Benefits Open Enrollment Guide

Transcription

1 Benefits Open Enrollment Guide

2 You must take action You must enroll during the open enrollment period (October 21 November 8) and if you don t, you waive your rights to coverage for the 2014 calendar year. As you review the following information, if you have any questions, do not hesitate to contact the Benefits Solutions Group at Welcome to 2014 Benefits Open Enrollment You Must Take Action This Year Welcome to the 2014 Open Enrollment for your benefits. At Jones Lang LaSalle, your personal and financial health is important to us. We continue to offer a variety of benefit options to support the needs of you and your family because we value your future at JLL. This document focuses on the important benefit decisions you must make related to your health and wellbeing. Please be sure to visit the My Total Rewards website at to review other investments JLL has made in you like our 401k plan, company-sponsored discount programs, paid time off, learning and development, and so much more. You know the needs of you and your family the best and what the coming year may look like for all of you. So, to make the best choices for everyone and to ensure that you take advantage of the various coverage options we provide and the new tools that help you make election decisions, this year is an active enrollment year (meaning, you need to actively make decisions and if you don t, no coverage will be provided for 2014). 2

3 Important Health Reform On January 1, 2014, a key component of the health reform law will take effect: Everyone in the U.S. (with a few exceptions) will be required to have health insurance. Jones Lang LaSalle will continue to offer health insurance for eligible employees. This coverage meets all of the health reform law requirements to satisfy your individual mandate under the reform law. We are pleased to continue offering this benefit as a valuable part of your total rewards at JLL. In 2014, you will also have other options to purchase health insurance, but because we offer you coverage that satisfies all the health reform requirements, you will not qualify for any federal assistance to purchase an individual or family policy on the open market. These other options include: PPO Standard Plan will be eliminated in 2015 Due to provisions of the Affordable Care Act driving market changes, this is the last year you will be able to enroll in the Standard Plan. That makes this year a great opportunity to switch now to a plan with a Health Savings Account to start saving this year for future medical expenses and receive the triple tax savings. Public health insurance marketplaces/exchanges You can shop for coverage in an online public health insurance marketplace/exchange and compare available policies based on price, benefits and quality. Each state is required to have an online public marketplace available for health insurance coverage in 2014 (if a state does not establish one, the federal government will operate an exchange for the state s residents). Because JLL offers you coverage that satisfies all requirements under the health reform law, you and your dependents will not qualify for federal financial assistance (premium tax credits) for any coverage you purchase on the public exchange. Private marketplaces/exchanges A variety of private exchanges will serve as marketplaces where you can compare health plans and buy coverage. For example, an insurance company might create a private exchange that serves some of the same functions as a public exchange, but cannot offer federal financial assistance to individuals purchasing coverage. In addition, some health insurance companies are opening retail stores where you can shop for a policy, check on claims and get one-on-one health education coaching Health insurers and brokers Health insurance companies will sell plans directly to you through their own websites and call centers. You can shop for yourself through the exchanges, or you can enlist the assistance of an insurance agent or broker. Note: If you decide to purchase health care insurance through the marketplace/exchange, you will not be allowed to take advantage of the Benefits Solutions Group or the Personal Advocate Program to help resolve your claims issues. Visit HealthCare.gov to learn more. 3

4 Meet ALEX, your personal benefits assistant Need help picking the best benefits plan for you and your family during Open Enrollment? Try ALEX, your personal benefits assistant Choosing the right benefits plan for you and your family is important and it can be tricky too. That s why you ll want to talk with ALEX, your personal benefits assistant. We know what you re thinking who s ALEX and what does he have to do with my benefits? ALEX is the host of a highly interactive online conversation that guides you through the process of selecting your benefits. It provides a simple, fun and quick way to help you pick the best benefit plans for you and your family. The best thing about ALEX? He s funny, doesn t speak insurance-talk and is available to help you figure out which JLL benefits plans will best serve your needs (anonymously, of course). Even better, ALEX can be accessed anytime and anywhere as long as there is an internet connection (including at home by your spouse or domestic partner). Visit to watch a brief demo. Go to and get started with using ALEX today! 4

5 Tips for Saving on Healthcare Costs Part of choice is your decision to choose to act on things that will save on your healthcare costs. How many of the below actions are you willing to do to put some extra money in your pocket? Wellness Pledge Agree to take a Health Assessment and not smoke, or complete a free stop smoking program and receive a significant premium reduction. Cover your spouse or domestic partner on his/her employer s medical plan If you decide to cover a spouse or domestic partner on a JLL medical plan, and he or she is able to receive medical coverage from his/her employer, you will be charged a $100 per month fee in addition to the additional cost of the medical plan election that you make. Choose the right medical option for you and your family Make sure you choose the best option based on premium, plan benefits, expected claims, availability of a company HSA contribution and comfort level with paying for unexpected claims. Take advantage of ALEX, a new online tool to help you pick the best plan for you and your family. Preventive exams Identifying and treating/eliminating health risks before they turn into large claims can save you money. Make sure to get regular preventive care exams paid at 100 percent by Jones Lang LaSalle (in-network only). Biometric screenings Obtaining your biometrics qualifies you for Health Reward dollars and helps you avoid potential future and costly claims. Health and Wellness Coaching Take advantage of free personal wellness and health coaching to help manage a health risk or medical condition. Use network and premium providers (UnitedHealthCare only) Staying in-network gets you better benefit coverage. Using premium providers can save you even more money. Health Rewards Earn up to $625 for yourself and $625 for your spouse/domestic partner a great way to earn back a percentage of your premium. Additional dollars can be earned for cancer screening and diabetes management, where applicable. The Kaiser Permanente program differs from the UHC program. See the Kaiser Permanente Health Rewards section in the open enrollment guide for more details. Health Savings Account (HSA) Elect Plus or Basic coverage and receive a $600 (single) or $1,200 (plus one or family) annual company contribution. Tax savings and money are available towards current and future expenses. 5

