Alcatel-Lucent

Higher Copayments for Certain Medical and Prescription Drug Services

Effective January 1, 2017, copayments for certain services will increase as shown below. Changes for 2017 are in bold italics.

	Enhanced Point of Service (POS)*		Standard Point of Service (POS)*
	2016	2017	2016	2017
Service	In-network
Physician Office Visit (Non-preventive services)	You pay $25 copayment per visit (primary care physician or specialist)	You pay $30 copayment per visit (primary care physician or specialist)	Primary care physician: You pay $15 copayment per visit Specialist: You pay $40 copayment per visit	Primary care physician: You pay $20 copayment per visit Specialist: You pay $40 copayment per visit (no change)
Inpatient Hospitalization	Plan pays 90%	Plan pays 90% (no change)	Plan pays 80% after you pay $500 copayment per admission	Plan pays 80% after you pay *$650* copayment per admission
Outpatient Surgery	Plan pays 90%	Plan pays 90% (no change)	Plan pays 80% after you pay $250 copayment per procedure	Plan pays 80% after you pay *$300* copayment per procedure
Emergency Room	Plan pays 100% after you pay $50 copayment; waived if admitted	Plan pays 100% after you pay $65 copayment; waived if admitted	Plan pays 100% after you pay $100 copayment; waived if admitted	Plan pays 100% after you pay *$125* copayment; waived if admitted
Chiropractic Care	You pay $25 copayment per visit; limited to 30 visits per year	You pay $30 copayment per visit; limited to 30 visits per year	Plan pays 80%; limited to 30 visits per year	Plan pays 80%; limited to 30 visits per year (no change)
Prescription Drugs — Retail (up to a 30-day supply)	You pay: Generic: $10 copayment Formulary Brand: $40 copayment Nonformulary Brand: $60 copayment	You pay: Generic: $12 copayment Formulary Brand: $50 copayment Nonformulary Brand: $80 copayment	You pay $7 copayment for generic drugs and 50% coinsurance for brand-name drugs, with an out-of-pocket maximum of $75 per prescription	You pay *$10* copayment for generic drugs and 50% coinsurance for brand-name drugs, with an out-of-pocket maximum of *$100* per prescription
Prescription Drugs — Mail Order (up to a 90-day supply)	You pay: Generic: $25 copayment Formulary Brand: $100 copayment Nonformulary Brand: $150 copayment	You pay: Generic: $30 copayment Formulary Brand: $125 copayment Nonformulary Brand: $200 copayment	You pay $15 copayment for generic drugs and 50% coinsurance for brand-name drugs, with an out-of-pocket maximum of $150 per prescription	You pay *$20* copayment for generic drugs and 50% coinsurance for brand-name drugs, with an out-of-pocket maximum of *$200* per prescription

	Enhanced Point of Service (POS)*		Standard Point of Service (POS)*
	2016	2017	2016	2017
Service	Out-of-network
Inpatient Hospitalization	Plan pays 70% after you satisfy the deductible and pay $200 copayment per admission	Plan pays 70% after you satisfy the deductible and pay $250 copayment per admission	Plan pays 60% after you pay $200 copayment per admission	Plan pays 60% after you pay $250 copayment per admission
Emergency Room	Plan pays 100% after you pay $50 copayment; waived if admitted	Plan pays 100% after you pay $65 copayment; waived if admitted	Plan pays 100% after you pay $100 copayment; waived if admitted	Plan pays 100% after you pay $125 copayment; waived if admitted
Prescription Drugs (Retail)	Plan pays 70% after you satisfy a separate deductible: Individual: $100 Two-person: $200 Family: $300	Plan pays 70% after you satisfy a separate deductible: Individual: $125 Two-person: $250 Family: $375	Plan pays 60% coinsurance for generic drugs and 50% coinsurance for brand-name drugs, after you satisfy a separate deductible: Individual: $100 Two-person: $200 Family: $300	Plan pays 60% coinsurance for generic drugs and 50% coinsurance for brand-name drugs, after you satisfy a separate deductible: Individual: $125 Two-person: $250 Family: $375

*Where coverage is expressed as a percentage, it is a percentage of the provider’s contracted rate (for in-network services) or of the reasonable and customary (R&C) fee (for out-of-network services).

