A: The plan allows you and/or your family to be covered on the 1st of the following month for which you have completed 90 days of continuous employment.

Example:  John Done begins employment on March 3, 2003.  John's effective date for Health & Dental Benefits is July 1, 2003.

Q: Can I enroll my family at anytime after I have completed 90 days of employment?

A: Yes and No.  Our plan does not allow OPEN ENROLLMENT.  

If you do not elect family coverage prior to your effective date, the only time you may enroll family members is through a special enrollment period:

(1)  Loss of Coverage as a result in termination of employment of spouse

(2)  Result of marriage, birth, adoption, or the placement of adoption.  In any case, you must enroll the above within 30 days of the event.

A: (non-Columbia, SC residents):  Our plan is not associated with any HMO or PPO unless you reside in "Yellowstone County (MT)".

You do however need to be careful when selecting a physician because they may be considered a "Specialist" in their field while your care may not necessarily require such a Specialist.

A: First, make sure you have your insurance card with you.  This will usually give the hospital or clinic all the information they need to set up the claim.

Second, they may verify your/family benefits by calling: EBMS - Group #124 at 1-800-777-3575

Third, they may verify benefits through the personnel office.

A: Each claim that is submitted to EBMS is entered into their system and is paid based on our Policy Deductibles and Plan limitations.

Each statement will provide all the information you need to determine the what, why, and when questions.

A: First, if you have a non-emergency medical condition, going to you local walk-in clinic or Doctors Clinic will save you hundreds of dollars.  Each emergency room visit is on average 300% to 400% more than a clinics charge.

Second, ask your doctor or clinic if they accept assignment (will not charge the difference between what he charges vs. what our plan pays).

Third, ask for Generic Prescriptions if available, this could save hundreds of dollars as well.  

Fourth, get a second or third surgical opinion before any elective surgery.

A:  If you terminate employment with The Printing For Less, your benefits will continue to the end of the month unless termination is on the 1st of the month.

Example:  John Doe terminates employment on March 8, 1999.  His benefits would continue through March 31, 1999.  If John Doe terminates employment on March 1, 1999, his benefits would stop on that date.  

Upon notice of termination, EBMS will issue to you a COBRA NOTICE.  This will enable you to elect or decline continuation of your Health & Dental policy.  You must respond to the notice no later than 60 days from the date of the notice.  The cost for COBRA Coverage is 102% of the premium the company pays.

A:  This new federal program is called HIPAA (Health Insurance Portability and Accountability Act of 1996).  Under this program, pre-existing conditions are limited by prior creditable coverage.  Provides credit for prior health coverage and process for transmitting information concerning prior coverage.  Prohibits discrimination in enrollment and premiums based on health status.

Example:  John Doe worked for ABC Co. for 5 years and terminated employment on January 1, 1999.  John Doe was issued COBRA through ABC Co. on January 1, 1999 but declined coverage.  John Joe began employment with The Printing For Less on February 15, 1999 with an effective date of insurance of June 1, 1999.  Since John Doe did not have a break in coverage longer than 63 days, pre-existing conditions would be waived because he met the 12-month pre-existing coverage under his old plan.  However, if John Doe did not elect COBRA from ABC Co. and began employment with The Printing For Less on March 15, 1999, then a 12 month pre-existing clause would be in effect for John Doe is diagnosed or was treated for a health condition in the past 6 months.

A:  An approved Leave of Absence may be granted without disruption to your benefits, however the leave cannot extend beyond 30 day time period, unless you meet the qualifications for a leave of absence under the Family Medical leave Act (FMLA).

A: The Company will match 100% of your deferral amount up to 6% of your compensation or $110.00 per month whichever is less.

Example:  John Doe has a monthly income of $2000.00.  John Doe contributes 2% of his income to his 401(k) retirement account.  .02 x 2,000= $40.00.  In this case, The Company would match $40.00

Example:  John Doe contributes 6% to his retirement account.  .06 x 2,000= $120.00.  The Company would match $110.00.

A: The Internal Revenue Service has issued a lengthy compliance policy regarding this procedure.

What it states in general is:  the employee deferral funds are to be deposited into the individual accounts not later than the 15th of the following month after the deferral has been made, and/or as soon as the deferral funds can be assembled to remit to the Trust Company.

This only refers to your deferral and not the match.  We have made it our policy to remit BOTH employee deferrals and the Company Match on a Bi-Weekly basis.  This exceeds the requirements under the Internal Revenue Service guidelines.

A: A Loan:  subject to a minimum loan value of $2,000.00 and a maximum of 50% of your vested account balance, or $50,000.00.  Interest is 3.0% above prime rate and the payments are credited into your account.  The plan limits each participant to one outstanding loan at any given time.  Repayment of the loan cannot exceed 5 years unless the loan is for the purchase of a primary residence.

Hardship Withdrawal:  are limited to elective deferrals excluding earnings.  Participant cannot participate in the 401(k) for 1 year from the date of the Hardship Withdrawal.  Participant must have immediate and heavy financial need such as, Medical Expenses that exceed 7.5% of adjusted gross income, Purchase of Primary Residence, Payment of tuition of post-secondary education, Prevention of eviction from residence and funeral costs.  All other resources available to the employee must have been exhausted such as:  cannot liquidate any other assets or obtain a bank loan.

A:  You have several options in which to choose when leaving the company:

1.  Leave your account balances with the Trust Company until age 70 1/2.

2.  Rollover into an IRA or other qualified plan.

3.  Withdrawal funds (subject to 20% Federal Withholding).  If you choose this option, you will be subject to a penalty of 10% and will be taxed as normal earnings in the year of your withdrawal.  Note:  if you are 59 1/2 years of age, the penalty does not apply.

A:  You are vested 100% from day one in both your deferral account and Employers Matching Account.

A: Everyone has different retirement goals and risk factors.  For the best advice, you should always consult with your Accountant, Broker, or your Personal Investment Advisor.  Here are a few questions you need to ask yourself before you make an election to your 401(k) account.

1.  How many years are left before I want to retire?

2.  What are my goals for your retirement?

3.  What is my risk factor?

4.  How much month do I currently have in retirement accounts?

5.  What does my current portfolio consist of?  (Money Markets, CD's, Stocks, Mutual Funds, etc.)

6.  How much can I afford to set away for retirement?  KEEP IN MIND YOUR 401(K) IS FOR RETIREMENT.  IT SHOULD NOT BE CONSIDERED A PASSBOOK SAVINGS ACCOUNT!

A:  Information regarding your account can be obtained in the following manner:

By Phone:  (800) 932-5704

By Internet:  www.ceridiank.com