Qu EST Global 2019 Benefits Guide FT Reg

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2019

BENEFITS GUIDE

2016 Benet Guide

REGULAR FULL-TIME EMPLOYEES

NOTES

QuEST Global 2019 Employee Benets

CONTENTS

INTRODUCTION

About This Guide .........................................................3

Eligibility for Benets ..................................................... 4

Making Changes to Your Benets ................................. 4

MEDICAL BENEFITS

Overview ......................................................................5

Value Added Services ..................................................7

Teladoc ........................................................................8

Health Savings Account ...............................................9

OTHER HEALTH BENEFITS

Dental Plan ................................................................. 10

Vision Plan ................................................................. 11

Flexible Spending Accounts ....................................... 12

LIFE AND DISABILITY BENEFITS

Disability ..................................................................... 13

Life ............................................................................. 15

ADDITIONAL BENEFITS

Section 125 Plan ............... .........................................13

Vacation Buy Program............................... .................13

FMLA .........................................................................13

Legal ..........................................................................14

Voluntary Benets ......................................................14

401(k) ................................ .........................................16

Time Off Entitlements .................................................20

Payroll Schedule ........................................................23

OTHER

Benets Contacts ....................................................... 24

Glossary of Terms ......................................................25

ABOUT THIS GUIDE

We understand that choosing your benets is an important decision for you and your family. Everyone’s needs are unique. We offer a

variety of benets and options so you can choose what works best for you and your family. A number of these benets are provided

at no cost to you. We created this guide to help you make informed decisions. It is not a complete detailed description, nor is it a

contract of employment or a guarantee of benets. More detailed information for each benet is contained in the relevant insurance

policy’s Summary Plan Description (SPD).

Great care has been taken to ensure that this guide is accurate. However, oversights can occur or condensed summaries can be

misinterpreted. If there is a difference between this overview and the SPD or ofcial plan documents governing the plan, the plan

documents will be followed. The company reserves the right to amend or terminate the program in whole or in part at any time.

QuEST Global 2019 Employee Benets

Open Enrollment occurs once each year. You may change

your benet elections during the open enrollment period. Once

you have made your selection, you may not change benet

elections until the next open enrollment unless you have a

qualifying event in employment or family status.

Qualifying Events include:

• Marriage, divorce or legal separation (state specic)

• Dependent child through birth, adoption or court-ordered

custody

• Death of a spouse or child

• Your work schedule changes (i.e. reduction or

increase in hours which affects eligibility)

• Your dependent loses eligibility for coverage

• You or your dependent become eligible for Medicare

• Your spouse involuntarily loses health coverage through

his/her employer

• You and/or your spouse and dependents become eligible

for COBRA

• You and/or your spouse and dependents gain or lose

Medicaid coverage

• You received a Qualied Medical Child Support Order

(QMCSO)

If you experience one of these qualifying events, you have 60

days from the date of the event to notify the Human Resources

Department and make any desired benet changes. Otherwise,

elections you make during open enrollment will remain in effect

for the entire plan year. Also, if you or your eligible dependents

are covered under Medicaid or a State Children’s Health

Insurance Program (CHIP) and that coverage ends, you may

be able to enroll yourself and any affected dependent in this

Plan’s medical coverage.

You must request enrollment within 60 days after the Medicaid

or CHIP coverage ends. If you or your eligible dependent

becomes eligible, under Medicaid or a State CHIP plan for

nancial assistance to pay for health coverage under this Plan,

you may be able to enroll yourself and any affected dependent

in this Plan. You must request enrollment within 60 days after

the date a government agency determines that you are eligible

for that nancial assistance.

ELIGIBILITY For Benefits

QuEST provides employees that work 30 hours or more per

week with a comprehensive benets package. Benets begin

1st of the month following 30 days from date of hire for Bands

1-5.

For medical, dental and vision benets, children to age 26

• For voluntary child life, child is eligible from birth until age 26

• Your dependent child who is incapable of self support

because of a mental or physical disability

For the purpose of our benets plans, your children include:

• Natural and adopted children

• Stepchildren who you support and who live with you in a

parent-child relationship

• Any other children you support for whom you are the legal

guardian or for whom you are required to provide coverage

as the result of a qualied medical child support order

If you experience a family status change and want to change your benets, you MUST contact Human Resources within

60 days of the change.

MAKING CHANGES To Your Benefits Special Enrollment Rights

QuEST Global 2019 Employee Benets

MEDICAL Overview

We offer 4 medical plans through Aetna. As you evaluate your

options, it’s important to understand:

• How each plan works

• What services are covered

• If your doctors are covered by the plan

• Your total cost (the amount deducted from your paycheck

+ the amount you pay when you receive care)All plans use

the same Aetna network - Choice POS II

• Maximum exibility to receive care in or out of network

• Primary Care Physician (PCP) is optional

• All copays, deductibles, and coinsurance apply to

the Plan’s out-of-pocket maximum

INSTRUCTIONS FOR FINDING A PARTICIPATING MEDICAL PROVIDER

1. Go to www.aetna.com

2. From the Aetna homepage, click “log-in/register” to enter Aetna Navigator.

3. You can register or log-in next.

4. Select Medical, then enter Zip code

5. Select Choice POS II Network

6. Enter search criteria for doctor/facility

7. For additional assistance, please call the phone number on the back of your Aetna ID Card

Control Number: 837246

Customer Service: 1-800-962-6842

Website: www.aetna.com

Mobile App: Aetna Mobile

QuEST Global 2019 Employee Benets

MEDICAL & PHARMACY Overview

POS 300-90* POS 1000-80 CDHP/HSA 3000-90 CDHP/HSA 5000-80

GENERAL PLAN PROVISIONS

Calendar Year Deductible

Individual/ Family $300/$900 $1,000/$3,000 $3,000/$6,000 $5,000/$10,000

Member Coinsurance 10% 20% 10% 20%

Out-Of-Pocket Maximum $2,500/$7,500 $4,750/$12,000 $5,000/$10,000 $6,550/$13,100

Routine Preventative Care 100% covered

(no cost share) 100% covered

(no cost share)

Primary Care Ofce Visit $20 copay $30 PCP 10% after deductible 20% after deductible

Specialist Ofce Visit $40 copay $50 Specialist 10% after deductible 20% after deductible

Inpatient Hospital 10% after deductible 20% after deductible 10% after deductible 20% after deductible

Outpatient Hospital 10% after deductible 20% after deductible 10% after deductible 20% after deductible

Emergency Room $150 copay $150 copay 10% after deductible 20% after deductible

Urgent Care $50 copay $50 copay 10% after deductible 20% after deductible

Rx (Applies to all medical plans)* Retail - 31 day supply Retail - 31 day supply

Generic $10 $10

Formulary Brand $40 $30

Non-Formulary Brand $60 $45

Mail Order - 90 day supply Mail Order - 90 day supply

Generic $20 $20

Formulary Brand $80 $60

Non-Formulary Brand $120 $90

Monthly Paycheck Deduction

Employee Only $198.04 $155.15 $117.93 $68.10

Employee + Spouse $472.62 $362.18 $277.32 $166.39

Employee + Child(ren) $428.65 $328.49 $251.51 $150.91

Employee + Family $681.45 $522.21 $399.85 $239.91

Note:

For CDHP plans, Rx copays apply after the deductible has been met.

