vision program - amazon s3 · the vision program (plan) provides coverage for routine eye exams as...

Vision ProgramVision Service Plan (VSP)

Summary Plan Description Effective January 1, 2018

Introduction

The Vision Program (plan) provides coverage for routine eye exams as well as glasses or contact lenses. The plan is administered by Vision Service Plan (VSP).

We hope that the information provided in this summary plan description (SPD) will answer most of the questions you have regarding your vision benefits. When you need assistance or have specific questions, contact the resources listed on the back cover of this SPD.

Provisions of the plan are summarized in this SPD. This description does not state all plan terms and conditions. The information provided here does not cover every situation and is not intended to replace the plan documents and insurance contract — or to change their meaning. In all cases, the plan documents and insurance contract — and not this summary — will govern benefits paid under the plan.

Refer to the Glossary for definitions of terms used in this SPD that may be unfamiliar to you or that have unique meanings under the plan. In addition, see pp. 23-31 for definitions of terms used in the VSP Booklet in Appendix G.

McKesson Corporation reserves the right at any time and for any reason or no reason at all, to change, amend, interpret, modify, withdraw or add benefits or terminate the plan, in whole or in part and in its sole discretion, without prior notice to or approval by plan participants and their beneficiaries. To the extent required by the Employee Retirement Income Security Act of 1974, as amended (ERISA), if there is a material reduction in covered services or benefits under the plan, the reduction will be disclosed to you no later than 60 days after the date on which the reduction is adopted or as soon as required by applicable law.

The plan’s terms cannot be modified by written or oral statements to you from Human Resources representatives or other personnel. In the event of any discrepancy between the plan documents/insurance contract and this document or written or oral statements, the plan documents/insurance contract will govern.

The benefits described in this SPD apply to coverage in effect as of January 1, 2018.

HR Support Center855.GO.MCKHR (855.466.2547)Press 1 for the McKesson BenefitsCenter for Health, Vitality and Pensionquestions. Benefit experts are available7 a.m. - 6 p.m. Central time, M-F.Oprime 1 para asistencia en español a través del McKesson Benefits Center.

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What’s Inside

Vision Benefits 4 Vision Coverage 4 Cost Sharing 5 General Limitations and Exclusions5 Circumstances That May Affect Benefits5 Claim Information

Appendix6 A: Eligibility and Cost8 B: Enrollment and Effective Date of Coverage13 C: Termination of Coverage15 D: Continuation Coverage (COBRA)20 E: Administrative Information21 F: Your Rights Under the Plan23 G: Vision Service Plan Evidence of Coverage (VSP Booklet)

Glossary48 Glossary

Although this summary plan description summarizes your coverage under the plan, the information provided does not cover all of the plan’s terms and conditions. In all cases, the plan documents/insurance contract — and not this summary — will govern benefits paid under the plan.

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Vision Benefits

Vision Coverage

McKesson contracts with VSP to provide vision benefits. There are two options to choose from — VSP and VSP Plus. The VSP Plus option provides a higher level of benefits. The benefits under both options are shown in the VSP Booklet in Appendix G. The VSP Booklet also contains other important information such as:

• The benefit authorization process, including prior authorization requirements

• Special rules for emergency care

• VSP member doctor information and rules regarding the use of member doctors and non-member providers

A listing of VSP member doctors is available on the VSP website at www.vsp.com. To request a paper copy of the listing (without charge), call VSP at 800.877.7195.

Refer to the VSP Booklet in Appendix G for detailed information about your vision benefits.

Cost Sharing

When you enroll for coverage, you may elect either the VSP or VSP Plus option. The option you choose determines your vision benefits. Any cost-sharing provisions, including copayment amounts for which you are responsible and any annual or lifetime limits under the plan, are described in the VSP Booklet in Appendix G. The following table highlights the key features of the plan:

Plan Features

Vision Options In-Network Benefits*

VSP VSP Plus

Plan Pays Up ToEye Exam • 100% after $15

copay

• Once every calendar year

• 100% after $10 copay


Prescription Glasses

• 100% up to plan allowance after $25 copay for lenses and/ or frame

• 100% up to plan allowance after $10 copay for lenses and/ or frame

• Frame • Up to $130 allowance

• Once every other calendar year

• Up to $210 allowance


• Lenses (includes single vision, bifocal, trifocal and lenticular lenses)**


• Standard progressive lenses covered in full

• Other lens enhancements available at a discount


• Standard progressive lenses covered in full

• Premium and custom progressive lenses covered after $40 copay

• Other lens enhancements available at a discount

Elective Contact Lenses (instead of prescription glasses)





* These benefits are also available for out-of-network provider services. However, dollar maximums apply to exams, lenses, frames and contact lenses as shown in the VSP Booklet in Appendix G.

** The plan does not cover the cost associated with other lens options such as anti-reflective coating, color coating, mirror coating, scratch coating, blended lenses, cosmetic lenses, laminated lenses, oversize lenses, polycarbonate lenses (except for children), photochromic lenses, tinted lenses (except Pink #1 and Pink #2), and ultraviolet protected lenses. For more information, refer to the VSP Booklet in Appendix G.

