2015 Benefits Enrollment Guide

benefits that matter to you

Annual Open Enrollment is November 17 – December 2

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Note: This communication describes benefits available in 2015 to iHeartMedia, Inc. employees, which includes Clear Channel Outdoor. The Essentials...Plus More

At iHeartMedia, Inc., we’re proud to offer the essential benefits It’s time to enroll! you expect…plus more in case you need them — and with no increase in premium costs for the fourth consecutive year, There are three important things you need to know as long as you take a few easy wellness steps. Our benefits about the enrollment process this year: What, How program is designed to provide flexible and competitive and When. coverage, while remaining affordable both now and in the future. And we provide a number of tools and resources that • WHAT: You must make active benefit elections for 2015. can help you get the most value from your benefits. There are some important changes this year, including the addition of a spousal surcharge if your spouse/same-sex While the majority of our benefits are remaining the same for domestic partner is eligible for benefits through another 2015, there are some important changes you’ll need to pay company, and an increased tobacco surcharge. attention to and factor into your decision-making process to ensure that you are selecting the plan options that work best • HOW: Enrollment for 2015 benefits will be online only for you and your family. See page 6 for highlights about what’s through our iHeartMedia, Inc. enrollment website: changing; you’ll also find more detailed enrollment information mybenefits.iHeartMedia.com. in this Guide to help you make those important decisions. • WHEN: Annual Enrollment begins on November 17 and runs through December 2.

Annual Open Enrollment is November 17 through December 2

2 Table of Contents

The Essentials...Plus More...... 2 Benefits Enrollment — The Basics...... 4 Eligibility...... 5 Coverage Levels...... 5 2015 Benefit Plan Highlights...... 6 Making Changes During the Year...... 7 HSA-Based Medical Plan...... 8 Getting to Know Your Personal Health Savings Account (HSA)...... 11 Pharmacy Benefit: 4D/GoodRX...... 15 Coordinated Healthcare ...... 16 Pre-Notification...... 17 When You’re Ready to Use Your Medical Plan...... 18 Dental ...... 19 Vision...... 20 Life and AD&D Insurance...... 21 Disability Insurance...... 23 Maternity Benefit...... 24 Flexible Spending Accounts (FSAs)...... 25 Employee Assistance Program (EAP)...... 28 Voluntary Benefits...... 29 Get Ready to Enroll...... 32 For More Information...... 33 Legal Notices ...... 34

Important Legal Notice This Guide does not provide all the details about all of the benefit plans. If you have additional questions please visit mybenefits.iHeartMedia.com to review Plan Summaries or contact our benefits administrator at (877) 784-2855 for more information. 3 Benefits Enrollment — The Basics

Annual Enrollment for 2015 is November 17 Newly Hired or Newly Eligible? through December 2, 2014. If you’re new to iHeartMedia, Inc., or are newly eligible for iHeartMedia, Inc. benefits and have a benefit effective date This year is an active enrollment, which means that of November 1, 2014 or December 1, 2014 you will have two Benefits Enrollment — you must take action to: The Basics actions to take. If you miss these two enrollment opportunities, • Elect or change coverage in medical, dental or vision for you will default to “no coverage” and you won’t be able to make Medical next year any changes to your benefit coverage for the remainder of 2014 and 2015 (unless you have a qualified family status change). • Add or drop coverage for a spouse/same-sex domestic Dental partner/common law spouse (where applicable) or • First: You must enroll for 2014 benefits within 31 days dependent child of the date you are hired or become eligible. Once you Vision learn about your benefit options for 2014 and plan your • Contribute to your personal Health Savings Account, which needs, visit the iHeartMedia, Inc. enrollment website will help you pay deductibles or other health-related costs Life and AD&D at mybenefits.iHeartMedia.com to enroll in healthcare • Contribute to a Health Care, Dependent Day Care or coverage for the remainder of 2014. Disability Insurance Commuter Spending Account • Second: Make your 2015 elections. Once you’ve enrolled Maternity Benefit • Change your employee or dependent supplemental life or and submitted your 2014 elections, and have reviewed the AD&D insurance benefit changes for 2015, you can then complete your 2015 FSAs • Enroll for disability insurance coverage elections online or by calling (877) 784-2855. Note: you must re-enroll for 2015 benefits to continue your coverage • Enroll in new supplemental coverages: Critical illness, for the 2015 calendar year. Employee Assistance accident or whole life insurance Program After Annual Enrollment is over you cannot make any changes Voluntary Benefits to your benefit coverage during 2015 (unless you have a qualified family status change). Get Ready to Enroll Don’t delay your enrollment! Make sure you review your benefits, evaluate your options and enroll by the deadline to Legal Notices ensure you and your family have the coverage you need.

See page 7 for more information about qualified family status changes. 4 Eligibility Coverage Levels

If you are a full-time or part-time non-union employee who You may tailor your health care coverage to meet regularly works at least 30 hours a week, or a union employee your benefit needs by choosing one of the following whose bargaining agreement requires enrollment in the non- coverage levels: union plans, you are eligible to participate in the iHeartMedia, Benefits Enrollment — Inc. benefits described in this guide. • You only The Basics If you elect coverage for yourself, you may also cover your • You and Spouse/Domestic Partner* eligible dependents for medical, dental, vision, life and Medical • You and Child(ren) supplemental insurance coverage. • You and Family Dental Eligible dependents include your: Your cost for coverage will vary depending on the coverage Spouse/same-sex domestic partner. (Opposite-sex domestic level you choose. Vision partners may also be eligible based on state law or where *PLEASE NOTE: if your spouse/same-sex domestic partner has required by contract.) NOTE: While federal imputed income no Life and AD&D access to medical coverage through his/her employer and you longer applies for same-sex spouses, imputed income may still still choose to enroll him/her in the iHeartMedia, Inc. plan, you apply for a same-sex spouse at the state or local level. Disability Insurance will be charged an additional $175 per month on top of your Your (or your spouse/same-sex domestic partner’s) biological or medical premium. If your spouse/same-sex domestic partner Maternity Benefit adopted children, step-children, and children for whom you are is not eligible for coverage through another employer, there is legal guardian, until they reach age 26 (unmarried dependents no surcharge. See page 10 for additional details regarding the FSAs to age 26 for dependent child life insurance). spouse/same-sex domestic partner surcharge. Your children age 26 or over who are incapable of self-support Employee Assistance because of a mental or physical disability that existed before Program age 26. Voluntary Benefits For more information about eligibility requirements, please review the iHeartMedia, Inc. Summary Plan Description, Get Ready to Enroll available at mybenefits.iHeartMedia.com.

Legal Notices

When you first enroll a dependent, you must provide required documentation that verifies their eligibility, as described on page 32.

5 2015 Benefit Plan Highlights

• No increases in medical plan premiums for the fourth consecutive year — if you take three simple wellness steps, including naming your primary care physician, getting a Benefits Enrollment — The Basics free physical and speaking with a nurse, if you’re contacted.

Medical • No changes to deductibles and out-of-pocket maximums Dental

Vision • Same financial contributions from the company to your personal Health Savings Account (HSA), which you can use Life and AD&D to help pay deductibles or other health-related costs Disability Insurance • New pharmacy benefit Maternity Benefit FSAs • New surcharge for spouses who are eligible for benefits Employee Assistance through another company, and an increased surcharge for Program tobacco users Voluntary Benefits

Get Ready to Enroll

Legal Notices

6 Making Changes During the Year

After your enrollment period ends, the only time you can make changes during the year is within 31 days of a qualified family status change. Examples of qualified family status changes include: Benefits Enrollment — The Basics • Marriage, divorce, legal separation, beginning or ending a same-sex domestic partnership Medical • Changes in your employment status (or that of your spouse Birth or Adoption? Make the Change! or same-sex domestic partner) Dental You must actively enroll your new child even • Gain or loss of other health coverage if you already have family coverage. Your Vision • Birth or adoption of a child (you must actively enroll the new child will not be enrolled automatically. child even if you already have family coverage) Life and AD&D • Death of a dependent Disability Insurance • Moving out of your plan’s service area All changes must be consistent with your family status Maternity Benefit change; for example, if you get married you can add your spouse to your medical plan but you cannot change your FSAs disability elections. To request a benefit change, log onto mybenefits.iHeartMedia.com and complete the necessary Employee Assistance steps. For assistance with your request you may also call Program (877) 784-2855. Voluntary Benefits If you experience a qualified family status change, you can Get Ready to Enroll make appropriate benefit changes within 31 days of the Legal Notices event or during the next Annual Open Enrollment period.

