Benefits Enrollment Guide. Altice USA

Transcription

1 1 17 Benefits Enrollment Guide Altice USA

2 2 Welcome to the Altice USA 2017 Benefits Enrollment Guide, your reference for benefits information and the wellness resources available to you as an Altice USA employee. Altice USA supports you and your family s physical, emotional and financial well-being by offering a comprehensive benefits program. The 2017 benefits program includes: Health, dental and vision plans Health coverage for lower paid employees at a reduced cost Resources for healthy lifestyles Tax-free reimbursement plan to pay for certain health and dependent care expenses Plans to protect you financially if you are unable to work Plans to protect your family financially in the event of a death Note: These benefits are not applicable to Brooklyn Union employees covered by a collective bargaining agreement with the Company We encourage you to share this guide with your family to THIS BENEFIT ENROLLMENT GUIDE IS CLICKABLE! Just click on a link to go directly to the information you need or scroll through the document page by page. About the Altice USA benefit plans and resources available to you What options are right for you and what eligible dependents you want to cover To MyHRInfo (MyHRInfo.Cablevision.com) to enroll in coverage and update your Life Insurance and AD&D beneficiary information Throughout this guide, look for these icons to LEARN about your benefit plans, DECIDE which options are best for you and GO enroll for coverage. All new hires have 31 days from their hire date to enroll. Employees who need to change coverage or add dependents due to a qualifying life event have 31 days from the date of the qualifying life event to make appropriate benefit election changes. AN16

3 3 About the Altice USA benefit plans and resources available to you. This Guide offers you detailed information about your benefit plans so you can make decisions that are right for you and your family. As healthcare costs continue to rise year over year due to industry trends and the Affordable Care Act (ACA), also known as Health Care Reform, Altice USA will bear a majority of the costs for company provided healthcare. We are doing everything we can to minimize the impact to employees, and we remain committed to maintaining a competitive and affordable program for you and your families. Resources for you The following resources are available to help you determine what options are best for you: UnitedHealthcare offers a variety of online tools ( to help you learn about your health care options including the plan cost estimator at (User Name: AlticeUSA2017, Password: Benefits2017). Wellness360 is also a great resource to help you learn about healthy lifestyles. Have a question? Need help now? Call the HR Service Center at or send an to HRServiceCenter@alticeusa.com.

4 4 What benefit options are right for you? Altice USA s Medical, Dental, Vision, Life Insurance and AD&D plans offer different levels of coverage that you can choose based on your unique needs. Some benefits like Health Care and Dependent Care Flexible Spending Accounts require you to determine the amount you want to contribute each year. And other benefits are provided automatically at no cost to you. Now is the time to learn about each option and decide which ones and which levels of coverage are right for you and your family. Determine the eligible family members you want to cover Learn about the dependent eligibility guidelines for each benefit plan and decide if you want to cover any eligible dependents. It s very important that you confirm eligibility for each dependent. If you newly enroll a dependent under your coverage, you will receive a Dependent Eligibility Verification packet from Xerox HR Solutions, the administrator who manages the Dependent Eligibility Verification process. Failure to participate in the process, either at all or in a timely fashion, or providing coverage to an ineligible dependent will lead to corrective action, up to and including termination of employment. If your beneficiaries are up to date Annual enrollment is a great time to review your beneficiaries for Life Insurance, AD&D and other benefits and be sure their information is current and complete. UnitedHealthcare offers a health plan cost estimator at to help you decide which plan is best for you. User ID: AlticeUSA2017; Password: Benefits2017

5 5 After you ve learned about the benefit program and decided which options are right for you and what dependents you want to cover, it s time to Go to MyHRInfo from the company s intranet (or MyHRInfo.Cablevision.com) to enroll. Newly hired employees have 31 days from their hire date to submit their benefit elections. Coverage for most benefits is effective as of your date of hire. Coverage under the Short-Term Disability (STD) Program becomes effective 90 days from your date of hire. If you do not enroll within 31 days of your date of hire, you will not be eligible to enroll until Annual Open Enrollment which occurs in the fall of each year for coverage beginning the following January 1. Your only other opportunity to enroll in coverage during the year will be within 31 days of a qualifying life event. Employees who need to change coverage or add dependents due to a qualifying life event have 31 days from the date of the qualifying life event to make the appropriate benefit election change. To enroll: Log onto MyHRInfo through the company s intranet (or go to MyHRInfo.Cablevision.com).

6 6 Eligibility Full-Time Employees of Altice USA You are eligible to participate in the Altice USA Benefits Program if you are a full-time (exempt or non-exempt) benefits-eligible employee in accordance with the Company s policies. If you become eligible for coverage during the year due to the requirements of the Affordable Care Act, you will be contacted by the Benefits Department and provided an opportunity to enroll. Eligible full-time employees may participate in the: Altice USA North Medical Plan* Altice USA North Dental Plan* Vision Plan Flexible Spending Accounts Short-Term Disability Program Long-Term Disability Plan Life and AD&D Insurance Plans Business Travel Accident Insurance Group Legal Plan Employee Assistance Program * Employees whose primary work location is located within the Northeast region of Altice USA are eligible for these plans When you enroll for benefits, it is important for you to review whom you would like to cover under the Altice USA Benefits Program. If someone becomes ineligible during the year, be sure to remove them. For those whom you are covering, you will be asked to provide documentation to confirm their eligibility. Failure to participate in the process, either at all or in a timely fashion, or providing coverage to an ineligible dependent will lead to corrective action up to and including termination of employment. To learn more, WE ARE see ALTICE page USA 8. Part-Time Employees of Altice USA Part-time employees who are regularly scheduled to work 20 hours or more per week are eligible to participate in the same plans as eligible full-time employees, with the exception of the Short-Term Disability Program and the Long-Term Disability Plan. Part-time employees who are not regularly scheduled to work at least 20 hours per week are not eligible to participate in the Altice USA Benefits Program. If you become eligible during the year due to the requirement of the Affordable Care Act, you will be contacted by the Benefits Department and provided an opportunity to enroll. Eligibility Under the Affordable Care Act You may be eligible for coverage during a particular period if you are scheduled to work 30 hours or more per week, or if you worked an average of 30 hours per week over the course of a corresponding measurement period (which is considered to be full-time under the Affordable Care Act). This is called the Lookback Method Altice USA looks back at your prior service to determine whether you might be considered eligible for benefits coverage during the next coverage period. To determine whether you are eligible for Medical benefits, Altice USA will measure your Hours of Service during a timeframe called the Standard Measurement Period. If you average at least 30 Hours of Service a week during the Standard Measurement Period, you will be eligible to participate in the Plan s Medical benefits for the Standard Stability Period.

7 7 You will be eligible for Medical benefits for the entire Standard Stability Period, even if your hours or wages decrease during the Standard Stability Period, so long as you remain an employee, comply with the terms of that coverage and continue to make any required contributions toward your coverage. The Company will calculate how many Hours of Service you have worked during each Standard Measurement Period and will inform you if you are eligible for Medical benefits prior to the next Standard Stability Period. It is solely within the authority of the Plan Administrator to determine whether you are eligible for Medical coverage benefits under this Plan. A person whom the Plan Administrator determines is not an employee and who is later required to be reclassified as an employee will only be eligible prospectively, provided all other Plan eligibility requirements are met. If you experience a period of 13 consecutive weeks (or longer) without an Hour of Service either because you terminate employment or are absent for some other reason you will have a Break in Service and you will be treated as a New Employee to the extent permitted by law (see the rules that apply to New Employees below). Hours of Service means any hour for which you are paid, or entitled to payment, for (1) the performance of duties for the Company, or (2) for a period of time during which no duties are performed due to vacation, holiday, illness, incapacity (including disability), layoff, jury duty, military duty, or leave of absence. An Hour of Service does not include: Hours for which your compensation is considered non-us source income; Hours worked as a volunteer; or Hours worked as part of a Federal Work-Study Program Your Dependents If you are a benefits-eligible employee, you may also enroll your eligible dependents. Your eligible dependents include: Your spouse (provided you are not legally separated or divorced). For the purposes of the Plan, your spouse is your legal partner in marriage, and from whom you are not legally divorced; Your same- or opposite-sex domestic partner; Your unmarried child(ren) or those of your spouse/ domestic partner, until December 31st of the year in which they reach age 19 (or 25 if they are full-time students); and Your unmarried mentally or physically disabled child(ren), or those of your spouse/domestic partner, regardless of age, who have been classified as disabled and incapable of self-support because of their disability, provided they became disabled while covered under the Plan. Proof of disability will be required. Special Eligibility for Medical Plan Only: This applies to your adult children or those of your spouse/domestic partner, until they reach age 26, regardless of whether they have access to coverage under another employersponsored medical plan. Coverage ends on the last day of the month in which they reach age 26.

8 8 Dependent Eligibility Verification It s important to confirm and update your eligible dependents when you enroll in your benefits. As a best practice, the Company conducts a dependent eligibility verification. As part of the verification, employees who cover dependents in an Altice USA health care plan will be required to certify their eligibility by providing key information to maintain coverage. Individuals found to be ineligible for coverage under the Company s plan will be dropped from coverage. Please take the time to review the eligibility requirements on the previous page and determine if your dependents meet the requirements for the plans that you wish to enroll them in. Remember, covering an ineligible dependent is a serious matter. Be sure to remove your dependents from your coverage if they no longer meet the eligibility criteria. If you newly enroll a dependent under your coverage, you will receive a Dependent Eligibility Verification packet from Xerox HR Solutions, the administrator of this process. Failure to participate in the process, either at all or in a timely fashion, or providing coverage to an ineligible dependent will lead to corrective action up to and including termination of employment. As you review dependent eligibility for additional information, consider whether your circumstances have changed in ways that would affect your eligibility or that of your dependents. For example: Has your marriage status changed through marriage, divorce, separation, death? Do you have a domestic partner? Do you have a newborn or newly adopted child? Are your children still eligible, or have they passed the age of eligibility? Do your disabled children still meet the criteria for coverage? Are they still unmarried? Still incapable of self-support? It is also important that you make sure to list your dependents personal information correctly. If your dependent has a Social Security number, it must be included as part of their information in MyHRInfo. If you are unsure if your dependent meets the eligibility requirements, you can contact the HR Service Center at or HRServiceCenter@alticeusa.com.

