2013 benefits open enrollment guide - Jones Lang LaSalle

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2013 benefits open enrollment guide - Jones Lang LaSalle

2013 benefits open enrollment guide

Employees (including California, Hawaii and Oregon residents)

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Our approach is simple. Make smart

healthcare choices – you pay less.

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Key dates

Monday, Oct. 22

Enrollment opens

Friday, Nov. 2

Enrollment ends

Monday, November 5

Preliminary benefits confirmation

statement e-mailed to your Jones

Lang LaSalle e-mail (changes must

be made by Friday, November 9).

Open enrollment

Selecting a health plan for yourself and your family is one of the most important decisions you will make this

year. This decision involves balancing the costs of each of the different plans offered by Jones Lang LaSalle

with other plans available to you, along with other variables that affect you and your family. Choosing the right

plan ensures that you receive the health benefits and services that matter most to you.

Benefits Open Enrollment, which takes place from Oct. 22 through November 2, 2012, is your once-a-year

opportunity to review this valuable coverage and make important choices for the coming year.

Take time during Benefits Open Enrollment to learn about the different health care options available to you

and your family. More importantly, take time to understand what you can do to save money and become

active for life!

Monday, November 11

Final confirmation statement e-mailed

to your Jones Lang LaSalle email

address.

Our approach is simple: health first. The healthier you and your family are, the less you pay for health care

coverage. Focusing on your health not only reduces your health care costs, it improves your overall quality of

life.

We call this approach Health Empowerment.

We are committed to providing you with the best tools, resources, and incentives to help you achieve your

health goals and reduce your health care costs. Simply take advantage of these opportunities, make healthsmart

decisions and take action.

But it’s not just about us providing you with the best tools and resources to help you achieve your goals. We

ask that you to be aware of your health status and to engage in behaviors that either improve your health

and/or maintain your current healthy status. Taking personal responsibility will help you reduce your health

care costs.

It’s also important to remember that health care cost isn’t just the amount taken from your paycheck

(premiums). You have the ability to earn back a percentage of your premium and reduce your health care

cost. By taking action you can:

–– Receive a 10 percent premium reduction by taking the Wellness Pledge.

–– Earn up to $500 per person ($1,000 per couple) for Health Rewards (“Health Bonus”).*

Please take time to review the “Want to save money Think about these simple ways to reduce your

health care costs and get healthier in the process!” section in this guide for ways you can improve your

health and reduce your costs.

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About this guide

This guide is intended as a summary of what you need to know for open enrollment. For additional detail,

we strongly encourage you to visit the 2013 Open Enrollment site on Connect, as well as review the Benefits

Summary Guide and to listen to short, concise podcasts on key Open Enrollment topics.

*Please note that all employees receiving this Open Enrollment Guide are eligible for medical benefits

through UnitedHealthcare (assuming you meet the eligibility requirements). However, employees in Oregon

and California are also eligible for Kaiser Permanente. Employees in Hawaii are only eligible for Kaiser

Permanente. This Open Enrollment Guide is divided into separate medical sections for UnitedHealthcare and

Kaiser Permanente.

Learn more about Benefits Open Enrollment and your choices at the Benefits Open Enrollment Connect site.

Important Information

This document is intended as a summary of basic benefit plan provisions and is not a

substitute for the official plan documents. If there are any inconsistencies between this

summary and the official plan documents, the official plan documents prevail. The Company

may add, modify or eliminate benefit programs at any time, and will advise employees of

any such changes consistent with regular communication processes. This summary is not a

promise or guarantee of employment and does not modify the Company’s standard at-will

employment policy.

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Open Enrollment Basics

Because your health care needs

change from year to year, it’s

important to take a fresh look at the

benefits available and choose the

plan that best fit your needs for the

coming year.

If you take no action during the

Open Enrollment period, your 2012

elections will apply (except for

Flexible Spending Accounts and

Health Savings Accounts) and you

will remain in the same plan covering

the same family members, as long as

they remain eligible.

Benefits Terminology and Definitions 101

Benefits terminology isn’t always easy to understand. Before you explore this guide in-depth, take a

moment to read over the basic terminology to help you become a better informed health care consumer.

Beneficiary: An individual designated by the employee to receive proceeds or benefits from the

employee’s life insurance or retirement plans.

COBRA (Consolidated Omnibus Budget Reconciliation Act): A Federal Law that allows employees and

their dependents to continue insurance coverage after a Qualifying Event, such as reduction in hours or

termination of employment. Cost is at the total premium rate, plus an administration fee.

Deductible: The annual out-of-pocket payment that you make before your plan begins to pay for your

healthcare—typically hospitalization or procedures, NOT preventive care.

Dependent: An individual such as a child, same-sex domestic partner, or spouse that is eligible for

coverage under the employee’s insurance plans.

Flexible Spending Account: A Flexible Spending Account (FSA) allows an employee to set aside a

portion of his or her earnings to pay for qualified medical and/or dependent care expenses. Money

deducted from an employee’s pay into an FSA is not subject to payroll taxes. Note: Unused funds at the

end of the effective year are forfeited.

Health Savings Account: A Health Savings Account (HSA) is a tax-advantaged medical savings account

available to employees who are enrolled in the Plus or Basic medical plan options. The funds contributed

to the account are not subject to federal income tax at the time of deposit and the funds roll over and

accumulate year to year if not spent. You can also take the money with you when you leave to save for

future medical expenses.

Network: Hospitals and providers having a contracted agreement with a health plan company to make

covered services available to members at a significantly lower rate than those you would receive by going

out-of- network.

Open Enrollment: The annual period during which employees re-enroll or have the option to change their

benefit selections.

Out-of-network: Services received from a non-participating provider. These services require deductible

and coinsurance payments. Does not apply to Kaiser Permanente

Out of pocket maximums: The most an employee would be expected to pay on services. This is the

deductible amount plus your coinsurance maximum. Once the out-of-pocket maximum is met, covered

services are paid at 100 percent of the allowed charge for the rest of the calendar year.

Premium: Payment made on an insurance policy on a regular, periodic basis.

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Preventive Care: Health care services that are covered at 100 percent by the plan if you use an innetwork

provider, not subject co-pay, deductible, or coinsurance. If received out-of-network you will be


subject to the plans coinsurance at the out of network allowable amounts, not subject to the deductible.

Status Change / Qualifying Mid-Year Event: A qualifying life event such as marital status change, birth or death of a dependent, eligibility

change, or job status change, that allows an employee to change benefit elections at a time other than Open Enrollment.

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Want to save money Think about these simple ways to reduce your health care

costs and get healthier in the process!

Did you know that you can make a difference in your health and your cost for health care in several areas by taking charge of your health Use the

checklist to help you find ways to save money and reduce the cost of your health care.

Impact Area

Your Contributions

Wellness Pledge

Agree to achieve a healthy weight (BMI of 18.5 - 25) and not smoke, or complete a

free coaching program.

Covering your Spouse/Domestic Partner

If available, cover your spouse under another employer’s comparable medical plan

rather than our plan.

Choose the right medical option

Make sure you choose the best option based on premium, plan benefits, expected

claims, availability of a company HSA contribution and comfort level with paying for

unexpected claims. Take advantage of the Plan Cost Estimator (UHC only) to help

you decide.

Your Share of Medical Expenses

Preventive Exams

Make sure to get regular preventive care exams paid at 100 percent by Jones Lang

LaSalle when received in-network only.

Biometric Screening

Engage in screening for BMI, cholesterol, blood pressure and glucose, either on

site at your office or with your doctor.

Health and Wellness Coaching

Take advantage of free personal wellness and health coaching to help manage a

health risk or medical condition.

The Four Evils

Stay away from the four evils of excessive eating/portion size, inactivity, tobacco,

and stress.