7 HSA-Based Medical Plan

In 2015 we will continue to offer a low premium, high deductible health plan, which includes a Health Savings Account (HSA) to help you pay deductibles and other health-related costs. iHeartMedia, Inc.’s medical plan is self-insured. That means you Benefits Enrollment — and the company share the cost of the plan. Part of your share The Basics of the cost takes the form of premiums, which are deducted from your paycheck on a pre-tax basis and lowers your taxable Medical income. Your monthly premiums for 2015 are shown in the chart on page 10. Dental

Vision The smart choices you’ve been making to manage your health Company-Paid Benefit: Critical Illness and your costs have played a significant role in our company’s Insurance for You and Your Family Life and AD&D ability to maintain the same premiums for four straight years. Critical illness coverage is provided by the Disability Insurance company at no cost to you, if you are enrolled in our medical plan. When you are dealing Maternity Benefit The HSA-Based Plan with a critical illness, you are probably also This plan has two components: dealing with immediate medical expenses like FSAs deductibles, copays and maybe even travel and 1. A high-deductible health plan that, in addition to lodging expenses. This company-paid benefit Employee Assistance providing quality coverage, is designed to protect you from supplements the coverage you already have to Program catastrophic medical and pharmacy costs; and help you pay for out-of-pocket costs so you can 2. A personal Health Savings Account (HSA), to which focus on recovery. The benefit is paid in a lump Voluntary Benefits the company contributes money for you in addition to sum directly to the person in the plan who has contributions you can choose to make. been diagnosed with the critical illness. Get Ready to Enroll For more detailed plan information, see the table on the next This company-paid Critical Illness policy Legal Notices page or refer to your Summary Plan Description available on provides $5,000 for the employee, $3,000 for mybenefits.iHeartMedia.com. spouse/same-sex domestic partner and $1,000 for child to use however you want or need to use it. You also have the option to purchase additional critical illness insurance for you and your covered dependents through our Voluntary benefit offering. See page 30 for more information.

8 HSA-Based Medical Plan continued

In-Network Out-of-Network Deductibles and Out-of-Pocket Maximums (Individual/Family) (Individual/Family) Annual Deductible: How much you pay before the plan pays $1,500/$3,000 $3,000/$6,000 benefits. (For family coverage, entire family deductible must be (does not apply to annual (does not apply to annual Benefits Enrollment — met before the plan pays.) out-of-pocket maximum) out-of-pocket maximum) The Basics Annual Out-of-Pocket Maximum: If your expenses reach this amount, the plan begins paying 100% of your expenses for the $3,000/$6,000 $6,000/$12,000 Medical rest of the year. (Amount paid to meet the annual deductible is not applied to meet your annual out-of-pocket maximum.) Dental Total Out-of-Pocket Maximum: $4,500/$9,000 $9,000/$18,000 Company HSA Contribution (“seed money”): Contribution $402.00 — You only Vision provided at the beginning of the year (or on the effective date of $603.00 — You and your spouse/domestic partner benefits for mid-year hires). Company provides additional match $603.00 — You and your child(ren) Life and AD&D of $0.33 for every dollar you contribute, up to the plan limit. $804.00 — You and family

Disability Insurance What You Pay for… In-Network Out of Network Preventive Care (for a list of preventive services log on to Maternity Benefit $0 (no deductible) Deductible and co-insurance apply www.iHeartMediahealthplan.com) FSAs Office Visits, Specialist Visits, Urgent Care, Hospital You pay the full cost of all expenses until you meet the annual deductible. Inpatient Care, Emergency Room, Outpatient Services, Then, you pay: Employee Assistance CAT Scans and MRIs Program 20% 40% Prescription Drugs You pay the full cost until you meet the annual deductible. Then, you pay: Voluntary Benefits • 30-day Supply 20% 40% Generic, Brand-name, Non-Formulary Brand-Name Get Ready to Enroll • 90-day Supply 20% Full cost (not covered) Legal Notices Generic, Brand-Name, Non-Formulary Brand-Name

• Specialty Drugs 20% Full cost (not covered) 30-day Supply or more

4D/GoodRx delivers an innovative and user-friendly online pharmacy tool that is completely customized for iHeartMedia, Inc. employees. With the4D/GoodRx tool, you can search for prescription drugs to find the pharmacies offering the best prices and then purchase them at the pharmacy of your choice. We are confident that this benefit will provide you with the right service and great pricing. Visit DrugPlan.iHeartMedia.com for more information.

9 HSA-Based Medical Plan continued

Paying for Coverage Spousal Surcharge You start with low premiums. You only need to do 3 simple Your spouse or same-sex domestic partner is still eligible for steps to maintain them… coverage under the iHeartMedia, Inc. benefits program. Benefits Enrollment — Taking these simple, free steps will help put money back in But if your spouse or same-sex domestic partner has access The Basics your pocket by qualifying you for low medical plan premiums: to medical coverage through his/her employer and you still 1. Select a primary care physician (PCP), if you haven’t already choose to enroll him/her in the iHeartMedia, Inc. plan, you Medical will be charged an additional $175 per month on top of your 2. Get an annual physical OR complete a biometric screening medical premium. Dental by March 31, 2015 If your spouse or same-sex domestic partner is not eligible for 3. Speak with a nurse if you are contacted (if a nurse doesn’t coverage through another employer, there is no surcharge. Vision contact you, you are considered in compliance) iHeartMedia, Inc., is committed to continuing to provide Life and AD&D You and your covered spouse/same-sex domestic partner must affordable health coverage to as many of our employees both take these steps to receive the low premiums shown in the as possible. This surcharge for spouses/same-sex domestic Disability Insurance chart below. If you fail to qualify for the lower premiums, you partners who have other coverage options means that we can may later re-qualify by following the steps above. control costs for our own employees, and continue to provide Maternity Benefit quality benefits for you — without raising premiums. Tobacco User Surcharge FSAs If you or your covered spouse/same-sex domestic partner NOTE: If the annual open enrollment period for your spouse/ Employee Assistance have used tobacco products in the past 12 months, you will be same-sex domestic partner’s company has closed, he/she Program charged $50 per month for each tobacco user, in addition to should still be able to qualify for 2015 benefits in that plan your monthly premium. under a qualifying event status change (i.e., loss of coverage). Voluntary Benefits This surcharge is in line with practices at other companies. We Your spouse/same-sex domestic partner should contact his/ want our employees to be healthy — and one way to do that and her company’s benefit administrator for more information. Get Ready to Enroll help manage costs for all our employees is to look at how we Please contact the iHeartMedia, Inc. benefits administrator at address tobacco usage. (877) 784-2855 with any questions. Legal Notices

MONTHLY MEDICAL PLAN PREMIUMS Employee + Spouse/ Employee Only Employee + Child(ren) Family Domestic Partner Monthly Premium HSA-Based Plan $95 $217 $155 $289 Monthly Premium Without Wellness Steps HSA-Based Plan $145 $294 $232 $366

