Benefits Overview 2016 · 2016-06-03 · OVERVIEW_SAL–16/IP 2 Benefits Overview 2016 Guide to...

Global Compensation and Benefits

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OVERVIEW_SAL–16/IP2

Benefits Overview 2016

ContentsA Guide to IP Benefits ........................................................ 1

Basic Types of Benefits

Guide to 2016 Salaried Benefits and Enrollment Requirements .................................................................. 2

Health Care Benefits – Eligibility for Medical, Dental and FSA Coverage ................................................................. 3Changing Your Medical, Dental and FSA CoverageYour Costs for Medical and Dental CoverageTax-Free Contributions for Medical and Dental Coverage

Medical ................................................................................. 4Medical Plan ChoicesConsumer Driven Health (CDH) PlansHealth Savings Account (HSA) Medical PlanProvider NetworksNetwork Adequacy ProgramMDLIVEAdditional Medical Plan BenefitsPrescription Drugs

Best Doctors ......................................................................... 7What services does Best Doctors offer?Should You Purchase a Brand-Name or a Generic Drug?Coverage for Specialty Drugs

under the CDH and HSA Medical Plans

High-Level Medical Plan Benefit Comparison for 2016 .... 9

Wellness at IP HealthyLife It Pays .................................... 10What is HealthyLife?Who is RedBrick Health?Why is there a need for RedBrick Health?How can HealthyLife and RedBrick Health help you earn

financial rewards?What programs does RedBrick Health offer?Questions?

Dental ................................................................................. 11How the Dental Plan Works Dental Benefits at a Glance

Flexible Spending Accounts (FSAs) ................................. 11Tax-Free AdvantageEligible Expenses Use It or Lose It!How Much Can You Save?

Disability ............................................................................. 13Salary Continuance Plan Long-Term Disability Plan

Life and Accident Insurance .............................................. 14Basic Life and Basic AD&D Insurance Business Travel Accident InsuranceSurvivor BenefitsGroup Universal Life Insurance (GUL)

Benefits for Retirement ..................................................... 14

Savings Plan ....................................................................... 15How the Savings Plan WorksEmployee ContributionsCompany Matching ContributionsHow the Contributions WorkYour Investment OptionsLoansWithdrawalsDistributions

Retirement Savings Account ............................................ 16

Retiree Medical Savings Program ................................... 16

Additional Benefits ............................................................ 17

COBRA ................................................................................ 18

Administrative Information .............................................. 19

Need to Know More About Benefits and Provider Networks? ..................................................................... 20



A Guide to IP Benefits

Welcome to International Paper!

This Benefits Overview is designed to introduce you to the health, welfare and retirement savings plans offered at International Paper and to remind you of the procedures and deadlines for enrollment in each plan.

This is only one of many sources of information available to you. Summary Plan Descriptions (SPDs) for the plans are available online through My-IP. You also may call or check the Web sites for our plan administra-tors; toll-free numbers and Internet addresses are listed on the last page of this overview. And you may call the Employee Service Center (ESC) at 1-888-ESC-2YOU (888-372-2968) whenever you have a question regarding International Paper’s benefit plans.

Basic Types of Benefits

There are several basic types of benefits:

• Automatic Benefits – You are enrolled automatically in these benefits as soon as you are eligible for cover-age, which usually is your first day of employment. The company pays the full cost of these benefits. Automatic benefits include Basic Life, Basic Accidental Death and Dismemberment, Business Travel Accident, Salary Continuance (short-term disability), and Long-Term Disability.

• Health Care Benefits – You must enroll in our health care benefit plans in order to have coverage. If you are a new hire, you must enroll within 31 calendar days of your hire date; otherwise, you can enroll only dur-ing our annual enrollment period or when a qualified change in status occurs. Health care benefits include Medical, Dental and Flexible Spending Accounts (FSAs). The company shares the cost of medical and dental coverage with you.

• Voluntary Benefits – You may choose from several voluntary, non-company sponsored benefit programs available through MetLife (Group Universal Life insur-ance coverage) and Added Benefits (vision care, legal coverage, group auto and home insurance, discount center, and identity theft protection and recovery). You pay the full cost of these coverages.

• Savings Plan – The Salaried Savings Plan is a valuable optional benefit. To encourage participation, however, you will be enrolled automatically with a 4 percent before-tax contribution effective 45 calendar days after your hire date. You may change or terminate your participation at any time.

• Retirement Savings Account – The Retirement Savings Account (RSA) is an additional feature of the Salaried Savings Plan. The company will contribute a percentage of eligible pay into your RSA regardless of whether or not you choose to contribute to the Savings Plan.

• Retiree Medical Savings Program – You may enroll in this program or change your participation at any time on or after January 1 of the year in which you reach age 45.

• Miscellaneous Benefits – In addition to the benefits listed above, IP offers a variety of benefits such as the Employee Assistance Program (EAP), tuition reimburse-ment for employees, paid time off, the IP HelpLine and more.

Details on all of the plans and programs listed above can be found in this Benefits Overview.



Guide to 2016 Salaried Benefits and Enrollment RequirementsBenefit Your Options Action

Dental You may choose coverage for yourself and your eligible dependents, or you may waive coverage.

You must enroll online via My-IP within 31 calendar days of your hire date. If you do not enroll within 31 calendar days of your hire date, you can enroll only during our annual enrollment period or following a qualified change in status. Call the ESC if you need any assistance.

Flexible Spending Accounts (FSAs)

You may choose to participate in• A Health Care FSA• A Limited Purpose Health Care FSA (for HSA Medical Plan

participants only)• A Dependent Day Care FSA.You also may waive participation. You fund your Flexible Spending Accounts with tax-free dollars.

Medical You may choose coverage for yourself and your eligible dependents under one of our Consumer Driven Health (CDH Basic or CDH Plus) or Health Savings Account (HSA) medical plans, or you may waive coverage.

Short-Term and Long-Term Disability

You are covered under both:• Salary Continuance Plan (short-term disability coverage), and• Long-Term Disability (LTD) Plan.

Enrollment is automatic; no action on your part is required. The company pays the full cost of this coverage.

Life and Accidental Death/Dismemberment

You are covered under the following plans:• Basic Life• Basic Accidental Death & Dismemberment (AD&D), and• Business Travel Accident.

Enrollment is automatic; be sure to complete the appropriate online beneficiary forms. The company pays the full cost of this coverage.

Group Universal Life (GUL) offered by MetLife

You may choose additional life and AD&D coverage for yourself and your eligible dependents. You pay the full cost of this coverage.

You must call MetLife at 1-800-438-6388 within 31 calendar days of your hire date. If you do not call within 31 calendar days of your hire date, you may enroll at a later date subject to additional underwriting guidelines.

Savings You may choose to contribute up to 85% of your salary on a before-tax and/or after-tax basis. The company also will contribute to your account. You become fully vested in the company’s contributions after 3 years of service.

