2014 Employee Guide

1. 2014 Employee Guide

3. Welcome General Information for All Employees. Please Read Thru the Entire Packet. Open Enrollment November 4, 2013 - November 15, 2013 Plan Year January 1, 2014—December 31, 2014 Enrollment Elections are Effective 1/1/14 Health and/or Dental Insurance Benefits NEW! - ACTION REQUIRED – If you are eligible for benefits according to your employment agreement, you must enroll or decline (opt-out) even if you currently have benefits with the District. If you are eligible for benefits, but do NOT enroll or decline (opt-out) in a District’s Health Plan, you will be automatically enrolled in the District’s Single High Deductible Health Plan (HDHP). EXCEPTION: For paras & non-schedule employees working less than 30 hours & teachers working less than a .5 FTE who are eligible to purchase health insurance by paying 100% of the premium – they will NOT be automatically enrolled in the HDHP. See Automatic Enrollment Language in contracts or work agreements for further information. Health Flexible Spending Account (FSA) RX & medical/dental out of pocket expenses YES you need to enroll every year if you want to have pre-tax dollars taken out of your paycheck. Dependent Care Account Plan (DCAP) Designed for employees who need daycare to be able to work YES you need to enroll every year if you want to have pre-tax dollars taken out of your paycheck. IMPORTANT INFORMATION 1. You are responsible for Insurance Services receiving the forms by November 15th. 2. Open Enrollment elections cannot be changed after the deadline. Reminder:Elections are based on the Plan Year. 3. Forms are available online at www.rochester.k12.mn.us/insurance or stop in the Insurance Office at MSB. 4. 2013 Health and/or Dental Benefits will not be carried over into 2014. You must ENROLL!

4. Table of Contents Benefit Choices 2 Tax Benefits 3 When Benefits Can Be Changed 4 Medical Plans 5-9 Dental Plan 10 Medical and Dental Premiums 11 Flexible Spending Accounts 12-15 Life Insurance 16 Long Term Disability 17 Employee Assistance Program 18 457 and 403(b) Plans 19 Notice of Privacy Practices 20-24 COBRA Continuation Notice 25-31 Marketplace Notice 32-33 Annual Notifications 34-37 Contacts 38 1

5. Benefit Choices Rochester Public Schools Health and Welfare Benefits Plan offers you and your family comprehensive benefits that are designed to maintain your health and protect your income in case of illness or injury. You have the flexibility to choose the benefits that make the most sense for you and your family. MAKING CAREFUL CHOICES The annual enrollment period is the only time you can change benefit plans or add/drop dependents during a plan year, unless you have a qualified family status change. Such changes include birth, death, marriage, divorce, adoption, ineligibility of a dependent, unpaid leave of absence by you or your spouse because of your spouse’s employment. So please choose your benefits carefully. YOUR BENEFIT CHOICES Rochester Public Schools provides a wide variety of benefits. Some are provided automatically at no cost to you. Other benefits are available if you choose them. Check the following guide to see which benefits you need to make a successful program designed just for you. *See Automatic Enrollment Provision on Page 6 2

6. Tax Benefits BEFORE TAX AND AFTER TAX BENEFITS Before-Tax Benefits To provide you with an allowable tax benefit, your payroll deductions for some benefits are made on a before-tax basis. Before-tax benefits are paid for with the money deducted from your paycheck before taxes are withheld. You do not pay federal income tax, FICA (Social Security and Medicare), and in most cases state taxes on the contributions you make for before-tax benefits. The federal government also imposes restrictions on benefits that are paid on a before-tax basis, such as how often you can change your benefits. In exchange for the advantage of before-tax benefits, Section 125 of the IRS Code requires you to keep your before-tax benefit choices the same for the entire plan year. However, your before-tax benefit choices may be changed during the plan year if you have a qualifying life event. (See page 4 for a definition of qualifying life event.) Eligible before-tax benefits include: • Medical • Dental • Flexible Spending Account After-Tax Benefits After-tax benefits are benefits for which payroll deductions are taken out of your paycheck after taxes have been withheld. If not enrolled during your first 30 days of being hired, you may apply for late enrollment throughout the year, however, you must submit satisfactory evidence of good health before being considered by the carrier to be approved for coverage. Eligible after-tax benefits include: • Life and AD&D • Long Term Disability • Supplemental Long Term Disability 3

7. When Benefits Can Be Changed WHEN BENEFITS CAN BE CHANGED The benefit selections you make now cannot be changed until the next annual Open Enrollment period (unless you have a qualifying life event). The benefit selections you make nowwill remain in effect through December 31, 2014. However, you may make changes at any time during the year if you experience any of the following changes in status, known as “qualifying life event”: • Marriage, divorce or legal separation • Birth or adoption of a dependent, or placement of a child with you for foster care or adoption • Death of a spouse or qualified dependent • Any change in your employment status, or your spouse’s or qualified dependent’s employment status, that results in a significant change to your benefits, such as start or end of employment, change from full-time to part-time employment, or start or end of an unpaid leave of absence • Dependent satisfies or ceases to satisfy eligibility • Change in worksite or residence for you, your spouse or your qualified dependent, if that change affects your benefits To make a change, you must contact Insurance Services within 30 days of the qualifying life event. If you do not change coverage within 30 days of the above qualifying life event, you will have to wait until the next annual open enrollment period to make the change. If you experience a qualifying life event, the changes you make to your benefits must be consistent with your change in status. For example, if you get married, you can add your spouse to your health care coverage. However, you cannot change from one plan to another (e.g. from $400 deductible plan to $1,500 HDHP). WHO TO CONTACT FOR HELP If you have questions on the health and welfare benefits programs, contact Insurance Services at (507) 328-4280. Also visit the Insurance Services Website at www.rochester.k12.mn.us/insurance. 4

