This guide outlines the benefits offered to Baker Hughes, a GE company for employees hired under legacy Baker Hughes legal entities.
Employees who are hired under other legal entities may have a different benefit package offered. Please contact your Human Resources
representative if you have questions.
*
Using this guide
*
Make the most of your
2018 Baker Hughes, a GE Company benefits
Explore this interactive guide completely to understand your benefit plan options, the dependents you may cover, and
the steps you need to take to enroll. You can read it front to back like a booklet, or click a link for specific topics.
Benefit Resources
For more detailed plan information,
please refer to the appropriate Summary
Plan Descriptions on myRewards.
Newly hired or transferred?
You must enroll within
31 days to participate in Health
and Protection benefits.
Your cost (rates)
When you can make
changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
Before you enroll
The big picture
ENROLLMENT
Business Travel
Accident insurance
PROTECTION
Disability benefits
Legal Plan
Critical Illness plan
Accident (AD&D)
insurance benefits
Life insurance benefits
Vision
Dental
Employee Assistance
Program
Advocacy
Prescription Drug
coverage
Flexible Spending
Accounts
Health Savings Account
Medical
HEALTH
Thrift Plan
RETIREMENT
Health | 2 | U.S. Benefits Guide
Save money on
health care!
Take advantage of benefits
that can help lower your
out-of-pocket expenses, such
as using network providers,
in-network preventive care
that’s covered at 100%, the
Health Savings Account, and the
Flexible Spending Accounts.
Medical
Our Medical plans help you manage your health, whether that means treating a specific
problem or just using free preventive care to make sure everything’s in working order.
The Medical plan options offer you choice and flexibility so you can match the right coverage
to your needs and your eligible covered dependents’ needs.
You’ll always save with network providers
Our Medical plans allow you to receive medical care through the UnitedHealthcare (UHC) network
of physicians, specialists, hospitals, and clinics at pre-negotiated fees, which are usually lower than
you’d pay outside the network.
If the home zip/postal code you have on file with the company is outside the service area,
that means there may be limited UHC network providers in your area. If this is the case, your options
are the out-of-area plans shown below. With the out-of-area plans, you can use any provider for your
health care and receive coverage at the in-network coinsurance level.
Your choices for Medical coverage
Note: Visit myRewards online or call the Benefits Center to determine your Medical plan options.
• Choice Plus plan
• Personal Choice Plus plan
• UHC Out-of-Area PPO plan
• UHC Personal Out-of-Area PPO plan
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If you live within the service area: If you live outside the service area:
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Your Medical plan options
Here are the highlights of coverage under the different Medical plan options.
Don’t choose a medical
plan based on a particular
network physician.
Health care providers can
move in or out of the
network at any time.
Go to www.myuhc.com
to learn more about
your provider.
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Plan feature
Choice Plus/
UHC Out-of-Area PPO
Personal Choice Plus/
Personal Out-of-Area PPO
IMPORTANT
Prescription Drug coverage
Relative cost per paycheck $$ $
Includes Health Savings Account?
No Yes
Deductible $750 Individual/
$1,500 Family
$1,500 Individual/
$3,000 Family
1
Coinsurance
Preventive care
Physician office visit, urgent care,
outpatient surgery, inpatient
hospital
Emergency Room
Out-of-pocket maximum $4,000 Individual/
$8,000 Family
(includes deductible)
$5,000 Individual/
$10,000 Family
(includes deductible)
1
Member must meet the combined Medical and Prescription Drug deductible if coverage is other than You Only.
2
Eligible Expenses are determined in accordance with UHC’s reimbursement policy guidelines.
3
Out-of-area plans are not subject to the ER surcharge.
Subject to deductible and coinsurance
80% covered in-network;
60% of Eligible Expenses covered out-of-network;
2
80% covered in out-of-area plans
$100 copay (in addition to the deductible and coinsurance;
does not apply if the patient is hospitalized
3
)
Plan pays 100% for in-network services; no deductible applies
When you enroll in Medical, you automatically receive Prescription Drug coverage.
Refer to the Prescription Drug section for details.
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Learn more about your Medical benefits
Register with UHC at www.myuhc.com after you enroll in a UHC Medical plan (allow approximately
two weeks for your enrollment to be updated with UHC). You can:
• Search for doctors in the UHC network;
• Order replacement ID cards or print a temporary ID card;
• Make real-time inquiries into the status and history of your Medical, Flexible Spending
Account, or Health Savings Account claims; and
• Access health and well-being information.
Medical coverage in retirement
Baker Hughes, a GE Company (BHGE) currently offers Retiree Medical benefits to eligible BHGE
employees and their dependents who are not eligible for Medicare (generally under age 65). To be
eligible for Retiree Medical coverage, you must be considered a retiree of BHGE (55 years of age or
older with at least 10 years of service on your date of retirement). You must also be covered under a
BHGE Medical plan at the time of retirement.
While BHGE intends to provide Medical coverage for retirees now and in the future, BHGE does not
guarantee the continuation of this benefit.
Medical coverage outside the U.S.
The UHC Medical plans provide coverage at the network level for emergency services received outside
the U.S. If you need to seek medical attention while traveling outside the U.S., pay for the services
out-of-pocket and then file an International Claim Form with UHC for reimbursement. You can get
the International Claim Form on myRewards or by calling UHC.
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Coinsurance
Coinsurance describes the
cost-sharing between you
and the plan for eligible
expenses. For example,
after you’ve satisfied your
annual deductible,
you pay 20% coinsurance,
and the plan pays 80%
coinsurance for in-network
expenses, up to plan limits.
Deductibles, coinsurance, and out-of-pocket maximums
Understanding Medical plan terminology will help you get the most from your health care dollars.
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Out-of-pocket
maximum*
This is the most you’ll pay
out of your own pocket
(coinsurance and
deductibles) in a year.
Once you reach the
out-of-pocket maximum,
the plan pays 100% of
the eligible expenses
for the rest of the year.
* Out-of-network expenses and non-covered expenses do not apply. However, if you are enrolled in the UHC Out-of-Area or UHC Personal
Out-of-Area PPO plans, both in-network and out-of-network coinsurance applies.
Deductible
This is the amount you
must pay each year before
the plan begins to pay for
services. The lower the
deductible, the higher
the premium you’ll pay
each paycheck.
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Deductibles and out-of-pocket maximums differ by plan
Your deductible and out-of-pocket maximum work differently, depending on the plan you choose.
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Choice Plus and UHC Out-of-Area PPO
Each covered person has an individual deductible
and an out-of-pocket maximum, which can be met
without reaching the Family limit. Once two or more
individuals reach the Family deductible or out-of-pocket
maximum, the individual limits no longer apply.
