2015 BENEFITS MANUAL
Strong. Dedicated. Focused.
2015 Benefits
In this brochure, we’ve outlined our company benefits including health, dental, vision care, life
insurance and disability options, as well as our industry-leading 401(k) plan and other benefit
options. If you are new to Chesapeake, take a few moments to look through this manual for
the number of benefit options that are awaiting you.
Table of Contents
Medical Plan
3
Dental Plan
4
Prescription Drugs
5
Benefits at a Glance
6
Vision Plan
7
Flexible Spending Accounts
8–9
Disability & Excess Liability Insurance
10
Life Insurance
11
401(k) Plan
12
Enrollment Changes
13
Other Benefits
14 – 15
Tax-free Payroll Deductions
When you enroll in medical, dental and vision coverage, the portion of the cost you pay is a tax-free deduction
from your paycheck. By paying with pre-tax dollars, you reduce the amount of federal and Social Security taxes
you pay and pocket the tax savings. Depending on where you live and work, your state and local income taxes
may also be reduced. This may slightly affect your Social Security benefits.
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2015 BENEFITS ENROLLMENT MANUAL
Medical Plan
Medical coverage is offered through Blue Cross/Blue Shield of Texas (BCBSTX). You have three
medical plan options from which to choose — a health reimbursement account (HRA) option
and two traditional PPO options.
HRA Option
Traditional PPO Plans
(In-network benefit level)
(In-network benefit level)
The HRA is a medical coverage option that allows Ches-
We offer two traditional PPO medical plans, an 80/60 and
apeake to fund the first $1,000 for employee deductible
a 70/50 plan. In the first, claims are paid at 80% of the
and out-of-pocket expenses ($2,000 for family), before
co-insurance level after deductible. In the other, claims are
you pay for medical care. An HRA is funded at the begin-
paid at the 70% co-insurance level.
ning of your enrollment period with a predetermined dollar
See the Benefits at a Glance section on Page 6 of this
amount (prorated if beginning coverage any time other
manual for additional medical coverage information and
than January 1). When medical expenses occur, they
plan designs.
will first be paid out of the HRA funds that have been
set aside for you by Chesapeake. After the account is
Wellness benefits covered under the medical plan
depleted, you will be responsible for expenses until your
Chesapeake wants to encourage employees to live
deductible is met ($1,750 individual/$5,250 family).
well. You and your enrolled dependents can have the
When the deductible is met, expenses will be paid at
following expenses paid at 100% (of the allowable charge)
70% until you reach your $3,000 individual/$9,000
by the plan:
family annual out-of-pocket maximum.
» Adult immunizations — flu shots, shingles
vaccinations, etc.
HRA details:
» Office visit co-pays do not apply toward the deductible
or out-of-pocket maximum; therefore, it will not be paid
by the HRA.
» Allowable amounts will be paid out of the HRA until
depleted and credited toward your deductible and out-
»
»
»
»
»
»
Bone density screenings
Heart scans
Well child care
Routine physicals
Mammogram screenings
Prostate cancer screenings
of-pocket maximum as if you had made the payment.
» If you enroll in the HRA option during the year, the
allowance will be prorated based on the months
remaining in the plan year.
» If you do not use your entire HRA balance, any unused
funds will roll over to the next plan year if you stay in
the HRA option. At this time, there is no cap on the
amount you can accumulate in the HRA account.
» Your HRA funds are separate from your dental and
prescription coverage. Claims for these benefits will
not be deducted from your HRA.
2015 BENEFITS ENROLLMENT MANUAL
3
Dental Plan
Employees can choose to enroll in the dental plan regardless of their enrollment in the
Chesapeake Medical Plan. You may use any dental provider you choose. However, if you
use a BCBSTX network dentist, you may experience lower out-of-pocket expenses.
