2020 Benefits Overview Benefits Functional Center.

2020 Benefits Overview Benefits Functional Center

 Contents Benefits Strategy Health & Welfare Plan
Health Care Reform Update Savings Plan Deferred Compensation Plan Benefits Resources

Benefits Strategy Benefits Functional Center

Benefits Strategy Talent Outcomes Attraction/Retention,
Better Health Cost Management Improve Population Health Data-Driven Decisions That Reduce Uncertainty Maintain Benefit Value Elevate Perception of Plan Value Support Culture of the Organization Comply with Federal and Local Jurisdictions as applicable Financial Outcomes Cost Management, Employee Productivity, Risk Management Talent Outcomes Attraction/Retention, Engagement, Employee Value Proposition As we help our clients optimize the results of their health care program, we look through both a Financial and a Talent lens. On the Financial side, we look at the traditional cost measures of claims cost and administrative expenses. As you well know, these costs have been major drivers of net income results in recent years. The emerging area of interest is employee productivity. Measures are still being developed, but there is general recognition that employee heath—which can be maintained or improved through intelligent health plan design—is a significant driver of the productivity of the workforce. Added to these two measures is something our pension folks have talked about for years, volatility or risk. Our data-driven tools reduce risk for our clients, and as we all know, reduced risk means better decisions and improved financials. We also look at the sometimes less quantitative Talent measures: attraction and retention, engagement and alignment with your overall employee value proposition. Maintaining your plan value relative to labor market competitors is an effective way to support your organizations attraction and retention goals. Also, keeping employee perceptions of plan value high can support the healthy behaviors we see form employees with high levels of engagement. Finally, alignment with the overall employee value proposition ensures that the culture you want to create—the culture that best supports the workforce you need to succeed.

Benefits Strategy An Evolving Process to Achieving Business Results
Modeling & Measurement Integrated approach to estimate and measure the impact of overall health strategy Assessment Evaluate across the population and range of plans, programs and initiatives Monitoring Ongoing oversight of partners to achieve outcomes Strategy Identify actionable changes to manage health and health care Benchmark, Manage, Measure and Influence Costs and Health Risk

Benefits Strategy Siemens’ Role: Employee’s Role:
Provide high-quality options that are also cost effective Make informed benefit choices during enrollment Make changes each year that are in the best interest of Siemens and employees Use coverage in a way that will allow you to gain the most from your benefits throughout the year Offer tools and resources to educate employees on their options and help them to make informed decisions Take advantage of the tools and resources Siemens offers to help you enjoy the best possible health

Health & Welfare Plan Benefits Functional Center

Health & Welfare Plan Who is Eligible? Regular full-time employees
Part-time employees working at least 20 hours per week Eligible Dependents Spouse, Domestic Partner, State- Registered Partner or Civil Union Unmarried children, including Domestic Partner, State-Registered Partner or Civil Union children, up to end of month in which child reaches age 26 Unmarried children of any age if dependent on employee for support and incapable of self- care Dependent Verification is required for newly added dependents (new hire, annual enrolment, etc.)

Health & Welfare Plan What plans are offered? Medical
Prescription Drug Dental Vision Flexible Spending Accounts Life Insurance Personal Accident Insurance Business Travel Accident Insurance Short-Term Disability Long-Term Disability Employee Assistance Program (EAP) Commuter Benefits Retiree Benefits Executive Health Exams (limited eligibility) NOTE: Certain groups of employees covered under a collective bargaining agreement may have different benefit options.

