Teva. My Teva. Benefits. Teva Employee Benefits Guide

Transcription

1 Teva Employee Benefits Guide My Teva Benefits Teva Employee Benefits Guide

2 Welcome to Teva s Employee Benefits Guide Dear Colleague: Welcome to the 2010 Teva Benefits Open Enrollment for health and welfare benefits extending from October 1 through October 31, Health and Wealth Program Changes You will be hearing more about the following updates to the Teva health and wealth programs in the coming months and throughout 2010: $0 copay on Teva brand and generic prescription drugs An increase in the 401(k) match percentage from 4% to 6% (page 27; effective January 1, 2010) A mandatory Defined Contribution of 2% to be deposited into your 401(k) account. The Defined Contribution and the 401(k) Employer Match of 6% brings the total Teva contribution to 8% Best Doctors free second-opinion service Adoption reimbursement up to $5,000 Enhanced disability benefits Online Enrollment in 2010 We are pleased to offer online benefits enrollment again in In fact, this is the third year that the enrollment process is completely paperless. This technology helps to simplify the enrollment process and increase its overall effectiveness. In addition, it allows us to do our part in helping the environment. Take Action Today All benefit-eligible employees must log onto to make benefits elections. This is your only chance to make changes to your benefits elections until this time next year, unless you experience a qualified life event change, e.g., the birth of a child or a change in family status. (See page 13 of this guide for a complete list of qualified life event changes.) Please read through the information carefully before you make your health care elections. If you have any questions after reading the enclosed information or about any part of the enrollment process, you may contact the Teva Benefits Service Center at (800) Open Enrollment is also the perfect time to update your beneficiaries for your life insurance and 401(k) by visiting and respectively. Take the Aetna Simple Steps Health Risk Assessment (HRA) Once you have finished your benefits enrollment online, we invite you and your spouse to complete the HRA through your Aetna Navigator website at and you will receive a $50 taxable gift card from Please follow the How to Enroll section on page 35 for complete details. Living Well the Power is in Your Hands During 2010, fostering good health will become an even more important part of Teva s culture. Your benefits management team will do its part by finding the best possible programs with the highest success rates. In return, we ask that you give the programs a chance to inspire you to make lifelong changes that contribute to living well. Sincerely, Your Teva US Benefits Team

3 Employee Benefits Guide 2010 Table of Contents Getting Started The Cost of Teva Benefits 4 New Benefits 4 Eligibility 4 New ID Cards 5 Guidelines for Dependents/Students 5 Health Benefits Medical 7 Best Doctors 11 Dental 12 Prescription Medication 13 Qualified Changes to Enrollment 13 COBRA Benefit 13 Health and Wellness Programs Employee Assistance Program (EAP) 15 Aetna Health Connections SM Condition Management Program 15 Fitness Center Discounts 15 Aetna Health Risk Assessment (HRA) 16 Aetna Informed Health Line 16 Aetna Discount Programs 16 Free & Clear Tobacco Cessation Program 17 Aetna Weight Management Program 17 Aetna Wellness Counseling 17 Flexible Spending Accounts Flexible Spending Account (FSA) 19 Life and Disability Insurance Basic Term Life Insurance 21 Accidental Death and Dismemberment (AD&D) 21 Optional Life Insurance 21 Optional Employee Term Life Insurance 21

4 Optional Spouse Term Life Insurance 22 Optional Dependent Children Term Life Insurance 22 Optional Term Life Insurance Rates 23 Short- and Long-Term Disability 24 Parental Leave of Absence 24 Family and Medical Leave Act (FMLA) 24 Business Travel Accident Insurance 25 Reliance Standard Travel Assistance 25 Wealth Management Programs Employee Stock Purchase Plan 27 T. Rowe Price 401(k) Plan 27 T. Rowe Price Roth 401(k) Contributions 27 T. Rowe Price College Savings Plan 28 Ernst & Young Financial Planner Line 28 Ernst & Young Financial Planning Center Website 29 Ernst & Young Survivor Financial Counseling Service 29 Additional Benefits GuidanceResources Adoption Financial Assistance Program 31 Wells Fargo Education Resources 31 American Heritage Credit Union 31 KinderCare Day Care Programs 31 MetLife Auto & Home Discount 32 MetLife Long-Term Care Insurance 32 GuidanceResources Veterinary Pet Insurance (VPI) 33 Tuition Reimbursement 33 How to Enroll How to Enroll 35 How to Take the Simple Steps Health Risk Assessment (HRA) and Receive a $50 Taxable Gift Card 43 Contact Information Teva Benefits Service Center 46 Teva Benefits Website 46 Providers/Benefits Contact Information 47

5 Getting Started The Cost of Teva Benefits Teva is committed to providing its employees with a comprehensive, yet affordable, benefits program. The company covers most of the expense associated with the benefits plan; however, you are expected to cover a small portion of the cost for you and your dependents. The amount you pay will depend on the level and type of coverage you select. Your share is automatically deducted from each paycheck for: Aetna Medical, Dental & Prescription Drug coverage Healthcare & Dependent Care Flexible Spending Account (FSA) Health Savings Account with the High Deductible Health Plan Optional Life Insurance Teva covers all costs associated with: Basic Term Life Insurance Accidental Death and Dismemberment (AD&D) GuidanceResources Employee Assistance Program (EAP) Business Travel Accident Insurance Short-Term and Long-Term Disability Free & Clear Tobacco Cessation Aetna Informed Health Line Weight Management Wellness Counseling Ernst & Young Financial Planners Baby Steps Maternity Management Enhanced Benefits for (k) Match Teva has increased its company match to 100% for up to 6% of your salary. If you contribute less than 6%, Teva will match 100% of the percentage you select. If you contribute more than 6%, Teva will match the first 6% of your salary up to the annual federal maximums. Pre-tax and Roth 401(k) are both matched. The 2% Defined Contribution continues and will be deposited into your 401(k) account in one lump sum. This, along with your 401(k) match of 6%, brings the total Teva contribution to 8%. 4 Eligibility Employees To be eligible for coverage under Teva s benefits program, you must be a Teva employee who is regularly scheduled to work 30 hours or more each week. Dependents Eligible dependents, as outlined below, may also be covered under the Medical and Dental programs: Legal spouse Domestic partner Teva defines domestic partner as two adults of the same or opposite sex who have been in a relationship of mutual caring for at least six months, reside together and share a mutual obligation for basic living expenses. To enroll, you must complete an Affidavit of Domestic Partnership Enrollment Form and submit it to your Human Resources representative after enrolling your partner online at If your covered beneficiaries are not defined as a tax dependent by the IRS, Teva must calculate the estimated fair market value of your health benefits and charge that to you as imputed income. Unmarried children under age 22 or up to age 25 if fulltime students. Unmarried, disabled children of any age. For disabled children, you must provide proof of disability within 31 days of your child s 22nd birthday (or up to the end of the month of the 25th birthday if a full-time student). IMPORTANT: During 2010, Teva will conduct a Dependent Audit. If you are married and/or have dependents, you will be asked to provide a copy of your marriage certificate, and/or your dependents birth certificates. If you do not have official copies of these documents readily available, you should begin the process of obtaining these official documents. Regarding Domestic Partners Teva will require that you provide a new Domestic Partner affidavit. When you are contacted by the Teva Benefits Service Center, you will be required to submit these documents in a timely manner. If you do not submit the requested documents, your dependents and/or spouse or domestic partner will no longer be covered under the Teva Pharmaceuticals Medical and/or Dental Plan.

