Healthy Directions. Information for New Employees 2013

Transcription

1 Healthy Directions Information for New Employees 2013

2 To: U.S. Employees with Salaried Health Care Benefits Healthy Directions is our company s approach to health and health care. Healthy Directions provides two medical benefit plan options, dental coverage, and tax-favored accounts to help manage health care costs. In addition to health care, Healthy Directions offers various health and wellness programs and resources. Your health benefits deliver exceptional value to help you cover your health expenses. John Deere s health care benefits consistently rank in the top quartile and are better than most comparator companies, including Caterpillar, 3M, General Electric and Honeywell. Health care benefits are a shared responsibility between you and the company. John Deere shares in your costs, provides financial protection, and offers tools and resources to help you learn about your health, your health care benefit options, and how to live a healthy lifestyle. As part of the shared responsibility for health, you play an active role in maintaining and improving your health. By living a healthy lifestyle and taking advantage of wellness resources provided by John Deere, you can maintain or improve your physical, mental, and social health and well-being. Doing so can help you lead a healthy, productive life, and optimize your health care dollars now and for the future. This packet provides you with an overview of your health care benefits and the resources that are available to you as a John Deere employee, and in many cases to family members (including same-sex domestic partners). For questions regarding eligibility within your household, please contact Deere Direct at

3 What You Need to Do Health care benefits eligibility begins for you and your dependents the first day of the month after you join the company. If you are a John Deere employee with a status change, your health care benefits eligibility begins immediately. This includes medical, prescription drugs, vision, hearing services, and dental. To enroll, return the John Deere Benefit Enrollment Form included in this packet to Deere Direct within 31 days of your date of hire, or immediately if you are a John Deere employee with a status change. You ll want to consider the questions below as you make your enrollment decision. To learn more about each of the questions, refer to the Enrollment page in this packet. Questions to Answer When You Enroll Health Care Benefit Plans 1. Which medical plan will you choose? CarePlus CarePlusMAX No Coverage 2. Whom will you cover under your medical plan? Employee only Employee + spouse Employee + child(ren) Employee + spouse + child(ren) Tax-Favored Accounts - Health Savings Account 3. If you ve selected CarePlus or CarePlusMAX, how much do you want to contribute annually via payroll deferral to a Health Savings Account (HSA)? (You ll want to consider the IRS rules on HSAs. To learn more, see the Tax-Favored Accounts page.) $ for the calendar year 4. Do you want to contribute evenly over pay periods throughout the calendar year to your HSA, or do you want to front-load your contribution by specifying the number of pay periods? Evenly, or Number of pay periods (If you are eligible to contribute to an HSA, don t forget to open one with Fidelity Investments as soon as possible in order to receive the company contribution in your HSA on a pre-tax basis. If you do not open your HSA immediately (see pages 9 and 10), you will receive the company HSA contribution in your earnings statement as taxable income. You can set up your account by calling Fidelity at or by going to Fidelity NetBenefits at Dental Plan 5. Will you elect the company dental plan? Yes No 6. Whom will you cover under the company dental plan? Employee only Employee + spouse Employee + child(ren) Employee + spouse + child(ren) Tax-Favored Accounts - Flexible Spending Accounts 7. How much will you contribute to a limited purpose Health Care Flexible Spending Account (FSA) for the calendar year? $ (up to $2,500) 8. How much will you contribute to a Dependent Care Flexible Spending Account (FSA) for the calendar year? $ (up to $5,000) 3

