1. Benefits
Welcome to GDMS! We are thrilled to have you as part of the team.
©2015 General Dynamics. All rights reserved.

2. Agenda
Paid Leave
Retirement
Life
AD&D
Health
Enrollment Process

3. Paid Leave
PTO
My Time
Holiday

4. 2016 Holiday Calendar Core Holiday Holiday Date 9/80 Alternate 9/80
Standard 40
New Year’s Day
01/01 8
Memorial Day
05/30 9
Independence Day
07/04
Labor Day
09/05
Thanksgiving Day
11/24
Day After Thanksgiving
11/25
Christmas Day (observed)
12/26
Core Holiday Hours 53 56
Floating Holiday Hours* 27 24
Total Holiday Hours 80
GDMS provides 80 hours of paid holiday leave. It is awarded in two different fashions: core holiday hours where the entire company is closed and floating holiday hours that can be used at your discretion for any reason. Floating holiday hours must be used by the end of the calendar year except where prohibited by state regulation. GDMS Benefits encourages employees to use their Floating holiday hours before using their PTO (because PTO rolls over from year to year)
*Floating holiday hours are prorated based on first day of employment.

5. Paid Leave for Full-Time Employees
Bluefin Annual Leave
GDMS Annual Leave
Change
< 3 years
208 total hours
216 total hours +8
80 PTO
64 Sick
64 Holiday
96 PTO
40 My Time
80 Holiday
3 to 6 years
248 total hours
224 hours
-24
120 PTO
104 PTO
232 total hours
-16
6 to 10 years
112 PTO
10 to 15 years
272 total hours
240 total hours
-32
15 to 20 years
144 PTO
248 hours
128 PTO
20 to 25 years
264 hours -8
136 PTO
48 My Time
25+ Years
270 hours -2
56 My Time
GDMS employees accrue 96 hours of PTO their first year with 48 hours being available for use immediately. After six months of service has elapsed, employees will begin to accrue the remainder their annual amount. PTO can be used for any reason – sick, vacation, etc. and rolls over year to year with a three years worth maximum balance.
Employees starting before July 1st will receive an additional 40 hours of My Time. Employees starting after July 1st will receive 24 hours of My Time. My Time is available for immediate use for any reason but does NOT roll over from year to year. GDMS Benefits encourages employees to you My Time and their Floating holiday hours before using PTO (My Time and Floating does not roll over year to year and PTO does)
PTO and My Time can be used for any reason
PTO can be rolled over from year to year with a maximum of three years worth (versus 240 Bluefin max) in PTO bank; My Time does not rollover
PTO accrues; My Time and Holiday Leave is awarded in full the beginning of the year

6. PTO Purchase Program (PPTO)
Employee paid benefit
Available to employees working 30+ hours weekly
Buy in 10 hour increments up to maximum of 40 hours
Pay over remaining pay periods in calendar year
Use before accrued PTO and end of calendar year
Employees can elect Personal Purchased PTO during their first 31 calendar days of hire and during Annual Enrollment. Elections can be made in 10-hour increments up to 40 hours as part of your benefit elections. The cost of PPTO will be your hourly rate multiplied by the number of hours you wish to purchase. The total cost will be spread over the remaining pay periods of The full amount of PPTO is available in full and can be used immediately. PPTO must be used by the end of the calendar year except where prohibited by state regulation (employees in California).

7. Welfare Benefits Accidental Death and Dismemberment
Basic Life
Company Paid
Benefit: 1x Annual Salary
Accidental Death and Dismemberment
Business Travel Accident
Benefit: $200,000 coverage for domestic travel and $400,000 for business travel abroad
Bluefin employees will gain FREE Basic Life coverage
Bluefin Basic Life coverage will improve by removing reduction of benefit based on age
Bluefin employees gain a separate AD&D benefit
Bluefin employees gain BTA benefit
The GDMS Welfare Benefits provide income for unforeseen events. GDMS provides basic life insurance protection equal to 1x annual base salary. Employees who earn more than $50,000 per year and therefore the value of their Basic Life Insurance policy is over $50,000, the coverage is required to be reported as imputed income for the amount over $50,000. GDMS also provides 1x annual base salary of Accidental Death and Dismemberment coverage free to employees.
GDMS provides Business Travel Accident Insurance coverage equal to $200,000 for employees traveling domestically and $400,000 for travel internationally.
GDMS provides income protection benefits for short-term disability. In order for an absence to be eligible for short-term disability, the illness or injury would need to be serious enough to keep you from working five consecutive full calendar days. Employees can use PTO, My Time, floating holidays, purchased PTO or unpaid leave for this waiting period. Thereafter, the next 25 weeks an employee would receive 70% of their base pay. Employees may use PTO or My Time to subsidize their income up to 100% for weeks To begin your short-term disability benefits, you’ll need to notify your manager and complete and submit the Disability Notification Form which can be found in the short-term disability policy on the Hub website.
If you are still unable to work after 26 weeks, you may be eligible for long-term disability benefits which are administered by Aetna.
GDMS provides Basic Long-Term Disability coverage at no cost to you. If you are eligible for long term disability benefits, the Plan provides a basic benefit of 50% of your monthly pay, up to a monthly maximum benefit of $20,000.

