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Benefits Guide

US 2016

Live well. Save well. Spend well.

Important InformationThis Benefits Guide highlights the key features of your Stantec benefits plan. It provides details about your health care coverage and other benefit options, and it will walk you through the enrollment process step by step.

Please read through this guide carefully to fully understand all your benefit options so you can enroll successfully. If you are married or have a domestic partner, you may want to share this guide with him or her. Go to the HR Service Center and www.benefitsolver.com to get full plan documents and details.

PrivacyThe personal data we receive when enrolling you into our plan is protected in accordance with the Health Insurance Portability and Accountability Act (HIPAA). If you have any questions about our HIPAA privacy and security policies and procedures, or if you have any questions about your Stantec benefits plan or the information contained in this guide, please contact the HR Service Center.

This Benefits Guide is intended to provide you with easy-to-understand explanations of certain key features of your benefits. It does not include the complete details of the benefits plan. These are contained in the official plan documents, which legally govern the administration of the plan.

Every effort has been made to ensure the accuracy of the information contained in this guide. However, if there is ever a conflict or difference between what is written here and the plan documents, the plan documents will always rule.

Stantec expects to continue the benefits plan; however, the Company reserves the right to amend, change, modify, or terminate the plan at any time and for any reason.

Participation in the Employee Stock Purchase Plan (ESPP) is entirely voluntary, and Stantec makes no recommendations to its employees with respect to the purchase of its stock or participation in this plan. There is no guarantee under the plan against loss because of market fluctuations. In seeking share ownership, employees must also accept the risks.

This guide is not an offer or contract of continued employment with Stantec or any of its affiliated companies.

Table of Contents

1 Benefits Eligibility

2 Benefits Loss of Eligibility

3 Enrollment – Annual Open Enrollment, Current Employees

4 Enrollment – New Hires, Rehires, and Status Changes

6 Enrollment – Retirement and Stock Purchase, All Employees

7 Qualifying Life Events

7 Midyear Changes

7 Spouse and Domestic Partner Medical Plan Surcharge

8 Medical – Aetna

12 Medical – Kaiser

13 Medical – Pharmacy Benefits

15 Critical Illness

16 Wellness

17 Dental

18 Vision

19 Spending Accounts

21 Life Insurance

23 Accidental Death & Dismemberment (AD&D)

24 Disability and Leaves of Absence

25 Assistance Programs

26 International Business Travel Programs

27 Retirement Plan – 401(k) Savings Plan

29 Employee Stock Purchase Plan (ESPP)

30 Benefits Plan Contacts

32 Benefits Plan Costs

34 Annual Welfare Notices

36 Annual Retirement Plan Notices

1Benefi ts Guide US 2016

Benefits Eligibility

You are eligible to participate in the Stantec benefits plan if you’re an active Stantec employee working at least 20 hours per week in a staff type category (STC) of SN, HE, or HO. Employees in an STC of HL or HQ may participate in the 401(k) only.

Your benefits coverage begins on the first of the month following your hire, rehire, or status change to benefits eligible date or on your hire, rehire, or status change to benefits eligible date if it coincides with the first of the month.

The only exceptions are the following:

• Short-term disability (in place on your date of hire)

• 401(k) eligibility if you are at least 21 years old (begins 30 days after your hire date)

• Employee Stock Purchase Plan (ESPP) eligibility (begins after you receive your first paycheck)

Dependent EligibilityYou may enroll your spouse or domestic partner, as well as your dependent children or domestic partner’s children. To participate, you and your dependents must also be United States citizens or have legal authorization to live and work in the United States. As a new hire or newly benefits-eligible employee, you’ll be required to verify your dependents by providing proof of the status of your listed dependents.

For the medical, dental, vision, and life insurance plans; Health Care Flexible Spending Accounts (FSAs); Health Savings Account (HSA); Employee Assistance Program (EAP); and Accidental Death & Dismemberment (AD&D) program, your eligible dependents include

• Your spouse, who may be the same or opposite sex. Eligible same-sex spouses are those who were married in a state that is recognized by the Internal Revenue Service (IRS) as valid. While federal imputed income tax will not apply to benefits provided, state tax may apply.

• Your domestic partner, who must qualify under our program’s guidelines. We recommend you complete a Domestic Partner Affidavit or provide documentation showing that your domestic partnership is registered with a government agency.

• Children to age 26. You may cover your dependent children until they reach age 26, regardless of student status. To be eligible for this coverage, children do not need to be financially dependent on you for support, claimed as dependents on your tax return, residents of your household, enrolled as students, or unmarried. Children-in-law (spouses of children) and grandchildren are not eligible. “Children” includes natural children, legally adopted children, stepchildren, domestic partner’s children, and foster children who are dependent on you during the waiting period before adoption.

For the Dependent Care Flexible Spending Account (FSA), your eligible dependents include

• Your dependent children under age 13 whom you are entitled to claim as dependents on your federal income tax return.

• Your spouse and any other dependent of any age who satisfies the following three criteria:

> Lives with you at least eight hours a day

> Is physically or mentally unable to care for himself or herself

> Can be claimed as a dependent on your federal income tax return (these dependents can include an elderly relative)

2 US 2016Benefi ts Guide

Benefits Loss of Eligibility

If you lose benefits eligibility due to termination of employment, status change to nonbenefits eligible, or other qualifying reason, your medical, dental, and vision benefits continue to the end of the month in which the termination or loss of benefits eligibility occurs. Short-Term Disability (STD), Long-Term Disability (LTD), Life, and Accidental Death & Dismemberment (AD&D) insurances, as well as flexible spending accounts, end on the date of termination or the date of loss of benefits eligibility. Conversion and Portability are available for the Cigna Life and AD&D insurances. Universal Life, Critical Illness, and Individual Disability insurances may be continued by contacting the carrier directly. Employees will receive a Benefits Termination Grid from Human Resources outlining details for all benefits on termination or loss of benefits eligibility.

Employees eligible for continuing medical, dental, vision, and flexible spending account coverage under the Consolidated Omnibus Reconciliation Act (COBRA) will be sent a packet of information from our COBRA administrator within 44 days of the termination or loss of benefits eligibility date. Coverage under COBRA is retroactive to the date of loss of coverage when elected within the time frame allowed.

If your spouse or dependent child loses coverage under the plan because he or she no longer meets the plan’s definition of “dependent,” notify HR immediately after the event (within 31 days for a benefit change and within 60 days for COBRA eligibility) to make changes to your benefits and be eligible for continued coverage under COBRA.


November 2 to November 16, 2015Each year during open enrollment, current employees have the opportunity to change benefit elections to keep pace with their changing needs. The elections you choose during open enrollment are in effect for the entire plan year: January 1 to December 31. Changes during the year outside of open enrollment are limited to qualifying life events (following IRS guidelines).

Q How do I enroll or make Group Health Benefit changes?Follow the instructions listed below. If you have already registered, skip steps 2 to 7.

1. Go to www.benefitsolver.com.

2. Click “Register” if you’re a first-time user.

3. Enter your Social Security Number, Company Key (STN), and Date of Birth; click “Continue”.

4. Read through the Electronic Signature notification, and click “Accept”.

5. Create a unique User Name and Password. The password must be at least seven characters and is case sensitive.

6. Select a Security Phrase and Answer.

7. Click “Continue”, and click “Continue” again to proceed to log-in page.

8. Enter the User Name and Password that you created; click “Login”.

9. Follow the instructions to make your elections.

Q What happens after I enroll?1. Review your Benefit Summary online at www.benefitsolver.com by clicking on the “Benefits” tab at the

top of the page. The Benefit Summary will list the benefits you selected, the cost of those benefits, and the dependents and beneficiaries associated with those programs.

2. Compare premiums listed on your Benefit Summary against the deductions from your paycheck.

• Deductions will be pretax or after tax as noted.

• Your Wellness Program discount is not listed on your initial Benefit Summary. Rates will be adjusted by HR on receipt of your Wellness Program enrollment, and then your Benefit Summary will be updated.

Q What happens if I don’t enroll or make changes during Open Enrollment? This year, you must actively enroll during Open Enrollment. If you do not make any elections or changes during open enrollment, your medical, dental and flexible spending accounts will default to no coverage. Your other benefits will continue as you are currently enrolled.

Q How do I enroll or re-enroll in the Wellness Program?Benefits-eligible employees may enroll in the Wellness Program. If you’re new to this program and enroll in Stantec’s medical plan, you receive a Silver level discount on your medical premiums. If you are a current participant, the incentive points you have earned in 2015 determine your medical premium for 2016 if you re-enroll.

To enroll in the 2016 Wellness Program, complete the biometrics screening. Go to the HR Service Center for instructions to do this.

Waiving CoverageYour decision to waive coverage should be made only after careful consideration. If you waive coverage and wish to enroll later, you must wait until the next annual open enrollment period, unless you have a qualifying life event. If you decide to waive benefits offered by Stantec, you must go online to www.benefitsolver.com to list your dependents and designate your beneficiaries for the Company-paid life insurance plans.

Enrollment – Annual Open Enrollment, Current Employees


Q How do I enroll if I am a new hire or have a status change to a benefits eligible position?You must enroll in benefits within 31 days of your hire date or status change to benefits eligible date. If you do not enroll within that time, you must wait until the next open enrollment period or until you have a qualifying life event as defined by Internal Revenue Service (IRS) guidelines. If you do not enroll before the deadline, you will not be covered under any of the Stantec benefits described in this guide, except for the programs that are 100% paid by Stantec.

You’ll be notified about a benefit orientation webinar that will help you better understand the benefits program at Stantec. We encourage you to attend.

You’ll receive an email inviting you to enroll. Follow the instructions listed for the one-time registration process. (Note: Once you have registered, you’ll need to enter only your user name and password to log on in the future.)

1. Go to www.benefitsolver.com.

2. Click “Register” if you’re a first-time user.

3. Enter your Social Security Number, Company Key (STN), and Date of Birth; click “Continue”.

4. Read through the Electronic Signature notification, and click “Accept”.

5. Create a unique User Name and Password. The password must be at least seven characters and is case sensitive.

6. Select a Security Phrase and Answer.

7. Click “Continue”, and click “Continue” again to proceed to log-in page.

8. Enter the User Name and Password that you just created; click “Login”.

9. Follow the instructions to make your elections.

Q How do I enroll in the Wellness Program? All benefits-eligible employees may enroll in the Wellness Program. If you’re new to this program and enroll in Stantec’s medical plan, you receive a Silver level discount on your medical premiums. To enroll in the 2016 Wellness Program, complete the Compass Health Assessment within 31 days of your hire or of the status change to benefits eligible date. Go to the HR Service Center for instructions to do this.

Q How do I enroll if I was rehired within 31 days of my last termination date?• If you’re rehired within 31 days of your last termination date, all benefits you held previously will be

reinstated (as soon as administratively possible) without a lapse in coverage.

• If you were also previously enrolled in the Wellness Program, the wellness discount for your previous medical premium level will be reinstated and you’ll continue to follow the incentive plan as normal.

• If you missed any premiums, they will be caught up on the next available payroll.

If you’ve had a qualifying life event during your short time away, please contact HR by going to the HR Service Center.

Q How do I enroll if I was rehired more than 31 days after my last termination date?If you’re rehired more than 31 days after your last termination date, you must enroll as a new hire within 31 days of your rehire date (see new hire instructions above). If you do not enroll within that time, you must wait until the next open enrollment period or until you have a qualifying life event as defined by IRS guidelines. If you do not enroll before the deadline, you will not be covered under any of the Stantec benefits described in this guide, except for the programs that are 100% paid by Stantec.

