Dow U.S. Benefits Decision Guide Solutions for A Better Future

Transcription

1 2015 Annual Enrollment November 5 November 21, 2014 Active Employees Dow U.S. Benefits Decision Guide Solutions for A Better Future Choosing Your 2015 Benefits At Dow, the most important element to our Company s long-term success is you, the Human Element. This is why we provide top-tier benefits and rewards to help you thrive personally as we work together every day to create solutions to the world s most pressing problems. Read on to learn more about your benefit choices for 2015.

2 2015 Benefit Highlights Use this guide with the tools on the Dow Benefits website to help you consider your needs, evaluate your choices and make the best benefit decisions for The Dow Benefits website offers several tools to help you choose your benefits: --Medical Plan Comparison and Cost Analysis Tools --Dental Plan Comparison Tool --Life Insurance Needs Analysis Tool --Reimbursement/Flexible Spending Accounts Tool Don t forget! To cover a Spouse/Domestic Partner in any Dow medical plan, you must complete the Spouse/Domestic Partner Insurance Verification process through the Dow Benefits website every year during annual enrollment. For 2015, this is required for all Dow medical plans including HMOs. Access the Dow Benefits website here (if not already logged in through your Dow computer). Dow offers a wealth of world-class benefit solutions that provide choices for your health, opportunities to build your wealth and essentials for your life. View the Value of Dow Benefits video. Learn more When you see these words, underlined text or this symbol, tap or click to view more information. 2 Employee Benefits Decision Guide 2015

3 Ask... 4 Investigate...6 Medical Plans... 7 Health Savings Account (HSA)...11 Dental Plans...12 Reimbursement/Flexible Spending Accounts (FSA)...14 Retirement Health Care Assistance Plan (RHCAP)...17 Life Insurance...18 Accident Insurance...20 Long Term Disability (LTD)...21 Questions...22 View contact information for Dow s benefit partners. Legally required documents and notices are available on the Dow Family Health website. Print or save this document. Dow refers to The Dow Chemical Company and its subsidiaries that are authorized to participate in the benefit plans described in this guide. The brief summaries of benefits in this Benefits Decision Guide provide only general information. You should refer to the plan document and summary plan description of the applicable plan(s) for a more complete description of a plan s terms. If there is any conflict between (a) the information provided in this document and any oral or written representations made by anyone regarding a plan and (b) the legal documents of a plan, including the plan document or summary plan description for the applicable plan, the plan legal documents will govern. The Dow Chemical Company reserves the right to amend, modify and terminate the plan(s) described at any time in its sole discretion. The descriptions in this document are subject to change based on the terms of the plan(s) and applicable law. LIT # Employee Benefits Decision Guide

4 Ask 4 Employee Benefits Decision Guide 2015

5 Ask To better understand which benefits are right for you, consider questions about your family, your finances and your health. Your Family --Who do I need to cover under my Dow benefits? --Does anyone in my family have access to medical or dental benefits other than through Dow? --If so, how do those benefits compare in coverage and cost? Am I eligible to be covered under those plans? Your Finances --How much am I willing to spend per paycheck for coverage? How much am I willing to pay for care when I use it? --How prepared am I to pay for medical or dental services if I or someone in my family needs significant care? --Am I saving enough for the medical expenses I will have in retirement? --How much life insurance do I need? --If I were to become disabled long term, does the company-paid long term disability benefit offer enough coverage? --Am I maximizing my tax savings opportunities (e.g., by taking advantage of health accounts)? Your Health --How healthy am I? How healthy is my family? -- Do we eat well, exercise regularly, live tobacco-free and consider ourselves to be generally in good health? --How often do I and/or my family use health care? -- Do I have a young child that may require frequent visits for typical childhood illnesses like ear infections? --Do I or does someone in my family need prescription medication to manage or prevent a condition? --Do I or does someone in my family expect to have any significant medical needs (e.g., surgery) or dental needs (e.g., braces)? --Do I expect to have a new baby in 2015? --Do I or does someone in my family have a condition that requires regular care like diabetes, high blood pressure or high cholesterol? Even if you do not intend to change plans, be sure to check premiums available on the Dow Benefits website for the upcoming year as they may have changed. Remember, you can make changes to certain benefits during the year only if you have a qualifying life event. Learn more... Employee Benefits Decision Guide

