Tasneem. Jacobs Staff

Transcription

1 2016 Tasneem ANNUAL BENEFITS ENROLLMENT GUIDE Jacobs Staff

2 What s Inside This document printed with soy-based inks on paper containing 10% post consumer recovered fiber. Benefits Enrollment... 1 Who s Eligible for Benefits... 1 How To Enroll... 1 Medical Plan Options... 4 UHC Plans... 5 UHC Choice Plus HDHP at a Glance... 6 UHC Choice Plus PPO Plan... 7 Out-of-Area Plans... 7 Kaiser and Group Health High Deductible Health Plan (HDHP)... 7 Dental Plan Options... 8 Delta Dental PPO Plan... 8 Aetna DMO Plan... 8 Vision Plan... 9 Tax Saving Options for Paying for Health Care Health Savings Account (HSA) Flexible Spending Accounts (FSAs) Wellness Benefits Telemedicine (MDLIVE Care) Employee Assistance Program (EAP) Health by Design Active for Life (AFL) Health Assessment HealthConnection Personalized Health Coaching Programs Best Doctors Program Life, Accident and Disability Insurance Basic Life Insurance Supplemental Life Insurance Supplemental Accidental Death and Dismemberment (AD&D) Insurance Business Travel Accident Insurance Integrated Disability Plan (IDP) Financial Benefits (k) Plus Savings Plan Employee Stock Purchase Plan (ESPP) Voluntary Benefits TRICARE Supplement Plan Critical Illness Insurance Plan Legal Plan Commuter Benefits Home & Renters Insurance Plan Auto Insurance Plan Identity Theft Plan Paid Time Off (PTO) Sell Program Changing Your Benefits Qualified Life Events Plan Contact Information Employee Charitable Giving Options A Culture of Caring... 28

3 Benefits Enrollment All you need to know about Benefits Enrollment is in this section. You ll learn how to enroll and review details about our benefit plans and programs. To find out what s changing for 2016, see the 2016 Annual Benefits Enrollment Memo document posted on our external U.S. benefits site, ENROLLMENT WHO S ELIGIBLE FOR BENEFITS Regular full-time and modified full-time active employees working at least 21 hours per week are eligible for benefits. For some benefits, you can also enroll your eligible dependents, who include: Your spouse, including your legally married same-sex spouse. Your domestic partner who is a person of the opposite or same sex with whom you share a common domestic life together but are not legally married. Your children (including the children of your domestic partner) up to age 26 regardless of student, marital, military, or employment status. A child age 26 or over who is or becomes disabled prior to age 26 and is dependent upon you. For more information on family member requirements, please refer to the Dependent Eligibility Documentation Requirements posted on our external U.S. benefits site, If You and Your Spouse/Domestic Partner or Parent Work for Jacobs You cannot be covered as both a Jacobs employee and a dependent of a Jacobs employee. You may elect your own coverage as an employee; OR Your Jacobs spouse/domestic partner or parent may elect to cover you as a dependent. Eligible children may be covered under one (but not both) eligible employee s coverage. HOW TO ENROLL Enrolling is easy! You can access the site 24 hours a day, 7 days a week from any computer with Internet access. If you have trouble accessing the benefits enrollment website, or need more information, contact JESI HR Service Center at jesi@jacobs.com or call JESI (5374). Please keep in mind that elections made during Annual Benefits Enrollment are irrevocable unless you experience a qualified life event (see Changing Your Benefits on page 23.) Quick Tips Carefully read the instructions on the enrollment website. Use the BACK button within Oracle (not the Back button on the browser) to navigate to a previous page. A timeout security feature will activate if you have no activity in the system for at least 15 minutes. Once you click the NEXT button after entering your elections these changes will be saved and recorded as your benefit option(s) effective January 1, 2016, even if you do not complete the enrollment process by clicking Finish. If you do not click the Next button after entering your elections, these changes will not be saved. Click the NEXT button to proceed to the next screen and continue the enrollment process. 1

4 STEP 1 STEP 2 Remember: You MUST enroll or re-enroll to ensure you have the benefit coverage you need for Log in From any computer with internet access go to. You will be prompted for your username and password: Use your network logon to get in from home and then your ETS logon to get to Employee Self Service. If you don t have an ETS logon, please contact your local IT Department for a username and password. If you get locked out, click Login Assistance to reset your password. A. Next, under the Navigator options, click US myhris Employee Self Service. Update Your Dependents and Beneficiaries Before selecting your benefits, you must review and update your current dependents and beneficiaries. This allows the system to display the appropriate level of coverage for you and your family during the online enrollment process. C. Click Add Another Person to add your dependent. You cannot delete a dependent or beneficiary at this time. You can remove dependents from coverage later in the enrollment process by unchecking the box next to the specific benefit. To modify existing dependent information, click the pencil icon ( ) in the Update column. Enter your dependent s Social Security number. Answer the questions under the mandatory questions section highlighted in red. Review your updates and click Next. B. Under Other Items in the second column, click Benefits. Adding a dependent in Step 2 does not enroll that dependent or designate the beneficiary to your benefits. That task is accomplished in Step 3. At this screen, leave date as is and click Next. Adding a Dependent? If you re adding a new dependent to coverage, you ll need to certify your dependent s eligibility for benefits. You will be subject to a medical surcharge if you enroll your spouse or domestic partner in a Jacobs medical plan and are eligible for medical benefits with a non-jacobs employer. 2

