U.S. Expatriate Benefits Highlight Brochure 2014

Transcription

1 U.S. Expatriate Benefits Highlight Brochure 2014 Halliburton recognizes that the driving force behind any successful organization is its people. One way Halliburton strives to attract, motivate, and retain extraordinary people is by providing a competitive benefits package. The Halliburton Benefits Program for U.S. Expatriates offers benefit plans and tools that not only help you manage your needs today, but also help you plan for a secure tomorrow.

2 Benefits: One Part of Your Total Rewards Total Rewards represents Halliburton s investment in the people the Company needs to succeed in today s competitive marketplace. Your individual contribution and performance can have a great impact on the total compensation you receive. Total Rewards at Halliburton may include up to five key elements: 1. Competitive Base Pay 2. Special Recognition and Rewards 3. Short- and Long-Term Incentives 4. Benefits 5. Other Compensation Components (such as overtime and bonuses, as applicable). Halliburton understands and appreciates the value of each and every employee. For that reason, Halliburton continually strives to provide comprehensive benefit programs along with competitive salaries. Halliburton s investment in you also includes other forms of compensation such as retirement plans, health and wellness benefits, and even career development opportunities. For information on the other elements of your total compensation, talk with your manager or your local Human Resources representative. As you can see, the Halliburton U.S. Expatriate benefits program is one key element of your total compensation. This guide will provide more information on the benefits program to ensure that you get the most out of it as you enroll. A Summary of Your Halliburton U.S. Expatriate Benefits Program Medical Care The Company offers the Global Medical Plan that provides coverage for you and your eligible dependents anywhere in the world. Dental Care The Company offers the Global Dental Plan that provides coverage for you and your eligible dependents anywhere in the world. Flexible Spending The Company allows you to participate in health care and dependent day care FSAs. When you elect to participate in one or Accounts (FSAs) both of them, you may use tax-free dollars to pay for eligible health care and dependent day care out-of-pocket expenses. Life Insurance The Company provides basic life insurance of one times your Annual Benefit Base Pay or $50,000, whichever is less. You can also choose optional life insurance for yourself and your eligible dependents. Accidental Death and The Company provides Basic AD&D insurance of one times your Annual Benefit Base Pay or $200,000, whichever is less. You can Dismemberment (AD&D) also choose optional accidental death and dismemberment coverage for yourself and your eligible dependents at group rates. Medical Leave of Absence The Company provides MLOA benefits for non-occupational, and occupational illnesses or injuries and incidental sick days for up (MLOA) to 26 weeks. Long-Term Disability The Company provides long-term disability coverage of 40 percent of your Annual Benefit Base Pay (up to a maximum of (LTD) $25,000 per month). You can also choose optional long-term disability coverage amounts of 50 percent or 60 percent of your Annual Benefit Base Pay (up to a maximum of $25,000 per month). Employee Assistance The Company provides all eligible employees access to an EAP to help you and your family with financial, personal and Program (EAP) emotional issues. Wellness The Company offers free telephonic or online coaching to help towards your goals to quit tobacco, lose weight or work to become more healthy overall. Retirement and Savings The Company provides an annual basic contribution of 4 percent of your eligible pay if you are actively employed on Dec (k) Plan of each plan year. You can also make pretax contributions of up to 50 percent of your eligible compensation per pay period, and you receive dollar- for-dollar Company-matching contributions of up to 4 percent and 50 percent of every dollar Companymatching contributions for 5 percent or 6 percent of your eligible pay every pay period. Eligibility and Enrollment You are eligible to participate in the benefit programs described in this brochure if you are a full-time or part-time U.S. expatriate employee working at least 20 hours per week. You are eligible for all benefit programs as described in this brochure on your date of hire (or date of transfer if you are beginning a long-term expatriate assignment). Your eligible dependents generally include your lawful spouse and your unmarried dependent children under age 26 as well as certain handicapped or disabled children. 1

3 Your eligible dependents may participate in the following benefits: Medical Dental Life Insurance Accidental Death and Dismemberment Insurance Employee Assistance Program Wellness While you are automatically enrolled in some benefit programs, you must take steps to actively enroll in others. You have 30 days from your date of hire (or date of transfer) to make your health and benefit elections. However, the sooner you enroll, the quicker you will receive your medical ID card(s). If you do not take action during this 30-day period, you will automatically be enrolled in the Global Medical Plan (with Employee Only coverage), Global Dental Plan (with Employee Only coverage), Basic Life, Basic Accidental Death and Dismemberment, and Basic Long Term Disability programs. Processing of medical ID cards does not begin until the earlier of; when you enroll or once the automatic enrollment takes place after the 30 days. Follow the steps in the right-hand column to enroll online or by telephone with the Halliburton Benefits Center. After you enroll, and within 