10 Getting to Know Your Personal Health Savings Account (HSA)

The personal Health Savings Account (HSA) is available HSA Eligibility exclusively to those who enroll in our benefits plan. It has powerful advantages — including contributions from the To participate in the HSA, you must be enrolled in the HSA- company — that can help you pay for your health care now and based medical plan. Further, you cannot be: Benefits Enrollment — in the future. As you’ll see, it’s worth taking the time to get to • Enrolled in another medical plan (such as your spouse’s/ The Basics know the HSA a little better. domestic partner’s plan), unless it is a qualified high- deductible health plan Medical The Advantages • Enrolled in any Medicare program (visit www.irs.gov for specific details) Dental • iHeartMedia, Inc. makes an annual, tax-free contribution in January to your personal HSA to help pay for medical and • Claimed as a dependent on another individual’s tax return Vision pharmacy expenses that occur early in the year. • Participating in a Health Care FSA … or married to someone • You can also elect to contribute your own money on a pre-tax who is! Life and AD&D basis — lowering your taxes and earning additional matching If you’re thinking the HSA sounds like an FSA, you’re right. contributions from the company of $0.33 for every dollar you Disability Insurance But there are important differences between the two. Turn to contribute to your own account, up to plan limits. Take full page 26 for a quick comparison. Maternity Benefit advantage of the match and watch your HSA balance grow. • Your HSA balance earns interest tax-free and can be used FSAs as an investment tool once your balance reaches $1,000. Remember, if you pay for services or prescriptions on your For more information about the plan’s investment options own, you can always reimburse yourself with your HSA dollars. Employee Assistance contact the benefit center at (877) 784-2855. Visit mybenefits.iHeartMedia.com and click on Spending Program • HSA funds are never taxed as long as you use them to pay for Accounts for more information. qualified health expenses. Voluntary Benefits • Unused funds roll over, giving you a way to save for future Get Ready to Enroll health care expenses. • The money is yours to keep — and it’s portable, meaning that Legal Notices if you leave the company you take it with you. • If you are age 55 or older, you can make additional “catch up” contributions to your HSA.

Don’t forget that the money in your HSA account is portable, which means you can take it with you if you leave the company.

11 Getting to Know Your Personal Health Savings Account (HSA) continued

Funding Your Account Let’s start with the basics. iHeartMedia, Inc. will make a base contribution to your HSA in January to help pay for expenses you incur early in the year. The company will then add a matching Benefits Enrollment — The Basics contribution of $0.33 for every dollar you contribute, up to the If you’re age 55 or older, you can allowable IRS limits, on a quarterly basis. Annual contributions contribute an additional $1,000. Medical from you and iHeartMedia, Inc. combined can total up to $3,350 for employee only coverage or $6,650 for other coverage levels, Dental and help you pay deductibles and other health-related costs. How to Max the Match Vision Let’s assume you’re participating in the plan as of January 1. Life and AD&D Here’s how to get the maximum company match available to you based on your level of coverage. Disability Insurance iHeartMedia, Inc. iHeartMedia, Inc. Your Coverage Level If You Contribute Combined Total Maternity Benefit Base Contribution Match Will Be

FSAs Employee Only $402 $1,500 $495 $2,397

Employee Assistance Employee + Spouse/DP $603 $2,000 $660 $3,263 Program Employee + Child(ren) $603 $2,500 $825 $3,928 Voluntary Benefits Family $804 $3,000 $990 $4,794 Get Ready to Enroll é é é é Legal Notices Deposited in January if Contributed on a pre-tax $0.33 for every $1 you Your contributions plus company you’re in the plan January 1 basis from your paycheck contribute, up to plan limits annual contribution and match

What If I Started Working After January? If your participation in the HSA-Based Plan begins after January 1, the iHeartMedia, Inc. base contribution will be pro-rated based on the date you entered the plan.

12 Getting to Know Your Personal Health Savings Account (HSA) continued

How does our HSA-based plan support employees trying to manage their healthcare costs and how is it different from other plans?

Benefits Enrollment — With the plans that many other With our plan… The Basics companies offer…you pay more you pay for medical services up front for medical services OR only when you use them Medical whether or not you use them

Dental Many plans operate just like car insurance does — you pay a lot of money up front in Vision premiums to protect you in case of an accident. And while (hopefully) you never need to use it, you’re still paying all that money. This means that most of the time, you are paying Life and AD&D for more insurance than you need or use. With our plan you pay far less up front in premiums — so you take home more money every Disability Insurance pay period. The company also puts money into your personal Health Savings Account (HSA) that you can use to “pay as you go” at your healthcare provider. Maternity Benefit Importantly, money in your HSA account is your money and it’s portable, meaning you can FSAs take it with you if you ever leave. Also, If you do not use all of the money in your HSA, your funds roll over to the following year to help you pay for future medical expenses. Employee Assistance HSA funds are never taxed as long as you use them to pay for qualified health expenses. Program

Voluntary Benefits

Get Ready to Enroll

Legal Notices

13 Getting to Know Your Personal Health Savings Account (HSA) continued

An Example: Meet Andrew Andrew is 37, married with two small children and he and his wife are healthy, but catch the occasional cold or sickness each year. One of their kids, 5, is playing his first season of soccer. Their other child, 2, was born with allergies that require year-round treatment. Andrew elects Benefits Enrollment — family coverage, and qualifies for the discounted premiums because he completes the wellness The Basics steps. He also contributes $1,000 to his HSA account. During the year, his family uses the following medical services: Medical • ER visit to treat a broken arm his son suffered playing soccer Dental • Two trips to the allergy doctor for his daughter

Vision • Allergy medication • Four trips to the doctor for cold and illnesses Life and AD&D • Prescription drugs Disability Insurance Here’s how Andrew’s annual cost compares under the current HSA-based medical plan versus our former plan: Maternity Benefit Our current plan: Our former plan: FSAs Premiums Andrew Paid Through Deductions from His Paycheck $3,468 $8,688 Employee Assistance Andrew’s HSA Contributions + $1,000 N/A Program Co-Payments Paid by Andrew + N/A $770 Voluntary Benefits Medical Expenses Incurred by Andrew + $2,957 $0 Get Ready to Enroll $ 7,425 $9,458

Legal Notices Andrew’s HSA Contributions Used to Pay Expenses - ($1,000) N/A Company HSA Contributions Used to Pay Expenses - ($1,134) N/A Total Employee Cost = $5,291 $9,458 é Andrew spent $4,167 less

14 Pharmacy Benefit: 4D/GoodRX

For 2015, our pharmacy benefit will be managed by 4D/ GoodRX. With this new pharmacy benefit you’ll have complete flexibility in deciding where you buy your prescriptions, including a mail-order pharmacy if you choose. You’ll also have Benefits Enrollment — more tools and resources available to help you find the best The Basics prices, compare prices, get coupons and access savings tips. 4D/GoodRX delivers an innovative and user-friendly online Medical pharmacy tool that is completely customized for iHeartMedia, Inc. employees. With the 4D/GoodRX tool, you can search for Dental prescription drugs to find the pharmacies offering the best prices and then purchase them at the pharmacy of your choice. Vision Your prescription benefit information will be printed right Life and AD&D on your iHeartMedia, Inc. Medical ID card, so all of your plan information is in one place. Disability Insurance

Maternity Benefit

FSAs

Employee Assistance Program

Voluntary Benefits

Get Ready to Enroll

Legal Notices

Look for more information about how to get the most out of your pharmacy benefit coming in a future communication.

15 Coordinated Healthcare

Your One-Stop Shop for A Team of Caring Professionals Health Care Assistance Your Care Coordinators are a resourceful and highly responsive team of nurses, social workers, patient service representatives Navigating the healthcare maze can sometimes be confusing and benefits experts. They’re ready and eager to help you Benefits Enrollment — and even frustrating. To help avoid that, iHeartMedia, Inc. offers before, during and after any health event you may have to be The Basics the Personal Care Coordinator service. It’s a member-friendly sure you make the best use of your healthcare benefits. service that’s been proven effective at helping you and your Medical family make the best healthcare choices. Your Care Coordinators will: • Help with provider claim issues due to miscoding Dental Contact your Personal Care Coordinator at (877) 498-6697 or visit www.iHeartMediaHealthPlan.com for assistance with • Answer your questions about your benefits plan your healthcare matters. Vision • Find an in-network primary care physician or provider Life and AD&D How It Works • Show you how to save money on out-of-pocket expenses • Guide you to various resources that can help you save money Think of it as a patient assistance program in which you, your Disability Insurance and lead a healthier life family, your physicians and a staff of Care Coordinators all work • Ensure you obtain and properly complete pre-notification Maternity Benefit together to help ensure your healthcare is provided in the most efficient and effective way. The goal is to remove any confusion, requests to avoid potential penalties FSAs misinformation, duplication and delays and make managing your healthcare easier. Employee Assistance Program Let your Personal Care Coordinator do all the Voluntary Benefits legwork for fast and accurate results. Pick up the Get Ready to Enroll phone and call them today.

