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2007 Benefits Enrollment Guide
Your Guide to Enrolling in the JPMorgan ChaseHealth & Income Protection Plans and theEmployee Stock Purchase Plan for 2007
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Important Benefits RemindersNewborns and Mothers Health Protection Act. In accordance with the Newborns and Mothers Health Protection Act,
group medical plans and health insurance issuers may not, under federal law, restrict benefits for any hospital length of
stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal delivery, or
to less than 96 hours following a Cesarean section. Further, the plan cannot require that any medical provider obtain
authorization from the plan or any insurance issuer for prescribing a length of stay not in excess of these periods.
Medical Plan Post-Mastectomy Benefits. All options under the JPMorgan Chase Medical Plan cover certain breast reconstructive
benefits in conjunction with a mastectomy for eligible participants. Coverage under the Medical Plan is available for:
Reconstruction of the breast on which the mastectomy was performed; Surgery and reconstruction for the other breast to produce a symmetrical appearance; and
Prosthesis and treatment of physical complications for all stages of mastectomy, including lymphedema.
This coverage is subject to all the terms of the Medical Plan option in which you participate, including relevant deductibles,
copayments, and coinsurance provisions. For more information, please contact your Medical Plan option administrator.
HIPAA Privacy Rights and Protected Health Information. Federal legislation under the Health Insurance Portability and
Accountability Act (HIPAA) legally requires employers to specifically communicate how certain protected health information
under employee and retiree health care plans may be used and disclosed, as well as how plan participants can get access to
their protected health information.
Accordingly, JPMorgan Chase will distribute once every three years a Privacy Notice of Protected Health Information Underthe JPMorgan Chase Health Care Plans to you that describes in detail how your personal health information may be used and
your rights with regard to this information. You can also access a copy of this notice on Company Home>HR & Personal>
Pay & Benefits> Library>Privacy Notice of Protected Health Information. (This notice was last distributed in April 2006.)
The JPMorgan Chase Benefits Program is available to most full-time and part-time U.S. dollar-paid, salaried employees who are regularly scheduled to work20 hours
or more a week and who are employed by JPMorgan Chase & Co. or one of its subsidiaries to the extent thatsuch subsidiary has adopted the JPMorgan Chase Benefits
Program. Thisinformation does not include all of the details contained in the applicable insurance contracts, plan documents, and trust agreements. If there isany
discrepancybetween thisinformation and the governing documents, the governing documents will control. JPMorgan Chase & Co. expressly reservesthe right to
amend, modify, reduce, change, or terminate itsbenefits and plansat any time. The JPMorgan Chase Benefits Program does not create a contract or guarantee of
employment between JPMorgan Chase and anyindividual. JPMorgan Chase oryou mayterminate the employment relationship without notice at any time.
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2007 Benefits Enrollment Guide
Whats Inside Page
2007 Benefits Enrollment 2
Enrollment Resources 3
How to Enroll 4How to Reach a Benefits Call Center Service Representative 6
PINs and PasswordsAccessing the Benefits Web Center and Benefits Call Center 6
Non-Smoker and Smoker Designations for 2007 6
Eligibility for the Health and Income Protection Plans and the 7Employee Stock Purchase Plan
Enrolling for Medical Benefits 10
Enrolling for Dental Benefits 14
Enrolling for Vision Benefits 17
Enrolling in the Health Care Spending Account, Child/Elder Care Spending Account, 19and Transportation Spending Accounts
Enrolling for Long-Term Disability (LTD) Insurance 21Enrolling for Supplemental Term Life Insurance 24
Enrolling for Accidental Death and Dismemberment (AD&D) Insurance 27
Enrolling for Long-Term Care Insurance 29
Enrolling for Group Legal Services 31
Enrolling in the Employee Stock Purchase Plan 33
JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
A B O U T TH IS G U IDE
This Benefits Enrollment Guide provides details about the Health and Income Protection
Plans and the Employee Stock Purchase Plan, their features, what you need to do to make
sure you have the coverage thats right for you, and how to make your benefit elections. It
also contains plan highlights, along with information youll need to enroll for coverage. Here,
you can quickly find:
Your options under each plan; Coverage categories; Information on your coverage costs; Things to consider when making your enrollment decisions; and Instructions for making your enrollment elections.
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Important Note forExpatriate Employees
If you are an expatriate
employee,special
Medical and Dental
options are available
to you because of
your internationalassignment. Certain
information outlined in
the Medical and Dental
sections of this Guide
maynot apply to you.
Please refer to Your Guide
to the JPMorgan Chase
Expatriate Benefit Plan
Optionsfor information
on your options. All
other sections of
this Guide apply to
U.S. home-basedexpatriate employees.
If you are a non-U.S.
home-based expatriate
employee assigned to
the United States, the
following sections of
this Guide apply to you:
Enrolling for Vision
Benefits; Enrolling in the
Health Care Spending
Account, Child/Elder Care
Spending Account, andTransportation Spending
Accounts; and Enrolling
for Group Legal Services.
With the exception
of health benefits
described in Your Guide
to the JPMorgan Chase
Expatriate Benefit Plan
Options, non-U.S. home-
based expatriate
employees retain their
home-base benefits
programs while onassignment. Please
contact your home
country Human
Resources Business
Partner or home country
accessHR for questions
regarding your other
benefits plans.
2007 Benefits EnrollmentYOUR 2007 BENEFITS COVERAGE
There are several changes to certain benefits plans, dependent eligibility, and coverage
provisions for 2007, as outlined in the 2007 Benefits Enrollment Bulletin. Please carefully
review the coverage listed on the Enroll in Your Benefits screen on the Benefits Web Center.
If you wish to make changes, enroll in new plans or options, want to participate in the Health
Care Spending Account and/or Child/Elder Care Spending Account for 2007, or need to updatethe smoker status for yourself or a covered dependent, you must make your elections during
your designated enrollment period (to learn which enrollment period applies to your work
state, please see below).
Please Note: If you have a qualified status change and/or a work status change between the
start of your enrollment period and December 31, 2006, that change may affect your eligibility
and costs for 2007 coverage.
A B O U T TH E 2007 B E N E F ITS E N R O LLME N T PE R IO D
JPMorgan Chase will host two separate enrollment periods for 2007 based on the state where
you work.
2 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Enrollment Period 1: October 213, 2006For the Following WorkStates:
AlabamaCaliforniaColoradoConnecticutDelaware
HawaiiIdahoIllinoisKansasMaine
MassachusettsMississippiNebraskaNevadaNew Jersey
New MexicoNew YorkOhioOregonPennsylvania
Rhode IslandSouth CarolinaSouth DakotaWashington StateWisconsin
Enrollment Period 2: October 1627, 2006For the Following WorkStates:(also includes all U.S. benefits-eligible expatriate employees, all U.S. benefits-eligible employees who do
not have corporate e-mail accounts, employees transitioning from the Bank of New York, former employeesreceiving severance benefits under the Severance Pay Plan, and all employees on a leave of absence)
ArizonaArkansasFloridaGeorgiaIndiana
IowaKentuckyLouisianaMarylandMichigan
MinnesotaMissouriMontanaNew HampshireNorth Carolina
OklahomaTennesseeTexasUtahVirginia
Washington, D.C.West Virginia
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
onsumer Driven HealthOption/Health Savings
ccount Decision Tool
n addition to the Enrollment Web
ools listed at right, you can visit
etnas Consumer Driven Health
ption web site at
www.consumerdrivenoption.com
ia the Internet to access the HSA
alculation Tool and the Plan
election & Cost Estimator.
ou can also call Aetna at
888-238-6275.
Enrollment ResourcesMy Rewards @ Work is your single web source to access enrollment information and/or make
changes to your coverage for 2007 via the BenefitsWeb Center. (See page 4 for information on how
to access My Rewards @ Work.) The following summary highlights the additional enrollment
information available.
ENROLLMENT WEB TOOLSGo to: My Rewards @ Work > Benefits Web Center > Enrollment Decision Toolkit
Compare Your Medical and Dental Plan Options. Select up to three options at a time for
an at-a-glance comparison of 2007 provisions.
Find a Doctor in Your Plan. See if your doctor, dentist, local hospital, or other health care
provider participates in one of the JPMorgan Chase Medical Plan options, Dental Plan
options, or the Vision Plan.
Find Quality Health Care. Learn more about the quality of health care you may receive,
and review hospital ratings and/or patient safety data for certain medical procedures.
Estimate and Compare Medical Expenses by Option. Estimate your total annual medical
expenses (payroll deductions and out-of-pocket costs) under each JPMorgan Chase
Medical Plan option available to you.
