HR - An Ocean of Resources Benefits Guide

Transcription

1 HR - An Ocean of Resources

2 At Seadrill, our goal is to remain competitive in our industry and job marketplace in terms of the benefits we offer our employees. We seek to provide a balanced program that gives the very best value for the dollars we spend, and we are proud that the benefits we offer enable us to attract and retain our highly skilled workforce. We also realize that our employee population is very diverse, and that each person has unique needs. For this reason, we provide a comprehensive benefit package so you can make the choices that are most appropriate for you and your family. Seadrill is committed to wellness because it is critical to maintaining a safe and healthy workforce. Moreover, wellness helps each of us live happier, more fulfilling lives. Our health and welfare benefits are designed with wellness in mind, and we provide a generous program of preventive care benefits to help you and your family maintain good health. To help you maintain your financial health, we offer a 401(k) retirement plan with a very generous company matching contribution. This plan allows you to accumulate money for retirement on a pretax basis. You may select from a variety of investment options to suit your particular needs. We also provide other benefits to help you maintain work/life balance. ELIGIBILITY & COVERAGE DETAILS You are eligible to participate in the benefit plans if you are an employee who is scheduled to work at least 30 hours per week. Your eligibility for most benefits begins on your first day of employment. If you are 18 years of age or older, you are eligible to participate in the 401(k) plan on your date of hire. Your eligible dependents have access to many of the benefits we offer. Eligible dependents include: Your legal spouse, For our medical and dental plans, your children up to age 26, regardless of student or marital status and For all other plans, any unmarried dependent children up to age 25 who live with you or depend on you for financial support. Cost of Coverage As part of our comprehensive benefits program, the company pays much of the cost of your benefits. Some benefits are provided as basic benefits at no cost to you, including medical, dental, and vision, while others are voluntary and are available for an additional cost. For your convenience, your costs are automatically deducted from your paycheck. The contributions you make to your flexible spending accounts are deducted before you pay Social Security, federal, state and local taxes, if applicable. These deductions are referred to as pretax deductions. These pretax deductions lower your taxable income and save you money! Other benefit deductions are taken on an after-tax basis. MEDICAL COVERAGE After having a baby, I know what they mean about a life changing event. There were a lot of new challenges, but as with any qualified status change, I made sure I contacted HR within 30 days of Junior s arrival so he s covered under my insurance and I don t have to wait until the next annual enrollment. At Seadrill, we are committed to providing you the resources you need to lead a healthy, happy life. Our medical plan includes valuable preventive care coverage in addition to coverage for the treatment of illness or injury. Preventive care allows your doctor to help you prevent disease, or to detect disease in its earliest stages when it is most treatable. Each time you or an enrolled dependent needs medical care, you decide whether to go to a preferred provider or go outside the network. By using the network, you will have fewer administrative requirements, will receive negotiated discounts on services, will be charged reduced fees, and the plan will reimburse a higher percentage of the costs. For more information on the medical plan, you may call CIGNA at or visit their website at DOUG 1

3 PLAN PROVISIONS In-Network Out-of-Network Calendar Year Deductible Individual Family Out-of-Pocket Maximum (excluding deductible) Individual Family $250 $500 $2,000 $4,000 $750 $1,500 $6,000 $12,000 Lifetime Maximum Benefit Unlimited Unlimited Office Visit 1 Primary Care Physician Specialist Preventive Care 1 Primary Care Physician Specialist Diagnostic X-Ray and Lab 1 Billed through Physician s Office Outside Lab or X-Ray MRI, CAT Scan, PET Scan, Nuclear Emergency Services Hospital Charges ER Physician, Lab Charges $15 copay $25 copay $15 copay $25 copay No additional charge 90% (deductible waived) 90% coinsurance $100 copay (waived if admitted) No additional charges $100 copay No additional charges Urgent Care 1 $50 copay $50 copay Durable Medical Equipment 1 90% coinsurance Therapy (physical, speech, occupational, chiropractic; benefit limited to 60 days per year combined) 1 Primary Care Physician Specialist Mental Health Care Inpatient Outpatient 1 Unless noted, all coinsurance is payable after deductible has been satisfied. $15 copay $25 copay 90% coinsurance after deductible $25 physician copay; 90% coinsurance after deductible for outpatient facility after deductible after deductible Seadrill HR - An Ocean of Resources 2

