WELCOME TO YOUR 2015 BENEFITS

Transcription

1 YOUR HALLIBURTON BENEFITS (U.S. EMPLOYEES) WELCOME TO YOUR 2015 BENEFITS CURRENT EMPLOYEES: ENROLL OCTOBER 15 NOVEMBER 6, 2014 NEW HIRE: ENROLL WITHIN 30 DAYS OF YOUR DATE OF HIRE

2 WHEN DO I ENROLL? IF YOU ARE A CURRENT EMPLOYEE, you must enroll in your 2015 benefits between October 15 November 6, IF YOU ARE A NEW HIRE, you must enroll in your 2015 benefits within 30 days of your date of hire. See page 12 for more information about enrolling for your 2015 benefits.

3 TABLE OF CONTENTS YOUR 2015 BENEFIT PROGRAMS...2 Medical...2 Consumer Choice PPO Plan (CCP) with an HSA...4 Flexible Spending Accounts (FSAs)...6 Dental...8 Vision...8 Life...9 Accidental Death and Dismemberment (AD&D)...9 Long Term Disability (LTD)...9 Flex Days...9 ENROLLMENT AND ELIGIBILITY...10 Enrolling in 2015 Benefits...10 Dependent Eligibility Verification Audit...10 Qualified Change-In-Status Events...10 Teladoc A Convenient Health Care Alternative YOUR ENROLLMENT AND BENEFIT TOOLS...12 Enrollment Checklist...12 Total Rewards Online Health and Benefits Tools...12 Halliburton Total Rewards It s More Than Just Your Paycheck!...13 WELLNESS RESOURCES...14 Health Risk Assessment (HRA)...14 Eliminate Tobacco and Save Money...15 THE HALLIBURTON RETIREMENT AND SAVINGS PLAN...16 LEGAL NOTICES...18 The Women s Health and Cancer Rights Act of

4 2 YOUR 2015 BENEFIT PROGRAMS Halliburton understands that your health and the health of your family is important. That s why Halliburton provides tools to help you take care of yourself and the ones you love. This guide provides important information you need to know about your 2015 benefits. Take the time to read it carefully so you can make the best coverage choices for you and your family. For more information about all of your Halliburton benefits, go to MEDICAL Halliburton offers you several medical plan options. Eligibility is based on your home ZIP code that is on file with the Halliburton Benefits Center. You can select your choice from the following medical plan options: Basic or Standard Preferred Provider Organization (PPO) Basic or Standard Deductible Medical Plan (DMP) Consumer Choice PPO Plan (CCP) CCP Out-of-Area (OOA) Plan Review these plan comparison charts to understand the differences between the plans. To find the best plan option for you and your family, log on to the Halliburton Total Rewards website at Basic/Standard PPO Plan and Basic/Standard DMP Plans Basic PPO Standard PPO Basic DMP Standard DMP In- Out-of- * In- Out-of- * In- Out-of- * In- Out-of- * Individual Deductible $600 $600 $1,200 $1,200 $600 $600 $1,200 $1,200 Family Deductible $1,200 $1,200 $2,400 $2,400 $1,200 $1,200 $2,400 $2,400 Individual Out-of-Pocket $3,500 $7,000 $3,500 $7,000 $3,500 $3,500 $3,500 $3,500 Family Out-of-Pocket $7,000 $14,000 $7,000 $14,000 $7,000 $7,000 $7,000 $7,000 Co-Insurance 70% 50% 80% 50% 70% 70% 80% 80% Routine Office Visit Primary / Specialist Annual Physical Exam / Preventive Care 70% 50% after deductible 100% 50% after deductible 80% 50% after deductible 100% 50% after deductible 70% 70% after deductible RETAIL PHARMACY: Prescription Drug Coverage You Pay Generic 30-Day Supply $15 Preferred Brand 30-Day Supply Nonpreferred Brand 30-Day Supply * Out-of- subject to reasonable and customary limits. ** Minimum and maximum co-pay amounts depend on day supply. 25% Minimum: $25 / Maximum: $100 45% Minimum: $45 / Maximum: $100 80% 80% after deductible 100% 80% 100% 80% continued next page

