2017 BENEFITS GUIDE

REAL LIFE. REAL BENEFITS.

TX/LA

/CO

/TN

2

Quick start guide ................................................................................................. 2

How to enroll ...................................................................................................... 3

Benefits ... at a glance ........................................................................................ 4

Benefits basics ..................................................................................................... 5

Medical ................................................................................................................ 8

Prescription drugs ............................................................................................. 16

Vision ................................................................................................................. 18

Dental ................................................................................................................ 20

Flexible spending accounts .............................................................................. 22

Life and AD&D ................................................................................................... 26

Disability ............................................................................................................ 28

401(k) ................................................................................................................. 30

Voluntary insurance products .......................................................................... 32

Other benefits ................................................................................................... 34

Important contacts ............................................................................................ 37

Table of contents

This brochure is intended to provide highlights of IASIS Healthcare’s benefits program. It is not intended to include all of the benefit plan details. The complete details about how the plans work are included in the summary plan description and plan documents, which are available on request. If there are any differences between the information in this brochure and the plan documents, the plan documents will govern the employee’s rights to benefits in all cases. This document does not constitute a contract or offer of employment. IASIS Healthcare reserves the right to change or end any of the plans or programs described in this brochure at any time. If you have any questions about IASIS Healthcare’s benefits program, contact your HR representative.

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Getting married.

Having a baby.

Buying your first home.

Life is full of milestones like these.

And your benefits are there to support you every step of the way.

They can save you money and protect you financially when life throws you a curve ball. And they can help you find balance in today’s fast-paced world.

This guide provides an overview of your benefits. Refer to it whenever you have questions about your benefits. If you need more detail than this guide provides, see your summary plan description, talk to your HR representative, or visit www.iasishealthcare.com/employees/benefits.

REAL LIFE. REAL BENEFITS.

2

Quick start guide

Start here.

1. Review this guide to learn about your benefit options.

2. Enroll online using the steps on page 3.

3. Don’t miss your deadline: n If you’re a new employee enrolling for the first time, you must enroll within

30 days of your hire date.

n If you’re a current employee enrolling during annual enrollment, you must enroll by the posted deadline.

If you miss your deadline to enroll, you will not have benefits coverage, and you’ll have to wait until the next annual enrollment to elect coverage.

4. Keep this guide for future reference. Important contacts are listed on page 37.

Important information about Medicare Part D is available online at www.iasishealthcare.com/employees/benefits.

3

How to enroll

Follow these steps to select your benefits for 2017.

Log on.n Using an IASIS computer, go to

www.iasishealthcare.com/employees/benefits.

n Click “Enroll Online.”

n Enter your user name and password (no spaces, apostrophes or hyphens):

User name: first initial (cap) + up to the first 6 letters of last name (cap) + last 4 digits of Social Security number

Password: first initial (cap) + last initial (lowercase) + birthday (YYYYMMDD)

For example: Jane Davidson; SSN: 123-45-6789; birthday: 09/04/1975

User name: JDAVIDS6789 Password: Jd19750904

Add dependent information.n From the menu on the left, click “Dependents”

if covering a spouse and/or children.

n Enter their information before selecting your benefits. If your dependents are already in the system, review for accuracy; do not re-enter.

n Make sure you have provided a Social Security number for each covered dependent.

n If you are enrolling dependents for the first time, you will be required to complete a Dependent Eligibility Audit after enrollment.

3. Complete the 2017 Enrollment Affidavit.n From the menu on the left, click

“2017 Enrollment Affidavit.”

n Complete, save and print the affidavit.

4. Choose your benefits.n From the menu on the left, click “New Hire

Enrollment” to view your options. If enrolling during annual enrollment, click “Annual Enrollment.”

n Follow the prompts to choose the benefit plans for which you’re eligible.

5. Confirm and print.n Click “Update” at the bottom of the

confirmation summary page to confirm your choices.

n Print the confirmation page. This is a summary of your elections and not a guarantee of coverage. You have successfully enrolled when you see the “Congratulations” message.

6. Update personal information.n From the menu on the left, click each of the

following tabs and review to ensure the most current information is listed:

– Beneficiary (If you make a beneficiary designation, you must print, sign and turn the beneficiary form into HR.)

– Employee contact information

– Home address (If incorrect, notify HR.)

– Emergency contacts

2.

1.

4

Benefits ... at a glance

1 PRNs are eligible for the 401(k) plan after completing 1,000 hours and 12 months of service. See page 30.2 Not available to corporate employees (except call center and hourly data center employees), or director-level employees and above.

Important contacts (vendors) for these plans are listed on page 37.

Eligibility Cost of coverage See page:

Full-time(36+

hours/week)

Part-time(30-35

hours/week)Family

Medical ✓ ✓ ✓ Shared 8

Prescription drugs ✓ ✓ ✓ Included in medical 16

Vision ✓ ✓ ✓ Employee-paid 18

Dental ✓ ✓ ✓ Employee-paid 20

Flexible spending accounts ✓ Employee-paid 22

Life and AD&D — employee basic ✓ Employer-paid 26

Life and AD&D — employee supplemental

✓ Employee-paid 26

Life and AD&D — dependent ✓ Employee-paid 26

Short-term disability ✓ Employer-paid 28

Long-term disability ✓ Employee-paid 29

401(k)1 ✓ ✓ Employee-paid 30

Accident insurance ✓ ✓ ✓ Employee-paid 32

Voluntary short-term disability2 ✓ ✓ Employee-paid 32

Identity theft protection ✓ ✓ ✓ Employee-paid 33

Legal plan ✓ ✓ ✓ Employee-paid 33

LifeTime Term insurance ✓ ✓ ✓ Employee-paid 33

Critical illness insurance ✓ ✓ ✓ Employee-paid 33

Employee Assistance Program (EAP) ✓ ✓ ✓ Employer-paid 34

Employee mortgage program ✓ ✓ ✓ Employee-paid 34

Student loans ✓ ✓ ✓ Employee-paid 35

Wells Fargo membership banking ✓ ✓ ✓ Employee-paid 35

Tuition reimbursement ✓ Employer-paid 35

Adoption assistance ✓ Employer-paid 35

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Benefits basics

Eligibility

For you

You are eligible for the benefits described in this guide if you are a full-time employee working 36 or more hours per week.

Part-time employees working 30-35 hours per week are eligible to participate in the medical, dental and vision plans as well as the other benefits described on pages 30-35, unless otherwise indicated.

See page 36 for some important details on working enough hours to maintain your benefits eligibility.

For your dependents

If you are eligible for coverage, you can also enroll your eligible dependents for medical, dental, vision, and life and AD&D coverage as well as the other benefits described on pages 32-35, unless otherwise indicated. Eligible dependents include:

■n Your legal spouse (does not include common law, domestic partner, civil union, legally separated, physically separated for six months or more, or divorced, even if a divorce order requires you to provide medical insurance)

■n Children up to age 26 even if employed or married (spouses of children and children of children are not eligible)

■n Disabled children age 26 and over if not married and if they became disabled before age 26.

Children include your natural children, stepchildren, foster children, adopted children, children placed for adoption and children for whom you have legal guardianship.

Dependent children do not include grandchildren or other family relations unless you have legal guardianship of the child(ren).

Note: Your dependent child(ren) up to age 26 must be unmarried and financially dependent upon you for support to be eligible for dependent life and AD&D coverage.

Eligibility documentation

You may be required to provide documentation that supports the eligibility of your dependents. Supporting documentation includes but is not limited to marriage and birth certificates, adoption certifications, qualified domestic relations orders, qualified medical child support orders, physician certification and federal income tax returns. If you do not provide documentation when requested, your claims for benefits may be denied and claims already paid may require repayment. Coverage for ineligible dependents will be discontinued.

Note: After enrollment, a dependent eligibility audit will be conducted for all newly added dependents. If your dependent is found to be ineligible and removed from coverage, your coverage tier may be updated but your paycheck deductions will not change.

continued

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Benefits basics continued

EnrollmentGenerally, there are two times you can enroll for benefits: when you first become eligible and during annual enrollment.