4 What s Inside MEDICAL... 5 As a John Deere employee, you have two medical benefit plan options: CarePlus and CarePlusMAX. Both CarePlus and CarePlusMAX will cover medical, prescription drugs, vision, and hearing services, but will offer different ways for you to manage and spend your health care dollars. VISION, PRESCRIPTION DRUGS, & HEARING... 7 DENTAL... 8 Your dental coverage is a separate election from your medical election. Learn more about this benefit and what is included in your coverage. PREVENTIVE CARE With both CarePlus and CarePlusMAX, covered preventive care services are paid at 100 percent when you see in-network providers. This section provides you with a partial list of those preventive care services. TAX-FAVORED ACCOUNTS... 9 CarePlus and CarePlusMAX qualify employees for two tax-advantaged ways to plan for health care expenses through a Health Savings Account (HSA) and a limited purpose Health Care Flexible Spending Account (FSA). Read more about these two accounts, and how you can use a Dependent Care FSA. RESOURCES As a John Deere employee, you have an opportunity to participate in various wellness programs. Many of the programs are also available to your spouse and dependents. The programs include: a tobacco cessation program, weight management programs, LiveWell WorkWell employee assistance program and an online health questionnaire. GLOSSARY Included with this information ENROLLMENT FORM... in packet Complete the form and send it back to Deere Direct within 31 days of your date of hire or immediately if you are a John Deere employee with a status change. SUMMARY OF COVERAGE... in packet The summary of coverage documents highlight key features of the medical and dental plans for which you are eligible. RATE SHEET... in packet This page includes premiums for the benefit plans for which you are eligible. ENROLLMENT After you ve reviewed your health care benefit plans and the different options to help you manage your costs, you ll need to make an enrollment decision. These pages will walk you through the questions you need to ask yourself before enrolling. For additional information on Healthy Directions, visit the Healthy Directions website at 4

5 Medical CarePlus and CarePlusMAX At John Deere, you have two health care benefit plan options from which to choose: CarePlus and CarePlusMAX. Both CarePlus and CarePlusMAX offer a Health Savings Account (HSA), which lets you set aside pre-tax money to pay for your eligible health care expenses, including your deductible. This is helpful as you pay for covered medical services, like doctor visits and prescription drug costs, up to the deductible limit. An HSA can help pay for those costs. What s the difference between CarePlus and CarePlusMAX? The difference in the plans is how and when you want to pay for your share of the costs. CarePlus Higher Premiums Lower Deductible Coinsurance CarePlusMAX Lower Premiums Higher Deductible No Coinsurance The arrow graphics to the right illustrate the costs associated with the plans. If you intend to cover: Employee only Employee + spouse Employee + child(ren) Employee + spouse and child(ren) Look at the costs in the arrow graphics for: Employee only Family Family Family What CarePlus and CarePlusMAX offer CarePlus and CarePlusMAX cover the same types of medical, prescription drugs, vision and hearing services. For more information on what is covered in the plans, refer to the Summary of Coverage information included in this packet. Both plans provide insurance protection for covered in-network medical expenses once the deductible is met. You and the company share in paying for health care costs. The company pays a significant portion of the premium and provides a Health Savings Account contribution. You pay for a portion of the premium* and applicable out-ofpocket expenses up to a certain level (see arrow graphics below). In-network preventive care services are covered at 100 percent. A sample listing of preventive care services are included in this packet. Both plans are administered by UnitedHealthcare and offer a broad nationwide network of providers called Choice Plus. Also, referrals are not needed from your primary care physician in order to see an in-network specialist Employee Only Coverage Family Coverage CarePlus CarePlusMAX Health Savings Account Financial Protection Coinsurance 80% 20% Deductible Financial Protection Coinsurance 80% 20% Deductible Employee Max. Out-of-Pocket $2,100 Financial Protection $750 $1,350 Deductible $2,250 Employee Max. Out-of-Pocket $4,200 Financial Protection Employee Max. Out-of-Pocket $2,250 Employee Max. Out-of-Pocket $4,500 $1,500 $2,700 Deductible $4,500 Opt. Employee Funded HSA Company Funded HSA Opt. Employee Funded HSA Company Funded HSA *Check the Rate Sheet included in this packet for premium costs **2013 IRS limit for single coverage ***2013 IRS limit for family coverage Total $3,250** $2,550 $700 Total $6,450*** $5,150 $1,300 Employee Premium Potential Employee Cost Health Plan Covers Employee Funded HSA Company Funded HSA 5