Personal Choice Plus and UHC Personal
Out-of-Area PPO
Individual deductible limit applies only if you elect You
Only coverage. If you cover any dependents, the Family
deductible limit applies, and everyone’s eligible
Medical and Prescription Drug expenses apply toward
the Family deductible. Each covered person has an
Individual out-of-pocket maximum, which can be met
without reaching the Family limit. Once two or more
individuals reach the Family out-of-pocket maximum,
the Individual limits no longer apply.
Family
Family
OR
Individual
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What’s a Health Savings Account and
how does it save you money?
The higher deductible of the Personal Choice Plus or UHC Personal Out-of-Area plans often concerns people. However, these
plans also allow you to open and use a Health Savings Account (HSA). Make sure you look at the whole picture when you
consider the savings that come with an HSA. You may be surprised at the results, both short-term and long-term.
1
Free money!
Each year, BHGE will
contribute to your HSA:
• $500 (You Only)
• $750 (You + Spouse) or
(You + Children)
• $1,000 (You + Family)
2
Multiple tax savings.
You don’t pay federal income tax on the money
you contribute. Your HSA grows tax-free.
The money you spend from your HSA is
tax-free when you use it to pay eligible
health care expenses.
5
It costs you a lot
less each paycheck.
Personal Choice Plus premiums are substantially lower
than those of the other plans. Plus, you can change your
HSA contribution amount at any time.
4
It’s your money.
The HSA is an actual account, in your name, that
you manage. If you leave BHGE, your
account balance — and the tax advantages — are
yours to take with you, even into retirement.
3
You don’t lose what
you don’t use.
Unlike a Flexible Spending Account (FSA), you don’t
forfeit the unspent money in your account at the
end of the year. It stays in your account and keeps
growing until you need it.
Maxed out your Thrift Plan
contributions? Use your HSA!
Saving as much as you can for retirement
is smart. Even if you plan to save the
maximum before-tax contribution amount
in the Thrift Plan, you can still contribute
tax-free money to your HSA — up to the
HSA limits — where it can stay and grow
until you need it in the future.
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HSA or Health Care FSA, not both.
You can’t participate in both the HSA and the
Health Care Flexible Spending Account (FSA).
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How the HSA works
To participate, you must be enrolled in either the Personal Choice Plus or UHC Personal Out-of-Area plan.
Setting up your account
BHGE pays your HSA account set-up fee and monthly service fee,
which includes a no-cost debit card and a monthly statement. You can
use the debit card for eligible purchases at merchant locations with no
transaction charge, up to your available account balance.
You can also reimburse yourself for eligible expenses with ATM cash
withdrawals at $1.50 per transaction. For more information on other
reimbursement options and fees associated with your HSA, contact
Optum Bank.
Contributions
As long as you remain eligible, BHGE will contribute money to your
HSA each year. You can also contribute to your HSA with pre-tax payroll
deductions. The IRS sets the total maximum contribution rate for HSAs.
Using your HSA
You control your HSA funds and decide whether to use them for current medical
expenses, or to spend out-of-pocket and save your HSA funds for the future.
Money in your HSA can be used to pay for the same health care expenses
that are allowed under a Health Care Flexible Spending Account (FSA).
Visit www.irs.gov/publications/p502 for more detailed information about
eligible expenses for reimbursement.
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Money in your HSA can also be used
to pay premiums for:
• Individual long-term care, disability,
and vision insurance policies
• Health plan coverage while
receiving unemployment insurance
• COBRA insurance coverage
• If age 65 or older, any health
insurance except Medicare
Supplement plans (A-J), known
as Medigap coverage. You cannot
contribute to an HSA if you are
enrolled in Medicare.
If you’re age 55 or older, you can make an additional annual tax-free
catch-up contribution of $1,000.
BHGE annual contribution
• $500 for You Only
• $750 for You + Spouse or
You + Children
• $1,000 for You + Family
Your maximum annual contribution
• Up to $2,950 for You Only
coverage
• Up to $6,150 for You +
Spouse or You + Children
• Up to $5,900 for You + Family
Maximum total annual contribution
(You + BHGE)
• $3,450 for You Only
coverage
• $6,900 if you enroll dependents
Visit www.irs.gov/publications/p969 for detailed IRS information about HSAs.
2018 Health Savings Account (HSA) contribution limits
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Health Care Flexible Spending
Account (FSA)
Health Savings Account (HSA)
Portable (take it with you if you
leave the company)
No Yes
Your contributions are pre-tax Yes Yes
BHGE makes tax-free
contributions to your account
No Yes
$500 (You Only)
$750 (You + Spouse or You + Children)
$1,000 (You + Family)
2018 total maximum contribution
$2,650
$3,450 (You Only)
$6,900 (if you enroll dependents)
Tax-free interest No Yes
Expense types
Availability of funds in the account Available on day 1 Funds must accumulate before using*
Forfeit unused funds at the end
of the year
Yes No, accumulated amounts roll over
HSA or Health Care FSA?
Money in a Health Savings Account (HSA) can be used to pay the same health care expenses that are allowed under the
Health Care Flexible Spending Account (FSA). However, you cannot participate in both an HSA and the Health Care FSA at
the same time. Click this link to learn more about the Health Care FSA.
Here are the key differences between these two types of accounts:
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Most qualified health care expenses
*BHGE contributions are available as soon as administratively feasible following your enrollment.
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HSA or Health Care FSA, not both.
You can’t participate in both the HSA and the Health Care
Flexible Spending Account. Check out the differences here.
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Prescription Drug coverage
Prescription drugs can be essential for treating a variety of conditions, and we all need them occasionally. They’re also
expensive, which is why BHGE provides Prescription Drug coverage automatically with your medical coverage.
Because prescription drugs are a key driver of higher health care costs, it’s smart to ask your doctor to prescribe generic equivalents
whenever possible. Generics work the same as (or similar to) the more expensive brand name drugs, but cost you — and BHGE —
much less. If a generic isn’t available, ask your doctor to prescribe a brand name drug that’s listed on the CVS/caremark formulary.
To help you cover the cost of your medications, Prescription Drug coverage is automatic when you enroll in any of the Medical plans.
How your prescription drug coverage works depends on the Medical plan you choose.
You’ll always
save by asking for
generic drugs.
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Prescription Drug coverage Choice Plus and UHC Out-of-Area PPO Personal Choice Plus and UHC Personal Out-of-Area PPO
ID card Separate card from Medical
Deductible N/A $1,500 Individual/$3,000 Family
Combined with Medical*
Retail – generic $7 copay $7 after deductible
Retail – formulary brand 25% ($30 minimum/$60 maximum)
30% after deductibleRetail – non-formulary brand 30% ($60 minimum/$100 maximum)
Retail or Mail – specialty 30% ($250 maximum)
Mail order or retail (CVS only)
– generic
$15 copay $15 after deductible
Mail order or retail (CVS only)
– formulary brand
25% ($75 minimum/$150 maximum)
30% after deductible
Mail order or retail (CVS only)
– non-formulary brand
30% ($150 minimum/$250 maximum)
Out-of-pocket maximum $2,000 Individual/$4,000 Family
Separate from Medical.
