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Annual Open Enrollment: Nov. 1–15, 2017 :: 1

YOUR BENEFITS. YOUR WELL-BEING.YOUR CHOICE.

insideWhat’s Changing :: How to Enroll ::

Open Enrollment Checklist :: 2018 Employee Rates

SAVE THE DATE: ANNUAL ENROLLMENT IS

NOV. 1–NOV. 15, 2017

Please note: This communication is intended to provide you with highlights of our benefits program. It is not intended to address all details. Actual benefit coverage is specified in the Plan Documents. In the event of any differences between this communication and the Plan Documents, the Plan Documents will govern. The benefits described in this communication are for non-union employees. Benefits for union-represented employees are subject to collective bargaining and may differ from the benefits described in this communication. Premiums for union-represented employees who participate in these plans may also be different.


Open Enrollment is your annual opportunity to enroll in coverage, and to confirm and/or change your current elections to ensure they are in line with your needs and those of your family. Remember, the elections you make during Open Enrollment will stay in effect for the entire plan year, unless you experience a qualified life event during the year (e.g., marriage, divorce, birth or

adoption of a child, etc.).

ACTION IS REQUIRED!You must enroll to have benefits in 2018. Your current elections

will not roll over, with the exception of your current short-term

and long-term disability (STD and LTD), supplemental life and

voluntary benefits. If you do not go through Open Enrollment,

you will not have medical (including health savings account),

prescription, dental, vision or flexible spending account (FSA)

coverage in 2018.

As part of our ongoing efforts to control the cost of our insurance

plans, we ask all employees to review their dependents enrolled

in our plans and ensure they meet the eligibility requirements.

An upcoming Dependent Verification Audit will be conducted

to ensure that only qualifying dependents are enrolled in tronc’s

benefit plans. Dependent eligibility includes: Spouse or domestic

partner, unmarried children up to age 26 and children of any

age who are disabled. This includes your children, your spouse

or domestic partner’s children, children covered by a Qualified

Medical Child Support Order (QMSCO), and children in your

guardianship.

Our benefits come at different costs both from your paycheck and

when you receive health care services. Health care costs are on the

rise and, because tronc’s medical plans are primarily self-insured,

we bear the risk of any unexpected increase in claim volume. In

other words, you pay your premium out of your paycheck, as well

as any required deductibles and coinsurance out of pocket, and we

pay the rest. So when claim volume is high, the company pays an

increased share of total health care costs.

Because of this risk and the volatility of health care costs, we want

to remind you that while the cost of health care coverage will rise

across the industry in 2018, tronc continues to share in that cost,

the increases in cost year over year and the risk of unanticipated

claims.

As a reminder, the benefits described in this communication are for

non-union employees. Benefits for union-represented employees

are subject to collective bargaining and may differ from the

benefits described in this communication. Premiums for union-

represented employees who participate in these plans may also be

different.

OUR PHILOSOPHYtronc is committed to providing comprehensive, competitive

coverage with an array of benefits that touch on each aspect of

your well-being. We call these our four pillars: Physical, Financial,

Work-Life and Social.

You will see icons representing each pillar as you read through this

newsletter and other communications during Open Enrollment

and throughout the year.

DON’T FORGET TO ENROLL

NOV. 1–15, 2017

PHYSICAL FINANCIAL WORK-LIFE SOCIAL


PHYSICALMedical Plan Changes

We have made a few key changes to two of our medical plans.

• Good news! The individual/family deductibles and out-of-

pocket maximums for our Premier HSA medical plan have

decreased.

• The individual/family deductibles and out-of-pocket maximums

for our Signature PPO medical plan have increased. We

anticipate eliminating this plan in 2019.

• We have added a new tier for specialty medications within the

Signature PPO plan.

With the reduced deductible in the Premier HSA Plan, the

company contribution to the HSA eliminates the difference

between the deductible in the Signature PPO Plan and the

deductible in the Premier HSA Plan.

