ORACLEflex 2009 Enrollment Guide

The online 2009 Enrollment Guide provides a summary of all benefits available to new hires enrolling in ORACLEflex for the first time as well as open enrollment.  Keep in mind, the enrollment eligibility criteria may differ between new hire and open enrollment elections and this guide is an excellent reference tool to assist you in making your enrollment decisions.  The “What’s New” section of the Benefits Website highlights all changes occurring in 2009.

You can also refer to the Medical Plan Comparison Chart to learn more about the benefits that best meet the needs of your family.

We make every effort to ensure the accuracy of the information in this guide.  In the event of a discrepancy, the plan documentation will prevail. For full provisions of the benefit plans described in this guide consult the documentation specific to the plan. You can find our plan documentation on the SPD/SAR link on the Benefits website.

To print a complete copy of this enrollment guide, select the [Print] button or a print icon (picture of a printer) in the tool bar at the top of your web browser. Note: to print a specific section, highlight the text you would like to print, selecting the print button and changing the default Page Range in the print dialogue box from All to Selection.

Welcome to ORACLEflex

How ORACLEflex Works

How to Enroll

Making Changes to Your Coverage

Your ORACLEflex Benefit Choices

Medical, Mental Health and Substance Abuse

Dental

Vision

Disability Insurance

AD&D Insurance

Life Insurance

Liveandworkwell

Group Legal and Financial Services

Reimbursement Accounts

CNA Long-Term Care Insurance

Liberty Mutual Personal Insurance

Welcome to ORACLEflex

YOUR ORACLEflex 2009 ENROLLMENT GUIDE

This online enrollment guide contains summaries of the ORACLEflex benefit plans and information on each to help with your enrollment elections. You can also refer to the Medical Plan Comparison Chart. This guide provides information for both new hires enrolling in ORACLEflex for the first time, and for employees going through the Open Enrollment process for 2009. Specific information that applies to new hire enrollment or 2009 Open Enrollment is clearly marked throughout this guide.

YOUR ORACLEflex PERSONAL SUMMARY

Your ORACLEflex Personal Summary is a confirmation of the benefit plans you are electing for the 2009 plan year. New hire summaries will reflect core benefits until your elections are entered.  Once elections are entered, Personal Summaries will reflect your current coverage.  To view your Personal Summary, login to the benefits website (using your Employee ID number and Password, and then click on any underlined plan to review or make changes to your elections.

YOUR ORACLEflex PRICES AND FLEX CREDITS

Your ORACLEflex prices and flex credits are available after you login to this site. You will be able to view your ORACLEflex plan options, credits and the costs to you per pay period based on your personal information.

YOUR PERSONALIZED CONFIRMATION STATEMENT

After you enroll, you will receive an e-mail stating that your elections have been recorded. You can then view your Confirmation Statement online. Please review this statement carefully for accuracy and make any corrections prior to the enrollment date deadline. Login to the site prior to the deadline listed in your e-mail.

If you do not make your corrections prior to your deadline, the benefits and enrolled dependents reflected on your Confirmation Statement will remain in place through 2009 unless you have a qualifying status change.  To learn more about qualifying status changes, please select the Status Change link on the Benefits intranet site.

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How ORACLEflex Works

Your ORACLEflex Credits

Who's Eligible

Using Your ORACLEflex Credits

What You Can Do: Knowledge Is Your Best Tool

Core Coverage

Managing Your Prescription Drug Costs

When Are Your Benefits Effective?

New Hires

All benefits are effective on your hire date. This means you will be retroactively enrolled in the plans you select.  Retroactive payroll deductions may apply

2009 Open Enrollment

All elections are effective on January 1, 2009.

Please note: All of your Oracle sponsored insurance benefits will terminate effective midnight of your termination date. In the event of an employee’s death, coverage for the family will be continued for an additional 30 days. COBRA will be offered only after the 30-day continuation of benefits expires.

YOUR ORACLEflex CREDITS

ORACLEflex allows you to choose the benefit plans and coverage levels that are right for you and your family.  Oracle gives you a specified amount of ORACLEflex credits each pay period to purchase your benefits.  If your benefit elections cost more than your flex credits, you will pay the difference each pay period through payroll deductions.  For new hires, flex credits and deductions will be retroactive to your hire date and adjusted on your paycheck.

Login to the site to view your prices and flex credits.

The ORACLEflex credits employees receive for medical coverage depends on the actual Medical (hospital, physician) coverage level you select:

  • Employee Only
  • Employee + Children
  • Employee+ Spouse or Same or Opposite Sex Domestic Partner
  • Employee + Family
  • Decline medical Coverage

All regular U.S.-based, full-time employees or regular part-time employees working 30 hours or more receive the same amount of flex credits for dental and vision coverage. Each employee receives enough credits to purchase LTD coverage equal to 66 2/3% of compensation, and AD&D and life insurance equal to two times your annual compensation. The number of credits for LTD and life insurance coverage varies, depending on your age and annual compensation.  Your flex credits for AD&D coverage are based on your annual compensation only.  Your compensation is defined as your base salary plus any bonus and commission earned between Sept 1, 2007 and Aug 31, 2008. Due to some bonus payments occurring after Aug 31, 2007 the definition of benefits salary used for calculating 2008 benefits was expanded and therefore also changed the benefits salary definition for 2009 to include base salary plus bonus and commission earned between Nov 1, 2007 and Aug 31, 2008.  ** Former BEA employee benefits compensation definition differs and only includes 2008 variable pay since prior bonus and commission amounts were counted during the integration. 


2009 ORACLEflex Credits

Benefit

ORACLEflex Credits

Medical

Depends on coverage level

Dental

$20

Vision

$7

LTD

Enough to purchase 66 2/3% of annual compensation

AD&D

Enough to purchase 2x annual compensation

Life Insurance

Enough to purchase 2x annual compensation


Part-time employees working an average of 20–29 hours per week receive 50% of the full-time employee ORACLEflex credits.

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USING YOUR ORACLEflex CREDITS

When you enroll in ORACLEflex, you use your flex credits to purchase the benefits and coverage levels you want for yourself and your family.  Login to the Benefits website to see how many ORACLEflex credits you are given each pay period.  Then, carefully look over your benefit plan choices and their associated costs.  Your take-home pay will be affected by how you choose to spend your credits on your benefits.

If the benefits you choose cost less than the amount of your ORACLEflex credits, the difference will be applied to your paycheck as taxable income.

If the benefits you choose cost more than the amount of your ORACLEflex credits, you pay the difference through pre-tax or after-tax payroll deductions, depending on the benefit plan.

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CORE COVERAGE (MINIMUM COVERAGE REQUIREMENTS)

ORACLEflex gives you the flexibility to choose the benefits and coverage levels you need.  You may choose to decline some benefits, but other benefits are required.

To protect your financial security in the event of injury or illness, you must have at least the minimum level of coverage — called core coverage — as follows:

  • Medical coverage for yourself only, unless you have other Medical coverage as described below*
  • 50% pre-tax LTD coverage
  • $10,000 AD&D coverage
  • $10,000 employee pre-tax life insurance or one times compensation employee after-tax life insurance coverage

*You may decline Medical coverage only if you can verify coverage from another source, such as your spouse’s Medical plan.  If you choose to decline Medical coverage, you will receive fewer medical ORACLEflex credits for the year.

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WHO'S ELIGIBLE

Regular Employees and Dependents

All regular full-time employees or regular part-time employees on the U.S. payroll working 30 hours or more per week are eligible to enroll in ORACLEflex plan and receive full flex credits.

All regular part-time employee on the U.S. payroll working at least an average of 20–29 hours per week are eligible to enroll in ORACLEflex plan and receive partial flex credits.

"Employee" shall mean a common law employee of Oracle.  Independent contractors and/or "leased employees" engaged by a staff leasing company shall not be employees for purposes of the plan.  An individual who during any period was treated by Oracle as an independent contractor or leased employee and who is subsequently determined by Oracle (or by a governmental agency or court) to have been an employee shall not be eligible to participate in the plan retroactively for such period.

The following dependents are eligible to enroll in the ORACLEflex benefits

  • Your legal spouse or qualified same or opposite sex domestic partner
  • Unmarried children to age 19 — or to age 23 if full-time students — who depend on you for financial support. Your health plan will require verification of student status. The documentation requested will vary for each insurance company.

Your children include:

  • Your biological and/or adopted children
  • Children placed in your home for adoption
  • Your stepchildren whom you financially support to the extent you can take a tax deduction or for whom you have a court decree
  • Your domestic partner’s children, if they reside with you and are financially dependent on you
  • Any other children you support for whom you are the legal guardian or for whom you are required to provide coverage as the result of a qualified medical child support order.
  • Over-aged disabled children meeting specific eligibility requirements.

Same and Opposite Sex Domestic Partners

You may choose to enroll your same or opposite sex domestic partner and his/her children — if they reside with you and you are mutually responsible for your financial obligations — in the medical, dental, vision and dependent life insurance plans.

The value of your domestic partner’s health care coverage is considered taxable income to you, resulting in additional income tax withholding. This additional taxable amount — called imputed income — is shown on your pay stub and reported as “other compensation” on your W-2.  Internal Revenue Service (IRS) rules generally require that you pay for domestic partner coverage on an after-tax basis.  You can see how domestic partner coverage will affect your paycheck in the Domestic Partner section.

If you’re enrolling a domestic partner for the first time, you and your partner must verify that your relationship qualifies under the terms of Oracle’s Domestic Partner Program.  Go to the Domestic Partner section to review the Domestic Partner Affidavit.  During enrollment you need to comply with the requirements for adding a domestic partner (stated in the Affidavit).  No paper enrollment is required; your electronic signature allows you to complete the process.

Important information for California employees who are enrolling a same sex domestic partner:
Assembly Bill 25 (AB 25), which was effective January 1, 2002, provides the right to receive employer provided health coverage for a domestic partner without additional state income taxation.  Federal tax will still apply.  Application of the new law is contingent upon registration of the domestic partnership with the State of California.

If you have registered your domestic partnership with the State of California, you must provide Oracle Benefits with a copy of your registration in order to receive the tax benefit associated with AB 25.  Your taxes will be adjusted accordingly, effective the date that Oracle Benefits receives your registration.

AB 25 may also extend to opposite-sex domestic partners if one or both partners are over age 62 and one or both partners meet specified eligibility criteria under the Social Security Act.