Once you enroll, your elections remain in effect throughout the calendar year. You generally cannot change your benefits during the year, unless you experience a “qualified status change,” as described on page 7.

When first eligible

You must enroll for benefits within 30 days of your hire date. Coverage will begin on the first of the month following 30 days of service. If you do not enroll within 30 days of your hire date, you will not have benefits coverage and you will have to wait until the next annual enrollment to elect coverage (unless you experience a qualified status change).

Because you pay for supplemental life, AD&D and long-term disability coverage with after-tax payroll contributions, you can add or drop these plans at any time. To drop coverage, you must complete a cancellation form available from HR. Other rules apply. Talk to your HR representative for details.

Annual enrollment

Each fall, an annual enrollment period is held during which you can make changes to your benefit elections for the upcoming calendar year. Coverage elected during annual enrollment is effective on January 1 of the following year.

Paying for your benefitsYou and IASIS share the cost of your benefits. The rate sheet provided by HR shows your portion of the cost. For the medical, dental and vision plans and flexible spending accounts, you pay your contributions with before-tax dollars, which reduces your taxable income so you pay less in taxes.

If you’re eligible for health coverage but are unable to afford the premiums, see the Important Notices flier provided by HR or posted online at www.iasishealthcare.com/employees/benefits. Some states have premium assistance programs that may help you pay for coverage.

She’s covered.We have a new addition to the family! By making sure she’s covered under my benefits, we’re taking steps to ensure she has a great future. I simply provided her birth certificate and filled out an enrollment change form within 30 days of her date of birth. Then my baby’s coverage was effective on her birth date.

If you have a qualified status change, such as marriage, adoption or divorce, don’t miss the 30-day window to make benefit changes.

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Benefits basics continued

Changing your benefitsBecause you pay for many of your benefits with before-tax dollars, the IRS does not allow you to change your benefit elections during the year unless you experience a “qualified status change.” Qualified status changes include but are not limited to:

■n Marriage, divorce, legal separation or annulment

■n Birth, adoption or placement for adoption of a child

■n Gain or loss of coverage through your spouse’s employer

■n A child’s gain or loss of eligibility status

■n Death of a spouse or dependent child

■n A change in work schedule that affects benefits eligibility (e.g., full-time to part-time)

■n Open enrollment or qualifying for a special enrollment period (SEP) through the Health Insurance Marketplace (voluntarily giving up coverage or losing it for failure to pay premiums doesn’t qualify as a SEP)

■n A qualified medical child support order

■n Eligibility for Medicare

■n The start or end of a leave of absence.

You have 30 days from the date of a qualified status change to make changes to your coverage. Provided you notify HR by the deadline, your benefit change(s) will be effective on the first of the month following the date you notify HR of the qualifying event. Exceptions to this rule are birth and adoption, which are effective on the date of the event, and status changes from part-time to full-time, which are effective the first of the month following a 30-day waiting period.

Special enrollment period

In addition to the qualified status changes described, there are limited situations in which you can elect coverage. For example, if you lose coverage under another plan, you may elect comparable coverage within 30 days of the qualifying event. Your HR representative can provide additional information about changing coverage following a qualifying event.

When coverage endsUnless otherwise stated, your benefits coverage ends on the earliest of the following dates:

■n The last day of the payroll period in which you terminate employment and no longer meet eligibility requirements

■n The beginning of the period for which you fail to make the required contributions.

Coverage for your dependents ends on:

■n The day your coverage ends or the date your dependents no longer meet eligibility requirements, whichever comes first

■n The last day of the month in which your covered dependent turns age 26.

COBRA

If your coverage ends, you may be able to continue your medical, dental, vision, Health Care FSA and EAP coverage through COBRA. See your summary plan description or your HR representative for more

information about COBRA coverage.

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Medical

You have four options for medical coverage:

■n $500 deductible PPO

■n $750 deductible PPO

■n $1,000 deductible PPO

■n $2,000 deductible PPO (This is a high deductible plan with an IASIS-funded Health Reimbursement Account; see pages 14-15 for details.)

How the plan worksAll four options are preferred provider organizations (PPOs), which means the level of benefits you receive depends on the type of provider you use when you seek care.

Finding network providers

To locate network providers, visit www.aetna.com/docfind/custom/mymeritain (select Aetna Choice POS II under Select a Plan). Once enrolled, you can register for www.MyMeritain.com, a secure website where you can view plan summaries, claims information and health tools. You can also compare costs, find network doctors and facilities, and more.

Cost for coverage

Your cost for medical coverage (paycheck deductions) is based on:

■n The option you elect

■n Whether you and/or your covered spouse uses tobacco

■n Whether your covered spouse has coverage available through an employer

Tobacco surcharge

Tobacco users pay $1,040/year more for medical coverage than non-tobacco users. This applies to all types of tobacco use (e.g., cigarettes, e-cigarettes, cigars). If you cover a spouse who uses tobacco, a separate tobacco surcharge applies. For example, if both the employee and spouse use tobacco, the annual premium surcharge will be $2,080 ($1,040 x 2).

To qualify for the lower non-tobacco rates, you and your covered spouse must do one of the following by your enrollment deadline:

■n If you’re tobacco free, designate/update your status as a non-tobacco user in the online enrollment system, OR

■n If you’re not tobacco free, enroll and actively participate in a tobacco cessation program. Details and enrollment instructions are available at www.iasishealthcare.com/employees/benefits. Your enrollment and participation will be reconfirmed at intervals during the year.

If you don’t follow these steps, you will pay the higher tobacco rates. IASIS reserves the right to conduct a screening to confirm tobacco-free status.

Spouse surcharge

If you elect IASIS medical coverage for your spouse when he/she is eligible for coverage through his/her employer, you will pay a $100/month spouse surcharge. When you go online to enroll, you must complete the 2017 Enrollment Affidavit in which you will indicate whether your spouse has coverage available through his/her employer. If you fail to complete the affidavit, you will be charged the spouse surcharge.

The spouse surcharge does not appear in the medical rates when you enroll online but is deducted from your paycheck if applicable. If your spouse’s employment and subsequent medical eligibility changes during the year, notify HR.

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Medical continued

Preventive care

Eligible preventive care is covered at 100% under the medical plan, with no annual benefit limits when care is provided by an in-network provider. This means you pay nothing for services recommended by the U.S. Preventive Services Task Force.*

Examples include:

■n Age-appropriate health screenings (e.g., cholesterol, blood pressure, colorectal cancer screening, depression, diabetes, obesity, osteoporosis)

■n Preventive care and screenings for infants, children and adolescents

■n Preventive care and screenings for women (e.g., breast cancer screening, cervical cancer screening)

■n Preventive care and screenings for men (e.g., PSA test)

■n Immunizations for adults and children.

Important: A preventive care service must be billed by the provider as preventive care to assure 100% coverage. If a preventive service is billed separately from an office visit, you may be required to share in the cost of the office visit. For example, if you seek a preventive service (such as an annual physical) and also get some other kind of treatment (such as care for a sinus infection), cost sharing will apply to your office visit. In other words, the preventive care portion of the visit will be covered at 100% and the illness portion will be covered with applicable cost-sharing.

* In cooperation with the Advisory Committee on Immunization Practices, the Centers for Disease Control and Prevention, the Health Resources and Services Administration, the American Academy of Pediatrics and others.

My preventive care is free.My preventive care is fully covered when I use network providers; I don’t have to meet a deductible first or pay a copay. That’s a big boost to my financial bottom line and to my health!

continued

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Medical continued

Prior authorization

Prior authorization is required for all inpatient hospital admissions (including mental health and substance abuse admissions) as well as some outpatient procedures, including imaging tests (MRI, CT scan, etc.), and dialysis and radiation in a doctor’s office. Your provider will likely initiate this process, but it is your responsibility to make sure it is done. If you fail to get prior authorization when required, a penalty will apply to your benefits.

Reasonable and customary

Reasonable and customary (R&C) limits are the maximum a plan will pay for certain services based on the usual fees charged by providers in your geographic area who have similar training and experience. PPO network providers have agreed not to exceed R&C limits. However, if you choose to use an out-of-network provider and charges exceed R&C limits, you are responsible for the difference. These amounts will not count toward your deductible or out-of-pocket maximum.

