2013 Benefits Guide - AZSLIDE.COM

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2013 Benefits Guide

Table of Contents Enrolling in Your Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Eligibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Making Changes During the Year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Vitality Points . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 2013 Base Premiums. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Medical Plan Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Choosing the Medical Plan that is Right for You. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 How Does a PPO Work? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Cigna Health Plan Comparison . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Regional Medical Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Pharmacy Program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Critical Illness Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 How the High Deductible Health Plan (HDHP) Works. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Using a Health Savings Account (HSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 How HSAs and Flexible Spending Accounts (FSAs) Work Together . . . . . . . . . . . . . . . . . . . . . . 15 How HSAs, HRAs,and FSAs Work Together. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Flexible Spending Accounts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Dental Plan Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Comparing Dental Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Vision Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Life and AD&D Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Disability Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Short-Term Disability Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Long-Term Disability Rates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Paid Time Off (PTO). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Saving for Retirement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 401(k) Auto Enroll. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 ESPP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Triple Crown Profit Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 More DaVita Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 MetLife Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Auto and Home Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Legal Services. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Pet Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 DaVita Programs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Adoption Assistance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Tuition Reimbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 DaVita Village Care. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 DaVita Village Network. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Donations to Charitable and Political Causes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Village Vitality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Cigna Wellness Team. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Lifestyle Management Programs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Employee Assistance Program (EAP) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Frequently Asked Questions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 Health Care Dictionary. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

1

Enrolling in Your Benefits Your initial benefits enrollment or Open Enrollment is your once-a-year opportunity to select the benefits that fit your needs. The only time you may make changes outside of that initial enrollment or the annual Open Enrollment period is when you have a qualified life event change. (See “Making Changes During the Year” on page 5). Read your enrollment materials carefully before you log on to enroll. Log into VillageVitality.DaVita.com to view: • Plan descriptions, eligibility rules, and links to Summary Plan Descriptions (SPD’s) • Information and tools to help you select the best options for you and your family

Special Note for New Hires If you are a new hire or newly eligible for benefits in a part-time or full-time position: • Make your benefit elections on the 1st of the month following your date of hire. (Allow an extra 5-7 days for the opening of your enrollment window if you were hired between the 25th and 1st of the month) • Complete your elections at least two weeks prior to your Benefits effective date • Your Benefits will be effective on the first day of the month following two months of continuous employment

If you were hired on

Your coverage effective date is

You need to enroll between

June 1

August 1

June 1 and July 14

June 15

September 1

July 1 and August 14

June 25th through July 1st

September 1

July 7 and August 14

If you do not enroll by the deadline, you will receive only the benefits that are provided automatically by DaVita: Basic Life/Accidental Death & Dismemberment (AD&D), Basic Short-Term Disability (STD) for full-time teammates and the Employee Assistance Program (EAP). You will automatically be enrolled into Basic Long-Term Disability (LTD), and will be responsible for 25% of premiums. You have the option to opt out during your enrollment period. Your next opportunity to enroll in the other benefits described in this guide will be during Open Enrollment for 2014 (or in the case of a qualified life event change). Eligibility may vary for acquired teammates. Please contact your People Services Manager for additional information.

Village Vitality Benefits VillageVitality.DaVita.com 1-800-381-7063, option 3

2

Eligibility

Teammates – Full-time, benefit eligible teammates who are regularly scheduled to work at least 32 hours per week and part-time teammates regularly scheduled to work 24-31 hours per week may enroll in DaVita’s health and welfare benefits. For detailed eligibility information, see the chart on page 4. When you enroll online, you will see which benefits are available to you, based on your work status and home ZIP code. New Teammates/Newly Eligible – Newly hired teammates become eligible to participate in the health and welfare benefits program on the first day of the month following two months of continuous employment. If you are a new hire, you are able to enroll on the first of the month following either your date of hire or the date your status changes to a benefit eligible position. If you are a Per Diem teammate and move into a benefits eligible position, your benefits will be effective on the first day of the month following either your status change or 2 months of continuous employment, whichever is greater. Eligible Dependents – If you are eligible for benefits, your dependents may also be eligible, including: • Your legal spouse, common law spouse, or domestic partner (additional documentation will be required). Domestic partners and their children are eligible for medical, dental, vision and voluntary life insurance coverage; however, due to IRS rules, their expenses may not be reimbursed by the Flexible Spending Accounts or Health Savings Account. Teammates and their same-sex or opposite-sex domestic partners need to complete an online Affidavit of Domestic Partnership during enrollment. You will be required to provide proof of commonlaw status.  DaVita’s contribution to domestic partner 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 Form W-2. Internal Revenue Service rules require that you pay for domestic partner coverage on an after-tax basis. • Your dependent children including step and adopted children, a domestic partner’s dependent children, and children whose legal guardianship has been granted to you by the state. Dependent children must be: • Under age 26 •

Over age 26 if incapable of self-support due to mental or physical disability (you will be required to provide proof of disability)

If You and Your Spouse Both Work at DaVita Anyone who is enrolled as a teammate will not be considered as a dependent. No one may be considered as a dependent of more than one teammate.

Domestic Partners Definition A domestic partnership is defined as two people who both meet all the following criteria: n A  re at least 18 years of age, unmarried, not related by blood, not prohibited from legal marriage and do not have any other domestic partner, spouse or spouse equivalent. n L ive in a mutually exclusive relationship in which they are financially interdependent on each other. n H  ave resided together as a same/opposite gender cohabiting couple for a period of at least one year, intend to do so indefinitely and share the common necessities of life.

Eligibility for any newly enrolled dependents will need to be verified. The Dependent Verification Center will send you a request for supporting documentation once you enroll your dependent(s) online. If verification is not provided within 60 days of the enrollment, coverage for the new dependent(s) will be terminated on the last day of the month following the deadline.

Dependent Verification Documents can be submitted in one of 3 ways: 1. MAIL: Dependent Verification Center 100 Half Day Rd, P.O. Box 1414, Lincolnshire, IL 60069-1414 2. Secure FAX: 1-877-965-9555 3. Online Upload: http://www.yourdependentverification.com/plan-smart-info Check verification status by going to: https://www-6.yourdependentverification.com/plan-smart-info/ 3

Benefits Eligibility The following chart explains the benefits you will be eligible for in 2013: Full Time 32 hours per week or more

Part Time 24-31 hours per week

Per Diem or Part Time < 24 hours per week

1st of month following 2 months of service

Yes

Yes

No

1st of month following 2 months of service

Yes

No

No

1st of the month following 2 months service

Yes

No

No

Yes

Yes

No

After 90 days of service

Yes

Yes

No

• Travel Accident Insurance

Immediately upon hire

Yes

Yes

No

• Employee Assistance Program

Immediately upon hire

Yes

Yes

Yes

• VillageCare

Immediately upon hire

Yes

Yes

Yes

• Village Market Place

Immediately upon hire

Yes

Yes

Yes

Yes

Yes

No

Immediately upon hire

Yes

Yes

Yes

45 days of service

Yes

Yes

Yes

After 90 days of service

Yes

Yes

No

Immediately upon hire

Yes

No

No

Benefit

Initial Eligibility Requirement

Elect online at http://VillageVitality.DaVita.com: • Medical Plans • Dental Plans • Vision Plan • Voluntary Life, and AD&D Insurance • Health Care and Dependent Day Care Flexible Spending Accounts • Critical Illness Insurance • Legal Services • Supplemental Short-Term Disability • Supplemental Long-Term Disability

DaVita provided, no enrollment necessary: • Basic Short-Term Disability • Basic Long-Term Disability (auto-enroll) • Basic Life and AD&D • Paid Time Off

• Auto and Home Insurance • Pet Insurance • Purchasing Power

Immediately upon hire After 9 months of service $16,000/yr. min. salary

Eligibility for other benefits: • 401(k) Retirement Plan Eligibility • 401(k) 3% Auto-Enrollment • Tuition Reimbursement • Adoption Assistance

4

Making Changes During the Year Elections for Medical, Dental, Vision, Short-Term Disability, Long-Term Disability, Flexible Spending Accounts and Legal Plan chosen during Open Enrollment remain in effect for the entire calendar year. The only time you can make changes to these benefit elections during the year is if you have a qualified life event change, such as: • Marriage or divorce • Birth or adoption of a child • Death of your spouse or dependent child • Employment status change for you or your spouse • Change in a child’s dependent status • Change in Dependent Care needs, changes to Voluntary, After Tax & Health Savings Account elections • Moving out of or into a Regional Plan area Any time you have a qualified life event change that may affect your benefits, start by going to Village Vitality Benefits (http://VillageVitality.DaVita.com) to begin the change process. All changes must be completed online within 31 days of the qualified life event. Changes become effective on the first of the month following the event effective date, except in case of birth, adoption or death. Newborns and adopted children become eligible for benefits on their date of birth or placement, as long as their enrollment is reported within 31 days of the event. IMPORTANT: Do not wait for the social security card to arrive before enrolling your newborn. You can add the social security number at a later date. Elections for HSA payroll contributions, Charitable Donations, and Voluntary Life/Accidental Death and Dismemberment (AD&D) may be started, stopped, or changed at any time during the year. Teammates are responsible for contributions beginning with the benefit effective date. Please note that your elections are based on the life event changes and must be consistent with the nature of the event. Always check with the Benefits Support Team at 1-800-381-7063, option 3, if you have any questions about a qualified life event change.