4
PLAN PROVISIONS
DENTAL BENEFITS
Calendar Year Deductible
Per covered individual
$50
Annual Benefit Maximum
Does not apply to orthodontic services
$2,000 per covered member
Diagnostic and Preventive Care
Examples: dental exams, cleanings, X-rays and
fluoride treatments
100% of allowable amount –
no deductible
Miscellaneous Services
Examples: lab tests and emergency treatment
to relieve dental pain
100% of allowable amount –
no deductible
Restorative Services
Examples: fillings and extractions
80% of allowable amount
after deductible
General Services
Examples: general anesthesia and nitrous oxide
80% of allowable amount
after deductible
Endodontic Services
Examples: root canal and direct pulp cap
80% of allowable amount
after deductible
Periodontal Services
Examples: scaling and root planing
80% of allowable amount
after deductible
Oral Surgery Services
Examples: alveoplasty and surgical tooth
extractions not covered under health plan benefit
80% of allowable amount
after deductible
Crowns, Inlays or Onlays
50% of allowable amount
after deductible
Prosthodontic Services
Examples: bridges and dentures
50% of allowable amount
after deductible
Implant Services
50% of allowable amount
after deductible
Orthodontics
$3,000 lifetime benefit
50% of allowable amount
after deductible
Wisdom Teeth Removal
If impacted, the removal will be considered a
medical procedure and processed under your
medical benefits
80% of allowable amount
after deductible
2015 BENEFITS ENROLLMENT MANUAL
Prescription Drugs
SCRIPT CARE PRESCRIPTION DRUG COVERAGE
Option
Generic
Preferred Brand Name
Non-preferred Brand Name
Retail (30 day)
$10
$40
$70
Retail (90 day)
$30
$120
$210
Mail Order (90 day)
$20
$80
$140
Participants can purchase over-the-counter (OTC) proton pump inhibitors (PPI) such as Prilosec OTC, Zegrid OTC or Nexium
OTC for a $5 co-pay with a doctor’s prescription. All other OTC medications are not covered by the prescription plan.
WELLNESS PREMIUM DISCOUNT
Employees and spouses who are enrolled in the Chesapeake medical plan and complete a wellness checkup in 2015,
which is covered at 100% by the medical plan, will receive a $25 wellness discount in 2016.
Visit the Chesapeake Health Center or your primary care physician for your wellness checkup.
Wellness checkups that will be considered for the discount include:
» Routine physical
» Prostate exam
» Mammogram
» Colonoscopy
» Well woman visit
» Well man visit
2015 BENEFITS ENROLLMENT MANUAL
5
Benefits at a Glance
IN NETWORK
HRA
70/50
Individual Deductible
$1,750
Family Deductible Maximum
$5,250
OUT OF NETWORK
80/60
HRA
70/50
80/60
$1,000
$500
$4,500
$3,000
$1,000
$3,000
$1,500
$9,000
$9,000
$3,000
CALENDAR YEAR DEDUCTIBLE
MAXIMUM OUT-OF-POCKET PER CALENDAR YEAR (DOES NOT INCLUDE CO-PAYS OR DEDUCTIBLE)
Individual
$3,000
$3,000
$2,000
$5,000
$5,000
$4,000
Family — 3x Individual
$9,000
$9,000
$6,000
$10,000
$15,000
$12,000
$1,000
Individual
$2,000 Family
none
none
$1,000
Individual
$2,000 Family
none
none
100%
100%
100%
100%
(of allowable
amount)
100%
(of allowable
amount)
100%
(of allowable
amount)
HRA allowance
then 70% after
deductible
70% after
$180
co-pay and
deductible
80% after $180
co-pay and deductible
HRA allowance
then 50% after
deductible
50% after $180
co-pay and
deductible
60% after $180
co-pay and deductible
Physician Office Visit
(for illness and injury, includes lab and X-ray)
100% after $25
co-pay
100% after $25
co-pay
100% after $25
co-pay
Specialist Office Visit Co-pay
100% after $30
co-pay
100% after $30
co-pay
100% after $30
co-pay
HRA allowance
then 70% after
deductible
70% after
deductible
80% after deductible
HRA allowance
then 50% after
deductible
50% after
deductible
60% after
deductible
Office Visit — Mental Health/Chemical Dependency
