New Hire Enrollment Guide - HCA Rewards

HCA-G61
OCTOBER 2012
It’s time me tto
e m
enroll
HCA NEW HIRE
BENEFITS OVERVIEW
AND ENROLLMENT
PACKET

Welcome to HCA Rewards!
We are excited to have you as a new HCA-affi liated employee. Make sure you enroll by the deadline printed
on the cover letter you received with this brochure so you don’t miss out on all the HCA benefi ts and
rewards that can help you and your family stay healthy and plan for the future.
Top 7 Things to Know and
What to Do:
� The cover letter you received with this brochure
shows your enrollment period. You must enroll for
benefi ts during this time period. You can go to
www.HCArewards.com beginning on the fi rst
day of your enrollment period to activate your
HCArewards.com account.
� You will be automatically enrolled in the HCA medical
plan default coverage listed on your cover letter if you
do not enroll by your deadline.
� You will be automatically enrolled in the HCA 401(k)
Plan unless you opt out. Once you are enrolled, you can
log on to HCArewards.com and click on “BConnected”
at any time to monitor your account and change your
contribution or investment election (see page 4 to learn
more about the HCA 401(k) Plan).
� To enroll in benefi ts by your deadline and/or opt
out of the HCA 401(k) Plan, you must log on to
HCArewards.com and click on “BConnected”
in the blue bar at the top of the screen (see page 3).
� Your HCA benefi ts coverage will begin on your benefi ts
eff ective date, which can be found on your cover letter.*
Your HCA 401(k) Plan participation will begin on the fi rst
day of the month following two consecutive months of
service.
� You can earn extra money to pay for eligible healthcare
expenses by participating in the HCA Wellness Program
(see page 13).
� If you have retirement savings from a previous employer,
you may want to consider rolling it over to the HCA
401(k) Plan (see page 5).
* If your benefi ts eff ective date is not listed on your cover letter, you
can fi nd it by logging on to HCArewards.com and clicking on
“BConnected” to enroll.
Where You’ll Find It:
Quick Look at Great Benefi ts .................................1
HCArewards.com Account Activation.................2
How to Enroll ............................................................3
Retirement Benefi ts ................................................4
HCA Well Care Medical Program ...........................8
Reimbursement Accounts................................... 10
HCA Wellness Program ........................................ 13
Dental Plan Options ............................................. 14
Vision Benefi ts ....................................................... 15
Life Insurance ........................................................ 15
Other Valuable HCA Benefi ts and Rewards ..... 16
Time Away from Work Programs ....................... 18
Important Notices ................................................ 20
Note: If you (and/or your dependents)
have Medicare or will become eligible
for Medicare in the next 12 months,
a federal law gives you more choices
about your prescription drug coverage.
Please see page 23 for more details.

Quick Look at Great Benefi ts
HCA 401(k) Plan Save for a secure future by taking
advantage of your facility match,
numerous investment tiers and
fund options
FinancialKnowledge®
Program
Participate in a free fi nancial
education program to help you
and your family prepare for
the future
Medical Plan Choose from at least three
diff erent options to fi t your
lifestyle and needs
Reimbursement
Accounts
Use tax-advantaged dollars to
cover certain healthcare and
dependent expenses
HCA Wellness Program Take personal health assessments,
participate in screenings and
receive rewards
Dental and Vision Receive discounts on dental
and vision care by using a
network provider
Life and Long-Term
Disability
Provide fi nancial security for you
and your family in case of death,
serious injury, disability or illness
Short-Term Disability Replaces a percentage of your pay
when you’re away from work due
to a non-work-related personal
illness or injury
Paid Time Off A bank of hours you can use to
receive your full rate of pay during
vacation or other eligible time
away from work
Adoption Assistance Receive assistance with agency,
placement and attorney fees
Consumer Discounts Enjoy discounts and off ers at
more than 200 of the world’s most
popular retailers
CorePlus Benefi ts Receive additional benefi ts such
as legal assistance, home and
auto insurance and much more
Employee Assistance
Program (EAP)
Seek confi dential counseling or
get referral service for personal,
legal and fi nancial services for you
and your family
1
What – When –
and YOUR Actions
DAY 1 OF YOUR ENROLLMENT PERIOD
HCArewards.com
Activate your HCArewards.com account
(see page 2 for details).
DAY 1 THROUGH YOUR ENROLLMENT
DEADLINE
Your window of opportunity
Enroll in medical, dental, vision and other benefi ts,
as well as reimbursement accounts. Your deadline is
printed at the top of the cover letter included with this
brochure and can also be found online by logging on to
HCArewards.com and clicking on “BConnected.”
YOUR BENEFITS EFFECTIVE DATE
Enrolled in default benefi ts if you
didn’t enroll by your deadline
Oops! Forgot to enroll?
If you didn’t take action to actively choose your benefi ts,
you will receive the default coverage listed on your
cover letter and online (log on to HCArewards.com
and click on “BConnected”).
ON THE FIRST DAY OF THE MONTH AFTER
TWO CONSECUTIVE MONTHS OF SERVICE
HCA 401(k) Plan auto enrollment
You are automatically enrolled in the HCA 401(k) Plan
with a 3% contribution from your pay. You are also
enrolled in the Auto-Save feature, which automatically
increases your contribution by 1% in January each year
(up to 15%).
Want a higher contribution, diff erent investment fund
or want to opt out? Log on to HCArewards.com and
click on “BConnected.”
LATE FALL 2013
Next chance for benefi ts enrollment
HCA Annual Benefi ts Enrollment — your next
opportunity to choose or change many of your benefi ts
unless you experience a qualifying change in status.
DEC. 31, 2013, AND JAN. 1, 2014
Benefi ts end and start over
Last day of the 2013 benefi ts plan year and fi rst day
of the 2014 benefi ts plan year.
MARCH 15 AND MARCH 31, 2014
Flexible Spending Account (FSA) magic dates
March brings important dates for funds in Health Care
or Day Care FSA accounts. You have until March 15,
2014, to incur eligible expenses, and you must submit
all claims for reimbursement no later than March 31,
2014, OR you’ll forfeit any remaining 2013 money.

Step 1: Activate Your Account
Before you enroll, activate your HCArewards.com account!
You will have access to activate your HCArewards.com account beginning on the fi rst day of your enrollment period.
HCArewards.com is your source for customized benefi ts information, provider directories, videos and more! You will
need to activate your HCArewards.com account before you enroll for benefi ts.
2
Go to HCArewards.com
Enter your HCA 3-4 ID*
Enter the last four digits of
your Social Security number
followed by the month, day
and year of your birth date
(####MMDDYYYY)
Follow the instructions to
create and confi rm a new
password
Enter your email address
Select security questions
and provide answers
Once you submit all the
appropriate information,
a notice will indicate your
account has been activated.
Click on “Continue” to return to
the login page, where you will
enter your HCA 3-4 ID and the
password you created.
* Don’t know your 3-4 ID? Check with
your facility’s HR Offi ce.

Step 2: Enroll in Benefi ts
IT’S EASY — HERE’S HOW:
Once your HCArewards.com account is active, follow the
steps below to enroll.
HAVE DEPENDENT INFORMATION READY:
If you’re enrolling a dependent for coverage,
you’ll need your dependent’s full legal name,
date of birth and Social Security number.
GO ONLINE: Log on to HCArewards.com and click
on “BConnected.” Then, select the “My Life” tab and
choose “Your Current Events” and “Annual Enrollment.”
TAKE ANY REQUIRED ACTION: If you have
actions pending on BConnected, you’ll see a
message on the home page.
REVIEW YOUR OPTIONS AND CHOOSE
YOUR BENEFIT PLANS: BConnected includes
tools and resources to help you make benefi t
decisions based on the coverage you
need and the cost you can aff ord.
ENROLL BY YOUR DEADLINE! You must
enroll during your enrollment period, which is
printed at the top of the cover letter included with this
brochure. It also can be found online by logging on to
HCArewards.com and clicking on “BConnected.”
3
IF YOU HAVE QUESTIONS ABOUT
ENROLLING:
Call BConnected at 1-800-566-4114. Representatives are
available Monday through Friday, 7 a.m. to 7 p.m., Central
time (except on holidays).
• If you have already activated your account at
HCArewards.com, you will be asked to enter
the password you created online to access
the BConnected phone system.
• If you have not already activated your
account at HCArewards.com, you will
be asked to enter the last four digits
of your Social Security number and
your date of birth (####MMDDYYYY).
You can also go online to activate
your HCArewards.com account.
You can use the same password to
access HCArewards.com and the
BConnected phone system.
HOW TO ADD DEPENDENTS
During your Annual Benefi ts Enrollment period,
you may enroll your eligible dependents. If you add a
dependent, you will be required to submit documentation
to verify eligibility, such as a birth certifi cate or marriage
license. Keep in mind that adding a dependent to one
benefi t does not automatically add him or her to your other
benefi ts. In other words, if you want to cover your new
child under medical, dental, vision and dependent life, you
need to add that child to your coverage on each individual
benefi ts screen. For information about dependent eligibility,
log on to HCArewards.com and click on “Summary Plan
Descriptions.”
CHOOSE FOR YOURSELF!
If you do not enroll by your deadline, you will
receive the default coverage listed on your cover
letter included with this brochure. You can also
fi nd this information online by logging on to
HCArewards.com and clicking on “BConnected.”

Retirement Benefi ts
The HCA 401(k) Plan combines the contributions from
your facility with your own contributions to help you save
for the future. Your facility provides a 100% match on your
contribution* (from 3% to 9% of pay) based on your years
of service. So, for every dollar you contribute, your facility
contributes $1 (up to your matching level). Combined with
your personal savings and Social Security benefi ts, this
program plays an important role in helping you meet
your future fi nancial goals.
401(k) PLAN HIGHLIGHTS
• On the fi rst day of the month following two consecutive
months of service, you can begin contributing a
percentage (up to 50%) of your pay or a fl at dollar amount
from each paycheck. You can defer up to the IRS limit of
$17,000 for 2012.
• IRS limits are subject to change. Log on to
HCArewards.com and click on “BConnected” to view the
2013 limits.
• If you are or will reach age 50 during the year, you are
eligible to make an additional “catch-up” contribution of
$5,500 in 2012. Catch-up contributions are not eligible for
matching contributions.
• Your facility matches your contributions — dollar for
dollar — from 3% to 9% of your pay, based on your years
of vesting service.
FACILITY CONTRIBUTION
YEARS OF VESTING
SERVICE 401(k) PLAN MATCH
0 – 4 100% of 3% of pay
5 – 9 100% of 4% of pay
10 – 14 100% of 6% of pay
15 – 19 100% of 7% of pay
20 – 24 100% of 8% of pay
25+ 100% of 9% of pay
* You may contribute from 1% to 50% of your before-tax pay
through payroll deduction, up to the IRS maximum. Log on
to HCArewards.com for more information. Employees age
50 or over may make additional “catch-up” contributions up
to IRS limits.
Note: Certain highly compensated employees are limited to
12% for 2013 (you will be notifi ed if this applies to you).
4
IMPORTANT
You will be automatically enrolled in the HCA
401(k) Plan.
As an eligible new employee, you will be
automatically enrolled in the HCA 401(k) Plan
and will begin participation on the fi rst day of
the month following two consecutive months of
service. Your contribution amount will begin at
3% of your pay and will increase automatically
by 1% each year until it reaches 15% or until
you actively make another election. When you
are automatically enrolled, your assets will be
invested in the Pre-Mixed 25-To-Go Fund. You
may opt out of automatic enrollment or change
your contribution or investment funds by
logging on to HCArewards.com and clicking on
“BConnected.”
THE PLACE TO GO…
Log on to HCArewards.com and click on
“BConnected” at any time to:
• View your 401(k) account
• Enroll in the 401(k) Plan (eligible on the fi rst
day of the month following two consecutive
months of service)
• Opt out of automatic enrollment
• Change your contribution rate
• Change your investment funds

VESTING
When you are vested, it means you own the rights to the
money in your HCA 401(k) Plan account.
• You are always 100% vested in your personal contributions
to the Plan.
• You earn ownership rights (become vested) in your
facility’s matching contributions through your years of
vesting service with an HCA-affi liated facility.
• You earn one year of vesting service for each calendar year
in which you perform at least 1,000 hours of service and
are age 18 or older by the end of the year.
YEARS OF VESTING
SERVICE
% VESTED
MATCHING
CONTRIBUTIONS
TO 401(k) ACCOUNT
0 – 1 0%
2 20%
3 40%
4 60%
5 80%
6+ 100%
Special rules apply if you were previously employed by an HCAaffi
liated facility. Log on to HCArewards.com for more information.
CONSOLIDATE AND ROLL OVER
Consolidate your 401(k) plans and IRAs. Go to
www.retirelink.rolloversystems.com.
5
RETIRELINK
If you are eligible for a distribution from your previous
employer’s retirement plan or qualifi ed IRA, you may want
to consider rolling over your assets into the HCA 401(k) Plan
or an IRA. Contributing rollover assets into your retirement
plan account is optional. However, there are several benefi ts
of consolidating your retirement holdings into a single
account, including better transparency of investments in
your retirement portfolio and decreased time and expenses
required to manage multiple accounts with diff erent
companies.
HCA-affi liated employees are eligible for the RetireLink
program, which off ers education and savings tools provided
by RolloverSystems. Licensed RetireLink counselors can
explain your rollover options, help you make an informed
decision and complete any paperwork. You will receive a
letter in the mail from RolloverSystems. If you have
questions, call 1-866-340-3252, or log on to
www.retirelink.rolloversystems.com.