Life Events Checklist: n Go to http://VillageVitality.DaVita.com within 31 days of the change event n Select Life Status Change tab at top n Choose the event that corresponds with your situation n Make sure to add/drop all applicable dependents before closing your browser window n Review the summary for accuracy n Review/update your beneficiaries

5

Vitality Points DaVita believes strongly in helping teammates avoid serious health conditions through healthy living, prevention and detection. That’s why the Vitality Points program was created, to give teammates the opportunity to learn important information about their health. It’s also when teammates have a chance to lower their DaVita medical insurance premiums for the following year by completing healthy actions. How it works: Each year DaVita sets base premiums for our medical plans. To qualify for the base premium we ask teammates to complete a few healthy actions. When teammates complete their healthy actions they automatically earn Vitality Points, which ensures they receive the base medical premium the following year. You will receive various communications through 2013 regarding the Vitality Points program and the healthy actions you will need to complete to earn 2013 Vitality Points. This chart below illustrates teammate eligibility:

Vitality Points eligibility is based on your previous participation and benefits start date in a DaVita health plan. Participated in both 2012 and 2013

Eligible for Healthy Actions 1-5

Earn up to 800 Points

Benefits start date of 1/1/13 – 9/1/13

Eligible for Healthy Actions 1-4

Earn up to 800 Points (Vitality Screening worth 500 points.)

Benefits start date after Vitality Points not available. Participants will automatically receive 9/1/13 Vitality Points credit and pay the lowest base premiums. Teammates have access to the Vitality Points program on http://VillageVitality.DaVita.com > Vitality Points tab.

2013 Base Premiums Base health premiums assume ALL 800 2012 Vitality Points have been earned. Base Health Premiums (per pay check) Health

Full-Time TM Only

TM + One

TM + Child(ren)

Family

PPO Basic

$60.92

$137.94

$135.14

$216.64

PPO with Health Reimbursement Account (HRA)

$33.52

$75.75

$74.50

$113.77

HDHP with Health Savings Account (HSA)

$27.54

$70.95

$70.30

$105.70

Full-Time and Part-Time

Dental

TM Only

TM + One

TM + Child(ren)

Family

$16.38

$35.22

$32.76

$50.46

Cigna DHMO

$9.16

$19.69

$18.31

$28.20

Aetna DHMO

$9.92

$21.34

$19.85

$30.56

Cigna PPO

Regional Plans

$55.03

$124.89

$121.79

$196.59

Vision

Empire Blue Cross

$66.91

$147.59

$144.49

$230.52

VSP

Full-Time and Part-Time TM Only

TM + One

TM+ Child(ren)

Family

$3.13

$5.00

$5.10

$8.23

Part-Time Premium is Full-Time Premium x 2

6

Medical Plan Options Everyone’s medical needs are different. That’s why DaVita offers teammates a choice of plans. All of the Cigna plans offer the flexibility of seeing providers both in and out of the Cigna network; however, you will receive a greater benefit when you use in-network providers. For example, all Cigna plans provide 100% coverage for in-network preventive care.

All Cigna medical plans use the OPEN ACCESS PLUS network. • Cigna Basic PPO or Cigna PPO with Health Reimbursement Plan (HRA) – These plans use a deductible and co-insurance structure and have out-of-pocket maximums. The Preferred Provider Organization (PPO) includes an extensive network and does not require you to select a primary care physician (PCP). You can see an in-network or out-of-network provider; however, if you go to an in-network provider, you will have a lower deductible and higher level of coverage. DaVita helps offset the deductible based on annual salary for the PPO with HRA plan. • Cigna High Deductible Health Plan (HDHP) with Health Savings Account (HSA) – This plan offers lower bi-weekly premiums by using a higher deductible and out-of-pocket maximum. DaVita helps offset the higher deductible by contributing money to an HSA on your behalf. Please see pages 13-15 for more detailed information on the HDHP and HSA. • Regional Plans (Kaiser, BCBS AL, Empire HMO, GHP) – Depending on where you live, you may have access to a regional plan. In our Regional plans, only visits to providers within the network are covered. All visits, prescriptions, referrals and other care must be approved by the plan in order to be covered. • When you enroll online, you will see which benefits are available to you based on your work status and home ZIP code.

Decision Tools Available under the Decision Tools tab on VillageVitality. DaVita.com. The total cost of healthcare is a combination of deductible, co-insurance, premium and consumer driven plan usage. Use this expense estimator to see which plan makes the most sense for your healthcare needs.

Compare Plan Cost Medical Expense Estimator available under the Decision Tools tab on the enrollment site (see example of the tool, below). The total cost of healthcare is a combination of deductible, co-insurance, premium and consumer driven plan usage. Use this expense estimator to see which plan makes the most sense for your healthcare needs.

Choose Plans

Choose Dependents

Customize Needs

Compare up to 3 plans

Who would you like to cover?

Results are currently based on average medical service needs

PPO Basic

Robert

PPO w/HRA

Karen

HDHP w/HSA

Phillip

Want to change this assumption? Customize Your Medical Service Needs

Regional Update results

7

Choosing the Medical Plan that is Right for You There’s a lot to consider when deciding which 2013 medical plan is right for you and your family. You will want to compare plan costs and think through your specific needs before making your selection.

You Pay

Deductibles & Coinsurance

Plus

How Do My Total Medical Costs Add Up? The chart on the right illustrates what we like to call our “Total Medical Cost” equation. The top half of the equation includes the out-of-pocket costs you pay and some pre-tax opportunities you can take advantage of to lower your costs. The bottom half of the equation focuses on contributions DaVita makes to help reduce your out-of-pocket costs.

Bi-weekly Premiums Prescriptions

Teammates can contribute pre-tax dollars to Healthcare Flexible Spending Account (FSA) or Health Savings Account (HSA) How DaVita Helps (based on eligibility)

Minus

DaVita’s contribution to your Health Reimbursement Account (for PPO w/HRA participants with salary under $50,000)

Equals

DaVita’s contribution to your Health Savings Account (for HDHP participants)

Total Medical Cost

Keep in mind… • Paying less in premium contributions but more when you actually use care may reduce your overall medical cost. • Paying more in premium contributions may mean you have more predictable medical costs throughout the year. • The Critical Illness Benefit can increase your comfort level with the unknown (see page 13). • You can pay most premium contributions using pre-tax dollars, saving you money in taxes each year. • You save more in taxes when paying for health care expenses using the Health Care Flexible Spending Account and/or Health Savings Account. (HSA participation is limited to teammates enrolled in the HDHP.)

How Does a PPO Work? (A) First…You must meet your deductible

…the annual amount you have to pay before most benefits can be paid by the plan.

(B) Once you’ve met your deductible, you pay coinsurance

…benefits kick in and you pay coinsurance (you pay 20% of your bill, the insurance company pays the remaining 80%).

(C) Until you meet the out-of-pocket maximum

…the annual amount you have to pay out-of-pocket before the plan starts paying 100%.

Then you pay $0 for any additional covered services, assuming an in-network provider is used. 8

2013 Cigna Health Plan Comparison Chart reflects in-network coverage only. Out-of-network and detailed benefit information available under Health and Welfare tab on the enrollment site.

Cigna Plan Name Deductible Out-Of-Pocket Max

PPO Basic

PPO with Health Reimbursement Account (HRA)

HDHP with Health Savings Account (HSA)

Individual: $500 Family: $1,000

Individual: $1,000 Family: $2,000

Individual: $1,500 Family: $3,000

Individual: $3,000 for all plans Family: $6,000 for all plans — Includes deductible! - NEW

Preventive Care

100%

Office Visits

80% after deductible

In/Outpatient

80% after deductible

Free Rx, Generic Mail-Order

Over 300 Free generic preventive medications

Not Available

$5 Generics / 30% Preferred / 40% Non-Preferred, $100 Max Per Rx / Does not go towards deductible

Rx, 30-Day Supply Rx Mail-Order Only, 90-Day Supply

Subject to deductible and 80% after deductible for all drugs

$10 / 25% / 35%, $250 Max Does not go towards deductible Health Reimbursement Account DaVita funding based on annual salary as of October 31, 2012

DaVita Funded Account

N/A

Annual DaVita Salary

TM Only

TM + One

TM Child(ren)

Family

<$30,000

$500

$650

$650

$800

$30,000$50,000

$250

$325

$325

$400

$50,000 or above

Health Savings Account (HSA) TM Only: $600 TM + One: $900 TM + Child(ren): $900 Family: $1,200

$0, but all teammates eligible to participate in this plan

9

Cigna Plans Comparison Summary Plan Descriptions including more plan details can be found under each plan, listed in the Health & Welfare Benefits Navigation bar of Village Vitality Benefits (VillageVitality.DaVita.com) Basic PPO PPO w/HRA Benefits Out-ofIn-Network

Network

In-Network

Out-of-Network

HDHP w/HSA In-Network

Out-of-Network

Deductible Individual Family

$500

$1,500

$1,000

$3,000

$1,500*

$3,000*

$1,000

$3,000

$2,000

$6,000

$3,000*

$6,000*

Annual Out-of-Pocket Maximum - Includes Deductible for ALL Plans! Individual

$3,000

$9,000

$3,000

$6,000

$3,000

$6,000

Family

$6,000

$18,000

$6,000

$12,000

$6,000

$12,000

DaVita Health Savings Account Contribution**

Not applicable

$600/yr. TM Only; $900/yr. TM + Spouse or TM + Child(ren); $1,200/yr. Family

Not applicable Health Reimbursement Account Funding based on annual salary as of October 31, 2012

DaVita Health Reimbursement Account (HRA)

Not applicable

Annual DaVita Salary

TM Only

TM + One

TM Child(ren)

Family

<$30,000

$500

$650

$650

$800

$30,000$50,000

$250

$325

$325

$400

$50,000 or above

Not applicable

$0, but all teammates eligible to participate in this plan

General Service Office Visits

80% after deductible

Preventive Care

100%

Mammography

100%

Hospitalization

80% after deductible

Outpatient Care

80% after deductible

50% after deductible

80% after deductible

80% after deductible

100%

100%

100%

50% after deductible

80% after deductible 80% after deductible

80% after deductible

80% after deductible, plus $150 if not admitted

Emergency Services

100% 80% after deductible

50% after deductible

80% after deductible

Prescription Drug Benefits Retail Generic/Preferred/ Non-Preferred (30-day supply)

$5 • 30% • 40% ($100/Rx max) Does not go towards plan deductible

Not covered

$5 • 30% • 40% ($100/Rx max) Does not go towards plan deductible

Not covered

Mail Order Generic/ Preferred/Non-Preferred (90-day supply)

$10 • 25%• 35% ($250/Rx max) Does not go towards plan deductible

Not covered

$10 • 25% • 35% ($250/Rx max) Does not go towards plan deductible

Not covered

80% after deductible for all drugs except eligible preventive meds, then 100% (cost applied to deductible)

50% after deductible

Not covered

Inpatient Benefits Maternity/ Hospice

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

Skilled Nursing (up to 90 days per year)

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

Surgery, Lab and Radiology

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

Home Health Care

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

Durable Medical Equipment

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

Outpatient Benefits

Physical Therapy, Allergy Testing/ Treatment, Care for Pregnancy, Chiropractic Care

Physical Therapy and Chiropractic Care limited to 120 combined visits per calendar year

Mental Health/Substance Abuse Treatment Benefits Inpatient/Outpatient

80% after deductible

50% after 80% after deductible deductible

50% after deductible

80% after deductible

50% after deductible

* Prescription costs apply to the deductible in the HDHP. 10 ** DaVita will fund to teammate’s HSA and HRA’s in January. For teammates hired during the year, contributions will be pro-rated monthly based on benefit effective date.