9 9 Medical Benefit Options Altice USA strives to provide valuable and cost-effective benefits to you and your families. As the Affordable Care Act (ACA), also known as Health Care Reform, is implemented, Altice USA s cost of providing medical care continues to rise. We are doing everything we can to minimize the impact on our employees. Altice USA North Medical Plan Options Through our Medical Plan options, Altice USA offers benefits designed to help keep you and your family healthy and protect you from financial hardship in the event of serious illness or injury. Altice USA offers two options for medical coverage, so you can select the coverage that s right for you. Both UnitedHealthcare Choice Plus Option 1 and UnitedHealthcare Choice Plus Option 2 offer open access flexibility. This means that whichever option you choose: You have access to both in-network and out-of-network coverage through UnitedHealthcare s Choice Plus Network. You can visit an in-network specialist without a referral. You don t need to select a primary care physician. Regardless of which Medical Plan option you choose, you can use in- and out-of-network providers. You will pay less out of pocket when using in-network providers (doctors and facilities that contract with UnitedHealthcare s Choice Plus network). Out-of-network providers (doctors and facilities that do not contract with UnitedHealthcare s Choice Plus network) will always cost you more than in-network providers, as you will be responsible for any charges above what are considered reasonable and customary (R&C). For more details on the Medical Plan options, see the Plan Comparison Chart. To find a medical network provider, visit

10 10 In-network preventive care services are available at no cost to you. Preventive services include a routine checkup for yourself and your eligible dependents, and much more: Well-child care, including immunizations Adult screenings and immunizations, including blood pressure, diabetes and cardiovascular disease Health services for women, including well-woman exams, routine mammograms, HPV DNA testing, and breastfeeding and postpartum counseling PRE-CERTIFICATION means pre-approval of care. Receiving pre-approval of care may help you avoid unnecessary hospital stays and costly medical procedures. You must contact Care Coordination before specific medical services are performed. If you do not, your benefits under the Plan may be reduced. If you use an in-network provider, your pre-certification will be the responsibility of your provider. If you use an out-of-network provider, you will be responsible for pre-certification. To find out which services require pre-certification, refer to your Medical Plan Summary Plan Description or call UnitedHealthcare at Birth control devices for women, including Tier 1 contraceptives Adult counseling on tobacco use and alcohol use, as well as counseling on nutrition, physical activity and depression Use the resources available to you to proactively make better choices to live a healthier life. For more information on preventive care, visit UnitedHealthcare (UHC) online at Remember: Certain services can be used for preventive or diagnostic reasons. Diagnostic services are subject to the applicable copay or deductible and coinsurance amounts. Questions about a medical situation? Not sure whether a medical situation is really an emergency? Call mynurseline at for guidance from a registered nurse, live. Perhaps you ll discover that a visit to the doctor or an urgent care center is what you need, rather than a trip to the emergency room. In such an event, you would pay a $25 copay rather than the $250 copay. Feeling sick and don t want to leave the house? With Virtual Visits, you don t have to! A virtual visit lets you see and talk to a doctor from your mobile device or computer without an appointment. Log onto and register.

11 11 Medical Plan Comparison Chart Option 1 Option 2 In-Network Out-of-Network In-Network Out-of-Network Annual Deductible* Individual $500 $1,500 $900 $2,700 Family $1,500 $4,500 $2,700 $8,100 Annual Out-of-Pocket** Maximum Individual $3,000 $6,000 $6,850 $8,000 Family $7,500 $15,000 $13,700 $20,000 Lifetime Maximum Unlimited Unlimited Pre-existing Condition Limitation None None You Pay... Doctor s Office Visits Primary Care Specialist $25 copay*** $40 copay*** 40% after deductible, plus any amount over R&C $25 copay*** $40 copay*** 50% after deductible, plus any amount over R&C Routine Preventive Care Well-child Care to Age 19 (including immunizations) Well-woman Care Routine Mammograms $0 40% after deductible, plus any amount over R&C $0 50% after deductible, plus any amount over R&C Routine Adult Physical Exams $0 Not covered $0 Not covered Inpatient Hospital Services 20% after deductible 40% after deductible, plus any amount over R&C 20% after deductible 50% after deductible, plus any amount over R&C * If you choose Employee + 1, you and your covered dependent have individual deductibles and out-of-pocket maximums. ** There are separate deductibles and out-of-pocket maximums for in-network and out-of-network services. They do not cross apply. *** Copays do not apply to the deductible; however, they do apply to the out-of-pocket maximum. continued on next page>

12 12 Medical Plan Comparison Chart (continued) Option 1 Option 2 Plan feature In-Network Out-of-Network In-Network Out-of-Network Hospital Emergency Room Visit $250 copay*, waived if admitted $250 copay*, waived if admitted Urgent Care Outpatient Facility Surgical Care Pre-Natal and Post-Natal Maternity Care Lab Work and X-Rays Mental Health/Substance Abuse Treatment Inpatient Outpatient (unlimited) $25 copay* 20% after deductible $25 primary or $40 specialist copay for first visit* 20% after deductible 20% after deductible $25 copay* 40% after deductible, plus any amount over R&C 40% after deductible, plus any amount over R&C 40% after deductible, plus any amount over R&C 40% after deductible, plus any amount over R&C 40% after deductible, plus any amount over R&C $25 copay* 20% after deductible $25 primary or $40 specialist copay for first visit* 20% after deductible 20% after deductible $25 copay* 50% after deductible, plus any amount over R&C 50% after deductible, plus any amount over R&C 50% after deductible, plus any amount over R&C 50% after deductible, plus any amount over R&C 50% after deductible, plus any amount over R&C Hearing Aids $1,000 allowance every 36 months $1,000 allowance every 36 months Other Covered Services 20% after deductible 40% after deductible, plus any amount over R&C 20% after deductible 50% after deductible, plus any amount over R&C * Copays do not apply to the deductible; however, they do apply to the out-of-pocket maximum. Copays for Emergency Room Visits are waived if admitted. continued on next page>

13 13 Medical Plan Comparison Chart (continued) Option 1 Option 2 Plan feature In-Network Out-of-Network In-Network Out-of-Network Cardiac Rehabilitation, Physical Therapy, Chiropractic Therapy, Occupational Therapy, Speech Therapy,Pulmonary Rehabilitation Therapy Skilled Nursing Facility $40 copay* 40% after deductible, plus any amount over R&C Up to 60 visits per plan year combined in- and out-of-network 20% after deductible 40% after deductible, plus any amount over R&C Up to 120 visits per plan year combined in- and out-of-network $40 copay* 50% after deductible, plus any amount over R&C Up to 60 visits per plan year combined in- and out-of-network 20% after deductible 50% after deductible, plus any amount over R&C Up to 120 visits per plan year combined in- and out-of-network Home Health Care 20% after deductible 40% after deductible, plus any amount over R&C 20% after deductible 50% after deductible, plus any amount over R&C Up to 120 visits per plan year combined in- and out-of-network Up to 120 visits per plan year combined in- and out-of-network Prosthetics and Durable Medical Equipment 20% after deductible 40% after deductible, plus any amount over R&C 20% after deductible 50% after deductible, plus any amount over R&C * Copays do not apply to the deductible; however, they do apply to the out-of-pocket maximum. continued on next page>

14 14 Medical Plan Comparison Chart (continued) Option 1 Option 2 Plan feature In-Network Out-of-Network In-Network Out-of-Network Prescription Drugs (Express Scripts) Retail Pharmacy (up to a 31-day supply) Tier 1 Tier 2 Tier 3 $10 copay* $30 copay* $45 copay* N/A $10 copay* $30 copay* $45 copay* N/A Mail Order (up to a 90-day supply) Tier 1 Tier 2 Tier 3 $20 copay* $60 copay* $90 copay* N/A $20 copay* $60 copay* $90 copay* N/A Fertility Treatment Treatment Maximum Office Visit In Vitro Fertilization (GIFT, ZIFT, etc.) $25,000 lifetime maximum for medical and $25,000 lifetime maximum for prescription drug treatment combined in- and out-of-network $40 specialist copay* per visit 40% after deductible, plus any amount over R&C $25,000 lifetime maximum for medical and $25,000 lifetime maximum for prescription drug treatment combined in- and out-of-network $40 specialist copay* per visit 50% after deductible, plus any amount over R&C Inpatient and Outpatient Facilities 20% after deductible 40% after deductible, plus any amount over R&C 20% after deductible 50% after deductible, plus any amount over R&C Drug Therapy Pharmacy copay Not covered Pharmacy copay Not covered * Copays do not apply to the deductible; however, they do apply to the out-of-pocket maximum. continued on next page>

15 15 Medical Plan Examples Which Plan Is Right for Me? Altice USA offers two Medical Plan options for 2017: UnitedHealthcare Option 1 and UnitedHealthcare Option 2. Both plans offer the flexibility of in- and out-of-network care. The examples on the following pages can help you choose which Medical Plan option may be right for you. Review them to see which best matches your situation. Then conduct your own comparison using UnitedHealthcare s Health Plan Cost Estimator ( User ID: AlticeUSA2017, Password: Benefits2017) which can help you estimate your total health care costs for 2017 under each of the options. Your deductible and out-of-pocket maximum both reset each year. You need to meet the full deductible each year before the Plan begins to pay. Your out-of-pocket medical expenses paid in the previous year do not carry over. Remember that timely preventive care such as annual checkups, well-woman and well-child care, and immunizations can help you catch and deal with medical issues before they become more serious (and costly) conditions. And all of these services and more are available at no cost to you.

16 16 Meet Eric Earns $45,000 a year Has no dependents Doesn t anticipate any major health care expenses in 2017 Values low per-paycheck contributions Plans to seek preventive care Always uses in-network providers Given Eric s situation, let s see how each Medical Plan option could work for him. UHC Option 1 UHC Option 2 Service Eric pays Eric pays Annual physical exam (in-network) + one additional visit to his primary care physician Annual physical exam = $0 Additional visit = $25 Annual physical exam = $0 Additional visit = $25 Two in-network specialist visits $40 per visit = $80 $40 per visit = $80 Two generic drug prescriptions $10 per prescription = $20 $10 per prescription = $20 Cost for services in 2017 $125* $125* Annual contributions for 2017 $762 $190 Total cost $887 $315 * If Eric participated in a Health Care FSA, some of his costs would be reimbursed tax free. Because the cost of care is the same with both options and Option 2 has lower medical contributions, Option 2 is the most cost-effective choice for Eric. What exactly is a copayment? How does a deductible differ from coinsurance? Find out in the Terms to Know section.

