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Medical

Q. 
Who is eligible to elect benefits with Shaw?
A. 
All regular full-time associates or full-time equivalent associates who have satisfied their 90 day probationary period.
Q. 
Can I make mid-year changes to my benefits?
A. 
Yes, if you have incurred a qualifying Family Status Change event (based on IRS Regulations), you are eligible to request coverage changes. All requests must be received in Corporate Benefits within 31 days of that event. Events include:
  • Loss of or beginning of spouse’s employment   
  • Associate’s Marriage or Divorce
  • The death of a spouse or dependent
  • The birth or adoption of a dependent child 
  • Medicare or Medicaid (CHIP) entitlement for associate, spouse or dependent  (60 days to submit on these events) 
  • Change that causes a dependent to become ineligible for coverage or lose eligibility under the Shaw Plan
  • Qualified medical child support order
  • When a spouse participates in a benefit plan which maintains a different Open Enrollment period (effective date) than the associate's plan.
Changes are effective the date that all completed forms and required documentation are received in Corporate Benefits.
Q. 
During Open Enrollment, I elected to contribute a set amount of money to my HSA Bank Account. Can I change my HSA Associate Contribution amount at any time?
A. 
Yes, simply complete the HSA Eligibility Contribution Form and fax into Corporate Benefits or provide to your HR Office.
Q. 
How can I check my HSA Balance?
A. 
You can check your HSA balance by logging into optumhealthfinancial.com.
Q. 
How can I file a medical claim?
A. 
Providers that participate in the Cigna Open Access network should file all medical claims for Shaw Plan participants. However, if for some reason the provider does not file or if they are not a participant with the Cigna network, the CIGNA Medical Claim form  should be completed and submitted by the associate.

Once a claim is filed, the associate will receive an Explanation of Benefits (EOB) listing the charges, payments by the plan, and the patient’s out of pocket amount due. This EOB can also be viewed and printed at mycigna.com. If the associate does not wish to receive the paper EOBs through the mail, they can elect to receive email notification when a new claim is processed.
Note:  All claims must be received within six (6) months from the date services are incurred “Timely Filing Limit” to be considered eligible for processing.  Claims received after 6 months will be denied based on the Timely Filing Limit.
Q. 
How will I know if my enrollment was completed in ShawAndMe?
A. 
You may review your Benefits Summary in ShawAndMe after 24 hours of submittal.  For instructions on reviewing your Benefits Summary, click here.
Q. 
What documentation is required in order for my dependents to be eligible for benefits?
A. 
Relationship Documentation
Legal Spouse Marriage Certificate is required
Common-law Only available in states that recognize (see HR for details)
Natural Child Birth Certificate listing the associate as the parent
Adopted Child  Documentation of Legal Adoption placement letter/order
Step-Child Birth Certificate and Marriage Certificate listing child’s parent and the associate
Foster Child Birth Certificate and Legal Placement letter/order

Note: Other children that the associate and/or spouse have legal custody or guardianship will require an active Legal Custody or Guardianship Order signed by a judge.

Note:  You are required to enter a valid Social Security Number in ShawAndMe for any dependent that you wish to have benefits coverage. Dependents will not be added to coverage(s) if documentation is not provided and/or a valid Social Security number is not entered in ShawAndMe by the associate prior to their probationary period end date.
Q. 
When will my New Hire benefits be effective?
A. 
Benefits will be effective upon completion of your 90 day probationary period.  Enrollment is based on the associate’s completion of benefit elections through ShawAndMe prior to the effective date.  Premium deductions will begin on the first payroll following the effective date.
Q. 
Who is an eligible dependent?
A. 
Legal spouses and children up at age 26 (subject to approval of documentation provided by the associate) - see Covered Dependents and Dependent Verification.  

Note:  During the year, when a dependent turns age 26, benefits coverage ends on their 26th birthday.

Note: Life Insurance is only available for children up to age 24 provided that they are a full-time student.