Regional Medical Plans Summary Plan Descriptions including more plan details can be found under each plan, listed in the 2013 Benefits tab on Village Vitality Benefits (http://VillageVitality.DaVita.com)

Benefit

BCBS/ Alabama PPO Empire BCBS (in-network)

Kaiser Colorado

Kaiser California

Kaiser Georgia

Kaiser MidAtlantic

Kaiser Northwest

Group Health Cooperative

None

None

None

None

None

None

$450

None

None

None

None

None

None

None

$900

None

None

None

None

None

None

None

$900

None

$1,500 $3,000

$1,500 $3,000

$1,500 $3,000

$1,500 $3,000

$1,500 $3,000

$2,000 $4,000

N/A N/A

$25 co-pay ($35 specialist)

$25 co-pay ($35 specialist)

$25 co-pay ($50 specialist)

80% after deductible

$30 co-pay ($50 specialist)

100%

100%

100%

100%

100%

No charge after $250 co-pay per admission

No charge after $250 co-pay per admission

No charge after $250 co-pay per admission

80% after deductible

$500/$1250 per admission/ maximum per calendar year

80% after deductible

$100 co-pay (waived if admitted)

Deductible Individual TM – Spouse or TM – Child(ren) Family

Annual Out-of-Pocket Max Individual Family

$1,500 $3,000

General Services Office Visits

$25 co-pay ($35 specialist)

Mammography/ Preventive

100%

Hospitalization

No charge after $250 co-pay per admission

Emergency Services

$100 co-pay (waived if admitted), not covered if an out-of-network ER used for nonemergency

$25 co-pay $25 co-pay ($35 specialist) ($35 specialist) 100%

100%

No charge after No charge after $250 co-pay $250 co-pay per admission per admission

$100 co-pay (waived if admitted)

$100 co-pay (waived if admitted)

$100 co-pay (waived if admitted)

$100 co$100 co-pay pay at GHC (waived if facility; $100 admitted) co-pay at nonGHC facility

Prescription Drug Benefits Generic/Brand/ Non-Preferred Brand (30-day supply) Mail Order 90-day

$10 • $20 • N/A at Kaiser pharmacies

$20 • $40

$10 • $20 • N/A at Kaiser $10• $20 • $20 pharmacies, at Kaiser $10/$20/N/A pharmacies at Network Pharmacy $20 • $40 • $40 for each 100-day supply

$20 • $40 • N/A

$10 • $20 • N/A at Kaiser $10 • $20 pharmacies, up to 30-day $16/$32/N/A supply at Network Pharmacy $20 • $40 • N/A

$20 • $40

$10/$20 at GHC pharmacies

$20 • $40

$5 • $35 • $50 $5 • $35 • $70

$10 • $70 • $100

$10 • $70 • $140

Summary Plan Descriptions are available on Village Vitality Benefits, or you may call the Benefit Support Team to request a copy at 800-381-7063, option 3.

11

Pharmacy Program Cigna plans have a 3 tiered formulary that covers Generic, Brand and Non-Brand medications. Coverage under our 3 Cigna plans are as follows: Basic PPO

Prescription Drug Benefits

In-Network

Generic/ Preferred/NonPreferred (30-day supply) Mail Order Generic/ Preferred/NonPreferred (90-day supply)

PPO w/HRA

PPO w/HSA

Out-ofNetwork

In-Network

Out-of-Network

In-Network

Out-of-Network

$5 • 30% • 40% ($100/Rx max) Does not go towards plan deductible

Not covered

$5 • 30% • 40% ($100/Rx max) Does not go towards plan deductible

Not covered

50% after deductible

$10 • 25%• 35% ($250/Rx max) Does not go towards plan deductible

Not covered

$10 • 25% • 35% ($250/Rx max) Does not go towards plan deductible

Not covered

80% after deductible for all drugs except eligible preventive meds, then 100%

Not covered

• Oral Allergy Medications are excluded. • Proton Pump Inhibitors (PPIs) are available at 100% teammate responsibility (Cigna discounts will be applied). • Step Therapy is a prior authorization program to ensure that teammates are being treated with therapeutically appropriate medications that are also the most cost effective. If you fill a prescription that has a more cost effective and therapeutic equivalent, you and your provider will receive a letter explaining one of two options for your next fill. 1. Try a lower cost alternative 2. Have your provider request authorization from Cigna to continue on your current medication due to medical necessity Teammates can see if their prescription is included in the Step Therapy program by visiting www.cigna.com. Click on the Prescription Drug List and enter the name of your medication. An “ST” designation will appear if your medication is included.

How do I fill my Prescriptions? Less than 4 fills: Teammates should use a Cigna contracted retail pharmacy for any prescriptions that are needed for a short period of time, like antibiotics, or medications for an acute condition. Contracted Pharmacies can be found on www.cigna.com.

4 or more fills: Teammates need to use the Cigna Home Delivery Pharmacy when purchasing prescriptions that would be taken for an extended period of time (4 or more refills). These are referred to as Maintenance Medications. Maintenance medications are typically prescribed for continuing periods, for a chronic condition or one that may take a long time to stabilize.

Pay for Rx with a Flexible Spending Account (FSA) The Health Care FSA can be the perfect tool to pay for maintenance medications in automatic, predictable amounts throughout the year. (Remember: If you’re in the HDHP, use your HSA instead.) You receive a debit card to simplify your purchases. Plus, your total annual contribution amount is available for use on January 1st. Be sure to plan your FSA contributions carefully. The IRS requires that you forfeit any unused dollars in your FSA accounts at the end of each calendar year.

Examples of Maintenance Medications include: n High Cholesterol n Diabetes n High Blood Pressure n Heart Disease n Asthma n Arthritis n Birth Control n Blood Thinner n Osteoporosis n Prenatal Mail order is not required for medications that require less than 4 fills or certain controlled substances. You always have the option of getting generic medications, outside the Cigna plans, directly from your local discount pharmacy at full cost to you.

Questions about the Cigna Home Delivery Pharmacy or maintenance drugs? Call 800-TEL-DRUG (800-835-3784), select option 4. You can order new prescriptions, refill existing prescriptions, or transfer prescriptions by using www. myCigna.com. 12

Critical Illness Insurance Are you concerned that an unexpected health issue might be more than your finances could handle? Eligibility for this benefit includes having medical coverage, but does not have to be with DaVita. Metlife will verify coverage at the time a claim is submitted. If you or a covered dependent develops a critical illness, this innovative option helps you cover the plan’s out-of-pocket maximums. MetLife Critical Illness Insurance provides you with a lump-sum cash payment if you or your covered dependent is diagnosed with certain cancer-related conditions, heart-related conditions or other conditions (such as a major organ transplant or kidney failure).

Paying for Critical Illness Insurance, for example… Teammate profile = age 35, with spouse and two children Premium contribution per paycheck = $3.83

Pre-existing condition exclusions may apply to your coverage. Each covered person is eligible for payout of up to $10,000 per condition. Have more questions? Call 800 GET-MET 8 (800-438-6388), Monday through Friday, 8am – 6pm EST/5am – 3pm PST, to speak with a MetLife Customer Service Representative.

How the High Deductible Health Plan (HDHP) Works The Cigna HDHP, coupled with an interest-bearing Health Savings Account (HSA), gives you an alternative medical plan that provides you more control over how your health care dollars are spent. For more information, review the Health Savings Account brochure found under the 2013 Benefits > Cigna HDHP W/ HSA at VillageVitality.DaVita.com. Keep in mind: • Anyone covered underage 65 and covered under Medicare is not eligible to contribute to an HSA.. • If you are covered under the Cigna HDHP and are covered by another health plan (unless it is also an HDHP), you cannot contribute to an HSA. For example, if you are covered under a spouse’s medical plan, you can only contribute to an HSA if that medical plan is an HDHP. • If you are covered under the HDHP, you can contribute to an HSA on a tax-free basis, and then you and your covered dependents can use the HSA to pay for qualified medical expenses. Once your deductible has been met, the plan pays for 80% of network medical expenses and 50% of reasonable and customary charges for out-of-network medical expenses. • Prescriptions are not covered if filled at an out-of-network pharmacy.

Over 300 FREE Generic Preventive Medications for High Deductible Participants!

• Even before the HDHP deductible is met, in-network preventive care is covered at 100% and you’ll never pay more than the plan’s out-of-pocket maximum for covered medical expenses. The out-of-pocket maximum puts a limit on the total amount participants have to pay for health care coverage. It is important to remember that this amount includes the deductible and prescription costs.

