YOUR 2016 BENEFITS AT PHILLIPS 66hrcpdocctr.phillips66.com/HR_P66_Comm/New_Hires/2014NewHire… ·...

YOUR 2016 BENEFITS AT PHILLIPS 66

When you join the Phillips 66 team, you’ll become part of a dynamic, ambitious company that’s poised for growth.

You’ll also become part of a company that’s committed to being a great place to work. And that’s why we’ve designed a competitive benefits program with your needs in mind.

Please take a few moments to review this short summary of our Phillips 66 benefits. Why? Because you may be enrolling in these benefits soon, and it’s up to you to make the best possible choices for yourself and your family!

So dive right in. And don’t worry if you have questions. More complete details will be coming your way.

PHILLIPS 66 BENEFITS FOR LIFE’S JOURNEY | 2

BENEFITS FOR LIFE’S JOURNEY

No matter where you go or what you do, your Phillips 66 benefits will be there to enhance your journey. Our plans can help you with your needs for Today, Tomorrow and the Unexpected.

BENEFITS FOR TODAYPhillips 66 cares about your health and the health of your family. We want you to be healthy and productive so that you can enjoy life’s journey. That’s why our medical, vision, dental plans and flexible spending accounts include valuable coverage options to keep you “tuned-up” along the way!

If you are a U.S. Expat, Inpat or Non-Citizen Non-Resident employee, your medical, dental and vision benefits are available through Cigna Global Health Benefits. Visit hr.phillips66.com for more information.

A Choice of Medical Plan OptionsEach of our medical plans includes coverage for preventive care, regular checkups and office visits, hospital stays, prescription drugs, mental health and substance abuse, and more!

• With the Consumer Plan, you pay lower employee contributions for coverage in exchange for a higher annual deductible.

If you enroll in the Consumer Plan with a Health Savings Account (HSA), Phillips 66 will contribute $500 (You only) or $750 (You + 1) or $1,000 (You + 2 or more dependents) to your HSA. (Please note that some limits may apply.) Please see page 8 for more information.

• With the PPO Plan, you pay higher employee contributions for coverage in exchange for a lower annual deductible.

If you enroll in the PPO Plan, you can choose to contribute to a Health Care Flexible Spending Account (HCFSA) and contribute up to $2,500. Please see page 8 for more information.

• Kaiser Permanente Health Maintenance Organization (HMO) is available if you live in California and within the HMO’s service area.



Here’s a quick look at the Consumer Plan and PPO Plan benefits available through either Aetna or BlueCross BlueShield of Texas depending on your location. We’ll start with how the plans are different.

Consumer Plan PPO Plan

Your monthly premiums*

* Before the monthly Wellness Incentive (see page 8)

$ 63 You only

$ 114 You + 1

$ 155 You + 2 or more

$ 123 You only

$ 269 You + 1

$ 364 You + 2 or more

Health Savings Account (HSA) or Health Care Flexible Spending Account (HCFSA)

HSA-eligible

Phillips 66 contributes: • $ 500 (You only) • $ 750 (You + 1) • $ 1,000 (You + 2 or more)

You can contribute up to: • $ 2,850 (You only) • $ 6,000 (You + 1)• $ 5,750 (You + 2 or more)

(Age 55 or over, you can make an additional contribution of $1,000)

HCFSA-eligible

Phillips 66 contributes: $0

You can contribute up to: $2,500

Annual deductible Network and non-network combined:

$ 1,400 for You only

$ 2,800 for You + 1 or more

Includes prescription drug costs

Network:

$ 600 for You only


Non-Network:

$ 1,200 for You only


Excludes medical copays and prescription drug costs

Annual out-of-pocket maximum

Includes amounts paid toward the deductible

Network:

$ 4,000 for Individual*

$ 8,000 for Family

Non-network:


$ 12,000 for Family

* Once individual out-of-pocket maximum reached, individual claims paid at 100%. Includes prescription drug costs.

Network:


$ 9,000 for Family

Non-Network:


$ 16,000 for Family

* Once individual out-of-pocket maximum reached, individual claims paid at 100%. Includes medical copays and prescription drug cost.



Although the plans have different monthly costs, deductibles and out-of-pocket maximums, they cover the same services and supplies and pay almost identical benefits.

The Consumer Plan AND the PPO Plan pay …

Network Non-network*

Preventive medical care

Deductible waived

100% 100% up to plan limits, then 50%

Doctor office visits (Non-preventive)

Consumer Plan: 80%, after deductible

PPO Plan: 100% after $25 copay ($50 copay for specialist)

50%, after deductible

Hospital room and board and physician services

80%, after deductible 50%, after deductible

Most other covered inpatient and outpatient services


* “Reasonable and customary (R&C)” limits apply to non-network expenses.



