Norton Benefits

7/30/2019 Norton Benefits

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Employee Benets GuideReal benefts. Remarkable value.

2013


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Important

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Open enrollment awareness bonanzaschedule

A schedule with details and times will be posted on the OpenEnrollment page on Nsider and at each acility the week prior to theawareness bonanza.

Monday, Oct. 22, 2012

Kosair Childrens Medical Center BrownsboroNorton Brownsboro HospitalWatterson Tower

Tuesday, Oct. 23, 2012

Norton Audubon HospitalNorton Healthcare Pavilion

Wednesday, Oct. 24, 2012

224 E. Broadway buildingGray Street Medical BuildingNorton Suburban Hospital

Thursday, Oct. 25, 2012

Childrens Hospital Foundation BuildingCommunity Health Building (First and Chestnut streets)Kosair Childrens HospitalMedical Towers SouthNorton Cardiovascular Associates Springs

Friday, Oct. 26, 2012

Norton Hospital

Monday, Oct. 29, 2012

Norton Hospital caeteria

Open enrollment education andhelpful resources

To ensure you have access to benets inormation when itsconvenient or you, 2013 benets inormation is available in a varietyo methods:

View the electronic version o this guide prior to makingenrollment elections. The electronic version is available 24/7 onNsider and the Employees page on NortonHealthcare.com. Itincludes embedded videos that will walk you through the guide.

Visit the Open Enrollment page on Nsider.

View Humana Smart Summaries or a history o your claims usage.

Use the medical plan selection tool at www.MyBenefitsPlanner.com .

Call the Humana hotline at (888) 393-6765, available Mondaythrough Friday rom 8 a.m. to 8 p.m.

Take advantage o a one-on-one personal enrollment consultationwith a beneits education specialist by calling the Norton ServiceCenter at (502) 629-8911, option 2, or (502) 629-BENE (2363).

Dont orget you must enroll to have benets in 2013;open enrollment ends Nov. 16 at 5 p.m.


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We are pleased to offer a wide variety of benets plans foryou and your family members. While reviewing this guide, pay

special attention to the areas highlighted in gray.

Important things to remember:

You must enroll within 31 days o your date o hire.

I you do not enroll within 31 days, you will not have beneits except basiclie insurance and basic long-term disability, which Norton Healthcare

provides to eligible employees at no cost. No other option is availableor enrolling except during annual open enrollment in the all or i youexperience a qualiying event status change.

I you have a qualiying event status change, you must submit a BeneitsEnrollment/Change orm with your requested beneits changes within 31days o the event.

Use the Benefts Enrollment area oEmployee Sel-Service on Nsider toenroll in benets.

Employee Sel-Service is available 24/7 and can be accessed rom anyon-campus computer.

Remote access rom o campus requires a ree sotware download. Foradditional details about remote access, see page 41. Call the Norton ServiceCenter at (502) 629-8911, option 1, i you need urther assistance.

Enrollment education and helpful resources

To ensure you have access to benets inormation when its convenient or you,enrollment inormation and assistance is available in a variety o methods:

View the electronic version o this guide prior to making enrollmentelections. The electronic version is available 24/7 on Nsider and theEmployees page on NortonHealthcare.com. It includes embedded videosthat will walk you through the guide.

I you already have a Humana medical plan, view Humana Smart Summariesor a history o your claims usage.

Important

Dont orget you must enroll within 31 dayso your date o hire to have benets in 2013.

New and rehired employees Welcome to your 2013 benets


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Important

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Benets communicationsThe Benets Department works to keep you inormed about yourbenets. It is important that you read all communications sent to you.Inormation about benefts and enrollment are provided in multiple ways:

Norton eNews Today, a daily email that also is posted on Nsider

Letters mailed to your home when important changes are being made

Emails to your Norton Healthcare email address about speciic

beneits you are enrolled in Articles published in Connect, Norton Healthcares employee magazine

Remember, its your responsibility to read all the communicationssent to you. We want to keep you up-to-date on the latest inormationabout the remarkable value oered by our benets.

Personal information updates

It is important that your personal inormation is accurate andup-to-date. Beore starting the enrollment process, review it and makeall necessary updates. Go to the Human Resources page on Nsideror instructions on how to make changes. I you need assistance, callthe Norton Service Center at (502) 629-8911, option 2.

Check your mailing address. A correct address expedites mailingsrom Norton Healthcare and handling o W-2s. When changes aremade, they are relected on the next pay voucher.

Veriy your personal inormation. Check the Social Securitynumbers and dates o birth or you and your dependents, yourmarital status and other inormation.

Make sure beneiciary elections are up-to-date. Beneiciariesshould be assigned to the 401(k) or 403(b) plan (accessed via thePrincipal Financial Group link on the Human Resources page onNsider) and basic lie and supplemental lie insurance (accessedthrough Employee Sel-Service). I beneiciaries are not listed orthese beneits, the unds will be paid to your estate upon death.

To complete your benefts enrollment or make benefts changes,ollow these steps:

1. Go to MyHR on Nsider.

2. Click on Employee Sel-Service at the bottom o the page.

3. Enter username (AHSN) and password.

4. Click Login.

5. Click on Employee Sel-Service.

6. Click on Beneits.

7a. Click on Beneits Enrollment i you are completingannual open enrollment.

7b. Click on New Hire Enrollment i you arecompleting new hire enrollment.

8. Follow the instructions.

9. A conirmation email will be sent to your Norton Healthcare emailaddress within 60 minutes o submitting your enrollment. I youdo not receive an email, call the Norton Service Center at(502) 629-8911, option 2.

To complete your benets enrollment, you must:

Veriy and update dependent inormation.

Click Submit. Print your Beneits Elections Page as proo o your enrollment.

To enroll in or modiy your retirement plan elections:

1. Go to the Human Resources page on Nsider.

2. Under Benefts Providers, select Principal Financial Group.

Staying informed


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Am I eligible for employee benets? All employees who are statused to work at least 32 hours(.4 FTE) per pay period are eligible or Norton Healthcaresstandard beneits suite, which includes medical, dental, vision, lieinsurance, disability plans, voluntary beneits and perks.

Employees who are statused to work less than 32 hours(.4 FTE) per pay period and registry employees are eligible orNorton Healthcares medical plan options and several employee

perks, including Norton Concierge Services, caeteria discounts,outpatient services discount, 529 College Savings Plan and U.S.Treasury Securities.

All employees are eligible to participate in Norton Healthcarestraditional and Roth 403(b) or 401(k) retirement savings plans.

Are my dependents eligible?

Employees legal spouses and children younger than age 26 are

considered eligible dependents. Mentally or physically disabledchildren older than age 25 are eligible i the disability occurred beoreage 26. Children include biological and adopted children and anyother dependent children, such as stepchildren or oster children.Legal documents are required or eligibility. For more inormation,call the Norton Service Center at (502) 629-8911, option 2.

What if I dont want any benets?

Even i you choose to waive all other benets, you still need tocomplete the online benets enrollment through EmployeeSel-Service and waive the applicable plans.

What if I dont want to make anychanges to my current benets?

Even i you are not making changes to your benetschoices, you must re-enroll in all health and welare

What happens if I miss the enrollmentdeadline?

I you do not enroll by the applicable deadline, you will not havebenets or 2013 except basic lie insurance and 50 percent long-termdisability, which Norton Healthcare provides at no cost to eligibleemployees.

What if I change my mind after I enroll?

New employees who wish to change beneitselections ater their initial election may do so bysubmitting a Beneits Enrollment/Change Form tothe Beneits Department within 31 days o their dateo hire or rehire.

Current employees can change their electionsthrough the online open enrollment system anytime

until the end o the open enrollment period onFriday, Nov. 16, at 5 p.m.

When will my elections be effective?

For new or rehired employees, enrollment electionsare eective on the irst day o the month ollowingthe date o hire or rehire.

Beneits elections made during open enrollment willbe eective Jan. 1, 2013, i submitted by Friday,Nov. 16, at 5 p.m.

I you are making changes due to a change in employment status(rom ull-time to part-time or vice versa, or rom registry toull-time or part-time), these elections will be eective thebeginning o the pay period ollowing the employment statuschange.

I you are making changes due to a qualiying event status change

Frequently asked questions


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Can I make changes during the year?Only those employees with a qualiying event status change mayadd or drop coverage or change coverage levels (e.g., employee only,employee plus spouse, etc.). However, changing plans (e.g., PCA toPPO) is not possible until the next open enrollment period.

Qualiying event status changes may include:

Marriage, divorce, legal separation, annulment or death o a spouse

Birth, adoption or death o a dependent child The beginning or end o an employees or spouses employment

A change in your or your spouses beneits eligibility status (e.g., areduction or increase in hours o employment that may occur whenswitching between part-time and ull-time, or the start or end o anunpaid leave o absence)

A dependent child becoming eligible or ineligible or coverage

You, your spouse or a child becoming ineligible or other coverage A court order requiring you, your spouse or a ormer spouse toprovide coverage or a child

Entitlement to Medicare by yoursel, your spouse or a dependentchild

Note: When adding dependents, legal documentation will be requiredto veriy dependent status.

