MBG01MyBenefitsGuide

Hi! We’re your new

Benefits Navigators and we’re
here to help you learn about

Tenet benefits.

MBG-01

WELCOME

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As a healthcare company, we care about the health of our patients. C8Bu7Ces7antC-leol4efminM6tet-yreqTBruESeeaNunstpetEfpiTioot.nrsst?

We also care about the health of our colleagues.

Your health – physical, financial and general well-being –

is your most important asset, and is worth protecting. That’s why

Tenet offers comprehensive benefits to help you get and

stay healthy.

This guide provides a general description about each of the
benefit plan options that are available to you. So that you can
make the best choices for you and your family, please take
some time to learn about all of your options.

Tenet is committed to delivering exceptional healthcare

to patients, employees, and communities.

moving health forward

2

Contents CONTENTS

Click the section Contents
name to quickly
jump to the page WELCOME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

CONTENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 3

ENROLLMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
How to Enroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ELIGIBILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Dependents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Newly Benefit-Eligible Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Life Event Changes (Changing Your Coverage) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Medicare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Domestic Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

MEDICAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Save by Using Tenet Facilities and Providers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Your Medical Coverage Options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Level of Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Network Options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Network Gap Exception . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Tobacco Surcharge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

HEALTH & SAVINGS PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Health Savings Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

HEALTH & REIMBURSEMENT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Health Reimbursement Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

PRESCRIPTION DRUG PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

DENTAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

VISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

FLEXIBLE SPENDING ACCOUNTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Healthcare FSA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Dependent Day Care FSA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

LIFE AND AD&D INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Basic Employee Life . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Basic Employee AD&D . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Supplemental Life and AD&D . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

DISABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

401(K) SAVINGS PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

EMPLOYEE STOCK PURCHASE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

TENET TOTAL WELLNESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Health Incentive . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Wellness Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Tenet Personal Health Team . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

LEGAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

LONG-TERM CARE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

ACCIDENT INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

CRITICAL ILLNESS INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

EMPLOYEE ASSISTANCE PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

EMPLOYEE DISCOUNT PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

IMPORTANT CONTACTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

ENROLLMENT

Enrollment

Review this guide and discuss the options with your family. If you intend to enroll Looking for benefits
dependents or provide beneficiary information for the first time, you will also need information? You’ll find
their full names, birth dates and Social Security numbers to complete your enrollment everything on HealthyatTenet.
session.

How to Enroll

u Go to www.HealthyatTenet.com.

u Log in.

–– If you are new to the HealthyatTenet website, click the Begin Registration
button to create a username and password. If you need help, click the
Request Help link.

–– Forgot your username or password? Click the Request your username
and/or password link.

u Go to the HealthyatTenet benefits enrollment webpage.

–– During Annual Enrollment, click the special Annual Enrollment icon that
appears on the home page.

–– At other times of the year (for new employees or LIfe Event changes),
go to My Benefits Center > Enrollment and Life Events > New Hire
Enrollment.

u Review all the online materials. When you are ready to enroll, click the Enroll Now!

button.
–– You will be redirected to Tenet’s benefits enrollment website.
Click the Enroll link.

u Review the various resources available on the page.

u C lick the Enroll in your benefits link and follow the online prompts to select your

2015 benefits.

u Click the Submit button when you have completed your selections.

u Print the Completed Successfully page and review it for accuracy.

If there is any discrepancy between the information provided in this document and the official plan
documents, the official plan documents will govern.

If you are covered by a Collective Bargaining Agreement, contact your Human Resources Department
and/or union representative as your plan provisions may be different.

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ELIGIBILITY

Eligibility

Employees

You are eligible for Tenet benefits based on your employee status. Benefits shown
in italics in the chart below are provided automatically and do not require any action
during the enrollment process.
• Full-time: Scheduled to work 30 or more hours per week
• Part-time 1: Scheduled to work 24-29 hours per week
• Part-time 2: Scheduled to work less than 24 hours per week

Benefit Program Full-time Part-time 1 Part-time 2

Medical (includes prescription drug coverage) XX
Dental XX
Vision XX
Flexible Spending Accounts XX
Basic Life and AD&D X
Supplemental Life and AD&D XX
Disability XX
401(k) X XX
Employee Stock Purchase Plan XX
Tenet Total Wellness X X X*
Legal Services XX
Long-Term Care X
Accident Insurance XX
Critical Illness Insurance XX
Employee Assistance Program X XX
Employee Discount Program X XX

* M ay participate in the wellness program but are not eligible to earn a Health Incentive.

Dependents

If you enroll for benefits coverage, you may cover certain family members, including: 5
• Your legal or common law spouse
• Your same- or opposite-sex domestic partner who meets the domestic partner

requirements
• Your children up to age 26, living inside or outside the family home, regardless of

student status, including:
––Natural born children
–– Stepchildren

––Adopted children
––Foster children
––Children under legal guardianship of employee, who permanently reside in

employee’s household
––Children ordered to be covered through a Qualified Medical Support Order
––Your children of any age who are mentally or physically disabled and were

disabled prior to age 26.

ELIGIBILITY

Newly Benefit-Eligible Employees

Newly benefit-eligible employees must enroll within 31 calendar days from their date
of hire or date of status change. Employees who fail to enroll for benefits within 31
calendar days will not have another enrollment opportunity until another Qualifying
Event occurs or until the next Annual Enrollment. Regardless of when enrollment
occurs within the 31-day window, this will not affect your benefit effective date and any
premiums missed will be deducted once enrollment is complete.

Life Event Changes (Changing Your Coverage)

During Annual Enrollment, you may change your benefit choices for the following year.
The benefits you select are generally effective for the entire year.

In order to change your benefit choices during the year, (add, drop or
change plans or add or delete dependents), you must have a Qualified Life
Event and submit a change request within 31 days of the event.

Qualifying life events: dryBaeGHoyeqeuasutrvsetiuosnibrftngeegntwaethmifoetbiatharesibrunvcyibehe?n3mdatn?1i.tge

• Marriage or divorce of the employee
• Birth, adoption, or change in custody of the employee’s child
• Death of the employee’s spouse and/or dependents
• Change in the employee’s or spouse’s employment status
• Leave of absence taken by the employee
• Gain or loss of coverage
• A significant change in the health coverage of the employee or spouse attributable

to the spouse’s employment
• You or your spouse becomes entitled to Medicare benefits
• Other events as the Plan Administrator determines to be permitted under IRS Section

125. This list is not all-inclusive.

NOTE: Newborn children of a covered employee will be covered from the moment of birth, provided that
enrollment for the child as a dependent is requested within 31 calendar days from the child’s birth.

To request a life event change, go to HealthyatTenet.com > My Benefits Center >
Enrollment and Life Event Changes or call the MyBenefits Customer Support Center at
877-468-3638 within 31 days of the event. Documentation may be required.

Medicare

If you are age 65 or older, you will be asked, during the Annual Enrollment process, to
indicate whether you are or will be enrolled in Medicare as of January 31, 2015.