6 Investigate 6 Employee Benefits Decision Guide 2015

7 Medical Plans Dow offers several options for medical coverage for you and your family. You can choose from two national Dow medical plans or, if offered in your location, one or more Health Maintenance Organizations (HMOs) or HMO-like plans. All of Dow s medical plans include prescription drug coverage. Coverage Tiers All medical plans offer the flexibility of four different coverage tiers: --Employee Only --Employee + Spouse/Domestic Partner --Employee + Child(ren) --Employee + Spouse/Domestic Partner + Child(ren) Learn about coverage for domestic partners (eligibility and taxes). MAP Plus Two Choices You have two choices for MAP Plus. MAP Plus Option 1 Low Deductible: Offers comprehensive coverage with costs that are generally lower as you receive care. However, you pay more in premiums for this coverage. MAP Plus Option 2 High Deductible: Provides a mix of cost, coverage and features. You pay less in premiums, so more of your money stays with you until you actually need care. Also, because of federal law, this is the only option that offers access to the Health Savings Account (HSA), allowing you to save tax-free for your future needs. Each year, you must complete the Spouse/Domestic Partner Insurance Verification process through the Dow Benefits website if you are covering your Spouse/Domestic Partner in any Dow medical plan (including an HMO). If you do not submit answers to the questions, your Spouse/Domestic Partner will be dropped from coverage and cannot be re-added to the plan until the next open enrollment. Learn more about the rules for enrolling a Spouse/Domestic Partner in medical coverage. Aetna Navigator can help you manage your medical benefits. Learn more Employee Benefits Decision Guide

8 MAP Plus Two Choices (continued) How the MAP Plus Options are alike: --Same Aetna network of high-quality health care providers and hospitals --Same covered services (e.g., doctor office visits, hospital stays) --Same preventive medical services covered at 100% (e.g., annual physical, annual eye exam, mammograms, well-child care) How the MAP Plus Options are different: MAP Plus Option 1 Low Deductible: --Pay more upfront in premiums deducted from each paycheck --Pay less out-of-pocket (e.g., lower deductibles and copayments) when you need care --Pay expenses (deductible, coinsurance and copayments) until you reach a combined out-of-pocket maximum for medical and prescription drugs that is a percentage of your base salary up to the amounts shown below: Individual (In-Network): 4% of base salary to a maximum of $6,600 Family (In-Network): 8% of base salary to a maximum of $13,200 MAP Plus Option 2 High Deductible: --Pay less in premiums deducted from each paycheck --Pay more out-of-pocket (e.g., higher deductible) when you need care --Pay expenses (deductible and coinsurance) until you reach an out-ofpocket maximum that is a fixed dollar amount: Individual (In-Network): $4,000 Family (In-Network): $8,000 --Receive 80% coverage for preventive medications (no deductible required) --Make tax-free contributions to an HSA Did you know that most Dow medical plans are self-insured? That means Dow pays for all eligible claims for services incurred by Dow members. The vendors, like Aetna, are responsible for the administration of the provider networks and making claim determinations, but the cost of the claims are paid by Dow. Are you ready to kick your smoking habit and save on premiums? Learn more 8 Employee Benefits Decision Guide 2015

9 HMOs and HMO-like Plans Only Available at Some Locations Depending on your location, you may have the option of an HMO or an HMO-like plan for medical coverage. With these options: --You must choose an in-network primary care provider this doctor will provide the majority of your care --You must get a referral from your primary care provider to see most other health care providers (not applicable for providers specializing in obstetrics or gynecology, or emergency services) --Many services require only a copayment --There is no coverage for out-of-network services (unless it s emergency care) If you would like additional information about an HMO, such as the mailing address, member satisfaction scores, NCQA accreditation status, years in operation, market share, etc., you may find it on the HMO s website. Analyze Review and consider your plan choices carefully: --Use the Medical Plan Comparison Tools on the Dow Benefits website --Review the Summary Plan Descriptions To review premiums, select 2015 Annual Enrollment is Open Now on the Dow Benefits website. Use the tools and resources available through your plan carrier to find network providers, as well as explore options for obtaining the most cost-effective and quality care: --Aetna (all plans): Go to Aetna Navigator or call 800-7DOWDOW ( ) --HMOs: Contact the HMO directly or call the Dow HR Service Center at Considering an HMO? Learn more... What do they mean? Premiums, copayments, deductible and coinsurance. Learn about the ways you pay for health care in this video. Are you in the best coverage? Online tools can help you determine the plan that s best for you. Learn about choosing the right medical plan for your needs in this video. HOW YOU PAY FOR health care WHICH MEDICAL PLAN IS best for you? Employee Benefits Decision Guide

