Using this guide - Georgia Tech Office of Human Resources

USING THIS GUIDE
This guide is intended to provide you with
an overview of Georgia Tech’s benefit plan
offerings. For a more detailed description
of all benefits plan options and programs,
please visit the Office of Human Resources
website at www.ohr.gatech.edu/benefits.
The Georgia Tech Benefits Team is happy
to assist you with any questions you may
have regarding your benefit plan elections
and/or options. The team can be contacted
at benefits@ohr.gatech.edu.
Glossary
A glossary of benefit terms has been
developed to help you understand the
terminology used in this booklet. Please
see page 12 for the list of benefit terms.

THE 2012 GEORGIA TECH BENEFITS 1
Georgia Tech offers a comprehensive benefits program
designed to meet your needs and those of your eligible
dependents. As an eligible Georgia Tech employee, you
may participate in a combination of plans offered through
the Board of Regents (BOR) University System of
Georgia as well as plans specifically designed and
offered by Georgia Tech. Following is a listing of the
various benefits offered:
YOUR HEALTH:
• Medical Insurance Page 2
• Dental Insurance Page 4
• Vision Insurance Page 4
• Flexible Spending Accounts (Health Care & Dependent Care) Page 5
YOUR INCOME:
• Life Insurance Page 6
• Short & Long-Term Disability Insurance Page 7
• Long-Term Care Insurance Page 7
• Critical Illness Insurance (available only during Open Enrollment) Page 8
• Bank at Work Programs Page 8
YOUR RETIREMENT:
• Core Retirement Plans Page 9
• Supplemental Retirement Savings Plans Page 9
RESOURCES:
• Benefits Provider Directory Page 10
• 2012 Monthly Rates Page 11
• Glossary of Benefit Terms Page 12
OTHER BENEFITS 1 AVAILABLE TO YOU AS AN ELIGIBLE GEORGIA TECH EMPLOYEE INCLUDE:
• 529 Georgia Higher Education Savings Plans
• Will Preparation
• Pre-Tax Transportation Passes
• Employee Assistance Program (EAP)
• Childcare Center
• Tuition Assistance
• Donated Sick Leave
• Vacation, Sick & Holiday Pay
1 Additional information on these programs and policies is located on our website at www.ohr.gatech.edu/benefits.
Note: This guide is intended to summarize the benefits you receive from Georgia Tech. The actual determination of your benefits is based
solely on the plan documents provided by the carrier for each plan. This guide is not legally binding, is not a contract, and does not
alter any original plan documents. For additional information, including plan details, please contact the Office of Human Resources.

MEDICAL INSURANCE
2
As a Georgia Tech eligible employee, you have two
comprehensive medical plans to choose from, the
Open Access Point of Service (POS) and the Health
Savings Account (HSA) Open Access POS. Both plans
utilize the Open Access POS network, however the
HSA POS plan is a Qualified High Deductible Health
Plan (HDHP) that offers lower premiums in exchange
for a higher deductible. You may reference the
comparison chart at the right to determine which plan
best meets your needs and those of your eligible
dependents. Additionally, you may search for
participating providers on the Blue Cross Blue Shield
(BCBS) of Georgia website at www.bcbsga.com/bor.
All employees covered by a medical plan through
Georgia Tech must certify whether or not they are
tobacco users. Tobacco use is classified as smoking
tobacco in such forms as cigarette, pipe or cigar, or
using smokeless tobacco, such as snuff or chewing
tobacco (nicotine chewing gum is excluded). If an
employee does not certify they are a tobacco user
and it is determined they are a tobacco user, they
will be subject to penalties including, but not limited
to, payment of a $50 surcharge plus an additional
10% for each month since certification. Smoking
cessation programs are offered through BCBS of
Georgia. You may obtain more information related
to the tobacco surcharge online at
www.usg.edu/hr/benefits/health_insurance.
Open Access POS A
This plan is administered by BCBS of Georgia and
utilizes the Open Access POS network. Employees
have the flexibility to choose doctors both in or
out-of-network. In-network care will typically cost less.
HSA POS members may open an HSA which is an
individually owned, portable, pre-tax savings account.
You may contribute up to $3,100 for individual
coverage and up to $6,250 for family coverage to this
account on a pre-tax basis and then use this money
to satisfy the deductible or other qualified medical
expenses. Employees age 55 or older may contribute
an additional $1,000 per year.
You may contribute to an HSA if you:
• are covered under a Qualified HDHP;
• are not covered by another plan that is not a
Qualified HDHP;
• are not currently enrolled in Medicare or TRICARE;
• have not received medical benefits through the
Department of Veterans Affairs during the preceding
three months; and,
• may not be claimed as a dependent on another
person’s tax return.
HSA Advantages:
• Participants receive a $ for $ match of up to $375
annually for single coverage and up to $750 annually
for family coverage and all other tiers.
• You own the funds; they roll over from year to year.
• Funds grow through investment earnings once you
reach a balance of $2,500.
• You may adjust your contribution levels during the
year.
