INSIDE 2 3 11 Are you paying too much for health care? Changes for 2016 The list: Your TI benefits in one place TIBenefitsNews AUTUMN 2015 health benefits news for TIers and family VOL.9 NO. 1 Time for a checkup? Take control of your health and your health care costs See Page 2 Annual enrollment for 2016 benefits is Nov. 3-17 AUTUMN 2015 TI BENEFITS NEWS 1
2015 ANNUAL ENROLLMENT What you can do to take control Ben Carter VICE PRESIDENT, TI Compensation & Benefits 2016 premiums MONTHLY Premiums BCBS BCBS CIGNA HDHP * PPO Copay Employee- ONLY $37 $118 $178 FAMILY $150 $549 $765 MONTHLY INCREASE FROM 2015 Employeeonly $10 $30 $40 FAMILY $40 $125 $175 * Does not include TI annual contribution to HSA of $750 for employee-only coverage, and $1,250 for other levels of coverage. Since I assumed leadership of TI compensation and benefits a few years back, one thing has surprised me more than anything else: how much we as TIers spend on health care without researching our options or double-checking our bills. The average TIer spends more than $3,200 a year on health benefits. If you were going to spend that kind of money on a new television (yes, I m a big-tv guy), or a vacation, or even something like a new roof, you d probably do a bit of research, right? You d look for ways to pay less for the high-quality product or service you need. What if you could save money each year on health care and put those savings toward that big TV? Or vacation? Or roof? I m telling you, YOU CAN. There are real actions you can take to realize those savings. 1. Get your physical and age/gender-appropriate screenings each year. I know we re all busy. But the hour or two you take each year to see your doctor can help you stay in front of emerging health conditions. And it can save you money down the road for services you won t need if a condition is diagnosed early. The best part of all there is ZERO cost to you for preventive physicals and screenings. To get more information on the types of preventive care you can get at no cost to you, go to benefits.ti.com/prevention. 2. Get your flu shot each year. I don t like needles that much, but I ll take a $0-cost vaccination any day over paying $200 for a doctor visit and flu meds. And multiply that $200 by the number of dependents you have (your spouse and children)! Plus, starting in 2016, we ve made it even more convenient. In addition to the on-site flu shots TI provides at most locations, you and your covered dependents can get free flu shots at any network pharmacy, such as CVS, Walgreens or Target. 3. Take time to carefully review your medical bills. After you receive any medical service, you ll receive an explanation of benefits (EOB) from your insurance carrier (such as Blue Cross Blue Shield or Cigna). The EOB details the costs for the services you received, the amount the insurance plan covered and what you may still owe. I recommend you check these carefully, using these questions: n Did you receive all the services listed? n Are the charges accurate? For instance, if you received covered preventive care and got charged, you need to confirm with your doctor s office that the procedure was filed correctly. n Have you hit your annual deductible? Because of time lag in claims processing, you may have already hit your annual deductible by the time the charges were submitted for payment so you may have paid too much at the time of service. If this is the case, ask the provider (your doctor/specialist/hospital) to review your claim for potential refund. You should receive a check back from the provider for the amount you should not have paid. Discrepancies happen more often than you would expect, so take the time to review! 2 TI BENEFITS NEWS AUTUMN 2015
4. Compare cost/quality between doctors and various medical procedures. If you re in the High-Deductible Health Plan (HDHP), you re able to use a free smartphone app to compare cost and quality data on medical procedures. In the Dallas area, costs for an X-ray can vary from $20 to $288, with no difference in quality. And a standard MRI can range from $519 to $3,359. Wouldn t you rather get the same services with the same or better quality for half the price, and save that money for something you really want? To get started, go to mycastlight.com/ti, and download the app to your smartphone. 