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Aetna Life and Disability InsuranceADP TotalSource ADP TotalSource is pleased to continue offering life and disability insurance plansunderwritten by Aetna Life Insurance Company (Aetna).The following provides an overview of the benefit options available. The plans shown here are 100%employer-paid benefits. For more information, contact your ADP TotalSource Human Resource BusinessPartner or visit My TotalSource.employee and his or her family with financial, educationand lifestyle resources.Aetna’s Financial Rating1A.M. BestAStandard & Poor’sAA-Moody’sA1FitchAA-Life and accidental death and personal lossinsurance (AD&PL) coverageAetna’s term life insurance coverage pays a benefit whena worksite employee dies from or suffers a covered losswhile insured. It can also provide worksite employeeswith access to a portion of their life insurance benefitif they are diagnosed with a terminal illness. It helpsprotect the financial security of the worksite employee’sloved ones by providing the money they may need topay for the worksite employee’s final expenses and theirongoing financial needs.With AD&PL coverage, the employee’s loved onesreceive an additional benefit payment if a coveredaccident causes the worksite employee’s death. If theworksite employee suffers a severe personal physical loss(e.g., severance or paralysis) as the result of a coveredaccident, AD&PL coverage can help protect that worksite1As covered members, your worksite employees willhave access to services and resources through AetnaLife EssentialsSM. They will have access to services andresources that can help during their lives, at the endof life and even later for their loved ones. With AetnaLife Essentials, worksite employees can get financialconsultations from the experts, access to legal estatedocuments, grief counseling and more.Basic Life and AD&PL InsuranceWhen you choose life insurance for your worksiteemployees, an equal amount of AD&PL insurance isincluded. All basic life and AD&PL insurance coverage is“guaranteed issue.” This means worksite employees do nothave to answer any medical questions or provide evidenceof good health to be eligible for coverage.With basic life insurance, the total amount of coverageautomatically reduces due to age. Life insurance isreduced by 35% at age 65; 50% at age 70; 65% at age 75;80% at age 80; 90% at age 85; 95% at age 90. Employeeshave the opportunity to convert their term life policy toan individual policy by contacting Aetna Life InsuranceCompany at (800) 523-5065. A conversion applicationmust be completed within 60 days of a loss of coverage.Financial ratings as of June 2013. investor.aetna.com/phoenix.zhtml?c 110617&p irol-ratingsThis material is for information only. Life, AD&D and disability insurance policies are offered and underwritten by Aetna Life Insurance Company(Aetna). Life and disability insurance plans contain exclusions and limitations. See your plan documents for a complete description of benefits,exclusions, limitations and conditions of coverage. Plan features and availability may vary by insurer, location and employer and are subject tochange. For more information about Aetna plans, log in to aetna.com. Information is believed to be accurate as of the production date; however, itis subject to change. Policy form numbers issued in Oklahoma include GR-9 and GR-29.
Short-term disability (STD) coverageLong-term disability (LTD) coverageSTD insurance pays covered worksite employees a portionof their income if they are disabled and can’t work becauseof a covered accident or illness. STD benefits help worksiteemployees protect their financial lifestyle when theybecome ill or are injured for a short time. You can tailor theSTD plan you want to provide for your worksite employeesby choosing the waiting periods and benefit amounts thatare right for your organization.Disability insurance can provide covered worksiteemployees with a benefit based on a percentage of theirpredisability income if they are not able to work for anextended period of time due to a covered accident orillness. A choice of benefit levels allows you to offer an LTDinsurance plan that fits your organization and your worksiteemployees.The Benefits of STDFor your organization:For your eligibleworksite employees:Early assistance andindividualized back-to-workplansReplacement of a portion ofweekly income for coveredshort-term illness or injuryNurse care review with aclinical approachCoordination with Aetnamedical benefits, whenappropriateContact with physician,supervisor and companyto develop return-to-workschedulesAssistance returning to workas soon as it’s medically safeEducated, knowledgeablestaff available via phone,email or mailNot all STD and LTD benefit levels are available to allindustries. Check with your ADP TotalSource Representativefor details.Pre-existing conditionsThe employer-paid LTD plan has a pre-existing conditionclause that applies if you increase your organization’s LTDbenefits during Open Enrollment, or for any worksiteemployee who has been covered under the plan for lessthan 12 months. A complete description of this clause isavailable in your Certificate of Coverage. The employerpaid STD plan does not include a pre-existing clause.The Benefits of LTDFor your organization:For your eligibleworksite employees:100% clinical review of allcases transitioning from STDto LTD, when appropriateSmooth transition fromSTD to LTD benefits, whenappropriateOutreach tracked weekly toensure appropriate measuresare being takenReplacement of a portion ofpredisability monthly incomefor covered long- termillnesses or injuryReview for rehabilitativepotentialAssistance returning to workas soon as it’s medically safeHelp coordinating benefitswith Social Security, ifnecessaryEducated, knowledgeablestaff available via phone,email or mailThe ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and servicemarks are the property of their respective owners. Copyright 2016 ADP, LLC.