100% after $25
co-pay
100% after $25
co-pay
100% after $25
co-pay
Emergency Room Services (co-pay waived if admitted)
HRA allowance
then 70% after
deductible
100% after $180
co-pay
100% after $180
co-pay
HRA allowance
then 70% after
deductible
100% after $180
co-pay
100% after $180
co-pay
100%
100%
100%
HRA allowance
then 50% after
deductible
50% after
deductible
60% after
deductible
HRA allowance
then 70% after
deductible
70% after
deductible
80% after
deductible
HRA allowance
then 50% after
deductible
50% after
deductible
60% after
deductible
HRA allowance
then 70% after
deductible
70% after
deductible
80% after
deductible
HRA allowance
then 50% after
deductible
50% after
deductible
60% after
deductible
HRA allowance
then 80% after
deductible
80% after
deductible
80% after
deductible
HRA allowance
then 60% after
deductible
60% after
deductible
60% after
deductible
Benefit Allowance — HRA ONLY
WELLNESS AND IMMUNIZATIONS
Immunizations
Well Child Care
Routine Physical
Prostate Cancer Screening
Mammogram Screening
Colonoscopy
Well Woman and Well Man Visit
INPATIENT
Hospitalization (inpatient)
Inpatient Mental Health/Chemical Dependency
Maternity Services: Maternity Admissions
OUTPATIENT
Outpatient Surgery (in surgical facility or
doctor’s office)
MRI, CT Scan, PETSCAN, Lithotripsy, Sleep Study, etc.
OTHER EXPENSES
Allergy Shots (injections)
Infertility Treatment (infertility services for artificial
reproductive technology has a $25,000 lifetime maximum)
Skilled Nursing (100 days per calendar year), Home Health
Care with Preauthorization (100 visits per calendar year)
Hospice Care
Durable Medical Equipment and Prosthetics
Physical and Occupational Therapy
Hearing Aids — Ages 18 and Over (maximum $4,000
benefit every four years)
TMJ Diagnostic Services and Surgery, Splints
Chiropractic Including Manipulation Therapy
Vision Plan
Vision insurance is offered through the VSP vision plan. By enrolling in the VSP plan through
Chesapeake, you and your dependents will receive value and savings on eye exams and eyewear.
VSP has one of the largest networks of providers throughout the U.S.
Please note, no cards are issued for vision insurance.
Basic Coverage (from a VSP Preferred Provider)
Premium Coverage (from a VSP Preferred Provider)
WellVision Exam
Focuses on your overall eye health and wellness
» $10 co-pay, every calendar year
WellVision® Exam
Focuses on your overall eye health and wellness
» $5 co-pay, every calendar year
Prescription Glasses
Prescription Glasses
Lenses
» $10 co-pay, every calendar year
» Single vision, lined bifocal and trifocal lenses
» Polycarbonate lenses for dependent children
Lenses
» $10 co-pay, every calendar year
» Single vision, lined bifocal, trifocal and progressive lenses
» Polycarbonate lenses for dependent children
Frames
» $150 allowance for frames of your choice
» 20% off any out-of-pocket amount
Frames
» $150 allowance for frames of your choice
» 20% off any out-of-pocket amount
– OR –
– AND –
Contact Lenses
» $210 allowance for contacts and contact lens exam
(fitting and evaluation)
Contact Lenses
» $400 allowance for contacts and contact lens exam
(fitting and evaluation)
®
Extra Savings and Discounts (applies to both plans)
Glasses and Sunglasses
» Average of 35 – 40% savings on all non-covered lens options
» 30% off additional glasses and sunglasses, including lens options from any VSP doctor within 12 months of your last
WellVision Exam
» $150 allowance for ready-made non-prescription sunglasses instead of prescription sunglasses
Contacts
» 15% off regular contact lens exam
Laser Vision Correction
Average of 15% off regular-price procedures or 5% off promotional price (discounts are only available at contracted facilities).