CHOOSING THE RIGHT INVESTMENT OPTIONS
HCA makes it easy to choose how to invest your savings by dividing the investment options into three distinct tiers. You
select the investment funds for your account contributions based on your preferred investment strategy and level of fi nancial
risk and earning potential. You may allocate your savings among the funds any way you like and can invest in one or more of
these tiers:
TIER 1
PRE-MIXED TO-GO FUNDS
Designed for the investor who
wants minimal involvement —
pick one fund and reinvest
over time
With the Pre-Mixed To-Go
Funds, you select a fund based
on the number of years you
have until retirement or based
on your level of risk tolerance.
Then, as you get closer to
retiring or change your level
of risk tolerance, you should
move your savings into one
of the other Pre-Mixed To-Go
Funds. These funds vary in
the level of aggressiveness
—“aggressive” to “moderate” or
“conservative” — depending
on how much time you have to
save for retirement. You should
review your investments in Tier 1
periodically.
TIER 2
GENERAL ASSET CLASS FUNDS
Designed for the investor who
wants moderate involvement
— focusing on a mix of core
investment options
This tier includes funds that
generally represent entire
markets — for instance, Interest
Income, Bonds, U.S. Stocks and
Non-U.S. Stocks. If you invest in
these funds, you may gain wideranging
investment exposure
without having to make many
decisions about investment
styles or ways to take advantage
of the market. Plus, long-term
studies show that putting
money in each fund under the
General Asset Class Funds off ers
an easy way to diversify for longterm
saving. You should review
your investments in Tier 2 at
least once a year.
6
TIER 3
EXPANDED CHOICE FUNDS
Designed for the investor who
wants active involvement —
an active, hands-on approach
to investing
These funds might be a good
idea if you want to actively
manage at least some of
your asset allocation and
fund selection decisions. The
funds allow you to invest
in an expanded set of fi xed
income options, equity options
including growth and value
funds, emerging market
and real estate options. You
are responsible for regularly
updating your fund mix as you
age, your risk tolerance changes
or the market changes. The
Expanded Choice Funds off er
a mix of 10 investment fund
options from which you may
choose. You should review your
investments in Tier 3 at least
once every quarter.

What’s your risk
tolerance and
comfort level?
INVEST WHERE YOU ARE COMFORTABLE
LOWER RISK / CAUTIOUS
HIGHER RISK / AGGRESSIVE
PLAN WITH THE FiT TOOL
LESS INVOLVED
TIER 1
PRE-MIXED TO-GO FUNDS
5-To-Go Fund
15-To-Go Fund
25-To-Go Fund
35-To-Go Fund
45-To-Go Fund
Curious about your retirement age? HCA off ers the FiT
(Financial Independence Target) Tool to estimate at what
age you’ll be fi nancially ready to retire. Once you become
eligible for the 401(k) Plan, you’ll be able to use the FiT
Tool during the next calendar quarter after your fi rst
contribution. The FiT Tool uses your personal information
to help you predict your retirement age as well as model
diff erent investment and retirement scenarios. Log on to
HCArewards.com to use the FiT Tool!
How involved do you want to be?
TIER 2
GENERAL ASSET CLASS FUNDS
Interest Income Fund
Investment Grade Bond
Index Fund
7
S&P 500 Index Fund
International Equity
Index Fund
MORE INVOLVED
TIER 3
EXPANDED CHOICE FUNDS
Infl ation Protected Treasury
Index Fund
Long-Term Government
Bond Index Fund
High Yield Corporate
Bond Fund
Large Company Value
Index Fund
Large Company Growth
Index Fund
Small Company Value
Index Fund
Small Company Growth
Index Fund
Emerging Market Stock
Index Fund
Real Estate Investment
Index Fund
Commodities Index Fund

HCA Well Care Medical Program
Employee health is an important priority at HCA. We off er up to three medical coverage options to choose from in the HCA
Well Care* Medical Program. All three plans under the HCA Well Care program cover the same services, including offi ce visits,
inpatient and outpatient care and prescriptions. They diff er in the amount you pay for coverage, your cost when you receive
care and how care is covered (e.g., in-network versus out-of-network).
* Note: HCA Well Care is the name of the HCA Medical Plan. It is available only to eligible HCA-affi liated employees and is not affi liated with
any other company.
HCA WELL CARE PROGRAM
LEVEL 1/LEVEL A PLAN LEVEL 2/LEVEL B PLAN
High deductible
• $1,900 Individual
• $3,000 Family
Medium deductible
• $900 Individual
• $1,400 Family
8
LEVEL 3/LEVEL C PLAN
(NOT AVAILABLE IN ALL LOCATIONS)
Low deductible
• $400 Individual
• $800 Family
Low monthly employee contribution Medium monthly employee contribution High monthly employee contribution
• Plan pays 70% of most covered services
• You pay 30% coinsurance
• Plan pays 75% of most covered services
• You pay 25% coinsurance
Flexibility to see any provider you choose
(Remember: you’ll pay less coinsurance for in-network care)
In-network preventive care is 100% covered with no deductible required
• Plan pays 80% of most covered services
• You pay 20% coinsurance
Does not cover out-of-network care, except
in certain cases, such as an emergency
An HMO or POS may be off ered by your facility in addition to the HCA Well Care options or in place of the HCA Well Care
Level 3 or Level C Plan. You can learn more about the HMO or POS plans at HCArewards.com.
YOUR REIMBURSEMENT ACCOUNTS
Regardless of which medical plan you choose, there will
likely be expenses you need to pay out of your pocket.
There are two reimbursement accounts to help you
manage these out-of-pocket healthcare expenses —
the Health Care Flexible Spending Account (FSA) and
the Health Reimbursement Account (HRA).
Please see page 10 for more information about the
Reimbursement Accounts.

2013 WELL CARE MEDICAL PLAN COMPARISON
This is a summary of the Well Care medical plans. For more details on plan features, log on to HCArewards.com, refer to the Summary
Plan Description or contact your facility’s Human Resources offi ce.
HCA WELL CARE PLANS
DEDUCTIBLE
APPLIES
9
LEVEL 1/
LEVEL A PLAN
LEVEL 2/
LEVEL B PLAN
LEVEL 3/
LEVEL C PLAN
(not available in
all locations)
ANNUAL DEDUCTIBLE Individual/Family — $1,900/$3,000
YOU PAY…
$900/$1,400 $400/$800
OUT-OF-POCKET MAXIMUM Individual/Family — $5,000/$10,000 $5,000/$10,000 $3,000/$6,000
LIFETIME MAXIMUM — Unlimited Unlimited Unlimited
INPATIENT HOSPITAL SERVICES
(applies to facility services only)
HCA-Affi liated Facility1 Non-HCA In-Network or any
1, 2
Out-of-Network Facility
No
Yes
$0
30%
$0
25%
$0
20%
Non-HCA In-Network or any
1, 3
Out-of-Network Facility
Yes 75% 4 75% 4 Not covered
HOSPITAL-BASED PHYSICIANS
(radiologist, anesthesiologists,
pathologists and hospitalists)
Inpatient and Outpatient Yes 30% 25% 20%
OUTPATIENT HOSPITAL SERVICES
(applies to facility services only; includes
imaging, outpatient and ambulatory
surgery)
PHYSICIAN OFFICE VISIT
(routine services)
PREVENTIVE CARE
(physicals, colonoscopy, well-baby
and well-woman exams)
OTHER SERVICES
(durable medical, non-offi ce
physician/surgeon)
LAB SERVICES
Facility-Based Outpatient
(applies to facility services only)
LAB SERVICES
Physician Offi ce-Based
MATERNITY CARE
(physician charges)
EMERGENCY SERVICES
(if admitted, inpatient benefi ts apply;
applies to facility services only)
PRESCRIPTION DRUG BENEFIT
• Generic Step Therapy Required
• Depending on your location, you may be
required to use the Maintenance Choice
Program, which requires that you obtain
maintenance medications in a 90-day
supply from a CVS retail pharmacy or the
CVS mail-order service. For more details,
log on to HCArewards.com or contact
your facility’s Human Resources offi ce.
HCA-Affi liated Facility No $100 copay 4 $100 copay 4 $75 copay 4
Non-HCA In-Network or any
1, 2
Out-of-Network Facility
Non-HCA In-Network or any
1, 3
Out-of-Network Facility
Yes 30% 25% 20%
Yes 75% 4 75% 4 Not covered
In-Network Yes for Level 1/Level A
and Level 2/Level B only
30% 25% 20%
Out-of-Network Yes 75% 4 75% 4 Not covered
In-Network No $0 $0 $0
Out-of-Network — Not covered Not covered Not covered
In-Network Yes 30% 25% 20%
Out-of-Network Yes 75% 4 75% 4 Not covered
HCA-Affi liated Facility No $0 $0 $0
All Others Yes 30% 25% 20%
In-Network Routine Yes for Level 1/Level A
and Level 2/Level B only
30% 25% 20%
In-Network Preventive No $0 $0 $0
Out-of-Network Routine Yes 75% 4 75% 4 Not covered
Out-of-Network Preventive — Not covered Not covered Not covered
In-Network Yes for Level 1/Level A
and Level 2/Level B only
30% 25% 20%
Out-of-Network Yes 75% 4 75% 4 Not covered
HCA-Affi liated Facility
Non-HCA, In- or
Out-of-Network Facility
For coverage details, log on to HCArewards.com, refer to the Summary Plan Description or
contact your facility’s Human Resources offi ce.
Annual Deductible
(Individual/Family)
Retail (30-day supply)
— $150/$300 $150/$300 No deductible
• Generic No $5 copay4 $5 copay4 $2 copay4 • Brand-Name Yes for Level 1/Level A
and Level 2/Level B only
• Coinsurance Maximum Yes for Level 1/Level A
and Level 2/Level B only
Mail Order or Retail
(90-day supply)
• Generic
• Brand-Name
Specialty Drugs
(30-day supply)
1 Authorization required.
2 When services are NOT available at an HCA-affi liated or network facility.
40% 4 40% 4 30% 4
$120 per script 4 $120 per script 4 $90 per script 4
For coverage details, log on to HCArewards.com, refer to the Summary Plan Description or
contact your facility’s Human Resources offi ce.
No $40 copay 4 $40 copay 4 $30 copay 4
3 When services ARE available at an HCA-affi liated or network facility.
4 Does not apply to Out-of-Pocket Maximum.

Reimbursement Accounts
Your HCA-affi liated facility is proud to off er you competitive
medical and wellness programs, but we know there may be
expenses, such as coinsurance, copays and deductibles, that
you will need to pay out of your pocket. To help you cover
any medical and dependent care expenses you have during
the year, we off er tax-advantaged reimbursement accounts.
These accounts include the Health Reimbursement Account
(HRA) and two Flexible Spending Accounts (FSAs) — Health
Care and Day Care.
HEALTH REIMBURSEMENT ACCOUNT
(HRA)
HCA off ers an HRA for Wellness Credits earned in the HCA
Wellness Program (see page 13). Your HRA balance can be
used to pay for eligible out-of-pocket healthcare expenses
such as deductibles, copays and coinsurance, orthodontic
care, prescription glasses and contacts, and even laser eye
surgery. In most cases that require a copay, you can use
your WageWorks Health Care Card to pay for these expenses.
Any unused balance from 2013 rolls over to 2014.
FLEXIBLE SPENDING ACCOUNTS (FSA)
FSAs make it possible to put aside money to pay for or
reimburse yourself for eligible healthcare and dependent
care out-of-pocket expenses. The money you contribute
to an FSA is tax-exempt — it comes out of your paycheck
before your income is taxed, so you don’t pay taxes on that
income.
Health Care FSA
The Health Care FSA allows you to pay for eligible out-ofpocket
healthcare expenses, such as deductibles, copays,
orthodontic care, prescription glasses and contacts, and
even laser eye surgery.
You may contribute up to $2,500 for the 2013 plan year. Your
TOTAL contribution will be available to you on your benefi ts
eff ective date, so you can begin using it right away. In many
cases that require a copay, you can simply use your debit
card — the WageWorks Health Care Card — to pay for
eligible expenses.
10
Day Care FSA
Use the Day Care FSA to set aside money before taxes for
eligible dependent care expenses incurred while you are at
work. This includes day care for a dependent child under 13
or the care of a disabled adult dependent who is physically
or mentally unable to take care of him or herself.
• If you are married, both you and your
spouse or partner must work, or
your spouse or partner must be
a full-time student. In addition,
you must be the custodial
parent or guardian, and the
dependent must reside with
you for the greater portion of
the year.
• Unlike the Health Care FSA,
the Day Care FSA reimburses
you only up to the actual
amount you have deposited in
that account.
• You can contribute up to $5,000 for 2013. If married, the
combined contribution for you and your spouse to any
or all dependent care programs may not be more than
$5,000.
• Log on to HCArewards.com and click on “WageWorks:
FSA or HRA Account” in the “Quick Links” menu to submit a
claim online OR download a claim form to mail or fax. You
can also set up a direct payment to your provider by using
the “Pay My Provider” feature.
• Highly Compensated Employees (HCEs) are limited to a
Day Care FSA total contribution of $2,200. If you become
an HCE, your Day Care FSA contribution may be limited to
$2,200 in the plan year in which you are deemed an HCE.
FSA: PLAN TO SPEND ALL OF IT
You have until March 15, 2014, to incur
expenses, and you must submit all claims for
reimbursement no later than March 31, 2014, OR
you’ll forfeit any remaining 2013 money in your
FSA account. Remember, use it or lose it!

