Benefit Basics

Alexander & Baldwin, Inc.'s benefits program provides you and your family with many advantages—but it's your responsibility to utilize what the program offers and to take the actions necessary to ensure your benefits package keeps up with your changing needs.

The Benefit Basics section of your Benefits Handbook provides some general information about your benefits. Here you'll find the rules regarding eligibility and when coverage begins, an overview of how FlexSolutions—A&B's flexible benefits program—works, and other information that applies to your benefits.

Your Alexander & Baldwin, Inc. benefits program is a complete package of employee benefits that provides you and your family with a variety of important coverages and opportunities. The program is comprised of these components...

• FlexSolutions — The Company's flexible benefits program, which includes your:

  • Health Care Benefits — Medical/Vision and Dental options.

  • Life (Survivor) and Disability Insurance Benefits — Employee Life, Accidental Death & Dismemberment (AD&D), Business Travel Accident (BTA), Dependent Life, and Long-Term Disability (LTD) Insurance.

  • Reimbursement Accounts — Tax-Free Health Care and Dependent Care programs.

• Retirement Program — Featuring three plans designed to help you save for your long-term needs.

  • The A&B Retirement Plan for Salaried Employees — A plan which pays you a benefit when you retire, generally based on your earnings throughout your career at A&B (or any of its participating companies) and other factors.

  • The Individual Deferred Compensation (IDC) Plan — Our 401(k) plan, which allows you to save and invest on a pre-tax basis and receive a pre-tax Company matching contribution.

  • The Profit Sharing Retirement (PSR) Plan — This plan lets employees share in A&B's financial success through A&B's pre-tax contributions to your personal account.

• Other Benefits — Including paid time off, leaves of absence, educational assistance, health and life insurance for retirees, transportation (commuting and parking) benefits, and more.

Who Is Eligible

You are eligible for the Alexander & Baldwin, Inc. benefits program if you are a full-time salaried non-bargaining U.S. employee (or an employee working in a U.S. territory or possession).

Your family members ("dependents") may also be eligible for certain benefits offered through FlexSolutions—namely health care (medical, vision, and dental) coverage, and the Dependent Life and AD&D Insurance Plans.

For the purposes of FlexSolutions, eligible dependents include...

• Your legally married spouse (unless you are legally separated or divorced) or your qualified domestic partner; and,

• Your unmarried child(ren) who are:

  • Under age 19;

  • Under age 25 and full-time students if they depend on you for support and are registered as full-time students working toward a degree at an accredited school, college or university; or

  • Physically or mentally disabled (as determined by the applicable plan provisions) and dependent mainly on you for care and support. Please note that Dependent Life Insurance coverage cannot be extended due to a disability; a dependent child's life insurance coverage ends when he or she reaches age 19 or 25, as applicable. 

Domestic partners of enrolled employees are eligible for FlexSolutions benefits if:

• Your partnership is registered with the state of California or is a legal union of two persons of the same sex, other than marriage, that was validly formed in another jurisdiction, if the legal union is substantially equivalent to a domestic partnership registered with the California Secretary of State;

OR all of the following apply:

• You and your domestic partner are age 18 or older and capable of consenting to the domestic partnership.

• You and your domestic partner are each other’s sole domestic partner and intend to remain so indefinitely.

• Neither of you is married to another person, or in a domestic partnership with someone else that has not been terminated, dissolved, or nullified.

• You and your domestic partner are not related by blood to a degree of closeness which would prohibit legal marriage in the state in which you reside.

• You and your domestic partner have resided together in the same residence for at least six months and have been in a relationship for at least 12 months.

• You and your domestic partner are jointly responsible for each other’s basic living expenses incurred during the domestic partnership.

• You are both registered in your state or municipality as domestic partners (or equivalent) if the state or municipality has a registry and you provide proof of your registration. If such registry is not available, additional proof of domestic partnership will be required.

• You will notify A&B within 31 days if there is a change in the domestic partnership arrangement attested to in the affidavit.

For the purposes of eligibility, "children" include...

• Your natural children;

• Your step-children and children of a domestic partner whom you support and who live with you in a parent-child relationship;

• Your adopted children, including children placed with you for adoption;

• Children for whom you are responsible under the terms of a Qualified Medical Child Support Order (QMCSO)*; and

• Any other children you support who live with you in a parent-child relationship, as approved by the plan.