Example Preventive Medication/Conditions:

• HSA funds cannot be used for medical expenses incurred by a domestic partner or a domestic partner’s children.

n Cholesterol

• If you are enrolled in HDHP with an HSA and you have elected healthcare FSA money for the year, your FSA money is limited to Dental and Vision expenses only until your Medical deductible has been met.

n Osteoporosis

n Asthma n Blood Pressure n Blood Thinner n Diabetes n Prenatal

13

Using a Health Savings Account (HSA) To help you decide if the High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) is right for you, review this list of HSA features: • An HSA is available only if you are in an HDHP and not covered by any non-HSA-eligible medical plan or Medicare. • You can fund your HSA with pretax savings taken directly from your paychecks. You can also fund your HSA through personal, after-tax deposits. • Unused amounts automatically roll over for use in following years. • HSAs are portable from employer to employer; you can use up your balance for eligible expenses. You can even continue contributing as long as you are in another HDHP plan. • Contributions are securely held in trust for your use and they can grow through simple interest or investment income (over $2,000). • Money in your HSA can be used to pay for the same health care expenses that are allowed under a Flexible Health Care Spending Account. • Money in your HSA can also be used to pay premiums for individual long-term care insurance policies, COBRA insurance coverages, health plan coverage while receiving unemployment insurance and, if age 65+, any health insurance except Medicare Supplement (A-J), known as Medigap coverage. • Medical expenses incurred by a domestic partner or a domestic partner’s children are not eligible for reimbursement from an HSA. • HSA funds cannot be used for expenses incurred prior to opening your HSA account.

Get Money When Electing the HDHP An HDHP may seem challenging at first, but for many teammates the HDHP, when accompanied by an HSA, can greatly reduce your out-of-pocket costs. HDHP advantages include: n L ower premium contributions n S  ignificant potential outof-pocket savings (can be $1,000s, depending on usage) n D  aVita gives you money for your Health Savings Account (HSA) Note: You may use your HSA funds for over-the-counter drugs only if you have a prescription.

HSA Auto Enrollment When you enroll in the HDHP, you will be automatically enrolled in an HSA with J.P. Morgan Chase. You may increase or decrease your payroll deductions at any time during the year by going to Village Vitality Benefits: > Click Enroll Online at the top left side of the screen > Click on Start Enrollment • Verify your personal information and click Continue • Change your HSA payroll contributions DaVita makes an annual, up-front contribution to the HSAs for HDHP participants. Depending on your coverage level, DaVita will contribute the following to your HSA: Teammate only: $600

Teammate + One or Child(ren): $900

Family: $1,200

Contribution amounts are pro-rated based on benefit effective date Once your account has been established, you will receive a welcome kit in the mail from JP Morgan Chase, which will include a debit card that you can use to pay for qualified medical expenses and additional details about your HSA. HSA balances above $2,000 earn interest. Once your HSA account balance reaches $2,000, you can transfer some of your funds to an HSA investment account.

Visit http://VillageVitality.DaVita.com > 2013 Benefits>Access YSA>Manage Account>Take Action section, then in drop down box select “Access to Your Spending Account” > Manage your Account > Take Action section for a complete list of eligible FSA & HSA health care expenses.

Note: DaVita does not make contributions to Domestic Partners and their children because their expenses are not considered “eligible” under Federal regulations. 14

How HSAs and Flexible Spending Accounts (FSAs) Work Together If you enroll in the HDHP, you may not contribute to a traditional health care FSA. However, you may contribute to a Limited Healthcare FSA for expenses not covered by your medical plan, like vision and dental expenses. You might want to consider contributing money to the Limited Healthcare FSA if you know you are going to have large dental or vision expenses during the year. Once you have reached your deductible under the HDHP plan, your Limited Healthcare FSA will no longer be “limited” from that point forward. All expenses eligible under a traditional FSA will be eligible for reimbursement from your FSA.

How HSAs, HRAs and FSAs Work Together Consumer Account

HSA

Reimbursement

You can use your HSA debit card or checks to pay for qualified expenses

HRA

Limited-Use FSA

FSA Healthcare & Dependent Care

N/A

You must submit receipts for eligible expenses incurred in 2013 by March 31, 2014

You must submit receipts for eligible expenses incurred in 2013 by March 31, 2014

N/A Eligible expenses only, helps pay for deductible

 ut-of-pocket expenses O for dental and vision care

Out-of-pocket expenses for medical, dental and vision care

• Medical plan deductible Examples of Eligible Expenses

• Certain over-the-counter drugs that are prescribed or that you have a prescription for • Out-of-pocket expenses for dental and vision care

Funding is based on annual salary. • TM Only $600 • TM + One $900 DaVita Funding Limit

• TM + Child(ren) and Family $1,200 (Note: Combined employer and teammate contributions cannot exceed IRS 2013 limits)

< $30,000 = TM Only $500, TM + One or TM + Child(ren) $650, Family $800 $30,000 to $50,000 =

N/A

N/A

TM Only $250, TM +One and TM + Child(ren) $325, Family $400 > $50,000 = 0

Annual Teammate Contribution Limit

Catch-Up Contribution Rollover to Next Year

Portability

The maximum annual contributions allowed by the IRS for 2013 are: • $3,250 / TM Only

N/A

$2,500

$5,000 Dependant Care Spending Account

• $6,450 / TM + Family If you are 55 or older in 2013, you can contribute up to $1,000 more  t the end of the year, leftover A amounts will roll over

If you leave DaVita, your account balance will go with you

$2,500 Healthcare Flexible Spending Account

N/A Rollover to maximum deductible

N/A

N/A

N/A

“ Use it or lose it” rule applies, so no roll over

“Use it or lose it” rule applies, so no roll over

If you leave DaVita, you can submit claims through March 31, 2014, for eligible 2013 expenses incurred before your termination date

If COBRA elected and payment made

15

Flexible Spending Accounts Contributing to a Flexible Spending Account (FSA) allows you to pay for certain out-of-pocket health care and dependent day care expenses with tax-free dollars. You can choose to contribute to the Healthcare Spending Account, the Dependent Care Spending Account, or both through payroll deduction. Participation is voluntary. Your Healthcare Flexible Spending Account Options

Your Dependent Care Flexible Spending Account Options

Contribute $130 – $2,500 per plan year OR Waive participation

Contribute $130 – $5,000 per plan year (within IRS limits) OR Waive participation

Healthcare Flexible Spending Account You may use this account to pay for:  Deductibles, co-insurance and co-payments for the medical, dental, and vision plans  Prescription drug co-payments for both retail and mail order fills  Over-the-counter drugs for which you have a prescription  Expenses for eye exams, glasses and contacts in excess of vision plan benefits  Hearing exams and hearing aids  Orthodontic services not covered by dental plan benefits  Expenses that exceed medical or dental plan limits

Paying for 2012 Healthcare expenses with your Healthcare Flexible Spending (FSA) Account in 2013 You may be billed in 2013 for Healthcare eligible expenses you incurred in 2012. Be careful! Do NOT use your new 2013 Healthcare Flexible Spending (FSA) debit card to pay for 2012 charges. You must file a paper claim for reimbursement of the 2012 expense. If you accidentally use your 2013 debit card for 2012 charges, you are improperly using 2013 FSA dollars and the 2012 dollars you have set aside to reimburse your 2012 expenses may go unused and risk forfeiture.

When you have a qualified expense, you can file for reimbursement from YSA (Your Spending Account) by submitting your receipt and a claim form. You can also pay for qualified health care expenses with your FSA Debit Card. No tax is ever paid on the money deposited or withdrawn from the account(s). Visit VillageVitality.DaVita.com > 2013 Benefits>Access YSA > Manage your Account > Take Action section > check eligible expenses. Important note if you elect the HDHP: You will pay for many of your health-care expenses with your Health Savings Account. If you choose the HDHP with HSA for your medical plan coverage and you also elect a Health Care FSA, that FSA account will be limited to use for dental and vision expenses only until your HDHP deductible is met.

Use It or Lose It… You need to plan your contributions to the spending accounts carefully and deposit only the money you expect to use. The IRS requires that you forfeit any unused dollars in your FSA accounts at the end of each calendar year.

Dependent Care Spending Account You may use this plan to pay for:  Child or adult day care that complies with state and local regulations  Baby-sitting during the day, either inside or outside your home  Housekeeper whose duties include dependent care  Preschool  Day camp  Care for an elderly or disabled dependent who spends at least eight hours each day in your home  Payment to a relative who cares for dependents if the relative is age 19 or older and not your dependent for income tax purposes  You cannot pay for dependent day care expenses with the Healthcare Flexible Spending Account and vice versa.

16

IRS Rules and Tax Considerations for FSAs • If you are married and file separate income tax returns, you may deposit up to $2,500. • You cannot pay for health care expenses with the Dependent Day Care Spending Account and vice versa. • You cannot use the Health Care Spending Account to pay for insurance premiums. • All claims must be incurred while actively employed by DaVita during the current calendar year. You have until March 31 of the following year to file for reimbursement. After that, you will forfeit any money left in your accounts. • You may not claim health-care expenses for which you have been reimbursed on your income tax returns.

Be sure to Check out the Decision Tools at Village Vitality Benefits Health Care Flexible Spending account Estimator can help you estimate how much you should contribute to your health care and dependent day care accounts and what kind of tax savings you can expect.

• You may use the Federal Dependent Care tax credit instead of the Dependent Care Flexible Spending Account. Make sure you use the one that will save you more money. In general, if your adjusted gross income is more than $40,000, you will save more by using the FSA plan.

Health Care Reform Health Savings and Flexible Spending Accounts As a result of Health Care Reform rules, previously eligible over-the-counter (OTC) medications such as Tylenol, Motrin, Claritin and Benadryl, are no longer eligible for reimbursement through health care expense accounts unless prescribed by a physician.

Examples OTC eligible only with a prescription

OTC eligible without a prescription

Aspirin/Ibuprofen/Naproxen

Bandages

Allergy & Sinus

Contact solution

Sleep aids

Blood sugar test kits/strips

Find a complete list on http://VillageVitality.DaVita.com > 2013 Benefits>Access YSA > Manage your Account > Take Action section > check eligible expenses.