Legal Notices

16 Pre-Notification

Pre-notification ensures you get the highest level of benefit How to Submit a Pre-Notification from your iHeartMedia, Inc. medical plan. This process helps avoid unnecessary medical costs and helps you make informed Pre-notification is submitted to your Care Coordinators by decisions about your healthcare. your doctor or other healthcare provider. If the request meets the plan’s criteria, both you and the provider receive an Benefits Enrollment — iHeartMedia, Inc.’s medical plans require pre-notification for The Basics authorization number. Depending upon the request, your Care the following services and procedures: Coordinators may ask for additional supporting information. If Medical • In-patient and skilled nursing facility admissions a pre-notification request does not meet the plan’s criteria, the • Outpatient surgery Care Coordinators will contact you and the healthcare provider Dental and provide assistance in redirecting care, if appropriate. • Cardiac Care Vision • Home health and hospice • Transplants Life and AD&D Get the highest level of benefits. Be sure to get • Durable medical equipment rentals and purchases over $500 pre-notification when it’s required by your medical Disability Insurance • Therapies (speech, physical and occupational) plan before you get the care to make sure you • Scans (CT, MRI, MRA, and PET) don’t incur costs that aren’t covered by the plan. Maternity Benefit • Oncology services (chemotherapy and radiation therapy) FSAs • Dialysis

Employee Assistance • Inpatient Mental health Program • Prenatal and maternity care • Bariatric services Voluntary Benefits

Get Ready to Enroll

Legal Notices

17 When You’re Ready to Use Your Medical Plan

Benefits Enrollment — The Basics Avoid confusion with your providers by understanding how our medical plan works. Medical

Dental

Vision

Life and AD&D

Disability Insurance Here’s what you need to know when you’re ready to So on your next doctor’s visit, say these Maternity Benefit use your medical plan: three things: • iHeartMedia, Inc. is your insurance company. 1. “I have a self-insured medical plan.” FSAs • We offer medical coverage through a “self-insured” 2. “We use the Aetna ‘Choice POS II’ network.” medical plan. Employee Assistance 3. “You must submit my claims to Meritain Health.” Program • This means that, collectively, you and iHeartMedia, Inc. pay By saying these three simple things, you and for our medical plan in the form of premiums, deductibles Voluntary Benefits and coinsurance. your providers can avoid confusion on eligibility, coverage, network and potential claims issues. • We use the Aetna “Choice POS II” network for qualified Get Ready to Enroll providers and facilities. You can use out-of-network providers, but savings are greater in network. Legal Notices • Meritain Health processes and pays claims submitted for iHeartMedia, Inc. employees. Payments are made based on rates we’ve negotiated with providers and facilities.

If you have any questions about services, providers, eligibility or procedures, call your Personal Care Coordinator for assistance at (877) 498-6697.

18 Dental

iHeartMedia, Inc. offers two dental plans through Delta Dental’s Premier is a secondary network and acts as a safety net Delta Dental: the Basic Plan and the Premium Plan. if you choose not to use a PPO dentist. It’s important to note that if you Both plans offer in-network and out-of-network use a Premier provider, you are responsible for paying the difference coverage, after you meet an annual deductible. between the PPO fee and the Premier dentist’s fee schedule, but it is a better option than using a non- participating dentist. Benefits Enrollment — The Basics Basic Plan Premium Plan

Medical Plan Features In-Network and Out-of-Network In-Network and Out-of-Network Deductibles Dental Annual Deductible - Individual / Family $50 / $100 $25 / $50 Vision Lifetime Orthodontic Deductible $50 per person $50 per person

Life and AD&D Maximum Benefits Annual Maximum Benefit for diagnostic, preventive, basic $1,250 per person $1,500 per person Disability Insurance and major treatment services

Maternity Benefit Lifetime Non-Surgical TMJ Benefit $1,250 per person $1,500 per person Lifetime Orthodontic Maximum Benefit $1,250 per person $1,500 per person FSAs What the Plan Pays for In-Network and Out-of-Network In-Network and Out-of-Network Employee Assistance Preventive Care: Exams, X-rays, cleanings, sealants 90% 100% Program Basic Treatment: Fillings, simple tooth extractions, root Voluntary Benefits 50% 80% canal, gum treatments, oral surgery

Get Ready to Enroll Major Treatment: Crowns, inlays, onlays and cast 50% 50% restorations, bridges and dentures, non-surgical TMJ Legal Notices Orthodontics: For employees and dependent children up 50% after orthodontic deductible 50% after orthodontic deductible to age 26

For more information about the plans or options, visit www.deltadentalins.com.

Monthly Employee Employee + Spouse/ Employee + Family Save money by using the HSA Premium Only Domestic Partner Child(ren) or Health Care FSA (if you don’t Basic Plan $26.42 $52.82 $59.43 $85.84 participate in an HSA) to pay for Premium Plan $33.53 $67.03 $75.41 $108.93 eligible dental expenses tax-free!

19 Vision

Eye exams can tell a lot more about you than whether you can see well. Comprehensive eye examinations can reveal the early signs of serious health conditions and play an important role in your health and wellness. You can buy vision coverage administered by Aetna. iHeartMedia. Inc. pays the cost of preventive eye exams after you pay a copay. The plan provides in-network and out-of-network benefits, but you’ll save if you use network providers. To search for a network provider, visit www.aetnavision.com.

Benefits Enrollment — What You Pay With In-Network Providers The Basics To review out-of-network benefits, refer to your Vision Summary Plan Description. Medical Exams (once every 12 months) $10 copay Dental Lenses (once every 12 months) • Single vision, bifocal, trifocal, lenticular $25 copay Vision • Standard progressive lenses $90 copay • Premium progressive lenses* $116-$128 copay* Life and AD&D Frames (once every 24 months) $0 copay, $150 allowance, 20% off balance over $150 Contact Lenses (once every 12 months instead of lenses) $0 copay, $150 allowance, 15% off balance over $150 for “conventional” contacts Disability Insurance Lens Options Maternity Benefit UV Treatment $15 copay Tint (solid and gradient) $0 copay FSAs Standard plastic scratch coating $0 copay Standard polycarbonate – adults $0 copay Employee Assistance Standard polycarbonate – kids under 19 $0 copay Program Standard anti-reflective coating $0 copay Polarized $75 copay Voluntary Benefits Photochromatic / Transitions plastic 20% off retail Premium anti-reflective* $0 copay, plus $12-$23* Get Ready to Enroll Other add-ons 20% off retail Legal Notices Laser Vision Correction 15% off retail price or 5% off promotional price Additional Pairs Benefit 40% discount off complete pair of eyeglasses

* Premium progressive and premium anti-reflective designations are subject to annual review by EyeMed’s Medical Director and are subject to change based on market conditions.

Employee Employee + Spouse/ Employee + Don’t forget to use your HSA Family Only Domestic Partner Child(ren) or Health Care FSA (if you don’t participate in an HSA) Monthly Premium to pay for out of pocket vision Vision Plan $9.72 $14.85 $15.89 $25.41 care expenses tax-free!

