A Guide to Your 2014 Benefits

Transcription

1 A Guide to Your 2014 Benefits LOOK INSIDE TO LEARN ABOUT: Who are Your Eligible Dependents How to Enroll Medical Benefits Health Savings Accounts Prescription Benefits Flexible Spending Accounts Dental Benefits Visions Benefits Supplemental Life Insurance And More Enrollment Deadline: 31 days after hire

2 Contents Enrollment Overview Action Required Paying for Coverage Who Is Eligible How Do I Enroll? Changing Benefit Selection / Life Qualifying Events Medical Plans Premiums Benefits at a Glance HSA PPO (Choice Plus PPO 1500) Health Savings Accounts PPO 500 & PPO 750 (Choice Plus Plans) - 11 Prescription Benefits Flexible Spending Accounts Health Care FSA Dependent Care FSA FAQ Dental Plans Vision Plan Life / AD&D / Disability Plans Other Benefits LifeLock Subscription (k) Holidays Employee Stock Purchase Plan (ESPP) Contact Information Important Compliance Notices Important Notice from LifeLock, Inc. about your Prescription Drug Coverage and Medicare Women s Health & Cancer Rights Act of Newborns and Mothers Health Protection Act of New Health Insurance Marketplace Coverage Options and Your Health Coverage HIPPA Notice of Privacy Practice Special Enrollment Notice Premium Assistance Under Medicare and the Children s Health Insurance Program (CHIP)

3 ENROLLMENT OVERVIEW We strive to provide a portfolio of benefit and reward programs that rank among the top tier of companies. The comprehensive benefits package is available for you and your eligible dependents. We are proud of these programs and encourage you to evaluate and elect benefits that best suit your personal healthcare and financial needs. Make sure you understand when you need to make your choices and the steps that are required of you. Use the information and tools provided to get educated about your options and to make your decisions. This Benefit Guide highlights the many benefit programs available effective January 1, ACTION REQUIRED Upon hire is the first time each year you may add/delete dependents, add / change / drop medical, dental, vision and flexible spending accounts without a Qualifying Event as defined by the Internal Revenue Service. The choices you make for most of the benefit plans will be effective from January 1, 2014 through December 31, Benefits that require your review: Medical Coverage Dental Coverage Vision Coverage Flexible Spending Accounts (FSAs) Health Savings Account (HSA) Only for employees without a current account. MORE DETAILED INFORMATION ON THESE PLANS IS AVAILABLE ON THE COMPANY INTERNAL WEBSITES AND ADP PORTAL S BENEFITS SECTION. PAYING FOR COVERAGE Most employee contributions for medical, dental, vision, flexible spending and health savings accounts will be deducted through payroll on a pre-tax basis each pay period. There are a few exceptions related to coverage for domestic partners and same-sex spouses depending on the state of residence. The Company pays 100% of the premium for the following benefits and they do not require any action to enroll: Group Basic Life and AD&D Short-Term Disability (STD) Long-Term Disability (LTD) Employee Assistance Program (EAP) Who is Eligible? All full-time active employees who regularly work a minimum of 30 hours per week are eligible for benefits on date of hire. Your Eligible Dependents You can elect medical, dental, vision and supplemental life insurance/ad&d for eligible dependents, who are generally defined as: Your lawful spouse (same or opposite sex) Your lawful domestic partner (same or opposite sex; certain rules apply) Eligible dependent children may be covered until the end of the month in which they turn 26, even if they are married or do not live with you, and regardless of their student status. This coverage includes the children of your domestic partner, but does not include sons-in-law, daughters-in-law, grandchildren (not in legal guardianship), or foster children. Your children with a mental or physical disability can be covered without regard to age. However, proof that the disability began before the child s 26th birthday is required. Life Insurance: Child must be unmarried up to age 26. 3

4 HOW DO I ENROLL? 1. Simply logon to the ADP Portal. 2. Update personal data such as address, home address and phone. 3. Review dependent Information. Go to Personal Information > Dependent Information 4. Do not add new dependents during the data wizard step. For best results, use the Benefits Enrollment Wizard, even if the addition of a dependent is simply for the purpose of beneficiaries. Come back and complete your beneficiaries later. 5. Start the Benefits Enrollment process by going to Benefits > Review/Change Benefits. This step will launch a Benefits Enrollment wizard. The following three benefit enrollment options are available: Walk me through this process I know the changes I want to make Review my benefits coverage The Enrollment Wizard will walk you through the benefits you need to review. We recommend that you select the Walk me through this process option. You can check your progress while you make changes, or stop in the middle to return later, and the system will remember where you left the process. When you are finished making your changes, you will see a message that says Changes Submitted Successfully! If you have printer access, click View/Print Summary of Changes for a print out of your elections. CHANGING BENEFIT SELECTIONS/LIFE QUALIFYING EVENTS Because you pay for your coverage with pre-tax dollars, the provisions of Section 125 of the Internal Revenue Code also govern how and when you can make changes to your elections. Under the current provisions of Section 125 you may: Change the level of your coverage (e.g. move from individual to family coverage or vice versa), enroll for coverage, cancel your coverage, or make changes in your contributions once a year, during the annual open enrollment period. The only other time that you may make a change in your coverage during a year is if you have a qualified change in your family or employment status or other permitted qualifying event. In order to make mid-year changes, you must notify the administrator of the requested change in coverage within 30 days (60 days if you or your family member become eligible, or lose eligibility, for Medicaid or CHIP) of the qualifying event. The change in coverage must be consistent with the applicable qualifying event. Example: Having a baby will qualify the baby to be added to a plan, however, it would not qualify a dependent or spouse to be removed from the plan. Once a qualified status change occurs, you have 31 days (60 days if you or your family members lose/become eligible for Medicaid or CHIP) from the date of the event to contact the Human Resources Department and make changes to your benefit elections. If you do not contact the Human Resources Department within these first 31 days, (or 60 days as noted above) you will not be permitted to change your benefit elections or add/drop covered dependents until the next open enrollment period. 4

