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Hertz 2017-2018

Custom Benefit ProgramEnrollment Guide for Hawaii New Hires

If you are covered by a collective bargaining agreement that has not provided for participation in all or some of the benefits provided as part of the Custom Benefit Program, certain portions of the enclosed Enrollment Guides will not apply to you. Please refer to your labor agreement or contact your Human Resource Business Partner for

further information about the benefits available to you and any limitations or restrictions on eligibility.

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Welcome to Hertz! We’re excited to have you on board.

Hertz is proud to offer you a wide range of coverage choices and resources to help you choose well and live well. In this guide, you’ll find the information you need to make informed choices about your benefits. For additional resources and coverage details, visit www.hertz.com/benefitsplus.

Explore your options and choose the benefits that work best for you. The benefits you choose now will be in effect through June 30, 2018.

KNOW YOUR DEADLINE

You’ll find everything you need to enroll, including your personalized rates and enrollment deadlines, on BenefitsPlus—your one-stop spot for benefits information. Your enrollment period is your only chance to enroll in benefits until the next Open Enrollment period, unless you experience a qualifying life event, such as marriage, birth/adoption, or a change in employment status.

The benefits you choose now will be in effect through June 30, 2018.

KNOW WHO IS ELIGIBLE

• You, if you work at least 20 hours per week.

• Your child(ren) (including any legal stepchild, adopted child, or foster child) up to age 26.

• Your legal spouse/domestic partner.

When Will Your Benefits Become Effective?

Your benefits become effective on the first day of the month following 28 days of continuous employment. For example:

• If you are hired June 15, your benefits become effective August 1.

• If you are hired August 1, your benefits become effective September 1.

Choose Your Benefits.Enroll by Your Deadline.

Four Stepsfor a Hassle-free Enrollment.

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Enrolling a New Dependent

If you enroll a new dependent(s), you may be asked to provide documentation to verify dependent eligibility.

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CHOOSE WISELY

• Understand your options.

Review the benefit plans so you can make informed decisions.

• Take the time to compare your medical plan options.

Before you enroll, take time to compare the Hertz medical plan options and see how the costs stack up. Visit the BenefitsPlus website at www.hertz.com/benefitsplus to see how much you can expect to pay for each medical plan option.

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ENROLL ONLINE

• Go to www.hertz.com/benefitsplus.

• Log on. On your first visit to BenefitsPlus, you’ll be prompted to enter your Employee ID as your user ID and the month and year of your birth (six digits: MMYYYY) as your password. You can find your Employee ID on your pay stub.

Then, you will create a new password of your choice using the standards below:

– Must be 8–20 characters long

– Must contain three of the following four types of characters: numbers, uppercase letters, lowercase letters, characters such as !, @, #, $

• Click on the “New Hire Enrollment” task in the Worklist to get started.

• Print the confirmation of your benefit elections for your records once you have completed your enrollment. Remember: You must click “Submit” or your elections will not be saved!

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No Enrollment = No Coverage

If you don’t enroll during your new hire enrollment period, the only coverage you will have for the 2017-

2018 plan year is Employee Life Insurance at one times your base annual pay. This is your only opportunity to enroll in benefits for the plan year unless you experience a qualified life event (such as marriage, birth/adoption, or a change in employment status). Take the time to get the benefits you need for you and your family.

IMPORTANT! Confirm your benefit selections. After you enroll, be sure to print the confirmation page for your records. Review it carefully to make sure your benefit elections are listed correctly. If you see any errors, you may log back in to BenefitsPlus to make changes or corrections up until your enrollment window closes.

Four Stepsfor a Hassle-free Enrollment.

Communication Preferences

When you log on to enroll or change your benefit elections, you’ll be asked how you prefer to receive future

benefits communication: print/mail or email. Make your choice and receive benefits communication the way it is most convenient for you. You can go to BenefitsPlus at any time to change your preference.

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You can earn up to $350.

Any covered adult (18 and older) can earn rewards from either Kaiser Permanente medical plan by completing the following activities:

• Complete the online total health assessment, Succeed®, to receive a $200 Visa® reward card.

• Complete up to three healthy lifestyle programs to receive an additional $50 Visa® reward card for each completed program. The healthy lifestyle programs are free, interactive, and personalized to empower you to take charge of your own health and reshape your lifestyle.