4 PRESCRIPTION DRUG COVERAGE The medical plan provides prescription drug benefits through both a retail network as well as a mail order pharmacy service. These benefits are administered by Caremark. PLAN PROVISIONS In-Network Copay/Supply 30 Day Supply (Most Retail Pharmacies) Generic $10 Preferred Brand $30 Non-Preferred Brand $45 90 Day Supply (CVS Pharmacy or Mail Order Pharmacy) Generic $20 Preferred Brand $60 Non-Preferred Brand $90 Out-of-Network Coinsurance/Supply 30% per prescription or refill The formulary is a list of drugs that are considered preferred by Caremark. This list includes a wide selection of drugs and is preferred because it offers you a choice while helping keep the cost of your prescription drug benefit affordable. For more information about the formulary, visit Beginning on January 1, 2012, if you obtain a brand name medication when a generic is available, you will pay the appropriate brand copayment plus the difference in cost between the brand and generic medication. Specialty medications must be obtained through the Caremark Specialty Pharmacy. You may fill a 90 day supply of maintenance medications (drugs you take on a regular, ongoing, basis) through Caremark s Mail Order pharmacy or at any local CVS retail pharmacy. If you have questions about our prescription drug benefits, please call Caremark at or visit their website at DOUG DENTAL COVERAGE The dental coverage is designed to encourage preventive dental care, providing benefits for services that are essential to good oral health. Along with routine preventive care, the plan provides for basic or restorative, and major services. Under the plan, you may visit any dentist you choose. However, benefits are paid based on pre-negotiated, discounted rates if you use a network provider. The plan pays benefits for preventive care, which includes oral exams, X-rays and cleanings. Space maintainers, fluoride treatments and sealants are covered as preventive care for children only. Basic and restorative services include fillings, simple extractions, general and local anesthesia, oral surgery, periodontics and endodontics. Crowns, dentures and bridgework are covered as major services. PLAN PROVISIONS Deductible In-Network Individual $50 Family $150 Coinsurance Preventive 100% (deductible waived) Basic/Restorative 1 80% Major 1 50% Orthodontia 1 (children under the age 19) 50% Calendar Year Maximum (per person) $2,000 Orthodontia Lifetime Maximum (per eligible child) $1,500 1 Unless noted, all coinsurance is payable after deductible has been satisfied. For more information on the dental plan, you may either call CIGNA at or visit their website at Remember that you can keep more of your money in your wallet by asking your doctor or pharmacist for generic drugs whenever possible. They re the same quality as the brand-named drugs but cost less. 3