5 Benefits Allowed to Change Life Qualifying Event Medical Dental Vision Vol. Life Employee Vol. Spouse Life Vol. Child Life FSA - Dependent Care FSA - Health Care Beneficiariy Documentation Required A change in marital status: Marriage Divorce Death of Spouse A change in domestic partnership relationship A change in the number of your dependents: Birth or Adoption (or placement for adoption) Death of a Dependent Termination or commencement of employment by employee, spouse/domestic partner, or dependent A change in employee s, spouse/domestic partner s, or dependent s work hours (including a switch between full and part-time status) A change in employee s, spouse s, or dependent s place of residence or work, if the move no longer allows access to their current plan. Coverage of a child due to a Qualified Medical Child Support Order (QMCSO ) Entitlement or loss of entitlement to Medicare or Medicaid or CHIP Certain substantial changes in the cost of coverage, composition of coverage or curtailment of coverage of the employee or spouse s plan. Loss of Coverage Provided by a Governmental Or Educational Institution Marriage Certificate Divorce Decree Death Certificate Domestic Partner Affidavit & Supporting Documentation Birth Certificate Adoption Agreement Death Certificate Proof of Commencement or Loss of Coverage, such as an enrollment confirmation or termination letter Proof of Loss of Coverage due to employment status change, such as an enrollment confirmation Address Change Required QMCSO Proof of Commencement or Loss of Coverage (within 60 days) Proof of substantial change in cost such as benefits statement from spouse s open enrollment or open enrollment materials Proof of Commencement or Loss of Coverage (within 31 days) 5

6 MEDICAL PLANS MEDICAL PLANS UNITED HEALTHCARE The Company offers you a choice of three PPO medical plans using the UnitedHealthcare Choice + Network. All three plans cover the same care and have the same exclusions. Therefore, your decision should be based on your overall anticipated costs for yourself and your family, total cost of premiums and your comfort level with the different types of plan traditional PPOs (PPO 500 & PPO 750) or a high deductible health plan (HSA PPO 1500). MEDICAL COST PER PAY PERIOD HSA PPO 1500 (HDHP) PPO 750 PPO 500 EMPLOYEE $19.23 EMPLOYEE + SPOUSE $50.10 Receive $500 LifeLock HSA contribution Receive $1,000 LifeLock HSA contribution $29.48 $63.09 $44.67 $95.59 EMPLOYEE + CHILDREN $48.09 FAMILY $63.94 Receive $1,000 LifeLock HSA contribution Receive $1,000 LifeLock HSA contribution $58.96 $91.39 $89.34 $ WELCOMETOUHC.COM Find a network doctor. Choose with confidence. The UnitedHealth Premium designation program recognizes physicians for meeting quality and cost-efficiency guidelines. IN THE NEXT SECTION YOU WILL LEARN ABOUT: The differnences between the three medical plans Health Savings Accounts (HSA) Your presription benefits Find a network pharmacy. See recommended preventive care services based on your age and gender. Learn how UHC can help you make the move from another health plan or network. 6

7 ABOUT YOUR MEDICAL PLAN COVERAGE Services covered by your medical plans Here is a summary of the services the plans will cover. See your benefit plan documents for all of the details. Doctor office visits Emergency services Hospital care Lab services Mental health and substance use disorder services Outpatient care services Pregnancy and newborn care Prescription drugs Preventive care services Rehabilitative services Wellness services Your preventive care is covered 100% in our network. You don't have to pay any out-of-pocket costs (co-payment, co-insurance or deductible) for preventive care as long as you use a network doctor. Women's preventive health services are also covered, including wellwoman visits, gestational diabetes screenings and more. You have coverage for a wide range of prescriptions. You have access to 64,000+ retail network pharmacies. If you have mail service, you may save money with a threemonth medication supply, which is mailed to you at no additional cost. THE HEALTH REFORM LAW How it affects your medical plan coverage in 2014 There are changes that will affect your medical plan coverage in 2014 as a result of the Affordable Care Act that was passed in Here are some of the changes you can expect next year: The law requires most individuals to be insured. This is known as the individual mandate. If you do not enroll in a medical plan through your employer, you may have to buy insurance elsewhere, or potentially pay a penalty. You can t be denied coverage if you have a pre-existing condition. Pre-existing condition exclusions are removed for everyone, not just for people under age 19. All cost-sharing will be applied to your plan s out-of-pocket limit. This includes all co-payments, co-insurance and deductible payments. Learn more about the Health Reform Law Watch U. Horace Cartright deliver simple facts and straight answers about the health reform law so you know what it is and how it may affect you. Find Horace at welcometouhc.com