Update Your Leave of Absence PoliciesADP TotalSource As part of your partnership with ADP TotalSource , we manage worksite employee leave administrationfor all federal and state leave laws and any company-specific leave of absence policies you may have. Todo this accurately, we must ensure that your Family and Medical Leave Act (FMLA) coverage status and/orvoluntary Medical Leave and Family Care (MLFC) policy elections are correct.Here’s what you need to do. Confirm your current FMLA status/MLFC election.Look on the Current Eligibility and Participation Report onthe Global Setup tab within My TotalSource . If you want to keep the same FMLA status/MLFC election,there are no further actions to take. If your FMLA coverage status has changed or if you wishto change your MLFC election, you must change it beforeMay 6, 2016. This will allow ADP TotalSource to administerleaves of absence for your worksite employees in accordancewith applicable federal and state laws and/or companypolicies. To change your FMLA status/MLFC election: Log in to My TotalSource. Click the Global Setup tab. On the left navigation bar, click FMLA Coverage (underPaygroup Setup). S elect the button corresponding to your FMLAstatus/MLFC election, verify that you agree with theacknowledgements listed and click Submit. If you don’t change your FMLA coverage status and/orMLFC policy election by May 6, 2016, ADP TotalSource willdefault your 2016–2017 FMLA status and/or MLFC electionto the information shown on your Current Eligibility andParticipation Report. Changes to this election will not bepermitted until the next Open Enrollment period.Please note: Benefits are protected for up to 12 weeks underthe FMLA and MLFC leaves of absence. Employees noteligible for FMLA or MLFC will be offered COBRA coveragewhile on leave and can re-enroll in benefits on the first of themonth following their return to full-time active status.Your organization can be covered by:The Federal Family and Medical Leave ActYour organization is covered under FMLA if yourcompany has maintained 50 or more worksiteemployees on your payroll during 20 or more calendarworkweeks (not necessarily consecutive workweeks)in either the current or the preceding year. Note:If you confirm that you’re covered under FMLA,ADP TotalSource will assume that all your worksiteemployees work within a 75-mile radiusof a site that employs 50 or more worksite employees.We’ll use this assumption to determine whether aparticular employee is eligible for leave unless youinform us otherwise (by logging in to My TotalSourceand updating your FMLA status within the GlobalSetup tab).OrThe Voluntary Medical Leave and Family Care PolicyIf your company is not covered under FMLA, you canelect to offer the voluntary MLFC policy to your worksiteemployees. This policy provides up to 12 weeks of leavewith benefits for a worksite employee’s own serioushealth condition (including any period of incapacity dueto pregnancy, prenatal medical care or childbirth), tocare for the employee’s child after birth or placementfor adoption or foster care, or to care for an immediatefamily member. It does not guarantee job restoration.You must elect this policy if you would like to providebenefits continuation for your worksite employees.The ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and servicemarks are the property of their respective owners. Copyright 2016 ADP, LLC.