However, certain individuals whom you consider to be family members may not be eligible for FlexSolutions, as outlined under Who Is Not Eligible below.

Who Is Not Eligible

The following individuals who perform services for Alexander & Baldwin, Inc. are not eligible for coverage under any of the Company's benefit plans, unless specifically stated as eligible elsewhere in this Handbook...

• Temporary employees — Individuals employed for short-term assignments (generally lasting three months or less); note, however, that an individual's status will not change from temporary status to another status because the individual's assignment has been extended. In addition, this limit will not apply in those instances where doing so would violate any applicable state laws.

• Interns — Individuals enrolled in a college and/or university and who are employed by the Company pursuant to a work plan on a short-term basis. The work plan may be developed solely by the hiring manager and the intern, or the hiring manager, intern and the university. An individual working under such an arrangement will be classified as an intern, even if he or she does not receive academic course credit from the college or university upon completing the terms of employment.

• Agency employees — Individuals employed pursuant to a written agreement with an approved agency or other third party for a specific job assignment or project; such individuals include leased employees as defined under any Company plan.

• Consultants — Individuals with specialized knowledge or skills who are retained to provide advice or assistance to A&B. Such individuals are independent contractors and not employees of the Company. A consultant who is reclassified by a state or Federal agency or a court as an employee will become a reclassified employee and will not receive benefits except those mandated by state or Federal law, even if, by the terms of A&B's benefit plans in effect at the time the reclassification occurs, the consultant would otherwise be eligible for such benefits.

• Non-resident aliens — Individuals who are non-resident aliens and who receive no earned income from U.S. sources.

• Reclassified employees — Individuals who were formerly consultants with the Company but were reclassified as employees by a Federal or state agency or court.

In addition, the following family members are not eligible for coverage under any of A&B's benefit plans...

• Married children,

• Foster children,

• Spouses/domestic partners or children living outside the U.S. or Canada, or

• Other family members, including your (or your spouse's/domestic partner's) parents, brothers, sisters, etc.

When Coverage Begins

Generally, you and your dependents are eligible for all FlexSolutions coverages on the first of the month coincident with or following your first day of active eligible employment (as long as you enroll by the date requested). However, special rules may apply under certain benefits. For more details refer to the information below, as well as the individual benefit plan descriptions provided elsewhere in this Handbook.

Keep in mind that this is when you become eligible. For some of A&B's benefit plans—namely the IDC Plan and those that comprise FlexSolutions—you must actively enroll to participate. The Company will provide you with enrollment materials before your eligibility begins. It is your responsibility to complete your enrollment by the date requested.

After your initial FlexSolutions enrollment, you have an opportunity to make changes to your benefits. Under FlexSolutions, any new coverages you elect take effect as explained below. If you make the change(s)...

• During the Company's annual FlexSolutions Open Enrollment, the change(s) go into effect the January 1 following Open Enrollment.

• As a result of a qualifying change in status, the change(s) take effect the first day of the month coincident with or following the date of the qualifying change in status as long as you make the change within 31 days of the event. In accordance with HIPAA, if you are adding a newly eligible child to your medical coverage, coverage will begin the date of birth or adoption. (For more details on status changes, see Changing Your FlexSolutions Elections During The Year.)

You should be aware of the following rules that may also affect when your FlexSolutions coverage begins...

• You must be actively at work for your coverage to become effective. If you are not actively at work when your coverage would otherwise take effect, it will not go into effect until you return to work (full-time) for one full day. (Note that this provision will not apply in instances in which doing so would violate Federal law.)

• Your dependents' (spouse/domestic partner and children) health care coverage will go into effect when yours does as long as they are eligible dependents.

• You may be required to submit "evidence of insurability" (proof of good health) before your Employee Life Insurance coverage amounts will become effective. For more information, refer to the applicable portion of Survivor And Disability Benefits.

• Your life insurance and long-term disability coverages (or any increased coverage you elect) will not go into effect if you are not actively at work; similarly, your dependent's coverage (or increased coverage) will not go into effect if the dependent is confined due to an illness or injury. (For details, see When Coverage Becomes Effective.) Note that to enroll a dependent in the Dependent Life Insurance Plan, you must do so within 31 days of the date the dependent became eligible; otherwise, you must wait until the next FlexSolutions Open Enrollment.