6 2014 changes at a glance Changes regardless of medical carrier Purchased Time Off: You wanted to be able to purchase more time off. Now you can! Purchased Time Off allows eligible employees to purchase up to three additional days of PTO. This election will be on a quarterly basis starting Q1 of Health Savings Accounts (available for Plus or Basic medical plans): Significant improvements include funding of JLL contributions at the beginning of each month and an increase in the amount of tax free contributions you can make. Wellness Pledge: Those taking the Wellness Pledge will continue to receive a significant discount in their medical contributions. However, the requirements of the Pledge are changing slightly. In order to receive a significant discount on monthly medical contributions, each of your covered dependents and you must agree to the following: o Not to smoke or use tobacco products. o To complete a Health Assessment offered through your medical insurance carrier. Annual out-of-pocket maximums are increasing for the Standard medical plan. Spouse Surcharge is a fee you pay for medical coverage if you choose to enroll your spouse/domestic partner for coverage in a Jones Lang LaSalle medical plan where coverage through his/her employer is available. The additional contribution amount is $1,200 per year. New! Critical Illness Insurance upgrade now offers two covered benefits option choices at $15,000 for the Basic plan or $30,000 for the Plus plan. New! Group Accident Insurance: Now you can be better prepared financially to handle an accident. New! We now offer you a choice of three comprehensive dental programs through MetLife. The Basic, Standard and Plus plans. New! Jones Lang LaSalle introduces a new vision benefit from UnitedHealthcare in addition to the current option we provide through VSP. Now you have the choice of two benefit options. Our life insurance offering will change in 2014 to give you the flexibility to choose the best coverage for you and your family. o Non Directors All employees will receive company paid life and AD&D insurance equivalent to 1x base salary (flat dollar amount for those that are commission eligible). Additional credits will be provided to you that you can use to purchase supplemental coverage or use towards other benefits. Directors are not eligible for the credit. Maximum coverage amount for Basic Life and AD&D will increase from $250,000 to $300,000. o Directors (National, Regional and International) Basic Life and Basic AD&D is increasing from $250,000 to $300,000. New! While we will continue to offer company paid Employee Assistance Plan (EAP) services through Guidance Resources, we re introducing three new buy-up options for additional services: FinancialPoint Plus, EstateGuidance and ParentGuidance. UHC Medical Plan Specific Changes The Health Rewards program awards are increasing in All employees can now earn up to $625 (up from $500 per employee), with an additional $625 per spouse/domestic partner. Selective changes have been made to the Prescriptive Drug List (PDL). Please review the PDL located on the Total Rewards site at Kaiser Permanente Medical Plan Specific Changes New! Kaiser Permanente will now be available in the Mid-Atlantic Region, which includes Washington, DC, and the surrounding Virginia and Maryland area. Kaiser Permanente will still be available in California, Oregon and Hawaii. The prescription drug benefit provided through the Hawaii Kaiser plan will now provide participants with a three-tier plan design. The change in design is directed to provide cost effective alternatives that reduce out of pocket costs for our employees and overall plan costs. Participants can realize cost savings by utilizing generic drugs when available. Hawaii Employee Plan Specific Changes New! Jones Lang LaSalle is introducing a new Medical Plan from HMSA (Independent licensee of the Blue Cross and Blue Shield Association) alongside the current option we provide through Kaiser Permanente. 6

7 My Total Rewards: About You. For You. Eligibility All Employees You are eligible to participate in the Jones Lang LaSalle employee benefit plans if: You are an employee of Jones Lang LaSalle who works at least 30 hours per week. You are not covered by a collective bargaining agreement that provides alternative coverage. You are not hired as a temporary employee. You work between hours per week as a Hawaii employee (Medical only). See the Total Rewards website at for more information about dependent eligibility, family status changes and to learn when coverage begins and ends. Note: Make your elections carefully. Unless you experience an IRS-qualified status change, you cannot change your elections until the Open Enrollment period for 2015 benefits. If you experience an IRS-qualified status change during the year, you must notify the Benefits Solutions Group within 31days after the event has occurred. Please note: Independent Contractors should refer to the Benefits Open Enrollment Guide for Independent Contractors on the Total Rewards website at Dependents Eligible dependents include: Your spouse or domestic partner. Please refer to Dependent Affidavit for eligibility criteria surrounding domestic partners. Your children who are less than 26 years old. Disabled dependents. Disabled dependents must be certified while covered under the medical plan for continuation of coverage. If you enroll a new dependent who is not currently enrolled, you are required to provide documentation within 45 days after enrolling in the benefits plans. It is your responsibility to compile the required documentation and send it to the Benefits Solutions Group. If you do not provide the required documentation within 45 days, your dependent coverage terminates. Employees can fax, upload online or mail documents to the following: Online Upload: Secure Fax: Mail: Dependent Verification Center PO Box 1401 Lincolnshire, IL