Oracle Couples

If both you and your spouse or domestic partner are employed by Oracle, you may not have “double coverage” under the ORACLEflex Medical, Dental and Vision plans.  This means you may not be covered as both an Oracle employee and as a dependent of another Oracle employee for these plans.  In addition, you and your spouse or domestic partner may not cover the same child as a dependent for any benefit.  However, you may both elect spouse or domestic partner after-tax life insurance for one another.  If one or both of you choose to “double cover” under the employee and spouse or domestic partner life insurance options, the maximum amount of life insurance coverage you may purchase is $2,050,000 collectively.

Rehires

If you leave Oracle and are rehired within 30 days, you will automatically be enrolled in the benefits you had when you left the company.  After 30 days, you must re-enroll for benefits.  However, rehires are not allowed to enroll in the reimbursement accounts again in the same year. Please be advised that if you are an Oracle re-hire and previously had the POS plan, it is no longer an enrollment option for you.

Late Enrollees

New hires and their eligible dependents will be considered late enrollees if they don’t enroll by the deadline reflected on their enrollment letter.

Employees classified as late enrollees will automatically default to the employee-only core benefit plan.  Late enrollee dependents will be excluded from coverage under the ORACLEflex plans as explained in the Summary Plan Description (SPD).  Late enrollees will have an opportunity to enroll their dependents only during Open Enrollment periods or within 62 days of a qualifying status change (30 days for Kaiser and 31 days for Matthew Thornton Blue HMO).  Refer to the Qualified Status Change link to learn more about qualifying events.

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WHAT YOU CAN DO: KNOWLEDGE IS YOUR BEST TOOL

The more you know, the better you’ll be able to manage your health care costs.  Making health care decisions today requires many of the same skills you would apply to other purchases, such as:

  • Knowing your needs
  • Staying informed
  • Comparing options and features
  • Checking costs
  • Learning how to best use what you ultimately choose

One of the best ways to manage your costs is by using the tools at oraclebenefits.com. 

The Medical Plan Comparison Chart is a tool that helps you to further compare your options.  It shows copayments, deductibles and coverage levels for your options, so you can select an option that will best meet the needs of you and your family.

Taking the time to choose and use your benefits wisely is what allows each of us to do our part to help manage costs for ourselves and for Oracle.

Ways You Can Help

  • If you select or participate in one of the United Healthcare plans, contact the Optum Nurse Line at the number on your ID card as a starting point for health care information rather than visiting your doctor or the emergency room.  HMO participants can call the Customer Service number listed on the HMO’s ID card.
  • Use the provider’s Web site to get answers to your questions.
  • Visit emergency rooms only in true medical emergencies.  Consider using Urgent Care Centers if acute treatment is not required.
  • Buy ongoing maintenance prescription drugs by mail, if this feature is available through your medical plan.
  • Choose generic drugs rather than brand-name drugs, if available.
  • Select network physicians and service providers instead of those who are not in the network.
  • Enroll in the Health Care Reimbursement Account.

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MANAGING YOUR PRESCRIPTION DRUG COSTS

Prescription drugs are the fastest-growing segment of health care expenses.  Drug costs are increasing at double-digit rates and are outpacing costs for hospital and physician services.  Two of the most effective ways for you to help manage these costs are:

  • Using generic drugs instead of brand-name drugs
  • To save you time and money, consider purchasing maintenance drugs (those you take on a regular basis for conditions such as asthma or diabetes) using the mail order feature of your prescription benefit

Using Generic Drugs

Generic drugs are identical to brand-name drugs in dosage, safety, strength, performance, quality and how they are taken.  Yet they cost significantly less than brand-name drugs that treat the same conditions.   When filling your prescriptions, remember to ask your pharmacist for generic drugs—your copay and the cost to Oracle are both lower if you choose generic.  Here are some examples of the actual costs of brand-name versus generic drugs:

Condition

Brand-Name

Generic

Depression

Prozac
$85.98

Fluoxetine hydrochloride
$45.99

High Cholesterol

Mevacor
$68.00

Lovastatin
$36.00

Heartburn

Zantac
$101.57

Rantidine hydrochloride
$10.80

Source: Wall Street Journal

Using the Prescription Drug List

If there is no generic equivalent for your prescription, another way you can save is to select a brand-name drug that is listed on Oracle’s prescription drug list.  Oracle’s preferred medications have undergone extensive review for therapeutic value, safety and cost.  This list in our prescription drug program includes about 600 medications.  Oracle’s prescription drug vendor for the United Healthcare plans is UHC/Medco Health Solutions, Inc., and they periodically determine which prescription drugs are on the brand-name drug list.  They determine this list based on clinical guidelines reviewed by physicians and pharmacists.  This list changes from time to time as new drugs are released and clinical guidelines are updated.  HMO plans have their own list of prescription drugs, usually called a formulary.  If you are enrolled in an HMO plan, please contact them directly for their list of drugs covered under the plan.

Example: How the preferred drug list works

Marsha participates in the EPO Choice plan and needs to take antibiotics for 10 days to treat a sinus infection.  Her doctor initially recommends a brand-name drug that is not included on Oracle’s preferred drug list. Marsha asks if there is a generic drug that would provide the same treatment.  Marsha’s doctor says that there is not a generic equivalent available but there is another brand-name drug that will provide comparable treatment that is on Oracle’s prescription drug list.  Marsha’s doctor says that she can choose which drug she would prefer to use.   Here is what she will pay out of her own pocket if she chooses a brand-name drug that is not on Oracle's prescription list:

Non-Preferred Brand-Name Drug

Preferred Brand-Name Drug

Copay

$25

Copay

$15

Marsha would save $10 if she chose the preferred brand-name drug instead of the non-preferred brand-name drug.

Being aware of your choices and the costs associated with them allows you to work more effectively with your doctor to choose prescription drugs that are right for your situation.  You can access the brand-name prescription drug list at myUHC.com.  You will need to check periodically to be sure you have the most up-to-date list.  You may want to print it out and bring it with you when you visit the doctor.

For more information about the brand-name prescription drug list and prescription cost and coverage for your plan, refer to the Medical Plan Comparison Chart and/or visit myUHC.com.

Savings and Convenience with Mail Order

Mail order service is ideal for people who use maintenance medications. To order online or by mail, ask your doctor to write two prescriptions—one to fill at the drugstore if you must start your medication immediately and one to submit to mail service for refills.  If available through your medical plan option, ordering your prescriptions online or by mail instead of a retail pharmacy may be another way to save money—you may be able to get a three-month supply at a lower cost than what you would pay at the pharmacy, and it offers you the convenience of not going to the store.

Example: How the copays and mail order work

Sam is enrolled in the Premium PPO Choice Plus Plan and takes a generic drug every day to control his high blood pressure.  The actual cost of the prescription is $22 for a 30-day supply.  Since the prescription is for a generic drug, Sam only pays $5 each month when filling this prescription at the pharmacy.

At a Pharmacy (30-day supply)

Generic copay

$5

Number of Prescriptions filled in a year

x 12

Total cost for the year will be...

$60

Since this is a maintenance medication that is needed every month, Sam can save money by filling this prescription through the mail.

Using Mail Order (90-day supply)

Generic mail order copay

$10

Number of mail order prescriptions filled in a year

x 4

Total cost for the year will be...

$40

Sam will save $20 each year when using the mail-order drug program to fill this prescription.

For more information about the preferred brand-name drug list and prescription cost and coverage for your plan, refer to the Medical Plan Comparison Chart and/or visit myUHC.com.

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How to Enroll

With access to a web browser, enrolling in or to ORACLEflex benefits is quick and easy.  You may also add or make changes to your dependent information at the same time—no separate forms to fill out.  Plus, you receive immediate confirmation of your benefit elections to print for your records.

  • Login to the Benefits website to begin the enrollment process.
  • Type your Employee ID number as your username.
  • Type your password. (If you don’t recall your password, a new one can be created on this screen.)
  • Follow the online instructions to make your benefit elections.
  • When you have finished making all of your changes, please review the online "Personal Summary" for accuracy and print it for your records. The benefits on your confirmation statement will remain in effect for the 2009 plan year unless you have a qualified family status change.

THE ORACLE BENEFITS HOMEPAGE

Your Oracle Benefits Homepage, located at www.oraclebenefits.com, is your best source for benefits and enrollment information. From this web page, you can find direct links to complete program information on all your benefit plans.

In addition to ORACLEflex and 401(k) plan information, some of the other benefits and plan information resources you will find at this site include Vendor Websites/Directories, Forms, Vacation and Holidays, Leaves of Absence Policy and Benefits Contact Information.

New Hires

As a new hire, you will receive an email approximately one week after your hire date as well as a letter via US mail at your home address approximately two weeks after your date of hire. The enrollment email and letter provide you with important information and instructions relating to your enrollment. Once you receive either one of these communications, you can go into the enrollment application and begin making your elections. You can access your benefits enrollment outside the Oracle firewall at www.oraclebenefits.com and you can make changes to your enrollment up to your deadline. If you don’t enroll by the specified deadline listed on your enrollment letter, you will automatically be enrolled in employee only core benefits, which includes:

  • Employee only Medium PPO Choice Plus Plan Medical coverage
  • 50% of monthly compensation pre-tax Long-Term Disability (LTD) coverage
  • $10,000 Accidental Death and Dismemberment (AD&D) coverage
  • $10,000 employee pre-tax life insurance
  • Any unused flex credits will be included in your paycheck as taxable income
  • You will not receive Dental or Vision coverage

Medical ID cards will be mailed to your home address approximately 10 days after your carrier processes your enrollment. If you need to seek medical treatment prior to receiving your medical ID card, please see the New Hire FAQ for further instructions. ID cards are not issued for dental or vision coverage.

Current Employees

Open Enrollment Elections

Please take this opportunity to review your current benefit elections.  If you are satisfied with your current coverage, no action is required from you during open enrollment.  All current elections will automatically roll forward into 2009 including HCRA and DCRA elections.  Effective January 1st, any change in premium will automatically be applied.  Remember to view the “What’s New for 2009” document found in the READ section of the benefits website.  

Special note regarding Flexible Spending Accounts

In addition to your plan elections, your participation in the Health Care and Dependent Care Reimbursement Accounts will automatically roll-over into 2009, unless you make an election to discontinue or change your contribution amount.  If you are actively enrolled in 2009, you need to either change or discontinue participation if you do not want your current contributions to apply.  Keep in mind a partial year election will apply to the entire next 12-month period.  Therefore, if you were a new hire in 2009 and only participated in HCRA or DCRA for part of the year, you may want to adjust your election accordingly.

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Making Changes to Your Coverage

Your 2009 benefit elections remain in effect for the entire calendar year – or the remainder of the calendar year if you were hired after January 1. Your next opportunity to make changes to your benefits is the next Open Enrollment period, which takes place in November 2009 for benefits effective January 1, 2010. Dependents removed from coverage during open enrollment will not be offered COBRA.

