Welcome

SoClean’s group health plan coverage is an Individual Coverage Health Reimbursement Arrangement (ICHRA) through Bavvy for the 2025 plan year.

What is an ICHRA?
It is a health benefit plan that can offer you more flexibility, control, and cost savings. With ICHRA, you will receive a generous contribution amount from your employer, enabling you to choose the health plan that best meets your needs, rather than being limited to the options offered by your employer.

Here are some of the benefits of moving to an ICHRA:
More Flexibility: Rather than being limited to the medical plans chosen by your employer, you can choose a health plan that fits your lifestyle, budget, and health care preferences, including coverage for preferred doctors, hospitals, and prescription drugs.
Price Stability: ICHRA can provide you with price stability, as individual medical premiums have trended lower than most group plans. You also have the choice to change carriers or plans at renewal time, if your plan gets more expensive.
Enrollment Support: You will be able to receive personalized support and guidance to help you choose and enroll in a health plan that meets your needs.
Portability: You can take your health care benefits with you if you change jobs or become
self-employed.

In summary, ICHRA can offer you more control and flexibility over your health care, cost savings, price stability, and personalized support during enrollment.

You have unlimited access to a Licensed Health Insurance Agent through the Bavvy support team via live chat, phone or by scheduling an appointment with an enrollment specialist.

Eligibility

All regular full-time employees working 30+ hours a week are eligible to enroll in health insurance. Eligibility for newly hired, hourly and salaried employees is first of the month following 30 days of full-time employment.

Benefit Information

How do I enroll?

Open Enrollment is your time to make new benefit elections or make changes to your current benefit elections. During Open Enrollment, November 2024, your health insurance enrollment form must be completed on the Bavvy enrollment platform at https://bavvy.com/login.

Newly hired, regular full-time employees will enroll for health insurance benefits during the new employee orientation period. Eligibility begins the first of the month  following 30 days of employment.

For an Employee Navigation Guide video on Bavvy please click on the following link Employee Navigation Guide (wistia.com)

Waiving or Declining Health Insurance

If you are eligible for health insurance and will not be enrolling because of alternative coverage, or choose not to have insurance, a waiver form must be signed during the enrollment period.  If you elect not to enroll, you may not join the plan until the next Open Enrollment period, unless there is a “qualifying event.” A Qualifying Life Event is a life-changing situation that allows you to make changes to your benefit elections, outside of the normal, Open Enrollment period. Examples of Qualifying Life Events include: the birth of a child, marriage, divorce and a loss of other coverage.

All employees should be aware of possible Federal tax penalties for declining SoClean’s health insurance plan enrollment, as well as alternatives for health insurance available through the Health Insurance Exchange.  For more information about declining health insurance, see:  https://www.healthcare.gov/get-coverage/  and http://www.valuepenguin.com/ppaca/exchanges/nh.

What happens if I leave SoClean?

Under certain circumstances, you and your dependents may continue to participate in health coverage, dental insurance, and the Medical Flexible Spending Account through the Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA is a federal guarantee of the continuation of health insurance plan coverage after employment ends, which allows you to remain on medical and dental coverage, at the employee’s expense, for up to 18 or 36 months, depending on the circumstances. Former employees who enroll via COBRA will be responsible for the full cost of the monthly premiums.

A feature of enrolling in medical insurance through Bavvy is you can take your health care benefits with you if you change jobs or become self-employed. 

Medicare Eligible Employees

Medicare eligible employees can use the Bavvy enrollment platform to also shop for Medicare Parts C & D to enroll. Employees 65+ can use SoClean ICHRA contribution towards Medicare & Medigap premiums.

Bavvy: Medical Insurance

Member Services: 855-520-0188
Website: https://www.bavvy.info/employee

Health Savings Account (HSA)

Employees who enroll in an HSA-eligible plan and do not have medical coverage elsewhere are eligible to establish and contribute to a Health Savings Account (HSA). For convenience, SoClean has partnered with APA Benefits to offer HSAs.

An HSA is a triple-tax-advantaged trust/custodial account that eligible individuals can use to pay for qualified medical, dental & vision expenses for themselves or their tax dependents.

Employees are eligible to make & receive contributions when enrolled in an HSA-eligible plan and do not have coverage through another plan (including Medicare, VA, FSA, spouse or parent’s health insurance or Full Purpose Medical FSA).

Triple-tax-advantaged: Contributions are pretax, contributions accumulate tax-free, distributions for qualified expenses are tax-free.

Contributions may be made either through payroll deduction or directly to APA Benefits from a personal account.

