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2015 Benefits Enrollment Guide
ThyssenKrupp Elevator Americas
Table of Contents
Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2
Medical. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
3
Dental. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7
Vision. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8
Life and Accidental Death . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9
Employee Assistance Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9
Disability. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9
Flexible Spending Accounts (FSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
10
How to Enroll. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Contacts and Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
16
Addendum: Required Notices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
2
Welcome to 2015
Open Enrollment!
Open Enrollment begins November 3
and ends November 14, 2014. This
is your once-a-year opportunity to
connect with your benefits. Review your
options carefully, and then choose the
ones that will meet your needs for the
coming year.
As we move to one common medical
plan in 2015, please keep in mind:
• This is an active enrollment, which
means you need to either waive
coverage or choose a new medical plan
and take specific steps to enroll.
• All employees must make an election
for 2015 by November 14.
• If you do not make an election, even
if it’s to waive coverage, you will
automatically be enrolled in the
default option: single coverage (no
spouse/dependents) in the HRA plan
(Health Reimbursement Account),
with applicable monthly premiums.
Your Choices Last All Year
Choose all your benefits carefully,
because your elections will last through
December 31, 2015. You will not be able
to change them during 2015 unless you
have a qualifying life event (marriage,
divorce, birth or adoption of a child,
and so on) and notify your benefits
representative within 30 days of the
event.
Don’t let the deadline pass
you by — everyone needs
to elect a new medical plan
option or waive coverage for
2015 by November 14, 2014.
Use Your Power to Choose
Take the time to read and understand
the materials. Ask questions. Get help
from your local benefits representative.
Follow the enrollment process outlined
in this guide and make your elections by
November 14, 2014.
Please call “e*source”, your internal
benefits line, for enrollment questions
at (866) 910-6085. You may also visit
www.tk-esource.com.
1
Eligibility
You are eligible for the Medical Plan if you are a non-bargaining employee scheduled
to work 30 hours or more per week. You can also cover your eligible dependents:
• Your legal spouse (recognized for federal tax purposes).
• Your dependent children under age 26 (including stepchildren, foster children,
legally adopted children and children placed with you for adoption).
• Mentally or physically disabled children who are unmarried and rely on you for
financial support. Coverage for disabled children requires disability certification from
Blue Cross Blue Shield for coverage.
2
Medical
The ThyssenKrupp medical plan is designed to promote good
health and personal wellbeing for you and your family, and to
provide care if you have an unexpected illness or accident.
You can elect medical coverage for yourself, your spouse
and your children up to age 26 regardless of their marital,
financial, or student status. You have three distinct options to
choose from: a PPO plan (Preferred Provider Organization), an
HSA plan (Health Savings Account), and an HRA plan (Health
Reimbursement Account).
Although there are differences among the options, they have
several things in common. Each one:
• Provides coverage for preventive/wellness care, doctor’s
office visits, urgent/emergency care, hospitalization,
prescription drugs and more.
• Is administered by Blue Cross Blue Shield of Illinois, one of
the nation’s largest healthcare networks with more than a
million providers coast-to-coast.
• Allows you to use any doctor, hospital or other healthcare
provider; however, when you use in-network providers, you’ll
pay less of the cost.
2015 Medical Plan Options
The table below provides a high-level summary of how these options compare.
PPO PLAN
Preferred Provider Organization
Lowest out-of-pocket expenses
(deductibles, coinsurance) and
out-of-pocket maximums
Features
HSA PLAN
Health Savings Account
Opportunity to open a
tax-advantaged HSA, funded
by personal and company
contributions
Balance rolls over each year
(no “use-it-or-lose-it”), and
goes with you when you leave
the company or retire
HRA PLAN
Health Reimbursement Account
Provides a company-funded
HRA to help pay for out-ofpocket expenses
Balance rolls over at the end of
the year (no “use-it-or-lose-it”),
but doesn’t go with you when
you leave the company or retire
Employee Payroll
Contributions
Highest of the
three options
In the middle of
the three options
Lowest of the
three options
Deductibles,
Coinsurance and
Out-of-Pocket
Maximums
Lowest of the
three options
In the middle of
the three options
Highest of the
three options
For information on the accounts associated with the HSA & HRA, visit www.tkbenefitsconnect.com (Password: tkconnect2015).
