Benefits Open Enrollment Guide

Transcription

1 Benefits Open Enrollment Guide

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

28 Hospital Coverage BASIC Plan PLUS Plan Hospital Admission Benefit non-icu or ICU $500 or $1,000 $1,000 or $2,000 admission Hospital Confinement Benefit non-icu or ICU $100 or $200 per day $200 or $400 per day confinement Inpatient Rehabilitation Unit Benefit $100 per day $200 per day Other Benefits BASIC Plan PLUS Plan Lodging for accompanying companion s lodging more than 50 miles from the insured s primary residence during insured s hospitalization due to an accident. $100 per day $200 per day 2014 Group Accident Annual Premium Rates Coverage Level Basic Plan Plus Plan EE Only EE EE + Family For more information about Group Accident Insurance visit the Total Rewards website at 28

29 Life and Accidental Death and Dismemberment Insurance To help you create a secure financial future for you and your dependents, Jones Lang LaSalle provides basic life and AD&D insurance at no cost to you at 1x your annual salary up to a max of $300,000 (commission eligible employees receive flat rate). Refer to the Total Rewards website at for more information. Open Enrollment is your chance to elect or increase supplemental coverage, subject to approved evidence of insurability (EOI). The chart below highlights the coverage and eligibility requirements. Jones Lang LaSalle will also be offering you a credit worth 1x your basic Life and 1x your basic AD&D to use to offset the purchase of additional life insurance or other benefit elections. Note: National, Regional and International Directors have different life insurance options and a separate enrollment process administered by Lenox Advisors and MetLife. Employee Supplemental Life, Supplemental AD&D and Dependent Life Insurance options Employee Supplemental $50,000 - $1,000,000 You pay 100% (see chart below) Spouse/Domestic partner $10,000 - $150,000 up to 100% of your total You pay 100% (see chart below) insurance Child(ren) $5,000 - $25,000 You pay 100%; premium is the same regardless of the number of children covered Supplemental (Employee and Spouse/Domestic Partner) Life Insurance Rates Age Annual Cost per $1,000 of Coverage <30 $ $ $ $ $ $ $ $ $ $ Supplemental (Children) Life Insurance Rates Coverage Amount Annual premium Rate $5,000 $4.98 $10,000 $9.96 $15,000 $14.94 $20,000 $19.92 $25,000 $24.90 Evidence of insurability (EOI) Under certain circumstances, you are required to provide an EOI for yourself, your spouse, your domestic partner or your child(ren) when enrolling in life insurance under the Life Insurance Plans (see below for specific requirements). The EOI is a statement of health required by MetLife before coverage is granted. If an EOI is required, you will be prompted at the end of your enrollment to fill out an EOI or you will be mailed a form if you choose not to submit online. You must complete and return the EOI to MetLife for approval. The new coverage amount is not effective until it is approved by MetLife. MetLife will notify you by mail when the coverage is approved. For more information about Life and Accidental Death and Dismemberment Insurance visit the Total Rewards website at 29

30 EMPLOYEE SUPPLEMENTAL AD&D All employees are eligible to purchase additional AD&D coverage beyond what the company provides. No EOI is required for this plan. Plan Eligibility Coverage Level Annual Cost of Coverage Supplemental AD&D All employees including commission eligible and Directors Supplemental up to $1 million. You pay 100% $0.192 per $1,000 of coverage For more information on Life, AD&D and EOI rules visit the Total Rewards website at 30

31 Long-Term Disability Jones Lang LaSalle provides three types of assistance if you become disabled and are eligible: leave of absence assistance specific to disability situations (FMLA), short-term disability and long-term disability. We address long-term disability here, because you can change your type of contribution at Open Enrollment. For more information about disability and leave of absence, please visit the Total Rewards website at Before-Tax: You can choose to have the premium that Jones Lang LaSalle pays for your long-term disability added to your W-2 and pay any imputed income tax each pay period. If you choose this option, any disability payments subsequently made to you would not have income tax withheld. After-Tax: You can choose to exclude the premium that Jones Lang LaSalle pays for your long-term disability from your W-2, pay no imputed taxes now and have any disability payments be taxable. The default option (if you have not elected otherwise) is After-Tax. Your election is irrevocable once the plan year begins. You should consult a tax advisor when making the decision between these two options. If you previously made an election, this choice carries over year to year, unless you change it. For more information about disability and leave of absence, please visit the Total Rewards website at 31