Contribution limits in 2025 are $4,300 for single coverage; $8,550 for dual/family coverage. If age 55+ you may contribute an additional $1,000.

You may pay for eligible expenses for yourself or tax dependents with the debit card issued by APA Benefits or by using another form of payment and requesting reimbursement from your HSA.

Funds in your HSA account will accumulate and grow until you remove them. If your employment ends at SoClean, your account can remain with APA. If you enroll in another HSA-eligible health insurance plan, and remain eligible to make contributions, you may resume contributions. If you are not enrolled in an HSA-eligible health insurance plan you may use your funds to pay for qualifying medical expenses but will be unable to make future contributions.

While your HSA account belongs to you, and you may use the funds for any purpose, withdrawals/distributions for purposes other than qualifying medical expenses will be taxed as ordinary income and subject to a 20% penalty tax before age 65. After age 65, 20% penalty is not assessed, but distributions for expenses other than qualified medical will be taxed.

An HSA allows you to choose how much of your paycheck you’d like to set aside, before taxes are taken out, for healthcare expenses or use as a retirement savings tool. This plan offers tax savings that a 401(k) and IRA don’t, making it a powerful option for diversifying your retirement portfolio.

How do I enroll in the HSA?

Whether you are enrolling for the first time, or continuing to participate in the new plan year, you would need to complete your enrollment through the Bavvy enrollment platform https://bavvy.com/login. Employees who enroll in an HSA-eligible plan and do not have medical coverage elsewhere are eligible to establish and contribute to a Health Savings Account (HSA). For convenience, SoClean has partnered with APA Benefits to offer HSAs.

Once you have made an election, unless you experience a qualifying event, you are unable to make changes until the next open enrollment period.

Carrier Contact Information

APA Benefits: Health Savings Account (HSA)

Customer Service: 801-561-4980
Website: www.apachoicepoint.net

Medical Flexible Spending Account (FSA)

What is a Medical Flexible Spending Account? A Medical FSA is a tax-advantaged employee benefit that allows eligible employees to voluntarily set aside pre-tax dollars through equal payroll deductions to be used for eligible health care expenses.

Who is eligible?  The medical FSA is available to all regular full-time employees, working 30 or more hours per week, whether or not they participate in SoClean’s Health insurance. For new hourly employees, eligibility begins following the 30 days of employment. Salaried employees are eligible at Date of Hire. If you choose not to enroll at that time, you must wait until the Open Enrollment for next plan year.

View your account online with My Plan

1.Go to www.apachoicepoint.net

2.Your Username is your Social Security Number.

3.Your Password is the last 4 digits of your Social Security Number.

4.You will then be prompted to create a custom Username and Password.

5.Edit your personal information if necessary.

6.Check out the website and explore your options.

For additional information, please contact APA Benefits at www.apachoicepoint.net or 801-561-4980.

Eligible employees may elect to contribute up to $3,300 during the plan year, January 1, 2025-December 31, 2025.

Medical FSA Basics

• Medical FSAs are used to set aside money for planned or reoccurring qualified medical expenses that are not covered by insurance, such as dental care, vision care, contact lenses, co-pays, deductibles, out-of-network expenses. For a list of qualified expenses visit: https://www.irs.gov/pub/irs-pdf/p502.pdf
  • Under the Coronavirus Aid, Relief and Economic Security Act (CARES Act), the definition of a qualifying medical expense now includes certain over-the-counter (OTC) medications and products. For some examples of these products, see the “Expanded FSA Expense” flyer.
• You have full access to your total election amount on the 1st day of that plan year. You do not need to wait until your FSA payroll deductions equal the amount of your qualified medical expense.
• Most transactions can be paid at the point of sale with a debit card pre-loaded with your total FSA amount for that plan year.
• You may carry $660 or less into the next plan year. Any remaining funds exceeding $660, would be forfeited.

What is the most I can contribute?

• $3,300 for plan year 1/1/25-12/31/2025
• Payroll deductions are based on 26 paychecks per year.
• For new employees enrolling after January 1, the maximum allowable amount to be set aside is prorated. Payroll deductions will be based on the remaining number payroll checks in the plan year.

Dependent Care Account (DCA)

What is a Dependent Care Flexible Spending Account?

A dependent care FSA (DCA) allows employees to set aside pre-tax dollars to pay for daycare expenses for your children under 13, or qualifying dependents. To qualify for a DCA, the IRS requires that both spouses be employed or full-time students.

In 2025, you may contribute up to the dependent care FSA is $5,000* (if single or married & filing jointly) or $2,500* (if married & filing separately)

Please note that the DCA is 100% employee funded and is only available to use as  monetary contributions are made.

