employee benefits guide 2015 - united american sheets v2... · 2015. 1. 16. · torchmark...

Employee Benefits Guide 2015

TMK1809A 0115

WelcomeAt Torchmark Corporation Affiliates, our employees are our greatest asset and your well-being means a healthier, more productive workplace. This is why we are pleased to offer this comprehensive benefits package. This guide is designed to assist you and your family in making the best choices to meet your needs in 2015.

Please read this guide in its entirety; as it contains very important information for you to consider when enrolling in your benefits for 2015. At Torchmark Corporation Affiliates, we strive to provide benefits that:

• Meet the needs of our employees and eligible family members

• Are easy to understand and use

• Help keep money in your pockets by delivering great value

In this guide, we use the term “Company” to refer to Torchmark Corporation Affiliates. This guide is intended to describe the eligibility requirements, enrollment procedures and coverage effective dates for the benefits offered by the Company. The Company may terminate, withdraw or modify any benefits described in this guide, in whole or in part, at any time. It is not a legal plan document and does not imply a guarantee of employment or a continuation of benefits. While this guide is a tool to answer most of your questions, full details of the plans are contained in the Summary Plan Descriptions (SPDs) which govern each plan’s operation. Whenever an interpretation of a plan benefit is necessary, the actual plan documents will be used.

Table of Contents - 1

2015 Employee Benefits Guide

What’s Inside?

Benefit Highlights ...................................................................................................................................................................2

Enrollment .................................................................................................................................................................................3

Preparing to Enroll ..................................................................................................................................................................4

Qualifying Life Events ............................................................................................................................................................4

Medical/Prescription Drugs .................................................................................................................................................5

2015 Medical Premiums ........................................................................................................................................................6

Health Savings Account (HSA) ...........................................................................................................................................7

Medical Coverage Surcharges ............................................................................................................................................8

Annual Physical Incentive ....................................................................................................................................................8

Preventive Care ........................................................................................................................................................................9

Ways to Minimize Costs ...................................................................................................................................................... 10

Prescription Drugs ............................................................................................................................................................... 10

How to Save Money on Prescription Drugs ................................................................................................................ 11

Health and Wellness ............................................................................................................................................................ 12

Dental Plan ............................................................................................................................................................................. 13

Vision Plan ............................................................................................................................................................................... 14

Flexible Spending Accounts ............................................................................................................................................. 15

Hyatt Premier Legal Plan ................................................................................................................................................... 16

Life and Disability Security Plan Eligibility .................................................................................................................. 17

Auto/Home Insurance ........................................................................................................................................................ 17

Long Term Care Coverage ................................................................................................................................................. 17

Savings and Investment Plan (401k plan) ................................................................................................................... 18

Pension Plan ........................................................................................................................................................................... 19

Contacts and Resources ..................................................................................................................................................... 20

Important Notices ................................................................................................................................................................ 21

2 - Torchmark Corporation, Globe Life, Liberty National Home Office, and United American


Benefit HighlightsListed below are some benefit highlights for the 2015 plan year. Please make sure that you familiarize yourself with these benefits and decide what benefits are right for you and your family.

Benefits Offered:

• Three Medical Plans to choose from: Standard, Select, or Select Plus with a Health Savings Account (HSA)

• Dental Plan with two options

• Vision Plan

• Flexible Spending Accounts for healthcare and/or dependent care.

• Hyatt Legal Plan.

You may also enroll or update the following benefits throughout the year:

• Life and Disability Security Plan

• Long Term Care Coverage

• 401(k)

• MetLife Auto & Home Insurance

Torchmark Corporation, Globe Life, Liberty National Home Office, and United American - 3


EnrollmentWe offer a variety of benefits to help you select the plans that best suit you and your family’s needs. Consider factors such as spousal benefits, dependent eligibility and qualifying life events as you make your benefit selections.

Eligibility If you are a full-time employee of Torchmark Corporation, Globe Life, United American Insurance, or Liberty National-Home Office, who is regularly scheduled to work 37.5 hours or more per week, you are eligible to participate in the medical, dental, vision, flexible spending accounts, health savings accounts, and additional benefits.

New Full-time employees are eligible for benefits the 1st of the month following 30 days of employment.

If you are a part-time employee with a hire date prior to October 1, 2013 and who averaged 30 hours or more per week between the time period of October 1, 2013 to September 30, 2014, you are eligible to enroll in medical, dental, vision, flexible spending accounts, health savings accounts, and additional benefits for the 2015 calendar year.

Part-time employees working 20-37.5 hours per week are eligible for holiday, vacation, personal/sick time at a reduced amount, 401(k), and the pension plan after one year of employment.

Your Eligible Dependents Dependents eligible for coverage in the Company benefit plans include:

• Your legal spouse. Please note there is an additional spousal surcharge for medical if your spouse is eligible for benefits at his/her place of employment.