5 STEP 3 STEP 4 Enroll in your 2016 benefits D. Click the Update Benefits tab located in the upper right hand corner to continue the enrollment process. Review your confirmation statement After you re done entering your benefit elections, you ll see a confirmation statement for the benefits you selected. Review this statement carefully including any messages that require you to provide certification. Print this statement for your records. Click Finish then click Logout to conclude the enrollment process, and you re done! ENROLLMENT Click Next to continue the enrollment process. E. Once you select your benefits, you may add or delete dependents from your plans by clicking the Cover box. Update or remove a beneficiary from your Life and/or Accidental Death & Dismemberment Plans in the Update Beneficiaries screen. No Access to a Computer? If you don t have access to a computer and are unable to enroll online, complete the Benefits Enrollment/Change Form posted on our external U.S. benefits site, and return it to JESI HR Service Center at the address shown on the form. 3

6 Medical Plan Options Jacobs provides health benefits designed to fit a variety of needs. We offer the following medical plans, all administered through UnitedHealthcare (UHC), with prescription drug administered by Express Scripts. The plans are: UHC Choice Plus HDHP A UHC Choice Plus HDHP B UHC Core HDHP C UHC Choice Plus PPO UHC Out-of-Area HDHP A UHC Out-of-Area HDHP B UHC Out-of-Area Interested in Kaiser HDHP Coverage? Jacobs also provides HDHP medical plan coverage in certain areas. For more information, see Kaiser and Group Health High Deductible Health Plan (HDHP) on page 7. Here s a brief overview of the major features of each plan. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, (or access the applicable benefit summaries posted on our external U.S. benefits site, Plan Feature Annual Deductible UHC Choice Plus Plans at a Glance Choice Plus HDHP A Choice Plus HDHP B Core HDHP C In-network Out-of-network In-network Out-of-network In-network $2,500 for individual 1 ; $5,000 for family 1 $2,500 for individual 1 ; $5,000 for family 1 Preventive Care 3 Covered in full You pay 40% after deductible Plan Coverage You pay 20% after deductible You pay 40% after deductible $1,300 for individual 1 ; $2,600 for family 1 Covered in full You pay 20% after deductible $1,300 for individual 1 ; $2,600 for family 1 You pay 40% after deductible You pay 40% after deductible $2,500 for individual 1 ; $5,000 for family 1 Covered in full You pay 20% after deductible Out-of-Pocket Maximum $5,000 for individual; $10,000 for family 5 $5,000 for individual; $10,000 for family 5 Prescription You pay 30% coinsurance up to $150, Drugs at a Retail after deductible (waived for eligible Pharmacy 8 preventive drugs) per prescription up to a 30-day supply 7 Prescription Drugs You pay 20% coinsurance up to $300, by Mail Order 8 after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 $3,800 for individual; $7,600 for family 5 $3,800 for individual; $7,600 for family 5 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 $5,000 for individual; $10,000 for family 5 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 Please see the footnotes on page 5. While the UHC Core HDHP C mirrors the UHC Choice Plus HDHP A, only providers in the UHC Core Network can be used. For a list of providers in this network, go to > Find a doctor > Search for a health plan > UnitedHealthcare Core. 4

7 Before making your 2016 elections, be sure to take a fresh look at your medical plan choices. The UHC Choice Plus HDHP A offers exceptional value with its low premiums, free preventive care and added savings through the Health Savings Account (HSA). If you are concerned that the plan s high deductible is a risk or makes this option too expensive, think again. Do the math, using the UHC Plan Cost Estimator at to compare cost, coverage and tax benefits for the UHC plans. Depending on your situation, you may find that the UHC Choice Plus HDHP A provides the best value. Choice Plus PPO In-network Out-of-network $1,000 per individual; $2,000 per family 2 Covered in full For many services, you pay either a copay or 20% after a copay and annual deductible 4 $3,500 per individual; $7,000 per family 6 $1,000 per individual; $2,000 per family 2 You pay 40% after deductible For many services, you pay 40% after deductible 4 $3,500 per individual; $7,000 per family 6 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 1 If you enroll in a HDHP for Employee Only coverage, the plan pays for eligible medical and/or prescription drug expenses after you satisfy the individual annual deductible. For any coverage level other than Employee Only, the plan pays for eligible medical and/or prescription drug expenses after you and/or any other covered member(s) satisfy the family annual deductible. 2 If you enroll in the UHC Choice Plus PPO, the plan pays for eligible medical and/or prescription drug expenses after you satisfy the deductible per individual, not to exceed the family deductible for all covered family members. 3 For details, review the appropriate plan benefit summary posted on our external U.S. benefits site, or by contacting the plan carrier. 4 See the Health Plan Comparison Chart posted on our external U.S. benefits site, for more plan details. 5 If you enroll in a HDHP for Employee Only coverage, the plan pays 100% of eligible medical and/or prescription drug expenses for the remainder of the year after you satisfy the individual annual out-of-pocket maximum. For any coverage level other than Employee Only, once an individual reaches his or her out-of-pocket maximum of $6,850, the plan pays 100% of eligible medical and/or prescription drug expenses for that individual for the remainder of the year. Once two or more individuals reach the $10,000 family out-of-pocket maximum, the plan pays 100% of eligible medical/or prescription drug expenses for the remainder of the year after you and/or any other covered member(s) satisfy the family annual deductible. 6 If you enroll in the UHC Choice Plus PPO, the plan pays 100% of eligible medical and/or prescription drug expenses for the remainder of the calendar year after you satisfy the annual out-of-pocket maximum per person, not to exceed the family out-of-pocket maximum for all covered family members. 7 Access the Preventive Medications List posted on our external U.S. benefits site, 8 To price out medications, find out whether a drug is on the formulary list, or inquire whether the pharmacy is in the network, visit UHC PLANS We offer several UHC Plans, each featuring different annual deductibles and out-of-pocket maximums, as well as different premium levels. Let s take a closer look at how these plans work. FIND a UHC Network Provider For a directory of UHC providers, go to MEDICAL 5

