2013 Annual Benefits Enrollment

1. 2013 Annual Benefits Enrollment HR Training Webinar

2. Today’s Topics • 2013 Annual Benefits Enrollment Process • Key Messages • Welcome to BConnected! • Which Well Care Plan Options Do I Have? • Maintenance Choice • What’s New for 2013 • 2013 Plans & Pricing and The Cost of Healthcare • Default Coverage • HCA Wellness Program • WageWorks • Administrative Details • Other Benefits • Enrollment Communications • Questions?

3. Annual Enrollment Contacts

4. AE Process Schedule

5. Wave Assignments • Notes: • Parallon, Shared Services, Physician Services, IT&S and Corporate employees in the field will enroll with their local facilities and markets. • Wave assignments are subject to change. You will be notified if your assignment changes.

6. Key Messages

7. Enrollment Process The online enrollment process will look different this year because BConnected has replaced LifeTimes Connection. To enroll, employees will follow these steps: Go to HCArewards.com Enter HCA 3-4 ID and password and select Login Click on BConnected Once on the BConnected website, click on the “It’s Time to Enroll” ad pictured here: Need Password Help? If employees have forgotten their password, they can go to HCArewards.com and click on Password Help. If employees haven’t visited HCArewards.com since Aug. 1, 2012, they will need to first activate their account by enter their HCA 3-4 ID and the last four digits of Social Security number and date of birth in this format: ####MMDDYYYY to create new password and answer security questions.

8. Enrollment Process • How to Add Dependents: • Another difference to the enrollment process is that employees adding dependents to coverage will need to keep in mind that adding a dependent to one benefit does not automatically add him or her to other benefits. • For example, if you want to cover your new child under medical, dental, vision and dependent life, you will need to add that child to your coverage on each individual benefits screen during the enrollment process at BConnected. Health Plan Evaluator: The BConnected website includes a Health Plan Evaluator tool that can help employees choose the best plan for them. It compares plan features, out-of-pocket costs and how much the employee uses healthcare services.

9. Medical Plan Options Depending on your location, you may have some employees with Well Care 123 and some employees with Well Care ABC.

10. Medical Plan Options • Starting in 2013, some Well Care plan options will use the Maintenance Choice Program for 90-day supplies of maintenance medications, which are drugs taken regularly for chronic conditions or long-term therapy. • Examples include medications used to manage high blood pressure, asthma, diabetes or high cholesterol. • If you use a maintenance medication, you must obtain a 90-day supply from a participating CVS retail pharmacy or the CVS mail order service. • You can transfer prescriptions, order refills and manage prescriptions by logging in to HCArewards.com and clicking on Benefits Providers and Caremark – or by calling Caremark at (866) 216-5767. • If you already have a prescription for a maintenance medication, you will receive a notice from Caremark in mid-December with instructions.

11. Medical Plan Options *A local plan is offered instead of Level 3.

12. Medical Plan Options • Maintenance Choice Program: For maintenance medications, participants must obtain a 90-day supply from a CVS retail pharmacy or the CVS mail order service. • Generic Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: • Level 1 and Level 2: $5 copay • Level 3: $2 copay • Emergency Services: The copay amounts are increasing: • Level 1 and Level 2: $200 copay • Level 3: $150 copay • Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) • Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered.

13. Medical Plan Options *A local plan is offered instead of Level 3.

14. Medical Plan Options • Emergency Services: The copay amounts are increasing: • Level 1 and Level 2: $200 copay • Level 3: $150 copay • Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) • Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered.

15. Medical Plan Options

16. Medical Plan Options • Maintenance Choice Program: For maintenance medications, participants must obtain a 90-day supply from a CVS retail pharmacy or the CVS mail order service • Deductible: There is no longer a deductible for prescription drug benefits • Brand Name Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: • Level A and Level B: $60 copay • Level C: $45 copay • Other Brand Name Drugs: The copays are decreasing to $25 for a 30-day supply when there is no generic alternative • Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) • Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered

17. Medical Plan Options

18. Medical Plan Options • Deductible: There is no longer a deductible for prescription drug benefits • Brand Name Maintenance Drugs (90-Day Supply): The copay amounts are decreasing: • Level A and Level B: $60 copay • Level C: $45 copay • Other Brand Name Drugs: The copays are decreasing to $25 for a 30-day supply when there is no generic alternative • Birth Control: Covered at 100% for generic (or brand name when no generic equivalent is available) • Generic Step Therapy: For certain brand medications, participants will be required to try generic drugs before brand name drugs can be covered

19. Medical Plan Options • Key Changes for 2013 • Employees at Location Codes in these markets will have the same key changes for 2013 as the other Well Care 123 with Maintenance Choice plans. • In addition, for 2013, there is a $15 copay for office-based services performed and billed by a physician affiliated with HCA Physician Services. These services are not subject to the annual deductible. For the Richmond market, this enhanced benefit applies to services provided by a physician affiliated with the Virginia Quality Care Partners Network. *A local plan is offered instead of Level 3.

20. Medical Plan Options • Key Changes for 2013 • Employees at Location Codes in these markets will have the same key changes for 2013 as the other Well Care 123 without Maintenance Choice plans. • In addition, for 2013, there is a $15 copay for office-based services performed and billed by a physician affiliated with HCA Physician Services. These services are not subject to the annual deductible.

21. Medical Plan Options • Employees with Location Codes #1234 or #1690 are considered to be out-of-area because there is not an HCA-affiliated facility within 60 miles of their home. For 2013, they will have the following medical plan options (with Maintenance Choice), which are administered by Aetna: • Well Care Level 1 • Well Care Level 2 • National Out-of-Area Plan • If these employees are unable to use HCA-affiliated facilities, then they will receive the highest level of benefits available if they use Aetna network providers. They must pre-certify all inpatient services. They are not required to precertify outpatient services at an Aetna provider network, but they must precertify outpatient services at non-network providers.

22. Medical Plan Options The Oct. 8 issue of NewsFlash included the 2013 Plans & Pricing file. It lists the plans available to employees at your location and the pricing for each option. Well Care Pricing: If your location has some employees eligible for Well Care 123 and some employees eligible for Well Care ABC, you will see separate pricing listed for each version of Well Care. Questions: If you have questions about pricing, contact your Division HR representative.

23. The Cost of Healthcare • As healthcare costs continue to rise, it is important that we focus on what we can do to control costs and save money. • Enrollment kits mailed to employees will include a special insert titled “Why Should I Care about the Cost of Healthcare?” that highlights what participants can do to save money, including: • Using HCA-affiliated facilities and providers • Calling to precertify care • Participating in the HCA Wellness Program • Acknowledgement Added to Enrollment Process: After making enrollment elections, participants will be asked to acknowledge that they have read the following statement: • I understand that I will receive maximum inpatient and outpatient benefits through the HCA Well Care Program when I use HCA-Affiliated Facilities. I further understand that I will not receive network-level benefits when using a non-HCA-Affiliated Facility or a non-network provider unless an HCA-affiliated Facility is not available and I obtain prior approval  from the Claims Administrator.  I acknowledge that I have been provided with access to the Summary Plan Description on HCArewards.com, which contains information regarding HCA-Affiliated Facilities and network providers.

24. The Cost of Healthcare Why are my paycheck deductions increasing? Your paycheck deductions are based on the overall healthcare costs of the HCA medical plans. There are several factors that affect those costs: A Fair Pricing Structure Healthcare Reform Your Health Status A sample article and additional talking points will be included in NewsFlash.

25. Default Coverage Note: Texas facilities that offered Smart Care in 2012 will default as follows: Value Plan will default to Level 1 or Level A, Base Plan and Plus Plan will default to Level 2 or Level B. Select Plan will default to Level 3 or Level C. If no health screening, the default is Level 1 or Level A.

26. HCA Wellness Program Eligibility Reminder: Employees who are not enrolled in an HCA medical plan for 2013 can participate in the HCA Wellness Program, but they are not eligible to receive Wellness Credits. (or Level A) Medical Plan Options at BConnected Website: If participants go to the BConnected website during enrollment and they have not yet completed a qualified health screening, the only option available for selection will be the Well Care Level 1 (or Level A) plan. The other plan options will be “grayed out”. If they complete a screening by Nov. 30, they will have an opportunity to change medical plan election once the screening has been processed.