Health Care and Dependent CareFlexible Spending AccountsADP TotalSource Health Care and Dependent Care Flexible Spending Accounts (FSAs) allow youand your worksite employees to save up to 35% on eligible everyday expenses.Flexible spending accounts are tax-advantaged accounts that you and your worksite employees can useto pay for everyday expenses tax-free. FSAs can save participants up to 35% (depending on your taxbracket) on eligible health care expenses, such as deductibles and copays, as well as certain qualifyingdependent care expenses, such as day care for children or elder care.Here’s how FSAs work:1. Enroll in a Health Care and/or Dependent Care FSAduring Open Enrollment. Participants can contribute up to 2,550 to the Health Care FSA and up to 5,000 ( 2,500 ifmarried and filing separately or 2,000 if you are a highlycompensated employee) to the Dependent Care FSA.2. C ontribute to your FSA(s) over the course of the 2016–2017Plan Year (via pretax payroll deductions) and build up abalance in the account(s).3. Use your debit card or file claims on the easy-to-use,secure Spending Account Online Services website as youincur eligible health and dependent care expenses. If yousign up for direct deposit, tax-free reimbursements will bedeposited right into your checking or savings account.Eligible expenses for FSAs may include:Health Care FSALimited HealthCare FSADependent CareFSACopays, deductiblesand coinsurance forhealth, dental andvision plansDental andorthodontic expensesnot covered by adental planDay care fordependent childrenunder age 13Over-the-countermedications(if prescribedor prescriptionmedications notcovered by a healthplan*Vision care expenses,including eyeglassesand contact lenses,not covered by avision planElder care fordependent parentsDental or visionexpenses (such asbraces or laser visioncorrection) not coveredby a health planCertain preventivecare expensesCare for disableddependents of anyage*In accordance with the Affordable Care Act (ACA), individualswill be prohibited from using the ADP TotalSource , Inc. HealthCare FSA for the cost of over-the-counter medications thatare not prescribed by a physician. This rule doesn’t apply toreimbursements for the cost of insulin, which is permitted, evenif purchased without a prescription.Health Care FSA debit card When you enroll in a Health Care FSA, you’ll automaticallyreceive a Spending Account Card that works like a bank debitcard. It will provide you with immediate reimbursement foryour eligible health care expenses and reduce the need to fileclaims for reimbursement. You can still choose to pay for your eligible health careexpenses out of your pocket and then fax, mail or submit anonline claim reimbursement request along with your receiptfor the expense.Note: The debit card isn’t available for the Dependent Care FSA.Health Care FSA 500 Carryover Allowance If you enroll in the Health Care FSA, you’ll be permitted tocarry over up to 500 of your remaining Health Care FSAbalance at the end of the Plan Year into the following PlanYear, provided that you remain eligible for the Health CareFSA. Any account balance in excess of 500 will be forfeited. The carryover allowance doesn’t apply to the Dependent CareFSA, so plan accordingly since any remaining balance in theDependent Care FSA at the end of the Plan Year claim filingperiod will be forfeited.The ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and servicemarks are the property of their respective owners. Copyright 2016 ADP, LLC.
Health AdvocateADP TotalSource An additional benefit when choosing an Aetna health planThe following is a special added feature for you and your worksite employees available through Aetna medical plans. Aetna is pleasedto announce that Health Advocate, the nation’s leader in health advocacy, will be included as a standard feature to worksite employeesenrolled in an Aetna medical plan offered through ADP TotalSource. This independent and objective service will provide members with ateam of Personal Health Advocates (PHAs), typically registered nurses supported by medical directors and benefits and claims specialists.PHAs help members navigate the health care system, saving them time and money. Health Advocate takes a non-adversarial approachto finding the right answers, and can help with clinical and administrative issues involving medical, hospital, pharmacy and other healthcare needs. Health Advocate complies with HIPAA privacy and confidentiality requirements. Health Advocate services extends to theworksite employee and their spouses, dependent children, parents and parents-in-law.Benefits to YouMedical Bill Saver Increases productivity – Health Advocate resolves issuesquickly and correctly, enabling worksite employees to focuson their jobsBenefits to Your Worksite EmployeesThe Medical Bill Saver program can help lower youremployees’ out-of-pocket costs on their medical bills notcovered by insurance. Health Advocate’s expert negotiatorswork with providers to lower the balance of any non-coveredmedical and dental bill over 400. Just have your employeessend them their bills. Finds the right doctors, dentists, hospitals and other healthcare providers anywhere in the countryHere is how Medical Bill Saver can help: Helps support high deductible health plans Expedites appointments including those with hard-to-reachspecialists and arranges for specialized treatments and tests Helps resolve insurance claims, negotiates billing/paymentarrangements and uncovers billing errors that can impactworksite employees’ out-of-pocket costs Assists with elder care needs such as finding adult day care,assisted living and other related issues facing parents andparent-in-laws Obtains unbiased health information about complex medicalconditions to help worksite employees make informeddecisions Works with insurance companies to obtain appropriateapprovals for needed services Negotiation can result in significant savings Easy-to-read personal Savings Result Statement, summarizingoutcome of payments terms If negotiations are successful, Health Advocate sharesin 25% of the savings If they are not successful, members pay nothingAbout Health AdvocateFounded in 2001, Health Advocate serves over40 million Americans through its relationships with 10,000 employers, unions, third-party administrators and insurers,including some of the nation’s largest companies, as well as awide range of local and regional organizations. Reduces grievances and appeals Answers questions about test results, treatments andmedications prescribed by the worksite employee’s physician Assists in the transfer of medical records, x-rays and lab results Locates and researches the newest treatments for a medicalconditionFor more information, log on to www.HealthAdvocate.com/members, call Health Advocate at (866) 695-8622 or contactyour ADP TotalSource Human Resource Business Partner. Assists with finding qualified wellness programs, providersand servicesThe ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and service marksare the property of their respective owners. Copyright 2016 ADP, LLC.
