“I LIVE the Orange LIFE!” · PDF file · 2014-07-16“I LIVE the Orange LIFE! ... • Th e ak C r As iopt n ... license or birth certificate. Medical/Vision Coverage for 2010

Carlene NotoStore 405Glendale, AZ

2010 Annual Enrollment Guide for Guam Full-Time Hourly & Salaried Associates

“I LIVE the Orange LIFE!”That’s the power of your Home Depot benefits.

2010 Benefits Annual Enrollment To enroll, go to http://resources.hewitt.com/homedepot or call 1-800-555-49542

Benefits Annual Enrollment Toolkit Full-Time Hourly and Salaried Associates

What’s New for 2010! for Full-Time Hourly and Salaried Associates 3

Medical/Vision Coverage for 2010 4

Dental Plan Coverage for 2010 7

Health Care and Dependent Day CareSpending Accounts 8

Life Insurance and Accidental Death &Dismemberment Coverage 10

Disability Coverage 12

FutureBuilder 14

The Employee Stock Purchase Plan 15

How to Enroll 15

2010 Payrol Deductions 18

Benefits Contact List 19

What’s inside

Get the Power of Your Home Depot Benefits In 2010!Health Care Plans• Medical/Vision

• Dental

• Health Care Spending Account

Financial Protection Plans• Disability Insurance

• Life Insurance

• Accidental Death and Dismemberment Insurance

Financial Benefits• FutureBuilder 401(k)

• Employee Stock Purchase Plan (ESPP)

• Success Sharing

Home Life Benefits• Paid Time Off

• Dependent Day Care Spending Account

• Tuition Reimbursement

• CARE/Solutions for Life

• Associate Discounts

• Quit for Life® Tobacco Cessation Program

When You Enroll – November 3 through November 13!

Live the Orange Life: Guide to Your Benefits Guam Full-Time Hourly and Salaried Associates


Medical/Vision• New 2010 payroll deductions (See page 18)

Dental • New 2010 payroll deductions (See page 18)

Voluntary Life Insurance• New lower payroll deductions for some

Voluntary Life Insurance options

• New payroll deductions will be listed on the

Your Benefits Resources Web site when you

enroll

• New online beneficiary designation

Hourly Disability• New lower payroll deductions



enroll

Salaried Disability• New long-term disability benefit choice – you

choose whether to receive LTD benefits as a

tax-free or taxable benefit

Spending Accounts• The new spending account administrator

in 2010 will be Your Spending Account™

• New Health Care Spending Account

Debit Card

What’s New for 2010! for Full-Time Hourly and Salaried Associates

Guam Full-Time Hourly and Salaried Associates


What’s New for 2010• New 2010 payroll deductions (See page 18)

Medical/Vision Enrollment Must-KnowsIf you don’t go to the Your Benefits Resources Web

site and make changes, you’ll automatically receive

the same medical/vision coverage you have now

(2009) for 2010. If you want to make changes to

your medical/vision coverage, you must go to the

Your Benefits Resources Web site and make your

changes by November 13.

Also note that if you want to participate in the

spending accounts in 2010, you must go to the

Your Benefits Resources Web site and enroll in

them by November 13.

Your Medical/Vision Options Here are your medical/vision options for 2010:

• The TakeCare PPO option

• The TakeCare Asia option

For information on your medical/vision coverage,

see the Medical/Vision Plan chapter of the Benefits

Summary for Guam full-time hourly and salaried

associates.

To verify that you and your dependents are eligible

for coverage in 2010, see the Eligibility and

Enrollment chapter of the Benefits Summary.

As part of the ongoing dependent verification

process, the Company may ask you to provide

documentation of eligibility such as a marriage

license or birth certificate.

Medical/Vision Coverage for 2010



Plan Type TakeCare PPO TakeCare Asia

Network In-Network Out-of--Network In-Network

Plan deductible: Individual/Family $50 Individual; $150 Family $250 Individual; $500 Family $0 Individual; $0 Family

Out-of-pocket maximum: Individual/Family $1,500 Individual; $3,000 Family $3,000 Individual; $6,000 Family $1,500 Individual; $4,500 Family

Lifetime coverage limit $1,000,000; combined in and out-of-network $1,000,000; combined in and out-of-network $100,000 Individual (off island per year)$1,000,000 Individual Lifetime Maximum

Primary doctor office visit $15 copay, $10 copay @ FHP clinic 60% covered after deductible is met; subjectto Reasonable and Customary

$5 copay (at FHP), $10 copay (Non FHP)

Specialist office visit $15 copay, $10 copay @ FHP clinic 60% covered after deductible is met; subjectto Reasonable and Customary limits

80% of eligible charges

Outpatient surgery 80% covered after deductible is met 60% covered after deductible is met; subjectto Reasonable and Customary limits

80% covered

Inpatient Hospital Services 80% covered after deductible is met 60% covered after deductible is met; subjectto Reasonable and Customary limits

80% covered (Philippines 100%; Asia 80%of eligible charges based on the usual andcustomary charge in the Philippines)

Emergency room (not followed by admission)

80% covered after deductible is met 60% covered after deductible is met; subjectto Reasonable and Customary

80% covered up to a maximum of $500 peroccurrence

Routine vision exams 100% covered after $10 copay @ FHPVision Center only; limited to $50 per year

Not Covered100% covered after $5 copay at FHP VisionCenter only. Limited to $50 per/ year.