*Our Pharmacy Benet Manager is Express Scripts. If you are enrolled in a QuEST Medical plan, you will have an Aetna ID card for medical coverage

and Express Scripts ID card for pharmacy coverage.

*Plan 300-90 is only available for coverage effective January 1, 2019. After January 1st, the plan will not be available to new hires or existing

employees.

Control number: 837246

Customer Service: 1-800-962-6842

Website: www.aetna.com

Mobile App: Aetna Mobile

Group #: RXBQUGL

RxBenets Customer Service: 1-800-334-8134

Website: www.express-scripts.com

Mobile App: Express Scripts

QuEST Global 2019 Employee Benets

AETNA NAVIGATOR

Aetna Navigator is your secure website for planning and

managing your health and health care. Log on to Aetna

Navigator at www.aetna.com today to:

• Find doctors, pharmacies and hospitals

• Check your coverage

• Get an ID card

• Keep track of health care cost

• Look up a claim

AETNA VISION DISCOUNT PROGRAM

Aetna offers discounts on eye exams, glasses, contacts, and

LASIK. Go to www.aetna.com to nd a doctor or call 800-

793-8616. Be sure to show your Aetna ID card to receive your

savings.

AETNA FITNESS DISCOUNT PROGRAM

Regular exercise helps you look and feel healthy. With this

program, you can save money, too! The Aetna Fitness Discount

program helps you save on gym memberships and on home

exercise products and equipment, like treadmills and elliptical

trainers. To get started, visit www.globalt.com/tness or call

800-298-7800.

AETNA HEARING DISCOUNT PROGRAM

Pay less for hearing aids, exams and more through HearPO®, a

leading provider of hearing supplies. With over 1,900 locations

in the U.S., it’s easy to nd one near you. Call 877-301-0841

for more information.

VALUE ADDED SERVICES Through Aetna

AETNA WEIGHT MANAGEMENT DISCOUNT PROGRAM

Lose weight, feel great and save with these programs to help

you reach your goals.

Visit www.aetna.com to get started.

• eDiets - Enroll in an online diet plan that is convenient and

personalized to you.

• Jenny Craig® - Choose a sensible weight-loss plan that

can help you lose the weight and keep it off.

• Nutrisystem® - Control your calories with over 120 menu

items that are single serve, and easy to prepare.

AETNA NATURAL PRODUCTS AND SERVICES

DISCOUNT PROGRAM

Find, and save on, a natural path to healthy living. You’ll pay

less for massages, herbal supplements and more through

American Specialty Health (ASH), Inc., a leader in this market.

Save on massage therapy, acupuncture, chiropractic care,

and dietetic counseling. Visit www.aetna.com to get started.

SELECT THE MEMBER

Choose a family

member covered

by your Aetna medical

benets

or insurance plan.

CHOOSE YOUR SERVICE

Pick the health care

service you need

from a list of hundreds of

commonly used services.

COST ESTIMATE

Based on your plan,

including copays,

deductibles, coinsurance,

and including your

paycheck contribution

cost.

AETNA COST ESTIMATOR

Aetna Cost Estimator is a personalized online tool to help you make MORE informed health care decisions. This online tool

provides estimates of your out of pocket expenses, and allow you to compare the 4 plan options to you. Login to ADP Workforce

Now to begin.

www.aetna.com

Write your user information here:

Username: __________________________________

Password: __________________________________

QuEST Global 2019 Employee Benets

TELADOC 24/7/365 Access to a Doctor

Teladoc gives you 24/7/365 access to U.S. board-certied

doctors who can treat many of your medical issues by phone

or video. It is not insurance but an added medical benet that

gives you an affordable alternative to costly urgent care or ER

visits.

There is no fee to use this service, if you are enrolled in the

POS plans. If you are enrolled in the HSA plans, you will be

responsible for the entire applicale teladoc copay as a result

of the required plan design. In order to stay compliant with the

IRS guidelines, those enrolled in a qualied High Deductible

Health plan (HSA) may not accept a subsidized copay. But

hey, those enrolled in the CDHP plan will have lower cost than

a standard ofce visit!

WHEN TO USE TELADOC

For non-emergency medical issues (especially as an alternative

to the high cost of an emergency room or urgent care center).

Teladoc doctors return calls in 16 minutes on average. There is

no time limit to your consult.

• Anytime, anywhere including nights, weekends and even

holidays

• Your doctor or pediatrician is not available on your

schedule

• When it’s not convenient to leave your home or work

• You are traveling and need medical care

GET THE CARE YOU NEED

Teladoc doctors can diagnose, recommend treatment, and

prescribe medication for many medical issues, including:

• Cold and u symptoms

• Bronchitis

• Allergies

• Poison Ivy

• Pink eye

• Urinary tract infection

• Respiratory infection

• Sinus problems

• Ear infection

• and more!

Need a short term prescription? If appropriate, the Teladoc

doctor can write a short-term prescription and have it sent to

the pharmacy of your choice. Some common prescriptions

include:

• Amoxicillin™

• Azithromycin™

• Bactrim DS™

• Augmentin™

• Cipro™

• Tessalon Perles™

• Flonase Nasal Spray™

• Pyridium™

Teladoc.com

Facebook.com/Teladoc

1-800-Teladoc

Teladoc.com/mobile

TALK TO A DOCTOR ANYTIME!

CONSULTS ARE FREE FOR TELADOC MEMBERS

QuEST Global 2019 Employee Benets

HEALTH SAVINGS ACCOUNTS (HSA)

IMPORTANT HSA FACTS & FIGURES

1. 2019 Contribution Limitations: Individual - $3,500. Family - $7,000.

2. Approved IRS Additional Catch-up Contribution: Currently, the IRS allows people aged 55 to 65 to contribute an

additional $1,000 per year for an Individual or Family HSA account.

3. Changes from a CDHP Plan: If you cease to be enrolled in a high-deductible plan, the money in your HSA account is

yours to pay for qualied expenses with no time limit. However, you can no longer contribute any additional funds.

4. Important Documentation: It is highly recommended that you save all receipts in the case of an IRS audit so you can

explain why you believed a certain expense was a qualied expense.

5. Important Note: If you use your HSA to pay for an ineligible expense, you may be required to pay income taxes and an

additional penalty tax.

Customer Service: Phone number on your debit card or call

Aetna customer service

Website: Your HSA account is linked through your Aetna

Navigator Account

WHAT IS AN HSA?

An HSA is federal income tax-free, and used to save

money and pay for qualied medical, vision and dental

expenses – including deductibles, copays, coinsurance

and prescriptions. When you have medical expenses,

including those that may apply to your annual deductible,

you can choose to pay for them using the money in your

HSA. Or, you can save the money for a future need—even

into retirement.

It’s your choice. The money deposited, up to a maximum

annual amount, is tax deductible and interest accrues

taxfree or tax-deferred.

