BENEFITS OVERVIEW RECRUITING

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1 BENEFITS OVERVIEW RECRUITING WHEN BENEFITS START If you are regularly scheduled to work a bi-weekly schedule of 40+ hours, health benefits start the first of the month following 3 full months after your start date. For all eligible employees, if you enroll in a program that requires evidence of insurability or medical review, such as life insurance about guaranteed issue amounts, your amount of coverage that requires review will not start until the first of the month after the insurance company has reviewed and approved your coverage. WHO S ELIGIBLE Employees If you are a regular full-time or regular part-time employee of Pacific Medical Centers who regularly works a minimum of 40 hours per bi-weekly pay period, you are eligible for health care benefits. In addition, if you are a regular full-time or regular part-time employee, you are eligible to participate in the Flexible Spending Account program as well as the supplemental life, AD&D insurance, disability insurances, Personal Accident insurance and Long Term Care. Dependents The following dependents are eligible for health care benefits, life, AD&D, Personal Accident, and Long-Term Care insurances: The lawful spouse of the employee, unless legally separated. Please note: Provided all requirements are met as specified by PMC, wherever spouse is stated in the health care plan, a same-sex domestic partner and his or her eligible dependent children would also be included. Please contact your Human Resources Benefits Representative for details concerning samesex domestic partners. A child 18 years of age or younger, unmarried, and primarily dependent upon the employee for support. A child is considered one of the following: o A natural offspring of either or both the employee or spouse o o o A legally adopted child of either or both the employee or spouse A child placed with the subscriber for the purpose of legal adoption in accordance with state law. Placed for adoption means assumption and retention by the subscriber of a legal obligation for total or partial support of a child in anticipation of adoption of such child A legally placed ward of the subscriber or spouse living permanently in the home of the subscriber A child may continue to be covered under this program through age 25 if the child is unmarried, and is primarily dependent on the employee for support. HEALTH CARE OPTIONS PMC is pleased to offer you a comprehensive medical, prescription, dental and vision benefits. This plan covers services such as preventive care, office visits, hospitalization, and much more. Alternatively, if you have other medical coverage and don t need coverage through PMC, you can opt out (with proof of other medical coverage and a enrollment form) and be reimbursed through payroll for waiving coverage. Medical Highlights Premera Blue Cross is our medical and vision benefits claims administrator and has developed a broad network of providers. By using a network provider, you not only receive a higher level of benefit, but you can also lower your out-of-pocket costs because the percent you pay is based on negotiated fees. 1

2 What Are Allowable Charges? The allowable charge is the fee that the provider has agreed to accept as full payment for medically necessary covered services and supplies. To determine the allowable charge, Premera looks at the rates doctors, hospitals and other health care providers charge in certain locations for certain services and procedures to determine what is a reasonable allowance. You ll be responsible only for any applicable calendar year deductibles, co-pays, coinsurance, charges in excess of the stated benefit maximums and charges for services and supplies not covered under this plan. What is Coinsurance? When you choose Heritage providers, your coinsurance is 20% of allowable charges, unless otherwise stated. When you choose providers that aren t part of our Heritage provider network, your coinsurance is 40% of allowable charges, unless otherwise stated. What s a Deductible? This is the amount of covered expenses you must pay out of pocket each year before the plan pays for benefits. The annual deductible for each member is $500. The maximum calendar year deductible for your family is $1,500. What s an Out-of-Pocket Maximum? The out-of-pocket maximum is the most you will pay for covered medical expenses each year out of your own pocket. The individual out-of-pocket maximum is $3,000. After you pay the out-of-pocket maximum, the plan will pay 100% for most covered services. This does include deductibles. Finding a Network Provider You can also save money when you use network providers. Network office visits are $25, however, if you go to a PMC provider, co-pays are only $15! Network providers will bill Premera directly when they furnish covered services to you. PHARMACY HIGHLIGHTS My RX choices - Generic vs. Name Brand My Rx Choices is a complimentary program offered by Medco, your prescription drug benefit manager. My Rx Choices provides you with available lower-cost options to the medications you take on an ongoing basis in order to help you save on your prescription drug costs. To find out more about My Rx Choices, call or visit How Medco can help A Prescription Benefit Specialist can walk you through your options to save on your prescription drugs. Medco can contact your doctor on your behalf or provide you with a customized report for your doctor to review. Call Monday to Friday, 8:00 a.m. to 8:00 p.m., or Saturday, 9:00 a.m. to 6:00 p.m., Eastern Standard Time, and have your prescriptions handy. RX Home Delivery Home delivery prescription drug service is the way to go! If you take certain medications on an ongoing basis, you can save money and time by having those medications filled through Medco s mail-service pharmacy. By having your prescriptions filled through Medco, you are able to obtain up to a 90-day supply of your medication, which eliminates multiple trips to your local retail pharmacy and saves you money! VISION HIGHLIGHTS This benefit provides for one routine vision exam per member each calendar year. Benefits for vision hardware are provided at 100% of allowable charges, up to a maximum benefit of $200 per member each calendar year. If you have questions or concerns about the design of the benefits, please contact Premera at (800)

