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2013 Programs and Benefits for New Staff Members

The Scott & White culture is built on a foundation of mutual trust and respect that offers high-performing Staff Members the opportunity to achieve professional success and personal balance.

Each day, Staff Members have system-wide support to achieve their goals through exciting learning opportunities; life-enhancing benefits and programs; community service projects; and collegial relationships that result in history-making healthcare advances.

We have an Employment Value Proposition that is intended to help you understand your total compensation and other key elements of working at Scott & White. This Guide features icons for the four areas within the Employment Value Proposition: Your Life, Your Health, Your Money, and Your Future, to make it easier for you to navigate through the sometimes-complex array of benefit offerings.

The talent and commitment of our Staff Members enables us to provide comprehensive, personalized and high-quality healthcare to our patients. You matter to patients, and you matter to us. We’re committed to providing compensation, benefits and development programs that fulfill you and help us create an environment where high-performing Staff thrive and grow.

3Table of Contents

Your Life................................................... 4

Your Health............................................... 8

Your Future: Security.............................. 16

Your Future: Development....................... 20

Your Money............................................. 21

Whenever you see this “30-Day Alert!” icon, please note that if you intend to enroll for these benefits, you must do so within 30 days of your hire date. If you do not, you are required to wait until the fall enrollment period or a qualifying life event to do so.

Table of Contents

4 Your Life

Your LifeAt Scott & White, the benefits that fall within “Your Life,” focus on time away from work and family care options to help you balance your personal and professional life.

Scott & White offers leave programs and programs that provide for pay replacement while Staff Members are out. It is important to understand both when considering time away from work.

Family Medical Leave Act (FMLA)• FMLA is a law that entitles eligible Staff Members to take unpaid, job-protected leave for instances relating

to a serious health condition or for qualifying military reasons, with continuation of group health insurance coverage under the same terms and conditions as if the Staff Member had not taken leave.

• Leave duration may be up to 12 continuous weeks, or up to 480 hours intermittently, depending on the Staff Member’s standard hours.

• In general, to be eligible, a Staff Member must have worked for Scott & White at least 12 months, and have worked at least 1,250 hours in the 12 months preceding the leave.

General Medical Leave• Staff Members who have exhausted or are not eligible for FMLA leave, but are unable to work due to an

illness or injury, may be granted leave at the discretion of Scott & White.

• General Medical Leave does not guarantee job reinstatement.

• This benefit is for full-time Staff Members who have at least 90 days of continuous service. Pregnancy-related leave does not require 90 days of service.

Short-Term Disability (STD) Plan• The Scott & White-paid Short-Term Disability Plan replaces 60 percent of salary with no weekly salary

maximum.

• STD benefits begin on the eighth calendar day of disability and can continue through the 180th day. Staff Members must access available PTO until benefits begin.

• STD coverage begins on the first day of the month following hire date.

• Full-time and part-time Staff Members are eligible for this benefit.

5Your Life

Long-Term Disability (LTD) Plan• Scott & White-paid coverage is for salaries of up to $250,000 per year for full-time and

part-time Staff Members. Benefits will replace 60 percent of salary. LTD benefits begin on the 181st day of disability and can continue until Normal Social Security Retirement Age in certain circumstances.

• LTD coverage begins on the first day of the month following hire date.

Parental (Maternity and Paternity) Leave and Pay• After one week of PTO, new mothers will be entitled to salary continuation of

100 percent for five weeks, following the birth of a child.

• After one week of PTO, new fathers will be entitled to salary continuation of 100 percent for one week, following the birth of a child.

• After one week of PTO, new adoptive parents will be entitled to salary continuation of 100 percent for three weeks.

• Parental Leave coverage begins on the first day of the month following hire date.

• Full-time and part-time Staff Members are eligible for this benefit.

Personal Leave• At its discretion, Scott & White may grant a Personal Leave for full-time and part-time

Staff Members who have at least one year of service.

• If granted, Personal Leave may not exceed three months of continuous absence.

• Staff Members must use all available PTO during the leave before being placed on unpaid status.

• Personal Leave does not guarantee job reinstatement.

Educational Leave• Educational Leave may be granted if the course of study is related to the full-time or

part-time Staff Member’s current position or a position for which Scott & White has a critical need.

• Any full-time or part-time Staff Member who seeks to enroll as a full-time student in a course of study that would otherwise conflict with their normal work schedule must have at least one year of continuous service to be eligible.

• The leave cannot extend beyond one year.

• Staff Members must use all available PTO during the leave before being placed on unpaid status.

• Educational Leave does not guarantee job reinstatement.

Military Leave• Military Leave will be granted to full-time and part-time Staff Members who are

absent due to service in the U.S. uniformed services, in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).

• Leave will be granted for the period of the military duty.

Senior leaders and benefits experts continuously review and adjust benefits and programs to ensure they are relevant, user-friendly, competitive, and cost-effective.

Scott & White’s Mother-Friendly Worksite Policy supports new moms and makes it easier to return to work. Our policy ensures that new mothers have a sanitary and private space to express milk and reasonable breaks to do so. For more information, visit InSite and choose the link to Policies.

6 Your Life

Jury Duty Leave and Pay• Full-time and part-time Staff Members receive time off with pay in response to an

official Jury Duty Summons or work-related court appearance.

• Non-exempt (hourly) Staff Members receive their base hourly rate during the leave. Exempt Staff Members will continue to receive their regular salary.

