RUSH BENEFITS GUIDE - Jobs at Rush

Rush is a not-for-profit health care, education and research enterprise comprising Rush University Medical Center, Rush University, Rush Oak Park Hospital and Rush Health.

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RUSH BENEFITS

GUIDE

CHANGES TO RUSH EMPLOYEE BENEFITS FOR 2014

Rush provides you with a full range of affordable employee benefits to enhance your health, help you prepare for retirement and protect you and your family against the unexpected. It’s one of the many ways we’re working to be an employer of choice in the Chicagoland area.

This enrollment guide provides important details about your employee benefits for 2014, including several changes to your benefits options.

Introducing the new Health Savings Advantage PlanIn addition to the medical plans that are currently available, you will have a new medical plan option for 2014, the Health Savings Advantage plan. This plan is a special kind of PPO that provides you with 100 percent coverage for preventive and wellness care as well as financial protection against significant medical expenses. It is the only type of plan that enables you to open a Health Savings Account (HSA). Having an HSA gives you a tax-advantaged way to save for current and future health care costs — even costs you might incur in retirement. Plus, Rush helps you fund your HSA by contributing money you can use to help pay your current deductible or save for future medical expenses ($750 per year for individual coverage or $1,500 per year for employee + spouse, employee + children, or family coverage). That’s a real advantage.

Dental Plan Improvements Rush offers a choice between a Dental PPO and Dental HMO plan. Both plans cover preventive care and minor and major restorative care. In 2014, the Dental PPO plan will change in two important ways:

• WithanewPreventiveAdvantageProgram,in-networkpreventivechargeswillnotcounttowardtheannual maximum benefit.

• Additionally,newhiresenrolledintheDentalPPOplanwillnotneedtowait12monthsbeforetheyreceive coverage for major dental procedures.

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Your Online Benefits ResourceAs a Rush employee, you can go to https://Rushbenefits.HRintouch.com anytime, anywhere for all your benefit needs.• EnrollinyourRushbenefits

• Viewyourcurrentbenefitelectionsandcosts

• Viewbeneficiaryanddependentinformation

• Makechangesduringtheyearafterqualifyingevents(suchasthebirthofachild)

• GetdetailsaboutRushbenefitsandwellnessprogramsthatcanhelpyouimproveyourtotalhealth—your physical, financial and personal well-being

Use Rush Providers and SaveAs an employee of Rush, you receive significant discounts when you use Rush Health physicians and facilities. This includes Rush University Medical Center, Rush Oak Park Hospital and Rush Copley Medical Center. Keep in mind, you still receive in-network benefits if you use a provider in the Cigna network, you just pay less if it’s a Rush Health provider.

In addition to lower costs, you’ll get to experience Rush from the inside. As an employee, this is important because it can help you better understand our patients and what they experience when they visit a Rush provider or facility.

Asyoumayknow,Rushiswidelyconsideredoneofthebestmedicalcentersinthenation.Auniquecombinationofresearch and patient care has earned Rush national rankings in nine of the 16 specialty areas in U.S. News & World Report’s 2013-14 America’s Best Hospitalsissue,amongotherrecognitionsofourqualityofcareandaccreditations.Why not make Rush your home for health care?

Wehopeyoufindthisbenefitsguidetobehelpfulandinformative.Asalways,shouldyouhaveanyquestionsregard-ing your Rush benefits, please don’t hesitate to contact human resources at (312) 942-6637, Monday through Friday, 8a.m.to4p.m.,orcontactourbenefitsprovidersthroughtheinformationlistedonpage55.Wevalueyouandyourservice to Rush and our patients. Please read this guide carefully and Put Rush Rewards to Work for You.

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WHAT’S INSIDE

GENERAL INFORMATION ON RUSH BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Table of eligibility start dates for new employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 New Federal Rule about Same-Sex Marriage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Definition of a dependent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Civil Union coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Coverage levels . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Table of benefits and eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Information on when you can make benefit changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Keeping your information current . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Choose Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

RUSH MEDICAL PLANS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Rush medical plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Coverage differences between the health plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Benefits provided by the health plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Understanding the new Health Savings Advantage Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

The Triple Tax Advantage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 HowtheMedicalPlanandHSAWorkTogether . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 WhoisEligible. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Using Your HSA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Maximum Contributions to Your HSA for 2014 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Basic,Premier,HealthSavingsAdvantageorSelectEPO:Whichisrightforyou?. . . . . . . . . . . . . . . . . . . . . . . . . . . 14 WhattheBasic,PremierandHealthSavingsAdvantagehaveincommon . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 How the Basic, Premier and Health Savings Advantage differ from one another . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Example:Avisittothedoctor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

YOUR ANNUAL DEDUCTIBLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Comparisonchart:Basic,Premier,HealthSavingsAdvantageandEPOPlans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

ExpressScriptsPharmacy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Prescription coverage with the Health Savings Advantage plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Prescription out-of-pocket maximum costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Using your prescription drug benefits to your best advantage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Infertility prescription and treatment coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Smoking cessation prescription coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 2014 Non-Union Tobacco Free Medical Rates per pay period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

2014 Non-Union Tobacco User Medical Rates per pay period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 DENTAL PLANS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Comparison chart: PPO and Dental HMO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 2014 employee dental insurance rates per pay period. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

VISION PLAN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Visionplancoveredservices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 2014 employee vision insurance rates per pay period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

FLEXIBLE SPENDING ACCOUNTS (FSAs) AND TRANSPORTATION MANAGEMENT ACCOUNTS (TMAs) . . . . . . . . 29 Calculator showing annual FSA savings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

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Eligibleexpensesdefined . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Health care FSAs are easy to use. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Signing up for Direct Deposit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Dependent care FSAs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Reimbursement for dependent care FSAs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Transportation management accounts (TMAs) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Reimbursement options for TMAs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

How deductions are made for FSAs and TMAs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32How to enroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Separation from Rush and your FSA/TMA accounts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Federal laws and IRS regulations regarding FSAs and TMAs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 Save your receipts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 GeneralinformationabouttheRushlifeinsuranceandAD&Dbenefit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 Whoiseligibleforsupplementalcoverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Determining the amount of supplemental coverage you may need . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Supplemental life insurance coverage amounts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Evidenceofhealthformsfornewandexistingemployees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Spouse/same-sex domestic or civil union partner (same or opposite)/child . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Determining the cost of supplemental coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 How to calculate your supplemental life insurance premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 An example: Calculating the cost of your dependent coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Conditions covered under this benefit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

How benefits are paid . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Other life insurance options available through Hartford. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Enrollmentinformation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

SHORT-TERM DISABILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Buy-up option . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Rate table for buy-up option . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 How to calculate your STD premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Pre-existing condition limitation for disability (applies to STD and LTD core plans and both buy-up plans) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Definition of disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Eliminationperiod . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Taxability. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Additional information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

LONG-TERM DISABILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Buy-up option. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Buy-up premium calculation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Enrollmentinformation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

RETIREMENT BENEFITS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 The 403(b) Retirement Savings Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Whoiseligibletoparticipate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Vestinginthe403(b)RetirementSavingsPlan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Compensation on which contributions are based . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Investments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

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Important:This guide contains only a brief overview of the medical and other benefit options available to you. For more information about any Rush benefit plan, please refer to the applicable summary plan description. Although every effort has been made to ensure that the information in this guide is accurate, if there is any conflict between this guide and the terms of a benefit plan as described in the summary plan descrip-tion, the latter must control. Summary plan descriptions are available in human resources and online at https://Rushbenefits.HRintouch.com.

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Investment funds. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 Employeecontributions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

Contribution limits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 Criteria for financial hardship. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Whenpaymentsbegin. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

Additional provisions in the 403(b) Retirement Savings Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 The Cash Balance Formula Retirement Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Whoiseligibletoparticipate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

VestingintheCashBalanceFormulaRetirementPlan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 How the Cash Balance benefit is calculated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 How the Cash Balance benefit is paid. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Retirement benefits under the Traditional Formula Retirement Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Commencing payment of your retirement benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 The Pension Plan (Teamsters-represented employees only). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 Whoiseligibletoparticipate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 VestinginthePensionPlan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 How the Pension benefit is paid. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

For additional information and assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 EMPLOYEE EDUCATION THROUGH LEAP. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47PAID TIME OFF (PTO). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

How PTO accrual is calculated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 PTO accrual rates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 PTO maximum accrual banks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

Checking your PTO balance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 Recognized holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

PTO exceptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

EMPLOYEE ASSISTANCE PROGRAM (EAP). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 Work-liferesourceandreferralprogram . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

OtherEAPservices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

ADDITIONAL SERVICES AVAILABLE THROUGH RUSH. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 PerkSpot . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

On-site child care (LADS) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

GLOSSARY OF TERMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

NEED MORE INFORMATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

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GENERAL INFORMATION ON RUSH BENEFITS

Eligibility Your eligibility for Rush benefits is largely determined by your employee status. Temporary and restricted part-time employees are ineligible for any benefits. Please see the chart on page 7 for detailed information on eligibility.

Eligibility start dates for new employeesYour start date for coverage is based on the type of benefit offered. The following chart provides an easy reference on the start date of coverage for non-union benefit plans.

Definition of a dependentCivil Union Act Coverage* – Employees who enter into a civil union can enroll their same sex or heterosexual partner into the following benefits: Health Insurance, Dental Insurance, Vision Insurance and Supplemental Life Insurance. The payroll deductions for health and dental insurance will be subject to federal tax but will be exempt from state tax. In addition, federal taxes will be applied to the fair market value of the benefit provided to the employee’s partner.

• Legallyrecognizedspouses,includingsame-sexspouseslegallymarriedunderthelawofanystateorforeign jurisdiction.

•Same-sexdomesticpartner(contacthumanresourcesforeligibilityinformation)

Example: If your hire date was January 13, 2014, your medical, dental and vision coverage would become effective on March 1, 2014.

If your hire date was January 13, 2014, your short- and long-term disability and life insurance coverage would become effective on May 1, 2014.

FIRSTOFTHEMONTHFOLLOWING30DAYSOFEMPLOYMENT

FIRSTOFTHEMONTHFOLLOWING90DAYSOFEMPLOYMENT

Life insurance (basic, supplemental and dependent)

Short-term disability

Long-term disability

Medical

Dental

Vision

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New Federal Rule about Same-Sex SpousesIn 2013, the U.S. Supreme Court ruled that same-sex spouses lawfully married under the law of a state or foreign jurisdiction are lawfully married for Federal tax and benefits purposes regardless of where they reside.

IRS guidance based on this ruling is limited to same-sex spouses. Individuals (same-sex or opposite sex) who are recognized under state law as registered domestic partners or members of a civil union are not consid-ered married for Federal tax or benefits purposes.

In addition, the IRS guidance does not affect a state’s determination of whether an individual is married for state income tax or other purposes.

* Importantly, the same restrictions that apply to marriage also apply to civil unions (no family, minors or people already married). Couples must get an application for a civil union license from the Illinois Department of Public Health.

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• Dependentchild(ren),whofitsthefollowingcriteria:

•isamarriedorunmarriedbiologicalchild,step-child,childlegallyadoptedorplacedforadoption,fosterchild of the employee, child for whom the employee serves as legal guardian, or a biological child of the employee’s same-sex domestic partner or civil union partner

•isuptoage26(untiltheendofthemonthinwhichheorshereaches26);additionally,unmarriedadultchildren who have served in the United States military may also be covered as dependents under their parent’s group health coverage until they reach age 30

• Coveragemaybecontinuedbeyondage26foranunmarrieddependentchild(asdefinedabove)whoisdependent upon the employee for over half of his or her financial support, and is permanently disabled.

New employees must provide documentation to support dependent eligibility to human resources.

Coverage levelsYou can select medical, dental and vision coverage for:• Employeeonly• Employee+spouse,same-sexdomesticpartnerorcivilunionpartner(sameoroppositesex)• Employee+child(orchildren)• Employee+family

Table of benefits and eligibility

BENEFIT ELIGIBLEEMPLOYEES ELIGIBLEDEPENDENTS

Medical

Dental

Vision

Supplemental life insurance

Long-term disability and voluntary buy-up

Short-term disability and voluntary buy-up

Paid time off

Employeeassistanceprogram

Basic life insurance

Allfull-time;regularpart-time salaried and hourly



Non-union*full-timehourlyandsalaried;regular part-time hourly and salaried

Non-union*full-timehourlyandsalaried;regular part-time salaried

Non-union±full-timehourlyandsalaried;regular part-time salaried

Non-union*full-timehourlyandsalaried;regular part-time hourly and salaried

All employees

Non-union* full-time hourly andsalaried;regularpart-timesalaried

Spouse, same-sex domestic and civil union partner, dependent children




All family members as defined by employee

*EmployeesrepresentedbytheISSSAareeligible;Teamsters-representedemployeesareonlyeligibleforbenefitsasdeterminedbycontract.±EmployeesrepresentedbytheISSSAarenoteligibleforPTO;Teamsters-representedemployeesareonlyeligibleforbenefitsasdetermined by contract.

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Information on when you can make benefit changesGenerallyspeaking,youmaymakechangestoyourbenefitsonlyduringtheannualopenenrollmentperiod.*

After open enrollment, you can only change your benefits coverage from January 1 through December 31, if youhaveaqualifiedlifeeventorachangeinstatus.

Qualified life events and changes in status that permit coverage changes include:

•Employeemovesfrompart-timetofull-timeemploymentorviceversa

•Employeegainsaneligibledependent,e.g.,throughbirth,legaladoptionorlegalguardianship

•Marriage,same-sexdomesticpartnerorcivilunionpartner(sameoroppositesex)

•Divorce,annulmentorlegalseparation

•Dissolutionofasame-sexdomesticpartnerorcivilunionpartner(sameoroppositesex)relationship

•Spouse,same-sexdomesticpartner,civilunionpartner(sameoroppositesex)ordependentgainsorlosescoveragedue to gaining or losing employment/eligibility with his/her current employer

•Deathofaspouseorsame-sexdomesticpartnerorcivilunionpartner(sameoroppositesex)

•Deathofadependentchild

•Spouse/same-sexdomesticpartner/civilunionpartner(sameoroppositesex)/dependentbecomesMedicare/Medicaid eligible or ineligible

Any changes you make for yourself and your dependents must be consistent with, and on account of, your change in status. For example, you can enroll your newborn in medical coverage, but you cannot drop coverage for your spouse, same-sex domestic partner or civil union partner (same or opposite sex) or change medical options because of the birth of your child.

Keeping your information currentIfyouhaveaqualifiedlifeeventorachangeinstatus,youmustmakeyourbenefitchangeswithin31days of the actual event by logging onto https://Rushbenefits.HRintouch.com. Otherwise you cannot make changes until the next open enrollment period.

Please note: You must log onto https://Rushbenefits.HRintouch.com to add your newborn within 31 days of birth. Failure to do so may result in unpaid claims.