6 Medical Your annual deductible Much of your out-of-pocket cost will depend on your health care use. Your biggest costs in your health plan will come before you meet your deductible. Covered expenses will be applied toward your in-network or out-of-network deductible based on which providers you use. What counts toward my annual deductible? Medical plan premiums Preventive care (in-network) expenses (covered at 100 percent by the health plan) Non-preventive medical expenses Prescription drug expenses Dental expenses (separate premium and deductible) Routine vision expenses Hearing expenses No No Yes Yes No No Yes How can you manage your health and health care? You will receive a monthly health statement from UnitedHealthcare, your health plan carrier. The statement itemizes all out-of-pocket expenses for the month and provides you with a year-to-date summary, helping you see the complete picture of your health care spending. You ll also receive alerts on staying healthy, tips on saving money and more. You will have two tax-favored accounts to plan for your health care expenses: a Health Savings Account (HSA) and a limited purpose Health Care Flexible Spending Account (FSA). Both accounts offer you tax advantages and can help you manage your costs. To learn more about these accounts, refer to the Tax-Favored Accounts pages in this packet. You can manage or maintain your health by taking advantage of the wellness resources provided by John Deere. Doing so can help you lead a healthy, productive life and optimize your health care dollars now and for the future. To learn more about the wellness programs and resources, refer to the Resources page in this packet. Both CarePlus and CarePlusMAX emphasize in-network* care so you can save money through negotiated discounts. You can still use out-of-network providers, but you will not get the advantage of negotiated discounts, and your other out-of-pocket costs will be higher. To see if your provider is in-network, visit and click on the Find a Doctor link on the right side of the screen. With both plans, covered preventive care services are paid at 100 percent when you see in-network providers. This helps you in maintaining or improving your health. To view a partial list of covered preventive services, refer to the Preventive Care section in this packet. *To view a complete list of terms and definitions used in this document, refer to the Glossary page at the end of this packet. 6

7 Medical Vision, Prescription Drugs & Hearing Vision Vision benefits are included if you elect CarePlus or CarePlusMAX. When you use in-network (UnitedHealthcare Vision ) providers, covered services are paid at 100 percent after your applicable copayment. Prescription Drugs Prescription drugs are covered expenses and are part of the annual deductible. Remember, you can use your Health Savings Account to pay for covered expenses. There are no copays for prescription drugs. That means you pay the full discounted costs until your deductible is met. Vision care includes: Eye exams Certain types of lenses (such as single vision, bifocal, trifocal, etc.) Frames CarePlus Prescription Drug Coinsurance In CarePlus, prescription drug coinsurance applies after you ve met your deductible. Financial Protection Coinsurance 80% 20% Deductible DRUGS Tier 1 = 20% Tier 2 = 50% Tier 3 = 65% Health Plan Covers Potential Employee Cost Contact lenses For more information about the vision plan, refer to the Summary of Coverage documents included in this packet. Hearing Benefits To learn more about your hearing benefits, refer to the Summary of Coverage documents included in this packet. Not all prescriptions fall into the same category. In some cases, different types of prescriptions may be covered differently. Here is a list of different types of prescriptions and how they differ. When you buy this type of prescription drug... Tier 1 - Generic equivalent or Generic alternative* You and the plan share the total discounted cost through coinsurance in CarePlus. You pay: Plan pays: 20% 80% Tier 2 - Preferred brand* 50% 50% Tier 3 - Non-formulary brand* 65% 35% Up to 31-day supply of a prescription drug You pay $100 maximum Up to 90-day supply of a listed maintenance drug You pay $300 maximum *To view a complete list of terms and definitions used in this document, refer to the Glossary page at the end of this packet. 7

