2010 New Hire Enrollment Guide. Cargill Animal Protein Salaried, Management and Clerical Benefits

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1 2010 New Hire Enrollment Guide Cargill Animal Protein Salaried, Management and Clerical Benefits

2 What s Inside ENROLLMENT Fast Facts Enroll for benefits within 30 calendar days of your hire date (including weekends and holidays). Date of hire counts as day one. You must take action to receive the wellness participation incentive. You need your Directory Services Identification (DS ID) to enroll. If you have questions, please call HR Direct Dial at from 8 a.m. to 5 p.m., Central time, Monday through Friday. Si necesita un representante en español favor de llamar a HR Direct Dial al Wellness Resources at Cargill...1 Earn a Wellness Participation Incentive...2 How to Enroll...3 Overview of Your Options...4 Who You Can Cover on Your Cargill Benefits...4 Medical Coverage...5 Dental Coverage...7 Vision Coverage...8 Flexible Spending Accounts (FSAs)...9 Life Insurance and Disability Coverage...10 Retirement Benefits...12 Vendor Contact Information...13 Make the most out of your benefits! Cargill offers a competitive, comprehensive benefits package, which represents about 30 percent of your total compensation. A career with Cargill comes with many rewards, and your benefits package is just one of them.

3 Enhanced Wellness Resources AT CARGILL Cargill cares about you, your family and your health. We know the little choices we all make every day have a big effect on our overall health. We also know that learning about our personal health and uncovering potential health risks early is vital to living healthy. Cargill supports you in making good choices and understanding your own health. In fact, we think learning about your health is so important we re offering you an incentive to participate in a personal health assessment. Find information on how to earn that incentive on page 2. In addition to the incentive, resources available through the wellness program include: Tobacco cessation programs: Smoking is the leading cause of preventable death in the United States. That s why Cargill provides resources and programs to help you and your covered family members stop smoking: Blue Cross and Blue Shield s Stop-Smoking Support program is free to plan members. Work with a Quit Coach and receive free over-the-counter tobacco cessation medications, or pay just $5 for bupropion or $10 for prescription Chantix. Enroll by calling or logging on to Receive a $100 reimbursement for the cost of any completed tobacco cessation program. Complete the Smoking/Tobacco Cessation Program Reimbursement Request Form located on the Benefits intranet site at Nutritional counseling: If you need help improving your eating habits or finding ways to eat healthy on a busy schedule, nutritional counseling can help. During counseling, you work with a licensed nutritionist or dietician, or registered dietician, to assess and improve your diet. Nutritional counseling is considered a preventive care service. This means 100 percent of the eligible cost of in-network nutritional counseling is covered by our medical plans. To learn more about this benefit or to find a provider near you, contact Blue Cross at Weight loss program reimbursements: Get reimbursed for 50 percent (up to $100) of the cost of any completed weight loss program. Complete the Weight Loss Program Reimbursement Form located on the Benefits intranet site at See Cargill s New Hire information Web site at for more information. Preventive care benefits: To encourage you and your covered family members to receive recommended preventive care services, all eligible in-network preventive care services are covered at 100 percent under our medical plans. Wellness: Watch for More throughout 2010! These are just a few of the wellness resources being offered. You ll be seeing more throughout 2010 and in the future. We hope that as you learn more about our wellness program and take advantage of it, you ll see the value it provides and be excited about a healthy future. CAP Management 1