Mostcoveragechangesduetoaqualifiedlifeeventorchangeinstatusareeffectiveontheeventdate.

If you move or change your primary contact number, you must notify your manager as soon as this change takes place. This is especially important for keeping you up-to-date on any important changes within the Rush benefits program and for income tax purposes.

*ChangesinqualifiedTMAparkingandmasstransitexpensereimbursementchoicesmaybemadeatanytime.

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Choose HealthChoose Health is a comprehensive, voluntary wellness program for all employees participating in Rush medical plans. Participating in the Choose Health wellness program can help employees understand their health risks and take actions to make the most of life. Choose Health focuses on prevention and management of chronic disease.

To get started in Choose Health, employees take part in a free health screening that is held at Rush each year. The program then provides events and classes to help employees reduce their health risks and achieve their wellness goals. Choose Health also offers the OnTrack health condition management and health coaching program to help employees manage chronic medical conditions such as diabetes, asthma and high blood pressure and to provide special assistance for pregnant women. Additionally, Choose Health partners with the Rush employee medical plan to provide coverage for preventive screenings and treatment of illness and injury.

Employeescansaveupto$775ormorebyparticipatingintheChooseHealthprogramandcompletingspecific activities including:

•Biometricscreeningandhealthriskquestionnaire

• Healthseminars

• EngagementinOnTrackchronicconditionmanagement

• Completingasmokingcessationcourse

• Maintainingtobacco-freestatus

• Losing5percentofbodyweight(ifBMI>30)basedonprioryearscreeningresults

• DiscountsonmaintenancemedicationsforparticipationintheOnTrackprogram

EmployeeswhocompletetheChooseHealthscreeningandlivetobaccofreecansave$600ontheirmedical plan premiums.

ForquestionsormoreinformationabouttheChooseHealthprogrampleaseemailchoosehealth@rush.edu orcall(312)942-7479.Forquestionsormoreinformation about the Rush Health OnTrack program, please call (312)[email protected].

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*You must complete all requirements of the wellness screening

program to be eligible for these rewards. Learn more about the choose HEALTH

Program at inside.rush.edu.

Save up to

$775or more!

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Coverage differences between the health plans

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RUSH MEDICAL PLANS

Rush medical plans are administered by Cigna. Cigna offers many services and online support through its website for Rushemployeesatwww.askallegiance.com/rush.Employeescanreceiveconfidentialandpersonalizedinformationon:•Coverageandbenefitsdetails•Providerresources,includinglocatingaRushorin-networkphysiciantomeetyourneeds•Claimpaymentinformationand details

Rush medical plansAll eligible Rush employees have a choice between four medical plans. They are the Basic Plan, the Premier Plan, the HealthSavingsAdvantagePlanandtheSelectEPO.

If you use a Rush facility — Rush University Medical Center, Rush-Copley Medical Center or Rush Oak Park Hospital — your inpatient hospital stay or outpatient hospital visit is covered at a higher benefit level.

The Basic, Premier and Health Savings Advantage plans allow you to choose out-of-network physicians and facilities, but you must meet an annual deductible before the plan will begin to pay. The Health Savings Advantage Plan is the only plan that enables you to open a Health Savings Account (HSA), which gives you a tax-advantaged way to save for current and future health care costs and receive HSA contributions from Rush. Read more on page 11.

Premier•Deductible (Single/Family)

•Co-Insurance(after deductible)

•Out-of-PocketMaximum(Single/Family)

Basic•Deductible (Single/Family)



Health Savings Advantage •Deductible (Single/Family)

•AnnualRush-fundedHSAContribution(Single/Family)



EPO Plan•PrimaryCare•Specialist•EmergencyRoom•In-PatientHospital

$300/$600You pay 10%

$1,500/$2,500

$1,000/$2,000You pay 10%

$2,500/$5,000

$1,500/$3,000

$750/$1,500

You pay 5%$3,000/$6,000

$25$40$150$0

$500/$1,000You pay 30%

$3,000/$5,000

$1,200/$2,400You pay 30%

$5,000/$10,000

$2,500/$5,000

$750/$1,500

You pay 30%$5,000/$10,000

$35$60$150$750

$700/$1,400You pay 50%

$10,000/$20,000

$2,400/$4,800You pay 50%

$15,000/$30,000

$5,000/$10,000

$750/$1,500

You pay 50%$10,000/$20,000

N/AN/A

$150N/A

PLAN RUSHHEALTHPROVIDER CIGNANETWORK OUT-OF-NETWORK

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1 A “true emergency” is defined by “the prudent layperson standard,” meaning the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person.

Benefits provided by the health plansAll four plans provide many of the same benefits, such as the opportunity to see a specialist without a referral from your primary care physician. In addition, the plans provide an out-of-pocket maximum to protect you from financial hardship resulting from health care costs. All plans provide varying levels of prescription drug coverage and all plans include an infertility drug and medical treatment benefit, as well as smoking cessation prescription coverage.

Themaindifferencebetweentheplans(Basic,PremierandHealthSavingsAdvantage)andtheSelectEPOisthatundertheSelectEPOtherewillbenomedicalbenefitspaidifyouchoosetogotoanout-of-networkphysicianorfacility(exceptin the case of a true emergency).1 The other big difference between the plans is only the Health Savings Advantage Plan enables participants to open a Health Savings Account (HSA).

Understanding the new Health Savings Advantage PlanYou have a new medical plan option to consider in 2014 — the Health Savings Advantage plan. It’s a different type of PPO medical plan that enables you to open a Health Savings Account (HSA) and fund it with pre-tax dollars taken directly from your paycheck. Plus, Rush helps you fund your HSA by contributing money to your account ($750 per year for indi-vidual coverage or $1,500 per year for employee + spouse, employee + children, or family coverage). Rush’s contributions toyourHSAwillbemadeinequalinstallmentseveryquarter.Youcanthenusethosepre-taxdollarstopayforeligiblemedical expenses or save for future medical expenses.

$

$ $

The Triple Tax AdvantageThe HSA works to pay for your health care in the same way a 401(k) or 403(b) savings plan works to pay for your retirement. But unlike a 401(k) or 403(b), your HSA contributions provide three tax advantages.

1. Your contributions are deposited tax-free (from federal taxes),

2. They earn interest tax-free, and

3. They can be withdrawn to pay for eligible health care expenses tax-free.

That’s a triple tax benefit!

Investment OptionsOnce you have $2,000 in your HSA, you can choose to allocate some of your funds to various investment options that may help you grow your account and save for eligible medical expenses in retirement.

How the Medical Plan and HSA Work TogetherThe Health Savings Advantage plan consists of two parts: the PPO medical plan and the HSA.

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The PPO Medical Plan

The Health Savings Account (HSA)

The Health Savings Advantage plan is a PPO medical plan that enables you to open a HSA. Like other PPO options, the medical plan gives you access to a wide range of physicians and providers.

The plan provides you with 100 percent coverage for preventive and wellness care as well as financial protection against significant medical expenses. You’ll have a deductible to meet before the medical plan begins sharing the cost of medical care or prescription drugs through coinsurance or copayments. For drugs classified as preventive, you won’t have to meet the deductible before you start sharing the cost through copayments.

The medical plan is considered a “high deductible health plan” by the federal government, which is what enables you to open a HSA with it. But Rush helps to offset the higher deductibles by making tax-free contributions to your HSA. You can use these contributions from Rush to help cover eligible medical expenses and meet your deductible.

A Health Savings Account (HSA) is a special type of savings account that can be used to pay for eligible health care expenses with pre-tax dollars. Your HSA contributions are deposited tax-free (from federal taxes), earn interest tax-free, and are withdrawn to pay for eligible health care expenses tax-free.

Plus,RushhelpsyoufundyourHSAbycontributingmoneytoyouraccountonaquarterlybasis ($750 per year for individual coverage or $1,500 per year for employee + spouse, employee + children, or family coverage).

You own your HSA and the money in it. It is yours to keep, even if you choose to leave Rush. You decide whether to use your HSA funds to help pay for your deductible and cur-rent eligible health care expenses or let the funds grow tax-free year after year to pay for future eligible medical expenses — even expenses you might incur in retirement.

Unlike a Flexible Spending Account (FSA), the money in your HSA rolls over from year to year. There’s no need to worry about losing money if you don’t use it by the end of the year.

Using Your HSAYourHSAwillbeadministeredbyHealthEquity.HealthEquityprovidesyouwith powerful tools you can use to access and manage your account, including:

• Adebitcard

• Onlinetools

• Afreemobileapp

• Telephoneaccess

YoucanuseyourHealthEquityaccesstoolsto:

• Checkyouraccountbalance

• Reviewyourtransactions

• Reviewclaims

• Submitnewclaimsordocuments

• Sendpaymentsandreimbursements

• Accesstaxdocuments

If you select the Health Savings Advantage plan, Health Equity will send you additional information about using your HSA in December 2013.

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Who is Eligible?To establish a Health Saving Account, you:• MustbecoveredONLYbyanHSA-qualifiedhealthplan

– Having other health coverage (including Medicare, a traditional health plan, or even a general purposeHealthCareFlexibleSpendingAccount)maydisqualifyyou

• Cannotbeclaimedasadependentonsomeoneelse’staxreturn

If you enroll in a HSA, you won’t be able to have a traditional Health Care FSA, but you can open a Limited-Purpose Health Care FSA. A Limited-Purpose FSA is much like a typical, general-purpose Health CareFSA,buteligibleexpensesarelimitedtoqualifyingdental and vision expenses.

Maximum Contributions to Your HSA for 2014The IRS limits the amount of money you and your employer can contribute to your HSA. The maximum HSA contributions for 2014 are:• $3,300forsinglecoverage

• $6,550forfamilycoverage

If you are age 55 or older, you can contribute an additional $1,000 to your HSA annually.

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Basic, Premier, Health Savings Advantage or Select EPO: Which plan is right for you?Indeterminingwhetheroneoftheplans(Basic,PremierorHealthSavingsAdvantage)ortheSelectEPOplanisarightchoiceforyouandyourfamily,therearemanyfactorsyouwillwanttoconsider.Everyone’smedicalsituationisdiffer-ent and we urge you to investigate your options thoroughly before making your decision on what medical coverage to go with for 2014.

Whilewerealizethattheunexpectedcanhappenatanytime,thequestionsbelowareexamplesofitemsthatshould be taken into consideration when choosing your plan:

•DoyouutilizeRushfacilities?

•Howoftendoyouseeyourphysicianduringtheyear?Isitmainlyforwellnessexams?

•Areyoucurrentlybeingtreatedforachronicillness?

•Areyouplanninganyupcomingsurgeries,orareyouhavingababyin2014?

•Doyouoryourfamilymembersrequiremultipleorcostlyprescriptiondrugs?

•Whatareyourannualpaycheckcontributionscomparedtoyourout-of-pocketexpensesthroughouttheyear (e.g.,deductibles,copayments,andcoinsurance)?

With the Basic, Premier and Health Savings Advantage Plans: •YourpaycheckdeductionislowerthantheEPObutyouwillbesubjecttoadeductibleandcoinsurancefor

non-preventive care services such as diagnostic procedures (e.g., labs, X-rays, MRI and CT scans), inpatient hospital stays and specialty services. (Preventive services are covered at 100 percent.)

•Youhaveanout-of-networkbenefitthatcoversyouifyouseekservicesoutsidetheCignanetwork.

•Youhavecomprehensiveprescriptioncoverageoptionswithamaximumout-of-pocketexpenselimit.Thiswill be helpful if you or a family member take an extensive amount of prescription medication.

With the Select EPO plan:•Youwillhavethehighestpaycheckdeduction,butyouwillnothaveadeductibletosatisfyanditpays100percent

after applicable copayments are made. You may find this option preferable if you or a family member have a chronic medical condition or you know of an upcoming surgery or hospital stay in 2014.

•Youarenotrequiredtochooseaprimarycareprovider.However,youmustuseaproviderwithintheSelect EPOnetwork.

•Youdonothaveanyout-of-networkbenefits,onlyin-networkprovidersarecovered.Inaddition,noreferralis neededforspecialistcarewithintheSelectEPOnetwork.

•Yourprescriptioncoveragedoesnothaveanout-of-pocketmaximum,meaningprescriptioncostsmaybe more expensive.

DetailsabouttheplansandSelectEPOarelistedinthissectionandweencourageyoutoreviewtheminmoredetail asyoumakeyourdecision.Ifyouhaveanyquestions,logontohttps://Rushbenefits.HRintouch.com.

Did you know that even if your primary care physician is not a Rush physician, you can still utilize the services of onsite physicians, facilities, laboratory services and specialty care. Accessing these onsite services will help you save time and money!

To find a Rush physician, please visit the Rush Health Internet site, http://doctors.rush.edu/. If you are unsure whether or not your current physician is in-network or out-of-network, please visit the Cigna website at www.askallegiance.com/rush.

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What the Basic, Premier and Health Savings Advantage Plans have in common 1. Choosing a doctor•Youmaychoosetoseeanyprovider

•Youarenotrequiredtochooseaprimarycareprovider

•Youdon’tneedtoobtainreferralsforcare

•Youreceivein-networkandout-of-networkbenefits,whichmeans:

•Yourout-of-pocketcostsarelowerifyouchooseRushandin-networkproviders.WhenyouuseaRushor in-network provider, you do not have to file a claim — your provider will file a claim directly with Cigna. Depending on the type of service you receive, you pay a copayment (to a Rush or in-network physician for an office visit) or coinsurance, and the plan pays the remaining covered amount.

•Youcanreceivecarefromprovidersoutsideofthenetwork,butyourshareofthecostishigherandyouare responsibleforpayinganyexpensesthatexceedtheusual,customaryandreasonable(UCR)limits.Whenyou use an out-of-network provider, you pay the full cost to the provider and file a claim to be reimbursed a percentage of the covered expenses for medically necessary services, after you meet your annual deductible.

2. Meeting the deductibleOnce you meet your annual deductible, the Basic, Premier and Health Savings Advantage Plans pay a percentage of covered medical expenses. This percentage is the coinsurance. These amounts that you pay are called out-of-pocket expenses. Only the Health Savings Advantage enables you to have a Health Savings Account to help cover the cost of your deductible.

3. Out-of-pocket maximumsThe out-of-pocket maximum is your financial responsibility in any calendar year for coinsurance and deductible expenses. Your copayments do not count toward your out-of-pocket maximum for any year. Once you reach the annual out-of-pocket maximum, the Basic, Premier and Health Savings Advantage Plans pay most expenses at 100 percent. The limitations are dependent on which plan you choose, and how much coverage you need.

If you use a Rush Health doctor or Rush network facility, you pay a lower deductible and coinsurance.

How the Basic, Premier and Health Savings Advantage Plans differ from one another Basic Plan: •YourdeductibleamountishigherthanthePremierPlan.

• You pay lower payroll contributions in this plan than the Premier Plan.

•Thisplanmayworkbestforyouifyouandyourfamilyarenotfrequenthealthcareusers.

