EMPLOYEE BENEFITS GUIDE

Transcription

1 2018 EMPLOYEE BENEFITS GUIDE

2 IN THIS GUIDE Eligibility and Participation...1 Employee Eligibility Dependent Eligibility Enrolling and Making Changes to Your Benefits Semi-Monthly Costs for Coverage...2 Medical Coverage...3 High-Deductible Plan with Health Savings Account Core and Buy-Up Plans Prescription Drug Coverage...6 Dental Coverage...7 Vision Coverage...7 Pretax Spending Accounts... 8 Health Savings Account Flexible Spending Accounts Income Protection Benefits Basic Life and Accidental Death and Dismemberment Supplemental Life and Accidental Death and Dismemberment Disability Short-Term Disability Long-Term Disability Business Travel Accident Employee Assistance Plan (k) and Profit Sharing Plan Automatic Enrollment Your Contributions Roth Contributions Targa s Contributions Other Plan Features Benefit Contacts... Back cover This document is intended to summarize certain aspects of Targa s benefits programs. It is not, however, the official plan document. Your rights and obligations under the programs are set forth in the official plan documents, which also include contracts with our claims administrators and insurance contracts. All statements in this summary are subject to the terms of the official plan documents, as interpreted by the appropriate plan fiduciary. In the case of an ambiguity or outright conflict between a provision in this summary and a provision in the plan documents, the terms of the plan documents control. To request a copy of these documents, contact the Targa Benefits Center. Targa reserves the right to review, change, or terminate the plan, or any benefits under it, for any reason, at any time and without advance notice to any person.

3 ELIGIBILITY AND PARTICIPATION Employee Eligibility You may participate in Targa s benefits plans if you are a regular, active employee scheduled to work at least 20 hours per week. Your coverage takes effect on your first day of employment. Dependent Eligibility If you enroll for benefits, you may also cover your eligible family members, including your: Legal spouse Children under age 26 A Qualified Status Change You have 31 days to contact the Targa Benefits Center and make changes to your benefits related to the event. You must provide proof of the change (such as a marriage license or hospital birth record). The changes you request must be consistent with the qualified family status change you experience. If you don t contact the Targa Benefits Center within 31 days of the event, you will have to wait until the next annual enrollment period to make changes to your benefit elections. Children of any age, if medically certified as disabled and dependent on you for support Enrolling and Making Changes to Your Benefits If you are a new hire, you have 31 days from your hire date to enroll for coverage through the Targa Benefits Center. You can enroll online by logging on to or by calling You may only make changes to your elections during the annual enrollment period unless you have a qualified family status change, such as: Marriage, divorce, legal separation or death of a spouse Birth, adoption, death or change in custody of a child Receiving a court order, such as a Qualified Medical Child Support Order Your child no longer meeting the eligibility requirements A change in your or your spouse s employment that affects benefits eligibility Eligibility for Medicare, Medicaid or CHIP Targa Resources LLC 1

4 Semi-Monthly Costs for Coverage The coverage levels you select determine your semi-monthly premiums. Premiums for medical, dental and vision coverage will be deducted from your paycheck before taxes, lowering your taxable income. Premiums for supplemental life, AD&D and long-term disability coverage are deducted after taxes have been taken out. Targa Pays 100%: You and Targa Share the Cost of: You Pay for: Basic Life Basic AD&D Business Travel Accident Short-Term Disability Employee Assistance Program Medical Coverage Semi-Monthly Coverage Cost High-Deductible Plan 1 Core Plan Buy-Up Plan Employee only $36.00 $68.00 $ Employee plus spouse $69.00 $ $ Employee plus child(ren) $59.00 $ $ Employee plus family $ $ $ Plan includes a health savings account (HSA). Targa will contribute $500 for employee only coverage and $1,200 if you cover family members. Dental Coverage Vision Coverage Medical and Prescription Drug Coverage Dental Health Savings Account Semi-Monthly Coverage Cost Employee only $4.53 Employee plus spouse $7.04 Employee plus child(ren) $7.17 Employee plus family $11.56 Vision Supplemental Life Supplemental AD&D Flexible Spending Accounts Long-Term Disability 401(k) and Profit Sharing Plan (Targa also contributes) Semi-Monthly Coverage Cost Employee only $5.00 Employee plus spouse $10.00 Employee plus child(ren) $12.00 Employee plus family $16.00 Supplemental Life Insurance Semi-Monthly Cost per $1,000 of Benefit Age Employee $ $ $ $ $ $ $ $ $ $ $ Spouse $ $ $ $ $ $ $ $ $ $ $ Child(ren) $ per child for $10,000 of coverage, regardless of the number of covered children in the family Supplemental AD&D Semi-Monthly Cost per $1,000 of Benefit Employee/family $ Supplemental LTD Semi-Monthly Cost per $100 of Covered Monthly Payroll 1 Employee $ Example: If you have an annual salary of $60,000, your semi-monthly cost for long-term disability coverage will be $ ($60,000/12) = $5,000 ($5,000/$100) x $0.336 = $ Benefits Guide