To encourage participation, you will be enrolled automatically with a 4% before-tax contribution and an automatic annual increase in your contribution rate effective 45 calendar days after your hire date. You may increase or decrease your contributions or terminate your participation at any time.

Retirement Savings Account (RSA)

The company will contribute a percentage of eligible pay into your RSA regardless of whether or not you choose to contribute to the Savings Plan. You become fully vested in your Retirement Savings Account after 3 years of service.

Enrollment is automatic; no action on your part is required. Be sure to complete the appropriate online beneficiary form.

Retiree Medical Savings Program (RMSP)

You may set aside after-tax dollars (with a company match) to pay for future retiree medical premiums.

You may enroll in this program or change your participation at any time on or after January 1 of the year in which you reach age 45.

Voluntary Benefits

You may choose from several voluntary, non-company sponsored benefit programs available through Added Benefits. You pay the full cost of these coverages.

Call Added Benefits or check the Web site within 31 calendar days from your date of hire. There are limited enrollment periods for some of the voluntary programs.



Health Care Benefits – Eligibility for Medical, Dental and FSA Coverage

Medical and Dental coverage and Health Care and Dependent Day Care Flexible Spending Accounts (FSAs) are offered to all eligible full-time salaried employees.

You also may elect medical and dental coverage for your eligible dependents:

• Your legal spouse;

• Your domestic partner and the eligible children of your domestic partner;

• Your children under age 26; and

• Your unmarried dependent children ages 26 and over who are disabled.

Refer to your medical or dental summary plan descriptions or call the ESC for details.

Spouse Participation

If you and your spouse or domestic partner both work for the company, you can choose coverage as an employee or as a dependent of your spouse/domestic partner, but not both. In addition, only one of you may enroll your eligible children. If you choose to be covered by your spouse/domestic partner as a dependent, you should waive coverage for yourself on My-IP.

Changing Your Medical, Dental and FSA Coverage

In most cases, the medical, dental and FSA choices you make must remain in effect through December 31 of each year. However, if you experience a qualified change in status, you may be able to change your coverage accordingly at the time the qualified change occurs.

Qualified changes in status that may allow you to make a mid-year change in your medical, dental and FSA coverage include (but are not limited to):

• Marriage;

• Divorce;

• Death of a spouse or child;

• Legal separation;

• Birth, adoption or placement for adoption of a child;

• Placement of a foster child;

• A judgment, decree or court order (including a Qualified Medical Child Support Order);

• Loss of other group health care coverage; and

• Acquiring a new dependent.

You must report qualified changes in status by calling the ESC within 31 calendar days of the event. Refer to your summary plan descriptions or call the ESC for a complete list of qualified changes in status and for any special rules that may apply.

Your Costs for Medical and Dental Coverage

The amounts you pay for your medical coverage depend on which medical plan you choose and whether you choose employee only, employee plus child/children, or employee plus family coverage. Your contributions for coverage will be deducted from your paychecks.

For specific information regarding the costs of your medical and dental coverage, please refer to the Benefits section of My-IP or call the ESC.

Tax-Free Contributions for Medical and Dental Coverage

Your contributions for medical and dental coverage will be deducted from your paychecks on a tax-free basis, except for coverage for a domestic partner and for the children of a domestic partner. Paying for medical and dental coverage with tax-free contributions lowers your taxable income and usually results in lower taxes for you.

Contributions for coverage for a domestic partner and for the children of a domestic partner must be paid on an after-tax basis. The company’s contributions toward this coverage must be considered imputed income to the employee and taxed at the supplemental tax rate. Additional information is available by calling the ESC.



Medical

Medical Plan Choices

International Paper offers three medical plans from which to choose coverage for yourself and your family:

• Consumer Driven Health (CDH) Basic Plan – administered by Cigna and Express Scripts;

• CDH Plus Plan – administered by Cigna and Express Scripts; and

• Health Savings Account (HSA) Medical Plan – administered by Cigna and Express Scripts.

The plan you choose should be the one that best suits your needs with regard to coverage level, network provid-ers and cost. The medical plan comparison tool described later in this booklet can help you determine which is the best plan for you and your family. You and your family must enroll in the same plan.

A comprehensive summary of the benefits offered under each medical plan can be found in the summary plan descriptions, by calling the ESC or the claim administrator (Cigna and Express Scripts), and by checking the Web sites listed on the last page of this overview.

You must make your medical, dental and FSA plan elections by enrolling online via My-IP within 31 cal-endar days of your hire date. In most cases, you will not be able to change your plan until the next annual enrollment period.

Consumer Driven Health (CDH) Plans

International Paper offers two innovative Consumer Driven Health plans, CDH Basic and CDH Plus, adminis-tered by Cigna. The CDH plans offer comprehensive, flexible health care coverage that allows you to control how your health care dollars are spent. The CDH plans provide 100% coverage for eligible preventive care services from a network provider. The CDH plans also provide a Health Reimbursement Account (HRA) funded by International Paper. The up-front benefit dollars in your HRA help pay for your covered medical expenses and out-of-network and brand-name pharmacy expenses, including expenses applied toward your deductible and coinsurance. If you don’t use all of your HRA dollars during the year, the unused funds may be carried for-ward for future health care expenses for as long as you maintain coverage in a company-sponsored CDH or HSA Medical plan.

Under the CDH plans, you are responsible for any portion of the deductible that exceeds your Health Reimbursement Account. This is called “Your Share.” Once your covered expenses exceed your HRA and you have met Your Share, the plan begins to pay the coinsurance amounts shown below:

Plan Network CoinsuranceOut-of-Network Coinsurance

CDH Basic

Plan pays 80% of most covered charges after Your Share


CDH Plus





A comprehensive summary of the benefits offered under the CDH plans is available in the publication Welcome to Cigna included with your benefit materials. Detailed information can be found in the summary plan descriptions and by calling the ESC or Cigna. Summary plan descriptions and other materials regarding all of your IP benefits are available in the Benefits Library of My-IP.

Health Savings Account (HSA) Medical Plan

IP also offers the HSA Medical Plan administered by Cigna. The HSA Medical Plan is a high deductible health plan which does not offer an HRA but pays 80 percent of your covered network charges after you meet your annual deductible. If you choose to enroll in the HSA Medical Plan, you may invest tax-free dollars in a Health Savings Account (HSA). Funds in your HSA may be used to reim-burse health care expenses that are applied toward the HSA Medical Plan deductible and other unreimbursed health care expenses. Contact your financial institution or tax advisor for information regarding an HSA.

Provider Networks

The CDH and HSA Medical plans feature networks of health care providers and retail pharmacies who have agreed to provide services and supplies to International Paper employees, retirees and dependents at discounted rates. These providers are referred to as “network” or “participating” providers. Because IP works with national provider networks, you usually can obtain services and supplies from network providers and retail pharmacies even when you travel away from home.