Health Savings Account

Q. 
How does Healthcare FSA participation affect HSA eligibility?
A. 
Participation in a Healthcare Flexible Spending Account (FSA) makes you ineligible for an HSA. If your spouse is enrolled in Healthcare FSA through his or her employer and that account can be used to pay for your medical expenses, you become ineligible for an HSA.
 
Keep in mind that the money you contribute to your HSA can be used to pay for qualified medical expenses not only for yourself, but also for your spouse and tax dependents, regardless of their insurance coverage.
Q. 
What happens to my HSA Bank Account if I pass away?
A. 
If the spouse is the beneficiary for the HSA Bank Account, upon death of the account holder, HSA funds can continue to be used as an HSA Bank Account with its tax free privileges.
 
If the beneficiary is designated for the HSA Bank Account and is not the spouse, upon death of the account holder, HSA funds can be withdrawn by the beneficiary for non-medical reasons without penalty, but the distributions will be subject to income taxes.
 
If a beneficiary is not designated, or if the total percentage designated for the beneficiaries is less than 100%, the HSA funds will become part of the estate after the account holder's death.
Q. 
Who is eligible to be covered under the Premium HSA, Choice HSA, or Base HSA Medical Plan option?
A. 
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
Q. 
Who is eligible to set up an HSA Bank Account through Optum?
A. 
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.
     
Q. 
Who is eligible for use of HSA funds for payment of qualified healthcare expenses?
A. 
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.
Q. 
Who is responsible for the HSA Bank Account?
A. 
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.
Q. 
If I enroll in a Shaw Medical Plan option and become age 65 (or otherwise Medicare eligible) mid-year, am I still eligible for the Shaw Medical Plan?
A. 
Yes; when you become Medicare eligible, you continue to be eligible for coverage under the Shaw Medical Plan. However, if you elect Medicare Part D (prescription), you are no longer eligible for the Shaw Medical Plan coverage.
 
Note: If Medicare part A or B is selected in addition to the Shaw Medical Plan, the Shaw Medical Plan continues to be the primary Insurance Carrier (Medicare is the secondary payee) while you are actively employed at Shaw.
 
Note: When any part of Medicare is chosen, there are implications to the HSA Bank Account. You will not be able to make any additional contributions or receive any Company contributions to your HSA Bank Account if you enroll in any part of Medicare. Keep in mind that once you open an HSA Bank Account, the funds are yours. You will still be able to use any funds in your HSA Bank Account for qualified healthcare expenses with tax free privileges.
Q. 
Can I cover a dependent who is over age 65 (or otherwise Medicare eligible) under the Shaw Medical Plan?
A. 
Dependents over age 65 (or otherwise Medicare eligible) may remain enrolled in the Shaw Medical Plan. In addition, if the dependent is claimed on the associate’s federal tax return, then their HSA Bank Account funds would be eligible to be used for the dependent’s eligible healthcare expenses.
 
Q. 
What information will I receive from Optum when I enroll in the Premium HSA or Choice HSA and open an HSA Bank Account?
A. 
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.
Q. 
If I use my HSA funds for services incurred prior to the effective date of my HSA Bank account, could this result in a penalty being applied to that withdrawal?
A. 
Yes, expenses incurred prior to the HSA effective date are not eligible to be paid thru HSA funds.
Q. 
Can an associate enroll in one of the HSA Medical Plan options and be eligible to open an HSA bank account if they are covered as secondary under their spouse’s employer’s non-HSA medical plan?
A. 
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.
Q. 
If I leave the Company, can I continue to contribute to my HSA Bank Account?
A. 
As long as the associate is enrolled in an HSA qualified medical plan, they are able to contribute to their HSA Bank Account.
Q. 
What is the annual maximum amount that an associate can contribute to their HSA bank account each year?
A. 
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.
Q. 
What happens if an associate contributes more than the annual maximum HSA contribution limit allowed by the IRS?
A. 
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.