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Vision Benefits

General Limitations and Exclusions

The plan does not cover all expenses — it is designed to cover certain visual needs rather than cosmetic materials. Limitations and exclusions are summarized in the VSP Booklet in Appendix G. All benefits are subject to the terms and conditions of the plan, as described in the plan documents/insurance contract.

Circumstances That May Affect Benefits

Eligibility for benefits will terminate as summarized in Appendix C — Termination of Coverage. Other circumstances may result in the termination, reduction, loss, offset or denial of benefits including, but not limited to, exclusions for certain vision expenses and third party reimbursement rights. Refer to the VSP Booklet in Appendix G for information regarding circumstances that may affect benefits.

Claim Information

VSP is the named fiduciary for purposes of claims and appeals under the plan. VSP has sole discretionary authority to interpret the terms of the plan as well as any other information relating to claims and appeals. VSP is responsible for decisions regarding the certification of vision care services, claim payment, interpretation of plan provisions, benefit determinations, and eligibility for benefits. VSP is financially responsible for paying claims.

VSP decides all claims and questions of eligibility for benefits according to their reasonable claims procedures. VSP has the right to seek independent medical advice and to require you to provide other evidence as they find necessary to decide your claims.

If VSP denies your claim, in whole or in part, you will receive a notice explaining the denial and an explanation of how you may appeal the decision, including the time limits for filing an appeal.

If you appeal a claim denial, VSP will decide your appeal according to their reasonable appeals procedures. VSP has the right to seek independent medical advice and to require you to provide other evidence as they find necessary to decide your appeal. You must complete the plan’s appeal procedures before filing suit under the Employee Retirement Income Security Act of 1974, as amended (ERISA).

Refer to the VSP Booklet in Appendix G for further information regarding claims and appeals and a description of VSP’s claims and appeals procedures.

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Appendix A Eligibility and Cost

Eligible Employees

You become eligible for coverage on the first day of the calendar month following your date of hire if you are a regular full-time or part-time employee who is regularly scheduled to work 30 hours or more each week and are on the Company’s U.S. payroll.

You are not eligible for coverage under the plan if you are:

• Covered by another health plan to which McKesson contributes (e.g., the U.S. Oncology Health Plan),

• Designated by McKesson as a seasonal or temporary employee,

• Compensated for services by a person other than McKesson,

• A leased employee, or

• Subject to a written agreement that provides that you are not eligible to participate in the plan.

If, during any period, you have not been regarded as a McKesson employee and for that reason, employment taxes have not been withheld from your pay, then you are not eligible to participate for that period. This applies even if you are retroactively determined to have been a McKesson employee during all or any portion of that period.

Eligible Dependents

Your eligible dependents include:

• Your opposite-sex or same-sex spouse unless legally separated or divorced (including a common-law spouse if recognized in your state of residence) or your domestic partner.

• Your child or your domestic partner’s child under age 26 (regardless of whether that child qualifies as your “dependent” for tax purposes).

• Any unmarried child age 26 or older, if the child is mentally or physically disabled and dependent on you for maintenance and support. The child’s disabling sickness or injury must have begun prior to age 26.

Refer to the Glossary for definitions of children and domestic partners who are eligible for coverage under the plan.

You are required to provide proof of relationship for eligible dependents and, for those children age 26 or older, you may also be required to provide periodic proof of disability and support. Additional information may be required for a domestic partner or the child of a domestic partner to determine whether the benefit is taxable and if your contributions for coverage will be made on a before-tax or after-tax basis (see p. 7). If your dependent’s eligibility isn’t confirmed, they lose coverage under the plan.

Eligible Dependents Do Not Include• A former spouse

• Children age 26 and older (unless unmarried and incapable of self-support because of a disabling sickness or injury that began before age 26)

• A spouse or domestic partner on active duty in any military, naval or air force of any country is not eligible.

No one may be covered as a dependent of more than one employee and no one may be covered under this plan as both an employee and a dependent. A dependent that is also an employee of the Company may elect not to be covered as an employee under the plan.

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Cost

The employee contribution rate for coverage is set by the Company and may increase from year to year. The Company currently shares the cost of employee and dependent coverage with you. Current contribution information is available from the HR Support Center or UPoint at digital.alight.com/mckesson.

Generally, under federal law, only your spouse and children under age 27 as of the end of the calendar year (regardless of their residency, marital, student, employment or dependent status) are eligible for tax-favored treatment of employer-provided healthcare benefits. (“Tax-favored” means that you can pay for their coverage with before-tax dollars and the dollar value of the coverage paid by McKesson for these dependents is not taxable to you.) These children are your biological children, stepchildren, adopted children, children placed for adoption and foster children.

