FOR INTERNAL USE ONLY 2015 DSM Benefits. FOR INTERNAL USE ONLY What We Will Cover Today Summary of DSM Benefit Choices Eligible Participants Medical Wellness

FOR INTERNAL USE ONLY

2015 DSM Benefits


What We Will Cover Today• Summary of DSM Benefit Choices• Eligible Participants• Medical• Wellness Program• Decision Tools• Dental• Vision• Flexible Spending Accounts• Life & AD&D Insurance• Business Travel Accident• Disability Coverage• Legal Assistance• Home- Auto - Umbrella Insurance• Employee Assistance Program• 401(k) Retirement Savings Plan• What’s Next

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DSM Benefits

• DSM is pleased to provide a comprehensive benefits program to our employees

• A key resource is myDSMbenefits.com

• Enrollment in health and welfare benefits is required within 30 days of your hire date

• You are automatically enrolled in the 401(k) plan for a 3% salary contributionPage 3


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DSM BenefitsProvided Automatically

by DSM at No Cost to YouYou Must Elect /

You Pay or Share in the Cost

Basic Life Insurance Medical Coverage*

Basic AD&D Insurance Dental Coverage

Business Travel Accident Insurance Vision Coverage

Short-term Disability Optional Life Insurance

Core Long-term Disability Optional AD&D Insurance

Employee Assistance Program Buy-up Long-term Disability

Healthyroads Wellness Program Flexible Spending Accounts

Health Savings Account

Legal Services

Home, Auto, Umbrella Insurance

* The Consumer Directed Health Plan for employee only is the default medical plan if employees take no action by the enrollment deadline.


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Eligible Participants

• You (regular full-time or part-time employee scheduled to work 20 hours or more/week)

• Your spouse

• Your domestic partner (same and opposite-sex)

• Your children and children of your domestic partner up to age 26 (age 19 for dependent life and AD&D insurance)

• Your disabled dependents over age 26 (over age 19 for dependent life and AD&D insurance)


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Eligible Dependents and Health Care Costs

In an effort to efficiently manage our benefit plans and control costs, DSM has the following in place:

• Dependent verification when dependents are initially enrolled and on an ongoing basis to ensure DSM is providing coverage to only eligible dependents. The DSM Benefits Center will send you a detailed letter outlining the process and requirements.

• A Spousal Surcharge applies to employees who cover a spouse/domestic partner under the DSM medical plan when he or she has access to coverage through his or her own employer.


Your 2015 Medical Options

• High Option PPO Plan

• Low Option PPO Plan

• Consumer Directed Health Plan

All medical plans are part of the Blue Cross Blue Shield BlueCard PPO network and prescription benefits are provided through the Express Scripts pharmacy network.

There are no pre-existing exclusions in any of the medical plans.

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FOR INTERNAL USE ONLYComparing Your Options – Key Features

In-Network High Option PPO

Low Option PPO

Consumer Directed

Health Plan

Employee contributions per paycheck

Highest Medium Lowest

Annual deductible*Employee onlyEmployee + 1 dependentFamily**

$350$700

$1,050

$1,050$2,100$3,150

$1,500$3,000$4,500

Out-of-Pocket Maximum* (includes deductible)Employee onlyEmployee + 1 dependentFamily**

Medical only

$1,850$3,700$5,550

Medical only

$2,850$5,700$8,550

Medical & Rx

$4,500$9,000

$12,700

Plan account you can elect

Health Care FSA Health Care FSA • Health Savings Account

• Limited FSAPage 8

* The deductible and out-of-pocket maximum work differently in the PPO’s than in the CDHP

** Means employee + 2 or more dependents


Comparing Your Options – Key Features

In-Network High Option PPO

Low Option PPO

Consumer Directed

Health Plan

Office visitsPrimary careSpecialistMental health/substance abuseChiropractic/physical therapy

You pay: $20 copay$40 copay$20 copay

$30 copay

You pay: $20 copay$40 copay$20 copay

$30 copay

Plan pays: 80% after deductible

Plan pays for most other covered care

Plan pays:90% afterdeductible

Plan pays:80% after deductible

Plan pays:80% after deductible

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Once you reach the out-of-pocket maximum, the plan pays 100% of certain eligible expenses for the rest of the calendar year. (You will still pay copays for some services in the High Option and Low Option PPO Plans.)