• Your dependent children up to age 26 (includes stepchildren, legally adopted children, or children placed with you for adoption, and foster children) for medical and up to age 25 for dental and vision coverage.

• Any other children you support for whom you are the legal guardian or for whom you are required to provide coverage as the result of a qualified medical child-support order. Please note verification of eligibility may be required.

• Your dependent child, regardless of age, provided he or she is incapable of self-support due to a mental or physical disability, is fully dependent on you for support as indicated on your federal tax return and is approved by your medical plan to continue coverage up to age 26. Please note verification of eligibility may be required.

Things to Consider Before you enroll, it is a good time to reassess your benefit decisions and determine if you need to make changes. Here are some things to consider:

• Does your spouse have benefits coverage available through another employer?

• Did you get married, divorced or have a baby recently? Is so, do you need to add or remove any dependent(s) or update beneficiary designations?

• Do any of your covered children reach their 26th birthday this year? If so, they are no longer eligible for medical benefits the first day of the month after they turn 26. If covered child reaches age 25 they are no longer eligible for dental and vision coverage.



Preparing to EnrollThe Company provides its employees with a medical option with access to a Health Savings Account or you may select to contribute to a Flexible Spending Account (FSA) for your medical or dependent care expenses. As a committed partner in your health, the Company contributes a significant amount of the costs for the benefits provided. Your share of the contributions for medical, dental, vision, and FSA benefits are deducted on a pre-tax basis – this lowers your tax liability and increases your take home pay.

Keep in mind that you may select any combination of medical, dental and/or vision plans and any combination of coverage categories. For example, you may select medical coverage for you and your entire family, but select dental and vision coverage only for yourself. The only requirement is that you, as an eligible employee, must elect coverage for yourself in order to elect any dependent coverage.

Be sure to have on hand the Social Security numbers and birth dates for any eligible dependent(s) that you plan to enroll. You cannot enroll your dependent(s) without this information. You must enter your dependent(s) information BEFORE you make your benefit selections.

Qualifying Life EventsWhen one of the following events occurs, you have 31 days from the date of the event to notify the Company and/or request changes to your coverage. Your change in coverage must be consistent with your change in status. You will be required to submit documentation verifying the life event.

• Change in your legal marital status (marriage, divorce or legal separation)

• Change in the number of your dependents (for example, through birth or adoption, or if a child is no longer an eligible dependent)

• Entitlement to Medicare or Medicaid

• Change in your spouse’s employment status (resulting in a loss or gain of coverage)

• Change in your employment status from full-time to part-time or part-time to full-time, resulting in a gain or loss of coverage.



Medical/Prescription DrugsOur medical coverage helps you maintain your well-being through preventive care and access to an extensive network of providers, as well as affordable prescription medication.

Through our relationship with Blue Cross and Blue Shield of Texas, there are many wellness and well-being resources for you to take advantage of through their website or by contacting a customer service representative.

You have 3 options for Medical/Prescription Drug coverage. All plans cover Preventive Care, Routine Physicals, Well Baby Care, and Immunizations at 100 percent In-network. All plans cover 80 percent of in-network services after the deductible is met. The chart below gives a summary of each plan. All covered services are subject to medical necessity as determined by the plan.

Standard Plan - Office and Pharmacy co-pays apply toward the Out-of-Pocket Maximum, but NOT toward the Deductible.

Select and Select Plus plans, your pharmacy costs will apply towards your deductible and out-of-pocket maximum.

Medical Provisions Standard Select Select Plus w/HSA

Deductible$1,750 Individual $1,750 Individual $1,750 Individual

$5,250 Family $5,250 Family $3,500 Family*

Plan Paid for In-Network Coverage 80%

Medical/Pharmacy Out-of-Pocket Maximum

$3,000 Individual $3,000 Individual $3,000 Individual

$9,000 Family $9,000 Family $6,000 Family*

Preventative Care

100%

Routine Physicals

Well Baby Care

Vision & Hearing Exams

Immunizations

Office Visit Copays $50 PCP $55 Specialist

80% after Deductible for each person in

family

80% after Family Deductible

Hospital Deductible $250

Emergency Room

80% after Deductible

**$200 copay/50% after Deductible

Pharmacy - Retail$10 generic

$60 formulary $90 non-formulary

Pharmacy - Mail 2 x Retail

* For the Select Plus plan, the entire family deductible must be met before coinsurance of 80% coverage is available. Family coverage is defined as employee plus one or more.

**If services rendered at an Emergency Room are for a non-emergency, there will be a $200 co-pay and the benefit will reduce to 50% after deductible.



2015 Medical PremiumsWhen it comes to healthcare, you and the Company share the cost of coverage for the Blue Cross Blue Shield PPO medical plan. By electing these benefits, your taxable income is reduced by the amount necessary to pay the cost for coverage. Premiums for 2015 are shown as semi-monthly amounts that will be deducted from your paycheck. Rates are determined by your annual salary at date of hire and subsequently annually on October 1st.