Enrollment – New Hires, Rehires, and Status Changes


Q What happens after I enroll?1. Review your Benefit Summary online at www.benefitsolver.com by clicking on the “Benefits” tab at the top of

the page. The Benefit Summary will list the benefits you selected, the cost of those benefits, and the dependents and beneficiaries associated with those programs.

2. Compare premiums listed on your Benefit Summary statement against the deductions from your paycheck.

• Deductions will be pretax or after tax as noted.

• Your Wellness Program discount is not listed on your initial Benefit Summary. Rates will be adjusted by HR on receipt of your Wellness Program enrollment, and then your Benefit Summary will be updated.

Waiving CoverageYour decision to waive coverage should be made only after careful consideration. If you waive coverage and wish to enroll later, you must wait until the next annual open enrollment period, unless you have a qualifying life event. If you decide to waive benefits offered by Stantec, you must go online to www.benefitsolver.com to list your dependents and designate your beneficiaries for the Company-paid life insurance plans.


401(k) Enrollment You may enroll in the 401(k) any time after 30 days of service as long as you are at least 21 years of age. Go to www.benefits.ml.com, the HR Service Center, or www.benefitsolver.com to learn about the key features of your plan and read the information provided by Merrill Lynch.

1. Log on to Benefits OnLine® (BOL), Merrill Lynch’s convenient website at www.benefits.ml.com, or call(800) 228-4015 to enroll.

2. The first time you sign on, you’ll need your social security number. The system will instruct you on how to create your unique user ID and password.

3. Select your investments and the percentages of your contributions to put into each investment. Your plan offers an important service, called Merrill Lynch Advice Access, to help make these decisions for you (see additional information under Investment Direction).

4. Choose how much to contribute in whole percentages from 1% to 75%. If you’re 50 or older, you may elect to make catch-up contributions.

5. Once you make your contribution election, deductions will begin on the next available payroll.

6. Once you’ve enrolled, you can make changes to your deferral elections, investment selections, and fund allocations at any time.

Employee Stock Purchase Plan (ESPP) EnrollmentYou may enroll in the Employee Stock Purchase Plan (ESPP) any time after your first payroll. This can be done online on Computershare’s plan member website or by phone using Computershare’s Interactive Voice Response (IVR) system. Once you make your contribution election, deductions will begin on the next available paycheck.

Log on to https://www-us.computershare.com/employee 1. Enter Company Code STN.

2. Enter your social security number.

3. Enter your PIN–MMDD1 (your birthday in this format; for example, September 27 would be 09271).

Dial (866) 410-5340

1. Press 1.

2. Enter your social security number.

3. Enter your PIN–MMDD1 (your birthday in this format; for example, September 27 would be 09271), then #.

Enrollment – Retirement and Stock Purchase, All Employees


Qualifying Life Events

The elections you make when you initially become eligible for benefits or during open enrollment are in effect for the remainder of the plan year: January 1 to December 31. Changes during the year are limited to qualifying life events following Internal Revenue Service (IRS) guidelines. Go to www.benefitsolver.com or the HR Service Center for the Life Event Matrix and more details.

Qualifying life-event changes may include but are not limited to

• Gain of dependent (birth, adoption, placement for adoption of a child, marriage, Certified Domestic Partnership)

• Loss of dependent (divorce, legal separation, annulment, termination of partnership, death)

• Commencement or termination of spouse’s or domestic partner’s employment that affects benefits

• Spouse’s or domestic partner’s open enrollment

• Medicare or Medicaid entitlement changes

• Court orders requiring changes

• Certain changes in cost, composition, or curtailment of coverage of your plan or your spouse's or domestic partner’s plan

• Changes consistent with Special Enrollment rights

To make changes due to a qualifying life event, log on to your account at www.benefitsolver.com within 31 days of the effective date of the event. Elections must correspond with the dependent’s qualifying event. Without the proper documentation, your request cannot be approved. If you’re removing a dependent, the Consolidated Omnibus Reconciliation Act (COBRA) may be offered to the dependent. If COBRA applies, the COBRA packet will be mailed to the dependent’s home address.

If due to the qualifying life event you wish to now participate in the Wellness Program, contact your Benefits Administrator for instructions to enroll. Complete the online Compass Health Assessment within 31 days of your qualifying life event to receive discounts on your medical premiums.

Midyear Changes

You can make changes any time to the following benefits without a qualifying life event by contacting the vendor directly.

• Universal Life Insurance

• Critical Illness Insurance

• Individual Disability Insurance

• 401(k) deferrals and investment selections

• Employee Stock Purchase Plan (ESPP) deferrals

• Commuter Benefits Program

• Auto, Homeowners, and Renters Insurance

• Health Savings Account (HSA) contribution changes(make changes at www.benefitsolver.com)

Spouse and Domestic Partner Medical Plan Surcharge

If your spouse or domestic partner is covered under our health plan and has the ability to be covered under his or her own employer’s group medical plan, a $150 per month surcharge will be assessed in 2016 to maintain coverage with Stantec. As you go through the online enrollment process, if you elect medical coverage for your spouse or domestic partner, you’ll be asked if he or she has access to other group medical coverage (excluding Medicare). If you answer yes, you’ll see the $150 per month surcharge included in your medical premium deduction.


Medical – Aetna

AetnaThe Aetna Health Reimbursement Account (HRA) and Health Savings Account (HSA) plans give you the control and flexibility to make the best decisions for you and your family, using tools that enable you to be an educated consumer and to save money. These are preferred provider organization (PPO) plans, which give you the freedom to choose any recognized physician or hospital whenever you need treatment. Whether you’re at home or away, you can access a provider of your choice without a referral. When you visit a network provider, you pay less out of pocket than when you visit a non-network provider.

Important Information About Your DeductibleYour deductible applies for the full plan year: January 1 to December 31. Expenses from the current plan year are not carried over into the following plan year. Under the HRA and HSA Buy-Up plan, there is only one deductible, and it can be satisfied by one or any combination of members covered under the plan. No individual deductible applies. Under the HSA Base plan, an individual deductible applies due to IRS regulations. Refer to the Benefits and Services at a Glance table on the following page for details.

How the Aetna HRA Works • The HRA is a set amount funded each year solely by Stantec and is not deducted from your salary. The amount may be

prorated based on the time of year you enter the plan.

• At the end of the year, 100% of your unused HRA funds roll over into the following year, but they are forfeited if you change your health plan or employer.

• The HRA fund pays eligible claims first and can cover some or all of your deductible and coinsurance amounts. This is not tied to the flexible spending accounts you may also be enrolled in.

• The deductible is made up of two parts: the HRA (eligible medical expenses are paid first by the available HRA funds) and the Bridge (once your HRA is exhausted, the remaining portion of the overall deductible is your responsibility).

• Once the deductible (HRA and Bridge) is satisfied, medical expenses will then be subject to coinsurance (in-network or out-of-network), limiting those expenses to an out-of-pocket maximum.

• Preventative care is covered at 100% in-network; therefore, you won’t need to use your HRA funds to pay for a preventative care service nor will a preventative care expense reduce your deductible.

How the Aetna HSA Works • The HSA has an employer-funded amount and an optional employee-funded contribution with an annual

maximum of $3,350 individual or $6,750 family. The employer amount is funded each quarter by Stantec and is not deducted from your salary. The amount may be prorated based on the time of year you enter the plan.

• At the end of the year, 100% of your unused HSA funds roll over into the following year. The account is yours to keep, even if you change your health plan or employer.

• Unlike the HRA fund, HSA funds are not automatically used to pay a claim that is submitted to Aetna. You’re responsible to pay for deductibles, copays, and coinsurance. You can use your HSA to cover these out-of-pocket expenses (including dental and vision), or you can save your funds for the future.

• You may access your HSA dollars via a debit card, a withdrawal, or a direct payment to you or your provider.

• You’re responsible to pay for covered health care services until you meet your annual deductible. Once the deductible is satisfied, medical expenses will then be subject to coinsurance (in-network or out-of-network), limiting those expenses to an out-of-pocket maximum.

• Preventative care is covered at 100% in-network; therefore, you won’t need to use your HSA funds to pay for a preventative care service nor will a preventative care expense reduce your deductible.


Deductibles and Out-of-Pocket Maximums

Plan Year

Deductible

Plan Year Out-of-Pocket Maximum

(Includes Deductible)Plan Year Out-of-Network

Deductible

Plan Year Out-of-Network, Out-of-Pocket Maximum

(Includes Deductible)

HSA Base

Employee only $2,600

($500 HSA* + $2100 Bridge)

$5,000

($2600 deductible + $2400 coinsurance and copays)

$5,200

($500 HSA* + $4700 Bridge)

$10,000


Employee and spouse or domestic partner

$5,200

($1000 HSA* + $4200 Bridge)

($2,600 Individual)

$10,000


($5,000 Individual)

$10,400

($1000 HSA* + $9400 Bridge)

($5200 Individual deductible)

$20,000


($10000 Individual maximum)

Employee and child(ren)

$5,200

($1000 HSA* + $4200 Bridge)

($2,600 Individual)

$10,000


($5,000 Individual)

$10,400

($1000 HSA* + $9400 Bridge)


$20,000



Family $5,200

($1000 HSA* + $4200 Bridge)

($2,600 Individual)

$10,000


($5,000 Individual)

$10,400

($1000 HSA* + $9400 Bridge)


$20,000



HSA Buy-up Plan


($600 HSA* + $900 Bridge)

$3,000


$3,000

($600 HSA* + $2400 Bridge)

$6,000


Employee and spouseor domestic partner

$3,000

($1000 HSA* + $2000 Bridge)

$6,000


$6,000

($1000 HSA* + $5000 Bridge)

$12,000



$3,000

($1000 HSA* + $2000 Bridge)

$6,000


$6,000

($1000 HSA* + $5000 Bridge)

$12,000


Family $3,000

($1000 HSA* + $2000 Bridge)

$6,000


$6,000

($1000 HSA* + $5000 Bridge)

$12,000


HRA Plan


($600 HRA** + $700 Bridge)

$2,200


$2,600

($600 HRA** + $2000 Bridge)

$4,400


Employee and spouseor domestic partner

$1,900

($800 HRA** + $1100 Bridge)

$3,300


$3,800

($800 HRA** + $3000 Bridge)

$6,600



$1,900

($800 HRA** + $1100 Bridge)

$3,300


$3,800

($800 HRA** + $3000 Bridge)

$6,600


Family $2,500

($1000 HRA** + $1500 Bridge)

$4,400


$5,000

($1000 HRA** + $4000 Bridge)

$8,800


Lifetime Maximum – Unlimited

* New hire's HSA Stantec contribution will be prorated quarterly based on hire date.

** New hire's HRA fund will be prorated quarterly based on hire date.

Benefits and Services at a Glance


Coverage

In-Network Out-of-Network

Routine offi ce visits Plan pays 80% (aft er deductible) Plan pays 60% of the allowed amount (aft er deductible)

Specialist visits Plan pays 80% (aft er deductible) Plan pays 60% of the allowed amount (aft er deductible)

Preventative care Plan pays 100% according to theNational Medical Specialty Recommended Schedule (deductible waived)

Plan pays 60% of the allowed amount according to the National Medical Specialty Recommended Schedule (aft er deductible)

Urgent care (physician and medical services)

Plan pays 80% (aft er deductible) Plan pays 60% of the allowed amount (aft er deductible)

Emergency room Plan pays 80% (aft er deductible) Plan pays 80% (aft er deductible)

Hospital inpatient and outpatient

Plan pays 80% (aft er deductible) Plan pays 60% of the allowed amount (aft er deductible)

Mental health Inpatient: Plan pays 80% (aft er deductible)

Outpatient: Plan pays 80% (aft er deductible)

Plan pays 60% of the allowed amount (aft er deductible)

Substance abuse Inpatient: Plan pays 80% (aft er deductible)Outpatient: Plan pays 80% (aft er deductible)


Outpatient scans and lab Lab and noncomplex imaging (x-ray): covered at 100% (deductible waived)


Complex imaging (MRI, CT, CAT, PET): Plan pays 80% (aft er deductible)


Chiropractic care Plan pays 80% (aft er deductible)

Maximum of 20 visits per year



Aetna ToolsPlan Selection & Cost Estimator ToolUse Aetna’s Plan Selection & Cost Estimator tool at https://www.aetna.com/planselection/mbrDis.jsp?id=420 to estimate how much your family’s health care may cost this coming year and to compare plans.