3 MEDICAL/VISION & DENTAL INSURANCE OPTIONS (Employee pre-tax payroll deduction each biweekly per pay period) Family Category Premera HERITAGE PLAN Medical & Vision and WDS Preferred Dental WDS Preferred Dental Only No Medical & Vision coverage* Employee Only $0.00/pp PMC will pay you $86.16/pp Employee & Spouse $178.52/pp PMC will pay you $75.94/pp Employee & 1 Child $85.10/pp PMC will pay you $79.37/pp Employee & 2 or more Children $217.18/pp PMC will pay you $75.26/pp Employee, Spouse & 1 Child $265.30/pp PMC will pay you $69.15/pp Employee, Spouse & 2 or more Children $418.58/pp PMC will pay you $65.04/pp No Medical, Vision & Dental All Coverage Waived* PMC will pay you $96.05/pp DENTAL HIGHLIGHTS Washington Dental Service is our dental benefits claims administrator and has one of the broadest networks of dental providers called the Delta Dental network. The following chart highlights the main features and most commonly used benefits. To receive the highest level of benefits, be sure to use an in network dentist. Dental Insurance Plan Summary Delta Preferred Option II (PPO) In Network Out of Network Out of State Class I Diagnostic & Preventive Exams Prophys Fluoride X-rays Sealants Class II Restorative Restorations Endodontics Periodontics Oral Surgery Class III Major Crowns Dentures Partials Bridges Implants Annual Maximum (October 1 through September 30) Annual Deductible Per Person Waived on Class I Benefits Family Maximum 100% 80% 100% 80% 70% 80% 50% 40% 50% $1,500 $50 $150 3

4 OUR COMMITMENT STAYS THE SAME Pacific Medical Centers pays 100% for your coverage and cost shares 45% for your dependents, if you regularly work at a minimum of 40 hours per bi-weekly pay period. PMC promises to offer you benefits that are: Competitive within our industry, to attract and keep great employees Flexible, to meet the needs of a diverse workforce Fiscally responsible for the company and affordable for employees OTHER BENEFITS Tuition Reimbursement PMC supports continuing education by providing education reimbursement & scholarships to employees seeking to enhance their skills. Reimbursement of $1,000 per employee each calendar year, allows employees to explore a variety of courses, not limited to healthcare programs or studies that relate to their current job. The $5000 enhanced tuition reimbursement is awarded specifically for employees focused on programs and classes related to healthcare. We also have other programs to support employees in gaining an advanced degree and additional scholarship awards that range form $ Employee Assistance Program (EAP) The LifeEra programs, is offered to all employees and their household members, can help you make the most of your time by helping you with day-to-day concerns and finding the balance between work and life. Services available include: solution focused consultations, child/parenting support services, adult/elder support services, chronic condition support, and life learning resources and telephone counseling to assist with weight loss, smoking cessation and more. Fitness Club Opportunities Employees can now enroll online or contact the corporate representative for 24 Hour Fitness Clubs. PMC also offers opportunities through Global Fitness. Global Fitness is a fitness club network that offers discounts to over 1,500 clubs in the United States. Clubs can be viewed on line by zip code. Paid Time Off (PTO) Vacation, holiday and sick leave benefits have been combined into Paid Time Off (PTO) benefits. All regular and temporary full-time and part-time employees accrue PTO from their current date of hire on the basis of eligible hours based upon years of service, up to the maximum accruals, in accordance with the following schedule which is based on accruals for a 1.0 FTE: Length Of Service Maximum Hours/Days Per Year Maximum Hours Accrued Per Pay Period/Hour Less than 4 years 232 Hours / 29 Days 8.92/.1115 Greater than 4 years, less than 10 years 288 Hours / 36 Days 11.08/.1385 Greater than 10 years 304 Hours / 38 Days 11.69/.1461 Executive Level Employees with Less than 10 years 288 Hours/ 36 Days 11.08/.1385 Executive Level Employees with more than 10 years 304 Hours/ 38 Days 11.69/.1461 The maximum PTO balance at any time during the calendar year will be 400 hours: Hours in excess of 400 will not accrue. Managers are not required to authorize bi-weekly time off to prevent employees with more than 400 accrued hours to lose any PTO if this is a hardship to the business unit. Employees are encouraged to deplete PTO in advance of 400 hours to avoid any losses. 4