Qualiying event status changes must be requested within31 days rom the date o the event. Reer to the summary plandescription language regarding detailed administration oqualiying event status changes located in the Forms Libraryon Nsider.

What levels of coverage are available with

When does coverage end?I you leave Norton Healthcare or become ineligible or benets:

Coverage under all plans except medical, dental and vision will endon the separation date or the day status changes.

Medical, dental and vision beneits end on the last day o themonth in which status changes or employment ends.

I the hours you are statused to work are reduced to less than 32

hours per pay period (.1 to 3.9 FTE), you may continue medicalcoverage only but must re-enroll to continue the existing medicalplan. Premiums will increase, must be paid monthly and are noteligible or payroll deduction.

For continuation options or all benets plans, reer to the respectivesummary plan descriptions on Nsider.


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Will I get new ID cards?

I you are currently enrolled in Norton Healthcare beneits, dontthrow away your cards! Whether you will keep the same cards orget new ones depends on your beneits choices (see below).

I youre enrolling or the irst time, you will receive ID cards. ID cards are issued/available only or the beneits listed below.

Medical ID cardsNew medical ID cards are issued only i:

Medical coverage is elected or the irst time

Medical coverage level changed (e.g., switched rom employeeonly to employee with children or amily coverage, or vice versa)

A new medical plan is elected

Employees who choose the HDHP plan will receive a card like this.

Employees who choose the PCA plan will receive a card like this.

Employees who choose the PPO plan will receive a card like this.

Employees who choose to have an HSA with the HDHP plan willreceive a separate Visa card or the HSA like this.


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Dental ID cardsNew dental ID cards are issued only i:

Dental coverage is elected or the irst time

Dental coverage level changed (e.g., switched rom employee only

to employee with children or amily coverage, or vice versa)

A new dental plan is elected

Dependents are added or deleted rom the employee withchildren or amily coverage levels o the CompBeneits plan

Employees who choose the PPO or Traditional plan will receive acard like this.

Employees who choose the CompBenefts plan will receive aHumana Advantage Plus card like this.

Flexible spending account cardsAn orange WageWorks Visa debit card will be issued to all employeeswho choose to have a fexible spending account (FSA) in 2013. Thecard can be used to access unds in the FSA account and is valid untilthe expiration date on the card. I the card is misplaced, a new one

can be ordered by calling (877) 924-3967.

Employees who choose to have an FSA will receive a card like this.

Vision ID cardsVision ID cards are not required or services but are available throughwww.vsp.com.

Employees who choose a VSP plan can print a card like this rom theVSP site.

When will I receive my ID cards?

New employees should receive ID cards within14 days o enrolling as long as all o the necessary


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Norton Healthcare offers three medical plans. The

structure and customization of these plans is based

on employee use in previous years. The medical plans

include a choice of high-deductible, low-premium plans

and a low-deductible, high-premium plan.

These choices are available because in 2011 more than

53 percent of Norton Healthcare employees spent less

than $1,000 in medical expenses; 81 percent spent less

than $4,000.

About the medical plans

Three plans are available to choose rom:

High-deductible health plan (HDHP) with health savingsaccount (HSA) option

Personal care account (PCA)

Preerred provider organization (PPO)

As required by the Aordable Care Act, a Summary o Beneitsand Coverage (SBC) or each medical plan is available in theForms Library on Nsider. The SBCs include covered services,excluded services, coverage examples and costs o coverage, such asdeductibles and out-o-pocket limits.

All medical plans are sel-insured by Norton Healthcare.

All are PPO plans using a custom three-tiered beneits structure. All plans cover preventive services at 100 percent under Tier 1 andTier 2.

All plans include reduced co-pays or diabetes medicationsand testing supplies or participants in the Rx or Better Healthprogram.

HDHP with HSA option

All other prescriptions are available at a discounted rate andare credited toward the deductible. Once the deductible is met,prescription co-pays will apply and amounts paid will be creditedtoward the out-o-pocket maximum.

What is an HSA?

An HSA is a health savings account or medical expenses.

Distributions rom this account are tax-ree i used to pay qualiied

medical expenses. Unlike an FSA, unused unds remain in theaccount at the end o the year and accumulate rom year to year.

HSAs are portable; they stay with you i you change employers orleave the workorce.

HSAs are designed to encourage saving or uture health careexpenses. Interest or other earnings on the account are tax-ree.

I unds are withdrawn or nonmedical expenses beore retirementage, penalties may apply.

HSAs are only available to individuals who are enrolled ina qualiied HDHP. These plans have minimum deductiblerequirements as established by the IRS.

HSA contributionsMaximum amounts that can be contributed to an HSA pre-taxeach year:

Single coverage $3,250

All other levels o coverage $6,450

Individuals over age 55 an additional $1,000 catch-upcontribution each year

Those who choose the HDHP plan will receive a HumanaAccess Visadebit card to access HSA unds or eligible expenses.

PCA

Medical coverage


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Prescription co-pays apply based on the prescription.

The RxPlus program, an additional prescription beneit availablewith this plan, reduces the co-pay on certain asthma and diabetesmedications.

PPO

This is a low-deductible plan with higher premiums.

Co-pays apply or physician oice visits, allergy injections and

chiropractic visits. Most other services require the deductible to be met beore theservices are covered.

Prescription co-pays apply based on the medication.

The RxPlus program, an additional prescription beneit availablewith this plan, reduces the co-pays on certain asthma and diabetesmedications.

90-day prescription discountsAll three Norton Healthcare medical plan options include a 90-dayprescription discount plan or maintenance medications.

The 90-day prescription discount program is available via mailorder through RightSource or at participating retail pharmacies.

You will receive cost savings when illing one 90-day prescription(one co-pay) versus three 30-day prescriptions (three co-pays).

Prescription co-pays can be determined by using the Rx Calculatoron MyHumana at www.humana.com or by calling RightSourceCustomer Service at (800) 379-0092.

Rx for Better HealthYour prescription or health and wellnessRx or Better Health is a program designed to improve the health oemployees and amily members who have chronic conditions. Theprogram currently ocuses on managing diabetes.

What are the benefts o participating?

You will receive ree diabetes testing supplies and reducedco-payments on your diabetes medications.

You will meet with a specially trained pharmacist who will workwith you and your physician to manage your diabetes.

Who is eligible?All employees and their amily members who have diabetes, are atleast 18 years old and are enrolled in one o Norton Healthcaresmedical plans

How much does the program cost?It is ree!

How can I learn more about the program?

Visit NortonHealthcare.com/RxBetterHealth.

Call the Rx or Better Health pharmacist at (502) 629-8099.

How do I join?

Call the Norton Healthcare Access Center at (502) 629-1234 orRx or Better Health at (502) 629-8099.


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What does it mean that Norton Healthcareis self-insured?

Being sel-insured means Norton Healthcare pays or all medicalclaims. Humana administers the medical plans.

This allows Norton Healthcare to design the medical plans oeredto employees based on how employees use their health care plans.

The employee premiums and a budgeted amount by NortonHealthcare are paid into a medical insurance und that is generallyadministered by a third-party payer, Humana.

The cost o claims and administration are paid out o the medicalinsurance und. However, i the costs exceed the amount in theund, Norton Healthcare must cover those costs.

Sel-insured, employer-sponsored plans are generally very eicientbecause they can be designed to meet the needs o employees and,as a result, are most beneicial.

What is a deductible?

A deductible is an annual amount o medical expenses or which thecovered member is responsible beore the plan begins paying benets.

What is a co-payment, or co-pay?A co-payment is a xed dollar amount that is paid or a service whenit is received.

What is co-insurance?

Co-insurance is the percentage o covered costs or which the insuredperson is responsible ater the deductible has been paid. For example,i a plan says that an expense is covered at 90 percent ater thedeductible, Norton Healthcare is liable or 90 percent o the cost aterthe deductible and the insured person is responsible or the remaining10 percent.

What does preauthorization of servicesmean?

Preauthorization means that the services will be covered under themedical plan, but it does not guarantee the tier under which the

Norton Healthcare recommends verication o providerparticipation and level o tier coverage prior to every service.

Finding a provider

I you do not have a primary care physician, nding one is as simpleas sitting down at your computer or picking up the phone.

I you are enrolling in a Norton Healthcare medical plan, ollow theinstructions below to nd a participating provider. I you already haveinsurance, call the number on your Norton Healthcare medical plan

ID card and a customer service representative will assist you.

1. Go to www.humana.com.

2. Select Find a Doctor, then select Find a Doctor again.

3. Select Employer Group Plan, located under Search byCoverage & Network.

4. Type in your ZIP code and click Go.

5. SelectYour Network(Norton Healthcare PPO).

6. Choose your search parameters and click Go.

I you are not enrolled in a Norton Healthcare medical plan, call(502) 629-1234 to nd a Norton Healthcare medical provider whoparticipates in your medical plan.