10 DECIDE WHICH MEDICAL PLAN IS RIGHT FOR ME? If you want --Flexibility to choose your own providers (in or outside the network) --Higher coverage and more predictable out-of-pocket costs for care in exchange for higher per paycheck costs Then MAP Plus Option 1 Low Deductible may be for you Or if you want -- Flexibility to choose your own providers (in or outside the network) -- Moderate coverage because you expect few medical expenses but still want protection from significant care costs -- To pay very little per paycheck -To - pay for health care when you need it even if the cost may be more unpredictable instead of paying a premium for coverage you may not use Then MAP Plus Option 2 High Deductible may be for you -To - contribute to an HSA Or if you want -- More predictable out-of-pocket costs in exchange for higher per paycheck costs -To - have one physician manage your health care Then an HMO may be for you -- No coverage for out-of-network services 10 Employee Benefits Decision Guide 2015

11 Health Savings Account (HSA) If you enroll in MAP Plus Option 2 High Deductible, you can make contributions through convenient payroll deductions to an HSA with Fidelity Investments. Contributing to the HSA You choose how much you want to contribute through convenient pre-tax payroll deductions, up to IRS limits for 2015: --Employee Only coverage up to $3,350 --Any other coverage tier up to $6,650 --If age 55 or older up to an additional $1,000 Your current HSA election will carry over to the next year if you continue to be enrolled in MAP Plus Option 2. You can make changes to your HSA contributions during annual open enrollment or at any time throughout the year. Learn more Analyze See how the HSA works. Check out the top four things to know about HSAs. Keep in mind key HSA facts. Review the Health Account Comparison Chart to see how the HSA compares to other health accounts. Learn more about HSAs from the U.S. Department of Treasury. Decide Determine how much you want to contribute considering the triple tax savings and other HSA advantages. How you use your HSA money is up to you. You can use it like: -- A regular bank account to pay the health care bills you have today -- A 401(k) to save for health care bills in years to come or retirement -- A combination of the two, spending some today and saving some for later Grow your HSA for retirement. You won t lose what you don t use. The money remains in your account and can grow tax free over time. This makes the HSA a great way to save for future health care needs, including in retirement. Employee Benefits Decision Guide

12 Dental Plans Dow offers choices for dental coverage for you and your family. You may choose between two Delta Dental plans and, depending on your location, two Dental Maintenance Organizations (DMOs). Coverage Tiers You have the flexibility to choose from four coverage tiers: --Employee Only --Employee + Spouse/Domestic Partner --Employee + Child(ren) --Employee + Spouse/Domestic Partner + Child(ren) Analyze Review and consider your plan choices carefully: --Use the Dental Plan Comparison Tool on the Dow Benefits website --Review the Summary Plan Descriptions If you are considering a DMO, there are key steps to ensure you have access to coverage. Learn more To find DMO network providers, call your dental plan, or visit their website, for a directory. View Contact information. Dental Plan Options All employees: --Delta Dental Premier Basic Plus (Basic Plus) --Delta Dental PPO High --Aetna Dental (DMO) (availability depends on location) --Cigna Dental Health (DMO) (availability depends on location) How the plans are alike: --Preventive care is covered at 100% (with dentist limitations) --Coverage is available for basic and major services How the plans are different: --The level of coverage varies for basic, major and orthodontic services --Flexibility in choice of dentists (there is no coverage for non-network dentists in a DMO plan) See how to maximize your dental dollars and lower your out-of-pocket costs under a Delta Dental PPO. Learn more 12 Employee Benefits Decision Guide 2015