5 Halliburton 2015 Benefits Enrollment Guide 3 Basic/Standard PPO Plan and Basic/Standard DMP Plans continued Basic PPO* Standard PPO* Basic DMP* Standard DMP* In- Out-of- In- Out-of- In- Out-of- MAIL ORDER PHARMACY: Prescription Drug Coverage You Pay Generic 90-Day Supply $30 Preferred Brand 90-Day Supply 25% Minimum: $65 / Maximum: $200 In- Out-of- Nonpreferred Brand 90-Day Supply Specialty Pharmacy** 45% Minimum: $115 / Maximum: $250 SPECIALTY PHARMACY: Prescription Drug Coverage You Pay 35% of total cost Minimum: $30 / Maximum: $300 * Out-of- subject to reasonable and customary limits. ** Minimum and maximum co-pay amounts depend on day supply. Consumer Choice PPO (CCP) Plan and OOA Plan CCP OOA In- Out-of-* Out-of-Area* You Pay Individual Deductible $2,600 $2,600 $2,600 Family Deductible $5,200 $5,200 $5,200 Individual Out-of-Pocket $4,000 $8,000 $4,000 Family Out-of-Pocket $8,000 $16,000 $8,000 Plan Pays Co-Insurance 80% 50% 80% Routine Office Visit Primary / Specialist 80% after deductible 50% after deductible 80% after deductible Preventive Care 100% 50% 100% RETAIL PHARMACY: Prescription Drug Coverage Plan Pays Generic 30-Day Supply 80% after deductible 50% after deductible 80% after deductible Preferred Brand 30-Day Supply 80% after deductible 50% after deductible 80% after deductible Nonpreferred Brand 30-Day Supply 80% after deductible 50% after deductible 80% after deductible MAIL ORDER PHARMACY: Prescription Drug Coverage Plan Pays Preferred Brand 90-Day Supply 80% after deductible 50% after deductible 80% after deductible Nonpreferred Brand 90-Day Supply 80% after deductible 50% after deductible 80% after deductible SPECIALTY PHARMACY: Prescription Drug Coverage Plan Pays Specialty Pharmacy** 80% after deductible 50% after deductible 80% after deductible * Out-of- and Out-of-Area subject to reasonable and customary limits. ** Minimum and maximum co-pay amounts depend on day supply.

6 4 Spousal Surcharge If you elect coverage for your spouse under a Halliburton medical program (not applicable to the CCP or if your spouse also works for Halliburton) and your spouse has medical coverage offered through his or her employer or retiree medical coverage offered through his or her former employer (includes a private employer exchange), you will pay a $165 spousal medical surcharge each month for your elected medical coverage, even if your spouse declines to participate in the other medical coverage. CONSUMER CHOICE PPO PLAN (CCP) WITH AN HSA We are happy to introduce the Consumer Choice PPO Plan (CCP), formerly the High Deductible Health Plan (HDHP). The CCP allows you to take control of your health care spending and offers a Health Savings Account (HSA) feature. The CCP provides medical coverage for you and your family as well as up to $1,200 per year funded by Halliburton and deposited into your HSA, whether you contribute to the HSA or not. The CCP has lower premiums and a slightly higher deductible. However, the plan allows you to be an engaged consumer as you manage your medical expenditures by finding the most affordable health care options for yourself and your dependents. The CCP offers: 100% Preventive Care coverage No spousal surcharge New 2015 Features We LOWERED the deductible: $3,000 ] $2,600 (employee-only) $6,000 ] $5,200 (family) We INCREASED the HSA seed: $250 ] $600 (employee-only) $600 ] $1,200 (family) How the Plan Works PHASE 1: Meet Your Deductible You pay the full cost of covered services (including prescription drugs) until you reach the deductible. Preventive care is covered at 100% before and after you reach the deductible. If you are enrolled in family coverage, after the first covered individual meets the employee-only deductible, coinsurance begins for that individual. The remaining covered family members must then meet the remaining family deductible amount before coinsurance begins. PHASE 2: Pay Coinsurance Until You Meet Your Out-Of-Pocket Maximum Once you meet the annual deductible, you share in the cost of services by paying a percentage (called coinsurance) for covered health care expenses and prescription drugs. PHASE 3: The Plan Pays the Rest You pay coinsurance until you reach the annual out-of-pocket maximum. Then, the plan pays 100% of covered costs for the rest of the year. Health Savings Account (HSA): You can use HSA funds to pay for health care expenses that are subject to the deductible, to cover your coinsurance and to handle fees if you receive care from an out-of-network provider.

