PORTFOLIO:2011YOUR BENEFITS OF CHOICE GUIDEANNUAL ENROLLMENT DATESNOV. 8 – DEC. 10, 2010

BENEFIT

1

In addition to important annual updates and reminders, this enrollment guide contains information about 2011 benefits changes.

Letter to employees ...............................................................................2

Enrollment ........................................................................................... 3-4 How do I enroll? .................................................................................3 Who can I enroll? ................................................................................3 When can I enroll?..............................................................................4

Medical plan ........................................................................................ 5-6

Medical plan extras ................................................................................7

CAMC Pride Card ....................................................................................7

Prescription drug plan............................................................................8

Dental plan ..............................................................................................9

Flexible spending accounts ...........................................................10-11

Disability benefits ................................................................................ 12

Life insurance benefits ........................................................................ 13 MEDEX Travel Assistance ................................................................ 13

Employee Assistance Program .......................................................... 14

PTO cash-in ........................................................................................... 15

Purchased paid time off ...................................................................... 15

Paid time off ........................................................................................ 16

Retirement ............................................................................................ 17

FSA worksheet ..................................................................................... 18

2011 Benefit cost worksheet .............................................................. 19

Important contact information ......................................................... 20

This booklet is a summary of the benefit plans effective Jan. 1, 2011 and does not cover all provisions, limitations and exclusions. Your summary plan descriptions (SPDs) and summaries of material modifications (SMMs) can be found on the benefits website on CAMnet.

What’s inside

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To the CAMC Health System Family:

Annual enrollment for your 2011 benefits is scheduled for Nov. 8 to Dec. 10, 2010. Benefits are an important part of your total compensation. In addition to your wages, as a benefit eligible employee of a CAMC Health System company, you also have access to a comprehensive benefit portfolio that gives you flexibility and choices when it comes to your health, finances and family. We remain committed to providing competitive benefits that encourage the utilization of our own CAMC facilities to keep your out-of-pocket expenses as low as possible.

Your benefit options will remain the same in 2011. However, there are a few plan design changes that we will highlight in this enrollment guide. Many of these changes are directly related to the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Reconciliation Act (HERA) of 2010, more commonly known as health care reform. The major changes effective Jan. 1, 2011 that directly affect our health, prescription drug and flexible spending account plans are as follows:

• Definitionofdependentexpandedtoincludechildrenuptoage26

• Alllifetimemaximumsandannuallimitsremovedfromessentialhealthbenefits

•Innetworkpreventivecareservicescoveredat100%

• Over-the-countermedicationswithoutaprescriptionwillnolongerbeaneligibleexpenseon the Health Care Spending Account

Additional requirements of the reform legislation are slated to take effect in 2012, with the majority of changes in place by 2014. We have created a website that will provide you with important information about the health care reform legislation and how it will impact your group health plan. You can access this website from the benefits link on CAMnet.

It is our goal to provide you with the information you need to make informed decisions about your benefit options. In addition to reading this enrollment guide, I encourage you to watch the 2011 benefit overview video on CAMnet. You can access the video from home or work. Having a thorough understanding of your benefit plans is the first step in making your benefits work for you!

I am proud to work with you and I look forward to continuing our mission of striving to provide the best health care to every patient, every day.

Sincerely,

Beth A. Samples Vice President for Human Resources CAMC Health System, Inc.

letter to employees

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hoW do i enroll?you will enroll in lawson self service on Camnetn From CAMnet, click on “lawson self service.”

n Use your network ID and password.

n Click on “employee self-service” (located in the left column).

n Click on “Benefits.”

n Click on “Benefits enrollment.”

n Read the Welcome Screen for important enrollment information then click “Continue.”

n Carefully review each benefit and make a selection for each one.

n For dependent benefits, be sure to check the box next to the dependents you want to cover.

n On the final benefit summary page, select “Update.”

n On the Lawson Self-Service web dialog box, select “yes” to print these benefits.

It is your responsibility to keep the printed confirmation. This is the only confirmation you will have of your benefit elections.

Who Can i enroll?you may enroll yourself and your eligible dependents.New eligibility guidelines for dependents up to age 26Health Care Reform legislation has changed the definition of dependent child to include dependents up to age 26. As a result, dependents whose health and prescription drug coverage ended, or who were denied coverage (or were not eligible for coverage) because the availability of dependent coverage of children ended before attainment of age 26, are eligible to enroll in the medical and prescription drug plans during the annual enrollment period beginning Nov. 8 and ending Dec. 10, 2010. Benefits for these dependents will become effective Jan. 1, 2011.

important lawson enrollment tip: Once you elect employee + child or family coverage, the dependents you have on file with human resources will display in Lawson Self Service. If a dependent is not showing, please contact human resources within the enrollment period (Nov. 8 to Dec. 10) to add your dependent to your benefits.

enrollmentFor our employees…

All full-time, regular part-time, and pro-rata status active employees are eligible to participate in most CAMC Health System, Inc. benefits. Some benefits do require waiting periods. You will be required to complete the necessary forms and provide all data required by the insurance providers in order to participate.

and their family members…

Eligible dependents include*:

1. your lawful spouse

2. your child up until he/she attains age 26 and is either:

• Ablooddescendantofthefirstdegree

• Legallyadoptedchildorachildwhoislivingwith the eligible employee as an adopting parent during any period of probation

• Astepchild or

• Anindividualforwhomtheeligibleemployeehas been appointed legal guardian

3. your unmarried child who:

• Is26yearsofageorover,ismentallyorphysically incapable of self-support and is claimed as a dependent by the eligible employee for Federal Income Tax purposes and was covered in the component plan in question immediately prior to being eligible as a dependent

*CAMC and its medical service providers reserve the right to audit dependent eligibility. For example, you may be asked to provide your marriage certificate and current tax return as proof of eligibility for a spouse. If you provide false information or documents that do not provide credible support as verification of dependent eligibility, then your dependents’ benefit claims may be denied, coverage will be terminated retroactively, and premiums will not be refunded. In addition, if you provide false information when enrolling or verifying your dependents, you may also be subject to disciplinary action – up to and including termination.