6 Teva Employee Benefits Guide 2010 New ID Cards You will receive new Aetna Medical and Dental ID cards* even if you do not make any changes to your coverage. Be sure to show your new ID cards to your doctor, pharmacist and/or dentist, so they can update their billing records. *Do not dispose of your old Aetna ID cards until you have received your new ones. If you do not receive your new Aetna ID cards by the end of January 2010, contact the Teva Benefits Service Center at (800) , or log on to Aetna.com (Aetna Navigator) and request new cards. Teva Guidelines for Dependents/Students between the Ages of 22 and 25 Category of Dependent Child Dependents up to age 22 When Coverage Ends Children are covered through the end of the month in which they turn 22. Dependents 22 years old and older that are not full-time students are not covered. What Happens/Occurs: If your child is not a full-time student, you must notify the Teva Benefits Service Center of the date your child turns 22. Teva Benefits will contact the COBRA administrator to have a COBRA packet sent to the employee s home address, and the child will have 60 days to enroll in COBRA benefits. Dependents between 22 and 25 that are full-time students Children between the ages of 22 and 25 are covered under your Teva benefits, as long as they are currently enrolled as a fulltime student (at least 12 hours per semester) at an accredited university. You must notify the Teva Benefits Service Center of the dependent s student status, so that his/her benefits may continue. If at any point the dependent graduates or ceases to be a full-time student, you must notify the Teva Benefits Service Center, so that a COBRA package can be sent. Dependents between 22 and 25 that graduate from college Coverage ends on the last day of the month in which he/she graduates. If your child is not a full-time student, you must notify the Teva Benefits Service Center of the date your child graduates. Teva Benefits will contact the COBRA administrator to have a COBRA packet sent to the employee s home address, and the child will have 60 days to enroll in COBRA benefits. Dependents between 22 and 25 that are no longer enrolled as full-time students Coverage ends on the last day of the month in which he/she is no longer enrolled as a full-time student. If your child is not a full-time student, you must notify the Teva Benefits Service Center of the date your child is no longer a full-time student. Teva Benefits will contact the COBRA administrator to have a COBRA packet sent to the employee s home address, and the child will have 60 days to enroll in COBRA benefits. Full-time students over age 25 Not covered. Coverage will be terminated at the end of the month in which your child turns 25. Teva Benefits will contact the COBRA administrator to have a COBRA packet sent to the employee s home address, and the child will have 60 days to enroll in COBRA benefits. Unmarried, disabled children of any age Coverage ends on the last day of the month in which he/she no longer is a dependent. Provide proof of disability within 31 days of your child s 22nd birthday (or up to the end of the month of the 25th birthday if a full-time student). In accordance with the guidelines described above, if you fail to notify the Teva Benefits Service Center that your dependent no longer meets the rules of eligibility, understand that your dependent will not be covered. Failure to notify the Teva Benefits Service Center may also affect the COBRA eligibility status of your dependents. It is important that you understand and abide by these guidelines. 5

7 Health Benefits

8 Teva Employee Benefits Guide 2010 Medical Teva provides three options for medical coverage: Aetna High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) Aetna Choice POS II Aetna Select SM See the chart on page 10 for information about all three medical plans, or visit Aetna HDHP with HSA The HDHP with HSA combines traditional medical coverage with a tax-advantaged way to help you save for future medical expenses. It also gives you greater flexibility and choices on how you use your health care plan. What is an HDHP? It is a medical insurance plan that uses a deductible rather than copay. This plan has a higher annual deductible than our current medical plans. See mytevabenefits.com for a complete list of preventive prescriptions. Preventive care is covered at 100%. See list of covered preventive care procedures on With the exception of preventive care and preventive prescriptions, you must meet your annual deductible before the plan begins to pay benefits. The annual deductible is $1,200 for single coverage and $2,400 for family. These high deductibles are the minimum required by the IRS. The maximum annual out-of-pocket limit for those participating in Teva s HDHP plan in 2010 is $2,500 for single coverage and $5,000 for family coverage including the deductible. The HDHP network is the same as the current Aetna Choice POS II plan. And like this plan, you may choose to go to in-network or out-of-network providers. To find out if the HDHP is right for you, contact your financial adviser or an Ernst & Young financial planner at (888) They will be able to help you decide if you should enroll in the HDHP. Aetna HealthFund HSA (For HDHP participants only) Now you can control how you spend your health care dollars. With the HDHP plan, you can use your HSA to pay for qualified out-of-pocket expenses during the plan year (i.e., deductibles, over-the-counter drugs (OTC)). Or, you can keep the money in your HSA account to start saving for medical-related costs for use during retirement or for future years. To help offset the cost of the deductible, Teva will contribute annually to your HSA, providing $500 for single coverage and $1,000 for family coverage, in equal amounts each pay period (see chart below). Teva 2010 Annual Contribution Biweekly Contribution Employee Only $ 500 $ Employee + 1 (or more) $ 1,000 $ You can have a biweekly payroll deduction up to the IRS limit. This method is pre-tax and not tax-deductible when you file your taxes at the end of the year. Or, you can make periodic deposits directly to the banking institution (Chase). This method is post-tax and is tax-deductible when you file your taxes at the end of the year. Employee Only Employee + 1 (or more) IRS 2010 Annual Limit Employee Contribution Total Employee Contribution to Health Savings Account $ 3,050 $2,550 $ 6,150 $5,150 You do not have to contribute anything to the HSA. Remember, if you have a medical expense with the HDHP that exceeds the Teva contribution, you are responsible for the payment of this expense. If you want to cover your deductible exposure, you can elect to contribute up to the deductible of $1,200/$2,400. You can also contribute up to the statutory maximum (IRS 2010 Annual Limit Employee Contribution). If you are between ages 55 and 64, you can contribute an additional catch-up contribution over the IRS limit. Catch-up Contribution 2010 $1,000 7

9 Health Benefits If you are unsure what your contribution should be, contact your financial adviser or an Ernst & Young financial planner at (888) For additional information on the Aetna HSA, you can view online videos and calculators by visiting the following Aetna websites: tools/decision_tools.html Qualified Expenses Qualified expenses are defined by IRS code 213(d). These expenses include, but are not limited to: Medical plan deductibles Diagnostic services covered by your plan Over-the-counter medications See a complete list of allowable expenses on Aetna Navigator. You can get a copy of the IRS Publication 502 by calling (800) or visit the IRS website at and click Forms and Publications. You can also call the Teva Benefits Service Center at (800) Selecting your Aetna Visa Debit Card With an Aetna Visa Debit Card, you have the option of having your HSA dollars deducted directly from your account, or you can direct the payment from your account using your debit card. Use the chart below to see which option is best for you. Employee Medical Cost Estimator As you prepare to choose a medical plan, think about how much you typically use the health care system. You will maximize your health care dollars when you carefully assess how much care you need and choose a medical plan that fits those needs. Tools such as the new Medical Expense Estimator can help with this decision. The Medical Expense Estimator is a tool that can help you estimate your medical expenses for the coming year and choose a medical plan that best meets your needs. When you click on Estimate Your Medical Expenses, you choose the plans you want to compare and the dependents to be covered on the plans. Select Get Results and the system compares and generates an estimate of your medical expenses for the year on each plan, based on your typical health care use. This allows you to see how your out-of-pocket expenses will differ from plan-to-plan. 1. Select Estimate Your Medical Expenses 2. Select plans to compare and dependents to be covered 3. Select Get Results The tool can also help you estimate the amount of money you may want to put into your Health Care Flexible Spending Account, should you elect to participate. Aetna AutoDebit HSA may be the right option if you: Plan to use your HSA for out-of-pocket expenses linked with your medical and/or dental plan Like the convenience of having your health plan pay the doctor directly from your HSA Want the assurance that only eligible medical/dental expenses are paid Prefer the convenience of making a partial payment from a Visa debit card You may prefer not to elect the Aetna AutoDebit HSA if you: Plan to save your HSA dollars for future health care expenses Wish to manage the flow of your HSA dollars yourself instead of having an automated payment Have claims that could result in non-qualified expenses being withdrawn for your HSA, such as: Coverage under another medical and/or dental plan Covering a domestic partner who is not a tax-qualified dependent under your health plan 8

10 Teva Employee Benefits Guide 2010 Aetna Choice POS II When you enroll in the Aetna Choice POS II plan: You can enjoy the freedom and flexibility of using in-network and out-of-network providers You do not have to select a Primary Care Physician (PCP) You do not need a referral to see a specialist See the chart on page 10 for complete benefit details. Aetna Select When you enroll in the Aetna Select plan: Each member of your family must select a Primary Care Physician (PCP) You must use in-network providers, hospitals and pharmacies You must obtain a referral from your PCP before seeing a specialist There are no out-of-network benefits in the Aetna Select plan. See the chart on page 10 for complete benefit details. 9