COMPARING THE HEALTH CARE FSA AND HRA
HEALTH CARE FSA HRA
Enrollment You must elect a contribution amount each
year during your enrollment period
You Contribute to the Account Yes, with before-tax dollars, through
paycheck deductions
Your HCA-affl iated Facility
Contributes to the Account
Account Uses Eligible out-of-pocket medical, dental, vision
and prescription expenses, including copays,
coinsurance and deductibles
Contribution Limits You can contribute up to $2,500 per IRS
limitations as of Jan. 1, 2013
11
You are automatically enrolled once you earn
Wellness Credits in the HCA Wellness Program
No Yes, when you earn Wellness Credits
Account Rolls Over No. However:
• For 2013, you can submit claims for services
rendered within your eligibility in the plan,
through March 15, 2014. Services rendered
before your plan eligibility or after your
plan termination may not be eligible for
reimbursement.
• Any 2013 funds remaining after March 31,
2014, will be forfeited
Debit Card Available Yes Yes
Claims Administrator WageWorks WageWorks
Eligible Dependents
Can Use Your Account
Yes Yes
If you enroll in a Health Care FSA
and earn Wellness Credits:
If you don’t participate in the
Health Care FSA but earn
Wellness Credits:
If you enroll in the Health Care
FSA but don’t earn any
Wellness Credits:
HOW THE HEALTH CARE FSA AND HRA WORK TOGETHER
No
Eligible out-of-pocket medical, dental, vision
and prescription expenses, including copays,
coinsurance and deductibles
Your HCA-affi liated facility will contribute up to
$400 in Wellness Credits
Yes, any unused balance will roll over to 2014,
but cannot be taken with you if you leave HCA
Funds will not be available if your status
changes to benefi ts ineligible. Must be active
in the plan and benefi ts eligible as of Dec. 31,
2013, to be eligible for the rollover feature.
You will use your Health Care FSA balance fi rst to pay for eligible expenses. Once your Health
Care FSA account is exhausted, you can begin using your HRA to pay for eligible expenses or
save your funds, so they roll over to the following year.
Wellness Credits earned during this enrollment period will be available in your HRA account on
Jan. 1, 2013, to pay for eligible expenses. Any funds you don’t spend will roll over to 2014.
You can use the funds in your Health Care FSA account to pay for eligible expenses. Once
your account is depleted, you’ll pay out of pocket for remaining expenses. If you have money
remaining in your account after March 31, 2014, it will be forfeited.

WAGEWORKS HEALTH CARE CARD
Use your WageWorks Health Care Card to pay for eligible
healthcare expenses using available HRA and/or FSA funds.
Examples include:
• At the pharmacy
• When ordering maintenance prescriptions online
• When purchasing prescription glasses
• Offi ce visits and hospital care — but only after you
review your Explanation of Benefi ts to ensure you receive
network discounts
Once you enroll, you’ll get
a debit card loaded with
the Wellness Credits you’ve
earned and the amount you
elect to contribute to your
FSA for the year. When you
use the card, the money
comes directly from your
FSA or HRA account. If you are asked to select “credit” or
“debit,” you should select “credit” because your account
does not have a PIN associated with it. You can also request
an additional card for your spouse or partner by contacting
WageWorks, or by logging on to your account online.
In most cases, there is no need to fi le a claim and wait
for reimbursement when you use your card. However,
remember to keep your receipts because you may be
asked to submit them to verify your expenses meet the
eligibility requirements. Ineligible expenses or those
that exceed the money available in your account will
be denied. You will be required to repay any ineligible
expenses deducted from your account.
What happens to your HRA if you leave HCA?
You can continue to use your HRA funds to pay for
any eligible expenses you incur prior to the date your
employment ends. However, if you are retiring (age 55
or older with at least 10 years of vesting service), you can
continue to use your HRA for healthcare expenses you
incur after you retire.
FSA and HRA Contact Information
WageWorks
Phone: 1-877-888-FLEX
Fax: 1-877-353-9236
To access your FSA and/or HRA account, log on to
HCArewards.com and click on “WageWorks: FSA or
HRA Account” in the “Quick Links” menu.
12
DIDN’T USE YOUR WAGEWORKS
HEALTH CARE CARD?
Here’s how to fi le a claim:
• Obtain a receipt for the payment to be
reimbursed.
• Log on to HCArewards.com.
• Click the “WageWorks: FSA or HRA
Account” link in the “Quick Links” menu.
This will take you directly to your account
information on the WageWorks website.
If this is your fi rst visit to the WageWorks
site, you’ll need to complete a one-time
registration process.
• Complete and submit your claim form
online. You may also print and submit a
completed form by mail or fax.
• Receive your reimbursement.
Claims are processed within 3 to 5 days.
You can elect the “Pay My Provider” option
for future eligible expenses. If you sign
up for the direct deposit option, your
reimbursements are deposited directly into
your checking or savings account once
claims are approved.

HCA Wellness Program
You are part of a team that provides quality care to patients every day. But what about your own health and wellness? You
deserve that same dedication and quality care in your own life. To help you “bring the care home,” HCA has partnered
with H2U to off er the HCA Wellness Program. This program off ers the information, resources and support you need to
better manage your health.
EARN WELLNESS CREDITS AND PAY FOR OUT-OF-POCKET HEALTHCARE EXPENSES
In addition to the benefi t of better health, the HCA Wellness Program off ers the opportunity to earn Wellness Credits in a
Health Reimbursement Account (HRA). You will receive Wellness Credits in your HRA when you complete certain wellness
activities within 30 days of your benefi ts eff ective date, which can be found on your cover letter.* You can then use your
HRA funds to pay for eligible out-of-pocket healthcare expenses like copays, coinsurance and deductibles. Any funds you
don’t use during 2013 will carry over to 2014. If you do not enroll in an HCA medical plan for 2013, you can participate in the
HCA Wellness Program, but you will not be eligible to earn Wellness Credits. See pages 10 – 11 for more details about the HRA.
BENEFITS EFFECTIVE DATE WELLNESS CREDIT OPPORTUNITY FOR 2013
Jan. 1 through April 30, 2013 You can earn up to $400 in an HRA for 2013 if you:
• Complete a qualifi ed health screening within 30 days after your benefi ts eff ective date
• Take the PHA and create an H2U Health Action Plan by June 14, 2013
Your 2013 medical plan options are not dependent on your screening participation.
May 1 through Oct. 31, 2013 You can earn $100 in Wellness Credits in an HRA for 2013 if you:
• Complete a qualifi ed health screening during the annual HCA Wellness Program screening
event available from July through November
• Take the PHA
You can earn up to the maximum amount of Wellness Credits in an HRA for 2014 if you also
participate in either the H2U Coaching Program or the H2U Action Plan (based on your
screening results).
Your 2013 medical plan options are not dependent on your screening participation. But, you
must complete a qualifi ed health screening in order to have more than one medical plan
option for 2014.
Nov. 1 through Dec. 31, 2013 You can earn $100 in Wellness Credits in an HRA for 2013 if you:
• Complete a qualifi ed health screening within 30 days after your benefi ts eff ective date
You can earn up to the maximum amount of Wellness Credits in an HRA for 2014 if you also take
the PHA by Jan. 31, 2014, and (depending on your results) complete your fi rst H2U Coaching
Program session OR create an H2U Health Action Plan by Feb. 28, 2014.
Your 2013 and 2014 medical plan options are not dependent on your screening participation.
The HCA Wellness Program is administered by H2U, an independent and affi liated HCA subsidiary. All personal
health information is kept strictly confi dential. The Wellness Program may not apply to employees at facilities
covered by a collective bargaining agreement. If you terminate employment during 2013, you will be eligible to
purchase participation within the Wellness Program through COBRA.
To get started, log on
to HCArewards.com
and click on “Schedule
a Health Screening.”
Note: New employees can’t complete the PHA or schedule a screening until
they have access to HCArewards.com and the H2U system, which can take
up to two weeks after their hire date.
From your benefi ts eff ective date, you will have 30 days to schedule
a qualifi ed health screening. After 30 days, you will lose the
opportunity to earn Wellness Credits for 2013.
* If your benefi ts eff ective date is not listed on your cover letter, you can fi nd it by logging on to HCArewards.com and
clicking on “BConnected” to enroll.
13

Dental Plan Options
All employees at HCA-affi liated facilities are eligible to enroll in the MetLife Dental PPO Plan. At some facilities, you may also
have a Dental HMO option.
METLIFE DENTAL PPO PLAN HIGHLIGHTS
Under the PPO plan, you may choose any dentist you like, but you receive provider discounts when you use a MetLife PPO
network dentist.
THE PLAN PAYS…
Preventive Care Check-ups, x-rays (subject to limitations) and cleanings are covered at 100% of reasonable and
customary cost (or contracted rate) with no deductible
YOU PAY…
Annual Deductible $75 individual and $150 family
After Deductible • 20% for basic treatments, such as fi llings and root canals
• 50% for major treatments, such as crowns, dentures and bridgework*
• 50% for orthodontia (up to $1,500 lifetime maximum)*
The annual maximum benefi t is $1,200 per person.
* To receive coverage for major orthodontic services, you must participate in an HCA affi liate’s dental plan for at least one year prior to
your major orthodontic treatment.
14
SPDs HAVE THE DETAILS
Refer to the Summary Plan Description at
HCArewards.com for a list of basic, major and
orthodontic services.
DENTAL HMO PLAN HIGHLIGHTS
Dental HMOs have fewer out-of-pocket expenses, but
you must use providers in the network to receive any
plan benefi ts. The Dental HMOs off ered to HCA-affi liated
employees vary by location. Log on to HCArewards.com
for more information.

Vision Benefi ts
PLAN HIGHLIGHTS
The EyeMed Vision Plan covers expenses for regular eye
exams, lenses, frames and contacts. When you use an
EyeMed provider, you pay a copay or receive an allowance
for most covered services and
materials. You can also use a
non-EyeMed provider and
receive reduced benefi ts.
THE EYEMED
VISION PLAN
• Covers exams, standard
plastic lenses and contact
lenses once every 12 months and
frames once every 24 months
• Allows you to save up to 40% on your eyewear needs
• Off ers discounts on laser correction surgery
DETAILS AND PROVIDERS
Log on to HCArewards.com for more
information about EyeMed and using
non-EyeMed providers.
15
Life Insurance
HCA off ers coverage to help provide fi nancial security for
you and your family in case of death, serious injury, disability
or illness.
EMPLOYEE LIFE INSURANCE
HIGHLIGHTS
• The plan pays a benefi t to your benefi ciary if you die while
employed at an HCA affi liate.
• Two options for Employee Life Insurance are off ered:
– Basic Term Life — Basic Life Insurance covers you at 1x
your base pay and is provided to you by your facility, at
no cost to you. You do not need to enroll in this benefi t.
– Supplemental Term Life — Supplemental Life
Insurance allows you to choose an additional amount of
coverage equal to 1x, 2x, 3x, 4x or 5x your base pay. The
price you pay for this coverage depends on your age and
salary. You must enroll to receive this benefi t.
DEPENDENT LIFE INSURANCE
HIGHLIGHTS
• If you enroll in Employee Life Insurance, you may also
choose Dependent Life Insurance for an eligible spouse or
partner and/or children.
• Life Insurance for a spouse or partner cannot exceed 50%
of your Life Insurance.
• You are the benefi ciary for any Dependent Life Insurance
you elect.

Other Valuable HCA Benefi ts and Rewards
ADOPTION ASSISTANCE
Adopting a child can be a lengthy and emotional process
— it can also be expensive. HCA’s Adoption Assistance
benefi t can help you with eligible adoption
expenses for each child you adopt up to a yearly
maximum. Assistance with adoption expenses
is made on an after-tax basis, so when
you receive reimbursement, taxes will be
withheld. If both you and your spouse work
at an HCA-affi liated facility, only one of you
can use the benefi t.
If you adopt a child under the age of
18 who is not your relative or stepchild,
Adoption Assistance will reimburse you for
the following expenses:
• Adoption agency fees
• Placement fees
• Attorney and court fees
• Travel expenses to pick up the child
Adoption Assistance will not reimburse you for the
following expenses:
• Expenses for a child age 18 or older at the time of adoption
(unless child is physically or mentally incapable of self-care)
• Expenses for the adoption of a stepchild
• Donations to an adoption agency
• Legal guardianship fees
For more information and an application form, log on to
HCArewards.com and click on “Extras” and “Adoption
Assistance.”
16
CONSUMER DISCOUNTS
HCA has partnered with Corporate Shopping to extend
affi liated employees discounts and off ers at more
than 200 of the world’s most popular retailers. Go to
HCArewards.com, and click on “Consumer Discounts”
under the “Quick Links” menu, then click “Start Shopping
Now.” The fi rst time you visit the Corporate Shopping
website, you will need to register by entering your email
address and creating a password. Your facility may also
off er local discounts to employees in your location.
EMPLOYEE ASSISTANCE
PROGRAM (EAP)
All HCA-affi liated employees have access to an Employee
Assistance Program (EAP). The EAP is a confi dential
counseling and referral service that provides personal,
legal and fi nancial services for you and your family. These
services can help you deal with a wide variety of life’s
challenges that could aff ect your health, relationships
and/or job eff ectiveness. There is no need to enroll in
this benefi t. It is available to you at any time. Log on to
HCArewards.com and click on “Health & Wellness” and
“Employee Assistance Program.”