5 VISION COVERAGE Vision benefits are provided through Superior Vision. Like the medical plan, there are both in-network and out-of-network providers. The more you utilize the innetwork providers, the more benefits you can receive. Prescription safety glasses for offshore employees: Seadrill will reimburse up to $150 for prescription safety glasses. To redeem this benefit, please complete an expense report and turn it in to your supervisor. Superior Vision has a nationwide network of refractive surgeons and leading LASIK networks who offer members a discount ranging from 5% to 50%. For more information on the vision plan, call Superior Vision at or visit their website at A member portal is available through their website to locate providers, view benefits coverage, download forms and order contact lenses. PLAN PROVISIONS Allowed Frequency 1 Exam copay of $10 applies. 2 Materials copay of $25 applies to lenses and frames only. 3 In addition to $25 contact lens fitting copay In-Network Out-of-Network Allowance Eye Exams 1 Once every 12 months Covered in full Up to $37 (optometrist) Up to $42 (opthalmologist) Lenses 2 Single Vision Covered in full Up to $32 Bifocal Covered in full Up to $46 Trifocal Once every 12 months Covered in full Up to $61 Progressive Covered in full Up to $61 Lenticular Covered in full Up to $84 Frames 2 Once every 24 months $125 allowance; 20% off remaining balance Contact Lenses 3 (in lieu of frames and lenses) Up to $68 Once every 12 months $150 allowance Elective: up to $100 Medically necessary: up to $210 Laser Eye Surgery N/A Discounts available N/A FLEXIBLE SPENDING ACCOUNTS Seadrill offers flexible spending accounts (FSAs) as a smart and convenient way to stretch your benefit dollars and receive real tax savings. Although FSAs require a little planning on your part, you should find that the financial rewards are well worth the effort. An FSA lets you pay for eligible health care and dependent care with contributions taken from your pay before taxes are withheld. Since these contributions are not subject to federal or state income tax or payroll taxes, you receive more value for the dollars you spend on eligible expenses for yourself and your family. Using tax-free dollars means that you spend less on things you want and need. Seadrill offers two separate FSAs: Health Care FSA The health care FSA is designed to help you pay for health care expenses for you or your dependents, up to $5,000, not fully covered by the medical, dental and vision plans. If you choose to participate, money will be deducted from your paycheck on a pretax basis. If your spouse participates in his/her own health care FSA, Seadrill HR - An Ocean of Resources 4

6 either through Seadrill or another employer, you cannot submit a claim for the same expense under both FSAs. Eligible expenses include: Deductibles, Hearing care and Copays, Other expenses defined as medically necessary. Coinsurance, Current health care rules don t allow reimbursement for over-the-counter drugs without a prescription. FSA Example No FSA With FSA Annual Earnings $40,000 $40,000 FSA Deferral $0 $2,000 Taxable Earnings $40,000 $38,000 Federal Income & Social Security Taxes $9,060 $8,607 Medical Expenses $2,000 $2,000 Remaining Income $28,940 $29,393 Savings $0 $453 This example above is intended to demonstrate a typical tax savings based on a 15% federal tax rate and a 7.65% Social Security tax rate. Actual savings will vary based on the employee s tax situation. As a participant in the health care FSA, you will receive a debit card which may be used when paying for eligible health care expenses. You should retain your receipts in the event you need to provide proof that only eligible expenses were paid for with the card. For more information, visit If you pay for eligible expenses directly and need to request a health care reimbursement, you may submit a claim (via fax for quickest reimbursement) by downloading a claim form from Dependent Care FSA Some Seadrill employees may require dependent care services for their children under the age of 13 or for a disabled dependent. Federal laws do not allow dependent care FSA contributions to be used to pay care expenses for dependents who are age 13 or above, unless the dependent is disabled. Seadrill offers a dependent care FSA, which allows you to set aside, on a pretax basis, up to $5,000 ($2,500 if married and filing separate returns) to pay expenses for eligible dependents. Eligible expenses include: Services inside or outside your home by anyone other than your spouse, your dependent, or one of your children under age 19; and Services in a day care center that complies with state and local regulations and provides care for more than six individuals who are not residents. If you pay for eligible expenses directly and need to request a Dependent Care reimbursement, you may submit a claim (via fax for quickest reimbursement) by downloading a claim form from Important Considerations Because of the preferred tax status that FSAs enjoy, the Internal Revenue Service (IRS) sets strict rules about how the accounts can be used and administered. Four important provisions are: You cannot share or transfer money between two accounts; The money you contribute can only be used to pay eligible expenses incurred during the same calendar year; If you do not use all the money, you forfeit any leftover funds; and You cannot stop or change your contribution amount during the year unless you have a qualifying family status change. You must incur eligible expenses by December 31 of each year or you forfeit the remaining balances in your FSAs. However, you have until March 31 of the following year to submit valid claims for reimbursement. Mobile applications for the iphone or android devices are available from Discovery Benefits, our FSA administrator, to check your balances, view claim details or contact customer service. For more information on the FSAs, you may call Discovery Benefits at or visit their website at If you want to participate in one or both of the FSAs, you have to enroll each year. Your current elections DO NOT roll over to next year. 5