11 Health Benefits Medical, Prescription and Vision Benefits Aetna HDHP with HSA Aetna Choice POS II Aetna Select In-Network Out-of-Network In-Network Out-of-Network In-Network Annual Deductible Single: $1,200 (Combined for in- and out-of-network) Family: $2,400 (Combined for in- and out-of-network) None Single: $200 Family: $400 None Teva Seeding of HSAs 2010 Maximum Annual HSA Contribution (employee and employer combined) Single: $500 Family: $1,000 Single: $3,050 Family: $6,150 Catch-up Contribution, Age 55-64: $1,000 N/A N/A N/A N/A N/A N/A Annual Out-of-Pocket Maximum Single: $2,500 Family: $5,000 Includes calendar year deductible Combined with in-network out-of-pocket None Single: $500 Family: $1,000 Excludes calendar year deductible $1,500 per Lifetime Maximum Coverage Per Person Primary Care Physician Office Visit 100% covered after deductible Unlimited Unlimited Unlimited 80% of R&C* covered after deductible $20 copay 80% of R&C covered after deductible $20 copay Specialty Care 100% covered after deductible 80% of R&C covered after deductible $30 copay 80% of R&C covered after deductible $30 copay Emergency Room 100% covered after plan deductible is met; 50% coverage for non-emergency $50 copay (waived if admitted); 50% coverage for non-emergency $50 copay (waived if admitted) Inpatient Hospital 100% after deductible 80% of R&C covered after deductible 100% coverage after $500 copay** per confinement 80% of R&C after $500 copay** per confinement, after deductible 100% after $500 copay** per confinement Outpatient Surgery 100% covered after plan deductible is met 80% of R&C covered after plan deductible is met 100% coverage after $100 copay 80% of R&C covered after deductible 100% coverage after $100 copay NEW for 2010 Teva Brand & Generic Rx Retail or Mail (After deductible) $0 copay on Generic*** $0 copay on Brand*** No Coverage Retail or Mail $0 copay on Generic $0 copay on Brand No Coverage Retail or Mail $0 copay on Generic $0 copay on Brand Retail Rx Generic: Brand: 30-day supply ( After deductible) $5 copay*** $25 copay*** No coverage 30-day supply $5 copay $25 copay No coverage 30-day supply $5 copay $25 copay Mail Order Rx Generic: Brand: 90-day supply (After deductible) $10 copay*** $50 copay*** N/A 90-day supply $10 copay $50 copay N/A 90-day supply $10 copay $50 copay Diagnostic Labs/X-rays 100% after deductible 80% of R&C after deductible 100% coverage 80% of R&C after deductible $30 copay if not part of office visit Hearing Evaluation 100% coverage for one test per calendar year 80% of R&C covered; one test per calendar year 100% coverage for one test per calendar year 80% of R&C covered; one test per calendar year 100% coverage for one test per calendar year Hearing Aids Routine Eye Exams (includes refraction) In Network 80% coverage, after deductible, for bi-lateral aids every five years; max. of $5, % coverage for one test per calendar year 80% coverage, after deductible, for bi-lateral aids every five years; max. of $5,000 80% of R&C covered; no deductible; one test per calendar year 80% coverage for bi-lateral aids every five years; max. of $5, % coverage for one test per calendar year 80% coverage, after deductible, for bi-lateral aids every five years; max. of $5,000 80% of R&C covered; one test per calendar year 80% coverage for bi-lateral aids every five years; max. of $5, % coverage for one test per calendar year Lenses and Frames $200/yr. max. for lenses, frames and contacts combined $200/yr. max. for lenses, frames and contacts combined $200/yr. max. for lenses, frames and contacts combined * Reasonable and customary ** Copay waived for maternity-related admissions *** Deductible waived for preventive Rx and prenatal vitamins 10

12 Teva Employee Benefits Guide 2010 Preventive Care Aetna HDHP with HSA Aetna Choice POS II Aetna Select In-Network Out-of-Network In-Network Out-of-Network In-Network Routine Physical Exams 100% coverage, no deductible 80% coverage, no deductible 100% coverage 80% coverage, no deductible 100% coverage Routine OB/GYN 100% coverage, no deductible 80% coverage, no deductible 100% coverage 80% coverage, no deductible 100% coverage Well-Child 100% coverage, no deductible 80% coverage, no deductible 100% coverage 80% coverage, no deductible 100% coverage Find an Aetna Network Provider Whichever plan you choose, you can check the network by selecting Find a Doctor on the Aetna website at From this option, you can search by provider name, ZIP code, county, city or type of doctor. To search under the Aetna HDHP or Aetna Choice POS II plan, choose the Open Access Plan. To search under the Aetna Select plan, choose the Standard Plan. You can also call Aetna Member Services at (800) or the Teva Benefits Service Center at (800) Retiree Health Access from Aetna Teva Pharmaceuticals USA, Inc. offers access to Pre- and Post-65 Medicare Plans through Aetna to Teva employees who are age 55 with at least five years of service. Look for more information at You can also log on to the Retiree Health Access (RHA) website at for more information. Log in as a guest to see what plans are offered to Teva employees through RHA. Use the following username and password (you will have to include your home ZIP code). Username: tevaguest Password: Tevaguest1 Click Login Enter ZIP Code Click Login as Guest If you have any questions after you have looked at the plans, contact the Retiree Service Center and Plan Administrator at (866) Best Doctors NEW for 2010 Teva Pharmaceuticals USA, Inc. is excited to offer a brand new benefit to all benefit-eligible employees and their household members. Best Doctors is a free and confidential second-opinion service. Imagine if you or one of your household members is diagnosed with a serious medical condition. Time stands still. Then come the questions: What will happen now? Is the diagnosis correct? Will the treatment be right? How can I be sure? Now you have access to a resource that can help you answer the difficult questions. If you are uncertain of a serious diagnosis or have questions about your treatment plan, Best Doctors will provide answers from world-renowned doctors. One simple phone call starts your Best Doctors Check-Up. One of their 40,000 world-renowned doctors will thoroughly review your medical case to let you know if your diagnosis and treatment plan are on target. Started in 1989 by doctors from Harvard Medical School, Best Doctors has helped thousands of people feel more comfortable about their diagnoses. Now, you too are one of millions of people who can receive clear answers about your diagnosis or treatment plan from some of the world s leading expert doctors for free. Call Best Doctors today at (866) It s a free and confidential service offered to you as part of your Living Well benefits plan. Complete Summary Plan Descriptions can be found at

13 Health Benefits Dental Teva provides two dental coverage options through Aetna: Dental Preferred Provider Organization (PPO) Low Option Dental PPO High Option Like your medical care plan choices, once you make your election, only a qualifying life-changing event will allow you to modify your choice before the next enrollment period. Provider information is available by calling Aetna member services at (877) The following summaries provide an overview of each dental option: Aetna Dental PPO Benefit Summary The Dental PPO plan provides these options: When looking for a dentist, the Teva network is within Aetna Dental PPO/PDN with PPO II Network You can go to any dental care provider you choose you do not need to select a Primary Care Dentist (PCD), and you do not need a referral to see a specialist. If you use an in-network dentist, you will pay a deductible and coinsurance, but you will not be responsible for any amount above set fees that the network has negotiated with participating dentists. Your network dentist will submit all claims for you. If you use an out-of-network dentist, you will be responsible for the annual deductible, coinsurance and any amounts above the reasonable and customary charges for your area. Aetna PPO Dental Plan Options Dental PPO Low Option Dental PPO High Option In-Network Out-of-Network In-Network Out-of-Network Annual Deductible Single: $50 Single: $50 Employee + 1: $100 Employee + 1: $100 Family: $150 Family: $150 Annual Maximum for Classes I, II, III $1,500 Per Covered Member $2,000 Per Covered Member Class I: Preventive Oral Exams, Routine, Cleanings, Fluoride Treatments, Sealants, Full mouth X-rays, Bitewing X-rays, Space Maintainers 100% Coverage 100% Coverage of R&C 100% Coverage 100% Coverage of R&C (See Summary Plan Description (SPD) for specific frequency and/or age limitations) Class II: Basic Restorative Fillings, Root Canal Therapy, Osseous Surgery, Stainless Steel Crowns, Gingivectomy, Simple Extractions, Scaling and Root Planing, Full and Partial Bony Impacts 100% Coverage After Deductible 100% Coverage of R&C After Deductible 100% Coverage After Deductible 100% Coverage of R&C After Deductible Class III: Major Restorative Crowns, Dentures, Bridges, Inlays/Onlays, Repairs to Crowns and Inlays No Coverage 60% Coverage After Deductible 50% Coverage After Deductible Class IV: Orthodontia No Coverage Children and Adult 50% Coverage No Deductible Children and Adult 50% Coverage No Deductible Lifetime Maximum Orthodontia No Coverage $2,000 Per Covered Member Complete Summary Plan Descriptions can be found at 12

