MarkWest Employee Meetings. September 2015

Transcription

1 MarkWest Employee Meetings September

2 Agenda Benefits Effective January 1, 2016 Health & Welfare Benefits Other Benefits/Programs Thrift & Retirement Benefits Next Steps 2

3 HEALTH & WELFARE BENEFITS 3

4 Benefit Elections You will need to: Choose whether to participate in: Health Saver HSA Classic Dental Vision Optional Contributory Life Insurance Spouse/Dependent Life Insurance Accidental Death & Dismemberment Health Care Flexible Spending Account Enroll in the Thrift Plan 4

5 Other Benefit Information You will be automatically enrolled in these benefits at no cost: Basic Life Insurance Basic Accidental Death & Dismemberment Insurance Employee Assistance Program Long Term Disability Occupational Accidental Death Insurance Wellness As permitted under the law, your premium contributions for these plans will be excluded from gross pay for income tax purposes: Health Plan Dental Plan Vision Plan Accidental Death & Dismemberment Insurance Plan 5

6 Eligible Dependents Marathon Petroleum benefit plans cover: Your spouse Your children, up to age 26 who are: Your natural children, Legally adopted children or children placed with you for adoption, Stepchildren, or Children, whose parents are both deceased and who permanently reside with you, and for whom you have legal custody as determined by a court of competent jurisdiction. Dependent Disabled Child Children Covered by Qualified Medical Child Support Orders (QMCSO) For Health, Dental, Vision, and Wellness only Qualified Domestic Partner up to age 65 Children of a Qualified Domestic Partner 6

7 Our Benefit Partners Health Plan Anthem Blue Cross/Blue Shield Medical/Surgical Express Scripts Pharmacy Benefit Manager Dental Plan CIGNA Dental Vision Plan Anthem Blue View Vision Life and Accident Insurance Plans Minnesota Life Health Savings Account Fidelity Health Care Flexible Spending Account PayFlex Long Term Disability Matrix Wellness Plan Alere Employee Assistance Plan Anthem 7

8 Your Health Care Benefits in 2016 Two Health Plan Options Saver HSA option with a Health Savings Account (HSA) Classic option Health Savings Account (HSA) Available to those enrolled in the Saver HSA option Includes a Company contribution Administered by Fidelity HSA 8

9 Basic Benefits Definitions Out-of-Pocket Maximum (OOPM) The most that you will have to pay out of your own pocket for medical expenses each year. Once your medical expenses reach this amount, the Health Plan pays 100% of your remaining eligible medical expenses for that year. Health Plan Premiums The money taken from your paycheck to pay for medical insurance. Copay Coinsurance Deductible Health Savings Account (HSA) A fixed amount you pay for a covered health care service, such as doctor visits and prescriptions drugs, when you receive the service; the Health Plan pays the remaining costs. For example, you may have a $20 copay for a doctor visit. The Health Plan s share of the costs of a covered health care service, calculated as a percent (80%). You pay the remainder of the amount. For example, if an office visit is $100 and you ve met your deductible, the Health Plan would pay $80 and you would pay the remainder of the amount ($20). How much you will pay in medical expenses before the Health Plan starts to pay its share each year. An account where you can save, grow and spend money tax-free for current and future medical expenses. 9

10 About the Saver HSA and Classic Options Both of these Health Plan options Saver HSA Classic Administered by Anthem Provide access to the same networks, doctors, specialists and health care facilities Cover the same procedures, tests, and drugs Have a structure where medical and prescription drug expenses will apply toward meeting one out-of-pocket maximum Have prescription drug coverage administered by Express Scripts Offer in-network and out-of-network coverage Cover in-network preventive care at 100% (e.g., annual physical) 10

11 Comparing the Two Health Plan Options Saver HSA Option to open a Health Savings Account (HSA) through Fidelity MPC will provide a contribution to the account $350 for employee only coverage $700 for employee + dependent(s) coverage Higher deductible Lower premium Coinsurance (no flat dollar copays) One combined deductible for medical and Rx Classic Lower deductible Higher premium Copays for many services (office visits and prescription drugs) Can contribute to a Health Care Flexible Spending Account 11