When Can i enroll in BeneFits?annual enrollmentEmployees may change their elections for benefits during the annual enrollment period. this year’s annual enrollment period will begin on nov. 8 and close at 5 p.m. on dec. 10, 2010.

normal enrollmentThe normal enrollment period for an eligible employee is defined as follows:

1. Within 30 days of becoming an eligible employee. Enrollment is completed online through Lawson Self Service.

2. Employees who become an eligible employee due to a status change have 30 days from the date of the written notification from human resources to enroll.

special enrollmentIn addition to normal enrollment and the annual enrollment period, the IRS does allow for a special enrollment period due to certain qualifying events. In order to qualify for special enrollment, you must notify the HR office and complete the appropriate paperwork within 30 days after the qualifying event. if notification is not made within the 30-day timeframe, you will not be permitted to make changes to your benefits until the annual enrollment period or until you experience another qualifying event.

Under HIPAA Special Enrollment and IRS Section 125 rules, employees and/or dependents may make benefit changes due to the following qualifying events:

• Marriage,divorceorlegalseparation

• Birthoradoptionofachild

•Achildreachinganageorsituationthatremovesthe dependent status

•Deathofaneligibledependent

•Changeineligibilityforbenefitsofparticipant, spouse or child

• Whenemployercontributionstowardemployee’sor dependent’s coverage terminate

• Anemployeeordependentbecomingentitledto coverage or losing coverage under Part A or Part B Medicare or Medicaid

Below are a few examples of changes that you may make as a result of a qualifying event:

• Addingordroppingabenefit

• Changingcoveragelevels(i.e.fromsinglecoverage to family coverage)

• Addingorremovingadependent(regardlessof whether it results in a change in coverage level)

Chipra legal notice:loss or gain of eligibility for a state Children’s health insurance program (Chip) or medicaid

If you or your dependents are eligible for, but not enrolled in, the medical plan, you and your dependents may enroll in the medical plan, or switch medical benefit options, if either of the following conditions is met:

• YouoryourdependentsarecoveredunderCHIPor Medicaid and such coverage is terminated as a result of loss of eligibility, and you request coverage under the medical plan not later than 60 days after the date of termination of such CHIP or Medicaid coverage; or

• YouoryourdependentsbecomeeligibleforCHIP or Medicaid premium subsidy assistance with respect to coverage under the medical plan, if you request coverage under the medical plan not later than 60 days after the date you or your dependent is determined to be eligible for such premium assistance subsidy.

important CoBra information:If your covered spouse or dependent child ceases to be eligible for coverage under a CAMC group health plan as a result of a divorce or the dependent child ceasing to be a dependent child, either you, your former spouse, or the child must notify HR of the event. Failure to do so in a timely manner (60 days from the later of the date of the COBRA qualifying event or the date the beneficiary would otherwise lose coverage) will result in forfeiture of their COBRA rights.

enrollment Cont.

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mediCal planCAMC’s medical plan is administered by Mountain State Blue Cross Blue Shield (BCBS), and both in and out of network benefits are available through the BCBS national network. We offer two plan options for employees: 90/10 or 80/20.

dependents covered up to age 26Effective Jan. 1, 2011, dependents up to age 26 will be eligible to be covered on your medical plan. See page 3 of this enrollment guide for additional information.

preventive services covered at 100% Both options cover preventive services performed in network at 100 percent with no deductible, no co-pay and no coinsurance. For a complete list of covered preventive care services visit our benefits site on CAMNet.

no lifetime maximum For both options the lifetime maximum benefit for all covered services has been removed. Individuals whose coverage ended by reason of reaching a lifetime limit under the plan are eligible to enroll in the plan during the 2010 annual enrollment period.

Working spoUse sUrCharge (neW):The working spouse surcharge was established to recognize the additional responsibility that is placed on the CAMC health care plan by covered spouses who have access to other coverage. A $50 per pay period surcharge will apply to your medical plan premium if your spouse is eligible for medical coverage through his/her employer and chooses to be covered on your CAMC medical plan.

the surcharge will not be added to your premium if:

•Youarenotcoveringaspouseonyourmedicalplan;(or)

•YourspouseisemployedbyCAMCHealthSystem,Inc. in a benefit eligible position; (or)

•YourspouseiscoveredbyMedicareorthemilitary;(or)

•Yourspouse’smonthlypremiumthroughhis/her employer is more than $150; (or)

•Yourspouseisnotofferedmedicalinsurancethrough his or her employer (including self-employed).

2011 mediCal premiUm medical 90/10 plan per pay periodEmployee Only $ 54.50Employee + child(ren) $103.00Employee + spouse* $114.00Family* $150.00medical 80/20 plan per pay periodEmployee Only $ 36.00Employee + child(ren) $ 66.00Employee + spouse* $ 79.50Family* $ 92.00* Add the $50 Working Spouse Surcharge if your spouse is eligible for group health coverage through his/her employer.