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Flexible Spending Accounts
Sign up for a medical expense or dependent care flexible spending account to set aside tax-free
dollars to cover expenses that are not reimbursed by your medical insurance or other sources.
Medical Expense Flexible
Spending Account
Dependent Care Flexible
Spending Account
You can realize significant tax savings on qualified medical
Child care expenses can add up quickly. By contributing to
expenses that are not covered by your insurance by
a dependent care reimbursement account, you can pay for
contributing up to $2,500 per year to a medical expense
child or adult day care with pre-tax dollars.
reimbursement account.
» $5,000 per year maximum contribution; to be eligible
to use the account, you (and your spouse, if you are
Qualifying expenses include:
married) must both work outside the home or your
» Deductibles, co-pays and co-insurance payments
» Prescription drug co-pays
» Vision care, laser eye surgery, eyeglasses and
spouse must either be disabled or a full-time student.
contact lenses
» Unreimbursed dental or orthodontic care
» Over-the-counter medications can be reimbursed only
Eligible dependents include:
» Children under the age of 13
» Disabled dependents of any age that live with you
(such as your disabled spouse, older child or parent)
when prescribed by a doctor
What expenses are not covered?
Eligible 2015 medical expenses must be incurred
between January 1, 2015, and March 15, 2016.
Receipts for reimbursement must be submitted by
March 31, 2016.
» Care for children 13 years or older
» Care provided by your spouse or your dependent under
the age of 19
» Day care providers for which you do not furnish the employer identification number or Social Security number
» Expenses that are primarily educational, including
private school tuition for kindergarten or higher grades
» Overnight camp expenses (day camp expenses are
generally eligible)
» Housekeeping expenses unless incidental to the
child care
» Child care expenses, if your spouse is not employed,
a full-time student or disabled
Eligible 2015 dependent care expenses must be incurred
between January 1, 2015 and December 31, 2015.
Receipts for reimbursement must be submitted by
March 31, 2016.
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2015 BENEFITS ENROLLMENT MANUAL
Figuring Flexible Spending Account (FSA) Contributions
» Estimate unreimbursed health and dependent care expenses
» Estimate your annual increase in spendable income if you should choose to participate in the FSA plan
Important!
If you terminate employment with Chesapeake during the year, only charges
incurred while you are an active employee are eligible for reimbursement for the medical
expense reimbursement account unless you continue to participate through COBRA.
For your dependent care reimbursement account, you will be eligible to submit for reimbursement for any allowable expenses incurred during the plan year based on what you
have contributed regardless of your employment.
Here is an example of how much you can save in taxes by participating in the FSA accounts, assuming a 20% tax rate:
Tax-free Dependent Care Reimbursement Account
$5,000
Tax-free Medical Expense Reimbursement Account
$2,000
Total
$7,000
Assumed Overall Tax Withholding Rate
20%
Amount of Tax That Will Not Be Withheld
$1,400
This amount stays in your paycheck — not withheld for taxes.
Important Notes on FSA
» You must re-enroll every year.
» You must submit all receipts by March 31, 2016. Unused funds are forfeited.
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9
Disability & Excess Liability Insurance
Chesapeake provides the following company-paid disability benefits:
Short-Term Disability
Long-Term Disability
The short-term disability benefit is provided to you at no
60% of base salary up to $20,000 per month; there is
cost. There is a zero-day waiting period for injuries and a
a 180-calendar-day waiting period. You have two options
five-day waiting period for illness. Your disability benefit is
for long-term disability.
based on your service with Chesapeake. As your years
of service with the company increase, your benefit in-
Taxable option (default)
creases as well. You are eligible for benefits based on
» Chesapeake pays the entire premium, which is not
the chart below:
considered taxable income.