Health & Welfare Plan  Medical Plan Options
Medical coverage includes prescription drug and hearing benefits  Health Reimbursement Medical Plan - offered through Anthem Blue Cross Blue Shield (BCBS) and UnitedHealthcare (UHC) Health Savings Medical Plan – offered through UnitedHealthcare (UHC) Kaiser HMO available in California, HMSA available in Hawaii, Cigna International for outbound delegates and Humana HMO available for Norwood, OH union employees No Coverage

Health & Welfare Plan Health Reimbursement Medical Plan Option
No PCP or referrals required Preventive care covered 100% in-network and not subject to the deductible Employee pays 100% for medical expenses until the deductible has been met for in-network or out-of-network care Comes with a Health Reimbursement Account (HRA) to which the Company will automatically contribute - $400 for employee and another $400 if spouse or domestic partner is enrolled Earn additional Company contributions, called Healthy Rewards, to the HRA for completing certain wellness activities HRA can be used to pay for eligible medical expenses (e.g. use HRA dollars toward deductible or pay out of pocket) Carry over up to $4,000 in unused HRA funds to the next year provided enrolled in this option

Health & Welfare Plan Health Savings Medical Plan Option
No PCP or referrals required Preventive care covered 100% in-network and not subject to the deductible Employee pays 100% for medical and prescription drug expenses until the deductible has been met for in-network or out-of-network care Comes with a Health Savings Account (HSA) to which Siemens and the employee can make pre-tax contributions The Company will automatically contribute to the HSA on a per pay period basis - $300 for employee and $300 if spouse or domestic partner is enrolled Earn additional Company contributions, called Healthy Rewards, to the HSA for completing certain wellness activities Gives employees greater control over how they spend their health care dollars (e.g. use HSA dollars toward deductible or save HSA dollars for the future, including retirement) Unused amounts in the HSA carry over to the next year and employees can take the HSA with them if they leave the company Triple tax advantage on contributions made to the HSA

Health & Welfare Plan HMO
Siemens offers Kaiser HMO for employees residing in California Primary Care Physician (PCP) required PCP coordinates care and refers to specialists if necessary No coverage for providers outside the network (except for true emergencies) Employee pays deductible for in-network care Copayments required for office visits / coinsurance required for other services / preventive care covered 100% in-network

Health & Welfare Plan Health Savings Medical Plan Option
Health Reimbursement Medical Plan Option Deductible In-Network $2,000 individual $4,000 family * Out-of-Network $3,000 individual $6,000 family In-Network $1,500 per individual limited to $3,700 per family Out-of-Network $2,250 per individual limited to $5,5,50 per family Automatic Company Health Care Account Contribution $300 HSA contribution plus an additional $300 for a covered spouse or domestic partner $400 HRA contribution plus an additional $400 for a covered spouse or domestic partner Preventive Care In-network 100% Covered Coinsurance In-Network 15% Employee Cost Out-of-Network 35% Employee Cost Out-of-Pocket Maximum Medical & Prescription Drug Combined 5,500 individual/ $11,000 family** Medical $3,700 per individual / limited to $10,000 per family *If you have family coverage under the Health Savings Medical Plan option, you must meet the entire family deductible before the plan will begin paying benefits (even if a family member has met the individual deductible). **If an employee covers more than one individual under the Health Savings Medical Plan option, and one individual reaches $7,350 in eligible in-network out-of-pocket expenses, all remaining eligible in-network expenses will be paid at 100% for that individual only

Health & Welfare Plan Prescription Drug Plan
Prescription drug benefits provided through CVS/caremark Kaiser, Cigna International, HMSA & Humana provide own prescription drug benefits Cost is determined by where the prescription is filled: retail pharmacy, mail order, or specialty pharmacy Cost is also determined by the type of drug: generic, plan-preferred brand, non-preferred brand, specialty Specialty drugs are usually expensive injectable medications (It is best to check with CVS/caremark Specialty Pharmacy regarding specialty drugs)

