2016 Tasneem ANNUAL BENEFITS ENROLLMENT GUIDE Jacobs Staff
What s Inside This document printed with soy-based inks on paper containing 10% post consumer recovered fiber. Benefits Enrollment... 1 Who s Eligible for Benefits... 1 How To Enroll... 1 Medical Plan Options... 4 UHC Plans... 5 UHC Choice Plus HDHP at a Glance... 6 UHC Choice Plus PPO Plan... 7 Out-of-Area Plans... 7 Kaiser and Group Health High Deductible Health Plan (HDHP)... 7 Dental Plan Options... 8 Delta Dental PPO Plan... 8 Aetna DMO Plan... 8 Vision Plan... 9 Tax Saving Options for Paying for Health Care... 10 Health Savings Account (HSA)... 11 Flexible Spending Accounts (FSAs)... 12 Wellness Benefits... 14 Telemedicine (MDLIVE Care)... 14 Employee Assistance Program (EAP)... 14 Health by Design... 14 Active for Life (AFL)... 14 Health Assessment... 15 HealthConnection... 15 Personalized Health Coaching Programs... 16 Best Doctors Program... 16 Life, Accident and Disability Insurance... 16 Basic Life Insurance... 16 Supplemental Life Insurance... 17 Supplemental Accidental Death and Dismemberment (AD&D) Insurance... 17 Business Travel Accident Insurance... 17 Integrated Disability Plan (IDP)... 17 Financial Benefits... 18 401(k) Plus Savings Plan... 18 Employee Stock Purchase Plan (ESPP)... 19 Voluntary Benefits... 20 TRICARE Supplement Plan... 20 Critical Illness Insurance Plan... 20 Legal Plan... 21 Commuter Benefits... 21 Home & Renters Insurance Plan... 22 Auto Insurance Plan... 22 Identity Theft Plan... 22 Paid Time Off (PTO) Sell Program... 22 Changing Your Benefits... 23 Qualified Life Events... 23 Plan Contact Information... 26 Employee Charitable Giving Options A Culture of Caring... 28
Benefits Enrollment All you need to know about Benefits Enrollment is in this section. You ll learn how to enroll and review details about our benefit plans and programs. To find out what s changing for 2016, see the 2016 Annual Benefits Enrollment Memo document posted on our external U.S. benefits site, http://benefits.jacobs.com. ENROLLMENT WHO S ELIGIBLE FOR BENEFITS Regular full-time and modified full-time active employees working at least 21 hours per week are eligible for benefits. For some benefits, you can also enroll your eligible dependents, who include: Your spouse, including your legally married same-sex spouse. Your domestic partner who is a person of the opposite or same sex with whom you share a common domestic life together but are not legally married. Your children (including the children of your domestic partner) up to age 26 regardless of student, marital, military, or employment status. A child age 26 or over who is or becomes disabled prior to age 26 and is dependent upon you. For more information on family member requirements, please refer to the Dependent Eligibility Documentation Requirements posted on our external U.S. benefits site, http://benefits.jacobs.com. If You and Your Spouse/Domestic Partner or Parent Work for Jacobs You cannot be covered as both a Jacobs employee and a dependent of a Jacobs employee. You may elect your own coverage as an employee; OR Your Jacobs spouse/domestic partner or parent may elect to cover you as a dependent. Eligible children may be covered under one (but not both) eligible employee s coverage. HOW TO ENROLL Enrolling is easy! You can access the site 24 hours a day, 7 days a week from any computer with Internet access. If you have trouble accessing the benefits enrollment website, or need more information, contact JESI HR Service Center at jesi@jacobs.com or call 1.800.957.JESI (5374). Please keep in mind that elections made during Annual Benefits Enrollment are irrevocable unless you experience a qualified life event (see Changing Your Benefits on page 23.) Quick Tips Carefully read the instructions on the enrollment website. Use the BACK button within Oracle (not the Back button on the browser) to navigate to a previous page. A timeout security feature will activate if you have no activity in the system for at least 15 minutes. Once you click the NEXT button after entering your elections these changes will be saved and recorded as your benefit option(s) effective January 1, 2016, even if you do not complete the enrollment process by clicking Finish. If you do not click the Next button after entering your elections, these changes will not be saved. Click the NEXT button to proceed to the next screen and continue the enrollment process. 1
STEP 1 STEP 2 Remember: You MUST enroll or re-enroll to ensure you have the benefit coverage you need for 2016. Log in From any computer with internet access go to. You will be prompted for your username and password: Use your network logon to get in from home and then your ETS logon to get to Employee Self Service. If you don t have an ETS logon, please contact your local IT Department for a username and password. If you get locked out, click Login Assistance to reset your password. A. Next, under the Navigator options, click US myhris Employee Self Service. Update Your Dependents and Beneficiaries Before selecting your benefits, you must review and update your current dependents and beneficiaries. This allows the system to display the appropriate level of coverage for you and your family during the online enrollment process. C. Click Add Another Person to add your dependent. You cannot delete a dependent or beneficiary at this time. You can remove dependents from coverage later in the enrollment process by unchecking the box next to the specific benefit. To modify existing dependent information, click the pencil icon ( ) in the Update column. Enter your dependent s Social Security number. Answer the questions under the mandatory questions section highlighted in red. Review your updates and click Next. B. Under Other Items in the second column, click Benefits. Adding a dependent in Step 2 does not enroll that dependent or designate the beneficiary to your benefits. That task is accomplished in Step 3. At this screen, leave date as is and click Next. Adding a Dependent? If you re adding a new dependent to coverage, you ll need to certify your dependent s eligibility for benefits. You will be subject to a medical surcharge if you enroll your spouse or domestic partner in a Jacobs medical plan and are eligible for medical benefits with a non-jacobs employer. 2
STEP 3 STEP 4 Enroll in your 2016 benefits D. Click the Update Benefits tab located in the upper right hand corner to continue the enrollment process. Review your confirmation statement After you re done entering your benefit elections, you ll see a confirmation statement for the benefits you selected. Review this statement carefully including any messages that require you to provide certification. Print this statement for your records. Click Finish then click Logout to conclude the enrollment process, and you re done! ENROLLMENT Click Next to continue the enrollment process. E. Once you select your benefits, you may add or delete dependents from your plans by clicking the Cover box. Update or remove a beneficiary from your Life and/or Accidental Death & Dismemberment Plans in the Update Beneficiaries screen. No Access to a Computer? If you don t have access to a computer and are unable to enroll online, complete the Benefits Enrollment/Change Form posted on our external U.S. benefits site, http://benefits.jacobs.com and return it to JESI HR Service Center at the address shown on the form. 3
Medical Plan Options Jacobs provides health benefits designed to fit a variety of needs. We offer the following medical plans, all administered through UnitedHealthcare (UHC), with prescription drug administered by Express Scripts. The plans are: UHC Choice Plus HDHP A UHC Choice Plus HDHP B UHC Core HDHP C UHC Choice Plus PPO UHC Out-of-Area HDHP A UHC Out-of-Area HDHP B UHC Out-of-Area Interested in Kaiser HDHP Coverage? Jacobs also provides HDHP medical plan coverage in certain areas. For more information, see Kaiser and Group Health High Deductible Health Plan (HDHP) on page 7. Here s a brief overview of the major features of each plan. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, http://benefits.jacobs.com (or access the applicable benefit summaries posted on our external U.S. benefits site, http://benefits.jacobs.com). Plan Feature Annual Deductible UHC Choice Plus Plans at a Glance Choice Plus HDHP A Choice Plus HDHP B Core HDHP C In-network Out-of-network In-network Out-of-network In-network $2,500 for individual 1 ; $5,000 for family 1 $2,500 for individual 1 ; $5,000 for family 1 Preventive Care 3 Covered in full You pay 40% after deductible Plan Coverage You pay 20% after deductible You pay 40% after deductible $1,300 for individual 1 ; $2,600 for family 1 Covered in full You pay 20% after deductible $1,300 for individual 1 ; $2,600 for family 1 You pay 40% after deductible You pay 40% after deductible $2,500 for individual 1 ; $5,000 for family 1 Covered in full You pay 20% after deductible Out-of-Pocket Maximum $5,000 for individual; $10,000 for family 5 $5,000 for individual; $10,000 for family 5 Prescription You pay 30% coinsurance up to $150, Drugs at a Retail after deductible (waived for eligible Pharmacy 8 preventive drugs) per prescription up to a 30-day supply 7 Prescription Drugs You pay 20% coinsurance up to $300, by Mail Order 8 after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 $3,800 for individual; $7,600 for family 5 $3,800 for individual; $7,600 for family 5 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 $5,000 for individual; $10,000 for family 5 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 Please see the footnotes on page 5. While the UHC Core HDHP C mirrors the UHC Choice Plus HDHP A, only providers in the UHC Core Network can be used. For a list of providers in this network, go to www.welcometouhc.com > Find a doctor > Search for a health plan > UnitedHealthcare Core. 4