With an HSA, you are in charge. You decide how much

you will contribute to your account, when you want to use

your savings to pay for or reimburse yourself for qualied

expenses, and whether or not to invest some of your

savings in mutual funds for greater potential long-term

growth.

Funds from your HSA may even be used for qualied

expenses for your spouse or dependents - even if they are

not enrolled in your medical plan.

WHAT ARE THE KEY BENEFITS OF AN HSA?

Any money deposited into your HSA is yours to keep.

There is no “use it or lose it” rule. If you leave your employer

or change health plans, you can take your HSA with you.

Its portable! Funds that are not used for current health

expenses are saved for future use. The funds in your HSA

earn interest, and when a certain balance is reached, can

be invested in a wide-variety of investment options.

Withdrawals from an HSA are not taxed as long as they

are used to pay for qualied health care expenses. Once

you reach age 65, you can even use your account for

nonhealthcare related retirement expenses, but this money

is taxable.

AM I ELIGIBLE?

• You must be enrolled in a Qualied High Deductible Health

Plan (QHDHP) that is HSA compatible

• You cannot be covered by any other health insurance

individually or via another family member

• You cannot be claimed as a dependent on another

person’s tax return

• You must be under age 65 or - if 65 or older - have not

elected Medicare Parts A or B

For those who enroll in one of our CDHP plans, QuEST

will contribute the following amounts directly into your HSA

(prorated for those who join the plan during the year):

• $500 for employee only

• $750 for employee plus spouse

• $750 for employee plus child(ren)

• $1,500 for employee plus family

QuEST Global 2019 Employee Benets

DENTAL Overview

QuEST offers 2 dental plan options through Aetna.With these

plans, you can receive care from any provider. However, your

out-of-pocket expenses will generally be higher if you visit a

dentist out-of-network.

Please see below for a brief description of the benets.

Dental PPO In Network Out of Network

Deductible per person (waived for preventative services) $50 $50

Family Limit $150 $150

Calendar Year Maximum Benet $1,750 per person $1,750 per person

Preventative Services 100% 100%

Basic Services 100% 80%

Major Services 60% 50%

Orthodontia* ($1,500 lifetime maximum) 50% 50%

* Orthodontia is covered only for children (appliance must be prior to the age 20)

DMO

The DMO option offers richer benets than the PPO option.

There is no calendar year maximum.

The DMO is a scheduled benet - a detailed plan design shows the set price a member pays for all services.

All dental care must be within the DMO network.

A member must designate a Primary Care Dentist.

The DMO plan provides orthodontia coverage for children with a $2,400 copay.

The DMO is only offered in certain states - check ADP to see if you’re eligible.

EMPLOYEE

Monthly Paycheck Deduction

DMO

Employee Only $8.12

Employee + Spouse $15.94

Employee + Child(ren) $21.02

Employee + Family $28.83

DPPO

Employee Only $13.57

Employee + Spouse $27.50

Employee + Child(ren) $36.06

Employee + Family $49.99

Control Number: 837246

Customer Service: 1-800-962-6842

Website: www.aetna.com

Mobile App: Aetna Mobile

QuEST Global 2019 Employee Benets

VISION Overview

Vision Service Plan (VSP) provides our vision benet.

You may see any doctor you wish. However, your

out-of-pocket costs will be lower if you use an in-network

provider.

Note: You will not receive an ID card from VSP. Your vision

provider will use the last 4 digits of your social security number

to verify your and your dependents’ eligibility.

You also have access to a number of discounts through VSP

including:

• 35% - 40% savings on lens coatings

• 30% off additional prescription (sun)glasses if purchased

on the same day as your appointment, otherwise 20% if

purchased within the year

• Savings on laser vision correction

• 15% savings on contact lenses

If you have had laser vision surgery, you can use your frame

allowance to buy non-prescription sunglasses from a VSP

provider if you receive an annual eye exam.

*Use SSN for VSP member conrmation. ID card not provided.

Customer Service: 1-800-877-7195

Website: www.vsp.com

Mobile App: VSP app

PLAN PROVISIONS VISION SERVICE PLAN (VSP)

COPAY IN-NETWORK OUT-OF-NETWORK

Exam – One Exam Every 12 Months Exam is $0 copay

Glasses are $15 copay

$45 allowance

Eyeglasses $70 allowance

Contacts (Instead of glasses) $140 allowance $105 allowance

Eyeglass Lenses $170 allowance $140 allowance

EYEGLASS LENSES — One Pair Every 12 Months

Single vision No charge $20 allowance

Lined bifocal No charge $50 allowance

Lined trifocal No charge $65 allowance

TRUHEARING DISCOUNT PROGRAM

VSP members and their covered dependents have free access

($108 value) to the TruHearing MemberPlus Program to enjoy

deep discounts on some of the most popular digital hearing

aids on the market. The program includes savings of up to

50% on hearing aids, yearly comprehensive hearing exams for

$75 and more. Sign up or learn more at vsp.truhearing.com.

REBATES AND SPECIAL OFFERS

As a VSP member, you can save more than $2,500 by taking

advantage of exclusive rebates and special offers on eye-wear,

lenses and contacts. You can also save up to $2,600 on digital

hearing aids. Visit www.vsp.com/specialoffers to learn more.

Monthly Premiums

Employee Only $6.97

Employee + Spouse $13.92

Employee + Child(ren) $14.91

Employee + Family $23.81

100% Employee Paid

QuEST Global 2019 Employee Benets

FLEXIBLE SPENDING ACCOUNTS Overview

Flexible Spending Accounts allow you to pay for goods and

services you already use with money deducted from your

paycheck before it is taxed. This can reduce your eligible

medical and dependent care expenses by as much as 30%.

These plans are administered by Benet Strategies. To make

the most of these benets, it’s important to understand the

following:

• Plan year: The plan year for our Flexible Spending

Accounts is January to December

• Open enrollment: You must re-enroll in these benets

each year during Open Enrollment.

• Grace period: Our plan gives you until March 15th of

the following plan year to spend any money in these

accounts. Any remaining money left in your account(s)

at that time is forfeited as required by the IRS’ “use-it-or-

lose-it” rule.

• Run-out period: Under our plan you have until March

31st to submit claims for reimbursement. If you don’t

submit claims by that date, they will not be reimbursed.

In addition, please note that the IRS prohibits you from using

these accounts to reimburse expenses incurred by domestic

partners or their children.

MEDICAL FSA

UP TO $2,650 ANNUALLY

This account allows you to pay for qualifying out-of-pocket

health care expenses for you and your dependents. The

amount you choose to contribute will be deducted from your

pay in equal installments throughout the year. You cannot

change this amount unless you have a qualifying life event

(see Eligibility for Benets on page 4).

DEPENDENT CARE FSA

UP TO $5,000 ANNUALLY PER HOUSEHOLD

This account allows you to pay for dependent daycare so that

you can work. If you are married, your spouse must also work

full-time, be actively seeking employment or attending school

full-time. If your spouse also contributes to a Dependent Care

FSA, your total contributions as a couple cannot exceed

$5,000. While you may use these funds to pay a relative,

that individual must be over the age of 19 and cannot be

considered one of your tax dependents.