13 DECIDE WHICH DENTAL PLAN IS RIGHT FOR ME? If you want --Flexibility to choose your own providers (in or outside the network) --Higher coverage for in-network services -- The highest possible coverage for out-of-network services --More predictable out-of-pocket costs for care in exchange for higher per paycheck costs Then Delta Dental PPO High may be for you Or if you want --Flexibility to choose your own providers (in or outside the network) --Higher coverage for in-network services -- The highest possible coverage for out-of-network services -- Just in case coverage because you expect few dental expenses -- To pay less per paycheck in exchange for less predictable costs when you need care Then the Delta Dental PPO Premier Basic Plus (Basic Plus) may be for you Or if you want --More predictable out-of-pocket costs in exchange for higher per paycheck costs -- To use a primary care dentist to manage your dental care -- No coverage for out-of-network services Then a DMO may be for you For Delta Dental plan participants, ID cards will not be mailed, but can be printed online. Visit and select Consumer Toolkit, logon and follow the instructions on how to print an ID card. Employee Benefits Decision Guide

14 Reimbursement/Flexible Spending Accounts (FSAs) To help you pay for health care and dependent care expenses, Dow offers access to Reimbursement Accounts also known as FSAs. The Health Care Reimbursement Account (HCRA), Limited-use FSA and Dependent Day Care Reimbursement Account (DCRA) allow you to set aside money from your paycheck to help pay for eligible expenses on a pre-tax basis. Account Types HCRA: Use to reimburse yourself for medical, prescription drug, dental and vision expenses not covered by your medical and/or dental plan. (Not available to MAP Plus Option 2 High Deductible participants per IRS rules.) Limited-use FSA: Available only to MAP Plus Option 2 High Deductible participants. Before you have met your medical deductible, use this account to reimburse yourself for dental and vision expenses. After you have met your medical deductible, use this account to reimburse yourself for dental, vision, medical and pharmacy expenses. DCRA: Use to reimburse yourself for certain childcare or other dependent day care expenses incurred while you (and your spouse if applicable) work or attend school full-time during the plan year. When thinking about how much to contribute, ask yourself: - How much money did I spend this past year on out-of-pocket health care and dependent day care expenses? - Do I expect to have similar expenses in 2015? 14 Employee Benefits Decision Guide 2015

15 Current HCRA Participants Electing the HSA for 2015 You may make contributions to the HSA during the grace period for the HCRA (January 1 March 15, 2015) if your 2014 HCRA balance is exhausted by December 31, If your HCRA balance is not exhausted by December 31, 2014, you may not contribute to an HSA until the HCRA grace period ends on March 15, Reimbursement Accounts Tool Visit the Dow Benefits website to calculate how much you should consider contributing to an HSA, HCRA and/or DCRA, and estimate your tax savings. Analyze Know the 2015 account limits. Keep in mind reimbursement account considerations. Learn about qualifying expenses: --HCRA: Summary Plan Description (SPD) and IRS Publication No DCRA: Summary Plan Description (SPD) and IRS Publication No. 503 Review the Health Account Comparison Chart to see how the HCRA and Limiteduse FSA compare to other health accounts. HCRA Automatic Claims Reimbursement When you enroll in the HCRA, you can choose to have eligible claims automatically submitted to your HCRA for reimbursement. Learn more Employee Benefits Decision Guide

16 DECIDE WHICH REIMBURSEMENT ACCOUNT IS RIGHT FOR ME? If you don t enroll in MAP Plus Option 2 High Deductible and --Want to set aside pre-tax money through payroll deductions to pay for qualifying out-of-pocket expenses --Are comfortable submitting forms and receipts for reimbursement Then the HCRA may be for you --Can confidently estimate your expected expenses Or, if you enroll in MAP Plus Option 2 High Deductible and --Want to save more on a pre-tax basis through payroll deductions than the maximum allowable contributions to your HSA --Can confidently estimate your expected expenses --Estimate that your health care expenses will exceed your medical deductible or you will incur eligible dental or vision expenses Then the Limited-use FSA may be for you --Are comfortable submitting forms and receipts for reimbursement If you (and your spouse, if applicable) --Work or attend school full-time --Expect to have qualifying childcare or other dependent day care expenses while you (and your spouse if applicable) are working or at school --Want to set aside pre-tax money through payroll deductions to pay for childcare or other dependent day care expenses Then the DCRA may be for you --Are comfortable submitting forms and receipts for reimbursement --Can confidently estimate expected expenses 16 Employee Benefits Decision Guide 2015