8 Preparing for Enrollment: what you should be thinking about before you enroll At JLL, we strive to provide quality benefits, resources and programs that meet the full range of our employees needs from preventive care to well-being to condition-related care many of which are dealt with in the health plans. So it s important to look beyond your s, and consider the coverage that will help you achieve your health goals as well as meet your health care needs year-round. Prepare to Enroll Ready to enroll Evaluate all the options to assure the right plan for you. Use ALEX to help you decide by going to Listen to available podcasts and videos on the Total Rewards site. Log onto Select the enroll now button for Annual Enrollment and go through the seven steps of the enrollment flow. Enroll your spouse/domestic partner or child under another employer s medical plan to potentially save money. Agree to the Wellness Pledge and determine if you meet the requirements for Enrolling has never been easier! When you re ready to enroll, it s simple and convenient to make your benefit elections at your source for complete, personalized information about your coverage options and costs. Log on to review your existing coverage, see your 2014 monthly costs, and use ALEX, your personal benefits assistant, to help you find the best health care plan for you and your family. Then, when you re ready, you can enroll online or by phone. Don t have easy access to a computer? No problem! Call the Benefits Solutions Group at and a dedicated benefits expert will help you enroll today. Important: If you do not enroll and take action, your current elections will not rollover. You must enroll in a medical plan or waive your coverage for

9 Section for U.S. employees participating in the UnitedHealthCare Plan (Excluding Hawaii) 9

10 Summary of UnitedHealthCare (UHC) program features PPO Standard PPO Plus PPO Basic Feature In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network Who provides care Network doctor or hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital Network doctor or hospital Preventive Care Routine physical exam Well-child care Well-woman exam Immunizations Screenings 100% without having to meet 60% of allowable amount without having to meet 100% without having to meet 60% of allowable amount without having to meet 100% without having to meet 50% of allowable amount without having to meet Annual Deductible You only You +1 You + 2 or more $500 $1,000 $1,250 $1,250 $2,500 $3,125 Coinsurance (Company pays) 80% 60% of allowable amount after $1,250 $2,500 $3,125 $3,125 $6,250 $7,800 80% 60% of allowable amount after $2,700 $5,400 $6,750 $5,400 $10,800 $13,500 70% 50% of allowable amount after Annual Out-of-Pocket Maximum Individual OOP Max based off EE OOP No Individual OOP Max No Individual OOP Max You only You +1 You + 2 or more $2,200 $4,400 $5,500 $5,500 $11,000 $13,750 $3,000 $6,000 $7,500 $7,500 $15,000 $20,000 $5,000 $10,000 $12,000 $10,000 $20,000 $24,000 HSA Company Contribution (Company pays) You only You +1 You + 2 or more Office Visit Medical Necessity Requirements Surgery or Hospital Care Maternity Care Office visits Hospital charges Infertility Treatment ($20,000 lifetime max.) **Must contact Reproductive Resource Services for authorization to receive benefits. Contact UHC at Mental Health Treatment Outpatient Inpatient hospital charges Vision Exam Therapy, Chiropractic care, Private duty nursing N/A N/A Company contributions are prorated: 80% after 60% of allowable amount after 80% after $600 $1,200 $1,200 60% of allowable amount after No pre-authorization is needed for services received in-network. Authorization is required for certain services received out-of-network.* If pre-authorization not obtained but determined medically necessary by UHC: $250 penalty If determined not medically necessary by UHC: No benefits will be paid 80% after 80% after 80% after 80% after 60% of allowable amount after 60% of allowable amount after Not covered 60% of allowable amount after 80% after 80% after 80% after 80% after 60% of allowable amount after 60% of allowable amount after Not covered 60% of allowable amount after Company contributions are prorated: 70% after 70% after 70% after 70% after 70% after $25 co-pay, one exam every calendar year After is met. Coinsurance applies. Per calendar year maximum visits allowed: Physical, occupational and speech 25 visits; Chiropractic 30 visits; Private Duty Nursing 35 visits. * Services requiring pre-notification when received out-of-network Accidental dental Home health care services Hospice services $600 $1,200 $1,200 50% of allowable amount after 50% of allowable amount after 50% of allowable amount after Not covered 50% of allowable amount after Reconstructive procedures Mental health/substance abuse services Inpatient hospital stays BRCA testing (breast cancer susceptibility) Non-emergent ambulance Skilled nursing / inpatient rehab facilities Inpatient maternity stays greater than 48 hours and again at 96 hours Durable medical equipment > $1,000 including insulin pumps Rehab Services (outpatient) chiropractic Bariatric coverage is available in-network only. Surgery (outpatient) - diagnostic catheterization, electrophysiology implant, sleep apnea surgeries Therapeutics (outpatient) dialysis, intensity modulated radiation therapy, MR-guided focused ultrasound Transplant services Congenital heart disease resource services and surgeries Pregnancy Healthy Pregnancy Clinical Trials Notification Program 10

11 Health Rewards program for employees participating in the UHC medical plan The Health Rewards program incents you to make smart choices to improve or maintain your health and rewards you for taking action and getting healthy results. When you and your spouse or domestic partner enroll in a UnitedHealthcare medical plan, you will automatically receive a personalized scorecard that identifies opportunities for you to earn $625 per employee and an additional $625 per spouse/domestic partner. $75 - Complete Preventive Visit $50 - Complete and Submit all Four Biometrics $200 - Target BMI or Complete Health Coaching $100 - Target LDL or Complete Health Coaching $100 - Target FBS or A1c or Complete Health Coaching $100 - Target Blood Pressure or Complete Health Coaching Total maximum: $625 Additional opportunities for those eligible for cancer screenings: $50 - Breast Cancer Screening $50 - Cervical Cancer Screening $50 - Colorectal Screening Additional opportunities for those eligible for diabetes management: $25 - Diabetes-Complete Dilated Eye Exam Diabetes-Complete Second Hemoglobin A1c (HbA1c) Test Diabetes-Complete Creatinine or Urine Protein Test 11