Eligible Daycare Expenses :

• Childcare or Adult Care by a licensed childcare facility, for children under 13 years of age who qualify as tax dependents.
• Childcare or Adult care for children or adults of any age who are physically or mentally unable to care for themselves and qualify as dependents.

Ineligible Daycare Expenses :

• Educational expenses including kindergarten or private school tuition fees
• Amounts paid for food, clothing, sports lessons, field trips, and entertainment
• Overnight camp expenses
• Transportation expenses
• Child Support payments

For additional information, please contact APA Benefits at www.apachoicepoint.net or 801-561-4980

Visit https://www.irs.gov/forms-pubs/about-publication-503 for a comprehensive list of eligible expenses, federal laws and regulations.

How do I enroll in the FSA or DCA?

Whether you are enrolling for the first time, or continuing to participate in the new plan year, you would need to complete your enrollment through your Paylocity Benefits Portal at access.paylocity.com/

Once you have made an election, unless you experience a qualifying event, you are unable to make changes until the next open enrollment period.

Carrier Contact Information

APA Benefits: Flexible Spending Accounts (FSA & DCA)

Customer Service: 801-561-4980
Website: www.apachoicepoint.net

The Richards Group has entered into a partnership with Health-E Commerce, also known as the FSA/HSA Store. This gives you access to hundreds of products that have been pre-vetted & approved for use with your Flexible Spending or Health Savings Accounts.

Did you know you could use your FSA/HSA to save money on everyday health essentials like baby health items, health trackers, pain relief products and more?

Here are just a few benefits of using the FSA/HSA Store:

• No Receipts Needed
• 2,500+ FSA Eligible Products
• 100% Eligibility Guaranteed
• Skip the claims process when you use your FSA/HSA card

This partnership also allows access to their Caring Mill products. Caring Mill is a line of premium healthcare products that support a healthy lifestyle and on average is priced 30% less than branded equivalent products.

With every Caring Mill purchase, a donation is made to Children’s Health Fund, providing necessary treatments to thousands of children in need, throughout the United States.

Curious what your FSA/HSA dollars can cover? Simply enter the product you are looking for in the eligibility list below.

To access the FSA Store please visit: https://fsastore.com

To access the HSA Store please visit: https://hsastore.com

Additional Information

All full-time regular hourly employees who work a minimum of 30 hours per week are eligible, following 30 days of employment. Salaried employees are eligible at Date of Hire.

Plan Overview

SoClean offers it’s employees the PPO Plus Premier plan through Northeast Delta Dental. The plan covers Preventive Care, Minor and Major Restorative procedures, as well as Orthodontia.

The chart below provides a high level overview of the dental plan design and features offered to eligible employees by SoClean.

When considering whether purchasing dental insurance makes sense for you and your family, there are three things you should consider:

Network – Northeast delta dental has an extensive network.

The Delta Dental PPO plus Premier network arrangement offers access to the nation’s largest network of dental providers while simultaneously offering access to PPO providers who have agreed to accept lower fees for Delta Dental patients.

1.To find a dentist in your area, visit: www.nedelta.com

2.Click Find a Dentist from the homepage

3.Choose the Delta Dental PPO or Premier from the Network Selection

4.Select your location, by address (optional) or zip code

• You may then customize your search by selecting a distance range, dentist name, practice name and/or specialty.

5. Click “Search” and view your results.

Cost to Use  – There is no deductible for Preventive Services (Coverage A) or Orthodontia (Coverage D). For Basic services (Coverage B) and Major services (Coverage C) you will pay a one-time, Individual deductible of $100 or Family deductible of $300.

The annual maximum for the PPO plus Premier plan is $2,000 per member. The annual maximum may be increased to as much as $4,000 per person with the Double-Up Max program. See the attached Double-Up Max flyer for more information.

After meeting the deductible, you will be responsible for 20% of the cost of in-network Basic services, 50% of Major services, and 100% of all services once you’ve reached your annual max of $2,000, unless you benefited from the Double-Up Max rollover provision. You would be responsible for orthodontia costs beyond $1,500 per member, per lifetime.

Cost to Own – What will your per paycheck deduction be? The amount that will be deducted from each paycheck is listed below.

Contributions & Rates

Enrolled employees pay premiums through payroll deductions, over 26 pay periods.