Key Differences

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High Option PPO and Low Option PPO

Consumer Directed Health Plan

•Higher per paycheck costs – and lower deductibles

•Your per paycheck cost is lowest. In exchange, you have a higher deductible

•Copayments (with no deductible) apply to in-network office visits, most prescription drugs and some other services•Deductible and coinsurance apply to most other services and non-preventive medical care

•You must satisfy the full deductible for the coverage tier you elect before you receive benefits

•Deductible and coinsurance apply to most prescription drugs and non-preventive medical care; there are no copayments

•Your cost for prescription drugs applies to a separate out-of-pocket maximum for prescription drugs; costs do not apply to the medical out-of-pocket maximum

•Your cost for prescription drugs applies to the combined out-of-pocket maximum for medical and prescription drugs


Key Differences

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How the Deductible and Out-of-Pocket Maximum Work

High Option and Low Option PPO …

Consumer Directed

Health Plan …

Plan starts paying expenses when:

Individual or full deductible for your coverage tier is met

Full deductible for your coverage

tier is met

Out-of-pocket maximum works the same way


When You Need… When You Meet the…

Preventive Medical Care:

Non-Preventive Medical Care or Prescription Drugs:

Deductible: Out-of-Pocket Maximum:

The plan pays 100% of in-network covered services

• You pay 100% of covered services up to the deductible

• You pay with money from your pocket or your Health Savings Account

• The plan begins to share costs with you

• You pay 20% of covered services up to the out-of-pocket maximum (includes deductible)

The plan pays 100% of covered services for the rest of the year

How the Consumer Directed Health Plan Works

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In-Network Example

FOR INTERNAL USE ONLYThe Health Savings Account Advantage (available if enrolled in the CDHP)

You can also save.You decide how much (up to IRS limits), and you can change your future contributions any time during the year.**

DSM helps you save.*$250 yourself only

$500 you + your spouse/domestic partner

$750 you + child(ren), or family

It’s like a reduction in your deductible.

You don’t pay taxes. Your HSA contributions and DSM’s are tax-free going into your account – and when you use them for eligible expenses.

It’s your money.Use it to pay current expenses – or roll it over for the future, even if you leave DSM.

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* Prorated depending on your hire date. ** You may not change your election amount to less than what you have already contributed.


DSM contributes* from $250 to $750 to your HSA for 2015, depending on the number of dependents you choose to cover.

You can make before-tax contributions from your pay. Your contributions when combined with DSM’s can be up to:• $3,350 for employee-only

coverage• $6,650 if you enroll

dependents• $1,000 for catch-up if you

are age 55 or older

You pay 100% up to the deductible for prescription drugs and non-preventive medical care.

You pay coinsurance up to the out-of-pocket maximum.

You pay with money from your pocket or your HSA.

Any money left in your account at the end of the year remains in your account. It’s yours to pay future expenses, even if you leave DSM.

Account earns interest, and you can choose to invest money in your account on a tax-free basis in a range of investment funds if you have $1,000 in your account.

Money Goes In Money Comes

Out

Have Money Left?

You Never Lose It

How the Health Savings Account Works How the Health Savings Account Works

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* Prorated depending on your hire date.


American Well• DSM offers programs to support your

health

• American Well, a Horizon BCBS telehealth program

• Go online, call or download the convenient, easy-to-use American Well app to enroll

• Highlights:– 24/7 access to a doctor via phone or

computer conferencing– Provides help with non-emergency

medical problems– U.S. board-certified doctors– Your cost for each consultation is

treated like a primary physician office visit; for the CDHP, the coinsurance may be less than going to a doctor’s office

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DSM.AmWell.com

See myDSMbenefits.com for service restrictions by

state.


