2016 Benefits Roadmap Special Annual Enrollment Edition2016 Benefits Roadmap Special Annual Enrollment Edition2016 Benefits Roadmap Special Annual Enrollment Edition 2 YouR LifE. YouR

2016 Benefits Roadmap Special Annual Enrollment Edition

> Know What’s New or Changing

Understand Your Costs

Review Your Coverage Options

Make Your Choices and Enroll

See Resources at a Glance

2016 Benefits Roadmap Special Annual Enrollment Edition 22016 Benefits Roadmap Special Annual Enrollment Edition 2

YouR LifE. YouR ChoiCES. When it comes to benefits, one size doesn’t fit all — your wants, lifestyle and budget are unique. To better meet your individual needs, The Hartford’s benefits program now offers more choices, flexibility, financial protection and ways to achieve optimal well-being.

This guide and the tools on the Benefits Resource site are designed to help you make the choices that are right for you and your family. Review these materials so you can feel confident when you elect or make changes to your benefits on NetBenefits® during the Annual Enrollment period (Oct. 15 to Nov. 6).

KNoW WhAt’S NEW oR ChANgiNg foR 2016You have several enhancements and changes to consider during Annual Enrollment. While other changes do not require action right now, you should be aware they are coming for Jan. 1.

• Read this detailed description of all of the benefit offerings that are new or changing; and

• Review these frequently Asked Questions.

NEEd hELp?• If you have questions about your benefit options, visit NetBenefits or call the

HR Service Center at 1-877-HR-AT-WORK (1-877-472-8967) from 8:30 a.m. – midnight ET.

• For one-on-one guidance and help as you make your benefit decisions, call an Ayco financial coach at 1-866-217-8691, Monday through Friday, 9 a.m. – 5 p.m. ET. Evening appointments are available Monday through Thursday, until 8 p.m. ET.

http://www.thehartford.com/mybenefitsresource

http://www.netbenefits.com/thehartford

http://www.thehartford.com/benres-whats-new-changing


http://www.thehartford.com/benres-faqs-general








hEALth pLAN ChANgES• You will see an increase in your health plan premiums for 2016. However, the Consumer-Directed Health Plan

(CDHP) options will continue to cost less per paycheck than the PPO option and offer the ability to elect a Health Savings Account (HSA).

• Like many companies, The Hartford continues to shift toward consumer-directed health plans. As of Jan. 1, the company is freezing eligibility for the PPO plan. This means that this enrollment period is your last opportunity to enroll in the PPO. If you are enrolled in the PPO as of Jan. 1, 2016, you may elect this option during future enrollment periods, as long as it is offered and you remain eligible. If you are enrolled in a CDHP option or not enrolled in The Hartford’s health plan as of Jan. 1, the PPO will not be an option for you during future enrollment periods.

• We are making some important changes to the PPO option, including increased contributions, annual deductibles and out-of-pocket maximums.

NEW ANd ENhANCEd offERiNgS foR 2016• ALEX®, the virtual benefits counselor, can help you select the benefits that are right for you. Take advantage of this

resource, available on NetBenefits when Annual Enrollment opens on Oct. 15.

• You have increased company-paid Basic Life Insurance coverage, and for the first time, you have company-paid Basic Accidental Death and Dismemberment (AD&D) coverage.

• Two new options replace the existing dental plan options, giving you greater ability to choose the level of coverage for your needs.

• You can elect The Hartford’s very own Critical Illness insurance and Accident insurance — these are the same voluntary coverages that help our customers safeguard against significant financial loss associated with these unexpected events.

• You have more ways to earn wellness points while achieving better health, including a new online sleep improvement program called Sleepio. Remember, your wellness points can help you earn credits toward your premiums* if you’re enrolled in The Hartford’s health plan. Learn more.

• The annual family contribution limit for a Health Savings Account (HSA), which includes both your contributions and the company’s, is increasing from $6,650 to $6,750, the new maximum permitted under the law.

• The maximum amount you can contribute to a Health Care Spending Account (HCSA) is increasing from $2,500 to $2,550.

WE hEARd You

The Hartford used your survey feedback and other insights to identify ways to give you more benefit choices, flexibility and protection to meet your needs.

* To receive health premium credits, you must enroll in The Hartford’s health plan in 2016. Employees located in Hawaii and those on long-term disability and COBRA are not eligible for health premium credits.

http://www.thehartford.com/benres-plan-costs


www.netbenefits.com/thehartford

http://www.thehartford.com/benres-wellness-guide






2016 Benefits Roadmap Special Annual Enrollment Edition 4

tip! gEt iNfoRmEd At thESE EvENtS

Attend any of the following educational events to learn more about the 2016 offerings. See the available dates, times and registration details for each.

• health and Wellness fairs in october — Benefits and well-being program professionals will be available to answer your questions, provide information about the 2016 offerings and describe programs to help you improve your physical, emotional and financial health. Participate online at a virtual fair or in person at the on-site fairs in Charlotte, Hartford, Lake Mary, San Antonio, Simsbury and Windsor.

• 2016 Benefit plan Changes webinars — Our benefits education partner, Ayco, will walk through the benefits offerings for next year and help you understand what’s new or changing.