8 BENEFITS AT A GLANCE Medical Deductible Employee Family* HSA Plan Network/Non-network $1,500 / $3,000 $3,000 / $6,000 $750 Plan Network/Non-network $750 / $1,500 $1,500 / $3,000 $500 Plan Network/Non-network $500/$1,000 $1,000/$2,000 Out-of-pocket limit Employee Family* $2,500 / $5,000 $5,000 / $10,000 Out-of-pocket limits include the deductible amounts. $3,500 / $7,500 $7,000 / $15,000 $3,000/$6,000 $6,000/$12,000 Employer HSA Contribution Individual Family $500 (1/1/2014) $1,000 ($500 1/1/2014 & $500 7/1/2014) Lifetime maximum Doctors and specialists Doctor visit Specialist visit Preventive care Well-child visits Mammogram Immunizations Annual Physical Urgent and emergency care Urgent care visit Emergency room Ambulance Hospital care Outpatient surgery Lab and X-ray Hospital stay Maternity stay Unlimited 90% / 50% after deductible 90% / 50% after deductible 100% / 50% 100% / 50% 100% / 50% 100% / 50% 90% / 50% after deductible 90% / Same as Network 90% / Same as Network 90% / 50% after deductible 90% / 50% after deductible 90% / 50% after deductible 90% / 50% after deductible Unlimited $20 / 60% after deductible $50 / 60% after deductible 100% / 60% 100% / 60% 100% / 60% 100% / 60% $50 / 60% after deductible $250 / Same as Network 80% / Same as Network 80% / 60% after deductible 80% / 60% after deductible 80% / 60% after deductible 80% / 60% after deductible Unlimited $20 / %80 after deductible $40 / 80% after deductible 100% / 80% 100% / 80% 100% / 80% 100% / 80% $50 / 80% after deductible $250 / Same as Network 90% / Same as Network 90% /80% after deductible 90% / 80% after deductible 90% / 80% after deductible 90% / 80% after deductible Pharmacy (Only certain Prescription Drug Products are available through mail order. See your benefit plan documents for details.) Retail Tier 1 Tier 2 Tier 3 Mail Order Tier 1 Tier 2 Tier 3 Network/Non-network Network/Non-network Network/Non-network $10 / $10** $35 / $35** $60 / $60** After Deductible Is Satisfied (Except for some Prevenitve Medications) $25 / Not available $87.50 / Not available $150 / Not available *If more than 2 people are covered under the plan, no one is eligible for coverage until family deductible is met. **Coverage for out of network retail prescriptions is available. You pay the copay plus the difference between the network cost and the price charged by the non-network pharmacy. $10 $35 $60 $25 $87.50 $150 $10 $35 $60 $25 $87.50 $150 This information is a brief, general description of your coverage; it is not a contract and does not replace your Certificate of Coverage/Summary Plan Description. For a complete list of your coverage, including exclusions and limitations relating to your coverage, please read your Certificate of Coverage/Summary Plan Description. If descriptions, percentages, and dollar amounts conflict with official benefit coverage documents, the official benefits coverage documents prevail. welcometouhc.com 8

9 CHOICE PLUS PLAN with a HEALTH SAVINGS ACCOUNT Medical A national network to help lower your costs. No matter where you are in the U.S., a network doctor is likely nearby. Emergency care is covered at the network level anywhere in the world. Don't leave free money on the table. LifeLock is contributing to the HSA. But you can only get this money by opening your account. Open your HSA with Optum Bank More than one million people have chosen Optum Bank, Member FDIC, as their HSA bank. Only Optum Bank gives you the convenience of banking through your plan website, myuhc.com. Plus, you get: Online bill pay An HSA debit card Custom Paragraph Heading- 65 characters Include any information about this plan here. 255 characters available. You can include how Lifelock is contributing to HSA, whatever you would like to add can go here. SM PLAN FEATURES You can choose any doctor or hospital you want. You can save money when you choose doctors (including specialists), pharmacies, and hospitals in our network. You have coverage if you go outside the network. If you choose to receive care outside the network, you will have a lower level of coverage which means you might have to pay more for the service. You do not need to choose a primary care physician. We do suggest you have a primary care physician to help manage your care. You do not need a referral to see a specialist. See any network doctor, including specialists, without referrals. OPEN A HEALTH SAVINGS ACCOUNT (HSA) This plan gives you the option of opening a health savings account (HSA) if you are eligible. An HSA is a personal bank account that you own. When you have qualifying medical expenses, including those that apply to your annual deductible, you can choose to pay for them using the money in your HSA. Or, you can save the money for a future need even into retirement. It s your choice. You own the HSA. Any money deposited into your HSA is yours to keep. There is no use it or lose it rule. If you leave LifeLock or change plans, you can take your HSA with you. You will pay less in taxes. You won t have to pay federal income tax on: Deposits you or others make to your HSA Money you spend from your HSA on qualified expenses Interest earned on the HSA Investments are not FDIC insured, are not guaranteed by Optum Bank and may lose value