• You enjoy triple tax savings: (1) tax-free deductions
when you contribute, (2) tax-free earnings through
investment, and (3) tax-free withdrawals for qualified
expenses.
• Penalty-free withdrawals are available for any reason
at age 65 (taxed as ordinary income).
HSA Open Access POS B
This is a Qualified High Deductible Health Plan (HDHP).
This plan is administered by BCBS of Georgia and also
utilizes the Open Access POS network. Employees have
the flexibility to choose doctors both in or out-of-network.
In-network care will typically cost less.
NOTE: Board of Regents plan details can be found at www.usg.edu/hr/benefits/health_insurance.

MEDICAL INSURANCE
3
Board of Regents
Open Access Plan Options
Open Access POS
In-Network
Open Access POS
Out-of-Network
Pre-Existing Conditions None None
Max Lifetime Benefits Unlimited Unlimited
Max Annual Deductible $300-Indiv/$900-Fam $400-Indiv/$1,200-Fam
Max Annual Out-of-Pocket $1,000-Indiv/$2,000-Fam $2,000-Indiv/$4,000-Fam
A
HSA Open Access POS
In-Network
None
Unlimited
$1,500-Indiv/$3,000-Fam
$3,000-Indiv/$6,000-Fam
B
HSA Open Access POS
Out-of-Network
None
Unlimited
$1,500-Indiv/$3,000-Fam
$6,000-Indiv/$12,000-Fam
Physician Services
Provided in Office
Physician
Office Visit
Wellness Care
& Preventive
Health Care
100%
$20 co-pay per visit
60%
nonsurgical services
90% 70%
100% 60% 100% 70%
Laboratory Services 90% 60% 90% 70%
Maternity Care
90%
initial visit co-pay of $20 60% 90% 70%
Outpatient Surgery 90% 60% 90% 70%
Allergy Shots
& Serum
100% 60% 90% 70%
Inpatient
Hospital Services
Physician Services 90% 60% 90% 70%
Hospital Services
(other than those
for ER care)
Maternity Care
(delivery)
90%
limited to semi-private room
60% 90% 70%
90% 60% 90% 70%
Physician Services 90% 60% 90% 70%
Facility Selected by
a Treating Physician
Care in a
Hospital ER
Urgent Care
Services
90% 60% 90% 70%
90% after a $75 co-pay per visit
(co-pay waived if admitted within 24 hours)
90% 70%
90%
$20 co-pay per visit 60% 90% 70%
Outpatient Hospital
and Facility Services
Home Nursing Care
Extended Care
Facilit y
90%
(limited to 2 hrs of
care in a 24-hr day)
90%
Maximum of 30 days
60%
(limited to 2 hrs of care
in a 24-hr day)
60%
Maximum of 30 days
90% 70%
90%
Maximum of 30 days
70%
Maximum of 30 days
Hospice Care 100% 60% 100% 100%
Ambulance Services 90% 90% 90% 70%
Outpatient
Short-Term
Rehab Services
90%
Provides up to 40 days
per incident
60%
Provides up to 40 days
per incident
90%
Visit limits may apply
70%
Visit limits may apply
Chiropractic Care
90%
Maximum of 40 visits
60%
Maximum of 40 visits
90%
Maximum of 20 visits
70%
Maximum of 20 visits
Prescription
Prescription
30-day
supply
90-day
supply
Generic: $10 co-pay
Preferred Brand Name: $30 co-pay
Nonpreferred Brand Name: 20% co-pay,
(minimum $40/maximum up to $100)
Provided by mail order program at cost of
two and one half months co-pay
Open Formulary – Subject to quantity limits and
pre-authorization review. Other exclusions apply.
90% of the lower discounted
rate or actual charge
subject to deductible
90% of network rate
subject to deductible
Annual deductible, annual out-of-pocket limits (stop loss), and annual visit limitations will be based on a January 1 to December 31 plan year. Member costs incurred for balance billing will
NOT apply toward the annual deductible(s) nor toward the maximum annual out-of-pocket (stop-loss) limit(s). Percentages listed above are generally applied to the network rate and may
be subject to a deductible and co-pays. Percentages shown under the HSA POS out-of-network benefits are generally applied to Usual and Customary R eimbursement (UCR) amounts.

DENTAL INSURANCE
4
In an effort to offer eligible employees and their eligible
dependents dental options that meet individual and family
needs, Georgia Tech offers a choice of the following three
dental plans:
• BOR MetLife PPO Plan
• GT Humana CompBenefits Access Plan
• GT Humana CompBenefits PPO Plan
Per the below comparison chart of in-network benefits, you
will notice these three dental options are each unique in
terms of design, network and coverage levels. All three
plans allow for out-of-network coverage. If you obtain
services from an out-of-network dentist, you will be
required to pay up front for your services. You must then
submit a claim form with detailed receipts to the carrier for
reimbursement up to plan limits. Please carefully review
your options and select the plan that best meets your
needs. Always try to use an in-network dentist to help
lower your out-of-pocket expenses.