5. Sign up for the HDHP-HSA. Almost 75 percent of TIers are enrolled in the HDHP plan. Because of its structure, you become a true consumer of health care: n You re more in control of where you purchase your health care services. n You pay significantly lower premiums, so you only pay for the services you use. n You get access to high-quality doctor and hospital networks. n You get money from TI every year into your Health Savings Account (HSA) $750 to $1,250, based on your coverage level. n And all of those preventive services, such as flu shots and annual exams, are available to you at no cost as well. The average cost for an employee in the HDHP is about $2,400 a year compared with about $5,700 a year in the PPO and about $5,900 a year in the Cigna Copay Plan. If you re part of the 25 percent not in the HDHP, you can likely save a considerable amount of money by making the move. I encourage us all to be better, more informed consumers of health care. Health care costs continue to rise at an alarming pace. But if we each do our job, we collectively can play a role in slowing down these increases. Let s save some of the money we re currently spending on health care and spend it on the things we enjoy more. Take action with support from TI n Free on-site flu shots n Free preventive care n Annual physical n Other age/genderappropriate screenings n No coinsurance or copay, regardless of medical plan n Free blood pressure stations in many buildings n Fitness facilities in many locations 2016 changes in brief Support for your health n Better access to immunizations: In the Blue Cross Blue Shield HDHP & PPO, you ll now have better access to preventive care such as flu shots. Go to any network pharmacy (CVS, Walgreens, etc.) to receive covered immunizations (subject to availability). n Better coverage for fillings: Under MetLife Dental Basic and Plus, you ll receive coverage for composite (white) fillings instead of only amalgam (silver) fillings. n Cigna specialty drugs more costly: In the Cigna Copay Plan, specialty drugs will require a 10 percent coinsurance amount, rather than the current flat dollar copay. n BCBS PPO changes due to health care reform: n Annual pharmacy out-of-pocket maximum lowered to $4,000 for individuals (was $5,000) and $8,000 for families (was $10,000). n Coverage for hearing aids changed to one pair every 36 months (from $1,000 every 36 months). Support for your family n Improved adoption benefits: n Receive reimbursement for up to $5,000 of eligible expenses per child (was $4,000/year). n Receive four weeks paid leave for primary caregiver (was two). n Improved maternity leave: After one-week waiting period, moms can receive up to eight weeks paid leave for birth (was seven). n More time to enroll babies: You can enroll newborns and adopted children in health coverage within 60 days of birth/adoption (was 30 days). For other qualified life events, you continue to have 30 days to make a change. 2016 contribution limits n Flexible spending accounts: The IRS-defined maximum annual contribution limit will increase to $2,550 (was $2,500). This applies to both the Health Care FSA and the Dental-Vision FSA. n Health savings accounts: n The IRS-defined maximum annual contribution will increase to $6,750 (was $6,650) for levels of coverage more than employee-only. This means that, with the $1,250 TI contribution, you can contribute up to $5,500 to your HSA. n The employee-only coverage maximum is not changing for 2016, and remains at $3,350 total. This means that, taking into account the $750 TI contribution, you can contribute up to $2,600 to your HSA. See the 2016 Health and Insurance Benefits Guide for details: benefits.ti.com > Health > Benefits Guides. When you re ready to enroll, go to netbenefits.com/ti or call the TI Benefits Center. See the back page for details. AUTUMN 2015 TI BENEFITS NEWS 3
TAKE CONTROL OF YOUR HEALTH & MONEY The facts about the HDHP The High-Deductible Health Plan (HDHP) gives you high-quality medical coverage for the lowest cost. Fact # 1 Fact # 2 75% of TIers are in the HDHP Percentage of TIers enrolled in 2015 medical plans 75% HDHP 15% PPO 8% CIGNA COPAY 2% OTHER REGIONAL PLANS TIers in the HDHP pay less $$ out of pocket Projected average total cost per TIer in 2015 (includes premiums and out-of-pocket expenses) $ 6,000 $ 5,000 $ 4,000 $ 3,000 $ 2,000 $ 1,000 TIer pays $2,432 TIer pays $5,724 TIer pays $5,854 BCBS HDHP BCBS PPO CIGNA COPAY Fact # 3 Fact # 4 Fact #3: The HDHP can save you thousands of dollars Your out-of-pocket costs (excluding coinsurance AND COPAYS) For FAMILY BCBS BCBS Cigna coverage HDHP PPO Copay Annual Premiums $1,800 $6,588 $9,180 Annual Deductible $3,000 $600 $0 TI contribution ($1,250) $0 $0 to your HSA Total $3,550 $7,188 $9,180 Watch the Do the Math video: benefits.ti.com/do-the-math Do the math! How much could you save in premiums? The HDHP gives you more value than the other plans = A high-quality network of medical providers = The same 100 percent coverage for annual preventive care as the other medical options + Tax-free money from TI through your health savings account TIers talk Comments shared by TI employees during last year s annual enrollment as they evaluated the HDHP-HSA You can invest [your savings] while waiting to use it. And it will grow with no tax. So far this year we ve seen big savings compared to the BCBS PPO. 4 TI BENEFITS NEWS AUTUMN 2015