Coverage for any other individual — such as a domestic partner, the child of a domestic partner or a disabled child who is not under age 27 as of the end of the year — is not eligible for tax-favored treatment unless the individual meets the requirements of a “dependent” under Section 105(b) of the Internal Revenue Code. Generally, in order to qualify as a dependent under Section 105(b), an individual must meet most, but not all, of the requirements to be a “qualifying child” or a “qualifying relative” under Section 152 of the Internal Revenue Code. Your cost of coverage for an individual who does not qualify for tax-favored treatment must be paid with after-tax dollars and the Company-provided value of this coverage is reported as taxable income to you (referred to as “imputed income”).

Appendix A Eligibility and Cost

Although federal law allows coverage for certain adult children who are under age 27 as of the end of the calendar year to be provided on a tax-favored basis, some states have not adopted this rule. If you reside in a state that has a state income tax and that does not follow federal law, you will pay for that dependent’s coverage with after-tax dollars. In addition, McKesson’s portion of the value for this coverage is reported as imputed income to you for state tax purposes. If you have specific questions about your situation, please contact a tax professional.

Employee contributions are automatically deducted on a before-tax basis; however, as noted above, contributions for individuals who are not eligible for tax-favored status must be deducted on an after-tax basis. You may wish to consult your individual tax advisor on the “tax-dependent” status of your domestic partner and/or children, as applicable.

The McKesson Flexible Benefit Plan (the “125 Plan”) allows most employees to pay contributions for coverage on a before-tax basis. This means that contributions are deducted from paychecks before federal income, state/local income (in most cases), and Social Security taxes are withheld. Actual savings depend on contribution amounts, total family income, where you live, and tax deductions and exemptions claimed.

Note that before-tax contributions may lower your earned income, which can affect your:

• Eligibility for the earned income credit.

• Social Security or Medicare benefits.

You can consult a tax advisor to determine how before-tax contributions will affect you.

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http://digital.alight.com/mckesson

Appendix B Enrollment and Effective Date of Coverage

Enrollment

EmployeesYou may enroll for coverage only during your initial eligibility period, a special enrollment period, within 31 days following a qualified status change, or during an annual enrollment period.

During the enrollment process, you may elect either the VSP or VSP Plus option. You also elect one of the following coverage levels:

• Employee only

• Employee + spouse (or domestic partner)

• Employee + child(ren)

• Employee + family

DependentsYou must be enrolled for coverage as an employee in order to enroll your eligible dependents.

• Initial dependents are those family members who are eligible dependents on the date you first become eligible for employee coverage.

• Subsequent dependents are any family members who become eligible dependents after the date you first become eligible.

If you and your spouse/domestic partner are both eligible employees, only one of you may enroll your eligible dependents for coverage. No one can be covered both as an employee and as a dependent.

Initial EnrollmentThe initial eligibility period for you and your initial dependents lasts until the enrollment deadline on your Welcome Letter. The initial eligibility period for a subsequent dependent is the 31-day period that begins on the date that subsequent dependent first becomes eligible under the plan.

Your initial enrollment deadline is on your Welcome Letter.

If you or your dependents do not enroll during the initial eligibility period (or a special enrollment period as summarized on p. 9), you must wait until the next annual enrollment period to enroll for coverage. The annual enrollment period is designated by the Company each year.

You may change your coverage elections only once a year during the annual enrollment period. This means that once you make your elections, you may not add or drop dependents or change your coverage until the next annual enrollment period, except as described below.

Late Enrollees — You are considered a late enrollee if you do not enroll during your initial eligibility period. If you are a late enrollee, you may enroll only during an annual enrollment period to elect coverage for the following calendar year. Under certain circumstances, you may be allowed to enroll or change coverage levels during the year as summarized in the Special Enrollment Periods, Qualified Medical Child Support Order and Qualified Status Changes provisions.

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Special Enrollment PeriodsYou have special enrollment rights if you acquire a new dependent, or if you decline coverage under the plan for yourself or an eligible dependent while other coverage is in effect and later lose that other coverage for certain qualifying reasons.

Loss of Other Coverage (Excluding Medicaid or a State Children’s Health Insurance Program) — If you decline enrollment for yourself or for an eligible dependent (including your spouse/domestic partner) while other health insurance or group health plan coverage is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage).

Loss of Coverage for Medicaid or a State Children’s HealthInsurance Program — If you decline enrollment for yourself or for an eligible dependent (including your spouse/domestic partner) while Medicaid coverage or coverage under a state children’s health insurance program is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or a state children’s health insurance program.

If you become eligible for special enrollment, you may choose to newly enroll for coverage for yourself or yourself and one or more of your eligible dependents. You also have the option of adding a new dependent to your current coverage.

You must make your coverage choices within the time frame indicated for the event that makes you eligible for special enrollment. You can make your choices on UPoint. However, if your event gives you a 60-day time frame to make choices, you must call the HR Support Center for assistance with changes you are making more than 31 days after the date of the event.

New Dependent by Marriage, Birth, Adoption or Placement for Adoption — If you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may be able to enroll yourself and your new dependents in this plan. However, you must request enrollment within 30 days after the marriage, birth, adoption or placement for adoption.