Health Savings Accounts for Your EmployeesADP TotalSource Health Savings Account (HSA)If you elect to offer one or more High Deductible Health Plans (HDHPs) to your eligible worksiteemployees, any worksite employee who elects HDHP coverage will be eligible to open a HealthSavings Account (HSA) through UMB. As an employer, you can elect to contribute toward aworksite employee’s UMB HSA.HSA employer contributionsHSA employer contributionsAny employer contributions to a UMB HSA of an eligibleworksite employee (EE) electing a UMB HSA will be the samecontribution formula for all worksite employees within a givenbenefit class, based on IRS rules. Additionally, all benefit classesthat include non-highly compensated employees (HCEs) mustprovide employer contributions at a level equal to or greaterthan the highest HCE-class employer contribution. If you electto make employer contributions, your contributions can’texceed the IRS maximum HSA contribution limits.Worksite employee contributions will be collected fromworksite employees in the form of pretax salary reductionsunder the ADP TotalSource cafeteria plan, remitted by directdeposit to UMB and credited directly into each worksiteemployee’s UMB HSA.For the 2016 Calendar Year, the IRS maximum HSA contributionlimit is 3,350 for Employee Only coverage or 6,750 for Familycoverage (which includes worksite employees electing EE Spouse, EE Child(ren) or EE Family coverage). Worksiteemployees age 55 and over by the end of the Calendar Year cancontribute an additional 1,000 per year.Your HSA contributions will reduce the amount that a worksiteemployee is permitted to contribute to his or her UMB HSA.Total employer plus employee contributions can’t exceed theIRS maximums listed above. Your contributions to a worksiteemployee’s UMB HSA will be billed to you on your monthlybenefits invoice. Your contributions will be remitted monthly toUMB and deposited directly into each employee’s UMB HSA.HSA account maintenance feeUMB charges a monthly account maintenance fee of 1.50for each worksite employee who opens a UMB HSA. Youcan elect, by class, who will be responsible for paying themaintenance fee. If you elect to cover the maintenance feeon behalf of a worksite employee, this fee will be billed to youmonthly in conjunction with your employer HSA contributions(if any). If you don’t elect to pay the monthly UMB HSAmaintenance fee, this fee will be deducted directly from eachworksite employee’s UMB HSA on a monthly basis.?If you have questions regardingthe UMB HSA, please discuss themduring your Open Enrollmentmeeting with your ADP TotalSourceHuman Resource Business Partner.Please note: The amount you contribute to the HSAs ofworksite employees electing Family (EE Spouse, EE Child(ren) or EE Family) coverage must be greater than orequal to the amount you contribute to the HSAs of worksiteemployees electing Employee Only coverage.The ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and servicemarks are the property of their respective owners. Copyright 2016 ADP, LLC.