8 UHC CHOICE PLUS HDHP AT A GLANCE UHC s HDHP A, B and UHC Core HDHP C offer savings through a UHC network provider. How the UHC Choice Plus HDHP A, B and C Work Lowest Premium Cost Premiums for the UHC Choice Plus HDHP A, B and UHC Core HDHP C are lower than for the UHC Choice Plus PPO Plan; however, there is a high annual deductible which also applies to prescription drug expenses (excluding expenses for eligible preventive drugs). Your premium is lower, but your annual deductible and out-of-pocket maximum are higher. An Option to Open a Health Savings Account (HSA) If you choose, you can open an HSA with Optum Bank to help pay for eligible medical expenses. For details, see Health Savings Account (HSA) on page 11. While you can also open an HSA with other banks, you have convenient auto payroll deductions through Optum Bank. Preventive Care Covered at No Cost to You In-network preventive care is 100% covered you pay nothing. Preventive services aren t subject to deductibles or copayments. For more information about preventive care services that may be appropriate for your needs, visit Network Savings When you use in-network providers, you save money and you don t need to get referrals or file any claim forms. The HDHP A and B and Choice Plus PPO all access the same provider network. Members in the HDHP C are covered only for in-network services, except in a true emergency. When You Access Care... You First Pay Then You and the Plan Share Then the Plan Pays Deductible The deductible is the amount you pay for the calendar year before the plan pays any benefits, except those for preventive services. The deductible for an HDHP is higher than the deductibles for our other medical plan options, and applies to prescription drug expenses. There are separate deductibles for in-network and out-of-network care. In comparison to the UHC Choice Plus PPO, the lower HDHP premiums pay for the higher annual deductible. Coinsurance Once you reach your deductible, you pay a percentage of covered expenses and the plan pays the rest. Your out-of-pocket cost should be lower when you receive in-network care. When you see an out-of-network provider, HDHP A and B plans cover a percentage of reasonable and customary (R&C) charges, and you are responsible for any amount over the R&C limit. Out-of-Pocket Maximum There is a limit to the copay and coinsurance you pay, called the out-of-pocket maximum. There are separate out-of-pocket maximums for in-network and out-of-network care. After you reach the out-of-pocket maximum, the plan pays 100% of covered expenses for the remainder of the calendar year. Important Information for Medicare-Eligible Employees and Dependents The prescription drug coverage offered by the UHC Choice Plus HDHP A, UHC Choice Plus Out-of-Area HDHP A and UHC Core HDHP C is not expected to pay out as much as standard Medicare prescription drug coverage and, as a result, is considered Non-Creditable Coverage. It s important for you to know this because: You may get more help with your drug costs if you join a Medicare drug plan, than if you only have prescription drug coverage from the UHC Choice Plus HDHP A, UHC Choice Plus Out-of-Area HDHP A or UHC Core HDHP C; and You may pay a higher premium (a penalty) if you do not join a Medicare drug plan when you first become eligible. For more information, please refer to the Medicare Part D Creditable Coverage Disclosure Notice on our external U.S. benefits site, The UHC Choice Plus HDHP offers the lowest premiums, triple tax advantages and a chance to invest your savings. For details, see the UHC Choice Plus HDHP Guide posted on our external U.S. benefits site, 6