If you do not respond to the question and you elect the Health & Savings Plan (HSP),
you will automatically default to a taxable cash payment of your Health Incentive
(if earned), regardless of your Medicare enrollment status. (Normally, the incentive
would be deposited into your Health Savings Account.) The contribution cannot be
changed after the benefits enrollment period ends. If you enroll in the HSP and enroll
for Medicare later in the year, it is your responsibility to notify MyBenefits Customer
Support Center at 877-46-TENET that you are no longer eligible to make Health
Savings Account (HSA) contributions.

If you need more information about how Medicare enrollment affects HSAs, please
review the Medicare and Your Medical Plan FAQs on HealthyatTenet.

6

ELIGIBILITY

To receive Domestic Partners
domestic partner
benefits, please You may enroll your domestic partner in the medical, dental, vision, life and AD&D
note the special programs if you and your domestic partner meet any of the following criteria:
• Consider each other life partners
rules and • Both are age 18 or older
requirements • Not blood related
• Have lived together for at least six months
• Share the same permanent address 7
• Have joint responsibility for each other’s welfare and are mentally competent
• Not legally married to or in a domestic partnership with anyone else
• Not have had another domestic partner within the past six months
• Share necessities of life and financial interdependence (shown by at least one of the

following):
––A joint bank account*
––Joint ownership, mortgage or lease of a residence
––Evidence of common household expenses, such as utilities or phone*
––Valid driver’s license or state issued identification card showing the same
address for domestic partner and employee.

You must submit required verification documents (and a domestic partnership affidavit
if applicable) to enroll your domestic partner.

*Must be dated within current plan year in which the coverage is being added or verified.

Tax implications: Unless your domestic partner and his or her children qualify as
dependents for federal income tax purposes, there may be tax implications associated
with covering them on your benefits plans. Contact your tax advisor for more
information about federal tax dependent status.

––Employee premiums: Employee premiums are typically deducted from each
paycheck on a before-tax basis. This provides a special tax advantage and
lowers the actual cost to employees. The premiums for domestic partner
coverage are deducted from each paycheck on an after-tax basis unless the
domestic partner qualifies as a dependent for federal income tax purposes.

–– Imputed income: The benefits provided to your non-tax-dependent domestic
partner are treated as imputed income for federal income tax purposes. Imputed
income is the difference between the value of the benefits and the amount you
paid for them. You must pay federal income taxes (including Social Security and
Medicare tax) and any required state income taxes on the imputed income.

Flexible Spending Accounts: Unless your domestic partner and his or her children
qualify as dependents for federal income tax purposes, any expenses they incur are not
eligible for reimbursement from a flexible spending account like Tenet’s Health Care
Spending Account and/or Dependent Day Care Spending Account.

Health & Savings Account (HSA): The IRS restricts HSA contribution limits and
disbursements for employees with domestic partners. If your domestic partner does
not qualify as a tax dependent, federal law does not permit contributions into or
reimbursements from the HSA on behalf of a domestic partner. If you are part of a
domestic partnership, Tenet will fund your HSA at the Employee + Spouse level. If you
and your domestic partner are enrolled in Employee + Spouse medical coverage, your
annual maximum HSA contribution is limited to the Employee Only level of $3,350.

See the Eligibility and Enrollment section of the Summary Plan Description (SPD) for details about
covering your domestic partner or same sex spouse.

MEDICAL

Medical

Save by Using Tenet Facilities and Providers

The Tenet Commitment to Quality is our foundation for the best patient care in the
country. Because we want the best for you and your family, we encourage you to use
Tenet facilities and Tenet-affiliated physicians whenever you need care. You and your
family members will receive not only excellent care but also substantially lower costs.
Depending on the medical plan you select and the services provided, your out-of-
pocket costs for healthcare can be significantly lower.

The Tenet network of hospitals, outpatient facilities and affiliated physicians is constantly
growing, making it easier for you to access excellent care at the lowest costs.

Your Medical Coverage Options

Tenet’s medical plans provide comprehensive coverage designed to meet the needs Think of Tier 1 as
of you and your family. You may select coverage for you and your eligible dependents your “employee discount”
through these plan options: benefit. You’ll save when you
• Health & Savings Plan (HSP). This plan includes an employee-funded Health receive care from Tenet

Savings Account (HSA). providers.
• Health & Reimbursement Plan (HRP). This plan includes a company-funded

Health Reimbursement Account (HRA).

With these plans, you have the freedom to see the provider of your choice; however,
using your coverage wisely can help save you money.

Level of Coverage

• Employee Only • Employee + Child • Employee + Family

• Employee + Spouse • Employee + Children

Network Options

Tenet’s medical plans offer three tiers of coverage and benefits.
• Tier 1 (in-network) includes Tenet-employed and Tenet-preferred physicians and

Tenet-owned and Tenet-preferred facilities.
––Tier 1 offers the best benefit coverage at the lowest cost to employees. Think
of Tier 1 as your “employee discount” benefit. Because you work for a large
healthcare company, you receive special discounts and benefits when you
receive care from Tenet providers and at Tenet facilities.

• Tier 2 (in-network) includes physicians and facilities within the medical insurance
carrier’s network, but they are not directly affiliated with Tenet and do not offer the

extra savings benefits.
––Think of these in-network physicians and in-network, non-Tenet facilities as
your “standard” level of coverage. Using Tier 2 providers is the prudent choice if
using Tier 1 providers is not an option.
––If you intend to receive care at a Tier 2 facility, be sure to request a “gap
exception” from your carrier prior to a scheduled service. Failure to obtain
gap exception approval will result in substantially higher costs to you. See the
Network Gap Exception section for more information.

8

MEDICAL • HEALTH & SAVINGS PLAN

Ionfteueoxyttcoswegiuedpotetrnikoeat,nehdbgefaeipcrTasserutner.eet • Tier 3 (out-of-network) providers include any physicians and facilities outside your
medical carrier’s network. These providers will cost you substantially more money.
9
To keep your costs as low as possible, use Tenet-employed or Tenet-preferred
physicians and Tenet facilities whenever possible. At a minimum, confirm that your
providers are in-network before you receive care.

Network Gap Exception

If Tenet facilities or services are not an option for you, you can still receive affordable
care at non-Tenet facilities when certain guidelines are met and pre-approval is
obtained from the medical insurance carrier. To obtain a network gap exception, you
must call the Member Services number on the back of your medical ID card.

Gap exceptions may be approved if:
• Services are not available at a Tenet facility within 45 miles of your home;
• Or if it is an emergency admission (an exception is automatic for emergency

services);
• Or if services are available at a Tenet facility within 45 miles of your home but your

specific medical needs cannot be met (medical management review is required).

You will pay substantially more if services are provided without gap exception pre-
approval or at out-of-network facilities.

Gap exceptions apply to facilities only; gap exceptions are not required for physician
office visits. See the Network Gap Exceptions FAQ document on HealthyatTenet for
additional information.

Tobacco Surcharge

When you enroll for medical coverage, you will be required to complete a Tobacco
Declaration. If you and your covered dependents have used tobacco products
(cigarettes, e-cigarettes, cigars, pipes, smokeless tobacco) within the last 12 weeks,
you will pay a surcharge every pay period for medical coverage. This higher premium
relates to the higher healthcare costs associated with tobacco users.

The tobacco surcharge for a 12-month period is $650; this amount will be pro-rated
and spread over all pay periods. If you do not complete a Tobacco Declaration during
enrollment, tobacco-related claims could be denied in the future.