The facts about the HSA Once you enroll in the HDHP, you can open a tax-free Health Savings Account. Fact # 1 You get money from TI every January n $750 for individual coverage n $1,250 for other levels of coverage Fact # 2 Fact # 3 You can add your own money, and invest your savings for growth over time. + Fact # 4 Fact # 5 You keep your savings even if you leave TI or retire. Mine! Your savings roll over year to year. You get a triple-tax advantage: It rolls over! 3 n No taxes when you and TI put money into your HSA. n No taxes on what you earn on your HSA investments. n No taxes when you spend HSA money on qualified health care expenses. Health Savings Account 2016 contribution limits (as set by the IRS; AMOUNTS INCLUDE TI CONTRIBUTION) n Individual coverage: $3,350 n Family coverage: $6,750 n Additional $1,000 catch-up contribution available annually if age 55 or older by year-end Do the 2-step process on NetBenefits Ensure you get TI s contribution to your HSA! 1 2 When you enroll, select one of these HSA options: HSA TI Contribution Only if you want to just receive TI s annual contribution. HSA TI and TIer Contributions if you want to also add your own contributions from your paycheck. Then follow the instructions for opening your individual Fidelity Health Savings Account. If you re maxed on the 401k, this is a way to save more. We all know we will have higher medical expenses when we retire. Because the premium is so much lower on the HDHP, you actually have about $300-$400 a month that you re not spending on premiums. I have 5 kids we switched to the HDHP when it was first offered. I ve always thought it was a good deal. AUTUMN 2015 TI BENEFITS NEWS 5
TAKE CONTROL of your medical care Your medical insurance options Blue Cross Blue Shield High-Deductible Health Plan (HDHP) and Fidelity Health Savings Account (HSA) n Available nationwide. n Operates with a deductible and coinsurance, similar to the PPO. n Prescription drug costs are included in the annual deductible and out-ofpocket maximum, unlike the PPO. LOWEST COST PER PAYCHECK n With the HDHP, you can also open an HSA that lets you save money tax-free, plus TI makes a tax-free contribution to your savings every year. (Read more on pages 4-5.) n TIers hired after Jan. 1, 2012, are eligible for this option only. Blue Cross Blue Shield Preferred Provider Organization (PPO) n Available nationwide. n Higher premiums and lower deductible than the HDHP, with same coinsurance levels. n Main differences from the HDHP: n No HSA available, so no annual contribution from TI. n Prescription drugs don't apply against your deductible and have a separate out-of-pocket maximum. For more details, go to netbenefits.com/ti. NetBenefits will display prices on a semimonthly basis. Deductible, copay and coinsurance reflect your part of the cost. Specific insurance plan Blue Cross Blue Shield High Deductible Health Plan (eligible for Health Savings Account) Blue Cross Blue Shield PPO Region in the U.S. Nationwide Nationwide Monthly plan premiums (for full-time TIers) 1 You only $ 37 $118 You and spouse $102 $392 You and children $ 84 $319 You and family $150 $549 Medical expenses Annual deductible: Individual/family $1,500/$3,000 2 $300/$600 3 Annual out-of-pocket maximum: Individual/family (includes coinsurance) In Network: $3,000/$6,000 Out of Network: $6,000/$12,000 Deductible included in maximum. In Network: $2,500/$5,000 Out of Network: $4,000/$8,000 Deductible included in maximum. Preventive exams and screenings 100% covered 100% covered Doctor office visit coinsurance and/or copay In Network: 10% coinsurance In Network: 10% coinsurance Out of Network: 50% coinsurance Out of Network: 50% coinsurance Hospital coinsurance and/or copay In Network: 20% coinsurance Out of Network: 50% coinsurance In Network: 20% coinsurance Out of Network: $300 annual copay, 50% coinsurance Emergency room coinsurance or copay Prescription drug expenses Annual deductible and out-of-pocket maximum In Network: 20% coinsurance Out of Network: 50% coinsurance Prescription drug expenses