1. Destination: 2013 Enrollment
Note to HR: SCRIPT AND SLIDE COPY IN RED MUST BE CUSTOMIZED FOR YOUR LOCATION. PLEASE REVIEW THOROUGHLY BEFORE PRESENTING. Meeting leader may need speakers for video sound based upon room set up
LEADER/MANAGER: I’d like to thank all of you for coming today.
Improving the health of our workforce is key for BorgWarner for As such, I’ll be walking through a number of the wellness programs available to you and your family members.
I will also share an overview of the changes, most of which are a direct result of Health Care Reform. I think you’ll find there are a number of positive changes this year – fortunately we are able to offer a $0 premium medical plan again this year, as well as continue to offer the premium discount program.
I will explain more about that soon, but the main thought here is that it is more important than ever that we work together to proactively become a healthier workforce.
So, with that, let’s get started…

2. The Road to Enrollment Your Roadmap for What’s New for 2013
Your Benefit Options for 2013
Navigating Open Enrollment
Questions?
Making decisions about benefit coverage for you and your family is one of the most important decisions you can make.
As with any critical buying decision, you should carefully think about your benefit needs for the coming year and decide whether you need to make changes for the coming year.
We want to help you make informed decisions about your benefits which is precisely why we are here today -- covering the following items …
[Read through agenda]
We have a lot to cover, but first I’d like to deliver a message from our VP of HR – Jan McAdams
(TRANSITION TO NEXT SLIDE & PLAY VIDEO)

3. What’s New for 2013? CIGNA Healthcare Changes
New Plan Option: CIGNA PPO Healthcare Plan
CIGNA Premium Discount and Wellness Incentive opportunities
Addition of CIGNA Personal Health Team Services
Teamsters’ BlueShield Changes
Premium Increase
Plan Design Changes
New Optional Long Term Disability Plan (LTD70)
Making decisions about benefit coverage for you and your family is one of the most important decisions you can make.
As with any critical buying decision, you should carefully think about your benefit needs for the coming year and decide whether you need to make changes for the coming year.
We want to help you make informed decisions about your benefits which is precisely why we are here today -- covering the following items …
[Read through agenda]
We have a lot to cover, but first I’d like to deliver a message from our VP of HR – Jan McAdams
(TRANSITION TO NEXT SLIDE & PLAY VIDEO)

4. Shift into Gear: Your Personal Health Team
4/1/2017
Your CIGNA Personal Health Team
Employees and covered family members enrolled in CIGNA healthcare plans are eligible
Employees enrolled in non-CIGNA plans will have access to EAP services only
Team of health specialists including nurses, dieticians, clinicians and counselors
Ready to work with you, learn about your needs and help you find solutions.
All services are optional
Protecting Your Privacy
Your interactions with your PHT
are confidential!
Now that we have covered the changes for 2013, let’s recap a very important part of our health care program: the wellness component.
Access to a CIGNA Personal Health Team
You have access to a dedicated health team who works together behind the scenes to provide you with seamless support.
Your Cigna Personal Health Team consists of a wide range of health specialists—including nurses, dieticians, clinicians and counselors—who stand ready to support you.
Available to all CIGNA members:
If you are not covered under a CIGNA medical plan, your access to the Personal Health Team is limited to services related to the CIGNA Employee Assistance Program (EAP) only.

5. How a Health Advocate Can Help
4/1/2017
Discuss your CIGNA HRQ results and action steps
Provide unbiased advice on treatment options
Help you better manage chronic conditions
Explain the preventive care benefit and the screenings that are appropriate for you
Provide referrals to counseling and community services
Support changing unhealthy habits: Tobacco, Stress & Weight
Support for mental health issues, substance abuse & emotional crisis
[read slide]
Provide educational materials, reminders of important tests/exams, self-care information

6. Ithaca On-Site Wellness Clinic
For All Employees

7. Ithaca’s Annual Fitness Membership Reimbursement Program
Ithaca Wellness Program offers Employee Fitness Reimbursement:
50% of gym fee up to a maximum of $200 per calendar year.
Schedule your annual wellness exam at our on-site clinic or with your own PCP
Join an area fitness club and pay their membership fee
Bring a copy of your paid receipt & proof of wellness exam to the HR Office
All full-time employees are eligible to participate regardless of healthcare plan
Reimbursement requires evidence of an annual wellness exam at our On-Site Wellness Clinic as part of our Wellness Program (voucher issued by clinic).
If wellness exam is completed with employee’s primary care physician, proof is required such as an insurance claim/explanation of benefits from the visit
Copy of a paid receipt from the fitness facility is required to process reimbursement.