Out-of-pocket maximum

You have an annual out-of-pocket maximum for medical and prescription drug expenses. Once you meet this limit with any combination of medical and prescription drug copays, deductible and/or coinsurance, the plan will pay 100% for these expenses for the rest of the year. See charts on pages 12-13 and 15.

What’s covered

The medical plan covers a wide range of medically necessary services and supplies, including but not limited to those listed in the charts on pages 12-13 and 15. It’s a good idea to check covered and non-covered services before you seek treatment. Many of these covered services have rules and limits. For a complete list of covered and non-covered services, including plan limits and rules, see your summary plan description.

Filing claims

If you use PPO network providers, your doctor will file claims for you. If you use out-of-network providers, you may be required to file the claim yourself. Claim submissions should include a bill from the provider and the CPT code for each service provided. You have one year from the date of service to file your claim.

Scheduling a procedure requiring prior authorization?Meritain can help you maximize your benefits. If you or your provider request prior authorization for a medical procedure, you may get a call from Meritain with information on how to maximize benefits under your IASIS medical plan.

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Medical continued

$500, $750, $1,000 deductible PPOs … in detail

Non-hospital services

For primary care office visits (including mental health and substance abuse outpatient visits), you pay a copay per visit. This copay covers professional services only. Other non-hospital services, such as specialist visits, labs, in-office diagnostic tests and surgeries and procedures, will be subject to the deductible and coinsurance.

You generally pay less out of your own pocket when you use network providers and facilities. You also have the flexibility to use providers outside the network and still receive benefits; however, you will receive lower out-of-network benefits and likely pay more out of your pocket. Out-of-network benefits are also subject to reasonable and customary limits. See the charts on pages 12-13.

Hospital services

If you need inpatient or outpatient hospital services, you receive the highest level of benefits when you use an IASIS facility. You get the next highest level of benefits when you use a PPO network facility, but your coverage varies depending on whether or not the service can be performed by IASIS. See the charts on pages 12-13.

continued

Need medical advice after hours?Employees and their family members have 24/7 access to a professionally managed nurse advice line. With a simple phone call, a registered nurse can help you make an informed decision when your primary care provider is not available.* They can help you understand:

■n Whether self-care, a doctor visit or the emergency room is appropriate

■n A medical condition or recent diagnosis

■n Your prescriptions or over-the-counter medicines

Call 1-855-354-9006 (TTY 711)* The nurse advice line is a service provided by Health

Choice. It is for informational purposes. It is not a substitute for your doctor’s care.

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$500, $750, $1,000 deductible PPO options1… at a glance$500 deductible PPO

IASIS PPO when service NOT available

by IASIS

PPO when service IS available

by IASIS

Non-PPO providers

In-networkOut-of-

network

Deductible $500/person$1,000/family

$1,500/person$3,000/family

$1,500/person$3,000/family

Annual out-of-pocket maximum (medical and prescription drugs)

$5,750/person$11,500/family

None None

After the deductible, the plan pays… (unless otherwise indicated)

Practitioner services2

Office visits – primary care physician You pay $25 copay (IASIS-employed)2 You pay $35 copay (non-IASIS)

40%

Office visits – specialist 90% 75% 75% 40%

Urgent care facility You pay $100 copay 40%

Routine diagnostic lab, x-ray and injections 90% 75% 75% 40%

Non-routine diagnostic tests 90% 75% 75% 40%

Mental health/substance abuse treatment (outpatient)

You pay $25 copay (IASIS-employed)2 You pay $35 copay (non-IASIS)

40%

Preventive care 100%; deductible/copay waived Not covered

Hospital services

Inpatient facility services 90% 80% 40% 40%

Per admission copay (you pay) $0 $0 $2,500 $2,500

Outpatient surgery 90% 80% 40% 40%

Per surgery copay (you pay) $0 $0 $500 $500

Other outpatient services 90% 80% 40% 40%

Physicians’ services 90% 80% 80% 40%

Diagnostic tests 90% 80% 40% 40%

Emergency services $150 (facility) 90% (services) 80% 80% 80%

Other services2

Durable medical equipment, prosthetics, orthotics

90% 75% 75% 40%

Skilled nursing/rehabilitation facility (60 days combined per year)

90% 75% 75% 40%

Speech, occupational and physical therapy (30 visits per type per year)

90% 75% 75% 40%

Chiropractic therapy (20 visits per year) 90% 75% 75% 40%

Home health care (60 visits per year) 90% 75% 75% 40%

Hospice 90% 75% 75% 40%

Ambulance 90% 75% 75% 75%

Prescription drugs See page 17

1 If you are a Pikes Peak employee or live in Tennessee, services will be covered at the “IASIS” benefit level when you use providers in the PPO network. Ambulance and emergency services are paid at the IASIS level, both in- and out-of-network.

2 Only services from providers employed by IASIS-affiliated companies will be covered at the “IASIS” level. Non-IASIS providers will be covered at the lower benefit levels based on their network status.

Medical continued

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$750 deductible PPO

IASIS PPO when service NOT

available by IASIS

PPO when service IS available by IASIS

Non-PPO providers

In-networkOut-of-

network

$750/person$1,500/family

$2,250/person$4,500/family

$2,250/person$4,500/family

$6,250/person$12,500/family

None None

After the deductible, the plan pays… (unless otherwise indicated)

You pay $30 copay (IASIS-employed)2 You pay $40 copay (non-IASIS)

40%

85% 75% 75% 40%

You pay $100 copay 40%

85% 75% 75% 40%

85% 75% 75% 40%

You pay $30 copay (IASIS-employed)2 You pay $40 copay (non-IASIS)

40%

100%; deductible/copay waived Not covered

85% 75% 40% 40%

$0 $0 $2,500 $2,500

85% 75% 40% 40%

$0 $0 $500 $500

85% 75% 40% 40%

85% 75% 75% 40%

85% 75% 40% 40%

$150 (facility) 85% (services) 75% 75% 75%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 75%

See page 17

$1,000 deductible PPO

IASIS PPO when service NOT

available by IASIS

PPO when service IS available by IASIS

Non-PPO providers

In-networkOut-of-

network

$1,000/person$2,000/family

$3,000/person$6,000/family

$3,000/person$6,000/family

$6,850/person$13,700/family

None None

After the deductible, the plan pays… (unless otherwise indicated)

You pay $35 copay (IASIS-employed)2 You pay $45 copay (non-IASIS)

40%

85% 75% 75% 40%

You pay $100 copay 40%

85% 75% 75% 40%

85% 75% 75% 40%

You pay $35 copay (IASIS-employed)2 You pay $45 copay (non-IASIS)

40%

100%; deductible/copay waived Not covered

85% 75% 40% 40%

$0 $0 $2,500 $2,500

85% 75% 40% 40%

$0 $0 $500 $500

85% 75% 40% 40%

85% 75% 75% 40%

85% 75% 40% 40%

$150 (facility) 85% (services) 75% 75% 75%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 40%

85% 75% 75% 75%

See page 17

Continued

Medical continued

$500, $750, $1,000 deductible PPO options1… at a glance

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Medical continued

$2,000 deductible PPO with Health Reimbursement Account … in detailIn addition to the PPOs described previously, you also have a lower-premium, higher-deductible PPO. This plan:

■n Has the lowest payroll deductions of all the plan options

■n Has a higher deductible ($2,000/person) but includes an IASIS-funded Health Reimbursement Account (HRA)

How the plan works

Under the $2,000 deductible PPO, in-network preventive care is covered at 100% with no deductibles or copays. For non-preventive care, you must meet the deductible before the plan begins to pay benefits. Prescription drugs are also covered on a deductible/coinsurance basis. There are no copays in the plan.

To receive benefits, you must use an IASIS facility or provider or network provider if the service is not available by IASIS; there are no benefits for out-of-network care or for care received from a PPO provider when the service is available by IASIS, except in an emergency. See the chart on the next page for benefit amounts.

