1. Benefit Summary

2. BlueCross BlueShield of North Carolina
Medical Plan
BlueCross BlueShield of North Carolina
Provides access to quality doctors and facilities
Supports your health with great resources
Offers the latest technology to help you navigate your plan
All of the current in-network providers are in the BlueCross BlueShield of North Carolina network.

3. Health Plan: Coverage Levels
Four coverage levels for medical, dental and vision:
Employee only
Employee + Spouse
Employee + Child or Children
Employee + Family
you can choose family coverage for medical, employee plus children coverage for dental and employee only coverage for vision.

4. High Deductible Health Plan (HDHP)
Medical Plan
Benefit
High Deductible Health Plan (HDHP)
PPO Plan
In-Network
Out-of-Network
Individual Deductible*
$1,500
$500
$1,000
Family Deductible*
$3,000
$2,000
Snyder’s-Lance HSA Contribution – Employee Only
Not applicable
Snyder’s-Lance HSA Contribution - Family
Individual Out-of-Pocket Maximum
$2,500
$5,000
Family Out-of-Pocket Maximum
$6,000
$10,000
Preventive Care
Covered at 100%
35% after deductible
Primary Care Office Visit
20% after deductible
$25 copay
Specialist Office Visit
$40 copay
Speaker Notes:
There are some important differences between the HDHP and PPO options.
First, let’s review the financial features.
Each option has a different annual deductible amount. This is the amount you must pay before the plans begin to share the cost of most non-preventive care.
The HDHP has a higher deductible in exchange for lower per paycheck contributions.
There are also differences in the out-of-pocket maximums for the plans. This is the most you will pay in a year for medical care – and your deductible counts toward this amount.
Now, let’s look at how the plans cover care.
Both plans cover in-network preventive care – services like an annual physical, immunization, and cancer screening – at 100%. There’s no deductible for eligible preventive care, so this means you pay nothing.
There’s a difference in how the plans pay for care received in a doctor’s office. When you enroll in the HDHP, you pay 20% after the deductible for doctor office visits. With the PPO, you pay a copay – $25 for each visit to a primary care physician and $40 per visit to a specialist.
For most other care, you pay a share of the cost after the deductible – 20% when you enroll in the HDHP and 15% in the PPO.
Like today, eligible dependents up to age 26-medical plan only

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

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

7. Prescription Drugs: Prime Therapeutics
Retail Pharmacy Benefits
HDHP In-Network
PPO In-Network
Tier 1 (Generic)
20% after deductible (preventive prescriptions covered 100% with no deductible**)
$10 copay
Tier 2 (Preferred Brand)
$30 copay
Tier 3 (Brand)
$50 copay
Tier 4 (Specialty Drugs) must be filled with CuraScript
25% up to $100 maximum
Mail-Order Benefits
$20 copay
$60 copay
$100 copay
Tier 4 (Specialty Drugs)
Not allowed
HDHP Plan
generic preventive prescriptions are covered at 100% with no deductible. Generic preventive prescriptions include medications for chronic conditions like allergies, high blood pressure and heart medicine, and diabetes.
For all other medications, you pay 20% of the cost of the prescription after meeting the medical plan’s deductible.
PPO Plan
will have a copay that’s based on the type of medication – generic, formulary or non-formulary. NO DEDUCTIBLE **

8. Health Savings Accounts: An Overview
A Health Savings Account (HSA) is a special account, owned by an individual, and used to pay for current and future healthcare expenses. HSAs are used in conjunction with a “High Deductible Health Plan” (HDHP). The benefits of an HSA are:
Your own HSA contributions are tax-deductible.
Interest earned on your account is tax-free.
Withdrawals for qualified expenses are tax-free.
Unused funds and interest are carried over, without limit, from year to year.
You own the HSA and it is yours to keep—even when you change plans or retire.
Money is tax free when used for qualified expenses.
Carries over year after year
Take it with you
Once you reach 60 years of age you can use the funds how ever you want to with no penalty, but subject to normal income taxes.

9. Health Savings Accounts: Additional Details
Contributing to an HSA: Employee and/or Employer
The maximum annual HSA contribution is based on the statutory limit for your coverage level (employee only or employee + dependents) each year.
$3,100 - $500 = $2,600 (Employee only)
$6,250 - $500 = $5,750 (Employee + Dependents)
If you are age 55 or older, you can also make additional “catch-up” contributions
$1,000
S-L contributing $500, you must open the health savings account with Mellon Bank, this info will be sent to you once you elect the high deductible plan.
$500 is prorated, weekly

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

11. Medical Premiums $26.60 $59.87 $55.95 $83.81 $15.00 $38.68 $34.81
 Plan and Coverage Tier
Weekly Paid
Medical PPO: EE
$26.60
Medical PPO: EE & SP
$59.87
Medical PPO: EE & Child(ren)
$55.95
Medical PPO: Family
$83.81
Medical HDHP: EE
$15.00
Medical HDHP: EE & SP
$38.68
Medical HDHP: EE & Child(ren)
$34.81
Medical HDHP: Family
$54.15

12. Dental Option 1: MetLife
Option 1
In-Network
Out-of-Network
Deductible Individual/Family
$75/$225
Annual Maximum Benefit
$1,000
Preventive Care
100% , no deductible
100% of R&C Fee*, no deductible
Basic Care
50% after deductible
50% of R&C Fee* after deductible
Major Care
50% of R&C Fee* after deductible
Orthodontia
 Not Covered
Note: Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis.
Both dental plan options provide coverage for preventive and diagnostic, basic and major dental care. In-network preventive care is covered at 100% and employees pay a share of the cost after the deductible for basic and major care.
Option 2 also provides coverage for orthodontia
***Dependent/grandchildren eligibility***

