Benefits Guide

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Table of Contents

Enrollment Eligibility . . . . 2

Who is Eligible? . . . . 2

When Are Changes Allowed . . . . 3

Completing Your Online Enrollment . . . . 4-11 An Overview of Your Benefits . . . .12-22 Medical Plans & Pharmacy . . . .12-15 Choice Plus Traditional Core PPO Plan . . . .12-13 Choice Plus HDHP 2600 Plan . . . .14-15 Plan Comparison . . . . 16

Resources & Wellness . . . . 17

Voluntary Dental Plan . . . . 18

Basic & Voluntary Life Insurance . . . . 19

Voluntary Vision Plan . . . . 19

Voluntary Short-Term Disability . . . . 20

Flexible Spending Accounts . . . .21-22 Monthly Premiums . . . . 23

Important Notices . . . . 24

Customer Service . . . . 25

About the Valley Schools Employee Benefits Trust . . . . 25

Premium Provider Flyer . . . .26-27

VSP TruHearing & Diabetic Eye Care Flyer . . . .28-29

United Healthcare Rally Flyer . . . . 30-31

ABOUT THIS BENEFITS GUIDE

This Benefits Guide describes your benefit options and their costs for the 2015/2016 plan year. It also outlines the steps you need to take to select and enroll in the appropriate coverage. This guide is interactive. Simply roll your mouse over a link and “click” for more information.

Review the Guide carefully and feel free to contact the Benefits Office in the District’s Human Resources Department if you have questions.

ENROLLMENT ELIGIBILITY

Who is Eligible?

Benefits-eligible employees are eligible to participate in the District’s benefit plans as of the first of the month following their hire date.

Benefits-eligible employees can also extend medical, dental, voluntary vision, and voluntary life insurance coverage to their eligible dependents. Eligible dependents are generally defined as:

• Your legal spouse

• Your or your spouse’s tax-qualified dependent child(ren) married or unmarried under age 26 (Note: dental, vision and optional life coverage term at age 25 for dependents.)

A dependent child includes your: • Natural child

• Stepchild

• Legally adopted child • Child placed for adoption

• Child for whom you have legal guardianship

• Child for whom health care coverage is required through a ‘Qualified Medical Child Support Order’ (QMCSO) • Unmarried child of any age with a mental retardation or physical handicap who is incapable of self-sustaining

employment as a result of that handicap. However, to be eligible for coverage, your child must have been covered by the District’s or another medical insurance plan at the time he or she became disabled. Proof of the child’s disability is required.

If you have questions, contact the Benefits Office in the Human Resources Department to verify your dependents’ eligibility. You may be asked to provide proof in support of your dependents’ eligibility.

Under the Medicare, Medicaid, and SCHIP Extension Act of 2007 (MMSEA), there were new mandatory data reporting requirements for group health plans, which went into effect in 2009. These new reporting requirements were designed to facilitate coordination of benefits

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When Are Changes Allowed?

Benefit plans are administered on a “policy year basis” – from July 1 through June 30 of each year. Thus, the elections you make during this annual Open Enrollment are effective from July 1, 2015 through June 30, 2016.

Because the benefits you elect are offered on a pre-tax basis, the Internal Revenue Service (IRS) does not allow changes to these benefit elections outside of the annual Open Enrollment period unless you have a qualified mid-year “change in status event,” such as:

• An employee’s marriage or divorce

• The birth or adoption of an employee’s child • The death of an employee’s spouse or child

• Change in the employee/spouse/dependent’s employment status, work schedule or residence that affects their eligibility for benefit coverage

• Coverage of a child due to a Qualified Medical Child Support Order (QMCSO) • Entitlement or loss of entitlement to Medicare or Medicaid

• Certain changes in the cost of coverage, composition of coverage or curtailment of coverage of the employee or spouse’s plan

• Changes consistent with Special Enrollment rights and FMLA leaves

You need to submit your benefit changes online. PLEASE NOTE: You will be required to submit proof of the mid-year changes (birth certificate, marriage license, etc.) to the Benefits Office before the mid-year change can be authorized and changes must be submitted within 30 days of the change in status event. The Plan will then determine if your change is permitted and if so, changes will become effective on the first day of the month following the approved change in status event (except for newborn and adopted children who are covered back to the date of birth or adoption or placement for adoption).

Changes Allowed under the Children’s Health Insurance Program Reauthorization Act of 2009

Effective April 1, 2009, the Children’s Health Insurance Program Reauthorization Act of 2009 created a new special enrollment period that applies to group health plans, similar to those currently in effect for the loss of eligibility for other group coverage or qualifying life status changes.

Under this Act, group health plans must permit employees and dependents who are eligible for group health plan coverage to enroll in the plan if they:

• Lose eligibility for Medicaid or SCHIP coverage OR

• Become eligible to participate in a premium assistance program under Medicaid or SCHIP

In both cases, you must request special enrollment within 60 days (of the loss of Medicaid/SCHIP or of the eligibility determination), or wait until the plan’s next annual enrollment period.

WELCOME TO PVUSD ONLINE ENROLLMENT

Your personalized enrollment site can be accessed from any computer with an internet connection. You

will be able to make all of your elections, changes, add or drop dependents and determine current coverage

and changes for the new plan year by going online to:

www.pvschools.net/employee

and following the

instructions on the following pages to assist you in initiating your benefit elections.

COMPLETING YOUR ONLINE ENROLLMENT

We encourage all employees to take an active role in their benefits enrollment and on an ongoing basis as

you use your benefits throughout the coming year.

This booklet includes information on the benefits available for election for 2015/16 as well as instructions on

completing your elections online. All employees must complete the 2015/16 Benefit Election Enrollment

process online. Depending on the elections you decide to make, you may need to complete and return forms

that can also be found online.

IMPORTANT!

• You must complete your online benefits enrollment by 1:00 p.m. Arizona time, 5:00 p.m. Eastern

standard time, May 31, 2015.

• If you do not complete the enrollment process you will stay in the same plan you are in for the

2014-2015 plan year with the exception of flexible spending accounts.

• If you do not complete the enrollment process online, you will NOT have an opportunity to elect or

change coverage until next year’s Open Enrollment period unless you have a permitted mid-year change

in status.

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AN OVERVIEW OF YOUR BENEFITS

Medical Plans

Benefits-eligible employees may choose to enroll in one of two medical plans provided through UnitedHealthcare: • The Choice Plus Traditional Core Plan

• The Choice Plus HDHP 2600 (high deductible health plan) with or without a health savings account

Following is a summary of each plan’s features. Be sure to review this information carefully. Refer to the premium chart on page 22 for a basic comparison of benefits coverage under the plans. You can find more information through the UnitedHealthcare website at www. myuhc.com.