Eligibility for Medicaid or a State Children’s Health Insurance Program — If you or your dependents (including your spouse/domestic partner) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program with respect to coverage under this plan, you may be able to enroll yourself and your dependents in the plan. However, you must request enrollment within 60 days after your or your dependents’ determination of eligibility for that assistance.

Qualified Medical Child Support OrderIf you are required by a qualified medical child support order (QMCSO) to provide coverage for your children, you may enroll your eligible dependent children in the plan as required by the Employee Retirement Income Security Act (ERISA). Mail or fax your request for coverage under a QMCSO within 31 days after the order is issued.

McKesson Qualified Order TeamP.O. Box 1542Lincolnshire, IL 60069-1542Fax: 847.442.0899

You may obtain, without charge, a copy of the plan’s procedures governing QMCSOs by contacting the HR Support Center.

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Qualified Status ChangesIn exchange for the tax advantages of paying for coverage with before-tax dollars (as allowed under the McKesson Flexible Benefit Plan), federal law requires that your coverage elections be irrevocable. This means you cannot change your coverage elections until the next annual enrollment period unless you are eligible for special enrollment (see p. 9) or experience one of the following qualified status changes, which are allowed under IRS election change regulations:

• You marry, divorce or legally separate.

• You establish or terminate a domestic partnership.

• You acquire a dependent child through birth, adoption, placement for adoption or appointment of legal guardianship.

• Your spouse or dependent dies.

• Your dependent no longer meets the plan’s eligibility requirements.

• Your spouse terminates or begins new employment.

• You or your spouse change from part-time work to full-time work (or vice versa).

• You or your spouse has a significant change in healthcare coverage.

• You are required to provide dependent coverage as a result of a valid court decree that meets the requirements of a qualified medical child support order (QMCSO).

Any change you make must result from and be consistent with your qualified status change. All changes are subject to and administered in accordance with federal law.

To change your coverage elections, visit UPoint within 31 calendar days of the date you experience the qualified status change. You may also call the HR Support Center to make your change. If you do not change your coverage election within the 31-day period, you must wait until the next annual enrollment period.


Enrollment (continued)

The HR Support Center is your resource for qualified status changes. Call 855.GO.MCKHR (855.466.2547) and press 1 when you have questions or need to make a change (add/drop coverage) as the result of a qualified status change.

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The following table highlights changes and corresponding actions.

Change ActionYou become eligible for a special enrollment period because you acquire a new dependent by marriage, establishment of a domestic partnership, birth, adoption or placement for adoption.*

• You may enroll yourself and your dependents.

You lose a spouse/domestic partner (divorce, legal separation, annulment, termination of domestic partnership or death).

• You may discontinue coverage only for your spouse/domestic partner.

• You may enroll yourself and your dependents who lose eligibility under the spouse/domestic partner’s plan if the loss of eligibility results from the divorce, legal separation, annulment, termination of domestic partnership or death.

You gain a dependent (birth, adoption or placement for adoption).* • You may enroll your newly eligible dependent.

• You may discontinue coverage if you or your dependents become eligible under your spouse/domestic partner’s plan.

Your dependent is no longer eligible for coverage under the plan. • You must discontinue coverage for the dependent who loses eligibility.

You become eligible for coverage because your employment status changes (e.g., you switch from temporary to regular full-time status).

• You may add coverage for yourself and your dependents.

Your dependent becomes eligible to participate in his/her employer's group health plan because he/she starts employment or changes employment status.

• You may discontinue coverage for your dependent if your dependent enrolls in his/her employer’s plan.

• You may discontinue your coverage to become covered under your spouse/domestic partner’s plan.

You are no longer eligible for coverage because of termination of employment or other change in employment status (e.g., you switch from regular full-time to temporary status).

• Coverage will be discontinued for you and your dependents.

Your spouse/domestic partner or child loses eligibility under his/her employer's health plan because of termination of employment or change in employment status.

• You may enroll your dependents who lost coverage.

You become eligible for a special enrollment period because of loss of other health coverage.*

• You may enroll yourself and your dependents who lost coverage.

You become eligible for a special enrollment period because of eligibility for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program.*

• You may enroll yourself and your dependent who has become eligible for a premium assistance subsidy.

A court order requires you to provide coverage for a child.* • You may enroll that child (and yourself, if you are not already enrolled).

A court order requires that your spouse, former spouse, or other individual provide coverage for a child.*

• You may discontinue coverage for that child.

* See p. 9 for information on special enrollment periods and court orders.

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Effective Date of Coverage

Your effective date of coverage is the date you become eligible for coverage (see Appendix A) provided you enroll by the deadline on your Welcome Letter.

The effective date of coverage for your initial dependents is the same date that your coverage becomes effective. The effective date of coverage for a subsequent dependent and any other dependent that is enrolled at the same time as the subsequent dependent is as follows:

• For a spouse, the date of marriage.

• For a domestic partner, within 31 days of the date that he/she qualifies as your domestic partner (as defined on p. 42).