Back-up Child and Adult Care• Licensed, bonded and insured caregivers will provide care in a home for well and

mildly ill children or adults, or at an approved facility for well children, whether the child or adult lives in- or out-of-state. Staff Members may also use this back-up care for themselves.

• This benefit is available to full-time and part-time Staff Members on the first day of the month following date of hire though Bright Horizons Family Solutions, which offers the Back-Up Care Advantage Program.® Staff Members may use the service when they need to be at work and their regular child or elder/adult care is unavailable.

• Scott & White subsidizes a maximum of 10 back-up days per calendar year. Center-based care is $15 per child, per day, or $25 per family, per day. In-home care is $6 per hour, with a four-hour minimum. Additional charges apply for medical care.

• Dependents must be registered before care is provided. To begin the registration process, request reservations, or learn more, visit backup.brighthorizons.com (Username: S&Wbackup; Password: Scott&White); or call 1-877-BH-CARES (1-877-242-2737).

Paid Time Off (PTO)• Paid Time Off (PTO), available to full-time and part-time Staff Members, is for personal

time away from work for vacation, holidays and illness.

• Each year, Staff Members accrue days as follows (please note that this is in addition to balances carried over from the previous year):

Years of Service Maximum Days Each Year Accrual Rate Per Hour 0–4 21 0.0807 5–14 26 0.1000 15+ 31 0.1192

• The maximum number of hours that may be carried over from year to year is 240. Unused balances that exceed the cap on August 31, 2012, and each fiscal year-end thereafter, will be forfeited.

• Scott & White observes the following holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day.

• To encourage life-saving blood donation, Scott & White Staff Members who donate whole blood four times or recruit eight whole blood donors are entitled to an additional PTO day each year. For more information, go to http://www.sw.org/blood-center/donor-day-off.

• For more information, visit InSite and choose the links to Policies.

Bereavement Leave and Pay• In the event of the death of a close loved one, full-time and part-time Staff Members

receive bereavement leave with pay for up to three days, up to twice per year. Each three-day leave will be paid to a maximum of 24 hours, regardless of whether a Staff Member works, for example, three 12-hour shifts per week.

• For more information, visit InSite and choose the link to Policies.

Staff Members must be either full time or part time to be eligible for most benefits.

Some Staff Members are considered “PRN.” This is an abbreviation for the Latin term, “pro re nata,” which loosely translates to “as needed.” PRN Staff Members are not eligible for most benefits.

7Your Life

Community Programs• In addition to treating and serving patients, community involvement is an important

focus at Scott & White. Initiatives center around increasing healthcare access, providing health and wellness education for citizens and healthcare professionals, and developing and contributing to community-building activities. The majority of our programs assist the under-served and vulnerable.

• Scott & White contributes nearly $240 million annually in combined community benefits including charity care, education and research.

• Scott & White supports the United Way, because it allows every Staff Member to play a vital role in improving the overall health of our communities. Over the years, we have raised hundreds of thousands of dollars for local community service organizations. Staff Members may pledge funds and direct their donations to organizations that are personally relevant.

• For those who prefer hands-on giving, Scott & White sponsors an annual “Day of Caring.” Staff Members who choose to volunteer in the community on this day receive regular pay.

• The Scott & White Marrow Donor Program encourages Staff Members to become part of an international registry. Go to http://marrow.sw.org, or call 254-724-2811 for more information.

Pastoral Care• Chaplains are available for the spiritual and emotional needs of Staff Members

(regardless of status), their families, and patients.

Moving Allowance• For many positions, Scott & White provides a moving allowance and temporary housing

to assist with the transition to Scott & White.

• Terms of this assistance vary.

Staff Perks• A number of businesses offer discounts to Scott & White Staff Members, including

Microsoft, AT&T, amusement parks, and local restaurants and retail stores.

• Scott & White Employees Credit Union is available for Staff Members and other members of the Bell County community.

• “Rolls on Payroll” allows Staff Members to have cafeteria meal payments conveniently deducted from each paycheck.

• Scott & White Staff Members may be eligible to receive discounts on certain elective medical procedures (e.g., Lasik, cosmetic procedures).

• Scott & White coordinates employee appreciation events throughout the year at each of its campuses.

Family Programs: Employee Assistance Plan (EAP)The EAP is provided to every Staff Member (regardless of status) and their immediate family members at no cost. Our EAP partner, Alliance Work Partners, provides confidential counseling sessions with licensed therapists for marriage and family issues, grief, depression, job pressures, and substance abuse.

• For assistance, call 1-800-343-3822, anytime, day or night. The service is strictly confidential between you and Alliance WorkPartners, in accordance with state and federal laws.

• For more information, visit http://wellness.sw.org.

Did You Know? Scott & White’s fiscal year runs from September 1 through August 31 of each year.

8 Your Health

Voluntary Medical Benefits Scott & White offers a single Preferred Provider Organization (PPO) Plan with three coverage tiers based on the type of provider you choose each time you receive care. When you enroll, simply choose whether you want medical coverage, and whether to cover your family. The plan design is tiered to encourage the use of Scott & White facilities and providers, yet gives you the freedom to choose where to obtain care. Full time and part time staff members are eligible for this benefit on the first of the month following date of hire.

Here is a summary of how the tiers work:

• Tier One: Scott & White Healthcare-employed providers and owned facilities*

• Tier Two: Scott & White Health Plan contracted providers and facilities (other than Tier One) or Private Healthcare Systems (PHCS) contracted providers and facilities

• Tier Three: All other providers and facilities

You do not need to choose a tier when you enroll. You only need to choose whether you want medical coverage and whether to cover your family. You may select providers or facilities from any tier throughout the year.