Network Providers and Premium Providers (UHC Only)

Use network providers and, where available, “premium” providers.

Rewards

Health Rewards

Achieve healthy numbers for biometrics or complete wellness coaching program.

Kaiser Permanente’s program differs. See the Kaiser Permanente Health Rewards

section in the open enrollment guide for more details.

Centers of Health

Participate in a Center for Health and help it get certified.

Fitness Challenge (similar to Active for Life)

Join a team and finish first, second or third in your division.

Health Savings Account

Eligible Option

Elect a Plus or Basic plan.

Your Contributions

You can contribute your own money up to legal maximums.

Why It Matters

10 percent premium reduction.

This can save you money with no loss of benefits.

Choosing the wrong option can cause you to pay more than you need to and miss

a chance to save for future medical expenses.

Eliminating health risks, before they turn into large claims, can save you

money.

Identifying and treating/eliminating health risks, before they turn into large claims,

can save you money.

Completing a program will help eliminate a health risk or effectively manage a

condition, resulting in a positive impact on your health and a potential decrease

in your medical claims and cost.

A healthy lifestyle will help avoid medical claims and improve your health.

Staying in-network gets you better benefit coverage. Using premium providers

can save you even more money.

Earn up to a $500 Health Bonus for yourself and $500 for your spouse/domestic

partner—great way to earn back a percentage of your premium.

Earn funding in 2013 for local health related programs such as on-site Weight

Watchers, charitable walk/runs, etc.

Earn attractive prizes.

Receive a $600 (single) or $1,200 (plus one or family) annual company

contribution. Tax savings and money are available for current and future expenses.

Tax savings and money are available for current and future expenses.

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Health Care Reform

In 2013, the following are the

changes to our health benefits due to

the requirements of the Heath Care

Reform law:

• Decrease in the amount of money

you can put toward your Flexible

Spending Account (FSA)

• Expanded women’s preventive

coverage

Health Care Reform will likely bring

additional changes to the Jones

Lang LaSalle benefits program in

2014. We will continue to keep you

informed and provide you with details

well in advance for 2014 Open

Enrollment.

What’s changing in 2013

For 2013, there will be some changes to your benefits, as outlined below.

General Benefit Plan Changes and Health Reform Act Changes Regardless of Medical Carrier

• Annual deductibles are increasing for the Standard and Plus medical plan options.

• Expanded women’s preventative coverage. In an effort to both emphasize the importance of preventive

health services and ensure that you have the ability to attend to these vital exams and services, Jones

Lang LaSalle has expanded the preventive women’s care services provided at 100 percent.

These additional services are provided with no cost-sharing to you. The following services are newly

covered under the expanded women’s preventive care services benefit:

––

FDA approved contraception methods and counseling.

––

Select list of women’s contraceptives will be covered at 100 percent. Please note that not all.

contraceptives are covered. Please refer to your medical carrier for a listing of approved contraceptives.

––

Domestic violence screening and counseling.

––

Human papillomavirus (HPV) testing beginning at age 30, and for every three years thereafter.

––

Prenatal Services Breast-feeding equipment.

––

Healthy Pregnancy Program.

Please see the complete 2013 Benefits Summary Guide for more information on Expanded Women’s

Preventative Coverage or visit the Benefits for Life page on Connect.

• As part of the Health Reform Act, a mandated decrease in maximum annual contribution to Health

Care Flexible Spending accounts from $5,000 to $2,500 will take place in 2013.

• Health Savings Accounts. Increase in total annual contributions (Jones Lang LaSalle + employee) from

$3,100 to $3,250 for single coverage and from $6,250 to $6,450 for single + one and family coverage.

However, the catch up contribution for those 55 and older remains the same at $1,000.

• Dental maximum increase. The annual benefit maximum for the dental plan has increased from $1,500

to $2,000.

• Lifetime maximum for orthodontia is increasing. The lifetime maximum for the orthodontia benefit has

increased from $1,500 to $2,000.

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Want to learn more

Visit the Benefits for Life page on

Connect to download podcasts,

read articles, get more in-depth

information to changes to your

benefits for 2013, and find out dates

for 2013 Benefits Open Enrollment

webinars and more!

UHC Medical Plan Specific Changes

• All preventive services must be received in-network to be covered at 100 percent. Normal plan

coinsurance will apply if preventive services are done out-of-network.

• Hearing aids can cost thousands of dollars. UHC now offers hearing aid coverage for employees and

their dependents. This new benefit covers a new hearing aid every three years. Normal plan co-insurance

and deductibles apply for in- and out-of-network services/facilities. UHC has also selected a preferred

vendor to provide UHC participants hearing aids at a discounted cost.

• Medical Necessity replaces prior authorization and requires additional services to be pre-approved when

received out of network. Employees are now responsible for contacting UHC to obtain authorization for

services. The penalty for not receiving prior authorization but is determined medically necessary will be a

$250 fee. If determined to be not medically necessary, “no benefits are paid”, meaning participant

will have to pay 100 percent of the cost. A complete list of required services is located at the bottom of

the UHC medical comparison chart on page 18 of this guide.

• We’re introducing a new program called Orthopedic Decision Support. Orthopedic Decision Support

is a program for members with knee, hip, shoulder and low back pain who are willing to participate in one

to three shared decision making sessions with a coach.

• Health Rewards Program. You can now earn up to $500 per person ($1,000 per couple) for Health

Rewards (“Health Bonus”).

• UHC will be switching to mandatory mail-order service for covered medications taken on a long-term

basis. As a result your cost will be much lower. If you use the mail order pharmacy option, you will pay the

mail-order coinsurance for up to a 90-day supply.

If you continue to purchase your covered long-term medication at a retail pharmacy, you will pay

the entire cost for those medications after the second purchase.

To help you transition to mail-order service, the first two times you purchase each long-term covered

medication at a retail pharmacy, you will pay your retail copayment. After that, you will pay the entire cost.

You should continue to purchase short-term covered medications at a retail pharmacy. You will pay your

retail pharmacy copayment for short-term medications.

• Progression Rx (Step Therapy). Most medical conditions have multiple medication options. Although

the options’ clinical effectiveness may be similar, their prices vary widely. With the Progression Rx (step

therapy) Program, you get the treatment you need, usually at a lower cost.

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With this program, you need to try a Step 1 medication first, before a Step 2 medication may be covered.

If you bring a prescription for a Step 2 medication to the pharmacy, our system will automatically check


your claims history for a Step 1 medication. If you have claims history for a Step 1 medication, the Step 2

medication may be processed. If not, the pharmacist will contact your doctor. The pharmacist will also get

a message that explains the Progression Rx program and the Step 1 medication options offered for drug

coverage. Only you and your doctor make decisions about your treatment and medication options.

For more information on Progression Rx, please refer to the Benefit Summary Guide or listen to the

Changes to the 2013 prescription plan podcast.

• Selective changes have been made to the Prescriptive Drug List (PDL). Please review the PDL

located on the Benefits Open Enrollment site.

Kaiser Permanente Medical Plan Specific Changes

• Kaiser Permanente will now be an vailable option in Oregon and still available in California and

Hawaii. Jones Lang LaSalle has contracted with Kaiser Permanente to offer the Standard, Plus and Basic

plan options in the state of Oregon. For more information please refer to the Kaiser Permanente medical

plan section of the Open Enrollment guide.

Which Healthcare Provider is Available to Me

UnitedHealthcare

Kaiser Permanente

(CA,OR)

Kaiser Permanente

(Hawaii)

California Yes Yes No

Oregon Yes Yes No

Hawaii No No Yes

All other states Yes No No

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Wellness Pledge

In order to receive a 10 percent

discount on my monthly medical

contribution, each of my covered

dependents and I, agree to the

following:

• I agree to achieve/maintain a

body mass index of 18.5 - 25. If

not at this healthy weight, I agree

to complete a healthy weight

coaching.