$5,000 Individual/$10,000 Family
Combined with Medical (includes deductible)
Separate card from Medical
*Must meet Family deductible if coverage level is other than You Only.
30-day
supply
90-day
supply
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$250
25% coinsurance of $250
(25% x $250 = $62.50)
Because $62.50 is more than the
formulary maximum of $60,
you pay the maximum ($60).
Choice Plus example: For a formulary retail prescription that costs…
Take advantage of Maintenance Choice!
If your doctor prescribes a maintenance medication that you’ll take for more than 90 days,
you can use the convenient mail order service, or you can get your 90-day prescription filled
at your local CVS retail pharmacy for the same price. (The Maintenance Choice program
is offered only at CVS pharmacies.)
Please ask your physician for two separate prescriptions. The first prescription will be for a
30-day supply with two refills that you can fill at a retail pharmacy. Your second prescription
should be for a 90-day supply (with appropriate refills) that you may fill through mail order or
at your local CVS retail pharmacy. If you need assistance with obtaining the 90-day prescription,
CVS/caremark is happy to coordinate with your doctor.
To request a prescription via mail order or to learn more about pharmacy benefits, go to
www.caremark.com or call 1-877-252-3485 to speak with a customer service representative.
Specialty or biotech prescriptions must be filled through
CVS/caremark Specialty Pharmacy or select CVS retail pharmacies.
Log on to www.caremark.com or call 1-800-237-2767 to speak
with a specialty pharmacy representative.
What’s a maintenance medication?
Prescription drugs that your doctor requires you to take
on a regular basis for chronic conditions (for example,
diabetes, arthritis, high blood pressure, heart conditions,
etc.) are considered “maintenance” medications.
?
*
$80
25% coinsurance of $80
(25% x $80 = $20)
Because $20 is less than the
formulary minimum of $30,
you pay the minimum ($30).
25% coinsurance of $150
(25% x $150 = $37.50)
Because $37.50 is within the
range of the formulary
minimum/maximum of $30/$60,
you pay exactly 25% ($37.50).
$150
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Cigna Dental PPO
Good dental health is about more than a great smile.
There’s a clear medical connection between dental health and your overall health.
Our Dental plan encourages preventive and diagnostic dental care and provides coverage for basic and major
dental care as well as orthodontia services.
You can visit any dentist you wish. However, if you use a dental provider who participates in the Cigna PPO
network, you may pay less for care. There’s no penalty for using a non-network dentist, but Cigna won’t pay
expenses that exceed the Reasonable and Customary (R&C) allowable amounts.*
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*R&C allowable amounts are the standard costs for services in a geographic area.
Annual dental maximum benefit of $1,500 per person (applies to preventive, basic, and major services combined)
Routine preventive services 100%
Basic care services 80%
Major care services 50%
O
rthodontia (for dependent children under age 19 with a $1,500
orthodontia lifetime maximum per child
)
50%
Type of service Plan pays
Family $100
Individual $50
Calendar year deductible
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VSP Vision
Besides keeping your vision sharp, regular vision checkups can also detect other conditions such as high blood pressure and diabetes.
Our Vision plan covers basic eye care needs, encourages regular vision exams, and offers both in-network and out-of-network benefits.
You are eligible for each of these benefits once in a calendar year. Please note that you may receive either one pair of glasses or
contact lenses in a calendar year, not both.
PRK & LASIK
Discounted pricing for VSP members
VSP has contracted with many laser surgery facilities and
doctors, offering you a discount on PRK and LASIK surgeries.
Contact VSP for additional information on these discounts.
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Contact lenses
$125 allowance
Benefit Copay Coverage from a VSP doctor Out-of-network reimbursement
Eye exam* $10 Covered in full after copay $45 allowance
Lenses
$25 copay
(applies to lenses
and frames)
• Single vision, lined bifocal,
lined trifocal, and polycarbonate
lenses are covered in full
• Polycarbonate lenses are covered
for dependents up to age 17
Allowance:
• $30 for single vision lenses
• $50 for lined bifocal lenses
• $65 for lined trifocal lenses
Frames Covered up to $200 $70 allowance
None Covered up to $150
* Eye exams must be performed by an ophthalmologist or optometrist and must include a complete analysis of your eyes and related structures
to identify diagnosis for glasses or contact lenses.
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?
Save with Flexible Spending
Accounts
Nobody likes paying more in taxes than necessary. That’s the idea behind Flexible
Spending Accounts (FSAs).
FSAs let you use pre-tax dollars to pay your share of eligible health care and dependent
day care expenses.
Remember these two important rules:
• Claims must be incurred during the plan year (January 1 – December 31) and
submitted to UHC by March 31 of the following year to be eligible for reimbursement.
• Due to IRS regulations, any amount left in your account at the end of the year will
be forfeited.
How they save
you money
You figure out how much you
want to set aside each year, and
your contributions are deducted
from each paycheck before
taxes. That means you don’t
pay federal income tax,
Social Security tax, and in
most cases, state income tax
on your contributions.
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Get help with
your decision
Use the Flexible Spending
Account Estimator, available
on myRewards, to help
you decide how much to
contribute to the FSAs.
The amount you elect to contribute to a Flexible Spending Account is deducted
equally from each paycheck. If you enroll after January 1, the amount of your
FSA contributions is divided by the number of benefits-eligible pay periods
remaining in the year. If your goal amount is not equally divisible by the number
of pay periods, your actual contributions may be slightly less or more than your
goal amount. You will be reimbursed up to the elected goal amount.
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Maximum contribution
2
$5,000 for single taxpayers
and for married taxpayers
filing a joint return
4
$2,500 for married taxpayers
filing separate returns
4
Choose one or both FSAs
Participation in the FSAs is completely voluntary. There are two FSAs available to you:
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Use your pre-tax contributions to reimburse yourself for
eligible health care expenses you incur for you and your
eligible dependents, such as your deductible, coinsurance,
or other expenses not covered by a health care plan.
• You do not need to be enrolled in a BHGE health
plan to participate in the Health Care FSA.
• You can be reimbursed for eligible expenses before the
money is in your account, up to the total amount you
elect to contribute for the year.
• Medical and Prescription Drug claims are submitted
automatically.
• If you enroll in the Health Care FSA, you cannot use a
Health Savings Account (HSA). Check out the differences
between the Health Care FSA and an HSA by clicking here.
Use your pre-tax contributions to reimburse yourself for
eligible dependent day care expenses (not health care
expenses) you incur, such as expenses for a qualifying day
care or nursery school, so that you and your spouse (if any)
can work or attend school full time.
• Dependents can be your children under age 13, or
a dependent who lives with you and is physically or
mentally incapable of self-care, regardless of age.