17 17 Meet Sofia Earns $57,000 a year Is married to Ed and they have one daughter, Luisa, who is asthmatic and needs medical care from specialists Values both in- and out-of-network care providers for her daughter s care Plans to seek preventive care in 2017 Provides the medical coverage for her family Given Sofia s situation, let s see how each Medical Plan option could work for her and her family. UHC Option 1 UHC Option 2 Service Sofia pays Sofia pays Sofia s annual physical exam (in-network) $0 $0 Ed s annual physical exam (in-network) $0 $0 Luisa s well child care office visit (in-network) $0 $0 Luisa s 30 specialist office visits for asthma symptoms (out-of-network $200 per visit) Luisa s emergency room visit for an asthma attack, resulting in a hospital admission and a five-night stay (hospital bill of $18,000*) Luisa s asthma medication, four 90-day supplies of Tier 2 medication through mail-order program ($60 per prescription) $1,500 deductible + 40% coinsurance ($1,800) = $3,300 $500 deductible + 20% coinsurance ($3,500) = $4,000 $3,000 in-network individual out-of-pocket limit has been reached $2,700 deductible + 50% coinsurance ($1,650) = $4,350 $900 deductible + 20% coinsurance ($3,420) = $4,320 $0** $240 Cost of services for 2017 $6,300 $8,910 Annual contributions for 2017 $3,229 $1,899 Total cost $9,529 $10,809 * The $250 ER copay was waived because Luisa was admitted to the hospital. ** Because Luisa has met her in-network out-of-pocket maximum, she is covered at 100% for covered in-network services for the remainder of the plan year. If Sofia participated in the Health Care FSA, some of her costs would be reimbursed tax free. Because of the type and amount of care her family will need, Option 1 is the more cost-effective choice for Sofia.

18 18 Medical Contribution Schedule Full-Time Employees Bi-weekly Pay Frequency* Your medical election UnitedHealthcare Choice Plus Option 1 Your bi-weekly contribution Your annual eligible pay Employee only Employee+1 Family Up to $49,999 $29.33 $57.18 $87.98 $50,000 $69,999 $41.40 $80.73 $ $70,000 $89,999 $65.55 $ $ $90,000 $109,999 $98.33 $ $ $110,000 $199,999 $ $ $ $200,000 or more $ $ $ UnitedHealthcare Choice Plus Option 2 Up to $49,999 $7.30 $14.24 $21.90 $50,000 $69,999 $24.34 $47.46 $73.02 $70,000 $89,999 $48.68 $94.92 $ $90,000 $109,999 $69.36 $ $ $110,000 $199,999 $80.32 $ $ $200,000 or more $87.62 $ $ * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12. Part-Time Employees Bi-Weekly Pay Frequency* Your medical election Your bi-weekly contribution Employee only Employee+1 Family UnitedHealthcare Choice Plus Option 1 $ $ $ UnitedHealthcare Choice Plus Option 2 $80.32 $ $ * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12.

19 19 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Prescription Drugs When you enroll in a Medical Plan option, you automatically receive prescription drug coverage. Express Scripts (ESI) administers the prescription drug benefit. Your prescription drug costs are based on three different tiers of prescription drugs: TIER 1 This is your lowest-cost option and typically includes generic drugs and the lowest-cost brand name drugs. TIER 2 This mid-range cost option includes most preferred brand-name drugs. If you choose a non-generic drug when a generic is available, you will pay the generic copay plus the difference in cost between the non-generic and the generic. It s important to talk to your doctor about generic options. TIER 3 This is your highest-cost option and includes drugs that are usually the newest and most expensive, and are considered non-preferred brand-name drugs. If your doctor prescribes you a Tier 3 drug, ask your doctor if there is a lower-cost alternative in Tier 1 or Tier 2 that would provide the same treatment benefits. If you choose a non-generic drug when a generic is available, you will pay the generic copay plus the difference in cost between the non-generic and the generic. Please refer to the ESI Preferred Drug List ( to find out what tier your prescriptions are listed under. To purchase your prescription medicine, either present your ESI ID card at a pharmacy that participates in the ESI network for up to a 31-day supply or you can save money on your maintenance medication by using the mailorder program. With the mail order program you can receive a 90-day supply of medication for the cost of a 60-day supply delivered right to your door. With either purchase option, you will pay a copayment for your medication. Visit express-scripts.com to order online. Your doctor can also submit your prescription to ESI electronically, or you may also mail your prescription and applicable copayment to ESI using the form included in your Welcome Packet. Drug Benefit Overview Tier 1 Tier 2 Tier 3 Retail (up to 31-day supply) You pay $10 copay You pay $30 copay You pay $45 copay Mail-order (up to 90-day supply) You pay $20 copay You pay $60 copay You pay $90 copay When budgeting for your 2017 Health Care Flexible Spending Account (FSA) election, please keep in mind that drug tiers, including drugs for which you currently have a prescription, may change as generic equivalents become available. Please refer to the ESI Preferred Drug List to find out what tier your current prescription is listed under. Remember, your prescription drug copays count toward your medical out-of-pocket maximum.

20 20 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Specialty Pharmacy Medications If you suffer from a chronic or complex condition, the appropriate use of specialty medications can be important to your health and your quality of life. Accredo, an Express Scripts specialty pharmacy, provides the resources and personalized support that you need to help you better manage your condition. If you or a covered dependent is currently taking a specialty medication, you can take advantage of Accredo s personalized patient support at no charge to you. You will have access to knowledgeable pharmacists and nurses who specialize in your condition. To find out more call Accredo at between 8:00 am (ET) and 11:00 pm (ET) Monday-Friday, or between 8:00 am (ET) and 5:00 pm (ET) on Saturday. Please reach out to Accredo at least two weeks before your medication supply runs out. You are unable to fill specialty drug prescriptions at a retail pharmacy, and you must go through the Accredo Specialty Pharmacy if one or more of your prescriptions falls into this category as defined by Accredo. Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Here are some ways to save on prescription drugs: Visit the ESI Preferred Drug list and access the Formulary. You can look up prescriptions by name, as well as lower cost alternatives (if available). Ask your doctor about generic brands. They cost less than brand-name drugs and contain the same active ingredients. And remember, if you choose a non-generic drug when a generic is available, you will pay the generic copay plus the difference in cost between the non-generic and the generic. If you ve just been prescribed a new medication, ask your doctor for free samples so you can see how well it works before you pay for it.

21 21 Dental Altice USA North Dental Plan Options You can choose either a Dental Preferred Provider Organization (DPPO) or a Dental Maintenance Organization (DMO ). Both Altice USA North Dental Plan options encourage preventive care and provide coverage for a wide range of services to help you and your covered family members maintain good dental health. Each option covers preventive dental care at 100%, including regular cleanings and X-rays. Aetna administers both options. Aetna Dental Preferred Provider Organization (DPPO) The DPPO option gives you the choice of receiving dental care from dentists who participate in the Aetna Dental PPO/PDN II network (in-network benefits) or from dentists outside of the network (out-of-network benefits). No primary care dentist (PCD) referral is necessary simply visit the dentist of your choice when you need dental care. Visit to find a list of participating dentists. The DPPO option pays 100% of the costs of in-network preventive care (exams and cleanings). Once you meet the annual deductible, the Plan also pays a percentage of charges for basic and major services until the calendar year maximum is met. The Plan does not pay benefits after the calendar year maximum is met. This option also gives you the flexibility of visiting a dentist who is outside of the Aetna Dental PPO/PDN II network. However, you will generally pay less when you choose an in-network dentist. That s because in-network dentists agree to charge negotiated rates for services. In addition, when you choose an out-of-network dentist, you are responsible for any expenses that are above the Plan s reasonable and customary (R&C) limits. Aetna Dental Maintenance Organization (DMO ) With the Aetna DMO option, you must designate a DMO primary care dentist (PCD) to coordinate your care. You can select the same or a different PCD for each covered family member. Then, each time you need dental care, you must visit your PCD, who can refer you to a specialist in the network if necessary. Visit to find a list of participating dentists. There is no annual deductible to meet and no calendar year maximum benefit. Most preventive and basic services are covered in full. Major services are covered at 60% and orthodontia is covered at 50%. The Plan will not pay benefits if you: Use an in-network dentist who is not on file at Aetna as your PCD, Use an in-network dentist without a referral from your PCD, or Use an out-of-network dentist. You can change your primary care dentist (PCD) at any time by logging on to Aetna Navigator or by calling Aetna at Requests made before the 15th of the month will be effective the first of the following month. Some dental services may require pre-certification. To find out which services require pre-certification, refer to your Dental Plan Summary Plan Description or call Aetna at

22 22 Dental Plan Comparison Chart Aetna DPPO Aetna DMO Plan feature In-network Out-of-network In-network only Calendar year deductible Employee: $50 Employee+1: $100 Family: $150 Calendar year maximum $2,000 per person None Separate orthodontia lifetime maximum $2,000 per person None One course of treatment per person per lifetime Primary care dentist referral Not required Required Services Preventive care includes: Routine exams and cleanings* Prophylaxis (cleaning and polishing) You Pay: $0 You Pay: Any amount over R&C You Pay: $0 Fluoride treatments* Periapical X-rays* Bitewing, full mouth X-rays* Emergency treatment for dental pain (DMO only) Plan Pays: 100% of pre-set, negotiated fee (deductible does not apply) Plan Pays: 100% of R&C (deductible does not apply) Plan Pays: 100% * Frequency and age limitations apply to these services. Please contact Aetna Member Services directly for description of coverage. continued on next page>

23 23 Dental Plan Comparison Chart Aetna DPPO Aetna DMO Plan feature In-network Out-of-network In-network only Basic services include: White fillings for molars (DPPO only) Stainless steel crowns Root canal therapy for anterior, bicuspid teeth You Pay: 20% of pre-set, negotiated fee, after deductible You Pay: 20% of R&C after deductible, plus any amount over R&C You Pay: $0 Apicoectomy Scaling and root planning Subgingival curettage Plan Pays: 80% of pre-set, negotiated fee, after deductible Plan Pays: 80% of R&C, after deductible Plan Pays: 100% Gingivectomy Incision/draining of abscesses Simple extractions Surgical removal of erupted or soft tissue impacted teeth Major services include: Osseous surgery* Surgical removal of partial or full bony impacted tooth* Root canal therapy for molar teeth* You Pay: 50% of pre-set, negotiated fee after deductible You Pay: 50% of R&C after deductible, plus any amount over R&C You Pay: 40% Inlays/onlays/bridges Crowns/crown buildups Full and partial dentures Plan Pays: 50% of pre-set, negotiated fee, after deductible Plan Pays: 50% of R&C, after deductible Plan Pays: 60% Implants (DPPO only) Full mouth debridement Denture repairs * Covered as a basic service under DPPO. continued on next page>

24 24 Dental Plan Comparison Chart Aetna DPPO Aetna DMO Plan feature In-network Out-of-network In-network only Orthodontia for adults and children You Pay: Remaining balance after Plan pays 50% of pre-set, negotiated fee, up to the separate $2,000 orthodontia lifetime maximum You are responsible for 100% once the lifetime maximum has been met You Pay: Remaining balance after Plan pays 50% of R&C, up to the separate $2,000 orthodontia lifetime maximum You are responsible for 100% once the lifetime maximum has been met You Pay: 50% Plan Pays: 50% of pre-set, negotiated fee, up to the separate $2,000 orthodontia lifetime maximum (deductible and calendar-year maximum do not apply) Plan Pays: 50% of total fee, up to the separate $2,000 orthodontia lifetime maximum (deductible and calendar-year maximum do not apply) Plan Pays: 50% (up to one course of treatment per person per lifetime) * IMPORTANT NOTE: Pre-existing conditions apply to certain services, including orthodontia; please contact Aetna directly for more information.