• Critical illness insurance and Accident insurance webinars — Our Group Benefits team will explain how The Hartford’s very own voluntary coverages can help protect against significant financial loss associated with critical illnesses and accidents.

http://www.thehartford.com/benres-ae-events


Know What’s New or Changing

> understand Your Costs




uNdERStANd YouR CoStS The decisions you make during Annual Enrollment — and each day about the way you live and seek care — directly affect how much you spend on health care. The Hartford offers a number of tools, resources and programs to help you live well and make the most of your health care dollars.

tip! CoAChES CAN hELp You uNdERStANd YouR CoStS ANd optioNS

Financial coaches at Ayco can help you understand your benefit options so you can make the right choice. Call 1-866-217-8691, Monday through Friday, 9 a.m. – 5 p.m. ET.







uNdERStANd YouR CoStS to hELp You ChooSEEstimating your health care costs for next year can help you choose the amount of coverage that’s best suited for your needs.

1. Look up your previous claim costs. Remember, you may not be able to view the previous claims for any dependents age 18 and older.

2. Research the cost of your future health care expenses, including your prescriptions. These resources can help:

Resource How It Helps You Who Has Access How to Access

Consumermedical™ price transparency tool, powered by healthcare Bluebook

• Displays the “fair” price in your local area for certain health care tests and procedures.

• Provides a listing of local providers who deliver the services and how their price compares to the “fair” price.

• Offers information about the providers’ quality of care.

• All employees

• Dependents age 18 and older who are enrolled in The Hartford’s health plan

1. Register on the Consumermedical website. You will receive two wellness points for registering.

2. Click on “What Does It Cost” under “Explore Our Tools.”

Consumermedical Surgery decision Support™ (SdS) program

• Helps you understand your treatment options before you have surgery.

• Provides information about the risks and benefits of surgery.

Contact ConsumerMedical and complete the Surgery Decision Support™ program before having one of these elective surgeries — hysterectomy, knee replacement, hip replacement, low back surgery or weight loss surgery — to avoid a $1,000 penalty at the time your claim(s) are processed if you are enrolled in the hartford’s health plan.

• All employees

• Dependents age 18 and older who are enrolled in The Hartford’s health plan

Consumermedical website or 1-888-361-3944, Monday through Friday, 8:30 a.m. to 5 p.m. ET.

Learn more about the Surgery Decision Support™ program.

price a medication

my RxChoices®

• Look up the costs of certain prescription drugs.

• Find out if there are possible lower-cost alternatives to your prescriptions.

Employees and dependents enrolled in The Hartford’s health plan

• Visit www.Express-Scripts.com or Express Scripts mobile app to access both tools.

• Go to “Manage Prescriptions” and click on either tool.

http://www.thehartford.com/benres-previous-claims

http://www.myconsumermedical.com/TheHartford

http://www.myconsumermedical.com/TheHartford

http://www.thehartford.com/benres-surgery-decision-support







SAvE oN YouR hEALth pLAN pREmiumS BY impRoviNg YouR WELL-BEiNgIf you enroll in The Hartford’s health plan, you can earn up to $600 in credits toward your 2016 premiums.

Earn 10 wellness points each quarter by participating in a variety of programs and activities to improve your physical, emotional and financial well-being and you will receive a $150 credit toward the next quarter’s premium. Earn 40 wellness points and complete the annual health risk assessment (available in January 2016) and you will receive the full $600 health premium credit in 2016.

If you enroll in The Hartford’s health plan for 2016 and have a free company-sponsored health screening by Nov. 6, you will receive 10 wellness points and a $150 credit toward your first-quarter premium. Based on the results of your screening, you could also earn up to an additional 15 wellness points toward future premium credits.

You will automatically receive two wellness points for participating in the company-sponsored flu shot program. You can also earn two wellness points if you report on the wellness portal that you had a flu shot outside of work.

tAKE StEpS to impRovE YouR hEALth ANd SAvE moNEY

pARtiCipAtE iN WELLNESS pRogRAmS ANd ACtivitiES

EARN At LEASt 10 WELLNESS poiNtS* pER QuARtER ANd CompLEtE thE ANNuAL hEALth RiSK ASSESSmENt

SAvE up to $150 pER QuARtER (oR $600 pER YEAR) oN YouR hEALth pREmium!

Wellness poiNtS

* To receive health premium credits, you must enroll in The Hartford’s health plan in 2016. Employees located in Hawaii and those on long-term disability and COBRA are not eligible for health premium credits. In addition, to receive health premium credits after Q1 2016, you must complete the health risk assessment, which will be available in January 2016.

http://www.thehartford.com/benres-wellness-programs

http://www.mywellnessmywork.com




> Review Your Coverage options

Health Plan Options

Health Savings Account

Prescription Drug Benefits

Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD

Critical Illness and Accident

PTO



REviEW YouR CovERAgE optioNSOnce you’ve estimated your costs for next year, review the coverage levels that are available for each of your benefit options to help you understand what your out-of-pocket costs might be.

hEALth pLAN optioNS thAt givE You CoNtRoL The Hartford continues to shift to CDHPs, the fastest-growing type of health plan today. The combination of current coverage and the ability to save long term through an HSA gives you more power to manage your health care costs.

For 2016, The Hartford continues to offer the following CDHP options:

• CDHP Value – $1,500 individual/$3,000 family in-network deductible

• CDHP Standard – $2,500 individual/$5,000 family in-network deductible

• CDHP Basic – $3,500 individual/$7,000 family in-network deductible

We are making some important changes to the PPO option, including freezing eligibility and increasing contributions, annual deductibles and out-of-pocket maximums.

tip! BooSt YouR Cdhp ANd hSA KNoW-hoW

• Watch the short Cdhp video and hSA video

• Review this CDHP/HSA user guide

ExAmpLES to hELp You uNdERStANd

These examples highlight how the CDHP options and HSAs work:

• Sarah

• michael

• Carol



http://www.thehartford.com/benres-chalktalk-cdhp

http://www.thehartford.com/benres-chalktalk-hsa

http://www.thehartford.com/benres-cdhp-hsa-userguide

http://www.thehartford.com/benres-cdhp-example-sarah

http://www.thehartford.com/benres-cdhp-example-michael

http://www.thehartford.com/benres-cdhp-example-carol





health plan optionsHealth Savings Account


Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



* If you or your spouse is over age 65, this option does not provide creditable prescription drug coverage under Medicare Part D; therefore, at the time you apply for Medicare Part D coverage you may be subject to a premium penalty. See the Notice of Creditable Coverage for more details.