8. Medical Benefits MEDICAL COVERAGE At Rochester Public Schools we are committed to providing comprehensive, affordable health care coverage. The Company offers two medical plans so you can choose a coverage option best suited to your needs. Rochester Public School has determined that the following plans will offer choice, yet remain cost effective. Medical Plans: $400 Deductible Plan $1,500 High Deductible Plan (HDHP) A comparison chart of the medical plans can be found beginning on page 7. Review your choices carefully. Once you choose your plan, your election will be in effect until December 31, 2014. • Is your doctor in the network? • Visit the networks section of www.ccstpa.com • Choose networks • Choose search our networks • Choose CCStpa networks for in Minnesota or PHCS for outside the Minnesota area 2) Call Rochester Public Schools Insurance Services at (507) 328-4280 or 1-888-940-7427 for PHCS providers. Why is it important to see network providers? If you see a provider that is not in your network, your costs could be significantly higher because your share of the cost will be based on the provider’s full charges rather than the discounted rate negotiated with network providers. Health Reimbursement Arrangement (HRA) According to most employment contracts and work agreements, if you elect to participate in the High Deductible Health Plan (HDHP) you will be enrolled in the HRA where the District contributes $750 to a health reimbursement account if you have elected single coverage or $1,500 if you have elected family coverage. HRA participation does require you to actively elect the HDHP. 5

9. Medical Benefits Automatic Enrollment Provision If you are eligible for medical coverage according to your employment agreement or contract and do not enroll during the annual open enrollment period in one of the medical plans indicated on page 5, you will be automatically enrolled with Single coverage in the HDHP. This automatic enrollment provision does NOT give access to receiving a Health Reimbursement Arrangement District contribution. Summary of Benefits & Coverage The Affordable Care Act (ACA) requires Rochester Public Schools to distribute a Summary of Benefits and Coverage (SBC) to provide standard information that assist you to compare and understand you medical plan options. You can also find a copy of the SBC for each health plan under www.rochester.k12.mn.us/insurance, Summary Plan Documents. 6

10. Medical Benefits MEDICAL BENEFIT SUMMARY$400 Deductible This is a brief summary only. Certain restrictions and exclusions apply. For exact terms and conditions, please refer to your summary plan description. 7

11. Medical Benefits MEDICAL BENEFIT SUMMARY$1,500 Deductible (HDHP) This is a brief summary only. Certain restrictions and exclusions apply. For exact terms and conditions, please refer to your summary plan description. 8

12. Medical Benefits Prenatal Support for moms and babies Prenatal Support matches moms-to-be with a registered nurse with obstetric experience who delivers personal and ongoing support by phone. Participants who complete the program receive a $50 gift card. You also get a prenatal self-care guide book and a packet of helpful educational materials. If enrolled in the copayment plan, the out-of-pocket maximum for maternity related services is reduced to $500 per calendar year for the mother only that has actively participated in the Prenatal Support Program. Participation is defined as enrolling AND involvement in the program for a minimum of approximately six (6) months. This out-of-pocket reduction to $500 does not apply to the high deductible health plan (HDHP) participants. Call toll free at 1-866-938-9743 to get started. Proven Stop-Smoking Support Stop-Smoking Support has helped thousands of people. It provides one-on-one phone counseling and tools and strategies to help you quit in your own way, at your pace. Call toll free at 1-888-662-Quit (7848) to get started. Fitness Program pays you back monthly Eligible members can earn up to a $20 credit each month toward your fitness center dues by working out at least 12 days a month at a participating fitness center. Step 1: To find a participating fitness center visit http://ccstpa.com/Member/FitnessDiscount. At the bottom of the page, click on Find Center. Step 2: Enroll at your participating fitness center. Present your member ID card with the fitness symbol and tell them you want to enroll into the Fitness Center discount program. Step 3: Once you have worked out 12 days in a month, you will receive up to a $20 credit directly to your bank account (will take up to 60 days). You can receive up to $40 per household for qualifying adults over age 18 covered under your plan. Your visits are tracked by your fitness center. As long as you are eligible for the discount and you meet the minimum number of workout sessions per month, you will get the discount. Call Insurance Services at 507-328-4280 with any questions. 9

13. Dental Benefits DENTAL COVERAGE Rochester has designed your dental plan so it is easy to use and gives you and your family maximum flexibility and unparalleled commitment to service and peace of mind. Rochester Public Schools encourages you to visit the dentist and help ensure your basic dental needs are met in a timely, cost-effective manner. This is a brief summary only. Certain restrictions and exclusions apply. For exact terms and conditions, please refer to your summary plan description. 10

14. Medical & Dental Premiums Actual premiums are determined by employee contract and cost shift rules of the health and dental plan. If cost shift rules apply, you may be responsible for 100% of the premium. Premium rates will impact December 2013 paychecks for January 2014 coverage.* *Premium rates for Teachers will impact February 2014 premiums for March 2014 coverage. District will pay up to $756 for single coverage, up to $1,286.46 for dependent coverage. District will pay up to $717 for single coverage, up to $1,225.20 for dependent coverage. District pays 100% for most employees. 11