Health Savings Advantage Plan:• YourdeductibleamountishigherthanthePremierorBasicPlans,butyouwillhaveaHealthSavingsAccount

funded by tax-free contributions from Rush to help cover the deductible.

• You pay lower payroll contributions in this plan than the Premier Plan. Your payroll contributions will be slightly higher than the Basic Plan.

• ThisplanmayworkbestifyouandyourfamilywanttoenjoythetaxadvantagesofaHealthSavingsAccounttohelp pay your deductible and current eligible health care expenses or let the funds grow tax-free year after year to pay for future eligible medical expenses — even expenses you might incur in retirement.

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* Charges for additional services that are performed during an office visit may be subject to your plan deductible and coinsurance.

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Premier Plan: • YourdeductibleamountislowerthantheBasicPlan.

•You pay higher payroll contributions in this plan than the Basic Plan.• Ifyouandyourfamilyarefrequenthealthcareusers,thisplanmaybebestforyou.

Example: A visit to the doctorThe amount you pay when you visit the doctor depends on the plan you participate in and the type of provider you choose.

If you choose a Rush or Cigna doctor — whether you choose the Basic or Premier Plan — you pay a $20 copayment for an office visit with a primary care doctor (or a $40 copayment for an office visit with a specialist), then the plan pays 100 percent.* Your office visit copayment does not apply toward your deductible.

If you choose an out-of-network provider, your out-of-network annual deductible applies. This means if you haven’t met your out-of-network annual deductible, you pay the full cost of your office visit. Once you meet the out-of-net-work deductible, the plan will share your expenses. Specifically, when you visit the doctor, you will pay 50 percent of the cost and the plan will pay 50 percent.

WiththeHealthSavingsAdvantagePlan,ifyouchooseaRushorCignadoctor,youwillpaythetotalcostofyourcareuntil you meet the annual deductible. Then you will pay coinsurance (5% for an office visit with a Rush doctor or 30% for an office visit with a Cigna doctor.) Once you meet your annual out-of-pocket maximum, the plan will pay 100% of the cost.

Please note:Whenyouuseanout-of-networkprovider,youmayberesponsibleforadditionalchargesbeyond usual, customary and reasonable (UCR).

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YOUR ANNUAL DEDUCTIBLE

Here’s an example of how you meet your deductible in the Basic, Premier and Health Savings Advantage Plans. If you have family coverage and use in-network providers, it might look like this:

SERVICE BASIC PLANHEALTHSAVINGS ADVANTAGEPLAN PREMIERPLAN

Annual deductible:

Preventive care:

Office visits:

Outpatient services:

Outpatient services:

In-network single/family*

Rush Network single/family*

You and your family visit the doctor for annual physicals±

You visit the doctor during the year±

A member of your familyrequiressurgery,which costs $3,000. You choose a Rush facility so your coinsurance is 5% to 10%, depending on the plan.

A different member of yourfamilyrequires outpatient care, which costs $900. You choose a Cigna network provider so your coinsurance is 30%.

$1,200/$2,400 $2,500/$5,000***

$1,000/$2,000 $1,500/$3,000***

$0 $0

$20 copayment(copay does not

apply toward the deductible)

5% for Rush providers (after

deductible)30% for Cigna providers (after

deductible)

$1,000 toward the individual

deductible plus $200 (10%

coinsurance on the remaining

cost)

$3,000** toward the family deduct-ible, which meets the Rush Network

deductible and covers the cost of the surgery.

No additional co-insurance payment

is necessary.

$900 of familydeductible (you

must meet remainder of

family deductiblebefore plan pays

coinsurance)

$900 of the in-network

family deductible since you

chose a Cigna Network provider.

$20 copayment(copay does not apply

toward the deductible)

$300 toward the individual

deductible, plus $270

(10% coinsurance

on the remaining

cost)

$300 of family deductible (you

must meet remainder of family

deductible)plus $180 (30% coinsurance on remaining cost)

$0100% 100%

100% after

copayment

95% for Rush providers (after

deductible)70% for Cigna providers (after

deductible)

$1,800(90% of

remaining cost after you pay

deductible)

$0

$0 $0 since you have

not met the in-network

family deductible.

100% after

copayment

$2,430(90% of


deductible)

$420(70% of


deductible)

100%

$500/$1,000

$300/$600

Out-of-network single/family*

Rush contributions to HSA (Single/Family)

$2,400/$4,800

N/A

$5,000/$10,000***

$750/$1,500**

$700/$1,400

N/A

YOU PAY YOU PAY YOU PAYPLAN PAYS PLAN PAYS PLAN PAYS

The examples above show what you pay under each plan, and what the plan pays for services.

* Please note that if you select family coverage, you can meet the total family deductible in one of two ways: • Two members of your family separately meet the individual deductible (e.g., $1,000 each for Basic Plan in-network charges). • Two or more of the members of your family together meet the family deductible amount (e.g., $2,000 in combined total in-network charges for Basic Plan regardless of how much incurred by each family member).± Charges for additional services that are performed during an office visit may be subject to your plan deductible and coinsurance.**Please note that with the Health Savings Advantage Plan, you can use your Rush-funded HSA to help cover the cost of your deductible.***If you have family coverage in the Health Savings Advantage Plan, you must meet the family deductible before the plan begins sharing the cost of medical expenses for any individual covered family member.

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SERVICEDESCRIPTION

RUSHNETWORK

(INCLUDESRUSHPHYSICIANS)

NON-RUSHIN-NETWORK

FACILITY

OUT-OF-NETWORKFACILITY

IN-NETWORKPHYSICIAN

OUT-OF- NETWORK PHYSICIAN

BASIC PLAN

HEALTHSAVINGSADVANTAGEPLAN

BASIC PLAN

BASIC PLAN

BASIC PLAN

PREMIERPLAN

PREMIERPLAN


PREMIERPLAN


PREMIERPLAN


SELECTEPO

SELECTEPO

SELECTEPO

SELECTEPO

Single: $2,500Family: $5,000


$150 copay, plan pays 90% after deductible

Plan pays 90% after deductible‡


Single: $6,350 Family: $12,700


Plan pays 95% after deductible

Plan pays 90% after deductible‡

Plan pay 95% after deductible

Copayment waived

Plan pays 100%











$750 copay, plan then pays 100%

Plan pays 100%




N/A

N/A

N/A



N/A



Single: $750 Family: $1,500



Not covered

Not covered











Plan pays 100%

Plan pays 100%






N/A





Not covered

Not covered

MAXIMUM ANNUAL OUT-OF-POCKET LIMITS

INPATIENT HOSPITAL STAY

RUSH-FUNDED HEALTH SAVINGS ACCOUNT (HSA) CONTRIBUTIONS

OUTPATIENT HOSPITAL VISIT, INCLUDING LAB AND X-RAY

Comparison chart: BASIC, PREMIER, HEALTH SAVINGS ADVANTAGE AND EPO PLANS

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Comparison chart: BASIC, PREMIER, HEALTH SAVINGS ADVANTAGE AND EPO PLANS (continued)

SERVICEDESCRIPTION

RUSH FACILITY


NON-RUSHIN-NETWORK

FACILITY


IN-NETWORKPHYSICIAN


BASIC PLAN

PREMIERPLAN


SELECTEPO

$20 copay, plan then pays 100%*











Not covered








Not covered

OFFICE VISIT TO A PRIMARY CARE PHYSICIAN

BASIC PLAN

PREMIERPLAN


SELECTEPO





















EMERGENCY ROOM††† (TRUE EMERGENCY BASED ON PRUDENT LAYPERSON STANDARD)**

BASIC PLAN

PREMIERPLAN


SELECTEPO












Not covered








Not covered

URGENT CARE CENTER

* Charges for additional services that are performed during an office visit may be subject to your plan deductible and coinsurance.‡ 90percentforallservicesbilledthroughRushfacility;70percentforservicesbilledindependently.††† Copay waived if admitted.

** The “prudent layperson standard” means the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person.

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SERVICEDESCRIPTION

RUSH FACILITY


NON-RUSHIN-NETWORK

FACILITY


IN-NETWORKPHYSICIAN


BASIC PLAN

BASIC PLAN

BASIC PLAN

BASIC PLAN

PREMIERPLAN


PREMIERPLAN


PREMIERPLAN


PREMIERPLAN


SELECTEPO

SELECTEPO

SELECTEPO

SELECTEPO



Plan pays 100%*

Plan pays 100%*





Plan pays 100%*

Plan pays 100%

Plan pays 100%*

Plan pays 100%


Plan pays 100%

Plan pays 100%

Plan pays 100%



Plan pays 100%*

Plan pays 100%*





Plan pays 100%*

Plan pays 100%

Plan pays 100%*

Plan pays 100%


Plan pays 100%

Plan pays 100%

Plan pays 100%













Not covered

Not covered

Not covered

Not covered



Plan pays 100%*

Plan pays 100%*





Plan pays 100%*

Plan pays 100%

Plan pays 100%*

Plan pays 100%


Plan pays 100%

Plan pays 100%

Plan pays 100%













Not covered

Not covered

Not covered

Not covered

DIAGNOSTIC TESTS, LABS, X-RAYS PERFORMED OUTSIDE OF PHYSICIAN OFFICE

OFFICE VISIT TO A PHYSICIAN SPECIALIST

ANNUAL PREVENTIVE ADULT CARE: ROUTINE MAMMOGRAMS, PAP SMEARS, PROSTATE ANTIGEN TESTING, COLONOSCOPIES

ANNUAL PREVENTIVE CHILD CARE: CONSISTS OF IMMUNIZATIONS, EXAMS, SCHOOL PHYSICALS, ROUTINE LAB/X-RAY EXAMS

* Charges for additional services that are performed during an office visit may be subject to your plan deductible and coinsurance.‡ 90percentforallservicesbilledthroughRushfacility;70percentforservicesbilledindependently.††† Copay waived if admitted.** The “prudent layperson standard” means the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person.

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PRESCRIPTIONDRUGS–RETAIL(30-DAYSUPPLY)

BASIC PLAN HEALTH SAVINGS PREMIER PLAN SELECT EPO ADVANTAGE PLAN

Level1–Generic: $10 $15 $10 $15

Level 2 – Formulary: $50 Plan pays 70% of $30 $30 the cost. The most you will pay is $75 per prescription fill.

Level 3 – Non-Formulary: $75 Plan pays 70% of $60 $60 the cost. The most you will pay is $100 per prescription fill.

Maximum annual out-of-pocket $2,000 annual Combined with $1,500 annual N/A limits (combined retail and max/person medical plan max/person mail-order) max/person

Level1–Generic: $20 $30 $20 $30

Level 2 – Formulary: $100 Plan pays 70% of $60 $60 the cost. The most you will pay is $150 per prescription fill.

Level 3 – Non-Formulary: $150 Plan pays 70% of $120 $120 the cost. The most you will pay is $200 per prescription fill.

PRESCRIPTIONDRUGS–MAIL-ORDER(90-DAYSUPPLY)

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Prescription out-of-pocket maximum costs for Basic and Premier plansAnnual out-of-pocket costs are capped at $2,000 for the Basic Plan and $1,500 for the Premier Plan. This means that once your prescription costs exceed the cap in any given calendar year, your prescriptions are covered at 100 percent for the rest of the year (applies to each covered individual).

Please note that the cap only applies to covered prescriptions. A list of covered prescriptions can be found on the ExpressScriptswebsite,www.express-scripts.com.ExpressScripts’2014PreferredPrescriptionsMemberGuidewill beavailableinmid-December2013ontheExpressScriptswebsite,www.express-scripts.com.

Example:YousubscribetothePremierPlan.Youaretakingtwonon-formularydrugsthatcostyou$75eachpermonth ($150 per month). After 10 months, your annual out-of-pocket costs are $1,500. All of your prescriptions for the rest of the calendar year will be provided at no cost. The $1,500 cap ($2,000 for Basic Plan members) applies to each covered individual.

ExpressScriptsannuallyreviewsitsdruglist(formulary)andmaymakechangesthataffectyourcoverage.Thesechanges may include:

•Shiftingadrugtoadifferentlevel,whichcouldresultinahighercopayment.

•Changingthedispensinglimits,whichmayrequireyourphysiciantocontactExpressScriptsdirectlyat (866) 814-7106.

•Requiringpre-certification,whichmeansthatyourdoctorwouldneedtocontactExpressScriptsfirstbeforewritingyour prescription.

•Implementinga“steptherapy”protocolinwhichyoumightberequiredtotryacourseofalessexpensivedrugthat has proven to be effective before “stepping up” to a higher-priced drug.

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Prescription coverage with the Health Savings Advantage planThe prescription drug coverage available with the Health Savings Advantage Plan works a little differently thanthecoverageyoureceivewiththeothermedicalplanoptions.WiththeHealthSavingsAdvantage:

•Yourdeductibleforprescriptioncostsiscombinedwithyourmedicalplandeductible,whichmeansyou’ll reach the deductible faster.

•Yourannualmaximumprescriptiondrugout-of-pocketexpensesarealsocombinedwithyourannualmaximum medical plan expenses.

•Ifyouchoosetohaveyourprescriptionfilledatanout-of-networkpharmacy,you’llpay60%ofthecost after the deductible.

Express Scripts PharmacyRushpartnerswithExpressScriptsPharmacytohandleallprescriptiondrugcoverage.ExpressScriptsservesnearly60 million people nationwide and has pioneered innovations in personalized medicine, dispensing technology, and patientcarethathelplowercostsandimprovelives.ExpressScriptshasbeenrecognizedbyindependentresearchorganizations for delivering the highest member satisfaction of any prescription benefit manager.

FormoreinformationonExpressScripts,pleasegototheirwebsite,www.express-scripts.com.

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Using your prescription drug benefits to your best advantageUsingyourprescriptiondrugbenefitseffectivelybytakingsuchstepsasrequestinggenericdrugsandordering maintenancedrugsthroughthemail-orderprogramwillhelpbothyouandRushmanageexpenses.Genericdrugs arechemicallyequivalenttobrand-namedrugsandtypicallyprovidethesameresultsasbrand-namedrugsbut usuallycost30percentto70percentless.Whenyourdoctorprescribesadrug,askifagenericequivalentisavailableand appropriate for your needs.

Infertility prescription and treatment coverageRush offers comprehensive infertility benefits for all covered health plan members. Benefits are limited to a $50,000 lifetime maximum of combined medical and self-injectible fertility drugs. Benefits paid each year will carry over and apply to the $50,000 lifetime maximum. (For Basic, Premier and Health Savings Advantage Plans, annual deductibles and coinsurance will apply.) Note: for self-injectible infertility medications, your physician must communicate the prescription to the Professional Building pharmacy via telephone at (312) 563-2246 or via fax at (312) 563-2247. Any associated shipping charges will be at the expense of the member. For further information on the Rush infertility benefit, please refer to the summary plan description available on the Benefits website at https://Rushbenefits.HRintouch.com.