14 Teva Employee Benefits Guide 2010 Prescription Medication Save-A- Copay Program As an Aetna member, you are able to receive additional savings on your medication. Under the Save-A-Copay program, members who switch from a branded product to a (non-teva) generic alternative will have their copay waived for a six-month period. At the end of this six-month period, you will then be responsible for paying the lowest applicable copay outlined in your pharmacy benefits plan. Your Primary Care Physician will need to write a prescription for a generic medication or indicate on the prescription that a branded product is not required. Best of all, you do not have to change your routine. The Save-A-Copay program is available for generic drug prescriptions at participating retail pharmacies. In addition, Aetna pre-selects eligible members, so you do not have to enroll. For a complete listing of the preferred generic medications, please visit the Aetna website at Marriage, divorce, legal separation or annulment Death of your spouse or child Birth or adoption of a child Change of your spouse s employment Change employment status for the employee Dependent achieving maximum age or a student status change Once enrolled for pre-tax contributions, your participation continues automatically from one year to the next, unless you complete the online process due to a qualified change in family status and choose not to enroll in Section 125. Note: You must notify the Teva Benefits Service Center within 30 days of the date of the change in family status. After that 30-day period, changes are not permitted until the next annual Open Enrollment. COBRA Benefit In the event you are no longer employed at Teva, you will be offered COBRA Benefits in accordance with Federal legislative requirements. If you choose to elect COBRA, the full cost of monthly premiums will be payable to a Teva thirdparty administrator (TPA) for COBRA. How to Fill Your Prescription Step 1: Visit a participating pharmacy. Choose from more than 55,000 chain and independent pharmacies. Find a participating pharmacy at or call (800) to request a directory. Step 2: Hand the pharmacist your prescription and ID card. You will receive an ID card once you enroll in the Medical plan. Step 3: Pay the appropriate amount. Visit a network pharmacy and pay a copayment for each prescription. Qualified Changes to Enrollment Employees may contribute to certain benefit programs before their wages are taxed based on Section 125 of the Internal Revenue Code. As long as certain guidelines are followed, employees never pay taxes on those contributions. Due to federal regulations, once you are enrolled, you cannot change your pre-tax contribution election for the remainder of the plan year, unless a change in family status occurs: 13 You will receive specific notification from the COBRA administrator regarding your COBRA continuation rights and a COBRA enrollment packet. Note: Domestic Partners are not eligible for COBRA. The COBRA Process: As an employee, medical and dental benefits will cover you through the end of the month following your termination date. Once Teva notifies the COBRA administrator of your termination, the administrator will send out a COBRA packet to your home address. If you want to continue medical and/or dental coverage, you must elect the benefits and return the election form to the COBRA administrator. The COBRA administrator will send you a premium invoice coupon to complete and return, with payment, to the address on the coupon. Once the COBRA administrator receives your information, it will take approximately five business days to reactivate your coverage with Aetna. Aetna will process new ID cards approximately 10 business days after your reactivation. The COBRA administrator will send you monthly premium coupons. If your premium is not received within the allotted time period, your benefits will be canceled. It is your responsibility to keep track of your payment obligations.

15 Health and Wellness Programs 00

16 Teva Employee Benefits Guide 2010 Employee Assistance Program (EAP) through ComPsych, The GuidanceResources Company What is it? Your EAP offers confidential, professional phone counseling and resources for you and your family whenever you need it to handle certain challenges in your life. These include personal and family concerns like buying a home, shopping for a car or just needing to speak to someone about what is going on in your life. Through the EAP program, you have access to five free visits per issue, per person, per year. As mandated by law, the EAP is strictly confidential. How does it work? Now and then, each of us has to face change, stress or personal issues. Here are a few reasons you might consider using the EAP: Confidential, personal counseling with professional clinicians - Personal issues - Family concerns - Work stress Other services with individual assistance - Child and elder care services - Educational information - Home improvement - Licensed attorneys - Certified financial planners - Discounts on services and products, including pet insurance, are available through ComPsych, The GuidanceResources Company website at How do I use this service? Contact your EAP provider for confidential help and solutions 24 hours a day, seven days a week at (866) Create a username and password. Click Next. When logging on in the future, enter the user name and password you created. Once you have finished entering the information, you will find a wealth of health information, child and elder care resources, colleges, attorneys and more on the site. You can even create a complete living will online at no cost. Aetna Health Connections SM Condition Management Program What is it? If you have been diagnosed with a disease or illness, you can count on Aetna to provide support when you need it most. Talk to a professional over the phone about treatment plans and personal goals. This program supports 30 conditions, including: Vascular disease (e.g., diabetes, hypertension) Pulmonary disease (e.g., asthma) Orthopedic (e.g., osteoporosis) Oncology (e.g., breast cancer, prostate cancer) Gastrointestinal (e.g., chronic hepatitis) Neurologic (e.g., migraines, seizure disorders) Other (e.g., kidney disease, low back pain) How does it work? After you are identified as an eligible participant, based on your claims information, you will receive a program letter in the mail. A nurse will then call you to offer assistance on reviewing the treatment plan or any information on your condition. This service is strictly confidential. How can I use this service? You can submit your request by logging on to or calling (866) Fitness Center Discounts You can also access GuidanceResources Online, by logging onto Click I Am a First-Time User. Enter the Teva Company ID, EAP4Teva. 15 LA Fitness Teva employees have a less expensive and easier way to stay in shape through LA Fitness. Teva will cover the enrollment fee for your fitness center membership up to

17 Health and Wellness Programs a $149 initiation fee. Your membership gives you access to exercise equipment, classes and fitness training. Contact your Human Resources representative for a coupon. Pennsylvania, New York and California employees need to contact your local Health & Wellness Center to obtain a coupon. GlobalFit You also have access to a discounted gym membership through GlobalFit. Log on to to view details about fitness clubs in your area, rates and features. You can register for a membership online or call (800) Aetna Health Risk Assessment (HRA) What is it? The secure and confidential HRA is an online questionnaire designed to help identify your health needs based on your health habits and medical history. Once you complete the HRA, you will receive an easy-to-understand Health Report and Health Summary that you can share with your doctor. In addition, employees and their spouses who take the HRA will be eligible to receive a $50 taxable gift card. How does it work? After creating a username and password and completing the HRA, you will be offered a four- to six-week program that is tailored to your specific health needs. The program will help you, step-by-step, make positive changes to your lifestyle through interactive tools and reliable information. For example, the program can help you to stay fit, relieve stress and make healthy choices. See How to Take the Simple Steps HRA on page 43 and follow the instructions to learn how to get your $50 taxable gift card. After you take the HRA, it will take approximately four to six weeks until you receive the from with your gift card information. 16 Aetna Informed Health Line What is it? Do you have a health question? Call Aetna s Informed Health Line and talk to a registered nurse to get your answer. This service is strictly confidential. How does it work? As an Aetna member, you also have access to the Audio Health Library that addresses over 5,000 health topics, with the option to be transferred to a registered nurse at any time. How can I use this service? Access the Informed Health Line 24 hours a day by calling (800) Aetna Discount Programs What is it? You can save money by receiving discounts on the following programs: Aetna Natural Products and Services SM Program: Save on services not typically covered by insurance, such as acupuncture, dietetic counseling and massage therapy. Aetna Weight Management Program: Join the Jenny Craig weight-loss program and receive a free, 30-day membership and discounts on 6- and 12-month programs. Hearing Discount Program: Discounts on hearing exams, hearing aids and repairs plus free follow-up services for one year. Fitness Program: Free enrollment and discounts on fitness center memberships through GlobalFit. Aetna Vision Discounts: Discounts on eyeglasses, contacts and LASIK services. How can I use these services? You can learn more about these discounts by visiting Log on to your account by using your username and password, then click on Benefits and Health Programs.

18 Teva Employee Benefits Guide 2010 Free & Clear Tobacco Cessation Program What is it? Do you need help to quit smoking? The Free & Clear Tobacco Cessation Program will help you through the entire process, so you can reach your goal of being completely smoke-free. Based on 20 years of research and experience, this program has helped thousands of people kick the habit, and now it can help you live a healthier life. How does it work? Enrollment in this program includes one-on-one, telephonebased treatment sessions with a Quit Coach scheduled at times that are convenient to you, as well as unlimited toll-free access to a Quit Coach for the duration of your treatment. You will also receive the following: Delivery of an eight-week supply of nicotine replacement, such as patches or gum Recommendations on type, dose and duration of medication, if appropriate A Quit Kit containing materials designed to help you quit through active self-management The program is confidential and available at no cost to you, your spouse and your dependents age 18 or older. How can I use this service? For more information about the program or how to enroll, call toll-free (866) QUIT-4-LIFE or (866) Aetna Weight Management Program How does it work? Once you sign up for the program online, you will receive a pedometer to keep track of your activities, a coupon for a weight-loss center and 24-hour access to a nurse helpline. Based on your specific risk factors and body mass index (BMI), which you will enter online, you could also be eligible for phone access to a weight-loss therapist. How can I use this service? Go to Log on and go to Access Your Health with Simple Steps To A Healthier Life. Click Yes if you would like to participate in the program. Aetna Wellness Counseling What is it? This program offers one-on-one support from a team of registered nurses, dietitians and professional health educators, plus a variety of resources to lower your risk factors and improve your overall health. It is like having your own personal health coach. How can I use this service? Go to Log on and go to Access Your Health with Simple Steps To A Healthier Life. Complete the online health assessment. Agree to be contacted by a Wellness Counselor. What is it? With the confidential Aetna Weight Management program, nurses, dietitians and health coaches can help you lose weight. But, more importantly, they can also help you improve your overall health by helping you lower your risk of high blood pressure and heart disease. Your personal assessment, based on your body mass index (BMI), is used to create a personalized program to meet your specific needs. 17