Dental Options: In-Network Benefits
Benefit Highlights BOR MetLife Dental GT Humana CompBenefits Access GT Humana CompBenefits PPO
Office Visit for Preventive/Diagnostic Procedures 100% benefit $5 co-pay
100% benefit
Annual Deductible $50 N/A
$50
Annual Plan Maximum $1,200 Unlimited $1,500
Preventive Services: Oral Exam, Cleaning,
Topical Fluoride, X-Rays
Basic Services: Simple Restorative, Non-surgical
Tooth Extractions, Non-surgical Periodontics
Major Restorative Services: Major Restorative
(crowns/ inlays/onlays), Bridge, Denture Repair,
Oral Surgery, Endontics (Root Canals)
Orthodontic Services:
Ortho Appliances
Lifetime Ortho Max $1,000
Waiting Period
100% benefit 100% benefit 100% benefit
80% benefit
subject to deductible
80% benefit
subject to deductible
80% benefit
subject to deductible
6 month waiting period for
Ortho Services, 24 month waiting
period for Replacement and
Restorative Dental Care
Member co-pay varies
Member co-pay varies
Co-pay Evaluation: $35
Co-pay Treatment Planning: $250
Ortho Co-pay Age 19: $2,500
N/A - member co-pay varies
based on service
N/A
80% benefit
subject to deductible
50% benefit
subject to deductible
50% benefit
subject to deductible
$1,000 for 18 years or younger;
no adult ortho
12 month waiting period
for Major and Ortho Services;
waived with Certificate of
Credible Coverage
VISION INSURANCE
Georgia Tech offers a comprehensive vision plan through EyeMed that provides employees access to a nationwide
network of private practice optometrists and ophthalmologists, as well as retail chain providers.
Benefit Highlights EyeMed In-Network EyeMed Out-of-Network Allowance
Comprehensive Vision Exam
100% coverage after $10 co-pay
Once every 12 months
up to $40
Pair of Lenses
Standard single vision
Standard lined bifocal
Standard lined trifocal
Standard lenticular
Frames
Contact Lenses (in lieu of eyeglasses)
Lens Options
UV Treatment
Tint (Solid & Gradient)
Standard Plastic Scratch Coating
Standard Polycarbonate (Adults)
Standard Polycarbonate (under 19)
Standard Anti-Reflective Coating
Polarized
Laser Vision Correction
100% coverage after $20 co-pay
Once every 12 months
$150 allowance and 20% discount on balance
over $150, Once every 24 months
$150 allowance and 15% discount on balance
over $150, Once every 12 months
$15 Co-pay
$15 Co-pay
$0 Co-pay
$40 Co-pay
$0 Co-pay
$45 Co-pay
20% off retail price
15% of retail price or 5% off promotional price
less $1,000 allowance
up to $45
up to $65
up to $85
up to $85
up to $50
Elective up to $125
Medically necessary up to $210
N/A
N/A
$11
N/A
$28
N/A
N/A
$1,000 allowance

FLEXIBLE SPENDING ACCOUNTS (FSA) 5
An FSA is an IRS-guided plan that enables you to reduce
your taxable income by allocating pre-tax dollars to an
individual account that will be used to reimburse you for
eligible out-of-pocket health and dependent care expenses.
Georgia Tech offers two types of FSA’s, a Dependent Care
FSA and a Health Care FSA.
NOTE THE FOLLOWING:
• You decide how much to set aside for health care and/or
dependent care expenses.
• Contributions are deducted on a pre-tax basis in equal
installments each month during the calendar year.
• Plan carefully, this is a USE IT OR LOSE IT benefit; IRS
regulations require that you forfeit any money remaining
in your account after the claims submission deadline
(90 days after the end of the plan year or 90 days after
the date you are no longer eligible to participate.)
• Dependent Care FSA claims may be submitted for
reimbursement via a claim form or by U.S. Bank
issued debit card.
• Health Care FSA claims may be submitted for
reimbursement via claim form or by utilizing a health
care debit card enrollees will receive from our FSA
Administrator, U.S. Bank.
• You may not participate in the Health Care FSA if you
are enrolled in the HSA POS Medical Plan and have
established a Health Savings Account (HSA).
• For a comprehensive list of eligible FSA expenses,
visit www.irs.gov.
Federal, State and FICA taxes are not deducted on the
amount you contribute to your Health Care FSA and/or
Dependent Care FSA. Our plan allows you to contribute up
to $5,000 annually for your Health Care FSA and up to
$5,000 annually for your Dependent Care Account ($2,500
if married filing separately).
Plan
Annual Maximum
Contribution
Examples of
Eligible Expenses
Reimbursement/Payment
Method
Health Care Flexible
Spending Account
$5,000
Co-pays, deductibles, orthodontia, certain OTC
medications with a doctor’s prescription
Debit card issued by U.S. Bank
or by claim form
Dependent Care Flexible
Spending Account
$5,000
Day care, nursery school,
elder care expenses, etc.