Customer Service: 1-800-401-FLEX

Website: www.benstrat.com

Mobile App: Benet Strategies Reimbursement Plan App

Over-the-counter (OTC) medicines or drugs, except for

insulin, require a prescription in order to be eligible for

reimbursement. Please plan accordingly when determining

your Medical FSA contributions and check with Benet

Strategies for additional information.

Health Care Expenses

Acupuncture

Chiropractic treatments

Deductibles and copays

Dental fees*

Eye exams*

Eye surgery*

Hearing exams & hearing aids

Hospital bills

Insulin

Laboratory fees

LASIK surgery*

Obstetrics & fertility

Psychiatrist & psychologist

fees

Orthodontia expenses*

X-rays and MRI

OTC Items

– Prescription Required

Allergy medications

Anti-inammatory medication

Anti-itch medications

Asthma medications

Baby electrolytes

Cold sore medications

Cough, cold and u

medications

Diaper rash ointment

Pain relief (e.g., aspirin)

Sinus medications

Sleeping aids

OTC Items

– No Prescription Required

Blood pressure monitor

Contact lens solution*

Contraceptive devices

Diabetic supplies

Eye care products (e.g., saline)

First aid supplies

Hearing aid batteries

Hot and cold packs

Medicated bandages

Pregnancy tests

Reading glasses*

Supports/braces (e.g., wrist)

Thermometers

Sample Dependent Care

Expenses

After school care

Babysitter

Elder care

Extended day programs

Nursery school

Preschool for under 5 years

old

Sick-child center

Summer day camp

Expenses for day care,

summer camps, etc. Cannot

be submitted until after

services have been received.

*Denotes eligible expense for Limited Purpose Flexible

Spending Account.

SAMPLE EXPENSES

QuEST Global 2019 Employee Benets

ADDITIONAL BENEFITS

QuEST has established a Section 125 Plan. This plan allows

employees to make any required benet contributions on a

pre-tax basis before state, federal, and social security taxes

are withheld. Employee contributions made to the medical,

dental and vision plans will be automatically deducted from an

employee’s pay.

VACATION BUY PLAN

All full time & part time regular employees are eligible to

purchase additional vacation on a pre-tax basis (before

federal, state, and social security taxes are deducted). This

policy allows you to purchase additional paid time off without

being nancially impacted all at once. As an eligible employee,

you may purchase a minimum of 8 hours to a maximum of 40

hours of vacation in addition to the vacation you are otherwise

eligible to receive from QuEST-Global N.A. Inc.

New Hires may purchase vacation after they have completed

their waiting period to enroll in company’s benets. The waiting

period is communicated to each new hire at the time of their

joining. The enrollment is done usi..ng an electronic benet

enrollment portal. All new hires are sent instructions to access

the portal, 2-3 weeks before their benets effective date.

Participating employees will pay for this extra vacation time

through pre-tax payroll deductions taken from their paychecks

throughout the year. The payroll deductions are calculated

by dividing the total cost of vacation time purchased by the

number of paychecks remaining in a month at the time of

purchase.

Cost of vacation hours = # of hours purchased X hourly wage

rate at the time of purchase

Hourly wage rate = Full time annual base pay of 2080

Vacation purchased under this plan must be scheduled

and taken in accordance with QuEST’s vacation process

requirements. Purchased vacation can be used only after you

have utilized your company provided vacation entitlement.

Purchased vacation hours not used will not be paid out or

carried over into the next calendar year.

Unused “Purchased Vacation Time” will be returned to an

employee whose employment is terminated.

When taking purchased vacation, enter project/task number

IPMS code “Vacation Buy Plan” under “Employee Non

Availability drop down list” and the number of the hours on

your timecard.

QuEST discontinues the option to enroll in the Vacation Buy

plan on August 1st each year. This applies to employees

hired June 1st and after. You may enroll the following open

enrollment.

DISABILITY OVERVIEW

QuEST provides employees that work 30 hours or more per

week with Short Term Disability Insurance. Coverage begins

on the rst day of loss as a result of an injury and on the eighth

day of loss as a result of illness/disease. The benet amount

is 60% of your pre-disability earnings; not to exceed $2,000

weekly benet. The maximum benet period is 26 weeks.

QuEST also provides employees that work 30 hours or more

per week with Long Term Disability Insurance. Coverage

begins after 180 days. The benet is 50% of your pre-disability

earnings; not to exceed $5,000 monthly benet. The benet

period is up to Social Security Normal Retirement Age.

FMLA

Please review QuEST Global’s Leave Policy or contact your

HR Business Partner to determine if you are eligible for Family

Medical Leave. Our Family Medical Leave Administrator is The

Hartford.

Life Plan: 1-800-918-2335

STD and LTD: 1-800-549-6514

Website: www.thehartford.com

Mobile App: My Benets at The Hartford

SECTION 125 PLAN

Please complete QuEST’s Payroll Action Change form

as well as contact The Hartford to initiate your leave:

1-800-549-6514.

QuEST Global 2019 Employee Benets

ADDITIONAL BENEFITS

HYATT LEGAL

100% EMPLOYEE PAID

Many Individuals fear the cost of legal fees and don’t know

how to nd the right attorney for their needs. Hyatt Group

Legal Plan provides affordable, convenient legal counsel for

everyday personal legal needs. Once enrolled, employees

have access to an attorney, as if on retainer, through Hyatt’s

nationwide network of 12,000 pre-qualied attorneys.

Employees may contact an attorney for representation for a

wide range of legal services, in addition to telephone advice

and ofce consultations on an unlimited number of personal

legal matters, including:

• Estate planning such as wills, trusts, living wills, power of

attorney

• Real estate matters

• Trafc Offenses

• And all other legal services provided by attorneys.

BUY-UP LONG TERM DISABILITY

100% EMPLOYEE PAID

In addition to the LTD coverage that QuEST provides to you,

you may purchase additional coverage with The Hartford. This

insurance helps protect your paycheck if you’re unable to work

for a long period of time after a non-work-related condition,

injury or illness. The buy-up coverage we offer is employee-

paid and the benet is 60% of your monthly earnings to a

maximum of $7.500 per month. The cost for this coverage is

based on your age.

CRITICAL ILLNESS

100% EMPLOYEE PAID

A major illness can happen at any time and leave you feeling

emotionally, physically and nancially overwhelmed. While our

medical plan is valuable coverage, it may not cover all of the

expenses related to the treatment and recovery from a major

illness. With Critical Illness, you’ll receive a direct lump-sum

payment when a covered illness is diagnosed. It can help pay

for things like:

• Everyday living expenses like bills, groceries and rent/

mortgage

• Home health care needs and home modications

• Recovery and rehabilitation

• Child care expenses

• Travel expenses to and from treatment centers

You may purchase coverage in the amount of $10,000,

$20,000 or $30,000 and can also purchase a plan for your

Spouse and/or Child.

ACCIDENT

100% EMPLOYEE PAID

An accident can happen to anyone, and recovery can be costly.