19 Flexible Spending Accounts 00

20 Teva Employee Benefits Guide 2010 Flexible Spending Account (FSA) The purpose of an FSA is to allow you to set money aside on a pre-tax basis to cover expenses that are not otherwise covered under a traditional medical, dental or vision plan. Teva now offers three types of FSAs to help you save money Limited Health Care, Health Care and Dependent Care. If you have enrolled in the HDHP with HSA, you can also enroll in the Limited Health Care FSA. Keep in mind: The FSA plan year runs from January 1 through December 31. You have until March 31 to submit claims for the plan year ending December 31. Carefully plan the amount of the funds allocated to the account, as any unused funds will not be refunded; in other words, use it or lose it. Modeling tools on mytevabenefits.com. Limited Expense Health Care Flexible Savings Account (LEX HCFSA) A LEX HCFSA is a money-saving option available to employees who are enrolled in the Aetna HDHP with HSA. Unlike a standard health care FSA that cannot be used in conjunction with an HSA, Aetna Limited FSA works with your HSA, giving you two ways to save pre-tax dollars for out-of-pocket medical expenses. Please note: The LEX HCFSA reimburses only for vision, dental and preventive care expenses, such as: Dental treatment and orthodontia such as fillings, X-rays, braces, caps and mouth guards Eyeglasses, contact lenses, solutions and supplies LASIK eye surgery Preventive care services in excess of your plan If you are unsure what your contribution should be, contact your financial adviser or Ernst & Young financial planner at (888) They will be able to assist you in making a decision on how much to contribute to your LEX HCFSA. Health Care FSA If you select the Health Care FSA, you may elect to contribute up to $5,000 (minimum $120) between January 1 and December 31. That equates to $ biweekly, should you choose to contribute to the maximum amount allowed. You can also elect the option of automatic claim reimbursement, called streamline, through your Aetna provider. Examples of eligible expenses are: Copays LASIK Surgery Over-the-counter medications Deductibles Eyeglasses A complete list of eligible and non-eligible expenses can be found online at spendingaccounts/healthfsa/healthcarefsa.html or by calling the Teva Benefits Service Center at (800) Dependent Care FSA This FSA allows you to direct a part of your pay, on a pre-tax basis, into a special account that can be used throughout the year to reimburse yourself for certain eligible dependent care expenses, like daycare and summer camp expenses. A list of these expenses may be found online at Depcarefsa/dependentcarefsa.html. The minimum annual contribution is $120 and the maximum is $5,000. You may use the dependent care reimbursement funds to pay for dependent care services related to any or all of the following dependents: A tax dependent of yours under the age of 13 Note: The day your child turns 13, daycare expenses are no longer eligible. This does NOT qualify as a life-changing event, and you cannot adjust your elections midyear. You will need to plan accordingly. Any other tax dependent of yours who is physically or mentally incapable of self-care and has the same principal residence as you. Your spouse who is physically or mentally incapable of self-care and has the same principal residence as you. 19

21 Life and Disability Insurance 00

22 Teva Employee Benefits Guide 2010 Your family can count on your income while you are employed, but it is important to plan for their financial security in the event of your death or serious injury. Teva provides Basic Term Life, Accident and Disability Insurance coverage at no cost to you. Basic Term Life Insurance In the event of your death while you are a Teva employee, the plan will pay your beneficiary a benefit of two times your annual salary (rounded up to the next $1,000), up to a maximum of $1,000,000. Accidental Death and Dismemberment (AD&D) If you die as a result of a covered accident, the plan will pay your beneficiary a benefit of two times your annual salary (rounded up to the next $1,000) up to a maximum of $1,000,000. (In the event of dismemberment in relation to a covered accident, you obtain benefits based on an established schedule of benefits.) Optional Life Insurance To help protect your family, you may want to purchase additional life insurance for yourself, your spouse and/ or your children. Optional insurance provides additional coverage to the Basic Term Life Insurance that Teva provides. You are responsible for premiums. They will be deducted from your paycheck on a post-tax basis. During this 2010 Open Enrollment period, all Teva employees and spouses can enroll in Optional Life Insurance, provided by our new carrier Matrix/ Reliance Standard, for the first time or increase their current coverage up to the Guarantee Issue. Note: This is a one-time-only chance to enroll in Optional Life up to the Guarantee Issue without providing Evidence of Insurability (EOI) or going through medical underwriting. Optional Employee Term Life Insurance You may purchase additional Optional Employee Term Life Insurance in the following amounts, not to exceed five times your annual salary or $1,000,000, whichever is less. In addition, your Basic Life and Optional Life Insurance is subject to a combined maximum of $2,000,000 based on the $50,000 rounding rule (see below for explanation). Option 1: $ 50,000 Option 7: $600,000 Option 2: $100,000 Option 8: $700,000 Option 3: $200,000 Option 9: $800,000 Option 4: $300,000 Option 10: $900,000 Option 5: $400,000 Option 11: $1,000,000 Option 6: $500,000 $50,000 Rounding Rule: Example 1: Example 2: Annual income (multiplied by insurance, not to exceed five times your salary) $30,000 x 5 = $150,000 You may elect Option 2 for $100,000 (or less) Annual income (multiplied by insurance, not to exceed five times your salary) $40,000 x 5 = $200,000 You may round up to Option 3 for $200,000 (or less) If you are a new hire and electing amounts of Optional Employee Term Life Insurance over $300,000, you must complete an EOI Form. This form can be found at If you elect to purchase Optional Employee Term Life Insurance after your initial enrollment period, you will need to submit an EOI Form for all options. Complete Summary Plan Descriptions can be found at 21

23 Life and Disability Insurance Optional Spouse Term Life Insurance You must buy Optional Term Life Insurance for yourself in order to purchase it for your spouse. Optional Life Insurance for your spouse cannot exceed 50% of the amount you choose for yourself. If you have just joined Teva and are electing Optional Spouse Term Life Insurance in amounts over $50,000 (Options 3, 4, 5, 6 and 7), you must complete an EOI Form found on If you elect to purchase Optional Spouse Term Life Insurance after your initial enrollment period, you will need to submit an EOI Form for all options. Option 1: $ 25,000 Option 5: $200,000 Option 2: $ 50,000 Option 6: $250,000 Option 3: $100,000 Option 7: $300,000 Option 4: $150,000 Optional Dependent Children Term Life Insurance You must buy Optional Term Life Insurance for yourself in order to purchase life insurance for your children. You may choose Optional Life Insurance for your children in the following amounts: Option 1: $5,000 per child Option 2: $10,000 per child No matter how many children you have, all of your children between the ages of 14 days and 22 years are covered at the amount you select. Children who are full-time students are eligible for coverage until age 25. Note: Domestic partners or their children are not eligible to participate in Teva s Optional Life Insurance benefit. 22

24 Teva Employee Benefits Guide 2010 Optional Term Life Insurance Rates Optional Employee-Paid Term Life Insurance for Employees and Spouses (Biweekly rates for employees and spouses) $25,000 $50,000 $100,000 $150,000 $200,000 $250,000 $300,000 Under 30 $0.69 $1.38 $2.77 $4.15 $5.54 $6.92 $ $0.92 $1.85 $3.69 $5.54 $7.38 $9.23 $ $1.04 $2.08 $4.15 $6.23 $8.31 $10.38 $ $1.38 $2.77 $5.54 $8.31 $11.08 $13.85 $ $2.08 $4.15 $8.31 $12.46 $16.62 $20.77 $ $3.12 $6.23 $12.46 $18.69 $24.92 $31.15 $ $4.96 $9.92 $19.85 $29.77 $39.69 $49.62 $ $7.62 $15.23 $30.46 $45.69 $60.92 $76.15 $ Over 74 benefit: $16,250 $32,500 $65,000 $97,500 $130,000 $162,500 $195,000 biweekly: $9.53 $19.05 $38.10 $57.15 $76.20 $95.25 $ benefit: $10,000 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 biweekly: $9.51 $19.02 $38.03 $57.05 $76.06 $95.08 $ benefit: $6,250 $12,500 $25,000 $37,500 $50,000 $62,500 $75,000 biweekly: $5.94 $11.88 $23.77 $35.65 $47.54 $59.42 $71.31 $400,000 $500,000 $600,000 $700,000 $800,000 $900,000 $1,000,000 Under 30 $11.08 $13.85 $16.62 $19.38 $22.15 $24.92 $ $14.77 $18.46 $22.15 $25.85 $29.54 $33.23 $ $16.62 $20.77 $24.92 $29.08 $33.23 $37.38 $ $22.15 $27.69 $33.23 $38.77 $44.31 $49.85 $ $33.23 $41.54 $49.85 $58.15 $66.46 $74.77 $ $49.85 $62.31 $74.77 $87.23 $99.69 $ $ $79.38 $99.23 $ $ $ $ $ $ $ $ $ $ $ $ benefit: $260,000 $325,000 $390,000 $455,000 $520,000 $585,000 $650,000 biweekly: $ $ $ $ $ $ $ benefit: $160,000 $200,000 $240,000 $280,000 $320,000 $360,000 $400,000 biweekly: $ $ $ $ $ $ $ Over 74 benefit: $100,000 $125,000 $150,000 $175,000 $200,000 $225,000 $250,000 biweekly: $95.08 $ $ $ $ $ $ Optional Employee-Paid Term Life Insurance for Children (Biweekly rates) $5,000 $0.23 biweekly $10,000 $0.46 biweekly 23