Salary Range

<$20,400 $20,400 - $34,299

$34,300- $49,599

$49,600 - $86,499 $86,500 +

StandardEmployee $59.00 $80.50 $129.50 $138.00 $147.50Spouse $130.00 $144.50 $159.50 $174.50 $190.00Per Child (max 4 children) $51.00 $56.00 $61.00 $67.00 $73.50

SelectEmployee $30.50 $57.00 $73.50 $83.50 92.00Spouse $84.00 $98.50 $112.00 $126.50 $141.00Per Child (max 4 children) $38.50 $38.50 $43.00 $48.00 $52.50

Select Plus w/ HSA Employee $30.50 $57.00 $73.50 $83.50 $92.00Spouse $71.00 $84.00 $94.50 $109.00 $123.00Per Child (max 4 children) $38.50 $38.50 $43.00 $48.00 $52.50

How is my annualized benefit salary computed?

For Hourly/non-exempt employees, the benefit salary consists of all earnings such as hourly, personal/sick, vacation, incentive, and holiday. The 2015 benefit salary was derived from last 12 months of earnings as of 10/1/2014.

For Hourly/non-exempt employees who have not earned 12 months of pay, the benefit salary will be calculated by first averaging the per pay period earnings. The per pay period average is then multiplied by the number of pays expected in the 12 month period of time. The result is the annualized benefit salary.

For Salary/exempt and Salary/non-exempt employees, the benefit salary is the current annual salary of 10/1/2014.



Health Savings Account (HSA) An HSA is a personal healthcare bank account that you can use to pay qualified medical, dental and vision expenses with pre-tax dollars when you are enrolled in the Select Plus with HSA option. You own your HSA – even if you find a new job or switch your health insurance provider. You control how and when you spend the money in your HSA and your balance can grow year after year, tax-free, until retirement and beyond. And, unlike a Flexible Spending Account, there is no “use it or lose it” rule. Monies leftover at the end of the year stay in your account.

You are eligible to open and fund an HSA if:

• You are covered by an HSA-eligible plan, such as the Select Plus with HSA option;

• You are not covered by your spouse’s health plan that is not an HSA qualified plan, such as a Preferred Provider Organization (PPO) plan, Health Care Flexible Spending Account or Health Reimbursement Account;

• You are not eligible to be claimed as a dependent on someone else’s tax return;

• You are not enrolled in Medicare or TRICARE for Life;

• You have not received Veteran’s Administration Benefits.

Your HSA can be used for your qualified expenses and those of your spouse and dependents, even if they are not covered by the Select Plus with HSA option. Wells Fargo Bank will issue you a debit card, giving you direct access to your account balance. Any time you have a qualified medical, dental or vision expense, you may use your debit card to pay. You must have funds available in your HSA to use your debit card. There are no receipts to submit for reimbursement; however the IRS requires that you keep your receipts for HSA account expenses. While you will receive an HSA bank account statement each month and you can access your account online, the receipts will be required should you ever be audited by the IRS.

For 2015, the maximum you can contribute is $3,350 per year for individual coverage or $6,650 per year for family coverage. Upon reaching age 55, you may contribute an additional $1,000 annually. You may change the amount of your contribution at any time throughout the year as well.

A minimum contribution of $5 per month is required when opening an HSA.

Prepare for Retirement An HSA is like an Individual Retirement Account (IRA) or 401(k) plan for your healthcare that allows you to use the funds on qualified medical expenses any time between now and into retirement – something you can’t get from other retirement accounts. Once your balance reaches $2,000, you can start to invest in the available mutual funds offered through Wells Fargo.

What Fees apply to a Wells Fargo HSA? There is a monthly service fee of $3.75. Additional banking fees may apply if you choose to use optional banking services or choose other non-standard services. The monthly service fee will be waived if the combined deposit and investment balance in your HSA on the last day of the month is greater than or equal to $5,000.

To learn more about the Health Savings Accounts, visit http://www.wellsfargo.com/investing/hsa.



Medical Coverage SurchargesThe following surcharges are only applicable if you are selecting Medical Health coverage through the Company plan. If you are only selecting Dental or Vision, the surcharges are not applicable.

Tobacco User Surcharge The Tobacco User surcharge is applicable to employees who habitually utilize tobacco products. The surcharge of $50 per month will be added to your medical premium. The surcharge is necessary to help control employees medical premium costs. If you make the decision to eliminate tobacco use, the Company offers access through Blue Cross and Blue Shield of Texas to personal coaching, online tools, and audio health library to assist you through a tobacco cessation program. Once you have been tobacco-free for 90 days, you may contact the Human Resources Department to have the surcharge waived.