8 Dental Preventive Care The dental plan pays benefits for a broad range of covered dental services - from preventive care to oral surgery. Participation is voluntary. You can join the plan as of the first day of the month after your date of hire. Dental coverage is a separate election from medical. The dental plan also has a separate premium, deductible, and annual/lifetime maximums. The dental plan has three coverage categories: 1. Preventive includes procedures such as routine cleanings, exams, x-rays, and fluoride treatments. 2. Basic includes things such as fillings, space maintainers, non-surgical periodontal procedures, root canals, crowns, and denture repairs. 3. Major includes surgery, orthodontics, fracture treatments, general anesthesia, and prosthodontics. Who is covered? Under any of the coverage categories, you can cover: Employee only Employee + spouse Employee + child(ren) Employee + spouse + child(ren) Prevention is Key CarePlus and CarePlusMAX plans will cover many annual preventive care services at 100 percent with in-network providers. Below is a partial list of services that are considered preventive care.* Please note: payment of preventive care services is dependent upon several factors, including how the service is coded by your provider. Well-child care - through age 18 includes: Routine office visits and examinations Immunizations Screenings Adult preventive care - after age 18 includes: One routine physical examination per calendar year, including up to two office visits for the purpose of obtaining a routine physical examination Immunizations Screenings *Please refer to the Healthy Directions website at for a complete list of preventive care services. No Dental Network Employees can seek dental services from any licensed dentist (DDS). There is no UnitedHealthcare dental network. For more information, refer to the Summary of Coverage documents included in this packet. 8 8

9 Tax-Favored Accounts You can use tax-favored accounts, individually or together, to pay for certain health care services. Those tax-favored accounts include: A Health Savings Account (HSA) for qualified health care expenses. A limited purpose Health Care Flexible Spending Account (FSA), for qualified covered or non-covered vision and dental services. A Dependent Care FSA for dependent care expenses. Health Savings Account (HSA) An HSA offers you a tax-favored way to pay for current and future qualified health care expenses, including your deductible, coinsurance, and eligible medical expenses that are not covered by CarePlus or CarePlusMAX. Advantages of Having an HSA The money in your HSA can grow with potential investment earnings. You won t pay federal, or in most cases, state taxes on the money if you use it to pay for qualified health care expenses, as defined by the IRS. If you use the money for something else, the amount you withdraw will be taxed and, depending on when you use the money, it could be subject to penalties. Distributions you take after age 65 to pay for expenses other than qualified medical expenses will still be considered taxable income; however, they will no longer be subject to penalties. The money deposited in your HSA (including the company s contribution) is yours to keep, even if you leave the company or retire. If funds remain in your HSA at the end of the year, the balance rolls over from year to year. You ll need to keep receipts for tax records to document withdrawals for qualified medical expenses. Company Contributions John Deere will make a contribution to your HSA* mid-month when your medical coverage begins. The total amount will be based on your coverage category: up to $700 (employee only) or $1,300 (family). Your HSA must be opened by the 1st of the month in which your coverage begins to receive the pre-tax company contribution to your HSA. Employees with a status change or weekly pay schedule may contact Deere Direct for more information. If you are hired after January, the company HSA contribution will be pro-rated depending on the remaining months of the year. For example: if you are hired in May, and your medical benefits are effective 1 June, you will receive 7/12 of the remaining company HSA contribution in mid-june. Fidelity Investments is the company s designated HSA trustee. Optional Personal Contributions You can make additional personal contributions to your HSA, up to IRS limits. This allows you to set aside your money on a pre-tax basis to pay for future health care expenses. If you want to have money available sooner, you could front-load your HSA with your own contributions. You can do this by making personal deposits or increasing your payroll deduction amounts early in the year. You can make these changes or deposits any time you need the health care services throughout the year. It is your responsibility to determine your HSA eligibility and contribution limits. John Deere will not monitor your situation. *COBRA enrollees or employees working less than 30 hours per week are not eligible for a company HSA contribution. 9