Our medical plan picks up most costs, but you may still have

some out-of-pocket expenses that add up quickly. Accident

insurance can help ease the unplanned nancial burden. This

benet provides direct cash benets associated to a covered

injury such as x-rays, emergency room visits and diagnostic

exams. You can also purchase a plan for your Spouse and/

or Child.

QuEST Global 2019 Employee Benets

EMPLOYEE & SPOUSE SUPPLEMENTAL LIFE

MONTHLY RATES PER $1,000

Your Age Life AD&D

24 and under $ 0.049 $0.03

25-29 $ 0.058 $0.03

30-34 $ 0.078 $0.03

35-39 $ 0.087 $0.03

40-44 $ 0.097 $0.03

45-49 $ 0.146 $0.03

50-54 $ 0.223 $0.03

55-59 $ 0.417 $0.03

60-64 $ 0.640 $0.03

65-60 $ 1.232 $0.03

70+ $ 1.999 $0.03

CHILD LIFE MONTHLY RATE PER $1,000

Birth to age 26 $ 0.130

HOW TO CALCULATE YOUR

VOLUNTARY LIFE PREMIUM

Employee Premium

Coverage Elected/ $1,000 X Rate = Monthly Premium

Spousal Premium (use spouse age)

Coverage Elected / $1,000 X Rate = Monthly Premium

Child Life

Coverage Elected / $1,000 X $0.130 = Monthly Premium

BASIC LIFE AD&D

AND SUPPLEMENTAL LIFE/AD&D Overview

BASIC LIFE / AD&D

QuEST pays for $100,000 Life/AD&D coverage for all eligible employees through The Hartford.

Benets reduce to 65% at age 65 to 50% at age 70.

*In addition to your group basic life insurance, you have the option to purchase additional life insurance.

If you choose to enroll in this benet, you are responsible for the full cost through payroll deductions.

FOR YOU

Supplemental Life/ AD&D Benet $25,000 increments to a maximum of $500,000 not to exceed 5x your

annual earnings

For newly eligible employees: evidence of insurability is required for amounts of insurance in excess of $200,000

For employees enrolled in Supplemental Life: you may elect an increase in one level ($25,000), without EOI, at annual

enrollment each year

For employees who had been eligible in the past but did not elect: evidence of insurability (EOI) is required for any amounts of

insurance elected after initially becoming eligible

FOR YOUR SPOUSE - EMPLOYEE SUPPLEMENTAL LIFE MUST BE ELECTED

Supplemental Life/ AD&D Benet $10,000 increments to a maximum of $20,000

Not to exceed 50% of employee Supplemental Life amount

FOR YOUR CHILD(REN) - EMPLOYEE SUPPLEMENTAL LIFE MUST BE ELECTED

Supplemental Life Benet Birth to age 26.

Capped at $5,000

QuEST Global 2019 Employee Benets

401(K) Overview

QuEST believes planning for your future is important and

wants to help you build retirement security. Participating in the

QuEST Global 401(k) plan is a great way to start planning for

retirement.

Here are some of the plan’s valuable features:

• You are always 100% vested in (meaning you ”own”) your

paycheck contributions, rollover contributions and any

earnings on these amounts.

• Any earnings on your contributions grow tax-free and are

not taxed until you take them out of the plan.

• Your pre-tax contributions reduce your taxable income so

you pay fewer taxes throughout the year.

PLAN PROVISIONS 401(K)

Eligibility You can take advantage of this employee benet as soon as you have met your plan’s age and service eligibil-

ity requirements.

• 21 years of age on the next plan entry date*

• You must have completed 6 months of service by the next plan entry date*

Next plan entry date: 1st of the month, coincident with or next following the date you’ve met the eligibility

requirements.

Types of 401K plans:

Deferred tax (also called pre-tax) - Taxes are due at the time of distribution

Designated Roth Account - Taxes are paid before making the contribution, therefor contributions grow tax-free

and withdrawals at the time of retirement will be tax free

401K eligible income

Denition of compensation: Compensation is generally dened as your total compensation that is subject to

income tax and paid to you by QuEST the Plan Year. V-Pay will also be included.

Contributions Adjustments to compensation. Reference full details about contributions in the “Plan Summary

Description.”

• Salary reductions to this Plan and to any other plan or arrangement (such as cafeteria plan) will be

included

• Reimbursements or other expense allowances, fringe benets, moving expenses, deferred compensation,

and welfare benets will be excluded.

• Compensation paid while not a Participant in the component of the Plan for which compensation is being

used will be excluded.

• Compensation paid after you terminate employment is generally included for Plan purposes if these

amounts would otherwise have been considered compensation as described above and they are paid

within 2.5 months after you terminate employment, or if later, the last day of the Plan Year in which you

terminate employment; with the following exceptions:

• Disability continuation payments paid after you terminate employment if you are permanently and totally

disabled will be excluded.

Max. Allowed Contributions:

Pre-tax: 1% of Salary to 90% of Salary, up to IRS maximum limits.

Roth 401(K): 1% of Salary, up to IRS maximum limits

Catch-up contribution: If you’re over 50 years of age, you may also make a catch-up contribution in excess of

Internal Revenue Code or plan limits.

Plan: Quest Global 401(K)

Plan Number: 421350

Website: www.MyKPlan.com

(For enrollment; changes; forms; investments)

401K Plan Record Keeper Phone Number: 1-866-695-7526

QuEST Global 2019 Employee Benets

EXAMPLE 1:

EMPLOYEE MAKING 40,000 ANNUAL COMP Employee Deferral Employer Match

(50% match)

Total Retirement Savings

2% Deferral $800 $400 $1,200

4% Deferral $1,600 $800 $2,400

5% Deferral $2,000 $1,000 $3,000

10% Deferral $4,000 $1,000 $5,000

Max Deferral of $18,000 $18,000 $1,000 $19,000

EXAMPLE 2:

EMPLOYEE MAKING 55,000 ANNUAL COMP Employee Deferral Employer Match

(50% match of up to 5%) Total Retirement Savings

2% Deferral $1,100 $550 $1,650

4% Deferral $2,200 $1,100 $3,300

5% Deferral $2,750 $1,375 $4,125

10% Deferral $5,500 $1,375 $6,875

Max Deferral of $18,000 $18,000 $1,375 $19,375

EXAMPLE 3:

EMPLOYEE MAKING 125,000 ANNUAL COMP Employee Deferral Employer Match

(50% match of up to 5%)

Total Retirement Savings

2% Deferral $2,500 $1,250 $3,750

4% Deferral $5,000 $2,500 $7,500

5% Deferral $6,250 $3,125 $9,375

10% Deferral $12,500 $3,125 $15,625

Max Deferral of $18,000 $18,000 $3,125 $21,125

EXAMPLE 4:

EMPLOYEE MAKING 150,000 ANNUAL COMP Employee Deferral Employer Match

(50% match of up to 5%)

Total Retirement Savings

2% Deferral $3,000 $1,500 $3,750

4% Deferral $6,000 $3,000 $7,500

5% Deferral $7,500 $3,750 $11,250

10% Deferral $15,000 $3,750 $18,750

Max Deferral of $18,000 $18,000 $3,750 $21,750

PLAN PROVISIONS 401(K)

Employer Match

QuEST makes a discretionary matching contribution equal to a uniform percentage of your salary deferrals.