Prescription Drug Coverage – In-Network

Your CostHigh Option

PPO Low Option

PPO

Consumer Directed

Health Plan

Retail - 30-Day Supply

Generic $15 $1520% after

medical plan deductible* Preferred

Brand $30$30

Non-Preferred Brand

30%$50 minimum/ $100 maximum

30%$50 minimum/ $100 maximum

40% after medical plan deductible*

Mail Order - 90-day Supply

Generic $37.50 $37.5020% after

medical plan deductible*Preferred

Brand $75$75

Non-Preferred Brand

30% $125 minimum/ $250 maximum

30% $125 minimum/ $250 maximum

40% after medical plan deductible*

Certain Preventive Medications are Covered at 100%

Some prescription drugs and over-the-counter medications and supplements are covered at 100% with no copayment or deductible.

Consumer Directed Health Plan Only

You must meet the annual combined medical and prescription deductible before the plan begins sharing the cost for prescription drugs, except for certain preventive medications.

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* Combined medical/prescription drug deductible

If you go out-of-network, you will pay the retail cost of the prescription at the pharmacy and be reimbursed for a portion of the cost later if you file a claim


Prescription Drug Coverage

Prescription Drug Benefits

High Option PPO Low Option PPO Consumer

Directed Health Plan

Out-of-Pocket Maximum for Prescription Drugs*

Employee Only $1,200 $1,200

The medical and prescription drug out-of-pocket maximum is combined.

Employee + 1 Dependent $2,400 $2,400

Family (Employee + 2 or more dependents)

$3,600 $3,600

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* Your in-network and out-of-network covered expenses apply to the out-of-pocket maximum. Copays and coinsurance count toward the out-of-pocket maximum.


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Medical Contributions- Monthly

High Option PPO

Low Option PPO

Consumer Directed Health

Plan

Employee only $136.57 $102.46 $63.29

Employee + Spouse $248.14 $179.92 $126.59

Employee + Child(ren) $225.82 $164.43 $113.93

Employee + Family $337.39 $241.89 $177.22


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Spousal Surcharge• A spousal surcharge is an extra dollar amount you pay each pay

period if you choose to cover your spouse/domestic partner under the DSM medical plan and he or she has access to medical coverage through his or her own employer

• If you plan to cover your spouse/domestic partner under the DSM medical plan, you may be charged an additional $1,200 (pre-tax) per year for medical coverage prorated throughout the year

• If your spouse/domestic partner works for DSM, this surcharge does not apply

• If your spouse/domestic partner is covered under a retiree medical plan, COBRA or Medicare, this surcharge does not apply

• A question asking if your spouse/domestic partner has access to other coverage will pop up online during enrollment if you elect to cover your spouse/domestic partner under the DSM medical plan


Wellness Program: Healthyroads @ DSM

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• Your health is important to DSM

• In our efforts to build a fit company, we offer a wellness program, Healthyroads @ DSM, that helps you:

– Identify potential health issues related to daily nutrition, fitness and lifestyle habits

– Establish wellness goals and track progress using interactive, online tools

• Speak with a qualified health coach

• Program is voluntary and any information you provide is not shared with DSM

• The program is also available to your spouse/domestic partner if he/she is enrolled in the DSM medical plan


Earning the Wellness Incentive

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• Earn the wellness incentive between January 1 – August 31, 2015

– $300 for DSM employees enrolled in a DSM medical plan

– $100 for DSM employees not enrolled in a DSM medical plan

– $300 for spouses/domestic partners enrolled in a DSM medical plan

• To earn the incentive:

– Employees and spouses/domestic partners enrolled in a DSM medical option must: 1) Complete Healthyroads Personal Health Assessment (PHA) on www.healthyroads.com2) Get a biometric screening3) Earn 100 points by participating in specific wellness activities

http://www.healthyroads.com/


Medical and Prescription Drug Decision Tools

• Identify the qualities you are looking for in a medical plan

• Get your health care-buying profile

• Compare DSM medical plan options

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• Compare prescription drug costs for the PPO vs. the CDHP

• Determine the amount to contribute to the FSA or HSA

• Visit myDSMbenefits.com to link to the tools

FOR INTERNAL USE ONLYFlexible Spending and Health Savings Account Decision Tools

• Calculate the amount to contribute to the FSA and/or HSA

• View your potential tax savings

• Learn more about eligible expenses

• Review the FAQs

• Visit myDSMbenefits.com to find links to these websites

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Dental Coverage Two dental plan options – High Option PPO and Low Option PPO

High Option PPO

If you enroll in the High Option PPO, your election generally applies for two, full calendar years.

High Option PPO Low Option PPO

Annual DeductibleIndividualFamily

$50$150

$50$150

Preventive and Diagnostic Care

100% with no deductible

100% with no deductible

Basic Care 80% after deductible

80% after deductible

Major Care 60% after deductible

50% after deductible

Annual maximum benefit one person can receive for non-orthodontia services

$2,000 $1,500

Orthodontia 50% after deductible up to

lifetime maximum of $2,000 per child

(up to age 19)

Not covered

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Dental Contributions - Monthly

High Option PPO Low Option PPO

Employee only $19.77 $10.15

Employee + Spouse $39.54 $20.30

Employee + Child(ren) $39.54 $18.25

Employee + Family $61.71 $28.40


Vision Coverage You can elect vision coverage through VSP

Covered once every 12 months

In-Network Benefit

Eye exam* 100% after $10 copay

Eyeglasses 100% after $15 copay (one copay covers frames and lenses)

Frames $150 allowance plus 20% off amount over your allowance toward frames of your choice after $15 copay; extra $20 off select featured frame brands

Contacts (instead of lenses and frames)

$150 allowance for contact lens material; up to $60 for contact lens exam

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When you enroll in vision coverage, you can see any provider you choose. However, you will get the best value from your VSP benefit when you visit a network provider

* Routine eye exams are not covered under the DSM medical plan. To receive coverage, you must elect vision coverage.


Flexible Spending Accounts (FSAs)

• Pay for eligible health care or dependent care expenses on a before-tax basis

• Re-enrollment is required each year

• Estimate carefully – must use balance for eligible expenses by plan deadline

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Health Care Flexible Spending Accounts

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Health Care FSA Limited FSA

• If you enroll in the High or Low Option PPO or waive DSM medical coverage (and do not enroll in your spouse/domestic partner’s HSA)

• Contribute up to $2,500 to Health Care FSA for eligible medical, prescription drug, dental and vision expenses

• If you enroll in the Consumer Directed Health Plan

• Contribute up to $2,500 to Limited FSA for eligible dental and vision expenses

DSM offers you a health care FSA to match the medical plan you elect:

• Health Care FSA (High Option or Low Option PPO)• Limited FSA (CDHP)

Carryover feature allows you to carry over up to $500 of your unused balance at the end of the year


Dependent Care Flexible Spending Account

• Pays for eligible dependent care, such as day care, babysitters, after-school programs and eldercare, so that you can work

• Eligible care may include:

– Child care for your children who are under age 13, as long as the care provider is not another child of yours who is under age 19 or anyone else who you can claim as a tax exemption on your federal income tax return

– Care for dependents of any age who are not physically or mentally able to care for themselves and who spend at least eight hours a day in your home

Contribution Limits You can contribute between $100 and $5,000 – or $2,500 for married couples filing separately – to your Dependent Care FSA. You can only be reimbursed up to your current account balance when your claim is filed.