Estimate Health Care Spending Account and/or Child/Elder Care Spending Account
Needs. Model your expenses for next year, so you can better estimate the amount
of before-tax dollars to contribute to these accounts in 2007.
Please Note: If you enroll in the Consumer Driven Health Option Plus Health Savings
Account and the Health Care Spending Account for 2007, your Health Care Spending
Account will be limited to dental and vision expenses only (see page 19 for more
information). You will not be able to use your Health Care Spending Account to pay formedical expenses, so please plan your contributions accordingly.
Estimate Your Life Insurance and Long-Term Disability Needs. Find out how much
coverage you need to ensure that you and your dependents have an appropriate level
of protection.
ENROLLMENT GUIDES
Go to: My Rewards @ Work > Enrollment Guides
Domestic Partner Coverage Guide describes the eligibility requirements and enrollment process
for domestic partner coverage under the Medical, Dental, Vision, Health Care Spending Account
(if a qualified tax dependent), Supplemental Term Life Insurance, Accidental Death andDismemberment (AD&D) Insurance, Long-Term Care Insurance, and Group Legal Services Plans.
Beneficiary Designation Form that you may complete in the event you would like
to make changes to your current designations under certain benefits plans.
Important Note: This form is provided for your convenienceyou are not required to change
your beneficiary designations.
You may also request a paper copy of any of these materials (as well as a Personalized Fact
Sheet detailing the options available to you for 2007 and their costs) by calling the Benefits Cal
Centerand speaking with a Service Representative. (Please see page 6 for contact information.)
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4 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Authorization
By using the Benefits
Web Centerorthe Benefits
Call Center, you are
authorizing the company
to withhold from your pay
any contributions that may
be required under the
plans for 2007 and future
years. In the event the
plans should be further
changed or amended, and
subject to the terms and
conditions of such plans,
you agree to continue
under the changed or
amended plans.
Benefits Web Center
AvailabilityDuring each benefits
enrollment period, the
Benefits Web Centerwill
be available 24 hours a
day, seven days a week.
Butdontwait until the last
minute to make your
elections. By enrolling as
early as possible during
your designated
enrollment period,
youll generally avoid
delays associated with the
last-minute rush to make
elections. Youll also
ensure that you have
adequate time to review
your confirmed elections
in case you need to make
further changes.
Benefits Call CenterAvailability
Benefits Call CenterService Representatives
are available Monday
through Friday, from
8 a.m. to 7 p.m., Eastern
Time, except certain
U.S. holidays.
How to Enroll
Once your designated enrollment period begins, you can make changes to yourcoverage for 2007 by following these simple steps:
1
2
3
If You Dont Make Changes During Your Designated Enrollment Period
If you dont make changes to your coverage during your designated benefits enrollment
period, youll have the coverage and related costs listed on the Enroll in Your Benefits
screen on the Benefits Web Center. Please Note: Coverage changes during the year are
generally allowable only if you experience a qualified status change (such as marriage,
divorce, the birth or adoption of a child) or work status change (such as an adjustment to
your regularly scheduled work hours that results in a change to your eligibility status).
Changes must be made within 31 days of the qualifying event and must be consistent with
those allowable by the event. For more information on qualified status changes, please call
the Benefits Call Centerand speak with a Service Representative. For contact information,
please see page 6.
Review This Years Changes
There are changes to certain benefits plans, dependent eligibility, and coverage provisions for 2007.
For information on changes to the JPMorgan Chase Benefits Program for 2007, review the 2007 Benefits
Enrollment Bulletin available on Company Home > My Rewards@Work > Enrollment Guides.
Determine Whether You Need to Enroll or Make Changes
Review the coverage and related per-pay-period costs listed on the Enroll in Your Benefits screen
on the Benefits Web Center.
If you want to make new choices; verify, add, or delete dependents; participate in the Health Care
Spending Account and/or the Child/Elder Care Spending Account for 2007; update the smoker
status for yourself or a covered dependent; or indicate the eligibility status of any newly added
dependent children, go to Step 3.
Make Your Elections
You can make changes to your coverage for 2007 by visiting the Benefits Web Centerfrom
My Rewards @ Work during your designated enrollment period: From Work: Go to Company Home>My Rewards @ Work >Benefits Web Center
From Home: Go to www.MyRewardsAtWork.com via the Internet
The Benefits Web Centerwill show your benefits coverage and dependent information, and will guide you
through the steps required to make elections and/or coverage changes for 2007. If you dont have web
accessfrom workor home to make your elections, please call the Benefits Call Centerand speakwith a
Service Representative. Please Note:You willneed to use your Single Sign-On password or PIN to enroll.
Please see pages 56 for information about accessing the Benefits Web Centerand Benefits Call Center.
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6 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
How Smoker Is DefineUnder the JPMorgan Chase
Benefits Program, a person w
has smoked any type of tobac
product (e.g., cigarettes, ciga
or a pipe) regardless of the
frequency or location (this
includes daily, occasionally,
socially, at home only, etc.) in
the 12 months preceding any
January 1 is considered a
smoker. This definition doe
not pertain to users of tobacc
products that are not smokedsuch as chewing tobacco
or snuff.
As explained at left, you can
complete an approved smokin
cessation program and qualif
for lower, non-smoker rates.
How to Reach a Benefits Call CenterService RepresentativeIf you have questions regarding your benefits coverage and the 2007 annual benefits enrollment
process and/or you dont have web access from work or home to make elections, please call the
Benefits Call Centerthrough accessHR at 1-877-JPMChase (1-877-576-2427) or 1-212-552-5100
(GDP# 352-5100) if calling from outside the United States (Quick Path: Enter your Standard ID or
Social Security number; press1; enter your PIN; press1). Service Representatives are available
Monday through Friday, from 8 a.m. to 7 p.m. Eastern Time, except certain U.S. holidays. (The TDD
number for employees with a hearing impairment is 1-800-719-9980.)
PINs and PasswordsAccessing the Benefits WebCenter and Benefits Call Center
Youll be prompted to enter your Benefits Web Centerpassword or Benefits Call Centerpersonal
identification number (PIN) to help ensure the confidentiality of your enrollment elections.
My Rewards @ Work and Your Single Sign-On Password.You will access My Rewards @ Workusing the Single Sign-On intranet security process. If you havent set up your Single Sign-Onpassword already, please refer to the Single Sign-On instructions available on Company Home >
HR & Personal > Pay & Benefits > Library.
1-877-JPMChase and Your Personal Identification Number (PIN). If you have forgotten yourPIN, you can reset it yourself by calling 1-877-JPMChase (1-877-576-2427). When prompted to
enter your PIN, press0 followed by the# sign to begin the reset process and follow the
prompts. Once the reset process is complete, you can proceed through the telephone system.
Non-Smoker and Smoker Designations for 2007You will pay lower, non-smoker rates for the Medical Plan (employee, adult, and child coverage),
the Supplemental Term Life Insurance Plan (employee and adult coverage), and the Long-Term
Disability Plan (employee coverage) for 2007 if you and/or your covered dependents are non-
smokers, or if you and/or your covered dependents complete an approved smoking cessation
program by the November 29, 2006 deadline. (Please keep in mind that even if you completed
an approved smoking cessation program last fall, you must be smoke free for all 12 months of
2006 to qualify for lower, non-smoker rates in 2007. If you have not been smoke free for all
of 2006 according to the definition at right, you must complete an approved smoking cessation
program by November 29, 2006 to qualify for lower, non-smoker rates in 2007.) Smoking
cessation programs are available throughout the year. More information on smoking cessation
programs and requirements is available on Company Home > HR & Personal > Life & Well-Being >
Personal Health > Smoking Cessation Program.
Important Reminder: Please review the non-smoker/smoker status for yourself and your eligible
dependents on the Benefits Web Centerto ensure the default designations are accurate for 2007.
Please Note: If you were hired on or after October 1, 2006, you will be assigned non-smoker
rates for your and your dependents coverage even if you declare yourself a smoker, because
you may not have had an opportunity to complete a smoking cessation program in order to
qualify for the lower non-smoker rates.
Important NoRegardingQualified StaChanges
If you experience a qualifie
status change (such as
marriage, divorce, the birth
or adoption of a child) or awork status change (such a
an adjustment to your
regularly scheduled work
hours that results in a chan
to your eligibility status)
during your designated
enrollment period, your
eligibility for certain benefi
plans may be affected, and
you may be temporarily
unable to use the Benefits
Web Center. For more
information, please call the
Benefits Call Centerthroug
accessHR at 1-877-JPMChase
(1-877-576-2427) (Quick Pat
Enter your Standard ID or
Social Security number;
press1; enter yourPIN;
press1) and speak with a
Service Representative.