apply to medical deductible and medical out-of-pocket maximum. In Network: 20% coinsurance Out of Network: 50% coinsurance Deductible: No deductible Maximum: $4,000 individual/$8,000 family Retail: Generic/preferred brand/ non-preferred brand coinsurance or copay 30-day supply, except when noted In Network Generic: 20% coinsurance/$25 max Preferred Brand: 30% 5 coinsurance/$75 max Non-preferred Brand: 50% 5 coinsurance/$100 max Out of Network Generic: 45% coinsurance Preferred Brand: 60% 5 coinsurance Non-preferred Brand: 60% 5 coinsurance In Network Generic: 25% coinsurance Brand: 40% 5 coinsurance Out of Network Generic: 45% coinsurance Brand: 60% 5 coinsurance 90-day prescriptions available at retail CVS pharmacies for the same price as mail-order through Caremark. Mail order 4 : Generic/preferred brand/ non-preferred brand coinsurance or copay Up to 90-day supply, except when noted Generic: 20% coinsurance/$75 max Preferred Brand: 30% 5 coinsurance/$225 max Non-preferred Brand: 50% 5 coinsurance/$300 max Generic: 20% coinsurance; Brand: 35% 5 coinsurance Specialty drugs 10% coinsurance 10% coinsurance 1 If you and/or your covered spouse or domestic partner use tobacco products, including e-cigarettes, there will be an additional charge of $30 per month for each covered adult tobacco user, with a maximum of $60 per month. You can avoid paying the additional cost for as long as you participate in a TI-sponsored tobacco cessation program, regardless of whether you actually stop using tobacco products. For details about TI-sponsored tobacco cessation programs, go to benefits.ti.com > Wellness > Tobacco Cessation. 2 The HDHP annual deductible and annual out-of-pocket maximum for medical/behavioral health care does not include charges not covered by the plan or exceeding the allowable amount or other plan limits, or the difference in cost between a generic and brand-name drug when a generic is available but a brand-name drug is purchased. 6 TI BENEFITS NEWS AUTUMN 2015
Don t treat it prevent it! n All of the TI medical insurance offerings include 100 percent coverage for preventive services when using network providers. n No copay, coinsurance or deductibles apply. See the full list of services at benefits.ti.com/prevention. n Preventive services by non-network providers are covered at 100 percent of the allowable amount. Cigna Copay Plan n Available to TIers in specific areas. n Operates similarly to an HMO, with copays for most services instead of coinsurance. n Uses only medical providers in the Cigna Open Access Plus network, with no requirement to choose a primary care provider. No coverage for out-of-network services. HIGHEST COST PER PAYCHECK Regional HMOs n Two HMOs are available to TIers in specific regions of the U.S. (See table below.) TERMS TO KNOW n Coinsurance: The percentage you pay. n Copay: The dollar amount you pay. n Deductible: The dollar amount you pay before coinsurance/ copay applies. n Allowable amount: The contracted amount that network providers can charge for their services. CIGNA Copay Plan HMO Blue New England Kaiser HMO Texas, Arizona, North Carolina, Oklahoma counties Bryan, Love, Marshall Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island Northern California $178 $171 $196 $538 $409 $400 $434 $300 $386 $765 $532 $555 $0/$0 $0/$0 $0/$0 $6,350/$12,700 $5,350/$10,700 $1,500/$3,000 $0 copay $0 copay $0 copay $20 copay PCP; $20 copay PCP; $20 copay $40 copay specialist $25 copay specialist $500 copay/admission; 0% coinsurance after hospital copay $100 copay (not followed by admission) $500 copay/admission; 0% coinsurance after hospital copay $100 copay $100 copay $500 copay/admission; 0% coinsurance after hospital copay Deductible: No separate deductible Maximum: Copays count toward medical out-of-pocket maximums Deductible: No separate deductible Maximum: $1,000 individual/$2,000 family Deductible: No deductible Maximum: Copays count toward medical out-of-pocket maximums $15/$30/$50 $15/$30/$50 $15/$30/$30 Some restrictions may apply. $40/$85/$145 $30/$60/$100 Usually twice the cost of the retail pharmacy amounts above 10% coinsurance No separate coverage tier No separate coverage tier 3 The PPO annual deductible and annual out-of-pocket maximum for medical/behavioral health care does not include your non-network annual hospital copays, charges not covered by the plan or exceeding the allowable amount or other plan limits, or any pharmacy costs. 4 Mail order is not available out of network. 5 When a generic drug is available and you purchase a brand-name drug instead, you ll pay the cost difference between the brand-name and generic drug PLUS the appropriate coinsurance on the remainder. AUTUMN 2015 TI BENEFITS NEWS 7
