Norton Benefits 6q5643

2013 Employee Benefits Guide Real benefits. Remarkable value.

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A note from Tony Bohn Dear Norton Healthcare employee: Whether you’re a new employee or a current employee making changes to your benefits or going through annual open enrollment, we have prepared this Employee Benefits Guide to help you make decisions about your health and welfare benefits for 2013. In order to meet the changing and diverse needs of you and your family, our benefits program has been structured to provide a variety of progressive plans while keeping costs down. At Norton Healthcare, we strive to offer real benefits at a remarkable value. For example, did you know that Norton Healthcare pays more than 80 percent of your medical plan s? This is significantly more generous than many other employers in the area. We also customized our medical benefit plans based on how our employees use health care and spend health care dollars. Therefore, it is important that you take the time to carefully compare the available plans to ensure that you choose those that best meet your needs. Carefully review the information in this guide as a first step in selecting the appropriate benefits for you and your family. If you’re reviewing this guide for open enrollment purposes, pay special attention to the areas highlighted in yellow. If you’re reviewing this guide as a new employee or rehired employee, pay special attention to the areas highlighted in gray. This guide also is available on Nsider and at NortonHealthcare.com, and includes helpful videos. Good luck with your plan selections! Best regards,

Tony Bohn System Vice President and Chief Human Resources Officer Norton Healthcare

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2013 benefits open enrollment Each year, we encourage you to review your benefits and make changes based on personal and family needs. If you are reviewing this Employee Benefits Guide for open enrollment purposes, pay special attention to the areas highlighted in yellow.

••Life insurance plans remain the same as last year. ••Disability plans remain the same as last year. ••The voluntary benefits suite remains the same as last year. ••Three medical plans (HDHP, PCA and PPO) remain available; each plan offers a three-tiered network benefits structure.

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All employees must enroll to be covered As in past years, open enrollment is “active” again this year, which means you must re-enroll in health and welfare benefits (medical, dental, vision, life, disability and flexible spending s) in order to have coverage in 2013. You do not have to re-enroll in retirement benefits or voluntary benefits; however, this is an ideal time to review your elections.

2013 open enrollment dates Don’t miss out! Online open enrollment begins Monday, Oct. 29, at 7 a.m., and closes Friday, Nov. 16, at 5 p.m. No second re-enrollment period will be available.

•• •• •• ••

Highlights for 2013 ••Effective Jan. 1, 2013, employees must be statused to work at least 32 hours per pay period (.4 FTE) to be eligible for Norton Healthcare’s standard benefits suite, which includes medical, dental, vision, life insurance, disability plans, voluntary benefits and perks.

••New! Employees can qualify to earn $520 per year in wellness credits by participating in the N Good Health “Creating a Healthier You!” wellness engagement program. Visit NGoodHealth.com for details.

••Limits for health care flexible spending s (FSAs) will

2013 RX4 Drug List 2013 RX4 Drug List Changes 2013 RX4 Prior Authorization Changes 2013 RX4 Quantity Limit Changes

••Costs for benefits plans in 2013: •• Medical plan rates have increased due to escalating medical costs, mandated coverage and actual plan claims costs.

•• •• ••

Dental plan rates have increased slightly.

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Spouse life and child life insurance rates have increased slightly.

•• ••

Short-term disability rates have increased slightly.

Important If you do not re-enroll during the open enrollment period, your benefits will expire on Dec. 31, 2012, and you will not have benefits for 2013.

Some medical plans’ medications have changed drug levels; refer to the Forms Library on Nsider for these documents:

Vision rates remain the same. Supplemental life insurance rates have increased slightly, and s for employee supplemental life insurance will be deducted after taxes.

Long-term disability rates remain the same.

••All changes are effective Jan. 1, 2013. 2013 open enrollment awareness bonanza Oct. 22 to 29, 2012 Benefits education specialists will be traveling to Norton Healthcare facilities during an open enrollment awareness bonanza to:

••Raise awareness about open enrollment ••Provide guidance for those needing enrollment assistance

decrease to $2,500 per year under health care reform legislation.

••Limits for health savings s (HSAs) will increase to $3,250 for single coverage and $6,450 for all other levels of coverage due to IRS regulations.

••The Norton Healthcare FSA vendor will be changing from Chard Snyder to WageWorks. If you have an FSA, you will receive a new ID card in January.

••Dental plan offerings remain the same as last year with three options: DMO, PPO and traditional.

••Vision plan offerings remain the same as last year with two options: VSP Basic and VSP Plus.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Open enrollment awareness bonanza schedule

Open enrollment education and helpful resources

A schedule with details and times will be posted on the Open Enrollment page on Nsider and at each facility the week prior to the awareness bonanza.

To ensure you have access to benefits information when it’s convenient for you, 2013 benefits information is available in a variety of methods:

Monday, Oct. 22, 2012 Kosair Children’s Medical Center – Brownsboro Norton Brownsboro Hospital Watterson Tower

••View the electronic version of this guide prior to making

Tuesday, Oct. 23, 2012 Norton Audubon Hospital Norton Healthcare Pavilion Wednesday, Oct. 24, 2012 224 E. Broadway building Gray Street Medical Building Norton Suburban Hospital Thursday, Oct. 25, 2012 Children’s Hospital Foundation Building Community Health Building (First and Chestnut streets) Kosair Children’s Hospital Medical Towers South Norton Cardiovascular Associates – Springs

enrollment elections. The electronic version is available 24/7 on Nsider and the Employees page on NortonHealthcare.com. It includes embedded videos that will walk you through the guide.

••Visit the Open Enrollment page on Nsider. ••View Humana Smart Summaries for a history of your claims usage. •• Use the medical plan selection tool at www.MyBenefitsPlanner.com. ••Call the Humana hotline at (888) 393-6765, available Monday through Friday from 8 a.m. to 8 p.m.

••Take advantage of a one-on-one personal enrollment consultation with a benefits education specialist by calling the Norton Service Center at (502) 629-8911, option 2, or (502) 629-BENE (2363).

Important Don’t forget — you must enroll to have benefits in 2013; open enrollment ends Nov. 16 at 5 p.m.

Friday, Oct. 26, 2012 Norton Hospital Monday, Oct. 29, 2012 Norton Hospital cafeteria

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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New and rehired employees – Welcome to your 2013 benefits We are pleased to offer a wide variety of benefits plans for you and your family . While reviewing this guide, pay special attention to the areas highlighted in gray.

Important things to : ••You must enroll within 31 days of your date of hire. ••If you do not enroll within 31 days, you will not have benefits except basic life insurance and basic long-term disability, which Norton Healthcare provides to eligible employees at no cost. No other option is available for enrolling except during annual open enrollment in the fall or if you experience a qualifying event status change.

••If you have a qualifying event status change, you must submit a Benefits Enrollment/Change form with your requested benefits changes within 31 days of the event. Use the Benefits Enrollment area of Employee Self-Service on Nsider to enroll in benefits.

••Employee Self-Service is available 24/7 and can be accessed from any on-campus computer.

••Remote access from off campus requires a free software . For additional details about remote access, see page 41. Call the Norton Service Center at (502) 629-8911, option 1, if you need further assistance.

Enrollment education and helpful resources To ensure you have access to benefits information when it’s convenient for you, enrollment information and assistance is available in a variety of methods:

••View the electronic version of this guide prior to making enrollment elections. The electronic version is available 24/7 on Nsider and the Employees page on NortonHealthcare.com. It includes embedded videos that will walk you through the guide.

Important Don’t forget — you must enroll within 31 days of your date of hire to have benefits in 2013.

••If you already have a Humana medical plan, view Humana Smart Summaries for a history of your claims usage.

•• Use the medical plan selection tool at www.MyBenefitsPlanner.com. ••Take advantage of a one-on-one personal enrollment consultation with a benefits education specialist and/or retirement education specialist by ing (502) 629-BENE (2363).

••Call the Norton Service Center at (502) 629-8911, option 2.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Staying informed Benefits communications The Benefits Department works to keep you informed about your benefits. It is important that you read all communications sent to you. Information about benefits and enrollment are provided in multiple ways:

••Norton eNews Today, a daily email that also is posted on Nsider •• Letters mailed to your home when important changes are being made ••Emails to your Norton Healthcare email address about specific benefits you are enrolled in

•• Articles published in Connect, Norton Healthcare’s employee magazine , it’s your responsibility to read all the communications sent to you. We want to keep you up-to-date on the latest information about the remarkable value offered by our benefits.

To complete your benefits enrollment or make benefits changes, follow these steps: 1. Go to MyHR on Nsider. 2. Click on Employee Self-Service at the bottom of the page. 3. Enter name (AHSN) and . 4. Click . 5. Click on Employee Self-Service. 6. Click on Benefits. 7a. Click on Benefits Enrollment if you are completing annual open enrollment. 7b. Click on New Hire Enrollment if you are completing new hire enrollment.

Personal information updates

8. Follow the instructions.

It is important that your personal information is accurate and up-to-date. Before starting the enrollment process, review it and make all necessary updates. Go to the Human Resources page on Nsider for instructions on how to make changes. If you need assistance, call the Norton Service Center at (502) 629-8911, option 2.

9. A confirmation email will be sent to your Norton Healthcare email address within 60 minutes of submitting your enrollment. If you do not receive an email, call the Norton Service Center at (502) 629-8911, option 2.

••Check your mailing address. A correct address expedites mailings from Norton Healthcare and handling of W-2s. When changes are made, they are reflected on the next pay voucher.

•• your personal information. Check the Social Security numbers and dates of birth for you and your dependents, your marital status and other information.

Important To complete your benefits enrollment, you must:

•• and update dependent information. ••Click “Submit.” ••Print your Benefits Elections Page as proof of your enrollment.

••Make sure beneficiary elections are up-to-date. Beneficiaries should be assigned to the 401(k) or 403(b) plan (accessed via the Principal Financial Group link on the Human Resources page on Nsider) and basic life and supplemental life insurance (accessed through Employee Self-Service). If beneficiaries are not listed for these benefits, the funds will be paid to your estate upon death. , it is your responsibility to keep this information up-todate to ensure you receive important notices and communications.

To enroll in or modify your retirement plan elections: 1. Go to the Human Resources page on Nsider. 2. Under Benefits Providers, select Principal Financial Group. 3. Follow the instructions. To enroll in or modify your voluntary benefits plan elections:

Ready to enroll? Online benefits enrollment is available 24/7 during the enrollment period through Employee Self-Service and can be accessed from:

••Any on-campus computer. ••Any computer lab or kiosk in a Norton Healthcare facility. A list of locations is available on the Human Resources page on Nsider or by calling any facility Human Resources office.

••An off-campus computer using remote access. For details about remote access, see page 41.

Call the Norton Service Center at (502) 629-8911, option 2, or call (502) 629-BENE (2363) and request a personal benefits enrollment consultation with a benefits education specialist.

Important This booklet highlights many Norton Healthcare benefits. Refer to the respective summary plan descriptions for more details. Every effort has been made to ensure the accuracy of this information. However, the actual istration of the plans is governed by plan documents and insurance agreements. In the event of a discrepancy between these highlights and the plan documents and agreements, the documents and agreements take precedence.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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Frequently asked questions Am I eligible for employee benefits? ••All employees who are statused to work at least 32 hours (.4 FTE) per pay period are eligible for Norton Healthcare’s standard benefits suite, which includes medical, dental, vision, life insurance, disability plans, voluntary benefits and perks.

••Employees who are statused to work less than 32 hours (.4 FTE) per pay period and registry employees are eligible for Norton Healthcare’s medical plan options and several “employee perks,” including Norton Concierge Services, cafeteria discounts, outpatient services discount, 529 College Savings Plan and U.S. Treasury Securities.

••All employees are eligible to participate in Norton Healthcare’s traditional and Roth 403(b) or 401(k) retirement savings plans.

Are my dependents eligible? Employees’ legal spouses and children younger than age 26 are considered eligible dependents. Mentally or physically disabled children older than age 25 are eligible if the disability occurred before age 26. Children include biological and adopted children and any other dependent children, such as stepchildren or foster children. Legal documents are required for eligibility. For more information, call the Norton Service Center at (502) 629-8911, option 2.

What if I don’t want any benefits? Even if you choose to waive all other benefits, you still need to complete the online benefits enrollment through Employee Self-Service and “waive” the applicable plans.

What if I don’t want to make any changes to my current benefits? Even if you are not making changes to your benefits choices, you must re-enroll in all health and welfare benefits plans during the open enrollment period in order to continue your benefits in 2013.

What happens if I miss the enrollment deadline? If you do not enroll by the applicable deadline, you will not have benefits for 2013 except basic life insurance and 50 percent long-term disability, which Norton Healthcare provides at no cost to eligible employees.

What if I change my mind after I enroll? ••New employees who wish to change benefits elections after their initial election may do so by submitting a Benefits Enrollment/Change Form to the Benefits Department within 31 days of their date of hire or rehire.

••Current employees can change their elections through the online open enrollment system anytime until the end of the open enrollment period on Friday, Nov. 16, at 5 p.m.

When will my elections be effective? ••For new or rehired employees, enrollment elections are effective on the first day of the month following the date of hire or rehire.

••Benefits elections made during open enrollment will be effective Jan. 1, 2013, if submitted by Friday, Nov. 16, at 5 p.m.

••If you are making changes due to a change in employment status (from full-time to part-time or vice versa, or from registry to full-time or part-time), these elections will be effective the beginning of the pay period following the employment status change.

••If you are making changes due to a qualifying event status change (e.g., marriage, birth, death; see full list in next question), these elections will be effective the date of the event if requested within 31 days from the event.

What is my deadline for enrolling? ••New employees must enroll within 31 days of the date of hire or rehire.

•• All current employees must complete open enrollment for 2013 benefits by Friday, Nov. 16, at 5 p.m.

••If you are making changes to enrollment because of a qualifying event status change, you have 31 days after the effective date of the status change to complete and submit a Benefits Enrollment/ Change Form, located in the Forms Library on Nsider.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Can I make changes during the year?

When does coverage end?

Only those employees with a qualifying event status change may add or drop coverage or change coverage levels (e.g., employee only, employee plus spouse, etc.). However, changing plans (e.g., PCA to PPO) is not possible until the next open enrollment period.

If you leave Norton Healthcare or become ineligible for benefits:

Qualifying event status changes may include:

••Marriage, divorce, legal separation, annulment or death of a spouse ••Birth, adoption or death of a dependent child ••The beginning or end of an employee’s or spouse’s employment ••A change in your or your spouse’s benefits eligibility status (e.g., a reduction or increase in hours of employment that may occur when switching between part-time and full-time, or the start or end of an unpaid leave of absence)

••Coverage under all plans except medical, dental and vision will end on the separation date or the day status changes.