25 Life and Disability Insurance Short-Term Disability (STD) What is it? If you are temporarily unable to work, STD coverage helps protect one of your most valuable assets your income. How does it work? STD coverage protects your income in the event of a nonoccupational injury or illness. The plan pays 100% of your weekly salary up to eight weeks after you have satisfied your seven-day waiting period. After the waiting period has been satisfied, days eight through 90 are administered by Matrix Absence Management (Matrix). During weeks ten through 13, the plan pays 66.67% of your weekly salary if you are unable to perform the duties of your own occupation solely because of an injury or illness. Certain states where Teva employees are located (e.g., New York, New Jersey, Hawaii, Rhode Island and California) have special benefit rules that apply. Note: Any disability claim must be certified in writing by a specialist physician and be supported by objective diagnostic testing and appropriate treatment plans. How can I use this service? For more information, call the Teva Benefits Service Center at (800) or visit To file an STD claim, contact Matrix at (877) or visit Long-Term Disability (LTD) What is it? LTD benefits begin at the end of the STD coverage. If you qualify for LTD benefits, the plan pays 60% of your gross base earnings up to a maximum monthly benefit of $20,000. The LTD plan is insured by Reliance Standard. How can I use this service? Other important details about disability income coverage are available to you by calling the Teva Benefits Service Center at (800) or visiting the Teva Benefits website at Matrix will automatically begin the process of filing with Reliance Standard for Long Term Disability benefits 45 to 60 days into your STD claim. Parental Leave of Absence Teva recognizes the importance of taking time off work to care for and bond with a new child in the family. Parental leave is available to biological parents, female and/or male adoptive parents and domestic partners. Female employees are eligible for 100% of base pay for eight consecutive weeks counted concurrently with Short- Term Disability and family medical leave. Following the birth of a child, male employees are eligible for 100% of base pay for one week. Adoptive parents are eligible for 100% of base pay for one week for domestic adoption and two consecutive weeks of paid leave for international adoption. See the Parental Leave Policy on the Teva Intranet. Family and Medical Leave Act (FMLA) Teva recognizes the occasional need for employees to have time to participate in early child rearing, care of family members who have serious health conditions and care for your own serious health conditions. Under Federal Regulations, FMLA allows eligible employees to take up to 12 weeks of unpaid time-off for the birth, adoption or placement of a foster child; care of a spouse, son, daughter, parent, parent-in-law or domestic partner who has a serious health condition; or because the employee is unable to perform the functions of his/her positions due to a serious health condition. You can see the policy on the Teva Intranet. Note: FMLA unpaid time off is counted concurrently with STD and Parental Leave of Absence. To file for FMLA, contact Matrix at (877) or visit 24

26 Teva Employee Benefits Guide 2010 Business Travel Accident Insurance See mytevabenefits.com for information about this Living Well benefit. Reliance Standard Travel Assistance What is it? As an added feature to your benefits package, you are covered for all pleasure travel for you, your spouse and dependents. This program is made available to you through Reliance Standard Life Insurance Company, with the travel assistance services provided by On Call International (On Call). The On Call staff is available 24 hours a day, 365 days a year to ensure that you obtain appropriate emergency travel assistance. How can I use this service? Always carry your On Call wallet card with you whenever you travel. You can get more information about On Call at or contact your local Human Resources representative. Call (800) (In the United States, toll-free) or (603) (Worldwide, collect). * Emergency medical transportation services are subject to a maximum combined single limit of $250,000. Return of vehicle is subject to $2,500 maximum limit. On Call is a 24-hour, toll-free service that provides a comprehensive range of information, referral, coordination and arrangement services designed to respond to most medical care situations and many other emergencies you may encounter when you travel. Key travel assistance services: Pre-trip assistance Emergency medical transportation* Emergency personal services Medical referrals for local physicians Medical case monitoring Recovery of lost or stolen luggage For a complete description of all services and the program terms and limitations, please refer to the Description of Covered Services document. How does it work? To be eligible for services, you must be traveling more than 100 miles from home or in a foreign country. This service does not replace your health insurance. At any time before or during a trip, you may contact On Call for emergency assistance services. On Call also offers pre-trip assistance including passport/visa requirements, foreign currency and weather information. 25

27 Wealth Management Programs 00

28 Teva Employee Benefits Guide 2010 Employee Stock Purchase Plan (ESPP) You are eligible to participate in the Teva ESPP, which allows you to invest up to 10% of your eligible earnings to purchase common shares of Teva Pharmaceutical Industries Limited stock at 85% of market value. All Teva employees are eligible to participate in this voluntary program and may enroll in it quarterly. If you wish to enroll or change your payroll deduction, print out the ESPP Enrollment Form at and return it to your local Human Resources representative. The Internal Revenue Service (IRS) only allows each eligible participant to have a total ESPP contribution each year of up to $25,000 that includes any money the employer contributes. In the case of Teva Pharmaceuticals USA, Inc., each employee can contribute up to $21,250 each calendar year. How can I use this service? For questions about your personal account, contact Computershare at (877) You can also visit By clicking on the Employee Stock Purchase Plan link, you can learn more about: Plan Enrollment learn how to participate in the plan on a quarterly basis Contributions understand what levels of your pay you can contribute toward the purchase of common shares of stock Order Placement see how to place a sales transaction T. Rowe Price 401(k) Plan NEW for 2010 You can contribute between 1% and 75% of your salary to your 401(k) account. Teva will match your contributions in the following ways: Teva matches your contributions at 100% up to the first 6% you contribute at which time you are immediately vested If you contribute less than 6%, Teva will fully (100%) match that percentage If you contribute more than 6%, Teva will match the first 6% of your salary The 2% Defined Contribution will be deposited into your 401(k) account in one lump sum This contribution is automatic even if you do not participate in the 401(k) plan To be eligible for the Defined Contribution, you must be employed at the end of the plan year and have worked at least 1,000 hours There is a three-year cliff vesting schedule The Defined Contribution and the 401(k) Employer Match of 6% brings the total Teva contribution to 8% Contribution Limits The maximum employee contribution allowed by the IRS for 2009 is $16,500. If you are 50 years old or older, you can make up to $5,500 in catch-up contributions in 2009 in addition to the $16,500 annual maximum. To learn more about this financial service, visit T. Rowe Price Roth 401(k) Contributions What is it? Teva offers another way to contribute to your retirement account. Making this choice to switch from all before-tax contributions, to all after-tax Roth 401(k) contributions, depends on your personal preferences and factors, such as your age, current tax rate and retirement tax rate. How does it work? Before-tax contributions, the traditional way to contribute to your retirement, allow for your contributions to grow taxdeferred because they lower your current taxable income. When you retire, your withdrawal is taxed. Roth 401(k) contributions, as opposed to the traditional way to contribute, are made with money that you have already paid taxes on, or after-tax dollars. With this choice, your earnings grow tax-deferred. Also, you do not have to pay taxes on your earnings when you take a qualified distribution.* 27

29 Wealth Management Programs To help you decide if this is the right service for you, consider your answers to the following questions: Can you afford to contribute the same amount to your retirement account without getting an immediate income tax break? Do you prefer tax-free earnings in the future to an income tax break now? If you answered yes to both of these questions, you may want to consider making Roth contributions. *A qualified distribution is tax-free if taken at least five years after the year of your first Roth 401(k) contribution and you have reached age 59½, become totally disabled or died. If your distribution is not qualified, any withdrawal from your account will be partially taxable. These rules apply to Roth distributions only from employer-sponsored retirement plans. Additional plan distribution rules apply. How can I use this service? Provided that you take qualified distributions, the earnings your Roth contributions generate can be tax-free when they are distributed to you from the plan. Therefore, the strongest financial advantage of Roth contributions is their potential ability to provide more spendable income in retirement than before-tax contributions. Static portfolios This option allows funds to be allocated in specific ranges of equity, fixed-income, balanced or money market portfolios. The funds remain in the same investments throughout the savings period. You create an investment schedule, and, with the Automatic Asset Builder, you may have money transferred automatically from your bank account into your investment account. At any time, you may also complete a distribution request form to withdraw or redistribute funds from your account. The funds in your College Savings Plan can be used to pay for tuition, fees, books, supplies and any equipment required for the specific educational program. And, if the beneficiary is at least a half-time student, the funds may be used to cover room and board expenses. How can I use this service? Saving ahead of time can be a great help when it comes time to cover educational expenses. For more information about the College Savings Plan, call a T. Rowe Price specialist at (800) Monday through Friday between 7 a.m. and 10 p.m. Eastern Time. To speak with a T. Rowe Price specialist, call (800) Monday through Friday between 7 a.m. and 10 p.m. Eastern Time. T. Rowe Price College Savings Plan What is it? The T. Rowe Price College Savings Plan is a national college savings plan intended to pay for higher education at almost any college, university and graduate, vocational or technical school in the country. The primary purpose of the plan is to provide an opportunity to invest on a tax-advantaged basis for the future payment of an education. How does it work? You can choose from these investment options: Enrollment-based portfolios This option includes a mix of investments, including stocks, bonds and money market accounts and allocates funds based on the beneficiary s specific college enrollment date. As the enrollment date approaches, investments will become more conservative. 28 Ernst & Young Financial Planner Line What is it? This program provides unlimited access to financial planners who are trained in Teva s benefits and related programs at no cost to you as a Teva employee. These planners act as guides to help you understand and maximize Teva s investment in its benefits and resources. How does it work? You can speak with a financial planner Monday through Friday from 9 a.m. to 8 p.m. Eastern Time. At all other times, leave a message and a representative will call you back the next business day. Your Ernst & Young financial planner will help you to: Participate in your benefits plan appropriately Understand how to integrate company benefits with your own planning needs

