to Life Insurance Main and then click on Return to Insurance Summary.  Finally, click on Insurance Beneficiary Summary.  Beneficiary changes will show on this page, if correct.

*Note – Associate is automatically the primary beneficiary for dependents – Primary Beneficiary cannot be changed.

If you leave the company, you have the option to continue a portion or all of your Group Basic Life coverage. For details regarding this benefit, you must contact Minnesota Life at (1-866-293-6047) within thirty-one (31) days from your date of termination. The Group Policy number is 33498.

NOTE: While you may choose to pay for COBRA to continue your medical coverage, the “Group Basic Life Insurance” is not included in any continuation of medical coverage for retiree’s or COBRA participants after termination of employment. The only way to continue this coverage is by contacting Minnesota Life. Coverage discontinues on the date of termination.

The Life Insurance Plan will not pay benefits if loss of life is the result of suicide that occurs within the first two years of coverage.

If you leave the company, you have the option to continue your AD&D coverage. For details regarding this benefit, you must contact Minnesota Life at (1-866-293-6047) within thirty-one (31) days from your date of termination. The Group Policy number is 33498.

If you or your covered dependent (spouse/child) passes away, you or your beneficiary would need to contact your Human Resources office as they would file the claim through the Insurance Carrier.

NOTE:  The Group Life Insurance also has a living benefit provision. If you are diagnosed as terminally ill and meet plan requirements, you may be allowed to withdraw up to 100% of the value of your life policy. The minimum death benefit to be eligible for an accelerated benefit under this supplement is $10,000. This provision applies to terminally ill spouses as well.  The remaining percentage of the benefit will be paid to the participant's beneficiary when the participant passes away provided coverage is still in effect.  

The Group Basic Life Insurance is a company paid benefit (there is no cost to associates).
However, IRS regulations require that when the company pays the premiums for Group Basic Life Insurance, a certain portion of the cost for benefit amounts exceeding $50,000 must be considered as gross income for the associate. This process is referred to as “imputed income.” Imputed incomes is based on the difference between the value that the IRS assigns as the market value cost for this benefit and the actual cost paid by the company. Your individual amount is determined by your age and the amount of coverage provided in excess of $50,000.
(Example: If your Group Basic Life Insurance coverage is $90,000 and you are age 30-34, the taxable benefit amount above the $50,000 limit would be $40,000 as defined by the IRS. Taxes on the premium for this amount of coverage are included in the tax withholdings from your pay).

The amount of Group Basic Life Insurance is equal to one times your basic annual earnings up to a maximum benefit amount of $100,000.

Your coverage amount will be rounded up to the next higher $500.  (Example: If your annual salary income is $20,204.00, your benefit amount would be rounded up to $20,500.00 for the Group Basic Life).

Please make sure that you have a primary beneficiary listed for your Group Basic Life Insurance. You can add a primary beneficiary or make changes to your primary beneficiary information by going through ShawAndMe.

** Please note: Benefits cannot be made payable directly to minor children (legal age based on individual state law). If a minor child is listed as a beneficiary, the benefit may be paid directly to the child’s legal guardian. To make sure your minor child receives entitled benefits, you should seek legal counsel for setting up a trust for the child and have the information included in your will.
Secondary beneficiary – For a copy of the Secondary Beneficiary form, click here.

Default beneficiary – If you do not name a beneficiary, benefits are paid in the following order; spouse (if living), child (ren) (if living), parents (if living), estate.

Eligibility requirements are as follows:

1. Dependents must be enrolled under your medical coverage (dependent verification required) and
2. Dependent child (ren) must also meet the Insurance Carrier’s requirements which are:

• Eligible from live birth, up to the age of 19, or up to age 24, if a full-time student in an accredited educational institution.
• Age 19 or older are also eligible if they are physically or mentally incapable of self –support, were incapable of self-support prior to age 19 (or age 24 if a full-time student) and are financially dependent on the certificate holder (associate) for more than one-half of their support and maintenance.
• Full-time student verification is not required by Shaw. If a claim is filed, student verification will be required by the Insurance Carrier.