Health Center

Q. 
Why does Shaw have a Family Health Center?
A. 
Shaw continually strives to enhance wellness benefits for its associates. The Shaw Family Health Center provides high quality, affordable health services that are more accessible and convenient for covered Shaw associates and their dependents.
Q. 
Can anyone use the Shaw Family Health Center?
A. 
No. The Center is only available to Shaw associates and dependents covered by Shaw’s medical insurance plans.
Q. 
What are the benefits of Health Center?
A. 
The Shaw Family Health Center features shorter wait times, online scheduling, more personalized care with the medical staff, and reduced visit costs.
Q. 
Does Shaw have access to my medical records?
A. 
No. Shaw does not have access to associate and dependent medical records. The Health Center is operated by QuadMed, an outside organization that strictly complies with HIPAA privacy-protection laws.
Q. 
What hours is the Health Center open?
A. 
The hours of operation are Monday through Friday from 6 a.m. to 6 p.m.
Q. 
What services are available at the Health Center?
A. 
The Shaw Family Health Center offers a full spectrum of medical care, including routine physicals and immunizations, preventive screenings, lab work, chronic condition management, rehabilitation services, and wellness services.
Q. 
Am I required to use the Shaw Family Health Center?
A. 
No. While Shaw associates are encouraged to use the Health Center, they are not required to use the Health Center.
Q. 
Where is the Shaw Family Health Center located?
A. 
The state of the art Center is conveniently located at 2659 Abutment Road in Dalton, Georgia.
Q. 
Is there a doctor on staff at the Health Center?
A. 
Yes. The Health Center has two physicians on staff as well as registered nurses and nurse practitioners. 
Q. 
Is the Shaw Family Health Center multilingual?
A. 
Yes. The Health Center has Spanish speakers on site.
Q. 
Who is QuadMed?
A. 
QuadMed has more than 20 years of experience in developing and administering employer-sponsored health facilities for manufacturers and other employers. QuadMed will oversee the operations of the facility. Physicians, nurses, and other staff will be employed by QuadMed, not Shaw.

Prescription

Q. 
How can I lower my prescription drug costs?
A. 
Use generic drugs whenever they are available.  Discuss your prescription drug options with your doctor.  Ask whether a less expensive generic will work for you.  If you take medications on a long-term basis, Express Scripts Home Pharmacy or a Smart90 network pharmacy is another way you can save money.
Q. 
What if I enroll in the WellYou program for diabetes, hypertension or asthma?
A. 
All programs will provide zero member cost for prescription drugs on the Express Scripts Preventive List for each condition (No Deductible).
 
You can price a medication at Express-Scripts.com or by calling a representative at 1-855-686-9522. If the drug is included on the preventive list, it will price at $0.
 
You also receive unlimited access to your Well You team of educators.
Q. 
How do I know which pharmacies I can use to fill my prescriptions?
A. 
With Express Scripts, participating retail pharmacies are easy to find. You can visit                  
www.express-scripts.com.  If you don’t have access to a computer, please call 1-855-686-9522 and a representative will tell you which pharmacies are near you.
Q. 
How do I make sure my prescriptions are filled for generics?
A. 
When your doctor writes a prescription for you, don’t be afraid to ask if it comes in a generic. If you are filling a prescription at your local pharmacy for a brand-name drug for which there is a generic available, ask the pharmacist to call your doctor to allow changing the prescription to the generic.  If you are filling the prescription through Mail Service, Express Scripts will give you the generic unless your doctor has indicated that you must have the brand.
Q. 
How long does it take the Express Scripts Pharmacy to fill a new prescription?
A. 
You should receive your prescription at home within 10 to 14 business days after your prescription is received by Express Scripts.
Q. 
Where can I get additional information about my prescription drug benefit?
A. 
Contact your Express Scripts at 1-855-686-9522 or go to www.express-scripts.com and register as a Member.
Q. 
Why should I use Generic Drugs?
A. 
Generic drugs are just as safe and effective as brand-name drugs – they just cost less.
Q. 
Do I receive a prescription ID card?
A. 
You have a combined medical and prescription drug card and the card will be issued by your medical provider. Your prescription information is located on the back of your Cigna medical card. 
Q. 
Does Express Scripts offer an automatic refill program through Home Delivery?
A. 
Yes, the Worry-Free Fills© (WFF) program is designed to help you avoid running out of medication. When you enroll your eligible prescriptions in WFF, the home delivery pharmacy will automatically send your next eligible refill before your medication is due to run out, using your existing address and payment information. With your okay, Express Scripts can even call your doctor when it’s time to renew your prescription. To see whether your medications are eligible and to enroll. Call Express Scripts Member Services or login on Express-Scripts.com. Note: For safety and other reasons, prescriptions for some medications, such as specialty drugs and controlled substances, can’t automatically be filled.
Q. 
Do all covered drug charges apply to my deductible and out-of-pocket maximum?
A. 
The following do not apply:

The difference in cost between a brand-name drug and a generic (when a brand that has a generic equivalent is purchased).

The cost you pay after your 2nd fill of a maintenance drug at a participating retail pharmacy if you are not obtaining a 90-day supply at a pharmacy in the Smart90 network.

401(k)

Q. 
When am I eligible to enroll and receive the Shaw matching contribution?
A. 
All regular full and part-time associates are automatically enrolled in the Plan the first of the month following 3 months of company service.  Associates are enrolled at a contribution rate of 6% of pay to be directed to the Principal Trust Target Date Fund based on normal retirement age (65). Upon enrollment, associates are eligible to receive the Shaw matching contribution of 50% up to 6%, or $.50 on every dollar contributed, up to 6% of pay. If an associate chooses to roll over retirement funds from another qualified plan, the eligibility requirements for enrollment and matching contributions are waived.  Please note:  rollovers from an IRA are not allowed.  Associates who roll funds into the Plan will be enrolled and will receive the employer matching contribution the month following the date their rollover is received by Principal.
Q. 
How can I roll over retirement funds from a previous employer's retirement plan?
A. 
Call Principal Financial Group at 1-800-547-7754.  Retirement specialists are available Monday - Friday from 8 a.m. - 10 p.m. ET.  You may also find the required forms and other information by logging into your account at www.principal.com.  The Principal rollover form is also located on the MyBenefits website in the Forms Section.
Q. 
Can I elect to make other contributions or investment elections?
A. 
Yes. To choose a contribution amount other than 6% or an investment fund other than the default option, log into your account at www.principal.com or call Principal Client Services at 1-800-547-7754.  Associates may contribute between 1% and 25% of their gross income up to the Internal Revenue Service annual maximum ($18,000 for 2015; indexed each year).  If you do not want to participate in the Plan, indicate 0% when asked to choose a contribution amount.
Q. 
When and how do I make withdrawals from my 401(k) account?
A. 
The 401(k) is intended to be savings for use in your retirement. Because of this, the IRS has very strict guidelines about when and how you may withdraw your money. You are generally expected to leave the money in some type of tax-deferred investment (a 401(k) or IRA) until you retire. However, In-Service and Hardship Withdrawals are allowed under certain circumstances. Early withdrawal of these retirement funds usually results in taxes and penalties. Please see the 401(k) summary plan description (SPD) in the Resources Section on the MyBenefits website for more details.
Q. 
What does “vested” mean?
A. 
Vesting is the process of becoming eligible to take company matching funds with you if you leave the company. You are always fully vested in your own contributions plus earnings. After you have been with the company for three (3) years (from date of hire), your employer match account will be 100% vested.
Q. 
What happens to my money if I leave the company?
A. 
If you leave the Company, there are several options for handling your 401(k) account: (1) You may rollover your account to another employer's 401(k) Plan. If you choose to do this, your new employer should be able to give you the necessary forms; (2) You may rollover your account to another type of tax-deferred account (like an IRA) at a financial institution; (3) You may choose to take a cash payout from the Plan. Please be advised that cash distributions involve taxes and penalties that must be paid to the government; or (4) You may qualify to leave your money in the Shaw 401(k) Plan for a specific period of time. Contact Principal Financial Group for further information regarding your distribution options.
Q. 
Can I choose my beneficiary?
A. 
Beneficiary designations are stored online at the Shaw 401(k) Plan website. Simply visit www.principal.com/beneficiary to designate a beneficiary for your account.  If you are married and you wish to designate someone other than your spouse as your beneficiary, spousal consent will be required.

