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Summary Plan Description Ehr 1-800-UPS-1508 (Available 24 Hours • Toll-Free Phone Access to All Your a Day Except Sundays Benefi Ts and Vendors 1:00 A.M

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Summary Plan Description Ehr 1-800-UPS-1508 (Available 24 Hours • Toll-Free Phone Access to All Your a Day Except Sundays Benefi Ts and Vendors 1:00 A.M The The Flexible Benefi ts Plan Flexible Member Services Benefi ts Plan UPSers.com www.UPSers.com • The online link to all your benefi ts and more My Life and Career tab Summary Plan Description eHR 1-800-UPS-1508 (Available 24 hours • Toll-free phone access to all your a day except Sundays benefi ts and vendors 1:00 a.m. to 12:00 noon CT) Benefi ts Service Center 1-800-UPS-1508 (Representatives available • Enroll 8:00 a.m. to 8:00 p.m. CT • Verify eligibility Monday through Friday) • Add or remove dependents • Request benefi ts materials • Inquire about COBRA Aetna www.aetna.com • Medical PPO 1-800-435-7324 • Medical Out-of-Area 1-800-237-0575 • Dental (all options) 1-877-263-0659 • Short-term disability 1-866-825-0186 www.wkabsystem.com • Reimbursement accounts 1-888-238-6226 UnitedHealthcare www.myuhc.com • Medical (all options) 1-877-838-7528 Kaiser Permanente www.kp.org • California 1-800-464-4000 • Oahu 432-5955 • Neighbor Islands 1-800-966-5955 ValueOptions www.achievesolutions.net/ups • Behavioral health 1-800-336-9117 • Employee Assistance Program (EAP) 1-800-336-9117 Medco www.medco.com • Prescription drugs 1-800-346-1327 Vision Service Plan (VSP) www.vsp.com • Vision 1-800-877-7195 Summary MetLife www.metlife.com/mybenefi ts • Long-term disability 1-877-638-4877 The Flexible Benefi ts Plan OptumHealth Bank www.optumhealthbank.com Plan • Health Savings Account (HSA) 1-866-234-8913 Description Prudential Insurance Company • Life insurance and AD&D 1-877-877-2955 1-877-889-2070 (conversions only) Quit For Life 1-866-QUIT-4-LIFE • Tobacco cessation program © 2010 United Parcel Service of America, Inc. UPS and the UPS brandmark are registered trademarks of United Parcel Service of America, Inc. All rights reserved. Rev. 02/10 100-0010 Flex2010_Cover_wp.indd a 2/19/10 5:50:00 PM Core/MBE Insert Flexible Benefits Plan About This Insert This Insert is part of your Flexible Benefits Plan Summary Plan Description (SPD), and details Plan provisions specific to your coverage, effective January 1, 2010, that are not outlined in the SPD. It is part of the Plan document and should be kept with your SPD. Eligibility You are eligible to participate in The Flexible Benefits Plan if you are a full- or part-time management, specialist, administrative or technical employee of one of the United Parcel Service affiliates (the Company) listed below and your terms of employment are not subject to collective bargaining. Part-time employees must be regularly scheduled to work at least 15 hours per week to be eligible. United Parcel Service General Services Co. UPS Fuel Services, Inc. UPS Capital Trade Protection Services, Inc. UPS Capital Insurance Agency, Inc. UPS Customhouse Brokerage, Inc. UPS Global Innovations, Inc. UPS Supply Chain Solutions General Services, Inc. UPS International General Services Co. UPS Procurement Services Corporation . UPS Worldwide Forwarding, Inc. United Parcel Service, Inc. (Ohio) . BT Realty Holdings, Inc. BT Realty Holdings II, Inc. Trailer Conditioners, Inc. (exempt only) . Mail Boxes Etc., Inc. You’re not eligible to participate if you are: . a full- or part-time administrative or technical employee of Trailer Conditioners, Inc.; . a temporary employee, intern or co-op; . a UPS employee in Puerto Rico, the Virgin Islands, Canada or any country other than the United States, except for employees of International General Services; or . an employee covered by a collective bargaining agreement. Medical Opt-Out Credit If you choose not to elect medical coverage, you receive an opt-out credit as taxable income. However, to receive these credits, you must certify that you have medical coverage elsewhere. Without this certification, no credits will be provided in lieu of electing medical coverage. See your enrollment information for credit amounts. Income Protection Plan: Short-Term Disability (STD) Short-term disability coverage is available to all full-time and part-time employees eligible for The Flexible Benefits Plan when coverage begins under the Plan. The Plan pays a percentage of your base pay for any one continuous period of disability, up to the maximum STD benefit period for your job classification, as indicated below. Administrative or Technical Employees (Hourly Paid) The Plan pays disability benefits for a maximum of 26 weeks, at 100 percent of your base pay for up to 13 weeks and 60 percent of your base pay for any remaining weeks during that same approved disability period. Aetna Disability and Absence Management (ADAM) will administer your STD benefit payments. You will be billed by the Benefits Service Center for your share of the cost of your Flexible Benefits Plan coverage. STD benefits are taxed when paid to you. If you are an