The Choice Plus Traditional Core Plan

When you enroll in the Core plan, you may visit any provider, including specialists, without a referral. Using a UnitedHealthcare network provider (in-network) versus an out-of-network provider determines the level of benefits you receive and how they are paid. You can expect the highest level of benefits when you seek in-network care. Premium Provider Advantage

You save money by choosing a UnitedHealth Premium tier 1 physician. You can reduce your out-of-pocket costs by using physicians who have received the UnitedHealth Premium designation for quality and cost efficiency. Please see the list of applicable specialties in the flyer on page 26 and visit UnitedHealthPremium.com for program details. Note that physician and facility designations are subject to change. Always check your provider’s status when making an appointment.

Plan Year Deductible

Some healthcare services, such as inpatient hospital care, are subject to an annual deductible under the Core plan. You pay for these services out of your own pocket until meeting the plan year deductible. Then, once you meet the plan year deductible, the benefits coverage for these services kicks in.

Choice Plus Traditional Core Plan

Core Plan Deductible In-network Out-of-network

Plan Year Deductible $1,500 individual; $3,600 individual; $3,000 family $7,200 family

Copayments

You pay a set amount of money called a copayment for some in-network services, such as doctor’s office visits, and specialist’s visits.

Core Plan Copayment Levels

In-network Premium Provider Out-of-network

Copayments for Physician’s $30 per visit $20 per visit You pay a percentage

Good News!

•

There are no changes to the plan

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Plan Benefits Coverage (Coinsurance)

Once you meet the deductible (for services subject to a deductible under the Core plan), the plan’s coinsurance benefits kick in. Coinsurance is the percentage of eligible expenses that you and the plan share when you receive care. You are responsible for your share of coinsurance until reaching the plan year “out-of-pocket maximum.”

Coinsurance levels vary by plan as follows:

Core Plan Coinsurance Benefits

Choice Plus Core Plan In-network Out-of-network Coinsurance Plan pays 80%, Plan pays 50%,

you pay 20% of you pay 50% of eligible expenses eligible expenses

Plan Year Out-of-Pocket Maximum

The plan year out-of-pocket maximum is the most you will pay for services covered through coinsurance during the plan year. When you reach the maximum, the plan generally pays 100% for eligible coinsurance expenses. As a result of the Affordable Care Act, all copays and deductibles now accumulate towards your out-of-pocket maximum. The out-of-pocket maximum for each plan has been adjusted to accommodate this change and are as follows:

Core Plan Out-of-Pocket Maximum Benefits

Choice Plus Core Plan

In-network Out-of-network Out-of-pocket $6,000 individual; $12,000 individual; maximum $12,000 family $24,000 family

The of-pocket maximum includes the amounts you pay for copayments and deductible. Your share of coinsurance for out-of-network services in excess of UnitedHealthcare’s allowable charges for a service does not count toward the out-of-pocket maximum. When you seek out-of-network care, be sure to discuss your possible share of the costs with your non-network provider and UnitedHealthcare before you receive care.

There are no pharmacy changes for the 2015/2016 Plan Year

Prescription Drug Coverage under the Core Plan

Under the Core plan, you may fill your prescriptions through any pharmacy. However, you’ll pay less out of your pocket when you use a participating retail pharmacy or the OptumRX home delivery network (available online through www.myuhc.com). You will pay a $100 deductible for individual coverage, and a $300 deductible for family coverage before your copays are charged on any of the pharmacy options below. Prescription drugs are covered under a “three-tier” schedule. A list of drugs found within each “tier” is available through the UnitedHealthcare Web site –www.myuhc.com.

Your copay is based on the category you and your doctor choose. Your deductible applies to each pharmacy category:

Choice Plus Core Plans Prescription Drug Coverage

Prescription Drug Participating Retail Pharmacy Home Delivery Network Non-Participating Retail Pharmacy

Category (up to 31-day supply) (up to 90-day supply) (up to 31-day supply)

Tier 1 $0 copay after $100 individual $0 copay after $100 individual $10 copay after deductible is met plus any

deductible is met or $300 for family deductible is met or $300 for family amount over the average wholesale price

Tier 2 $30 copay after $100 individual $60 copay after $100 individual $30 copay after deductible is met plus any

deductible is met or $300 for family deductible is met or $300 for family amount over the average wholesale price

Tier 3 $60 copay after $100 individual $120 copay after $100 individual $60 copay after deductible is met plus

The Choice Plus HDHP with Health Savings Account

The HDHP with or without a Health Savings Account plans combines a high-deductible PPO plan with a tax-advantaged Health Savings Account (HSA) that helps you pay for eligible medical expenses. When you enroll, the District provides funds for your HSA, which you can use to pay the cost of qualified healthcare expenses. The plans also provide resources and tools to help you make informed healthcare buying decisions. Most benefit-eligible employees who select HDHP 2600 with HSA will receive a District-provided HSA contribution. If you qualify to open and fund an HSA and select the HDHP 2600, the district will provide up to $480 for individual coverage, and $680 for employee plus spouse, employee plus child(ren) and family coverage. Please note that the total contribution amounts are based on a full year of enrollment in the Plan. Funds will be deposited during the 2015/16 plan year. Refer to page 15 for more information about funding your HSA.

PLEASE NOTE: If you are on Medicare you can elect HDHP 2600, but you CANNOT fund a Health Savings Account per IRS regulations. If you have questions regarding this, please contact your benefit’s office for more details.

HDHP 2600 with or without HSA Plan Benefits Coverage

Under these plans, you can see any doctor you want. However, you will pay less if you use a UnitedHealthcare network provider. The plans provide benefits as follows:

HDHP 2600 with or without HSA Plan Year Deductibles

As you seek healthcare, you must meet the plan year deductible before the plan’s benefits kick in. Deductibles for the HDHP 2600 are $2,600 for each individual and up to $5,200 for families. You can use your Health Savings Account to pay for any qualified medical expense, including those incurred while meeting your deductible. Then, once you exhaust your HSA funds, you pay any additional expenses required to meet the deductible out of your own pocket. The HSA plan covers most in-network preventative care services at 100%, with no

deductible required. We strongly encourage you to advise your physician when you schedule your exam and again at the appointment, that your appointment is for your annual wellness or preventative exam and should be coded appropriately.

