Introduction to the business
HR Basics
Environmental, health and safety
Agfa policies and practices

Mission and vision
 Agfa history
 Executive management
 Company structure

Plants & locations
 Organizational chart
 HR services
 HR core domains

Employee life cycle
 Performance management
 Pay
 Vacations
 What to do if injured at work

What to do in case of an emergency evacution
 Hazard communication program
 Sexual harassment policy
 Workplace violence policy

Diversity
 Internal mobility
 Employee referral program
 Social media
2

4
Our Mission
Our Vision
“Agfa strives to be the partner of choice in Imaging, by offering leading edge technology, new innovative ways of working and an understanding of the businesses and individual needs of our customers that goes far beyond that of our nearest competitor.”
“In the future, Imaging will increasingly hold the key to communication.
In facilitating the exchange of information, knowledge and emotion, images can overcome physical and linguistic barriers, minimize misinterpretation and provide an enduring record of complex situations and ideas. The power of imagery lies in its ability to provide a universal language and deeper understanding. The thinking behind Imaging will always be Agfa.”

5

Agfa and Gevaert were established in the nineteenth century .
 Agfa continued to improve color photography, while Gevaert launched an innovative assortment of X-ray films on the market.
 1964 , the year of the historic merger between Agfa and Gevaert.

In the 1980s and 90s , From Analog to Digital
 1999 – Now: Agfa is now a 100% business-to-business company, fully focused on its three business groups: Graphics, HealthCare, and Materials.

6
CEO
Christian
Reinaudo
CFO
Kris
Hoornaert
Presidents of …
Materials
Luc
Delagaye
Graphics
Stefaan
Vanhooren
HealthCare
Luc Thijs

7

Septestraat 27
2640 Mortsel
Belgium
The Agfa-Gevaert Group's head office ( HQ) is located in Mortsel, Belgium.
The Agfa-Gevaert Group's three business groups run their own manufacturing sites and sales networks.
You will find their worldwide addresses on the Agfa intranet page
8

Pictorial representation of the Agfa Company’s structure and reporting relationships
Link: http://orgchart.agfa.net/PublishedCharts/Agfa.htm
9
Note: You must use Internet Explorer

Are offered in the areas of
 Policy development
 Payroll administration
 Benefits administration
 Classification and compensation
 Direct recruiting
 Training and development
 Workforce planning
 Records maintenance
11

Staffing
Talent
Management
Training
Development
Compensation
& benefits
12

13

 Corporate and team goal setting (February-March)
 Focus on Individual Target Setting aligned with team goals
 Focus on reviewing performanc e of the past
12 months (January-February)
14
 Reviewing performance of past 6 months

Focus on integrated development (June-September)

Agfa has developed a formal philosophy statement to apply to all Agfa activities worldwide which will:
 Ensure consistency throughout all Agfa locations in terms of how
COMPENSATION & BENEFITS PLANS are analyzed, described and evaluated
 Provide support to the regional/local
Human Resources Department
 Ensure a balanced link between local and corporate requirements
 Continue with the partnership we have developed until now.
15

•
• Work week is Monday through Friday
•
• Direct Deposit Form is included in your new hire orientation package, or can be obtained direct from the InsideAgfa intranet or
Payroll Department.
•
16

Through ADP, our payroll provider, you have online access to your earnings statements and W-2 forms 24 hours per day, 7 days a week.
• If you have not yet registered on ADP iPayStatements, please follows these simple instructions:
• Go to: https://paystatements.adp.com
• Click on “Register Now”.
Click on “Register Now” again
Enter the Self Service Registration Pass Code agfacorp-agfa
•
Enter your personal contact information:
- First Name
- Middle Initial
- Last Name
- Social Security Number
- Confirm Social Security Number
- Birth Month and Day
• Enter your e-mail address (twice) and phone number
Enter your City or Town of Birth
• To complete the registration process, you must answer two security questions and select a password.
17