10 business days, you will recieve an from Cigna Global with a soft copy of your ID card with hard copy to follow in the mail. If needed, you may print a temporary ID card from the Employee Benefits Website at One card is used for both the medical and dental plan. Coverage The table below outlines the different types of coverage offered under the various benefit programs, who pays for the cost of the coverage and whether you must actively enroll in the benefit program to receive coverage. Your coverage ends the last day of the month in which you are no longer eligible, except long-term disability coverage, which ends on the day you are no longer eligible. How to Enroll ENROLL ONLINE: Logon to If you haven t registered, follow these steps: Click on the Register Account button Enter your social security number Enter your last name Enter your date of birth (mmddyyyy). Now the website can verify that you are a U.S. Expatriate employee. At this point you will need to: Create a unique User Name of at least six characters. Create a unique Password that consists of at least six characters, which must include a number and a letter. Provide answers to two security questions in order to automatically re-set your User Name or Password if you forget it. Provide a personal address if you like. Choose a Primary where you want your benefit information sent. Your Primary will also be used to help you reset your account if you forget your User Name or Password. Click on the Health and Benefits box to enter the enrollment area. ENROLL BY TELEPHONE: Call toll-free (use your country s AT&T access number if dialing internationally) or Enter your social security number. Enter your date of birth (mmddyyyy) as your default PIN number. Enter a personal PIN number between 4-20 digits. Enter your personal PIN number again for confirmation. Advise the Customer Service Representative of the benefits in which you would like to enroll. The Halliburton Benefits Center for health and group benefits is available from 7:30 a.m. to 7:30 p.m. CST Monday through Friday. To encourage healthy lifestyles, the Company will reward non-tobacco users with lower contribution rates for the Global Medical Plan and Optional Life Insurance programs. When you enroll you will be required to certify the tobacco use of you and your spouse (if applicable). To qualify for the non-tobacco user discount you must certify that you and your spouse (if applicable) have not used any tobacco products within the last twelve months and that you and your spouse (if applicable) will continue to refrain from using any tobacco products while you are receiving the non-tobacco user discount (certain exceptions may be available if it it unreasonably difficult or medically inadvisable for you to quit smoking). Your certification is subject to Halliburton s Code of Business Conduct. The information on the following pages explains each item you need to consider as you complete your enrollment. Coverage Active Enrollment Required Company Pays Cost Employee Pays Cost Global Medical Plan* Global Dental Plan Basic Life Optional Life* Basic Accidental Death and Dismemberment (AD&D) Optional Accidental Death and Dismemberment (AD&D) Long-Term Disability (LTD) 40% of Annual Benefit Base Pay Long-Term Disability (LTD) Up to 50% or 60% of Annual Benefit Base Pay Flexible Spending Accounts (FSAs) Wellness Retirement and Savings 401(k) Plan * You must certify tobacco usage; non-tobacco users pay lower rates. 2

4 Annual Benefit Base Pay Life, AD&D and LTD benefits are based on Annual Benefit Base Pay, as determined and reflected in your payroll records as of the previous October 1. If you are hired after October 1, your Annual Benefit Base Pay is based on your payroll records as of your benefits eligibility date. It generally does not include income received from: Commissions Bonuses Overtime pay Expatriate uplifts such as hardship allowances, area premiums, ISP, and goods and services differential Any other compensation Income received from sources other than Halliburton. Pre-tax contributions You make contributions for your Medical, Dental, FSA, LTD and AD&D premiums on a pre-hypo tax basis. This usually lowers your taxes because your contributions are deducted from your pay before taxes are calculated. Your contributions to the Halliburton Retirement and Savings Plan are also on a tax-deferred basis. Coverage Changes The health and group benefit program elections that you make remain in effect until Dec. 31, unless you experience a qualifying change-instatus event or have a special enrollment event. You may make changes to your Retirement and Savings 401(k) Plan at any time during the year. This includes changes to your deferral rate and your investments. Annual Enrollment Each year, during certain dates in October and/or November, you have the opportunity to make changes to your Medical, Dental, FSA, Life Insurance, AD&D and LTD coverage elections. The elections you make during Annual Enrollment become effective on January 1 of the following year (unless Evidence of Insurability is required). If you do not make changes during Annual Enrollment, your prior year elections will carry over to the next year. Qualified Change-in-Status In addition to Annual Enrollment, you can make certain changes to your benefit coverage elections during the year if you experience a qualified change-in-status and your election change is consistent with the qualified change-in-status event. In general, a qualified change-in-status may occur due to marriage, divorce, birth, adoption, dependent status change or death, and must be reported within 30 days of the event. Note: Your Health and Group Benefits Summary Plan Description (SPD) provides a comprehensive chart of the coverage changes allowed if you have a qualified change-in-status. When you