• If you and your spouse/domestic partner both work for A&B, you each are eligible for coverage as employees. Neither you nor your spouse/domestic partner can be covered as both an employee and a dependent. Your eligible dependent child(ren) may be covered by either of you, but not by both.

Meanwhile, the following applies to your participation in the A&B retirement program: Under the...

• Retirement Plan , you automatically become a Plan participant on the first day of the month coincident with or following the date on which you complete one year of eligibility service.

• IDC Plan , you may enroll in the IDC Plan on your date of hire.

• PSR Plan , you will be eligible to receive PSR contributions as of the first day of the month coincident with or following the date on which you complete one year of eligibility service.

For more details, refer to the Retirement and Investment Programs section.

When Coverage Ends

Coverage for you and your dependents under the A&B benefits program generally ends when...

• Your employment ends, either as a result of termination or retirement (if your employment ends due to your retirement, you may be eligible for the Company's retiree health care and life insurance benefits, as described under "Other A&B Benefits" (see Insurance Benefits For Retirees);

• You or your dependents no longer meet the eligibility requirements described under Who is Eligible above or any new eligibility requirements A&B establishes;

• You (or your dependents) begin active duty in the armed forces of any state (note that the actual affect on your coverage may vary under the different plans—contact your local Human Resources representative for more details);

• You stop making any required contributions for coverage; or

• A&B terminates a particular plan or policy.

The exact date on which coverage under a particular plan ends varies, according to the plan. You should refer to the applicable benefit plan descriptions within this Handbook for more information.

All of us recognize the importance of health care coverage, life and disability insurance, and saving for the future. And, as you know, A&B goes to great lengths to provide you with these important protections and to offer a variety of programs designed to meet the diverse needs of its employees.

It's also important for you to realize that these benefits represent a significant part of the total compensation you receive from A&B. Details on the Company's contributions are provided elsewhere in your Handbook. An Employee Benefits Statement, outlining the total value of your benefits, is also provided to you each year.

In addition to the actual dollars spent on providing these benefits, A&B makes a significant investment in administering and communicating these benefits so that you can realize their full value—an investment most recently demonstrated by the development of this online Handbook.

FlexSolutions is A&B's flexible benefits program—the program designed to meet employee needs, while ensuring that both you and A&B receive the best benefits value. You enroll in, and help pay for, only those coverages you need, and that helps A&B manage the long-term cost of providing benefits. FlexSolutions also allows A&B to meet the diverse needs of its employees.

Enrolling In FlexSolutions

You enroll in FlexSolutions when you join A&B and initially become eligible for benefits, and then again each year during Open Enrollment. The elections you make either when you initially enroll or during Open Enrollment remain in effect throughout the Plan Year (January 1 through December 31).

As your needs change, you may make new elections, either...

• During the annual FlexSolutions Open Enrollment, held each Fall for a January 1 effective date, or

• As a result of a qualifying "change in status," as outlined under Changing Your FlexSolutions Elections During The Year.

Your FlexSolutions Options

Through FlexSolutions, you have a range of health care, disability and life insurance options, plus the opportunity to benefit from two tax-free reimbursement accounts. When you enroll (or re-enroll) in FlexSolutions, you may choose from the options outlined in the table below. Additional details are provided in the applicable sections of this Handbook.

FS Credits

FS Credits represent money A&B gives to you so that you can "purchase" your FlexSolutions benefits. (The allotment you receive for each Plan Year will be noted on the Enrollment Form you receive during Open Enrollment.) Through FlexSolutions, you decide how you want to spend your FS Credits.

Your FS Credits allotment is based on several factors: the cost of health care coverage in your location, your age, and your salary. That's because these are among the primary factors that determine the cost of your benefits.

How much, if any, you contribute toward the cost of your benefits is based on the decisions you make. When choosing how to spend your FS Credits, you should consider the various factors that affect the cost of your coverage. These include the...

• Type of medical and dental plan you elect—each FlexSolutions medical and dental plan has a different "price tag" based on the cost of providing that plan;

• Level of health care coverage you elect—if your children or spouse/domestic partner have coverage elsewhere, you should carefully review whether "dual coverage" would be appropriate; and

• The amount of life and disability insurance you elect.

