2014
Benefits Guide
January 1, 2014 through December 31, 2014
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For more information,
BDP International offers a comprehensive suite of benefits to
promote health and financial security for you and your family.
This booklet provides you with a summary of your benefits.
Please review it carefully so you can choose the coverage that’s
right for you.
Log on to the Ultipro
website or contact your
regional Human Resources
Representative at
benefitinfo@bdpint.com.
Benefit Basics
As a BDP International employee, you are eligible for benefits if you work at least 30 hours
per week. Full-time exempt employees are eligible 1st of the month following date of hire
and Full-time non-exempt employees are eligible 1st of the month following 60 days of
employment.
You may enroll your eligible dependents for coverage once you are eligible. Your eligible
dependents include:
 Your legal spouse
 Domestic Partners
 Your children up to age 26.
Once your benefit elections become effective, they remain in effect until the end of the
year. You may only change coverage within 30 days of a qualified life event.
Your Benefits Guide 2014
2
Qualified Life Events
Generally, you may change your benefit elections only
during the annual enrollment period. However, you may
change your benefit elections during the year if you
experience a qualified life event, including:
 Marriage
 Divorce or legal separation
 Birth of your child
 Death of your spouse or dependent child
 Adoption of or placement for adoption of your child
 Change in employment status of employee,
spouse/domestic partner or dependent child
 Qualification by the Plan Administrator of a child
support order for medical coverage
 Entitlement to Medicare or Medicaid
You must notify Human Resources within 30 days of the
qualified life event. Depending on the type of event, you
may be asked to provide proof of the event. If you do not
contact Human Resources within 30 days of the qualified
event, you will have to wait until the next annual
enrollment period to make changes.
The Cost of Your Benefits
BDP provides a selection of benefits that helps you create the best benefits program that fits your needs and your lifestyle.
Employee Bi-Weekly Contributions
MEDICAL/PRESCRIPTION/VISION
HDHP PPO Plan
Basic PPO Plan
Employee Only
$41.98
$102.28
Employee Plus 1
$124.34
$206.64
Employee Plus Family
$174.18
$289.36
DENTAL
Freedom of Choice Dental Plan
Employee Only
$9.31
Employee Plus 1
$20.61
Employee Plus Family
$27.08
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Your Benefits Guide 2014
Medical Coverage
The Company offers a choice of medical plan options so you can
choose the plan that best meets your needs – and those of your family.
HDHP with HSA
Basic PPO Plan
InNetwork
Out-ofNetwork
InNetwork
Out-ofNetwork
Annual Deductible (Individual/Family)
$2,000/$4,000
$5,000/$10,000
$250/$500
$1,000/$3,000
Out-of-Pocket Maximum
(Includes Deductible)
$4,100/$8,200
$10,000/$20,000
$3,000/$6,000
$6,000/$18,000
Plan Provisions
Lifetime Maximum
Unlimited
Unlimited
100%
50% after
deductible
100%
60% after
deductible
Primary Physician
Office Visit
90% after
deductible
50% after
deductible
$20 copay
60% after
deductible
Specialist Office Visit
90% after
deductible
50% after
deductible
$40 copay
60% after
deductible
X-Ray and Lab
90% after
deductible
50% after
deductible
$40 copay
60% after
deductible
Inpatient Hospital Services
90% after
deductible
50% after
deductible
90%
60% after
deductible
Outpatient Hospital Services
90% after
deductible
50% after
deductible
90%
60% after
deductible
Urgent Care
90% after
deductible
50% after
deductible
$50 copay
60% after
deductible
Preventive Care
Emergency Room Care
90% after deductible
$100 copay
Retail Prescription Drugs (30-day
supply)
All Prescription Drugs costs are subject
to deductible – copays apply after
deductible has been satisfied
 Generic
$15 copay
 Brand Preferred
$25 copay
 Brand Non-preferred
$40 copay
$40 copay
 Generic
$30 copay
$30 copay
 Brand Preferred
$50 copay
 Brand Non-preferred
$80 copay
$15 copay
70% of drug
retail cost
$25 copay
70% of drug
retail cost
Mail Order Prescription Drugs (90-day
supply)
Your Benefits Guide 2014
Not Covered
$50 copay
Not Covered
$80 copay
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Vision Coverage
You are automatically enrolled in the
IBC Vision Plan when you elect the IBC
Medical Coverage. The benefit
frequency is once every two calendar
years.
Benefit
In-Network
Out-of-Network
No copay
Up to $35 reimbursement
Standard lenses covered at no
extra cost
Up to $100 reimbursement
Exam
(Including refraction
and glaucoma screening
and dilation)
Eyeglasses, including
spectacle lenses and
frames
Contact Lenses
Up to a $65 allowance*
Up to a $100 allowance*
Up to $50
Dental Coverage
Regular dental exams can help you and
your dentist detect problems in the
early stages when treatment is simpler
and costs are lower. Keeping your teeth
and gums clean and healthy will help
prevent most tooth decay and
periodontal disease, and is an
important part of maintaining your
medical health.