17 Retirement Health Care Assistance Plan (RHCAP) The RHCAP helps eligible employees* pay for retiree medical premiums. How the Plan Works The Plan is funded in two ways: 1. Your contributions Your post-tax contributions of $10 to $180 per month are in the RHCAP Trust, where money is invested according to plan provisions. 2. Dow s contributions When you use funds from the RHCAP Trust after retirement for eligible Dow or non-dow medical premiums (including premiums for standalone Medicare Part D plans), Dow will match your funds dollar-for-dollar. Under current law, you will pay no tax on the money you use from your RHCAP account or on the company match to reimburse you for eligible medical premiums. If you leave Dow before you retire, you receive the balance of your account in a lump sum, subject to plan limits and with no company match. If you purchase medical coverage outside the U.S., you may not use your RHCAP account to reimburse your medical premiums for non-u.s. coverage. See the Summary Plan Description (SPD) for additional information. * Available to certain employees hired before January 1, The RHCAP plan is not available to heritage Rohm and Haas employees. Analyze RHCAP and the HSA can work together to help you cover health care expenses in retirement. Review the Health Account Comparison Chart for details. Retiree health care contributions are signfically higher than active contributions, and they are increasing rapidly. RHCAP can help mitigate these increases. Employee Benefits Decision Guide

18 Life Insurance Life insurance benefits offer an important source of financial assistance for you and your survivors. Company-Paid Life Insurance Provides financial assistance to your beneficiary(ies) in the event of your death. Coverage: You are enrolled automatically effective with your first day of active employment. Your benefit amount is one times (1x) your most recent base annual salary, rounded up to the next $1,000. Cost: Dow pays 100% of this cost. The cost for the first $50,000 of company-paid coverage is tax free, but the cost of coverage in excess of $50,000 is reported as taxable income to you. Dependent Life Insurance for Spouse/Domestic Partner Provides you (the employee) with financial assistance in the event your Spouse/ Domestic Partner dies. Coverage: $10,000 to $250,000 (in $10,000 increments). Cost: Based on your Spouse s/domestic Partner s age, the amount of coverage elected and whether or not your Spouse/ Domestic Partner uses tobacco products. Employee-Paid Life Insurance Provides additional financial assistance to your beneficiary(ies) in the event of your death. Coverage: Available from ½x to 8x base annual salary (up to a maximum of $1.5 million). Cost: Based on your age, amount of coverage elected, and whether or not you use tobacco products. Do you need to increase your life insurance coverage? To increase coverage for you or your Spouse/Domestic Partner by more than one increment during annual open enrollment, you will need to complete a Statement of Health which is available in the life insurance section of the Dow Benefits website. Will Preparation and Estate Resolution Services are available when you elect employee-paid life insurance. Learn more 18 Employee Benefits Decision Guide 2015

19 Dependent Life Insurance for Child(ren) Provides you (the employee) with financial assistance if your dependent child(ren) dies. Coverage: Benefit levels of $2,000, $5,000 and $10,000. If your Spouse/Domestic Partner works at Dow, only one of you may enroll your eligible dependent child(ren) for dependent life insurance. Cost: Based on the amount of coverage selected. There is no additional cost for insuring more than one eligible child. Beneficiary Designations To update your beneficiaries, visit the Dow Benefits website. Your children up to the end of the month that they turn age 26 (regardless of student status) are eligible. Please refer to the Summary Plan Description (SPD) for additional eligibility rules. Analyze How much life insurance do I need? Use the Life Insurance Needs Analysis Tool available on the Dow Benefits website. How much will it cost? The Dow Benefits website will show your cost for employee-paid and dependent life insurance when you enroll. Decide As you consider life insurance coverage, ask yourself: If I die --Will my family have enough money to cover their living expenses? --What other resources and savings will my family have to help with their expenses? --Who will take care of my children s college costs? Employee Benefits Decision Guide

