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MAA 2018 New Hire Benefits Guide

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MAA 2018 New Hire Benefits Guide

YOUR BENEFITS . YOUR LIFE . YOUR CHOICE .

NEW HIRE BENEFITS GUIDE

TABLE OF CONTENTS

Welcome Message.........................................................................................................................................................4

Benefits Eligibility...........................................................................................................................................................5

Qualifying Life Events and Notice of Special Enrollment Rights....................................................................................6

When & How to Enroll...................................................................................................................................................7

Introducing ALEX®..........................................................................................................................................................8

Medical Plan Options.....................................................................................................................................................9

Wellness and You.........................................................................................................................................................15

Motivate Me ® Wellness Incentive Program

Dental Plan Options.....................................................................................................................................................17

Vision Plan....................................................................................................................................................................19

Flexible Spending Accounts (FSAs)..............................................................................................................................21

HRA, HSA, FSA - What’s the Difference?.....................................................................................................................22

Life + Accidental Death & Dismemberment (AD&D)..................................................................................................23

Disability Benefits........................................................................................................................................................24

Employee Assistance Program (EAP).....................................................................................................................25

401(k) Plan.............................................................................................................................................................26

Voluntary Benefits through MetLife:.....................................................................................................................27

Accident Insurance Critical Illness Insurance Hospital Indemnity Insurance

Additional Voluntary Benefits:..............................................................................................................................28 My Pet Protection Plans from Nationwide® Identity Theft Protection from Lifelock® Legal Insurance from ARAG®

MAA Associate Disaster Relief Fund.....................................................................................................................29

Open Arms............................................................................................................................................................30

Get Connected......................................................................................................................................................31

Benefit Vendor Contacts & Websites...................................................................................................................32

Medical Plan Terminology.....................................................................................................................................33

Affordable Care Act Information and Important Health Plan Notices.................................................................34

2018 benefits open enrollment guide

YOUR WELCOME TO

MAA Associates,

MAA has a number of important responsibilities and goals associated with exceeding the expectations of those we serve. One of these is providing you and your family with access to competitive, affordable and comprehensive benefit plan options. We are excited to share our benefits program, which offers many choices and rewards you for taking an active role in your health. With health costs rising each year, we work to provide a comprehensive benefits program that helps MAA attract and retain motivated and talented associates. Our Benefits team works diligently to provide you with great options, promote benefit plan understanding and highlight the importance of wellness by: • Helping our associates to make informed decisions when choosing their benefits. We are excited to introduce you to ALEX®, a virtual benefits counselor that can help you understand your options and decide which benefits are best for you by guiding you through an interactive process. •Encouraging associates to take an active role in their health, by offering tools through Cigna’s MotivateMe platform with rewards for associates and spouses covered under our medical plan in the form of contributions from the company to their health fund account (HRA or HSA). Reflective of this year’s benefits enrollment theme, “YOUR LIFE. YOUR CHOICE. YOUR BENEFITS.”, we are offering two medical plan options, two dental plan options, a vision plan, various voluntary benefit options, and ways to save on costs associated with your medical plan through wellness incentives and discounted rates based on years of service and whether or not you use tobacco, which allow you to tailor your benefits to your needs. This guide contains details on all of the benefit plan options and programs offered for 2018. I encourage you to review this guide carefully and use it to help you make your benefit elections for 2018. Do not forget to talk with ALEX® (details on page 8) before you enroll and throughout the year if you have questions.

We hope that you will find that the 2018 benefits options effectively meet the need for better health, wellness and protection for you and your family.

E R I C B O L T O N Chairman & Chief Executive Officer

The following table highlights eligibility for benefits and who pays for the coverage. If you are paying for all or part of the cost, the table also indicates whether your contribuƟons are deducted from your paychecks before or aŌer taxes are withheld. Most calendar years have 26 bi-weekly pay periods. Your cost will be deducted from each bi-weekly paycheck.

BENEFITS ELIGIBILITY

ELIGIBILITY BY ASSOCIATE TYPE

Temporary Associate

regular Associate

PART TIME

PRE/POST-TAX WHO CONTRIBUTES

BENEFIT

VENDOR

FULL TIME PART TIME

FULL TIME PART TIME 20-29 HRS/WK

Eligible to enroll the 1st day of the month following 30 calendar days of employment based on the eligibility chart below Medical x

You & MAA You & MAA You at Group Rates You

x x x x

Pre-Tax Pre-Tax Pre-Tax Pre-Tax

Cigna Cigna Cigna

Dental Vision

Flexible Spending Accounts (FSAs) AutomaƟcally enrolled the 1st day of the month following 90 calendar days of employment based on the eligibility chart below Discovery Benefits

MAA

Basic Life Insurance Basic Accidental Death & Dismemberment (AD&D) Short-Term Disability Long-Term Disability OpƟonal Employee, Spouse, and Child Life Insurance OpƟonal Employee, Spouse, and Child AD&D Accident Insurance, Hospital Indemnity Insurance, and CriƟcal Illness Insurance Pet Insurance Legal Insurance

Liberty Mutual

n/a n/a n/a n/a

Liberty Mutual

x x x

MAA MAA MAA

Liberty Mutual Liberty Mutual

Eligible to enroll the 1st day of the month following 90 calendar days of employment based on the eligibility chart below