What if I have a dependent child living outof the area or away at college?

All health plans provide in-network Tier 2 coverage i your child is ina Humana/ChoiceCare network service area. Hospital acility servicesmust be perormed in a Norton Healthcare network acility to receivethe highest level/Tier 1 in-network coverage. You may wish to enrollchildren in the health insurance plan oered by their college. Eachcollege can provide more inormation about its health care oerings.


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What coverage is available if Im travelingand need medical care?

True medical emergencies that occur while traveling are treatedas an in-network Tier 1 expense regardless o whether the healthcare provider participates in the plans network. Urgent care

services obtained while traveling are covered at the Tier 1 benetlevel i provided at a Humana/ChoiceCare acility. Urgent care atnonparticipating acilities is covered at the non-network/Tier 3benet level.

How do I know if I have a true medicalemergency?

Remember, our medical plans will not cover the costs o visits

made to an emergency room or care that does not constitute a truemedical emergency. I you cannot reach your regular physiciansoce, HumanaFirst has a ree Nurse Advice Line available 24/7at (800) 622-9529. The nurse can help you determine whetheryou should go to the emergency room, visit a Norton ImmediateCare Center or schedule an appointment with your primary carephysician. The nurse also can answer a multitude o other medicalquestions, such as Is this reaction to a new medication normal? orHow do I change the bandage on my surgical wound?

Nurse Advice Line 24-hour health information, guidance andsupport (800) 622-9529

Norton Immediate Care Centers

Norton Immediate Care Centers treat adults and childrenseeking walk-in medical care or minor illnesses or injurieswhen access to a primary care physician is limited or anemergency room visit is not indicated. Use the NortonMobile

app or call (502) 629-4444 to nd the Norton Immediate CareCenter closest to your home or oce.

Norton Immediate Care Center services

Illnesses

Abdominal issues (nausea,vomiting and diarrhea)

Allergies

Asthma

Colds

Ear inections

Ear wax removal

Eye inections

Headaches

Inluenza (lu)

Rash and skin conditions

Sinus inections

Strep inections Sore throat

Sexually transmitted diseasecare

Swimmers ear

Urinary tract inections

Upper respiratory problems

Injuries

Abrasions, cuts, bruising

Bee stings and insect bites

Burns and sunburn

Eye (oreign body)

Finger/toe nail Fracture care (acutenon-displaced)

Laceration repair

Sprains and strains

Splinter removal

Wound care

Prevention and wellness

Allergy injections

Blood pressure screening

Inluenza vaccinations

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Medical coverage biweekly costsBiweekly costs or employees statused to work 32 hours per pay period or more are deducted on a pre-tax basis unless otherwiserequested.

Option Employee only Employee +

spouse

Employee +

child(ren)

Family

Biweekly

Employees statused to work 64 hours per pay period or more

How to choose a medical plan

Everyones personal circumstances dier, which is why onemedical plan is not suitable or everyone. Here are someactors to consider when choosing a plan:

What medical services do you and your amily use? Current Humana members can view their Smart

Summaries to analyze previous claims. Log onto www.myhumana.com and select ClaimsInormation then Smart Summaries. You canreview 2012 claims and use the planning tools tohelp determine your needs or 2013.

How oten do you use medical services?

How much do you want to pay? Plans that cost less inbiweekly premiums generally require larger paymentswhen medical care is provided.

Request a personal beneits enrollment consultationwith a beneits education specialist by calling theNorton Service Center at (502) 629-8911, option 2.

Use the My Beneits Planner selection tool onwww.mybeneitsplanner.com .

Dont over-insure yoursel!

The Norton Mobile application

or Androids, iPhones and iPads

gives you instant, real-time

access to the largest network o

physicians, hospitals, immediate

care centers and specialty centers

in Greater Louisville all at the

tap o a fnger. Find a doctor near

your current location or access

a large health encyclopedia with

a symptom navigator, recipes,

classes and events. Download the

app at NortonHealthcare.com/

NortonMobile.

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Dont miss out on the opportunity to earn up to $520 per year inwellness credits through the N Good Health Creating a HealthierYou! wellness engagement program. Visit NGoodHealth.com or

details. Review the chart below to see how this credit can impactyour net pay.

Wellness credit impact on total net pay

Section of pay voucherPay voucher without

creditPay voucher with

credit

Earnings

Wellness credit $ 0.00 $ 20.00

Regular $ 1,922.40 $ 1,922.40

Deductions

Humana Dental PPO Pre Tax $ 5.28 $ 5.28

Health Savings Acct Pre Tax $ 40.00 $ 40.00

Norton Healthcare HDHP Pre Tax $ 33.13 $ 33.13

Combined KY Jefferson County Taxes $ 38.12 $ 38.55

Federal Withholding $ 259.91 $ 262.75Federal Social Security EE $ 72.78 $ 73.61

Federal Medicare EE $ 25.13 $ 25.40

KY Kentucky Withholding $ 103.97 $ 105.14

403(b) Plan Pre Tax $ 111.23 $ 111.23

Summary

Total Gross $ 1,922.40 $ 1,942.40

Total Deductions $ 689.55 $ 695.09

Total Net Pay $ 1,232.85 $ 1,247.31

Net savings per pay period* + $ 14.46

Net savings over 26 pay periods* + $ 375.96

*Sample net savings is based on estimated taxes o an employee claiming married status.

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HDHP (with optional HSA)

Norton Healthcare Tier 1In-network

Humana/ChoiceCare Tier 2In-network

Out-of-network Norton Healthcare Tier 1In-network

Up-front benet allowance Annual member benet

(per calendar year) (1)N/A N/A N/A

$500 Employee$1,000 Employee + spouse

$1,500 Employee +child(ren)

$1,500 FamilyPreventive care Annual routine physical

exam and routine child care100% 100% 40% after deductible 100%

Routine mammogram 100% 100% 40% after deductible 100%

Routine lab and X-ray 100% 100% 40% after deductible 100%

Physician services Ofce visits and prenatal

care (2)90% after deductible 90% after deductible 40% after deductible 90% after deductible

Allergy injections 90% after deductible 90% after deductible 40% after deductible 90% after deductible Inpatient services and

allergy serum90% after deductible 90% after deductible 40% after deductible 90% after deductible

Outpatient services 90% after deductible 90% after deductible 40% after deductible 90% after deductible

Hospital services Inpatient care

90% after deductible 60% after deductible 40% after deductible 90% after deductible

Outpatient surgery facility 90% after deductible 60% after deductible 40% after deductible 90% after deductible

Outpatient nonsurgicalcare (including diagnostic

lab and X-ray)


Emergency room (6)90% after deductible 90% after deductible 90% after deductible 90% after deductible

Other medical services Physical, speech and

hearing therapy (7)90% after deductible 90% after deductible 40% after deductible 90% after deductible

Chiropractic visits (limit 20visits per year) (7)


Prescription drugs (8) Co-pays for Rx 4 levels:

One/Two/Three/Four

100% after deductible andafter $10/$30/$55/25%



100% after$10/$30/$55/25%

Preventative Rx (9) 100% after $10/$30/$55/25% 100% after $10/$30/$55/25% 40% after $10/$30/$55/25% N/A

New Rx Plus Co-pays for list of asthma

and diabetic drugs (10)N/A N/A N/A 100% after $5/$15/$55/25%

Rx for Better Health Co-pays for diabetes

medications and testingsupplies for members inthis program. (12)

100% after $0/$5/$30/25% 100% after $0/$5/$30/25% 40% after $0/$5/$30/25% 100% after $0/$5/$30/25%

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1919


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PCA PPO


Out-of-network Norton Healthcare Tier 1In-network


Out-of-network

$500 Employee$1,000 Employee + spouse

$1,500 Employee +child(ren)

$1,500 Family

N/A N/A N/A N/A

100% 40% after deductible 100% 100% 40% after deductible



90% after deductible 40% after deductible100% after $25/$40 co-pay

(11)100% after $25/$40 co-pay

(11)40% after deductible

90% after deductible 40% after deductible 100% after $5 co-pay 100% after $5 co-pay 40% after deductible

90% after deductible 40% after deductible 90% after deductible 90% after deductible 40% after deductible





90% after deductible 90% after deductible90% after $150 co-pay and

after deductible90% after $150 co-pay and

after deductible90% after deductible


90% after deductible 40% after deductible 100% after $40 co-pay 100% after $40 co-pay 40% after deductible

100% after$10/$30/$55/25%

40% after $10/$30/$55/25% 100% after $10/$30/$55/25% 100% after $10/$30/$55/25% 40% after $10/$30/$55/25%

N/A N/A N/A N/A N/A

100% after $5/$15/$55/25% 40% after $5/$15/$55/25% 100% after $5/$15/$55/25% 100% after $5/$15/$55/25% 40% after $5/$15/$55/25%

100% after $0/$5/$30/25% 40% after $0/$5/$30/25% 100% after $0/$5/$30/25% 100% after $0/$5/$30/25% 40% after $0/$5/$30/25%

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Norton Healthcare offers three dental plan options.