5 Observed Holidays: Pacific Medical Centers observes the following holidays: New Year s Day (January 1) Memorial Day Independence Day (July 4) Labor Day Thanksgiving Day Thanksgiving Friday Christmas Day (December 25) Note: Holidays are built-in components of the PTO accrual rates. PACIFIC MEDICAL CENTER S RETIREMENT PROGRAM There are two separate pension plans in the Pacific Medical Centers Retirement Program. Below are only brief summaries of some of the important terms of the plans. Please refer to the summary plan descriptions for the plans or ask for copies of the actual plan documents if you want more detailed information regarding the plans. In the event of an inconsistency between the summaries below and the official plan documents, the official plan documents control. PacMed Clinics Tax Deferred Investment Plan Employee Deferrals Only Type of Plan: Eligible Employees: Contribution Limits: Qualified 403(b) plan Employee Contributions Only All Pacific Medical Employees are eligible to participate in the 403(b) plan immediately upon hire. Employees may defer up to 75% of their paycheck to the 403(b) plan. The annual contribution limit for 2009 is $16,500. Employees who are 50 years of age or older in 2009 have an annual contribution limit of $21,000. Vesting Schedule: Employee contributions to the 403(b) plan are always 100% vested. Investment Options: Employees may choose to invest the 403(b) contributions in several mutual funds with Fidelity Investments. There is also a self-directed brokerage account option. Contact Fidelity for more information: or PacMed Clinics Pension Plan Pacific Medical Contributions Only Type of Plan: Covered Employees: Eligibility Requirements: Plan Contribution Schedule: A qualified Defined Contribution 401(a) plan Pacific Medical (Employer) Contributions Only All Pacific Medical Employees except per diem, locum tenens, temporary employees, leased employees, independent contractors, contract, agency, temporary and freelance workers and workers in other similar classifications. Union employees are eligible if and to the extent their collective bargaining agreement provides for participation in the plan. Employees hired after June 1, 2003 must work at least 1,000 hours for Pacific Medical within the 12-month period from date of hire. If the 1,000 hour requirement is not met during the first 12 months of work for Pacific Medical, then the 1,000 hour requirement can be met in subsequent calendar years beginning with the January 1 in the employee s first 12 months of work for Pacific Medical. An eligible employee who meets the 1,000 hour requirement during his or her first 12 months of employment with Pacific Medical will be enrolled in the Plan on January 1st, April 1st, July 1st, or October 1st, coincident with or immediately following the 1- year anniversary of their hire date. If the 1,000 hour requirement is instead met in a full calendar year that begins after the employee s date of hire, the employee will be enrolled in the Plan on the January 1 after such calendar year. Eligible Employees who meet the requirements to accrue a benefit in a calendar year receive two types of contributions for the calendar year. The contributions are calculated as certain percentages of the employee s eligible compensation. 5

6 Year of Plan Participation: Eligible Compensation: Eligibility Requirements for Annual Plan Contribution: Year of Vesting: Vesting Schedule: Investment Options: The first contribution is based on an employee s consecutive Years of Plan Participation since his or her most recent date of hire or rehire: 0 to 4 years = 3.0% 5 to 9 years = 4.0% years = 5.0% 15 to 19 years = 6.0% 20 to 24 years = 7.0% 25+ years = 8.0% The second type of contribution is based upon the employee s eligible compensation compared to the Social Security Wage Base. The Social Security Wage Base is the maximum amount of wages in a year that is considered in calculating the tax withholding for old age, survivor and disability benefits under Social Security. This contribution is 3% of eligible compensation between 50% and 100% of the Social Security Wage Base for that year, plus 6% of eligible compensation above 100% of the Social Security Wage Base for that year. In 2009, the Social Security Wage Base will be $106,800. When calculating any contribution amounts under the Plan, only eligible compensation earned in a calendar year up to a maximum amount ($245,000 in 2009) is considered. Beginning January 1, 2003, a Year of Plan Participation is a calendar year in which an employee works at least 1,000 hours. See the summary plan description regarding how years of plan participation are calculated for service prior to January 1, An employee s consecutive years of plan participation completed after his or her most recent date of hire or rehire determines Pacific Medical s contribution percentage for the employee. Eligible compensation means wages for purposes of federal income tax withholding, plus elective salary reduction contributions to the Tax-Deferred Investment Plan, elective contributions to a cafeteria plan described in Code Section 125, and elective amounts that are not includible in gross income as a qualified transportation fringe benefit. Compensation does not include employer or employee contributions to, or distributions from, nonqualified deferred compensation plans. Only compensation earned during the portion of a plan year that an individual is both a participant and eligible employee under the plan will be considered in applying the contribution percentages and calculating the amount of a participant s contributions for a year. For example, if a participant enters the plan on July 1 of a plan year, compensation earned prior to such July 1 will not be considered. To be eligible to accrue (i.e., earn) plan contributions made for a calendar year, an eligible employee must work for Pacific Medical at least 1,000 hours during such year and be actively employed as an eligible employee on December 31 st of that year. Employees who do not meet these requirements at year-end will have their contributions for that particular year forfeited back to the Plan (along with the investment earnings on contributions). The foregoing requirements shall be waived if the employee terminates employment with Pacific Medical due to death or total and permanent disability, or retires after having attained age 65. An employee earns a year of vesting for each calendar year beginning on or after January 1, 2003 in which the employee works at least 1,000 hours for Pacific Medical. See the summary plan description for special rules regarding vesting credit for service during and prior to Cliff vesting after 3 years of vesting service. 0 to 2 years of vesting years of service = 0% vested. 3 or more years of vesting years of service = 100% vested. Employees may choose to invest the pension contributions in several mutual funds with Fidelity Investments. There is also a self-directed brokerage account option in the Pension Plan. Contact Fidelity Investments for more information at or