You at Group Rates

Post-Tax

Liberty Mutual

You at Group Rates

Post-Tax

Liberty Mutual

You at Group Rates

Post-Tax

MetLife

You at Group Rates You at Group Rates

Post-Tax Post-Tax

x x

NaƟonwide ARAG

x x

LifeLock

Post-Tax

IdenƟty TheŌ ProtecƟon

You at Group Rates

AutomaƟcally enrolled the 1st day of the quarter following 6 months of employment based on the eligibility chart below 401(k) Plan Benefits begin on your date of hire Employee Assistance Program (EAP) Principal x x x x x x Pre-Tax n/a MAA x x x x

You & MAA

Cigna Behavioral Health

Eligible Dependents

Dependents you can cover include:

• Legal spouse (same or opposite sex)

• Child(ren) up to age 26, regardless of marital or student status. Eligible children include your biological children, stepchildren, adopted children or children placed in your home for adopƟon, foster children, and children for whom you are the court-appointed legal guardian if that child is financially dependent on you. • A child of any age who is medically cerƟfied as disabled (prior to the child’s 26th birthday), resides with you, and is primarily dependent upon your support.

QUALIFYING LIFE EVENTS

After your new hire enrollment period has expired, you cannot enroll in or make changes to your benefit elections until the next annual Open Enrollment period unless you experience a Qualifying Life Event, as defined by the IRS, such as:

• Marriage, divorce, or legal separation • Birth, adoption or placement of adoption of an eligible child • Death of your spouse or child • Gain or loss of coverage with your spouse’s employer as a result of an employment event • Change in your child’s eligibility • Becoming eligible for Medicare or Medicaid • Receipt of a Qualified Medical Child Support Order (QMCSO) • Significant change in cost or coverage in your spouse’s or child’s health insurance plan • Gain or loss of benefits eligibility, such as a transition from Full Time to Part Time or Part Time to Full Time

Changes made on account of a qualifying life event must be consistent with the event. You have 30 days from the date of a qualifying life event to notify the Benefits department and make changes to your benefit elections in Workday. Benefit elections made following a qualifying life event will become effective on the date of the event (such as the date of marriage or birth), in most situations. For questions or additional information, contact the Benefits department at 1.877.277.2327, send an email to [email protected] or submit a support ticket through MAA’s Support Portal using the Benefits—General category.

Notice of Special Enrollment Rights If you are declining coverage for yourself and/or your eligible dependent(s) during the initial or a subsequent annual enrollment period because of other health coverage (such as COBRA coverage or coverage under another health plan), you may be able to enroll yourself and your eligible dependent(s) in MAA’s medical coverage if you or your dependents lose eligibility for such other coverage (such as due to the end of the maximum COBRA period, ceasing to meet the eligibility requirements, or as otherwise required by law) or if employer contributions toward that other coverage cease. However, you must request enrollment within 30 days after loss of other coverage. If the other coverage ends voluntarily, such as due to failure to pay the required premiums, there is no right to special enrollment. In addition, if you or your dependent (1) becomes eligible for state-granted premium assistance or (2) lose health coverage under Medicaid or State Children’s Health Insurance Plan (known as CHIP), you will have a special enrollment right under MAA’s group medical plan. To enroll, you must request coverage within 60 days of either of these two events.

WHEN & HOW TO ENROLL

Need some additional assistance? We have the tool for you! Introducing ALEX®, a virtual benefits counselor who can help you figure out which benefit plans will best serve your needs. See page 8 for more information!

Determine if you are eligible and who you can cover. The table on page 5 highlights eligibility for benefits and who pays for the coverage. In addition, page 5 describes which of your dependents are eligible to be covered under most benefit plans.

Log In to Workday to Enroll Complete the New Hire Enrollment event in your inbox in Workday to waive or elect coverage under benefit plans for the 2018 plan year. Remember, whether you are waiving coverage under all benefit plans or electing coverage under certain benefit plans for 2018, you must submit your benefit elections in Workday by the deadline associated with your New Hire Enrollment event. If you do nothing, you will not have health insurance and coverage under other benefit plans through MAA in 2018.

I N T R O D U C I N G

HOW CAN ALEX HELP YOU? ®

take me to alex ® NOW!

MAA has partnered with Jellyvision to bring you ALEX®!

ALEX® is a virtual benefits counselor that can help you decide which benefits are best for you by guiding you through an interactive process, explaining how the plans work, and providing information regarding cost and coverage. We recognize that making your benefit decisions can be daunting and ALEX® is here to help! ALEX® is available online, so you can use it with your spouse and family members from any computer, tablet or mobile device at any time. Talk to ALEX® before you make your benefit elections in Workday!

ALEX® is completely confidential. It does not create, receive, maintain, transmit, collect, or store any identifiable end-user information.

It’s easy to understand. The experience is designed to be light, jargon-free, and helpful.

Think about the time you spend online researching and evaluating the cost and quality of certain products before you purchase them, such as a TV, home computer, or car. It’s just as important to invest time in evaluating your benefits to determine what’s best for you. ALEX® can help and make it worth your time!

a tip from

medical plan options

New to electing medical benefits? Unsure of which plan to choose? Let ALEX® be your guide!