5 MEDICAL COVERAGE BlueCross BlueShield of Texas and United Healthcare Your medical plan choices Targa offers three medical plans: high-deductible, core and buy-up plans. You can choose any of these plans either through BlueCross BlueShield of Texas (BCBSTX) or through United Healthcare (UHC). This gives you the choice of two broad networks of providers and facilities. 100% covered in-network preventive care You and your covered family members can get annual physicals and routine immunizations (like flu shots) at no cost to you. Certain preventive medications are also covered at no cost to you. Concierge services from BCBSTX and UHC These are enhanced services to help you make appointments, understand your benefits and find in-network physicians and hospitals. BCBSTX offers the Benefits Value Advisor and UHC offers Advocate4Me. Centers of Excellence lead to quality care and increased value for certain major medical procedures and treatments. BCBSTX designates Blue Distinction Centers and UHC has a Premium program. Both insurance carriers evaluate doctors and hospitals using objective guidelines and national quality standards to identify the highest-quality providers. By choosing a Center of Excellence, you ll have lower deductibles and copays. Urgent care versus emergency room visits If you don t have an emergency but need immediate care, urgent care centers treat non-life-threatening illnesses or injuries that can t wait for an office visit. Typically, your out-of-pocket costs will be lower at these facilities versus an ER. Telemedicine Our medical plans cover telemedicine at less than the cost of an office visit. These services allow you to speak with a doctor over the phone or with video for diagnosis and treatment. Be advised this technology has some limitations and cannot be used to treat every condition. For BCBSTX, visit MDLIVE.com/bcbstx or call to get started. Service is limited to video only for consultations in Montana, New Mexico and Oklahoma, and for initial consultations in Arkansas. UHC also offers Virtual Visits. Go to for more information about availability and prescription services. For more information on these services or to find facilities near you, visit or You can also download the BCBSTX or UHC app for your smartphone or tablet to access your information anywhere. Targa Resources LLC 3

6 High-Deductible Plan with Health Savings Account (HSA) The high-deductible plan comes with the HSA. Targa contributes $500 to your HSA if you have employee only coverage or $1,200 if you cover family members in the high-deductible plan. The HSA also allows you to set aside pretax dollars for eligible health care expenses. Funds roll over from year to year. You own these funds even if you leave the company or change medical plans. Your premiums costs are lower in exchange for a higher deductible than the core and buy-up plans. You pay the full cost for non-preventive medical care and prescription drugs until you meet your deductible. Once you meet your deductible, you share costs with the plan through coinsurance. When your total costs reach the out-of-pocket maximum, the plan covers 100% of all eligible costs for the rest of the year. When you enroll in employee only coverage, the individual deductible and out-of-pocket maximum will apply. When you enroll in employee plus spouse, employee plus child(ren) or employee plus family, the full family deductible and family out-of-pocket will apply, regardless of the number of family members with claims. Learn more about HSA rules and contribution limits on pages 8 and 9. Stay In-Network and Save You can use any provider you choose, but you can save money if your providers and facilities are in your plan s network. To find providers in the BCBSTX Blue Choice network, visit To find providers in the UHC Choice Plus network, visit Core and Buy-Up Plans These plans have higher semi-monthly costs and lower deductibles than the high-deductible plan. With the buy-up plan, you pay less when you need care, but the amount deducted from your paycheck is the highest of all three plan options. These plans have set copays for in-network office visits and prescription drugs. Deductibles and medical copays apply to the medical out-of-pocket maximums. Once you meet your deductible, you share costs with the plan through coinsurance. When your total medical costs reach the out-of-pocket maximum, the plan covers 100% of all eligible costs for the rest of the year Benefits Guide