The total allotment of FS Credits is set at a level that ensures that both you and your family receive some financial protection at a cost A&B can afford.

You will receive a constant amount of FS Credits each pay period throughout a given Plan Year. If your salary increases during a Plan Year, and you have elected a multiple of your salary for Employee Life, AD&D, or LTD Insurance, your coverage will increase accordingly while your cost (and thus FS Credits) will remain the same for the remainder of the Plan Year.

Each year during Open Enrollment you will receive information about the benefit options available through FlexSolutions, the price tags associated with each option, and the amount of FS Credits you will have to purchase your FlexSolutions benefits for the next Plan Year.

Covering Non-Tax Dependents

Due to Internal Revenue Code (IRC) restrictions, the contribution A&B makes toward the cost of benefits for individuals who are not eligible for tax-free coverage—such as domestic partners, domestic partner children, if eligible under the Plan, and certain children over age 23 who are otherwise eligible for FlexSolutions benefits—generally will be treated as taxable income to you. Also, any contribution you make toward the cost of such coverage must be paid for on an after-tax basis. However, these rules will not apply if your domestic partner, partner’s child or your child qualifies for tax-free coverage under the IRC and you certify their tax status by submitting a completed A&B Domestic Partner Tax Dependency Certificate Form.

If you can claim a federal tax exemption for your domestic partner or your child, he or she is eligible for tax-free coverage.

However, your partner may be eligible for tax free coverage in certain other situations. For more information about eligibility for tax-free coverage, refer to IRS Publications 17 and 501, available at www.irs.gov, or consult your tax advisor.

Note that the value of the benefits for domestic partners who meet certain state definitions is excluded from applicable state and/or local income and payroll taxes. If that is the case, any imputed income amounts will not be included in the employee’s income for such state and/or local tax purposes. For example, in California, legally married same-sex spouses (and their children) married between June 17, 2008, and November 4, 2008 are eligible for tax-free coverage for California tax purposes. For more information, contact your local Human Resources Representative.

Core and Default Coverages

While FlexSolutions is designed to allow you to make decisions that best meet your needs, A&B also wants to ensure that its employees have a minimum level of protection. That's why FlexSolutions features a "core" level of benefits. A&B also has provisions that will apply if you do not enroll by the enrollment deadline—either when you become newly eligible or during the annual FlexSolutions Open Enrollment. These "core" and "default" coverages are explained below.

Changing Your FlexSolutions Elections During the Year

The benefits and coverage levels you choose either when you initially enroll as a new hire or during the annual Open Enrollment (including any benefits to which you were defaulted) will remain in effect throughout the Plan Year (January 1 through December 31).

The only time you can change a benefit election during a Plan Year is when you have a qualifying “change in status” under the Internal Revenue Code, as described below:

Other Events Permitting Election Changes

• Coverage and Cost Changes. In some instances, you can make mid-year changes due to events that significantly affect your cost or coverage (except for the Health Care FSA).

• Special Enrollment Events. If you and your eligible dependents gain eligibility for certain medical plan coverage, lose medical coverage, acquire newly eligible dependents during the year, or reach your lifetime maximum under a plan, you may enroll or disenroll in an A&B medical plan. See Notice of Special Enrollment Rights for Medical Coverage for more information.

• Medicare or Medicaid Entitlement. You may change an election for medical coverage mid-year if you, your spouse or your dependent child becomes entitled to or lose coverage for Medicare or Medicaid.

• Judgment, Decree, or Order. You may change your election(s) health coverage mid-year and make a new election for your child, including a foster child, if required under a qualified medical child support order (QMCSO).

Notice of Special Enrollment Rights for Medical Coverage

If you decline enrollment in an A&B medical plan for you or your dependents (including your spouse) because of other health insurance coverage, you or your dependents may be able to enroll in an A&B medical plan without waiting for the next open enrollment period if you:

• Lose other coverage. You must request enrollment within 31 days after the loss of other coverage.

• Gain a new dependent as a result of marriage, birth, adoption, or placement for adoption. You must request enrollment within 31 days after the marriage, birth, adoption, or placement for adoption.

• Lose Medicaid or Children's Health Insurance Program (CHIP) coverage because you are no longer eligible. You must request enrollment within 60 days after the loss of such coverage.