Dependent Eligibility

• Adult children up to age 26 are eligible to enroll in Medical/Dental/Vision and Voluntary Life Insurance. • Only adult children of the teammate are eligible for this extended coverage; children and spouse of the adult child are not eligible for coverage.

Preventive Visits

• In-network preventive visits will be covered at a 100% for all our Health Plans.

17

Dental Plan Options

Work in Progress?

The dental plan options provide complete dental care services for yourself and your family, under two different types of plans. DHMO (Cigna or Aetna) – You must designate a primary care dentist, either through the enrollment process or by calling Cigna or Aetna directly. Your primary care dentist must be designated prior to receiving services, in order for the visit to be covered. All visits to a specialist must have a referral. You must seek services from a designated in-network dentist in order to receive benefits. There is an I.D. card for this plan (both Cigna and Aetna).

If you are already receiving orthodontia or other ongoing dental care and are considering new coverage under a DaVita dental plan, contact Aetna or Cigna for details about your new benefit coverage and any pre-existing condition questions.

Cigna DPO – Gives you the option of going to an in-network or out-of-network provider. However, if you go to an in-network provider, you will have a lower deductible and higher level of coverage. There is no I.D. card issued for this plan. For a list of dentists who participate in the Cigna DMO or DPO core networks, go to the Cigna provider directory at www.cigna.com or call 1-855-BE-WELL-1. The Aetna DMO provider directory is located at www.aetna.com or call 1-877-238-6200.

Comparing Dental Plans Benefits

Cigna DPO Plan

Aetna DHMO Plan Cigna DHMO Plan

In-Network Out-of-Network $75 Individual Calendar Year Deductible None None $50 Individual $225 Family $150 Family Waived for Preventive Waived for Preventive Preventive Services 100% See benefits schedule 100% 80% online under Benefit 80% after deductible 60% after deductible Basic Services 80% Tools and Resources 50% after deductible 50% after deductible Major Services 60% Calendar Year Maximum None None $1,500 $1,500 Lifetime Orthodontic Maximum None None $1,500 per member Orthodontics: (24-month treatment fee, pre-ortho visit, retention, report and banding fees)  Child 50% $3,167 50% 50% Adult (age 19 and over) Preventive and Diagnostic:  Prophylaxis Topical fluoride (child) Restorative:  Fillings (amalgams and composites) Stainless steel crowns Oral Surgery: Single extraction Impaction (partial bony) Impaction (full bony) Periodontics:  Gingivectomy (per quadrant) Scaling/root planning (per quadrant) Osseous surgery (per quadrant) Endodontics:  Root canal Prosthodontics:  Inlays/crowns Complete denture Partial denture Denture reline (chair side) Denture – broken tooth repair

50%

$3,507

50%

50%

100% 100%

$0 $0

100% 100%

80% 80%

80%; composite fillings could cost more to members 80%

$0 to $110

80%

60%

$100 to $160

50%

50%

80% 60% 60%

$12 $86 $115

80% 80% 80%

60% 60% 60%

80% 80%

$86 to $170 $42 to $83

80% 80%

60% 60%

60%

$225 to $400

80%

60%

80% (60% for molar root canals)

$210 to $335

80%

60%

60% 60% 60% 60% 60%

$390 to $490 $625 $525 to $715 $135 to $200 $77

50% 50% 50% 50% 50%

50% 50% 50% 50% 50%

18

Vision Plan Vision Service Plan (VSP) – provides coverage for eye exams, lenses, frames and contact lenses annually. You may see in-network or out-of-network vision care providers, but will receive greater benefits when staying in-network. For a list of in-network vision care providers, go to the Choice directory at www.vsp.com/choice.

Laser Vision Program • VSP has contracted with specific laser centers to provide a discounted fee for laser surgery. • Laser surgery includes PRK, LASIK and custom LASIK. Discounts vary by location, but average 15% off the contracted laser center’s usual and customary price. • If the laser center is offering a temporary price reduction, VSP members receive 5% off the promotional price. • If you have had corrective eye surgery, you may use your annual frame allowance to purchase non prescription sunglasses. Exclusions – The following materials and services are not covered under the program: • Orthoptics or vision training • Non-prescription glasses or contacts • Two pairs of glasses instead of bifocals • Replacement of glasses that are lost or broken • Medical or surgical treatment of the eyes (excluding discounts for laser vision correction) • Experimental vision services, treatments, and materials

Benefits Exams Coinsurance/Co-pay Frequency Lenses* Single Vision Bifocal Trifocal Lenticular Frequency Frames* Co-insurance/Co-pay Frequency Contact Lenses* Medically Necessary Elective Frequency Co-pay

Vision Plan (VSP) In-Network

Out-of-Network

100%

Up to $45 Each calendar year

100% 100% 100% 100%

Up to $30 Up to $50 Up to $65 Up to $100 Each calendar year

100% up to $145; 20% discount on any out-of-pocket costs Each calendar year 100% Up to $145

Up to $70

Up to $210 Up to $105

Each calendar year Member must pay $25 co-pay at the time of the first calendar year service

*You can purchase contact lenses from a VSP network doctor instead of frames and lenses in a service year. The $145 allowance applies to the VSP doctor’s professional services and materials for the contact lenses. VSP doctors provide a 20% discount off of their professional fees.

19

Life and Accidental Death & Dismemberment (AD&D) Insurance Basic Life

If You and Your Spouse Both Work at DaVita

• Full-time teammates receive coverage equal to 1 1/2 times annual base salary up to $500,000.

Anyone who is enrolled as a teammate will not be considered as a dependent. No one may be considered as a dependent of more than one teammate.

• Eligible part-time teammates receive coverage of 75% of annual base salary up to $250,000. • Age reductions may apply.

AD&D • Coverage is identical to Basic Life Insurance amounts. Benefits are paid in addition to Basic Life if you die or are injured in an accident.

Voluntary Life and AD&D • Additional AD&D coverage is available for you to purchase for yourself and your family members in amounts from $25,000 to $500,000, up to 10 times your annual salary. • You may purchase additional life coverage for yourself in increments of $10,000, up to $1,000,000. • You may purchase $10,000 of life insurance coverage for your children. Subject to the same eligibility rules that apply to medical coverage up to age 26. • You may purchase additional life coverage for your spouse/domestic partner in increments of $5,000, up to $500,000. • Your spouse’s coverage is limited to 50% of your total life insurance amount including Basic Life coverage. • You may be asked to provide evidence of good health. • The percentage of benefit payable for Voluntary AD&D coverage depends on the type of loss and who is covered. • Evidence of Insurability (EOI) may apply. Beneficiaries – Life insurance is paid to your beneficiaries if you die. You must complete the Life Insurance Beneficiary section on the enrollment web-site. You can add or change your beneficiary designation at any time during the year. You can update your designation on-line at http://VillageVitality.DaVita.com. You are the beneficiary for voluntary life and AD&D insurance for your covered spouse/domestic partner and children. Imputed Income – According to federal law, only the first $50,000 of Basic Life Insurance coverage is available to teammates on a tax-free basis. If your Basic Life Insurance is over $50,000, the value of the additional coverage will be considered taxable income. This added value is called “imputed income.” Premiums for Basic Life Insurance valued above $50,000 will be added to your W-2 earnings, and will be subject to federal, state and Social Security taxes. This will be reflected on your paycheck as a deduction.

Business Travel Accident Plan • Pays benefits for eligible full-time and part-time teammates who get injured or die while traveling for DaVita. 20

2013 Life and AD&D—Bi-Weekly Contribution Rates Voluntary ADD - per $1,000 of coverage Teammate

$0.0092

Teammate + Family

$0.0138

Supplemental Teammate Life - per $1,000 of coverage Age of covered person

<25

$0.033

25 - 29

$0.033

30 - 34

$0.046

35 - 39

$0.052

40 - 44

$0.057

45 - 49

$0.088

50 - 54

$0.133

55 - 59

$0.0252

60 - 64

$0.413

65 - 69

$0.764

70-74

$1.209

75+

$1.844

Be sure to check out the Life Insurance Estimator In Village Vitality Benefits, under Decision Tools, the Life Insurance Estimator can help you estimate how much life insurance you should have to fully protect your family from financial hardship.

Supplemental Spouse/Domestic Partner Life - per $1,000 of coverage Age of covered person

<25

$0.028

25 - 29

$0.028

30 - 34

$0.039

35 - 39

$0.044

40 - 44

$0.049

45 - 49

$0.076

50 - 54

$0.115

55 - 59

$0.217

60 - 64

$0.356

65 - 69

$0.659

70-74

$1.043

75+

$1.543

Child(ren) Life - per $1,000 of coverage Child(ren) Life

$0.080

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Disability Coverage Short-Term Disability DaVita provides Basic Short-Term Disability (STD) benefits at no cost for all full time teammates. This benefit provides income protection for up to 26 weeks with an approved claim, if you are unable to work due to your own extended, non-work-related illness, injury or pregnancy for more than seven calendar days. If you become eligible for a Basic STD benefit, you receive 60% of your base pay, to a maximum benefit of $1,000 per week. When you are first eligible to enroll, and each year during Open Enrollment, you can enhance your Basic STD coverage by electing Supplemental STD coverage that increases your benefit to 75% of your base pay, to a maximum benefit of $1,000 per week. Your cost for Supplemental STD is shown when you make your election decisions at Village Vitality Benefits, VillageVitality.DaVita.com. Your Basic and Supplemental STD payments are coordinated with state, Social Security and any other group disability payments you receive. Pre-existing condition exclusions apply to your coverage. DaVita pays for your Basic STD coverage on a pre-tax basis, so any benefit you may receive from the plan will be considered taxable income to you. You pay for the Supplemental portion of the benefit on an after-tax basis, so any Supplemental STD benefit you may receive from the plan will be tax-free, subject to IRS rules and regulations. No EOI required. Pre-existing conditions may apply. Keep in mind: The annual Paid Time Off (PTO) accrual for full-time teammates includes hours for five sick days. The first five work days of an absence (up to 40 hours max based on your scheduled weekly hours) during the first week of a qualified disability will be counted as sick days covered by the PTO plan. Once PTO is used up, these days will be without pay. If you are unable to work due to your own non-work-related illness, injury or pregnancy for more than seven calendar days, you may become eligible for a Basic STD benefit.