8. Additional Points of Interest
4/1/2017
Additional Points of Interest
2013 Medical Plan Options
Now that you have the information you need, it’s time to enroll… 8 8

9. A Look at the Medical Plans for 2013
In-Network Benefits
CIGNA
Choice Health Fund
PPO
Teamsters’ BlueShield PPO
Deductible
$1,500 or $3,000
$200 or $400
None
BW Funded HRA
$750 or $1,500
No HRA
Preventive – Adult
100%
$20 Co-pay
Preventive – Child
Co-insurance pays
80%
90%
95%
Co-pay - PCP
No Co-pays
$20
Co-Pay - Specialist
No Co-Pays
$40
ER Per Visit
$100
Urgent Care Per Visit
$50
$35
Out-Pocket Max
$3,000 - $6,000
$1,000 - $3,000
Read through slide 9

10. CIGNA Choice Health Fund (HRA)
Recap
In-Network
Deductible
$1,500 single
$3,000 family
HRA Fund
$750 single
$1,500 family
Co-Insurance
80% company paid
Stop-Loss (co-insurance only)
$3,000 single
$6,000 family
Preventive Services
Covered at 100% by BorgWarner with no deductible
Out-of-Network
Deductible
$3,000 single
$6,000 family
HRA Fund
Same as In-Network Fund
Co-Insurance
60% company paid
Stop-Loss
$6,000 single
$12,000 family

11. How the CIGNA HRA Plan Works
Recap
Walk through components
For medical and prescription expenses only. Cannot be used for dental or vision expenses.
Includes member deductible gap
In-network preventive care covered at 100% without deductible 11

12. CIGNA CHF Prescription Drug Plan
Recap
In-Network Benefit
Retail
(30-day supply)
Mail Order
(90-day supply)
Generic $8
$16
Brand Formulary
$8 + 30%
30% up to $150 per Rx
Brand Non-Formulary
$8 + 50%
50%
Specialty RX Formulary
30% up to $50 per Rx for initial supply only
Specialty Rx
Non-Formulary
50% up to $100 per Rx for initial supply only
50% up to $300 per Rx

13. CIGNA PPO Medical Plan for 2013
In-Network
Deductible
$200 single
$400 family
Co-Pays
$20 Primary Care Office Visit
$40 Specialist Office Visit
$50 Urgent Care
$100 Emergency Room
Co-Insurance
90% after deductible for services such as hospitalization, x-rays, MRIs, etc
Stop-Loss (co-insurance only)
$3,000 single
$6,000 family
Preventive Services
Covered at 100% by BorgWarner with no deductible
Out-of-Network
Deductible
$400 single
$800 family
Co-Insurance
80% after deductible
Stop-Loss
$ 6,000 single
$12,000 family
Preventive Services
Covered at 60% by BorgWarner after the deductible

14. CIGNA PPO Prescription Drug Plan
In-Network Benefit
Retail
(30-day supply)
Mail Order
(90-day supply)
Generic
$10
$16
Brand Formulary
$30
30% up to $150 per Rx
Brand Non-Formulary
$50
50%
Specialty RX Formulary
Covered through
$100 for a 30 day supply
Specialty Rx
Non-Formulary

15. Teamsters’ BlueShield PPO
Update
In-Network
Deductible
$0 single
$0 family
Co-Pays
$20 Office Visit
$35 Urgent Care
$100 Emergency Room
Co-Insurance
95% with no deductible for services such as hospitalization, x-rays, MRIs, etc
Stop-Loss
$1,000 single
$3,000 family
Preventive Services
$20 Co-pay applies
Out-of-Network
Deductible
$250 single
$500 family
Co-Insurance
70% after deductible
Stop-Loss
$2,500 single
$5,000 family
Preventive Services
Not covered