10 Tax-Favored Accounts Health Savings Account HSA Eligibility To determine if you and, if married, your spouse are eligible for an HSA, follow these steps: First: Verify that you meet the four main HSA eligibility criteria: You must be enrolled in a high deductible health plan such as CarePlus or CarePlusMAX You may not be enrolled in another health plan that is not a Health Savings Account-eligible health plan, including Medicare* You cannot be claimed as a dependent on someone else s federal tax return You or your spouse may not participate in a general purpose ** Health Care Flexible Spending Account (FSA) Second: If you are married and your spouse would like to have his/her own individual HSA, verify that your spouse meets the four main HSA eligibility criteria above. If your spouse meets all four criteria, he/she is eligible to open his/her own individual HSA. Please note that only John Deere employees are eligible for the company contribution to the HSA. If your spouse does not meet all four criteria, but you do, you remain eligible for an HSA. HSA eligibility criteria is defined by the IRS and is subject to change. *Exceptions include specific injury or illness insurance, long-term care insurance, and specific dollar insurance, such as AFLAC. If you use military benefits, there will be a three-month waiting period to make an HSA contribution. **A general purpose Health Care FSA is an FSA that is not used with a high deductible health care plan. How do I set up my HSA? Step 1: Enroll in a high deductible health plan (HDHP). Step 2: Make sure you are eligible for an HSA (see left). Step 3: Wait 2-3 business days for processing then go to to set up your account with Fidelity Investments. If you do not have web access, you can contact Fidelity at to request a paper application. NOTE: If you are enrolled in an HSA-eligible plan but do not have your HSA opened when the company contribution is made, you will receive the contribution on your earnings statement as taxable income. If you receive the company contribution as taxable income, you can increase your HSA payroll deferral to obtain the full tax benefit. Step 4: Contact Deere Direct at to set up payroll deferrals. Step 5: Watch for your company contribution to be made mid-month when your medical coverage begins. Making Changes to Your HSA You can change your HSA contributions made through payroll deferrals at any time during the year by calling Deere Direct. For all other transactions, including personal contributions, contact Fidelity Investments. Contact Information Deere Direct Fidelity Investments or 10

11 Tax-Favored Accounts Health Savings Account 2013 HSA Contribution Levels Your total employee and employer HSA contributions cannot exceed IRS limits. If you have a spouse and he/she is eligible for his/her own HSA, certain combined limits will apply. Employee Only Coverage Family Coverage Total $3,250* Opt. Employee Funded HSA $2,550 Opt. Employee Funded HSA Total $6,450** $5,150 Company Funded HSA $700 Company Funded HSA $1,300 *2013 IRS limit for single coverage **2013 IRS limit for family coverage If you ll be 55 or older, you can make additional contributions, up to $1,000 (per qualified person) in If married individuals participate in two HSA-qualified high deductible health plans (HDHPs) and either spouse has family HDHP coverage, the HSA family coverage contribution limit of $6,450 is a joint limit, to be divided between the married couple if they are both HSA eligible. Each person may also contribute the catch-up contribution to their individual HSA if eligible. If married individuals participate in two self-only HSA qualified HDHPs and are HSA eligible, they may contribute to their own HSA with a maximum contribution limit of $3,250 each. Each person may also contribute the catch up contribution to their individual HSA if eligible. If I m not eligible for an HSA, will I lose the John Deere HSA contribution? If you are enrolled in either CarePlus or CarePlusMAX and are not eligible for an HSA, you will receive a comparable company contribution automatically through your paycheck rather than a company deposit into an HSA. The company contribution will be taxable income. 11

12 Tax-Favored Accounts Limited Purpose Health Care Flexible Spending Account A limited purpose Health Care Flexible Spending Account (FSA) can be used for out-ofpocket vision and dental expenses in combination with a Health Savings Account (HSA). However, there are restrictions on what the FSA can be used for with a Health Savings Account-eligible health plan. Please refer to the vision and dental expenses in IRS Publication 502 for information on what can be paid with a limited purpose Health Care FSA. IRS Publication 502 can be found at Here is a chart comparing the Health Savings Account with a limited purpose Health Care Flexible Spending Account. Health Savings Account REIMBURSEMENT You ll have access to up to five debit cards and/or a checkbook connected to the account to pay for qualified health care expenses It s up to you to make sure you don t pay for the same expense from your HSA and your limited purpose FSA, you get paid or reimbursed from the correct account, and you are able to substantiate your health care claims You should keep receipts for your tax records Limited Purpose Health Care Flexible Spending Account You must submit a claim form along with receipts for expenses incurred in the calendar year Reimbursements are monitored by an account administrator. Expenses claimed are checked for eligibility It s up to you to make sure you don t pay for the same expense from your HSA and your limited purpose FSA, you get paid or reimbursed from the correct account, and you are able to substantiate your health care claims You should keep receipts for your tax records REIMBURSABLE HEALTH CARE EXPENSES IRS Publication 502 on has a complete list of qualified health care expenses. Examples include: Eligible medical and prescription drug expenses, deductible and coinsurance Long-term care premiums up to IRS limits Any of the qualified health care expenses that can be paid from your limited purpose FSA (see list to the right) Your personal expenses for your out-of pocket expenses: Dental Vision LASIK eye surgery Orthodontia expenses ANNUAL CONTRIBUTION LIMIT For 2013, the IRS allows up to $3,250 for individuals and $6,450 for a family For 2013, the IRS limit allows up to $2,500 (per household); the minimum annual deferral is $48 CATCH-UP CONTRIBUTION If you ll be 55 or older, you can make additional contributions, up to $1,000 (per qualified person) in 2013 Not available (continued on next page) 12