8. Welfare Benefits Short-Term Disability Long-Term Disability
GDMS paid
Seven calendar day waiting period
Benefit amount: 70% of base pay for weeks 2-26 with the ability to subsidize weeks 2-13 with PTO to increase to 100% of salary
Long-Term Disability
Waiting period is 26 weeks (covered by STD)
Basic LTD coverage is 50% of weekly salary with $20,000 monthly maximum
Impact to Bluefin employees
Bluefin employees gain an additional 10% STD coverage and increase currently STD benefit by 14 weeks
Bluefin employees lose 10% of Basic LTD coverage but have the option to purchase supplemental coverage to bring it up to 60%
The GDMS Welfare Benefits provide income for unforeseen events. GDMS provides basic life insurance protection equal to 1x annual base salary. Employees who earn more than $50,000 per year and therefore the value of their Basic Life Insurance policy is over $50,000, the coverage is required to be reported as imputed income for the amount over $50,000. GDMS also provides 1x annual base salary of Accidental Death and Dismemberment coverage free to employees.
GDMS provides Business Travel Accident Insurance coverage equal to $200,000 for employees traveling domestically and $400,000 for travel internationally.
GDMS provides income protection benefits for short-term disability. In order for an absence to be eligible for short-term disability, the illness or injury would need to be serious enough to keep you from working five consecutive full calendar days. Employees can use PTO, My Time, floating holidays, purchased PTO or unpaid leave for this waiting period. Thereafter, the next 25 weeks an employee would receive 70% of their base pay. Employees may use PTO or My Time to subsidize their income up to 100% for weeks To begin your short-term disability benefits, you’ll need to notify your manager and complete and submit the Disability Notification Form which can be found in the short-term disability policy on the Hub website.
If you are still unable to work after 26 weeks, you may be eligible for long-term disability benefits which are administered by Aetna.
GDMS provides Basic Long-Term Disability coverage at no cost to you. If you are eligible for long term disability benefits, the Plan provides a basic benefit of 50% of your monthly pay, up to a monthly maximum benefit of $20,000.

9. Supplemental Disability, Life and AD&D Coverage
Benefit amounts: 1x – 8x salary
Evidence of Insurability required if electing over 2x salary as new hire during first 31 calendar days of employment
Employee Life and Accidental Death and Dismemberment
Benefit amounts: $10K, $25K, $50K, $75K, $100K
Evidence of Insurability required if electing over $50K as new hire during first 31 calendar days of employment
Spouse Life and Accidental Death and Dismemberment
Benefit amounts: $5K, $10K, $15K, $20K, $25K
Child Life and Accidental Death and Dismemberment
Employees may purchase optional long-term disability for themselves. This supplemental coverage increases the benefit to 60% of base pay with a monthly maximum of $24,000.
Supplemental Life and Accidental Death & Dismemberment is available for employees, spouses and children.
If your spouse is also GD employee, you may not purchase supplemental Spouse Life and AD&D as they have their own basic GD coverage and can purchase supplemental coverages. Only one of you may purchase Child Life and AD&D.
Employees pay the entire premium for all supplemental coverages.

10. General Dynamics 401k Plan (Available to all employees (full-time, part-time, partial schedule, interns)
Contribute on a before-tax, after-tax, or Roth basis
Pre-tax: Before-tax contributions; tax-deferred growth
After-tax: Post-tax contributions; tax-deferred growth
Roth: Post-tax deductions; tax-free growth
Rollover balances from other eligible employer plans or individual retirement accounts
Choose how to invest your contributions
Create own investment mixes in 1% increments
Additional information mailed home within 2 weeks about investment options
Speak with a Fidelity Investments representative at the General Dynamics Service Center for guidance regarding saving and allocation strategies
Borrow up to 50% of your vested account balance if desired
($500 minimum; $50,000 maximum)
General purpose loan for any reason and repay within 5 years
Primary residence loan for yourself and repay within 20 years
Employees have access to a 401(k) plan which is administered by Fidelity. They may contribute money on a pre-tax or post-tax basis to save for retirement. Fidelity has tools to assist in identifying your investment strategy. Employees may take out a loan up to 50% of their vested account balance for a general purpose or to purchase a primary residence.
Bluefin employees gain 1.5% in company matching contributions

11. How much do I defer to my 401k account?
Company matching contributions
GD matches 100% of first 3% you contribute and 50% of the next 3% you contribute (Employees contributing at least 6% of annual salary receive maximum match of 4.5%)
Bluefin employees gain 1.5% in a company match
Company match is deposited biweekly into same investment options as elective deferral amounts
Immediate 100% vesting
Plan contribution limit (50% of eligible earnings)
Federal contribution limits (2016)
Pre-tax/Roth contributions limited to $18,000
Employees over age 50 may contribute up to additional $6,000 in catch-up contributions (possible $24,000 combined pre-tax contributions)
After-tax contributions limited to 15% of earnings for “highly compensated employees” (employees earning $120,000 or more)
GDMS has a company match of dollar for dollar of the first 3% of your salary contribution and fifty cents on the dollar for the next 3% you contribute. In order to maximize the company match you would need to contribute 6% of your salary for a total match of 4.5%. When your 401(k) contribution is deposited, the company match is deposited. The additional money matches your investment choices and is immediately YOURS TO KEEP.
There are additional restrictions such as a 50% of eligible earnings limit and those restrictions set by the IRS.