30 Teva Employee Benefits Guide 2010 Save enough and plan for competing financial objectives Exercise proper asset allocation Preserve funds for retirement How can I use this service? Speak confidentially to a financial planner by calling Ernst & Young at (888) This is a company-paid program, and there is no limit to the number of times you can call. You can continue working with the same Ernst & Young financial planner on subsequent calls. Ernst & Young Financial Planning Center Website What is it? This resource supports the Financial Planner Line, providing calculators that enable instant, on-screen financial projections to help you better understand your long-term financial situation. Ernst & Young Survivor Financial Counseling Service What is it? Receive financial counseling for you, your spouse or domestic partner during a terminal illness and following a death. How does it work? The Financial Planner Line associates will help the employee, spouse or domestic partner during the illness and once the death occurs. A financial planner will also help your family make well-informed decisions about Teva benefit plans, taxes, cash flow, investments and other financial matters. How can I use this service? Contact a financial planner by calling the Financial Planner Line at (800) How does it work? After using the calculators on the website, you can print a hard copy of the results. If you need any help with interpreting these results, please feel free to contact the Financial Planner Line. The website also includes an interactive newsletter, online articles, weekly financial tips and links to state tax agencies. How can I use this service? Access the Financial Planning Center at Use TRP as your company code and TRP2005 as your company program. 29

31 Additional Benefits

32 Teva Employee Benefits Guide 2010 GuidanceResources Adoption Financial Assistance Program How does it work? In addition to the adoption referral services that the GuidanceResources Company provides, Teva will reimburse you for eligible adoption expenses up to $5,000 per child. Eligible expenses include legal fees and travel costs. How can I use this service? The reimbursement form and instructions on how to file can be found on or For more information, contact the GuidanceResources Employee Assistance Program at (866) Wells Fargo Education Resources What is it? The Wells Fargo education program provides a complete line of educational and financial resources designed to help you reach your goals. You and your family members are eligible to take advantage of these benefits: College search options to help you find the schools that best meet your needs A scholarship search engine, stocked with information about available scholarships valued at nearly $5 billion A college planner, interactive student loan calculator and many other tools How can I use this service? For more information, visit student/planning/scholarships. American Heritage Credit Union What is it? A credit union is a cooperative, not-for-profit financial institution organized to promote thrift and provide credit to members. It is member-owned and controlled through a board of directors elected by the membership. The board serves on a volunteer basis and may hire a management team to run the credit union. The board establishes and revises policies, sets dividend and loan rates and directs certain operations. This results in a safe, convenient place where members can save and borrow at a reasonable rate. The credit union exists to benefit you, not to make a profit. How does it work? By depositing $15 into a share/savings account and maintaining this minimum balance, you become a member and have access to all of the services. Membership is for life. If you change jobs, relocate or retire, you can retain your membership, as long as your account remains active and in good standing. How can I use this service? For more information, please see the link on the Teva Intranet, or you can go directly to the American Heritage website at KinderCare Day Care Programs Infant and Toddler Priority Use With the heavy demand for quality infant and toddler care, we realize that many centers across the United States have waiting lists for these age groups. We have partnered with KinderCare to provide Priority Access into all classrooms across the country. This means that if there is a waiting list at your community-based KinderCare center, your child will be moved to the top. 31 While we are happy to provide this benefit with KinderCare Learning Centers, you have the ultimate responsibility to determine the appropriate child care services for you and your family based on your personal needs.

33 Additional Benefits Kindercare Tuition Discount (for pre-school to school-age children) We know that taking care of your children and working a full-time (or part-time) job is not easy. That is why, as part of our continuing efforts to provide a stable work/life balance and become a great place to work, we have teamed with the largest national child care provider to offer you a costfriendly alternative to your child care needs. Every Teva employee will be eligible to receive a discount on standard weekly child care tuition rates at all communitybased KinderCare centers nationally. The program will provide a 10% discount on pre-school through school-age weekly tuition rates, whether it is on a full-time or part-time basis. How can I use this service? Visit KinderCare s website at or call (888) You can also klcdiscounts@klcorp.com. MetLife Auto & Home Discount Teva is offering a unique voluntary benefit program from MetLife Auto & Home. Through this program, you can apply to purchase auto, home and other property and liability insurance. This program offers you more than quality insurance other advantages include special group rates, hassle-free payment options and personalized service. You also have the opportunity to compare the benefits of policies available through this program with your current insurance. For quick, free quotes, call (800) GET-MET 8 or (800) MetLife Auto & Home is a brand of Metropolitan Property and Casualty Insurance Company and its affiliates: Metropolitan Casualty Insurance Company, Metropolitan Direct Property and Casualty Insurance Company, Metropolitan General Insurance Company, Metropolitan Group Property and Casualty Insurance Company, and Metropolitan Lloyds Insurance Company of Texas, all with administrative home offices in Warwick, RI. Coverage, rates, and discounts are available in most states to those who qualify. L [exp0910][All States] 2009 MetLife Auto & Home. MetLife Long-Term Care Insurance What is it? As an eligible employee, you can take advantage of MetLife s Long-Term Care Insurance, which helps to protect financial freedom when you may need it most. In the event of an accident or premature illness, this coverage helps you to protect your assets and maintain your independence by having the ability to receive care without being a burden on your family or loved ones. By being able to choose the right care for you, Long-Term Care Insurance can help you use your retirement savings for the purpose it was intended your retirement. Who is eligible? Employees Spouse or domestic partner Parents, in-laws, grandparents, step-parents and children over 18 years old How does it work? This benefit gives you access to a variety of policy options and discounted premiums. How you choose to pay for longterm care is a personal financial decision. You can use your savings or your insurance to cover potential long-term care expenses. Using your savings means you will likely need to start saving today for care you might need in the future. Using Long-Term Care Insurance allows you to pay a suitable premium and have coverage in place if and when you need it. MetLife Long-Term Care Insurance also offers: Coverage for care received in assisted living/ residential care facilities and nursing homes. Certified Long-Term Care Insurance Consultants to provide individual consultation. Up to 35% off premiums through use of Employer, Spousal, Marital and Residential discounts. How can I use this service? Contact DiBroker at (800) or send an to info-east@dibroker.com. 32

34 Teva Employee Benefits Guide 2010 If you would like to view a PowerPoint presentation about the MetLife Long-Term Care program, simply log on to GuidanceResources Veterinary Pet Insurance (VPI) What is it? VPI is a program that helps owners pay for their pet s health expenses. How does it work? A VPI policy helps pay for your pet s surgeries, lab fees, treatments, X-rays and more. Plus, you can choose to visit any licensed veterinarian or specialist worldwide. How can I use this service? Sign up through ComPsych and receive a 5% discount on the cost of the base policy premium. Log on to or call (877) Tuition Reimbursement What is it? In support of employee educational pursuits, Teva provides an uncapped reimbursement for approved tuition expenses. In accordance with IRS guidelines, reimbursements up to $5,250 are exempt from federal taxes. Reimbursements in excess of $5,250 are subject to federal tax withholdings. Additionally, some state taxation laws may apply to all reimbursements. Employees enrolled to take courses should attend the courses before or after regularly scheduled work hours, in order not to interfere with their normal work schedule. It is the employee s responsibility to consider this aspect when selecting a school or program. Exceptions require the approval of your immediate supervisor. Discuss your educational objectives with your supervisor and see how these objectives relate to your current and future employment. To receive detailed information about this benefit, see the Human Resources Policy section on the Teva Intranet. 33

35 How to Enroll

36 Teva Employee Benefits Guide 2010 Accessing The Teva Benefits Website Go to during Open Enrollment or to access benefit information at any time during the year. Returning Visitor If you enrolled in benefits via mytevabenefits.com during Open Enrollment last year or you were a new hire during 2009, use your username and password to log in to the website. Then go to page 37 to begin the enrollment process. If you forgot your username and/or password go to page 36. First-Time Users If this is your first visit to the site, go to and select Are You a First Time Visitor? First-time user authentication is a two-step process: Step 1: Fill in the required fields and click Continue. Step 2: Create your own username, password and password hint and click Register. Upon successful registration, return to the login screen and enter your new username and password to log onto the website. About Usernames A combination of 6 to 12 letters and/or numbers must be used Special characters may not be used, such as #, % Usernames may not contain spaces Usernames are not case sensitive About Passwords A combination of 6 to 12 letters and/or numbers must be used Special characters may not be used, such as #, % Passwords may not contain spaces Passwords are case sensitive Passwords may not contain the user s complete first or last name Your last four passwords must be unique 35