4 Earn a Wellness PARTICIPATION INCENTIVE DID YOU KNOW? Great Reasons to Complete a Health Assessment Compiles your answers to help you learn more about your health; Provides you a personalized report with tips for maintaining and improving your health; Can uncover health risks you may not know you have; Is a great way to affirm you are healthy; Provides access to health tools, resources and personal coaching (based on results); and Is required to qualify for the wellness participation incentive. Note: The wellness participation incentive is taxable. 2 CAP Management To assist you in covering some of the cost of the medical plans, Cargill is offering a wellness participation incentive. If you complete steps 1 and 2, and enroll in the Cargill PPO or Options Blue plan, you will receive an incentive of $600 per year prorated on the paychecks you have remaining once we determine you have completed steps 1 and 2. You must pledge your and your covered family member s non-tobacco status when you enroll for medical insurance; however, you can complete the health assessment at any time. Just keep in mind that it will take approximately three weeks to determine you completed the assessment, and the incentive is not retroactive. Therefore, the sooner you take the assessment and enroll, the sooner you will begin receiving the incentive. The incentive is also prorated based on when you become eligible. For example, assume you are hired on April 19 and are paid semi-monthly. If you complete the health assessment and enroll for benefits by May 4, you would receive the incentive for the first time on the check that is payable on May 30. The incentive would be $25 on each paycheck going forward through the end of the year, assuming you remain tobacco free. The health assessment is 100 percent confidential. All our wellness programs are strictly confidential. Although Cargill will receive aggregate data on the entire Cargill population to ensure we are offering you the best programs and services, no Cargill employee will ever have access to your personal health information or your health assessment answers. Information about your health is private, and it will stay that way. STEP 1 Health Assessment: To receive the incentive, you need to complete a personal health assessment and submit it to Blue Cross. Blue Cross will provide you with a personalized report on your health and tips for maintaining and improving it. It takes about 20 minutes to complete, and it s confidential. To access the health assessment, log on to If you are completing the health assessment prior to receiving your Blue Cross ID card, click Health Assessment for those NOT currently enrolled on the right side of the screen. You will need your Social Security number and address. If you are completing the health assessment after receiving your Blue Cross ID card, click register for access today under the Members register now section on the left side of the screen STEP 2 Non-Tobacco Use: When you enroll for benefits, you will be asked to confirm on the medical page whether you and your covered family members are tobacco or non-tobacco users. Being tobacco free means you and your covered family members: Have not smoked or used tobacco in the last 12 months and do not intend to do so while enrolled. OR Are (or were) tobacco users but have completed a tobacco cessation program. Any program completed in the past 12 months will qualify. Please note: Only the employee must complete the health assessment; however, tobacco-user status applies to employees and covered family members.

5 Enroll within 30 calendar days of your hire date You must enroll within 30 calendar days of your hire date (your first day counts as day one) in order to have coverage. Coverage will be effective the first of the month following your hire date. If you don t enroll within your 30-day window, you will not have another opportunity to enroll until Open Enrollment in the fall or within 30 days of a qualifying life event. How to Enroll Enrolling in benefits is easy 1. You must enroll within 30 calendar days of hire. Your first day counts as day one. 2. Review this brochure to decide the right options for you. 3. Login to HR Direct from your work computer at using your Directory Services (DS) ID and password. Please note: You cannot enroll until you are entered into the system and have a DS ID, which may take one to two weeks. 4. Click on Employee Self Service > Benefits > Benefits Enrollment. 5. Click on Select to begin your enrollment. 6. Click on Edit next to each benefit for which you d like to enroll and follow the prompts to make your choices. If you re enrolling in medical insurance, indicate your tobacco user status on the medical screen. 7. Once all your choices have been entered and are final, click Continue, then Submit to complete your enrollment. You must follow this process to save, authorize and submit your choices to Cargill Benefits for processing. Note: When enrolling dependents, you must enter dependent information on the Dependent/Beneficiary pages and check the Enroll box in the Enroll Your Dependents section within the medical, dental and vision screens. You must also indicate the tobacco user status of your dependents on the medical screen to be eligible for the wellness participation incentive (see page 2). Online Benefits Information Resources You have numerous resources and tools available at your fingertips to help you learn about and manage your benefits. These include: Cargill s New Hire information Web site, Get information about your benefits program; Read tips on how to choose a medical plan; Find out how the medical plans differ; and Link to My Benefits Coach tools to help review examples, select a medical plan and learn about preventive care for men and women. Blue Cross and Blue Shield s Web site, Locate network providers; Review preventive care guidelines and wellness resources; Take the health assessment; and Much more. CAP Management 3