• For a newborn, the date of birth.

• For an adopted child, the date of adoption or placement for adoption.

• For any other child, the date the child becomes a dependent.

You must enroll the dependent within 31 days of the date he/she first becomes eligible.

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Appendix C Termination of Coverage

Employees

Your coverage under the plan ends on the earliest of the following:

• The day the plan terminates.

• The last day of the month in which you terminate employment or lose eligibility.

• The last day of a period for which contributions for the cost of coverage are made, if the contributions for the next period are not made on a timely basis.

• The last day of the month in which you enter active military duty unless coverage is continued.

• The day you become covered by a collective bargaining agreement that does not provide for participation in the plan.

• The day you die.

• The last day of the month in which you request termination of coverage.

• The day specified by the Company that coverage will terminate due to fraud or misrepresentation or because you knowingly provided the plan administrator or the claims administrator with false material information, including but not limited to, information relating to another person’s eligibility for coverage or status as a dependent. In this event, the Company has the right to rescind coverage retroactively to the effective date of coverage and to seek reimbursement of all expenses paid by the plan.

• The day specified by the plan (in a written notice that is sent to you prior to that specified day) if you commit an act of physical or verbal abuse that imposes a threat to McKesson’s staff, the claims administrator’s staff, a provider, or another covered person.

Dependents

Coverage for all of your dependents will end on the earliest of:

• The day your coverage ends.

• The last day of a period for which contributions for the cost of dependent coverage are made, if the contributions for the next period are not made on a timely basis.

• The day that dependent coverage under the plan is discontinued.

Coverage for an individual dependent ends on the earlier of:

• The day the dependent becomes covered as an employee under the plan and decides not to be covered as a dependent of another employee (no one may be covered as both an employee and as a dependent).

• The last day of the month in which the dependent’s last day of eligibility occurs.

• The last day of the month that you fail to furnish such documentation required to validate the dependent’s eligibility for coverage under the Plan.

Coverage for Incapacitated ChildrenA mentally or physically incapacitated child’s coverage will not end solely due to age if that child continues to meet all of the following conditions:

• The child is incapacitated.

• The child is not capable of self support.

• The child depends mainly on you for support.

You must provide proof that the child meets these conditions when requested.

Continuation Coverage (COBRA)A covered person whose coverage would otherwise end may be entitled to elect continuation coverage under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), as summarized in Appendix D. Keep in mind that COBRA coverage must be elected within 60 days after you receive the notice of the continuation right from the McKesson Benefits Center.

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Appendix C Termination of Coverage

Leaves of Absence

Coverage may continue during a period in which you are away from work on a Company-approved leave of absence, provided you make timely payment of any required contributions.

When you need to take a leave of absence for any reason, contact the HR Support Center at 855.GO.MCKHR (855.466.2547). Press 2 for leave of absence questions.Benefit experts are available:7 a.m. - 6 p.m. Central time, M-F.

Coverage During Family Medical Leave Act (FMLA) LeavesCoverage may continue while you are on an approved FMLA leave of absence to the extent required by applicable law.

Coverage During Non-Family Medical Leave Act (Non-FMLA) LeavesCoverage may be continued for up to a maximum of six months, provided that you:

• Remain on an approved leave under the Company’s Non-FMLA Medical Leave Policy, or another similar Company policy, and

• Are receiving benefits under the McKesson Short Term Disability Plan or are in the process of receiving those benefits.

In addition, the Company may, in its discretion, extend continued coverage to employees whose coverage would otherwise end as a result of a leave of absence.

Coverage will be made available to the extent required under federal or state law during a leave of absence for medical reasons.

Coverage During Military LeavesIf you voluntarily or involuntarily serve in the uniformed services for a period of five years or less while covered under the plan, you and your covered dependents may elect to continue coverage for 24 months or for the period ending on the day after the date you fail to apply for or return to employment with the Company as determined under §4312(e) of the Uniformed Services Employment and Reemployment Rights Act (USERRA), whichever is earlier.

The period of coverage will run concurrently with continuation coverage. Any election of COBRA continuation coverage will be treated as an election to continue coverage under USERRA. The payment procedures and deadlines that apply to COBRA continuation coverage also apply to USERRA continuation coverage. This provision applies if you are:

• On active duty.

• On active duty for training.

• On initial active duty for training and inactive duty training in the Armed Forces (including the Reserve components), the Army or Air National Guard and the commissioned corps of the Public Health Service, and to full-time National Guard duty.

• Absent for the purpose of determining your fitness for duty in the uniformed services.

Coverage will end if you are discharged from the uniformed services under other than honorable conditions, or if you are dismissed or dropped from the rolls under conditions that result in loss of reemployment rights under the law.

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Appendix D Continuation Coverage (COBRA)

Continuation Coverage

A covered person whose coverage would otherwise end under the plan may be entitled to elect continuation coverage in accordance with federal law under the Consolidated Omnibus Budget Reconciliation Act (COBRA).