Prescription Drug Expenses: Retail

Generic$5 copay; 30 day supply

60% covered after deductible is met; subjectto Reasonable and Customary

$5 copay (at FHP), $10 copay (Non FHP); 30 day supply

Preferred Drugs$10 copay; 30 day supply

$10 copay (at FHP), $20 copay (Non FHP); 30 day supply

Non-Preferred Drugs $15 copay; 30 day supply Not Covered

Prescription Drug Expenses: Mail Order

Generic $10 copay; 90 day supply Not Covered $0 Copay; 90 day supply

Preferred Drugs $20 copay; 90 day supply $0 Copay; 90 day supply

Non-Preferred Drugs $30 copay; 90 day supply Not Covered

2010 Take Care Medical/Vision Plan Coverage

Your Medical/Vision Coverage for 2010



Get the Full Power of Your TakeCare Medical Plan!• The TakeCare PPO plan offers the most flexi-

bility. TakeCare PPO participants can receive

care anywhere in the world. If you receive care

from a TakeCare participating provider, you have

a lower deductible and receive higher in-network

benefits. You also may use a non-participating

provider; however, you will have a higher

deductible and pay more for out-of-network care.

• The TakeCare Asia option begins paying bene-

fits without a deductible. TakeCare Asia partici-

pants can receive care in any country in Asia;

however, you must use a TakeCare participating

provider. No medical/vision benefits are payable

for services received from a non-network provider.

To find a TakeCare participating provider, go to

www.takecareasia.com or call the Customer

Service department on Guam at 1-671-647-3526.

• Both options provide limited benefits for eye

exams and eyewear. However, eye exams and

eyewear must be provided at the FHP vision cen-

ter or no benefits are paid.

• Get a TakeCare participating provider. The

TakeCare network is the largest on-island network

of medical/vision providers and pharmacies,

including the FHP clinic. When TakeCare PPO

plan participants use network providers, they pay

a lower deductible and have higher benefits.

TakeCare Asia participants must use TakeCare

participating providers or no benefits are paid.

To find a TakeCare participating provider, go to

www.takecareasia.com or call the Customer

Service department on Guam at 1-671-647-3526.

• Get generic prescription drugs! Talk with your

doctor about whether a generic drug will work

for you.

• Get your maintenance drugs through the mail

order service! You’ll save time, money, and gas

when you use the mail order service to purchase

your maintenance drugs.

• Get healthier using the Health Risk

Assessment and wellness programs. The

Health Risk Assessment (HRA) is a computerized

assessment tool that looks at your family history,

health status and lifestyle. The goal of the HRA is

to identify potential health risks. Based on your

responses to the HRA, you may be asked to

join a TakeCare wellness program to help

improve a health risk. For more information,

go to www.takecareasia.com or call the

Customer Service department on Guam at

1-671-647-3526.

Use the Power of ALL of The Home Depot Programs!• Get a tax break! Pay for health care services that

are not paid for by the medical plan with tax-free

dollars through the Health Care Spending Account.

When you use the spending account, you will save

on eligible health care expenses—for many associ-

ates, this savings is at least 22%. Plus, beginning

January 1, 2010, you’ll have immediate access to

the money in your spending account through the

new spending account debit card.

• Get free one-on-one sessions to help with

family situations, depression, alcohol or drug

abuse. Services available through CARE/Solutions

for Life include face-to-face sessions, child care,

elder care and parenting resources, and financial

counseling and legal services. These services are

confidential and available to you and your imme-

diate family. For more information on the many

free services offered to you through CARE/Solutions

for Life, see the Work/Life chapter of the

Benefits Summary.

• Get help with claims and billing issues and

other medical services! Your Health Advocate

will assist you and all of your dependents—

including your parents and parents-in-law—with

benefit claims and billing issues, scheduling

appointments and many other services.

• Get a discount on getting in shape! Go to the

Home Depot associate discount Web site and get

discounts on fitness equipment, health clubs,

nutrition and weight management and many,

many other items. You can access the associate

discount Web site by going to the Your Benefits

Resources Web site.

• Get help from your personal Quit Coach and

quit using tobacco! The Quit for Life program is

free to all Home Depot associates and spouses

(if your spouse is covered under a Home Depot

medical plan) and offers free one-on-one coaching

services, free nicotine patches and more! Call

Quit for Life at 1-866-quit-4-life (866-784-8454)

or visit www.quitnow.net/homedepot and kick

the habit today!

http://resources.hewitt.com/homedepot

http://resources.hewitt.com/homedepot

www.takecareasia.com



Dental Service TakeCare Network Dentists Only

Annual Maximum Benefit $1,500 per covered person per calendar year

Preventive Care You pay nothing.

Restorative You pay 20%

Simple Extractions You pay 20%

Endodontics You pay 50%

Periodontics You pay 50%

OrthodonticsYou pay 50%; lifetime maximum orthodontia benefit

is $1,000 per covered person.

2010 Dental Plan Coverage



What’s New for 2010• New 2010 payroll deductions (See page 18)

Dental Enrollment Must-KnowsIf you don’t go to the Your Benefits Resources Web

site and make changes, you’ll automatically receive

the same dental coverage you have now (2009) for

2010. If you want to make changes to your dental cov-

erage, you must go to the Your Benefits Resources

Web site and make your changes by November 13.