18

• Medical (including Prescription Drug Coverage)
• Health Savings Account (for Consumer Driven Health Plan members)
• Dental
• Vision
• Short Term Disability
• Long Term Disability
• Employee Basic Life – 1.5x Base
• Supplemental Employee Life Optional
• Voluntary Spouse Life and Child Life – Optional
• Accidental Death and Dismemberment - Optional
• Healthcare Flexible Spending Account
• Dependent Care Spending Account
• 401(k)
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•
Customized Benefit Enrollment Guide Mailed To Address of Record From Agfa
Benefits Services
• Includes information about your health and welfare benefit options and contributions.
• Effective date of coverage is your Agfa Date of Hire
• Easy Enroll:
• Access the secured Agfa Benefits Services site, https://agfa.employee.com
and follow Guide enrollment instructions, or
•
Call 1-800-776-4334 to speak with a Benefits Counselor
• Covered Dependents Require:
•
Social Security Number
• Copies of proof documents for benefit enrollment eligibility (i.e. copies of marriage or birth certificate).
• Send to Agfa Benefits Services within 15 days from date of enrollment.
• Deadline: Must enroll within 31 days from date of hire
• If you do not make an “active” election, you will be assigned the “default” coverage for remainder of the calendar year.
21

• Log on to https://agfa.employee.com
•
•
•
• from any computer:
Access Code: 0 1 2 3 4 (5-digit
Employee ID)
Add “0” in front of a 4-digit ID
PIN #: First-time users should use the two digit month and two digit year of their birth
If you don't remember your password, call 1-800-776-4334 to reset
• Call Agfa Benefits
Services at 1-800-776-4334 and speak with a
•
Counselor
Who will assist you with your request for information, or enter your health/welfare benefit elections, or changes when you are eligible to do so.
22

• Agfa’s benefit plans and programs are provided equally to employees with spouses and employees with Domestic Partners (same or opposite gender)
•
Domestic Partner Affidavit and Instructions forms available on the Agfa
Benefits Services site at https://agfa.employee.com
• If you cover a domestic partner, you will have imputed income for the cost of your domestic partner coverage.
• Complete, sign and return Domestic Partnership Affidavit, with required supporting documentation: to Brenda Turri – HR Dept, Wilmington MA
• Proof of same residence
• Proof of shared financial obligation
• Proof of one-year relationship
• Read the Summary Plan Description(s) and Administrative Guide maintained on Agfa Benefits Services site https://agfa.employee.com
for more information about Domestic Partner coverage.
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• Surcharge is an additional cost to you above the normal pay-period deduction associated with the medical plan and coverage level you select
• Automatically applied when employee covers a spouse/domestic partner who has access to medical coverage through his/her employer
• Amount of surcharge is based on your Benefit Base Salary, displayed on Agfa Benefits
Services Profile Page on https://agfa.employee.com
• If below $75,000: $25 surcharge is applied bi-weekly
• If at or above $75,000: $50 surcharge is applied bi-weekly
• Your Base Benefit Salary will be recalculated each December
• You will be required to complete an online certification with Agfa Benefits Services when you enroll your spouse/domestic partner for 2015 medical coverage
• Surcharge will be waived when:
• Your spouse/domestic partner is unemployed or does not have access to medical coverage through his/her employer
• Your spouse is self-employed
• Your spouse is eligible for any part of Medicare
• You and your spouse are employed by Agfa and both of you are enrolled under one
Agfa medical plan (such as Employee + Spouse/Domestic Partner or Employee +
Family)
• You enroll in the UHC CDHP with HSA medical option for 2015
• You become a retiree, become enrolled in COBRA or are a survivor spouse
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• Members Maintain Freedom to Choose and Treat With
In-Network and/or Out-of-Network Providers
• Office visits subject to a $30 co-pay
• Other services subject to deductible and co-insurance will apply
• Annual Out-of-Pocket costs:
• Employee:
• Employee + Spouse:
• Employee + 1 Child:
• Employee + Children:
• Employee + Family:
$2,500
$5,000
$5,000
$7,500
$7,500
• No Lifetime maximums
• $ 150 Emergency Room (ER) co-pay, not subject to deductible and coinsurance (Co-pay waived if admitted)
25

• Coverage is provided for In-Network services ONLY
• Member is 100% Financially Responsible for Out-of-Network Charges
• IMPORTANT: Verify your providers participate in the UnitedHealthcare
(UHC) Choice Network
•
Office / Specialist Co-Pay: $25 - $35
• Other Services: Subject to 90% Co-insurance
• Annual Out-of-Pocket amounts:
• Employee Only:
•
• Employee + Spouse:
Employee + One Child:
$1,500
$3,000
• Employee + Two or more Children: $4,500
• Employee + Family:
$3,000
$4,500
• In-Patient Hospital co-pay $250 per day (Three day maximum per year)
26