College Station Medical Center is considered a Tier One provider for Staff Members until the Scott & White Hospital in College Station opens. Scott & White Health Plan contracted providers and facilities will be considered Tier One for Staff Members who work in Brenham. If you are not sure if you are eligible for either of these exceptions, contact the Scott & White Health Plan at 1-800-321-7947.

Your Health

Did You Know? • Scott & White pays two-thirds of the cost of the Staff Member Medical Plan.

• Staff Members who complete the Succeed® Health Assessment questionnaire and enroll in the 2013 Medical Plan will receive a $60 premium credit per month. See page 10 for more information.

Please note that you may elect the plans independent of one another. For example, you can choose medical plan coverage for yourself only, but family coverage within the vision or dental plans. The same is true for life insurance.

At Scott & White, the benefits that fall within “Your Health,” address your Medical, Dental, Wellness, and Vision needs.

9Your Health

Glossary of TermsThis brief Glossary of Terms is meant to help you become better informed and confident as you make benefit decisions.

Balance Billing: The practice of charging full fees and billing the patient for the portion of the bill that the insurance company does not pay.

Co-payment: The amount you must pay to a doctor or healthcare facility at the time you receive care.

Co-insurance: The percent you must pay after you have met your deductible (e.g., you pay 10%; the plan pays 90%).

Deductible: The amount you must pay before your insurance begins to pay (e.g., $350 for individual coverage; $1,050 for family coverage).

Out-of-Pocket Expense: The total amount you must pay to cover healthcare expenses.

Plan Design: The combination of co-payments, cost-sharing, deductibles, and premiums that define coverage parameters.

Premium: The amount deducted from each paycheck for the medical benefits selected.

Voluntary Benefit: An optional benefit program that requires a special election during Open Enrollment and carries an additional premium.

Scott & White Staff Medical Plan Premiums

Full-Time Total Premium Monthly Contribution

S&W Paid Staff Paid

Staff Member Only $361.38 $208.38 $153.00

Staff Member & Spouse $903.41 $526.41 $377.00

Staff Member & Child(ren) $622.39 $344.39 $278.00

Family $1,074.49 $638.49 $436.00

Part-Time Total Premium Monthly Contribution

S&W Paid Staff Paid




Family $1,074.49 $423.49 $651.00

Please note: Any covered dependent who uses tobacco products will cost an extra $50 per month for medical premiums. Those who are tobacco-free for 90 days will have this surcharge removed.

The Medical Plan offers access to local and national healthcare providers. It is important to understand, however, that out-of-pocket costs increase when Tier Two or Tier Three providers and facilities are selected. Remember that Tier Three, or non-Scott & White Health Plan or non-Private Healthcare Systems (PHCS) providers and facilities, can cost significantly more than Tiers One or Two, especially since there is no maximum to the costs you must pay out of your own pocket. In Tiers One and Two, you are protected by an annual out-of-pocket maximum (Tier One: $2,500 for individual coverage and $7,500 for family coverage; Tier Two: $5,000 for individual coverage and $15,000 for family coverage).

Encourage Your Dependents to Quit Tobacco! Any covered dependent who uses tobacco products will cost you an extra $50 per month for medical premiums. Once they are tobacco-free for 90 days, you will have this surcharge removed.

10 Your Health

Medical Benefit GrantFull-time Staff Members who have a limited family income may be eligible for a 25 percent discount on monthly medical plan premiums.

If you believe you are eligible, complete a Medical Benefit Grant Application prior to the fall Open Enrollment period. If your application is approved, the discount will be applied to your premiums for the next plan year. You will need to re-apply each year in advance of Open Enrollment. Deadlines are announced annually.

Succeed®Health AssessmentThis optional online questionnaire takes about 20–30 minutes to complete. You will receive a wellness score and a personalized plan for improving your health. Scott & White offers a $60 monthly premium credit for those who complete the Health Assessment and enroll in the Medical Plan.

To have the premium credit apply to all of your payments in the medical plan, take the Health Assessment within the first 30 days of your hire date. You can take it after that time, but it will only offset premiums going forward. Anyone can take the assessment, but they must be enrolled in the medical plan to receive the credit.

To assure your confidentiality, Scott & White has selected HealthMedia, Inc. to administer the Health Assessment. Once you complete it, you will be able to participate in online lifestyle management programs, available through HealthMedia.

For more information on taking the Health Assessment, go to http://hr.sw.org.

Did You Know? You can receive both the Medical Benefit Grant discount and the premium credit for taking the Succeed Health Assessment, if you are eligible for both.

Scott & White Staff Medical Plan Premiums

Example of 25% grant calculation discount with Health Assessment premium credit

Full-Time and Grant-Eligible Total Premium Monthly Contribution

S&W Paid Staff Paid




Family $1,074.49 $732.49 $342.00Please note: Any covered dependent who uses tobacco products will cost an extra $50 per month for medical premiums. Those who are tobacco-free for 90 days will have this surcharge removed.

Full-Time Staff Member Only Monthly Contribution $153.00

Health Assessment Premium Credit - $60.00

$93.00

Less 25% - $23.00

$70.00

Full-Time and Grant Eligible Staff Member Only Monthly Contribution $130.00

Health Assessment Premium Credit - $60.00

$70.00

Half of this amount, or

$65.00, will show up as

your bi-weekly medical

deduction.

Half of this, or $30.00, will

show up in earnings as HA

Subsidy.