• I agree to not smoke or use

tobacco products. If I smoke, I

agree to complete a stop-smoking

coaching program, and I agree to

quit smoking.

• By electing the Wellness Pledge,

I understand and agree to follow

the guidelines above. If I do not

follow the Wellness Pledge, I will be

required to pay a higher premium

rate for medical coverage for the

remainder of the plan year.

Which managed health care

company can I select when making

my decision for medical coverage

Jones Lang LaSalle offers three

managed health care company plans

to choose from:

• UnitedHealthcare - Available to

all U.S.-based employees except

employees in Hawaii.

• Kaiser Permanente - Only

available to employees in California

and Oregon.

• Kaiser Permanente Hawaii - This

is the only medical option for

employees based in Hawaii.

Before you enroll: Helpful steps and hints for making your 2013 elections

Open Enrollment for 2013 coverage is Monday, October 22 – Friday, November 2, 2012.

Before you enroll, make sure you take advantage of all of the Open Enrollment resources available to you by

visiting the Benefits Open Enrollment site on Connect. This includes listening to all of the available podcasts,

reading the FAQs, attending one of the live Open Enrollment webinar or listening to a recorded Open

Enrollment webinar. Also, don’t forget to discuss the various benefit options with your family.

Step One

Consider if you want to…

• Enroll your spouse/domestic partner or child under another employer’s medical plan to potentially save

money.

• Enroll in a UnithedHealthcare or a Kaiser Permanente Medical Plan (applies to residents of CA and OR).

• Change the dependents you cover.

• Choose a different medical plan.

• Agree to the Wellness Pledge and determine if you meet the requirements for 2013.

• Participate in a Health Savings Account (HSA).

• Participate in a Flexible Spending Account (FSA).

• Increase your life insurance.

• Enroll for Critical Illness Insurance.

• Enroll in Met Law-Hyatt Legal insurance.

• Change your tax treatment for company-paid long-term disability insurance.

Important: If you do not enroll and take action, your current elections remain in effect with the

following exceptions:

• You must re-elect any Flexible Spending Account (FSA) options.

• You must re-elect employee HSA if you wish to continue employee HSA contributions.

Step Two

Consider ways to reduce your cost and improve your health! Use the reduce your health care costs

worksheet on page eight for ideas.

If you qualify to take the wellness pledge when you enroll, you can reduce your premium by 10 percent,

Step Three

Enroll in benefits by going to the PeopleSoft enrollment site.

Important note:

The HRSC is only available for

questions until 6 p.m. CT.

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Step Four

Confirm your elections by reviewing your Confirmation Statement. You will receive an e-mail on Monday,

Nov. 5 with a link to your Confirmation Statement. Review this carefully! Log in to PeopleSoft to make any

changes. Corrections must be made by Friday, November 9 at 11:59 p.m. Central Time.


Choose carefully

The Jones Lang LaSalle benefits

package lets you choose the benefits

that you want and need. You decide

which levels of coverage are best for

you and your family.

Note: Make your elections carefully.

Unless you experience an IRSqualified

status change, you cannot

change your elections until the Open

Enrollment period for 2014 benefits.

If you experience an IRS-qualified

status change during the year you

must notify the HR Service Center

within 31 days after the event has

occurred.

Eligibility

All Employees

You are eligible to participate in the Jones Lang LaSalle employee benefit plans if:

• You are an employee of Jones Lang LaSalle who works at least 30 hours per week.

• You are not covered by a collective bargaining agreement that provides alternative coverage.

• You are not hired as a temporary employee.

• Hawaii employee are eligible to participate if you work at least 20 hours per week

Please note:

• Independent Contractors should refer to the Benefits Open Enrollment Guide for Independent Contractors.

Dependents

Eligible dependents include:

• Your spouse or same or domestic partner (opposite or same sex). Please refer to Dependent Affidavit

for eligibility criteria surrounding domestic partners.

• Your children who are less than 26 years old.

• Disabled dependents. Disabled dependents must be certified while covered under the medical plan for

continuation of coverage.

If you enroll a new dependent not currently enrolled, you are required to provide documentation by the end of

the open enrollment period. It is your responsibility to agree with the Dependent Affidavit on your self-service

enrollment pages, compile the required documentation and send to the HR Service Center. If you do not

provide the required documentation, your dependent coverage terminates.

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Medical section for all U.S.-based employees

participating in the UHC plan (Excluding

Hawaii)


Things to consider when deciding

which medical plan is right for you

and your family:

• Can your spouse or domestic

partner obtain coverage elseware

i.e. under their employer’s health

plan

• Anticipated major medical and/or

prescription drug expenses.

• Are your prescription drugs on the

“preventive” list (UHC PPO Plus

and Basic only)

• Changes based on Health Care

Reform laws now covering certain

contraceptives.

• Monthly premium

• Importance of a tax free health

cost savings account for health

expenses now or in the future such

as for retirement.

• Determine if you want to participate

in Health Empowerment Rewards

Program and participate in the

Wellness Pledge.

• Are your doctors in the network

• For UnitedHealthcare plan options,

use the price cost estimator on the

UHC premember website.

Medical

Your health matters. Staying well and feeling good enhances your quality of life, not just for you, but also

for the important people in your life. Jones Lang LaSalle understands that access to quality, affordable

healthcare is a key to staying well or getting healthy if you suffer from an acute illness or chronic condition.

Jones Lang LaSalle is committed to your health and well-being and to our philosophy of employees

managing their health. We demonstrate our commitment by providing multiple choices in medical plan

options designed to meet your needs and the needs of your family. Please refer to the following medical

comparison charts for the plan options available in your state as your options may differ.

How the Medical Plans Work

The PPO plans use a network of preferred providers who agree to provide health care services to plan

members at discounted fees. With the PPO plans, you may receive care from any provider you wish, but you

receive the highest level of benefit when you visit a provider that is part of the UnitedHealthcare network.

Remember, if you choose to go out of network in 2012. With these plans, you never need a referral from a

primary care physician to visit a specialist.

The firm offers three options:

Traditional PPO

• The PPO Standard Plan (no Health Savings Account)

Account-based PPOs

• The PPO Plus Plan (includes Health Savings Account)

The PPO Basic Plan (includes Health Savings Account)

For more details about your 2013 benefit choices, go to Connect.

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UHC Medical Plan cost estimator

Choose the right plan for you with the custom Plan Cost Estimator from UnitedHealthcare.

Are you wondering which plan is right for you, given your unique health care and financial needs The

custom Plan Cost Estimator gives you the information you need to make the best decision. It’s easy, online

and personalized just for you.

The Plan Cost Estimator tool takes health information about you and your family and predicts medical costs

for the upcoming year. In just a few steps, you can see how much each plan option will cost. The results are

based on paycheck contributions, copays, deductibles and coinsurance. You get a good idea of costs up

front, which could help save you money.

The Plan Cost Estimator will:

• Provide detailed comparisons for premiums, out-of-pocket costs, per-paycheck contributions and more.

• Determine how much money to set aside for flexible spending and/or health savings accounts.

You don’t need to enter any health plan details – they are already part of your custom Plan Cost Estimator.

Click here to start using the Health Plan Comparison Calculator.

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Comparing the PPO plans

Medical Expenses

Prescription Drug Expenses

Stage PPO Standard PPO Plus/PPO Basic PPO Standard PPO Plus/PPO Basic

Preventative Medical Care

• Routine Physical

• Well-child care

• Immunizations

• Mammograms

• Prostate exams

In-Network – Company pays

100% with no deductible.