12. Health Insurance Benefits
Eligibility
Medical/HSA
Dental
Vision
FSA
EAP
Health Insurance Agenda

13. Who is Eligible?
You (Full-Time and Part-Time employees working more than 20+ hours a week)
Your dependents
Legal spouse
Children/stepchildren until age 26 (or any age if mentally or physically disabled and unable to self-support provided your dependent was disabled before (s)he reached age 26)
Coverage categories:
EE Only, EE + Spouse, EE + Child(ren) or EE + Family
You can choose different coverage categories for different benefits
Employees, their legal spouses, and children up to age 26 are eligible to participate in benefits. If your child becomes disabled before age 26, they may be covered up to any age.
Bluefin employees gain two coverage categories and therefore premium amounts

14. Premium comparison chart of HMO vs. PHAPs
2016 GDMS Rates
Employee Only
Employee + Spouse
Employee + Child(ren)
Family
Medical
(Corporate is CIGNA, UHC or BCBS based on zip)
Corporate Personal Health Acct E
55.59
126.66
172.15
Corporate Personal Health Acct NSE
32.51
80.51
126.00
Corporate Personal Health Acct S
20.51
57.57
94.24
Corporate Personal Health Acct C *New
10.00
26.83
47.08
Bluefinn HMO
91.84
240.61
Bluefinn PPO
103.08
270.07
PHAP vs HMO (biweekly)
Employee Only
Employee + Spouse
Employee + Child(ren)
Family
PHA E
-36.25
-68.46
PHA NSE
-59.33
PHA S
-71.33
PHA C
-81.84

15. How PHAPs Work
Maximum
Let’s take a moment to review the basic plan design of PHAPs.
Preventive medical services and prescriptions are covered at 100%. The US Preventive Services Taskforce defines preventive medical services and the list of preventive prescriptions can be found on
Non-Preventive medical services (such as ER visits, hospitalizations, and diagnostic testing) and non-preventive prescriptions are applied to the deductible
Once deductible is met, you pay a percentage of the cost of covered services
When the deductible and coinsurance amounts meet the Out of Pocket maximum limit of your medical plan option, the plan pays 100% of covered services for the rest of the calendar year.

16. Preventive Care—The Foundation
100% coverage (in-network) to encourage the use of preventive care services (e.g., annual physical, certain preventive screenings)
No deductible needs to be met first
The foundation the PHAP is preventive care.
To encourage preventive care (like annual physicals, certain preventive screenings like mammograms), it’s covered at 100% when an in-network doctor is used
*Preventive care medical services and pharmaceuticals are defined by the US Preventive Services Taskforce

17. “High Deductible”—1st Floor
IRS requires you to be in a “high” deductible plan before contributing to a health savings account (HSA)
Must pay the deductible before benefits for non-preventive medical services and prescriptions are paid by plan
For expenses that go toward the deductible:
Use money that is in the HSA OR
Use other sources to pay the bill
For covered services other than preventive care, you first have to pay a deductible before the plan begins to pay benefits.
The deductible is typically more than what you’re used to. It has to be, or else this would not be considered a high deductible plan. Only a high deductible plan can qualify one to contribute to a health savings account (HSA).
The deductible can be met by one or a combination of people covered under the plan.
Money in the HSA can be used to pay expenses toward the deductible. However, some people would rather pay the expenses out of other sources and leave money in their health savings account since it’s able to earn profits on a tax-advantaged basis.

18. Coinsurance—2nd Floor Begins after the deductible has been met
The plan pays majority of cost of covered expenses until the out-of- pocket (OOP) maximum is reached
After the deductible is satisfied, coinsurance begins and you and GDAIS share the costs of medical treatments and services. For example, you might pay 10% or 20% and the plan will pay the remaining 90% or 80% of covered expenses.
Money in the HSA can be used to pay for out-of-pocket expenses like coinsurance.
Coinsurance stops once the out-of-pocket limit is reached.

19. Out-of-Pocket Limit—The “Roof”
Once the OOP maximum limit is reached in a year, Plan pays 100% of all covered expenses for the rest of that year
Provides the financial protection against large, unforeseen health events
The financial protection built into the plan is called the out of pocket max. Once the out-of-pocket limit is reached in a year, GDAIS will pay 100% of covered medical and prescription in-network services for everyone covered under the plan.

20. Personal Health Account plans – Four medical options
Enhanced (PHA E)
Non-Seeded Enhanced (PHA NSE)
Standard (PHA S)
Core (PHA C)
GDMS offers four Corporate Personal Health Account Plans- Enhanced, Non-Seeded Enhanced, Standard, and Core – which are administered by CIGNA, UHC, or BlueCross Blue Shield based on employees home and work locations. GDMS is self-insured so payments made to medical providers and pharmacies come from GDMS with the claims being administered by the insurance carriers. GDMS employees also have access to the insurance carrier provider network.