9 UHC CHOICE PLUS PPO PLAN How the UHC Choice Plus Plan Works Highest Premium Cost Premiums for the UHC Choice Plus PPO Plan are higher than for the UHC Choice Plus HDHP Plans while the annual deductible and out-of-pocket costs are lower. Preventive Care Covered at No Cost to You In-network preventive care is 100% covered you pay nothing. Preventive services aren t subject to deductibles or copayments. For more information about preventive care services that may be appropriate for your needs, visit Network Savings When you use in-network providers, you save money and you don t need to get referrals or file any claim forms. When You Access Care... You First Pay Then You and the Plan Share Then the Plan Pays Deductible The deductible is the amount you pay for the calendar year before the plan pays any benefits, except those for preventive services. There are separate deductibles for in-network and out-of-network care. Copays The copay is a fixed amount you pay for certain services, excluding expenses for preventive services. Coinsurance Once you reach your deductible, you pay a percentage of covered expenses and the plan pays the rest. Your out-of-pocket cost should be lower when you receive in-network care. When you see an out-of-network provider, the plan covers a percentage of reasonable and customary (R&C) charges, and you are responsible for any amount over the R&C limit. Out-of-Pocket Maximum There is a limit to the copay and coinsurance you pay, called the out-of-pocket maximum. There are separate out-of-pocket maximums for in-network and out-of-network care. After you reach the out-of-pocket maximum, the plan pays 100% of covered expenses for the remainder of the calendar year. MEDICAL OUT-OF-AREA PLANS If you live out of the UHC service areas, the following plans are available. UHC Out-of-Area, UHC HDHP A and B The plan covers 100% for preventive services and after you pay the deductible 80% of R&C charges, and you are responsible for any amount over the R&C limit. KAISER AND GROUP HEALTH HIGH DEDUCTIBLE HEALTH PLAN (HDHP) The Kaiser and Group Health HDHP is a medical plan that pays benefits only when you use its network of doctors and facilities and receive the proper referrals. With an HDHP: Premiums are lower; however, there is a high annual deductible which also applies to prescription drug expenses (excluding expenses for eligible preventive drugs), and your annual out-of-pocket maximum is higher. After you pay the deductible, the plan pays 80% and you are responsible for 20%. In-network preventive care is 100% covered. If you enroll in Kaiser or Group Health, you can open an HSA with Optum Bank to help pay for eligible medical expenses. While you can also open an HSA with other banks, you have convenient auto payroll deductions through Optum Bank. To see if Kaiser or Group Health HDHP is offered in your area, refer to the Jacobs Self-Service website at or the Health Plan Comparison Chart posted on our external U.S. benefits site, FIND an HDHP Provider Visit the carrier website for a directory of HDHP providers (see page 26 for contact information). 7

10 Dental Plan Options Good dental hygiene and regular check-ups are beneficial to your overall health. You can choose between two dental plans: the Delta Dental Preferred Provider Organization (PPO) Plan or the Aetna Dental Maintenance Organization (DMO) Plan. Below is a brief overview of the major features for each plan. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, (or access the applicable benefit summaries on our external U.S. benefits site, DELTA DENTAL PPO PLAN (Available Nationwide) If you choose Delta Dental PPO Plan coverage, you may receive care from any dentist, however, using a provider in the Delta Dental network saves you money. For most covered services, after you meet the annual deductible, the plan pays a percentage of the cost up to Delta Dental s maximum benefit allowance. Delta Dental has two networks of dentists, the Delta Dental PPO network and the Delta Dental Premier network. You also have the option to receive services from an out-of-network provider. Network Versus Out-of-Network Costs Delta Dental PPO Network Delta Dental Premier Network Out-of-Network Delta Dental PPO dentists agree to negotiated rates so you will usually pay the lowest out-of-pocket costs. Delta Dental Premier dentists cannot charge above Delta Dental s approved amount, so your out-of-pocket costs may be lower than if you go out-of-network. You may go to an out-of-network dentist, however, you are responsible for the difference between the amount Delta Dental pays and the amount your non-delta Dental dentist charges. AETNA DMO PLAN (Available in most locations; not available in Alaska, Arkansas, Louisiana and South Carolina) If you choose Aetna DMO coverage, you must select a network Primary Care Dentist (PCD) or dental group to coordinate all your dental care and refer you to specialty dentists when necessary. You may select different PCDs for each family member. With Aetna DMO coverage, benefits are covered according to a specific coverage schedule. If you receive services outside your PCD or dental group, you are responsible for paying 100% of the costs for those services. FIND a Delta PPO or Premier Network Dentist For a directory of Delta network dentists, go to or call AREADR ( ). FIND an Aetna DMO Dentist For a directory of Aetna DMO dentists, go to to consult Aetna Dental s online provider directory, DocFind or call

11 Vision Plan Regular vision check-ups can help detect chronic conditions and vision-correction needs. You can choose vision coverage through the Vision Service Plan (VSP). With VSP, you can access care from any licensed provider, but coverage is greater (and your out-of-pocket costs are less) when you use VSP network providers. When you access care from an out-of-network provider for vision care, the plan provides an allowance that varies depending on the type of service. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, (or access the VSP benefit summary on our external U.S. benefits site, DENTAL/VISION FIND a VSP Provider For a directory of VSP Signature providers, go to or call Discounts on vision check-ups. Tiger 9

