A Guide to Your 2014 Benefits

LOOK INSIDE TO LEARN ABOUT: Who are Your Eligible Dependents How to Enroll

Medical Benefits

Health Savings Accounts Prescription Benefits

Flexible Spending Accounts Dental Benefits

Visions Benefits

Supplemental Life Insurance And More

Enrollment Deadline: 31 days after hire

Enrollment Overview --- 3

Action Required --- 3

Paying for Coverage --- 3

Who Is Eligible --- 3

How Do I Enroll? --- 4

Changing Benefit Selection / Life Qualifying Events --- 4

Medical Plans --- 6

Premiums --- 6

Benefits at a Glance --- 8

HSA PPO (Choice Plus PPO 1500) --- 9

Health Savings Accounts --- 9

PPO 500 & PPO 750 (Choice Plus Plans) - 11 Prescription Benefits --- 12

Flexible Spending Accounts--- 13

Health Care FSA --- 14

Dependent Care FSA --- 15

FAQ --- 16

Dental Plans --- 18

Vision Plan --- 19

Life / AD&D / Disability Plans --- 20

Other Benefits --- 21

LifeLock Subscription --- 21

401(k) --- 21

2014 Holidays --- 21

Employee Stock Purchase Plan (ESPP) -- 21

Contact Information --- 22

Important Compliance Notices --- 23

Important Notice from LifeLock, Inc. about your Prescription Drug Coverage and Medicare --- 23

Women’s Health & Cancer Rights Act of 1998 --- 24

Newborns’ and Mothers Health Protection Act of 1996 --- 24

New Health Insurance Marketplace Coverage Options and Your Health Coverage --- 25

HIPPA Notice of Privacy Practice --- 26

Special Enrollment Notice --- 30

We strive to provide a portfolio of benefit and reward programs that rank among the top tier of companies. The comprehensive benefits package is available for you and your eligible dependents. We are proud of these programs and encourage you to evaluate and elect benefits that best suit your personal healthcare and financial needs.

Make sure you understand when you need to make your choices and the steps that are required of you. Use the information and tools provided to get educated about your options and to make your decisions.

This Benefit Guide highlights the many benefit programs available effective January 1, 2014.

ACTION REQUIRED

Upon hire is the first time each year you may add/delete dependents, add / change / drop medical, dental, vision and flexible spending accounts without a Qualifying Event as defined by the Internal Revenue Service. The choices you make for most of the benefit plans will be effective from January 1, 2014 through December 31, 2014.

Benefits that require your review: •Medical Coverage

•Dental Coverage •Vision Coverage

•Flexible Spending Accounts (FSAs)

•Health Savings Account (HSA) – Only for employees without a current account.

MORE DETAILED INFORMATION ON THESE PLANS IS AVAILABLE ON THE COMPANY INTERNAL WEBSITES AND ADP PORTAL’S BENEFITS SECTION.

PAYING FOR COVERAGE

Most employee contributions for medical, dental, vision, flexible spending and health savings accounts will be deducted through payroll on a pre-tax basis each pay period. There are a few exceptions related to coverage for domestic partners and same-sex spouses depending on the state of residence.

The Company pays 100% of the premium for the following benefits and they do not require any action to enroll:

• Group Basic Life and AD&D • Short-Term Disability (STD) • Long-Term Disability (LTD)

• Employee Assistance Program (EAP)

Who is Eligible?

Your Eligible Dependents You can elect medical, dental, vision and supplemental life insurance/AD&D for eligible dependents, who are generally defined as:

 Your lawful spouse (same or opposite sex)

 Your lawful domestic partner (same or opposite sex; certain rules apply)

 Eligible dependent children may be covered until the end of the month in which they turn 26, even if they are married or do not live with you, and regardless of their student status. This coverage includes the children of your domestic partner, but does not include sons-in-law,

daughters-in-law,

grandchildren (not in legal guardianship), or foster children.

 Your children with a mental or physical disability can be covered without regard to age. However, proof that the disability began before the child’s 26th birthday is required.

 Life Insurance: Child must be unmarried up to age 26.

HOW DO I ENROLL?

2. Update personal data such as address, home email address and phone.

3. Review dependent Information. Go to Personal Information > Dependent Information

4. Do not add new dependents during the data wizard step. For best results, use the Benefits Enrollment Wizard, even if the addition of a dependent is simply for the purpose of beneficiaries. Come back and complete your beneficiaries later.

5. Start the Benefits Enrollment process by going to Benefits > Review/Change Benefits. This step will launch a Benefits Enrollment wizard.

The following three benefit enrollment options are available: • Walk me through this process

• I know the changes I want to make • Review my benefits coverage

The Enrollment Wizard will walk you through the benefits you need to review. We recommend that you select the “Walk me through this process” option.

You can check your progress while you make changes, or stop in the middle to return later, and the system will remember where you left the process.

When you are finished making your changes, you will see a message that says Changes Submitted Successfully! If you have printer access, click View/Print Summary of Changes for a print out of your elections.

Because you pay for your coverage with pre-tax dollars, the provisions of Section 125 of the Internal Revenue Code also govern how and when you can make changes to your elections. Under the current provisions of Section 125 you may: “Change the level of your coverage (e.g. move from individual to family coverage or vice versa), enroll for coverage, cancel your coverage, or make changes in your contributions once a year, during the annual open enrollment period.”

The only other time that you may make a change in your coverage during a year is if you have a qualified change in your family or employment status or other permitted qualifying event. In order to make mid-year changes, you must notify the administrator of the requested change in coverage within 30 days (60 days if you or your family member become eligible, or lose eligibility, for Medicaid or CHIP) of the qualifying event. The change in coverage must be consistent with the applicable qualifying event. Example: Having a baby will qualify the baby to be added to a plan, however, it would not qualify a dependent or spouse to be removed from the plan.

Once a qualified status change occurs, you have 31 days (60 days if you or your family members lose/become eligible for Medicaid or CHIP) from the date of the event to contact the Human Resources Department and make changes to your benefit elections. If you do not contact the Human Resources Department within these first 31 days, (or 60 days as noted above) you will not be permitted to change your benefit elections or add/drop covered dependents until the next open enrollment period.