If your spouse gains or loses access to other coverage throughout the year, please contact human resources within 30 days to make desired benefit changes. CAMC Health System reserves the right to request information about your spouse’s employment and verify your spouse’s health care coverage status throughout the year.

Coverage Cost select select if: Spouse CAMC ben-elig Employee Your spouse is employed by CAMC in a benefit eligible position. you are not subject to the spouse surcharge.

Spouse covered by Medicare Your spouse is covered by Medicare. you are not subject to the spouse surcharge.

Spouse covered by Military Your spouse has military benefits. you are not subject to the spouse surcharge.

Your spouse is eligible for medical benefits through his/her employer Spouse Single Prem. > $150/mo. and the monthly premium for employee only coverage is more than $150. you are not subject to the spouse surcharge.

Spouse not offered Med Plan Your spouse is not eligible for other employer provided medical benefits. you are not subject to the spouse surcharge.

None of the above apply $50 None of the statements apply to you. the $50 surcharge will be added to your bi-weekly premium.

lawson enrollment tip: The working spouse surcharge will display in Lawson Self Service as a benefit option after the medical plan. Use the grid below to determine which statement applies to your spouse. You will only be able to select one option.

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mediCal plan Cont.mediCal plan oVerVieWThe grid below is an overview of the major services covered under both the 90/10 and 80/20 plan options and is a great tool to use to determine which option is best for you and your dependents. the areas in orange indicate a change in plan design for 2011.

2011 plan Changes 90/10 plan 80/20 planannUal dedUCtiBle - the deductible applies to all covered services unless otherwise noted. CAMC Network Non-network CAMC Network Non-networkIndividual $250 $400 $400 $800 Family (may be met collectively) $750 $1,200 $1,200 $2,400 CoinsUranCe limit: CAMC Network Non-network CAMC Network Non-network Individual $1,500 $4,700 $2,500 $7,500 Family (may be met collectively) $3,000 $14,100 $7,500 $22,500maXimUm possiBle oUt oF poCket (includes deductible and coinsurance limits) CAMC Network Non-network CAMC Network Non-network Individual $6,850 $11,200 Family (may be met collectively) $19,050 $33,600liFetime maXimUm BeneFit Unlimited UnlimitedpreVentiVe serViCes 100%, no deductible 70% 100%, no deductible 60%roUtine physiCal eXam 100%, no deductible No benefit 100%, no deductible No benefit Well BaBy Care 100%, no deductible 70% 100%, no deductible 60%Well Child immUniZations 100%, no deductible 70% 100%, no deductible 60%primary Care oFFiCe Visit/oFFiCe $20copay,100% 70% $30copay,100% 60% ConsUltation Care thereafter, no deduct. thereafter, no deduct.speCialist oFFiCe Visit/oFFiCe ConsUltation $40copay,100% 70% $40copay,100% 60% thereafter, no deduct. thereafter, no deduct.emergenCy aCCident Care/emergenCy Facility copay of $75; Facility copay Facility copay of $100; Facility copay mediCal Care - ifadmitteddirectlyfromtheER, 90%thereafter, of$75; 80%thereafter, of$100; theadmissioncopayapplicabletoadmissionsat nodeductible 90% nodeductible 80% CAMC will apply regardless of facility thereafter thereafter CAMC Network Non-network CAMC Network Non-networkinpatient serViCes $200 copay, $1,200 $1,400 $300 $1,300 $1,600 90% copay, 70% copay, 60% copay80%copay, 70% copay, 60% thereafter thereafter thereafter thereafter thereafter thereafterinpatient mediCal health Care serViCes $200 copay, $1,200 $1,400 $300 $1,300 $1,600 90% copay, 70% copay, 60% copay80%copay, 70% copay, 60% thereafter thereafter thereafter thereafter thereafter thereafteroCCUpational and physiCal therapy 90%upto20visits 70%upto20 80%upto20visits 60%upto20 (massage therapy is not a covered service) per calendar year; visits per per calendar year; visits per Physician,outpatientfacilityservices,Network 50%thereafter calendaryear; 50%thereafter calendaryear andNon-Networkvisitscombined 50%thereafter 50%thereafteroUtpatient diagnostiC, X-ray, laB and 90% 70% 80% $60% testing - subject to the excluded facilities list oUtpatient sUrgery 90% 70% 80% $60% subject to the excluded facilities list oUtpatient mental health serViCe 90% 70% 80% $60%ChiropraCtiC serViCes $25copaypervisit,90% 70% $35copaypervisit,80% $60% (up to 20 visits per calendar year) thereafter, no deduct. thereafter, no deduct.BariatriC sUrgery - covered if medically $1,500 copay, Not applicable $1,500 copay, Not applicable necessary and only when performed by a CAMC 90%thereafter 80%thereafter physician

Consult your “Blue Works for You” Summary of Benefit booklet for a complete description of services and the list of excluded facilities. You can access this document from the benefits link on CAMnet.

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mediCal plan eXtras$75 annUal Vision eXamAs part of your medical plan, you and your covered dependents each receive up to $75 annually toward a routine eye exam provided by an optometrist or ophthalmologist within the Blue Cross Blue Shield (BCBS) Network.

daVis Vision disCoUnt programReceive discounts on eye exams, frames, contact lenses and other products available through Davis Vision providers and retail locations near you. remember, you can use your health care spending account to pay for frames and contact lenses.