Need help to stop tobacco use? Enroll now in the free tobacco cessation program by
calling the Tenet Personal Health Team at 877-263-3552.

Health & Savings Plan

The Health & Savings Plan (HSP) is a high-deductible health plan (HDHP) that provides
comprehensive coverage and protection for you and your family. This plan encourages
participants to take a more active role in managing their medical care by providing
greater cost transparency.

Because Tenet’s HSP is a federally qualified HDHP, participants may open a Health
Savings Account (HSA) — a tax-advantaged account that can be used to pay eligible
healthcare expenses now or in the future. See the Health Savings Account section for
more information.

HEALTH & SAVINGS PLAN

Medical: 2015 Health & Savings Plan

MyBenefits TIER 1 TIER 2 TIER 3
Customer Support Tenet-employed physician, In-network physician Out-of-Network
Tenet-preferred physician** or Non-Tenet facility
877-468-3638
and/or Tenet facility

Annual Deductible $1,300 Employee Only $2,400 Employee Only
$2,600 Employee + Spouse, Child(ren) or Family $4,800 Employee + Spouse,
Applies to out-of-pocket max.
Child(ren) or Family
Annual Out-of-Pocket
Maximum $6,450 Employee Only Unlimited
$12,900 Employee + Spouse, Child(ren) or Family
Medical Account
Health Savings Account (HSA) — You may contribute tax-free up to $3,350 for Employee Only coverage or $6,650 for
Physician Care Employee + Spouse/Child(ren) or Family coverage. If you earn a Health Incentive in 2014, you can receive up to $400 for
yourself or up to $800 for yourself and covered spouse. The Incentive will be deposited into your HSA in January 2015.
Office visit; IP / OP / ER;
lab / basic x-ray 1 You pay 10% after deductible* You pay 20% after deductible You pay 75% after deductible

Preventive Services You pay 0% You pay 0% You pay full cost

Inpatient You pay 0% after deductible* With gap exception: You pay 20% after deductible You pay 75% after deductible
You pay 10% after deductible* W/O gap exception: You pay 70% after deductible You pay 75% after deductible
Facility
Professional You pay 0% after deductible* You pay 20% after deductible You pay 75% after deductible
You pay 10% after deductible* You pay 75% after deductible
Outpatient1 With gap exception: You pay 20% after deductible You pay 75% after deductible
You pay 0% after deductible* W/O gap exception: You pay 70% after deductible You pay 75% after deductible
Facility You pay 10% after deductible* You pay 75% after deductible
Professional You pay 10% after deductible* You pay 20% after deductible
You pay $100 ER fee
Maternity Care You pay $100 ER fee With gap exception: You pay 20% after deductible You pay 10% after deductible
You pay 0% after deductible* W/O gap exception: You pay 70% after deductible You pay 10% after deductible
Facility
Professional You pay 20% after deductible
Prenatal care You pay 20% after deductible

Emergency Care You pay $100 ER fee
You pay 10% after deductible
Emergency room service
You pay 10% after deductible You pay 10% after deductible
ER fee waived if admitted
You pay 10% after deductible* You pay 20% after deductible You pay 75% after deductible
Ambulance
You pay 10% after deductible* You pay 20% after deductible You pay 75% after deductible
Other Services You pay 10% after deductible* You pay 20% after deductible You pay 75% after deductible
You pay 10% after deductible* You pay 10% after deductible You pay 75% after deductible
Acupuncture/chiropractic care

Max. 20 visits per calendar year

Outpatient physical /
occupational / speech therapy

Max. 60 visits per calendar year

Home health care

Max. 120 visits per calendar year

Mental Health /
Substance Abuse

Inpatient; outpatient; office

* If you receive care at a Tenet facility and/or from a Tenet-employed physician, the co-insurance is waived by the facility and/or provider. For information
about Tenet discount policies, refer to Policy AD2.06.

** Availability of the Tenet-preferred network of physicians varies by location.
1 Certain advanced tests and/or x-rays (MRI, CT scans, etc.) require pre-authorization from the carrier. Call the Member Services number on your medical ID card.

Gap exception. Participants must obtain approval from the carrier before receiving services at a non-Tenet facility in order
to receive a gap exception. Call the Member Services number on your medical ID card. Gap exceptions may be approved if
services are not available at a Tenet facility within 45 miles of your home; or if it is an emergency admission; or if services
are available at a Tenet facility within 45 miles of your home but your specific medical needs cannot be met (medical
management review is required).

HEALTH & SAVINGS PLAN

Health Savings Account

A Health Savings Account (HSA) is an individual, tax-advantaged account that you can
use to pay qualified healthcare expenses (medical, prescription, dental, vision) for you,
your spouse, and your dependents.

Tax advantages

All HSA deposits, interest earnings and withdrawals (when used to pay eligible
expenses) are free of federal taxes.

Contributions

You may contribute to the account through automatic, pre-tax payroll deductions. This
helps build your account quickly and reduces your taxable income. You can start, stop,
or change your contribution amount at any time during the year by contacting the
MyBenefits Customer Support Center at 877-468-3638. You can also make after-tax
contributions by personal check sent directly to Fidelity Investments and then claim the
contribution on your federal income tax return.

If you earned a Health Incentive in 2014, Tenet will deposit the incentive into your HSA.
By enrolling in the Health & Savings Plan in 2015, you are eligible to earn a Health
Incentive of up to $400 for yourself, or up to $800 for yourself and spouse.

Annual HSA contribution maximum

Each year, the IRS sets an annual HSA contribution limit. This includes any funds
deposited by Tenet and any personal contributions you may make.

IRS Mandated Annual HSA Employee Only Coverage Employee + Spouse, Child(ren)
Contribution Limits $3,350 or Family Coverage
$1,000 $6,650
Annual HSA Contribution Maximum*
$1,000
Annual Catch-Up Contributions
(age 55+)

Although there are limits to how much can be contributed to your HSA in any single
year, there is no limit on how large your account can grow over the years.

* Contribution maximum includes employee and employer contributions.

NOTE: You, not your employer, are responsible for ensuring that your annual HSA contributions do not
exceed the annual contribution limits set by the IRS.

Rollover

Any unused HSA funds roll over from year to year. There are no “use it or lose it”
deadlines as there are with Flexible Spending Accounts. There are also no time limits
within which you must make withdrawals. That means you could reimburse yourself
for a qualified expense you had months or even years earlier, as long as your HSA was
open at the time the expense was incurred.

Portable

Your HSA is yours to keep. If you change medical plans or leave Tenet, the account and
all the funds in it go with you. If you change medical plans, leave Tenet, or enroll in
Medicare, you can continue to use the account to pay qualified healthcare expenses,
but you can no longer contribute to the account.

11

HEALTH & SAVINGS PLAN

Eligibility

You can open and contribute to an HSA only if you enroll in a federally qualified HDHP
like Tenet’s Health & Savings Plan. You must also meet several eligibility criteria:
• You cannot be covered by another health plan that is not HSA eligible.
• You cannot be enrolled in Medicare. You can be eligible for Medicare – you just

can’t be enrolled in Medicare.
• You cannot be claimed as a dependent on someone else’s tax return. A joint tax

return is fine.
• You cannot have a foreign address (outside the U.S.)