Get started today by going to my.kp.org/hertz/healthworks and navigate to the total health assessment and healthy lifestyle programs.

Wellness Incentives

Manage your benefits anytime, anywhere with these

easy-to-use apps.

• Kaiser Permanente: Email your doctor’s office, view lab results, and more. Download the app at www.kp.org.

• EyeMed: Search for network providers, access your ID card, save prescription information, get answers to your questions, and more. Go to www.eyemed.com.

• Health Advocate: Cost comparisons and one-touch calling.

QUESTIONS?

Visit www.hertz.com/benefitsplus to learn more or call AskHR at 1-800-654-3373.

Benefits on the Go!

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Hertz is proud to offer you quality medical coverage at an

affordable price.

You have two medical plan options, both administered by Kaiser Permanente Hawaii. They both cover the same services but each plan pays for care a little differently.

WHICH MEDICAL PLAN SHOULD I CHOOSE?

Choosing the right medical plan may seem overwhelming at first. Take time to consider your medical needs, your budget, and what features are most important to you in a health plan.

FlexibilityIf you need more flexibility in choosing medical providers, you may want to consider the Kaiser POS Plan, which covers out-of-network providers.

PriceCosts for in-network care for both the Kaiser HMO and Kaiser POS Plans are similar, but you will have a higher out-of-pocket maximum with the Kaiser HMO Plan. See the chart on page 10-11 for details.

Medical Coverage

COMPARING MEDICAL PLANS

Both Plans• Cover the same medical services and use Kaiser providers for

in-network care.

• Cover in-network preventive care at 100%.

• Offer access to the same health care management programs and resources.

• Give you the opportunity to earn wellness incentives.

What’s the difference?

• The providers you can use. With the Kaiser POS Plan, you can choose to use out-of-network providers but you will receive greater cost savings when you stay in-network. With the Kaiser HMO Plan, only Kaiser providers are covered.

• Your deductibles and out-of-pocket maximums. With the Kaiser POS Plan, you’ll pay a deductible if you choose out-of-network providers. The Kaiser HMO Plan has a higher out-of-pocket maximum.

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Kaiser HMO Kaiser POS

In-network In-network Out-of-network

WHAT YOU PAY

DeductibleYour costs for care must total this amount before you and the plan share costs.

Employee Only $0 $0 $100

Family $0 $0 $300

Out-of-pocket Maximum

When your costs reach this amount, the plans pay for 100% of your eligible expenses for the rest of the plan year.

Employee Only $2,500 $2,000 $2,000

Family $7,500 $6,000 $6,000

Doctor’s Office Visit Primary Care Physicians or Specialists $20 copay $20 copay 20% after your deductible

Preventive Care Wellness Visit/Exams and Screenings No copay No copay 20% after your deductible

Emergency Room $100 copay $100 copay $100 copay

Hospital Inpatient Services

10% of applicable charges,

no deductible

10% of applicable charges,

no deductible

20% after your deductible

Basic Laboratory and Imaging $10/day copay $10/day copay 20% after your

deductible

Specialty Laboratory and Imaging (CAT scan, MRI, etc.)

10% of applicable charges,

no deductible

10% of applicable charges,

no deductible

20% after your deductible

Medical Plans

Take a closer look at how the two medical plan options stack up.

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Pharmacy Benefits

Kaiser manages the pharmacy benefits for both medical

plan options.

Here’s what you will pay for prescription drugs.

Kaiser HMO

Kaiser POS

In-network Only In-network Out-of-network

WHAT YOU PAY

GenericMaintenance $3 copay $3 copay

The plan pays 80%

after deductible, but you will not pay less

than the in-network

copays at left

Generic Other $10 copay $10 copay

Brand $45 copay $45 copay

Specialty $200 $200

Mail Order Two drug copays for a 90-consecutive day supply

Dental Plans

HDS Plan 1 HDS Plan 2

WHAT YOU PAY

DeductibleEmployee Only $25 $75

Family $75 $225

WHAT THE PLAN PAYS

Annual Maximum Benefit

Per covered individual $1,200 $1,500

Diagnostic & Preventive Care

Exams, cleanings, X-rays, fluoride1, space maintainers, and sealants2

100%, no deductible

100%, no deductible

Basic Restorative Care

Amalgam and composite (front teeth only) fillings Root canals, periodontal scaling, and periodontal maintenance2

80% 80%

Major Restorative Care

Crowns and gold restorationsFixed bridges, dentures, and implants2

50% 50%

OrthodonticsPer eligible dependent child Not covered

50% ($1,500 lifetime

maximum)

You can choose from two dental plans, each administered

by Hawaii Dental Service.