25 25 Dental Contribution Schedule Full-Time Employees Bi-weekly Pay Frequency* Your dental election Your annual eligible pay Your bi-weekly contribution Employee only Employee+1 Family Up to $49,999 $3.47 $6.76 $10.40 Aetna DPPO $50,000 $69,999 $4.82 $9.39 $12.72 $70,000 $89,999 $5.40 $10.52 $13.87 $90,000 or more $7.13 $13.90 $18.49 Up to $49,999 $0.43 $0.82 $1.56 Aetna DMO $50,000 $69,999 $1.66 $3.13 $4.68 $70,000 $89,999 $3.25 $6.13 $8.31 $90,000 or more $4.41 $8.31 $11.17 * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12 Part-Time Employees Bi-weekly Pay Frequency* Your dental election Your bi-weekly contribution Employee only Employee+1 Family Aetna DPPO $7.13 $13.90 $18.49 Aetna DMO $4.41 $8.31 $11.17 * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12

26 26 Vision The Vision Plan, administered by Vision Service Plan (VSP), is available to you and your eligible dependents. If you enroll in the Vision Plan, you pay the full cost of the benefits. The Vision Plan is available as a stand-alone plan you do not have to enroll in other Altice USA health care plans to join. Under the Basic Option, you may purchase: One set of lenses for your glasses or one set of contact lenses (up to a $150 allowance) every calendar year One set of frames every two (2) calendar years, up to a $150 allowance (20% discount on any amount in excess of allowance), provided you did not utilize the contact lens allowance in the prior year Under the Buy-up Option, you may purchase: One set of lenses for your glasses or one set of contact lenses (up to a $150 allowance) every calendar year One set of frames every calendar year, up to a $150 allowance (20% discount on any amount in excess of allowance) Either a second pair of glasses or a second set of contact lenses each year (up to the applicable allowance) The VSP signature Network is comprised of more than 33,000 vision care providers nationwide. In addition, the VSP Network offers more than 2,000 regional retail chain locations and 1,000 optical stores for your convenience, including Shopko, Costco Optical, Visionworks and Cohen s Fashion Optical. There are no forms required and participants will pay only copays and the costs over coverage amounts, and/or for non-covered options when visiting these stores. Note: If you purchase eyewear at Costco Optical, VSP permits a frame allowance of $80 only. You will be responsible for any amounts over $80.

27 27 Vision Plan Comparison Chart Buy-up Option (Option 1) Basic Option (Option 2) Benefit In-network Out-of-network In-network Out-of-network Exam, once every calendar year You Pay: $10 copay Plan Pays: up to $50 You Pay: $10 copay Plan Pays: up to $50 Lenses Single You Pay: $25 copay Plan Pays: up to $50 You Pay: $25 copay Plan Pays: up to $50 Bifocal $25 copay up to $75 $25 copay up to $75 Trifocal $25 copay up to $100 $25 copay up to $100 You Pay: $25 copay* and any amount above $150 allowance You Pay: $25 copay* and any amount above $150 allowance Frames Plan Pays: $150 (20% discount is applied to any amount in excess of allowance) Plan Pays: up to $70 Plan Pays: $150 (20% discount is applied to any amount in excess of allowance) Plan Pays: up to $70 Contact lenses** Plan Pays: up to $150 Plan Pays: up to $105 Plan Pays: up to $150 Plan Pays: up to $105 Benefit frequency Eye exam Lenses Frames once every calendar year up to two sets every calendar year up to two pairs every calendar year once every calendar year one set every calendar year one pair every two calendar years Second pair benefit*** Applies N/A N/A N/A * If frames and lenses are purchased together, a single $25 copay applies. If purchased on separate occasions, a separate $25 copay will apply for each purchase. ** Contact lens allowance (both in and out of network) applies to the cost of the contact lens exam (fitting and evaluation) and contacts. *** Where benefit applies, it allows you to obtain a second pair of glasses or contacts, in addition to the first pair received under the Buy Up Option.

28 28 Vision Contribution Schedule Full-Time and Part-Time Employees Bi-weekly Pay Frequency* Your vision election Your bi-weekly contribution Employee only Employee+1 Family Buy-up Option (Option 1) $3.78 $7.57 $12.19 Basic Option (Option 2) $2.35 $4.70 $7.56 * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12

29 29 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Flexible Spending Accounts (FSAs) FSAs help you pay for expenses such as deductibles, copayments, prescription medications and certain child care costs with tax-free dollars. WageWorks is the administrator for the FSAs. The money you set aside into an FSA is not subject to federal income, Social Security (FICA) and, in most areas, state and local taxes. In effect, participating in an FSA reduces your annual taxable income and the income taxes withheld each pay period. Then, once you ve incurred and paid for eligible expenses, you submit your expenses and are reimbursed with the tax-free money in your account. These accounts are voluntary you decide if you want to participate and how much to contribute (up to IRS limits). You may participate in two FSAs: The Health Care FSA, and The Dependent Care FSA. Group Legal Because of the tax advantages of FSAs, the IRS imposes certain guidelines on participants. If you choose to participate in these accounts, you must enroll every year in order to continue participating. Adoption Assistance Program REMEMBER: Due to IRS regulations, any money you set aside in your Dependent Care FSA and do not use by the end of the grace period is forfeited and cannot be carried over to the next year. Commuter Benefit Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources For a complete list of eligible health care expenses, you can access and click on Employees > Healthcare > Healthcare Flexible Spending Account > eligible healthcare expenses. For a complete list of eligible dependent care expenses, you can access and click on Employees > Dependent Care > eligible dependent care expenses. Or you can call WageWorks at

30 30 Welcome Health Care FSA Dependent Care FSA Learn. Decide. Go. Although your medical, prescription drug, dental and vision benefits pay for many of your health-related expenses, not all health care costs are covered in full. You may contribute from $100 to up to $2,600 each year to the Health Care FSA to pay for eligible expenses that you and your eligible dependents (not including your domestic partner or your domestic partner s eligible dependents) incur during the year. These include: You may need dependent day care services for your children while you and your spouse/domestic partner work, and perhaps while caring for an elderly or disabled parent. You may deposit from $100 to up to $5,000 a year into the Dependent Care FSA to reimburse yourself for the cost of dependent day care services, or $100 up to $2,500 if you are married and file separate tax returns from your spouse. However, there are certain IRS restrictions. For example, in order to use this account, you and your spouse (if you re married) must be at work or school at the time your dependents are receiving care. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Deductibles Copayments and coinsurance Amounts you pay above reasonable and customary limits Eligible prescription drug costs that may not be covered by the Plan Medical treatments, such as acupuncture and chiropractic care Major dental and orthodontia expenses above the maximum amounts paid by the Plan Vision care expenses beyond those paid by the Plan Bandages, braces and crutches Directory of Resources Eligible dependents for this account include: Your children under age 13, whom you claim as exemptions for income tax purposes Children age 13 or older and adult dependents who spend at least eight hours in your home each day and are unable to care for themselves because of a mental or physical disability You can use the Dependent Care FSA to pay for eligible expenses during the year, such as: Day care provided by individuals inside or outside of your home Day care at a licensed nursery school, day camp (not sleep-away camp) or day care center Day care for an elderly or disabled dependent A housekeeper who cares for your eligible dependent(s) If there is no generic equivalent available for the medication you are currently taking, be sure to plan ahead and increase your Health Care FSA election in 2017 to help with your Tier 2 and Tier 3 copays.

31 31 Welcome FSA Administrator Learn. Decide. Go. WageWorks is the FSA administrator. If you enroll in a Health Care FSA for 2017 you will receive a debit card from WageWorks for eligible health care expenses. You won t use the card for dependent care expenses. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Submitting Your Health Care and Dependent Care FSA Claims When you pay for an eligible health care or dependent care expense, WageWorks provides you with several options to submit your claims for reimbursement. Vision Mobile Application: WageWorks EZ Receipts Flexibility Spending Accounts You can submit a claim and upload receipts with the WageWorks EZ Receipts mobile app available for iphone, Android, and Blackberry. You can also access your account information 24/7, including your account balances and claims processed, and you can receive important account updates to let you know the status of your account and when action may be required. Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll WageWorks Online If you don t want to use mobile technology, you can file a claim online via the WageWorks website ( Once you log in, you can view your account balance, order additional WageWorks cards, file a claim, set up Pay Me Back (or Pay Them to pay your provider directly) and sign up for electronic account updates or direct deposit. Other Important Information Pick and Process Choose Well, Live Well You can review claims on that are received from your health plan(s) and tell WageWorks how to process them. These are claims provided to WageWorks by your available carriers, allowing you to choose processing without having to enter the claim information. After you select the available claims for reimbursement, you can select how you want each claim processed. Your options include: Terms to Know Directory of Resources As a Health Care Card receipt to verify a previous Card transaction; As a Pay My Provider claim to be paid directly to your provider; or As a Pay Me Back claim to be reimbursed directly to you QUESTIONS? Visit or call When you use your WageWorks Card to pay for a service or to buy a health care item, it s still a good idea to keep your receipts. Even if a transaction is automatically approved at the point of purchase, you may still be required to provide documentation later on to verify that you used your card to pay for an eligible item or service. You will be asked to provide documentation to substantiate your out-of-pocket costs including deductibles, coinsurance or dental and vision expenses.

32 32 Welcome Health Care FSA Carryover Learn. Decide. Go. At the end of the 2017 plan year, you may carry over up to $500 of unused funds remaining in your Health Care FSA. These carryover funds will be available to reimburse claims that you and your eligible dependent(s) incur after the 2017 run out period has ended. The carryover funds can be used for claims you incur beginning April 2018 through December Your deductions will end with the last paycheck of 2017, unless you make a new election to enroll in the Health Care FSA for the next plan year. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Dependent Care FSA Grace Period You may use your 2017 Dependent Care FSA for eligible expenses incurred through March 15, You will then have until June 15, 2018 to submit your eligible expenses for reimbursement. Please note that the amount you elect to contribute will be deducted from your paycheck in equal installments throughout the calendar year. Deductions will end with the last paycheck of 2017, unless you make a new election to enroll in the Dependent Care FSA for the next plan year. Submitting a Claim HEALTH CARE: When you incur and submit an eligible health care expense, you will be reimbursed up to the amount you have elected to contribute for the Plan year (minus any claims you ve already submitted). DEPENDENT CARE: While the Health Care FSA will reimburse you up to the amount you have elected to contribute for the year, the Dependent Care FSA will reimburse only your claims up to the amount already contributed. Plan ahead to get the most out of your FSA. Estimate carefully what you think you will need for the year, since any unused funds are forfeited. When planning for your FSAs, make sure to: Review your health care out-of-pocket expenses for the last year or two, including office visits and prescription drugs prescribed by a qualified provider. Do you expect an increase or decrease in the coming year? Consider any potential new health care expenses are you having or adopting a baby? Are you planning for a procedure such as an outpatient surgery or orthodontia for yourself or for an eligible dependent? Use the UnitedHealthcare Health Plan Cost Estimator tool ( to see how much you may save by enrolling. Check with your dependents day care providers and summer camps for any fee changes.