If you lose HSA eligibility during the year – for example, if mid-year, HSAs for SAVERS: Instead of using your
you enroll in Medicare, you can still keep the account and continue iyphnwHoeeSautrahnAslaetothrtntofe-ouarpeltesunaalaaryrcvetoceecloodluefruurdcnrnnoetoid,nsntsti.ttstThih.insheeBitayneHhlockteehuaaoaruelsftcsxhycetpooo&etuuhknrnSeestHaeeHvfSpsoiS,,AnrAywgfaosuhisustePutmylrhaoeaenuyrr
to use the funds; you just can’t make any new contributions. tlohnagt -futenrcmti,otnasx-aasdavnanatdadgietdionsaalvirnegtisreamcceonut nt
Contact the MyBenefits Customer Support Center at 877-468-3638 twsaahxveibnnagsysiosuv,eychooiucnrltertiaboxurathebeletaolitnhyoccouamrreHenSiesAsrtoenedguagcp.eArdel,s-o,
to cancel any future employee HSA deferrals. ntopoobotlutiegfsenaedttiifeaoorlnraly.lqlAyluonatwadliex,fireweidndh.geenyxopyueornufsewedsiethlraadtlreairn,wcthothemeyeafutraenxds
adHepwuHnoxSrsiySneplAel-’eAttstitntmasahousxveseefteeomhsflureamiowtntSnmeoiadtePrnlhs.alyEe,xiayNrinitmfaDtwryteuhooEhrmel-uRelstrrnaSytoxHho:yvSuaomeEAnurcovapusneenoasneveeyyyai.irfnoyfyFfyguoouyournehcudradae.Hnnra,IyeSflotyueAhyousdo’curseuatorite
If you cover your spouse under the Health & Savings Plan, your
spouse cannot have a standard Healthcare FSA; he or she may
have a Limited Healthcare FSA, if available.

Open your HSA

To open an HSA, just go to the Fidelity Investments website
at www.NetBenefits.com after you have enrolled in the Health
& Savings Plan. Opening an HSA is NOT automatic and is not
handled by Tenet. You must open the account for yourself. Just
follow the online enrollment instructions.

Open your HSA as soon as possible to ensure that your employee
contributions, if elected, begin promptly. If your HSA is not
opened by January 31 (for Annual Enrollment) or within 31 days
of your benefits effective date (for new hires or Life Event/Status
changes), you will forfeit any Tenet contribution, including your
Health Incentive.

If you already have a Fidelity HSA with Tenet, no additional action
is required. You just need to elect a deferral amount for the new
year, if you wish.

12

Examples of eligible HEALTH & SAVINGS PLAN
HSA expenses:
Using HSA funds
• Acupuncture
• Physical examination There are several ways you can access funds in your HSA.
• Birth control pills • You can pay at the point-of-sale — like at the pharmacy — by
• Contact lenses
• Dental treatment using your Fidelity HSA debit card or by writing a check on your
• Eye exam Fidelity HSA checkbook. Either way, the funds come directly from
• Laboratory fees your account and the payment details will appear on your statement.
• Prescriptions • You can also pay for an expense with your own money, out-of-pocket, and then
• Psychiatric care request reimbursement. You can do this by contacting Fidelity and requesting that a
• Stop-smoking programs distribution check be mailed to you; or, you can have HSA funds deposited directly
• Surgery into your regular bank account by electronic funds transfer (EFT); or, you can write
• Vasectomy yourself a check for reimbursement.
• Vision correction surgery • You can also schedule and submit payments online using Fidelity’s BillPay program.
• X-ray
Note that with any of these options, your account must have a balance equal to or
Examples of ineligible greater than the amount you are trying to withdraw.
medical HSA
expenses: Eligible healthcare expenses are processed automatically through the debit card.
However, it is important that you keep records to show that the funds were used
• Childcare for a normal, exclusively to pay or reimburse qualified healthcare expenses in the event you are
healthy baby audited by the IRS.

• Cosmetic surgery Eligible HSA expenses
• Electrolysis
• Funeral expenses Eligible HSA expenses include any medical, dental, vision, or prescription expenses
• Hair transplant that are not otherwise paid by your health insurance plans. You can also use HSA funds
• Health club dues to pay COBRA premiums. Once you enroll in Medicare, you can use your HSA to pay
• Maternity clothes Medicare premiums, deductibles, and other qualified expenses. But, you can’t use it
• Medicines from other for supplemental Medicare premiums or “Medigap.” For an official list of eligible and
ineligible expenses, visit the IRS website and search for publication 502.
countries
• Nonprescription drugs If you use HSA funds for something other than eligible expenses and are under age 65,
you will have to pay a 20% tax penalty plus income tax on those ineligible distributions.
and medicines If you are over age 65, you will be required to pay income tax on the distribution. If you
• Nutritional supplements accidentally use your HSA to make an ineligible purchase, you may submit a “Mistaken
• Personal use items Distribution” form to the IRS. The form is available on HealthyatTenet.
• Teeth whitening
Be sure to keep receipts of your eligible HSA expenses.

HSA investment options

Since your HSA is an individual brokerage account with Fidelity Investments, you can
invest your HSA funds. Initially, all account contributions are deposited in an FDIC-
insured core position or money-market account. If you are using your HSA regularly to
pay for healthcare expenses, you may want to keep your balance in this core position.

But, if you are using your HSA for longer-term savings, you may want to consider other
investment strategies. Once you reach a minimum $2,500 balance, you may invest in:

––Fidelity and other mutual funds
––Individual stocks, bonds, treasuries, and CDs
––Exchange-traded funds, or other options

Please be aware that investment options may come with minimum requirements,
expenses, and market risks.

13

HEALTH & REIMBURSEMENT PLAN

Health & Reimbursement Plan

The Health & Reimbursement Plan (HRP) includes a company-funded Health Have a lot of prescription
Reimbursement Account (HRA) that you can use to pay qualified healthcare expenses expenses? Because there’s no
(medical, prescription, dental, vision). Rx deductible requirement, the
Health & Reimbursement Plan
Deductible and co-insurance
might be the better plan
Under the Health & Reimbursement Plan, the deductible does not apply when you for you.
receive care from a Tier 1, Tenet-owned or Tenet-preferred facility and/or from a
Tenet-employed or Tenet-preferred physician. Please check with your medical carrier
prior to receiving services to confirm each providers’ Tier 1 status. In addition, co-
insurance may be waived by some Tier 1 providers. Please check with your providers
for employee out-of-pocket responsibility.

See the Health & Reimbursement Medical Plan Overview chart on the next page for
more details.

No deductible for prescriptions

Prescription drug benefits are available without a deductible requirement, (unlike the
Health & Savings Plan). Beginning in 2015, your prescription co-pays and co-insurance
apply to the medical plan deductible and out-of-pocket maximum, helping those with
high prescription expenses meet their deductible more quickly.

Health Reimbursement Account

A Health Reimbursement Account (HRA) is a Tenet-funded account that you can
use to pay qualified healthcare expenses (medical, prescription, dental, vision) for you,
your spouse, and your dependents. When you enroll in the Health & Reimbursement
Plan, an HRA is opened automatically for you and is available on the first day your
benefits begin.