12 Tax Saving Options for Paying for Health Care Jacobs offers several options for setting aside money tax-free to pay for eligible health care and dependent care expenses. You may participate in one or more of the tax savings accounts, depending on your needs and your medical plan coverage. The chart below illustrates a high-level summary of the Health Savings Account (HSA) and each of the Flexible Spending Accounts (FSAs). Tax Saving Options At a Glance Health Savings Health Care FSA 1 Account (HSA) 1 Limited Purpose FSA Dependent Care FSA Who may enroll? All employees Employees enrolled in any of the UHC Choice Plus HDHPs or Group Health Employees enrolled in any of the UHC Choice Plus HDHPs or Group Health All employees What types of expenses are reimbursable? 2 What is the maximum annual contribution? Do leftover funds roll over from year to year? Eligible medical, dental, vision and prescription drug expenses (including copays and coinsurance) Eligible medical, dental, vision and prescription drug expenses (including copays and coinsurance) $2,550 $3,350 (employee only); $6,750 (employee plus spouse/employee plus child(ren)/employee plus family) If you are age 55 or older, you can contribute an additional $1,000 annually Yes. Up to $500 of your unused balance rolls over to the next year. Yes. Unused money rolls over into the next year to be used for future eligible expenses. Eligible dental and vision expenses only (including copays and coinsurance) $2,550 $5,000 Yes. Up to $500 of your unused balance rolls over to the next year. 1 You may not enroll in both the Health Savings Account and the Health Care FSA you may enroll in only one or the other. 2 For a list of eligible expenses, visit Eligible dependent care expenses (child care and/or elder care) Note: This FSA is NOT valid for dependent health-related expenses No, you must use it or lose it that is, any funds remaining at the end of the plan year are forfeited. 10

13 Aura HEALTH SAVINGS ACCOUNT (HSA) If you enroll in any of the UHC HDHPs, Kaiser HDHP or Group Health HDHP, you re eligible to open and contribute to a Health Savings Account (HSA) through Optum Bank. An HSA is a convenient way to pay for your eligible health care expenses, including the annual deductible, with tax-free contributions and withdrawals. Eligible Expenses: You can use the HSA to pay for out-of-pocket medical, dental, certain vision, hearing aids and prescription drug expenses including annual deductibles, coinsurance and copays. Over-the-counter medications are considered eligible expenses only if prescribed by a physician. Contributions: You may contribute up to $3,350 (employee only) or $6,750 (employee plus spouse/ employee plus child(ren)/employee plus family) in If you are age 55 or older, you can contribute an additional $1,000 annually. Contributions can be made conveniently through payroll deductions. Your contributions to the HSA are tax-free, your account earns interest tax-free, and these funds are not taxed when you make withdrawals to pay for eligible health care expenses. Rollovers: Any money left in the account at the end of the year rolls over into the next year, allowing your account to accumulate over time to pay for future expenses. Ownership: You own your HSA. This means if you leave the company, retire or even change health plans, you keep the money in your account with Optum Bank. If you are enrolled in Medicare, you may not enroll in the Health Savings Account. However, any amount you already have in an HSA, may be used to pay eligible expenses even if you re enrolled in Medicare. Setting Up Your HSA with Optum Bank If you enroll in the HSA, you must set up your account with Optum Bank within 30 days of the HSA effective date. Simply complete and submit the HSA Enrollment Form to Optum Bank. Forms are available online at You will receive a welcome kit and an Optum Bank debit MasterCard, which you can use at your doctor s office, pharmacy or any other provider that accepts a debit card. Keep your receipts for your records, as you may need to provide proof of eligible expenses for tax purposes. You may view your HSA account balance at Note: If your Optum Bank account has less than a $5,000 balance, a $3 monthly maintenance fee is applied. If you have questions about the HSA, contact Optum Bank at or online through 1Tax-Free Money In 2 Tax-Free How the Health Savings Account Works Money Out 3Tax-Free Savings Your contributions to the HSA are tax-free up to IRS limits ($3,350 for employee only and $6,750 for employee plus spouse/employee plus child(ren)/employee plus family). If you are age 55 or older, you can contribute an additional $1,000 annually. Use your HSA funds to pay for eligible medical, dental, vision and prescription drug expenses. You ll get a debit card in the mail from Optum Bank (your HSA administrator) that you can use to pay for your out-of-pocket expenses. Unused funds remain in your account and may grow year-after-year with tax-free interest (plus investment returns once your HSA reaches a minimum balance requirement). The HSA is portable, so you may take it with you if you leave the company to use it for eligible expenses. TAX SAVING OPTIONS 11

14 FLEXIBLE SPENDING ACCOUNTS (FSAs) Flexible spending accounts (FSAs) let you set aside money, before taxes are deducted, to help pay for eligible health care and dependent day care expenses. Your before-tax contributions to an FSA means more money stays in your pocket and less to taxes. After you enroll in the FSA plan, you re issued a debit MasterCard to pay for certain eligible expenses and copayments. Note: Unless you receive a new debit card, you can continue to use your current debit card in Your election amount for 2016 is reset on your existing card. Health Care FSA You may use the Health Care FSA to reimburse a wide range of eligible medical, dental and vision care expenses for you and your dependents (even if they are not covered by a company-sponsored plan). You may contribute from $100 up to $2,550 in Eligible health care expenses include: Medical, prescription drug and dental out-of-pocket expenses (for example, annual deductibles, coinsurance, copays and expenses above plan maximums); Vision care expenses including eyeglasses, contact lenses and supplies; Over-the-counter medications prescribed by a physician; Insulin and related supplies; and Other eligible health care expenses are listed at An automatic payment option is also available. If you enroll in this option, eligible health care costs that you incur under your UHC plan are automatically reimbursed from your Health Care FSA. For other eligible expenses incurred in 2016, you simply submit claims for reimbursement. Go to to enroll in the automatic payment option. Active for Life Team: The Jacobs Survivors Limited Purpose FSA If you enroll in any of the UHC Choice Plus HDHPs and want to set aside even more tax-free money, you can enroll in a Limited Purpose FSA and contribute from $100 up to $2,550 in The Limited Purpose FSA is subject to rules similar to the Health Care FSA s except that only eligible dental and vision expenses (not medical expenses) can be paid from the account. Eligible expenses include: Dental care annual deductible, copay and other related expenses; and Vision care copays and other expenses including eyeglasses, contact lenses and supplies and corrective eye surgery. Because it s restricted to dental and vision expenses, enrolling in the Limited Purpose FSA does not prevent you from opening an HSA. Eligible Health Care FSA and HSA Expenses You can use your Health Care FSA or HSA to reimburse yourself for medical and dental expenses that qualify as federal income tax deductions (whether or not they exceed the IRS minimum applied to these deductions) under Section 213(d) of the tax code. Note: Current federal income tax rules do not permit reimbursement of FSA and HSA expenses for domestic partners and/or children of domestic partners who do not also qualify as your taxable dependent. 12