QUALIFIED STATUS CHANGES

Employees may be eligible to make changes to benefit elections during the 2009 plan year due to a qualifying status change.  The following information highlights status changes.  To learn more about qualifying events, eligible benefit changes and notification requirements defined by the IRS, please select the Qualifying Status Change link on the Benefits website. Qualifying status changes include the following:

  • Your marriage or divorce
  • Birth or adoption of a child
  • Death of a dependent
  • Loss of dependent status
  • Beginning, ending or change of your spouse’s employment or insurance coverage
  • Spouse’s or domestic partner's open enrollment
  • Your unpaid leave of absence
  • Beginning or ending of a same or opposite sex domestic partnership

EFFECTIVE DATE OF STATUS CHANGES

The event date and the effective date of coverage are not always one in the same. For the most part, qualified status changes (except when adding a newborn, adopted child, or when dropping a dependent due to divorce or when your child ceases to become eligible) will be effective the day you complete your online status change enrollment, not the date the event occurred.  You must make your benefit changes online within 62 days (30 days for Kaiser and 31 days for Anthem Matthew Thornton Blue) of the changes.  If you want your new election to be effective on the date of your qualifying status change, you must submit the change on the actual date or contact your benefits representative directly to submit the change prior to the event.

Newborns and newly adopted children are NOT automatically added to your coverage. Your insurance company cannot enroll your new dependents for you. Coverage for newborns and newly adopted children will be effective from the date of the birth or placement for adoption. You must add a dependent to your coverage or make any other changes to your benefits online within the established timeframes.

Please review our complete status change policy here.

MAKING CHANGES

You will need to Login to the Benefits website to revise your benefit elections due to a qualified status change. you must make your change in the enrollment moduleof this site within 62 days of the status change (30 days for Kaiser and 31 days for Anthem Matthew Thornton Blue).  You may only make changes to benefits that are directly related to your status change.  For example, if you adopt a child, you may add the child to your current medical plan, but you may not drop your spouse’s medical coverage at that time. To learn more about qualifying events and eligible benefit changes, please go to www.oraclebenefits.com and select the Qualified Status change link from the left navigation.

Upon entering your new benefit elections, the online application will provide immediate confirmation of your new elections.  And, for your convenience, it also provides a checklist of other events to consider — such as updates to your W-4, beneficiary information and personal information. If applicable, new medical ID cards will be issued approximately 10 working days after your medical carrier processes your enrollment changes.

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Your ORACLEflex Benefit Choices

Your ORACLEflex choices include the following benefits:

Medical, Mental Health
and Substance Abuse

Dental Plans

Vision Plans

Disability Insurance

AD&D Insurance

Life Insurance

Liveandworkwell

Group Legal and Financial Services

Reimbursement Accounts

MEDICAL PLANS

The types of medical plans available to you depend on where you live and the costs and coverage levels vary.  The medical plans available to you will be provided when you login to the Benefits site.  For more detailed information on coverage levels and services provided by each of the Medical plans, see the Medical Plan Comparison Chart.  Following is a brief description of the ORACLEflex Medical plans.  ID cards will be issued approximately 10 working days after the carrier processes your enrollment.

All of the UHC Medical plans and HMOs allow the enrollment of same or opposite sex domestic partners for Medical coverage. For additional details, see Domestic Partner information at Domestic Partner information at hrweb.us.oracle.com/benefits.

Eligible Expenses and Reasonable & Customary (R&C) Charges

When you receive care from a network provider, eligible expenses are generally the contracted fees between the provider and your insurance carrier.  If you receive emergency care from a non-network provider, the eligible expense is generally the negotiated fee between the non-network provider and your insurance carrier.

When you obtain routine care outside of your insurance company’s network, the eligible expense for your benefit is a portion of the Reasonable and Customary (R&C) charge.  Reasonable and Customary charges are determined by looking at the fees for medical services and supplies across the nation and determining whether your provider’s fees are in line with those of other providers in your area.  Charges that exceed the eligible expense allowance are not covered under the UHC plans if delivered by non-network providers.  If your provider’s fees exceed the eligible expense, your Explanation of Benefits (EOB) will show an amount you must pay over what the plan pays for services.  Any excess amount you pay does not count toward your annual deductible or out-of-pocket maximum.  However, these expenses may qualify for the Health Care Reimbursement Account (HCRA) if you are an enrolled participant.

You are not responsible for charges in excess of eligible expenses when you receive covered services within the UHC EPO Choice and PPO Choice Plus networks.

United Healthcare Plans

ORACLEflex offers you a choice of up to three United Healthcare Medical plans depending on your location, including two Choice Plus Preferred Provider Options (PPOs) and a Choice Exclusive Provider Organization (EPO) plan. Go to https://www.myuhc.com/groups/oracle to find in network UHC providers and facilities.

You may also have one or more Health Maintenance Organization (HMO) plans to choose from. Take the time to review the plans carefully.

Choice Plus Preferred Provider Options (PPOs)*

The Choice Plus Preferred Provider Option (PPO) plans allow you to use any licensed doctor or health care facility.  The plans pay higher benefits when you use Choice Plus network providers.  When you receive care from non-network providers, you must meet an annual deductible before receiving benefits from the plans.  The plans will reimburse a percentage of the reasonable and customary (R&C) charges for services received from non-Choice Plus providers (see Eligible Expenses).

Once you reach your out-of-pocket maximum, the plans pay 100% of covered eligible expenses for the rest of the plan year.

Choice Plus plan providers will handle claim forms and precertification for you.  If you use non-Choice Plus providers, you must file claim forms and precertify hospitalization and outpatient surgery to avoid a penalty.

It is your responsibility to make sure that all providers are currently participating in the United Healthcare Choice Plus Provider Network.

* If you live outside the Choice Plus service areas but you have reasonable access to PPO providers, or if you have an enrolled dependent living within the Choice Plus service area and needs care more often than you do, you are not restricted to the Out-of-Area Plans. You may enroll in the Premium or Medium Choice Plus PPO Override Plans if they are offered in your area.

Premium Choice Plus PPO Plan

The Premium Choice Plus PPO Plan requires the highest employee contribution each pay period.  In-network doctor’s office visits and routine physicals are covered at 100% after you pay $15 per visit.  Most other network provider services are also covered at 100%.

If you receive care from non-Choice Plus providers, the plan pays 80% of R&C charges after you pay the annual deductible.

A $250 copay applies to all inpatient hospital admissions and a $100 copay applies to all outpatient hospital admissions.

When you enroll in the Premium Choice Plus PPO Plan, you receive prescription drug coverage through UHC/Medco Health Solutions, Inc.  Your Medical ID card also serves as your prescription drug ID card.

You pay $5 at a UHC preferred pharmacy for one 34-day supply (or 100 units if greater) of generic drugs.  You pay $15 for brand-name drugs listed on the prescription drug list, and $25 for brand-name drugs not on the preferred drug list.  You may also choose to use the UHC/Medco Health Solutions, Inc. mail-order program and pay $10 for up to a 90-day supply of generic maintenance drugs, $30 for brand-name drugs on the prescription drug list and $50 for brand-name drugs not on the drug list.

Print the mail-order form, or call UHC at 1.866.672.2511.

See the Medical Plan Comparison Chart to learn more about the Premium Choice Plus PPO Plan.

Medium Choice Plus PPO Plan

Under the Medium Choice Plus PPO Plan, in-network doctor’s office visits and routine physicals are covered at 100% after you pay $20 per visit. Most other network provider services are covered at 90% after you pay the annual deductible.

If you receive care from non-Choice Plus providers, the plan pays 70% of R&C charges after you pay the annual deductible.

A $250 copay applies to all inpatient hospital admissions and a $100 copay applies to all outpatient hospital admissions.

When you enroll in the Medium Choice Plus PPO Plan, you receive prescription drug coverage through UHC/Medco Health Solutions, Inc. Your Medical ID card also serves as your prescription drug ID card.

You pay $5 at a UHC preferred pharmacy for one 34-day supply (or 100 units if greater) of generic drugs, $20 for brand-name drugs listed on the prescription drug list and $40 for brand-name drugs not on the preferred drug list.

You may also choose to use the UHC/Medco Health Solutions, Inc. mail-order program and pay $10 for up to a 90-day supply of generic maintenance drugs, $40 for brand-name drugs on the prescription drug list, and $80 for brand-name drugs not listed on the drug list. The mail-order form is available at hrweb.us.oracle.com/benefits, or call UHC at 1.866.672.2511.

See the Medical Plan Comparison Chart to learn more about the Medium Choice Plus PPO Plan.

Premium and Medium Out-of-Area Plans

If you live outside the Choice and Choice Plus service areas, you’re eligible to enroll in the Premium or Medium Out-of-Area Plans.  For the Premium Plan, the annual deductible is $100 per individual or $300 per family.  For the Medium Plan, the annual deductible is $200 per individual or $600 per family.

Both plans cover preventive care, X-ray and lab services, and outpatient surgery at 100% of R&C charges.  Other covered services are paid at 80% of R&C charges after the deductible.  If you enroll in an Out-of-Area plan, you receive the same UHC/Medco Health Solutions, Inc. prescription drug coverage offered under the PPO plans.

A $250 copay applies to all inpatient hospital admissions and a $100 copay applies to all outpatient hospital admissions.

See the Medical Plan Comparison Chart to learn more about the Premium and Medium Out of Area Plans.

Point of Service (POS) Choice Plus Plan (No Longer Available)

The Point of Service (POS) Choice Plus Plan is no longer available to new enrollees. Please be advised that if you are an Oracle re-hire and previously had this plan, it is no longer an enrollment option for you. If you have been on a leave of absence where you were ineligible for benefits for more than 30 days, you will not be able to re-elect this plan upon your return to active status.

Exclusive Provider Organization (EPO) Choice Plan

The Exclusive Provider Organization (EPO) Choice Plan is similar to an HMO Medical plan.  You are not required to elect a Primary Care Physician (PCP), but you must use the EPO Choice Plan network in order to obtain your benefit.

Women enrolled in the UHC EPO Choice Plan do not need to obtain referrals to see an OB/GYN.  Women can self-refer to a network OB/GYN for routine and follow-up specialty care when necessary by simply calling the OB/GYN’s office and making the appointment.

You must use EPO Choice doctors and providers to receive benefits, except in an emergency or in rare cases if UHC approves the use of a non-network provider.  Most services are covered at 100%, and some services require that you pay $15.  There are no annual deductibles or claim forms to file.