Retirement Planning

Q. 
How do I sign up for the Retiree medical/dental coverage?
A. 
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.
Q. 
If I have questions regarding my retirement distribution options in the Shaw 401(k) Plan, what steps should I follow?
A. 
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).
Q. 
What happens if I am Medicare eligible when I retire?
A. 
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.
Q. 
What is the earliest age can I qualify for the Shaw retiree medical/dental coverage?
A. 
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.
Q. 
What is the Retiree Interim Statement of Benefits?
A. 
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.

Disability

Short Term Hourly

Q. 
Can I request vacation pay while on short term disability?
A. 
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.
Q. 
Who is eligible to participate in the plan?
A. 
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.
Q. 
How much are the premiums?
A. 
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.
Q. 
How long can I receive short term disability benefits?
A. 
Once your disability leave is approved by Prudential, the maximum benefit period is 12 weeks for a non-work related injury or illness. 
Q. 
How do I file a claim?
A. 
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.
Q. 
Do any deductions come out of my disability pay?
A. 
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. 
Q. 
How do I pay benefit premiums while I’m on a medical leave of absence?
A. 
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.
Q. 
Can I stay out all 12 weeks?
A. 
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.
Q. 
What happens if I’m out longer than 12 weeks?
A. 
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.

Long Term Hourly

Q. 
Do I need to do anything to make sure I get LTD benefits if I'm out?
A. 
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.
Q. 
How does Prudential define disability?
A. 
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.
Q. 
Do any deductions come out of my disability pay?
A. 
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.
Q. 
How long will LTD benefits continue?
A. 
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.
Q. 
What does this benefit pay?
A. 
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).
Q. 
How much are the premiums?
A. 
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

Q. 
What are deductible sources of Income?
A. 
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.
Q. 
What is a pre-existing condition?
A. 
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.
Q. 
Who is eligible to participate in the plan?
A. 
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.

Short Term Salaried

Q. 
Who is eligible to participate in salary continuance?
A. 
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.
Q. 
How much are the premiums?
A. 
This plan is provided by the Company at no cost to associates.
Q. 
What does this benefit pay?
A. 
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).
Q. 
Do any deductions come out of my disability pay?
A. 
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.
Q. 
Can I stay out all 13 weeks?
A. 
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.
Q. 
What happens if I'm out longer than 13 weeks?
A. 
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.

Long Term Salaried

Q. 
Who is eligible to participate in the Plan?
A. 
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.
Q. 
How much are the premiums?
A. 
This coverage is provided by the Company to salaried associates at no cost.
Q. 
What does this benefit pay?
A. 
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.
Q. 
Do any deductions come out of my disability pay?
A. 
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.
Q. 
Do I need to do anything to make sure I get LTD benefits if I'm out?
A. 
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.
Q. 
How does Prudential define disability?
A. 
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.
Q. 
How long will LTD benefits continue?
A. 
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.
Q. 
What is a pre-existing condition?
A. 
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.
Q. 
What are deductible sources of income?
A. 
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.

FSA

Healthcare

Q. 
Can I purchase Over-the-Counter (OTC) medication with my MasterCard?
A. 
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.
Q. 
How can I check the balance on my MasterCard?
A. 
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.
Q. 
What should I do if I receive a receipt request?
A. 
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.  