Spouse Coverage
Tobacco Surcharge
Any spouse who doesn’t have the option of insurance through
his/her own employer is welcome to join the ThyssenKrupp plan
without a surcharge. There will be a spousal surcharge of $100
per month for those who have access to health coverage under
another employer’s plan and still choose to join our plan.
The tobacco surcharge is $40/month per employee and/
or spouse. Some surcharges, such as for tobacco use, are
designed to encourage healthy behavior, which helps to lower
claims costs. Tobacco use is tied to higher healthcare expenses
and to higher costs in a group medical plan overall.
3
Which Plan Is Right for You?
You can begin the decision-making process by reviewing your recent medical
expenses, and then calculating what your out-of-pocket expenses (deductibles,
copays, coinsurance) would have been under the PPO, HSA and HRA.
Other factors to consider as you prepare to enroll include:
• Employee payroll contributions
• Annual deductibles and out-of-pocket maximums
• Copay and/or coinsurance percentages
• Availability of savings accounts (HSA)
• Network participation by your current doctors and hospitals. Call
(888) 895-1563 or visit www.bcbsil.com to confirm whether your doctor is
included in our network.
4
Your 2015 Medical Plan Options
This is a brief overview; not all covered expenses are listed. For full coverage provisions, including a description of waiting periods,
limitations and exclusions, please contact Blue Cross Blue Shield at (888) 895-1563.
Note: The table is color-coded to show what the plan pays and what you pay. KEY: Plan Pays, You Pay
PPO PLAN
HSA PLAN
HRA PLAN
Preferred Provider Organization
Health Savings Account
Health Reimbursement Account
Annual HSA Employer Contribution
Individual/Family
Not applicable
$250/$500 (annual)
Not applicable
Annual HRA Employer Contribution
Individual/Family
Not applicable
Not applicable
$750/$1,500 (annual)
EMPLOYER CONTRIBUTIONS
PROGRAM BASICS
In-Network
Out-ofNetwork
In-Network
Out-ofNetwork
In-Network
Out-ofNetwork
Annual Deductible
Individual coverage/Family coverage
$600/
$1,200
$1,200/
$2,400
$2,000/
$4,000
$4,000/
$8,000
$3,000/
$6,000
$6,000/
$12,000
Annual Out-of-Pocket Maximum
Individual coverage/Family coverage
$2,200/
$4,400
$4,400/
$8,800
$4,000/
$8,000
$8,000/
$16,000
$6,000/
$12,000
$12,000/
$24,000
Preventive Care
(Routine annual physicals, well-baby
exams, immunizations and other
preventive health services)
100%
60% after
deductible
100%
60% after
deductible
100%
50% after
deductible
Office Visit: Generalist
(Family practice, internist, OB/GYN,
pediatrician)
$30 copay,
then 100%
60% after
deductible
Office Visit: Specialist
$50 copay,
then 100%
60% after
deductible
80% after
deductible
60% after
deductible
70% after
deductible
50% after
deductible
Maternity Services
$30 copay,
then 100%
60% after
deductible
Medical/Surgical Services
80% after
deductible
60% after
deductible
Hospital Admission Deductible
$0
$0
$0
$0
$0
$0
Inpatient & Outpatient Hospital
Services
80% after
deductible
60% after
deductible
80% after
deductible
60% after
deductible
70% after
deductible
50% after
deductible
PHYSICIAN SERVICES
HOSPITAL SERVICES
Outpatient Emergency Care
(Accident or illness)
$150 copay, then 100%
80% after deductible
70% after deductible
5
Prescription Drug (Rx) Coverage
PPO PLAN
HSA PLAN
HRA PLAN
Preferred Provider Organization
Health Savings Account
Health Reimbursement Account
$0
Rx expenses apply to
medical deductible
Rx expenses apply to
medical deductible
$3,000/$6,0001
Rx expenses apply to medical
out-of-pocket maximum
Rx expenses apply to medical
out-of-pocket maximum
Generic
Retail (30-day supply)/
Mail order (90-day supply)
$10/$20
$10/$20 after deductible3
$10/$20 after deductible3
Formulary Brand Name
Retail (30-day supply)/
Mail order (90-day supply)
$35/$70
$35/$70 after deductible3
$35/$70 after deductible3
Non-Formulary Brand Name
Retail (30-day supply)/
Mail order (90-day supply)
$60/$120
$60/$120 after deductible3
$60/$120 after deductible3
PROGRAM BASICS
Annual Prescription
Drug Deductibles
Annual Prescription Drug
Out-of-Pocket Maximum
Individual coverage/
Family coverage
PRESCRIPTION DRUGS2
Separate from and in addition to medical out-of-pocket maximum.