Both Plans Share Common Features: • Access to participating providers and hospitals in Cigna’s Open Access Plus (OAP) Network • Flexibility to receive care in- or out-of-network , however, when you receive in-network care, your costs are lower • Routine preventive care covered at 100% • Coverage for the same types of services • Once you meet the deductible, coverage is shared with the plan in a coinsurance arrangement until an out-of-pocket maximum is met • When you meet the out-of-pocket maximum, the plan pays 100% for eligible medical and prescription drug expenses for the remainder of the calendar year • Cigna's Standard 4-Tier Prescription Drug Formulary. Click here to learn more. • A maintenance medication program called Cigna 90 Now. Click here to learn more. • Access to Cigna’s Telehealth Connection services through MDLIVE® and Amwell®. Click here to learn more. • Access to Cigna One Guide service. Click here to learn more. Cigna Choice Fund HRA + Cigna Choice Fund HSA MAA offers two medical plan options through Cigna - the Choice Fund HRA Plan and the Choice Fund HSA Plan. What you pay when you use the plan, along with the amount you pay through your paychecks, varies by plan. That’s why it is important to take the time to understand the differences and choose the option that best meets your needs.

PLAN LINKS

Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HRA Plan

Click here for the Summary of Benefits and Coverage (SBC) for the Cigna Choice Fund HSA Plan

a tip from

Looking for ways to save money on your prescriptions? ALEX® can help!

How the Plans Differ:

Choice Fund HrA Plan

Choice fund hsa plan

• Lower Annual Deductible

• Higher Annual Deducible (considered a High-Deductible Health Plan or HDHP) • Lower Payroll Contributions • Comes with a Health Savings Account (refer to “What is a Health Savings Account?” on page 14 for more information) • When one or more dependents are covered under the plan, the Annual Family Deductible is shared. However, the plan includes an embedded Annual Individual Out-of-Pocket Maximum, which means you will not pay more than this amount in a calendar year for any individual covered under the plan. • For prescriptions and all covered services that are not considered routine and preventive, you pay the cost until you meet your deductible. After you meet your deductible, you pay a percentage of the cost.

• Higher Payroll Contributions • Comes with a Health Reimbursement Account (refer to “What is a Health Reimbursement Account?” on page 13 for more information) • When one or more dependents are covered under the plan, there is an Maximum, which means you will not pay more than these amounts in a calendar year for any individual covered under the plan. •You pay a copay when you have a visit at the doctor’s office or urgent care center for covered services that are not considered routine and preventive. embedded Annual Individual Deductible and Out-of-Pocket

•You pay a percentage for prescription drugs, up to a certain amount.

• Click here to see the prescription drugs that are covered under this plan at 100%.

• For all other covered services, including visits to the emergency room, you pay the cost until you meet your deductible. After you meet your deductible, you pay a percentage of the cost.

H R A WHAT IS A HEALTH REIMBURSEMENT ACCOUNT?

A Health Reimbursement Account, or HRA, is an account associated with your Choice Fund HRA Plan. The account is administered by Cigna and funded by MAA, as indicated below. When claims are processed, Cigna uses the available funds in your HRA to pay providers for eligible expenses applied to your copays, deductible, and coinsurance. Unused funds in your HRA carry over at the end of each year with no limit, as long as you remain covered under the Choice Fund HRA plan. If your coverage terminates under the Choice Fund HRA plan, you forfeit any unused funds in your HRA.

ANNUAL HRA CONTRIBUTION FOR associate + covered spouse

ANNUAL HRA CONTRIBUTION FOR EMPLOYEE + CHILD(REN) COVERAGE LEVEL

You and your covered spouse (if applicable) can earn wellness incentives by completing various activities throughout the year in our Motivate Me ® program with Cigna

Automatic contribution upon enrollment and January 1

Up to $250 each

$250

a tip from

H S A WHAT IS A HEALTH SAVINGS ACCOUNT?

Click here to view materials from Cigna/HSA Bank.

A Health Savings Account, or HSA, is a tax-advantaged savings account that works in conjunction with a High-Deductible Health Plan (HDHP). HSA dollars can be used to pay a wide range of qualified medical expenses for you and your covered dependents. Click here for a summary of qualified medical expenses. You must meet the following IRS requirements to be eligible for an HSA:

• You must be enrolled in a High-Deductible Health Plan, such as the Choice Fund HSA Plan. • You must not be covered under another health plan, including Medicare Parts A and B and TRICARE. • You must not be participating in a Medical Flexible Spending Account (FSA) that reimburses for medical expenses, unless it is limited to work with an HSA. • You must not be claimed as a dependent on another person’s tax return.

If you meet the IRS eligibility requirements and enroll in the Choice Fund HSA Plan, an HSA will be opened on your behalf through HSA Bank. Your HSA can be funded by MAA in two ways. In addition, you can fund your HSA with pre-tax payroll contributions. The sum of contributions made by you and MAA cannot exceed the annual IRS limit. The charts below indicate the IRS limits for 2018 for Employee Only Coverage and Family Coverage (Employee + 1 or more dependents) along with the contribution amounts that can be made by you and MAA in 2018*. *If you are between the ages of 55 and 64 in 2018, in addition to the IRS limits indicated in each chart below, the IRS allows you to contribute up to an additional $1,000 to your HSA, which is referred to as a Catch-Up Contribution.

ANNUAL HSA CONTRIBUTIONS IRS LIMITs FOR 2018 + $3,450 (eMPLOYEE ONLY)/ $6,900 (fAMILY)

EMPLOYEE ONLY CONTRIBUTION AMOUNT

FAMILY COVERAGE CONTRIBUTION AMOUNT

WHO MAKES THE CONTRIBUTION?

