Dupont

2020 Benefits Enrollment Kit

What’s Changing for 2020

At DuPont, your health and well-being matter. Our benefits are designed with you in mind. We offer a variety of comprehensive and competitive programs to help you and your loved ones stay well, make informed health care decisions, and keep medical expenses down. We also know that employees really value flexibility and choice. In addition to the current options, we are excited to announce some new benefit offerings and enhancements for 2020.

Use the links below to learn about what’s ahead and reacquaint yourself with our Healthy Living Program and other resources that can help guide and support you in making smart decisions with your health care all year.

Did You Add a New Dependent to Your DuPont Health Coverage for 2020?

In mid-January 2020, the Dependent Verification Center will reach out to you by mail and ask you to submit proof of the eligibility of your dependent(s) for health coverage, such as a birth, marriage, domestic partnership certificate, or an Affidavit of Domestic Partnership.

If you enroll a domestic partner and do not have a domestic partnership certificate issued by a state or local government, the Affidavit of Domestic Partnership must be completed, notarized, and returned to the Dependent Verification Center, along with two forms of proof of financial interdependency and other documents when requested.

What’s Changing for U.S. Employees

Each year, the Company reviews the benefits offerings and employee premiums to ensure that we continue to provide competitive benefits that are valued by employees. As a result of our review, we’re making a number of changes for 2020:

Medical

New Medical Plan Option: The Traditional Copay PPO Option
To provide you and your family with more choice and flexibility, we’re introducing a new medical plan option for 2020: The Traditional Copay PPO option.

Unlike the Core and Premium Saver options, the Traditional Copay PPO option is not a high deductible health plan (HDHP) as defined by the Internal Revenue Service (IRS). This means that if you enroll in the Traditional Copay PPO option, you cannot:

  • Contribute to a Health Savings Account (HSA), or
  • Receive DuPont’s HSA contribution.

Here’s how coverage under the Traditional Copay PPO option works:

  • Your carrier will be either Aetna or Highmark Blue Cross Blue Shield (BCBS), depending on your home address.
  • Preventive care is covered at 100% and not subject to the annual deductible. Certain preventive medications are available at no cost; others are not subject to the annual deductible but may be subject to coinsurance
  • You’ll pay fixed amounts, called copays, for in-network visits to primary care and specialist providers, urgent care centers, retail clinics, and the emergency room. You do not need to meet your deductible before you pay copays for these types of visits. Copays count toward your out-of-pocket maximum, but not your deductible.
  • For most other covered services and prescription drugs, you pay the full cost of coverage until you reach your annual deductible amount. Medical and prescription drug costs both count toward the same annual deductible amount.
  • Once you meet the annual deductible amount, the plan begins sharing in the cost of coverage for all “non-copay” services other than generic medications, and you pay a percentage of the cost, called coinsurance. Covered generic medications are paid at 100% by the company once you meet the annual deductible.
  • If you reach the annual in-network out-of-pocket maximum, the plan begins paying 100% of eligible in-network costs for the rest of the plan year. Medical (including mental health and chemical dependency) and prescription drug costs (copays, deducible, and coinsurance) count toward meeting the annual out-of-pocket maximum amount. (Note: IVF services/drugs are not applied/impacted by the out-of-pocket maximum.)
  • In-network care applies to the in-network annual deductibles and out-of-pocket maximums. Out-of-network care applies to the out-of-network annual deductibles; there is no out-of-pocket maximum if you go out-of-network. In-network and out-of-network deductibles are separate and do not “cross apply.”
  • On January 1 of each year, the plan deductibles and out-of-pocket maximums reset.
  • Although you cannot contribute to an HSA while enrolled in the Traditional Copay PPO option, you may pay for eligible medical, prescription drug, dental, and vision expenses by:
    • Contributing up to $2,700 in before-tax dollars to Traditional Healthcare Flexible Spending Account (see “Changes to the Flexible Spending Accounts [FSAs]” below for information about this new account for 2020); and/or
    • Using any previously accumulated HSA balance you may have to pay for out-of-pocket costs incurred while you are enrolled in the Traditional Copay PPO.

To learn more about the new Traditional Copay PPO option and how it compares with the Core and Premium Saver options, refer to the 2020 Benefits Enrollment Guide and 2020 Medical Plan options video on dupontbenefits.com; and the Health Plan Comparison Charts and Medical Expense Estimator on DuPont Connection.

New! Introducing Hearing Coverage!
Starting in 2020, all DuPont medical plan options will include coverage for hearing aids, related exams, and follow-ups. Hearing benefits include:

  • One hearing exam every 24 months, and
  • Up to $3,000 every 36 months to help cover hearing-related costs.

A routine hearing screening done by a primary care physician is considered preventive care and is covered at 100%. A hearing screening done by an audiologist will be covered under the new hearing benefit, along with hearing aid-related expenses, which are subject to the deductible, copays (if applicable), and coinsurance.

Expatriates on international assignment should contact Aetna International for information on their hearing benefit.

New! Maternity Care Programs
Both Highmark BCBS and Aetna offer personal support to mothers-to-be so they can have healthy pregnancies. U.S. employees and covered dependents enrolled in medical coverage can now participate in their medical carrier’s maternity care program at no additional cost.