15. Flexible Spending Account Rochester Public School’s Health and Dependent Care Flexible Spending Accounts (FSAs) allow you to use tax-free dollars to reimburse yourself for a wide variety of health and/or dependent care expenses that aren’t covered through your other benefit plans. The annual amount you elect to contribute to each account will be divided into equal amounts and deducted from your paycheck before federal and, in most cases, state and local income taxes are withdrawn. Rules and Regulations Plan your annual FSA contribution amounts carefully; the election you make when you enroll is binding for the entire plan year (January 1 to December 31) unless you have a qualifying status change. Additionally, the IRS imposes some rules and restrictions on the way you can use FSAs: •  You must incur eligible expenses during the plan year. •  If you incur fewer expenses than you expected, you forfeit any money remaining in your FSAs at the end of the year; you can’t roll money over from one plan year to the next. •  You can’t transfer money from one account to another; money in your Health Care FSA can’t be used for dependent care expenses, and money in your Dependent Care FSA can’t be used for health care expenses. •  You can only make changes to your contribution amounts with a qualified status change. These include: marriage, divorce or legal separation, death of a spouse or dependent, change from part-time to full-time or full-time to part-time employment, termination or commencement of spouses employment, unpaid leave of absence, significant change in health coverage due to spouse’s employment. • Make the FSA Decisions That Are Best For You • FSAs can save you money on out-of-pocket health care and dependent care expenses. But before you sign up, there are a few things you should consider: • Is a Health Care FSA Right for You? • If you are married, are you covered by your spouse’s health care benefits, too? If so, the other plan may pay the part of your expenses that your benefit plans do not cover. Expenses that are covered by any benefit plan or insurance cannot be reimbursed by an FSA. • Do you or any of your family members need special health care supplies or equipment that your medical plan does not cover? • Filing a Claim for Reimbursement • To be reimbursed you must mail, scan, fax, or email a completed claim form to: • Rochester Public Schools District 535 • Insurance Services, 10 SE 9 ½ St. • Rochester, MN 55904 • Fax: 507-328-4213 • Email: insurance@rochester.k12.mn.us Year End Claims You may submit claims for any plan year up to March 31st of the following year. Note, however, that the claim must be for expenses actually incurred during the year just ended. 12

16. Flexible Spending Account THE HEALTH CARE FSA Even though your benefits under the Rochester Public Schools Health Care plan may cover a large part of your health care expenses, you are likely to have expenses you will have to pay out of your pocket. Keep in mind that your eligible dependents’ health care expenses also count, even if the dependents are not enrolled in the Rochester Public Schools Health Care plan. The amount you set aside in your FSA must be in a whole-dollar amount. The maximum amount you can contribute on an annual basis is $2,500. For more information about eligible health care expenses obtain a copy of Publication 502 from the IRS website at www.irs.gov. Please note that not all health care expenses listed in Publication 502 are reimbursable under a Health Care FSA. THE DEPENDENT CARE FSA This account lets you use pre-tax money to pay for eligible dependent care expenses that enable you and your spouse to work outside the home. Eligible dependents are: Your dependent child who was under the age of 13 when the care was provided and for whom you can claim a federal tax exemption (if you are legally separated or divorced, special rules apply – see below) A dependent of any age who is mentally or physically incapable of self-care (such as an elderly parent, who lives with you for at least 8 hours a day, and whom you can claim as a dependent on your federal tax return). In addition, your dependent child must spend at least 8 hours a day in your home for you to obtain reimbursement for dependent care expenses for care provided outside your home. It is important to note that special rules apply if you are legally separated or divorced. Contact your local IRS office for a copy of Publication 503 or visit the IRS website at www.irs.gov for information about those special rules. The amount you set aside in your FSA must be in a whole-dollar amount The maximum amount you can contribute to your FSA on an annual basis is: • $5,000 ($2,500 if married and filing taxes separately). • Your (e.g., the employee’s) earned income for such taxable year, or • The earned income of your spouse for such taxable year. Special rules apply if your spouse is a full-time student or is unable to care for an eligible dependent because of a disability. You cannot use a Dependent Care FSA and take the Dependent Care Tax credit on your income taxes for the same expense. Consult with your tax advisor about which option is better for you. If you use an FSA, you must report the name, address and tax ID (or Social Security number) of your day care provider to the IRS. Also, if you are married your spouse must work, be looking for work, be a full-time student, or be disabled. For a more comprehensive list of eligible dependent care expenses, obtain a copy of Publication 503 form the IRS website at www.irs.gov. 13

17. Flexible Spending Account MEDICAL REIMBURSEMENT ACCOUNT WORKSHEET: This worksheet will help you estimate medical expenses for the plan year. Do not include medical and dental premiums, spouse’s after-tax group medical or dental premiums nor any individual insurance premiums. • IRS DOES NOT ALLOW REIMBURSEMENT FOR THE FOLLOWING EXPENSES: • Cosmetic Medications and Procedures • Massage Therapy • Lamaze/Childbirth Classes • Health Club Memberships • Vitamins • Home Exercise Equipment • Marriage/Group/Family Counseling • Vision Service Contracts • Insurance Premiums • Payment of services not yet provided ELIGIBLE MEDICAL EXPENSES: This is a partial list of eligible reimbursable expenses. Refer to Insurance Services fora more complete list. MEDICAL EXPENSES • DENTAL EXPENSES • Deductibles, Co-Pays, & Co-Insurance • Routine Exams • Orthodontia • Fillings • Bridges • Dentures • Crowns • Root canals • VISION EXPENSES • Prescription Glasses • Sunglasses • Contact Lenses • Storage Case • Eye exams • Corrective Eye Surgery • Lens Cleaning Solutions • Lens Enzyme Cleaners 14