1 For high-risk patients only. 2 Within plan limits.

Note: This chart is only a summary of your dental benefits. For complete details, refer to the Hertz Dental Plan brochure or the Summary Plan Description (SPD) on BenefitsPlus.

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Vision Plan

In-network Out-of-network1

WHAT YOU PAY

Annual Exam $20 copay $20

WHAT THE PLAN PAYS

Frames(Every 2 years; resets every other July)

Up to $140, then a 20% discount on remaining balance Up to $140

Eyeglass Lenses(In lieu of contacts; resets in July of each year)

The full cost after your copay

Single vision, bifocal, trifocal: $25

Standard progressive: $90

Adult polycarbonate: $40

Children’s polycarbonate2: $25

The full cost after you pay

Single vision, bifocal, trifocal: $25

Standard progressive: $90

Adult polycarbonate: $40

Children’s polycarbonate2: $25

Contact Lenses(Allowance includes materials only; every year in lieu of eyeglass lenses; resets in July of each year)

Conventional: $105 allowance, 15% off balance over $105

Disposable: $105 allowance

Medically necessary: Paid in full

Conventional and Disposable: $105

Medically necessary: Paid in full

Laser Vision Correction(LASIK or PRK)

Discount of 15% off retail cost or 5% off promotional prices

from U.S. Laser Network

N/A

1 You pay for services upfront and file for reimbursement. 2 For dependent children up to age 18.

Get the Most from Your Vision Benefits

You’ll pay less when you use an EyeMed network provider. The network includes independent providers and national retailers, such as Target Optical®, LensCrafters®, and many Pearle Vision® locations.

Note: This chart is only a summary of your vision benefits. For complete details, refer to the Vision Plan Highlights brochure or the Summary Plan Description (SPD) on BenefitsPlus.

EyeMed is our vision plan provider.

Flexible Spending Accounts (FSAs)

FSAs let you set aside pre-tax money from your paycheck

to help pay for out-of-pocket health care and/or dependent

day care expenses.

You decide how much to contribute tax-free to your FSA for the plan year (July 1 through June 30). Then, you use the money in your account to reimburse yourself for eligible expenses.

HEALTH CARE FSADEPENDENT CARE FSA

Daycare and After-school Care Programs

Who Can EnrollAny eligible employee, regardless of medical

plan enrollment

Employees with eligible dependents (children up to

age 13, or disabled/elderly tax dependents)

How Much You Can Contribute for the Plan Year

$2,600 $5,000 (or $2,500 if married and filing separately)

Common Eligible Expenses

Out-of-pocket health care expenses, such as

deductibles, copays, coinsurance, prescription drugs, dental, and vision

expenses for you and your eligible dependents

Daycare or after-school care programs for dependent

children up to age 13, or for disabled or elderly dependents, so you and your spouse can work or

go to school

What Happens to Money You Don’t Use

You must incur expenses by September 15, 2018, and file claims by December 31, 2018. Under IRS rules, you forfeit any

money left in your account after the plan deadlines.

Note: This chart is only a summary of your FSA benefits. For more details and a list of some reimbursable expenses, refer to the Summary Plan Description (SPD) on BenefitsPlus.

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Financial Security

We’ve got you covered.

Financial security benefits offer you peace of mind. You

can relax knowing that your family will be protected in the

event of a death, serious illness, or accident.

LIFE INSURANCE

Pays a benefit to your beneficiary if you die.

COMPANY-PAID: Basic Life equal to one times your base annual pay1 up to $1.5 million without proof of good health.

YOU CAN ELECT: Supplemental Life up to six times your base annual pay. When you enroll during your initial enrollment period, you will not need proof of good health for any coverage amount up to the lesser of five times your base annual pay or $300,000. There is a maximum coverage amount of $3 million (combined Basic and Supplemental Life).

See www.hertz.com/benefitsplus to learn more.

DEPENDENT LIFE INSURANCE

Pays you a benefit upon the death of a covered spouse/domestic partner or child.