experience a life event that might affect your family status (or know you are approaching one), call the Halliburton Benefits Center and speak to a Customer Service Representative. If you experience a life event that impacts your employment status, you will automatically receive information about how your benefits are affected. You are responsible for making any changes to your coverage elections within 30 days of the date of the change-in-status. You will be informed of any changes in the cost of your benefits. If you do not act within 30 days of the date of the qualified change-in-status, you will not be able to change coverage elections until the next Annual Enrollment period, unless you experience a subsequent qualified change-in-status. Election changes to Life Insurance and LTD coverage may be subject to Evidence of Insurability (EOI) requirements. See the Life Insurance and LTD sections that follow and the Health and Group Benefits SPD for details on EOI rules. Your new election choices become effective on the date of the qualified change-in-status, provided the election is made within 30 days of the qualifying event (unless EOI is required), or generally at the end of the month in which the change occurred if you are dropping coverage. Special Enrollment Events If you or your dependents waive health care coverage under the Health Program because of other health insurance coverage, you may be able to enroll yourself or your dependents in the Health Program if you or your dependents later lose that other coverage. You must report this change within 30 days of the loss of coverage. Health Care Coverage Many countries require employees be covered with certain levels of health care insurance. Some country s regulations may even require the coverage be provided by a locally-registered insurance provider. Without adequate health insurance, regulatory agencies may delay or deny work visas or residency permits. Requiring your enrollment in the Global Medical Plan and Global Dental Plan helps reduce delays due to benefit issues and gets you to your new work assignment when you are needed. 3

5 Both the Global Medical and the Global Dental Plans provide you (and your eligible dependents) with comprehensive medical, vision and dental coverage. They are administered by Cigna Global, a company with a strong reputation for global health care delivery, to ensure that you and your eligible dependents have access to care regardless of where you are in the world. Global Medical Plan The Global Medical Plan benefits are based on where you access care. There are different levels of benefits for care received in the United States and care received anywhere outside the United States. The Global Medical Plan also includes a vision benefit. The following chart is a summary of covered expenses and reflects the amount the program pays. Plan Provisions Outside U.S. Treatment Please note this is not a comprehensive list. Review your Health and Group Benefits Summary Plan Description for more details. 4 Global Medical Plan Inside U.S. Treatment Calendar Year Deductible $0 $600 per person; $1,200 per family Plan Pays 100% of medically necessary 80% after deductible Calendar Year Out-of-Pocket Maximum (includes deductible) Not applicable $3,500 per person; $7,000 per family Doctor Office Visits 100% 80% after deductible Preventive Care Adult Routine Physical Exams (age 18 and over) Well-Woman Exam Pap Smear Mammogram (age guidelines apply) Prostate Specific Antigen (PSA) Tests Child Preventive Care Exams (children ages 0-17) 100% 100%, deductible waived Immunizations (routine and travel) 100% 100%, deductible waived Colorectal Cancer Screening Test 100% 100%, deductible waived Hearing Exams Hearing Aids 100% 100% 80%, deductible waived 80%, after deductible Home Health Care Benefits 100% 80%, after deductible Hospice Care Benefits 100% 80%, after deductible Skilled Nursing Facility Benefits 100% 80%, after deductible Bariatric Surgery 100% 80%, after deductible, if surgery occurs in a Cigna U.S. network facility Chiropractic Services 100% 80%, after deductible Hospital Bed and Board Daily limits apply for semi-private and private rooms Pre-certification of hospital stay 100% Not required 80%, after deductible $300 penalty and 50% reduction in benefits, if not pre-certified Outpatient Surgery 100% 80%, after deductible Outpatient Services (lab services, physical therapy and occupational therapy) 100% 80%, after deductible Mental Illness, Alcoholism or Drug Abuse Benefits 100% 80%, after deductible Vision (routine eye exams, contact lenses, eye glasses) Accessing Health Care Outside the U.S. Up to $200 per person, per calendar year, deductible waived You may select any physician or facility for services each and every time you need medical care. You can locate and select a provider by calling Cigna Global or by accessing the member Web site at CignaLinks CignaLinks is a specialized solution that improves your access to healthcare by integrating the Halliburton Global Medical and Dental Plans coverage with administrative services and networks of local healthcare administrators and insurance companies. CignaLinks solutions have been implemented in regions with high concentrations of expatriates to strengthen networks, and in countries that have tax implications and government regulations that would negatively affect the benefits available and your access to healthcare without local providers. If you work or are a citizen of one of the countries in the chart below, you will receive a CignaLinks packet for that country which explains how to use that CignaLinks program. If a separate CignaLinks ID card is noted, be sure to use this CignaLinks ID card when you access health care in that country. You will continue to use your Cigna Global ID card everywhere else in the world.