Type of Contribution

Automatic contribution upon enrollment in the Choice Fund HSA Plan and January 1 Wellness incentives you and your covered spouse can earn by completing various activities throughout the year in our Motivate Me ® program with Cigna

MAA

$250

$500

Up to $500

Up to $6,400** Up to $500/each

MAA

Up to $3,200*

You

Pre-tax payroll contributions

*Maximum amount you can contribute depends on the amount of wellness incentives earned in the year. For example, if you earn $500 in wellness incentives, you can contribute up to $2,700 in pre-tax payroll contributions in 2018. **Maximum amount you can contribute depends on the amount of wellness incentives earned by you and your covered spouse (if applicable) in the year. For example, if you and your spouse earn $1,000 ($500 each) in wellness incentives, you can contribute up to $5,400 in pre-tax payroll contributions in 2018.

You should also know the following about your HSA: • Your pre-tax payroll contributions are added to your HSA each pay period and you may change your HSA contribution at any time during the year through Workday. • Your HSA remains tax-free as long as you use it to pay qualified medical expenses. • You will receive an HSA debit card which can be used at the time of service to pay for eligible expenses or at an ATM to reimburse yourself for eligible expenses you paid out-of-pocket, up to the amount available in your account. You won’t need to submit documentation to substanti- ate your charges, but it’s important to keep your receipts for all expenses paid from your HSA for tax and recordkeeping purposes. • Money in your HSA can earn interest or investment gains tax-free. • If you withdraw funds for non-medical expenses, you will be subject to income tax and, if you’re under age 65, an additional 20% tax penalty. • Unused funds in your HSA carry over at the end of each year with no limit. • If your coverage terminates under the Choice Fund HSA Plan, the money in your HSA is yours to keep.

COMPARISON OF MEDICAL + PRESCRIPTION DRUG BENEFITS AT-A-GLANCE

C H O I C E F U N D H R A P L A N

C H O I C E F U N D H S A P L A N

BENEFIT

IN-NETWORK

OUT-OF-NETWORK

M E D I C A L B E N E F I T S

Annual Deductible

$2,000 $4,000

$4,000 $8,000

$1,250 $1,250/$2,500

$2,500 $2,500/$5,000

Individual Individual (Embedded)/Family Out-of-Pocket Maximum includes deductible and coinsurance Individual Individual (Embedded)/Family Co-insurance Preventive Care Cigna Telehealth Connection Services (MDLIVE® or Amwell®)

$4,000 $7,350/$8,000 Plan pays 80% You pay 20%

$8,000 $16,000

$3,750 $3,750/$7,500 Plan pays 80% You pay 20%

$7,500 $7,500/$15,000 Plan pays 50% You pay 50%

Plan pays 50% You pay 50%

No Charge

Not Covered

No Charge

Not Covered

You pay $42. After Deductible, you pay 20%

No Charge

Not Covered

After Deductible, you pay 50% After Deductible, you pay 50%

After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20%

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 20% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

Primary Care Physician (PCP) Office Visit

$30 Copay

Specialist Office Visit

$40 Copay

Urgent Care

$50 Copay

After Deductible, you pay 20%

Emergency Room

Emergency Medical Transportation

No Charge

Inpatient Hospitalization & Professional Services Out Patient Facility & Professional Services

After Deductible, you pay 50% After Deductible, you pay 50%

After Deductible, you pay 20% After Deductible, you pay 20%

r E T A I L P H A R M A C Y ( 3 0 - D A Y S U P P L Y )

20% ($10 min, $20 max) 30% ($25 min, $50 max) 40% ($50 min, $100 max) 50% ($75 min, $150 max) 20% ($25 min, $50 max) 30% ($50 min, $100 max) 40% ($100 min, $200 max) 50% ($150 min, $300 max)

After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50% After Deductible, you pay 50%

Generic Drugs

Formulary Brand Drugs

Non-Formulary Brand Drugs Specialty Drugs

H O M E D E L I V E R Y P H A R M A C Y ( 9 0 - D A Y S U P P L Y )

Generic Drugs

Not Covered

Formulary Brand Drugs

Not Covered

Not Covered Not Covered Not Covered

Non-Formulary Brand Drugs Specialty Drugs

Not Covered Not Covered

a tip from

ALEX® can help you estimate how much you’ll spend in a year between your payroll contributions and what you’ll pay when you use the plan.

2018 medical bi-weekly payroll contributions

Associates are MAA’s most valuable asset. We know that rising health care costs are of concern to our associates, and we want to do as much as we can to help you save money. We do this in multiple ways. First, we pay a large portion of your health insurance premium. Second, we reward associates who have not used tobacco in the last 12 months or more by providing a $25 per payroll discount*. Third, we reward associates for their continued service by providing the following discounts:

2+ 10+ $10.00 $12.50 $15.00 $17.50 $20.00 4+ 6+ 8+

YEARS OF SERVICE BI-WEEKLY DISCOUNT

DOES NOT USE TOBACCO USES TOBACCO C H O I C E F U N D H R A P L A N C H O I C E F U N D H S A P L A N USES TOBACCO DOES NOT USE TOBACCO

coverage level + Years of service

your contribution

maa’s contribution

your contribution

maa’s contribution

your contribution

maa’s contribution

your contribution

maa’s contribution

0 2 4 6 8 10+ 0 2 4 6 8 10+ 0 2 4 6 8 10+

$78.64 $199.95 $103.64 $174.95 $68.64 $209.95 $93.64 $184.95 $66.14 $212.45 $91.14 $187.45 $63.64 $214.95 $88.64 $189.95 $61.14 $217.45 $86.14 $192.45 $58.64 $219.95 $83.64 $194.95