CompBenets AVK1

The CompBeneits plan is similar to a dental HMO.

This is the least expensive o Norton Healthcares dental plans.

It requires using a dentist rom a list o approved providers.

A list o network providers is available at www.compbeneits.com .Click on Providers/Search and then Find Dental Providers. Next,

select Advantage Plus plans, then complete the screen and clickSubmit.

There is no plan beneit maximum, but most services requiremember co-pays.

A schedule o the current member co-pays is located in the FormsLibrary on Nsider.

Humana PPO Dental

This plan costs more than the CompBeneits plan but less than theTraditional plan.

Humana PPO Dental provides a larger number o in-networkdentists than the CompBeneits plan.

Members have the option to go to any licensed dentist; however,using an in-network dentist generally will provide a greater beneit.

For a list o preerred dentists, visit www.humanadental.com .Click on Find a Dentist, enter ZIP code to search and clickGo. Next choose PPO/Traditional Preerred as the network.Enter your address or search by state and county, and selectGo. Enter your search criteria and select Search.

Annual and lietime maximums apply.

Humana Traditional Dental

This plan charges the highest premium because it covers all dentistsat the same beneit level.

Members can go to any licensed dentist; however, in-networkproviders will accept Humanas contracted payment as payment inull or services. Non-network providers may bill members or thedierence o the actual charges less the payment rom Humana.

For a list o preerred dentists, visit www.humanadental.com .

Click on Find a Dentist, enter ZIP code to search and clickGo. Next choose PPO/Traditional Preerred as the network.Enter your address or search by state and county, and selectGo. Enter your search criteria and select Search.

Annual and lietime maximums apply.

Dental coverage

Go to the iTunes App Store or Android

Market and search MyHumana Mobileto download Humanas mobile app.

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Dental coverage costs

The biweekly cost or each dental plan and level o coverage is listed below and is deducted on a pre-tax basis unlessotherwise requested.

Option Employee only Employee +

spouse

Employee +

child(ren)

Family

Employees statused to work 64 hours per pay period or more

CompBenets AVK1 $ 3.69 $ 7.49 $ 7.52 $ 12.20

Humana PPO $ 5.28 $ 10.71 $ 12.81 $ 16.07

Humana Traditional $ 7.80 $ 15.80 $ 19.27 $ 23.79

Employees statused to work 32 to less than 64 hours per pay period

CompBenets AVK1 $ 5.54 $ 11.23 $ 11.28 $ 18.30

Humana PPO $ 7.92 $ 16.07 $ 19.22 $ 24.10

Humana Traditional $ 10.44 $ 21.16 $ 25.68 $ 31.82

Dental plan summaries

Coverage CompBenets Humana PPO Humana Traditional

Deductible In-network In-network Out-of-network In-network Out-of-network

Deductible Individual Family

N/AN/A

$ 50$ 150

$ 75$ 225

$ 50$ 150

$ 50$ 150

Ofce visit co-pay N/A N/A N/A N/A N/A

Preventive care Exams Cleaning X-rays Emergency

100%No deductible

100%No deductible

80%*No deductible

100%No deductible

100%*No deductible

Basic care Fillings Oral surgery Anesthesia Periodontal

Plan pays balanceafter co-pay is paid

per the schedule80% after deductible 70%* after deductible 80% after deductible 80%* after deductible

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Norton Healthcare offers two vision plans.

VSP Basic

This plan has the lowest premium.

It provides mainly in-network beneits.

Out-o-network beneits are limited.

VSP Plus

This plan has higher premiums.

It covers all vision providers but pays a higher beneit levelor in-network usage.

How to nd a provider

A list o participating providers is available at www.vsp.com.Click on Members, then Find a Doctor to either log in as a

member or continue as a nonmember.

You can access www.vsp.com on

your smartphone.

Vision coverage costs

The biweekly cost or each vision option and level o coverage islisted below and is deducted on a pre-tax basis unless otherwiserequested.

Option Employee

only

Employee

+ spouse

Employee

+ children

Family

VSP Basic $ 0.56 $ 0.90 $ 0.92 $ 1.33

VSP Plus $ 3.41 $ 5.39 $ 5.50 $ 8.86

Vision coverage

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Vision plan summaries

VSP Basic VSP Plus

PPO Out-of-network PPO Out-of-network

Co-pays

Exam 100% (no deductible) $ 45 allowance $ 10 co-pay $ 45 allowance

Single lens 20% discount Not covered $ 10 co-pay $ 45 allowance

Bifocal lens 20% discount Not covered $ 10 co-pay $ 65 allowance

Trifocal lens 20% discount Not covered $ 10 co-pay $ 85 allowance

Lenticular lens 20% discount Not covered $ 10 co-pay $ 125 allowance

Frames

Discounts/allowances 20% discount Not coveredNo co-pay

($ 130 allowance)$ 47 allowance

Lens options (Uncovered lens options are provided at preferred pricing. Savings average 30%)

UV coating and tint 20% discount Not covered VSP preferred pricing Not covered

Scratch resistance 20% discount Not covered VSP preferred pricing Not covered

Polycarbonate 20% discount Not covered

Covered for children;

VSP preferred pricing for adults Not covered

Progressive andanti-reective

20% discount Not covered VSP preferred pricing Not covered

Other add-ons andservices

20% discount Not covered VSP preferred pricing Not covered

Elective contact lenses

Contact lens exam 15% discount onexam only

Not covered 15% discount Not covered

Contact lenses Not covered $ 120 allowance $ 105 allowance

Frequency

Exam Every 12 months Every 12 months Every 12 months Every 12 months

Lenses Not covered Not covered Every 12 months Every 12 months

Contacts (in lieu ofglasses)

Not covered Not covered Every 12 months Every 12 months

Frames Not covered Not covered Every 24 months Every 24 months

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Norton Healthcare provides a variety of affordable life

and accidental death and dismemberment (AD&D)

insurance options. The AD&D portion of the plan

provides benets in the case of death or severe injury

due to an accident. AD&D benets vary depending on

the extent of the injury.

Basic life and AD&D insurance

Eligible employees automatically receive basic lie and AD&Dinsurance.

Coverage is equal to your annual base salary as o theenrollment date.

Coverage will adjust with each salary change.

Minimum coverage is $10,000.

Maximum coverage is $400,000.

Guarantee issue at initial eligibility is $400,000.

Supplemental life and AD&D insurance

Norton Healthcare provides the option o purchasing supplementallie and AD&D insurance.

Coverage is available rom one to our times your base annualsalary.

Coverage will adjust with each salary change. Minimum coverage is $10,000.

Maximum coverage is $1.25 million.

Guarantee issue at initial eligibility is $500,000.

Spouse life and AD&D insurance

You have the option o purchasing spouse lie insurance.

Evidence of insurability

Proo o insurability, including a health questionnaire and possiblyother testing at the expense o the vendor/provider, will need to becompleted prior to approval i:

Lie and AD&D insurance coverage is increased by more than onetime your annual base salary, or

I supplemental coverage is more than $500,000, or

You elect supplemental lie coverage or the irst time and havebeen employed by Norton Healthcare more than 31 days, or

During the year i your salary increase results in the supplementallie insurance coverage total exceeding $500,000, evidence oinsurability will be required or the amount over $500,000.

Will preparation services

With the purchase o supplemental lie insurance, you and your

spouse also receive ree will preparation services. Be sure to takeadvantage o this great service by contacting Hyatt Legal Plans at(800) 821-6400.

Cost of additional life insurance

The cost or supplemental lie insurance is based on your current ageand the dollar amount o coverage. For example, i you are 36 yearsold and choose supplemental coverage o $50,000, the biweekly costis $0.042 x 50 = $2.10.

Employee rates

AgeBiweekly cost

(per $1,000 coverage)

Under 30 $ 0.029

30 to 34 $ 0.038

35 to 39 $ 0.042

40 to 44 $ 0.051

Life insurance/accidental death and dismemberment benets

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To estimate the cost o employee supplemental lie coverage, use the supplemental lie calculation worksheet below.

The supplemental lie and AD&D premium is paid with post-tax earnings and will adjust with each change in salary.

Supplemental Life Calculation Worksheet

Action Item Sample Worksheet

Insert Current age 43

Insert Current hourly pay rate 23

X Annual maximum hours worked 2,080 2,080

= Maximum salary $ 47,840

X Actual FTE .8

= Current annual base salary $ 38,272

X Amount of desired supplemental life 1-4 times salary(Maximum $1.25 million)

2

= Maximum amount of supplemental life available $ 76,544

Rounded Maximum amount available rounded to thenext 1,000

$ 77,000

/ By 1,000 for billable life volume 77

X Actual age rate (from employee rates table) .051

= Estimated biweekly payroll deduction $ 3.93

This worksheet provides an estimation o payroll deductions. Actual deductions will be calculated using inormation inEmployee Sel-Service.

