A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS MYBENEFITS

Transcription

1 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS MYBENEFITS Effective January 1, 2015 December 31, 2015

2 MYBENEFITS PAGE 2 When it comes to healthcare and other benefits, we know that one size doesn t fit all. We take pride in offering our diverse workforce a wide range of choices and flexibility so that you can select the benefits that best fit the needs and priorities of you and your family. Choosing your benefits is one of the most important decisions you will make all year. We encourage you to take the time to understand your options and use the many decision-making resources available to you. TABLE OF CONTENTS OUR BENEFITS PARTNER: THE MERCER MARKETPLACE WHO S ELIGIBLE Employees Dependents WHEN YOU CAN ENROLL When First Eligible During Open Enrollment Enrolling During the Year WHEN COVERAGE BEGINS HOW TO ENROLL YOUR MEDICAL OPTIONS Choosing Your Medical Plan Carrier $350 Deductible and $800 Deductible Plans $1,500 Deductible and $2,500 Deductible Plans Health Savings Account (HSA) Medical Benefits at a Glance SUPPLEMENTAL MEDICAL INSURANCE OPTIONS Hospital Indemnity Insurance Accident Insurance Critical-Illness Insurance YOUR DENTAL OPTIONS Dental Benefits at a Glance YOUR VISION OPTIONS Vision Benefits at a Glance FLEXIBLE SPENDING ACCOUNTS (FSAs) DISABILITY INSURANCE Short-Term Disability (STD) Long-Term Disability (LTD) LIFE AND ACCIDENT INSURANCE Basic Life and AD&D Insurance Supplemental Life and AD&D Insurance EMPLOYEE ASSISTANCE PROGRAM (EAP) COMMUTER BENEFITS PLAN ADDITIONAL VOLUNTARY BENEFITS CONTACTS 17

3 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 3 OUR BENEFITS PARTNER: THE MERCER MARKETPLACE The Mercer Marketplace is our partner in providing you with comprehensive benefits. Through the Mercer Marketplace, you ll be able to compare benefit plans and choose the ones that best fit your needs and those of your family. You can combine traditional benefits, such as healthcare and life insurance, with additional benefits, such as accident insurance and critical-illness coverage, to create a personalized benefits package. The Mercer Marketplace displays key information for each plan, including plan details and costs. You ll also find a variety of tools, educational videos and reference documents to help you understand your benefit options even better. Two Ways to Enroll ONLINE: Visit the Mercer Marketplace at mercermarketplace.com/roberthalf. BY PHONE: Call the Mercer Marketplace at Benefits counselors are ready to help Monday Friday, 4 a.m. 7 p.m. Pacific time, and Saturday from 7 a.m. 11 a.m. Pacific time. (After January 1, 2015, the call center times will change to Monday Friday, 4 a.m. 6 p.m. Pacific time.) The Mercer Marketplace website and call center will be available starting November 17, WHO S ELIGIBLE Employees You re eligible to enroll in Robert Half s benefits program if you re a regular, full-time employee who works a minimum of 30 hours per week. Dependents When you enroll for benefits, you can also enroll your eligible dependents, including your: Lawful spouse or qualifying domestic partner Children up to age 26 If your child is mentally or physically disabled, coverage may continue beyond age 26, once proof of the ongoing disability is provided. Children may include natural, adopted, stepchildren and children obtained through court-appointed legal guardianship, as well as children of qualifying domestic partners. To qualify for benefit coverage, domestic partners must have entered into a legally recognized civil union or be registered with a state or local government domestic partnership registry. Alternatively, in the absence of a civil union or registration, domestic partners must satisfy the criteria set forth in the company s Domestic Partner Benefits Guidelines. You can find more information on the company intranet. Enrollment Tip! If you want coverage for your dependents, they must be enrolled in the same plans you choose for yourself.