16. Teamsters’ Prescription Drug Plan
Recap
Optum Rx (formerly Prescription Solutions)
Provides prescription coverage for BlueShield plan
Separate Card Needed
Do not use the BlueShield card or phone number on back of card
If you do not receive separate card, call the Teamsters’ Health & Welfare Office
Mandatory mail-order for long-term prescriptions
On-going prescriptions for conditions such as blood pressure and cholesterol were converted to mail-order in 2011
New prescriptions for these types of medications may be filled one time at retail pharmacy and then must be converted to mail-order
In-Network Benefit
Retail
(30-day supply)
Mail Order
(90-day supply)
Generic
$10
$20
Brand Formulary
$40
Brand Non-Formulary
$50
$100

17. Additional Points of Interest
4/1/2017
Additional Points of Interest
2013 Health Plan Rates,
CIGNA Premium Discounts,
& Wellness Incentives
Now that you have the information you need, it’s time to enroll… 17 17

18. 2013 Health Plan Monthly Premiums
Monthly Health Plan Premiums and Discounts
(premium discounts apply to CIGNA healthcare plans only)
$100 Discount
$50 Discount
$0 Discount
Medical Plan
TWO Discounts
ONE Discount
NO Discounts
CIGNA CHF
Employee
Family $0
$50
$100
CIGNA PPO
Employee +1
$84
$166
$221
$134
$216
$271
$184
$266
$321
Teamster PPO
N/A
$131
$235
$323
In your 2012 Open Enrollment Benefits Guide on pg 8 there is a similar medical contribution grid
So let’s take a look at the monthly medical contributions you can expect this year and how the possible premium discounts could affect your costs…
[walk through chart]
As you see, for comparison purposes we are showing you three types of numbers:
The 2012 FULL discount rate for completing BOTH premium discounts, the 2012 PARTIAL discount rate for completing ONE of the premium discounts and the full UNREDUCED 2012 employee contribution rates.
Under the Basic Plan by earning BOTH the HRQ Discount and Tobacco-Cessation Discount you can completely offset the 2012 contribution increase.
And for the Buy-Up Plan, the discounts offset most of the increase.
Again, I want to stress that although the dollar amount of employee premiums increased, the PORTION of the total cost of care that employees pay versus BW is still in line with our general cost sharing target of 80%/20%.
In other words, if you looked at the full cost of health care as a pie, employees “piece” of the pie that they are asked to pay is a pretty small sliver =20%; BW pays remaining 80%. 18 18

19. Health Risk Questionnaire (HRQ)
Each year you will have the opportunity to complete a HRQ to earn a $50/month Premium Discount (CIGNA only)
The HRQ is a series of questions to help you to assess your current health issues/risks. Once complete, you receive a final report to use with recommendations of ways to improve areas that have been identified as potential issues or risks
HRQ can be taken from any computer with internet access
On-Site help is available if you need it
Your personal health information and individual HRQ Score are NOT shared with BorgWarner
BorgWarner will only receive confirmation of your completed HRQ so we can give you credit for the discount

20. Tobacco Cessation Pledge
Each year you will be given the opportunity to take a Tobacco Cessation Pledge to earn a $50/month Premium Discount (CIGNA only)
There are two options that you can elect to earn the Premium Discount:
Non-Tobacco User: pledge to remain tobacco free during the year.
Tobacco User: pledge to complete one of the Tobacco Cessation Programs offered:
The Program that you select must be completed Feb 28 of the following year;
If not completed the discount will be forfeited on April 1
Now let’s look at how the Tobacco Cessation Pledge ties into your enrollment form. [Hold up the enrollment form.]
On your enrollment form, you’ll see in Section 1 that you are asked to select a statement related to your tobacco use.
If you choose the first option, which is pledging that you are NOT a tobacco user; you earn the $50 discount. Effective January 1, 2010.
Choosing the second option acknowledges you are a tobacco user but pledges you will complete the Quit Today program or some other tobacco cessation program that has been preapproved by HR by March 15, You earn the $50 discount.
Choosing the third option acknowledges you are a tobacco user but NOT interested in participating in one of the tobacco cessation programs; thus you forfeit the $50 discount.
Complete the Tobacco Cessation Pledge on your 2010 enrollment form and return it to your benefits representative on or before November 13, (Note: If you complete the program in 2009 it qualifies as meeting the 2010 requirements.)
Now let’s do a quick review the tobacco cessation program before we review the HRQ premium discount…