$54.65 $202.28 $79.65 $44.65 $212.28 $69.65 $42.15 $214.78 $67.15 $39.65 $217.28 $64.65 $37.15 $219.78 $62.15 $34.65 $222.28 $59.65

$177.28 $187.28 $189.78 $192.28

$194.78

$197.28 $219.04 $338.14 $244.04 $313.14 $172.84 $341.02 $197.84 $316.02 $209.04 $348.14 $234.04 $323.14 $162.84 $351.02 $187.84 $326.02 $206.54 $350.64 $231.54 $325.64 $160.34 $353.52 $185.34 $328.52 $204.04 $353.14 $229.04 $328.14 $157.84 $356.02 $182.84 $331.02 $201.54 $355.64 $226.54 $330.64 $155.34 $358.52 $180.34 $333.52 $199.04 $358.14 $224.04 $333.14 $152.84 $361.02 $177.84 $336.02 $142.99 $358.47 $167.99 $333.47 $113.74 $348.73 $138.74 $323.73 $132.99 $368.47 $157.99 $343.47 $103.74 $358.73 $128.74 $333.73 $130.49 $370.97 $155.49 $345.97 $101.24 $361.23 $126.24 $336.23 $127.99 $373.47 $152.99 $348.47 $98.74 $363.73 $123.74 $338.73 $125.49 $375.97 $150.49 $350.97 $96.24 $366.23 $121.24 $341.23 $122.99 $378.47 $147.99 $353.47 $93.74 $368.73 $118.74 $343.73 $271.70 $564.07 $296.70 $539.07 $221.65 $549.14 $246.65 $524.14 $261.70 $574.07 $286.70 $549.07 $211.65 $559.14 $236.65 $534.14 $259.20 $576.57 $284.20 $551.57 $209.15 $561.14 $234.15 $536.64 $256.70 $579.07 $281.70 $554.07 $206.65 $564.14 $231.65 $539.14 $254.20 $581.57 $279.20 $556.57 $204.15 $566.64 $229.15 $541.64 $251.70 $584.07 $276.70 $559.07 $201.65 $569.14 $226.65 $544.14

0 2 4 6 8 10+

*Click here to read the Notice for MAA-Sponsored Wellness Program

WELLNESS AND YOU In addition to improving your health and the way you feel, participation in our wellness programs can help you save on your out-of-pocket medical plan costs. Through our new Motivate Me ® platform with Cigna, associates and spouses covered under our medical plans will have the opportunity to earn incentives throughout the year in the form of contributions to their HRA or HSA by completing certain wellness-related activities, such as an annual physical, biometric screening, age/gender-specific screenings, Health Risk Assessment and online health coaching programs on myCigna.com, and more. Click here for more information.

• Associates and Spouses covered under the Cigna Choice Fund HRA plan will be able to earn up to $250 each per year. • Associates and Spouses covered under the Cigna Choice Fund HSA plan will be able to earn up to $500 each per year.

Click here to read the Notice for MAA-Sponsored Wellness Program

Click here to download Cigna’s Wellness Screening Form. You and your covered spouse (if applicable) should take this form with you to your doctor’s office when obtaining a wellness screening (biometric screening). Your completed form must be submitted to Cigna in order to receive the incentive. Forms may be sent by mail, fax, or you can upload your form online at myCigna.com.

+ + +

a tip from

Get connected with the myCigna Mobile App to access your ID card, find a doctor, manage your claims, track your account balance, and complete activities & track your progress toward your rewards through Motivate Me® !

You can also view your incentives information by downloading the myCigna Mobile App.

Motivate wellness incentive program ®

INCENTIVE VALUE

ACTIVITY

HRA PLAN

HSA PLAN

EARNING FREQUENCY

1 per Year 1 per Year

$25 $50

$50 $100

Health Assessment Biometric Screening Preventive Care, validated by claim:

1 per Year 1 per Year 1 per Year 1 per Year 1 per Year 1 per Year 1 per Year

Adult Physical Annual OB/GYN Exam Cervical Cancer Screening Routine Mammogram Colon Cancer Screening Prostate Screening Flu Shot

$75 $50 $50 $50 $50 $50 $25

$150 $100 $100 $100 $100 $100

$50

Maternity Support

Health Pregnancies, Healthy Babies

1 per Year

$50

$100

Other Programs

1 per program, up to 4 per year 1 per Year Once per year upon earning 20 stars

Online Health Coaching Telephonic Coaching- Chronic Only Apps & Activities (Digital Engagement) Participation in local fitness events (i.e., 5k, marathon, triathlon, obstacle races, charity races.) Financial Wellness Programs (i.e., budgeting, debt elimnination, retirement planning.)

$25 $100 $50

$50 $200 $100

Self-Reported Activities

1 per activity, up to 4 per year 1 per activity, up to 4 per year

$25 $25

$25 $25 $250 per member

Maximum amount of incentives an Associate and Spouse are eligible to receive in a plan year:

$500 per member

If it is unreasonably difficult due to a medical condition for you to achieve a standard for a reward under this program, contact the Benefits Department at 877.277.2327 and we will work with you to develop another way to qualify for a reward.

DENTAL PLAN options

Cigna Dental PPO Low Option + Cigna Dental PPO High Option MAA offers two dental plan options through Cigna. Both plans give you the flexibility to receive care in or outside of Cigna’s DPPO Network, however, when you receive care in-network, your costs are lower. Those who need less care can pay less by choosing the Low Option, while those who need more care, including Orthodontia, can choose the High Option.

a tip from

To see if a provider is in the network, log on to myCigna.com or the myCigna App.