For mail order prescriptions, the 90-day prescription is available for the cost of a two-month supply (PPO only).
3
Covered member pays 100% of prescription until the deductible is met.
1
2
6
Dental
The dental plan, administered by Delta Dental Insuarnce, covers a wide range of services. Providers in the Delta Preferred and Delta
Premier networks have agreed to discounts on covered services, which means you will pay less out of pocket. To find a network
provider, call Delta Dental Insurance at (800) 521-2651, or visit www.deltadentalins.com.
Here is a brief summary of what the plan covers and pays.
PLAN PAYS
BENEFITS
In-Network
Out-of-Network
$50 for each eligible person
$50 for each eligible person
$1,250 for each eligible person
$1,250 for each eligible person
Calendar Year Deductible
Calendar Year Benefit Maximum
DIAGNOSTIC & PREVENTATIVE CARE (NOT SUBJECT TO THE DEDUCTIBLE)
Oral Exam
100% of allowed amount
80% of allowed amount
100% of allowed amount
80% of allowed amount
100% of allowed amount
80% of allowed amount
100% of allowed amount
80% of allowed amount
100% of allowed amount
80% of allowed amount
Fillings
80% of allowed amount after deductible
50% of allowed amount after deductible
Denture Repairs
80% of allowed amount after deductible
50% of allowed amount after deductible
80% of allowed amount after deductible
50% of allowed amount after deductible
80% of allowed amount after deductible
50% of allowed amount after deductible
When administered by a dentist for a covered oral surgery
procedure
80% of allowed amount after deductible
50% of allowed amount after deductible
Endodontics (Root Canals)
80% of allowed amount after deductible
50% of allowed amount after deductible
Periodontics (Gum Treatment)
80% of allowed amount after deductible
50% of allowed amount after deductible
Limited to one in a calendar year
X-Rays
Full mouth x-rays provided not more than once each 5 years.
Bitewing x-rays once each 6 months for enrollees under age
18; once each 12 months for enrollees age 18 and over
Prophylaxis (Cleaning)
Limited to twice in a calendar year
Fluoride Application
Limited to enrollees to age 19
Space Maintainer
RESTORATIVE (SUBJECT TO THE DEDUCTIBLE)
Sealants
Limited to dependent enrollees to age 15 on permanent molars only
ORAL SURGERY (SUBJECT TO THE DEDUCTIBLE)
Extractions
General Anesthesia
CROWNS & PROSTHODONTICS (SUBJECT TO THE DEDUCTIBLE)
Crowns
50% of allowed amount after deductible
50% of allowed amount after deductible
Bridges
50% of allowed amount after deductible
50% of allowed amount after deductible
Dentures
50% of allowed amount after deductible
50% of allowed amount after deductible
ORTHODONTICS (NOT SUBJECT TO THE DEDUCTIBLE)
Orthodontics
Lifetime maximum of $1,000 per child
Limited to dependent children to age 26
50% of allowed amount
50% of allowed amount
7
Vision
Vision Service Plan (VSP) administers the vision plan. Network providers have agreed to discount on covered exams and eyewear.
That means when you go in-network, you will pay less. Find a network provider in your area by visiting www.vsp.com.
BENEFITS
Eye Exams
Limited to one in a calendar year
Eyeglass Frames*
Limited to one in a calendar year
Eyeglass Lenses*
Limited to one in a calendar year
Contact Lenses*
Limited to one in a calendar year
PLAN PAYS
In-Network
Out-of-Network
$20 co-payment
Up to $50 will be reimbursed
Limited to one in a calendar year
VSP provides a $130 allowance for frames. If the patient selects a frame
that exceeds the plan allowance, VSP offers a 20% discount off the
amount over the retail allowance.