Each Year, QuEST will determine the amount of the discretionary percentage. For FY18, QuEST will determine

the amount of the discretionary percentage. For FY18, QuEST will match 50% of 401(K) contributions up to

5% of compensation deferred into the plan.

Limit on matching contribution, QuEST has the option to apply the matching contribution by disregarding (i.e.,

not matching) salary deferrals made each payroll period that exceeds a certain Limit on matching contribution.

QuEST has the option to apply the matching contribution by disregarding (i.e., not matching) salary deferrals

made each payroll period that exceed a certain dollar amount or a certain percentage of your compensation

for such period. The Administrator will inform you of this limit. Allocation conditions: You will always share in

the matching contribution regardless of the amount of service you complete during the Plan Year.

QuEST Global 2019 Employee Benets

PLAN PROVISIONS 401(K)

Vesting Schedule

Your contributions and any amounts you rolled into the plan, adjusted for gains and losses, are always vested

100%

QuEST contribution vests according to the following schedule:

Years of service 1 2 3

Employer Match with Vesting 0% 0% 100%

Employer NEC 0% 0% 100%

Rollover

Rollovers are accepted into the plan, even if you are not yet a participant. See the Rollover form for instructions

regarding transferring money into your plan.

Contact 866-695-7526 or go Online to www.mykplan.com for a Rollover form

Investing You choose how to invest your savings. You may select from the following:

• The variety of investments listed in MyKPlan.com

Loans

Your plan allows you to borrow from your savings. (A fee may apply)

• Number of loans outstanding at any one time :01

• Minimum loan amount $1000

• Maximum loan amount: $50K or 50% of the vested balance (whichever is less).

• Maximum repayment period: Generally, ve years, unless for the purchase of a primary residence.

• Interest rate: Prime +1%

You will be charged an interest rate equal to the prime rate as published in the Wall Street Journal on the

14th day of each month (or on the rst business day preceding the 14th in the event the 14th is not a

business day, plus one percent. The interest rate will be xed for the duration of the loan except otherwise

required by law.

Withdrawals

Types:

• Rollover to another qualied retirement

• Age 59.5

• Hardship

• Minimum amount: $500.00

• Special rules: Special rules exist for each type of withdrawal. You may be subject to a 10% penalty in

addition to federal and state taxes if you withdraw money before age 59.5. See your Summary Plan

Description for more information.

Creditor Protection.

By Law 401(K) plan is creditor protected. This is hwy it may be best to get a distribution at the time of retirement and

avoid using 401K funds to avoid foreclosure, pay off debt or start a business.

Distributions

Vested savings may be eligible for distribution upon retirement, death, disability or termination

of employment.

Contact 866-695-7526 or go Online to www.mykplan.com to process

Rollovers

Rollovers are accepted into the plan, even if you are not yet a participant. See the Rollover form for instructions

regarding transferring money into your plan.

Contact 866-695-7526 or go Online to www.mykplan.com a Rollover Form

Contributions

are taxable

upfront, hence

less take home

TODAY

Is my tax

bracket, likely

to be higher

at the time of

retirement?

Could the

money saved

in taxes, be

invested

outside the

plan?

Do I believe

the tax rates

currently in

effect will be

higher or lower

when I retire?

QuEST Global 2019 Employee Benets

EXAMPLE 1: JOHNNY ON THE SPOT

John, who is 45 and likely to retire at 67, generally contributes

the maximum to his 401(k) plan. His overall federal and state

tax rate is 40 percent, and he is considering a Roth 401(k)

contribution.

Here are the decision steps John faces:

1. John must consider that the contributions are fully taxable

upfront. If he chooses a $15,000 Roth 401(k) contribution,

he will have to pay the $6,000 taxes on the contribution

from somewhere else. That $6,000 will then not be

available to him and he will lose the earnings on that

$6,000 over the next 22 years (less the taxes he would

pay on the earnings).

2. John needs to determine whether his tax bracket is likely

to change when he retires. If he is covered by a pension

plan and holds signicant investments, John may be in

the same tax bracket for many years after retirement. On

the other hand, without a pension, John’s tax bracket may

drop from 40 percent to 25 percent during retirement.

3. John needs to decide whether his return on investment

(ROI) outside of the plan will be signicantly better than his

ROI inside of the plan. If John makes a traditional 401(k)

contribution and puts what would otherwise be his $6,000

tax payment into a high-yield investment outside the plan,

he might be better off because his rate of return (even

after yearly taxes) will be high. But if John puts the $6,000

into a money market account outside the plan, where it

would earn signicantly less, he may have been better off

making a Roth 401(k) contribution with after-tax dollars.

4. John needs to decide whether he believes the tax rates

currently in effect will be higher or lower when he retires.

This is not an easy projection. Within the last 20 years, top

federal income tax rates have been as high as 70 percent

and as low as 28 percent. If John thinks the income tax

rates will increase, paying tax at 40 percent may be better

than paying higher rates later (especially if John’s income

is otherwise expected to be steady).

If John thinks the tax rate is likely to drop, he would not

generally want to choose a Roth 401(k). Likewise, if John’s

tax rate is likely to remain the same and his return inside or

outside the plan would be reasonably comparable, the Roth

401(k) may not be worthwhile.

And here are a few possible outcomes:

• John decides on a Roth 401(k) contribution but also

decides not to pay tax from another source, so he

reduces his Roth 401(k) contribution to make up for the

taxes. Instead of contributing $15,000, John contributes

$9,000. Assume John’s tax rate remains the same for

the whole period and that he will take a lump sum at age

67, and that the plans internal rate of return is 6 percent

(compounding monthly). At age 67, John’s $9,000 Roth

401(k) contribution is worth $33,580, none of it taxable.

• If John contributed $15,000 to a traditional 401(k), it

would be worth $55,970 but he would pay $22,388 in

taxes. Thus, his after-tax distribution would be $33,582.

Given rounding differences, he comes out the same.

• If John retires when his top tax rate is 50 percent instead

of 40 percent, he would pay approximately $27,985

in taxes and have only $27,985 remaining. However, if

John’s tax rate dropped below 40 percent at age 67, the

regular 401(k) contribution would be the better deal.

EXAMPLE 2: MARY’S MOVING UP

Mary is 30, in the 25 percent tax bracket and will retire at age

67. She expects her income to rise considerably and thus her

tax bracket will be 40 percent later in her career. Mary thinks

she can save $10,000 this year. She must go through many of

the same decision steps as John (see above), but she already

knows that her tax rate is likely to increase and that she has

many years before retirement.

Some possible outcomes:

• If Mary puts $10,000 in as a regular contribution she will

not pay federal income tax on the amount now. Assume

that Mary would take a lump sum distribution at age

67. The $10,000 contributed to the plan pre-tax would

grow (6 percent compounded monthly) to approximately

$91,565, but she would pay approximately $36,600 in

tax on the distribution. Her distribution would thus be

$54,965

after tax.