Your Dental Coverage for 2010The TakeCare Dental Plan• You must use TakeCare network dentists or no

benefits are paid! To find a TakeCare network

dentist, go to www.takecareasia.com or call the

Customer Service department on Guam at

1-671-647-3526.

• No deductible in the dental plan! The dental

plan begins paying benefits immediately—there is

no deductible before benefits for covered dental

services are paid.

• Free dental preventive care! Two dental clean-

ings and checkups each calendar year are free if

you use a TakeCare network dentist.

To verify that you and your dependents are eligible

for coverage in 2010, see the Eligibility and

Enrollment chapter of the Benefits Summary.

As part of the ongoing dependent verification

process, the Company may ask you to provide

documentation of eligibility such as a marriage

license or birth certificate.

Also remember that you can pay for health care

services—including dental services—that are not

paid for by the dental plan with tax-free dollars

through the Health Care Spending Account. When

you use the spending account, you will save on

eligible dental care expenses—for many associ-

ates, this savings is at least 22%. Plus, beginning

January 1, 2010, you’ll have immediate access to

the money in your spending account through the

new spending account debit card.

Need more detail? See the Dental Plan chapter of

the Benefits Summary.

Dental Plan Coverage for 2010




What’s New for 2010—Spending AccountsThe new spending account administrator in 2010 will

be Your Spending Account™. Beginning January 1,

2010, your spending account information will be

conveniently located on the Your Benefits Resources

Web site, along with information about all of your

Home Depot benefits!

What’s New for 2010—Health Care Spending AccountNew Debit Card! If you’re enrolled in the Health

Care Spending Account, you have the opportunity

to pay for eligible health care expenses with the

Your Spending Account MasterCard® (YSA) card.

When you use your YSA card, your eligible expens-

es are deducted automatically from your health

care account.

Spending Account Enrollment Must-Knows• You must actively enroll in the Health Care

and/or Dependent Day Care Spending Account

to participate in the account(s) in 2010.

• Use the online tool “Estimate Your Health Care

Expenses” on the Your Benefits Resources Web

site to quickly help you determine how much to

contribute to the health care account and how

much you could save in taxes. To find this tool, go

to Your Benefits Resources, at the Annual

Enrollment home page, click 4. Consider a Spending

Account, and then “Estimate Your Health Care Needs”

or “Estimate Your Dependent Care Needs.(contact

your day care provider for their 2010 rates).

Are you ready to save using the spending accounts?

Visit https://www.healthcarefsatutorial.com/index1/

for a video that quickly tells you how!

How You Save Money Using the Spending Accounts How do you save money on eligible health care and

day care expenses? All it takes is a little planning

and enrollment in the Health Care and/or Dependent

Day Care Spending Accounts.

When you pay for eligible health care expenses

such as deductibles, coinsurance, copayments

and prescription and over-the-counter drugs (for

a detailed list see Eligible Health Care Expenses)

and dependent day care expenses (for a detailed

list, see Eligible Dependent Day Care Expenses)

through these accounts, you are using before-tax

dollars, which are put into your account before taxes

are taken out of your paycheck. The amount you

save depends on your tax bracket and the tax rate

in your state. So, if you’re in the 15% tax bracket

and you also pay the 7.65% Social Security/

Medicare tax, you’ll save 22.65% on expenses you

pay for through the accounts. If you pay a state

income tax or are in a higher tax bracket, you’ll save

even more.

How Much Can I Save?The Spending Account Tax Savings chart below

shows how much you can save on eligible expenses

through the accounts. These savings assume a 4%

state income tax rate, which could be different in

your state. For information on tax brackets, see the

tax bracket chart.

Health Care and Dependent Day Care Spending Accounts Your 2010 Spending Account Options

How much you can

contribute in 2010:

For eligible

expenses you have:

Health Care

Spending Account

$260 minimum up

to $5,000 maximum

January 1, 2010 through

March 15, 2011

Dependent Day Care

Spending Account

$260 minimum up

to $5,000 maximum

January 1, 2010 through

December 31, 2010

Your Spending

Account

Contribution

Spending Account

Tax Savings

15% tax brack-

et + 7.65%

FICA tax + 4%

state tax =

26.65% savings

25% tax brack-

et + 7.65%

FICA tax + 4%

state tax =

36.65% savings

$260 a year/$10 bi-weekly

$69 $95


$147 $202


$200 $275

$1,000 a year/$38 bi-weekly

$267 $367


$440 $605


$600 $825



Estimate Your Expenses Carefully!All it takes is a little planning to make the spending

accounts work for you. Simply estimate the amount

of health care expenses—such as your deductible—

and/or dependent day care expenses you’ll have in

2010. It’s important to put money into the account

only for expenses you know you’ll incur between

January 1, 2010 and March 15, 2011 for the Health

Care Spending Account or January 1, 2010 and

December 31, 2010 for the Dependent Day Care

Spending Account. You can only receive reimburse-

ment for expenses incurred during those time peri-

ods and you will lose any money not used to pay

reimbursements for expenses.

How the Health Care Account YSA Card WorksThe YSA card allows you to avoid paying for eligible

health expenses out of pocket. When you use your

YSA card, your eligible expenses are deducted auto-

matically from your health care account. You can

use your YSA card to pay for eligible health care

expenses including prescriptions, medical copays

and deductibles, dental work, vision care products

and over-the-counter health care items.