21. Plan Designs for 2016 – Employee Only
Enhanced/Non-Seeded Personal
Health Account Plans
Standard Personal
Health Account Plan
Core Personal
In-Network
Out-of-Network
Annual HSA Deposit*
$600 (Enhanced)
$0 (Non-Seeded Enhanced)
N/A
% You Pay for Preventive Care 0%
30%
40%
Your Annual Deductible
$1,500
$3,000
$2,600
$5,200
$6,350
$12,700
Coinsurance—the % You Pay After the Deductible
10%
50%
Your Annual Out-of-Pocket Max
$2,300
$4,600
$4,000
$8,000
What You Pay for an Office Visit, Inpatient, Outpatient, Imaging, Lab Services, etc.
10% after deductible
30% after deductible
50% after deductible
No charge after deductible
No charge after deductible
What You Pay for
Prescriptions :
Generic
Formulary Brand
Non Formulary Brand
Mail Order (additional
discounts applied)
10% after deductible (Preferred Retail Network and PRIME mail)
30% (Prime Therapeutics Network)
Not
Covered
20% after deductible (Preferred Retail Network and PRIME mail);
40% (Prime Therapeutics Network)
With the Enhanced Personal Health Account Plan (PHA E) there is an HSA deposit of $600 for the employee-only coverage. The amount of the HSA deposit is prorated based on date of enrollment. Under the Non-Seeded Enhanced Plan (PHA NSE , there is not an upfront HSA deposit but the plan design is the same. Preventive medical services and preventive prescription drugs are covered 100% and are not subject to the deductible. As you can see, these two plans have an in-network deductible of $1,500 which must be satisfied before the plan begins to pay benefits for non-preventive care. The Enhanced (PHA E) has the up front $600 HSA deposit. If you use the HSA deposit, your out of pocket deductible expense is $900. If you are enrolled in the Non-Seeded Enhanced (PHA NSE) the entire deductible would be out of pocket or come from the employee’s contribution to their HSA. Once you’ve met your deductible, you pay 10% of the cost of covered in-network medical services and 10% or 30% of the cost of prescriptions based on the pharmacy you use. But the most you’ll ever have to pay in coinsurance is $800 per year (that’s the out of pocket maximum of $2,300 minus the deductible of $1,500).
For the Standard (PHA S), your in-network deductible is $2,600 and your out-of-pocket maximum is $4,000.
For the Core (PHA C), your in-network deductible and out-of-pocket maximum are both $6,350. This plan will have the lowest employee payroll contributions.
Under the Standard and Core Plans, there is no HSA deposit up front. However, you may still contribute to the HSA.
*HSA Deposit is prorated based on date of enrollment

22. Plan Designs for 2016 – Employee+Spouse, Employee+Child(ren) and Employee+ Family
Enhanced Personal
Health Account Plan
Standard Personal
Core Personal
In-Network
Out-of-Network
Annual HSA Deposit*
$1,200 (Enhanced)
$0 (Non –Seeded Enhanced)
N/A
% You Pay for Preventive Care 0%
30%
40%
Your Annual Deductible
Deductible Type
$3,000
Aggregate
$6,000
$5,200
Embedded
$10,400
$12,700
$25,400
Coinsurance—the % You Pay After the Deductible
10%
50%
Your Annual Out-of-Pocket Max
Out-of-Pocket Max Type
$4,600
$9,200
$8,000
$16,000
What You Pay for an Office Visit, Inpatient, Outpatient, Imaging, Lab Services, etc.
10% after deductible
30% after deductible
50% after deductible
No charge after deductible
No charge after deductible
What You Pay for
Prescriptions :
Generic
Formulary Brand
Non formulary Brand
Mail Order (Additional
discounts applied)
10% after deductible (GD Preferred Retail Network or Kaiser Pharmacy)
30% (Prime Therapeutics Network)
Not
Covered
20% after deductible (GD Preferred Retail Network);
40% (Prime Therapeutics Network);
30% for Kaiser Pharmacy
Now let’s look at the Personal Health Account Plans when covering a dependent(s)
With the Enhanced (PHA E) plan, there is a prorated HSA deposit up to $1,200 . Under the Non-Seeded Enhanced (PHA NSE), there is not an up front HSA deposit but the plan design is the same as the Enhanced.
As you can see, these two plans have an aggregate $3,000 deductible that must be satisfied before the plan begins to pay benefits for non-preventive care. But if you are enrolled in the Enhanced plan, you will have the HSA deposit to off-set some of the deductible. Once you’ve met your deductible, you pay 10% of the cost of covered in-network services, and the company pays 90%. But the most you’ll ever have to pay in coinsurance is $1,600 in a year. But again, if you use the GD contribution to your HSA, your REAL out-of-pocket maximum is actually $3,400 ($4,600 minus $1,200).
Again, under the Standard and Core Personal Health Account Plans, there is no company contribution to the HSA; however, YOU may still contribute to the HSA. These two plans also have an embedded deductible and out of pocket maximum limit.
The Standard plan has a higher deductible (embedded), out-of-pocket maximum, and coinsurance percentage and therefore a lower employee payroll contribution than the Enhanced (PHA E) plan with the HSA deposit and the Non-Seeded Enhanced (PHA NSE) which does not have the HSA deposit.
The Core Plan has the highest deductible (embedded), out-of-pocket maximum and coinsurance rate, but the lowest employee payroll contributions.
Remember, the deductibles and out-of-pocket maximums work differently for the Employee + Dependents coverage in the Standard (PHA S) and Core (PHA C) plans. Once an individual family member meets the individual deductible, benefits will begin only for that individual. At that point, other family members must meet what’s left of the in-network family deductible. Once an individual family member reaches the individual in-network out-of-pocket maximum, the plan cover 100% of that individual’s covered in-network expenses. The family out-of-pocket maximum will continue to apply for other covered dependents.
*HSA Deposit is prorated based on date of enrollment