Before making your 2016 elections, be sure to take a fresh look at your medical plan choices. The UHC Choice Plus HDHP A offers exceptional value with its low premiums, free preventive care and added savings through the Health Savings Account (HSA). If you are concerned that the plan s high deductible is a risk or makes this option too expensive, think again. Do the math, using the UHC Plan Cost Estimator at www.welcometouhc.com/jacobs to compare cost, coverage and tax benefits for the UHC plans. Depending on your situation, you may find that the UHC Choice Plus HDHP A provides the best value. Choice Plus PPO In-network Out-of-network $1,000 per individual; $2,000 per family 2 Covered in full For many services, you pay either a copay or 20% after a copay and annual deductible 4 $3,500 per individual; $7,000 per family 6 $1,000 per individual; $2,000 per family 2 You pay 40% after deductible For many services, you pay 40% after deductible 4 $3,500 per individual; $7,000 per family 6 You pay 30% coinsurance up to $150, after deductible (waived for eligible preventive drugs) per prescription up to a 30-day supply 7 You pay 20% coinsurance up to $300, after deductible (waived for eligible preventive drugs) per prescription up to a 90-day supply 7 1 If you enroll in a HDHP for Employee Only coverage, the plan pays for eligible medical and/or prescription drug expenses after you satisfy the individual annual deductible. For any coverage level other than Employee Only, the plan pays for eligible medical and/or prescription drug expenses after you and/or any other covered member(s) satisfy the family annual deductible. 2 If you enroll in the UHC Choice Plus PPO, the plan pays for eligible medical and/or prescription drug expenses after you satisfy the deductible per individual, not to exceed the family deductible for all covered family members. 3 For details, review the appropriate plan benefit summary posted on our external U.S. benefits site, http://benefits.jacobs.com, or by contacting the plan carrier. 4 See the Health Plan Comparison Chart posted on our external U.S. benefits site, http://benefits.jacobs.com, for more plan details. 5 If you enroll in a HDHP for Employee Only coverage, the plan pays 100% of eligible medical and/or prescription drug expenses for the remainder of the year after you satisfy the individual annual out-of-pocket maximum. For any coverage level other than Employee Only, once an individual reaches his or her out-of-pocket maximum of $6,850, the plan pays 100% of eligible medical and/or prescription drug expenses for that individual for the remainder of the year. Once two or more individuals reach the $10,000 family out-of-pocket maximum, the plan pays 100% of eligible medical/or prescription drug expenses for the remainder of the year after you and/or any other covered member(s) satisfy the family annual deductible. 6 If you enroll in the UHC Choice Plus PPO, the plan pays 100% of eligible medical and/or prescription drug expenses for the remainder of the calendar year after you satisfy the annual out-of-pocket maximum per person, not to exceed the family out-of-pocket maximum for all covered family members. 7 Access the Preventive Medications List posted on our external U.S. benefits site, http://benefits.jacobs.com. 8 To price out medications, find out whether a drug is on the formulary list, or inquire whether the pharmacy is in the network, visit www.express-scripts.com/jacobs. UHC PLANS We offer several UHC Plans, each featuring different annual deductibles and out-of-pocket maximums, as well as different premium levels. Let s take a closer look at how these plans work. FIND a UHC Network Provider For a directory of UHC providers, go to www.welcometouhc.com/jacobs. MEDICAL 5
UHC CHOICE PLUS HDHP AT A GLANCE UHC s HDHP A, B and UHC Core HDHP C offer savings through a UHC network provider. How the UHC Choice Plus HDHP A, B and C Work Lowest Premium Cost Premiums for the UHC Choice Plus HDHP A, B and UHC Core HDHP C are lower than for the UHC Choice Plus PPO Plan; however, there is a high annual deductible which also applies to prescription drug expenses (excluding expenses for eligible preventive drugs). Your premium is lower, but your annual deductible and out-of-pocket maximum are higher. An Option to Open a Health Savings Account (HSA) If you choose, you can open an HSA with Optum Bank to help pay for eligible medical expenses. For details, see Health Savings Account (HSA) on page 11. While you can also open an HSA with other banks, you have convenient auto payroll deductions through Optum Bank. Preventive Care Covered at No Cost to You In-network preventive care is 100% covered you pay nothing. Preventive services aren t subject to deductibles or copayments. For more information about preventive care services that may be appropriate for your needs, visit www.uhcpreventivecare.com. Network Savings When you use in-network providers, you save money and you don t need to get referrals or file any claim forms. The HDHP A and B and Choice Plus PPO all access the same provider network. Members in the HDHP C are covered only for in-network services, except in a true emergency. When You Access Care... You First Pay Then You and the Plan Share Then the Plan Pays Deductible The deductible is the amount you pay for the calendar year before the plan pays any benefits, except those for preventive services. The deductible for an HDHP is higher than the deductibles for our other medical plan options, and applies to prescription drug expenses. There are separate deductibles for in-network and out-of-network care. In comparison to the UHC Choice Plus PPO, the lower HDHP premiums pay for the higher annual deductible. Coinsurance Once you reach your deductible, you pay a percentage of covered expenses and the plan pays the rest. Your out-of-pocket cost should be lower when you receive in-network care. When you see an out-of-network provider, HDHP A and B plans cover a percentage of reasonable and customary (R&C) charges, and you are responsible for any amount over the R&C limit. Out-of-Pocket Maximum There is a limit to the copay and coinsurance you pay, called the out-of-pocket maximum. There are separate out-of-pocket maximums for in-network and out-of-network care. After you reach the out-of-pocket maximum, the plan pays 100% of covered expenses for the remainder of the calendar year. Important Information for Medicare-Eligible Employees and Dependents The prescription drug coverage offered by the UHC Choice Plus HDHP A, UHC Choice Plus Out-of-Area HDHP A and UHC Core HDHP C is not expected to pay out as much as standard Medicare prescription drug coverage and, as a result, is considered Non-Creditable Coverage. It s important for you to know this because: You may get more help with your drug costs if you join a Medicare drug plan, than if you only have prescription drug coverage from the UHC Choice Plus HDHP A, UHC Choice Plus Out-of-Area HDHP A or UHC Core HDHP C; and You may pay a higher premium (a penalty) if you do not join a Medicare drug plan when you first become eligible. For more information, please refer to the Medicare Part D Creditable Coverage Disclosure Notice on our external U.S. benefits site, http://benefits.jacobs.com. The UHC Choice Plus HDHP offers the lowest premiums, triple tax advantages and a chance to invest your savings. For details, see the UHC Choice Plus HDHP Guide posted on our external U.S. benefits site, http://benefits.jacobs.com. 6