13 Tax-Favored Accounts Limited Purpose Health Care Flexible Spending Account Health Savings Account and limited purpose Health Care Flexible Spending Account comparison chart (continued from previous page) INVESTMENT INCOME ROLLOVER PORTABILITY TAX SAVINGS BENEFICIARIES Health Savings Account Account can be invested with earnings based on investment options you select Unused balance rolls over from year to year to cover future health care expenses even those in retirement You own the account. If you leave the company, your account balance goes with you You get triple tax benefits with: 1) pre-tax contributions, 2) tax-free growth, and 3) tax-free withdrawals to pay for qualified out-of-pocket health care expenses Upon death, if your spouse becomes owner, he/she can use your HSA as if it were their own HSA. If you are not married, the account will no longer be treated as an HSA. The account will pass to your beneficiary or become part of your estate (and be subject to any applicable taxes). Limited Purpose Flexible Spending Account Account does not earn investment income Use it or lose it rule applies; unused money does not roll over from year to year, per IRS restrictions. This means you should budget expenses carefully If you leave the company, you can use your account to submit claims for eligible expenses incurred before you leave Your contributions are pre-tax, so you are paying for out-of-pocket health care expenses with pre-tax dollars Upon death, your claims can be submitted for services incurred up through the date of death 13

14 Tax-Favored Accounts Dependent Care Flexible Spending Account The Dependent Care Flexible Spending Account can help you save money by allowing you to use pre-tax dollars to pay for dependent care expenses. Per IRS guidelines, if you are married, you and your spouse must work outside the home or attend school full-time in order to participate in a Dependent Care FSA. The Dependent Care FSA can be used for: Children under age 13 who qualify as dependents on your federal income tax return. Other family members who are physically or mentally unable to care for themselves (such as a parent whom you support) and who qualify as dependents on your tax return. If you re divorced, special rules apply. Please see your tax advisor. For 2013, the IRS allows up to $5,000 for the Dependent Care FSA. The minimum annual deferral is $48. If your spouse also participates in a Dependent Care FSA through John Deere or another employer, your combined deferrals to this FSA cannot exceed $5,000, per the IRS. Additional guidelines for using a Dependent Care FSA The Dependent Care FSA and limited purpose Health Care FSA are two separate accounts. You cannot use money from one account to cover expenses in the other account. For expenses to be reimbursed, they must be incurred in the current calendar year. You may submit claims for reimbursement from the previous year through March 31. Claims for reimbursement should be submitted to Group Dynamic, Inc. (GDI). You can find more information on how to manage your account and file claims by referring to the Resources on page

