Sweeny Fractionator One YOUR 2020 PHILLIPS 66 TOTAL … · eligibility provisions, as well as the benefits, rights and obligations under the Phillips 66 plans. SPDs are available

YOUR 2020 PHILLIPS 66TOTAL REWARDS

Sweeny Fractionator One

OUR PHILOSOPHYWhen you join the Phillips 66 team, you will become part of a company with a proud and successful heritage and a diversified portfolio that is poised for growth. You will also become part of a company that’s committed to being a great place to work. That’s why we’ve designed a competitive Total Rewards program to meet the needs of our dynamic and diverse workforce.

At Phillips 66, your Total Rewards are comprised of your pay, benefits and other programs. We have designed your Total Rewards to inspire exceptional company results on a sustainable basis and to create a culture of engagement, responsibility and well-being. These principles guide us as we evaluate our current and potential offerings. Our Total Rewards:

• Enable a high-performing organization to successfully execute our Company strategy

• Provide attractive and competitive programs that differentiate Phillips 66 in the marketplace, supports inclusion and diversity, and meets the needs of an evolving workforce

• Integrate “Pay for Performance” philosophy into programs where appropriate

• Continuously optimize resources to deliver value to employees and the Company

We are focused on improving upon our high-performing organization. To achieve this, we attract and retain talented employees, like you, by providing Total Rewards that enrich you, personally and professionally. Please take a few moments to review this summary of our Phillips 66 Total Rewards so you can better understand your Total Rewards and make informed decisions about the right benefit coverage for you an your family.

Y O U R P H I L L I P S 6 6 T O T A L R E W A R D S 1

TABLE OF CONTENTSTOTAL REWARDS .................................................................................................................................................2

COMPENSATION ..................................................................................................................................................3

Base Salary ........................................................................................................................................................3

Variable Cash Incentive Program (VCIP) ...........................................................................................................3

Restricted Stock Unit Award Program ..............................................................................................................4

Special Recognition Awards ..............................................................................................................................4

HEALTH AND WELL-BEING ..................................................................................................................................5

Benefits Enrollment ...........................................................................................................................................5

Medical ...............................................................................................................................................................6

Prescription Drug Benefits ................................................................................................................................8

Behavioral Health Services ...............................................................................................................................8

Health Maintenance Organization (HMO) .........................................................................................................9

Dental ...............................................................................................................................................................10

Vision ................................................................................................................................................................11

Flexible Spending Accounts (FSAs) .................................................................................................................11

Health Savings Account (HSA) ....................................................................................................................... 12

Well-Being Program ........................................................................................................................................ 12

PREPARING FOR THE UNEXPECTED ...............................................................................................................14

Life and Accident Insurance ............................................................................................................................14

Disability ...........................................................................................................................................................16

PENSION AND SAVINGS ....................................................................................................................................18

EMPLOYEE PROGRAMS AND POLICIES ..........................................................................................................20

Policies ..............................................................................................................................................................21

RESOURCES .......................................................................................................................................................22

Visit hr.phillips66.com to learn more.

Visit hr.phillips66.com to view the summary plan descriptions (SPDs) for the Phillips 66 Health and Well-Being, Retirement and Savings plans. The purpose of the SPDs is to describe the Phillips 66 plans’ eligibility provisions, as well as the benefits, rights and obligations under the Phillips 66 plans.

SPDs are available online at hr.phillips66.com (Resources > Summary Plan Descriptions) to view, download or print. You may request a hard copy, free of charge, by calling the Benefits Center at 800-965-4421.

http://hr.phillips66.com



2 Y O U R P H I L L I P S 6 6 T O T A L R E W A R D S

TOTAL REWARDSThis section outlines Phillips 66 Total Rewards and the actions to consider as a new member of our team. Review this section to determine which benefits are right for you and your family. Some of the benefits listed below require enrollment within 30 days from your date of hire in order to have benefits in the calendar year. We encourage you to review this guide prior to enrolling in your benefits to ensure you understand all of your Total Rewards and are able to maximize the value of these offerings.

Total Rewards Action Required Reason Deadline

Com

pens

atio

n • Base Salary • Variable Cash Incentive

Program• RSU• Special Recognition

Award

Review this guide To better understand your compensation programs

No deadline

Hea

lth

and

Wel

l-bei

ng

• Medical• Dental • Vision • Flexible Spending

Accounts

Review this guide and enroll

If you don’t enroll within 30 days of your hire date — you won’t be eligible for benefits in the calendar year*

30 days from date of hire to enroll*

Health Savings Account Review this guide Only eligible to participate if you enroll in the HDHP option

Auto-enrolled — change your contribution at any time

Health and Well-Being Programs

Review this guide To better understand and take advantage of these programs

Enroll at any time**

Pre

pari

ng fo

r the

Une

xpec

ted

• Basic Life Insurance• Occupational Accidental

Death• Short-Term Disability

Review this guide To better understand these benefit programs

Auto-enrolled

Basic Long-Term Disability Review this guide To better understand this benefit and ensure you have the right coverage

Auto-enrolled

• Enhanced Long-Term Disability

• Employee Supplemental Life Insurance


If you don’t enroll within 30 days of your hire date — restrictions may apply

30 days from date of hire to enroll*

Spouse and Child Life Insurance


To ensure you have the right coverage for you and your family — restrictions may apply

Enroll at any time

Accidental Death and Dismemberment


To ensure you have the right coverage for you and your family

Enroll at any time

Pens

ion

and

Savi

ngs Pension Review this guide To better understand your pension Auto-enrolled

Savings Review this guide To better understand your savings Auto-enrolled — consider increasing your contribution

Prog

ram

s an

d Po

licie

s Programs Review this guide To better understand and take advantage of these programs

No deadline

Policies Review this guide To better understand the Phillips 66 policies

Consult with your HRBP

* Ifyoudon’tenrollwithin30daysofyourhiredate—youwon’tbeeligibletoenrollinthesebenefitsuntilthenextAnnualBenefitsEnrollmentperiodunlessyouhaveaqualifiedstatuschange.

**ToreceivetheWell-BeingIncentiveProgrampayrollcreditsyoumustsubmittherequireddocumentationbyNovember 30,2020.

Visit digital.alight.com/phillips66 to enroll.

http://digital.alight.com/phillips66


COMPENSATIONAt Phillips 66, we share a vision to provide energy and improve lives. Everything we do supports that vision, including our compensation programs.