4 MYBENEFITS PAGE 4 Important! You must take action during this year s Open Enrollment period. Your 2014 benefit elections won t carry over to For 2015, voluntary benefits must be elected during Open Enrollment or during your new hire enrollment period. WHEN YOU CAN ENROLL You can enroll for benefits: When you first become eligible (you re eligible on the first day of the month following or coinciding with your hire date) During Open Enrollment During the calendar year, if you experience a qualifying life event (within 30 days of the event) When First Eligible You become eligible for benefits on the first day of the month following or coinciding with your hire date. For example, if you re hired on April 10, you become eligible for benefits on May 1. For Salaried Professionals, you become eligible for benefits on the first day of the month following or coinciding with 30 days of continuous, active full-time employment. You must enroll for benefits within 37 days following your hire date. If you don t enroll within 37 days, you won t be able to enroll for benefits until the next Open Enrollment period, unless you experience a qualifying life event as defined by the IRS. The choices you make when you first become eligible will remain in effect through the plan year, which ends on December 31. Coverage will start on your eligibility date regardless of when you enroll. During Open Enrollment Open Enrollment is your once-a-year chance to enroll for benefits. Open Enrollment typically happens in late fall. Generally, benefits you elect during Open Enrollment will be effective January 1 through December 31 of the following year. Enrolling During the Year If you experience a qualifying life event during the year, you may enroll for coverage and make changes within 30 days of the event. Your benefit elections or changes must be consistent with the event. Documentation of the event may be required. What s a Qualifying Life Event? Examples of qualifying life events include but are not limited to: Marriage Divorce Birth or adoption of a child Death of a dependent Loss of dependent eligibility for coverage You have 30 days to make changes to your benefits coverage following a qualifying life event. WHEN COVERAGE BEGINS Your coverage for Robert Half benefits becomes effective as of your eligibility date, provided you ve enrolled before the deadline as stated above. If you enroll during Open Enrollment, your benefits will generally be effective beginning January 1 of the following year. For more information regarding coverage upon a qualifying event, contact the Mercer Marketplace at

5 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 5 HOW TO ENROLL To enroll for benefits, go to the Mercer Marketplace at mercermarketplace.com/roberthalf or call The website and call center will be available starting November 17, The first time you visit the Mercer Marketplace, you ll use your Social Security number, last name and date of birth to identify yourself. Then, you will create your own unique user name and password. Enrolling in Your Benefits Once you ve logged in, click the Get started button and follow these simple steps: 1. Profile Review or enter your personal information. Review or enter information for the dependents you wish to cover. 2. Enrollment Use the tool to help you identify the best coverage options by answering questions about your life, health and needs. Compare plan features and costs. Use the educational resources to learn more. Select and enroll in your benefits. 3. Confirmation Review the summary of your enrollment selections and make changes, if needed. Print a copy of your enrollment confirmation for future reference. Need Assistance? Have Questions? Call the Mercer Marketplace at Benefits counselors are ready to help Monday Friday, 4 a.m. 7 p.m. Pacific time, and Saturday from 7 a.m. 11 a.m. Pacific time. (After January 1, 2015, the call center times will change to Monday Friday, 4 a.m. 6 p.m. Pacific time.)

6 MYBENEFITS PAGE 6 YOUR MEDICAL OPTIONS Because one size doesn t fit all when it comes to medical coverage, Robert Half offers a variety of medical plan options and provider networks through the Mercer Marketplace. You can choose the plan design and network combination that makes the most sense for you and your family. There are four plan options to choose from: $350 Deductible Plan $800 Deductible Plan $1,500 Deductible Plan* $2,500 Deductible Plan* * These plans are compatible with a Health Savings Account (HSA). See page 8 for additional information. Choosing Your Medical Plan Carrier For each of the medical plan options, you can choose one of the following three carriers: Do You Live in Hawaii? If you live in Hawaii, you ll receive different medical plan options. Go to the Mercer Marketplace at mercermarketplace. com/roberthalf or call for more information about these plans. Anthem Cigna Kaiser Anthem is available in all locations. You have the flexibility to use any doctor, hospital or healthcare provider of your choice. However, the plan pays a higher level of benefits when you use Anthem PPO network providers. Prescription drug coverage will be provided through Express Scripts. If you need extra assistance managing a complex health condition, use Mercer Health Advantage to help coordinate your care and ensure you have the support you need. For additional information, call to connect with a member of the Mercer Health Advantage clinical team. Finding a Network Provider To see if a certain provider is in the network, go to anthem.com/ca and select Find a Doctor. Choose your state from the drop-down menu. When it asks you to select a plan/network: In California, select Blue Cross PPO Prudent Buyer Large Group All other states, select National PPO (Blue Card PPO) Cigna is available in all locations. You have the flexibility to use any doctor, hospital or healthcare provider of your choice. However, the plan pays a higher level of benefits when you use Cigna PPO network providers. Prescription drug coverage will be provided through Express Scripts. If you need extra assistance managing a complex health condition, use Mercer Health Advantage to help coordinate your care and ensure you have the support you need. For additional information, call 800.CIGNA24 to connect with a member of the Mercer Health Advantage clinical team. To see if a certain provider is in the network, go to cigna.com and select Find a Doctor. Then, select If Your Insurance Plan is Offered Through Work or School When it asks you to Select a Plan, choose Open Access Plus, OA plus, Choice Fund OA Plus WITH CareLink. Kaiser is available in select locations by ZIP code: California, Colorado, Georgia, Hawaii, Oregon, Washington and the mid-atlantic region. You must receive all of your care through Kaiser healthcare providers there are no out-of-network benefits. Your prescription drug coverage will be provided through Kaiser. Care management services are provided directly by Kaiser. To find a Kaiser provider, go to kp.org and select Find a Doctor. Best Doctors Regardless of which medical plan and network you choose, you ll have access to Best Doctors. This service provides second opinions and diagnostic reviews from some of the country s premier physicians to help ensure you receive the most appropriate care for your situation. This benefit is 100% confidential and offered at no charge to enrolled employees and dependents. For more information about Best Doctors, call or go to members.bestdoctors.com.