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
mportant Terms:ull-Time Studentenerally, a full-time student is
efined as a dependent enrolled in an
ducational institution on a full-time
asis at the time services are received.
n educational institution is defined
s a school maintaining a regular
aculty, an established curriculum and
aving an organized student body in
ttendance. It includes high schools,
olleges, technical schools and similar
nstitutions, but not on-the-job
aining. JPMorgan Chase will use the
ducational institutions definition of a
ull-time student. During the summer
erm, when few students are enrolled,
overage will be based on enrollment
uring the previousterm, unless the
tudent has completed his or her full
ourse of studies.
hildrenChildren include natural children,
tepchildren, children under your
egal guardianship, your domestic
artners children, and legally
dopted children whom you couldaim as dependents on your income
ax return or for whom you provide at
east 50% of support. Children also
ncludes a child under age 18 who
ves with you and for whom adoption
roceedings have already begun and
hom you have the legal obligation
n whole or part) to support.
Eligibility for the Health and Income ProtectionPlans and the Employee Stock Purchase PlanGenerally, you are eligible to participate in the Health and Income Protection Plans and the
Employee Stock Purchase Plan if you are a full-time or part-time U.S. dollar-paid employee
regularly scheduled to work 20 hours or more per week who is employed by JPMorgan Chase or
one of its affiliates that has adopted the plans. You are considered a part-time employee if you
are regularly scheduled to work at least 20 but less than 40 hours per week.
Full-time employees are eligible to participate in the Health and Income Protection Plans on the
first day of the month following their date of hire. Part-time employees are eligible to participate
in the Health and Income Protection Plans on the first day of the month following a 90-day
waiting period after their date of hire.
To participate in the Employee Stock Purchase Plan, both full-time and part-time employees must
complete 90 days of service by December 31, 2006. For example, to participate in the Employee
Stock Purchase Plan for 2007, you must have been hired on or before September 30, 2006. Please
Note: Employees whose annual total cash compensation is $250,000 or more are not eligible to
participate in the plan. (Please see page 33 for additional information.)
E L I GI B L E D E PE N DE N TS
Under the Medical, Dental, and Vision Plans, Supplemental Term Life Insurance, Accidental
Death and Dismemberment (AD&D) Insurance, Long-Term Care Insurance, and Group Legal
Services Plans, your eligible dependents include:
Your spouse to whom youre legally married or a domestic partner, as explained on the
next page;
Your unmarried dependent children who are fully dependent on you for financial support
up to the end of the month in which they reach:
Age 19; or
Age 21 if they are not eligible for benefits through their own employer; or
Age 23 if they are a full-time student (please see the definition of full-time studentin the column at left).
However, you may continue coverage for an unmarried child who is not capable of supporting
himself or herself due to a mental or physical disability that began before the age limits listed
above and who is fully dependent on you for financial support.
Important Note: If you are currently covering a dependent child in 2006 affected by the
dependent age limits listed above, your dependent child will continue to be eligible in 2007.
These dependent age limits will not take effect until January 1, 2008 (or until the end of the
month in which he or she reaches age 23, if earlier) for any dependent child covered as of
December 31, 2006.
Please Note: There are special issues regarding covering a domestic partner or the child of
a domestic partner who is not your tax dependent. Please see the 2007 Domestic Partner
Coverage Guide for details. (See page 3 for instructions on how to access the Guide.)
(continued on next page)
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Colorado 25 where coverage ends at the end of the month
Florida 25 where coverage ends at the end of the year
Louisiana 24 where coverage ends at the end of the month; grandchildren can becovered up to the end of the month in which he or she reaches age 21
Massachusetts End of day in which a dependent turns age 21 or up to age 26(if he or she is a taxdependent)
New Jersey 30 where coverage ends at the end of the month
New Mexico 26 where coverage ends at the end of the month
Texas 25 where coverage ends at the end of the month
Utah 26 where coverage ends at the end of the month
Wisconsin Grandchildren under age 18 can be covered until the month
If you are living in: The maximum age is:
8 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Eligible Tax Dependents
Under the Health Careand Child/Elder CareSpending Accounts
Your eligible tax dependents cinclude your spouse, a domespartner, and your dependentchildren, including the childre
of your domestic partner if theare your tax dependents.
You may continue to submit elighealth care expensesunder theHealth Care Spending Account (electto participate for2007) fordependent child who does not mthe eligibility requirements as las he or she remainsyour taxdependent for income tax purpo
Important Note onDependent EligibilityYou are responsible forunderstanding the dependeneligibility rules and abidingby them. Each year duringannual benefits enrollment,you must review your covereddependents and confirm theycontinue to meet the eligibilitrequirements. JPMorgan Chasreserves the right to conductdependent eligibility audits aany time. These audits helpensure that dependentswho have been certified forcoverage during the enrollmenprocess continue to meet planrules for eligibility. As a resulyou may be asked to providedocumentation of eligibility foyour covered dependents atanytime. It is important thatyou review both the dependeneligibility rules and the statusof your dependents on fileand make any necessaryadjustments during yourdesignated enrollment periodor within 31 days of a qualifiechange in status (e.g., birth oa child, gain or loss of othercoverage, etc.). The results ofany audit could affect any prioclaims that have been paid,as well as your dependents
eligibility for coverage underthe JPMorgan Chase BenefitsProgram, includingcontinuation coverage underthe Consolidated OmnibusBudget Reconciliation Act(COBRA). Employees areadvised that providing falseor inaccurate informationregarding dependents ordependent eligibility is aviolation of the firms policy aset out in the Code of ConductTo access the Code of Conducplease go to Company Home>About Us>Code of Conduct.
If JPMorgan Chase also employs your spouse/domestic partner or dependent child, he or she
can be covered as an employee or as your dependent, but not as both. If you want to cover your
eligible dependent children, you or your spouse/domestic partner (but not both of you) may
elect to provide this coverage.
Under the Child/Elder Care Spending Account, an eligible dependent is a child under age 13, or
any dependent who is physically or mentally incapable of self-care, whom you claim on your tax
return, and who spends at least eight hours a day in your home. (To claim someone as a
dependent, you need to provide at least 50% of that persons support.)
Please Note: Dependent eligibility can vary under the different plans and options offered through
the JPMorgan Chase Benefits Program. Its always a good idea to checkwith the carrier directly to
learn about any restrictions that may apply. Documentation of eligibility is not always required
when you enroll, but may be requested at any time by JPMorgan Chase or the claims administrator.
DE PE N DE N T AG E E X CE PTIO NS
The dependent eligibility guidelines described on page 7 may be superseded by state mandates
that govern minimum eligibility requirements within a particular state for the Medical Plans
HMO Option, the Dental Plans DHMO Option, and the Vision Plan. (Please see State Mandates
Governing Dependent Eligibility Rules below for the complete listing.)
State Mandates Governing Dependent Eligibility Rules
If you are enrolled in an HMO Option (as defined by JPMorgan Chase) in one of the following
states, the state mandates will govern the eligibility rules for dependents. Possible exceptions
to the JPMorgan Chase eligibility rules are noted below. Please check with your HMO option
administrator for more information.
Please Note: The dependent age exceptions listed above do not apply if you are enrolled in an EPO
option. In addition, certain state mandates may also apply to eligibility for the Dental Plan and the
Vision Plan. Please checkwith your Dental and/or Vision option administrator for more information.
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
pecial Note foron-U.S.ome-Basedxpatriate Employeesyou are not a U.S. citizen
r resident (non-U.S.
xpatriate), U.S. tax laws
may not apply. However,
ou should consult youregal/tax advisor regarding
he implications of covering
domestic partner under the
aws of the foreign jurisdiction
n which you reside.
or more information on
overing a domestic partner,
lease review theDomestic
artner Coverage Guide.
See page 3 for instructions
n how to access the Guide.)
DO M E STIC PA RTN E R S
You may cover a domestic partner under the Medical, Dental, Vision, Group Legal Services,
Supplemental Term Life Insurance, AD&D Insurance, and Long-Term Care Insurance Plans.
At JPMorgan Chase, the definition of a domestic partner is as follows.
You and your domestic partner must:
Be age 18 or older;
Have lived together for at least six months and have a serious, committed relationship; Be financially interdependent;
Not be related to each other in a way that would prohibit legal marriage; and
Not be legally married to, or the domestic partner of, anyone else; or
Have registered as domestic partners pursuant to a domestic partnership ordinance or law
of a state or local government, or under the laws of a foreign jurisdiction.