The compensation programs are an important part of your Total Rewards and, when you work at Phillips 66, you can expect a compensation package that is not only competitive with the pay for similar jobs at other companies in our industry, but also reflects your unique contribution to the company. Our approach to compensation is to pay for performance, which means when you and the company perform especially well, you will be rewarded for that effort.

Naturally, Phillips 66 wants to attract, motivate, retain and reward the best employees, so our programs are designed to be competitive at target, yet allow room for differentiation based on company, business unit and individual performance. Our compensation peer group is made up of prominent companies in the chemical, midstream and refining sectors. However, we also participate in salary surveys in regions where we have operations, and these may include a broader base of companies.

BASE SALARYThink of this as your paycheck. The fixed-rate amount is determined by your level of responsibility, experience and other factors, as well as your ongoing performance.

VARIABLE CASH INCENTIVE PROGRAM (VCIP)The Variable Cash Incentive Program (VCIP), our annual bonus program, is a component of your Phillips 66 Total Rewards. The program is weighted 50% corporate performance and 50% business unit performance and considers performance relative to safety, operating and financial metrics. In addition, there is a potential modifier for individual performance. By design, VCIP aligns our goals — company, business unit and individual — and promotes behaviors consistent with Phillips 66’s strategy and shareholder interests. Payouts are based on the results achieved by the company, the business unit where you are assigned and your individual performance. It differentiates by rewarding strong performance in each of these areas. Regular full-time and part-time active employees (salaried and hourly) are eligible. Limited exclusions may apply.

While most employees of Phillips 66 and its 100%-owned subsidiaries are eligible, employees who are subject to a collective bargaining agreement and works council are not eligible for VCIP unless participation in VCIP is included under an applicable agreement. Temporary employees and contractors are not eligible for VCIP.

Generally, the payout is made in February for the previous year. New hires (in VCIP eligible positions) are granted pro-rated VCIP awards based on the eligible earnings received during the program year.


Award Calculation Process

VCIP is calculated based on your eligible earnings and is adjusted based on corporate, business unit and your individual performance. Below is an example of the VCIP calculation.

RESTRICTED STOCK UNIT AWARD PROGRAMExempt employees in salary grades 13 through 17 have partial eligibility in the Restricted Stock Unit (RSU) award program based on individual performance. The RSU award program provides a stake in the company and is designed to align the actions and behaviors of our employees with shareholders — creating long-term value. In addition, our RSU award program promotes prudent risk-taking and a long-term perspective. RSU award program eligibility and targets are based on salary grade and experience level.

• Annual RSU Awards are a commitment to deliver shares of unrestricted stock after a three-year vesting period. Annual RSU Awards granted in 2020 will become fully vested on the third anniversary of the grant date.

• Employees on the U.S. or U.K. payroll residing in the U.S. or U.K. on the grant date receive dividend equivalents during the three-year vesting period, which are equal to the ordinary cash dividend paid on Phillips 66 stock. All other employees receive additional units at grant in lieu of dividend equivalents. For details on eligibility and for further information about the program contact your HR Business Partner.

SPECIAL RECOGNITION AWARDSSpecial Recognition Awards are designed to acknowledge individual or team achievements and contributions that bring value to the company. Recognition signifies true appreciation for a job well done. Recognition can come in the form of cash awards or non-cash awards, including verbal recognition, mementos, celebrations and much more.

Eligible Earnings $80,000

x Target % 7.5%

= Target award $6,000

x Payout % of target 110%

= Award payout $6,600

Add applicable individual adjustment amount*

+ 25% of target award $1,500

Final VCIP Payout $8,100

*Individualperformanceadjustmentsareassessedbylocalmanagement.

Note:VCIPtargetpercentagesvaryfromcountrytocountrybasedonmarketdatafromsurveysforeachcountry.

Eligible Earnings — Eligible Earnings include base salary and other base salary-related payments paid during the year. Base salary-related payments may vary from country to country according to local pay practices and local law.

VCIP Target % — VCIP Target percentages vary by salary grade and country based on market data. Your target percentage can be viewed on My HR Tools or obtained from your HR Business Partner.

VCIP Payout % — Corporate and Business Award Unit metrics are equally weighted 50/50 and payouts can range from 0-200%.

Individual Performance Adjustment — Individual Performance Adjustments can range from +50% to -100% of Eligible Earnings multiplied by the VCIP Target.

VCIP award determinations and payments are performance-based and subject to approval. Phillips 66 may change or discontinue the program at any time.

To learn more about the compensation programs visit the Compensation pages on hr.phillips66.com.

https://mytools.ephillips66.com/app/successfactors/exkj0oovhlgkn9WMI356/sso/saml



Phillips 66 cares about your health and the health of your family. We recognize that your health and well-being are essential for you to be at your best personally and

professionally. That’s why our medical, vision and dental options, and well-being programs include valuable coverage options to help you take control of your health.

BENEFITS ENROLLMENTOnce you have reviewed your benefits information, you are ready to complete your Benefits Enrollment.

You can enroll online or over the phone — quickly and easily.

Online at UPoint:

• Go to My HR Tools and click on the UPoint tile.

• From your computer or mobile device, go to digital.alight.com/phillips66 and enter your UPoint user ID and password.

• From your cell phone or mobile device, go to Phillips 66 HR Connect App (available in the App Store or Google Play), select “Apps” and launch UPoint Mobile HR.

By Telephone:

• Call the Benefits Center at 800-965-4421, 8 a.m. to 6 p.m. Central time, Monday through Friday.

Forgot your password? If you can’t remember your UPoint user ID or password, click “Forgot User ID or Password” at the UPoint login. Or, you can call the Benefits Center and say “I don’t know” when prompted to enter your password.

HEALTH AND WELL-BEING

LEARN MORE ABOUT YOUR BENEFITS

Visit the Benefits Enrollment web page on hr.phillips66.com.

Visit myalex.com/p66 to use the Interactive Benefits Tool to:

• Learn more about your 2020 benefit options.

• Compare the costs of the options.

• Help you decide which benefits are best for you in 2020.

DEPENDENT ENROLLMENT

If you are enrolling dependents in your benefits, you’ll be required to provide verification of dependent eligibility. After you’ve enrolled in your benefits, you’ll be contacted by the Benefits Center to complete the dependent verification process. To learn more about eligible dependents, visit hr.phillips66.com.

Summary plan descriptions are available online at hr.phillips66.com (Resources > Summary Plan Descriptions) to view, download or print. You may request a hard copy, free of charge, by calling the Benefits Center at 800-965-4421.