** The deductible works differently under the PPO and CDHP options. For family coverage under the PPO, either an individual needs to satisfy the individual deductible or the family deductible can be met by one or more family members, before coinsurance applies. Under the CDHP options, the entire family deductible must be met — by one individual or a combination of family members — before coinsurance applies. Note that for the CDHP options, prescription drug costs are subject to the deductible, whereas for the PPO, they are not.

*** The out-of-pocket maximum works the same under the PPO and the CDHP. After a family member reaches the individual out-of-pocket maximum, all eligible expenses for that family member are covered 100 percent by the plan. Remaining family members will continue to accrue toward their individual out-of-pocket maximum until, as a family, they reach the family out-of-pocket maximum.

hEALth pLAN optioNS At A gLANCEpLEASE NotE thE ppo optioN WiLL Not BE AvAiLABLE to NEW ENRoLLEES AS of JAN. 1, 2016.

CDHP Basic* CDHP Standard CDHP Value PPO

In-Network Out-of-Network




paycheck contributions Lowest Lower than Value Lower than PPO Highest

the hartford’s hSA contribution

None $400 individual/ $800 family

$400 individual/ $800 family

None

deductible** $3,500 individual

$7,000 family

$7,000 individual

$14,000 family

$2,500 individual

$5,000 family

$5,000 individual

$10,000 family

$1,500 individual

$3,000 family

$3,000 individual

$6,000 family

$700 individual

$2,100 family

$1,400 individual

$4,200 family

preventive care (what the plan pays)

100%, no deductible

40% after deductible

100%, no deductible


100%, no deductible


100%, no deductible


office visits (what the plan pays for non-preventive care visits with primary care physician/specialist)







80%, no deductible


Coinsurance (your share after deductible for other covered services)

20% 40% 20% 40% 10% 40% 10% 40%

Prescription coverage coinsurance

Learn about prescription drug coverage.

medical out-of-pocket maximum*** (includes deductible)

$6,450 individual

$12,900 family

$12,900 individual

$25,800 family

$5,000 individual

$10,000 family

$10,000 individual

$20,000 family

$4,000 individual

$8,000 family

$8,000 individual

$16,000 family

$3,300 individual

$6,600 family

$6,600 individual

$13,200 family

prescription drug out-of-pocket maximum*** (includes deductible)

$3,000 individual

$6,000 family

Not applicable





Health Plan Options

health Savings AccountPrescription Drug Benefits

Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


PTO

Make Your Choice and Enroll


SoCK it AWAY With AN hSAA CDHP option gives you access to an HSA, which can help you pay your current and future health care expenses. An HSA never expires — unused balances automatically carry over year to year, and the money is yours even if you go to a new employer, retire or transfer it to another HSA. Learn more by reviewing the Cdhp/hSA user guide.

Note: The annual “family” contribution limit for an HSA (which includes both your contributions and the company’s) is increasing from $6,650 to $6,750, the new maximum permitted under the law.

tip: WAtCh thiS hSA WEBiNAR

Check out the “Making the Most of Your Health Savings Account” webinar on the Aycofn® website*. Click on “Start Learning” under “My Learning Center,” and in the orange bar at the top of the page, click “View Now.” You can access this webinar from work or home.

* Aycofn® is a trademark of The Ayco Company, L.P., a Goldman Sachs Company. This service is provided exclusively by The Ayco Company, L.P. Used with permission. The Ayco Company, L.P., is a subsidiary of The Goldman Sachs Group, Inc. and an affiliate of Goldman, Sachs & Co., a worldwide, full-service investment banking, broker-dealer and asset management organization.

http://www.thehartford.com/benres-cdhp-hsa-userguide

http://www.aycofn.com/thehartford.afn





Health Plan Options

health Savings AccountPrescription Drug Benefits

Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



You mAY ELECt AN hSA if You:

• Enroll in a CDHP through The Hartford

• Are not enrolled in Medicare, TRICARE or TRICARE for Life

• Are not claimed as a dependent on someone else’s tax return

• Attest through the online enrollment process that you meet these criteria

tip! REmEmBER to opEN YouR hSA!

After you elect your HSA, you need to open it on NetBenefits. this instruction sheet can help you.

It Pays to Use the HSA:

• Triple tax savings- Money that goes into the account is not part of your taxable

income under federal law, meaning you pay less taxes overall.

- Your balance can grow with tax-free* interest or investment** earnings while it’s in your account.

- You never have to pay federal taxes on the money you use from your account, as long as it is used to pay for qualified health care expenses.

• The Hartford contributes too. If you enroll in the Value or Standard option and elect and open your HSA, the company will help fund your HSA (up to $400 if you are enrolled in individual coverage or up to $800 for family coverage) to help you pay for health care expenses. Note: This funding is not available if you elect to participate in the CDHP Basic option.

• You can invest your funds. Generally, once your HSA balance reaches $2,500, investment options are available (this amount may be lower for some investment options). For more details, go to NetBenefits, select “Health Savings Account” and choose “Contributing and Investing.”