18. Flexible Spending Account • DEPENDENT CARE REIMBURSEMENT ACCOUNT WORKSHEET: • This worksheet will help estimate dependent care expenses. Consider the following when estimating expenses: • Dependent Care expenses may fluctuate during individual vacations or holidays • If the dependent is a student, expenses may be different when school is not in session. The child may be starting school or may be increasing time spent at school during the plan year. • Consider each spouse’s work schedule when considering total expenses. • REIMBURSABLE DEPENDENT CARE EXPENSES: • After-school Care • Daycare Center (complies with state & local laws) • Nanny • Elder Care IRS DOES NOT ALLOW REIMBURSEMENT FOR THE FOLLOWING EXPENSES: • Activity Fees/Educational Fees • Supplies/Materials • Registration Fees • Overnight Camps • Payment of services not yet provided • Transportation Costs • Food, Clothing • Reservation Fees 15

19. Life Insurance Life Insurance and Accidental Death & Dismemberment Insurance (AD&D) is offered by Madison National Life Insurance to employees only and enrollment is voluntary and not automatic. Coverage, premium share, and initial eligibility is determined by your employment contract. Please refer to your contract for further information. New Enrollment: New employees have 30 days to enroll from employment start date (which is determined by the Office of Human Resources). If elected, enrollment will be the employment start date or the signature date of the employee whichever is later. • Late Enrollment: • An employee is considered to be a late enrollee when: • Insurance Services Office does not receive initial enrollment application from the employee within 30 days • Enrollment was declined by the employee and now they wish to enroll outside of their initial 30 day enrollment window • Employee must request a late enrollment application from the Insurance Services Office • Application must be returned to the Insurance Services Office once completed • Enrollment is not guaranteed – enrollment is granted at the discretion of Madison National Insurance 16

20. Long Term Disability Long Term Disability insurance is offered by Madison National Life Insurance to employees only and enrollment is voluntary and not automatic. Premium share and initial eligibility is determined by your employment contract, please refer to your contract for further information. New Enrollment: New employees have 30 days to enroll from employment start date (which is determined by the Office of Human Resources). If elected, enrollment will be the employment start date or the signature date of the employee whichever is later. • Late Enrollment: • An employee is considered to be a late enrollee when: • Insurance Services Office does not receive initial enrollment application from the employee within 30 days • Enrollment was declined by the employee and now they wish to enroll outside of their initial 30 day enrollment window • Employee must request a late enrollment application from the Insurance Services Office • Application must be returned to the Insurance Services Office • Enrollment is not guaranteed – enrollment is granted at the discretion of Madison National Insurance Supplemental Long Term Disability Supplemental Long Term Disability is offered by Madison National Life Insurance Company to employees only. Enrollment is voluntary and you may enroll at any time as long as you are enrolled in Long Term Disability Insurance. You must request an application from the Insurance Services Office, complete the application and return to the Insurance Services Office. Enrollment is not guaranteed – enrollment is granted at the discretion of Madison National Life. If approved, enrollment will be the date of approval given by Madison National Life. 17

21. Employee Assistance Program What is the Employee Assistance Program or EAP? • Employee Assistance Programs are private, confidential and free opportunities for employees to discuss any issues, concerns or problems. Your EAP provider is The Center for Effective Living,507-288-5675. If it is free, who pays? • Our District pays for one session per year with an EAP counselor. Why would the District pay for me to see an EAP counselor? • We know that when you are feeling good, you do a better job. Also, if you are stressed out or have problems you can’t shake, it is hard to do your work. How do I use my EAP? • Call The Center for Effective Living, (507) 288-5675, at anytime. Indicate that you want to use your EAP and would like to make an appointment. During the day, a staff member will help you. At night, staff will either answer your call or call you back. How do I know if I need to use my EAP? • That’s the intent of the assessment. It is a time to go over needs, look at options, and get a recommendation. If you could truly benefit from further counseling, it may be covered by your insurance. What you do is always up to you. Not only is it confidential and free, it is always your choice. Address: • The Center for Effective Living Suite 1, Lexington Building 1027 7th Street NW (507) 288-5675 18