6 CIGNALINKS PROGRAM COUNTRIES LOCAL NETWORK PROVIDER SEPARATE CIGNALINKS ID CARD? Australia Australia Grand United (GU) Yes Africa Egypt, Kenya, Morocco, Nigeria, South Africa, Tanzania Medical Services Organization (MSO) Yes Brazil Brazil Gama Saude Yes Greater China China, Taiwan, Hong Kong, Macau Quality Healthcare Medical Services (QHMS) No* Middle East Bahrain, Kuwait, Oman, Qatar, Saudi, U.A.E. SAICO Yes South East Asia Singapore, Malaysia, Indonesia Parkway Health No* Spain Spain Cigna Spain Yes UK UK Cigna UK No * QHMS and Parkway Health logos are on the Cigna Global ID card. CignaLinks Advantages There are several important reasons to use your CignaLinks ID card and the CignaLinks network providers in the above countries. For Saudi Arabia or Abu Dhabi, registration of your CignaLinks card is required for visa and residency permits. Additionally, CignaLinks providers will generally submit your claims directly. That means: No need to establish a separate Guarantee of Payment for hospitalizations; Discounted pricing; No out-of-pocket expenses; or No claim forms for you to submit. CignaLinks Enrollment and Packets The Company sends Cigna Global Health Benefits the data you have entered into ESS for your work location and permanent mailing address on your expat/commuter out record. If you work or are a citizen of one of the CignaLinks countries listed above and have not received your CignaLinks packet or the separate CignaLinks ID card, please: Update your ESS information (ask your HR representative to assist you if you are unable to access ESS), and Contact Cigna Global Health Benefits for further assistance. You can call Cigna toll-free at (if dialing internationally use your country s AT&T access code) or you can call them collect at , 24 hours a day, 7 days a week. Accessing Care Inside the U.S. When you are enrolled in the Global Medical Plan, you may select any physician or facility for services each and every time you need medical care. You can locate and select a provider in the U.S. by calling Cigna Global or by accessing the member website. Using a Cigna provider saves both you and the plan money. You must contact Cigna Global for any inpatient hospitalization in the United States. Benefit coverage may be reduced to 50 percent, and a $300 penalty may apply, if prior approval is not received. For an emergency admission, a notification phone call must be made by the end of the first scheduled work day after the admission. For a non-emergency admission, notification must be made prior to your admission. Prescription Drug Benefits When purchasing prescription drugs in the U.S., you must utilize Express Scripts. Express Scripts provides a short-term (up to 30-day supply) retail program and a long-term maintenance (up to 90-day supply) mail order program. Under both the retail and mail order programs, you can get up to a 365-day supply of prescription drugs. You will receive an Express Scripts ID card in the mail once you are enrolled in the Global Medical Plan. When purchasing prescription drugs in the U.S., the program consists of three tiers: generic, preferred brands and non-preferred brands. The pricing for each tier is different, so your cost will vary. Your cost is the lowest when you use generics, higher when you use preferred brands and highest when you use non-preferred brands. When purchasing prescriptions outside the U.S., you purchase your medication and submit a claim to Cigna Global for reimbursement. Reimbursement is generally 100% of the cost of the prescription drug. Calendar Year Deductible Out-of-Pocket Prescription Drug Maximum Retail Pharmacy Up to 30 day* supply Generic Preferred Brand Non-preferred Brand Mail Order Up to 90 day* supply Generic Preferred Brand Non-preferred Brand Prescription Drugs Benefits Outside the U.S. (Cigna Global) $0 Not Applicable 100% 100% 100% Not available * If the total cost of the drug is less than the minimum, you will pay the total cost of the drug. ** A medication where an equivalent is not available See the U.S. Expatriate Summary Plan Description for additional information on Specialty pharmacy benefits. 5 Inside the U.S. (Express Scripts) 80%, after deductible $2,750 per person; $5,500 per family $15 copay 25% of total cost ($25 minimum/$100 maximum) 45% of total cost ($45 minimum/$100 maximum) Oral contraceptives: 100%; generic and single source only** $30 copay 25% of total cost ($65 minimum/$200 maximum) 45% of total cost ($115 minimum/$250 maximum) Oral contraceptives: 100%; generic and single source only**

