2016 Summary of Employee

Benefits for Applicants

(Non-Bargaining Unit)

Non-Bargaining Employees
Y-12 Only

Welcome to CNS
One Team | Better Together
CNS recognizes that its success depends on hard-working employees like you. Your daily contributions
make the difference. We understand the significant role that benefits play in your life and the lives of
your family. Thats why we provide the comprehensive benefits package described in this guide.
Newly benefits-eligible employees can choose the coverage that is right for them and their family.
Depending on the particular benefit plan and/or level of coverage you elect, the company may pay the
full cost of the benefit, or may share the cost with you, or you may pay the total cost.

Who Is Eligible
Employees and their eligible dependents are eligible to enroll in the CNS benefit plans described in this
handout. Coverage will be effective on the first day of employment. Employees can enroll their eligible
dependents in any plan that offers dependent coverage, provided they are enrolled as well. Eligible
dependents include:

Legal spouse

Eligible dependent child(ren), including:

Employee or employee spouses biological children
Employee's Stepchildren
Legally adopted children (or children proposed for adoption)
Foster children
For medical and vision, you may enroll a dependent child up to the end of the month of his or her
26th birthday. You may enroll a dependent child older than age 26 in a CNS medical plan if the child
is incapable of self-sustaining employment by reason of a mental or physical handicap and is
chiefly dependent on you for support and maintenance. For dental, you may enroll a dependent
child up to the end of the month of his or her 25th birthday.

2
Non-Bargaining Employees

2016 Benefits
The following chart highlights the 2016 options. Benefits shown in the chart as provided by
CNS do not require enrollment.

Coverage
Medical: Cigna

Who Pays?
You and CNS share the
cost of coverage

Your Options
Cigna Choice Fund Open Acccess Plus (OAP) Health
Savings Account (Choice Fund HSA)
Cigna OAP Preferred Provider Organization (PPO) Core
Cigna OAP PPO Select
No medical coverage

Dental: Delta Dental

You and CNS share the

cost of coverage

Vision: VSP

You and CNS share the

cost of coverage

Flexible Spending
Accounts (FSAs):
Cigna

You fund your FSA

Basic Dental Preferred Provider Organization (PPO)

Buy-Up Dental PPO (includes orthodontia)
No dental coverage
Vision coverage
No vision coverage
Contribute up to $2,500 to a Health Care FSA (available
when you enroll in the OAP PPO Core or Select medical
plans, see page 10 for details)
No Health Care FSA
Contribute up to $5,000 to a Dependent Care FSA
No Dependent Care FSA

Life Insurance:
MetLife

Accidental Death &

Dismemberment
(AD&D): MetLife
Short and Long
Term Disability
(STD and LTD):
Cigna is the LTD
vendor

CNS pays the full cost of

basic coverage
You pay the full cost of
GUL coverage
CNS pays the full cost of
basic coverage
You pay the full cost of
voluntary coverage
CNS provides STD and
basic LTD at no cost to
you.
You pay the full cost of
Buy-Up LTD

Basic coverage equal to 1 times salary provided by CNS

Group Universal Life (GUL) insurance for yourself and
your spouse and/or eligible child(ren).
No GUL coverage
Basic coverage equal to 1 times salary provided by CNS
Voluntary AD&D coverage from 1 times up to 5 times pay
No Voluntary AD&D coverage
Short-Term Disability (STD) equal to a salary replacement
rate of 100% for the first six weeks, 80% for the second six
weeks, and 70% for the remainder of the 26-week STD
period provided by CNS
Basic Long-Term Disability (LTD) coverage equal to a

salary replacement rate of 30% (up to $5,000 per month

maximum) provided by CNS
Buy-Up LTD coverage equal to a salary replacement rate
of 60% (up to $8,000 per month maximum)

Work Life Services

and EAP: Aetna

CNS pays the full cost of

this benefit

No
Buy-Up
coverage
Provided
byLTD
CNS
and covers you, all members of your
household, and your children up to age 26

3
Non-Bargaining Employees

Benefit Plan Rates

Below are the monthly employee rates for the new CNS health plans (medical, dental and vision),
accidental death and dismemberment insurance (AD&D), and Buy-Up LTD.