HRA funding

Your HRA is funded in two ways:
• Tenet makes an annual company contribution of $300 for Employee Only or

$600 for Employee + Spouse, Child(ren) or Family coverage (pro-rated for new
employees).
• Your Health Incentive, if earned — up to $400 for yourself or up to $800 for yourself
and covered spouse — will be deposited into your HRA.

You cannot make any personal contributions to an HRA. If you would like to have more
funds available for healthcare expenses, you may want to consider opening a tax-
advantaged Healthcare Spending Account, an FSA.

14

HEALTH & REIMBURSEMENT PLAN

Medical: 2015 Health & Reimbursement Plan

MyBenefits TIER 1 TIER 2 TIER 3
Customer Support Tenet-employed physician, In-network physician Out-of-Network
Tenet-preferred physician** or Non-Tenet facility
877-468-3638
and/or Tenet facility

Annual Deductible $0 $1,600 Per Person $3,200/Person
$3,200 Family Maximum $6,400 Family Maximum
Applies to out-of-pocket max.
$6,450 Per Person Unlimited
Annual Out-of-Pocket $12,900 Family Maximum
Maximum
Health Reimbursement Account (HRA) — Tenet will contribute $300 for Employee Only coverage or $600 for Employee
Medical Account + Spouse/Child(ren) or Family coverage. If you earn a Health Incentive in 2014, you can receive up to $400 for yourself
or up to $800 for yourself and covered spouse. The Incentive will be deposited into your HRA in January 2015.
Physician Care
You pay 10%* You pay 20% after deductible You pay 75% after deductible
Office visit; IP / OP / ER;
lab / basic x-ray 1 You pay 0% You pay 0% You pay full cost

Preventive Services You pay 0%* With gap exception: You pay 20% after deductible You pay 75% after deductible
You pay 10%* W/O gap exception: You pay 70% after deductible You pay 75% after deductible
Inpatient You pay 0%* You pay 75% after deductible
You pay 10%* You pay 20% after deductible You pay 75% after deductible
Facility With gap exception: You pay 20% after deductible
Professional You pay 0%* W/O gap exception: You pay 70% after deductible You pay 75% after deductible
You pay 10%* You pay 75% after deductible
Outpatient1 You pay 10%* You pay 20% after deductible You pay 75% after deductible
You pay $100 ER fee With gap exception: You pay 20% after deductible
Facility You pay 0%* W/O gap exception: You pay 70% after deductible You pay $100 ER fee
Professional You pay 10% You pay 10% after deductible
You pay 20% after deductible
Maternity Care You pay 20% after deductible You pay 10%

Facility You pay $100 ER fee
Professional You pay 10% after deductible

Prenatal care You pay 10%

Emergency Care You pay 10%* You pay 20% after deductible You pay 75% after deductible

Emergency room service You pay 10%* You pay 20% after deductible You pay 75% after deductible
You pay 10%* You pay 20% after deductible You pay 75% after deductible
ER fee waived if admitted You pay 10%* You pay 75% after deductible
You pay 10%
Ambulance

Other Services

Acupuncture/chiropractic care

Max. 20 visits per calendar year

Outpatient physical /
occupational / speech therapy

Max. 60 days per calendar year

Home health care

Max. 120 visits per calendar year

Mental Health /
Substance Abuse

Inpatient; outpatient; office

* If you receive care at a Tenet facility and/or from a Tenet-employed physician, the deductible does not apply and co-insurance is waived by the facility
and/or provider. For more information about Tenet discount policies, refer to Policy AD2.06.

** Availability of the Tenet-preferred network of physicians varies by location.
1 Certain advanced tests and/or x-rays (MRI, CT scans, etc.) require pre-authorization. Call the Member Services number on your medical ID card.

Gap exception. Participants must obtain approval from the carrier before receiving services at a non-Tenet facility in
order to receive a gap exception. Call the Member Services number on your medical ID card. Gap exceptions may be
approved if services are not available at a Tenet facility within 45 miles of your home; or if it is an emergency admission;
or if services are available at a Tenet facility within 45 miles of your home but your specific medical needs cannot be met
(medical management review is required).

HEALTH & REIMBURSEMENT PLAN The “Your Spending
Account” debit card
Rollover works for both your

Any unused HRA funds roll over year after year as long as you remain enrolled in the HRA and FSA
Health & Reimbursement Plan; however, the balance is lost if you leave the plan or the
company.

Using HRA funds

When you enroll in the Health & Reimbursement Plan, you will receive a “Your Spending
Account” debit card that you can use at doctor’s offices, healthcare facilities and
pharmacies. The debit card is mailed automatically to your address on file. You should
receive it before your benefit plan becomes effective.

Alternately, you may pay for qualified healthcare expenses with your own money and
file a claim for reimbursement. Just go to HealthyatTenet. At the bottom of the home
page, under “Site Links,” click the “FSA, HRA Reimbursement Claim” link and you will
be redirected to the enrollment website. Go to the “Other Benefits” tab and select “Your
Spending Account” from the drop-down menu. Then follow the on-screen instructions.

HRA and FSA compatibility

In addition to your HRA, you are also eligible to open a Healthcare Spending Account (a
flexible spending account or FSA). You can set aside as much as $2,500 on a tax-free
basis to use for out-of-pocket healthcare expenses. Other types of high-deductible
health plans with Health Savings Accounts (HSAs), by law, cannot offer a healthcare
flexible spending account option.

The “Your Spending Account” debit card works for both your HRA and
FSA. The two programs work together seamlessly. Your healthcare
expenses are paid first from your FSA. When your FSA balance
reaches $0, additional healthcare expenses are paid from your HRA.
The FSA is used first because unused funds do not roll over year
after year, whereas unused HRA funds do roll over.

16

PRESCRIPTION DRUG PLAN

Prescription Drug Plan

If you enroll in a medical plan, prescription drug coverage is included and is
administered by CVS/Caremark. Your out-of-pocket prescription expenses are based
on the medical plan selected and the tier to which the drug is assigned. You may
purchase prescription drugs at any retail pharmacy in the CVS/Caremark network (CVS,
Walgreens, Rite Aid, Wal-Mart, Target, etc.).

Mail order

The mail order drug program allows you to buy up to a 90-day supply of medication

you take on an ongoing basis, such as high blood pressure medicine, insulin or

contraceptives.

YapIoCDirnsuaeefrscpoewcararmrimirldplaaatrtrtwkieeoiiocntcenohi.dvnreCtuaVgcSt/ Maintenance Choice Program

If you or your dependents use maintenance prescription drugs, they must be filled
through the mail order drug program or at a CVS pharmacy location only. With each
new maintenance prescription, you may fill your prescription twice at retail before you
must transition to a 90-day supply through mail order.

Generic utilization

Generic prescriptions save you money. Although use of generic equivalents is
recommended, you still have the option to obtain a brand name prescription if a generic
is not your preference. However, if you choose to obtain a brand name drug when a
generic is available, you may be assessed a penalty on top of the brand co-pay.

