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OVERVIEW Section 1Your annual regular work schedule and other factors determine the benefits for which you areeligible and whether the University contributes toward your coverage, as shown on page 5.Who Can Participate?Plan*Your Annual RegularWork ScheduleC O R ECan YouParticipateB E N E F I T SWho Pays?P R O G R A M50% time or moreYESBrown and you share the cost of coverage.Less than 50% timeYESYou pay the full cost of coverage at Brown’s group rates.50% time or moreYESBrown and you share the cost of coverage.Less than 50% timeYESYou pay the full cost of coverage at Brown’s group rates.50% time or moreYESYou pay the full cost of coverage at Brown’s group rates.Less than 50% timeYESYou pay the full cost of coverage at Brown’s group rates.Voluntary Life1,300 hours a year or moreYESYou pay the full cost of coverage at Brown’s group rates.InsuranceLess than 1,300 hours a yearNONot applicableFlexible Spending50% time or moreYESYou pay the full cost through pre-tax contributions.AccountsLess than 50% timeNONot applicableCommuter Choice50% time or moreYESYou pay the full cost of coverage at Brown’s group rates.Health InsuranceDental InsuranceVision InsuranceSpending AccountLess than 50% timeNONot applicableLong term1,300 hours a year or moreYESBrown pays the full cost of coverage.Disability InsuranceLess than 1,300 hours a yearNONot applicableWellness Rewards50% time or moreYESYou pay the full cost through pre-tax contributions.Less than 50% timeNONot applicableMortgage AssistanceAll employees onregular payrollYESYou pay the full cost less any group discount.Automobile andAll employees onregular payrollYESYou pay the full cost less any group discount.Back-up CareAll employees onregular payrollYESYou pay a copayment based on the care received.Faculty/StaffAll employees onregular payrollYESBrown pays the full cost of coverage.All employees onregular payrollYESYou pay the full cost of coverage.All employees onregular payrollYESYou pay the full cost of coverage at Brown’s group rates.Homeowners InsuranceAssistance ProgramLong term CareInsuranceSupplementalDisability Insurance* There are certain faculty groups and bargaining units to whom this chart may not apply. E ligibility for dependents and/or certain familymembers varies by plan. When you log into Workday to enroll, you will see displayed the plans and costs for your eligibility group.5

Section 1 OVERVIEWWho Else Can Be Covered?If you are eligible for Brown University benefits, you may elect health insurance, dentalinsurance, vision insurance and voluntary life insurance for eligible individuals.Note:Brown University requiresdocumentation of thedependent’s relationshipto the employee. Thisincludes a copy of thedependent’s social securitycard, birth or marriagecertificate and for a spouse,proof of shared address.The University will removefrom coverage and mayrecover claims and premiumcosts associated with anyindividual who is foundto be ineligible underthe terms of the plan(s). Spouse:Your current legal spouse as recognized by federal law and the state in whichyou reside. Your son or daughter who is not yet 26 years old. The term “child” includes your biologicalchild, adopted child or stepchild. It also includes a child for whom you are a legal guardianunder the laws of the state in which the child resides. Your child need not live with you orbe a student or unmarried in order to be covered. Coverage ends at the end of the monthin which the child attains age 26. Child under age 26 who is the subject of a Qualified Medical Child Support Order:An unmarried child who is named as an alternate recipient with respect to the employeeunder a Qualified Medical Child Support Order (QMCSO). Disabled dependent:An unmarried dependent of any age who falls under one of the previously listedcategories, and due to a mental or physical disability is unable to earn a living. Thedependent must have been covered under the plan prior to turning 26, and must be whollydependent upon the employee for support and maintenance.Cost and Payment MethodsIn most cases, you and the University share the cost of health and dental coverage. Yourportion of the cost is shown in Workday when you enroll. The frequency that contributionsfor coverage are withheld from your paycheck depends on how often you are paid.If You Are PaidDeductions Are MadeMonthlyOnce a monthBiweeklyTwice a monthWeeklyFour times a monthDepending upon certain eligibility criteria such as your employee group, compensated workschedule, visa status, etc., your contribution to the cost of your health and dental coverage willgenerally be deducted from your paycheck on a pre-tax basis. Pre-tax contributions lower theamount of pay on which you are taxed and therefore usually lower the taxes you pay.6