7 Halliburton 2015 Benefits Enrollment Guide 5 The CCP by the Numbers Annual Deductible Coinsurance (After you meet Annual Deductible) $2,600 for employee-only coverage 80% of your in-network costs $5,200 for employee plus dependent coverage 50% of your out-of-network claims (subject to R&C limits) Until you meet your deductible, you pay low monthly premiums plus 100% of the costs for: Non-preventive medical care Non-preventive prescription drugs Mental Health and Substance Abuse Treatment 80% of out-of-area claims in the out-of-area plan (subject to R&C limits) The amount you pay for in-network services is based on the plan s provider-negotiated rate with your in-network providers. Health Savings Account (HSA) The HSA is an individually-owned, tax-free savings account used to pay for qualifying health care expenses. Only employees who elect the CCP may open and contribute to an HSA. Also, anyone enrolled in Medicare or claimed as a dependent on someone else s tax return cannot open an HSA. These are the contribution limits for 2015: As the consumer, you determine: How much you would like to contribute When and how to spend the money on eligible health care expenses How to invest your account balance 2015 Individual Contribution Amounts 2015 Employee + Dependents Contribution Amounts Halliburton s Contributions if You Open an HSA with ConnectYourCare $600 $1,200 Your Maximum Allowed Contributions $2,750 $5,450 Total Maximum Contributions for 2015 $3,350 $6,650 If you are age 55 or older, you can contribute an additional $1,000 to your HSA. You can change your contribution amount at any time during the year. Contributions are prorated based on the number of pay periods you will have in 2015 and will be deposited into your HSA account each pay period. You may contribute to your HSA through pre-tax payroll deductions if your HSA is with ConnectYourCare. If your HSA election is through payroll deductions, you need to elect a new contribution amount each year. Any earnings on your account balance are tax free as long as they are spent on eligible health care expenses. Any remaining funds simply roll over to the next year. There is no limit on how much money you can accumulate and roll over from year-to-year. Employee Assistance Program The Employee Assistance Program (EAP) is available to assist you and your eligible dependents with family, financial, personal and emotional issues. There is no charge for services provided directly by EAP staff members, and some cost for mental health and substance abuse counseling may be covered by the Halliburton Medical Programs.

8 6 FLEXIBLE SPENDING ACCOUNTS (FSAs) Flexible Spending Accounts (FSAs), help you save money on your taxes by paying for eligible medical and day care expenses with pre-tax dollars. You can contribute up to the contribution limits, so you can put aside exactly what you need for the upcoming year. Your contributions are accumulated through payroll deductions, so it s simple to save. Halliburton offer three different FSAs the General Health Care FSA, the Limited Expense Health Care Spending Account and the Dependent Day Care FSA. Each of them works a little differently. General Health Care FSA Participants in the Basic or Standard PPO or DMP or anyone not enrolled in any coverage Limited Expense Health Care Spending Account Eligibility Participants in the CCP (see page 4) 2015 Contribution Limits Dependent Day Care FSA All employees $120 $2,500 $120 $2,500 $120 $5,000 Year-to-Year Use it or lose it you forfeit any contributions not used by December 31, 2015 Reimbursement File claims with PayFlex or use your PayFlex card Availability of Funds Full balance available January 1, 2015 Full balance available January 1, 2015 Funds only available as they are deposited into your account Medical insurance deductibles and coinsurance Dental deductibles Non-cosmetic dental treatments Laser eye surgery Vision care Medical expenses after you meet your deductible Dental deductible and non-cosmetic dental treatments Vision expenses Day care centers Elder/dependent care facility Babysitters Nursery school or preschool Day camp Making Your Decision When enrolling in an FSA for 2015, follow these steps: 1. Consider the type of medical plan you will participate in 2. Review which tax-advantaged spending or savings account will benefit you the most 3. Plan carefully by conservatively estimating your health care expenses 4. Monitor your account throughout the year 5. Make sure you claim all eligible expenses

9 Halliburton 2015 Benefits Enrollment Guide 7 Enrolling for 2015 If you want to sign up for an FSA or make changes to your FSA contributions for 2015, you must do so during Annual Enrollment from October 15, 2014 until November 6, Otherwise, the FSA elections you made for the 2014 plan year will automatically roll over into 2015 and you will not be allowed to make changes unless you experience a qualified change-in-status event during the year. If you are a new hire, you must enroll within 30 days of your hire date. Example of What an FSA Could Do for You Let s assume that you put $2,500 into an FSA, live in a state with no state or local income tax, have $2,500 in eligible expenses during the year and are in the 15% federal tax bracket. Here is an example of how your tax savings could look: With an FSA Without an FSA Gross Annual Pay Minus pre-tax dollars put in your FSA Balance Minus all taxes (let s say 22.65%) Minus after-tax dollars used for healthcare expenses Your take-home pay Increase in take-home pay $60,000 $60,000 $2,500 $0 $57,500 $60,000 $13,024 $13,590 $0 $2,500 $44,476 $43,910 $566 $0 If you pay state and local taxes in addition to Social Security and Medicare Tax, your savings would be even greater than what you see above! Provide Documentation to Keep Your PayFlex FSA Debit Card Active Because the IRS requires that FSA debit cards be used for eligible expenses, PayFlex may ask you to confirm that you used your PayFlex Card to pay for an eligible expense. If you don t provide documentation, your card will be suspended until you submit proper documentation or repay the expense. If PayFlex requests more information, you ll see a red alert message on My Dashboard when you log in to your account. You may also receive an or mail Request for Documentation letter from PayFlex. If you are notified, this means you must provide documentation to show that you used your card to pay for an eligible item or service or your card will be suspended. Acceptable documentation to confirm an eligible expense includes: An explanation of benefits (EOB): You ll receive EOBs from BCBSTX for medical expenses. A detailed receipt: Your receipt must show the date of purchase or service, amount of purchase or service, description of item or service, name of merchant or service provider, and name of patient. There are several ways to submit documentation to PayFlex. You can choose to: Upload documentation to HealthHub.com; Use the PayFlex Mobile app; Fax documentation to ; or Mail your documentation to: PayFlex Systems USA, Inc. Flex Dept. P.O. Box 3039 Omaha, Nebraska, Take Note! Although the Internal Revenue Service (IRS) modified the use it or lose it rule for FSAs, the rollover option was not adopted by Halliburton. See the chart on page 6 for how our FSAs work.