Aetna Navigator®Once enrolled, register at www.aetnanavigator.com and use Aetna’s Navigator tool to

• Review your HRA and HSA balances and deductible, and download claims and Explanations of Benefits (EOB).

• Look for a doctor or hospital, and compare costs for health care services in your area.

• Print your Health History Report, and link to health resources online.

• Print or order a medical identification (ID) card.

• Communicate with member services.

Finding an In-Network DoctorTo see if your doctor is in the Aetna network, go to www.aetna.com and click “Find a Doctor”. Follow the prompts. Under “Select Plan”, choose the Aetna Choice POS II (Aetna HealthFund) plan type.

Aetna Choice POS II, Aetna’s broadest physician network, combines Aetna’s PPO, HMO, and POS networks into one. Although it is called a POS (point of service) network, it doesn’t have any of the restrictions associated with a typical POS plan, such as referrals and primary care provider requirements. It’s an open-access network that allows members access to providers without referrals.

TeladocTeladoc is a medical benefit that allows you to resolve many of your medical issues—any time day or night—through the convenience of phone and online video consultations. Teladoc should be used when you need immediate care for nonemergency medical issues. It is an affordable, more convenient alternative to urgent care or to your regular doctor when he or she is unavailable.

Setting up your account is quick and easy. Simply visit www.teladoc.com/aetna and click “Set Up Account”. Log in to your account, and click on “Request a Consult”. This program is available 24 hours a day, 7 days a week.

24-hour Informed Health LineContact the Informed Health Line any time to speak with a registered nurse. The nurses can discuss more than 5,000 health and wellness topics. In addition, an Audio Health Library is available to explain thousands of health conditions.

Mobile Phone App Get the Aetna mobile application from www.aetna.com to check on your claims, find providers, and review costs of services.

Healthcare Bluebook Healthcare Bluebook is available for Aetna members. Go to www.healthcarebluebook.com/cc/stantec and use Healthcare Bluebook to look up providers in your area that charge a “Fair Price” (the amount that you should reasonably expect to pay). By choosing a Fair Price provider, you can save hundreds or thousands of dollars, and certain procedures can earn you cash rewards.


Medical – Kaiser

KaiserThe Kaiser HMO is available only to employees residing in California. When you join the HMO, you do not pay a deductible. Instead, the HMO covers virtually all heath care expenses as long as the care is provided by a participating physician in the HMO. You typically pay a copayment for most services. Expenses from the current plan year are not carried over into the following plan year.

The HMO does not provide benefits if you use a doctor or hospital outside the Kaiser facilities—you must pay the full cost for those services unless there is an emergency.

Kaiser ToolsMy Health ManagerOnce enrolled, register at www.kp.com to use the tools and calculators to guide you when you make decisions about symptoms, surgeries, tests, and medications. You can also access your medical record, make appointments, and manage your plan, coverage, and prescriptions. Find the information, support, and motivation you need to make lifestyle and health care choices that are right for you.

Mobile Phone AppEasily locate any Kaiser Permanente medical facility using your iPhone’s global mapping features and Kaiser Permanente’s mobile application, KP Locator. Download it at www.kp.com.

Benefits and Services at a GlanceKaiser HMO Plan

Plan year deductible None

Plan year out-of-pocket maximum (aft er deductible is satisfi ed)

$1,500 per person

$3,000 per family

Lifetime maximum Unlimited

Routine offi ce visits $30 copay

Specialist visits $30 copay

Preventative care $0 copay

$0 copay for well child

(age 0 to 23 months)

Urgent care (physicianand medical services)

$30 copay

Emergency room $150 copay(waived if admitted)

Hospital inpatient and outpatient

Inpatient: $500 per admission

Outpatient: $30 copay

Prescription drugs

Retail (up to 30 days) $15 generic

$30 brand name

Mail order 2x the retail copay

Mail order (up to 100 days)

Mental health Inpatient: $500 admission

Outpatient: $30 copay individual$15 copay group

Substance abuse Inpatient: Detox only $500 admission

Outpatient: $30 copay

Outpatient scans and lab 100%

Chiropractic care $15 copay

Maximum of 20 visits per year

Vision exam (for refraction) $0 copay

Prescription eyewear $175 allowance every 24 months


Medical – Pharmacy Benefits

With the election of a medical plan, you automatically receive prescription drug benefits through a pharmacy network. This program offers you an economical way to pay for the prescriptions you and your family may need throughout the year. Depending on the type of prescription you need, you can receive prescription drug benefits in one of the following ways.

CVSIf you elect one of the Aetna Health Reimbursement Account (HRA) and Health Savings Account (HSA) plans, you are enrolled in the CVS pharmacy benefit.

For most drugs, the full cost of the prescription is charged, and once the Aetna deductible is met, any future prescriptions are covered by a copayment. Drugs that fall under either the Preventive Medications or the Healthy Rx Savings features (described on the following page) may be treated differently.

CVS Pharmacy PlanIn-Network Out-of-Network

Prescription drugs After the Aetna deductible is satisfied After the Aetna deductible is satisfied

Short-term prescriptions (up to 30 days)

$5 generic

$30 preferred brand

$60 nonpreferred brand

Plan pays 60% of the allowed amount aft er copay

Long-term prescriptions (for any prescriptions past 60 days)

2x the retail copay aft er deductible is satisfi ed. Mail order or CVS Pharmacy (up to 90 days at a time)

Not covered

Preventive Medications and Healthy Rx Savings features

Deductible is waived. See the HR Service Center for lists.

Limitations apply

Short-term prescriptions from a participating pharmacy do not require claim forms. Short-term prescriptions are those that are not filled past 60 days (2 fills). Prescriptions will be filled with generic drugs when available and allowed by your doctor. Generic drugs have a $5 copay, brand name drugs have a $30 copay, and nonpreferred brand name drugs have a $60 copay. Please note that under the CVS plan you must satisfy your Aetna deductible before the copayment can take effect. Go to the HR Service Center for additional details.

Long-term prescriptions under the CVS plan cost two times the retail copay for up to a 90-day supply of medication (after your Aetna deductible is met). The Maintenance Choice program is mandatory for any prescriptions that are filled for 90 days or more. These medications are conveniently delivered to your home or may be picked up at a CVS pharmacy. Be sure to check the CVS website for additional information on how to request from a doctor a prescription that is written to work on the mail-order platform. Please note that under the Aetna plans you must satisfy your deductible before the copayment can take effect. Go to the HR Service Center for additional details.

• Fully integrated secure member website: The secure mail-order is at www.caremark.com. There you’ll see important mail-service and health benefits information. You’ll need to register a user name and password, if you have not already done so.

• Enhanced alert messages: You can get refill reminders, check order status, and more. You can also set a preference to receive their alerts by email, phone, or text message.

• Interactive phone system: You can quickly place a refill order or check its status. You can call any time, day or night.

Precertification is a type of drug review. If you have a prescription for a drug that has an FDA-approved, over-the-counter (OTC) equivalent, you may need your doctor to precertify your prescription with CVS before it can be filled. If you have used an OTC alternative, but it was ineffective for you, your doctor will need to update CVS with that information, and the prescription will be filled “as prescribed.” If you haven’t, your doctor and CVS can determine if using an OTC equivalent is an effective option. This process will provide you with a safe and effective choice of therapeutic treatments while helping to control health costs. Precertification may be required for drugs other than OTC drugs.


CVS Features If you’re taking certain preventive medications, you may qualify for the Preventive Medications or Healthy RX Savings features of the pharmacy plan. If you have a diagnosed chronic condition related to diabetes, asthma, high cholesterol, high blood pressure, or heart disease, you may qualify for the Healthy Rx Savings Program.

Preventive medication. The Preventive Medications feature allows the plan deductible to be waived for certain drugs in all three tiers that are considered preventative.

• The deductible is waived, and the plan pays according to the prescription drug copay ($5 generic, $30 brand name, $60 nonpreferred brand name).

• Any applicable copay under this feature does not apply to the deductible under the HRA or HSA plan.

• If there are available HRA dollars, the copay is deducted from the HRA. Once your HRA funds are exhausted (either from regular health care use or from pharmacy copays), preventative care medications are covered out of pocket at copay levels.

Healthy Rx Savings. This feature also allows the plan deductible to be waived for certain drugs in the generic and brand name only. To see the list, go to www.benefitsolver.com or the HR Service Center.

• The deductible is waived, and the plan offers a copay reduction (100% for generic and 50% for brand name drugs or $0 copay for generic and $15 copay for brand name drugs drugs).

• Any applicable copay under this feature does not apply to the deductible under the HRA or HSA plans.

• If there are available HRA dollars, the brand name copay is deducted from the HRA. If you don’t have available HRA dollars, you pay the applicable copay.

Kaiser HMO PlanShort-term prescriptions from a participating pharmacy do not require claim forms. Prescriptions will be filled with generic drugs when available and allowed by your doctor. Generic drugs have a $15 copay, and brand name drugs have a $30 copay.

Long-term prescriptions by mail order under the Kaiser plan cost two times the retail copay for up to a 100-day supply of medication. These medications are conveniently and promptly delivered to your home. Be sure to check the Kaiser website for additional information on how to request from a doctor a prescription that is written to work on the mail-order platform.


Critical Illness

Allstate The Allstate Critical Illness Plan complements your medical coverage with a lump-sum cash benefit paid on the first diagnosis of a covered critical illness or condition. There are no deductibles, and you’ll receive your cash benefit even if you have other coverage or choose not to be treated.

With this plan, you elect $10,000, $20,000, or $30,000. If this isn’t your initial enrollment, you may be subject to evidence of insurability (EOI). You receive a lump-sum benefit if you’re diagnosed with one of the following illnesses or conditions after the plan’s effective date:

• Heart attack

• Stroke

• Benign brain tumor

• Coma

• Invasive cancer (includes leukemia and lymphoma)

• End stage renal failure

• Complete blindness

• Complete loss of hearing

• Transplant of a major organ

• Paralysis of at least two limbs

• Carcinoma in situ (25% benefit)

• Coronary bypass surgery (25% benefit)

• Advanced Alzheimer’s disease (25% benefit)

• Advanced Parkinson’s disease (25% benefit)

Other Important Features• Covered dependents receive 50% of the basic benefit amount.

• The plan is portable.

• Premiums do not increase as you age.

• The Wellness Benefit pays $100 for one screening test per calendar year for each insured family member. Screening tests include mammography (including breast ultrasound), pap smear (including ThinPrep Pap Test), lipid panel (total cholesterol count), prostate specific antigen, stress test, colonoscopy, bone marrow test, biopsy for skin cancer, and HPV vaccination (human papillomavirus).

• A covered person can receive a benefit for each listed critical illness if the dates of diagnosis are separated by at least 90 days.

• A second benefit will be paid on a previously paid illness if the second date of diagnosis is more than 12 months after the first date of diagnosis for the initial critical illness (except cancer and carcinoma in situ).

Please see the plan brochure for limitations and exclusions. Deductions will begin when Stantec is notified of your approval.


Wellness

Wellness Program – RedBrick HealthGood health is everything—it keeps you alert, active, and able to perform your job well. At Stantec, we want you to continue to be healthy and productive. The RedBrick Wellness Program provides access to tools and program components to help make “Living Well” a part of your everyday life.