In addition, you may enroll in an A&B medical plan if you become eligible for a state premium assistance program under Medicaid or CHIP. You must request enrollment within 60 days after you gain such coverage.

This section of your Benefits Handbook is designed to answer the question: "What happens to your benefits..."

• When your family situation changes (for example, you marry or divorce, add a child through birth or adoption, or a family member dies)?

• When you need to see a doctor?

• If you become disabled?

• When you retire or otherwise leave the Company?

The answers to such questions can be found in this special section. For more detailed information about each plan, refer to the separate plan sections provided in this Handbook.

If, during the Plan Year, your marital status changes (for example, you and your spouse divorce or legally separate), or your family situation changes in some other manner than that listed here (for example, your child reaches the maximum age for coverage, or your spouse's/domestic partner's employment status — and thus eligibility for benefits — changes), you will have the opportunity to change your FlexSolutions elections. To do so, you must contact your local Human Resources representative within 31 days of the event.

Note: When administering any changes in your benefits as a result of a qualifying "change in status," A&B will adhere to IRS regulations, the Health Insurance Portability and Accountability Act (HIPAA) of 1996 (and any ensuing amendments) and any other current mandated legislation that may apply. For details, refer to Changing Your FlexSolutions Elections During The Year and Your Special Enrollment Rights.

Medical / Vision

FlexSolutions features several medical options for you and your eligible family members. All provide comprehensive benefits, but they differ in significant ways. So be sure to select the plan that's right for you. Note: To decline medical coverage, you must provide proof of other group coverage. Once you enroll in a medical plan, you automatically receive vision coverage.

Dental

Under FlexSolutions, you have a choice of three dental plans. All cover preventive, general, and major dental services, but the benefit levels differ. So be sure to review your options. Note: To decline dental coverage, you must provide proof of other group coverage.

Reimbursement Accounts

You can participate in the Health Care and Dependent Care Reimbursement Accounts. These Accounts can reduce your taxes while helping you budget for eligible health care and dependent care expenses.

Survivor Benefits

FlexSolutions offers several levels of Life and Accidental Death & Dismemberment (AD&D) Insurance for you and your eligible dependents. You are also automatically covered by A&B's Business Travel Accident (BTA) Insurance policy.

Disability Benefits

You are automatically covered by A&B's Sick Leave Plan. Also, you may choose from three levels of Long-Term Disability (LTD) coverage.

Time Off Benefits

Learn about A&B's policies regarding sick leave, vacation, holidays, and leaves of absence.

Retirement Benefits

A&B sponsors three plans designed to help you prepare for retirement: the A&B Retirement Plan for Salaried Employees, the Individual Deferred Compensation (IDC) Plan and the Profit Sharing Retirement (PSR) Plan. Participation in the Retirement and PSR Plans begins automatically once you are eligible; however, to participate in the IDC Plan, you must enroll, indicating...

• What percentage of your salary you would like to contribute, and

• How you would like those contributions invested.

Medical / Vision

You may enroll your new dependent(s) in the same FlexSolutions Medical Plan in which you are enrolled; or, if you get married and you can be covered under your spouse's/domestic partner's employer's plan, you may drop coverage (as long as you provide proof of your other group coverage). Keep in mind that vision coverage is provided only to those enrolled in a FlexSolutions Medical Plan.

Dental

You may enroll your new dependent(s) in the same FlexSolutions Dental Plan in which you are enrolled; or, if you get married and you can be covered under your spouse's/domestic partner's employer's plan, you may drop coverage (as long as you provide proof of your other group coverage).

Reimbursement Accounts

If you have a new child, you may want to consider enrolling in or increasing your contributions to the Dependent Care Reimbursement Account (DCRA). If you get married, you may also want to adjust your DCRA election. You may not change your Health Care Reimbursement Account election until the next Open Enrollment.

Survivor Benefits

Review your life insurance needs. Is your current level of coverage adequate? Do you need coverage for your new spouse/domestic partner or child? Check your beneficiary designations, too, to determine whether they should be changed.

You may not change your Accidental Death & Dismemberment (AD&D) coverage at this time; you must wait until the next Open Enrollment.