It’s important to follow these YSA card guidelines to

use your card as efficiently and conveniently as pos-

sible and to avoid having your card suspended:

• Every item or service that you pay for using

your YSA card must be an eligible health care

expense. Always separate eligible health care

items (e.g., pain relievers, allergy and cold medi-

cines, contact lenses) from ineligible items (e.g.,

magazines, cosmetics) before using your YSA card.

• All YSA card transactions must be validated—

keep all of your itemized receipts. Because all

YSA card transactions must be verified as eligible

health care expenses, you may be required to pro-

vide supporting documentation to validate your

expenses. Make sure that you save all of your item-

ized receipts (indicating the date of service, the

name of the service provider, the name of the per-

son receiving service, the name of the product or

service, and any amount paid by other coverage).

• Choose “credit” when you swipe your YSA

card. The YSA card is a signature based debit

card. This means you’ll be required to provide

your signature, similar to when you use a credit

card. If you choose the “debit” option, your trans-

action will not be processed.

• Don’t give the doctor your YSA card to pay the

coinsurance amount at the time you receive

service. You may use your YSA card to pay the

coinsurance amount after the insurance has cov-

ered its portion and the provider has sent you a bill.

You’ll receive detailed information on the health care

spending account YSA card if you enroll in the

Health Care Spending Account. You’ll also find more

information in the Spending Account chapter in your

Benefits Summary.

2009 Tax Brackets15% Tax

Bracket

in 2009

25% Tax

Bracket

in 2009

Single with

adjusted gross

income between:

$8,350-

$33,950

$33,950-

$82,250

Married Filing

Jointly with

adjusted gross

income between:

$16,700-

$67,900

$67,900-

$137,050



What’s New for 2010• New lower payroll deductions for some

Voluntary Life Insurance options



enroll

• New online beneficiary designation

Life Insurance and AD&DEnrollment Must-Knows• You must designate the beneficiary(ies) for

your life insurance and AD&D coverage during

your Annual Enrollment session using the new

online Beneficiary Form! This online designation

will replace any prior designation you have made

on paper forms.

• You can enroll in life insurance and AD&D cov-

erage any time—but not more than once during a

12-month period or if you experience a qualified sta-

tus change—by calling the Benefits Choice Center.

• If you are currently enrolled in life insurance

and/or AD&D coverage, you do not have to reen-

roll during Annual Enrollment—you will keep your

coverage for 2010 unless you make a change.

You MUST Designate Your Life and AD&D BeneficiariesOnline during Annual Enrollment!When you reach the “Enroll in Your Benefits” page

during your enrollment session, you’ll see a link

“Choose a Beneficiary.” You must complete an

online beneficiary designation for each life and

AD&D plan you have coverage in—including

Basic Life, which Home Depot automatically

provides to medical plan participants, and

Basic AD&D, which the Company automatically

provides to all associates.

You’ll need the following information for each benefici-

ary you designate: your beneficiary’s date of birth. The

online beneficiary designations you make will replace

any prior designations you have made on paper forms.

Life Insurance Coverage for Full-time Hourly Associates Your 2010 Life Insurance OptionsVoluntary Term Life Insurance

for Full-time Hourly Associates

• You can purchase Voluntary Term Life Insurance

for yourself up to 10 times your annual base

pay (rounded to the next $1,000) up to a

maximum of $500,000.

• You may be required to provide a statement of

health and be approved for coverage. For com-

plete information, see the Life Insurance chapter

of the Benefits Summary.

Dependent Term Life Insurance

for Your Spouse or Domestic Partner

You can buy coverage for your spouse or same-

or opposite-sex domestic partner equal to:

• $20,000 with no statement of health; or

• One to 10 times your annual base pay (rounded

to the next $1,000 if not already a multiple of

$1,000) up to a maximum of $250,000 with a

statement of health.

If you are covering a domestic partner, see the

Benefits for Domestic Partners chapter of the

Benefits Summary for more information.

Dependent Term Life

Insurance for Your Child(ren)

You can choose to cover your child or all of your

children under one of these coverage levels: $2,500,

$5,000, $10,000, $15,000, or $25,000. You do not

need a statement of health for child coverage.

Company-Provided Basic Term Life

Insurance for Home Depot Medical Plan

Participants

As a full-time hourly associate, The Home Depot

automatically provides you with $20,000 of Basic Life

Insurance if you’re enrolled in a Company medical

plan. The Company also automatically provides Basic

Life Insurance coverage of $2,000 for each eligible

dependent enrolled in a Home Depot medical plan.

Life Insurance and Accidental Death & Dismemberment Coverage



Life Insurance Coverage for Salaried Associates Your 2010 Life Insurance OptionsVoluntary Term Life

Insurance for Salaried Associates

• You can purchase Voluntary Term Life Insurance

for yourself up to 10 times your annual base pay

(rounded to the next $1,000) up to a maximum of

$1,000,000.

• You may be required to provide a statement of

health and be approved for coverage. For com-

plete information, see the Life Insurance chapter

of the Benefits Summary.

Dependent Term Life Insurance

for Your Spouse or Domestic Partner

You can buy coverage for your spouse or same- or

opposite-sex domestic partner equal to:

• $20,000 with no statement of health; or

• One to 10 times your annual base pay (rounded to the

next $1,000 if not already a multiple of $1,000) up to a

maximum of $250,000 with a statement of health.