Smoking cessation prescription coverageRush prescription drug benefits include smoking-deterrent medications as a covered benefit (with the applicable copayment and subject to a six-month lifetime limitation). Smoking cessation programs, counseling and prescription drug copayments are also reimbursable expenses under the flexible spending account program for health care.

Did you know:DISCOUNTSEmployeesreceivea$3discountoneachprescriptionwhenyoufillyourprescriptionatoneofthetwo Rush pharmacies at the following locations:•TheRushProfessionalBuilding(fourthfloor)•TheOakParkMedicalOfficeBuilding

MAIL-ORDER PROGRAM OFFERS EVEN GREATER SAVINGSForevenmoresavings,youmayobtainprescriptiondrugsthroughExpressScripts’homedeliverymail-orderprogram. You receive a 90-day supply at the same cost as a 60-day supply.

Formoreinformation,membersmaygototheExpressScriptswebsiteatwww.express-scripts.comorcallExpressScripts’customerservicedepartmentat(866)814-7106.

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2014 - Non-Union Tobacco Free Medical Rates per pay period (24 x a year)

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FULL-TIME BASIC PLANEMPLOYEEHOURLYRATE

<$18 $18-$27.99 $28-$46.15 $46.16ANDABOVE

Employeeonly $11.25 $13.50 $15.75 $22.75Employee&spouse $44.00 $49.00 $55.50 $72.25Employee&children $38.75 $42.75 $51.50 $67.00Family $58.25 $65.25 $72.75 $93.25





Employeeonly $24.00 $27.00 $30.50 $41.50Employee&spouse $74.00 $81.50 $91.00 $117.00Employee&children $66.50 $73.50 $84.50 $108.50Family $96.00 $105.50 $117.00 148.50



FULL-TIME PREMIER PLANEMPLOYEEHOURLYRATE

PART-TIME BASIC PLANEMPLOYEEHOURLYRATE

FULL-TIME HEALTH SAVINGS ADVANTAGE PLANEMPLOYEEHOURLYRATE

PART-TIME PREMIER PLANEMPLOYEEHOURLYRATE

PART-TIME SELECT EPO PLANEMPLOYEEHOURLYRATE

PART-TIME HEALTH SAVINGS ADVANTAGE PLANEMPLOYEEHOURLYRATE

FULL-TIME SELECT EPO PLAN EMPLOYEEHOURLYRATE

<$18

<$18

<$18

<$18

<$18

<$18

<$18

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

Please note: These rates apply ONLY to non-union and ISSSA-represented employees. Teamsters-represented employee rates may be different from those listed in this booklet, and these employees are advised to consult their contract for rates. These rates do not applytohousestaff.Yourcostfor2014isbasedonyoursalary(hourlyrateequivalent)thatisineffectonNovember30,2013.

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2014 - Non-Union Tobacco User Medical Rates per pay period (24 x a year)

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FULL-TIME BASIC PLANEMPLOYEEHOURLYRATE

<$18 $18-$27.99 $28-$46.15 $46.16ANDABOVE




Employeeonly $81.00 $86.00 $93.25 $114.00Employee&spouse $176.00 $189.50 $206.50 $255.25Employee&children $162.25 $176.75 $194.50 $240.50Family $217.50 $ 233.75 $255.00 $315.75





FULL-TIME PREMIER PLANEMPLOYEEHOURLYRATE

PART-TIME BASIC PLANEMPLOYEEHOURLYRATE

FULL-TIME HEALTH SAVINGS ADVANTAGE PLANEMPLOYEEHOURLYRATE

PART-TIME PREMIER PLANEMPLOYEEHOURLYRATE

PART-TIME SELECT EPO PLANEMPLOYEEHOURLYRATE

PART-TIME HEALTH SAVINGS ADVANTAGE PLANEMPLOYEEHOURLYRATE

FULL-TIME SELECT EPO PLAN EMPLOYEEHOURLYRATE

<$18

<$18

<$18

<$18

<$18

<$18

<$18

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$18-$27.99

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$28-$46.15

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

$46.16ANDABOVE

Please note: These rates apply ONLY to non-union and ISSSA-represented employees. Teamsters-represented employee rates may be different from those listed in this booklet, and these employees are advised to consult their contract for rates. These rates do not applytohousestaff.Yourcostfor2014isbasedonyoursalary(hourlyrateequivalent)thatisineffectonNovember30,2013.

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DENTAL PLANS

Dentalcoverage,providedbyGuardian:FirstCommonwealth,helpsyouandyourfamilymanagethecostofmaintain-ing good dental health and treating dental disease or injury.

You have a choice of two dental plans. The PPO allows you to see any dentist you choose. Once you meet the deduct-ible you pay coinsurance, a percentage of the total cost, when you seek dental care. However, you’ll always save moneyifyouchooseoneofthe2,500GuardianparticipatingprovidersintheChicagoarea—thesedentistsanddental specialists have agreed to discount their fees so you pay a percentage of a lower total cost. Also, by utilizing a network dentist, your deductible for preventive care services is waived. If you go out of network, preventive services are covered at 100 percent only after you have satisfied your annual deductible.

NEW FOR 2014:WithanewPreventiveAdvantageProgram,in-networkpreventivechargeswillnotcounttowardthe annual maximum benefit. Additionally, new hires enrolled in the Dental PPO plan will not need to wait 12 months before they receive coverage for major dental procedures.

Did you know:Guardian’sMaximumRolloverAccount(MRA)allowsemployeesenrolledinthePPOdentalplantosaveapercentage of the annual dental maximum ($1,250) in order to cover expensive procedures in upcoming years. For example, if you do not reach your annual maximum in a plan year, the MRA allows you to rollover a percentage of this money for use in the future to help cover oral surgery, implants or other costly services.Additionally,ifyouusetheservicesofin-networkprovidersexclusivelyduringthebenefityear,Guardian will increase the percentage credited to your MRA account.

Toqualify,youmusthavefiledadentalclaimduringtheyearforwhichabenefitpaymentisissued(in excess of any deductible or copay) and you must not have reached your annual maximum in the benefit year.

You and your insured dependents will have separate MRAs based on each individual’s own claim activity. You will receive an annual statement detailing your account and those of your dependents.

If you enroll in the Dental HMO (DHMO) you must select a dentist from the participating dentist provider guide which can be found online at www.guardiananytime.com. The dentist you choose will become your primary dentist andyoumustusethisdentalproviderforallyourdentalneeds.Eacheligiblefamilymembermayselectadifferentparticipating DHMO dentist. If you need specialty care you must seek a referral from your DHMO dentist.

Guardian:FirstCommonwealthoffersmembersaccesstonumerousresourcesthroughtheGuardianwebsite, www.guardiananytime.com.

Comparison chart: PPO and Dental HMO

27

DENTALPLAN PPO DHMO

Dentist Choice

Annual deductible (single/family)

Preventive and diagnostic care* – for example, cleanings, oral exams, X-rays, and fluoride treatment for children

ViziLitePlusexamsformembers age 40 or older

Minor restorative – for example, fillings (amalgams, resins), endodontics (root canals), periodontics (periodontal maintenance), and oral surgery (simple surgical extractions)

Major restorative (prosthetics, dentures, crowns and fixed bridgework and orthodontics)

Dental implants

Annual plan maximum

Lifetime orthodontia maximum

Claimformsrequired

12-month waiting period for major services

Subject to UCR** limit

PPO discount available

•Dependentchild† (under age 19 )

•Adult(19yearsandolder)

In-network PPOProvider(Guardian

network dentist only)

$50/$150

Plan pays 100% (deductible is waived)

Plan pays 100%(limit one every 2 years)

Plan pays 80% Member pays 20% of

the PPO discountafter deductible

Plan pays 50%Member pays 50%of the PPO discount

after deductible


$1,250*

$1,000

No

No

Yes

Yes

$1,000 maximum benefit

Not covered

Out-of-network PPO Provider (any dentist)

$50/$150

Plan pays 100%(of UCR)**

after deductible

Plan pays 100%(limit one every 2 years)

Plan pays 70%Member pays 30%

(of UCR)**after deductible


(of UCR)**after deductible

Plan pays 40%after deductible

$1,250

$1,000

No

No

Yes

No

$1,000 maximum benefit

Not covered

Participating HMOnetwork dentist

None

Plan pays 100%Member pays

nothing for services

Not covered



(see below for DHMO orthodontics)

Not covered

Unlimited

None

No

No

No

N/A

Up to $1,000 savings off the fee schedule in effect at the time treatment is initiated

Up to $1,000 savings off the fee schedule in effect at the time treatment is initiated

COINSURANCE

† A dependent child is defined as one who is unmarried and covered under their parent’s dental coverage until the child reaches age 26 (age 19 for orthodontics). Additionally, an unmarried adult child(ren) who is a military veteran, is also covered as a dependent under their parent’s dental coverage until the child reaches age 30.* In-network preventive charges will not count toward the annual maximum benefit. ** Usual, customary and reasonable charges.

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2014 employee dental insurance rates per pay period

Vision plan covered services

VISION PLAN

VSPoffersanoptionalMemberVisionIDcardthathasasummaryofyourpersonalvisionbenefitsinformationandwillhelpyourdoctorknowyouareaVSPmember.

The vision plan provides coverage for basic vision care services for you and, if applicable, your eligible family members, includingdependentchild(ren)uptotheageof26.TheplanisofferedthroughVisionServicePlan(VSP).

TolearnmoreaboutyourvisionbenefitsandtoprintthenewMemberVisionCard,ortofindaVSPdoctor,simplyvisitwww.vsp.comorcall(800)877-7195.Whenyoumakeanappointment,tellthedoctoryouareaVSPmember—yourdoctorandVSPwillhandletherest.

You may choose between prescription glasses or contacts. If you choose contacts you will not be eligible to receive glasses (lenses and a frame) in the same service period.

* Contributions are deducted from 24 out of the 26 pay periods per payroll year.

GUARDIAN: FIRST COMMONWEALTH DENTAL INSURANCE CONTRIBUTIONS*

SINGLE

SINGLE

FULL-TIME

PART-TIME

EMPLOYEE+CHILD(REN)

EMPLOYEE+CHILD(REN)

EMPLOYEE+ SPOUSE/SAME-SEXDOMESTICPARTNER

EMPLOYEE+ SPOUSE/SAME-SEXDOMESTICPARTNER

EMPLOYEE+FAMILY

EMPLOYEE+FAMILY

DHMO $5.74 $14.90 $11.78 $19.35

PPO $10.80 $26.25 $21.89 $36.53

DHMO $6.08 $15.79 $12.60 $20.51

PPO $11.45 $27.83 $23.42 $38.72

BENEFIT FREQUENCY COPAYMENT IN-NETWORKVSP DOCTOR, YOU PAY

OUT-OF-NETWORKPROVIDERBENEFITWILLREIMBURSE

Examination

Lenses

Frames

Contact lenses

12 months

12 months

24 months

12 months

$10

$25 (for lensesand/or frames)

$25 (for lensesand/or frames)

No copay applies

Covered

Single vision, lined,bifocal, and lined trifocallenses are covered in full

Covered up to $150

Covered up to $140

Up to $50

•Singlevisionupto$50•Linedbifocalupto$75•Linedtrifocalupto$100

Up to $70

Up to $105

2014 employee vision insurance rates per pay period

VISION PLAN COST PER PAY PERIOD

Employeeonly $3.77Employeeplusspouse/same-sexdomesticpartner $5.86Employeepluschild(ren)† $5.98Family coverage $9.65

† A dependent child is one who is unmarried and covered under their parent’s vision coverage until the child reaches age 26. Additionally, an unmarried adult child(ren) who is a military veteran is also covered as a dependent under their parent’s vision coverage until the child reaches age 30.

FLEXIBLE SPENDING ACCOUNTS ANDTRANSPORTATION MANAGEMENT ACCOUNTS

Rush has partnered with Professional Benefit Administrators (PBA) to administer its flexible spending account (FSA) and transportation management account (TMA) services. PBA utilizes the latest technology to provide a full range of services.

Flexible spending and transportation management accounts offer you a way to save money for eligible health care, de-pendent care and transportation expenses. (Please see page 30 for a list of eligible expenses.) Rush offers three flexible spending account (FSA) options: a general purpose health care FSA, a limited purpose health care FSA, and a dependent care FSA, as well as a transportation management account (TMA). Both the general purpose health care and dependent care FSAs and the TMA are administered by PBA.

FSAs and TMAs allow you to pay for eligible expenses by putting money aside in a special account that isn’t taxed.

If you want to participate in a FSA health care or dependent care account for 2014, you MUST enroll at https://Rushbenefits.HRintouch.com.Electionsfor2013willNOTcarryoverinto2014.

IfyouwereenrolledinaTMAaccountfor2013,your2013electionwillbecomeyour2014election,noactionrequired. If you want to change or cancel your TMA enrollment for 2014, go to www.rushflex.com.

Did you know?The government takes approximately 25 percent of your paycheck in taxes. If you set money aside in an FSA or TMA, you get to use that money without it ever being taxed. Therefore, you are essentially saving 25 percent on everything you buy through your FSA or TMA.

Traditional Health Care FSAs vs. Limited Purpose FSAsIf you choose to enroll in the Health Savings Advantage plan, which enables you to open a Health Savings Account, IRS rules do not allow you to also have a general purpose health care flexible spending account (FSA), the traditional kind of health care FSA that allows you to set aside pre-tax dollars to pay for eligible health care expenses. Instead you can open a limited purpose health care FSA that enables you to set aside pre-tax dollars to pay for eligible dental and vision expenses only. Both the HSA and limited purpose FSA are administeredbyHealthEquity.

The limited purpose FSA is designed to work in combination with a Health Savings Account, making it a good way to save money on your eligible dental and vision expenses. But remember: Like any FSA, you must estimate your contributions to a limited purpose FSA carefully. The maximum amount you can contribute to a limited purpose FSA is $2,500 in 2014. If you don’t use all of the money in your account by the end of the year and grace period, you will forfeit any money remaining in your FSA.

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Calculator showing annual FSA savings

TAX-SAVINGS EXAMPLE – BASED ON A $40,000 ANNUAL INCOME AND A $2,500 FSA

ANNUALVALUES WITHOUTFSA WITHFSA

Earnedincome $40,000 $40,000Pre-tax FSA contribution $0.00 ($2,500)Taxable income $40,000 $37,500Federal income tax (25%) ($10,000) ($9,375)Take-home pay $30,000 $28,125After-tax dollars spent on eligible FSA expenses ($2,500) $0.00Net take-home pay $27,500 $28,125Increase in annual spendable income None $625

An employee making $40,000 per year who sets aside $2,500 in an FSA saves $625 per year.

Yourtake-homepayisapproximately25percentlessthanwhatyouearned.Forexample:25percentof$100equals$25. In other words, for every $100 you earn, your take-home is only $75 because approximately $25 goes to the government for taxes.