With Dental Insurance, it might be helpful to conduct a cost-benefit analysis for yourself and your family before enrolling. Once you’ve determined your annual cost to own the insurance, based on the premium chart above, consider the following:

• How often do you and your family members receive preventive dental care?
• Do you expect to need major, non-cosmetic dental work in the coming year?
• Do you have a dentist you know and trust that is included in this plan’s network?
• Would making tax favorable elections/contributions to an FSA be a less expensive way for you to pay for dental care?

If you are electing coverage you’ll need to complete your enrollment through the Paylocity Benefits portal at access.paylocity.com/

Carrier Contact Information

Northeast Delta Dental: Dental Insurance
Customer Service: 800-832-5700
Website: www.nedelta.com

Plan Documents

All full-time regular hourly employees who work a minimum of 30 hours per week are eligible, following 30 days of employment. Salaried employees are eligible at Date of Hire.

Plan Overview

SoClean offers it’s employees an opportunity to enroll in a voluntary vision plan through Delta Dental operating on the nationwide EyeMed Vision Care Access Network.

This plan provides hardware benefits only.

To locate a participating EyeMed Access Network provider, log on to https://eyedoclocator.eyemedvisioncare.com/nedd/en  or call 1-866-723-0513.

The chart below provides a high level overview of the vision plan design and features offered to eligible employees by SoClean.

Contributions & Rates

Enrolled employees pay premiums through payroll deductions, over 26 pay periods.

If you are electing coverage you’ll need to complete your enrollment through the Paylocity Benefits portal at access.paylocity.com/

Carrier Contact Information

DeltaVision: Vision Insurance
Customer Service: 866-723-0513
Website: www.eyemed.com

Plan Documents

Eligibility

All Active, Full-Time employees who work 30+ hours per week are eligible following 30 days of employment.

Summary of Group Basic Life and AD&D Benefits and Coverages

Insurance can play an important role in reducing financial stress when a family is faced with the pre-mature death or disability of a wage-earner.

To help employees during critical times of need, through AnthemLife, SoClean provides employer paid Life Insurance to all regular, full-time employees who work 30+ hours a week.

Hourly Employees – Basic Life insurance Benefits begin following 30 days of employment with a benefit amount of $50,000.

Salaried Employees – Basic Life insurance Benefits begin upon hire with a benefit amount of 1 times your annual earnings, up to $400,000.

Below is a table outlining the benefit coverage:

Voluntary Employee & Dependent Life Insurance

Families have unique circumstances and financial needs. SoClean offers its Full-time employees who work 30+ hours per week, the opportunity to elect Voluntary Employee Life Insurance, Spouse Life Insurance and Child Life Insurance.

• Coverage is $2,000 – $500,000 depending on the covered member (employee, spouse or child)
• Employee – $500,000 maximum (Not exceed 5x earnings for amounts over $150,000)
• Spouse – $250,000 maximum (coverage may not exceed 100% of employee amount)
• Employees will be required to submit a health application (EOI) if they elect coverage in excess of the guarantee issue amount
• Original Employee Supplemental Life benefit amount will reduce to 65% at age 70 and 50% at age 75
• Guaranteed issue amount (at initial eligibility period only) for Employee Supplemental Life is $70,000, and $25,000 for Spouse Life. All Child Life amounts are guaranteed issue.
• See your Paylocity benefits Portal for estimated cost information at access.paylocity.com/

Voluntary AD&D

SoClean offers Voluntary AD&D (Accidental Death and Dismemberment) to supplement your Employee Supplemental Life and Spouse Life insurance coverage.

What is AD&D?

Accidental death and dismemberment (AD&D) is a policy that pays benefits to the insured (you) or your beneficiary, if the cause of bodily injury (loss of limbs, eyesight, hearing etc.) or cause of death, is an accident. This is a limited form of life insurance which is generally less expensive, and is an added benefit to your existing life insurance policy.

• Coverage is $2,000 – $500,000 depending on the covered member (employee, spouse or child)
• Employee – $500,000 maximum (Not exceed 5x earnings)
• Spouse – $250,000 maximum (coverage may not exceed 100% of employee amount)
• See your Paylocity benefits Portal for estimated cost information at access.paylocity.com/

Carrier Contact Information

Anthem: Group Basic Life, AD&D, Voluntary AD&D, Voluntary Employee & Dependent Life Insurance

Customer Service: 800-552-2137
Website: http://www.anthem.com

Contributions

Group Basic Life and AD&D is 100% paid for by SoClean.

Forms & Plan Documents

Eligibility

All Full-Time employees who work 30 or more hours per week are eligible beginning following 30 days of employment.