10 Medical HOW THE PLAN WORKS Remember, you do not need to pay anything out of your pocket for eligible preventive care because it will be covered at 100% when received in the network Your deductible You pay out-of-pocket until you reach the deductible. When you have an eligible expense, like a doctor visit, the entire cost of the visit will apply to your deductible. You will pay the full cost of your health care expenses until you meet your deductible. You can choose to pay for care from your HSA or you can choose to pay another way (i.e., cash, credit card) and let your HSA grow. It s your money, it s your choice. Your coverage Your plan pays a percentage of your expenses. Once the deductible is paid, your health plan has co-insurance. With co-insurance, the plan shares the cost of expenses with you. The plan will pay a percentage of each eligible expense, and you will pay the rest. For example, if your plan pays 80% of the cost, you will pay 20%. After the deductible, you will pay a co-payment for certain services, such as prescriptions. 3. Your out-of-pocket limit You are protected from major expenses. An out-of-pocket limit protects you from major expenses. The out-of-pocket limit is the most you will have to pay in the plan year for covered services. The plan will then pay 100 percent of all remaining covered services for the rest of the plan year. Your deductible, co-insurance and co-payments (if they apply) will apply to your out-of-pocket limit. Paying for prescriptions The plan has a combined medical and pharmacy deductible. This means the money you pay for covered prescriptions will apply to your deductible. Please note that you will need to pay the actual cost of your prescriptions until you meet the deductible. Remember, you can use the money you save in your HSA HSA Limits The IRS limits how much you can deposit into your HSA each year. The 2014 limits are: $3,300 for individual coverage $6,550 for family coverage Are You 55 or Older? You can deposit an extra $1,000 during the year. This is called a catch up contribution. 1. Your deductible You choose to pay out of your pocket OR with your HSA 2. Your coverage Your plan pays % + CO-INSURANCE You pay % 3. Your out-of-pocket limit You are protected When you reach your out-of-pocket limit, the plan pays 100%. Preventive care is covered 100% in the network. welcometouhc.com 10

11 CHOICE PLUS PLAN Medical PLAN FEATURES You can choose any doctor or hospital you want. You can save money when you choose doctors (including specialists), pharmacies, and hospitals in our network. A national network to help lower your costs. No matter where you are in the U.S., a network doctor is likely nearby. Emergency care is covered at the network level anywhere in the world. Custom Paragraph- 56 characters If you would like anything about the Choice Plus plan- list it here. 255 characters available. You have coverage if you go outside the network. If you choose to receive care outside the network, you will have a lower level of coverage which means you might have to pay more for the service. You do not need to choose a primary care physician. We do suggest you have a primary care physician to help manage your care. You do not need a referral to see a specialist. See any network doctor, including specialists, without referrals. HOW THE PLAN WORKS 1. You will pay a co-payment for doctor visits and prescriptions. 1 A co-payment is the money you have to pay each time you see a doctor or fill a prescription. 2. You have a deductible. 1 The deductible is the amount of money you pay for covered services before the plan starts to pay. 3. If you paid the deductible, the plan will have co-insurance. 1 Co-insurance is when the plan shares the cost of expenses with you. The plan will pay a percentage of each covered service, and you will pay the rest. For example, if your plan pays 80% of the cost, you will pay 20%. 4. You are protected with an out-of-pocket limit. This is the most you will have to pay during the plan year for covered services. If you reach the limit, the plan will pay 100% of your eligible covered services for the rest of the plan year. You may be required to receive approval for some services before they can be covered by your plan. 1 Does not apply for eligible preventive care expenses

12 PRESCRIPTION BENEFITS Pharmacy myuhc.com provides you access to the tools and information you need any time: Locate a participating retail pharmacy. Look up possible lower-cost medication alternatives. Compare medication pricing and options. Manage your mail service account. Set up or text message reminders to take medications or order refills. What are tiers? Your Online Tools Medications are placed on different "tiers" based on evaluation of their overall value. The images below represent the different cost levels you pay for a medication. LEARN MORE ABOUT YOUR PRESCRIPTION BENEFITS Network access Over 64,000 retail pharmacies in our network. Filling prescriptions outside of our network may increase your cost. If you take a specialty medication, you have access to designated specialty pharmacies to fill your prescription. Specialty pharmacies will also provide educational and clinical support. Managing your prescriptions The Prescription Drug List (PDL) is a list that places commonly prescribed medications for certain conditions into tiers. You have access to a wide variety of U.S. Food and Drug Administration (FDA) approved prescriptions. You and your doctor should consult the PDL to find lower-cost options that may be available to treat your condition. Mail Service Pharmacy As part of your pharmacy benefit services, you have access to the OptumRx Mail Service Pharmacy. With mail service you get: Free Shipping: Receive up to a 3-month supply of all your maintenance medications plus free standard shipping throughout the United States. 24/7 Access: Speak to a licensed pharmacist 24 hours a day, 7 days a week. Helpful Reminders: Set up text and reminders to take or refill your medications through myuhc.com. Tier 1 Tier 2 Tier 3 welcometouhc.com 12