Important Note:You must certify your request to cover a domestic partner before coverage can
begin. When enrolling a domestic partner for coverage under a particular Medical Plan option,
please be sure that the option you select allows coverage for a domestic partner. At this time,
the following Medical Plan options have limitations on domestic partner coverage:
Dean Health Plan So. WI (HMO) Option does not permit domestic partner coverage.
Kaiser Permanente HMO CO only permits same-sex domestic partner coverage.
The Health Savings Account component of the new Consumer Driven Health Option does
not apply to domestic partners unless you can claim your domestic partner and/or their
children as a dependent on your tax return in your state. Because domestic partners are not
automatically considered tax dependents in most states under the current tax code, expenses
incurred by a covered domestic partner and their children generally cannot be paid for with
the employees Health Savings Account.
The above list is subject to change; for additional information on covering a domestic partner,
please contact each Medical Plan option directly, call the Benefits Call Centerand speak with
a Service Representative, or review the Domestic Partner Coverage Guide. (See page 3 for
instructions on how to access this Guide.)
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Enrolling for Medical BenefitsThe JPMorgan Chase Medical Plan offers eligible employees several different types of
coverage so you can choose the most appropriate medical protection for yourself and your
eligible dependents.
T YP E O F COV ER AG E
You can choose your medical coverage from among the following options, depending on yourhome zip code:
Preferred Provider Organization (PPO)/Point-of-Service (POS) High Option;
Preferred Provider Organization (PPO)/Point-of-Service (POS) Low Option;
Health Maintenance Organization (HMO) Option;
Exclusive Provider Organization (EPO) Option;
Consumer Driven Health Option;*
Traditional Indemnity Option; or
No Coverage.
The Benefits Web Centerwill show what options are available in your area, and will show in
parentheses after each option name whether the option is considered an HMO or EPO.
C OV E R A G E C ATE G O R IE SJPMorgan Chase provides a flexible range of coverage levels. Your coverage level is based
on the dependents you enroll, as shown below:
Employee Only;
Employee Plus One Adult;
Employee Plus Child(ren); or
Employee Plus One Adult Plus Child(ren).
2007 CO S T O F C OV E R A GE
You pay for your cost of medical coverage with before-tax dollars. Your cost per pay period
depends on the level of your annual total cash compensation (excluding overtime), the medical
option you choose, the number and type of eligible dependents you cover, and your and/or your
covered dependents smoker status. Costs for 2007 are shown on the Enroll in Your Benefits
screen on the Benefits Web Center. (Please see page 12 for the definition of Annual Total Cash
Compensation.)* If you enroll in the Consumer Driven Health Option, you have the option to open a new Health Savings Account during the yearthrough
the Benefits Web Centerto help pay for your out-of-pocket medical expenses. There are restrictions on when and how you can make
Health Savings Account contributions. Please see the 2007 Benefits Enrollment Bulletinfor more information.
10 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Note forExpatriate EmployeesIf you are an expatriate employ
a special Medical Plan option i
available to you because of you
international assignment. Cert
information outlined in this
section does not apply to you.
Please refer to Your Guide tothe JPMorgan Chase Expatriate
BenefitPlan Optionsfor
information on your
medical option.
At-a-GlanceComparisons
Through the Ben
Web Center, you
easilycompare specific feat
(e.g., costs, deductibles,
coinsurance, etc.) of up to th
Medical Plan options at one
Things toConsider
Do I want me
coverage thro
JPMorgan Chase, or do
I have adequate
coverage elsewhere?
Do I want an option with
higher deductibles or
copayments to reduce my
per-pay-period costs for
coverage (knowing I may
have higher out-of-pocke
costs when I use the plan
during the year)?
Would I ratherhave higher
period costsand spend les
out of pocket during the ye
Do I want the flexibility of
PPO/POS option to receiv
serviceseither in or out
of network?
Do I want the opportunity
contribute before-tax mon
to a Health Savings Accou
to help pay for future hea
care expenses?
What prescription drugs a
covered under the option
Im considering?
Are my current health car
providers associated with
option that Im considerin If I want to cover a domes
partner, does the option
chosen permit coverage?
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 1
M E DI C AL O P TI O NS AT A GL A NC E
Provision
PPO/POS High Option PPO/POS Low Option HMO Option*and
EPO Option*
Consumer Driven Health Option TraditionalIndemnity
OptionIn-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network
Annualdeductible
None $600employee,$1,200
employee +one,$1,200employee +children,$1,800employee +one + child(ren)
None $700employee,$1,400
employee +one,$1,400employee +children,$2,100employee +one + child(ren)
None $2,700 for employee onlycoverage,$5,400 if you cover any
dependents(combined deductible forboth medical and prescriptiondrug benefits)
Please Note: Preventivemedical care is covered at100% with no deductible
$600employee,$1,200
employee +one,$1,200employee +children,$1,800employee +one + child(ren)
Coinsurancepercentage
90% 70% 80% 60% 100% 80% 60% 80%
Office visitcoverage/copayments
$20copaymentfor physicianoffice visit,
$30copayment forspecialistoffice visit
70%coverage afterdeductible
$40copaymentfor physicianoffice visit,
$50 copaymentforspecialistoffice visit
60%coverage afterdeductible
$20copaymentfor physicianoffice visit,
$30copaymentfor specialistoffice visit(varies byprovider)
80%coverage afterdeductible
60%coverage afterdeductible
80%coverage afterdeductible
Hospitalcoverage/copayments
90% coverageafter $250copayment peradmission;waivedif readmittedfor sameconditionwithin 14 days
70%coverage afterdeductible
80% coverageafter $500copayment peradmission;waivedif readmittedfor sameconditionwithin 14 days
60%coverage afterdeductible
100%coverageafter $250copayment
80%coverage afterdeductible
60%coverage afterdeductible
80%coverage afterdeductible
Annualout-of-pocketmaximum(excludingannualdeductible andcopayments)
$1,200employee,$2,400employee +one,$2,400employee +children,$3,600employee +one + child(ren)
$2,400employee,$4,800employee +one,$4,800employee +children,$7,200employee +one + child(ren)
$3,000employee,$6,000employee +one,$6,000employee +children,$9,000employee +one + child(ren)
$6,000employee,$12,000employee +one,$12,000employee +children,$18,000employee +one + child(ren)
None $5,250 foremployee onlycoverage**,$10,500if you cover anydependents**
$10,500 foremployee onlycoverage**,$21,000if you cover anydependents**
$2,400employee,$4,800employee +one,$4,800employee +children,$7,200employee +one + child(ren)
Lifetimemaximum
Unlimited $2,000,000per individual
Unlimited $2,000,000per individual
Unlimited Unlimited $2,000,000per individual
$2,000,000per individual
All out-of-network percentages above generally apply to reasonable and customary charges. Since in-network charges for covered services have been negotiated with the health care
providers, reasonable and customary limitations generallydo not apply.
*Plan provisions may vary by health maintenance organization (HMO) and exclusive provider organization (EPO); these are typical provisions. Please Note: In some areas, an EPO may
be offered in addition to or in lieu of an HMO. EPOs work much like HMOs in that most in-network services are fully paid after a copayment, out-of-network services are generallynot
covered, and there are generally no claim forms to file. However, EPOs are not subject to state-mandated benefits or dependent age exceptions and prescription drug coverage is
provided by Caremarkthrough the Prescription Drug Plan.
**The annual out-of-pocket maximum forthe Consumer Driven Health Option includes the annual deductible.
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12 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage
Defining Annual Total Cash Compensation.Your Medical Plan contributions are determinedin part by your annual total cash compensation, which is defined as generally your basesalary plus any applicable job differential pay (e.g., shift pay) as of each August 1, plus anycash earnings from any incentive plans (e.g., annual bonus, commissions, draws, overrides,and special recognition payments or incentives) that are paid to or deferred by you for theprevious 12-month period ending each July 31. Overtime is not included. For purposes of
Medical Plan contributions, your annual total cash compensation is recalculated as of eachAugust 1 to take effect the following January 1 and will remain unchanged throughout theyear. For most employees hired on or after August 1, annual total cash compensation will beequal to base salary plus applicable job differentials. Please Note: Separate definitions mayapply to employees in certain sales positions who are paid on a draw-and-commission basis.If this situation applies to you, you will be notified.
Plan Changes. Please keep in mind that even if you continue in the same Medical Planoption youre in today, that option may have significant changes in its provisions.Please Note: Some options may be discontinued for 2007. Please see the 2007 BenefitsEnrollment Bulletin for more information. Be sure to click on the Compare Your MedicalOptions link in the Enrollment Decision Toolkit on the Benefits Web Center, as theremay be changes in benefit provisionssuch as copayments, coinsurance, and out-of-pocketmaximumsand costs that will apply for 2007.