FINANCIALRate Tier Changes

We have transitioned to a four-tier contribution model to help

balance costs and keep pricing fair for everyone. This new four-

tier structure means that we are able to eliminate the spousal

surcharge. The four tiers will be:

• Employee

• Employee + Spouse

• Employee + Child(ren)

• Family

Please note that you may cover more than one of your

children under the third tier (Employee + Child).

Vanguard 529 Plan

We’re excited to introduce the 529 Plan through Vanguard for

2018! If you’re like most parents, you’re happy to send your child to

college but not so happy about the cost. You now have a valuable

new employee benefit that can help you pay the bill. You can invest

regularly in The Vanguard® 529 College Savings Plan, a

tax-advantaged plan* managed by Vanguard and sponsored by the

state of Nevada. Investing through The Vanguard 529 Plan is easy.

You simply decide how much you’d like to save, and then your

regular contributions are automatically deposited into your 529

plan account. You can open your Vanguard 529 Plan account with

as little as $50, provided you enroll online and contribute to your

account through automatic bank withdrawals.

To learn more, call a Vanguard education specialist at 866-734-

4533. Stay tuned for details about how to enroll in December.

Short-Term Disability (STD) Update

If you elect one of the buy-up STD plans, you are no longer subject

to a weekly maximum benefit. Remember, the Buy-Up STD option

is paid for by you. You can elect a higher level of coverage or “buy

up” from the company-provided STD plan. If you purchase this

coverage, become disabled and remain disabled through the

elimination period, you will receive either 60 or 80 percent of

your weekly earnings after the fourth week of disability, less other

deductible sources of income, such as state-mandated benefits

and sick pay.

WORK-LIFE Benefit Tools & Resources

Our benefits microsite, www.troncwellbeing.com, is live and

available to you and your family. This site will help you easily access

your benefits information all in one place. You can use this tool

24/7 from any computer or smartphone—no login required to

access a variety of helpful resources, including the Benefits Guide,

Summary Plan Descriptions, Summaries of Benefits and Coverage,

insurance carrier websites and contact information, and more.

In addition, you may turn to the Benefits Service Center for

questions on your current or future benefits at 844-54-tronc

(844-548-7662) from 9 a.m. to 7 p.m. CT.

*The availability of tax or other benefits may be contingent on meeting certainrequirements.

WHAT’S NEW FOR 2018


CONSIDER AN HSA PLANAs you evaluate your medical plan options for 2018, consider

an HSA plan. tronc offers three different HSA plans: Basic,

Premium and Premier. As their names suggest, all three HSA

plans feature a health savings account (HSA). An HSA is a

good way to save for health care expenses while reducing your

taxable income.

If you enroll in an HSA plan and open an account, you will

receive a company contribution at the beginning of the plan

year to get you started on saving. The contribution is $500 for

employee-only coverage and $1,000 for all other tiers and is

intended to partially offset the higher deductibles in the HSA

plans. And now, with the reduced deductible in the Premier

HSA Plan, the company contribution to the HSA eliminates the

difference between the deductible in the Signature PPO Plan

and the deductible in the Premier HSA Plan. Each year, you

decide how much you want to contribute to your HSA account,

up to the annual IRS contribution limit of $3,450 for employee-

only coverage and $6,900 for all other coverage tiers. Your

HSA contributions will then be deducted from your paycheck

and deposited, along with tronc’s contribution, in your account.

You’ll also receive a debit card (and checks, if you wish),

which you can use at the point of purchase to pay for eligible

health care expenses including your deductible, copays and

coinsurance. And unlike a flexible spending account (FSA), your

HSA balance rolls over year to year and is yours to keep—even

if you leave the company.

Note: Once you’re over age 65 and enrolled in Medicare, you

can no longer contribute to an HSA; however, you can still use

the funds for out-of-pocket health care expenses.