You receive prescription drug coverage through UHC/Medco Health Solutions, Inc. Your Medical ID card also serves as your prescription drug ID card.

You pay $5 at a UHC preferred pharmacy for one 34-day supply (or 100 units, if greater) of generic drugs, $15 for brand-name drugs on the prescription drug list and $25 for brand-name drugs not on the drug list.

You may also use the UHC/Medco Health Solutions, Inc. mail-order program and pay $10 for up to a 90-day supply of generic maintenance drugs, $30 for brand-name drugs on the prescription drug list and $50 for brand-name drugs not on the drug list. The mail-order form is available at the UHC website at hrweb.us.oracle.com/benefits or call at 1.866.672.2511.

See the Medical Plan Comparison Chart to learn more about the EPO Plan.

HPHC Passport Plan

United Healthcare makes the Harvard Pilgrim Health Care (HPHC) network available to Oracle employees who live in the HPHC service area.  If you enroll in HPHC Passport you must use the HPHC network.  But when you’re traveling, you have access to UHC’s Choice network.

If you have eligible dependents that are full-time students living outside the HPHC service area, they will be covered as long as they utilize the UHC Choice network.  Any care obtained outside the HPHC network or UHC Choice network when you travel is not a covered benefit. Emergency care is always covered worldwide.

HPHC Passport covers most services at 100% after you pay $10 per visit.  There are no deductibles or claim forms to file.  You must use HPHC doctors and facilities to receive benefits, except in an emergency.  HPHC Passport pays benefits if you are outside the HPHC service area only if you access the UHC Choice network or in the event of an emergency.  You receive prescription drug coverage through the UHC pharmacy network.  When you present your HPHC Passport/UHC ID card your prescriptions will be covered at 100% after you pay $5 for generic drugs or $15 for preferred brand-name drugs, or $35 for non-preferred brand-name drugs.  Prescriptions filled at non-participating pharmacies are not covered.4

See the Medical Plan Comparison Chart to learn more about HPHC.

Health Statements

Each month, in which UnitedHealthcare processes at least one claim for you or a covered Dependent, you will receive a Health Statement in the mail. Health Statements make it easy for you to manage your family’s medical costs by providing claims information in easy-to-understand terms.

If you would rather track claims for yourself and your covered Dependents online, you may do so at http://www.myuhc.com/. You may also elect to discontinue receipt of paper health statements by making the appropriate selection on this site.

Health Maintenance Organizations (HMOs)

Health Maintenance Organizations (HMOs) are a type of managed care plan. You must use network doctors and facilities to receive benefits, but your out-of-pocket costs are relatively low. The HMOs offer similar services and benefits, but vary in their service areas.

Health Net HMO

Health Net is an HMO available to most Oracle employees living in California.  Your medical election options will list this plan only if you live in the Health Net service area.  If you enroll in Health Net, you must choose a medical group affiliated with Health Net for yourself and each enrolled family member.  Within your chosen group, you must also select a Primary Care Physician (PCP).  Your PCP coordinates your medical care and refers you to specialists and hospitals as necessary.

To enroll your same-sex domestic partner, you must have lived together for at least six months.

Health Net covers most services at 100% after you pay $10 per visit.  There are no deductibles or claim forms to file. You must use Health Net doctors and facilities to receive benefits, except in an emergency.  Health Net pays benefits if you are outside the Health Net service area only if you need emergency care and receive authorization.

You receive prescription drug coverage through Health Net’s network of pharmacies.  At Health Net network pharmacies, your prescriptions are covered at 100% after you pay $5 for formulary generic drugs or $15 for formulary brand-name drugs.  Non-formulary drugs are covered after a $35 copay.  You may also use the Health Net mail-order program to receive up to a 90-day supply of maintenance drugs after you pay $10 for generic drugs or $30 for brand name drugs, or $70 for non-formulary drugs.  Call Health Net at 1.800.638.3889 in Northern California or 1.800.522.0088 in Southern California to request an order form. Prescriptions filled at non-network pharmacies are not covered.

See the Medical Plan Comparison Chart to learn more about Health Net.

Kaiser Permanente HMO

Kaiser Permanente is an HMO available to Oracle employees in certain states across the country.  Your medial election options will list this plan only if you live or work in the Kaiser Permanente service area.  When you are enrolled in Kaiser Permanente, you receive your care through Kaiser Permanente physicians and facilities.

If you have eligible dependents living outside your Kaiser Permanente service area, they may be covered for 90 days as a visiting member at another Kaiser Permanente facility.  If they do not live in a Kaiser Permanente service area, they will be covered only in emergencies, or when they access care and services at another Kaiser Permanente facility.

Kaiser Permanente covers most services at 100% after you pay $10 per visit. There are no deductibles or claim forms to file. You must use Kaiser Permanente doctors and facilities to receive benefits, except in an emergency. Kaiser Permanente pays benefits if you are outside the Kaiser service area only for emergency care, and you will need to submit a claim form to obtain your benefit.

You may have prescriptions filled at Kaiser pharmacies for as low as $5 for generic drugs, or between $10 and $15 for brand name drugs, depending on your region.  Kaiser’s mail-order program provides the convenience of having prescriptions shipped to your home.  In some cases, the mail-order program provides a greater supply than what you can receive at the pharmacy.  Prescriptions filled at non-Kaiser pharmacies are not covered.

See the Medical Plan Comparison Chart to learn more about Kaiser.

Group Health Cooperative - Washington Only

Group Health Cooperative (GHC), is an affliate of Kaiser Permanente and offers a HMO plan for Washington employees.

If you have eligible dependents living outside your Group Health service area, they may be covered for 90 days as a visiting member at another Kaiser Permanente facility. If they do not live in a Group Health service area, they will be covered only in emergencies, or when they access care and services at another Kaiser Permanente facility.

Group Health covers most services at 100% after you pay $10 per visit. There are no deductibles or claim forms to file. You must use Group Health doctors and facilities to receive benefits, except in an emergency. Group Health pays benefits if you are outside the Kaiser service area only for emergency care, and you will need to submit a claim form to obtain your benefit.

You may have prescriptions filled at Group Health for as low as $10 for generic drugs, or $20 for brand name drugs. Group Health’s mail-order programallows you to get a 3-month supply for 2 copays and provides the convenience of having prescriptions shipped to your home. Prescriptions filled at non-Group Health pharmacies are not covered.

See the Medical Plan Comparison Chart to learn more about Kaiser/GHC.

Matthew Thornton Blue (Anthem BC/BS) HMO

The Matthew Thornton Blue HMO is available to most Oracle employees in Maine, New Hampshire and Vermont.  You may enroll in this plan if you live in the Matthew Thornton Blue service area.  Your election options will list this plan only if you are eligible.

If you enroll in Matthew Thornton Blue, you’ll choose a Primary Care Physician (PCP) from the Matthew Thornton Blue network for yourself and each enrolled family member.  Your PCP coordinates your medical care and refers you to specialists and hospitals as necessary.

If you have eligible dependents that live outside the Matthew Thornton Blue service area, they will be covered only in emergencies, or when they are in the Matthew Thornton Blue service area and receive covered services from a participating provider or through an authorized referral.

Matthew Thornton Blue covers most services at 100% after you pay $15 per visit.  There are no deductibles or claim forms to file.  You must use Matthew Thornton Blue doctors and facilities to receive benefits, except in an emergency.  Matthew Thornton Blue pays benefits if you are outside the Matthew Thornton Blue service area only if you need emergency care and receive authorization.

You receive prescription drug coverage through Matthew Thornton Blue network pharmacies.  When you present your Matthew Thornton Blue ID card at a participating pharmacy, your prescriptions will be covered at 100% after you pay $5 for generic drugs or $10 for brand-name drugs, for each 30-day supply.  Higher copayments may be required for drugs that are not on Matthew Thornton Blue’s approved list.  Prescriptions for infertility drugs, and prescriptions filled at non-participating pharmacies are not covered.

See the Medical Plan Comparison Chart to learn more about Matthew Thornton Blue.

Declining Medical Coverage

If you have medical coverage from another source, such as your spouse’s Medical plan, you may decline medical coverage. If you choose to decline medical coverage, you will receive fewer medical ORACLEflex credits per pay period.

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Mental Health Benefits

Your Medical plans cover more than just physical care — they also provide assistance when you need counseling or help with personal problems.

Employee Assistance Program

The Employee Assistance Program (EAP) provides confidential, personal assessment and referral services for all Oracle employees and their family members, whether or not they are covered by an Oracle Medical plan. Enrollment in the EAP is automatic and free of charge to employees and their eligible dependents. United Behavioral Health (UBH) administers the EAP. You may call UBH 24 hours a day, seven days a week at 1.866.728.8413. If you’re a UHC medical plan participant, you can also reach UBH by calling the member services telephone number on your ID card. The EAP is available for help with a variety of concerns, including:

  • Stress
  • Depression
  • Job worries
  • Legal or financial concerns
  • Family or marital problems
  • Alcohol or chemical dependency issues

When you call UBH, an experienced representative will arrange a confidential appointment with an EAP counselor.  The EAP provides 100% coverage for up to six (6) visits per concern per year with an EAP counselor for each family member.  Mental health outpatient care beyond six (6) visits will be handled by UHC/UBH as described below.  If you enroll in an HMO, mental health outpatient care beyond the six visits provided by the EAP will be handled through the HMO.

Mental Health and Substance Abuse Benefits

If you enroll in any of the UHC Medical plans, your mental health and substance abuse coverage will be provided through UHC and its subsidiary United Behavioral Health (UBH).

UHC’s goal is to provide you with access to the right provider at the right time, and to deliver treatment programs designed for your needs.  When you call UHC at 1.866.672.2511 a counselor will review your situation and refer you to a network provider for an assessment.  The UHC/UBH network provider will then work with a staff clinician to determine the most appropriate course of treatment.

Choice Plus PPO and Choice POS participants are required to pre-authorize any mental health and substance abuse inpatient treatment. This applies to both in-network and out-of-network facilities.  Please call UBH at 1.866.728.8413 to pre-authorize services.

All UHC participants (PPO, POS, EPO) must pre-authorize all outpatient mental health treatment with UBH.  Please call UBH at 1.866.728.8413 to pre-authorize services.  The UHC/UBH network includes a wide range of professionals — psychiatrists, psychologists, masters-level social workers, and marriage and family counselors — as well as hospitals and alcohol and substance abuse treatment centers.

When you access care through the UHC/UBH mental health network, you receive a higher level of benefits than if you obtain care outside the network.  If you’re enrolled in the Premium Choice Plus Plan, you may also use PPO providers and receive the same benefits as for UHC/UBH providers.  The EPO Choice Plan does not pay benefits for non-network consultations or services.  Your benefits vary depending on which plan you’re in and whether you obtain authorization from UHC.