• The money must actually be in your account before
you can be reimbursed.
Minimum contribution
2
$60 Minimum contribution
3
$300
$2,650 Maximum contribution
3
1
See the Health & Welfare Summary Plan Description on myRewards for more information on eligible dependents and expenses under FSAs.
2
Visit www.irs.gov to access Section 152 of the Internal Revenue Code and IRS publication 502 for information on eligible expenses.
3
Visit www.irs.gov to access Sections 21 and 152 of the Internal Revenue Code and IRS publications 501 and 502 for information on eligible expenses.
4
Contributions cannot exceed the lesser of your or your spouse’s earned income. Or, if your spouse is a full-time student or is disabled, you can
contribute up to $3,000 for one dependent or $5,000 for two or more dependents.
Health Care FSA
1
Dependent Day Care FSA
1
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Employee Assistance Program
Because life happens to everybody.
When life throws you a curve, the Employee Assistance Program (EAP) gives you someone to turn to,
someone who will listen and provide you with help and advice on a confidential basis.
You, your dependents, and any other member of your household can get professional and confidential
counseling, legal and financial consultation, and referrals to help with personal issues or concerns.
• In-person (face-to-face) counseling with a provider in your area (up to five sessions per issue or
concern per year)
• 24-hour crisis counseling, consultation, and referral seven days a week
• Nationwide community resource referral
Information and guidance
The EAP can help with a variety of issues, such as child care, elder care, drug addiction and
family relationships, grief and loss, depression and anxiety, work-life balance, moving to a
new country, managing stress, shopping on a budget, time management, money management,
violence awareness, preparing for emergencies, and cyberspace addiction.
All services from the EAP are provided at no cost to you and are completely confidential.
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Benefits issues? Contact Advocacy.
The confidential participant Advocacy service can help you with unresolved health plan access or claims
issues with your Medical, Prescription Drug, Dental, Vision, Flexible Spending Account, and/or Health
Savings Account plans.
Advocacy will research your issue and work directly with the Claims Administrator and/or provider to
resolve it on your behalf.
Before you request assistance from Advocacy, you must make at least one attempt to resolve the issue directly
with the appropriate Claims Administrator and/or provider. After this attempt, if your issue is still unresolved,
call the Benefits Center.
A Benefits Center representative will review the issue to determine next steps. If the issue requires
Advocacy assistance, the representative will forward your issue to an advocate, who will begin research.
The advocate will contact you within two business days to provide an update on your issue.
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Disability benefits
Most people understand the need for life insurance, but if you’re unable to
work because of an illness or injury, the bills will keep coming even though
your paycheck won’t.
That’s where BHGE disability benefits can help. There are two kinds
of disability coverage: Short-Term and Long-Term.
PROTECTION
What is benefits
base pay?
Benefits base pay means your
base annual earnings, including
any before-tax contributions
you make through the benefits
program. This does not include
any overtime pay or bonuses.
For certain benefit rate
calculations, your benefits base
pay is determined in either
September, your date of hire,
or your transfer date, whichever
is later.
Short-Term Disability
BHGE pays the full cost of this
benefit, which provides you with the
continuation of a percentage of your
benefits base pay during a disability
for a period of up to 26 weeks or until
you recover, whichever comes first.
The Short-Term Disability (STD) plan will
replace 100% of your benefits base pay for
the first six weeks and 75% of your benefits
base pay beginning at week seven, up to the
maximum of 26 weeks. Your benefit will be
reduced by the amount of other sources
of disability income you may have, such
as workers’ compensation.
When the benefit begins
If your disability is a result of hospitalization
or outpatient surgery, payment of the STD
benefit begins immediately. If your disability
is a result of illness, pregnancy, or injury, the
STD benefit payment will begin after seven
consecutive calendar days.
Legal Plan
Critical Illness
Accident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
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*Subject to a reduction by deductible sources of income or other disability earnings.
• Paid for by BHGE
• Pays 50% of your benefits base pay
• Maximum of $15,000 per month*
• Up to age 65 or recovery per the terms and
conditions of the plan
• You pay for an additional 10% of coverage
• Pays 60% of your benefits base pay
• Maximum of $15,000 per month*
• Up to age 65 or recovery per the terms and
conditions of the plan
Core (50%) coverage Optional Buy-up (60%) coverage
Protection | 19 | U.S. Benefits Guide
Long-Term Disability
Becoming permanently disabled or having an extended disability can have devastating financial
implications. Few people can afford to stop working for an extended period of time.
The Long-Term Disability (LTD) plan provides you with the continuation of a portion of your benefits base
pay after a period of 26 weeks (the maximum benefit period for STD). There are two levels of coverage:
What’s a pre-existing condition?
LTD benefits may not be payable if a pre-existing condition exists. A pre-existing condition is a medical
condition for which medical treatment or advice was rendered, prescribed, or recommended within
12 months prior to your effective date of coverage. A condition will not be considered pre-existing if it
causes a disability that begins after you’ve been covered under the LTD plan for a period of 12 months.
?
Core (50%) coverage Optional Buy-up (60%) coverage
PROTECTION
Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
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Protection | 20 | U.S. Benefits Guide
Life insurance benefits
Nobody likes to think about it, but it’s important to provide your family with
some financial security in the event of your death.
BHGE provides basic protection at no cost to you, and you can purchase addi-
tional coverage for yourself and your family.
Basic Life insurance
BHGE pays the full cost of this benefit, which is based on your benefits base pay:
PROTECTION
Coverage is reduced by 50% the first of the
year following your 70th birthday
Age 70 or over
Under age 70 1x benefits base pay, rounded to the next
higher $1,000 if not already a multiple thereof
(minimum $50,000; maximum $500,000)
What’s imputed income?
The IRS requires income tax to be paid
on the premiums BHGE pays on your
behalf for employer-paid Life
(and Supplemental Life) insurance
greater than $50,000, which is known
as “imputed income.”
This taxable income is applied each
pay period. Here are two things to
remember about life insurance benefits
and imputed income.
• The life insurance benefits
themselves are not taxable.
• You pay income tax only on the
premiums, not on the amount
of the benefit. For example,
for $100,000 in coverage on a
45-year-old employee, imputed
income on the premium is only
$90 per year.
You may elect to limit or cap your
Basic Life insurance coverage at
$50,000 to avoid imputed income.
?
Your age when you die
Benefit amount
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Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
Protection | 21 | U.S. Benefits Guide
Supplemental Life insurance
You can buy additional life insurance for yourself, your spouse, and eligible dependent children
through the Supplemental Life insurance plan.
PROTECTION
What is EOI? To elect certain supplemental insurance coverage levels,
you (and your spouse) may be required to provide proof of good health,
also known as Evidence of Insurability (EOI).
?
*Coverage amount is reduced by 50% the first of the year following your 70th birthday.