13 Flexible Spending Account (FSA) Welcome to your Flexible Spending Account You are already paying less in taxes. By enrolling in a health care flexible spending account (FSA) and/or dependent care FSA, you made a choice to set aside money, before it is taxed, to pay for eligible health and dependent care expenses. The amount you will save in taxes depends on how much money you chose to set aside and the percentage you usually pay in taxes. How an FSA works 1. Money is set aside from each of your paychecks before federal, state or Social Security taxes are taken out. The money is then placed into your FSA. 2. When you have eligible expenses, you can use the money you ve set aside in your FSA to pay the cost. And if you ve paid the expense out of your pocket, you can reimburse yourself from your FSA. Your health care FSA dollars are available the first day. There s no waiting. The entire amount you elected to set aside is available to you on the first day of the plan year. The dependent care FSA works differently. You can only use dependent care FSA dollars as money becomes available in the account. Have questions about your FSA? Call Customer Care using the number on the back of your health plan ID card. Tips for when you call: When prompted, say FSA or financial accounts. If you don t have a health plan ID card, say I don t have it. You ll then be asked for your Social Security Number. 13

14 Use a health care FSA for expenses like these. You can pay for hundreds of medical, pharmacy, dental and vision expenses. The IRS decides which expenses can be paid from an FSA and can modify the list at any time. Your employer may also limit coverage on certain expenses so be sure to review your FSA benefit information. This is not a complete list. ``Acupuncture ``Ambulance ``Artificial teeth ``Blood sugar test kits for diabetics ``Breast pumps and lactation supplies ``Chiropractor ``Contact lenses and solutions ``Crutches ``Dental treatments including X-rays, cleanings, fillings, braces, and tooth removals ``Doctor s office visits and procedures ``Drug addiction treatment ``Drug prescriptions ``Eyeglasses and vision exams ``Fertility treatment ``Hearing aids and batteries ``Hospital services ``Insulin ``Laboratory fees ``Laser eye surgery ``Over-the-counter medicines and drugs if prescribed ``Physical therapy ``Speech therapy ``Stop-smoking programs (including nicotine gum or patches, if prescribed) ``Sunscreen (SPF 30 or higher) ``Surgery, excluding cosmetic surgery Over-the-counter medicines and drugs (when prescribed) Over-the-counter medicines and drugs may only be eligible if you have a valid prescription. This is not a complete list. ``Acid controllers ``Acne medicine ``Aids for indigestion ``Allergy and sinus medicine ``Antidiarrheal medicine ``Baby rash ointment ``Cold and flu medicine ``Eye drops ``Feminine antifungal or anti-itch products ``Hemorrhoid treatment ``Laxatives or stool softeners ``Lice treatments ``Motion sickness medicines ``Nasal sprays or drops ``Ointments for cuts, burns or rashes ``Pain relievers, such as aspirin or ibuprofen ``Sleep aids ``Stomach remedies You can fi nd a list of eligible expenses on myuhc.com and at irs.gov. Most major grocery, department, retail and drug stores can identify at the cash register what supplies are eligible. However, this does not guarantee they will be eligible under your specifi c FSA. Review your FSA benefi t information to learn which expenses will be eligible. These expenses are not eligible Here are some common services and expenses that are not eligible. This is not a complete list. ``Aromatherapy ``Baby bottles and cups ``Baby oil ``Baby wipes ``Breast enhancements ``Cosmetics ``Cotton swabs ``Dental floss ``Deodorants ``Feminine care ``Hair regrowth ``Low-calorie foods ``Mouthwash ``Petroleum jelly ``Shampoo and conditioner ``Skin care ``Spa salts ``Sun-tanning products ``Toothbrushes 14

15 Use a dependent care FSA for expenses like these. The dependent care FSA can help you pay and save for a number of different child and elder care expenses. This is not a complete list. Eligible child care expenses ``Before and after school programs, including extended care programs ``Babysitter (work-related, in your home or someone else s home; cannot be a tax dependent) ``Child care ``Nanny or Au Pair ``Nursery school ``Preschool ``Sick child care ``Summer day camp ``Transportation to and from eligible care (provided by your care provider) ``Dance Lessons ``Field trips ``Housekeeper or maid ``Language classes ``Meals, food or snacks ``Medical care ``Piano lessons ``School tuition ``Tutoring These expenses are not eligible Eligible elder care expenses ``Adult day care center ``Custodial elder care (work-related) ``Elder care (while you work, to enable you to work or look for work) ``Elder care (in your home or someone else s) ``Senior day care ``Transportation to and from eligible care (provided by your care provider) ``Day nursing care ``Nursing home care ``Medical care These expenses are not eligible 15