CHOOSING A MEDICAL PLAN

Finally, the HSA offers three tax advantages:

1. HSA contributions are tax free. This means the

money comes out of your paycheck before income

tax is calculated. So, you get to keep a bigger

portion of your paycheck. (For example, if you make

$40,000 and contribute $3,000 to your HSA, you

will be taxed on $37,000.)

2. The money grows tax-free. You receive interest

on your account and can invest the HSA in mutual

funds once you reach a certain threshold. Any

interest or investment income is also tax free.

3. Withdrawals for health care expenses are

tax free. If you make withdrawals for qualified

health care expenses, you will not pay tax on the

withdrawal. If you use the money on non-eligible

expenses, you have to pay income tax on that

amount (plus a penalty if you are under age 65).


HSA IN ACTIONTo find out how the HSA plans might work in practice, consider the following scenarios. Please note that these examples are for illustrative

purposes only.

MEET SCOTTEmployee-only coverage. Healthy. Rarely sick.Scott exercises regularly, is a frequent runner, and has a healthy diet with lots of fruits and vegetables. Because Scott leads a healthy life, he rarely gets sick or has to visit a doctor. Let’s take a look at what his estimated costs would be under each medical plan option for in-network services.

2018 Scenario

Signature PPO Plan Premier HSA Plan

As of January 1, Scott’s employee-only deductible $1,000 $1,500

2018 employer contribution to Scott’s HSA* (A) N/A $500

One preventive care visit at $250 $0 (covered at 100%) $0 (covered at 100%)

One primary care physician office visit at $100 $25 (copay) $100 (toward deductible)

Four months of Tier 2 non-preventive prescription at $50 each $200 (in copays) $200 (toward deductible)

Total amount of Scott’s medical care responsibility (B) $225 $300

Amount of Scott’s responsibility covered by HSA** (C) N/A $300

Annual premium cost for employee-only coverage (D) $2,613.24 $1,942.92

Scott’s total annual out-of-pocket cost for his medical care and insurance premium*** (B – C + D)

$2,838.24 $1,942.92

Remaining HSA balance for Scott to use next year (A – C) N/A $200

*Scott’s annual HSA contribution is deposited beginning January 1, 2018. ** Scott chooses to use his HSA for his out-of-pocket costs now rather than saving it for future expenses. ***Assumes Scott is in the BCBS plan in a non-Florida state earning between $55,001 and $75,000 and is not contributing on his own to the HSA.

MEET AMANDA Family coverage for her husband and two children. Her son, Jack, needs care for a broken arm this year.Amanda and her husband, John, have two children (Jack and Anna) and make steady use of their health care benefits. Amanda goes to physical therapy and takes a preventive care maintenance medication that she buys at retail. This year, Jack will need care for a broken arm from a sports injury. Amanda estimates the children will need up to five office visits with their doctor during the year. Let’s take a look at what her families’ estimated costs would be under each medical plan option for in-network services.

2018 Scenario

Signature PPO Plan Premier HSA Plan

As of January 1, Amanda’s family deductible $2,000 $3,000

2018 employer contribution to Amanda’s HSA* (A) N/A $1,000

Two preventive care visits at $500 $0 (covered at 100%) $0 (covered at 100%)

Five primary care physician office visits for children at $100 $125 (in copays) $500 (toward deductible)

Eight specialist office visits for Amanda at $200 each $320 (in copays) $1,600 (toward deductible)

Twelve months Tier 1 preventive care prescription for Amanda at $30 each $120 (in copays) $360 (toward deductible)

Services for Jack’s broken arm at $2,500 $2,100 ($2,000 toward deductible and remaining $500 subject to 80%

coinsurance)

$932 ($540 toward deductible and remaining $1,960 subject to 80%

coinsurance)

Total amount of Amanda’s medical care responsibility (B) $2,665 $3,392

Amount of Amanda’s responsibility covered HSA** (C) N/A $1,000

Annual premium cost for family coverage (D) $9,207.36 $7,362.24

Amanda’s total annual out-of-pocket cost for family medical care at end of year*** (B – C + D)

$11,872.36 $9,754.24

Remaining HSA balance for Amanda to use next year (A - C) N/A $0

*Amanda’s annual HSA contribution is deposited beginning January 1, 2018. **Amanda chooses to use her HSA for her out-of-pocket costs now rather than saving it for future expenses. **Assumes Amanda is in the BCBS plan in a non-Florida state earning between $55,001 and $75,000 and is not contributing on her own to the HSA.