UHC CHOICE PLUS PPO PLAN How the UHC Choice Plus Plan Works Highest Premium Cost Premiums for the UHC Choice Plus PPO Plan are higher than for the UHC Choice Plus HDHP Plans while the annual deductible and out-of-pocket costs are lower. Preventive Care Covered at No Cost to You In-network preventive care is 100% covered you pay nothing. Preventive services aren t subject to deductibles or copayments. For more information about preventive care services that may be appropriate for your needs, visit www.uhcpreventivecare.com. Network Savings When you use in-network providers, you save money and you don t need to get referrals or file any claim forms. When You Access Care... You First Pay Then You and the Plan Share Then the Plan Pays Deductible The deductible is the amount you pay for the calendar year before the plan pays any benefits, except those for preventive services. There are separate deductibles for in-network and out-of-network care. Copays The copay is a fixed amount you pay for certain services, excluding expenses for preventive services. Coinsurance Once you reach your deductible, you pay a percentage of covered expenses and the plan pays the rest. Your out-of-pocket cost should be lower when you receive in-network care. When you see an out-of-network provider, the plan covers a percentage of reasonable and customary (R&C) charges, and you are responsible for any amount over the R&C limit. Out-of-Pocket Maximum There is a limit to the copay and coinsurance you pay, called the out-of-pocket maximum. There are separate out-of-pocket maximums for in-network and out-of-network care. After you reach the out-of-pocket maximum, the plan pays 100% of covered expenses for the remainder of the calendar year. MEDICAL OUT-OF-AREA PLANS If you live out of the UHC service areas, the following plans are available. UHC Out-of-Area, UHC HDHP A and B The plan covers 100% for preventive services and after you pay the deductible 80% of R&C charges, and you are responsible for any amount over the R&C limit. KAISER AND GROUP HEALTH HIGH DEDUCTIBLE HEALTH PLAN (HDHP) The Kaiser and Group Health HDHP is a medical plan that pays benefits only when you use its network of doctors and facilities and receive the proper referrals. With an HDHP: Premiums are lower; however, there is a high annual deductible which also applies to prescription drug expenses (excluding expenses for eligible preventive drugs), and your annual out-of-pocket maximum is higher. After you pay the deductible, the plan pays 80% and you are responsible for 20%. In-network preventive care is 100% covered. If you enroll in Kaiser or Group Health, you can open an HSA with Optum Bank to help pay for eligible medical expenses. While you can also open an HSA with other banks, you have convenient auto payroll deductions through Optum Bank. To see if Kaiser or Group Health HDHP is offered in your area, refer to the Jacobs Self-Service website at or the Health Plan Comparison Chart posted on our external U.S. benefits site, http://benefits.jacobs.com. FIND an HDHP Provider Visit the carrier website for a directory of HDHP providers (see page 26 for contact information). 7
Dental Plan Options Good dental hygiene and regular check-ups are beneficial to your overall health. You can choose between two dental plans: the Delta Dental Preferred Provider Organization (PPO) Plan or the Aetna Dental Maintenance Organization (DMO) Plan. Below is a brief overview of the major features for each plan. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, http://benefits.jacobs.com (or access the applicable benefit summaries on our external U.S. benefits site, http://benefits.jacobs.com). DELTA DENTAL PPO PLAN (Available Nationwide) If you choose Delta Dental PPO Plan coverage, you may receive care from any dentist, however, using a provider in the Delta Dental network saves you money. For most covered services, after you meet the annual deductible, the plan pays a percentage of the cost up to Delta Dental s maximum benefit allowance. Delta Dental has two networks of dentists, the Delta Dental PPO network and the Delta Dental Premier network. You also have the option to receive services from an out-of-network provider. Network Versus Out-of-Network Costs Delta Dental PPO Network Delta Dental Premier Network Out-of-Network Delta Dental PPO dentists agree to negotiated rates so you will usually pay the lowest out-of-pocket costs. Delta Dental Premier dentists cannot charge above Delta Dental s approved amount, so your out-of-pocket costs may be lower than if you go out-of-network. You may go to an out-of-network dentist, however, you are responsible for the difference between the amount Delta Dental pays and the amount your non-delta Dental dentist charges. AETNA DMO PLAN (Available in most locations; not available in Alaska, Arkansas, Louisiana and South Carolina) If you choose Aetna DMO coverage, you must select a network Primary Care Dentist (PCD) or dental group to coordinate all your dental care and refer you to specialty dentists when necessary. You may select different PCDs for each family member. With Aetna DMO coverage, benefits are covered according to a specific coverage schedule. If you receive services outside your PCD or dental group, you are responsible for paying 100% of the costs for those services. FIND a Delta PPO or Premier Network Dentist For a directory of Delta network dentists, go to www.deltadentalins.com or call 1.800.4.AREADR (427.3237). FIND an Aetna DMO Dentist For a directory of Aetna DMO dentists, go to www.aetna.com to consult Aetna Dental s online provider directory, DocFind or call 1.800.843.3661. 8
Vision Plan Regular vision check-ups can help detect chronic conditions and vision-correction needs. You can choose vision coverage through the Vision Service Plan (VSP). With VSP, you can access care from any licensed provider, but coverage is greater (and your out-of-pocket costs are less) when you use VSP network providers. When you access care from an out-of-network provider for vision care, the plan provides an allowance that varies depending on the type of service. For details, review the Health Plan Comparison Chart posted on our external U.S. benefits site, http://benefits.jacobs.com (or access the VSP benefit summary on our external U.S. benefits site, http://benefits.jacobs.com). DENTAL/VISION FIND a VSP Provider For a directory of VSP Signature providers, go to www.vsp.com or call 1.800.877.7195. Discounts on vision check-ups. Tiger 9
Tax Saving Options for Paying for Health Care Jacobs offers several options for setting aside money tax-free to pay for eligible health care and dependent care expenses. You may participate in one or more of the tax savings accounts, depending on your needs and your medical plan coverage. The chart below illustrates a high-level summary of the Health Savings Account (HSA) and each of the Flexible Spending Accounts (FSAs). Tax Saving Options At a Glance Health Savings Health Care FSA 1 Account (HSA) 1 Limited Purpose FSA Dependent Care FSA Who may enroll? All employees Employees enrolled in any of the UHC Choice Plus HDHPs or Group Health Employees enrolled in any of the UHC Choice Plus HDHPs or Group Health All employees What types of expenses are reimbursable? 2 What is the maximum annual contribution? Do leftover funds roll over from year to year? Eligible medical, dental, vision and prescription drug expenses (including copays and coinsurance) Eligible medical, dental, vision and prescription drug expenses (including copays and coinsurance) $2,550 $3,350 (employee only); $6,750 (employee plus spouse/employee plus child(ren)/employee plus family) If you are age 55 or older, you can contribute an additional $1,000 annually Yes. Up to $500 of your unused balance rolls over to the next year. Yes. Unused money rolls over into the next year to be used for future eligible expenses. Eligible dental and vision expenses only (including copays and coinsurance) $2,550 $5,000 Yes. Up to $500 of your unused balance rolls over to the next year. 1 You may not enroll in both the Health Savings Account and the Health Care FSA you may enroll in only one or the other. 2 For a list of eligible expenses, visit www.welcometouhc.com/jacobs. Eligible dependent care expenses (child care and/or elder care) Note: This FSA is NOT valid for dependent health-related expenses No, you must use it or lose it that is, any funds remaining at the end of the plan year are forfeited. 10
Aura HEALTH SAVINGS ACCOUNT (HSA) If you enroll in any of the UHC HDHPs, Kaiser HDHP or Group Health HDHP, you re eligible to open and contribute to a Health Savings Account (HSA) through Optum Bank. An HSA is a convenient way to pay for your eligible health care expenses, including the annual deductible, with tax-free contributions and withdrawals. Eligible Expenses: You can use the HSA to pay for out-of-pocket medical, dental, certain vision, hearing aids and prescription drug expenses including annual deductibles, coinsurance and copays. Over-the-counter medications are considered eligible expenses only if prescribed by a physician. Contributions: You may contribute up to $3,350 (employee only) or $6,750 (employee plus spouse/ employee plus child(ren)/employee plus family) in 2016. If you are age 55 or older, you can contribute an additional $1,000 annually. Contributions can be made conveniently through payroll deductions. Your contributions to the HSA are tax-free, your account earns interest tax-free, and these funds are not taxed when you make withdrawals to pay for eligible health care expenses. Rollovers: Any money left in the account at the end of the year rolls over into the next year, allowing your account to accumulate over time to pay for future expenses. Ownership: You own your HSA. This means if you leave the company, retire or even change health plans, you keep the money in your account with Optum Bank. If you are enrolled in Medicare, you may not enroll in the Health Savings Account. However, any amount you already have in an HSA, may be used to pay eligible expenses even if you re enrolled in Medicare. Setting Up Your HSA with Optum Bank If you enroll in the HSA, you must set up your account with Optum Bank within 30 days of the HSA effective date. Simply complete and submit the HSA Enrollment Form to Optum Bank. Forms are available online at www.optumbank.com. You will receive a welcome kit and an Optum Bank debit MasterCard, which you can use at your doctor s office, pharmacy or any other provider that accepts a debit card. Keep your receipts for your records, as you may need to provide proof of eligible expenses for tax purposes. You may view your HSA account balance at www.welcometouhc.com/jacobs. Note: If your Optum Bank account has less than a $5,000 balance, a $3 monthly maintenance fee is applied. If you have questions about the HSA, contact Optum Bank at 1.800.791.9361 or online through www.welcometouhc.com/jacobs. 1Tax-Free Money In 2 Tax-Free How the Health Savings Account Works Money Out 3Tax-Free Savings Your contributions to the HSA are tax-free up to IRS limits ($3,350 for employee only and $6,750 for employee plus spouse/employee plus child(ren)/employee plus family). If you are age 55 or older, you can contribute an additional $1,000 annually. Use your HSA funds to pay for eligible medical, dental, vision and prescription drug expenses. You ll get a debit card in the mail from Optum Bank (your HSA administrator) that you can use to pay for your out-of-pocket expenses. Unused funds remain in your account and may grow year-after-year with tax-free interest (plus investment returns once your HSA reaches a minimum balance requirement). The HSA is portable, so you may take it with you if you leave the company to use it for eligible expenses. TAX SAVING OPTIONS 11