Specialty pharmacy

Specialty prescriptions may be filled once at any in-network pharmacy; however,
subsequent fills must be made through mail order service. You may request that the
prescription be sent to your home address or nearby Caremark/CVS retail store. If the
prescription is not filled through mail-order after the initial fill, the claim will not be
paid. Specialty medications can include drugs that are very expensive, have limited
access, require complicated treatment regimens, compliance issues, special storage
requirements or manufacturing reporting requirements. Caremark will notify you if your
prescription is categorized as a specialty drug.

Specialty medications may be filled at Tenet-owned, onsite pharmacies. For a list of eligible onsite
pharmacies, please contact CVS/Caremark.

Prescription plan highlights

Health & Savings Plan Health & Reimbursement Plan

Retail (30 day supply)

Generic You pay $5 co-pay after medical deductible You pay $5 co-pay

Formulary You pay 35% ($30 min., $100 max.) after medical deductible You pay 35% ($30 min., $100 max.)

Non-Formulary You pay 50% ($40 min., $150 max.) after medical deductible You pay 50% ($40 min., $150 max.)
You pay $10 co-pay
Mail Order (90 day supply)

Generic You pay $10 co-pay after medical deductible

Formulary You pay 35% ($75 min., $200 max.) after medical deductible You pay 35% ($75 min., $200 max.)

Non-Formulary You pay 50% ($100 min., $300 max.) after medical deductible You pay 50% ($100 min., $300 max.) 17

DENTAL • VISION

Dental

Tenet offers two dental plan options: Comprehensive and Preventive. Both are adminis-
tered by Cigna. With either plan, you may see any dental provider you like (the cover-
age is the same), but you will save money if you choose a dentist in the Cigna network.

If you use an out-of-network provider, the plan pays only “reasonable and customary”
charges. An in-network dentist’s charges are always within the “reasonable and
customary” range, but an out-of-network dentist’s fees may not be. If an out-of-
network dentist’s charges are higher, you may have to pay the difference.

Dental plan highlights

Comprehensive Plan Preventive Plan

Annual Deductible $25 in-network; $50 out-of-network No deductible

Preventive In-network: You pay $0, deductible waived In-network: You pay $0
Out-of-network: Plan pays R&C after deductible Out-of-network: Plan pays R&C

Basic You pay 20% after deductible Not available

Major You pay 50% after deductible Not available

Annual Max. Benefit $1,200 per person per year Not available cnSTooiIusoDrhnsmcefuiViabcereialemdsmrriSdofpecsniosclorouavcyurreoDeseirvteeeaeyd’nngrsteoat.atgole.
Lifetime Maximum $1,000 per covered person under age 19 Not available
Orthodontic Benefit

Vision

Tenet’s vision plan, administered by VSP, covers eye exams, lenses, frames and contact
lenses, and offers discounts on laser eye surgery.

You may see any eye care provider you like – in-network or out-of-network – but you’ll
receive better benefits and save more money if you use a doctor in the VSP network.
In addition, when you use a VSP provider, there are no claim forms to file. VSP will
pay your doctor directly for services and materials covered by the plan. If you use an
out-of-network provider, you’ll need to pay the entire bill at the time you receive service
and then submit a reimbursement claim to VSP.

Vision plan highlights

Examination (one per In-Network Out-of-Network
calendar year)
Lenses (once per $10 co-pay Reimbursed up to $50
calendar year)
Frames (once every $15 co-pay Reimbursed up to $100
two years)
OR $170 allowance plus 20% discount on amount Reimbursed up to $70
exceeding allowance
Contact Lenses (once
per calendar year) Elective: $150 allowance in lieu of frames Elective: Reimbursed up to $150 in lieu
and lenses of frames and lenses
Medically necessary: $15 co-pay Medically necessary: Reimbursed up to $210

Medically necessary contact lenses are prescribed solely for correcting a medical condition, such as

aphakia (after cataract surgery), anisometropia, keratoconus, etc.
18

FLEXIBLE SPENDING ACCOUNTS

Flexible Spending Accounts

A Flexible Spending Account (FSA) allows you to set aside pre-tax dollars through
automatic payroll deductions and then reclaim them to pay eligible expenses.

You need to be careful when you select an FSA because unused funds do not roll over
from year to year. In other words, you must “use or lose” all the money in your account
each year. All funds must be used by December 31 of the current plan year and
claimed by March 31 of the following year, or they are forfeited.

Healthcare and dependent day care FSA highlights

Eligible Expenses Healthcare FSA Dependent Day Care FSA

Minimum/Maximum Medical, prescription, dental, Day care expenses for:
Contributions vision • Your dependent children under the age of 13
Funds Availability • Your spouse or other federal tax dependent who is

physically or mentally incapable of caring for his or herself

$130 - $2,500/year $130 - $5,000/year
Maximum contribution amount may vary depending on certain
compensation criteria

On first day of plan effective date As balance is available

Healthcare FSA

One of the unique advantages of a Healthcare Spending Account is that you can access
the entire amount that you elected to set aside – as of the plan effective date, even
though you contribute to the account throughout the year through payroll deduction.
This makes paying for a large expense, early in the year, a little easier.

All of the money in your Healthcare FSA must be spent by the end of the plan year,
December 31. Unused funds will be forfeited. You will have until March 31 of the
following year to submit a claim for eligible expenses incurred prior to December 31.

Healthcare FSA debit card

If you enroll in the Healthcare FSA, you will receive a “Your Spending Account” debit
card that you can use to pay eligible expenses at the point of service.

You may also pay with your own money and file a claim for reimbursement later.
When you file a reimbursement claim, you must also submit receipts. When you
use your debit card, you usually do not have to submit receipts, but it is a good
idea to keep them for your records.

If you enroll in the Health & Reimbursement Plan and enroll in the Healthcare FSA, your
qualified healthcare expenses will be paid from your FSA first. After those funds are
used, additional healthcare expenses will be paid from your HRA. The FSA is used first
because unused funds do not roll over year after year, whereas unused HRA funds do
roll over.

Eligibility

Full-time and part-time 1 employees are eligible for a Healthcare FSA on the 31st day
of employment. If you elect the Health & Savings Plan medical coverage, you cannot
elect a Healthcare FSA.

19

FLEXIBLE SPENDING ACCOUNTS • LIFE AND AD&D INSURANCE

Dependent Day Care FSA

Use your Dependent Day Care FSA to pay:
• Nursery schools, child care centers, or individuals who care for pre-school children

(the individual providing care may be a relative but cannot also be your dependent)
• Before-school or after-school care for children from kindergarten through age 12 or

for a disabled dependent of any age (includes meals, lodging, and payroll taxes of a
housekeeper/nanny)
• Providers outside the home who care for a disabled dependent
• Summer day-camp programs in lieu of day-care for which your dependent receives
no educational credit

Eligibility

Full-time and part-time 1 employees are eligible for a Dependent Day Care FSA on the
31st day of employment. To open a Dependent Care FSA, both you and your spouse (if
applicable) must work, be looking for work, or be full-time students.

Life and AD&D Insurance

Tenet provides basic life and accidental death and dismemberment (AD&D) insurance
through Unum.

Basic Employee Life Basic Employee AD&D

Coverage 1 times your base salary, up to $50,000, provided 1 times your base salary, up to $50,000, provided at
at no cost to you no cost to you

Basic Employee Life

Basic employee life insurance coverage provides your beneficiaries a payment in the event
of your death. Coverage in each is equal to one times your base salary, up to $50,000.