7 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 7 $350 Deductible and $800 Deductible Plans The $350 Deductible and $800 Deductible Plans include the following features: Free in-network preventive medical care. Preventive care is covered fully with no and no copay or coinsurance, as long as you receive this care from in-network providers. Annual. for your initial costs out of pocket (for most services) until you meet your annual : --$350 Deductible Plan: The annual doesn t apply to office visits and prescription drugs. Instead, you pay a flat-dollar copay, and the plan covers the rest of the eligible expense. The annual applies to all other services, including hospitalization and the emergency room. --$800 Deductible Plan: The annual applies to all services, including office visits, hospitalization, and emergency room services. Coinsurance. Once the is met, you and the plan will each pay a designated percentage of the cost for care. This is called coinsurance. Out-of-pocket maximum. The plan protects you financially by limiting the total amount you will pay each year for medical care. Once you meet your out-of-pocket maximum, the plan pays 100% of your eligible expenses for the remainder of the year, as long as you use network providers. (For out-of-network providers, the plan will pay 100% of the usual and customary charge. You re responsible for any amount in excess of the usual and customary charge.) $1,500 Deductible and $2,500 Deductible Plans (HSA-Compatible Plans) The $1,500 Deductible Plan and $2,500 Deductible Plan help you take charge of your health and financial savings. In addition to providing benefits, these plans are compatible with a Health Savings Account (HSA), which lets you save pre-tax dollars to pay your current and future medical and prescription drug expenses including your. The two parts work together to provide comprehensive coverage: How the Family Deductible Works If more than one family member is covered, the $350 Deductible and $800 Deductible Plans begin to pay benefits for an individual family member when he or she reaches the individual or when the combined expenses of all family members reach the family, whichever happens first. Enrollment Tip! If you choose one of the HSA-compatible medical plan options, you can contribute to your HSA on a pre-tax basis to help pay for out-of-pocket expenses, including the annual. Plan Benefits + Health Savings Account (HSA) Option = $1,500 Deductible Plan AND $2,500 Deductible Plan The plan benefits include: Free in-network preventive medical care. Preventive care is 100% covered with no and no coinsurance, as long as you receive this care from in-network providers. Annual. for your initial costs for medical and prescription services until you meet your annual. The annual applies to all non-preventive services, including office visits, hospitalization, emergency room services and prescription drugs. Coinsurance. Once the is met, you and the plan will each pay a designated percentage of the cost for care. This is called coinsurance. Out-of-pocket maximum. The plan protects you financially by limiting the total amount you will pay each year for medical care. Once you meet your out-of-pocket maximum, the plan pays 100% of your eligible expenses for the remainder of the year, as long as you use network providers. (For out-of-network providers, the plan will pay 100% of the usual and customary charge. You re responsible for any amount in excess of the usual and customary charge.) How the Family Deductible Works With the $1,500 Deductible and $2,500 Deductible Plans, when more than one family member is covered, the plans begin to pay benefits for an individual only when the family annual amount is reached.