22. 457 and 403(b) Plans 457 Deferred Compensation Plan The 457 deferred compensation plan is an additional supplemental retirement plan option you can elect to make voluntary employee contributions in addition to the district sponsored 403(b) plan. You can elect to participate in both the 403(b) and 457 plans simultaneously if you wish. The 457 plan is non-qualified tax advantaged deferred-compensation retirement plan that is available to employees of Rochester Public Schools. Rochester Public Schools has provided the plan and you the employee can elect to defer a percentage of your W-2 compensation into it on a pre-tax basis. For the most part the plan operates similarly to a 401(k) or 403(b) plan. The key difference is that unlike with a 401(k) and 403(b) plan, there is no 10% penalty for withdrawal before the age of 59½ (although the withdrawal is subject to ordinary income taxation). The maximum amount of deferred compensation you can defer into your 457 deferred compensation plan is set each year by the Internal Revenue Service after taking inflation into account. For the year 2013, you can contribute up to $17,500 as an elective deferral to Rochester Public School’s 457 deferred compensation plan. Participants age 50 or older can contribute an additional $5,500 as a catch-up contribution. The district sponsored 457 plan is just another savings vehicle available to you and your family to help assist you in meeting your long-term savings objectives. Authorization forms to sign up for this plan are available from the Payroll Office or on their website. 403(b) Universal Availability Notice for Rochester ISD #535 The Employer (the “District”) offers a 403(b) plan for eligible employees of the District. Employees are eligible to participate as described below: All employees are eligible to participate in the 403(b) plan **Note: Possible employer matching contributions are determined by the employee’s employment contract or work agreement with the District. A 403(b) plan is a tax-deferred retirement program that permits an employee to reduce his or her compensation on a pre-tax basis (a “deferral”) and have the deferral deposited into a 403(b) account that the employee sets up with a 403(b) vendor. Amounts deferred into a 403(b) account, and any earnings on those deferrals, are generally not taxed until the employee makes a withdrawal from his or her 403(b) account following separation from service with the District. The District maintains a list of approved 403(b) vendors found in the payroll office or website. Employees should contact each vendor for information about the 403(b) products and services it offers. To enroll in the 403(b) plan, an employee must complete a salary reduction agreement (“SRA”). The SRA will only apply to amounts earned after enrolling in the plan. This contribution will continue unless it is modified or revoked in the future. The District has established policies that enable you to increase or decrease your contribution, stop your contribution or change from one authorized 403(b) vendor to another. Employees may get the necessary enrollment forms from the payroll office or website. Additional information on District policies and other 403(b) plan rules can be obtained with the enrollment materials. . Disclosure to employees: The District has no liability for any employee’s election to participate in the 403(b) plan, choice of 403(b) vendor(s), or expected tax consequences resulting from participating in the 403(b) plan. The District does not provide tax, legal or investment advice and recommends that employees seek advice from professionals who specialize in these areas. 19

23. Notice of Privacy Practices 20

24. Notice of Privacy Practices 21

25. Notice of Privacy Practices 22

26. Notice of Privacy Practices 23

27. Notice of Privacy Practices 24

28. COBRA Continuation Notice This notice contains important information about your right to continue your Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation coverage rights in the Rochester Public Schools Plan. Please read the information contained in this notice very carefully. Important information about your COBRA continuation coverage rights The following information is intended to inform you, in a summary fashion, of your rights and obligations under the federal group health and/or dental plan continuation law, commonly known as COBRA. You should take the time to read this notice carefully. If your spouse and/or any adult children are covered under the Rochester Public Schools Plan, they should also take the time to read this notice carefully. If your covered spouse and/or any covered adult children do not reside with you, please provide them with a copy of this notice. Any group health and/or dental plan COBRA continuation rights you and your covered dependents may have under other federal and/or state COBRA continuation laws will run at the same time and your group health and/or dental plan COBRA continuation reviewed herein. 1.  What is COBRA continuation coverage? a. Persons entitled to COBRA continuation coverage Federal law requires that most group health and/or dental plans to give employees and their families the opportunity to continue their group health and/or dental coverage when there is a “qualifying event” that would result in a loss of coverage under an employer’s plan. Persons entitled to COBRA continuation coverage are “qualified beneficiaries” and may include the employee covered under the group health and/or dental plan, the covered spouse, and covered dependent children depending on the nature of the qualifying event. b. Nature of COBRA continuation coverage COBRA continuation coverage is the same coverage that group health and/or dental plans give to other participants or beneficiaries who are not receiving COBRA continuation coverage under the plan. Each qualified beneficiary who elects COBRA continuation coverage will have the same rights under the group health and/or dental plan as other participants or beneficiaries covered under the plan, including special enrollment rights. c. Am I eligible for the premium reduction?  If you lost group health coverage from September 1, 2008 through May 31, 2010 due to an involuntary termination or a reduction of hours occurring from September 1, 2008 through May 31, 2010 followed by an involuntary termination of employment that occurred on or after March 2, 2010 and by May 31, 2010 and are not eligible for Medicare or other group health plan coverage, you are entitled to receive the premium reduction. Information about the amount of the premium reduction and how it affects your premium payments can be found below under the question, “How much does COBRA continuation coverage cost?” 25

29. COBRA Continuation Notice • d. Further information on COBRA continuation coverage • Specific information describing COBRA continuation coverage can be found in the group health and dental plan Summary Plan Documents, which can be obtained from the Rochester Public Schools website: http://www.rochester.k12.mn.us/insurance, District, Departments, Insurance Services, Summary Plan Documents (SPDs). • 2. How long will COBRA continuation coverage last? • a. Maximum Continuation Periods • In the case of loss of group health and/or dental plan coverage due to termination of employment (other than for gross misconduct) or reduction in work hours, coverage may be continued for a maximum of 18 months. • Group health and/or dental plan coverage may be continued for a maximum period of 36 months if the loss of group health and/or dental plan coverage is due to any of the following: • A divorce or legal separation • The policy holder’s enrollment in Medicare • A dependent child ceasing to be a dependent under the terms of the group health plan • In the case of loss of group health and/or dental plan coverage due to death of the policy holder, coverage may be continued for 36 or indefinitely depending on the language of the policy holder’s contract. • b. Termination of COBRA continuation coverage before the end of the maximum period • COBRA continuation coverage will be terminated before the end of the maximum continuation period for any of the following reasons: • any required premium is not paid in full on time • a qualified beneficiary becomes covered, after electing continuation coverage, under another group health plan that does not impose any pre-existing condition exclusion for a pre-existing condition of the qualified beneficiary • a qualified beneficiary becomes entitled to Medicare benefits (under Part A, Part B, or both) after electing continuation coverage • the employer ceases to provide any group health and/or dental plan for its employees • for any reason the plan would terminate coverage of a participant or beneficiary not receiving continuation coverage (such as fraud) • a final determination has been made that the qualified beneficiary is no longer totally disabled • 3. How can you extend the length of COBRA continuation coverage? • If you elect COBRA continuation coverage, an extension of the maximum period of coverage may be available if a qualified beneficiary is disabled or a second qualifying event occurs. You must notify Rochester Public Schools of a disability or a second qualifying event in order to extend the period of COBRA continuation coverage. Failure to provide notice of a disability or a second qualifying event may affect the right to extend the period of COBRA continuation coverage. 26