7 Claims Submission All claims must be submitted for payment within 12 months of the date of service. All claims for medical, dental, vision and prescription drugs when purchased outside the U.S. should be sent to Cigna Global. Prescription drugs purchased in the U.S., without using your Express Scripts Rx card at the time of purchases, should be filed with Express Scripts. Cigna Global Service Center You may call Cigna Global any time you have a question about your care. Cigna Global offers a health concierge to help you with each health care choice. You may access Cigna Global Service Center representatives speaking to you in the language of your choice 24 hours a day, seven days a week, via telephone, fax and . Global Dental Plan The Global Dental Plan provides dental coverage for you and your dependents, including services, supplies and treatment associated with preventive, diagnostic, basic, major and orthodontic care expenses. Eligible expenses are covered according to dental classes. The chart below highlights the general provisions. More detailed provisions are outlined in the Summary Plan Description in the Employee Benefits area through the HalWorld website. Dental Provisions Individual Deductible Annual Maximum Class I - Diagnostic and Preventative Services Class II - Basic Services Class III - Major Services Class IV Orthodontia (children under 19 years old) Lifetime maximum Global Dental Plan Outside and Inside U.S. Treatment $50, per person $1,500, per person 100% deductible waived 80% after deductible 50% after deductible 50% deductible waived $1,500, per person Flexible Spending Accounts (FSAs) The Health Care Flexible Spending Account (HCFSA) and Dependent Day Care Flexible Spending Account (DCFSA) provide a tax-free way to pay for eligible health care and dependent day care expenses. Here is how the FSA works: You decide how much you want to contribute. Your contributions are deducted from your pay before taxes are calculated. You submit claims for eligible health care or dependent care expenses. You receive reimbursement for eligible health care with your pre-tax contributions. It is important to carefully plan the amount you contribute to your FSA, because the Internal Revenue Code requires that any amounts that are unclaimed from your FSA during the calendar year be forfeited. Health Care FSA There are many types of health care expenses that can be reimbursed under the HCFSA (as allowed under the Internal Revenue Code) such as: Medical, dental, vision and prescription drug expenses that are not covered by insurance (deductibles, copayments, amounts over annual maximums, etc.) Over-the-counter medications, as prescribed by a physician, and health care supplies. You can contribute from $120 to $2,500 to the Health Care FSA and you can access the full amount of your HCFSA annual contributions for reimbursement after Jan. 1, even if your contributions have not yet been deducted from your payroll check. You will be issued a debit card with a limit equal to your annual HCFSA election to pay for eligible health care expenses so you don t incur any out-of-pocket expenditure. You must save receipts for purchases made including those with your HCFSA MasterCard so that you can provide substantiation of your purchase, if requested. 6

8 Dependent Day Care FSA The DCFSA can help pay for day care expenses for your children under age 13 and for qualifying older dependents, including dependent parents if claimed as dependents on your federal tax return. Care must be provided so that you and your spouse can work, attend school or look for a job. You can generally contribute from $120 up to $5,000 to the Dependent Day Care FSA, with the following exceptions: If you participate in the Dependent Day Care FSA and your spouse participates in a similar account through his or her own employer, your combined amounts cannot exceed $5,000 If you are married and you and your spouse file separate tax returns, the maximum you can each contribute is $2,500 per year If you are married and you and your spouse file a joint tax return, the maximum you can contribute is $5,000 per year If either you or your spouse earns less than $5,000 a year, you may contribute only as much as the pay of the lower paid spouse In general, you may not participate in the Dependent Day Care Flexible Spending Account if your spouse does not work outside the home. There are two exceptions: if your spouse is physically or mentally unable to care for himself or herself, or if he or she is a full-time student. To qualify as a full-time student, your spouse must be enrolled at and attend school on a full-time basis for some part of five calendar months during the year. You can access your DCFSA contributions for reimbursement only after they have been deducted from your payroll check and deposited to your DCFSA account and for claims where service dates are already completed on the date the claim is processed. Life Insurance Basic Employee Life Insurance of one times your Annual Benefit Base Pay or $50,000, whichever is less, is a Company-paid benefit. You can choose Optional Life Insurance coverage for yourself, as well as for your spouse and children at group rates. Naming a Beneficiary You must name a beneficiary(ies). If you enroll via the Halliburton Benefits Center Web site, you can designate your beneficiary(ies) online. You can