In most cases, when you obtain a covered service from a network provider, you will receive a higher benefit under each of the plans, and you are not responsible for any charges exceeding the network’s discounted fee.

If you seek care from a health care provider that does not participate in the network, benefits usually are paid at a lower level of reimbursement. You are responsible for your deductible and coinsurance plus any amount that an out-of-network provider charges that is considered above the usual and customary allowance (U&C) for the covered service.

The CDH and HSA Medical plans offer you the freedom to choose your health care providers without the need to select a primary care physician or obtain a referral for specialty care. However, in order to receive the highest level of benefits available, you should use a participat-ing network provider. Network provider information is available from the claim administrators at the Web sites and telephone numbers shown on the last page of this overview.



Network Adequacy Program

If you are unable to locate a Cigna network health care professional for dialysis related services or a Cigna network specialty care physician within 25 miles of your home, you may request prior authorization from Cigna to visit an out-of-network dialysis health care professional or specialty care physician and keep the network level of benefits. You must call Cigna at 1-800-244-6224 to request and receive approval before the service is rendered by the out-of-network health care professional. If the out-of-network health care professional sends you to another health care professional or facility for treatment, you are responsible for making sure the other health care profes-sionals are in the Cigna network in order for their services to be covered at the network benefit level.

MDLIVE

If you are enrolled in one of the company’s medical plans, MDLIVE offers you and your enrolled dependents imme-diate, on-demand, 24/7/365 access to affordable, quality non-urgent medical care through a national network of licensed, board-certified U.S. based doctors, including pediatricians. MDLIVE physicians can be reached by telephone, email and through online video consultations. MDLIVE physicians can prescribe medications and send the prescriptions to your local pharmacy. The fees for the physician’s services will be processed automatically under your Cigna medical plan. Additional information is available in your Cigna Welcome Guide, at www.mdlive.com/ip and by calling MDLIVE at 1-888-726-3171.

Additional Medical Plan Benefits

Preventive Care

Preventive care is one of the best ways to protect the health of you and your family. Each plan offers coverage for preventive care services according to the claim adminis-trator’s guidelines for preventive care services. There is no annual dollar limit on benefits for preventive care services.

For information regarding preventive care services, please contact the claim administrator. Telephone numbers and Web site addresses are shown on the last page of this booklet. Your preventive care benefits include, but are not limited to:

• Annual physical exams;

• Well-child exams;

• Pap tests;

• Generic oral contraceptives and implantable contraceptive devices;

• Mammograms; and

• Prostate screenings.

There are no copayments, deductibles or coinsurance amounts for network preventive care under any of our medical plans. In addition, preventive care benefits for network services do not reduce the amount of your HRA or HSA.

Tobacco/Smoking Cessation Products and Services

For participants ages 18 and older, our medical plans will cover up to two tobacco/smoking cessation attempts per year, including cessation counseling sessions and FDA-approved cessation products, as required by Part XIX of the Patient Protection and Affordable Care Act. Contact Express-Scripts (cessation products) or Cigna (other services) for coverage details.

Our medical plans offer the following benefits for tobacco/smoking cessation services:

Medical Plan Network and Out-of-Network Benefits

CDH Basic and CDH Plus

Plans pay 100% of covered expenses with no deductible. Tobacco/smoking cessation benefits do not reduce the amount of your HRA.

HSA Medical Plan

Plan pays 100% of covered expenses with no deductible.

Prescription Drugs

Prescription drug coverage is available under all company-sponsored medical plans. These programs are administered by Express Scripts and provide a convenient way to purchase medications.



Prescription Drug Coverage under the CDH Plans

Under the CDH Basic and CDH Plus plans, the funds in your company-funded Health Reimbursement Account help pay covered network and out-of-network prescription drug expenses. Once those funds have been exhausted, you then are responsible for Your Share, the portion of your deductible that exceeds your HRA. Once your covered network and out-of-network pharmacy expenses exceed your HRA and you have met Your Share, the plans pay as shown below:

Prescription Drug Coverage CDH Basic and CDH Plus Plans

Generic Drugs Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

You pay 20% of the network-discounted cost for generic medications, up to a maximum payment of $5 per prescription

purchased at an Express Scripts network retail pharmacy (up to a 30-day supply) and a maximum payment of $12 per

prescription purchased through the mail order pharmacy at Express Scripts (up to a 90-day supply).

Your coinsurance payments

count toward your annual

out-of-pocket maximum.

Brand-Name Drugs on the Express Scripts Formulary and Brand-Name Drugs without a Formulary Equivalent Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

Plans pay 80% of covered charges after Your Share.

Non-Formulary Drugs with a Formulary Equivalent Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

Plans pay 60% of covered charges after Your Share.

Drugs Purchased at a Non-Participating (Out-of-Network) Pharmacy

Plans pay 60% of covered charges after Your Share. There are no out-of-network mail order pharmacy benefits.

Under the CDH plans, you must purchase maintenance drugs through the mail order pharmacy at Express Scripts. You may purchase up to a 90-day supply by phone, mail or the Internet.

Best Doctors

International Paper is pleased to offer the Best Doctors program to all medical plan participants.

Best Doctors is a voluntary, confidential program that provides health care decision support to IP medical plan participants by giving employees and their families access to the best health care experts in the nation. Best Doctors provides access to expert physicians and other medical consultants who in turn can provide employees with answers about their medical conditions, diagnoses and treatments. From minor procedures to serious illnesses like cancer, heart conditions and more, Best Doctors can help.

What services does Best Doctors offer?

Best Doctors can:

• Offer answers to the toughest health care questions;

• Provide in-depth reviews of medical records, including x-rays and laboratory results;

• Offer expert consultation on many different health care topics;

• Help patients find the best doctors for their conditions; and

• Provide all of these confidential services on a voluntary basis at no cost to the patient or company.

• Provide critical care assistance both by telephone and in person.

Eligible employees and dependents can contact Best Doctors online at www.members.bestdoctors.com or call 1-866-904-0910, 8am-9pm ET, Monday through Friday.



Prescription Drug Coverage under the HSA Medical Plan

The HSA Medical Plan also utilizes the Express Scripts retail and mail order prescription drug programs. You are responsible for paying the full discounted cost of your prescription drugs until you have reached your annual deductible. If your Express Scripts pharmacy charges exceed your annual deductible, the HSA Medical plan will pay as shown below:

Prescription Drug Coverage HSA Medical Plan

Generic Drugs Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

Plan pays 80% after deductible.Your

coinsurance payments

count toward your annual

out-of-pocket maximum.

Brand-Name Drugs on the Express Scripts Formulary and Brand-Name Drugs without a Formulary Equivalent Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

Non-Formulary Drugs with a Formulary Equivalent Purchased at an Express Scripts Participating Pharmacy or through the mail order pharmacy at Express Scripts

Plan pays 60% of covered charges after deductible.