The Consumer Plan and PPO Plan options include a retail and home delivery benefit through CVS/caremark. Your share of the cost is as follows:

Consumer Plan PPO Plan

Retail pharmacy (Up to a 30-day supply)

Network pharmacy

Generic/Preferred Brand: You pay 20% after the deductible

Non-Preferred Brand: You pay 30% after the deductible

Generic: You pay a $10 copay

Preferred Brand: You pay 40% ($150 maximum)

Non-Preferred Brand: You pay 50% ($300 maximum)

Non-network pharmacy*

You pay 50% after deductible You pay 50% ($25 minimum; no maximum)

CVS/caremark mail order pharmacy (Up to a 90-day supply)

Network pharmacy

You pay 100% of the negotiated discounted cost until you reach your annual deductible

Generic/Preferred Brand: You pay 20% after the deductible

Non-Preferred Brand: You pay 30% after the deductible

Generic: You pay a $20 copay

Preferred Brand: You pay 40% ($300 maximum)

Non-Preferred Brand: You pay 50% ($600 maximum)

Preventive prescription medications** (Those used to help avoid or prevent recurrence of an illness or condition)

Network or non-network pharmacy

First $1,500 of medication cost per person, per calendar year: Covered at 100%, no deductible

Costs above $1,500 per person, per calendar year: Subject to the coinsurance shown above, no deductible

No special provisions for preventive prescription drugs

* Reasonable and customary (R&C) limits apply to care received from non-network providers.** Contact CVS/caremark for the latest list of preventive prescription medications.



Seeing ClearlyYour vision is an important part of your overall health and quality of life. That’s why Phillips 66 offers a choice of vision plans, both administered by VSP.

• The Basic Plan covers routine annual eye exams only. You and your eligible dependents are automatically enrolled in this plan.

• The optional Comprehensive Plan provides an allowance for new glasses or contact lenses for you and your enrolled dependents.

Here’s a summary of plan benefits for services received from VSP network providers*:

Basic Plan (Company provided)

Comprehensive Plan(Optional; employee paid)

Monthly premium Company-paid You only: $7.60You + 1: $13.80You + 2 or more: $21.15

Exam Covered in full; one exam per calendar year

Covered under the Basic Plan

Frames or contact lenses Discounts available $150 allowance once per calendar year

Contact lens fitting Discounts available Covered in full once per calendar year

Lenses — Single vision, bifocal, trifocal, lenticular, polycarbonate (under age 19)

Discounts available Covered in full once per calendar year

Lens options — Progressive, anti-reflective

Discounts available You receive VSP Preferred Pricing

Laser surgery Discounts available Discounts available

* A lower level of plan benefits is paid for covered services received from non-VSP providers.



Dental Coverage to Make You SmileOur dental plan includes coverage for regular checkups, preventive care and other services to keep your teeth and gums healthy.

Here’s a quick summary:

Dental Plan

Network Non-network

Your monthly premiums $ 6 You only$ 14 You + 1$ 24 You + 2 or more

Annual deductible $50 individual; $150 family

Annual maximum benefit $2,000 per person

What you pay

Diagnostic and preventive services, such as oral exams, cleanings, and fluoride treatments

$0, no deductible applies 20%, after deductible

Basic services, such as fillings, endodontic and periodontic treatments


Major services, such as crowns and implants


Orthodontia services Lifetime maximum benefit of $2,000 per person

50% 50%

Before seeing your dentist, always check that he or she is in the MetLife network. To do so, or to find a network dental provider if you don’t already have one, go to www.metlife.com/mybenefits. Enter “Phillips 66 Company” in the box for company, and fill in your ZIP code.



Take Advantage of Our Wellness Incentive Program!It’s the little choices we make each day that help keep us healthy.

Our wellness tools and programs that can support your healthy lifestyle include a 24-Hour Nurseline, Wellness Coaching through WebMD and an annual biometric screening to help provide a baseline for understanding your numbers. Look for Wellness Programs information in the Benefits for Today section of our HR website (hr.phillips66.com).

You can earn points for participating in a variety of health-related activities. These points provide rewards at certain milestones after you complete and submit both your Health Assessment and Biometric Screening — and also accumulate for redemption as monthly incentive credits for the following year.