Higher Annual Deductibles and Out-of-Pocket Maximums for the Enhanced POS

Effective January 1, 2017, the annual deductibles and out-of-pocket maximums for the Enhanced POS will increase as follows:

	Enhanced Point of Service (POS)
Feature	2016		2017
Annual Out-of-Network Medical Deductible	Individual: $500 Two-person: $1,000 Family: $1,500		Individual: $650 Two-person: $1,300 Family: $1,950
Annual Medical Out-of-Pocket Maximum (Excludes deductible)	In-Network: Individual: $1,200 Two-person: $2,400 Family: $3,600	Out-of-Network: Individual: $3,000 Two-person: $6,000 Family: $9,000	In-Network: Individual: $1,600 Two-person: $3,200 Family: $4,800	Out-of-Network: Individual: $4,000 Two-person: $8,000 Family: $12,000
Annual Prescription Drug Out-of-Pocket Maximum (In-Network)	$2,000 per person		$2,600 per person

Higher Out-of-Pocket Maximums for the Traditional Indemnity Option

Effective January 1, 2017, the annual out-of-pocket maximums for the Traditional Indemnity option will increase as follows:

	Traditional Indemnity
Feature	2016	2017
Annual Medical Out-of-Pocket Maximum (Excludes Deductible)	Individual: $1,500 Two-person: $3,000 Family: $4,500	Individual: $1,800 Two-person: $3,600 Family: $5,400

Applied Behavior Analysis Therapy for Eligible Dependents Age 11 and Under

Effective January 1, 2017, the plan expressly covers Applied Behavior Analysis (ABA) therapy for eligible dependents age 11 and under with a primary diagnosis of autism spectrum disorder. Coverage is at the in-network, outpatient, mental health rate and is subject to pre-certification requirements. For eligible dependents age 12 and older, support is available to help you navigate community, state, federal and educational resources.

For more information, contact UnitedHealthcare^®’s Optum Advocate at 1-800-577-8539 (Enhanced and Standard POS) or 1-800-577-8567 (Traditional Indemnity) after January 1, 2017. Except as provided above, effective January 1, 2017, ABA therapy is expressly excluded from coverage under the plan.

Virtual Visits

When you do not feel well or your child is sick, the last thing you want to do is leave the comfort of home to sit in a waiting room. Effective January 1, 2017, your UnitedHealthcare medical plan option will offer a new alternative: virtual visits. A virtual visit lets you see and talk to a doctor from your mobile device or computer without an appointment. Most visits take about 10 − 15 minutes. Use virtual visits when your doctor is not available, you become ill while traveling or you are considering visiting a hospital emergency room for a nonemergency condition. Visit www.myuhc.com to learn about virtual visits.

Expanded Prescription Drug Coverage Management Programs

Nokia is committed to keeping the cost of your prescription drugs down while providing you with the coverage you need. With this goal in mind, Express Scripts uses a set of coverage management programs to determine how the Prescription Drug Program will cover certain prescription drugs.

Updates to the coverage management program were made as of July 1, 2016. Express Scripts will notify you if this program applies to you.

Dental Coverage Changes

Elimination of the “Missing Tooth” Exclusion

Effective January 1, 2017, the MetLife Enhanced and Standard Dental options will no longer exclude coverage for treatment related to a tooth that was missing prior to the date your coverage began. Services related to a missing tooth will still be subject to all other plan provisions of the applicable plan option.

Additional Coverage Changes

Effective January 1, 2017, additional features of the MetLife Enhanced and Standard Dental options will change as shown below.

MetLife Enhanced Dental Option

The orthodontia lifetime maximum will increase to $2,000 per individual.
There will be new frequency limits for the following covered services:
- Periodontal scaling/root planing: Once per quadrant during any 24-month period.
- Periodontal surgery: Once per unique area during any 36-month period.

MetLife Standard Dental Option

The frequency limit for fluoride treatment will increase to twice per calendar year.

New for 2017 Annual Open Enrollment and Beyond

Watch for these changes:

Dental plan comparison charts available on the YBR website: Starting with 2017 annual open enrollment, you will be able to see a side-by-side comparison of the MetLife Standard and Enhanced Dental Plan options right on the YBR website during enrollment opportunities. Just follow the prompts on the “Dental” page when you log on to enroll for your 2017 benefits.
New online tool for locating network dentists: Starting with 2017 annual open enrollment, when comparing your dental plan options on the YBR website, click on the “Find a Dentist” link to search for network providers.
New company code for accessing and managing your dental benefits through MetLife’s MyBenefits: Sign in to www.metlife.com/mybenefits using the new company code: “US-Nokia”.