TAKE CONTROL: Choose the care you need Your dental options: Dental Basic, Dental Plus, or Dental HMO n MetLife: The main differences between MetLife Dental Basic and MetLife Dental Plus are the levels of coinsurance, the annual maximums and the orthodontia lifetime limits. Dentists in the MetLife network must negotiate their rates, resulting in lower costs for both you and TI. To find a dentist, go to netbenefits.com/ti and, after you start the enrollment process, click Find a Network Provider at the top of the dental section. n Aetna Dental HMO: If you re eligible for this option, it will display for you on the dental enrollment page at netbenefits.com/ti. (Click Plan Details. ) You must use a dentist in the Aetna network to receive coverage and services usually involve a copay. Your vision plan option n Administered by VSP, the Vision Plan provides coverage at negotiated rates for a wide variety of eye-care services through a network of ophthalmologists, optometrists and vision care service centers. Note: Vision is not included under any TI medical plan, except for covered diseases of the eye. Other available TI benefits n Disability Pay Continuance (DPC) Plus provides additional coverage beyond the 13 weeks covered under the TI-provided DPC Basic. n Long-Term Disability (LTD) Basic pays 50 percent of your basic monthly earnings after 26 weeks of disability. LTD Plus provides 66-2/3 percent of your basic monthly earnings after 26 weeks of disability. n Life Insurance: In addition to the basic coverage TI provides (one year of base pay, $50,000 minimum), you can purchase additional insurance for yourself, your spouse or domestic partner, and children (to age 26). n Accidental Death and Dismemberment Insurance: Pays benefits in the event of a dismemberment or death due to a covered accident, whether at work, home or while traveling for business or pleasure. Read more at benefits.ti.com/annualenrollment. 2016 TEXAS INSTRUMENTS DENTAL PLAN OPTIONS More details: netbenefits.com/ti. NetBenefits will display prices on a semimonthly basis. Deductible, copay and coinsurance reflect your part of the cost. Region in the U.S. Nationwide Nationwide Availability based on location MetLife Dental Basic MetLife Dental Plus Aetna DMO Monthly plan premiums (for full-time TIers) You only $ 8 $24 $ 5 You and spouse $17 $48 $11 You and child(ren) $18 $53 $11 You and family $26 $76 $17 General dental expenses Annual deductible Individual/family $50 per person (applies to basic and major services only) $50 per person (applies to basic and major services only) Annual maximums $1,000 $2,000 N/A Notes You may receive treatment from any dentist. However, dentists in the MetLife Network must You may receive treatment from any dentist. However, dentists in the MetLife Network must $10 office visit copay applies for all treatment. Limitations and exclusions may apply to services. negotiate their rates, resulting in lower fees. 1 negotiate their rates, resulting in lower fees. 1 Preventive care Primary covered services Oral exam, preventive X-rays, cleanings Oral exam, preventive X-rays, cleanings Oral exam, preventive X-rays, cleanings Preventive care benefits 100% covered 100% covered 100% covered after $10 office visit copay Basic services Fillings 50% coinsurance 20% coinsurance 0% coinsurance after $10 office visit copay Major services Crowns, dentures, bridges 50% coinsurance 40% coinsurance 40% coinsurance after $10 office visit copay Endodontics 50% coinsurance 40% coinsurance 0% coinsurance after $10 office visit copay. Applies to anterior and bicuspid teeth. Molar teeth 40% coinsurance after $10 office visit copay. Orthodontia services Benefits (adult/child) 50% coinsurance up to lifetime maximum of $1,000 50% coinsurance up to lifetime maximum of $1,500 50% coinsurance after $10 office visit copay 1 Limitations and exclusions may apply to services. Reasonable and customary (R&C) limits apply if you don t use a network provider. $0/$0 8 TI BENEFITS NEWS AUTUMN 2015