COREPLUS BENEFITS
During your enrollment period, you will have the option to
enroll in any of the CorePlus Benefi ts voluntary benefi t plans
including:
• Auto and Home Insurance — Allows you to compare
your current auto and home insurance with coverage and
competitive premiums off ered through the Choice Program.
You can also insure your boat, motorcycle or personal
property, such as jewelry and artwork, and save money
through multi-policy discounts.
• Legal Benefi ts — Provides access to professional legal
consultation and representation at special group rates. If you
enroll in this program and need legal assistance, you can
simply call the Member Services Center, and a specialist will
help you get in touch with the right network attorney for your
legal matter.
• Long-Term Care — Provides benefi ts for long-term care
expenses up to a specifi c dollar amount per day. With this
program, you can choose where to receive your care —
nursing home facility, assisted-living facility or home care
setting. You can purchase benefi ts directly from Prudential
for yourself and your spouse, eligible adult children, parents,
grandparents or domestic partner. Your rates are based on
your age on the eff ective date of coverage, and you have the
option to choose an automatic infl ation protection feature.
• Pet Insurance — The PetFirst Healthcare plan off ers two
coverage options:
– Accident & Illness Plan — For unexpected injuries
and illnesses, such as foreign body ingestions, a motor
vehicle accident or lacerations, and sicknesses, such as ear
infections and even cancer.
– Accident & Illness PLUS Routine Care Plan — In addition
to the coverage above, it also reimburses you for everyday
veterinary expenses, such as annual exams, fl ea and tick
prevention, heartworm prevention and vaccinations.
• Voluntary Life Insurance with Conversion Option to
Long-Term Care — Fidelity Life is off ering a policy that
provides access to up to $100,000 in permanent term life
insurance on a Guaranteed Issue Basis, meaning you have a
one-time opportunity during your initial enrollment period
to add coverage without providing proof of insurability. Your
policy can be converted into a “living” Long-Term Care benefi t,
and it maintains constant premiums for the life of the policy.
• Supplemental Short-Term Disability (see page 19 for
details) — When you enroll in a CorePlus Benefi ts voluntary
benefi ts plan, you pay the cost of coverage, which is
deducted from your paycheck on an after-tax basis for most
of the benefi ts (Long-Term Care is paid directly to Prudential).
You will receive individual policies from the carrier that
describe the benefi ts and procedures to access benefi ts. Log
on to HCArewards.com and click on “Extras” and “CorePlus
Benefi ts” for more details.
17
FINANCIAL KNOWLEDGE PROGRAM
Are you concerned about your fi nancial well-being?
HCA off ers a FREE fi nancial education program to affi liated
employees and their spouses or partners. This program
off ers online classes, remote 1-on-1 fi nancial sessions
and email access to Lyndsay Mills, the Founder and
CEO of FinancialKnowledge®.
• Remote 1-on-1 Financial Sessions: This program allows
you to schedule a remote 1-on-1 session with a certifi ed
FinancialKnowledge instructor for 50 minutes anytime,
anywhere (24/7). You will be able to gain valuable information
tailored specifi cally to your needs from trusted sources. All you
need is a computer with a microphone and a webcam, or you
can simply dial in to a toll-free line to meet your instructor.
• If you are interested in registering for a remote 1-on-1
session, log on to HCArewards.com and click on “Financial
Knowledge” in the “Quick Links” menu, then click on “Register
for Courses” to fi nd a session that is convenient for you. You
can also call FinancialKnowledge directly at 1-866-343-2838.
• Online classes at HCArewards.com: Take advantage of the
Financial Prosperity Program® available to you 24 hours a day,
seven days a week. Each of the
seven classes, or steps, off ers
valuable fi nancial information
on the following topics:
� Creating Your Financial Foundation
� Breaking Free of Debt and Managing Your Credit
� Building Wealth with Investments
� Getting the Most from Your HCA Benefi ts
� Safeguarding Your Family and Finances
� Fine-Tuning Your Taxes
� Retiring with the Money You Need
You can access these classes in your employee student
account. Log on to HCArewards.com and click on “Financial
Knowledge” in the “Quick Links” menu.
• Help Via Email: Get answers to your fi nancial questions
anytime by emailing Lyndsay Mills, Founder and CEO of
FinancialKnowledge. The Ask Lyndsay Program gives
you a personalized response to any questions you have
about a fi nancial issue. You can email Lyndsay at
AskLyndsay@FinancialKnowledge.com.

Time Away from Work Programs
HCA’s commitment to the health and well-being of affi liated employees extends beyond Health and Group Benefi ts and the
HCA Wellness Program. It also includes programs that provide time away from work to recharge or recover.
The Time Away From Work Programs combine Paid Time Off (PTO), Short-Term Disability benefi ts, Long-Term Disability
coverage and Leaves of Absence. So, whether you are headed out for vacation or bouncing back from an illness, the Time
Away From Work Programs have you covered.
A QUICK OVERVIEW
PLAN OR POLICY 1 COST TO YOU DESCRIPTION INCOME REPLACEMENT
Paid Time Off None A bank of hours (determined by your facility) to
be used for eligible time away from work, such as
vacation or a sick day
Short-Term Disability Plan None • Replaces a percentage of your income when you are
away from work due to a personal non-work-related
illness or injury
• Up to 21 weeks of coverage, including a 7-day
calendar elimination period, for each event (based
on approved medical certifi cation)
CorePlus Supplemental
Short-Term Disability Plan
Pay through
paycheck
deductions
Long-Term Disability Plan Pay through
paycheck
deductions
• Automatic enrollment upon eligibility
• Available to employees with less than 5 years of
service during new hire enrollment or during the
next enrollment period
• Enhances the 60% Short-Term Disability benefi t
• After 21 weeks of disability, the plan pays a monthly
benefi t as a percentage of pay
• Available during new hire enrollment or during your
next enrollment period 2
Leaves of Absence None Varies by type of leave Varies
1 If eligible and/or enrolled.
2 Evidence of Insurability, which can include completing a questionnaire
and/or a physical exam, may be required.
18
100%
Years of
Service
0-4
5-9
10+
An additional 20%
Income
Replacement
Level
60%
80%
100%
50% or 60%, depending on
the coverage you elect

PAID TIME OFF (PTO)
Paid Time Off is a bank of hours you can use to receive your
full base rate of pay during vacations and other eligible time
away from work. You may also cash in your PTO balance at
a rate of 75% of pay, according to policy provisions. Contact
your facility’s Human Resources offi ce for details about your
PTO policy, including how to accrue and use your PTO hours.
HCA SHORT-TERM DISABILITY PLAN
Short-Term Disability coverage replaces a percentage of
your base pay after you have been away from work for
more than seven calendar days because of a personal
non-work-related illness or injury. To be eligible for Short-
Term Disability benefi ts, your absence must meet the plan’s
medical management criteria as described in the Summary
Plan Description.
You will be automatically enrolled in the Short-Term
Disability Plan when you become eligible for benefi ts.
Your facility pays the full cost for this coverage.
You are eligible for up to 21 weeks (per event) of income
replacement, including a 7-calendar day elimination
period (5 work days). During the elimination period, you
can use PTO or take the time off without pay. The income
replacement level of your Short-Term Disability benefi t
is based on your years of service (measured from your
hire date).
COREPLUS SUPPLEMENTAL SHORT-
TERM DISABILITY PLAN
During your initial Annual Benefi ts Enrollment period, you
will have the option to enroll in the CorePlus Supplemental
Short-Term Disability Plan if you have less than fi ve years of
service. This coverage provides an additional 20% income
replacement, bringing your total income replacement to
80%. You are responsible for paying the entire cost of the
supplemental plan. During your initial enrollment period,
you will not be required to provide Evidence of Insurability
to receive this coverage. EOI may be required if you decide
to add coverage at a later date.
Note: If you work in California, the Short-Term Disability benefi ts
described here do not apply to you. Contact your facility’s
Human Resources offi ce for information about the Short-Term
Disability benefi ts available to you.
19
LONG-TERM DISABILITY
Long-Term Disability coverage provides
income protection if you become
disabled and are unable to work for an
extended period of time. The plan
pays monthly benefi ts (at 50% or
60% of your base pay, depending
on your election) after you have
been disabled for 21 weeks. You
can enroll in Long-Term Disability
during your initial enrollment
period or add coverage during
the Annual Benefi ts Enrollment
period each fall. You may be
required to provide Evidence of
Insurability before coverage can begin.
LEAVES OF ABSENCE
HCA off ers a leave of absence policy for various types of
leaves, including leaves under the Family and Medical Leave
Act (FMLA), state leave laws, general medical, personal,
educational, military training and military active duty. The
Time Away From Work Service Center administers most
types of leave and helps manage your absence. They ensure
all FMLA and other leave and state laws are applied fairly
and consistently, including Short-Term Disability.
Along with contacting your supervisor upon any absence,
you must also contact the Time Away From Work Service
Center if:
• You will be absent for work for any non-work-related illness
or injury for more than two days
OR
• You need to take a continuous or intermittent leave of
absence for any reason.
Contact the Time Away From Work Service Center
(24 hours a day, seven days a week) by logging on to
HCArewards.com (access the Time Away From Work
Service Center in the “Quick Links” menu) or by calling
1-855-858-7557.
Learn more about the Time Away From Work
Programs on HCArewards.com.

Important Notices
LEGAL NOTICES
• Notice of Privacy Practices HCA Self-Insured Health Benefi t Options
• Your Prescription Drug Coverage and Medicare
• Notice of Women’s Health and Cancer Rights Act
• Special Enrollment
• Notifi cation Regarding PTO Policy
• Patient Protection Disclosure
• Notice of Grandfathered Status
• Medicaid and the Children’s Health Insurance Program (CHIP) Notice
• Notice of HCA 401(k) Plan Fees and Past Performance
NOTICE OF PRIVACY PRACTICES HCA SELF-INSURED HEALTH BENEFIT OPTIONS
THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS
INFORMATION. PLEASE REVIEW IT CAREFULLY.
This Notice was amended on October 1, 2012.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA)
and the rules to carry out this law (Privacy Rules) require health plans
to notify participants and benefi ciaries about the policies and practices
the plan has adopted to protect the confi dentiality of their health
information, including healthcare payment information.
This Notice summarizes the privacy policies of the self-funded health
benefi ts, including medical and wellness, dental, health care fl exible
spending account, health reimbursement account and employee
assistance plan benefi ts under the HCA Health and Welfare Benefi ts Plan
(Plan), sponsored by HCA Inc. (Company).
The Privacy Rules require the Plan to protect the confi dentiality of your
protected Health Information. “Protected Health Information” or
”PHI” includes any information, whether oral or recorded, in any form or
medium that is created or received by the Plan that relates to your past,
present, or future physical or mental health, including the provision of
and payment for care, that identifi es you or provides a reasonable basis
for your identifi cation. PHI includes ePHI. Electronic Protected Health
Information, or ePHI, means PHI stored, maintained or transmitted
electronically.
PHI does not include de-identifi ed health information or health
information the Company is entitled to under applicable law (for example,
FMLA, Americans with Disabilities Act, Occupational Safety and Health
Act, workers’ compensation laws and other state and federal laws), or
health information the Company obtains through sources other than the
Plan and retains as part of your employment records (for example, drug
screening tests, fi tness for duty examination results or other types of
similar information). This type of information, therefore, is not subject to
the Privacy Rule, nor the restrictions described in this document.
Third parties assist in administering your health benefi ts under the Plan.
These entities keep and use most of the medical information maintained
20
by the Plan such as information about your health condition, the
healthcare services you receive and the payments for such services. They
use this information to process your benefi t claims. They are required to
use the same privacy protections as the Plan.
The law requires the Plan to maintain the privacy of your PHI, to provide
you with this Notice of its legal duties and to abide by the terms of this
Notice. In general, the Plan may only use and/or disclose your PHI where
required or permitted by law or when you authorize the use or disclosure.
The Plan may also only use the minimum amount of your PHI that is
necessary to accomplish the intended purpose of the use or disclosure as
permitted by HIPAA.
WHEN THE PLAN MUST DISCLOSE YOUR PHI
The Plan must disclose your PHI:
• to you;
• to the Secretary of the United States Department of Health and Human
Services (DHHS) to determine whether the Plan is in compliance with
HIPAA; and
• where required by law. This means the Plan will make the disclosure
only when the law requires it do so, but not if the law would just allow
it to do so.
WHEN THE PLAN MAY USE OR DISCLOSE YOUR PHI
WITHOUT YOUR AUTHORIZATION
The Plan may use and/or disclose your PHI as follows:
For Treatment. The Plan does not provide medical treatment directly, but
it may disclose your PHI to a healthcare provider who is giving treatment.
For example, the Plan may disclose the types of prescription drugs you
currently take to an emergency room physician if you are unable to
provide your medical history due to an accident.