12 Medical/Rx rates for UHC Contribution bands Annual premiums are based in part on your annual base salary and your role with the company as of September 1, 2013: Band One National, Regional and International Directors Band Two Employees who earn $60,000 or more, with the exception of those who fall under Band One Band Three Employees who earn less than $60,000 Note: Commission-eligible employees will fall under Band One or Band Two. Spousal Surcharge While some companies have actually done away with coverage for spouses/partners altogether, this contribution enables us to continue offering a healthcare option for your spouse/partner by spreading the costs between you and the firm. By managing costs this way, everyone s premiums and cost-sharing will increase less rapidly without minimizing coverage. If you enroll an employed spouse/domestic partner in a Jones Lang LaSalle medical plan, the $1,200 annual surcharge will automatically be deducted beginning with your first 2014 paycheck, and deductions will not be refunded. If the Working Spouse/Partner Contribution does not apply to you, you must complete your enrollment and select Working Spouse/Partner Contribution Does Not Apply for The Working Spouse/Partner Contribution does not apply if: o You do not enroll your spouse/domestic partner in medical coverage o Your spouse/domestic partner is not employed o Your spouse/domestic partner is employed but is not eligible for medical coverage through his/her employer o Your spouse/domestic partner is eligible for and/or is enrolled in Medicare/Medicaid o You and your spouse/domestic partner both work at Jones Lang LaSalle Your cost for medical coverage Below are the employee contributions for 2014 medical/rx plans. You can significantly reduce the cost of your premium contribution if you agree to the Wellness pledge when you enroll for your 2014 medical elections. You can also earn back health care dollars by participating in the Health Rewards bonus program, earning up to $625 per employee and $625 per spouse/domestic partner. Jones Lang LaSalle continues to pay 76 percent of healthcare costs. For more information on the Health Rewards Bonus program and the Wellness Pledge, please refer to the Total Rewards website at UnitedHealthcare rates for employees not participating in the Wellness Pledge PPO Standard PPO Plus PPO Basic Employee annual contribution Contribution Band You only You+1 You + 2 or more You only You+1 You + 2 or more You only You+1 You + 2 or more Band One 1, , , , , , , Band Two 1, , , , , , , Band Three 1, , , , , , , Example If you enroll in the Plus plan with Employee only coverage, Band 2 and do not participate in the Wellness Pledge your annual premium will be $ If you participate in the Wellness Pledge, you can significantly reduce your annual premium to $ That is a savings back in your pocket of $113.76! UnitedHealthcare rates for employees participating in the Wellness Pledge PPO Standard PPO Plus PPO Basic Employee annual contribution Contribution Band You You +1 You + 2 or more You only You +1 You + 2 or more You only You +1 You + 2 or more Band One 1, , , , , , , Band Two 1, , , , , , , Band Three 1, , , , , , , ,

13 Prescription drug coverage UHC Each medical plan option provides comprehensive prescription drug coverage as described below. For more information about prescription drugs, refer to the Prescription Drug Information section at The same prescription drug benefit applies to all three plans. However, eligibility for benefit payment differs by plan. Standard Benefits are paid for all prescription drugs before medical is met Your prescription drug coinsurance does count toward your out-of-pocket limit Plus and Basic Preventive: benefits paid before medical is met. Prescription drug coinsurance applies to your out-of-pocket limit. Non-Preventive: benefits not paid until medical is met. After the medical is met, you start paying coinsurance, which also applies to your out-of-pocket limit Check preventive drug list on at United HealthCare Prescription Drug benefits- Standard, Plus, Basic plans Prescription drug benefits - PPO Standard, PPO Plus, PPO Basic plans Retail (30-day supply) Mail Order (90-day supply) Tier 1 You pay 10% coinsurance ($5 minimum, $50 maximum) You pay 10% coinsurance ($12.50 minimum, $125 maximum) Tier 2 You pay 20% coinsurance ($30 minimum, $75 maximum) You pay 20% coinsurance ($75 minimum, $ maximum) Tier 3 You pay 40% coinsurance ($50 minimum, $100 maximum) You pay 40% coinsurance ($125 minimum, $250 maximum) Infertility drugs $5,000 lifetime maximum Following the chart above, if, for example, your long-term prescription drug falls into Tier 2, you have to pay 20 percent of the coinsurance, which would be a $75 to $ payment. Progression Rx (Step Therapy) Most medical conditions have multiple medication options. Although the options clinical effectiveness may be similar, their prices vary widely. With the Progression Rx (step therapy) Program, you get the treatment you need, usually at a lower cost. With this program, you need to try a Step 1 medication first, before a Step 2 medication may be covered. If you bring a prescription for a Step 2 medication to the pharmacy, our system will automatically check your claims history for a Step 1 medication. If you have claims history for a Step 1 medication, the Step 2 medication may be processed. If not, the pharmacist will contact your doctor. The pharmacist will also get a message that explains the Progression Rx program and the Step 1 medication options offered for drug coverage. However, only you and your doctor make decisions about your treatment and medication options. Mandatory Mail Rx UHC mandatory mail-order service is required for those participants that are taking covered medications on a long-term basis. As a result, your cost will be much lower. If you use the mail-order pharmacy option, you will pay the mail-order coinsurance for up to a 90-day supply. If you purchase your covered long-term medication at a retail pharmacy, you will pay the entire cost for those medications after the second purchase. To help you transition to mail-order service the first two times you purchase a new long-term covered medication at a retail pharmacy, you will pay your retail co-payment. After that, you will pay the entire cost. On the other hand, you should continue to purchase short-term covered medications at a retail pharmacy. You will pay your retail pharmacy co-payment for short-term medications. 13