YOU CAN ELECT: Coverage options ranging from $10,000 to $100,000 for a spouse/domestic partner. Spouse/domestic partner coverage up to $50,000 is guaranteed; beyond that, you must prove their good health to Aetna. You can elect coverage for your child(ren) from $5,000 to $15,000 without any proof of good health.

LONG-TERM DISABILITY (LTD)Provides a monthly benefit that replaces a portion of your income after 26 weeks of total disability.

YOU CAN ELECT: One of two options: Coverage equal to 50% of your monthly base pay (up to $13,000 per month) or 60% of your monthly base pay (up to $16,000 per month). With either option, you can pay premiums with pre-tax paycheck contributions, which would make your benefit taxable, or with after-tax paycheck contributions, which would make the benefit tax-free. If you waive or end coverage, you will have to prove your good health to the insurance company if you enroll or re-enroll in the future.

ACCIDENTAL DEATH & DISMEMBERMENT (AD&D)Pays a benefit if you or a covered dependent dies or suffers a covered injury in a covered accident. You can cover yourself and your family.

YOU CAN ELECT: Coverage options up to 10 times your annual base pay or $750,000, whichever is less. You pay premiums with pre-tax paycheck contributions.

1 Base annual pay means annual pay excluding overtime, incentive pay, bonuses, and any other forms of special compensation. For commission salespeople with more than one year of service, base pay equals 80% of the prior year’s annualized Hertz W-2 earnings.

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Contacts & Resources

BENEFITSPLUS www.hertz.com/benefitsplus

Enroll or make changes using BenefitsPlus. Visit the website often to get the facts about your benefits and answers to your questions.

ASKHR 1-800-654-3373

For Hertz benefit questions, call AskHR from 8 a.m. to 6 p.m. Central Time, Monday through Friday.

KAISER MEDICAL COVERAGE my.kp.org/hertz

Kaiser Permanente’s website helps you make the most of your medical plan.

• Review your claims• Find medical providers• Estimate treatment costs• Email your doctor’s office

• View lab results• Schedule routine appointments• Refill prescriptions

You can even download their mobile app to manage your health on the go.

HAWAII DENTAL SERVICE www.hawaiidentalservice.com

Find in-network dental providers, learn exactly what’s covered, and estimate your costs for care.

VISION COVERAGE www.eyemed.com 1-866-723-0513

Find network vision providers, plan details, and review your claims.

AETNA LIFE 1-800-523-5065

Contact Aetna for information about employee life and dependent life insurance claims.

SUN LIFE FINANCIAL www.sunlife.com/us 1-877-424-0929

Contact Sun Life for information about short-term and long-term disability coverage.

HEALTH ADVOCATE www.healthadvocate.com/hertz 1-866-695-8622

Your Health Advocate can help you understand your benefits, find the right provider, schedule appointments, and assist you with claims or billing problems for your family.

Summary Health Information and Important Legal Notices

Hertz provides key summaries of its benefits, as well as related legal notices, online. Go to www.hertz.com/benefitsplus to review or download them (you can also call AskHR at 1-800-654-3373 to request a paper copy).

Here is what’s available:

• Summaries of Benefits and Coverage (SBCs): Overviews of each medical plan

• Summary Plan Description (SPD): A detailed look at The Hertz Custom Benefit Program

• Health Insurance Marketplace Coverage Notice

• The Women’s Health and Cancer Rights Act notice, HIPAA privacy notice, Medicare Part D creditable coverage notice, Notice of Special Enrollment Rights, and more

Manage your benefits anytime, anywhere with these

easy-to-use apps.

KAISER PERMANENTE

Email your doctor’s office, view lab results, and more. Download the app at www.kp.org.

EYEMED Network providers, your ID card, prescription information, answers to your questions, and more.

HEALTH ADVOCATE Cost comparisons and one-touch calling.

Mobile Apps

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This brochure contains highlights of the Hertz benefit plans for the 2017–2018 plan year and constitutes a Summary of Material Modifications (SMM) to your Summary Plan Description (SPD). Keep this brochure with your SPD for future reference. If there is any discrepancy between the information provided in this brochure and the official plan documents, the official plan documents, as interpreted by the plan administrator, will govern. The Hertz Corporation reserves the right and discretion to interpret the terms of its benefit plans and to amend or terminate the plans at any time.

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