For a list of your local discounted locations and products offered call 1-877-923-2847 and enter “Client Control Number” 7859 or log on at davisvision.com.

have questions? Call BCBs member services1-800-344-5123

more disCoUnt programs!BCBs wellness discount programDid you know that in addition to the CAMC Pride Card, BCBS offers even more discounts? With access to over 35,000 practitioners and facilities nationwide, the BCBS discountwellnessprogramoffersupto30%discountson fitness centers, chiropractors, massage and body work, and much more. Visit mybenefitshome.com.

BCBs lifestyle returnsLifestyle Returns is an online wellness program that you can participate in at home. When you complete the program you can receive a $100 credit toward your calendar year 2012 annual deductible! To learn more about this 5-step interactive program visit mybenefitshome.com.

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legal inFormation yoU shoUld knoW Reconstruction benefits in connection with a mastectomy: As required by the Women’s Health and Cancer Rights Act of 1998, CAMC’s health care plans that offer mastectomy coverage must also cover certain reconstructive benefits in connection with a mastectomy (for you or your covered dependents). Coverage* is provided for: reconstructive surgery of the other breast to produce a symmetrical appearance, and prostheses and physical complications for all stages of mastectomies, including lymphedemas.

CamC pride CardYou can also receive discounts on frames and contact lenses by using the CAMC Pride Card. Your Pride Card also offers discounts on many local services, such as florists, jewelry, restaurants, photography, pet care, cell phones, computers and more. For a complete list of discounts the Pride Card has to offer, please visit the CAMnet Pride Card link. If you don’t have your Pride Card, visit your closest HR office and get one today.

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presCription drUg planYour prescription drug plan provides benefits for prescription drugs and related supplies provided by pharmacies. This is a separate benefit from your medical plan and therefore can be elected regardless of your participation in the medical plan.

CAMC participates in step therapy and prior authorization programs. A complete list of drugs subject to the step therapy program and prior authorization program can be found on the benefits link on CAMnet.

Due to the pricing structure offered by the employee pharmacy, most often your cost is less than at a retail pharmacy. The employee pharmacy is located at Memorial Hospital and offers free delivery to each campus and offsite offices.

dependents covered up to age 26Effective Jan. 1, 2011, dependents up to age 26 will be eligible to be covered on your medical plan. See page 3 of this enrollment guide for additional information.

2011 presCription drUg premiUm

per pay period

Employee Only $16.50

Employee + child(ren) $33.00

Employee + spouse $33.00

Family $37.50

0-30 days

31-60 days

61-90 days

0-30 days

31-60 days

61-90 days

Up to 90 days

$8

$16

$24

20%

Not available

Not available

$24

30%

30%

30%

40%

Not available

Not available

30%

$8 generic$15 brand

$16 generic$30 brand

$24 generic$45 brand

$15 generic$30 brand

Not available

Not available

$24 generic$45 brand

$35

$70

$105

$75

Not available

Not available

$105

CAMC Employee Pharmacy

Retail

Mail order

**new for 2011: $100 annual deductible for mail order

Co-pay minimum Co-pay maximumBrand co-paygeneric co-pay

yoU Can Use yoUr health Care spending aCCoUnt to pay For presCription Co-pays.

DOWN STEPSTO CAFETERIA

Women’s/

Men’s

Restroom

Public

Telephone

Stairs

Barrier-F

ree

Restroom

Public

Routes

Public

Elevators

NORTH

entranCe to main loBBy

EmPlOyEE PhARmACy

CamC employee pharmaCyMemorial Hospital - First Floor

The CAMC Employee Pharmacy is located at Memorial Hospital behind the main lobby.

Hours: Monday through Friday

7 a.m. to 5:30 p.m.

Phone: (304) 388-9547

PATI

ENT

AC

CES

S C

ENTE

R

ATM / Cashier

Gift Shop

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dental planDelta Dental of West Virginia administers the dental benefit plan. Delta Dental has three levels of providers; PPO, Premier and Non-participating. You will experience the lowest out-of-pocket costs if your dentist is in the PPO network. you can use your health care spending account to pay for out-of-pocket dental expenses.

Delta does not require ID cards for enrollees. You simply use your social security number and Group ID# 1022. New enrollees have a 90-day waiting period. Coverage for orthodontics for your dependents under age 19 will become effective after a one-year waiting period.

BeneFits and CoVered serViCes* in-ppo network** out-of-ppo network**

diagnostiC & preVentiVe BeneFits Oralexaminations,routinecleanings,X-rays, 100% 90% fluoride treatment, space maintainers, sealants

BasiC BeneFits Fillings,harmfulhabitappliances, 80% 70% occlusal adjustments

maJor BeneFits 50% 40% Crowns, inlays, onlays and cast restorations

endodontiCs 80% 70% Root canals

periodontiCs 80% 70% Gum treatment

oral sUrgery Incisions,excisions,surgicalremovaloftooth 80% 70% including simple extractions, additional general anesthesia (wisdom teeth are an exception, see below)

prosthodontiCs 50% 40% Bridges, dentures, implant abutments

orthodontiC BeneFit 50% 40% Children only to age 19

orthodontiC maXimUm $ 1,500 Lifetime $ 1,000 Lifetime

additional BeneFits and CamC Clinic providers delta dental ppo non-participating CoVered serViCes* and premier providers providers

implant BeneFit*** 50% 0% 0%

implant maXimUm $1,000 N/A N/A per person per contract year

impaCtions and eXtraCtion 80% 60% 0% oF Wisdom teeth

2011 dental premiUm per pay periodEmployee Only $11.50Employee + child(ren) $19.00Employee + spouse $20.00Family $26.50