30. COBRA Continuation Notice • a. Disability • An 11-month extension of coverage may be available if any of the qualified beneficiaries is determined by the Social Security Administration (SSA) to be disabled. The disability has to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage. Each qualified beneficiary who has elected continuation coverage will be entitled to the 11-month disability extension if one of them qualifies. If the qualified beneficiary is determined by SSA to no longer be disabled, you must notify the Plan of that fact within 30 days after SSA’s determination. Under Minnesota State law, the employee is considered disabled for the first 24 months if he or she is unable to perform their regular duties, even without a Social Security Administration disability determination. After 24 months, a disabled employee may stay on the plan as long as they are unable to engage in any paid employment. While only the employee’s disability is considered, eligible dependents may also continue coverage. • b. Second qualifying event • An 18-month extension of coverage will be available to spouses and dependent children who elect continuation coverage if a second qualifying event occurs during the first 18 months of continuation coverage. The maximum amount of continuation coverage available when a second qualifying event occurs is 36 months or longer for fully insured plans under Minnesota law. Such second qualifying events may include the death of a covered employee, divorce or separation from the covered employee, the covered employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), or a dependent child’s ceasing to be eligible for coverage as a dependent under the Plan. These events can be a second qualifying event only if they would have caused the qualified beneficiary to lose coverage under the Plan if the first qualifying event had not occurred. You must notify the Plan within 60 days after a second qualifying event occurs if you want to extend your continuation coverage. • 4. How can you elect COBRA continuation coverage? • a. Separate elections • Each qualified beneficiary has a separate right to elect continuation coverage. For example, the employee’s spouse may elect continuation coverage even if the employee does not. COBRA continuation coverage may be elected for only one, several, or for all dependent children who are qualified beneficiaries. A parent may elect to continue coverage on behalf of any dependent children. The employee or the employee’s spouse can elect continuation coverage on behalf of all of the qualified beneficiaries. • b. Time limits for election • A qualified beneficiary must elect COBRA continuation coverage within 60 days from the date of the qualifying event or the loss of group health and/or dental coverage due to the qualifying event, whichever is later. Failure to do so will result in a loss of the right to elect COBRA continuation coverage under the group health and/or dental plan. 27

31. COBRA Continuation Notice • Problems in failing to elect COBRA continuation coverage  • In considering whether to elect COBRA continuation coverage, you should take into account that a failure to continue your group health and/or dental coverage will affect your future rights under Federal law. • First, you can lose the right to avoid having pre-existing condition exclusions applied to you by other group health plans if you have more than a 63-day gap in health and/or dental coverage, and election of COBRA continuation coverage may help you not have such a gap. • Second, you will lose the guaranteed right to purchase individual health and/or dental insurance policies that do not impose such pre-existing condition exclusions if you do not get COBRA continuation coverage for the maximum time available to you. • d. Special enrollment right in other group health and/or dental plans • You have the right to request special enrollment in another group health and/or dental plan for which you are otherwise eligible (such as a plan sponsored by your spouse’s employer) within 30 days after your group health coverage ends because of the qualifying event listed above. • You will also have the same special enrollment right at the end of continuation coverage if you get continuation coverage for the maximum time available to you. • 5. How much does COBRA continuation coverage cost? • Generally, each qualified beneficiary may be required to pay the entire cost of continuation coverage. The amount a qualified beneficiary may be required to pay may not exceed 102 percent (or, in the case of an extension of continuation coverage due to a disability, 150 percent) of the cost to the group health plan (including both employer and employee contributions) for coverage of a similarly situated plan participant or beneficiary who is not receiving continuation coverage. An employee who continues under the disability provisions of Minnesota law may be charged up to the cost to the employer only. The required payment for each continuation coverage period for each option is described in this notice. • The American Recovery and Reinvestment Act of 2009 (ARRA), as amended by the Department of Defense Appropriations Act, 2010, the Temporary Extension Act of 2010, and the Continuing Extension Act of 2010 (CEA), reduces the COBRA premium in some cases. The premium reduction is available to certain individuals who experience a qualifying event that is an involuntary termination of employment during the period beginning with September 1, 2008 and ending with May 31, 2010 or a qualifying event that is a reduction of hours occurring at any point from September 1, 2008 through May 31, 2010 followed by an involuntary termination occurring on or after March 2, 2010 and by May 31, 2010. If you qualify for the premium reduction, you need only pay 35 percent of the COBRA premium otherwise due to the plan. This premium reduction is available for up to 15 months. If your COBRA continuation coverage lasts for more than 15 months, you will have to pay the full amount to continue your COBRA continuation coverage. If you have fewer than 15 months of COBRA continuation coverage available (based on the date of the original reduction of hours qualifying 28