6 Overview of Your Options This section of the guide provides you with additional information on your coverage choices. You may choose from four levels of coverage for medical, dental and vision benefits: Employee only; Employee plus spouse/domestic partner; Employee plus child(ren); or Family. Who You Can Cover on Your Cargill Benefits Note: Cargill reserves the right to request proof of eligibility at any time. If you cover an ineligible person, you will be responsible for any ineligible claims and Cargill may take disciplinary action, up to and including termination. To qualify as an eligible dependent child to be covered under your Cargill benefits, a person must be under age 19 and one of the following: Your unmarried, natural-born dependent child; Unmarried child who qualifies as your domestic partner s dependent; Unmarried, legally adopted child; Unmarried stepchild who lives with you and who is claimed as an exemption on your income tax; Unmarried legal ward who lives with you, is claimed as an exemption on your income tax, and who is financially dependent upon you; or Unmarried child who is required to be covered by you through an eligible Qualified Medical Child Support Order. Unmarried dependent children age 19 to 25 who are full-time students or age 19 and older and incapable of self-support due to a disability are also considered eligible dependents. Domestic partner reminder If you would like to add a domestic partner to your benefits, you must complete an Affidavit of Domestic Partner Eligibility and have it notarized. Coverage will not be effective until your Human Resources manager approves the affidavit. Are you and your spouse/domestic partner both Cargill employees? If you and your spouse/domestic partner both work for Cargill, you cannot be covered as both an employee and a dependent on Cargill medical or dental insurance coverage. For example, one employee can waive medical coverage and be covered as a dependent spouse/domestic partner of the other. Or, each employee can enroll in employee only coverage. If you have dependent children, all of your dependent children may be covered as dependents under only one employee s plan. 4 CAP Management

7 Medical Coverage You have two medical plan options from which to choose: the Preferred Provider Organization (PPO) plan and the Options Blue plan, a consumer-directed health plan. Both plans are administered by Blue Cross and Blue Shield. Here s a high-level look at some key features of the medical plans. Please note: Depending on your location, you may continue to have one of the following fully insured HMO plans as an option for medical coverage: Kaiser Permanente in California or UnitedHealthcare in Eastern Ohio. Health Reimbursement Account (HRA) (funded by Cargill) Deductible Individual: $375 Family: $900 High PPO Plan Low PPO Plan Options Blue Plan In Network Out of Network In Network Out of Network In Network Out of Network Not applicable Not applicable Not applicable Not applicable Employee only: $500/year Employee + spouse/dp: $750/year Employee + child(ren): $750/year Family: $1,000/year Individual: $375 Family: $900 Office Visit $20 copay 60% of allowable charge after Emergency Care Coinsurance Annual Out-of- Pocket Maximum Preventive Care (no applies) Prescription Drugs* For drugs purchased at a participating pharmacy Life-threatening hospital emergency room services: 90% after ** Non-life threatening hospital emergency room services: No coverage 90% after Individual: $1,875 Family: $3,900 60% of allowable charge after Individual: $4,875 Family: $9,900 Individual: $750 Family: $1,500 Individual: $750 Family: $1,500 $20 copay 60% of allowable charge after Life-threatening hospital emergency room services: 90% after ** Non-life threatening hospital emergency room services: No coverage 90% after Individual: $2,250 Family: $4,500 60% of allowable charge after Individual: $6,750 Family: $13,500 90% after 70% of allowable charge after Life-threatening hospital emergency room services: 90% after ** Non-life threatening hospital emergency room services: 70% after ** 90% after 70% of allowable charge after Employee only: $3,000 Employee + spouse/dp: $4,000 Employee + child(ren): $4,000 Family: $5, % coverage No coverage 100% coverage No coverage 100% coverage No coverage Administrator: Express Scripts Retail (31-day supply): You pay 25% with the following limits: Generic: $20 maximum copay Preferred Brand: $40 maximum copay Non-Preferred Brand: $80 maximum copay Lifestyle Drugs: Full cost (at discounted rate) Mail Order (90-day supply): Generic: $20 copay Preferred Brand: $50 copay Non-Preferred Brand: $100 copay Administrator: Express Scripts Retail (31-day supply): You pay 25% with the following limits: Generic: $20 maximum copay Preferred Brand: $40 maximum copay Non-Preferred Brand: $80 maximum copay Lifestyle Drugs: Full cost (at discounted rate) Mail Order (90-day supply): Generic: $20 copay Preferred Brand: $50 copay Non-Preferred Brand: $100 copay * Prescription drugs do not apply toward your out-of-pocket maximum; however, they do apply to the lifetime maximum. ** If receiving services out of network, the percentage is of the allowable charge after. Lifetime maximum limits apply. Refer to your Summary Plan Description for more information. Employee only: $1,000/year Employee + spouse/dp: $1,500/year Employee + child(ren): $1,500/year * Family: $2,000/year *Cargill contributes half with the HRA Administrator: Prime Therapeutics After is met, copay per prescription: Retail (31-day supply): Generic: $10 copay per prescription Preferred Brand: $25 copay per prescription Non-Preferred Brand: $40 copay per prescription Lifestyle Drugs: Full cost (at discounted rate) Mail Order (90-day supply): Generic: $20 copay Preferred Brand: $45 copay Non-Preferred Brand: $70 copay CAP Management 5