For Payment. The Plan may disclose your PHI, as needed, to pay for your
medical benefi ts. For example, the Plan may tell a doctor whether you are
eligible for coverage or what percentage of the bill the Plan might pay.
The Plan may also use or disclose your PHI in other ways to administer
benefi ts; for example, to process and review claims, to coordinate benefi ts
with other health plans, to exercise its subrogation rights, and to do
utilization review and pre-authorizations.
For Healthcare Operations. The Plan may use and/or disclose your PHI
to make sure the Plan is well run, administered properly and does not
waste money. For example, the Plan may use information about your
claims to project future benefi t costs or audit the accuracy of its claims
processing functions. The Plan may also disclose your PHI for a claim
under a stop-loss or re-insurance policy. Among other things, the Plan
may also use your PHI to undertake underwriting, premium rating and
other insurance activities relating to changing health insurance contracts
or health benefi ts. However, federal law prohibits the Plan from using or
disclosing PHI that is genetic information (e.g., family medical history)
for underwriting purposes, which include eligibility determinations,
calculating premiums, applications of any pre-existing condition
exclusions and any other activities related to the creation, renewal or
replacement of a health insurance contract or health benefi ts.
For Special Information. In addition to the Privacy Rule, special
protections under other laws may apply to the use and disclosure of
your PHI. The Plan will comply with other federal laws where they are
more protective of your privacy. The Plan will comply with any other laws
protecting your privacy only to the extent these laws are not preempted
by ERISA.
To the Company. In certain cases, the Plan may disclose your PHI to the
Company.
• Some of the people who administer the Plan work for the Company.
Before your PHI can be used by or disclosed to these Company
employees, the Company must certify that it has: (1) amended the Plan
documents to explain how your PHI will be protected; (2) identifi ed
the Company employees who need your PHI to carry out their duties
to administer the Plan; and (3) separated the work of these employees
from the rest of the workforce so that the Company cannot use your PHI
for employment-related purposes or to administer other benefi t plans.
For example, these designated employees will be able to contact an
insurer or third party administrator to fi nd out about the status of your
benefi t claims without your specifi c authorization.
• Plan may disclose information to the Company that summarizes
the claims experience of Plan participants as a group, but without
identifying specifi c individuals, to get new benefi t insurance or to
change or terminate the Plan. For example, if the Company wants to
consider adding or changing organ transplant benefi ts, it may receive
this summary health information to assess the costs of those services.
• The Plan may also disclose limited health information to the Company
in connection with the enrollment or disenrollment of individuals into
or out of the Plan.
To Business Associates. The Plan may hire third parties that may need
your PHI to perform certain services on behalf of the Plan. These third
parties are “Business Associates” of the Plan. Business Associates must
protect any PHI they receive from, or create and maintain on behalf of, the
Plan. For example, the Plan may hire a third party administrator to process
claims, an auditor to review how an insurer or third party administrator is
processing claims, an insurance agent to assess coverages and help with
claim problems or a service provider to provide health benefi ts (such as
wellness benefi ts).
21
To Individuals Involved with Your Care or Payment for Your Care.
The Plan may disclose your PHI to adult members of your family or
another person identifi ed by you who is involved with your care or
payment for your care if: (1) you are present and agree to the disclosure;
(2) the Plan informs you it intends to do so and you do not object; or (3)
you are not present or you are not capable of agreeing to the disclosure
and the Plan infers from the circumstances, based upon professional
judgment, that you do not object to the disclosure. The Plan may release
claims payment information to spouses, parents or guardians.
To Personal Representatives. The Plan may disclose your PHI to
someone who is your personal representative. Before the Plan will give
that person access to your PHI or allow that person to take any action
on your behalf, it will require him/her to give proof that he/she may act
on your behalf; for example, a court order or power of attorney granting
that person such power. Generally, the parent of a minor child will be the
child’s personal representative. In some cases, however, state law allows
minors to obtain treatment (e.g., sometimes for pregnancy or substance
abuse) without parental consent, and in those cases the Plan may not
disclose certain information to the parents. The Plan may also deny a
personal representative access to PHI to protect people, including minors,
who may be subject to abuse or neglect.
For Treatment Alternatives or Health-Related Benefi ts and Services.
The Plan may contact you to provide information about treatment
alternatives or other health-related benefi ts or services that may be of
interest to you.
For Public Health Purposes. The Plan may: (1) report specifi c disease or
birth/death information to a public health authority authorized to collect
that information; (2) report reactions to medication or problems with
medical products to the Food and Drug Administration to help ensure the
quality, safety, or eff ectiveness of those medications or medical products;
or (3) if authorized by law, disclose PHI to a person who may have been
exposed to a communicable disease or who may otherwise be at risk of
contracting or spreading a disease or medical condition.
To Report Violence and Abuse. The Plan may report information about
victims of abuse, neglect or domestic violence to the proper authorities.
For Health Oversight Activities. The Plan may disclose PHI for civil,
administrative or criminal investigations, oversight inspections, licensure
or disciplinary actions (e.g., to investigate complaints against medical
providers), and other activities for the oversight of the healthcare system
or to monitor government benefi t programs.
For Lawsuits and Disputes. The Plan may disclose PHI in response to an
order of a court or administrative agency, but only to the extent expressly
authorized in the order. The Plan may also disclose PHI in response to a
subpoena, a lawsuit discovery request, or other lawful process, but only
if the Plan has received adequate assurances that the information to be
disclosed will be protected. The Plan may also disclose PHI in a lawsuit if
necessary for payment or healthcare operations purposes.
For Law Enforcement. The Plan may disclose PHI to law enforcement
offi cials for law enforcement purposes and to correctional institutions
regarding inmates.
To Coroners, Funeral Directors and Medical Examiners. The Plan may
disclose PHI to a coroner or medical examiner; for example, to identify a
person or determine the cause of death. The Plan may also release PHI to
a funeral director who needs it to perform his or her duties.

For Organ Donations. The Plan may disclose PHI to organ procurement
organizations to facilitate organ, eye or tissue donations.
For Limited Data Sets. The Plan may disclose PHI for use in a limited
data set for purposes of research, public health or healthcare operations,
but only if a data use agreement has been signed.
To Avert Serious Threats to Health or Safety. The Plan may disclose
PHI to avert a serious threat to your health or safety or that of members of
the public.
For Special Governmental Functions. The Plan may disclose PHI
to authorized federal offi cials in certain circumstances. For example,
disclosure may be made for national security purposes or for members of
the armed forces if required by military command authorities.
For Workers’ Compensation. The Plan may disclose PHI for workers’
compensation if necessary to comply with these laws.
For Research. The Plan may disclose PHI for research studies, subject to
special procedures intended to protect the privacy of your PHI.
For Emergencies and Disaster Relief. The Plan may disclose PHI to
organizations engaged in emergency and disaster relief eff orts.
WRITTEN AUTHORIZATION
In all other situations, the Plan will not use or disclose your PHI without
your written authorization. The authorization must meet the requirements
of the Privacy Rules. If you give the Plan a written authorization, you
may cancel your authorization, except for uses or disclosures that have
already been made based on your authorization. You may not, however,
cancel your authorization if it was obtained as a condition for obtaining
insurance coverage and if your cancellation will interfere with the insurer’s
right to contest your claims for benefi ts under the insurance policy.
YOUR INDIVIDUAL RIGHTS
You have certain rights under the Privacy Rules relating to your PHI
maintained by the Plan. All requests to exercise those rights must
be made in writing to the Privacy Offi cial. The Plan’s third party
administrators and HMOs keep their own records, and you must make
your requests relating to your PHI in those records directly to that third
party administrator or HMO. Your rights are:
Right to Request Restrictions on Uses and Disclosures of Your
PHI. You may request the Plan restrict any of the permitted uses and
disclosures of your PHI listed above. The Plan does not have to, and
generally will not, agree to your requested restriction. However, the
Plan will accommodate a reasonable request to communicate with
you in confi dence about your PHI if you provide a clear statement that
disclosure of all or part of your PHI could endanger you (as explained in
“Right to Request Restrictions and Confi dential Communications” below).
You may also request your healthcare provider not disclose your PHI
for a healthcare item or service to the Plan for payment or healthcare
operations if you have paid for the item or service out-of-pocket in full.
Please note if your healthcare provider does not disclose the item or
service to the Plan, the amount you paid for the item or service will not
count toward your annual deductible or any out-of-pocket maximums
under the Plan. The provider may also charge you the out-of-network rate
for the item or service. A restriction cannot prevent uses or disclosures
that are required by the Secretary of DHHS to determine or investigate the
Plan’s compliance with the Privacy Rules or that are otherwise required
by law.
22
Right to Access or Copy Your PHI. You generally have a right to access
your PHI that is kept in the Plan’s records, except for: (1) psychotherapy
notes (as defi ned in the Privacy Rules); or (2) information compiled in
reasonable anticipation of, or for use in, a civil, criminal or administrative
action or proceeding. The Plan may deny you access to your PHI in the
Plan’s records. You may, under some circumstances, request a review
of that denial. If the Plan or its Business Associates maintain electronic
records of your PHI, you may request an electronic copy of your PHI. You
may also request your electronic records be sent to a third party.
The Plan may charge you a reasonable fee for copying the information
you request, the cost of any mailing or the cost to provide you access to
your PHI electronically, but it cannot charge you for time spent fi nding
and assembling the requested information.
Right to an Accounting of Disclosures. At your request, the Plan must
provide you with a list of the Plan’s disclosures of your PHI made within
the
six-year period just before the date of your request, except disclosures
made:
• for purposes of treatment, payment or healthcare operations;
• directly to you or close family members involved in your care;
• for purposes of national security;
• incidental to otherwise permitted or required disclosures;
• as part of a limited data set;
• to correctional institutions or law enforcement offi cials; or
• with your express authorization.
You may request one accounting disclosure, which the Plan must provide
at no charge, within a single 12-month period. If you request more than
one accounting within the same 12-month period, the Plan may charge
you a reasonable fee.
Right to Amend. You may request the Plan change your PHI that is kept
in the Plan’s records, but the Plan does not have to agree to your request.
The Plan may deny your request if the information in its records: (1) was
not created by the Plan; (2) is not part of the Plan’s records; (3) would
not be information to which you would have a right of access; or (4) is
deemed by the Plan to be complete and accurate as it then exists.
Right to Request Restrictions and Confi dential Communications.
You have the right to request that the Plan communicate with you
in a confi dential manner, for example, by sending information to
an alternative address or by an alternative means. The Plan will
accommodate your request if your request is reasonable and you
provide a clear statement that disclosure of all or part of the information
could endanger you. Any alternative used must still allow for payment
information to be eff ectively communicated and for payments to be
made.

Right to File a Complaint. If you believe your rights have been violated,
you have a right to fi le a written complaint with the Plan’s Privacy Offi cial
or with the Secretary of the DHHS. The Plan will not retaliate against
you for fi ling a complaint and cannot condition your enrollment or your
entitlement to benefi ts on your waiving these rights. If your complaint
is with an insurer or HMO, you may fi le a complaint with the individual
named in their Notice of Privacy Practices to receive complaints. If your
complaint is with the Plan, you may submit your complaint in writing to:
HCA Health & Group Benefi ts
HIPAA Privacy
One Park Plaza, Bldg 1-2W
Nashville, TN 37203
To fi le a complaint with the Secretary of the DHHS, you must submit your
complaint in writing, either on paper or electronically, within 180 days
of the date you knew or should have known the violation occurred. You
must state who you are complaining about and the acts or omissions
you believe are violations of the Privacy Rules. Complaints sent to the
Secretary must be addressed to the regional offi ce of the DHHS’s Offi ce
of Civil Rights (OCR) for the state in which the alleged violation occurred.
For information on which regional offi ce at which you must fi le your
complaint, and the address of that regional offi ce, go to the OCR
website at www.hhs.gov/ocr/hipaa/.
Right to Receive a Paper Copy of This Notice Upon Request. You
have a right to obtain a paper copy of this Notice upon request. You may
also print or view a copy of this Notice currently in eff ect on the web at
HCArewards.com.
To exercise your rights under this Notice and for further information
about matters covered by this Notice, please contact the Health & Group
Benefi ts Department at the corporate offi ce and ask to speak to the
Health Plan Privacy Offi cial. The corporate offi ce number is
1-615-344-9551.
CHANGES TO THE NOTICE
The Plan reserves the right to change the terms of this Notice and
to make the new revised Notice provisions eff ective for all PHI that it
maintains, including any PHI created, received or maintained by the Plan
before the date of the revised Notice.
If you agree, the Plan may provide you with a revised Notice electronically.
Otherwise, the Plan will provide you with a paper copy of the revised
Notice. In addition, the Plan will post the revised Notice
on HCArewards.com.
CONTACT THE PLAN OFFICIAL FOR MORE INFORMATION
If you have any questions regarding this Notice or if you wish to exercise
any of your rights described in this Notice, you may contact HCA Health &
Group Benefi ts:
HCA Health & Group Benefi ts
HIPAA Privacy
One Park Plaza, Bldg 1-2W
Nashville, TN 37203
1-615-344-9551
23
YOUR PRESCRIPTION DRUG COVERAGE AND
MEDICARE
If you are not eligible for Medicare, please disregard this Notice.
IMPORTANT NOTICE ABOUT YOUR PRESCRIPTION DRUG
COVERAGE AND MEDICARE
Please read this Notice carefully and keep it where you can fi nd it. This
Notice has information about your current prescription drug coverage
under the HCA Health and Welfare Benefi ts Plan (Plan) and about your
options under Medicare’s prescription drug coverage. This information
can help you decide whether or not you want to join a Medicare drug
plan. If you are considering joining, you should compare your current
coverage, including which drugs are covered at what cost, with the
coverage and costs of the health plans off ering Medicare prescription
drug coverage in your area. Information about where you can get help to
make decisions about your prescription drug coverage is available at the
end of this Notice.
There are two important things you need to know about your current
coverage and Medicare’s prescription drug coverage:
1. Medicare prescription drug coverage became available in 2006 to
everyone with Medicare. You can get this coverage if you join a
Medicare prescription drug plan or join a Medicare Advantage Plan
(like an HMO or PPO) that off ers prescription drug coverage. All
Medicare drug plans provide at least a standard level of coverage set
by Medicare. Some health plans may also off er more coverage for a
higher monthly premium.
2. HCA Inc. has determined the prescription drug coverage off ered by
the Plan is, on average for all plan participants, expected to pay out
as much as standard Medicare prescription drug coverage pays and
is therefore considered “Creditable Coverage.” Because your existing
coverage is Creditable Coverage, you can keep this coverage and not
pay a higher premium (a penalty) if you later decide to join a Medicare
drug plan.
When Can You Join a Medicare Drug Plan?
You can join a Medicare drug plan when you fi rst become eligible for
Medicare and each year from October 15 to December 7. However, if you
lose your creditable prescription drug coverage, through no fault of your
own, you will be also eligible for a two-month Special Enrollment Period
(SEP) to join a Medicare drug plan.
What Happens to Your Current Coverage If You Decide to Join a
Medicare Drug Plan?
If you decide to join a Medicare drug plan, your current coverage
under the Plan will be aff ected. See below for more information about
what happens to your current coverage if you join a Medicare drug
plan.
Your Plan coverage pays for other medical expenses in addition to
prescription drugs. This coverage provides benefi ts before Medicare
coverage does. You and your covered family members that choose to
enroll in a Medicare prescription drug plan will be eligible to continue
receiving prescription drug coverage and these other medical benefi ts.
Medicare prescription drug coverage will be secondary for you or the
covered family members who choose to enroll in a Medicare prescription
drug plan.
If you do decide to join a Medicare drug plan and drop your current
coverage under the Plan, be aware that you and your dependents
may not be able to get this coverage back.