However, if you set $100 aside in a pre-tax FSA or TMA account, all $100 of your earnings are available to use toward eligible expenses. If you don’t use a health care FSA or a TMA account, only $75 of the $100 you earned is available for eligible expenses.

You can’t set aside your entire paycheck into an FSA or a TMA. However, you can set aside up to $2,500 annually for a health care reimbursement FSA, up to $5,000 annually for a dependent care reimbursement FSA, and up to $470 per month ($240 for parking and $230 for transit) for a TMA.

Using pre-tax money for health care and other eligible expenses makes good financial sense.

Eligible expenses defined – What’s covered under a health care FSAMany out-of-pocket health care expenses are eligible for reimbursement through a health care FSA, including the following:•Annualdeductibles•Annualout-of-pocketmaximums•Doctorvisitcopayments•LabandX-rayexpenses•Prescriptiondrugcopayments,includinginsulinandsyringes•Dentalexpenses,includingexams,X-rays,fillings,crownsandbraces•Visionexpenses,includingeyeexams,glasses,contactlensesandcontactlenssolution•Medicalequipment,includingbackbracesandcrutches•Over-the-countermedicationsifyouhaveadoctor’sprescription•Chiropractorvisits

Remember: The annual maximum contribution for a health care FSA is $2,500. Please read the important informationattheendofthissectiononPBAreimbursementrequirements,aswellasfederal and IRS regulations regarding receipts for the above mentioned items.

Health care FSAs are easy to useParticipantswhosetmoneyasideinahealthcareFSAwillbeissuedaPBAVisadebitcardthatdrawsonthebalanceyou’vesetasideinyourFSAaccount.Eachtimeyouincuraneligibleexpense,youcanpresentthiscardatanyproviderthatacceptsVisa,andtheamountwillautomaticallybedeductedfromyourhealthcareFSAaccount.UsingthePBAVisadebit card relieves you from spending out-of-pocket money at the time of service, submitting paperwork and waiting for reimbursement.

Remember: ThePBAVisadebitcardcanonlybeusedfortheeligiblehealthcareexpenses.Youstillmayneedto submit a claim form directly to PBA for reimbursement via fax or mail. You can check your balance and find out all the information you need at https://Rushbenefits.HRintouch.com. Once on the site, use thePBAFlexibleSpendingquicklink.

Please note that you must keep track of your expenditures. PBA will deny any charges that exceed your available balance.

The annual maximum contribution to a health care FSA is $2,500.

Signing up for Direct DepositBy signing up for direct deposit, your FSA reimbursements will be deposited into your account on the next business day following each Monday’s check cycle. This ensures your check will not be lost in the mail or misplaced in your home.

If you have Direct Deposit already setup, your current account information will remain in place.

Dependent care FSAsDependent care FSA money is set aside “pre-tax” and provides approximately 25 percent savings on eligible child and elder care services you must use in order to work. If you are married, your spouse or same-sex domestic partner must be working, attending school full-time or be mentally or physically incapable of caring for himself or herself for you to be eligible to participate in a dependent care reimbursement account.

Please note: Eligibleexpensesinclude,forexample,after-schoolcareandthecostofacaregiverforachild, disabled spouse/same-sex domestic partner, civil union partner or elderly parent. Dependent care FSAs cannot be used to reimburse medical care expenses for dependents.

YourhealthcareVisadebitcardcanalsobeusedfordependentcareexpensesaslongasthe provider is using a payment system that accepts debit cards. For example, there may be some day careprovidersthatwillacceptpaymentviayourPBAVisadebitcard.

The annual maximum contribution to a dependent care FSA is $5,000.

Reimbursement for dependent care FSAsPBA offers a time saving Recurring Dependent Care Claim Form that can be found online at https://Rushbenefits.HRintouch.com.Onceonthesite,usethePBAFlexibleSpendingquicklink.

Setting up a recurring dependent care claim form will save you time, and it only needs to be completed once at the beginning of each new plan year. Afterward, your dependent care reimbursement will be processed on the Monday following each of your payroll contributions until the end of year. No further Dependent Care Claim submissions will berequiredbyyouforthatplanyear.

Toreceiveyourreimbursementevenfaster,sendalongaDirectDepositEnrollmentForm,whichcanalsobefoundonline. Your reimbursement will be deposited into your bank account on the next business day after Monday’s weekly check cycle following your payroll contribution.

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Please keep in mind that both new enrollees and current participants must submit a new claim form each year. The form needs to be signed and dated by your daycare provider. Your child’s daycare provider’s current Tax ID or SSN willalsoberequired.

Transportation management accounts (TMAs)Transportation management accounts (TMAs) work the same as FSAs in that the money you set aside “pre-tax” provides approximately 25 percent savings on eligible commuter parking and/or mass transit expenses you incur as partofyourcommutetoandfromwork.Eligibleexpensesincludecommutertrainsorbuses,theRushshuttlebus and commuter parking facilities.

Please note: Parking expenses for Rush employee parking facilities are not eligible for TMA reimbursement because the monthly charge to park at Rush is already deducted from your paycheck pre-tax.

However, public lots are eligible for TMA parking reimbursement. The monthly maximum pre-tax contribution for commuter parking is $240 in a public lot.

The monthly maximum contribution for the mass transit account is $230. Any expenses you incur over $230 per month for mass transit will be deducted from your paycheck post-tax.

For example, you use a TMA to purchase a monthly Metra pass for $150. That $150 comes out of your paycheck before it has been taxed, so you are not paying any tax on your monthly Metra pass. If you purchase your monthly Metra pass without a TMA, you are paying taxes on the entire $150.

Reimbursement options for TMAsPBA provides several options for employees to enroll in and monitor their TMA account. Complete information is available online at https://Rushbenefits.HRintouch.com, or by calling the PBA Benefits Call Center at (800) 435-5694, 7 a.m. to 5 p.m. (Central time). Please note that you must confirm or cancel an order by the fifth day of the month for the next upcoming month (e.g., for a February pass, you must order or cancel by the previous January 5).

How deductions are made for FSAs and TMAsIf you choose to participate in either of the FSA accounts, you determine how much to contribute annually. The deductions are distributed over 26 pay periods. If you choose to participate in the TMA account, you determine how much to contribute monthly, and the amount will be deducted once a month. These deductions will be reflected on your paycheck.

How to enrollLog onto https://Rushbenefits.HRintouch.com or go directly to www.rushflex.com and follow the instructions to create your new user account.

Please note: You can only enroll in an FSA as a new employee or during the benefits open enrollment period, and you must re-enroll each year to use an FSA. However, you can enroll and disenroll from a TMA whenever and as often as you like.

Did you know?Mass transit is not only good for the environment, it’s good for your pocketbook too. Don’t forget to deduct 25 percent from your bottom-line monthly cost to figure in the true savings you will receive from using a TMA.

Separation from Rush and your FSA/TMA accountsShould you leave employment with Rush and you have money in an FSA or TMA account, you can only claim expenses incurred up to the date of your employment separation date.

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Federal law and IRS regulations regarding FSAs and TMAsPlease estimate your expenses carefully because this money must be used during the 15-month period that begins January 1 of each year and ends March 15 of the following plan year. For example, funds deposited January through December 2014 can be used to cover eligible health care expenses incurred through March 15, 2015.

YourPBAVisadebitcardpurchasesmadeduringthe2015graceperiodcanbeusedtoaccessfunds from the previous plan year. For example: You have $500 left in your FSA health care account on December31,2014.YouhaveuntilMarch15,2015tospendthatmoney;however,ifyoustillhavemanual claims to submit to PBA, you need to submit your manual claims with your receipts before using your debit card during the January 1, 2015, through March 15, 2015, grace period.

Dependent care FSA and TMA accounts have a 12-month deadline. Please estimate your expenses carefully because these funds must be used for services rendered in the current plan year, ending on December 31, 2014.

Save your receiptsFor proper reimbursement of manual and debit card claims from PBA and for IRS reasons,* you need to keep your receipts. The receipt should include the following:•Theprovider’sorstore’snameandaddress;•Thedateofservice;•Theserviceprovidedoritempurchased;•Thecostfortheserviceoritems;and•Thenameofthepersontowhomtheservicewasprovided,orwhomadethepurchase.PBAreserves the right to ask for proof of purchase prior to reimbursement.

*PleasebeadvisedthatsomeitemsorservicesmaynotbeidentifiablewhenpurchasedwiththePBAVisadebitcard.ThismayresultinarequestfromPBAtoprovideacopyofthereceiptforservicesrenderedoritems purchased.

Helpful tip: Keep an envelope marked “PBA Receipts” with your health insurance records.

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Theeligibilityrequirementsandcostforbasiclife,AD&Dandsupplementallifeinsurancebenefitswillbeexplainedingreaterdetaillaterinthissection.Weurgeyoutoreadthissectioncarefullytoobtainthebestprotectionforyouandyour family.

Did you know?Your free basic life insurance will help you to provide for your loved ones after you’re gone. In order to ensure that your life insurance proceeds go to the proper person(s), all eligible employees must designate a beneficiary or beneficiaries for this benefit. If you fail to document a beneficiary, your beneficiary may be determined by federal or state law, or by the plan document that governs your life insurance plan. You can change or update your beneficiary any time by going to https://Rushbenefits.HRintouch.com.

LIFE AND ACCIDENTAL DEATH ANDDISMEMBERMENT (AD&D) INSURANCE

Rush partners with The Hartford Life Insurance Company to administer its life insurance. The Hartford Financial Services Group,whichwasestablishedin1810,isoneoftheworld’slargestinsuranceandinvestmentcompanies.TheHartfordLife Insurance subsidiary is a leading provider of life insurance products. The Hartford, the company, is in the top 50 of life insurance providers.

The following are some no-cost perks Hartford offers to Rush employees eligible for Basic Life insurance:

• HartfordLifewillofferyoutheopportunitytousetheironlineresourcescalledEstateGuidancetowriteawill.

• YouwillhaveaTravelAssistprogramwhichprovidespre-tripandemergencytravelservicessoyoucantravelwithconfidence, even if the unexpected occurs.

• ThebenefitforfuneralplanningserviceisprovidedbyEverest,whichisthefirstnationwidefuneralplanningandconcierge service. This helps you plan for your funeral and at time of death will assist your family in choosing a funeral home and negotiating the price and services

Lifeinsuranceisanecessity;ithelpsyouprovideforyourfamilyandlovedoneswhenyounolongercan.Forthatreason,Rushoffersbasiclifeandaccidentaldeathanddismemberment(AD&D)insurancetoalleligiblenon-union and ISSSA-represented employees at no cost.

General information about Rush life insurance and AD&D benefitsRushlifeandAD&DinsuranceisadministeredbytheHartfordCompany.

Eligibleemployees*receive$25,000inbasicandAD&Dcoverageforfree.Employeesalsohavetheoptionofincreas-ing(supplementing)theirbasiclifeinsuranceandAD&Dcoverage.Inaddition,employeescanelectsupplementallifeinsurance coverage for their spouses, same-sex domestic partners, civil union (same or opposite sex) partners and dependent children.

*Eligibilityisdefinedonpage6ofthisbook.Teamsters-representedemployeesmaybeeligibleforcertainlifeinsurancebenefitsas defined by contract.

Who is eligible for supplemental coverageEmployee: To be eligible for supplemental life coverage, an employee must meet the criteria as defined on page 6 and be actively at work on the effective date of coverage, the first of the month following 90 continuous days of employment.

Legal spouse/same-sex domestic partner/civil union (same or opposite sex) partner: To be eligible for coverage your dependent spouse/same-sex domestic partner/civil union (same or opposite sex) partner must be performing his/her normal activities, which means he or she is not confined at home or under the care of a doctor due to sickness or injury, and is not receiving nor eligible to receive any disability income from any source due to sickness or injury. You must enroll in supplemental life for at least your base annual salary times one in order for your spouse, same-sex domestic partner or civil union (same or opposite sex) partner to be eligible for coverage. In addition, if your dependent spouse/same-sex domestic partner/civil union (same or opposite sex) partner is an employee of Rush, he or she can enroll for coverage as an employee or as a spouse/same-sex domestic partner/civil union (same or opposite sex) partner but not both.

Child(ren): A dependent child(ren) between the ages of 15 days to 26 years old is eligible for dependent coverage. An eligible child(ren) includes a child(ren) who is legally adopted and/or a stepchild(ren). A covered child(ren) who remains dependent upon you for support due to a mental or physical handicap (that occurred prior to him or her reaching the limiting age) will continue to be covered with no age limit.

A child(ren) must be able to perform his or her normal activities, which means the child(ren) is not confined at home or under the care of a doctor due to sickness or injury and does not receive or is not eligible to receive any disability income from any source due to sickness or injury. You must enroll in supplemental life for at least your base annual salary times one in order for your child(ren) to be eligible for coverage.

Determining the amount of supplemental life insurance coverage you may needAlthough you may already have life insurance, it may be time to re-evaluate your needs to make sure your family is protectedshouldsomethinghappentoyou.Whenevaluatingyourinsuranceneeds,considerthefollowing:•Areyouplanningtogetmarriedorhaveyourecentlyhadachild?•Willyoubebuyinganewhomesoon?•Doyouneedtosendyourchildrentocollegesoon?

Supplemental life insurance coverage amounts*EmployeeOne to four times your base annual salary, rounded to the next higher $10,000, up to $1,000,000. However, the maximum amount of supplemental life coverage you can receive is the lesser of your base annual salary times four or $1,000,000(excludesyourbasiclifecoverage).Whenyouenrollforsupplementallifeinsurance,youareautomaticallyenrolledinAD&Dinsurance.ThebenefitamountforAD&Dinsuranceisequaltothebenefitamountforsupplementallife insurance coverage.

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* In order to be eligible to enroll your legal spouse/same-sex domestic partner, civil union or child(ren) for supplemental coverage, you must enroll in supplemental life for at least your base annual salary times one.

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Did you know?In 2013, the U.S. Supreme Court ruled that same-sex spouses lawfully married under the law of a state or foreign jurisdiction are lawfully married for Federal tax and benefits purposes regardless of where they reside.

IRS guidance based on this ruling is limited to same-sex spouses. Individuals (same-sex or opposite sex) who are recognized under state law as registered domestic partners or members of a civil union are not considered married for Federal tax or benefits purposes.

In addition, the IRS guidance does not affect a state’s determination of whether an individual is married for state income tax or other purposes.

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Spouse/same-sex domestic partner/civil union (same or opposite sex) partnerYoucanobtainsupplementallifeandAD&Dcoverageforyourspouse/same-sexdomesticpartner/civilunion (same or opposite sex) partner in increments of $10,000 up to $50,000.