12 A Closer Look at the Two Health Plan Options Deductible Saver HSA In-network benefits $1,350 Employee Only / $2,700 Employee + Dependents Classic In-network benefits $500 individual / $1,000 family (prescription expenses are not applied) Out-of-Pocket (OOP) Maximum* $5,000 individual / $10,000 family $3,000 individual / $6,000 family Co-insurance 20% 20% Office Visit 20% after deductible $20 PCP / $50 Specialist ER Charge Deductible, then $150 copay, then 20% coinsurance $150 copay, then deductible + 20% coinsurance Rx Deductible Combined with medical $100 individual / $200 family (retail only) Retail Drugs Mail Order Drugs 20% after deductible 20% after deductible $10 (generic) after deductible $30 (Formulary Brand) after deductible $60 (Non-Formulary Brand) after deductible $25 (generic) $75 (Formulary Brand) $150 (Non-Formulary Brand) Rx Drug OOP Max Combined with medical Combined with medical HSA Contribution $350 individual / $700 individual + dependent(s) None 2016 Monthly Contribution** $69 / $152 / $138 / $207 $101 / $221 / $201 / $302 * Medical and prescription drug expenses will apply toward meeting the out-of-pocket maximum. ** Coverage levels include: Employee / Employee + Spouse / Employee + Children / Family; Regular FT and PT rates are the same. 12

13 Comparing the Two Health Plan Options (cont'd) Key Option Features Saver HSA Pay as you go Classic Pay up-front Anthem Preferred Provider Network Yes Yes NEW feature! Health Savings Account (HSA) Yes No Premium Lower Higher Deductible Higher Lower NEW feature! Copays (for office visits and prescription drugs) No Yes Coinsurance Yes Yes Preventive care covered at 100% with no deductible Yes Yes Rx coverage through the Health Plan Yes Yes 13

14 How the Saver HSA Option Works Saver HSA Health Plan option with a lower premium, a higher deductible and the option to open a Health Savings Account (HSA), which has triple-tax advantages and is portable! You pay all medical and prescription drug costs in full until you reach the deductible Then, the Health Plan pays 80% (in network) of the total cost of eligible services (coinsurance) When you reach your out-of-pocket maximum, the Health Plan pays 100% of your medical and prescription drug costs 14

15 How the Classic Option Works Health Plan option with a higher premium, lower deductibles, and copays. Classic You pay a copay for primary care/specialist visits and prescription drugs A $100 individual/$200 family deductible is applied to retail prescription drugs, then copays apply You can swipe your PayFlex FSA debit card You have to meet a deductible for medical services, other than office visits, such as diagnostic testing, outpatient procedures, and inpatient hospital stays Combined out of pocket maximum for medical and Rx expenses 15

16 Prescription Drug Coverage If you enroll in either Health Plan option, you will automatically receive prescription drug coverage You will not make a separate election on your enrollment form Prescription drug coverage will be administered by Express Scripts Your prescription drug cost will depend on: Which Health Plan option you elect, If you buy your prescription drugs at the retail pharmacy or through mail order, and The type of prescription drugs you buy (i.e., generic or brand name) 16

17 Prescription Drug Costs Saver HSA You pay the full prescription drug cost until you reach the deductible* You may use funds in your Health Savings Account (HSA) to pay for prescription drugs Your prescription drug expenses may be higher than usual early in the year Medical expenses also count toward reaching the deductible * Certain generic preventive Rx expenses are covered at 100%. Classic This option has prescription copays You will pay the lesser of the copay or total cost This option has a deductible of $100/$200 for retail prescription drugs 17

18 Prescription Drug Coverage Saver HSA Option Mail order drugs administered by Express Scripts Employees pay the full, negotiated price until reaching the deductible Deductible and out-of-pocket maximum do not apply for certain generic preventive drugs, they are covered at 100% For a list of generic preventive drugs, go to Deductible Retail Drugs Mail Order Drugs Drug OOP Max Saver HSA Combined deductible for medical and Rx Plan pays 80% after deductible Plan pays 80% after deductible Combined with medical 18