20 Life and AD&D Insurance

Life and Accidental Death and Dismemberment Insurance Employee Optional Life Insurance (AD&D) can help you make sure your loved ones are taken care of if something were to happen to you. iHeartMedia, Optional Life Insurance provides a benefit in addition to your Inc. automatically provides you Basic Life and Basic AD&D Basic Life coverage amount. You may purchase Optional Life Benefits Enrollment — Insurance at no cost to you. Basic Life pays benefits if you die Insurance coverage for yourself in the amount of 1, 2, 3, 4, 5 The Basics while covered; Basic AD&D pays benefits if an accident causes or 6 times your Annual Base Benefit Rate, up to a maximum of a disabling injury or death while you are covered. Coverage $2,000,000 in coverage. Special evidence of insurability rules Medical under both plans is equal to one times your Annual Base Benefit apply. See “Evidence of Insurability” below. Rate (ABBR), up to a maximum of $1,000,000 of coverage. Dental Optional Accidental Death and Vision Dismemberment (AD&D) Insurance Basic Life and AD&D are provided automatically to you at no charge, but you must choose a beneficiary. To designate or You may purchase Optional AD&D Insurance equal to 1, Life and AD&D change your beneficiary, visit: mybenefits.iHeartMedia.com. 2, 3, 4, 5 or 6 times your Annual Base Benefit Rate, up to a maximum of $2,000,000 in coverage. This amount is in Disability Insurance addition to your Basic Life AD&D benefit.

Maternity Benefit Your Age as of January 1, 2014 FSAs Tobacco Status <25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+ Employee Assistance Non-user $.040 $.047 $.063 $.071 $.083 $.138 $.206 $.400 $.521 $1.00 $1.63 Program User $.060 $.060 $.086 $.108 $.157 $.283 $.438 $.722 $.820 $1.36 $2.18 Voluntary Benefits

Get Ready to Enroll Evidence of Insurability (EOI) Your Annual Base Benefit Rate (ABBR) is determined on Legal Notices Evidence of Insurability includes any statement or proof of a December 1 and equals your salary plus commissions, person’s physical condition, occupation or other factor affecting piece rate earnings or talent fees for the previous 12 his or her acceptance for insurance. months. It’s annualized for partial years and estimated • Employees who declined to enroll in Optional Life insurance if you are a new hire. ABBR is used to calculate your previously may now enroll up to the lesser of 2x ABBR or life and disability insurance coverage. ABBR effective $250,000 without completing the required medical questionnaire. on December 1st will go into effect for the following calendar year from January 1 through December 31. • Any amount elected above 2x ABBR or $250,000 will require EOI approval. • Employees currently enrolled with any amount of Optional Life insurance coverage may purchase an additional 1x ABBR for 2015 without submitting EOI. • Any amounts that exceed 1x ABBR or the Guarantee Issued (GI) of the lesser of 3X ABBR or $500,000 will require EOI approval. 21 Life and AD&D Insurance continued

Spouse/Domestic Partner Life Insurance You may purchase Optional Life Insurance for your spouse/domestic partner even if you don’t enroll in Optional Life Insurance for yourself. However, the Optional Life coverage Your spouse/domestic partner’s you choose for a spouse/domestic partner cannot exceed the lesser of $250,000 or your life and AD&D coverage cannot Benefits Enrollment — exceed the lesser of $250,000 or The Basics combined Basic and Optional Life Insurance coverage. Optional Life Insurance coverage amounts for a spouse/domestic partner are reduced beginning at age 70. For more the combined total of your own Basic and Optional Life Insurance. Medical information about benefits reductions based on age and EOI rules, see the Summary Plan Description found at and mybenefits.iHeartMedia.com. Dental Tobacco Coverage Amount Vision Status $10,000 $25,000 $50,000 $100,000 $150,000 $200,000 $250,000 Life and AD&D Non-user $1.37 $3.41 $6.83 $13.66 $20.48 $27.31 $34.14

Disability Insurance User $2.70 $6.76 $13.50 $27.0 0 $40.49 $53.99 $67.50

Maternity Benefit Dependent Child Life Insurance FSAs You may purchase life insurance coverage for all of your dependent children as shown below: Employee Assistance Program Child’s Age Life Insurance Coverage Amount Monthly Cost Voluntary Benefits Birth – 26 years (if unmarried) $5,000 $0.73 for all covered children Get Ready to Enroll Legal Notices Dependent AD&D Insurance You can buy AD&D coverage for your spouse/domestic partner in the amount of $10,000, $25,000, $50,000, $100,000, $150,000, $200,000 or $250,000. If enrolled in this benefit, your covered child(ren) are automatically covered for $5,000. To calculate your monthly cost for this coverage, divide the coverage amount you select by 1,000, then multiply the result by $0.021.

22 Disability Insurance

You may purchase disability insurance that will replace a portion Long-Term Disability of your income if an illness or injury leaves you disabled and unable to work for more than seven days. Benefits start on day Long-Term Disability insurance will replace 60% of your monthly eight of your absence from work. The premium is deducted gross income after you have been disabled for 84 consecutive days. The maximum benefit is $25,000 a month. Benefits Enrollment — from your paycheck on an after-tax basis, so any benefits paid The Basics will not be taxed. If your period of disability starts before you reach age 61, it will In 2015, there is a one-time Open Enrollment for late entrants end the last day of the calendar month in which you reach age 65. Medical with no requirement for Evidence of Insurability (EOI). However, If your period of disability starts on or after the date you reach age active employees applying for the first time will be subject to a 61, benefits will be paid for a specified number of months based Dental pre-existing limitation for coverage. on a schedule. See your plan document for a schedule of benefits. Vision Monthly Cost A pre-existing limitation for coverage is any Annual Base Benefit Rate* ÷ 12 ÷ 100 x $0.286 *Capped at $500,000 Life and AD&D condition diagnosed or treated in the three months prior to enrolling in our plan. If you have Disability Insurance a condition that falls into this category, you are not eligible for short-term disability until you have Maternity Benefit been enrolled on the plan for at least 12 months. Premiums for your current benefits will require FSAs payment while you are out on leave. Nonpayment of premiums may result in benefit cancellation. Employee Assistance Short-Term Disability Program Short-Term Disability insurance will replace 60% of your weekly Voluntary Benefits gross income — tax-free — after you have been disabled for eight consecutive days. Benefits will be paid for up to 84 days as long as Get Ready to Enroll you remain disabled. The maximum benefit is $2,500 per week — up from $1,500 in 2014. Legal Notices Note that benefits may be reduced by other income including, State Disability, Workers’ Compensation, Social Security Disability. Monthly Cost The cost of this benefit to you is based on your income and the benefit you will receive if you become disabled. Annual Base Benefit Rate* ÷ 52 x .60 ÷ 10 x $0.256 *Capped at $216,000

23 Maternity Benefit

If you’re thinking about having a child in 2015, don’t forget to sign up for Short-Term Disability coverage to receive a portion of your income while out on maternity leave.* You’ll receive a benefit of 60% of your weekly gross income up Benefits Enrollment — to $2,500 weekly for six weeks for normal delivery and eight The Basics weeks for Caesarean section minus the seven-day elimination period. Benefits begin on day eight of your absence, or earlier if Medical medically necessary. And because you pay premiums for Short- Term Disability on a post-tax basis, the benefit paid to you is tax Dental free. Depending on where you live and your salary, your after-tax benefit could be as much as 90% of your Annual Base Benefit Rate. Vision Take advantage of this benefit in 2015 by enrolling for Short- Life and AD&D Term Disability coverage! * Pre-existing condition rules may apply for late entrants into the plan. Disability Insurance

Maternity Benefit

FSAs

Employee Assistance Program

Voluntary Benefits

Get Ready to Enroll

Legal Notices

24 Flexible Spending Accounts (FSAs)

If you choose not to enroll in the personal Health Savings Account (HSA), which is the primary way that iHeartMedia, Inc. NOTE: You can only enroll in a Health Care FSA if you are offers you the option to set aside money on a pre-tax basis NOT participating in a personal HSA. For a comparison of to pay deductibles and health-related expenses, you can eligibility and further details, please see the chart on the Benefits Enrollment — participate in a Health Flexible Spending Account if you meet following page. The Basics the eligibility criteria listed below.