Spouse rates

Option Coverage amount Biweekly cost

1 $ 5,000 $ 0.43

2 $ 10,000 $ 0.85

3 $ 15,000 $ 1.28

4 $ 20,000 $ 1.71

5 $ 25,000 $ 2.13

6 $ 30,000 $ 2.56

7 $ 35,000 $ 2.99

Child(ren) rates

Option Coverage amount* Biweekly cost

1 $ 2,500 $ 0.29

2 $ 5,000 $ 0.58

3 $ 10,000 $ 1.16

*For each eligible child (This amount is reduced i child isyounger than 6 months o age. Reer to the summary plandescription or more details.)

Spouse and child(ren) lie insurance premiums are paid with post-tax earnings.

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Important

Important

If you are unable to work due to illness or injury,

disability insurance provides partial income

replacement.

Pre-existing condition limitations

Limitations or pre-existing conditions will apply or the rst 12months rom the eective date i:

You are electing disability coverage or the irst time

You are increasing the coverage option

The insurance company will not pay or benets or any period odisability caused by, contributed to or resulting rom a pre-existingcondition. A pre-existing condition is dened as any injury orsickness or which you incurred expenses; received medical treatment,care or services, including diagnostic measures; took prescribed drugsor medicines; or or which a reasonable person would have consulteda physician within six months beore his or her most recent eective

date o insurance.

Short-term disability

Norton Healthcare oers eligible employees the opportunity topurchase short-term disability benets.

Two options are available: 65 percent or 75 percent o annualbase salary.

Beneits begin ater the seventh consecutive calendar day odisability.

Beneits are paid or up to 26 weeks (180 days) as long as youqualiy.

Important note regarding short- and long-term disability

Long-term disability

Long-term disability benets begin ater you have been disabled byinjury or illness or 26 weeks (180 days) upon approval o the claim.

Norton Healthcare automatically provides eligible employees withbasic long-term disability insurance equal to 50 percent o basesalary. The maximum monthly beneit is $2,500.

You have the option to purchase additional long-term disabilitycoverage equal to 60 percent o your base salary. The maximum

monthly beneit is $10,000.

Are you approaching age 65? Keep in mind that long-termdisability benets are payable or the length o time thatis greater until you reach your Social Security normalretirement age or or the maximum benet period as listed in

the summary plan description located in the Forms Libraryon Nsider.

Disability benets

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Cost of short-term disability

The short-term disability premium is paid with pre-tax earnings and will adjust with each change in salary. Follow the stepsbelow to estimate the biweekly cost o short-term disability benets.

Short-term disability calculation worksheet

Insert Current hourly pay rate $

X Multiply by annual maximum hours worked 2,080

= Maximum salary $

X Multiply by actual FTE

= Current annual base salary $

/ Divide by 12 months 12

= Current monthly base salary $

Rounded Monthly base salary rounded up to the next $100 $

65 percent benet or 75 percent benet

X Multiply by plan rates 0.0847 0.1281

= Annual cost $ $

/ Divide by 26 26 26

= Estimated biweekly payroll deduction $ $

This worksheet provides an estimation o payroll deductions. Actual deductions will be calculated using inormation inEmployee Sel-Service.

Long-term disability costs

The premium deduction or the additional 10 percent is paid or with post-tax earnings and will adjust with each change in salary.The cost or the 60 percent benet option is calculated using the steps below.

Long-term disability calculation worksheet

Insert Current hourly pay rate $

X Annual maximum hours worked 2,080

= Maximum salary $

X Multiply by actual FTE

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To help you save money on health care and dependent

day care expenses, Norton Healthcare offers exible

spending accounts (FSAs). FSAs allow you to set aside

a specied amount of money through pre-tax payroll

deductions and then use that money to get reimbursed

for eligible expenses. Since the money set aside is

deducted before taxes, it lowers federal and state

income taxes for the year. This tax savings provides

more spendable income.

Example of tax savings

Items With FSA Without FSA

Annual salary $ 37,000 $ 37,000

FSA contribution forday care

$ 2,400 $ 0

Taxable income $ 34,600 $ 37,000

After-tax day careexpense

$ 0 $ 2,400

Federal income tax $ 2,722 $ 3,082

Kentucky stateincome tax

$ 1,690 $ 1,829

Social Security andMedicare tax

$ 1,954 $ 2,090

Spendable income $ 28,234 $ 27,599

Annual tax savingswith FSA $ 635

Based on 2012 ederal and Kentucky state tax rates. Assumes single taxpayer

with two children, fling as head o household and claiming three exemptions.

General FSA FAQs

When are the funds in my FSA availablefor use?

When you elect a health care FSA, your account is unded with theull amount youve chosen at the beginning o the year. As soon asthat happens, its ready to use or eligible expenses.

When you elect a dependent day care FSA, your account is undedas payments are deducted rom your pay each pay period.

How do I use the funds?Both health care and dependent care FSA plan participants can usethese options:

Pay my provider. Have WageWorks send payments directly to yourprovider. For more inormation, visit www.wageworks.com/pmpfaq .

Pay me back. File a claim online, by ax or mail or reimbursement.

Mobile. Use a mobile application to ile a claim rom your

smartphone. Visit www.wageworks4me.com/aboutmobile or details.

Health care FSA plan participants also receive a WageWorks healthcare card, a debit card that looks like a Visa card and can be used to:

Pay or eligible health care expenses at most health care providers,including doctors oices, dentist oices and pharmacies. I theWageWorks health care card is used or services/products that aredierent rom the normal insurance co-pays, purchases may have tobe substantiated by submitting receipts with a Card Use Veriication

(CUV) orm.

Purchase FSA-eligible products rom www.FSAStore.com. Findmore than 4,000 FSA-eligible products, a national providerdatabase o eligible services and an FSA learning center. The siteoers 24/7 customer service, orders are processed and shippedwithin 48 hours, and shipping is ree on orders o $50 or more. Iyou use your FSA debit card to purchase items, there is no need tosubmit receipts.

Flexible spending accounts

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How much may I contribute?

Up to $2,500 a year.

Who is eligible?

All employees and their eligible dependents, including:

Employees spouse

Employees children younger than age 27 as o the end o the

employees taxable year

What if I change employment status in themiddle of the year?

I you incur a change in status resulting in loss o FSA eligibility,you have 90 days rom the status change date to use available unds.Expenses must have occurred beore status change date.

What types of expenses are reimbursable?Expenses not covered by the medical, dental and vision plans.

What are some examples of eligible items?

Items covered include but are not limited to deductibles, co-pays,co-insurance amounts and hearing aids. Some over-the-countermedicines may be eligible i your doctor writes you a prescription orthem on a prescription pad or orm dated on or beore the date you

incurred the expense. This veries that this over-the-counter medicineis prescribed or a known medical condition.

Where can I get a complete list of eligibleexpenses?

For a complete list o eligible expenses, visit www.FSAworks4me.com or www.wageworks.com and click on Eligible Expenses underParticipant Quicklinks

Whats not covered?

Expenses paid by a health care plan

Cosmetic surgery expenses except to improve a deormity

Medical expenses that qualiy or an itemized tax deduction on aederal income tax return

For a complete list o noneligible expenses, visit www.wageworks.comand click on Eligible Expenses under Participant Quicklinks.

Where can I use the WageWorks healthcare card?

Examples include doctors oces, dentists oces, hospitals andpharmacies.

Health care FSA FAQs

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Important

How much may I contribute?

Up to $5,000 a year (or up to $2,500 or those who are married butle a separate tax return).

Who is eligible?

Eligible dependents include:

Children younger than age 13 who are claimed as dependents orincome tax purposes and living in your household more than 50

percent o the year

Adult dependents who reside with you or more than hal theyear and are unable to care or themselves because o a mental orphysical disability and are claimed as a dependent or income taxpurposes

What if I change employment status in themiddle of the year?

I you incur a change in status resulting in loss o FSA eligibility, youhave 90 days rom the status change date to use available unds.

What types of expenses are reimbursable?

Expenses or child care or care o a disabled adult that allows you andyour spouse to work.

What are some examples of eligible items?Eligible items covered include but are not limited to ees associatedwith child care services that comply with all state and localregulations or services providing care or a qualied adult dependent,summer day camp, etc.

Where can I get a complete list of eligibleexpenses?

Whats not covered?

Child care provided by your spouse

Someone claimed as an exemption on your ederal income tax return

Services rendered by a child younger than age 19

Services rendered while you and/or your spouse are not at work

Housekeeping expenses

Dependent day care expenses that are claimed on your ederal tax return

Dependent day care expenses rom a acility that is not a qualiieddependent day care center

For a complete list o noneligible expenses, visit www.wageworks.com

and click on Eligible Expenses under Participant Quicklinks.