Your HRA

When you enroll in the $2,000 deductible PPO, IASIS establishes a Health Reimbursement Account (HRA) to help you meet your deductible. For 2017, IASIS will contribute $500 for employees with single coverage and $1,000 for employees covering one or more dependents.

Using your HRA funds

You must pay $1,500 in eligible expenses before the HRA begins to pay claims. Once you reach this amount, the money in your HRA automatically pays for eligible medical expenses, such as doctor visits. If the amount you owe exceeds your HRA balance, your provider will bill you for the amount due. For eligible prescription drug expenses, you must pay for the prescription at the point of sale, and you will be reimbursed for the expense from your available HRA balance once your prescription claim is processed.

If you have claims against your HRA, you will receive a statement in the mail showing your HRA transactions and balance. All covered family members are on one statement.

If you don’t use all of your HRA money in 2017, you may roll over up to one-half of your HRA balance (up to $250 for single coverage; up to $500 if you cover dependents) to the next plan year — as long as you remain in the HRA-associated plan in the next plan year. The maximum account balance you can have at the beginning of any plan year is $2,000 if you elect single coverage or $4,000 if you elect dependent coverage.

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Medical continued

$2,000 deductible PPO1… at a glance

$2,000 deductible PPO

IASIS PPO when service NOT

available by IASIS

PPO when service IS available by IASIS

Non-PPO providers

In-networkOut-of-

network

Deductible $2,000/person$4,000/family

None None

Annual out-of-pocket maximum (medical and prescription drugs)

$6,850/person$13,700/family

None None

After the deductible, the plan pays… (unless otherwise indicated)

Practitioner services2

Office visits – primary care physician 85% (IASIS-employed)2

75% (non-IASIS)Not covered Not covered

Office visits – specialist 85% 75% Not covered Not covered

Urgent care facility 85% 75% Not covered Not covered

Routine diagnostic lab, x-ray and injections 85% 75% Not covered Not covered

Non-routine diagnostic tests 85% 75% Not covered Not covered

Mental health/substance abuse treatment (outpatient)

85% (IASIS-employed)2

75% (non-IASIS)Not covered Not covered

Preventive care 100%; deductible waived Not covered Not covered

Hospital services

Inpatient facility services 85% 75% Not covered Not covered

Outpatient surgery 85% 75% Not covered Not covered

Other outpatient services 85% 75% Not covered Not covered

Physicians’ services 85% 75% Not covered Not covered

Diagnostic tests 85% 75% Not covered Not covered

Emergency services 85% 75% 75% 75%

Other services2

Durable medical equipment, prosthetics, orthotics

85% 75% Not covered Not covered

Skilled nursing/rehabilitation facility (60 days combined per year)

85% 75% Not covered Not covered

Speech, occupational and physical therapy (30 visits per type per year)

85% 75% Not covered Not covered

Chiropractic therapy (20 visits per year) 85% 75% Not covered Not covered

Home health care (60 visits per year) 85% 75% Not covered Not covered

Hospice 85% 75% Not covered Not covered

Ambulance 85% 75% 75% 75%

Prescription drugs In-network pharmacies Out-of-network pharmacies

After the deductible, the plan pays… 85% Not covered

1 If you are a Pikes Peak employee or live in Tennessee, services will be covered at the “IASIS” benefit level when you use providers in the PPO network. Ambulance and emergency services are paid at the IASIS level, both in- and out-of-network.

2 Only services from providers employed by IASIS-affiliated companies will be covered at the “IASIS” benefit level. Non-IASIS providers will be covered at the lower benefit levels.

16

When you enroll in medical coverage, you automatically receive coverage for prescription drugs. Your prescription drug benefits are administered by OptumRx.

How the plan worksOptumRx gives you two convenient ways to buy prescription drugs: at a retail pharmacy that’s part of the network or through home delivery. To be covered by the plan, any prescribed drug must be listed on the OptumRx Formulary (drug list); drugs not on the list will not be covered.

You can check the formulary at www.iasishealthcare.com/employees/benefits to make sure any medications you are currently taking are listed. If not, you will need to work with your physician to find an alternative on the formulary for the medication to be covered.

Retail program

For your short-term medication needs, you can buy up to a 30-day supply at any participating retail pharmacy. You can search for network pharmacies at www.optumrx.com (once you’re enrolled). Or call 1-844-368-7158. If you use a pharmacy that’s not part of the OptumRx network, you must pay for the prescription, then submit a claim for benefits up to the plan’s contracted amount.

Home delivery/90-day at retail

The home delivery program can save you money when you take medication for an ongoing or chronic condition. You can purchase up to a 90-day supply and have your prescriptions shipped directly to your home. Visit www.optumrx.com to get started. Be sure your doctor writes your prescription for a 90-day supply.

In lieu of home delivery, you can fill your maintenance prescriptions at any participating “90-day at retail” pharmacy.

Step therapy

Most medical conditions have multiple medication options. Although their clinical effectiveness may be similar, prices can vary widely. Step therapy encourages you to try more cost-effective alternatives, called Step 1 drugs, as first-line treatment. If the Step 1 drug does not provide the desired therapeutic benefit, your doctor can then prescribe a Step 2 drug. In other words, if you get a prescription for a Step 2 medication from your doctor, you’ll be required to first try a Step 1 medication first in order for that medication to be covered.

To view a list of step therapy drugs, see the step therapy flier online at www.iasishealthcare.com/employees/benefits. Or call the phone number on your ID card.

Prior authorization

Some medications require authorization before they can be covered because they’re only approved or effective in treating specific illnesses, they cost more or they may be prescribed for conditions for which safety and effectiveness have not been well established.

To view a list of drugs that require prior authorization or learn how to request authorization, see the flier online at www.iasishealthcare.com/employees/benefits. Or call the phone number on your ID card.

Prescription drugs

Get to know optumrx.comOnce enrolled, you can visit www.optumrx.com to:

■n View the OptumRx Formulary (drug list)

■n Search for network and “90-day at retail” pharmacies

■n Get started on home delivery

■n View lists of drugs that require step therapy and/or prior authorization

■n And more!

Simply follow the prompts to log on or create an account if you’re a first-time visitor.

17

Prescription drugs continued

Immediate needs at retail pharmacy (up to 30-day supply)

Maintenance medications (up to 90-day supply)1

You pay...

Tier 1 Generic$15 copay

(or actual cost if less)$37.50 copay

(or actual cost if less)

Tier 2 Brand name2 30% of drug cost, up to $100 maximum copay

30% of drug cost, up to $250 maximum copay

Tier 3 Specialty drugs30% of drug cost,

up to $200 maximum copayN/A

1 You can fill your prescriptions for maintenance drugs at any 90-day at retail pharmacy or through home delivery.2 If you or your doctor request a brand name when a generic is available, you will pay the brand name coinsurance plus the cost difference

between the brand name and generic, up to the full cost of the brand name. View the drug list at www.iasishealthcare.com/employees/benefits.

Prescription drug benefits ... at a glanceThe chart below shows benefit levels for prescription drugs under the $500, $750 and $1,000 deductible PPOs. If you enroll in the $2,000 deductible PPO with Health Reimbursement Account, the plan pays 85% of the cost of the drug after you meet the medical plan deductible when you use in-network pharmacies. Prescription drugs are not covered out-of-network under the $2,000 PPO.

Go generic.

I was skeptical when my doctor prescribed my cholesterol medicine in a generic version. Would it work as well? Then she explained that generic drugs are identical to brand name drugs in dosage form, safety, strength and quality. And they often cost significantly less. That’s because drug manufacturers don’t have to pay to develop or market generics. Those cost savings are passed on to me. Now, whenever I need a prescription, I ask my doctor if a generic version is available.

Don’t forget: If you or your doctor request a brand name when a generic is available, you will pay the brand name coinsurance plus the cost difference between the brand name and generic, up to the full cost of the brand name.

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Vision

You have a choice of two vision options: VSP and Davis Vision, both administered by Guardian.

How the plan worksBoth options cover eye exams, frames, lenses and contacts at the same benefit level. You simply choose the network that best meets your needs. You can see any provider you choose, but you receive the highest benefits when you use your plan’s participating network providers.