Out-of-Network Company pays

60% with no deductible

In-Network – Company pays

100% with no deductible.

Out-of-Network PPO Plus

Company pays 60% with no

deductible. Out-of-Network PPO

Basic Company pays 50%with no

deductible.

Normal prescription drug benefits

apply for preventive medications

Normal prescription drug benefits

apply for preventive medications.

Deductible not yet met (nonpreventive

care)

Deductible met; coinsurance

begins

You pay 100% You pay 100% Normal prescription drug benefits

apply

Company pays:

In-network: 80%

Out-of-network: 60%

Company pays:

PPO Plus

In-network: 80%

Out-of-network: 60%

PPO Basic

In-network: 70%

Out-of-network: 50%

Normal prescription drug benefits

apply

For non-preventive medications,

you pay the full cost until

you meet your medical plan

deductible

Normal prescription drug benefits

apply

Out-of-pocket limit is reached

You pay 0%, Company pays

100%

You pay 0%;

Company pays 100%

Normal prescription drug benefits

apply

You pay 0%,

Company pays 100%

See the plan description and prescription drug sections for more information.

Preventive care is available through UHC’s Medical Plans — At No Cost to You!

Keeping up with regular preventive care is one of the best ways to identify potential health risks – and take steps to minimize those risks – before

they become a problem.

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Summary of medical program features

Plan Summary Chart for employees participating in the UHC medical plan

PPO Standard PPO Plus PPO Basic

Feature In-network Out-of-network In-network Out-of-network In-network Out-of-network

Who Provides Care

Preventative Care

• Routine physical exam

• Well-child care

• Well-woman exam

• Immunizations

• Screenings

Annual Deductible

Network doctor or

hospital

100% without having to

meet your deductible

Doctor or hospital not in

the network

60% of allowable

amount without having

to meet your deductible

Network doctor or

hospital

100% without having to

meet your deductible

Doctor or hospital not in

the network

60% of allowable

amount without having

to meet your deductible

Network doctor or

hospital

100% without having to

meet your deductible

Doctor or hospital not

in the network

50% of allowable

amount without

having to meet your

deductible

• Employee

• Employee+1

• Family

Coinsurance

(Company pays)

Annual Out-of-Pocket Maximum (You pay;

includes deductible)

• Employee

• Employee+1

• Family

HSA Company Contribution (Company pays)

• Employee

• Employee+1

• Family

Office Visit

Medical Necessity Requirements

Surgery or Hospital Care (Company pays)

Maternity Care

(Company pays)

• Office visits

• Hospital charges

Infertility Treatment

(Company pays)

($20,000 lifetime max.)

**Must contact Reproductive Resource Services

for authorization to receive benefits. Contact

UnitedHealthcare at +1 800 996 2057.

Mental Health Treatment (Company pays)

• Outpatient

• Inpatient hospital charges

Vision Exam

(You pay)

Therapy,

Chiropractic care,

Private duty nursing

$500

$1,000

$1,250

80%

$2,000

$4,000

$5,000

N/A

80% after deductible

$1,250

$2,500

$3,125

60% of allowable

amount after deductible

$5,000

$10,000

$12,500

N/A

60% of allowable

amount after deductible

$1,250

$2,500

$3,125

80%

$3,000

$6,000

$7,500

80% after deductible

contributions are prorated

$600

$1,200

$1,200

No pre-authorization is needed for services received in-network.

Authorization is required for certain services received out-of-network.*

If pre authorization not obtained but determined medically necessary by UHC: $250 penalty

If determined not medically necessary by UHC: No benefits will be paid

80% after deductible

80% after deductible

80% after deductible

**See requirement

80% after deductible

60% of allowable

amount after deductible

60% of allowable

amount after deductible

Not covered

60% of allowable

amount after deductible

80% after deductible

80% after deductible

80% after deductible

**See requirement

80% after deductible

$3,125

$6,250

$7,800

60% of allowable

amount after deductible

$7,500

$15,000

$20,000

60% of allowable

amount after deductible

60% of allowable

amount after deductible

60% of allowable

amount after deductible

Not covered

60% of allowable

amount after deductible

$25 co-pay, one exam every calendar year

$2,700

$5,400

$6,750

70%

$5,000

$10,000

$12,000

contributions are prorated

$600

$1,200

$1,200

70% after deductible

70% after deductible

70% after deductible

70% after deductible

**See requirement

70% after deductible

After deductible is met. Coinsurance applies. Per calendar year maximum visits allowed:

Physical, occupational and speech, 25 visits; Chiropractic, 30 visits; Private Duty Nursing, 35 visits.

$5,400

$10,800

$13,500

50% of allowable

amount after

deductible

$10,000

$20,000

$24,000

50% of allowable

amount after

deductible

50% of allowable

amount after

deductible

50% of allowable

amount after

deductible

Not covered

50% of allowable

amount after

deductible

*Services requiring pre-notification when received out-of-network

• Accidental dental • Home health care services • Hospice services

• Reconstructive procedures • Mental health / substance abuse services • Inpatient hospital stays

• BRCA testing (breast cancer susceptibility) • Non-emergent ambulance • Skilled nursing / inpatient rehab facilities

• Inpatient maternity stays greater than 48 and again at

96 hours

• Durable medical equipment > $1,000 including insulin

pumps

• Rehab Services (outpatient) - chiropractic

• Transplant services

• Pregnancy – Healthy Pregnancy Notification Program

• Therapeutics (outpatient) – dialysis, intensity modulated radiation therapy, MR-guided focused ultrasound

• Bariatric coverage is available in-network only.

Page 18

• Congenital heart disease resource services and

surgeries

• Clinical Trials

• Surgery (outpatient) - diagnostic catheterization, electrophysiology implant, sleep apnea surgeries


Health Rewards program for employees participating in the UHC medical plan

The Health Rewards program incents you to make smart choices to improve or maintain your health and rewards you for taking action and getting

healthy results.

When you (and your spouse or domestic partner) enroll in a UnitedHealthcare medical plan, you will automatically receive a personalized

scorecard that identifies opportunities for you to earn points.* One point equals one dollar toward a Health Bonus: up to $500 per employee and an

additional $500 per spouse/domestic partner. Health bonuses awards will be paid out twice in 2013 and a final payout in April of 2014.

• $25 – Complete health assessment (new for 2013)

• $25 – Complete preventive visit (new for 2013)

• $25 – Submit biometric screen results to UHC

• $425 – Achieve healthy biometric results or complete related health coaching program (new for 2013; points can be earned for two point

improvement in BMI score, in addition to achieving a score in the “healthy” range or completing a health coaching program)

-BMI

-Cholesterol

-Blood Pressure

-Glucose level

• $75 – Diabetes condition management

Total:

• $500 – Total Health Rewards Opportunity each for employees and spouse or domestic partner not at risk for diabetes

• $575 – Total Health Rewards Opportunity each for employees and spouse or domestic partner participating in diabetes management

Page 19


Medical/Rx rates for UHC - Contribution bands

Monthly premiums are based in part on your annual base salary and your role with the company as of October 1:

• Band One – National, Regional and International Directors

• Band Two – Employees who earn $60,000 or more, with the exception of those who fall under Band One

• Band Three – Employees who earn less than $60,000

Note: Commission-eligible employees will fall under Band One or Band Two.

Your cost for medical coverage

Below are the employee contributions for 2013 medical/Rx plans. You can reduce the cost of your premium contribution by 10 percent if

you choose to agree to the Wellness pledge when you enroll for your 2013 medical elections. You can also earn back health care dollars by

participating in the Health Rewards bonus program and could earn up to $500 per employee and $500 per spouse/domestic partner. Bonuses are

paid in May, September of 2013 and April of 2014.