• Register for www.myuhc.com
• Find network doctors/hospitals
• Estimate costs
• Track claims status
• Build a health improvement program
• Keep a Personal Health
Record
• Get health product discounts
• Review plan details
• Customer Service:
1-877-686-2024
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Also known as a High Deductible Health Plan.
• Members Maintain Freedom to Choose and Treat With In-Network and/or Out-of-Network Providers
• Annual deductible of $1,500 single / $3,000 family must be meet before benefits payout. After deductible is meet then covered at 80% In-Network, 60% Out-of-Network.
• Health Saving Account. No use it or lose it rule. Portable.
• Agfa contributes to employee’s Health Savings Account, $600 for single coverage or $1,200 for
Employee +.
• You may contribute additional pre-tax funds through Payroll deductions according to IRS limits.
• You must meet IRS eligibility requirement for HSA (eg Not enrolled in Medicare, Tricare, covered by a FSA, etc.)
• The Plan pays 100% of all eligible expenses after you reach your out of pocket maximum -
$3,000/$6,000 (In-Network) or $6,000/$12,000 (Out-of-Network) including deductibles and coinsurance.
• Annual Out-of-Pocket costs:
• Employee:
• Employee +:
In-Network
$3,000
$6,000
Out-of-Network
$6,000
$12,000
• No Lifetime maximum.
• 2015 Spousal Surcharge is waived for this plan only.
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Prescription drug benefits are bundled with all medical plans
• UHC Choice Plus
• UHC Choice
• UHC Consumer Driven Health Plan with HSA (CDHP)
For Choice Plus and Choice
• Retail (31-day Supply) co-pays for both plans are as follows:
• Tier 1: $10
• Tier 2: $30
• Tier 3: $60
• Mail Order through Optum RX (Up to 90-day Supply) co-pays are as follows:
• Tier 1: $20
• Tier 2: $60
• Tier 3: $120
For the CDHP plan
• There is no tiered benefit. Prescriptions are paid for in full, until the annual deductible is meet. After meeting the annual deductible coverage is 80% In-network, 60% Out-of-Network.
• Preventative prescriptions are covered at 100%.
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Dental Plan
Plan Feature
Negotiated Fees
Calendar Year Maximum – Per person, excluding orthodontia
Calendar Year Deductible

Employee

Family
Preventive & Diagnostic – Exams, cleanings, bitewing x-rays, fluoride (children to age 19), space maintainers, sealants
Basic Restorative Care – Fillings, endodontics (root canal), periodontics, major oral surgery, repair of dentures, implants
Crowns & Prosthodontics – Crowns, gold restorations, bridgework, full & partial dentures
Orthodontia Lifetime Maximum – Per person, adult and dependent children**
Delta Dental PPO
SM
Dentists
Yes
$1,500
$50
$150
Plan pays 100%, no deductible
Plan pays 90%, after deductible
Plan pays 60%, after deductible
$1,500
Benefits
Delta Dental
Premier
®
Dentists
Yes
$1,000
$75
$225
Plan pays 100%, no deductible
Plan pays 80%, after deductible
Plan pays 50%, after deductible
$1,500
Non-Participating
Dentists
No
$1,000
$75
$225
Plan pays 100% of eligible charges, no deductible
Plan pays 80% of eligible charges, after deductible
Plan pays 50% of eligible charges, after deductible
$1,500
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SM
• Large Network of Dentists
• If a Delta Dental PPO SM dentist is not used, the larger Delta Dental
Premier® network will usually “catch” the member
• Both networks eliminate balance billing
• Maximum choice with minimal disruption
• Typical Delta Dental in-network utilization 75-80%
132,900
• Delta Dental Premier® Dentists
72,700
• Delta Dental PPO SM
• Dentists
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Call 1-800-DELTA-OK
Members can go to www.deltadentalnj.com
to:
• Find a Delta Dental dentist – zip code generated
• Check claim status and payment information
• Review benefit levels
• Review annual/lifetime maximum status
• Customize provider list
• Receive oral health information
• Assess your risk; dental disease questionnaire
• Secure e-mail to Customer Service
32