CHANGING BENEFIT

SELECTIONS/LIFE

Life Qualifying Event

Benefits Allowed to Change

Me d ic al Dent al V isi o n V o l. L if e E mp loye e V o l. S p o u se L if e V o l. Child L if e F S A - Depen d ent Car e F S A - Heal th Ca re Benef ici ar iy Documentation Required

A change in marital status: • Marriage

• Divorce

• Death of Spouse

       •• Marriage Certificate Divorce Decree

• Death Certificate

A change in domestic

partnership relationship      

Domestic Partner Affidavit & Supporting Documentation A change in the number of

your dependents: • Birth or Adoption (or placement for adoption) • Death of a Dependent

        Birth Certificate Adoption Agreement  Death Certificate Termination or commencement of employment by employee, spouse/domestic partner, or dependent      Proof of Commencement or Loss of Coverage, such as an enrollment confirmation or termination letter A change in employee’s,

spouse/domestic partner’s, or dependent’s work hours (including a switch between full and part-time status)

     Proof of Loss of Coverage due to employment status change, such as an enrollment confirmation A change in employee’s, spouse’s, or dependent’s place of residence or work, if the move no longer allows access to their current plan.

     Address Change

Required

Coverage of a child due to a Qualified Medical Child Support Order (QMCSO )    QMCSO Entitlement or loss of entitlement to Medicare or Medicaid or CHIP  Proof of Commencement or Loss of Coverage (within 60 days) Certain substantial

MEDICAL PLANS – UNITED HEALTHCARE

The Company offers you a choice of three PPO medical plans using the UnitedHealthcare Choice + Network. All three plans cover the same care and have the same exclusions. Therefore, your decision should be based on your overall anticipated costs for yourself and your family, total cost of premiums and your comfort level with the different types of plan – traditional PPOs (PPO 500 & PPO 750) or a high deductible health plan (HSA PPO 1500).

MEDICAL COST PER PAY PERIOD

HSA PPO 1500 (HDHP)

PPO 750

PPO 500

EMPLOYEE $19.23 Receive $500 LifeLock HSA _contribution $29.48 $44.67 EMPLOYEE

+ SPOUSE $50.10

Receive $1,000 LifeLock HSA

contribution $63.09

$95.59

EMPLOYEE +

CHILDREN

$48.09 Receive $1,000 LifeLock HSA _contribution $58.96

$89.34

FAMILY $63.94 Receive $1,000 LifeLock HSA _contribution $91.39 $138.47

WELCOMETOUHC.COM Find a network doctor. Choose with confidence. The UnitedHealth Premium® designation program recognizes physicians for meeting quality and cost-efficiency guidelines. • Find a network pharmacy. • See recommended preventive care services based on your age and gender.

• Learn how UHC can help you make the move from another health plan or network .

IN THE NEXT SECTION YOU WILL LEARN ABOUT:

• The differnences between the three medical plans • Health Savings Accounts (HSA)

• Your presription benefits

You have coverage for a wide range of prescriptions.

You have access to 64,000+ retail network pharmacies. If you have mail service, you may save money with a three-month medication supply, which is mailed to you at no additional cost.

ABOUT YOUR MEDICAL PLAN COVERAGE

Here is a summary of the services the plans will cover. See your benefit plan documents for all of the details.

 _{Doctor office visits}  _{Outpatient care services}

 _{Emergency services}  _{Pregnancy and newborn care}

 _{Hospital care}  _{Prescription drugs}

 _{Lab services}  _{Preventive care services}

 _{Mental health and substance use}  _{Rehabilitative services}

disorder services  _{Wellness services}

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. Women's preventive health services are also covered, including well-woman visits, gestational diabetes screenings and more.

THE HEALTH REFORM LAW

How it affects your medical plan coverage in 2014

There are changes that will affect your medical plan coverage in 2014 as a result of the Affordable Care Act that was passed in 2010. Here are some of the changes you can expect next year:

 _{The law requires most individuals to be insured. This is known as the “individual}

mandate.” If you do not enroll in a medical plan through your employer, you may have to buy insurance elsewhere, or potentially pay a penalty.

 _{You can’t be denied coverage if you have a pre-existing condition. Pre-existing}

condition exclusions are removed for everyone, not just for people under age 19.

 _{All cost-sharing will be applied to your plan’s out-of-pocket limit. This includes}

all co-payments, co-insurance and deductible payments.

Learn more about the Health Reform Law

Watch U. Horace Cartright deliver simple facts and straight answers about the health reform law so you know what it is and how it may affect you. Find Horace at

welcometouhc.com.

BENEFITS AT A GLANCE

Network/Non-network HSA Plan Network/Non-network $750 Plan

Pharmacy (Only certain Prescription Drug Products are available through mail order. See your benefit plan documents for details.)

Network/Non-network Network/Non-network Network/Non-network

Retail Tier 1 Tier 2 Tier 3 $10 / $10** $35 / $35** $60 / $60**

After Deductible Is Satisfied (Except for some Prevenitve Medications) $10 $35 $60 $10 $35 $60 Mail Order Tier 1 Tier 2 Tier 3 $25 / Not available $87.50 / Not available $150 / Not available $25 $87.50 $150 $25 $87.50 $150 Network/Non-network $500 Plan Deductible Employee Family* $1,500 / $3,000 $3,000 / $6,000 $750 / $1,500 $1,500 / $3,000 $500/$1,000 $1,000/$2,000 Out-of-pocket limit Employee Family* $2,500 / $5,000 $5,000 / $10,000

Out-of-pocket limits include the deductible amounts.