8 MYBENEFITS PAGE 8 Health Savings Account (HSA) If you enroll in the $1,500 Deductible Plan or the $2,500 Deductible Plan, you ll be eligible to open a unique savings account called a Health Savings Account, or HSA. With the HSA, you re in control: You are the owner of the account. You can use the funds in the account to pay for current and future healthcare expenses. You can make tax-free contributions. 1 Your account may earn interest tax-free. You can choose to invest your funds after your account reaches a minimum balance. 2 1 Tax-free status applies to federal taxes but varies by state. Currently, Alabama, California, New Jersey and Wisconsin do not allow favorable tax treatment of HSAs. 2 If you set up an HSA through Discovery Benefits, information on investment options is available online at accounts.mercermarketplace.com. Making Contributions to Your HSA For 2015, you can make contributions up to: Single coverage = $3,350 Family coverage = $6,650 Note: The contribution amounts listed above include both your contributions and any matching contributions you receive from Robert Half (see below for details). If you re age 55 or older, you can contribute an additional $1,000 per year. The Company Will Contribute Too! For 2015, for Robert Half and Protiviti employees, Robert Half will add to your HSA savings when you make contributions. For every $1 you contribute to your HSA, Robert Half will provide a matching contribution of $0.50, to a maximum of: $500, if you enroll in the $1,500 Deductible Plan $1,000, if you enroll in the $2,500 Deductible Plan For example: If you enroll in the $1,500 Deductible Plan and contribute $1,500 to your HSA, Robert Half will contribute $500. If you enroll in the $2,500 Deductible Plan and contribute $1,500 to your HSA, Robert Half will contribute $750. Note: Salaried Professionals are ineligible to receive matching contributions.

9 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 9 Setting Up Your HSA If you elect to make pre-tax payroll contributions to your HSA when you enroll through the Mercer Marketplace, an HSA will be opened for you. Once your account is set up, you ll receive an HSA welcome that will include useful information about your account and how to use it. You ll also receive an HSA debit card in the mail, which will allow you to conveniently pay for eligible expenses at the point of service. The HSA is administered by Discovery Benefits. Enrollment Tip! To open an HSA, you must provide a physical mailing address, not a P.O. Box. How the Plan Benefits and HSA Work Together Health Savings Account Your contributions to the Health Savings Account can cover your and coinsurance. Preventive Care Plan pays 100% Deductible 100%. Once the is met, coinsurance kicks in. Coinsurance You and the plan share a percentage of the costs until you meet the out-of-pocket maximum. Out-of-Pocket Maximum Once you reach this, the plan pays 100% of in-network costs. Using Your HSA to Pay for Eligible Expenses There are two ways to use your HSA to pay for eligible expenses: 1. Use your HSA debit card to pay directly at the point of service. 2. Pay for services out of pocket and submit a claim for reimbursement. If you don t want to use the money in your HSA, you can also choose to pay for services out of pocket and not submit a claim for reimbursement. This way you save the money in your HSA for future medical needs. You can use your HSA for out-of-pocket expenses that would generally qualify for the medical, dental and vision expense income tax deduction: Deductibles Speech/occupational/physical therapy Office visits Prescription drugs Hospital stays and lab work Dental care Vision care For a complete list of eligible expenses, see IRS Publication 502 at irs.gov/publications/p502/index.html. Save Your Receipts Be sure to save your receipts! If you use your HSA debit card, you don t need them for reimbursement, but you will need them for tax purposes.

10 MYBENEFITS PAGE 10 Medical Benefits at a Glance Below is a snapshot of some of the benefits covered under each medical plan option and your out-of-pocket costs. Benefits $350 Deductible Plan 6 $800 Deductible Plan $1,500 Deductible Plan (HSA Compatible) $2,500 Deductible Plan (HSA Compatible) Plan Features Calendar-year Individual Family 3 $350 $700 Calendar-year out-of-pocket maximum 4 Individual Family Preventive Care Annual exams, immunizations, screenings and other eligible preventive care Office Visits In-Network Out-of-Network In-Network Out-of-Network 1 In-Network Out-of-Network 1 In-Network Out-of-Network 1 No charge $2,000 $4,000 Primary care $15 copay Specialist $30 copay Hospital Facility Inpatient and outpatient Emergency room (waived if admitted) $100 copay, then $2,000 $4,000 $4,000 $8,000 $100 copay, then Retail Prescriptions 5 (up to a 30-day supply) No charge $800 $1,600 $2,400 $4,800 $2,400 $4,800 $4,800 $9,600 Generic $10 30% (min. $10/max. $20) Brand formulary $30 30% (min. $25/max. $50) Brand nonformulary Mail-Order Prescriptions 3 (up to a 90-day supply) $60 45% (min. $40/max. $80) Generic $25 30% (min. $25/max. $50) Brand formulary $75 30% (min. $62.50/ max. $125) Brand nonformulary $150 45% (min. $100/ max. $200) No charge $1,500 2 $3,000 2 $2,500 2 $4,500 2 $3,000 2 $6,000 2 $5,000 2 $9,000 2 $3,000 $6,000 $6,000 $12,000 No charge $4,500 $9,000 30% after 30% after 30% after 30% after $9,000 $18,000 50% after 50% after 50% after 50% after 30% after 30% after 30% after 30% after 30% after 30% after 30% after 1 Kaiser offers in-network benefits only. 2 All copays and coinsurance (for medical and prescription services) apply to the. 3 Family amounts apply if you choose one of the following coverage levels: employee + spouse, employee + child(ren), employee + family. 4 All copays, coinsurance and apply to the out-of-pocket maximum. 5 Prescriptions are covered at the in-network coinsurance level prior to meeting the. 6 Emergency Care: Coinsurance does not apply for the Cigna $350 Deductible Plan. Only the copayment will be required for this service.