10 8 DENTAL Halliburton offers you two dental coverage options. The Dental Preferred Provider Organization (DPPO) allows you to choose any dentist, whether in or out of network. Note that out-of-network services may cost more. For those living in an eligible Dental Health Maintenance Organization (DHMO) area, you can select the DHMO which provides benefits through network dentists only, except for emergency dental care. At the time of your enrollment, you must choose a primary dentist for yourself and your covered dependents. If you do not choose a primary dentist, one will be assigned to you by the DHMO carrier. Benefit Provisions (In-) DHMO DPPO Individual Deductible None $50 Preventive Services Covered in full Covered in full Basic Services Co-pay structure 80% after deductible Major Services Co-pay structure 50% after deductible Orthodontia/Lifetime Maximum Co-pay structure / 24-month treatment 50% / $1,500 Annual Maximum None $1,500 VISION The vision group program helps cover the cost of routine eye care expenses, such as exams, contact lenses and eyeglasses for you and your eligible dependents. In- Out-of- Eye Exam (one per calendar year) 100% after $10 co-pay Up to $50 after $10 co-pay Prescription Glasses* Lenses Single Vision Lined Bifocal Lined Trifocal Frames (one per calendar year) Contact Lenses instead of prescription glasses (not medically necessary)* Medically Necessary Contact Lenses** Diabetic Eyecare Program 100% after $20 co-pay 100% after $20 co-pay 100% after $20 co-pay Up to $150 allowance after $20 co-pay; 20% discount off amount over allowance Up to $150 allowance for contacts; and up to $60 co-pay on contact lens fitting exam (fitting and evaluation to ensure the proper fit of contact lens materials) 100% after $20 co-pay when specific criteria is met Medical eyecare services related to Type 1 and 2 diabetes; $20 co-pay for medical eyecare exam Up to $50 after $20 co-pay Up to $75 after $20 co-pay Up to $100 after $20 co-pay Up to $70 after $20 co-pay Up to $105 allowance Up to $210 after $20 co-pay when specific criteria is met Not covered * One pair of prescription glasses or contacts every plan year, beginning in January, but not both in the same year. ** These conditions include aphakia, anisometropia, high ametropia, nystagmus, keratoconus and correction of extreme visual acuity problems that are not correctable with glasses, and following cataract surgery.

11 Halliburton 2015 Benefits Enrollment Guide 9 LIFE The Group Term Life Insurance plan provides financial protection for you and your family. Basic Employee Life Insurance provides a Company-paid benefit of one times your annual benefit base pay, up to $50,000. If you desire extra financial security, you have the opportunity to purchase additional life insurance for yourself, your spouse and/or your children. Coverage Employee* Spouse* Optional Life Insurance Increments of 1 to 6 times annual benefit base pay, up to $3 million, including the basic coverage $10,000 or from 1/2 to 3-1/2 times employee s annual benefit base pay; coverage cannot exceed the lesser of the employee coverage amount (including basic coverage) or $250,000 Child(ren) under age 25 $10,000 * May require Evidence of Insurability (EOI). ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) The Company provides Basic AD&D insurance that is equal to one times your annual benefit base pay, up to $200,000. You can choose to purchase additional AD&D insurance for yourself, your spouse and/or your children. Coverage Employee Spouse Optional AD&D Insurance In increments of $50,000 from $50,000 to the lesser of $1 million or 10 times your annual benefit base pay $50,000 increments from $50,000 to the lesser of $1 million or 10 times employee s annual benefit base pay (cannot exceed employee coverage amount) Child(ren) under age 25 $50,000 LONG TERM DISABILITY (LTD) The Halliburton LTD insurance plan is designed to replace a percentage of your pre-disability income if you are disabled and cannot work for an extended period of time due to illness or injury. Halliburton provides LTD coverage equivalent to 40% of your annual benefit base pay at no cost to you. You may increase your coverage to extend your Company-paid benefit by electing a 10% or 20% buy-up of your annual benefit base pay, subject to Evidence of Insurability (EOI) requirements. The maximum LTD benefit is $25,000 a month. FLEX DAYS Halliburton provides you with the opportunity to purchase extra days off, if eligible. These extra days are in addition to the regular vacation days you may be eligible for. If you do not make any changes to your Flex Days election, your 2014 elections will automatically carry over for Because your need for time off may vary from year-to-year, it is important to review your election during Annual Enrollment and make any necessary changes. Before you elect to purchase Flex Days, please discuss your vacation plans with your manager to avoid scheduling conflicts. Any unused Flex Days remaining at the end of the year will be forfeited. Teladoc A Convenient Health Care Alternative See page 11 for information about Teladoc, our telemedicine program. It s a convenient and affordable option to receive quality health care outside of a physician's office.