Cigna Medical
Choice Fund HSA

PPO Core

PPO Select

Employee Only

$37.00

$175.00

$190.00

Employee + 1

$74.00

$349.00

$380.00

Employee + Family

$114.00

$538.00

$586.00

Basic DPPO

Buy-Up DPPO

Employee Only

$5.20

$13.68

Employee + 1

$10.40

$27.36

Employee + Family

$16.00

$42.08

Delta Dental

Employee Only

Vision Service Plan (VSP)

$2.48

Employee + 1

$3.68

Employee + Family

$6.60

Voluntary Accidental Death & Dismemberment

Employee Only
$0.025 per $1,000 of covered payroll
Family
$0.032 per $1,000 of covered payroll
Buy-Up Long Term Disability
Employee Only
$0.415 per $100 of covered payroll

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Non-Bargaining Employees

Benefits Overview
The information on the following pages provides an overview of CNS benefits.

Medical Coverage

Both options offer:

We know that no two employees have the same health care and
financial needs. Thats why you can choose between the Cigna
Choice Fund OAP Health Savings Account (Choice Fund HSA),
Cigna OAP Preferred Provider Organization (PPO) Core, or the Cigna
OAP PPO Select.
As you choose between these two plans, estimate your health care
costs for 2016 plus your payroll deductions. The comparison chart
on the next page provides a high-level overview of the plans. If you
are considering the Choice Fund HSA plan, remember to take the
CNS HSA contributions into consideration.
The Choice Fund HSA is similar to the PPO plan in that you can
use providers in or out of the network. And like the PPO, you will
pay more for out-of-network care. While this plan has a higher
deductible compared to the PPO plans, you can use tax-free money
from your HSA to pay your eligible expenses. CNS will contribute to
your HSA each year.

Medical coverage for services

within or outside the network

Access to the same national

network of providers

Lower, pre-negotiated rates

for in-network services

In-network preventive care

covered at 100% through the
same OAP network

Comprehensive prescription
drug coverage through
network providers

Coverage for eligible

dependents up to age 26

The Cigna OAP PPO Core allows you to use providers in or out of the network. However, you will pay
more for out-of-network care. You pay either copays or a deductible and coinsurance, depending on
the type of service you use.
The Cigna OAP PPO Select allows you to use providers in or out of network. However, you will pay
more for out-of-network care. You only pay copays depending on the type of service you use.

Express Scripts Prescription Benefit Manager

Express Scripts manages the prescription drug coverage. The following chart highlights the
prescription drug benefits.

How the Options

Differ
Payroll deductions
Deductible
Health Savings
Account (HSA)

Health Care Flexible

Spending Account
(HCFSA)

Cigna Choice Fund HSA

Cigna OAP PPO Core

Lowest
Higher
Automatic, including
CNS contributions; you
can also make
contributions to your
HSA
You cannot contribute
to an HCFSA when you
enroll in this plan

Cigna OAP PPO Select

Higher
Lower
Not available

Highest
None
Not available

You can contribute to an

HCFSA when you enroll
in this plan

You can contribute to an

HCFSA when you enroll
in this plan

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Non-Bargaining Employees

Medical Plans Summary

Services Covered
Annual Deductible (how much you
pay before the plan pays coinsurance)

Medical Out-of-Pocket Annual

Limit (the most you pay for covered
services including deductibles, coinsurance
and copays, including prescriptions)

Maximum Lifetime Benefit

Primary Care Office Visit
(including labs and x-ray)

Specialist Office Visit (including

labs and x-ray)

Surgery Performed in
Physician's Office
Allergy Treatment/Injections
Allergy Serum (dispensed by the
physician in the office)

Maternity Office Visit

Maternity Delivery (global
maternity fee)