23. Embedded Medical Deductibles and Out of Pocket Maximums when covering a dependent
PHA Standard (PHA S) and PHA Core (PHA C) Plans
Insured #1
Individual Deductible Amount
Coinsurance PHA S Only
Individual Out of pocket maximum
Remainder of Family Deductible
Insured #2
Insured #3
Reminder of family out of pocket maximum
The Standard (PHA S) and Core (PHA C) plans have an embedded deductible. For example, one person must meet the individual deductible amount before coinsurance will begin paying for that individual only. The remaining covered persons must meet the rest of the deductible before coinsurance begins for them. The same is for the out of pocket maximum limit. One individual must meet the individual out of pocket maximum and the plan will pay 100% of covered services for the rest of the calendar year. Those also covered under the plan would contribute to the remainder of what is left from the family out of pocket maximum limit before receiving 100% paid benefits for covered services.

24. Aggregate Medical Deductibles and Out of Pocket Maximums when covering a dependent
PHA Enhanced (PHA E) and PHA Non-Seeded Enhanced (PHA NSE) Plans
Deductible
Employee
Spouse
Child(ren)
The Enhanced (PHA E) and Non-Seeded Enhanced (PHA NSE) have aggregate deductibles. This means everyone covered under the plan contributes to the same deductible bucket and out of pocket maximum bucket. The deductible and out of pocket maximums can be met by one or a combination of covered individuals.

25. Prescription Drug Coverage
PRIME Therapeutics - Prescription drug vendor for Corporate PHAPs (CIGNA, UHC, or BCBS)
Two-tiered pharmacy network
GD Preferred Retailers – Walgreens, Walmart, Kmart, Kroger, Target and Community Pharmacy Network
PRIME Therapeutics Network –
If you use a GD Preferred Pharmacy, you pay a lower coinsurance percentage after meeting the deductible.
If you use a PRIME pharmacy, prescription benefits are available but there is a higher coinsurance percentage once you meet the deductible.
Many maintenance medications for asthma, high blood pressure, diabetes and high cholesterol are employer paid
GD medical plans do not offer out of network pharmacy coverage
Prescription drug coverage is administered by PRIME Therapeutics for the Corporate PHAs. GDMS employees have a two-tiered pharmacy network. If filling a 30-day or 90-day prescription at Walgreens, Walmart, Kmart, Kroger, Target, or a participant in the Community Pharmacy Network, employees will pay a lower coinsurance percentage once the deductible is met. GD has direct contracts with these national retailers who have agreed to give GD employees preferred pricing. Employees utilizing PRIME mail order will also enjoy the lower coinsurance percentages.
Employees may visit a second-tier PRIME pharmacy for their prescription coverage but would pay a higher coinsurance rate than if they visited a GD Preferred Retailer.
Employees enrolled in a Kaiser, SIMNSA, HMSA, or Aetna International plan will receive drug coverage through the insurance carrier.
GDMS medical plans do not provide prescription coverage at out of network pharmacies.

26. Dependent Verification
Dependents of employees enrolled in health insurance plans (medical, dental, or vision) must be certified as eligible for coverage
Letter explaining process along with directions and required forms sent to employees soon after enrolling dependents through Benefits Service Center
GD recommends submitting documents through HMS website ( – letter will contain reference number needed to login
Employees have 60 calendar days to complete the verification process at which time temporary coverage provided to dependents will become permanent.
If employees do not submit documents within the 60-day timeframe, dependents will be dropped from all plans back to the effective date of coverage.
General Dynamics verifies all dependent relationships. If you enroll a dependent in medical, dental, or vision, you will receive a Dependent Verification letter from HMS via mail to your home. The letter will provide instructions and a list of documents that may be submitted to confirm the relationships. GD Benefits recommends submitting your documents via the secure HMS website. Employees have 60 calendar days from the receipt of the letter to complete the process. Once the relationship is confirmed, the temporary coverage provided to dependents during this time will become permanent. If the 60 day timeframe has elapsed without receipt of the information, dependent coverages will be dropped.

27. Medical Spousal Surcharge
When you enroll your spouse in medical benefits through General Dynamics, and they are eligible for coverage through their own employer, an additional $50/paycheck will be charged for their medical coverage. This surcharge is an increasingly common practice by many employers today to help offset the added risk and cost of dependents who could be covered elsewhere.
The spousal surcharge will apply automatically unless you attest during the new hire enrollment process that your spouse is not eligible for coverage elsewhere
The spousal surcharge does not apply if your spouse is also a GD employee or the other coverage that is available is Medicare or Tricare.
Note: You are required to attest/re-attest your spouse’s coverage eligibility at each Annual Enrollment. The surcharge will automatically apply unless you actively attest during annual enrollment that your spouse is not eligible for medical coverage elsewhere.
General Dynamics has a spousal surcharge assessed for spouses covered under the GD medical plan who have coverage available to them through their employer. The amount of the annual surcharge is $50/bi-weekly. Employees can attest to the spousal surcharge during the enrollment process. The spousal surcharge does not apply if your spouse is a fellow GD employee or the other coverage that is available is Medicare or Tricare. Employees will need to attest each year during annual enrollment as to whether the surcharge applies.