OVERVIEW Section 1WHEN COVERAGE BECOMES EFFECTIVEElections made during the Open Enrollment period from November 8 through November29, 2021 will become effective January 1, 2022.For new employees, the date coverage becomes effective depends on the plan: Health and Vision InsuranceIf you are hired on the first day of the month, coverage becomes effective on the first dayof that month. (For example, if your hire date is April 1, 2022, your coverage will beeffective April 1, 2022.) If you are hired after the first day of the month, coverage becomes effective on the firstday of the month following your date of hire. (For example, a hire date of March 2, 2022, willhave a coverage effective date of April 1, 2022.) Dental InsuranceDental coverage is effective on the first of the month after you complete three full monthsof employment at Brown. Basic Life and AD&DBasic life insurance and accidental death and dismemberment (AD&D) coverage iseffective on the first of the month following your hire date. Voluntary Life InsuranceVoluntary life insurance coverage is effective on the first of the month following your dateof hire or, if subject to medical review, approval by the carrier. Flexible Spending Accounts (FSAs)Flexible spending accounts are effective on the first of the month following your hire date.You must enroll within 31 calendar days from your date of hire in order to participate foran effective date of the first of the following month. Employees enrolling mid-year canelect up to the maximum annual contribution amount; pre-tax deductions will be proratedamong the remaining months of the calendar year. PLEASE NOTE: If you participated ina dependent care spending account of another employer during the same tax year beforecoming to Brown, your maximum combined contribution at both employers must notexceed a total of 5,000. Critical Illness and Accident Insurance PlansCritical Illness and Accident Insurance coverage is effective on the first of the monthfollowing your date of hire. Commuter Choice Assistance ProgramYou may start/stop/change your election at any time during the year by initiating a benefitevent in Workday. However, you may only contribute the maximum allowable monthlyamount going forward.7

Section 1 OVERVIEW Long Term Disability InsuranceYou are initially eligible for long term disability insurance after working for oneuninterrupted year. Please refer to Section 9 of this guide for additional information.Remember:You must elect to changebenefits in Workdayand with supportingdocumentation within31 calendar days of theoccurrence of a QualifyingEvent to be eligible to makechanges to your currentbenefits choices.Changing Coverage During the YearQualifying Events/Special Enrollment Period(s)The next opportunity you have to change carriers or your level of coverage is during the nextyear’s Open Enrollment period. However, there are situations in which you can change yourlevel of health, dental and/or vision coverage during the year. These are called qualifyingevents, and include: marriage or divorce of employee; birth, adoption or death, or acquiring new dependent; the beginning or ending of your spouse’s employment; a change from full-time to part-time employment or vice versa for you or your spouse; losing other coverage because you or your dependent has exhausted COBRA coverageunder another group plan or lost eligibility for the other plan, or if employer contributionsunder the other plan cease; when an employed family member changes a health and/or dental election in a plansponsored by their employer —For example: You and your spouse both have individual coverage through your respectiveemployers. Your spouse’s Open Enrollment period has a coverage effective date of July 1, andthey elect a two-person plan to cover you both. You can drop your Brown coverage, effectiveJune 30, to join your spouse’s plan. when compliance with certain family relations orders or decrees (e.g., a QualifiedMedical Child Support Order) is legally required; when there is a change in employment status for you, your spouse or your covereddependent, including a strike or lockout, or commencement or return from an unpaidFamily/Medical Leave or RI Parental and Family Medical Leave of Absence (FML orRIPFML); or when you or any of your covered dependents become entitled to, or lose, Medicare orMedicaid coverage. If you lose Medicaid coverage, you have 60 days following the lossof Medicaid to elect Brown’s coverage.8