11Your Health

Scott & White Staff Medical Plan

Deductibles/Co-Pays/ Cost-Share Percentages and

Plan Maximums

TIER 1 S&W Employed Physicians

or Owned Facilities

TIER 2 SWHP & PHCS Network

TIER 3 All Other Providers

Deductible

• Individual $350 $750 $3,000

• Individual Plus One $700 $1,500 $6,000• Individual Plus Two or More $1,050 $2,250 $9,000

Co-Payments

• Office/Primary $30 $40 50% after Deductible

• Office/Specialist $40 $50 50% after Deductible

• Mental Health/Substance Abuse Individual/Group Therapy

$30 $40 50% after Deductible

• Urgent Care $50 $75 50% after Deductible

• ER $200 $200 $200

• Inpatient Admission $100 per day ($500 max.) $150 + 20% after Deductible 50% after Deductible

Co-Insurance

• Plan pays 90% after Deductible 80% after Deductible 50% after Deductible

• You pay 10% after Deductible except for DME/P&O 20% after Deductible 50% after Deductible

Plan Lifetime Maximum None None None

Annual Out-Of-Pocket Maximum

• Individual $2,500 $5,000 No Limit

• Individual Plus One $5,000 $10,000 No Limit

• Individual Plus Two or More $7,500 $15,000 No Limit

Note: (1) Any claim incurred through a Non-Network provider could result in Balance Billing and/or additional charges to the member. (2) Prior Authorization required. Failure to secure “Prior Authorization” for services noted in the Plan Document will result in no coverage/benefit paid under the Plan. (3) Co-Payments and Balance Billing do not accrue toward the Annual Out-Of-Pocket Maximum. (4) Deductibles accumulated on Tiers 2 and 3 will apply to Tier 1. Deductibles accumulated on Tier 1 will not apply to Tiers 2 and 3.

Schedule Your Preventive Care Visits! There is no co-payment required for preventive care services obtained by Tier One or Tier Two providers.

12 Your Health

Prescription ServicesTIER 1

S&W PharmaciesTIER 2

Retail PharmaciesTIER 3

Out-of-Network

• Generic** $3/$6* $6**** Not Covered

• Brand $35/$70* $50**** Not Covered

• Non Preferred Lesser of $50/$100* or 50% Lesser of $75 or 50% Not Covered

• Specialty 10% (Max $150)*** 15% (Max $300) Not Covered

• Non Formulary 50% 50% Not Covered

Note: (1) Any claim incurred through a Non-Network provider could result in Balance Billing and/or additional charges to the member. (2) Prior Authorization required. Failure to secure Prior Authorization for services noted in the Plan Document will result in no coverage/benefit paid under the Plan. (3) Co-Payments and Balance Billing do not accrue toward the Annual Out-Of-Pocket Maximum. (4) Generic oral contraceptives will be covered with no co-payment. Brand name contraceptives may also be covered if the member is already on a brand name or if the member goes through step therapy and there is not a suitable generic.

*30-day/90-day maintenance co-payments (maximum 90-day supply).

* * Mandatory Generic Provision – If you choose to receive a brand-name drug when a generic drug is available, your costs will be equal to the brand co-payment (or Coinsurance) plus the difference in cost between the generic and brand-name drug.

***Specialty drugs are not eligible for greater than a 34-day supply.

****34-day co-payment.

Scott & White Mail-Order PharmacyMail-order prescription drug service is available through S&W Mail-Order Pharmacy to any Staff Member with a credit card on file. Mail-order services can process 30-day or 90-day prescriptions and Staff Members will pay Tier One co-payments. Visit http://www.swhp.org for information.

Scott & White Staff Members may receive a discount on retail items purchased at a Scott & White pharmacy.

Prescription Drug BenefitThe prescription drug benefit helps Staff Members better manage costs. For example, the co-payment for generic drugs when using Scott & White pharmacies is $3, and there is no deductible or annual maximum benefit.

13Your Health

At Scott & White, we are continuously looking for opportunities to inspire Staff Members of all ages and fitness abilities to participate in health improvement activities. These may change from year to year and location to location, but are always an integral part of our six core values. When we are healthy and taking care of our personal needs, we are better able to fulfill our commitment to teamwork and excellence.

WellnessThe key to successful, lasting lifestyle improvements starts with a commitment to making incremental and achievable changes that include a healthy nutrition plan, regular exercise, and no tobacco. Scott & White provides many programs to help motivate you to move toward becoming your personal best. By participating in our programs, you will reap many rewards, including a healthier, happier life. At times, we even offer incentives to improve your chances of success even further.

Weight Management• Biggest Loser Challenge: Free for Staff Members, their spouses,

and adult dependent children, this program begins in January each year. Teams of four compete by adopting a healthy diet and active lifestyle to lose weight. Weekly weigh-ins help keep you on track; regular prizes keep you motivated.

• Executive MBA: Mind, Body, Activity: This intense 12- to 16-week program with a limited number of participants requires a commitment to attend weekly workout sessions; complete a food and exercise journal; and train for a walk/run or cycling event. A participation fee helps cover costs.

Fitness• On-Point-to-Fitness: This fitness challenge is free for Staff

Members, their spouses, and their children. Individuals log their daily exercise and receive points. Prizes are awarded for point levels achieved (starting at 15,000 points).

• On-campus fitness classes: Many classes, including mini fitness camps, kickboxing, yoga, and Zumba,® are offered free to Staff at certain locations.