For program details on enrollment and participation, please go to the RedBrick website at https://www.livewellstantec.redbrickhealth.com. Some points to note:

• The incentive points you earn during the plan year determine your wellness level and medical plan premium discount for the following plan year.

• All participants, regardless of health status, may contact a RedBrick Health advocate or coach for counseling or assistance with nutrition and exercise plans.

• If you’re pregnant or disabled, you may contact RedBrick for program accommodations.

Smoking And Tobacco Cessation Program – RedBrick HealthRedBrick Health provides you with access to tools and resources to help you quit using tobacco. This program is completely confidential and available to all benefits-eligible employees. RedBrick’s program incorporates a whole-person model that encompasses all aspects of your well-being.

When you enroll in the program, you have access to the following support tools:

• Phone-based coaching sessions

• A variety of Journey’s based on the stage you’re at in quitting and your unique goals

• Recommendations on type, dose, and duration of medication, if appropriate

The RedBrick Health Smoking and Tobacco Cessation Program is free. The cost of prescription and over-the-counter smoking and tobacco cessation products are not covered by the plan. To learn more about RedBrick’s Smoking and Tobacco Cessation Program, visit https://www.livewellstantec.redbrickhealth.com.

Wellness Discounts for Aetna MembersIf you participate in the Aetna Medical Plan, take advantage of some great discounts. Click on Discount Programs on your account home page, and save right away on

• Gym memberships — Pick a club from the GlobalFit network. Call (800) 298-7800 or go to www.globalfit.com/fitness for an updated list of participating clubs and free guest passes.

• Exercise equipment — Receive a discount through GlobalFit on home exercise equipment and supplies like free weights, benches, treadmills, elliptical riders, and exercise videos. To order, go to www.globalfit.com, and click on the “Shop GlobalFit” icon.

• Weight management (offered through Jenny Craig) — Register at http://jennycraig.com/corporatechannel/aetnamember.aspx.

• Natural products and services — Receive discounts on chiropractic services, acupuncture therapy, massage therapy, and dietetic counseling. In addition, receive discounts on vitamins and natural body care products by calling ASH Networks at (877) 335-2746.

• Hearing services — Contact HearPO at (877) 301-0841. Receive discounts for you and your family, including parents and grandparents, on diagnostic testing and hearing aids from this national network of over 1,500 hearing health professionals.

• Other products and services — Take advantage of offers available for eDiets, oral health products, Mayo Clinic Bookstore products, Salon Wish services, and Zagat dining guides.


Dental

Aetna Dental Preferred Provider Organization (DPPO)Stantec provides access to dental coverage for you and your covered family members through Aetna’s Dental Preferred Provider Organization (DPPO). The dental plans are separate from Aetna’s medical plans.

Under a DPPO, you may choose any dental provider. To see if your dentist is in the Aetna network, go to www.aetna.com and click "Find a Doctor." Follow the prompts. Under "Select Plan," choose the Dental PPO/PDN plan type. If you use a dentist who participates in Aetna’s network, you may pay less because Aetna’s dentists have agreed to accept Aetna’s “allowed fee.” The dentist will submit claims directly to Aetna. You pay only your deductible and coinsurance amounts, where applicable. Dentists outside the network can charge whatever they wish, so you may have to pay more for your care. An out-of-network dental provider may require you to pay the full cost of your dental service up front and file a claim for reimbursement.

Predetermination of BenefitsBefore you start a course of treatment, work with your dental provider to obtain a predetermination of benefits from Aetna. This ensures that you and your dental provider understand what will be covered by the Stantec dental plan and what part of the treatment cost will be your responsibility.

Important Information about Your DeductibleYour deductible applies for a full plan year: January 1 to December 31. The family deductible is met when three individual deductibles have been paid in the benefit year. Expenses from the current plan year will not be carried over into the following plan year.

Dental Plan Benefit Summary

Base Dental Plan Buy-up Dental Plan

Plan year deductible $75 per person

$225 per family

$50 per person

$150 per family

Preventative and diagnostic care

(includes adult and child fl uoride, oral cancer screening, and preventative visits two times per year)

Plan pays 90%; you pay 10% (deductible and plan year maximum are waived)

Plan pays 100% (deductible and plan year maximum are waived)

Basic care (fi llings, including porcelain; simple extractions; oral surgery; periodontics; and endodontics)*

Plan pays 70%; you pay 30% (aft er deductible)


Major care (bridgework, inlays and onlays, crowns, dentures, implants, and night guards)*



Plan year maximum per individual (not including orthodontia)

$1,500 $2,000

Orthodontia (adult and child)

Lifetime maximum per individual

None Plan pays 50%; you pay 50% of the allowed amount (deductible is waived)

$2500

* See plan document for coverage details.


Vision

Vision Service Plan (VSP)The Vision Service Plan (VSP), available to all benefits-eligible employees, helps pay for eye exams, prescription lenses, and frames or contacts. The benefits you receive depend on the provider you use. Here is how it works:

Vision Schedule of Benefits

Frequency CopaymentCoverage from a VSP Preferred Provider

Nonpreferred Provider (Also Known as Out-Of-Network) Reimbursement

Exam 12 months $20 Covered in full Up to $50 allowance

Prescription eyewear You may choose glasses or contacts. Remember, if you choose contacts, you will not be eligible to receive glasses (lenses and frame) in the same service period.

Lenses 12 months $20 (applied to lenses and frame)

Single vision, lined bifocal, and lined trifocal lenses are covered in full.

Single vision: up to $50 allowance

Lined bifocal: up to $75 allowance

Lined trifocal: up to $100 allowance

Frame 12 months Up to $150 allowance Up to $70 allowance

$80 allowance at Costco

Contact lenses 12 months None Up to $150 allowance Up to $105 allowance

A thorough initial fitting and evaluation for contacts by a VSP Preferred Provider doctor is offered at a 15% discount. The evaluation ensures the proper fit of the contact lenses but does not take the place of a comprehensive eye exam, which is a check of the overall health of the eye.

An initial supply of contact lenses from the VSP Preferred Provider who performed the contact lens fitting may be covered. Your allowance applies to the cost of your contact lenses.

Value-Added Discounts• Laser VisionCareSM discount — VSP has contracted with many of the nation’s finest laser surgery facilities and

doctors, offering you a discount on PRK and LASIK surgeries, available through contracted laser centers. Visit VSP’s website at www.vsp.com to learn more about this exciting program.

• Contact lenses — Members can visit www.vsp.com for special offers, to download rebate forms, and to learn more about exclusive VSP member offers.

• Prescription glasses and sunglasses — Receive 30% savings when you purchase noncovered pairs of prescription glasses, including prescription and nonprescription sunglasses from the same VSP Preferred Provider on the same day as your office visit. Otherwise, a 20% discount applies within 12 months of your initial office visit.

• Retinal screening — Guaranteed pricing on retinal screening as an enhancement to your Well Vision exam.

ID cards are not required or issued for vision benefits. To access your benefits

• Log in to www.vsp.com or call the VSP at (800) 877-7195 to locate a network eye doctor.

• Contact your VSP Preferred Provider to schedule an appointment and provide the following information:

> Insurance Name: VSP

> Group Number: 12280290

> Social Security Number: last four digits

Your Preferred Provider will contact VSP to obtain eligibility benefits information.


Spending Accounts

WageWorksHealth Care and Dependent Care Flexible Spending Accounts (FSAs), offer a convenient, tax-effective way to pay for eligible health and dependent care expenses. You can participate in one or both programs through WageWorks. WageWorks also offers a Commuter Benefits Program, which provides a tax-effective way to pay for eligible work-related transit and parking expenses.

Annual Contribution LimitsThe minimum annual contribution under the Health Care FSA (whether traditional or HSA-compatible) is $100 per year. The mandated maximum allowed is $2,550.

The Dependent Care FSA annual contribution minimum is $250. The maximum is $5,000 annually if you’re single, head of household, or married and file a joint tax return; or $2,500 if you’re married and file separate tax returns.

For the Commuter Benefits Program, the Internal Revenue Service (IRS) rules that govern the program allow a tax-free maximum of $130 per month for transit expenses and $250 per month for parking expenses (subject to change based on legislation).

Flexible Spending Account Program RulesTo offer this type of tax-advantaged program, the government imposes the following plan provisions:

• Your contributions must be used for eligible expenses incurred during that plan year: January 1 to December 31.

• The Dependent Care FSA has a “use it or lose it” rule. This means that any remaining balance in your account will be lost at the end of the current plan year if you do not have eligible expenses.

• The Health Care FSAs allow a balance of up to $500 to roll over into the following plan year. You have until March 31 of the following plan year to claim eligible expenses from the previous year.

• Balances cannot be moved between accounts.

• Changes to your election cannot be made midyear unless you have a qualifying life event.

• If you’re enrolling in one of the Aetna Health Savings Account (HSA) plans, you are not eligible to enroll in the traditional Health Care FSA program; you can enroll in the HSA-compatible Health Care FSA only.

• Your domestic partner’s reimbursement expenses are also eligible for reimbursement, but only if he or she is considered a dependent under Internal Revenue Service Code (IRS) Section 152.

Methods of PaymentBased on your individual circumstance and preference, you can choose to pay your provider with a debit card or submit a request on www.wageworks.com to pay your provider directly. You may also submit a request for reimbursement online.

Health Care and Dependent Care Flexible Spending Accounts StatementsYou can access a real-time Statement of Activity in the participant online account portal at www.wageworks.com. The statement gives you real-time access to account details for the entire plan year. While paper statements will not be mailed to your home, participants with an outstanding Health Care Card transaction and without an email on file will continue to receive a monthly paper version of the Card Use Verification form.


Traditional Health Care Flexible Spending AccountThe Traditional Health Care Flexible Spending Account (FSA) allows you to pay or be reimbursed for eligible expenses that are not covered by your health plans. Examples of eligible items include medical, dental, and vision deductibles; copayments; coinsurance; and some over-the-counter (OTC) products. In general, anything considered a health expense for income tax purposes is eligible. Some OTC medications will require a doctor’s prescription. Refer to the IRS Publication 502 at www.irs.gov/formspubs/index.html or contact WageWorks at (877) 924-3967 for additional details. An online savings calculator is available from WageWorks at www.wageworks.com.

HSA-Compatible Flexible Spending AccountIf you are enrolled in the Stantec Health Savings Account (HSA) medical plan, you can maximize your savings by enrolling in an HSA-compatible Flexible Spending Account (FSA). An HSA-compatible FSA, also known as a limited-purpose FSA, is much like a traditional general-purpose health care FSA. However, under an HSA-compatible FSA, eligible expenses are limited to qualifying dental and vision expenses for you, your spouse or domestic partner, and your eligible dependents.

IRS rules do not allow you to contribute to an HSA if you’re enrolled in a traditional Health Care FSA. By limiting FSA reimbursements to dental and vision care expenses, you and your spouse or domestic partner remain eligible to participate in both the HSA-compatible FSA and an HSA medical plan. After your deductible has been met, you may work with WageWorks to allow the use of your FSA funds for medical expenses. Please see the WageWorks website for additional details regarding this option at www.wageworks.com/myhsa-fsa.

Both the traditional Health Care FSA and the HSA-compatible FSA provide you with a health care debit card. The IRS requires that non–health care merchants who wish to accept this card must implement a system that validates the purchase as FSA eligible at the point of purchase. Please see the WageWorks website for a list of participating merchants, and pay particular attention to your Statement of Activity found on www.wageworks.com. If you’re required to provide receipts and do not, your debit card may be suspended and other claims may be held.