15 Dependent Care FSA You may use the Dependent Care FSA to set aside pre-tax dollars to pay for child care or elder care expenses so you (and your spouse, if married) can work, look for work or attend school full-time. You may contribute from $100 up to $5,000 per year to a Dependent Care FSA. 1 An eligible FSA dependent can be: Your child under age 13; or A dependent of any age who is mentally or physically incapable of self-care and dependent upon you. Eligible expenses include your costs for: Licensed nursery or day care centers; Individuals (not including your dependents) who provide care for your eligible dependents in or outside your home; or Housekeepers in your home (including food and lodging), as long as some of their services are provided for the eligible dependent. This plan does not reimburse for dependent health care expenses. Note: All providers must have a tax ID number. 1 If you are married, reimbursement is limited to the lesser of your earned income, your spouse s earned income, or a maximum of $5,000. For a married person who files a separate income tax return, the maximum is $2,500. Also, only you can determine whether a Dependent Care FSA is more advantageous for you than the federal income tax credit. If you are uncertain about your specific tax implications, consult your personal tax advisor. Rollovers For the Health Care FSA and Limited Purpose FSA up to $500 of your unused account balance at the end of the calendar year will be automatically carried over to the next year. However, if you elect to participate in a HDHP and the HSA for 2016, you may elect to waive the Health Care FSA rollover or direct your rollover to your Limited Purpose FSA during Annual Benefits Enrollment. Use It or Lose It! If you re currently enrolled in the Dependent Care FSA, be sure to use all the money in your account by the end of If you don t, you lose any money left unclaimed by December 31. You have until March 31, 2016, to submit claims to UHC for eligible 2015 expenses. No Transferring Between Accounts The Internal Revenue Service (IRS) requires that you keep the funds in your FSA and HSA accounts separate. You cannot transfer funds across accounts. FSA Exclusions Following is a list of some items that are not eligible for reimbursement from a Health Care FSA or HSA: Cosmetic surgery Fitness or health club dues Funeral expenses Insurance premiums Over-the-counter drugs (unless prescribed by a doctor) Following is a list of some items that are not eligible for reimbursement from a Dependent Care FSA: Day care for children over age 13 Kindergarten or school tuition for a child age 5 or older Overnight summer camp Recreational classes, sports or tutorials For a list of eligible FSA expenses, visit TAX SAVING OPTIONS 13

16 Wellness Benefits Jacobs is committed to the health and well-being of you and your family. That s why we ve invested in an array of programs designed to keep you feeling good. These programs are optional, confidential and completely free of charge. TELEMEDICINE (MDLIVE CARE) MDLIVE is available if enrolled in a Jacobs UHC Plan. MDLIVE is a revolutionary health care delivery system that provides you with 24/7 on-demand access to U.S. board certified doctors and licensed therapists anytime, anywhere. MDLIVE offers real-time video (in certain states) and phone consultations that allow for the treatment and diagnosis of a wide range of medical conditions, regardless of your location, in a safe, secure and confidential environment. The cost to you is just $38 per visit (call or video) and is applied to your plan medical deductible and out-of-pocket maximum. Your MDLIVE benefits include: Immediate access to doctors and therapists; Available 24/7/365 by video (in certain states), phone or ; Unlimited FREE advice; Prescriptions sent instantly to your pharmacy (when clinically appropriate); and MDLIVE Vault Secure Health Record. For more information, go to or call EMPLOYEE ASSISTANCE PROGRAM (EAP) The challenges of managing daily life can affect your work, your family life, and your health. To provide support during life s difficult times, we offer an Employee Assistance Program (EAP) at no cost to you. The EAP includes up to five free, confidential counseling sessions for employees, their eligible dependents and household members who may be experiencing personal or work-related problems. The EAP has professional counselors to provide guidance on a wide range of issues, including the following: Stress or anxiety Conflicts at work Marital problems Legal issues Substance abuse Depression Financial concerns These services are convenient and confidential, available 24 hours a day seven days a week. To learn more about the EAP, go to (access code: jacobs). To schedule an appointment with a counselor, call HEALTH BY DESIGN Health by Design (HBD) is a voluntary health incentive program that encourages you to know your health numbers and use this information to set and achieve personal health goals. By completing certain health actions or personalized health coaching under HBD, you can earn incentives to help reduce your medical premiums. For more information on the program and how to qualify for program incentives, go to or the Health by Design page on our external U.S. benefits site, ACTIVE FOR LIFE (AFL) Active for Life is a team-based, 10-week voluntary program that encourages you to get healthy, through fun activities and friendly competition. For more information on the program and how you can join your co-workers and colleagues in getting fit while having fun, go to the Active for Life page on JacobsConnect > Community > Company Spaces Human Resources > People Programs Resources > Active for Life. 14