Dependent child coverage
You must elect and be approved for employee supplemental
coverage to elect dependent child coverage.
$10,000 per covered child
If both you and your spouse are BHGE employees,
each of you and any of your dependents can be covered only
once under the Supplemental Life insurance plan. Coverage
can be through you or your spouse or a combination of the
two of you, so long as no person is covered more than once,
including your dependents.
Employee coverage* 1x to 6x benefits base pay rounded to the next higher $1,000 if
not already a multiple thereof (up to a maximum of $2.5 million)
Spouse coverage
You must elect and be approved for employee supplemental
coverage to elect spouse coverage. Spouse coverage cannot ex-
ceed 100% of an employee’s total life insurance coverage.
Choose from these benefit amounts:
• $25,000 • $50,000 • $75,000 • $100,000
• $150,000 • $200,000 • $250,000
Coverage type
Coverage amount
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Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
Legal PlanBusiness travel
accident insurance
Accident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Protection | 22 | U.S. Benefits Guide
Accidental Death & Dismemberment
insurance
This plan pays a benefit in the event of the accidental death, dismemberment, or paralysis of you or a covered family member.
The benefit is paid in addition to any life insurance you may have. BHGE pays the full cost of Basic Accidental
Death & Dismemberment (AD&D) coverage, and you can purchase Voluntary AD&D coverage for yourself and your family.
Basic AD&D insurance
The basic benefit is equal to 1x your benefits base pay rounded to the next higher $1,000, if not already a multiple thereof
(minimum $50,000; maximum $500,000). If you elect to cap your Basic Life insurance coverage at $50,000 to avoid imputed income,
your Basic Accidental Death & Dismemberment coverage will also be capped at $50,000.
Voluntary AD&D insurance
You pay the full cost of this coverage.
Employee + Family
coverage
Based on the coverage levels above, if you elect Family coverage, the spouse
and children benefit will be:
• Spouse only – 50% of employee coverage amount
• Children only – 15% of employee coverage amount, up to $20,000 per child
• Spouse and children – 40% of employee coverage amount for your spouse and
10% of employee coverage amount for your children (up to $20,000 per child)
Employee coverage Choose from these coverage amounts:
• $25,000 • $50,000 • $100,000 • $150,000 • $200,000 • $250,000
Amounts in excess of $250,000 may not exceed 10x your benefits base pay.
PROTECTION
Coverage type Coverage amount
If both you and your spouse
are BHGE employees, each of
you and any of your dependents
can be covered only once under
the Voluntary AD&D plan.
Coverage can be through you or
your spouse or a combination of
the two of you.
CHECK IT
OUT!
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Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
Coverage type
Coverage amount
Dependents
(during relocation)
$10,000
Employee Coverage is up to 5x benefits base pay rounded to the next higher $1,000 if not
already a multiple thereof (minimum $50,000; maximum $3 million)
Spouse
(during relocation)
$25,000
Protection | 23 | U.S. Benefits Guide
Business Travel Accident insurance
The Business Travel Accident (BTA) insurance plan provides protection and peace of mind while
traveling on company business.
BTA insurance provides an additional level of coverage in the event of your accidental death,
dismemberment, or paralysis while traveling on authorized BHGE business. BTA coverage
is provided at no cost to you.
PROTECTION
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Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
Protection | 24 | U.S. Benefits Guide
Legal Plan
Legal matters can be difficult to handle, but this voluntary plan will make it easier — and less
stressful — to find the right attorney.
The Legal Plan provides coverage for personal legal matters, from complex litigation such as divorce
and bankruptcy to more basic issues such as drafting a lease agreement or updating a Will. You may
choose to use a network attorney and receive the network benefits of the plan, or pay a higher cost
when using an attorney that is out-of-network. No matter your decision, you should contact the
Legal Plan prior to incurring any legal expenses.
Legal Plan services
The plan covers a variety of legal services, including:
• Debt collection defense and financial problems
• Uncontested adoption
• Personal bankruptcy
• Eviction defense
• Civil litigation defense
• Real estate transactions
• Free Wills and Living Wills (one per covered
member per year)
• Small claims assistance
• Tenant negotiations
• Preparation of legal documentation
• Living trust
• Name changes
Who you can cover
You can elect You Only or You + Family coverage, which includes your spouse and dependents living with you.
It also includes your parents and your spouse’s parents for Will, Codicil, Power of Attorney, and Probate advice and
consultation only. You must enroll in You + Family coverage in order to receive the benefit for anyone other than
yourself. For more information on covered services and the benefits available, refer to the Health & Welfare
Summary Plan Description on myRewards.
PROTECTION
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Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
Critical Illness plan
Even with medical coverage, a critical illness often results in financial hardship from
lost work, deductibles and coinsurance costs, and expenses not covered by other benefits.
Critical Illness insurance from MetLife is designed to help offset some of those expenses.
What you need to know:
• This is a voluntary plan, and the employee pays the full cost (based on age).
• This benefit is in addition to any other medical coverage you may have.
• You choose from two Initial Benefit levels: $15,000 and $30,000.
Once you’re enrolled, here’s how it works:
• Coverage begins on your date of hire or date of transfer. Employee must be actively at
work on the effective date. If you or a covered family member is diagnosed with a covered
illness, the plan pays you the Initial Benefit in a lump sum.
• If you remain covered and suffer the same illness again, the plan pays a Recurrence
Benefit of 50% of the Initial Benefit.
• If you remain covered and suffer a different covered illness, the plan pays another
Initial Benefit.
• The maximum total benefit amount is 300% of the elected Initial Benefit amount.
• The coverage is guaranteed provided you are actively at work on the effective date.
• The diagnosis must be made by an accredited physician within the United States.
PROTECTION
Legal PlanAccident (AD&D)
insurance benefits
Life insurance benefits
Disability benefits
Business Travel
Accident insurance
Critical Illness
$
Earn money for getting
a free checkup
The Critical Illness plan actually pays
you $100 for taking one of the eligible
screening/prevention measures.
Covered illnesses
include:
• Cancer
• Heart attack
• Stroke
• Coronary artery bypass
• Major organ transplant
• Kidney failure
• Plus 22 other conditions
TIP
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Protection | 25 | U.S. Benefits Guide
Investing | 26 | U.S. Benefits Guide
Thrift Plan
Any financial advisor will tell you that a 401(k) plan with a company match is a
great way to save for retirement.
Not only does BHGE double your money on the first 5% of pay you contribute, the com-
pany also makes a base contribution that kicks your savings into high gear.
Your contributions
You make contributions to the Thrift Plan through convenient payroll deductions.
You choose:
• How much to save, from 1% to 50% of total eligible pay, and
• If you want to save with before-tax contributions, after-tax contributions, or a
combination of both.
The Internal Revenue Service (IRS) limits your before-tax contributions to $18,500 a year
in 2018. This includes any before-tax contributions you made to another employer within
the same year.