2016 TEXAS INSTRUMENTS VISION PLAN OPTIONS NATIONWIDE More details: netbenefits.com/ti. NetBenefits will display prices on a semimonthly basis. Deductible, copay and coinsurance reflect your part of the cost. Monthly plan premiums This is a network plan. You may choose to use any provider, but you receive greater benefits by using network providers. You only $12.07 You and child(ren) $19.21 You and spouse $18.80 You and family $30.93 General vision expenses Annual limits One vision exam per calendar year; contact or eyeglass lenses (but not both) once every calendar year; frames once every two calendar years; limits combined in- and out-of-network. If you choose contact lenses, you will be eligible for frames one calendar year from the date the contact lenses were obtained. Exclusions/limitations Tints, special lenses and scratch-resistant coatings are not covered under this plan, but will be available to you at discounted prices if you use a network provider. Exams and other services Routine exams In-network: $10 copay Out-of-network: Plan pays up to $50 after a $10 copay Laser surgery In-network: Discounts available. The VSP doctor will coordinate referrals for qualified candidates to participating VSP laser surgery centers Out-of-network: Not covered Lenses and frames If you purchase frames and eyeglass lenses at the same time, only one $25 copay will apply. If you choose contact lenses you will be eligible for frames one calendar year from the date the contact lenses were obtained. Single vision In-network: $25 copay Out-of-network: Plan pays up to $50 after a $25 copay Bifocal In-network: $25 copay Out-of-network: Plan pays up to $75 after a $25 copay Frame benefits In-network: $25 copay; up to plan allowance of $150 retail. You receive 20% off any amount over frame allowance. Out-of-network: Plan pays up to $70 after a $25 copay Contact lenses Elective In-network: Up to $200 allowance. Special rebates and other pricing advantages available on popular brands of contacts. Visit vsp.com for details. Out-of-network: Up to $200 allowance, combined in- and out-of-network allowance. DPC / LTD / LIFE INSURANCE / AD&D OPTIONS Income protection Plan Monthly rate Plan Monthly rate Disability Pay Continuance Basic (DPC Basic) $0.000 Long-Term Disability Basic (LTD Basic) $0.139 Disability Pay Continuance Plus (DPC Plus) $0.030 Long-Term Disability Plus (LTD Plus) $0.361 Monthly salary/$100 x monthly rate = Monthly price Supplemental Life Insurance (MetLife) Per $1,000 of coverage. Rates based on age as of Dec. 31, 2016. Annual salary x benefit level purchased / $1,000 x monthly rate = Monthly price Age Employee, Employee, Spouse Age Employee, Employee, Spouse non-tobacco user tobacco user non-tobacco user tobacco user Under 25 $0.035 $0.046 $0.050 50-54 $0.160 $0.200 $0.230 25-29 $0.040 $0.046 $0.060 55-59 $0.296 $0.365 $0.435 30-34 $0.046 $0.051 $0.080 60-64 $0.536 $0.660 $0.780 35-39 $0.051 $0.063 $0.090 65-69 $0.963 $1.190 $1.420 40-44 $0.074 $0.091 $0.100 70 and over $1.424 $1.779 $2.100 45-49 $0.108 $0.131 $0.156 Children s Life Insurance (MetLife) Coverage Monthly rates $ 5,000 $0.70 $10,000 $1.40 Accidental Death & Dismemberment (AD&D) Insurance (Zurich) Per $1,000 of coverage. Participant Monthly rates You only $0.0160 You and spouse (spouse s benefit is 60% of employee s coverage) $0.0208 Annual salary x benefit level purchased / $1,000 x rate = Monthly price Eligible children are automatically insured for 10% of your AD&D coverage, up to $50,000. See the 2016 Health and Insurance Benefits Guide. AUTUMN 2015 TI BENEFITS NEWS 9
TAKE CONTROL: Make the most of your benefits How an FSA works n You decide how much to contribute, and funds are withdrawn from each paycheck for deposit into your FSA before taxes are deducted. n Be sure to estimate your annual expenses and make your contributions carefully. Any money left unspent in your flexible spending account at year-end is forfeited. No refunds are permitted and you can only change the amount if you have a qualified life event. How you use it n You manage your FSAs through WageWorks, TI s FSA administrator, on the WageWorks website or mobile app. n Health-related claims are submitted automatically to WageWorks from Blue Cross Blue Shield, CVS Caremark and MetLife Dental. n Claims can be submitted manually by you for other health-related and dependent daycare expenses. Q&A Q. How is an FSA different from an HSA? A. One significant difference is with an FSA you must estimate your expenses and then forfeit any unused funds at the end of the year. With a health savings account (HSA), any unused funds can be carried over for use in future years. An FSA: Even more savings A flexible spending account (FSA) is a before-tax benefit account used to pay for eligible expenses For health-related expenses n Health care FSA: For eligible health care expenses (not available if you have a health savings account) n Dental/vision FSA (HSA-compatible): For eligible dental and vision care expenses of HDHP participants. Although these expenses can be paid with HSA funds, the