Important Note - Automatic Reimbursement

To save you time and money, if you enroll in a United Healthcare Medical plan and/or MetLife Dental plan, and you are also participating in the Health Care Reimbursement Account, any expenses not paid by the Medical or Dental plan will automatically be submitted under the Reimbursement Account, unless you elect otherwise.  If you do not want automatic reimbursement under the Health Care Reimbursement Account, you must select the appropriate box online at the Reimbursement Account screen during the enrollment process.

Selecting a Medical Option:  What to Think About…

It’s up to you to think about what’s important to you — cost, provider choice and convenience — and decide which medical option is best for you. Consider the following:

  • Are your current doctors in the plan network?  You’ll receive higher benefits for visiting a network physician or facility.
  • How often do you plan to use your medical benefits during the year?  Some plans make sense if you require extensive medical care throughout the year or have a longstanding relationship with a non-network provider.  Others may be more cost-efficient with lower monthly costs if you only need routine care during the year.
  • What are the out-of-pocket costs associated with each plan?  Keep in mind that, depending on the plan, you may have a copayment for doctor’s office visits or an annual deductible before the plan starts paying benefits.

If you’re choosing between the Premium and Medium Choice Plus PPO plans, keep in mind that both plans give you the choice of visiting doctors who are part of the preferred provider network or who are outside the network.  The preferred provider network of doctors is exactly the same for the Premium and Medium plans.

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DENTAL PLANS

ORACLEflex offers you a choice of two dental plans administered by MetLife:

  • Preventive Plan, which covers preventive care only, such as routine exams, routine X-rays and cleanings
  • Comprehensive Plan, which covers preventive, basic and major care, and orthodontia

Both plans allow you to use any licensed dentist.  You can choose a dentist from MetLife’s preferred provider network.  Or, visit any dentist outside the network and continue to receive the same level of coverage.  Go to http://www.metlife.com/ to search for in network providers. If you visit a non-network dentist, you will be responsible for charges above the reasonable and customary (R&C) rates. Going to an in-network provider allows you to better predict your costs and is more likely to save you money since contracted providers have negotiated fees.

Similar to the Vision Services Program (VSP), MetLife does not issue ID cards for the dental programs.  You will simply notify your dentist that you are a MetLife Dental participant, provide your social security number and the MetLife Group number (#300569), and the dentist’s office will verify your eligibility with MetLife.

Pre-Treatment Estimates Under the Comprehensive Plan

If your dentist recommends treatment that is expected to cost more than $300, ask him or her to complete a claim form requesting an advance claim review before treatment begins — so you know in advance what your plan will cover.

Your dentist will need to provide MetLife with details about your dental needs, the proposed course of treatment and the expected charges, as well as copies of your charts and X-rays. MetLife will then determine which services are covered and estimate how much the Comprehensive Plan will pay.

Your estimate will be based on the assumption that you will receive services while covered by the plan and that your treatment plan will not change.  In addition, the estimate does not take into consideration deductibles or calendar year maximums as there is no way to determine, when the actual claim comes in, how much of the deductible and calendar year maximum will be met.

Selecting a Dental Plan:  What to Think About…

  • Consider the Dental services that you and your family may require for the coming year.  Do you usually need only routine cleaning services or are you or a family member often visiting the dentist for crowns, orthodontia, fillings, etc.?

Your Dental Plan Choices

  • Preventive Plan
  • Comprehensive Plan

Annual Deductible

  • None
  • $50 per individual/$150 per family
    (waived for preventive and orthodontia covered services)
  • Routine exams (twice every calendar year)
  • Routine X-rays (twice every calendar year)
  • Cleaning and polishing (twice every calendar year)

Fluoride treatment and sealants (once every calendar year for children to age 15)

  • Plan pays 100% of reasonable and customary (R&C) charges, or PDP Fee, no deductible
  • Plan pays 100% of reasonable and customary (R&C) charges, or PDP Fee, no deductible
  • Amalgam Fillings
  • Oral surgery
  • General anesthetics
  • Root canal therapy
  • Not covered
  • After deductible, plan pays 80% of R&C, or PDP Fee for covered expenses
  • Inlays
  • Crowns
  • Bridges
  • Removable dentures
  • Repair or maintenance for any of the above
  • Not covered
  • After deductible, plan pays 80% of R&C, or PDP Fee for covered expenses

Orthodontia

  • Not covered
  • Plan pays 50% R&C, or PDP Fee of covered expenses, no deductible, up to $2,000 lifetime benefit per person

Annual calendar year maximum, basic and major care

  • N/A
  • $1,500 per person

Pre-existing condition limitation

  • N/A
  • Tooth replacement (refer to your SPD)

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VISION PLANS

ORACLEflex offers you a choice of two vision plans, both administered by Vision Service Plan (VSP):

  • Vision Plan I offers one benefit allowance for glasses or contacts every calendar year
  • Vision Plan II offers two benefit allowances for glasses or contacts every calendar year

Vision Plan I provides richer benefits for frames. Vision Plan II allows you to use your benefits more often and provides a higher contact lens allowance.

Both plans allow you to use VSP or non-VSP providers, but you’ll receive a higher benefit when you use VSP providers.

Your eligibility for vision benefits is based on the calendar year (January through December) and the number of benefit allowances provided under the plan in which you are enrolled, Vision I or Vision II (as shown above). For example, if you elect Vision Plan II effective January 1, 2008, which provides two benefit allowances per 12 months, and you obtain benefits in June 2008 and November 2008, you will again be eligible for benefits in January 2009. If you are enrolled in Vision Plan I, which is based on one benefit allowance every calendar year, and you obtain benefits in June 2008, you will be eligible for benefits again in January 2009.

See your SPD for more information, or refer to the chart below.

How to Use VSP

To find a VSP doctor in your area, visit www.vsp.com or call VSP Member Services at 1.800.877.7195 to receive a doctor list. VSP is paperless: just select a VSP doctor from the list, and then call the doctor to schedule an appointment.  VSP doctors will verify your eligibility and take care of any necessary forms.  ID cards are not issued for vision coverage. Simply notify your eye care provider that you are a VSP participant through Oracle, provide your social security number and the VSP group number, 12-134446, and the provider’s office will verify your eligibility with VSP.

If you receive services from a non-VSP doctor, you must first pay the bill in full and then send your itemized receipt to VSP for reimbursement.

Your Vision Plan Choices

VSP Benefits during Service Year

Vision Plan I

Vision Plan II

Annual routine eye exam

Covered at 100% after $10 copay

Covered at 100% after $10 copay

 · Frames

Covered once every calendar year up to $125 retail

Covered twice every calendar year up to $100 retail

 · Lenses*

Covered at 100%, once every calendar year

Covered at 100%, twice every calendar year

 · Ultraviolet (UV) protected lenses

Covered at 100%

Covered at 100%

 · Medically necessary contacts

Covered at 100%, one set every calendar year

Covered at 100%, two sets every calendar year

 · Elective contacts

Covered up to $250 per set, one set every calendar year

Covered up to $400 per set, two sets every calendar year

*Some optional features, such as extra-thin lenses or special coatings, are not covered and may increase your out-of-pocket cost.

Non-VSP Benefits

Vision Plan I

Vision Plan II

Annual routine eye exam

Up to $45 after $10 copay*

Up to $45 after $10 copay*

Glasses

Up to...

Up to...

Frames

$50

$50

Single lenses

$40

$40

Bifocal lenses

$60

$60

Trifocal lenses

$80

$80

Lenticular lenses

$125

$125

Tints

$5

$5

Medically necessary contacts

Up to $250, in lieu of glasses

Up to $250, in lieu of glasses

Elective contacts

Up to $175, in lieu of glasses

All allowances provided once every calendar year

Up to $200, in lieu of glasses

All allowances provided twice every calendar year

* A $10 copay applies to both first and second pair of benefits.

Selecting the Vision Plan:  What to Think About…

  • Do you or your dependents wear glasses or contact lenses? Will you need new ones in 2009?
  • How often do you need to replace your glasses or contact lenses?
  • Have you noticed any changes in your vision? Do you expect you or any of your dependents will need glasses for the first time?

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SHORT-TERM DISABILITY INSURANCE

Eligibile employees are automatically enrolled in short-term disability insurance at no cost to the employee. To learn more about short-term disability benefits, please select the following link: Short-Term Disability

LONG-TERM DISABILITY INSURANCE

Long-Term Disability (LTD) insurance provides income protection if you become totally disabled and cannot work.  You may be eligible for monthly LTD benefits after three months of continuous disability.  LTD is a core benefit — you are required to purchase a minimum amount of LTD insurance coverage for yourself.

Generally, you are considered totally disabled if, as a result of injury or illness, you cannot perform the material duties of your occupation in the first 24 months following your injury or illness and sustain a loss of your earnings of 20% or more due to the same injury or illness.  After the first 24 months, you are considered totally disabled if you cannot perform the duties of any occupation for which you are reasonably qualified by education, training or experience, and you continue to have a loss of your earnings of 20% or more due to the same injury or illness.


ORACLEflex offers you two levels of LTD coverage:

  • 50% of your annual compensation, up to a maximum benefit of $12,000 per month (core coverage)
  • 66 2/3% of your annual compensation, up to a maximum benefit of $18,500 per month

The actual amount of your LTD benefit will be based on the level of coverage you choose and your compensation at the time you initially become disabled.  Your monthly benefit will never be less than the minimum monthly benefit of $50.  If you receive benefits for less than a month, you will receive 1/30 of the monthly benefit for each day you were disabled.  However, your LTD benefits will be reduced by any income you receive from other sources, such as Social Security, Workers’ Compensation and State Disability Insurance (SDI).

Your LTD premiums are based on the coverage level you choose, your age as of January 1 and your annual compensation as shown in your Personal Data.

LTD:  Pre-Tax vs. After-Tax Coverage

You may purchase either pre-tax or after-tax LTD coverage.  If you enroll in pre-tax LTD, your payroll deductions are not taxed.  However, if you receive LTD benefits in the future, they will be fully taxable to you.  If you enroll in after-tax LTD, your benefits will generally not be taxed in the future because you’ve already paid taxes on your payroll contributions. You would be able to maximize the amount of benefit you receive in the event of a long-term disability.

An IRS rule known as the "three-year look back" will be used to determine the tax treatment of your LTD Benefits. This provision applies if you switch your election from pre-tax to after-tax, or vice versa, within a three-year period.