Log in to www.troncbenefits.com beginning November 1. If you are logging in for the first time, you must create a new account. If you have forgotten your login information, click on “Did you forget your User ID or Password?” and enter the required information.

Be sure to submit your elections by November 15 and print the Confirmation Statement for your records.

You can also call the tronc Benefits Service Center at 844-54-TRONC (844-548-7662) from 9 a.m. to 7 p.m. CT to make your elections over the phone.

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Like last year, you will be able to enroll in your benefits via Empyrean, our online enrollment platform. Follow the instructions below to enroll in your benefits from November 1 through November 15.

This is an active enrollment, meaning you are required to take action in order to have benefits in 2018.

HOW TO ENROLL

CHANGES YOU MAKE DURING OPEN ENROLLMENT WILL REMAIN IN EFFECT FOR THE FULL PLAN YEAR, UNLESS YOU EXPERIENCE A QUALIFIED LIFE EVENT DURING THE YEAR.

IMPORTANT


Review this newsletter, which contains important information on changes we’re making to our benefits program.

Be on the lookout for more information, tools and resources beginning in October, including benefit videos, the 2018 Benefits Guide and more.

Review your benefit options with your family. The 2018 Benefits Guide will be mailed to your home the week of October 23.

Review your current benefit elections. For an overview of your 2017 benefits, log into www.troncbenefits.com.

Enroll, confirm or make changes to your benefit elections by November 15. Remember, you must enroll to have benefits in 2018—your current benefits will not roll over, with the exception of your current short-term and long-term disability (STD and LTD), supplemental life and voluntary benefits.

Use this handy checklist as a guide to ensure you’re fully prepared for Open Enrollment:

YOUR OPEN ENROLLMENT CHECKLIST

FOR QUESTIONS ON YOUR CURRENT OR FUTURE BENEFITS, CONTACT THE TRONC BENEFITS SERVICE CENTER AT 844-54-TRONC (844-548-7662) FROM 9 A.M. TO 7 P.M. CT.

TO ACCESS THE BENEFIT GUIDE, PLAN SUMMARIES, VENDOR INFORMATION AND MORE, GO TO WWW.TRONCWELLBEING.COM.

QUESTIONS?


Following is a high-level comparison of your medical plan options for 2018.

Blue Cross® Blue Shield® (BCBS) (All Employees) & UnitedHealthcare (UHC) (Florida Residents Only)

Plan FeatureSignature PPO Plan Premier HSA Plan Premium HSA Plan Basic HSA Plan

In-NetworkOut-of-

NetworkIn-Network

Out-of-Network

In-NetworkOut-of-

NetworkIn-Network

Out-of-Network

Annual Deductible* Embedded Aggregate Embedded Embedded

�� Employee Only $1,000 $3,000 $1,500 $3,000 $2,850 $5,700 $6,550 $13,100

�� All Other Tiers $2,000 $6,000 $3,000 $6,000 $5,700 $11,400 $13,100 $26,200

Annual Out-of-Pocket Maximum

�� Employee Only $3,000 $6,000 $3,350 $6,000 $6,550 $13,100 $6,550 $13,100

�� All Other Tiers $6,000 $12,000 $6,700 $12,000 $13,100 $26,200 $13,100 $26,200

Company Contribution to Your Health Savings Account (HSA)