FLEXIBLE SPENDING ACCOUNTS (FSAs) Flexible spending accounts (FSAs) let you set aside money, before taxes are deducted, to help pay for eligible health care and dependent day care expenses. Your before-tax contributions to an FSA means more money stays in your pocket and less to taxes. After you enroll in the FSA plan, you re issued a debit MasterCard to pay for certain eligible expenses and copayments. Note: Unless you receive a new debit card, you can continue to use your current debit card in 2016. Your election amount for 2016 is reset on your existing card. Health Care FSA You may use the Health Care FSA to reimburse a wide range of eligible medical, dental and vision care expenses for you and your dependents (even if they are not covered by a company-sponsored plan). You may contribute from $100 up to $2,550 in 2016. Eligible health care expenses include: Medical, prescription drug and dental out-of-pocket expenses (for example, annual deductibles, coinsurance, copays and expenses above plan maximums); Vision care expenses including eyeglasses, contact lenses and supplies; Over-the-counter medications prescribed by a physician; Insulin and related supplies; and Other eligible health care expenses are listed at www.welcometouhc.com/jacobs. An automatic payment option is also available. If you enroll in this option, eligible health care costs that you incur under your UHC plan are automatically reimbursed from your Health Care FSA. For other eligible expenses incurred in 2016, you simply submit claims for reimbursement. Go to www.welcometouhc.com/jacobs to enroll in the automatic payment option. Active for Life Team: The Jacobs Survivors Limited Purpose FSA If you enroll in any of the UHC Choice Plus HDHPs and want to set aside even more tax-free money, you can enroll in a Limited Purpose FSA and contribute from $100 up to $2,550 in 2016. The Limited Purpose FSA is subject to rules similar to the Health Care FSA s except that only eligible dental and vision expenses (not medical expenses) can be paid from the account. Eligible expenses include: Dental care annual deductible, copay and other related expenses; and Vision care copays and other expenses including eyeglasses, contact lenses and supplies and corrective eye surgery. Because it s restricted to dental and vision expenses, enrolling in the Limited Purpose FSA does not prevent you from opening an HSA. Eligible Health Care FSA and HSA Expenses You can use your Health Care FSA or HSA to reimburse yourself for medical and dental expenses that qualify as federal income tax deductions (whether or not they exceed the IRS minimum applied to these deductions) under Section 213(d) of the tax code. Note: Current federal income tax rules do not permit reimbursement of FSA and HSA expenses for domestic partners and/or children of domestic partners who do not also qualify as your taxable dependent. 12
Dependent Care FSA You may use the Dependent Care FSA to set aside pre-tax dollars to pay for child care or elder care expenses so you (and your spouse, if married) can work, look for work or attend school full-time. You may contribute from $100 up to $5,000 per year to a Dependent Care FSA. 1 An eligible FSA dependent can be: Your child under age 13; or A dependent of any age who is mentally or physically incapable of self-care and dependent upon you. Eligible expenses include your costs for: Licensed nursery or day care centers; Individuals (not including your dependents) who provide care for your eligible dependents in or outside your home; or Housekeepers in your home (including food and lodging), as long as some of their services are provided for the eligible dependent. This plan does not reimburse for dependent health care expenses. Note: All providers must have a tax ID number. 1 If you are married, reimbursement is limited to the lesser of your earned income, your spouse s earned income, or a maximum of $5,000. For a married person who files a separate income tax return, the maximum is $2,500. Also, only you can determine whether a Dependent Care FSA is more advantageous for you than the federal income tax credit. If you are uncertain about your specific tax implications, consult your personal tax advisor. Rollovers For the Health Care FSA and Limited Purpose FSA up to $500 of your unused account balance at the end of the calendar year will be automatically carried over to the next year. However, if you elect to participate in a HDHP and the HSA for 2016, you may elect to waive the Health Care FSA rollover or direct your rollover to your Limited Purpose FSA during Annual Benefits Enrollment. Use It or Lose It! If you re currently enrolled in the Dependent Care FSA, be sure to use all the money in your account by the end of 2015. If you don t, you lose any money left unclaimed by December 31. You have until March 31, 2016, to submit claims to UHC for eligible 2015 expenses. No Transferring Between Accounts The Internal Revenue Service (IRS) requires that you keep the funds in your FSA and HSA accounts separate. You cannot transfer funds across accounts. FSA Exclusions Following is a list of some items that are not eligible for reimbursement from a Health Care FSA or HSA: Cosmetic surgery Fitness or health club dues Funeral expenses Insurance premiums Over-the-counter drugs (unless prescribed by a doctor) Following is a list of some items that are not eligible for reimbursement from a Dependent Care FSA: Day care for children over age 13 Kindergarten or school tuition for a child age 5 or older Overnight summer camp Recreational classes, sports or tutorials For a list of eligible FSA expenses, visit www.welcometouhc.com/jacobs. TAX SAVING OPTIONS 13
Wellness Benefits Jacobs is committed to the health and well-being of you and your family. That s why we ve invested in an array of programs designed to keep you feeling good. These programs are optional, confidential and completely free of charge. TELEMEDICINE (MDLIVE CARE) MDLIVE is available if enrolled in a Jacobs UHC Plan. MDLIVE is a revolutionary health care delivery system that provides you with 24/7 on-demand access to U.S. board certified doctors and licensed therapists anytime, anywhere. MDLIVE offers real-time video (in certain states) and phone consultations that allow for the treatment and diagnosis of a wide range of medical conditions, regardless of your location, in a safe, secure and confidential environment. The cost to you is just $38 per visit (call or video) and is applied to your plan medical deductible and out-of-pocket maximum. Your MDLIVE benefits include: Immediate access to doctors and therapists; Available 24/7/365 by video (in certain states), phone or e-mail; Unlimited FREE e-mail advice; Prescriptions sent instantly to your pharmacy (when clinically appropriate); and MDLIVE Vault Secure Health Record. For more information, go to www.mdlive.com or call 1.888.632.2738. EMPLOYEE ASSISTANCE PROGRAM (EAP) The challenges of managing daily life can affect your work, your family life, and your health. To provide support during life s difficult times, we offer an Employee Assistance Program (EAP) at no cost to you. The EAP includes up to five free, confidential counseling sessions for employees, their eligible dependents and household members who may be experiencing personal or work-related problems. The EAP has professional counselors to provide guidance on a wide range of issues, including the following: Stress or anxiety Conflicts at work Marital problems Legal issues Substance abuse Depression Financial concerns These services are convenient and confidential, available 24 hours a day seven days a week. To learn more about the EAP, go to www.liveandworkwell.com (access code: jacobs). To schedule an appointment with a counselor, call 1.866.319.4473. HEALTH BY DESIGN Health by Design (HBD) is a voluntary health incentive program that encourages you to know your health numbers and use this information to set and achieve personal health goals. By completing certain health actions or personalized health coaching under HBD, you can earn incentives to help reduce your medical premiums. For more information on the program and how to qualify for program incentives, go to www.welcometouhc.com/jacobs or the Health by Design page on our external U.S. benefits site, http://benefits.jacobs.com. ACTIVE FOR LIFE (AFL) Active for Life is a team-based, 10-week voluntary program that encourages you to get healthy, through fun activities and friendly competition. For more information on the program and how you can join your co-workers and colleagues in getting fit while having fun, go to the Active for Life page on JacobsConnect > Community > Company Spaces Human Resources > People Programs Resources > Active for Life. 14