7 Plan Provision High-Deductible Plan Core Plan Buy-Up Plan Network Out-of-Network Network Out-of-Network Network Out-of-Network Office Visit/ Telemedicine You pay 20% after calendar You pay 40% after calendar You pay 40% after calendar You pay 40% after calendar year deductible Urgent Care You pay 20% after calendar year deductible Calendar Year Deductible Coinsurance Calendar Year Outof-Pocket Maximum (includes deductible) Centers of Excellence year deductible You pay 40% after calendar year deductible $30 office copay $10 telemedicine $50 copay $2,000 individual $5,000 individual $1,000 employee only $4,000 family 1 $10,000 family 1 $2,500 employee 20% after deductible 40% after deductible $3,225 individual $10,000 individual $6,450 family $20,000 family $1,500 individual deductible $3,000 family deductible 10% coinsurance N/A plus family tiers 2 20% after deductible $4,000 employee only $10,000 employee plus family tiers Deductible waived 10% coinsurance $10 copay year deductible You pay 40% after calendar year deductible $2,000 employee only $5,000 employee plus family tiers 2 40% after deductible $8,000 employee only $20,000 employee plus family tiers N/A $25 office copay $10 telemedicine $50 copay $500 employee only $1,500 employee plus family tiers 2 20% after deductible $2,500 employee only $7,500 employee plus family tiers Deductible waived 10% coinsurance $10 copay year deductible You pay 40% after calendar year deductible $1,000 employee only $3,000 employee plus family tiers 2 40% after deductible $5,000 employee only $15,000 employee plus family tiers 1 If you enroll in employee plus spouse, child or family coverage in the high-deductible plan, the family deductible applies collectively to all covered family members. 2 If you enroll in employee plus spouse, child or family coverage in the core and buy-up plans, the family deductible applies collectively to all covered family members, but no one individual will pay more than the employee only deductible. N/A The following table applies to all medical plans. Type of Service 1 Network Out-of-Network Inpatient Hospital Services You pay 20% after calendar year deductible You pay 40% after calendar year and per-admission deductible Per Admission Deductible None $250 Penalty for no Preauthorization None $250 Emergency Room Accidental Injury and Emergency Care Facility Charges You pay 20% after $200 copay 2, waived if admitted Physician Charges You pay 20% after calendar year deductible Emergency Room Non-Emergency Situations Facility Charges You pay 20% after $200 copay 2, waived if admitted You pay 40% after $200 copay 2 and calendar year deductible, waived if admitted Physician Charges You pay 20% after calendar year deductible You pay 40% after calendar year deductible Preventive Care The physician must code the procedure as preventive. Immunizations 100% covered at no cost to you Mammograms, Colorectal Screenings, PSAs Well Woman, Man. Child, Vision and Hearing Exams Outpatient Facility Services Such as bone scans, cardiac stress tests, CT scans, chiropractic care, MRIs, PET scans and ultrasounds You pay 20% after calendar year deductible You pay 40% after calendar year deductible Chiropractic care is limited to 35 visits per calendar year. All other physical medicine services rendered by an eligible provider will be allowed on the same basis as any other sickness. 1 Mental health and chemical dependency are paid consistent with the type of service. 2 Copay is applicable only to the core and buy-up plans. The high-deductible plan is subject to the deductible and coinsurance. Targa Resources LLC 5