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Basic Life and Basic AD&D Insurance

• Basic Life Insurance

– 2 times annual base pay, rounded up to the next highest $1,000

– $1,000,000 maximum benefit

• Basic AD&D Insurance

– 2 times annual base pay, rounded up to the next highest $1,000

– $1,000,000 maximum benefit

(Note: DSM Engineering Plastics Bargaining Unit employees are not eligible for basic AD&D coverage.)

• Coverage amounts reduce at age 65 and 70

• Both paid by DSM - Insured through Prudential

• Enrollment is automatic


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Optional Life Insurance

• Offered through Prudential

• You may purchase coverage for yourself

• Available for your spouse/domestic partner and your children

• As a new hire, you and your dependents can enroll for coverage up to specified amount (the “guaranteed issue amount”) without providing Evidence of Insurability (EOI) – proof of your good health

• If you wish to enroll for coverage greater than the guaranteed issue amount, you must provide EOI

• If EOI is required, you must print the EOI form from the enrollment website, complete and submit it to Prudential


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• If you don’t elect coverage now, EOI will be required if you wish to elect it in the future

• If you elect coverage now, EOI may be required if you wish to increase it in the future, depending on the amount requested

• See your Benefits Enrollment Guide for more information about EOI – refer to rules for new hires

• You (the employee) are the beneficiary for spouse/domestic partner and child life insurance


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EOI is required if you want to elect or increase spouse/domestic partner coverage in the future


Benefit Maximum Benefit

Guaranteed Issue Amount

For you 1 to 6 times annual base pay rounded up to the next highest $1,000

$600,000 Lesser of 3x annual base pay or $300,000

For your spouse/domestic partner

$10,000 increments

$100,000 $50,000

For your children $5,000 increments $25,000 Not applicable


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Optional AD&D Insurance

• You may purchase for yourself

• Available for spouse/domestic partner and eligible children, only if you purchase it for yourself

• Evidence of Insurability is not required for AD&D insurance

• You (the employee) are the beneficiary for spouse/domestic partner and dependent children AD&D insurance


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Optional AD&D InsuranceOptional AD&D Insurance Benefit Maximum Benefit

For you Increments of $25,000 $1,000,000

For your family:-Spouse/Domestic Partner Benefit

50% of employee benefit if no children are covered; 40% with child coverage

$100,000

-Child Benefit 10% of employee benefit if spouse/domestic partner is covered; 15% if no spouse/domestic partner coverage

$25,000


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Business Travel Accident Insurance - BTA• Paid by DSM

• Coverage for when you travel on company business

• Does not include commuting to and from work

• Insured through Chubb

Business Travel Accident Insurance

Benefit 4x annual base pay

Minimum benefit $100,000

Maximum benefit

$2,000,000

Seat belt benefit 10% of death benefit up to a $50,000 maximum


Disability Coverage Company-paid Short-term Disability (STD) Coverage*

• Provided at no cost to you• If approved, DSM pays 100% of your salary for up to

26 weeks; if you have less than 1 year of service, the first 4 weeks are paid at 100% and the next 22 weeks are paid at 60%

• Eligibility begins 3 months from date of hire

Company-paid Long-term Disability (LTD) Core Coverage*

• If disability is approved, DSM pays benefits after 180 days of disability

• Replaces 60% of monthly base pay, up to $10,000 per month

Buy-up Long-term Disability (LTD) Coverage*

• Additional coverage you can purchase • Replaces additional base pay• Total LTD benefit of 70% of monthly base pay, up to

$15,000 per month

See your Enrollment Guide for details about pre-existing condition limitations for long-term disability.

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* DSM Engineering Plastics Bargaining Unit employees are eligible for Weekly Income Benefits instead of STD coverage, and are not eligible for LTD coverage.


Legal Assistance

Provides legal services through Hyatt Legal Plans for:

Wills Real estate matters Document review and

preparation Family matters Court appearances

Available to you, your spouse/domestic partner and dependent children

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Home-Auto-Umbrella Insurance

Available through MetLife

Provides the opportunity to buy personal home, auto, and umbrella insurance at discounted rates.

