Westlake Chemical Benefits Guide

Westlake Chemical Benefits Guide

Westlake Chemical Benefit Guide What s Inside Your 2017 Benefits Summary...1 Your Eligible Dependents Include...1 Medical Plan Options...1 2017 Medical Premiums...1 2017 Medical Summary...2 What Is an HSA?...3 Triple Tax Advantages...3 HSA Contribution Limits...4 Setting Up an HSA...4 Reimbursing Yourself for Expenses...4 How an HSA Compares with Our Health Care Flexible Spending Account (FSA)...4 Dental Plan...5 2017 Dental Premiums...5 2017 Dental Plan Summary...5 Vision Plan...6 2017 Vision Premiums...6 2017 Vision Plan Summary...6 Flexible Spending Accounts (FSAs)...7 How FSAs Work...7 Reimbursing Yourself for Expenses...8 Health Care FSA...8 Dependent Care FSA...8 Life and AD&D Insurance...8 2017 Life and AD&D Insurance Options...8 2017 Voluntary Life and AD&D Premiums...9 Voluntary Life...9 Voluntary AD&D...9 Voluntary Dependent Life...9 For More Information...9

Your 2017 Benefits Summary Westlake s benefits are designed to promote your health and well-being and offer financial security for you and your family. Our plans: Provide access to quality health care at reasonable rates; Offer you and your family financial protection against unexpected illness, injury and other catastrophic events; Help you save for retirement; and Give you time away from work to recharge and relax. This guide contains a brief summary of our 2017 health, flexible spending account, and life and accidental death and dismemberment (AD&D) benefits. To learn more about these benefits and the Westlake Total Rewards program, please visit hr.westlake.com. Your Eligible Dependents Include If you re enrolled in any of the benefit plans described in this guide, you may also enroll your eligible dependents in that plan. For Westlake health, life and AD&D plans, your eligible dependents include: Your legal spouse. Your children up to age 26, including your natural children, stepchildren, children for whom you have legal guardianship (including foster children) and adopted children. Your children age 26 or older who are mentally or physically disabled and who rely on you for support and care. Medical Plan Options For 2017, you have a choice of two medical plan options, both administered by Anthem BlueCross BlueShield. While both plan options use the same quality provider network and cover the same services and supplies, they differ in some important ways: The PPO Plan option offers lower s and out-of-pocket maximums in exchange for you paying a higher monthly premium. The Consumer Plan option has higher s and out-of-pocket maximums in exchange for you paying a lower monthly premium. In addition, the Consumer Plan includes a company contribution to a Health Savings Account (HSA). You can use that contribution to meet a portion of your or to pay eligible expenses. 2017 MEDICAL PREMIUMS PPO PLAN 2017 Monthly Premiums $ 110 (Employee Only) $ 252 (Employee + Spouse)* $ 208 (Employee + Child(ren)) $ 384 (Employee + Family)* *Spousal Surcharge CONSUMER PLAN $ 36 (Employee Only) $ 83 (Employee + Spouse)* $ 69 (Employee + Child(ren)) $ 128 (Employee + Family)* For Employee + Spouse and Employee + Family coverage, a $125/month spousal surcharge will be automatically added to the above rates unless: Your spouse is not employed; or Your spouse is employed, and you attest during enrollment that he or she doesn t have access to employer-provided medical coverage. 1