Health & Welfare Plan Prescription Drug Plan Details*
Non-Specialty Drugs Retail (up to a 30-day supply) Mail Order (up to a 90-day supply)** Annual Deductible None if enrolled in the Health Reimbursement Medical Plan option If enrolled in the Health Savings Medical Plan option, the deductible must be met before coinsurance for prescription drugs begins Coinsurance Generic & Specialty Plan-Preferred Brand*** Non-preferred Brand*** Employee pays 10%, $5 minimum Employee pays 30%, $20 minimum Employee pays 45%, $35 minimum Employee pays 10%, $10 minimum Employee pays 30%, $40 minimum Employee pays 45%, $70 minimum Annual Out-of-Pocket Maximum $2,300 person; $3,500 family for Health Reimbursement Medical Plan option The Health Savings Medical Plan option out-of-pocket maximum is subject to the combined medical/prescription drug out-of-pocket maximum. *Alternate plan provisions apply to the Painted Post and Burlington union members. **The Retail Pharmacy program will not cover medications after the first refill (for a total of two fills) UNLESS member uses CVS’s Maintenance Choice program which allows employees to either renew prescriptions through a CVS Pharmacy or use Mail Order. ***If a generic is available, employee pays the difference between the cost of the generic and the brand-name drug.

Health & Welfare Plan Dental Plan
Dental benefits provided through Delta Dental Employees can use both in-network and out-of-network dentists and have access to the PPO and Premier networks from which to choose a dentist Employees receive lower reimbursement if they use out-of- network providers

Health & Welfare Plan Dental Plan Details In-Network Out-of-Network*
Annual Deductible (preventive services not subject to the deductible) $50 per person / $150 per family $100 per person / $300 per family Annual Maximum Benefit $2,000 per person Preventive Services: Routine cleanings, x-rays, oral exams, and emergency treatment for pain Plan pays 100% Plan pays 100%. Basic Dental Services: Extractions, fillings, and dental surgery You pay 20% after deductible You pay 40% after deductible Major Dental Services: Inlays, bridges, and crowns You pay 50% after deductible Orthodontia Orthodontic Lifetime Maximum Benefit $1,500 per person * Based on the plan’s reasonable and customary (R&C) charge. Employee responsible for amounts over R&C.

Health & Welfare Plan Vision Plan
Vision benefits provided through the EyeMed Vision Program Employees automatically receive the Basic Vision option, regardless of whether or not they enroll in medical coverage Employees can also enroll in an option with more comprehensive coverage or opt out of coverage

For day care or elder care expenses
Health & Welfare Plan Flexible Spending Accounts (FSA) FSA accounts are administered by WageWorks Allows employees to set aside before-tax dollars from their paycheck throughout the year to help pay for eligible expenses Two separate accounts available: Employees that enroll in the Health Savings Medical Plan option may only participate in a limited-use health care FSA which can be used to pay for expenses unrelated to medical, such as dental and vision Employees can be reimbursed for eligible expenses incurred through March 15 of the following year and have until May 31 to submit claims “Use it or lose it” - funds remaining in accounts after the deadlines are forfeited Health Care FSA Dependent Day Care FSA For eligible health care expenses for you and/or your eligible dependents For day care or elder care expenses

Flexible Spending Account Details Other important Information
Health & Welfare Plan Flexible Spending Account Details Health Care FSA Dependent Care FSA Contributions Contribute $120 to $2,700 each year Contribute $120 to $5,000 each year $2,500 maximum if employee and spouse file separate tax returns Claims Filing Employees receive a spending account card to pay for expenses such as: Medical and dental plan deductibles, coinsurance, and copayments Other eligible health care expenses not covered Employees can also file an online or paper claim File claim for reimbursement for eligible expenses, such as: Day care or home care expenses Fees for day care provided inside or outside employees home Costs for nursery schools or summer day camp Other important Information Employees need to keep all receipts from services paid with the spending account card Cannot claim FSA expenses on tax return This account is not for dependent health care expenses Dependents must be under the age of 13