These programs include information and other resources to help foster healthy moms, healthy pregnancies, and healthy babies. They include educational materials on prenatal care, labor and delivery, newborn care, and more. You have access to specially trained nurses for high-risk mothers-to-be and an online maternity resource center. Contact your medical carrier to enroll in its maternity care program.

Employee Medical Premiums
Most medical plan options and coverage levels will have premium increases in 2020.

Dental

Employee Premiums
We’re introducing employee premiums for the Standard Dental Option starting in 2020. There will be no change to the High Option premiums.

You can find your 2020 monthly premiums for both the Standard and High Options in the 2020 Enrollment Guide and on DuPont Connection.

Higher Annual Benefit Maximum for the Standard Dental Option
Starting in 2020, the annual benefit maximum for the Standard Dental Option will increase to $1,250 per person.

New Frequency Limit for Dental Prosthetics
As a result of advances in the durability of dental prosthetics, starting in 2020, coverage for dental prosthetics will change from every five years to every seven years under both the Standard and High Options.

Flexible Spending Accounts (FSAs) and the Health Savings Account (HSA)

New! Annual FSA Elections Required
If you want to participate in an FSA during 2020, you must actively enroll in the account(s) and elect your contribution amount(s) during Annual Enrollment. You must make new contribution elections every year; FSA elections will no longer roll forward into the next year unless you make an active election.

If you don’t take action, your FSA contribution amount(s) will be set to $0 for the following year.

New! The Traditional Healthcare FSA
DuPont is adding a Traditional Healthcare FSA option for 2020 to complement the new Traditional Copay PPO medical plan option. Due to IRS rules, certain Healthcare FSA options can only be used with certain medical plan options. The FSA available for each medical option is provided in the table below.

Medical Plan Option Elected… FSA Option Available
Core Option Limited Purpose Healthcare FSA only
Premium Saver Option Limited Purpose Healthcare FSA only
Traditional Copay PPO Option Traditional Healthcare FSA only
Decline Medical Coverage1 Limited Purpose Healthcare FSA or Traditional Healthcare FSA

1 If you are enrolled in a spouse/domestic partner/parent’s medical plan, special tax considerations may apply regarding FSA participation.

A Traditional Healthcare FSA is very similar to a Limited Purpose Healthcare FSA. With both FSAs:

  • You may set aside before-tax dollars from each paycheck to pay for eligible out-of-pocket health care expenses during the year.
  • You will forfeit any unused money left in your account at year-end (“use it or lose it”).

There are also significant differences between a Traditional Healthcare FSA and a Limited Purpose Healthcare FSA, which include:

  • You may use a Traditional Healthcare FSA to pay for any eligible medical, prescription drug, dental, and/or vision expenses during the year.
  • You may use a Limited Purpose Healthcare FSA to pay for eligible dental and/or vision expenses only. You may not use a Limited Purpose Healthcare FSA to pay for medical or prescription drug expenses.

Higher IRS Limit for Healthcare FSAs
You may contribute up to $2,700 in either a Limited Purpose Healthcare FSA or a Traditional Healthcare FSA in 2020 (you cannot have both).

The annual contribution limit for the Dependent Care FSA isn’t changing and remains at $5,000.

Higher IRS Limits for the HSA

If you enroll in the Core or Premium Saver Option in 2020, you may contribute more to an HSA.

  • You may contribute up to:
    • $2,950 if you cover just yourself, and
    • $5,9002 if you cover anyone else (spouse or domestic partner and/or children).
  • You may continue to contribute up to an additional $1,000 if you’re age 55 or older in 2020.
  • DuPont’s contribution isn’t changing:
    • $600 if you cover just yourself, and
    • $1,200 if you cover anyone else.

2 Includes any contributions made by your spouse/domestic partner, assuming your domestic partner qualifies as a tax dependent.

Life Insurance

Elimination of Non-Contributory and Contributory Life Insurance
The historic Non-Contributory and Contributory Group Life Insurance Plans (NCGLI/CGLI Plans, also known as Option Z Plans), will be eliminated as of December 31, 2020, and employees will begin to participate in the Employee Life Insurance Plan.

If you’re currently enrolled in the NCGLI and CGLI Plan (if applicable), you may:

  • Continue your coverage through December 31, 2020. No action on your part is required to continue your coverage in 2020. Your coverage will automatically end as of December 31, 2020, and you will participate in the Employee Life Insurance Plan (basic, and supplemental if you have CGLI coverage) beginning January 1, 2021. Evidence of Insurability (EOI), which is proof of good health, won’t be required unless you elect supplemental life insurance coverage above your CGLI coverage amount.
  • Switch your coverage before December 31, 2020. You may switch your NCGLI/CGLI coverage to the Employee Life Insurance Plan coverage during Annual Enrollment by calling DuPont Connection (you cannot discontinue your coverage through the DuPont Connection website). Please note that once you switch your NCGLI/CGLI coverage, you may not rescind this action.
    • Once you are participating in the Employee Life Insurance Plan, you can opt to purchase supplemental life insurance coverage. If you elect supplemental life insurance coverage above your current CGLI coverage amount, you’ll be asked to provide EOI when you enroll.