8 Options Blue Plan: How the Consumer-Directed Plan Works The Options Blue plan is a consumer-directed health plan (CDHP) with a PPO network that allows you to use any provider listed in the BlueCard PPO network for in-network coverage. When you receive medical care, the cost of that care will first be paid out of the companyfunded Health Reimbursement Account (HRA). Once the money in the HRA is used, you pay for expenses (except preventive care) until your annual is met. If you don t use all the money in your HRA, the remaining dollars roll over to the next year s HRA, if you remain in the Options Blue plan at Cargill. MEDICAL Fast Facts Your medical plan provides 100 percent coverage for eligible in-network preventive care. To find out if your doctor is in network, go online to and click on Find a doctor under Resources for enrolling members on the right side of your screen. Blue Cross ID cards will be mailed to your home after you enroll. If you enroll in the PPO plan, you will receive a separate ID card for prescriptions. Blue Cross and Blue Shield s Web site offers a wealth of online tools and resources from health care cost calculators to personalized wellness support at Need help selecting a plan or learning more about health insurance? Use the My Benefits Coach tools to better understand health insurance and review example scenarios, or use the Health Plan Selection Tool on the Blue Cross Web site. Access both sites from The plan covers 100 percent of the cost of eligible preventive care services when received from an in-network provider. Once your is met, the health plan begins to pay. You may pay a share of expenses, called coinsurance (10 percent for in-network coverage), up to the annual out-of-pocket maximum. Once the annual out-of-pocket maximum is met, covered medical services are paid at 100 percent for the remainder of the year. All your expenses, including your, coinsurance and prescription costs (excluding post- copays), apply toward your annual out-of-pocket maximum. For additional details, go to and Monthly Medical Employee Contributions Coverage High PPO plan Low PPO plan Options Blue Employee only $130 $95 $95 Employee + spouse/ domestic partner $215 $145 $145 Employee + child(ren) $195 $135 $140 Family $295 $195 $208 For part-time rates, access HR Direct or call HR Direct Dial at DON T FORGET! Wellness Participation Incentive = $600 per year prorated DID YOU KNOW? Cargill pays 70 percent of the cost of your medical benefits. That s about $7,500 per employee per year. If, when you enroll, you pledge that you and your covered family members are tobacco free and if you complete a health assessment, you will qualify for the wellness participation incentive. The incentive provides you with $600 per year prorated on the paychecks you have remaining once we determine you completed these two steps (approximately three weeks following your completion). For more information, see page 2. 6 CAP Management