Spouse Coverage Surcharge If your spouse is employed, with access to healthcare coverage through their employer, and you elect to cover your spouse with the Company medical plan, you will be assessed an additional $50 per month in addition to the spouse rate for health insurance. If your spouse does not work, works only part-time, is not eligible for coverage, or has lost coverage as an active employee, you will not be assessed the additional Spouse Coverage surcharge.

Annual Physical IncentiveWhen enrolled in a Blue Cross Blue Shield medical plan, your Annual Preventive Care Physical is covered 100%. The Company wants to encourage everyone enrolled in one of our Blue Cross and Blue Shield of Texas medical plans to schedule a physical exam every year. As an incentive to you, when you go for your Annual physical exam, once the claim is processed by Blue Cross and Blue Shield of Texas and subsequently reported to the Company, you will receive a one-time premium credit of $50 on your paycheck.



Preventive CareThe Company encourages you to take advantage of preventive services available to you and your enrolled dependents covered at 100 percent in-network. The chart below highlights some of the services considered preventive.

Well-Child Care (Through Age 18) Adult Care (After Age 18)

Well-Baby and Well-Child Visits Well-Man and Well-Woman Visits

Periodic visits, depending on age Periodic visits, depending on age

Immunizations (as appropriate by age) such as: Immunizations (as appropriate by age) such as:

Hepatitis A (Hep A) and B (Hep B)Influenza (flu)Measles, Mumps and Rubella (MMR)Pneumococcal (pneumonia)Tetanus, Diphtheria and PertussisVaricella (chicken pox)

Hepatitis A (Hep A) and B (Hep B)Influenza (flu)Pneumococcal (pneumonia)Tetanus, Diphtheria and PertussisZoster (Shingles)

Screenings (as appropriate by age) such as: Screenings (as appropriate by age) such as:

Blood PressureCholesterolHeight and WeightPap TestObesityDepressionHematocrit or hemoglobin

Blood PressureCholesterolDiabetesMammogramPap TestProstate screening (PSA)Colon cancer screenings

• Sigmoidoscopy• Fecal occult blood test (FOBT) or fecal immunochemical

test (FIT)• Colonoscopy



Ways to Minimize CostsChoose in-network providers. In-network doctors, hospitals, dentists and other healthcare providers have agreed to provide their services at contracted rates. Choosing these providers will save you money. You still have the choice to go to non-participating providers, but you will pay more. Log on to www.bcbstx.com to search for in-network providers and to find additional health information and a variety of self-service tools, including a calculator to help you estimate the cost of care. MetLife offers in-network providers for Dental and Vision to give you these same advantages.

Save money on out-of-pocket healthcare expenses. Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) allow you to set aside pre-tax dollars from your paycheck to help pay for eligible healthcare expenses. You must re-enroll each year. Please note that if you enroll in both an HSA and Health Care FSA, your FSA is limited to dental and vision expenses only.

Ask about generic prescription drugs. Drugs are the fastest growing category of health spending. If you are prescribed a medication, ask your doctor or pharmacist if your condition could be treated effectively with a lower-cost or generic version of the drug.

Know when to use emergency services. Emergency room services are usually more expensive than care received at your doctor’s office or urgent care facility. Use the emergency room only for emergencies. Utilize your 24-hour Nurseline if you have questions.

Practice prevention. Preventive health screenings can detect problems in the earliest stages, when treatment is most effective. The Company health plans cover screenings and other preventive services – at no cost to you.

Prescription DrugsOur prescription drug program is coordinated through your medical plan through Blue Cross and Blue Shield of Texas and administered by Prime Therapeutics. You will have a single ID Card for medical and prescriptions. Your prescription cost is determined by the tier assigned to the prescription drug product. All products on the list are assigned to the prescription drug product. All products on the list are assigned as Generic, Formulary (Preferred Drug List) or Non-Formulary.

• Generic Drug – a prescription drug that is comparable to brand/reference listed drug in dosage form, strength, administration, quality and performance characteristics, and intended use.

• Formulary Drug – list of prescription drugs that are covered by Blue Cross and Blue Shield of Texas PPO plan

• Non-Formulary Drug – a prescription that has a preferred alternative listed in the drug formulary, but is not on the Blue Cross and Blue Shield of Texas PPO plan of approved drugs.

You may find information on your benefit coverage and search for network pharmacies by logging on to www.bcbstx.com/torchmark or calling the Customer Care number on your ID Card.

We have added two programs to our Prescription Drug coverage designed to help control costs for everyone – Step Therapy and Prior Authorization:

Step Therapy - This program applies to certain high-cost drugs. In order for the drug to be covered, you will need to first try a proven, cost-effective medication before using a more costly treatment, if needed.