Chesapeake
Years of Service
100% of Base Pay
70% of Base Pay
0 – 2 years
0 weeks
26 weeks
3 – 5 years
4 weeks
22 weeks
6 – 15 years
13 weeks
13 weeks
16 – 20 years
22 weeks
4 weeks
21+ years
26 weeks
0 weeks
» If you become disabled and qualify for long-term
disability, it will be treated as taxable income.
Nontaxable option
Chesapeake makes the same contribution for the
premium as for the taxable option.
» You make a small contribution to the premium.
» Chesapeake’s contribution is taxable income.
» If you become disabled and qualify for long-term
disability, it will not be treated as taxable income.
Excess Liability Insurance
The purpose of excess liability insurance is to provide
financial protection beyond the coverage limits of
traditional auto and homeowner policies. Excess liability
coverage is available up to $30 million and uninsured
motorist coverage is available up to $10 million at
affordable group rates with no individual underwriting
requirements.
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2015 BENEFITS ENROLLMENT MANUAL
Life Insurance
Basic Life and AD&D
Child supplemental life
Chesapeake provides group term life in the amount of
Your dependent child is eligible for supplemental life
two times annual earning as defined by the life insurance
insurance until his or her 26th birthday, regardless of
provider. In a qualified situation AD&D will also pay in the
marital status, student status and financial dependence.
amount equal to your basic life insurance.
This includes adopted children and stepchildren living
The Internal Revenue Service (IRS) requires the value
in your home.
of employer provided group term life insurance in excess
You may elect child supplemental life regardless
of $50,000 be included in the gross income of a covered
of your enrollment in supplemental life up to $10,000.
employee. Company-paid premiums for the amount of
The premium is the same regardless of the number of
coverage over $50,000 are taxable for federal income tax,
children covered.
FICA and state income tax, if applicable.
Supplemental Life
When both spouses are Chesapeake employees:
» An employee cannot be covered under another employ-
Employee supplemental life
ee’s supplemental spouse policy. Each must have their
You may apply for up to $500,000 in supplemental life
own employee supplemental life insurance policy.
insurance for yourself when first eligible without providing
evidence of insurability. For any enrollments or increases
» Only one employee can cover their children in child
supplemental life.
to coverage made after initial eligibility, evidence of insurability will be required to show proof of good health.
Reductions in insurance coverage for employee and
spouse occur at:
Spouse supplemental life
You may apply for up to 50% of your elected supplemental
life coverage for your spouse, up to $250,000. Approval
» Age 65 – 69 (65%)
» Age 70 – 74 (50%)
» Age 75 and over (35%)
is guaranteed for up to $75,000 during the initial enrollment period. Amounts that total more than $75,000, and
For life insurance and disability, the active work
enrollments after initial eligibility, are subject to review
clause applies. If you are not actively working on the day
and require evidence of insurability.
before the scheduled effective date of your insurance
or increase, your insurance or increase will not become
effective until the day after you complete one full day of
active work as an eligible member.
2015 BENEFITS ENROLLMENT MANUAL
11
401(k) Plan
The Chesapeake 401(k) plan provides an opportunity for you to build a financial
reserve to use when you retire.
You receive company contributions and tax advantages
Investing to Make More Money
when you participate, and you have choices about how
You choose how to invest your account among several
much to contribute and how you invest. Plus, putting
investment options described in the materials provided
money into a 401(k) allows you to borrow money or
by the company’s 401(k) administrator. You can change
make a withdrawal for certain emergencies.
your investment options or your beneficiaries at any time.
Joining the Program
well as up in value. Generally, the more the investment is
Employees are eligible to participate in the Chesapeake
intended for higher, long-term gains (over several years),
401(k) plan upon employment and attaining the age of 18.
the more likely its value will change in the short-term
Note: Employees who do not make an affirmative election
(a few days or years). Selecting a mixture of investments,
will have automatic contributions of 4% beginning 60 days
called diversification, is a well-accepted principle of reduc-
following the eligibility date. You may enroll in the plan at
ing investment risk.
any time.