• FSA enrollment is easy way to save money and reduce your medical/dental and dependent care expenses.
• Let’s you to set aside “tax-free” dollars from each paycheck into a spending account to pay eligible expenses such as:
• Dependent Day Care Account - up to $5,000
• For qualified care expenses for your children age 12 and younger, as well as for qualifying elder care to enable you (and your spouse) to work. Annual limit is $2,500 if you are married filing separate tax returns.
• Health Care Account - up to $2,500 (as of January 1, 2013)
• For deductibles, eligible medical / dental / vision expenses not covered by your Plans. All
HCRA participants will receive Flexible Spending Benefits Cards.
• You cannot submit expenses for Domestic Partner
• You nor your spouse can be actively participating in a HSA.
• Plan Conservatively Before Your Enroll – Know Your Out-of-Pocket Expenses
• Effective January 1, 2011, the IRS will no longer allow the reimbursement for over the counter
(OTC) drugs, unless the FSA claim is accompanied with a current written prescription from the attending physician with diagnosis
• FSA claims are filed direct with Ceridian: Receipts and EOBs must be submitted for reimbursement no later than March 31st of the following year
• If you wish to participate every year, you must re-enroll during annual enrollment every
November
• CHOOSE WISELY – USE IT OR LOSE IT PROVISION STILL APPLIES.
33

• Participation is Voluntary
• Premium is 100% paid by employee
• Plan covers Eye Exams, Lenses and
Hardware
• More than 30,000 Providers Nationwide
• 60% Private Practice / 40% Retail Chain
Providers
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35
• Eye Exam – Covered in full (after applicable $10 co-pay) once every 12 months from last date of service. Exam is performed by an optometrist or an ophthalmologist and includes dilation as medically necessary
• Eyeglass Lenses – Covered in full (after applicable $10 materials co-pay) once every 12 months from last date of service
• Frames - frame benefit – once every 24 months from last date of service.
Frame is covered under the $10 materials co-pay. $130 retail frame allowance applies to all frames on the market
• Contact Lenses – Covered in full (after applicable $10 materials co-pay, and in lieu of eyeglass lenses and frames) once every 12 months from last date of service. Up to four boxes of disposable contact lenses, depending on prescription, are covered. A $105 allowance applies to contacts not included in our “covered-in-full” selection
• Cosmetic Lens Options – Fixed pricing schedule, savings of 20% to 40% off of regular retail cost. Standard scratch-resistant coating is covered in full
• Access to discounted refractive eye surgery procedures

• Call Customer Service Center 1-800-638-3120
• 8:00 a.m. to 11:00 p.m. ET Monday - Friday
• 9:00 a.m. to 5:30 p.m. ET Saturday
• Call Interactive Voice Response 1-800- 839-3242
• Provider Locator
• Toll Free, 24 hours a day, 7 days a week
• http://www.myuhcvision.com
• 24-hour benefit access
•
Provider Locator & FAQ
• Claims and eyewear order tracking
• Nominate a provider to join our network
36

2015* BI-WEEKLY PAY PERIOD DEDUCTIONS FOR BENEFITS FOR
FULL-TIME EMPLOYEES
MEDICAL & RX OPTIONS
United Healthcare Choice Plus Plan
United Healthcare Out of Area (OOA)
United Healthcare Choice Plan In
Network Only
United Healthcare Consumer Driven
Health Plan with H S A
SPOUSE MEDICAL SURCHARGE **
Employee With Benefit Base Salary
Less Than $75,000
Employee With Benefit Base Salary
Equal To or More Than $75,000
You Only
$53.16
$53.16
$94.64
$36.92
You Only
Not Applicable
Not Applicable
You + Spouse or Domestic Partner
$129.56
$129.56
$205.07
$92.31
You + Spouse or Domestic Partner
$25.00
$50.00
• 2015 Spousal Surcharge will be WAIVED for those electing the CDHP with H S A
You + Child(ren)
$129.56
$129.56
$205.07
$92.31
You + Child(ren)
Not Applicable
Not Applicable
You + Family
$179.39
$179.39
$293.42
$126.92
You + Family
$25.00
$50.00
37

•
Short Term Disability (STD):
• Provides salary continuation for disability(ies) approved by The Hartford based on supporting medical documentation for up to 26 weeks maximum.
• STD benefit is based on employee’s length of service. For a sales employee, STD benefit is calculated using base salary plus previous 12 months commissions.
• Coverage Paid by Agfa. Benefit Paid by Agfa.
•
Basic Steps to apply for STD
– Full instructions available on intranet:
• Notify your manager and call The Hartford at 1- 888-485-7332 if you will be unable to work and absent for 8 or more consecutive calendar days as approved by physician due to your own medical condition.
• Follow-up with your physician to ensure s/he submits timely medical documentation to The
Hartford as you progress, extend, and/or recover from your disabling condition. This is important to facilitate approvals and timely payment of your STD benefits.
• If physician indicates work restrictions with your return to work, all limitations and their duration must be confirmed in writing and presented timely to The Hartford for adequate review prior to your returning to work.
• Written Return To Work Release by attending physician is required no later than the day you return to work.
• Call Human Resources Manager on day you return to confirm you have returned to work as scheduled
38