$3,500 / $7,500 $7,000 / $15,000

$3,000/$6,000 $6,000/$12,000

Employer HSA Contribution Individual

Family

$500 (1/1/2014)

$1,000 ($500 1/1/2014 & $500 7/1/2014) Lifetime maximum

Doctors and specialists Doctor visit Specialist visit Preventive care Well-child visits Mammogram Immunizations Annual Physical

Urgent and emergency care Urgent care visit

Emergency room Ambulance Hospital care Outpatient surgery Lab and X-ray Hospital stay Maternity stay Unlimited 90% / 50% after deductible 90% / 50% after deductible 100% / 50% 100% / 50% 100% / 50% 100% / 50% 90% / 50% after deductible 90% / Same as Network 90% / Same as Network 90% / 50% after deductible 90% / 50% after deductible 90% / 50% after deductible 90% / 50% after deductible Unlimited $20 / 60% after deductible $50 / 60% after deductible 100% / 60% 100% / 60% 100% / 60% 100% / 60% $50 / 60% after deductible $250 / Same as Network 80% / Same as Network 80% / 60% after deductible 80% / 60% after deductible 80% / 60% after deductible 80% / 60% after deductible Unlimited $20 / %80 after deductible $40 / 80% after deductible 100% / 80% 100% / 80% 100% / 80% 100% / 80% $50 / 80% after deductible $250 / Same as Network 90% / Same as Network 90% /80% after deductible 90% / 80% after deductible 90% / 80% after deductible 90% / 80% after deductible

This information is a brief, general description of your coverage; it is not a contract and does not replace your Certificate of Coverage/Summary Plan Description. For a complete list of your coverage, including exclusions and limitations relating to your coverage, please read your Certificate of Coverage/Summary Plan Description. If descriptions, percentages, and dollar amounts conflict with official benefit coverage documents, the official benefits coverage documents prevail.

*If more than 2 people are covered under the plan, no one is eligible for coverage until family deductible is met.

CHOICE PLUS PLAN with a HEALTH SAVINGS ACCOUNT

PLAN FEATURES

You can choose any doctor or hospital you want.

You can save money when you choose doctors (including specialists), pharmacies, and hospitals in our network.

You have coverage if you go outside the network.

If you choose to receive care outside the network, you will have a lower level of coverage which means you might have to pay more for the service.

You do not need to choose a primary care physician.

We do suggest you have a primary care physician to help manage your care.

You do not need a referral to see a specialist.

See any network doctor, including specialists, without referrals.

OPEN A HEALTH SAVINGS ACCOUNT (HSA)

This plan gives you the option of opening a health savings account (HSA) if you are eligible. An HSA is a personal bank account that you own. When you have qualifying medical expenses, including those that apply to your annual deductible, you can choose to pay for them using the money in your HSA. Or, you can save the money for a future need – even into retirement. It’s your choice.

You own the HSA.

Any money deposited into your HSA is yours to keep. There is no “use it or lose it” rule. If you leave LifeLock or change plans, you can take your HSA with you.

You will pay less in taxes.

You won’t have to pay federal income tax on: • Deposits you or others make to your HSA

• Money you spend from your HSA on qualified expenses • Interest earned on the HSA

SM • No matter where you are in

the U.S., a network doctor is likely nearby.

• Emergency care is covered at the network level anywhere in the world.

Don't leave free money on the table.

LifeLock is contributing to the HSA. But you can only get this money by opening your account.

Open your HSA with Optum Bank

More than one million people have chosen Optum Bank, Member FDIC, as their HSA bank. Only Optum Bank gives you the convenience of banking through your plan website, myuhc.com. Plus, you get: • Online bill pay

• An HSA debit card

Custom Paragraph Heading- 65 characters

Include any information about this plan here. 255 characters available.

You can include how Lifelock is contributing to HSA, whatever you would like to add can go here.

A national network to help lower your costs.

Investments are not FDIC insured, are not guaranteed by Optum Bank and may lose value.

Paying for prescriptions

The plan has a combined medical and pharmacy deductible. This means the money you pay for covered prescriptions will apply to your deductible. Please note that you will need to pay the actual cost of your prescriptions until you meet the deductible. Remember, you can use the money you save in your HSA.

2014 HSA Limits

The IRS limits how much you can deposit into your HSA each year. The 2014 limits are:

$3,300 for individual coverage $6,550 for family coverage

Are You 55 or Older?

You can deposit an extra $1,000 during the year. This is called a catch up contribution.

You choose to pay out

of your pocket OR with

your HSA

Your deductible

1.

You are protected

When you reach your out-of-pocket limit,the plan pays 100%.

Your out-of-pocket

limit

3.

Preventive care is covered 100% in the network.

Your coverage

2.

Your plan

pays %

+

You pay %

CO-INSURANCE

1.

2.

HOW THE PLAN WORKS

Remember, you do not need to pay anything out of your pocket for eligible preventive care because it will be covered at 100% when received in the network

Your deductible – You pay out-of-pocket until you reach the deductible.

When you have an eligible expense, like a doctor visit, the entire cost of the visit will apply to your deductible. You will pay the full cost of your health care expenses until you meet your deductible.

You can choose to pay for care from your HSA or you can choose to pay another way (i.e., cash, credit card) and let your HSA grow. It’s your money, it’s your choice. Your coverage – Your plan pays a percentage of your expenses.

Once the deductible is paid, your health plan has co-insurance. With co-insurance, the plan shares the cost of expenses with you. The plan will pay a percentage of each eligible expense, and you will pay the rest. For example, if your plan pays 80% of the cost, you will pay 20%.

After the deductible, you will pay a co-payment for certain services, such as prescriptions.

3.

An out-of-pocket limit protects you from major expenses. The out-of-pocket limit is the most you will have to pay in the plan year for covered services. The plan will then pay 100 percent of all remaining covered services for the rest of the plan year. Your deductible, co-insurance and co-payments (if they apply) will apply to your out-of-pocket limit.

• No matter where you are in the U.S., a network doctor is likely nearby.

• Emergency care is covered at the network level anywhere in the world.

Custom Paragraph- 56 characters

If you would like anything about the Choice Plus plan- list it here. 255 characters available.

CHOICE PLUS PLAN

PLAN FEATURES

You can choose any doctor or hospital you want.

You can save money when you choose doctors (including specialists), pharmacies, and hospitals in our network.

You have coverage if you go outside the network.

If you choose to receive care outside the network, you will have a lower level of coverage which means you might have to pay more for the service.

You do not need to choose a primary care physician.

We do suggest you have a primary care physician to help manage your care.

You do not need a referral to see a specialist.

See any network doctor, including specialists, without referrals.