Dependent Term Life

Insurance for Your Child(ren)

You can choose to cover your child or all of your

children under one of these coverage levels: $2,500,

$5,000, $10,000, $15,000, or $25,000. You do not

need a statement of health for child coverage.

Company-Provided

Basic Term Life Insurance for

Home Depot Medical Plan Participants

As a salaried associate, The Home Depot automati-

cally provides you with $50,000 of Basic Life

Insurance if you’re enrolled in a Company medical

plan. The Company also automatically provides Basic

Life Insurance coverage of $2,000 for each eligible

dependent enrolled in a Home Depot medical plan.

Accidental Death andDismemberment (AD&D) Coveragefor Full-time Hourly AssociatesYour 2010 AD&D OptionsAssociate-Only Voluntary AD&D Insurance

You can purchase Associate-Only Voluntary AD&D

Insurance for yourself up to 10 times your annual base

pay (rounded to the next $1,000) up to a maximum of

$500,000. A statement of health is not required.

Family Protection Plus

Voluntary AD&D Insurance

You can buy AD&D coverage for yourself, your

spouse or same- or opposite-sex domestic partner

and your dependent children. A statement of health

is not required.

• You choose a coverage amount for yourself under

Associate-Only Voluntary AD&D Insurance.

• Your spouse’s (or domestic partner’s) coverage

amount is 80% of your coverage amount and your

child’s(ren’s) coverage amount is 10% of your cov-

erage amount.




Company-Provided Basic AD&D Insurance

As a full-time hourly associate, The Home Depot

automatically provides you with $20,000 of Basic

AD&D Insurance at no cost to you.

Accidental Death andDismemberment (AD&D) Coverage for Salaried AssociatesYour 2010 AD&D OptionsAssociate-Only Voluntary AD&D Insurance

You can purchase Associate-Only Voluntary AD&D

Insurance for yourself up to 10 times your annual base

pay (rounded to the next $1,000) up to a maximum of

$500,000. A statement of health is not required.

Family Protection

Plus Voluntary AD&D Insurance

You can buy AD&D coverage for yourself, your spouse

or same- or opposite-sex domestic partner and your

dependent children. A statement of health is not required.

• You choose a coverage amount for yourself under

Associate-Only voluntary AD&D Insurance.

• Your spouse’s (or domestic partner’s) coverage

amount is 80% of your coverage amount and your

child’s(ren’s) coverage amount is 10% of your cov-

erage amount.




Company-Provided Basic AD&D Insurance

As a salaried associate, The Home Depot automati-

cally provides you with $100,000 of Basic AD&D

Insurance at no cost to you.



Disability Coverage for Full-time Hourly AssociatesWhat’s New for 2010• New lower payroll deductions



enroll

Enrollment Must-Knows• If you opted out of disability coverage when you

were hired, you can enroll at any time by calling

the Benefits Choice Center; however, you can

enroll or drop coverage only once during a rolling

12-month period. A statement of health is

required.

• If you are currently enrolled in disability, you do

not have to reenroll during Annual Enrollment—

you will keep your coverage for 2010 unless you

make a change.

Your 2010 Disability OptionsYour disability plan options are:

• Short- and long-term disability coverage (you

must be enrolled in short-term disability to

enroll for long-term disability)

• Short-term disability insurance only

More about Full-time Hourly Disability • The short-term disability plan begins paying 60%

of your base pay after an illness or injury has kept

you unable to work for seven consecutive calen-

dar days; benefits continue for an approved period

of disability up to 25 weeks.

• If you are enrolled in the long-term disability and

your disability qualifies as a total disability after 26

weeks, long-term disability benefits of 60% of your

base pay begin and continue for the remainder of

your disability, up to the maximum benefit duration.

Short- and long-term disability benefits are reduced

by other income you receive (such as Social

Security and Workers’ Compensation) while you are

disabled. For more information on how the disability

plans work, see the Disability for Full-time Hourly

Associates chapter in the Benefits Summary.

Disability Coverage for Salaried Associates What’s New for 2010• New long-term disability benefit choice–you

choose whether to receive LTD benefits as a

tax-free or taxable benefit

Enrollment Must-KnowsDuring this annual enrollment period, salaried asso-

ciates can choose whether to receive long-term dis-

ability benefits as a tax-free or a taxable benefit.

Regardless of the option you choose.

Your Disability Benefit Choice Opportunity!During this annual enrollment period, you can choose

whether to receive any long-term disability benefits

payable to you as a tax-free or taxable benefit:

• Tax Plan Cost

• Tax on Benefit

You are currently receiving LTD coverage under the

Tax on Benefit option. Under this option:

• The LTD premium paid for your coverage by The

Home Depot will not be charged to you as income

and you will not pay income taxes on the premium.

• Any LTD disability benefit you receive will be tax-

able income to you.

Under the Tax Plan Cost option:

• The LTD premium paid for your coverage by The

Home Depot will be charged to you as income

and you will pay income taxes on the premium.

• Any LTD disability benefit you receive will be tax-

free income to you.

If you don’t make a choice during your annual enroll-

ment session, you’ll be defaulted into the tax on ben-

efit option. You cannot change your choice until the

next annual enrollment period.

Disability Coverage



As you can see, the tax plan cost option lowers your

biweekly paycheck—in this $70,000 salary example,

it lowers each biweekly paycheck by $5.74 or

$149.24 a year—but provides a higher LTD benefit.