Non-Smoker and Smoker Contributions for Coverage.Your and your dependents smokerstatus will affect your contributions under the Medical Plan. For more information onnon-smoker and smoker premiums under the Medical Plan, please see page 6.
Choosing an HMO or EPO Primary Care Physician. If you elect coverage under an HMO or EPOOption, you may be required to select a primary care physician (PCP). Remember:You canchoose a different PCP for yourself and each covered dependent. Use the EnrollmentDecision Toolkit on the Benefits Web Centerto see if your doctor participates in one of the
JPMorgan Chase Medical Plan options. See pages 56 for instructions on how to accessthe Benefits Web Center.
Providers Leaving Networks. When considering your options under the Medical Plan for2007, please remember that if your health care provider leaves a managed care network,it does not qualify as an event that allows you to change coverage during the year. Pleasecheck with your provider to ensure that he or she plans to continue participation in theoption of your choice for 2007.
Prescription Drug Coverage. All JPMorgan Chase medical coverage includes prescription drugcoverage. If you elect coverage under a Preferred Provider Organization (PPO)/Point-of-Service(POS) Option, the Traditional Indemnity Option, or an Exclusive Provider Organization (EPO)Option, prescription drug benefits will be administered by Caremark, and you will receivetwo separate ID cards (one for medical services and the other for prescription drug benefits).If you elect coverage under an HMO Option, prescription drug benefits will be administeredby the HMO, and you will only receive one ID card from your HMO. If you elect coverage underthe Consumer Driven Health Option, prescription drug benefits will be administered by Aetna,and you will only receive one ID card for medical services and prescription drug benefits.Please Note: If you enroll in the Consumer Driven Health Option, you must meet the annualdeductible before either medical or prescription drug benefits take effect (except forpreventive medical care).
Consumer Driven Health Option Coverage Categories. Unlike other Medical Plan options,there are only employee and family levels for annual deductibles and annual out-of-pocketmaximums. If you are covering any dependents, you will have to meet the entire familyannual deductible before the plan begins sharing a portion of your eligible expensesthrough coinsurance. This means that if you are covering dependents and only oneindividual in your family is incurring medical expenses, they will have to meet the entire$5,400 annual deductible before coinsurance begins. Please Note: Preventive medical careis covered at 100% with no deductible.
Consumer Driven Health Option Plus Health Savings Account. Because of the taxadvantages offered by Health Savings Accounts and the Health Care Spending Account
(continued on next page)
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Important Note forExpatriate EmployeesIf you are an expatriate
employee, a special Dental
Plan option isavailable to yo
because of yourinternationa
assignment. The information
outlined in thissection does
not applyto you. Please refeto YourGuide to the
JPMorgan Chase Expatriate
Benefit Plan Options
for information on your
dental option.
14 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Enrolling for Dental BenefitsThe JPMorgan Chase Dental Plan offers eligible employees different types of coverage so you
can choose the most appropriate dental protection for yourself and your eligible dependents.
T YP E O F CO VE RA GE
You can choose your dental coverage from among the following options, depending on your
home zip code: Preferred Dentist Program (PDP) Option;
Dental Maintenance Organization (DMO)/Dental Health Maintenance Organization (DHMO)
Option;
Traditional Indemnity Option; or
No Coverage.
C OV E R A GE C ATE G O RIE S
JPMorgan Chase provides a flexible range of coverage levels. Your coverage level is based on the
dependents you enroll, as shown below:
Employee Only;
Employee Plus One Adult;
Employee Plus Child(ren); or Employee Plus One Adult Plus Child(ren).
2007 C OS T O F C OV E R A GE
You pay for your cost of dental coverage with before-tax dollars. Your cost per pay period
depends on the dental option you choose, as well as on the number and type of eligible
dependents you cover. Costs for 2007 are shown on the Enroll in Your Benefits screen
on the Benefits Web Center.
Things toConsider
Do I want den
coverage thro
JPMorgan Chase, or do
I have adequate
coverage elsewhere?
Do I want the flexibility
of choosing network
providers for some service
and going outside the
network for others?
Do I want to be able to
receive care from any den
that I choose? Am I willing
pay more forthis option?
Do I want to receive all my
care only from providers
participating in the PDPor DMO/DHMO?
Do I want to reduce the
amount of paperwork
associated with submittin
claims and obtaining
reimbursements?
Is my current dentist
associated with the PDP
or DMO/DHMO that Im
considering?
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 1
D E NT AL O P TI O NS AT A G L AN C E
Provision
Preferred Dentist Program (PDP) OptionDental MaintenanceOrganization (DMO)
OptionAetna
Dental HealthMaintenance
Organization (DHMO)OptionCIGNA
TraditionalIndemnity OptionIn-Network Out-of-Network
Annual deductible
- Preventive
- Restorative(basic and major)
- Orthodontia
None
$25 individual,$75 family
$50 individual(lifetime)
None
$75 individual,$225 family
$150 individual(lifetime)
None
None
None
None
None
None
None
$75 individual,$225 family
$150 individual(lifetime)
Preventive(exams, cleanings,x-rays, sealants)(no deductible)
100% coverage 70% coverage 100% coverage 100% coverage* with$0 copayment
90% coverage
Basic restorative(fillings, extractions,root canal,
periodontal, oralsurgery, anesthesia)
80% coverage afterdeductible
60% coverage afterdeductible
80% coverage Approximately 80%coverage* withcopayments ranging
from $0 to $250
75% coverage afterdeductible
Major restorative(dentures, bridges,inlays, onlays, crowns)
60% coverage afterdeductible
50% coverage afterdeductible
60% coverage Approximately 60%coverage* withcopayments rangingfrom $15 to $325
50% coverage afterdeductible
Orthodontia
- Child (up to age 19)
- Adult
50% coverage afterdeductible
None
50% coverage afterdeductible
None
50% coverage
50% coverage
$2,400 copayment
$2,900 copayment
50% coverage afterdeductible
None
Maximum benefits
- Combined annualfor preventive andrestorative
- Lifetime fororthodontia
Maximum $1,500**
Maximum $2,500**
Maximum $1,500**
Maximum $2,000**
No maximum
Limited to onecourse of treatmentper lifetime
No maximum
24 months ofinterceptive and/orcomprehensivetreatment (casesbeyond 24 months oratypical cases requireadditional paymentby the patient)
Maximum $1,500
Maximum $2,000
All in-network percentagesabove apply to dentists negotiated fees. All other percentagesgenerally apply to reasonable and customary charges. Frequency limits may apply to certain service
*The CIGNA DHMO Option is based on a copaymentstructure per procedure. This coinsurance percentage reflects an approximation of copayments; the actual copayment will vary.
Please see the Health Plan Comparison Chart on the Benefits Web Center for more information. Go to: My Rewards @ Work>Benefits Web Center>Enrollment Decision Toolkit.
**Combined in-and out-of-network.
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 1
Enrolling for Vision BenefitsThe JPMorgan Chase Vision Plan helps eligible employees pay for covered vision expenses like
eye examinations, lenses (including contact lenses), and eyeglass frames. Coverage is offered
through EyeMed Vision Care (EyeMed). When you seek care from a vision care professional within
the EyeMed network, you receive a higher level of benefits and your out-of-pocket expenses are
lower than if you choose to seek care outside the network. EyeMed offers vision care coverage
through 43,000 vision care providers nationwide at 18,000 locations, including retail chains suchas LensCrafters, Pearle Vision, Target Optical, JCPenney Optical, and Sears Optical.
T YP E O F CO VE RA GE
You can choose your vision coverage from the following options:
Coverage; or
No Coverage.
C OV E R A G E C ATE G O R IE S
JPMorgan Chase provides a flexible range of coverage levels. Your coverage level is based on
the dependents you enroll, as shown below:
Employee Only;
Employee Plus One Adult; Employee Plus Child(ren); or
Employee Plus One Adult Plus Child(ren).
2007 CO S T O F C OV E R A GE
You pay for your cost of vision coverage with before-tax dollars. Your cost per pay period
depends on the number and type of eligible dependents you cover. Costs for 2007 are shown
on the Enroll in Your Benefits screen on the Benefits Web Center.
Things toConsider
When was the
last time you or
your family members had an
eye exam?
If routine eye exams are not
covered under your MedicalPlan option, you may want to
consider enrolling in the
Vision Plan for 2007 (even
if they are covered, you
may want to supplement
that coverage through the
Vision Plan).
Is the cost of coverage
under the Vision Plan less
expensive or more expensive
than the cost of exams,
eyeglasses, or contact
lenses you can purchase
on your own?