For more information, please call DuPont Connection at 1-833-253-7719.

New Beneficiary Designation May Be Required
If you made an absolute assignment of your life insurance benefits under E. I. du Pont de Nemours and Company (now known as Corteva Agriscience™) – that is, if you transferred ownership of your life insurance to someone else (which was only permitted prior to January 1, 2014) – then, that assignment is invalid with the Company as of June 1, 2019. Contact DuPont Connection at 1-833-253-7719 to make a new beneficiary designation.

All other named beneficiary designations carried over to the new plan on June 1, 2019 can be viewed or updated on DuPont Connection anytime throughout the year.

Vacation and Paid Time Off

New! Vacation Buying Program
In response to employee feedback, we’re introducing a new Vacation Buying Program, effective January 1, 2020. All U.S. employees and expatriates on international assignment are eligible, regardless of their years of service. Please note that this new program differs from the Vacation Buying Program that was offered previously. Employees in Puerto Rico are not eligible for the Vacation Buying Program.

Here’s an overview of the new program:

  • Annual Enrollment will be your annual opportunity to buy additional vacation time for the following year. You’ll pay for any extra vacation time with before-tax dollars taken from your paycheck each pay period. If you wish to buy extra vacation time, you must elect to do so each year; your election won’t carry forward. Your election will remain in effect for the entire plan year; you cannot change your election during the plan year (except for the “cash out” provision described below).
  • You may buy up to an additional 40 hours of vacation time each year. However, if your average scheduled work week is less than 40 hours, you can only buy up to the number of hours you work in an average week.
  • Pay and average scheduled hours as of October 1 will be used when purchasing vacation and when using purchased vacation during the following calendar year. Pay is:
    • Defined as your annual salary as of October 1, plus shift differential and scheduled overtime paid in the prior twelve-month period; and
    • Calculated on October 1 each year and does not change throughout the following calendar year.
  • The rate applied when purchasing vacation, using purchased vacation, and/or cashing out purchased vacation is called the Price per Hour. Your Price per Hour is calculated as follows:
    • Pay / (average scheduled weekly hours x 52) = Price per Hour
    • Your Price per Hour times the number of hours you want to purchase will be the Annual Cost of your purchased vacation. The Annual Cost will be deducted evenly among your pay periods in the following year.
  • You must request a cash out of any unused purchased vacation time through eTime on or before November 15th each year. If you miss this deadline, you can call HR Direct to request a cash out, but this request must be made no later than November 30.
  • For employees in states other than California, Colorado, Montana, and Nebraska, all unused purchased vacation hours as of December 31 will be forfeited.
  • For employees in California, Colorado, Montana, and Nebraska (non-forfeiture states), the deadline to enter planned vacation hours into eTime is December 20, 2020. Due to state regulations, employees in these states will automatically have their unused purchased vacation paid out in the last pay of the year.

Note: Purchased Vacation is used last. You must use all types of vacation (for example, current annual vacation, banked vacation, Additional Paid Time Off etc.) before using purchased vacation.

New! Additional Paid Time Off Carryover
Starting in 2019, you can carry forward up to 40 hours of unused Additional Paid Time Off (APTO) from the current year into the following year. Any hours over 40 will be forfeited.

Unused 2019 APTO, up to a maximum of 40 hours, will automatically be rolled into Exception Carry Forward Vacation for 2020; manager approval is not needed. APTO carried forward must be used before March 31st of the next year or the hours will be forfeited, unless prohibited by law.

As a reminder, APTO has no cash value and is not paid at termination of employment.

Retirement Savings Plan (RSP)

New! Accelerated Timing for Deposit of the 3% Retirement Savings Contribution
DuPont contributes 3% of your eligible compensation to the RSP whether you contribute or not. Currently, this 3% contribution—called the Retirement Savings Contribution (RSC)—is made on a monthly basis and is deposited in your RSP account a few days after the end of the month it is earned.

Effective January 1, 2020, the 3% RSC will be contributed to your account on a per pay period basis — just like and at the same time your own contributions and the Company match are made. This means that the Company 3% RSC will be deposited into your account sooner!

Default Beneficiary Designations May Apply Starting in 2020
If you participated in the legacy Retirement Savings Plan now sponsored by Corteva (“Legacy Plan”) and made a designation on the Merrill Benefits OnLine (BOL) website under that plan, your beneficiary designation was transferred to the new DuPont RSP on June 1, 2019.

If you did not make a designation on BOL under the Legacy Plan and have not made a designation since June 1, 2019, then Merrill has no beneficiary information on file for you. Beginning in January 2020, if you do not have a beneficiary designation for your RSP account on file with Merrill, the plan defaults will apply. This means that if you’re married, your spouse is automatically your beneficiary. To name someone else, you must complete a separate form (available for downloading on BOL) and have your spouse’s consent notarized. Then mail the notarized form back to Merrill. If you are not married and do not name a beneficiary, your estate would be your beneficiary.