Life’s Solutions Employee Assistance ProgramADP TotalSource Life’s Solutions has redefined the meaning of Employee Assistance Program (EAP).ADP Totalsource is here through it all, offering a multitude of resources to assist youin dealing with the stresses of everyday life.In addition to me, who can use myEAP benefit?Health and wellness Your spouse or qualified domestic partner Stress, anxiety, grief, depression Y our qualified dependent children, including naturalchildren,stepchildren, foster children, or adoptedchildren living athome or away at school Stress managementHow much will it cost me to use Life’sSolutions services? Preventive healthNothing!Life’s Solutions will facilitate referrals to local, licensed,independent counselors, as well as financial and legalprofessionals, at no cost to you and for a set numberof visits.Is Life’s Solutions confidential?Absolutely!All conversations, records of treatment, and follow-upassistance with a Life’s Solutions Care Specialist ornetwork provider are kept confidential.What services are available?We offer assistance with: Smoking cessation Weight management Prenatal healthWork-life balanceWe can provide you with information about: Child and elder care Academic resources Budgeting Parenting Identity theft24/7 informationWe offer around-the-clock access to onlineresources, including: VideosEmployee Assistance Program ArticlesWe offer counseling for the following types of concerns: Calculators Stress, anxiety, grief, depressionAnd more! Marital and relationship concerns Drug and alcohol dependency Family issues Work-life balance Financial LegalThe ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks ofADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks andservice marks are the property of their respective owners. Copyright 2016 ADP, LLC.Life’s Solutions Care Specialists are availableMonday – Friday, 8:30 a.m. – 9 p.m. ET. Twentyfour-hour guidance is available for urgentmatters. Please dial 911 for emergencies.
ADP TOTALSOURCE KeepYourEyesHealthywithKeep YourEyesHealthywith VSPVision CareADP TotalSourceADPTotalSource and VSP Vision Care WhyenrollinYourVSP?deserveto keepthemhealthyWhyenrollin VSP?eyes Yourdeserveeyesthe bestcare to keepthethembesthealthycareyear afteryear. Plus,with VSPyou’ll getyearagreatvalueon youreye careandVSPeyewear.afteryear.Plus,withyou’ll get a great value on your eye care and eyewear.Personalized carePersonalized careA VSP doctor provides personalized care that focuses onA VSP gand youreyes healthyyear earafteryou see a VSP Choice Network doctor, you’ll get the mostyear.out ofPlus,whenandyouseelowera VSPChoice Networkyourbenefithaveout-of-pocketcosts. doctor, you’llBeginning June 1, 2015, your coverage with a VSP ChoiceCoverageinclusions:Networkdoctor includes:WellVisionExam*fully coveredaftera 5 copayWellVisionExam*fully coveredafter a 5copayPrescription Glasses* fully covered after a 10 copayPrescription Glasses* fully covered after a 10 copayget the most out of your benefit and have lower out-ofWellVisionExam pocket costs. Lenses– Singlevision,lined bifocallinedtrifocal Lenses– Singlevision,lined bifocaland linedandtrifocallenses;lenses; polycarbonatelenseschildrenfor dependent childrenpolycarbonatelenses for dependentIt’s more than just a quick eye check. It focuses on your eyesWellVision Examand overall wellness. Our doctors look for more than just visionIt’s moreTheythancanjusta quickeyecheck. healthIt focuseson yourproblems.detectsignsof ovideddoctorssuch as glaucoma, diabetes, high blood pressure and high lookfor more than just vision problems. They can detect signscholesterol. Frame – 180 allowance for a wide selection of framesDoctornetworkhigh bloodpressure and high cholesterol.Or Laser VisionCare Preferred Program* – 150 allowanceYou can choose any eyecare provider with your VSP coverage.Doctor networkHowever, you’ll receive the most out of your benefit when youYoucan chooseany eyecarewithyourdoctorsVSPseea VSPChoice Networkdoctor.providerSince 94%of rparticipate in this network, it’s likely that your current VSP doctorbenefitwhenseea VSPNetworkChoicedoctor,Networkdoestoo. Tofind youa VSPChoicevisit doctor.vsp.com.Laser VisionCare Preferred Program* – 150 allowance forfor details.both eyes for laser vision correction. Visit vsp.com for details.of serious health conditions, such as glaucoma, diabetes, Frame – 180 allowance for a wide selection of framesOrOrContacts – 150 allowance for contacts and the contactContacts*– 150allowancefor contacts and the contact lenslens exam(fittingand evaluation)exam(fittingandevaluation)Orfor both eyes for laser vision correction. Visit vsp.comExtra savings and discountsExtra savings and discountsGlasses and sunglasses 20% off additional glasses and sunglasses, includingSince 94% of VSP doctors participate in this network, it’s 