••Medical, dental and vision benefits end on the last day of the month in which status changes or employment ends.

••If the hours you are statused to work are reduced to less than 32 hours per pay period (.1 to 3.9 FTE), you may continue medical coverage only but must re-enroll to continue the existing medical plan. s will increase, must be paid monthly and are not eligible for payroll deduction. For continuation options for all benefits plans, refer to the respective summary plan descriptions on Nsider.

••A dependent child becoming eligible or ineligible for coverage ••You, your spouse or a child becoming ineligible for other coverage ••A court order requiring you, your spouse or a former spouse to provide coverage for a child

••Entitlement to Medicare by yourself, your spouse or a dependent child Note: When adding dependents, legal documentation will be required to dependent status.

Important Qualifying event status changes must be requested within 31 days from the date of the event. Refer to the summary plan description language regarding detailed istration of qualifying event status changes located in the Forms Library on Nsider.

What levels of coverage are available with the benefits plans? Four levels of coverage are available for the medical, dental and vision plans:

••Employee only ••Employee plus spouse ••Employee plus child(ren) ••Family If both my spouse and I are employed at Norton Healthcare, can we both elect the same level of coverage? Both of you can select “employee plus child(ren)”; both of you cannot select “employee plus spouse” or “family.”

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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Will I get new ID cards? ••If you are currently enrolled in Norton Healthcare benefits, don’t throw away your cards! Whether you will keep the same cards or get new ones depends on your benefits choices (see below).

••If you’re enrolling for the first time, you will receive ID cards. ••ID cards are issued/available only for the benefits listed below. Medical ID cards New medical ID cards are issued only if:

••Medical coverage is elected for the first time ••Medical coverage level changed (e.g., switched from “employee only” to “employee with children” or family coverage, or vice versa)

••A new medical plan is elected Employees who choose the HDHP plan will receive a card like this.

Employees who choose the PPO plan will receive a card like this.

Employees who choose the PCA plan will receive a card like this.

Employees who choose to have an HSA with the HDHP plan will receive a separate Visa card for the HSA like this.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Dental ID cards

Flexible spending cards

New dental ID cards are issued only if:

An orange WageWorks Visa debit card will be issued to all employees who choose to have a flexible spending (FSA) in 2013. The card can be used to access funds in the FSA and is valid until the expiration date on the card. If the card is misplaced, a new one can be ordered by calling (877) 924-3967.

••Dental coverage is elected for the first time ••Dental coverage level changed (e.g., switched from “employee only” to “employee with children” or family coverage, or vice versa)

••A new dental plan is elected ••Dependents are added or deleted from the “employee with

Employees who choose to have an FSA will receive a card like this.

children” or family coverage levels of the CompBenefits plan Employees who choose the PPO or Traditional plan will receive a card like this.

Vision ID cards Vision ID cards are not required for services but are available through www.vsp.com. Employees who choose the CompBenefits plan will receive a Humana Advantage Plus card like this.

Employees who choose a VSP plan can print a card like this from the VSP site.

When will I receive my ID cards? ••New employees should receive ID cards within 14 days of enrolling as long as all of the necessary information has been provided.

••Current employees who completed open enrollment will receive ID cards before Jan. 1, 2013.

••If you are making changes due to a change in employment status (from full-time to part-time or vice versa, or from registry to full-time or part-time), ID cards should arrive within 14 days of submitting the enrollment change form.

••If you are making changes due to a qualifying event status change (e.g., marriage, birth, death, etc.), ID cards should arrive within 14 days of submitting the enrollment change form.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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Medical coverage Norton Healthcare offers three medical plans. The structure and customization of these plans is based on employee use in previous years. The medical plans include a choice of high-deductible, low- plans and a low-deductible, high- plan.

••All other prescriptions are available at a discounted rate and

These choices are available because in 2011 more than 53 percent of Norton Healthcare employees spent less than $1,000 in medical expenses; 81 percent spent less than $4,000.

An HSA is a health savings for medical expenses.

About the medical plans ••Three plans are available to choose from: •• High-deductible health plan (HDHP) with health savings (HSA) option

•• ••

Personal care (PCA) Preferred provider organization (PPO)

••As required by the Affordable Care Act, a Summary of Benefits and Coverage (SBC) for each medical plan is available in the Forms Library on Nsider. The SBCs include covered services, excluded services, coverage examples and costs of coverage, such as deductibles and out-of-pocket limits.

••All medical plans are self-insured by Norton Healthcare. ••All are PPO plans using a custom three-tiered benefits structure. ••All plans cover preventive services at 100 percent under Tier 1 and Tier 2.

••All plans include reduced co-pays for diabetes medications and testing supplies for participants in the Rx for Better Health program.

HDHP with HSA option ••This is a high-deductible, low-, IRS-qualified plan that allows you to elect an optional health savings to help pay for unreimbursed expenses, similar to a flexible spending (FSA).

••

Advantages of HSA vs. FSA — Contributions roll over from year to year; it is portable and employee-owned; and it can be converted to an IRA.

••Most medical treatments under this plan, including physician services, office visits and hospital services, require the deductible to be met before the services are covered at the applicable level.

••Select preventive prescriptions, including certain asthma and diabetes medications, are covered by a co-pay amount and credited toward the out-of-pocket maximum (which is not typical of most plans).

are credited toward the deductible. Once the deductible is met, prescription co-pays will apply and amounts paid will be credited toward the out-of-pocket maximum.

What is an HSA? ••Distributions from this are tax-free if used to pay qualified medical expenses. Unlike an FSA, unused funds remain in the at the end of the year and accumulate from year to year.

••HSAs are “portable”; they stay with you if you change employers or leave the workforce.

••HSAs are designed to encourage saving for future health care expenses. Interest or other earnings on the are tax-free.

••If funds are withdrawn for nonmedical expenses before retirement age, penalties may apply.

••HSAs are only available to individuals who are enrolled in a qualified HDHP. These plans have minimum deductible requirements as established by the IRS.

HSA contributions Maximum amounts that can be contributed to an HSA pre-tax each year:

••Single coverage – $3,250 ••All other levels of coverage – $6,450 ••Individuals over age 55 – an additional $1,000 catch-up contribution each year Those who choose the HDHP plan will receive a HumanaAccess Visa debit card to access HSA funds for eligible expenses.

PCA ••This is a high-deductible plan with low s. ••It includes a benefit allowance provided by Norton Healthcare based on the coverage level elected.

••These funds can be used to pay down the deductible, and unused funds can roll over, up to $4,500; these funds are not portable and are owned by Norton Healthcare.

••The PCA medical ID card has a Visa logo on it. The card is preloaded with the allotted funds provided by Norton Healthcare and can be used just like a credit card for health care expenses only.

••The list of eligible expenses is available in the Forms Library on Nsider.

••Similar to the HDHP plan, most services, including physician services, office visits and hospital services, require the deductible to be met before the services are covered.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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••Prescription co-pays apply based on the prescription. ••The RxPlus program, an additional prescription benefit available with this plan, reduces the co-pay on certain asthma and diabetes medications.

PPO ••This is a low-deductible plan with higher s. ••Co-pays apply for physician office visits, allergy injections and chiropractic visits.

••Most other services require the deductible to be met before the services are covered.

••Prescription co-pays apply based on the medication. ••The RxPlus program, an additional prescription benefit available with this plan, reduces the co-pays on certain asthma and diabetes medications.

90-day prescription discounts All three Norton Healthcare medical plan options include a 90-day prescription discount plan for maintenance medications.

••The 90-day prescription discount program is available via mail order through RightSource or at participating retail pharmacies.

••You will receive cost savings when filling one 90-day prescription (one co-pay) versus three 30-day prescriptions (three co-pays).

••Prescription co-pays can be determined by using the Rx Calculator on MyHumana at www.humana.com or by calling RightSource Customer Service at (800) 379-0092.

Rx for Better Health Your prescription for health and wellness Rx for Better Health is a program designed to improve the health of employees and family who have chronic conditions. The program currently focuses on managing diabetes. 

What are the benefits of participating?

••You will receive free diabetes testing supplies and reduced co-payments on your diabetes medications.

••You will meet with a specially trained pharmacist who will work with you and your physician to manage your diabetes.

Who is eligible? All employees and their family who have diabetes, are at least 18 years old and are enrolled in one of Norton Healthcare’s medical plans

How much does the program cost? It is free! 

How can I learn more about the program?

••Visit NortonHealthcare.com/RxBetterHealth. ••Call the Rx for Better Health pharmacist at (502) 629-8099. How do I ? Call the Norton Healthcare Access Center at (502) 629-1234 or Rx for Better Health at (502) 629-8099.

The MyHumana Mobile application provides information at your fingertips so you can manage your health benefits with ease. You can find a cheaper medication alternative while sitting with your doctor and even check the status of your claim after your visit.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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What does it mean that Norton Healthcare is self-insured?

Important Norton Healthcare recommends verification of provider participation and level of tier coverage prior to every service.

Being self-insured means Norton Healthcare pays for all medical claims. Humana isters the medical plans.

••This allows Norton Healthcare to design the medical plans offered to employees based on how employees use their health care plans.

••The employee s and a budgeted amount by Norton Healthcare are paid into a medical insurance fund that is generally istered by a third-party payer, Humana.

••The cost of claims and istration are paid out of the medical insurance fund. However, if the costs exceed the amount in the fund, Norton Healthcare must cover those costs.

••Self-insured, employer-sponsored plans are generally very efficient because they can be designed to meet the needs of employees and, as a result, are most beneficial.

What is a deductible? A deductible is an annual amount of medical expenses for which the covered member is responsible before the plan begins paying benefits.

Finding a provider If you do not have a primary care physician, finding one is as simple as sitting down at your computer or picking up the phone. If you are enrolling in a Norton Healthcare medical plan, follow the instructions below to find a participating provider. If you already have insurance, call the number on your Norton Healthcare medical plan ID card and a customer service representative will assist you. 1. Go to www.humana.com. 2. Select Find a Doctor, then select Find a Doctor again. 3. Select Employer Group Plan, located under Search by Coverage & Network. 4. Type in your ZIP code and click Go. 5. Select Your Network (Norton Healthcare PPO).

What is a co-payment, or co-pay?

6. Choose your search parameters and click Go.

A co-payment is a fixed dollar amount that is paid for a service when it is received.

If you are not enrolled in a Norton Healthcare medical plan, call (502) 629-1234 to find a Norton Healthcare medical provider who participates in your medical plan.

What is co-insurance? Co-insurance is the percentage of covered costs for which the insured person is responsible after the deductible has been paid. For example, if a plan says that an expense is covered at 90 percent after the deductible, Norton Healthcare is liable for 90 percent of the cost after the deductible and the insured person is responsible for the remaining 10 percent.

What does preauthorization of services mean?

What if I have a dependent child living out of the area or away at college? All health plans provide in-network Tier 2 coverage if your child is in a Humana/ChoiceCare network service area. Hospital facility services must be performed in a Norton Healthcare network facility to receive the highest level/Tier 1 in-network coverage. You may wish to enroll children in the health insurance plan offered by their college. Each college can provide more information about its health care offerings.

Preauthorization means that the services will be covered under the medical plan, but it does not guarantee the tier under which the service will be paid. Preauthorization does not guarantee payment at the Tier 1 benefit level.

Medical coverage tiers Tier

Norton Healthcare Network Tier 1

ChoiceCare Network Tier 2

Out-of-Network Tier 3

Benefit level

Maximum benefits Minimizes out-of-pocket costs

Higher out-of-pocket costs than Tier 1

Highest out-of-pocket costs

Facilities: Hospitals, immediate care centers, diagnostic and outpatient centers

Norton Healthcare facilities

Humana ChoiceCare facilities

Non-Norton Healthcare and non-Humana ChoiceCare facilities

Providers: Physicians and physician practices

Norton Healthcare or Humana ChoiceCare providers

Humana ChoiceCare providers

Non-Norton Healthcare or non-Humana ChoiceCare providers

Lifetime maximum

Unlimited

Unlimited

Unlimited

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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What coverage is available if I’m traveling and need medical care? True medical emergencies that occur while traveling are treated as an in-network Tier 1 expense regardless of whether the health care provider participates in the plan’s network. Urgent care services obtained while traveling are covered at the Tier 1 benefit level if provided at a Humana/ChoiceCare facility. Urgent care at nonparticipating facilities is covered at the non-network/Tier 3 benefit level.

Norton Immediate Care Centers Norton Immediate Care Centers treat adults and children seeking walk-in medical care for minor illnesses or injuries when access to a primary care physician is limited or an emergency room visit is not indicated. Use the NortonMobile app or call (502) 629-4444 to find the Norton Immediate Care Center closest to your home or office. Norton Immediate Care Center services

How do I know if I have a true medical emergency?

Illnesses ••Abdominal issues (nausea, vomiting and diarrhea)

, our medical plans will not cover the costs of visits made to an emergency room for care that does not constitute a true medical emergency. If you cannot reach your regular physician’s office, HumanaFirst has a free Nurse Advice Line available 24/7 at (800) 622-9529. The nurse can help you determine whether you should go to the emergency room, visit a Norton Immediate Care Center or schedule an appointment with your primary care physician. The nurse also can answer a multitude of other medical questions, such as “Is this reaction to a new medication normal?” or “How do I change the bandage on my surgical wound?”

••Allergies ••Asthma ••Colds ••Ear infections ••Ear wax removal ••Eye infections ••Headaches ••Influenza (flu)

Important Nurse Advice Line • 24-hour health information, guidance and • (800) 622-9529

••Rash and skin conditions ••Sinus infections ••Strep infections ••Sore throat ••Sexually transmitted disease care

••Swimmer’s ear ••Urinary tract infections ••Upper respiratory problems

Injuries

••Abrasions, cuts, bruising ••Bee stings and insect bites ••Burns and sunburn ••Eye (foreign body) ••Finger/toe nail ••Fracture care (acute

••Laceration repair ••Sprains and strains ••Splinter removal ••Wound care

non-displaced) Prevention and wellness ••Allergy injections

••Blood pressure screening ••Influenza vaccinations ••Physicals (school, sport, employment, DOT) ••Travel vaccines (Shelbyville Road location only) Diagnostics ••Digital radiology

••Drug screens and breath alcohol testing ••EKG ••TB testing ••Laboratory testing (CBC, UA, strep, pregnancy, RSV and other tests)

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

16

How to choose a medical plan Everyone’s personal circumstances differ, which is why one medical plan is not suitable for everyone. Here are some factors to consider when choosing a plan:

••What medical services do you and your family use? •• Current Humana can view their Smart Summaries to analyze previous claims. Log on to www.myhumana.com and select Claims Information then Smart Summaries. You can review 2012 claims and use the planning tools to help determine your needs for 2013.