16 Get answers to your FSA questions. Q. When can I use the money in my FSA? A. The entire amount of your health care FSA is available the first day of the plan year. If you need to pay for or be reimbursed for eligible expenses, you don t need to wait for money to be put into the account. The dependent care FSA works a little differently. Money must be in your FSA before you can be reimbursed. Q. If there is unused money in my FSA at the end of the year, do I get to keep it? A. No. According to the Internal Revenue Service s (IRS) use it or lose it rule, if you do not use all the money in your FSA by the end of the plan year, you will lose the unused balance. See your FSA benefit documents for details. Q. Can I change my election or stop contributing money into my FSA at any time throughout the year? A. Federal regulations state that once you have made your election, you cannot change your decision throughout the year unless you have a valid life status change event, such as the birth of a child, marriage or divorce, etc. Your employer can provide you with a list of family status changes that allow you to change your contribution. Q. Where can I find a list of eligible and ineligible expenses for reimbursement? A. A list of common eligible and ineligible expenses is available on myuhc.com. Go to Claims & Accounts. The IRS and your employer may modify the list of eligible expenses from time to time. If you are unsure if an expense is eligible, you can call Customer Care using the number on the back of your ID card. Q. How do I get reimbursed from my FSA? How long does it take? A. There are different ways you can be reimbursed. The time it takes to be reimbursed will depend on which option you use. Automatic payment: All eligible health care purchases can be automatically reimbursed from your FSA, so you don t have to complete and submit a paper claim form. Automatic payment also makes sure that claims are not mistakenly paid twice. Online claim submission: You can submit expenses and receipts online at myuhc.com. You can even submit claims for multiple members of the family all at once, including expenses for multiple members of your family all at one time. Paper claim forms: These forms are available on myuhc.com. Just mail or fax the claim form to the address listed on the form. You will be mailed a check. Or, you can sign up for direct deposit on myuhc.com and have your reimbursements deposited directly into your checking or savings account. Q. Can I be reimbursed for claims that took place in a prior year? A. No. The IRS only allows you to be reimbursed from your FSA for services received during the plan year. For example, you cannot use 2014 FSA dollars to pay for claims that took place in Q. How do I know an FSA claim has been processed? A. FSA claim reimbursement forms submitted by fax or mail are processed within 10 business days. Once your claim is processed, you should receive an notification to the address you used to register on myuhc.com. The will inform you that a new claim and Explanation of Benefits (EOB) is available to view and has been processed. 16

17 Q. What happens if I submit a claim for an amount greater than what I have contributed to my FSA so far this year? A. For health care FSA: When you submit a claim for an eligible expense, you can be reimbursed up to the entire amount of your FSA, regardless of the amount of money that has been set aside into your account at that time. For dependent care FSA: If your dependent care FSA balance is less than the amount of your claim, you will only be reimbursed money that is available in your account at that time. The remainder will be reimbursed once your future contributions are deposited into your FSA. For example, if you submitted $500 for reimbursement, but only have $300 in your account at that time, you will only be reimbursed $300. You will receive the remaining $200 as funds become available. Q. Can I transfer money from a health care FSA to a dependent care FSA or vice versa? A. No. IRS regulations requires that a health care FSA and dependent care FSA must be treated as two separate accounts. Q. Can I use a dependent care FSA for elder care? A. Yes. You can use the FSA for eligible elder care expenses so that you or your spouse can work if you are responsible for at least 50 percent of the support of an elder parent, or any person living with you who is unable to physically or mentally care for themselves. This person should be listed on your income tax statement as a legal dependent. You also can use the FSA if the elder care is needed because you work and your spouse is a full-time student. Q. If I have someone caring for my children in my home instead of at a daycare facility, do these expenses qualify for reimbursement from a dependent care FSA? A. You can include wages paid to a babysitter in or outside your home if the services are necessary in order for you, or you and your spouse, to work. Expenses also will qualify for a dependent care FSA if you work and your spouse is a full-time student. However, these services are not covered if the babysitter is someone you declare as a dependent. If you choose to have eligible dependent care services reimbursed by your FSA, they cannot be claimed for a dependent care tax credit on your federal income tax return. Consult a tax advisor for more information. 17