Dental

Q. 
Are participants required to use a Network provider?
A. 
Using an In-Network Provider is not required.  However, using an In-Network Provider provides discounted rates which in turn would lower your out-of-pocket responsibility.
Q. 
How can I file a dental claim?
A. 
Most providers will file your dental claims for you.  Before you visit your provider, ask them if they will file Shaw Insurance.  If they will not file your claim for you, follow these instructions:

Print the Shaw Dental Benefits Claim Form and provide it to the dental office upon arrival for your appointment. 

Once the claim is processed, you will receive an "Explanation of Benefits" (EOB) from Delta Dental listing the charges, payments by the plan, and the patient’s out of pocket amount due. This claims information can also be viewed and printed at DeltaDentalIns.com.

Note:  All claims must be received within twelve (12) months from the date services are incurred “Timely Filing Limit” to be considered eligible for processing.  Claims received after 12 months will be denied based on the Timely Filing Limit.  

Vision

Q. 
How can I file a vision claim?
A. 
Providers that participate in the EyeMed network should file all vision claims for Shaw Plan participants.  However, if the participant receives services from an out-of-network vision provider, the EyeMed Out-Of-Network Claim Form  should be completed and submitted by the associate. 

Once a claim is filed, the associate will receive an Explanation of Benefits (EOB) in electronic format via the EyeMed member website: www.eyemed.com. The EOB will list the charges, payments by the plan, and the patient’s out of pocket amount due.

Note:  Associates have the option to change their EyeMed member account settings to receive paper EOBs as well.  Please click here  for step-by-step instructions to set up this account preference.
Q. 
How do participants locate an EyeMed Provider?
A. 
EyeMed Providers can be located by either contacting EyeMed at 1-866-800-5457 or at www.eyemed.com.

Wellness

Incentive

Q. 
What is the incentive for completing my Health Assessment and Biometrics?
A. 
See the 2017 Wellness Incentives summary sheet.
Q. 
What must I complete to receive the Health Assessment/Biometric Incentive?
A. 
See the 2017 Wellness Incentives summary sheet.

Lifestyle Management

Q. 
I went to the doctor for an annual physical and I was charged for some services during my visit. What can I do to ensure my annual physical visit is covered at 100%?
A. 
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%).
Q. 
Do I have to wait at least one full year to schedule my next annual physical?
A. 
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.
Q. 
How do I find out more about the WellYou programs for Diabetes, Asthma, and High Blood Pressure?
A. 
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
Q. 
How do I enroll in the Well You Programs through QuadMed?
A. 
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.
Q. 
Can my spouse and/or dependents participate in the Well You programs?
A. 
Yes, covered spouses and dependents are eligible to enroll in QuadMed's Well You Programs. Click here for the enrollment packet.
Q. 
What are the incentives for participating in the Well You Programs?
A. 
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. 
Q. 
In the Well You Program for Diabetes, what is covered under "Diabetic Medications and Supplies"?
A. 
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.
Q. 
What do I have to do to remain in the Well You Programs each year?
A. 
Below is the annual compliance for QuadMed's Well You Programs:


Q. 
When do the Well You Program requirements have to be completed?
A. 
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.
Q. 
What is the Expectant Mothers Program through QuadMed?
A. 
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.
Q. 
How do I (or my spouse) participate in the Expectant Mothers Program?
A. 
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. 
Q. 
Is there an incentive for participating in the Expectant Mothers Program?
A. 
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.