Visit www.guardiananytime.com to find network vision providers. Depending on the vision option you choose, your network name is either VSP Choice Network or Davis Vision. You may also call 1-800-877-7195 (VSP) or 1-877-393-7363 (Davis).

Filing claimsIf you use a network provider, your provider will file claims for you. If you use an out-of-network provider, you generally must pay the bill and file a claim with your plan within six months of receiving services to get reimbursed for the amount the plan covers.

I saw the light!

Did you know that 80% of vision problems are avoidable or curable? That makes it extra important for me to stay on top of my eye health by taking full advantage of my vision coverage.

For a $20 copay, I can have an annual eye exam. Detecting minor problems now when they’re treatable can save me money — and save my eyesight.

19

Vision continued

VSP Choice/Davis provider

Non-VSP Choice provider

Non-Davis provider

Annual deductible $0 $0 $0

Eye exams (every 12 months) You pay $20 copay1 Plan pays up to $45 Plan pays up to $50

Frames (every 24 months) You pay $20 copay1 Plan pays up to $70 Plan pays up to $70

Lenses (every 12 months) n Single vision n Bifocals n Trifocals n Lenticular

You pay $20 copay1

Plan pays up to: $30$50$65$100

Plan pays up to: $50 $75 $100 $125

Contact lenses in lieu of frames/lenses n Medically necessary n Elective

Plan pays 100% Plan pays up to $130

Plan pays up to: $210$105

Plan pays up to: $210$105

1 Only one copay is required when you buy frames and lenses together. Your frames copay applies to frames of your choice, up to $130. You pay the difference for more expensive frames. However, you receive a 20% discount off amounts over $130.

20

Prevention is the key to a healthy smile. The dental plan, administered by Guardian, provides 100% coverage for preventive care when you use network providers.

How the plan worksYou have two options for dental coverage:

■n Option 1: Comprehensive PPO

■n Option 2: Preventive only.

Option 1 covers a wide range of services, including orthodontia for your children. Option 2 covers preventive care only.

Under either option, you can see any dentist you choose, but dental benefits are highest when you choose a provider in the Guardian network. If you use a non-Guardian provider, you’ll be responsible for charges exceeding reasonable and customary (R&C) limits.

Visit www.guardiananytime.com and click Find a Provider (choose PPO under Select Your Dental Plan; choose DentalGuard Preferred under Select Your Dental Network). If you have questions prior to enrolling, call 1-888-600-1600. Once you’re enrolled in dental coverage, call 1-800-541-7846.

Dental

Option 1 Comprehensive PPO

Option 2 Preventive only

In-network Out-of-network1 In-network Out-of-network1

Annual deductible$50/person $150/family

$100/person $300/family

None

Preventive and diagnostic services (such as exams, cleanings and x-rays)

Plan pays 100%; no deductible

Plan pays 80% of R&C;

no deductible

Plan pays 100%; no deductible

Plan pays 80% of R&C; no deductible

Basic services (such as fillings and extractions)

Plan pays 80% after deductible

Plan pays 60% of R&C after deductible

Not covered Not covered

Major services (such as crowns, bridges, endodontics, periodontics and oral surgery)

Plan pays 50% after deductible

Plan pays 40% of R&C after deductible

Not covered Not covered

Orthodontia for dependents up to age 19

Plan pays 50%; no deductible

Plan pays 50% of R&C;

no deductibleNot covered Not covered

Annual benefit maximum

$1,500/person $1,500/person None None

Lifetime orthodontia maximum

$1,500/person $1,500/person N/A N/A

1 Pikes Peak Regional Medical Center employees, as well as employees in Texas and Louisiana (as required by law), receive in-network benefits regardless of the provider you choose. However, if you choose to use an out-of-network provider, the provider can balance bill you for any charges exceeding reasonable and customary limits. See page 21.

21

Dental continued

Reasonable and customary limitsDental benefits are based on reasonable and customary (R&C) limits. R&C limits are the most the plan will pay for certain services. They are based on the lowest of (1) the dentist’s actual charge, (2) the dentist’s usual charge for the same or similar services or (3) the charge of most dentists in the same geographic area for the same or similar services. Guardian providers have agreed not to exceed R&C limits. If you go to a non-Guardian provider and the charges exceed R&C limits, you must pay the difference.

Maximum rollover featureYour dental plan has a dollar limit on plan benefits each year. If your dental claims in a given year are below a certain dollar amount, you can roll over a portion into a personal Maximum Rollover Account (MRA). You can then use that money in a future year if your claims exceed the plan’s annual benefit maximum. The amount you can roll over is higher if you use in-network dentists exclusively.

To qualify for an MRA, you must have a paid claim (not just a visit); your claim(s) must be below a threshold set by Guardian, and your MRA may not exceed a certain limit. You and eligible family members maintain separate MRAs based on individual claim activity.

You can view your annual MRA statement at www.guardiananytime.com.

For more details about the MRA, see the flier on www.iasishealthcare.com/employees/benefits.

Pre-treatment estimatesIf your dental provider recommends a course of treatment that is expected to cost $300 or more, you or your dentist can request a pre-treatment estimate from Guardian and find out what your coverage will be before you receive treatment. This often applies to services such as crowns, bridges, inlays and periodontics. Here’s how it works:

■n Your dentist requests a pre-treatment estimate from Guardian.

■n You or your dentist will receive a benefit estimate for the procedure by fax or online.

■n Actual payments may vary depending on plan maximums, deductibles and other limits and conditions at the time of payment.

Filing claimsIf you use a network provider, your dentist will likely file claims for you. If you use an out-of-network provider, you may be expected to pay for dental services and then file a claim for reimbursement. You can request a claim form at www.guardiananytime.com or by calling 1-800-541-7846.

Our checkups are free!

Both dental options provide free exams and cleanings for all my covered dependents. My wife and I have two children, so that means my family can have a total of eight cleanings a year. That’s a great way to ensure my kids grow up with healthy teeth.

22

IASIS offers two flexible spending accounts (FSAs) that let you set aside tax-free money from your paycheck to reimburse yourself for many common health and dependent care expenses. The FSAs are administered by WageWorks.

How the FSAs workWith the IASIS FSAs, you pay less for expenses like deductibles, copays, coinsurance and child care because the money is not taxed when it’s deducted from your paycheck or when you use it to pay for eligible expenses.

Health Care FSA Dependent Day Care FSA

You can contribute… Up to $2,550/year — tax-free Up to $5,000/year1 — tax-free

To reimburse yourself for…Medical, dental and vision expenses

not covered by insurance2

Care expenses for your eligible dependents2

1 If you’re married and file separate tax returns, the maximum you can contribute is $2,500/year.2 Rules and restrictions apply.

How to get startedParticipating in the FSAs is easy, but it takes a little planning. Follow these steps to get started:

1. Estimate your health care and dependent care expenses separately for the upcoming year. WageWorks’ Online Savings Calculator at www.fsaworks4me.com can help.

2. Decide how much to contribute to each account. Your contributions will be deducted from your paycheck on a pre-tax basis — that is, before taxes are taken out of your check — and deposited into your account(s). Be careful not to overestimate your expenses; certain rules apply to money left in your account at year-end. See page 24.

3. Get reimbursed:

n■ For health care expenses such as out-of-pocket doctor’s visits or other medical services, dental, orthodontia, vision and prescription purchases, you can use the debit card you’ll receive after your initial enrollment. It contains your Health Care FSA balance and works like cash (see page 23). Or you can pay the expense, then file an FSA claim form and receive a check (or direct deposit, if requested) from your Health Care FSA. You may also file claims online using the WageWorks online claims submission tool or pay your providers directly through the Pay My Provider tool.

n■ For dependent day care expenses, use WageWorks’ Pay My Provider online tool. Or pay the provider as you normally would, then submit your receipts, along with a Dependent Day Care FSA claim form, to the mailing address, online or to the fax number on the form.