21. Enrollment Form Discount 1: Online HRQ Discount 2: Tobacco
Select Your Plan for 2013

22. Accessing the CIGNA On-Line HRQ
4/1/2017
How to Access CIGNA On-Line HRQ:
Login to your page
Under “Manage My Health” , click on “My Health Assessment”
Follow the instructions.
If you’ve taken this before, click on “Take Again” next to your last wellness score result 22 22

23. Can’t make one of these dates? Call the Wellness Clinic x5018
Cholesterol & Blood Pressure Screening - and On-Line HRQ Help Available!
Lorna Colburn RN will be available for Cholesterol and
Blood Pressure Screenings - free to employees.
Help will also be available if you need to complete the
online HRQ for your insurance premium discount for 2013!
Location: TC Cafeteria
Thursday, Nov 1, 2012:
6 am to 4 pm
Wednesday, Nov 7, 2012:
7 am to 4 pm
Location: ETC Heat Treat Conf Room
Friday, Nov 2, 2012:
6 am to 4 pm
Location: ETC Cafeteria
Tuesday, Nov 6, 2012:
7 am to 4 pm
Can’t make one of these dates? Call the Wellness Clinic x5018

24. Tobacco Cessation Program Options
4/1/2017
How to Access CIGNA Quit Today:
Call Your CIGNA Health Advocate at OR
Wellness Program sponsored on-site
support classes: call
Login to your page
Under “Manage My Health” , click on “My Health Assessment”
Follow the instructions.
If you’ve taken this before, click on “Take Again” next to your last wellness score result
Specialist from Cayuga Medical Center will be on-site conducting support classes. 24 24

25. Telephonic Tobacco Cessation Support
CIGNA Quit Today Program
6-week program
Coaching provided via phone
Program includes:
Toolkits
Free Nicotine replacements – OTC patch/gum
Develop a personalized quit plan
Support line 7 days a week, 24 hours a day
Follow-up and long term support post-completion
Program may be completed on your schedule
As mentioned, Quit Today is a program offer through Cigna behavioral health that can be utilized by Cigna, who are 18 years and older.
8-week telephonic program options and is available in English and Spanish
the participant will receive a tool kit mailed to the participant’s home
And, nicotine replacements are available through Quit Today, delivery to you from CIGNA pharmacy.
[Note – if asked: approximately 10% of tobacco users typically go through a cessation program. Of those that participant, 85% obtain success in about 6 months. Success is measured by 2 consecutive months of cessation.]
Studies shows that participants prefer to use the telephonic method. 25

26. On-Site Tobacco Cessation Support

27. CIGNA CHF/PPO Wellness Incentives
Program
CIGNA CHF Annual
Incentives *
CIGNA PPO Annual
You and/or your spouse participates in a CIGNA disease management program (Asthma, Coronary Artery Disease, COPD, Diabetes, Depression, Heart Disease, Low Back Pain and more)
$200 credit in HRA
$200 taxable Gift Card
Spouse completion of the online myCigna.com HRQ
$50 credit in HRA
$50 taxable Gift Card
Spouse graduation from the CIGNA Tobacco Cessation Program
Employee and/or spouse graduation from the CIGNA Stress Management Program
Employee and/or spouse graduation from the CIGNA Weight Management Program
an employee or spouse can earn a maximum of $200 annually

28. Additional Points of Interest
4/1/2017
Additional Points of Interest
Other 2013 Benefits:
Dental/Vision
FSA
Life
Disability
Now that you have the information you need, it’s time to enroll… 28 28