When Will You Pay a Higher Premium (Penalty) to Join a Medicare
Drug Plan?
You should also know that if you drop or lose your coverage under the
Plan and don’t join a Medicare drug plan within 63 continuous days after
your current coverage ends, you may pay a higher premium (a penalty) to
join a Medicare drug plan later.
If you go 63 continuous days or longer without prescription drug
coverage that is Creditable Coverage, your monthly premium may go up
by at least 1% of the Medicare base benefi ciary premium per month for
every month you did not have that coverage. For example, if you go 19
months without Creditable Coverage, your premium may consistently
be at least 19% higher than the Medicare base benefi ciary premium. You
may have to pay this higher premium (a penalty) as long as you have
Medicare prescription drug coverage. In addition, you may have to wait
until the following October to join.
FOR MORE INFORMATION ABOUT THIS NOTICE OR YOUR
CURRENT PRESCRIPTION DRUG NOTICE
If you need additional information, call BConnected toll-free at 1-800-
566-4114. BConnected representatives are available between 7 a.m. and 7
p.m., Central time, Monday through Friday.
NOTE: You will receive this Notice each year during the Plan’s Annual
Enrollment period. You will also receive it if the prescription drug coverage
under the Plan changes. You may also request a copy of this Notice at any
time.
FOR MORE INFORMATION ABOUT YOUR OPTIONS UNDER
MEDICARE PRESCRIPTION DRUG COVERAGE
More detailed information about Medicare plans that off er prescription
drug coverage is in the “Medicare & You” handbook. If you are eligible for
Medicare, you’ll get a copy of the handbook in the mail every year from
Medicare. You may also be contacted directly by Medicare drug plans.
For more information about Medicare prescription drug coverage:
• Visit www.medicare.gov
• Call your State Health Insurance Assistance Program (see the inside back
cover of your copy of the “Medicare & You” handbook for the telephone
number) for personalized help
• Call 1-800-MEDICARE [1-800-633-4227]. TTY users should call
1-877-486-2048.
• If you have limited income and resources, extra help paying for a
Medicare prescription drug plan is available. For information about this
extra help, visit Social Security on the web at www.socialsecurity.gov,
or call them at 1-800-772-1213 or TTY 1-800-325-0778.
HCA Health and Welfare Benefi ts Plan
Benefi ts Compliance Coordinator
One Park Plaza, Bldg. I-2W
Nashville, TN 37203
Remember: Keep this Creditable Coverage Notice. If you decide
to join one of the Medicare drug plans, you may be required to
provide a copy of this Notice when you join to show whether or not
you have maintained Creditable Coverage and, therefore, whether
or not you are required to pay a higher premium (a penalty).
24
NOTICE OF WOMEN’S HEALTH AND CANCER
RIGHTS ACT
If you have had or are going to have a mastectomy, you may be entitled
to certain benefi ts under the Women’s Health and Cancer Rights Act
of 1998 (WHCRA) as long as you are covered under the Plan’s medical
benefi t options. For individuals receiving mastectomy-related benefi ts,
coverage will be provided in a manner determined in consultation with
the attending physician and the patient, for:
• All stages of reconstruction of the breast on which the mastectomy was
performed,
• Surgery and reconstruction of the other breast to produce a
symmetrical appearance,
• Prostheses, and
• Treatment of physical complications of the mastectomy, including
lymphedema.
These benefi ts will be provided subject to the same deductibles and
coinsurance applicable to other medical and surgical benefi ts provided
under the Plan. Therefore, the deductibles and coinsurance as noted
in your HCA Benefi t Plans Summary Plan Description may apply. If you
would like more information on WHCRA benefi ts, call your health plan
administrator at the number listed on the back of your medical ID card.
SPECIAL ENROLLMENT
You and your eligible dependents may enroll in the Plan’s medical benefi t
options if you did not enroll in the medical benefi t options because
you had other health coverage, and later that other coverage is lost due
to exhaustion of COBRA, lost eligibility for other coverage (e.g., losing
other coverage due to divorce, termination of employment, death,
loss of dependent status, reduced hours, reaching maximum lifetime
limits, moving outside HMO service area) or termination of employer
contributions towards the other coverage. You may also enroll yourself
and your new eligible dependents (but not existing eligible dependent
children) after a new marriage, birth, adoption or placement for adoption.
You must request enrollment by contacting BConnected on or before the
date that is 30 days after the loss of coverage, birth, adoption or marriage.
You and your eligible dependent children may enroll in the Plan’s medical
benefi t options if you or your eligible dependent children lose coverage
under Medicaid or a state Children’s Health Insurance Program (“CHIP”)
or become eligible for a premium assistance subsidy through Medicaid
or CHIP. You must request enrollment by contacting BConnected on or
before the date that is 60 days after the loss of coverage or premium
subsidy eligibility date.
NOTIFICATION REGARDING PTO POLICY
Eff ective with the fi rst pay date in November 2011, employees will
accrue PTO based on hours worked, hours called off due to low volume,
PTO, bereavement, jury duty and other non-productive hours. EIB or
Short-Term Disability time is not used to accrue PTO. Note: If you are an
employee at an HCA-affi liated facility where there is union representation
or at a facility that mirrors the benefi ts of a facility with union
representation, this policy may or may not apply to you. Check with your
facility’s Human Resources offi ce for details.

PATIENT PROTECTION DISCLOSURE
The HMO medical benefi ts options under the Plan (the “HMO benefi t
options”) generally require the designation of a primary care provider.
You have the right to designate any primary care provider who
participates in that HMO benefi t options network and who is available
to accept you or your family members. You may designate a pediatrician
as the primary care provider for your dependent child. Until you make
this designation, the HMO benefi t option in which you participate may
designate a primary care provider for you. For information on how to
select a primary care provider, and for a list of the participating primary
care providers, go to HCArewards.com or contact BConnected at
1-800-566-4114.
You do not need prior authorization from the HMO benefi t option or
from any other person (including a primary care provider) in order to
obtain access to obstetrical or gynecological care from a healthcare
professional in the HMO benefi t option’s network who specializes in
obstetrics or gynecology. The healthcare professional, however, may be
required to comply with certain procedures, including obtaining prior
authorization for certain services or following a pre-approved treatment
plan or procedures for making referrals. For a list of participating
healthcare professionals who specialize in obstetrics or gynecology
in your HMO benefi t option, go to HCArewards.com or contact
BConnected at 1-800-566-4114.
NOTICE OF GRANDFATHERED STATUS
If you are an employee at an HCA-affi liated facility where there is union
representation or at a facility that mirrors the benefi ts of a facility with
union representation, the medical benefi t option off ered to you may be
a “grandfathered health plan” under the Patient Protection and Aff ordable
Care Act (PPACA). This means that the medical benefi t option is not
required to implement certain mandates under PPACA. Please see your
facility’s Human Resources department for additional information about
the benefi t options that apply to you. You may refer to the summary
plan description for your facility’s medical benefi t options for additional
information regarding your medical benefi t option’s grandfathered
health plan status.
MEDICAID AND THE CHILDREN’S HEALTH
INSURANCE PROGRAM (CHIP) NOTICE
If you or your children are eligible for Medicaid or CHIP and you are
eligible for health coverage under the HCA Health and Welfare Benefi ts
Plan (Plan), your State may have a premium assistance program that can
help pay for coverage. These States use funds from their Medicaid or
CHIP programs to help people who are eligible for these programs, but
also have access to health insurance through their employer. If you or
your children are not eligible for Medicaid or CHIP, you will not be eligible
for these premium assistance programs.
If you or your dependents are already enrolled in Medicaid or CHIP and
you live in a State listed below, you can contact your State Medicaid or
CHIP offi ce to fi nd out if premium assistance is available.
If you or your dependents are NOT currently enrolled in Medicaid or CHIP,
and you think you or any of your dependents might be eligible for either
of these programs, you can contact your State Medicaid or CHIP offi ce
or dial
25
1-877-KIDS NOW or visit www.insurekidsnow.gov to fi nd out how to
apply. If you qualify, you can ask the State if it has a program that might
help you pay the premiums for the Plan.
Once it is determined that you or your dependents are eligible for
premium assistance under Medicaid or CHIP, as well as eligible under
the Plan, the Plan must permit you to enroll in the medical benefi t
options off ered under the Plan if you are not already enrolled. This
is called a “special enrollment” opportunity, and you must request
coverage within 60 days of being determined eligible for premium
assistance. If you have questions about enrolling
in the Plan, you can contact the Department of Labor electronically at
www.askebsa.dol.gov or by calling toll-free 1-866-444-EBSA (3272).
If you live in one of the following States, you may be eligible for
assistance paying your employer health plan premiums. The
following list of States is current as of July 31, 2012. You should
contact your State for further information on eligibility.
ALABAMA — MEDICAID
Website: http://www.medicaid.alabama.gov
Phone: 1-855-692-5447
ALASKA — MEDICAID
Website: http://health.hss.state.ak.us/dpa/programs/medicaid/
Phone (Outside of Anchorage): 1-888-318-8890
Phone (Anchorage): 907-269-6529
ARIZONA — CHIP
Website: http://www.azahcccs.gov/applicants
Phone (Outside of Maricopa County): 1-877-764-5437
Phone (Maricopa County): 602-417-5437
COLORADO — MEDICAID
Medicaid Website: http://www.colorado.gov/
Medicaid Phone (In state): 1-800-866-3513
Medicaid Phone (Out of state): 1-800-221-3943
FLORIDA — MEDICAID
Website: https://www.fl medicaidtplrecovery.com/
Phone: 1-877-357-3268
GEORGIA — MEDICAID
Website: http://dch.georgia.gov/
Click on Programs, then Medicaid, then Health Insurance Premium
Payment (HIPP)
Phone: 1-800-869-1150
IDAHO — MEDICAID AND CHIP
Medicaid Website: www.accesstohealthinsurance.idaho.gov
Medicaid Phone: 1-800-926-2588
CHIP Website: www.medicaid.idaho.gov
CHIP Phone: 1-800-926-2588
INDIANA — MEDICAID
Website: http://www.in.gov/fssa
Phone: 1-800-889-9949
IOWA — MEDICAID
Website: www.dhs.state.ia.us/hipp/
Phone: 1-888-346-9562