Flexible spending accounts

23

Eligible FSA Expenses

Health Care FSA

Generally, eligible health care expenses are those considered tax-deductible by the IRS but not covered by an insurance plan. Examples include:

■n Medical and dental deductibles, copays and coinsurance (for you and your tax dependents)

■n Dental expenses such as orthodontia

■n Vision and hearing care expenses

■n Prescription drug copays/coinsurance

■n Certain over-the-counter drugs, vitamins and supplements (prescription required)

■n Over-the-counter health-related supplies

■n Orthodontia

■n Other out-of-pocket health expenses considered tax-deductible by the IRS.

For a detailed list of eligible expenses, visit www.wageworks.com.

Dependent Day Care FSA

Examples of eligible dependent care expenses include:

■n Day care expenses for your children under age 13

■n Dependent care for a disabled spouse or child or a tax-dependent relative or household member who depends on you for at least half of his/her support

■n Before- and after-school care (if not included in tuition).

Generally, eligible expenses include only those for the actual care of a dependent, not costs for education, supplies or meals, unless those costs cannot be separated.

If you are married, the IRS requires both you and your spouse to be employed to be eligible for dependent care reimbursement, unless your spouse is disabled or a full-time student at least five months of the year.

For a detailed list of eligible dependent day care expenses, visit www.wageworks.com.

WageWorks Health Care cardWhen you initially enroll in the Health Care FSA, you will receive a WageWorks Health Care card you can use to pay for eligible expenses like office visit copays and prescription drugs. Simply present your card at the pharmacy, doctor’s office or other participating provider. Make sure the item or service is an eligible expense.

Be sure to save your itemized receipt. If you are asked to verify a purchase, you must submit a copy of your itemized receipt within 90 days of the transaction date. If you don’t provide documentation within this timeframe, your WageWorks card will be suspended and the unverified amount will be deducted from future reimbursements. Once your debit card is suspended, all transactions must be verified before the card can be reinstated.

IRS guidelines require you to keep documentation of your expenses.

Over-the-counter medicationsOver-the-counter (OTC) drugs, vitamins and supplements cannot be reimbursed under the Health Care FSA, unless you provide a physician’s prescription.

If an OTC drug is reimbursable because you have a prescription, you can use your WageWorks Health Care card to purchase it if you present your prescription at the pharmacy counter. Otherwise, you must pay for it and submit a claim form, along with a copy of the prescription, to WageWorks by mail, online or fax.

OTC suppliesInsulin and certain OTC health-related supplies are eligible expenses without a prescription. Examples include bandages and first-aid dressings, birth control products, blood pressure kits, canes and walkers, contact lenses and solutions, denture products, durable medical equipment, hearing aid batteries, heating pads, hot and cold packs, incontinence products, nebulizers, orthopedic aids, pregnancy and fertility kits, splints, supports and braces, thermometers, and wheelchairs and accessories.

Flexible spending accounts continued

24

Flexible spending accounts continued

Plan carefully — IRS rules applyBecause FSAs offer such favorable tax breaks, certain rules apply.

Use it or lose it

It is important to estimate your expenses carefully.

If you participate in the Dependent Day Care FSA, you must use all the money in your account by year-end; the IRS requires that any funds remaining after this date be forfeited. You do, however, have until March 31 of the following year to submit claims for expenses incurred in the current year.

If you participate in the Health Care FSA, you may carry over to the next year up to $500 of unused funds. In other words, if you overestimate your health care expenses and have money remaining in your account at year-end, you may carry over up to $500 and continue to incur and get reimbursed for eligible expenses from the carried-over amount. However, there are a couple of rules to keep in mind:

■n Any unused amount over $500 will be forfeited.

■n The carryover provision does not reduce how much you can contribute to the Health Care FSA in the next year. For example, if you carry over $400, you can still make the maximum contribution in the next year.

■n You have until March 311 to submit claims for eligible health care expenses incurred in the previous year — regardless of whether you carry over funds.

1 You have 90 days following your termination date or date you become ineligible to submit your final claims. You do not have until March 31 of the following year to submit claims; that date applies only to active FSA participants who are enrolled as of 12/31.

No transfers

If you participate in both spending accounts, you cannot transfer money between your two accounts or use money in one to pay expenses for the other.

Dependent Day Care FSA vs. tax credit

You may use the Dependent Day Care FSA or the Child and Dependent Care Tax Credit, but not both. Talk to your financial advisor to determine which is right for you.

No contribution changes

Once you decide how much to contribute to each account, you can’t change it until the next calendar year, unless you experience a qualified status change, as described on page 7.

Filing claimsClaim forms are available at www.wageworks.com or by calling 1-877-WageWorks (1-877-924-3967), Monday – Friday, 8 a.m. – 8 p.m. ET.

Try WageWorks Mobile!

Not at home? Log into your WageWorks account from your tablet or mobile phone and get the same great features and capabilities.

Use WageWorks Mobile to access your WageWorks Health Care or Dependent Day Care accounts. Check account balances, election amounts, contributions to date and more!

25

Flexible spending accounts continued

Reminder: Dependent Day Care FSA

The Dependent Day Care FSA is for dependent day care expenses, NOT dependent medical expenses. The IRS does not allow you to transfer money between the Dependent Day Care and Health Care FSAs, so be sure your contributions are directed to the correct FSA.

I save $600 a year1

I earn $40,000 annually and pay $2,400 a year for childcare that qualifies for reimbursement under the Dependent Day Care FSA. Look how much I saved in one year!

Without an FSA

With an FSA

Monthly pay $3,333 $3,333

Pre-tax contributions to FSA - 0 - 200

Taxable monthly pay $3,333 $3,133

Federal income tax (15%) 500 470

State income tax (3%) 100 94

Social Security tax (7.65%) 255 240

Pay after taxes $2,478 $2,329

After-tax monthly expenses - 200 - 0

Net take-home pay $2,278 $2,329

I saved $51/month ($2,329 vs. $2,278) or $612 a year. To calculate your estimated savings based on your specific needs, visit www.fsaworks4me.com.1 Tax rates are estimated; example amounts are rounded to the nearest dollar.

26

Life insurance and accidental death and dismemberment (AD&D) coverage provides financial protection in the event you or a covered family member dies or becomes seriously injured in an accident. Coverage is provided through Reliance Standard.

Employee life and AD&DIf you are a full-time employee, basic life and AD&D insurance equal to your annual salary is provided at no cost to you. You can add to this coverage by purchasing supplemental life and/or AD&D coverage. See the chart below.

Basic life and AD&D Supplemental life insurance Supplemental AD&D

Choose… 1x your annual salary1 1x, 2x, 3x, 4x or 5x your annual salary, up to $1,000,0002

1x, 2x, 3x or 4x your annual salary, up to $500,000

1 Up to $500,000.2 May be subject to evidence of insurability (EOI) requirements. The guarantee issue amount is the lesser of 5x annual salary

or $500,000, regardless of age.

Dependent life and AD&DYou can also buy life and/or AD&D coverage for your family. You may be asked to provide evidence of insurability, which must be approved before coverage can become effective. See page 27 or talk to your HR representative for details.

Choose… Dependent life insurance Dependent AD&D

For your spouse $5,000, $10,000, $25,000, $50,000 or $100,0001 $25,000, $50,000 or $100,000

Per child $5,000 or $10,0002 $10,0002

1 Spouse must be under age 70 to elect coverage. The guarantee issue amount is $100,000, regardless of age.2 From 15 days to age 26.

Life and AD&D

I’m protecting my family.

I take comfort in knowing my family will be protected financially if something happens to me. I planned ahead by electing life insurance when it was first offered to me. If I had waited until later to elect it, I would have had to complete a medical questionnaire and be approved before my coverage became effective.

27

Life and AD&D continued

Your beneficiaryYour beneficiary is the person(s) you name to receive any life and/or AD&D benefits that are payable if you die. When you enroll for life and/or AD&D coverage, be sure to designate a beneficiary. You can change or update your beneficiary(ies) at any time during the year by visiting www.iasishealthcare.com/employees/benefits/forms. Complete and return the form to Human Resources, or complete an online beneficiary designation form when you enroll for your benefits.