• Walk/run/cycling training groups: Whether for fun, to meet new people, or for competition purposes, there are many options available.

• Discount Programs: As a Staff Member, you have access to numerous community fitness, training, and club memberships.

Nutrition• Healthy dining at home: Whether you are preparing a meal or

dining out, you have access to many resources and programs to help you navigate choices to arrive at sound food and drink decisions, such as healthy recipes, shopping lists, “Dine Right” healthy menu items at restaurants, and cooking demonstrations.

• Healthy dining at work: Each Scott & White campus is increasing healthy dining options in cafeterias and vending machines.

• Farmers’ Markets: Because fresh natural foods are key to healthier eating, many Scott & White campuses offer on-site farmers’ markets.

Tobacco Free Life• Consistent with its commitment to Healthy Communities and

Workplace, Scott and White is no longer hiring tobacco users in 2013. New hires must sign an affidavit stating that they do not use tobacco products and will be subject to random testing. Individuals who fail the testing will be terminated. New hires may have dependents that use tobacco and may cover those dependents in the Scott & White Medical Plan, but they will be charged an extra $50 per month for medical premiums. Once the dependent is tobacco-free for 90 days, the surcharge will be removed.

• Staff members who are hired before 2013 may continue to use tobacco products but are encouraged to quit.

• Scott & White’s Enuff of the Puff program provides comprehensive tobacco cessation classes and resources to give you the confidence to attain a tobacco-free life.

º Free classes for Scott & White Staff and their family members (community members pay $30).

º Medicines that can help you quit for good.

º Stress and weight management techniques.

º Personalized incremental and achievable goals.

º Visualization assistance as you adopt your new image as a non-tobacco user.

Visit http://enuffofthepuff.sw.org, or call 254-724-7878, or email [email protected] for more information or to enroll.

Scott & White continues to be a tobacco free campus for all Staff Members, regardless of hire date. For more information, visit lnSite and choose the link to policies.

Scott & White offers programs and activities to help you control your weight with a healthy diet and exercise. Programs vary by location.

Healthy Options

14 Your Health

Voluntary Vision Benefits

In addition to offering a vision exam through its Medical Plan, Scott & White has a voluntary vision insurance program that provides Staff Members with an annual eye exam and eyewear

with low out-of-pocket co-payments. With the vision benefits, you may go to any provider, but will get the most value when you visit providers in the Superior Vision network. For more information, visit www.superiorvision.com/sw/. Vision plan coverage begins on the first day of the month following your hire date. You must work full time or part time to be eligible.

Annual vision exams are considered a preventive service, so Staff Members and their families with coverage through the Medical Plan receive this service at no cost.

Scott & White Vision Plan

Benefit Frequency Co-Payments In-Network* Out-of-Network*

Exam 1 per calendar year $10 co-pay Covered in Full M.D. up to $42 retailO.D. up to $37 retail

Frames 1 per 2 calendar years $25 co-pay3 $130 retail allowance Up to $68 retail

Contact Lens Fitting (standard1) 1 per calendar year $25 co-pay Covered in Full Not Covered

Contact Lens Fitting (specialty1) 1 per calendar year $25 co-pay $50 retail allowance Not Covered

Single Vision Lenses (standard) 1 per calendar year $25 co-pay3 Covered in Full Up to $32 retail

Bifocal Lenses (standard lined) 1 per calendar year $25 co-pay3 Covered in Full Up to $46 retail

Trifocal Lenses (standard lined) 1 per calendar year $25 co-pay3 Covered in Full Up to $61 retail

Contact Lenses2 1 allowance per calendar year None3 $120 retail allowance Up to $100 retail

Benefit Frequency Member In-Network Expense Out-of-Network*

Progressive Lenses (upgrade to standard lined lens) 1 per calendar year

• $25 co-pay3

• Difference between a provider’s in-office retail price for a standard lined trifocal lens and the retail price of the member’s selected progressive lens, less applicable discount

Up to $61 retail

*Co-pays apply to in-network benefits; co-pays for out-of-network visits are deducted from reimbursements.1 Standard contact lens fitting applies to an existing contact lens user who wears disposable, daily wear, or extended wear lenses only. The specialty contact lens fitting applies to new contact lens wearers and/or a member who wears toric, gas permeable, or multi-focal lenses.2 Contact lenses are in lieu of eyeglass lenses and frames benefit.3 Materials co-pay applies to lenses and/or frames, not both. There is no materials co-pay for contact lenses.

Scott & White Vision Plan Premiums

Total Premium Monthly Contribution

S&W Paid Staff Paid

Staff Member Only $6.22 $0 $6.22

Staff Member & Spouse $12.32 $0 $12.32

Staff Member & Child(ren) $12.06 $0 $12.06

Family $18.36 $0 $18.36

15Your Health

Voluntary Dental BenefitsThe Dental Plan benefits include a Select and Enhanced Plan, offered to full-time and part-time Staff Members through Dearborn National. You may go to any provider, but will get the most value when you visit providers in the Dearborn National network.

To locate a Dearborn National network provider, visit http://swfindadentist.com. Dental plan coverage begins on the first day of the month following your hire date.

Scott & White Dental Plans

Select Enhanced

Deductible (individual/family) $50/$150 $50/$150

Annual Maximum $1,000 $1,500

Ortho Lifetime Maximum $1,000 $1,500

Preventive Services 100% 100%

Basic Services 50% 80%

Major Services 30% 50%

Ortho Services 30% 50%

Dependent Coverage Covered Covered

Adult Coverage Not Covered Covered

Scott & White Dental Plan Premiums

Select Enhanced

Monthly Contribution

Staff Member Only $20.61 $35.06

Staff Member & Spouse $41.20 $70.11

Staff Member & Child(ren) $39.17 $66.60

Family $65.94 $112.19

Note: Any claim incurred through a Non-Network provider could result in Balance Billing and/or additional charges to the member.