19 Prescription Drug Coverage Classic Option Mail order drugs administered by Express Scripts Employees pay the full, negotiated price until reaching the deductible (for retail drugs only) For mail order drugs, there are only co-pays; no deductible Rx Deductible Retail Drugs (30 day supply) Mail Order Drugs (90 day supply) Drug OOP Max Classic $100 individual / $200 family - Retail Only $10 (generic) after deductible $30 (Formulary Brand) after deductible $60 (Non-Formulary Brand) after deductible $25 (generic) $75 (Formulary Brand) $150 (Non-Formulary Brand) Combined with medical 19

20 Prescription Drug Costs What This Means For You Saver HSA When you fill a prescription, you will pay the discounted cost until you reach the deductible* Let s say the discounted cost of your formulary brand, prescription drug is $150. Mail order or retail: You pay 100% of this cost or $150. You can use the funds in your HSA to pay for the prescription and the $150 counts toward your deductible as well as the out-ofpocket maximum. * Certain generic preventive Rx expenses are covered at 100% Classic When you fill a prescription there is a copay; for retail drugs there is a deductible ($100 / $200) Let s say the discounted cost of your formulary brand, prescription drug is $150. Mail order: You pay $75, which is the copay for a formulary brand, mail order prescription drug. Retail: You pay the $100 retail deductible first, then $30 copay for a total of $130. If you have already met your deductible, you pay $30. 20

21 Be A Wise Health Care Consumer Under the Saver HSA option, you pay 100% of medical and prescription drug costs until you meet your deductible That means you initially pay 100% of prescription drug costs SO be a wise consumer Shop for the best retail price for your prescription drugs Use generics when possible 21

22 Saver HSA Option Health Savings Account (HSA) Advantages: Rolls over from year to year Portable (can roll MarkWest HSA) Funds can be invested, earning returns tax-free Account balances can be invested in mutual funds once balance meets a threshold amount Fidelity account Contribution amounts can be changed throughout the year Money must be in your account before you can use it You manage the account You can use it to pay for these expenses MPC will contribute You can contribute to the account Tax-free earnings The account offers investment opportunities Health Savings Account You decide to save or spend your HSA balance, this year or in the future. No use it or lose it rule. Annual deductible, your share of coinsurance, and other eligible expenses $350 Employee Only coverage $700 All other coverage You can make before-tax payroll contributions, up to IRS limits All investment earnings are tax-free when used for qualified expenses Once your balance grows to a certain threshold, you can invest in a range of options 22

23 Saver HSA Option Health Savings Account (cont'd) HSAs are triple tax-advantaged. This means you pay no taxes* on: 1. Money deposited into your account 2. Investment growth, and 3. Funds used to pay for eligible health care expenses Your contributions will lower your taxable income *HSA contributions are subject to state taxes in Alabama, California and New Jersey; HSA earnings are subject to state taxes in New Hampshire and Tennessee. 23

24 Saver HSA Option Health Savings Account (cont'd) Eligibility: Employees must be enrolled in the Saver HSA option Employees cannot be: Covered by any other health plan that is not an HDHP and which provides coverage for any benefit covered under the Saver HSA option Claimed as a dependent on someone else s tax return Enrolled in Medicare Parts A or B Enrolled in TRICARE for Life Additional considerations: Employees with spouses who are covered under a separate plan can still enroll, but will only be able to contribute up to the single statutory limit Employees with spouses who contribute to a Flexible Spending Account (FSA) will not be eligible to contribute to an HSA or receive employer contributions 24

25 Saver HSA Option Health Savings Account (cont'd) 2016 Contribution Limits Employee and employer contributions are permitted up to annual statutory limits $3,350 for employee only $6,750 for employee + dependent(s) $1,000 in additional catch-up contributions allowed for those age 55+ Maximum limits include the 2016 MPC contribution amount $350 for employee-only coverage $700 for employee-plus-dependent(s) coverage Qualified Health Care Expenses Use the HSA to pay for qualified health care expenses* for you and your dependents, including, copays, coinsurance and deductibles for medical, prescription drug, dental and vision expenses *You can also use the HSA to pay for COBRA premiums, long-term care insurance premiums and Medicare Parts B, C and D premiums 25

26 Saver HSA Option Health Savings Account (cont'd) Important! Reminders Receipts: You do not need to submit receipts for reimbursement However, it s recommended you save receipts to show that your disbursements were for qualified medical expenses Tax Penalty: Any HSA funds used for purposes other than to pay for qualified health care expenses are taxable as income and subject to a 20% tax penalty Additional 20% tax penalty does not apply to account holders age 65 or older or those who become disabled or enroll in Medicare 26