29. Dental/Vision – Combined Benefit
Checkups
Fillings
Braces
Go to to print a temporary card (or use your CIGNA Health Card if enrolled)
Vision
Eye exams
Glasses or contacts
Go to then click on CIGNA Vision for vision directory
2012 Monthly Cost Share
Dental/ Vision
Employee Only
$12
Employee +1
$25
Family
In addition to Medical, you can choose Dental/Vision coverage.
This is the very same plan that was offered last year. It covers dental checkups, fillings and braces as well as eye exams and glasses or contacts. Your enrollment guide includes a detailed list of what the plan covers.
If you decide to enroll, you can choose Employee, Employee +1 or Family coverage.
No costs changes for 2011!
[Read through table] 29 29

30. Flexible Spending Accounts
4/1/2017
Health Care FSA or Dependent Care FSA
Employee-funded with pre-tax dollars
You make tax-free contributions and you get tax-free reimbursements
Health Care FSA:
Full amount available January 1 for HC FSA
Use to fund your member deductible gap
Use after the HRA fund
Federal rule says year-end balance forfeited if not used by Mar 15, 2013
Have until Mar 31, 2013 to submit claims
Dependent Care FSA forfeits if not used by Dec 31, 2012
You must enroll every year
[Read through slide] 30 30

31. Health Care Reform Changes - FSA
4/1/2017
Reduced Health Care FSA annual contribution maximum
From $5,000 to $2,500 per employee
Limit is per person
you and your spouse can each contribute to an employee sponsored plan for a total max of $5,000
Consider this when planning how to cover your HRA deductible gap and out-of-pocket maximums
The second health Care Reform change is a reduction in the amount you are allowed to contribute annually to the Health Care FSA.
[read through slide]

32. Benefits Paid by BorgWarner
Recap
Designate Your Beneficiary!
Basic Life
Provided directly through MetLife
Provides financial protection for your survivors in event of your death while employed at BorgWarner
Benefit is equal to 1X your annual base pay as of January each year
Make sure your life insurance will be handled the way YOU
want by designating your beneficiary!
To designate or change your beneficiary for any of your life insurance policies call
MetLife Directly at or visit their website online at:
Read through slide
NO COST TO YOU 32 32

33. Optional Life Insurance
4/1/2017
Employee contributes to cost
Offered directly through MetLife
Coverage options include:
Employee Life: times annual base pay up to 8 times base pay
Spouse Optional Life: $5,000/$10,000/$25,000/$50,000/$150,000/$250,000
Child Dependent Life:
$5,000/$10,000/$15,000/$20,000
No “guaranteed coverage” during open enrollment
Apply for coverage changes at any time during the year subject to Evidence of Insurability (EOI)
[Read slide]
For details about your Optional Life Insurance Options or to enroll, please contact MetLife. 33

34. Special Optional Life Enrollment
4/1/2017
For Optional Life & Dependent Optional Life
Open to all current active BW employees with min 60 days of service
Enroll for the first time or increase current coverage (if already enrolled) at any level without usually required Evidence of Insurability
5 simple medical questions instead
Nov. 24, Dec. 14, 2012
Effective Coverage Date: January 1, 2013
Look for more information soon!
I want to let you know about a unique enrollment opportunity for Optional Life – both employee and dependent.
[read through slide]

35. DISABILITY/FMLA Recap
Disability benefits provide your family with a source of income if you are unable to work due to a non-work-related illness or injury.
The company provides these benefits for you and there is no need to enroll.
See your current union contract for eligibility requirements, waiting periods, and payment details.
Call CIGNA to apply when you need to use the benefit
Contact HR for a packet that explains the process for both STD and FML
Short-Term Disability (STD) begins after you’ve been absent from work for seven days for a non-work related illness or injury. It pays a portion of your current earnings as outlined in your union contract while you are disabled.
Family Medical Leave Act (FMLA) is a federal law that entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons. Specific eligibility requirements and rules of use apply.
Long-Term Disability (LTD) begins after you’ve been disabled for more than six months and meet the insurer’s definition of disabled. It pays a portion of your current salary up to $5,000 per month* until you reach normal retirement age.
* Long-term disability benefits will be reduced by the amount of other income you may receive such as Social Security or workers’ compensation. Coverage begins after 1 year of service.