9 Dental Coverage Delta Dental administers the dental plan. The Delta Dental system is the largest dental benefits provider in the country. Here is an overview of your dental plan coverage: Service In Network Out of Network Preventive Care (exams, cleanings, X-rays) Basic Services (fillings, extractions) Major Services (crowns, bridges, dentures) Annual Maximum Orthodontia 100% coverage 100% of maximum allowable charge* 80% coverage 80% of maximum allowable charge* 50% after $50 50% of maximum allowable charge* after $50 $1,500 per person (excludes orthodontia) 50% up to a lifetime maximum of $2,000 per eligible dependent child 50% of maximum allowable charge*, up to a lifetime maximum of $2,000 per eligible dependent child * In-network dentists have agreed to accept the maximum allowable charge as payment in full. If you receive care from an out-of-network dentist who charges more than the maximum allowable charge, you ll be responsible for the additional amount. Monthly Dental Employee Contributions Employee only $8 Employee + spouse/ domestic partner $20 Employee + child(ren) $15 Family $25 DENTAL Fast Facts Your dental plan provides 100 percent coverage for in-network preventive care. Delta Dental ID cards will be mailed to your home after you enroll. Finding an in-network dentist is easy go to and click on Dentist Search or call You have two networks from which to choose: Delta Dental Premier and Delta Dental PPO. If you choose a dentist in the PPO network, you may pay less for services than in the Premier network. You can visit dentists who are out of network, although you may pay more for services. CAP Management 7

10 Vision Coverage If you enroll in the vision plan, the vision-related expenses listed below will be covered by the plan. You ll want to take this coverage into account when calculating how much to contribute to your health care spending account (HCSA). VSP administers the vision plan. Here is an overview of your vision plan coverage: VISION Fast Facts Finding an in-network vision provider is easy go to and click on Find a VSP doctor or call Although you can visit providers who are out of network, you ll pay more for vision services. If you re contacting your provider directly, ask if he or she is part of the VSP Choice Network. VSP provides discounts for laser surgery (including PRK, LASIK and Custom LASIK). Discounts average 15 percent off or 5 percent off if the laser center is offering a promotional price. Eye Exams Frames Lenses Single Lined bifocal Lined trifocal Lenticular In Network Out of Network Frequency $20 copay, then covered at 100% Up to $130, then you receive a 20% discount 100% covered 100% covered 100% covered 100% covered Up to $35 Up to $65 Up to $25 Up to $40 Up to $55 Up to $80 Once every 12 months Once every 24 months Once every 12 months Contact Lenses* $150 maximum allowance Up to $105 Once every 12 months * Instead of eyeglasses, elective contact lens services and materials are covered in full, up to the plan allowance toward any type of prescription contact lenses. Current contact lens wearers are eligible for a covered-in-full contact lens evaluation and initial supply of approved lenses from an expanded list, including toric, multifocal and hydrogel lenses. If you select contacts, you will be eligible for prescription glasses 12 months from the date the contacts were purchased, as long as you do not order contacts again in the next year. Monthly Vision Employee Contributions Employee only $6.50 Employee + spouse/ domestic partner $12.70 Employee + child(ren) $13.90 Family $20.00 If you enroll in vision, you will not receive an ID card. Simply let your provider know you are a member of the VSP Choice Network and provide your name and date of birth or Social Security number. 8 CAP Management