27. HCA Wellness Program Employees with a benefits effective date after Dec. 31, 2012, are eligible to earn Wellness Credits based on their benefits effective date and as described below:

28. WageWorks • WageWorksis the administrator for HCA’s FSA and HRA plans. • You can access your account online by logging on to HCArewards.com and clicking on “WageWorks: FSA or HRA Account” in the Quick Links menu. • WageWorks recently introduced a redesigned website. • WageWorks also offers a mobile version for your iPhone or Android phone, with an EZ Receipts app to capture and upload receipts. • Due to healthcare reform, the maximum contribution limit for the Health Care Flexible Spending Account has decreased from $5,000 to $2,500 for 2013. • New FSA and HRA participants for 2013 will receive WageWorks Health Care Cards in the mail. Cards must be activated before they can be used. Just call the number provided and enter the last four digits of employee HCA 3-4 ID to activate. Cards are valid for three years.

29. WageWorks Pay By Card • Health Care Debit Card • 100% IRS compliant • Easy to use • Merchant codes recognized at many pharmacies • and retail stores • Remember: Always save your receipts! • Online bill payment for eligible health expenses • Ideal for recurring expenses • Dependent Care • Orthodontia • Chiropractic Pay My Provider • 48-hour claims turnaround • Daily reimbursement • Check or Direct Deposit • All claims imaged and stored • Email confirmations sent once transaction completed Pay Me Back

30. WageWorks News Alerts Card Center Claims & Activity Page Easier to Use Home Page

31. WageWorks Submit Claims & Receipts Sign Up for Direct Deposit View Transactions Needing Receipts

32. Administrative Details

33. Bad Address Report • A link to the latest Bad Address Report is included each week in NewsFlash. • This report represents the addresses that have been reported as unusable. Employees on this report will not receive benefits materials until the address is corrected. • Obtain correct address information from the affected employees and update as you normally would on Lawson. Once you submit updates, it may take a couple of weeks for the change to be reflected on the report. • If you determine that an address included in the report is in fact correct, call the HR Benefits HelpLine at (800) 679-8821. The bad address indicator will be removed from the employee’s account and an enrollment packet will be released. • If you have questions about the report, contact the HR Benefits HelpLine at (800) 679-8821. If you have trouble accessing the file, send an e-mail to sally.weber@hcahealthcare.com.

34. HR Facility Directory • The HR Directory is a list of HR contact information for all HCA-affiliated facilities. • The report is used by Corporate departments, facilities and benefits vendors. • A link to the current directory is included each week in NewsFlash. • If you have updates to the HR contact information for your location, please send them to sally.weber@hcahealthcare.com.

35. Dual-Year Processing • A Dual-Year situation occurs when an employee has a life event or qualified status change that impacts the current and future plan year. • Employees who become newly eligible during the Annual Enrollment period will receive a 2012 enrollment packet that includes a 2013 enrollment notice. • Each enrollment/election event will be handled separately. • Once the 2012 elections have been processed, the 2013 Annual Enrollment event will trigger at BConnected. • The deadline for the employee to enroll for Annual Enrollment 2013 will be printed in the enrollment packet and on the BConnected website. • Coverage for 2013 will be effective Jan. 1, 2013, regardless of when the event is triggered.

36. Dependent Verification • Employees who enroll a new dependent will be required to submit appropriate documentation to BConnected for verification. • The maximum age for eligible dependents is 26. • If employees enroll a new dependent, they will receive a Dependent Verification Notice from BConnected. It will list the deadline to submit documentation. Employees can also view this information by logging on to HCArewards.com and clicking on “BConnected.”

37. Internet Enrollment Tips • Review enrollment materials first • Complete your qualified health screening prior to enrolling • Log in to HCArewards.com and click on “BConnected” during your enrollment period. • Enroll before your deadline • Don’t log off too soon • Print a Confirmation Statement • Non-English-speaking participants: Call BConnected at 1-800-566-4114 if you need translation services to assist you during enrollment.