14 Section for U.S. employees participating in the Kaiser Permanente Plan (California, Oregon and Mid-Atlantic Region, which includes Washington, DC, and the surrounding Virginia and Maryland area) 14

15 Plan Summary Chart for California, Oregon and Mid-Atlantic Region employees participating in the Kaiser Permanente Plan The comparison chart below provides you with an overview of our medical programs. Please review the information carefully as you cannot change your medical option until the next open enrollment period unless you have a qualified family status change. Important note: The Kaiser Permanente plan is only available to employees based in California, Oregon and Mid-Atlantic Region, which includes Washington, DC, and the surrounding Virginia and Maryland area. Who Provides Care Preventive Care: Routine physical exam Well-child care Well-woman exam Immunizations Screenings Annual Deductible You only You +1 KP STANDARD OPTION KP PLUS OPTION KP BASIC OPTION There are no out-of-network benefits available. Only services provided by a Kaiser Permanente provider are considered covered benefits. 100% 100% 100% $500 $1,250 $1,250 $1,250 $3,125 $3,125 You + 2 or more Coinsurance 80% 80% 70% Annual Out-of-Pocket Maximum (includes ) You only You +1 You + 2 or more HSA Company Contribution You only You +1 You + 2 or more $2,200 $5,500 $5,500 N/A $3,000 $7,500 $7,500 Contributions are prorated $600 $1,200 $1,200 $2,700 $6,750 $6,750 $5,000 $12,000 $12,000 Contributions are prorated $600 $1,200 $1,200 Office Visit 80% after 80% after 70% after Surgery or Hospital Care Inpatient Outpatient 80% after 80% after 70% after Infertility Treatment Mental Health Treatment Outpatient Inpatient hospital charges 50% Coinsurance after 50% Coinsurance after 50% Coinsurance after (for diagnosis and treatment) (for diagnosis and treatment) (for diagnosis and treatment) 80% after 80% after 70% after Vision Exam 80% after 80% after 70% after 15

16 Medical/Rx rates for Kaiser Permanente Contribution bands (California, Oregon and Mid-Atlantic employees) Annual premiums are based in part on your annual base salary and your role with the company as of September 1, 2013: Band One National, Regional and International Directors Band Two Employees who earn $60,000 or more, with the exception of those who fall under Band One Band Three Employees who earn less than $60,000 Note: Commission-eligible employees will fall under Band One or Band Two. Spousal Surcharge While some companies have actually done away with coverage for spouses/partners altogether, this contribution enables us to continue offering a healthcare option for your spouse/partner by spreading the costs between you and the firm. By managing costs this way, everyone s premiums and cost-sharing will increase less rapidly without minimizing coverage. If you enroll an employed spouse/domestic partner in a Jones Lang LaSalle medical plan, the $1,200 annual surcharge will automatically be deducted beginning with your first 2014 paycheck, and deductions will not be refunded. If the Working Spouse/Partner Contribution does not apply to you, you must complete your enrollment and select Working Spouse/Partner Contribution Does Not Apply for The Working Spouse/Partner Contribution does not apply if: o You do not enroll your spouse/domestic partner in medical coverage o Your spouse/domestic partner is not employed o Your spouse/domestic partner is employed but is not eligible for medical coverage through his/her employer o Your spouse/domestic partner is eligible for and/or is enrolled in Medicare/Medicaid o You and your spouse/domestic partner both work at Jones Lang LaSalle Your cost for medical coverage: Below are the employee contributions for 2014 medical/rx plans. You can significantly reduce the cost of your premium contribution if you choose to agree to the Wellness Pledge when you enroll for your 2014 medical elections. You can also earn back health care dollars by participating in the HealthWorks program and earn up to $300 per employee and $300 per spouse/domestic partner. For more information on the HealthWorks program and the Wellness Pledge, please refer to the Total Rewards website at Jones Lang LaSalle continues to pay 76 percent of health care costs. Annual contribution rates for those employees NOT participating in the wellness pledge KP STANDARD KP Plus KP Basic Contribution Band You only You+1 You + 2 or more You only You+1 You + 2 or more You only You+1 You + 2 or more Band , , , Band , , , Band , , Example If you enroll in the Plus plan with Employee only coverage, Band 2, and do not participate in the Wellness Pledge, your annual premium will be $ If you participate in the Wellness Pledge you can significantly reduce your annual premium to $ That is a savings back in your pocket of $94.68! Annual contribution rates for those employees participating in the wellness pledge KP STANDARD KP Plus KP Basic Contribution Band You only You + 1 You + 2 or more You only You + 1 You + 2 or more You only You + 1 You + 2 or more Band , , , Band , , Band , ,

17 Health Rewards Program for those covered under Kaiser Permanente (Hawaii is not included) Reward opportunities include: $100 Completion of a biometric screening $100 Completion of an online Healthy Living Program $100 Completion of a flu shot Total maximum reward amount: $300 Additional opportunities for those eligible for cancer screenings: $100 Kaiser Permanente Prescription drug coverage California, Oregon and Mid-Atlantic Each medical option provides comprehensive prescription drug coverage as described below. All prescriptions must be filled through a Kaiser Permanente pharmacy. Standard Plan Benefits are paid for all prescription drugs before medical is met. Prescription drug coinsurance does count toward your out-of-pocket maximum. Plus and Basic Prescription drug benefits are not paid until you meet your medical. Once you meet your, coinsurance does count toward your out-of-pocket maximum. Prescription Drugs Pharmacy/Retail: Generic Pharmacy/Retail: Brand Pharmacy/Retail: Day Supply Mail Order - Generic Mail Order - Brand Mail Order - Day Supply Kaiser Permanente-Oregon + California $10 Co-pay $30 Co-pay 30-day supply $20 Co-pay $60 Co-pay 90-day supply 17