• Long Term Disability (LTD) available only to employees scheduled to work a minimum of 32 hours per week.
• Supporting medical documentation from attending physician is required, for disabilities expected to continue beyond 26 weeks of STD, and approved by insurance company.
60% LTD Benefit @ no cost to you
• When LTD benefits are paid, they are taxable to the employee
39

• Employee Basic Life Insurance Benefit - No Cost To You:
•
1.5 x Annual Benefit Base Salary (base salary plus previous 12 months sales commissions)
• Imputed income for coverage amounts in excess of $50,000
• Employee may elect a flat $50,000 coverage level to avoid incurring imputed income
• Voluntary Life Insurance Options – Employee May Buy Up:
•
Employee Supplemental Life
– Up To Additional 3.5 x Annual Base Salary, when combined with 1.5x Basic Life = 5 x Annual Base Salary
• Spouse or Domestic Partner Life (5 Options: $10,000 - $50,000)
• Child Dependent Life ($5,000 or $10,000 per Covered Child)
•
Accidental Death & Dismemberment Insurance
• 10 Options Available For Employee or Employee Plus Family
($50,000 – $500,000)
• Remember to designate your life insurance beneficiary(ies) on Agfa Benefits
Services secured site.
40

•
Your benefit elections remain in effect for the entire calendar year. You will have an opportunity to make changes during open enrollment each November for the following calendar year.
•
However, if you experience a family/work life status change at any time during the calendar year, you must call Agfa Benefits Services at 1-800-776-4334 within 31 days of the event date to change your benefit elections. Failure to call within 31 days may result in restrictions on your ability to make changes until the next open enrollment period.
Common examples of family status changes:
•
Marriage or divorce
• Death of spouse or dependent
• Birth or adoption of child
• Gain or loss of spouse’s employment
•
Change between part time and full time employment for you or your spouse
•
Eligibility or ineligibility of a domestic partner
• Child dependent age out (end of the month in which they turn age 26)
• Change to or from F/T student status for child dependent
41

Benefit Default Coverage When You Do Not Make An “Active” Election
Within 31 Days From Agfa Date Of Hire
DESCRIPTION
United Health Care
H S A
DEFAULT COVERAGE
Consumer Driven Health Plan w/HSA ** Employee Only
Account cannot be open until authorization is completed.
Employer contributions will then be made on a forward going basis.
Delta Dental
Vision
Employee - Basic Life
Supplemental Employee Life
Supplemental Spouse Life
Supplemental Child(ren) Life
Employee Only
No Coverage
1.5 x Annual Benefit Base Salary
With Imputed Income For Coverage in Excess of $50,000
No Coverage
No Coverage
No Coverage
Long Term Disability
Healthcare Flexible Spending Account (FSA)
Dependent Care Flexible Spending Account (FSA)
** The UHC Consumer Driven Health Plan option provides both in-network and out-of-network benefits.
Claims are subject to annual deductibles and co-insurance.
42
60% Long Term Disability Benefit Level
Cannot Participate
Cannot Participate

• Eligibility for Vacation:
• Your Vacation Level will be noted on your welcome letter.
Years of Service # of Days /
Weeks
• 1-4
• 5-9
• 10-19
• 20-25
10 / 2 weeks
15 / 3 weeks
20 / 4 weeks
25 / 5 weeks
• Carry Over Policy With supervisor’s approval, you may carry over up to five vacation days earned in a year into the following year
• Vacation days during the first year are pro-rated based on your start date.
43

44
Are you looking for training, but you don’t know where to start? Let us introduce you to the Academy Learning
Platform, or ALP. The ALP is
Agfa’s global training platform. The ALP is your one-stop-shop to cover your training needs. It offers you classroom training, webbased training, virtual classroom training and certification tracks. All courses we offer in Agfa, should become available in the ALP.