The Aetna Freedom of Choice Dental
Plan allows you to switch between the
DMO and PPO every month.
DMO Plan
PPO Plan
In-Network Only
In/Out-of-Network
Annual Deductible
(Individual/Family)
None
$25/$75
Annual Maximum (per person)
None
$1,000
Diagnostic and Preventive Care:
Includes cleanings, fluoride
treatments, sealants and x-rays
100%
80%
Basic Services: Includes fillings,
periodontics, scaling and oral
surgery
100%
50%
Major Services: Includes crowns,
bridges and full and partial dentures
60%
50%
50%
No maximum
Not Covered
Plan Provision
Orthodontia
* Member is responsible for the balance over the allowance.
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Your Benefits Guide 2014
The Health Savings Account (HSA)
The HSA is a tax advantaged health savings account for participants enrolled in the High Deductible Health Plan (HDHP). The HSA
is an account controlled and owned by you to pay for qualified medical expenses, including – deductible, coinsurance, prescription
drug, dental, vision and other qualified expenses that are not covered by your healthcare plans.
You can make tax-free contributions into your HSA and any amount contributed into an HSA belongs to you and your HSA is
completely portable.
Your HSA balances roll over year-to-year unlike a FSA account, which have a ‘use it or lose it’ feature. Funds can remain in the
account year after year, earning interest until you need to use the funds for a qualified medical expense. At the age of 65, the
account can be used as retirement savings or continue to be used for medical expenses.
Remember you can only use the HSA, if you are covered by a HDHP. If you are covered by another medical plan that is not an
HDHP, you may have additional tax consequences. For example, if you are enrolled in the following coverages, you cannot use an
HSA:
 Medicare Part A or B, or TRICARE
2014 HSA Contribution Limits
 Another Health Plan that in NOT an HDHP
 If you or your spouse elects a Medical FSA
 If you are eligible and using Veteran’s Benefits.
Flexible Spending
Accounts
Flexible Spending Accounts (FSAs)
are designed to save you money on
your taxes. Each pay period, funds
are deducted from your pay on a
pre-tax basis and credited to a
Health Care and/or Dependent Care
FSA. You then use your funds to pay
for eligible health care or
dependent care expenses.
Account
Type
Health Care FSA
Dependent Care
FSA
Your Benefits Guide 2014
Subscriber Only
$3,300
Subscriber &
Dependent(s)
$6,550
Catch-Up (Age 55+)
$1,000
Eligible Expenses
Most medical, dental and vision
care expenses that are not covered
by your health plan (such as
copayments, coinsurance,
deductibles, eyeglasses and doctorprescribed over the counter
medications)
Dependent care expenses (such as
day care, after school programs or
elder care programs) so you and
your spouse can work or attend
school full-time
Annual
Contribution
Limits
Benefit
Maximum
contribution is
$2,500 per year
Saves on eligible
expenses not
covered by
insurance; reduces
your taxable income
Maximum
contribution is
$5,000 per year
($2,500 if married
and filing separate
tax returns)
Reduces your
taxable income
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Cigna Basic Life and Accidental
Death & Dismemberment
Insurance Coverage
Cigna Disability Insurance
Coverage
Life and AD&D insurance is an important part of your financial
voluntary basis. This coverage provide s you with income
security, especially if others depend on you for support.
replacement should you become disabled and unable to work due
The company offers disability insurance through CIGNA on a
to a non-work-related illness or injury. Upon meeting eligibility,
The Company provides Basic Life and AD&D Insurance to all eligible
you can choose to elect Disability Benefit Coverage. Please note:
employees at no cost to you. Coverage is One times your annual
Short Term and Long Term Disability coverage's are bundled
basic earnings, up to a maximum benefit of $50,000.
together. See Cigna Plan Summary for rates and exclusions.
Cigna Supplemental Life
Insurance
Upon meeting eligibility, you can choose to elect Supplemental Life
Insurance for you and your dependents.

Employee Coverage: $10,000 up to lesser of 5x your salary or
$300,000. Guarantee Issue of $150,000 when first eligible.

Spousal Coverage: $5,000 increments to lesser of 50% of
employee coverage amount or $150,000. Guarantee Issue of
$20,000 when first eligible.

Dependent Child(ren) Coverage available in flat $5,000 or
$10,000 benefit.

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See Cigna Plan Summary for rates.