18 DENTAL PLANS DENTAL PLAN DESIGN & RATES DELTA DENTAL We offer you and your eligible dependents dental coverage through Delta Dental. You have two Dental Plan options to choose from. Like the medical plan you will have to determine what plan fits the needs of you and your dependents. Cost Per Pay Period DENTAL BASE PLAN BUY-UP EMPLOYEE $2.95 $5.52 EMPLOYEE + SPOUSE $12.08 $17.10 EMPLOYEE + CHILDREN $16.19 $22.00 FAMILY $22.20 $32.07 Benefit Dental Base Plan Dental Buy-Up Plan Calendar Year Deductible $50 Individual $150 Family $25 Individual $75 Family Annual Maximum per Person on Plan Routine Services (not subject to Annual Maximum) $1,500 $2,000 0% deductible waived 0% deductible waived Includes oral exams, or consultations (twice a benefit year), and routine x- rays Includes oral exams, or consultations (twice a benefit year), and routine x- rays Diagnostic and Preventive Includes routine cleanings (twice a year), topical fluoride twice per calendar year for children through age 17, and space maintainers (up to age 14) Includes routine cleanings (twice a year), topical fluoride twice per calendar year for children through age 17, and space maintainers (up to age 14) Basic Services 20% after deductible 20% after deductible Restorative, Diagnostic and Surgery Includes fillings, stainless steel crowns, sealants for children, extractions, root canal, periodontics and emergency treatment Includes fillings, stainless steel crowns, sealants for children, extractions, root canal, periodontics and emergency treatment Major Services 50% after deductible 50% after deductible Prosthodontics, Restorative, Repair and Replacement Orthodontic Services Lifetime Orthodontia Maximum (separate from Calendar Year Maximum) Includes bridges, dentures, crowns, onlays, repairs and replacements 50% after deductible Benefit for children age 8 to 26 that are banded after age 8 and prior to age 17 Includes bridges, dentures, crowns, onlays, repairs and replacements 50% after deductible Benefit for children and adults $1,000 per patient $1,500 per patient 18

19 VISION PLAN Whether your vision is 20/20 or less than perfect, everyone needs regular vision care. Routine eye exams can detect a number of serious health conditions such as glaucoma, cataracts and diabetes. That s why we offer a vision benefit for all eligible employees. Our vision plan, provided by VSP, also allows you to add dependent coverage at a reasonable cost. How the Vision Plan Works To find a VSP participating provider, log on to or call When you make your appointment, simply tell them you are a VSP member, and your doctor will handle the rest. For more information on the vision benefit and discounts for lens options and laser vision correction, click on the VSP link located on the ADP Portal and the Company Internal website, or visit Eye Exam Wellness & Glasses Frames Standard Lenses Progressive Lenses Contact Lenses Eye Exam - Contact Lens Exam Sunglasses In-Network Benefit $20 for exam and glasses $150 allowance on a wide selection of frames 20% off over the allowance Standard lenses Custom progressive lenses Average 20-25% off other lens options $150 - $175 Every calendar year To $150 in lieu of glasses $60 20% off Corrective Eye Surgery Discount between 5-15% Level Cost per Pay Period Employee Only $0.85 Employee + Spouse $2.71 Employee + Child(ren) $2.77 Family $

20 LIFE / AD&D / DISABILITY PLANS LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE HARTFORD We provide all eligible employees with Basic Life/AD&D coverage at no cost to you. These benefits provide valuable peace of mind and critical financial protection for your family. Employee Company Paid Life Insurance 1 x Base Annual Salary to maximum of $200,000 Employee Company Paid Accidental Death and Dismemberment (AD&D) Insurance 1 x Base Annual Salary to maximum of $200,000. Employee Spouse/ Domestic Partner Supplemental Life Insurance Overview Guarantee Issue: Maximum Benefit: Guarantee Issue: Maximum Benefit: Benefit Reduction Schedule: (employee and spouse) $200,000 7 x base salary up to $500,000 $30,000 (under age 70) 50% of employee benefit Age 65 Reduces 35% Age 70 Reduces 15% Supplemental Life and AD&D Insurance We also provide all eligible employees the option of purchasing additional Life and AD&D Insurance. These benefits provide valuable additional peace of mind and give you the option of covering your dependents. If you waived coverage when you were first eligible and wish to enroll at a later date, you will have to submit evidence of insurability (EOI) or have a qualifying event. Dependent Child(ren) Benefit: Guarantee Issue: Maximum Benefit: Elect $2,000, $5,000 or $10,000 $10,000 $10,000 This benefit is 100% paid by you and rates are age-banded for you and your spouse/domestic partner. You can see the rates for your unique situation online during the benefits election process. Short Term Disability Insurance Short Term Disability (STD) insurance is designed to provide financial security when you are disabled due to a physical disease, injury, pregnancy or mental disorder. Your STD benefit is fully paid by us and begins on the 15th day of your disability. Special rules apply for employees living in California. You will receive 60% of your weekly pay up to a maximum of $2,000 per week up to 180 days, reduced or excluded by deductible income such as workers compensation or state disability. Long Term Disability Insurance We understand the importance of protecting lost income if you re not able to work, so we provide Long Term Disability (LTD) insurance at no cost to you. After you have met the definition of disability, there is a 180 day waiting period before the LTD plan pays benefits. Your monthly benefit is 60% of your monthly pay up to a maximum of $10,000 per month, reduced by deductible income such as work earnings, workers compensation or state disability. 20