Here is an example of how the tax plan cost and the

tax on benefit options affect the biweekly paycheck

and the annual LTD benefit of an associate making

$70,000 a year:

$70,000 a

Year Salary

Net Biweekly

Paycheck

Amount

Annual LTD

Benefit

Tax on Plan

Cost Option$1,699.84 $42,000

Tax on Benefit

Option$1,705.58 $26,607

Example Associate Profile

Annual Base Pay $70,000

Federal Income Tax Rate (based on single filing status) 25%

State Tax Rate 4%

FICA 7.65%

Total Tax 36.65%

Company Paid Biweekly LTD Premium for Annual Base Pay of $70,000 $15.64

Tax on Plan Cost

Paycheck Example

Earnings Taxes (on $2,707.95)

Regular $2,692.31 FICA Med (1.45%) $39.27

Company Paid

LTD Premium1

$15.64

FICA OASDI (6.2%) $167.89

Federal $676.99

State $108.32

Total Taxes $992.47

GROSS PAY

$2,707.95NET PAY

2

$1,699.84

1 Taxable Income, not actual income2 Net Pay reduced by $5.74 per paycheck or $149.24 annually

Impact on LTD Benefit (if approved for LTD)

Annual LTD Benefit

(60% of annual base pay)$42,000

($70,000 x 60%)

Federal Income Tax Rate

(based on single filing status)$0

Annual LTD Benefit After Taxes $42,000

Tax on Benefit

Paycheck Example

Earnings Taxes (on $2,692.31)

Regular $2,692.31FICA Med (1.45%) $39.04

FICA OASDI (6.2%) $166.92

Federal $673.08

State $107.69

Total Taxes $986.73

GROSS PAY

$2,692.31NET PAY

2

$1,705.58

Impact on LTD Benefit (if approved for LTD)

Annual LTD Benefit Before

Taxes (60% of annual base pay)$42,000

($70,000 x 60%)

Income Tax on Benefit

Received (assumes 25%

federal, 4% state and

7.65% FICA = 36.65%)

$15,393

($42,000 x

36.65%)

Annual LTD Benefit After Taxes$26,607

($42,000-$15,393)

The following charts show detailed examples of how the tax on plan cost and tax on benefit options affect

your LTD benefit and your income taxes.

Detailed Example of How LTD Options Affect Your Paycheck and LTD Benefit

This example shows how each of the LTD options affects the paycheck and LTD benefit of an associate

earning $70,000 a year.

FutureBuilder Enrollment Must-KnowsYou can begin making before-tax contributions to

your FutureBuilder account when you complete 90

days of service.

It’s easy to enroll in FutureBuilder or make changes

to your contributions or investments during your

enrollment session!

Use the Power of FutureBuilder,Home Depot’s 401(k) Program!• Matching Home Depot contributions—once you

have completed one year of service (at least

1,000 hours in a 12-month period), the Company

contributes $1.50 for every $1 you contribute up to

the first 1% of your pay. In addition, you’ll receive

50¢ for every dollar you save from the next 2% to

5% of your pay.

• A lower tax bill—you lower your tax bill today by

making before-tax contributions to FutureBuilder.

You pay no taxes on your contributions, the com-

pany matching contributions or your investment

earnings until you take the money out of the plan.

• A variety of investment approaches—you can

let the professionals invest your account by

choosing a LifePath Portfolio or make your own

investment decisions among the plan’s core funds

or through the self-directed brokerage window.

• Professional investment advice—if you would

like professional advice on how much to save

through FutureBuilder and how to invest your sav-

ings in the plan, consider using Merrill Lynch

Advice Access. Merrill Lynch Advice Access pro-

vides you with professional help on determining

how much to save, which FutureBuilder core fund

investments to choose and how to monitor your

progress and stay on track.

It’s important to thoroughly review the FutureBuilder

chapter in the Benefits Summary for complete infor-

mation about how the plan works.

Could you use some professional investment

advice? Visit livetheorangelife.com and click the

financial tab. Here you’ll find a video about Merrill

Lynch’s Advice Access.



Short- and Long-Term DisabilityCoverage for Salaried AssociatesThe Home Depot automatically provides salaried asso-

ciates with short- and long-term disability coverage.

• The short-term disability plan begins paying your

regular bi-weekly pay after an illness or injury has

kept you unable to work for seven consecutive

calendar days. Short-term disability benefits con-

tinue for a period of disability approved by the

plan’s third party administrator up to a maximum

of 90 days.

• If your disability qualifies as a total disability after

90 days, long-term disability benefits of 60% or

70% (if you receive income from certain other

sources)—whichever benefit is lower—of your

base pay plus bonuses begin. Long-term disabili-

ty benefits continue for the remainder of your

disability, up to the maximum benefit duration.

Short- and long-term disability benefits are reduced

by other income you receive (such as Social

Security and Workers’ Compensation) while you are

disabled. For more information on how the disability

plans work, see the Disability for Salaried

Associates chapter in the Benefits Summary.

FutureBuilder



How to Enroll

ESPP Enrollment Must-KnowsYou have two opportunities to enroll in the ESPP

each year—before each ESPP “Plan” deadline—

December 17 for the January 1, 2010 plan and June

16 for the July 1, 2010 plan. You can enroll on

Your Benefits Resources by clicking the ESPP tab.