ALP offers the possibility to allow all employees to access a large course catalog, and perform self-registrations on (virtual) classroom training, or take online training.
Today, you’ll find:
• Behavioral skills training on all Agfa behaviors
• Sales, Services and Application training from Imaging and IIBU portfolio
• Products, solutions and strategy updates, overviews and features training
•
Desktop training (Office, Lotus Notes, Windows)
• Processes and software training
• Quality and Regulatory Compliance training
• New hires introduction training
• Clinical knowledge training
• Management & Leadership programs
45

All Agfa HealthCare Employees are required to take company wide training as well as training that is required for their specific role in the organization. The training listed below can be found in ALP.
• **HealthCare Foundation Training
• **Agfa HealthCare Global Quality Policy
• **Agfa HealthCare Quality System
• **NAFTA Privacy compliance Program
• **HIPAA
• **Security Introduction 2011
• Job Specific Training will be addressed with your Manager
46

•
•
•
47

•
•
•
•
•
•
•
48

•
•
•
49

•
•
50

•
Service Awards Program
• Selection of a gift from website or catalog
• Service awards begin at five years of employment, and then at each fiveyear milestone thereafter
• Regular employees, working 30+ hours per week are eligible
•
Special Recognition Award Program
• Program developed to show appreciation to employees for extraordinary effort and significant accomplishments
• Promotes timely and appropriate recognition through ease of use
•
Complete program details on
InsideAgfa
51

• For job-related degree programs
• Requests must be submitted & approved prior to enrollment
• 50% paid up front & 50% paid upon course completion with grade of C or better
• Covered: tuition, books, lab and registration fees
• Payback provision
• $6000 undergraduate & $9000 graduate yearly maximum
52

• MHNet a confidential counseling service, available at no cost to employees and/or family members
• Offers range of work-life services to support you through all life stages from pregnancy to elder care, such as:
- Substance Abuse/Addiction
- Stress
- Relationships
Health/Wellness
- Family Life/Adoption/Parenting
- Financial/Legal Consultations
- Personal Growth/Development
- Grief & Coping With Any Loss
•
•
•
•
53

• Start your contributions right away!
• You may contribute from 1% to 50% of your eligible compensation – the 2015 IRS limit on compensation is $265,000
• Both Before-Tax and After-Tax Contributions are permitted. IRS limit on Before- Tax
Contributions is $18,000 for 2015. Contributions are deducted from each paycheck
• If you are age 50 or older in 2015 and contribute the IRS maximum allowed, you may contribute a “catch up contribution” for an additional $6,000 (=$24,000 total)
• If you reach the Before-Tax contribution limit during the year, you are automatically switched into
After-Tax Contributions in the pay period that follows the period when the limit was reached
• Sign up to increase your Before-Tax Contributions automatically each year with the One Step
Save™ option
• $53,000 is the 2015 Contribution Limit set by the IRS (combines Before-Tax, After-Tax and
Employer Matching Contributions)
•
Changes Permitted at Any Time:
• Employee contribution rate changes
•
Investment changes (subject to prospectus rules)
• Beneficiary changes
55

• Employees have instant access to Employee Savings Plan information and documents via the intranet; and, access to Vanguard via the internet
• Intranet Access to all Employee Savings Plan Information
• Employee Savings Plan Benefits
• Internet Access
• Refer to Agfa Corporation Employee Savings Plan ekit for full details:
( http://agfa.vanguard-education.com/ekit ) – Agfa Graphic and Agfa
Materials Employees
• Refer to Agfa HealthCare Employee Savings Plan ekit for full details:
( http://vanguard-education.com/agfahc/ekit/ ) – Agfa HealthCare employees
56

• Company Matching and Discretionary Contributions:
• Agfa will match 100% on the first 3% of employee contributions plus 50% on the next 3% of employee contributions
•
When you save 6%, you get a matching contribution of 4.5%
• The Company Match applies to both Before-Tax and After-Tax Contributions
• Agfa may make an annual discretionary employer contribution called Basic
Employer Contribution (BEC) of up to 3% of your eligible compensation. You must be employed as an eligible employee on December 31 of the Plan Year for which a
BEC is announced to be eligible to receive the BEC
57

•
You will be automatically enrolled at a 6% Before-Tax Contribution level. The Company
Match for your contribution will be 4.5%.
• You will also be set up to have an additional 1% withheld each June until your employee contribution percentage reaches 20%
• All contributions are invested in the Vanguard Target Retirement Fund that is closest to your normal retirement age (age 65)
•
All IRS compensation and contribution caps and limits apply
• There is a 45 day window from your Agfa date of hire for the auto enrollment (and paycheck deductions) to begin
• During this 45 day window, you may enroll or change your 401(k) contributions and investment options by contacting Vanguard
• During the 45 day window you may elect to “opt out” of the auto enroll program and/or the One Step Save™ option. You may also stop participating at any time in the future or change your One Step Save™ option month. Simply call Vanguard who will assist you with your request.
58