Westlake Chemical Benefit Guide 2017 MEDICAL SUMMARY Annual Deductible** $ 400 Individual; $ 800 Family Annual Out-of-Pocket Maximum*** Includes the PPO PLAN CONSUMER PLAN In-Network Out-of-Network* In-Network Out-of-Network* $ 4,000 Individual; $ 8,000 Family $ 800 Individual; $ 2,000 Family $ 10,000 Individual; $ 20,000 Family $ 1,500 Individual; $ 3,000 Family $ 5,000 Individual; $ 10,000 Family $ 5,000 Individual; $ 10,000 Family $ 10,000 Individual; $ 20,000 Family Coinsurance Level 20% after 40% after 20% after 40% after Health Savings Account (HSA)**** Employer contribution; see pages 3 4 for more on HSAs Not applicable MEDICAL BENEFITS Physician Office Visit You pay $25 copay You pay 40% after Specialist Office Visit You pay $50 copay You pay 40% after Hospital Admission Emergency Room Wellness/Preventive Care You pay $200 per admission plus 20% after hospital and annual s You pay $100 per visit (waived if admitted) plus 20% after ER and annual s Plan pays 100% for preventive services You pay $400 per admission plus 40% after hospital and annual s Paid at the In-Network benefit level if claim is coded by facility as a true emergency; otherwise, you pay $100 per visit (waived if admitted) plus 40% after ER and annual s Plan pays 100% for prostate exam, mammogram and well woman exam If you re enrolled as of January 1: $ 500 (Employee Only) $ 750 (Employee + Spouse) $ 750 (Employee + Child(ren)) $ 1,000 (Employee + Family) You pay 20% after You pay 20% after You pay 20% after annual You pay 20% after annual Plan pays 100% for preventive services You pay 40% after You pay 40% after You pay 40% after annual Paid at the In-Network benefit level if claim is coded by facility as a true emergency; otherwise, you pay 40% after annual Plan pays 100% for prostate exam, mammogram and well woman exam (continued) 2

Retail 30-day supply Mail Order 90-day supply Note: Prescriptions for maintenance medications can be filled at a local CVS/pharmacy at the same costs as mail order PPO PLAN CONSUMER PLAN In-Network Out-of-Network* In-Network Out-of-Network* Generic You pay $5 copay Preferred Brand You pay 30%; $60 maximum Non-Preferred Brand You pay 40%; $100 maximum Generic You pay $12.50 copay Preferred Brand You pay 30%; $150 maximum Non-Preferred Brand You pay 40%; $250 maximum PRESCRIPTION DRUG BENEFITS You pay 40% after Not applicable You pay 20% after Deductible waived for eligible preventive prescription medication You pay 20% after Deductible waived for eligible preventive prescription medication You pay 40% after Not applicable * For out-of-network services, you pay the amounts shown, plus any charges that exceed the plan s maximum allowed amount. ** For both the PPO and Consumer Plan options, eligible expenses apply to both the in-network and out-of-network s regardless of whether they were incurred with in-network or out-of-network providers. *** For both the PPO and Consumer Plan options, eligible expenses apply to both the in-network and out-of-network out-of-pocket maximums regardless of whether they were incurred with in-network or out-of-network providers. **** The employer HSA contribution is made for employees who are enrolled in the Consumer Plan as of January 1 of each year. No pro-rated contributions are made for enrollments or changes made after January 1. WHAT IS AN HSA? Employees enrolled in the Consumer Plan can open a Health Savings Account (HSA), a tax-advantaged account that lets you pay for a variety of eligible health care expenses not reimbursed by your medical, dental, vision or prescription drug coverage including s and coinsurance. With an HSA, you can spend on your health care now, or save and spend later on future health care expenses. There s no time limit on when you have to use your money, and year-end balances will roll over for use in future years. To be eligible for our HSA, you: Must be enrolled in the Consumer Plan; Can t be contributing to a Health Care Flexible Spending Account (FSA) including an account your spouse may have with his or her employer; Can t be covered by Medicare; and Can t be claimed as a dependent on anyone else s federal tax return. Triple Tax Advantages The HSA offers you triple tax advantages: You contribute to your HSA with tax-free dollars. You can use your HSA funds to pay for a variety of eligible medical, dental, vision and prescription drug expenses with tax-free dollars. The money in your HSA grows with tax-free interest. Please note: If you use your HSA to reimburse yourself for non-qualified expenses, you ll be taxed on the amount you use. If you re under age 65, a 20% penalty will also apply. For more on HSAs, see IRS Publication 502 (available on www.irs.gov). 3