In the next few weeks, RSP participants who don’t have a beneficiary designation on file at Merrill will be notified and receive additional instructions on how to provide their designations.

Are Your Beneficiary Designations Up to Date for Your RSP Account?
It’s important to periodically review your designations so that your wishes are reflected in the event of your death. Merrill keeps your designations on BOL and, if you haven’t done so already, please take a few minutes to visit the website and enter your information or check to make sure it’s up to date.

Login to www.benefits.ml.com, then click on DuPont RSP > Current Elections, and select Beneficiary Designations/Updates from the menu.

Other Programs and Plan Changes

Bi-Weekly and Weekly Payroll Calendar and Payroll Deductions
Due to a calendar anomaly, there will be an extra bi-weekly and weekly pay period in 2020. Therefore, all 2020 deductions for employees with bi-weekly and weekly pay schedules will be taken over 27 and 53 pay periods, respectively.

New! Milk Stork
DuPont employees now have access to Milk Stork—a new benefit that provides a breast milk delivery service for nursing mothers who travel.

Milk Stork offers DuPont employees in the U.S. two ways to keep things going while a nursing mom is away from home:

  • Pump and Ship provides everything needed for mothers who prefer to have refrigerated breast milk shipped home overnight when they’re traveling.
  • Pump and Tote provides equipment so that mothers can pump from wherever they are and then carry their refrigerated breast milk home with them.

Both options make it easy and convenient for mothers and babies to maintain their schedules—even during travel.

If you are traveling for business, use your corporate credit card when signing up for Milk Stork and then submit an expense report using the code “Breast Milk Service.” The service is also available for personal travel, but a personal credit card must be used.

To use Milk Stork, visit www.milkstork.com/DuPont and use your company email address to get started.

New! 30-Day Deadline for Enrolling in Health and Welfare Benefits When First Eligible or Following a Qualifying Life Event (QLE)
Effective immediately, you have 30 days (not 31 days) to enroll in DuPont health and welfare benefits, as follows:

  • When you’re first eligible for benefits: If you enroll within 30 days of your benefit eligibility date, the effective date for your medical, dental, and vision coverage is your benefit eligibility date. (See DuPont Connection for other effective dates of coverage.)
  • If you’re adding one or more new dependents following a QLE and the QLE is reported to DuPont Connection within 30 days:
    • If you’re adding a new dependent through birth, adoption, or placement for adoption, coverage is retroactive to the date of birth, adoption, or placement for adoption.
    • If you’re adding a new dependent for other reasons, coverage is effective when the QLE is reported to DuPont Connection.

Please note: If you report your QLE after 30 days, but within 90 days of the QLE by calling DuPont Connection, your medical, dental, and vision (if applicable) will be effective on the date of your call. Changes to life insurance, accidental death insurance, and flexible spending accounts will be effective on the first of the month following the date of your call (unless evidence of insurability is required). However, in no event may an election change be made later than 90 days following the QLE.

Time Limit on Legal Actions
Effective January 1, 2020, the following process and time limit apply to all claims and appeals under certain DuPont employee benefit plans, for example, the Consolidated Health and Welfare Plan, the Retirement Savings Plan, etc. (the Plans):

Except as may be otherwise required by a collective bargaining agreement or applicable law, all claims and appeals procedures provided for in the Plans must be exhausted before any legal action is brought. A claimant seeking judicial review of an adverse benefit determination under the Plans, whether in whole or in part, must file any suit or legal action (including, without limitation, a civil action under Section 502(a) of ERISA) within 12 months (the “Limitations Period”) following the date the final adverse benefit determination is issued.

Notwithstanding the foregoing, any claimant that fails to engage in or exhaust the claims and review procedures must file any suit or legal action within the Limitations Period following the date of the alleged facts or conduct giving rise to the claim (including, without limitation, the date the claimant alleges he or she became entitled to one or more Plan benefits requested in the suit or legal action). Nothing in these Plans should be construed to relieve a claimant of the obligation to exhaust all claims and review procedures under a Plan before filing suit in state or federal court. A claimant who fails to file such suit or legal action within the Limitations Period will lose any rights to bring any such suit or legal action thereafter.

Rebranding of SimplyWell® to Virgin Pulse
Effective January 1, 2020, SimplyWell is officially rebranding under the new company name, Virgin Pulse. The contact information remains the same: www.myhealth.dupont.com or 1-888-848-3723.

As part of the rebranding effort, there will be some additional systems changes required. Starting January 2, 2020, you will need to:

  • Re-register when you visit www.myhealth.dupont.com for the first time, and
  • If you’re currently using the SimplyWell mobile app, you will need to download and begin using the Virgin Pulse mobile app. Search for “Virgin Pulse” in the Apple® App Store or Google Play.

What’s Changing for Employees in Puerto Rico

Medical

New! Enhanced Hearing Coverage
Starting in 2020, the DuPont Medical Plan will include enhanced coverage for hearing aids: Up to $3,000 every 36 months.

Hearing aid coverage is subject to the deductible, copays (if applicable), and coinsurance.

Dental

Employee Premiums
We’re introducing employee premiums for the Standard Dental Option starting in 2020. There will be no change to the High Option premiums.