If all eligibility requirements are met, coverage amounts are:

• Spouse - $5,000 (if they are not a Shaw associate – if also an associate, they would not be eligible for this coverage. They would be covered under their Group Basic Life Insurance based on their annual salary)
• Child (ren) - $2,000 per child

Please make sure that you have a primary beneficiary listed for your AD&D.  You can add a primary beneficiary or make changes to your primary beneficiary information by going through ShawAndMe.

** Please note: Benefits cannot be made payable directly to minor children (legal age based on individual state law). If a minor child is listed as a beneficiary, the benefit may be paid directly to the child’s legal guardian. To make sure your minor child receives entitled benefits, you should seek legal counsel for setting up a trust for the child and have the information included in your will.

Secondary beneficiary – For a copy of the Secondary Beneficiary form, click here.

Default beneficiary – If you do not name a beneficiary, benefits are paid in the following order; spouse (if living), child (ren) (if living), parents (if living), estate.

Please make sure that you have a primary beneficiary listed for your Optional Term Life. You can add a primary beneficiary or make changes to your primary beneficiary information by going through ShawAndMe.

** Please note: Benefits cannot be made payable directly to minor children (legal age based on individual state law). If a minor child is listed as a beneficiary, the benefit may be paid directly to the child’s legal guardian. To make sure your minor child receives entitled benefits, you should seek legal counsel for setting up a trust for the child and have the information included in your will.

Secondary beneficiary – For a copy of the Secondary Beneficiary form, click here.

Default beneficiary – If you do not name a beneficiary, benefits are paid in the following order; spouse (if living), child (ren) (if living), parents (if living), estate.

If you leave the company, you have the option to continue a portion or all of your Optional Term Life Insurance (if applicable) coverage.  For details regarding this benefit, you must contact Minnesota Life at (1-866-293-6047) within thirty-one (31) days from your date of termination. The Group Policy number is 33498.

You may take your policy with you if you leave the company. You must contact Unum within thirty-one (31) days from the date of termination to request to be put on direct billing. Payments would be made directly to Unum.

If you or your covered dependent (spouse/child) passes away, you or your beneficiary would need to contact your Human Resources office to obtain the Unum Whole Life Death Claim form or click here. The claim would be filed directly with Unum.

Yes, you must contact your Human Resource office to obtain the Unum Whole Life, Critical Illness & Accident Cancellation form or click here. You may return the form back to your HR Office who will then submit to Corporate Benefits for cancellation.

It's easy to contact HealthAdvocate.  You can reach them by calling (866) 695-8622, sending an e-mail to answers@HealthAdvocate.com, or by visiting their website at www.HealthAdvocate.com/members.

The Hospital Indemnity Benefit is through Unum and it provides benefits if you are admitted into the hospital plus pays per day of hospital confinement.  In addition, there is also a wellness benefit per calendar year with the Hospital Indemnity Benefit.   Click here to access the Hospital Indemnity Brochure.

Medical benefits pay for doctors and hospitals. The Unum Hospital Indemnity coverage is designed to provide you with cash benefits, unless otherwise assigned, that you can use to help with daily expenses when you’re sick or hurt—cash to be used as you wish to help you and your family with unexpected expenses.

Yes, you must contact your Human Resource office to obtain the Unum Whole Life, Critical Illness & Accident Cancellation form or click here. You may return the form back to your HR Office who will then submit to Corporate Benefits for cancellation.

Yes, you must contact your Human Resource office to obtain the Unum Whole Life, Critical Illness & Accident Cancellation form or click here. You may return the form back to your HR Office who will then submit to Corporate Benefits for cancellation.

You may contact your Human Resource office to obtain the Unum Accident Claim form or click here. Once completed, the form should be submitted directly to Unum to the address on the form.  