Prior Authorization - This program applies to certain high-cost drugs that have the potential for misuse. Medications included in the Prior Authorization Program will require your doctor to get approval through Blue Cross Blue Shield. If your medication does not receive approval, you can still purchase the medication, however you will be responsible for the full cost. A list of drugs subject to Prior Authorization can be found on TMKNet/HR webpage.



How to Save Money on Prescription DrugsOne way to get more value from your healthcare plan is to use generic drugs when they are available, which lowers the cost of your personal health needs. The chart below answers some common questions about generic drugs and their advantages.

Frequently Asked Questions: Generic DrugsWhat is a generic drug? A generic drug is a drug that is similar to a brand name drug in: dosage,

safety, strength, quality, the way it works, the way it is taken and the way it should be used.

Are generic drugs as safe as brand name drugs?

Yes. The FDA requires that all drugs must work well and be safe. Generic drugs use the same active ingredients that brand name drugs use and work the same way. Both generic and brand name drugs have the exact same risks and benefits.

Are generic drugs as strong as brand name drugs?

Yes. The FDA requires the generic drugs have the same quality, strength, purity and stability as brand name drugs.

Are brand name drugs made in better factories than generic drugs?

No. all factories must meet the same high standards. If these factories do not meet all FDA standards, they are simply not allowed to operate.

If brand name drugs and generic drugs have the same active ingredients, why do they look different?

In the United States, trademark laws do not allow generic drugs to look exactly like their brand name counterpart. However, the brand name drug must have the same active ingredients. Colors, flavors and certain other things may be different, but these superficialities do not affect the way the drug works.

Does every brand name drug have a generic?

No. When new drugs are first made, they have drug patents. Most drug patents are protected for 17 years. The patent protects the company that first made the drug, and doesn’t allow anyone else to make or sell the drug. When this patent expires, other drug companies can start selling the generic version of the drug. First, however, they must test the drug and the FDA must approve the drug.

What is the best source of information about generic drugs?

Contact your doctor, pharmacist or other health care worker for more information on generic drugs. You can also visit the FDA website at http://www.fda.gov/cder and click on Consumers

You may find information on your benefit coverage and search for network pharmacies by logging on to www.bcbstx.com/torchmark or calling the Customer Care number on your ID Card.



Health and WellnessLet Blue Cross and Blue Shield of Texas help you take charge of your health. We offer wellness programs, discounts and resources designed with your well-being in mind. Do you want to find the right resources, save money and manage your medical conditions? Information about services can be found at www.bcbstx.com/torchmark. Check out these services and programs:

Well onTargetSM Wellness involves making healthy choices that enrich the mind, body and spirit. Well onTarget is a program designed to give you the tools and support you need, while rewarding you for making healthy choices. To guide you in making healthy choices, you will have access to a convenient, secure website which includes a health assessment, interactive tools and information, as well as a points reward program.

24/7 Nurseline If you have questions, our nurses have answers. This help line is staffed 24-hours a day with registered nurses so you can get answers to your health questions when you need them. If an unexpected medical situation arises, a nurse can help you decide if you should call your doctor, visit the emergency room or another facility or treat the problem yourself. Plus, you can learn about more than 1,000 health topics over the phone via an audio library system. The number is 1-800-581-0368.

Tobacco Cessation Program Trying to quit smoking and stop using tobacco can be a tough goal to reach on your own — Blue Cross Blue Shield of Texas offers a voluntary program to help you. The Blue Cross and Blue Shield of Texas Tobacco Cessation Program includes Personal Telephone Wellness Coaching which includes your own Wellness Coach to help you be successful achieving your goal to quit smoking. You can also choose to take Self-Directed Online Courses that let you work at your own pace and track your progress through each of the lessons. For more information, contact Customer Service at the phone number listed on the back of your member ID card.

Blue365® Member Discount Program We want to help you take care of yourself, every day of the year. That’s why Blue Cross and Blue Shield of Texas health plan members have access to Blue365, an online destination for health-focused discounts.

Fitness Program Regular exercise is an essential part of healthy living. You and your covered dependents (age 18 and older) are eligible to receive a membership with access to fitness centers nationwide.

Blue Cross and Blue Shield of Texas Mobile App

Let your mobile devices be your guide for Blue Cross and Blue Shield of Texas participating healthcare provider information.

• Find Urgent care.

• Locate physicians, hospitals or other healthcare professionals nationwide

• Take advantage of GPS navigation search

• View results on a map, e-mail or SMS text

• Available on the App Store for Apple or Android



Dental PlanIn more ways than one, your smile is a sign of your overall well-being. When you take care of your teeth, you take care of the rest of your body. Our dental plan helps you maintain good dental health through affordable options for preventive care including regular checkups and other dental work.

Our dental plan is designed to encourage preventive treatment, allowing employees to achieve oral health while striving to minimize dental costs. Dental coverage is through MetLife.