Plan Benefits Coverage (Coinsurance)

After meeting the plan year deductible, the plan’s coinsurance benefits kick in. The plan pays 80% and you pay 20% for most in-network charges. When you seek care out-of-network, UnitedHealthcare pays 50% of the expenses it defines as eligible for coverage under the plan. You pay the balance.

You are responsible for your share of coinsurance until reaching the plan year “out-of-pocket maximum.”

Plan Year Out-of-Pocket Maximum

The out-of-pocket maximum is the most you will pay for eligible expenses during the plan year. After reaching the maximum, the plan pays 100% for eligible expenses. The plan year out-of-pocket maximum for in-network care for the HDHP 2600 is $4,500 for individuals and $9,000 for families; for out-of-network care, it is $9,000 for individuals and $18,000 for families. In-network and of-network maximums accumulate separately. In addition, if you enroll in family coverage, the family out-of-pocket maximum applies.

The amount you pay to satisfy your plan year deductible is included in the out-of-pocket maximum. However, your share of coinsurance for of-network services in excess of UnitedHealthcare’s allowable charges does not count toward the out-of-pocket maximum. When you seek out-of-network care, be sure to discuss your possible share of the costs with your

non-What’s New

• Contributions: HDHP 2600 enrollees will receive up to $480 for individual coverage and $680 for all other tiers.

• Due to IRS requirements, the deductible on the HDHP has been increaed to $2,600 for indivudal coverage, and $5,200 for family coverage.

• There are no rate changes. See rate table on page 23.

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Participants in the District’s Healthcare

Flexible Spending Account Take Note

If you enroll in the HSA Plan and wish to also enroll in the District’s Healthcare Flexible Spending Account, special rules apply . You can use your Healthcare Flexible Spending Account on a “limited use”

basis only . See pages 20 & 21 for more information

regarding the District’s Flexible Spending Accounts .

Funding and Using Your Health Savings Account

When you enroll in the HDHP with HSA, the District sets up and partially funds an HSA on your behalf. Funds can ONLY be deposited after the Benefits Department receives your OptumHealth Bank form. The District’s contribution to most eligible employees’ accounts for the 2015/16 plan year on the 2600 plan is $480 for an individual, and $680 for all other coverage tiers.

The IRS also allows you to contribute to your HSA until the total contributions – yours and the District’s – equal the annual IRS maximum contribution. The maximum contribution for the coming tax year if you elect employee-only coverage is $3,300; the maximum contribution if you elect employee plus family coverage is $6,550.

Employees age 55 to 64 are also eligible to make an additional “catch-up” contribution to their own HSA account. The amount allowed by the IRS in the 2015 tax year is $1,000.

The District’s contribution to an HSA Plan participant’s account is deposited in equal increments over 21 pay periods during the plan year. If you choose to make voluntary contributions, those contributions are deducted from your pay, over 21 pay periods, in equal increments throughout the plan year. Contributions are available for use when deposited to your account.

If a balance remains in your HSA at the plan year’s end, the funds roll over for your use during the next plan year, or in future years. In addition, you accumulate tax-free interest on your HSA funds. Thus, you can use your account to save for care you may need in the future.

Finally, your HSA account is portable. If you leave the District or switch medical plans, you can continue to use your HSA funds for qualified healthcare expenses.

Note: The applicable service fee of $1.00 to $3.00 is automatically deducted by OptumHealth Bank from your HSA balance each month depending on your account selection.

IMPORTANT

Federal law does not allow participants in Medicare to contribute to an HSA. Thus, if you are currently enrolled in Medicare or may become eligible for Medicare during the plan year, you should carefully consider whether the HDHP with HSA Plan makes sense for you.

Visit the links below to learn more about HDHP’s with HSA’s:

• Health Care Lane

• OptumHealth Bank HSA Users Guide

• What is an HSA video

Prescription Drug Coverage under the High Deductible Health Plan

Under the HDHP, you may fill your prescriptions through any pharmacy. However, you’ll pay less out of your pocket when you use a participating retail pharmacy or the Optum RX home delivery network (available online through www.myuhc.com). Prescription drugs are covered under a “three-tier” schedule. In addition, you will have coverage for certain Expanded Preventive Medications, which will not be subject to the deductible. A list of all covered drugs found within each “tier” is available through the UnitedHealthcare Web site – www.myuhc.comor your benefits portal to download the full list.

HDHP Prescription Drug Coverage

Before meeting the plan year deductible…

Prescription Drug Participating Retail Pharmacy Home Delivery Network Non-Participating Retail Pharmacy Category (up to 31-day supply) (up to 90-day supply) (up to 31-day supply) Tier 1 You pay UHC negotiated cost You pay UHC negotiated cost You pay full retail cost Tier 2 You pay UHC negotiated cost You pay UHC negotiated cost You pay full retail cost Tier 3 You pay UHC negotiated cost You pay UHC negotiated cost You pay full retail cost

After meeting the plan year deductible…

Prescription Drug Participating Retail Pharmacy Home Delivery Network Non-Participating Retail Pharmacy Category (up to 31-day supply) (up to 90-day supply) (up to 31-day supply) Tier 1 $10 copay $25 copay $10 copay, plus any amount over

average wholesale price for drug Tier 2 $30 copay $75 copay $30 copay, plus any amount over

average wholesale price for drug Tier 3 $50 copay $125 copay $50 copay, plus any amount over average wholesale price for drug

To find a UnitedHealthcare network doctor, pharmacy, or facility (such as a hospital), refer to the online provider directory, available through www.myuhc.com, and follow the directions to locate a provider either by geography or name. You do not need to be a registered member to access the provider directory.

Medical Plan Comparison

Benefits Coverage for UnitedHealthcare In-network Services

Plan Feature Choice Plus Traditional Core Plan Choice Plus HDHP 2600

Deductible $1,500 individual;

$3,000 family $2,600 individual $5,200 family

Coinsurance Plan pays 80%

and you pay 20% and you pay 20%Plan pays 80%

Out-of-Pocket Maximum $6,000 individual,

$12,000 family

(Payments toward deductible and copays for services ARE included)

$4,500 individual $9,000 family

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Free Advice – Care24

When you enroll in one of the District’s medical plans, you will have access to UnitedHealthcare’s 24-hour referral service, called “Care24.” Care24 is staffed with registered nurses and master’s level counselors who can help with almost any problem ranging from medical and family matters to personal, legal, financial, and emotional issues.

Care24 is confidential and provided at no additional cost to medical plan participants (employees and dependents). Call 1-888-887-4114 to speak with a counselor anytime, day or night, 7 days a week, 365 days a year.