8 Prescription Drug Coverage CVS Caremark All medical plans include prescription drug coverage through CVS Caremark. You may visit any pharmacy, but will save money at participating CVS Caremark pharmacies. These plans also cover certain preventive prescriptions at no cost to you. Maintenance Medications Maintenance medications are those taken for three months or longer to treat or prevent certain conditions. Coverage of maintenance medications is limited to two fills at a retail pharmacy at the standard retail copay. To help you avoid a higher copay for your third fill, order your 90-day supply at a CVS pharmacy location or through the CVS Caremark Mail Service. You will pay the mail order copay if you are enrolled in the core or buy-up plans. After your second fill, each 30-day supply will cost you an additional 20% if you are in the high-deductible plan. Specialty Drugs A specialty drug may be required for certain health conditions like cancer, multiple sclerosis or rheumatoid arthritis. Typically, these medications are expensive and require special handling, administration or monitoring. Specialty drugs must be obtained through CVS Caremark Specialty Pharmacies. For more information on filling your prescriptions call or visit, Any Retail Store (30-day supply) Generic High-Deductible Plan Core Plan Buy-Up Plan $20 copay $10 copay Preferred Brand You pay 20% after the calendar $35 copay $30 copay Non-Preferred Brand year deductible $55 copay $50 copay Specialty Drugs $100 copay $75 copay Prescription Out-of Pocket Maximum Combined with medical coverage CVS Mail Order and CVS Retail Stores (90-day supply) Generic $2,000/person $4,000/family $2,000/person $4,000/family $50 copay $25 copay Preferred Brand You pay 20% after the calendar $88 copay $63 copay Non-Preferred Brand year deductible $125 copay $125 copay Specialty Drugs $225 copay $165 copay Prescription Out-of Pocket Maximum Combined with medical coverage $2,000/person $4,000/family $2,000/person $4,000/family The high-deductible plan combines the out-of-pocket maximum for medical and prescription coverage. However, the core and buy-up plans have separate out-of-pocket maximums for prescriptions and for medical coverage. For the core and buy-up plans, you may cover your family, but the most an individual patient (you, your spouse or child) will pay is $2,000. After that, the plan pays all eligible costs for that person. If costs continue to rise above $4,000 (the family out-of-pocket maximum), the family s prescription costs are also covered at 100%. Choose Generic Drugs If you purchase a brand-name drug when a generic drug is available, you will pay the preferred brand-name copay plus the difference between the cost of the generic and the brand-name drug. If your doctor specifies a prescription must be dispensed as written, you will pay the brand-name or preferred brand copay Benefits Guide

9 DENTAL COVERAGE Delta Dental Targa s coverage through Delta Dental allows you to visit any dentist. However, you will save money visiting with dentists in the Delta Dental PPO network. To find an in-network provider, visit Dental Provisions Calendar Year Deductible (applies to basic and major services only) Calendar Year Maximum Preventive Services (exams, 2 cleanings per year and X-rays) Basic Services (fillings, extractions, oral surgery, root canals, general anesthesia) Major Services (bridges, dentures, crowns) Orthodontia Services (for dependent children under age 26) Orthodontia Lifetime Maximum Coverage (Network and Non-Network) $50/individual $150/family $2,000/person No cost to you You pay 20% after meeting the deductible You pay 50% after meeting the deductible You pay 50% (deductible does not apply) $2,000 per child VISION COVERAGE Vision Service Plan (VSP) With Targa s vision plan through Vision Service Plan (VSP), you can visit your eye care provider of choice but pay the least money with providers who participate in VSP s network. You pay at the point of service because this is a discount program. To find an in-network provider, visit Vision Provisions (once each calendar year) Network Out-of-Network Exams $10 copay $10 copay, reimbursed up to $50 Frames $10 copay, then covered up to $130 $10 copay, then reimbursed up to $70 Lenses Single Bifocal Trifocal $10 copay $10 copay, reimbursed up to $50 $10 copay, reimbursed up to $75 $10 copay, reimbursed up to $100 Elective Contacts Covered up to $130 Reimbursed up to $105 Each calendar year, the plan covers glasses or contacts (not both). You are covered to purchase elective contacts, up to $130. Services, like an evaluation or fitting, are covered after a $60 copay. If you choose an out-of-network provider, the reimbursement for contacts applies to the lenses, evaluation and fitting. Targa Resources LLC 7