7 LIFE INSURANCE AND AD&D Life insurance helps protect your family from a sudden loss of income in the event of your death. Because this protection is an important factor in your financial plan, the company provides you with basic term life insurance. Should you die, your life insurance is paid to your beneficiaries. If you want more financial security than the company provides, you have the opportunity to purchase voluntary life insurance for yourself, your spouse and your children at group rates. You must purchase voluntary life insurance for yourself in order to purchase it on your spouse and/or children. Accident insurance, also called accidental death and dismemberment insurance (AD&D), is similar to regular life insurance. If you die in an accident, the amount of your coverage is paid to your beneficiary. Accident insurance also pays a benefit if you are seriously injured in an accident. Part of your benefit may be paid to you if you lose a limb or the ability to see, hear or talk. The company covers you for basic AD&D insurance in an amount equal to your basic term life insurance. If you enroll in voluntary life insurance, you are automatically enrolled in voluntary AD&D as well. The chart below indicates the amounts of voluntary coverage you may purchase during your initial enrollment without being required to submit evidence of good health. PLAN PROVISIONS Amount Covered Maximum Coverage Evidence of Good Health Basic Life and AD&D Employee 2 x Base Annual Earnings Voluntary Life and AD&D Employee Spouse Children Increments of $10,000 $800,000 Lesser of $500,000 or 5 x Base Annual Earnings Not required 1 Over $150,000 Increments of $5,000 Lesser of $100,000 or 50% of employee coverage Over $50,000 Increments of $5,000 Lesser of $10,000 or 50% of employee coverage Not required Evidence of Good Health If you are completing a new-hire enrollment, you may elect up to $150,000 of voluntary employee life insurance without evidence of good health. If you are not a new employee and your voluntary life insurance election is more than $10,000 greater than your previous year s election, you will need to complete and submit evidence of good health. The additional coverage will not take effect until the insurance company approves the request. However, if your request is denied, you will not lose your current covered amount. You may annually elect an increase in coverage of up to $10,000 without providing evidence of good health, as long as you remain below the guaranteed issue amount. If not an even multiple of $1,000, benefit amounts are rounded up to the next multiple of $1,000. Basic benefits are reduced beginning at age 65 and voluntary benefits are reduced beginning at age 70. AD&D Benefits Percentage of Benefit Payable Accident Resulting in Loss of % Life Both Hands or Both Feet Entire Sight of Both Eyes One Hand and One Foot One Hand and Entire Sight of One Eye One Foot and Entire Sight of One Eye Speech and Hearing in Both Ears 50% Entire Sight of One Eye Speech or Hearing in Both Ears One Limb 25% Loss of Thumb and Index Finger of Same Hand For more information on the basic or voluntary life and AD&D insurance, contact Human Resources at or In the case of salary increases of 20% or more, evidence of good health is required. Seadrill HR - An Ocean of Resources 6