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health Care spending aCCoUntHealth care spending account dollars can be used to pay for out-of-pocket medical expenses, such as co-pays, deductibles, prescription drugs, dental, orthodontia, eyeglasses and contact lenses. A complete list of eligible expenses can be found at mycafeteriaplan.com.

important Change For 2011. As part of the health Care reform legislation, non-prescription, over-the-counter medications will no longer be considered eligible expenses. This means you will no longer receive reimbursement for the expenses, nor can you use your Benny Card to purchase over-the-counter medications without a prescription. non-medicine over-the-counter items, such as bandages and saline solution will remain eligible expenses. If you typically use your health care spending account to purchase over-the-counter medications, you will want to reconsider the amount you elect in 2011. to assist you with estimating your 2011 expenses, we have included a worksheet on page 18 of this booklet.

FleXiBle spending aCCoUnts

dependent day Care spending aCCoUntThe dependent day care spending account can be used for out-of-pocket expenses related to child care or elder care services for your dependents. Dependent day care spending account annual contributions range from $24 to $5,000 ($2,500 for employees who are married but file separately).

employer ContriBUtionAs an added incentive, your employer provides an additional contribution to the account of your choice. See enrollment tips below for contribution amounts.

important things to Consider BeFore enrolling in FleXiBle spending aCCoUnts:• plan carefully. Any money left in the account after Dec. 31, 2011 will be forfeited. You will have until March 31, 2012 to submit receipts incurred in calendar year 2011.

• Spendingaccountsdonotrollover.Youmust re-elect this benefit each year.

• keep all receipts. According to the IRS, documentation must be provided when additional claim verification is needed.

Below are examples of non-prescription over the counter medications that will no longer be covered in 2011:

•Acidcontrollers •Digestiveaids•Allergyandsinus •Feminineantifungal/itch•Cough,coldandflu •Hemorrhoidpreparations•Anti-diarrheas •Laxatives•Anti-gas •Motionsicknessremedies•Anti-itchandinsectbite •Anti-parasitictreatment•Painrelief •Respiratorytreatments•Babyrashointments/cream •Coldsoreremedies•Sleepaidsandsedatives •Stomachremedies

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example for company contribution:

If you want your total account to be $2,500

Select: hC $400 Per year box: Enter $2,340

By selecting the hC $400 plan, the $160 employer contribution will automatically be added to your contribution ($2,340 + $160 = $2,500).

plan options in lawson your annual employer annual self service Contribution Contribution total account Value

health Care spending account options:

HC $100 (includes $76 Match) $24 $76 $100

HC $200 (includes $104 Match) $96 $104 $200

HC $400 (includes $160 Match) $240 - $4,840 $160 $400 - $5,000

HC Spending - NO Company Match $24 - $5,000 $0 $24 - $5,000

dependent day Care spending account options:

Dependent Day Care with Match $24 - $4,840 $76 - $160 $24 - $5,000

Dependent Day Care - NO Match* $24 - $5,000 $0 $24 - $5,000

*To be used only when you are designating your health care spending account to receive the employer contribution

enrollment tips:You will have the option to choose from the plans listed in the chart below. Once you select a plan, you will be prompted to enter your annual contribution amount. The employer contribution should not be included in the amount you enter in the per year box.

FleXiBle spending aCCoUnts Cont.

The chart below illustrates your plan options as listed in Lawson Self Service:

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Short-term disability (STD) insurance is designed to pay a benefit to you in the event you cannot work because of a covered illness or injury. This benefit replaces a portion of your income, thus helping you to meet your financial commitments in a time of need. STD is fully insured and administered by Standard Insurance Company.

BeneFit amoUnt:n60%ofyourbaseearnings.Availabletoalleligible employees.

n75%ofyourbaseearnings.Availabletoemployeeswho became benefit eligible prior to Oct. 1, 2006.

elimination period: Five days at eight hours per day or 40 working hours.

BeneFit period: If you become disabled, benefits may continue during disability up to 90 days. If you are eligible to receive benefits under the long-term disability (LTD) plan, short-term disability benefits may continue during disability up to 90 days, minus the length of the benefit waiting period. Your weekly benefit is based on your employment status, i.e. full-time and pro-rata 5 through 9. Plan minimum weekly benefit: $15 Plan maximum weekly benefit: $2,350

eFFeCtiVe date: Your STD benefit will become effective the first of the month following one year of employment in a benefit eligible status. You must be actively working on the effective date of coverage in order to receive this benefit; otherwise, your benefit will be effective when you return to work. your confirmation

short-term disaBility BeneFits (std)

will show your effective date as 1/1/2011; however, if you are still in a waiting period your actual effective date will be the first of the month following the one-year wait period.