Contributing Your Money
Nearly all investments have risks. They can go down as
IRS rules allow you to get money out of your account
while working at the company if you:
» Borrow from your account (if you are eligible) and
Chesapeake matches 100% of the first 15% of your con-
pay back into your account with interest through
tribution. You may contribute up to 75% of your base pay
payroll deductions.
and up to 100% of eligible bonus compensation, up to the
annual legal limit.
» Make hardship withdrawals for IRS-defined
emergencies.
» Your 401(k) contributions are matched by Chesapeake
with cash.
» Vesting schedule is over five years. Employees vest
20% per year beginning on the anniversary of the
first year of service (i.e. 100% vested after five years
of service).
» You can increase or decrease your contributions at any
» The entire value of your contributions, plus vested
company contributions, is payable when you leave
the company, retire, become disabled or die.
» You may be able to delay current income taxes and
avoid IRS penalties by leaving your account in the
time. Requests for changes will be entered as soon as
program or rolling it to another IRS-qualified retirement
they are received.
program or Individual Retirement Account (IRA).
» You can stop your contributions at any time.
» The entire value of your contributions is yours any time
you leave the company for any reason.
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When you leave or retire:
2015 BENEFITS ENROLLMENT MANUAL
Enrollment Changes
If you have a qualified family status change you may be able to make changes to your
benefits enrollments or coverage for your eligible dependents.
You can change your coverage tier for your medical plan
Coverage changes will not be effective until you
and dental plan enrollment, but you cannot change your
update your enrollment information. In some cases,
plan option (80/60, 70/50 or HRA) during the year. Your
changes in coverage will not become effective unless
change must be processed within 31 days of your quali-
you are actively at work.
fying event by making enrollment changes. The following
If you do not make your qualified family status change
family status changes will allow enrollment changes if
within 31 days of the status change, your next oppor-
they are consistent with the event:
tunity to make a change will be during the next open
enrollment period or if you have another qualified family
»
»
»
»
Marriage, divorce or legal separation
status change within the year. If you have a family status
Death of a spouse or dependent
change that results in lower premiums but do not report
Termination of a spouse’s employment
the change within 31 days of the effective date, excess
Loss of other coverage qualifying individuals for special
premiums cannot be refunded.
enrollment rights
» Change from full-time to part-time employment status
or vice versa
As you submit your qualified family status change,
please be aware of the documents you will be required
to add or drop a dependent.
» A dependent child ceases to be an eligible dependent
» Birth, adoption, placement for adoption or a dependent
child becomes an eligible dependent
Eligible Dependents
» Your spouse is eligible for coverage unless you are divorced or legally separated (documentation proving a
legal marital relationship is required). Common-law spouses are not recognized as eligible dependents.
» You will not be able to cover your spouse if he or she is eligible for coverage under another employersponsored group health plan. This does not apply to the dental plan.
» Children can be covered until the age of 26.
» You will be required to provide the necessary documents when adding a spouse and/or dependents to
your medical plan. After you enroll a spouse or dependent in coverage, you will receive an email notification
explaining the process you must complete for coverage.
2015 BENEFITS ENROLLMENT MANUAL
13
Other Benefits
Employee Assistance Program
Teladoc
Chesapeake cares about you and your family. We recog-
Chesapeake wants to ensure you have resources
nize that personal problems can affect job performance by
available to provide comfort and ease during a time
causing stress, absence from work and difficulty focusing.
of medical need.
The employee assistance program offered through
As the first and largest provider of telehealth medical
Guidance Resources is a free, confidential counseling and
consultations in the U.S., Teladoc will be available in 2015
referral service that can help you and your family cope
to you and your family when enrolled in the Chesapeake
with life’s challenges such as:
Medical Plan. Teladoc allows you to resolve routine
» Locating child and elder care
» Financial and legal information and referral services
» Life stages programs, including help with prenatal
medical issues with board-certified physicians licensed in
your state through the phone, video or your mobile device
24 hours a day, seven days a week from where you are
planning, college financing and retirement planning
— from home, work or while traveling. Teladoc doctors
» Confidential counseling and referral services
» Access to a library of helpful articles, assessment
can diagnose and prescribe medication based on CDC
tools and information.
