Your Group Insurance Leads The Field!
(Continued from Page One)
average allowance for hospital extras
!? the other companies is $150-$180.
he Fieldcrest plan pays $150 plus 75
Percent of the balance up to $1,000. Al-
,hough our plan is not caUed a ma-
^or medical plan, you can see that it
just about the same!
The Fieldcrest schedule of surgical
enefits pays a maximum of $300, plus
separatg anesthesia benefit. The
Prgical maximum for the other com-
Phnies averaged $200-$250, with the
jhesthesia benefit included in the al-
owances for surgery or hospital extras.
, tn addition to the hospital-surgical
ouefits, the Fieldcrest plan pays $4 a
3y up to 70 days for doctors’ visits
oth ^ the hospital. Only a few of the
^ her companies surveyed had this
jj^hefit, and generally, those with the
Q^hefit either paid a lesser daily rate
Paid it for fewer days, in some in-
hPces as few as 31 days.
•llJRx BUT NOT HOSPITALIZED
One of the most attractive and most
features of the Fieldcrest insur-
j, h® plan is the Supplemental Accident
oj^'^hion. None of the plans of the
lib surveyed contained as
, eral a coverage providing additional
g hefits for accidental injury to the
Ployee or his dependents.
jof the other plans provide acci-
g^ht benefits in the emergency room
^ hospital as an outpatient. They
htain the restriction that treatment
^ hst be rendered within 24 or 48 hours'
the accident.
gj^^sldcrest’s $300 Supplemental Ac
cent coverage provides benefits for
^ y accident if the treatment is ren-
®hed within 90 days of the accident.
The Fieldcrest plan pays the benefit
if treatment is rendered in the doc
tor’s office and covers any charges in
connection with the accident, even in
cluding the cost of prescription drugs,
bandages, braces, etc.
■When an accident results in hospital
confinement, the Supplemental Acci
dent benefit becomes an extra cover
age and the additional $300 is allowed
toward charges not covered by the basic
Hospital-Surgical-Medical plan.
FULL BENEFITS PAID
Unlike most plans of hospital-surgi
cal insurance, the -entire benefits under
the Fieldcrest plan are paid regardless
of whether the employee or dependent
is due benefits from other insurance.
This means that a Fieldcrest em
ployee not only receives 100 percent
of his benefits, in addition to any other
payments, but also he is spared the
frequent long delays in settling claims
when more than one insurance com
pany is involved.
COVERAGE NOW!
Under Fieldcrest’s “immediate cover
age provision,” benefits become effec
tive immediately if the employee signs
the acceptance card at the time of his
employment. (The only exception is the
Accident and Health insurance which
requires that an employee work at
least 15 days before benefits are allow
ed under this particular coverage.)
However, every other textile insur
ance plan surveyed had at least a nine-
months waiting period before preg
nancy benefits are payable and some
companies, required at least a 10-months
waiting I; period before allowing preg
nancy benefits.
Thus, in contrast to many company
Alexander Named ‘Industrial Man Of Year’
'*• P. (Jake) Alexander, purchasing
at the North Carolina Finishing
®tnpany division, was recently elected
j^dustrial Man of the Year by the
“Wan Industrial Management Club in
Salisbury,
j -Active in many clubs and organiza-
,«ns in the community, Mr. Alexander
chairman of the Rowan County Board
'lie Welfare, a member of the
Publii
aiisbury City Board of Education and
^“airman of the education committee
the Chamber of Commerce.
is a member of the Board of Di-
?®®tors for the North Carolina Commit-
® on Social Concern, a former director
h h vice president of the Salisbury-
v,'*^an Community Service Council,
blic relations director-co-chairman of
Q, ® 1968 fund drive for United Negro
t>°hege fund and vice chairman of the
Carolina Association of Public
®tlare board members.
ALEXANDER
ONDAY, APRIL 14, 1969
insurance plans in which there are
waiting periods and various deducti
bles before benefits can begin, the
Fieldcrest plan pays across-the-board,
immediately, with no “fine print” pro
visions that might cause misunderstand
ing.
ALL ARRANGED TO SERVE YOU
AND YOUR FAMILY
This is true because the Fieldcrest
group insurance plan was developed
specifically for the company’s em
ployees and designed to fit their needs.
The benefits were arranged to “do
the most good for the most people”—
to give the greatest protection possible
for employees and their families.
The Group Plan is administered by
Fieldcrest’s qwn insurance specialists
and all claims paid from the General
Offices at Eden. There are two reasons
for this: (1) the self-administering
helps to keep the cost down, and (2)
it greatly facilitates the handling of
claims. A large percentage of the
claims are paid “on the spot,” the em
ployee receiving his insurance check
when he brings the claim form to the
Insurance Department. Claims from
outlying locations likewise are handled
quickly and efficiently by the Insur
ance DepaVtment at the General Of
fices.
RETIREES IMPORTANT, TOO
While the Hospital-Surgical-Medical
insurance plan meets the needs of ac
tive employees and their families, the
company’s retired employees are kept
in mind.
When an employee retires under the
pension plan, the employees is. given
$1,000 in free life insurance. (Again, the
only exception to this is at the North
Carolina Finishing Company division.)
Also, Fieldcrest developed a special
Medicare Supplement for retired em
ployees. This insurance pays, beyond
Medicare, a liberal 75 percent of hos
pital, surgical and medical charges up
to $1,000 per year or $2,000 per year,
depending on the plan selected by the
employee upon retirement. These bene
fits are payable for the period the re
tired employee or dependent is hos
pitalized. Most of the other textile
companies have a Medicare Supple
ment but it is more restrictive, paying
certain fixed amounts.
Whether you are an active employee
facing the financial problems of sick
ness and accidents or an older employee
living on reduced income, you are pro
tected by Fieldcrest’s Group Insurance
Plan.
We can all take pride in the fact
that our plan is regarded as being at
the very top in the textile industry.
It can .stand on its own in any “crowd”
as an up-to-date, sound, well-adminis
tered plan providing liberal benefits at
the lowest possible cost to employees.