* All references to “tax-free” refer to federal income tax. State tax laws may vary.** Keep in mind that investing involves risk. The value of your investments may fluctuate

over time, and you may gain or lose money.


http://www.thehartford.com/benres-elect-hsa






Health Plan Options


prescription drug BenefitsDental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



pRESCRiptioN BENEfitS thAt WoRK foR YouWhen you participate in The Hartford’s health plan, you automatically receive prescription drug coverage through Express Scripts.

Prescription drugs are covered differently under the PPO and CDHP options:

• With the CDHP options, you must satisfy the combined medical/prescription drug deductible before prescription drug coverage begins. Your out-of-pocket prescription drug expenses count toward the combined medical/prescription drug out-of-pocket maximum.

• With the PPO option, prescription drugs are not subject to the deductible. You pay coinsurance until you meet the plan’s separate prescription drug annual out-of-pocket limit. Once you reach this limit, the plan will pay 100 percent of the cost of your prescriptions for the remainder of the year.

All options include a formulary feature, which is a list of commonly prescribed medications that have been shown to be clinically effective and cost effective. It includes four drug types: generic, preferred brand, non-preferred brand and patient choice. You can purchase these medications at a participating retail pharmacy or through the home delivery program.

ChELSEA tApS iNto hER hSA to pAY foR pRESCRiptioNS See how Chelsea’s prescription drug costs applied toward her annual deductible and how her HSA helped her pay.

tip! SAvE oN pRESCRiptioN dRugS

• Save money by using generic drugs.

• Take advantage of pre-tax savings on out-of-pocket costs by using funds from your HSA, or your Health Care Spending Account (HCSA).

• Use the discounted mail-order drug program to receive a 90-day supply of maintenance medications. If you do not use mail-order, you will pay the full cost of the prescription and the expenses don’t accumulate toward the deductible or out-of-pocket maximum.

• Know your costs and plan ahead — the Price a Medication and My RxChoices® on Express Scripts’ mobile app or website (www.Express-Scripts.com) can help.

http://www.thehartford.com/benres-prescription-example-chelsea

http://www.thehartford.com/benres-prescription-example-chelsea

http://www.Express-Scripts.com





Health Plan Options


prescription drug BenefitsDental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



* Patient choice drugs include non-sedating antihistamines, weight loss drugs and drugs used to treat infertility and erectile dysfunction. The prescriptions do not accumulate toward the PPO in-network annual prescription drug out-of-pocket maximum.

pRESCRiptioN dRug BENEfitS At A gLANCE

PPO CDHP Options (Value/Standard/Basic)

Retail (up to a 30-day supply)

mail order (up to a 90-day supply)

Retail (up to a 30-day supply), mail order (up to a 90-day supply)

Your Cost per Prescription

generic You pay 20%, with a minimum of $12 and a maximum of $150

You pay 20%, with a minimum of $30 and a maximum of $375

After meeting the combined medical/prescription drug deductible, you pay 20% up to a maximum of $200 per prescription retail/$400 per prescription mail order

preferred Brand



Non-preferred Brand



After meeting the combined medical/prescription drug deductible, you pay 40% up to a maximum of $200 per prescription retail/$400 per prescription mail order

patient Choice drugs*

50% coinsurance 50% coinsurance After meeting the combined medical/prescription drug deductible, you pay 50% up to a maximum of $200 per prescription retail/$400 per prescription mail order

Annual prescription drug out-of-pocket maximum

In-Network: $3,000 individual/$6,000 family

Out-of-Network: Not applicable

Included in combined medical/prescription drug out-of-pocket maximum





Health Plan Options



dental BenefitsVision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



ENhANCEd foR 2016! dENtAL optioNS to mEEt YouR NEEdS For 2016, The Hartford is replacing the existing dental plan options with two new options — the Core plan option and the Enhanced plan option — giving you greater ability to choose the level of coverage for your needs.

What’s the difference between the two options? Simply put, the Enhanced Plan is available at a higher premium than the Core Plan. However, it offers more coverage for basic services, a lower annual deductible and a higher calendar year maximum than the Core Plan. It also offers orthodontia coverage, whereas the Core Plan does not.

Also, the orthodontia maximum lifetime benefits under the Enhanced option will be $2,000 in 2016, double the $1,000 maximum under the dental plan for 2015.

If you elect the Enhanced plan option for 2016 and you have open orthodontia claims at the end of this year, contact Delta Dental of New Jersey at 1-888-234-4612 to find out how the increased orthodontia benefit applies to your services.

If you are currently enrolled in the dental plan for 2015 and do not take action to elect one of the new plan options during Annual Enrollment, you will be automatically enrolled in the Core plan option for 2016.

New ID cards will be issued to all employees enrolled in dental coverage for 2016.

Save Money by Knowing Your Provider’s Network You can use any dentist you choose. However, the amount you pay for dental services will depend on your plan option and whether your provider participates in the Delta Dental PPO network, the Delta Dental Premier network or is a non-participating provider.

• The highest benefit level will be paid when you visit a “PPO” network provider. These providers offer the highest discount (on average, 35 percent), so your cost is lowest when you receive services from them.

• The lowest benefit level will be paid for “Premier” network providers and nonparticipating providers. Premier network providers offer a discount of about 12 percent on average. Nonparticipating providers do not have a negotiated discount, so you may also need to pay any amounts that exceed the reasonable and customary amount. In general, your costs are higher when you receive services from these providers.