Cigna Choice
Fund HSA
You Pay

Cigna OAP PPO

Core*
You Pay
$400
Individual/$800
Family

Cigna OAP PPO

Select*
You Pay

$4,000 Individual/
$8,000 Family

$1,500 Individual/
$3,000 Family

$1,500 Individual/
$3,000 Family

Unlimited

Unlimited

Unlimited

$1,500 Individual/
$3,000 Family

Physician Office Visits

10% (after
$20
deductible is met)
10% (after
$35
deductible is met)
10% (after
$20 PCP/$35
deductible is met)
Specialist
10% (after
$20 PCP/$35
deductible is met)
Specialist
10% (after
$0
deductible is met)
10% (after
$20 PCP/$35
deductible is met)
Specialist
10% (after
10% (after
deductible is met)
deductible is met)

None

$20
$30
$20 PCP/$30
Specialist
$20 PCP/$30
Specialist
$0
$20 PCP/$30
Specialist
$0

Preventive Health Services**

Well Baby Care
Routine Physical Exams,
Gynecological Exams,
Mammograms, PSA Tests

$0

$0

$0

$0

$0

$0

10% (after
deductible is met)

10% (after
deductible is met)

$400 (per admit)

10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)

10% (after
deductible is met)
10% (after
deductible is met)
$150 (waived if
admitted)
$35 (waived if
admitted)
10% (after
deductible is met)

Hospital Services
Inpatient (semi-private room, operating
room, x-ray, and laboratory services.
Includes maternity inpatient and standalone facilities such as birthing centers.)

Outpatient (operating room, recovery

room, procedure room, and treatment)

Inpatient Physician and

Surgeon Visits and Services
Emergency Room Services
Urgent Care Facility
Emergency Ambulance
Services

$250 (per visit)

$0
$150 (waived if
admitted)
$30 (waived if
admitted)
$0

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Non-Bargaining Employees

Medical Plans Summary

Services Covered

Cigna Choice
Fund HSA
You Pay

Cigna OAP PPO

Core*
You Pay

Cigna OAP PPO

Select*
You Pay

10% (after
deductible is met)

10% (after
deductible is met)

$250 per surgery

visit (non-surgical
not subject to copay)

10% (after
deductible is met)

$25

$20

10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)

10% (after
deductible is met)

$400 (per admit)

$35

$20

10% (after
deductible is met)

$0

10% (after
deductible is met)

10% (after
deductible is met)

$0

10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)

10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)
10% (after
deductible is met)

10% (after
deductible is met)

$25

Other Services
Outpatient Facility Services
Chiropractic Care (when medically
appropriate; 25 days maximum per
calendar year)

Mental Health/Substance
Abuse Inpatient
Mental Health/Substance
Abuse Outpatient
Hearing Aid Benefits (one pair per
36 months; $750 maximum)

Durable Medical Equipment

reasonable and customary
(R&C) applies
External Prosthetic Devices
(requires approval by the health plan)

Home Health Care (60-day max)

Skilled Nursing Facility (60-day
max)

Hospice Care Inpatient

Hospice Care Outpatient
Outpatient rehabilitation (shortterm and includes speech, occupational,
physical and cardiac rehabilitation; 180
days per calendar year)

$0
$0
$0
$0
$0
$20

*The Cigna OAP options offer out-of-network benefits, however you will pay more when you go out of the network for care, including a deductible, and higher
coinsurance, in some cases. Additionally, your coinsurance for out-of-network services is based on the reasonable and customary charges as defined in the plan,
and if your out-of-network provider charges more than what the plan considers reasonable and customary, the provider can bill you for the difference.
**You can find a list of eligible preventive care services at www.mycigna.com after your effective date. In the meantime, you can access this information at
www.cigna.com under the Healthcare Reform section.
1) In-network copays will not apply toward the in- or out-of-network annual deductibles.
2) All out-of-network inpatient hospitalizations and outpatient surgeries must be pre-certified. Failure to do so will result in a 20% reduction
of covered expenses incurred for services.
3) Hospital stays not deemed medically necessary will be disapproved.
4) Certain procedures require prior health plan approval. Please check with your health plan provider for additional information.

7
Non-Bargaining Employees

Express Scripts Prescription Benefit Manager

Express Scripts manages the prescription drug coverage. The following chart highlights the
prescription drug benefits.