Filing a Claim: STD pay will come directly from Standard Insurance Company and will commence within one week of receipt of all medical documentation from the treating physician. It is the employee’s responsibility to provide Standard Insurance Company with all required information in order to receive short-term disability benefits. Information regarding submission of claims can be found on the benefits website located on CAMnet. effective Feb. 1, 2011, claims will be filed directly with Standard Insurance Company. Employees simply need to call 1-800-368-2859 to start the claim process.

late enrollment penalty: Effective Jan.1, 2011, Standard Insurance Company will apply a late enrollment penalty to individuals who elect short-term disability for the first time during an annual enrollment period; however, because this is new to our plan, Standard Insurance Company will waive the penalty for employees electing this benefit for the first time during the 2010 annual enrollment period. For employees who enroll for the first time after the 2010 open enrollment period, a penalty of a 60-day wait period will apply to claims filed within the first 12 months from the effective date of coverage. Any claims filed as a result of accidental injury are excluded from this penalty. After one year of continuous coverage under the plan, the late enrollment penalty will be lifted as long as you remain enrolled.

long-term disaBility BeneFits (ltd)Long-term disability is fully insured and administered by Standard Insurance Company. For new enrollees this coverage is subject to Evidence of Good Health. For applications approved by Standard, coverage is effective upon approval and after completion of one year in a benefit eligible position.

BeneFit amoUnt:60%ofyourbaseearnings.elimination period: 90 consecutive calendar days of total disability.

BeneFit period: LTD benefits continue as long as you remain totally disabled from any occupation up to age 65 or older if certain guidelines are met. It is the employee’s responsibility to provide Standard Insurance Company with all required information in order to receive LTD benefits.

Coordination oF CoVerage: LTD income is coordinated with other income including Social Security disability.

If you are approved for LTD, you may continue your benefits for up to 12 months, provided you continue to make the required monthly contributions. At the end of 12 months, employment will be terminated and COBRA coverage for benefits will be offered. COBRA benefits include health, pharmacy and dental.

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Life insurance gives you the opportunity to protect your family’s dreams, ambitions and finances should an unexpected death occur. The employee and dependent life insurance plans are fully insured and administered by Standard Insurance Company. Your employer provides all eligible employees term life insurance at one times their annual salary (up to $50,000) at no cost to the employee. Employees may choose to elect additional coverage for themselves and their family members.

sUpplemental term liFe insUranCeEmployees may purchase additional coverage of one, two, three or four times their annual salary (maximum of $600,000).

spoUse term liFe insUranCe Employees may purchase term life insurance on their spouse. Coverage amounts are $10,000, $20,000, $30,000 or $50,000.

Child term liFe insUranCe Employees may purchase term life insurance on their child(ren). Coverage amounts are $3,000, $5,000, $10,000, $15,000 or $20,000.

aCCidental death and dismemBerment Employees may purchase for themselves and their family in $10,000 increments up to a maximum of 10 times the employee’s annual salary (maximum $500,000).

eVidenCe oF good healthEvidence of Good Health is information about your health from which Standard Insurance Company can determine if coverage or increases in coverage will be approved. When is evidence of good health required?

in regard to your term life coverage, evidence of good health is required when:1. You are enrolling in any amount for the first time during annual enrollment.

2. Your life insurance coverage exceeds $450,000.

3. You elect to increase coverage for yourself by more than one level.

liFe insUranCein regard to spouse term life, evidence of good health is required when:1. You are enrolling in any amount for the first time during annual enrollment.

2. You elect to cover your spouse at the $50,000 level.

3. You elect to increase coverage for your spouse by more than one level.

If you are required to provide Evidence of Good Health, Standard Insurance Company will notify you via mail once enrollment has ended. If you do not complete the form, your amount of life insurance will increase, but only up to the amount for which you were eligible without having to provide Evidence of Good Health.

medeX traVel assistanCe – neW BeneFitYour life insurance benefit includes MEDEX Travel Assist. This value added benefit provides an additional sense of security for you and your family any time you are traveling more than 100 miles from home. MEDEX can assist you with medical care situations and other emergencies that may arise during travel. You and your family receive a full range of medical, legal and travel assistance services from MEDEX Assistance Corporation. Wherever your travels may take you, MEDEX Travel Assist provides security 24-hours a day, every day of the year at 1-800-527-0218.

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The Horizon Health Employee Assistance Program (EAP) offers support, guidance and resources that can help you resolve personal issues and meet life’s challenges. This service is provided at no cost to you by your employer in connection with your Group Basic Life Coverage from Standard Life Insurance Company.

the horiZon health eap Can help yoU With the FolloWing: n Alcohol and drug abuse

n Life improvement

n Difficulties in relationships

n Stress and anxiety with work or family

n Depression

n Personal achievement

n Emotional well-being

n Financial and legal concerns

n Grief and loss

n Identity theft and fraud resolution

available 24-hours a day to you and members of your household. you will receive up to six face-to-face counseling sessions per issue.

employee assistanCe program

Work liFe serViCes Work life services can save you countless hours by researching and providing referrals for important issues such as:

n Child care and elder care

n Education

n Adoption

n Pet care

n Daily living

n Travel

ConFidential adViCe Your calls and all counseling services are completely confidential. Information will be released only with your permission or as required by law.

hoW to ContaCtn Call 1-877-851-1631 or visit horizoncarelink.com

n Enter standard6 as the login ID (lowercase)

n Enter eap4u6

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pto Cash in

The annual PTO cash-in program is part of the company’s PTO program. Under the cash-in program, eligible employees on an annual basis may cash in a portion of the PTO time which will be accrued during the upcoming calendar year. The cash-in will be paid to participating employees at their base pay rate in effect at the time the payout occurs.

The criteria to participate in the cash-in program are as follows:

• Musthaveabalanceofatleast80PTOhourson Oct. 16, 2010.