There are no out-of-network mail order pharmacy benefits.

Drugs Purchased at a Non-Participating (Out-of-Network) Pharmacy

Under the HSA Medical Plan, you must purchase maintenance drugs through the mail order pharmacy at Express Scripts. You may purchase up to a 90-day supply by phone, mail or the Internet.

Should You Purchase a Brand-Name or a Generic Drug?

You and your physician decide if you should purchase a brand-name drug or the generic equivalent. Under the CDH and HSA Medical plans, if you choose to purchase a brand-name drug instead of the generic equivalent, and the prescribing physician has not indicated in writing to Express Scripts that it is medically necessary for you to take the brand-name drug, the difference in the cost of the brand-name drug and the cost of the generic equiva-lent will not be considered an eligible expense. The CDH and HSA Medical plans will reimburse appropriately based on the cost of the generic drug only.

Coverage for Specialty Drugs under the CDH and HSA Medical Plans

Specialty or biotech drugs are injectable or infused medicines for patients who have been diagnosed with certain chronic diseases or conditions such as hemophilia, growth hormone deficiency, multiple sclerosis, immune disorders, and hepatitis C. Specialty drugs are very expen-sive, with annual costs ranging from $10,000 to well over $1,000,000 per patient. Specialty drugs are frequently purchased by the patient at his/her physician’s office.

Specialty drugs purchased through the Express Scripts Specialty Pharmacy are subject to the standard the mail order pharmacy at Express Scripts coinsurance amounts under the CDH and HSA Medical plans. Specialty drugs purchased as part of an inpatient hospital stay, an outpa-tient hospital visit or an emergency room visit also may be considered eligible expenses under the CDH and HSA Medical plans.

Only the initial purchase of a specialty drug through a physician’s office, home health care agency or outpatient IV therapist may be covered under the CDH and HSA Medical plans. After the initial purchase, plan participants must purchase specialty drugs through the Express Scripts Specialty Care Pharmacy rather than through their physician’s office, home health care agency or outpatient IV therapist.

Specialty drugs are listed in a separate document prepared by Express Scripts. The list of specialty drugs is available in the Benefits Library of My-IP and also is available from Express Scripts at www.Express-Scripts.com or 1-800-309-5564.



High-Level Medical Plan Benefit Comparison for 2016In-Network Benefits.

HSA Medical CDH Basic CDH Plus

Health Reimbursement Account (HRA) 1

No HRA. Health Savings Account (HSA)

is available.

$500 single $1,000 family

HRA is funded by IP.

Your Share 2 N/A $2,000 single $4,000 family

$1,000 single $2,000 family

Deductible 2 $1,500 single $3,000 family


(Includes HRA and Your Share)


(Includes HRA and Your Share)

Coinsurance (Most Covered Services)

80% Network

Out-of-Pocket Maximum 2 $3,500 single$7,000 aggregate family

(with a $6,850 per person maximum)

$4,500 single$9,000 aggregate family


$3,500 single$7,000 aggregate family


Office Visit Paid like any other covered expense

Prescription Drugs Express Scripts Retail Pharmacy and the mail order pharmacy at Express Scripts:

• Plan pays 80% after deductible for generic medications, brand-name medications listed on Express Scripts’ formulary, and non-formulary brand-name medications that do not have an equivalent listed on Express Scripts’ formulary.

• The Plan pays 60% after deductible for non-formulary brand-name medications that have a formulary equivalent.

HRA pays 100%. If covered expenses exceed HRA and Your Share,

(a) you pay 20% of the cost of generic drugs purchased through an Express Scripts network retail pharmacy or through the mail order pharmacy at Express Scripts, up to a maximum of $5 for each network retail purchase and $12 for each mail order purchase through the Express Scripts mail order pharmacy;

(b) the plan pays 80% for brand-name drugs listed on the Express Scripts preferred formulary and for brand-name drugs that are not listed on the Express Scripts preferred formulary but do not have a formulary equivalent; and

(c) the plan pays 60% for brand-name drugs that are not listed on the Express Scripts preferred formulary but have a formulary equivalent.

Lifetime Maximum The plans do not have a maximum lifetime benefit.

1 HRA amounts for the year of hire are prorated for employees hired after January 1 of the year.

2 Under the HSA Medical Plan, out-of-network expenses are subject to an additional deductible/out-of-pocket maximum of $1,000 for single coverage and $2,000 for family coverage. Under the CDH plans, out-of-network expenses are subject to an additional deductible/Your Share/ out-of-pocket maximum of $1,000 for single coverage and $2,000 for family coverage.



Wellness at IP HealthyLife It Pays

What is HealthyLife?

HealthyLife is International Paper’s wellness program for employees, spouses and domestic partners. HealthyLife offers participants the opportunity to work toward better health and helps the company manage rising health care costs.

HealthyLife provides cash rewards in return for participation in a wellness program. Participating employees and their spouses or domestic partners can reduce their medical premiums up to $2,880 annually.

Who is RedBrick Health?

HealthyLife is administered by RedBrick Health, an independent health and wellness company. Their services are offered to eligible medical plan participants at no additional cost. RedBrick Health helps you:

• Understand your current state of health and how to improve it;

• Take advantage of health and wellness programs, tools and resources; and

• Earn financial rewards for working to improve your health.

Why is there a need for RedBrick Health?

Seventy percent of health care costs can be attributed to avoidable behaviors and unhealthy choices such as tobacco use, overeating and lack of exercise. RedBrick Health was created to change the face of health care by rewarding healthy behavior. International Paper is part-nering with RedBrick Health to help bring better health to thousands of employees, spouses and domestic partners.

How can HealthyLife and RedBrick Health help you earn financial rewards?

Once you and your spouse/domestic partner have enrolled in an International Paper medical plan, you each will receive an $105 monthly premium reduction through the end of the first full calendar quarter of your employment.

In order to keep the premium reductions going beyond your first full quarter of employment, however, you and your spouse/domestic partner need to take action.

First RedBrick Health helps you understand your current state of health and how you can improve it. If you and your spouse/domestic partner complete the confidential health assessment available at www.redbrickhealth.com before the end of your first full quarter of employment (and you must check the Web site early to learn the actual quarterly cutoff date for completion of the health assess-ment), each of you will keep the $105 monthly premium reductions for the following calendar quarter. Once you have completed the health assessment, you and your spouse/domestic partner may continue to receive the premium reductions on a quarterly basis by participating in a RedBrick Health program and earning at least 100 HealthyLife points per person each quarter. Go to www.redbrickhealth.com to learn how to earn points and to see the quarterly deadlines for you and your spouse/domestic partner to meet your goals of 100 HealthyLife points per person per quarter. You also will track your HealthyLife points at www.redbrickhealth.com.

