2015 Benefits Overview Human Resources

Your Benefits @ St. Jude Choosing the right benefits for you and your family

Your health and well-being are important to us. That’s why St. Jude Children’s Research Hospital provides employees with high quality benefits choices. We are committed to ensuring our benefits are competitive and affordable. St. Jude continues to pay a major portion of employee health care expenses in 2015.

Anytime, Anywhere.

Access Benefits Information Online.

www.stjude.org/myHR

Helping you live your best life. We understand that you don’t check your life at the door when you come to work. That’s why St. Jude Children’s Research Hospital is

pleased to offer high-quality benefits choices that not only support you at work, but also enrich your personal life. Our benefits are competi­

tive and affordable, and St. Jude will continue to pay a major portion of health care expenses in 2015.

About this guide This guide summarizes benefits available for the 2015 calendar year. You’ll find brief descriptions of benefits options, as well as eligibility

requirements.

Please note that barring a qualified event (see table below), the next chance to make benefits changes will be Open Enrollment for the 2016

plan year. Also, this summary does not contain all of the provisions or limitations that apply to St. Jude benefits. For coverage details, see

the employee and faculty handbooks, and each employee benefit plan’s Summary Plan Description, all available on the St. Jude intranet. All

benefits are subject to termination or modification by St. Jude at any time in its sole discretion.

What benefits can I add or change only during Open Enrollment?

Medical insurance Dental insurance Vision insurance

Group Legal Plan Flexible Spending Accounts Aflac

What benefits can I add or change any time during the year? Life Insurance Beneficiaries St. Jude 403b Retirement Plan

(employee contributions)

What if my family situation changes midyear? In keeping with IRS rules, you may make midyear benefits changes only if you have a qualifying life event, like these: • Marriage • Divorce • Birth, adoption or placement of a child • Loss of spouse’s insurance coverage • Loss of a loved one (spouse, dependent or other family member) • Change from full-time to part-time status, or vice versa • Retirement When making a change to a benefit enrollment as a result of a life event, the change has to be consistent with the life event and must be made within 45 days of the life event. Proper documentation of the qualifying life event is required.

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Benefits eligibility information

Benefit

Full-time Staff,

Faculty and Postdocs

Part-time Staff, Faculty and Postdocs

Part-time Staff1

Visiting Scientists When You’re Eligible

90% or more

of full-time

60%–89%

of full-time

50%–59%

of full-time

90% or more

of full-time

Medical/Prescription Drugs X X X First day of employment

Dental X X X First day of employment

Vision X X X First day of employment

Basic Life Insurance (for employees) X X X After 30 days of employment

Additional Life Insurance (for employees)

X X X After 30 days of employment

Dependent Life Insurance (for spouse/dependents)

X X X After 30 days of employment

Additional Life Insurance (for spouse/dependents)

X X X After 30 days of employment

Aflac X X X First day of employment

Long-Term Disability Insurance X After 90 days of employment

St. Jude 403b Retirement Plan

Employer Contributions

X X X After 1 year of employment

Employee Contributions

X X X First day of employment

Flexible Spending Accounts (FSA) (medical/dependent care)

X X X First day of employment

529 College Savings Plan X X X First day of employment

Employee College Tuition Assistance X After 1 year of continuous

full-time employment

Employee Assistance Program (EAP) X X X X First day of employment

Credit Union X X X X First day of employment

Time away from work X X X First day of employment

Hyatt Group Legal Plan X X X Beginning of month

after date of hire

Wellness and Work/Life Balance Programs

X X X First day of employment

Long Term Care insurance X X X X First day of employment

1Part-time, temporaries, extra care team, students and supplemental employees working 39 hours or less per pay period (49% or less of full-time) are eligible for the 529 College Savings Plan, Flexible Spending Accounts, St. Jude Retirement Plan (Employee Contribution portion only) and Aflac on the first day of employment.

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Health Plans Medical Coverage Whether you are sick or injured, your medical coverage is one of your most valuable benefits. St. Jude pays a major portion of the expenses

for your medical coverage through the Select PPO and Choice PPO options.

While both plans have the same covered services and feature in-network and out-of-network coverage, the main differences are the cost

structures of the plans. The PPO plans have different deductibles, out-of-pocket maximums and premiums; giving you the opportunity to

select a plan based on how you and your family use your medical benefits. That is, you choose when and how you want to pay for your

health care costs. Employees can choose from six tiers of coverage: employee only, employee + child(ren), employee + spouse, employee +

spouse + child(ren), employee + same gender domestic partner (SGP) and employee/child(ren) + SGP.