• Mustnothavereceivedanyattendancedisciplines within one year prior to Oct. 16, 2010.

neW enrollment proCess For 2011! yoU Will noW make yoUr eleCtion in laWson selF serViCe as part oF the annUal enrollment proCess.

pUrChased paid time oFF (ppto)

Employees who are at max may make a conditional election; however, they must accrue the number of hours elected by the payout date the following year. The number of hours elected by each person will be set aside in a separate PTO plan to ensure that these hours are available for payout as elected. The 2011 payout is scheduled to be paid out on Oct. 7, 2011 as part of the employee’s regular paycheck.

pto Cash-in is an annual benefit that does not roll over. therefore, you must elect this benefit each year.

Each year during annual enrollment, eligible employees have the option to purchase additional time off through the Purchased Paid Time Off plan. Below are a few key points employees should keep in mind when electing to purchase additional days off:

n PPTO is a no-risk plan in which the employee pays 100%ofthepremium.Thismeansthateverydollar paid in will be paid out either when you use PPTO or when remaining balances are paid out to you at the end of the year.

n The premium is calculated on the number of hours electedandat102%ofyourbaserate.Thepremium is withheld over the first 24 pay periods of the year.

n If you terminate employment or change to a non- PPTO eligible status prior to the 24th pay period of the year and you have used more hours than you have paid into the plan, you will owe the difference between what you have paid into the plan and the total you elected for the year.

ppto is an annual benefit that does not roll over. therefore, you must elect this benefit each year.

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Your Paid Time Off (PTO) plan is designed to recognize the diverse needs of employees in regards to time off from work. PTO is inclusive of hours for sick

days, vacation time, holidays, bereavement (beyond bereavement policy), doctor appointments and other personal time off from work.

2010 pto aCCrUal sChedUle

years of service days accrued per year hours per pay (26) 0-4 21 6.46 5-9 26 8.00 10-14 28 8.62 15-19 29 8.92 20+ 30 9.23

years of service days accrued per year hours per pay (26)

0-10 5 1.54 11+ 10 3.08

years of service days accrued per year hours per pay (26) 0-4 17 5.23 5-9 21 6.46 10-14 22 6.77 15-19 23 7.08 20+ 24 7.38

years of service days accrued per year hours per pay (26) 0-4 19 5.85 5-9 24 7.38 10-14 25 7.69 15-19 26 8.00 20+ 27 8.31

years of service days accrued per year hours per pay (26) 0-4 26 8.00 5-9 30 9.23 10-19 33 10.15 20+ 35 10.77

pto (paid time oFF)

regular

regular part-time; prorata 50-60-70%

prorata 80%

prorata 90%

managers (designated administrative employees-status 21)

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retirementDon’t fool yourself into thinking you can’t save for your future. The fact is, your workplace savings plan helps make it easy, convenient and affordable to accumulate the money you need for retirement. CAMC offers a retirement savings plan through Fidelity Investments and a stable value investment through MetLife. The MetLife product is accessible through Fidelity Investments. All benefit-eligible employees may participate in the retirement savings plan.

haVing troUBle getting started? here are some FaCts that Can help yoU oVerCome FiVe oF the most Common eXCUses.excuse #1: i don’t understand investing.You don’t need to be an expert to save for your future, you just need to know a few fundamentals. Fidelity can provide the guidance, education, tools and ongoing support you need to become comfortable with investing.

excuse #2: i can’t afford to save.You can’t afford not to save, especially when you realize what a big difference small contributions can make. Don’t underestimate how a small amount of money can grow over time, especially in a plan like yours. Any earnings on your savings are reinvested right into your account where they can produce additional earnings. The longer this “compounding” process continues, the better your chances to accumulate the money you need. You have the opportunity to save big, even if you have to start small. And even better, your employer helps you save more by making matching contributions to your account.

excuse #3: i have plenty of time.Being young is the perfect excuse to start saving in your plan, not to put it off. Thanks to the potential of compounded earnings, the money you save can multiply many times over in the years between now and retirement. In fact, if you start saving early in your plan and then stop, you could actually accumulate more for retirement than a coworker who starts later, saves longer, and puts more money in.

excuse #4: i worry about losing money.Fear of losing money is understandable, but not investing your money doesn’t give it a chance to grow. Your workplace savings plan offers a broad range of investment options with different risk and return characteristics – from conservative to aggressive.

excuse #5: i’ve waited too long. now it’s too late. Not when you consider how your money can grow. You enjoy an immediate advantage of pre-tax investing! It takes less of your take-home pay to save in your retirement savings plan than in an after-tax account. This is an important financial advantage you don’t want to miss. If you start now, you can make good progress. Don’t wait any longer!

action plan1. Overcome the excuses and move forward with your workplace savings.

2. Decide on an amount you can afford.

3. Get started today. You can enroll and/or change your contribution any time. Simply log on to NetBenefits at fidelity.com/atwork or call 1-800-343-0860.

For detailed information about the retirement savings plan, refer to your Summary Plan Description, also available on the benefits link on CAMnet.

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Medical doctors' fees

Annual physical examinations

Dental examinations

Eye examinations

Eyeglasses

Contact lenses and solutions

Prescription drugs

X-rays

Lab fees

Hospital services

Chiropractors

Hearing aids

Surgery

Ambulance service

Dentures

Acupuncture

Orthodontics

TOTAL ESTIMATED ANNUAL EXPENSES

NUMBER OF PAY PERIODS

AMOUNT OF PAY PERIOD REDUCTION

MEDICAL EXPENSE REIMBURSEMENT

WORKSHEETThis worksheet will help you estimate your annual medical costs which will not be reimbursed by a health insurance plan.