also designate your beneficiary(ies) by calling the Halliburton Benefits Center. You may change your beneficiary(ies) at any time. Optional Life Insurance The following chart displays the choices available to you for Optional Employee, Spouse and Child Life Insurance. Basic Company Paid Optional Employee Paid Employee Life* 1 X Annual Benefit Base Pay 1 X Annual Benefit Base Pay Subject to $3 million overall maximum Maximum of $50,000 2 X Annual Benefit Base Pay 3 X Annual Benefit Base Pay 4 X Annual Benefit Base Pay 5 X Annual Benefit Base Pay 6 X Annual Benefit Base Pay Tobacco & non-tobacco rates apply Spouse Life* Not provided $10,000 Subject to a maximum of the lesser of: 1/2 X Annual Benefit Base Pay employee s basic life plus optional 1 X Annual Benefit Base Pay life insurance coverage amount 1 1/2 X Annual Benefit Base Pay $250,000 2 X Annual Benefit Base Pay 2 1/2 X Annual Benefit Base Pay 3 X Annual Benefit Base Pay 3 1/2 X Annual Benefit Base Pay Tobacco & non-tobacco rates apply Child Life Not provided $10,000 per child * May be subject to Evidence of Insurability (EOI). Costs for Optional Employee Life Insurance and Spouse Life Insurance are based on age, the amount of coverage you choose and the tobacco usage for you and your spouse. The cost of Child Life Insurance is a flat rate. 7

9 Evidence of Insurability (EOI) If you enroll in Optional Life Insurance within 30 days after you first become eligible, you may elect optional employee coverage up to the lesser of $500,000 or 3 X Annual Benefit Base Pay without providing EOI. EOI will be required under the following circumstances: If you enroll in the program within 30 days after the date you first become eligible and you choose coverage in excess of the lesser of $500,000 or 3 X Annual Benefit Base Pay; If you enroll in the program after your first opportunity to enroll (either at Annual Enrollment or because of a qualified change-in-status) and you previously waived coverage; If you increase your coverage by more than one level either at Annual Enrollment or during a plan year because of a qualified change-in-status; or If your coverage elections after your first opportunity to enroll (either at Annual Enrollment or because of a qualified change-in-status) result in coverage in excess of the lesser of $500,000 or 3 X Annual Benefit Base Pay. For Spouse Life Insurance coverage, Evidence of Insurability is required if: Within the first 30 days of your first becoming eligible to participate in the program, you elect spousal optional life insurance in excess of $10,000; or You request any increase to your spousal optional life insurance coverage after your first opportunity to enroll. Evidence of insurability is not required for Child Life Insurance. Accidental Death and Dismemberment (AD&D) Insurance The Accidental Death and Dismemberment (AD&D) program is designed to pay a benefit if you are seriously injured in an accident, or to your beneficiary in the event of your death from an accident. Basic Accidental Death and Dismemberment of one times your Annual Benefits Base Pay or $200,000, whichever is less, is a Company-paid benefit. You may also choose optional coverage for yourself, Spouse and Child. The following chart displays the amounts that you may choose for optional Employee, Spouse and Child AD&D. Optional Accidental Death and Dismemberment Employee AD&D Spouse AD&D Child AD&D Coverage in $50,000 increments up to the lesser of $1 million or 10 times your Annual Benefit Base Pay. Coverage in $50,000 increments up to the lesser of $1 million or 10 times your Annual Benefit Base Pay. The spouse coverage amount cannot exceed the employee coverage amount. $50,000 in coverage. You pay the cost of optional AD&D coverage based on the amount of coverage you choose. Naming a Beneficiary When you enroll at you will be asked to designate your beneficiary(ies). You enroll and designate your beneficiary(ies) by calling the Halliburton Benefits Center. You may change your beneficiary(ies) at any time. Medical Leave of Absence (MLOA) Business Practice The Medical Leave of Absence (MLOA) business practice is a Company-paid benefit that provides for time away from work when you cannot work due to an illness or injury. MLOA benefits may be paid from the first day of absence when you miss work due to an occupational or non-occupational illness or injury. If you have at least six months of credited service at the time of your illness or injury, you are entitled to 100 percent of MLOA Pay for a total of 26 weeks each year. (If you are assigned to a rotational work schedule, you will receive benefits for regularly scheduled workdays only.) If you have less than six months of credited service at the time of your illness or injury, you are not entitled to any MLOA Pay. For more information, see the MLOA business practice # on Halworld. 8