If your new dependent is a child and you already have elected Dependent Life Insurance coverage for a child or children, your new child will be covered as long as you notify A&B of the child's arrival within 31 days.

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Disability Benefits

You may not change Long-Term Disability (LTD) coverage at this time; however, you can increase your coverage by one level during the next Open Enrollment.

Time Off Benefits

If your new dependent is a child, you may be eligible for an unpaid leave under the Family and Medical Leave Act (FMLA). See your HR representative for more information.

Retirement Benefits

Review your beneficiary designations for all of your retirement plans. Note: To name someone other than your spouse as the sole beneficiary of any of your retirement benefits, you must obtain your spouse's notarized consent.

Medical / Vision

Be sure to obtain the proper prenatal care. Each FlexSolutions Medical Plan provides benefits for routine maternity care (office visits, etc.). Your Plan may also offer additional prenatal care services.

Reimbursement Accounts

If you are enrolled in the Health Care Reimbursement Account, you can use these funds to pay for any eligible unpaid expenses related to the pregnancy and delivery.

Time Off Benefits

If you are unable to work due to your pregnancy, you may be eligible for benefits under A&B's Sick Leave Plan.

Depending on your situation, you may take paid vacation or sick leave, or an unpaid leave under the Family and Medical Leave Act (FMLA).*

Retirement Benefits

If you incur large medical expenses not covered by any other medical coverage you (or your spouse) may have, you may apply for a loan or hardship withdrawal from your Individual Deferred Compensation (IDC) Plan.

Medical

Each FlexSolutions Medical Plan provides benefits for a variety of medical services.

Dental

Each FlexSolutions Dental Plan provides benefits for preventive, general, and major services—only the payment amounts differ.

Vision

If you are enrolled in a FlexSolutions Medical Plan, you are eligible for vision benefits, either through Vision Service Plan (if you are enrolled in an HMSA or CIGNA Health Care Plan) or through Kaiser (if you are a member of a Kaiser HMO).

Reimbursement Accounts

If you are enrolled in the Health Care Reimbursement Account, you can pay yourself back for eligible out-of-pocket health care expenses you or your dependents incur. These expenses can be for your share of the cost for services covered under your health care plans, or for certain services not eligible for benefits under your plans, but eligible for reimbursement through this Account in accordance with IRS regulations.

Disability Benefits

If you are seriously injured and unable to work, you may be eligible for benefits under A&B's Sick Leave and/or Long-Term Disability (LTD) Plans.

Time Off Benefits

A&B provides paid sick leave in the event you (or a family member) are ill. You may also be eligible for an unpaid leave under the Family or Medical Leave Act, depending on the situation.

Retirement Benefits

If you incur large medical expenses not covered by any other medical coverage you (or your spouse) may have, you may apply for a loan or hardship withdrawal from your Individual Deferred Compensation (IDC) Plan.

Medical

If you suffer a work-related injury or illness, contact your manager immediately. If the condition is not work-related, obtain the care you need through your FlexSolutions Medical Plan. Each FlexSolutions Medical Plan provides comprehensive medical coverage, including hospitalization, skilled nursing facility care, home health care, and hospice care.

Reimbursement Accounts

If you are enrolled in the Health Care Reimbursement Account, use these funds to pay for any eligible health care expenses not covered by your other health care coverages. If you are on a disability leave, you may be able to adjust (suspend) your current contributions to the Dependent Care Reimbursement Account, depending on your particular situation.

Survivor Benefits

If you or your spouse/domestic partner are terminally ill and enrolled in the Employee or Dependent Life Insurance Plan, you may be entitled to receive an "accelerated" benefit payment. If you are on a disability leave, your life insurance coverage(s) will continue and the rate(s) you pay will be no more than the amount you paid as an active employee.

Disability Benefits

A&B's plans provide income protection for short-term absences due to an illness and long-term absences due to a qualifying disability. Note: You may also be eligible for Workers' Compensation benefits if your illness or injury is work-related.

Time Off Benefits

Depending on your situation, you may be eligible for paid sick leave or an unpaid leave under the Family and Medical Leave Act (FMLA). Long-term disability benefits may also be available if you are ill or injured and unable to work for an extended period, as described above.

Retirement Benefits

If you incur large medical expenses not covered by any other medical coverage you (or your spouse) may have, you may apply for a loan or hardship withdrawal from your Individual Deferred Compensation (IDC) Plan.