Prescription Drugs Summary

Cigna Choice Fund
HSA

Cigna OAP PPO

Core

You Pay
You Pay
Annual Prescription Drug
Combined with
None
Deductible
medical
Retail 30-day Supply
Generic
$10
$10
Brand
$25
$25
Non-Preferred Brand
$50
$50
Mail Order Home Delivery Up to 90-Day Supply
Generic
$15
$15
Brand
$50
$50
Non-Preferred Brand
$100
$100

Cigna OAP PPO

Select
You Pay
None
$5
$20
$35
$10
$40
$70

1. Pharmacy benefits are through Express Scripts.

2. Certain drugs may require a prior authorization in order to receive the prescription of the full quantity your doctor prescribes.
Procurement restrictions in contracts effective 2015 between the drug manufacturers and Express Scripts may require Express Scripts to substitute an equivalent
drug within certain drug categories. While the CNS prescription plan and its participants may be impacted by these contract limitations, medical safety and
outcomes will not be.

8
Non-Bargaining Employees

Important Medical Plan Information

The Cigna Choice Fund HSA Deductible

If you cover only yourself in this plan, you need to meet the
individual deductible before the plan will start paying benefits,
except for eligible in-network preventive care services, which
are covered at 100% with no deductible.

If you cover yourself and any dependents, the family deductible will
apply. However, if any eligible family member meets the individual
deductible, the plan will begin paying coinsurance for covered
benefits for the individual that met the deductible. Once the family
deductible has been met, the plan will begin paying coinsurance for
all eligible family members covered expenses. In addition, innetwork preventive care benefits are always covered at 100% with
no deductible.

Enroll in the Choice Fund HSA Plan

and Get a Head Start from CNS
The CNS annual HSA contribution will be
automatically added to your account thats
extra money right off the bat that you can
use to pay your eligible expenses or save for
future health care expenses.

Do the Math!
When you enroll in the Choice Fund
HSA, you can use the money in your
HSA to pay your deductible. Heres how
it looks for an employee who enrolls in
employee-only coverage:

HSA In-Network
Individual Deductible

The Out-of-Pocket Maximum for the OAP PPO and the Cigna
Choice Fund HSA Plans

Less CNS Annual

Adjusted Individual
Deductible

What counts toward out-of-pocket maximum: the amounts

you pay toward your deductible, coinsurance and copays for
covered medical, prescription drugs and mental health and
substance abuse services.

HSA Contribution

$1,500

-$250

$1,250

Only the amount you pay for in-network covered expenses

counts toward your in-network out-of-pocket maximum. The
amount you pay for out-of-network covered expenses counts
toward both your in-network and out-of-network out-of-pocket
maximums.

For the Choice Fund HSA: If you cover only yourself in this
plan, the individual out-of-pocket maximum will apply. If you
cover yourself and dependents, any eligible family member
that meets the individual out-of-pocket maximum, the plan
will begin paying 100% of covered expenses. Once the family
out-of-pocket maximum has been met, the plan will begin
paying 100% for all eligible family members covered
expenses.

For the OAP PPO Core and Select Plans: After each eligible family member meets his or her
individual out-of-pocket maximum, the plan will pay 100% of each individuals covered expenses.
Once the family out-of-pocket maximum has been met, the plan will pay 100% of each eligible
family member's covered expenses.

9
Non-Bargaining Employees

Understanding the Cigna Choice HSA Plan

The Cigna Choice Fund HSA can give you more control over how
and when to spend your health care dollars by allowing you to
save tax-free money in your HSA. You then use your HSA funds
to pay eligible expenses both now and in the future.

How the Health Savings Account (HSA) Works

To help you meet a higher deductible, the plan comes with a
health savings account (HSA). An HSA is a tax-advantaged
account that allows you to save and then use tax-free dollars to
pay for health care expenses in the months and years ahead.

For 2016, CNS will make an annual contribution of $250 if

you enroll only yourself and $500 if you enroll dependents.

Any money you and CNS contribute to your HSA will not be
taxed. And as long as you use your HSA funds to pay eligible
expenses, you will not be taxed.