VSP’s standard lenses are covered in full (less any applicable plan
co-payment), including glass or plastic single vision, bifocal, trifocal, or
other more complex lenses necessary for the patient’s visual welfare.
Covered up to $130 allowance, applied to the contact lens exam (fitting
and evaluation) and lenses. VSP providers also provide a 15% discount
off their professional services for prescription contact lenses.
OUT- OF- NETWORK BENEFIT ALLOWANCE
Single-Vision Lenses
Up to $55 will be reimbursed
Bifocal Lenses
Up to $75 will be reimbursed
Trifocal Lenses
Up to $100 will be reimbursed
Frames
Up to $70 will be reimbursed
Contact Lenses
Up to $105 will be reimbursed
The following items are excluded under this plan:
• Plano lenses (non-prescription)
• Two pairs of glasses instead of bifocals
• Replacement/repair of lost/broken lenses or frames
• Medical or surgical treatment
• Orthoptics, vision training, or supplemental testing
• Expenses associated with securing materials
8
Life and Accidental
Death Coverage
ThyssenKrupp Elevator provides employees with basic life
and AD&D insurance. These coverages can give your family
additional financial security during difficult times. The Hartford is
our partner in offering these coverages.
BASIC LIFE AND AD&D BENEFITS
Basic Life and AD&D are paid for by ThyssenKrupp Elevator. Fulltime, active, bargaining unit employees receive:
• Life insurance equal to two times base salary (not to exceed
$1,000,000), rounded up to the next higher $1,000 if not
already a multiple of $1,000.
• Accidental death and dismemberment insurance equal to
two times base salary (not to exceed $1,000,000), rounded up
to the next higher $1,000 if not already a multiple of $1,000.
VOLUNTARY ACCIDENTAL DEATH &
DISMEMBERMENT ELECTION
• Voluntary AD&D is a separate benefit that can be elected with
the Supplemental Life. Coverage is equal to the coverage
amount elected for Supplemental Life.
• If you are electing any additional coverage during open
enrollment, please contact e*source at (866) 910-6085 for the
proper EOI forms.
Employee Assistance
Program (EAP)
On January 1st following the date you obtain age 65, your
benefit amount will be reduced by 8% of the original amount and
reduced by an additional 8% at each January 1st, until reaching
age 71 when the benefit will be 50% of the original amount.
ThyssenKrupp Elevator is increasingly aware of the stress our
families face during these troubling economic times, both at
work and at home. Our EAP, offered through LifeWorks, offers
free, confidential, professional counseling and consultation
services. Through the EAP, employees and their family members
have access to qualified consultants 24-hours a day, 365 days a
year. You may call for any number of reasons: crisis intervention
assistance, short-term problem resolution and referrals,
information, assessment, or action planning.
SUPPLEMENTAL LIFE BENEFIT ELECTION
Access to this benefit is convenient and completely confidential,
via the web at www.lifeworks.com (User ID: thyssenkrupp,
Password: tke) or via phone at 888-267-8126.
Supplemental Life is an insurance program that provides
employees the opportunity to choose additional protection that
best suits them and their family members. You purchase the plan
through convenient payroll deductions.
• You may elect benefit coverage in increments of 1x, 2x, 3x,
4x, or 5x your annual salary up to a maximum of $1,000,000.
You may elect up to 2x your annual salary up to $750,000
without providing a Evidence of Insurability (EOI) as long as
you apply within 30 days of your hire date. Any change in your
supplemental coverage after that time will require a EOI.
• Your spouse is eligible for coverage in increments of $10,000,
ranging from $10,000 to $100,000 not to exceed 50% of your
combined Basic Life and Supplemental Life elections. You may
elect up to $20,000 of Spouse Life coverage without providing
a EOI as long as you apply within 30 days of your hire date.
Any change in your Spouse Life coverage after that time will
require a EOI.
• Dependent child(ren) six months to age 26 are eligible for coverage
in increments of $2,000, ranging from $2,000 to $10,000.