Catch-up contributions
If you reach age 50 during 2018, you’re eligible to make before-tax catch-up contributions
to your Thrift Plan account. For 2018, you may contribute up to $6,000 in excess of the
before-tax IRS limit of $18,500. Catch-up contributions will be deducted at the same time
as your Thrift Plan contributions. This means if you elected to contribute 10% into the
Thrift Plan and 10% catch-up, your paycheck will be reduced by 20%.
RETIREMENT
Automatic enrollment
and auto escalation
If you don’t enroll or if you decline
enrollment, you’ll be automatically
enrolled in the plan at a contribution
rate of 3% of your eligible pay on
a before-tax basis with a 3% company
matching contribution.
Amounts contributed through automatic
enrollment will be invested in the
Thrift Plan’s default fund — the
Moderate Style Fund.
Your contribution election will
automatically increase annually
by 1% until it reaches 10%. These auto
escalation increases typically occur
during the first quarter of each year.
Remember — you may change your
contribution rate and investment
elections at any time.
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Thrift Plan
Investing | 27 | U.S. Benefits Guide
Company matching contributions
BHGE matches every dollar you contribute each pay period
(up to 5% of eligible pay). This is why you should consider saving at
least 5% of pay in the Thrift Plan. BHGE does not provide matching
contributions on catch-up contributions.
Company base contributions
You do not have to contribute your own money to receive these
contributions, which are equal to 4% of your eligible pay.
Vesting
You are always 100% vested in your own contributions, the company’s matching
contributions, and any related earnings. Being “100% vested” means the money
is yours to keep, even if you leave the company. You become 100% vested in the
company base contributions and any related earnings when you:
• Complete three years of vesting service, or
• Retire from the company, or
• Reach age 65 while still an active employee of the company, or
• Become permanently disabled or die while an active employee of the company.
RETIREMENT
Have money in another
employer’s 401(k)?
You may be able to roll over your
balance from a prior employer’s
qualified plan into the Thrift Plan.
A rollover allows you to continue
deferring taxes on that money
and, at the same time, share in
the investment opportunities of
this plan. The IRS has specific
rules and time limits pertaining
to rollover contributions.
401
(
k
)
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Thrift Plan
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Thrift Plan
Investing | 28 | U.S. Benefits Guide
For resources and tools
that can help determine
the investment strategy
that’s right for you,
log on to myRewards.
TIP
Investment options
Whether you’re a savvy investor or want a simplified approach to making investment decisions,
the Thrift Plan has got you covered with two distinct types of investment funds. Which approach
you choose will depend on your comfort level with making investment decisions and how much
time you want to devote to managing your investments.
Style Funds are pre-mixed, diversified funds that
provide a quick and easy method for diversifying
your investments with a single selection.
A Style Fund may be the right choice for you
if you want a simplified investment strategy,
because each fund allows you to make a single
choice for a specific investment objective and
risk tolerance.
Each Style Fund is constructed from Core Fund
options. Style Funds are rebalanced periodically
to maintain appropriate asset allocations. Since
Style Funds are pre-mixed and diversified, there’s
generally no need to invest in additional Style
or Core Funds.
If you want more involvement in
choosing and managing your investment
mix, the Thrift Plan offers six Core Funds
from which you can choose to build
your own portfolio.
In choosing your own portfolio from the
Core Funds, you should consider your
retirement financial goals, risk tolerance,
and time horizon.
Style Funds vs. Core Funds
RETIREMENT
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
Enrollment | 29 | U.S. Benefits Guide
Your BHGE benefits: The Big Picture
Sure, your paycheck is important. But there’s so much more to your Total Rewards at BHGE.
BHGE offers a variety of benefits that help you manage and protect your health and your family’s health,
provide a level of financial protection in case of loss, and help you prepare for a financially secure retirement.
These Health, Protection, and Retirement benefits, together with your other compensation, form the Total Rewards
you receive for working at BHGE. Our Total Rewards package is not only competitive within our industry,
it’s designed to be comprehensive enough to meet the varying benefit needs of our employees.
2018 Total Rewards
Base pay
Retirement
Health & Protection
Other
If you have questions
about eligibility for any
of your benefits, contact
the Benefits Center.
?
Your Total Rewards: A shared responsibility
• Provide quality benefits to protect you
and your family and help you prepare for
retirement.
• Ensure our programs are competitive in the
marketplace and within our industry.
• Manage costs and plan designs to keep our
programs sustainable over the long term.
• Provide decision-making tools and other
resources to help you choose and use your
benefits wisely.
• Learn about and choose your benefit coverage carefully to
meet your needs and your family’s needs.
• Be a smart health care consumer. Get involved in your health
care — ask questions about treatment alternatives and
provider quality and efficiency.
• Consider participating in plans that can help you save money,
like the Flexible Spending Accounts, Health Savings Account,
and the Thrift Plan.
• Take responsibility for your retirement finances. The company
helps with the Thrift Plan, but it’s up to you to
ensure you have the kind of retirement you want.
BHGE role: Your role:
Total Rewards at BHGE
Your Total Rewards consists of base pay, benefits, and other
compensation. You can see your own personal Total Rewards pie
at myRewards: go.bakerhughes.com/myrewards.
Newly hired
or transferred?
Your personal Total Rewards
data will be available about
60 days after you enroll.
ENROLLMENT
Visit
myRewards
Visit
myRewards
ENROLLMENT
Visit
myRewards
Visit
myRewards
Enrollment | 30 | U.S. Benefits Guide
Before you enroll
Take just a second to review this page to make sure you enroll on time and get the
coverage you need for yourself and your family.
Health and Protection benefits
• If you plan to cover dependents, make sure they’re eligible.
• You have 31 days from your date of hire or transfer to enroll, or else you will receive
default coverage.
• Once you receive your first paycheck, you can enroll in your benefits.
If you need medical care before you enroll in your health benefits:
• Call the Benefits Center to have coverage verified with a provider, or
• Pay for the services yourself (you will be reimbursed for eligible expenses after you’ve enrolled).
Retirement benefits
The Thrift Plan Summary Plan Description explains this plan in greater detail and is available online
at myRewards.
You can enroll in the Thrift Plan and make changes to your elections at any time by visiting
myRewards online or by calling the Benefits Center during its hours of operation. If you do not
enroll or if you do not decline enrollment in the Thrift Plan, you will receive default coverage.
Explore this guide!
Even if you’ve enrolled for
benefits before, it’s smart to
make sure you understand
all of your BHGE benefits.
Newly hired
or transferred?
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
Enrollment | 31 | U.S. Benefits Guide
Planning to enroll dependents?
