2019 BENEFITS ENROLLMENT WELCOME TO BENEFITS ENROLLMENT Bentley

2019 BENEFITS ENROLLMENT

WELCOME TO BENEFITS ENROLLMENT! Bentley is committed to: Offering a comprehensive, competitive and affordable benefits package that is part of your Total Rewards package Helping you and your family enjoy the best possible health and wellbeing Providing you with meaningful options so that you have the flexibility to make choices that best meet your needs Making available helpful tools so you can make informed decisions and have greater cost transparency

PAYROLL/BENEFITS DEDUCTION SCHEDULE Full-time faculty - Monthly payroll on the 10 th of each month for current month • Benefit deductions are withheld monthly Full and part-time staff • Bi-weekly payroll (26 pay periods/year) • Includes exempt and non-exempt (hourly) • Each payroll is for a two week period and pay date is on the Friday following the end of the period • Benefit deductions are withheld twice per month except for the retirement plan which is taken each pay period • Medical deductions are based on full or part-time status Payroll schedules posted on Payroll department webpage

BENEFITS ELIGIBILITY/ENROLLMENT Coverage effective 1 st of month following your date of hire or on the 1 st of the month if that is your date of hire. Insurance / FSA enrollment deadline is 30 days from hire. You may enroll your spouse or domestic partner*, children to age 26, or unmarried disabled dependent children of any age. Benefit elections remain in effect through December 31. You can change your elections annually during open enrollment or mid-year if you have a status change. Medical, dental, vision, FSA, and HSA payroll deductions are generally pre-tax. Domestic partner coverage requires an Affidavit of Spousal Equivalency and an annual Tax Status Form.

DISCUSSION TOPICS Benefits Enrollment Payroll/Benefits Deduction Schedule HR Webpage Benefit plan overviews • Medical, Dental and Vision including HSA • Flexible Spending Accounts • Life Insurance / Sick Time / Disability • Critical Illness/Accident Insurance/Identity Theft/Hyatt Legal • Retirement Plan • HR/Benefit Policies • Bentley Balance • Voluntary Benefits/Perks Getting Started – Benefits Enrollment Questions

2019 MEDICAL PLANS Plan Provision Bentley HSA Contribution Best Buy HMO PPO In-Network HDHP w/ HSA Out-of-Network In-Network Out-of-Network First Year: $250 / $500 (on Jan. 1 st) Every year: Match up to $500/$1000) n/a Annual Deductible $1, 000 / $2, 000 $250 / $500 None $500 / $1, 000 $2, 000 / $4, 000* $4, 000 / $8, 000* OOPM $2, 000 / $4, 000 $2, 500 / $5, 000* $4, 000 / $8, 000* $6, 000 / $12, 000* Coinsurance 10%, after ded. None 20%, after ded. 10%, after ded. 30%, after ded. Office Visit $25 copay 10%, after ded. 30%, after ded. Emergency Room $100 copay Inpatient / Outpatient Prescription Drugs (Retail/Mail Copays) 10%, after ded. n/a Deductible, then $250 / $150 copay $15 / $30 / $50 $30 / $60 / $150 10%, after ded. 20%, after ded. 10%, after ded. 30%, after ded. n/a $15 / $30 / $50 $30 / $60 / 150, after ded. n/a *In-network and out-of-network will cross-accumulate to reach your deductible and/or out-of-pocket maximum.

HARVARD PILGRIM WEBSITE Search network providers Check the status of your claim Manage your deductible balance Check the tier of a prescription or other services Learn more about programs such as Doctor On Demand Take advantage of annual wellness reimbursements for: • Fitness clubs • Weight management programs

IS THE HDHP WITH HSA RIGHT FOR YOU? The HDHP with HSA may be right for you if you: Are willing to have higher deductible (and point-of-care costs) in exchange for lower payroll premium costs Prefer the tax/retirement savings opportunity Want to have access to both in- and out-of-network providers, knowing that out-of-network care costs more Would like Bentley to contribute to your HSA

HDHP: HOW DEDUCTIBLES AND OUT-OF-POCKET MAXIMUMS WORK Deductible Everything (including prescriptions) is subject to the deductible, except preventive care. Once the deductible is met, the plan pays a certain percentage of the cost of care, and prescription drugs are subject to copays. The entire $4, 000 family Deductible must be met before benefits are provided to any family member. There is no “embedded” individual deductible. Out-of-Pocket Maximum The entire $8, 000 family out-ofpocket maximum must be met before benefits are provided to any family member. There is no “embedded” out-of-pocket maximum. Out-of-pocket maximum applies to all covered services, including the deductible.