Westlake Chemical Benefit Guide HSA Contribution Limits The IRS has set 2017 HSA annual maximum contribution limits as follows: HSA contribution limit (Employer + Employee) HSA catch-up contribution (If you ll be age 55 or older in 2017) 2017 HSA CONTRIBUTION LIMITS $3,400 (if you cover yourself only) $6,750 (if you cover yourself and one or more dependents) $1,000 (in addition to the limits shown above) Please note that the above contribution maximums are per household and are reduced by any contributions you or your spouse (or your spouse s employer) make to another HSA. You are responsible for making sure the household limit is not exceeded. Setting Up an HSA If you elect the Consumer Plan, WageWorks, the HSA administrator, will provide you with information on how to set up, contribute to and use your HSA. Please note that your HSA contributions can be changed during the year, within the IRS contribution limits shown above. Reimbursing Yourself for Expenses Once your HSA has been set up, you ll be sent a debit card that you can use at the point of purchase for some expenses. For other expenses, you ll need to pay the expense and then request a reimbursement from your account. The HSA administrator will provide instructions on how you can reimburse yourself. How an HSA Compares with Our Health Care Flexible Spending Account (FSA) While an HSA and Health Care FSA both let you pay eligible health care expenses with tax-free dollars, different IRS regulations apply to each account. Are there enrollment restrictions? Does use it or lose it apply? Can funds be used for non-health care expenses? Is it portable? HEALTH SAVINGS ACCOUNT (HSA) Yes. You must be enrolled in the Consumer Plan No. Unused funds can be rolled over for your use in future years Yes. Funds can be used for any purpose; however, taxes and penalties apply for non-qualified health care expenses Yes. You own your HSA. It isn t tied in with your employment at Westlake HEALTH CARE FSA Yes. You cannot be enrolled in the Consumer Plan Yes. Generally, funds not used within the calendar year are forfeited* No. You can use the funds only for IRSapproved health care expenses No. Participation ends when you leave Westlake * Currently, you can carry over up to $500 in unused Health Care FSA funds for use in the following year. This carryover is subject to change in future years. See pages 7 8 to learn more about our Health Care and Dependent Care FSAs. 4

Dental Plan With the Dental Plan, you have the flexibility to receive services from a member of the Delta Dental network or to go to any out-of-network dentist you choose. Generally, you save money when you use in-network dentists. That s because they ve agreed to provide their services at contracted rates that are usually lower than out-of-network rates. In addition, maximum allowed amount limits don t apply to care received from in-network dentists. 2017 DENTAL PREMIUMS 2017 Monthly Premiums $ 10 (Employee Only) $ 20 (Employee + Spouse) $ 18 (Employee + Child(ren)) $ 37 (Employee + Family) 2017 DENTAL PLAN SUMMARY Annual Deductible Annual Maximum Per person Preventive Services Up to two visits per person per calendar year IN-NETWORK $ 50 Individual; $ 100 Family OUT-OF-NETWORK* $ 50 Individual; $ 100 Family $2,000 Plan pays 100% Plan pays 100% Basic Services You pay 20% after the You pay 20% after the Major Services You pay 50% after the You pay 50% after the Orthodontic Benefits Dependent children under age 19 only Orthodontic Lifetime Maximum Per dependent child You pay 50% after the $1,500 You pay 50% after the * For out-of-network services, you pay the amounts shown, plus any charges that exceed the plan s maximum allowed amount limits. 5