dental/vision FSA lets you preserve your HSA savings. Maximum annual contribution: $2,550 Your total annual election amount is available on Jan. 1. For dependent daycare expenses n Dependent Daycare FSA: For dependent care services, if you and your spouse are both employed. Includes preschool, summer day camp, beforeor after-school programs and child/elder daycare. Maximum annual contribution: $5,000 How much could you save? See an example at benefits.ti.com/fsa. To participate in 2016, you must set up your FSA during annual enrollment, Nov. 3-17, 2015. Learn more at benefits.ti.com/annualenrollment. Feeling frazzled? You can get free counseling for: n Marriage issues n Family and parenting concerns n Death of a loved one/grief n Work or career issues n Care for elderly parents n Depression n Drug/alcohol use n And many other issues Help is just a call away: 800-888-2273 Everyone needs help now and then. At TI, help is just a call or click away. TI provides FREE access to counselors and therapists for you and all members of your household. You can receive counseling at no cost, up to eight sessions a year, per person, per issue. Magellan Health Services administers the TI Employee Assistance Program (EAP). Just call 800-888-CARE (2273). You can contact Magellan anytime, 24 hours a day, 365 days a year. You can also visit the Magellan website at magellanassist.com. Click Register or enter as a guest, then follow the prompts. When asked to Enter your program s or plan s toll-free number enter the TI EAP phone number, 800-888-2273. 10 TI BENEFITS NEWS AUTUMN 2015
= Check it out CLIP AND SAVE Health n Short-term counseling: The TI Employee Assistance Program (EAP) provides free access 24/7 to counselors and therapists for you and your household. Up to eight sessions a year, per person, per issue. (page 10) Also, the EAP offers resources and referral services to assist with a wide range of life challenges. You can even contact a resources/referral specialist for more personalized help. (See EAP on page 10.) n Health care comparison tool powered by Castlight: If you re in the HDHP, use your smartphone or PC to compare doctors and hospitals, research prices for specific procedures and track your annual deductible. n On-site flu shots: Free immunization events at major TI locations every fall. n Fitness facilities in many locations: In addition to the Texins Fitness Center serving the Dallas area, many TI locations have onsite fitness rooms or offer employee fitness activities. n On-site blood pressure stations: Free blood pressure equipment at many TI sites. n Weight-management programs: Get the support you need to take control of your health. Insurance programs Offered yearly during annual enrollment n Medical and prescription drugs (pages 6-7) n Dental (page 8) n Vision (page 9) n Short-term and long-term disability (pages 8-9) n Life insurance (pages 8-9) n Accidental Death and Dismemberment (pages 8-9) Chances are there are many TI benefits you could be using that you re not even aware of. Now you ve got the whole list all in one place. If you see something you want to know more about, go to benefits.ti.com, which is available inside and outside the TI network. If you can t find what you need, email mybenefits@list.ti.com. Financial n Paid time off: Time Bank provides pay for leisure, vacation, personal issues, short-term illness/ injury and funeral/bereavement time off. TI also provides nine paid holidays and jury duty time. n Adoption assistance: Reimbursement of up to $5,000 of eligible expenses per child. n Commuter benefits: Vanpools and DART trains in Dallas and commuter flexible spending accounts in California. n Flexible spending accounts: Before-tax accounts used to pay for eligible health care or dependent daycare expenses. Only available during annual enrollment, or with a qualifying life event. (page 10) n Education assistance: After one year of service, employees can receive reimbursement for certain school costs, with supervisor approval. n Employees Stock Purchase Program: Purchase TI stock at a 15% discount through payroll deductions. n Flexible work options: Depending on the nature of the job, various work arrangements are available, including flextime, part time, compressed schedules, telecommuting and remote work. n Health savings account: Tax-free savings with an annual contribution from TI, when you enroll in the High-Deductible Health Plan. n Military: TIers on full-time duty receive up to one year of special pay to offset difference to TI wages. n 401(k) Savings: Save for retirement through payroll deductions, matched by TI $1 for $1 for up to 4% of eligible earnings. Both pretax (traditional) and post-tax (Roth) options available. 