Visit the Delta Dental of New Jersey website at www.deltadentalnj.com for provider listings. The network name(s) are listed next to each provider.

BEN CompARES CoStS BEfoRE hAviNg A Root CANAL

Read this example.

http://www.thehartford.com/benres-dental-example-ben





Health Plan Options



dental BenefitsVision Benefits

Spending Accounts

Life/AD&D and LTD


PTO



YouR dENtAL optioNS At A gLANCE Core plan Enhanced plan

ppo providers premier or Nonparticipating providers

ppo providers premier or Nonparticipating providers

Annual deductible $100 individual/$300 family $50 individual/$150 family

Calendar Year maximum Benefit

$1,500 $1,000 $2,000 $1,500

preventive Services Covered at 100% (no deductible) Covered at 100% (no deductible)

Basic Services Plan pays 80% Plan pays 60% Plan pays 90% Plan pays 70%

major Services Plan pays 50% Plan pays 50%

orthodontia Not covered Plan pays 50% (no deductible)

Lifetime orthodontia maximum Benefit

Not applicable $2,000

tip! KNoW BEfoRE You go

If you regularly visit the same dentist, you should first make sure he or she participates with Delta Dental. Then, find out if the dentist is in the Premier or PPO network. if your dentist is not in the ppo network, you may pay more for dental services in 2016 than you did this year.





Health Plan Options



Dental Benefits

vision BenefitsSpending Accounts

Life/AD&D and LTD


PTO



YouR viSioN BENEfitS — foCuSiNg oN YouR EYE CARE NEEdSThe Hartford offers a voluntary group vision plan — Blue View Vision™ — administered by Anthem. You do not need to be enrolled in The Hartford’s health plan to participate. The vision plan covers routine eye care and provides benefits toward annual eye exams, glasses, contact lenses and more.

Blue View Vision offers one of the largest vision care networks in the country and includes a wide selection of experienced ophthalmologists, optometrists and opticians, as well as many retail locations, including LensCrafters®, Sears Optical℠, Target Optical®, JCPenney® Optical and most Pearle Vision® locations.

Your current vision plan election will carry over to 2016 unless you make a change during Annual Enrollment.

Learn more about your vision coverage.

http://www.thehartford.com/benres-vision-overview





Health Plan Options



Dental Benefits

Vision Benefits

Spending AccountsLife/AD&D and LTD


PTO



StREtCh YouR hEALth CARE doLLARS With A hEALth CARE SpENdiNg ACCouNt The Health Care Spending Account (HCSA) can help you save for eligible health care expenses not covered under other plans, such as deductibles, copays, coinsurance, costs in excess of the maximum allowable amount, LASIK eye surgery, acupuncture and more.

You can contribute up to $2,550 in 2016 (increased from $2,500 in 2015), but remember, if you don’t use the money, you’ll lose it. You forfeit any money left in the account at the end of the plan year, so it’s important to carefully estimate your contribution amount and submit your reimbursement claims by the annual deadline.

Submit claims for eligible expenses incurred between Jan. 1, 2016 and Dec. 31, 2016 by March 31, 2017.

Your health care, dental and vision claims are automatically forwarded to Acclaris, the HCSA claims administrator, unless you opt out of this feature.

Note: If you have secondary health plan coverage (such as a spouse’s employer’s plan), you must opt out of this automatic feature. Otherwise, you may have amounts paid to you from the HCSA that will also be paid by your secondary plan, a violation of federal tax law. Since domestic partner expenses are not considered eligible under the HCSA, you must also opt out of this feature if you cover your domestic partner under your health plan.

tipS!

You cannot participate in both an hCSA and an hSA, due to IRS regulations. If you choose to participate in a CDHP option for 2016 and make contributions to an HSA you may not also have an HCSA.

if you are already enrolled in an hCSA in 2015, you must re-enroll if you wish to continue participation in 2016.





Health Plan Options



Dental Benefits

Vision Benefits

Spending AccountsLife/AD&D and LTD


PTO



SAvE oN tAxES With thE dEpENdENt dAY CARE SpENdiNg ACCouNtYou can contribute to a Dependent Day Care Spending Account (DCSA) on a pre-tax basis and use the money to pay for eligible dependent day care expenses, such as elder care or day care for children under age 13 at an outside facility or in your home. This is different from a Health Care Spending Account (HCSA) and cannot be used to reimburse dependent medical expenses.

Individuals and married couples who file their taxes jointly can contribute up to $5,000 a year on a pre-tax basis to a DCSA. Married couples who file separately can each contribute a maximum of $2,500.

Remember…

• If you are already enrolled in a DCSA, you must re-enroll if you wish to continue participation in 2016.• You have until March 31, 2017 to submit claims for eligible expenses incurred between Jan. 1, 2016, and Dec. 31, 2016.

• Like an HCSA, the DCSA is “use it or lose it.” Funds you do not use by the end of the year are forfeited.





Health Plan Options



Dental Benefits

Vision Benefits

Spending Accounts

Life/Ad&d and LtdCritical Illness and Accident

PTO



BENEfitS thAt offER AdditioNAL fiNANCiAL pRotECtioN

The Hartford offers additional financial protection to you and your family through Life Insurance, Accidental Death and Dismemberment (AD&D) Insurance and Long-Term Disability benefits.

New for 2016 — As of Jan. 1, you will receive the following company-paid Basic Life and AD&D Insurance:

• Increased Basic Life Insurance coverage in the amount of one times your eligible pay, up to $100,000, and

• New Basic Accidental Death and Dismemberment (AD&D) Insurance in the amount of one times your eligible pay, up to $100,000.