Eligibility

All full-time employees are eligible for coverage on the 31st day of employment.

Cost of coverage

Tenet pays the entire cost of this benefit.

Basic Employee AD&D

Basic employee AD&D coverage provides a payment to your beneficiaries in the event
of your accidental death, or a payment to you if an accident results in a serious injury,
like the loss of a limb. Coverage in each is equal to one times your base salary, up to
$50,000.

Eligibility

All full-time employees are eligible for coverage on the 31st day of employment.

Cost of coverage

Tenet pays the entire cost of this benefit.

20

LIFE AND AD&D INSURANCE • DISABILITY

Supplemental Life and AD&D

In addition to your basic employee coverage, you may purchase supplemental life
and/or AD&D insurance for yourself. If you purchase supplemental life insurance for
yourself, you may also purchase spouse and/or child(ren) coverage.

Eligibility

Full-time and part-time 1 employees are eligible for supplemental coverage on the 31st

day of employment.

Cost of coverage

You pay the full cost of supplemental coverage. Costs vary based on age and the

amount of coverage you purchase. Proceeds of this benefit are tax-free to the named

beneficiary.

Supplemental life and AD&D coverage

Employee Supplemental Life Supplemental AD&D
Spouse
Child(ren) 1 to 6 times annual pay, up to $2.5 million 1 to 6 times annual pay, up to $500k
$5k, $10k, $25k, $50k or $100k, up to 100% of $25k, $50k or $100k
employee supplemental
$5k, $10k to $25k, up to 100% of employee $10k or $25k
supplemental

Newly benefit-eligible employees may elect any amount of employee supplemental life
up to the Guarantee Issue amount of $750,000, without evidence of insurability (EOI).
EOI is required if you elect an amount in excess of the Guarantee Issue.

If you elect employee supplemental life or spouse life as a late entrant to the plan, EOI
will be required.

Note: An employee cannot elect spouse life coverage if their spouse is also a benefits-eligible employee
of Tenet.

Disability

Employees may purchase disability insurance that provides income if you become
temporarily or permanently disabled and are unable to work.

Disability insurance can help pay your rent, groceries, or other bills if you are unable to
work due to the birth of a child, injury, or extended illness. It offers financial protection
by providing a tax-free benefit while you are disabled or absent more than 14 or 30
days. This waiting period is called an elimination period. An elimination period is the
number of days that must pass between your first day of a covered disability and the
day you can begin to qualify for disability benefits. This plan does not cover disabilities
due to occupational sickness and injury.

Eligibility

Full-time and part-time1 employees are eligible for coverage on the 31st day of
employment.

21

DISABILITY • 401(K) SAVINGS PLAN

Disability coverage

Standard Plan Standard Plus Plan

Non-Managers 50% of gross weekly salary, up to $5,000 60% of gross weekly salary, up to $6,000
per month per month
Benefits begin after 14 or 30 days Benefits begin after 14 or 30 days
60% of gross weekly salary, up to $15,000
Managers 50% of gross weekly salary, up to $15,000 per month
per month Benefits begin after 30 days
Benefits begin after 30 days

401(k) Savings Plan Vesting Schedule

Tenet offers a 401(k) Savings Plan to help you save for retirement. Our 401(k) Years of Vesting
administrator is Fidelity Investments.
Service* Credit
Eligibility
1 . . . . . . . . . . . . 20%
All full-time, part-time, and per diem employees are eligible to open a 401(k) account.
You are eligible to participate in the Plan on your 31st day of employment. 2 . . . . . . . . . . . . 40%

To enroll 3 . . . . . . . . . . . . 60%

To enroll, simply go to www.401k.com or call Fidelity at 800-372-4015, Monday 4 . . . . . . . . . . . . 80%
through Friday, 7 a.m. to midnight, Eastern Standard Time. Enrolling is simple. You just
need to create a login and then follow the onscreen instructions to elect a deferral 5 . . . . . . . . . . . 100%
percentage, choose investment funds, and designate a beneficiary.
* With 1,000 hours
401(k) plan highlights

• You can contribute to your 401(k) account through convenient, automatic pre-tax
payroll deductions — from 1% to 75% of your eligible pay, up to the IRS limits. The
2015 maximum annual contribution amount is $18,000.
––If you are 50 or older and making the maximum contribution, you may make an
additional “catch up” contribution each pay period. The 2015 annual catch up
limit is $6,000.
––IRS requirements may limit the contributions of certain employees based on
compensation levels. Affected participants will be notified each year.
––You can contribute after-tax contributions from 1% to 10% of your eligible pay.
After-tax contributions are not eligible for the employer match.

• Tenet helps you save for retirement by offering a company matching contribution.
Tenet will match 50 cents for every before-tax dollar you contribute, up to 6% of
eligible compensation.*

• You may make salary deferral or investment election changes anytime by contacting
Fidelity at www.401k.com or 800-372-4015.

• You are vested in the company match based on your years of service. Vesting is the
percentage of the account, contributed by Tenet, that you own. You are always 100%
vested in your own contributions and earnings.

*If you are covered by a Collective Bargaining Agreement, contact your Human Resources Department
and/or union representative as your plan provisions may be different.

22

EMPLOYEE STOCK PURCHASE PLAN • TENET TOTAL WELLNESS

Employee Stock Purchase Plan

• Eligible employees may purchase Tenet common stock at a discounted rate of 5%.
• You may purchase 1% to 10% of your base salary, up to an annual maximum of

$25,000.
• Payments can be deducted directly from your paycheck.
• Enrollment is held on a quarterly basis. To enroll, log in to the Fidelity Investments

website at www.NetBenefits.com or call a representative at 800-544-9354.
Enrollment announcements are typically delivered by facility HR Leaders.
• Shares must be held for a minimum of one year.

Eligibility

Employees scheduled to work a minimum of 20 hours per week are eligible to
participate on the 31st day of employment. (Per diem employees are not eligible.)

Tenet Total Wellness

Tenet promotes healthy lifestyles through the Tenet Total Wellness program and the
Tenet Personal Health Team. The Tenet Total Wellness program is made up of two
components: the Health Incentive and Wellness Activities.

Health Incentive

The Health Incentive portion of the program is designed to help you improve your
health and reward you when you are healthy or making an effort to improve your
health.

You can earn a Health Incentive by completing an online Health Assessment and
meeting specific biometric screening requirements. The biometric screenings measure
blood pressure, cholesterol, BMI, and tobacco use.

If you meet the Health Incentive requirements, you can earn up to $400 for yourself or
up to $800 for yourself and your spouse. If one or more of your measures are out-of-
range, you can still earn an incentive by completing telephonic health coaching, by
retesting and meeting retest requirements, or by submitting a physician’s exemption
form.

Visit HealthyatTenet > My Health Incentive for details about the Health Incentive
program. Depending on the medical plan you elect, your Health Incentive will be
deposited into your HSA, HRA or paid in taxable cash.

Wellness Activities Learning Physical

The Wellness Activities portion of the program focuses on six

dimensions of wellness: Financial Emotional
tal
• Physical • Social • Financial

• Emotional • Environmental • Inspirational

When you participate in certain wellness activities, you will be Social Environmen
entered into monthly Wellness Drawings.