For more information on the Health Rewards Bonus program and the Wellness Pledge, please refer to the Benefits Summary Guide on Connect.

Below are the medical rates for employees not participating in the Wellness Pledge. Employees who participate in the Wellness Pledge can

save an additional 10 percent. Jones Lang LaSalle continues to pay 76 percent of health care costs.

UnitedHealthcare rates for employees not participating in the Wellness Pledge

PPO Standard PPO Plus PPO Basic

Employee monthly contribution

Contribution Band Employee Employee+1 Family Employee Employee+1 Family Employee Employee+1 Family

Band One 123.89 283.16 478.80 114.67 262.10 443.19 54.40 124.34 210.24

Band Two 112.63 257.42 435.27 104.25 238.27 402.89 49.45 113.03 191.12

Band Three 109.12 249.40 421.71 101.00 230.85 390.34 47.90 109.50 185.14

“Imputed Income

Example – If you enroll in the Plus plan with Employee only coverage, Band 2 and do not participate in the Wellness pledge your monthly premium

will be $104.25. If you participate in the wellness pledge you can save 10 percent and your monthly premium would be $94.77. That is a

savings back in your pocket of $9.48 per month!

Imputed income is the term the IRS uses for the amount applied to the value of any benefit or service that should be considered income for the

purposes of calculating your federal taxes. Under current IRS provisions, the value of employer-paid medical and dental coverage for anyone who

is not your tax dependent (e.g. domestic partner) is considered imputed income and is subject to FICA (Social Security and Medicare), federal

income taxes and any other required payroll tax unless the domestic partner meets IRS guidelines as a dependent.

Page 20


NEW for 2013:

• Mandatory Mail for Recurring Drugs

• Progression Rx (Step Therapy)

• Women’s Preventive Health Rx

Prescription drug coverage - UHC

Each medical plan option provides comprehensive prescription drug coverage as described below. For

more information about prescription drugs, refer to the Prescription Drug Information section at http://

welcometouhc.com/JLL. The same prescription drug benefit applies to all three plans. However, eligibility for

benefit payment differs by plan.

Standard

• Benefits are paid for all prescription drugs before medical deductible is met

• Your prescription drug coinsurance does not count toward your out-of-pocket limit

Plus and Basic

• Preventative: benefits paid before medical deductible is met. Prescription drug coinsurance does not

count toward your out-of-pocket limit

• Non-Preventive: benefits not paid until medical deductible is met. After the medical deductible is met, you

start paying coinsurance, which also applies to your out-of-pocket limit

• Check preventive drug list on United Healthcare’s pre-enrollment site at http://welcometouhc.com/JLL.

United HealthCare Prescription Drug benefits- Standard, Plus, Basic plans

Prescription drug benefits - PPO Standard, PPO Plus, PPO Basic plans

Tier 1

Tier 2

Tier 3

Infertility Drugs

Retail (30-day supply)

You pay 10% coinsurance

($5 minimum, $50 maximum)

You pay 20% coinsurance

($30 minimum, $75 maximum)

You pay 40% coinsurance

($50 minimum, $100 maximum)

$5,000 lifetime maximum

Mail Order (90-day supply)

You pay 10% coinsurance

($12.50 minimum, $125 maximum)

You pay 20% coinsurance

($75 minimum, $187.50 maximum)

You pay 40% coinsurance

($125 minimum, $250 maximum)

Following the chart above, if for example your long-term prescription drug falls into Tier 2, you have to pay 20

percent of the coinsurance, which would be a $75 to $187.50 payment.

Page 21


Medical Section for California and

Oregon employees participating in the

Kaiser Permanente Plan

Page 22


Things to consider when deciding

which medical plan is right for you

and your family:

• Can your spouse or domestic

partner obtain coverage elsewhere

i.e. under their employer’s health

plan

• Anticipated major medical and/or

prescription drug expenses.

• Changes based on Health Care

Reform laws now covering certain

contraceptive.

• Monthly premium

• Importance of a tax free health

cost savings account for health

expenses now or in the future such

as for retirement.

• Determine if you want to participate

in Health Empowerment Rewards

Program and participate in the

Wellness Pledge.

Medical

Your health matters. Staying well and feeling good enhances your quality of life, not just for you, but also

for the important people in your life. Jones Lang LaSalle understands that access to quality, affordable

healthcare is a key to staying well or getting healthy if you suffer from an acute illness or chronic condition.

Jones Lang LaSalle is committed to your health and well-being and to our philosophy of employees

managing their health. We demonstrate our commitment by providing multiple choices in medical plan

options designed to meet your needs and the needs of your family. Please refer to the following medical

comparison charts for the plan options available in your state as your options may differ.

How the Medical Plans Work

The Kaiser Permanente HMO plans use a network of preferred providers who have agreed to provide

health care services to plan members at discounted fees. These choices are HMO options, which mean you

must go only to Kaiser Permanente providers to receive benefits. There are no out-of-network benefits.

Referrals from your primary care physician may be required to go to some types of specialists.

The firm offers three Kaiser Permanente options:

Traditional Option

• The Standard Plan (no Health Savings Account)

Account-based Options

• The Plus Plan (includes Health Savings Account)

• The Basic Plan (includes Health Savings Account

The comparison chart on the next page provides you with an overview of our Kaiser Permanente medical

program features. Please review the information carefully as you cannot change your medical option

until the next open enrollment period, unless you have a qualified family status change.

Page 23


Plan Summary Chart for California and Oregon employees participating in the Kaiser Permanente plan

The comparison chart below provides you with an overview of our medical programs. Please review the information carefully as you cannot change

your medical option until the next open enrollment period, unless you have a qualified family status change.

Important note:

The Kaiser Permanente plan is only available to employees based in California and Oregon.

Who Provides Care

Preventative Care:

KP STANDARD OPTION KP PLUS OPTION KP BASIC OPTION

There are no out-of-network benefits available. Only services provided by a Kaiser Permanente provider are considered covered

benefits.

100% 100% 100%

• Routine physical exam

• Well-child care

• Well-woman exam

• Immunizations

• Screenings

Annual Deductible

• Employee

• Employee+1

• Family

$500

$1,250

$1,250

$1,250

$3,100

$3,100

Coinsurance 80% N/A 70%

Annual Out-of-Pocket Maximum

(includes deductible)

• Employee

• Employee+1

• Family

HSA Company Contribution

• Employee

• Employee+1

• Family

$2,000

$5,000

$5,000

N/A

$3,000

$7,500

$7,500

Contributions are prorated

$600

$1,200

$1,200

$2,700

$6,150

$6,150

$5,000

$12,000

$12,000

Office Visit $20 copay $20 copay $30 copay

Surgery or Hospital Care

• Inpatient

• Outpatient

Infertility Treatment

Mental Health Treatment

• Outpatient

• Inpatient hospital charges

80% after deductible $250 per admission after deductible for

outpatient

50% Coinsurance after deductible (for

diagnosis and treatment)

$20 per individual visit for outpatient

80% after deductible for inpatient

$150 per procedure after deductible for

Inpatient

50% Coinsurance after deductible (for

diagnosis and treatment)

$20 per individual visit for outpatient

$250 per admission after deductible for

inpatient

Contributions are prorated

$600

$1,200

$1,200

70% after deductible

50% Coinsurance after deductible (for

diagnosis and treatment)

$30 per individual visit for outpatient

70% after deductible for inpatient

Vision Exam 100% $20 Copay after deductible $30 Copay after deductible

Page 24


Health Rewards Program “HealthWorks” for California and Oregon employees participating in the

Kaiser Permanente Plan

The Rewards program, for those enrolling in Kaiser Permanente, will remain unchanged in 2013.