17 HEALTH ASSESSMENT Assessing your health is the first step toward healthy living. We are making available to all U.S. employees and their spouses a free, personal, confidential online questionnaire (even if you re not enrolled in a company-sponsored health plan). It takes about 15 minutes to complete and gives you an immediate snapshot of your health and pinpoints any risk factors you may have. Based on your assessment, a secure, customized home page is created just for you, where you can track your health status, including any coaching programs you participate in. Go to and click View Tools & Resources, then myuhc.com and Take a Health Assessment to get started. Wellness Programs and Eligibility The Health Coaching, Disease and Complex Care described here are available to employees and their covered dependents who are currently enrolled in one of the UHC medical plans. If you re enrolled in another medical plan, your provider may offer similar programs for more information, call your medical plan provider (see Plan Contact Information on page 26). HEALTHCONNECTION HealthConnection is available to UHC members 24 hours a day, 7 days a week at no additional cost to you. All calls are answered by experienced, qualified, U.S.-based clinical staff with access to the latest medical information. Nurses can help you: Understand symptoms and conditions and when to seek medical attention or provide you with self-care tips. Find doctors and specialists that meet your needs and make your appointment. Connect with a personal nurse who can provide ongoing support for things like: Pregnancy Diabetes Cancer Asthma Coronary artery disease Back pain Create plans to lose weight, quit smoking, manage stress, etc. Help you understand your health and answer your questions about claims and billing. Connect you with a personal wellness coach that can help you reach your health goals such as: Quitting smoking Losing weight Managing stress Beginning an exercise or nutrition program Call HealthConnection at anytime 24/7 if you have questions about your health. WELLNESS BENEFITS Svetlana Wellness benefits to keep you feeling good. 15

18 PERSONALIZED HEALTH COACHING PROGRAMS Once you complete the Health Assessment, your UHC portal is automatically personalized and introduces you to interactive online Health Coaching Programs designed just for you. There are coaching programs on: Exercise Nutrition Weight management Smoking cessation Stress management Diabetes Heart health Each program offers you customized health information, health and wellness plans, tracking tools, quizzes, games and action steps that can help you achieve your personal health goals. Alternatively, you can opt to participate in one of the Telephonic Coaching programs. With Telephonic Coaching, you re assigned a personal health coach, who schedules up to five outbound phone calls over an approximate period of three to four months. Your coach helps identify ways you can modify your lifestyle, make healthy choices and improve your overall health. BEST DOCTORS PROGRAM Best Doctors is a wellness benefit available to employees and their covered dependents who are currently enrolled in any one of Jacobs medical plans. Best Doctors can give you an expert medical opinion by a world-renowned doctor when you re facing a serious medical condition. It s all done over the phone, so you can get the answers you need in the comfort of your home. Best Doctors provides additional resources, education and support to you and your treating doctor if you re uncertain of a diagnosis or have questions about your treatment plan and it s 100% confidential. The process is simple. It all starts with a confidential phone call. With your authorization, physicians from the Best Doctors network of highly respected experts conduct a thorough analysis of your condition based on all of your medical records and test results, and they develop a report you can share with your current treating physician. For more information about Best Doctors, go to or call Life, Accident and Disability Insurance BASIC LIFE INSURANCE You re automatically enrolled for Basic Life Insurance coverage, at no cost to you. The plan provides coverage equal to one times your annual base salary, rounded to the next whole thousand (up to a maximum of $750,000). Taxes on Employee Life Insurance Coverage As required by federal law, you will be taxed on the value of employer-provided employee life insurance coverage in excess of $50,000. This taxable amount is considered imputed income, and the amount on which you are taxed is determined by the IRS. To avoid incurring imputed income, you may want to keep your overall life insurance coverage at $50,