The dental plan offers two options:

Option 1 - Basic Plan Option 2 - Full Plan

Coverage Type: In-Network Out-of-Network In-Network Out-of-Network

Preventive 100% of PDP Fee 100% of R&C Fee 100% of PDP Fee 100% of R&C Fee

Basic Restorative 70% of PDP Fee 70% of R&C Fee 80% of PDP Fee 80% of R&C Fee

Major Restorative 40% of PDP Fee 40% of R&C Fee 50% of PDP Fee 50% of R&C Fee

Orthodontia Not Covered Not Covered 50% of PDP Fee 50% of R&C Fee

Deductible

Individual $75 $75 $50 $50

Family $225 $225 NA NA

Annual Maximum Benefit:

Per Person $1,000 $1,000 $2,000 $2,000

Orthodontia Lifetime Max NA NA $1,500 $1,500

Dental Rates Premiums shown are for semimonthly amounts that will be deducted from your paycheck.

Rates Option 1 - Basic Plan Option 2 - Full Plan

Employee Only $12.04 $17.53

Employee + 1 $22.64 $35.74

Employee + 2 or more $37.95 $59.64

MetLife does not mail ID cards to you. Once enrolled you can obtain your ID cards by registering at www.metlife.com/mybenefits and download a card. Or if you prefer, you may obtain a card from your local Human Resources Department.

You don’t have to enroll in the medical plan to have dental coverage. You can select dental only.



Vision PlanMetLife Vision can be elected with or without medical coverage. The coverage includes a $20 exam copay and a $20 copay for materials/eyeware (either glasses or contacts allowed per frequency). The frame allowance is covered up to $150 after the eyeware copay. Laser Vision Correction discounts averaging 15% off the regular price or 5% off a promotional offer are available for laser surgery including PRK, LASIK, and Custom LASIK. Laser Vision correction discounts are only available from MetLife participating facilities.

MetLife Vision allows you to go to any licensed eye care professional. Or you can choose from any ophthalmologists, optometrists and opticians working out of private practices or at top optical retail chains like Costco Optical, EyeMasters, Visionworks, and more. To find a MetLife Vision provider, you may visit www.metlife.com/mybenefits and click on “Find a Vision Provider” or call 1-855-MET-EYE1 (1-855-638-3931.)

For additional convenience, MetLife Vision has a service arrangement with Walmart that makes it easy for you to use your MetLife Vision benefits at Walmart and Sam’s Club locations. While these locations are considered out-of-network, MetLife Vision plans include a generous reimbursement schedule for services obtained at out-of-network locations. And these locations have agreed to process MetLife plans – verify eligibility and submit claims – so there are no claims forms for you to submit.

MetLife does not mail ID cards to you. Once enrolled you can obtain your ID cards by registering at www.metlife.com/mybenefits and download a card. Or if you prefer, you may obtain a card from your local Human Resources Department.

Semi-Monthly Rate

Employee Only $3.24

Employee + Spouse $6.50

Employee + Children $5.49

Family $9.06

You don’t have to enroll in the medical plan to have vision coverage. You can select vision only.



Flexible Spending AccountsYou can reduce your taxable income (and save money on your healthcare and dependent care expenses), by enrolling in one or more of the following pre-tax spending accounts:

Healthcare Spending Account - Allows you to pay for many of the healthcare expenses not covered by your medical, dental, and vision plans, including deductibles and co-payments. An FSA account cannot be used for medical expenses if you are enrolled in the HSA account, but can be used for vision and dental expenses. Over the counter medications can no longer be reimbursed unless a prescription is written.

Dependent Care Spending Account - Allows you to pay certain dependent care expenses, such as day care, with pre-tax funds.

Here’s how these accounts work:

1. You contribute to one or more flexible spending accounts through payroll deduction.

• You can contribute up to $2,550 per calendar year to the Healthcare Spending Account.

• You can contribute up to $5,000 per year to the Dependent Care Spending Account or $2,500 if married and filing separate tax returns.

2. These deductions are made before taxes are taken out, so you lower your taxes and save money.

3. When you have an eligible expense, you simply submit a claim to be reimbursed from your account.

FSA claims will be reimbursed on your paycheck. Deadline to submit requests for reimbursement is 10 days prior to the paycheck date.

For more information about FSAs, the Guide to Flexible Spending Accounts is located on the TMKnet Human Resources web page.



Hyatt Premier Legal PlanThis voluntary plan through Hyatt Legal provides you and your family with legal assistance through a network of legal professionals and services. For a semi-monthly premium of $9, you can receive assistance with the following:

• Court appearances

• Document review and preparation

• Wills

• Real estate matters

• Debt collections

• Traffic ticket defense

• Bankruptcy

• Debt collection defense

• Foreclosure defense

• Buying/selling a home

• Estate planning services

• Other services

Contact Hyatt Legal at 800-821-6400 or www.legalplans.com (Enter password: MetLaw) for additional details.