Your Payroll Deductions for Your Medical Plan Election

It is the District’s current philosophy and practice to pay the single premium amount and a base amount of the family premium toward our benefit eligible employees’ monthly medical plan premium. The base amount may vary, based on the number of hours you work and whether you have a benefit-eligible spouse who works for the District. The base amount is applied to the plan and coverage level you select, and you are responsible for the resulting share of the monthly premium cost (if any) over 21 pay periods during the plan year.

Waiving Medical Coverage

You are not required to enroll in medical coverage through the District. For example, if you have medical coverage through another source (e.g., your spouse’s employer-sponsored plan), you might find it more practical or cost-effective for you to cover your family under that plan. If you choose to waive coverage, complete the online process to decline coverage.

District Wellness

Paradise Valley USD is committed to supporting optimum health and wellness for district employees and their families. P.R.E.P. (Prevention Reward Employee Program) encourages members to get healthy and stay healthy.

P. R. E. P. is designed to make participation as streamlined as possible while focusing on key practices of good health. Members are asked to complete two wellness activities. The third program option applies only to those who qualify for participation.*

Primary Options:

1. Annual Wellness Exam 2. Health Assessment (HA)

Additional Option:

Enroll in DPCA Program if applicable (Diabetes Prevention & Control Alliance)

Members are encouraged to read the complete P.R.E.P. guide on your benefits portal to gain an understanding of the program specif-ics, requirements, and available options.

*Please note that wellness options and activities can be added or modified at any time during the plan year. Please check your distirct newsletters or bullitiens for updated wellness program communications.

Voluntary Dental Plan

Benefits-eligible employees may choose to enroll in a voluntary dental plan. Two plans are offered, and coverage is provided through Delta Dental of Arizona.

The Delta Dental plans allow you to visit any dentist or specialist without a referral. The coverage levels provided will typically be higher when you visit a Delta Dental network provider. If you choose to visit a non-participating provider, Delta Dental will still provide benefits (at reduced levels). Note: The plan provides coverage for your eligible dependents under age 25.

When making an appointment with your dentist, verify that he or she is a participating provider with Delta Dental. You can also verify your dentist’s affiliation with Delta and/or find a Delta Dental provider through the Delta Dental Web site at

www.deltadentalaz.com, or by calling Delta Dental at 800-352-6132, extension 2. The tables below outline the benefit coverage under the dental plans.

Delta Dental Premier In-Network Benefit Highlights — Core Plan Offered to Benefits-Eligible Employees

Plan Year Deductible $50 individual, $150 family

Plan Year Maximum $1,500 per person

Routine Services

Preventive Care and The plan pays 100% when you seek care through a Delta Dental provider. Diagnostic Care Services are not subject to plan year deductible.

No waiting period applies for these services.

Basic Services

Restorative Care and The plan pays 80%, after deductible when you seek care through a Delta Dental provider. Oral Surgery (simple extractions)

Major Services

Prosthodontics, The plan pays 50%, after deductible when you seek care through a Delta Dental provider. Bridge and Denture Repair, Benefits provided after completion of a six-month waiting period.

Endodontics, and Periodontics

Orthodontics The plan pays 50%, after deductible when you seek care through a Delta Dental provider. $1,000 lifetime maximum.

Benefits provided after completion of a 12-month waiting period.

Delta Dental Premier Plan Highlights — Advantage Plan Offered to Benefits-Eligible Employees

Plan Year Deductible $25 individual, $75 family

Plan Year Maximum $2,000 per person

Routine Services

Preventive Care and The plan pays 100% when you seek care through a Delta Dental provider. Diagnostic Care Services are not subject to plan year deductible.

Basic Services

Restorative Care, Oral Surgery, The plan pays 80%, after deductible when you seek care through a Delta Dental provider. Endodontics, and Periodontics

Major Services

Prosthodontics, The plan pays 50%, after deductible when you seek care through a Delta Dental provider. Bridge and Denture Repair

Orthodontics The plan pays 50%, after deductible when you seek care through a Delta Dental provider. $1,000 lifetime maximum.

In the event you need extensive dental work, ask your dentist to submit a pre-estimate of the services to Delta Dental. This permits Delta to review the treatment plan and let you know your financial responsibility prior to the service being performed. A detailed benefits summary is posted on the PVUSD benefits portal.

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Basic Life Insurance

The District provides eligible employees with basic life insurance coverage. This benefit is provided at no cost to you.

Highlights of the Basic Life Insurance Coverage

Who is Eligible? District employees as outlined in their respective collective bargaining agreements What is the Benefit? Life insurance: One times your basic annual earnings, up to $150,000

After you reach age 70 the policy amount is reduced by 50%. You must designate a beneficiary for the basic life insurance. (A beneficiary is the person who receives the basic life insurance benefit in the event of your death.) You may add or change your beneficiary by

completing the online enrollment.

Voluntary Life Insurance

If you are eligible for basic life insurance, you have the opportunity to purchase additional voluntary life insurance coverage for yourself and your eligible spouse and dependent children. Coverage is underwritten by Voya Financial, formerly ING.

Voluntary Life Insurance Coverage Options

Coverage for… What can you buy…

Yourself Purchase coverage in $10,000 increments, up to 5 times your salary. The maximum benefit is $500,000. Your spouse Purchase coverage in $10,000 increments, up to $150,000. You can elect dependent coverage only if you purchase voluntary

coverage for yourself. Your spouse’s coverage cannot exceed your basic and voluntary life insurance coverage combined. Your dependent children Purchase coverage in $2,000 increments, up to $10,000. The maximum benefit for children under six months is $500. You can

elect dependent coverage only if you purchase voluntary coverage for yourself.

After you reach age 70, the policy amount is reduced by 50%. When your spouse reaches age 70, his/her coverage ceases.

IMPORTANT—WHEN EVIDENCE OF GOOD HEALTH IS REQUIRED

• If you are applying for coverage for the first time, you will need to submit evidence of your good health.

• If you wish to increase your current coverage level during this year’s Open Enrollment you must provide ING with evidence of your good health .

Good News!

Their are no rate or plan changes with VSP

Voluntary Vision Plan

Benefits-eligible employees have the opportunity to enroll in our voluntary vision coverage through VSP. You can choose employee only or employee plus family coverage.

Under the VSP plan, you may visit any vision care provider. However, benefits are provided at significantly higher levels when you visit a network doctor. You can see a complete list of providers at: www.vsp.com.