KANSAS — MEDICAID
Website: http://www.kdheks.gov/hcf/
Phone: 1-800-792-4884
KENTUCKY — MEDICAID
Website: http://chfs.ky.gov/dms/default.htm
Phone: 1-800-635-2570
LOUISIANA — MEDICAID
Website: http://www.lahipp.dhh.louisiana.gov
Phone: 1-888-695-2447
MAINE — MEDICAID
Website: http://www.maine.gov/dhhs/ofi /public-assistance/index.html
Phone: 1-800-977-6740
TTY: 1-800-977-6741
MASSACHUSETTS — MEDICAID AND CHIP
Website: http://www.mass.gov/MassHealth
Phone: 1-800-462-1120
MINNESOTA — MEDICAID
Website: http://www.dhs.state.mn.us/
Click on Health Care, then Medical Assistance
Phone: 1-800-657-3629
MISSOURI — MEDICAID
Website: http://www.dss.mo.gov/mhd/participants/pages/hipp.htm
Phone: 573-751-2005
MONTANA — MEDICAID
Website: http://medicaidprovider.hhs.mt.gov/clientpages/clientindex.
shtml
Phone: 1-800-694-3084
NEBRASKA — MEDICAID
Website: www.ACCESSNebraska.ne.gov
Phone: 1-800-383-4278
NEVADA — MEDICAID
Medicaid Website: http://dwss.nv.gov/
Medicaid Phone: 1-800-992-0900
NEW HAMPSHIRE — MEDICAID
Website: http://www.dhhs.nh.gov/oii/documents/hippapp.pdf
Phone: 603-271-5218
NEW JERSEY — MEDICAID AND CHIP
Medicaid Website: http://www.state.nj.us/humanservices/dmahs/
clients/medicaid/
Medicaid Phone: 1-800-356-1561
CHIP Website: http://www.njfamilycare.org/index.html
CHIP Phone: 1-800-701-0710
NEW YORK — MEDICAID
Website: http://www.nyhealth.gov/health_care/medicaid/
Phone: 1-800-541-2831
NORTH CAROLINA — MEDICAID
Website: http://www.ncdhhs.gov/dma
Phone: 919-855-4100
26
NORTH DAKOTA — MEDICAID
Website: http://www.nd.gov/dhs/services/medicalserv/medicaid/
Phone: 1-800-755-2604
OKLAHOMA — MEDICAID AND CHIP
Website: http://www.insureoklahoma.org
Phone: 1-888-365-3742
OREGON — MEDICAID AND CHIP
Websites: http://www.oregonhealthykids.gov
http://www.hijossaludablesoregon.gov
Phone: 1-877-314-5678
PENNSYLVANIA — MEDICAID
Website: http://www.dpw.state.pa.us/hipp
Phone: 1-800-692-7462
RHODE ISLAND — MEDICAID
Website: www.ohhs.ri.gov
Phone: 401-462-5300
SOUTH CAROLINA — MEDICAID
Website: http://www.scdhhs.gov
Phone: 1-888-549-0820
SOUTH DAKOTA — MEDICAID
Website: http://dss.sd.gov
Phone: 1-888-828-0059
TEXAS — MEDICAID
Website: https://www.gethipptexas.org
Phone: 1-800-440-0493
UTAH — MEDICAID AND CHIP
Website: http://health.utah.gov/upp
Phone: 1-866-435-7414
VERMONT — MEDICAID
Website: http://www.greenmountaincare.org/
Phone: 1-800-250-8427
VIRGINIA — MEDICAID AND CHIP
Medicaid Website: http://www.dmas.virginia.gov
Medicaid Phone: 1-804-786-7933
CHIP Website: http://www.famis.org/
CHIP Phone: 1-866-873-2647
WASHINGTON — MEDICAID
Website: http://hrsa.dshs.wa.gov/premiumpymt/Apply.shtm
Phone: 1-800-562-3022 ext. 15473
WEST VIRGINIA — MEDICAID
Website: www.dhhr.wv.gov/bms/
Phone: 1-877-598-5820, HMS Third Party Liability
WISCONSIN — MEDICAID
Website: http://www.badgercareplus.org/pubs/p-10095.htm
Phone: 1-800-362-3002
WYOMING — MEDICAID
Website: http://health.wyo.gov/healthcarefi n/equalitycare
Phone: 307-777-7531

To see if any more States have added a premium assistance program since
July 31, 2012, or for more information on special enrollment rights, you
can contact either:
U.S. Department of Labor
Employee Benefi ts Security Administration
www.dol.gov/ebsa
1-866-444-EBSA (3272)
U.S. Department of Health and Human Services
Centers for Medicare & Medicaid Services
www.cms.hhs.gov
1-877-267-2323, Ext. 61565
This information is obtained directly from the U.S. Department
of Labor. For the most up-to-date information, go to
www.dol.gov/ebsa/chipmodelnotice.doc.
Union Disclaimer: If you are an employee at an HCA-affi liated facility
where there is union representation or at a facility that mirrors the
benefi ts of a facility with union representation, not all the information
contained here may apply to you, or it may apply to you in a modifi ed
manner. Please see your facility’s Human Resources department
for details.
27

NOTICE OF HCA 401(k) PLAN FEES AND PAST
PERFORMANCE
This notice is intended to communicate the investment management and
administrative fees of the HCA 401(k) Plan as well as the performance of
the investment funds available to participants and benefi ciaries (including
alternate payees under qualifi ed domestic relations orders) in the HCA
401(k) Plan.
TYPES OF FEES
At HCA, we are committed to responsibly managing the HCA 401(k)
Plan, while providing our employees with investment options that meet
their needs. This commitment includes ensuring Plan investment and
administrative fees are as low as possible and providing transparency in
how our funds are managed. The chart below explains the types of fees
participants and benefi ciaries in the HCA 401(k) Plan pay.
TYPES OF FEES
Investment
Management
Fees
Administrative
Fees
These fees are charged by the investment
managers for managing the assets of the
investment funds. Investment management fees
are deducted from net investment earnings. See
the charts on the following pages for a listing of
the investment management fees for each fund.
A fl at dollar administrative fee is applied, on the
fi rst day of each quarter, to accounts with a vested
account value of at least $2,500 as of the last
business day of the previous quarter. This amount
is withheld by the Retirement Trust for payment
to third-party providers for services performed,
including recordkeeping, trustee, legal, consulting,
printed materials and postage fees. The amount
charged can fl uctuate each quarter depending
on changes in services rendered from time to
time, actual third-party billings incurred by the
plan and changes in the number of eligible plan
participants in the Plan.
Other plan administrative fees are transactionbased
and are charged directly to a plan account
when the transaction occurs. Current transactionbased
administrative fees are:
• $75 Loan Origination Fee
• $25 Annual Loan Maintenance Fee
• $750 Per Qualifi ed Domestic Relations Order
(QDRO) Fee
28
INVESTING THE HCA 401(k) PLAN ACCOUNT
Participants and benefi ciaries may invest their HCA 401(k) Plan accounts
in 1% increments in one or more of the HCA 401(k) Plan’s investment
options, as long as their total election equals 100%. An election remains
in eff ect until a participant or benefi ciary changes it. However, the
allocation of the total value of a Plan account may change over time as
a result of gains and/or losses experienced by the funds in which the
participant or benefi ciary invests. Participants can direct the investment
of future contributions to their accounts diff erently than they direct the
investment of their existing accounts.
Subject to the investment policies explained below, participants and
benefi ciaries can change the investment of their existing account balance
and how future contributions (if applicable) will be invested at any time
by logging on to HCArewards.com and clicking on “BConnected,” or
by calling 1-800-566-4114. If the change is requested before 3:00 p.m.
Central Time (on a day that the New York Stock Exchange is open), the
change will be eff ective the same day.
HCA 401(k) PLAN FUND MANAGERS
HCA hires investment fund managers to manage the funds in the HCA
401(k) Plan. The bullets below list the HCA 401(k) Plan Fund Tiers and the
associated investment manager group for those funds.
• Tier 1 Pre-Mixed To-Go Funds invest in a mix of Tier 2 and Tier 3 funds
which is selected by the HCA 401(k) Plan Administration Committee.
The investment managers for Tier 2 and Tier 3 funds are Northern Trust
Global Investments (NTGI), Caywood-Scholl Capital Management and
Blackrock Institutional Trust Company. The Pre-Mixed To-Go funds also
can invest up to 5% in an Alternative Investment Pool (not off ered
as a Tier 2 or Tier 3 investment), which is managed by Bridgewater
Associates, NTGI, Brookfi eld Investment Management and Invesco.
• All Tier 2 General Asset Class Funds are managed by Northern Trust
Global Investments.
• All Tier 3 Expanded Choice Funds are managed by Northern Trust Global
Investments, with the exception of the Commodities Index Fund which
is managed by Blackrock Institutional Trust Company and the High Yield
Corporate Bond Fund which is managed by both Northern Trust Global
Investments and Caywood-Scholl Capital Management.
EXCESSIVE TRADING POLICY
HCA has policies in place to protect HCA 401(k) Plan participants and
benefi ciaries from the potential negative impact of frequent transactions
and trading activities. Excessive transactions may interfere with the
management of a fund and may increase a fund’s cost for participants
and benefi ciaries. To help minimize potential cost increases, HCA has
established the Excessive Trading Policy for all Tier 2 (with the exception
of the Interest Income Fund) and Tier 3 fund options.
Money transferred into applicable Tier 2 or Tier 3 funds is subject to a
Seven-Day Aging Restriction. Under the restriction, participants and
benefi ciaries must wait seven calendar days before transferring money
out of an investment fund. Any portion of a participant’s or benefi ciary’s
account balance that has been in a Tier 2 or Tier 3 fund for more than
seven days may be transferred out of the fund at any time. The Excessive
Trading Policy does not apply to the following fund transactions:
• Purchases with voluntary contributions, rollover contributions, employer
contributions or loan repayments (if applicable)
• Distributions, loans and in-service withdrawals from the HCA
401(k) Plan

ALLOCATION RESTRICTIONS
To protect HCA 401(k) Plan participants and benefi ciaries from high-risk
investments, there are certain restrictions in place for high-risk funds. The
Emerging Market Stock Index, Real Estate Investment Trust Index and
Commodities Index Funds are considered “high-risk funds.” No more than
10% of a participant’s or benefi ciary’s existing account balance or more
than 10% of the future contributions to an account (if applicable) may
be invested in each high-risk fund. Please note that this 10% limit applies
to each of the high-risk funds separately. For example, a participant or
benefi ciary may invest up to 10% of his existing account balance in the
Emerging Market Stock Index Fund and up to 10% of his existing account
balance in the Real Estate Investment Trust Index Fund at the same time.
PERFORMANCE REPORT AND INVESTMENT
MANAGEMENT FEES
The tables on the following pages provide a comparison of the
performance of each investment option to its respective market
benchmark, as well as the investment management expenses of the
funds, expressed as both a percentage and as a dollar amount for each
$1,000 invested.
You also can access the individual fund fact sheets at any time by logging
on to HCArewards.com and clicking on “BConnected.” In addition, you
can contact the HCA Plan Administration Committee at the following
address and telephone number for additional information about the
investment options under the HCA 401(k) Plan:
Plan Administration Committee
c/o HCA Inc.
One Park Plaza, 1-2W
Nashville, TN 37203
1-615-344-9551
A free paper copy of the information available on HCArewards.com can
be obtained by contacting the HCA Plan Administration Committee at the
address and telephone number provided above.
As you review this information, keep in mind:
• Past performance is not necessarily indicative of future performance.
• The investment objective for each option is shown in the Summary Plan
Description, which is available when you log on to HCArewards.com.
• “N/A” indicates a period of time during which the fund was not available
in the HCA 401(k) Plan. This means that performance data is not
available for the period indicated.
• Fund returns are net of investment management fees and expenses,
which can reduce the rate of return of the investment option. The
administrative fees explained earlier in this notice are in addition to
these investment management expenses. The cumulative eff ect of
fees and expenses can reduce the growth of your retirement savings.
Visit the Department of Labor’s Web site for an example showing the
long-term eff ect of fees and expenses at http://www.dol.gov/ebsa/
publications/401k employee.html. Fees and expenses are only one
of many factors to consider when you decide to invest in a fund. You
may also want to think about whether an investment in a particular
fund, along with your other investments, will help you achieve your
fi nancial goals.
29

TIER 1 — PRE-MIXED TO-GO FUNDS
Investment returns 1 for period ending 12/31/2011
Since
Investment Mgmt
Expense Charge
as a % and per
Investment Options
3-Month YTD 1-Year 3-Year 5-Year 10-Year Inception $1,0002 5-to-Go Fund 3.54% N/A N/A N/A N/A N/A 6.71% 5 0.06% / $0.60
Barclays Capital Aggregate
Bond Index4 1.12% 7.84% 7.84% 6.77% 6.49% 5.78% 7.96%
Target Composite Index3 3.65% 7.02% 7.02% 10.26% 5.74% 6.71% 6.36%
15-to-Go Fund 4.58% 5.58% 5.58% 11.93% 3.60% 5.39% 4.33% 6 0.08% / $0.80
Barclays Capital Aggregate
Bond Index4 1.12% 7.84% 7.84% 6.77% 6.49% 5.78% 4.88%
Target Composite Index3 4.78% 5.49% 5.49% 9.44% 4.82% 5.63% 5.57%
25-to-Go Fund 6.11% 2.42% 2.42% 13.07% 2.66% 5.05% 8.50% 7 0.10% / $1.00
S&P 500 Index4 11.82% 2.11% 2.11% 14.13% -.025% 2.92% 9.33%
Target Composite Index3 6.35% 2.34% 2.34% 10.78% 3.38% 5.33% n/a
35-to-Go Fund 7.28% -0.44% -0.44% 13.61% 1.35% 4.76% 3.18% 6 0.10% / $1.00
S&P 500 Index4 11.82% 2.11% 2.11% 14.13% -0.25% 2.92% 2.59%
Target Composite Index3 7.46% -0.30% -0.30% 11.85% 1.68% 5.14% 4.74%
45-to-Go Fund 8.05% N/A N/A N/A N/A N/A -4.23% 5 0.10% / $1.00
S&P 500 Index4 11.82% 2.11% 2.11% 14.13% -0.25% 2.92% -1.90%
Target Composite Index3 8.19% -2.31% -2.31% 13.51% 1.13% 6.01% -4.72%
TIER 2 — GENERAL ASSET CLASS FUNDS
Investment returns 1 for period ending 12/31/2011
Since
Investment Mgmt
Expense Charge
as a % and per
Investment Options
3-Month YTD 1-Year 3-Year 5-Year 10-Year Inception $1,0002 Interest Income Fund 0.03% 0.11% 0.11% 0.38% 1.34% 2.62% 3.93% 8 0.00% / $0.00
Three Month Treasury
Index4 0.00% 0.10% 0.10% 0.15% 1.48% 1.95% 3.38%
Investment Grade Bond
Index Fund
1.22% 8.02% 8.02% 9.98% 4.75% 5.67% 5.56% 6 0.02% / $0.20
Barclays Capital Aggregate
Bond Index4 1.12% 7.84% 7.84% 6.77% 6.49% 5.78% 4.88%
S&P 500 Index Fund 12.09% 2.33% 2.33% 14.31% -0.39% 2.76% 2.40% 6 0.02% / $0.20
S&P 500 Index4 11.82% 2.11% 2.11% 14.13% -0.25% 2.92% 2.59%
International Equity
Index Fund
3.33% -12.38% -12.38% 7.51% -4.30% 4.45% 1.85% 9 0.05% / $0.50
MCSI EAFE Index4 3.38% -11.73% -11.73% 8.16% -4.26% 5.12% 3.16%
30