You can make contributions to your account up to $3,100 if

you enroll only yourself and up to $6,250 if you enroll any
dependents. The amount you choose to contribute will be
divided by the number of paychecks you receive throughout
the year and will be deducted from your pay before taxes,
meaning you dont pay any taxes on the amount you
contribute to your HSA.

If youre age 55 or older, you can contribute an extra

$1,000 (called a catch-up contribution). The intent is to
help you save money for health care expenses you may
incur after you retire.

In addition to these tax-free contributions, you will not be

taxed on the amounts you use to pay for eligible health care
expenses or the interest your account earns.
Your HSA balance is yours to use even if you no longer
participate in a high deductible plan or leave CNS in the
future. You never lose the balance of your HSA. It does not
expire and you can move your balance into any other HSA at
any time. You decide when and how to use it:

To pay eligible expenses throughout the year

To save for the cost of health care in retirement

Consider the Cigna Choice

Fund HSA
Dont let the higher deductible stop
you from considering the Choice
Fund HSA plan. Even with a higher
deductible, its advantages, like
lower payroll deductions and
access to a health savings
account, may make it a more costeffective option for many
employees.
Compared with an FSA, there is
no use-it-or-lose-it rule with an
HSA. The money in your account
rolls over from one year to the next,
allowing you to use it now or save it
for future eligible expenses.
The Cigna Choice Fund OAP
HSA may be for you if you:

Typically dont need a lot of

health care during the year

Dont usually meet your

deductible, or only modestly
surpass it

Are looking for an opportunity

to save for medical expenses
during retirement

Want to have lower payroll

deductions and free up some
money that you can save in
your HSA

To use the money in your account, youll receive a debit card

that you can use at the doctors office, pharmacy and any
other provider.

1
0

Non-Bargaining Employees

Vision Plan Coverage

If you want vision coverage, you can choose to enroll in the Vision Service Plan (VSP). Note that you do
not have to be enrolled in medical or dental coverage to enroll in vision coverage. The vision plan
provides comprehensive coverage through a network of providers. Services received outside the
network are still covered, but will cost you more money out of your pocket.

Vision Plan Summary

In-Network
You Pay
Exam once every calendar year

$0

Lenses once every calendar year

Single
Bifocal
Trifocal

$0

Frames once every other calendar year

Contact Lenses once every calendar

year (instead of glasses)

Lens Enhancements and Additional

Discounts

Plan covers:
$150 maximum allowance;
20% discount for amounts over $150;
or $80 allowance at Costco Optical
Plan covers:
Medically necessary lenses: covered in full;
Elective lenses: $130 maximum allowance for
contacts and contact lens exam (fitting and
evaluation);
15% off contact lens exam (fitting and evaluation)
Plan covers:
20%25% on lens enhancements;
20% on additional glasses and sunglasses at any
VSP provider within 12 months of your last exam;
15% off laser vision correction or
5% off the promotional price; discounts only
available from contracted facilities

Dental Coverage
You can choose between two Delta Dental coverage options: the Basic Dental Preferred Provider
Organization (DPPO) and the Buy-Up DPPO. Note that you do not have to be enrolled in medical
coverage to enroll in dental coverage.
Both options use Delta Dentals network of providers and allow you to go in- or out-of-network for
dental care. You will pay less when you go to in-network providers, because your share of the cost will
be based on the lower in-network negotiated rates.

Both Options Offer

Dental coverage for services within or

outside of the network

Lower, pre-negotiated rates for

in-network services

In-network preventive and diagnostic care

covered at 100%, including routine
checkups, cleanings, and x-rays

11
Non-Bargaining Employees

How the Options Differ

Basic DPPO

Features

Buy-Up DPPO

Payroll deductions you pay

Lower

Higher

Annual benefit maximum plan pays

Lower

Higher

Orthodontia for Child(ren) to age 21

Not included

Included

Dental Plans Summary

Annual Deductible (In-Network/Out-ofNetwork) Applies to basic and major
services

Oral exams
Cleanings
X-rays
Fluoride treatment (under age 19)
Space Maintainers

Buy-Up DPPO

You pay $50 per person

You pay $50 per person

Plan pays $1,500 per person

Annual Benefit Maximum

Lifetime Maximum

Basic DPPO

None
Diagnostic and Preventive Services*
Plan pays 100%
Plan pays 100%
Plan pays 100%
Plan pays 100%
Plan pays 100%