Vision Plan Highlights

Plan Feature Benefits at a VSP

Network Provider Out-of-Network Benefits

Eye Exam After your $10 copay, the plan pays 100% every year The plan pays up to $45

Lenses After your $25 copay, the plan pays 100% every year The plan pays up to $30 for single vision; $50 for bifocal; $65 for trifocal; $100 for lenticular Frames The plan pays up to $150 every 2 years The plan pays up to $70 every 2 years

Contacts (In lieu of lenses and frames)

Medically necessary lenses * The plan pays 100% after your copay The plan pays up to $210 for medically necessary contacts Elective contact lenses The plan pays $150 and $105 for elective contacts

*Prescribed by a doctor for certain medical or visual/refractive conditions. Patients must meet certain criteria to qualify.

Voluntary Short-Term Disability

Benefits-eligible employees can elect to purchase voluntary short-term disability coverage. The plan provides monthly income replacement benefits based on your annual salary, not to exceed 66 2_{/3% of your salary. Benefits are paid in the event you cannot}

work due to pregnancy or a covered non-occupational illness or injury, for up to six months of your continuous disability. You can choose from two benefit options:

Voluntary Short-Term Disability Options

Short-Term Disability Plan 1 Short-Term Disability Plan 2

Coverage begins following a 14-day waiting period. Coverage begins following a 30-day waiting period. Short-term Short-term disability benefits are payable for up to disability benefits are payable for up to five months during your six months during your continuous disability. continuous disability.

Your benefit payment will be offset by other sources of income as defined by Assurant Employee Benefits group policies. However, the minimum monthly benefit amount payable under the voluntary short-term disability policy cannot be lower than 25% of your gross monthly benefit, regardless of the amount of income you receive from other sources.

IMPORTANT—PRE-EXISTING CONDITION LIMITATIONS

The policy does not pay benefits for disabilities that begin within 12 months of your initial enrollment in the plan, if you received medical treatment, consultation, care, or services (including diagnostic measures), or took prescribed drugs or

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Flexible Spending Accounts (FSAs)

The Flexible Spending Accounts — the Healthcare Flexible Spending Account and the Dependent Care Flexible Spending Account — are separate flexible spending accounts that can help you save money on taxes by allowing you to pay for certain expenses with before-tax dollars.

The plans are administered by BASIC. Contact a BASIC representative at 1-800-473-0455 for more detailed information regarding FSAs. If you would like to participate in an FSA for 2015/16, you must complete your election which can be found on your online enrollment portal.

How Flexible Spending Accounts Work

You decide how much you want to contribute on a fiscal year basis into one or both of the FSAs when you enroll. Your FSA contributions are deducted from your paycheck, in equal amounts on a before-tax basis.

Your election stays in effect for the entire plan year (July 1 through June 30). You cannot increase, decrease, or cancel your contributions outside of the plan’s enrollment period, unless you have a qualified mid-year change in status (see page 3 for information about status changes).

You use your FSA contributions to pay your eligible expenses under the Healthcare Flexible Spending Account or

Dependent Care Account. The IRS defines the eligible expenses that are permitted for reimbursement, and only those that comply with the Internal Revenue Code are eligible.

You cannot use the contributions you make to the Healthcare Flexible Spending Account to reimburse yourself for eligible expenses under the Dependent Care Account, or vice versa.

The General Purpose Healthcare Flexible Spending Account

The General Purpose Healthcare Flexible Spending Account lets you set aside before-tax dollars to help you pay for eligible medical, dental, and vision care expenses. You can contribute up to $2,500 for 2015/16. You do not need to be enrolled in a District healthcare plan to contribute to the Healthcare Flexible Spending Account. However, you must be a benefits-eligible employee to enroll.

Eligible Expenses

Healthcare expenses that are eligible for reimbursement under an FSA are defined and governed by the IRS. In general, you can use the money in the Healthcare Flexible Spending Account to pay for eligible healthcare expenses that aren’t covered by your or your spouse’s healthcare plans or used as healthcare deductions on your income tax return. Examples of eligible expenses include:

• Medical expenses such as deductibles, copays, and your share of coinsurance • Over-the-counter drugs for which you have a doctor’s prescription

• Medical supplies such as hearing aids and diabetic supplies

• Your share of the costs for dental services including exams, fillings, bridges and orthodontia

• Your share of the costs for vision care services including eyeglasses, contact lenses and cleaning supplies and corrective vision surgery

Making Your Annual FSA Election

The IRS requires you to elect your FSA contributions every year. If you wish to participate from July 1, 2015 through June 30, 2016, you need to make your 2015/2016 election during Open Enrollment or your initial benefit enrollment period. Your current contribution, if any, will not carry forward. If you choose to enroll for 2015/2016, your contribution will be deducted from your pay in equal increments over 21 pay periods on a pre-tax basis.

To enroll for 2015/2016 please visit your online enrollment portal at:www.pvschools.net/employee. You can use the plan’s Flex Convenience debit card to pay most eligible expenses through your Healthcare Flexible Spending Account. You must keep your receipts in case you are asked to verify your eligible expenses. Alternatively, you may submit your expenses for reimbursement through paper claim forms. The claim form is available through BASIC’s Web site atwww.basiconline. com, or by calling BASIC at 1-800-444-1922.

Using the Healthcare Flexible Spending Account with the HSA Plan

If you choose to enroll in the Health Savings Account medical plan and you also wish to contribute to the Healthcare Flexible Spending Account, you can use your Healthcare Flexible Spending Account funds on a “limited use” basis, as follows:

• You can use your FSA funds to pay your eligible dental and vision care expenses, not covered through the medical plan. • You can use your FSA funds to pay your eligible healthcare expenses AFTER you meet your annual HSA plan

deductible.

The Dependent Care Account

The Dependent Care Account lets you set aside before-tax dollars to help you pay the cost of care for your eligible

dependents so that you (and your spouse) can work outside your home. You can contribute up to $5,000 annually. However, your contributions can be limited by your tax-filing status, by your spouse’s participation in a similar plan, if your spouse is disabled or a full-time student, or if you use the federal dependent care tax credit. Consult your tax or financial advisor to determine how much to contribute to the Dependent Care Account.

Your contributions are deducted from your paycheck, in equal amounts on a before-tax basis. Funds are available for reimbursement of eligible expenses after an expense is incurred and up to the balance currently available in your account.

Eligible Expenses

The Dependent Care Account is regulated by the IRS, and only those expenses that comply with the Internal Revenue Code are covered. Eligible expenses may include your costs for child day care, or care for an elder dependent while you are working or attending school full-time during the day. Examples of eligible expenses include:

• Before and after school care that meets the criteria for reimbursement under the plan • Care provided by an Au Pair/nanny that meets the criteria for reimbursement under the plan • Custodial care for qualified tax dependents that meets the criteria for reimbursement under the plan • Elder care including adult day care that meets the criteria for reimbursement under the plan

A detailed summary of eligible expenses is available on request from BASIC’s at www.basiconline.com, or by calling BASIC at 1-800-444-1922.