16 Your Future: Security

Basic Life and Accidental Death & Dismemberment (AD&D) • The Scott & White-paid Basic Life and AD&D

benefit, available to full-time and part-time Staff Members, is one times base salary.

• There is a minimum benefit of $20,000, and a maximum of one times base salary to $1 million. No medical underwriting is required.

• Coverage begins the first day of the month following hire date.

• Your salary, for purposes of life insurance premiums, is frozen as of your start date or whenever you move to full-time or part-time status from PRN. It will not be updated until the fall Open Enrollment period. Your salary, for purposes of your life insurance benefit, is your salary as of the day prior to your date of death.

Voluntary Supplemental Life Insurance for Staff Members• In addition to Basic coverage provided by

Scott & White, full-time and part-time Staff Members can elect coverage based upon a multiple of base salary, from one to seven times of base salary up to a maximum of $5 million.

• The lesser of three times base salary or $1 million will be guaranteed without medical underwriting for new Staff Members if elected within 30 days of initial eligibility.


• Rates for this coverage are calculated as follows:

Voluntary Staff Member Supplemental Life

Age Rate / $1,000 / Month

Under 25 $0.04

25 – 29 $0.05

30 – 34 $0.07

35 – 39 $0.08

40 – 44 $0.09

45 – 49 $0.13

50 – 54 $0.21

55 – 59 $0.39

60 – 64 $0.59

65 – 69 $1.14

70 and Over $1.85

Your Future: Security

At Scott & White, the benefits that fall within “Your Future” help you plan for foreseeable — and unforeseeable — circumstances, so you and your family are well-protected.

17Your Future: Security

Voluntary Supplemental AD&D Insurance for Staff Members

• Full-time and part-time Staff Members can elect coverage based upon a multiple of base salary, from one to seven times base salary, to a maximum of $1.5 million. Coverage does not require medical underwriting.

• Rates for this coverage are calculated at $.016 per $1,000 of coverage, per month.


Voluntary Spouse Life Insurance Benefit• Full-time and part-time Staff Members can elect

coverage on their spouse in $25,000 increments to a maximum of $250,000.

• With this benefit, there is an additional option of electing a flat $10,000 of coverage for a spouse.


• Rates for this coverage are calculated as follows:

Voluntary Spouse Life

Age Rate / $1,000 / Month

Under 25 $0.086

25 – 29 $0.097

30 – 34 $0.129

35 – 39 $0.151

40 –44 $0.161

45 – 49 $0.247

50 – 54 $0.376

55 – 59 $0.710

60 – 64 $1.086

65 – 69 $2.086

70 and Over $3.386

Voluntary Spouse AD&D Insurance• Full-time and part-time Staff Members may elect spouse

AD&D coverage of either a flat amount of $10,000, or $25,000 increments up to $250,000. Coverage does not require medical underwriting.

• Rates for this coverage are calculated at $.018 per $1,000 of coverage, per month.


Voluntary Child Life Insurance and AD&D Benefit• Full-time and part-time Staff Members can elect to insure

their child(ren) for $5,000 or $10,000 of life insurance coverage. This coverage includes a matching AD&D benefit. Coverage does not require medical underwriting.

• Children are eligible from live birth to age 26, and may only be covered by one parent if both parents are employed by Scott & White.

• Rates for this coverage are calculated at $0.64 for $5,000 of coverage, per month, and $1.27 for $10,000 of coverage, per month. One premium covers all children in a family.


Voluntary Legal Services Plan• Staff Members who elect this benefit receive coverage for

a number of legal matters. Examples include buying or selling a primary home; document review; and civil litigation defense and telephone and office consultations for numerous matters, except those that are employment- or business-related, or are pre-existing matters.

• The cost of coverage for this plan is $9.15 per month for single coverage; $12 for family coverage, which includes spouses and dependents.

• This benefit is available through Hyatt Legal Plans. For information, visit www.legalplans.com.


For Staff Members (for both Basic and Supplemental Insurance) and their eligible spouses, the amount of insurance for those who are age 65 or older is reduced as follows:

Age 65 – 69: reduced by 35% of amount otherwise applicable. Age 70 and over: 50% of amount otherwise applicable.

Staff Members who leave Scott & White may elect to continue all or a portion of their in force insurance as well as insurance for dependents. Life insurance coverage not eligible for portability may be converted to an individual policy without providing evidence of insurability.

18 Your Future: Security

Plan Provisions 401(a) Retirement Plan 403(b) Savings Plan

Who is the Plan Administrator and what is the Plan Number?

Vanguard is our third-party administrator and the plan number is 090337.

Vanguard is our third-party administrator and the plan number is 091996.

How is the Plan funded (i.e. who makes contributions)?

Entirely funded by Scott & White Healthcare. Entirely funded by participant contributions via salary deferrals.

Who is eligible to participate in the Plan?

All Staff Members are eligible to participate (except Residents and Clinic Staff PRNs).

All Staff Members are eligible to participate.

Are there any eligibility requirements to participate in the Plan?