�� Employee Only N/A $500 $500 $500

�� All Other Tiers N/A $1,000 $1,000 $1,000

Services

�� Preventive CarePlan pays 100%, no

deductible

Plan pays 60%**

Plan pays 100%, no

deductible

Plan pays 60%**

Plan pays 100%, no

deductible

Plan pays 60%**

Plan pays 100%, no

deductible

Plan pays 100% after deductible

�� Primary Care Physician Office Visit

$25 copayPlan pays

60%**Plan pays

80%**Plan pays

60%**Plan pays

80%**Plan pays

60%**Plan pays 100%**

�� Specialist Office Visit

$40 copayPlan pays

60%**Plan pays

80%**Plan pays

60%**Plan pays

80%**Plan pays

60%**Plan pays 100%**

�� Emergency Room Visit (copay waived if admitted)

$150 copayPlan pays

80%**Plan pays

60%**Plan pays

80%**Plan pays

60%**Plan pays 100%**

�� Inpatient Hospital Stay

Plan pays 80%**

Plan pays 60%**

Plan pays 80%**

Plan pays 60%**

Plan pays 80%**

Plan pays 60%**

Plan pays 100%**

Prescription Drugs (Tier 1/Tier 2/Tier 3/Tier 4***)

�� Retail (up to a 30-day supply)

$10 copay/70% (min. $25,

max. $50)/55% (min. $40, max. $80)/N/A

$10 copay/70% (min. $25,

max. $50)/55% (min. $40,

max. $80)

Plan pays 80% AFTER deductible Plan pays 80% AFTER deductiblePlan pays 100% AFTER

deductible

��Mail Order (up to a 90-day supply)

$25 copay/70% (min.

$62.50, max. $125)/

55% (min. $100, max.

$200)/$125 copay

Not covered Plan pays

80% AFTER deductible

Not coveredPlan pays


Not coveredPlan pays


Not covered

*See “Aggregate vs. Embedded” on page 10 for details.

**After deductible

***In general, the higher the tier of drugs, the higher the cost. Tier 4 drugs are considered specialty drugs. Specialty drugs are limited to a 30-day supply and are

filled through mail order

TRONC 2018

MEDICAL PLANS


Please note that out-of-network coverage is unavailable for routine care under any of the Kaiser plans. In order to receive coverage for routine or planned care, Kaiser medical plan members must receive health care services that are in-network. Under all of the Kaiser plans, members are covered for out-of-network emergency and urgent care services anywhere in the world.

Kaiser Permanente (California Residents Only)

Plan FeaturePremier HSA Plan Premium HSA Plan Basic HSA Plan

Traditional HMO Plan

Signature HMO Plan

In-Network In-Network In-Network In-Network In-Network

Annual Deductible* Embedded Embedded Embedded Embedded Embedded

�� Employee Only $1,500 $2,850 $6,550 $0 $1,000

�� All Other Tiers $3,000 $5,700 $13,100 $0 $2,000


�� Employee Only $3,350 $6,550 $6,550 $500 $3,000

�� All Other Tiers $6,700 $13,100 $13,100 $1,000 $6,000


�� Employee only $500 $500 $500 N/A N/A

�� All other tiers $1,000 $1,000 $1,000 N/A N/A

Services

�� Preventive CarePlan pays 100%,

no deductiblePlan pays 100%,

no deductiblePlan pays 100%,

no deductiblePlan pays 100%

Plan pays 100%, no deductible


Plan pays 80%** Plan pays 80%** Plan pays 100%** $15 copay $25 copay






Plan pays 80%** Plan pays 80%** Plan pays 100%** $125 copayPlan pays 80% after

deductible

Prescription Drugs (Tier 1/Tier 2/Tier 3/Tier 4***)


Plan pays 80% AFTER deductible



$5/$10 copay$10 copay/30% (max. $50)

/30% (max. $50)/$125





$10/$20 copay$20 copay/30% (max. $50)

/30% (max. $50)/$250

*See “Aggregate vs. Embedded” on page 10 for details.