If you are receiving long-term disability benefits, your contributions to the IDC Plan will be suspended. Contact your local Human Resources representative for information pertaining to the effect, if any, on your other retirement-related benefits.

Medical / Vision / Dental

If A Family Member Dies: If the deceased was covered under a FlexSolutions Medical/Vision and/or Dental Plan, adjust your coverage level(s) accordingly. Or, if the deceased was your spouse/domestic partner and you were covered under his or her medical and/or dental plan, you will be eligible to enroll in the FlexSolutions health care plans at this time.

If You Die: Any dependents covered under the FlexSolutions health care plans may continue their coverage(s) under COBRA.

Reimbursement Accounts

If a family member dies, you may want to consider changing your election under the Dependent Care Reimbursement Account—you may enroll in, adjust (increase or decrease) or end your contributions to this Account, depending on your situation.

Survivor Benefits / Disability Benefits

If A Family Member Dies: If the deceased was covered under the FlexSolutions Dependent Life and/or Accidental Death & Dismemberment (AD&D) Insurance Plan, be sure to file a claim for death benefits. Also, if the deceased was named as a beneficiary to any of your life or AD&D benefits, be sure to update your beneficiary designations.

If You Die: Your beneficiary(ies) may be eligible for death benefit payments under the Employee Life, AD&D, and/or Business Travel Accident (BTA) Insurance Plans, depending on the circumstances, and the FlexSolutions elections in effect at the time of your death. Your survivor may also be eligible for a benefit under the Long-Term Disability (LTD) Plan if you were disabled at the time of your death.

Time Off Benefits

You may take some paid time off under A&B's Bereavement (Funeral) Leave policy if the deceased was a member of your immediately family. If you need additional time off, discuss your options with your local Human Resources representative.

Retirement Benefits

I f A Family Member Dies: If the deceased was named as a beneficiary to any of your retirement plans, be sure to update your beneficiary designations.

If You Die: If you are vested in the A&B Retirement Plan for Salaried Employees at the time of your death, your spouse or designated beneficiary(ies) may be eligible for a benefit payment.

Medical / Vision / Dental

You and/or your dependents may be eligible to continue your FlexSolutions health care coverages through COBRA.*

Reimbursement Accounts

Reimbursements for eligible expenses incurred in the current year can be filed the following year up through March 31; however, under the...

• Dependent Care Reimbursement Account, your contributions to this Account will stop immediately.

• Health Care Reimbursement Account, only those expenses incurred before your employment ends are eligible for reimbursement unless you continue participating in this Account on an after-tax basis through COBRA.

Survivor Benefits

You and/or your covered dependents may convert the applicable group life insurance coverage(s) to individual policies subject to the insurance company.* Note that you may not convert your AD&D or BTA Insurance coverage; coverage under these Plans ends when your employment ends.

Disability Benefits

Coverage under the Long-Term Disability (LTD) Plan ends when your employment ends; you may not convert this coverage.

Time Off Benefits

Any unused vacation time you have earned will be paid out in a lump sum when your employment ends.

Retirement Benefits

Consider how you would like your Individual Deferred Compensation (IDC) and Profit Sharing Retirement (PSR) Plan funds distributed to you. If you are a participant in the A&B Retirement Plan and were hired or rehired on or after January 1, 2008, consider, too, whether you would like to keep your Retirement Plan benefit in the Plan or take a lump sum distribution. Remember! If you directly roll your Plan Account balance(s) over to an IRA or another employer's plan (if that employer’s plan accepts such rollovers), you may avoid penalties and defer taxes.

If you were hired…

• Before January 1, 2008, and have five or more years of service, you are vested in the A&B Retirement Plan for Salaried Employees and will be eligible to receive a retirement benefit once you are eligible under the terms of the Plan.

• On or after January 1, 2008, and have three or more years of service, you are vested in the Retirement Plan for Salaried Employees. As noted above, you can take a distribution from the Plan at this time, or you can leave your accumulated benefit in your Plan Account, and continue to receive Interest Credits.

Note: The tax concerns and your options differ depending on your age at the time you leave A&B.

If you are retiring, you may be eligible for health care and life insurance benefits through the A&B Retiree Health and Welfare Benefit Plan.