33 33 Welcome IRS Guidelines Learn. Decide. Go. Because an FSA can offer you substantial tax savings, the IRS requires that you follow a number of guidelines: Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Estimate Carefully. Be sure to estimate your expenses for the year before you make your election. Any money remaining in your account after the deadline to submit claims will be forfeited. No Account-to-Account Transfers. You cannot transfer money from one account to the other to pay for eligible expenses. You must keep the funds in each account separate. No Double Reimbursement. You cannot claim expenses on your federal income tax return if you ve already been reimbursed for them through an FSA. Domestic Partner. Your FSAs are not available for reimbursement of expenses relating to your domestic partner or his or her eligible dependents (unless they meet the definition of a tax-qualified eligible dependent). No Mid-Year Changes. You may not change the amount you elect to contribute to the account(s) during the year, unless you experience a qualifying life event and the change is consistent with that event. If you leave Altice USA you are eligible to continue to contribute to the Health Care FSA through COBRA on an after-tax basis.

34 34 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Income Protection Would you be concerned about meeting your financial responsibilities if an illness or injury prevented you from working for a period of time? The Short-Term Disability (STD) Program and Long-Term Disability (LTD) Plan offer you a level of financial security when you need it most. Liberty Mutual is the provider for the Company s STD Program and LTD Plan. Short-Term Disability (STD) Program If you are a full-time employee, STD coverage is designed to provide you with a level of income replacement if you are unable to work because of a disabling illness or injury (including a pregnancy-related condition). Here s what you should know about STD coverage: If you are a full-time employee you are automatically eligible for this coverage Coverage begins 90 days from your date of hire Company provided you pay nothing for this coverage Payments begin on the eighth consecutive day of a qualifying disability Continues to pay benefits for up to 26 weeks, if you continue to qualify Payments you receive from the Plan are considered taxable income Benefit amount is based on your eligible pay and length of service at onset of disability Length of Service (at the onset of disability) 91 days 4 years 5 years or more Weeks of Eligible Pay at 100% Weeks of Eligible Pay at 60% 0 Up to 26 Up to 8 Up to 18 Eligible Pay For the purpose of determining STD benefits, your eligible pay is your current annual base rate of pay in effect at the onset of the disability. If you are a commission employee eligible for a paid time off (PTO rate), your STD benefit will be calculated at your current PTO rate. Eligible pay does not include overtime, bonuses, differentials, fringe benefits, incentives or any other pay you receive on an intermittent basis, or not as part of your primary compensation structure. Please contact the HR Service Center ( or HRServiceCenter@alticeusa.com for further details, or refer to the Short-Term Disability Summary Plan Description.

35 35 Welcome Long-Term Disability (LTD) Plan Learn. Decide. Go. If you are a full-time employee, Long-Term Disability coverage provides a level of income if you are disabled for at least 26 weeks. Here s what you should know about LTD coverage: Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Benefits are payable after a 180 consecutive day (six-month) waiting period beginning with the onset of your disability Benefit amount is 60% of your eligible monthly pay, up to a monthly maximum of $15,000 Benefit amount may be reduced by any income you may be eligible to receive from other sources such as Workers Compensation or Social Security Disability Benefits Eligible Pay For the purpose of determining LTD benefits, your eligible pay means the base pay you were earning as of your last day of active work before your disability began, plus any commissions you were paid in the twelve-month period ending September 30 of the previous year, or since your date of hire if you are a new employee. This amount is calculated monthly. Please contact the HR Service Center ( or HRServiceCenter@alticeusa.com) for further details, or refer to the Long-Term Disability Summary Plan Description. If you elect to pay for your LTD coverage on an after-tax basis, your cost is $0.531 for every $100 of your monthly eligible pay. For example, if your eligible pay for the month is $1,000, you will pay $5.31 a month (or $63.72 a year) for coverage. Choose Well, Live Well Terms to Know Directory of Resources If you elect to pay for LTD coverage with after-tax payroll deductions, any benefits paid by the Plan may not be subject to federal income or Social Security taxes (or, in most instances, state or local taxes). If Altice USA pays the premium for coverage, you will be taxed on any LTD benefits that are paid to you.

36 36 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Survivor Protection The Basic Life Insurance and Accidental Death & Dismemberment (AD&D) plans help your family with financial obligations in the event of a death, terminal illness or serious injury by providing a level of Life and AD&D Insurance for you, and Life Insurance for your spouse/domestic partner and eligible children. Altice USA provides this basic coverage at no cost to you. Since each person s Life Insurance needs can vary, you have the opportunity to elect Supplemental Life Insurance and Supplemental AD&D coverage. Securian Financial Group, Inc. (Securian) is the Company s Life Insurance and AD&D coverage provider. Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Naming a Beneficiary Your beneficiary is the person you designate to receive benefits under your Life and AD&D plans. You may name more than one beneficiary, and change this designation at any time. If you choose Supplemental Life Insurance for your spouse/domestic partner or children, you are automatically the beneficiary. You can designate your Life and AD&D beneficiary online via MyHRInfo. Simply log in and click on the Self Service link, click on Benefits and then Life and AD&D Summary. You should have your beneficiary s address, date of birth and Social Security number available when making your designation. How much insurance is enough? Altice USA provides you with Basic Life and AD&D Insurance coverage, with the option for you to purchase additional coverage. Life Insurance can help replace the loss of income and help your family maintain its standard of living. Thinking about these things may not be easy, but have you considered these questions: Would your family be financially prepared if your income suddenly stopped? What about future expenses, such as your children s college education or home mortgage payments?

37 37 Welcome Company-provided Term Life and AD&D Insurance Learn. Decide. Go. If you are eligible to participate in the Altice USA Benefits Program, Altice USA provides you with Term Life Insurance in the amount of one times (1x) your annual eligible pay up to a maximum of $1 million. (This coverage is automatically reduced when you reach age 65.) You also receive an equal amount of AD&D Insurance. AD&D Insurance pays a full benefit if you die as a result of a covered accident or a partial benefit if you lose a limb or eyesight or suffer paralysis as the result of an accident. There is a $1 million maximum for your Basic AD&D coverage. Altice USA also provides Dependent Life Insurance in the amount of $5,000 for your spouse/domestic partner and eligible children. See a summary of Life and AD&D coverage. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Eligible Pay For the purpose of the Life and AD&D plans, your eligible pay is your current base pay plus any commissions you were paid in the twelve-month period ending September 30th of the previous year, or since your date of hire if you are a new employee. It does not include overtime, bonuses, differentials, fringe benefits, incentives or any other pay you have received on an intermittent basis or not as part of your primary compensation structure.

38 38 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Supplemental Term Life Insurance For You For Your Spouse/Domestic Partner If you would like additional life insurance protection, you may purchase Supplemental Term Life Insurance for yourself in an amount up to eight times (8x) your annual eligible pay (rounded up to the next higher $1,000). There is a $3 million maximum for your Supplemental Term Life Insurance. If you elect Supplemental Term Life Insurance for yourself, you can purchase Supplemental Term Life Insurance for your spouse or qualified domestic partner in an amount up to eight times (8x) your annual eligible pay (rounded up to the next higher $1,000). You will be required to provide evidence of good health when you are first eligible to participate (e.g., when you are hired) if: You elect more than three times (3x) your annual eligible pay of Supplemental Term Life Insurance; or You elect more than $500,000 of coverage. You will be required to provide evidence of good health during the Open Enrollment period if: You currently have coverage under the Life Insurance Plan and: You increase your election by more than one times (1x) your annual eligible pay, and/or Your election exceeds the lesser of 3 times eligible pay or $500,000; or You are eligible for Supplemental Term Life Insurance and have not yet participated, and you elect any amount of coverage. You pay the full cost for Supplemental Term Life Insurance if you elect this coverage. Your cost is based on your age and the amount of coverage you select. Your spouse/domestic partner s Supplemental Term Life Insurance cannot exceed the lesser of your own Supplemental Term Life Insurance coverage or $500,000. Your spouse/domestic partner will be required to provide evidence of good health: When you are first eligible to participate (e.g., when you are hired), if the coverage for your spouse/domestic partner exceeds $50,000 If you were eligible for Supplemental Term Life Insurance for your spouse/domestic partner and have not yet participated, and you elect any amount of coverage for your spouse/domestic partner During Open Enrollment, if you elect any additional Supplemental Term Life Insurance coverage for your spouse/domestic partner You pay the full cost of Supplemental Term Life Insurance for your spouse/domestic partner, which is based on your spouse/domestic partner s age and the amount of coverage you elect. For Your Child If you elect Supplemental Term Life Insurance for yourself, you can purchase Supplemental Term Life Insurance for your eligible dependent children. You may choose coverage amounts of either $10,000 or $20,000. The benefit amounts apply to all your eligible dependent children.

39 39 Welcome Supplemental Term Life Insurance Employee Contribution Schedule (After-Tax) Learn. Decide. Go. Your Age or Spouse/ Domestic Partner s Age* Monthly Cost Per $1,000 of Supplemental Term Life Insurance Coverage Younger than 25 $ $0.049 Vision $0.065 Flexibility Spending Accounts $ $0.081 Survivor Protection $0.121 Commuter Benefit $ $ $ $ or older $1.666 Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Income Protection Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know How to Determine Your Cost for Coverage Determine the amount of Supplemental Term Life Insurance (if any) you wish to elect (1x, 2x, 3x, 4x, 5x, 6x, 7x, or 8x your annual eligible pay). If you are age 65 or older, determine your coverage amount by applying the appropriate reduction factor in the schedule on the following page. To determine the monthly premium, divide your annual eligible pay by 1,000. Then, multiply this amount by the monthly cost per $1,000 of Supplemental Term Life Insurance that applies to your age. FOR EXAMPLE: If you are 40 years old and your annual eligible pay is $50,000, divide your annual eligible pay by 1,000. Then, multiply that result (50) by the monthly cost of $0.081, which equals $4.05. So, in this example, every multiple of your annual pay would cost $4.05 per month. To determine your bi-weekly premium, multiply your monthly premium by 12 and divide the total by 26. * For your monthly contribution amount, multiply the bi-weekly amount by 26 and divide by 12 Directory of Resources You must be covered under the Supplemental Term Life Insurance benefit in order to cover your dependents under Spouse/Domestic Partner or Child Supplemental Term Life Insurance. Your dependent s personal information must be listed in MyHRInfo in order for your dependent to be covered under Spouse/ Domestic Partner or Child Supplemental Term Life Insurance coverage.