Additional Benefits

Life Insurance

Q. 
Can I have Optional Term Life Insurance for my spouse and child(ren)?
A. 
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).
Q. 
If both my spouse and I work at Shaw, can we both have coverage under the Optional Term Life benefit?
A. 
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.
Q. 
How do I pay for Optional Term Life Insurance?
A. 
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.
Q. 
How is a claim filed on myself or a covered dependent?
A. 
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.
Q. 
How much AD&D coverage do I have?
A. 
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.
Q. 
What do I pay for the AD&D benefit?
A. 
The AD&D benefit is a company paid benefit (there is no cost to associates).
Q. 
How do I add or change beneficiaries in ShawAndMe?
A. 
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.
Q. 
What happens to my Group Basic Life Insurance if I leave the company?
A. 
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.
Q. 
What is not covered under the Optional Term Life benefit?
A. 
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.
Q. 
What happens to my AD&D Insurance if I leave the company?
A. 
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.
Q. 
How is a claim filed on myself or a covered dependent?
A. 
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.  
Q. 
What do I pay for the Group Basic Life Insurance?
A. 
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).
Q. 
How much Group Basic Life Insurance coverage do I have?
A. 
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).
Q. 
Who will be the beneficiary for my Group Basic Life Insurance?
A. 
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.
Q. 
Do I have Group Basic Life Insurance coverage for my spouse and child (ren)?
A. 
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
Q. 
Who will be the beneficiary for my AD&D Insurance?
A. 
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.
Q. 
Who will be the beneficiary for my Optional Term Life Insurance?
A. 
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.
Q. 
What happens to my Optional Term Life insurance if I leave the company?
A. 
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.
Q. 
What happens to my Whole Life benefit if I leave the company?
A. 
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.
Q. 
How is a claim filed on me or a covered dependent?
A. 
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.
Q. 
Can I cancel the Whole Life benefit at any time?
A. 
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.

HealthAdvocate

Q. 
How can I contact HealthAdvocate?
A. 
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.

Hospital Indemnity

Q. 
What is the Hospital Indemnity Benefit?
A. 
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.
Q. 
How is the Hospital Indemnity benefit different from my medical benefits?
A. 
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.
Q. 
How long does it take my Hospital Indemnity claim to be processed?
A. 
Once a claim form has been received, it normally takes 24 hours to pre-process the claim before it is sent to the Unum claims examiner for processing. During this pre-processing stage, the claim form is not accessible for review. It will become accessible once pre-processing is complete and the claim is entered into the claim system.
 
Please closely follow the instructions on the claim form and sign in all places indicated before mailing it and all required documentation to Unum. It typically takes one to three business days for the claim to be fully processed.

Voluntary

Q. 
Can I cancel the Group Accident benefit at any time?
A. 
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.
Q. 
Can I cancel the Group Critical Illness benefit at any time?
A. 
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.
Q. 
How is a Accident claim filed on me or a covered dependent?
A. 
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.
Q. 
How is a Critical Illness claim filed on me or a covered dependent?
A. 
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.
Q. 
What happens to my Group Accident benefit if I leave the company?
A. 
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.
Q. 
What happens to my Group Critical Illness benefit if I leave the company?
A. 
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.

Adoption

Q. 
Who is eligible to participate in the plan?
A. 
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.
Q. 
What children are eligible under this benefit?
A. 
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.
Q. 
How much does Shaw pay?
A. 
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.
Q. 
What paperwork is required?
A. 
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.

Tuition-G.E.D.

Q. 
Am I eligible for tuition assistance?
A. 
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.
Q. 
How much does Shaw pay for tuition assistance?
A. 
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.
Q. 
What courses will Shaw pay for?
A. 
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.
Q. 
What paperwork is required to request tuition assistance?
A. 
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.
Q. 
What other rules apply with tuition assistance?
A. 
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.

Benefits Billing

Q. 
Am I billed weekly or monthly?
A. 
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.
Q. 
What happens if I am on Leave of Absence?
A. 
Associates are responsible for their Benefit premiums (Medical, Dental, Hospital Indemnity, Optional Term Life, Short Term Disability) while on a Leave of Absence. 
Q. 
What happens if I’m unable to pay for my premiums?
A. 
Your Benefits will be canceled retroactive to the last paid through date.
Q. 
When can I re-enroll if my Benefits were canceled?
A. 
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.
Q. 
How do I make a payment?
A. 
Payments can be made online by debit/credit card or using a checking/savings account at http://adminservices.optumhealthfinancial.com.