You also can choose additional coverage beyond what the company provides:

• Optional Life Insurance/AD&D coverage — one to five times your eligible pay, up to $1,225,000.

• Spouse/domestic partner Life Insurance coverage — in amounts of $10,000, $25,000 or $50,000

• Child Life Insurance coverage — $5,000 or $10,000

• Optional Long-Term Disability coverage — income replacement of 60 percent or 70 percent. The plan now provides coverage up to an annual maximum salary of $360,000.

Evidence of Insurability (EOI) may be required to increase your coverage more than one coverage level, or if you elect coverage that exceeds the Guaranteed Issue amount.





Health Plan Options



Dental Benefits

Vision Benefits

Spending Accounts

Life/Ad&d and LtdCritical Illness and Accident

PTO



If your eligible pay is greater than $50,000, you will have the option to limit both your Basic Life and Basic AD&D coverage to $50,000 in 2016 to avoid paying imputed income tax. If you are interested in limiting your coverage, you will need to actively elect the $50,000 flat coverage option.

The imputed income amount determined by the IRS is based on your age and the amount of company-provided Life Insurance you receive over $50,000. For example, a 40 year old employee with $60,000 in company-provided Life Insurance will incur $12 in imputed income per year.

Is Your Beneficiary Information up to Date?

As you evaluate your Life Insurance coverage for next year, it’s also a good time to update your beneficiaries. You can update when you enroll in your 2016 benefits, or you can do so at any time throughout the year on NetBenefits.

tip! ChECK out thESE vidEoS ANd dECidE WhAt’S Right foR You

• Let’s talk about disability

• What’s Ad&d insurance?

• What’s the deal with Life insurance?

NotE ABout imputEd iNComE tAx

The value of any Life Insurance coverage that The Hartford pays for in excess of $50,000 is treated as income by the IRS. This imputed income is included on your W-2 form, even though you don’t actually receive it in your paycheck, and you will be required to pay taxes on it.


http://www.thehartford.com/benres-chalktalk-disability

http://www.thehartford.com/benres-chalktalk-accidental-death

http://www.thehartford.com/benres-chalktalk-life





Health Plan Options



Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD

Critical illness and AccidentPTO



NEW foR 2016! CRitiCAL iLLNESS iNSuRANCE hELpS You foCuS oN RECovERY

The Hartford is offering voluntary Critical Illness insurance — the same coverage that helps our customers relieve the financial impact of a major illness, such as cancer, heart attack or stroke.

During Annual Enrollment, you can choose from two coverage amounts — $10,000 or $20,000 — to suit your needs without having to provide Evidence of Insurability (EOI). Your spouse can be covered for 100 percent of your coverage amount. Your child(ren) can be covered for a $5,000 benefit.

How it works: A lump-sum benefit is paid when you or a covered dependent is diagnosed with a covered illness while insured under the policy. The amount can be used in any way you choose, including:

• Expenses the health plan doesn’t cover, such as deductibles and coinsurance, caregiver expenses, travel to and from treatment centers and rehabilitation.

• Day-to-day costs of living, such as rent or mortgage payments, groceries, child care and utility bills.

You or your covered dependents will not receive payments for any covered illness that results from or is caused by a pre-existing condition until you are continuously insured for 12 consecutive months.*

If a previously covered illness returns, or you or your covered dependent is diagnosed with an additional covered illness, benefits remain payable up to the benefit maximum for as long as you or your dependent is insured under the policy (subject to plan terms and conditions).

See the Critical illness insurance Benefit highlights for a list of the covered illnesses and additional benefits that are included in the plan, such as cancer-related services, physical therapy and home health care.**

See how Critical Illness insurance helped Rachel focus on her recovery.

* For residents of Colorado, Idaho and South Dakota, the continuously insured period is limited to six consecutive months. ** The following benefits are not available to residents of New Jersey: Lodging Benefit, Transportation Benefit, Prosthesis/Wig Benefit, Rehabilitation Benefit, Home Health Care Benefit

and Physical Therapy Benefit.

THIS POLICY PROVIDES LIMITED BENEFITS FOR SPECIFIED DISEASES ONLY. This limited health benefit plan (1) does not constitute major medical coverage, and (2) does not satisfy the individual mandate of the Affordable Care Act (ACA) because the coverage does not meet the requirements of minimum essential coverage.

In New York: This policy provides limited benefits health insurance only. It does NOT provide basic hospital, basic medical or major medical insurance as defined by the New York State Department of Financial Services.

Please note: For residents of California, Georgia, New Jersey and New York, since Critical Illness is a limited benefit health product, persons without comprehensive health benefits from an individual or group health insurance policy or an HMO, or an employer plan providing essential health benefits are not eligible for Critical Illness insurance.

For residents of Idaho, Maine, New Hampshire, West Virginia and Connecticut: A person covered by any Title XIX program (Medicaid or any similar name) is not eligible for Critical Illness insurance.

http://www.thehartford.com/benres-highlights-critical-illness

http://www.thehartford.com/benres-critical-illness-example-rachel





Health Plan Options



Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD

Critical illness and AccidentPTO



NEW foR 2016! ACCidENtS hAppEN — mAKE SuRE You’RE CovEREd

pREpARE foR thE uNExpECtEd

In the U.S., a disabling injury occurs every second.* And, more than 3.5 million children ages 14 and younger get hurt each year playing sports or participating in recreational activities.**

* Injury Facts. National Safety Council. 2014 Edition. P. 37. Print.