27 Saver HSA Option Health Savings Account (cont'd) Opening Your HSA Account Log in to your MPC Fidelity account at or using your existing username and password Elect the amount you want to contribute on a pre-tax basis through payroll deductions $1,000 catch-up contribution permitted (age 55 or older, not enrolled in Medicare) Contributions go into FDIC-insured core account Select your beneficiaries Choosing Investments Contributions go to FDIC-insured core account Investment options include over 5,000 mutual funds, stocks, bonds, Treasuries, CDs, and more Paying for Qualified Medical Expenses Fidelity HSA debit card Fidelity BillPay Fidelity HSA checkbook Pay out of pocket and reimburse yourself (Online claim form or paper submission) 27

28 Health Care Flexible Spending Account (FSA) Health Care FSA Available: With enrollment in the Classic option, or If waived Health Plan coverage Allows you to save pre-tax money for health care expenses; however, the funds do not roll over year-to-year You may elect to contribute $120 to $2,550 PayFlex is the administrator swipe debit card for copays 28

29 Selecting a Health Plan Option Employees like you ALEX a new, interactive, online tool 29

30 Meet A.J. Low Plan Usage ILLUSTRATIVE ONLY Coverage: Employee Only The table shows what this employee might have to pay under each option if he uses in-network providers and generic drugs. Saver HSA Annual Physical Exam (1 exam at $100) $0 $0 Classic Emergency Room Visit (1 visit at $1,500) +$1,500* +$820 X-Rays (1 at $200) +$40 +$40 Physician Visits (1 visit at $80) +$16 +$20 Generic Prescription (1 retail prescription for only 1 fill) ($23) +$5 +$23 Total =$1,561 =$903 Marathon Petroleum HSA Contribution ($350) ($0) Total Out-of-Pocket Cost if MPC s HSA Contribution is Used =$1,211 =$903 Annual Premium Contribution (Employee Only Coverage) +$828 +$1,212 Total Out-of-Pocket Cost, including Annual Premium Contribution, if MPC s HSA Contribution is Used =$2,039 =$2,115 * $1,350 of the $1,500 Emergency Room visit satisfies your deductible, and the remaining $150 is paid as the copay. 30

31 Meet Kathy Moderate Plan Usage ILLUSTRATIVE ONLY Coverage: Employee + Spouse The table shows what this couple might have to pay under each option based on the in-network health care they receive. Saver HSA Annual Physical Exam (2 exams at $100 each) $0 $0 Classic Physician Visits (5 visits at $80 each) +$400 +$100 Brand-Name Prescription (3 mail order prescriptions with 4 fills each at $300) +$2,560* +$900 Lab Work (4 tests at $100 each) +$80 +$400 Total =$3,040 =$1,400 Marathon Petroleum HSA Contribution ($700) ($0) Total Out-of-Pocket Cost if MPC s HSA Contribution is Used =$2,340 =$1,400 Annual Premium Contribution (Employee + Spouse Coverage) +$1,824 +$2,652 Total Out-of-Pocket Cost, including Annual Premium Contribution, if MPC s HSA Contribution is Used =$4,164 =$4,052 *You pay $2,300 of the $3,600 to satisfy your deductible, plus 20% coinsurance on the remaining $1,

32 Meet Eva High Plan Usage ILLUSTRATIVE ONLY Coverage: Employee + Child(ren) The table shows what this family might have to pay under each option based on the in-network health care they receive. Saver HSA Annual Physical Exam (3 exams at $100 each) $0 $0 Classic Emergency Room Visit (2 visits at $1,500 each) +$2,880* +$1,640** Physician Visit (2 visits each at $80 per visit - total of 6 visits) +$ Brand-Name Prescription (2 mail order prescriptions with 4 fills each at $300) +$480 +$600 Total =$3,456 =$2,360 Marathon Petroleum HSA Contribution ($700) ($0) Total Out-of-Pocket Cost if MPC s HSA Contribution is Used =$2,756 =$2,360 Annual Premium Contribution (Employee + Children Coverage) +$1,656 +$2,412 Total Out-of-Pocket Cost, including Annual Premium Contribution, if Marathon Petroleum s HSA Contribution is Used =$4,412 =$4,772 * Of the two emergency room charges, the first is paid in the full amount. From the second, $1,200 is paid to the deductible, and the rest is covered by a $150 copay and 20% coinsurance on the remainder. ** For each of the two emergency room charges (one for each child), the first $500 (excluding the $150 copay) is paid to the deductible, and the remaining $850 is paid at 20% coinsurance. 32