OVERVIEW Section 1Qualifying Events/Special Enrollment Period(s) ContinuedIn most cases, you may increase, decrease or cancel your elected Brown benefits. In all cases,the election change you make must be made on account of, and consistent with, the statuschange resulting from your qualifying event and with proper supporting documentation.Loss of coverage under a plan purchased through a health insurance exchange is not aqualifying event.For example, upon the birth of your first child during the year, you may change your healthcoverage level from individual or employee plus spouse or family coverage. You cannot,however, change the health carrier or plan with which you are enrolled. If you get married,you may add your spouse to your existing coverage. You may not, however, elect medicaland/or dental coverage for yourself if you were not already enrolled (unless you can show aloss of other group coverage at the same time).Note:If you are canceling yourdependent’s health and/or dental coverage duringOpen Enrollment, you mustnotify the Benefits Office ifyou would like to requestCOBRA coverage on theirbehalf.Brown University is not bound to provide coverage in excess of what is considered by theplan administrator to be reasonable and/or prudent for the plan.The Health Insurance Portability and Accountability Act of 1996 (HIPAA) requires grouphealth and/or dental plans to offer a special 31-day enroll ment period for employees anddependents who previously declined coverage without having to wait for the plan’s nextOpen Enrollment period, subject to certain conditions. You and your eligible dependentsmay enroll in Brown University’s group health and/or dental plan if you lose other coveragebecause you exhaust COBRA coverage under another group plan, if you lose eligibility forthe other plan, or if employer contributions for the other plan end. You must notify theBenefits Office in writing and with supporting documentation within 31 calendar days ofyour loss of other coverage in order to be eligible for the special enrollment period.Please note that the HIPAA regulations allow you and your dependent to enroll, even if it isonly your dependent who lost coverage.9

Section 1 OVERVIEWW H E N B ROW N E M PLOY M E N T E N D SIf you terminate employment with the University or if you should become otherwiseineligible for health, dental or vision insurance coverage for reasons other than grossmisconduct, you may elect to continue your (and your eligible dependents’) insurancecoverage temporarily under the provisions of the Consolidated Omnibus BudgetReconciliation Act of 1985 (COBRA).If you leave Brown, you may convert your employee basic life, voluntary life, and/or yourvoluntary dependent group term life insurance, to individual policies. For employees whoseparate from service at Brown, the optional life insurance coverage will be fully portableprovided the coverage has been in place for 12 months prior to your termination dateand may be extended at group rates. Critical illness and accident insurance plans are fullyportable. Please contact the Benefits Office for additional information.As long as you continue to pay premiums, your long term care coverage is guaranteedrenewable. If you leave employment with Brown University, your group coverage will end onthe last day of the month during which your employment terminates. However, as long asyou continue to pay premiums to the insurance carrier, your insurance is fully portable.Your group long term disability coverage ends on the date you are no longer an activebenefits-eligible employee at Brown University.10

Section 2HealthCoverageYO U R H E A LT H C O V E R AG E O P T I O N SMost employees at Brown have a choice of three plans: Blue Cross Blue Shield of Rhode Island Healthmate Coast-to-Coast UnitedHealthcare of New England Choice Plus UnitedHealthcare of New England Choice Plus Consumer-Directed Health PlanPrescription drug coverage under the plans is provided by OptumRx, a separate pharmacybenefit manager.Each of Brown University’s health plans has a network of participating health care providersincluding hospitals and laboratories. Each permits members to use nonparticipatingproviders as well. There are no exclusions for pre-existing conditions.A summary of benefits and coverage, as required under the Affordable Care Act, is availablein the health plans section of Brown’s benefits website. There is a separate summary for eachplan that includes examples of the coverage provided and what the plan will pay.The Summary of Benefits and Coverage is found at efits/health-and-wellbeing/health-plans. Alternatively, you may go tobrown.edu/benefits and click the link to Health Insurance on the left side of the page. Youmay also request a copy by calling 401-863-2141 if you do not have internet access.The rest of this section discusses the advantages of using in-network benefits and how aconsumer-directed health plan works with a health savings account. See Section 10 forinformation on creditable coverage when enrolling in Medicare.KEY PROVISIONS FOR BROWN UNIVERSITY’SH E A LT H I N S U R A N C E P L A N SEach of Brown University’s health plans has a network of participating health care providers,hospitals and laboratories. Each permits subscribers to use non-participating providers aswell. There are no exclusions for pre-existing conditions.A summary of benefits and coverage for each health plan is available on Brown’s website benefits/health-and-wellbeing/health-plans.11