HOW THE PLAN WORKS

1.

the money you have to pay each time you see a doctor or fill a prescription.

2.

services before the plan starts to pay.

3.

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.

pay during the plan year for covered services. If you reach the limit, the plan will pay 100% of your eligible covered services for the rest of the plan year.

You may be required to receive approval for some services before they can be covered by your plan.

1 _{Does not apply for eligible preventive care expenses}

A national network to help lower your costs.

myuhc.com provides you access to the tools and information you need any time:

• Locate a participating retail pharmacy.

• Look up possible lower-cost medication alternatives. • Compare medication pricing

and options.

• Manage your mail service account.

• Set up email or text message reminders to take medications or order refills.

PRESCRIPTION BENEFITS

LEARN MORE ABOUT YOUR

PRESCRIPTION BENEFITS

What are tiers?

Medications are placed on different "tiers" based on evaluation of their overall value. The images below represent the different cost levels you pay for a medication.

Tier 1 Tier 2 Tier 3

Network access

• Over 64,000 retail pharmacies in our network.

• Filling prescriptions outside of our network may increase your cost.

• If you take a specialty medication, you have access to designated specialty pharmacies to fill your prescription.

• Specialty pharmacies will also provide educational and clinical support.

Managing your prescriptions

• The Prescription Drug List (PDL) is a list that places commonly prescribed medications for certain conditions into “tiers.”

• You have access to a wide variety of U.S. Food and Drug Administration (FDA) approved prescriptions.

• You and your doctor should consult the PDL to find lower-cost options that may be available to treat your condition.

Mail Service Pharmacy

• As part of your pharmacy benefit services, you have access to the OptumRx® Mail Service Pharmacy.

• With mail service you get:

– Free Shipping: Receive up to a 3-month supply of all your maintenance medications plus free standard shipping throughout the United States. – 24/7 Access: Speak to a licensed pharmacist 24 hours a day, 7 days a week. – Helpful Reminders: Set up text and email reminders to take or refill your

medications through myuhc.com.

Pharmacy

Have questions

about your FSA?

Call Customer Care using the number on the back of your health plan ID card.

Tips for when you call:

 When prompted, say “FSA” or “financial accounts.”

 If you don’t have a health plan ID card, say “I don’t have it.” You’ll then be asked for your Social Security Number.

Flexible Spending Account (FSA)

You are already paying less in taxes.

By enrolling in a health care flexible spending account (FSA) and/or dependent care FSA, you made a choice to set aside money, before it is taxed, to pay for eligible health and dependent care expenses. The amount you will save in taxes depends on how much money you chose to set aside and the percentage you usually pay in taxes.

How an FSA works

1. Money is set aside from each of your paychecks before federal, state or Social Security taxes are taken out. The money is then placed into your FSA.

2. When you have eligible expenses, you can use the money you’ve set aside in your FSA to pay the cost. And if you’ve paid the expense out of your pocket, you can reimburse yourself from your FSA.

Your health care FSA dollars are available the first day.

There’s no waiting. The entire amount you elected to set aside is available to you on the first day of the plan year. The dependent care FSA works differently. You can only use dependent care FSA dollars as money becomes available in the account.

Welcome to your

`

`<sub>Acupuncture</sub> `

`<sub>Ambulance</sub> `

`Artifi cial teeth

`

`<sub>Blood sugar test kits for diabetics</sub> `

`<sub>Breast pumps and lactation supplies</sub> `

`<sub>Chiropractor</sub> `

`Contact lenses and solutions

` `_Crutches

`

`_{Dental treatments including}

X-rays, cleanings, fi llings, braces,

and tooth removals

`

`<sub>Doctor’s offi ce visits and procedures</sub> `

`Drug addiction treatment

`

`<sub>Drug prescriptions</sub> `

`<sub>Eyeglasses and vision exams</sub> `

`<sub>Fertility treatment</sub> `

`Hearing aids and batteries

` `_{Hospital services} ` `_Insulin ` `_{Laboratory fees} `

`<sub>Laser eye surgery</sub> `

`_{Over-the-counter medicines}

and drugs if prescribed

` `Physical therapy ` `_{Speech therapy} ` `_{Stop-smoking programs}

(including nicotine gum or patches, if prescribed)

`

`<sub>Sunscreen (SPF 30 or higher)</sub> `

`Surgery, excluding cosmetic surgery

Use a health care FSA for

expenses like these.

You can pay for hundreds of medical, pharmacy, dental and vision expenses. Th e IRS decides which expenses can be paid from an FSA and can modify the list at any time. Your employer may also limit coverage on certain expenses so be sure to review your FSA benefi t information. Th is is not a complete list.

Here are some common services and expenses that are not eligible. This is not a complete list.

`

` Aromatherapy

`

` Baby bottles and cups

` ` Baby oil ` ` Baby wipes ` `Breast enhancements ` `Cosmetics ` `Cotton swabs ` `Dental fl oss ` `Deodorants ` ` Feminine care ` ` Hair regrowth ` ` Low-calorie foods ` ` Mouthwash ` ` Petroleum jelly `

`Shampoo and conditioner

` `Skin care ` `Spa salts ` `Sun-tanning products ` `Toothbrushes

You can fi nd a list of eligible expenses on myuhc.com and at irs.gov. Most major grocery, department, retail and drug stores can identify at the cash register what supplies are eligible. However, this does not guarantee they will be eligible under your specifi c FSA. Review your FSA benefi t information to learn which expenses will be eligible.

Over-the-counter medicines and drugs (when prescribed)

Over-the-counter medicines and drugs may only be eligible if you have a valid prescription. Th is is not a complete list.

`

` <sub>Acid controllers</sub> `

` <sub>Acne medicine</sub> `

` <sub>Aids for indigestion</sub> `

` <sub>Allergy and sinus medicine</sub> `

` <sub>Antidiarrheal medicine</sub> `

` <sub>Baby rash ointment</sub> `

` <sub>Cold and fl u medicine</sub> ` ` <sub>Eye drops</sub> ` ` <sub>Feminine antifungal</sub> or anti-itch products ` ` <sub>Hemorrhoid treatment</sub> `

` <sub>Laxatives or stool softeners</sub> `

` <sub>Lice treatments</sub> `

` <sub>Motion sickness medicines</sub> `

` <sub>Nasal sprays or drops</sub> `

` <sub>Ointments for cuts, burns or rashes</sub> `

` _{Pain relievers, such as aspirin}

or ibuprofen

`

` <sub>Sleep aids</sub> `

` _{Stomach remedies}

Use a dependent care FSA for expenses like these.