36. Long-Term Disability Options
4/1/2017
Design
Basic Plan
60% Coverage
Buy-Up Pan
70% Coverage
Benefit Level
60% of annual earnings
70% of annual earnings
(including average of past three years of bonus pay)
Taxation of LTD Benefit
100% taxable
Only the portion of the benefit BW pays for is taxable
MINIMIZES YOUR TAX BURDEN
Income Replacement
Lower
Higher
Premium
BW Paid
Employee Paid
[Read through slide]
If you were not enrolled in the LTD 70% option in 2012, you received an enrollment kit from Cigna comparing the Basic and the Buy Up Plan and had the opportunity to sign up for the Buy Up plan.
If you didn’t elect the Buy Up plan in September, you can still do so now on your open enrollment form.
Rates for each employee are on the enrollment form that was mailed as part of the enrollment packet. Individual letters have also been sent. 36 36

37. LTD70 Example Joe earns $45,000 (avg. bonus over last 3 years $1,167)
Tax Advantage
LTD 60%
BW Base Plan
LTD 70%
Buy Up Plan
Joe’s Monthly Cost $0
$17.62
Total Benefit Available
$2,250
$2,693
Taxable Portion of Benefit
$778
(28.9% of $2,693)
25% Tax Bracket
-$563
-$195
Monthly Benefit
After Taxes
$1,688
$2,498
Income Replaced
45%
65%

38. Enrollment Form
Disability:
New Election

39. Additional Points of Interest
4/1/2017
Additional Points of Interest
Navigating Enrollment
Now that you have the information you need, it’s time to enroll… 39 39

40. Navigating Open Enrollment
Choosing benefits is very important. If you have any questions, please ask! There are several ways you can get answers:
Contact information is in the front cover of the Open Enrollment Guide and the online Benefits Reference Guide.
Check out Page 5 of
your Enrollment Guide for
Roadside Assistance 40 40

41. Dependent Coverage Rules
Reminder
Your children may be enrolled in medical and dental/vision plans up to age 26, regardless of whether the child is living at home, is listed as a dependent on your tax return, is a student or is married.
A child is defined as:
Biological child;
Legally adopted child or a child who has been placed with you for adoption;
Stepchildren (Restrictions may apply);
Court-appointed child for whom you have full (not limited) legal guardianship; or
A child for whom you are required to provide health care support under a Qualified Medical Child Support Order (QMCSO).
[Read through slide]
Life Insurance eligibility for children is different
Children may remain insured to age 19, or if full-time student, to age 25 41 41

42. Enrolling Dependents in the Plan
Reminder
If enrolling a spouse for the first time
Provide a copy of your marriage license
Include spouse’s full social security number and date of birth
Working Spouse rules may apply
If enrolling a child under age 26 for the first time
Provide a copy of the child’s birth certificate (or other legal documentation such as support order, adoption papers, etc)
Include child’s full social security number and date of birth
[read through slide]
What This Means to You/Action to Take
Adding a dependent? Complete the “Eligibility” section of your form and provide appropriate documentation. 42

43. Key Items to Remember
Enrollment forms due in HR by November 16
Benefits take effect January 1, 2013
If enrolling spouses or dependents, make sure to include supporting documents with your form: a marriage license, birth certificate, or other legal documents as required
If enrolling in CIGNA medical plans, complete the premium discount requirements:
Online HRQ deadline: November 30, 2012
Smoking Cessation Program (if needed): February 28, 2013
[Read through slide] 43 43

44. Your Destination: 2013 Enrollment
I appreciate the opportunity to talk to you about the valuable benefits BorgWarner offers. Does anyone have questions?
[ANSWER QUESTIONS]
Once again, thank you for coming today. Please don’t forget to enroll before Nov. 12
Enroll by November 16 44 44