Evidence of insurabilityIn certain cases, you (and/or your spouse) may be required to submit evidence of insurability (EOI) to Reliance Standard and be approved before coverage becomes effective. For example, EOI is required if:

■n You choose not to enroll for supplemental life or spouse life when first eligible but wish to elect it later

■n You wish to increase your or your spouse’s life coverage

■n Your supplemental life insurance election exceeds the guarantee issue amount, as shown on page 26.

Pre-existing condition limitsIf you enroll for life insurance when you first become eligible for benefits, you do not have to answer any medical questions. If you don’t elect supplemental life when first eligible but choose to add it during a future annual enrollment, Reliance Standard will complete an underwriting medical check and take into consideration any pre-existing conditions. See “Evidence of insurability” for additional rules.

Benefit reductionsEmployee life and AD&D benefits will be reduced to 67% of your coverage amount at age 65; to 50% at age 70.

Filing claimsGo to www.iasishealthcare.com/employees/benefits/forms to download a claim form. Contact your HR representative for assistance submitting a life and/or AD&D claim to Reliance Standard.

28

Disability coverage continues a portion of your paycheck if a serious illness or injury keeps you from working. Short-term and long-term disability coverage is administered by Matrix Absence Management.

Short-term disabilityShort-term disability is provided to all full-time, non-management employees — at no cost.

Benefits begin... After 30 days of disability (waiting period)

Plan pays1…

40% of your eligible weekly pay if you’ve completed less than 3 years of service

50% of your eligible weekly pay if you’ve completed 3-6 years of service

60% of your eligible weekly pay if you’ve completed 7 or more years of service

Benefits generally continue… For up to 22 weeks of disability

1 Up to $1,150/week; limits may apply.

Applying for benefits

To apply for short-term disability benefits, you must call 1-877-202-0055 (available 24/7), or submit your claim electronically by visiting www.matrixeServices.com.

Disability

I’m prepared.

I used to worry about being sidelined from work with an illness or injury and not being able to pay the bills. But not any more. Disability coverage keeps part of my paycheck coming if the unexpected happens.

29

Evidence of insurability

If you elect long-term disability when first eligible, evidence of insurability is not required. If you decline coverage when first eligible but choose to elect it later, you must provide evidence of insurability to Reliance Standard and be approved before your coverage becomes effective.

Applying for benefits

Long-term disability benefits generally pick up where short-term disability leaves off. If it appears your short-term disability claim will extend into a long-term disability claim, a claims representative will send you the necessary paperwork to complete.

Be sure to complete all paperwork, including all required documentation showing proof of your disability. Then submit the completed forms to Matrix Absence Management at least 30 days before the end of the waiting period.

Qualifying for benefits

You must be enrolled for long-term disability coverage and meet the plan’s definition of “disabled” to qualify for benefits. During your waiting period and the next 12 months, disabled means you are unable to perform the material and substantial duties of your regular occupation. After benefits have been paid to you for 12 months, disabled means you are unable to perform the material duties of any occupation.

Pre-existing conditions

If you become disabled during your first 12 months of coverage as the result of a pre-existing condition, benefits may not be payable for that disability. See your summary plan description for details.

Disability continued

Long-term disabilityIf you are a full-time employee, you may elect optional long-term disability coverage to protect you financially if you become unable to work for an extended period.

Benefits begin... After 180 days of disability (waiting period)

Plan pays… 60% of your monthly earnings, up to $5,000/month1

Benefits generally continue… Until your disability ends or until you reach age 652

1 Limits may apply.2 If you are age 61 or under when your covered disability occurs, the maximum benefit duration is to age 65. If you are

age 62 or older when your covered disability occurs, the maximum benefit duration is based on a sliding scale. See your summary plan description for details.

30

401(k)

IASIS Healthcare’s 401(k) Retirement Savings Plan is a smart, tax-effective way to save for the future.

EligibilityYou are immediately eligible to participate in the 401(k) plan if you are a full-time or part-time employee. If you are PRN, you are eligible to participate after you complete 12 months and 1,000 hours of service.

Changing your contributionsYou may increase, decrease, stop or restart your contributions at any time by calling the toll-free number for your plan or by visiting your plan’s participant website.

How much you can saveYou can save as little as 1% or as much as 50% of your total annual pay, up to 2017 IRS limits, on a before-tax basis. This means your contributions are deducted from your paycheck before federal (and in most cases, state and local) taxes are taken out. As a result, you reduce your taxable income, so you pay less in taxes than you would if you saved with after-tax dollars.

Catch-up contributions

If you are age 50 or older during 2017 and reach the 2017 IRS contribution limits, you may make additional “catch-up contributions” to boost your retirement savings.

Catch-up contributions are invested in the same manner as your regular contributions. See your HR representative for details.

Matching contributions

After one year of service, IASIS may make a discretionary matching contribution to your account.

Another great way to save

The money I’m allocating to my 401(k) is deducted from my paycheck before taxes are taken out, so I’m paying less in taxes. And because my contributions come right out of my check, I don’t have to remember to save.

31

401(k) continued

Investing your contributionsThe 401(k) plan offers a variety of investment options, each with a different level of risk and return potential. You may invest your contributions in any or all of the investment funds. You can change your fund choices for future contributions and/or move your existing balances from one fund to another anytime. Simply call the toll-free number for your plan or visit your plan’s participant website.

Accessing your moneyAlthough the 401(k) is designed to help you accumulate money for the future, you do have access to some of your funds while you’re still working through loans and special withdrawals. See your 401(k) plan materials for more information.

For more informationOnce you become eligible, you will receive a packet of materials about the 401(k) plan directly from your 401(k) plan administrator. You may also visit www.iasishealthcare.com/employees/benefits to view the summary plan description, which includes detailed information about the plan, or request a copy from your HR representative.

32

Voluntary insurance products

In addition to the array of benefits previously described, regular full-time and part-time employees may also choose from several voluntary insurance plans designed to enhance your financial protection.

You can enroll for the following plans:

As a new hire

During fall annual enrollment

During a separate voluntary benefits enrollment1

Accident insurance ✓ ✓

Voluntary short-term disability ✓ ✓

Identity theft protection ✓ ✓

Legal plan ✓ ✓

LifeTime Term insurance with Long-Term Care

✓

Critical illness insurance ✓

1 During this enrollment, held in the first quarter of each year, new hires will meet with a benefit counselor onsite at each IASIS location and/or be provided with call center and online enrollment tools.

Accident insurance Accident insurance provides coverage for work- and non-work-related injuries and medical expenses such as emergency room care, fractures and more. The plan provides unique features including:

■n A first accident benefit – This pays you $100 as soon as you report your first claim for covered benefits.

■n A sports package – Your benefits increase 25%, up to $1,000 per person per year, for injuries resulting from participation in organized sports.

You can elect employee only, employee + spouse, employee + child(ren) or family coverage.

Voluntary short-term disability This coverage fills the gap between sick leave/PTO and your company-provided STD coverage. It replaces up to 60% of your weekly pay (up to $1,250/week) after a 7-day waiting period. Benefits continue up to 23 days. Benefits are not paid while receiving PTO pay. This plan is not available to corporate employees (except call center and hourly data center employees), or director-level employees and above.

Is evidence of insurability required for the voluntary plans?

If you elect LifeTime Term and/or critical illness insurance when first eligible, coverage is guaranteed with no medical questions required. If you do not elect coverage when first eligible but choose to elect it later, you may be required to provide evidence of insurability (EOI), also known as proof of good health, and be approved before your coverage becomes effective. Your HR representative can provide more details.

Are there any pre-existing condition exclusions?

Under the short-term disability and critical illness plans, no benefits are payable during your first 12 months of coverage as the result of a pre-existing condition. A pre-existing condition is one for which you received medical advice or treatment from a medical professional in the 12 months before your coverage begins. However, after you have been covered by the plan(s) for 12 months, the pre-existing condition limit no longer applies.

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Voluntary insurance products continued

For more information about voluntary short-term disability, call 1-877-202-0055. For information on the other voluntary plans, contact the carrier listed on page 37 or call BeneSync at 1-888-808-1664 ext. 3298.

I get paid to get a checkup.