8 DISABILITY The company s commitment to you extends to times you cannot work because of injury or illness. To protect you and your family financially when illness or injury causes you to be absent from work, the company provides you with the following disability benefits: PLAN PROVISIONS Short-Term Disability (STD) Long-Term Disability (LTD) Elimination Period 7 calendar days 180 calendar days Benefit (After-tax) 60% of Basic Weekly Earnings 60% of Basic Monthly Earnings Maximum Benefit $1,700 per week $10,000 per month Duration of Benefits 25 weeks To normal retirement age 1 1 After age 60, benefit period is dependent on age at disability. Occupational injuries are not covered under the STD plan. You should contact Human Resources if you are injured on the job. Disability benefits may be offset by other income you receive, such as Social Security benefits or Workers Compensation payments. Seadrill increases your compensation to cover the income tax due on the premium so that, if you become disabled, you will receive the disability benefits free of income tax. STD and LTD coverage are company-paid benefits. However, you are given the choice of whether you would like the premium value included in your gross taxable income reported on your W-2. If you choose to include it, any future disability benefits you receive, if and when you become disabled, will be considered non-taxable income. If you do not elect this option, any disability benefits received will be subject to federal income taxes. Your election will remain in effect for all future calendar years unless you make a change during annual enrollment. For more information on the STD or LTD insurance, contact Human Resources at or EMPLOYEE ASSISTANCE PROGRAM Seadrill offers an employee assistance program (EAP) to provide professional counseling when you are dealing with an issue that is hard to handle on your own. These benefits are available to you and your family, even if you do not enroll for benefit coverage. You or a family member can receive assistance for: Family and parenting concerns Relationships Grief Depression or anxiety Drug or alcohol abuse Gambling and other addictions Resiliency Financial concerns Dealing with change Work-related issues The program provides assistance with work-related problems for employees and for managers, and allows you to get help before the problem starts to impact job performance. Counselors are available 24 hours a day, seven days a week, and the service is completely confidential. Counselors are skilled in organizational, group, family and individual issues, and are strongly committed to exceeding customer expectations. Our EAP offers several different models, all designed to focus on best serving your needs. Several factors position our program to provide outstanding services, including: You can directly contact a Masters- or Ph.D.-level EAP professional at any time of the day or night; The program s integration with utilization review program provides seamless access to a continuum of care; The program uses a state-of-the-art confidential management information system to provide accurate recordkeeping; You have access to a national network of over 15,000 mental health/substance abuse providers and an experienced staff of EAP professionals (CEAP, Ph.D., MSW and LPC); Our EAP has quality assurance systems in place to maintain a high level of service, care and customer satisfaction. To receive assistance, call You can receive up to five face-to-face visits per issue per year. 7

9 2012 ANNUAL COSTS PLAN Medical Dental Vision Seadrill Employee Seadrill Employee Seadrill Employee EE Only $5, $0.00 $ $0.00 $57.60 $0.00 EE + Spouse $11, $0.00 $ $0.00 $ $0.00 EE + Children $10, $0.00 $ $0.00 $ $0.00 EE + Family $15, $0.00 $1, $0.00 $ $0.00 Voluntary Life Rates - Rates Per $1,000 of Coverage Age Employee Spouse* Under 30 $0.106 $ $0.115 $ $0.142 $ $0.221 $ $0.371 $ $0.618 $ $0.972 $ $1.511 $ $2.712 $ $4.859 N/A $8.013 N/A 80 or older $ N/A * Rates for spouse coverage are based on employee s age. Child voluntary life rate is $0.189 per $1,000 of coverage. Employee voluntary AD&D rate is $0.102 per $1,000 of coverage. Spouse voluntary AD&D rate is $0.107 per $1,000 of coverage. Child voluntary AD&D rate is $0.032 per $1,000 of coverage. WELLNESS Wellness is more than just a word at Seadrill. It is an important part of our benefits program. As part of our program, we provide you with resources and tools to help you take the simple steps necessary to achieve long-term lifestyle changes to improve your health. Many of the programs are available to your covered dependents as well, so they can enjoy the benefits of wellness. Wellness not only helps you save money by reducing how much you spend on health care, but also helps you improve the quality of your life. As part of our wellness program, you have access to a wide array of preventive care services through our medical plan. For more information about the wellness resources that are available to you, visit and select Benefits, Other, Wellness. Seadrill HR - An Ocean of Resources 8