40 40 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Basic and Supplemental Term Life Insurance Reduction Factor Schedule Supplemental Accidental Death And Dismemberment (AD&D) Coverage Beginning on and after your 65th birthday, your life insurance benefit decreases. Your benefit is payable as a percentage of the amount otherwise payable as follows: Supplemental AD&D allows you to purchase up to $1,000,000 of additional AD&D coverage in increments of $10,000. If you elect supplemental coverage for yourself, you may also purchase coverage for your spouse/domestic partner and dependent children. The benefit applicable to your dependents is based on the Plan you select and the number of family members you decide to cover. Your Age or Spouse/ Domestic Partner s Age* Reduction Factor and over.50 FOR EXAMPLE, if you are 72 and elected $100,000 of coverage, your benefit payable would be $50,000 (calculated as $100,000 x 0.50 = $50,000). Your premium will be based on this reduced dollar amount. Supplemental Term Life Insurance for Dependent Children Contribution Schedule Employee Election Monthly Cost $10,000 $1.00 $20,000 $2.00 If you elect Supplemental AD&D coverage, you pay the full cost of coverage. See a summary of Life and AD&D coverage. REMEMBER: If you and your spouse/domestic partner both work for the Company, then you and your spouse/domestic partner cannot elect Supplemental Term Life Insurance or Supplemental AD&D insurance for each other. In addition, if you choose to elect Supplemental Life or AD&D coverage for your child(ren), your child(ren) can only be covered under one employee s coverage.

41 41 Welcome Learn. Decide. Go. Supplemental AD&D Employee Contribution Schedule Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Coverage Level Monthly Cost per $10,000 of Coverage Employee only $0.13 Employee + child(ren) $0.20 Family $0.24 How to Determine Your Cost for Coverage Determine what coverage level is appropriate for you and your family. Remember, if you elect coverage for your eligible family member(s), that coverage will be based on your coverage election (as outlined in the coverage summary). Determine the amount of Supplemental AD&D coverage (if any) you wish to elect for yourself (from $10,000 to $1,000,000 in increments of $10,000). Refer to the Supplemental AD&D Employee Contribution Schedule on this page. Multiply the rate that applies to your coverage level by the amount of coverage you elect for yourself. FOR EXAMPLE: If you decide to elect $20,000 of Supplemental AD&D coverage at the family coverage level, your monthly contribution for $20,000 of coverage will be $0.48 ($0.24 x 2). Business Travel Accident Insurance (BTA) Coverage Company-provided Business Travel Accident Insurance provides additional financial protection if you suffer accidental death, paralysis and/or dismemberment while traveling on company business. BTA coverage may equal up to an additional four times (4x) your annual eligible pay, up to $3 million. This coverage is in effect 24 hours a day, 7 days a week while you are traveling on company business.

42 42 Welcome The following chart summarizes your Company-provided and Supplemental Life and AD&D Insurance options. Learn. Decide. Go. Type of Coverage Eligibility Basic Term Life Insurance 1x your annual eligible pay (rounded up to next $1,000) 2017 BENEFIT OPTIONS Basic AD&D Insurance 1x your annual eligible pay (rounded up to next $1,000) Coverage Amount Medical Dependent Life Insurance Prescription Drugs Spouse/domestic partner $5,000 Dental Child(ren) up to age 19 (or 25 if full-time student) $5,000 per eligible child Vision Flexibility Spending Accounts Unmarried disabled child(ren) over age 25 $5,000 per eligible child Income Protection Supplemental Term Life Insurance Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program You 1x to 8x your annual eligible pay (rounded up to next $1,000) Your spouse/domestic partner 1x to 8x your annual eligible pay (rounded up to next $1,000) Child(ren) $10,000 or $20,000 (per child) You must elect Supplemental Term Life Insurance for yourself to elect it for your spouse/domestic partner or your children Ready to Enroll Other Important Information Supplemental AD&D Choose Well, Live Well Employee Up to $1,000,000 in increments of $10,000 Employee + child(ren) For you: up to $1,000,000 in increments of $10,000 plus For your child(ren) with no spouse: 20% of your Supplemental AD&D coverage Employee + Family For you: up to $1,000,000 in increments of $10,000, plus For your child(ren) with a spouse: 15% of your Supplemental AD&D coverage For your spouse/domestic partner with child(ren): 55% of your Supplemental AD&D coverage, or For your spouse/domestic partner with no child(ren): 60% of your Supplemental AD&D coverage Terms to Know Directory of Resources (employee + spouse/domestic partner or employee + spouse/ domestic partner + children) Coverage Maximums Life Insurance For you Basic Term Life Insurance coverage cannot exceed $1 million and Supplemental Term Life Insurance coverage cannot exceed $3 million For your spouse/domestic partner Supplemental Term Life Insurance coverage cannot exceed the lesser of your own Supplemental Term Life Insurance coverage or $500,000 AD&D Insurance For you Basic AD&D and Supplemental AD&D each cannot exceed $1,000,000 For your spouse/domestic partner Supplemental AD&D cannot exceed $500,000 For your child Supplemental AD&D cannot exceed $100,000 Business Travel Accident Insurance Coverage cannot exceed $3 million

43 43 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Commuter Benefit Altice USA offers you the opportunity to pay for eligible commuting expenses on a pre-tax basis, up to certain monthly limits. Eligible expenses include: Public transit train, subway, bus, ferry, and eligible vanpool Qualified parking as part of your daily commute to work. The amount you can set aside is determined by the IRS. How it works Each paycheck, you can set aside a portion of your pay pre-tax to use toward your eligible transit and/or parking expenses. You can enroll in the Commuter Benefit at any time by visiting and setting up your online account or by contacting WageWorks, the benefit administrator, at WageWorks ( ). If you enroll by the 4th day of any month, your election will be effective on the first day of the following month. For example, if you enroll on February 4th, your election will be effective as of March 1. If you re new to WageWorks, when you go to click Register with WageWorks now to verify your employee status through a few simple questions. Once enrolled, you can choose your transit pass or parking provider, or if you pay to park and ride, choose both. How You Manage It WageWorks offers a variety of convenient payment methods. You may choose to: Have monthly transit passes or tickets mailed directly to your home Load funds onto your smart card, or Purchase tickets with the WageWorks Commuter Card. For parking, use the WageWorks Commuter Card to pay your parking provider directly, or get reimbursed for eligible parking expenses you pay out of pocket. You can manage your account via a secure website on any computer or mobile device that s connected to the Internet or via the WageWorks EZ Receipts app. For more information, go to

44 44 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Vision Flexibility Spending Accounts Group Legal As part of the Altice USA Benefits Program, you may elect to participate in the Group Legal Plan, which provides you and your covered dependents with certain legal services, including: Visit the Group Legal Plan online at To find out how Hyatt Legal Plans can help you, click on Learn More and enter the Access Code METLAW. You can also call the Group Legal Plan at Consultation and advice on a broad range of personal legal issues Contribution Schedule Preparation of a will or codicil (an amendment to an existing will), not including tax planning Income Protection Preparation of any deed for which you are the grantor or grantee Survivor Protection Preparation of any non-business-related promissory note Commuter Benefit Review or preparation of all relevant documents involved in the sale, refinance or purchase of a home Group Legal Adoption Assistance Program Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Preparation of a living will Preparation of any power of attorney when you are granting the power If you use an attorney who participates in the Hyatt Legal Plans network, the Plan pays 100% of the cost of the attorney s time and work for covered services. Expenses and third-party costs (such as filing fees or court costs) are not covered by the Plan. If you use an attorney who does not participate in the network, you will be reimbursed for covered services up to a set dollar limit established by Hyatt Legal Plans. Any charges above the set dollar limit will be your responsibility. You cannot use this plan to take legal action against Altice USA or its subsidiaries regarding any employment-related matters. If you elect to participate in the Group Legal Plan, your monthly cost is $ Your bi-weekly cost is $7.62. If you are enrolled in the Group Legal Plan, you can also enroll your parents or your spouse/domestic partner s parents for a two-year membership in the Family Matters program. For a fee of $240, this program provides assistance with estate planning documents. You pay the fee directly to Hyatt Legal Plans, not through payroll deductions. You can elect this benefit at any time, provided you have already elected coverage under the Group Legal Plan. Enrolling in the Group Legal Plan is like having a lawyer on retainer at reduced rates! Your participation in the Plan carries over automatically to the following year. If you enrolled in the Group Legal Plan in 2016, you will automatically be enrolled in 2017.

45 45 Welcome Learn. Decide. Go. Eligibility 2017 BENEFIT OPTIONS Medical Prescription Drugs Dental Adoption Assistance Program Adopting a child can be costly, and Altice USA is committed to helping support employees during this process. Employees who are adopting a child can be reimbursed up to $10,000 for adoption-related costs after the adoption is complete. Eligibility Eligible Employees. All regular full-time and part-time benefits-eligible employees of Altice USA who are not covered by a collective bargaining relationship are eligible for this benefit. Traveling expenses, while away from home, which are associated with the adoption, including: transportation, meals, and lodging Temporary foster care charges provided before placement of the eligible child in the employee s home Group Legal Eligible Child. The adopted child must be under the age of 18 at the time a qualified adoption expense is paid or incurred and may not be the child of the employee s spouse or domestic partner. Adoption Assistance Program Qualified Adoption Expenses Vision Flexibility Spending Accounts Income Protection Survivor Protection Commuter Benefit Ready to Enroll Other Important Information Choose Well, Live Well Terms to Know Directory of Resources Qualified adoption expenses are adoption fees, court costs, attorneys fees and other expenses directly related to the legal adoption of an eligible child, such as: Public and private adoption agency fees permitted or required under the law of the state having jurisdiction over the adoption Legal and court fees Fees for medical and hospital services provided to the child (not otherwise covered by insurance) Immigration, child s immunization and translation fees How Reimbursement Works When you are ready to be reimbursed, you must submit documentation of expenses paid up to a maximum of $10,000 per child. For more information, contact the HR Service Center at , or the Benefits Department. For the complete policy, please access the Our Company Policies section on the company s intranet.

46 46 Ready to Enroll Read this Benefits Enrollment Guide to learn more about what benefits are available to you Visit for a variety of tools and resources Call the HR Service Center at or at HRServiceCenter@alticeusa.com if you still have questions Review your current coverages and consider your benefits needs for the coming year Discuss your benefits options with your family Access UnitedHealthcare s Health Plan Cost Estimator at (User ID: AlticeUSA2017, Password: Benefits2017) Use the Estimator to find the Medical Plan that best meets your needs, and Consider enrolling in a Health Care or Dependent Care Flexible Spending Account, both of which allow you to use pre-tax dollars for eligible health care and dependent care expenses 1. Log on to MyHRInfo. There are two ways to log on: Through the Internet at myhrinfo.cablevision.com, or through the link on the Company s intranet. 2. Enter your User ID and password. Your User ID is your six-digit PeopleSoft Employee ID number. This number is located on your ipay Statement. If you do not know what your Employee ID number is, please reach out to your HR Generalist. You will need an iauthenticate password to access the system. If you have a Network ID (or login for Altice USA s internal network), your iauthenticate password is the same as your Network password. If you do not have a Network password, you will need to register with iauthenticate by clicking on the Register with iauthenticate link. You will be directed to the iauthenticate Password Self Service site, where your initial password is your first and last initials in lowercase plus the last four digits of your SSN, followed by the number 99. After entering the iauthenticate Password Self Service site, follow the instructions and prompts to set up your password and security questions. If you forgot your password, click the Forgot your password link to reset your password. You will be asked to answer security questions as part of the process. You can also call the IT Service Desk at HELP.