Getting Reimbursed

If accepted by your dependent care provider, you can use the plan’s Flex Convenience debit card to pay most eligible expenses through your Dependent Care Account. You must keep your receipts in case you are asked to verify your eligible expense. Alternatively, you may submit your expenses for reimbursement through paper claim forms. The claim form is available through the District’s Web site, the BASIC’s Web site at www.basiconline.com.

FSAs: Use It or Lose It Rule

The IRS governs the administration of Flexible Spending Account plans, and once you elect to set aside money in an FSA, you must use it for eligible expenses incurred during the plan year or incurred prior to your last day of employment if you terminate employment with the District.

You should make every effort to file your FSA claims as you incur expenses. However, you have 90 days after the plan year-end (June 30) to file claims for reimbursement. After that point, you forfeit, or “lose,” any unused funds. Because of this

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Medical

Tier

Monthly Total Premium District Contribution for EE Only District Contribution for Dependent(s) Total District Cost Per Montht

Employee

Cost Per

Month

Bi-Weekly Deduction* District HSA Contribution per Month EE Only $492.03 $492.03 N/A $492.03 $0.00 $0.00 EE + Spouse $1,082.47 $492.03 $160.00 $652.03 $430.44 $245.97 EE +Child(ren) $959.46 $492.03 $85.00 $577.03 $382.43 $218.53 EE + Family $1,476.09 $492.03 $395.00 $887.03 $589.06 $336.61 EE Only $393.62 $393.62 N/A $393.62 $0.00 $0.00 $40.00 EE + Spouse $865.97 $393.62 $160.00 $553.62 $312.35 $178.49 $56.67 EE +Child(ren) $767.57 $393.62 $85.00 $478.62 $288.95 $165.11 $56.67 EE + Family $1,180.87 $393.62 $395.00 $788.62 $392.25 $224.14 $56.67 Contact the Benefits Office for the DUAL rate

Dental Tier Monthly Total Premium Employee Bi-Weekly Deduction* EE ONLY $34.53 $19.74 EE + 1 or more $97.77 $55.87 EE ONLY $44.20 $25.26 EE + 1 or more $123.77 $70.73

Vision Tier Monthly Total Premium Employee Bi-Weekly Deduction* EE ONLY $7.56 $4.32 EE + 1 or more $20.85 $11.92

Rates on Short Term Disability and Voluntary Life Insurance will vary.

Premiums are typically based on: the plan, level of coverage and age.

*The published Bi-Weekly amount is based on 21 pay period deductions with 12 months of coverage.

3/31/2015 DH

2015/2016 Rate Sheet

CORE PLAN PPO HDHP PLAN (2600) ADVANTAGE PLAN CORE PLAN

NOTE: Bi-weekly deductions are calculated by multiplying the above premium by the number

of months of coverage then divided by the number of pay periods remaining. Please keep in mind that the rates quoted online through the Benefits Portal is an estimate only as deductions may take up to 2 pay periods to process.

IMPORTANT NOTICES

The following notice are available for your information in your Summary Plan Document (SPD):

• Women’s Health and Cancer Rights Act • Patient Protection and Affordable Care Act

• Statement of Rights under the Newborn’s and Mother’s Health Protection Act

• HIPAA Privacy Notice

• Leave for Military Service (USERRA)

• Medicare Part D Notice (of Creditable/Non-Creditable Coverage)

• FMLA

• Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA)

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25

CUSTOMER SERVICE

If you have general questions about your benefits or the enrollment process, feel free to contact your benefits representative. Contact our plan providers directly if you have questions or would like more detailed information about our plans. Or, contact the Benefits Office in the District’s Human Resources Department for assistance.

Contact

For Questions About...

Phone

Web site

UnitedHealthcare Core Plan & HDHP 866-844-4864 www.myuhc.com

OptumHealth Bank HSA Account Information 800-791-9361 www.optumhealthbank.com

Delta Dental of Arizona Voluntary Dental Plans 602-938-3131 www.deltadentalaz.com

800-352-6132

VSP Voluntary Vision Plan 800-877-7195 www.vsp.com

Voya Financial (formerly ING) Basic & Voluntary Life Insurance Plan 800-537-5024 www.voya.com

Assurant Voluntary Short-Term Disability Plan 800-877-2701 (Brockhurst & Associates, local agent) 602-263-9265

BASIC Flexible Spending Accounts 800-444-1922 ext 251 www.basiconline.com

Care24 Nurse, Financial & Legal Advice 888-887-4114 www.myuhc.com

This Benefits Guide provides only the highlights of certain provisions of the benefit programs available to eligible District members effective July 1, 2015. Complete details are contained in the respective plan documents and insurance contracts. In case of conflict between the information in this Benefits Guide and the wording in the official plan documents, the plan documents will govern. 2015/16 benefits contracts supersede all previous plan documents and contracts.

About the Valley Schools Employee Benefits Trust

Valley Schools was created in 1986 by a group of Arizona school districts to provide the opportunity for joint purchasing of insurance with the management of a professional staff of trust and pool administrators. The Paradise Valley Unified School District (PVUSD) is one of the founding members. The number of members expanded through the years, as did the number of benefits available through this group effort.

The Valley Schools Employee Benefits Trust (VSEBT) is the trust managed by Valley Schools to provide health, dental, life, vision, COBRA and other employee benefits to its members. VSEBT purchases these benefits as a group, but offers member districts the flexibility to provide different benefits to their employees.

Through VSEBT, your district is able to get better rates and services offered than it may be able to negotiate on its own. The key advantage is size. The bigger an organization is, the more concessions our insurance vendors will make. Your district retains complete autonomy in deciding your benefit packages and carriers. Your district also benefits from the lower group rates, but only pays for its own services. It does not subsidize other members.

VSEBT employs a full-time staff to follow up on management review and medical utilization information. VSEBT has a professional financial and program staff to serve all our members. In addition, VSEBT offer a wide array of wellness programs and other specialized services to member districts. The administrative costs are lower due to the ability of multiple districts to share these costs rather than duplicate them with individual contracting.

As an employee of the Paradise Valley Unified School District, you might not be aware of VSEBT, and that is

understandable. VSEBT works behind the scenes to improve your services and constantly negotiate better rates as directed by our member Board of Directors.

