Participating Employers

Employer firms with at least two employees, and that meet the underwriting guidelines of Security Life Insurance Company of America (the Company), qualify to apply for coverage. The Company has the right to decline the application of any firm.

The plans offered in this brochure may also be written as voluntary plans. However, no takeover applies to voluntary plans.

Employee Eligibility

Unless specifically excluded by the employer, any employee of a participating employer actively working full-time (30 hours or more per week) will become eligible for insurance under the policy. The employee effective date will commence on the first billing date following the probationary period after the date of full-time employment, or the date the application form was completed provided premium has been paid on behalf of the employee by the employer.

Dependant Eligibility

Eligible employees may enroll eligible dependents on the date the employee becomes eligible for insurance under the policy, or on the first date he/she acquires the dependant. A dependant is, (1) a spouse who is not legally separated from the employee; (2) unmarried children (natural children, legally adopted children, children or child placed for adoption, stepchildren, foster children and legally appointed minor wards who rely on the employee for at least half their support and maintenance and who are less than 19 years of age, or unmarried children under the age of 23 attending an accredited university or college on a full time basis).

Participation Requirements

Rate Guarantee

Rates are guaranteed for the first 12 months following the Employer's Original Effective Date with the plan.

Ineligible Employers

Bars, dance halls, taverns, transient crop pickers and farm laborers, businesses for explosives and heavy acid manufacturing/handling, race track and horse handlers, poolrooms, and gaming establishments.

Industry Loads

A 20% load will be added to schools, educational facilities, municipalities and State/Federal government agencies.

Deductible/waiting Period Credits

For insured individuals who were covered under the employer's prior dental plan, without any lapse in coverage, and meet the takeover requirements:

• Credit will be given from the prior dental plan for whole or partial satisfaction of the applicable dental deductible amount under this plan.
• Credit will be given from the prior dental plan for whole or partial satisfaction of the 12 month waiting period applicable for Type III Major Services.
• The calendar year maximum under this plan will be reduced by the amount of benefits the insured person received under the prior dental plan during the same benefit period.
• Type III and Type IV benefits are subject to a 12 month waiting period unless a qualified Employer group of 5 or more is directly transferring from another dental plan; the waiting period will be waived to the extent each employee was covered under the prior plan.

Takeover Requirements

• The Employer Group must have had prior group dental coverage for the past 18 months without a lapse in coverage. The Employer must have at least 5 employees enrolling in the DentAssure plan on the effective date of the plan.
• Take over does not apply to groups of 2 to 4 lives, or to any Voluntary Groups regardless of size.

New Enrollees

Eligibility for coverage begins on the first day of the month following a new employee's completion of the probationary period established by the employer.

Continuation of coverage

If an employer is subject to the provisions of the Age Discrimination in Employment Act (ADEA) and the Consolidated Omnibus Budge Reconciliation Act of 1985 (COBRA) or other applicable state law, coverage may be continued upon receipt of proper documentation. (See Contract for specific details.)

Renewal and Termination

This dental policy is continued on an annual only basis. The Company may terminate the policy at the end of the initial term, or any subsequent term, by giving written of at least 31 days to the policy holder. The policy can also be terminated for failure by the employer to pay premium, or to meet the minimum participation requirements of the policy. (See contract for specific details.)