10 PRETAX SPENDING ACCOUNTS Discovery Benefits Targa s pretax spending accounts help you lower your taxable income by setting aside pretax dollars to pay for out-of-pocket health and dependent care expenses. Discovery Benefits will send you a debit card to pay for eligible expenses. If you already have one, 2018 contributions will be loaded to your existing card. You may also pay for expenses out of pocket and submit a claim to be reimbursed. For a complete list of eligible expenses, visit (publications 502 and 503). You can also search for eligible expenses on Health Savings Account (HSA) Only the high-deductible plan offers the HSA. If you participate in the high-deductible plan, you will be automatically enrolled in the HSA. You can use an HSA for eligible medical, prescription drug, dental and vision expenses. Funds roll over from year to year. You can use the money now or save it for your retirement years. Targa helps you build your account by contributing $500 to your HSA if you have employee only coverage or $1,200 if you cover family members. You can also contribute to your HSA through pretax payroll deductions. You can change or stop these contributions at any time. However, you must make an election to be able to make pretax contributions. The IRS limits HSA contributions in 2018 (from both you and the company) to $3,450 for employee only coverage or $6,850 for family coverage. If you are 55 or older, you may make an additional contribution of $1,000. You must keep a copy of your receipts to prove your expenses are eligible. If you use HSA funds to pay for ineligible expenses, you could be subject to a 20% tax penalty. HSA Rules You and Targa cannot contribute to your HSA if: You or your spouse has a full-purpose health care flexible spending account (FSA) You or your spouse has a health reimbursement arrangement You are enrolled in the core plan, buy-up plan, Medicare or any other medical plan that s not a qualified high-deductible plan Flexible Spending Accounts (FSAs) Targa offers three flexible spending accounts. 1. Full-purpose FSA for eligible medical, prescription and dental 2. Limited-purpose FSA for eligible dental and vision expenses if you also have an HSA 3. Dependent care FSA for eligible dependent day care expenses If you elect the limited-purpose FSA and HSA, amounts for dental and vision expenses will be deducted from the limited-purpose FSA first; amounts for medical and prescription drug expenses will be deducted from the HSA. If you have money remaining in your full-purpose or limited-purpose health care FSAs at the end of the year, up to $500 will roll over to the following year. You forfeit any remaining funds in your dependent care FSA at the end of the year Benefits Guide

11 Medical plan required for eligibility Other accounts you can have simultaneously Targa s contribution Maximum annual contribution (Targa and you) HSA Limited-Purpose FSA Full-Purpose Health Care FSA High-deductible plan High-deductible plan None (you can participate even if you do not elect Targa health coverage) Limited-purpose FSA Dependent care FSA $500 individual $1,200 family $3,450 individual $6,850 family ($1,000 catch-up for 55 or older) HSA Dependent care FSA Dependent care FSA Dependent Care FSA None (you can participate even if you do not elect Targa health coverage) HSA or health care FSA N/A N/A N/A $2,600 $2,600 $5,000, or $2,500 if you re married filing separate tax returns Funds available As they are contributed When plan year begins When plan year begins As they are contributed Funds roll over year to year Debit card for eligible purchases Eligible expenses (see publications 502 and 503 on for a full list) Contribution changes allowed during the year Annual election required Yes Yes, up to $500 Yes, up to $500 No Yes Yes Yes Yes Medical, prescription drug, dental and vision Yes Dental and vision No (except for qualified family status changes) Medical, prescription drug, dental and vision No (except for qualified family status changes) Dependent day care expenses that allow you and your spouse to work or go to school full-time No (except for qualified family status changes) Yes Yes Yes Yes Targa Resources LLC 9