You can find your 2020 monthly premiums for both the Standard and High Options in the 2020 Enrollment Guide and on DuPont Connection.

Higher Annual Benefit Maximum for the Standard Dental Option
Starting in 2020, the annual benefit maximum for the Standard Dental Option will increase to $1,250 per person.

New Frequency Limit for Dental Prosthetics
As a result of advances in the durability of dental prosthetics, starting in 2020, coverage for dental prosthetics will change from every five years to every seven years under both the Standard and High Options.

Life Insurance

Elimination of Non-Contributory and Contributory Life Insurance
The historic Non-Contributory and Contributory Group Life Insurance Plans (NCGLI/CGLI Plans, also known as Option Z Plans), will be eliminated as of December 31, 2020, and employees will begin to participate in the Employee Life Insurance Plan.

If you’re currently enrolled in the NCGLI and CGLI Plan (if applicable), you may:

  • Continue your coverage through December 31, 2020. No action on your part is required to continue your coverage in 2020. Your coverage will automatically end as of December 31, 2020, and you will participate in the Employee Life Insurance Plan (basic, and supplemental if you have CGLI coverage) beginning January 1, 2021. Evidence of Insurability (EOI), which is proof of good health, won’t be required unless you elect supplemental life insurance coverage above your CGLI coverage amount.
  • Switch your coverage before December 31, 2020. You may switch your NCGLI/CGLI coverage to the Employee Life Insurance Plan coverage during Annual Enrollment by calling DuPont Connection (you cannot discontinue your coverage through the DuPont Connection Please note that once you switch your NCGLI/CGLI coverage, you may not rescind this action.
    • Once you are participating in the Employee Life Insurance Plan, you can opt to purchase supplemental life insurance coverage. If you elect supplemental life insurance coverage above your current CGLI coverage amount, you’ll be asked to provide EOI when you enroll.

For more information, please call DuPont Connection at 1-833-253-7719.

New Beneficiary Designation May Be Required
If you made an absolute assignment of your life insurance benefits under E. I. du Pont de Nemours and Company (now known as Corteva Agriscience™) – that is, if you transferred ownership of your life insurance to someone else (which was only permitted prior to January 1, 2014), that assignment is invalid with the Company as of June 1, 2019. Contact DuPont Connection at 1-833-253-7719 to make a new beneficiary designation.

All other named beneficiary designations carried over to the new plan on June 1, 2019 can be viewed or updated on DuPont Connection anytime throughout the year.

Other Programs and Plan Changes

Bi-Weekly and Weekly Payroll Calendar and Payroll Deductions
Due to a calendar anomaly, there will be an extra bi-weekly and weekly pay period in 2020. Therefore, all 2020 deductions for employees with bi-weekly and weekly pay schedules will be taken over 27 and 53 pay periods, respectively.

New! Milk Stork
DuPont employees now have access to Milk Stork—a new benefit that provides a breast milk delivery service for nursing mothers who travel.

Milk Stork offers DuPont employees in Puerto Rico two ways to keep things going while a nursing mom is away from home:

  • Pump and Tote provides equipment so that mothers can pump from wherever they are and then carry their refrigerated breast milk home with them.
  • International Pump and Check—available for international travel only— provides everything needed for mothers who prefer to have refrigerated breast milk shipped home overnight when they’re traveling.

Both options make it easy and convenient for mothers and babies to maintain their schedules—even during travel.

If you are traveling for business, use your corporate credit card when signing up for Milk Stork and then submit an expense report using the code “Breast Milk Service.” The service is also available for personal travel, but a personal credit card must be used.

To use Milk Stork, visit www.milkstork.com/DuPont and use your company email address to get started.

New! 30-Day Deadline for Enrolling in Health and Welfare Benefits When First Eligible or Following a Qualifying Life Event (QLE)
Effective immediately, you have 30 days (not 31 days) to enroll in DuPont health and welfare benefits, as follows:

  • When you’re first eligible for benefits: If you enroll within 30 days of your benefit eligibility date, the effective date for your medical, dental, and vision coverage is your benefit eligibility date. See DuPont Connection for other effective dates of coverage.
  • If you’re adding one or more new dependents following a QLE and the QLE is reported to DuPont Connection within 30 days:
    • If you’re adding a new dependent through birth, adoption, or placement for adoption, coverage is retroactive to the date of birth, adoption, or placement for adoption.
    • If you’re adding a new dependent for other reasons, coverage is effective when the QLE is reported to DuPont Connection.

Please note: If you report your QLE after 30 days, but within 90 days of the QLE by calling DuPont Connection, your medical, dental, and vision (if applicable) will be effective on the date of your call. Changes to life insurance, accidental death insurance, and flexible spending accounts will be effective on the first of the month following the date of your call (unless evidence of insurability is required). However, in no event may an election change be made later than 90 days following the QLE.