Medical Flexible Spending Accounts—Eligibility Online Account Access Dental You can only enroll in Flexible Spending Account for health care if: You can monitor all of your FSA card transactions through the • You have not opened and/or contribute to or receive Your Spending Account web site. Vision contributions from an HSA Log on to mybenefits.iHeartMedia.com to: Life and AD&D • Your spouse has not opened an HSA through his/her • Submit and review the status of your claims employer’s benefits • Access comprehensive lists of eligible expenses and Disability Insurance If you decide to contribute to a Flexible Spending Account, approved merchants you must enroll each year; participation does not roll over Maternity Benefit • Learn why submitted claims may need your follow-up and automatically from one year to the next. what to do about it FSAs If you meet these criteria and opt to enroll in an FSA for 2015, • Manage your current account balance(s) you can contribute between $120 and $2,550 to a Flexible Spending Account on a pre-tax basis. You may use your Flexible • Sign up for the free YSA app for your smart phone or tablet Employee Assistance to review your account information anytime and anywhere. Program Spending Account to pay for eligible health care expenses that you and your covered dependents have during 2015. Voluntary Benefits Health care expenses eligible for Flexible Spending Account coverage include: Get Ready to Enroll • Medical and dental plan deductibles Legal Notices • Medical, dental and vision plan copays and coinsurance • Out-of-pocket prescription drug costs • Lasik surgery • Medical supplies such as bandages, braces/supports, first aid supplies, diabetic supplies and contact lens solution All expenses paid through your Health Care FSA must be incurred by December 31, 2015, and you must submit your claims by March 31, 2016. Any remaining amounts will be forfeited.

25 Flexible Spending Accounts (FSAs) continued

HSA and Health Care FSA: A Quick Comparison The HSA and Health Care FSA are similar in that they both allow you to pay for eligible health care expenses tax-free. But, there are also some important differences and you cannot participate in both plans. Review the chart below to see how the two accounts compare. You can learn more about FSAs on page 25. Benefits Enrollment — The Basics

Medical Health Savings Account (HSA) Health Care Flexible Spending Account (FSA)

You must enroll for each year you wish to Dental What do I have to do to You must enroll in the HSA-Based Plan and meet the participate. You cannot be enrolled in an participate? HSA eligibility requirements. See page 11. Vision HSA-Based Plan. It rolls over into the next year, allowing you to build a Life and AD&D What happens to money left hedge against potential large medical expenses now, It is forfeited. over at the end of the year? Disability Insurance and in the future. Yes. iHeartMedia, Inc. makes a base contribution plus Does iHeartMedia, Inc. Maternity Benefit a match of $0.33 for every $1 you contribute, up to No. contribute to this account? plan limits. See page 12 for details. FSAs In 2015, the IRS limits combined total HSA contributions (yours and the company’s) to $3,350 for Employee Assistance How much can I contribute? You can contribute up to $2,550 in 2015. Program individual coverage and $6,650 for family coverage, plus $1,000 for people age 55 or over. Voluntary Benefits If you are enrolled in another medical plan, Are there restrictions for including any Medicare plan, you can enroll in a high You cannot enroll in a Health Care FSA if you Get Ready to Enroll participation? deductible health plan but you cannot enroll in the are participating in an HSA. HSA or receive employer contributions to the HSA. Legal Notices Does the account balance Yes. Account balances earn interest tax-free. No. earn interest?

Can I take my balance with me Yes. The money in your account is yours to keep. No. if I leave iHeartMedia, Inc.?

26 Flexible Spending Accounts (FSAs) continued

Dependent Day Care FSA For 2015, you can contribute from $120 to $5,000 on a pre-tax basis to pay for eligible child or elder day care services so that you can work. (If you’re single or married and filing separate tax Benefits Enrollment — The Basics returns, the maximum you can contribute is $2,500.) Services must be provided by someone who is not your dependent and Medical must be for a child who is under age 13 or an elder who is your dependent for income tax purposes. For a list of qualified child Dental and dependent care expenses, visit www.irs.gov and download Publication 503. Vision All expenses paid through your Dependent Day Care FSA must be incurred by December 31, 2015, and you must submit your claims Life and AD&D by March 31, 2016. Any remaining amounts will be forfeited.

Disability Insurance A Dependent Day Care FSA is used solely to pay for dependent Maternity Benefit care, not a dependent’s health care expenses.

FSAs Commuter Spending Account Employee Assistance Program A Commuter Spending Account program allows you to save money on transportation to and from work while you are actively Voluntary Benefits employed by purchasing subway cards, parking garage permits, etc., with pre-tax dollars directly from your pay. Get Ready to Enroll You may set up a Commuter Spending Account at any time during the year to pay for eligible transportation and parking expenses Legal Notices tax-free. Requests for transit passes must be completed by the 10th of the month for the following month’s pass. (In Rhode Island, the deadline is the 4th of each month). The Commuter Spending Account is administered by Your Spending Account. Lost passes must be reported prior to the cutoff order dates for the next month to be eligible for replacement or reimbursement.

27 Employee Assistance Program (EAP)

Our Employee Assistance Program (EAP) is a confidential life services benefit that operates as Life Scope (formerly known as More to Life). It is available to all full-time iHeartMedia, Inc. employees and their families at no cost. All services are voluntary and confidential. Benefits Enrollment — With the EAP, one toll-free phone call can connect you with the The Basics assistance you need for:

Medical • Family and caregiving • Emotional well-being Dental • Daily living Vision • Health & wellness • Work-related issues Life and AD&D • Legal services Disability Insurance Each family member has up to eight free in-person counseling sessions each year. If you need further assistance, the EAP counselor Maternity Benefit can work with your Personal Care Coordinator to provide appropriate ongoing services. For more information, call (888) 777-0052. FSAs One toll-free phone call can connect you with EAP Employee Assistance counselors 24 hours a day, 7 days a week. There’s no limit Program on the number of phone calls you can make.

Voluntary Benefits

Get Ready to Enroll

Legal Notices

28 Voluntary Benefits

iHeartMedia, Inc. has partnered with Voya (formerly ING) to provide you with three important voluntary insurance benefits: • Critical Illness* These voluntary benefits, provided through Voya Benefits Enrollment — • Accident Insurance (formerly ING), offer you additional financial The Basics • Whole Term Life protection in case of a serious illness. *In addition to the company-paid Critical Illness benefit. Medical

Dental

Vision

Life and AD&D

Disability Insurance

Maternity Benefit

FSAs

Employee Assistance Program

Voluntary Benefits

Get Ready to Enroll

Legal Notices

29 Voluntary Benefitscontinued

Critical Illness Insurance — Monthly Premiums

Employee Coverage Monthly Premium Employee Coverage Monthly Premium Children Coverage Monthly Premium All Eligible Employees (Includes Wellness Benefit Rider) All Eligible Employees (Includes Wellness Benefit Rider) All Eligible Employees Benefits Enrollment — Non-Tobacco Tobacco (Includes Wellness Benefit Rider) The Basics Issue Age $10,000 $20,000 $30,000 $10,000 $20,000 $30,000 Coverage Amount Rate Under 20 $7.0 0 $14.00 $21.00 $9.90 $19.80 $29.70 $2,500 $3.73 Medical 20-24 $7.0 0 $14.00 $21.00 $9.90 $19.80 $29.70 $5,000 $6.20 25-29 $7.60 $15.20 $22.80 $11.10 $22.20 $33.30 Dental 30-34 $8.80 $17.60 $26.40 $13.40 $26.80 $40.20 Vision 35-39 $10.80 $21.60 $32.40 $17.40 $34.80 $52.20 40-44 $14.50 $29.00 $43.50 $24.80 $49.60 $74.40 Life and AD&D 45-49 $19.80 $39.60 $59.40 $35.10 $70.20 $105.30 50-54 $26.50 $53.00 $79.50 $48.40 $96.80 $145.20 Disability Insurance 55-59 $34.80 $69.60 $104.40 $64.80 $129.60 $194.40 Maternity Benefit 60-64 $45.20 $90.40 $135.60 $85.20 $170.40 $255.60 65-69 $60.70 $121.40 $182.10 $114.70 $229.40 $344.10 FSAs 70+ $83.70 $167.40 $251.10 $156.90 $313.80 $470.70