Get Smart guidelines when necessary. Each consultation
is a $5 co-pay, far less than urgent care or ER visits for
nonemergency medical care.
Guidance Resources services are available to all Chesapeake employees and their immediate family members
Best Doctors
from day one throughout your career. You do not have to
Employees and their dependents who are enrolled in
be enrolled in the Chesapeake Medical Plan to use these
the Chesapeake Medical Plan have access to a program
services. Each person is allowed six counseling sessions
called Best Doctors. This completely confidential ser-
per issue per year.
vice can match you to a top-rated expert based on your
LifeLock
Employees are offered proactive, comprehensive
medical needs who can answer your questions about a
diagnosis, treatment options or supply a second opinion.
After your expert consultation, you will receive a com-
identity theft protection as part of Chesapeake’s
prehensive, easy-to-understand report summarizing the
benefits package.
specialist’s findings, which will allow you and your doctor
to take the right next steps. This free service is included
in your medical plan enrollment.
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2015 BENEFITS ENROLLMENT MANUAL
Tuition Reimbursement
Paid Time Off (PTO)
Chesapeake is committed to continuous improvement
PTO is calculated based on previous work experience.
through education and development, and supports
Work experience is defined as your age (as of January 1)
employees who want the same. All active, regular full-time
minus 22.
employees with at least one year of continuous service are
eligible to participate in the tuition reimbursement program.
Military Differential Pay
Paid bereavement
All employees are eligible for three days of paid bereavement leave per incident.
Full-time employees who have completed at least one year
of continuous employment and are called to active duty or
2015 company-paid holiday schedule
military training for 30 or more continuous days are eligible
There are 11 company-paid holidays in 2015.
for Military Differential Pay.
Adoption Assistance
Chesapeake provides an adoption assistance benefit
to help employees with qualified adoption expenses.
To be eligible, you must be a regular, full-time or parttime employee (nonunion), have been employed by
the company for at least one year and have worked at
least 1,250 hours in the previous 12 months.
Tobacco Use
The plan requires a $100 monthly fee for employees who are tobacco users, which encourages a healthier
lifestyle. Nontobacco users are defined as those who have not smoked a cigarette, cigar, pipe or any other
tobacco or nicotine product, and not used smokeless tobacco products such as snuff, plug or chew within the
prior two months.
If you are currently a tobacco user, the tobacco-use fee can be waived with the successful completion of a
tobacco cessation program or by stopping tobacco use for two months. You will be required to provide proof of
tobacco cessation class attendance.
2015 BENEFITS ENROLLMENT MANUAL
15
About this information
The information in this brochure offers only a general overview. Some important details — including definitions,
limitations and exceptions — are not included. Do not use this as your only source of information in making
enrollment decisions, obtaining services or claiming benefits.
For more details, see your Summary Plan Description (SPD) for medical, dental and flexible spending plans,
as well as other insurance documents. The official plan documents are used to determine how the plans work,
what benefits are paid and who is eligible to receive them. Terms used in those documents and the SPD may
differ from those in this summary. In the event of a conflict between information contained in this brochure and
the SPD, information in the SPD will be the governing document.
Because you voluntarily choose to participate in the Chesapeake 401(k) plan, the company does not guarantee
the performance of any investments or make up any losses. By law an offering to sell securities can only be
made by an official prospectus. Because these plans offer some tax advantages, you may wish to contact the
IRS or a tax professional for advice. Chesapeake cannot advise you on tax issues. The company reserves the
right to change or end all or any part of the overall program at any time.
The plans in this manual are not an employment contract and do not guarantee continued employment.
Sept 2015 // CHK.com