**After deductible

***In general, the higher the tier of drugs, the higher the cost. Tier 4 drugs are considered specialty drugs.

TRONC 2018

MEDICAL PLANS


Please note that out-of-network coverage is unavailable for routine care under any of the Kaiser plans. In order to receive coverage for routine or planned care, Kaiser medical plan members must receive health care services that are in-network. Under all of the Kaiser plans, members are covered for out-of-network emergency and urgent care services anywhere in the world.

Kaiser Permanente (Mid-Atlantic Residents Only)

Plan FeaturePremier HSA Plan Premium HSA Plan Basic HSA Plan Signature HMO Plan

In-Network In-Network In-Network In-Network

Annual Deductible Aggregate Embedded Embedded Embedded

�� Employee Only $1,500 $2,850 $6,550 $1,000

�� All Other Tiers $3,000 $5,700 $13,100 $2,000


�� Employee Only $3,350 $6,550 $6,550 $3,000

�� All Other Tiers $6,700 $13,100 $13,100 $6,000


�� Employee Only $500 $500 $500 N/A

�� All Other Tiers $1,000 $1,000 $1,000 N/A

Services

�� Preventive Care Plan pays 100%, no deductible Plan pays 100%, no deductible Plan pays 100%, no deductible Plan pays 100%, no deductible


Plan pays 80%* Plan pays 80%* Plan pays 100%* $25 copay






Plan pays 80%* Plan pays 80%* Plan pays 100%* Plan pays 80% after deductible

Prescription Drugs (Tier 1/Tier 2/Tier 3/Tier 4**)


Plan pays 80%* Plan pays 80%* Plan pays 100%*$10 copay/30% (max. $50)/

45% (max. $80)/$125


Plan pays 80%* Plan pays 80%* Plan pays 100%*$25 copay/30% (max. $125)/

45% (max. $200)/$250

*After deductible

**In general, the higher the tier of drugs, the higher the cost. Tier 4 drugs are considered specialty drugs.

AGGREGATE VS. EMBEDDED DEDUCTIBLEAggregate: If you are enrolled in the BCBSIL, UHC or the Kaiser (Mid-

Atlantic) Premier HSA Plans and cover any family members in addition

to yourself, you must meet the entire family deductible before benefits

begin to pay out for any family member. Similarly, you must meet the

entire family out-of-pocket maximum before the plan pays in full for any

family member.

Embedded: If you are enrolled in the Signature PPO, Premium HSA,

Basic HSA, Signature HMO, Traditional HMO or the Kaiser Premier

HSA Plan (California Only) and cover any family members in addition to

yourself, benefits begin to be paid once one family member meets the

employee-only deductible. Similarly, once one family member meets the

employee-only out-of-pocket maximum, the plan pays covered benefits

in full for that individual. For participants enrolled in family coverage

in the Kaiser Premier HSA Plan (California Only), each member in the

family has an individual deductible of $2,600 and the family deductible

is $3,000. Kaiser Premier HSA Plan (California Only) participants

enrolled in employee-only coverage have a deductible of $1,500.

TRONC 2018

MEDICAL PLANS


EMPLOYEE BIWEEKLY MEDICAL RATES: Blue Cross Blue Shield

$0-$35K $35,001-$55K $55,001-$75K $75,001-$200K $200K+

Signature PPO EEEE + SpouseEE + Child(ren)Family

$91.16$211.04$190.95$321.21

$95.72$222.71$201.50$337.27

$100.51$233.69$211.44$354.13

$105.53$245.09$221.75$371.84

$110.81$255.19$230.89$390.42

Premier HSA EEEE + SpouseEE + Child(ren)Family

$67.78$165.87$150.08$256.83

$71.16$183.52$166.04$269.68

$74.73$192.34$174.02$283.16

$78.47$199.29$180.31$297.33

$82.38$209.25$189.32$312.19

Premium HSA EEEE + SpouseEE + Child(ren)Family

$32.66$100.45$90.88

$154.88

$34.30$105.47$95.42

$162.62

$36.01$107.80$97.54

$170.75

$37.81$116.28$105.20$179.29

$39.71$122.09$110.46$188.25

Basic HSAEEEE + SpouseEE + Child(ren)Family

$25.14$80.51$72.84

$131.55

$26.40$85.15$77.04

$138.12

$27.72$91.22$82.53

$145.03

$29.11$97.71$88.40

$152.28

$30.57$106.92$96.74

$159.90

TRONC 2018 EMPLOYEE

RATESYou will pay the following rates for benefits coverage in 2018.