The Norton Mobile application for Androids, iPhones and iPads gives you instant, real-time access to the largest network of physicians, hospitals, immediate care centers and specialty centers in Greater Louisville — all at the tap of a finger. Find a doctor near your current location or access a large health encyclopedia with a symptom navigator, recipes, classes and events. the app at NortonHealthcare.com/ NortonMobile.

••How often do you use medical services? ••How much do you want to pay? Plans that cost less in biweekly s generally require larger payments when medical care is provided.

••

Request a personal benefits enrollment consultation with a benefits education specialist by calling the Norton Service Center at (502) 629-8911, option 2.

••

Use the My Benefits Planner selection tool on www.mybenefitsplanner.com.

••

Don’t over-insure yourself!

Medical coverage biweekly costs Biweekly costs for employees statused to work 32 hours per pay period or more are deducted on a pre-tax basis unless otherwise requested. Option

Employee only

Employee + spouse

Employee + child(ren)

Family

Biweekly Employees statused to work 64 hours per pay period or more HDHP



$

33.13



$

47.81



$

43.07



$

55.63

PCA



$

49.17



$

70.64



$

58.53



$

82.49

PPO



$

69.54



$

120.63



$

98.54



$

147.97

63.96



$

54.60



$

76.40

Employees statused to work 32 to less than 64 hours per pay period HDHP



$

40.06



$

PCA



$

58.40



$

86.79



$

70.07



$

103.26

PPO



$

78.78



$

136.78



$

110.08



$

168.74

Monthly Employees statused to work less than 32 hours per pay period, including registry HDHP



$

401.79



$ 803.58



$

743.31



$ 1,245.54

PCA



$

441.53



$

883.05



$

816.82



$ 1,368.73

PPO



$ 485.68



$

971.36



$ 898.50



$ 1,505.60

Rates for employees statused to work less than 32 hours per pay period and registry employees are not paid through payroll deduction and will appear as $0 on the “Benefit Elections” page. will be billed directly by WageWorks, our third-party billing vendor.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

17

Important Don’t miss out on the opportunity to earn up to $520 per year in wellness credits through the N Good Health “Creating a Healthier You!” wellness engagement program. Visit NGoodHealth.com for details. Review the chart below to see how this credit can impact your net pay.

Wellness credit impact on total net pay Section of pay voucher

Pay voucher without credit

Pay voucher with credit

Earnings Wellness credit



$

0.00



$

Regular



$ 1,922.40



$ 1,922.40

20.00

Deductions Humana Dental PPO Pre Tax



$

5.28



$

5.28

Health Savings Acct Pre Tax



$

40.00



$

40.00

Norton Healthcare HDHP Pre Tax



$

33.13



$

33.13

Combined KY Jefferson County Taxes



$

38.12



$

38.55

Federal Withholding



$

259.91



$

262.75

Federal Social Security EE



$

72.78



$

73.61

Federal Medicare EE



$

25.13



$

25.40

KY Kentucky Withholding



$

103.97



$

105.14

403(b) Plan Pre Tax



$

111.23



$

111.23

Summary Total Gross



$ 1,922.40



$ 1,942.40

Total Deductions



$

689.55



$ 695.09

Total Net Pay



$ 1,232.85



$ 1,247.31

Net savings per pay period*

+

$

14.46

Net savings over 26 pay periods*

+

$

375.96

*Sample net savings is based on estimated taxes of an employee claiming married status.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

18

HDHP (with optional HSA) Norton Healthcare Tier 1 In-network

Humana/ChoiceCare Tier 2 In-network

Out-of-network

Norton Healthcare Tier 1 In-network

N/A

N/A

N/A

$500 Employee $1,000 Employee + spouse $1,500 Employee + child(ren) $1,500 Family

Preventive care • Annual routine physical exam and routine child care

100%

100%

40% after deductible

100%

• Routine mammogram

100%

100%

40% after deductible

100%

• Routine lab and X-ray

Up-front benefit allowance • Annual member benefit (per calendar year) (1)

100%

100%

40% after deductible

100%

Physician services • Office visits and prenatal care (2)

90% after deductible

90% after deductible

40% after deductible

90% after deductible

• Allergy injections

90% after deductible

90% after deductible

40% after deductible

90% after deductible

• Inpatient services and allergy serum

90% after deductible

90% after deductible

40% after deductible

90% after deductible

• Outpatient services

90% after deductible

90% after deductible

40% after deductible

90% after deductible

Hospital services • Inpatient care

90% after deductible

60% after deductible

40% after deductible

90% after deductible

• Outpatient surgery facility

90% after deductible

60% after deductible

40% after deductible

90% after deductible

• Outpatient nonsurgical care (including diagnostic lab and X-ray)

90% after deductible

60% after deductible

40% after deductible

90% after deductible

90% after deductible

90% after deductible

90% after deductible

90% after deductible

Other medical services • Physical, speech and hearing therapy (7)

90% after deductible

90% after deductible

40% after deductible

90% after deductible

Chiropractic visits (limit 20 visits per year) (7)

90% after deductible

90% after deductible

40% after deductible

90% after deductible

100% after deductible and after $10/$30/$55/25%

100% after deductible and after $10/$30/$55/25%

40% after deductible and after $10/$30/$55/25%

100% after $10/$30/$55/25%

100% after $10/$30/$55/25%

100% after $10/$30/$55/25%

40% after $10/$30/$55/25%

N/A

N/A

N/A

N/A

100% after $5/$15/$55/25%

100% after $0/$5/$30/25%

100% after $0/$5/$30/25%

40% after $0/$5/$30/25%

100% after $0/$5/$30/25%

$2,500

$4,000

$7,500

$2,250

• Emergency room (6)

Prescription drugs (8) • Co-pays for Rx 4 levels: One/Two/Three/Four Preventative Rx (9) New Rx Plus • Co-pays for list of asthma and diabetic drugs (10) Rx for Better Health • Co-pays for diabetes medications and testing supplies for in this program. (12) Annual deductible (per calendar year) • Individual (4) • Family (5)

$5,000

$8,000

$15,000

$4,500

Same as any other condition

Same as any other condition

Same as any other condition

Same as any other condition

Out-of-pocket amounts (per calendar year) (3) • Individual

$1,500

$1,500

$8,000

$1,750

• Family

$3,000

$3,000

$16,000

$3,500

Mental health services

(1) Applies to medical services received from Tier 1 and Tier 2 participating providers only.

(5) You are not required to meet individual deductibles once the family deductible has been met.

(2) Prenatal co-payment applies to first visit only.

(6) Emergency room services and/or ambulance transportation charges are covered at the appropriate tier for emergency situations only, as defined in the Summary Plan Description in the Forms Library on Nsider.

(3) Out-of-pocket amounts exclude co-payments and deductibles. (4) Deductible and out-of-pocket limits for participating and nonparticipating benefits calculated separately except for HDHP deductible and out-of-pocket Tier 1 and Tier 2.

(7) Day/visit limits are combined for participating and nonparticipating providers.

19

PCA

PPO

Humana/ChoiceCare Tier 2 In-network

Out-of-network

Norton Healthcare Tier 1 In-network

Humana/ChoiceCare Tier 2 In-network

Out-of-network

$500 Employee $1,000 Employee + spouse $1,500 Employee + child(ren) $1,500 Family

N/A

N/A

N/A

N/A

100%

40% after deductible

100%

100%

40% after deductible

100%

40% after deductible

100%

100%

40% after deductible

100%

40% after deductible

100%

100%

40% after deductible

90% after deductible

40% after deductible

100% after $25/$40 co-pay (11)

100% after $25/$40 co-pay (11)

40% after deductible

90% after deductible

40% after deductible

100% after $5 co-pay

100% after $5 co-pay

40% after deductible

90% after deductible

40% after deductible

90% after deductible

90% after deductible

40% after deductible

90% after deductible

40% after deductible

90% after deductible

90% after deductible

40% after deductible

60% after deductible

40% after deductible

90% after deductible

60% after deductible

40% after deductible

60% after deductible

40% after deductible

90% after deductible

60% after deductible

40% after deductible

60% after deductible

40% after deductible

90% after deductible

60% after deductible

40% after deductible

90% after deductible

90% after deductible

90% after $150 co-pay and after deductible

90% after $150 co-pay and after deductible

90% after deductible

90% after deductible

40% after deductible

90% after deductible

90% after deductible

40% after deductible

90% after deductible

40% after deductible

100% after $40 co-pay

100% after $40 co-pay

40% after deductible

100% after $10/$30/$55/25%

40% after $10/$30/$55/25%

100% after $10/$30/$55/25%

100% after $10/$30/$55/25%

40% after $10/$30/$55/25%

N/A

N/A

N/A

N/A

N/A

100% after $5/$15/$55/25%

40% after $5/$15/$55/25%

100% after $5/$15/$55/25%

100% after $5/$15/$55/25%

40% after $5/$15/$55/25%

100% after $0/$5/$30/25%

40% after $0/$5/$30/25%

100% after $0/$5/$30/25%

100% after $0/$5/$30/25%

40% after $0/$5/$30/25%

$4,500

$7,000

$350

$1,000

$2,000

$9,000

$14,000

$700

$2,000

$4,000

Same as any other condition

Same as any other condition

Same as any other condition

Same as any other condition

Same as any other condition

$6,000

$8,000

$2,500

$5,500

$7,500

$12,000

$16,000

$5,000

$11,000

$15,000

(8) Discounted prescription payments will apply toward the deductible and out-of-pocket amounts. Once the deductible has been satisfied, co-pays will apply and will be credited toward out-of-pocket maximums. (9) Preventative Rx co-pays will be credited toward out-of-pocket maximums. The list of these drugs is in the Forms Library on Nsider.

(10) The list of specific asthma and diabetes drugs is in the Forms Library on Nsider. (11) The co-pay for Norton Immediate Care Center visits is $40. (12) A complete list of diabetes medications with reduced co-payments can be found on the Rx for Better Health page at NortonHealthcare.com/RxBetterHealth.

20

Dental coverage Norton Healthcare offers three dental plan options.

CompBenefits AVK1 ••The CompBenefits plan is similar to a dental HMO. ••This is the least expensive of Norton Healthcare’s dental plans. ••It requires using a dentist from a list of approved providers. ••A list of network providers is available at www.compbenefits.com. Click on Providers/Search and then Find Dental Providers. Next, select Advantage Plus plans, then complete the screen and click Submit.

••

There is no plan benefit maximum, but most services require member co-pays.

••A schedule of the current member co-pays is located in the Forms

Humana Traditional Dental ••This plan charges the highest because it covers all dentists at the same benefit level.

•• can go to any licensed dentist; however, in-network providers will accept Humana’s contracted payment as payment in full for services. Non-network providers may bill for the difference of the actual charges less the payment from Humana.

••

For a list of preferred dentists, visit www.humanadental.com. Click on Find a Dentist, enter ZIP code to search and click Go. Next choose PPO/Traditional Preferred as the network. Enter your address or search by state and county, and select Go. Enter your search criteria and select Search.

••Annual and lifetime maximums apply.

Library on Nsider.

Humana PPO Dental ••This plan costs more than the CompBenefits plan but less than the Traditional plan.

••Humana PPO Dental provides a larger number of in-network dentists than the CompBenefits plan.

•• have the option to go to any licensed dentist; however, using an in-network dentist generally will provide a greater benefit.

••

For a list of preferred dentists, visit www.humanadental.com. Click on Find a Dentist, enter ZIP code to search and click Go. Next choose PPO/Traditional Preferred as the network. Enter your address or search by state and county, and select Go. Enter your search criteria and select Search.

Go to the iTunes App Store or Android Market and search “MyHumana Mobile” to Humana’s mobile app.

••Annual and lifetime maximums apply.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

21

Dental coverage costs The biweekly cost for each dental plan and level of coverage is listed below and is deducted on a pre-tax basis unless otherwise requested. Option

Employee only

Employee + spouse

Employee + child(ren)

Family

Employees statused to work 64 hours per pay period or more CompBenefits AVK1



$

3.69



$

7.49



$

7.52



$

12.20

Humana PPO



$

5.28



$

10.71



$

12.81



$

16.07

Humana Traditional



$

7.80



$

15.80



$

19.27



$

23.79

$

11.23



$

11.28



$

18.30

Employees statused to work 32 to less than 64 hours per pay period CompBenefits AVK1



$

5.54



Humana PPO



$

7.92



$

16.07



$

19.22



$

24.10

Humana Traditional



$

10.44



$

21.16



$

25.68



$

31.82

Dental plan summaries Coverage

CompBenefits

Humana PPO

Humana Traditional

Deductible

In-network

In-network

Out-of-network

In-network

Out-of-network

Deductible • Individual • Family

N/A N/A

$ 50 $ 150

$ 75 $ 225

$ 50 $ 150

$ 50 $ 150

Office visit co-pay

N/A

N/A

N/A

N/A

N/A

100% No deductible

100% No deductible

80%* No deductible

100% No deductible

100%* No deductible

Basic care • Fillings • Oral surgery • Anesthesia • Periodontal • Root canal

Plan pays balance after co-pay is paid per the schedule

80% after deductible

70%* after deductible

80% after deductible

80%* after deductible

Restorative care • Crowns • Inlays • Bridgework • Dentures

Plan pays balance after co-pay is paid per the schedule

50% after deductible

40%* after deductible

50% after deductible

50%* after deductible

Plan pays balance after co-pay is paid per the schedule

50%

50%*

50%

50%*

None

$ 1,000

$ 1,000

$ 1,000

$ 1,000

24-month treatment maximum; discount offered

$ 1,500

$ 1,500

$ 1,500

$ 1,500

Preventive care • Exams • Cleaning • X-rays • Emergency

Orthodontia

Annual benefit maximum Lifetime orthodontia maximum

*Coverage under Humana dental plans is based on allowable fees for each service. Out-of-network dentists may charge more than the allowable amount and bill for the difference.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

22

Vision coverage Norton Healthcare offers two vision plans.

You can access www.vsp.com on your smartphone.

VSP Basic ••This plan has the lowest . ••It provides mainly in-network benefits. ••Out-of-network benefits are limited. VSP Plus ••This plan has higher s. ••It covers all vision providers but pays a higher benefit level for in-network usage.