TIER 3 — EXPANDED CHOICE FUNDS
Investment returns 1 for period ending 12/31/2011
Since
Investment Mgmt
Expense Charge
as a % and per
Investment Options
3-Month YTD 1-Year 3-Year 5-Year 10-Year Inception $1,0002 Infl ation Protected Treasury
Index Fund
2.63% N/A N/A N/A N/A N/A 13.70% 5 0.02% / $0.20
Barclay’s Capital Infl ation-Linked
U.S. Treasury Index4 2.69% 13.56% 13.56% 10.39% 7.94% 7.57% 13.41%
Long Term Government Bond
Index Fund
1.82% N/A N/A N/A N/A N/A 32.66% 5 0.02% / $0.20
Barclays Capital Long Term
Government Bond Index4 1.80% 29.15% 29.15% 7.47% 10.78% 8.94% 32.64%
High Yield Corporate Bond Fund 5.00% N/A N/A N/A N/A N/A 4.50% 5 0.19% / $1.90
Bank of America Merrill Lynch
High Yield Master Index4 6.18% 4.38% 4.38% 23.72% 7.33% 8.59% 2.14%
Large Company Value
Index Fund
13.08% 0.45% 0.45% 13.14% -2.09% 3.32% 3.40% 10 0.02% / $0.20
Russell 1000® Value Index4 13.11% 0.39% 0.39% 11.55% -2.63% 3.89% 3.00%
Large Company Growth
Index Fund
10.63% 1.64% 1.64% 17.41% 1.06% 1.57% -1.52% 10 0.02% / $0.20
Russell 1000® Growth Index4 10.61% 2.64% 2.64% 18.03% 2.50% 2.60% 0.26%
Small Company Value
Index Fund
15.95% -5.93% -5.93% 17.07% 1.26% 8.26% 9.23% 10 0.04% / $0.40
Russell 2000® Value Index4 15.97% -5.50% -5.50% 12.38% -1.88% 6.40% 7.07%
Small Company Growth
Index Fund
15.01% -1.53% -1.53% 22.02% 2.45% 3.01% 0.78% 10 0.04% / $0.40
Russell 2000® Growth Index4 14.99% -2.91% -2.91% 19.02% 2.08% 4.48% 3.15%
Emerging Market Stock
Index Fund
4.29% N/A N/A N/A N/A N/A -17.50% 5 0.09% / $0.90
MSCI Emerging Market Index4 4.42% -18.42% -18.42% 20.09% 2.40% 13.85% -17.04%
Real Estate Investment
Trust Fund
6.69% N/A N/A N/A N/A N/A -9.44% 5 0.07% / $0.70
FTSE EPRA Real Estate Global
6.58% -8.72% -8.72% 15.14% -6.04% 9.06% -9.57%
Index 4
Commodities Index Fund 0.31% N/A N/A N/A N/A N/A -14.62% 5 0.23% / $2.30
Dow Jones-UBS Commodity
Index4 0.35% -13.32% -13.32% 6.39% -2.07% 6.63% -14.18%
1 Periods longer than one year are annualized.
2 Investment Management Expense Charge is an annualized percentage deducted from fund performance on a daily basis by the Plan for the benefi t of fund advisors that charge the
Plan in arrears for investment management services and other related asset based fees. The Fund Expense Charge will fl uctuate from time-to-time depending on the actual third-party
billings and asset values for which the billings are based and do not include Plan administrative expenses which are charged separately.
3 Target Composite Index is derived by applying the fund’s target asset allocation at the time to the monthly returns of the underlying indices for the trailing 10-year period. For the period
January 1, 2002, through January 31, 2011, the allocations were as follows:
• 15-to-Go Fund (formerly Mix A): 70% Invt. Grade Bond Fund, 2.5% Small Company Growth Fund, 2.5% Small Company Value Fund, 5% International Index Fund, 10% Large Company
Growth Fund, and 10% Large Company Value Fund
• 25-to-Go Fund (formerly Mix B): 50% Invt. Grade Bond Fund, 7.5% Small Company Growth Fund, 7.5% Small Company Value Fund, 5% International Index Fund, 15% Large Company
Growth Fund, and 15% Large Company Value Fund
• 35-to-Go Fund (formerly Mix C): 30% Invt. Grade Bond Fund, 10% Small Company Growth Fund, 10% Small Company Value Fund, 15% International Index Fund, 17.5% Large Company
Growth Fund, and 17.5% Large Company Value Fund
4 Index shown for comparison of relative performance to similar types of investments.
5 Fund inception date of February 2, 2011.
6 Fund inception date of July 1, 1998.
7 Fund inception date of January 1, 1969.
8 Fund inception date of July 1, 1994.
9 Fund inception date of July 1, 1997.
10 Fund inception date of January 3, 2001.
Certain employees who are members of a collective bargaining unit are not eligible for the HCA 401(k) Plan unless the negotiated agreement includes participation.
Please refer to your agreement or contact your Human Resources department for more information.
31

COMMON INVESTMENT TERMS
To properly manage your investments, it’s always a good
idea to be familiar with investment terminology. The list
below highlights frequently used investment terms and
their meanings.
Actively Managed Strategy — A strategy that relies on the
fund manager(s) to make specifi c investments in order to
outperform a benchmark.
Aggressive Investment Strategy — An investment or
mix of investments that takes increased market risk with
the hope of achieving more return. Aggressive investments
can earn more than an index when the index makes money
but can also lose more than an index when the index loses
money.
Asset Allocation — The practice of mixing investments
among the various asset classes (such as stocks, bonds and
cash investments) to diversify savings and protect them
from market risk.
Asset Class — A group of investments that all share the
same risk and return characteristics and are structured in
essentially the same way.
Benchmark — Used as a comparison by fund managers
to compare the performance of the fund’s investments to
the performance of the markets overall. An example of a
benchmark is a market index.
Bond — A fi nancial instrument issued by a government or
company to borrow money. The bond specifi es an interest
rate that will be paid and the number of years (the bond’s
term) until the bond will be repaid.
Capital Appreciation — An increase in an investment’s
value.
Capitalization — A common way to measure the size
of a corporation. A corporation’s market capitalization is
equal to its share price multiplied by the number of shares
outstanding.
Collective Trust Fund — A fund sponsored by a bank,
investment manager or trust company that pools the assets
of retirement plan investors.
Commodities — Raw materials used to create products,
such as gold and other metals, oil, and agricultural products.
Conservative Investment Strategy — An investment
or mix of investments that has less market risk and could
achieve a lower rate of return. Conservative investment
strategies typically lose less when markets are negative but
earn less when markets are positive.
32
Derivatives — Contracts whose value is “derived” from
some other investment, such as a commodity, stock, bond
or currency, or an index of such investments. Common types
of derivatives include options, futures and swap contracts.
Diversifi cation — The practice of putting savings in more
than one kind of investment to protect it against a loss due
to poor performance by one type of investment.
Dividend — A portion of corporate earnings paid to
shareholders of common stock.
Dollar-Cost Averaging — The practice of investing equal
dollar amounts at regular intervals in a particular investment,
with the goal of lowering the average cost per share/unit of
the investment over time.
Duration — A measure of the sensitivity of a bond’s price
to changes in interest rates. Duration is measured in years,
and longer duration bonds may be subject to greater price
fl uctuations due to changes in interest rates.
Emerging Markets — Markets of foreign countries
characterized by rapid economic growth and
industrialization.
Equity — Ownership of a corporation represented by
shares, entitling the holder to a portion of the corporation’s
earnings.
Equity Index Fund — An investment fund that invests in
the individual stocks within the benchmark equity index. For
example, the S&P 500 Equity Index Fund invests in the exact
500 stocks that are part of the index.
Expense Ratio — The percentage of assets deducted from
an investment fund to pay expenses of running the fund.
The expense ratio for each investment fund off ered under
the HCA 401(k) Plan refl ects the investment management
fees for the fund. The expense ratio may be shown “net” of
any waivers of reimbursements or “gross,” meaning before
any waivers or reimbursements.
Fixed Income — Any type of security that pays a regular
interest rate and provides for a return of principal at a
specifi c date. Fixed income securities include bonds and
money market instruments.
Futures Contract — An agreement to buy or sell a
commodity or an underlying index, currency or other asset
at a specifi c price and date in the future. Futures contracts
are a type of derivative contract.
Growth Fund — A fund that invests in stocks of growing
companies with the goal of capital appreciation.

Guaranteed Investment Contract (GIC) — A GIC is an
agreement with an insurance company who commits to
paying a stated interest rate and principal protection. In
exchange for the guaranteed rate, the insurance company
often manages the underlying principal.
Guaranteed Minimum Rate — The minimum interest rate
in a fi xed annuity that the insurance company is obligated
to credit on your investment.
High-Yield Bond — A bond that is rated below investment
grade and typically off ers a higher interest rate in order to
attract investors due to the greater risk of default. High yield
bonds may also sometimes be called junk bonds.
Infl ation-Linked Bond — A bond where the principal
amount or interest rate is adjusted periodically based on
infl ation rates.
Index — A measurement of the returns of a section of the
stock or bond markets.
Interest — A rate that is paid by the borrower to borrow
money from a lender. Interest rates are usually expressed as
an annual percentage.
Large Cap Stocks — Stocks of larger companies, which
are generally considered to be companies whose market
capitalization is $10 billion or more.
Market Risk — The risk that your investment principal could
be lost as the result of a loss in value of your investments.
Maturity — The date on which the principal amount of a
bond or other debt instrument becomes due and payable.
Mid Cap Stocks — Stocks of medium-sized companies,
which are generally considered to be companies whose
market capitalization is between approximately $2 billion
and $10 billion.
Money Market Fund — A mutual fund that seeks current
income through investment in short-term securities, such
as bank CDs, Treasury Bills and commercial paper. Money
market funds are designed to be liquid and typically
maintain a constant net asset value of $1.00. However, they
are not insured by the FDIC and can lose money.
Passively Managed Strategy — An investment or mix
of investments that invest in the assets of the underlying
index. A passive fund aims to achieve the exact rate of
return of the index and is subject to lower transaction
costs and investment management fees than an actively
managed fund. Passive investment strategies charge lower
fees because there is no fund manager actively selecting
individual investments.
33
Portfolio Turnover — A measure of how frequently assets
within a fund are bought and sold by the managers. A
fund with a higher portfolio turnover rate may incur higher
transaction costs (such as brokerage costs) than a fund with
a lower portfolio turnover rate.
Real Estate Investment Trust (REIT) — An investment
trust that holds diff erent kinds of real estate or real estate
related assets.
Return — An investment’s return is the ratio of money
gained or lost (whether realized or unrealized) relative to the
amount of money invested.
Risk Tolerance — The degree of uncertainty an investor can
accept in regard to a negative change in the value of his or
her portfolio.
Separate Account — An account sponsored by a bank,
investment manager or trust company that is managed
exclusively for the benefi t of a single client.
Small Cap Stocks — Stocks of smaller companies, which
are generally considered to be companies whose market
capitalization is less than $2 billion.
Standard & Poor’s 500 Index — An index of 500 U.S. stocks
that are considered to be widely held. The S&P 500 is one of
the most commonly used benchmarks for the overall U.S.
stock market.
Stock — A share of ownership in a company or corporation.
Treasury Bills — A short-term debt obligation backed by
the U.S. government with a maturity of less than one year.
Value Fund — A fund that primarily holds stocks that are
believed to be undervalued in price.
Volatility — The rate at which the price of a security moves
up and down.
Yield — The return received on a bond. For a bond
purchase at par value ($100.00), the yield is equal to the
interest rate of the bond.
Yield to Maturity — The rate of return anticipated on a
bond if it is held until the maturity date.
UNION DISCLAIMER
If you are an employee at an HCA-affi liated
facility where there is union representation or at
a facility that mirrors the benefi ts of a facility with
union representation, not all the information
contained here may apply to you, or it may apply
to you in a modifi ed manner. Please see your
facility’s Human Resources offi ce for details.

Your Notes
34

Your Notes
35

Your Notes
36

Welcome to
THE TEAM!
We are excited to have you as a new
HCA-affi liated employee. Make sure to
enroll by the deadline printed on your
cover letter, so you don’t miss out on all
the programs and HCA benefi ts that can
help you and your family stay healthy
and plan for your future.
TAFW