The dependent care FSA can help you pay and save for a number of different child and elder care expenses. This is not a complete list.

Eligible child care expenses

`

`_{Before and after school programs,}

including extended care programs

`

`_{Babysitter (work-related, in your}

home or someone else’s home; cannot be a tax dependent)

` `_{Child care} ` `_{Nanny or Au Pair} ` `_{Nursery school} ` `_Preschool `

`<sub>Sick child care</sub> `

`<sub>Summer day camp</sub> `

`_{Transportation to and from eligible}

care (provided by your care provider)

Eligible elder care expenses

`

`<sub>Adult day care center</sub> `

`<sub>Custodial elder care (work-related)</sub> `

`_{Elder care (while you work, to enable}

you to work or look for work)

`

`_{Elder care (in your home or}

someone else’s)

`

`<sub>Senior day care</sub> `

`_{Transportation to and from eligible}

care (provided by your care provider)

` ` Dance Lessons ` ` Field trips ` ` Housekeeper or maid ` ` Language classes `

` Meals, food or snacks

` ` Medical care ` ` Piano lessons ` ` School tuition ` ` Tutoring

These expenses

are not eligible

`

` Day nursing care

`

` Nursing home care

`

` Medical care

Get answers to your FSA questions.

Q. When can I use the money in my FSA?

A. _{The entire amount of your health care FSA is available the first day of the plan year. If you need to pay for or be reimbursed}

for eligible expenses, you don’t need to wait for money to be put into the account. The dependent care FSA works a little differently. Money must be in your FSA before you can be reimbursed.

Q. If there is unused money in my FSA at the end of the year, do I get to keep it?

A. _{No. According to the Internal Revenue Service’s (IRS) “use it or lose it” rule, if you do not use all the money in your FSA}

by the end of the plan year, you will lose the unused balance. See your FSA benefit documents for details.

Q. Can I change my election or stop contributing money into my FSA at any time throughout the year?

A. Federal regulations state that once you have made your election, you cannot change your decision throughout the year unless you have a valid life status change event, such as the birth of a child, marriage or divorce, etc. Your employer can provide you with a list of family status changes that allow you to change your contribution.

Q. Where can I find a list of eligible and ineligible expenses for reimbursement?

A. _{A list of common eligible and ineligible expenses is available on myuhc.com. Go to Claims & Accounts. The IRS and your}

employer may modify the list of eligible expenses from time to time. If you are unsure if an expense is eligible, you can call Customer Care using the number on the back of your ID card.

Q. How do I get reimbursed from my FSA? How long does it take?

A. _{There are different ways you can be reimbursed. The time it takes to be reimbursed will depend on which option you use.}

Automatic payment: All eligible health care purchases can be automatically reimbursed from your FSA, so you don’t have to complete and submit a paper claim form. Automatic payment also makes sure that claims are not mistakenly paid twice. Online claim submission: You can submit expenses and receipts online at myuhc.com. You can even submit claims for

multiple members of the family all at once, including expenses for multiple members of your family all at one time. Paper claim forms: These forms are available on myuhc.com. Just mail or fax the claim form to the address listed on the

form. You will be mailed a check. Or, you can sign up for direct deposit on myuhc.com and have your reimbursements deposited directly into your checking or savings account.

Q. Can I be reimbursed for claims that took place in a prior year?

A. No. The IRS only allows you to be reimbursed from your FSA for services received during the plan year. For example, you cannot use 2014 FSA dollars to pay for claims that took place in 2013.

Q. How do I know an FSA claim has been processed?

A. _{FSA claim reimbursement forms submitted by fax or mail are processed within 10 business days.}

Q. What happens if I submit a claim for an amount greater than what I have contributed to my FSA so far this year?

A. For health care FSA: When you submit a claim for an eligible expense, you can be reimbursed up to the entire amount of your FSA, regardless of the amount of money that has been set aside into your account at that time.

For dependent care FSA: If your dependent care FSA balance is less than the amount of your claim, you will only be reimbursed money that is available in your account at that time. The remainder will be reimbursed once your future contributions are deposited into your FSA. For example, if you submitted $500 for reimbursement, but only have $300 in your account at that time, you will only be reimbursed $300. You will receive the remaining $200 as funds become available.

Q. Can I transfer money from a health care FSA to a dependent care FSA or vice versa?

A. No. IRS regulations requires that a health care FSA and dependent care FSA must be treated as two separate accounts.

Q. Can I use a dependent care FSA for elder care?

A. Yes. You can use the FSA for eligible elder care expenses so that you or your spouse can work if you are responsible for at least 50 percent of the support of an elder parent, or any person living with you who is unable to physically or mentally care for themselves. This person should be listed on your income tax statement as a legal dependent. You also can use the FSA if the elder care is needed because you work and your spouse is a full-time student.

Q. If I have someone caring for my children in my home instead of at a daycare facility, do these expenses qualify for reimbursement from a dependent care FSA?

A. You can include wages paid to a babysitter in or outside your home if the services are necessary in order for you, or you and your spouse, to work. Expenses also will qualify for a dependent care FSA if you work and your spouse is a full-time student. However, these services are not covered if the babysitter is someone you declare as a dependent.

DENTAL PLAN DESIGN & RATES

–

DELTA DENTAL

We offer you and your eligible dependents dental coverage through Delta Dental. You have two Dental Plan options to choose from. Like the medical plan you will have to determine what plan fits the needs of you and your dependents.