Could you use the Health
Care Spending Account to
pay any vision expenses not
covered under the plan?
Provision In-Network Out-of-Network
Deductible None None
Exams 100% after $10 copayment Generally reimbursed up to $35
Single vision lenses 100% after $10 copayment Generally reimbursed up to $25
Bifocal 100% after $10 copayment Generally reimbursed up to $40
Trifocal 100% after $10 copayment Generally reimbursed up to $55
Frames $130 allowance plus 20% offamount over the allowance
Generally reimbursed up to $45
Contact lenses- Medically necessary
- Conventional
- Disposable
100%
$120 allowance plus 15% offamount over the allowance
$120 allowance
Reimbursed up to $210
Reimbursed up to $120
Reimbursed up to $120
Laser vision correction
- LASIK or PRK 15% off retail price or 5% off promotional price; whicheveris lower
Not Covered
VISION PLAN AT A GLANCE
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18 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage
Using an EyeMed Provider. Each time you need services, you can see an EyeMed
in-network provider in the United States and receive higher benefits and services at
reduced rates, or see an out-of-network provider and be reimbursed up to specified
dollar amounts. When you use network providers, you generally will not need to
submit a claim form to be entitled to benefits. Your EyeMed provider will submit claims
on your behalf. Youll generally need to pay the copayment and any non-coveredexpenses at the time you receive services. For out-of-network services, you must pay
the provider at the time you receive services and then file a claim for reimbursement
from EyeMed (subject to plan limits). A provider search tool is available on the
Benefits Web Center. Once you reach the Health Insurance guide page under
Manage Your Health Care, look for the link to Find a Doctor in Your Vision Plan.
See pages 56 for instructions on how to access the Benefits Web Center.
Non-Covered Eyeglasses. EyeMed offers a 40% discount on additional pairs of
prescription glasses (this includes lenses and a frame). In addition, if you should
choose a frame valued at more than the plans allowance, you will receive 20% off
the balance over the plans allowance. For conventional contact lenses, you will
receive 15% off the balance over the plans allowance.
Enrolling a Domestic Partner. If you elect to enroll a domestic partner who was not
covered in 2006, you will be prompted to certify that your domestic partner meets the
eligibility rules as defined under the plan when you enroll. For more information on
covering a domestic partner, including instructions for certifying the tax dependent
status of certain covered dependents, please review the Domestic Partner Coverage
Guide. (See page 3 for instructions on how to access the Guide.)
When Coverage Begins. Vision coverage you elect during your designated enrollment
period takes effect January 1, 2007. If you do not make any changes during your
designated enrollment period, the coverage listed on the Enroll in Your Benefits
screen on the Benefits Web Centerwill take effect January 1, 2007. All new Vision Plan
participants for 2007 will receive an ID card from EyeMed. Please Note: These
coverages and related costs may differ from your current coverage on file due to plan
and dependent eligibility changes effective January 1, 2007. See the 2007 Benefits
Enrollment Bulletin for additional information.
For Additional Information. If you have questions about eligibility or enrolling in the
Vision Plan, please call the Benefits Call Centerthrough accessHR at 1-877-JPMChase
(1-877-576-2427) and speak with a Service Representative (Quick Path: Enter your
Standard ID or Social Security number; press1; enter your PIN; press1). If you
have questions about specific coverage provisions under the Vision Plan, please call
EyeMed directly at 1-866-723-0596.
Ready to Make Your Vision Elections?
Please see pages 46 of this Guide for instructions on how to enroll in the Vision Plan for 2007.
Remember, if you dont make any changes to the coverage listed on the Enroll in Your Benefits screen
on the Benefits Web Center, the coverages and costs shown will generally take effect January 1, 2007.
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Child/Elder CareLimit for HighlyCompensatedEmployeesCertain IRS limits mayapply
to the Child/Elder Care
Spending Account for certain
highlycompensated
employees. In 2006, youwere considered a highly
compensated employee if
your W-2 compensation was
$100,000 or more in 2006.
The earnings for what
constitutes a highly
compensated employee may
change, and the contribution
limitin 2007 for affected
employees could be lower
than their elected amounts.
If you are affected, you will be
notified of the applicable2007 contribution limit early
in 2007 after the required IRS
comparisons are complete.
This IRS rule doesnot affect
the Health Care Spending
Accountcontribution
maximum of $8,000.
20 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage
Dont Lose Out. Estimate your expenses carefully. Based on InternalRevenue Service (IRS)rules, you will forfeitany moneyleft in your Child/Elder Care Spending Account on December 31of the plan year and in your Health Care Spending Account on March 15 following the plan yearafter all eligible expenses have been reimbursed. You have until April 30 following the plan yearto submit claims for eligible expenses under both accounts.
Limited Reimbursement for Health Care Spending Account Expenses With a Health SavingsAccount. Because of the tax advantages offered by Health Savings Accounts and the HealthCare Spending Account when used for medical expenses, the government places certainrestrictions on these types of benefit plans when offered together. If you enroll in theConsumer Driven Health Option and contribute to the Health Savings Account and the HealthCare Spending Account for 2007, your Health Care Spending Account will be limited to dentaland vision expenses only. You will not be able to use your Health Care Spending Account topay for medical expenses, so please plan your contributions accordingly.
Eligible Expenses. Under current tax law, not all out-of-pocket expenses are eligible forreimbursement. For example, cosmetic surgery and health care premiums are not consideredeligible expenses under the Health Care Spending Account. Similarly, expenses under theChild/Elder Care Spending Account are not reimbursable unless you include the providersSocial Security or tax identification number (unless the provider is a non-profit organization).
Separate Accounts.You cannot mix money between the two accounts. Whatever youcontribute to the Health Care Spending Account must be used for health care expenses;whatever you contribute to the Child/Elder Care Spending Account must be used fordependent care expenses.
Federal Income Tax Credit. The Internal Revenue Code prevents you from taking the federaldependent care tax credit on your personal income tax form for expenses reimbursedthrough your Child/Elder Care Spending Account. You may wish to consult with your personalfinancial advisor to determine which is better given your personal financial situation.
When Participation Begins. The Health Care Spending Account and/or Child/Elder CareSpending Account elections you make during your designated enrollment period begin
January 1, 2007. For the Transportation Spending Accounts, you must make your elections,changes, or cancellations by the first of the month prior to the month in which you wishto participate.
For Additional Information. If you have questions about eligibility or enrolling in the HealthCare Spending Account and/or Child/Elder Care Spending Account, please call the BenefitsCall Centerthrough accessHR at 1-877-JPMChase (1-877-576-2427) and speak with a ServiceRepresentative (Quick Path: Enter your Standard ID or Social Security number; press1;enter your PIN; press1). If you have questions about specific plan provisions under
the Health Care and/or Child/Elder Care Spending Accounts, please call ADP directly at1-866-872-2427. If you have questions about the Transportation Spending Accounts,contact the Transportation Spending Accounts Call Center at 1-877-924-3967.
Readyto Make Your Spending Accounts Elections?
Please see pages 46 of this Guide for instructions on how to enroll in the Health Care Spending
Account and/or the Child/Elder Care Spending Account for 2007. Remember, if you want to participate
in the Health Care Spending Account and/or the Child/Elder Care Spending Account, you must make
your elections via the Benefits Web Centerduring your designated enrollment period. To enroll in
the Transit and/or Parking Account, visit the Transportation Spending Accounts Web Center on
My Rewards @ Work. Transactions are handled directly with WageWorks.
COORDINATING WITH YOUR SPOUSE
If your spouse has a Health Care Spending Account at JPMorgan Chase or at another employer,
by law you cannot claim reimbursement for any expenses your spouse has claimed.
ConvenientOnlineCalculator!
Estimate the
contributionsyou need to pa
for eligible Health Care Spen
Accountand/or Child/Elder
Care Spending Accountexpe
by accessing the Enrollmen
Decision Toolkit on the Bene
Web Center.
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 2
Things toConsider
Do I have
other financial
resources if I become
disabled and cannot work?
How much income will I
need if I become disabledand cannot work?
Is my spouses/domestic
partners income adequate
to pay normal expenses if I
become disabled?
Will I have access to
medical, dental, vision, life
insurance, and retirement
benefits if I do not elect
long-term disability
coverage through
JPMorgan Chase and
become disabled?
Enrolling for Long-Term Disability (LTD) InsuranceThe JPMorgan Chase Long-Term Disability (LTD) Plan offers you different levels of income
protection if you are disabled for more than 26 weeks. The LTD Plan can provide eligible
employees with a monthly benefit equal to a percentage of your benefits pay up to a maximum
benefits pay of $700,000. Your long-term disability benefit will be offset by benefits you receive
from other disability programs, such as Social Security or workers compensation. The Hartford
Life and Accident Insurance Company is the plans insurance carrier.