New Eligibility Requirements for Retiree Healthcare

Effective January 1, 2017, for retirements occurring on or after that date, all eligible Nokia employees who have:

Attained age 50 with 15 years of service, or
Attained age 55 with 10 years of service

will have access to company-provided retiree healthcare (medical and dental) coverage upon becoming Medicare-eligible, provided the company continues to offer this benefit at that time. Access to company-provided retiree healthcare coverage means that the coverage is not subsidized by the company — it is entirely retiree-paid. However, the company maintains and administers the benefit plan.

This means that effective January 1, 2017, Nokia will no longer offer retiree medical and dental coverage to retirees who are not eligible for Medicare (except for Alcatel-Lucent retirees who retired before March 1, 1990) nor to such retirees’ dependents. With respect to Medicare-eligible retirees, effective January 1, 2017, Nokia will no longer offer retiree medical and dental coverage to such retirees’ non-Medicare-eligible dependents (except for eligible dependents of Alcatel-Lucent retirees who retired before March 1, 1990).

These changes will not affect you while you are an active employee but may affect you depending on your personal situation as follows:

If You Retire from Nokia before You Are Medicare-Eligible

You and your covered dependents have the opportunity to continue active medical and dental coverage through COBRA
(the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended).
Alternatively, you and all your dependents — including any Medicare-eligible dependents — might wish to look to other sources for healthcare coverage.
- For you and any non-Medicare-eligible dependents: In addition to the aforementioned COBRA active medical and dental coverage through Nokia (provided that you and your dependents are enrolled in active healthcare coverage at the time of your retirement), sources include coverage through your dependent’s(s’) employer(s) or former employer(s) (if available), the health insurance marketplace in your area and the individual insurance market.
- For any Medicare-eligible dependents: In addition to the aforementioned COBRA active medical and dental coverage through Nokia (provided that your dependents are enrolled in active healthcare coverage at the time of your retirement), sources include coverage through their employer(s) or former employer(s) (if available) and Medicare supplemental insurance from an insurance company, broker or other resource that offers Medicare supplement plans. The Affordable Care Act (healthcare reform) does not permit Medicare-eligible individuals to buy health insurance through the health insurance marketplace.
Once you become eligible for Medicare after retirement, you can enroll in Nokia’s retiree medical and dental coverage along with your eligible Medicare-eligible dependents — provided that Nokia continues to offer such coverage and provided further that you and your dependents meet the eligibility criteria for such coverage at that time.
- Under the 2017 plan design, if you are enrolled in Nokia-provided retiree medical and/or dental coverage and your eligible non-Medicare-eligible dependents become eligible for Medicare, you can enroll them in Nokia retiree medical and/or dental coverage during any annual open enrollment period, for coverage for the following calendar year.
- To learn more about eligible dependents, see the YBR website.
If Nokia retiree medical and/or dental coverage is available to you, you will receive an enrollment package approximately three months before you turn age 65.

Note: If you retire from Nokia before January 1, 2017 and are not Medicare-eligible, you and any dependent(s) will not be eligible for Nokia retiree medical and/or dental coverage as of January 1, 2017, regardless of the Medicare eligibility of your dependent(s). Any Nokia retiree medical or dental coverage in which you and your dependents are enrolled will end on December 31, 2016.

If You Are Medicare-Eligible upon Retirement from Nokia

You and all your covered dependents have the opportunity to continue active medical and dental coverage through COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended).
You and your Medicare-eligible dependents will be eligible for Nokia retiree medical and dental coverage — provided that Nokia continues to offer such coverage and provided further that you and your Medicare-eligible dependents meet the eligibility criteria for such coverage at that time. However, Nokia will no longer offer retiree medical and dental coverage to your dependents who are not eligible for Medicare as of your retirement date.
You and all your dependents — including any Medicare-eligible dependents — have the following alternate sources for healthcare coverage:
- For any non-Medicare-eligible dependents: Coverage through your dependent’s(s’) employer(s) or former employer(s) (if available), the health insurance marketplace in your area and the individual insurance market.
- For you and any Medicare-eligible dependents: Coverage through your dependent’s(s’) employer(s) or former employer(s) (if available) and Medicare supplemental insurance from an insurance company, broker or other resource that offers Medicare supplement plans. The Affordable Care Act (healthcare reform) does not permit Medicare-eligible individuals to buy health insurance through the health insurance marketplace.
Your eligible dependents may regain eligibility for Nokia-provided retiree medical and dental coverage when they become Medicare-eligible after you retire ― provided that Nokia continues to offer such coverage and provided further that you are enrolled in such coverage and your dependents meet the eligibility criteria for such coverage at that time. Under the 2017 plan design, if you are enrolled in Nokia-provided retiree medical and/or dental coverage and your eligible non-Medicare-eligible dependents become eligible for Medicare, you can enroll them in Nokia retiree medical and/or dental coverage during any annual open enrollment period, for coverage for the following calendar year.
If Nokia retiree medical and dental coverage is available to you, you will receive an enrollment package upon retirement.
To learn more about eligible dependents, see the YBR website.