• Employee Contributions
• You are always 100% fully vested in any rollover, Before-Tax or After-Tax
Contributions you make
• Employer Contributions
•
Fully vested in your Company Match and/or Basic Employer Contributions after three (3) full years of service
• If you leave Agfa before completing three (3) full years of service, your Company
Match and/or BEC account will be forfeited
• There is no partial vesting
• Full vesting upon reaching age 65, disability or death
59

• Vanguard offers many investment fund options for our plan
• For Agfa Corporation: Fund fact sheets are available online through the 401(k) e-kit at: http://agfa.vanguard-education.com/ekit
• For Agfa HealthCare: Fund fact sheets are available online through the 401(k) e-kit at: http://vanguard-education.com/agfahc/ekit
• More information on funds available by visiting www.vanguard.com
or calling Vanguard Participant Services 1-800-523-1188
60

• You will receive confirmations from Vanguard for your enrollment and other changes you initiate
•
On-line access via your home computer at www.vanguard.com (your computer must meet security protocols)
•
If you provide Vanguard with an e-mail address, Vanguard sends an e-mail notifying you to access communications on Vanguard’s website
• Otherwise, Vanguard sends communications by mail to your address of record
•
Quarterly statements are provided on-line by accessing your account at
Vanguard.com
•
If you wish to receive paper statements mailed to your address of record, log on to your account at Vanguard.com or contact Vanguard at 1-800-523-1188 to change your mailing preferences
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– Hardship withdrawals in certain circumstances
– After-tax withdrawals
– Withdrawals after age 59 ½
– Loans
– Note: Subject to application and administrative fees
– Loan balance must be repaid should you leave the Company for any reason or the loan will default, unless it is paid in full by the end of the quarter following the quarter in which you leave the company
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• Automated System (VOICE®) available 24 hours a day or talk to a
Participant Services Representative, Monday through Friday, 8:30 a.m. to 9:00 p.m., ET (Spanish speaking representatives available)
• VOICE access available once Vanguard sends you a PIN
• Check account balances and activity record as of the close of previous business day
• Make contribution rate changes, investment changes (subject to fund prospectus rules), investment exchanges, transfers, or beneficiary changes
• Online access via your home computer – your computer must meet security protocols www.vanguard.com
1-800-523-1188
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• Vanguard enrollment notification letter sent via mail
•
Plan details available at http://agfa.vanguard-education.com/ekit
• Enroll by contacting Vanguard at 1-800-523-1188 or visit www.vanguard.com
.
You’ll need your Social Security Number plus the following plan numbers:
•
Agfa HealthCare Plan # 095673
• Agfa Corporation Plan # 090073 – (applies to Agfa Graphics and Agfa
Materials Corporation Employees)
• Contributions will begin as soon as administratively possible following enrollment
• Remember to complete and submit your Beneficiary Designation either on-line or by printing a form and returning it to Vanguard – Keep a copy for your records
• Automatic enrollment provisions will apply if no action is taken within the 45 day window from your date of hire
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 Seek EMERGENCY treatment immediately
 Remember, first responsibility is to your immediate health – get assistance
 Advise the hospital/emergency room that the injury is work related
 If injured at an Agfa site (facility), follow local procedure
Notify and report immediate facts to your Supervisor.
Inform your Human Resources Manager .
You have a right to any of your own work related medical records. If you would like information on your own medical records, contact your Human Resources Manager
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Your first responsibility is to evacuate and warn others
The basics are always the same if an alarm is given:
1.
Shut down any hazardous equipment if easy to do and quick
2.
Leave your area and do not bring anything but your wallet/purse, car keys, and coat (if needed and easily at hand)
3.
Close the door to any room you are in behind you
4.
Leave by the nearest safe exit and go to your assembly area
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List of Hazardous Chemicals are maintained at each large site
 Hazard Determination is made by manufacturer and reviewed by EHS or local site EHS personnel
 Labeling is required and provided by manufacturer or EHS
 MSDS’s are available on the company Internet and through site EHS
 Information and Training are provided by EHS and local personnel
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 Agfa is committed to maintaining a workplace that is free from all forms of discrimination , including actions that may be considered as sexual harassment.
 It is the responsibility of the entire Agfa community for maintaining a professional environment free from harassment. Violations of this policy will not be tolerated.
 Please notify your immediate supervisor or Human Resources of any form of harassment .
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 Agfa is committed to providing a safe and secure work environment
Threats, harassment or acts of violence will not be tolerated
 Employees are responsible for notifying Management of any threat or violent behavior, or if an incident occurs which requires immediate Security or
Medical help
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 Agfa is committed to fostering an environment that recognizes and values DIVERSITY so that every employee can reach their fullest potential
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Agfa goes social
 Social media is everywhere and is determining the way people interact with each other.
 Guidelines on how (not) to use them in relationship to your job .
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Agfa Graphics http://intra.agfanet/graphics/index.nsf/en/socialmediaguidelines.htm
Agfa HealthCare http://intra.agfa.net/he/global/en/mainhe/mc/socialmedia/index.jsp
Agfa Specialty
Products http://intra.agfa.net/co/global/en/corporate_communication/guidelines_policies/Social_Media/index.jsp