Yes, there is an eligibility period of 12 consecutive months that starts on the Staff Member’s date of hire, or the calendar year commencing after his or her hire date during which the Staff Member completes at least 1,000 hours of service. The Staff Member must also have attained age 21 to meet the eligibility requirements.

No, Staff Members are immediately eligible to participate in the plan. There are no minimum service or age requirements.

When does participation in the Plan begin?

The Staff Member will automatically be enrolled in the Plan on the first day of the month following the date they meet the eligibility requirements.

The Staff Member will automatically be enrolled within 30 days following receipt of the “Welcome Letter” from Vanguard. The participant may opt out of plan participation by contacting Vanguard via the Internet or customer service toll-free number. The initial auto enrollment salary deferral rate is 3% of compensation and increases by 1% annually.

What are the Plan contribution rates and limits?

Contribution rates are based on either position or Years of Vesting Service (YOS). The amount of the contribution is determined by your compensation up to the IRS annual maximum limit ($255,000 for 2013). Members of the Senior Staff receive a contribution in the amount of 13% of compensation; Directors, CRNAs and Anesthesiologist Assistants receive a contribution in the amount of 10% of compensation; and all other Staff Members receive contributions as follows:

Less than 10 YOS = 6%10 but less than 15 YOS = 7%15 but less than 20 YOS = 8%20 but less than 25 YOS = 9%25 or more YOS = 10%

Staff Members may contribute up to 50% of their compensation each pay period up to the IRS annual maximum limit ($17,500 for 2013). Staff Members who attain age 50 during the calendar year may contribute an additional catch-up contribution up to the IRS annual maximum limit ($5,500 for 2013). Contributions may be made on a pre-tax basis or on an after-tax basis (Roth). Staff Members can change their contribution deferral rate at any time by contacting Vanguard.

Retirement PlansIn addition to the retirement contribution Scott & White makes on behalf of Staff Members to the Social Security Administration, Scott & White offers two qualified retirement plans.

19Your Future: Security

Plan Provisions 401(a) Retirement Plan 403(b) Savings Plan

Are rollovers into the Plan permitted? Yes, a Staff Member may roll over cash from another qualified plan or rollover IRA into the Plan at any time, even if the Plan’s eligibility requirements have not been met.

Yes, a Staff Member may roll over cash from another qualified plan or rollover IRA into the Plan at any time.

What is the Normal Retirement Age? Age 65. Age 65.

When does a Staff Member become fully vested in the Plan?

Staff Members are always 100% vested in any rollover account. Additionally, when a Staff Member reaches Normal Retirement Age, becomes disabled (as defined by the Plan), or dies, their account becomes 100% vested. Otherwise, the Staff Member must complete 1,000 hours of service in three separate calendar years in order to become 100% vested. Prior to completing three years, the Staff Member is 0% vested.

Staff Members are always 100% vested in their 403(b) Plan accounts.

When can a Staff Member take a distribution from the Plan?

Rollover accounts are distributable at any time. Other events that allow for a distribution are death, disability and separation from service.

Hardship withdrawals are permitted while employed if certain requirements are met. Other events that allow for a distribution are death, disability and separation from service.

Does the Plan allow for loans? Yes. Yes.

Are rollovers out of the Plan permitted?

If distribution requirements are met, rollovers may be made to an IRA or another qualified plan if the receiving plan will accept the rollover.

If distribution requirements are met, rollovers may be made to an IRA or another qualified plan if the receiving plan will accept the rollover.

What are the Plan’s investment choices and who directs the investments?

The Plan offers a broad line-up of mutual funds including Vanguard proprietary funds, index funds, and outside funds. The selection of the fund options is overseen by the Plan’s Investment Committee and independent advisor. Staff Members may choose how their accounts are invested among the selected options. Staff Members who do not make an investment election will be defaulted into the Vanguard Target Date Fund closest to their retirement date.

The Plan offers a broad line-up of mutual funds including Vanguard proprietary funds, index funds, and outside funds. The selection of the fund options is overseen by the Plan’s Investment Committee and independent advisor. Staff Members may choose how their accounts are invested among the selected options. Staff Members who do not make an investment election will be defaulted into the Vanguard Target Date Fund closest to their retirement date.

Contact Vanguard at 1-800-523-1188 or www.vanguard.com.

20 Your Future: Development

Tuition Reimbursement • Full-time and part-time Staff Members may apply

after 90 days of employment.

• Full-time Staff Members are eligible for reimbursement to a maximum of $4,000 annually. Part-time Staff Members are eligible for reimbursement to a maximum of $2,000 annually.

• For an undergraduate degree, the grade must be “C” or better. For an advanced degree, the grade must be “B” or better.

• Coursework must be taken at an approved, accredited college or university.

Learning and Development Our commitment to life-long learning has evolved from “Scott & White University” or “SWU” (founded in 2002) into a comprehensive career center focused on Staff Member learning and development.

We offer a wide range of options, including courses and workshops covering general work skills, leadership development, clinical continuing education for Advanced Healthcare Professionals and technology instruction. There are also learning opportunities for Staff Members and their spouses in areas like project management, financial wellness, and communication skills.

Mandatory online training modules must be completed within the first 30 days of employment.

Performance ManagementOur performance management philosophy hinges on transparency, alignment and accountability.

• Transparency: Scott & White’s system goals are outlined in a Strategic Plan that is shared during orientation to ensure that every Staff Member understands how individual performance influences system-wide results.

• Alignment: SWAT is the acronym we use to describe our Scott & White Alignment Tool, an online system for entering and cascading goals. Within the first week, new Staff Members are invited to review their leader’s personal “SWAT” goals and their impact on system targets. Within 30 days, each Staff Member meets with their leader to document and align their own goals.