Health & Welfare Plan Health Care Accounts – How They Compare
Health Reimbursement Account (HRA) Health Savings Account (HSA) Health Care Flexible Spending Account (HCFSA) Does it reduce taxable income? No, employee contributions are not permitted Yes Can it be combined with other health care accounts? Yes, but expenses that are eligible for reimbursement under both the HRA and the HCFSA must be submitted to your HRA first Yes, but must be Limited- Use Health Care FSA Yes, with HRA. Expenses that are not eligible for reimbursement under the HRA (i.e. prescription drug, vision and dental claims) may be paid from the HCFSA. Must be Limited-Use Health Care FSA when combined with the HSA Who can contribute? Siemens only You and Siemens You only Can contribution be changed at any time? No, employees do not contribute to an HRA No, employees elect a contribution amount at time of hire or during Annual Enrollment, unless there is a qualified life event Will unused account balances roll over to next year? Yes, up to $4,000 if employee continues to be covered under this option Yes, but only until March 15 of following year Is the account portable if employee leaves the Company? No, unless employee elects to continue the Health Reimbursement Medical Plan option under COBRA No, unless employee elects to continue coverage under COBRA

Health & Welfare Plan Life Insurance
Life insurance benefits are provided through The Hartford Evidence of Insurability (EOI) is proof of good health For Supplemental Life Insurance, EOI required if: Coverage greater than three times your Pay, or your coverage exceeds $300,000 Employee declines coverage when first eligible, then chooses to elect coverage or increase coverage greater than 3 times pay For Spouse Life Insurance, EOI is required if: Coverage exceeds $10,000

Siemens Health & Welfare Plan
Life Insurance Details Benefit Pays benefit to a designated beneficiary if employee dies (applies to both Basic & Supplemental) Spouse Life & Child Life pays the benefit to the employee Definition of Pay Salary or Hourly Employee - Base salary rate in effect as of the date of death plus actual short-term annual bonus paid within the preceding 12 months Sales or Commission Employee - The average of actual salary plus sales commissions for the last three calendar years Employee Basic Life Insurance Automatic coverage equal to 1 x pay ($300,000 maximum) Fully company paid Employees can take coverage with them if they leave Siemens Supplemental Employee Life Insurance 1 to 10 times annual pay ($2.5 million maximum) Purchase with after-tax dollars Accelerated death benefit if diagnosed with terminal illness Spouse Life Insurance From $10,000 to $250,000, in $10,000 increments Child Life Insurance Can elect $5,000, $10,000, $15,000 or $20,000 of coverage Unmarried dependent children under age 19 or age 25 if a full time student are eligible No EOI required

Siemens Health & Welfare Plan
Personal Accident Insurance Details Benefit Pays a lump-sum benefit for death or severe injury from an accident (benefit paid according to type of loss) Definition of Pay Salary or Hourly Employee - Base salary rate in effect as of the date of death plus actual short-term annual bonus paid within the preceding 12 months Sales or Commission Employee - The average of actual salary plus sales commissions for the last three calendar years Eligibility Employee can purchase coverage for self or self and family Coverage Amount Choose coverage from 1 to 12 times pay ($1 million maximum) Automatic company paid coverage equal to 2 x pay employee only or 1 x pay family coverage Beneficiary Designation Must designate beneficiaries when enrolling Portability Employees can take coverage with them if they leave Siemens (varies by state)

Business Travel Accident Insurance Details
Health & Welfare Plan Business Travel Accident Insurance Details Benefit Pays a lump-sum benefit if you are seriously injured or die in a covered accident while on a business trip (benefit paid according to type of loss) Definition of Pay Salary or Hourly Employee - Base salary rate in effect as of the date of death plus actual short-term annual bonus paid within the preceding 12 months Sales or Commission Employee - The average of actual salary plus sales commissions for the last three calendar years Eligibility Coverage begins when you start a business trip, whether you leave from home or work. Coverage ends when you return to your home or office, whichever comes first; a personal deviation will be allowed for a maximum of 3 days per trip Coverage Amount Coverage equals five times your pay ($500,000 maximum) Beneficiary Designation Must designate beneficiaries when enrolling Conversion Employees who leave the Company or become ineligible for coverage and are under age 70, may convert their Business Travel Accident coverage to individual Accidental Death & Dismemberment coverage subject to a minimum of $25,000 and a maximum of $250,000.