Enroll by calling MetLife at 1-800-GET-MET8 or online, and pay directly to MetLife.

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Employee Assistance Program

• DSM provides coverage to employees and immediate family members – no enrollment required

• Completely confidential• Provided by Magellan Behavioral Health Employee

Assistance Plan (EAP) • Provides 24/7 access to confidential professional

counseling and support to balance:

– Work/life issues– Stress– Family concerns

• Covers five counseling visits with professional counselor

• Referrals provided if long-term treatment is neededPage 40


DSM USA Defined Contribution Plan

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Eligibility You are eligible to contribute to the Plan immediately from your date of hire.

It’s Automatic*

• Contributions are automatically deducted from your paycheck;• You are automatically enrolled for a 3% contribution of your base pay;• You may change your contribution at any time; if you save less than

10%, you’ll be automatically enrolled in the automatic increase program.

*Note: if you wish to contribute a percentage to the Plan other than 3%, or if you choose to decline participation entirely and opt out of the automatic enrollment process, log on to Fidelity at www.401k.com or call Fidelity at 1-800-835-5095.

Matching Contributions

DSM matches your contributions — 100% company match up to the first 3% that you contribute — and 50% company match for up to the next 3% that you contribute.

Employer Contribution

For non-bargained employees, DSM automatically makes a contribution to your plan account equal to 5% of your annual base pay even if you do not participate in the Plan; this contribution is credited to your account based on your paycheck frequency.

Employee Contribution

You have a choice of before-tax, traditional after tax, or Roth contributions; it’s your choice.

http://www.401k.com/



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IRS Limits • You may contribute between 1% and 100% of your base pay to the Plan, however, the IRS places limits on your contributions as follows:

• 2015 pre-tax and Roth combined contribution limit is $18,000• If you are age 50 or older you may also contribute $6,000 in “catch-up”

contributions. *Note: See below for other IRS limits

Vesting • Employee contributions and their earnings are 100% immediately vested;

• Company match and their earnings are 100% immediately vested;• Employer 5% contributions and their earnings are vested according to

the schedule shown below:

Employer 5% ContributionsVesting

Years of Service Vesting Percentage 1 0% 2 0% 3 100%

*Note: Other IRS limits include Annual Additions which cannot exceed the lesser of: 100% of your pay or $53,000. Annual additions include pre-tax contributions; after tax contributions, Roth contributions, Company contributions and Company match.



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Investment Options Available to You

• The Plan offers a wide variety of investment options: - Lifecycle Funds called the Fidelity Freedom Funds; - A core group of funds to build your own portfolio including managed income account; bonds; domestic equities and international global equities; - Brokerage Link for those who want to actively manage their own investments.

Fidelity Freedom Funds

• These funds provide an automatic investment mix that becomes continually more conservative as time goes on. You pick the fund with the year that’s closest to the year you plan to retire.

• The Freedom Funds are also the default investment option if you do not choose a fund for your account balance.

Building Your Own Portfolio

• From conservative investments to more aggressive investments;• More than 15 different options including an index fund

Brokerage Link

Gives you expanded investment choices and the opportunity to more actively manage your retirement contributions. Additional fees apply to a brokerage account; call Fidelity for more information: 1-800-835-5095.

Questions? Call Fidelity at 1-800-835-5095

FOR INTERNAL USE ONLYDSM USA Defined Contribution Plan

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Loans • Generally, the Plan allows you to borrow up to 50% of your vested account balance;

• You may have 2 loans outstanding at a time (2 loans are permitted only if one of the loans is for the purchase of your primary residence);

• The cost to initiate a loan is $50. The fees will be deducted directly from your plan account.

In-Service Withdrawals

• Withdrawals are generally permitted when you terminate your employment, retire, reach age 59 1/2 , become permanently disabled, or have a severe financial hardship as defined by the Plan.