32. COBRA Continuation Notice • event) you are only entitled to pay reduced premiums for the remaining months. See the attached “Summary of the COBRA Premium Reduction Provisions under ARRA” for more details, restrictions, and obligations as well as the form necessary to establish eligibility. • The Trade Act of 2002 created a tax credit for certain individuals who become eligible for trade adjustment assistance and for certain retired employees who are receiving pension payments from the Pension Benefit Guaranty Corporation (PBGC). Under the tax provisions, eligible individuals can either take a tax credit or get advance payment of 65% of premiums paid for qualified health insurance, including continuation coverage. ARRA made several amendments to these provisions, including an increase in the amount of the credit to 80% of premiums for coverage before January 1, 2011 and temporary extensions of the maximum period of COBRA continuation coverage for PBGC recipients (covered employees who have a non forfeitable right to a benefit any portion of which is to be paid by the PBGC)and TAA-eligible individuals. • If you have questions about these provisions, you may call the Health Coverage Tax Credit Customer Contact Center toll-free at 1-866-628-4282. TTD/TTY callers may call toll-free at 1-866-626-4282. More information about the Trade Act is also available at www.doleta.gov/tradeact/. • 6. When and how must payment for COBRA continuation coverage be made? • a. Time limit for first payment • You must make your first payment for group health and/or dental COBRA continuation coverage within 45 days from the date you make an election for COBRA continuation (this is the date the election notice is received in our office and stamped). If you do not make your first payment for your COBRA continuation coverage within the 45 day period, you will lose all COBRA continuation rights under the Plan. • b. Amount of first premium payment • Your first premium payment must cover the cost of COBRA continuation coverage from the time your coverage under the Plan would have otherwise terminated up to the time you make your first payment. You are responsible for making sure that the amount of your first payment is correct. You may contact Insurance Services to confirm the correct amount of your first payment or to discuss payment issues related to the ARRA premium reduction. • c. Premium payments after the first premium payment • After you make your first payment for COBRA continuation coverage, you will be required to make periodic payments for each subsequent coverage period. Under the Plan, each of these periodic payments for COBRA continuation coverage is due on the 10th of each month. The monthly premium payments for COBRA continuation coverage can be automatically deducted from your checking or savings account or sent to: Rochester Public Schools – Insurance Services, 10 SE 9 ½ St, Rochester, MN 55904. If you make a periodic payment on or before the first day of the coverage period to which it applies, your coverage under the Plan will continue for that coverage period without any break. The Plan will not send periodic notices of payments due for these coverage periods. 29

33. COBRA Continuation Notice • d. Grace period for premium payments • Although periodic payments are due on the dates shown above, you will be given a grace period of 30 days after the first day of the coverage period to make each periodic payment. Your COBRA continuation coverage will be provided for each coverage period as long as payment for that coverage period is made before the end of the grace period for that payment. • e. Loss of coverage due to non-payment during the grace period • If you fail to make a monthly premium payment beyond the end of the grace period, you will lose all rights to continuation coverage under the group health and/or dental plan. • 7. What notification procedures are to be used when the Plan policy holder and/or beneficiary is required to notify the Plan Claims Administrator? • Events requiring notification • Under the Federal group health and/or dental plan continuation law, the qualified beneficiary and policy holder has the legal responsibility to inform Rochester Public Schools – Insurance Services of the following qualifying events: • divorce or legal separation • a dependent child ceasing to be a dependent under the terms of the Plan • disability (for the purpose of extending COBRA continuation coverage from 18 months to 29 months) • second qualifying events (for the purpose of extending continuation coverage from 18 months to 36 months • If you or your dependent(s) fail to notify the plan claims administrator within 60 days of divorce, legal separation, or a dependent child ceasing to be a dependent under the terms of the Plan, all COBRA continuation of coverage rights will be lost. • b. Notification procedures • Notification to the plan claims administrator must be done by completing the appropriate form(s). For information about these forms, please contact the Insurance Services Office. 30

34. COBRA Continuation Notice For more information This notice does not fully describe continuation coverage or other rights under the Plan. More information about continuation coverage and your rights under the Plan is available in your summary plan document or from the Claims Administrator. If you have any questions concerning the information in this notice, your rights to coverage, or if you want a copy of your summary plan document, you should contact Rochester Public Schools Insurance Services, 10 SE 9½ St, Rochester, MN 55904. For more information about your rights under COBRA, including the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans; contact the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) at 1-866-444-3272 or visit the EBSA website at www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District ESBA Offices are available through EBSA’s website.) Keep you Plan informed of address changes In order to protect your and your family’s rights, you should keep the Claims Administrator informed of any changes in your address and the addresses of family members. You should also keep a copy, for your records, of any notices you send to the Claims Administrator. 31

35. Marketplace Notice New Health Insurance Marketplace Coverage Options and Your Health Coverage PART A: General Information When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic information about the new marketplace and employment-based health coverage offered by your employer. What is the health Insurance Marketplace? The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers “one-stop shopping” to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014. Can I Save Money on my Health Insurance Premiums in the Marketplace? You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or offers coverage that doesn’t meet certain standards. The savings on your premium that you’re eligible for depends on your household income. Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace? Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer’s health plan. However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the “minimum value” standard set by the Affordable Care Act, you may be eligible for a tax credit. Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribution-as well as your employee contribution to employer-offered coverage-is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis. How Can I Get More Information? For more information about your coverage offered by your employer, please check your summary plan description on the District’s web page or contact the Insurance Services office at 507-328-4280. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area. 32