18 Medical Section for Hawaii employees participating in the Kaiser Permanente Plan 18

19 Plan Summary Chart Comparison for Hawaii employees participating in the Kaiser Permanente plan or the new HMSA plan The comparison chart below provides you with an overview of our medical programs. Please review the information carefully as you cannot change your medical option until the next open enrollment period, unless you have a qualified family status change. Feature KAISER PERMANENTE - HAWAII HMSA - HAWAII Who provides care There are no out-of-network benefits available. Only services provided by a Kaiser Permanente provider are considered covered benefits. Annual None None Maximum benefits while insured Unlimited Unlimited Annual out-of-pocket maximum (includes ) Employee $2,500 $2,500 Employee +1 $5,000 $5,000 Family $7,500 $7,500 Office Visits $25 per office visit $20 per office visit Preventive care (Routine physical exam, Well-child care, Wellwoman care, Immunizations, Screenings) 100% covered 100% covered Surgery or hospital care Inpatient Outpatient surgery Mental health coverage Outpatient Inpatient hospital $150 per day for inpatient care $25 per visit for outpatient surgery $25 per visit for outpatient $150 per day for inpatient 2014 Annual Contribution Rates Coverage Level Kaiser Permanente HMSA There are no out-of-network benefits available. Only services provided by a HMSA provider are considered covered benefits. No charge for inpatient care $20 per visit for outpatient surgery $20 per visit for outpatient $75 per day for inpatient EE Only $ $ EE + 1 $ $ EE + Family $ $ Kaiser Permanente Prescription drug coverage Hawaii Each medical option provides comprehensive prescription drug coverage as described below. Note Kaiser Plan: All prescriptions must be filled through a Kaiser Permanente pharmacy. Prescription Drugs Kaiser Permanente - Hawaii Pharmacy/Retail: Generic Maintenance*** $5 copay per prescription Pharmacy/Retail: Generic $10 Co-pay Pharmacy/Retail: Brand $35 Co-pay Pharmacy/Retail: Day Supply 30-day supply Mail Order: Generic Maintenance**** $10 copay per prescription Mail Order - Generic $20 Co-pay Mail Order - Brand $70 Co-pay Mail Order - Day Supply 90-day supply HMSA Prescription drug coverage Hawaii Prescription Drugs HMSA - Hawaii Pharmacy/Retail: Generic $7 Co-pay Pharmacy/Retail: Preferred Brand $30 Co-pay Pharmacy/Retail: Other Brand $30 Plus $45 other brand name cost share Mail Order - Generic $11 Co-pay Mail Order Preferred Brand $65 Co-pay Mail Order Other Brand $65 plus $135 other brand name cost Share Note HMSA Plan: When a prescribed brand name drug has a generic equivalent that is listed on the Hawaii Drug Formulary of Equivalent Drug Products, the member will be responsible for the appropriate copayment plus the difference between the generic and brand name cost. This procedure will apply regardless of whether the member chose not to use the generic equivalent or the particular generic equivalent was not available at the pharmacy. 19

20 Additional benefits information for all U.S. employees 20

21 Jones Lang LaSalle Dental Overview Good news! You now have a choice of three dental options. Triple Option Dental Benefit Summary Plan Type Annual Deductible (Preventive Services are not subject to ) Basic In/Out of Network $50 Individual $150 Family Standard In/Out of Network $50 Individual $150 Family Plus In/Out of Network $25 Individual $75 Family Annual Maximum $1,000 per person $2,000 per person $2,500 per person Orthodontic Services $1,000 per person $2,000 per person $2,500 per person Diagnostic & Preventive Services Oral exams 2 per cal yr Cleanings 2 per cal yr Flouride treatment- 1 per cal yr to age 18 X-rays- Bitewings 1 per cal yr, Full mouth 1 per 5 yr Sealants- 1 per 3 yrs to age 16 Space maintainers- no limit Basic Fillings Resin, Composite Amalgam Endodontic Covered Periodontal surgery- 1 in 3 yrs Periodontal Scaling/Root Planning- 1 in 2 yrs Oral surgery- Covered Extractions- Covered Major Inlay, Onlay, Crowns 1 per 8 yrs Dentures/Bridges 1 per 8 yrs General Anesthesia Covered Implants 1 per 8 yrs Orthodontics Covered for Children and Adults In Network 100% Out of Network 100% In Network 70% Out of Network 60% In Network 50% Out of Network 40% In Network 50% Out of Network 40% In Network 100% Out of Network 100% In Network 80% Out of Network 80% In Network 50% Out of Network 50% In Network 50% Out of Network 50% In Network 100% Out of Network 100% In Network 80% Out of Network 80% In Network 60% Out of Network 60% In Network 50% Out of Network 50% MetLife Annual Dental Rates Basic Standard Plus Contribution Band You Only You + 1 You + 2 or more You Only You + 1 You + 2 or more You Only You + 1 You + 2 or more Band Band Band For more information about the Dental Plan options, please visit the Total Rewards website at 21