19 SUPPLEMENTAL LIFE INSURANCE You may elect Supplemental Life Insurance for yourself, up to ten times your annual base salary or $1,000,000, whichever is less (amounts over $500,000 or five times your annual salary are subject to evidence of insurability (EOI)). If you want to increase your current supplemental coverage by more than $10,000, you must provide EOI. If you choose Supplemental Life Insurance for yourself, you may also purchase Supplemental Life Insurance for your spouse and/or children. You can choose Supplemental Spouse Life Insurance up to 100% of your Supplemental Life Insurance amount, to a maximum of $300,000. Note: Only new hires who enroll for coverage of up to $50,000 within 30 days of their hire date will not require EOI. Any increase in coverage or electing coverage of over $50,000 for the first time, regardless of amount, will also require EOI. You can choose Supplemental Child Life Insurance of $5,000, $10,000 or $15,000. Higher Premiums for Tobacco Users Employees and/or spouses/domestic partners who have used tobacco products in any form within the last 12 months will pay a higher premium for supplemental life insurance coverage. SUPPLEMENTAL ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE You may elect Supplemental AD&D Insurance in the following amounts: If your annual base salary is $50,000 or less, you can elect $25,000 coverage or coverage in increments of $50,000 up to $500,000 coverage. If your annual base salary is more than $50,000, you can elect $25,000 coverage or coverage in increments of $50,000, not to exceed 10 times your salary (rounded down to the next lower $50,000), up to $1,000,000 coverage. You may choose employee only or family coverage. Under the family plan, your spouse is covered for 50% or 60% of the coverage amount and each dependent child for 15% or 20% of your coverage amount, depending on the family members covered. BUSINESS TRAVEL ACCIDENT INSURANCE You re automatically enrolled for company-paid Business Travel Accident insurance coverage, at no cost to you. The plan provides coverage when you travel on company business, for up to 90 days away from your regular place of work. The benefit is five times your base pay up to $100,000 plus three times your base pay over $100,000 (up to a maximum of $2 million). INTEGRATED DISABILITY PLAN (IDP) Because prolonged illness and disabling injuries can happen without warning, we offer the Integrated Disability Plan (IDP) for disability coverage. Here s how the plan works: You receive a benefit of 60% of your annual base pay up to $15,000 per month on the eighth day of your disability, the first day of your hospitalization if confined for at least four hours or qualifying outpatient treatment. IDP benefits are coordinated with state disability plans, Social Security, and workers compensation, if applicable. If you are not currently enrolled in this plan and want to elect coverage for 2015, you must provide evidence of insurability (EOI). EOI refers to proof that you are in good health at the time you enroll in the IDP. Coverage begins the first day of the month following EOI approval. For additional information about the IDP, access the IDP Summary posted on our external U.S. benefits site, Allyssa INSURANCE 17

20 Financial Benefits 401(k) PLUS SAVINGS PLAN The company offers a qualified 401(k) plan, which makes building future financial security a little easier. The plan features convenient payroll deductions: Pre-tax deductions (where you don t pay income taxes on your contributions or earnings until they are withdrawn). Roth 401(k) deductions (where you pay income taxes on your contributions now, but don t pay taxes on contributions and earnings on qualified distributions). And to help your 401(k) Plus Savings account grow, Jacobs offers matching company contributions. Eligible employees can enroll at the time of hire or anytime thereafter. Employees actively participating in the plan are eligible for company matching contributions when they complete one year of service and have worked at least 1,000 hours. The company contributes $0.50 for every $1 the employee contributes up to 6% of regular base pay, for a maximum matching contribution of 3%. Don t Miss Out on Free Money! When you enroll in the 401(k) plan, the company contributes $0.50 for every $1 you contribute up to 6% of your base pay. Here are some additional highlights of the plan: Employees are always 100% vested in all contributions, including the company match. The plan offers various investment options through Vanguard and you may change your options. You may contribute up to 50% of base pay (up to applicable IRS and company limits). Employees age 50 or older may also contribute additional catch-up contributions (if you turn 50 during the year, you are also eligible for catch-up contributions). Contributions can be changed at any time (changes begin as soon as administratively feasible). You may take a loan against your account balance and make repayments through automatic payroll deductions. The plan allows you to roll over qualified plan funds from a previous employer. You may also set up a Roth 401(k) account to save for retirement on an after-tax basis. For more information about the 401(k) Plus Savings Plan, go to Vanguard s website at or call

21 EMPLOYEE STOCK PURCHASE PLAN (ESPP) Your skills and talents help drive Jacobs continued success. In return, the company provides an Employee Stock Purchase Plan (ESPP) to give you an opportunity to share in this success by purchasing company stock. Employees with at least one year of service are eligible to participate in the plan. 1 Here s how the plan works: You may enroll or make changes in the enrollment period, which immediately precedes each of the Election Periods of Jan. 1 to Jun. 30, 2016, and Jul. 1 to Dec. 31, Eligible employees should look for enrollment information from Fidelity. Once you select your desired contribution percentage, you may not change your contribution percentage until the next Election Period. Purchases occur at the end of each month during the Election Period. You may elect to have 2% to 15% of your pay withheld and your contributions are used to purchase shares of company stock. At the end of each month, the company transfers your shares into a brokerage account that is established in your name at Fidelity Investments. First-time participants will receive account activation information from Fidelity. You may access your Fidelity brokerage account directly at to keep track of your stock purchases. 1 Other eligibility requirements must be met. Refer to the Plan Prospectus for more details. Vic If you re currently enrolled in the ESPP and want to continue, no action on your part is necessary. However, if you would like to enroll or make changes, you may do so during Annual Benefits Enrollment at Watch for more enrollment information from Fidelity. You may also contact Fidelity by phone at For more information, refer to the Plan Prospectus, Annual Report, Proxy Statement, Summary Plan Document and Employee Stock Purchase Plan Frequently Asked Questions documents available on JacobsConnect > Company Spaces Human Resources > Benefits > United States. Participating in the ESPP Your election to participate in the ESPP is irrevocable during the six-month election period. However, you may opt out of the ESPP for the next Election Period. Your plan participation will also end if you no longer meet the eligibility requirements or you terminate from the company. There are two Election Periods per year (January 1 to June 30 and July 1 to December 31). FINANCIAL BENEFITS 19