Disability
In the event you become disabled from a non work-related injury
or sickness, disability income benefits are provided as a source
of income.
SHORT-TERM DISABILITY
Benefits Begin:
• For disability caused by injury: on the 1st day of disability.
• For disability caused by sickness: on the 8th consecutive
day of disability.
9
For hospital confinements of 24 hours or more, benefits
commence on the first day of hospital confinement. You are
not eligible to receive short-term disability benefits if you are
receiving Workers’ Compensation benefits.
Weekly Benefit:
• For weeks 1 to 6: 100% of your pre-disability earnings,
reduced by other income benefits.
• For weeks 7 to 25: The lesser of:
• 60% of your pre-disability earnings; or
• $3,500, reduced by other income benefits.
• Minimum weekly benefit: $25.
• Maximum duration of benefits payable: 25 weeks.
LONG-TERM DISABILITY
Monthly Benefit:
• 60% of monthly earnings (monthly base salary excluding
overtime and bonus) up to plan maximums
• Begins after 180 consecutive days of disability
• Minimum monthly benefit: $100
• Maximum monthly benefit: See plan documents
• Maximum benefit duration: Benefits continue while you remain
disabled, up to normal retirement age, if you are disabled prior
to age 63. Refer to the Summary Plan Description (SPD) for
reductions in benefit duration for disabilities occurring at age
63 and beyond.
Flexible Spending
Accounts (FSA)
With an FSA, you can set aside pre-tax dollars to pay for eligible
expenses.
• Healthcare FSA. Use your account to pay or reimburse
yourself for out-of-pocket expenses not covered by the
medical, prescription drug, dental and vision plans:
deductibles, copays, coinsurance. You can contribute up to
$2,500 per year.
• Limited Purpose FSA. The Limited Purpose FSA is the
same as the Healthcare FSA, except only non-medical
services (such as dental, vision, and hearing expenses) may
be reimbursed. The Limited Purpose Account is offered for
those who elect to participate in the Health Savings Plan and
establish a Health Savings Account.
• Dependent Care FSA. Get reimbursed for work-related
daycare for your children up to age 13, for disabled children
of any age, and dependent parents who live with you. You can
contribute up to $5,000 per year.
FSAs have a use-it-or-lose-it provision. You must incur all
eligible expenses between January 1 and December 31. Any
unused balance will be forfeited, so plan carefully.
Benefit amounts are offset by other disability income. Benefits
for a mental illness or substance abuse disability, if not confined,
are payable for a total of 24 months for all such disabilities
during your lifetime. Benefits will not be paid for disabilities
resulting from pre-existing conditions. Refer to the plan
documents for other policy provisions and limitations.
10
When to Enroll
The Open Enrollment period runs from November 3, 2014, through November 14, 2014. The benefits you elect during open
enrollment will be effective from January 1, 2015, through December 31, 2015.
How to Enroll
The first step is to review your current benefit elections.
Visit e*source Self Service at www.tk-esource.com. e*source is a secure website that provides online acess to your personal data and
benefits information. Once online, verify your personal information or make necessary changes.
Step-by-step instructions for e*source Self Service are included on the following pages. For assistance with online enrollment, call toll free
at (866) 910-6085.
NOTE: Once you have made your elections, you will not be able to change them until the next open enrollment period, unless you have a
qualified change in status.
11
Step 1: Go to www.tk-esource.com.
Step 2: Click on either “e*source Self Service at Work” or “e*source
Self Service at Home” depending on where you are accessing your
account.
Step 3: Log onto e*source Self Service with your user name and
password. (For assistance, call e*source at (866) 910-6085.)
Step 4: From the left side of the screen, click once on “TKE
Employee Self Service.”
12
Step 5: From the left side of the screen, click once on “My
Benefits,” then “Benefits.”
Step 6: Add the dependents you will cover under your medical plan
and anyone that you would like to list as a beneficiary for your life
insurance.
When adding a dependent and/or beneficiary, list your hire date as
their effective date. When you are done, click “Apply.”
Continue adding dependents and/or beneficiaries until everyone is
listed. Then click “Next.”
13
Step 7: To elect your benefits, click on “Update Benefits.”