HEALTH ASSESSMENT Assessing your health is the first step toward healthy living. We are making available to all U.S. employees and their spouses a free, personal, confidential online questionnaire (even if you re not enrolled in a company-sponsored health plan). It takes about 15 minutes to complete and gives you an immediate snapshot of your health and pinpoints any risk factors you may have. Based on your assessment, a secure, customized home page is created just for you, where you can track your health status, including any coaching programs you participate in. Go to www.welcometouhc.com/jacobs and click View Tools & Resources, then myuhc.com and Take a Health Assessment to get started. Wellness Programs and Eligibility The Health Coaching, Disease and Complex Care described here are available to employees and their covered dependents who are currently enrolled in one of the UHC medical plans. If you re enrolled in another medical plan, your provider may offer similar programs for more information, call your medical plan provider (see Plan Contact Information on page 26). HEALTHCONNECTION HealthConnection is available to UHC members 24 hours a day, 7 days a week at no additional cost to you. All calls are answered by experienced, qualified, U.S.-based clinical staff with access to the latest medical information. Nurses can help you: Understand symptoms and conditions and when to seek medical attention or provide you with self-care tips. Find doctors and specialists that meet your needs and make your appointment. Connect with a personal nurse who can provide ongoing support for things like: Pregnancy Diabetes Cancer Asthma Coronary artery disease Back pain Create plans to lose weight, quit smoking, manage stress, etc. Help you understand your health and answer your questions about claims and billing. Connect you with a personal wellness coach that can help you reach your health goals such as: Quitting smoking Losing weight Managing stress Beginning an exercise or nutrition program Call HealthConnection at 1.866.365.7157 anytime 24/7 if you have questions about your health. WELLNESS BENEFITS Svetlana Wellness benefits to keep you feeling good. 15
PERSONALIZED HEALTH COACHING PROGRAMS Once you complete the Health Assessment, your UHC portal is automatically personalized and introduces you to interactive online Health Coaching Programs designed just for you. There are coaching programs on: Exercise Nutrition Weight management Smoking cessation Stress management Diabetes Heart health Each program offers you customized health information, health and wellness plans, tracking tools, quizzes, games and action steps that can help you achieve your personal health goals. Alternatively, you can opt to participate in one of the Telephonic Coaching programs. With Telephonic Coaching, you re assigned a personal health coach, who schedules up to five outbound phone calls over an approximate period of three to four months. Your coach helps identify ways you can modify your lifestyle, make healthy choices and improve your overall health. BEST DOCTORS PROGRAM Best Doctors is a wellness benefit available to employees and their covered dependents who are currently enrolled in any one of Jacobs medical plans. Best Doctors can give you an expert medical opinion by a world-renowned doctor when you re facing a serious medical condition. It s all done over the phone, so you can get the answers you need in the comfort of your home. Best Doctors provides additional resources, education and support to you and your treating doctor if you re uncertain of a diagnosis or have questions about your treatment plan and it s 100% confidential. The process is simple. It all starts with a confidential phone call. With your authorization, physicians from the Best Doctors network of highly respected experts conduct a thorough analysis of your condition based on all of your medical records and test results, and they develop a report you can share with your current treating physician. For more information about Best Doctors, go to www.bestdoctors.com or call 1.866.904.0910. Life, Accident and Disability Insurance BASIC LIFE INSURANCE You re automatically enrolled for Basic Life Insurance coverage, at no cost to you. The plan provides coverage equal to one times your annual base salary, rounded to the next whole thousand (up to a maximum of $750,000). Taxes on Employee Life Insurance Coverage As required by federal law, you will be taxed on the value of employer-provided employee life insurance coverage in excess of $50,000. This taxable amount is considered imputed income, and the amount on which you are taxed is determined by the IRS. To avoid incurring imputed income, you may want to keep your overall life insurance coverage at $50,000. 16
SUPPLEMENTAL LIFE INSURANCE You may elect Supplemental Life Insurance for yourself, up to ten times your annual base salary or $1,000,000, whichever is less (amounts over $500,000 or five times your annual salary are subject to evidence of insurability (EOI)). If you want to increase your current supplemental coverage by more than $10,000, you must provide EOI. If you choose Supplemental Life Insurance for yourself, you may also purchase Supplemental Life Insurance for your spouse and/or children. You can choose Supplemental Spouse Life Insurance up to 100% of your Supplemental Life Insurance amount, to a maximum of $300,000. Note: Only new hires who enroll for coverage of up to $50,000 within 30 days of their hire date will not require EOI. Any increase in coverage or electing coverage of over $50,000 for the first time, regardless of amount, will also require EOI. You can choose Supplemental Child Life Insurance of $5,000, $10,000 or $15,000. Higher Premiums for Tobacco Users Employees and/or spouses/domestic partners who have used tobacco products in any form within the last 12 months will pay a higher premium for supplemental life insurance coverage. SUPPLEMENTAL ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE You may elect Supplemental AD&D Insurance in the following amounts: If your annual base salary is $50,000 or less, you can elect $25,000 coverage or coverage in increments of $50,000 up to $500,000 coverage. If your annual base salary is more than $50,000, you can elect $25,000 coverage or coverage in increments of $50,000, not to exceed 10 times your salary (rounded down to the next lower $50,000), up to $1,000,000 coverage. You may choose employee only or family coverage. Under the family plan, your spouse is covered for 50% or 60% of the coverage amount and each dependent child for 15% or 20% of your coverage amount, depending on the family members covered. BUSINESS TRAVEL ACCIDENT INSURANCE You re automatically enrolled for company-paid Business Travel Accident insurance coverage, at no cost to you. The plan provides coverage when you travel on company business, for up to 90 days away from your regular place of work. The benefit is five times your base pay up to $100,000 plus three times your base pay over $100,000 (up to a maximum of $2 million). INTEGRATED DISABILITY PLAN (IDP) Because prolonged illness and disabling injuries can happen without warning, we offer the Integrated Disability Plan (IDP) for disability coverage. Here s how the plan works: You receive a benefit of 60% of your annual base pay up to $15,000 per month on the eighth day of your disability, the first day of your hospitalization if confined for at least four hours or qualifying outpatient treatment. IDP benefits are coordinated with state disability plans, Social Security, and workers compensation, if applicable. If you are not currently enrolled in this plan and want to elect coverage for 2015, you must provide evidence of insurability (EOI). EOI refers to proof that you are in good health at the time you enroll in the IDP. Coverage begins the first day of the month following EOI approval. For additional information about the IDP, access the IDP Summary posted on our external U.S. benefits site, http://benefits.jacobs.com. Allyssa INSURANCE 17