EMPLOYEE BIWEEKLY MEDICAL RATES: Blue Cross Blue Shield (Florida Only)

$0-$35K $35,001-$55K $55,001-$75K $75,001-$200K $200K+

Signature PPO EEEE + SpouseEE + Child(ren)Family

$107.38$241.51$218.51$367.80

$111.94$256.57$232.14$383.82

$116.72$263.17$238.11$400.66

$121.75$275.52$249.28$418.33

$127.02$299.41$270.90$436.89


$82.74$199.43$180.44$293.44

$86.13$206.36$186.71$305.96

$89.69$215.17$194.68$319.10

$93.42$224.42$203.05$332.90

$97.35$234.13$211.84$347.38


$46.31$127.15$115.04$192.89

$47.94$132.11$119.53$200.55

$49.66$137.33$124.25$208.59

$51.46$142.80$129.20$217.03

$53.34$148.55$134.40$225.89


$37.82$108.85$98.48

$166.27

$39.07$113.00$102.23$172.73

$40.40$117.35$106.17$179.51

$41.78$121.92$110.30$186.64

$43.24$126.71$114.64$194.11

EMPLOYEE BIWEEKLY MEDICAL RATES: UnitedHealthcare (Florida Only)

$0-$35K $35,001-$55K $55,001-$75K $75,001-$200K $200K+

Signature PPO EEEE + Spouse EE + Child(ren)Family

$91.16$211.04$190.95$321.21

$95.72$222.71$201.50$337.27

$100.51$233.69$211.44$354.13

$105.53$245.09$221.75$371.84

$110.81$255.19$230.89$390.42


$67.78$165.87$150.08$256.83

$71.16$183.52$166.04$269.68

$74.73$192.34$174.02$283.16

$78.47$199.29$180.31$297.33

$82.38$209.25$189.32$312.19


$32.66$100.45$90.88

$154.88

$34.30$105.47$95.42

$162.62

$36.01$107.80$97.54

$170.75

$37.81$116.28$105.20$179.29

$39.71$122.09$110.46$188.25


$25.14$80.51$72.84

$131.55

$26.40$85.15$77.04

$138.12

$27.72$91.22$82.53

$145.03

$29.11$97.71$88.40

$152.28

$30.57$106.92$96.74

$159.90


EMPLOYEE BIWEEKLY MEDICAL RATES: Kaiser (California)

$0-$35K $35,001-$55K $55,001-$75K $75,001-$200K $200K+

Traditional HMO EEEE + SpouseEE + Child(ren)Family

$78.96$203.55$184.17$303.29

$82.91$213.73$193.37$318.46

$87.06$224.42$203.04$334.38

$91.41$235.64$213.19$351.10

$95.98$247.42$223.85$368.65

Signature HMO EEEE + SpouseEE + Child(ren)Family

$39.97$121.28$109.73$185.18

$41.97$127.34$115.21$194.44

$44.07$133.71$120.98$204.16

$46.27$140.40$127.03$214.37

$48.59$147.42$133.38$225.09


$33.13$106.66$97.51

$143.76

$34.80$112.00$102.39$150.94

$36.54$117.59$107.51$158.48

$38.36$123.47$112.88$166.41

$40.28$129.65$118.53$174.73

Premium HSAEEEE + SpouseEE + Child(ren)Family

$19.73$73.44$67.22$96.52

$20.72$77.11$70.58

$101.34

$21.76$80.97$74.12

$106.41

$22.84$85.02$77.82

$111.73

$23.99$89.27$81.71

$117.32

Basic HSA EEEE + SpouseEE + Child(ren)Family

$10.07$55.45$50.79$70.42

$10.57$58.23$53.33$73.94

$11.10$61.14$55.99$77.64

$11.66$64.19$58.79$81.52

$12.24$67.40$61.74$85.60

EMPLOYEE BIWEEKLY MEDICAL RATES: Kaiser (Mid-Atlantic: Virginia, Maryland and Washington DC)