Dependent Care Flexible Spending AccountDay care expenses for your children under age 13 or for your other eligible dependents, such as an elderly parent or disabled spouse, can be paid or reimbursed from the Dependent Care FSA account on a pretax basis. To be eligible, your dependent care provider must be claiming your payment as income. Refer to IRS Publication 503 at www.irs.gov/formspubs/index.html or contact WageWorks at (877) 924-3967 for additional details. It may be more beneficial to you to use the dependent care tax credit on your federal income tax return.

Some expenses that may qualify include

• Care provided in your home, as long as you do not claim the caregiver as a dependent on your federal income tax return.

• Services provided outside your home for a dependent who regularly spends at least eight hours a day in your home. Both parents (if married) must work outside the home to be eligible to participate in this program.

Commuter Benefits ProgramSave time and money on your way to work with the Commuter Benefits Program, available through WageWorks. This program lets you pay for eligible commuting costs and parking expenses through automatic pretax payroll deductions. All it takes is a quick online order to get your transit pass delivered to your home every month, and you can set up automatic monthly parking payments to go directly to your provider.

For information about enrollment, participation, and eligible expenses, visit www.getwageworks.com/commuter or call WageWorks at (877) 924-3967 to talk with a trained expert who can help you take advantage of the program.

Your domestic partner’s reimbursement expenses are also eligible for reimbursement, but only if he or she is considered a dependent under IRS Code Section 152.


Life Insurance

Stantec provides employees with both Company-paid and voluntary employee-paid term life insurance options. Your beneficiary receives a benefit equal to your coverage amount upon your death. If you wish to change your current beneficiary, you may do so any time at www.benefitsolver.com.

Basic Employee and Dependent Life Insurance – CignaStantec provides two options for basic life insurance at no cost to you. You can elect basic life equal to two times your annual base salary rounded to the next higher $1,000 up to $500,000 or elect a flat $50,000 to avoid imputed income tax. If you later decide to change your election to the two times annual earnings option, you’ll be required to provide medical evidence of insurability. Your coverage is reduced at the beginning of the plan year when you reach age 70.

At no cost to you, Stantec also provides coverage for your family: $10,000 for your spouse or domestic partner and $5,000 for each child.

Imputed Income TaxIf your total basic employee life insurance exceeds $50,000, you will be taxed on the value of the coverage greater than $50,000, and the value of the additional coverage will be added to your W-2 earnings. The value is determined using Table I (below), published by the Internal Revenue Service (IRS). (Note: “Age” is the age on the last day of the employee’s taxable year.) If the Stantec-provided life coverage exceeds $50,000, you can choose to elect $50,000 to avoid the imputed income tax.

Tax on the value of basic dependent life (for each covered dependent) will also be added to your W-2 earnings. The value is determined using Table I (below), published by the IRS, and is similar to basic employee life but without the lower option to avoid the imputed income tax.

Uniform Premiums – IRS Table ICost per $1,000 of protection for one-month period

Age Cost

Under 25 $0.05

25 through 29 $0.06

30 through 34 $0.08

35 through 39 $0.09

40 through 44 $0.10

45 through 49 $0.15

50 through 54 $0.23

55 through 59 $0.43

60 through 64 $0.66

65 through 69 $1.27

70 and above $2.06

Example: Assume that a 40-year-old employee (male or female) is covered by $200,000 of employer-paid group term life insurance. Referring to the table to the right, we can see that the cost of $1,000 of insurance for one month is $.10. We can calculate the taxable income as follows:

Taxable Income1. Taxable coverage ($200,000 – $50,000) $150,000

2. Annual cost per $1,000 (12 x $.10) $1.20

3. Includable in employee’s income ($1.20 x 150) $180.00


Voluntary Employee and Dependent Life Insurance – CignaYou also have the option to select additional life insurance coverage for yourself, your spouse or domestic partner, and your dependents.

You may request up to five times your annual salary or a maximum of $500,000 (in $10,000 increments), whichever is less. The guaranteed issue amount is three times your annual salary (to a maximum of $300,000). If you’re requesting coverage after your initial enrollment eligibility date, approval is subject to evidence of insurability. Your premiums are based on your age and tobacco use. Your coverage is reduced at the first of the plan year when you reach age 70.

Spouses and domestic partners are eligible for one times your coverage or a maximum of $250,000 (in increments of $5,000), whichever is less. The guaranteed issue amount for spouses and domestic partners is $25,000. After your initial eligibility date, this coverage or any increases to it are subject to evidence of insurability.

Coverage for your child(ren) may be purchased in increments of $2,000 up to $10,000 per child from live birth to age 26. The guaranteed issue amount per child is $10,000. Evidence of insurability does not apply to Voluntary Life for Child(ren).

Universal Life Insurance – TrustmarkStantec also offers you the opportunity to purchase a life insurance policy that provides long-term protection for you and your eligible family members while building cash value on a tax-deferred basis. The coverage is provided through a Trustmark Universal Life Insurance Policy. Universal Life offers not only life insurance benefits, but also special “living benefits.” (If you’re currently enrolled in the formerly offered TransAmerica Universal Life Insurance Policy, you’ll continue to be covered as is, unless you cancel your policy by contacting TransAmerica directly.)

Coverage is available on a streamlined underwriting basis. Only two health questions are asked when you apply. You can buy up to three times your base annual salary, not to exceed $150,000. (For additional coverage up to $300,000, more health questions will be asked.) This product is underwritten by Trustmark Insurance Company.

Some of the advantages of Universal Life Insurance include the following:

• It’s portable.

• Premiums don’t increase, unless you select the EZ value option to increase the value of your policy.

• It builds cash value and offers tax advantages.

• No physicals are required.

• You can elect dependent coverage.

• An accelerated death benefit is provided.

Here are some important “living benefits” you receive:

• Long-term care

• Death benefit restoration

• Long-term care extension of benefits

• Combination of restoration and extension of benefits

Restrictions based on the state you live in may apply. Deductions will begin when Stantec is notified of your approval.


Accidental Death & Dismemberment (AD&D)

CignaStantec provides employees with both Company-paid and voluntary employee-paid Accidental Death & Dismemberment (AD&D) options. Your beneficiary receives a benefit equal to your coverage amount upon your death. If you wish to change your current beneficiary, you may do so through the Benefitsolver Enrollment Center.

Basic Employee AD&D – CignaYour AD&D coverage provides a lump-sum benefit to you or your beneficiary if you or any covered dependent dies or if you or any covered dependent suffers a severe injury resulting from an accident.

At no cost to you, Stantec provides an AD&D benefit of two times your annual base salary (rounded to the next higher $1,000), up to a maximum of $500,000. Your coverage is reduced at the beginning of the plan year when you reach age 70.

Voluntary Employee and Dependent AD&D – CignaYou may select additional AD&D coverage for yourself, your spouse or domestic partner, and your children or your domestic partner’s children according to the following schedule.

Voluntary AD&D CoverageAD&D and Personal Accident Insurance (PAI) benefit amount. (AD&D for employees only; PAI for dependents only)

Employee $10,000 increments

Spouse or domestic partner 50% of employee amount

Child(ren) live birth to age 26 15% of employee amount per child

Spouse or domestic partnerand child(ren)

50% of employee amount for spouse or domestic partner;15% of employee amount per child

Maximum Benefit

Employee The lesser of 10x annual salary or $500,000

Spouse or domestic partner 50% of employee amount to $250,000

Child(ren) live birth to age 26 15% of employee amount to $25,000 per child

Spouse or domestic partner and child(ren)

50% of employee amount for spouse or domestic partner;15% of employee amount to $25,000 per child

Included Plan Features

See the HR Service Center for details. Child Care, Common Accident, Felonious Assault, Healthy Rewards, Identity Theft , Increased Child Dismemberment

Seatbelt, Airbag, Child Special Education, Spouse Survivor, Spouse Training, Will Preparation

Benefit Reduction Schedule

Employee 65% at age 70


Disability and Leaves of Absence

CignaAt no cost to you, Stantec offers short- and long-term disability coverage that pays you benefits if you cannot work due to a nonwork-related illness or injury. Your disability may run concurrently with other federal or state leave programs, like the Family Medical Leave Act (FMLA). Please contact the HR Service Center for instructions on initiating any type of leave of absence, including paternity, maternity, personal, and military leaves.

Leave of Absence ManagementCigna manages our leaves of absence, including FMLA, disability, personal, and military leaves. All leaves must be reported in advance when possible to your supervisor, Cigna, and the HR Service Center. If you have questions or need instructions on initiating any leave, contact the HR Service Center.

Short-Term Disability (STD) Plan – CignaAs a benefits-eligible employee, you’re automatically covered under the Stantec Short-Term Disability (STD) plan at no cost to you. The STD plan benefit replaces 60% of your base earnings for each week you’re unable to work due to an approved disability.

STD benefits begin after the 7-day elimination period and may continue for up to a maximum of 26 weeks (including the elimination period). The first consecutive 7 days of your disability are considered the elimination period for your disability benefit. During that elimination period, you’ll be paid with your available sick and vacation time. If you do not have paid time available, your elimination period will be unpaid. The benefit duration is determined by Cigna’s guidelines for the specific diagnosis, based on the physician’s information.

Employees in New York, New Jersey, California, Rhode Island, and Hawaii are covered by state short-term disability. Stantec’s plan coordinates with state benefits and any other disability benefit.

The disability carrier, Cigna, manages STD coverage on behalf of Stantec and provides details regarding wages due for approved claims to Stantec. STD payments are then coordinated through Stantec’s payroll. If you’re enrolled in medical, dental, or other group insurance plans, the premiums normally withheld from your paycheck, 401(k) loan payments, and other accounts will continue to be deducted from your STD payments. If there is a period while you’re away on short-term disability that you do not receive a paycheck from Stantec, your payroll deductions will be due for each missed payroll. You’re required to contact the HR Service Center to make arrangements to repay any missed deductions.

To be eligible for benefits, you must be actively at work on the scheduled workday prior to your disability. To request disability benefits, you must call Cigna’s intake center and your physician must complete the medical certification. Contact the HR Service Center any time you initiate a claim.

Long-Term Disability (LTD) Plan – CignaAs a benefits-eligible employee, you’re automatically covered under the Stantec Long-Term Disability (LTD) plan at no cost to you and will have imputed income on the premium that the Company pays. By paying tax on the premium, the benefit will be nontaxable when payable.

If illness or injury keeps you out of work longer than the 26 weeks covered under the STD plan, the LTD plan pays a benefit equal to 60% of your monthly pay (this pay is based on your annual base salary before you went on disability), up to a monthly benefit of $20,000. Your benefit continues until you recover, reach normal social security retirement age, or die.


Assistance Programs

Employee Assistance Program (EAP) – CeridianJust when you think you have it figured out, along comes a challenge. Whether those challenges are big or small, your Employee Assistance Program & Work/Life Support is available to help you and your family find a solution and restore your peace of mind. Call any time, any day. An advocate will assess your needs and develop a solution to help resolve your concerns. He or she can also direct you to an array of resources in your community and to online tools, including an article library.

This program is available to all benefits-eligible employees at no cost. No matter which medical option you choose—even if you waive coverage—you will be covered under the Employee Assistance Program (EAP). However, you may be responsible for any professional services you are referred to that are not covered by the EAP or medical plan. All contacts are confidential. Information about your situation will not be made available to anyone, including Stantec. Even a simple phone call to inquire about the plan is completely private.

For face-to-face assistance, you have up to five sessions available to you and your household members. You can call (877) 418-1536 or go online to search the provider directory and request a referral before receiving services.

Emergency Travel Assistance Plan – CignaThe Emergency Travel Assistance Plan is available to all benefits-eligible employees at no cost. Worldwide emergency travel assistance services are available through Cigna Secure Travel. When traveling for pleasure in a foreign country or when you’re just a couple of hours from home, you and your family can count on getting help in an emergency. Go to www.benefitsolver.com or the HR Service Center for a brochure.