Sealants

You pay 20% after deductible

Plan pays $2,000 per

person
None
Plan pays 100%
Plan pays 100%
Plan pays 100%
Plan pays 100%
Plan pays 100%
You pay 20% after
deductible

Basic Services*
Restorative (fillings)

You pay 20% after deductible

Extractions

You pay 20% after deductible

Oral surgery

You pay 20% after deductible

Periodontics

You pay 20% after deductible

Endodontics (root canal therapy)

You pay 20% after deductible

You pay 20% after

deductible
You pay 20% after
deductible
You pay 20% after
deductible
You pay 20% after
deductible
You pay 20% after
deductible

Major Services*
Crowns

You pay 50% after deductible

Bridges

You pay 50% after deductible

Partial, full dentures and implants

You pay 50% after deductible

Not covered
N/A

Orthodontia for Child(ren) to age 21

Lifetime Orthodontia Deductible

N/A

Lifetime Orthodontia Maximum

You pay 50% after

deductible
You pay 50% after
deductible
You pay 50% after
deductible
You pay 50%
None
Plan pays $1,500 per
person

*Plan limits apply to certain services.

12
Non-Bargaining Employees

Flexible Spending Accounts

Looking to save money on your out-of-pocket health care and dependent care costs? CNS offers two
Flexible Spending Accounts (FSAs) Health Care and Dependent Care. The FSAs allow you to pay
eligible health care and dependent day care expenses with money that is not taxed, saving you 20% to
30% on your out-of-pocket expenses. You may choose to enroll in one or both of these accounts, or
waive coverage.
The Health Care FSA (HCFSA) is used for health-related expenses, like copays for visits to the doctor
and out-of-pocket expenses for prescriptions and other health care services. Health care expenses for
you and your eligible dependents can be reimbursed from your HCFSA.

You can contribute to the HCFSA if you are enrolled in the OAP PPO, a non-high deductible medical
plan outside of the CNS plan (e.g., you are enrolled in a plan through your spouses employer), or if
you are not enrolled in a medical plan.

You cannot contribute to an HCFSA if you enroll in the Choice Fund HSA plan or if you are
enrolled in another high deductible medical plan outside the CNS plan.

The Dependent Care FSA (DCFSA) is only used for child care or elder care expenses that allow you to
work. It is not used for dependents health care expenses. You dont need to be enrolled in a health
plan to participate in the DCFSA. To qualify for a DCFSA:

You and your spouse must work or attend school full-time.

Your child must be under age 13 or qualify as a federal income tax-eligible dependent who cant
care for him or herself.

FSA Highlights

You choose how much you want to set aside

each year:

HCFSA: $50 up to $2,500 per year.

DCFSA FSA: $50 up to $5,000 per year

(if youre married and file your taxes
separately, the limit is $2,500).

Your contributions are taken from your

paycheck before federal and state taxes are
deducted, making these amounts tax free.
Pay for your eligible expenses using:

The FSA debit card; or

Your regular funds, and submit a claim

for reimbursement.

Save your receipts, even if you use the

debit card

IRS rules say that you must forfeit any

money left in your accounts at the end of
the year, so estimate your expenses
carefully. Any account balances remaining
at the end of the year cannot be returned.

Although its a good idea to submit your

claims as you incur expenses during the
year, you have until March 31 (DCFSA) or
June 30 (HCFSA) of the next year to submit
eligible expenses for reimbursement from
the current plan year.

13
Non-Bargaining Employees

Work Life Services and Employee Assistance Program

Program is available to you, all members of your household, and your adult children up to age 26,
regardless of your medical coverage. Services are confidential and available 24 hours a day, 7 days a
week.

Life, Accident and Disability Insurance Options

Most of us rely on our paycheck to cover bills and everyday expenses. What if the unexpected
happened? Could you and your family afford to go a few months or even a few weeks without a
paycheck? For many of us, the answer is no. Thats why life, accident and disability insurance are
important.
For 2016, you have access to a mix of CNS-provided life, accident and disability insurance options and
opportunities to purchase supplemental coverage, including Group Universal Life Insurance.