Debit card issued by U.S. Bank
or by claim form
Example Savings – Health Care FSA
Employee – No FSA Election
Employee – FSA Election of $1,000
Single Employee earning $35,000
Health Care Expenses (pre-tax)
Less Estimated Taxes – 36% (25% Federal, 8% FICA, 3% State)
Earnings (after taxes)
Health Care Expenses (after tax)
Take Home Pay (after health care expenses)
Total $’s Saved
Example Savings – Dependent Care FSA
Married Employee filing jointly earning $35,000
Dependent Care Expenses (pre-tax)
Less Estimated Taxes – 36% (25% Federal, 8% FICA, 3% State)
Earnings (after taxes)
Dependent Care Expenses (after tax)
Take Home Pay (after health care expenses)
Total $’s Saved
$ 35,000
-0-
($12,600)
$ 22,400
$ 1,000
$ 21,400
$ 0
$ 35,000
$ 1,000
($12,240)
$ 21,760
-0-
$ 21,760
$ 360
Employee – No FSA Election
$ 35,000
-0-
($12,600)
$ 22,400
$ 5,000
$ 17,400
$ 0
Employee – FSA Election of $5,000
$ 35,000
$ 5,000
($10,800)
$ 19,200
-0-
$ 19,200
$ 1,800

LIFE INSURANCE AND ACCIDENTAL DEATH & DISMEMBERMENT
6
Georgia Tech provides all eligible employees an Institute
paid Basic Life and Accidental Death & Dismemberment
(AD&D) benefit in the amount of $25,000. Additionally,
Georgia Tech offers the following four supplemental employee
and dependent life insurance plans to help ensure employees
have options to meet their family’s needs.
• BOR CIGNA Supplemental Term Life and AD&D
• GT Unum Supplemental Term Life
• GT Unum Supplemental AD&D
• GT Unum Permanent Whole Life Insurance –
Available Only During Open Enrollment
NOTE THE FOLLOWING:
• New hires may enroll in supplemental employee and
dependent life insurance during the initial eligibility period up
to the Guaranteed Issue (GI) limits without having to complete
Evidence of Insurability (EOI) requirements.
• EOI is required if you elect coverage over the GI limit or if you
elect or increase coverage during open enrollment, but after
your initial eligibility.
• There is no limit to the number of employee or dependent
supplemental plans you may enroll in. NOTE: GT Unum
supplemental plans do require you to elect employee
supplemental life in order to participate in supplemental
dependent life.
• If both spouses are employed by Georgia Tech, each spouse
must enroll in the employee only coverage and may not also
enroll in spousal coverage.
Plan
Features
BOR CIGNA
Basic Life & AD&D
BOR CIGNA Supplemental
Term Life & AD&D
GT Unum Supplemental
Term Life
GT Unum Supplemental
AD&D
Permanent Whole Life
(AVAILABLE DURING OPEN
ENROLLMENT ONLY)
Employee
Coverage
Automatically
enrolled
$25,000 Employee
Basic Life
$25,000 Employee
Basic AD&D
Up to 5X annual
salary or up to a max of
$975,000; EOI is required
for any elections exceeding
3X annual salary.
Up to lesser of 3X annual
salary or $500,000 in
increments of $10,000
without EOI. Additional
amounts up to the lesser
of 6X annual salary or
$1M with EOI.
Up to the lesser of
6X annual salary or $1M
in increments of $10,000
without EOI requirements
Employees hired in 2011
are eligible to elect this
coverage during the
2012 Open Enrollment
period. Employees hired
in 2012 may elect this
coverage during the
2013 Open Enrollment
period. Coverage limits
and rates must be
obtained from UNUM
Benefit
Reduction
Due to Age
Basic Life – N/A
AD&D cancelled
at Age 70 or at
retirement if prior
to age 70
Reduction begins
at age 67; AD&D is
cancelled at age 70
Reduction
begins at age 70
Reduction
begins at age 70
N/A
Spouse &
Dependent
Coverage
Requirements
N/A
Employees may elect
dependent coverage (this
plan includes both spouse
& children) without electing
employee supplemental life
Employees must be
enrolled in employee
supplemental life to elect
spouse life and/or
child(ren) life
Employees must be
enrolled in employee
supplemental AD&D to
elect spouse AD&D
and/or child(ren) AD&D
Employees may elect
spouse life and/or
child(ren) life
without electing employee
permanent whole life
Spouse &
Dependent
Coverage
Limits
$10,000 for each
eligible dependent
(spouse and
children).
