Medtronic provides competitive benefits that support the needs of you and your family and the things you value most your health, your money, and your

Transcription

1 Medtronic provides competitive benefits that support the needs of you and your family and the things you value most your health, your money, and your life both at home and at work.

2 BENEFITS FOR HEALTHY LIVING

3 For all that you do to make us great and deliver on the Mission, we proudly continue to offer a collection of benefits, resources, and tools to help you and your family live a healthy and productive life. Your comprehensive benefit package includes: Benefits to help you stay well and get care when you need it Resources to help you make financial decisions and save for the future Programs to help you live your best life OPEN ENROLLMENT IS NOV. 1 14, 2017 Think about your lifestyle and the healthcare services you receive. During open enrollment, consider how this year s plans and programs meet your needs. Then choose what works for you and your family. This brochure summarizes plan changes and offers tools to help choose your benefits.

4 CHANGES FOR 2018 This page highlights benefit plan changes effective Jan. 1, More details about changes and your 2018 benefit options are available on benefits.medtronic.com. SET YOURSELF UP FOR SUCCESS Go to benefits.medtronic.com for tools and resources to help you make enrollment decisions and use your benefits all year long. It s easy to navigate user-friendly design and easy-to-understand learning modules help you get familiar with the ins and outs of your benefits. Enhanced Family Benefits Two enhanced benefits support you in starting or adding to your family. When you or your covered spouse completes the Healthy Pregnancy Program through a Medtronic medical plan, you will be offered an additional two weeks of paid parental time off. The program includes tools, resources, and nurse support designed to help you have the healthiest pregnancy possible. Two weeks of paid parental time off will also be offered to employees for adoption and surrogacy. We are also increasing the lifetime infertility benefit to a $25,000 limit (limit applies across all Medtronic medical plans). Medical Plan, Dental Plan, and Life Insurance Contributions Medtronic continues to pay the majority of the cost of healthcare coverage for eligible employees. There will be modest increases to medical plan contributions, and most employees will see a 5 percent increase. In addition, beginning 2018, all Medtronic employees will pay the same for the coverage they select, regardless of income level, with no differences for legacy Covidien employees. Increases to Comprehensive Dental Plan contributions will follow market practice. Life Insurance contributions will increase, and cost will vary by age and level of coverage selected. Medical Plan Changes You ll notice a few adjustments to our medical plan coverage, depending on the specific medical plan. More details can be found in the Open Enrollment Frequently Asked Questions on benefits.medtronic.com. In addition, all medical plans will have changes to Medtronic product and therapy coverage. Due to a compliance review, both Medtronic and non-medtronic products and therapies will be covered in the same way. Our medical plans will continue to provide benefits for eligible Medtronic products and therapies for covered employees, spouses, and dependents. Benefits will follow the coverage for non-medtronic products and therapies, based on medical plan enrollment and the medical plan administrator s medical policy. Spousal Surcharge Starting in 2018, the spousal surcharge will increase to $200 per month ($92.31 bi-weekly), which is consistent with market practice. The surcharge allows Medtronic to more equitably share the cost for spouses who could obtain medical coverage through their own employer (other than Medtronic). Increased Dental Coverage You will see dental plan coverage improvements, including: White fillings (composite resin restorations) will now have greater coverage as a Basic Procedure. Once you pay the deductible, you will pay 20 percent of the cost (coinsurance). The Comprehensive Dental Plan will now cover the cost of bite guards or night guards (occlusal guards) once every four years. Once you pay the deductible, you will pay 50 percent of the cost (coinsurance). Personalized Vision Benefits Each covered participant can choose from one of four possible vision-correcting upgrades to customize their coverage when using their vision benefit at a provider, including: $230 allowance for contact lenses, or $230 frame allowance for prescription glasses, or Fully-covered progressive lenses, or Fully-covered anti-reflective coating. Discounts will still apply through your vision coverage for services not selected for an upgrade. Prescription glasses (frames and lenses) will now be covered once every calendar year.