33 Meet Jordan High Plan Usage ILLUSTRATIVE ONLY Coverage: Employee + Family The table shows what this family might have to pay under each option if they use in-network providers and generic drugs when possible. Saver HSA Annual Physical Exam and Well Child Exams (5 visits at $100 each) $0 $0 Classic Physician Visits (9 visits at $80 each) +$720 +$180 Specialist Visits (2 visits at $150 each) +$300 +$100 Urgent Care visit (1 visit at $600) +$600 +$50 X-Rays (1 test at $200) +$200 +$200 Physical Therapy Session (12 sessions at $80 each) +$896* +$432** Generic Prescription (7 prescriptions filled at retail at $23 each) +$32 +$161 Maintenance Prescription (1 mail order prescription with 4 fills each at $40) +$32 +$100 Specialty Drug Prescription (1 mail order prescription with 4 fills each at $1,500) +$1200 +$600 Total =$3,980 =$1,823 Marathon Petroleum HSA Contribution ($700) ($0) Total Out-of-Pocket Cost if Marathon Petroleum s HSA Contribution is Used =$3,280 =$1,823 Annual Premium Contribution (Family Coverage) +$2,484 +$3,624 Total Out-of-Pocket Cost, including Annual Premium Contribution, if Marathon =$5,764 =$5,447 Petroleum s HSA Contribution is Used * For the Physical Therapy Sessions, you pay $880 of the $960 to satisfy your deductible, plus 20% coinsurance on the remaining $80. ** For the Physical Therapy Sessions, you pay $300 of the $960 to satisfy your deductible, plus 20% coinsurance on the remaining $

34 Meet Christina High Plan Usage (maternity) ILLUSTRATIVE ONLY Coverage: Employee + Family The table shows what this family might have to pay under each option if they use in-network providers and generic drugs when possible. Saver HSA Annual Physical Exam and Well Child Exams (3 visits at $100 each) $0 $0 Classic Physician Visits (9 visits at $80 each) +$720 +$180 Specialist Visits (2 visits at $150 each) +$300 +$100 Urgent Care visit (1 visit at $600) +$600 +$50 New baby delivery with C-section (professional and facility charges of $15,000) +$3,864 +$3,000 Maintenance Prescription (1 mail order prescription with 4 fills each at $40) +$32 +$100 Total =$5,516 =$3,430 Marathon Petroleum HSA Contribution ($700) ($0) Total Out-of-Pocket Cost if Marathon Petroleum s HSA Contribution is Used =$4,816 =$3,430 Annual Premium Contribution (Family Coverage) +$2,484 +$3,624 Total Out-of-Pocket Cost, including Annual Premium Contribution, if Marathon Petroleum s HSA Contribution is Used =$7,300 =$7,054 34

35 ALEX is Here to Help You Introducing ALEX your personal benefits counselor He s smart, interjects humor, and compares your Health Plan options in simple terms He helps you choose the Health Plan option that makes the most sense for you and your family He is accessible from any internet connected device Meet ALEX at Which Health Plan option is best for my family and me? 35

36 Dental Plan One Dental Plan Option Cigna Dental PPO same benefit level if you use in or out-of-network dentist Monthly Premiums for Active Employees (Full-Time and Part-Time) Employee Only $12 Employee + Spouse $24 Employee + Children $26 Employee + Family $38 To determine the amount deducted from your paycheck (bi-weekly) multiply the monthly premium by 12 and divide by

37 Dental Plan (cont'd) Choice of any licensed dentist, but discounted rates may be available from dentists in the Cigna PPO network 100% benefit for preventive and diagnostic services (subject to Reasonable & Customary R&C) $50 individual deductible for all non-preventive services, then coverage based on R&C $2,000 individual annual maximum (includes preventive services) $2,000 individual lifetime orthodontia maximum No Dental ID card Claim form required The dental office can submit on your behalf with MPC Group #