11 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 11 SUPPLEMENTAL MEDICAL INSURANCE OPTIONS Supplemental medical insurance can help protect you from significant or unexpected out-of-pocket expenses. These supplemental plans are not designed to replace the traditional medical plans. The following supplemental medical plans, provided through Allstate, are available to you as part of our voluntary benefits offerings. the full cost of these plans. Complete details about these plans and their costs are available on the Mercer Marketplace website at mercermarketplace.com/roberthalf. Hospital Indemnity Insurance A hospital indemnity insurance plan provides supplemental payments that your medical plan may not cover for expenses incurred during a hospital stay. Accident Insurance Accident insurance provides cash benefits in cases of accidental injuries. You can use this money to help pay for uncovered medical expenses, such as your or coinsurance, or for ongoing living expenses, like your mortgage or rent. Critical-Illness Insurance Critical-illness insurance helps protect against the financial impact of certain illnesses, such as heart attack, cancer and stroke. For specific covered conditions, you receive a lump-sum benefit that you can use at your discretion. Important! The supplemental medical insurance plans are intended to supplement a medical plan. On their own, they do not provide the minimum level of medical coverage needed to meet healthcare reform individual mandate requirements. YOUR DENTAL OPTIONS You have two plan options through Delta Dental to help you pay for routine preventive and other dental care for you and your family: Delta Dental Enhanced Plan Delta Dental Standard Plan Using dentists who are part of the Delta Dental PPO network can reduce your out-of-pocket costs because network dentists offer discounted rates. With these plans, you can visit an out-of-network dentist but you may have to pay more. Dental Benefits at a Glance Below is a snapshot of the dental plan benefits and your out-of-pocket costs. Benefits Calendar-year Individual Family Calendar-year maximum Preventive services Basic services Major services Orthodontia Services Lifetime maximum $50 $150 Delta Dental Enhanced Plan In-Network and Out-of-Network $50 $150 Delta Dental Standard Plan In-Network and Out-of-Network $2,000 per person $1,500 per person No charge the 50% after the 50% after the $2,500 per person Eligibility Up to age 19 No charge the 50% after the Find a Dentist To search for dentists in the Delta Dental PPO network, go to deltadentalins.com.

12 MYBENEFITS PAGE 12 YOUR VISION OPTIONS Find a VSP Provider To search for vision care providers in the VSP network, go to vsp.com and select Find a VSP Doctor. Enrollment Tip! If you select a Kaiser medical plan, you ll receive some vision care coverage through that Kaiser plan. Robert Half provides you with two vision plan options through Vision Service Plan (VSP): VSP Enhanced Plan VSP Standard Plan This plan includes reimbursement for eye exams, and eyeglasses or contact lenses. VSP uses a network of nationwide providers, and you receive a higher level of coverage when you use in-network providers. Vision Benefits at a Glance Below is a snapshot of the vision plan benefits and your out-of-pocket costs. Benefits VSP Enhanced Plan VSP Standard Plan Eye exam (once every 12 months) Eyeglass lenses (once every 12 months) Lens options Eyeglass frames In-Network Out-of-Network In-Network Out-of-Network $10 copay Up to $45 $10 frames/lenses copay (includes single vision, lined bifocal, lined trifocal and standard progressive lenses) Premium progressive lenses: $95 $105 Custom progressive lenses: $150 $175 After $10 frames/ lenses copay, up to: $175 retail for some frames $195 for featured frame brands Up to $65 (amount depends on type of lenses) N/A Up to $70 $10 copay Up to $45 $25 frames/lenses copay (includes single vision, lined bifocal, lined trifocal lenses) Standard progressive lenses: $55 Premium progressive lenses: $95 $105 Custom progressive lenses: $150 $175 After $10 frames/ lenses copay, up to: $130 retail for some frames $150 for featured frame brands Up to $65 (amount depends on type of lenses) N/A Up to $70 Contact lenses (Once every 12 months in lieu of eyeglasses) 20% discount on amounts over Up to $175 Once every 12 months Up to $105 20% discount on amounts over Up to $130 Once every 24 months Up to $105