HDHP COVERAGE EXAMPLES Individual: Knee MRI (prior to deductible) Total Cost (Illustrative): Your Cost: Explanation: $900 Full cost, up to Individual deductible Family: Outpatient Procedure (prior to deductible) $5, 000 $4, 100 $4, 000 Family Deductible, plus 10% Coinsurance on remainder ($1, 000) Individual: 12 -Month Tier 2 Medication, Mail Order (prior to deductible) $1, 500 Full cost, up to Individual deductible Individual: 12 -Month Tier 2 Medication, Mail Order (after deductible) $1, 500 $240 4 x $60 Tier 2 Mail Order Copay

HSA ELIGIBILITY In order to contribute to an HSA, you must meet the following criteria: • You must be enrolled in a qualified High Deductible Health plan (HDHP), such as the one Bentley is offering • You cannot have other health coverage (see IRS Publication 969) • You (or your spouse/partner, if a tax dependent) cannot be enrolled in any part of Medicare or Medicaid • You cannot be listed as a dependent on someone else’s tax return • You cannot be active in the military* • You cannot be enrolled in a Health FSA (including through a spouse’s plan) or have a Health FSA balance * Veterans enrolled in a High Deductible Health Plans with no other disqualifying coverage and who have a service-connected disability make or receive HSA contributions regardless of when they received VA benefits

HSA: TAX AND FINANCIAL BENEFITS An HSA is savings account that allows you to put aside pretax dollars to pay for qualified medical, dental, and vision expenses for you and your eligible dependents now—and in the future Bentley helps fund your HSA in two ways (with matching and automatic contributions), and you can contribute too, up to the 2019 IRS limits: • $3, 500 Individual / $7, 000 family You benefit from a triple tax advantage: • • • Tax-free contributions Tax-free interest/investment earnings Tax-free withdrawals for qualified expenses Other advantages of the HSA: • • • You can take it with you if you change jobs The balance rolls over from year to year You have the potential to make money on your money by investing your account once you reach a certain balance

HSA CONTRIBUTIONS: 2019

WANT HELP CHOOSING THE RIGHT PLAN? USE ALEX® is an interactive animated, personalized online tool to help decide which plan best meets your needs.

DELTA DENTAL PLAN Bentley offers the High and Standard plans.

EYEMED VISION PLAN – NEW FREEDOM PASS

FLEXIBLE SPENDING ACCOUNTS-SENTINEL BENEFITS You can contribute to your Flexible Spending Accounts (FSA) before taxes from your paycheck. • Health Care FSA – Used to pay eligible out-of-pocket medical, dental, and vision care expenses for yourself and your eligible dependent(s) up to 2, 700. (Participants in HDHP are not eligible to save through a Health Care FSA) • Dependent Care FSA – Used to pay eligible out-of-pocket expenses for the care of a dependent child under age 13 to include eligible preschool, before - and after-school programs and child or elder day care up to 5, 000 (2, 500 if you’re married and file separately). Sentinel will provide a debit card for both Health Care and Dependent Care FSA expenses.

LIFE, AD&D AND DISABILITY BENEFITS –LINCOLN FINANCIAL Basic Life and Accidental Death & Dismemberment • Automatically enrolled up to 1 x your salary up to $500, 000 Supplemental life • You can enroll upon hire up to guarantee issue amounts without medical underwriting • Employee Supplemental Life – you can enroll in coverage of 1 x – 6 x your salary up to guaranteed issue amount of $500, 000 • Spouse Life – spouses can enroll up to $100, 000, guarantee issue amount of $30, 000 • Child Life – can be purchased in flat amount in increments of $10, 000 Long Term Disability • Provided to full-time employees at 60% annual base salary, up to $200, 000, for a maximum monthly benefit of $10, 000.

MET LIFE VOLUNTARY BENEFIT – PERSONAL ACCIDENT INSURANCE Supplements your primary medical plan by providing cash benefits— paid directly to you—in cases of accidental injuries. Accidental injuries include things like fractures, concussions, cuts and ambulance services and cash benefits range by injury or service. You can use the money to pay for uncovered medical expenses, such as your deductible or coinsurance. You can choose to cover yourself or your family. Premiums are paid on a post-tax basis.

MET LIFE VOLUNTARY BENEFIT – CRITICAL ILLNESS INSURANCE Provides a lump-sum benefit payment—paid directly to you—upon diagnosis of certain covered conditions. Examples of covered conditions include cancer, heart attack and stroke. You can choose either $10, 000 or $20, 000 of coverage You can use the money to cover: • Any out-of-pocket treatment expenses that are not covered by your medical plan • Your everyday living expenses Critical illness premiums are based on your age and are paid on a posttax basis.

METLIFE VOLUNTARY BENEFIT-HYATT LEGAL PLAN Pay one rate for coverage for you, your spouse/domestic partner and your dependent children Fully covered legal services from network attorneys for services such as: • • Estate Planning Purchase of a primary residence Civil suits Adoption, and much more… No out-of-pocket expenses when you use a network attorney for a covered service Some services are excluded for things like employment-related matters, divorce, class actions, and more.