Since Long-Term Disability is a core benefit, you are required to purchase the minimum coverage of 50% of your monthly compensation. If you don’t specify a coverage amount or you fail to enroll by your specified deadline, you’ll automatically receive pre-tax LTD coverage equal to 50% of your monthly compensation.

Remember, with pre-tax contributions, you may be reducing the amount of any future LTD benefit because of taxes that will be due on your benefit.

Annual compensation includes your base salary plus any bonus and commission earned between Sept 1, 2007 and Aug 31, 2008. Due to some bonus payments occurring after Aug 31, 2007 the definition of benefits salary used for calculating 2008 benefits was expanded and therefore also changed the benefits salary definition for 2009 to include base salary plus bonus and commission earned between Nov 1, 2007 and Aug 31, 2008. ** Former BEA employee benefits compensation definition differs and only includes 2008 variable pay since prior bonus and commission amounts were counted during the integration.

Selecting Long-Term Disability:  What to Think About…

  • How much income would you and your family need if you were to become disabled and unable to work?
  • Would you have enough to cover your expenses if the income you received from the disability plan were subject to taxes?  Remember, if you choose pre-tax contributions, you may be reducing the amount of your LTD benefit because taxes will be due on that benefit.

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ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE

Accidental Death and Dismemberment (AD&D) insurance is a core benefit — you are required to purchase a minimum amount of AD&D coverage for yourself.  The plan pays benefits to you or your beneficiaries if you die or sustain certain serious injuries in an accident, as shown below.

If you...

The AD&D plan pays...

Die

100% of your coverage amount

Lose both hands, both feet, sight in both eyes, or any combination of the above

100% of your coverage amount

Lose one hand, foot or sight in one eye

50% of your coverage amount

You may choose from the following AD&D coverage levels, up to a maximum of $2,000,000:

  • $10,000 (core coverage)
  • $50,000
  • 1x your annual compensation
  • 2x your annual compensation
  • 3x your annual compensation
  • 4x your annual compensation
  • 5x your annual compensation
  • 6x your annual compensation

If you are a new hire, you may purchase any level of AD&D coverage. Otherwise, during Open Enrollment, you may only increase your AD&D coverage by one level or decrease your coverage by any amount.  For example, if you elect one times your annual compensation in AD&D coverage this year, you may only increase your coverage to two times your annual compensation next year.

When you enroll in the AD&D Plan, you must name one or more beneficiaries.  You may submit your beneficiary information online in the Enroll section of this site.

The AD&D Plan is insured by MetLife.  For more information about the AD&D Plan, see the MetLife Summary Plan Description (SPD).  Your AD&D premiums are based on the dollar amount of the coverage level you choose. 

Since AD&D is a core benefit, you are required to purchase the minimum coverage of $10,000.  If you don’t specify a coverage amount or fail to enroll by your specified deadline, you will automatically receive $10,000 of AD&D coverage.

Annual compensation includes your base salary as plus any bonus and commission earned between Sept 1, 2007 and Aug 31, 2008. Due to some bonus payments occurring after Aug 31, 2007 the definition of benefits salary used for calculating 2008 benefits was expanded and therefore also changed the benefits salary definition for 2009 to include base salary plus bonus and commission earned between Nov 1, 2007 and Aug 31, 2008. ** Former BEA employee benefits compensation definition differs and only includes 2008 variable pay since prior bonus and commission amounts were counted during the integration.

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LIFE INSURANCE

ORACLEflex offers you two life insurance plans to meet your family’s needs.  Life insurance is a core benefit — you are required to purchase a minimum amount of either pre-tax or after-tax life insurance coverage for yourself.  You also have the option to purchase additional after-tax life insurance coverage for yourself, your spouse or domestic partner, and your children and your domestic partner’s children.

When you enroll in a life insurance plan for the first time, you must name one or more beneficiaries.  It is also important that you keep your beneficiary information current.  You may submit or update your beneficiary information at any time.

If you die while covered by the plan, life insurance benefits will be paid to your beneficiaries.  You are automatically the beneficiary for your dependents.  If your dependent dies while covered by the plan, benefits will be paid to you.

The life insurance plans are insured by MetLife.  For more information about the plans, see the MetLife Summary Plan Description (SPD).  The premiums for you and your spouse or domestic partner are based on your age and the coverage level you choose.  Premiums for children are based on a flat rate and the coverage level you choose. 

Employee Pre-Tax Life Insurance

ORACLEflex offers you the choice of two levels of pre-tax life insurance coverage:

  • $10,000 (core coverage)
  • $50,000

After-Tax Life Insurance

You may purchase coverage for yourself and your eligible dependents, including your spouse and your children from birth to 19 years, or to 23 years if they are full-time students.  Domestic partners and their children are eligible for coverage on the same basis as any other spouse or child.

Coverage for You

You may choose from the following levels of after-tax life insurance coverage for yourself:

  • 1x your annual compensation
  • 2x your annual compensation
  • 3x your annual compensation
  • 4x your annual compensation
  • 5x your annual compensation
  • 6x your annual compensation

The maximum combined pre-tax and after-tax life insurance you may purchase for yourself is $2,050,000.  There is no evidence-of-insurability requirement for any level of life insurance.

Since life insurance is a core benefit, you are required to purchase a minimum level of coverage — either $10,000 in pre-tax life insurance or one times your annual compensation in after-tax life insurance.  If you don’t specify a coverage amount or enroll by your specified deadline, you will automatically receive $10,000 of pre-tax life insurance coverage.

Annual compensation includes your base salary as plus any bonus and commission earned between Sept 1, 2007 and Aug 31, 2008. Due to some bonus payments occurring after Aug 31, 2007 the definition of benefits salary used for calculating 2008 benefits was expanded and therefore also changed the benefits salary definition for 2009 to include base salary plus bonus and commission earned between Nov 1, 2007 and Aug 31, 2008** Former BEA employee benefits compensation definition differs and only includes 2008 variable pay since prior bonus and commission amounts were counted during the integration.

Coverage for Your Spouse/Domestic Partner

You may choose from the following levels of after-tax life insurance coverage for your spouse or domestic partner:

  • $5,000
  • $25,000
  • 50% of 1x your annual compensation
  • 50% of 2x your annual compensation
  • 50% of 3x your annual compensation
  • 50% of 4x your annual compensation
  • 50% of 5x your annual compensation
  • 50% of 6x your annual compensation

Life insurance coverage for your spouse is limited to 50% of your combined pre-tax and after-tax employee life insurance coverage or $500,000; whichever is less.

Coverage for Your Children

You may choose from the following levels of after-tax life insurance coverage for your children:

  • $2,500
  • $10,000
  • 25% of 1x your annual compensation
  • 25% of 2x your annual compensation
  • 25% of 3x your annual compensation
  • 25% of 4x your annual compensation
  • 25% of 5x your annual compensation
  • 25% of 6x your annual compensation

The election you choose covers all of your eligible dependent children.

Life insurance coverage for your children is limited to 25% of your combined pre-tax and after-tax employee life insurance coverage or $250,000; whichever is less.

Changing Your Life Insurance Coverage

If you are a newly eligible Oracle employee, you may choose any level of life insurance for yourself and your family.  Otherwise, during Open Enrollment, you may only:

  • purchase $10,000 or $50,000 in employee pre-tax life insurance,
  • increase your existing after-tax life insurance coverage by one level, or
  • decrease your life insurance by any amount.

For example, if you choose one times your annual compensation in life insurance coverage this year, you may not choose five times your annual compensation for next year.  You would only be able to add $10,000 or $50,000 in employee pre-tax life insurance and/or increase your after-tax life insurance coverage to two times your annual compensation.

Employees are eligible to make changes to life insurance benefits as a result of a qualified family status change.  Keep in mind, however, that your options are the same as those noted above for Open Enrollment.

Selecting AD&D, Life Insurance and Dependent Life Insurance:  What to Think About…

  • What expenses would your family or other beneficiary have if you were to die or become seriously injured in an accident?
  • What financial resources would they need on a short- and long-term basis?
  • What level of protection do you want to provide through your insurance?
  • What expenses would you or your family have if your spouse, domestic partner or child were to die?
  • What other insurance do you have outside of the life insurance plan?

If your spouse or domestic partner is an Oracle employee covered under his or her own employee life insurance coverage, and you choose to “double cover” him or her under your spousal/domestic partner coverage, keep in mind the maximum amount of coverage is $2,050,000 collectively.

CHOOSING A BENEFICIARY

You may view,submit, or update your Beneficiary/Trust information for life insurance, AD&D and 401(k) online anytime, just login to the Benefits link. . Although you do not have to submit any new designations online if you have already done so on paper, this feature will give you the ability to change or view your Beneficiary/Trust information anytime during the year.

Beneficiary information submitted in print prior to January 1, 2000, will not be shown on the website unless you enter it.  However, your paper information will remain on file and will continue to apply until you make updates to your data online.

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Liveandworkwell

The Liveandworkwell employee resource program helps you manage your work and personal responsibilities by providing free advice, useful materials and referrals to local or national resources.  Some of the areas in which Liveandworkwell can assist you include:

  • Balancing work and personal life
  • Locating child care and elder care resources
  • Parenting
  • Adoption
  • Selecting schools
  • Chronic condition support

You can access Liveandworkwell online (use Oracle’s access code 228485). Or, you can call Liveandworkwell 24 hours a day, seven days a week, at 1.866.728.8413.

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GROUP LEGAL AND FINANCIAL SERVICES

ARAG Legal Service Plan

You and your eligible dependents may choose to participate in the Group Legal and Financial Service plan, UltimateAdvisor® administered by ARAG®.  This optional program provides quick, easy and affordable access to preventive, domestic, consumer and civil legal services. 

In addition to legal advice, consultation, and representation, additional benefits include online legal tools, resources, financial education, counseling services, identity theft services and more.