38 Dental Plan (cont'd) Type of Service Coverage Preventive services (twice a year): 100%*+ Basic dental services: 80%* Major dental services: 50%* Orthodontia services: 50%* *Of Reasonable and Customary (R&C) Charge. R&C is determined by the average usual charge for a given procedure charged by most dentists in a given geographic area. +$50 individual deductible does not apply to preventive services 38

39 Vision Plan No co-pays for exams $10 copay for lenses Coverage for frames and contacts up to a maximum allowed amount Monthly Premiums for Active Employees (Full-Time and Part-Time) Employee Only $7 Employee + Spouse $12 Employee + Children $13 Employee + Family $20 To determine the amount deducted from your paycheck (bi-weekly) multiply the monthly premium by 12 and divide by

40 Transition Items Plan Year on a calendar year basis New deductibles and out-of-pocket maximums begin January 1, unless closing date is later In current critical treatment plan with provider who is not in Anthem s network Mail order prescriptions Orthodontia treatment in progress 40

41 Life Insurance Employee Coverage Basic: Company provided life insurance of 2x pay Optional: Employees can purchase life insurance of 1x to 6x pay Evidence of Insurability required if more than $750,000 coverage is elected Spouse Coverage $10,000 increments to $100,000 with $50,000 limit at initial enrollment MarkWest coverage in excess of $50,000 can be mapped to corresponding MPC levels up to $100,000 (in $10,000 increments) Can increase by $10,000 at each open enrollment to a maximum of $100,000 Dependent Child Coverage $10,000 / $20,000 / $30,000 Spouse + Child coverage cannot exceed employee s basic + optional amount 41

42 Accidental Death & Dismemberment (AD&D) and Occupational Accidental Death (OAD) AD&D Insurance Basic: Company provided AD&D insurance of 1x pay Optional: Employees can purchase additional AD&D coverage of up to $250,000 principal amount AD&D coverage for dependents is a percentage of employee s principal amount Dismemberment benefits are based on a schedule OAD Insurance Automatically provided at no cost to employees Applies if death results from accident while on Company duty Benefit is greater of $500,000 or two times gross salary in last 12 months 42

43 Long Term Disability (LTD) and Employee Assistance Program (EAP) Long Term Disability Automatically provided at no cost to employees Replaces 60% of base pay To receive benefits: Must be on medical leave for at least 6 months Must be approved by our LTD benefit administrator, Matrix Employee Assistance Program (EAP) Automatically provided at no cost to employees Covers up to eight counseling sessions (phone and in-person sessions) a year for you and your dependents Issues addressed include marital/family concerns, financial or legal issues and work-related issues Administered by Anthem Blue Cross Blue Shield Available to you or any member of your household 43

44 Wellness Plan Well ALL Ways Employees and families automatically enrolled Wellness incentive Earn $50 by completing a Wellness Assessment (taxable) Completing a Wellness Assessment (HRQ) is the gateway to other Wellness benefit Fitness/exercise club membership reimbursement $200 for single employees / $350 for family Lifestyle class reimbursement Unlimited Quit for Life tobacco cessation program Weight Watchers $200 per person/per year 44

45 Retiree Benefits Eligible if you retire at age 55 with at least 10 years of service MarkWest service recognized Health Pre-65 retiree coverage is the same as active coverage Company subsidizes up to 80% of the cost Premiums based on service and determined separately from active premiums MarkWest service recognized Earn 4% for every year of service after age 30 Coverage continues until eligible for Medicare Once eligible for Medicare, access to broker to purchase coverage Dental & Vision Coverage to age 65 Retiree pay-all 45

46 OTHER BENEFITS/PROGRAMS 46

47 Other Company Programs You will remain in the following MarkWest programs on a transitional basis through 2016: Vacation Sick/STD Holidays Compensation We will work with the MarkWest management to set metrics for