Important Note: If you elect No Coverage under the LTD Plan, you will not receive income
protection benefits beyond those provided under the JPMorgan Chase Short-Term Disability Leave
Policy and your participation in certain JPMorgan Chase benefits plans (such as Medical, Dental,
and Retirement) will end unless you return to work. (Please see The Additional Advantages of
Electing LTD Coverage below for more information on how elected LTD coverage can affect certain
other benefits.)
LTD OPTIONS
You can choose your long-term disability coverage from among the following options:
Replacement of 50% of benefits pay;
Replacement of 60% of benefits pay;
Replacement of 60% of benefits pay plus two-year average annual discretionary cash pay
(including annual bonus) paid or deferred (if eligible)* (also known as the 60% of Benefits Pay
Plus Bonus Option); or
No Coverage.
* Employees paid on a draw-and-commission basis are noteligible for this option.
2007 C O ST O F C OV E R A G E
You pay for LTD coverage with before-tax dollars, and as a result will generally be required to pay
applicable income taxes on any benefits you may eventually receive. Your cost per pay period
depends on your benefits pay, the level of coverage you choose, and your status as a non-smoke
or smoker. Please see the next page for the definition of benefits pay for the LTD Plan.
The Additional Advantages of Electing LTD Coverage
If you qualify to receive benefits under the JPMorgan Chase Long-Term Disability (LTD) Plan,
you will also continue to be eligible to receive company-sponsored benefits, such as
medical and dental (if enrolled), basic life insurance, and pay credits under the Retirement
Plan. Please carefully consider these additional advantages when deciding whether to elect
LTD coverage.
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22 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage
Defining Benefits Pay for the LTD Plan. Long-term disability coverage for 2007 is based
on the option you choose and your LTD benefits pay, which is generally your annual base
salary plus applicable job differential pay (e.g., shift pay). It does not include any annual
bonuses, overtime, special recognition, or other incentive awards you might receive. In
certain situations, your benefits pay may include other cash earnings (e.g., commission,
draws, and overrides) paid under certain non-annual incentive plans that providecompensation in lieu of base salary. For the 50% and 60% options, your benefits pay is
updated as changes occur throughout the year, subject to plan provisions. Under the 60%
of Benefits Pay Plus Bonus Option, your two-year average annual discretionary cash pay
(including annual bonus) paid or deferred, if eligible, remains fixed throughout the year
for purposes of the LTD Plan. However, any adjustments in your benefits pay will be made
throughout the year, as noted above. Under all options, the plan considers benefits pay
up to $700,000. Please Note: Separate definitions may apply to employees in certain
sales positions who are paid on a draw-and-commission basis. If this situation applies to
you, you will be notified.
Separate EOI Form. If you are electing coverage that will provide you with a higher
benefit than the coverage on the Enroll in Your Benefits screen on the Benefits Web
Center, or if you are electing coverage for the first time, you must complete an evidence
of insurability (EOI) form that you will receive from the insurance carrier after you enroll.
If you do not return this form within the specified time frame, or if it is returned but not
approved, the coverage you choose will not take effect. If you decrease or cancel coverage
and choose to increase coverage or enroll at a later date, all new coverage will be subject
to EOI requirements at the time you make the new election.
Insurance Carrier Approval. The insurance carrier must approve your elections for
increased coverage. If your elected coverage is not approved, then the level of coverage
shown on the Enroll in Your Benefits screen on the Benefits Web Centerwill be effective
for 2007.
Non-Smoker and Smoker Rates for Coverage.Your status as a non-smoker or smoker will
affect your contributions under the LTD Plan. For more information on non-smoker and
smoker premiums, please see page 6.
Ongoing Certification. If you become disabled, long-term disability benefits are subject
to ongoing certification by the insurance carrier.
Mental/Nervous Disorder. There is a two-year limit on benefits paid for a disability resulting
from a mental or nervous disorder. For other limitations and specific plan provisions, please
contact the insurance carrier directly at the number provided on page 23.
(continued on next page)
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 2
ConvenientOnlineCoverageEstimator!
Through the Benefits Web
Center, you can easily
determine the level of
long-term disability coverageyou need. Look for the
Estimate Your Long-Term
Disability Needs link on the
Insurance page.
Important Details About Your Coverage (continued)
Pre-Existing Condition Exclusion. If you were not covered under the LTD Plan previously
and you are electing long-term disability coverage for the first time or if you have been
participating in the plan for less than one year, long-term disability benefits will not be
paid if, during the first 12 months of your coverage, you become disabled as a result of a
condition for which you were diagnosed or received treatment during the six months
before coverage began. A similar rule applies if you are increasing coverage, except that
long-term disability benefits will be paid at the original (lower) coverage level you had
before making your 2007 elected increase.
When Coverage Begins. If you make no changes to your LTD coverage, the coverage
listed on the Enroll in Your Benefits screen on the Benefits Web Centerwill take effect
January 1, 2007. If you elect to reduce or discontinue your LTD coverage during your
designated enrollment period, your election also will take effect January 1, 2007. However,
if you increase your coverage, the increased coverage amount will become effective on
or after January 1, 2007 or the later of the date that the EOI form is approved by the
insurance carrier or the date you are actively at work. Payroll deductions will begin as
soon as administratively possible following approval. If you are not actively at work due
to illness or injury, you can still make elections for new coverage or changes in coverage
during your designated enrollment period. However, your new or increased coverage will
not become effective until the day after you return to active employment on or after
January 1, 2007 (or later if your coverage is subject to an approval of EOI). If you do not
return from an approved leave that began before January 1, 2007, your LTD benefit (if any)
will be at the previous level.
For Additional Information. If you have questions about eligibility or enrolling in the
LTD Plan, please call the Benefits Call Centerthrough accessHR at 1-877-JPMChase
(1-877-576-2427) and speak with a Service Representative (Quick Path: Enter your
Standard ID or Social Security number; press1; enter your PIN; press1). If you have
questions about specific coverage provisions under the LTD Plan, please call The Hartford
Life and Accident Insurance Company directly at 1-888-485-7353.
Ready to Make Your LTD Elections?
Please see pages 46 of this Guide for instructions on how to enroll in the LTD Plan for 2007. Remember,
if you dont make any changes to the coverage listed on the Enroll in Your Benefits screen on the
Benefits Web Center, the coverages and costs shown will generally take effect January 1, 2007.
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24 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Enrolling for Supplemental Term Life InsuranceIn addition to your company-paid basic life insurance equal to one times your benefits pay
(rounded up to the next $1,000) up to a maximum of $1 million (reduced benefits apply to
employees age 65 or older), the JPMorgan Chase Supplemental Term Life Insurance Plan, an
insurance policy issued by The Prudential Insurance Company of America, offers eligible
employees the option to purchase different types of additional coverage, so you can choose
the most appropriate insurance and survivor protection for your individual needs.
S U PP L E ME N TA L T E RM L I F E I N SU R AN C E O P TI O N S
You can choose your supplemental term life insurance from among the following options:
Employee Supplemental Term Life Insurance
Coverage in $10,000 increments up to 10 times your benefits pay (rounded up to the next
$10,000) to a maximum of $3 million (please see page 25 for the definition of benefits pay
for life insurance);
Dependent Supplemental Term Life Insurance
Spouse/domestic partner coverage in $10,000 increments up to a maximum of $300,000;
Dependent child coverage of $5,000 or $10,000 per child; or
No Coverage.
Please Note:You may choose supplemental term life insurance coverage for your spouse/
domestic partner even if you do not elect coverage for yourself. However, you must elect either
employee and/orspouse/domestic partner supplemental term life insurance coverage to elect
coverage for eligible children. To choose dependent supplemental term life insurance coverage
for your domestic partners children, your domestic partner must be enrolled in supplemental
coverage term life insurance.
2007 CO S T O F C OV E R A G E
You pay for your cost of supplemental term life insurance with after-tax dollars. Your cost per
pay period for employee and dependent supplemental term life insurance coverage generally
depends on the level of coverage you choose, your and your covered dependents age as of
January 1, 2007, and your and your covered dependents smoker status.
Things toConsider Is the compa
paid basic li
insurance benefit of one
times benefits pay sufficie
to meetmy needs?
How many others dependmy income?
What additional expense
would I have if myspous
domestic partner were to
Will my survivors have ot
adequate financial resou
aftermy death?