2018 Bi-Weekly associate payroll contributions by dental plan option & coverage level

Dental PPO Low Option Dental PPO High Option

$8.77 $18.42 $15.79 $21.05

$10.57 $22.19 $23.24 $31.70

Employee Only

Employee + Spouse Employee + Child(ren) Employee + Family

Cigna dental ppo HIGH option

Cigna dental ppo low option

benefit

in-network

out-of-network

in-network

out-of-network

Maximum Reimbursable Charge (MRC)

Based on Contracted Fees Maximum Reimbursable Charge (MRC)

Based on Contracted Fees $50 $150 $1,500 per person Applies to Class I, II, III expenses

Reimbursement Levels

$50 $150

Calendar Year Deductible Individual Family

$2,500 per person Applies to Class I, II, III, & IX expenses

$1,500 per person Applies to Class I, II, III expenses

$2,500 per person Applies to Class I, II, III, & IX expenses

Calendar Year Benefits Maximum

Class I: Diagnostic & Preventive Oral Exams, Cleanings, X-rays, Fluoride Application, Sealants Class II: Basic Restorative Fillings, Periodontics, Oral Surgery, Repairs to Bridges, Crowns and Dentures Class III: Major Restorative Inlays and Onlays, Prosthesis Over Implant, Crowns, Bridges, and Dentures Class IV: Orthodontia Coverage for Adults & Children Lifetime Benefits Maximum: $2,500

Plan pays 100% of MRC

Plan pays 100%

After Deductible, Plan pays 80% You pay 20% After Deductible, Plan pays 50% You pay 50%

After Deductible, Plan pays 80% of MRC You pay remainder After Deductible, Plan pays 60% of MRC You pay remainder No Deductible Plan pays 50% up to Lifetime Benefits Maximum After Deductible, Plan pays 50% of MRC You pay remainder

After Deductible, Plan pays 80% of MRC You pay remainder After Deductible, Plan pays 50% of MRC You pay remainder

After Deductible, Plan pays 80% You pay 20% After Deductible, Plan pays 60% You pay 40% No Deductible Plan pays 50% up to Lifetime Benefits Maximum After Deductible, Plan pays 50% You pay 50%

Not Covered

Class IX: Implants

plan links

Click here for the benefit summary for the Cigna PPO Low Option. Click here for the benefit summary for the Cigna PPO High Option.

VISION PLAN

MAA offers a comprehensive vision plan through Cigna. The plan offers you the flexibility to see eye care professionals in or out of Cigna’s Vision Network, however, when you receive care in-network, your costs are lower. When you see an eye care professional outside the network, you will pay in full at the time of service and file a claim to Cigna for reimbursement, up to the amounts indicated on the next page.

VISION BENEFITS

FREQUENCY (Begins on January 1)

benefit

in-network

out-of-network

You pay a $10 Copay, plan pays the rest $20 Copay

Up to $45 reimbursement n/a

12 months

Eye Exam Materials Copay

12 months

Eyeglass Lenses Allowances: (one pair per frequency period)

Play pays 100% after copay Play pays 100% after copay Play pays 100% after copay Play pays 100% after copay Play pays 100% after copay Plan pays up to $150, 20% discount on amount over allowance

• Single Vision • Lined Bifocal • Lined Trifocal • Progressive • Lenticular

12 months 12 months 12 months 12 months 12 months

Up to $40 reimbursement Up to $65 reimbursement Up to $75 reimbursement Up to $75 reimbursement Up to $100 reimbursement Up to $83 reimbursement

Frame Retail Allowance (one per frequency period)

24 months

Contact Lens Allowance* (one pair or single purchase per frequency period) • Elective • Therapeutic

12 months 12 months

Plan pays up to $130 Plan pays 100%

Up to $105 reimbursement Up to $210 reimbursement

* Contact Lens Allowance in lieu of Frame Allowance (may not receive contact lenses and frames in same benefit year).

2018 bi-weekly associate payroll contributions by coverage level

EMPLOYEE CONTRIBUTION $2.49 $4.98 $5.35 $8.47

Employee Only Employee + Spouse Employee + Child(ren) Employee + Family

plan link

Click here for the benefits summary for the Cigna Vision Plan

FLEXIBLE SPENDING ACCOUNTS (FSA ) S Flexible Spending Accounts (FSAs) allow you to set aside pre-tax dollars from your paychecks to pay for qualified medical and/or dependent care expenses. Because that portion of your income is not taxed, you end up with more money in your pocket. Below you’ll find informa- tion on the FSAs offered by MAA and administered by Discovery Benefits. MAA offers three types of Flexible Spending Accounts (FSAs) – a Medical FSA, a Limited FSA, and a Dependent Care FSA. Below is a chart that provides an overview of each plan.

