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Hussmann Corporation
A Note about Same-Sex Domestic Partner Enrollment Notes
(SSDP) Benefit Coverage
Medical—Unless you actively change
Under current IRS regulations, the value of the contribution that your election, you will be enrolled
Hussmann makes toward the cost of medical coverage for a same- in the same plan design you are
sex domestic partner and the partner’s dependents is considered enrolled in today (PPO or CHP) in the
imputed income for income tax purposes, unless the covered parties same coverage level (employee only,
employee + spouse, etc.) you are
qualify as your tax dependents under IRS rules. Imputed income is enrolled in today. Please note if you
reported on the employee’s annual Form W-2. IRS regulations also are currently in the CHP plan, you will
state that before-tax dollars contributed by a covered employee to the still be enrolled in the HSA and will
Health Care FSA, the Dependent Care FSA, the HSA-Compatible get the company match; however,
your employee contribution will be
FSA, or a Health Savings Account (HSA) cannot be used to reset to $0. If you wish to contribute
reimburse expenses incurred by SSDPs or their dependents, unless to the HSA, you are required to make
the person incurring the expense qualiies as your IRS tax dependent. a new election for 2015. If you would
like to enroll, waive coverage, change
Working Spouse/Same-Sex Domestic Partner plans, add a dependent, or remove a
dependent, you will need to make the
Surcharge change in Workday.
This surcharge is intended to help manage the overall costs of health Dental—Unless you actively change
beneits while maintaining the value of our programs. Hussmann will your election, you will be enrolled in
pay the majority of coverage costs for a working spouse or SSDP the dental plan in the same coverage
who is enrolled in our medical plan, but you will pay a $1,300 annual level you are enrolled in today
(employee only, employee + spouse,
surcharge if your spouse or SSDP is eligible for subsidized group etc.). If you would like to enroll,
medical coverage through his or her employer, waives that coverage, waive coverage, add a dependent, or
and chooses to enroll in medical coverage through Hussmann. This remove a dependent, you will need to
surcharge will come out evenly from each paycheck. To calculate make the change in Workday.
the amount which will be deducted from your paycheck, divide the Vision—Unless you actively change
annual amount by 26 if you are paid bi-weekly or 52 for bi-monthly. your election, you will be enrolled in
Keep in mind contributions toward coverage for a spouse are made the vision plan in the same coverage
on a before-tax basis and contributions toward coverage for a SSDP level you are enrolled in today
(employee only, employee + spouse,
are made after-tax; surcharges are assessed on the same basis. etc.). If you would like to enroll,
waive coverage, add a dependent, or
remove a dependent, you will need to
make the change in Workday.
5
A Note about Same-Sex Domestic Partner Enrollment Notes
(SSDP) Benefit Coverage
Medical—Unless you actively change
Under current IRS regulations, the value of the contribution that your election, you will be enrolled
Hussmann makes toward the cost of medical coverage for a same- in the same plan design you are
sex domestic partner and the partner’s dependents is considered enrolled in today (PPO or CHP) in the
imputed income for income tax purposes, unless the covered parties same coverage level (employee only,
employee + spouse, etc.) you are
qualify as your tax dependents under IRS rules. Imputed income is enrolled in today. Please note if you
reported on the employee’s annual Form W-2. IRS regulations also are currently in the CHP plan, you will
state that before-tax dollars contributed by a covered employee to the still be enrolled in the HSA and will
Health Care FSA, the Dependent Care FSA, the HSA-Compatible get the company match; however,
your employee contribution will be
FSA, or a Health Savings Account (HSA) cannot be used to reset to $0. If you wish to contribute
reimburse expenses incurred by SSDPs or their dependents, unless to the HSA, you are required to make
the person incurring the expense qualiies as your IRS tax dependent. a new election for 2015. If you would
like to enroll, waive coverage, change
Working Spouse/Same-Sex Domestic Partner plans, add a dependent, or remove a
dependent, you will need to make the
Surcharge change in Workday.
This surcharge is intended to help manage the overall costs of health Dental—Unless you actively change
beneits while maintaining the value of our programs. Hussmann will your election, you will be enrolled in
pay the majority of coverage costs for a working spouse or SSDP the dental plan in the same coverage
who is enrolled in our medical plan, but you will pay a $1,300 annual level you are enrolled in today
(employee only, employee + spouse,
surcharge if your spouse or SSDP is eligible for subsidized group etc.). If you would like to enroll,
medical coverage through his or her employer, waives that coverage, waive coverage, add a dependent, or
and chooses to enroll in medical coverage through Hussmann. This remove a dependent, you will need to
surcharge will come out evenly from each paycheck. To calculate make the change in Workday.
the amount which will be deducted from your paycheck, divide the Vision—Unless you actively change
annual amount by 26 if you are paid bi-weekly or 52 for bi-monthly. your election, you will be enrolled in
Keep in mind contributions toward coverage for a spouse are made the vision plan in the same coverage
on a before-tax basis and contributions toward coverage for a SSDP level you are enrolled in today
(employee only, employee + spouse,
are made after-tax; surcharges are assessed on the same basis. etc.). If you would like to enroll,
waive coverage, add a dependent, or
remove a dependent, you will need to
make the change in Workday.
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