ACCESS MY HR TOOLS FROM HOME

To access My HR Tools from home, visit hr.phillips66.com > Resources > Employee Self-Service.




http://myalex.com/p66

http://hr.phillips66.com/Health-Well-Being/Dependent-Eligibility-Verification.aspx




MEDICALPhillips 66 offers comprehensive medical benefit options providing coverage for preventive care, regular checkups and office visits, mental health and substance abuse, and more. The HDHP and PPO options are offered to eligible employees through either Aetna or Blue Cross Blue Shield (BCBS), based on the employee’s home ZIP code. Both options also include prescription drug benefits administered by CVS Caremark.

The Kaiser HMO option is offered to eligible employees who live within a Kaiser service area in California or Washington. This option includes medical, mental health and substance abuse, and prescription drug benefits administered by Kaiser Permanente.

HDHP Option PPO Option

Network Non-network Network Non-network

Annual deductible Employee only: $1,600Employee + Dependents: $3,200

Employee only: $2,400Employee + Dependents: $4,800

Employee only: $800Employee + Dependents: $1,600

Employee only: $1,600Employee + Dependents: $3,200

(Includesprescriptiondrugcosts) (Excludesmedicalcopaysandprescriptiondrugcosts)

Annual out-of-pocket maximum

Individual: $5,000*Family: $10,000




(Includesdeductibleandeligibleexpensescoveredbytheplan)

*Oncetheindividualout-of-pocketmaximumhasbeenmet,coveredservicesforthatindividualwillbepaidat100%.

Preventive medical care (deductible waived)

Covered at 100% $1,500 covered at 100%; you pay 50% thereafter

Covered at 100% $1,000 covered at 100%; you pay 50% thereafter

Doctor visits You pay 20%, after deductible

You pay 50%, after deductible

Primary care: $30 copay

Specialist: $60 copay


Telemedicine & Minute Clinic

$10 copay, after deductible $15 copay

Urgent Care $50 copay, after deductible


$60 copay You pay 50%, after deductible

Most other services





Centers of Excellence

You pay 10% for certain procedures, after deductible

NA You pay 10% for certain procedures, after deductible

NA

Preventive prescription drugs

Generic preventive drugs and insulin: Covered at 100%; no deductible

Brand preventive drugs: You pay 20% (Retail: $150 max.; Mail: $300 max.); no deductible

No special provision for preventive prescription drugs

(continued)


HDHP Option PPO Option

Network Non-network Network Non-network

Other network prescription drugs

Retail (after deductible): • Generic: $10 copay • Preferredbrand: You pay 20%

($150 max.) • Non-preferredbrand: You pay 35%

($300 max.)

Mail (after deductible): • Generic: $25 copay • Preferredbrand: You pay 20%

($300 max.)• Non-preferredbrand:You pay 35%

($600 max.)

You pay 100% of the discounted cost until you reach your annual deductible.

Retail: • Generic: $10 copay • Preferredbrand: You pay 35%


($300 max.)

Mail: • Generic: $25 copay • Preferredbrand: You pay 35%


($600 max.)

Monthly premium Employee Only: $25.00

Employee + Spouse/Domestic Partner: $111.00

Employee + Child(ren): $111.00

Employee + Family: $168.00

Employee Only: $153.00




Annual Health Savings Account (HSA) OR Health Care Flexible Spending Account (HCFSA) contribution

HSA-eligible

Phillips 66 contributes: • Employee Only: $500• All other coverages: $1,000

You can contribute up to: • Employee Only: Up to $3,050• All other coverages: Up to $6,100

(Age 55 or over, you can make an additional contribution of $1,000)

HCFSA-eligible

Phillips 66 contributes: $0

You can contribute up to: $2,700

ACTION REQUIRED: Review your medical options to ensure the right coverage for you and your family.

CONSIDER: As you review your medical options, think about the medical services used by you and your family during the year. Remember to view your options as a bundle and include medical, prescription drug, HSA and HCFSA benefits when comparing plans.

The Interactive Benefits Tool is a great resource in helping you evaluate which medical option might be best suited for you. Visit myalex.com/p66.



ID CARD: You should receive your ID card for your medical benefits within 3 weeks of completing your enrollment. If needed, you can print a temporary ID card online 10-15 days after completing your enrollment. You may print your temporary ID card by logging onto aetna.com or bcbstx.com/phillips66 depending on your carrier. First-time users will be required to create an account.

Mobile App: Download the Phillips 66 HRConnect app. This app provides you many of the Total Rewards apps. From there you can download the Aetna or BCBS app for access to your ID Card, providers, claims and more.

BEHAVIORAL HEALTH SERVICESThe Phillips 66 HDHP Option and PPO Option include coverage for mental health and substance abuse benefits. To learn more, view the mental health and substance abuse section of the medical page on hr.phillips66.com under Health & Well-Being.

Telemedicine

Accessing doctors is easier with telemedicine, which gives you access to a board-certified doctor by phone or online. You will have access to telemedicine through a partner of your medical carrier. These services provide you with 24-hour access to board-certified doctors, including pediatricians and behavioral health providers, who can diagnose health issues, such as cold and flu symptoms, allergies, ear infection, rash and skin problems and can prescribe certain medications when needed.

Teladoc will provide telemedicine services to employees with medical coverage through Aetna and MDLive will provide services to employees with medical coverage through BCBSTX. The contact information will be located on the back of your carrier’s ID card. ThisserviceisavailabletoPhillips 66employeesandtheireligibledependentsenrolledintheHDHPorPPOoptions.

PRESCRIPTION DRUG BENEFITSThe Phillips 66 HDHP Option and PPO Option include coverage for prescription drug benefits. Your prescription drug coverage is provided through CVS Caremark and includes retail and home delivery options for maximum convenience. The medical option you select will determine your prescription drug benefits. Keep in mind that you are generally required to get your maintenance medications through mail order. However, you can get a 90-day supply at a CVS Pharmacy through the Maintenance Choice program, where available, instead of going through mail order.

The CVS Caremark Diabetes Care Team program is available at no cost to eligible members and includes a new Livongo connected glucometer to simplify tracking of your glucose levels. The program also provides a supply of test strips and lancets delivered to your door as well as access to specially trained nurses. Contact CVS Caremark to learn more about how to enroll.

To learn more about your prescription drug benefits and the medications that are covered under the plan, view the Prescription Drug Benefit section of the Medical page on hr.phillips66.com under Health and Well-Being.

Mobile App: Download the Phillips 66 HRConnect app. This app provides you many of the Total Rewards apps. From there you can download the CVS Caremark app for access to your prescription drug benefits.