10 Long-Term Disability (LTD) Insurance Long-Term Disability (LTD) Insurance is designed to help if you face financial hardship due to an extended disability. LTD replaces a percentage of your pre-disability income if you are disabled and cannot work for an extended period of time. The Company provides a basic LTD coverage of 40 percent of your Annual Benefit Base Pay. You may choose to increase your LTD coverage to either 50 or 60 percent of your Annual Benefit Base Pay. The maximum LTD benefit is $25,000 per month Evidence of Insurability (EOI) If you elect optional LTD within 30 days after the date you first become eligible, you may elect 50 or 60 percent of your Annual Benefit Base Pay without providing EOI. After your first opportunity to enroll, you are required to provide EOI if you wish to increase your coverage amount by one or more levels (at Annual Enrollment or if you experience a qualified change-in-status). When LTD Benefits Begin If you have been continuously totally disabled for 26 weeks and your application for benefits has been approved, the LTD program may begin paying you monthly benefits. Monthly Benefit Amount LTD benefit payments are based on the percentage of coverage that you select. The maximum LTD benefit is $25,000 per month. Disability Benefit Basis You will be considered disabled if, because of an injury or illness: During the first 24 months for which monthly benefits are payable, you are unable to perform the material and substantial duties of your regular occupation due to your sickness or injury and have a 20 percent or more loss in your indexed monthly basic earnings due to the same sickness or injury. After monthly benefits have been payable for 24 months, you are unable to perform the duties of any gainful employment for which you are reasonably suited by education, training or experience. Retirement and Savings 401(k) Plan The Halliburton Retirement and Savings Plan (R&S) is a vehicle for helping you build savings for your retirement. You can contribute a portion of your compensation to the Plan and the Company will match a portion of your contributions. The Company will also make an annual Basic Retirement Contributions to your Plan account, regardless of whether you contribute, if you satisfy certain conditions. You choose how to invest your account among several investment fund choices. Automatic Enrollment To encourage you to begin saving, you are automatically enrolled at a contribution rate of 4 percent of your Eligible Pay per pay period after 30 days of employment, unless you affirmatively take action to opt out of contributing to the R&S Plan. If you are automatically enrolled, your deduction will be automatically increased by 1 percent each January for three years beginning the January following the first anniversary of your date of hire. This 1% increase will continue until it reaches 7% of your Eligible Pay. All tax-deferred contributions made to the R&S Plan under the automatic enrollment process will automatically be invested in the Moderate Premixed Portfolio unless you affirmatively take action to change this investment election. You may opt out of or change any of the automatic enrollment provision at any time. Your Employee Contributions You are allowed to contribute 1 to 50% of your Eligible Pay on a tax-deferred basis. You choose any investment mix and level of risk that is right for you. Company Matching Contributions Halliburton will match 100 percent of your tax-deferred contributions up to a maximum of 4% of Eligible Pay, per pay period and 50% of your tax-deferred contributions that are greater than 4%, but less than 6% of Eligible Pay, per pay period. 9

11 Annual Basic Retirement Contribution Generally, if you are an active employee (or on an approved leave of absence) on December 31, the Company will contribute 4% of your Eligible Pay to the R&S Plan each year. You do not have to contribute to the R&S Plan to receive this annual Basic Retirement Contribution. You will receive a pro-rata allocation of this Basic Retirement Contribution if you terminate your employment with the Company during the year as a result of death, retirement or disability (as defined in the Plan). Vesting The R&S Plan provides immediate, 100% vesting of your employee and rollover contributions, as well as any earnings on those contributions. The annual Company Matching Contributions, as well as any earnings on those contributions, become 100% vested after two years of vesting service. The Annual Basic Retirement Contribution, as well as any earnings of those contributions, become 100% vested after three years of vesting service. Vacation Please refer to your Long-Term Expatriate Assignment Agreement for information on vacation while on international assignment. Other Programs Employee Assistance Program (EAP) The EAP is available to assist you and your eligible dependents with family, financial, personal and emotional issues. There is no charge for service provided directly by EAP staff members. Some of the cost for mental health and substance abuse