• Select PPO—potentially lower out-of-pocket expenses; higher monthly premiums

When you choose care through the Select PPO, you pay higher monthly premiums but potentially less out-of-pocket expenses when you

use the plan for treatment and services throughout the year. This plan might appeal to you if paying higher premiums for the peace of

mind of having less out-of-pocket costs than the Choice PPO is important to you.

• Choice PPO—lower monthly premiums; potentially more out-of-pocket expenses

When you select care through the Choice PPO, you pay lower monthly premiums, but potentially more out-of-pocket when you use the

plan for treatment and services throughout the year. This plan might appeal to you if lower monthly contributions are important.

Prescription Drug Coverage You probably know from your own experience that the cost of prescription drugs continues to rise dramatically. To help keep your medical

expenses as low as possible, the PPO options include a prescription drug program administered by Caremark. When you enroll in either PPO

option, you automatically receive prescription drug coverage. The St. Jude Prescription Drug Plan uses Caremark’s three-tiered Preferred

Drug list (formulary). Drugs are placed on the formulary based on their clinical effectiveness and safety, as well as cost. Visit www.stjude. org/myHR to learn about the Generic Step Therapy, Prior Authorization and Quantity Limit programs—designed to offer better savings and

safety for members.

Dental Coverage We are pleased to offer high-level dental coverage through Delta Dental of Tennessee. The St. Jude dental plan uses Delta Dental’s “Pre­

mier” and “PPO” networks. Within these networks, the dental fees are negotiated, (PPO providers offer even deeper discounts) and you

do not need to file a claim form. You will simply pay your coinsurance (20%) at the time of your visit. Preventive care is covered at 100%,

subject to certain limitations.

If you choose to use a dentist who is not in the network, your percentage share of eligible expenses will remain the same; however, dental

plan coverage will be based on reasonable and customary fees and not the dentist’s fees. You will pay your coinsurance (20%) if applicable,

plus the difference between the network rates and the dentist’s fees.

If you choose dental coverage, you will need to select from one of four coverage tiers (employee only, family, employee + SGP and employ-

ee/child(ren) + SGP). You can enroll for dental coverage whether or not you have medical coverage through St. Jude.

Vision Coverage The Advantica Eyecare Vision Plan helps pay for eye exams, eyeglasses (lenses and frames) and contact lenses. This plan uses the Advan­

tica Eyecare Vision network, but you have the flexibility to receive care from any optometrist or optician you prefer. If you choose an out-of­

network provider, your reimbursement rate of eligible expenses will be lower. If you choose vision coverage, you will need to select from one

of four coverage tiers (employee only, family, employee + SGP and employee/child(ren) + SGP). You can enroll in vision coverage whether or

not you have medical or dental coverage through St. Jude.

Medical Benefits At-A-Glance Plan Provision

In-Network Out-of-Network Select PPO Choice PPO Select PPO Choice PPO

Calendar year deductible Per person: $250

Max per family: $750 Per person: $400

Max per family: $1,200 Per person: $500

Max per family: $1,500 Per person: $800

Max per family: $2,400

Calendar year Out-of-pocket Max*

Medical Per person: $2,000

Max per family: $4,000 Per person: $3,000

Max per family: $5,000 Per person: $3,000

Max per family: $5,000 Per person: $4,000

Max per family: $6,000

Prescription Drug

Per person: $2,000 Max per family: $4,000

Per person: $3,000 Max per family: $5,000

No coverage out of network

No coverage out of network

Physician office visit $15 co-pay $15 co-pay Coinsurance is 30% after the

deductible is met Coinsurance is 40% after the

deductible is met

Preventive care No co-pay

(paid fully by St. Jude) No co-pay

(paid fully by St. Jude) Coinsurance is 30% after the

deductible is met Coinsurance is 40% after the

deductible is met

Specialist office visit $25 co-pay $25 co-pay Coinsurance is 30% after the

deductible is met Coinsurance is 40% after the

deductible is met

Outpatient surgery, diagnos­tic and therapeutic services

Coinsurance is 10% after the deductible is met

Coinsurance is 20% after the deductible is met

Coinsurance is 30% after the deductible is met

Coinsurance is 40% after the deductible is met

Inpatient hospital care

ER visit $100 co-pay $100 co-pay

Urgent care center You pay $35 co-pay You pay $35 co-pay Coinsurance is 30% after the

deductible is met Coinsurance is 40% after the

deductible is met

Hospice

Coinsurance is 10% after the deductible is met

Coinsurance is 20% after the deductible is met

Coinsurance is 30% after the deductible is met

Coinsurance is 40% after the deductible is met

Home health

Mental/Substance

Other covered services

Prescription drugs: 31 day supply (retail)