If continuation coverage was elected under a prior plan that was replaced by this plan, that continuation coverage will terminate as scheduled under the prior plan or when a termination event in the Termination of Continuation Coverage provision occurs, whichever is earlier.

In no event will the claims administrator be obligated to provide continuation coverage to a covered person if the plan administrator fails to perform its responsibilities under federal law. These responsibilities include, but are not limited to, notifying the covered person in a timely manner of the right to elect continuation coverage. To obtain continuation coverage, an eligible covered person must notify the McKesson Benefits Center in a timely manner of his/her election of continuation coverage.

Eligibility

To be eligible for continuation coverage, the covered person must meet the definition of a qualified beneficiary. A qualified beneficiary is any of the following persons who were covered under the plan on the day before a qualifying event:

• An eligible employee.

• An eligible employee’s enrolled spouse/domestic partner.

• An eligible employee’s enrolled children, including a child born or placed for adoption with the eligible employee during a period of continuation coverage.

Medicare entitlement can affect an individual’s eligibility to continue coverage under COBRA. If the individual is entitled to (eligible for and enrolled in) Medicare before electing COBRA, eligibility to continue coverage is not affected. However, if the individual is first eligible for Medicare after electing COBRA, continuation coverage will end on the date that he/she is entitled to Medicare. Visit www.medicare.gov to learn about coverage and any penalties that may apply if you don’t enroll in Medicare when you are first eligible.

Qualifying Events

The qualified beneficiary may elect continuation coverage if his/her coverage would otherwise terminate because of any of the following qualifying events:

• Termination of the eligible employee from employment with McKesson (for any reason other than gross misconduct) or reduction in hours of employment.

• Death of the eligible employee.

• Divorce, legal separation or termination of domestic partnership of the eligible employee.

• Loss of eligibility by an enrolled dependent who is a child.

The qualified beneficiary is entitled to elect to continue the same coverage that he/she had on the day before the qualifying event.

Coverage may be continued for 18 months or 36 months, depending on the qualifying event:

Qualifying Event

Individuals Eligible

for Continuation Coverage

Coverage Period From

Date of Initial Qualifying Event

Your employment ends

Employee, spouse/domestic partner,

children

18 months

Your hours of employment arereduced (e.g., approved leave)

Employee, spouse/domestic partner,

children

18 months

You divorce or legally separate

Spouse, children 36 months

You terminate a domestic partnership

Domestic partner, children

36 months

Your child is no longer an eligible dependent

Child losing coverage 36 months

You die Spouse/domestic partner, children

36 months

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Extension of Continuation Coverage

Subject to the notification requirements described below, if a qualified beneficiary is entitled to 18 months of continuation coverage, continuation coverage may be extended if any of the following events occur:

• Disability. If the qualifying event is the covered employee’s termination of employment or reduction of hours, qualified beneficiaries may obtain up to an 11-month extension of continuation coverage for a total continuation coverage period of up to 29 months if a qualified beneficiary has been determined by the Social Security Administration to have been disabled at any time during the first 60 days of continuation coverage. All other covered family members who are qualified beneficiaries as a result of the same qualifying event and who elect continuation coverage will also be entitled to the 11-month extension.

• Extension of Continuation Coverage for Spouse/Domestic Partner and Dependent Children. In certain circumstances, an 18- or 29-month continuation coverage period may be extended up to 36 months. These include:

– Second Qualifying Event (employee’s death, divorce, legal separation, termination of domestic partnership, or a covered child’s loss of eligible dependent status). If any of these events occur during the 18- or 29-month continuation coverage period, the period of continuation coverage for the spouse/domestic partner and dependent children may be extended for up to a total of 36 months measured from the date of the original qualifying event. A termination of employment following a reduction in hours of employment is not a second qualifying event.

– Medicare Entitlement of Employee. If the employee became entitled to and enrolled in Medicare (under Part A, Part B or both) within 18 months prior to the employee’s termination of employment or reduction in hours of employment, the period of continuation coverage for the employee’s spouse/domestic partner and dependent children is 36 months from the date of the employee’s Medicare enrollment. For example, if the employee became enrolled in Medicare 8 months prior to the qualifying event, the employee’s spouse/domestic partner and dependent children would be eligible for 28 months of continuation coverage (36 – 8 = 28).

Notification Requirements

Qualifying EventThe eligible employee or qualified beneficiary must notify the McKesson Benefits Center within 60 days of his/her divorce, legal separation, termination of domestic partner relationship, or an enrolled dependent’s loss of eligibility as an enrolled dependent. If the eligible employee or qualified beneficiary fails to notify the McKesson Benefits Center of these events within the 60-day period, the plan is not obligated to provide continuation coverage to the affected qualified beneficiaries. An eligible employee who is continuing coverage under federal law and who acquires a child through birth or adoption or placement for adoption during the continuation coverage period must notify the McKesson Benefits Center within 31 days of the child’s birth, adoption or placement for adoption to obtain continuation coverage for the child. The notice must include the following:

• Name of the individual experiencing the qualifying event (the qualified beneficiary).