11 Flexible Spending Accounts (FSAs) Cargill offers two types of pre-tax accounts the health care spending account (HCSA) and the dependent care spending account (DCSA) to help you pay for health care and dependent day care expenses. Because these accounts are pre-tax, you are never taxed on the money you put in your account. Health Care Spending Account (HCSA) The HCSA reimburses you for eligible medical expenses that are not covered by your medical, dental or vision plans. These expenses include copays, coinsurance, qualified over-the-counter drugs, etc. You choose how much to contribute to the HCSA up to the $5,000 annual limit. Dependent Care Spending Account (DCSA) The DCSA allows you to set aside tax-free money to pay the cost of care for a dependent while you and your spouse work, look for work or attend school full time. An eligible dependent is someone you claim as a dependent on your federal income tax return, and is either: A child under age 13 who lives in your home, or A spouse or dependent of any age, such as a dependent parent who lives with you, who is physically or mentally incapable of self-support and who regularly spends at least eight hours a day in your household. You choose how much to contribute to the DCSA, up to the $5,000 annual limit. The DCSA has a limit of $3,000 for highly compensated employees (HCEs). For 2010, an HCE is defined as anyone whose annual taxable compensation is greater than $110,000 in Remember, this account reimburses you for dependent day care expenses that allow you to work or attend school full-time; it does NOT reimburse you for dependent health care expenses. Using Your FSA Debit Card With the FSA debit card, accessing your funds is more convenient! You can use the FSA debit card for eligible health care and dependent day care expenses at any establishment that accepts MasterCard, and in most cases you will not have to complete forms or wait for reimbursement. You should keep your receipts in case Acclaim Benefi ts, the plan administrator, asks for them later. You can use the card for health care expenses at any time during the year, regardless of whether the funds have been deducted from your paycheck. However, if you are using the debit card to pay for dependent day care expenses, the funds will be available only after they have been deducted from your paycheck. If you try to use the debit card for dependent day care expenses before the funds are available, the card will be denied. FSA Fast Facts You can use your HCSA for eligible expenses for you, your spouse or anyone who qualifi es as a dependent on your federal tax return, even if you don t cover them on your Cargill benefi ts. Remember, you cannot be reimbursed for your medical, dental and vision monthly contributions because they were already paid on a pre-tax basis. If you would like to apply for an FSA debit card, request one three weeks after you enroll, by logging on to ts.com, click Go to Login and set up a user name and password, then click View My Account > Debit Card > Request a Debit Card. Remember to plan carefully: funds remaining in your FSA at the end of the calendar year must be forfeited due to IRS regulations. Visit ts.com and click on Employee Resources for a reimbursement calculation worksheet and a list of eligible expenses. You have until March 31 of the following year to submit receipts for reimbursement. CAP Management 9

12 Life Insurance and Disability Coverage Life insurance provides you with financial protection in the event of a death or accident. Basic and Additional Life Cargill provides basic life coverage equal to two times your annual salary. In addition to basic life, you can purchase Additional Life insurance for yourself, your spouse/domestic partner and your children. LIFE INSURANCE Fast Facts Evidence of Insurability is not required to enroll in Additional Life insurance. Your cost for life insurance is determined by your age and tobacco-user status, as shown in the Employee and Spouse/ Domestic Partner Additional Life Monthly Contributions. If you move from one age band to another during the year, your life insurance rates will increase. Employee Additional Life You may purchase life insurance for yourself equal to one to five times your salary. In the future, you can only enroll or increase your coverage during a life event, or by one times your salary during Open Enrollment. Spouse/Domestic Partner and Dependent Child Life Cargill provides a $2,000 life insurance benefit for your spouse/domestic partner and/or dependent children. You may purchase Additional Life insurance on your spouse/domestic partner and/or eligible dependent children. For your spouse/domestic partner, you can select up to $250,000 of life coverage in $25,000 increments. In the future, you can only enroll or increase your amount during a life event, or by one $25,000 increment during Open Enrollment. Dependent child life coverage is available up to $10,000 in $2,000 increments. If you and your spouse/domestic partner both work for Cargill, you are only eligible to be covered as an employee and not a dependent. Only one of you can cover your dependent children. This table shows your costs for Additional Employee and Spouse/Domestic Partner Life insurance. Employee and Spouse/Domestic Partner (DP)* Additional Life Monthly Contributions Non-Tobacco Rate (per $1,000 of coverage) Tobacco Rate (per $1,000 of coverage) Age Employee Spouse/DP Employee Spouse/DP Under 25 $0.05 $0.05 $0.06 $ $0.06 $0.06 $0.07 $ $0.08 $0.08 $0.09 $ $0.09 $0.09 $0.10 $ $0.10 $0.15 $0.12 $ $0.15 $0.25 $0.21 $ $0.23 $0.37 $0.33 $ $0.43 $0.57 $0.48 $ $0.66 $0.87 $1.04 $ $1.27 $1.31 $1.28 $ $2.06 $2.48 $2.08 $ $2.24 $3.09 $2.51 $ $3.36 $4.69 $3.70 $ and older $5.50 $7.74 $5.89 $8.25 Dependent Child Additional Life is $.08/$1,000 of coverage (regardless of the number of children covered). * The cost of DP coverage is based on the employee s age, not the DP s age. 10 CAP Management