Payments may also be mailed accompanied with the invoice to:

OptumHealth Financial Services
PO BOX 713082
Cincinnati, OH 45271-3082

COBRA-Retiree

Q. 
Who is eligible for COBRA?
A. 
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.
Q. 
How will I be notified regarding Cobra/Retiree coverage?
A. 
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).
Q. 
Who is eligible for Retiree Other Than COBRA coverage?
A. 
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. 

Pay for Time Not Worked

Q. 
Does vacation pay count as hours worked toward overtime?
A. 
No. Vacation pay will be paid as straight time and will not count as hours worked. 
Q. 
Am I eligible for Holiday Pay?
A. 
To qualify for this benefit, you must be active and work at least 1 day during the week in which the holiday occurs except if you are on Leave of Absence – FMLA, Leave of Absence – Military, temporary layoff, Bereavement leave, Jury Service, or approved vacation. Part-time associates will be paid holiday pay for the number of hours normally scheduled to work on the holiday.
 
Q. 
Does holiday pay count as hours worked toward overtime?
A. 
No. Holiday pay will be paid as straight time and will not count as hours worked. 
Q. 
What are the 8 paid holidays?
A. 
For Manufacturing Facilities: 
New Year’s Day
Good Friday
Memorial Day
July 4th
Labor Day 
Thanksgiving Day 
Friday After Thanksgiving 
Christmas Day 
  
For All Other Facilities: 
New Year’s Day
Memorial Day
July 4th
Labor Day
Thanksgiving Day 
Friday After Thanksgiving 
Christmas Eve Day 
Christmas Day 
 
                                                        
Notes: The Company will designate the dates when these holidays will be observed. The two holidays that vary in these schedules are Christmas Eve and Good Friday. Twelve hour rotating and weekend shifts observe the actual holiday, not the observed holiday. 
Q. 
How much time Bereavement/Funeral Time off am I eligible for?”
A. 
You may take a paid leave of 1 day when requested for bereavement of the following relatives:
            Uncle                                                   Aunt
            Niece                                                   Nephew
            Brother-in-law                                      Sister-in-law
            Son-in-law                                           Daughter-in-law
(This day should generally be taken during the week of or the week after the funeral).
 
 
You may take a paid leave of up to 3 days of missed scheduled work when requested for bereavement of the following relatives:
 
            Spouse                                                Sister
            Brother                                                Half-sister/Step-sister
            Half-brother/step-brother                     Grandchild
            Child                                                    Step-parent
            Grandmother                                       Grandfather
            Mother-in-law                                      Father-in-law
            Parent                                                 Step-child
(These days should generally be taken during the week of or the week after the funeral).

The terms "in-law" and "spouse" include "domestic partners" as that term is used in the "Same Sex Domestic Partner Policy and Procedures Guide" on the Corporate Benefits site.
 
Q. 
Do I have any Bereavement/Funeral Time off for other relatives?
A. 
You may also be provided time off without pay to attend the funeral for individuals other than those listed above.
Q. 
Am I eligible for Jury Service Pay?
A. 
 All active full-time hourly associates are eligible.
 
Q. 
What do I need to do if I am called for jury duty?
A. 
Notify your Supervisor immediately.  If you serve more than 3 hours on any day of jury duty, you will be excused from work for the balance of that day. If you serve fewer than 3 hours on any day of jury duty, you are expected to report to work unless other arrangements are approved by your Supervisor.
 
Q. 
How much does Shaw pay for Jury Service?
A. 
You are eligible for your regular rate of pay on the day(s) served. For purposes of calculating overtime, jury duty hours will count as worked. 
 

International

Q. 
How can I file a claim with Great-West?
A. 
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
Q. 
How do I pay for Optional Term Life Insurance?
A. 
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.
Q. 
How is an OTL claim filed on myself or a covered dependent?
A. 
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. 
Q. 
What happens to my Optional Term Life insurance if I leave the company?
A. 
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.
Q. 
What is not covered under the Optional Term Life Insurance?
A. 
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.