$5 generic drugs $25 for drugs on Preferred Drug List (formulary)

$50 for Specialty drugs and drugs not on Preferred Drug List (formulary)

No coverage

Prescription drugs: 90 day supply (mail order)

$10 generic drugs $50 for drugs on Preferred Drug List (formulary)

$100 for Specialty drugs and drugs not on Preferred Drug List (formulary)

No coverage

Over- the-counter tobacco cessation products (0–31 day supply)

No copay (paid fully by St. Jude) No coverage

*The out-of-pocket max limits are separate for medical and prescription drug expenses in 2015.

Non-Tobacco User Medical Premium Discount In recognition of the health risks of smoking and tobacco use, St. Jude is a smoke-free campus for employees. In a continuing commitment

to promote good health, St. Jude has implemented a non-tobacco user medical premium discount ($50/month) for employees who do not

use tobacco and enroll in the St. Jude medical plan. All employees must complete the online Non-Tobacco User Affidavit upon enrollment in

the medical plan. Employees can become eligible for the discount by completing tobacco cessation program, which is provided at no cost

to employees. The program is administered by the St. Jude employee wellness program, Living Well. (Living Well will work with employees

who need an alternative program.) Visit www.stjude.org/myHR for more information.

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Retirement savings To help employees prepare for retirement, St. Jude provides the 403(b) St. Jude Retirement Plan, which allows for employer and employee

contributions. The plan is administered by TIAA-CREF. Employee contributions are voluntary and are made via payroll deduction on a pre-tax

basis.

• St. Jude contributions: All regular full-time and part-time employees with a designated status of 50% or more of full time (excluding

research scholars, visiting scientists and students) are eligible. Employees must have completed one full year of continuous employment

before employer contributions will begin.

• Employee contributions: All employees are eligible to participate regardless of position or length of employment. Employees can make

voluntary contributions through salary reduction up to the annual allowable maximum (set by the IRS). All taxes are deferred until the

funds are withdrawn.

Visit www.stjude.org/myHR for the vesting schedule, as well as to learn about the Roth option and AutoSave feature.

Flexible Spending Accounts Flexible spending accounts help you pay for certain health care and dependent care expenses that are not covered by the medical, dental

or vision plans—co-pays, coinsurance and amounts above benefit maximums to name a few. Likewise, many people have regular day care

expenses for dependent children.

Both the health care and dependent care spending accounts are administered by CoreSource. These flexible spending accounts provide tax

advantages by letting you set aside pre-tax dollars to pay certain health care and dependent care expenses. When you participate in these

accounts, you do not pay Social Security taxes, federal or state income taxes on the money you contribute or are reimbursed. FSA debit

cards allow easy access to your saved pre-tax FSA dollars, which are automatically drawn from your account as purchases are made.

Employer-Paid Life Insurance St. Jude pays the full cost for Basic Term Life insurance and Accidental Death and Dismemberment insurance for employees who work 50%

or greater of full-time after 30 days of continuous employment at 1.5 times the employee’s annual base pay to a maximum of $600,000.

St. Jude also provides employees who work 50% or greater of full-time with dependent life insurance coverage for their spouse and

dependent children. Coverage for dependent children begins at 7 days old and continues to age 26 or indefinitely for physically or mentally

disabled dependents who rely on you for financial support. This coverage amount of $10,000 per eligible dependent is fully paid by St. Jude.

Additional Income Protection For those employees considering additional insurance protection, St. Jude offers several options to help prepare for life’s unexpected costs.

• Additional Life Insurance (for employees)

• Additional Life Insurance (for spouses and dependents)

• Aflac supplemental health and life insurance

• Long Term Care Insurance (administered by Legacy Services)

Long-Term Disability Insurance St. Jude provides employees who work 90% or greater of full-time with long-term disability coverage after 90 days of continuous employ­

ment. The coverage is fully paid by St. Jude and is no cost to you. If you become disabled and cannot work, the long-term disability plan will

continue a portion of your income while you are disabled. Your monthly benefit will equal 60% of your base salary, up to $15,000 a month,

after you have been disabled for six months.