Child(ren)YoucanobtainsupplementallifeandAD&Dcoverageforyourdependentchild(ren)accordingtothefollowing:Age 15 days to 6 months: $2,500 – per infantAge 6 months to 26 years: $10,000 – per child

Evidence of health forms for new and existing employeesExistingemployeesmustfileanevidenceofhealthformtoobtainsupplementallifeinsurance.Ifyouareanewemployee, you may enroll for supplemental life insurance without providing an evidence of health form as long as you are actively at work and the following conditions are met:•Yourenrollmenttakesplacepriortotheenrollmentperioddeadline•Youhavenotbeenhospitalizedwithin90dayspriortoenrolling•Youareenrollingforcoveragelessthanyourbaseannualsalarytimesthreeor$300,000

You will need to submit an evidence of health form if you do not meet the conditions stated above.

Spouse/same-sex domestic or civil union partner (same or opposite sex)/childAn employee may enroll their spouse/same-sex domestic partner/their same or opposite sex civil union partner or child for dependent life insurance during the enrollment period without providing an evidence of health form as long as the spouse/same-sex domestic partner/civil union (same or opposite sex) partner and/or child are performing their normal activities and the following conditions are met:

•Theirenrollmenttakesplacepriortotheenrollmentperioddeadline

•Theyhavenotbeenhospitalizedwithin90dayspriortoenrolling

•Thespouse/same-sexdomesticpartner/civilunion(sameoroppositesex)partnerisenrollingforlessthan $20,000 of coverage

Your dependent(s) will need to submit an evidence of health form if he/she does not meet the conditions stated above.

Determining the cost of supplemental coverageEmployeeEacheligibleRushemployeereceives$25,000inbasiclifeinsuranceand$25,000inbasicAD&Dcoverageatnocost.

SupplementallifeandAD&Dinsurancepremiumsarecalculatedbasedonyourage,currentbaseannualsalary,andamount of coverage you desire. Rates are based on your age as of January 1 of the current year. The cost of supple-mental life insurance for yourself may be calculated by using the table below.

How to calculate your supplemental life insurance premiumExample: To calculate the monthly premium for a 30-year-old employee whose annual salary is

$25,000 per year, and who elected supplemental coverage for twice their annual salary:

$50,000 x .08 (per rate table above) = $4,000 ÷ 1,000 = $4.00 monthly payroll deduction

AGE UNDER30 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+

RATEPER $.06 $.08 $.09 $.10 $.15 $.23 $.32 $.59 $1.25 $1.75$1,000

An example: Calculating the cost of your dependent coverageYou are electing $30,000 for your 37-year-old spouse/same-sex domestic partner/civil union and $10,000 of coverage for each of your two children.

Conditions covered under this benefitSupplementallifeandAD&Dinsuranceprovidesbenefitsforaccidentallossoflifeorseriousaccidentsbasedona benefitsschedule.ForspecificinformationaboutwhatisnotcoveredundertheHartfordandAD&Dbenefitplan,please consult your policy, or go to https://Rushbenefits.HRintouch.com.

How benefits are paidInsurance benefits in the amount of $5,000 or more are paid through the convenience of a total control account (TCA), which is an account that pays interest at rates comparable to current money market accounts and is fully guaranteed by Hartford. The beneficiary receives a checkbook and has free check-writing privileges.

Other life insurance options available through Hartford HartfordalsooffersanoptiontocontinueyourlifeinsurancecoverageshouldyouleaveemploymentatRush;anoptiontoreceiveacceleratedbenefitsshouldyoubediagnosedwithaterminalillness;theoptiontohaveyourlifeinsurancepremiumspaid;andfreeassistanceforyourbeneficiariesinfilingclaimsshouldyoubecomedisabled.Formore information on these additional benefits, please refer to your policy, or visit https://Rushbenefits.HRintouch.com.

Enrollment informationEnrollmentcanbecompletedonlineathttps://Rushbenefits.HRintouch.com.

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1)Entertheratefromthetable $0.11

2)Entertheamountofinsurancecoverage $30,000

3) Divide line 2 by $1,000 30

4) Spouse coverage monthly premium (Multiply line 1 by line 3) $3.30

5) $10,000 of child coverage for two children +$1.20

6) Total monthly cost (add line 4 plus line 5) $4.50

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Child(ren) life coverage monthly cost (covers all eligible children)$10,000 = $1.20 per month for one or more children

To determine your monthly premium for dependent coverage, find the appropriate rate above and multiply it by the number of increments of insurance you wish to purchase.

AGE UNDER25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+

RATEPER $.06 $.08 $.09 $.11 $.13 $.20 $.38 $.62 $1.14 $1.95$1,000

Spouse/same-sex domestic partner and civil union partnerEmployeesmayelectsupplementalcoverageforaspouse/same-sexdomesticpartner/civilunion(sameoroppositesex) partner in increments of $10,000, $20,000, $30,000, $40,000 or $50,000. See the rate chart below to calculate the cost. Rates are based on your spouse/partner’s age as of January 1 of the current year.

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SHORT-TERM DISABILITY

Rush provides a core short-term disability (STD) benefit at no cost to all eligible* non-union and ISSSA-represented employees through The Hartford, one of the nation’s largest financial and insurance companies and a leading disability insurer.

The core STD plan replaces 75 percent of your weekly salary up to a weekly maximum benefit of $500 after 14 con-secutive days of disability. As long as you remain disabled, STD benefits will continue for a maximum of 13 weeks.

Buy-up optionThe STD buy-up plan is a voluntaryplanpaidforbyemployees.Employeesearning$34,667ormoreperyearhavetheoption of enrolling in the buy-up benefit.

The buy-up option allows employees to increase their STD coverage to 75 percent of their earnings, up to a weekly maximum benefit of $1,500 after 14 consecutive days of disability. As long as you remain disabled, STD benefits will continue for a maximum of 13 weeks.

Note: For employees who earn less than $34,667 per year, the Rush core benefit STD plan, provided at no cost to you, provides the maximum benefit.

Please note: Both the core and the buy-up STD plans may be reduced by the amount of other income replacement benefits you receive for the same disability, such as benefits from workers’ compensation.

*Eligibilityisdefinedonpage6ofthisbook.Teamsters-representedemployeesmaybeeligibleforcertaindisabilitybenefitsasdefinedbycontract.‡ Premiumequalsrateper$10ofweeklysalaryupto$1,000,minusthe$500corebenefit.Rushemployeesnotpaid through the time and attendance system should refer to page 50 for an explanation regarding their sick leave.

RATE TABLE FOR BUY-UP OPTIONAGE UNDER25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+

MONTHLY .606 .571 .568 .481 .439 .481 .536 .611 .687 .746 RATE‡

How to calculate your STD buy-up premiumExample: To calculate the semi-monthly premium for a 32-year-old employee whose annual salary is $45,000 at the 75 percent benefit:

Step One: $45,000÷52=$865.38(weeklysalary)times.75equals$649.04

Step Two: $649.04 – $500 (core STD benefit) = $149.04

$149.04 ÷ 10 = $14.90

$14.90 x .568 (from rate table above) = $8.46

Step Three: $8.46 ÷ 2 = $4.23 semi-monthly payroll deduction

Definition of disabilityYourdisabilitymustresultinatleasta20percentlossofearningstoqualifyforSTDbenefits,anddisabilitiesmustbenon-occupational (incurred off-the-job) in nature.

Elimination period (waiting period before STD benefits are payable)Payment of STD benefits begins on day 15 of disability. Specifically:

Accident/sickness: Benefits begin for disabilities caused by an accident on:

•thelatteroftheexhaustionofyourPTOand/orgrandfatheredsickbank,ifapplicable

•ORonday15ofthedisability.

Maternity leave: Short-term disability benefits only apply to the time that is defined by a physician as when you must discontinue working and/or are recovering from the birth of your child. In addition, for both a vaginal birth and C-section birth, benefits are payable beginning on day 15 after the birth of the child. Please note:

• Vaginalbirth:Typically,physiciansrecommendsixweeksofrecoverytime.Thatmeansthatbenefitsbeginon day 15 of your maternity leave and last until the end of your six-week recovery time.

•C-sectionbirth:Typically,physiciansrecommendeightweeksofrecoverytime.Thatmeansthatbenefitsbegin on day 15 of your maternity leave and last until the end of your eight-week recovery time.

TaxabilityYour core STD benefits are subject to state and federal income tax. The buy-up benefit is not subject to state and federal income tax.

Additional informationInformation on enrollment in the STD buy-up option may be obtained by going to https://Rushbenefits.HRintouch.com.

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Pre-existing condition limitation for disability(APPLIESTOSTDANDLTDCOREPLANSANDBOTHBUY-UPPLANS)Look-back period: Benefits are not payable for care received during the 90 days proceeding the date your plan goes into effect.

Treatment-free period: Benefits may be paid if you received no treatment for 90 consecutive days from the date coverage begins.

Insured period: Benefits may be paid if your disability begins on or after the last day of a 365-day period during which you have been insured.

Did you know?MaternityleavedoesqualifyyoutoreceiveyourSTDbenefits.Thisisavitalcomponentoftakingmater-nity leave at Rush. Please read the section below regarding the elimination period for a more thorough explanation of how the STD benefit assists new mothers.

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LONG-TERM DISABILITY

Eligible*Rushemployeesreceiveatnocostacorelong-termdisability(LTD)benefittoprovide50percentofyourmonthly earnings up to a $10,000 per month maximum when a disability extends beyond the initial short term disability (STD) period. A voluntary buy-up option (described below) is also offered.

The Hartford Life administers LTD benefits. Payments begin after 90 days of consecutive disability. The duration of your LTD benefits is based on your age when the disability occurs. Please refer to page 33 for pre-existing limitations on the LTD core and buy-up plans.

The Hartford Life considers you to be disabled and eligible for benefits because of sickness or injury if:•Youarelimitedfromperformingthematerialandsubstantialdutiesofyourregularoccupation,and•Youhavea20percentormorelossinindexedmonthlyearningsduetothesamesicknessorinjury.

You will continue to receive LTD benefits if:•Afterbenefitshavebeenpaidfor24months,youareworkinginanyoccupationandcontinuetohavea20percent

or more loss in indexed monthly earnings due to your sickness or injury, or•Youarenotworkingand,duetothesamesicknessorinjury,areunabletoperformthedutiesofanygainful

occupation for which you are reasonably fitted by education, training or experience.

Like your STD benefits, LTD benefits may be reduced by the amount of other income replacement benefits you receive for the same disability. Your core LTD benefits are taxed. The 10 percent buy-up benefit is not taxed, because you pay the cost of this benefit on a post-tax basis.

Buy-up optionYou have the opportunity to increase your core plan and buy-up an additional ten percent of your monthly earnings to a maximum of $5,000. This would result in a 60 percent total benefit of up to a maximum of $15,000 per month (core and buy-up combined). The LTD buy-up plan is voluntary and is paid for by employees.

BUY-UP PREMIUM CALCULATION FOR 60% BUY-UP OPTION

Annual salary ÷ 100 x 0.256† = annual costAnnual cost ÷ 24 pay periods = semi-monthly deduction

Example: annual salary $50,000 $50,000 ÷ 100 x 0.256 = $128 annual cost $128 ÷ 24 = $5.33 per pay period deduction from your paycheck

Enrollment informationFor information on enrollment in the LTD buy-up option, visit https://Rushbenefits.HRintouch.com.

*Eligibilityisdefinedonpage6ofthisbook.Teamsters-representedemployeesmaybeeligibleforcertaindisabilitybenefitsasdefined by contract.

† The LTD buy-up premium cost is $0.256 for every $100 of base annual earnings.

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RETIREMENT BENEFITS

Rush is committed to helping you provide for a more secure retirement. Of all the benefits you receive as a Rush employee, the retirement benefits are among the most valuable to you and your future. For this reason, all new employees are automatically enrolled in the 403(b) Retirement Savings Plan unless they choose to opt out.

In addition to the 403(b) Retirement Savings Plan, Rush also provides a cash balance formula retirement plan.

The 403(b) Retirement Savings PlanTheRush403(b)RetirementSavingsPlanisaDefinedContributionPlanunderthetermsoftheEmployeeRetirementIncomeSecurityAct(ERISA)of1974.The403(b)isatax-deferredretirementplanavailabletonon-profitorganiza-tions. Contributions and investment earnings in a 403(b) grow tax-deferred until withdrawal (assumed to be retire-ment), at which time they are taxed as ordinary income.

Who is eligible to participate?All employees are automatically enrolled to make a 3 percent pre-tax contribution to the 403(b) Retirement Savings Plan. New employees who do not wish to participate must notify Fidelity at (866) 715-6183 within 45 days of their date of hire to opt out of the program.

EmployeesNOTeligibletoreceiveamatchingcontributionincludestudents,externs,residentsorhousestaff; and restricted part-time or temporary employees (unless they complete at least 1,000 hours of service during the plan year).

Please note: Rehired employees are not automatically enrolled in the 403(b) plan. If you previously worked at Rush University Medical Center or Rush Oak Park Hospital and you wish to participate in the plan, please contact Fidelity Investments at 1-866-715-6183 to set up your account.

Vesting in the 403(b) Retirement Savings Plan You are always 100 percent vested in any money you contribute to the plan. You become vested in the employer-matching contributions after you have completed three years of vesting service. Vesting service in the 403(b) Retire-ment Savings Plan is calculated from the date of hire, not the date in which you begin contributing to the plan.

Compensation on which contributions are basedEmployeecompensationforplanpurposesisgenerallythetotalwagesreceivedasanemployeefromRushduringaplan year. Compensation for plan purposes includes:

a) Your regular salary or straight-time earnings, overtime, shift differentials and bonuses

b) Any amounts you elect to defer on a pre-tax basis to Rush’s flexible benefits plan and

c)Anyamountsdeductedfromyourpayforqualifiedtransportationexpenses.Severancepayandtuition reimbursement are some examples of pay that are not considered compensation for plan purposes.

Please note: Federal law prohibits any compensation in excess of $255,000 in 2014 (and as adjusted in future years by the Internal Revenue Service (IRS) for cost-of-living increases) from being taken into account for program purposes.

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Did you know?Rush automatically enrolls all new employees with a deferral of 3%, but you will maximize your benefit under the 403(b) Retirement Savings Plan if you contribute 6% of your salary. Don’t leave money on the table — consider increasing your contributions to 6% today!

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InvestmentsYou decide how you want your account invested. The 403(b) Retirement Savings Plan is distributed in accordance with your chosen fund allocations. Along with the tools provided on Fidelity’s website, you can also access your information by calling the Rush University Retirement Service Center toll free at (866) 715-6183.

Investment fundsThe investment funds currently available under the plan can be divided into two categories:

• Tier One: Life-Cycle Funds, known as Fidelity Freedom Funds, offer a simple, one-fund approach to retirement investing.Eachfundinvestsinadiversifiedportfolioofothermutualfundsbasedupontargetassetallocations tied to projected retirement date. Fund allocations are rebalanced automatically, using the participant’s targeted retirement date.

• Tier Two: Core Funds are a limited number of diversified investment funds with different risk and return characteristics, including money market, bonds and United States and international stock funds.

In addition to these two groups, participants may sign up for the self-directed brokerage link, which allows participants to invest in thousands of different mutual funds, including non-Fidelity funds. Please contact Fidelity Investments for additional information.