CNS-Provided Coverage
The following insurance is automatically provided by CNS at no cost to you.

Basic life insurance of 1 times your base annual earnings

Basic accidental death & dismemberment (AD&D) insurance of 1 times your base annual earnings

Business Travel Accident insurance to pay benefits if you are injured while traveling on business
Short term disability (STD) coverage equal to a salary replacement rate of 100% for the first six
weeks, 80% for the second six weeks, and 70% for the remainder of the 26-week STD period

Long term disability (LTD) coverage for 30% income replacement (up to $5,000 monthly maximum)
beyond 26 weeks of an approved disability, with the opportunity to enroll in Buy-Up LTD.

Supplemental Coverage Options

You may choose to supplement the CNS-provided coverage with additional coverage that you pay the
full cost for. Here is an overview of the available options.

Voluntary AD&D Insurance

Buy-Up Long Term Disability Insurance

You may elect from 1 times to

5 times your annual base salary
up to a maximum of $500,000 of
voluntary AD&D insurance.

If you became disabled, the basic LTD benefit equal to 30%

of your salary may not be enough to live on while you are
out of work. Thats why CNS offers you the opportunity to
purchase additional LTD and increase your benefit to 60%
salary replacement (up to $8,000 monthly maximum). The
option to elect buy-up LTD insurance may not be offered
in the future.

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Non-Bargaining Employees

Group Universal Life Insurance

You can purchase between one and 10 times of your annual salary up to the plan maximum of
$1 million of Group Universal Life Insurance (GUL). Coverage is also available for your eligible
dependents when you participate. GUL is life insurance protection combined with a tax-deferred
savings feature.
GUL provides a tax-free benefit for your survivors, and your coverage will not be reduced at retirement.
Your GUL policy is portable, so you can keep your coverage if you leave CNS for as long as you need it.
There is a tax-deferred savings opportunity that allows you to save for future financial needs. The GUL
policy is flexible, allowing you to adjust your coverage as your needs change.

Savings Programs
401(k) Savings Program
You may enroll and elect contributions on the first day you are actively at work. Savings may be
deducted on a Pre-Tax, Roth, or After-Tax basis. You can save from 2% to 75% of eligible earnings.
The Company matches 100% of the first 2% of your contributions and 50% of the next 4%. You are
always vested in your contributions. You become 100% vested in the company match after three years
of credited service.

Enhanced Defined Contribution Program

Non-bargaining employees are eligible to receive a non-discretionary contribution under the Savings
Program. This non-discretionary contribution is funded totally by the Company. It is based upon your
years of service as follows:

Enhanced Defined Contribution

Years of Service
0-5 years of credited service
5+ years of credited service

EDC Accrual
3% of pay
4% of pay

Employees are vested in their non-contributory company contributions based upon the following schedule:

Vesting Schedule
Years of Service

% Vested

Year 1
Year 2
Year 3
Year 4
Year 5
Year 6

0%
20%
40%
60%
80%
100%

These company contributions are made whether you participate in the 401(k) plan or not. They are in
addition to, not in lieu of, matching contributions.
15
Non-Bargaining Employees

Paid Time Off (PTO)

CNS understands the importance of work/life balance. Effective your date of hire, you will accrue Paid
Time Off hours every pay period based on years of service. PTO accrued hours can be used for
vacation, sick leave, personal time off from work, and to supplement short-term disability. You may
take PTO in .25 hour increments.
You will accrue PTO hours each pay period based on the following:

PTO Accrual Schedule

Years of Service
Less than 5 years
Between 5 years and 10 years
10 years or more

PTO Accrual
3 weeks per calendar year
4 weeks per calendar year
5 weeks per calendar year

You can accrue up to 240 hours of PTO. Any balance in excess of 240 hours will be paid out each
January.

Short-Term Disability (STD)

CNS provides at no cost to the employee short-term disability payments payable at a rate of equal to a
salary replacement rate of 100% for the first six weeks, 80% for the second six weeks, and 70% for the
remainder of the 26-week STD period after successful completion of the benefit waiting period and
receipt of information that certifies the absence. The benefit waiting period is seven consecutive
calendar days. The employee may satisfy the required benefit waiting period by using paid time off
(PTO), floating holiday, or personal leave for employees illness.