12 10 ENROLLMENT AND ELIGIBILITY ENROLLING IN 2015 BENEFITS If you are a current employee, you must enroll for your 2015 benefits between October 15 November 6, If you are a new hire, you must enroll in your benefits within 30 days of your date of hire. DEPENDENT ELIGIBILITY VERIFICATION AUDIT Phase II of the Dependent Eligibility Verification Audit will begin in early December with a randomly selected group of Plan participants who are covering dependents under the Plan. If you are selected, you will be required to submit documentation in order to continue coverage for each covered dependent. Beginning December 8, 2014, packets containing additional instructions will be mailed to the address on file for those requiring verification. The deadline to submit the required documentation will be January 23, Thank you! To those employees who were asked to complete Phase I of the Dependent Eligibility Verification Audit, thank you for completing the self-verification process. Phase I was successfully completed and we couldn t have done it without you! After Phase II has been completed, an ongoing effort to maintain the integrity of the Plan will begin for all new hires and any newly added dependents. All life events may be subject to self-verification and/or document verification in order to continue coverage for newly-added dependents. If at any time in the future you are required to submit documentation to verify your covered dependents, you will receive instructions from the Halliburton Benefits Center. QUALIFIED CHANGE-IN-STATUS EVENTS Make Changes Due to a Qualified Change-in-Status Event within 30 Days! The Internal Revenue Service (IRS) allows you to change some benefit elections during the year if you have a qualified change-in-status. Your specific status change will determine which benefit changes you can make. The changes you make must be consistent with the qualified change-in-status event. Failure to make changes to benefits within 30 days of a qualified change-in-status event will result in having to wait until the next Annual Enrollment period to make changes. This means that you and/or your dependents could be without insurance coverage. Examples of qualified changes-in-status include: Marriage Birth Adoption Divorce Death Gain a Dependent If you gain a new eligible dependent(s) through birth, adoption, placement for adoption or marriage, you will be able to enroll him or her in benefits outside of the Annual Enrollment period as long as you contact the Halliburton Benefits Center within 30 days of the event. Coverage will be effective retroactive to the date of the event. There is one exception. If you gain a dependent due to marriage, coverage will be effective as of the date of your marriage or the date of your election, whichever is later.

13 Halliburton 2015 Benefits Enrollment Guide 11 Loss of Non-Halliburton Coverage If after Annual Enrollment you or your eligible dependent(s) lose coverage that you had outside of Halliburton, you may be able to enroll yourself or your dependents in Halliburton s health and group benefits plan. Examples of loss of non-halliburton coverage(s) include loss of coverage due to: Moving out of HMO area Exhausting COBRA Exhausting lifetime benefit limits Termination of employment Reduction in work hours When you experience a qualified change-in-status or other special event, be sure to call the Halliburton Benefits Center or Single Sign-On to the Halliburton Total Rewards website on HalWorld, and make any necessary changes within 30 days. You will be informed of any changes in your cost for benefits. If you do not make changes within 30 days of the event, you will not be able to change your coverage until the next Annual Enrollment period. Life Event During Annual Enrollment If you experience a qualified change-in-status event during the Annual Enrollment period (October 15 to November 6), be sure to report the change within 30 days of the event. You will also need to review and update your Annual Enrollment elections for 2015 to ensure they are correct after you make changes due to the qualified change-in-status event. Life Event After Annual Enrollment If you experience a qualified change-in-status event after the Annual Enrollment period (October 15 to November 6) but before the end of the year, be sure to report the change within 30 days of the event. You will also need to call the Halliburton Benefits Center to review and update your Annual Enrollment elections for 2015 to ensure they are correct after you make changes due to the qualified change-in-status event. TELADOC A CONVENIENT HEALTH CARE ALTERNATIVE Halliburton offers a convenient and affordable option to receive quality health care outside of a physician's office via Teladoc, our telemedicine program. Teladoc is available to employees and dependents enrolled in the Halliburton Medical Plan and gives employees and their dependents anytime access - 24 hours a day, 7 days a week, to U.S. board-certified doctors who can treat many of their medical issues, such as cold & flu symptoms, allergies, respiratory infection and more by phone or video (in some areas). It is not a program to replace the employees' current BCBSTX plan or primary care physician, but an added medical benefit that will give an affordable alternative to costly urgent care or ER visits. A copayment for Teladoc's services will apply based on the employee's BCBSTX elected medical plan option. Talk to a doctor anytime; Basic or Standard PPO/DMP $10 copay and CCP $40. There are three easy ways to use Teladoc: Web Teladoc.com Phone Teladoc Download the mobile app Teladoc.com/mobile Take advantage of this convenient option for affordable, quality health care.