Step 8: Select the Plans and Options you would like and click on
the select the box next to your option. When you have elected all the
benefits you would like, click “Next.”
Step 9: Select the dependents you would like to cover under each
plan you have selected, then click “Next.”
Step 10: Choose your beneficiaries by listing the percent of your life
insurance you would like to give each one, then click “Next.”
Please note: Although your name is listed, you are not able to elect
yourself as a beneficiary.
14
Step 11: This page shows which plans require certifications. No
action is necessary on this page. Click “Next” to proceed.
Step 12: Review your elections, covered dependents and
beneficiaries. If all is correct, click Finish.
15
Contacts and Resources
BENEFIT
ADMINISTRATOR
PHONE
WEBSITE
General Benefits Info/
Enrollment Assistance
e*source
(866) 910-6085
www.tk-esource.com
Medical
Blue Cross Blue Shield of Illinois
(888) 895-1563
www.bcbsil.com
Prescription Drug Coverage
CVS Caremark
(888) 886-8520
www.caremark.com
Dental
Delta Dental Insurance
(800) 521-2651
www.deltadentalins.com
Vision
Vision Service Plan (VSP)
(800) 877-7195
www.vsp.com
Short-Term Disability
The Hartford
(800) 445-9057
www.thehartfordatwork.com
Flexible Spending Accounts
Discovery Benefits
(866) 451-3399
www.discoverybenefits.com
Employee Assistance Plan
Lifeworks EAP
(888) 267-8126
www.lifeworks.com
16
Addendum: Required Notices
Summary of Material Modification (SMM)
Please note that the Anthem Blue Cross Blue Shield plan is being amended and no medical benefits will be available from this
plan after December 31, 2014. Instead, effective January 1, 2015, medical benefits from your company will be offered under the
ThyssenKrupp North America Health and Welfare Plan. Please see the enclosed open enrollment materials for more details.
Women’s Health and Cancer Rights Act of 1998 Notice
As required by the Women’s Health and Cancer Rights Act of 1998, each medical plan sponsored by ThyssenKrupp North America
provides coverage for the following breast reconstruction procedures in connection with mastectomies:
• Reconstruction of the breast that was operated on;
• Surgery and reconstruction of the other breast to produce a symmetrical appearance; and
• Prostheses and treatment of physical complications at all stages of the mastectomy, including lymphedemas.
Coverage is provided in a manner determined in consultation with the attending physician and the patient. The deductible,
coinsurance and copayment requirements that apply to other covered services also apply to these post-mastectomy reconstructive
and treatment services.
Special Enrollment Rights
If you decline enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health
plan coverage, you may be able to enroll yourself and your dependents in a ThyssenKrupp North America medical plan if you or
your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other
coverage). You must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer
stops contributing toward the other coverage).
The plan will also allow a special enrollment opportunity if you or your eligible dependents either:
• Lose Medicaid or Children’s Health Insurance Program (CHIP) coverage because you are no longer eligible, or
• Become eligible for a state’s premium assistance program under Medicaid or CHIP.
For these enrollment opportunities, you will have 60 days — instead of 30 — from the date of the Medicaid/CHIP eligibility change
to request enrollment in the plan. Note that this new 60-day extension doesn’t apply to enrollment opportunities other than the
Medicaid/CHIP eligibility change.
Also, if you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may be able to enroll
yourself and your dependents in a ThyssenKrupp North America plan. You must request enrollment within 30 days after the
marriage, birth, adoption or placement for adoption.
To request special enrollment or to learn more, contact e*source at (866) 910-6085 or [email protected].
Health Insurance Portability and Accountability Act (HIPAA)
Notice of Privacy Practices for Protected Health Information
The ThyssenKrupp North America Health and Welfare Plan privacy notice describes how protected health information about you
may be used or disclosed and how you can obtain access to your protected health information. To view the HIPAA Privacy Notice,
please visit the 2015 enrollment microsite at www.tkbenefitsconnect.com. To request a printed copy of your HIPAA rights, please
contact the Director, Compensation and Benefits, ThyssenKrupp North America, Inc.
17
You have the power to choose what
is right for you and your family.
18