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TENET TOTAL WELLNESS • LEGAL If you don’t have
a will yet, the
Tenet Personal Health Team
Hyatt Legal plan
The Tenet Personal Health Team, made up of coaches, dieticians and counselors, offers can be a great
free and confidential lifestyle and wellness coaching to help you reach your health
improvement goals. option

Lifestyle and wellness coaching includes
• Stress management • Healthy eating
• Tobacco cessation • Physical activity
• Weight management

You may call a TPHT coach at 877-263-3552 or access their innovative online
programs through HealthyatTenet.

Eligibility

All employees are eligible to participate in the Tenet Total Wellness program.
Part-time 2 employees may participate in the program, but are not eligible to earn a
Health Incentive.

Cost of coverage

The Tenet Total Wellness program is available to all employees, free of charge.

Legal

If you elect the Hyatt Legal Plan, you and your family members can access low cost
legal services through a network of more than 11,000 attorneys. A network attorney
can help with:
• Document reviews and preparation – mortgages, deeds, and affidavits
• Wills, living wills, powers of attorney
• Family issues like prenuptial agreements, adoption, contested guardianship or name

change
• Debt collection defense, identity theft defense, pre-bankruptcy planning
• Real estate matters like selling or purchasing a home, refinancing, eviction or tenant

problems, and property tax assessment.

When you use an attorney within the Hyatt Legal Plan network, there are no claim
forms to fill out, no waiting periods, no co-pays, deductibles or limits on how often you
can access services.

Eligibility

Full-time and part-time 1 employees are eligible to enroll on the 31st day of
employment.

Cost of coverage

You pay just $7.27 per two-week pay period for Hyatt Legal coverage.

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LONG-TERM CARE • ACCIDENT INSURANCE

Long-Term Care

You can purchase long-term care insurance for yourself, your spouse or parents to
help pay the cost of care provided at an assisted living or long-term care facility, or for
home care services.
The plan, administered by Unum, helps protect against the high costs of long-term care
by paying benefits when an individual is unable to function independently because of
a covered disability or chronic illness. The plan also provides benefits in the event of
severe cognitive impairment from an illness such as Alzheimer’s disease.

Eligibility

Full-time employees are eligible to enroll for coverage on the 31st day of employment.

Cost of coverage

The cost of coverage varies by age and number of covered individuals. You pay 100%
of the cost.

Accident Insurance

Accident insurance, administered by Unum, pays you a benefit based on the injury
and treatment you receive, regardless of other insurance you may have. It provides
payments made directly to you for services such as:
• Ambulance and emergency room benefits
• Surgery and hospital admission benefits
• Accidental common injuries benefit – fractures, lacerations, and burns
• Physical therapy, follow-up doctor treatment, and prosthetic devices
• Coma and paralysis benefit
There are no medical questions to answer and you can take the coverage with you if
you leave the company for any reason. The policy is guaranteed renewable for life and
you are covered even when traveling internationally.
You may purchase coverage for yourself, your spouse and dependent children.

Eligibility

Full-time and part-time 1 employees may elect this voluntary plan.

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CRITICAL ILLNESS INSURANCE

Critical Illness Insurance

A critical illness plan can supplement your medical or disability insurance. The plans
pays a lump sum directly to you at the first diagnosis of a covered condition like heart
attack, stroke and cancer. Each condition is payable once per lifetime. Pre-existing
conditions do not apply; however, certain limitations may apply based on the particular
illness. For example,
• If cancer was diagnosed prior to enrollment and the member is still being treated,

the member is not eligible for payment.
• If cancer was diagnosed in the past with a subsequent diagnosis of cancer-free

and the cancer returns after enrolling in the plan, the member would be eligible for
payment.
• If a member has a stroke after enrolling in the plan, the member would be eligible for
payment regardless if he/she has had a stroke in the past.

You can purchase coverage for yourself and your spouse. Dependent children are
automatically covered at 25% of your benefit amount.

Critical illness covered conditions

Covered conditions Covered conditions due to injury Specific childhood conditions

• Blindness • Coma • Cerebral Palsy
• Benign brain tumor • Permanent paralysis • Cleft lip or palate
• Heart attack • Occupational HIV • Cystic Fibrosis
• Major organ failure • Down Syndrome
• Stroke • Spina Bifida
• Coronary artery bypass surgery*
• End-stage renal (kidney) failure
• Cancer
• Carcinoma in situ*

Eligibility

Full-time and part-time 1 employees may enroll for critical illness insurance. Coverage
begins when the application is received and approved by Unum. Once approved, payroll
deductions will begin.

*100% of the benefit is payable for each covered condition, with the exception of coronary artery bypass
surgery and carcinoma in situ, which are paid at 25% of the purchased benefit amount. Please see policy
definitions for complete details about these covered conditions.

Exceptions: Comprehensive health insurance is required in order to enroll.

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EAP provides EMPLOYEE ASSISTANCE PROGRAM
professional,
confidential help Employee Assistance Program
for day-to-day
The Employee Assistance Program (EAP), provided by GuidanceResources, is a
concerns professional counseling service offering confidential help for day-to-day concerns or
difficult times. Services include telephone consultation, online resources, face-to-face
counseling, and referral services.

The GuidanceResources program can also assist you with a wide range of topics
affecting your life, including:
• Planning a vacation
• Overcoming relationship and marital conflicts
• Dealing with stress and depression
• Legal questions or concerns
• Finding reputable child care or elder care
• Questions on budgeting and finances
• Alcohol or drug problems

GuidanceResources Online is your one stop for expert information on the issues that
matter most to you: relationships, work, school, children, wellness, legal, financial,
free time, and more. In most cases, a visit to the EAP website is all that’s needed.
When additional help is indicated, the EAP will seek the best resources and assist with
referrals to mental health providers and programs.

GuidanceResources coverage allows up to five, free, in-person professional
consultations per issue, per year. You can also call GuidanceResources 24 hours a day
seven days a week toll free at 844-416-1158. There is no limit to the number of calls
that you can make to the toll-free number.

Eligibility

All Tenet employees and their household family members are eligible for EAP benefits.
Coverage is automatic and is available from the date of hire.

Cost of coverage

EAP benefits are provided free of charge to all employees and household family
members.

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EMPLOYEE DISCOUNT PROGRAM

Employee Discount Program

In appreciation of all of your hard work and dedication, Tenet is proud to offer employee
discounts through Tenet Perks. Tenet Perks leverages the purchasing power of all our
employees to help you save money on almost everything you buy.

Get great discounts on: – Flowers
––Cell phones and phone plans – Apparel
–– Travel – Home items
–– Electronics – Tickets
–– Computers – Jewelry, and more
–– Restaurants

With every Tenet Perks purchase, you earn WOWPoints that you can redeem at any
merchant in the program to get free items or deeper discounts. You can even donate
WOWPoints to a colleague or charitable organization.

To access Tenet Perks:
• Click the Tenet Perks icon on HealthyatTenet.
• First time users: sign in with your Tenet email address. The default password is

“savings.”

Eligibility

All employees are eligible for the Tenet Perks employee discount program. It may take

up to 45 days for new employees’ account set up; you should receive an invitation

email when your account is available. 

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