28. Health Savings Accounts (HSAs)
Tied to high deductible health plan
You and GDMS contribute
For today and for the future
Flexible, portable, tax-advantaged
Annual contribution maximum is $3,350 for employee only coverage; $6,750 if covering a dependent. Employees over age 55 can contribute an additional $1,000/year.
HSA Deposit from Enhanced PHAP counts towards the annual maximum.
Enrollment in high deductible plan required by law*
Contributions roll over in full from year to year
Option 1 - Cover healthcare costs with HSA debit card
Option 2 - Pay for healthcare costs outside of HSA and use HSA funds to save for retirement
HSA has triple tax-savings:
Contributions are pre-tax
Funds grow tax-free
Disbursements tax-free if used for qualified healthcare expenses**
Now that you understand how the PHAPs work and how to save money on your medical premiums, let’s discuss the Health Savings Account you may open once you are enrolled in the medical plan. For employees who enroll in the Enhanced (PHA E), an HSA will be opened automatically with our vendor Health Equity.
The HSAs were created by the IRS who sets the thresholds for what is considered a high deductible plan, annual contribution amounts, and what is considered an eligible expense.
The slide above provides the rules surrounding the HSA. It is important to note if you are enrolled in any part of Medicare, covered by Tricare, or a spouse’s medical plan you are prohibited by the IRS from contributing to an HSA. Employees in this situation may want to use the stand-alone Healthcare Flexible Spending account as their pre-tax vehicle for healthcare expenses.
Disbursements may be made for any healthcare expense incurred from the effective date of PHAP enrollment. This means you may retroactively reimburse yourself for an expense as long as it occurred after you were first enrolled in a PHAP.
HSAs are portable and are considered an asset. You may name a beneficiary on the myhealthequity.com website.
*The IRS precludes those enrolled in other medical coverage from contributing to an HSA (Tricare, Medicare, other insurance).
**Qualified healthcare expenses are outlined in IRS Publication 502

29. Additional Medical Programs
Healthcare Bluebook
When it comes to your health, you shouldn’t have to choose between quality and cost. With Healthcare Bluebook, you
don’t have to. Healthcare Bluebook is an online and mobile tool that you can use to research and compare medical costs.
The Healthcare Bluebook Fair Price™ lets you know what you should be paying for quality care. Use your computer or your smartphone to search and find the quality care at the right price. This great resource is available at no cost to you.
You can access Healthcare Bluebook in three different ways:
1. Go to
2. Go to Log in with your last name and last four digits of your Social
Security number.
3. Download the Healthcare Bluebook App on your Android, iPhone, or iPad. You’ll need your mobile access code, which
you can find on the right panel of the General Dynamics Healthcare Bluebook website, under “Mobile.”
MDLIVE
MDLIVE is a new way for you and your family to get confidential medical assistance for non-life threatening conditions and mental health services 24 hours a day, 7 days a week, 365 days a year. You can consult with board-certified doctors over the phone (24 hours/day) or via web conference (7 a.m. – 9 p.m. daily). The cost of a visit is $38.
To register:
1. Have your medical plan card ready.
2. Go to or call
3. Create a user name and password.
4. Complete your medical history.
5. Download your welcome kit.
6. You’re all set!
Once you register, medical care is a call or click away. Visit or call to schedule a
consultation. You can fill a prescription, upload medical records
The basis of the PHA medical plans is consumerism. The two tools listed on this slide are to assist employees. Healthcare Blue Book provides the opportunity to shop for healthcare services and MDLive is available to employees who need medical care quickly but is not urgent or requires a trip the emergency room. MD Live also provides mental health services. The cost of an MD Live visit is $38 and is filed as a claim with your insurance carrier (counting towards your medical deductible and out of pocket maximum).
*Not available to Kaiser, HMSA, or SIMNSA enrollees

30. Dental Plan Features Benefit Your Responsibility None
Preventive Care
Basic Care
Major Care
Orthodontia
None
20%, after deductible ($50 individual/$100 family)
50%, after deductible ($50 individual/$100 family)
Annual maximum benefit (per person covered) = $1,750
Separate orthodontia lifetime maximum benefit (per person covered) = $2,250
The dental coverage provided by Delta Dental pays for preventive care at 100%. Basic and major care being subject to a deductible with employees paying a percentage of the cost of services.
There is a network of dentists available. GDMS Benefits advises use of in-network providers in order to make the annual maximum benefit of $1,750 per person per calendar year go further. In-network dentists give a discount on their services which means the $1,750 goes further for employees and less out pocket.
Orthodontia services are subject to a deductible and coinsurance with a lifetime maximum benefit of $2,250 per person covered.
Employee Only
Employee+Spouse
Employee +Child(ren)
Employee +Family
$7.32
$14.63
$20.85

31. Vision Plan Features
In-Network
Out-of-Network
Exams (1 per calendar year)
$10 copay
$35 maximum allowance
Lenses (1 per calendar year)*
$20 copay
Maximum allowances:
$25 – Single vision
$40 – Bifocals
$55 – Trifocals
Frames (1 every other calendar year)
$130 maximum allowance
Contact Lenses (1 per calendar year)
$105 maximum allowance
LASIK and eyewear accessories
Discounts available
No discounts
Vision coverage is provided through VSP. Visit vsp.com to select a local provider for your annual exam and vision needs. If using an out of network provider, employees may submit a claim to VSP for reimbursement up to the maximum allowable for that service.
* Either lenses or contact lenses in any year, but not both in the same year
Employee Only
Employee+Spouse
Employee +Child(ren)
Employee +Family
$3.19
$6.38
$9.09