Health & Welfare Plan Short Term Disability (STD)
Benefits provided through Lincoln Financial Group at no cost to the employee if the employee becomes ill or injured* and are unable to work for up to 26 weeks after a seven day waiting period Definition of pay is employee’s base salary or base hourly rate of pay at the time the disability began, excluding bonus, overtime, shift differential, or other contingent or incentive pay Only includes an average of commissions earned over preceding 3 years if such commissions accounted for more than 50% of the employee’s compensation Coverage is for non-occupational, physical or mental illness, pregnancy and injury *Non work related injury.

Health & Welfare Plan Long Term Disability (LTD)
Benefits provided through Lincoln Financial Group LTD pays benefits if the employee is totally and permanently disabled for more than 180 consecutive days Definition of pay for LTD benefits is the greater of Frozen Pay (i.e., calculated as of June 30th of prior year) or current base pay, plus the average of the prior three calendar years of incentive compensation for commissioned employees (or 12 months short-term bonus for non-commissioned employees) Automatic company-paid LTD coverage provides a taxable benefit equal to 60% of pay; or employees may purchase an after-tax employee-paid LTD benefit, which provides a tax- free benefit equal to 60% of pay

Employee Assistance Program Details
Health & Welfare Plan Employee Assistance Program Details Carrier Provided through Cigna Behavioral Health Eligibility Available to all employees and members of their household Available to managers dealing with employee issues Benefits Provides confidential, immediate, and free support to help you cope with: Work-related issues Financial stress Family and interpersonal challenges Anxiety / Depression Legal issues Community Referrals Also provides referrals to services in your community, including elder and child care

Commuter Benefits Program
Health & Welfare Plan Commuter Benefits Program Carrier Provided through WageWorks Eligibility Available to all permanent employees who live in a commutable area Benefits Allows you to contribute pre-tax and post-tax dollars to an account that can be used to pay for transit and parking expenses incurred during the daily commute to work. Eligible expenses include: Train Subway Bus Ferry Eligible vanpool Qualified parking

Health & Welfare Plan – Retiree Benefits
Non-Medicare Eligible Medicare Eligible Eligibility Retiree and eligible dependents Retirees age 55 and over on the date of termination with at least 10 years of service Retirees age 50 and over on the date of termination whose age in years plus years of service equals at least 75 Post-retirement health care coverage (medical, dental, prescription drug and vision) is no longer offered under the Company Group Plan to post-age 65 retiree and post-age 65 covered dependents as of December 31, 2012. Medical with Rx (UHC - Medical CVS Caremark - Rx) Retiree Health Reimbursement Medical Plan Retiree Health Savings Medical Plan The Company may provide subsidy toward premium if hired prior to 1/1/04 Service offered by Aon Retiree Health Exchange, which can help select and enroll in an individual health plan. The individual health plan market offers Medicare-eligible participants a variety of medical, prescription drug, dental and vision plan options. Dental (Delta Dental) Plan design matches the Active design Premium paid by Retiree Vision (EyeMed) Retirees can elect Basic Vision coverage at no cost if they enroll in medical coverage May also buy-up to Enhanced Plan or Premier Plan

Health & Welfare Plan Executive Health Exams (EHE) ***This slide is for HRBPs Only*** Improve the health of key executives and eligible employees All senior level managers and above are eligible for the program with the exception of these two businesses: Digital Industries Software (formerly PLM) Siemens Government Technologies EHE mails eligible individuals a welcome packet containing information about the program including a toll-free number and a website that the employee can access for questions, or to schedule an exam Eligible executives may schedule and receive a comprehensive physical exam annually at no cost to them