13 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 13 FLEXIBLE SPENDING ACCOUNTS (FSAs) Flexible Spending Accounts (FSAs) allow you to pay for eligible healthcare or dependent care expenses on a pre-tax basis through payroll deductions. Unlike HSAs that roll over every year, FSAs are considered use it or lose it accounts. Unused funds are forfeited at the end of the plan year. All three accounts are administered by our FSA partner, Discovery Benefits. Who Can Participate How Much You Can Contribute Annually 1 Eligible Expenses Availability of Funds Accessing Your Account Use It or Lose It Dependent Care Reimbursement Account All benefits-eligible employees Up to $5,000 for individuals or married couples filing joint tax returns Up to $2,500 if you are married and file separate tax returns Day care, preschool, after-school care for a dependent child under age 13 or for a tax dependent who is physically or mentally incapable of selfcare Funds are available as they are withheld from your pay and deposited into your account You will receive a Dependent Care Reimbursement Account debit card from Discovery Benefits, or you can file claims directly for reimbursement Healthcare FSA Employees who are not contributing to an HSA Limited-Purpose Healthcare FSA Employees who are contributing to an HSA Up to $2,550 Up to $2,550 Medical, prescription drug, dental and vision expenses not paid by your insurance see IRS Publication for a complete listing The full amount is available to you at the start of the year or the month after you join the plan You will receive a Healthcare FSA debit card from Discovery Benefits, or you can file claims directly for reimbursement Dental and vision expenses only The full amount is available to you at the start of the year or the month after you join the plan You will receive a Limited- Purpose Healthcare FSA debit card from Discovery Benefits, or you can file claims directly for reimbursement Any unused funds in your account at the end of the year are forfeited, so plan carefully! Go to mercermarketplace.com/roberthalf to find an FSA expense calculator to help you estimate your expenses for the year. You have until March 31, 2016, to submit claims for reimbursement on any eligible expenses you incur during A special note to highly compensated employees (HCEs): The IRS defines who is classified as a highly or non-highly compensated employee for several of your employee benefit plans. FSAs must pass certain nondiscrimination tests imposed by the IRS, including one for fairness regarding contributions made by the highly compensated employee group versus contributions made by the non-highly compensated employee group. If you are a highly compensated employee, it is possible your FSA contributions may be limited prior to the beginning of the plan year or suspended during the plan year, depending on the outcome of the tests. If a limitation or suspension becomes necessary, you will be notified in writing before it happens. 2 You can find IRS Publication 502 at irs.gov/publications/p502/index.html.