• $100 – Completion of a Biometric Screening

• $50 – Start a Healthy Living Program or Total Health Assessment

• $50 – Remain active in a Healthy Living Program or Total Health Assessment for 30 days

• $50 – Remain active in a Healthy Living Program or Total Health Assessment for 90 days

• $50 – Remain active in a Healthy Living Program or Total Health Assessment for 180 days

Total dollar amount $300 administered as a gift card through Kaiser Permanente.

Page 25


Medical/Rx rates for Kaiser Permanente - Contribution bands (California and Oregon employees)

Monthly premiums are based in part on your annual base salary and your role with the company as of October 1:

• Band One – National, Regional and International Directors

• Band Two – Employees who earn $60,000 or more, with the exception of those who fall under Band One

• Band Three – Employees who earn less than $60,000

Note: Commission-eligible employees will fall under Band One or Band Two.

Your cost for medical coverage

Below are the employee contributions for 2013 medical/Rx plans. You can reduce the cost of your premium contribution by 10 percent if

you choose to agree to the Wellness pledge when you enroll for your 2013 medical elections. You can also earn back health care dollars by

participating in the HealthWorks program and could earn up to $300 per employee and $300 per spouse/domestic partner.

For more information on the HealthWorks program and the Wellness Pledge, please refer to the Benefit Summary Guide on Connect.

Below are the medical rates for employees not participating in the Wellness Pledge. Employees who participate in the Wellness Pledge can

save an additional 10 percent. Jones Lang LaSalle continues to pay 76 percent of health care costs.

Contribution

Band

EMPLOYEE

Medical rates for those employees NOT participating in the wellness pledge.

KP STANDARD KP PLUS KP BASIC

EMPLOYEE

+ 1

FAMILY EMPLOYEE EMPLOYEE

+ 1

FAMILY EMPLOYEE EMPLOYEE

+ 1

Band 1 92.50 210.79 353.33 91.90 209.40 334.71 72.63 165.35 260.22

Band 2 84.30 192.04 321.62 83.74 190.77 304.69 66.22 150.72 236.97

Band 3 81.74 186.20 311.74 81.21 184.97 295.33 64.22 146.15 229.69

FAMILY

Example – If you enroll in the Plus plan with Employee only coverage, Band 2 and do not participate in the Wellness pledge your monthly premium

will be $83.74. If you participate in the wellness pledge you can save 10 percent and your monthly premium would be $76.34. That is a savings

back in your pocket of $7.40 per month!

Imputed income is the term the IRS uses for the amount applied to the value of any benefit or service that should be considered income for the

purposes of calculating your federal taxes. Under current IRS provisions, the value of employer-paid medical and dental coverage for anyone who

is not your tax dependent (e.g. domestic partner) is considered imputed income and is subject to FICA (Social Security and Medicare), federal

income taxes and any other required payroll tax unless the domestic partner meets IRS guidelines as a dependent.

Page 26


Kaiser Permanente Prescription drug coverage – California and Oregon

Each medical option provides comprehensive prescription drug coverage as described below. All prescriptions must be filled through a Kaiser

Permanente pharmacy.

• Standard

––

Benefits are paid for all prescription drugs before medical deductible is met.

––

Prescription drug coinsurance does not count toward your out-of-pocket maximum.

• Plus and Basic

––

Prescription drug benefits are not paid until you meet your medical deductible.

Prescription Drugs

Pharmacy/Retail: Generic

Pharmacy/Retail: Brand

Pharmacy/Retail: Day Supply

Mail Order - Generic

Mail Order - Brand

Mail Order - Day Supply

Kaiser Permanente - Oregon + California

$10 Co-pay

$30 Co-pay

30-day supply

$20 Co-pay

$60 Co-pay

90-day supply

Page 27


Medical Section for Hawaii employees

participating in the Kaiser Permanente

Plan

Page 28


Medical

Your health matters. Staying well and feeling good enhances your quality of life, not just for you, but also

for the important people in your life. Jones Lang LaSalle understands that access to quality, affordable

healthcare is a key to staying well or getting healthy if you suffer from an acute illness or chronic condition.

Jones Lang LaSalle is committed to your health and well-being and to our philosophy of employees

managing their health. We demonstrate our commitment by providing multiple choices in medical plan

options designed to meet your needs and the needs of your family. Please refer to the following medical

comparison charts for the plan options available in your state as your options may differ.

Things to consider when deciding

which medical plan is right for you

and your family:

• Can your spouse or domestic

partner obtain coverage elsewhere

i.e. under their employer’s health

plan

• Anticipated major medical and/or

prescription drug expenses.

• Changes based on Health Care

Reform laws now covering certain

contraceptives.

How the Medical Plan Works

The Kaiser Permanente HMO plans use a network of preferred providers who have agreed to provide health

care services to plan members at discounted fees. These choices are HMO options, which mean you

must go only to Kaiser Permanente providers to receive benefits. There are no out-of-network benefits.

Referrals from your primary care physician may be required to go to some types of specialists.

For 2013 the only change to your Medical plan benefits is under the expanded women’s preventive care.

Please see the What’s changing section for 2013 at the beginning of the guide for more details.

Employee Contributions

For 2013, employees will experience the following increases in their share of the premiums:

Single coverage: No Increase!

Employee + 1 coverage: 7.5 percent increase

Family coverage: 7.3 percent increase

Page 29


Plan Summary Chart for Hawaii employees participating in the Kaiser Permanente plan

The comparison chart below provides you with an overview of our medical programs.

Please review the information carefully as you cannot change your medical option until the next open enrollment period, unless you

have a qualified family status change.

Feature

Who provides care

Annual deductible

• Employee

• Employee+1

• Family

Maximum benefits while insured

Annual out-of-pocket maximum (included deductible)

• Employee

• Employee+1

• Family

Office Visits

Preventative care

• Routine physical exam

• Well-child care

• Well-woman care

• Immunizations

• Screenings

Surgery or hospital care

• Inpatient

• Outpatient surgery

Mental health coverage

• Outpatient

• Inpatient hospital

Prescription drug coverage

There are no out-of-network benefits available. Only services provided by a Kaiser

Permanente provider are considered covered benefits.

None

None

$2,500

$5,000

$7,500

$25 per visit

No Charge

$150 per day for inpatient care

$25 per visit for outpatient surgery

$25 per visit for outpatient

$150 per day for inpatient

$15 per prescription

Mail order: Two drug co-payments for a 90-consecutive-day supply

Page 30


Imputed income is the term the IRS

uses for the amount applied to the

value of any benefit or service that

should be considered income for

the purposes of calculating your

federal taxes. Under current IRS

provisions, the value of employerpaid

medical and dental coverage

for anyone who is not your tax

dependent (e.g. domestic partner) is

considered imputed income and is

subject to FICA (Social Security and

Medicare), federal income taxes and

any other required payroll tax unless

the domestic partner meets IRS

guidelines as a dependent.

Medical/Rx rates for Kaiser Permanente - Contribution bands (Hawaii employees)

KP - Hawaii

Employee Monthly

Contribution

EMPLOYEE EMPLOYEE + 1 FAMILY

$17.86 $191.99 $314.16

Page 31


Page 32

Additional benefits information for all

U.S.-based employees including

California, Oregon and Hawaii


Health Savings Account*

(HSA) Contribution Limits

The total amount you can contribute to an HSA is based on our coverage level and the amount the firm

contributes. The chart below shows how much you and the firm can contribute in 2013.

Plus Plan

Basic Plan

HSA Catch-up Contributions

Coverage Level Company Contribution Your Maximum

Contribution

Employee

Employee +1

Family

Employee

Employee +1

Family

$600

$1,200

$1,200

$600

$1,200

$1,200

$2,650

$5,250

$5,250

$2,650

$5,250

$5,250

Total Allowable

Contribution

$3,250

$6,450

$6,450

$3,250

$6,450

$6,450

If you are age 55 or older, the IRS allows you to contribute an additional amount to your HSA. For 2013, you

may contribute an additional $1,000.