ID CARD: You should receive your ID card for your prescription drug benefits within 3 weeks of completing your enrollment. If needed, you can print a temporary ID card online 10-15 days after completing your enrollment. You may print your temporary ID card by logging onto caremark.com. First-time users will be required to create an account. Only the primary cardholder’s name will be listed on the card.

http://aetna.com

http://bcbstx.com/phillips66



http://hr.phillips66.com/Health-Well-Being/Medical-Plan.aspx

http://caremark.com


Retail Clinics

Retail clinics are walk-in medical clinics located inside some retail stores such as CVS Pharmacy. The clinics are staffed with clinicians who can treat minor illnesses and injuries and provide wellness services (for example, vaccines and physicals).

Centers of Excellence

Centers of Excellence are facilities recognized by your medical carrier for providing high quality care. For certain covered procedures at a Center of Excellence facility, you’ll pay 10 percent after your deductible, rather than 20 percent. Details are available on your provider site. ThisserviceisavailabletoPhillips66employeesandtheireligibledependentsenrolledintheHDHPorPPOOptions.

HEALTH MAINTENANCE ORGANIZATION (HMO)Kaiser provides medical, mental health and substance abuse, and prescription drug coverage from doctors and facilities participating in the Kaiser network only. You may have an HMO option if you live in one of the Kaiser service areas in California or Washington. For coverage details, visit hr.phillips66.com or contact Kaiser.

Kaiser

Website kp.org

Phone number Kaiser CA: 800-464-4000 Kaiser WA: 888-901-4636

Monthly premium (CA only)





Monthly premium (WA only)





Grand Rounds

Grand Rounds is available at no cost to guide your healthcare decisions. When you need help finding a top-tier doctor or healthcare professional, a second opinion from a world leading expert or if you would like to receive over-the-phone information and support Grand Rounds is here to help.

Through on-line and mobile app tools, you’ll be able to search for the best network healthcare providers in your area, know whether you can expect a fair price for services and explore different Phillips 66 benefits available to you and when to use them.

To learn more about what Grand Rounds has to offer, or to activate your Grand Rounds account, download the mobile app, go to grandrounds.com/phillips66 or call 844-339-6732. ThisserviceisavailableatnocosttoPhillips66employeesandtheireligibledependents.


http://kp.org

http://grandrounds.com/phillips66


1 0 Y O U R P H I L L I P S 6 6 T O T A L R E W A R D S

DENTALGetting regular dental checkups and practicing good dental hygiene are an important part of your overall health and well-being. The Phillips 66 dental plans provide coverage through MetLife PDP Plus for preventive care, as well as basic, major services and orthodontia.

In addition to the standard dental plan, we offer an out-of-area dental plan that is available to you if you don’t have access to at least 2 dentists within 10 miles of your home ZIP code. This plan is designed so that you pay approximately the same out-of-pocket cost as you would for services from a network dentist in the standard dental plan. Some restrictions apply, contact MetLife to learn more.

ACTION REQUIRED: Review your dental enrollment to ensure the right coverage for you and your family.

Dental Option Out-of-area* Dental OptionNetwork Non-network

Annual deductible $50 individual $100 family

$150 individual $300 family

$50 individual $100 family

Annual maximum $2,000 per person

Preventive Covered at 100% Covered at 80% Covered at 100% up to plan limits

Basic services You pay 20%, after deductible


You pay 20%, after deductible up to plan limits

Major services You pay 50%, after deductible


You pay 50%, after deductible up to plan limits

Orthodontia Covered at 50% up to $2,000 lifetime maximum per person





*Availabletothosewithoutaccesstoatleast2dentistswithin10milesoftheirhomeZIPcode.

Before seeing your dentist, always confirm that he or she participates in the MetLife PDP Plus network. To review the MetLife PDP Plus network dental providers, visit metlife.com/mybenefits.

ID CARD: An ID card is not required by MetLife providers. Simply let your dental provider know you have coverage through MetLife.

Mobile App: Download the Phillips 66 HRConnect app. This app provides you many of the Total Rewards apps. From there you can download the MetLife app for access to your dental claims and benefits.

http://metlife.com/mybenefits

Y O U R P H I L L I P S 6 6 T O T A L R E W A R D S 1 1

VISIONTaking care of your vision is important. Phillips 66 provides basic coverage at no cost to employees. Under the basic plan, you and your family receive routine eye exams at no cost. You may also receive discounts on other services from VSP network providers. In addition, employees needing greater coverage can select the Comprehensive Plan option. The chart below shows benefits when you receive services from VSP network providers.

ACTION REQUIRED: Review your vision enrollment to ensure you have the right coverage to meet your needs.

CONSIDER: If you wear glasses or contact lenses, the Comprehensive Plan offers an allowance for either glasses or contacts.

Comprehensive Option

Exam Covered at 100% (under the company-provided basic option)

Frames $200 annual allowance*

Contact lenses $180 annual allowance*

Contact lens fitting Covered at 100%

Lenses — Single vision, bifocal, trifocal, lenticular, polycarbonate (under age 19)**

Covered at 100% one-time annually

Lens options — Progressive, anti-reflective Member pays VSP Preferred Pricing





* Theannualallowanceisforeitherframesorcontactlensesinthecalendaryear,butnotboth.

**Polycarbonatelensesarecoveredat100%forparticipantsundertheageof19.Forparticipantsovertheageof19theyarecoveredatadiscountedrate.

ID CARD: An ID card is not required by VSP providers; however, if you’d like a card you can print a temporary ID card online 10-15 days after completing your enrollment. You may print your temporary ID card by logging onto vsp.com. First-time users will be required to create an account. Only the primary cardholder’s name will be listed on the card.

FLEXIBLE SPENDING ACCOUNTS (FSAs)FSAs let you set aside money on a before-tax basis, and use it to pay for eligible health care and dependent care expenses.

• Health Care FSA — If you’re not enrolling in the HDHP Option with HSA, you can contribute any amount from $120 up to $2,700. It’s important to consider your anticipated needs for the year because you’ll forfeit any FSA funds that aren’t used to pay qualified medical expenses incurred during the year.

• Dependent Care FSA — If you have qualifying dependents, you can contribute any amount from $120 up to $5,000. This helps you pay for qualified child care services (for example, day care) for children under the age of 13, or care for a disabled spouse or dependent of any age, which allows you (or, if you’re married, you and your spouse) to work. It’s important to consider your anticipated needs because you’ll forfeit any FSA funds that aren’t used to pay qualified dependent care expenses incurred during the year.

The Phillips 66 FSA plan is administered by Alight Solutions.