ID THEFT PROTECTION PLAN - INFOARMOR Protect yourself against privacy breaches and fraud Protection provides: • • Full identity monitoring Proactive alerts Social media reputation monitoring Full-service restoration if your identity is stolen You can elect coverage for yourself and your family

403(B) RETIREMENT PLAN - ELIGIBILITY Voluntary Salary Deferrals: Available upon hire. Contributions deferred from taxes Defer up to 100% of pay but annual IRS limits apply: $19, 000 limit if under age 50; $25, 000 limit if age 50+ Bentley contribution equal to 10% of base pay: Eligible employees must be regularly scheduled and budgeted for at least 19. 5 hours per week, complete two full “years of service” and attain age 21; then eligible for contributions. Contributions are 100% vested. Prior service credit from eligible not-for-profit may apply if Prior Service Credit Waiver Form is returned and approved

403(B) RETIREMENT PLAN Automatic enrollment and increase will be added If you do not wish to be automatically enrolled or to have your contributions increased, you can opt out. Bentley Contributions Eligible after completing two years of service, eligible prior service applies You will receive the Bentley contribution on the first of the following month after you have completed two years of service

SICK AND DISABILITY PAY Sick time policy: Staff accrue 1 sick day per month (prorated if part-time) Short-term disability policy: Full-time staff are eligible for 60% of salary after 30 days of absence and use of accrued sick and vacation (except 1 week) Duration based on length of service, after 6 months of service Long-term disability insurance: Full-time Faculty and Full-time Staff are automatically covered. After 6 months of total disability and if approved, Lincoln Financial pays 60% of salary up to $10 k/month. A supplemental individual policy through The Standard covers salaries in excess of $200 K, up to $5 K/month (application required) Employees taxed on premiums via payroll for a tax-free benefit. Union staff refer to agreement; Faculty refer to Faculty Manual

ADDITIONAL HR / BENEFIT POLICIES Tuition Remission Policy: Benefits available for: part-time employees full-time employees and their spouses / domestic partners and any tax dependents up to the age of 27, based on length of service Benefits may be taxable. Time Away From Work Policies: Refer to Human Resources Policies on the HR webpage for more information on: personal and vacation time, holidays, winter break and summer work schedule and leaves of absence Union staff refer to agreement. Policies and reporting requirements may vary by position.

BENTLEY BALANCE: RESOURCES Bentley Balance is our ongoing initiative designed to help you understand, improve and maintain your physical, emotional, social and financial health. Health. Advocate Free, confidential service for employees, spouses, children, parents and parents-in-law. Registered nurses assist with insurance estimates, claims and appeals, finding doctors, scheduling appointments, understanding tests, treatments and medications.

EMPLOYEE ASSISTANCE AND WORK LIFE PROGRAM Your Employee Assistance Program (EAP) provider is KGA, Inc. The EAP offers support for work life balance and any issue causing you stress. • Available to all employees and adult household members (18 years of age and older) • A free and confidential resource (no one will know you called) • Accessible by phone 24/7, 365 days per year • Speak immediately with a live, certified EAP counselor • Telephone or face-to-face counseling, professional consultations, targeted resources and referrals, such as: • Support for stress, substance abuse, relationships • 60 minute financial consultation; 30 minute legal consultation • Nutrition, fitness and career consults • Childcare and eldercare searches • Access: • Phone 800 -648 -9557 • Online www. kgreer. com - live chat and online resources • Username: bentley Password: 9557 • Email info@kgreer. com EAP Overview Video

VOLUNTARY BENEFITS AND PERKS Additional benefits or discounts are available: Met. Life discounts on home and auto insurance Harvard Pilgrim $150 fitness & $150 weight loss rebates BJs membership and Verizon, AT&T discounts Metro Credit Union Mortgage discounts and real estate advisors You may also enjoy our Bentley specific perks: Parking is available at no cost to employees Use of Dana Center athletic facilities, fitness room and pool 10% food / bookstore discounts via Falcon Funds – add to EE ID Use of Library and museum passes; buy discounted movie tix Campus Connections employee activities; Spiritual Life center

GETTING STARTED Before you enroll in benefits in Workday, be sure to have the following information for yourself and each of your dependents • Dates of birth • Social security numbers • Primary Care Physicians (PCP) if enrolling in one of the HMO plans Go back into Workday and launch the “Change Benefits – Life Event” task from your Workday inbox. Make your benefit elections and hit Submit when you are complete. You can hit “Save for Later” and return to Workday if you aren’t ready to complete your enrollment. Be sure to complete your benefits enrollment within 30 days from your date of hire.

QUESTIONS? Refer to the Human Resources and Benefits webpages for plan summaries and certificates of insurance Contact Sandy Smith, Sr. Benefits Specialist, ssmith@bentley. edu or 781 -891 -2817. Attend a Benefits Information meeting • You will receive a calendar invite for the next scheduled meeting after your start • Meetings are optional but are a great opportunity to ask your questions and discuss the benefit plans in more detail Welcome to Bentley University!

THANK YOU FOR ATTENDING!