5 It s there when you need care link to plan administrator websites, find a provider, or check prescription costs. It s mobile 24/7 access from your computer, tablet, or smartphone. Interact with ALEX Our online benefits guide helps you assess your needs, compares available plans, and offers recommendations. Enroll in Workday Enroll in, update, or view your benefits with one-click access to Workday. In an effort to increase security in Workday, Medtronic has initiated Multi-Factor Authentication (MFA). When you log in to Workday to enroll, you may be prompted to either set up or answer security questions before gaining access. Consider this. The most expensive plan is not always the safest bet. You may be buying benefits you don t use. Choosing lower medical plan contributions could leave you more money for out-of-pocket expenses, or contributions to a Health Savings Account (HSA) or Flexible Spending Account (FSA). If you enroll in the CHP with HSA, Medtronic helps you save with an annual HSA contribution: $500/employee only $750/employee + spouse or employee + child(ren) $1,250/family BRING ON THE BENEFITS You have several benefits to choose from during open enrollment medical, dental, vision, Health Savings Account (HSA), Health Care and Dependent Daycare FSAs, life insurance, and disability benefits. After reviewing your options, visit Workday from the home page of benefits.medtronic.com to enroll in, update, or view your current benefits. If you don t want to make any changes to your current coverage, you may not need to make an active enrollment election. Most of your current benefits will roll over to the next plan year. However, there are some exceptions: If you want to participate in a Health Care and/or Dependent Daycare FSA, you must enroll each year and indicate a contribution amount. If you continue coverage in the Consumer Health Plan (CHP) with HSA, consider your needs for the upcoming year and make adjustments to your HSA contributions if needed. If you are enrolling in the CHP with HSA for the first time, be sure to enroll in the Medtronic HSA contributions (elect the Employer Plan ) and personal pre-tax contributions to your HSA. You also have a choice of plan administrator: UHC or BCBS. Check out the provider networks and select the administrator that includes your preferred doctors and facilities.

6 MARK YOUR CALENDAR SO YOU DON T MISS AN IMPORTANT DEADLINE Open Enrollment: Nov Complete your enrollment in Workday. Make sure you have your covered dependents Social Security numbers listed. If your spouse is covered under a Medtronic medical plan, update and submit the healthcare coverage question. Participate in the online scavenger hunt on benefits.medtronic.com for a chance to win Recognize points or free medical premiums for Week of Nov. 20 Watch for your 2018 confirmation statement to be mailed to your home. Correction Period: Nov. 27 Dec. 5 Make any corrections to your benefits, if necessary. Earn 15,000 reward points by Dec. 23 Make sure you and your covered spouse (if applicable) meet Healthier Together requirements to avoid paying more for medical coverage in PARTICIPATE AND WIN Medtronic encourages you to get involved with your benefits especially during open enrollment. This year, we re offering rewards when you take time to use your resources, learn about your options, and take healthy actions. 1. Participate in an online scavenger hunt. A scavenger hunt will be available from the home page of benefits.medtronic.com during the open enrollment period. It will ask you to complete some simple research on the site and answer a few questions about our benefits program. When you answer all questions correctly, you ll be entered into a drawing where Medtronic will select: Ten winners to earn Recognize points One grand-prize winner to earn free medical premiums in 2018* 2. Earn 50,000+ reward points. Employees who participate in Healthier Together and earn more than 50,000 reward points will be entered in a drawing and three winners will receive free medical premiums for 2018*. NEED HELP? Start with benefits.medtronic.com for details about your 2018 benefits. For specific or personal benefit questions, contact AskHR at or AskHR@medtronic.com. Please note your Annual Legal Notices for Medtronic Benefit Programs are included in this mailing. * The free medical premiums will be based on the medical plan election made during the open enrollment period and does not include the spouse surcharge and/or Healthier Together premium differential, if applicable. This communication was prepared in accordance with the Employee Retirement Income Security Act of 1974, as amended. It describes the key features of various Medtronic employee benefit plans that may include medical, wellness, other health, life insurance and disability benefits and retirement, time-away, and work/life benefits. The purpose of this communication is to give you a general understanding of benefits available under the various Medtronic benefit plans. This communication represents only general summary information about the terms contained in the official plan document. While we have made every effort to make this communication as accurate as possible, if there are any inconsistencies between this communication and the applicable plan document, the terms of the applicable plan document shall govern. Also, any questions or interpretations concerning benefits provided under the applicable plan will be resolved using the terms of the applicable plan document, not this communication. No person can make any statements of any kind that alter the terms of the applicable plan document. Accordingly you should not consider the applicable plan to have been amended based on written or oral statements made by any employee, officer, director, or representative of Medtronic, including supervisors and Human Resources representatives. If you believe that you have received information contrary to the terms of the applicable plan or this communication, please contact AskHR at or by at AskHR@medtronic.com. These benefits are not automatically applicable to employees in collective bargaining units whose terms and conditions of employment, including benefits, are subject to the collective bargaining process.