Mobile App: Download the Phillips 66 HRConnect app. This app provides you many of the Total Rewards apps. From there you can download the VSP app for access to your ID Card, providers, claims and more.

http://vsp.com


If you enroll in an FSA, either a Health Care Flexible Spending Account (HCFSA) or Dependent Care Flexible Spending Account (DCFSA), an FSA account will automatically be established for you, and you’ll receive an FSA welcome kit and debit card in the mail (debit card is for HCFSA only), to pay for expenses. HCFSA and DCFSA contributions can’t be started or changed after November 30 of each calendar year.

ACTION REQUIRED: You must enroll to participate in an FSA.

CONSIDER: Review your previous actual expenses and anticipated expenses when determining your FSA contributions.

For information on eligible health care and dependent care expenses, view the Flexible Spending Plan page on hr.phillips66.com or visit digital.alight.com/phillips66.

HEALTH SAVINGS ACCOUNT (HSA)An HSA is a tax-advantaged health savings account that allows you to contribute before-tax dollars that can be used to pay for current or future health care expenses. When combined with a high-deductible health plan, it offers unique savings and tax advantages. You must be enrolled in the HDHP option with HSA to contribute to an HSA through before-tax payroll deductions or receive Phillips 66 HSA contributions. Your HSA is owned by you, the funds carry over from year to year, and you take it with you if you leave the company.

If you enroll in the HDHP option with HSA medical plan, an HSA will be established for you, and you will receive an HSA welcome kit and debit card in the mail. During the enrollment process, you can elect an amount to contribute to your HSA on a before-tax basis through payroll deduction. You can change this amount at any time during the year. Enrollments in the HDHP option with HSA effective after December 1 of each calendar year are not eligible for a company HSA contribution in that calendar year. Before-tax HSA contributions can’t be started or changed after November 30 of each calendar year.

If you participate in the HDHP option with HSA, Phillips 66 will contribute the following amounts in your HSA account based on your coverage:

• Employee Only: $500

• All other coverages: $1,000

For more information about your HSA visit https://healthaccounts.bankofamerica.com/Phillips66 or call 877-785-6698.

CONSIDER: If you’re enrolling in the HDHP option, consider maximizing the amount you contribute to your HSA.

Beneficiary Elections: Because your HSA is a savings account, the account will transfer to your designated beneficiary in the case of your death. Visit https://myhealth.bankofamerica.com to designate your beneficiary.

WELL-BEING PROGRAMYour health and well-being are very important to us, that’s why we offer a comprehensive package of programs to help you maintain good health and live well. Our well-being program is confidential and completely voluntary.

Resources for Living

An important aspect of well-being is having a sense of balance in all areas of life. But coping with an elderly parent, supporting sick family members, or even preparing for a major life change like getting married, may create stress. That’s where Resources for Living can help. This program includes work-life resources to assist in areas such as childcare, elder care, education and daily living — all at no cost to you.

These services include confidential resources (including up to 5 free counseling sessions per person, per event per year) to assist you and your eligible dependents with stress that can be caused by daily life events. ThisserviceisavailableatnocosttoallPhillips66employeesandtheireligibledependents.



https://healthaccounts.bankofamerica.com/Phillips66

https://healthaccounts.bankofamerica.com/Phillips66

https://myhealth.bankofamerica.com


Virgin Pulse — Our Well-Being Partner

Virgin Pulse provides an array of resources to Phillips 66 employees:

• Well-Being Assessment — A confidential, online questionnaire that provides a personalized wellness report and an action plan for improving your health.

• Health Coaching — One-on-one phone meetings with a health expert who can help you improve your health and support you along the way.

• Other Resources — Tools to help you build healthy habits related to your physical, financial and social goals.

Well-Being Incentive

Having an understanding of your vitals and daily habits is a good way to stay on top of your overall health and well-being. The Well-Being Incentive is designed to help you focus on a few key activities supporting healthy behaviors and positive change.

You have the opportunity to receive payroll credits of up to $650 by completing the activities listed in the table below:

Activity Payroll Credit

Submit biometric screening results by Nov. 30, 2020 $100

Obtain BMI of less than 30 or consult with a primary care physician $250

Obtain blood pressure of less than 140/90 or consult with a primary care physician

up to $100

Complete 2 preventive screenings ($50 each) (For example: annual physical, well-woman’s exam, dental exam, vision exam, etc.)

up to $100

Complete 1 company-wide challenge $100

Total well-being incentive credit up to $650

*ParticipatingemployeescurrentlyenrolledinGrandRoundswillreceiveapayrollcreditassoonasadministrativelypossibleafterJan.1

Fitness Reimbursement Program

You can receive a fitness reimbursement of up to $500, through payroll, for fitness-related memberships and activities for you and your eligible dependents enrolled in the medical plan. The total reimbursement of up to $500 can be requested once you have completed the well-being incentive activities listed below:

• Submitted biometric screening results;

• Obtained a body mass index (BMI) of less than 30 or have consulted with a primary care physician; and

• Obtained a blood pressure of less than 140/90 or have consulted with a primary care physician.

The fitness reimbursement includes most fitness-related memberships and activities. For example: CrossFit, yoga, Pilates, personal training, massage therapy, virtual fitness classes, genetic testing kits, adult and child sports league fees, nutritional counseling and Weight Watchers program fees.

To learn more, view the Fitness Reimbursement Program section on the Well-being page of hr.phillips66.com. ThisserviceisavailabletoPhillips66employees.

Note: These activities are required to be eligible for the Fitness Reimbursement



PREPARING FOR THE UNEXPECTEDSometimes we are faced with unexpected events that can have life-altering impact on our loved ones. We understand you work hard to protect your loved ones. Phillips 66 offers

different insurance benefits so you can choose the right amount of protection for you and your family.

LIFE AND ACCIDENT INSURANCEWith both company-provided and optional voluntary benefits, our life and Accidental Death and Dismemberment (AD&D) benefits give you the flexibility to choose the coverage that works best for you.

Phillips 66 Provided Insurance

Phillips 66 provides you with:

• Basic life insurance of 1 times your annual pay; and

• Occupational Accidental Death (OAD) coverage of $500,000 (for most employees).

The company pays the full cost of these coverages.

ACTION REQUIRED

You are required to attest to your tobacco status annually. If you don’t, you will pay higher tobacco rates for the entire year.

A tobacco user isn’t necessarily a smoker — it’s anyone who uses tobacco. Phillips 66 defines tobacco products as cigars, cigarettes, smokeless tobacco (snuff or chewing tobacco), pipe tobacco or roll-your-own tobacco.