Westlake Chemical Benefit Guide Vision Plan Regular vision check-ups can help detect chronic conditions and vision correction needs. With our Vision Plan, you can receive care from any optometrist, optician, ophthalmologist or other licensed and qualified vision care provider. However, you can save money when you receive services from a VSP network provider. 2017 VISION PREMIUMS 2017 Monthly Premiums $ 8.16 (Employee Only) $ 13.03 (Employee + Spouse) $ 13.26 (Employee + Child(ren)) $ 21.41 (Employee + Family) 2017 VISION PLAN SUMMARY Annual Exam One exam every calendar year Frames Once every calendar year Lenses Once every calendar year Contact Lenses (Elective) In lieu of lenses and frames benefit; once every calendar year Contact Lenses (Medically Necessary) In lieu of lenses and frames benefit; once every calendar year IN-NETWORK OUT-OF-NETWORK You pay $25 copay Plan reimburses up to $45 Plan pays 100%, up to $150 (or up to $170 for featured frame brands) Single/Bifocal/Trifocal/Lenticular: Plan pays 100% Standard Progressive: You pay $55 copay Premium Progressive: You pay $95 $105 copay Custom Progressive: You pay $150 $175 copay Plan reimburses up to $70 Single/Bifocal/Trifocal/Lenticular: Plan reimburses up to $30 Standard Progressive: Plan reimburses up to $50 Premium Progressive: Not covered Custom Progressive: Not covered Plan pays 100%, up to $150 Plan reimburses up to $105 Plan pays 100% Plan reimburses up to $210 6

Flexible Spending Accounts (FSAs) HOW FSAs WORK FSAs help you lower your taxes by letting you set aside money on a tax-free basis to pay for certain eligible expenses. We offer two types of FSA, both administered by WageWorks. Description Contributions and Limits Eligible Dependents HEALTH CARE FSA* Allows you to set aside tax-free dollars to pay for eligible health care expenses not covered by your health care plans for yourself and your eligible dependents. Eligible expenses include: Health care expenses not reimbursed by your medical, dental, vision or prescription drug coverage such as s, copays and coinsurance. Amounts not covered by your plan due to maximum allowed amount or reasonable and customary (R&C) limits. For a more complete list, see IRS Publication 502 (available on www.irs.gov). If you choose to contribute: Minimum annual contribution: $250. Maximum annual contribution: $2,500. Your eligible dependents include any family member who can be claimed as a dependent on your federal income tax return. DEPENDENT CARE FSA Allows you to set aside tax-free dollars to pay for eligible dependent care expenses so that you (and your spouse, if you re married) can work. Eligible expenses include: Day care center charges for eligible dependents. Before- and/or after-school care for eligible dependents. Day care expenses for an eligible dependent of any age, such as an elderly parent or disabled spouse. For a more complete list, see IRS Publication 503 (available on www.irs.gov). If you choose to contribute: Minimum annual contribution: $250. Maximum annual contribution: $5,000 (or $2,500 if you re married and filing a separate income tax return).** Your eligible dependents include: Your children under age 13. Your spouse or dependent of any age who is disabled and spends at least eight hours per day in your home. * You can t contribute to the Health Care FSA if you re enrolled in the Consumer Plan. However, you may be eligible to contribute to an HSA (see page 3). ** Please note that the $5,000 Dependent Care FSA contribution maximum is per household and is reduced by any contributions you or your spouse (or your spouse s employer) make to another Dependent Care FSA. You are responsible for making sure the household limit is not exceeded. You contribute to FSAs through automatic pre-tax payroll deductions. Because your contributions are made before payroll taxes are calculated and deducted, you don t pay Social Security tax, Medicare tax, federal income tax, or in most areas, state and local income taxes on them. Because of these tax advantages, the IRS tax code is very strict about how you use your accounts. For example: Your Health Care and Dependent Care FSAs are separate. You can t use money in your Health Care FSA to pay dependent care expenses or money in your Dependent Care FSA to pay health care expenses (including dependent health care expenses). With the exception of a $500 maximum Health Care FSA carry over, you forfeit any funds remaining in your account at the end of the year. You must enroll each year in which you want to participate. And once you make your enrollment election, you can t change it until the next year unless you have a qualifying change in status event. If you elect to participate in an FSA, WageWorks, the FSA plan administrator, will provide you with information on how to use your account. 7