If you do not earn 100 HealthyLife points during a quarter, you will lose your premium reductions for the following calendar quarter, but you can regain future premium reductions by participating in a RedBrick Health program and meeting your goal of 100 HealthyLife points. The pre-mium reductions are earned and awarded on an ongoing quarterly basis.

In addition to the HealthyLife premium reductions outlined above, RedBrick Health also offers an additional $130 premium credit each year for obtaining an annual biometric screening and another $50 each year for com-pleting the RedBrick Health health assessment. The same amounts are available for eligible spouses and domestic partners who participate. This means eligible employees and spouses/domestic partners each may save up to $1,440 per year in medical plan contributions.

What programs does RedBrick Health offer?

Redbrick Health and HealthyLife offer a variety of health and wellness programs designed to help you improve your health. The programs include online and one-on-one tele-phone coaching programs for the management of chronic illnesses, exercise and nutrition programs, and others.

WELLNESS AT IP

HealthyLife It Pays



Questions?

Visit www.redbrickhealth.com or call 800-859-9311. RedBrick Health advocates are standing by to answer your questions and help you get started with RedBrick Health!

Your International Paper group health plan is committed to helping you achieve your best health status. Rewards for participating in an International Paper wellness program are available to eligible active employees. If you think you may be unable to meet a standard for a reward under an IP wellness program, you may qualify for an opportunity to earn the same reward by different means. Contact RedBrick Health at 1-800-859-9311 to find a wellness program with the same reward that is right for you in light of your health status.

DentalHow the Dental Plan Works

The Dental Plan, administered by Cigna, provides up to 100 percent coverage with no deductible for preventive and diagnostic services. These services include exams, cleanings and bite-wing X-rays.

For all other dental services, you must meet a $50 deductible ($100 maximum per family) before receiving benefits. After you meet your deductible, your benefit will be based on the type of care you receive.

Covered services include:

• Basic restorative services such as fillings, extractions and root canals;

• Major restorative services such as crowns, dentures and bridgework; and

• Orthodontic services such as braces.

Dental Benefits at a Glance

Provision Coverage

Annual Deductible $50 per person; $100 maximum per family

Preventive and Diagnostic Services

100% of U&C (no deductible) (covers two visits per calendar year)

Basic Restorative Services 80% of U&C after deductible

Major Restorative Services 50% of U&C after deductible

Orthodontic Services 50% of U&C after deductible ($1,500 lifetime maximum benefit per person)

Annual Maximum Benefit $1,500 per person

Flexible Spending Accounts (FSAs)

How FSAs Work

Flexible Spending Accounts (FSAs), administered by Cigna, are designed to let you set aside tax-free dollars to pay for certain unreimbursed health care and dependent day care expenses. The company offers three FSAs — Health Care FSA, Limited Purpose Health Care FSA (for participants in the Health Savings Account Medical Plan), and Dependent Day Care FSA. You do not have to participate in the com-pany’s medical or dental plans to be eligible to contribute to an FSA.

You can contribute up to $2,500 per year to a Health Care or Limited Purpose Health Care FSA and up to $5,000 per year to a Dependent Day Care FSA (subject to IRS guidelines for highly compensated employees). If you are married but file separate tax returns, the most you can contribute to a Dependent Day Care FSA is $2,500 per year ($2,000 per year for a highly compensated employee). Your contributions will be withheld automatically from your paychecks — before taxes are taken out — in equal installments throughout the year.

Whenever you have an eligible expense, you should file a claim under your FSA. You then will be reimbursed with the money from your account.



Tax-Free Advantage

When you participate in an FSA, your contributions are deducted automatically from your pay before federal (and, in some cases, state and local) income and Social Security taxes are calculated. As a result, your taxable income is reduced and you may save money on taxes at the end of the year.

Eligible Expenses

Health Care FSA

Eligible health care expenses include most health care expenses for you and your family (as recognized by the IRS) that are not reimbursed by a health care plan, including deductibles, copays, expenses that exceed the U&C allowance and other noncovered expenses such as eyeglasses and contact lenses. You even can use your account for eligible expenses incurred by eligible dependents who aren’t covered under your IP benefits.

Health care expenses incurred by your domestic partner or by the children of your domestic partner are not eligible for reimbursement under a health care FSA.

Limited Purpose Health Care FSA

If you are enrolled in the HSA Medical Plan, your Health Care FSA is known as a Limited Purpose Health Care FSA. With a Limited Purpose Health Care FSA, you set aside tax-free dollars to reimburse yourself for eligible dental and vision care expenses. Medical care expenses are not reimbursable under a Limited Purpose Health Care FSA. Expenses incurred by your domestic partner or by the children of your domestic partner also are not eligible for reimbursement.

Note: Over-the-counter expenses for drugs that are not accompanied by a prescription are not reimburs-able under a Health Care or Limited Purpose Health Care FSA. If you have any questions regarding which expenses may be reimbursable under an FSA, check www.IRS.gov or contact Cigna.

Dependent Day Care FSA

Eligible dependent day care expenses include most expenses associated with caring for your eligible depen-dents so you (and your spouse, if you are married) can work. Examples include the cost of day care centers, after-school care, summer day camps and senior centers. You should note, however, that the caregiver can’t be one of your dependents.

Your eligible dependents include your children under age 13, plus any disabled spouse, parent or child who:

• Is physically or mentally incapable of caring for himself or herself;

• Spends at least eight hours per day in your home; and

• Is listed as a dependent on your federal income tax return.

Dependent day care expenses incurred by your domestic partner or by the children of your domestic partner are not eligible for reimbursement under a dependent day care FSA.

Use It or Lose It!

The IRS allows health care FSA participants an additional two and one-half months in which to incur reimbursable expenses. This means that a health care FSA participant who does not incur enough reimbursable expenses during the plan year (e.g., 2016) to exhaust his or her 2016 health care FSA may submit expenses incurred from January 1, 2016 through March 15, 2017, for reimburse-ment from his or her 2016 health care FSA. This extended period of time for incurring reimbursable expenses does not apply to the dependent day care FSA. All FSA claims (health care and dependent day care) must be submitted to Cigna by April 30 of the year following the plan year.

How Much Can You Save?

How much you can save with FSAs depends on a number of factors — your income, marital status and number of dependents. Example: An employee, who is married with one child and who has a combined family income of $43,500 per year, expects to have $1,000 of unreimbursed eligible health care expenses and $4,000 of eligible dependent day care expenses for the year.



The following shows what can happen if the employee contributes those amounts to health care and dependent day care FSAs rather than simply paying the expenses with after-tax dollars:

With FSAs

Without FSAs

Combined family income $43,500 $43,500

Tax-free health care FSA contribution - $1,000 $0

Tax-free dependent day care FSA contribution

- $4,000 $0

Taxable income $38,500 $43,500

Federal income and FICA taxes* - $7,990 - $9,123

After-tax health care expenses $0 - $1,000

After-tax dependent day care expenses

$0 - $4,000

Federal income tax credit $0 + $600

Take-home pay, after expenses $30,510 $29,977

* Based on estimated tax tables

As you can see, this employee could add $533 to his or her annual take-home pay simply by calculating eligible expenses in advance and setting that money aside in FSAs.