You will be considered a non-tobacco user if you have not used tobacco more than 4 times in the prior 6 months.

Employee Supplemental Life Insurance

You can purchase up to 8 times your annual pay in supplemental life insurance.

CONSIDER: Review your personal circumstances to determine if these options are right for you and your family.

Monthly Supplemental Life Premiums

If your age is …

Your premium per $1,000 of coverage is ...

Non-Tobacco User Tobacco User

Under 30 $0.046 $0.060

30 – 34 $0.062 $0.103

35 – 39 $0.070 $0.138

40 – 44 $0.077 $0.181

45 – 49 $0.110 $0.281

50 – 54 $0.166 $0.467

55 – 59 $0.300 $0.926

60 – 64 $0.526 $1.368

65 – 69 $1.031 $3.230

70 & over $1.448 $4.086


Spouse Life Insurance

You can elect to purchase life insurance coverage for your spouse in increments of $50,000 to $500,000.

Monthly Spouse Life Premiums

If your spouse’s age is ...

Your premium per $1,000 coverage is ...

Under 30 $0.050

30 – 34 $0.070

35 – 39 $0.080

40 – 44 $0.090

45 – 49 $0.130

50 – 54 $0.190

55 – 59 $0.350

60 – 64 $0.610

65 – 69 $1.190

70 & over $1.660

Child Life Insurance

You can elect to purchase life insurance coverage for your child or children. There are three coverage options available: $15,000, $20,000 and $25,000. This election covers all eligible children.

Child Life Insurance Monthly Premium

$15,000 of coverage $ 0.75

$20,000 of coverage $ 1.00

$25,000 of coverage $ 1.25

Beneficiary Elections: Be sure to designate your Life Insurance and AD&D beneficiaries when electing your life insurance benefits in UPoint. Each benefit will require a beneficiary designation.

Employee Accidental Death & Dismemberment (AD&D)

You can purchase AD&D coverage in increments of $50,000 to $1 million.

Spouse and Child AD&D

You can purchase AD&D coverage for your spouse in increments of $50,000 to $500,000 and AD&D for your eligible child or children in increments of $10,000 to $50,000.

You pay the full cost of these coverages.

AD&D Insurance Monthly Premium

Employee AD&D (no age limit)

$0.017 per $1,000 of coverage

Spouse AD&D (ends at age 70)

Child AD&D (ends at age 25)

You can elect or cancel employee supplemental, spouse or child life insurance coverage at any time. Evidence of Insurability (EOI) may be required.

You can enroll in Supplemental Life Insurance up to 4x pay and/or Spouse Life up to $50,000 without providing evidence of insurability (EOI), as long as you enroll within 30 calendar days of your hire date. If you want to enroll after the enrollment period, EOI may be required and your health application must be approved.

Evidence of Insurability (EOI) is an application process in which you provide information on the condition of your health or your dependent’s health in order to be considered for certain types of insurance coverage.




DISABILITYYour income provides for you and your family. If the unexpected should occur and you are unable to work due to a non-occupational illness or injury, our disability plans can help provide financial security for you and your family.

Short-Term Disability (STD)

STD benefits will replace a portion of your pay for up to 26 weeks. The number of weeks paid at 100% or 60% will be determined by your service date according to the schedule below. Benefits may differ for employees covered under a collective bargaining agreement (CBA). Employees at such sites should consult their HR Business Partner (HRBP) or CBA.

Note: The company pays the full cost of this coverage.

STD Benefits Schedule

Years of Service* Weeks at 100%** Weeks at 60%**

< 6 10 16

6 – 7 12 14

8 16 10

9 20 6

10+ 26 —

* Formoreinformation,see“workdays,”“workweek,”“pay”and“yearsofservice”intheGlossary,whichbeginsonpageN-60oftheOther Informationchapter.

**Subjecttoreductionforanystate-mandatedsickpayordisabilityincomebenefitsforwhichtheplanadministratordeterminestheparticipantmaybeeligible.

Short term disability leave coverage for the birth of a child is 10 weeks, and will be available to all birth mothers at 100% of pay, regardless of her years of service. The 10-week period begins on the date of the child’s birth. View the STD Summary Plan Description for further information.

CONSIDER: Evaluate your personal circumstances to determine if you have enough coverage to protect you and your family if the need should arise. Review your choices to determine if Basic or Enhanced LTD coverage is right for you. If you are the primary income provider, this is a critical benefit to consider.

You can enroll in either level of long-term disability insurance (Enhanced) without providing evidence of insurability (EOI), as long as you enroll within 30 calendar days of your hire date. If you want to enroll after the enrollment period, EOI may be required and your health application must be approved.

You can enroll, change or cancel Enhanced LTD coverage at any time. Evidence of Insurability (EOI) will be required if you enroll more than 30 days after the date you are first eligible or if you increase coverage.

Long-Term Disability (LTD)

LTD replaces a portion of your pay if you experience a disability and are unable to work for a period of more than 26 weeks.

All eligible employees will be defaulted to company-provided basic LTD, which pays 50% of your pre-disability earnings, with a maximum benefit of $5,000 per month. If you want additional coverage you must enroll in employee-paid enhanced LTD. Enhanced LTD pays 60% of your pre-disability earnings. The maximum benefit is $10,000 per month.

Long-Term Disability (LTD) Monthly Premium

Basic LTD Company paid

Enhanced LTD $0.341 per $100 of pre-disability earnings



PENSION AND SAVINGSWherever you are in your career, retirement planning is important. Retirement is one of the most important life events many of us will ever experience. Phillips 66 offers both a pension and

savings plan to help you better prepare for and achieve your retirement goals.

Our company-provided pension and savings benefit, combined with Social Security and your own personal savings and investments, can help you plan for retirement and strengthen your financial future.

As an eligible Phillips 66 employee, you will automatically participate in the company-paid pension benefit — the Phillips 66 Cash Balance Account. And you can add to your retirement savings — and earn company contributions — by participating in the Phillips 66 Savings Plan.

PENSION — PHILLIPS 66 CASH BALANCE ACCOUNTAt Phillips 66, we are proud to offer you a company-paid pension benefit that builds cash for your retirement years. Most newly hired employees are eligible to participate as of the first of the month after their first year of employment. Once you are eligible for the program, you will accrue benefits for all service beginning as of the first of the month following your employment start date. Generally, you are fully vested in your benefits after three years of service.

The Cash Balance Account is not like a bank account in which you deposit and accumulate money. It’s a nominal (in name only) account, which means that instead of accumulating money, it accumulates credits.