20 Accident Insurance Dow offers insurance that provides financial assistance for you and your beneficiaries in the event of certain kinds of accidents. Voluntary Group Accident Insurance (VGA) Offers financial assistance for you and your beneficiaries in the event of a covered accidental death, dismemberment, disability or other serious injury as defined in the Summary Plan Description (SPD). Coverage: Options available are outlined below. --Employee coverage: $10,000 to $500,000 (in increments of $10,000). --Spouse/Domestic Partner coverage: $10,000 to $250,000 (in increments of $10,000). You must enroll for employee VGA coverage in order to enroll for Spouse/Domestic Partner VGA coverage. If you both work for Dow, you must each enroll separately for employee coverage (you cannot cover each other). --Dependent children coverage: 10% of the amount elected for employee or Spouse/Domestic Partner coverage (whichever is greater) with a $10,000 maximum. Coverage is automatic at no additional cost to you, if both you and your Spouse/Domestic Partner are covered. Cost: Based on the amount of coverage you select for yourself and your Spouse/Domestic Partner. The Dow Benefits website will show your cost for VGA when you enroll. Business Travel Accident (BTA) and Occupational Accident Insurance (OAI) Dow provides BTA and OAI at no cost to you. Information on this plan is available in the BTA/OAI SPD. Currently enrolled in recreational aircraft pilot coverage? Learn more Decide As you consider VGA coverage, ask yourself: --Will my family have enough money to cover living expenses if I am no longer able to work as a result of an accident? - - What other resources and savings will my family have to help with our expenses? 20 Employee Benefits Decision Guide 2015

21 Long Term Disability (LTD) The LTD program provides benefits in the event of an illness or injury that prevents you from working. Payment of LTD benefits requires approval by Liberty Life Assurance Company of Boston. Company-Paid 50% Coverage LTD coverage will total 50% of your monthly base pay when combined with other disability-related benefits and income, to the IRS maximum (IRS monthly maximum for 2014 is 50% of $21,667). If you are a bargained-for employee, your monthly base pay is your hourly rate multiplied by 2080, divided by 12 months. Cost: Dow pays 100% of the cost. Employee-Paid Additional 16.7% Coverage You can combine the company-paid 50% coverage with an employee-paid 16.7% option totaling a maximum of 66.7% of your monthly base pay when combined with other disability-related benefits and income, to the IRS maximum (IRS monthly maximum for 2014 is 66.7% of $21,667). If you are a bargained-for employee, your monthly base pay is your hourly rate multiplied by 2080, divided by 12 months. Cost: Your cost for this additional 16.7% of coverage is $1.44 per $1,000 base monthly salary and is contributed pre-tax. Decide As you consider employeepaid additional coverage, ask yourself: --In the event of a disability, would 50% income replacement be enough to cover my living expenses and those of my family, if they rely on my income? --Would I or my family need more than 50% of my income if I became disabled? Am I eligible for LTD coverage? Learn more Employee Benefits Decision Guide

22 22 Employee Benefits Decision Guide 2015 Questions?

23 Questions? Check out the Resources link, found in the top, right-hand corner of the Dow Benefits website home page for a list of FAQs, links to Summary Plan Descriptions and other helpful information. You can also contact the Dow HR Service Center at: Access the Dow Benefits website Click on Message Center Phone Hours of operation Monday Friday 8 a.m. 6 p.m. (Eastern Time) Trademark of The Dow Chemical Company ( Dow ) or an affiliated company of Dow. Content Steward: Steve Morgenstern LIT # October 2014