Time Limit on Legal Actions
Effective January 1, 2020, the following process and time limit apply to all claims and appeals under certain DuPont employee benefit plans, for example, the Consolidated Health and Welfare Plan, the Retirement Savings Plan, etc. (the Plans):

Except as may be otherwise required by a collective bargaining agreement or applicable law, all claims and appeals procedures provided for in the Plans must be exhausted before any legal action is brought. A claimant seeking judicial review of an adverse benefit determination under the Plans, whether in whole or in part, must file any suit or legal action (including, without limitation, a civil action under Section 502(a) of ERISA) within 12 months (the “Limitations Period”) following the date the final adverse benefit determination is issued.

Notwithstanding the foregoing, any claimant that fails to engage in or exhaust the claims and review procedures must file any suit or legal action within the Limitations Period following the date of the alleged facts or conduct giving rise to the claim (including, without limitation, the date the claimant alleges he or she became entitled to one or more Plan benefits requested in the suit or legal action). Nothing in these Plans should be construed to relieve a claimant of the obligation to exhaust all claims and review procedures under a Plan before filing suit in state or federal court. A claimant who fails to file such suit or legal action within the Limitations Period will lose any rights to bring any such suit or legal action thereafter.

Rebranding of SimplyWell® to Virgin Pulse
Effective January 1, 2020, SimplyWell is officially rebranding under the new company name, Virgin Pulse. The contact information remains the same: www.myhealth.dupont.com or 1-888-848-3723.

As part of the rebranding effort, there will be some additional systems changes required. Starting January 2, 2020, you will need to:

  • Re-register when you visit www.myhealth.dupont.com for the first time, and
  • If you’re currently using the SimplyWell mobile app, you will need to download and begin using the Virgin Pulse mobile app. Search for “Virgin Pulse” in the Apple® App Store or Google Play.

Savings and Investment Plan (SIP)

Default Beneficiary Designations May Apply Starting in 2020
If you participated in the legacy Puerto Rico Savings and Investment Plan now sponsored by Corteva (“Legacy Plan”) and made a designation on the Merrill Benefits OnLine (BOL) website under that plan, your beneficiary designation was transferred to the new DuPont Puerto Rico SIP on June 1, 2019.

If you did not make a designation on BOL under the Legacy Plan and have not made a designation since June 1, 2019, then Merrill has no beneficiary information on file for you. Beginning in January 2020, if you do not have a beneficiary designation for your SIP account on file with Merrill, the plan defaults will apply. This means that if you’re married, your spouse is automatically your beneficiary. To name someone else, you must complete a separate form (available for downloading on BOL) and have your spouse’s consent notarized. Then mail the notarized form back to Merrill. If you are not married and do not name a beneficiary, your estate would be your beneficiary.

In the next few weeks, SIP participants who don’t have a beneficiary designation on file at Merrill will be notified and receive additional instructions on how to provide their designations.

Are Your Beneficiary Designations Up to Date for Your SIP Account?
It’s important to periodically review your designations so that your wishes are reflected in the event of your death. Merrill keeps your designations on BOL and, if you haven’t done so already, please take a few minutes to visit the website and enter your information or check to make sure it’s up to date.

Login to www.benefits.ml.com, then click on DuPont SIP > Current Elections, and select Beneficiary Designations/Updates from the menu.

What Changing for Expatriates on International Assignment

Medical and Dental

Employee Premiums
Employee costs for coverage under the Aetna International Health Care Plan will increase for 2020. A portion of the cost increase is related to the Company’s decision to introduce employee cost sharing for dental coverage (which is included in your Aetna International coverage).

Flexible Spending Accounts (FSAs)

New! Annual FSA Elections Required
If you want to participate in an FSA during 2020, you must actively enroll in the account(s) and elect your contribution amount(s) during Annual Enrollment. You must make new contribution elections every year; FSA elections will no longer roll forward into the next year unless you make an active election.

If you don’t take action, your FSA contribution amount(s) will be set to $0 for the following year.

New! The Traditional Healthcare FSA
Starting in 2020, a Traditional Healthcare FSA will replace the current Limited Purpose Healthcare FSA. You’ll have the option to enroll in a Traditional Healthcare FSA if you enroll in the Aetna International Health Care Plan or opt out of medical coverage.

A Traditional Healthcare FSA is very similar to a Limited Purpose Healthcare FSA. With both FSAs:

  • You may set aside before-tax dollars from each paycheck to pay for eligible out-of-pocket health care expenses during the year.
  • You will forfeit any unused money left in your account at year-end (“use it or lose it”).

There are also significant differences between a Traditional Healthcare FSA and a Limited Purpose Healthcare FSA, which include:

  • You may use a Traditional Healthcare FSA to pay for any eligible medical, prescription drug, dental, and/or vision expenses during the year.
  • You may use a Limited Purpose Healthcare FSA to pay for eligible dental and/or vision expenses only. You may not use a Limited Purpose Healthcare FSA to pay for medical or prescription drug expenses.

Please note: If you decide to participate in a Traditional Healthcare FSA and are repatriated to the U.S., the Internal Revenue Service (IRS) prohibits your participation in a Health Savings Account (HSA) during the year of your return, as follows:

  • If you return to work in the U.S. following your international assignment, you cannot make or receive HSA contributions during the year of your return if you have participated in a Traditional Healthcare FSA anytime during that year.
  • This applies even if you enroll in the Core or Premium Saver medical option. (Both of these U.S. medical plan options are high deductible health plans that include an HSA for eligible employees.)