$0-$35K $35,001-$55K $55,001-$75K $75,001-$200K $200K+

Signature HMO EEEE + SpouseEE + Child(ren)Family

$60.20$158.64$143.53$253.72

$63.21$166.56$150.70$264.19

$66.36$174.89$158.23$276.05

$69.69$183.65$166.15$288.51

$73.17$192.82$174.46$301.59


$34.38$113.03$103.18$187.02

$36.11$118.69$108.34$188.23

$37.91$124.62$113.75$195.09

$39.81$130.85$119.44$202.29

$41.80$137.39$125.41$209.86

Premium HSAEEEE + SpouseEE + Child(ren)Family

$17.60$71.67$65.50

$126.67

$18.48$75.25$68.78

$133.00

$19.41$79.01$72.21

$139.65

$20.38$82.96$75.83

$146.63

$21.40$87.11$79.62

$153.96

Basic HSA EEEE + SpouseEE + Child(ren)Family

$4.40$43.94$40.20$88.08

$4.62$46.13$42.21$92.48

$4.86$48.44$44.32$97.11

$5.09$50.86$46.54$101.96

$5.35$53.40$48.86$107.06


EMPLOYEE BIWEEKLY DENTAL RATES

Standard Plan Enhanced Plan

Employee Only $13.26 $14.72

EE + Spouse $26.53 $29.44

EE + Child(ren) $34.49 $38.28

Family $47.75 $52.99

EMPLOYEE BIWEEKLY VISION RATES

Standard Plan Enhanced Plan

Employee Only $2.27 $5.38

EE + Spouse $4.01 $9.51

EE + Child(ren) $4.76 $11.30

Family $6.85 $16.09

SUPPLEMENTAL EMPLOYEE AND SPOUSE MONTHLY LIFE INSURANCE RATES PER $1,000 OF COVERAGE

Employee’s Age Employee Spouse

Under 25 $0.038 $0.066

25-29 $0.046 $0.079

30-34 $0.059 $0.105

35-39 $0.066 $0.118

40-44 $0.073 $0.131

45-49 $0.109 $0.197

50-54 $0.167 $0.302

55-59 $0.313 $0.564

60-64 $0.480 $0.866

65-69 $0.924 $1.666

70+ $1.499 $2.703

Children

Per $1,000 $0.112

SUPPLEMENTAL MONTHLY AD&D RATES

Coverage Tier Rate Per $1K

Employee Only $0.022

Family $0.043

SUPPLEMENTAL MONTHLY STD RATES

Coverage Rate Per $10 of Weekly Benefit

60% Buy-Up $0.105

80% Buy-Up $0.126

SUPPLEMENTAL MONTHLY LTD RATES

Employee’s Age Rate Per $100 of Covered Monthly Earnings

Age 24 and under $0.109

25-29 $0.109

30-34 $0.109

35-39 $0.209

40-44 $0.318

45-49 $0.463

50-54 $0.671

55-59 $0.725

60-64 $0.689

65+ $0.906

Please note: This communication is intended to provide you with highlights of our benefits program. It is not intended to address all details. Actual benefit coverage is specified in the Plan Documents. In the event of any differences between this communication and the Plan

Documents, the Plan Documents will govern. The benefits described in this communication are for non-union employees. Benefits for union-represented employees are subject to collective bargaining and may differ from the benefits described in this communication. Premiums for

union-represented employees who participate in these plans may also be different.