You must make your medical, dental and FSA plan elections by enrolling online via My-IP within 31 calen-dar days of your hire date. In most cases, you will not be able to change your elections until the next annual enrollment period.

Disability

Salary Continuance Plan

If you are unable to work because of illness or injury, the Salary Continuance Plan offers income replacement for up to 22 weeks. The amount of your benefit will be based on your total years of service, as shown in the following table.

Years of Service

Number of Weeks at 100%

Base Salary

Number of Weeks at 60% Base Salary

Less than 3 years 4 18

3, but less than 4 6 16








11 or more 22 0

For example, if you have five years of service at the time of your disability, you can receive 100 percent of your base salary for up to 10 weeks and 60 percent of your base salary for up to 12 additional weeks. If you still are unable to work after 22 weeks, you may be eligible for LTD benefits, described in the next section.

There is no cost to you for Salary Continuance Plan coverage.

Long-Term Disability Plan

If your disability continues beyond the end of your Salary Continuance period, you may be eligible for benefits under the Long-Term Disability (LTD) plan. The LTD plan offers monthly income replacement benefits of 60 percent of your monthly base salary (or 66 2/3 percent of your monthly base salary if you are eligible for family Social Security benefits). LTD benefits may continue for as long as you remain totally disabled, up to age 65 if your dis-ability begins before age 60, or up to age 70 (but for no longer than five years) if your disability begins at or after age 60.

Monthly Base Salary is defined as your monthly regular base salary at the time of disability, plus, if applicable, your average monthly sales commissions during the 12-month period preceding the onset of disability and your average monthly bonus calculated using the bonuses earned in the three completed calendar years preceding the onset of disability. Overtime and shift pay are not included in monthly salary.



To become eligible for LTD benefits, you must be:

• Under a physician’s care; and

• Unable to perform the regular duties of your job.

To remain eligible after the first 24 months of receiving LTD benefits, you must be:

• Under a physician’s care; and

• Unable to perform the duties of any job for which you are qualified on the basis of your education, training and experience.

There is no cost to you for LTD Plan coverage.

An Important Note About Offsets

Under the Salary Continuance and LTD Plans, the disability benefits listed represent your total disability income — including, but not limited to, Social Security, Workers’ Compensation and state disability benefits. This means that if your monthly disability benefit (at the appropriate percentage of your monthly base sal-ary) is $1,500 and you receive $500 per month from other sources, your $1,500 benefit is offset by $500 and the company plan will pay $1,000 per month.

Life and Accident Insurance

Basic Life and Basic AD&D Insurance

You automatically will receive Basic Life and Basic AD&D coverage, administered by Metropolitan Life Insurance Company (MetLife®), with coverage under each plan equal to one and one- half times your annual base salary. Therefore, if your annual base salary is $30,000, you automatically receive $45,000 of Basic Life and $45,000 of Basic AD&D coverage – at no cost to you.

Business Travel Accident Insurance

Business Travel Accident Insurance, administered by the Life Insurance Company of North America, offers acci-dental death and dismemberment coverage while you are traveling on company business. The full benefit under the plan is five times your annual base salary, as defined by the plan. There is no cost to you for this coverage.

Survivor Benefits

In the event of your death, the company pays a death benefit equal to one month’s base pay in addition to your insurance and other survivor benefits. Your beneficiary(ies) can contact the ESC to inquire about other survivor benefits and the Survivor Support Program®.

Group Universal Life Insurance (GUL)

You have the opportunity to purchase GUL insurance coverage for you and your dependents under a GUL policy offered by MetLife.

Refer to the GUL enrollment kit or contact MetLife at 1-800-GET-MET8 (800-438-6388) for specific coverage and rate information.

GUL is underwritten by Metropolitan Life Insurance Company, New York, New York. Although International Paper provides payroll deduction and reporting for employee contributions, GUL coverage is not a company-sponsored welfare plan subject to the Employee Retirement Income Security Act of 1974, as amended (ERISA).

In order to enroll in GUL coverage, you must call MetLife at 1-800-438-6388 within 31 calendar days of your hire date. If you do not call within 31 calendar days of your hire date, you may enroll at a later date subject to additional underwriting guidelines.

Benefits for Retirement

One of the most important decisions we all face is how to prepare for retirement. To help you meet that challenge, the company provides two retirement savings programs designed to build retirement income.

• The Savings Plan is a 401(k) plan that allows you to contribute up to 85 percent of your eligible earnings each pay period to a savings account for retirement. The company provides a matching contribution on the first 8 percent you invest.

• The Retirement Savings Account (RSA) is another feature of the Savings Plan. The company contributes a percentage of your eligible pay into your RSA.



Savings Plan

How the Savings Plan Works

Under the Savings Plan, you can contribute up to 85 percent of your eligible earnings each pay period to a savings account (subject to IRS limits). Your election per-centage may be reduced as necessary in order to satisfy required payroll deductions such as federal, state and FICA taxes and garnishments. In addition, the company will make matching contributions to your account.

Automatic Enrollment and Automatic Annual Increase

As a new employee of International Paper, you automatically will be enrolled in the International Paper Savings Plan with an automatic annual increase in your contribution rate beginning 45 calendar days from your date of hire. Your initial contribution, which will be taken on a before-tax basis, will be 4 percent of your pay with all of your contributions invested in the SmartMix Moderate Fund. You may change your contribution and your investment elections at any time by contacting Retirement Plan Services at www.myipretirement.com or 1-800-345-2345.

Employee Contributions

You may contribute up to 85 percent of your pay in any combination of before-tax, after-tax and/or Roth 401(k) contributions, subject to IRS limits. If you choose before-tax contributions, you postpone paying taxes on that money until you actually receive payment from the Plan. In exchange for the ability to defer taxes, however, the IRS imposes penalties for early withdrawals.

Federal law also may limit how much you contribute to the Savings Plan each year. Generally, your before-tax contributions can’t exceed a certain amount each year.

Company Matching Contributions

The company makes contributions on the first 8 percent you contribute to your account. On the first 4 percent you contribute, the company contributes 70 percent. On the second 4 percent you contribute, the company contributes 50 percent.

Vesting refers to your ownership of the money in your account. Under the Savings Plan, you are always 100 per-cent vested in the money you contribute, as well as any investment income your contributions earn.

You will be 100 percent vested in the company matching contributions, plus investment income on these contributions, after 3 years of service.