counseling, outside of services by EAP staff members, may be covered by the Global Medial Plan. Employee Stock Purchase Program (ESPP) The ESPP makes it easy for you to become a shareholder of the Company and to participate in its potential future growth and profitability. The ESPP gives you the opportunity to purchase Halliburton Company common stock through payroll deductions. All full-time employees paid through U.S. payrolls who have attained the age of majority in their state of residence and who authorize payroll deductions are eligible to enroll during the next available enrollment period after completing six months of service with the Company LiveWell LiveWell is your health and wellness lifestyle management program. As an employee, you know a lot about supplying the world with sufficient energy from a gas and oil reservoir perspective. But what about your own personal energy? Energy is an invaluable resource because it is required to help you reach your life goals whether you want to be a more involved parent, have a fulfilling relationship with your significant other, or better serve your community. The best place to start is by focusing on your everyday choices like what you eat, how much you move, how you deal with stress that impact your energy levels and ultimately make up your health. The objective of LiveWell is to help do just that to help you live well by making sure that your energy capacity from muscle to mind meets all the demands of your life. When you are ready to get started, logon to website and select Health & Benefits. Then, under Tools, select Health Risk Assessment and follow the prompts to begin your Health Risk Assessment. Note: All health coaching program data (digital and telephonic), as well as the HRA and health screening data, are private and kept confidential, and protected in a secure environment powered by Johnson & Johnson s Wellness & Preventive, Inc. Your individual health information is not disclosed to the Company. 10

12 Keep Your Address Up-to-Date Throughout the year, important benefits related materials will be ed to your preferred address or mailed to your permanent address as reflected in your SAP Expat record. If your permanent mailing address changes, notify your local Human Resources representative to request an address update. To select your personal address as your preferred method for receiving benefits information, go to com/totalrewards. It is also important to keep your work location (city and country) up-to-date. This information is needed to enroll you in any CignaLinks programs necessary. Go to ESS > Outlook Properties > Work Location to review and update this information, or ask your HR Representative to update it on the SAP U2 record. Register for the Cigna Global Member Website Once you have your Cigna Global ID card with your member number, you can register for the member website. The member website at offers you a wealth of information about your claims and your coverage. Some of the items you might find most helpful include: Confirm your online claims submissions have been received and your claims processed Review your Explanation of Benefits forms Setup your reimbursement preferences for banking and currency Direct your claims payments via direct deposit, e-pay or international wires Review of listings of doctors and providers in your location Send secure s to Cigna Global Halliburton Total Rewards The Halliburton Total Rewards website is available to you on any computer via the internet at You will find benefit information plus frequently asked questions and links to the benefits providers. Disclaimer Halliburton designed this brochure to provide you with a broad overview of the benefit programs offered to U.S. Expatriate employees in effect as of January 1, More details and information regarding the benefits offered under the Halliburton Energy Services, Inc. Welfare Benefits Plan and the Halliburton Retirement and Savings Plan are outlined in the applicable plan documents and summary plan descriptions. The summary plan descriptions are available online through Halworld. If the information in this brochure differs from, or conflicts with, the provisions in the applicable plan document or summary plan description, the terms of the applicable plan document or summary plan description shall control. Halliburton does not guarantee that participation under the Plan or benefits programs described in this brochure will remain unchanged in future years. Halliburton reserves the right to change, suspend, amend or terminate the Plan and/or benefit programs described in this brochure at any time, in whole or in part. This means that the Plan and/or benefit programs may be: Discontinued in their entirety Changed to provide different levels of benefits Changed to provide for different cost sharing between the Company and participants Changed in any other way H /13 Produced by Halliburton Communications 2013 Halliburton All Rights Reserved