How to find a provider A list of participating providers is available at www.vsp.com. Click on , then Find a Doctor to either as a member or continue as a nonmember.

Vision coverage costs The biweekly cost for each vision option and level of coverage is listed below and is deducted on a pre-tax basis unless otherwise requested. Option

Employee only

Employee + spouse

Employee + children

Family

VSP Basic



$ 0.56



$ 0.90



$ 0.92



$ 1.33

VSP Plus



$ 3.41



$ 5.39



$ 5.50



$ 8.86

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

23

Vision plan summaries VSP Basic

VSP Plus

PPO

Out-of-network

PPO

Out-of-network

Co-pays Exam

100% (no deductible)

$ 45 allowance

$ 10 co-pay

$ 45 allowance

Single lens

20% discount

Not covered

$ 10 co-pay

$ 45 allowance

Bifocal lens

20% discount

Not covered

$ 10 co-pay

$ 65 allowance

Trifocal lens

20% discount

Not covered

$ 10 co-pay

$ 85 allowance

Lenticular lens

20% discount

Not covered

$ 10 co-pay

$ 125 allowance

20% discount

Not covered

No co-pay ($ 130 allowance)

$ 47 allowance

Frames Discounts/allowances

Lens options (Uncovered lens options are provided at preferred pricing. Savings average 30%) UV coating and tint

20% discount

Not covered

VSP preferred pricing

Not covered

Scratch resistance

20% discount

Not covered

VSP preferred pricing

Not covered

Polycarbonate

20% discount

Not covered

Covered for children; VSP preferred pricing for adults

Not covered

Progressive and anti-reflective

20% discount

Not covered

VSP preferred pricing

Not covered

Other add-ons and services

20% discount

Not covered

VSP preferred pricing

Not covered

15% discount on exam only

Not covered

15% discount

Not covered

Not covered

$ 120 allowance

$ 105 allowance

Every 12 months

Every 12 months

Every 12 months

Every 12 months

Elective lenses lens exam lenses Frequency Exam Lenses

Not covered

Not covered

Every 12 months

Every 12 months

s (in lieu of glasses)

Not covered

Not covered

Every 12 months

Every 12 months

Frames

Not covered

Not covered

Every 24 months

Every 24 months

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

24

Life insurance/accidental death and dismemberment benefits Norton Healthcare provides a variety of affordable life and accidental death and dismemberment (AD&D) insurance options. The AD&D portion of the plan provides benefits in the case of death or severe injury due to an accident. AD&D benefits vary depending on the extent of the injury.

Basic life and AD&D insurance Eligible employees automatically receive basic life and AD&D insurance.

••Coverage is equal to your annual base salary as of the enrollment date.

••Coverage will adjust with each salary change. ••Minimum coverage is $10,000. ••Maximum coverage is $400,000. ••Guarantee issue at initial eligibility is $400,000. Supplemental life and AD&D insurance Norton Healthcare provides the option of purchasing supplemental life and AD&D insurance.

••Coverage is available from one to four times your base annual salary.

••Coverage will adjust with each salary change. ••Minimum coverage is $10,000. ••Maximum coverage is $1.25 million. ••Guarantee issue at initial eligibility is $500,000. Spouse life and AD&D insurance

Evidence of insurability Proof of insurability, including a health questionnaire and possibly other testing at the expense of the vendor/provider, will need to be completed prior to approval if:

••Life and AD&D insurance coverage is increased by more than one time your annual base salary, or

••If supplemental coverage is more than $500,000, or ••You elect supplemental life coverage for the first time and have been employed by Norton Healthcare more than 31 days, or

••During the year if your salary increase results in the supplemental life insurance coverage total exceeding $500,000, evidence of insurability will be required for the amount over $500,000.

Will preparation services With the purchase of supplemental life insurance, you and your spouse also receive free will preparation services. Be sure to take advantage of this great service by ing Hyatt Legal Plans at (800) 821-6400.

Cost of additional life insurance The cost for supplemental life insurance is based on your current age and the dollar amount of coverage. For example, if you are 36 years old and choose supplemental coverage of $50,000, the biweekly cost is $0.042 x 50 = $2.10. Employee rates Biweekly cost (per $1,000 coverage)

Age Under 30



$ 0.029

30 to 34



$ 0.038

35 to 39



$ 0.042

You have the option of purchasing spouse life insurance.

40 to 44



$ 0.051

••Ten options are available in $5,000 increments. ••Minimum coverage is $5,000. ••Maximum coverage is the lesser of $50,000 or 50 percent of your

45 to 49



$ 0.073

50 to 54



$ 0.109

55 to 59



$ 0.162

60 to 64



$ 0.244

65 to 69



$ 0.458

70+



$ 0.957

supplemental life amount.

Child life insurance Child life insurance also is available.

••Three options are available: $2,500, $5,000 and $10,000. ••The biweekly cost covers all eligible children.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

25

To estimate the cost of employee supplemental life coverage, use the supplemental life calculation worksheet below. The supplemental life and AD&D is paid with post-tax earnings and will adjust with each change in salary. Supplemental Life Calculation Worksheet Action Insert Insert

Item

Sample

Current age Current hourly pay rate

23

X

Annual maximum hours worked

=

Maximum salary

X

Actual FTE

=

Current annual base salary

X

Amount of desired supplemental life 1-4 times salary (Maximum $1.25 million)

= Rounded

Worksheet

43

2,080

2,080

$ 47,840 .8 $ 38,272 2

Maximum amount of supplemental life available

$ 76,544

Maximum amount available rounded to the next 1,000

$ 77,000

/

By 1,000 for billable life volume

X

Actual age rate (from employee rates table)

=

Estimated biweekly payroll deduction

77 .051 $ 3.93

This worksheet provides an estimation of payroll deductions. Actual deductions will be calculated using information in Employee Self-Service. Spouse and child(ren) life insurance s are paid with post-tax earnings. Spouse rates Option

Child(ren) rates

Coverage amount

Biweekly cost

Option

Coverage amount*

Biweekly cost

1



$ 5,000



$ 0.43

1



$

2,500



$ 0.29

2



$ 10,000



$ 0.85

2



$ 5,000



$ 0.58

3



$ 10,000



$ 1.16

3



$ 15,000



$ 1.28

4



$ 20,000



$ 1.71

5



$ 25,000



$ 2.13

6



$ 30,000



$ 2.56

7



$ 35,000



$ 2.99

8



$ 40,000



$ 3.42

9



$ 45,000



$ 3.84

10



$ 50,000



$ 4.27

*For each eligible child (This amount is reduced if child is younger than 6 months of age. Refer to the summary plan description for more details.)

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

26

Disability benefits If you are unable to work due to illness or injury, disability insurance provides partial income replacement.

Long-term disability

Pre-existing condition limitations

••Norton Healthcare automatically provides eligible employees with

Limitations for pre-existing conditions will apply for the first 12 months from the effective date if:

••You are electing disability coverage for the first time ••You are increasing the coverage option

Long-term disability benefits begin after you have been disabled by injury or illness for 26 weeks (180 days) upon approval of the claim. basic long-term disability insurance equal to 50 percent of base salary. The maximum monthly benefit is $2,500.

••You have the option to purchase additional long-term disability coverage equal to 60 percent of your base salary. The maximum monthly benefit is $10,000.

The insurance company will not pay for benefits for any period of disability caused by, contributed to or resulting from a pre-existing condition. A pre-existing condition is defined as any injury or sickness for which you incurred expenses; received medical treatment, care or services, including diagnostic measures; took prescribed drugs or medicines; or for which a reasonable person would have consulted a physician within six months before his or her most recent effective date of insurance.

Important Are you approaching age 65? Keep in mind that long-term disability benefits are payable for the length of time that is greater – until you reach your Social Security normal retirement age or for the maximum benefit period as listed in the summary plan description located in the Forms Library on Nsider.

Short-term disability Norton Healthcare offers eligible employees the opportunity to purchase short-term disability benefits.

 

••Two options are available: 65 percent or 75 percent of annual base salary.

••Benefits begin after the seventh consecutive calendar day of disability.

••Benefits are paid for up to 26 weeks (180 days) as long as you qualify.

Important Important note regarding short- and long-term disability benefits payments: Refer to the summary plan descriptions for a complete list of “other income benefits” that may decrease the amount of the benefit payment in the event of a disability.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

27

Cost of short-term disability The short-term disability is paid with pre-tax earnings and will adjust with each change in salary. Follow the steps below to estimate the biweekly cost of short-term disability benefits.

Short-term disability calculation worksheet Insert X

Current hourly pay rate

$

Multiply by annual maximum hours worked

2,080

=

Maximum salary

X

Multiply by actual FTE

=

Current annual base salary

/

Divide by 12 months

=

Current monthly base salary

$

Monthly base salary rounded up to the next $100

$

Rounded

$

$ 12

65 percent benefit X

Multiply by plan rates

=

Annual cost

/

Divide by 26

=

Estimated biweekly payroll deduction

or

75 percent benefit 0.1281

0.0847 $

$

26

26 $

$

This worksheet provides an estimation of payroll deductions. Actual deductions will be calculated using information in Employee Self-Service.

Long-term disability costs The deduction for the additional 10 percent is paid for with post-tax earnings and will adjust with each change in salary. The cost for the 60 percent benefit option is calculated using the steps below. Long-term disability calculation worksheet Insert X

Current hourly pay rate

=

Maximum salary

X

Multiply by actual FTE

=

Current annual base salary

/

Divide by 12 months

Rounded Apply Max

$

Annual maximum hours worked

2,080 $

$ 12

Monthly base salary rounded up to the next $100

$

Use lesser of $16,667 (maximum monthly base salary) or current monthly base salary

$ 50 percent benefit

X

Multiply by plan rates

=

Estimated biweekly payroll deduction

Provided by Norton Healthcare to eligible employees

or

60 percent benefit 0.00099 $

This worksheet provides an estimation of payroll deductions. Actual deductions will be calculated using information in Employee Self-Service.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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Flexible spending s To help you save money on health care and dependent day care expenses, Norton Healthcare offers flexible spending s (FSAs). FSAs allow you to set aside a specified amount of money through pre-tax payroll deductions and then use that money to get reimbursed for eligible expenses. Since the money set aside is deducted before taxes, it lowers federal and state income taxes for the year. This tax savings provides more spendable income.

full amount you’ve chosen at the beginning of the year. As soon as that happens, it’s ready to use for eligible expenses.

••When you elect a dependent day care FSA, your is funded as payments are deducted from your pay each pay period.

How do I use the funds? Both health care and dependent care FSA plan participants can use these options:

Example of tax savings Items

When are the funds in my FSA available for use? ••When you elect a health care FSA, your is funded with the

With FSA

Without FSA

Annual salary



$ 37,000



$ 37,000

FSA contribution for day care



$

2,400



$

Taxable income



$ 34,600



$ 37,000

After-tax day care expense



$

0



$

2,400

Federal income tax



$

2,722



$

3,082

Kentucky state income tax



$

1,690



$

1,829

Social Security and Medicare tax



$

1,954



$

2,090

Spendable income



$ 28,234



$ 27,599

Annual tax savings with FSA



$

0

635

Based on 2012 federal and Kentucky state tax rates. Assumes single taxpayer with two children, filing as head of household and claiming three exemptions.

General FSA FAQs

••Pay my provider. Have WageWorks send payments directly to your provider. For more information, visit www.wageworks.com/pmpfaq.

••Pay me back. File a claim online, by fax or mail for reimbursement. ••Mobile. Use a mobile application to file a claim from your smartphone. Visit www.wageworks4me.com/aboutmobile for details. Health care FSA plan participants also receive a WageWorks health care card, a debit card that looks like a Visa card and can be used to:

••Pay for eligible health care expenses at most health care providers, including doctors’ offices, dentist offices and pharmacies. If the WageWorks health care card is used for services/products that are different from the normal insurance co-pays, purchases may have to be substantiated by submitting receipts with a Card Use Verification (CUV) form.

••Purchase FSA-eligible products from www.FSAStore.com. Find more than 4,000 FSA-eligible products, a national provider database of eligible services and an FSA learning center. The site offers 24/7 customer service, orders are processed and shipped within 48 hours, and shipping is free on orders of $50 or more. If you use your FSA debit card to purchase items, there is no need to submit receipts.

Can I change my election mid-year?

When must I use my funds?

Your enrollment is an annual election and may be adjusted at the next annual open enrollment unless you experience a qualifying event status change, which permits you to increase or decrease your deduction amount. See page 9 for qualifying events.

Funds must be used in 2013, so plan carefully. Claims for expenses in 2013 must be postmarked by March 31, 2014. Any funds left in a 2013 FSA after March 31, 2014, will be donated to the Employee Emergency Relief Fund.

Can I share funds between these s? ••Health care and dependent day care FSA s must be maintained separately.

••Funds cannot be transferred from one to the other. ••Funds from the health care FSA and dependent day care FSA cannot be used as one fund.

Can I have an FSA and a health savings (HSA)? ••You are not eligible for a health care FSA if you elect to have an HSA with the HDHP medical plan.

••You can participate in a dependent day care FSA if you have eligible dependents.

••For more information on HSAs, see page 12. Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Health care FSA FAQs How much may I contribute? Up to $2,500 a year.

Who is eligible? All employees and their eligible dependents, including:

••Employee’s spouse ••Employee’s children younger than age 27 as of the end of the employee’s taxable year

What if I change employment status in the middle of the year? If you incur a change in status resulting in loss of FSA eligibility, you have 90 days from the status change date to use available funds. Expenses must have occurred before status change date.

What’s not covered? ••Expenses paid by a health care plan ••Cosmetic surgery expenses except to improve a deformity ••Medical expenses that qualify for an itemized tax deduction on a federal income tax return For a complete list of noneligible expenses, visit www.wageworks.com and click on Eligible Expenses under Participant Quicklinks.

Where can I use the WageWorks health care card? Examples include doctors’ offices, dentists’ offices, hospitals and pharmacies.

What types of expenses are reimbursable? Expenses not covered by the medical, dental and vision plans.

What are some examples of eligible items? Items covered include but are not limited to deductibles, co-pays, co-insurance amounts and hearing aids. Some over-the-counter medicines may be eligible if your doctor writes you a prescription for them on a prescription pad or form dated on or before the date you incurred the expense. This verifies that this over-the-counter medicine is prescribed for a known medical condition.

Where can I get a complete list of eligible expenses? For a complete list of eligible expenses, visit www.FSAworks4me.com or www.wageworks.com and click on Eligible Expenses under Participant Quicklinks.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

30

Dependent day care FSA FAQs How much may I contribute? Up to $5,000 a year (or up to $2,500 for those who are married but file a separate tax return).