Employee Assistance Spouse Coverage* Monthly Premium Spouse Coverage* Monthly Premium Program All Eligible Employees (Includes Wellness Benefit Rider) All Eligible Employees (Includes Wellness Benefit Rider) Non-Tobacco Tobacco Voluntary Benefits Issue Age $5,000 $10,000 $15,000 $5,000 $10,000 $15,000 Get Ready to Enroll Under 20 $3.95 $7.90 $11.85 $5.80 $11.60 $17.40 20-24 $3.95 $7.90 $11.85 $5.80 $11.60 $17.40 Legal Notices 25-29 $4.15 $8.30 $12.45 $6.15 $12.30 $18.45 30-34 $4.65 $9.30 $13.95 $7. 20 $14.40 $21.60 35-39 $5.70 $11.40 $17.10 $9.30 $18.60 $27.90 40-44 $7.70 $15.40 $23.10 $13.20 $26.40 $39.60 45-49 $10.30 $20.60 $30.90 $18.40 $36.80 $55.20 50-54 $13.75 $27.50 $41.25 $25.15 $50.30 $75.45 55-59 $17.40 $34.80 $52.20 $30.80 $61.60 $92.40 60-64 $22.10 $44.20 $66.30 $41.35 $82.70 $124.05 65-69 $29.75 $59.50 $89.25 $55.70 $111.40 $167.10 70+ $40.40 $80.80 $121.20 $75.00 $150.00 $225.00

*Spouse Rates are based on the age of the spouse

30 Voluntary Benefitscontinued

Accident Insurance Whole Life Insurance There are all kinds of accidents, but they usually have one Whole Life Insurance provides insurance coverage with a thing in common — unexpected expenses. Accident insurance guaranteed death benefit to meet long-term insurance needs. can give you the peace of mind of knowing you are prepared. The premium you pay is based on the death benefit you select, Benefits Enrollment — The Basics When you have a covered accident, you receive a cash benefit your age and tobacco status. paid directly to you for expenses not fully covered by medical Medical insurance. You can use this money any way you like; for example, to help pay deductibles, child care, housecleaning, Dental groceries, utilities — any purpose that can help you meet your personal, financial or household needs. You decide what you do Vision with the payment. Examples of covered benefits: Life and AD&D • Hospital care Disability Insurance • Follow-up care • Emergency care Maternity Benefit • Common injuries — burns, lacerations, fractures, etc. FSAs It’s simple to qualify; no medical questions are asked. You can take the coverage with you if you leave the company. Employee Assistance Program Coverage Tier Voluntary Benefits Employee Employee + Spouse/ Employee + Family Only Domestic Partner Child(ren) Get Ready to Enroll Monthly Rate $14.76 $24.46 $27.41 $37.11 Legal Notices

31 Get Ready to Enroll

Qualify for Low Premium in 2015 Don’t forget that three simple steps will help you maintain your discount premiums for 2015: 1. Select a primary care physician (PCP), if you haven’t already Benefits Enrollment — 2. Get an annual physical OR complete a biometric screening by March 31, 2015 The Basics 3. Speak with a nurse if you are contacted (if a nurse doesn’t contact you, you are considered in compliance) Medical That’s it! Visit www.iHeartMediahealthplan.com for detailed information.

Dental Dependent Eligibility Verification Required Vision If you’re enrolling a dependent for the first time — or if you originally enrolled the dependent after November 16, 2014 — you will need to provide documentation verifying that Life and AD&D dependent’s eligibility. Examples of acceptable documentation include: Disability Insurance • Marriage certificate

Maternity Benefit • Birth certificate or adoption papers • Papers appointing you legal guardian FSAs • Federal tax returns

Employee Assistance Program A Few More Important Things to Remember: • Don’t Smoke? Tell Us! If you’re enrolling for the first time mark your tobacco user status Voluntary Benefits accordingly for medical, optional life and spouse life insurance. If you’ve been tobacco free for the previous 12 months, remember to change your tobacco status to non-tobacco. Get Ready to Enroll • FSA Enrollment Is Not Automatic. To participate in a Health Care and/or Dependent Day Care FSA, you must enroll — even if you are already enrolled in the plan. Legal Notices • Make Your HSA Contribution: You must designate your HSA contribution each year. • Beneficiary: Don’t forget to update your Beneficiary information. This is needed for the company-provided Basic Life policy, even if you do not elect additional optional life insurance coverage.

32 For More Information

Plan/Carrier Website Phone

Medical, Pharmacy www.iHeartMediaHealthPlan.com 877-498-6697 Personal Care Coordinator Benefits Enrollment — The Basics Dental www.deltadentalins.com 800-521-2651 Delta Dental Medical Vision www.aetnavision.com 877-973-3238 Dental Aetna Life and AD&D Insurance Vision mybenefits.iHeartMedia.com 877-784-2855 iHeartMedia Benefits Center Life and AD&D Disability www.sunlife.com/us 800-247-6875 Sun Life Disability Insurance Flexible Spending Accounts (including Maternity Benefit Commuter) mybenefits.iHeartMedia.com 877-784-2855 iHeartMedia Benefits Center FSAs EAP www.LifeScopeEAP.com 888-777-0052 Employee Assistance Life Scope Program User ID: iheartmedia | Password: Guest Critical Illness Insurance, Accident Insurance, Voluntary Benefits Whole Life Term Insurance Call Voya Customer Service for more information 800-955-7736 Voya (formerly ING) Get Ready to Enroll 401(k) Savings Plan and Non-qualified Plan www.401k.com 800-835-5095 Legal Notices Fidelity

33 Legal Notices

Get Free or Low Cost Coverage Through U.S. Department of Labor Employee Benefits Security Administration Medicaid and/or the Children’s Health www.dol.gov/ebsa Insurance Program (CHIP) 1.866.444.3272 Benefits Enrollment — U.S. Department of Health and Human Services The Basics If you are eligible for health coverage from your employer, but are unable to afford the premiums, some states have premium Centers for Medicare & Medicaid Services www.cms.hhs.gov Medical assistance programs that can help pay for coverage. These states use funds from their Medicaid or CHIP programs to 1.877. 267. 2323, ex t. 61565 Dental help people who are eligible for employer-sponsored health coverage but need assistance in paying their health premiums. Notice of Special Enrollment Rights Vision If you or your dependents are already enrolled in Medicaid or If you decline enrollment in medical coverage for you or your CHIP, you can contact your state Medicaid or CHIP office to find dependents (including your spouse/same-sex domestic partner) Life and AD&D out whether premium assistance is available. because of other health insurance coverage, you may, in the Disability Insurance If you or your dependents are NOT currently enrolled in future, be able to enroll yourself or your dependents in the Medicaid or CHIP, and you think you or any of your dependents plan as long as you request enrollment no more than 31 days Maternity Benefit might be eligible for either of these programs, you can contact after your other coverage ends. In addition, if you have a new your state Medicaid or CHIP office or dial 1.877.KIDS -NOW dependent as a result of marriage, birth, adoption or placement FSAs (877.543.7669) or www.insurekidsnow.gov to find out how for adoption, you can enroll yourself and your dependent in to apply. If you qualify, you can ask the state whether it has the plan as long as you request enrollment by contacting the Employee Assistance a program that might help you pay the premiums for an Benefits Customer Service Center no more than 31 days after Program employer-sponsored plan. the marriage, birth, adoption or placement for adoption. Once it is determined that you or your dependents are If you and your eligible dependents are not already Voluntary Benefits eligible for premium assistance under Medicaid or CHIP, enrolled in the plan, you may be able to enroll your employer’s health plan is required to permit you and Get Ready to Enroll yourself and your eligible dependents if: your dependents to enroll in the plan — as long as you and your dependents are eligible, but not already enrolled in • You or your dependents lose coverage under a state Legal Notices the employer’s plan. This is called a “special enrollment” Medicaid or Children’s Health Insurance Program (CHIP), or opportunity, and you must request coverage within 60 days of • You or your dependents become eligible for premium being determined eligible for premium assistance. assistance under state Medicaid or CHIP, as long as you You should contact your state for further information on request enrollment no more than 60 days from the date of eligibility. Click here for a list of state resources. the Medicaid/CHIP event. To request special enrollment or obtain more information about special enrollment and coverage effective dates, please contact the iHeartMedia, Inc. Benefits Customer Service Center at 1-877-784-2855 or visit mybenefits.iHeartMedia.com.