20%off additionalandVSPsunglasses,including lenslensoptions, glassesfrom anyChoice NetworkdoctorSatisfactionguaranteedlikely that yourcurrent VSP doctor will too. To find a VSPoptions, from any VSP Choice Network doctor withinwithin12monthsofyourlastWellVisionExamChoice Network doctor, visit vsp.com.When you see a VSP Choice Network doctor, you must be100% happy or we’ll make it right.Satisfaction guaranteedWhen you see a VSP Choice Network doctor, you mustbe 100% happy or we’ll make it right.Glasses and sunglasses12 months of your last WellVision ExamContactsContacts 15% off cost of contact lens exam (fitting and 15%evaluation)off cost of contact lens exam (fitting and ion Average15% 15%off theprice orprice5% offorthepromotional Averageoffregularthe regular5%off theprice.Discounts onlyavailablefrom y availablefromcontracted Aftersurgery, usefacilities.your frame allowance (if eligible) fornonprescriptionsunglassesfromany VSPdoctor. (if eligible) for After surgery,use yourframeallowancenonprescription sunglasses from any VSP doctor.*EveryPlan YearbeginsJune.*EveryPlanYearin beginsJune 1.The ADP logo, ADP, ADP TotalSource and My TotalSource are registered trademarks of ADP, LLC - A more human resource. is a service mark of ADP, LLC. All other trademarks and service marksADPandthe ADPlogo,ADP owners.TotalSource,TotalSourceare thepropertyof theirrespectiveCopyrightMy 2016ADP, LLC. and In the Business of Your Success are registered trademarks of ADP, LLC.All other trademarks and service marks are the property of their respective owners. Copyright 2015 ADP, LLC. ALL RIGHTS RESERVED.
Retirement Savings PlanADP TotalSource You gain an edge by offering better benefits than your competition. To help driveyour ambitions, we work with Voya Financial, a leading recordkeeper of some of thelargest plans in America, to bring you a more robust and competitive ADP TotalSource Retirement Savings Plan. We continue to make the plan bigger and better with newfeatures that direct competitors can’t touch.Investment advice services1 are available to helpparticipants create a successful investment andsavings strategy through Voya Retirement Advisors(VRA).2 Typically only available to large plans, VRAuses financial modeling to provide personalized 401(k)recommendations customized to the individual’s timehorizon and financial profile. Individuals can accessonline advice at no additional charge or, for a fee, have aprofessional manage their account.A personalized participant online experiencewith enhanced personal features is accessible directlyfrom My TotalSource.Features include: MyOrangeMoney – Outlines the individual’sfinancial needs during retirement in real, everydayterms. It estimates monthly retirement needs and helpsparticipants understand the steps they need to follow totake control of their financial future.Big asset buying power with funds and fund managerstypically found in some of the largest plans.Access to employer reporting and enhanced services.Relieves the stresses of 401(k) plan administration bydoing the operational work for you. Flexibility in plan design – select the features that bestmeet your needs. Fiduciary oversight of all investment and administrativefunctions, including due diligence and fund selection. Full-service access for worksite employees to managetheir accounts, reducing paperwork for you. And it all comes at no additional direct cost2 toyour business. Personal Financial Dashboard – A budgeting toolthat can organize a participant’s accounts in one place.By linking external accounts, they’re able to set goals,create budgets, track spending, review investmentsand more. Advisory Services provided by Voya Retirement Advisors, LLC (VRA). For more information, please read the Voya Retirement Advisors Disclosure Statement, AdvisoryServices Agreement and your plan’s Fact Sheet. These documents may be viewed online by accessing the advisory services link(s) through your plan’s website at adptotalsource.voyaplans.com. You may also request these from a VRA Investment Advisor Representative by calling your plan’s information line at (888) 401-5722. FinancialEngines Advisors L.L.C. acts as a sub-advisor for Voya Retirement Advisors, LLC. Financial Engines Advisors L.L.C. (FEA) is a federally registered investment advisor andwholly owned subsidiary of Financial Engines, Inc. Neither VRA nor FEA provides tax or legal advice. If you need tax advice, consult your accountant, or if you need legaladvice, consult your
ADP TotalSource ADP TotalSource is pleased to continue offering life and disability insurance plans underwritten by Aetna Life Insurance Company (Aetna). The following provides an overview of the benefit options available. The plans shown here are 100% employer-paid benefits. For more information, contact your ADP TotalSource Human Resource .