Financial Benefits 401(k) PLUS SAVINGS PLAN The company offers a qualified 401(k) plan, which makes building future financial security a little easier. The plan features convenient payroll deductions: Pre-tax deductions (where you don t pay income taxes on your contributions or earnings until they are withdrawn). Roth 401(k) deductions (where you pay income taxes on your contributions now, but don t pay taxes on contributions and earnings on qualified distributions). And to help your 401(k) Plus Savings account grow, Jacobs offers matching company contributions. Eligible employees can enroll at the time of hire or anytime thereafter. Employees actively participating in the plan are eligible for company matching contributions when they complete one year of service and have worked at least 1,000 hours. The company contributes $0.50 for every $1 the employee contributes up to 6% of regular base pay, for a maximum matching contribution of 3%. Don t Miss Out on Free Money! When you enroll in the 401(k) plan, the company contributes $0.50 for every $1 you contribute up to 6% of your base pay. Here are some additional highlights of the plan: Employees are always 100% vested in all contributions, including the company match. The plan offers various investment options through Vanguard and you may change your options. You may contribute up to 50% of base pay (up to applicable IRS and company limits). Employees age 50 or older may also contribute additional catch-up contributions (if you turn 50 during the year, you are also eligible for catch-up contributions). Contributions can be changed at any time (changes begin as soon as administratively feasible). You may take a loan against your account balance and make repayments through automatic payroll deductions. The plan allows you to roll over qualified plan funds from a previous employer. You may also set up a Roth 401(k) account to save for retirement on an after-tax basis. For more information about the 401(k) Plus Savings Plan, go to Vanguard s website at www.vanguard.com or call 1.800.523.1188. 18
EMPLOYEE STOCK PURCHASE PLAN (ESPP) Your skills and talents help drive Jacobs continued success. In return, the company provides an Employee Stock Purchase Plan (ESPP) to give you an opportunity to share in this success by purchasing company stock. Employees with at least one year of service are eligible to participate in the plan. 1 Here s how the plan works: You may enroll or make changes in the enrollment period, which immediately precedes each of the Election Periods of Jan. 1 to Jun. 30, 2016, and Jul. 1 to Dec. 31, 2016. Eligible employees should look for enrollment information from Fidelity. Once you select your desired contribution percentage, you may not change your contribution percentage until the next Election Period. Purchases occur at the end of each month during the Election Period. You may elect to have 2% to 15% of your pay withheld and your contributions are used to purchase shares of company stock. At the end of each month, the company transfers your shares into a brokerage account that is established in your name at Fidelity Investments. First-time participants will receive account activation information from Fidelity. You may access your Fidelity brokerage account directly at www.netbenefits.fidelity.com to keep track of your stock purchases. 1 Other eligibility requirements must be met. Refer to the Plan Prospectus for more details. Vic If you re currently enrolled in the ESPP and want to continue, no action on your part is necessary. However, if you would like to enroll or make changes, you may do so during Annual Benefits Enrollment at www.netbenefits.fidelity.com. Watch for more enrollment information from Fidelity. You may also contact Fidelity by phone at 1.800.544.9354. For more information, refer to the Plan Prospectus, Annual Report, Proxy Statement, Summary Plan Document and Employee Stock Purchase Plan Frequently Asked Questions documents available on JacobsConnect > Company Spaces Human Resources > Benefits > United States. Participating in the ESPP Your election to participate in the ESPP is irrevocable during the six-month election period. However, you may opt out of the ESPP for the next Election Period. Your plan participation will also end if you no longer meet the eligibility requirements or you terminate from the company. There are two Election Periods per year (January 1 to June 30 and July 1 to December 31). FINANCIAL BENEFITS 19
Voluntary Benefits Jacobs offers a variety of voluntary, employee-paid benefits, provided at discounted rates, to complement our comprehensive benefits package. Most of these plans offer after-tax benefits, except for the TRICARE Supplement and commuter benefit, which are designed to save you money on a pre-tax basis. You can enroll in any of these benefits during Annual Benefits Enrollment by contacting the plan provider. Except for the TRICARE Supplement and Legal Plan, you can also enroll and make changes to these benefits at any time throughout the year. Read on to learn more about the voluntary benefits available. TRICARE SUPPLEMENT PLAN TRICARE Supplement is offered to employees under age 65 who are retired from military service (and their eligible dependents including their spouse or children under age 21 or 23 if a full-time student) or if you are a surviving spouse of a retired service member. TRICARE is designed to supplement coverage provided by the TRICARE Standard, Extra and Prime military medical plans. Therefore, you must be enrolled in or eligible for one of those plans before you can enroll yourself and your eligible dependents in the TRICARE Supplement Plan. IMPORTANT Keep in mind that you must meet the eligibility requirements described at left to enroll in the TRICARE Supplement. For more information about the TRICARE Supplement or to enroll, go to www.asicorporation.com or call 1.800.638.2610, ext. 255. CRITICAL ILLNESS INSURANCE PLAN Designed to coordinate with your medical plan, the Critical Illness Insurance (CII) Plan may provide a lump-sum payment of $15,000, to be used as you see fit to help pay for costs not typically covered by other types of insurance. To be eligible for plan benefits you, your spouse or domestic partner must be diagnosed with one of the plan s covered medical conditions (as they are defined by the group Certificate) in the following three categories: Category 1 incorporates certain cancer-related conditions Full benefit cancer Partial benefit cancer 1 Bone marrow treatment Covered Conditions Category 2 incorporates certain heart-related conditions Heart attack Heart transplant Stroke 2 Coronary artery bypass graft 1 Category 3 incorporates certain other-related conditions Major organ transplant (other than bone marrow and heart) Kidney failure 1 For some types, you will receive 25% of the category benefit amount. The remaining 75% is available within that category should that employee experience another one of the covered conditions in that category while the certificate is in force. 2 In certain instances, the covered condition is severe stroke. 20
The benefit is designed to help you support your family financially and adapt to a new lifestyle as a result of critical illness. For more information about the Critical Illness Plan, see the Critical Illness Plan brochure posted on our external U.S. benefits site, http://benefits.jacobs.com. For plan details or to enroll, you can also go to MetLife s website at www.ciigienrollment.com/ jacobsengineeringgroup or call 1.800.438.6388. LEGAL PLAN The Met Law Legal Plan, administered by MetLife (through Hyatt Legal Plan), offers a wide range of covered legal services at affordable prices. The legal plan offers a nationwide network of 14,000 Plan attorneys. You, your spouse or domestic partner and the dependent children of you and/or your domestic partner can access legal services through the plan. With the Met Law Legal Plan, you receive convenient access to a wide variety of covered personal legal services at a lower cost than you could get on your own. Covered legal services include: Real-estate matters Financial and debt matters Document preparation and review Will preparation (including living wills) and estate planning Traffic matters Family law You have the option to use network or out-of-network attorneys. When you use a network attorney, there are no copayments or deductibles to pay or claim forms to fill out, and you can use the plan as much as you need. When you use an out-of-network attorney, reimbursement is based on a set fee schedule. For additional information about the plan, review the Met Law Legal Plan Summary posted on our external U.S. benefits site, http://benefits.jacobs.com. To enroll, go to Met Law Legal Plan s website at www.metlife.com/mybenefits or call 1.800.GET.MET8 (438.6388). COMMUTER BENEFITS The company provides a Commuter Benefit Program to help employees save money on their eligible commuting and parking expenses. Each month, you may contribute, on a pre-tax basis, up to $250 1 for parking and $130 1 for transit. The chart below illustrates some of the eligible and ineligible commuter expenses. Eligible Expenses Bus Subway Train Ferry Streetcar Vanpool Parking at or near work Parking at or near public transportation to get to work Ineligible Expenses Toll road fees Mileage Gasoline Traffic tickets Taxi fares Carpools Parking at an airport, your personal residence, your spouse s place of work, or a mall Once you re enrolled, the amount you have designated is deducted from your paycheck each pay period. You can also start automatic, monthly direct payments to your parking provider, or choose to be reimbursed. Unlike other pre-tax savings programs, the Commuter Benefit Program allows you to sign up, make changes, or cancel at any time, as long as you do so by the first of the preceding month. For example, for a Jan. 1, 2016, effective date, you must enroll between Nov. 2 Dec. 1, 2015, 11:59 EST, if this is your first time enrolling in the program. Because the Commuter Benefit Program is governed under the provisions of Internal Revenue Code Section 132(f), certain rules apply regarding unused contributions. In general, you can roll over your unused contributions to the next year as long as you are employed by a participating Jacobs U.S. entity. However, if you terminate employment or transfer to a non-participating entity, your unused contributions are forfeited within 90 days after your termination or transfer date. For more information or to enroll, go to the WageWorks website at www.getwageworks.com/ commuter/ or call 1.877.924.3967. VOLUNTARY BENEFITS 1 Expenses above these limits are deducted on a pre-tax basis. Please note that these limits are subject to change per IRS regulations. 21