Westlake Chemical Benefit Guide REIMBURSING YOURSELF FOR EXPENSES Health Care FSA Once you enroll in the Health Care FSA, you ll be sent a debit card that you can use at the point of purchase for some expenses. For other expenses, you ll need to pay for the expense and then file a claim for reimbursement from your account. The full amount of your annual Health Care FSA election is available for reimbursement, even if that amount has not yet been deducted from your pay. The FSA plan administrator will provide claim-filing forms and instructions. Dependent Care FSA For the Dependent Care FSA, you ll need to pay your dependent care provider and then file a claim for reimbursement from your account. You ll be reimbursed only up to the amount that s in your account at the time the claim is received. The FSA plan administrator will provide claim-filing forms and instructions. Life and AD&D Insurance Our life and accidental death and dismemberment (AD&D) benefits program offers important financial protection for you and your family. Composed of both employer-provided and optional voluntary plans, the program gives you the flexibility to tailor your insurance coverage to your individual needs. 2017 LIFE AND AD&D INSURANCE OPTIONS Basic Life Coverage for you Basic AD&D Coverage for you Voluntary Life** Coverage for you Voluntary AD&D Coverage for you Voluntary Dependent Life Insurance You can choose to cover your spouse only, your child(ren) only or both For child coverage, each of your dependent children will be covered for the amount you elect COMPANY PAID Two times annual base pay, up to $1,000,000 maximum coverage* Two times annual base pay, up to $1,000,000 maximum coverage* EMPLOYEE PAID One, two, three, four or five times annual base pay, up to $1,500,000 maximum coverage Basic + voluntary life coverage is limited to a $2,000,000 maximum One, two, three, four or five times annual base pay, up to $1,500,000 maximum coverage Basic + voluntary AD&D coverage is limited to a $2,000,000 maximum Flat Dollar Amount Options: Coverage for Your Spouse $10,000 $25,000 $50,000 Coverage for Your Child(ren) $ 5,000 $10,000 * To avoid imputed income, you can choose $50,000 in basic life coverage. If you make this election, your basic AD&D coverage will also be $50,000. ** Evidence of insurability (EOI) may be required for some coverage elections. 8

2017 VOLUNTARY LIFE AND AD&D PREMIUMS Voluntary Life Monthly premiums for voluntary life insurance coverage are based on your age and whether you use tobacco. You will be required to attest to your tobacco usage status during enrollment. NON-TOBACCO USER TOBACCO USER AGE Rate per each $1,000 of coverage Rate per each $1,000 of coverage Under 25 $0.041 $0.057 25 29 $0.048 $0.066 30 34 $0.066 $0.074 35 39 $0.074 $0.090 40 44 $0.082 $0.123 45 49 $0.140 $0.221 50 54 $0.238 $0.385 55 59 $0.426 $0.689 60 64 $0.541 $0.738 65 69 $1.040 $1.040 70+ $1.690 $1.690 Voluntary AD&D Rate per each $1,000 of coverage: $0.02 Voluntary Dependent Life Rate per each $1,000 of coverage: Spouse: $0.20 Child: $0.16 For More Information This guide is a brief summary of some of the benefits available to Westlake employees. If you have questions about your 2017 benefits, please visit hr.westlake.com or contact your local HR department. You can also call or email the Total Rewards Team at (800) 284-0270 or benefits@westlake.com. 9

This guide is intended to be a brief summary of benefits provided by Westlake Management Services, Inc. Should there be any discrepancies between this guide and the Master Plan Documents and/or official Company Policies and Procedures, the Master Plan Documents and/or official Company Policies and Procedures will prevail. Westlake Management Services, Inc. reserves the right to amend, change or terminate its benefit plans and programs at any time without notice, at its sole discretion. Nothing in this guide creates an employment contract between Westlake Management Services, Inc. or its subsidiaries or affiliates and any employee. Westlake September 2016