This list is not intended to be comprehensive, but it contains some of the more common medical expenses.

List all costs incurred by you, your spouse or qualified dependent that will not be reimbursed with other coverage.

QualifyingExpense

Phone: (937) 865-6543 E-mail: customer_service@mycafeteriaplan.com

myCafeteriaPlan

432 E Pearl Street, Miamisburg, OH 45342

Estimated Annual Expense

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2011 BeneFit Cost WorksheetAnnual salary calculation : _____________ X ____________ = _______________ hourly rate status hours annual salary

status hours: full-time =2080; pro-rata 9=1872; pro rata 8=1664; pro rata 7=1456; pro-rata 6=1248 pro rata 5 and part-time regular=1040

90/10 medical plan 80/20 medical plan

$54.50 90/10 Plan Employee $36.00 80/20 Plan Employee $103.00 90/10 Plan Employee + Child(ren) $66.00 80/20 Plan Employee + Child(ren) $114.00 *90/10 Plan Employee + Spouse $79.50 *80/20 Plan Employee + Spouse $150.00 *90/10 Plan Family $92.00 *80/20 Plan Family

*Working spouse surcharge (applies to employee +spouse and Family plans) $50.00 Apply the surcharge if applicable. See page 5

prescription drug plan $16.50 Employee $33.00 Employee + Spouse $33.00 Employee + Child(ren) $37.50 Family

dental plan $11.50 Employee $20.00 Employee + Spouse $19.00 Employee + Child(ren) $26.50 Family

purchased paid time off (ppto) 1.02 x hourly rate x number of hours purchased ÷ 24

short-term disability 60% plan - Annual salary x .0053 = _________ ÷ 24 pay periods 75% plan* - Annual salary x .0080 = _________ ÷ 24 pay periods

*(MusthavebeenhiredpriortoOct.1,2006tobeeligiblefor75%)

long-term disability Annual salary x .003 = _______ ÷ 24 pay periods

health Care spending account Annual Contribution ÷ 24 pay periods

dependent day Care spending account Annual Contribution ÷ 24 pay periods

employee term life insurance you may purchase additional life insurance in the amount of 1, 2, 3 or 4 times your annual salary.

Annual Salary x _________ = _________ round up_______÷ 1,000 x\________ = ________ (1, 2, 3 or 4) (next $1,000) (age bracket cost)

Cost by age Bracket 29 under .02 45 – 49 .085 30 – 34 .025 50 – 54 .140 35 – 39 .035 55 – 59 .215 40 – 44 .055 60 – 65 .265

spouse term life insurance $0.40 ($10,000) $0.80 ($20,000) $1.20 ($30,000) $2.00 ($50,000)

Child term life insurance $0.29 ($3,000) $0.50 ($5,000) $1.00 ($10,000) $1.50 ($15,000) $2.00 ($20,000)

accidental death & dismemberment effective First of month Following 30 days of employment $0.13 per $10,000 – Employee Only Desired coverage ÷ 10,000 x .13 = $0.20 per $10,000 – Family Desired coverage ÷ 10,000 x .20 =

total BeneFit Cost per pay period:

my Cost

$ ________________

$ ________________

$ ________________

$ ________________

$ ________________

$ ________________

$ ________________$ ________________$ ________________

$ ________________

$ ________________

$ ________________

$ ________________

$ ____________

this worksheet is for calculation purposes only. to make benefit elections, you must enroll through lawson self service between nov. 8 and dec. 10, 2010.

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For all other benefit related questions, please contact your human resources associate or the benefits department directly.

Benefits Department ............................................................. (304) 388-7555

Human Resources - General Hospital .................................. (304) 388-7638

Human Resources - Memorial Hospital .............................. (304) 388-5400

Human Resources - Women and Children’s Hospital ....... (304) 388-2287

Human Resources - Teays Valley Hospital ........................... (304) 757-1891

This booklet is a summary of the benefit plans effective Jan. 1, 2011 and does not cover all provisions, limitations and exclusions. Your summary plan descriptions (SPDs), summaries of material modifications (SMMs) and summary of benefits insert (SOBI) for each plan can be found on the benefits website. In addition, you can access forms, links to providers, and other important details related to your benefit portfolio. From CAMnet, click on the Benefit Link.

important ContaCt inFormation

plan administrator phone nUmBer WeB address

medical plan 24-Hour Nurse Line Mountain State Blue 1-800-344-5123 msbcbs.com Wellness Cross Blue Shield mybenefitshome.com Disease Management

davis Vision discount Davis Vision Network 1-877-923-2847 davisvision.com (Code 7859)

prescription drug plan CIGNA 1-800-244-6224 mycigna.com

dental Delta Dental 1-800-932-0783 deltadentalins.com (Group 1022)

short-term disability and Standard Insurance Company 1-800-368-2859 standard.com long-term disability

employee assistance Horizon 1-877-851-1631 horizoncarelink.com program login: standard6 password: eap4u6

term life insurance Standard Insurance Company Claims: 1-800-628-8600 Conversion/Portability: 1-800-378-4668 standard.com Medical Evidence: 1-800-843-7979 Med Ex Travel Assist: 1-800-527-0218

Flexible spending accounts MyCafeteriaPlan 1-800-865-6543 mycafeteriaplan.com

401k/retirement Fidelity 1-800-343-0860 fidelity.com/atwork

CoBra Business Plans, Inc 1-800-865-4485 mycobraplan.com