HOME & RENTERS INSURANCE PLAN To help you and your family feel a little more secure, Jacobs gives you the option to purchase home or renters insurance through PersonalPlans. 1 This insurance is part of your benefits program and offers special employee discounts. This program also offers the convenience of automatic payroll deductions. The home and renters insurance plan includes: Coverage for the structure of your home: This part of your policy pays to repair or rebuild your home if it is damaged or destroyed by a disaster listed in your policy. Coverage for your personal belongings: Your furniture, clothes, sports equipment and other personal items are covered if they are stolen or destroyed by an insured disaster. Liability protection: This covers you against lawsuits for bodily injury or property damage that you or family members cause to other people. It also pays for damage caused by your pets. Additional living expenses: This pays the additional costs of living away from home if you cannot live there due to damage from an insured disaster. Floods, earthquakes and maintenance damage are not covered under the policy. You can enroll for coverage anytime. There are no enrollment deadlines. For more information or to enroll, call 1.888.287.4822 or go to JacobsVoluntaryBenefits.com. 1 Home insurance is not available in Florida. Home insurance may not be part of the MetLife Auto & Home s benefit offering in Florida and Massachusetts. AUTO INSURANCE PLAN You have the option to purchase auto insurance through PersonalPlans. This plan takes the guesswork out of finding affordable coverage allowing you to receive quotes from multiple carriers. Your premiums are deducted through convenient payroll deductions. You may also get insurance for the following: Motorcycles Recreational vehicles Campers Travel trailers All-terrain vehicles Boats You can enroll for coverage anytime. There are no enrollment deadlines. For more information or to enroll, call 1.888.287.4822 or go to JacobsVoluntaryBenefits.com. IDENTITY THEFT PLAN To help you protect yourself and your family against identity theft, we are offering an ID TheftSmart plan. ID TheftSmart provides a credit report, a credit score and ongoing credit file monitoring to help alert you to suspicious activity. In addition, ID TheftSmart provides licensed investigators to help you undo the damage of an identity theft and restore your identity, if necessary. For more information or to enroll, call 1.888.287.4822 or go to JacobsVoluntaryBenefits.com. PAID TIME OFF (PTO) SELL PROGRAM The 100% PTO Sell Program allows you to cash out all or a portion of the PTO hours you will accrue the following year at 100% of the value of the hours sold. When considering whether to sell your PTO, note the following conditions: During Annual Benefits Enrollment, you must complete and submit a PTO Sell Form to JESI HR Service Center. The form is posted on our external U.S. benefits site, http://benefits.jacobs.com. Your request must be for a minimum of 20 hours but no more than the number of PTO hours that you will accrue in the following year. You may sell PTO hours under this program only once each calendar year. PTO hours will be sold in the year after they are actually accrued. PTO hours sold under this program will be paid at 100% of your current base pay rate at the time of the sale. The value of PTO hours sold under this program will be included on your regular paycheck as a single lump-sum payment after the hours are sold and will be subject to all applicable taxes and withholdings. For more information or to enroll, review the PTO Sell Program summary posted on our external U.S. benefits site, http://benefits.jacobs.com. 22
Changing Your Benefits If you choose to enroll in one or more of the benefit options, you pay your premiums through automatic deductions from your paycheck. The deductions are taken pre-tax or after-tax, depending on the benefit. In many cases, you cannot make changes to your benefit selections outside of Annual Benefits Enrollment. For some voluntary benefits, you may elect to make changes throughout the year. See the chart on page 25 for more details. CHANGING BENEFITS QUALIFIED LIFE EVENTS The coverage you select during Annual Benefits Enrollment stays in place until Dec. 31, 2016. You can make changes to coverage outside of Annual Benefits Enrollment only when you experience a qualified life event, and the requested change is consistent with that life event. Qualified life events include: Your legal marital status change due to marriage, death, divorce, legal separation or annulment with a spouse or qualified domestic partner. You add or lose a dependent due to a birth, adoption or placement for adoption, gain or loss of legal custody, or death. There is a change of employment status for you, your spouse or domestic partner, or a dependent that affects eligibility for benefit coverage, including: A change from part-time to full-time or vice versa; Beginning or returning from an unpaid leave of absence; or Terminating or gaining employment. Your child s eligibility for benefits changes because he or she reaches the maximum age for coverage. You, your spouse or domestic partner, or your dependent moves out of the coverage area. You, your spouse or domestic partner, or your dependent becomes eligible for Medicare or Medicaid. When Your New Coverage Becomes Effective For most qualified life events, your new coverage based on your benefits change is effective the first of the month following receipt of your benefit election, as long as the election is made within 30 days of the qualified life event. Note: For the birth of a child, coverage is effective the day the child is born. If you are dropping Jacobs coverage, and there is a gap in coverage before coverage under the non-jacobs plan begins, your Jacobs coverage will continue until your new coverage is in effect. Your spouse s Annual Benefits Enrollment through his or her employer does not qualify as a qualified life event. However, if there is a substantial change in plan provisions, it may be a qualified life event. If you have questions about benefit changes, contact JESI HR Service Center at jesi@jacobs.com or call 1.800.957.JESI (5374). 23
Employees must complete a Benefits Enrollment/ Change Form and submit it (by mail, fax or email) to JESI HR Service Center so that it is received within 30 calendar days 1 from the date of the Qualified Life Event (QLE). Depending on the nature of the change being requested, other documents may be required such as proof of eligibility and/or the event. It is your responsibility to ensure that your Benefits Enrollment/Change Form is received by JESI HR Service Center on or before 30 calendar days from date of hire or QLE and supporting documentation is submitted as required. Failure to notify Jacobs within the 30-calendar-day deadline of the cancellation of coverage for dependents who are no longer eligible to participate in the plans (such as a result of divorce, legal separation, death or reaching the plan s maximum (limiting) age) may be considered fraud or an intentional misrepresentation of material facts and may result in the following actions: Disciplinary action up to and including termination of employment; Retroactive cancellation of coverage to the date when the dependent coverage became effective; Recovery of any claims paid on behalf of the cancelled dependent; Continuation of the cancelled dependent premiums for the remainder of the calendar year (pursuant to Internal Revenue Code Section 125); or Repayment of medical premiums paid by Jacobs on behalf of the cancelled dependent. Other benefit election changes received after the 30-calendar-day deadline may be rejected and may result in other actions including but not limited to the following: Loss of coverage for the employee and/or eligible dependent(s), loss of COBRA rights for the employee s dependent(s) and other negative impacts to the employee and/or dependent(s). All requested changes are effective the first of the month following the receipt of the benefit election change with the exception of births, adoptions, placements for adoption, legal custodianship or death of a dependent (for which the benefits changes would be effective on the date of the QLE, even if retroactive), and when coverage under a non-jacobs plan begins after the first of the month following the QLE. 1 Pursuant to the Children s Health Insurance Program Reauthorization Act (SCHIP), the following events are considered QLEs as of April 1, 2009. Employee or dependent loses Medicaid/SCHIP coverage. Employee or dependent becomes eligible for Medicaid/SCHIP premium assistance. Under provisions of the Act, employees have 60 days following the event to request enrollment in the benefit plans. Insurance coverage for peace of mind. Carson 24