15 Enrollment As a new employee, your medical and dental elections become effective the first day of the month following your date of hire. If you are a John Deere employee with a status change, your health care benefits eligibility begins immediately. To enroll, return the John Deere Benefit Enrollment Form included in this packet to Deere Direct within 31 days of your date of hire, or immediately if you are a John Deere employee with a status change. Health Benefit Plan Which plan will you choose? Health Benefit Plan Whom will you cover? Health Savings Account How much will you contribute? Your medical plans are administered by UnitedHealthcare (UHC), with the provider network of Choice Plus. Through John Deere and UHC, you have access to two plans: CarePlus and CarePlusMAX. The main difference between CarePlus and CarePlusMAX is how and when you pay for health care. You will need to determine which plan works better for you financially. Refer to page 5 for details. You must elect CarePlus, CarePlusMAX, or no coverage. If you do not make an election, you will be automatically enrolled in CarePlusMAX employee only health care coverage with no dental coverage. There are four coverage categories to select from: Employee only Employee + spouse Employee + child(ren) Employee + spouse + child(ren) Knowing whom you will cover under your benefits will determine your premium. An HSA is a tax-favored account you can use to pay for qualified medical services determined by the IRS. If you elect CarePlus or CarePlusMAX, you will receive a company HSA contribution. You may choose to make personal contributions to your account through payroll deferral or personal contributions. You can change the amount and frequency of your deferrals at any time throughout the year by contacting Deere Direct. The IRS limits* HSA 2013 contributions to $3,250 for employee only coverage and $6,450 for family coverage. You may want to consult your tax advisor on your HSA eligibility and contribution limits when making your decision. If you are 55 years of age or older, you can make additional catch-up contributions, up to $1,000 in Your covered spouse may also be eligible for their own HSA account catch-up provision. The money you and the company contribute to your HSA is yours, even if you leave the company or retire. You can use the money each year, or save it for future use with potential investment earnings. The HSA is a way to save for future medical expenses, including health care expenses during retirement. *Your total employee and employer HSA contributions cannot exceed IRS limits 15

16 Enrollment Continued Health Savings Account When will you contribute? Dental Plan Will you choose coverage? Dental Plan Whom will you cover? Health Care Flexible Spending Account (FSA) How much will you contribute? Dependent Care Flexible Spending Account How much will you contribute? You can make your payroll deferrals equally throughout the year or front-load your account over fewer pay periods. Changes can be made anytime by contacting Deere Direct at Your dental plan is administered by UnitedHealthcare. You will need to determine whether or not you will elect coverage. Dental coverage is a separate, annual election. Similar to your health care benefits, you will have four coverage categories: Employee only Employee + spouse Employee + child(ren) Employee + spouse + child(ren) Knowing whom you will cover under your benefits will determine your premium in the upcoming year. The limited purpose Health Care FSA can be used to cover your out-of-pocket expenses for qualified covered or non-covered vision and dental services. Please refer to the vision and dental expenses in IRS Publication 502 on for information on what can be paid with a limited purpose Health Care FSA. The limited purpose Health Care FSA should be used as a resource to pay for qualified vision and dental expenses you can reasonably predict. The IRS requires unused balances to be forfeited at the end of the calendar year. The 2013 contribution limit* is $2,500. The Dependent Care Flexible Spending Account (FSA) claims are administered through Group Dynamics Inc. (GDI). The IRS requires unused balances to be forfeited at the end of the calendar year. The 2013 contribution limit is $5,000.* 16 *Your FSA contributions cannot exceed IRS limits

17 Resources Enrollment Process Resources The following resources are available to support you with your enrollment decision process: Deere Direct UnitedHealthcare Healthy Directions Web site Fidelity Investments LiveWell WorkWell Call center for questions regarding enrollment, benefit eligibility and changing Health Savings Account contributions Customer service center for health care benefit plan coverage and network questions JDEERE1 ( ) Once enrolled, will be available with your personal benefit information One-stop source for health benefits and wellness information Call center for questions about Health Savings Account set-up and transactions, fees, investment options, and general HSA rules (after you are enrolled in CarePlus or CarePlusMAX) Call center for financial counseling on Health Savings Accounts (first time visitors, use registration code JD206) The following tools are available for you to use on Myuhc.com offers several tools and information for UHC members. To use myuhc.com, you will need to register online. This takes only a few minutes. Once you register, your personal profile will appear. It includes information available since you became a UHC member such as: A list of in-network physicians, hospitals, and particular providers Claim summary, account balances, etc. Information about your qualified dependents Your current prescriptions and those of your qualified dependents Group Dynamic, Inc. (GDI) Questions about the claims process for Limited Purpose Flexible Spending Account or Dependent Care Flexible Spending Account