Health Care Reform Update
Benefits Functional Center

Health Care Reform Update
Patient Protection and Affordable Care Act (PPACA) – Provisions effective 2012 Annual W-2 Disclosure of Medical Plan Benefits (excluding FSAs) Siemens required to disclose to participants the value of the health care coverage provided under the Siemens medical plan options on W-2 form Summary of Benefits Access to a Summary of Benefits and Coverage (SBC) notice for all medical plan options. The SBCs are available on mySiemensBenefits.com PPACA provisions effective 2014 Health Care Exchanges Marketplace Exchanges offering medical coverage alternatives for all Americans PPACA provisions effective 2015 Employer Responsibility Penalties will be assessed to employers that do not offer health coverage and those that offer “unaffordable” coverage Annual Employer and Individual Mandate reporting provided to the IRS. This information will be used by the IRS to confirm that employers and individuals are complying with the mandate Form 1095 medical coverage Tax forms showing proof of medical insurance coverage. Proving that you’re adequately insured each year is required under the Affordable Care Act. PPACA provisions effective 2019 Repeal of Individual Mandate Individuals no longer penalized if they do not retain medical coverage

Savings Plan

Savings Plan Overview The Savings Plan is designed to help employees build a solid nest egg for retirement Employees are in control of how much they contribute and how contributions are invested The plan features: Before-tax, Roth and After-tax contributions Additional catch-up contributions for those over age 50 Flexible contribution rates Company contributions (depending on plan rules) Range of investment options Investment advice and managed accounts Portability of funds Automatic escalation annually of contribution percentage

Savings Plan Before-Tax Contributions Lowers current income taxes
Taxes are paid on contributions and earnings only when withdrawn from the plan Employees can contribute a percentage of eligible pay* IRS limits before-tax and Roth contributions and eligible pay Highly compensated employees are limited to contributing 10% on a before-tax and/or Roth basis Eligible for company matching contributions (depending on plan rules) *Eligible Pay is generally regular base salary or wages, plus certain bonuses, commissions and overtime pay. See Summary Plan Description for additional detail.

Savings Plan Roth Contributions Do not lower current income taxes
Tax-free distributions upon termination if IRS requirements are met: Contributions must remain in the Plan for at least 5 years, and Distributions must be made after reaching age 59½ Age limit is waived if an employee becomes disabled or dies, provided 5 year waiting period has been met Eligible for company matching contributions (depending on plan rules)

Savings Plan After-Tax Contributions Do not lower current income taxes
Earnings grow tax-deferred, tax on earnings is paid upon distribution Not subject to the employee contribution limit Highly compensated employees are limited to contributing 8% after-tax Eligible for company matching contributions (depending on plan rules)

Savings Plan Catch-up Contributions
Additional employee contribution available to participants who are at least age 50 by December 31 of the calendar year Employees can elect to contribute on a before-tax basis, Roth basis, or combination of the two Not eligible for company matching contributions

Savings Plan Company Matching Contributions
Employees may be eligible for company match Vesting schedule applies to match: 40% after 2 years 60% after 3 years 80% after 4 years 100% after 5 years

Savings Plan Service-Based Company Contributions
Annual company contribution effective January 1, 2011, for grandfathered employees with a frozen pension benefit who work for a company that participated in the Siemens Pension Plan Automatic contribution, regardless of how much an employee contributes to the Savings Plan Credited by March 31 of the following year

Range of Investment Options
Savings Plan Range of Investment Options Complete investment portfolios LifeCycle Funds Individual fund options Stable Value Core Bond High Yield Bond Non-US Developed Markets Stock Non-US Emerging Markets Stock US Large Cap Stock US Small-Mid Cap Stock Self-Directed Brokerage Account (SDB) Comprehensive trading platform with access to more than 10,000 stocks and 9,500 mutual funds (additional fees apply)

Savings Plan New Hires Automatically Enrolled in the Plan
In most cases, employees are eligible to participate immediately upon hire If an employee does not proactively enroll or decline to enroll within 30 days, the employee will be automatically enrolled in the plan