14 MYBENEFITS PAGE 14 DISABILITY INSURANCE When you need to miss work due to an illness or accident, disability insurance can replace a percentage of your lost income, up to a maximum benefit. Short-Term Disability (STD) Robert Half provides company-paid short-term disability (STD) insurance benefits for you. STD benefits may be payable after seven calendar days of disability due to illness, injury or pregnancy. The amount of the STD benefit is a percentage of your regular base salary. Day Days 8 90 Days Benefit Amount 70% of regular base salary 60% of regular base salary STD benefits will be offset by other disability payments, such as state disability insurance (in California, Hawaii, New Jersey, New York and Rhode Island). Long-Term Disability (LTD) Robert Half also provides company-paid basic long-term disability (LTD) insurance benefits to you. After 180 days of disability, LTD insurance benefits may begin. Basic LTD Basic LTD insurance provides a benefit that is equal to 60% of your benefit-eligible earnings generally your base pay plus the 12-month average of your bonuses and commissions up to $15,000 per month. Supplemental LTD If you want additional coverage, you may purchase supplemental LTD insurance, which provides a total LTD benefit equal to 66.7% of your benefit-eligible earnings generally your base pay plus the 12-month average of your bonuses and commissions up to $25,000 per month. When you purchase supplemental LTD insurance, you need to provide evidence of insurability. Coverage will not be effective until the insurance company agrees, in writing, to cover you. Important! For information about the taxation of your STD and LTD benefits, contact the Mercer Marketplace at LIFE AND ACCIDENT INSURANCE When the unexpected happens, you and your family are protected. Basic Life and AD&D Insurance Robert Half provides company-paid basic life and basic accidental death and dismemberment (AD&D) insurance. Basic life insurance: Provides a benefit that is equal to two times your base pay plus bonus and commissions, up to a maximum of $1 million. Basic AD&D insurance: Provides a benefit that is equal to two times your base pay plus bonus and commissions, up to a maximum of $1 million. Supplemental Life and AD&D Insurance If you want additional coverage, you can purchase supplemental life and/or supplemental AD&D insurance for yourself and your eligible dependents. the full cost of supplemental insurance on an after-tax basis. If you want to purchase coverage for your dependents, you must also purchase coverage for yourself. Coverage Amounts Available Guarantee Issue Amounts Important! Supplemental Employee Life $10,000 increments, up to $2 million Supplemental Spouse Life $5,000 increments, up to $250,000 or 100% of your own supplemental employee life insurance (whichever is less) Supplemental Child Life 14 days 6 months: $1, months: $5,000 increments, up to $20,000 $1 million $50,000 Not required If you elect supplemental life insurance when you re first eligible, you ll need to provide evidence of insurability (EOI) only for amounts above the guarantee issue amounts. Any future increases in coverage will require EOI. If you (and/or your dependents) do not elect coverage when first eligible but elect at a later date, you ll be required to provide EOI for any amount. Coverage will not be effective until the insurance company approves, in writing, to cover you. The IRS requires that the cost for your basic life insurance coverage in excess of $50,000 be considered taxable income to you. The value of this coverage, called imputed income, is reported on your federal W-2 form each year.

15 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 15 Coverage Amounts Available Age Reductions Supplemental Employee AD&D $10,000 increments, up to $2 million Supplemental Family AD&D Spouse only benefit: 60% of your benefit Child(ren)* only benefit: 20% of your benefit Spouse benefit (if child(ren) are also covered): 50% of your benefit Child(ren)* benefit (if spouse is also covered): 15% of your benefit Benefit amounts reduce to: 65% of original coverage when you reach age 65, and 50% of original coverage when you reach age 70. If you elect supplemental AD&D insurance, you won t be required to provide evidence of insurability (EOI). Exclusions apply, and additional benefits are available under this plan. Please review the Summary of Benefits Coverage for more details. * Coverage is available for eligible children ages 14 days to 26 years. COMMUTER BENEFITS PLAN The commuter benefits plan lets you set aside pre-tax money through payroll contributions for commuting costs, such as public transportation, vanpools and parking. This plan is administered by Discovery Benefits. Who Can Participate How Much You Can Contribute for Eligible Expenses Accessing Your Account All benefits-eligible employees For parking, up to $250 a month* For mass transit (bus, vanpool, subway, train), up $130 a month* You ll receive a transit benefits debit card to pay for eligible parking and transportation expenses. When you use your card, the amount is deducted automatically from your account. * 2015 limits have not been released as of the publication date. EMPLOYEE ASSISTANCE PROGRAM (EAP) The EAP offers free, one-on-one counseling and referrals for Robert Half employees and their household members. These confidential services include: Marriage or family counseling Parental guidance Child and senior care Legal consultation Financial counseling Emotional or mental health assistance Alcohol or drug abuse counseling Work/life balance counseling Call as many times as you need; you may also receive up to eight face-to-face sessions per topic with a counselor. Robert Half pays the full cost of the EAP. The EAP is provided through Magellan Health.