Employee contributionsContributions are automatically deducted from the employee’s paycheck on a pre-tax basis, which means the contribution is deducted before federal and state taxes are withheld. Taxable income for the purposes of calculating the FICA taxes is not reduced.

Did you know?Rush matches most employee contributions to the 403(b) Retirement Savings Plan. If an employee is eligible to receive matching contributions, Rush will match a portion of the pre-tax contributions to the program each year. The match is made each pay period in which the employee makes a contribution. For non-union employees and ISSSA employees, Rush matches half the contributions, up to 6 percent of the eligible employees’ income.

Employees represented by Teamsters Local 743 receive a match of 20 percent of the employee’s contribution, up to the first 6 percent of the eligible employee’s income.

Contribution limitsFederal law limits the amount of pre-tax elective deferral contributions that a participant may make each calendar year. For 2014, the maximum amount of pre-tax contributions that any participant may contribute to each calendar year is expected to be $17,500.

In future years, this annual dollar limit may be subject to adjustment by the IRS for increases in the cost of living. Additionally, IRC 415(m) limits the contribution amount to not greater than 100 percent of compensation.

Any rollover contributions you make to the program may be withdrawn at any time. In addition, if you are at least 59½ years old, you may withdraw your pre-tax account and the vested portion of your matching account for any reason even if you are still employed by Rush. Prior to age 59½, you may withdraw pre-tax contributions only in the case of financial hardship.

Financial hardship distributionsYour 403(b) Retirement Savings Plan is intended to provide you with a tax-deferred way to save money toward your retirement. Rush understands, however, that there may be times in your life when it may be necessary to withdraw funds from your account due to emergency situations.

The IRS allows participants to withdraw funds due to financial hardship. According to the IRS, the circumstances for a financial hardship are:• Unreimbursedexpensesincurredornecessaryformedicalcareforyou,yourspouse/same-sexdomesticpartner,oryourchildrenorotherdependents;

• Purchase(excludingmortgagepayments)ofyourprincipalresidence;• Paymentoftuition,relatededucationalfeesdueforthenext12monthsofpost-secondaryeducationforyou,yourspouse/same-sexdomesticpartner,oryourchildrenorotherdependents;

• Preventionofevictionofyoufrom,oraforeclosureofamortgageon,yourprincipalresidence;• Repairstoyourprincipalresidenceduetocasualtyloss;• Funeralexpensesforyourspouse/same-sexdomesticpartner,oryourchildrenorotherdependents.

Hardshipdistributionrequestsmustbeaccompaniedbydocumentationthatsupportsthereasonforthehardship,andtherequestsmustbeapprovedbythePensionOffice.

When payments beginOnce employment terminates, the participant may receive payment of their accounts as provided below. However, if the vested balance of the account is $5,000 or less (disregarding the balance of any rollover account), the vested account balance will be distributed in a single sum payment as soon as practical following termination of employ-ment.Vestedterminatedparticipantsmayelecttorolloverthisdistributiontoanindividualretirementaccount(IRA)or other eligible plan.

Following separation of employment, employees may elect to receive the vested balance of their account in a single lump sum or select from a number of monthly annuity payment options. Some options provide continuing benefits for a surviving spouse/same-sex domestic partner or other beneficiary after the participant’s death.

If the account balance is more than $5,000 (excluding rollover accounts, if any) at the time of termination, the vested terminatedparticipantmustrequestadistributionwhentheywishtoreceivepaymentoftheiraccounts.Thereisa30-day waiting period. Payments generally must begin no later than April 1 of the year following the calendar year in which you terminate employment with Rush or reach age 70½ years old.

Additional provisions in the 403(b) Retirement Savings PlanIf you are over age 50, you may contribute an additional dollar amount over the $17,500 maximum contribution for the year. This “catch up” contribution is expected to be $5,500 for 2014, and may be adjusted by the IRS for cost of living increases in the future. This means that for 2014, if you are age 50 or over, you may contribute up to $23,000 in pre-tax earnings.

The Cash Balance Formula Retirement PlanThe Cash Balance Formula Retirement Plan is a non-contributory defined benefit plan provided by Rush to its eligible employees.Eachyearinwhichyouworkover1,000hours,youaccrueabenefitintheplan.Theannualbenefitaccrual is calculated using your age, years of service and annual salary.

The Cash Balance Formula is a more portable plan than a traditional retirement program: If you leave Rush and are vested in the plan, you can receive a lump sum payment of your cash balance benefits, even if you are not yet of retirement age.

Please note that cash balance benefits that are cashed out are subject to a 20 percent tax for federal withholding, while cash balance benefits that are rolled over into an IRA are tax-deferred.

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Who is eligible to participate?Rush employees (including employees represented by ISSSA and Teamsters Local 743) who are 21 years old, have worked at least 1,000 hours and have completed one year of service are eligible to participate in the Cash Balance Plan.Generally,anyRushemployeewhoisastudent,resident(housestaff)ortraineeisnoteligibletoparticipate

Vesting in the Cash Balance Formula Retirement Plan“Vesting”referstoyourownershiprightsinthevalueofyourcashbalancebenefit.Youearnayearofvestingservicefor each payroll calendar year in which you work at least 1,000 hours. Once you have completed three years of vesting service, you will be fully vested in your benefits in the cash balance plan. Please note that special break-in-service rules apply if you terminate your employment with Rush and are later re-employed.

How the Cash Balance benefit is calculatedYour account balance grows through an annual benefit credit and an annual interest credit. The annual interest credit is variable, and is based on five-year treasury bond rates.

Theannualbenefitcreditisequaltoapercentageofyourpayeachyear.Thispercentageisbasedonyour“pointvalue.” This point value is determined by adding your age and your years of service at the end of each year.

How the Cash Balance benefit is paidThe Cash Balance Formula Retirement Plan allows you to choose between receiving your benefit as an annuity or as a single lump sum payment. Should you elect the annuity form of payment, when you reach retirement age, you will receive a fixed benefit each month for your lifetime. The lump sum option allows you take your cash balance benefit as a one-time payment, which can either be cashed out or rolled over into a tax-deferred IRA.

Retirement benefits under the Traditional Formula Retirement Plan Non-union employees (including ISSSA union employees) who participated in the Rush retirement plan prior to January 1, 2003, may have accrued benefits under the Traditional Formula Retirement Plan. This benefit was calculated using a fixed formula and your annual salary, and was designed to provide a monthly benefit to you when you reach retirement age.

In2002,certainlong-termemployees(called“ChoiceEmployees”)weregivenachoicetoeithercontinuetoaccruebenefits under the traditional formula, or to begin accruing their retirements under the cash balance formula. Those who elected to remain under the traditional formula continued to accrue benefits in this plan until December 31, 2011. Benefits since then are calculated using the Cash Balance Formula, effective Jan. 1, 2012.

POINTVALUE ACCRUALAMOUNTIN CASHBALANCEPLAN

Your age plus number of years of service up to 34 2.0 percent of payYour age plus number of years of service 35 to 44 2.5 percent of payYour age plus number of years of service 45 to 54 3.0 percent of payYour age plus number of years of service 55 to 64 4.0 percent of payYour age plus number of years of service 65 to 74 5.0 percent of payYour age plus number of years of service 75 and over 6.0 percent of pay

Effective January 1, 2012, benefits accrued under the traditional formula retirement plan were frozen and will be payable as a monthly benefit upon retirement. Choice participants will accrue their benefits under the cash balance formula.

For all other employees, benefits accrued under the traditional formula were “frozen” as of December 31, 2002, with benefit accruals under the cash balance formula beginning effective January 1, 2003.

Commencing payment of your retirement benefitsBenefits payable to you under the Cash Balance Formula Retirement Plan may be paid as a lump sum cash-out (with 20 percent witholding for federal income tax), rolled over tax-deferred into your IRA, or converted to a monthly benefit and paid to you when you retire. You may take a distribution from this plan either upon termination of your employment at Rush, or upon retirement. There is no age restriction.

Benefits calculated under the traditional formula are paid to you as a monthly benefit when you retire, and are payable to you for the remainder of your lifetime. Although the normal retirement age is 65, you have the option to begin receiving pension benefits from the traditional plan any time after you reach age 55. If you elect to receive your retirement benefits before reaching age 65, the amount of your monthly pension benefit will be reduced from the amount you would have received if you waited until your normal retirement date because payments are expected to be made over a longer period of time.

Additionally, if you are married when your pension payments begin, your benefits will be paid under the 50 percent Joint and Surviving Spouse form of payment unless your spouse consents to waive his or her rights to your benefit. This payment option provides a reduced monthly benefit to you for your lifetime, and then 50 percent of your benefit continues on to your surviving spouse for the remainder of his or her lifetime.

If you are planning to retire soon and will be accessing your retirement benefits, please contact the Rush University Retirement Service Center at (866) 715-6183.

The Pension Plan (Teamsters-represented employees only)The Pension Plan was a retirement plan provided by Rush to employees represented by Teamsters Local 743. The benefit itself was calculated using a fixed formula and your annual salary. The plan was designed to provide a monthly benefittoyouwhenyoureachretirementage;itcannotbepaidtoyoupriortoage55.

As mentioned previously, the Pension Plan was frozen, effective December 31, 2011. All Pension Plan participants became participants in the Cash Balance Formula Retirement Plan effective January 1, 2012.

Who is eligible to participate?The plan was frozen on December 31, 2011. It is no longer open to new participants.

Vesting in the Pension Plan“Vesting”referstoyourownershiprightsofthePensionPlanbenefit.Youearnayearofvestingserviceforeachpayrollcalendaryearinwhichyouworkatleast1,000hours.Fiveyearsofservicewererequiredtobecomevested in the Pension Plan.

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How the Pension benefit is paidBenefits calculated under the Pension Plan are paid to you as a monthly benefit when you retire, and are payable to you for the remainder of your lifetime. Although the normal retirement age is 65, you have the option to begin receiv-ing pension benefits from the Pension Plan any time after you reach age 55. If you elect to receive your retirement benefits before reaching age 65, the amount of your monthly pension benefit will be reduced from the amount you would have received if you waited until your normal retirement date because payments are expected to be made over a longer period of time.

Additionally, if you are married when your pension payments begin, your benefits will be paid under the 50 percent Joint and Surviving Spouse form of payment unless your spouse consents to waive his or her rights to your benefit. This payment option provides a reduced monthly benefit to you for your lifetime, and then 50 percent of your benefit continues on to your surviving spouse for the remainder of his or her lifetime.

If you are planning to retire soon and will be accessing your retirement benefits, please contact the Rush University Retirement Service Center at (866) 715-6183.

For additional information and assistanceThisinformationhasbeenprovidedbythePensionOffice.Shouldyouhaveadditionalquestions,pleasecontact PhyllisDeMarco,manager,PensionAdministration,at(312)942-6237,[email protected].

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EMPLOYEE EDUCATION THROUGH LEAP

TheLEAP(LinkingEducationandPerformance)programexemplifiestheRushmission,visionandvaluesbyensuringthat employees receive all the tools necessary to thrive in their chosen field, as well as the opportunity to enrich their careerthrougheducationalassistanceprograms.LEAPprovideson-campuslearningopportunitiesonavarietyoftopicssuchascommunication,medicalterminology,codingandbilling,EnglishasaSecondLanguage(ESL),computerapplications (in online and classroom formats), and management skills at no charge to employees.

Did you know?ThroughtheLEAPprogram,eligibleemployeescanattendRushUniversityandreceiveprepaymentforuptoninecredithourspersemester;part-time,benefits-eligibleemployeescanreceiveprepaymentforuptosixcredithourspersemester.UndertheLEAPRemissionProgram,dependentsand/orspousesandsame-sex domestic partners of full-time employees can also receive prepayment tuition for up to nine credit hours per semester. The benefit for employees in the Master of Science Clinical Research program is $2,500.

Inaddition,LEAPalsoprovidestuitionreimbursementforemployeeswishingtoobtainadegreeatanaccreditedoutsideinstitution.UndertheExternalDegreeProgram,full-timeemployeescanreceivereimbursementforuptosixcredithourspersemester/quarter,withacapof$5,000percalendaryear;part-timebenefits-eligibleemployeescanbereimbursedforuptothreecredithoursperquarter/semesterwith a cap of $2,500 per calendar year.

LEAPalsooffersanEmployabilityEnhancementOption,wherefull-time,benefits-eligibleemployeesare reimbursed 90 percent up to $1,000 per year for conferences, seminars, continuing education units (CEUs)andothernon-degreecoursework(Thereimbursementamountisupto$500forpart-time,benefits-eligible employees.)

ForinformationonLEAPprogramsandservices,andformoreinformationoneligibilityrequirements,callextension 2-3641.

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PAID TIME OFF

Rush offers a paid-time-off (PTO) plan for non-union employees based on your employee status (please see chart on page 7). Managerial status* will also factor into the amount of PTO time you accrue.

PTO time can be used for vacation, holidays or any type of personal day as well as for missed time from work due toillnessorinjury.EmployeesarerequestedtoschedulePTOwiththeirsupervisorinadvanceoftakingPTOtimeifpossible. You should also talk to your supervisor to understand how PTO scheduling is handled in your department.

How PTO accrual is calculatedHourly employeesAs an hourly full-time non-managerialemployee(FTE),youwillaccrue4.3077hoursperpayperiodforthefirstthreemonthsyouworkatRush.Whenyouhavereachedthreemonthsofservice,youraccrualratechangesto7.3846hours per pay period.

Exempt employees and nurses in the Division of Nursing**As an exempt full-time non-managerialemployee(FTE)ornurse,youwillaccrue5.2308hoursperpayperiodforthefirstthreemonthsyouworkatRush.Whenyouhavereachedthreemonthsofservice,youraccrualratechangesto8.3077 hours per pay period.

ManagersAs a full-time managerial employee(FTE),youwillaccrue5.8462hoursofPTOeachpayperiodforthefirstthreemonthsthatyouworkatRush.Whenyouhavereachedthreemonthsofservice,youraccrualratechangesto8.9231hours per pay period.

* A “manager” is defined as an employee with a title indicating a supervisor or higher role (e.g., supervisor, manager, director, vice president, or in some cases, administrator) who either manages people (including conducting performance evaluations), OR provides overall direction for a program or function. If you are in doubt as to your status, check with your supervisor for clarification.

** This also includes pharmacists, physical/occupational therapists, physical/occupational therapist assistants, and art therapists.

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PTO accrual ratesUse the table that corresponds to your employee status, which will fall into one of three categories:

•Hourlyemployees

•ExemptemployeesandRNs(intheDivisionofNursing)

•Managers

† EmployeeshiredbeforeDecember15,2008accruePTOatdifferentrates.PleaserefertoHumanResourcesPoliciesandProcedures Manual, Policy B 13.00 (available on the Rush intranet) for more information.