Who is eligible? Eligible dependents include:

••Children younger than age 13 who are claimed as dependents for income tax purposes and living in your household more than 50 percent of the year

••Adult dependents who reside with you for more than half the year and are unable to care for themselves because of a mental or physical disability and are claimed as a dependent for income tax purposes

What if I change employment status in the middle of the year? If you incur a change in status resulting in loss of FSA eligibility, you have 90 days from the status change date to use available funds.

What’s not covered? ••Child care provided by your spouse ••Someone claimed as an exemption on your federal income tax return ••Services rendered by a child younger than age 19 ••Services rendered while you and/or your spouse are not at work ••Housekeeping expenses •• Dependent day care expenses that are claimed on your federal tax return ••Dependent day care expenses from a facility that is not a qualified dependent day care center

For a complete list of noneligible expenses, visit www.wageworks.com and click on Eligible Expenses under Participant Quicklinks.

Important The WageWorks health care card is for health care expenses only and may not be used for dependent day care expenses.

What types of expenses are reimbursable? Expenses for child care or care of a disabled adult that allows you and your spouse to work.

What are some examples of eligible items? Eligible items covered include but are not limited to fees associated with child care services that comply with all state and local regulations or services providing care for a qualified adult dependent, summer day camp, etc.

Where can I get a complete list of eligible expenses? For a complete list of eligible expenses, visit www.wageworks.com and click on Eligible Expenses under Participant Quicklinks.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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Time off benefits Norton Healthcare has designed FlexTime to provide you with as much flexibility as possible when you need paid time off. Use FlexTime to enjoy a vacation, celebrate a holiday or take some personal time or the occasional sick day. It works like paid vacation. You are compensated for 100 percent of your base pay. Be sure to follow your department’s approval process to ensure time off doesn’t create staffing or scheduling problems.

FlexTime eligibility All employees who are scheduled to work at least eight hours a week can earn FlexTime. However, new employees may use FlexTime for holiday pay immediately. Registry employees do not accrue FlexTime.

Earning FlexTime During the year, FlexTime is earned based on the number of hours paid, up to 80 hours per biweekly pay period. The FlexTime rate is based on the years of service you have completed, as shown in the chart below. The chart also shows the maximum total amount that may be accumulated.

Using FlexTime FlexTime must be used for all scheduled time off. FlexTime also should be used for all unscheduled time off unless you are using disability benefits. You cannot use FlexTime in conjunction with or to subsidize disability benefits to receive 100 percent or more of your income, and it cannot be used to delay the onset of a short-term disability claim.

Other time-off benefits Norton Healthcare also provides paid time off for the following situations:

••Jury duty ••Bereavement (death in the family) See the Policy Library on Nsider for more information about these benefits.

Years of service

FlexTime earned per hour of pay

Maximum annual accrual

Maximum total accumulation

Less than 1 year

.073077 hours

152 hours

152 hours

1-4 years

.084615 hours

176 hours

352 hours

5-9 years

.103846 hours

216 hours

432 hours

10-19 years

.126923 hours

264 hours

528 hours

20 or more years

.146154 hours

304 hours

608 hours

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

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Planning for retirement Norton Healthcare is committed to helping you achieve your retirement savings goals.

Plan components • Automatic payroll deduction

Enrollment process Current employees can enroll at any time. Employees of a for-profit facility participate in the 401(k) retirement savings plan. Employees of a not-for-profit facility participate in the 403(b) retirement savings plan. All full-time and part-time new and rehired employees are enrolled automatically with a 4 percent contribution, unless they take specific action to decline this benefit no later than 45 days from their date of hire. To enroll at any time, use one of the following methods:

••Visit The Principal online at www.principal.com. ••Call The Principal at (800) 547-7754. •• one of Norton Healthcare’s on-site participant counselors: •• Brad Waterman, (502) 629-2733, option 1, or [email protected]

••

Don Edlin, (502) 629-2733, option 2, or [email protected]

• Up to $17,000 a year (2012 IRS limit) Employee contribution

• $5,500 catch-up contribution for those over age 50 (2012 IRS limit) • Can be designated as traditional, Roth or a combination of both

Norton Healthcare’s annual matching contribution*

Norton Healthcare’s retirement contribution*

• 100% of the first 4% you contribute • Deposited into traditional 403(b) or 401(k) retirement savings plans • Is based on total contributions, including traditional and Roth Employees may receive an additional contribution from Norton Healthcare based on years of service and eligible earnings. The longer you work for Norton Healthcare, the greater your potential contribution. Example: Assuming equal pay, an employee with 15 years of eligible service has the potential to receive four times as much as an employee with 3 years of eligible service.**

*To qualify for these discretionary contributions, you must complete 1,000 hours of service during the W-2 reporting plan year and be actively employed on Dec. 31. **For illustrative purposes only. Call The Principal, see an on-site participant counselor, or review the Summary Plan Description for additional details.

Auto-enrollment

The plans offer many features and benefits to help you set and achieve your retirement savings goals. Benefits:

If you have been enrolled automatically:

••Reduced taxable income – Contributions to the plan are deducted

••Your contribution and the matching contributions you receive from Norton Healthcare will be directed automatically to the RetireView moderate asset allocation model.

••Your contribution amount will increase automatically by 1 percent annually up to a maximum of 10 percent. You can make changes to your at any time, including editing your contribution amount or opting out of RetireView, automatic contribution increases or the plan. You also may establish a personalized investment strategy for your retirement . To edit your contribution, at www.principal.com and select the . Click on Contributions on the left-hand side of the page and then click Manage. Select Change Your Contribution Rate, then enter the new contribution rate and click Continue. On the next page, indicate if you would like to automatically increase your contribution rate annually and click Continue. Review your elections, check the box and click Submit to complete the process.

from pay before taxes are calculated.

••A long-term savings boost – Earnings compound tax-deferred until they are withdrawn.

••“Free” money – Norton Healthcare matches employee contributions and makes a retirement contribution to help savings grow faster.

••A broad range of investment options – The plan offers a variety of options in which to invest.

••Automatic contribution increases – Save more for the future with automatic increases of 1 percent annually to your contribution amount, up to a maximum of 10 percent. The contribution increase will coincide with your annual pay increase.

••Tools to help you save – Use online retirement planning tools and interactive calculators to help manage your .

••Access to funds – The plan allows for loans or withdrawals should an unexpected financial need arise, if you qualify.

••Personal assistance – Meet with Norton Healthcare’s on-site participant counselors to learn more about the plan, for help with transactions or to get assistance with online tools.

••Vesting – You are always 100 percent vested in your own contributions. You are vested in matching contributions after three years of service with Norton Healthcare.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

33

Roth contributions: Another way to save Roth contributions allow you to designate some or all of your retirement plan contributions on an after-tax basis. This is different from traditional 403(b) or 401(k) contributions, which are made on a before-tax basis. Roth earnings grow tax-deferred and are tax-free upon a qualified distribution. Traditional, before-tax 403(b) or 401(k) contributions are kept in the same plan as after-tax Roth 403(b) or 401(k) contributions but held in separate s. The statement will show traditional and Roth 403(b) or 401(k) balances separately.

Contributions Earnings Distributions

Traditional 403(b) or 401(k)

Roth 403(b) or 401(k)

Before federal and most state taxes

After tax

Tax-deferred as accumulated

Tax-deferred as accumulated

Taxes due on distributions

Tax-free for qualified distributions

For more information about Roth contributions, one of the Principal Financial Group on-site participant counselors at (502) 629-2733 or log on to www.principal.com and explore the possibilities of Roth contributions by using the “Roth Elective Deferral Calculator.” Simply to your and click on the Planning Center tab at the top of the page and then select Calculators on the left-hand side.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

34

Voluntary benefits Norton Healthcare’s voluntary benefits offerings complement the robust benefits package with key programs that you may enroll in as needed. You can participate in these plans at any time during the year with the exception of the Hyatt legal plan, which you must enroll in within the 31-day benefits enrollment period for new employees or during annual open enrollment. All of these programs are portable — you can continue coverage even when you retire. To enroll in these benefits, call (502) 629-BENE (2363) to make an appointment with a benefits education specialist.

Critical illness insurance through Humana ••Supplements major medical coverage by helping pay the direct and indirect costs associated with a critical illness or event.

••Some covered illnesses/events are cancer, heart attack, stroke, severe burns, occupational HIV diagnosis, major organ transplant (for recipient), kidney failure and permanent paralysis due to accident.

••Includes $150 annual health screening benefit per person enrolled, up to a maximum of $450. This is paid when an enrolled person has a health screening, such as a standard lipid (total cholesterol count), mammography, Pap smear or oral cancer screening. For a complete list, visit www.humana.com.

••Available for employee, spouse and/or children. ••Benefits are paid tax-free in a lump sum ranging from $5,000 to $50,000.

Whole life insurance through Humana ••Provides death benefits to designated beneficiaries. ••Builds cash value that can be used while you are living. ••Policies are employee-owned, meaning you can take your policy with you at the same rate if you retire or change jobs.

••As long as s are paid, your rate is guaranteed never to increase.

••Available for you, your spouse, your children and/or your grandchildren.

Hyatt legal plan ••Provides unlimited telephone advice and office consultations on personal legal matters with a plan attorney of your choice.

••Representations are available for a number of legal matters. ••Coverage can be started or terminated during the open enrollment period and will become effective Jan. 1, 2013. It cannot be canceled during the calendar year.

Accident insurance through Unum ••Pays specific benefit amounts, depending on the severity of the injury, for covered, nonwork-related injuries or accidents.

••Provides a benefit for accident-related out-of-pocket expenses, depending on the severity of the injury, including emergency room visits, hospitalization and physical therapy.

••Hospital confinement benefit for sickness is available as an added option.

••Available for you, your spouse and/or your children.

Auto and homeowners’ insurance through MetLife ••Discounts on auto and homeowners’ insurance for employees ••24/7 access to claim representatives empowered to make real-time decisions

••For additional information, visit www.mybenefits.metlife.com. VPI pet insurance through MetLife ••With veterinary pet insurance, you can stop worrying about the ever-increasing costs of your pet’s medical care.

••Your pet may be covered for more than 6,400 medical conditions at any licensed veterinarian’s office.

••For additional information, visit www.mybenefits.metlife.com.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

35

Employee Assistance Program Long-term care insurance through Unum ••Helps meet the financial and personal needs that a long-term care situation can present.

••Available options for you and your covered family include long-term care facility (e.g., nursing facility, assisted living, hospice, rehabilitation), professional home and community care (e.g., home nursing care, therapist).

••Coverage is available for you and your family and is flexible to meet your needs.

Domestic partner coverage through HumanaOne ••Health insurance plan options for employees’ domestic partners.

••Domestic partners can select from a variety of plan types, deductibles and optional benefits that are right for their needs and budget.

••s are conveniently paid through payroll deduction, and enrollment is provided through a benefits education specialist.

Important Plan offerings may vary by state. Restrictions and exclusions may apply.

The Norton Healthcare Employee Assistance Program (EAP) provides you and your immediate family with confidential professional counseling, education and referral services. EAP can help resolve personal issues before they negatively affect health, relationships or job performance. The EAP offers six free professional counseling sessions each year for yourself and each of your immediate family through Wayne Corp. If you have mental health or substance abuse issues requiring longer-term counseling or a higher level of care, Wayne Corp. can provide referrals to an appropriate provider. Call the EAP 24 hours a day, 365 days a year at (502) 451-8262 or (800) 441-1327. Appointments are available mornings, afternoons, evenings and Saturdays. To arrange for services or for more information, call (502) 451-8262 or (800) 441-1327, or visit www.waynecorp.com. To access information online, by creating a name and . All sessions are confidential and can help in coping with a variety of personal issues and situations, including:

••24-hour crisis intervention ••Marital and family-related issues ••Parent-child/adolescent issues ••Relationship issues ••Depression and anxiety ••Emotional distress ••Grief and loss ••Work or school difficulties ••Substance abuse ••Financial and legal difficulties The Wayne Corp. website also has information on a variety of topics, such as:

••Alcohol and drug abuse ••Anxiety ••Depression ••Family care and education ••Health and wellness ••Money and legal issues ••Relationships

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

36

Employee perks Norton Concierge Services

Cafeteria discount

Want the opportunity to save money on thousands of national and local products and services? Look no further than Norton Concierge Services! Norton Healthcare partners with Abenity, a national discount provider, to offer thousands of discounts through a -friendly website.

All Norton Healthcare employees receive a 25 percent discount in most hospital cafeterias.

All new employees receive an email containing information (your AHSN and a provided in the welcome email). Norton Concierge Services can be accessed at http:// nortonconciergeservices.employeediscounts.co or on Nsider.

How to use the website

Discount on outpatient services Norton Healthcare provides all employees and their immediate family (spouse and dependent children) a 20 percent discount on outpatient services performed at Norton Healthcare hospitals or diagnostic centers. (This discount is not offered on inpatient services.)

••The discount is available regardless of whether you participate in a Norton Healthcare medical plan.

It’s easy to search for a specific item or browse by category or vendor name. The home page has several modules to help find discounts. These include a featured partners list, newest offers, special holiday offers as well as:

••The discount does not apply to procedures performed at Norton

••Local discounts – Find local discounts based on the ZIP code

••At the time of service, identify yourself as a Norton Healthcare

you’ve saved to your profile. You can update this any time to find local discounts in a new area, like when you’re on vacation.

••Vendor alerts – Stay up-to-date with offers from certain vendors. ••Favorites – Save your favorite vendors in an area on the home page.

••Day trips – Uses your ZIP code to recommend offers within a three-hour drive.

••Featured destinations – Displays offers on airfare, hotels, car rentals, attractions and restaurants in the featured city.

••Gift ideas – Provides suggestions for common events. ••Ways to save $20 – Suggests easy ways to get big savings on things like tires, oil changes, movie tickets and restaurants.

How to save ••Sign up for a weekly email featuring a savings opportunity. ••Use popular vendors to stay on top of purchasing trends. ••Click on interesting offers to learn how to redeem: •• Online through a coupon code •• Through a direct link to the site •• By phone or mobile device •• In stores using a printable coupon There are thousands of ways to save with Norton Concierge Services!

Important Program discounts and offers are subject to change without notice. Restrictions may apply.

Immediate Care Centers or physician practices. To take advantage of this discount: employee or an immediate family member (spouse and/or dependent child) of a Norton Healthcare employee and request the outpatient services discount.