Benefit Dental Base Plan Dental Buy-Up Plan Calendar Year

Deductible $50 Individual $150 Family $25 Individual $75 Family Annual Maximum per

Person on Plan $1,500 $2,000

Routine Services (not subject to Annual

Maximum) 0% deductible waived 0% deductible waived

Diagnostic and Preventive

Includes oral exams, or consultations (twice a benefit year), and routine x-rays

Includes routine cleanings (twice a year), topical fluoride twice per calendar year for children through age 17, and space maintainers (up to age 14)

Includes oral exams, or consultations (twice a benefit year), and routine x-rays

Includes routine cleanings (twice a year), topical fluoride twice per calendar year for children through age 17, and space maintainers (up to age 14)

Basic Services 20% after deductible 20% after deductible Restorative, Diagnostic

and Surgery

Includes fillings, stainless steel crowns, sealants for children, extractions, root canal, periodontics

and emergency treatment

Includes fillings, stainless steel crowns, sealants for children, extractions, root

canal, periodontics and emergency treatment

Major Services 50% after deductible 50% after deductible Prosthodontics,

Restorative, Repair and Replacement

Includes bridges, dentures, crowns,

onlays, repairs and replacements Includes bridges, dentures, crowns, onlays, repairs and replacements

Orthodontic Services

50% after deductible Benefit for children age 8 to 26 that

are banded after age 8 and prior to age 17

50% after deductible Benefit for children and adults Lifetime Orthodontia

Maximum (separate from

Calendar Year Maximum) $1,000 per patient $1,500 per patient

Cost Per Pay Period

DENTAL

BASE PLAN

BUY-UP

EMPLOYEE

EMPLOYEE + SPOUSE

EMPLOYEE + CHILDREN

FAMILY

Whether your vision is 20/20 or less than perfect, everyone needs regular vision care. Routine eye exams can detect a number of serious health conditions such as glaucoma, cataracts and diabetes. That’s why we offer a vision benefit for all eligible employees. Our vision plan, provided by VSP, also allows you to add dependent coverage at a reasonable cost.

How the Vision Plan Works

To find a VSP participating provider, log on to www.VSP.com or call 800-877-7195. When you make your appointment, simply tell them you are a VSP member, and your doctor will handle the rest.

For more information on the vision benefit and discounts for lens options and laser vision correction, click on the VSP link located on the ADP Portal and the Company Internal website, or visit www.vsp.com.

In-Network Benefit

Eye Exam – Wellness &

Glasses

$20 for exam and glasses

_•

_{$150 allowance on a wide selection of frames}

•

20% off over the allowance

•

Standard lenses

Frames

Standard Lenses

Progressive Lenses

Custom progressive lenses

Average 20-25% off other lens options

•

$150 - $175 Every calendar year

Contact Lenses

To $150 in lieu of glasses

Eye Exam - Contact Lens

Exam

$60

Sunglasses

20% off

Corrective Eye Surgery

Discount between 5-15%

Level

Cost per Pay

LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE

–

HARTFORD

We provide all eligible employees with Basic Life/AD&D coverage at no cost to you. These benefits provide valuable “peace of mind” and critical financial protection for your family.

Employee Company Paid Life Insurance

 1 x Base Annual Salary to maximum of $200,000

Employee Company Paid Accidental Death and Dismemberment (AD&D) Insurance

 1 x Base Annual Salary to maximum of $200,000.

Supplemental Life and AD&D

Insurance

We also provide all eligible employees the option of purchasing additional Life and AD&D Insurance.

These benefits provide valuable additional “peace of mind” and give you the option of covering your dependents. If you waived coverage when you were first eligible and wish to enroll at a later date, you will have to submit evidence of insurability (EOI) or have a qualifying event.

This benefit is 100% paid by you and rates are age-banded for you and your spouse/domestic partner. You can see the rates for your unique situation online during the benefits election process.

Short Term Disability Insurance

Short Term Disability (STD) insurance is designed to provide financial security when you are disabled due to a physical disease, injury, pregnancy or mental disorder. Your STD benefit is fully paid by us and begins on the 15th day of your disability. Special rules apply for employees living in California.

You will receive 60% of your weekly pay up to a maximum of $2,000 per week up to 180 days, reduced or excluded by deductible income such as workers’ compensation or state disability.

Long Term Disability Insurance

We understand the importance of protecting lost income if you’re not able to work, so we provide Long Term Disability (LTD) insurance at no cost to you. After you have met the definition of disability, there is a 180 day waiting period before the LTD plan pays benefits.

Your monthly benefit is 60% of your monthly pay up to a maximum of $10,000 per month, reduced by deductible income such as work earnings, workers’ compensation or state disability.

Supplemental Life Insurance

Overview

Employee Guarantee Issue:

Maximum Benefit: $200,000 7 x base salary up to $500,000 Spouse/ Domestic Partner Guarantee Issue: Maximum Benefit: Benefit Reduction Schedule: (employee and spouse) $30,000 (under age 70) 50% of employee benefit Age 65 – Reduces 35% Age 70 – Reduces 15% Dependent Child(ren) Benefit: Guarantee Issue: Maximum Benefit: Elect $2,000, $5,000 or $10,000 $10,000 $10,000

ADDITIONAL BENEFITS AVAILABLE

Below is a brief description of the many other benefits available as an employee at LifeLock and ID Analytics. See each program’s unique enrollment materials for details.

LifeLock Subscription

You receive a free LifeLock Ultimate® subscription for yourself and family members living in your household. You were provided details as to how to access this benefit upon hire.

401(k)

All employees, except interns, may participate in the 401(k) immediately upon hire.

Contributions

Contributions can be made as either pre-tax or Roth each pay period through payroll deductions. You may contribute up to 100% of compensation, not to exceed the annual IRS dollar limit, which is $17,500 for 2014. If age 50 or older, you can continue to contribute up to an additional $5,000 which is called a catch-up contribution..

Make changes to your 401(k) via the Fidelity website www.401k.com Matching Contributions

In addition to arranging a method for employees to save for retirement, we also make a matching contribution to your account. We match 100% up to the first 6% of your contributions, up to IRS limits. We may also contribute a discretionary amount under a profit share provision. All Company contributions are immediately 100% vested.

2014 Holiday Schedule

If you are a full time employee, you will receive 8 hours holiday pay on the following days in 2014. Holiday pay is not paid out upon termination.