24 Mouse Over Pop-Ups Page 7 Same-sex spouses who are validly married in a state or foreign jurisdiction that recognizes same-sex marriage will be considered spouses (not domestic partners) for purposes of Dow s welfare plans. Imputed income for domestic partner coverage: If you are enrolling your domestic partner, you will be responsible for any taxes you may owe on the value of the company s financial contribution towards health insurance coverage for your non-tax-dependent domestic partner. Any portion of the premium that you pay for your domestic partner s coverage must be paid using after-tax dollars. The portion of coverage attributable to your contribution will not be taxable to you. Note that these tax consequences apply only if your domestic partner is a non-tax-dependent. 24 Employee Benefits Decision Guide 2015

25 Page 8 The decision to live tobacco-free has huge advantages both for your quality of life and your pocketbook. But, we understand quitting can be hard. That s why Dow offers a variety of support options, including counseling through Health Services and a special Quitline offered in partnership with the American Cancer Society. Through the Dow medical plan, Aetna members also can receive assistance (100% of your cost) for tobacco cessation consulting, nicotine replacement therapy and approved prescription drugs. Learn more about the company programs on the Dow Intranet at My HR Connection (keyword: Tobacco) or the Internet at Employee Benefits Decision Guide

26 Page 9 Call the HMO(s) available in your area for benefit and provider information to see if your physician belongs to the HMO, to change primary care providers during the year or to get a provider directory. Contact information is available through the Medical Plan Comparison Tool on the Dow Benefits website. You also may call the Dow HR Service Center at , if you have questions regarding enrollment or how to obtain a primary care provider when you first enroll. Note: HMOs generally require the designation of a primary care provider. You have the right to designate any primary care provider who participates in the network and who is available to accept you or your family members. For children, you may designate a pediatrician as the primary care provider. Until you make this designation, the HMOs may designate one for you. For information on how to select a primary care provider, and for a list of the participating primary care providers, contact the HMO. You do not need prior authorization from the HMO or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in the HMOs network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. For a list of participating health care professionals who specialize in obstetrics or gynecology, contact the HMO. 26 Employee Benefits Decision Guide 2015

27 Page 11 If you elected to make contributions to the HSA in 2014, your contribution election will automatically carry over to 2015 if you remain enrolled in MAP Plus Option 2 High Deductible for medical coverage. You may change the amount you wish to contribute to the HSA during annual open enrollment or at any time from January through December, provided that any change to your election for December is received by November 30th. How the HSA Works (Available Only with MAP Plus Option 2) HSA Contribute Tax Free Make pre-tax contributions up to IRS limits. HSA HSA Spend Tax Free Save Tax Free Grow your HSA for future health care needs, including in retirement. Money you don t use remains in your account and can earn taxfree interest and investment returns. Use your HSA to pay for qualified health care costs tax free. Deductible Coinsurance Vision Dental Other Qualified Services Limited-use FSA A Limited-use FSA may be used to reimburse qualified vision, dental and preventive care expenses incurred any time on or after you enroll in the FSA. It can also be used to reimburse qualified medical and prescription drug expenses after you meet your deductible. While you can use your HSA for these expenses, contributing to the Limited-use FSA for this purpose can also provide tax savings. The Limited-use FSA annual maximum you can contribute in 2015 is $2,500. Employee Benefits Decision Guide

28 Page 11 continued - You can use any institution of your choice for your HSA. However, Dow payroll deductions are only available with an HSA through Fidelity. - If you enroll in MAP Plus Option 2 High Deductible and choose to open an HSA through Fidelity for the first time, Fidelity will send you a welcome packet in the mail with everything you need to set up your HSA. - Dow does not sponsor HSAs and they are not subject to ERISA. - You can use funds from your HSA to pay for qualifying nonpreventive care (i.e., your deductible and coinsurance, which is the percentage of the cost you pay for medical services), as well as qualifying dental and vision costs. - Some states do not follow Federal rules for HSAs and state taxes may apply. In New Hampshire and Tennessee, state taxes apply on investment gains. In Alabama, California and New Jersey, state taxes apply on both investment gains and withdrawals (even when used for qualified health care expenses). 28 Employee Benefits Decision Guide 2015