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

14. Dental Premiums: MetLife
 Plan and Coverage Tier
Weekly Paid
Dental Option 1: EE
$4.38
Dental Option 1: EE & SP
$9.06
Dental Option 1: EE & Child(ren)
$10.40
Dental Option 1: Family
$16.70
Dental Option 2: EE
$7.57
Dental Option 2: EE & SP
$15.69
Dental Option 2: EE & Child(ren)
$14.59
Dental Option 2: Family
$24.61

15. Vision In-Network: VSP
Option 1
In-Network
Option 2
Well Vision Exam
$10 copay
Frequency: 1/calendar yr.
Prescription Glasses
$ 20 copay
Frequency: every other calendar year
Frequency: every calendar year
Frames
Included in copay above for glasses - $130 allowance
20% off amount over your allowance
Frequency: Every other calendar year
Included in copay above for glasses - $160
allowance
Frequency: Every calendar year
Lenses
Included in copay for glasses above
Single vision, lined bifocal, and lined trifocal
Polycarbonate lenses for dependent children
Included in copay in copay for glasses above
Co pays now for exam. Just like our plan today, you can only get frames or contacts.
Difference between the plans:
Frequency
$$ paid towards frames/contact lenses

16. Vision: VSP Option 1 In-Network Option 2 Lens Options
Option 1
In-Network
Option 2
Lens Options
Standard Progressive lenses: Copay $50
Premium progressive lenses: Copay $80-$90
Custom Progress lenses: Copay $120-$160
Average 35-40% off other lens options
Contacts (instead of glasses)
Contact lens exam (fitting & evaluation): Copay up to $60
Contacts: $130 allowance
Frequency: Every other calendar year
Contacts: $160 allowance
Frequency: Every calendar year
Extra Savings & Discounts
Discounts on additional Glasses and Sunglasses
Guaranteed pricing on Retinal Screening
Discount on Laser Vision Correction
Con’t

17. Vision Out-of-Network: VSP
Option 1
Out-of-Network
Option 2
Out of Network
Well Vision Exam
Allowance: up to $50
Frequency: 1/calendar yr.
Frames
Allowance: up to $70
Frequency: Every other calendar year
Frequency: Every calendar year
Lenses
Allowances:
Single Vision Lenses: up to $50
Lined Bifocal Lenses: up to $75
Lined Trifocal Lenses: up to $100
Contacts: up to $105
If you choose to go out of network, your benefit is less. No change from what we have now.

18. Vision Premium: VSP $1.24 $1.77 $2.13 $3.40 $2.24 $2.71 $3.26 $6.12
 Plan and Coverage Tier
Weekly Paid
Vision Option 1: EE
$1.24
Vision Option 1: EE & SP
$1.77
Vision Option 1: EE & Child(ren)
$2.13
Vision Option 1: Family
$3.40
Vision Option 2: EE
$2.24
Vision Option 2: EE & SP
$2.71
Vision Option 2: EE & Child(ren)
$3.26
Vision Option 2: Family
$6.12

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

20. Short-Term Disability: MetLife
Administered by MetLife –
Company Provided
60% Plan: maximum weekly benefit of $600
Calculated: hourly wage x 40 hrs
No cost to you, one less deduction each week.

21. Long-Term Disability: MetLife
Administered by MetLife
Company Provided
Benefits begin after STD is exhausted (26 weeks)
60% of eligible pay, up to $15,000 per month maximum
No out of pocket, no cost

22. Life Insurance: MetLife
Snyder’s - Lance provides life insurance coverage at
no cost to you.
Basic Life Insurance & AD&D – 1.5 times base pay up
to max of $500,000
Computers available.

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

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

25. 2012 Holiday and Personal Days
Total 10 Days
Includes both company recognized holidays (6) and personal days (4)
The company recognized holidays are applicable to all locations across the company
Company Recognized Holidays – 6
New Years Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Personal Days – 4
In situations where business needs dictate the designation
of a personal day(s) as a planned holidays, locations may
specify a planned holiday to be observed for the location.
Computers available. 25

26. New Hires – Personal Days
New Hires are eligible for up to 4 Personal Holidays based upon the following
schedule:
 Quarter of Hire
Days Eligible
1st Quarter – Begins January 1
3 Days
2nd Quarter – Begins April 1
2 Days
3rd Quarter – Begins July 1
1 Day
4th Quarter – Begins October 1
0 Days
Computers available. 26

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

28. New Hires – Vacation Eligibility
Vacation Hours – New Hires
New hires are eligible for up to 80 vacation hours based upon the following s
schedule:
Month of Hire
Eligible Hours
January
80 Hours
July
32 Hours
February
72 Hours
August
24 Hours
March
64 Hours
September
16 Hours
April
56 hours
October
0 Hours
May
48 Hours
November
June
40 Hours
December
Computers available. 28

29. Current Associates Vacation Eligibility
New Hires – Vacation Hours Following Year of Hire
On January 1 of every year following the employee’s year of hire, vacation hours are based upon the schedule below.
Current Associates – Vacation Hours
On January 1 of every year, vacation hours are based upon the schedule below.
When Eligible
Hours Eligible
January 1
Following Year of Hire
80 Hours
Year in which 5th Anniversary Occurs
120 Hours
Year in which 12th Anniversary Occurs
160 Hours
Year in which 20th Anniversary Occurs
200 Hours
Computers available. 29

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

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