Use the Power of Home Depot’sEmployee Stock Purchase Program!• Get Home Depot Stock at a discount! The

Employee Stock Purchase Plan gives you a

unique opportunity to invest in ownership of the

Company at a special associate price. Through

the plan, you can purchase shares of Home Depot

stock at a 15% discount.

• Buy stock through convenient payroll deduc-

tions! When you enroll, you’ll indicate the percent-

age of your pay you want to invest in the ESPP

through payroll deduction, up to a maximum of 20%

of your eligible earnings or $21,250. On the last day

of each plan, Home Depot stock will be purchased

for you. The price of the stock is 15% off the closing

stock market price on the last day of the plan.

For more information on this exclusive associate

opportunity, see the Employee Stock Purchase

Plan chapter of the Benefits Summary.

The Employee Stock Purchase Plan

What’s New for 2010• New, simplified enrollment steps guide you

through the process that includes helpful

decision-making tools!

• New requirement to designate your life and

AD&D beneficiaries online!

Enrollment Must-Knows• If you want to make changes to your medical,

dental or vision coverage, you MUST go to the

Your Benefits Resources Web site or call the

Benefits Choice Center by November 13! If you

don’t go to Your Benefits Resources and make

changes, in 2010 you’ll automatically receive the

same medical/vision and dental coverage you

have now. You must actively enroll in one or both

of the spending accounts if you want to participate

in 2010.

If you are currently enrolled in life and/or disability

insurance, you do not have to reenroll in these

plans during Annual Enrollment—you will keep

your coverage for 2010 unless you make a

change.

• You must designate your beneficiary(ies) for

your life and AD&D coverage using the new

online Beneficiary Designation form during your

Annual Enrollment session! This online designa-

tion will replace any prior designations you have

made on paper. Remember, all full-time and salaried

associates have Basic AD&D coverage and must

designate a beneficiary for this coverage online.

When You EnrollYour enrollment deadline is November 13! If you

want to make changes to your medical, dental or

vision coverage for 2010, you must go to the Your

Benefits Resources Web site or call the Benefits

Choice Center by November 13! If you want to

participate in the spending accounts next year, you

must go to the Your Benefits Resources Web site

or call the Benefits Choice Center by November 13!

Using Your Benefits Resources to EnrollThe easiest way to enroll in your benefits is

on the Your Benefits Resources Web site—

plus, you could win free medical coverage

or a $50 VISA gift card!

You can enroll at any time, as long as you enroll

before November 13. Be sure to take advantage of

the online annual enrollment tools to help you

make your medical/vision and dental plan decisions.

FIRST, log on to Your Benefits Resources at

http://resources.hewitt.com/homedepot, then

visit the Annual Enrollment page. Here you can

learn about and enroll in your 2010 benefits.

Use Steps 1, 2 and 3 to help you make your benefit

choices and click Step 5 when you’re ready to enroll!

• Select 5. Enroll in your health and welfare

benefits then click Enroll Now! to begin the

enrollment process.

• Click on each plan—Medical/Vision Plan,

Dental Plan and Spending Accounts—to

choose your options for 2010. Don’t forget

while you’re enrolling to:

—Choose your coverage option in each plan.

—Select the dependents you want covered under

each plan. To add a new dependent, choose Add

a Dependent located on each plan page and

then enroll them for coverage. You also must cer-

tify that the dependent is eligible for coverage.

• Click the Choose a Beneficiary link and use

the new Online Beneficiary Form to name your

beneficiary for your Basic AD&D coverage and

these other plans if you are covered: Basic Life

Insurance (you receive automatically if you have

medical coverage through the company),

Voluntary Life Insurance, and Voluntary AD&D.

This online designation(s) will replace any prior

designations you have made on paper. Paper

beneficiary forms will no longer be used to name

beneficiaries—this must be done online!

° Once your benefit selections are complete, go

to Confirm Your Choices at the bottom of the

screen and click the Complete Enrollment button.

° You should receive a Completed Successfully

message on screen. If you don’t, your elections

haven’t been saved. It’s a good idea to print your

confirmation for your records.

You’ll see this Completed Successfully message

when your enrollment is complete.

You can also make changes to your FutureBuilder

account quickly and easily during your enrollment

session by clicking 6. Review Your FutureBuilder

401(k) Plan on the Annual Enrollment page.

You can enroll in your 2010 benefitsthrough the Benefits Choice CenterWhile the easiest, most convenient way to enroll is

through Your Benefits Resources, you also may

call 1-800-555-4954 and speak with a representative.

You’ll receive a Confirmation of Enrollment in the

mail whether you enroll online or by phone.

Don’t forget to enroll by your enrollment deadline!





Use Your Online Annual Enrollment ToolsYour online Annual Enrollment tools are valuable

resources for choosing your benefits. You’ll find links

to these tools on the Annual Enrollment page:

Under 2. Medical/Vision tools to help you

choose, you’ll find:

• Compare Medical plan details—Compare

your Medical Plan choices side by side.

• Search for medical/vision providers

• Compare medical plan costs

Under 3. Dental tools to help you choose, you’ll find:

• Compare dental plan details

• Search for dental providers

Under 4. Consider a Spending Account, you’ll find:

• Estimate Your Health Care Needs—Use this tool

to estimate how much you should contribute to

your Health Care Spending Account.

• Estimate Your Dependent Care Needs—Use

this tool to estimate how much you should con-

tribute to your Dependent Care Spending Account.