22 Vision Plan Comparison Chart Summary for VSP and the New! United Healthcare Vision Plan Good News! You now have a choice in vision care programs in Feature UnitedHealthcare Vision Program In Network VSP Vision PPO In Network Your annual contribution You Only: $ You + 1: $ You + 2 or more: $ You Only: $90.12 You + 1: $ You + 2 or more: $ How to obtain benefits Eye Exam Schedule an appointment with UnitedHealthcare Vision provider of your choice. You may have an exam every 12 months, lenses every 12 months, frames every 12 months or contact lenses every 12 months. $10 Co-payment or up to $50 allowance out of network. Schedule an appointment with a provider in the VSP covered network. You may have an eye exam every 12 months, frames every 24 months, contact lenses every 12 months. $10 Co-payment or up to $50 allowance out of network. Glasses $20 Copayment for lenses and frame up to $170 value. For glasses over $170, you receive up to a 30% discount at select locations. $20 Co-payment for lenses and frame up to $170 value. For glasses over $170 employee pays the difference less a 20% discount. Contact Lenses Covered Lens Options Laser Vision Correction, Mail Order Contacts and Hearing Aids Out of Network Coverage Plan provides a $175 allowance towards full cost. Medically necessary contacts are covered in full. Premium, Deluxe or Standard Progressive Lenses, Standard Anti-Reflective Coating, Polycarbonate Lenses for both Adults and Children and Standard Scratch Coating UnitedHealthcare Vision provides access to additional discounts UnitedHealthcare Vision offers allowances for an exam, lenses, and frame and contacts lenses. Payment is due to provider at time of service and a claim for reimbursement must be submitted by member. Plan provides a $130 allowance towards full cost. Medically necessary contacts are covered in full after $20 copay. Single vision, bifocal, trifocal, lenticular, scratch resistant coating, tint. VSP provides access to Laser Vision correction discounts VSP offers allowances for an exam, lenses, frames, contact lenses and laser vision correction. Payment is due to provider at time of service and a claim for reimbursement must be submitted by member. For more information about Vision, please visit the Total Rewards website at 22

23 Reimbursement Accounts JLL offers both a Health Savings Account (HSA) and a Flexible Spending Account Healthcare (FSA). While both provide the opportunity for significant tax savings, there are important differences as shown below. HSA vs. Healthcare FSA: Eligibility Medical Option Account eligibility Can be used for: Standard Plan Regular FSA Medical / Dental / Vision expenses No HSA N/A Plus and Basic Plans HSA Limited Purpose FSA Medical / Dental / Vision expenses Dental / Vision expenses only HSA vs. FSA: Benefit Comparison Benefit FSA HSA Tax Savings Yes Yes Your Maximum Contributions $2,500 You Only: $2,700 You + 1/You + 2 or more: $5,350 Employees over age 55 can make an additional contribution up to $1,000 Company Contribution $0 You Only: $600 You + 1/You + 2 or more: $1,200 (funded at the beginning of the month) Automatic Enrollment No Company contributions: Yes Your contributions: No Use-It-or-Lose-It rule Yes No Interest Earned No Yes Additional Investment Options (Money Markets, Stocks) No Yes You Keep Money if you Terminate Employment No Yes Note: The IRS allows you to enroll in both options, but if you do enroll in both, your eligible expenses in the FSA will include dental and vision only. This may be a good option for participants who may have high dental and vision expenses; and for medical expenses after you meet your. For more information on Reimbursement Accounts visit the Total Rewards website at 23

24 Child/Elder (Dependent) Care FSA JLL offers a Flexible Spending Account to promote tax savings for children and eldercare. The Dependent Care FSA reimburses you for expenses incurred in the form of wages paid to a licensed baby sitter, licensed day care center, nursery school, adult day care center, or housekeeper caring for an eligible dependent. You will also receive a debit card for eligible expenses. If you live in the states of Massachusetts, Maine and New Hampshire you will not receive a Consumer Account MasterCard from UnitedHealth Care. You will need to submit claims for reimbursement through UnitedHealth Care. Use the money for Healthcare FSA Reimbursement for medical, dental and/or vision expenses. NOTE: you can no longer use for over the counter medication without a prescription. Dependent (child) care FSA Reimbursement for expenses incurred in the form of wages paid to a baby sitter, licensed day care center, and adult day care center up to age 13. Contributions Participation Portability Portability Contributions to both FSA accounts are on a pre-tax basis. This is solely an employee funded account and JLL makes no funding contributions. You must enroll each year if you wish to participate in an FSA plan. Any money left in the account is forfeited at the end of the calendar year, or after all eligible claims have been paid. IRS Annual Contribution Limits IRS Annual Limits $2,500 $5,000 For more information about the Child/Elder (Dependent) Care FSA visit the Total Rewards website at 24