47 47 3. Now you are ready to enroll. After you log on to MyHRInfo, select the Employee Self-Service link, Benefits, and then Health and Welfare Enrollment. This will take you to your Welcome page. You will see that your event status is Open. Click Select. You will see your Health and Welfare Enrollment Summary. Select the Edit button next to each plan to enroll or make changes to an existing election. 4. Adding or Removing Dependent(s). To add or remove dependent(s) to your Plan(s), select the Edit button next to the first plan you wish to include your dependent(s) in (e.g., Medical, Dental and/or Vision). Scroll to the bottom of the page and select the Add/Review Dependents button. To add a dependent, select Add a Dependent and enter your dependent s personal information. Please be sure to enter a Social Security number for each dependent that you intend to cover for the 2017 plan year. If you do not enter a SSN for your new dependent(s), your 2017 benefit elections will not save. When entering your dependent s SSN, please do not include dashes. Click the Save button on the bottom of the page, and then click OK. Scroll to the bottom of the page and click Return to Enrollment Dependent/ Beneficiary Summary. Repeat steps to add additional dependents OR scroll to the bottom of the page and click Return to Event Selection. Now you will see your dependent(s) listed under the Enroll Your Dependents section. This does not mean that your dependent(s) are covered under your benefits. In order to cover your dependent(s) under each benefit plan, you will need to place a check mark in the box beside the name of each dependent that you wish to include on your plans. If you do not check the box next to a dependent s name, he/she will not be covered under the benefits options you selected. You will only need to add your dependent s personal data once. If you wish to enroll your dependent under another plan, you may do so by selecting the Edit button next to each plan and marking the check box beside your dependent s name. Remember, adding a dependent under your Medical coverage does not automatically enroll that same dependent under your Dental and/or Vision coverage. PLEASE NOTE: If you wish to enroll your dependent(s) in Supplemental Term Life Insurance, you must enter your dependent s personal information by following the steps above. The Medical, Dental and Vision pages are the only areas that provide access to the Add/Review Dependents button, so you must access Supplemental Term Life Insurance through the Medical, Dental or Vision page. Once you ve saved your dependent s information, if you do not wish to enroll your dependent in Medical, Dental and/or Vision coverage, be sure you do not check the box beside his/her name. If you check the box beside a dependent s name, he/she will be listed as a covered dependent under that plan election. If you newly enroll a dependent under your coverage, you will receive a Dependent Eligibility Verification Packet from Xerox HR Solutions, who administers this process. Failure to participate in the process, either at all or in a timely fashion, or providing coverage to an ineligible dependent will lead to corrective action up to and including termination of employment. For information about enrolling your domestic partner, please contact the HR Service Center at

48 48 5. Track your elections. As you make your selections under each plan, the New line on your enrollment page will reflect your 2017 elections. If the New line does not accurately reflect your benefit plan choices, please return to the appropriate benefit option, click Edit and elect your coverage levels again. 6. Submit your 2017 elections. You must select Submit when you have completed your elections in order to save them. If you do not select Submit, your elections will not be recorded and you may not get the coverage you intended for the 2017 plan year. 7. Print your elections. After you select Submit, you will receive a message confirming that your elections have been submitted. Select OK to reach your Health and Welfare Confirmation page. If you do not see your Health and Welfare Confirmation page, your election may not have saved. Print a copy of this page as confirmation of your elections. You may be asked to provide a copy of your confirmation page if there is an issue with your election. PLEASE NOTE: You will not receive a confirmation statement in the mail. NEED HELP? HAVE QUESTIONS? Call the HR Service Center toll-free at or HRServiceCenter@alticeusa.com

49 49 Other Important Information Life Event Changes During the Year Your benefit elections will be in effect through December 31 of the year in which you enroll. The next opportunity to make new elections or changes will be during Annual Open Enrollment each fall, for coverage beginning the following January 1. You cannot change your elections during the year unless you or a covered family member experience a qualifying life event that affects your coverage under the plans and request to make a change within 31 days of the life event. Qualifying life events include: Marriage, divorce or legal separation Birth, adoption or placement for adoption of a child Death of a spouse/domestic partner or dependent A change in employment status for you, your spouse/ domestic partner or your dependent that affects health care coverage (such as changing from full-time to parttime employment or your spouse/ domestic partner or dependent commencing or terminating employment) A change in benefit status for you or your spouse/ domestic partner (such as your spouse/domestic partner losing coverage elsewhere or enrolling you as a dependent under his/her health care coverage) The end of COBRA coverage under another health plan A dependent satisfying or ceasing to satisfy plan requirements for unmarried dependents (such as age limitations or graduation from college) Entitlement to, or loss of, Medicare or Medicaid benefits In accordance with the Children s Health Insurance Program Reauthorization Act ( CHIP ), you can take advantage of a special opportunity to enroll or waive coverage under the Altice USA Benefits Program if you and/or your eligible dependent(s) either: Lose coverage under Medicaid or the Children s Health Insurance Program because you are no longer eligible, or Become eligible for an applicable state s premium assistance program under Medicaid or CHIP. Annual Open Enrollment is the only time during the year that you can make any changes to your health and welfare benefit plan elections, including adding and removing dependents, unless you have a qualifying life event and make changes within 31 days of the event. PLEASE NOTE: Enrolling in health care coverage through the Health Insurance Marketplace or losing coverage through the Marketplace is not a qualifying life event that would allow you to newly elect or newly terminate coverage under the Altice USA North Medical Plan. Special Enrollment Rights for Health and Welfare Coverage Any elections you make when you enroll for coverage will remain in effect through December 31st of the year in which you enroll. However, keep in mind the following important points: If you waive medical, dental and/or vision coverage for yourself and/or your eligible dependents when you first become eligible because you have other health care coverage, you may enroll in health care coverage at a future date if you lose that other coverage. If this happens, you may enroll yourself and/or your eligible dependents as long as you do so within 31 days of your other coverage ending. You will be asked to provide documentation indicating that your and/or your dependents coverage has terminated. This documentation must also be submitted within 31 days of the termination of your other coverage.

50 50 If you have a new dependent as a result of a marriage, birth or adoption, you may enroll the new dependent during the year, within 31 days of the event. Otherwise, you will miss your opportunity to enroll your dependent and you will have to wait until the next Annual Open Enrollment period to elect coverage for the following year. You will be asked to provide documentation as proof of the event, such as a marriage certificate, birth certificate or adoption paperwork. The date of the event (e.g., date of birth or marriage date) is day one. Acquiring a new dependent also grants special enrollment rights to you, your spouse/domestic partner or both, even if you previously declined coverage. However, special enrollment rights aren t available for other dependents who previously declined coverage or for dependents who are newly acquired for reasons other than marriage, birth, adoption or placement for adoption. If your documentation is approved, you will be able to select from all the benefits options on the same terms as they are made available to you at initial enrollment (e.g., you may choose Medical Plan Option 2, even if you are currently enrolled in Medical Plan Option 1). Please note, if you switch plans or tiers due to special enrollment rights, your deductibles and out-of-pocket maximums do not reset. You may apply year-to-date accumulated amounts toward your new plan election. To qualify for this special enrollment period, the following requirements must be satisfied: You must be either participating in the Medical Plan or eligible to enroll in it. Your dependent, as determined by the Plan s terms, must have become your dependent through marriage, birth, adoption or placement for adoption. This special enrollment right does not apply to any other qualifying life event. If you experience a Medicaid or CHIP event, you will have 60 days (instead of 31 days) from the date of the eligibility change described above to request enrollment in the Benefits Program. Please note that this 60-day eligibility period does not apply to any qualifying life event changes other than the Medicaid/CHIP eligibility change. You will be asked to provide documentation as proof of either your loss of coverage or eligibility to participate in the applicable Medicaid or CHIP program. Your change must be consistent with your qualified change in status. For example, if you get divorced, you will need to remove your ex-spouse from your existing coverage. In this situation, however, you would not be able to choose the other coverage option under the Choice Plus Medical Plan (e.g., switch from Option 1 to Option 2). Please note that if you are making any changes to your benefits outside the Annual Open Enrollment period you must provide documentation that indicates you have experienced a qualifying life event (e.g., a copy of your marriage certificate or birth/adoption certificate divorce or legal separation documentation for your child) within 31 days of the life event. HAVING A BABY? Remember to contact your HR Service Center at within 31 days of the birth to enroll your new arrival. Otherwise, you will miss out on your opportunity to enroll your newborn and you will have to pay all medical expenses out of pocket.

51 51 When Coverage Begins Eligible Full-Time and Part-Time Employees of Altice USA Coverage under the Long-Term Disability (LTD) Plan (provided you are an eligible full-time employee) and Company-provided Life and Accidental Death & Dismemberment (AD&D) Insurance plans begin on your first day of employment. Your other elections also take effect on your first day of employment, provided you enroll within 31 days (date of hire is considered first day of employment). Coverage under the Short-Term Disability (STD) Program begins 90 days from your date of hire. If you do not enroll within 31 days of your date of hire, you will not be eligible to enroll until Annual Open Enrollment occurs in the fall of 2017, for coverage beginning January 1, Your only other opportunity to enroll in coverage during the year will be within 31 days of a qualifying life event (see the Life Event section for more information).

52 52 Cost of Coverage Altice USA pays the full cost for certain benefits, such as your Basic Life Insurance and Short-Term Disability. For other benefits, you are required to either make a contribution each pay period or pay the full cost. Benefit Short-Term Disability (STD) Program Long-Term Disability (LTD) Plan (if you don t elect to pay for coverage) Basic Life Insurance* Basic AD&D Insurance Business Travel Accident (BTA) Insurance Medical Plan Dental Plan Vision Plan Supplemental Life Insurance Supplemental AD&D Insurance Group Legal Plan Who Pays When you are eligible, Altice USA provides coverage at no cost to you. You pay a portion of the cost, and Altice USA pays the majority of the cost. Generally, your cost is deducted from your paycheck before federal income, Social Security and most state and local taxes are deducted.** You pay the full cost of the group rates that Altice USA negotiates on your behalf. For vision, generally, your cost is deducted from your paycheck before federal income, Social Security and most state and local taxes are deducted.** For Supplemental Life, Supplemental AD&D and Group Legal, your contribution is deducted from your paycheck after taxes are deducted. You can also choose to pay for LTD coverage on an after-tax basis. * While Altice USA pays for this coverage, the IRS requires that Altice USA pass on the cost of any coverage exceeding $50,000 as income to employees. If this applies to you, it will be reflected on your ipay statement. ** Contributions you make for a domestic partner and/or his or her eligible dependents must be made on an after-tax basis. The cost for domestic partner coverage (minus any contributions you make for that coverage) will be reflected as income on your paycheck.