These are considered eligible dependents for your Health and Protection benefits:
Eligible children include:
• Your biological children
• Your adopted children and children
placed for adoption
• Your stepchildren
• Foster children in your care
• Any children for whom you have
legal custody
• Any children for whom there is a
Qualified Medical Child Support
Order (QMCSO)
Eligible dependents do not include:
• Those who are in full-time military service
• Parents, siblings, grandparents, nephews,
nieces, etc., under the Medical, Dental,
or Vision plans. Note: They may qualify under
the Flexible Spending Accounts, but only
if they meet the requirements. Refer to
IRS publications 502 and 503 for additional
information.
– www.irs.gov/publications/p502
– www.irs.gov/publications/p503
• Domestic partners
All BHGE employees are
required to comply with
the dependent eligibility
verification process for
all dependents covered
under the BHGE Health
& Protection benefit
plans.
Your children
• Your dependent children up to age 26 regardless of whether they
are married, full-time students or eligible for other group health
plan coverage
• Your unmarried dependent children up to any age who are
supported by you because of mental or physical disability; the
disability must have occurred during the period in which they
were an eligible dependent (up to age 26)
Your spouse
• Your legal spouse of opposite or same gender, including
common law in states recognizing common law marriage, or a
legally separated spouse in states recognizing legal separation
You’ll need the Social Security
Number (SSN) of any dependent
you cover. If you have not received
an SSN for a dependent by the time
you enroll, be sure to update his or
her information with the Benefits
Center once you receive it.
TIP
Family member Eligibility requirements
IMPORTANT
Be sure to update your
beneficiaries for Life
insurance, AD&D insurance,
and the Thrift Plan.
ENROLLMENT
Visit
myRewards
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myRewards
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
Enrollment | 32 | U.S. Benefits Guide
How to enroll
Whether for the first time or during Annual Enrollment, enrolling is a snap — especially online!
When you log in, you’ll need to take these 3 simple steps designed to protect your information:
Logged on to the BHGE network? Just type go/myrewards into
your browser. There is no password required; you’ll be instantly and
securely logged on to myRewards.
From anywhere else on the Internet, type go.bakerhughes.com/myrewards,
then log in with your user ID and password.
If you are a new hire, you’ll need to create a user ID and password to access
the website. You will need:
• The last 4 digits of your SSN or BHGE Global Identification Number (GID)
• Your date of birth (MM-DD-CCYY)
• Your home zip/postal code
Access is available 24 hours a day, Monday through Saturday, and after
12 p.m. Central Time on Sundays.
Call the Benefits Center
1-866-244-3539 (within the U.S.)
1-847-883-0945 (worldwide)
Representatives are available Monday through
Friday from 7 a.m. to 7 p.m. Central Time.
Online — two ways to enroll By phone — Benefits Center representative
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
1
2
ENROLLMENT
Newly hired
or transferred?
1. Choose
a few security questions
2. Register
the computer or device you
use to access the site
3. Provide
updated contact information
None of this information will
be shared. If you have problems,
contact the Benefits Center.
Visit
myRewards
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Annual Enrollment
During Annual Enrollment, if you
wish to make changes, you must
contact the Benefits Center directly
and speak with a representative.
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
ENROLLMENT
Visit
myRewards
Visit
myRewards
Enrollment | 33 | U.S. Benefits Guide
Vision
Vision Service Plan (VSP)
After you enroll
Enrollment confirmation
If you make changes to your elections during Annual Enrollment, you’ll receive a confirmation
statement of your health and insurance elections at your BHGE e-mail address. If you find any errors,
contact the Benefits Center immediately.
Insurance identification cards
If you are enrolling for the first time (or making changes during Annual Enrollment), you’ll receive
ID cards for the benefits below as indicated:
Dependent eligibility verification
All BHGE employees are required to provide proof of dependent eligibility for any new dependents
added to coverage under the BHGE Health & Protection benefit plans.
If you add dependents to your coverage, you will receive notification and information on the required proof
of eligibility. If you do not submit acceptable documentation by the deadline provided, those dependents will be
removed from the plans for which they were enrolled and will not have coverage.
Additionally, if a dependent becomes ineligible, you must notify the Benefits Center immediately. Intentionally
covering ineligible persons under these plans may be subject to discipline, up to and including termination.
Medical plans Yes UnitedHealthcare (UHC)
Prescription Drug plans Yes CVS/caremark
Dental Yes Cigna
No
Benefit plan Insurance ID card Vendor
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
ENROLLMENT
Visit
myRewards
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Enrollment | 34 | U.S. Benefits Guide
If you don’t enroll
BHGE provides some benefits automatically; others require you to enroll to
have coverage. If you don’t enroll by the deadline, your default coverage will
depend on whether you’re a newly hired or current employee (see below).
If you’re an existing employee transferring within
BHGE, your default coverage may be different.
Visit myRewards online or contact the Benefits Center
to verify your coverage.
*You will need to pay for the default Medical and Prescription Drug coverage.
**The BHGE contribution will be automatic when you enroll in the Personal Choice Plus or Personal Out-of-Area PPO plans.
Benefit plan Newly hired employees
Current employees who remain eligible
but don’t enroll during Annual Enrollment
Same coverage you currently have
Life insurance
Medical
(includes Prescription Drug coverage)
You Only coverage in the Choice Plus
or UHC Out-of-Area PPO Medical plan*
Same coverage you currently have
Health Savings Account (HSA) No participation You must take action. You will have to enroll to
continue contributing to your HSA; otherwise your
contribution will be reset to $0.**
Dental No coverage Same coverage you currently have
Vision No coverage Same coverage you currently have
Flexible Spending Accounts (FSAs) No participation You must take action. To continue participation in
the Dependent Day Care FSA and the Health Care
FSA, you must re-enroll during annual enrollment.
If you do not re-enroll your coverage amount will
default to $0.
Employee Assistance Program (EAP)
(available to all employees and
family members)
Automatic coverage Automatic coverage
Short-Term Disability (STD) Automatic coverage Automatic coverage
Long-Term Disability (LTD) Automatic Core coverage Same coverage you currently have
Automatic coverage (Basic only)
Table continues on next page
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
Benefit plan Newly hired employees
Current employees who remain eligible
but don’t enroll during Annual Enrollment
ENROLLMENT
Visit
myRewards
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myRewards
Accidental Death & Dismemberment
(AD&D) insurance
Automatic coverage (Basic only) Same coverage you currently have
Business Travel Accident (BTA) insurance Automatic coverage Automatic coverage
Legal Plan No coverage Same coverage you currently have
Critical Illness plan No coverage Same coverage you currently have
Thrift Plan Automatic participation for employee
before-tax contributions (3%), company
match (3%) and company base (4%)
contributions. All contributions are
invested in the Moderate Style Fund.
You will be enrolled in auto escalation,
which automatically increases your
contribution by 1% each year, to a
maximum contribution of 10%.
Same participation and contribution level you
currently have
Enrollment | 35 | U.S. Benefits Guide
Enrollment | 36 | U.S. Benefits Guide
When you can make changes
to your benefit elections
When life changes, you can change your benefits as shown below by visiting myRewards.