16 MYBENEFITS PAGE 16 ADDITIONAL VOLUNTARY BENEFITS You can enroll in these additional voluntary benefits through the Mercer Marketplace. Because these benefits are offered at competitive group rates, you could save money compared to purchasing them on your own. Enrollment Tip! If you choose to enroll for voluntary benefits, your voluntary coverage (and your payroll contributions) will begin April 1, Permanent Life Insurance (Allstate) Permanent, or whole, life insurance is designed to last your lifetime as long as you pay your premiums. Upon your death, your beneficiaries receive a lump-sum payment known as the death benefit, which can be used to help cover expenses or support their future needs. Unlike term life insurance policies, permanent life insurance can accumulate cash value over time. Identity Theft Protection (InfoArmor ) Identity theft protection services from InfoArmor help assess your risk, deter theft attempts, detect fraud and manage the restoration process in the event of identity theft. You ll have access to your annual credit report, monthly credit scores and monitoring of your TransUnion credit file. InfoArmor offers privacy advocates who are certified and trained in identity restoration. If suspicious activity is detected, a privacy advocate can act as a dedicated case manager to resolve the issue. Legal Benefits (MetLife ) The MetLife Legal Assistance Plan offers you access to attorneys for common legal services, such as will preparation, estate planning, family law and more. You, your spouse and your dependents can access a nationwide network of 13,000 experienced attorneys. You also can use a non-plan attorney and get reimbursed for covered services according to a set fee schedule. A client service representative can help you locate a plan attorney in your area. You ll also have online access to resources for court appearance preparation, document review and preparation, and real estate matters. Auto and Home Insurance (MetLife) Compared to purchasing auto and home insurance on your own, purchasing group auto and home insurance through the Mercer Marketplace could provide you with savings of up to 15 percent compared to individual coverage. MetLife gives you access to a variety of personal insurance policies, including home*, landlord s rental dwelling, condo, mobile home, renters, recreational vehicle, boat and personal excess liability. *Home insurance is not part of the benefit offering from MetLife Auto and Home in Massachusetts and Florida. Pet Insurance (VPI) Pet insurance helps you pay for the cost of medical care for your pet. You can take your pet to any licensed veterinarian. Online Discount Mall (PerkSpot) Through PerkSpot, you ll have 24/7 access to exclusive prices, discounts and offers from hundreds of local and national merchants, such as health clubs, movie theaters, restaurants, retailers and all major cell phone providers. Offers are updated frequently. Using it is free! Once you enroll, you can sign up to receive alerts for discounts and savings of up to 40 percent.

17 A GUIDE TO YOUR 2015 ROBERT HALF BENEFITS PAGE 17 CONTACT SOMEONE WHO CAN HELP If you have questions or need information about the Robert Half employee benefits program, please contact the Mercer Marketplace at Benefits counselors are ready to help Monday Friday, 4 a.m. 7 p.m. Pacific time, and Saturday from 7 a.m. 11 a.m. Pacific time. (After January 1, 2015, the call center times will change to Monday Friday, 4 a.m. 6 p.m. Pacific time.) Plan Carrier/Vendor Telephone /Website Medical/Prescription Anthem anthem.com/ca Health Savings Account (HSA) Cigna 800.CIGNA24 mycigna.com (cigna.com before January 1, 2015) Kaiser Express Scripts During Open Enrollment: Starting January 1, 2015: Varies by locations; see your Kaiser ID card (available starting January 1, 2015) kp.org express-scripts.com Discovery Benefits accounts.mercermarketplace.com Best Doctors Best Doctors members.bestdoctors.com Accident, Critical-Illness, Hospital Indemnity Insurance Allstate allstatevoluntary.com/mercermarketplace/ Dental Delta Dental deltadentalins.com Vision VSP vsp.com Flexible Spending Accounts (FSAs) Discovery Benefits accounts.mercermarketplace.com Life and AD&D Insurance Voya (ING) N/A STD and LTD Liberty Mutual MyLibertyConnection.com Employee Assistance Program (EAP) Magellan Health magellanhealth.com/mmx Permanent Life Insurance Allstate allstatevoluntary.com/mercermarketplace/ Commuter Benefits Program Discovery Benefits accounts.mercermarketplace.com Identity Theft Protection InfoArmor infoarmor.com/exchange Auto and Home Insurance MetLife metlife.com/group-auto/mpe/index.html? promoid=v3215&ibpadgroup=metlife36&wt.mc_ id=ad004089#auto Legal Assistance MetLife N/A Pet Insurance VPI petinsurance.com Discount Mall PerkSpot roberthalf.perkspot.com Copyright 2014 Robert Half. All rights reserved. Printed in the United States. November Restricted Rights 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Vet. The information contained in this document is proprietary and confidential to Robert Half. No part of this document may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying and recording, for any purpose without the express written permission of Robert Half. This is not a legal document. Please refer to the applicable summary plan description for detailed information. This document is not intended to cover every option detail. Complete details are in the legal documents, contracts and administrative policies that govern benefit operation and administration. If there is any discrepancy between the information presented here and the applicable official plan document, the official plan document will govern how your benefits are determined and administered. Robert Half reserves the right to terminate, suspend, withdraw or modify the benefits described in this document, in whole or in part, at any time. No statement in this or any other document, and no oral representation, should be construed as a waiver of this right.