32. Pre-Tax Accounts Overview
The Health Care Flexible Spending Account
You can contribute up to $2,550 to your Health Care FSA each year.
If contributing to an HSA, a “limited” FSA is available. Eligible expenses include out-of-pocket dental and vision expenses only. If not contributing to an HSA, a full-service FSA is available. Eligible expenses include out-of-­pocket expenses not covered by your medical, dental, vision plans, and prescription drug costs.
You receive a “credit card” to use as an easy and convenient way to pay for health care expenses. Your total annual election will be pre-funded on the debit card and available for immediate use.
Employees have until March 31, 2017 to submit any claims for reimbursement that occurred while an active employee. If you have left over funds, up to $500 will rollover into the 2017 Health Care FSA.
The Dependent Care Flexible Spending Account
You can contribute up to $5,000 annually to your Dependent Care FSA (or up to $2,500 if you are married and filing taxes separately) to pay for qualified childcare expenses.
Eligible dependent care expenses are those incurred while you—or, if married, you and your spouse— work outside the home. These can include child or elder care for dependents who live with you, whether care is provided in or outside your home.
You receive a “debit card” to use as an easy and convenient way to pay for health care expenses. You can only use funds that have accumulated in the account.
Commuter and Parking
You may contribute $250/month for parking and $130/month for qualified transportation expenses such as transit passes or van pooling
Please read the above slide for details on our pre-tax accounts. Employees do not need to be enrolled in GD medical insurance in order to take advantage of these pre-tax accounts.

33. Employee Assistance Program
Your Employee Assistance Program can help you deal with
personal challenges that could affect your health, your relationships,
or your job effectiveness.
Offered through Beacon Health ( )
Provides confidential counseling assistance for difficult personal issues:
Talk with a knowledgeable, caring professional in confidence
Connect with resources
Gain a new perspective, strategy, or information.
Up to 8 free counseling sessions annually
Assessment
Short-term treatment
Employees with security clearances: Questions regarding the reportability of seeking EAP services can be directed to your local Security officer.
GDMS provides
coverage at
no cost
GDMS provides employees and their families an Employee Assistance Program at no cost. The EAP is administered by Beacon Health. The program provides confidential counseling and referral services for a number of different life concerns. The EAP provides up to eight free counseling sessions to assess your needs and provide short-term treatment.

34. Additional Benefit Programs
Apple Discount
Weight Watchers subsidy
Car Discounts
Auto and Homeowners Insurance Program
Cellular Phone Discounts
Computer and software discounts through Dell and Microsoft
Furniture Discounts
Pre-Paid Legal Plan
Travel Discounts
Pet Insurance
Adoption Assistance
Maximum of $4,000 ($2,000 for part-time employees) per adoption
Tricare Supplemental Plan – cost effective medical plan for retired military using Tricare (Association and Society Insurance Corporation: )
GDMS has arrangements with a variety of companies to provide discounts on their products and services. has further details on these programs along with the specific URLs and company codes needed to take advantage of the discounts.
The pre-paid legal plan is a great benefit for employees who expect to need legal services in the upcoming year. has further details. GDMS Benefits advises employees to first check attorney participation in their area before enrolling. This can be done by visiting the legal plan website, entering the GD company code, and then your zip code.
Employees who are enrolled in Tricare may take advantage of a supplemental plan offered through ASIC. If you would like to enroll, please contact ASIC. They will alert GD payroll of the enrollment so premiums may be taken on a pre-tax basis and submitted to ASIC on behalf of employees.
Visit for URLs and Company codes

35. GDMS Benefits Team benefits@gd-ms.com
Benefits Resources
GDMS Benefits Team
Question and Answer session every Wednesday at 1PM ET
Participant Passcode
GDMS Benefits website
Alex, the online benefits counselor
General Dynamics Service Center
You have access to several resources available for any questions. There is a weekly question and answer session hosted by a member of the GDMS Benefits Team, the GDMS Benefits website hosts a lot of the benefits material, Alex is an online benefits counselor that can help you select a medical plan, and the GD Service Center is available.
©2015 General Dynamics. All rights reserved.

36. Question and Answer session every Wednesday at 1PM ET
GDMS Benefits Team or
Question and Answer session every Wednesday at 1PM ET
Participant Passcode
The GDMS Benefits Team hosts a weekly question and answer session and also may be reached at the address

37. GDMS Benefits Website www.gdmsbenefits.com Summary Benefits Charts
2016 GDMS Benefits booklet
2016 Calendar
Voluntary Insurance
Discount Plan and Services
Adoption Assistance
Legal Services Plan
Pet Insurance
Insurance Contact Information
Annual Enrollment
The GDMS Benefits website may be reached by any computer as it is outside the company firewall and does not contain proprietary information. The summary benefit charts are available for all plans. The 2016 Benefits booklet may be found there along with the 2016 calendar that includes the core holidays, work schedules and payroll cycle. The Benefits site is where you can go to find more information about our voluntary insurance and discount programs. The contact information for our vendors is also listed. The Annual Enrollment section will contain information such as the Annual Enrollment guide and presentation and a schedule of events such as onsite biometric screenings/flu shots and in-person benefit briefings.