LEGAL AND FINANCIAL SERVICES

Once you are enrolled in the plan, you have access to a wide range of legal and financial services including:

  • Legal Representation
  • Telephone Legal Advice and Consultation
  • Financial Education and Counseling Services provided by Pricewaterhouse-Coopers (PwC) LLP.
  • Online Legal Tools and Resources
  • Identify Theft Services
  • Immigration Assistance
  • Reduced Fee Benefits

The chart below shows you the common services and benefits provided by ARAG:

Legal Representation Network Attorney Non-Network Attorney*
Telephone Legal Service Advice and Consultation    
Personal legal advice, follow-up correspondence and phone calls, document review (up to four pages), preparation of specific documents, and assistance with small claims court issues. Fully paid N/A
Estate Planning    
Individual Standard Will Fully paid $125
Husband and Wife Standard Will Fully paid $150
Codicil to Will Fully paid $40–$60
Wills with other than ordinary trust provisions Fully paid $300*
Living Will Fully paid $35–$50
Durable Power of Attorney Fully paid $90
Estate Administration and Estate Closing    
Assistance in the administration of a deceased member’s estate $500* $500*
Divorce    
Representation in divorce, separation or annulment proceedings Fully paid up to 20 hours $1,080*
Prenuptial Agreements    
Preparation of prenuptial agreement between you and your prospective spouse Fully paid up to 6 hours $360*
Adoption    
Uncontested proceeding Fully paid $300*
Contested proceeding Fully paid $1,500**
Property Transfers    
Sale of primary residence Fully paid $360*
Purchase of primary residence Fully paid $360*
Document preparation Fully paid $60 per document
IRS Audit Protection    
Legal services prior to and representation at IRS Audit Fully paid $420*–$900*
IRS Collection Defense    
Legal services and court representation including trial Fully paid $3,000**
Consumer Protection includes consumer debt collection defense    
Legal services prior to or without court representation Fully paid $240*
Legal services prior to and including court representation Fully paid $1,800**
Property Protection    
Legal services prior to or without court representation Fully paid $240*
Legal services prior to and including court representation Fully paid $1,800**
Defense of Civil Damage Claims except those involving motorized vehicles    
Legal services prior to or without court representation Fully paid $240*
Legal services prior to and including court representation as a defendant Fully paid $1,800**
Criminal Misdemeanor Protection except those involving motorized vehicles    
Defense of criminal misdemeanor charges Fully paid $1,600**
Name Change  
Representation at name change proceedings Fully paid $240*
Juvenile Court Proceedings    
Defense of insured child in juvenile delinquency proceedings Fully paid $600*
Defense in juvenile delinquency proceedings regarding parental responsibilities Fully paid $600*
Major Trial   
Representation in trial for covered legal matters beginning on the 4th day of trial $100,000*** $100,000***
Driving Privilege Protection    
Defense in traffic violations which could suspend or revoke driving license Fully paid $1,600
Traffic administrative hearing reinstatement of driving privilege Fully paid $240*–$720*
Uncontested Guardianship/Conservatorship    
Establishment of a guardianship/conservatorship Fully paid $300*
Personal Non-Business Bankruptcy    
Chapter 7 or Wage-Earner Plans Fully paid $360*
Insanity/Infirmity    
Defense in insanity/infirmity proceedings Fully paid $1,800**
Additional Services Network Attorney Non-Network Attorney*
Identity Theft Services    
You’ll get toll-free access to a Certified Identify Theft Case Manager who will explain what identity theft is and how to prevent it, provide resources to minimize and recover from identity theft, explain relevant plan coverages, and monitor and follow up on the situation. Fully paid N/A
Immigration Services – Case Management Approach
Plan members receive unlimited toll-free access to an immigration case manager who will monitor and assist plan members as they deal with immigration issues
Fully paid N/A
Immigration Services – Telephone Legal Advice
Plan members receive toll-free telephone advice from a Network Attorney on how immigration law relates to the plan member’s legal matter and what actions may be taken.
Fully paid N/A
* Indemnity benefits are paid at $60 per hour up to the stated amounts.
** Trial indemnity benefits of $1,200 for up to 3 days of trial included in these amounts reimbursed at $200 per ½ day of trial.
*** Major trial indemnity benefits begin on the 4th day of trial and are paid at $400 per ½ day of trial up to the stated amount.

Network and Non-Network Benefits

If you enroll in Group Legal Services, you can choose any attorney you wish.

If you choose a Network Attorney, you will not be billed for any hourly attorney fees for most covered legal services. The only services that will be billed are court costs, court reporter’s fees, filing fees and similar miscellaneous costs.

For services from a Non-Network Attorney on covered matters, the attorney will bill you directly. To receive reimbursement, you must submit a copy of the bill and a completed claim form to ARAG. You will be reimbursed based on the amounts set for Non-Network Attorneys, specific to the service provided.

Refer to the chart for covered benefits.

Reduced Fees Benefit

Your plan can help you save money even if your legal situation is not fully covered. Network Attorneys provide reduced fees of at least 25% off their normal rate for any legal situations that are not excluded. This results in nearly any legal matter being covered to some extent. Access to participating Reduced Fee Network Attorneys is subject to availability

Payment of attorney fees for reduced fee benefits are is handled directly between the Plan Members you and the Reduced Fee Network Attorney.

EXCLUSIONS

Any legal matter that occurs or is initiated before the effective date of your coverage will be excluded and no benefits will apply. ARAG defines initiation as the date when the infraction occurs or a document is filed with the court or when an attorney is hired.

ARAG does not provide coverage for legal services for matters against ARAG, the policyholder and/or Oracle.

FOR MORE INFORMATION:

For more information about UltimateAdvisor, a complete list of services and fees and a current listing of Network Attorneys, visit the ARAG Legal Benefits Web Site at http://members.ARAGgroup.com/Oracle or call ARAG’s Customer Care Center toll-free at 1.800.247.4184, Monday through Friday, 5:00 a.m. – 5:00 p.m., Pacific Time.

Insurance products are underwritten by ARAG® Insurance Company of Des Moines, Iowa, GuideOne® Mutual Insurance Company of West Des Moines, Iowa or GuideOne Specialty Mutual Insurance Company of West Des Moines, Iowa. Service products are provided by ARAG LLC, ARAG Services LLC or Advisory Communication Systems Inc, depending on the product and state. Some products are only available through membership in the ARAG Association LC. This material is for illustrative purposes only and is not a contract. For terms, benefits or exclusions, call our toll-free number.

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Ayco Financial Planning Service

Oracle is pleased to offer an extensive financial planning benefit to help you with the complexities of personal financial planning.  Money In Motion, provided by Ayco, a Goldman Sachs Company, is designed to provide both personalized online and telephonic resources for a variety of financial issues.  The Money In Motion personal finance program includes:

  • Five hours of access to the Ayco Answer Line service. Click here to listen to samples of Answer Line calls.
  • Online planning tools via the Ayco Financial Network Web Site at http://www.aycofinancialnetwork.com/ (User ID is employee’s SSN)
  • Investing in Your Future Guidebook
  • Focus reports
  • Updates newsletter subscription
  • The Ayco List of Mutual Funds

Ayco advisors can provide you with objective information.  They do not represent financial products or investments, and are not paid by commission.  Ayco advisors are also knowledgeable about Oracle's benefit plans and can advise you about your benefits as part of your overall financial plan.

Ayco Answer Line is toll-free and provides direct and confidential access to an experienced planner.  It is not an automated response system.  One-on-one counseling helps you establish financial goals and take informed action to reach them.  The strategy used on the Answer Line will most likely resemble the following:

Consultation
The Answer Line representative can help you establish financial goals, such as a comfortable retirement, college for your children, or a stronger cash flow.

Assessment
Once you’ve identified your goals, the next step is to identify problems and opportunities.  You’ll answer a variety of questions that might include how conservative you are with your financial strategy, whether or not you have a good credit rating, whether or not you’re overpaying taxes, or if you’re utilizing your assets in the most productive way.

Action Plan
Following your assessment, Ayco can suggest strategies for you to better reallocate investments, boost 401(k) contributions, establish a 529 plan for education funding, or prioritize spending and reducing debt.

The Ayco Financial Network – Interactive Financial Planning Web Site

You can logon to Ayco’s web site at www.aycofinancialnetwork.com where you’ll find:

  • Helpful, easy-to-use calculators for financial modeling and projections
  • A personal financial scorecard to assess your financial health and track your progress
  • Educational materials on cash flow, debt management, investments, estate planning, insurance, education funding, tax planning and key life events
  • Answers to frequently asked questions on financial planning issues
  • Updates newsletters online; hotlinks to over 100 finance-related sites
  • Encryption technologies and password protection to help keep your data secure
  • Discuss your work on the website with a planner from the Ayco Answer Line, who can help you with practical tips on implementation

Ayco’s Money In Motion is an employee paid benefit on an after tax basis. The cost to employees per pay period is reflected on the benefits enrollment site.

You will also have access to Ayco’s Investing in Your Future Guidebook, a comprehensive planning reference with worksheets, examples, and resources.

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YOUR REIMBURSEMENT ACCOUNT CHOICES

ORACLEflex offers you the option to enroll in two pre-tax reimbursement accounts administered by United Healthcare:

Health Care Reimbursement Account

Dependent Care Reimbursement Account

Because your contributions are made before taxes are withheld, you reduce your taxable income.


 

Important to Know – The Health Care and Dependent Care Reimbursement Accounts

Certain rules apply to both types of reimbursement accounts:

  • The Dependent Care Reimbursement account covers childcare or elder care expenses.  Eligible medical or healthcare expenses for you and your dependents are covered under the Health Care Reimbursement Account.
  • Eligible Expenses — Only those expenses incurred during the plan year and while you are an active participant under the plan may be eligible for reimbursement.  This means you may not submit expenses that were incurred for the current plan year while not actively participating, even if you enroll at a later time during the year.
  • Ongoing Rollover Administration — Any elections you make this year will automatically be re-elected each successive plan year unless you make a change during future Open Enrollments or through a qualifying status change.
    • If you currently contribute to the Health Care Reimbursement Account or Dependent Care Reimbursement Account and you do not want to participate for the following plan year, you must waive coverage on the online web enrollment application.
    • Your current plan year election will automatically roll forward to the next plan year unless you change it on the online web enrollment application.

Therefore, please review your HCRA/DCRA elections carefully to determine if you need to increase or decrease your participation to meet your needs for a full plan year.  Changes to your HCRA/DCRA must be made through the online web enrollment.

For example: If you were a new hire as of 7/1/08 and you elected $1,200 for the remaining six months (at $100 per pay period), $1,200 will be the amount automatically rolled into 2009 for the entire 12 months (at $50 per pay period). If you intend to increase that amount for a full year’s participation, you must make a new election.

  • Use it or lose it — Plan your expenses carefully, since any funds left in your reimbursement accounts at the end of the calendar year will be forfeited.  You may not carry over balances from year to year or receive a refund of unused amounts.  You may submit claims until March 31st of the following year for expenses incurred during the preceding calendar year ending December 31st.
  • Accounts are separate — You cannot transfer money from one reimbursement account to the other.
  • Account or tax deduction, not both — You may not claim a tax deduction for any expenses paid from a reimbursement account.

HEALTH CARE REIMBURSEMENT ACCOUNT

The Health Care Reimbursement Account (HCRA) allows you to use pre-tax dollars to pay for eligible health care expenses incurred by you or any person whom you claim as a dependent on your federal tax return and who receives more than 50% of financial support from you during the 2009 calendar year.