10 401(k) RETIREMENT SAVINGS PLAN All Seadrill employees who are paid on the U.S. payroll and who are at least 18 years of age are eligible to participate in the 401(k) Retirement Savings Plan. This plan allows you to set aside a portion of your pay to accumulate savings for retirement. You may select from a variety of investment options, and your account balance grows, taxdeferred, until you begin receiving benefits. Employee Contributions You may contribute up to 90% of your base pay and overtime on base pay on a pretax or after-tax (Roth) basis, up to the annual limits established by the IRS. (The 2012 IRS contribution limit is $17,000.) If you are age 50 or older, you may also make additional catch-up contributions. (The 2012 IRS catch-up contribution limit is $5,500.) Employer Matching Contributions Seadrill will make a dollar-for-dollar matching contribution of the first 8% you contribute to the plan. If you contribute 8% of your money, your investment in the plan is doubled! If you contribute less than 8% of your money, you are leaving money on the table. Vesting You are always 100% vested in your entire account balance, including the company matching contributions and the earnings on these contributions. Vesting is immediate, there is no waiting period. Automatic Enrollment and Annual Increase Program The plan has an automatic enrollment feature. If you do not enroll yourself in the plan within 30 days of your date of hire, you will automatically be enrolled with a 3% employee contribution amount. The plan also has a feature that will automatically increase your employee contribution amount by 2% each July 1. You will receive notification of these annual increases with instructions for how you can opt out of the increase program. For more information on the 401(k) plan, visit call the Fidelity Retirement Benefits Line (an automated voice response system) at or contact a Fidelity representative (8:30 a.m. to 8:00 p.m. local time) at ONSHORE EMPLOYEE PERSONAL TIME OFF (PTO) PTO includes time off for vacation, illness or personal business. All eligible onshore employees will accrue PTO hours according to the following schedule: Professional Experience Professional experience includes a continuous period of paid employment in a position, or series of positions, that closely relates to your career at Seadrill. You will earn 25 days of PTO during the year in which you attain five years of professional service office holidays: January 2, 2012 New Year s Day (observed) February 21 Mardi Gras (Houma office only) April 6 Good Friday (Houston office only) May 28 Memorial Day July 4 Independence Day September 3 Labor Day October 8 Columbus Day November Thanksgiving December Christmas Holidays will not impact the compressed work week schedule. If a holiday falls on a day you are scheduled to work nine hours, the holiday covers nine hours; if it falls on a Friday when you are scheduled to work four hours, the holiday covers four hours. Don t adjust your schedule due to a holiday. You must work 40 hours for the week, inclusive of holidays. If you work a compressed schedule but work five days a week, eight hours per day, your holiday covers eight hours. Previously scheduled flexible work hours will not be affected during a work week in which a scheduled Company holiday occurs. Hours per Pay Period Days per Year 0-5 years 6.67 hours 20 days 5+ years 8.34 hours 25 days 9

11 NOTICES Women s Health Act The Women s Health and Cancer Rights Act of 1998 requires that all health insurance plans that cover mastectomy also cover the following medical care: Reconstruction of the breast on which the mastectomy was performed, Surgery and reconstruction of the other breast to produce a symmetrical appearance, Prostheses and treatment of physical complications at all stages of the mastectomy, including lymphedemas, and mastectomy bras and external prostheses limited to the lowest cost alternative available that meets the patient s physical needs. Continuation Required by Federal Law for You and Your Dependents The Continuation Required by Federal Law does not apply to any benefits for loss of life, dismemberment or loss of income. Federal law enables you or your Dependent to continue health insurance if coverage would cease due to a reduction of your work hours or your termination of employment (other than for gross misconduct). Federal law also enables your Dependents to continue health insurance if their coverage ceases due to your death, divorce or legal separation, or with respect to a Dependent child, failure to continue to qualify as a Dependent. Continuation must be elected in accordance with the rules of your Employer s group health plan(s) and is subject to federal law, regulations and interpretations. Newborns and Mothers Health Protection Act Federal law (Newborns and Mothers Health Protection Act of 1996) prohibits the plan from limiting a mother s or newborn s length of hospital stay to less than 48 hours for a normal delivery or 96 hours for a Cesarean delivery or from requiring the provider to obtain preauthorization for a stay of 48 or 96 hours, as appropriate. However, federal law generally does not prohibit the attending provider, after consultation with the mother, from discharging the mother or her newborn earlier than 48 hours for normal delivery or 96 hours for Cesarean delivery. Mental Health Parity Act According to the Mental Health Parity Act of 1996, the lifetime maximum and annual maximum dollar limits for mental health benefits under the Seadrill Americas Inc. medical plan are equal to the lifetime maximum and annual maximum dollar limits for medical and surgical benefits under this plan. According to the Mental Health Parity and Addiction Equity Act of 2008, effective January 1, 2010, all financial elements of the Seadrill Americas Inc. medical plan are the same for mental health and substance abuse benefits as for other medical benefits under the plan. DOUG Health Insurance Portability and Accountability Act (HIPAA) Seadrill Americas Inc., in accordance with HIPAA, protects your Protected Health Information (PHI). Seadrill will only discuss your PHI with medical providers and third party administrators when necessary to administer the plan that provides you your medical, dental, and vision benefits or as mandated by law. A copy of the Notice of Privacy Practices is available upon request in the Human Resources department. Seadrill HR - An Ocean of Resources 10