Coverage
Benefit
Short-Term Disability  66 2/3% of your pre-disability weekly
earnings
 Weekly benefit maximum up to
$1,000
 Benefits begin on 15th calendar day of
injury or illness
 Payable for a maximum duration of 11
weeks
Long-Term Disability  66 2/3% of your pre-disability monthly
earnings
 Monthly maximum benefit up to
$5,000
 Benefits begin after 90 consecutive
calendar days of disability
Your Benefits Guide 2014
Cigna Life Assistance Plan (LAP)
When you find yourself in need of professional support
to deal with personal, work, financial or family issues,
your Life Assistance Plan can assist. You and your
immediate family (spouse or domestic partner,
dependent children, parents and parents-in-law) can use
this program for a variety of issues, including:
 Marital and family conflicts
 Job-related difficulties
 Stress, anxiety and depression
 Parent and child relationships
 Legal and financial counseling
 Identity theft counseling
 Financial planning
 Various other related issues
Countrywide Pre-Paid Legal Services
Voluntary employee-paid benefit that provides legal
services:
General legal advice for auto, real estate, estate
planning, family matters, consumer contracts and
criminal advice.
Services to include unlimited phone consultations,
face-to-face consultations, review of legal documents,
advice on small claims court, legal letters, and phone
calls, consumer protection, warranty problems and
identity theft prevention and assistance.
Platinum ID Protector Plan
$25K ID theft insurance
Credit dispute assistance
Daily credit bureau monitoring
Credit report and score
Your Benefits Guide 2014
8
401(k) Retirement Savings Plan
Advantages of Saving with BDP
The BDP International, Inc. 401(k) and Profit Sharing Plan
offers a convenient way to save for your retirement through
payroll deductions.
This Plan offers a valuable opportunity to save for your
retirement with features to include:
Eligibility
You are eligible to participate in the Plan as of the first day of
the month following six months of continuous service with the
Company and attained 21 years of age.
Employee Contributions
You may contribute 1 to 100% of your annual pay before-taxes
are deducted as well as make Roth (after-tax) contributions to
make a combined contribution up to the IRS limits. If you are
50 years of age or older, (or if you will reach age 50 by the end
of the year), you may make a catch-up contribution in addition
to the normal IRS annual limit.
Vesting
Vesting refers to your right of ownership to the money in
your account. You are always 100% vested in your own
contributions. BDP’s, employer discretionary match, vesting
schedule is 6 years before the employer match is fully vested.
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Goalmaker is an easy to use asset allocation program that
will invest contributions in a portfolio that matches your risk
tolerance and years to retirement. Before-tax contributions
will lower your current taxable income.
Roth contributions allow you to save after-tax dollars today
for your future.
Build your own Portfolio with a wide array of investment
funds to develop a strategy that best suits your needs.
Self-directed Brokerage is an optional program that allows
you to invest in individual stocks and bonds and/or
expanded selection of mutual funds through your
retirement account.
BDP may make discretionary contributions to your account.
The Plan accepts qualified rollovers from other eligible
retirement plans.
Financial advisors from The Philadelphia Group or
Prudential are available to answer your questions and help
you prepare for a successful retirement.
Your Benefits Guide 2014
Contact Information
General eligiblity, enrollment, deductions,
plan options and life event changes
Contact
Phone Number
Website
Human Resources
215-629-8947
Independence Blue Cross
800-275-2583
www.ibxpress.com
The Bancorp Bank HSA
800-283-1534
www.mybancorphsa.com
Aetna
877-238-6200
www.aetna.com
HealthHub powered by
PayFlex
CIGNA
800-284-4885
www.healthhub.com
800-732-1603
www.cigna.com
CIGNA
800-362-4462
www.cigna.com
Countrywide Pre-Paid
Legal Services
CIGNA
800-550-LAWS
www.countrywideeppls.com
800-538-3543
www.cignabehavioral.com/CGI
Prudential
877-778-2100
www.prudential.com/online/retirment
Joseph Lapps
The Philadelphia Group
Jordan C. Norley
The Philadelphia Group
610-520-1500 x 106
877-582-9390
610-520-1500 x 107
877-582-9390
Joseph.lapps@lpl.com
www.thephiladelphiagroup.com
jnorley@thephiladelphiagroup.com
www.thephiladelphiagroup.com
benefitinfo@bdpint.com
Medical/Prescription/Vision
Health Savings Account (HSA)
Dental
Flexible Spending Accounts
Life & AD&D Insurance
Short-Term & Long-Term Disability Insurance
Voluntary Legal Services
Life Assistance Program
401(k) and Profit Sharing Plan
Financial Consultant
Financial Consultant
This benefit summary provides selected highlights of the BDP International employee benefits program. It is not a legal document and shall not be construed
as a guarantee of benefits nor of continued employment at the Company. All benefit plans are governed by master policies, contracts and plan documents.
Any discrepancies between any information provided through this summary and the actual terms of the policies, contracts and plan documents are governed
by the terms of these policies, contracts and plan documents. BDP International reserves the right to amend, suspend or terminate any benefit plan, in whole
or in part, at any time. The Plan Administrator has the authority to make these changes.
Your Benefits Guide 2014