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Time-off Programs St. Jude offers a variety of options to assist you in planning your time away from work. These benefits are available to employees who work

50% or greater of full-time. (Note: Faculty, postdoctoral research associates and research scholars should review their respective hand­

books for information about coverage. Employees covered under the bargaining unit agreement should review the current bargaining unit

contract.)

• Eight scheduled holidays per year—New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day,

Thanksgiving Day, Day After Thanksgiving and Christmas Day

• Vacation and sick pay: Vacation days are accrued (or earned) based on years of service. You have 15 vacation days per year. After 10

years of continuous employment, you have 20 vacation days per year. Newly hired employees accrue vacation time beginning on their

date of hire. St. Jude recently introduced family sick leave as part of the Paid Sick Leave policy. Family sick leave allows employees to

use up to 32 hours of their sick leave each fiscal year to care for immediate family members.

• Personal Days: You accrue 2 personal days on July 1 of each year.

• Time off for jury duty and funerals

• Leaves of absence (including 6 weeks paid maternity leave for eligible employees)

• Leave Sharing Program: Employees can donate accrued sick or vacation hours to a leave-sharing bank. Eligible employees who are

suffering from catastrophic or life threatening illnesses or injuries and who have exhausted their own sick, vacation and personal leave

balances can request donations from the bank.

Note: Eligible part-time employees accrue vacation, sick and personal time on a prorated basis based upon their designated percent of full-

time.

Wellness, Work/Life Balance and Other Benefits • On-campus wellness and fitness facility—the Living Well Cen­

ter—featuring group fitness classes, health coaching and tons of

cardio and strength training equipment…all offered at no cost to

employees!

• Living Well Program offers year-round wellness programing,

including fun, motivational programs and seminars, as well as

annual health screenings.

• On-campus St. Jude Farmer’s Market/St. Jude Garden

• Weight Watchers At-Work

• Tobacco Cessation Program—for employees and their families

• Employee Assistance Program

• 529 College Savings Plan

• Employee College Tuition Assistance Program

• St. Jude child care center for employees—just two miles

from campus

• Hyatt Group Legal Plan from MetLaw

• Kay Kafe and on-site Starbucks

• Danny and Rose Marie Thomas Memorial Garden

• Financial Education Seminar Series

• On-site Travel Office

• Employee Travel Assistance Program

• Emergency Evacuation Coverage from Europ Assistance

• Hartford Identity Protection Program

• On-site Credit Union

• Free On-Campus Parking

• YourCare—Personalized help for managing ongoing health condi­

tions and reminders to schedule preventive health screenings

• On-site food trucks during lunchtime

• On-site car detailing services

• Mobile dry cleaning service

• On-site summer concert series for employees

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2015 Health Benefit Premiums 2015 Benefits Your Monthly Premium1 Monthly COBRA Rates2

Medical—Select PPO3 Full-time Part-time

Employee only $72 $144 $522

Employee + Child(ren) $146 $292 $994

Employee + Spouse $194 $388 $1,250

Employee + Spouse + Child(ren) $232 $464 $1,664

Medical—Choice PPO3 Full-time Part-time

Employee only $36 $72 $483

Employee + Child(ren) $73 $146 $918

Employee + Spouse $97 $194 $1,160

Employee + Spouse + Child(ren) $116 $232 $1,544

Dental Full-time Part-time

Employee only $9 $18 $33

Family $18 $36 $89

Vision Full-time Part-time

Employee only $7 $7 $7

Family $14 $14 $14

1Same Gender Domestic Partner Premium Tiers (Full-time/Part-time/COBRA):

• Medical-Choice EE+SGP $97/$194/$1,160; Medical-Choice EE/Child(ren)+SGP $116/$232/$1,544;

• Medical-Select EE+SGP $194/$388/$1,250; Medical-Select EE/Child(ren)+SGP $232/$464/$1,664;

• Dental-Family (incl. SGP) $18/$36/$89; Vision-Family (incl. SGP) $14/$14/$14

2This is the full cost of coverage if you or one of your dependents loses coverage under the plan and becomes eligible for COBRA.

3Premiums reflect non-tobacco user medical premium discount. Tobacco user premiums are $50/month higher for each coverage level.

Human Resources–Benefits

262 Danny Thomas Place

Memphis, TN 38105-3578

www.stjude.org/myhr BMC—12/14 (BZ3300)