Will Preparation Program – CignaThe Will Preparation Program is available to all benefits-eligible employees at no cost. Cigna makes it easy for you to take charge of those difficult life, health, and legal decisions with online will preparation services. Go to www.cignawillcenter.com to access your Personal Estate Planning web page. Register as a new user, and complete the online form. When prompted for a registration code, provide your date of birth plus the last four digits of your social security number. Once this is completed, you can immediately start building your will and other legal documents. Go to www.benefitsolver.com or the HR Service Center for a brochure.

Legal Assistance Plan – HyattThe Hyatt Legal Plan, a MetLife Company, provides easy access to professional legal representation through a credentialed network of plan attorneys. It covers you, your spouse or domestic partner, and dependent children for a monthly premium. The plan offers coverage and representation, unlimited telephone advice, and office consultations about a wide variety of personal legal matters.

The plan features include in-network and out-of-network benefits. Go to the HR Service Center for more details.

Group Auto and Homeowners Insurance – Liberty MutualLiberty Mutual* offers personalized coverage, multicar and multipolicy discounts, 24-hour claims assistance, and more. Liberty Mutual is trusted countrywide for quality coverage and exceptional service.

* Discounts and savings are available where state laws and regulations allow, and may vary by state. Certain discounts apply to specifi c coverages only. To the extent permitted by law, applicants are individually underwritten; not all applicants may qualify. Please consult a Liberty Mutual sales representative for additional information.

Identity Theft Protection Program – LifeLockLifelock’s Identity Theft Protection Program is available to all employees at the employee’s expense. LifeLock offers proactive solutions to help prevent your identity from being stolen. Go to www.benefitsolver.com or theHR Service Center for more information.


International Business Travel BookingIf you’ll be traveling for business out of your country of residence (but not between the United States and Canada) for a short- or long-term business trip, you MUST follow the International Travel Booking Process found on StanNet before leaving (email [email protected] for more information). As part of this process, you’ll receive details on your benefits program while you travel internationally.

Those traveling between the United States and Canada for short- or long-term business trips should contact their Human Resources team representative for applicable details about crossing the border.

Medical Benefits Abroad (MBA) Program – Short-Term International Business Travel – CignaFor Stantec’s international business travelers, where expected travel outside of your home country is less than six months, the Medical Benefits Abroad (MBA) program offers accident and illness coverage. This is not to be used for personal travel. This program has no enrollment process. Coverage is automatically in place for all active employees traveling on approved short-term business trips or on assignments outside of their country of residence.

This plan generally covers reasonable and customary (R&C) charges associated with an accident or illness, according to the norms of the country where you receive care. Coverage is provided for medical treatment, hospital admissions, and prescription coverage resulting from an accident or illness. Routine medical care and dependent medical care are not covered.

For full details and a member ID card, visit the HR Service Center or submit an HR Service Center request.

International Expatriate Benefit Program – Long-Term International Business Travel – CignaFor Stantec’s international business travelers, where expected travel outside of your home country is over six months, an Expatriate Benefit Program may be available to you and your dependents. You should contact the HR Service Center to discuss this program before departing.

Business Emergency Travel Assistance and Evacuation – International SOSTo keep you safe while you’re on Company business traveling or living outside of your home country (but not between the United States and Canada), we have a program through International SOS. In an emergency (medical or physical threat), International SOS can ensure you get immediate care, whether this requires evacuating you to a center of medical excellence or closely monitoring your condition with local doctors.

Go to the HR Service Center for additional program and coverage details.

International Business Travel Programs


Retirement Plan – 401(k) Savings Plan

Merrill Lynch/Bank of AmericaThis retirement program is managed by Merrill Lynch. Representatives are available to provide you with information about the plan and your account through Benefits OnLine at www.benefits.ml.com and through the Retirement Service Center at (800) 228-4015.

ContributionsYou may contribute from 1% to 75% of your eligible compensation (including bonuses) on a pretax and Roth 401(k) after-tax basis up to the annual compensation limits of the plan. If you’re aged 50 or older during the calendar year, you are eligible to make an additional catch-up contribution. You can modify your contribution level at any time following your initial eligibility.

Your pretax and Roth 401(k) after-tax contributions are eligible for Company-matching contributions of 100% of the first 3% you defer and 50% of the next 2% you defer. All Company-matching contributions are 100% vested at all times. A payroll deduction must be made so that you receive a match; therefore, spread your deferral evenly over all paychecks in the year to ensure that matching contributions are made.

For annual contribution limits set by the Internal Revenue Service (IRS), go to the HR Service Center or www.irs.gov/retirement.

Investment DirectionThe money you invest, along with the Company-matching contributions, is “participant directed” into a number of investment choices offered by the plan to allow you to design your own investment strategy. The plan also offers Advice Access, a professional investment advice service that provides personalized recommendations on how much to save and how to invest your contributions. If you do not make an investment selection at enrollment, contributions will be allocated to the JPMorgan SmartRetirement Funds, which has been selected by Stantec as the Qualified Default Investment Alternative (QDIA) (see the Annual Retirement Plan Notices section for more details).

You may modify your investment elections, transfer existing account balances, and obtain information regarding your investments daily.

Advice AccessAdvice Access is an investment advisory service offered by Merrill Lynch through the 401(k) plan. To help you prepare for retirement, Advice Access will

• Recommend how much you can contribute to the plan

• Show you how to allocate your assets among stocks, bonds, and cash equivalents

• Provide investment options to choose from, and recommend how much to invest in each one

Depending on how you choose to implement the service, you can get your progress monitored and your accounts managed. Advice Access can answer many of your questions about investing. For more information about this service, log on to your account at www.benefits.ml.com or speak to a Retirement Services representative at

(800) 228-4015.


RolloversThe plan may accept pretax rollovers from a tax-qualified retirement plan, a 403(b) tax-deferred arrangement, or pretax contributions from a government 457 plan. The plan can also accept after-tax Roth rollovers.

Withdrawals and DistributionsYou are permitted to borrow against your vested plan account balance. You can have two loans outstanding at a time, and you can repay each loan by payroll deduction for up to 5 years. If you’re using a loan to purchase a primary residence, you can repay the loan by payroll deduction for up to 15 years. Loans can be initiated by calling Merrill Lynch at (800) 228-4015 or going online to www.benefits.ml.com.

Although the plan is intended to serve you principally as a retirement savings mechanism, you can withdraw funds before your separation from service if you experience an extreme financial hardship and have already taken out two loans. Doing this would require you to stop making contributions to the plan for six months following receipt of the hardship withdrawal. In-service withdrawals for employees age 59 and a half or older are also available. You can contact Merrill Lynch at any time to discuss these options.

You or your beneficiary may receive a distribution of your account balance following your separation from service due to retirement, death, termination of employment, or total and permanent disability.

Managing Your AccountYou will receive a personalized account statement every quarter. The statement shows your account balance as well as any contributions and investment gains or losses credited to your account during the reporting period. For your convenience, account statements and confirmations are available online. Log on to www.benefits.ml.com to choose online delivery. You’ll be notified by email each quarter that your statement or confirmation is available online.


ComputershareThe work you do every day helps to create value for Stantec. In return, we’re pleased to give you the opportunity to participate in the value you create through the Employee Stock Purchase Plan (ESPP). The ESPP allows you to purchase common shares of Stantec Inc. through convenient payroll deductions.

Your participation in the ESPP allows you to share in the Company’s financial potential and to expand your ownership of Stantec. Under the ESPP, your financial interests and the interests of the Company’s shareholders are linked. Stock ownership empowers you with rights and responsibilities, as well as risks and rewards. Note that any sales of shares that are less than two years old will result in a 12-month suspension of your Company-matching contributions.

Go to the HR Service Center for the ESPP Explanatory Guide, which will give you full details.

ContributionsThe ESPP allows you to purchase common shares of Stantec stock through convenient payroll deductions. For each pay period, you may authorize between 1% and 20% of your total compensation. Please note that your payroll election must be made in whole percentage numbers and your deductions are made on an after-tax basis.

The Company will provide a matching contribution used solely for the purpose of purchasing additional shares. If you elect a payroll deduction of 1% of compensation, the Company match will be 0.5%. If you elect a payroll deduction of 2% or more of compensation, the match will be 1%. This additional compensation is considered taxable income, which will be reflected in each paycheck that you receive a match. Your gross match will be used to purchase stock under the plan.

Service AwardsThe Milestone Service Award program recognizes you for your sustained contribution to the success of the Company. Milestone recognition begins with your fifth year of service and is celebrated every five years after that. To participate, you must be actively employed with Stantec on the day the award is presented. You will receive a lump-sum contribution of $500 to the ESPP for every five years of service to a maximum of $2,000. Sales of this stock purchase do not cause a suspension in Company-matching contributions.

Employee Stock Purchase Plan (ESPP)


Benefits Plan Contacts

For inquiries related to any benefit plan, including retirement and leaves of absence, please submit anHR Service Center request. You may also contact any of our vendors directly (see below).

Carrier Customer Service Claims Address

Enrollment Service

Benefi tsolver

(Benefi t Enrollment Center)

(855) 874-6790

Hours of operation:Monday to Friday7:30 AM – 5:00 PM (Central Time)

www.benefi tsolver.com

Medical and Pharmacy Plans

Aetna

HRA and HSA PlansGroup # 469710

(866) 744-9469(800) 628-3323 (TDD)www.aetna.com

AetnaAttn: ClaimsP.O. Box 14079Lexington, KY 40512-4079

24-Hour Informed Health Line

(800) 556-1555

(800) 270-2386 (TDD)

Teladoc (855) Teladoc (835-2362)https://member2.teladoc.com/aetna

Medical Precertifi cation

(800) 624-0756

CVS

Pharmacy Management

(855) 299-3265www.caremark.com

Pharmacy Claims:CVS/Caremark Claims DepartmentPO Box 52136Phoenix, AZ85072-2136

Mail-Order Prescriptions

(855) 299-3265www.caremark.com

Mail Order: CVS/CaremarkPO Box 659541San Antonio, TX78265-9541

Kaiser PermanenteNorthern California

(NCR) CID:21488

(800) 464-4000www.kp.org

Mail Order: Aetna Rx Home Delivery P.O. Box 417019Kansas City, MO 64179-7019

Pharmacy Pharmacy is contacted at the facility chosen for coverage.

Kaiser FoundationCPP PharmacyP.O. Box 5060Livermore, CA 94550


(888) 218-6245

Kaiser Permanente Southern California

(SCR) CID:229150

(800) 464-4000www.kp.org

Kaiser ClaimsP.O. Box 12923Oakland, CA 94604-2923

Pharmacy Pharmacy is contacted at the facility chosen for coverage.