• Because she can only save $10,000, if she chooses a

Roth 401(k) Mary will contribute $7,500 to the plan and

will pay the $2,500 as tax. However, at age 67 she will

pay no tax on the distribution, which includes 37 years

of earnings. Assuming a 6 percent return (compounding

monthly), her $7,500 contribution will be worth

approximately $68,674

tax free.

• As these calculations show, present and future tax

brackets make a big difference in deciding between

a regular or Roth 401(k) contribution. To reiterate, if a

person in a high tax bracket expects the tax bracket to

drop after retirement, a Roth 401(k) may not be the best

choice. A young person in a lower tax bracket, however,

could well decide that a Roth 401(k) makes more sense.

See more at: https://www.shrm.org/hrdisciplines/benets/

articles/pages/cms_013672.aspx#sthash.KhVP3DdP.dpuf

QuEST Global 2019 Employee Benets

TIME OFF ENTITLEMENTS

TIME OFF ENTITLEMENTS FOR BAND 1 NON EXEMPT (HOURLY) EMPLOYEES IN ALL STATES EXCLUDING THE STATE

OF CA, WA, VT & AZ

MONTH OF HIRE VACATION IN HOURS SICK IN HOURS BEREAVEMENT IN HOURS

January 40.00 0.00 0.00

February 36.67 0.00 0.00

March 33.33 0.00 0.00

April 30.00 0.00 0.00

May 26.67 0.00 0.00

June 23.33 0.00 0.00

July 20.00 0.00 0.00

August 16.67 0.00 0.00

September 13.33 0.00 0.00

October 10.00 0.00 0.00

November 6.67 0.00 0.00

December 3.33 0.00 0.00

TIME OFF ENTITLEMENTS FOR BAND 1, 2, 3 EXEMPT (SALARIED) & BAND 2 NON EXEMPT (HOURLY) EMPLOYEES IN

ALL STATES EXCLUDING THE STATE OF CA, WA, AZ & VT

MONTH OF HIRE VACATION IN HOURS SICK IN HOURS BEREAVEMENT IN HOURS

January 80 .00 40.00 24.00

February 73.33 36.67 24.00

March 66.67 33.33 24.00

April 60.00 30.00 24.00

May 53.33 26.67 24.00

June 46.67 23.33 24.00

July 40 .00 20.00 24.00

August 33.33 16.67 24.00

September 26.67 13.33 24.00

October 20.00 10.00 24.00

November 13.33 6.67 24.00

December 6.67 3.33 24.00

QuEST Global 2019 Employee Benets

TIME OFF ALLOCATIONS FOR EMPLOYEES IN CALIFORNIA & VERMONT

FT REGULAR BAND 1 NON EXEMPT HOURLY EMPLOYEES (IN CA & VT)

Month of Hire Vacation in Hours Sick in Hours

(Ratably earned)

Sick in Hours

(Frontloaded)

Bereavement in Hours

January 16 .00 0.00 24.00 0.00

February 12.67 0.00 24.00 0.00

March 9.33 0.00 24.00 0.00

April 6.00 0.00 24.00 0.00

May 2.67 0.00 24.00 0.00

June 0 .00 0.00 24.00 0.00

July 0 .00 0.00 24.00 0.00

August 0.00 0.00 24.00 0.00

September 0.00 0.00 24.00 0.00

October 0.00 0.00 24.00 0.00

November 0.00 0.00 24.00 0.00

December 0.00 0.00 24.00 0.00

FT REGULAR BAND 1,2,3 EXEMPT SALARIED & BAND 2 NON EXEMPT HOURLY EMPLOYEES (IN CA & VT)

Month of Hire Vacation in Hours Sick in Hours

(Ratably earned)

Sick in Hours

(Frontloaded)

Bereavement in Hours

January 80 .00 16.00 24.00 24.00

February 73.33 12.67 24.00 24.00

March 66.67 9.33 24.00 24.00

April 60.00 6.00 24.00 24.00

May 53.33 2.67 24.00 24.00

June 46.67 0.00 24.00 24.00

July 40.00 0.00 24.00 24.00

August 33.33 0.00 24.00 24.00

September 26.67 0.00 24.00 24.00

October 16.00 0.00 24.00 24.00

November 2.67 0.00 24.00 24.00

December 0.00 0.00 24.00 24.00

Part time employees and full time employees in temporary positions, whose work location is based out of California or Vermont,

are eligible for 24 hours of sick time. This time is not prorated from the date of hire and may be used for the employee’s or a family

member’s preventive care & other reasons specied by the legislation in these States.

TIME OFF ENTITLEMENTS

QuEST Global 2019 Employee Benets

TIME OFF ALLOCATIONS FOR EMPLOYEES IN WASHINGTON & ARIZONA

FT REGULAR BAND 1 NON EXEMPT HOURLY EMPLOYEES (IN AZ; WA)

Month of Hire Vacation in Hours Sick in Hours

(Ratably earned)

Sick in Hours

(Frontloaded)

Bereavement in Hours

January 0.00 0.00 40.00 0.00

February 0.00 0.00 40.00 0.00

March 0.00 0.00 40.00 0.00

April 0.00 0.00 40.00 0.00

May 0.00 0.00 40.00 0.00

June 0.00 0.00 40.00 0.00

July 0.00 0.00 40.00 0.00

August 0.00 0.00 40.00 0.00

September 0.00 0.00 40.00 0.00

October 0.00 0.00 40.00 0.00

November 0.00 0.00 40.00 0.00

December 0.00 0.00 40.00 0.00

FT REGULAR BAND 1,2,3 EXEMPT SALARIED & BAND 2 NON EXEMPT HOURLY EMPLOYEES (IN AZ; WA)

Month of Hire Vacation in Hours Sick in Hours

(Ratably earned)

Sick in Hours

(Frontloaded)