Advantages of an HSA

HSA’s are a great tool for smart health care consumers. Here are a few of the advantages:

Jones Lang LaSalle Annual

Company Contributions

Employee

$600/year¹

Employee +1/Family

$1,200/year

Getting your HSA Started

Contributions to your HSA are held in

an account provided by OptumHealth

Bank.

To get the most from the Plus and

Basic plans, you should understand

how an HSA works and how it can

benefit you. Please refer to Connect

for more information about HSAs.

OptumHealth Bank takes the hassle

out of opening your HSA. Once you

enroll in the Plus or Basic plan, your

HSA account automatically opens.

You’ll receive a welcome letter with

information about accessing your

account on-line or over the phone

along with general information about

using your HSA.

You will also receive a debit card

that can be used to pay for eligible

expenses.

OptumHealth Bank

+1 877 365 7923

www.optumhealthbank.com

Employee Contributions

Use the money for…

Eligibility

Portability

IRS Annual Limits

*You can contribute pre-tax money to your account¹

*Your HSA savings are deposited into an interest bearing account, you don’t pay taxes

on interest earned.

*When you use your HSA funds for medical expenses, you won’t pay taxes on them.

*Build your balance for future medical expenses during your retirement years.

*You can use your HSA to pay for eligible medical, dental, vision, certain healthcare

premiums like COBRA.

*Once you’ve accumulated $2,000 in your HSA, you can invest in a variety of highly

rated mutual funds.

Domestic partners are not eligible to use HSA funds if he/she does not qualify as a

tax dependent. NOT ELIGIBLE if: enrolled in Medicare, spouse is enrolled in his/her

employers FSA plan, can be claimed as a tax dependent, have coverage in another

plan that has a lower deductible than Plus or Basic.

There is no “use-it-or-lose-it” rule, if you have money in your HSA account at the end of

the year, it rolls-over in your account for the next year if you leave Jones Lang LaSalle

for any reason, you take it with you.

Annual contribution limits for 2013 are $3,250 for individuals and $6,450 for families.

IRS regulations permit a one-time roll over into an HSA.

* HSA does not apply to employees in Hawaii.

¹Employee and employer contributions are funded at the end of each month on a prorated basis.

Page 33


Flexible Spending Accounts (FSA)

Jones Lang LaSalle offers employees an opportunity to pay for expenses such as childcare and healthcare expenses on a pre-tax basis through

an FSA.

Healthcare FSA

*NEW- the annual FSA contribution limit for 2013 has decreased from $5,000 to $2,500. The HealthCare FSA works differently depending on which

medical plan option you select. This is due to changes in the Health Care Reform laws.

If you enroll in the Standard Plan option, you may use your FSA to reimburse all eligible out-of-pocket medical, dental, and vision care expenses.

If you enroll in the Plus or Basic Plan, your Healthcare FSA is considered a limited purpose FSA by the IRS and may only be used to

reimburse dental and vision expenses.

Child/Elder (Dependent) Care FSA

The Dependent Care FSA reimburses you for expenses incurred in the form of wages paid to a licensed baby sitter, licensed day care center,

nursery school, adult day care center, or housekeeper caring for an eligible dependent.

You will also receive a debit card for eligible expenses.

If you live in the states of Massachusetts, Maine, and New Hampshire you will not receive a Consumer Account MasterCard from UnitedHealth

Care. You will need to submit claims for reimbursement through UnitedHealth Care.

Use the money for…

Contributions

Participation

Portability

Healthcare FSA

Reimbursement for medical, dental, and/or vision

expenses. NOTE: you can no longer use for over the

counter medication without a prescription.

Dependent (child) care FSA

Reimbursement for expenses incurred in the form of

wages paid to a baby sitter, licensed day care center,

and adult day care center up to age 13.

Contributions to both FSA accounts are on a pre-tax basis. This is solely an employee funded account and JLL makes

no funding contributions.

You must enroll each year if you wish to participate in an FSA plan.

Any money left in the account is forfeited at the end of the calendar year, or after all eligible claims have been paid.

IRS Annual Contribution Limits $2,500 $5,000

For more information on Flexible Spending Accounts, refer to the Benefit Summary Guide on Connect.

Page 34


Critical Illness Insurance Supplements Your Medical Coverage

Critical Illness Insurance pays a lump sum amount if you or a covered dependent (spouse, domestic partner, child) contract a covered critical

illness. To apply for critical illness insurance, you must have medical insurance in place, but it doesn’t have to be the coverage provided by Jones

Lang LaSalle; you could be covered under your spouse or domestic partner’s employer.

Benefit Categories and Amounts

The “category benefit amount” is $15,000 each for you and your spouse/domestic partner and $10,000 for each dependent child.

Category 1: Certain cancer-related conditions

Category 2: Certain heart-related conditions

Category 3: Certain other conditions

After 100 percent of a category benefit amount is paid, that category is closed with no additional payments. If you are later diagnosed with a

different covered condition in one of the two remaining categories, you can receive another lump sum benefit payment for that category. There is

a 180-day benefit suspension period between diagnosed conditions in different categories. Once 100 percent of the category benefit amount has

been paid in each of the three categories ($45,000 total), the coverage is terminated.

Costs of Coverage

Costs are based on employee age. Monthly premiums are listed below:

Employee Age EE Only EE +1 EE +2 or more


MetLife

+1 800 942 0854

Ways to save on dental costs

• Get regular exams and cleanings;

they’re covered by the plan at 100

percent, and regular check-ups may

prevent future problems.

• Use your HSA or FSA to pay for

your out-of-pocket dental expenses.

• Visit a dentist in the MetLife

network to receive services at a

discounted rate.

• For more information and to register

and create an account, go to http://

welcometouhc.com/JLL.

Dental

The chart below outlines features of the dental plan. If you do not make an election during Open Enrollment,

your 2013 coverage will be the same as your current election and you will be eligible for the new increased

benefit amounts.

NO ID CARDS ARE ISSUED

Dental plan features

Annual deductible • Employee: $50

• Employee +1: $150

• Family: $150

Annual benefit maximum

How the plan works

Predetermination of Benefits

Orthodontia

(adults and children)

Preventive services are not subject to deductible.

$2,000

Preventative services are included as part of the

annual benefit maximum.

After any applicable deductible, the plan pays the following

percentage of eligible expenses, subject to reasonable and

customary charge limits.

• Preventive Services 100% (semi-annual exams, X-rays and

cleanings)

• Basic Services 80% (fillings, root canal excluding molars,

periodontics)

• Major Services 50% (dentures, inlays/onlays, crowns, bridges,

oral surgery, dental implants)

If charges for a course of treatment will exceed $200, a treatment

plan should be submitted to MetLife for review ahead of time.

The dentist will receive an estimate of the plan’s benefits, which

you should review together.

Plan pays 50%, up to $2,000 lifetime maximum per person

Does not apply to annual benefit maximum.

Employee monthly

contribution

Contribution Band

Employee Employee+1 Family

One $11.08 $26.97 $48.40

Two $10.20 $24.79 $44.36

Three $9.99 $24.29 $43.49

Page 36


Vision – Two Options

When you enroll in one of the medical plan options, you are automatically eligible for one eye exam every

calendar year. This exam should be billed though your medical plan. There is no benefit for glasses or

contact lenses. For more information on coverage please refer to your medical plan section in the Benefits

Summary Guide on Connect.

Save on vision expenses

• Visit providers in the VSP network

for the greatest savings.