29 Page 11 continued Triple tax advantage: Contributions, earnings and withdrawals used for qualifying medical care for you, your spouse and tax dependents are all tax-free... making an HSA tax-free times three. You won t lose what you don t use: Unused funds roll over from year to year so you can build a balance over time. Annual deposits: Per IRS rules, you can deposit up to $3,350 for Employee Only coverage and $6,650 for all other coverage tiers in Earnings potential: Once your account balance reaches certain thresholds, generally $2,500 for most investment options, you can choose to invest your money. Keep in mind that investments can decrease in value. The money is yours: Even if you leave Dow, all contributions and earnings are yours to take with you. No forms to submit: You can pay your provider directly using the HSA debit card and skip completing forms and submitting receipts. Note: Keep your receipts for your tax records. Employee Benefits Decision Guide

30 Page 12 If you are considering a DMO, you ll want to follow these steps to ensure you have access to coverage. 1. Call the DMO or visit its website to find dentists available in your area. 2. If choosing a new dentist, confirm the dentist you choose is accepting new patients. Page ACCOUNT LIMITS Minimum Annual Contribution Maximum Annual Contribution HCRA $100 $2,500 Limited-use FSA $100 $2,500 DCRA $100 $5,000 (per household) 30 Employee Benefits Decision Guide 2015

31 Page 15 continued Enrollment required: If you want to participate in the HCRA, Limited-use FSA and/or DCRA in 2015, you must enroll during the annual enrollment period unless you experience a qualifying life event (e.g., birth of a child). Your 2014 election will not carry-over automatically. No transfers allowed: The HCRA, Limited-use FSA and the DCRA are separate accounts. You cannot transfer money between accounts. Use it or lose it: You must use all the money in your account(s) by March 15, 2016, and submit your expenses by April 30, IRS rules require forfeiture of any money remaining in your 2015 account(s) after April 30, Over-the-counter drugs require a prescription to qualify for HCRA reimbursement: Other over-the-counter supplies (e.g., bandages, wound care, contact lens solution) continue to be eligible for reimbursement without a prescription. Only expenses for qualified dependents, per IRS rules, are eligible for reimbursement the following DO NOT qualify: --Health care expenses for domestic partners --Health care expenses for children enrolled in the plan who are NOT your dependents for tax purposes --Day care expenses for a dependent child age 13 or older --Day care expenses incurred by a noncustodial parent for a dependent child Note: Like the other qualified expenses, only orthodontia expenses incurred during the current plan year or grace period qualify for reimbursement. Employee Benefits Decision Guide

32 Page 15 With automatic claims reimbursement, you have the advantages of: --No claim forms to file --Money from your HCRA is automatically sent to you in the mail or through direct deposit (if you re enrolled and have eligible claims) To be eligible you must enroll in the Dow HCRA and one of the following: --MAP Plus Option 1 Low Deductible --Delta Dental or Aetna DMO The automatic reimbursement option will not be useful to you if: --You coordinate medical benefits with another plan --You are in an HMO --Your Dow spouse covers you under a Dow-sponsored medical plan --You cover a domestic partner under your medical and/or dental plan 32 Employee Benefits Decision Guide 2015

33 Page 18 If you are enrolled in employee-paid life insurance, you can use MetLife s Will Preparation Service to prepare or update a standard will for little or no cost. You are also eligible for an Estate Resolution Service that provides a Hyatt participating plan attorney to your administrator or executor in order to probate your estate. MetLife provides you access to Hyatt Legal Plans network of 10,000+ participating attorneys, or you can use a non-network attorney and be reimbursed for covered services according to a set fee schedule. To learn more, visit the life insurance page on My HR Connection>Benefits, or reference the Employee-Paid Life Insurance Summary Plan Description on the Dow Family Health website ( Page 20 The premium is unchanged for If you are enrolled in the recreational aircraft pilot coverage segment of this plan, you may drop coverage during the open enrollment period. You will not be eligible to re-enroll at a later date. For information on how to drop your coverage, please contact the Dow HR Service Center. Page 21 Company-paid 50% coverage You are eligible for the LTD program if you have full-time or less-than-full-time employment status. When you first enroll for benefits, you automatically will be enrolled in the LTD program if you are actively at work. Employee-paid additional 16.7% coverage You are eligible only if you are a full-time employee. Employee Benefits Decision Guide