NOTE:  A claim should be sent to Unum within 90 days after the date of the accident for which a benefit is claimed or the date of covered loss for which a benefits is claimed, or as soon as is reasonably possible.  If notice is not reasonably possible to provide within 90 days, it must be given no later than one year after the time notice of claim is required.

You may contact your Human Resource office to obtain the Unum Critical Illness Claim form or click here. Once completed, the form should be submitted directly to Unum to the address on the form.

You may take your policy with you if you leave the company. You must contact Unum within thirty-one (31) days from the date of termination to request to be put on direct billing. Payments would be made directly to Unum.

You may take your policy with you if you leave the company. You must contact Unum within thirty-one (31) days from the date of termination to request to be put on direct billing. Payments would be made directly to Unum.

To be eligible, you must be a full-time, active associate and must have completed 1 year or more of continuous Company service at the time the child is placed in the home.

The child to be adopted must be under the age of 18 and may not be a relative, step-child, or step-grandchild of the associate or the spouse of the associate. Adoption benefits are not available (a) if either the parent is the natural parent or (b) for legal guardianship.

Eligible expenses will be reimbursed up to a maximum of $4,000 per child. Eligible expenses will be reimbursed to the associate after the adoption is final and the child is placed in the associate’s home and becomes a part of the associate’s household. Benefits cannot be assigned to a third party. Reimbursement is considered taxable income subject to withholding taxes, and the reimbursement amount will be reported as income on the associate’s W-2 form.

Reimbursement will be considered for:

• Fees to agencies that have met all government requirements for licenses and approval (including fees for placement and parental counseling).
• Court costs and reasonable attorney’s fees.
• Costs incurred for state-required “pre-placement home study” and “post-placement supervision” programs.
• Appropriate and necessary uninsured expenses related to the birth or health care of the child or pregnancy of the natural mother. These expenses must have been incurred within 1 year prior to the application for adoption assistance.
• Charges for temporary foster care provided prior to placement. The foster care must be provided by an approved or licensed agency or individual and will be limited to 30 days.
• Reasonable and customary transportation charges for the adoptive parents and the adoptive child where travel pertaining to completion of the adoption is necessary.

All bills and itemized receipts of eligible expenses should be saved, copied, and attached to a completed Application For Adoption Expense Reimbursement form with a certified legal document recognizing the completion of permanent adoption. The form must be signed, dated, and submitted within 90 days after the adoption is final. Additional documentation regarding itemized bills may be required.

To be eligible, you must be a regular, full-time, active associate. You must also be satisfactorily performing your current job. Co-ops, interns, temporary, and part-time associates are not eligible. Associates who terminate employment within 1 year of the date of the last tuition reimbursement check are required to reimburse the company for the total amount of tuition reimbursement received in the previous 1 year period. Prior to enrollment, approval must be obtained from your HR Manager and Dept. Director for classes to qualify for tuition assistance.

If your course is approved, Shaw will reimburse you for 75% of tuition and mandatory fees (less any financial aid received including scholarships and grants), not to exceed a total of $2000 per calendar year for undergraduate courses.  For Graduate courses, Shaw will reimburse 75% of tuition and mandatory fees (less any financial aid received including scholarships and grants), not to exceed a total of $5,000 per calendar year.  In addition, there is a $400 annual book allowance net of allowances provided by financial aid programs.  Reimbursement is net of any financial aid received. Total reimbursement under this plan may not exceed $5,250 per year.

We pay for a wide range of courses to pursue many different career goals at Shaw.  Applicable courses include G.E.D. courses which are not conducted on site at a Shaw facility, vocational and technical courses related to carpet operations and related subjects, undergraduate, graduate, and online courses provided by accredited colleges/universities.  Online courses must be approved in advance by Corporate Benefits. G.E.D. testing fees are also eligible for 100% of total fees for all test sections, to be paid one time only. Retesting fees are not eligible.