Long-Term Disability - Auto Enrollment, Must Opt-Out DaVita automatically enrolls full-time teammates into Basic Long-Term Disability (LTD) benefits. This benefit provides income protection if you are unable to work due to your own extended, non-work-related illness, injury or pregnancy for more than 26 weeks. If you become eligible for a basic LTD benefit, you receive 50% of your base pay, to a maximum benefit of $10,000 per month. Teammates pay 25% of the cost for this coverage. DaVita pays the rest. You have the opportunity to opt out of this coverage. When you are first eligible to enroll, and each year during Open Enrollment, you can enhance your Basic LTD coverage by electing Supplemental LTD coverage that increases your benefit to 60% of your base pay, to a maximum benefit of $10,000 per month. Pre-existing conditions apply. Your cost for Supplemental LTD is shown when you make your election decisions at Village Vitality Benefits, VillageVitality.DaVita.com. Pre-existing condition exclusions may apply to your coverage. Your Basic and Supplemental LTD payments are coordinated with state, Social Security and any other group disability payments you receive. Pre-existing condition exclusions may apply to your coverage.

22

STD and LTD Rates Supplemental Disability — Bi-Weekly Contribution Rates Supplemental STD (per $10 covered weekly payroll)

$ 0.06

Supplemental LTD (per $100 of covered monthly payroll)

$0.19

2013 Supplemental Disability Coverage — Teammate Contribution Examples Supplemental STD If your annual salary is…

Your bi-weekly contribution for coverage will be…

$30,000 $35,000 $40,000 $45,000 $50,000 $55,000 $60,000 $65,000 $70,000 $75,000 $80,000 $85,000 $90,000

$3.49 $4.07 $4.65 $5.23 $5.81 $6.39 $6.98 $7.56 $8.06 $8.06 $8.06 $8.06 $8.06

Paying for Basic LTD, for example… Teammate annual earnings = $40,000 Premium contribution per paycheck = $3.32

Supplemental LTD If your annual salary is…

Your bi-weekly contribution for coverage will be…

$30,000 $35,000 $40,000 $45,000 $50,000 $55,000 $60,000 $65,000 $70,000 $75,000 $80,000 $85,000 $90,000 $95,000 $100,000 $105,000 $110,000 $115,000 $120,000

$4.65 $5.43 $6.20 $6.98 $7.75 $8.53 $9.30 $10.08 $10.85 $11.63 $12.40 $13.18 $13.95 $14.73 $15.50 $16.28 $17.05 $17.83 $18.60

Basic LTD Bi-Weekly Contribution Rate $0.463/$100 of coverage per month ($0.2137/$100 of coverage per paycheck)

23

Paid Time Off (PTO) DaVita has created a Paid Time Off program to allow teammates the flexibility to use their time off in a way that best meets their personal needs. The PTO program incorporates vacation time, sick time and holidays into one accrual rate. As a full-time or part-time teammate working a minimum of 24 hours per week, you begin to accrue PTO on the first day of employment or rehire and may use accrued time after 90 days of continuous service.

Length of Service

Accrual Rate Per Hour Paid

Maximum Hours

Maximum 8-Hour Days

CA Maximum 10-Hour Days

CA Maximum 12-Hour Days

Hire through year 1

0.0846

176

22

17.6

14.7

Beginning year 2

0.0923

192

24

19.2

16

Beginning year 3

0.0962

200

25

20

16.7

Beginning year 4

0.1000

208

26

20.8

17.3

Beginning year 5

0.1038

216

27

21.6

18

Beginning year 6

0.1077

224

28

22.4

18.7

Beginning year 7

0.1115

232

29

23.2

19.3

Beginning year 8

0.1154

240

30

24

20

Beginning year 9

0.1192

248

31

24.8

20.7

Beginning year 10+

0.1231

256

32

25.6

21.3

PTO Annual Cash-Out Option – Each year, during annual Open Enrollment through December 31, DaVita allows eligible teammates to make an election for the following year, to cash out a portion of their unused, accrued PTO balances. Please refer to your Teammate Guidelines for annual limits and cash-out guidelines. Clinic Based - Tenured schedule (Annual elective cash-out limits are based on years of service) Only applies to certain clinic based teammates FAs, Group FA’s, RNs, PCTs, Reuse Technicians, Clinic Administrative Assistants, Biomed Technicians, Social Workers, & Dietitians. Yrs of Service

Hours Limit

Yrs of Service

Hours Limit

0-1

40

5-6

88

1-2

56

6-7

96

2-3

64

7-8

104

3-4

72

8-9

112

4-5

80

10+

120

Teammates not included in this Clinic Based schedule may elect to cash-out up to 40 hours each year.

Holidays – Your PTO accrual includes time for DaVita designated holidays. However, teammates who are required to work on a designated DaVita premium pay holiday will be compensated at a premium rate of one and one-half times their hourly rate of pay for all hours worked on the actual day. See your Teammate Guidelines for more information. Maximum PTO Balance – If you were hired on or after January 1, 2010 your PTO balance is capped at 120 hours. If you reach this balance you will stop accruing PTO until hours are used and your balance goes below 120 hours. Director and Vice Presidents – If you hold a Director or VP level position you are entitled to receive 4 weeks of PTO annually, but your PTO does not accrue. 24

Saving for Retirement It is important to prepare for your future by saving for your retirement. By offering a 401(k) Plan and an Employee Stock Purchase Plan (ESPP), DaVita helps you save for retirement through payroll deductions.

401(k) Auto Enroll The 401(k) auto enrollment program helps you save for retirement by auto-enrolling you at an initial 3% deferral rate taken from your paycheck. However, you have the option to: • Select a deferral percentage between 1-50%. • Completely opt-out within the first 45 days of employment before any deductions are taken from your paycheck. • Change your mind once deductions of 3% have begun within 90 days following your first paycheck contribution. Your contributions will be returned to you with any market gains or losses. • Stop deductions at any point after your initial 90 days of contributing. Deductions will cease, but any previous contributions will remain in your 401(k) account. • Information about DaVita’s Retirements Savings Plan and Auto Enrollment will be sent to your home shortly after you start with DaVita. 401(k) Retirement Savings Plan offers a convenient, tax-efficient way to save for your retirement. Some advantages to participating in the plan include:

For questions about your 401(k) account, please contact T. Rowe Price at 1-800-922-9945 from 7:00 a.m. – 10:00 p.m. Eastern Time.

• All teammates are eligible. Upon hire, you are immediately eligible to participate in the 401(k) Plan if you are 18 or older. New hires will receive enrollment information at their home address from T. Rowe Price (the plan administrator) shortly after their date of hire. • Tax deferral: You don’t pay taxes on the money you put into a 401(k) plan or on any investment earnings, until you withdraw it (penalties may apply if you take an early withdrawal). • You may contribute from 1% to 50% of your earnings into your 401(k) through pretax payroll deduction (from 1% to 20% of your earnings if you are considered highly compensated). Contributions are subject to IRS limits. • Full range of investment options: You have several investment choices, including DaVita company stock. • Flexible account management: Change your investment allocations, deferral percentage, and transfer funds among investment options 24 hours a day, seven days a week. • Access to loans and certain withdrawals in case of severe financial hardship. • Online information, education and retirement planning tools: T. Rowe Price (the plan administrator) offers many online tools to help you learn about investing and planning for retirement. For more information, to adjust your contribution level or to change your investments, visit rps.troweprice.com or call 1-800-922-9945. • Tax savings when deferring your Triple Crown Awards. Throughout the year, teammates have the opportunity to defer between 30 and 100% of potential, future Triple Crown Bonus Awards into the DaVita Inc. 401(k) Plan on a pre-tax basis. For more information, visit Village Vitality Benefits > Other Benefits and Info > Retirement > 401K Guide to review the teammate guide to DaVita’s Retirement Savings Plan.

First-time visitor at T. Rowe? Getting started is easy: > Log in to rps.troweprice.com > On the left side, fine “New User” and click on “Register”. > Follow the prompts to create a user name and password > Use your Social Security number, zip code, and date of birth to verify your identity Next time, simply log in with your user name and password.

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Employee Stock Purchase Plan (ESPP) The Employee Stock Purchase Plan (ESPP) gives you the opportunity to buy DaVita stock at a discount. All DaVita teammates regularly scheduled to work at least 20 hours per week, and who have worked for three consecutive months before the first day of a purchase right period, are eligible to participate in the ESPP during that specific purchase right period. You can typically enroll in the ESPP during December and June of each year. Village Vitality Benefits > Other Benefits and Info > Employee Stock Purchase Plan tab for more information.

Triple Crown Profit Sharing Program The Triple Crown Profit Sharing program is a unique way we demonstrate our belief that sharing success with our teammates is important.

Triple Crown is…

Triple Crown is a profit sharing program that rewards teammates for the contributions they make to the success of the Village. It is an important part of the benefits DaVita offers teammates. • It gives teammates multiple opportunities to earn awards.

Why Triple Crown is a unique approach to Profit Sharing

• It gives teammates flexibility; they can choose a cash award or add their award to their 401(k) retirement savings plan. • We don’t know of any of our competitors who offer this type of opportunity and flexibility. There are three ways for teammates to earn awards:

How teammates earn awards

1. Village Award: Teammates share in the success of the Village when DaVita meets its financial and clinical goals. 2. Victory Award: Teammates can earn awards when facility, department and clinical goals are met. 3. Value Award: Teammates can earn an award for demonstrating DaVita’s core values at work.

Look for more information about the Triple Crown program on the VillageWeb.