Insurance Coverage Changes

Changes to Dependent Life and Accidental Loss Insurance Coverage Options

Effective January 1, 2017, you will see the following changes to your dependent life and accidental loss insurance coverage options:

Spouse life insurance*: New $150,000, $200,000 and $250,000 options.
- If you are eligible for the $150,000, $200,000 and/or $250,000 coverage options, please note that the rates for these options are age-based and can have a monthly cost that is significantly higher than the other available options.
- You will need to provide evidence of insurability (EOI) if you are newly enrolling in spouse coverage or electing a coverage option that is higher than your current option.
- Tip: When enrolling, you will not be prompted to select the spouse or domestic partner for whom you are electing coverage. It is your responsibility to elect and maintain coverage only when you are married or in a domestic partnership. Furthermore, it is your responsibility to cancel coverage when you are no longer married or in a domestic partnership. You can view dependent eligibility rules on the YBR website.
Spouse accidental loss insurance*: The coverage will change as follows:
- Your spouse accidental loss insurance election will no longer be limited to 50 percent of your supplementary accidental loss insurance election. Instead, you will be able to elect spouse coverage equal to one, two, three, four or five times your base pay.
- Tip: When enrolling, you will not be prompted to select the spouse or domestic partner for whom you are electing coverage. It is your responsibility to elect and maintain coverage only when you are married or in a domestic partnership. Furthermore, it is your responsibility to cancel coverage when you are no longer married or in a domestic partnership. You can view dependent eligibility rules on the YBR website.
- If you are currently enrolled in a coverage amount that falls between two pay-based options and you take no action during annual open enrollment, you will automatically be enrolled in the next higher level of coverage starting January 1, 2017. You will not need to provide EOI.
  - As an example, assume that your base pay is $60,000 and you have $300,000 (five times base pay) in supplementary accidental loss insurance and $150,000 (2.5 times base pay, or 50 percent of your supplementary accidental loss insurance coverage) in spouse accidental loss insurance. If you do not take action, you will automatically be enrolled in spouse coverage equal to three times base pay, or $180,000, for 2017.
Child life and child accidental loss insurance: New $20,000-per-child options.
- You will not need to provide EOI for any level of child life and/or child accidental loss insurance coverage you elect.
- Tip: When enrolling, you will not be prompted to select the child(ren) for whom you are electing coverage. It is your responsibility to elect and maintain coverage only when you have at least one eligible child. Furthermore, it is your responsibility to cancel coverage when you no longer have any eligible child(ren). You can view dependent eligibility rules on the YBR website.

*You may also purchase coverage for your eligible domestic partner.

After-Tax Deductions for Accidental Loss Insurance Coverage for Yourself, Your Spouse and Your Children

Effective January 1, 2017, you will pay for any supplementary accidental loss, spouse accidental loss or child accidental loss insurance coverage you elect through after-tax payroll deductions. (You currently pay for this coverage with before-tax deductions.)

As a result of this change, you do not need to experience a qualified status change or wait until the next annual open enrollment period to change your coverage. Starting January 1, 2017, you may add, drop, increase or decrease any of these coverages anytime during the year.

Changes to Group Universal Life Insurance Coverage

Effective January 1, 2017:

Premiums for group universal life insurance coverage will no longer be based on your tobacco use status. Instead, the same rate will apply for a given level of coverage whether or not you use tobacco. In addition, for active employees, new rates have been established as a result of bringing the Nokia and Alcatel-Lucent populations together. As a reminder, premiums will continue to be based on your age and amount of coverage in effect.
For group universal life participants: Estate Resolution Services will be an added feature. This service covers attorney fees for probating the estate of the insured when using a participating plan attorney. The service also provides advice and in-person and telephone consultations for beneficiaries. More information regarding this program will be provided at a later date.

Contribution Cost Changes

Review the YBR website during the annual open enrollment period for your 2017 contribution costs.

*The phrase “Active Management Plan Design” refers to the plan design applicable to US-based employees who are not union-represented employees covered by a collective bargaining agreement. It includes active employees; participants on a leave of absence (LOA) or Short Term Disability (STD); COBRA participants; and survivors in the Family Security Program (FSP).

Medical Coverage Changes

Expanded Preventive Care Coverage