administrative or technical employee (hourly paid), ADAM will issue all W-2 forms for any benefits received under the STD Plan. Management or Specialist Employees The Plan pays 100 percent of your base pay for up to 26 weeks. You will continue to receive your check from the Company, with your usual payroll deductions, during the time you are approved for STD benefits. Aetna Disability and Absence Management (ADAM) will administer your STD benefit payments and assign a case manager to work with you. STD benefits are taxed when paid to you. If you are a management or specialist employee (salaried), the Company will issue all W-2 forms. © 2010, United Parcel Service of America, Inc. All Rights Reserved 100-0011 Rev. 1/10 Summary of Material Modifications The Flexible Benefits Plan October 2013 This notice details Plan improvements, changes, clarifications, and required notifications effective January 1, 2014, unless otherwise noted below. Items marked with an asterisk (*) do not apply to COBRA participants. You should keep this with your Flexible Benefits Plan Summary Plan Description (SPD) for future reference. The terms of the Plan are not changing and remain in full force and effect, except as specifically described in this Summary. Working Spouse Eligibility* Benefits and Coverage (SBC) provided by your Effective January 1, 2014, spouses and same-sex employer will indicate whether or not the coverage is domestic partners or civil union partners (as defined minimum essential coverage. You can also contact by the Plan) who are “eligible” for coverage as an your employer for this information. employee (other than as a qualified beneficiary under COBRA) under another employer’s medical plan If your spouse, domestic partner or civil union (e.g., the spouse’s employer’s plan) are not eligible partner is enrolled in The Flexible Benefits Plan and for medical coverage under The Flexible Benefits later becomes eligible for other employer coverage, it Plan to the extent that such coverage constitutes is your responsibility to notify the Plan immediately minimum essential coverage (for purposes of the that your spouse, domestic partner or civil union individual mandate under the Affordable Care Act). partner is no longer eligible for coverage under the For this purpose, a spouse, domestic partner or civil Plan. union partner is considered eligible for other If your spouse, domestic partner or civil union employer coverage if the spouse, domestic partner or partner loses eligibility for other employer coverage, civil union partner satisfies the terms of eligibility to you may request enrollment. See the Life Events participate in the Plan as an employee (other than section of the Plan’s SPD for more detail. COBRA coverage), even if not otherwise permitted to currently enroll. However, if the spouse is subject Tobacco Cessation Incentive Program* to a waiting period, the spouse will not be considered UPS is offering a UPS Tobacco Cessation Incentive to be eligible for other employer coverage during the Program (“Program”) to help improve the health and waiting period. wellness of UPSers and their families. As part of the Program, you pay a lower premium if you have not The spousal exclusion applies without regard to the used tobacco products in the last 12 months or, if you cost of the other medical coverage, or the scope of have, you complete the UPS-sponsored tobacco the medical coverage. However, if the only coverage cessation program, Quit for Life. for which the spouse is eligible is any of the following, the spousal exclusion does not apply: Eligibility Continuation of coverage under COBRA As an active employee, you and your spouse, domestic partner or civil union partner are eligible for Dental this Program if eligible for, and enrolled in, the Vision medical portion of the Plan. Under this Program, you Health flexible spending account (FSA) pay a lower premium for medical coverage under the Employee assistance program (EAP) Plan if you “participate” in the Program. Health savings account (assuming that the spouse, Participation domestic partner or civil union partner is not also You participate in this Program if you satisfy the eligible or enrolled in the employer’s high following conditions: deductible health plan) You certify your tobacco use status and that of Any benefit that does not qualify as minimum your spouse, domestic partner or civil union essential coverage for purposes of the individual partner (if applicable) enrolling in the Plan; and mandate (such as fixed indemnity or specified disease policy). If certified as a tobacco user, you and/or your spouse, domestic partner or civil union partner Minimum essential coverage may not be affordable enroll in and complete the Quit For Life program. and it may not provide minimum value as defined by the Affordable Care Act (ACA). The Summary of 1 The specific terms of the Program are described in directly or through a provider, a fraudulent, the UPS Tobacco Cessation Incentive Program misrepresented or altered claim. Plan coverage may document, available at www.UPSers.com.
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