Effective 1/1/09, the plan maximum has increased and you may contribute up to $5,000 each calendar year to a HCRA.  The minimum contribution is $5 per paycheck or $50 per year; whichever is more.

ELIGIBLE HEALTH CARE EXPENSES

Health care expenses eligible for reimbursement include:

  • Acupuncture
  • Alcoholism treatment
  • Ambulance hire
  • Artificial limbs
  • Artificial teeth
  • Braille books and magazines (only the cost difference between Braille books/ magazines and regular books/ magazines is eligible)
  • Car controls for the disabled
  • Chiropractors
  • Christian Science practitioners' fees
  • Coinsurance amounts you pay
  • Costs of operations and related treatments
  • Crutches
  • Deductibles
  • Dental fees
  • Dentures
  • Diagnostic fees
  • Drug and medical supplies
  • Eyeglasses, including examination fee
  • Hearing devices and batteries
  • Home improvements motivated by medical considerations
  • Hospital bills
  • Insulin
  • Laboratory fees
  • Laetrile by prescription (where allowed by law)
  • Life fee to retirement home for medical care, if retirement home furnishes breakdown of medical charges
  • Membership fees for an association furnishing medical services, hospitalization and clinical care
  • Mentally impaired persons' cost for special school (the portion that is dependent care could be reimbursed through the Dependent Care Reimbursement Account)
  • Nurses' fees (including employment taxes when paid by taxpayer)
  • Obstetrical expenses
  • Orthodontia expenses
  • Orthopedic expenses
  • Over-the-counter drugs (such as antacids, allergy medicines, pain relievers and cold medicines)
  • Oxygen
  • Physicians' fees
  • Psychiatric care
  • Psychologists' fees
  • Radial keratotomy surgery
  • Routine physicals and other non-diagnostic services or treatments
  • Seeing-eye dog and its upkeep
  • Special education for the blind
  • Special plumbing for the handicapped
  • Sterilization fees
  • Surgical fees
  • Telephone equipment for the deaf
  • Therapeutic care for drug and alcohol addiction
  • Therapy treatments
  • Transportation expenses primarily in the rendering of medical service, i.e., railroad fare to a hospital or recuperation home, cab fare in obstetrical cases
  • Tuition at special school for handicapped
  • Tuition fee (part), if college or private school furnishes breakdown of medical charges
  • Wheelchair
  • Wigs if due to congenital or drug-induced hair loss
  • X-rays

For a complete list of eligible expenses, call UHC at 1.866.672.2511.

Expenses that are not eligible for reimbursement from the Health Care Reimbursement Account include:

  • Childcare or elder care expenses
  • Cosmetic treatment, surgery or supplies, except to correct a congenital deformity or accidental injury
  • Health club dues
  • Maternity clothes
  • Physician's recommended weight-loss and stop-smoking programs.  However, weight-loss and stop-smoking programs that are determined to be medically necessary and for the treatment of a disease or ailment may be reimbursable under the Health Care Reimbursement Account (medical necessity is determined by the attending physician and the health plan covering the individual).
  • Premiums or other charges for other health care policies, insurance plans or COBRA premiums.  For example, if your dependent has coverage under another group plan or if you have an individual plan, you cannot reimburse yourself for contributions to these plans.
  • Social activities, such as dance lessons, even if recommended by a qualified physician
  • Vitamins

You may use the HCRA to pay for any health care expenses considered tax-deductible by the IRS, except for health insurance premiums in certain circumstances.  If you pay for expenses through your HCRA, you may not take a tax deduction for those expenses.  You’re only eligible for the tax deduction if your health care expenses exceed 7.5% of your adjusted gross income.

To submit expenses not processed through Automatic Reimbursement, print the UHC claim form and submit this form with the appropriate documentation to UHC.

If you are hired after January 1, your benefits enrollment is effective from your date of hire – this means that your “annual” reimbursement account contribution only covers those expenses incurred between your date of hire through December 31 of the same year.

For example: If you were a new hire as of 7/1/08 and you elected $1,200 for the remaining six months (at $100 per pay period), $1,200 will be the amount automatically rolled into 2009 for the entire 12 months (at $50 per pay period). If you intend to increase that amount for a full year’s participation, you must make a new election.

Selecting the Health Care Reimbursement Account:  What to Think About…

  • • How much will you spend in 2009 for health care expenses? Don’t forget deductibles and copays.
  • If you’re already participating, will the amount you contributed last year make sense for 2009?  If not, be sure to make a change to your election during Open Enrollment because your elections will automatically roll over from one year to the next unless you choose otherwise.  See Important to Know — HCRA and DCRA.
  • Remember that you will lose any money left over in this account from 2009 — it cannot be used for expenses you incur in 2010.

DEPENDENT CARE REIMBURSEMENT ACCOUNT

The Dependent Care Reimbursement Account (DCRA) allows you to use pre-tax dollars to pay for eligible dependent care expenses (childcare or elder care) you incur during the 2008 calendar year if you (or you and your spouse) need these services to allow you to work.  You are eligible to enroll if you have an eligible dependent and if you fall into one of the following categories:

  • You are a working single parent
  • You and your spouse both work
  • Your spouse is a full-time student for at least five months of the plan year
  • Your spouse is mentally or physically disabled and unable to care for himself or herself or your dependent

The amount you can contribute to a DCRA each year depends on your family situation and tax filing status.

Dependent Care Contributions

If you are...

You may contribute up to...

A working single parent

$5,000 per year ($208.33 per pay period)

Married and filing a joint tax return, and your spouse does not have access to a Dependent Care Reimbursement Account

$5,000 per year

Married and filing a joint tax return, and your spouse is a student or disabled

$3,000 per year for one dependent or $5,000 per year for two or more dependents

Married and filing separate tax returns

$2,500 per year ($104.16 per pay period)

Married and your spouse earns less than $5,000 per year

The amount of your spouse’s annual income

Married to another Oracle employee

$5,000 per year combined

You also have the option to take a federal tax credit for dependent care expenses instead of using a DCRA.  You may want to consult your tax advisor to determine which method is best for you.

Eligible dependents for the purposes of this account must be claimed as dependents on your federal tax return and be either:

  • Under age 13,
  • Mentally or physically unable to care for himself or herself, regardless of age, which may include a disabled spouse or older relative, or
  • An incapacitated, elderly adult who lives with you at least eight hours per day.

ELIGIBLE DEPENDENT CARE EXPENSES

The types of care that can be reimbursed include:

  • Care at a licensed day care facility
  • Care at an unlicensed facility caring for fewer than seven people
  • Private school tuition expenses below the first grade when the school can separate the cost of childcare. In this case, only the cost of childcare will be considered.
  • In-home baby-sitting services
  • Day camp
  • Before-school and after-school care
  • Practical nursing care for an adult

For a complete list of eligible expenses. call UHC at 1.866.672.2511.

Expenses that are not eligible for reimbursement from the Dependent Care Reimbursement Account include:

  • Medical or healthcare expenses.
  • Any amounts paid to provide food, clothing or education
  • Services outside your home at a camp where your child or disabled spouse or dependent stays overnight.
  • Transportation to and from the place where care is provided
  • Private school tuition expenses for dependents in first grade or above (after-school care is an eligible expense if this is listed separately from tuition on your bill).
  • Private school tuition expenses below the first grade when the school can separate the cost of childcare.  In this case, only the cost of childcare will be considered reimbursable.
  • Training and travel expenses for childcare provider.

If the dependent care provider is your own child or relative, your expenses are eligible for reimbursement only if the provider is at least age 19 before the end of the plan year in which claims are incurred.  The provider also cannot be claimed as a dependent on your income tax return.

You are also required to report the name, address and Social Security number or Tax Identification number of your dependent care providers on your federal tax return (IRS Form 2441).  Otherwise, the amount of your reimbursements will become taxable income and will be reported on your W-2.

To claim expenses, print the UHC claim form. Submit this form with the appropriate documentation of your eligible expenses to UHC.

Before enrolling in the reimbursement accounts, confirm the expenses you plan to incur are eligible expenses.  For a complete list of eligible expenses call UHC at 1.866.672.2511.

Selecting the Dependent Care Reimbursement Account:  What to think about…

  • How much will you spend in 2009 for dependent care expenses? Don’t forget day care, nursery school and after-school programs that are likely to come up during the year.  Will your dependent turn 13 this year?
  • Compare the advantages of the Dependent Care Reimbursement Account with the federal dependent care tax credit and similar tax credits to see which approach provides the greatest tax advantage.
  • If you’re already participating, will the amount you contributed last year make sense for 2009?  If not, be sure to make a change to your election during Open Enrollment.
  • Remember that you will lose any money left over in this account from 2009 — it cannot be used for expenses you incur in 2010.

This guide contains highlights of the 2009 benefit options available through Oracle’s employee benefits program.  They are not complete descriptions of the benefits.  Oracle may terminate, withdraw or modify any benefits described in this guide, in whole or in part, at any time.  The descriptions of the benefits are not guarantees of current or future employment or benefits.  If there is any conflict between this guide and official Plan Documents, the official documents will govern. You can find plan documentation in the SPD/SAR section of the Benefits website.

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CNA Long-Term Care Insurance

Long-term care is the kind of care that people need when they are unable to care for themselves because of an injury or a chronic illness.  It can range from assistance at home with activities of daily living such as bathing and dressing, to skilled nursing care in a facility.  Long-Term Care insurance provides reimbursement up to a daily benefit (which you select) to cover long-term care expenses such as nursing home care, assisted living facilities or home care.

If you didn’t enroll during the initial offering or as a new hire, you may enroll in the CNA Long-Term Care program during Open Enrollment.  You, your spouse or same or opposite sex domestic partner, and/or your parents and grandparents are eligible to participate.  For more information on how to enroll visit the Long Term Care Insurance page at http://hrweb.us.oracle.com/benefits/ltc.htm.

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Liberty Mutual Personal Insurance

Oracle has teamed up with Liberty Mutual to offer employees a program to purchase automobile, homeowners and renters insurance at a group discount and with the convenience of payroll deduction.

Some reasons to consider the Liberty Mutual Group Savings Plus program: discounts for being an Oracle employee, convenient payroll deduction for premiums, and a 12-month rate guarantee.  For more information on the Liberty Mutual – Group Savings Plus program, visit the Personal Auto & Home page at http://hrweb.us.oracle.com/benefits/insure.htm.

Remember, if you don’t make any changes, your 2008 elections will automatically roll over into 2009.  This includes your 2008 Health Care and Dependent Care Reimbursement Account elections.

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