Spouse and children ages
6 months to 19 years are
eligible for $10,000 of
protection; $2,000 for
children ages 14 days
but less than 6 months
GI for spouse of new
hires is up to $50,000;
max benefit with EOI is
lesser of $250,000 or
100% of employee
election; max benefit for
dependent children is
$10,000 ($2,000 for ages
2 weeks to 6 months) in
$2,000 increments
Spouse max is lesser of
100% of employee
amount of AD&D or
$250,000; you may
elect $10,000 for
dependent child as long
as employee has some
level of AD&D coverage
Coverage limits and rates
must be obtained from
Unum only during Open
Enrollment by calling
866-441-6973
Life Insurance
Conversion &
Portability
You may convert to a
higher cost individual
policy upon loss of
coverage
You may convert to a
higher cost individual
policy upon loss
of coverage
Portable upon loss
of coverage except for
serious illness
Portable upon loss
of coverage except for
serious illness
Portable
Note: Premiums for BOR CIGNA Supplement Term Life & AD&D are based on salary and age as of December 31, 2012; premiums for GT Unum Supplemental Term Life are based
on salary and age as of January 1, 2012.

DISABILITY 7
A disabling injury or illness that keeps you out of work
could have a devastating impact on your income,
jeopardizing your ability to cover normal household
expenses. To supplement your income during a time away
from work due to a non-occupational injury, illness or
maternity leave, Georgia Tech offers Short-Term Disability
(STD) and Long-Term Disability (LTD) through Unum.
New coverage will be subject to a pre-existing condition
exclusion; you may have a pre-existing condition if you
received medical treatment, consultation, care or services
including diagnostic measures, or took prescribed drugs or
medicines in the 3 months just prior to your effective date of
coverage and the disability begins in the first 12 months after
your effective date of coverage.
Plan Feature
Elimination Period before
payment begins
Maximum Benefit Payable
Deduction Type
% of earnings covered
Benefit Period
Enrollment/EOI Requirements
Short-Term Disability
14 calendar days
Up to a maximum of $ 2,000 per week
After-tax
60% of base earnings; tax-free benefit
11 weeks following elimination period
Enrollment within first 30 days of employment requires
no EOI; you may enroll during Open Enrollment,
but EOI will be required
Long-Term Disability
90 calendar days
Up to a maximum of $ 10,000 per month
After-tax
60% of base earnings; tax-free benefit
To normal retirement age following elimination period
Enrollment within first 30 days of employment requires
no EOI; you may enroll during Open Enrollment,
but EOI will be required
LONG-TERM CARE INSURANCE
Georgia Tech offers Long-Term Care Insurance through
John Hancock Life & Health Insurance Company. This
plan can help provide protection against the high costs
of Long-Term Care that result from the effects of aging,
illness, or a serious accident. Long-Term Care Insurance
offers important coverage that is generally not available
under medical and long-term disability benefits, nor is it
fully covered by government programs like Medicare or
Medicaid.
Plans are available for you and your spouse/qualified
domestic partner* as well as parents and parents-in-law
of eligible employees, grandparents and grandparents-inlaw
of eligible employees, siblings and their spouses of
eligible employees, and adult children and their spouses
of eligible employees.
Payroll deductions are available for employee and spouse
coverage; all others, however, will be billed directly.
Newly hired employees who enroll within the first 60
days of employment do not have to provide evidence of
insurability. Family members must provide evidence of
insurability regardless of when they apply as well as
those eligible employees applying after their 60-day
eligibility period.
To enroll and/or obtain additional information related to
plan provisions, benefit levels, costs, and enrollment
instructions, please visit the Georgia Tech Long-Term
Care website at: http://gatech.jhancock.com
(username: gatech; password: mybenefit) or call the
John Hancock Long-Term Care Customer Service Center
at 1-888-354-6498 weekdays between 8:30 a.m. and
6:30 p.m. EST.
*Domestic partners residing in Louisiana are not eligible for coverage.

CRITICAL ILLNESS INSURANCE AVAILABLE ONLY DURING OPEN ENROLLMENT 8
Critical Illness insurance is designed to protect your income
and personal assets when your out-of-pocket expenses
increase as a result of a qualifying serious illness. While
your health insurance will cover a majority of your medical
bills, it may not cover all of the unforeseen expenses
associated with a serious medical condition such as a heart
attack or cancer.
PLAN FEATURES
• Pays a lump sum benefit, once covered, upon initial
diagnosis of a covered illness.
• Only conditions first diagnosed after the effective date
are covered.
• Coverage options are available for your spouse and
children as riders to your coverage.
• A $75 Health Screening Benefit Rider is included.
This rider provides a benefit per insured per calendar
year for covered health screening tests. Coverage is
portable – you may maintain your policy if you retire
or change jobs.
• This plan covers many out-of-pocket expenses not
covered by other benefit plans such as: travel
expenses, time off from work, lost income, deductibles
and co-pays.
• You will have a choice between two plans:
Base covered conditions
Base covered conditions including cancer
Newly eligible employees may enroll in coverage with no
evidence of insurability up to Guaranteed Issue limits of
$15,000. For amounts above the Guaranteed Issue limits,
evidence of insurability is required.
Available only during Open Enrollment. A Unum
enrollment counselor can help you select a benefit
amount and calculate the cost. You may reach a Unum
enrollment counselor at 1-866-441-6973 on weekdays
between 8:00 a.m. – 8:00 p.m. EST.