48 Other Company Programs Educational Reimbursement Program Tuition assistance up to $600 per semester hour or $400 per quarter hour Includes tuition, books, supplies, required fees Certification and licensing assistance Adoption Assistance Program Reimbursement maximum of $7,500 per child; lifetime maximum of $15,000 Scholars Program Scholarships for outstanding high school seniors who are children of employees/retirees Matching Gifts Program Company matches employee gifts to colleges and universities $50 to $10,000 per year with a dollar-for-dollar match Volunteer Incentive Program (VIP) Promotes employee volunteerism 24+ hours of volunteer service = $500 Company contribution to the organization Employees and spouses 48

49 Non-Company Sponsored Benefits 529 Plan College savings plan MetPay Home and auto insurance 49

50 THRIFT PLAN & RETIREMENT PLAN 50

51 MarkWest 401(k) Savings Plan Intent: Merge with Marathon Petroleum Thrift Plan Target: 1 st Quarter 2016 Interim Period No new contributions Payroll deductions for existing loans continue through MPC Payroll Loans, withdrawals, changing investment options: Same as today 51

52 Marathon Petroleum Thrift Plan Administered by Fidelity Access through NetBenefits and phone representatives Immediate Eligibility Company Match 7% Company match on 6% employee contributions Base pay, overtime, and bonuses 100% immediate vesting Loans and In-service Withdrawals Available Subject to Thrift Plan rules 52

53 Marathon Petroleum Thrift Plan Contribution Types Pre-Tax After-Tax Limited for Highly Compensated Employees Roth Catch-up Requires separate election Company Rollover 53

54 Marathon Petroleum Thrift Plan Available Investment Options Core Funds 18 Mutual funds Stable Value Fund Lifecycle Funds Pyramis Core Lifecycle Commingled Pools Marathon Petroleum Corporation Stock Brokerage Link Mutual funds beyond those available in Core Funds 54

55 Marathon Petroleum Thrift Plan Available Investment Assistance Lifecycle Options Target Date Funds Pyramis Funds: , 5-year increments Financial Engines Investment advice from an independent investment advisor Online Advice Professional Management 55

56 Marathon Petroleum Thrift Plan Enrollment MarkWest elections will not carry over No automatic enrollment One election Applies to both regular pay and bonus payments Enrollment is required, through Fidelity NetBenefits / Mobile Device / Phone Enrollment information available early December Enrollment can be done at any time Thrift deductions from 1 st paycheck requires enrollment by 4:00 pm (EST), December 23,

57 Marathon Petroleum Retirement Plan Cash Balance Benefit Pay Credits MarkWest service recognized Interest Credits Eligible Pay Base pay, bonus, and overtime 3-Year Vesting MarkWest service recognized Benefit Commencement Monthly benefit or lump sum Any age as long as 100% vested Age + Cash Balance Service Points Annual Percentage of Eligible Pay Credited Under 50 7% % 70 and over 11% 57

58 NEXT STEPS 58

59 Next Steps LEARN Review the benefits information about all of Marathon Petroleum s benefit plans at DECIDE ACT Consider the health care needs of you and your family Use the tools available to help you make your decision (ALEX new interactive, online tool, Determine the amount you want to contribute to the Thrift Plan Complete Benefits Enrollment Form Return to Susanne Pulver in Denver Enroll in the Thrift Plan REMEMBER Return your form to Susanne Pulver by November 20. Your MarkWest benefits team will collect your forms until such time as your enrollment information can be shared with MPC. 59

60 Summary of Benefits Health Plan Options use ALEX, the online tool to help you decide Health Plan Options Saver HSA (with Fidelity HSA available) Classic Dental Vision Optional Contributory Life Insurance Spouse/Dependent Life Insurance Accidental Death & Dismemberment Health Care Flexible Spending Account (only if enrolling in the Classic option) Enroll in the Thrift Plan Company match of 7% on the first 6% you contribute 100% immediate vesting 60

61 If You Have Questions Access Call the Benefits Service Center at Send an to 61

62 Important Dates November 20 Return enrollment forms to Susanne Pulver in Denver Thrift Plan Enrollment Deadline for deductions from 1 st paycheck December 23, 2015, no later than 4:00 p.m. (EST) 62

63 Disclaimer No portion of this benefits summary is intended to change the terms of the plans and policies, or the official texts that control them. If there is any inconsistency between this publication and the official texts of the plans and policies, the official texts will prevail. 63

64 QUESTIONS 64