14 12 YOUR ENROLLMENT AND BENEFITS TOOLS ENROLLMENT CHECKLIST If you are a current employee, you must enroll in your 2015 benefits between October 15 November 6, If you are a new hire, you must enroll in your benefits within 30 days of your date of hire. Step To-Do 1 On the Halliburton network, scroll to the bottom of HalWorld to the Human Resources Toolkit section. Click on the Employee Benefits link. 2 Embedded in the Benefits text, there is a link for the Total Rewards homepage. Click here. 3 After you have logged on to Total Rewards, click on the scrolling toolbar s Health & Benefits icon. 4 Click on Enroll Now. After answering a few questions, there will be an option to review and enroll in your benefit programs. Important reminders: Make sure your beneficiary for Life and AD&D coverage is up to date. Outside of the Halliburton network, log onto TOTAL REWARDS ONLINE HEALTH AND BENEFITS TOOLS Halliburton offers you a wealth of tools to help you use and understand your benefits, and to get your questions answered. Halliburton s Total Rewards website Allows you to access vendor websites Provides decision-making tools Offers educational material on Benefits Access Providers Log on to the Halliburton Total Rewards website. Click on the Health and Benefits icon; then, on the menu bar, select Health. Next, select Providers to access the following provider portals: Blue Cross Blue Shield of Texas Cigna PayFlex Minnesota Life Enrollment Tools Get help making your Annual Enrollment decisions by clicking on the Tools tab to find: Estimator tools Providers in your area

15 Halliburton 2015 Benefits Enrollment Guide 13 Resource Center Click on the Resource Center tab to find information about your benefit options: Health education materials Qualified change-in-status information Plan information: Summary Plan Description Summary of Benefits and Coverage Annual Enrollment Guide Benefits information for employees leaving Halliburton Market Exchange Notice Forms Visit the Forms tab to find the claim and order forms you need to file a medical, dental or FSA claim for reimbursement or to order a prescription through the mail: Dental claims FSA reimbursements Medical forms Prescription claim forms Adoption Assistance claim form HALLIBURTON TOTAL REWARDS IT S MORE THAN JUST YOUR PAYCHECK! Your Total Rewards statement provides you with more detail about the rewards of working for Halliburton than just what you see each pay period. It is a combination of different elements that show you a true picture of your compensation. Your Total Rewards statement reflects the total value of your salary, accumulated wealth and the Company s contributions toward your benefits as a Halliburton employee. Viewing your quarterly Halliburton Total Rewards statement is easy. After logging onto the Halliburton Total Rewards website at just click on the Total Rewards icon on the home page.

16 14 WELLNESS RESOURCES Starting at the top with Dave Lesar, our CEO and Global Wellness Champion, Halliburton has seen a great push toward creating a culture of health and wellness. The Health and Wellness Team is invested in supporting you and your family on your journey to eat right, to get physically active, and to be happy. Currently, we offer a wide array of resources and programs including the Health Risk Assessment (HRA), onsite biometric screenings, coaching programs, tobacco cessation programs, flu vaccinations and the Wellness Champion network. Own your health and well-being by engaging in the five LiveWell elements: Nutrition, Physical Health, Emotional Health, Financial Wellness and Community Involvement. LiveWell offers onsite biometric screenings at many Halliburton locations to assist you with knowing your numbers for your blood pressure, glucose, cholesterol and body mass index (BMI). Knowing your numbers can help you find out if you have certain health risks. Coaching programs are available to assist you with tobacco cessation, weight management, physical activity, nutrition and more. Onsite flu shots are offered at many Halliburton locations and a Walgreens voucher program allows employees and spouses to obtain a flu vaccination from their local area Walgreens. To access the HRA, or for information about other LiveWell programs, log on to and click on the LiveWell scrolling icon. HEALTH RISK ASSESSMENT (HRA) The Health Risk Assessment (HRA) is the first step in your health and wellness journey. It begins by assessing your overall health and creating a personalized action plan that can help you adjust your lifestyle to gain more energy and focus. The information you input is private and confidential. By asking you about your current health status, your lifestyle, and what you re most motivated to concentrate on, the HRA can help you zero in and prioritize different areas of your health. Last year, 35% more employees benefited from completing the HRA. Here are some reasons why you should take your HRA this year: It s free and only takes a few minutes. You will receive a personalized health score and detailed care plan. You will receive a $120 medical premium credit for 2015, if by August 31, 2014, you completed your HRA plus either a preventive exam or you participated in an onsite biometric screening event. If your spouse completed the HRA too, you will receive an additional $50 medical premium credit for Important Note! You must be enrolled in a Halliburton medical program to qualify for the $120 and $50 medical premium credits. The premium credit is prorated based on the number of pay periods you will have in 2015 and will begin with your first or second paycheck in Single Sign-On to the Halliburton Total Rewards site then click on the scrolling toolbar s LiveWell icon to access your HRA. Make a Difference at Halliburton Do you have a passion to help your fellow team members lead a healthy and happy lifestyle? Join our global Wellness Champion network, and find ways to become involved in creating a health and wellness culture at Halliburton. To join, FHOUWELLNESS@halliburton.com.