VSEBT is managed by the Valley Schools Management Group (VSMG), a non-profit, governmental entity formed in accordance with Arizona Revised Statutes Title 11, Sections 951, 952, 952.01, and 953 and in accordance with Arizona Department of Education Rule R7-2-1002A.

WELCOME.

You are enrolled in the UnitedHealthcare

Tiered Benefits Plan

Medical

Your plan features

You save money by choosing a UnitedHealth Premium physician. You can reduce your out-of-pocket costs by using physicians who have received the UnitedHealth Premium designation for quality and cost efficiency. Please see the list of applicable specialties to the right and visit UnitedHealthPremium.com for program details. Note that physician and facility designations are subject to change. Always check your provider’s status when making an appointment. You can choose any doctor or hospital in our network, and you don’t need referrals.

You can save money when you choose doctors (including specialists), hospitals and pharmacies in the network. Remember, if you receive care outside of the network, the plan will not cover the cost.

Your preventive care is covered 100% in our network.

You don’t have to pay any out-of-pocket costs (co-payment, co-insurance or deductible) for preventive care as long as you use a network doctor.

Services included

24-hour registered nurses

You can call and speak directly with a registered nurse anytime. Healthy Pregnancy Program

Soon-to-be mothers can have personal support through every stage of their pregnancy and delivery.

Employee Assistance Program

You can receive confidential support for a wide range of personal and work-related needs.

Care management

You’ll have access to special programs to help you make more informed health care decisions.

Choose with confidence.

The UnitedHealth Premium program takes the guesswork out of your doctor search. You’ll save money when you visit physicians who have received the UnitedHealth Premium designation for quality and cost efficiency. The program currently evaluates doctors in the specialties below, but we continue to add new specialties to enhance your plan. Visit UnitedHealthPremium.com for the latest information. • Allergy • Cardiology • Cardiology - Electrophysiology • Cardiology - Interventional • Endocrinology • Family Medicine1 • Infectious Disease • Internal Medicine1 • Nephrology • Neurology • Neurosurgery - Spine • Obstetrics/Gynecology1 • Orthopaedics - General • Orthopaedics - Foot/Ankle • Orthopaedics - Hand • Orthopaedics - Hip/Knee • Orthopaedics - Shoulder/Elbow • Orthopaedics - Spine • Pediatrics1 • Pulmonology

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27

For certain services, you may be required to have approval before those services can be covered by your plan. See your benefit plan documents for details on covered services.

2 _{This payment will not apply for eligible preventive care expenses.}

3 _{Co-payments, co-insurance and the deductible are included in the out-of-pocket limit.} 4 _{Terms, conditions, limitations and exclusions of the actual plan design will be governed}

by the Summary Plan Description or Certificate of Coverage. See your benefit plan documents for coverage details and any applicable deductible. You must meet your deductible before coinsurance applies.

5 _{Physician fees for surgical procedures and other medical care received on an outpatient}

or inpatient basis in a Hospital, Skilled Nursing Facility, Inpatient Rehabilitation Facility or Alternate Facility, or for Physician house calls.

How the plan works

1

You will likely pay a co-payment for doctor visits and prescriptions.2 A co-payment is the money you have to pay each time you see a doctor or fill a prescription.

2

You will likely have a deductible for some services.2 _{The deductible is the} amount of money you pay for covered services before your plan starts to pay.

3

After you meet your deductible, you will likely have to pay co-insurance.2

Co-insurance is when the plan shares the cost of expenses with you. The plan will pay a percentage of each covered service, and you will pay the rest. For example, if your plan pays 80% of the cost, you will pay 20%.

4

You will pay a lower co-payment or co-insurance when you visit certain UnitedHealth Premium specialists or surgeons as shown in the examples below.

5

You are protected with an out-of-pocket limit. This is the most you will have to

pay during a policy period (usually a year) for covered services. If you reach the limit, the plan will pay 100% of your eligible covered services for the rest of the policy period.3

The UnitedHealth Premium® _{designation program is an information resource to help you choose a physician. It may be used as one of many factors you consider when choosing the physicians}

from whom you receive care. If you already have a physician, you may also wish to confer with him or her for advice on selecting other physicians. Like many performance assessment programs, physician evaluations have a risk of error. Please see myuhc.com® _{for detailed program information and methodologies. Designations are displayed in UnitedHealthcare on-line physician directories}

at myuhc.com. You should always consult myuhc.com for the most current designation information.

Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates. For informational purposes only. Nurses cannot diagnose problems or recommend specific treatment and are not a substitute for your doctor’s care. These services are not an insurance program and may be discontinued at any time. MyNurseLine is a service mark of UnitedHealth Group Incorporated.

The Healthy Pregnancy Program follows national practice standards from the Institute for Clinical Systems Improvement. The Healthy Pregnancy Program cannot diagnose problems or recommend specific treatment. The information provided is not a substitute for your doctor’s care.

Information for individuals residing in the state of Louisiana or who have policies issued in Louisiana: Health care services may be provided to you at a network health care facility

by facility-based physicians who are not in your health plan. You may be responsible for payment of all or part of these fees for those non-network services, in addition to applicable amounts due for co-payments, co-insurance, deductibles, and non-covered services. Specific information about network and non-network facility-based physicians can be found at myuhc.com or by calling the toll-free Customer Care telephone number that appears on the back of your health plan ID card.

100-8440 Tiered Benefits Plan 9/13 ©2013 United HealthCare Services, Inc.

ESTIMaTE

Estimate your health care costs.

SEarCh

Search for network doctors.

IMPrOVE

Improve your health with an online health coach.

TraCk

Track your claims and expenses.

rECOrd

Safely record and store your family health history.

WaTCh

Watch UHC.TVSM_{, our online} television network focused on healthy living.

Take charge

of your health care. Register with myuhc.com® _today.

Physician office visit Co-payment4

Primary care physician (family medicine, internal medicine,

OB/GYN, pediatrics) $25 co-payment

UnitedHealth Premium specialist designated for quality and

cost efficiency $25 co-payment

Specialist NOT designated for quality and cost efficiency $40 co-payment

Professional/surgical fees5 _Co-insurance4

UnitedHealth Premium specialist/surgeon designated for quality

and cost efficiency 10% co-insurance

Specialist/surgeon NOT designated for quality and cost efficiency 20% co-insurance

Save by using UnitedHealth Premium Physicians

TruHearing

®

Hearing Aid Discount Program

Like vision loss, hearing loss can have a huge impact on workplace productivity and overall quality of life. In fact, the largest hearing impaired group in the United States is comprised of those under the age of 65—many of whom are still in the workforce and leading active lives.