About the Health Savings Account (HSA) You must enroll in the Consumer Plan (HSA-eligible) to contribute to an HSA or receive Phillips 66 HSA contributions. Your HSA is owned by you, the funds carry over from year to year, and you can take it with you even if you leave the company.

If you enroll in the Consumer Plan (HSA-eligible), your contributions can be deducted from your paycheck on a before-tax basis and company contributions will be automatically credited to your account.

Flexible Spending Accounts (FSAs)FSAs let you set aside money from your pay before taxes are calculated and use it to pay for eligible health care and dependent care expenses.

Phillips 66 offers the Health Care FSA and Dependent Care FSA. Contributions are limited by the Internal Revenue Service (IRS), but unlike the HSA, you must use the money before the end of the year or you’ll forfeit it (use it or lose it).

The Phillips 66 FSA Plan is administered by WageWorks. When you enroll in an FSA for the first time, WageWorks will provide a health care debit card you can use to pay for eligible health care expenses. FSA cards from WageWorks expire every three years.

For the Health Care FSA, you can contribute any amount from $120 up to $2,500. It’s important to consider your anticipated needs because you will forfeit any FSA funds that aren’t used to pay qualified expenses incurred during the year.

For the Dependent Care FSA, you can contribute any amount from $120 up to $5,000. This helps you pay for qualified child care services (for example, day care) for children under the age of 13, or care for a disabled spouse or dependent of any age, which allows you (or, if you’re married, you and your spouse) to work.

For information on eligible health care and dependent care expenses, go to https://www.wageworks.com/employee/eligible-expenses/ or http://www.irs.gov.

https://www.wageworks.com/employee/eligible-expenses/

https://www.wageworks.com/employee/eligible-expenses/



BENEFITS FOR TOMORROWPlanning today for the future is important. As an eligible Phillips 66 employee, you’ll be automatically enrolled in the company-paid Cash Balance Account. And you can add to your future security — and earn company contributions — by participating in the Phillips 66 Savings Plan.

Phillips 66 Cash Balance AccountThis company-paid pension benefit builds cash for your retirement years. Most newly hired employees are eligible to participate as of the first of the month after their date of hire.

Your Cash Balance Account benefit grows through pay credits and interest credits that Phillips 66 applies each month. Pay credits are based on your age and years of service with the company. Generally, you’re fully vested in your benefit after three years.

Phillips 66 Savings PlanThe Phillips 66 Savings Plan puts you in the driver’s seat when it comes to saving for retirement. It offers tax savings, company matching and Success Share contributions and a choice of investment options.

There are two parts to the plan.

Thrift (You and the company contribute)New employees are automatically enrolled in the plan at a default contribution rate of 3% of eligible pay on a before-tax basis. In addition, your before-tax contribution percentage will be automatically bumped up 1% each January until your contribution percentage reaches 5%. You can increase, decrease or end your contributions at any time.

The company will match your contributions dollar for dollar, up to 5% of your eligible pay!

Success Share (The company contributes)If you contribute at least 1% to Thrift, you may also be eligible to receive a discretionary Success Share company contribution.

Success Share contributions are made twice each year. The contribution percentage is determined by senior management and ranges from 0% to 6% of eligible pay. The target contribution is 2%.



BENEFITS FOR THE UNEXPECTEDBecause every journey has some hazards along the way, we offer plans that provide financial protection for yourself and your family.

Resources for LifeAn important aspect of wellness is having a sense of balance and peace of mind in all areas of life. But when you’re coping with an elderly parent, supporting sick family members, or even preparing for a major life change like getting married, things can be challenging. That’s where Resources for Life can help! This program includes work/life resources to assist in areas such as child care, elder care, education and daily living — all at no cost to you!

Life and Accident ProtectionWith both company-provided and optional voluntary benefits, our life and Accidental Death and Dismemberment (AD&D) benefits give you the flexibility to choose the coverage that works best for you.

Phillips 66 provides you with …• Basic life insurance of 1 times your annual

pay; and

• Occupational Accidental Death (OAD) coverage of $500,000 (for most employees).

The company pays the full cost of these coverages.

In addition, you can choose to purchase …• Supplemental life insurance up to 8 times your

annual pay for yourself. Evidence of insurability may be required.

• Spouse life insurance ($50,000 up to $500,000). Evidence of insurability may be required.

• Child life insurance ($15,000, $20,000, $25,000) for your eligible dependent children.

• Accidental Death & Dismemberment (AD&D) coverage ranging from $50,000 to $1 million for yourself, as well as coverage for your family.

You pay the full cost of these coverages.

Income Protection if You Become DisabledOur disability plans will provide income to you if you’re unable to work due to non-occupational illness or injury.