Life and Disability Security Plan EligibilityFull-time employees (until age 70) are eligible to enroll in the Life and Disability Security plan during the first 30 days of employment. Coverage, if elected, will be effective on the 1st of the month following 30 days of continuous, full -time employment. If you do not elect to participate in the plan during those first 30 days, and later decide to enroll, you may do so subject to evidence of good health at the time of your request.

Life Insurance Benefits

Primary Benefit = 2 times your annualized base pay

Travel Accident Coverage = 2 times your primary benefit; maximum $50,000

Age 70 conversion = $5,000 for life

Certain individuals who take early retirement are entitled to continue coverage to age 65 by paying 37.5¢ per thousand per month. If you should retire at age 65 while you are covered under the Plan, the Company will continue $5,000 of life insurance on you without any payment of a deposit.

Disability Benefits If you should become totally disabled while covered under the Plan, a monthly benefit will be payable following six months of continuous total disability and continue as long as you qualify as defined by the Plan. This benefit coordinates with Social Security to the extent that your total monthly benefit from both sources will be 50% of your monthly base pay.

Plan Cost The cost of this coverage is 6/10ths of 1% (.006) of your total earnings each pay period.

Auto/Home InsuranceSpecial group rates are available through MetLife’s Auto & Home insurance program. You can pay through convenient payroll deductions. For more information, see MetLife’s brochure or call 1-800-GET-MET8

Long Term Care CoverageThe Company offers all full-time employees group Long Term Care coverage through Genworth Life Insurance Company. This coverage helps defer the cost of ongoing healthcare or medical supervision in the event of an incapacitating illness or accident. Coverage is available to employees and relatives, and premiums are paid by post-tax payroll deduction. Several options are available and rates differ according to relationship to insured, age, length of coverage period, and monthly care allowance. To learn about or apply for Long Term Care coverage, access GenWorth’s web site at: www.genworth.com/groupltc. UA employees enter ID: UnitedAmerican, password: groupltc. Liberty employees enter ID: Liberty, password: groupltc. Globe employees enter ID: Globe, password: groupltc.



Savings and Investment Plan (401k plan)Planning and saving well are the keys to living well when you reach retirement. By enrolling in the 401(k) plan, you are taking a major step forward in achieving a personalized retirement savings strategy for a more enjoyable future.

If you already participate in the 401(k) plan, take this opportunity to review your current investment portfolio and consider increasing your contribution. You may make or modify your salary reduction agreement up to eight times in a calendar year.

Eligibility and Enrollment You are immediately eligible to join the plan once you are an employee.

You may contribute up to 30% of your annual salary on a pre-tax basis, not to exceed $18,000 in a calendar year. Once you turn 50, you may be allowed to defer an additional amount of $6,000 each year.

Upon your one year anniversary with the company, you will be automatically enrolled at 3% deferral rate. If you are participating in the plan prior to your one year anniversary, your earlier deferral contribution will continue (even if the election is less than 3%). If you have turned in a written election form electing not to contribute prior to your one year anniversary, you will not be automatically enrolled. You can change your salary deferral contribution by turning in a new election form at any time. Matching contributions will then be based on your new salary deferral contribution.

If you have not turned in a written election form, you will be automatically enrolled in the Plan starting with your first paycheck after your one year anniversary. In your first year of eligibility, these automatic salary deferral contributions will be 3% of your compensation each pay period, but you can choose a different amount. Each year thereafter, the percentage will increase in 1% increments until you are deferring 6% of compensation.

Matching Contribution After 1 year of service, the Company will match 100% of your deferral contributions up to 1% of your compensation, plus 50% of your deferral contributions on the next 5%, with no match on deferrals exceeding 6% of your compensation.

For example:

• If you earn $2,000 in compensation during a pay period and you elect to contribute 6%, the Company will deduct $120 from your pay for the pay period (that is, 6% x $2,000). The $120 will be put in your Plan account. The Company will be making matching contribution to your Plan account of $70 for the pay period. In other words, the Company will make a dollar-for-dollar matching contribution on your salary deferral contributions up to 1% of your compensation (100% of 1% x $2,000, or $20) plus a 50 cents-per-dollar matching contribution on your salary deferral contributions between 1% and 6% of compensation (50% of 5% x $2,000, or $50).

• Or, if you contribute 3% of your compensation for the pay period, the Company will take $60 out of your pay and put in the Plan account, and will also make $40 in matching contributions for the pay period.

• Or, if you choose not to contribute to the Plan for a pay period, you will get no matching contributions for the pay period.



Investment Options The Plan allows each participant to self-direct the investment of his or her account in the Plan. If you do not provide investment instructions, the Plan uses Voya Financial’s LifeCycle funds as the default investment option. These are “target-date” mutual funds that periodically and automatically reset the asset mix (stocks, bonds, cash equivalents) held within each fund according to the selected target date applicable to each individual fund. Your age will determine the LifeCycle portfolio into which your funds will be invested.