The WageWorks health care card is or health care expensesonly and may not be used or dependent day care expenses.

Dependent day care FSA FAQs

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Norton Healthcare has designed FlexTime to provide

you with as much exibility as possible when youneed paid time off. Use FlexTime to enjoy a vacation,

celebrate a holiday or take some personal time or the

occasional sick day. It works like paid vacation. You are

compensated for 100 percent of your base pay. Be sure

to follow your departments approval process to ensure

time off doesnt create stafng or scheduling problems.

FlexTime eligibility

All employees who are scheduled to work at least eight hours a weekcan earn FlexTime. However, new employees may use FlexTime orholiday pay immediately. Registry employees do not accrue FlexTime.

Earning FlexTime

During the year, FlexTime is earned based on the number o hours

paid, up to 80 hours per biweekly pay period. The FlexTime rate isbased on the years o service you have completed, as shown in thechart below. The chart also shows the maximum total amount thatmay be accumulated.

Using FlexTime

FlexTime must be used or all scheduled time o. FlexTime alsoshould be used or all unscheduled time o unless you are using

disability benets. You cannot use FlexTime in conjunction withor to subsidize disability benets to receive 100 percent or more oyour income, and it cannot be used to delay the onset o a short-termdisability claim.

Other time-off benets

Norton Healthcare also provides paid time o or the ollowingsituations:

Time off benets

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Norton Healthcare is committed to helping you achieve

your retirement savings goals.

Enrollment process

Current employees can enroll at any time. Employees o a or-protacility participate in the 401(k) retirement savings plan. Employeeso a not-or-prot acility participate in the 403(b) retirementsavings plan.

All ull-time and part-time new and rehired employeesare enrolled automatically with a 4 percent contribution,unless they take specic action to decline this benet nolater than 45 days rom their date o hire.

To enroll at any time, use one o the ollowing methods:

Visit The Principal online at www.principal.com.

Call The Principal at (800) 547-7754.

Contact one o Norton Healthcares on-site participant counselors: Brad Waterman, (502) 629-2733, option 1, or

[email protected]

Don Edlin, (502) 629-2733, option 2, [email protected]

Auto-enrollment

I you have been enrolled automatically:

Your contribution and the matching contributions you receive romNorton Healthcare will be directed automatically to the RetireViewmoderate asset allocation model.

Your contribution amount will increase automatically by1 percent annually up to a maximum o 10 percent.

You can make changes to your account at any time, includingediting your contribution amount or opting out o RetireView,

The plans oer many eatures and benets to help you set and achieveyour retirement savings goals. Benets:

Reduced taxable income Contributions to the plan are deductedrom pay beore taxes are calculated.

A long-term savings boost Earnings compound tax-deerreduntil they are withdrawn.

Free money Norton Healthcare matches employeecontributions and makes a retirement contribution to help savingsgrow aster.

A broad range o investment options The plan oers a variety

Plan components

Employeecontribution

Automatic payroll deduction

Up to $17,000 a year (2012 IRS limit)

$5,500 catch-up contribution for those over age 50(2012 IRS limit)

Can be designated as traditional, Roth or acombination of both

NortonHealthcares

annualmatchingcontribution*

100% of the rst 4% you contribute

Deposited into traditional 403(b) or 401(k) retirement

savings plans Is based on total contributions, including traditional

and Roth

NortonHealthcaresretirementcontribution*

Employees may receive an additional contribution fromNorton Healthcare based on years of service and eligibleearnings. The longer you work for Norton Healthcare, thegreater your potential contribution.

Example: Assuming equal pay, an employee with 15 years

of eligible service has the potential to receive four times

as much as an employee with 3 years of eligible service.**

*To qualiy or these discretionary contributions, you must complete1,000 hours o service during the W-2 reporting plan year and beactively employed on Dec. 31. **For illustrative purposes only. CallThe Principal, see an on-site participant counselor, or review theSummary Plan Description or additional details.

Planning for retirement

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Roth contributions: Another way to save

Roth contributions allow you to designate some or all o yourretirement plan contributions on an ater-tax basis. This is dierentrom traditional 403(b) or 401(k) contributions, which are made on abeore-tax basis.

Roth earnings grow tax-deerred and are tax-ree upon a qualieddistribution. Traditional, beore-tax 403(b) or 401(k) contributionsare kept in the same plan as ater-tax Roth 403(b) or 401(k)contributions but held in separate accounts. The account statementwill show traditional and Roth 403(b) or 401(k) balances separately.

Traditional 403(b)

or 401(k)

Roth 403(b)

or 401(k)

ContributionsBefore federal andmost state taxes

After tax

EarningsTax-deferred as

accumulatedTax-deferred as

accumulated

DistributionsTaxes due ondistributions

Tax-free for qualieddistributions

For more inormation about Roth contributions, contact one othe Principal Financial Group on-site participant counselors at(502) 629-2733 or log on to www.principal.com and explore thepossibilities o Roth contributions by using the Roth Elective DeerralCalculator. Simply log in to your account and click on the PlanningCenter tab at the top o the page and then select Calculators on thelet-hand side.

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Norton Healthcares voluntary benets offerings

complement the robust benets package with keyprograms that you may enroll in as needed. You can

participate in these plans at any time during the year

with the exception of the Hyatt legal plan, which you

must enroll in within the 31-day benets enrollment

period for new employees or during annual open

enrollment. All of these programs are portable you

can continue coverage even when you retire.

To enroll in these benets, call (502) 629-BENE (2363)

to make an appointment with a benets education

specialist.

Critical illness insurance through Humana

Supplements major medical coverage by helping pay the direct andindirect costs associated with a critical illness or event.

Some covered illnesses/events are cancer, heart attack, stroke,severe burns, occupational HIV diagnosis, major organ transplant(or recipient), kidney ailure and permanent paralysis due toaccident.

Includes $150 annual health screening beneit per person enrolled,up to a maximum o $450. This is paid when an enrolled personhas a health screening, such as a standard lipid panel (totalcholesterol count), mammography, Pap smear or oral cancer

screening. For a complete list, visit www.humana.com.

Available or employee, spouse and/or children.

Beneits are paid tax-ree in a lump sum ranging rom $5,000 to$50,000.

Auto and homeowners insurancethrough MetLife

Whole life insurance through Humana

Provides death beneits to designated beneiciaries.

Builds cash value that can be used while you are living.

Policies are employee-owned, meaning you can take your policywith you at the same rate i you retire or change jobs.

As long as premiums are paid, your rate is guaranteed never toincrease.

Available or you, your spouse, your children and/or yourgrandchildren.

Hyatt legal plan

Provides unlimited telephone advice and oice consultations onpersonal legal matters with a plan attorney o your choice.

Representations are available or a number o legal matters.

Coverage can be started or terminated during the open enrollment

period and will become eective Jan. 1, 2013. It cannot be canceledduring the calendar year.

Accident insurance through Unum

Pays speciic beneit amounts, depending on the severity o theinjury, or covered, nonwork-related injuries or accidents.

Provides a beneit or accident-related out-o-pocket expenses,depending on the severity o the injury, including emergency room

visits, hospitalization and physical therapy. Hospital coninement beneit or sickness is available as an addedoption.

Available or you, your spouse and/or your children.

Voluntary benets

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Important

Employee Assistance Program

The Norton Healthcare Employee Assistance Program (EAP)

provides you and your immediate amily members with confdentialproessional counseling, education and reerral services. EAP canhelp resolve personal issues beore they negatively aect health,relationships or job perormance.

The EAP oers six ree proessional counseling sessions each year oryoursel and each o your immediate amily members through WayneCorp. I you have mental health or substance abuse issues requiringlonger-term counseling or a higher level o care, Wayne Corp. can

provide reerrals to an appropriate provider. Call the EAP 24 hours aday, 365 days a year at (502) 451-8262 or (800) 441-1327.

Appointments are available mornings, aternoons, evenings andSaturdays. To arrange or services or or more inormation, call(502) 451-8262 or (800) 441-1327, or visit www.waynecorp.com.To access inormation online, register by creating a username andpassword. All sessions are condential and can help in coping with avariety o personal issues and situations, including:

24-hour crisis intervention Marital and amily-related issues

Parent-child/adolescent issues

Relationship issues

Depression and anxiety

Emotional distress

Grie and loss Work or school diiculties

Substance abuse

Financial and legal diiculties

The Wayne Corp. website also has inormation on a variety o topics,such as:

Long-term care insurance through Unum

Helps meet the inancial and personal needs that a long-termcare situation can present.

Available options or you and your covered amily membersinclude long-term care acility (e.g., nursing acility, assistedliving, hospice, rehabilitation), proessional home andcommunity care (e.g., home nursing care, therapist).

Coverage is available or you and your amily and is lexible tomeet your needs.