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More DaVita Benefits MetLife Benefits MetLife provides the following voluntary benefits for DaVita teammates: • Auto and Home Insurance (enroll at any time during the year) • Critical Illness Insurance (enroll during open enrollment or initial enrollment) • Legal Services Plan (enroll during open enrollment or initial enrollment) • Pet Insurance (enroll at any time during the year)

Auto and Home Insurance You can purchase insurance through Metropolitan Property and Casualty Insurance Co. (METLIFE) for your home, mobile home, condo, apartment, car or recreational vehicle, at any time during the year. METLIFE gives discounts for mature homeowners, new home buyers, good drivers, security devices in your home and car and multiple insurance policies. You’ll receive additional discounts based on your years of service. You can elect to have premiums deducted from your paycheck.

Village Market Place ~ You can purchase select items using payroll deductions! The Village Market Place is an online site sponsored by DaVita that provides links to a wide variety of products, services and discounts! One central place for you to research and purchase: • Unique voluntary benefits such as pet, home and auto insurance. • DaVita specific discount offers such as amusement park tickets, movie passes, wireless phone service and more!

Legal Services DaVita offers legal services through the MetLaw Group Legal Services Plan. Participation in this plan is available only when you first become eligible for benefits and during annual Open Enrollment. The plan provides you with unlimited telephone advice and office consultations on most personal legal matters and full representation for consumer protection, debt matters, and defense of civil lawsuits. (Legal representation is not provided for divorce, DUI or employment law.) The MetLaw Group Legal Service Plan is available at a cost of $7.27 per pay period ($15.75 per month) and covers legal service for you, your spouse and your dependents. Deductions are withheld from your bi-weekly paycheck. Other advantages include discounted rates on personal injury applications, probates and estate administration matters. For more information, contact the MetLaw Client Service Center at 1-800-821-6400. Visit Village Vitality Benefits > Other Benefits and Information for more information.

The Legal Services plan includes assistance with: • Document review and preparation • Family matters • Traffic and criminal matters • Real estate matters • Wills and estate planning • Identification theft • Bankruptcy/foreclosure • Contested/uncontested adoptions • Consumer protection

Pet Insurance Veterinary Pet Insurance can help cover some of the costs of owning a pet, especially those emergencies that can result in large expenses. There are two plans available: The Advantage Plan, with premiums starting at $7.00 per pay period ($15.17 per month), and the Gold Plan, with premiums starting at $4.01 per pay period ($8.68 per month). Optional vaccination and routine care coverage are also available. For more information and to enroll in Veterinary Pet Insurance, at any time during the year, contact METLIFE at 1-800-438-6388. Visit DaVita Village Market Place at www.beneplace.com/villagemarketplace for more information.

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DaVita Programs Adoption Assistance Once an adoption is final, DaVita will reimburse 100% of your eligible adoption expenses, up to $5,000 for each child. Eligible expenses include adoption agency fees, placement fees, foster care charges incurred immediately before the adoption, maternity care for the birth mother and legal expenses. All full-time teammates are eligible for Adoption Assistance immediately upon hire. For more information on adoption assistance, contact the Resource Center at 1-800-381-7063, option 6 or go to Forms and Documents/People Services/Health and Welfare.

Tuition Reimbursement DaVita provides tuition reimbursement for both full and part time teammates who go back to school. You’re eligible for reimbursement of expenses, including tuition, books and reasonably related course fees, if you earn a grade of “C” or better through an accredited program at a college, university or community college, have completed 90 days of continuous service with DaVita, and are actively working at the time classes are taken. The maximum benefit is $3,000 per calendar year. For more information, call Your Spending Account (YSA) at 1-888-557-9834.

DaVita Village Care Programs and discounts are available to help with your everyday and emergency back up childand elder-care needs. Backup Care Connection, administered by LifeCare, will help you locate backup care when your regular care arrangements fall through. This exciting benefit provides: • Backup care for children (including mildly ill children) and older loved ones. • Placement with fully credentialed child care centers or with licensed in-home care providers. • Low co-pays of only $15 for a full day of care, payable by debit or credit card only. • Up to five days of care for each of your dependents. • 24/7 access to the program via a toll-free number and web site. Plus, since regular child care can be costly, this program will also help you locate child care centers that offer a discount (for regular care) exclusively for DaVita teammates. To register for Backup Care Connection or to search for a discounted child care center in your area, look for the Village Care logo on the home page of Village Market Place at www.beneplace. com/villagemarketplace. The registration code is villagecare.

DaVita Village Network (DVN) The DVN is designed to help teammates or their immediate dependents with limited financial assistance when they need it. Including those on active military duty and those experiencing an undue hardship from excessive or uncovered medical expenses. For more information, visit the DaVita VillageWeb, select DaVita GPS and click on Grants and Teammate Assistance.

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Donations to Charitable and Political Causes DaVita provides you a convenient way to contribute a minimum of $.50 per paycheck, on a voluntary, confidential basis to these organizations. If you choose to participate, contributions must be re-elected each year. Changes to your contribution can be made at any time by logging on to VillageVitality.DaVita.com, click on Enroll Online, then Start Enrollment. Once your personal information is verified, choose the benefit you would like to make changes to. All donations are voluntary. DaVita Village Network (DVN): The DVN is designed to help teammates or their immediate dependents with limited financial assistance when they need it most including those on active military duty and those experiencing an undue hardship from excessive or uncovered medical expenses. For more information, visit the DaVita intranet, select DaVita GPS and click on Grants and Teammate Assistance. The Kidney TRUST: The Kidney TRUST works to provide awareness, education and testing to the estimated 20 million American adults with chronic kidney disease, to help prevent or delay the onset of kidney failure. Fundraisers like the Tour DaVita enable The TRUST to provide essential resources and support patient advocacy. For more information please go to: www.kidneytrust.org. Donations to the Kidney TRUST are tax deductible. DaVita Medical Missions/Bridge of Life: The Bridge of Life Program lets teammates volunteer to build, train, and develop dialysis centers in under-served regions, such as Africa and Latin America, where kidney care is lacking or completely non-existent. The program is completely voluntary and run solely on donations. Contributions to this fund are tax deductible. For more information please go to the DaVita VillageWeb. Dialysis Patient Citizens (DPC): DPC was founded to provide a strong, united voice in advocating for dialysis patients and those who suffer from kidney disease. Since its founding in 2004, DPC has attracted more than 23,000 members nationwide and continues to grow. Your contribution will help continue DPC’s mission to improve dialysis patients’ quality of life through education and advocacy. DaVita Political Action Committee (DaPAC): The DaPAC contributes to federal and state candidates of any party who share a commitment to quality kidney care. DaPAC is not associated with any one candidate, campaign, or party. Contributions to DaPAC are limited, voluntary and non-tax deductible. By law, DaPAC may only solicit support from members of the DaPAC Restricted Class, which includes FAs, Managers, Directors, VPs and other teammates with supervisory authority over salaried personnel. For more information please go to: www.davitaadvocacy.com. You can choose to initiate, change or stop your donations at any time.

29

Village Vitality • Village Vitality is a comprehensive wellness program designed to: • Introduce tools and resources to assist teammates in living a healthier life • Help teammates identify health issues they may or may not be aware of, through programs and educational information

Cigna Wellness Team Sometimes asking for help or knowing where to start can be difficult. That’s why DaVita has partnered with Cigna to create a dedicated team that includes health educators, nurses, exercise physiologists, dietitians, and EAP counselors called Vitality Coaches.

Village Vitality includes programs and resources for teammates regarding: • • • • •

One number can connect you with what you need: 1-855-BE-WELL-1, (1-855-239-3551)

Lifestyle Management Programs Whether you want to make improvements to your health by losing weight, quitting tobacco or learning to better cope with stress, it’s never too late to take that first important step. And no matter which health goal you decide to work on, there are tools to help. DaVita provides three Lifestyle Management Programs:

Nutrition Physical activity Tobacco cessation Stress management Weight management

To find more information, log on to the Village Vitality page on the Village Web: VillageWeb/ Departments/VillageVitality.

• Quit Today™ – tobacco cessation • Strength & Resilience – stress management program • Healthy Steps to Weight Loss – weight management program These programs are offered through Cigna to all DaVita teammates. To sign up for a telephonic program with a Wellness coach just call 1-855-BE-WELL-1 (1-855-239-3551) or to join the online program visit www.Cignabehavioral.com (password: davita).

One-On-One Coaching The Wellness Coaches are Cigna representatives that have access to your: • Cigna Health Assessment summary • Vitality Screening Results Confidentiality is important. We comply with all HIPAA guidelines that guarantee the privacy of your Protected Health Information. Your personal information will never be shared outside of Cigna. If your Cigna Health Assessment or Vitality Screening results indicate a health risk, you may receive a call from a Wellness Coach. Triggers could include: • • • • •

High cholesterol High blood sugar High blood pressure High body mass index or Tobacco use

Cigna participants can receive coaching for: • Chronic conditions • In-patient care • Care Gaps such as: •

A missed preventive screening

•

Potential for adverse effects with specific medication combinations or drug dosage error

•

Doctor-submitted medical claims or referrals from other programs indicating you could benefit from working with a Wellness Coach

30

Employee Assistance Program (EAP) Our lives can be stressful, and sometimes we all need expert advice. That’s why the EAP is provided by DaVita at no cost to you, starting on your first day of work. All DaVita teammates and all members of your household have access to discounts and referrals, local life resources and immediate help during a crisis. The EAP provides up to five mental health visits per issue with an EAP counselor. Visit http://villageweb.davita.com/go/?id=37516 for a comprehensive list of the EAP’s wide variety of services and referrals. When treatment is needed beyond the EAP, Cigna EAP providers will assist in coordination of care with your health plan. The EAP program is a completely confidential service provided by Cigna EAP. Trained counselors are just a phone call away. To reach an EAP counselor, simply call 1-855-BE-WELL-1 (1-855-2393551), anytime (24 hours a day, seven days a week).