Savings Plan Available Tools and Resources
Three convenient ways for employees to access their accounts The mySiemenBenefits.com website Single sign-on functionality from Ask HR allows access to mySiemensBenefits.com overview page Siemens Benefit Service Center (SBSC) at

Retirement Planning Tools
Ayco Financial Planning Confidential access to professional, unbiased financial planners Access to financial planners via phone and Ayco website to plan for short- and long-term financial goals Access to Ayco 360 website, an easy-to-use tool that organizes your financial information all in one safe place Enroll during Annual Enrollment and pay through payroll deductions or enroll during the year and pay directly to Ayco. Alight Financial Advisors Do It Yourself: Online advice is available for no additional fee via mySiemensBenefits.com, allowing participants to receive and implement investment recommendations based on their personal financial goals Partner with an Expert: Professional Management, available for an asset-based fee, allows a professional investment manager to direct the investments within a participant’s SSP account Enroll via mySiemenesBenefits.com at any time

Deferred Compensation Plan

Overview Non-qualified savings plan Designed to help highly compensated employees save additional money on a before-tax basis Employees are in control of how much they contribute and how contributions are invested The plan features: Before-tax employee contributions Flexible contribution rates Company matching contributions Range of investment options

Comparison to Savings Plan Savings Plan Deferred Compensation Plan (DCP) For all employees For select group of highly compensated employees (Eligibility rules set annually) Maximum before-tax contribution No statutory maximum contribution Up to 50% of base salary Up to 50% of sales commissions/sales bonus Up to 90% of annual/short-term bonus Payout at 59 ½ without penalty Penalty-free payouts at any age, while still employed or after. Payout elections are made at time of each annual deferral election. Investment options Investment crediting options Must be formally funded Cannot be formally funded Protected by ERISA Balances are general unsecured obligations of the Company Enroll/Change Elections at any time Enrollment 30 days from hire/ Annual Enrollment in September. Elections are irrevocable.

Company Matching Contributions Company matching contribution is equal to 6% of eligible compensation that is deferred and cannot be taken into account under the SSP Match is 100% vested

Distribution Options Must be elected separately for each deferral year at the time of deferral election Scheduled Future Date Payment Termination Payment Starting at least 3 years after the end of the current plan year (2023 for deferrals in 2020) Can change election, but new payment date must be at least 5 years after original election and must be elected more than one year and a day prior to the original payment date Three available forms of payment Lump sum Quarterly Installments over 5, 10, or 15 years (if balance is greater than $25,000) Annual installments over 2-5 years (if balance is greater than $25,000) Can elect to begin receiving payments in the year of termination or the February of the year following termination Can change election, but new payment date must be at least 5 years after original election and must be elected more than one year and a day prior to termination

Coordination with Share Match Plan for Senior Management DCP bonus deferral election for current year was made last fall Share Match Plan (SMP) election for current year is made around November In order to participate in the SMP, a Senior Manager needs to proactively consider how much of their bonus they wish to defer into the DCP. The DCP deferral election made in September will affect the number of shares they can purchase via the SMP at the end of the following calendar year

Implications for International Employees Termination payments are triggered only upon termination from Siemens worldwide Transferring abroad does not trigger this payment Employee is responsible for informing Siemens US and Prudential of termination Employees are responsible for filing appropriate tax forms with the US and applicable foreign countries when receiving payments from the DCP No tax advice is provided by Siemens due to participation in the DCP Special considerations apply to inbound delegates in the DCP Inbound delegates should contact Prudential directly before enrolling in the DCP, to learn more about their individual situation and make sure the DCP is right for them

Available Tools and Resources Three convenient ways for employees to access their accounts The Prudential website at The mySiemensBenefits.com Single sign-on functionality allows access from the mySiemensBenefits.com overview page Prudential Service Center (PSC) at