Domestic partner coverage throughHumanaOne

Health insurance plan options or employees domesticpartners.

Domestic partners can select rom a variety o plan types,deductibles and optional beneits that are right or their needs

and budget. Premiums are conveniently paid through payroll deduction,and enrollment is provided through a beneits educationspecialist.

Plan oerings may vary by state. Restrictions and

exclusions may apply.

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Norton Concierge Services

Want the opportunity to save money on thousands o national andlocal products and services? Look no urther than Norton ConciergeServices! Norton Healthcare partners with Abenity, a national discountprovider, to oer thousands o discounts through a user-riendlywebsite.

All new employees receive an email containing login inormation(your AHSN and a password provided in the welcomeemail). Norton Concierge Services can be accessed at http://nortonconciergeservices.employeediscounts.co or on Nsider.

How to use the websiteIts easy to search or a specic item or browse by category or vendorname. The home page has several modules to help nd discounts.These include a eatured partners list, newest oers, special holidayoers as well as:

Local discounts Find local discounts based on the ZIP codeyouve saved to your proile. You can update this any time to indlocal discounts in a new area, like when youre on vacation.

Vendor alerts Stay up-to-date with oers rom certain vendors.

Favorites Save your avorite vendors in an area on the homepage.

Day trips Uses your ZIP code to recommend oers within athree-hour drive.

Featured destinations Displays oers on airare, hotels, carrentals, attractions and restaurants in the eatured city.

Git ideas Provides suggestions or common events.

Ways to save $20 Suggests easy ways to get big savings on thingslike tires, oil changes, movie tickets and restaurants.

How to save

Si kl il t i i t it

Cafeteria discount

All Norton Healthcare employees receive a 25 percent discount inmost hospital caeterias.

Discount on outpatient services

Norton Healthcare provides all employees and their immediate amilymembers (spouse and dependent children) a 20 percent discounton outpatient services perormed at Norton Healthcare hospitals ordiagnostic centers. (This discount is not oered on inpatient services.)

The discount is available regardless o whether you participate in aNorton Healthcare medical plan.

The discount does not apply to procedures perormed at NortonImmediate Care Centers or physician practices.

To take advantage o this discount:

At the time o service, identiy yoursel as a Norton Healthcareemployee or an immediate amily member (spouse and/ordependent child) o a Norton Healthcare employee and request theoutpatient services discount.

A payment will be requested at the time o service rom the provider.

A statement with the remaining balance due (i any) will beprovided ollowing the payment rom your insurance.

Payment can be made by:

Cash, credit card or check A health care PCA, FSA or HSA card

Payment plan through Patient Financial Services

I payment is not received at the time o service, once you receive abill or services you must call Patient Financial Services in order toreceive the discount.

Patient Financial Services also provides inormation on nancialassistance that may be available

Employee perks

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Employee Purchase Program

There may be a time when you need a new computer, fat-screenTV or stainless steel rerigerator but are short on cash. To allow youthe option o purchasing these items through a 12-month payrolldeduction plan, Norton Healthcare has partnered with PurchasingPower to oer eligible ull-time and part-time employees the

opportunity to purchase electronics, appliances and other large-ticketitems through a variety o vendors.

Eligible employees must have:

Completed one year o employment at Norton Healthcare

A minimum salary o $16,000 annually

No current non-beneit payroll deductions (uniorm deduction,garnishments, etc.)

No hardship FlexTime cash-in in the past 12 months

This program is not available or registry employees. For otherprogram details, go to Nsider and search or Employee Purchase.

Adoption Assistance Program

Family is important to Norton Healthcare. That is why the AdoptionAssistance Program is a valued benet or employees hoping to adopt.

All employees who work a minimum o 32 (.4 FTE) hours per payperiod, meet program requirements and have completed their benetseligibility waiting period (rst o the month ollowing date o hireor rehire) are eligible. This benet consists o two primary levels osupport: nancial assistance and a limited paid time o benet. Thenancial assistance benet reimburses or eligible adoption expenses.The paid time o benet provides a maternity equivalent modeledater the short-term disability program. For program details, go toNsider, click on Policy Library and search or Adoption Assistance.

counseling, homebuyer education and reduced-expense mortgageplans to help you with the complicated process o buyinga home.

In addition, Norton Healthcare has partnered with Habitat orHumanity to provide the option o buying a Habitat or Humanityhome through this program.

Inormation packets, including program details and eligibilityrequirements, are available in the Forms Library on Nsider or bycalling The Housing Partnership Inc. at (502) 585-5451.

Norton 529 College Savings Plan

The Norton 529 College Savings Plan provides tax advantages tohelp you save or your own college education or or your children,grandchildren, nieces or nephews. Contributions are made on an

ater-tax basis. However, no ederal income tax is due on any earningswhile they are in the Norton 529 College Savings Plan account. Whenyou or an eligible amily member is ready or college and you beginwithdrawing unds rom the account, payments rom the account alsoare ree rom ederal income tax as long as they are used or qualiededucational expenses. The money saved in the plan can be used at anyaccredited college, university or other postsecondary institution in theUnited States as well as at many oreign institutions.

Contributions to the Norton 529 College Savings Plan are madethrough payroll deduction. You choose the amount to contributewithin 529 guidelines. The minimum contribution each pay period is$25; there is no maximum contribution. You also can make additionalcontributions at any time.

You can enroll in the program though Alliance Bernstein by visitingwww.corporate.collegeboundund.com. The rst time you visit thissite, choose Company as the ID Type. The username is NORTON

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N Good Health, Norton Healthcares employee wellness

program, is dedicated to leading you on your personaljourney and helping you to reach your optimal health

and tness.

Why participate in a wellness program?

You will be more it.

You will have more stamina.

You will experience less stress. You will have a better sense o well-being and improvedsel-esteem.

You will breathe better, sleep better and be more productive.

Your work team will be more engaged as a result o participatingin challenges and group wellness eorts.

You can win prizes, receive discounts, earn money and be

recognized. Your medical plan options may be more aordable.

You may spend less money on medication.

Still not sure?

Here are the top 10 reasons or participating in the N Good HealthCreating a Healthier You! employee wellness engagement program.

1. Its ree no cost to you.Norton Healthcare pays or your access to the N Good Healthwebsite and your annual wellness/prevention exam i you areenrolled in a Norton Healthcare medical plan.

2. Its easy.The online health risk assessment is quick and can be inishedwithin 15 minutes. The annual wellness/prevention exam is simpleand can usually be completed within 1 hour.

5. Its personal.

Your primary care physician will review your results with you andgive you inormation and recommendations appropriate or yourspeciic health status. Also, a wellness proessional is available toprovide guidance and answer questions.

6. Its ongoing.I your annual wellness/prevention exam uncovers a signiicanthealth risk, you can enroll in numerous programs that willsupply you with inormation and resources to better manage yourcondition and help improve your health.

7. Its eective.Data shows that on average, individuals who consistentlyparticipate in wellness screenings have lower health risk actorsthan those who do not participate.

8. You can earn money.All employees statused to work at least 32 hours per pay periodand are enrolled in a Norton Healthcare medical plan can qualiyto earn up to $520 in wellness credits in 2013; thats $20 added to

your gross earnings every pay period!

9. It could save your lie.Many times, health conditions dont have outward symptoms untilthey become serious and potentially lie-threatening. Wellnessprograms help identiy health conditions beore they turn into moreserious problems, giving you a chance to work with your primarycare physician to stop disease progression.

10. You are remarkable.

You make Norton Healthcare remarkable! Its because o you thatNorton Healthcare is able to provide remarkable care to the patientsand community we serve. The compassion you show to ourpatients is the same compassion Norton Healthcare displays to ouremployees. We truly care about your well-being and want you notonly to be remarkable at work but remarkable in your lie.

N Good Health promotes Creating a Healthier You!

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What is the Creating a Healthier You!program?

The Creating a Healthier You! employee wellness engagementprogram promotes a healthy environment, tness and a ocus onmaintaining optimal health. It encourages liestyle changes, suchas practicing prevention, promoting saety, maintaining a healthydiet, exercising regularly and being tobacco-ree. We encourageyou to develop a personal wellness plan by:

Completing an online health risk assessment annually adetailed questionnaire designed to identiy behaviors andconditions that increase the risk o developing commonillnesses and injuries

Establishing a relationship with a primary care physician andvisiting him/her or an annual wellness/prevention exam

Reviewing the results o the wellness exam and health riskassessment with your primary care physician, then setting

speciic health goals

Sending a completed Physician/Provider orm to N GoodHealth

Maintaining your participation with N Good Healthprogramming to help achieve your wellness goals and stayup-to-date with your prevention screenings and healthcheckups.