12 INCOME PROTECTION BENEFITS Prudential Targa offers life, accidental death and dismemberment (AD&D) and disability benefits through Prudential to help protect your family s financial security. Life insurance benefits are paid to your beneficiaries in the event of your death to help protect your loved ones against sudden loss of income. If you die as a result of an accident, AD&D coverage will pay an additional benefit to your beneficiaries. You may also receive an AD&D payment if you are seriously injured in an accident. Basic Life and AD&D Targa provides basic life and AD&D insurance at no cost to you. You have coverage in each plan equal to two times your annual base salary. Supplemental Life and AD&D You may purchase supplemental life coverage for yourself, your spouse and your children at Targa s group rates. You must purchase coverage for yourself to be able to cover your dependents and spouse. Your spouse s supplemental coverage cannot exceed your supplemental coverage amount. Supplemental Life Plan Coverage Options Employee Life Multiples of $10,000 Guarantee Issue 1 : $300,000 Maximum: Lesser of five times your annual base pay or $1,000,000 Spouse Life Multiples of $5,000 Guarantee Issue 1 : $20,000 Maximum: Lesser of $250,000 or your supplemental coverage Child Life Live birth up to 26 $10,000 1 The guarantee issue amount is the most coverage you can elect without having to provide proof of good health (evidence of insurability). You may purchase supplemental AD&D coverage for yourself and your family. You may purchase coverage for yourself in multiples of $10,000 up to 10 times your annual base salary or $1,000,000 (whichever is less). You must purchase coverage for yourself to be able to cover your dependents and spouse. If at the time of a fatal accident, your relative passes away... Your spouse Your child(ren) Your spouse and child(ren) You will receive... 50% of employee supplemental AD&D benefit 15% of employee supplemental AD&D benefit 40% of employee supplemental AD&D benefit for your spouse; 10% of employee supplemental AD&D benefit for each child Example: You purchased $100,000 of supplemental AD&D coverage for yourself and your spouse. If your spouse died in an accident, you would receive a benefit of $50,000. This is 50% of your supplemental AD&D benefit Benefits Guide

13 DISABILITY Prudential Disability coverage protects a portion of your income when you cannot work due to an accident or illness. Targa provides short-term disability (STD) coverage at no cost to you, and you can purchase long-term disability (LTD) coverage at group rates. Plan Provision Targa pays for STD You pay for LTD Elimination Period Benefit Benefit Duration 7 calendar days starting from your first scheduled day of work missed Employed with Targa less than 1 year: 70% of weekly pay Employed with Targa 1+ years: 100% of weekly pay 90 calendar days of continuous disability 60% of your base salary (not subject to taxes) 12 weeks Up to the Social Security retirement age if disability begins prior to age 62 (duration varies if disability begins after age 62) STD Targa pays 100% of the cost for your STD coverage. Your weekly benefit (a percentage of your annual base salary) will depend on your length of service on the date you become disabled. If you have worked for Targa for less than one year, you receive 70% of your weekly pay. Once you have one or more years of service, you receive 100% of your weekly pay. LTD You pay the cost of your LTD coverage with post-tax dollars so the benefits you receive from Targa s LTD plan will be tax free. Also, you must apply for Social Security disability benefits during the third month of your disability. If you are approved, your LTD benefit will be reduced by the disability payment you receive from Social Security. Your LTD benefit may also be offset by other sources of income. The total LTD benefits you receive from all sources will not exceed 60% of your monthly base salary. Don t Delay! For new hires, it is also important to enroll at the first opportunity you become eligible for benefits. If you try to enroll later, you will have to submit proof of good health (evidence of insurability or EOI) and will not be guaranteed acceptance. Targa Resources LLC 11