• Accountability: After individual goals are set, leaders regularly communicate with Staff Members about their progress during monthly or quarterly tracking sessions. A formal evaluation is completed for all Staff Members each fiscal year. Promotions, compensation increases, and other incentives hinge on performance against goals.

We’ve invested in performance management tools based on “lean” principles to add value, eliminate waste, and focus on achieving results for the patients who entrust their care to us and for the Staff Members who serve them every day.

Your Future: DevelopmentAt Scott & White, our focus on providing personalized, comprehensive, high-quality healthcare, drives our commitment to helping Staff Members learn and grow throughout their careers. Ongoing educational programs and training opportunities, alongside a disciplined performance management approach, assures the best chance of long-term success for Scott and White and its Staff Members.

21Your Money

Your MoneyScott & White Healthcare compensates individuals competitively to attract, reward, and retain talented people who help us achieve our mission of providing the most personalized, comprehensive, and highest quality healthcare, enhanced by medical education and research.

Scott & White’s Guiding Compensation Principles Are…

• Aligned with our mission and values. Pay practices reward performance and behaviors that contribute to delivering the highest quality of care, while aligning with the organization’s strategic initiatives.

• Market competitive. They are positioned to attract, retain and motivate skilled and effective Staff Members to meet the organization’s needs and provide for long-term sustainability.

• Equitable. Processes, policies and practices are equitably applied and well-communicated to demonstrate fairness to internal and external audiences.

• Flexible. A consistent framework allows for flexibility to manage locally, based on critical business needs and market demands.

• Mobility-friendly. Allowing for the mobility of talent across units, facilities and locations helps meet business and employee needs.

• Compliant. Ensuring compliance with appropriate rules and regulations is essential (e.g., FLSA, Joint Commission, IRS).

Compensation Scott & White provides a variety of pay programs for Staff Members throughout the year, provided the organization has performed financially.

• Base Pay Adjustments. Pay adjustments will be based on a combination of experience, education, certifications, performance, and internal equity. Base Pay adjustments will be effective in January of each year.

• Performance Awards. High performing Staff Members may be eligible to receive a performance award. A performance award is a one-time payment that does not change the base pay rate. Performance Awards will be awarded in November/December of each year.

• Rewards and Recognition. InnergIze is Scott & White’s system-wide rewards and recognition program designed to engage and deliver timely, personalized rewards to employees who embrace our mission, vision and values. These peer-to-peer awards range in value and are designed to recognize and celebrate staff who are instrumental in driving better workplace outcomes for co-workers, patients, departments or the organization as a whole. The program also provides recognition for life events such as service tenure and birthdays.

22 Your Money

Pay PeriodsStaff Members are paid bi-weekly, resulting in 26 paychecks per year. Benefits are deducted twice a month, or 24 times per year.

Flexible Spending Accounts• Healthcare and dependent care Flexible Spending Accounts (FSAs) are

available to all Staff Members through Wage Works.

• FSAs allow account holders to save money by paying for these expenses with pre-tax dollars.

• Staff Members do not have to enroll in the Scott & White Medical plan to participate in the healthcare FSA.

• Coverage begins the first day of the month following hire date, which means that expenses incurred before this time are not eligible for reimbursement.

Healthcare FSA Dependent Care FSA

Types of expenses eligible for reimbursement Allowable healthcare expenses (IRS Code, Section 213(d) expenses)

Qualified child care and adult/elder care expenses

Timeframe for reimbursement • Claims must be incurred by March 15 of the following year • Claims must be incurred by December 31

• Claims must be submitted for reimbursement by May 31 of the following year

• Claims must be submitted for reimbursement by May 31 of the following year

Other rules for reimbursement • Debit card transactions • Must submit claims

• Must submit claims when requested • Keep receipts

• Keep receipts

Annual contribution limits $2,500 $5,000 per household ($2,500 if married filing separately)

Rollover of funds None. Healthcare FSAs are “use it or lose it,” with a 2 ½ month grace period.

None. Dependent Care FSAs are “use it or lose it.”

Portability No No

23

The Value of Your Scott & White Programs and BenefitsWe hope the Employment Value Proposition makes it easier for you to understand the programs and benefits that shape the Scott & White workplace experience. It sets the tone for a united Scott & White, where each Staff Member will be fully engaged in managing their life, their health, their future, and their money. Our focus on people is strong — and is reaffirmed as a priority in our new Five-Year Strategic Plan. Each person matters to patients, to colleagues, and to the communities we serve. We are committed to providing flexible compensation, benefits and development programs that fulfill the diverse needs of our Staff, and help us create an environment where high performers thrive and grow.

Human Resources Service Center Phone: 254-724-3772 Fax: 254-724-1631 [email protected]

This guide summarizes the programs and benefits that are available to Scott & White Healthcare Staff Members and their eligible dependents. Official plan documents, policies, and certificates of insurance contain the details, conditions, maximum benefit levels, and restrictions on benefits. These documents govern your benefits program. If there is any conflict, the official documents prevail. These documents are available on request through the Human Resources Department. Information provided in this brochure is not a guarantee of benefits. Scott & White has reserved the right to modify or terminate its employee benefit plans and programs at any time and for any reason. In addition, if there is any conflict between the foregoing descriptions and the provisions of any actual Scott & White employee benefit plan or program document, the provisions of the actual plan or program document will apply and be controlling.

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