• Name of the employee and Social Security Number.

• Date of the qualifying event.

• Type of qualifying event.

• Address of the qualified beneficiary.

If the eligible employee dies while covered under continuation coverage, the eligible employee’s dependent must notify the McKesson Benefits Center of this second qualifying event.

If the McKesson Benefits Center receives timely notice from the eligible employee or the eligible employee’s dependent, the McKesson Benefits Center will provide a COBRA election notice within 14 days of its receipt of the notice. If the McKesson Benefits Center does not receive timely notice, the right to continuation coverage or the right to extended continuation coverage (if the event was a second qualifying event) will be lost.

The Company will notify the McKesson Benefits Center if the eligible employee:

• Is terminated from employment.

• Has a reduction in hours of employment.

• Dies while employed.

The McKesson Benefits Center will provide a COBRA election notice within 44 days of one of these qualifying events.

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DisabilityTo be entitled to the 29-month continuation coverage period as a result of disability, the qualified beneficiary or a covered family member who elects continuation coverage must notify the McKesson Benefits Center of the entitlement to Social Security disability benefits before the end of the initial 18-month continuation coverage period and within 60 days of the Social Security Administration’s determination of the qualified beneficiary’s disabled status. The notification must include a copy of the Social Security award determination. If this notice is provided, the qualified beneficiary’s coverage may be extended up to a maximum of 29 months from the date of the qualifying event or until the first of the month that begins more than 30 days after the date of any final determination by the Social Security Administration that the qualified beneficiary is no longer disabled.

If the McKesson Benefits Center does not receive timely notice of the need for a disability extension, the right to the disability extension will be lost.

Each qualified beneficiary must provide notice of any final determination that the qualified beneficiary is no longer disabled within 30 days of that determination by the Social Security Administration.

Medicare EnrollmentTo qualify for the Medicare extension, notice of the eligible employee’s enrollment in Medicare (Part A, Part B or both) must be provided within 60 days of the qualifying event. The eligible employee will be required to provide a copy of his/her Medicare card to the McKesson Benefits Center.

If, after electing continuation coverage, a qualified beneficiary becomes enrolled in Medicare Part A or Part B, the qualified beneficiary must notify the McKesson Benefits Center within 30 days of the enrollment. The qualified beneficiary will be required to provide a copy of his/her Medicare card to the McKesson Benefits Center.

Notice to the McKesson Benefits CenterAll required notices that relate to continuation coverage must be provided to the McKesson Benefits Center at the following address:

McKesson Benefits CenterPO Box 7139 Rantoul, IL 61866-7139


Notice of Unavailability of Continuation CoverageThe McKesson Benefits Center will provide the individual with a notice explaining the reasons why continuation coverage is not available if, after receiving a notice relating to a qualifying event, second qualifying event, or a determination of disability by the Social Security Administration, the McKesson Benefits Center determines that the individual who provided the notice is not entitled to continuation coverage or extended continuation coverage.

Termination of Continuation Coverage

Continuation coverage under the plan will end on the earliest of the following dates:

• At the end of the applicable maximum continuation coverage period (18, 29 or 36 months)

• The date coverage terminates under the plan for failure to make timely payment of the required contribution amounts (such payments, other than the initial payment, are required to be made no later than 30 days after the payment’s due date)

• The date, after electing continuation coverage, that coverage is obtained under any other group health plan. If the new coverage contains a limitation or exclusion for any preexisting condition of the qualified beneficiary, continuation coverage will end on the date the limitation or exclusion ends. The other group health plan coverage will be primary for all health services except those health services that are subject to the preexisting condition limitation or exclusion.

• The date, after electing continuation coverage, that the qualified beneficiary becomes entitled to Medicare (and actually enrolls in Medicare)

• The date the Company ceases to provide any group health plan to any of its employees

• The date coverage would otherwise terminate under the plan

If continuation coverage ends prior to the 18-, 29- or 36-month continuation coverage period, the McKesson Benefits Center will provide a notice to the affected individuals as soon as practicable following the McKesson Benefits Center’s determination of the early termination of continuation coverage. The notice will explain the reason for the early termination, the date of the termination, and the availability of alternative group individual coverage, if any.

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Paying for Continuation Coverage

The qualified beneficiary must pay for continuation coverage. Continuation coverage premiums cannot exceed 102% of the applicable premium for similarly situated individuals who have not had a qualifying event. The premium may be increased to 150% of the applicable premium if continuation coverage is extended as a result of disability.

The first payment covers the cost of continuation coverage retroactive to the date employer-paid coverage ended. The qualified beneficiary is responsible for ensuring that the amount of the first payment is enough to cover this entire period. The McKesson Benefits Center may be contacted to confirm the correct amount of the first payment. The initial premium payment must be made within 45 days of the election of continuation coverage. All subsequent payments must be made within 30 days of the due date. If any of the continuation coverage payments are late, continuation coverage rights will be lost.