32 MetLaw Hyatt Legal Plan Now you have a resource at your fingertips for important everyday legal services. The legal services covered by the plan are fully covered when you see a Plan Attorney. You can use the plan as often as you need legal representation, and there are no dollar limits on your use of a Plan Attorney. Also, if you wish to use an attorney that does not participate in the Hyatt plan, Hyatt will reimburse you according to a set fee schedule. Some of the services provided include: Purchase or Sale of a Residence Wills and Estate Planning Document Preparation Debt Matters/Identity Theft Telephone and office consultations for an unlimited number of matters And many more The Hyatt Legal Plan provides members with access to a national network of more than 12,000 attorneys that can be used anywhere in the U.S. Our Client Service Center is available Monday through Friday from 8 a.m. to 7 p.m. (Eastern Time). Just call GETMET8 and a Client Service Representative will help you understand coverage, find a plan attorney in the location most convenient to you, offer information about using an out-of-network attorney and answer any other questions. Or you can access our website at legalplans.com Financial Point Plus Annual Premium Rates Benefit Rate Hyatt Legal Plan $ For more information about the MetLaw Legal Plan visit the Total Rewards website at 32

33 Purchased Time Off You can now purchase additional personal days! You will now have an opportunity to purchase up to three days of additional time off through quarterly enrollment. Please note: You will not be able to purchase additional days during 2014 Open Enrollment. First opportunity to purchase days will be in December for Q1, 2014 Purchased days will be available at the start of the quarter. Deductions, from Payroll, will occur pro-rata, throughout the quarter and will be after tax. Any additional days purchased must be used during the quarter elected or they will be forfeited. The annual maximum number of days allowable for purchase is three. Only those eligible for regular PTO plan are eligible for this program. Employees in California and Seattle are not eligible in that they already have carryover. 33

34 Employee Assistance Program While we will continue to offer company-paid Employee Assistance Plan (EAP) services through Guidance Resources, we re introducing three new buy-up options for additional services. FinancialPoint Helping Employees Improve Their Financial Health The financial health of many Americans has suffered in the last several years. A recent study of U.S. households revealed 44 percent have not started saving for college education. Likewise, economists and financial experts frequently cite multiple studies that indicate that while the majority of individuals have high expectations for their retirement, they haven t adequately planned for their financial future. The ComPsych FinancialPoint program helps you achieve your financial goals by providing confidential financial planning information and consultation. Easy Access to Expert Tools, Resources and Guidance FinancialPoint provides valuable financial information and expert consultation to ensure that you have the tools necessary to effectively manage your finances. Accessible through GuidanceResources Online, FinancialPoint s online planning service includes informational HelpSheetsSM and access to financial specialists who can help with: Budgeting Credit and debt management Analyzing net worth Retirement planning College cost assessment and funding strategies Mortgage obligations Understanding inheritance taxes and estate settlement processes Investment strategies Benefit Financial Point Plus 2014 Financial Point Plus Rates Rate $ per case Step-by-Step Directions FinancialPoint s simple-to-follow online process makes it easy for you to create a financial plan. You are given step-by-step instructions to complete the data-gathering and personal investment viewpoint questionnaires online. A FinancialPoint expert reviews your responses; corresponds directly with you for additional information or questions, and provides a detailed, customized personal financial plan. Expert Objective Guidance ComPsych employs an in-house staff of expert financial specialists, including CPAs, CFPs and other financial experts. In-house staff experts are not affiliated with any outside financial companies, which allows them to provide truly impartial information. Additionally, they are trained to be sensitive to the emotional needs that accompany financial issues and offer appropriate assistance from the ComPsych suite of GuidanceResources services. ComPsych [email protected] 34

35 ParentGuidance The needs of new parents, whether biological or adoptive, are multi-faceted and can be overwhelming. ParentGuidance is a unique solution that seamlessly addresses all of the issues that may prevent mothers from returning to work. Proactive pre- and post-birth support provides positive and constructive assistance, improving the likelihood that the valued employee will return to work, while reducing the employee s anxiety and building goodwill in the process. The ParentGuidance program offers outreach from a ParentGuidance Specialist to find resources for child care, emotional, legal and financial issues, and to develop a plan that ensures a successful transition from maternity leave to work. Benefit Parent Guidance 2014 Parent Guidance Annual Rates Rate $ per case ComPsych [email protected] EstateGuidance Professional Legal Assistance via Online Tools and Services You face more complex financial decisions than ever before. And while preparing for the future through a will or an estate plan is important, too often you and your family members postpone or avoid altogether these seemingly daunting tasks. ComPsych developed EstateGuidance to help you secure your future by overcoming the legal, financial and emotional barriers to writing a will. EstateGuidance walks you and your family members through the documentation process and breaks down each step into easy-to-understand terms. A User-Friendly Tool for Creating Legally Binding Wills As the cornerstone of an estate plan, a will addresses some of the most important decisions in life: who should care for children and how assets should be divided in the event of death. Because of these difficult questions, as well as the time and cost required to research options and hire a lawyer, many people avoid writing a will. EstateGuidance eliminates these common barriers by providing a simple, economical online tool for will preparation. By using the online tool and answering a series of questions, you can conveniently create a simple will, as well as access additional documents and information that might be required. Benefit Estate Guidance 2014 Estate Guidance Premium Rates Rate $14.99 per will ComPsych [email protected] 35