How the Contributions Work

Let’s say your before-tax earnings are $4,000 per month and you decide to contribute 8 percent to your Savings Plan account. Your contribution and the company’s matching contribution would be calculated as follows:

Your Monthly Contribution

8% of before-tax earnings ($4,000) = $320

Company’s Monthly Matching Contribution

70% of the first 4% you contribute ($160) $112

50% of the second 4% you contribute ($160) $80

Total company matching contribution $192

Total Monthly Contribution

Your contribution $320

Company matching contribution $192

Total $512

Your Investment Options

The Savings Plan offers a variety of investment options with different levels of risk and return. Refer to your Savings Plan Investment Guide for specific investment option information.

Making Changes

The Savings Plan will allow you to make the following changes (some restrictions may apply):

• The investment mix of your current employee contribution balance; and

• The investment mix of your future employee contributions, which will be processed with the next available payroll cycle.



Loans

Under certain circumstances, you may be able to borrow from your Savings Plan. The maximum number of loans that may be outstanding at any time is two. The maximum you can borrow is $50,000 or 50 percent of your vested balance (whichever is less), minus your largest loan balance during the last 12 months. The minimum amount you can borrow is $1,000. A loan initiation fee of $50 will be charged for each new loan requested. The fee will automatically be deducted from your account in the Plan.

Withdrawals

The Savings Plan is designed to help you save for retirement. However, under certain circumstances, you may be allowed to withdraw money from your account.

Distributions

A distribution is any portion of your Savings Plan account that is paid to you after you leave the company. You can elect to receive your distribution in a lump sum, in install-ments or you may postpone your distribution until a later date. If your account balance is less than $5,000, you automatically receive your distribution in a lump sum.

For more information on how the Savings Plan works and restrictions or limitations that may apply, refer to the summary plan description or call Retirement Plan Services at 1-800-345-2345.

Retirement Savings Account

The International Paper Retirement Savings Account (RSA) is a 100 percent company-funded retirement program offered to eligible employees. The Retirement Savings Account is an additional feature of the Salaried Savings Plan.

If you are under age 40, International Paper contributes 2.75 percent of your eligible pay to your RSA regardless of whether or not you choose to participate in the Sala-ried Savings Plan. If you are age 40 or older, the company contributes 4.00 percent of your eligible pay to your RSA. Company contributions are made each pay period. The company’s RSA contributions are allocated to the same

funds that you have chosen for your Salaried Savings Plan account. If you do not make an investment election, the company’s RSA contributions are invested in the Smart- Mix Moderate Fund. You are vested in the company’s RSA contributions after 3 years of service with the company.

The same loan, withdrawal and distribution provisions that apply to your Salaried Savings Plan company matching contributions also apply to your RSA.

Retiree Medical Savings Program

The Retiree Medical Savings Program (RMSP) allows you to set aside a portion of your salary each month to help you pay for medical coverage after retirement. The company also makes contributions to the RMSP on your behalf.

You are eligible to participate in the RMSP beginning January 1 of the year you reach age 45.

Under the RMSP, you can contribute up to $160 per month in after-tax dollars, in $20 increments. For every dollar you contribute, the company will contribute an addi-tional two dollars, up to a maximum monthly company contribution of $160. All contributions to the RMSP are invested in a diversified pool of fixed-income investments.

Using the RMSP

If you are at least age 55 with at least ten years of service when you leave the company, you may use the amounts in your RMSP employee and company accounts for the following expenses:

• Contributions for your or your spouse’s International Paper or other group retiree medical coverage;

• Premium payments for you, your spouse’s or your eligible dependent’s Medicare coverage;

• COBRA payments for the continuation of your or your spouse’s International Paper or other group medical coverage; and

• Premium payments for you, your spouse’s or your eligible dependent’s personal medical coverage, including Medicare supplement policies, regardless of whether or not the personal medical coverage is designated as “post-retirement” or “retiree” medical coverage.



Additional Benefits

In addition to traditional benefits, the company offers a number of other benefits intended to enhance the quality of life for you, your family and your community. These programs represent yet another way that IP benefits you in exchange for the many ways your hard work benefits IP.

Voluntary Benefits

The Added Benefits voluntary benefits program offers access to vision care coverage, legal coverage, pet insur-ance, auto insurance, home insurance, identity theft protection and a general discount center. The Added Benefits program is available to all International Paper employees and retirees. Contact Added Benefits at 1-877-637-3295 or online at www.addedbenefitsip.com for information regarding the program and the deadlines for submitting your application.

Please note: These are not company-sponsored plans. You pay the full cost of these coverages; premium payroll deductions are not available.

Employee Assistance Program

The Employee Assistance Program (EAP) is available to all employees and their families. This program offers professional help for emotional, financial and substance abuse problems, as well as other issues. This service is confidential, and there is no cost to you and your family members. For details about this program, see your EAP SPD.

Grants

The International Paper Company Foundation provides grants to eligible community service organizations in the local community. The Foundation reviews submissions for grants and makes awards each year.

For more information, contact your Human Resources Representative.

IP Giving

International Paper is dedicated to making people’s lives better. Our communities around the world recognize us as neighbors, employers and environmental stewards. We conduct our philanthropic activities through corporate donations, in-kind contributions and through the International Paper Company Foundation.

Some of our largest giving partnerships include:

• Coins 4 Kids (School feeding partnership with the World Food Programme);

• Earth’s Birthday Project;

• Employee Relief Fund;

• National Geographic Explorer Magazine;

• The National Civil Rights Museum; and

• United Way.

Additionally, we support hundreds of community based educational, civic and cultural activities carried out by non-profit organizations in the communities where our employees live and work. We value these relationships because at International Paper, we understand the benefits that are derived by the community when corporations and communities work to shape a common vision of what is best for business and society.

Through its toll-free telephone number 1-800-236-1996, the International Paper Company Foundation offers comprehensive information regarding procedures and deadlines for foundation grants, matching gifts, local volunteer requests, community sponsorships, in-kind donations and foundation contacts.

IP HelpLine

Ethical behavior and personal integrity are the core of IP’s culture. Not only does this involve complying with laws and regulations, but also valuing diversity, treating one another with dignity and respect, and honoring the letter and spirit of the law. If you have questions about company policies, ethics and business practices or need to report an ethics or compliance violation, you can call the IP HelpLine at 1-800-443-6308.



Paid Time Off

Paid time off includes vacation and holidays. The amount of vacation time you have in a calendar year is based on your years of service with IP according to the following table.

Weeks of Vacation Years of Service

3 After 12 months of service

4 Available Jan. 1 of your 10th year

5 Available Jan. 1 of your 18th year

Holiday schedules vary by location. IP also offers floating holidays that may be used at your discretion.

Tuition Reimbursement

The company encourages employees to further their education to achieve career goals. In support of this phi-losophy, the company provides a tuition reimbursement program that reimburses up to 100 percent of the cost of certain courses, up to $4,000 annually for most eligible employees, with additional reimbursement for approved graduate courses.