17 Halliburton 2015 Benefits Enrollment Guide 15 ELIMINATE TOBACCO AND SAVE MONEY Halliburton remains committed to promoting and rewarding employees who observe healthy lifestyles. Tobacco-free employees receive a 40% medical premium discount for remaining tobacco-free. To qualify for the non-tobacco-user discount, you must certify that you and your spouse have not used any tobacco products since December 31, 2013, and that you and your spouse will continue to refrain from using any tobacco products while you are receiving the non-tobacco-user discount. This certification is subject to Halliburton s Code of Business Conduct. In 2015, tobacco users will pay 40% more for medical premiums than nontobacco users. In 2016, the premiums will increase to 50% more for tobacco users. If you are unable to certify that you and your spouse do not use tobacco, you might qualify for an opportunity to earn the same premium discount by different means. For more information, FHOUWELLNESS@Halliburton.com. If you currently use tobacco products, Halliburton can help you quit with a selection of tobacco-cessation programs including digital health coaching, telephonic coaching and many tobacco-cessation drugs covered at 100% through Express Scripts with no co-pay or cost to you. Call the Halliburton Benefits Center at (international use your country s AT&T access number) or , Monday through Friday, from 7:30 a.m. to 7:30 p.m. Central Time, and we will work with you (and if you wish, with your doctor) to develop another way to get the discount. Employee Stock Purchase Program (ESPP) Eligible employees can participate in the Halliburton ESPP, which allows you to purchase Halliburton stock at a discount through regular payroll deductions. The ESPP makes it easy for you to become a shareholder in the Company and to participate in its potential future growth and profitability.

18 16 THE HALLIBURTON RETIREMENT AND SAVINGS PLAN Halliburton wants to help you prepare for your financial future. By providing you with the Halliburton Retirement and Savings Plan, the Company has made it easier than ever for you to save for retirement and other long-term financial goals. MAXIMIZE YOUR BENEFIT The Company match occurs on a per pay period basis, so plan accordingly to maximize this benefit by contributing at least 6% of your eligible pay in order to receive the full Company match of 5%. You can contribute up to 50% of your eligible pay per pay period. However, the IRS limits the amount of tax-deferred contributions you can make in a year (currently $17,500 for 2014) and limits the amount of compensation recognized for Plan purposes. If you are age 50 or over (or attaining age 50 during the year, you may also elect catch-up contributions to the Plan. The Internal Revenue Code (IRC) maximum allowable Catch-Up Contribution for 2014 is $5,500. Here is an example of the impact contributing at least 6% of your pay could have on your retirement savings: If you currently earn $40,000 per year and have elected to contribute 4% of your eligible pay on a tax-deferred basis to the Plan, by increasing your contribution to 6% you will increase your overall account balance by approximately $19,400 in 10 years ($67,000 in 20 years; $174,000 in 30 years).* * Assumes annual salary increases of 4% and annual investment returns of 7%. You can receive Halliburton contributions to your Retirement and Savings Plan account equal to 9% of your eligible Plan compensation for the year. The Company match* is 5% (if you contribute 6% or more) and the basic contribution* is 4%. You have the option to select from a set of Retirement Portfolios that automatically adjust their investment mix, or asset allocation, as you approach the expected retirement date at age 65. The Retirement Portfolios are professionally managed for you based on your age and expected retirement date. Alternatively, you may choose from 10 Single Focus Strategies to build your own retirement portfolio. * Subject to Plan provisions and applicable limitations. AUTOMATIC ENROLLMENT To encourage you to begin saving, you will automatically be enrolled at a contribution rate of 4% of your eligible compensation per pay period after 30 days of employment unless you affirmatively take action to opt out of the R&S Plan. If you are automatically enrolled, your contribution rate will also be automatically increased 1% each January for three years beginning the January following the first anniversary of your date of hire until your contribution rate reaches 7%. Effective January 1, 2015, as a new hire you will be enrolled at 6% of your eligible compensation per pay period and your contribution rate will be automatically increased 1% each January following the first anniversary of your date of hire until your contribution rate reaches 10%. All tax-deferred contributions made to the R&S Plan under the automatic enrollment process will be invested in the Retirement Portfolio that most closely aligns with your birth date and expected retirement date at age 65 unless you affirmatively take action to change this investment election. You may opt out of or change any of the automatic enrollment provisions at any time.