36 Additional information 36

37 CHIPRA The Children s Health Insurance Program Reauthorization Act of 2009 (CHIPRA) extends and expands the state children s health insurance program (CHIP). States are permitted to offer a premium assistance subsidy for coverage under certain employer-sponsored health plans to all low-income children who are eligible for the CHIP program. For more information, visit or call 877-KIDS-NOW or visit the Total Rewards website at for more details. COBRA The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires continuation coverage to be offered to you and your covered dependents when group health coverage would otherwise be lost due because certain specific events. Those events include the death of a covered employee, termination, or reduction in the hours of a covered employee s employment for reasons other than gross misconduct, divorce or legal separation from a covered employee, a covered employee s becoming entitled to Medicare, and a child s loss of dependent status (and therefore coverage) under the plan. You may continue your coverage for up to 18 months (dependents up to 36 months) as long as you continue to pay the full cost of coverage, plus a two percent administrative charge due to Jones Lang LaSalle s COBRA administrator, each month. Plans that you may elect to continue include Medical, Dental, Vision, FSA and the Employee Assistance Program, as long as you were enrolled in these plans prior to the loss of coverage event date. FMLA In order to be eligible for leave under the federal Family and Medical Leave Act (FMLA), you must have worked for Jones Lang LaSalle for at least 12 months and have worked at least 1,250 hours as a Jones Lang LaSalle employee in the 12 months preceding the leave. If you are a transitioned employee and your prior service credit was carried over, it will be counted toward your FMLA credit. An employee may be eligible for up to 12 weeks of unpaid family and/or medical leave within a 12-month period and must be restored to the same or an equivalent position upon return from leave, provided the employee meets certain conditional requirements (referred to as FMLA protected leave ). Where state and local family and medical leave laws offer more protections or benefits to employees, the protections or benefits provided by such laws will apply (e.g., CA, CT, MA, OR, HI, ME, MN, NJ, VT and Washington, DC). Eligible employees with a spouse, son, daughter or parent on active duty or called to active duty status in the National Guard or Reserve in support of a contingency operation may use up to 12 weeks of unpaid leave entitlement under this policy to address certain qualified exigencies. In addition, eligible employees may also take up to 26 weeks of leave to care for a covered service member during a single 12-month period. For additional information, contact Liberty Mutual at or (company code: JLL101). HIPAA The Health Insurance Portability and Accountability Act of 1996 (HIPAA) and its implementing regulations restrict Jones Lang LaSalle s ability to use and disclose protected health information. Protected health information (PHI) includes: Information that is created or received by the Plan and relates to the past, present, or future physical or mental health or condition of a participant; the provision of health care to a participant; or the past, present or future payment for the provision of health care to a participant; and that identifies the participant, or for which there is a reasonable basis to believe the information can be used to identify the participant. 37

38 It is Jones Lang LaSalle s policy to comply fully with HIPAA s requirements. To that end, all members of Jones Lang LaSalle s workforce who have access to PHI must comply with this privacy policy. This policy does not address requirements under other federal laws or under state laws. Jones Lang LaSalle will use and disclose PHI only as permitted under HIPAA. WHCRA The Women s Health and Cancer Rights Act (WHCRA) provides coverage for certain services relating to a mastectomy in a manner determined in consultation with you and your attending physician. This required coverage includes all stages of reconstruction, surgery, prostheses and treatment of physical complications from the mastectomy, including lymphedema. MEDICARE PART D CREDITABLE COVERAGE Please read the attached notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Jones Lang LaSalle 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. 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 may be required to pay a higher premium (a penalty). Availability of Summary Health Information Summary of Benefits and Coverage (SBC) As an employee, the health benefits available to you provide important protection for you and your family in the case of illness or injury. Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format to help you compare across options. The SBCs can be obtained by visiting the Total Rewards portal A paper copy is also available, free of charge, by calling the Benefit Solution Group at Summary Plan Documents Summary Plan Documents, which provide complete information about the Health and Welfare plans and the 401(k) and Retirement Savings plan which are provided by Jones Lang LaSalle, can be obtained by visiting the Total Rewards website at A paper copy is also available, free of charge, by calling the Benefit Solution Group at