VSP members can hear better for less.

TruHearing is making hearing aids affordable for all VSP®_Vision

Care members by providing free enrollment ($108 value) in the TruHearing MemberPlus®_{Program. What’s more, members can}

add their covered dependents and other family members to enjoy the same great savings.

A TruHearing membership provides:

• Access to a national network of more than 4,000 licensed

hearing aid professionals

• Selection of more than 90 digital hearing aids in 400 styles

• Savings of up to $1,300 per hearing aid purchase

• Deep discounts on additional batteries

Plus, each hearing aid purchased from TruHearing includes:

• Three professional visits

• 45-day money-back guarantee

• 48 replacement batteries

Best of all, if your organization already offers a hearing aid benefit, members can combine it with this program to maximize the benefit and reduce their out-of-pocket expense.

VSP is the only vision plan to make this program available to its members.

TruHearing is unique in its industry.

TruHearing is the first and only state-approved discount health medical organization (DHMO) for hearing; it is not insurance. TruHearing offers only the newest models of hearing aids with the

Members follow three simple steps to savings.

1. Enroll at vsp.truhearing.com or call

TruHearing at 877.396.7194.

(Members must identify themselves as being with VSP.)

2. Call TruHearing to schedule an appointment.

3. Attend appointment, receive exam, and purchase hearing aids at the MemberPlus price.

All transactions are between the VSP

30

million Americans need hearing aids. And yet,

70%

don’t have hearing aids because they can’t afford them.

29

Trust your eyes

to VSP

®

Vision Care.

JOB#12439CM 3/13 1. Some health plans require a referral from a primary care physician.

2. The Glaucoma Research Foundation: “Diabetes and Your Eyesight.” May 2012; Diabetes Care, Vol. 23, No. 11, November 2000 The VSP Diabetic Eyecare Plus coverage is only available through a VSP doctor and pays secondary to other medical insurance coverage. This coverage is for diabetes-related eyecare services and doesn’t cover routine eye exams. Contact your VSP doctor for an appointment to use your routine eyecare benefits.

©2013 Vision Service Plan. All rights reserved.

VSP and VSP Vison care for life are registered trademarks, and VSP Diabetic EyeCare Plus Program is a service mark of Vision Service Plan.

VSP Diabetic Eyecare Plus Program

SM

As the only national not-for-profit vision care company, VSP is committed to providing members with the best care for their eyes. If you have diabetic eye disease, glaucoma, or age-related macular degeneration (AMD), you can receive your routine eyecare and follow-up medical eyecare services from your VSP doctor. You can also receive preventive retinal screenings if you have diabetes, but don’t show signs of diabetic eye disease.

Protect your eyes with a WellVision Exam

®

.

A WellVision Exam is the most thorough eye exam available and allows your VSP doctor to identify the early onset of medical conditions so they can begin providing early monitoring and treatment that can help prevent vision problems. Your VSP doctor can also consult and coordinate with your primary care physician to ensure you’re getting the best care.

It’s easy to use.

You can visit your VSP doctor as often as needed, and you only pay a copay for services. Plus, there’s no referral necessary.1 • Find the VSP doctor who’s right for you. To find a VSP doctor,

visit vsp.com or call 800.877.7195.

• Already have a VSP doctor? At your appointment, tell them you have VSP. There’s no ID card necessary.

That’s it! We’ll handle the rest—there are no claim forms to complete when you see a VSP doctor.

Visit vsp.com or call 800.877.7195 for more eye health information.

Did you know?

• People with diabetes

often don’t know they

have diabetic eye disease.

• Glaucoma and AMD

occur more often in

patients with diabetes.

2

• Few signs of diabetic eye

disease, glaucoma, and

AMD may appear before

vision damage occurs.

Introducing an easier way for you to eat better, move more,

be more informed and get started on personal Missions to help

improve your health.

Rally is a user-friendly digital experience on myuhc.com® that will engage you in a new way by

using technology, gaming and social media to help you understand, learn and support you on your health journey.

What Is Rally?

With the online Rally Health Survey, personalized Missions, rewards and connections to wearables

like Fitbit®_{, Jawbone}® _{and more, we make it easier for you to get motivated to be healthier. When}

you sign up for Rally, the first thing you’ll learn is your Rally Health Age, which tells you how your body is feeling right now. Then you can start exploring all the great digital tools that may help you make healthier choices based on your life, schedule and needs.

A new interactive experience

makes managing your health

easy and fun

Rally offers a personalized interactive experience:

Challenges and Communities

Introducing Rally

SM

, brought

to you by UnitedHealthcare

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31

All trademarks are property of the respective owners. Participation in the health survey is voluntary. Your health survey responses will be kept confidential in accordance with the law and will only be used to provide health and wellness recommendations or conduct other plan activities. This program should not be used for emergency or urgent care needs. In an emergency, call 911 or go to the nearest emergency room. The information provided through the program is for informational purposes only and provided as part of your health plan. The wellness team cannot diagnose problems or recommend treatment and is not a substitute for your doctor’s care. Your health information is kept confidential in accordance with the law. The program is not an insurance program and may be discontinued at any time. You are receiving this email from your employer in connection with a product or service offered by UnitedHealthcare. If you have questions about your account, claims or benefits or would like additional information, please visit myuhc.com (or your member website) or call the toll-free number on the back of your health plan ID card. If you do not wish to receive this type of information from your employer in the future, please contact your Employer’s Benefits Administrator.

Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates. 42827-102014 © 2014 United HealthCare Services, Inc.

Get Started: Personal Missions

Once you have completed the Health Survey, we have the data we need to suggest action steps or “Missions.” “Move,”“Eat,””Feel,” and “Care” Missions are interactive and provide choices that may help improve or maintain your health. They’re also linked to promotions, reminders and tracking accomplishments, giving you just the push you need to keep going.

Making Healthy

Connections

With Rally, you can also join an online challenge, share your accomplishments with others through moderated health communities, choose an Avatar, connect with a personal wellness coach or join a competition to increase the fun.

Health trackers monitoring weight loss, physical activity and more are tightly integrated with motivating messages and personally relevant information, to keep you inspired. You can also connect with consumer wearables like FitBit and JawBone as well as mobile access.

To help you create new healthy habits, coins are awarded every time you engage — even in small ways — essentially rewarding you every time a health or tracking activity takes place. Coins can be used to enter sweepstakes or to earn company-sponsored rewards. An email notification tells if a reward activity is complete or if you have registered for a sweepstakes.

Coins are earned every time a health or tracking activity takes place.