••A payment will be requested at the time of service from the provider. ••A statement with the remaining balance due (if any) will be provided following the payment from your insurance.

••Payment can be made by: •• Cash, credit card or check •• A health care PCA, FSA or HSA card •• Payment plan through Patient Financial Services ••If payment is not received at the time of service, once you receive a bill for services you must call Patient Financial Services in order to receive the discount. Patient Financial Services also provides information on financial assistance that may be available.

New!

The FSA Store The FSA Store is an online retail site where you can purchase flexible spending (FSA)-eligible products and services. At www.FSAStore.com, find more than 4,000 FSA-eligible products, a national provider database of eligible services and an FSA learning center. The site offers 24/7 customer service, orders are processed and shipped within 48 hours, and shipping is free on orders of $50 or more. If you use your FSA debit card to purchase items, there is no need to submit receipts.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

37

Employee Purchase Program There may be a time when you need a new computer, flat-screen TV or stainless steel refrigerator but are short on cash. To allow you the option of purchasing these items through a 12-month payroll deduction plan, Norton Healthcare has partnered with Purchasing Power to offer eligible full-time and part-time employees the opportunity to purchase electronics, appliances and other large-ticket items through a variety of vendors.

Eligible employees must have:

••Completed one year of employment at Norton Healthcare ••A minimum salary of $16,000 annually ••No current non-benefit payroll deductions (uniform deduction, garnishments, etc.)

••No hardship FlexTime cash-in in the past 12 months This program is not available for registry employees. For other program details, go to Nsider and search for Employee Purchase.

Adoption Assistance Program Family is important to Norton Healthcare. That is why the Adoption Assistance Program is a valued benefit for employees hoping to adopt. All employees who work a minimum of 32 (.4 FTE) hours per pay period, meet program requirements and have completed their benefits eligibility waiting period (first of the month following date of hire or rehire) are eligible. This benefit consists of two primary levels of : financial assistance and a limited paid time off benefit. The financial assistance benefit reimburses for eligible adoption expenses. The paid time off benefit provides a “maternity equivalent” modeled after the short-term disability program. For program details, go to Nsider, click on Policy Library and search for Adoption Assistance.

Employer Assisted Housing Program Home ownership is a dream for many people, but saving for a down payment and closing costs can be difficult. To help more of our valued employees become homeowners, we have developed the Employer Assisted Housing Program to assist in purchasing your first home. All full-time and part-time employees who work a minimum of 32 hours per pay period, meet program requirements and have completed their benefits eligibility waiting period (first of the month following date of hire or rehire) are eligible. The program provides a four-year, $5,000 forgivable loan to employees who are statused to work 64 hours (.8 FTE) or more per pay period and a four-year, $2,500 forgivable loan to employees who are statused to work at least 32 hours (.4 FTE) but less than 64 hours (.8 FTE) per pay period. The program also offers access to financial

counseling, homebuyer education and reduced-expense mortgage plans to help you with the complicated process of buying a home. In addition, Norton Healthcare has partnered with Habitat for Humanity to provide the option of buying a Habitat for Humanity home through this program. Information packets, including program details and eligibility requirements, are available in the Forms Library on Nsider or by calling The Housing Partnership Inc. at (502) 585-5451.

Norton 529 College Savings Plan The Norton 529 College Savings Plan provides tax advantages to help you save for your own college education or for your children, grandchildren, nieces or nephews. Contributions are made on an after-tax basis. However, no federal income tax is due on any earnings while they are in the Norton 529 College Savings Plan . When you or an eligible family member is ready for college and you begin withdrawing funds from the , payments from the also are free from federal income tax as long as they are used for qualified educational expenses. The money saved in the plan can be used at any accredited college, university or other postsecondary institution in the United States as well as at many foreign institutions. Contributions to the Norton 529 College Savings Plan are made through payroll deduction. You choose the amount to contribute within 529 guidelines. The minimum contribution each pay period is $25; there is no maximum contribution. You also can make additional contributions at any time. You can enroll in the program though Alliance Bernstein by visiting www.corporate.collegeboundfund.com. The first time you visit this site, choose Company as the ID Type. The name is NORTON and the is NORTON529. You will be asked to create an using an email address as the name and a unique . Once you with your own , the main menu will open. To enroll, click on OPEN AN and ENROLL. Print the enrollment form and mail it to the address on the form.

Invest in U.S. Treasury securities You can invest in savings bonds and other Treasury securities by establishing a Treasury Direct at www.treasurydirect.gov. You can fund the by setting up a direct deposit in Employee Self-Service, just as for a checking or savings . Instructions for setting up payroll direct deposit can be found in “View my Funding Options” under the Manage Direct tab within the application. More information about this government program is available at www.treasurydirect.gov.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

38

N Good Health promotes “Creating a Healthier You!” N Good Health, Norton Healthcare’s employee wellness program, is dedicated to leading you on your personal journey and helping you to reach your optimal health and fitness.

5. It’s personal. Your primary care physician will review your results with you and give you information and recommendations appropriate for your specific health status. Also, a wellness professional is available to provide guidance and answer questions.

Why participate in a wellness program? ••You will be more fit. ••You will have more stamina. ••You will experience less stress. ••You will have a better sense of well-being and improved

6. It’s ongoing. If your annual wellness/prevention exam uncovers a significant health risk, you can enroll in numerous programs that will supply you with information and resources to better manage your condition and help improve your health.

self-esteem.

••You will breathe better, sleep better and be more productive. ••Your work team will be more engaged as a result of participating in challenges and group wellness efforts.

••You can win prizes, receive discounts, earn money and be recognized.

••Your medical plan options may be more affordable. ••You may spend less money on medication. Still not sure? Here are the top 10 reasons for participating in the N Good Health “Creating a Healthier You!” employee wellness engagement program. 1. It’s free — no cost to you. Norton Healthcare pays for your access to the N Good Health website and your annual wellness/prevention exam if you are enrolled in a Norton Healthcare medical plan. 2. It’s easy. The online health risk assessment is quick and can be finished within 15 minutes. The annual wellness/prevention exam is simple and can usually be completed within 1 hour.

7. It’s effective. Data shows that on average, individuals who consistently participate in wellness screenings have lower health risk factors than those who do not participate. 8. You can earn money. All employees statused to work at least 32 hours per pay period and are enrolled in a Norton Healthcare medical plan can qualify to earn up to $520 in wellness credits in 2013; that’s $20 added to your gross earnings every pay period! 9. It could save your life. Many times, health conditions don’t have outward symptoms until they become serious and potentially life-threatening. Wellness programs help identify health conditions before they turn into more serious problems, giving you a chance to work with your primary care physician to stop disease progression. 10. You are remarkable. You make Norton Healthcare remarkable! It’s because of you that Norton Healthcare is able to provide remarkable care to the patients and community we serve. The comion you show to our patients is the same comion Norton Healthcare displays to our employees. We truly care about your well-being and want you not only to be remarkable at work but remarkable in your life.

3. It’s confidential. Your personal health information will be kept strictly confidential. Human Resources will not have access to your information. Nor will it be used for any employment actions or decisions. The internal wellness team is held to the same federal privacy standards as doctors and other health professionals. 4. It’s informative. You will learn what your primary health risk factors are and what you can do to lower your risks and improve your health.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

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What is the “Creating a Healthier You!” program? The Creating a Healthier You! employee wellness engagement program promotes a healthy environment, fitness and a focus on maintaining optimal health. It encourages lifestyle changes, such as practicing prevention, promoting safety, maintaining a healthy diet, exercising regularly and being tobacco-free. We encourage you to develop a personal wellness plan by:

••Completing an online health risk assessment annually — a detailed questionnaire designed to identify behaviors and conditions that increase the risk of developing common illnesses and injuries

••Establishing a relationship with a primary care physician and visiting him/her for an annual wellness/prevention exam

••Reviewing the results of the wellness exam and health risk assessment with your primary care physician, then setting specific health goals

••Sending a completed Physician/Provider form to N Good Health

••Maintaining your participation with N Good Health programming to help achieve your wellness goals and stay up-to-date with your prevention screenings and health checkups.

••Staying engaged on the N Good Health website by interacting with the tools, resources and wellness staff to earn points and be entered into prize drawings, by using the meal planner, exercise planner, tracking logs, wellness workshops, blogging, entering into fun challenges and more! The N Good Health team values your input and . If you have any questions regarding this program, N Good Health at [email protected].

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

40

Commuter Benefits Program Norton Healthcare offers a Commuter Benefits Program to help save money on your work-related transit and parking expenses. This plan works similarly to a flexible spending (FSA) and allows you to set aside some of your pay, before taxes, to use for your eligible transit and/or parking expenses. Since the money used to fund the program isn’t taxed, you save from 25 to 40 percent on every purchase. If, for example, you spend $100 a month on your commute, you can save up to $40 a month ($480 a year) with the program.

How does the program work? ••Make a monthly election by going to www.wageworks.com by the 10th of the month prior to the month you want to use the funds. For example, to participate in the program in January, you will need to make an election by Dec. 10.

••The monthly election will be deducted from each pay voucher during the month you use the funds (January deductions are used for January es)

••The monthly election can be changed every month. Expenses covered by the Commuter Benefits Program The funds in this can be used to pay for:

••Bus es (TARC) delivered to your home ••Established van pools (e.g., Ticket to Ride) ••Qualified vanpooling expenses ••Parking at or near work ••Parking at or near public transportation for your commute

Using the Commuter Benefits Program To enroll in the program:

••Go to www.wageworks.com and click on Sign Me Up to as a new .

••Once you are logged in, click Enroll in Commuter and follow the steps.

••You can make a one-time election or recurring monthly order. To pay for your public transit expenses, WageWorks provides three options:

••Buy my – Purchase monthly es or tickets for public transportation; they will be mailed to your home in a plain business envelope, so be careful not to mistake the envelope for junk mail. The exact date of delivery may vary depending on your transit agency and the U.S. mail.

••Smartcards – If the local transit agency sells smart cards, WageWorks will reload your in the amount of your order before the start of each commute month. Smart cards can be used only for expenses incurred with the transit agency that sold the card.

••WageWorks commuter card – This is a debit card that you load with funds each month. It can be used at most points of purchase, such as ticket machines/windows that accept credit and debit cards. Funds from each month’s order will become available through your card on the 20th of the month before the month you want to use the funds (e.g., June 20 for use in July). You can check your balance anytime by logging into your . To pay for parking, WageWorks provides two options:

••Pay my parking – Tell us how much and when to pay the parking garage and we’ll send a check directly from your .

••Pay me back – Pay to park and then get reimbursed via check or direct deposit. You must select this option when you make your monthly election.

Need help? Call the Norton Service Center at (502) 629-8911, option 2.

41

Remote access to Nsider The suggested Web browser for remote access is Internet Explorer 6 or 7; other Web browsers may not function properly. The suggested operating systems are Windows 2000 with service pack 4, Windows XP, Windows Vista and Windows 7. RemoteLINK does not Windows 98 and ME. While Mac operating systems will work for some applications via RemoteLINK, they will not work for Employee Self-Service.

To access Nsider remotely ••Double-click on the Internet Explorer icon.

••In the Internet Explorer address bar, type https://remotelink.nortonhealthcare.org.

••Click Go. The Welcome screen appears. ••Enter your name (AHSN/employee ID number on your pay voucher) and your .

••Click Sign In. •• If you don’t your , call the Norton Access Center at (502) 629-8911, option 1.

••A wait screen appears while Secure Application Manager loads.

••The Welcome to Norton Healthcare RemoteLink screen appears.

••Click on Norton Healthcare Nsider. ••Once Nsider opens, go to page 7 of this booklet under “Ready to enroll?” Continue with step 2 to access Employee Self-Service.

Qualifying event status changes must be submitted within 31 days from date of hire or date of event.

MEDICARE PART D NON-CREDITABLE COVERAGE NOTICE

Important Notice from Norton Healthcare About Your Prescription Drug Coverage and Medicare Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Norton Healthcare and about your options under Medicare’s prescription drug coverage. This information can help you decide whether you want to a Medicare drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. If neither you nor any of your covered dependents are eligible for or have Medicare, this notice does not apply to you or your dependents, as the case may be. However, you should still keep a copy of this notice in the event you or a dependent should qualify for coverage under Medicare in the future. Please note, however, that later notices might supersede this notice.

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you a Medicare Prescription Drug Plan or a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly . 2. Norton Healthcare has determined that the prescription drug coverage offered by the Norton Healthcare Employee High Deductible Healthcare Plan (“Plan”) is, on average for all plan participants, NOT expected to pay out as much as standard Medicare prescription drug coverage pays, and is considered “non-creditable” coverage. This is important, because most likely, you will get more help with your drug costs if you a Medicare drug plan, than if you only have prescription drug coverage from the Plan. It’s also important because if you delay your enrollment in a Medicare drug plan you may have to pay a late enrollment penalty later, when you do enroll in a Medicare drug plan. See the discussion below about late enrollment penalties that might apply when you move from “non-creditable” coverage to a Medicare drug plan after your first opportunity to do so. 3. You have decisions to make about Medicare prescription drug coverage that may affect how much you pay for that coverage, depending on if and when you . Read this notice carefully - it explains your options. Consider ing a Medicare drug plan. You can keep your coverage from Norton Healthcare. You can keep the coverage regardless of whether it is “creditable” or “non-creditable,” that is, regardless of whether it is as good as a Medicare drug plan. However, because your existing coverage is “non-creditable” coverage, meaning that on average it’s NOT at least as good as standard Medicare prescription drug coverage, you may pay a higher (a penalty) if you later decide to a Medicare drug plan. Enrolling in Medicare – General Rules As some background, you can a Medicare drug plan when you first become eligible for Medicare. If you qualify for Medicare due to age, you may enroll in a Medicare drug plan during a seven-month initial enrollment period. That period begins three months prior to your 65th birthday, includes the month you turn 65, and continues for the ensuing three months. If you qualify for Medicare due to disability or end-stage renal disease, your initial Medicare Part D enrollment period depends on the date your disability or treatment began. For more information, you should Medicare at the telephone number or web address listed below. Late Enrollment and the Late Enrollment Penalty If you decide to wait to enroll in a Medicare drug plan you may enroll later, during Medicare Part D’s annual enrollment period, which runs each year from Oct. 15 through Dec. 7. But as a general rule, if you delay your enrollment in a Medicare drug plan after first becoming eligible to enroll, you may have to pay a higher when you later enroll in a Medicare drug plan. If after your initial Medicare Part D enrollment period you go 63 continuous days or longer without “creditable” prescription drug coverage (that is, prescription drug coverage that’s at least as good as Medicare’s prescription drug coverage), your monthly Part D may go up by at least 1% of the you would have paid had you enrolled timely, for every month that you did not have creditable coverage after your initial enrollment period. For example, if you do not enroll in a Medicare drug plan during your Medicare Part D initial enrollment period, and you then go 19 months without “creditable” prescription drug coverage before enrolling in a Medicare drug plan, your Medicare drug plan may be at least 19 percent higher than the you otherwise would have paid. You may have to pay this higher for as long as you have Medicare prescription drug coverage.