Benefits Resources Benefits Functional Center

Benefits Resources Benefit Escalation Process
Tier 1 - General employee benefit related questions and issues should be handled by the Siemens Benefits Service Center (SBSC) or the insurance carrier Tier 2 - Complex employee benefit issues should be escalated to SBSC manager or insurance carrier managers Tier 3 - Issues that cannot be resolved by the manager will be referred to the Siemens Corporation Benefits Operation Team. These issues should be escalated by the SBSC, insurance carrier or the HR Consultants (employees should never be referred to the Benefits Operation Team)

Benefits Resources Common Benefit Escalation Categories Issue
Description Tier 1 First Escalation Second Escalation Tier 2 Tier 3 General Benefits Question regarding insurance coverage, cost, company match, 401(k), service SBSC N/A Medical or Dental Question or status on claim payment Carrier Carrier Manager Benefits Operation Team Data Missing or incorrect data at the SBSC SBSC Manager Incomplete counseling The SBSC representative did not provide correct or complete information Plan Provisions* Participant questioning a plan provision Incomplete processing The SBSC did not process an event correctly * Plan provisions may be escalated beyond the Benefits Operation Team to the Benefits Administration Committee (BAC).

Benefits Resources Siemens Sponsored Resources Who to Contact
Telephone # and Website Why to Contact Benefits QuickStart Username & Password required only for HR section of the site Username: HRPartner Password: USbenefits1 Annual enrollment materials Medical benefits videos Benefit newsletters Benefit information for potential employees New Hire presentation provides information on benefits, enrollment and other resources Brochures with detailed information about the Benefits Program Beneplace Discounted products and services Siemens Benefits Service Center or mySiemenBenefits.com Access SPDs for detailed plan information Connect to health plan websites Designate or update beneficiaries Enroll in Health & Welfare, qualifying events, 401(k) View 401(k) account balances, pension information Benefits Operations This is for HRBCs only Escalated employee issues via HRBC Not for direct employee use

Benefits Resources Siemens Sponsored Resources Who to Contact
Telephone # and Website Why to Contact Functional Shared Services 1-866-SIEMENS ( ) or Delegates, Outbound/Inbound Payroll (Direct Deposit authorization, Federal W-4) Employment and Income verification Expense Reimbursement & Card Administration

Telephone # and Website
Benefits Resources Carrier Contact List Who to Contact Telephone # and Website Why to Contact Anthem or anthem.com Find a doctor Find a hospital Request a new ID card Status of claim UnitedHealthcare or myuhc.com Cigna EAP or mycigna.com 24/7 telephone access to trained counselors Addictions Marriage, family, and relationships EyeMed or eyemed.com Claim forms CVS/caremark or caremark.com Find a pharmacy Refill prescriptions

Benefits Resources Carrier Contact List Who to Contact
Telephone # and Website Why to Contact The Hartford (Life Insurance) Life Services: hartfordlifeconversations.com Claim and EOI Status: thehartfordatwork.com Conversion/portability Report a life claim Status of claim Lincoln Financial Group (STD/LTD Disability) or LincolnPortal.com (company code Siemens) Report a disability claim Delta Dental or deltadentalins.com/siemens Find a network dentist (Dental) Claim forms Wage Works (FSA & Commuter Benefits) or.wageworks.com Eligible expenses Order additional ID cards Online claim submission Account balances Commuter Benefits related questions Executive Health (EHE) or EHEintl.com/enrollment Schedule preventative exam Physician Specialist Referrals

Disclaimer Complete details of the various benefits offered under the Siemens and Healthineers benefit programs can be found in the legal plan documents and insurance contracts that govern the plans in the programs (i.e., the Summary Plan Description and applicable Summaries of Material Modifications and insurance contracts that govern the plan and program). Siemens Corporation and Siemens Medical Solutions, USA, Inc., as the plans sponsors of the Siemens and Healthineers benefit plans, respectively, reserve the right to amend or terminate the plans or any part of the plans they sponsor at any time and for any reason.

Questions? Any quick questions before we wrap up?
Thank you very much for attending – we hope you see that we have various resources that can help you support your organizations.

2020 Benefits Overview Benefits Functional Center.

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