YEARSOFSERVICE ACCRUALRATES

DAYSPERYEAR PERPAYPERIOD

Hire – 3 mos. 14 4.30773 mos. – 4 yrs. 24 7.38464 but less than 7 26 8.00007 but less than 11 29 8.923111 but less than 16 32 9.846216 but less than 20 33 10.153820 but less than 21 34 10.461521 but less than 22 35 10.769222 or more 36 11.0769

Hire – 3 mos. 17 5.23083 mos. – 4 yrs. 27 8.30774 but less than 11 29 8.923111 but less than 16 32 9.846216 but less than 20 33 10.153820 but less than 21 34 10.461521 but less than 22 35 10.769222 or more 36 11.0769

Hire – 3 mos. 19 5.84623 mos. – 4 yrs. 29 8.92314 but less than 11 31 9.538511 but less than 16 34 10.461516 but less than 20 35 10.769220 but less than 21 36 11.076921 but less than 22 37 11.384622 or more 38 11.6923

HOURLY EMPLOYEES HIRED ON OR AFTER DECEMBER 15, 2008†

EXEMPT EMPLOYEES AND RNS (IN THE DIVISION OF NURSING) HIRED ON OR AFTER DECEMBER 15, 2008

MANAGERIAL EMPLOYEES HIRED ON OR AFTER DECEMBER 15, 2008

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PTO maximum accrual banksFor all full-time employees, the maximum amount of PTO that can be accrued per year is 280 hours. For all part-time employees, the maximum amount of PTO that can be accrued per year is 200 hours. Your PTO bank will automatically stop accruing additional PTO time once it reaches these maximums. It will begin accruing again once you have used some of your PTO time. At the end of each calendar year, any unused PTO balance, up to the maximum, will be carried automatically over into the next year.

Checking your PTO balanceAll employees can check their available PTO balance two different ways:

1) Your PTO balance is printed on your paycheck stub.

2) You can also call (312) 563-3333 between the hours of 10 a.m. to 2 p.m. and 5:30 to 7 p.m. Check your PTO balance by responding to the prompts.

Recognized holidaysRush currently recognizes the following six national holidays each year (In most cases, PTO is automatically removed from your bank for these days):

New Year’s Day Labor Day

Memorial Day (federal observance) Thanksgiving Day

Independence Day Christmas Day

PTO exceptionsUnionemployeesdonotearnPTO;they accrue vacation and sick days based on length of service and regular hours per pay period. Consult union contracts for additional information on holidays, vacation and sick time.

Employeesnotpaidthroughthetimeandattendancesystem(auto-pay)beganreceiving24days(26daysfor managers)ofannualvacationbeginningJuly1,2013.Vacationmaynotbeaccumulatedfromoneyeartothenext.These employees are paid for holidays recognized by Rush also. Additionally, a total of 90 continuous calendar days (equivalenttoapproximately65workdays)isavailableaspaidsickleave.Vacationtimeispro-ratedforauto-payemployees who are part-time.

Part-time employees: If you are an hourly part-time (applies to both managerial and non-managerial) employee, you calculate your PTO accrual by multiplying the numbers in the above chart (hours accrued per pay period column) by yourFTEstatus(e.g.,0.5,0.8,etc.)

Example: You are a part-time, hourly employee hired January 1, 2009 who works 40 hours per 80-hour pay period.

Step One:DetermineyourFTEstatusbydividingthenumberofhoursyouworkinapayperiodby80.

Forexample,ifyouwork40hours,40÷80=0.5FTE

Thismeansyouarea“pointfive”FTEemployee.

Step Two:MultiplyyourFTEstatustimesyouraccrualratefromthechartonpage49. 0.5 x 7.3846 = 3.6923 hours

Thismeansyouearn3.6923hoursofPTOtimeduringeverypayperiodasa0.5FTE hourly employee.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Work-life resource and referral programRush recognizes the challenges of balancing work with the circumstances of everyday life. For that reason, the work-life resource and referral program is available 24 hours a day, seven days a week. It is confidential and offered at no cost to you and your family.

Special features and benefits of the program include:Legal Assist, a free 30-minute consultation with an attorney on most legal issues. Discounted rates are available in mostcasesiffurtherlegalrepresentationisrequired.FinancialAssist,afreeconsultationwithafinancialprofessionalqualifiedtoadviseonarangeofissuessuchasbudgeting,debtmanagement,bankruptcypreventionandcreditreport review. ID Theft Recovery, a free consultation with an identification recovery professional. The program also providesa25percentdiscountonEnhancedIDRecovery,whichhandlesthenecessarypaperworkandnegotiationson your behalf.

To access the work-life program:•Call(800)292-2780tobeconnectedwithaspeciallytrainedconsultant,or

•GoonlinetotheEAPwork-lifewebsite,www.employeeresourcesystems.com(USERNAME:rush,PASSWORD:rush)to find an abundance of useful resources, articles, links and interactive tools including:

•LiveConnect,afeaturethatallowsyoutoinstantmessageawork-lifeconsultant.

•Financialcalculatorsforavarietyofpracticalapplications,suchasrefinancingyourhome,ordetermininghowmuch you can afford for a new car.

•Webinarsonavarietyoftopics,suchasadoptionandeldercare.

•TheLifeLearningCenter,whichincludesfeaturedtopicsandinformationonhowtoimproveyourhealthandrelationships.

Other EAP servicesMost people experience difficulties at one point or another during their lifetime, and sometimes an outside opinion canbeofinvaluableassistance.TheEAPprovidesaconfidentialservicethatisavailabletoallRushemployeesandmembers of their immediate family at no cost. Its role is to help you cope with personal concerns and serve as a resource, acting as a liaison between the employee and community agencies, and professionals who are trained to help solve specific problems.

TheEAPprovidesassessment,consultation,referral(whenneeded),andfollow-upforawiderangeofinterpersonalissues which may include:

•Familyorrelationshipproblems

•Financialorlegalissues

•Substanceabuse

•Careercounseling

•Anxiety,depressionorotherpsychologicalconcerns

•Adjustmenttoillnessforoneselforalovedone

ConfidentialityisthemostimportantaspectoftheRushEAP.WeutilizeEmployeeResourceSystems,Inc.,anexternalvendor,toadministerourEAPservices.Theycanbereachedbycalling(800)292-2780between8:30a.m.and 5:30 p.m., Monday through Friday. Outside of business hours the answering service will page an on-call counselor.

PleasenotethatintheeventyouarereferredforadditionalhelpoutsidetheEAP,costsfortheseserviceswillbe your responsibility.

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ADDITIONAL SERVICES AVAILABLE THROUGH RUSH

PerkSpotPerkSpot allows you to save money on everything from necessities like home and auto insurance to amenities like nightsoutonthetown.PerkSpotisalocalChicagoorganizationthatprovidesaWeb-basedserviceforRushthathousesdiscountsfromhundredsofretailers,includingmajornamessuchasMetLife,AT&T,Costco,Dick’sSportingGoods,TargetandT-Mobile.Whilemostoffereddiscountsareavailableexclusivelyforonlinepurchases,someretailersoffer printable coupons that employees can take to a retail location. PerkSpot also houses local discounts that Rush hasacquiredthroughothervendors,suchasUnitedCentereventticketsandfitnesscentermemberships.

Did you know?PerkSpot allows you to obtain home and auto insurance through MetLife. A variety of policies are offered, including renter’s, boat, mobile/motor home, motorcycle, condo, recreational vehicle and personal excess liability (“umbrella”) insurance. Best of all, there are no interest charges or service fees and no checks to write. Everythingcanbehandledthroughpayrolldeduction.Toenroll,call(800)438-6388.Youcanalsoaccess MetLife by logging on to the PerkSpot website at www.perkspot.com to obtain a free insurance review and ano-obligationquote,applyforcoverage,andlearnmoreabouttheirmoney-savingprograms.

For this and all other PerkSpot benefits, employees must register with the PerkSpot website at www.rush.perkspot.com. There is no charge to register. You may register using your Rush email address, but are encouraged to use a personal email address and to use this service on personal time.

On-site child care (LADS)The Laurance Armour Day School (LADS), located in the Illinois Medical District, is owned and operated by Rush to serve the child care needs of Rush employees and staff. In 2010, the school celebrated 40 proud years of service to the Rush community.

The school is licensed by the Illinois Department of Children and Family Services. LADS provides early childhood educa-tion and care for infant, pre-school and school-age children. For more information, call extension 2-6501 or go to the Rush benefits intranet site at https://Rushbenefits.HRintouch.com.

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GLOSSARY OF TERMS

The following glossary of terms is provided to help you as you read through this booklet.

Coinsurance The portion you pay for covered health care expenses once you meet your deductible. You and the plan share the health care expenses in a specified ratio depending on the plan you choose and whether you use in-network or out-of-networkproviders.(Note:TheEPOhasnocoinsurance.)

Copayment (Copay)A set amount you pay for certain health care services, such as an office visit. Copayments do not count toward your deductible or out-of-pocket maximum expense.

DeductibleTheamountthatyoumustpayforcertainserviceseachyearbeforeyourplanpays.(Note:TheEPOhasnodeductible.)

DHMODHMO stands for Dental Health Maintenance Organization. A DHMO offers dental coverage inside a covered network. Planmembersreceiveexplicitcoveragefromdentalplanprovidersassignedbytheirphysicallocationandarea;thereare no benefits for out-of-network dental providers.

EPOEPOstandsforExclusiveProviderOrganization,andreferstoanetworkofhealthcareproviderswhohaveagreedtoprovidemedicalservicestohealthplanmembersatspecifiedcosts.AnEPOissimilarinmanyrespectstoanHMO:Youdo not have to satisfy a yearly deductible, and you usually have a copayment at the time of service. Out-of-network services and providers are not covered.

FormularyA “formulary” is a list of prescription drugs that have been chosen on the basis of sound medical data, safety and cost.NewandexperimentaldrugsarenotusuallycoveredwithinExpressScripts’formulary.AcompletelistofdrugscoveredunderExpressScripts’formularycanbeobtainedatwww.express-scripts.com.

Generic drugGenericdrugsarechemicallyequivalenttobrand-namedrugs,butusuallycost30to70percentless.Someexamplesof common generic drugs include acetaminophen (Tylenol), propranolol (Inderal), furosemide (Lasix) and albuterol (Ventolin).

Health Savings Account (HSA) A special type of savings account that can be used to pay for eligible health care expenses with pre-tax dollars. Your HSA contributions are deposited tax-free (from federal taxes), earn interest tax-free, and are withdrawn to pay for eligible health care expenses tax-free.

Legal Spouse In 2013, the U.S. Supreme Court ruled that same-sex spouses lawfully married under the law of a state or foreign jurisdiction are lawfully married for Federal tax and benefits purposes regardless of where they reside. The IRS guidance does not affect a state’s determination of whether an individual is married for state income tax or other purposes.

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Lifetime infertility maximumLifetime maximum means the maximum amount that may be payable for expenses incurred for each covered person under the Rush infertility benefit. No benefits are available from Cigna once this maximum is reached.

ManagerA “manager” is defined as an employee with a title indicating a supervisor or higher role (e.g., supervisor, manager, director, vice president, or in some cases, administrator) who either manages people (including conducting perfor-mance evaluations), OR provides overall direction for a program or function. If you are in doubt as to your status, check with your supervisor for clarification.

Out-of-network/in-networkAll Rush health plans have a “network” of providers and facilities that have been contracted to provide services to Rush employees at a reduced rate. A list of providers and facilities that are considered to be in-network can be accessed through the Cigna website, www.askallegiance.com/rush.

Out-of-pocket maximumYour maximum financial responsibility in any year for coinsurance and deductible expenses. Your copays do not count toward your out-of-pocket maximum for any year.

Over-the-counter (OTC) medicationsMedicationsthatcanbepurchasedwithoutaprescriptionaresold“overthecounter.”Examplesincludepain relieverslikeaspirin,Tylenolandibuprofen;coldmedicines;antacids;coughdropsandthroatlozenges;anti-diarrheamedicines;andmuscleandjointpainrelieversamongmanyothers.Medicationsthatcanbeacquiredwithouta prescription but that must be purchased from behind the pharmacy counter (e.g., those containing pseudoephedrine and ephedrine) are also considered to be OTC medications.

PPOPPO stands for Preferred Provider Organization, and refers to a network of health care providers selected based on theirqualificationsandagreementtoprovidemedicalservicestohealthplanmembersatspecifiedcosts.WhilePPOmembersareencouragedtocoordinatetheircarethroughaprimarycarephysician,theyarenotrequiredtodoso.Typically, the cost to use physicians within the PPO network is less than using a non-network provider.

Prudent layperson standardA “true emergency” is defined by “the prudent layperson standard,” meaning the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person.

Qualified life event/change in statusWhenyouexperiencecertainqualifiedlifeevents,suchasmarriageorthebirthoradoptionofachild,youmay makechangestoyourbenefitsduringtheplanyear—within31daysfromtheevent.Exceptinthecaseofa qualifiedlifeevent,youarenormallyallowedtomakechangesonlyduringopenenrollment.A“ChangeinStatus”means your eligibility for benefits has changed, for example, if you move from a part-time to a full-time employee or are a new hire.

TOCTransition of Care (TOC) provides temporary coverage of defined conditions or illnesses that allow new employees or their covered dependents to continue to utilize the services of a non-Cigna provider for a defined period of time.

Usual, customary and reasonable (UCR)This is the usual charge made by a provider for a service or supply, and the customary charge made by a similar provider (with like credentials) in the same geographic area. Usual, customary and reasonable charges apply only to out-of-network providers.

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BENEFIT PROVIDER PHONE WEBSITE

Medical plans Cigna (855) 999-0286 www.askallegiance.com/rush

Pharmacy ExpressScriptsPharmacy (866)814-7106 www.express-scripts.com

HealthSavingsAccount HealthEquity (877)877-5864 www.HealthEquity.com/ed/Rush (HSA)

Dental Guardian:First PPO(866)302-4542 www.guardiananytime.com Commonwealth DHMO (866) 494-4542

Vision VSP (800)877-7195 www.vsp.com

FSAs and TMAs Professional Benefit (800) 435-5694 www.rushflex.com Administrators (PBA)

LifeandAD&D TheHartfordLife (888)801-3873 www.thehartfordatwork.com

Short-term and The Hartford Life (888) 801-3873 www.thehartfordatwork.com long-term disability

Family Medical Leave The Hartford Life (888) 651-0393 www.thehartfordatwork.com (FML) Management

Retirement Fidelity (866) 715-6183 http://netbenefits.fidelity.com

Auto and Home MetLife (800) 438-6388 access through: www.rush.perkspot.com

PerkSpot www.rush.perkspot.com

Employeeassistance Employee (800)292-2780 www.employeeresourcesystems.comprogram Resource Systems

Rush HR Benefits Department (312) 942-6637 https://Rushbenefits.HRintouch.com

Rush is a not-for-profit health care, education and research enterprise comprising Rush University Medical Center, Rush University, Rush Oak Park Hospital and Rush Health.

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