Your Cash Balance Account benefit grows through pay credits and interest credits that Phillips 66 applies each month. Each month, your account increases with pay credits and interest credits. Your benefit is based on the total amount of those credits in your account when you leave the company, your age when your benefit payments begin, and the form of payment you elect.

Pay Credits

Pay credits are based on your age plus years of service with the company. Add your age and service points together to find your total points.

If your points (age + service) are …

Your pay credit percentage is …

Under 44 6%

44 through 65 7%

66 or more 9%

To calculate the amount that is credited to your account each month, multiply your monthly pay by your pay credit percentage.

Interest Credit

To help protect your account against inflation, interest credits are applied on the account. Each month, an interest credit is applied to your account. This credit is calculated by multiplying the value of your account by the interest credit rate. That rate is based on 30-year U.S. Treasury security rates and is adjusted on a quarterly basis. To calculate your interest credit, the credit rate is multiplied by your account value at the prior month’s end.

To learn more about this valuable program and how to calculate your pension benefit, view the Phillips 66 Cash Balance Account Summary Plan Description.


http://hrcpdocctr.phillips66.com/HR_P66_Comm/Benefits/SPD/SPD_Cash_Balance.pdf

http://hrcpdocctr.phillips66.com/HR_P66_Comm/Benefits/SPD/SPD_Cash_Balance.pdf



Thrift (You and the company contribute)

Below are the Thrift highlights:

• You will be automatically enrolled in the plan, through a convenient payroll deduction, at the default contribution rate of 6% of eligible pay on a before-tax basis. Your contributions will be invested in the date-specific Vanguard® Target Retirement Trust closest to the year you reach age 65.

• Your before-tax contribution percentage will be automatically increased by 1% each March beginning the calendar year after your hire date until your contribution percentage reaches 10%.

• Phillips 66 will contribute $1 to your account for every $1 you contribute each pay period, up to 6% of your eligible pay. The company matching contributions will be allocated according to your current investment selection. Contributing at least 6% allows you to take full advantage of the company match.

• You may contribute from 1% to 75% percent of your eligible pay. You can increase, decrease or end your contributions at any time.

• Contributions can be on a before-tax, after-tax, or Roth 401(k) basis (or any combination).

• Choice of funds in which to invest in and you can change your contribution rate and investments at any time.

• Change contribution rate and investment elections at any time.

Success Share (The company contributes)

Success Share is a discretionary company contribution. The Success Share contribution is made in October and ranges from 0% to 6% of eligible pay as determined by senior management.

You must be actively employed as of the processing date to be eligible to receive a Success Share contribution.

To view the Success Share FAQs or to learn more about the Savings Plan visit hr.phillips66.com.

SAVINGS — PHILLIPS 66 SAVINGS PLANTo further help you plan for the future, we offer the Phillips 66 Savings Plan, which includes potential tax savings, company matching and Success Share contributions and a choice of investment options. The Savings Plan is administered by Vanguard.

There are two parts to the plan:

Vanguard offers helpful tools to help plan for retirement. Visit hr.phillips66.com to explore and take advantage of these useful tools.

Beneficiary Elections: Be sure to designate your beneficiaries for your pension and savings accounts. Each benefit will require a beneficiary designation.

• Savings: Visit Vanguard to designate your beneficiary

• Pension: Visit UPoint to designate your beneficiary

You are immediately 100% vested in contributions to the Phillips 66 Savings Plan.

You will be automatically enrolled in Vanguard. This process can take up to 15 business days. Once your account has been established you will receive a welcome letter from Vanguard mailed to your address of record and you can access your account online at vanguard.com.

http://hrcpdocctr.phillips66.com/HR_P66_Comm/Benefits/SavingsplanFAQ.pdf

http://hr.phillips66.com/Tools.aspx

https://retirementplans.vanguard.com/VGApp/pe/PublicHome#/

http://vanguard.com


EMPLOYEE PROGRAMS AND POLICIESAt Phillips 66 we recognize that priorities surface in your personal life that require your time and attention. We believe that in addition to high quality benefits it is equally important to have policies in place that enable you to manage your priorities personally and professionally. Highlighted below are several policies* that demonstrate our ongoing commitment to provide workplace flexibility in support of our employees and their families.

*Subjecttotheeligibilityprovisionsofeachpolicy.

VACATION AND HOLIDAYSAs much as you’ll love being a part of the Phillips 66 team, it’s important that you take time away from work when needed. Your annual vacation total is based on years of service with the company.

Your annual vacation total will be earned monthly. You can take vacation at any time during the year with supervisor approval (even if you have not earned all of it). Employees that leave the company will only be paid for vacation days that have been earned and not used at the time of termination. Refer to the FAQs on hr.phillips66.com (Employee Programs & Policies > Employee Programs) for additional information.

Years of service

Number of vacation days earned each year

on a monthly basis

1 – 4 10

5 – 9 15

10 – 19 20

20 – 29 25

30 or more 30

We also observe several paid holidays each year. The specific holidays vary by location and are announced each year or are available online.

RETHINKRethink is a company-provided benefit which offers caregiver assistance (tools, training and clinical guidance) for those supporting individuals with learning, social and behavioral challenges. Rethink is available on demand 24/7 and will be offered to all U.S. employees.

• SCHEDULE ongoing teleconsultations with a behavior expert.

• LEARN from how-to videos and access printable resources.

• TEACH crucial skills in socialization, language, self-help, academics, and employment.

• DECREASE problem behaviors and improve the home environment.

• COLLABORATE more effectively with school and other caregivers.

• No diagnosis needed and no age restrictions.

• Not a part of your health plan (no fees or claims).

• 100% compliant with the Health Insurance Portability and Accountability Act (HIPAA).

19/30 WORK SCHEDULESometimes you just need a day off to recharge, relax or take care of business. With the 19/30 program (available at certain sites), you can take a personal day off each month by extending each of your working days that month by 30 minutes. It’s entirely voluntary, and you must schedule your day off with your supervisor. The program is not available to employees who work shift schedules or who are covered by a collective bargaining agreement (unless the agreement includes it). Please check with your HR Business Partner to confirm eligibility.



PARENTAL AND MATERNITY BENEFITS• Parental Leave — this policy provides mothers

and fathers up to 2 weeks of parental leave for the care and bonding of a child within 12 months of the child’s birth or adoption.

• Maternity Leave — the Short-Term Disability Plan provides birth mothers up to 10 weeks of short-term disability leave paid at 100% for the birth of a child.