Summary of Benefits and Coverages

Most people don’t think about being disabled and unable to bring home their paycheck. Your financial obligations and living expenses don’t stop when you become disabled. Disability insurance can play an important role in reducing financial stress when facing the disability of a wage-earner.

To help you during critical times of need, through AnthemLife, SoClean provides employer paid Long-Term Disability and Voluntary, employee paid, Short Term Disability insurance to all regular part-time and full-time employees who work 30+ hours per week.

Hourly Employees – Short and Long-Term Disability Benefits begin following 30 days of employment.

Salaried Employees – Short and Long-Term Disability Benefits begin upon hire.

Below is a table outlining the benefits coverage:

Carrier Contact Information

Anthem: Voluntary Short-Term Disability (Employee Paid) & Long-Term Disability (Employer Paid)

Customer Service: 800-552-2137
Website: http://www.anthem.com

Forms & Plan Documents

Eligibility

SoClean, through The Standard, offers employees the opportunity to safely and conveniently save for their retirement by offering a 401(k). All contributions will be pre-tax.

Employees who are 18 years of age, have completed 90 days of service will be automatically enrolled in a pre-tax plan at a rate of 4% per pay period. There will be an annual increase of 1% until deferrals reach 6%.  You can start, stop, or change the amount at any time.

401(k) Plan Details

In 2025, the Before Tax amount is between 1% and 100% of
your compensation or $23,000.00*, whichever is less.
Participants turning age 50 or older in 2025, may contribute an
additional $7,500.00*.

*Subject to change when the IRS releases the 2025 limits in late Fall 2024.

Vesting is the percentage you are entitled to receive upon a distributable event. Employee contributions are always 100% vested.

A wide array of investment options are available through your
Plan. Please review the Plan’s Notice of Investment Returns
& Fee Comparison for information on the investment options
at www.thestandard.com.

For more details: See the attached 401(k) Plan Summary.

Please reach out to the Plan’s Financial Advisors’ for help with your plan or financial questions – Peter Klinkmueller and Stephen Boudreau.  They can be reached directly at 617-957-8406 or via email at SRPC@lpl.com.

The Standard: Retirement 401(k)
Participant Services: 617-957-8406

Website: www.thestandard.com

Eligibility

With your Life and Disability benefits, employees have access to EAP resources through Anthem, at no cost to you or your family members.

Anthem’s EAP is designed to help your employees lead happier and more productive lives at home and at work. When they have issues, they can work with Licensed Professional Counselors to define the problem and obtain appropriate assistance.

Resource Advisor is a member assistance program that’s included with your life and/or disability benefit. It provides resources and services to support you and your household members.

Your EAP Is Always Confidential

WHO IS COVERED?

With your Life and Disability benefits, employees have access to EAP resources through Anthem, at no cost to you or your family members

Through the EAP, employees can get help with personal, family and work issues such as:
• Stress, depression, anxiety
• Relationship issues, divorce
• Job stress, work conflicts
• Family and parenting problems
• Anger, grief and loss
• Addiction, eating disorders, mental illness

Go to: www.ResourceAdvisor.Anthem.com
Call: 1-888-209-7840

Carrier Contact Information

Resource Advisor through Anthem Life: Employee Assistance Program
Customer Service: 888-209-7840
Website: www.ResourceAdvisor.Anthem.com

Forms & Plan Documents

The Richards Group has partnered with SmartConnect™, an exclusive, no-cost program created specifically to connect Medicare-eligible working adults to the world of Medicare benefits. Whether an employee plans to continue working or is transitioning to retirement, we tailor solutions designed around their needs. Our agents provide an unfiltered view of the entire range of options and prices available to the employee.

SmartConnect Contact Information

For more information or to get started, please click on the following link: https://gps.smartmatch.com/

Additional Information

Our tuition assistance program is designed to help employees pay back student loan debt and improve their financial well-being.

Utilizing the relationship with The Richards Group, consultation services provided through GradFin are provided free of charge. GradFin is a new employee benefits program revolutionizing how employees can reduce their student loan debt.

GradFin will provide:

• One-on-one education consultations with GradFin Consultation Experts to review your current loan status and discuss personalized payoff options to save on your loans.
• GradFin will offer a competitive interest rate reduction when you refinance your loans.
• GradFin will offer the lowest interest rates in the industry through their lending platform which is made up of ten lenders to maximize the chances that you will be approved for a new loan.
• For more information or to schedule a one-on-one consultation visit: http://www.gradfin.com/platform/trg

Phone: (844) GRADFIN

Website: http://www.gradfin.com/platform/trg

Website: https://www.thewellnessoutlet.com/