13 Voluntary Accidental Death and Dismemberment (AD&D) The Voluntary AD&D insurance plan pays for accidents resulting in death, dismemberment or total permanent disability. You may purchase coverage from $25,000 to $500,000 in $5,000 increments for yourself, and coverage from $25,000 to $250,000 in $5,000 increments for your spouse/domestic partner. You must be enrolled in order to purchase coverage for your spouse/ domestic partner. The cost for this insurance is $0.025 per $1,000 of coverage per month, per person. For example, if you want a $100,000 benefit, you pay for 100 units x $0.025 or $2.50 per month. Salary Continuation Salary continuation is for absences due to illness or injury lasting longer than five consecutive workdays up to six months. You are automatically enrolled in this company-paid benefit. The amount of salary continuation you are eligible to receive is based on your length of service. For more information on salary continuation coverage, see the Salaried Employee Handbook, available on Cargill Connects at under Time Away From Work. Long-Term Disability Insurance Cargill provides long-term disability coverage if you are unable to work due to a disability for six months or more. The coverage pays two-thirds of your annual salary, if you are totally disabled. Core coverage is company-paid up to a maximum annual salary of $54,000. Buy-up coverage is employee-paid and extends coverage for salaries above $54,000, up to a maximum annual salary of $240,000. The cost for buy-up coverage is $0.47 per $100 of monthly salary above $4,500. For example, if you have an annual salary of $60,000, your monthly salary is $5,000. You are $500 over the minimum monthly salary of $4,500; therefore $500 / $100 = 5 x $0.47 = $2.35. You pay $2.35 per month for this buy-up coverage. You can enroll for coverage as a new hire, even if you don t have a monthly salary above $4,500. Your coverage will be automatically effective and deductions will be taken when your salary increases above $4,500 per month. If you do not purchase buy-up coverage as a new hire, you can at any time throughout the year; however, you will have to go through Evidence of Insurability. Work/Life Solutions is a no-cost, confidential assistance program for you and your family that provides counseling, legal, financial and family resources, referrals for your work/life needs and much more. Call , 24 hours a day, seven days a week, or visit (company ID: CA507). DID YOU KNOW? Keep Your Beneficiaries Up to Date Don t forget to list beneficiaries when you enroll. A beneficiary is someone who will receive your life insurance benefits if you die. Your beneficiary designation applies to any Basic, Additional Life and Voluntary AD&D elections you have on file. Because family situations change, you may want to review and update your beneficiary designation from time to time. If you do not name a beneficiary or your designated beneficiary dies before you, the benefit will be paid in one sum, in the following order, to your: 1. Spouse; 2. Child(ren); 3. Parents; 4. Sisters and brothers; or 5. Estate. You are automatically the beneficiary of any Additional Spouse/Domestic Partner and Dependent Child insurance you elect. CAP Management 11