25 Critical Illness Insurance Critical Illness Insurance pays a lump sum amount if you or a covered dependent (spouse, domestic partner, child) contract a covered critical illness. To apply for critical illness insurance, you must have medical insurance in place, but it doesn t have to be the coverage provided by Jones Lang LaSalle; you could be covered under your spouse or domestic partner s employer. Critical Illness Insurance Eligible Individual Initial Benefit Requirements You Only (Employee) Initial Benefit Amount of Basic Plan ($15,000) or Plus Plan ($30,000) Coverage is guaranteed provided you are actively at work. You + 1 (Spouse/Domestic Partner 1 * or Dependent Child(ren) 2*) You + 2 or more (Spouse/Domestic Partner 1 and Dependent Child(ren) 2 100% of the employee s Initial Benefit Coverage is guaranteed provided the employee is actively at work and the spouse/domestic partner or dependent is not subject to a medical restriction as set forth on the enrollment form and in the Certificate. 100% of the employee s Initial Benefit Coverage is guaranteed provided the employee is actively at work and the spouse/domestic partner and dependent is not subject to a medical restriction as set forth on the enrollment form and in the Certificate. Your Initial Benefit provides a lump-sum payment upon the first diagnosis of a Covered Condition. Recurrence Benefit 3 is paid when a covered person is diagnosed with another occurrence of the same Covered Condition for which an Initial Benefit was previously paid. The maximum amount that you can receive through your Critical Illness Insurance plan is called the Total Benefit and is 3 times the amount of your Initial Benefit. This means that you can receive multiple Initial Benefit and Recurrence Benefit payments until you reach the maximum of 300% or $15,000 or $30,000. Please refer to the table below for the percentage benefit amount for each Covered Condition. Covered Conditions Initial Benefit Recurrence Benefit Full Benefit Cancer 4 100% of Initial Benefit 50% of Initial Benefit Partial Benefit Cancer 4,5 25% of Initial Benefit 12.5% of Initial Benefit Heart Attack 100% of Initial Benefit 50% of Initial Benefit Stroke 6 100% of Initial Benefit 50% of Initial Benefit Coronary Artery Bypass Graft 100% of Initial Benefit 50% of Initial Benefit Kidney Failure 100% of Initial Benefit Not applicable Alzheimer s Disease 7 100% of Initial Benefit Not applicable 22 Listed Conditions 8 25% of Initial Benefit Not applicable 22 Listed Conditions MetLife Critical Illness Insurance will pay 25% of the Initial Benefit Amount for each of the 22 Listed Conditions until the Total Benefit Amount is reached. A Covered Person may only receive one payment for each Listed Condition in his/her lifetime. Addison s disease (adrenal hypofunction); amyotrophic lateral sclerosis (Lou Gehrig s disease); cerebrospinal meningitis (bacterial); cerebral palsy; cystic fibrosis; diphtheria; encephalitis; Huntington s disease (Huntington s chorea); Legionnaire s disease; malaria; multiple sclerosis (definitive diagnosis); muscular dystrophy; myasthenia gravis; necrotizing fasciitis; osteomyelitis; poliomyelitis; rabies; sickle cell anemia (excluding sickle cell trait); systemic lupus erythematosus (SLE); systemic sclerosis (scleroderma); tetanus; and tuberculosis. Major Organ Transplant Benefit Payment is 100% of the Initial Benefit Amount. This payment is in addition to your Total Benefit Amount payable for the Covered Conditions listed above. 25

26 Example of Initial & Recurrence Benefit Payments The example below illustrates an employee who elected an Initial Benefit of $15,000 and has a Total Benefit of 3 times the Initial Benefit Amount or $45,000. Illness Covered Condition Payment Total Benefit Remaining Heart Attack first diagnosis Initial Benefit payment of $15,000 or 100%. $45,000 Heart Attack second diagnosis, two years later Recurrence Benefit payment of $7,500 or 50% $22,500 Kidney Failure first diagnosis, three years later Initial Benefit payment of $15,000 or 100% $7,500 For more information about Critical Illness Insurance visit the Total Rewards website at 26

27 Group Accident It s a fact, accidents happen frequently and are costly. Protect yourself and your family s budget in the event of an accident. They can happen anytime, anywhere every 2 seconds at home and every 9 seconds on the road. You fall down some steps your spouse cuts a finger while cooking your child gets hurt on the school playground or playing sports. They can happen when you least expect them and there s no time to think about the care you may need. This Accident Insurance, underwritten by MetLife, is easy to enroll in and features: Pays benefits directly to you to be used as you see fit. You can use it to cover your insurance s, copayments, household bills and more. Competitive group rates Convenient payroll deduction helps ensure continuous, worry-free coverage Portable coverage if your employer status changes Injuries BASIC Plan PLUS Plan Fracture Benefit varies by type and number of $50 - $3,000 $100 - $6,000 broken bones Chip fractures paid at 25% of fracture benefit Dislocation Benefit varies by type and number of $50 - $3,000 $100 - $6,000 dislocations Partial dislocations paid at 25% of dislocation benefit Burn Benefit (2 nd and 3 rd degree) varies by type and $50 - $5,000 $100 - $10,000 severity of burn Skin Graft Benefit 50% of Burn Benefit 50% of Burn Benefit Concussion Benefit $200 $400 Coma Benefit $5,000 $10,000 Ruptured Disk with Surgical Repair Benefit $500 $1,000 Torn Cartilage in Knee Benefit with or without $100 or $500 $150 or $750 surgical repair Laceration (Cut) Benefit varies by length of $25 - $200 $50 - $400 laceration Torn/Ruptured/Severed Tendon/Ligament/Rotator $100 - $750 $150 - $1,000 Cuff Benefit varies by type of medical or surgical treatments and number of injuries Broken Tooth Benefit varies by repair type $25 - $100 $50 - $200 Eye Injury Benefit $200 $300 Medical Services and Treatment BASIC Plan PLUS Plan Ground Ambulance Benefit $200 $300 Air Ambulance Benefit $750 $1,000 Emergency Care Benefit varies depending on $25 or $50 $50 or $100 location of care Non-Emergency Care Benefit $25 $50 Medical Testing Benefit covers six types of medical $100 $200 tests Physician Follow-up Benefit $50 $75 Transportation Benefit travel more than 50 miles for $200 $400 follow-up treatment Therapy Services Benefit covers six types of $15 $25 therapy services Pain Management Benefit for Epidural Anesthesia $50 $100 Prosthetic Device Benefit varies by type and $500 or $1,000 $750 or $1,500 number of devices Medical Appliance Benefit varies by type and $50 - $500 $100 - $1,000 number of devices Modification Benefit primary home or vehicle $500 $1,000 Blood/Plasma/Platelets Benefit $300 $400 Inpatient Surgery Benefit varies by type of surgery $100 or $1,000 $200 or $2,000 Outpatient Ambulatory Surgery Benefit $150 $300 Continued on next page - -> 27