Vesting You are always 100% vested in the money you contribute. You will be 100% vested in your Company matching contributions after 2 years of service. Prior to completing 2 years of service, you will be 0% vested in your Company matching contributions.

Further details about the Plan may be obtained from the Summary Plan Description located on the HR webpage on the Company intranet. Participants may use the Voya Financial website, https://voyaretirement.voyaplans.com for more information and to make changes to their contributions and investments.

Pension PlanYou are eligible to be a plan participant in the Torchmark Corporation Pension Plan once you are at least 21 years of age and complete one year of service as described in the Summary Plan Description. The Pension Plan is a defined benefit plan that is fully funded by the Company.

Vesting You become vested after 5 years of credited service.

Retirement Normal retirement age is 65. You may be eligible to elect early retirement if you have at least 10 years of service and have reached at least age 55.

A Summary Plan Description is furnished to you when you become a new participant in the Pension Plan. You may request a copy from your local Human Resources department.



Contacts and ResourcesPhone Numbers Online Access

Blue Cross Blue Shield of TexasCustomer Service Nurseline

1.800.521.2227 1.800.581.0368

www.bcbstx.com/torchmark

Prescription Drug Information 1.800.521.2227 www.Myprime.com

MetLife Dental 1.800.GET.MET8 1.800.438.6388 www.metlife.com/mybenefits

MetLife Vision 1.855.MET.EYE1 1.855.638.3931 www.metlife.com/mybenefits

Hyatt Legal Plan 1.800.821.6400 www.legalplans.com

Flexible Spending Account 214.544.5355 [email protected] [email protected]

Wells Fargo Health Savings Account 1.866.884.7374 www.wellsfargo.com/investing/hsa

401(k) – Voya Financial Retirement (formerly ING)

800.584.6001 972.569.3203

www.ingretirementplans.com [email protected]

Local Human Resources Contacts

Phone Number E-mailUA and GlobeSandi Davis Cindy Tucker

469.525.4786 214.544.5355

[email protected] [email protected]

Liberty National

Lanesia Forrest 205.325.2890 [email protected]

American Income Life

Kelly Hazen 254.761.6784 [email protected]

Family Heritage Life

Cynthia Guzik 440.922.5130 [email protected]



Important NoticesI. Initial Notice About Special Enrollment Rights in Your Group Health Plan

A federal law called Health Insurance Portability and Accountability Act (HIPAA) requires that we notify you about two very important provisions in the plan. The first is your right to enroll in the plan under its “special enrollment provision” without being considered a late applicant if you acquire a new dependent or if you decline coverage under this plan for yourself or an eligible dependent while other coverage is in effect and later lose that other coverage for certain qualifying reasons. Section I of this notice may not apply to certain self-insured, non-federal governmental plans. Contact your employer or plan administrator for more information.

SPECIAL ENROLLMENT PROVISIONS

Loss of Other Coverage (Excluding Medicaid or a State Children’s Health Insurance Program) If you are declining enrollment for yourself or your eligible dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if you move out of an HMO service area, or the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 31 days after your or your dependents’ other coverage ends (or move out of the prior plan’s HMO service area, or after the employer stops contributing toward the other coverage).

Loss of Coverage For Medicaid or a State Children’s Health Insurance Program If you decline enrollment for yourself or for an eligible dependent (including your spouse) while Medicaid coverage or coverage under a state children’s health insurance program is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or a state children’s health insurance program.

New Dependent by Marriage, Birth, Adoption, or Placement for Adoption If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 31 days after the marriage, birth, adoption, or placement for adoption.

Eligibility for State Premium Assistance for Enrollees of Medicaid or a State Children’s Health Insurance Program If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 60 days after your or your dependents’ determination of eligibility for such assistance.

You or your spouse or dependents may also have special enrollment rights in another group health plan at the time a claim is denied as a result of a lifetime limit on all benefits, if you request enrollment within 30 days after the claim has been denied.

To request special enrollment or obtain more information, contact your local Human Resources Representative.



II. Additional Notice

Women’s Health and Cancer Rights Act The Women’s Health and Cancer Rights Act of 1998 was signed into law on October 21, 1998. The Act requires that all group health plans providing medical and surgical benefits with respect to a mastectomy must provide coverage for all of the following:

• Reconstruction of the breast on which a mastectomy has been performed

• Surgery and reconstruction of the other breast to produce a symmetrical appearance

• Prostheses

• Treatment of physical complications of all stages of mastectomy, including lymphedema

This coverage will be provided in consultation with the attending physician and the patient, and will be subject to the same annual deductibles and coinsurance provisions which apply for the mastectomy. For deductibles and coinsurance information applicable to the plan in which you enroll, please refer to the Summary Plan Description.

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