Base Covered Illnesses
Percentage Paid of Your
Lump Sum Benefit Amount
Heart Attack 100%
Stroke 100%
Major Organ Transplant 100%
End Stage Renal (Kidney) Failure 100%
Paralysis 100%
Coronary Artery Bypass Surgery** 25%
(Cancer and Carcinoma in Situ* coverage is available as an optional rider.)
*This rider is not available in New York.
**The coverage pays 25% of the face amount of the policy once per lifetime for
coronary bypass surgery and carcinoma in situ.
The policy/certificate of coverage or its provisions, as well as covered illnesses, may
vary or be unavailable in some states. In New York, a Specified Disease product is
offered. The policy/certificate of coverage has exclusions and limitations which may
affect any benefits payable.
BANK AT WORK
Georgia Tech offers a Bank at Work Program consisting of
four participating banks; Bank of America, Georgia United
Credit Union, State Bank and Trust, and Wells Fargo. The
Bank at Work Program was designed to offer Georgia Tech
eligible employees a variety of discounted and/or premier
services. In order to participate in the Bank at Work
Program, you must be an active Georgia Tech employee at
the time of enrollment and be enrolled in direct deposit.
Since the services of each participating bank vary greatly, we
encourage you to carefully consider which program may
best meet your needs. A few of the highlights of each bank
are listed below.
Bank of America offers Georgia Tech employees no monthly maintenance fees on checking and savings accounts, one
free order of checks, and access to their “Keep the Change” program.
Georgia United Credit Union is a member-owned, not-for-profit financial institution offering financial services to
members for over 50 years. Georgia Tech employees can save on everything from savings to checking, loans, and more.
Some benefits include money off of origination fees on new mortgage loans, a free first order of checks, and discounted
APR’ s on auto, boat, and RV loans.
Featuring their new TechCheck totally free checking program, State Bank & Trust offers Georgia Tech employees no
monthly maintenance fees on checking, free Tech brand checks, first time overdraft fee waived, nationwide free ATM
services, free safe deposit box (subject to availability), and loan discounts
With a physical branch across from the GT Student Center, Wells Fargo features no monthly maintenance fees on
checking, discount checks, and one year free safe deposit box for accounts with no minimum balance requirement; as
well as even greater savings and offers for accounts with minimum balances.

CORE RETIREMENT PLANS 9
Building a healthy financial future is just as important as
taking care of your health needs. As such, all employees of
Georgia Tech must participate in one of the following two
core retirement plans:
• Teachers Retirement System of Georgia (TRS)
• Optional Retirement Plan (ORP)
NOTE THE FOLLOWING
• The retirement plan options you have are determined by
your employment classification as noted in the “Plan
Attributes” section of the chart below.
• You must elect the plan in which you will participate within
your first 60 days of employment. If you do not make an
election, you will automatically default into the TRS plan.
• Your Core Retirement Plan election is irrevocable.
Name of Plan
Teachers Retirement
System of Georgia (TRS)
Optional Retirement Plan (ORP)
Plan Attributes
• Employment Classification: Regular Faculty and both Exempt and Non Exempt Staff
• Defined benefit plan
• Employee contribution is 5.53% currently; will increase to 6.00% effective July 1, 2012
• Employer contribution is 10.28% currently; will increase to 11.41% effective July 1, 2012
• 10 Year vesting period, 2% per year income replacement
• Disability Retirement at 10 years of service at any age
• Employment Classification: Regular Faculty and Exempt Staff
• Defined contribution plan
• Requires 5% employee contribution
• Currently 9.24% employer match
• Immediate vesting
• Service providers include Fidelity, TIAA CREF & VALIC; may change providers on a quarterly basis
SUPPLEMENTAL RETIREMENT SAVINGS PLANS
In addition to the core retirement plans, eligible faculty and
staff may also enroll in the following two supplemental
retirement saving plans:
• 403(b) Tax Sheltered Annuity
• 457(b) Deferred Compensation Plan
NOTE THE FOLLOWING
• Access to two supplemental retirement plans is a highly
unique benefit of Georgia Tech.
• You may start, stop, or change your enrollment in these
plans subject to pay period calendar restraints.
• In addition to your contributions to your elected core
retirement plan (TRS & ORP), you may also contribute
to both supplemental plans up to the IRS maximums
for each plan.