Employee Stock

Purchase Plan (ESPP)

LifeLock’s qualified 423 employee stock purchase plan allows most employees to invest in LifeLock stock by purchasing it at a discount through automatic deductions from your pay check.

We hold two, 6-month offering periods: Jan 1 – June 30 and July 1 – Dec 31. During an offering period, you contribute between 1-15% of your paycheck each pay period.

ESPP Open Enrollment Ends Dec 31 for the next Contribution Period Enroll at www.401k.com

At end end of the offering period, the funds collected via payroll deduction are used by LifeLock to purchase shares on your behalf. The share price is determined by using a “look back” provision, which compares the share price at the beginning and end of the offering period and uses the lower to calculate your purchase price. The purchase price is set at a discount 15%. The maximum stock you can purchase in an offering period is 2,000. The IRS also has limits with regard to the value of shares you can purchase. ESPP shares are yours as soon as the stock purchase is completed, you can hold onto the shares as part of your portfolio or sell them at your discretion.

Please review the Plan documents on www.401k.com. New Year’s Day Wed – Jan 1 Labor Day Mon – Sept 1

President’s Day* Mon – Feb 17 Veteran’s Day* Tues – Nov 11

Memorial Day Mon – May 26 Thanksgiving Day

Thurs – Nov 27

4th _{of July Fri – July 4 Christmas Thurs – Dec 25}

*Floating Holidays for Members Services

CONTACT INFORMATION

Use the contacts below to assist you as you enroll in the benefit plan and use your benefits during the year. LifeLock HR

ID Analytics HR

humanresources@lifelock.com jbigelow@idanalytics.com

Plan Website Phone Number

Medical – UnitedHealthcare www.myuhc.com 800-996-0271

Dental – Dental Delta www.deltadentalaz.com 602-938-3131 option 1, or _{1-800-352-6132}

Health Savings Account (HSA) –

UnitedHealthcare www.myuhc.com 866-314-0335

Flexible Spending Account

(FSA) - UnitedHealthcare www.myuhc.com 866-314-0335

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

Employee Assistance Program

(EAP) – Care24 via UHC www.myuhc.com 800-996-0271

Life and AD&D/Voluntary Life –

Hartford www.thehartfordatwork.com 800-523-2233

Disability Insurance – Hartford www.thehartfordatwork.com 800-523-2233

Retirement 401(k) /Roth –

Fidelity www.401k.com 800-835-5097

Stock Options - Fidelity www.401k.com 800-544-9354

Employee Stock Purchase Plan

(ESPP) - Fidelity www.401k.com 800-544-9354

COBRA – PayFlex www.healthhub.com 800-359-3921

Important Notice from LifeLock, Inc. about your Prescription Drug Coverage and

Medicare

Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium.

LifeLock has determined that the prescription drug coverage offered through UnitedHealthcare, is on average for all participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join A Medicare Drug Plan?

You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th through December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan?

If you decide to join a Medicare drug plan, your current UHC coverage will be affected. If you do decide to join a Medicare drug plan and drop your current UHC coverage, be aware that you and your dependents may not be able to get this coverage back until the next open enrollment period.

When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan?

You should also know that if you drop or lose your current coverage with UHC and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

For More Information About This Notice Or Your Current Prescription Drug Coverage

Contact the Human Resource Department for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage under the LIfeLock plan changes. You also may request a copy of this notice at any time.

For More Information About Your Options Under Medicare Prescription Drug Coverage

More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans.

For more information about Medicare prescription drug coverage:

 Visit www.medicare.gov

 Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help

 Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.

If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).

Women's Health & Cancer Rights Act of 1998

As required by the Women’s Health & Cancer Rights Act of 1998, the medical plan options offered to you by The Company provides benefits for mastectomy-related services. These services include reconstruction of the breast involved in mastectomy, surgery and reconstruction of the remaining breast to produce symmetrical appearance, and prosthesis and treatment of physical complications at all stages of mastectomy (including lymphedemas). Please refer to your Certificate of Coverage for details or contact your medical carrier at the number listed on your Medical ID card.

Newborns’ and Mothers’ Health Protection Act of 1996

Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery or less than 96 hours following a Caesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother and her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain an authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours as applicable).

New Health Insurance Marketplace Coverage Options and Your Health Coverage

PART A: General Information

When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic information about the new Marketplace and employment-based health coverage offered by your employer.

What is the Health Insurance Marketplace?

The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.

Can I Save Money on my Health Insurance Premiums in the Marketplace?

You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or offers coverage that doesn't meet certain standards. The savings on your premium that you're eligible for depends on your household income.

Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?

Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be eligible for a tax credit that lowers your monthly premium or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the Affordable Care Act, you may be eligible for a tax credit.

An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs. LifeLock’s health plan meets this criteria.

Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by

your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also,

this employer contribution -as well as your employee contribution to employer-offered coverage- is often

excluded from income for Federal and State income tax purposes. Your payments for coverage through the

Marketplace are made on an after-tax basis.

How Can I Get More Information?

For more information about your coverage offered by your employer, please check your summary plan description or contact humanresources@lifelock.com or call 480-457-5380.

PART B: Information About Health Coverage Offered by Your Employer

This section contains information about any health coverage offered by your employer. If you decide to complete an application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered to correspond to the Marketplace application.

 Employer name: LifeLock, Inc.

 Identification Number (EIN): 56-2508977

 Employer address: 60 E Rio Salado Pkwy, 4th Fl, Tempe, AZ 85281  Employer phone number: 480-457-5380

 Who can we contact about employee health coverage at this job? Human Resources  Email address: humanresources@lifelock.com

As your employer, we offer a health plan to you if you are a full-time active who regularly works at least 30 hours per week.

With respect to dependents, we offer coverage to your spouse, your eligible domestic partner, your children and your domestic partners children (up to age 26), your children of any age who are unable to support themselves due to a mental or physical disability,

This coverage meets the minimum value standard, and the cost of this coverage to you is intended to be affordable, based on employee wages.

**Even if your employer intends your coverage to be affordable, you may still be eligible for a premium discount through the Marketplace. The Marketplace will use your household income, along with other factors, to determine whether you may be eligible for a premium discount. If, for example, your wages vary from week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly employed mid-year, or if you have other income losses, you may still qualify for a premium discount.