37 How to Enroll About Password Hints Your password hint is a question or a phrase you enter that is designed to help you remember your password. For example, if your password is GREEN, your hint may be: What is my favorite color? Forgot Username/ Password If you have forgotten your username or password, click Forgot Username/Password? from the login screen. After entering the required information, click Submit. You will next view a screen that provides your username and password hint. If you can recall your password, select Continue to proceed to the login screen. If you cannot recall your password, click Reset Password to create a new one. Reset Password To reset your password, enter a new password, confirmation and password hint and click Submit. 36

38 Teva Employee Benefits Guide 2010 Welcome Screen After entering your username and password, you will view the Welcome screen. During Open Enrollment, this screen will provide detailed directions about the enrollment process. To learn more about any benefit, click on the name of the benefit in the left navigation bar. Benefits at a Glance Select Benefits at a Glance on the left navigation bar to view available benefits, per payperiod costs and related content links. 37

39 How to Enroll Enrolling in Benefits To enroll, go to the Welcome screen and click Enroll Online in the left navigation bar. Note: The Enroll Online button will only display during eligible enrollment periods. You may return to the site at any time during your enrollment window to enroll or make changes to your benefits elections. After viewing the detailed enrollment instructions, click either the Continue link at the bottom of the chart or the Start Enrollment button from the left navigation bar. Enrollment Review My Information The first step in the enrollment process is to review your personal information and add information about your dependents and beneficiaries. When complete, click Continue. Note: Adding dependent or beneficiary information in this section does not add them to your benefit coverage. You will be required to elect dependent coverage for each benefit. 38

40 Teva Employee Benefits Guide 2010 Enrollment Select Benefits The second step in the enrollment process is to review and update your benefit elections. Click Start Enrollment to be guided through enrollment for each benefit. Enrollment Medical On each enrollment screen, click on the button next to the plan you would like to select. If you would like to include dependents on your plan, click the check box next to each dependent name to include them on your coverage. To waive coverage for a benefit, choose the waive coverage check box at the bottom of the screen. After you have made your election, click Continue to proceed to the next benefit in the enrollment process. 39

41 How to Enroll Enrollment Additional Information Depending on the type of benefit, additional information, features or associated screens may display: Dependent Information If dependents are covered under a benefit, any dependents you have already entered will display on the election screen. If you have not entered dependent information, simply click the Add Dependent button and follow the instructions to add new dependent information To add a dependent to coverage, choose the appropriate tier and click the check box next to the name of each dependent Beneficiary Information If the benefit requires that you assign a beneficiary, a Beneficiary Assignment screen will display after you make your election. You may assign one or more primary and one or more contingent beneficiaries. Provider Search The provider search feature allows you to determine if your provider participates in the plan(s) you elect. Primary Care Physician If required, you may be requested to provide information about your primary care physician, such as his/her name and/or provider number. Other Insurance Information If the plan you elect requires you to provide details about other insurance, you may be requested to enter information regarding other insurance coverage(s). Evidence of Insurability (EOI) The EOI screen displays if you elect a coverage level that is greater than the guaranteed issue amount. This screen typically displays when you select supplemental life insurance coverage. It provides instructions on how to provide the carrier with your EOI information. Exiting Enrollment After you have completed making your elections and have reviewed your benefits summary, click the Exit Enrollment link in the To-Do List or along the top navigation bar. Review Not Enrolled Benefits If any benefit remains with a Not Enrolled status, the Review Not Enrolled Benefits screen will display. You may select any available buttons to print this screen for reference, return to enrollment to finish making benefit elections, exit and return later or complete the enrollment. 40

42 Teva Employee Benefits Guide 2010 Benefits Confirmation Statement After you have completed all of your enrollment elections, you will view your benefits confirmation statement. This statement displays: The status of your enrollment in each benefit The plan you have elected The coverage level and names of covered participants Your pre-tax and post-tax contributions The amount your employer is contributing to your benefits plan costs The effective date of the plan Click the Printer Friendly Version button to print a copy of your benefits confirmation statement for your records and then click Exit Enrollment. New Hires During Open Enrollment If you are a new hire and need to enroll in benefits for both 2009 and 2010, you will access the website to make your elections for the 2010 plan year (Future Benefits) and then make your 2009 plan year elections (Current Benefits). Life Status Change Events During Open Enrollment The benefits you select at the time of your Open Enrollment will remain in effect until the next plan year, unless you experience a qualifying life status change event (such as a marriage or birth) during the year. For more details about qualified life status change events, click Welcome on the top navigation bar and select Life Status Events on the left navigation bar. If you experience a qualified life status change event during the Open Enrollment period or after Open Enrollment and before the 2010 plan year begins, click My Account from the top navigation bar and choose Add Life Status Event. 41

43 How to Enroll Life Status Change Events During Open Enrollment Continued During the process, you will be prompted to enter the type and date of your life event, as well as add or modify dependent information. After your event is approved, follow the instructions on how to make changes to your benefits elections and how to add or modify benefits coverage for your dependents. Life Status Change Events Adding Dependents On this screen, you may view existing dependents or click Add Dependent to enroll new dependents. Click Start Over and return to the Event Type and Date screen or click Continue to see the Event Status screen. Note: Adding a dependent does not automatically enroll them in your benefit coverage. You must actively elect new coverage or coverage changes for you and your dependents for each benefit. Life Status Change Event Approval After you submit your event, you will view the Life Status Change event approval page. You may click the Start Enrollment button to make benefit updates for the 2010 plan year. You will receive special instructions on how to make changes to your benefits for the balance of Note: You are required to provide written documentation of the status change, you will be given additional information on-screen regarding the type of documentation required and the process for submitting documentation. You must provide this documentation within 30 days of the event. 42

44 Teva Employee Benefits Guide 2010 How to Take the Aetna Simple Steps HRA And Receive a $50 Taxable Gift Card First Step to Confidential Enrollment You and your spouse have the ability to get a clear picture of your health by completing the confidential Simple Steps Health Risk Assessment (HRA). HRAs are used to help you learn what areas of your health need attention and in which areas you are doing well. Why are we asking you to complete the Simple Steps HRA? By completing the Simple Steps HRA, you will have a clearer picture of your health, and you will help us determine what new benefits you would value. You may also be directed to certain programs through Aetna that can assist you in your quest for improved health. To Login To begin, log on to If you are a first-time user, click on Go on the orange side of the screen under First-Time User. Then, click on I m ready to register. You need to do this even if you are a non-aetna participant. If you are a Returning User, enter your username and password and skip ahead to the Returning Members Start Here section on page 45. Click the purple side of the screen and choose I am an Aetna member. Then choose I am the subscriber or I am the dependent. All members of your family are invited to complete the Simple Steps HRA. Regardless of the number of individuals in your family who complete the assessment, you will be eligible for one $50 taxable gift card for you and a $50 gift card (not taxable) for your spouse if he/she participates in the HRA. Click on the radio buttons. Click on the radio button if you are a non-aetna participant. Your access code is: PZEB1K41L71 (password is case sensitive) 43

45 How to Enroll Enter the information as required. Aetna non-participants will see the same screens as the Aetna participants. Follow the same instructions for the HRA. If you do not have your member ID (on your Aetna card), scroll down and click on the Here link and enter your Social Security number. Click Next. Enter all required information and scroll down and click Next. Complete any required fields and scroll to the bottom of the screen and click Accept. After you have read and agreed with all the information, click Next. 44

46 Teva Employee Benefits Guide 2010 Returning Members Start Here You have completed registering your information on Aetna Navigator. Click Continue to move to the Simple Steps HRA. To get to the Health Risk Assessment, you need to click Simple Steps To a Healthier Life. You are now in the Simple Steps HRA. You will be asked specific questions to assess your overall health. The assessment will also help you evaluate your next steps to Living Well. Once you complete all questions, your answers will indicate your health status and give you a score. This assessment will be available to you to update in the future as your health changes or to see how you are progressing to get your Overall Risk Score reduced. Remember that the assessment is optional. From it, you will learn the status of your health, so that you can make changes to improve the quality of your life. In order to qualify for the gift card, you must complete the entire survey process. This includes viewing the informational screens following the assessment. The last screen you will see tells you Congratulations! Print the last screen for your records and verification. After you complete the HRA, you will receive an notification from (approximately four to six weeks after you complete the HRA). Please verify your address on your Aetna Navigator. If you have a Hotmail, Yahoo! or similar account, you may want to change your address to your Teva address in your profile to eliminate problems with their spam filters. 45