** “Sports injury Statistics.” Health Library. Johns Hopkins Medicine, n.d. Web. 06 Nov. 2014.

StEvE SAvES CoStS fRom A BRoKEN LEg thANKS to ACCidENt iNSuRANCE

Read this example.

An accident can happen to anyone, and recovery can be costly. For 2016, The Hartford is offering the same voluntary Accident insurance that helps our customers protect against significant financial loss associated with unexpected events.

How it works: You and your covered dependents will receive a payment associated with a covered injury and related services. You can use the payment in any way you choose — from expenses not covered by your health plan to day-to-day costs of living such as a mortgage or utility bills.

Here are a few examples of covered services. For each of these, you or your covered dependent would receive a fixed dollar amount:

• Diagnostic exams, X-rays and other emergency services

• Initial and follow-up physician visits

• Ambulance transportation

• Follow-up/recovery services, including physical therapy and chiropractic care

See the Accident insurance Benefit highlights for a list of covered accidents and additional benefits included in your plan.

tip! AttENd A WEBiNAR

Learn how Critical Illness and Accident coverages can help protect you and your family. See the dates and times.

http://www.hopkinsmedicine.org/healthlibrary/conditions/pediatrics/sports_injury_statistics_90,P02787

http://www.thehartford.com/benres-accident-example-steve

http://www.thehartford.com/benres-highlights-accident






Health Plan Options



Dental Benefits

Vision Benefits

Spending Accounts

Life/AD&D and LTD


pto



BALANCE YouR WoRK/LifE NEEdS With pAid timE off (pto)Annual Enrollment is the one time a year you can purchase additional PTO.

PTO elections do not carry over from year to year.

Eligible employees may purchase up to one workweek equivalent (maximum of 40 hours for full-time employees) of additional PTO. It is important to think carefully about the number of hours you wish to purchase because IRS regulations prohibit you from carrying over purchased hours from one year to another.

Learn more about purchasing PTO.

If you were enrolled in the paid PTO program in 2015, you must re-enroll if you wish to purchase additional PTO hours for 2016.

http://hronline.thehartford.com/cs/Satellite?c=Page&cid=1150854424454&noindex=true&pagename=HRO%2FPage%2FGeneralContent





> make Your Choices and Enroll


mAKE YouR ChoiCES ANd ENRoLLHow to Enroll or Make Changes

1. Make your benefit elections — Enroll, waive or change options and add or drop dependents. You will need to verify the eligibility of the dependents you add.

• Log on to NetBenefits. At the top of the page click “Compare & Choose Benefits.”

• Review and edit each election as necessary under each benefit offering.

• When you are finished making your elections, click “Save & Submit.”

2. Confirm your benefit elections — After you save your elections, print the Enrollment Confirmation page for your records.

3. Review your beneficiaries — Click on the “Your Profile” tab to review your beneficiary information. If you have recently experienced a life event, such as a marriage, divorce or birth of a child, make sure your beneficiary information is up to date. Even if you don’t sign up for any other benefits, you will automatically receive company-provided Life and AD&D coverage and should designate a beneficiary for these benefits.








REmEmBER!

You must enroll on NetBenefits between Oct. 15 and Nov. 6, 2015 if you want to make changes to your benefits, purchase PTO or participate in the spending accounts for 2016.

if you do not take action, you will automatically receive:

• Your current 2015 medical, vision, optional Life/AD&D and LTD elections

• The Core Dental Plan if you have dental coverage in 2015

• No participation in the Health and Dependent Day Care Spending Accounts

• No participation in the Critical Illness and Accident coverages

• Basic Life/AD&D Insurance coverage equal to one times pay up to $100,000, and

• No purchased PTO.

If you don’t make or change your benefit elections, you will not be able to do so until Annual Enrollment next year, unless you experience a qualified life event (e.g., birth, marriage or retirement).

tip! RESouRCES to hELp You dECidE

Take advantage of the many tools, resources and events available to help you learn more about your benefit choices.

mAKE iNfoRmEd BENEfitS ChoiCESMeet ALEX®, your personal benefits counselor on NetBenefits. After you answer some basic questions about your personal situation (your answers remain anonymous), ALEX will help you select the benefits that are right for you and your family. Take advantage of this valuable tool, which is available on NetBenefits as of Oct. 15.









impoRtANt 2016 ANNuAL ENRoLLmENt REmiNdERSCompleting the steps below can help you decide with confidence when you elect your benefits on the NetBenefits site between Oct. 15 and Nov. 6.

Get Informed. Decide with Confidence. Live Well.

n Review What’s New or Changing for Next Year.

n Review the information on the Benefits Resource site. You can access this site from work or home.

n Participate in educational events to know more about your options and make the choices that are right for you.

n Use ALEx®, your personal online benefits counselor, available through NetBenefits beginning Oct. 15, to find the coverage that suits your needs.

n Call an Ayco financial coach at 1-866-217-8691 for individual assistance with benefit-related questions.

n Gather your previous claims information to help you estimate your future health care costs and choose your benefits.

n Find out if your dentist participates in Delta Dental’s “Premier” or “PPO” networks. You will receive the highest benefits with a PPO network dentist.

n Consider the health plan options and determine which one offers the best value for you.

n Remember, there will be no new enrollments in the PPO option as of Jan. 1, 2016. get more details.

n Enroll between oct. 15 and Nov. 6, 2015 if you want to make changes or participate in the spending accounts for 2016.

n If you elect a Health Savings Account (HSA), you must also open it to be able to access and use the funds. find out how.

n Review your Life Insurance beneficiaries and determine if they should be updated.