Section 2 HEALTH COVERAGEComprehensive coverageUnitedHealthcare’s Choice Plus plan and Blue Cross Blue Shield’s HealthMate Coast-ToCoast plan provide comprehensive coverage.In-NetworkIt may be to your advantage to choose the services of an in-network provider as frequently aspossible, because with in-network providers: your copayments are generally lower for most services and supplies; you don’t have to file claim forms; and you aren’t required to pay for expenses and then wait for reimbursement.The most you pay out of pocket for covered expenses is 2,750 ( 5,500 for family coverage).Out-of-NetworkBoth comprehensive plans also have an option that allows you to select any doctor orhospital. When you use an out-of-network provider, certain provisions apply: You will have to pay a 200 annual deductible per person (up to a family deductible of 600 for the year) before the plan will pay benefits. After you meet your deductible, each plan generally reimburses your expenses at 80%of allowable charges. Please note, however, that your out-of-network health care providermay balance bill you for the difference between the providers charge and theallowable charge. Out-of-network expenses above the 2,750 maximum are reimbursed according to theterms of the respective Summary Plan Description.Consumer-Directed Health Plan coverageUnitedHealthcare’s Choice Plus Consumer-Directed Health Plan is a high-deductible healthplan, with a health savings account feature. If you choose this plan, you will have access tothe same providers as the UnitedHealthcare Choice Plus comprehensive plan.However, under the consumer-directed health plan: You will pay a deductible of 1,500 per person, 3,000 per family each year. All servicesthat are not preventive services are subject to this deductible. After you meet the deductible, the plan will pay 90% for most in-network services and70% for out-of-network services.12

HEALTH COVERAGE Section 2 After your share of the cost reaches 2,750 per person, 5,500 per family in a year, the planwill pay 100% of remaining covered services in the plan year (which is a calendar year).This plan does not have a separate maximum for pharmacy expenses. You may be required to obtain approval before receiving certain services from networkdoctors and hospitals. Without this approval, you will be responsible for the entire costof care.Health Savings Account (HSA)If you elect the consumer-directed health plan and you are in a benefit-eligible positionand your benefit full-time equivalent is 50% or greater, Brown University will contribute 500 per individual, and 1,000 per family, to a health savings account. New enrollmentsbeginning mid-year will receive a prorated amount. A health savings account is a bankaccount for the purpose of paying health care expenses such as deductibles and copayments.Contributions to a health savings account are tax-free, earnings on the accumulationsare tax-free, and withdrawals are tax-free as long as they are used to reimburse eligibleexpenses. A health savings account is similar to a flexible spending account, but with acritical difference: there is no use-it-or-lose-it rule, so contributions may accumulate and donot have to be used for expenses incurred in the same year. Thus, if you have an HSA youmay use the funds in it after you leave Brown, including in retirement. The account belongsto you, not the University.Note:Enrollment in the UHCChoice Plus ConsumerDirected Health Plan foremployee’s with a benefitsFTE of 50% or greaterrequires opening up aHealth Savings Accountwith Optum Bank so thatthe Brown contributionsand voluntary contributionsmay be deposited.There are other differences between health savings accounts and flexible spending accounts.You must be enrolled in a high-deductible health plan such as the Choice Plus ConsumerDirected Health Plan. You may not be enrolled in Medicare, including Medicare Part A, norin any other health plan such as a spouse’s plan. You also may not participate in a HealthFlexible Spending Account while enrolled in Brown’s plan.You can make pre-tax contributions to your health savings account through payrolldeduction and change the amount of those contributions at any time during the plan year.The maximum amount that may be contributed in 2022, including Brown’s contribution, is 3,650 for individuals and 7,300 for families.Brown has chosen Optum Bank to provide health savings accounts to employeesparticipating in the UnitedHealthcare Choice Plus Consumer-Directed Health Plan. Sincethe health savings account is an individual bank account, there is a separate applicationprocess to open the account. Once your account is open, you will receive a

Wellness Rewards is a voluntary wellness incentive program designed to help you learn more about your personal health, motivate you to maintain or improve your overall well-being, and earn rewards for completing wellness-related tasks. You must accrue at least 150 in Wellness