Higher IRS Limit for Healthcare FSAs
You may contribute up to $2,700 in a Traditional Healthcare FSA in 2020.

The annual contribution limit for the Dependent Care FSA isn’t changing and remains at $5,000.

Life Insurance

Elimination of Non-Contributory and Contributory Life Insurance
The historic Non-Contributory and Contributory Group Life Insurance Plans (NCGLI/CGLI Plans, also known as Option Z Plans), will be eliminated as of December 31, 2020, and employees will begin to participate in the Employee Life Insurance Plan.

If you’re currently enrolled in the NCGLI and CGLI Plan (if applicable), you may:

  • Continue your coverage through December 31, 2020. No action on your part is required to continue your coverage in 2020. Your coverage will automatically end as of December 31, 2020, and you will participate in the Employee Life Insurance Plan (basic, and supplemental if you have CGLI coverage) beginning January 1, 2021. Evidence of Insurability (EOI), which is proof of good health, won’t be required unless you elect supplemental life insurance coverage above your CGLI coverage amount.
  • Switch your coverage before December 31, 2020. You may switch your NCGLI/CGLI coverage to the Employee Life Insurance Plan coverage during Annual Enrollment by calling DuPont Connection (you cannot discontinue your coverage through the DuPont Connection website). Please note that once you switch your NCGLI/CGLI coverage, you may not rescind this action.
    • Once you are participating in the Employee Life Insurance Plan, you can opt to purchase supplemental life insurance coverage. If you elect supplemental life insurance coverage above your current CGLI coverage amount, you’ll be asked to provide EOI when you enroll.

For more information, please call DuPont Connection at 1-833-253-7719.

New Beneficiary Designation May Be Required
If you made an absolute assignment of your life insurance benefits under E. I. du Pont de Nemours and Company (now known as Corteva Agriscience™) – that is, if you transferred ownership of your life insurance to someone else (which was only permitted prior to January 1, 2014), that assignment is invalid with the Company as of June 1, 2019. Contact DuPont Connection at 1-833-253-7719 to make a new beneficiary designation.

All other named beneficiary designations carried over to the new plan on June 1, 2019 can be viewed or updated on DuPont Connection anytime throughout the year.

Vacation and Paid Time Off

New! Vacation Buying Program
In response to employee feedback, we’re introducing a new Vacation Buying Program, effective January 1, 2020. All U.S. employees and expatriates on international assignment are eligible, regardless of their years of service. Please note that this new program differs from the Vacation Buying Program that was offered previously. Employees in Puerto Rico are not eligible for the Vacation Buying Program.

Here’s an overview of the new program:

  • Annual Enrollment will be your annual opportunity to buy additional vacation time for the following year. You’ll pay for any extra vacation time with before-tax dollars taken from your paycheck each pay period. If you wish to buy extra vacation time, you must elect to do so each year; your election won’t carry forward. Your election will remain in effect for the entire plan year; you cannot change your election during the plan year (except for the “cash out” provision described below).
  • You may buy up to an additional 40 hours of vacation time each year. However, if your average scheduled work week is less than 40 hours, you can only buy up to the number of hours you work in an average week.
  • Pay and average scheduled hours as of October 1 will be used when purchasing vacation and when using purchased vacation during the following calendar year. Pay is:
    • Defined as your annual salary as of October 1, plus shift differential and scheduled overtime paid in the prior twelve-months period; and
    • Calculated on October 1 each year and does not change throughout the following calendar year.
  • The rate applied when purchasing vacation, using purchased vacation, and/or cashing out purchased vacation is called the Price per Hour. Your Price per Hour is calculated as follows:
    • Pay / (average scheduled weekly hours x 52) = Price per Hour
    • Your Price per Hour times the number of hours you want to purchase will be the Annual Cost of your purchased vacation. The Annual Cost will be deducted evenly among your pay periods in the following year.
  • You must request a cash out of any unused purchased vacation time through eTime on or before November 15th each year. If you miss this deadline, you can call HR Direct to request a cash out, but this request must be made no later than November 30.
  • For employees in states other than California, Colorado, Montana, and Nebraska, all unused purchased vacation hours as of December 31 will be forfeited.
  • For employees in California, Colorado, Montana, and Nebraska (non-forfeiture states), the deadline to enter planned vacation hours into eTime is December 20, 2020. Due to state regulations, employees in these states will automatically have their unused purchased vacation paid out in the last pay of the year.

Note: Purchased Vacation is used last. You must use all types of vacation (for example, current annual vacation, banked vacation, Additional Paid Time Off etc.) before using purchased vacation.

New! Additional Paid Time Off Carryover
Starting in 2019, you can carry forward up to 40 hours of unused Additional Paid Time Off (APTO) from the current year into the following year. Any hours over 40 will be forfeited.

As a reminder, APTO has no cash value and is not paid at termination of employment.