Decide if you will:

n Participate in the new voluntary Critical Illness insurance or Accident insurance plans.

n Enroll in Enhanced or Core dental coverage.

n Enroll in or make changes to your current Long-Term Disability and/or Life Insurance elections.

n Purchase additional PTO.

n Participate in the free, company-sponsored health screening program to earn 10 wellness points and $150 toward your first-quarter 2016 health plan premium. Plus you can earn up to an additional 15 wellness points toward future credits based on your results.

n Have a free flu shot and earn wellness points.

n Review the Wellness eBook to learn more about the well-being programs and how to earn points.

n View the Journey to a Life Well-Lived guide to get details about new and enhanced well-being programs.

http://www.netbenefits.com/TheHartford










http://www.thehartford.com/benres-elect-hsa









> See Resources at a glance

RESouRCES At A gLANCE

What Who Where

ALEX®, your personal online benefits counselor — available as of oct. 15

NetBenefits site www.netbenefits.com/thehartford

One-stop shop for information and tools to help you choose your 2016 benefits

Benefits Resource site

From iConnect or www.thehartford.com/mybenefitsresource

Educational events, including webinars and Health and Wellness Fairs (virtual and onsite in six locations)

Ayco, The Hartford’s Group Benefits team and benefits/ well-being professionals

view the educational events

One-on-one counseling to help as you make your benefit election decisions

Ayco Ayco financial Coaches1-866-217-8691Monday through Friday, 9 a.m. to 5 p.m. ETEvening appointments available Monday through Thursday until 8 p.m. ET

General benefit and enrollment questions Fidelity 1-877-HR-AT-WORK (877-472-8967), press or say Option 1 for Health Care, 401(k) or Pension


Medical and prescription drug historical claims

AnthemExpress Scripts

Refer to previous Claim Costs

Health plan questions Anthem 1-800-801-6308www.anthem.com

Dental plan questions Delta Dental 1-888-234-4612www.deltadentalnj.com

Prescription drug benefit questions Express Scripts 1-800-233-7840www.express-scripts.com

Vision plan questions Anthem Blue View Vision

1-866-723-0515www.anthem.com

Health Care Spending Account or Dependent Day Care Spending Account questions

Acclaris 1-866-203-9358www.acclarisbenefits.com

Critical Illness Insurance and Accident Insurance questions

The Hartford’s Group Benefits Call Center

1-866-623-8688www.thehartford.com/benefits/thehartford

Well-being program and premium credit questions

My Wellness at Work

Wellness eBook1-855-651-2910www.mywellnessmywork.com

Download apps for these resources from the App Store for Apple or Google Play for Android!


www.thehartford.com/mybenefitsresource


http://www.aycofn.com/thehartford.afn



www.anthem.com

www.deltadentalnj.com

http://www.express-scripts.com

www.anthem.com

www.acclarisbenefits.com

www.thehartford.com/benefits/thehartford


mywellnessmywork.alerehealth.com/portal/server.pt






> See Resources at a glance

impoRtANt LEgAL NotiCES The following information and notices are being provided to you in accordance with federal law. While not all of them may be relevant for you at this time, you should review them, and you may want to retain a copy for your future reference.

ABout YouR pRivACY

SummARY of BENEfitS ANd CovERAgE

impoRtANt iNfoRmAtioN: WomEN’S hEALth ANd CANCER RightS ACt of 1998

SpECiAL NotiCE of ENRoLLmENt RightS uNdER thE hEALth iNSuRANCE poRtABiLitY ANd ACCouNtABiLitY ACt (hipAA)

ChiLdREN’S hEALth iNSuRANCE pRogRAm REAuthoRiZAtioN ACt of 2009 (ChipRA) NotiCE

NotiCE to EmpLoYEES oN CoBRA, LEAvE oR SEvERANCE

mEdiCARE pARt d NotiCE of CREditABLE CovERAgE

fidELitY hSA

diSCLAimER

This guide is not intended to create, nor will it be construed to form, a contract or promise for a benefit. Participation in the plans is subject to all applicable terms and conditions of the plans. Full details about the plans are provided in the official Plan Documents, which govern the operation of the plans. Any differences between this guide and the Plan Documents are not intended, but if any differences are found to exist, the Plan Documents will govern. The plan administrator reserves the right to make all interpretations with respect to the plans described here. The decisions of the plan administrator are final and binding upon all participants. The Hartford reserves the right, without your consent or concurrence, to amend, modify, suspend, replace, or terminate the plans, in whole or in part, including any level or form of coverage or contribution amount at any time. If the plans are amended, modified, suspended, replaced or terminated, you or other employees may not receive benefits as described here.

The Hartford® is The Hartford Financial Services Group, Inc. and its subsidiaries, including issuing company Hartford Life and Accident Insurance Company. Home Office is Hartford, CT. All benefits are subject to the terms and conditions of the policy. Policies underwritten by the issuing company listed above detail exclusions, limitations, reduction of benefits and terms under which the policies may be continued in force or discontinued.

This information has been provided by The Hartford and is the sole responsibility of The Hartford.

http://www.thehartford.com/benres-about-your-privacy

http://www.thehartford.com/benres-benefits-coverage-summary

http://www.thehartford.com/benres-cancer-rights-act

http://www.thehartford.com/benres-enrollment-rights-hipaa

http://www.thehartford.com/benres-enrollment-rights-hipaa

http://www.thehartford.com/benres-childrens-health-insurance-program

http://www.thehartford.com/benres-notice-cobra-leave-severance

http://www.thehartford.com/benres-notice-creditable-coverage

http://www.thehartford.com/benres-fidelity-hsa