Name of Plan
403(b)
Tax Sheltered Annuity
457(b)
Deferred Compensation Plan
Plan Attributes
• Employment Classification: Temporary, Regular Faculty and both Exempt and Non Exempt Staff
• For 2012, employees may contribute up to $16,500 (additional $5,500 to age 50 or over)
• Enrollment and/or changes to your election is allowed at any time
• Roth 403(b) is available for after-tax contributions
• Service providers are Fidelity and TIAA CREF
• Employment Classification: Regular Faculty and both Exempt and Non Exempt Staff
• For 2012, employee may contribute up to $16,500 (additional $5,500 if age 50 or over)
• Enrollment and/or changes to your election are allowed at any time
• Elections are effective the first of the month following enrollment
• Service providers are Fidelity, TIAA CREF and VALIC

2012 BENEFITS PROVIDER DIRECTORY 10
HEALTH & WELFARE
Benefit Vendor Phone Number Web Site Group #
Medical Open Access POS Blue Cross Blue Shield 1-800-424-8950 www.bcbsga.com/bor BOR0030
Medical HSA Open Access POS Blue Cross Blue Shield 1-800-424-8950 www.bcbsga.com/bor BOR0030
Medical - Pharmacy Medco Pharmacy 1-877-300-5139 www.medcohealth.com 001BOR00EF
Flexible Spending U.S. Bank 1-877-470-1771 www.mycdh.usbank.com P02023
Health Savings Account U.S. Bank 1-877-407-1771 www.mycdh.usbank.com P02023
Dental CompBenefits Humana 1-800-342-5209 www.compbenefits.com 64232/V115
Dental CompBenefits PPO Humana 1-800-342-5209 www.compbenefits.com CD1156/P405
Dental BOR MetLife 1-866-832-5759 www.metlife.com 307601
Vision EyeMed 1-866-800-5457 www.eyemedvisioncare.com 9826603
Life Insurance: Term Life/AD&D CIGNA 1-800-238-2125 www.cigna.com FLX-980017
Life Insurance: Permanent Life Unum 1-800-635-5597 www.unum.com Individual
Life Insurance: Term Life/AD&D Unum 1-800-445-0402 www.unum.com 38882/001
Disability: Short and Unum 1-800-858-6843 www.unum.com 501232/101
Long-Term Disability
Critical Illness Unum 1-800-635-5597 www.unum.com Individual
Long-Term Care John Hancock Life & 1-888-354-6498 http://gatech.jhancock.com 60005
Health Insurance Company
username: gatech
password: mybenefit
RETIREMENT PLANNING
Benefit Vendor Phone Number Web Site Group #
Optional Retirement Fidelity Investments 1-800-343-0860 www.fidelity.com/atwork 95401
Plan (ORP) TIAA-CREF 1-877-518-9161 www.tiaa-cref.org 102046
VALIC 1-888-569-7065 www.valic.com 25002001
Teachers Retirement Teachers Retirement System 1-800-352-0650 www.trsga.com 5030
System (TRS)
403(b) Tax TIAA-CREF 1-877-518-9161 www.tiaa-cref.org 100386
Sheltered Annuity Fidelity 1-800-343-0860 www.fidelity.com/atwork 50097
457(b) Deferred Fidelity Investments 1-800-343-0860 www.fidelity.com/atwork 08192
Compensation Plan TIAA-CREF 1-877-518-9161 www.tiaa-cref.org 100387
VALIC 1-888-569-7065 www.valic.com 4263
BANK AT WORK
Vendor Phone Number Web Site
Bank of America 1-800-782-2265 http://bankatwork.bankofamerica.com/georgiatech
Georgia United 1-888-493-4328 https://www.georgiaunitedcu.org/interior/membership/gt.asp
State Bank and Trust 404-266-4333 http://techcheck.statebt.com/
404-266-4334
Wells Fargo 1-866-245-3452 https://www.wellsfargo.com/jump/membership/membership_
welcome.jhtml?employerCode=009815

2012 MONTHLY RATES 11
Medical Open Access POS HSA Open Access POS
Employee
Employee + Child
Employee + Spouse
Family
Employee Tobacco Surcharge
$175.34
$315.62
$368.22
$508.46
$50 MONTHLY SURCHARGE FOR TOBACCO USERS
$43.70
$76.38
$88.62
$121.30
Dental BOR MetLife GT Humana CompBenefits Access GT Humana CompBenefits PPO
Employee
Employee + Child
Employee + Spouse
Family
Vision
$30.84
$58.58
$61.66
$98.66
$18.80 $22.30
$39.24 $45.50
$37.80 $46.82
$63.14 $75.74
Eye Med
Employee
$6.44
Employee + Child
$13.02
Employee + Spouse
$12.40
Family
$19.70
Long-Term Care
John Hancock Life & Health Insurance Company
Contact John Hancock at 1-888-354-6498 within 60 days of hire to enroll without evidence of insurability.
CIGNA Basic Term Life and AD&D
Maximum of $25,000 – 100% Institute Paid
Voluntary
Supplemental
Term Life
Employee
Spouse
Note:
• BOR Spouse Rates see
Dependent Term Life below
• GT Spouse Rates are the same
as Employee, but are based
upon spouse’s age.
