Employee Benefits

As an integral component of our success, Dow Aero, (“Company”) is committed to all its employees’ health and wellness. As such, the Company’s Human Resources (“HR”) department has taken great care in assembling a comprehensive list of benefits for employees and their eligible family members. This page shall provide you with benefit overviews and resources for the 2025 plan year

Plans

Retirement 401(k)

With exception to Health Savings Account (HSA), all plans are independent of one another and can be elected or declined separately unless stated otherwise.

Select here for a list of benefit details and plan modifications for 2025

Services

Eligibility Requirements

Employees are eligible for group health benefits and the Company’s 401(k) plan when maintaining Full-Time employment status, which requires regularly working thirty (30) hours or more per week.

Select here for details on employment classifications and statuses >

Employees may also enroll eligible family members in specific plans for which they elect for themselves. Eligible family members include:

• Your legal spouse (including domestic partnership where permitted).

  • Eligible domestic partnership arrangements may require a completed affidavit or supporting documentation; may be requested from the Company’s Human Resources (“HR”) department.

• Your children, including:

  • Natural-born children, stepchildren, adopted children, children of domestic partners, and children for whom you have legal custody up to age 26, whether married or unmarried.

Any dependent who is incapable of self-support due to a disability diagnosed before age twenty-six (26) may be eligible for specific Company plans, regardless of age. The disabled individual may be subjected to medical review and approval from the group health benefits provider to be considered eligible. For more information, please contact the Company’s HR department.

Standard Enrollment Deadlines

Group Health Benefits, Health Spending Account, and Flexible Spending Accounts

• The 2025 annual open enrollment period will be Wednesday, December 11, 2024 to Wednesday, December 18, 2024.

  • Annual open enrollment ends at 5:00 pm Central United States Time on the last day of the period.

• In 2025, the new hire enrollment period begins thirty (30) days after Hire Date.

  • The new hire enrollment period is seven (7) calendar days upon obtaining eligibility and ends at 11:59 pm (23:59) Central United States Time on the last day of the period.

• There are no exceptions to these deadlines. If you fail to enroll within the periods stated above, you will not have any benefit coverage until either:

  • The next annual open enrollment period; or

  • The occurrence of a qualifying event.

401(k) Plan

• Eligible employees shall automatically enroll in the 401(k) plan upon completing:

  • Six (6) months of qualified service with the Company after Hire Date.

    • Employees that choose to not participate in the 401(k) plan are able to change their contribution rates to 0% before any automatic withdrawals take. This will effectively remove them from the plan.

How to Enroll

• When eligible for group health plans, along with a Health Savings Account (HSA) or Flexible Spending Account (FSA), you may:

  • Login to your Maxwell Health Account to review and select your desired benefits.

  • If new user, select the link within the welcome email you receive when eligible.

    • Select here for assistance on getting started with Maxwell Health >

  • If existing user, bookmark the following web address for logging in: member.maxwellhealth.com/login

    • A mobile app is also available to compare and shop benefits on your iOS or Android device.

• When eligible for the 401(k) plan, you may:

  • Create and login to your Capital Group/American Funds to manage retirement and other financial services.

  • If existing user, bookmark the following web address for logging in: Capital Group/American Funds

    • A mobile app is also available to manage retirement and other financial services on your iOS or Android device.

When Benefits Become Effective

Group Health Benefits, Health Savings Account, and Flexible Spending Accounts

• For an annual open enrollment period, any elected group health benefits coverages are effective January 1.

• For a new hire enrollment period, any selected group health benefits coverages are effective the first day of the month following enrollment.

Deductions for elected coverage(s) will start on the payroll date for the cycle in which the election becomes effective.

401(k) Plan

• Any enrollment into the 401(k) plan is effective immediately.

Deductions for 401(k) plan deferrals will start on the payroll date for the cycle in which the enrollment or change becomes effective.

Payroll Deductions

Premium costs paid by employees are subtracted from their payroll, which currently occurs on an every other week basis.

Select here for the Company’s payroll calendar

Any premium costs paid by employees may qualify as a pretax deduction per the Company’s current Section 125 Cafeteria Plan and appropriate Internal Revenue Service (IRS) requirements. These deductions are calculated for eligible plans throughout the plan year and recorded within an employee’s annual Internal Revenue Service (IRS) Form W2. Not only does this make tax filings a bit easier, but it can also reduce taxes-owed, helping to lower additional payment costs or boost refund amounts.

Coverage Changes and Deadlines

Due to Internal Revenue Service (IRS) regulations, employees cannot change benefit elections until the next annual open enrollment period unless a qualifying event occurs. Qualifying events include:

• Marriage or divorce;

• Birth or adoption of a dependent child;

• Loss of eligibility for a dependent child;

  • i.e., a child becomes twenty-six (26) years old.

• Death of employee, spouse, or dependent;

• Loss of other coverage;

  • i.e., through a spouse’s employer plan.

• Return from a Non-FMLA Leave of Absence time off event; and

• Change in employment status for an employee that affects eligibility.

To change your benefit elections, you must contact the Company’s Human Resources (“HR”) department within thirty (30) days of the qualifying event. Be prepared to provide supporting documentation of the event, such as a marriage license, hospital birth records, or a divorce decree. If changes are not received on time, you must wait until the next annual open enrollment period or qualifying event to make adjustments to your elections. 

Any change made throughout the plan year shall have an effective date on the first day of the month following your submitted enrollment changes. Employees can be responsible for any additional out-of-pocket premium costs incurred due to a modification to their coverage(s).

Termination of Coverage

Upon the occurrence of a termination event, any enrolled coverages elected by the employee will either end immediately or on the last day of the month (see elected benefit overviews for specific information). Termination events include:

• Voluntary or involuntary termination of employment from the Company;

• Change in employment status that affects eligibility;

  • e.g., reduction of work hours.

• Loss of eligibility for a dependent child;

  • i.e., a child becomes twenty-six (26) years old.

• Commencement of Non-FMLA Leave of Absence time off event;

• Non-payment of premiums; or

• Employee’s Death.

Here to Help

Primary Contacts

Provider Contacts

Technical Support Contact

Benefit Administration System | Maxwell Health
1.866.629.7445 | Customer Service
support@maxwellhealth.com | Email
help.maxwellhealth.com | Web