STD BenefitsThe Short-Term Disability (STD) Plan pays benefits for up to 52 weeks. The STD benefit is 100% or 60% of pay. The number of weeks at 100% of pay depends on your years of service with the company. After you’ve completed 10 years of service, you’ll be eligible for the maximum benefit of 26 weeks at 100% of pay, with the next 26 weeks at 60% of pay. Note: Benefits may differ for employees covered under a collective bargaining unit agreement (CBA). Such sites should consult their Human Resources Business Partner (HRBP) or CBA.

The company pays the full cost of this coverage.

LTD BenefitsThe Long-Term Disability (LTD) Plan offers income protection if your disability lasts longer than 52 weeks. If you choose to enroll, you’ll have two choices:

• Basic coverage (50% of your pre-disability earnings); or

• Enhanced coverage (60% of your pre-disability earnings).

The maximum benefit is $20,000 per month.

You pay the full cost of LTD coverage.



EMPLOYEE PROGRAMS AND POLICIESVacation and HolidaysAs much as you’ll love being a part of the Phillips 66 team, it’s important that you take time away from work for rest and relaxation. Our vacation schedule is based on years of service with the company.

Years of serviceNumber of vacation days earned each year

1 – 4 10

5 – 9 15

10 – 19 20

20 – 29 25

30 or more 30

We also observe several paid holidays each year. The specific holidays vary by location and are announced each year or are available online.

Other Time Off PoliciesSeveral policies are in place to help you balance your work and life responsibilities. These include:

• 19/30 work schedule

• Flexible core working hours

• Part-time regular work schedules

• Death in Family

• Serious Illness in Family

• Excused Leave with Pay and Hardship Assistance

• Community Service Leave

• Disability Leave

• Family and Medical Leave (FMLA)

• Military Leave

• Personal Leave/Sabbaticals

NOTE: Some policies may not apply to sites under a collective bargaining unit agreement (CBA). Such sites should consult their Human Resources Business Partner (HRBP) or CBA.

Matching Gift Program for Contributions to Charitable Organizations or SchoolsBy contributing to their favorite non-profit organizations, Phillips 66 team members are making our communities better places to live and work. Phillips 66 doubles the impact of these contributions by matching them dollar-for-dollar, up to $15,000 annually. Eligible recipients include most 501(c)(3) charitable organizations.

Educational Assistance/ Tuition ReimbursementWe believe that furthering higher education in fields of mutual interest to our team members and Phillips 66 is a great investment for all of us. That’s why we pay 90% of tuition and mandatory enrollment fees up to annual maximums of $8,500 for advanced degrees and $4,000 for all other formal education (subject to applicable approvals).



TOOLSThis guide includes only a very brief summary of our Phillips 66 benefits. But there’s a lot more information available if you want to learn more.

Your first stop should be our HR website at hr.phillips66.com. You’ll discover a wealth of information, and you can explore it even before you join our team!

You can also check out the resources shown below that you can use at your leisure. Remember, we want you and your family to enjoy the trip of a lifetime!

Key ContactsStay cruising. Find a resource that best fits your needs.

• Phillips 66 Benefits Center for health, welfare and retirement benefits

(800) 965-4421 or (646) 254-3467 for international callers

8:00 a.m. to 6:00 p.m. Central time, Monday through Friday

• HR Connections for payroll, policies, etc.

(855) 480-6634 or (918) 977-7905

8:00 a.m. to 6:00 p.m. Central time, Monday through Friday

• Your Benefits Resources® (YBR)* at http://resources.hewitt.com/phillips66. YBR is also available through HR Express. Select the “Pension” or “Health and Welfare” tab, then “Your Benefits Resources (YBR).” No additional password is needed.

• HR website at: hr.phillips66.com

• Phillips 66 Savings Plan: Contact Vanguard Participant Services at (800) 523-1188 weekdays from 7:30 a.m. to 8:00 p.m. Central time. You can also access Vanguard through HR Express or directly at www.vanguard.com.

* Available after you join our team!

AlexHave a one-on-one online conversation with this personal benefits “concierge,” as he helps you decide what benefits may be right for you. Find him anytime at www.myalex.com/p66.

Add Our AppPhillips 66 HR Mobile Connect is here to help you get answers while you’re out and about. Go to Phillips 66 HR Mobile App (available in the App Store or Google Play), select “Apps” and launch YBR.

http://hr.phillips66.com

http://resources.hewitt.com/phillips66

http://hr.phillips66.com

http://www.vanguard.com

http://www.myalex.com/p66

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