I discovered that the voluntary critical illness plan pays for one wellness visit a year, up to $50. Here’s the best part: If I’ve already gotten a checkup, like a mammogram or cholesterol screening, all I have to do is submit the bill and the insurance company will send me a check.

Identity theft protectionIdentify theft is one of the fastest growing crimes in the U.S. — one in four people have experienced it. The LifeLock Identity Theft Protection Program offers much more than traditional credit monitoring. LifeLock scans over a trillion data points every day and issues 20,000-30,000 alerts every week to its members. Coverage includes a set of features that help prevent, detect and resolve identity theft.

Legal plan This plan provides you and your family with affordable access to legal services such as telephone consultation and will preparation. See your HR representative for more information.

LifeTime Term insurance with Long-Term Care This unique life insurance, offered through Combined Insurance, is an affordable, permanent term life policy with guaranteed coverage to age 121 and a premium designed to remain level. These features are important because employer-provided group life plans have limits after an employee terminates or retires. Unlike other life insurance products, premiums do not increase based on your age.

This coverage provides additional benefits, including:

■n An accelerated benefit for long-term care if the covered person is certified chronically ill and cannot perform two of six activities of daily living

■n A no-cost accelerated death benefit, which advances 50% of the face amount if the covered person is diagnosed as terminally ill

■n A paid-up death benefit after just 10 years, which means if you stop paying premiums at some point in the future, you are guaranteed paid-up coverage on a reduced amount

You can elect individual or family coverage. LifeTime Term coverage is portable, which means you can keep it even if you terminate employment.

Critical illness insurance Living with cancer or another critical illness can create a significant financial hardship. Critical illness insurance can help you be prepared. It pays a lump sum cash benefit directly to you following the diagnosis of a covered critical illness, and can help you meet out-of-pocket expenses associated with battling one of the covered illnesses.

Covered critical illnesses include but are not limited to Alzheimer’s, benign brain tumor, cancer, carcinoma in situ, coma, coronary artery obstruction, end stage renal failure, heart attack, major organ transplant, skin cancer and stroke.

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Other benefits

IASIS offers a variety of non-traditional benefits to enhance your life and round out your benefits package.

Employee Assistance Program (EAP)The EAP provides confidential counseling and referral services to you and your family members. Services are free and you do not have to be enrolled in an IASIS benefit plan to participate.

The EAP is administered by ACI Specialty Benefits and can help with issues such as family or marital problems, workplace concerns, financial or legal problems, parenting, elder care, depression or other emotional problems, and grief and loss.

Contact the EAP by:

■n Calling 1-855-RSL-HELP (1-855-775-4357) to speak with an EAP counselor

■n Visiting http://rsli.acieap.com (click myACIonline to log on or register for a free account; Company code RSLI859 should already be filled in)

■n Downloading the myACI App for mobile access (visit www.iasishealthcare.com/employees/benefits to view Mobile App flier)

EAP services are completely confidential.

Employee mortgage programIASIS has partnered with Wells Fargo Home Mortgage to help make buying a home less costly and more convenient. Benefits include a streamlined phone application, prompt approval decision, free prequalification consultation, competitive rates and fees, and free refinance savings projections. Home equity loans are also available. Call 1-800-553-9988 or visit www.employeemortgage.com/loans/ih0827 for details.

I needed help.

Soon after becoming caregiver to my aging mother, I found myself overwhelmed and depressed. I’m not enrolled in an IASIS medical plan but discovered I’m still eligible to use the Employee Assistance Program. What a lifesaver! I was connected with a counselor who helped me get my life back on track.

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Other benefits continued

Student loansWells Fargo offers IASIS employees and their family members an array of educational and financial resources to help reach their education goals, including:

■n Loans for private (K-12), undergraduate and graduate programs and professional education expenses such as tuition, room, board, books, supplies, personal computers and software

■n An online resource center, which includes college and scholarship search engines, a student loan calculator, and CollegeSTEPS, a free college-planning program for high school students.

The loan program has no application or origination fees, loan guarantee fees or prepayment fees. For more information, call 1-800-378-5526 or visit www.employeefinancialsolutions.com/IH0827 for details.

Wells Fargo membership bankingIASIS employees can take advantage of money-saving Wells Fargo banking privileges — online, by mail and in person. Call 1-866-245-3452 seven days a week, 24 hours a day for details, or visit www.employeefinancialsolutions.com/IH0827.

Tuition reimbursementRegular full-time employees who have completed at least 90 days of employment with satisfactory job performance and attendance may take advantage of a tuition reimbursement program, which reimburses up to $5,250 per calendar year for tuition, related fees and the cost of textbooks. Part-time employees are not eligible.

To receive reimbursement, you must successfully complete a course that is directly job-related or part of a degree program that helps you qualify for promotional opportunities with IASIS. Courses must be completed through an accredited, recognized educational institution. See your HR representative for more information.

Adoption assistanceThe adoption assistance program reimburses eligible employees up to $2,500 for costs associated with legally adopting a child. Regular full-time employees are eligible to apply for assistance. Certain limits apply. See your HR representative for details.

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Your benefits eligibility is based on the number of hours you work each week. Most employees work a consistent number of hours each week, while other employees are variable-hour employees who are generally expected to work less than an average of 30 hours per week measured over a 12-month period. When you are hired, you will receive benefits according to your status (full-time, part-time, variable-hour).

As a newly hired employee, IASIS will measure your hours worked as part of the Initial Measurement Period (IMP)* that runs approximately 11 months beginning on your date of hire to determine future benefits eligibility. You may gain or lose eligibility for health benefits based on the hours you worked during this period. After your IMP, your time will be measured annually during the IASIS Standard

Measurement Period (SMP) that runs October – October. You may also gain or lose eligibility for health benefits based on hours worked during each SMP.

* Average hours includes hours worked as well as PTO usage.

What can you do?■n Work enough hours to stay eligible for

benefits.

■n Keep track of your hours, including PTO usage.

■n If you are called off early, use PTO or seek other shifts to make up needed hours.

Don’t lose your benefits because you didn’t work enough hours

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Plan/Vendor Website Phone numberGENERAL

Benefits questions www.iasishealthcare.com (click For Employees, then Employee Benefits)

Contact your HR representative

MEDICAL

Meritain, an Aetna Company www.aetna.com/docfind/custom/mymeritain (network: Aetna Choice POS II)www.MyMeritain.com

1-866-209-2929

PRESCRIPTION DRUGS

OptumRx www.optumrx.com 1-844-368-7158

DENTAL

Guardian www.guardiananytime.com 1-888-600-1600 (pre-enrollment) 1-800-541-7846 (post-enrollment)

VISION

Vision Service Plan (VSP)Davis Vision

www.guardiananytime.com 1-800-877-71951-877-393-7363

FSA

WageWorks www.wageworks.com 1-877-924-3967

LIFE AND AD&D

Reliance Standard www.iasishealthcare.com (click For Employees, then Employee Benefits)

1-800-351-7500

DISABILITY

Matrix Absence Management www.matrixeServices.com 1-877-202-0055

401(k)

Wells Fargo www.wellsfargo.com/retirementplan 1-800-728-3123

Fidelity Investments (SJMC only) www.401k.com 1-800-835-5097

VOLUNTARY INSURANCE PRODUCTS

LifeTime Term N/A 1-877-352-3303

Accident insurance www.combinedinsurance.com 1-800-544-9382

Voluntary short-term disability www.matrixeServices.com 1-877-202-0055

Critical illness insurance www.combinedinsurance.com 1-800-544-9382

Identity theft protection www.lifelock.com 1-800-607-9174

Legal plan www.legalplans.com 1-800-821-6400

EMPLOYEE ASSISTANCE PROGRAM

ACI Specialty Benefits http://rsli.acieap.com (click myACIonline)Company code: RSLI859

1-855-775-4357

WELLS FARGO

Home mortgage programStudent loansMembership banking

www.employeefinancialsolutions.com/IH0827

1-800-553-99881-800-378-55261-866-245-3452

Important contacts

Dover Centre n 117 Seaboard Lane, Building E n Franklin, TN 370678/17 — TX/LA/CO/TN