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•
•
•
• Who To Contact?
•
Agfa Benefits Services:
•
Ceridian FSA
1-800-776-4334 or https://agfa.employee.com
1-877-799-8820 or https://www.ceridian-benefits.com
• United Health Care Medical / Optum Rx1-877-686-2024 or www.myuhc.com
• United Health Care Vision 1-800-638-3120 or http://www.myuhcvision.com
•
Delta Dental
•
MHNet EAP:
1-800-DELTA-OK or
1-800-492-4357 or www.deltadentalnj.com
https://www.mhneteap.com
• Vanguard 401(k): 1-800-523-1188 or www.vanguard.com
• Where To Look?
• Inside Agfa Intranet > Click on Human Resources
• For Employee Handbook and Human Resources / Payroll Forms.
•
Click on Employee Benefits for information about:
• Employee Saving Plan Benefits – 401(k) Summary Plan Description (SPD) and relate d Amendments.
• http://intra.agfa.net/cc/us/en/hr/new_employee/index.jsp
• Agfa Benefits Services site at https://agfa.employee.com
and you may:
•
Enroll:
•
Enroll:
•
Obtain:
• Retrieve:
• Download:
•
Review:
•
Confirm:
• Research:
• View:
• View:
As New Hire within 31 days from your Agfa date of hire
During Annual Open Enrollment (Every Fall During Announced Open Enrollment Period)
Summary Plan Descriptions (SPDs) and Administrative Guide(s) for reference information
Forms, such as Domestic Partner Affidavit and Instructions
Claim Forms for Medical, Dental, Prescription and Flexible Spending Accounts
Benefit Highlights and Default Coverage
Bi-weekly payroll deduction rates
COBRA rates
Your personal information (address, hire date, birth dates, covered dependent, etc.)
Your personal benefits summary, including your payroll benefit deductions for health/welfare
Important: Summary Plan Descriptions (SPDs) and related Plan Amendments provide important information about employee benefits and are therefore important to read and familiarize yourself with all of your benefits.
Questions about your employee benefits? Contact the appropriate vendor partner listed above.
If you are unsure of who to call, please call Agfa Benefits Services at 1-800-776-4334 for assistance.
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• Nadine Lauzon – Sr. HR Manager, Elmwood Park, NJ
• (201) 373-4090 – Office
• (201) 638-0887 – Mobile
• Nadine.lauzon@agfa.com
• Susan Elmi – HR Business Partner, Branchburg, NJ
• (908) 231-5178 – Office
• (908) 268-1429 - Mobile
• Susan.elmi@agfa.com
• Brenda Turri – HR Business Partner, Wilmington, MA
• (978) 284-7405 – Office
• (978) 408-0256 - Mobile
•
Brenda.turri@agfa.com
• http://intra.agfa.net/cc/us/en/hr/new_employee/index.jsp
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• This presentation is provided for informational purposes and contains generalizations regarding employee benefits.
•
It does not constitute a contract, grant you any right or entitlement or alter any term or condition of any Agfa benefit plan.
• While we have endeavored to accurately convey benefit plan information,
Agfa benefits are governed wholly and exclusively by the terms of the applicable plans. In the event of any conflict between this presentation and any plan document, the plan document will govern.
• Agfa Corporation, like most other companies, reserves the right to make changes in its employee benefits programs at any time and for any reason.
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