19 Halliburton 2015 Benefits Enrollment Guide 17 COMPANY CONTRIBUTIONS You are always 100% vested in your tax-deferred and rollover contributions, as well as any earnings on those contributions. How the Match Works Additional Rules Vesting Company Matching Contributions Up to maximum of 5% of eligible pay, per pay period 100% match on first 4% of eligible pay 50% match on next 2% of eligible pay You must contribute at least 6% of your eligible pay per pay period to receive the full Company match 100% vested after two years of vesting service Company Basic Contributions 4% of your eligible annual compensation each year You do not have to contribute to the R&S Plan to receive a Basic Contribution* 100% vested after three years of vesting service * You will also receive an allocation of this Basic Contribution if you terminate your employment with the Company during the year as a result of death, retirement or disability (as defined by the Plan). INCREASE YOUR SAVINGS WITH AUTOMATIC ESCALATION The Automatic Escalation Feature escalates deferrals each year and can help Plan participants get closer to their retirement income goals. Under this feature, you can elect an annual percentage increase for your tax-deferred savings contributions to the Plan and set a target deferral percentage of your salary goal. This feature automatically increases your annual tax-deferred savings contributions each year in January until your target deferral percentage of salary is reached. NAMING OR CHANGING YOUR BENEFICIARIES If you haven t reviewed them in a while, now is a good time to take a look at your beneficiary designations. Log on to the Halliburton Total Rewards website and click on the Wealth icon. From the NetBenefits home page click on the Your Profile link at the top of the page, and then select the Beneficiaries link. To access your Halliburton Retirement and Savings Plan information online, visit the Halliburton Total Rewards website, and click on the Wealth icon. You may also call the Halliburton Benefits Center at (International employees: use your country s AT&T access number) or (select Option 2), Monday through Friday, from 7:30 a.m. to 7:30 p.m. Central Time. Learn More About Retirement Planning With Fidelity as the Halliburton Retirement and Savings Plan provider, you can choose what works best for you. The Halliburton Benefits Center at Fidelity offers you the guidance, information and tools you need for in-depth financial assistance. Web: Track your progress toward your retirement goals with a number of online tools and workshops. Phone: Speak directly with a Fidelity Planning and Guidance Consultant through the Halliburton Benefits Center automated phone system. Investor Centers: For more comprehensive planning and education, schedule a personal one-on-one appointment at a local Fidelity Investor Center.

20 18 LEGAL NOTICES This communication provides a brief overview of the benefit choices that will be offered to eligible Halliburton U.S. employees for It is not a complete description of the choices or a complete description of the plans. That will be available in your Summary Plan Descriptions. For questions about your benefits, please contact the Halliburton Benefits Center, Monday through Friday, at (if dialing internationally, use your country s AT&T access number), or , from 7:30 a.m. to 7:30 p.m. Central Time. You can also log on to for information or to initiate a chat session. Every effort has been made to provide clear and accurate information about Halliburton s benefit plans. However, in the event of a discrepancy between this material, the Plan s Summary Plan Description, and the official Plan documents, the official Plan documents will govern. There are no guarantees that participation under the benefit plans described in this material will remain unchanged in future years. Halliburton reserves the right to change, suspend, amend, or terminate the plans described in this material at any time, in whole or in part. This means that the plans may be: Discontinued in their entirety; Changed to provide different levels of benefits; Changed to provide for different cost sharing between the Company and participants; or Changed in any other way. Any such change or termination shall be solely at the discretion of the Company. You will be notified if any such change or termination occurs. THE WOMEN S HEALTH AND CANCER RIGHTS ACT OF 1998 Under Halliburton s Medical Program, coverage will be provided to an employee or covered dependent who is receiving benefits for a medically necessary mastectomy and who elects breast reconstruction after the mastectomy for: Reconstruction of the breast on which a mastectomy has been performed; Surgery and reconstruction of the other breast to produce a symmetrical appearance; Prostheses; or Treatment of physical complications of all states of mastectomy, including lymphedemas. This coverage will provide benefits in consultation with the attending physician and the patient, and will be subject to the same deductibles and co-insurance provided for the mastectomy /14