36. Marketplace Notice PART B: Information About Health Coverage Offered by Your Employer This section contains certain information about any health coverage offered by your employer. If you decide to complete an application for coverage in the marketplace, you will be asked to provide this information. This information is numbered to correspond to the marketplace application. 3. Employer name 4. Employer Identification number (EIN) Rochester Public School District #535 41-6002803 5. Employer address 6. Employer phone number 615 7th Street SW 507-328-4280 7. City 8. State 9. Zip code Rochester Minnesota 55902 10. Who can we contact about employee health coverage at this job? Total Rewards Division of the Human Resource Department 11. Phone number 12. Email address 507-328-4280 insurance@rochester.k12.mn.us • Here is some basic information about health coverage offered by this employer: • As your employer, we offer a health plan to some employees. Eligible employees are employees who work for the District 30 hours or more per week and are not temporary or seasonal employees • With respect to dependents: • We do offer coverage. Eligible dependents are: • a spouse (married as recognized under Minnesota law), • unmarried dependent children thru age 26 • -natural-born, legal wards, and/or legally adopted children • -Stepchildren who reside with you • -children that are eligible to be covered as an employee under any health plan sponsored by their employer are not eligible • Children that are covered as an employee under any health plan sponsored by their employer are not eligible • Grandchildren who are financially dependent on you and reside with you continuously from birth • Children who are required to be covered by reason of a Qualified Medical Child Support Order (QMCSO) as defined in Minnesota statute 518.171. • 3. Children who become disabled prior to reaching age 27 if: • They are primarily dependent upon you and are incapable of self-sustaining employment because of physical and/or mental disability • For whom application for extended coverage as a disabled dependent child is made within 30 days after reaching the age limit. A Disable Dependent Application must be completed every 2 years. • This coverage offered by the District does meet the minimum value standard, and the cost of this coverage to you is intended to be affordable, based on employee’s wages. • ** Even if your employer intends your coverage to be affordable, you may still be eligible for a premium discount through the Marketplace. The Marketplace will use your household income, along with other factors, to determine whether you may be eligible for a premium discount. If, for example your wages vary from week to week, if you are newly employed mid-year, or if you have other income losses, you may still qualify for a premium discount through the Marketplace. • If you decide to shop for coverage in the Marketplace, HealthCare.gov will guide you through the process and can assist you in determining if you can get a tax credit to lower your monthly premiums. 33

37. Annual Notifications Women’s Health and Cancer Rights Act Under the federal Women’s Health and Cancer Rights Act of 1998, you are entitled to the following services: 1. reconstruction of the breast on which the mastectomy was performed; 2. surgery and reconstruction of the other breast to produce a symmetrical appearance; and 3. prosthesis and treatment for physical complications during all stages of mastectomy, including swelling of the lymph glands (lymphedema). Services are provided in a manner determined in consultation with the physician and patient. Coverage is provided on the same basis as any other illness. Rights Under Newborns and Mothers Health Protection Act Under the Newborns and Mothers Health Protection Act (NMHPA) passed by Congress, group health plans offering group health insurance coverage, generally may not, under federal law, restrict benefits for any Hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal vaginal delivery, or less than 96 hours following a cesarean section, or require that a provider obtain authorization from the plan for prescribing a length of stay not in excess of the above periods. However, federal law generally does not prohibit the mother's or newborn's attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). Rights Under Family and Medical Leave Act The Family and Medical Leave Act (FMLA) passed by Congress in 1993 requires that some employers provide employees up to twelve (12) weeks of unpaid, job-protected leave for certain family and medical reasons. The employer must maintain coverage to employees and dependents for the duration of the FMLA leave, subject to payment of any required contributions. Human Resources should be contacted for more information about the FMLA. 34

38. Annual Notifications • Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) • If you or your children are eligible for Medicaid or CHIP and you are eligible for health coverage from your employer, your State may have a premium assistance program that can help pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for these programs, but also have access to health insurance through their employer. If you or your children are not eligible for Medicaid or CHIP, you will not be eligible for these premium assistance programs. • If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, you can contact your State Medicaid or CHIP office to find out if premium assistance is available. • If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, you can contact your State Medicaid or CHIP 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 premiums for an employer-sponsored plan. • Once it is determined that you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must permit you to enroll in your employer plan if you are not already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, you can contact the Department of Labor electronically at www.askebsa.dol.gov or by calling toll-free 1-866-444-EBSA (3272). If you live in one of the following States, you may be eligible for assistance paying your employer health plan premiums. The following list of States is current as of July 31, 2013. You should contact your State for further information on eligibility – 35

39. Annual Notifications 36

40. Annual Notifications To see if any more States have added a premium assistance program since July 31, 2013, or for more information on special enrollment rights, you can contact either: U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services www.dol.gov/ebsawww.cms.hhs.gov 1-866-444-EBSA (3272) 1-877-267-2323, Menu Option 4, Ext. 61565 37

41. Contacts CONTACT INFORMATION Rochester Public Schools, in partnership with the following carriers, strives to meet your benefit needs. If you have any questions regarding your benefits, please contact the corresponding carrier listed below or Insurance Services. 38

42. Notes

43. Notes