34 Legal Notices continued

Important Notice About Your Prescription What Happens To Your Current Coverage If Drug Coverage and Medicare You Decide to Join A Medicare Drug Plan? Please read this notice carefully and keep it where you can find If you decide to join a Medicare drug plan, your current Benefits Enrollment — it. This notice has information about your current prescription iHeartMedia, Inc. coverage will not be affected. If you elect The Basics drug coverage with iHeartMedia, Inc. and about your options Part D, you may also keep your iHeartMedia, Inc. coverage, under Medicare’s prescription drug coverage. This information and benefits will be coordinated under the terms of our plans. Medical can help you decide whether you want to join a Medicare Essentially, if you are still an active employee, iHeartMedia, drug plan. If you are considering joining, you should compare Inc.’s prescription coverage will be primary to Medicare, which Dental your current coverage, including which drugs are covered at means your iHeartMedia, Inc. coverage applies first, and then what cost, with the coverage and costs of the plans offering Medicare will coordinate and pay benefits after iHeartMedia, Vision Medicare prescription drug coverage in your area. Information Inc. has paid your claims. When you retire or leave employment, on where you can get help to make decisions about your Medicare will be primary and will pay first. Life and AD&D prescription drug coverage is at the end of this notice. If you drop your current iHeartMedia, Inc. coverage and enroll Disability Insurance There are two important things you need to know about your in Medicare prescription drug coverage, you may enroll current coverage and Medicare’s prescription drug coverage: back into the iHeartMedia, Inc. benefit plan during an open Maternity Benefit Medicare prescription drug coverage became available in enrollment period under the iHeartMedia, Inc. benefit plan. 2006 to everyone with Medicare. You can get this coverage if FSAs you join a Medicare Prescription Drug Plan or join a Medicare When Will You Pay A Higher Premium Advantage Plan (like an HMO or PPO) that offers prescription Employee Assistance drug coverage. All Medicare drug plans provide at least a (Penalty) To Join A Medicare Drug Plan? Program standard level of coverage set by Medicare. Some plans may You should also know that if you drop or lose your current also offer more coverage for a higher monthly premium. coverage with iHeartMedia, Inc. and don’t join a Medicare drug Voluntary Benefits iHeartMedia, Inc. has determined that the prescription drug plan within 63 continuous days after your current coverage ends, coverage offered by the iHeartMedia, Inc. Medical Plan is, on you may pay a higher premium (a penalty) to join a Medicare Get Ready to Enroll average for all plan participants, expected to pay out as much drug plan later. If you go 63 continuous days or longer without as standard Medicare prescription drug coverage pays and creditable prescription drug coverage, your monthly premium Legal Notices is therefore considered Creditable Coverage. Because your may go up by at least 1% of the Medicare base beneficiary existing coverage is Creditable Coverage, you can keep this premium per month for every month that you did not have that coverage and not pay a higher premium (a penalty) if you later coverage. For example, if you go 19 months without creditable decide to join a Medicare drug plan. coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may When Can You Join A Medicare Drug Plan? have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have You can join a Medicare drug plan when you first become to wait until the following November to join. eligible for Medicare and each year from October 15th through December 7th. However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan. 35 Legal Notices continued

Remember: Keep this Creditable Coverage notice. If you decide When You Leave the Company to join one of the Medicare drug plans, you may be required to Your coverage under all health and welfare benefit programs, provide a copy of this notice when you join to show whether you except Short Term Disability (STD) and Long Term Disability have maintained creditable coverage and, therefore, whether (LTD), ends on the last day of the month in which you you are required to pay a higher premium (a penalty). Benefits Enrollment — terminate employment with iHeartMedia, Inc . STD and LTD The Basics For further information about this notice or your current coverages terminate on your last day worked. However, you prescription drug coverage, please contact Coordinated have the right to temporarily extend some of your coverages Medical Healthcare at 1-877-498-6697. NOTE: You’ll get this notice each under certain circumstances. Review your Summary Plan year. You will also get it before the next period you can join a Dental Description (SPD) for more information. The SPD is located at Medicare drug plan, and if this coverage through iHeartMedia, mybenefits.iHeartMedia.com. Inc. changes. You also may request a copy of this notice at any Vision time. Continuing Coverage Life and AD&D For More Information About Your Options under Under the Consolidated Omnibus Budget Reconciliation Disability Insurance Medicare Prescription Drug Coverage: Act (COBRA), iHeartMedia, Inc. offers you the opportunity to continue the medical, vision, dental and health care FSA More detailed information about Medicare plans that offer coverage you had as an active employee after it would Maternity Benefit prescription drug coverage is in the “Medicare & You” otherwise end. You and your dependents will receive a COBRA handbook. You’ll get a copy of the handbook in the mail every notice in the mail from our COBRA administrator, Aon Hewitt, FSAs year from Medicare. You may also be contacted directly by within 44 days of the qualifying event. For more information Medicare drug plans. Employee Assistance on COBRA, review the COBRA FAQ on the Human Resources Program For more information about Medicare prescription drug channel at mybenefits.iHeartMedia.com or call the Benefits coverage: Customer Service Center at 1-877-784-2855. Voluntary Benefits • Visit www.medicare.gov You may have other options available to you when you lose • Call your State Health Insurance Assistance Program (see group health coverage. For example, you may be eligible to Get Ready to Enroll the inside back cover of your copy of the “Medicare & You” purchase an individual plan through the Health Insurance Marketplace. By enrolling in coverage through the Marketplace, Legal Notices handbook for their telephone number) for personalized help you may qualify for lower costs on your monthly premiums and • Call 1-800-MEDICARE (1-800-633-4227). TTY users should lower out-of-pocket costs. Additionally, you may qualify for a 30- call 1-877-486-2048 day special enrollment period for another group health plan for If you have limited income and resources, extra help paying which you are eligible (such as a spouse’s plan), even if that plan for Medicare prescription drug coverage is available. For generally does not accept late enrollees. information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).

36 Legal Notices continued

Women’s Health and Cancer Rights Amendment or Termination of Plans Our medical plans provide coverage for mastectomy-related The provisions of iHeartMedia, Inc.’s benefit plans, including the services as required by the Women’s Health and Cancer Rights amount of your contributions as well as company contributions, Act of 1998. These services include all stages of reconstruction are reviewed on a periodic basis (at least annually) and may Benefits Enrollment — and surgery to achieve symmetry between the breasts, change in the future. This summary briefly describes some of The Basics prostheses and treatment of complications resulting from a the basic provisions of the company’s benefit plans, which are mastectomy, including lymphedema (swelling associated with maintained pursuant to official plan documents, and does not Medical the removal of lymph nodes). Mastectomy-related services are provide you with a contractual right to any particular benefit subject to all applicable deductibles, co-pays and coinsurance. plan or level of benefits from the company in the future. Dental iHeartMedia, Inc. currently intends to maintain the benefit plans Health Insurance Portability and described or referred to in this summary in the future, however Vision reserves the right to amend, modify or terminate each plan (or Accountability Act (HIPAA) any part or provision of each plan, such as, without limitation, Life and AD&D iHeartMedia, Inc., in accordance with HIPAA, protects your co-pays, employee and Company contributions, and benefit amounts generally) at any time. Disability Insurance Protected Health Information (PHI). iHeartMedia, Inc. will only discuss your PHI with medical providers and third-party Maternity Benefit administrators when necessary to administer the plan that provides your medical, dental, and vision benefits, or as FSAs mandated by law. A copy of the Notice of Privacy Practices is available upon request at mybenefits.iHeartMedia.com. Employee Assistance Receipt of a written authorization from the individual is a pre- Program condition for most uses and disclosures of psychotherapy notes (when such notes are maintained by the health plan), uses and Voluntary Benefits disclosures of PHI for marketing purposes, and disclosures that constitute the sale of PHI. Additionally, final regulations require Get Ready to Enroll that 1) the health plan is prohibited from using or disclosing an individual’s PHI which is genetic information for underwriting Legal Notices purposes; and 2) the health plan is required to notify affected individuals following a breach of unsecured PHI.

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