53 53 Your Eligible Pay Your eligible pay determines how much (if anything) you contribute for medical and dental coverage. For purposes of determining Medical and Dental contributions for the plan year (January 1 through December 31, 2017), your eligible pay in your first year of employment is your annual base pay rate. In successive years of employment, your eligible pay is your annual base pay as of September 30, plus any commissions you may have been paid in the twelve-month period ending September 30 of the previous year. If you are not a commissioned employee, your eligible pay is your base pay as of September 30. Overtime, differentials, bonuses, fringe benefits, incentives and any other pay you may have received either on an intermittent basis or not part of your primary compensation structure is not included in eligible pay for determining contributions for medical and/or dental coverage.

54 54 Important Notices Provisions of the Affordable Care Act (ACA) As the latest provisions of the Affordable Care Act (ACA) also known as Health Care Reform become active, all Americans will be affected to some degree. Nearly every American must have medical coverage or pay a penalty. This is known as the individual mandate. Individuals can purchase health insurance coverage through private insurance companies through the Health Insurance Marketplace, also known as the Marketplace or Public Exchange. You will be hearing more discussions in the media about the Marketplace and government subsidies which are available to help low-income individuals without employer coverage buy coverage in the Marketplace. Here is what it means for you, as an Altice USA employee. 1. Enrolling in an Altice USA North Medical Plan will meet your individual requirement to have medical coverage for 2017 and you will not be required to pay a penalty. 2. Our health plans are designed to more than meet the government requirements for affordable employee coverage and benefit value. This means that if you are eligible for our coverage, you can shop for coverage through the public health insurance Marketplace, but you and your eligible dependents generally won t qualify for a government subsidy to help pay for coverage there. 3. If you are not eligible for benefits initially, but you become eligible for coverage during the year due to the requirements of the Affordable Care Act, you will be contacted by the Benefits Department and provided a chance to enroll in the Altice USA North Medical Plan. 4. You ll generally find that Marketplace coverage is more expensive for you. That s because Altice USA pays a large share of the cost for your coverage under the Altice USA North Medical Plan, while you will generally pay the whole cost of coverage in the Marketplace. If you waive coverage under the Altice USA North Medical Plan and elect to purchase coverage through the Marketplace, you cannot re-enroll in the Altice USA North Medical Plan until the next Annual Open Enrollment period, unless you have a qualifying life event that would allow changes under the Medical Plan (e.g., marriage, birth of a child, etc.). Loss of coverage through the Marketplace is not a qualifying life event that will allow changes under the Medical Plan.

55 55 Your Prescription Drug Coverage and Medicare This notice has information about your current prescription drug coverage with Altice USA and about your options under Medicare s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare s prescription drug coverage: 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. Altice USA has determined that the prescription drug coverage offered by the Altice USA North Medical Plan Options (both Option 1 and Option 2) is, on average for all Plan participants, expected to pay out as much as does standard Medicare prescription drug coverage, and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. Women s Health and Cancer Rights Act of 1998 Solely to the extent required under the Women s Health and Cancer Rights Act (hereinafter WHCRA ), the Medical Plan will provide certain benefits related to benefits received in connection with a mastectomy. The Medical Plan will include coverage for reconstructive surgery following a mastectomy. If you or your dependent(s) (including your spouse/domestic partner) are receiving benefits under the Medical Plan in connection with a mastectomy and you or your dependent(s) (including your spouse/domestic partner) elect breast reconstruction, the coverage will be provided in a manner determined in consultation with the attending physician and you or your dependent(s) (including your spouse/domestic partner) for reconstruction of the breast on which the mastectomy was performed, surgery and reconstruction of the other breast to produce a symmetrical appearance, and prostheses and treatment of physical complications at all stages of the mastectomy, including lymphedemas. Reconstructive benefits are subject to annual plan deductibles and coinsurance provisions like other medical and surgical benefits covered under the Medical Plan.

56 56 Choose Well, Live Well There are many ways to be a smart health care consumer. It can be as simple as making sure everyone in your family gets an annual checkup, or getting information on treatment alternatives before taking action. Altice USA provides you with an array of tools and resources to help you Choose Well, Live Well. And best of all, these resources are available at no cost to you. HR Service Center The HR Service Center is your resource for any questions related to your benefits enrollment, or any other general HR Questions. Please call or HRServiceCenter@alticeusa.com to speak with an agent about your HR questions. This UnitedHealthcare website is your first stop for health and wellness information. You can find a physician, print temporary ID cards, get health tips, access the Online Health Assessment and create and maintain your Personal Health Record. Wellness360 Online Portal Wellness360 is an online portal you can access through the Company s intranet to help you get and stay healthy. There, you can sign up for health screenings and assessments, access health experts and get started on your journey toward good health. To get started, go to: Wellness360.cablevision.com or call Being overweight is associated with countless health problems, including heart disease, diabetes, breathing problems, arthritis and certain types of cancer. If your Online Health Assessment indicates that you need to lose weight, you ll be provided with resources that can help you achieve and maintain a healthy weight, including Online Health Coaching and customized health information. PERSONAL HEALTH SUPPORT Get help managing a chronic condition or complex health issue. Personal Heath Support nurses will provide you with information about your condition, help you manage your symptoms and connect you with additional resources to help you manage your health. Call

57 57 Personal Health Record Safely and securely keep track of your health history by updating your Personal Health Record. Your Personal Health Record allows you to have an easy reference for medication information, completed procedures and lab results. Plus, when you take the Health Assessment or have lab tests, all of the information you provide will be transferred directly to your Personal Health Record to make keeping track of your health even simpler. Visit to create or maintain your Personal Health Record. Virtual Visits With coverage under the Altice USA North Medical Plan, Virtual Visits help you if you feel sick and don t want to go to the doctor. With Virtual Visits, you don t have to! A virtual visit lets you see and talk to a doctor from your mobile device or computer without an appointment. Log onto and register. UnitedHealthcare Health Plan Cost Estimator This tool helps you choose the right Medical Plan option for you and your family by comparing the annual out-of-pocket costs for the health plans you are considering and, based on your geographical area, estimating what your medical expenses could be. Enter your personal information and your anticipated medical needs to see which plan works best for you. The estimates are not a guarantee of actual costs, but will help you ballpark what your costs would be based on your unique circumstances. To check out the Health Plan Cost Estimator, visit When prompted for a username, enter AlticeUSA2017. The password is Benefits2017. On Wellness360, you can sign up for health assessments to identify any health risks and help you maintain a healthy lifestyle. Log on through the company s intranet. mynurseline If you are enrolled in the Altice USA North Medical Plan and you or a covered family member would like to speak to a registered nurse about a specific health concern, you can call mynurseline or talk with a nurse online free of charge. Registered nurses can provide you with information about health conditions for both routine and urgent health concerns, medications, treatment options and more. Nurses can also connect you to resources that will help you better manage your health. mynurseline is available 24 hours a day, 7 days a week at The information you enter into your Online Health Assessment and the data in your Personal Health Record are confidential. The Online Health Assessment and Personal Health Record are managed by UnitedHealthcare, so no one at Altice USA has access to your personal results. In addition, UnitedHealthcare is required to adhere to privacy laws and regulations to ensure that your personal data is safe and protected.

58 58 Health4Me Health care resources in your hands Health4Me is an app that makes managing health care a lot simpler. You can easily access your health plan ID card, benefit amounts, account balances, and Personal Health Records even pay a doctor s bill and much more. If you enroll in the Altice USA North Medical Plan, download the Health4Me App Store or in Google Play. Healthy Pregnancy Program Get the support you need from the beginning of your pregnancy right up to delivery and beyond. A care coordinator will assess your needs and risks to match you with the level of support you require. Call to enroll. After you enroll, you can call the same phone number to speak with a maternity nurse 24 hours a day, 7 days a week. You can also visit for more information. Cancer Resource Services (CRS) Program If you (or a covered family member) are diagnosed with cancer and have questions about treatment or just need assistance or support, CRS nurses are just a phone call away. Experienced cancer nurses can help you access cancer treatment services or second opinions at cancer centers within the network. You will also have access to leading, nationally recognized cancer care Centers of Excellence, where you may receive out-of-network care at in-network rates. Memorial Sloan-Kettering Cancer Center is currently a participating center under the UHC Choice Plus network. For more information, call or visit Treatment Decision Support Registered nurses can assist you in making treatment decisions by providing you with information about your condition and treatment options to discuss with your provider. Call between 8:00 am and 11:00 pm EST, Monday through Friday. Chronic Condition Support This resource provides live one-on-one nurse support and mail-based educational materials to participants living with chronic conditions. The program targets four chronic conditions: diabetes, asthma, congestive heart failure and coronary artery disease. If you have recently been diagnosed with one of these conditions, you can also call mynurseline to learn what information is available to you. Staying healthy means taking some simple steps to a healthier lifestyle, including: Getting an annual checkup Eating a healthy diet Being physically active Maintaining a healthy weight Tobacco cessation (if applicable) Drinking alcohol only in moderation Simple yes. But not always easy. That s why Altice USA provides you with the support and resources you need to stay on track. You don t have to go it alone.

59 59 Employee Assistance Program (EAP) The EAP, administered by ComPsych, is an automatic benefit provided to all benefits-eligible Altice USA employees. It provides you and your family with objective viewpoints and expert guidance on an array of issues, including: Direct 24/7 access to a Master s-degree-level clinician who will answer your questions, and if needed, refer you to a counselor or other resources Counseling: receive up to six face-to-face sessions (per issue, per year) at no charge A comprehensive work/life resource and referral service for just about anything on your day to day to-do list, such as, elder care, child care, moving/relocation services, event planning, and more Unlimited telephonic consultation with Attorneys, Certified Financial Planners, and CPA s for support with your legal and financial questions and issues The Employee Assistance Program (EAP) can provide assistance with: Work/life balance Stress Family issues Substance abuse Financial and legal matters Eating disorders Finding nursing homes And more Help is just a phone call or a click away! ComPsych programs are free for you and your family, and all the services provided are kept confidential. Call or visit Web ID: AlticeUSA for more information. You only have 31 days following a qualifying life event to make changes to your benefits. Learn about Life Event Changes During the Year and how they can affect your coverage. You can also find information about When Coverage Begins and the Cost for Coverage.