Long-Term Disability (LTD)

CNS provides at no cost to the employee LTD coverage for 30% income replacement (up to $5,000
monthly maximum). You are eligible for LTD benefits after 26 weeks of an approved disability, with
the opportunity for you to purchase an additional 30% coverage.

Personal Leave
Employees have 40 hours paid personal leave per year to be used for the employees own illness or injury.

Funeral Leave
Upon proper notification, you will be allowed up to three days for the death of an immediate family
member. Family members are defined as your spouse, children, stepchildren, parent (a biological
parent or an individual who stood in loco parentis to the employee), stepparent, parent-in-law, sibling,
half-sibling, sibling-in-law, step-sibling, grandparent of the employee or spouse, grandchild of the
employee, son-in-law, and daughter-in-law.

16
Non-Bargaining Employees

Holidays
CNS pays full salary for six named holidays and three floating holidays. The floating holidays must
be taken in full-day increments.
The three floating holidays that you will receive each year can be used on dates important to you at
any point during the year with management approval. These floating holidays will need to be used
by the end of the year. Floating holidays do not carry over to the following year.
The named holidays are

New Years Day

Memorial Day

July 4

Labor Day

Thanksgiving Day

Christmas Day

Jury Duty
You will receive your basic earnings for time spent on jury duty.

Military Duty and Emergency Duty

Military Training
CNS non-bargaining employees who are members of the National Guard or the Reserve Component of
any military branch are granted up to 3 weeks of military leave per calendar year to attend military
training. During the military training period, employees will be paid the difference between their CNS
base rate and their applicable military pay as reported on the Leave Earning Statement (LES).

Active Duty
CNS employees who are members of the National Guard or the Reserve Component of any military
branch and are activated to full-time duty will receive differential pay (the difference between their CNS
base rate and their applicable military pay as reported on the LES) for up to 2 months.

Full-Time Duty in Support of Operation Freedom Sentinel or Noble Eagle

Additionally, CNS has obtained approval to extend the provision of differential pay beyond the 2-month
interval for employees activated to full-time duty in support of Freedom Sentinel or Noble Eagle. CNS
employees who are members of the National Guard or the Reserve Component of any military branch
and are activated to full-time duty in support of Operations Freedom Sentinel (formerly Enduring
Freedom) or Noble Eagle will receive differential pay until these military campaigns have ended.
CNS strives not only to comply with federal requirements and regulations but to generously support its
military personnel within the confines of its contract and the stewardship of taxpayers dollars. CNS is
extremely proud and deeply appreciative of its military personnel and their service to our country.

Educational Assistance
Upon proper approval, you may receive 100% reimbursement of tuition, required supplies and
textbooks, graduation and lab fees for courses that are approved and satisfactorily completed in an
accredited college or university. This includes undergraduate as well as graduate courses. Some
advanced, accelerated, or costly programs may be excluded or require special approval. You are eligible
for this program on your date of hire.
17
Non-Bargaining Employees

Flexible Work Hours

With proper approval, employees may utilize Flexible Work Hours to flex their hours during the payroll
work period.

Part-Time Employment
Part-Time Employment is available with a modified benefits package.

Credit Union Membership

Credit Union Membership at the Y-12 Federal Credit Union is available to employees and family
members of Y-12.

Service Awards
Service Awards are given to recognize full time employees upon the completion of each 5 years of
service.

This guide is not a guarantee of benefits and is only intended to provide you with an overview of your benefit options. Complete descriptions
of the plans and their provisions are available to you. If any information in this guide conflicts with the detailed plan documents and
insurance contracts, the plan documents and contracts are the authority. Although Consolidated Nuclear Security intends to continue
providing a variety of plan options, we reserve the right to make changes in whole or in part, or terminate any of the options at any time.
This guide is not to be construed to create a contract of employment between Consolidated Nuclear Security or its subsidiaries and you.

18
Non-Bargaining Employees