Health and Protection benefits You can make changes during the Annual Enrollment period (typically held
during October or November each year) for benefits effective January 1 of the
following year.
You can also make modifications if you have a change in family status, such as
the birth or adoption of a child, marriage or divorce, or if you have a change in
employment status that affects your benefits eligibility. In most cases, you will
need to notify the Benefits Center within 31 days from the date of the change.
The effective date will be the same day as the status change (for example, your
baby’s birth date or date of marriage). For more information, access myRewards
or call the Benefits Center.
Thrift Plan You can make changes to your Thrift Plan contribution amounts and investment
elections at any time.
If you leave BHGE…
If your active benefits terminate, you and your dependents may be eligible for continuation of Medical, Prescription Drug, Dental, Vision,
and Health Care Flexible Spending Account benefits under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA). If you
elect to continue any coverage under COBRA, you will automatically receive the Employee Assistance Program (EAP) at no additional cost.
For more information about COBRA, please refer to the Health & Welfare Summary Plan Description on myRewards.
Benefit plan When changes can be made
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
ENROLLMENT
Visit
myRewards
Visit
myRewards
Enrollment | 37 | U.S. Benefits Guide
2018 monthly premium rates
Here’s how much you’ll pay each month if you enroll in these health plans. Individual rates for Supplemental Life,
Voluntary AD&D, Long-Term Disability, the Legal Plan, and Critical Illness can be found on myRewards when you enroll.
You + Family
$24.74
You Only $18.00 You Only $9.39
You + Spouse $36.00 You + Spouse $15.03
You + Children $38.00 You + Children $15.35
$54.00 You + Family
Dental Vision
BHGE pays the full cost of
these benefits:
• Employee Assistance Program
• Short-Term Disability
• Core Long-Term Disability
• Basic Life insurance
• Basic AD&D insurance
• Business Travel Accident
insurance
• Thrift Plan company base
contribution
Personal Out-of-Area PPO
Medical
You Only You + Spouse You + Children You + Family
Choice Plus
$121 $351 $215 $478
UHC Out-of-Area PPO
Personal Choice Plus
$67 $170 $90
$222
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
ENROLLMENT
Visit
myRewards
Visit
myRewards
Enrollment | 38 | U.S. Benefits Guide
Deduction Authorization
As a BHGE employee, I understand that I may be eligible for Health and Welfare benefit coverage.
Certain benefits are provided and paid for by BHGE. Other plans and coverage levels require an
employee contribution. Upon election of any level of coverage which requires an employee contribution
via payroll deduction, I hereby authorize BHGE to deduct the applicable contribution from my paycheck
as required. I realize that premium amounts may be adjusted by the benefit providers/administrators or
BHGE, and that I will be notified in writing of such changes.
BHGE accepts no liability or responsibility for paying any employee portion of premiums.
Paychecks are prepared biweekly (26 paychecks per year). Most payroll benefit deductions are collected
semi-monthly from the first two paychecks of each month (24 deductions per year). Depending upon
timing of plan election, payroll deduction of retroactive premiums may be necessary.
If during the course of employment with BHGE, I am approved for a Leave of Absence (LOA),
I understand I will be required to pay my employee contributions for coverage in place prior to leave.
Payment of these premiums for continuation of coverages will be deducted from my paycheck. If I am
not receiving pay during the leave, the benefit deductions will go into arrears and will be deducted
from my regular pay upon my return to work.
Upon termination of employment, it may be necessary for BHGE to deduct the remainder of any
employee contributions for the current month’s coverages, in addition to any outstanding amounts.
Your cost (rates)
When you can make changes
If you don’t enroll
After you enroll
How to enroll
Covering dependents
The big picture
Before you enroll
ENROLLMENT
Enrollment | 38 | U.S. Benefits Guide
Visit
myRewards
Visit
myRewards
Resources | 39 | U.S. Benefits Guide
Resources
Benefit plan Provider Phone number Website
Enrollment, Eligibility,
Summary Plan Descriptions,
and Advocacy
Benefits Center 1-866-244-3539 or
1-847-883-0945 (worldwide)
myRewards
go.bakerhughes.com/myrewards
Medical UnitedHealthcare (UHC) 1-866-743-6549 or
1-866-802-8572 (worldwide)
www.myuhc.com
Health Savings
Account (HSA)
Optum Bank 1-866-743-6549 or
1-866-802-8572 (worldwide)
www.myuhc.com
Prescription Drug CVS/caremark 1-877-252-3485 www.caremark.com
Dental Cigna 1-800-542-4293 www.mycigna.com
Vision VSP 1-800-877-7195 or
1-916-635-7373 (worldwide)
www.vsp.com
Flexible Spending
Accounts (FSAs)
UnitedHealthcare (UHC) 1-866-743-6549 or
1-866-802-8572 (worldwide)
www.myuhc.com
Employee Assistance
Program (EAP)
Magellan 1-800-424-5915 or
1-314-387-4700 (worldwide)
www.magellanhealth.com/member
Short-Term Disability (STD) Sedgwick 1-877-423-8677 www.claimlookup.com; client number 8504
Long-Term Disability (LTD) Prudential 1-800-842-1718 www.prudential.com/mybenefits
Life and Accidental Death
& Dismemberment (AD&D)
Benefits Center 1-866-244-3539 or
1-847-883-0945 (worldwide)
myRewards
go.bakerhughes.com/myrewards
Legal Plan Legal Access Plans LLC 1-888-416-4313 www.legaleaseplan.com/bakerhughes
Critical Illness plan MetLife 1-800-438-6388 N/A
Thrift Plan Benefits Center 1-866-244-3539 or
1-847-883-0945 (worldwide)
myRewards
go.bakerhughes.com/myrewards
Contact information
This document includes information about the benefits programs offered by Baker Hughes, a GE Company. If you
have difficulty understanding the information contained in this document, please contact the Benefits Center.
Este documento contiene la informacion de los programas de beneficios de salud y bienestar de Baker Hughes, a GE
Company. Si tuviera alguna dificultad para entender alguna parte de este documento, por favor contacte al Centro
de Beneficos.
Please note that the information presented in this document is only a summary. The actual eligibility requirements,
benefits, terms, conditions, limitations, and provisions that govern these plans are contained in the plan documents or
group insurance contracts. If, in our efforts to make the plans easy to understand, any of the plan provisions have been
omitted or misstated, the official plan documents or insurance contracts are the final authority. The legal documents
also govern the administration of the plans and payment of benefits. In case of any dispute, the information in the plan
documents or contracts will prevail. The company intends to continue the plans described in this document indefinitely.
However, the company reserves the right to amend, cancel, change carriers, or discontinue all or any part of the plans
at any time.
© 2018 Baker Hughes, a GE Company. All rights reserved.
2018
05/18