Kaiser FoundationCPP PharmacyP.O. Box 5060Livermore, CA 94550


(888) 218-6245


Wellness Programs

RedBrick Health

Wellness Program

https://www.livewellstantec.redbrickhealth.com

RedBrick HealthPO Box 2260Minneapolis, MN55402-0260

Smoking and Tobacco Cessation Program

Dental Plan

Aetna

Dental PPO Group # 469710

(877) 238-6200www.aetna.com

AetnaAttn: ClaimsP.O. Box 14079Lexington, KY 40512-4079

Vision Plan

Vision Service Plan (VSP)Group # 12280290

(800) 877-7195www.vsp.com

VSPP.O. Box 997105 Sacramento, CA 95899-7105

Spending Accounts

WageWorks

Healthcare

Dependent Care

Transit Program

(877) 924-3967www.wageworks.com

WageWorksAttn: Claims AdministratorP.O. Box 14053Lexington, KY 40511

Fax (877) 353-9236

Life, AD&D and Critical Illness Plans

Basic LifeGroup # FLX 963658

(800) 238-2125

Cigna Group InsuranceP.O. Box 22328Pittsburgh, PA15222-0328

Voluntary Life Group # FLX 963659

Basic AD&DGroup # OK 965288

Voluntary AD&DGroup # OK 965289

TrustMarkUniversal Life

(policies initiated 2010 and later)

(800) 918-8877 Opt 6www.trustmarkins.com

Trustmark Insurance CompanyDept P383P.O. Box 7937Lake Forest, IL 60045

Fax (847) 615-4943

TransAmericaUniversal Life

(policies initiated 2009 and prior)

(800) 706-8502 (TSaver policies)

(800) 322-0426 (TransLegacy policies)

TransamericaP.O. Box 506Keene, NH 03431-0506

AllState

Critical Illness (800) 521-3535https://www.allstateatwork.com/mybenefi ts/



Leaves of Absence and Disability Plans

Cigna

Leave of Absence ManagementGroup # FML 961855

(888) 84CIGNA

(888) 842-4462Fax: (866) 931-5095

Short-Term DisabilityGroup # SHD 961855NY Group # NYD 74832NJ Group # SJD 920220

Long-Term Disability (LTD)Group # LK 962597

Unum Individual Disability Insurance (IDI)Group #1447-03 & 1447-04

Employees with existing policies call Unum at (800) 633-7490 Unum Benefi ts CenterP.O. Box 100158Columbia, SC 29202

Fax (877) 851-7624

Assistance Programs

CeridianEmployee Assistance Program

(877) 418-1536 www.lifeworks.com username: Stantec USpassword: lifeworks

Hyatt Legal PlanLegal Assistance Plan

(800) 821-6400Monday to Friday8:00 AM to 7:00 PM (ET)

www.legalplans.com

Liberty MutualAuto and Home Insurance

(800) 524-9400 www.libertymutual.com

LifeLockIdentity Theft Protection Plan

Code: stantecadd

(800) LIFELOCK (543-3562) www.lifelock.com LifeLock Corp. Headquarters60 E Rio Salado Pky, Ste 400Tempe, AZ 85281

Fax: (888) 244-9823

Cigna Secure Travel

Personal Emergency Travel Assistance

(888) 226-4567 (US and Canada)

(202) 331-7635 (collect from other locations)

Fax (202) 331-1528

Email [email protected]

International Benefit Programs

International SOS

Business Travel Emergency Evacuation Assistance

ISOS is for international business travel. If you are traveling on business outside of Canada or the United States, please contact Stantec’s International group for policies and procedures email [email protected]

Cigna Global Health Medical Benefi ts Abroad (MBA)

(Short-Term International Business Travel Accident and Illness Plan)Policy# 04772A

(800) 243-1348 (US and Canada)

(302) 797-3535 (outside the USA, collect calls accepted)

www.cignaenvoy.com

Cigna MBA is for international business travel. If you are traveling on business outside of your home country, please contact Stantec’s International group for policies and procedures.

(780) 969-2180 or email [email protected]

Cigna InternationalP.O. Box 15111Wilmington, DE 19850

Fax (800) 243-6998

Fax (302) 797-3150 (US and Canada)

Cigna Global Health Expatriate Benefi ts Program

Long-Term International Business Travel Benefi t Program Policy# 04772B

(800) 441-2668 (outside the USA, via ATT + access)

(302) 797-3100 (outside the USA, collect calls accepted)

www.cignaenvoy.com

Cigna International P.O. Box 15050Wilmington, DE 19850

Fax (800) 243-6998 (US and Canada)

Fax (302) 797-3150

Retirement and Stock Purchase Plans

Merrill Lynch 401(k) (800) 228-4015 www.benefits.ml.com

ComputershareEmployee Stock Purchase Plan (ESPP)

(866) 410-5340

www–us.computershare.com/employee (Enter company code STN, and submit. Enter your social security number and PIN. Your PIN is your birthday (MMDD1), plus "1"

Ben-IQ, a free smartphone application, provides easy access to health plan summaries and carrier contact information. You may use the application to view plan and carrier information, store and organize your plan ID cards, review the cost of care for common treatments and procedures, and more. To get started, download Ben-IQ for you and your dependents through Google Play or the App Store, enter your username (STN), and you’re ready to go.


Benefits Plan Costs

Stantec employees are paid biweekly (every 2 weeks; 26 times per year); however, benefit premiums are taken semimonthly (24 times per year). In months with three paychecks, the first pay will have no premiums taken. Retirement plan contributions are made on all 26 pays. The monthly costs are noted below and on the next page.

You and Stantec share the cost of coverage for you and your dependents in the medical, dental, and vision programs. The amount you contribute depends on the coverage level you choose. If you enroll in a medical plan, your voluntary participation in the Wellness Program determines your premium. Because Stantec offers pretax qualified plans, the actual cost of your contributions is also reduced.

Cost-Shared Programs

Medical Plan Monthly Cost

Monthly Employee Rate with

Gold Discount


Silver Discount


Bronze Discount

Monthly Employee Rate with Non-

Wellness Discount

Aetna HSA Base Option

Employee only $472.91 $40.00 $82.00 $124.00 $166.00

Employee and child(ren) $851.25 $230.00 $272.00 $314.00 $356.00

Employee and spouse or domestic partner $993.12 $243.00 $285.00 $327.00 $369.00

Employee and family $1,418.73 $290.00 $332.00 $374.00 $416.00

Aetna HSA Buy-up Option

Employee only $562.10 $60.00 $111.00 $162.00 $213.00

Employee and child(ren) $1,011.79 $270.00 $321.00 $372.00 $423.00

Employee and spouse or domestic partner $1,180.42 $275.00 $326.00 $377.00 $428.00


Aetna HRA

Employee only $601.12 $75.00 $135.00 $195.00 $255.00




Kaiser HMO (California Only)

Employee Only $556.26 $154.00 $180.00 $213.00 $320.00




Dental Plan Monthly Total Cost Employee Monthly Cost

Dental Base Plan

Employee only $45.51 $20.00

Employee and child(ren) $81.92 $57.00

Employee and spouse or domestic partner $95.57 $67.00

Employee and family $136.53 $87.00

Dental Buy-up Plan



Employee and spouse or domestic partner $119.46 $91.00



Employee Contribution ProgramsSpending Accounts Cost and Contributions

Health Care (traditional and HSA-compatible) 100% employer-paid

administration with employee contributions to each account

Dependent Care

Commuter Benefi ts Program

Retirement Plans Cost and Contributions

401(k) 100% employer-paid administration. Company match is 100% on the fi rst 3% you defer and 50% on the next 2% you defer. Maximum match is 4% when you defer 5%.

Employee Stock Purchase Plan(ESPP)

100% employer-paid administration. Company match is 0.5% on your fi rst 1% deferral and 1% on your next 2% deferral. Maximum matchis 1% when you defer 2%.

Critical Illness

Employee and/or family Rates given during enrollment. See brochure for additional details.

Legal Assistance Plan Monthly Rate

Hyatt Legal Plan employee and family $16.50

Employer-Paid ProgramsPrograms Cost

Wellness Program

100% employer paid

Smoking and Tobacco Cessation Program

Employee Basic Life Insurance

Dependent Basic Life Insurance

Employee Basic Accidental Death & Dismemberment

Employee Short-Term Disability Plan

Employee Long-Term Disability Plan

Emergency Travel Assistance Plan

Employee and Family Assistance Program

Important note: Many premiums you pay to cover you and your dependents are deducted pretax. However, per Internal Revenue Service (IRS) guidelines, the fair market value of your nontax dependent’s coverage (e.g., domestic partner and nontax dependent children) is taxable, and taxes will be applied by payroll accordingly. If you have questions, please contact the HR Service Center; the center can provide you with more details, including your estimated tax liability.

Identity TheftProtection Plan

LifeLock ID Theft Protection

(monthly)LifeLock Ultimate

(monthly)


Employee and spouse or domestic partner

$12.00 $42.50



Auto, Homeowners, and Renters Monthly Rate

Liberty Mutual Rates given by carrier.

Employee-Paid ProgramsVision Plan Monthly Cost

Employee only $8.87

Employee and child(ren) $14.07

Employee and spouse or domestic partner $13.78

Employee and family $21.86

Voluntary Term Life – Employee, Spouse or Domestic Partner Monthly Rates per $1,000

Age Bracket Non-Smoker Rates Smoker Rates

< 25 $0.071 $0.098

25 to 29 $0.086 $0.113

30 to 34 $0.114 $0.150

35 to 39 $0.128 $0.169

40 to 44 $0.143 $0.188

45 to 49 $0.214 $0.293

50 to 54 $0.328 $0.449

55 to 59 $0.613 $0.871

60 to 64 $0.941 $1.386

65 to 69 $1.810 $2.762

70+ $2.936 $4.481

Voluntary Term Life – Child(ren) Monthly Rate per $1,000

Live birth to age 26 0.11 (covers all eligible children in a family)

Universal Life

Employee and/or family Rates given during enrollment

Employee-Paid Programs (continued)

Voluntary Accidental Death & Dismemberment

Monthly Rates per $1,000

Employee only $0.025

Employee and spouse or domestic partner $0.037

Employee and child(ren) $0.03

Employee and family $0.04


Annual Welfare Notices

Go to the HR Service Center and refer to the Important Notices Page in the Benefits Section for information on:• Special Enrollment Rights Notice under CHIP

• Women’s Health and Cancer Rights

• Newborn Act

• Michelle’s Law Notice

• HIPAA Privacy Practices Notice

Medicare Notice of Creditable CoverageMedicare is a health insurance program for

• People aged 65 and older

• Some people under 65 years of age with disabilities

• People with end stage renal disease (permanent kidney failure requiring dialysis or a kidney transplant)

Medicare Part AMedicare Part A (Hospital Insurance) helps you cover your inpatient care in hospitals, including critical access hospitals and skilled nursing facilities (not custodial or long-term care). It also helps cover hospice care and some home health care. You must meet certain conditions to receive these benefits. Most people do not pay for Part A because they or a spouse paid Medicare taxes while working.

Medicare Part BMedicare Part B (Medical Insurance) helps cover doctors’ services and outpatient care. It also covers some other medical services that Part A does not cover, such as some services of physical and occupational therapists, and some home health care. Part B helps pay for these covered services and supplies when they are medically necessary. You pay the cost of Part B.

Medicare Part DPrescription drug benefits are offered to eligible individuals under Medicare Part D. As a result, employers who provide prescription drug coverage must provide notice to their plan participants stating whether the employer-sponsored plan is “creditable coverage.” Creditable coverage is coverage that is deemed to pay at least as much as the standard prescription drug benefit under Medicare. This notice is applicable only to those who are Medicare-eligible and their dependents who are Medicare-eligible in the near future. Stantec has determined that the prescription drug coverage it offers, on average for all plan participants, is expected to pay out as much or more than the standard Medicare prescription drug coverage will pay; therefore, it is considered creditable coverage.

Because your existing coverage is on average at least as good as standard Medicare prescription drug coverage, you can keep this coverage and not pay extra if you later decide to enroll in Medicare prescription drug coverage.

Individuals can enroll in a Medicare prescription drug plan when they first become eligible for Medicare and each year from October 15 through December 7. Beneficiaries who leave employer or union coverage may be eligible for a special enrollment period to sign up for a Medicare prescription drug plan.

You should compare your current coverage, including which drugs are covered, to the coverage and cost of the plans that offer Medicare prescription drug coverage in your area.

If you decide to enroll in a Medicare prescription drug plan and drop your prescription drug coverage under our plan, be aware that you and your dependents may not be able to get this coverage back. Please contact the HR Service Center for more information about what happens to your coverage if you enroll in a Medicare prescription drug plan.