Frequently Asked Questions Medical Benefits Deductibles and Out-of-Pocket Maximums 1. If I enroll in the PPO with HRA or High Deductible Health Plan (HDHP) plan and my salary would fluctuate mid year, would there be any impact on the HRA or HSA funding? No. If you are newly eligible for benefits during the year, your deductible will be based on your salary on the date you gain eligibility. It will not fluctuate throughout the year if pay changes.

Prescriptions 2. Why is it mandatory to get my maintenance drugs through Cigna mail order? Using the mail order home delivery pharmacy is essential because it helps us better manage the Village’s Rx dollars and, just as importantly, it ensures that you get your prescription refills on time. If you have any problems filling a maintenance prescription, contact Tel-Drug at 800-285-4812 or the Benefit Support Team. (Note: You still have the option of getting generic drugs, outside the Cigna plans, directly from your local discount pharmacy at full cost to you.)

Pretax Savings Accounts 3. Will DaVita make another contribution to my Health Savings Account (HSA) for 2013 if I am currently enrolled in the HDHP plan for 2014? Yes. DaVita makes an annual contribution for every teammate who elects the HDHP for the year. These annual contributions will be pro-rated based on your benefits effective date.

4. Will DaVita make a contribution to my Health Reimbursement Account (HRA) each new plan year? Yes, up to the annual deductible and if annual salary is <$50,000.

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Frequently Asked Questions (con’t) 5. Will my Flexible Spending Account elections carry over to the next year if I do not want to make any changes? No. You must make new elections for Flexible Spending Accounts.

6. Will my Health Savings Account elections carry over to the next year if I do not want to make any changes? Yes. The annual goal amount can be changed at any time throughout the year.

7. I was surprised the Health Care Flexible Spending Account allows me to use my entire annual contribution on January 1, even before the money is in my account. Why is that? IRS rules allow this to help encourage participation and to help offset the use-or-lose-it rule you face at the end of the year.

For additional information on any specific benefit plan, visit Village Vitality Benefits (http:// VillageVitality.DaVita. com). Click on the plan in the Health & Welfare Navigation bar on the left for Summary Plan Descriptions, Eligibility information, and Links to provider searches.

Enrollment 8. What if I have health insurance through my spouse’s employer? Do I still need to make elections? Yes. You may need to make your other 2013 benefit elections, such as for STD, LTD and the flexible spending accounts.

Other Benefits 9. How do I apply for DaVita Village Network assistance? Information about the DVN can be found on the DaVita intranet, under DaVita GPS/Grants and Teammate Assistance.

More Information 10. Who do I contact if I have additional questions about enrolling for my benefits? Contact the Benefits Support Team at 1-800-381-7063, option 3.

32

Resources Here is a list of the toll-free numbers and websites for all of DaVita’s benefit vendors. For more detailed information about a specific plan, you may go to that plan’s website or call the Member Services number. For benefits-related questions contact the Benefits Support Team at 1-800-381-7063, option 3. Medical Plan Blue Cross Blue Shield – Alabama Cigna Medical Plans Empire HMO GHC – Washington

Web Site

Member Services

www.bcbsal.com

1 - 8 0 0 -2 9 2 - 8 8 6 8

www.cigna.com

1 - 8 5 5 -2 3 9 -3 5 5 1

www.empireblue.com

1 - 8 0 0 -3 7 7- 5 1 5 6

www.ghc.org

1-888-901-4636

Kaiser California

www.kaiserpermanente.org

1-800-464-4000

Kaiser Colorado

www.kaiserpermanente.org

1 - 8 8 8 - 6 8 1 -7 8 7 8

Kaiser Georgia

www.kaiserpermanente.org

1-888-865-5813

Kaiser MidAtlantic

www.kaiserpermanente.org

1 - 8 0 0 - 5 2 4 -7 3 7 7

Kaiser Northwest

www.kaiserpermanente.org

1 - 8 0 0 - 8 1 3 -2 0 0 0

Dental Web Site

Member Services

Aetna DHMO Dental

Plan

www.aetna.com

1 - 8 7 7-2 3 8 - 6 2 0 0

Cigna DPO and DHMO Dental

www.cigna.com

1 - 8 5 5 -2 3 9 -3 5 5 1

Vision Plan VSP

Web Site

Member Services

www.vsp.com/go/davitainc

1 - 8 0 0 - 8 7 7 -7 1 9 5

Life/AD&D Insurance Member Services The Hartford

1 - 8 0 0 - 3 0 3 - 9 74 4

Leave Notification and Disability Insurance Member Services To report a leave of absence or an STD claim

1 - 8 7 7- 8 2 2-3 1 3 8

The Hartford (LTD claims)

1 - 8 0 0 -74 1 - 4 3 0 6

Other Benefits Plan Dependent Verification

Web Site

Member Services

www.yourdependentverification.com/

1 - 8 0 0 -7 2 5 - 5 8 1 0

plan-smart-info Cigna EAP Cigna Tel-Drug – Cigna Home Delivery Pharmacy Conexis (COBRA & Direct Bill)

www.Cignabehavioral.com myCigna.com mybenefits.conexis.com

JP Morgan Chase (HSA) MetLaw/Hyatt Legal Plan

1 - 8 5 5 -2 3 9 -3 5 5 1 1 - 8 0 0 - 8 3 5 -378 4 1 - 8 6 6 -2 0 6 - 5 7 5 1 1 - 8 6 6 - 5 24 -24 8 3

www.legalplans.com

1-800-821-6400

MetLife Critical Illness Insurance

1-800-438-6388

Benefits Support Team

1 - 8 0 0 - 3 8 1 -7 0 6 3 , option 3

T. Rowe Price Retirement Funds (401(k) plan) Your Spending Account (YSA) Village Market Place MetLife-Auto and Home Pet Insurance Village Care

http://rps.troweprice.com

1-8 0 0 -92 2-9 945

http://VillageVitality.DaVita.com

1 - 8 8 8 - 5 5 7- 9 8 3 4

www.beneplace.com/villagemarketplace

1 - 8 0 0 - 6 8 3 -2 8 8 6

www.metpay.com

1-800-438-6388

www.petinsurance.com

1-800-438-6388

http://member.lifecare.com

1 - 8 6 6 -5 7 2-1 0 8 6

33

Health Care Dictionary Below are a few of the key terms used throughout the health care section of this guide and their definitions. Annual Deductible is the amount of money you pay out-of-pocket each year before your plan starts paying benefits. Co-insurance is the percentage of the cost of health care services you pay, up to the annual outof-pocket maximum. Co-payment is the set dollar amount you pay for certain health care services or prescriptions. EAP (Employee Assistance Program) provides assessment, referral or counseling to help make you happier, healthier and more productive. The EAP is paid for by DaVita and is available to all teammates, their dependents and household members. FSA (Flexible Spending Account) contributions allow you to pay for certain out-of-pocket health care and dependent day care expenses with tax-free dollars. HA (Health Assessment) is a confidential health care questionnaire available through Cigna or other health plans.

Alphabet Soup AD&D - Accidental Death & Dismemberment FSA - Flexible Spending Account HA - Health Assessment HDHP - High Deductible Health Plan HMO - Health Maintenance Organization

HDHP (High Deductible Health Plan) offers lower bi-weekly premium contributions, but a higher deductible and out-of-pocket maximum. DaVita helps offset the higher deductible by contributing money to a Health Savings Account (HSA) on your behalf.

HSA - Health Savings Account

HMO (Health Maintenance Organization) provides care for a flat monthly rate and co-payment, with no deductibles. However, only visits to providers within the HMO network are covered. All visits, prescriptions, referrals and other care must be approved by the HMO in order to be covered.

LTD - Long-Term Disability

HSA (Health Savings Account) contributions are allowed when participating in a High Deductible Health Plan (HDHP). Money in your HSA can be used to pay for the same health care expenses that are allowed under a flexible health care spending account.

HRA - Health Reimbursement Account OOP - Out-of-Pocket PPO - Preferred Provider Organization STD - Short-Term Disability

HRA (Health Reimbursement Account) provides a health care plan with a health reimbursement account funded by DaVita when participating in the PPO with HRA plan to help pay for some of the costs of eligible heath care expenses. In-Network means receiving care from a provider who has contracted with a health plan to deliver care at a discounted fee. Maintenance Drugs are typically prescribed for continuing periods, for a chronic condition or one that may take a long time to stabilize. OAP (Open Access Plus) Network is a national network of physicians and facilities contracted to provide services under DaVita’s Cigna medical plans. Out-of-Network means receiving care from a provider who has not contracted with the health plan to provide services at a discounted fee. OOP (Out-of-Pocket) Maximum is the most you’ll play for eligible medical expenses during the year, typically in addition to co-pays and deductibles unless you are enrolled in the High Deductible plan). Once you reach this limit, the plan will cover most eligible services at 100%. PCP (Primary Care Physician) is a doctor who practices in the field of family medicine, general practice, internal medicine and pediatrics. PPO (Preferred Provider Organization) uses a deductible and coinsurance structure, with an extensive network, and does not require you to select a PCP. If you go to an in-network provider, you will have a lower deductible and higher level of coverage. Specialists are doctors who practice in any field of medicine other than those listed under primary care physician.

34

Our Mission To be the Provider, Partner and Employer of Choice Core Values Service Excellence Integrity Team Continuous Improvement Accountability Fulfillment Fun

DaVita Benefits Support Team 1-800-381-7063, option 3 This benefits guide is an overview of the benefits provided by DaVita for the 2013 calendar year. It is not a summary plan description. If a question arises about the nature and extent of your benefits under the plans and policies, or if there is a conflict between the information in this guide and the plans and policies, the formal working documents will govern. Please note that the benefits in this guide are subject to change at any time. It does not represent a contractual obligation on the part of DaVita.

2000 16th Street Denver, CO 80202 www.davita.com

35 © 2012

DaVita Inc. All rights reserved. TOTA-5725