• Withdrawals are subject to income taxes and possibly an early withdrawal penalty. Roth withdrawals are subject to age 59 ½ AND having made the first contribution to the Plan at least 5 years prior to withdrawal (penalties for early Roth withdrawals include earnings becoming taxable).

When You Leave DSM

• When you leave DSM, your account goes with you; • If your vested account balance is greater than $5,000 (excluding any

rollover account balance) you can leave your account in the Plan;• If your vested account balance is equal to or less than $1,000 it will

automatically be distributed to you.• If your vested account balance is greater than $1,000 but not more than

$5,000, you will be notified that your entire vested account balance will be transferred to an Individual Retirement Account (Rollover IRA), unless you request either a cash distribution or a rollover distribution of your choice.


What’s Next• We encourage you to explore My

DSM Benefits now to prepare for enrollment

• The site is your key resource for benefits information as follows:– Benefits Enrollment Guide

(includes Enrollment Checklist)– FAQs– Sites to enroll in health and

welfare benefits and access your 401(k) plan account

– Vendor contact list – once enrolled

• Locate in-network providers for medical, prescription drugs, dental and vision

• Access to tools to help you choosePage 45

Be sure to check out all that myDSMbenefits.com has to

offer!


What’s Next• Enroll within 30 days of your hire date (or initial

eligibility) by going to myDSMbenefits.com before your enrollment deadline and clicking the link to enroll as a new hire or if you have a life event in 2015

• Change or stop the automatic 401(k) plan deduction

• Designate beneficiaries for life and AD&D coverage

• Provide Evidence of Insurability (EOI) if required for any optional life insurance or “Buy-up” LTD coverage

• Review your 2015 Benefits Summary online and save a copy for your records

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Enrollment is easy!

When you go online to enroll for the first time, you will need to create a User ID and password to login to the enrollment site.


What’s Next• Look for ID cards from:

– BCBS for medical and Express Scripts for prescription drugs if you enroll in a DSM medical option

– WageWorks if you are enrolling in an FSA or HSA

– Delta Dental if you are enrolling in dental

• No ID card for vision

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What’s Next• Set up HSA if enrolling in the CDHP for 2015

• Respond to requests for documentation you will receive in the mail when enrolling dependents

• Check your paycheck to confirm it reflects your benefit choices

• If you have questions or need help enrolling, call the DSM Benefits Center,1-866-353-9740, Monday through Friday, 9 a.m. to 7 p.m. Eastern Time

• Look for your enrollment package from Fidelity

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If You Don’t Enroll• If you don’t enroll within 30 days of your hire date, you will be

enrolled in core benefits for yourself only – if you have dependents, they will not be covered

• You will not be able to change your elections until the next annual enrollment unless you have a life event or are eligible for special enrollment rights

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Core Benefits

Medical – Consumer Directed Health Plan for employee only

Core Long-term Disability

Basic Life Insurance – 2x annual base pay

Employee Assistance Program

Basic AD&D Insurance – 2x annual base pay

Healthyroads Wellness Program

Short-term Disability Business Travel Accident

Note: DSM Engineering Plastics Bargaining Unit employees are not eligible for Basic AD&D Insurance and Long-term Disability.


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Questions? When should

you call?

- General benefits questions- Make your benefits elections, via telephone

- Employee information- Payroll- Policies and procedures- Escalated benefit issues

HR Shared Services CenterRepresentatives are available Monday – Friday, from 8 a.m. to 5:30 p.m. ET at 1-866-582-4777, or email [email protected]

DSM Benefits CenterRepresentatives are available Monday – Friday, from 9 a.m. to 7 p.m. ET at 1-866-353-9740


In Closing

Thank you!

We hope you learned a lot about DSM benefits

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For more information, please visit myDSMbenefits.com

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Documents

FOR INTERNAL USE ONLY 2015 DSM Benefits. FOR INTERNAL USE ONLY What We Will Cover Today Summary of DSM Benefit Choices Eligible Participants Medical Wellness