21 OTHER BENEFITS ADDITIONAL BENEFITS AVAILABLE Below is a brief description of the many other benefits available as an employee at LifeLock and ID Analytics. See each program s unique enrollment materials for details. LifeLock Subscription You receive a free LifeLock Ultimate subscription for yourself and family members living in your household. You were provided details as to how to access this benefit upon hire. 401(k) All employees, except interns, may participate in the 401(k) immediately upon hire. Contributions Contributions can be made as either pre-tax or Roth each pay period through payroll deductions. You may contribute up to 100% of compensation, not to exceed the annual IRS dollar limit, which is $17,500 for If age 50 or older, you can continue to contribute up to an additional $5,000 which is called a catch-up contribution.. Make changes to your 401(k) via the Fidelity website Matching Contributions In addition to arranging a method for employees to save for retirement, we also make a matching contribution to your account. We match 100% up to the first 6% of your contributions, up to IRS limits. We may also contribute a discretionary amount under a profit share provision. All Company contributions are immediately 100% vested Holiday Schedule If you are a full time employee, you will receive 8 hours holiday pay on the following days in Holiday pay is not paid out upon termination. New Year s Day Wed Jan 1 Labor Day Mon Sept 1 President s Day* Mon Feb 17 Veteran s Day* Tues Nov 11 Memorial Day Mon May 26 Thanksgiving Day Thurs Nov 27 4 th of July Fri July 4 Christmas Thurs Dec 25 *Floating Holidays for Members Services Employee Stock Purchase Plan (ESPP) LifeLock s qualified 423 employee stock purchase plan allows most employees to invest in LifeLock stock by purchasing it at a discount through automatic deductions from your pay check. We hold two, 6-month offering periods: Jan 1 June 30 and July 1 Dec 31. During an offering period, you contribute between 1-15% of your paycheck each pay period. ESPP Open Enrollment Ends Dec 31 for the next Contribution Period Enroll at At end end of the offering period, the funds collected via payroll deduction are used by LifeLock to purchase shares on your behalf. The share price is determined by using a look back provision, which compares the share price at the beginning and end of the offering period and uses the lower to calculate your purchase price. The purchase price is set at a discount 15%. The maximum stock you can purchase in an offering period is 2,000. The IRS also has limits with regard to the value of shares you can purchase. ESPP shares are yours as soon as the stock purchase is completed, you can hold onto the shares as part of your portfolio or sell them at your discretion. Please review the Plan documents on 21

22 CONTACT INFORMATION CONTACT INFORMATION Use the contacts below to assist you as you enroll in the benefit plan and use your benefits during the year. LifeLock HR ID Analytics HR Plan Website Phone Number Medical UnitedHealthcare Dental Dental Delta option 1, or Health Savings Account (HSA) UnitedHealthcare Flexible Spending Account (FSA) - UnitedHealthcare Vision - VSP Employee Assistance Program (EAP) Care24 via UHC Life and AD&D/Voluntary Life Hartford Disability Insurance Hartford Retirement 401(k) /Roth Fidelity Stock Options - Fidelity Employee Stock Purchase Plan (ESPP) - Fidelity COBRA PayFlex

23 IMPORTANT COMPLIANCE NOTICES Important Notice from LifeLock, Inc. about your Prescription Drug Coverage and Medicare Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with and about your options under Medicare s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare s prescription drug coverage: Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. LifeLock has determined that the prescription drug coverage offered through UnitedHealthcare, is on average for all participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th through December 7th. However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan. What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current UHC coverage will be affected. If you do decide to join a Medicare drug plan and drop your current UHC coverage, be aware that you and your dependents may not be able to get this coverage back until the next open enrollment period. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? You should also know that if you drop or lose your current coverage with UHC and don t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later. If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. For More Information About This Notice Or Your Current Prescription Drug Coverage Contact the Human Resource Department for further information. NOTE: You ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage under the LIfeLock plan changes. You also may request a copy of this notice at any time. 23

24 For More Information About Your Options Under Medicare Prescription Drug Coverage More detailed information about Medicare plans that offer prescription drug coverage is in the Medicare & You handbook. You ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage: Visit Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the Medicare & You handbook for their telephone number) for personalized help Call MEDICARE ( ). TTY users should call If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at or call them at (TTY ). Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty). Women's Health & Cancer Rights Act of 1998 As required by the Women s Health & Cancer Rights Act of 1998, the medical plan options offered to you by The Company provides benefits for mastectomy-related services. These services include reconstruction of the breast involved in mastectomy, surgery and reconstruction of the remaining breast to produce symmetrical appearance, and prosthesis and treatment of physical complications at all stages of mastectomy (including lymphedemas). Please refer to your Certificate of Coverage for details or contact your medical carrier at the number listed on your Medical ID card. Newborns and Mothers Health Protection Act of 1996 Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery or less than 96 hours following a Caesarean section. However, federal law generally does not prohibit the mother s or newborn s attending provider, after consulting with the mother, from discharging the mother and her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain an authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours as applicable). 24