Benefit Health and Welfare Plans Pre-tax or After-tax Deductions Making Changes Medical, Dental and Vision Pre-tax You can make a change only within 30 calendar days of when you experience a qualified life event (see the preceding page for examples). Tax Savings Options Health Savings Account (HSA) Pre-tax You can enroll in the HSA and make changes anytime (up to once a month). Health Care FSA, Limited Purpose FSA and Dependent Care FSA Life, Accident & Disability Company-Paid Life and Accident Insurance Pre-tax N/A You can make a change only within 30 calendar days of when you experience a qualified life event (see the preceding page for examples). Coverage is automatic; you can add or change your beneficiary at any time. Supplemental Life Insurance Plan After-tax Enroll in this plan within 30 calendar days of your date of hire or qualified life event, or you can enroll or make changes anytime (subject to evidence of insurability approval). Supplemental Accident Insurance Plan After-tax You can enroll in this plan and make changes anytime. Integrated Disability Plan (IDP) After-tax You can enroll in this plan within 30 calendar days of your date of hire or enroll anytime (subject to evidence of insurability approval). Financial Plans 401(k) Plus Savings Plan Pre-tax You can enroll in this plan and make changes anytime (subject to certain limitations). Employee Stock Purchase Plan (ESPP) After-tax You can enroll or make changes only during the enrollment periods. Voluntary Benefits TRICARE Supplement Plan (for active/retired military personnel) Pre-tax You can make a change only within 30 calendar days of when you experience a qualified life event (see the preceding page for examples). Critical Illness Insurance After-tax You can enroll in this plan and make changes anytime (subject to evidence of insurability approval). Legal Plan After-tax You cannot make changes your legal election must remain in effect for the full plan year even if you experience a qualified life event. Commuter Benefit Program Pre-tax You can enroll in this program and make changes anytime. Home/Renters/Auto Insurance, Identity Theft Plan After-tax You can enroll in these plans and make changes anytime. CHANGING BENEFITS 25
Plan Contact Information Benefit Plan Carrier Group Number Website Phone HEALTH & WELFARE BENEFITS UHC Choice Plus HDHP A UnitedHealthcare (UHC) UHC Choice Plus HDHP B UHC Core HDHP C Express Scripts Prescription UHC Out-of-Area HDHP A Drug Program UHC Out-of-Area HDHP B UHC Choice Plus PPO UHC Out-of-Area High Deductible Health WA (Seattle) Group Health Plan Health Maintenance Organizations (HDHP HMOs) CA Kaiser Permanente CO Kaiser Permanente GA Kaiser Permanente Mid-Atlantic Kaiser Permanente Northwest Kaiser Permanente 702778 Express Scripts: Use Member Individual ID Number listed on ID card Employee only 6563500 Employee and dependents 6563600 Northern 8444 Southern 103272 1545 9848 18823 1139 www.welcometouhc.com/ jacobs www.express-scripts.com www.ghc.org www.kaiserpermanente.org www.kaiserpermanente.org www.kaiserpermanente.org www.kaiserpermanente.org www.kaiserpermanente.org 1.866.365.7157 1.800.922.1557 1.888.901.4636 1.800.464.4000 Denver/Boulder service area: 1.800.632.9700 Southern Colorado service area: 1.888.681.7878 1.800.611.1811 1.800.777.7902 1.800.813.2000 PPO Dental Plan Delta Dental 6918 www.deltadentalins.com 1.800.765.6003 Dental Maintenance Aetna 810075 www.aetna.com 1.800.843.3661 Organization (DMO) Vision Service Plan (VSP) VSP (Signature) 12265479 www.vsp.com 1.800.877.7195 LIFE, ACCIDENT & DISABILITY Supplemental Life The Standard 647393 www.standard.com 1.866.999.8008 Insurance Accidental Death and Dismemberment (AD&D) The Standard 647393 www.standard.com 1.866.999.8008 Integrated Disability Plan (IDP) TAX SAVINGS OPTIONS Health Savings Account (HSA) Health Care FSA Limited Purpose FSA Dependent Care FSA The Standard 647393 For New York: 647548 www.standard.com 1.866.999.8008 Optum Bank N/A www.optumbank.com 1.800.791.9361 UnitedHealthcare (UHC) 702780 www.welcometouhc.com/ jacobs 1.866.365.7157 (continued) 26
Benefit Plan Carrier Group Number Website Phone WELLNESS BENEFITS HealthConnection UnitedHealthcare (UHC) 702778 www.welcometouhc.com/ 1.866.365.7157 jacobs Best Doctors Best Doctors, Inc. N/A www.bestdoctors.com 1.866.904.0910 MDLive MDLive N/A mdlive.com/jacobs 1.888.632.2738 Employee Assistance Program (EAP) United Behavioral Health 1750 www.liveandworkwell.com access code: jacobs 1.866.319.4473 FINANCIAL BENEFITS 401(k) Savings Plan Vanguard 092235 www.vanguard.com 1.800.523.1188 Employee Stock Purchase Fidelity N/A www.netbenefits.fidelity.com 1.800.544.9354 Plan (ESPP) VOLUNTARY BENEFITS TRICARE Supplement Plan (for active/retired military personnel) TRICARE Military Plan C609 www.asicorporation.com 1.800.638.2610, ext. 255 Critical Illness Insurance MetLife 0141916 Critical Illness Simplified Issue; 0119081 Critical Illness Fully Unwritten www.ciigienrollment.com/ jacobsengineeringgroup 1.800.438.6388 Legal Plan MetLife/Hyatt Legal Services 150/0259 www.metlife.com/mybenefits 1.800.438.6388 Commuter FSA WageWorks N/A www.getwageworks.com/ commuter/ Home & Renters Insurance Auto Insurance Plan Identity Theft Plan PersonalPlans N/A www.personal-plans.com/ jacobs 1.877.924.3967 1.888.287.4822 CONTACT INFORMATION Jules All you need to know. 27
Employee Charitable Giving Options A Culture of Caring In 2014, Jacobs employees in the United States pledged more than $1 million dollars to more than 98 United Way communities large and small, and hundreds of charitable agencies benefiting needs in the U.S. and across the globe. SPOTLIGHT ON HEALTH AND WELLNESS American Cancer Society Your American Cancer Society is the nationwide community-based voluntary health organization dedicated to eliminating cancer as a major health problem by preventing cancer, saving lives, and diminishing suffering from cancer through research, education, advocacy and service. With a few simple clicks of the computer mouse, employees can give to charities associated with United Way, the oldest and largest charitable federation, America s Charities, supporting U.S. charities not associated with United Way, and Global Impact whose focus is international relief and development. We re also spotlighting two of our wellness partners American Cancer Society, sponsor of the Active for Life Program, and the American Heart/Stroke Association, provider of our online First Aid and CPR training. You can learn more about all of the organizations by visiting JacobsConnect, Employee Giving (U.S.). The Jacobs Employee Giving site at https://donor. truist.com/login.aspx?campaign=jacobs is open now through the end of November 2015. The ability to donate through the site is available to all employees in the United States (excluding Jacobs Technology employees). Payroll deductions will be effective the first pay period of 2016. American Heart Association/American Stroke Association Every day, the American Heart Association/American Stroke Association is working to change lives for the better. We are saving lives, improving the quality of life for those who are living with heart disease and stroke, and ensuring that today s youth have more information and treatment options available to them that our parents did. 28
CHARITABLE GIVING AMERICA S CHARITIES America s Charities develops the spirit of caring and sharing at the workplace. The broad range of charity choices reflect the diversity of the American people and provide member charities with the financial resources required to meet human service needs. Member charities include Feed the Children, Boy Scouts, Give Kids the World and Dress for Success. UNITED WAY United Way is a network of nearly 1,800 community-based non-profit organizations in 45 countries and territories that pool efforts in fundraising and support. The focus of United Way is identifying and resolving pressing community issues through partnerships with schools, government agencies, businesses, neighborhood associations, and others. The issues United Way offices focus on are determined locally because of the diversity of the communities served. Houston, St. Louis, and Baton Rouge are examples of Jacobs offices well known for their support of the United Way. GLOBAL IMPACT Global Impact delivers help and hope to the world s most vulnerable people. Each year, Global Impact and its member charities touch more than 400 million lives by providing disaster relief, health care, education, microenterprise loans and other vital services to individuals and communities around the world. Global Impact represents 58 of the most respected U.S.-based international charities, including Doctors Without Borders, UNICEF, CARE and Habitat for Humanity International. 29
Have questions? Contact JESI HR Service Center at jesi@jacobs.com, call 1.800.957.JESI (5374), or go to our external U.S. benefits site, http://benefits.jacobs.com. www.jacobs.com This summary is a general explanation of benefits and does not modify or supersede any of the policies, plans or insurance contracts that govern all participants rights in all respects. In the event of any conflict between this guide and the plan documents, policies or contracts, the plan documents, policies, or contracts will govern. Jacobs reserves the right to modify, amend or terminate any benefit or plan at any time and for any reason. 2015, Jacobs Engineering Group Inc. All rights reserved. 20391 HB 10 10/15