Graduate and online courses must be provided by a college/university with a campus, and the hours must be eligible for transfer to other accredited colleges/universities.

All courses must be taken for specific job knowledge or toward pursuit of a degree that is of mutual interest to the associate and Shaw.

If you would like to submit a course for approval, you must call MyHR at 1-706-532-SHAW (7429).  All requests for tuition reimbursement must be accompanied by an itemized receipt and the final registration form including class schedule and grade summary.

To be reimbursed for a course, you must pass it, if it is a pass/fail course, or complete it with at least a "C" if letter grades are given. Tuition expenses must be submitted within 30 days after course completion. Reimbursements apply to the annual maximum tuition benefit for the calendar year in which reimbursements are made by the Company.

Courses must be taken outside regular work hours, unless otherwise approved. Tuition assistance will be paid only one time for any particular course. Tuition assistance will not be provided for any course completed after a person has left the Company, except in the case of layoff. Associates may participate in seminars, special courses, or other educational activities at the request of the Company. In these events, the total cost will be paid by Shaw outside of the tuition reimbursement process and will not count toward the annual maximum. The facility Human Resources Manager is responsible for the overall administration of this plan.

Billing statements are processed monthly. All premium payments will be due on the 1st of each month to avoid the termination of the policy for non-payment.

Associates are responsible for their Benefit premiums (Medical, Dental, Hospital Indemnity, Optional Term Life, Short Term Disability) while on a Leave of Absence. 

Your Benefits will be canceled retroactive to the last paid through date.

Once you return to work, you will have 31 days to re-enroll under a Family Status Change or you may re-enroll during the next Open Enrollment period. Please contact your Human Resources Office for further details.

When an associate’s employment ends with Shaw, if they are a current participant of the Shaw Medical, Dental, and/or Vision Plans, they have the right to elect to continue coverage under COBRA.

Enrollment packets are mailed to the associate's mailing address from Optum and should be received within three (3) weeks of the termination date.  If the packet is not received, the participant should contact the COBRA/Retiree department at Optum (1-866-301-6681).

Associates are eligible to retire on or after reaching age 62 if they have completed at least five years of company service. If the associate is an eligible Retiree and is not Medicare eligible, they may elect to continue Medical, Dental, and/or Vision coverage and are eligible to receive the Retiree premium rate until they are Medicare eligible. 

Covered spouses of a Retiree that is not yet eligible for Medicare would be considered eligible to receive the Retiree premium rate until they are Medicare eligible. 

No. Vacation pay will be paid as straight time and will not count as hours worked. 

No. Holiday pay will be paid as straight time and will not count as hours worked. 

You may also be provided time off without pay to attend the funeral for individuals other than those listed above.

With Great-West’s convenient new eClaims services, you have more options than ever to submit your claims, with no paper forms to fill out.  For instructions on filing eclaims, click here. 

Rates are based on the amount of coverage chosen and age bracket. For the Minnesota Life OTL rate sheet, click here. Premiums are paid through payroll deduction (after tax) per pay period. Rates are subject to increase based on age bracket as age increases.
Optional Term Life Insurance is an insured plan and all premiums must be paid before a claim can be submitted.  If death occurs prior to your return to work, all premiums must be paid prior to the final due date in order for a claim to be filed. If coverage has already been cancelled due to non-payment of premiums, a claim cannot be filed due to ineligibility.

If you or your covered dependent (spouse/child) passes away, you or your beneficiary would need to contact your Human Resources office as they would file the claim through the Insurance Carrier. 

If you leave the company, you have the option to continue a portion or all of your Optional Term Life Insurance (if applicable) coverage. For details regarding this benefit, you must contact Minnesota Life at (1-866-293-6047) within thirty-one (31) days from your date of termination.  The Group Policy number is 33498.

The Life Insurance Plan will not pay benefits if loss of life is the result of suicide that occurs within the first two years of coverage.