12 Grandfathered Status Disclosure We believe our health plan is a grandfathered health plan, as defined by the Patient Protection and Affordable Care Act. Our plan s grandfathered status means that it will retain the basic health coverage that was in effect as of March 23, 2010, while complying with the applicable requirements outlined in the law. If you have questions about grandfathered status or the regulations that affect our plan, contact Seadrill Human Resources at or You may also contact the Employee Benefits Security Administration of the U.S. Department of Labor at or General Notice of Pre-existing Condition Exclusion The Seadrill health plan imposes pre-existing condition exclusion. This means that if you have a medical condition before coming to our plan, you might have to wait a certain period of time before the plan will provide coverage for that condition. This exclusion applies only to conditions for which medical advice, diagnosis, care, or treatment was recommended or received within a 90 day period. Generally, this 90 day period ends the day before your coverage becomes effective. However, if you were in a waiting period for coverage, the 90 day period ends on the day before the waiting period begins. The pre-existing condition exclusion does not apply to members under age 19, pregnancy, or children who are enrolled in the plan within 30 days after birth, adoption, or placement for adoption. This exclusion may last up to 12 months (18 months if you are a late enrollee) from your first day of coverage, or, if you were in a waiting period, from the first day of your waiting period. However, you can reduce the length of this exclusion period by the number of days of your prior creditable coverage. Most prior health coverage is creditable coverage and can be used to reduce the pre-existing condition exclusion if you have not experienced a break in coverage of at least 63 days. To reduce the 12-month (or 18-month) exclusion period by your creditable coverage, you should give us a copy of any certificates of creditable coverage you have. If you do not have a certificate, but you do have prior health coverage, we will help you obtain one from your prior plan or issuer. There are also other ways that you can show you have creditable coverage. Please contact us if you need help demonstrating creditable coverage. 11

13 HR - An Ocean of Resources Important Contact Information Use the contact information below if you have questions about your benefits. These providers are here to help you when it comes to utilizing these valuable plans for your specific needs. COMPANY PLAN PHONE NUMBER MOBILE APPS WEBSITE/ CIGNA Medical Caremark Pharmacy CIGNA Dental Superior Vision Vision Discovery Benefits Flexible Spending Accounts Sun Life EAP Sun Life Life/AD&D Sun Life STD and LTD Fidelity 401(k) (8:30 a.m. to 8:00 p.m. local time) 3 Seadrill Human Resources N/A or Benefits.Houston@seadrill.com An Important Note About the Information Contained in This Guide The information contained herein is being provided to help you better understand the benefit plans, policies and options available to you. Details of each benefit plan are provided in and governed by the terms of more detailed plan documents and insurance contracts. This is only a summary of benefits and may not reflect the benefit plans in effect for all employees in all circumstances. We have done our best to accurately reflect the benefits in effect under the plans; however, the administration of the plans and payment of benefits are governed by the official plan documents and/or insurance policies. If the information in this guide is inconsistent with the plan provisions contained in the plan documents, insurance contracts or state or federal regulations, the plan documents, insurance contracts, state or federal regulations will prevail. The company reserves the right to change or discontinue the benefit plans at any time and without notice. This guide is not intended as a contract of employment or a guarantee of current or future employment.