Bereavement in Hours

January 80.00 0.00 40 24.00

February 73.33 0.00 40 24.00

March 66.67 0.00 40 24.00

April 60.00 0.00 40 24.00

May 53.33 0.00 40 24.00

June 46.67 0.00 40 24.00

July 40.00 0.00 40 24.00

August 33.33 0.00 40 24.00

September 26.67 0.00 40 24.00

October 16 .00 0.00 40 24.00

November 2.67 0.00 40 24.00

December 0.00 0.00 40 24.00

TIME OFF ENTITLEMENTS

QuEST Global 2019 Employee Benets

2019 PAYROLL SCHEDULE

HHH

1 42 3 5

1 2 3 4 5

86 7 119 10 12

86 7 9 10 11 12

1513 14 1816 17 19

1513 14 16 17 18 19

2220 21 2523 24 26

2220 21 23 24 25 26

2927 28 30 31

1 2

32 33

53 4 86 7 9

3634 35 37 38 39 40

1210 11 1513 14 16

4341 42 44 45 46 47

1917 18 2220 21 23

5048 49 51 52 53 54

2624 25 27 28

5755 56 58 59

1 2

60 61

53 4 86 7 9

6462 63 65 66 67 68

1210 11 1513 14 16

7169 70 72 73 74 75

1917 18 2220 21 23

7876 77 79 80 81 82

2624 25 2927 28 30

8583 84 86 87 88 89

21 53 4 6

9291 93 94 95 96

97 8 1210 11 13

9997 98 100 101 102 103

1614 15 1917 18 20

106104 105 107 108 109 110

2321 22 2624 25 27

113111 112 114 115 116 117

3028 29

120118 119

31 2 4

121 122 123 124

75 6 108 9 11

127125 126 128 129 130 131

1412 13 1715 16 18

134132 133 135 136 137 138

2119 20 2422 23 25

141139 140 142 143 144 145

2826 27 3129 30

148146 147 149 150 151

152

42 3 75 6 8

155153 154 156 157 158 159

119 10 1412 13 15

162160 161 163 164 165 166

1816 17 2119 20 22

169167 168 170 171 172 173

2523 24 2826 27 29

176174 175 177 178 179 180

181

21 53 4 6

183182 184 185 186 187

97 8 1210 11 13

190188 189 191 192 193 194

1614 15 1917 18 20

197195 196 198 199 200 201

2321 22 2624 25 27

204202 203 205 206 207 208

3028 29 31

211209 210 212

21 3

213 214 215

64 5 97 8 10

218216 217 219 220 221 222

1311 12 1614 15 17

225223 224 226 227 228 229

2018 19 2321 22 24

232230 231 233 234 235 236

2725 26 3028 29 31

239237 238 240 241 242 243

31 2 64 5 7

246244 245 247 248 249 250

108 9 1311 12 14

253251 252 254 255 256 257

1715 16 2018 19 21

260258 259 261 262 263 264

2422 23 2725 26 28

267265 266 268 269 270 271

29 30

272 273

1 42 3 5

274 275 276 277 278

86 7 119 10 12

281279 280 282 283 284 285

1513 14 1816 17 19

288286 287 289 290 291 292

2220 21 2523 24 26

295293 294 296 297 298 299

2927 28 30 31

302300 301 303 304

1 2

305 306

53 4 86 7 9

309307 308 310 311 312 313

1210 11 1513 14 16

316314 315 317 318 319 320

1917 18 2220 21 23

323321 322 324 325 326 327

2624 25 2927 28 30

330328 329 331 332 333 334

31 2 64 5 7

337335 336 338 339 340 341

108 9 1311 12 14

344342 343 345 346 347 348

1715 16 2018 19 21

351349 350 352 353 354 355

2422 23 2725 26 28

358356 357 359 360 361 362

3129 30

365363 364

HOLIDAYS

PAY DATES ADP TRANSMIT DATEPAYROLL START DATE PAYROLL END DATE

PP#

2nd QTR

ENDS

3rd QTR

ENDS

4th QTR

ENDS

1st QTR

ENDS

JANUARY FEBRUARY MARCH

APRIL MAY JUNE

JULY AUGUST SEPTEMBER

OCTOBER NOVEMBER DECEMBER

SMTWTFS SMTWTFS SMTWTFS

QuEST Global 2019 Employee Benets

CONTACTS FOR BENEFITS

PLAN GROUP NUMBER MEMBER SERVICES WEBSITE

MEDICAL

Aetna 837246 1-800-962-6842 www.aetna.com

Health Savings Account N/A Phone number on your

debit card or call Aetna

customer service

Your HSA account is liked through your

Aetna Navigator Account

Teladoc N/A 1-800-Teladoc www.Teladoc.com

PHARMACY

Express Scripts administred by RxBenets RXBQUGL 1-800-334-8134 www.express-scripts.com

OTHER HEALTH BENEFITS

Dental - Aetna 837246 1-800-962-6842 www.aetna.com

Vision - VSP 30042692 1-800-877-7195 www.vsp.com

FSA - Benet Strategies N/A 1-800-401-FLEX www.benstrat.com

LIFE INSURANCE, DISABILITY, FMLA

Short Term and Long Term Disability -

The Hartford 697383 1-800-549-6514 www.thehartford.com

Basic Life/AD&D and Supplemental Life/

AD&D- The Hartford 681299 1-800-918-2335 www.thehartford.com

FMLA N/A 1-800-549-6514 www.thehartford.com

ADDITIONAL BENEFITS

401(k) Retirement - ADP 421350 1-866-695-7526 www.MyKPlan.com

Legal - Hyatt N/A 1-800-821-6400 www.legalplans.com

Buy-Up Long Term Disability - The Hartford 681299 1-800-549-6514 www.thehartford.com/employeebenets

Critical Illness - The Hartford 681299 1-866-547-4205 www.thehartford.com/employeebenets

Accident - The Hartford 681299 1-866-547-4205 www.thehartford.com/employeebenets

Benet Model Notices are found under Tools & References in ADP.

QuEST Global 2019 Employee Benets

This glossary contains terms and denitions which are intended to be educational. (See your Summary of Benets and Coverage Plan

Document or Summary Plan Description for more information.)

ALLOWED BENEFIT

The amount established for payment of covered in-network

services. The Allowed Benet will generally be lower than

the amount charged. You are responsible for co-payments,

coinsurance and all charges that exceed the Allowed Benet

for services received out-of-network. This is called balance

billing.

BALANCE BILLING

When a provider bills you for the difference between the

provider’s charge and the carrier’s discounted price (“Allowed

Benet”). For example, if the provider’s charge is $100 and

the allowed benet is $70, the provider may bill you for the

remaining $30. An in-network provider may not balance bill for

the difference between their charge and the Allowed Benet.

COINSURANCE

The portion of the cost of covered medical services paid

by the patient under a health plan, after rst meeting any

applicable plan deductible. Coinsurance amounts, which are

typically a percentage of the cost, may vary by type of service.

Coinsurance requirements are specied in the plan documents.

CO-PAYMENT

A set dollar amount or portion that you pay for your medical

services. Usually, copays start after you rst pay any deductible

your plan has. Copays may differ by type of service. You can

nd your copay rules in your plan documents.

DEDUCTIBLE

A xed dollar amount during the benet period - usually a year

- that an insured person pays before the insurer starts to make

payments for covered medical services. Plans may have both

per individual and family deductibles.

EVIDENCE OF INSURABILITY

A questionnaire that insurance companies use to ask about

the health of a participant. Depending on the responses, this

may lead to the requirement of a physical exam. These forms

are often used if you apply for voluntary benets outside of your

initial eligibility period or if you apply for a coverage amount

above the Guaranteed Issue amount.

GUARANTEED ISSUE

The amount of coverage (benet) the insurance company is

willing to provide regardless of your health. Guaranteed Issue

only applies if you enroll in the program when you are rst

eligible for coverage.

MAIL ORDER

A benet that allows you to receive multiple months’ worth of

maintenance medication by mail.

OUT-OF-POCKET MAXIMUM

The limit on the amount an individual is required to pay for

health care services covered by his or her benets plan. Look

for this information in insurance plan documents such as your

Certicate of Coverage.

GLOSSARY OF TERMS

Qu EST Global 2019 Benefits Guide FT Reg

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