Employee Benefits at OdysseyNH  Updated 9/23/2008

The following summary benefits are provided for full time employees of Odyssey House, Inc. Part-time employees are offered participation in the benefits marked with an asterisk (*) on a pro-rated basis. All benefits begin after a 90 day eligibility period once all required documentation have been received by Human Resources, per the OdysseyNH handbook.

Health Insurance* - Currently we offer health insurance through Anthem Blue Cross Blue Shield of New England, their HMO Blue Plan. This is an HMO and means employees are required to choose a Primary Care Physician within the network. The Plan includes prescription drug benefits and a fitness reimbursement plan. Full time employees are responsible for 11% of the premium based on level of participation after first year of coverage. The first year of coverage is 26% employee contribution.   OdysseyNH has set up a Health Reimbursement Account to assist employees with a portion of the $1000 deductible per person.  (see page two for costs)

Dental Plan* - We are self-insured for dental benefits with a plan administered by Anthem Dental. There is a $25 calendar year deductible. Once met, diagnostic and preventative is covered at 100%, basic procedures at 80%, and major procedures at 50% with an additional $50 deductible. This benefit is paid for by Odyssey House.

Retirement Savings Plan - We have a 403B Thrift Plan administered by Mutual of America. Staff are eligible to receive an employer contribution after 6 months. Odyssey House will make a minimum contribution on behalf of each eligible employee in an amount equal to 2% of their salary. If an employee decides to contribute to the plan, Odyssey House will match their contribution up to a 5% maximum of their salary. An employee may contribute up to the legal limits established by the IRS and is immediately 100% vested.

Life Insurance AD&D - Odyssey House provides a life insurance and accidental death and dismemberment policy to all full time employees, and to part time employees working more than 30 hours per week. The policy benefit is equal to one years’ salary or normal rate of pay. The plans are administered by USAble Life. This benefit is paid for by Odyssey House 100%.

Short Term Disability - We have a short-term disability policy to protect staff from injuries or illnesses that are not work related for employees who are scheduled to work a minimum of 30 hours per week. This coverage would provide an employee with 60% of their normal pay for a period of up to 13 weeks upon approval of qualified claims underwriting and after eligibility period is met. This plan is through Principle and is paid for by Odyssey House 100%.

Long Term Disability – Odyssey House provides a long-term disability policy to all full time employees, and to part time employees working more than 30 hours per week. This is used in the event of an injury or illness that exceeds the short-term coverage. This benefit is with USAble Life and is paid for by Odyssey House 100%.

Health Reimbursement Account– Set up by OdysseyNH to assist employees and their families who participate in our Anthem New England plan to pay for $750 of each $1000 deductible, after they have paid the first $250.

Flexible Spending Account - We offer two reimbursement accounts for employees to help manage both healthcare expenses and dependent care expenses that are not covered by insurance. The amount chosen by the employee is deducted (pre-tax) in equal installments each pay period until the end of the calendar year. The reimbursement process is quick and easy.

Employee Assistance Program - This benefit is for all Odyssey House employees and is paid for by Odyssey House.   This program offers services via an 800 number 24/7/365 which will connect them with an experiences counselor/referral agent for an employee and/or their family members to seek assistance to resolve personal difficulties deal with legal questions or financial difficulties that may be impacting their quality of life or job performance..

This document is meant as an overview only and does not preclude the plan documents in anyway. The plan documents are the sole authority in determining coverage.