14 Retirement Benefits At Cargill we value your future and, therefore, we encourage and support you to save and plan for it. 401(k) enrollment A 401(k) enrollment kit will be mailed to your home by Vanguard within three weeks of your hire date. You can enroll in 401(k) at any time during the year. Cargill 401(k) and Employee Stock Ownership Plan (ESOP) Cargill s 401(k) plan is a portable retirement account administered by Vanguard. You can contribute up to 50 percent of your pay to an account that grows tax-free. Cargill matches 100 percent on the first 3 percent you contribute, then 50 percent on the next 2 percent. You are eligible to participate in the 401(k) plan immediately following your hire date. You will be automatically enrolled at 3 percent in the 401(k) plan if you do not enroll within one year. The quarterly match is in Cargill ESOP stock, which you are eligible for on the first paycheck following one year of service. Once a year, an additional amount of Cargill ESOP stock is automatically allocated to your account, regardless of whether you participate in the 401(k) plan. You are eligible for the ESOP annual allocation after one year of service. Employee Retirement Account (ERA) Cargill funds this portable retirement account, which provides an annual contribution of 1-7 percent of your eligible pay, depending on your age and years of service (see the table). You are immediately eligible for the ERA and are vested after three years of service. You control where the money is invested from a selection of funds. If you do not make an election, Cargill s contribution will automatically be invested in the Vanguard Target Retirement Fund that most closely matches the year in which you will reach age 65. To make your investment elections, call Vanguard at Years of Service Less Age Than Under 30 1% 1% 1% Cargill s annual contribution: % 1% 1% 1% percent of your % 1% 1% 1% 2% % 1% 1% 1% 2% 2% eligible pay % 2% 2% 3% 3% 4% 4% % 4% 4% 4% 5% 5% 5% 5% % 4% 5% 5% 7% 7% 7% 7% 7% % 6% 6% 7% 7% 7% 7% 7% 7% 65+ 7% 7% 7% 7% 7% 7% 7% 7% 7% DID YOU KNOW? Detailed Benefits Information is Available in your SPD Access Summary Plan Descriptions (SPDs) for your elected benefits plans at then click on Employee Self Service > Benefits > Benefits Summary. If you do not have intranet access, you may request a paper copy of an SPD by contacting HR Direct Dial at CAP Management

15 Vendor Contact Information Cargill values the contributions employees make to help the company achieve its business goals. As part of the total compensation package, Cargill offers a comprehensive benefits program that allows employees to choose the benefits that best fit their needs. For more information on each plan and how to enroll, see the New Hire information Web site at This table provides an overview of your benefits options and contact information for each benefit plan. Health care benefits Plan Medical At most locations, Cargill offers at least two medical plan options, including a Blue Cross and Blue Shield: Preferred Provider Organization (PPO) plan, and Options Blue plan, a consumer-directed health plan (CDHP). Prescription drug Your prescription drug administrator depends on the plan in which you enroll: PPO plan participants receive benefits through Express Scripts. Options Blue plan participants receive benefits through Prime Therapeutics. Dental Vision Vendor Contact Information Blue Cross and Blue Shield Express Scripts Prime Therapeutics Delta Dental VSP Health Care Spending Account (HCSA) Acclaim Benefits Financial protection benefits Basic and Additional Life Insurance Standard Life Insurance Company Spouse/Domestic Partner Life Insurance Dependent Child Life Insurance Voluntary Accidental Death & Dismemberment Insurance (AD&D) Long-term Disability Salary Continuation Business Travel Accident Insurance Standard Life Insurance Company HR Direct Dial Chubb Life For information, contact HR Direct Dial at continued on back page CAP Management 13

16 Vendor Contact Information continued from inside Plan Vendor Contact Information Retirement benefits Cargill 401(k) and Employee Stock Ownership Plan (ESOP) Financial Engines Employee Retirement Account The Vanguard Group Wellness benefits Tobacco Cessation Programs Blue Cross and Blue Shield Health Coaching (online and via phone) Nutritional Counseling Dedicated Nurse Support (for individuals with health conditions) Healthy Start Prenatal Program Blue Cross and Blue Shield Hour Nurse Advice Line Blue Cross and Blue Shield Weight loss program reimbursements HR Direct Dial Other benefits Employee Assistance Program (EAP) ComPsych (company ID: CA 507) Tuition Reimbursement Program Adoption Assistance Dependent Care Spending Account (DCSA) HR Direct Dial Acclaim Benefits This guide is intended to be only an overview of parts of the Cargill, Incorporated benefits plans. Complete details about how the plans work are included in Summary Plan Descriptions and plan documents, which are available online or upon request. If there are any inconsistencies between this brochure and the plan documents, the plan documents will govern. The company reserves the right to change or end the benefits plans at any time. HRA-622 CAP Management