Please refer to your medical summary plan description for details regarding the prescription drug coverage plan provisions and options under our plan that Medicare-eligible individuals have available to them when they become eligible for Medicare Part D.


You should also know that if you drop or lose your coverage under our plan and don’t enroll in Medicare prescription drug coverage after your current coverage ends, you may pay more (a penalty) to enroll in Medicare prescription drug coverage later. If you go 63 days or longer without prescription drug coverage that is at least as good as Medicare’s prescription drug coverage, your monthly premium will go up at least 1% per month for every month that you did not have that coverage. For example, if you go 19 months without coverage, your premium will always be at least 19% higher than what many other people pay. You’ll have to pay this higher premium as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following November to enroll.

For more information about this notice or your current prescription drug coverage, contact the HR Service Center. You will receive this notice annually. More detailed information about Medicare plans that offer prescription drug coverage is included in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare, or you can access it online at www.medicare.gov/pubs/pdf/10050.pdf. You may also be contacted directly by Medicare prescription drug plans. For more information about Medicare prescription drug plans, visit www.medicare.gov.

Call your State Health Insurance Assistance Program (refer to the “Medicare & You” handbook for the telephone number) for personalized help.

For people with limited income and resources, extra help paying for Medicare prescription drug coverage is available. Information about this extra help is available from the Social Security Administration (SSA) online at www.socialsecurity.gov, or you can call (800) 772-1213. TTY users should call (800) 325-0778.

Remember:Keep this notice. If you enroll in one of the plans approved by Medicare that offers prescription drug coverage, you may be required to provide a copy of this notice when you join to show that you’re not required to pay a higher premium amount.


Annual Retirement Plan Notices

2016 401(k) Safe Harbor Basic Matching Contribution NoticeStantec has established a defined contribution plan for its employees, known as the Stantec Consulting Inc. 401(k) Profit Sharing Plan (the “Stantec Plan”). For the 2016 plan year, Stantec will provide you with a type of employer-matching contribution called a Safe Harbor Basic Matching Contribution. This Safe Harbor Basic Matching Contribution will equal 100% of your elective deferral contribution up to the first 3% of your compensation deferred, plus will equal 50% of your elective deferral contribution for the next 2% of your compensation deferred.

All Safe Harbor Basic Matching Contributions are 100% vested at all times. Withdrawal of these contributions may not be made earlier than your termination of employment, disability, death, or attainment of age 59 and a half, or an event of financial hardship due to the purchase of, an eviction from, a foreclosure on, or a casualty loss to your home; or for medical care, college tuition and fees, or burial expenses for certain family members. You may apply for a participant loan from these contributions if you are an employee at the time the loan is processed.

Elective deferrals for your pretax and Roth 401(k) elections. You may elect to defer at least 1% and up to 75% per payroll period of your compensation instead of receiving that amount in cash. Your total elective deferrals for 2016 may not exceed IRS-set limits. If you are aged 50 or older in 2016, you may elect to defer an additional amount called a catch-up contribution.

Stantec will use the elective deferral and catch-up contributions you make during 2016 to determine your Safe Harbor Basic Matching Contribution for 2016.

Compensation. For the purposes of the Stantec Plan, the compensation from which you can defer is defined as the total compensation paid to you, including some items that are not subject to income tax but excluding moving expenses and auto reimbursements (that is, all the compensation paid to you by Stantec during the plan year, including bonuses and any elective deferrals you make to the plan and to a Section 125 cafeteria plan but excluding moving expenses and auto reimbursements).

Eligibility. If you are hired on the last day of the month, you become eligible to participate on the last day of the next month. For example, if you are hired on January 30, you become eligible to participate on the last day of February. If you were under age 21 when you were hired and you’ve already been employed for a month, you will be eligible on your 21st birthday. The date you become eligible to participate is called your “entry date.”

Special eligibility rules apply for certain employees. If you were previously eligible to participate in the Stantec plan and were rehired by Stantec in the United States, if you were transferred from employment with Stantec in Canada to employment with Stantec in the United States, or if you became a US Stantec employee after providing services to Stantec through a contract between Stantec and a third-party employer, your plan entry date will be your rehire date, your transfer date, or the date you become a US Stantec employee respectively.

Eligibility for the Safe Harbor Basic Matching Contribution. You will be eligible to receive the Safe Harbor Basic Matching Contribution upon completion of the eligibility requirements listed in the Eligibility section above. You must make an elective deferral contribution to receive the Safe Harbor Basic Matching Contribution. You may make elective deferral contributions in amounts equal to 1% to 75% of compensation. Employees who are members of Operating Engineers Local Union #12 are not eligible to receive matching contributions.

Administrative procedures. The amount you elect to defer will be deducted from your pay. The steps and timing for making or modifying an elective deferral follow:

When can I enroll? If you are a new Stantec employee, you are eligible to enroll on your entry date as described under the eligibility rules above. If you are a rehire or transfer, or an employee who previously provided services to Stantec through an agreement with a third-party employer, you will be eligible to enroll beginning with the pay period after the pay period that includes your entry date. Pay periods for 2016 may be found on StanNet. To enroll, log on to the Merrill Lynch website at www.benefits.ml.com or call the Merrill Lynch Participant Service Center at (800) 228-4015.


When can I change my deferral elections? You may change elective deferral contributions by contacting Merrill Lynch either by telephone or online at any time. Changes will be processed with the next available pay cycle following your change in rate.

Stantec has the right to amend or terminate the Stantec Plan. The Stantec Plan permits the Company to amend or terminate it at any time. Such action could result in discontinuing or changing one or more of the types of contributions that may be made under the Stantec Plan. You will be notified if any changes are made.

Refer to the summary plan description for additional information about limitations on contributions, restrictions on withdrawal, and other Stantec Plan features. You can also contact a member of the Stantec US Benefits team at (855) 874-6790.

2016 Qualified Default Investment Alternative NoticeRight to direct investments. As a participant in the Stantec Consulting Inc. 401(k) Profit Sharing Plan, you have the right to direct your contributions and account balance into any of the available plan investment options.

If you do not exercise your right to direct investments. If you do not affirmatively direct the investment of your contributions and account balance in the plan, the Stantec 401(k) Administrative Plan Committee (the “Committee”) has a policy that directs that your contributions and account balance be invested in what is commonly called a Qualified Default Investment Alternative (QDIA). The Committee has designated the JPMorgan SmartRetirement Funds as the plan’s QDIA for participants who entered the plan on or after January 1, 2012.

A fund will be selected for you based on your birth date in the following chart. Each fund is designed to provide different degrees of long-term appreciation and income through a mix of stock, bond, and capital preservation investments based on the target retirement date. The investments and associated risk level change over time with the objective of becoming more conservative as the target retirement date gets closer. The funds range from more aggressive for a participant with a longer investment horizon, to more conservative for those near and in retirement. The more aggressive funds will likely have a greater chance of having a short-term loss than the more conservative funds.

Description of the Qualified Default Investment Alternative (QDIA)

Date of Birth Default Fund Name Ticker Net Expense Ratio

1983 and aft er JPMorgan SmartRetirement 2050 Institutional JTSIX 0.91%

1978 to 1982 JPMorgan SmartRetirement 2045 Institutional JSAIX 0.91%

1973 to 1977 JPMorgan SmartRetirement 2040 Institutional SMTIX 0.92%

1968 to 1972 JPMorgan SmartRetirement 2035 Institutional SRJIX 0.91%

1963 to 1967 JPMorgan SmartRetirement 2030 Institutional JSMiX 0.89%

1958 to 1962 JPMorgan SmartRetirement 2025 Institutional JNSIX 0.85%

1953 to 1957 JPMorgan SmartRetirement 2020 Institutional JTTIX 0.81%

1948 to 1952 JPMorgan SmartRetirement 2015 Institutional JSFIX 0.76%

As of January 1, 1948 JPMorgan SmartRetirement Income Institutional JSIIX 0.65%

Unknown JPMorgan SmartRetirement Income Institutional JSIIX 0.65%

Before January 1, 2012, the BlackRock Global Allocation Fund (Class I) was designated by the Committee as the plan’s QDIA. If you became a participant before January 1, 2012, and have not affirmatively directed the investment of your contributions and account balance in the plan, your account balance will be invested in the BlackRock Global Allocation Fund (Class I). This fund is described in the next chart.


Right to alternative investment. If your account balance has been defaulted into either the JPMorgan SmartRetirement Funds or the BlackRock Global Allocation Fund (Class I), you have the right at all times to transfer your account balance into one or more of the other plan investment options without incurring a fee or expense for the transfer.

You can make an investment change at any time by accessing Merrill Lynch’s secure Benefits OnLine website at www.benefits.ml.com or by calling Merrill Lynch at (800) 228-4015. The cutoff time for submitting an investment change is 4:00 PM (ET). Investment changes submitted after 4:00 PM (ET) will be executed on the next business day. Some plan investment options other than the Qualified Default Investment Alternative (QDIA) may be subject to restrictions designed to prevent short-term trading, also known as market timing. You can find information about these restrictions, if any, on the Benefits OnLine website under “Investments”, “Investment Choices”, by scrolling over the description of the “Investment Options”.

Please remember that you’re responsible for investing your plan accounts and reviewing the plan investment options. You should periodically review the investment performance of your plan accounts to ensure that you’re comfortable with their performance and that you can meet your financial objectives.

Where to go for further investment information. You can obtain further investment information about the other investment options available under the plan on Merrill Lynch’s secure Benefits OnLine website at www.benefits.ml.com or by calling Merrill Lynch at (800) 228-4015. If you have questions about accessing your account, you can also contact a member of the Stantec US Benefits team at (855) 874-6790 or send an email to [email protected].

Description of the Qualified Default Investment Alternative

Name of Fund BlackRock Global Allocation Fund (Class I)

Description The Fund invests in domestic and foreign equities, debt securities, and money market instruments. The combination can vary based on market and economic conditions. It invests primarily in the securities of corporate and government issuers located in North and South America, Europe, Australia, and the Far East.

Investment objective The Fund seeks to provide high total investment return.

Risk and return characteristics

Stock and bond values fl uctuate in price, so the value of your investment can go up or down depending on market conditions. Asset allocation strategies do not assure profi t and do not protect against loss. The two main risks related to fi xed income investing are interest rate risk and credit risk. Typically, when interest rates rise, there is a corresponding decline in the market value of bonds. Credit risk refers to the possibility that the issuer of the bond will not be able to make principal and interest payments. International investing involves risks, including risks related to foreign currency, limited liquidity, less government regulation, and the possibility of substantial volatility due to adverse political, economic, or other developments. Investments in noninvestment-grade debt securities (called high-yield bonds or junk bonds) may be subject to greater market fl uctuations and risk of default or loss of income and principal than securities in higher rating categories may be.

Fees and expenses The current gross expense ratio for the Fund is 0.81%.

Name of Fund BlackRock Global Allocation Fund (Class I)

Description The Trust invests primarily in a broadly diversifi ed portfolio of guaranteed investment contracts and in obligations of US government and US government agency securities. The Trust also invests in high-quality money market securities. Participants purchase units that the Trust seeks to maintain at $1 per unit, although this cannot be assured. Income is declared and reinvested each day (although the Trust purchases guaranteed investment contracts, neither the Trust nor its units are guaranteed).

Investment objective The Trust seeks to provide preservation of participants’ investments, liquidity, and current income that is typically higher than money market funds.

Risk and return characteristics

Due to its objective to preserve capital, the risk associated with the Trust will be less than funds that invest in equity or longer term fi xed income securities. However, the opportunity to earn a greater return will also be less.

Fees and expenses The current gross expense ratio for the Trust is 0.20%.

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