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Unsure of how much to put aside for medical expenses? Let ALEX® recom- mend how much to contribute to maximize your savings!

dependent care fsa

feature

Medical FSA

Limited fsa

You and your spouse (if applicable) must be working, looking for work, or be full-time students

Cannot be enrolled in a Health Savings Account (HSA)

Must be enrolled in the Cigna Choice Fund HSA Plan with Health Savings Account

Eligibility Requirements

Dental and vision expenses not paid by insurance, such as dental work, orthodontics, dentures, vision exams, prescription glasses, contact lenses, and laser eye surgery

Medical copays, deductibles, and coinsurance, prescription drugs, dental and vision

Pre-school and after-school care, day care providers, and summer day camps

expenses not paid by insurance, and certain

Examples of Eligible Expenses

over-the-counter products such as contact lens solution and band aids $130

$130

Minimum Annual Election Maximum Annual Election

$130

$2,650

$5,000

January 1 or when participation begins, if later

As they are contributed from your paycheck (bi-weekly)

January 1 or when participation begins, if later

When are funds available?

Dates for which eligible expenses can be incurred

January 1- December 31 January 1- December 31 January 1- December 31

FSA Debit Card, filing a claim for reimbursement, or enrolling in Recurring Dependent Care

FSA Debit Card or filing a claim for reimbursement

Ways to spend your FSA Dollars

Amount that can be carried over to the next plan year

$500

n/a

$500

90 days following the end of the plan year

Claims Run-Out Period

Click here to learn more about each type of FSA, the FSA Debit Card, the $500 carry over feature, and more!

important things to know: • You may only elect to participate in an FSA as a new associate eligible the 1st of the month on or after 90 days of employment, during our annual Open Enrollment period, or following a Qualifying Life Event which permits an election to participate between annual Open Enrollment periods. • After you elect to participate in an FSA, you may only change your election following a Qualifying Life Event which permits election changes between annual Open Enrollment periods. • FSA elections do not carry over from one year to the next. You must make a new election each year during the annual Open Enrollment period.

hra, hsa, fsa what’s the difference? To help you understand the differences between the Health Reimbursement Account (HRA), the Health Savings Account (HSA), the Limited Flexible Spending Account (FSA) and the Medical Flexible Spending Account (FSA), please review the table below.

Health Reimbursement Account (HRA)

Health Savings Account (HSA)

Limited Flexible Spending Account (FSA)

Medical Flexible Spending Account (FSA)

Feature

You must: • only have medical coverage under a High Deductible Health Plan (HDHP), such as the Cigna Choice Fund HSA plan • not be enrolled in Medicare . • not be participating in a Medical FSA (you may be enrolled in the Limited FSA as an alternative) • not be claimed as a dependent on someone else’s tax return

You must be enrolled in a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA), such as the Cigna Choice Fund HSA medical plan

You cannot be enrolled in a High Deductible Health Plan (HDHP) and Health Savings Account (HSA)

You must be enrolled in the Cigna Choice Fund HRA medical plan

Eligibility requirements

Who owns the account? Who administers the account? Who can contribute to the plan?

MAA

You

MAA

Cigna

HSA Bank

Discovery Benefits

MAA

You and MAA

You

MAA will contribute: • $250 for individual coverage • $500 for family coverage • up to an additional $500 for you and your spouse based on completion of wellness activities through Cigna’s Motivate Me ® program

MAA will contribute: • $250 when you cover one or more children (no spouse) • up to $250 each for you and your spouse based on completion of wellness activities through Cigna’s Motivate Me ® Program

What are the annual contribution limits for 2018?

You may contribute up to $2,650

You may contribute: • up to $3,200 for individual coverage

• up to $6,400 for family coverage • up to an additional $1,000 if you are between the ages of 55 and 64 in 2018

Are mid-year contribution changes allowed?

You may change your contributions as a result of a qualifying life event

Lorem ipsum You may change your contributions as a result of a qualifying life event

You may change your contributions at any time

N/A (only MAA contributes)

When are the funds available?

January 1 or the date your coverage begins

As they are deposited into your account

January 1 or the date your coverage begins

As medical claims are incurred, Cigna uses the funds to pay expenses applied toward your out-of-pocket costs, such as copays, deductible, and coinsurance Unused funds carry over from year to year if you remain covered under the Choice Fund HRA plan. If you cease to be covered by the Choice Fund HRA plan, the balance is forfeited

You can access your funds by HSA debit card, online bill pay, HSA checkbook, and/or medical auto claim forwarding through Cigna

You can access your funds by FSA debit card or submitting a claim for reimbursement.

You can access your funds by FSA debit card or submitting a claim for reimbursement

How are the funds used?

You may carryover up to $500 to the next year. Any additional remaining amounts are forfeited

You may carryover up to $500 to the next year Any additional remaining amounts are forfeited

What happens to funds at the end of the plan year?

Unused funds carry over from year to year

No. You may submit claims incurred through your termination date Your payroll contributions are withheld before taxes and qualifying distributions are tax- free

Can you take the account with you if you leave MAA?

Yes

N/A (only MAA contributes to this

Your payroll contributions are withheld before taxes and qualified distributions of contributions and earnings are tax-free

What are your tax advantages?

account and you are not taxed on the MAA contributions or qualifying distributions)

life + accidental death and dismemberment (ad&D) Company-Paid BASIC Life Insurance and Accidental Death & Dismemberment (AD&D) MAA provides eligible associates with Basic Life* and Accidental Death & Dismemberment (AD&D) insurance through Liberty Mutual at no cost to you. As a new associate, your coverage begins on the first of the month on or after 90 calendar days of employment and is equal to 1x your annual base salary, rounded to the next $1,000 with a minimum of $50,000 and maximum of $500,000.

*You must designate at least one beneficiary for your Basic Life insurance in Workday. You may change your beneficiary at any time in Workday.