HIPAA Notice of Privacy Practices

Amended and Restated Effective September 23, 2013

This Notice Describes How Medical Information About You May Be Used and Disclosed and How You Can Get Access To This Information. Please Review It Carefully.

Background

The Health Insurance Portability and Accountability Act of 1996 and the Health Information Technology for Economic and Clinical Health Act of 2009 (collectively “HIPAA”) and the implementing regulations govern group health plans use and disclosure of protected health information. HIPAA requires group health plans to maintain the privacy of your personally identifiable protected health information. In general terms, protected health information or “PHI” is health information that contains information like a name or social security number that reveals who the person is. In more detail, PHI means information that is created or received by a covered entity, including a “group health plan” and relates to a past, present or future physical or mental health or condition (including genetic information); the provision of health care; or the past, present or future payment for the provision of health care; and that identifies the individual or for which there is a reasonable basis to believe the information can be used to identify the individual.

Individuals receiving health care benefits through an HMO or insurance contract should receive a notice of privacy practices directly from the appropriate HMO or insurance company.

The Notice informs you about: (i) the Health Plan’s uses and disclosures of PHI; (ii) your individual rights with respect to your PHI; and (iii) the Health Plan’s legal duties with respect to your PHI. This Notice applies to the PHI the Health Plan maintains uses or discloses and the Health Plan is required to abide by the terms of this Notice. Again, your HMO, personal doctor, health care provider or insurance company may have different policies or notices regarding use and disclosure of your PHI. Also, it is important to note that these rules apply to the Health Plan, not LifeLock as an employer. Different policies may apply to other LifeLock benefit programs or data unrelated to the Health Plan.

NOTICE OF PHI USES AND DISCLOSURES

HOW THE HEALTH PLAN MAY USE AND DISCLOSE YOUR PHI

The Health Plan and it properly authorized business associates are required to disclose PHI to you (upon your request) and to the Secretary of Health and Human Services when the Secretary is investigating our compliance with HIPAA. We will also use and disclose PHI as we are permitted to by HIPAA. When using or disclosing PHI or when requesting PHI from another covered entity, we will make reasonable efforts to use, disclose or request the “minimum necessary” to accomplish the purpose. However, the “minimum necessary” standard does not apply to the following: (i) uses or disclosures made to you; (ii) uses or disclosures made pursuant an authorization; (iii) disclosures made to the Secretary of Health and Human Services; (iv) uses or disclosures required by law; (v) disclosures to or requests by a health care provider for treatment; (vi) uses or disclosures that are required for the Health Plan’s compliance with the Privacy Rule. Listed below are brief descriptions of uses and disclosures, including some examples.

To Business Associates. The Health Plan contracts with entities known as “business associates” to perform various functions or provide certain services. In order to perform these functions or provide these services, business associates will receive, create, maintain, transmit, use, and/or disclose PHI, but only after they agree in writing to implement appropriate safeguards regarding PHI. For example. PHI may be disclosed to a business associate to process a claim for benefits or reimbursements.

For Treatment. PHI may be used or disclosed to facilitate medical treatment or services by providers, including, coordination or management of health care and consultations and referrals between one or more of your providers. For example, the Health Plan may disclose to a treating orthodontist the name of your treating dentist so that the orthodontist may ask for your dental X-rays from the treating dentist.

For Payment. PHI may be used and disclosed for payment purposes, such as obtaining premiums, facilitating payments, making coverage determinations, coordinating coverage, or determining or fulfilling the Health Plan’s responsibilities for providing benefits. For example, the Health Plan may tell a provider whether you are eligible for specific benefits or share PHI with another entity to assist with the coordination of benefits.

modifying, amending or terminating the Health Plan may also be disclosed to LifeLock. PHI cannot be used for employment purposes without your specific authorization.

As Required By Law, Law Enforcement, Lawsuits & Disputes. PHI may be disclosed when required by federal, state or local law, for example, when required by law enforcement (e.g. to identify/locate a suspect), a court or administrative order, subpoena, discovery request.

For Workers’ Compensation. PHI may be released for workers’ compensation or similar work-related injury or illness programs, to the extent necessary to comply with such law.

For Organ and Tissue Donation. PHI may be released to organizations that handle organ or tissue procurement, as necessary to facilitate organ or tissue donation and transplantation.

For Military Activity & National Security. PHI may be disclosed to authorized military authorities, authorized federal officials for intelligence, counterintelligence, and other national security activities authorized by law. For Health or Safety, Public Health Risks, Health Oversight Activities. PHI may be released when necessary to prevent a serious threat to health and safety, for public health activities as required or authorized by law, or to a health oversight agency for the government to monitor the health care systems, government programs, and compliance with civil rights laws, such as, audits, investigations, inspections, and licensure.

To Coroners, Medical Examiners & Funeral Directors. The Health Plan may release PHI to coroners, medical examiners or funeral directors as necessary to carry out their duties.

For Research. PHI may be disclosed to researches when individual identifiers have been removed or when an institutional review board or privacy board has reviewed the research proposal and established protocols to ensure the privacy of the requested information.

To Family & Friends. In certain cases, PHI can be disclosed to a family member or other person you identify who is involved in your care. Information about your location, general condition, or death may be provided to a similar person (or entity authorized to assist in disaster relief). You’ll generally be given the chance to agree or object (although exceptions may be made, e.g., if you are not present or you are incapacitated). In addition, your PHI may be disclosed to your legal representative. With only limited exceptions, we send all mail to the employee’s address, including mail relating to the employee’s spouse and other family members.

OTHER USES OF YOUR PHI REQUIRE YOUR AUTHORIZATION

Other uses and disclosures of your PHI not covered by this Notice or applicable law will be made only with your written authorization. You may revoke such authorization in writing at any time. Once your revocation has been received and recorded, no further use or disclosure of the PHI covered by the authorization will be made. You understand that any use or disclosure made prior to the effective date of your revocation was authorized, cannot be undone, and that the Health Plan is required by HIPAA to retain records of such use and disclosure.

YOUR INDIVIDUAL RIGHTS