Please note again that Norton Healthcare has determined the prescription drug coverage you currently have through its plan is NOT “creditable” coverage. This means that if you do not enroll in a Medicare drug plan during your initial enrollment period, and don’t have or acquire “creditable” prescription drug coverage during the ensuing 63 days, you will pay a late enrollment penalty when you ultimately enroll in a Medicare drug plan. Special Enrollment Periods and Exceptions to the Late Enrollment Penalty There are “special enrollment periods” that allow you to enroll in a Medicare drug plan months or even years after you first became eligible to do so. Whether you will be required to pay a late enrollment penalty when you enroll in a Medicare drug plan during a special enrollment period depends on whether you are moving to a Medicare drug plan from creditable, or non-creditable, prescription drug coverage. If after your Medicare Part D initial enrollment period you lose or decide to leave employer-sponsored or union-sponsored prescription drug coverage, you will be eligible to enroll in a Medicare drug plan during a two-month special enrollment period. If your employer- or union-sponsored prescription drug coverage was “creditable” coverage, your enrollment in a Medicare drug plan will be without penalty (assuming you did not have a 63-consecutive-day or longer break in “creditable” coverage after your Medicare Part D initial enrollment period). On the other hand, if the coverage was “non-creditable” your enrollment in the Medicare drug plan will be subject to a late enrollment penalty unless you had non-creditable coverage for fewer than 63 consecutive days after your Medicare Part D initial enrollment period. In addition, if through no fault of your own you otherwise lose creditable prescription drug coverage (e.g., your employer- or union-sponsored plan’s coverage changes from creditable to non-creditable, or you lose creditable prescription drug coverage under an individual policy), you will be able to a Medicare drug plan without penalty. This special enrollment period ends two months after the month in which your other coverage ends. Please note again that Norton Healthcare has determined the prescription drug coverage you currently have through its plan is NOT “creditable” coverage. This means when you lose or decide to leave coverage under the Norton Healthcare health plan after your initial Medicare Part D enrollment period you will pay a late enrollment penalty when you ultimately enroll in a Medicare drug plan. Compare Coverage You should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. See the Norton Healthcare Plan’s summary plan description for a summary of its prescription drug coverage. If you don’t have a copy of the summary plan description, you can get one by ing us at the telephone number or address listed below. Coordinating Other Coverage with Medicare Part D Generally speaking, if you decide to a Medicare drug plan while covered under the Norton Healthcare Plan due to your employment (or someone else’s employment, such as a spouse or parent) your coverage under the Norton Healthcare Plan will not be affected. For most persons covered under the Plan, the Plan will pay prescription drug benefits first, and Medicare will determine its payments second. For more information about this issue of what program pays first and what program pays second, see the Plan’s summary plan description or Medicare at the telephone number or web address listed below. If you do decide to a Medicare drug plan and drop your Norton Healthcare prescription drug coverage, be aware that you and your dependents may not be able to get this coverage back. To regain coverage you would have to re-enroll in the Plan, pursuant to the Plan’s eligibility and enrollment rules. You should review the Plan’s summary plan description to determine if and when you are allowed to re-enroll or add coverage. For more information about this notice or your current prescription drug coverage… the person listed below for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can a Medicare drug plan, and if this coverage through Norton Healthcare changes. You also may request a copy. For more information about your options under Medicare prescription drug coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be ed 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 their telephone number) for personalized help, • Call 1-800-MEDICARE (1-800-633-4227). TTY s call 1-877-486-2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage 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 (TTY 1-800325-0778).

Date: Name of Entity/Sender: --Position/Office: Address: Phone Number:

September 1, 2012 Norton Healthcare Norton Healthcare Service Center P.O. Box 35070, Louisville, KY 40232-5070 502-629-8911, Option 2

Nothing in this notice gives you or your dependents a right to coverage under the Plan. Your (or your dependents’) right to coverage under the Plan is determined solely under the of the Plan.

MEDICARE PART D CREDITABLE COVERAGE NOTICE

Important Notice from Norton Healthcare About Your Prescription Drug Coverage and Medicare

Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Norton Healthcare and about your options under Medicare’s prescription drug coverage. This information can help you decide whether you want to a Medicare drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. If neither you nor any of your covered dependents are eligible for or have Medicare, this notice does not apply to you or your dependents, as the case may be. However, you should still keep a copy of this notice in the event you or a dependent should qualify for coverage under Medicare in the future. Please note, however, that later notices might supersede this notice.

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you a Medicare Prescription Drug Plan or a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly . 2. Norton Healthcare has determined that the prescription drug coverage offered by the Norton Healthcare Employee Health Care Plan (“Plan”) is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is considered “creditable” prescription drug coverage. This is important for the reasons described below. Because your existing coverage is, on average, at least as good as standard Medicare prescription drug coverage, you can keep this coverage and not pay a higher (a penalty) if you later decide to enroll in a Medicare drug plan, as long as you later enroll within specific time periods. Enrolling in Medicare – General Rules As some background, you can a Medicare drug plan when you first become eligible for Medicare. If you qualify for Medicare due to age, you may enroll in a Medicare drug plan during a seven-month initial enrollment period. That period begins three months prior to your 65th birthday, includes the month you turn 65, and continues for the ensuing three months. If you qualify for Medicare due to disability or end-stage renal disease, your initial Medicare Part D enrollment period depends on the date your disability or treatment began. For more information you should Medicare at the telephone number or web address listed below. Late Enrollment and the Late Enrollment Penalty If you decide to wait to enroll in a Medicare drug plan you may enroll later, during Medicare Part D’s annual enrollment period, which runs each year from October 15th through December 7th. But as a general rule, if you delay your enrollment in Medicare Part D, after first becoming eligible to enroll, you may have to pay a higher (a penalty). If after your initial Medicare Part D enrollment period you go 63 continuous days or longer without “creditable” prescription drug coverage (that is, prescription drug coverage that’s at least as good as Medicare’s prescription drug coverage), your monthly Part D may go up by at least 1% of the you would have paid had you enrolled timely, for every month that you did not have creditable coverage. For example, if after your Medicare Part D initial enrollment period you go nineteen months without coverage, your may be at least 19% higher than the you otherwise would have paid. You may have to pay this higher for as long as you have Medicare prescription drug coverage. However, there are some important exceptions to the late enrollment penalty. Special Enrollment Period Exceptions to the Late Enrollment Penalty There are “special enrollment periods” that allow you to add Medicare Part D coverage months or even years after you first became eligible to do so, without a penalty. For example, if after your Medicare Part D initial enrollment period you lose or decide to leave employer-sponsored or union-sponsored health coverage that includes “creditable” prescription drug coverage, you will be eligible to a Medicare drug

plan at that time. In addition, if you otherwise lose other creditable prescription drug coverage (such as under an individual policy) through no fault of your own, you will be able to a Medicare drug plan, again without penalty. These special enrollment periods end two months after the month in which your other coverage ends. Compare Coverage You should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. See the Plan’s summary plan description for a summary of the Plan’s prescription drug coverage. If you don’t have a copy, you can get one by ing us at the telephone number or address listed below. Coordinating Other Coverage with Medicare Part D Generally speaking, if you decide to a Medicare drug plan while covered under the Norton Healthcare Plan due to your employment (or someone else’s employment, such as a spouse or parent), your coverage under the Norton Healthcare Plan will not be affected. For most persons covered under the Plan, the Plan will pay prescription drug benefits first, and Medicare will determine its payments second. For more information about this issue of what program pays first and what program pays second, see the Plan’s summary plan description or Medicare at the telephone number or web address listed below. If you do decide to a Medicare drug plan and drop your Norton Healthcare prescription drug coverage, be aware that you and your dependents may not be able to get this coverage back. To regain coverage you would have to re-enroll in the Plan, pursuant to the Plan’s eligibility and enrollment rules. You should review the Plan’s summary plan description to determine if and when you are allowed to add coverage. For more information about this notice or your current prescription drug coverage… the person listed below for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can a Medicare drug plan, and if this coverage through Norton Healthcare changes. You also may request a copy. For more information about your options under Medicare prescription drug coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be ed 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 their telephone number) for personalized help, • Call 1-800-MEDICARE (1-800-633-4227). TTY s should call 1-877-486-2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage 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 (TTY 1-800325-0778). : Keep this Creditable Coverage notice. If you decide to one of the Medicare drug plans, you may be required to provide a copy of this notice when you to show whether or not you have maintained creditable coverage and whether or not you are required to pay a higher (a penalty).

Date: Name of Entity/Sender: --Position/Office: Address: Phone Number:

September 1, 2012 Norton Healthcare Norton Healthcare Service Center P.O. Box 35070, Louisville, KY 40232-5070 502-629-8911, Option 2

Nothing in this notice gives you or your dependents a right to coverage under the Plan. Your (or your dependents’) right to coverage under the Plan is determined solely under the of the Plan.

HIPAA COMPREHENSIVE NOTICE OF AND PROCEDURES NORTON HEALTHCARE IMPORTANT NOTICE HIPAA Comprehensive Notice of and Procedures

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 is provided to you on behalf of: • • • •

Norton Healthcare Medical Plans Norton Healthcare Dental Care Plans Norton Healthcare Vision Plans Norton Healthcare Flexible Benefits Plan

These plans comprise what is called an “d Covered Entity,” and are treated as a single plan for purposes of this Notice and the privacy rules that require it. For purposes of this Notice, we’ll refer to these plans as a single “Plan.” The Plan’s Duty to Safeguard Your Protected Health Information. Individually identifiable information about your past, present, or future health or condition, the provision of health care to you, or payment for the health care is considered “Protected Health Information” (“PHI”). The Plan is required to extend certain protections to your PHI, and to give you this Notice about its privacy practices that explains how, when and why the Plan may use or disclose your PHI. Except in specified circumstances, the Plan may use or disclose only the minimum necessary PHI to accomplish the purpose of the use or disclosure. The Plan is required to follow the privacy practices described in this Notice, though it reserves the right to change those practices and the of this Notice at any time. If it does so, and the change is material, you will receive a revised version of this Notice either by hand delivery, mail delivery to your last known address, or some other fashion. This Notice, and any material revisions of it, will also be provided to you in writing upon your request (ask your Human Resources representative, or the Plan’s Privacy Official, described below), and will be posted on any website maintained by Norton Healthcare that describes benefits available to employees and dependents. You may also receive one or more other privacy notices, from insurance companies that provide benefits under the Plan. Those notices will describe how the insurance companies use and disclose PHI, and your rights with respect to the PHI they maintain. How the Plan May Use and Disclose Your Protected Health Information. The Plan uses and discloses PHI for a variety of reasons. For its routine uses and disclosures it does not require your authorization, but for other uses and disclosures, your authorization (or the authorization of your personal representative (e.g., a person who is your custodian, guardian, or has your power-of-attorney) may be required. The following offers more description and examples of the Plan’s uses and disclosures of your PHI. Uses and Disclosures Relating to Treatment, Payment, or Health Care Operations. • Treatment: Generally, and as you would expect, the Plan is permitted to disclose your PHI for purposes of your medical treatment. Thus, it may disclose your PHI to doctors, nurses, hospitals, emergency medical technicians, pharmacists and other health care professionals where the disclosure is for your medical treatment. For example, if you are injured in an accident, and it’s important for your treatment team to know your blood type, the Plan could disclose that PHI to the team in order to allow it to more effectively provide treatment to you. • Payment: Of course, the Plan’s most important function, as far as you are concerned, is that it pays for all or some of the medical care you receive (provided the care is covered by the Plan). In the course of its payment operations, the Plan receives a substantial amount of PHI about you. For example, doctors, hospitals and pharmacies that provide you care send the Plan detailed information about the care they provided, so that they can be paid for their services. The Plan may also share your PHI with other plans, in certain cases. For example, if you are covered by more than one health care plan (e.g., covered by this Plan, and your spouse’s plan, or covered by the plans covering your father and mother), we may share your PHI with the other plans to coordinate payment of your claims. • Health care operations: The Plan may use and disclose your PHI in the course of its “health care operations.” For example, it may use your PHI in evaluating the quality of services you received, or disclose your PHI to an ant or attorney for audit purposes. In some cases, the Plan may disclose your PHI to insurance companies for purposes of obtaining various insurance coverage. However, the Plan will not disclose, for underwriting purposes, PHI that is genetic information. Other Uses and Disclosures of Your PHI Not Requiring Authorization. The law provides that the Plan may use and disclose your PHI without authorization in the following circumstances: • To the Plan Sponsor: The Plan may disclose PHI to the employers (such as Norton Healthcare) who sponsor or maintain the Plan for the benefit of employees and dependents. However, the PHI may only be used for limited purposes, and may not be used for purposes of employment-related actions or decisions or in connection with any other benefit or employee benefit plan of the employers. PHI may be disclosed to: the human resources or employee benefits department for purposes of enrollments and disenrollments, census, claim resolutions, and other matters related to Plan istration; payroll department for purposes of ensuring appropriate payroll deductions and other payments by covered persons for their coverage; information technology department, as needed for preparation of data compilations and reports related to Plan istration; finance department for purposes of reconciling appropriate payments of to and benefits from the Plan, and other matters related to Plan istration; internal legal counsel to assist with resolution of claim, coverage and other disputes related to the Plan’s provision of benefits. • Required by law: The Plan may disclose PHI when a law requires that it report information about suspected abuse, neglect or domestic violence, or relating to suspected criminal activity, or in response to a court order. It must also disclose PHI to authorities that monitor compliance with these privacy requirements.