COMMUNITY SERVICE LEAVEPhillips 66 values volunteerism in the community. The Community Service policy allows up to two days of paid time off so that you can volunteer your personal time to give back to the community in which you work. Time off can be taken in half-day increments, and used for eligible charitable organizations.

OTHER TIME OFF POLICIESOur policies are designed to help balance your work and life and give you time to focus on yourself and your family. These include:

• Flexible core working hours

• Part-time regular work schedules

• Death in Family

• Serious Illness in Family

• Excused Leave with Pay and Hardship Assistance

• Civic Duty Leave

• Disability Leave

• Family and Medical Leave (FMLA)

• Military Leave

• Personal Leave

EMPLOYEE DISCOUNT PROGRAMThe Employee Discount Program helps you save on products and services you use every day. Administered by Beneplace, our discount website gives you access to deals on consumer products, dining, automotive services, health and wellness products, travel and so much more.

ADOPTION ASSISTANCE POLICYPhillips 66 helps you with adoption expenses, including agency fees, placement fees, legal fees, court costs and other expenses. Regular full-time employees can receive up to $3,000 per adopted child ($6,000 for twins) and part-time employees are eligible for a prorated amount.

VOLUNTEER GRANTSPhillips 66’s volunteer grant program turns your volunteer time into money. We donate $500 for every 20 hours you or your spouse volunteer with an eligible 501(c)(3) non-profit organization. And if you form a team of four or more employees, retirees or spouse volunteers, you may apply for a team volunteer grant of $1,000.

MATCHING GIFT PROGRAMPhillips 66 firmly believes in improving the communities in which our employees live and work. When you donate money to your favorite charities, we match your donations with company money. For every dollar you contribute to an eligible 501(c)(3) non-profit organization, Phillips 66 will donate another dollar, up to $15,000 per year. Retiree donations are matched dollar-for-dollar up to $7,500 a year.

DEPENDENT SCHOLARSHIP PROGRAMEvery year, we award up to 66 of our employees’ dependents a $16,000 scholarship each, payable over four years. Your child can apply for one of the scholarships during his or her senior year of high school.

POLICIESIt is important to read and understand the Phillips 66 policies. Contact your HR Business Partner to learn about the policies that you are required to review. To learn more about our programs and policies visit hr.phillips66.com.

Subject to the eligibility provisions of each policy. These benefits apply to all non-represented employees, as well as those represented employees where provided for under the terms of an applicable collective bargaining agreement. Consult with your HR Business Partner (HRBP) or CBA to learn more.

http://hr.phillips66.com/Preparing-For-The-Unexpected/Life-Insurance.aspx

RESOURCESFor more information on a specific plan — eligibility, coverage details, how it works — you have several resources available to you:

• HR website at hr.phillips66.com

• HR Connections for payroll, policies, etc., at 855-480-6634 or 918-977-7905, 6 a.m. to 5:30 p.m. Central time, Monday – Friday

• The Interactive Benefits Tool at myalex.com/p66

• Phillips 66 Benefits Center for health and welfare benefits at 800-965-4421, 8:00 a.m. to 6 p.m. Central time, Monday – Friday

• Phillips 66 Savings Plan: Contact Vanguard Participant Services at 800-523-1188, 7:30 a.m. to 8 p.m. Central time, Monday – Friday. You can also access Vanguard through My HR Tools or directly at vanguard.com.

• Summary Plan Descriptions (SPDs) at hr.phillips66.com

• UPoint* is available at digital.alight.com/phillips66. Alternatively, UPoint is also available through My HR Tools — click on the UPoint tile.

*Availableafteryoujoinourteam.





http://vanguard.com

http://hr.phillips66.co




VENDOR CONTACTS

MedicalAetna: 855-267-4184aetna.com

BlueCross BlueShield: 855-594-4233bcbstx.com/phillips66

Kaiser CA: 800-464-4000 Kaiser WA: 888-901-4636kp.org

DentalMetLife: 855-837-6381metlife.com/mybenefits

VisionVSP: 800-877-7195vsp.com

Prescription DrugsCVS Caremark: 888-208-9634caremark.com

Health Savings AccountBank of America: 877-785-6698https://myhealth.bankofamerica.com

Flexible Spending Accounts and Fitness ReimbursementAlight Solutions: 800-965-4421digital.alight.com/phillips66

Rethink800-714-9285http://phillips66.rethinkbenefits.com

Code: phillips66

Resources for Living844-766-7351resourcesforliving.com

Username: Phillips66 Password: RFL

Doctor Match and Expert OpinionGrand Rounds: 844-339-6732grandrounds.com/phillips66

Telemedicine For Aetna: 855-835-2362teladoc.com/aetna

For BCBSTX: 888-680-8646MDLIVE.com/bcbstx

Well-BeingVirgin Pulse: 888-671-9395iam.virginpulse.com

Savings Vanguard: 800-523-1188vanguard.com

PensionBenefits Center: 800-965-4421digital.alight.com/phillips66

Additional ResourcesBenefits Center: 800-965-4421Phillips 66: digital.alight.com/phillips66

Mobile App: Download the Phillips 66 HRConnect app. This app provides you many of the Total Rewards apps. From there you can download the vendor app which give you quick access to your Total Rewards information.


http://aetna.com


http://kp.org

http://metlife.com/mybenefits

http://vsp.com

http://caremark.com

https://myhealth.bankofamerica.com


http://phillips66.rethinkbenefits.com

http://resourcesforliving.com


http://teladoc.com/aetna

http://MDLIVE.com/bcbstx

http://iam.virginpulse.com

http://vanguard.com




NOTES

ThiscommunicationmaycontaininformationregardingcertainPhillips66compensationandbenefits. Thesummaryplandescriptionsforthevariousbenefitplansandotherrelevanttermsandconditionsprovidemoredetailedinformation.Receiptofthiscommunicationdoesnotguaranteeeligibilityforbenefitsoranyotherformofcompensation. Phillips66reservestherighttocorrectanyerrors. Iftheinformationprovidedbythiscommunicationconflictswiththeplandocuments,theplandocumentswillprevail. Phillips66alsoreservestherighttoamend,changeorterminateitsplans,anyunderlyingcontractoranyotherpolicyorprogram,atanytimewithoutnotice,atitssolediscretion.Thisinformationappliesonlytonon-representedemployees,aswellasrepresentedemployeeswhereprovidedforunderthetermsofanapplicablecollectivebargainingagreement.

Documents

Sweeny Fractionator One YOUR 2020 PHILLIPS 66 TOTAL … · eligibility provisions, as well as the benefits, rights and obligations under the Phillips 66 plans. SPDs are available