Retirement Savings Plan (RSP)

New! Accelerated Timing for Deposit of the 3% Retirement Savings Contribution
DuPont contributes 3% of your eligible compensation to the RSP whether you contribute or not. Currently, this 3% contribution—called the Retirement Savings Contribution (RSC)—is made on a monthly basis and is deposited in your RSP account a few days after the end of the month it is earned.

Effective January 1, 2020, the 3% RSC will be contributed to your account on a per pay period basis — just like and at the same time your own contributions and the Company match are made. This means that the Company 3% RSC will be deposited into your account sooner!

Default Beneficiary Designations May Apply Starting in 2020
If you participated in the legacy Retirement Savings Plan now sponsored by Corteva (“Legacy Plan”) and made a designation on the Merrill Benefits OnLine (BOL) website under that plan, your beneficiary designation was transferred to the new DuPont RSP on June 1, 2019.

If you did not make a designation on BOL under the Legacy Plan and have not made a designation since June 1, 2019, then Merrill has no beneficiary information on file for you. Beginning in January 2020, if you do not have a beneficiary designation for your RSP account on file with Merrill, the plan defaults will apply. This means that if you’re married, your spouse is automatically your beneficiary. To name someone else, you must complete a separate form (available for downloading on BOL) and have your spouse’s consent notarized. Then mail the notarized form back to Merrill. If you are not married and do not name a beneficiary, your estate would be your beneficiary.

In the next few weeks, RSP participants who don’t have a beneficiary designation on file at Merrill will be notified and receive additional instructions on how to provide their designations.

Are Your Beneficiary Designations Up to Date for Your RSP Account?
It’s important to periodically review your designations so that your wishes are reflected in the event of your death. Merrill keeps your designations on BOL and, if you haven’t done so already, please take a few minutes to visit the website and enter your information or check to make sure it’s up to date.

Login to www.benefits.ml.com, then click on DuPont RSP > Current Elections, and select Beneficiary Designations/Updates from the menu.

Other Programs and Plan Changes

Bi-Weekly and Weekly Payroll Calendar and Payroll Deductions
Due to a calendar anomaly, there will be an extra bi-weekly and weekly pay period in 2020. Therefore, all 2020 deductions for employees with bi-weekly and weekly pay schedules will be taken over 27 and 53 pay periods, respectively.

New! 30-Day Health and Welfare Benefits Enrollment Deadline When First Eligible or Following a Qualifying Life Event (QLE)
Effective immediately, you have 30 days (not 31 days) to enroll in DuPont health and welfare benefits, as follows:

  • When you’re first eligible for benefits: If you enroll within 30 days of your benefit eligibility date, the effective date for your medical, dental, and vision coverage is your benefit eligibility date. See DuPont Connection for other effective dates of coverage.
  • If you’re adding one or more new dependents following a QLE and the QLE is reported to DuPont Connection within 30 days:
    • If you’re adding a new dependent through birth, adoption, or placement for adoption, coverage is retroactive to the date of birth, adoption, or placement for adoption.
    • If you’re adding a new dependent for other reasons, coverage is effective when the QLE is reported to DuPont Connection.

Please note: If you report your QLE after 30 days, but within 90 days of the QLE by calling DuPont Connection, your medical, dental, and vision (if applicable) will be effective on the date of your call. Changes to life insurance, accidental death insurance, and flexible spending accounts will be effective on the first of the month following the date of your call (unless evidence of insurability is required). However, in no event may an election change be made later than 90 days following the QLE.

Time Limit on Legal Actions
Effective January 1, 2020, the following process and time limit apply to all claims and appeals under certain DuPont employee benefit plans, for example, the Consolidated Health and Welfare Plan, the Retirement Savings Plan, etc. (the Plans):

Except as may be otherwise required by a collective bargaining agreement or applicable law, all claims and appeals procedures provided for in the Plans must be exhausted before any legal action is brought. A claimant seeking judicial review of an adverse benefit determination under the Plans, whether in whole or in part, must file any suit or legal action (including, without limitation, a civil action under Section 502(a) of ERISA) within 12 months (the “Limitations Period”) following the date the final adverse benefit determination is issued.

Notwithstanding the foregoing, any claimant that fails to engage in or exhaust the claims and review procedures must file any suit or legal action within the Limitations Period following the date of the alleged facts or conduct giving rise to the claim (including, without limitation, the date the claimant alleges he or she became entitled to one or more Plan benefits requested in the suit or legal action). Nothing in these Plans should be construed to relieve a claimant of the obligation to exhaust all claims and review procedures under a Plan before filing suit in state or federal court. A claimant who fails to file such suit or legal action within the Limitations Period will lose any rights to bring any such suit or legal action thereafter.

Rebranding of SimplyWell® to Virgin Pulse
Effective January 1, 2020, SimplyWell is officially rebranding under the new company name, Virgin Pulse. The contact information remains the same: www.myhealth.dupont.com or 1-888-848-3723.

As part of the rebranding effort, there will be some additional systems changes required. Starting January 2, 2020, you will need to:

  • Re-register when you visit www.myhealth.dupont.com for the first time, and
  • If you’re currently using the SimplyWell mobile app, you will need to download and begin using the Virgin Pulse mobile app. Search for “Virgin Pulse” in the Apple® App Store or Google Play.

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