38. The Benefits Counselor is In!
ALEX® is your personal online benefits counselor
He’s amusing, offers straight talk -- not insurance-talk -- and is available to help you figure out which benefit plans will best serve your needs
ALEX® will ask some basic questions about your personal situation, crunch some numbers, and explain your available benefits options
Visit ALEX® today at:
Enroll at:
Alex, the online benefits counselor, is here to help answer your questions and assist you in selecting benefits. He speaks in plain English, not insurance talk, and is available 24/7. Alex will ask you basic questions about your personal situation and based on your answers, he will crunch some numbers and explain your available benefit options.
You can visit him now at myalex.com/gdms

39. The General Dynamics Service Center Administered by Fidelity
Medical
Dental
Vision
Life Insurance
Flexible Spending Accounts (Reimbursement
Accounts)
401k Plan
Employee Assistance Program
The General Dynamics Service Center is available five days a week 8:30 – midnight. They can answer any question regarding GDMS benefits.
Monday to Friday 8:30 a.m. - Midnight (EST)

40. Enrollment Process
©2015 General Dynamics. All rights reserved.

41. Enrollment Information
You are eligible for benefits beginning on your first day of employment
Employees may enroll as soon as their 3rd day with GDMS by visiting New users will click on Register Now to establish an account. If you already have a Fidelity account, enter your username/password.
You may enroll in benefits as early as the Wednesday of your first week with us. Visit gdbenefits.com and use your Fidelity login if you already have one or register as a new user. After logging into the Fidelity/GD enrollment site ( you will find a link to complete the enrollment process.

42. What happens if you don’t enroll within 31 days
Benefit
Medical
Employee only Non-Seeded Enhanced PHA coverage with no contribution to the HSA
Dental
No coverage
Vision
Flexible Spending Accounts
No contributions
Life and AD&D
GDMS-provided benefit only; no supplemental coverage
Disability
401(k)
3% of eligible pay deducted on a pre-tax basis and invested in the target date fund
It is important that all employees complete the new hire enrollment process. If an employee does not complete within their first 31 days, they will be defaulted into medical and the 401(k) plans.

43. Change in Status, Change in Coverage
Under federal law, you can enroll for your benefits only during the annual enrollment period, unless you experience a “qualified change in status” that affects the type of coverage you need. Your change in coverage must be consistent with your change in status.
You must change your benefits within 31 calendar days of the event. Qualified status changes include:
Marriage, divorce, legal separation, or annulment
Birth, adoption, or placement for adoption of a child
Death of a covered dependent
Change in your or your spouse’s/same-sex partner’s employment status that results in a gain or loss of benefit eligibility (for example termination of employment or new employment)
Change in your dependent’s eligibility status
You lose coverage provided under another plan)
Change in location
(that is, your current medical coverage is not available at your new location)
Once your new hire enrollment is complete, your selections will be your benefits for the remainder of the year. In the fall you will have the opportunity to select benefits for the upcoming year. Outside of the new hire enrollment window and annual enrollment each fall, employees are not permitted to make mid-year changes to their benefits.
However, if you have a qualifying event such as marriage, birth of a child, or the gain/loss of coverage due to spouse’s employment, you may make changes mid-year. This may be initiated online at gdbenefits.com or by calling the GD Service Center at

44. In closing there are some key items we want to make sure you are aware of:
Enrollment Deadline - Employees have a 31 calendar day window from their date of hire to enroll in their benefits.  If no election is made during this time frame, the employee will be automatically enrolled in the Personal Health Account Non-Seeded Enhanced medical plan with coverage as employee only and enrolled in the 401(k) plan with 3% salary contribution. 
Employees have 60 calendar days from receipt of the letter from HMS to complete the dependent verification process.
Spousal Surcharge – Employees will pay a surcharge to cover their spouse under the medical plan if their spouse has access to medical coverage through their own employer. That surcharge amounts to an additional $50 per pay period.
Health Risk Assessment (HRA)/Biometric Screening – Employees and their covered spouses can received a reduced rate on their 2016 medical premiums if they complete the Health Risk Assessment and a Biometric Screening within 60 calendar days from the employee’s date of hire.  The biometric screening consists of height, weight, blood pressure, total cholesterol, HDL, LDL, triglycerides, and blood glucose.  These numbers can only be provided by the employee’s own doctor, LabCorp, on-site Health Coach (where available), or through an on-site screening event.  Self-identified biometrics entered into the HRA by the employee/spouse will not be accepted, thus will not count toward the discounted premium.  
We invite you to join our weekly Benefits Office Hours call which occurs Wednesday afternoons at 1 PM ET with any questions you may have.   The call-in information is using participant passcode
We look forward to sharing information about the many benefits available to you as a valued GD-MS employee.
By completing HRS016, I confirm I have reviewed the benefits information and understand the enrollment and dependent verification deadlines, spousal surcharge, and the opportunity to decrease my medical deductions by completing the HRA process.
©2015 General Dynamics. All rights reserved.

45. ©2015 General Dynamics. All rights reserved.