100% vesting immediately. After age 59½, withdraw savings with no IRS penalty. Invest your savings in one of 16 funds, or via self-directed brokerage account (minimum balance required). n 401(k) Investment Advisory Services: Make the most of your 401(k) savings with professional help from Financial Engines. Free online tools or fee-based professional management. n Financial education/guidance: (1) FREE one-on-one sessions with financial professionals by phone or in person; (2) FREE on-site workshops with financial professionals; (3) FREE online resources through Fidelity at netbenefits.com/ti. Perks, discounts and other resources n Child care: Through a national child care company, TI provides 10% discounts nationwide. Visit mylearningcaregroup.com/ texasinstruments or call 877-670-9730. n Elder care: Workshops offered via WebEx to all U.S. TIers and spouses/partners. n Emergency back-up child care: For ages 6 weeks to 12 years, get help when normal child care falls through. Space-available basis. Discounted 10%. Visit mylearningcaregroup.com/ texasinstruments or call 877-670-9730. n Business travel services: Free TravelWell exam at preferred-provider clinics nationwide. For health issues while traveling, free International SOS assistance with health resources worldwide. n Legal services, prepaid: Free will preparation by Hyatt Legal Plans, a MetLife company. Call 800-821-6400. n Matching gifts: Pay it forward by multiplying your volunteer efforts and doubling your donations to qualified nonprofits. For details, go to getinvolved.ti.com. n Mother s rooms on-site: Private rooms for nursing mothers, most with refrigerator, sink and telephone. n myconcierge: Complimentary personal concierge service for employees and spouses. myconcierge@ti.com. n Parenting: Workshops offered via WebEx to all U.S. TIers and spouses/partners. n TI Perks Marketplace: Discounts at more than 30,000 merchants. Computers, travel, restaurants, apparel and more available through perks.ti.com. Leaves of absence n Parenting-related Adoption: Primary caregivers receive 4 weeks paid leave and others receive 2 weeks. Maternity: After one-week waiting period, moms receive 8 weeks paid leave. Paternity: Dads receive 2 weeks paid leave. n Military: Time available to fulfill a full-time active U.S. military obligation or annual military reserve training commitment. For more information about leaves, call the TI HR Service Center through HR Connect at 888-660-1411. Select option 3, then 0 to speak with a representative. AUTUMN AUTUMN 2015 2015 TI TI BENEFITS BENEFITS NEWS NEWS 11 11
IMPORTANT REMINDERS Online at benefits.ti.com/ annualenrollment n 2016 Health & Insurance Benefits Guide n Details on each benefit n Recorded PowerPoint presentation n Videos n Cost-comparison scenarios for medical insurance options n Tips on analyzing medical costs Listen live Join us for live presentations on-site or via WebEx. WebEx sessions All times U.S. Central time Wednesday, Oct. 28 Noon to 1 p.m. Thursday, Nov. 5 Noon to 1 p.m. Tuesday, Nov. 10 7:30 to 8:30 p.m. Thursday, Nov. 12 7:30 to 8:30 p.m. On-site meetings For schedule, go to benefits.ti.com/annualenrollment. More information about TI health benefits is available in the 2016 Health and Insurance Benefits Guide, which you can download at benefits.ti.com > Health > Benefits Guides. TI, as the plan sponsor, has the right to cancel or change any of the plans, programs or provisions without notice. The platform bar is a trademark of Texas Instruments. All trademarks are the properties of their respective owners. 2015 Texas Instruments Incorporated. Printed in the USA. Annual enrollment step by step 1 2 3 What if I don t enroll? Evaluate your coverage options. Use this booklet plus resources at benefits.ti.com/annualenrollment. Go to netbenefits.com/ti. Register your choices at netbenefits.com/ti by Nov. 17. You don t have to make any changes if you don t need to. If you don t, your health benefits coverage will stay the same as your current 2015 coverage. However, keep these points in mind: n If you want to use a flexible spending account in 2016, you must set it up during annual enrollment. n The only other time you can make changes to your benefits is when you have an appropriate qualified status change, such as marriage, divorce, or the birth or adoption of a child. You must make changes within 30 days of the qualifying event, or 60 days in the case of a birth or adoption. 12 TI BENEFITS NEWS AUTUMN 2015