38. Other Benefits

39. EHAF Any full-time or part-time benefit eligible employee who demonstrates his or her gross annual total family income is less than or equal to 200% (two times) the 2012 Federal Poverty Guidelines is eligible to receive a zero-cost medical deduction on his or her paycheck. All employees will receive a copy of the 2013 EHAF applicationin their enrollment kit. It will also be distributed in NewsFlash and will be available at HCArewards.com during enrollment. To be eligible, employees must enroll for benefits during the annual enrollment period this fall and submit an application with their 2011 Income Tax Return to the address provided on the application by Nov. 30, 2012.

40. Long-Term Disability • Rates: Will stay the same for 2013. • Carrier: Prudential • EOI is required when: • Moving from “No Coverage” to any option • Increasing coverage levels, or if previously declined through EOI. • Participants have the option of providing evidence of insurability for LTD. If they enroll in an LTD option that requires EOI, they will see a link to the online EOI tool. If the EOI is not completed online within seven days, Prudential will mail the EOI request to the participant. • LTD coverage does NOT continue through the end of the month for employees who are changing to an ineligible. Instead, LTD coverage ends coincident with the employee’s Last Day Worked (LDW).

41. Life Insurance • Overview: • Basic Life: Provides your beneficiary a benefit equal to 1x base pay and is provided by your facility at no cost to you. You do not need to enroll in this benefit. • Supplemental Life: Insurance allows you to choose an additional amount of coverage equal to 1x, 2x, 3x, 4x or 5x your base pay. The price you pay for this coverage depends on your age and salary. You must enroll to receive this coverage. • Dependent Life: If you enroll in Employee Life Insurance, you may also choose Dependent Life Insurance for an eligible spouse or partner and/or children. • Rates: • For 2013, Basic and Supplemental rates are decreasing. • There is no change to Dependent Life rates. • Carrier:Prudential • EOI is required when: • Moving from “No Coverage” to any option, • Increasing coverage levels, or if previously declined through EOI. • EOI is available online at BConnected.

42. Vision Coverage • Rates: There are no changes to rates or coverage for 2013. • Carrier: EyeMed • Provider Directory: Log in to HCArewards.com and click on “Benefits Providers.” Note: HR directors for Good Samaritan Hospital and Regional Medical Center of San Jose should contact VSP at 415-962-8359 for enrollment materials.

43. CorePlus Benefits • CorePlus Benefits is a package of voluntary benefit plans that offer choices and convenience for you and your dependents. When you enroll in a plan, you pay the full cost of coverage, which is deducted from your paycheck on an after-tax basis. • Available Plans: • Auto and Home Insurance • Legal Benefits • Short-Term Disability (if your facility does not participate in Time Away from Work Program) • Supplemental Short-Term Disability (if your facility does participate in Time Away from Work Program) • Long-Term Care • Pet Insurance • Voluntary Life with Conversion Option to Long-Term Care • Note: This annual enrollment period is the last time employees • can enroll n the Voluntary Life with LTC plan without providing EOI.

44. HCA 401(k) Plan • In order to receive your highest matching level and gain a year of service in the HCA 401(k) Plan, a participant must have 1,000 hours of service for the plan year. • The maximum ANNUAL contribution amount is $17,000 for non-highly compensated employees. The deferral limit for Highly Compensated Employees (HCE) is12%.Limits for 2013 are not available and could change prior to Annual Enrollment. Please check the BConnected website for updates. • Eligible participants may make an additional flat-dollar catch-up contribution to the HCA 401(k) Plan in any year they are - or will be - age 50 or older by December 31. The maximum ANNUAL catch-up contribution amount is $5,500. • Enrollment is a good time to remind employees about the many free resources available through the Financial Prosperity program: • NEW! Remote 1-on-1 Financial Sessions • Online classes through HCArewards.com • Personalized email access to a financial advisor (AskLyndsay@financialknowledge.com)

45. Enrollment Communications

46. Enrollment Communications Alert Postcard or eCard Enrollment Kit Envelope and Guide Reminder eCard

47. Enrollment Communications • Stay tuned to NewsFlash for: • HR AE Handbook • Sample of materials • EHAF Application • Plan Design Grids • CorePlus Benefits Handout • Local Pricing Template • 401(k) Plan Handout • Wellness Reminder Handout • All the latest AE updates and more! Poster Employee Quick Reference Brochure

48. Questions?