• For public health activities: The Plan may disclose PHI when required to collect information about disease or injury, or to report vital statistics to the public health authority. • For health oversight activities: The Plan may disclose PHI to agencies or departments responsible for monitoring the health care system for such purposes as reporting or investigation of unusual incidents. • Relating to decedents: The Plan may disclose PHI relating to an individual’s death to coroners, medical examiners or funeral directors, and to organ procurement organizations relating to organ, eye, or tissue donations or transplants. • For research purposes: In certain circumstances, and under strict supervision of a privacy board, the Plan may disclose PHI to assist medical and psychiatric research. • To avert threat to health or safety: In order to avoid a serious threat to health or safety, the Plan may disclose PHI as necessary to law enforcement or other persons who can reasonably prevent or lessen the threat of harm. • For specific government functions: The Plan may disclose PHI of military personnel and veterans in certain situations, to correctional facilities in certain situations, to government programs relating to eligibility and enrollment, and for national security reasons. Uses and Disclosures Requiring Authorization: For uses and disclosures beyond treatment, payment and operations purposes, and for reasons not included in one of the exceptions described above, the Plan is required to have your written authorization. Your authorizations can be revoked at any time to stop future uses and disclosures, except to the extent that the Plan has already undertaken an action in reliance upon your authorization. Uses and Disclosures Requiring You to have an Opportunity to Object: The Plan may share PHI with your family, friend or other person involved in your care, or payment for your care. We may also share PHI with these people to notify them about your location, general condition, or death. However, the Plan may disclose your PHI only if it informs you about the disclosure in advance and you do not object (but if there is an emergency situation and you cannot be given your opportunity to object, disclosure may be made if it is consistent with any prior expressed wishes and disclosure is determined to be in your best interests; you must be informed and given an opportunity to object to further disclosure as soon as you are able to do so). Your Rights Regarding Your Protected Health Information. You have the following rights relating to your protected health information: • To request restrictions on uses and disclosures: You have the right to ask that the Plan limit how it uses or discloses your PHI. The Plan will consider your request, but is not legally bound to agree to the restriction. To the extent that it agrees to any restrictions on its use or disclosure of your PHI, it will put the agreement in writing and abide by it except in emergency situations. The Plan cannot agree to limit uses or disclosures that are required by law. • Effective February 17, 2010, you can restrict disclosure of PHI for payment or health care operations if you pay the health care provider the full out-of-pocket cost. • To choose how the Plan s you: You have the right to ask that the Plan send you information at an alternative address or by an alternative means. The Plan must agree to your request as long as it is reasonably easy for it to accommodate the request. • To inspect and copy your PHI: Unless your access is restricted for clear and documented treatment reasons, you have a right to see your PHI in the possession of the Plan or its vendors if you put your request in writing. The Plan, or someone on behalf of the Plan, will respond to your request, normally within 30 days. If your request is denied, you will receive written reasons for the denial and an explanation of any right to have the denial reviewed. If you want copies of your PHI, a charge for copying may be imposed but may be waived, depending on your circumstances. You have a right to choose what portions of your • information you want copied and to receive, upon request, prior information on the cost of copying. • To request amendment of your PHI: If you believe that there is a mistake or missing information in a record of your PHI held by the Plan or one of its vendors, you may request, in writing, that the record be corrected or supplemented. The Plan or someone on its behalf will respond, normally within 60 days of receiving your request. The Plan may deny the request if it is determined that the PHI is: (i) correct and complete; (ii) not created by the Plan or its vendor and/or not part of the Plan’s or vendor’s records; or (iii) not permitted to be disclosed. Any denial will state the reasons for denial and explain your rights to have the request and denial, along with any statement in response that you provide, appended to your PHI. If the request for amendment is approved, the Plan or vendor, as the case may be, will change the PHI and so inform you, and tell others that need to know about the change in the PHI. • To find out what disclosures have been made: You have a right to get a list of when, to whom, for what purpose, and what portion of your PHI has been released by the Plan and its vendors, other than instances of disclosure for which you gave authorization, or instances where the disclosure was made to you or your

family. In addition, the disclosure list will not include disclosures for treatment, payment, or health care operations. The list also will not include any disclosures made for national security purposes, to law enforcement officials or correctional facilities, or before the date the federal privacy rules applied to the Plan. You will normally receive a response to your written request for such a list within 60 days after you make the request in writing. Your request can relate to disclosures going as far back as six years. There will be no charge for up to one such list each year. There may be a charge for more frequent requests. How to Complain about the Plan’s Privacy Practices. If you think the Plan or one of its vendors may have violated your privacy rights, or if you disagree with a decision made by the Plan or a vendor about access to your PHI, you may file a complaint with the person listed in the section immediately below. You also may file a written complaint with the Secretary of the U.S. Department of Health and Human Services. The law does not permit anyone to take retaliatory action against you if you make such complaints. Notification of a Privacy Breach A new federal law, the American Reinvestment and Recovery Act of 2009 (ARRA) has made numerous changes to the rules governing PHI that is maintained by the Plan and its service providers (business associates). Effective September 23, 2009, any individual whose unsecured PHI has been, or is reasonably believed to have been used, accessed, acquired or disclosed in an unauthorized manner will receive written notification from the Plan within 60 days of the discovery of the breach. The notice will be provided to you if the breach poses a significant risk of financial, reputational or other harm to you. If the breach involves 500 or more residents of a state, the Plan will notify prominent media outlets in the state. The Plan will maintain a log of security breaches and will report this information to HHS on an annual basis. Immediate reporting from the Plan to HHS is required if a security breach involves 500 or more people. Person for Information or to Submit a Complaint. If you have questions about this Notice please the Plan’s Privacy Official or Deputy Privacy Official(s) (see below). If you have any complaints about the Plan’s privacy practices, handling of your PHI, or breach notification process, please the Privacy Official or an authorized Deputy Privacy Official. Privacy Official. The Plan’s Privacy Official, the person responsible for ensuring compliance with this Notice, is: System Privacy Officer Norton Healthcare, N-27 201 S. Floyd St., Suite 505, Louisville, KY 40202 (502) 629-8409 Organized Health Care Arrangement Designation. The Plan participates in what the federal privacy rules call an “Organized Health Care Arrangement.” The purpose of that participation is that it allows PHI to be shared between the of the Arrangement, without authorization by the persons whose PHI is shared, for health care operations. Primarily, the designation is useful to the Plan because it allows the insurers who participate in the Arrangement to share PHI with the Plan for purposes such as shopping for other insurance bids. The of the Organized Health Care Arrangement are: • Humana Medical Plans • Humana Dental Care Plans • VSP Vision Plans Effective Date. The effective date of this Notice is: January 1, 2012

GENERAL NOTICE OF PRE-EXISTING CONDITION RESTRICTIONS

The Norton Healthcare Employee Health Care Plan imposes a pre-existing condition exclusion on adults over the age of 18 (individuals under age 19 are not subject to the pre-existing condition restriction). This means that if a 19-year-old or older enrollee has a medical condition before coming to the Plan, the enrollee might have to wait a certain period of time before the Plan will provide coverage for that condition. This exclusion applies only to conditions for which medical advice, diagnosis, care, or treatment was recommended or received within a six-month period. Generally, this six-month period ends the day before coverage becomes effective. However, if the enrollee was in a waiting period for coverage, the six-month period ends on the day before the waiting period begins. The pre-existing condition exclusion does not apply to pregnancy nor to an employee or dependent child under the age of 19 who is enrolled in the plan. This exclusion may last up to 12 months (18 months if the enrollee is a late enrollee) from the first day of coverage, or, if the enrollee was in a waiting period, from the first day of the waiting period. However, the enrollee can reduce the length of this exclusion period by the number of days of his or her prior “creditable coverage.” Most prior health coverage is creditable coverage and can be used to reduce the pre-existing condition exclusion if the enrollee has not experienced a break in coverage of at least 63 days.

To reduce the 12-month (or 18-month) exclusion period by the enrollee’s prior creditable coverage, you or the enrollee should give us a copy of any certificates of creditable coverage you or the enrollee have. If you do not have a certificate, but you or the enrollee do have prior health coverage, we will help you or the enrollee obtain one from the enrollee’s prior plan or insurance company. There are also other ways that an enrollee may prove prior creditable coverage. Please us if you need help demonstrating creditable coverage. All questions about the pre-existing condition exclusion and creditable coverage should be directed to the Norton Service Center at (502) 629-8911.

WOMEN’S HEALTH AND CANCER RIGHTS NOTICE Norton Healthcare Employee Health Care Plan is required by law to provide you with the following notice: The Women’s Health and Cancer Rights Act of 1998 (“WHCRA”) provides certain protections for individuals receiving mastectomy-related benefits. 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 lymphedemas. The Norton Healthcare Employee Health Care Plan provide(s) medical coverage for mastectomies and the related procedures listed above, subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan. Please refer to the summary plan description for the Plan to review the deductibles and coinsurance as well as other that apply. If you would like more information on WHCRA benefits, please refer to your Summary Plan Description or the Norton Healthcare Service Center at 502-629-8911, option 2.

NOTICE OF SPECIAL ENROLLMENT RIGHTS Norton Healthcare Employee Health Care Plan If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to later enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). Loss of eligibility includes but is not limited to: • Loss of eligibility for coverage as a result of ceasing to meet the plan’s eligibility requirements (i.e., legal separation, divorce, cessation of dependent status, death of an employee, termination of employment, reduction in the number of hours of employment); • Loss of HMO coverage because the person no longer resides or works in the HMO service area and no other coverage option is available through the HMO plan sponsor; • Elimination of the coverage option a person was enrolled in, and another option is not offered in its place; • Failing to return from an FMLA leave of absence; and • Loss of coverage under Medicaid or the Children’s Health Insurance Program (CHIP). Unless the event giving rise to your special enrollment right is a loss of coverage under Medicaid or CHIP, you must request enrollment 30 days after your or your dependent’s(s’) other coverage ends (or after the employer that sponsors that coverage stops contributing toward the coverage). If the event giving rise to your special enrollment right is a loss of coverage under Medicaid or the CHIP, you may request enrollment under this plan within 60 days of the date you or your dependent(s) lose such coverage under Medicaid or CHIP. Similarly, if you or your dependent(s) become eligible for a state-granted subsidy towards this plan, you may request enrollment under this plan within 60 days after the date Medicaid or CHIP determine that you or the dependent(s) qualify for the subsidy. In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. To request special enrollment or obtain more information, : Norton Healthcare Service Center at (502) 629-8911, option 2. * This notice is relevant for health care coverages subject to the HIPAA portability rules.

Medicaid and the Children’s Health Insurance Program (CHIP) Offer Free Or Low-Cost Health Coverage To Children And Families

If you are eligible for health coverage from your employer, but are unable to afford the s, some States have assistance programs that can help pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for employer-sponsored health coverage, but need assistance in paying their health s. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, you can your State Medicaid or CHIP office to find out if 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, 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

you can your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, you can ask the State if it has a program that might help you pay the s for an employer-sponsored plan. Once it is determined that you or your dependents are eligible for assistance under Medicaid or CHIP, your employer’s health plan is required to permit you and your dependents to enroll in the plan – as long as you and your dependents are eligible, but not already enrolled in the employer’s plan. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for assistance. If you live in one of the following States, you may be eligible for assistance paying your employer health plan s. The following list of States is current as of January 31, 2012. You should your State for further information on eligibility.

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

ARIZONA – CHIP Website: http://www.azahcccs.gov/applicants Phone (Outside of Maricopa Cty): 1-877-764-5437 Phone (Maricopa Cty): 602-417-5437

MONTANA – Medicaid Website: http://medicaidprovider.hhs.mt.gov/ clientpages/clientindex.shtml Phone: 1-800-694-3084

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

NEBRASKA – Medicaid Website: http://dhhs.ne.gov/medicaid/Pages/med_ kidsconx.aspx Phone: 1-877-255-3092

FLORIDA – Medicaid Website: https://www.flmedicaidtplrecovery.com/ Phone: 1-877-357-3268

NEVADA – Medicaid Medicaid Website: http://dwss.nv.gov/ Medicaid Phone: 1-800-992-0900

GEORGIA – Medicaid Website: http://dch.georgia.gov/ Click on Programs, then Medicaid Phone: 1-800-869-1150

NEW HAMPSHIRE – Medicaid Website: www.dhhs.nh.gov/ombp/index.htm Phone: 603-271-5218

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

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

INDIANA – Medicaid Website: http://www.in.gov/fssa Phone: 1-800-889-9948

NEW YORK – Medicaid Website: http://www.nyhealth.gov/health_care/ medicaid/ Phone: 1-800-541-2831

IOWA – Medicaid Website: www.dhs.state.ia.us/hipp/ Phone: 1-888-346-9562

NORTH CAROLINA – Medicaid and CHIP Website: http://www.ncdhhs.gov/dma Phone: 919-855-4100

KANSAS – Medicaid Website: http://www.kdheks.gov/hcf/ Phone: 1-800-792-4884

NORTH DAKOTA – Medicaid Website: http://www.nd.gov/dhs/services/medicalserv/ medicaid/ Phone: 1-800-755-2604

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/OIAS/publicassistance/index.html Phone: 1-800-572-3839 MASSACHUSETTS – Medicaid and CHIP Website: http://www.mass.gov/MassHealth Phone: 1-800-462-1120

OKLAHOMA – Medicaid and CHIP Website: http://www.insureoklahoma.org Phone: 1-888-365-3742 OREGON – Medicaid and CHIP Website: 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.com/ 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/rHIPP.htm Medicaid Phone: 1-800-432-5924 CHIP Website: http://www.famis.org/ CHIP Phone: 1-866-873-2647 WASHINGTON – Medicaid Website: http://hrsa.dshs.wa.gov/pymt/ 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/healthcarefin/ equalitycare Phone: 307-777-7531

To see if any more States have added a assistance program since January 31, 2012, or for more information on special enrollment rights, you can either: U.S. Department of Labor Employee Benefits Security istration Centers for Medicare & Medicaid Services www.dol.gov/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Services www.cms.hhs.gov 1-877-267-2323, Ext. 61565 OMB Control Number 1210-0137 (expires 09/30/2013)

Benefits Questions? Call (502) 629-8911, option 2.

Benefits specialists Belinda Dobbins • Medical • Dental

• Vision • COBRA

• Employee Assistance Program • Flexible spending s (FSAs) Dawn Manning • Short-term and long-term disability • Life insurance • FlexTime • FMLA (coordinator) Other benefits • Medicare settlements and offerings • Employee Purchase Program • Children’s Choice Learning Center • Employer Assisted Housing • Adoption Assistance

Benefits education specialists Call (502) 629-BENE (2363)

Nathan Cluff

John Graybeal

Robert Larson

Rebecca Callister

Retirement education specialists Call (502) 629-2733

Brad Waterman

Don Edlin

NONPROFIT ORG. U.S. POSTAGE

PAID LOUISVILLE, KY PERMIT #149

Benefits

(502) 629-8911, option 2

Norton Healthcare P.O. Box 35070 Louisville, KY 40232-5070

© Norton Healthcare 9/12 HR-5269