• Use your HSA or FSA to pay for

your out-of-pocket vision expenses.

Enroll for additional vision coverage through Vision Services Plan (VSP) and receive additional,

comprehensive vision benefits.

NO ID CARDS ARE ISSUED.

Employee monthly contribution

Feature VSP Provider Non-VSP Provider

Your monthly contribution Employee: $7..34

Employee +1: $10.45

Family: $18.73

How to obtain benefits

Employee: $7.34

Employee +1: $10.45

Family: $18.73

Schedule an appointment with a VSP doctor of your choice. You may have an exam

every 12 months and may obtain frames every 24 months and lenses every 12 months

OR contact lenses every 12 months. You do not need an ID card.

To find a VSP doctor near you, call +1 800 877 7195 or visit the VSP website at www.

vsp.com.

Eye exam You pay $10 Reimbursement up to $25 for exam

Glasses

Contact lenses

You pay $20 for glasses (lenses and

frames) up to a frame value of $170.

For frames more than $170, you pay the

difference less a 20% discount on any

amount over $170.

The plan pays up to a certain scheduled

amount for lenses and frames. You are

responsible for the difference.

Claim submission is required.

Plan provides $130 allowance toward the full cost. Medically necessary contact lenses

are covered in full.

Laser vision correction Plan offers a discount. Contact VSP at +1 800 877 7195

VSP

+1 800 877 7195

www.vsp.com

Page 37


Life and Accidental Death and Dismemberment Insurance

To help you create a secure financial future for you and your dependents, Jones Lang LaSalle provides basic life and AD&D insurance at no cost

to you at 2X your annual salary up to a max of $250,000(commission eligible employees receive flat rate. Refer to the Benefits Summary Guide

on Connect for more information. Open Enrollment is your chance to elect or increase supplemental coverage, subject to approved evidence of

insurability (EOI). The chart below highlights the coverage and eligibility requirements.

Note: National, Regional and International Directors have different life insurance options and a separate enrollment process administered by Lenox

Advisors and MetLife.

Employee supplemental Life, Supplemental AD&D and Dependent Life Insurance options

Employee Supplemental $50,000 - $700,000 You pay 100% (see chart below)

Spouse/Domestic partner $10,000 - $150,000 up to 100% of your total insurance You pay 100% (see chart below)

Child(ren) $5,000 - $25,000 You pay 100%; premium is the same regardless of the

number of children covered.

2013 Supplemental (Employee and spouse/Domestic Partner) Life Insurance Rates

Age

Monthly Cost per $1,000 of Coverage


EMPLOYEE SUPPLEMENTAL AD&D

For all employees are eligible to purchase additional AD&D coverage beyond what the company provides. No EOI is required for this plan.

Plan Eligibility Coverage Level Amount of Coverage Cost of Coverage

Supplemental AD&D

All employees including

commission eligible and Directors

Supplemental $50,000 $400,000

$100,000 $500,000

$150,000 $600,000

$200,000 $700,000

$300,000

You pay 100%

$0.016 per $1,000 of coverage

For more information on Life, AD&D and EOI rules please refer to the Benefit Summary Guide on Connect.

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Disability

Jones Lang LaSalle provides three types of assistance if you become disabled and are eligible: leave of absence assistance specific to disability

situations (FMLA), short-term disability, and long-term disability.

We address long-term disability here because you can change your type of contribution at Open Enrollment. For more information about disability

and leave of absence, visit Connect.

Long-term disability

Jones Lang LaSalle provides three types of assistance if you become disabled and are eligible: leave of absence assistance specific to disability

situations (FMLA), short-term disability, and long-term disability. We address long-term disability here because you can change the tax treatment of

this benefit at Open Enrollment.

––

Before-Tax: You can choose to have the premium that Jones Lang LaSalle pays for your long-term disability added to your W-2 and pay

any imputed income tax each pay period. If you choose this option, any disability payments subsequently made to you would not have income

tax withheld.

––

After-Tax: You can choose to exclude the premium that Jones Lang LaSalle pays for your long-term disability from your W-2, pay no

imputed taxes now and have any disability payments be taxable.

The default option (if you have not elected otherwise) is After-Tax. Your election is irrevocable once the plan year begins. You should consult a tax

advisor when making the decision between these two options.

If you previously made an election, this choice carries over year to year, unless you change it.

For more information about disability and leave of absence, refer to the Benefits Summary Guide on Connect.

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MetLaw – Hyatt Legal Plan

If you choose to enroll in the Hyatt Legal Plan, you and your family will have access to legal services for almost all personal legal matters. This

benefit gives you easy and low-cost access to a wide variety of personal legal services.

Monthy amount: $20

This benefit is currently only offered to full-time, non-union employees and will automatically roll-over annually during open enrollment. For more

information on MetLaw – Hyatt Legal Plan refer to the Benefit Summary Guide on Connect.

Hyatt Legal Plan

1-800-821-6400

www.legalplans.com

Password: GetLaw

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Contacts

The following contacts may be useful to you as you make your 2013 benefit enrollment decisions. A full list of contacts can be found on Connect.

Critical Illness Insurance

MetLife

+1 800 GET MET 8

+1 800 438 6388

www.metlife.com/mybenefits

Medical

Kaiser Permanente

California

+1 800 464 4000

www.my.kp.org/jll – pre member site

www.kp.org – current members

Dental

MetLife

+1 800 942 0854

www.metlife.com/mybenefits

Prescription Drug Coverage

Kaiser Permanente

California

+1 800 464 4000

www.my.kp.org/jll – pre member site

www.kp.org – current members

Flexible Spending Account (FSA)

UnitedHealthcare

+1 800 996 2057

www.myuhc.com

Medical

Kaiser Permanente

Hawaii

+1 808 432 5955 (Oahu)

+1 800 966 5955 (from neighboring islands)

www.my.kp.org/jll – pre member site

www.kp.org – current members

Prescription Drug Coverage

Kaiser Permanente

Hawaii

+1 808 432 5955 (Oahu)

+1 800 966 5955 (from neighboring islands)

www.my.kp.org/jll – pre member site

www.kp.org – current members

FMLA/Disability/Leave of Absence

Liberty Mutual

+1 888 526 5768

www.MyLibertyConnection.com

Company code: JLL101

Life Insurance: Standard

HR Service Center

+1 866 580 7421

HR.ServiceCenter@am.jll.com

MetLaw - Hyatt Legal Plan

Hyatt Legal

+1 800 821 6400

www.legalplans.com

Non-members should select: Thinking about enrollment

Password: GetLaw

Medical

Kaiser Permanente

Oregon

+1 800 813 2000

www.my.kp.org/jll – pre member site

www.kp.org – current members

Health Empowerment Program

UnitedHealthcare

+1 800 996 2057

Life Insurance: Enhanced (GVUL)

Long-Term Disability: Supplemental

Lenox Advisors GVUL

+1 800 962 7734

Or

MetLife GVUL

+1 800 846 0124 (new enrollees)

+1 800 756 0124 (current policy holders)

Prescription Drug Coverage

UnitedHealthcare

+1 800 996 2057

www.myuhc.com

Jones Lang LaSalle Service Center

HR Service Center

+1 866 580 7421

HR.ServiceCenter@am.jll.com

Prescription Drug Coverage

Kaiser Permanente

Oregon

+1 800 813 2000

www.my.kp.org/jll – pre member site

www.kp.org – current members

Health Savings Account (HSA)

OptumHealth Bank

+1 877 365 7923

www.optumhealthbank.com

Medical

UnitedHealthcare

+1 800 996 2057

www.myuhc.com (members)

http://welcometouhc.com/JLL (pre-enrollment site)

Vision

VSP

+1 800 877 7195

www.vsp.com

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