Important Tax Information The IRS requires that you be taxed on the value of employer-provided group term life insurance for coverage over $50,000. The taxable value of this life insurance coverage is considered imputed income. Although you don’t receive cash, you are taxed as if you received cash in an amount equal to the value of the coverage. You will see the group term life tax accounted for on your biweekly paycheck.

Employee-Paid Optional Employee, Spouse, and Child Life Insurance You can elect additional life insurance coverage for yourself and your eligible dependents under the Optional Life Insurance Plan through Liberty Mutual. However, in order to elect coverage for your eligible dependents, you must elect additional coverage for yourself. Medical underwriting or evidence of insurability may be required in certain situations. Your coverage options, along with the plan features and rates, are summarized in the tables on the following pages.

FEATURE

YOU

YOUR SPOUSE

CHILD(REN)

$5,000 increments, not to exceed the lesser of 50% of your Basic and Optional Life coverage amounts combined or $250,000 A health statement is required for the following: • if the amount is greater than Guarantee Issue at initial new hire enrollment • if previously waived, for any amount when elected as a result of a Qualifying Life Event • if previously waived, for any amount when elected during annual open enrollment • if previously elected, for any amount over one increment or the Guarantee Issue $50,000

$5,000 increments up to $15,000 for children up to age 26 (election must be the same for all children)

1x – 5x annual base salary, rounded to the next $1,000, up to $500,000

Coverage Amount

Guarantee Issue

$300,000

N/A

A health statement is required for the following: • if the amount is greater than Guarantee Issue at initial new hire enrollment • if previously waived, for any amount when elected as a result of a Qualifying Life Event • if previously waived, for any amount when elected during annual open enrollment • if previously elected, for any amount over one level (i.e.2x to 3x) or the Guarantee Issue

Evidence of Insurability (Health Statement)

Not required

Accelerated Death Benefit (advances part of your death benefit when diagnosed with a terminal condition)

50% to a maximum of $500,000

N/A

Ages 70-74: reduced to 65% Ages 75 & up: reduced to 50%

No reduction Coverage ends at age 26

Reduction Schedule

Conversion to a Private Policy

Yes

Portability after your employment ends

Yes

$0.055 per $1,000 (for 1 or more children)

Coverage Rate (biweekly)

Refer to table below

a tip from

Make sure you have a beneficiary designated for your Basic Life insurance in Workday!

Examples of how to calculate Optional Life Insurance bi-weekly rates

BI-WEEKLY RATES FOR EMPLOYEE AND SPOUSE OPTIONAL LIFE INSURANCE COVERAGE

SPOUSE rATE PER $1,000

eMPLOYEE rATE PER $1,000

Employee: Age 40; 2x annual base salary elected $40,000 x 2 = $80,000 benefit $80,000 divided by $1,000 = 80 x $0.074 = $5.92 per payroll Spouse: Age 40; $50,000 elected $50,000 divided by $1,000 = 50 x $0.074 = $3.70 per payroll Child(ren): $15,000 elected $15,000 divided by $1,000 = 15 x $0.055 = $0.83 per payroll

AGE ON 1.1.18

Less than 30

$0.032 $0.037 $0.051 $0.074 $0.115 $0.198 $0.360 $0.540 $1.019 $1.588

30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69

70 and over

Employee-Paid Optional Employee, Spouse, and Child Accidental Death & Dismemberment (AD&D) You can elect additional AD&D coverage for yourself and your eligible dependents under the Optional AD&D Plan through Liberty Mutual. However, in order to elect coverage for your eligible dependents, you must elect additional coverage for yourself. Your coverage options, along with the plan features and rates, are summarized in the tables below.

FEATURE

YOU

YOUR SPOUSE

CHILD(REN)

$5,000 increments, not to exceed the lesser of 50% of your Basic and Optional AD&D coverage amounts combined or $250,000

$5,000 increments up to $15,000 for children up to age 26 (election must be the same for all children)

1x – 5x annual base salary, rounded to the next $1,000, up to $500,000

Coverage Amount

Evidence of Insurability (Health Statement) Reduction Schedule Coverage Rate (biweekly)

Not required

Ages 70-74: reduced to 65% Ages 75 & up: reduced to 50%

N/A

$0.009 per $1,000

$0.0138 per $1,000

DISABILITY BENEFITS Short-term and long-term disability insurance provides you with income protection if you are unable to work due to a non-work related illness or injury. MAA provides disability insurance through Liberty Mutual at no cost to eligible full time associates. Short-Term Disability Insurance (STD) If you are out of work due to a non-work related injury or illness, you have a 7-day elimination (waiting) period before your benefits begin. During that time, you must use available Sick Time and/or PTO. If your disability claim is approved by Liberty Mutual, your STD benefits will begin on the 8th day of absence, as indicated in the table below. STD benefits are paid to you by MAA, according to the normal biweekly payroll schedule. Long-Term Disability Insurance (LTD) In the event your disability continues beyond the STD period, your LTD benefits will be paid to you directly by Liberty Mutual as indicated in the following table.

Disability Plan

When Benefits Begin

Duration of Benefits

Payments

Maximum Benefit

8th day of absence from work due to a non-work related injury or illness 181st day of disabling condition

60% of weekly earnings*

26 weeks (includes 7-day elimination period)

Short-Term Disability

$2,000/week

To age 65 or as determined by the plan

60% of monthly earnings*

Long-Term Disability

$10,000/month

*Earnings are defined as base salary plus bonuses and/or commissions paid in the prior calendar year.