Staying engaged on the N Good Health website by interacting

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Norton Healthcare offers a Commuter Benets Program

to help save money on your work-related transit andparking expenses. This plan works similarly to a exible

spending account (FSA) and allows you to set aside

some of your pay, before taxes, to use for your eligible

transit and/or parking expenses. Since the money used

to fund the program isnt taxed, you save from 25 to

40 percent on every purchase. If, for example, you

spend $100 a month on your commute, you can save

up to $40 a month ($480 a year) with the program.

How does the program work?

Make a monthly election by going to www.wageworks.com by the10th o the month prior to the month you want to use the unds.For example, to participate in the program in January, you willneed to make an election by Dec. 10.

The monthly election will be deducted rom each pay voucherduring the month you use the unds (January deductions are usedor January passes)

The monthly election can be changed every month.

Expenses covered by the CommuterBenets Program

The unds in this account can be used to pay or:

Bus passes (TARC) delivered to your home

Established van pools (e.g., Ticket to Ride)

Qualiied vanpooling expenses

Parking at or near work

Parking at or near public transportation or your commute

Using the Commuter Benets Program

To enroll in the program:

Go to www.wageworks.com and click on Sign Me Up to registeras a new user.

Once you are logged in, click Enroll in Commuter and ollowthe steps.

You can make a one-time election or recurring monthly order.

To pay or your public transit expenses, WageWorks provides threeoptions:

Buy my pass Purchase monthly passes or tickets or publictransportation; they will be mailed to your home in a plain businessenvelope, so be careul not to mistake the envelope or junk mail.The exact date o delivery may vary depending on your transitagency and the U.S. mail.

Smartcards I the local transit agency sells smart cards,

WageWorks will reload your account in the amount o your orderbeore the start o each commute month. Smart cards can be usedonly or expenses incurred with the transit agency that sold the card.

WageWorks commuter card This is a debit card that you loadwith unds each month. It can be used at most points o purchase,such as ticket machines/windows that accept credit and debit cards.Funds rom each months order will become available throughyour card on the 20th o the month beore the month you want touse the unds (e.g., June 20 or use in July). You can check your

balance anytime by logging into your account.

To pay or parking, WageWorks provides two options:

Pay my parking Tell us how much and when to pay the parkinggarage and well send a check directly rom your account.

Pay me back Pay to park and then get reimbursed via check ordirect deposit. You must select this option when you make yourmonthly election.

Commuter Benets Program

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The suggested Web browser for remote access is Internet Explorer 6 or 7; other Web browsers may not

function properly. The suggested operating systems are Windows 2000 with service pack 4, Windows XP,Windows Vista and Windows 7. RemoteLINK does not support Windows 98 and ME. While Mac operating

systems will work for some applications via RemoteLINK, they will not work for Employee Self-Service.

To access Nsider remotely

Double-click on the Internet Explorer icon.

In the Internet Explorer address bar, typehttps://remotelink.nortonhealthcare.org.

Click Go. The Welcome screen appears.

Enter your Username(AHSN/employee ID number on yourpay voucher) and your Password.

Click Sign In.

I you dont remember your password, call theNorton Access Center at (502) 629-8911, option 1.

A wait screen appears while Secure ApplicationManager loads.

Remote access to Nsider

MEDICARE PART D NON-CREDITABLE

COVERAGE NOTICE

Please note again that Norton Healthcare has determined the prescription drugcoverage you currently have through its plan is NO creditable coverage. Tismeans that i you do not enroll in a Medicare drug plan during your initial enrollment

i d d d h i di bl i i d d i h


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Important Notice from Norton Healthcare About Your

Prescription Drug Coverage and Medicare

Please read this notice careully and keep it where you can nd it. Tis notice hasinormation about your current prescription drug coverage with Norton Healthcareand about your options under Medicares prescription drug coverage. Tis

inormation can help you decide whether you want to join a Medicare drug plan.Inormation about where you can get help to make decisions about your prescriptiondrug coverage is at the end o this notice.

I neither you nor any o your covered dependents are eligible or or have Medicare,this notice does not apply to you or your dependents, as the case may be. However,you should still keep a copy o this notice in the event you or a dependent shouldqualiy or coverage under Medicare in the uture. Please note, however, that laternotices might supersede this notice.

1. Medicare prescription drug coverage became available in 2006 to everyonewith Medicare. You can get this coverage i you join a Medicare Prescription

Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) thatoers prescription drug coverage. All Medicare drug plans provide at least astandard level o coverage set by Medicare. Some plans may also oer morecoverage or a higher monthly premium.

2. Norton Healthcare has determined that the prescription drug coverageoered by the Norton Healthcare Employee High Deductible HealthcarePlan (Plan) is, on average or all plan participants, NO expected to payout as much as standard Medicare prescription drug coverage pays, andis considered non-creditable coverage. Tis is important, because mostlikely, you will get more help with your drug costs i you join a Medicare

drug plan, than i you only have prescription drug coverage rom the Plan.Its also important because i you delay your enrollment in a Medicare drugplan you may have to pay a late enrollment penalty later, when you do enrollin a Medicare drug plan. See the discussion below about late enrollmentpenalties that might apply when you move rom non-creditable coverageto a Medicare drug plan afer your rst opportunity to do so.

3. You have decisions to make about Medicare prescription drug coverage thatmay aect how much you pay or that coverage, depending on i and whenyou join. Read this notice careully - it explains your options.

Consider joining a Medicare drug plan. You can keep your coverage rom Norton

Healthcare. You can keep the coverage regardless o whether it is creditable ornon-creditable, that is, regardless o whether it is as good as a Medicare drug plan.However, because your existing coverage is non-creditable coverage, meaning thaton average its NO at least as good as standard Medicare prescription drug coverage,you may pay a higher premium (a penalty) i you later decide to join a Medicare drugplan.

Enrolling in Medicare General Rules

As some background, you can join a Medicare drug plan when you rst becomeeligible or Medicare. I you qualiy or Medicare due to age, you may enroll in aMedicare drug plan during a seven-month initial enrollment period. Tat periodbegins three months prior to your 65th birthday, includes the month you turn 65, and

period, and dont have or acquire creditable prescription drug coverage during theensuing 63 days, you will pay a late enrollment penalty when you ultimately enroll in aMedicare drug plan.

Special Enrollment Periods and Exceptions to the Late Enrollment Penalty

Tere are special enrollment periods that allow you to enroll in a Medicare drugplan months or even years afer you rst became eligible to do so. Whether you will

be required to pay a late enrollment penalty when you enroll in a Medicare drug planduring a special enrollment period depends on whether you are moving to a Medicaredrug plan rom creditable, or non-creditable, prescription drug coverage.

I afer your Medicare Part D initial enrollment period you lose or decide to leaveemployer-sponsored or union-sponsored prescription drug coverage, you will beeligible to enroll in a Medicare drug plan during a two-month special enrollmentperiod. I your employer- or union-sponsored prescription drug coverage wascreditable coverage, your enrollment in a Medicare drug plan will be without penalty(assuming you did not have a 63-consecutive-day or longer break in creditablecoverage afer your Medicare Part D initial enrollment period). On the other hand, ithe coverage was non-creditable your enrollment in the Medicare drug plan will be

subject to a late enrollment penalty unless you had non-creditable coverage or ewerthan 63 consecutive days afer your Medicare Part D initial enrollment period.

In addition, i through no ault o your own you otherwise lose creditable prescriptiondrug coverage (e.g., your employer- or union-sponsored plans coverage changes romcreditable to non-creditable, or you lose creditable prescription drug coverage underan individual policy), you will be able to join a Medicare drug plan without penalty.Tis special enrollment period ends two months afer the month in which your othercoverage ends.

Please note again that Norton Healthcare has determined the prescription drugcoverage you currently have through its plan is NO creditable coverage. Tis meanswhen you lose or decide to leave coverage under the Norton Healthcare health planafer your initial Medicare Part D enrollment period you will pay a late enrollmentpenalty when you ultimately enroll in a Medicare drug plan.

Compare Coverage

You should compare your current coverage, including which drugs are covered at whatcost, with the coverage and costs o the plans oering Medicare prescription drugcoverage in your area. See the Norton Healthcare Plans summary plan description ora summary o its prescription drug coverage. I you dont have a copy o the summaryplan description, you can get one by contacting us at the telephone number or addresslisted below.

Coordinating Other Coverage with Medicare Part D

Generally speaking, i you decide to join a Medicare drug plan while covered underthe Norton Healthcare Plan due to your employment (or someone elses employment,such as a spouse or parent) your coverage under the Norton Healthcare Plan will notbe aected. For most persons covered under the Plan, the Plan will pay prescriptiondrug benets rst, and Medicare will determine its payments second. For moreinormation about this issue o what program pays rst and what program payssecond, see the Plans summary plan description or contact Medicare at the telephonenumber or web address listed below. I you do decide to join a Medicare drug plan anddrop your Norton Healthcare prescription drug coverage, be aware that you and yourdependents may not be able to get this coverage back. o regain coverage you wouldhave to re-enroll in the Plan, pursuant to the Plans eligi

Documents

Norton Benefits