14 BUSINESS TRAVEL ACCIDENT INSURANCE Cigna Targa provides business travel accident (BTA) insurance at no cost to you. This benefit provides a portion of your income if you are injured or die while traveling on company business. EMPLOYEE ASSISTANCE PROGRAM Prudential/ComPsych Balancing work and family responsibilities can be challenging. Targa provides you and your family with an employee assistance program (EAP). Professional counseling can help you through: marital, family, financial or legal problems, substance abuse, emotional conflicts, or other personal issues. The program is confidential. Each member of your family can also receive up to three face-to-face counseling sessions per issue, per year. Counselors are available by phone 24/7. See the back cover for contact information. 401(k) AND PROFIT SHARING PLAN Fidelity You can invest in your future with Targa s 401(k) and Profit Sharing Plan, administered by Fidelity. You are eligible to enroll in the Targa 401(k) plan or make changes to your account at any time by logging on to or calling Automatic Enrollment If you are a new hire, you have 30 days from your hire date to enroll in the 401(k). If you do not enroll in the plan or opt out during this 30-day window, you will be automatically enrolled with a contribution rate of 5% of your eligible pay and your contributions will be invested in the Fidelity Freedom Fund based on your age. Your Pretax Contributions You may contribute up to 30% of your eligible pay on a pretax basis, up to the current IRS maximum of $18,000. If you are age 50 or older (or if you will turn 50 in 2018), you may contribute up to 100% of your pay, up to the current IRS maximum of $18,000. If you are age 50 or older (or if you will turn 50 in 2018), you may also make a catch-up contribution of $6,000 in addition to the IRS maximum. IRS maximum limits are subject to change for You are always 100% vested in your contributions to your 401(k) and the earnings on them. Your Roth After-Tax Contributions The Roth 401(k) feature allows you to contribute up to 30% of your pay after taxes have been taken out. When you retire and begin withdrawing your money, both the amount you contributed and any earnings and gains are tax free (subject to the IRS distribution rules). You are 100% vested in your Roth contributions and earnings and gains. Keep in mind the $18,000 maximum contribution (an additional $6,000 catch-up contribution allowed if you are age 50 or older) from the IRS applies to the combination of your pretax and Roth contributions. Consult your financial advisor to determine whether making Roth contributions make sense for you Benefits Guide

15 Targa s Contributions Matching Contributions - Targa will match 100% of the first 5% of the eligible pay you contribute to your 401(k). The plan offers a safe harbor match. All your contributions, matching contributions from Targa, earnings and gains immediately belong to you without a vesting schedule. Base Contributions Targa will make an additional contribution of 3% of your pay into your 401(k) account every pay period. Base contributions and earnings and gains vest according to the schedule to the right. Discretionary Contributions Depending on company performance, Targa may make a discretionary contribution for 5 or more 100% all eligible employees employed on December 31. Discretionary contributions and earnings and gains vest according to the schedule to the right. Other Plan Features Years of Service Vesting Percentage Less than 1 0% 1, but less than 2 20% 2, but less than 3 40% 3, but less than 4 60% 4, but less than 5 80% Brokerage account You may take a more active role in managing your retirement savings by using a professionally managed investment fund or an individual brokerage account. Rollover If you have an eligible account balance with a prior employer, you may roll that account into the Targa Resources 401(k) and Profit Sharing Plan. You are always 100% vested in any amount you roll over. Loans and hardships Please note, these funds are intended to help you save for your retirement. However, you may be eligible for a loan or a hardship withdrawal from your account. Targa Resources LLC 13

16 Targa Benefits Center PO Box 2308 Bellaire, TX (toll-free) Benefit Contacts Targa Benefits Center: Participant Services: Toll-free Fax: Website: Address: P.O. Box 2308 Bellaire, TX BlueCross BlueShield of Texas: (Medical Group #02154) United Healthcare: (Medical Group # ) Participant Services: Online Access: Pre-Certification: Participant Services: Online Access: CVS Caremark Participant Services: Online Access: Discovery Benefits: (FSA and HSA Group #15615) Delta Dental: (Dental Group # ) Vision Service Plan: (Vision Group # ) Prudential/ComPsych: (Employee Assistance Program) Prudential: (Life, AD&D, STD and LTD Policy: #52683) Fidelity: (401(k) Plan #24753) Participant Services: Online Access: Participant Services: Online Access: Subscriber #: Employee SSN without dashes Participant Services: Online Access: Participant Services: Online Access: Company ID: GEN311 Life Claims: Disability Claims: Online Access: Participant Services: Online Access: (Use SSN to set up PIN) Targa Human Resources Contacts Targa Corporate Main Confidential HR & Payroll Fax Disability: Cheryl Foster Bonnie Neeley, Senior Manager Benefits and Payroll