I Want to Enroll Now!Go to the Your Benefits Resources Web site.

Call the Benefits Choice Center at 1-800-555-4954

and speak with a representative. Keep in mind that

you may experience long wait times to speak with a

representative during the annual enrollment period!

Are you a new user?

Log on to http://resources.hewitt.com/homedepot.

Click Register as a New User. You will need to pro-

vide the last four digits of your Social Security num-

ber and your date of birth. Then you will be prompt-

ed to set up a new User ID and password. You also

will answer five security questions.

3

2

1

Have Your User ID and Password Ready Before Enrollment!1. Log on to http://resources.hewitt.com/homedepot.2. Enter your user ID and Password3. Click Log On

Forgot Your User ID or Password?1. Click I Forgot My User ID or I Forgot My Password2. To get your User ID, enter the last 4 digits of your SocialSecurity Number and your birth date

3. To get your password, enter the last 4 digits of your Social Security Number and your birth date and use one of the prompts: Use Hint to Retry Password, AnswerSecurity Questions or Reset Password 3



2010 Health Care Plan Eligibility and Bi-Weekly Payroll Deductions

Full-TimeHourly &Salaried

Associates

Part-TimeHourly

Associates

Associate -Only

Associate +Spouse

Associate +Child(ren)

Associate +Family

MEDICAL/VISION PLAN OPTIONS

TakeCare PPO o $30.50 $76.50 $62.50 $111.00

TakeCare Asia o $21.50 $54.00 $44.00 $78.50

MEDICAL PLAN OPTIONS

Take Care $10,000 Max o o $37.38 $82.14 $67.38 $120.00

DENTAL PLAN OPTIONS

TakeCare Dental o o $20.97 $41.95 $39.85 $55.37

For all other benefit premiums log on to Your Benefits Resources™ at http://resources.hewitt.com/homedepot or call the Benefits Choice Center at 1-800-555-4954.

• In some instances your paycheck may not be enough to cover the entire amount of your benefits premiums. In those cases, the amount of the premiumabove your paycheck is still owed and will be collected from your future paychecks.

2010 Payroll Deductions



Benefits Contact ListPhone Number Internet Address

General Assistance

Benefits Choice Center: Benefits questions & enrollment 1-800-555-4954 Your Benefits Resources™ http://resources.hewitt.com/homedepot

HR Services:HR/Pay questions 1-866-myTHDHR (1-866-698-4347) www.myTHDHR.com

Full-Time Hourly/Salaried Medical/Vision and Dental Plan Provider

TakeCare 1-671-647-3526 www.takecareasia.com

Flexible Spending Accounts

Your Spending Accounts (YSA) 1-800-555-4954 Your Benefits Resources™ http://resources.hewitt.com/homedepot

Life Insurance/Disability/Accidental Dismemberment

MetLife 1-800-638-9909 www.metlife.com or go to Your Benefits Resources for single sign-on

To Learn About...

Associate Discounts http://resources.hewitt.com/homedepot and select the Associate Discounts tab

CARE/Solutions for Life 1-800-553-3504 www.caresolutionsforlife.com

CareerDepot https://careers.homedepot.com/cg

ESPP (Employee Stock Purchase Plan) 1-800-843-2150www-us.computershare.com/employee; To enroll:http://resources.hewitt.com/homedepot

Health Advocate 1-800-519-6689

The Home Depot Awareness Line: Report workplace concerns

1-800-286-4909

The Homer Fund (An independent public charity) 1-770-433-8211 Ext. 12611 www.thdhomerfund.org

Matching Gift (A program of The Home Depot Foundation) 1-888-628-2442 www.givingprograms.com/homedepot

Merrill Lynch 1-800-843-2150 www.bol.ml.com

Quit for Life (Quit Tobacco Program) 1-866-784-8454 www.quitnow.net/homedepot

20

Hawaii Full-Time Hourly and Salaried Associates

This information offers only a brief overview of the benefit plans. By enrolling in or making

changes to your benefits (including such actions as, but not limited to: adding dependents,

verifying a child’s full-time student status), you are responsible for providing truthful and

accurate information. Providing false information may result in disciplinary action as outlined

in the Company’s code of conduct.

The Benefits Summary is the definitive guide to benefits at The Home Depot. The ben-

efits information in this Annual Enrollment Guide is provided as a service to associ-

ates. A description of the benefit provisions, conditions and limitations will be included in the

current Benefits Summary, which is provided annually to all associates. Plans having these

programs and features also have exclusions, limitations, reductions of benefits and terms

under which the plans and policies may be continued in force or

discontinued. In the event of a conflict between this guide and the plan documents or poli-

cies, the plan documents or policies will govern. The Company has the right to amend or ter-

minate these benefits at any time.

Confidential and Proprietary

This is an unpublished work containing confidential and proprietary

information of The Home Depot. All rights reserved.

GUAM FULL-TIME HOURLY AND SALARIED ASSOCIATESGU FS GUIDE 2010

© 2009 Homer TLC, Inc. All rights reserved. Your Benefits Resources is a trademark of Hewitt Management Company LLC.

Documents

“I LIVE the Orange LIFE!” · PDF file · 2014-07-16“I LIVE the Orange LIFE! ... • Th e ak C r As iopt n ... license or birth certificate. Medical/Vision Coverage for 2010