18 Resources Health and Wellness Resources The following Health and Wellness Programs are available for you to use: LiveWell WorkWell, an employee assistance service, helps you manage your total health and balance your personal and work-life needs. It includes confidential counseling, resources and information on legal, financial, work-life and other issues. Tobacco Cessation Program is a clinically-proven, confidential resource to support your efforts to quit. The telephone-based program includes confidential counseling and no-cost nicotine replacement therapy (subsidized two times per calendar year for eligible participants; subject to an over-the-phone medical screening). Health Questionnaire is a confidential, online health assessment that allows you to learn more about your personal health factors and develop an action plan to manage your health. By completing the health questionnaire, you will receive a personalized health report that reflects your health status and a personal action plan that includes digital coaching to assist you in attaining your goals. Weight Management Programs offer you the choice of balanced weight management plans or a healthy eating meal plan. All include special prices for John Deere employees. Choose from: Jenny Craig LA Weight Loss NutriSystem Seattle Sutton s Healthy Eating Weight Watchers For more details and information about the health and wellness programs, visit the Healthy Directions website at 18

19 Glossary A glossary of terms found in this packet to help you make your health care benefit election. MEDICAL Coinsurance After you meet the deductible in CarePlus, you and the health plan have a shared responsibility to pay for services. This amount is capped at a maximum out-of-pocket level for in-network services. In-Network You can view which providers are in your provider network by visiting Medical Deductible The annual amount you pay out-ofpocket for covered medical services and prescription drugs before your plan begins paying. Monthly Health Statement A statement from UnitedHealthcare that itemizes all out-of-pocket expenses for the month and provides you with a year-to-date summary, helping you see the complete picture of your health care spending. Out-of-Pocket Maximum The annual cap on what you ll pay for covered in-network services, including your deductible and any coinsurance. Premium The portion you pay to have coverage for your health plan election. Your premium is automatically deducted from your pay on a pre-tax basis. The company also pays a significant amount of your premium. Preventive Care Services Care emphasizing prevention and early detection, generally including routine physical examinations, immunizations, and screenings. Your health plan will specify what preventive care is covered. Prescription Drugs Formulary List A list of preferred prescription drugs that your health plan has determined are the most cost-effective. Generic Alternative The generic equivalent of a brandname drug that is in the same class as the brand-name drug your doctor prescribes. A generic alternative may be appropriate when there is no generic equivalent for the prescribed brand. Generic Equivalent A drug that is chemically equivalent to a brand-name drug whose patent has expired. Maintenance Drug A drug from the Formulary List taken regularly (generally six months or more) for a chronic condition, such as high blood pressure or cholesterol. Non-Formulary Brand A brand-name drug that is not included on your plan s formulary list. These brand-name drugs often have a generic equivalent. Preferred Brand A brand-name drug that is part of your health plan s formulary list. These drugs typically do not have generic equivalents. Prescription Drug A drug that requires a written prescription by a doctor for its use by an individual. Tax-Favored Accounts Health Savings Account (HSA) A tax-favored account you can use to pay for qualified health care expenses. Limited Purpose Health Care Flexible Spending Account A tax-favored account you can use to pay for qualified vision and dental expenses. 19

20 This packet is intended to present a summary of the health care benefits and benefit elections that are available to you; however, this material does not, of itself, create or modify your benefits. The terms of the applicable benefit plans, and all company actions administering or interpreting these plans, continue to control. Deere & Company reserves the right to suspend, amend, modify, or terminate the Plan(s) in any manner at any time, including the right to modify or eliminate any cost-sharing between the company and participants. Changes, which can be made at any time, are made by action of the company s board of directors, or to the extent authorized by resolution of its board of directors, or by the Deere & Company Compensation Committee. In the event of a conflict between the language of the official Plan Documents and this document, the language of the official Plan Documents will control. The information contained in these materials is based upon the company s interpretation and understanding of the state and federal tax codes and regulations on the date of this publication. These laws and regulations, as well as the company s interpretations, may change from time to time. Details of the health plans and tax code regulations, as well as governmental rulings, may also affect the answers to the questions provided in these materials. Employees should seek more information from their tax advisors in order to gain a full understanding of HSAs and limited purpose Health Care FSAs and how the various state and federal tax laws govern their use. Last Updated January 2013