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 2
Important Details About Your Coverage
Defining Benefits Pay for Life Insurance. Benefits pay is generally your annual base
salary plus applicable job differential pay (e.g., shift pay). It does not include any
annual bonuses, overtime, special recognition, or other incentive awards you might
receive. In certain situations, your benefits pay may include other cash earnings (e.g.,
commission, draws, and overrides) paid under certain non-annual incentive plans that
provide compensation in lieu of base salary. Under the Supplemental Term LifeInsurance Plan, there will be no changes in these factors during the year for purposes
of this calculation. Please Note: Separate definitions may apply to employees in certain
sales positions who are paid on a draw-and-commission basis. If this situation applies
to you, you will be notified.
Defining Age for Life Insurance. Supplemental term life insurance for 2007 is based on
your age or your spouses/domestic partners age as of January 1, 2007.
Separate EOI Form. If you are enrolling for coverage for the first time or increasing your
employee coverage above the coverage shown on the Enroll in Your Benefits screen
on the Benefits Web Center, you must complete an evidence of insurability (EOI) form.
You must also complete an EOI form if you elect any increase in your spouses/domestic
partners coverage above the amount shown on the Enroll in Your Benefits screen on
the Benefits Web Center, or if you are electing coverage for your spouse/domestic
partner for the first time. If you increase your or your spouses/domestic partners
coverage, or if you are electing coverage for yourself and/or your spouse/domestic
partner for the first time, you will receive a letter from Prudential advising you to access
an online EOI form. Please use contact #0022454 when completing the form.
Insurance Carrier Approval. The insurance carrier must approve your EOI form for
first-time coverage for you or your spouse/domestic partner, or for any increases in
coverage. If you elect to increase your coverage and it is not approved, the level of
coverage as shown on the Enroll in Your Benefits screen on the Benefits Web Center
will be effective for 2007.
Non-Smoker and Smoker Rates for Coverage.Your and your covered dependents smoker
status will affect your contributions under the Supplemental Term Life Insurance Plan. For
more information on non-smoker and smoker premiums under the Supplemental Term
Life Insurance Plan, please see page 6.
Decreasing Coverage. If you cancel or decrease coverage for yourself or your
spouse/domestic partner and choose to increase coverage at a later date due to a
qualified status change or during an annual benefits enrollment period, all new
coverage will be subject to EOI requirements at the time you make the new election.
(continued on next page)
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26 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage (continued)
When Coverage Begins. If you make no changes to your supplemental term life insurance
coverage, the coverage listed on the Enroll in Your Benefits screen on the Benefits
Web Centerwill take effect January 1, 2007. If you elect to reduce or discontinue your
supplemental term life coverage during your designated enrollment period, your election
also will take effect January 1, 2007. However, if you increase your coverage, the
increased coverage amount will become effective on or after January 1, 2007, or the laterof the date that the EOI form is approved by the insurance carrier or the date you are
actively at work. Payroll deductions will begin as soon as administratively possible
following approval. If you are not actively at work due to illness or injury, you can still
make elections for new coverage or changes in coverage during your designated
enrollment period. However, your new or increased coverage will not become effective
until the day after you return to active employment on or after January 1, 2007 (or later
if your coverage is subject to an approval of EOI).
Enrolling a Domestic Partner. If you elect to enroll a domestic partner who was not covered
in 2006, you will be prompted to certify that your domestic partner meets the eligibility
rules as defined under the plan when you enroll. For more information on covering a
domestic partner, including instructions for certifying the tax dependent status of certaincovered dependents, please review the Domestic Partner Coverage Guide. (See page 3 for
instructions on how to access the Guide.)
Taking Coverage With You. If you leave JPMorgan Chase, you can continue up to
$1 million of your supplemental term life insurance on a direct-bill basis at higher group
rates. For more information, contact a Prudential Customer Service Representative as
instructed below.
For Additional Information. If you have any questions about eligibility or enrolling
in supplemental term life insurance, please call the Benefits Call Centerthrough
accessHR at 1-877-JPMChase (1-877-576-2427) and speak with a Service Representative
(Quick Path: Enter your Standard ID or Social Security number; press1; enter your PIN;
press1). If you have questions about specific coverage provisions under the
Supplemental Term Life Insurance Plan, please call Prudential directly at 1-800-778-3827.
Ready to Make Your Supplemental Term Life Insurance Elections?
Please see pages 46 of this Guide for instructions on how to enroll in the Supplemental Term Life
Insurance Plan for 2007. Remember, if you dont make any changes to the coverage listed on the
Enroll in Your Benefits screen on the Benefits Web Center, the coverages and costs shown will
generally take effect January 1, 2007.
ConvenientOnlineCoverageEstimator!
Through the Benefits Web C
you can easily determine t
level of supplemental term
insurance coverage you ne
Look for the Estimate You
Insurance Needs link on t
Insurance page.
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JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E 2
Things toConsider
Do you or your
dependents
travel a lot or have high-risk
hobbies, like mountain
climbing or skydiving?
Does yourspouse/domestic partner have a
high-risk occupation?
Have you purchased
adequate levels of
supplemental term life
insurance for yourself
and your dependents?
Remember, AD&D insurance
offers extra financial protection
foryou and yourfamilyonlyin
the eventof an accident.
Enrolling for Accidental Death and Dismemberment(AD&D) InsuranceThe JPMorgan Chase Accidental Death and Dismemberment (AD&D) Insurance Plan offers
eligible employees additional insurance protection in the case of accidental death or certain
accidental injuries. The Prudential Insurance Company of America is the plans insurance carrier
A D& D IN S U R AN C E O PTIO NSYou can choose your AD&D coverage from among the following options:
Employee AD&D Insurance
Coverage in $10,000 increments up to 10 times your benefits pay for AD&D Insurance
(rounded up to the next $10,000) to a maximum of $3 million (please see page 28 for the
definition of benefits pay for AD&D Insurance);
Dependent AD&D Insurance
Spouse/domestic partner coverage in $10,000 increments up to a maximum of $600,000;
Dependent child coverage in $10,000 increments up to a maximum of $100,000 per child; or
No Coverage.
Please Note:You may choose AD&D insurance for your spouse/domestic partner evenif you do not elect coverage for yourself. However, you must elect either employee and/or
spouse/domestic partner AD&D coverage to elect coverage for your children. To choose
dependent AD&D insurance for your domestic partners children, your domestic partner
must be enrolled in AD&D insurance.
2007 CO S T O F C OV E R A G E
You pay for the cost of AD&D insurance with after-tax dollars. Your cost per pay period for
employee and dependent AD&D insurance depends on the levels of coverage you choose.
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Travel Assistance andEmergency EvacuationServices
If you elect AD&D coverage,
you will have access to the
comprehensive, worldwide
emergency assistance
services of Travel Assistanceand Emergency Evacuation
Services. This service
provides you and your
covered family members
with prompt assistance in
the event of an unexpected
medical emergency when
you are traveling.
28 JPMorgan Chase 2007 BE N E FI T S E N ROL L M E N T G U I D E
Important Details About Your Coverage
When Coverage Begins. If you make no changes to your current AD&D insurance, the
coverage listed on the Enroll in Your Benefits screen on the Benefits Web Center
will take effect January 1, 2007. AD&D insurance that you elect during your designated
enrollment period takes effect January 1, 2007 as long as you are actively at work on
that date.
Defining Benefits Pay for AD&D Insurance. Benefits pay is generally your annual base
salary plus applicable job differential pay (e.g., shift pay). It does not include any
annual bonuses, overtime, special recognition, or other incentive awards you might
receive. In certain situations, your benefits pay may include other cash earnings
(e.g., commission, draws, and overrides) paid under certain non-annual incentive
plans that provide compensation in lieu of base salary. Under the AD&D Plan, there
will be no changes in these factors during the year for purposes of this calculation.
Please Note: Separate definitions may apply to employees in certain sales positions
who are paid on a draw-and-commission basis. If this situation applies to you, you will
be notified.
Enrolling a Domestic Partner. If you elect to enroll a domestic partner who was not covered
in 2006, you will be prompted to certify that your domestic partner meets the eligibility rules
as defined under the plan when you enroll. For more information on covering a domestic
partner, including instructions for certifying the tax dependent status of certain covered
dependents, please review the Domestic Partner Coverage Guide. (See page 3 for
instructions on how to access the Guide.)
Taking Coverage With You. If you leave JPMorgan Chase, you can elect to port up to
$1 million of your AD&D insurance on a direct-bill basis. For more information, contact
a Prudential Customer Service Representative as instructed below.
For Additional Information. If you have any questions about eligibility or enrolling in
the AD&D Insurance Plan, please call the Benefits Call Ce