39 Benefits Glossary Beneficiary: An individual designated by the employee to receive proceeds or benefits from the employee s life insurance or retirement plans. COBRA (Consolidated Omnibus Budget Reconciliation Act): A Federal Law that allows employees and their dependents to continue insurance coverage after a Qualifying Event, such as reduction in hours or termination of employment. Cost is at the total premium rate, plus an administration fee. Coinsurance: The percentage of cost sharing between the employee and the plan for services received. Deductible: The annual out-of-pocket payment that you make before your plan begins to pay for your healthcare typically hospitalization or procedures, NOT preventive care. Dependent: An individual such as a child, same-sex domestic partner, or spouse that is eligible for coverage under the employee s insurance plans. Flexible Spending Account: A Flexible Spending Account (FSA) allows an employee to set aside a portion of his or her earnings to pay for qualified medical and/or dependent care expenses. Money deducted from an employee s pay for an FSA is not subject to payroll taxes. Note: Unused funds at the end of the effective year are forfeited. Health Savings Account: A Health Savings Account (HSA) is a tax-advantaged medical savings account available to employees who are enrolled in the Plus or Basic medical plan options. The funds contributed to the account are not subject to federal income tax at the time of deposit, and the funds roll over and accumulate year to year if not spent. You can also take the money with you when you leave to save for future medical expenses. Network: Hospitals and providers having a contracted agreement with a health plan company to make covered services available to members at a significantly lower rate than those you would receive by going out-of-network. Open Enrollment: The annual period during which employees re-enroll or have the option to change their benefit selections. Out-of-network: Services received from a non-participating provider. These services require and coinsurance payments. Does not apply to Kaiser Permanente. Out of pocket maximums: The most an employee would be expected to pay on services. This is the amount plus your coinsurance maximum. Once the out-of-pocket maximum is met, covered services are paid at 100 percent of the allowed charge for the rest of the calendar year. Premium: Payment made on an insurance policy on a regular, periodic basis. Preventive Care: Health care services that are covered at 100 percent by the plan if you use an in-network provider. They are not subject co-pay,, or coinsurance. If services are received out-of-network, you will be subject to the plan coinsurance at the out of network allowable amounts, not subject to the. Status Change/Qualifying Mid-Year Event: A qualifying life event such as marital status change, birth or death of a dependent, eligibility change or job status change, that allows an employee to change benefit elections at a time other than Open Enrollment. 39

40 Useful Contacts Health Well Being Medical & Prescription Drug Coverage UnitedHealthcare Medical & Prescription Drug Coverage Kaiser Permanente Hawaii (Oahu) (from neighboring islands) Dental MetLife Group Accident Insurance MetLife 800-GET-MET Financial Well Being Flexible Spending Account Health Care FSA Dependent Child Care FSA UnitedHealthcare Life Insurance: Standard Benefit Solution Group Stock ownership program Morgan Stanley Smith Barney Deferred Compensation Plan Mullin TBG Personal Well-Being Paid time off Purchased time off HR Service Center MetLaw - Hyatt Legal Plan Non-members should select: Thinking about enrollment Password: GetLaw Medical & Prescription Drug Coverage Kaiser Permanente California Medical & Prescription Drug Coverage HMSA Hawaii Vision VSP Critical Illness Insurance MetLife 800-GET MET Health Savings Account (HSA) OptumHealth Bank Fidelity Investments FMLA/Disability/Leave of Absence Liberty Mutual Company code: JLL101 Auto and Home Insurance MetLife Worker s compensation Hartford Employee assistance program FinancialPoint Plus EstateGuidance ParentGuidance Guidance Resources Password: JLL101 Benefits Solutions Group Medical & Prescription Drug Coverage Kaiser Permanente Oregon Medical & Prescription Drug Coverage Kaiser Permanente-Mid Atlantic Vision UnitedHealthCare (enrolled in UHC medical (Not enrolled in UHC medical) Employee Stock Purchase Plan Morgan Stanley Smith Barney Transportation accounts HR Service Center Life Insurance: Enhanced (GVUL) Long-Term Disability: Supplemental Lenox Advisors MetLife GVUL (new enrollees) (current policy holders) Pet Insurance MetLife VPI Adoption assistance program HR Service Center Back-up care advantage program Bright Horizons User name: JLL Password: Backup1 40

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