BOR CIGNA Supplemental Term Life and AD&D GT Unum Supplemental Term Life GT Unum AD&D
Age Rate per $1,000 of Age Rate per $1,000 of Coverage:
as of 12/31/12 Coverage: as of 1/1/12 Non-Tobacco Tobacco
Rate of Coverage:
Under 25 $0.09 Under 25 $0.05 $0.07
25-29 $0.10 25-29 $0.06 $0.08
30-34 $0.12 30-34 $0.08 $0.10
35-39 $0.13 35-39 $0.10 $0.14 $0.02 per $1,000 of
40-44 $0.15 40-44 $0.12 $0.17 coverage for
45-49 $0.20 45-49 $0.17 $0.26 Employee, Spouse,
50-54 $0.29 50-54 $0.27 $0.44 and Children
55-59 $0.52 55-59 $0.52 $0.80
60-64 $0.80 60-64 $0.77 $1.00
65-69 $1.55 65-69 $1.52 $1.88
70+ $2.46 70+ $2.46 $3.05
Dependent Term Life $10,000 of Coverage Per Dependent Child: Increments of $2,000 up to $10,000
Spouse and/or Child $4.70 total covers all dependents $0.18/$2,000
Short-Term Disability
Unum
60% income replacement (tax-free) up to $2,000 per week up to 11 weeks
.0019 times covered monthly earnings
Long-Term Disability
Unum
60% income replacement (tax-free) up to $10,000 per month up to Normal retirement age
.0039 times covered monthly earnings
Flexible Spending Accounts
U.S. Bank
Health Care
Dependent Care
Health Savings Account
Maximum annual deferral for Health Care FSA is $5,000;
Maximum annual deferral for Dependent Care FSA is $5,000
U.S. Bank
One time set-up fee of $10.00; monthly maintenance fee of $2.75.
Monthly maintenance fees are waived if you maintain a balance of $2,500 or more.

GLOSSARY OF BENEFIT TERMS
12
Co-insurance – Agreement between the insured and the insurance company where a payment is shared for claims above the
deductible covered by the policy. For example, under a “90/10” plan, the insurance company pays 90% and the insured pays
10% after the deductible is met.
Co-payment – A payment made by an individual who has health insurance, usually at the time a service is received, to offset
some of the cost of care. Co-payments are a common feature of health plans. Co-payment size may vary depending on the
service, generally with lower co-payments required for visits to a regular medical provider and higher payments for services
received in the emergency room. Co-payments do not accumulate toward a plan’s deductible nor out-of-pocket maximum.
Co-payments are generally not required for care deemed to be “preventive”.
Deductible – Amount the covered insured must pay up front before the plan will pay any expenses.
Health Care Flexible Spending Account (FSA) – A Health Care FSA allows you to set aside pre-tax money via payroll
deduction to pay for certain out-of-pocket health care expenses not covered by your insurance plan(s). Some examples of
expenses you can pay with your Health Care FSA include co-payments, deductibles, orthodontia, hearing aids, chiropractic
treatment, laboratory fees, mental health counseling, etc. Not eligible if participating in an HSA.
Dependent Care Flexible Spending Account (FSA) – A dependent care FSA allows you to set aside pre-tax money via payroll
deduction to pay for eligible dependent care expenses for a qualifying dependent. A qualifying dependent includes a tax
dependent of yours who is under age 13, any other tax dependent of yours, such as an elderly parent or spouse who is
physically or mentally incapable of self-care and has the same principle residence as you.
Formulary Drugs – Prescription medications, as maintained by your health plan, which are determined to be safe and
effective. These drugs are regularly reviewed and the formulary is updated to reflect current medical standards of drug
therapy. Generally, there are three types of drugs on the formulary: generic (lowest cost), preferred brand (mid-range cost)
and non-preferred brand (highest cost).
Guaranteed Issue Amount – The amount of coverage a newly eligible employee may obtain regardless of health conditions.
Health Savings Account (HSA) – A tax-advantaged medical savings account available to employees enrolled in a Qualified
High Deductible Health Plan (HDHP). The funds contributed to an HSA are not subject to federal income tax at the time of
deposit and unused funds roll over and accumulate year to year if not spent.
In Network Provider – A contracted provider of health care (physicians, hospitals, testing centers, etc.) that has negotiated
discounted fees for their services in return for higher anticipated patient volume.
Life Insurance Conversion – The right to exchange/convert your term life insurance policy to a higher cost, permanent
contract without evidence of insurability requirements.
Life Insurance Portability – Portability of life insurance allows eligible insureds to continue the life insurance at affordable
term life rates.
Open Enrollment – The annual period during which you may choose to make changes in your benefits for the next plan year.
Please note, various eligibility rules may apply.
Out of Network Provider – A doctor, hospital or other provider which is not under a negotiated contract with the insurance
carrier for the plan in which you are enrolled.
Out-of-Pocket Maximum – The maximum amount an insured is required to pay on a calendar year basis under a plan or
insurance contract.
Permanent Whole Life Insurance – A life insurance policy which provides protection for the “whole” of your life, as long as
the required premium payment is made in a timely manner. In addition to the guaranteed death benefit and level premiums,
the policy will earn a cash value and typically generate dividends.
Pre-existing Condition – A condition or diagnosis which existed (or for which treatment was received) before coverage
began under a current plan or contract and for which benefits are not available or are limited.
Term Life Insurance – Provides a stated benefit upon the death of the insured. Typically the term life insurance contract runs
for a stated period/term of time and does not provide any cash value and/or dividend or returns beyond the stated death benefit.