For more information, contact your immediate supervisor.

COBRA

COBRA stands for the Consolidated Omnibus Budget Reconciliation Act of 1985. It entitles you and your dependents to continue benefit plan coverage in certain instances — called qualifying events — when coverage would otherwise end. COBRA provides benefit continua-tion for a specified number of months depending on the event. The plans that are subject to COBRA include any group medical plan or dental plan, as well as the health care FSA.

Eligibility

Anyone who is covered by a group health plan the day before a qualifying event occurs is considered a qualified beneficiary and is eligible for COBRA coverage. For exam-ple, if the individuals covered by a group health plan include you, your spouse and your children, you are all eligible for

COBRA coverage. In addition, if a child is born to or adopted by a former employee during the COBRA coverage period, that child also is eligible for COBRA coverage.

Qualifying Events

There are various types of qualifying events that entitle individuals to participate in COBRA coverage. The length of coverage depends on the type of qualifying event, as illustrated by the following chart.

Termination of Coverage

COBRA coverage can be terminated for any qualified beneficiary for the following reasons:

• The maximum continuation period ends;

• Failure to pay the premium for COBRA coverage in a timely manner;

• IP terminates the group health plan for all employees;

• A qualified beneficiary becomes covered under another group health plan (unless the new coverage has an exclusion or limitation relating to a pre-existing condition not waived by a HIPAA certificate); or

• A qualified beneficiary becomes entitled to Medicare benefits (except in the case of end stage renal disease).

Notification

The company will notify you of your COBRA election rights when the qualifying event is a reduction in your work hours or termination of employment. The notification and instruction on how to continue your coverage under COBRA will be mailed to you. You and your eligible depen-dents will have 60 days after your COBRA notice to elect the continued coverage. You’ll have an additional 45 days to pay any contributions you missed from the first day of the COBRA coverage.

You must notify the company if the qualifying event is a divorce, a legal separation, a child’s ineligibility as a dependent or a change in Social Security disability status. Notification must occur within 60 days of the event. Simply call the ESC.



Administrative Information

This booklet is designed to provide you with a convenient summary of your benefits. The actual provisions of the benefit plans are included in the legal documents and contracts. Should there be any conflict between the information in this booklet and the provisions of the legal documents and contracts, the terms of those documents and contracts will control.

Neither this booklet nor participation in any of the company’s benefit plans should be viewed as a contract of employment.

Qualifying Event Maximum COBRA Continuation Period — Medical/Dental

You Your Spouse/

Domestic Partner Child

You voluntarily or involuntarily terminate employment for any reason except gross misconduct

18 months 18 months 18 months

Coverage is terminated due to a reduction in work hours 18 months 18 months 18 months

You or your dependent is disabled (as defined by the Social Security definition of disability) prior to or within the first 60 days of COBRA coverage

11 additional months



Your death N/A 36 months 36 months

You and your spouse divorce or legally separate N/A 36 months 36 months

Your child no longer qualifies as a dependent under the plan rules N/A N/A 36 months

Domestic partner relationship terminates N/A 36 months 36 months



Need to Know More About Benefits and Provider Networks?

Your Benefits Overview is designed to provide you with a quick and convenient reference. When you need more detailed information, remember to check out the materials contained in the Benefits Library of My-IP:

From Home

• Log on to the My-IP website at www.my-ip.com.

– If you have forgotten your User Name, please call the Employee Service Center at 1-888-372-2968.

– If you have forgotten your Password, log on to https://secureip.ipaper.com and select Forgot Password from the Help Menu, or call International Paper ITCS at 1-800-526-1017.

• Under Employee Self-Service, select (in this order) Benefits/My Benefits Library/My Benefits Library (again).

• Scroll down and select the appropriate topic (e.g., Medical Plans, Dental Plan or Flexible Spending Accounts).

• Select the materials you want to review.

From Work

• Log on to My-IP.

– If you have forgotten your Password, select SecureIP on the home page and choose Forgot Password from the Help Menu, or call International Paper ITCS at 1-800-526-1017.

• Under Employee Self-Service, select (in this order) Benefits/My Benefits Library/My Benefits Library (again).

• Scroll down and select the appropriate topic (e.g., Medical Plans, Dental Plan or Flexible Spending Accounts).

• Select the materials you want to review.

Added Benefits Voluntary Benefits Program 1-877-637-3295 www.addedbenefitsIP.com

Best Doctors 1-866-904-0910 www.members.bestdoctors.com

Cigna (Medical and Dental Plans and Flexible Spending Accounts)

1-800-401-4041 You may search for a Cigna network provider at www.CIGNA.com. International Paper uses the Cigna Open Access Plus network.

Employee Service Center 1-888-ESC-2YOU 1-888-372-2968

Employee Assistance Program (EAP) 1-800-891-4329 www.magellanhealth.com

Express Scripts (Prescription Drugs) 1-800-309-5564 www.Express-Scripts.com or visit the pre-member Web site at www.express-scripts.com/internationalpaper

HelpLine 1-800-443-6308

MDLIVE 1-888-726-3171 www.mdlive.com/ip

MetLife (Group Universal Life Insurance) 1-800-438-6388 www.mybenefits.metlife.com

RedBrick Health (Health and Wellness Programs including HealthyLife)

1-800-859-9311 www.redbrickhealth.com

Retirement Plan Services (Retiree Medical Savings Program)

1-800-345-2345 www.myipretirement.com

Retirement Plan Services (Savings Plan and Retirement Savings Account)

1-800-345-2345 www.myipretirement.com

Reservation of Rights to Amend, Modify, Suspend or Terminate Plans and Benefits

International Paper reserves the right to modify, amend, suspend or terminate any of the employee benefit plans at any time including, but not limited to, the right to make changes in the terms of the plans and the amount of employee contributions. International Paper will continue to review its health care and dental plans, including all active and retiree medical and dental benefits provided, to determine if any changes are necessary or otherwise desirable to address the rapidly changing health care industry. Neither active employee nor retiree medical or dental plan benefits vest. The company reserves the right to at any time modify, amend, suspend or terminate any and all of its employer-sponsored health and welfare plans, including but not limited to plans providing retiree medical benefits, subject to collective bargaining requirements (if applicable). Such reservation of rights shall include, but is not limited to, the right to make changes to the terms or benefits of any such plans, and the amounts of employee, retiree and all other participant or beneficiary contributions, deductibles, coinsurance amounts, copayments and out-of-pocket maximums. This reservation of rights by the company applies to all participants and beneficiaries, including but not limited to employees (whether active, on a leave of absence or receiving disability benefits), retirees, former employees and eligible beneficiaries, dependents and survivors. This reservation of rights overrides any written or oral representation to the contrary.

Global Compensation and Benefits International Paper 6400 Poplar Avenue Memphis, Tennessee 38197

October 2015

International Paper is an equal opportunity employer. M/F/D/V

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