If the qualifying event is the eligible employee’s death, the Company will pay the full cost of continuation coverage for the spouse/domestic partner and eligible dependent children for the number of months equal to the employee’s years of active service — up to a maximum of 24 months. For example, if the employee had five years of active service, the Company will pay the cost of continuation coverage for five months. The Company payment for a dependent child will end earlier if the child no longer qualifies as an eligible dependent under the plan. The family pays the full cost for the balance of the period of continuation coverage.

Continuation Coverage Payment ShortfallsIf a timely monthly contribution is submitted to the McKesson Benefits Center that is significantly less than the actual continuation coverage payment due for the month, the qualified beneficiary’s continuation coverage will be terminated immediately. If a payment is submitted that is not significantly less than the actual continuation coverage payment due for the month, the payment will be deemed to satisfy the plan’s requirement for the amount that must be paid, unless the McKesson Benefits Center notifies the qualified beneficiary of the amount of the deficiency and permits him/her to pay the deficiency within 30 days of the date of the notice of deficiency. The qualified beneficiary is responsible for paying all deficiencies.

Electing Continuation Coverage

Continuation coverage must be elected within 60 days after the qualified beneficiary receives notice of the continuation right from the McKesson Benefits Center. If he/she fails to timely elect continuation coverage, the right to continuation coverage will be permanently lost. To elect continuation coverage, the qualified beneficiary must follow the procedures described in the COBRA election form. A qualified beneficiary who has not elected continuation coverage may change his/her prior rejection of continuation coverage anytime within the 60-day election period by following the procedures described in the COBRA election form.

Each qualified beneficiary may elect continuation coverage independently. If the employee declines to cover his/her dependent children, a dependent’s parent (the employee’s spouse/domestic partner, other parent or legal guardian) may elect continuation coverage for them. If the employee and spouse/domestic partner decline to cover a dependent child, that child has an independent right to elect continuation coverage for himself/herself. Furthermore, a child who is born to the employee or placed for adoption with the employee during a period of continuation coverage may be considered a qualified beneficiary provided that the McKesson Benefits Center is notified within 31 days of birth or placement for adoption. The employee or his/her spouse/domestic partner may elect continuation coverage on behalf of all eligible individuals.

Carefully Consider Your Election of Continuation CoverageIn considering whether to elect continuation coverage, you should take into account that a failure to continue your group health coverage will affect your future rights under federal law.

Federal law gives you the right to request special enrollment in another group health plan for which you are otherwise eligible (such as a plan sponsored by your spouse/domestic partner’s employer) within 30 days after your group health coverage ends because of the qualifying event that entitled you to elect continuation coverage. You will also have the same special enrollment right at the end of the maximum continuation coverage period available to you.

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Keep the Plan Informed of Address Changes

To protect your and your family’s rights, you must keep the McKesson Benefits Center informed of any changes in your address and the addresses of covered family members. You should also keep a copy, for your records, of any notices you send to the McKesson Benefits Center.

For More Information

If you have any questions concerning your rights to continuation coverage under COBRA, contact:

HR Support Center855.GO.MCKHR (855.466.2547) Press 1 for the McKesson Benefits Center for Health, Vitality and Pension questions. Benefit experts are available:7 a.m. - 6 p.m. Central time, M-F

Send written correspondence to:

McKesson Benefits CenterPO Box 7139 Rantoul, IL 61866-7139

For more information about your rights under ERISA, including continuation coverage under COBRA, the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans, visit the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) website at www.dol.gov/ebsa or call their toll-free number at 866.444.3272.


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Appendix E Administrative Information

Plan NameThe McKesson Corporation Health and Welfare Wrap Plan

Plan TypeThe plan is a group health plan that provides healthcare benefits. This summary plan description describes vision coverage available to eligible employees and their eligible dependents.

Plan Number501

Plan SponsorMcKesson CorporationOne Post StreetSan Francisco, CA 94104-5296

Plan AdministratorMcKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post StreetSan Francisco, CA 94104-5296415.983.8300

Plan DocumentCopies of the plan document can be requested for a nominal fee by contacting:

McKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post StreetSan Francisco, CA 94104-5296

There is a copying charge of $0.10 per page.

Service of Legal ProcessService of legal process should be directed to:

McKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post StreetSan Francisco, CA 94104-5296

Service of legal process may also be made to the plan administrator.

Employer Identification Number (EIN)Plan Sponsor and Plan Administrator: 94-3207296

Insurance Company/Claims AdministratorVision Service Plan3333 Quality DriveRancho Cordova, CA 95670

Benefits AdministratorMcKesson Benefits CenterPO Box 7139Rantoul, IL 61866-7139855.GO.MCKHR (855.466.2547)Press 1 for Health, Vitality and Pension questions.

Type of AdministrationThe plan is fully insured and the plan sponsor has entered into an agreement with VSP to provide benefits. VSP has sole and complete discretionary authority to administer and interpret the provisions of the plan. Claims for benefits are sent directly to VSP and VSP (not McKesson) is financially and solely responsible for adjudicating claims and paying approved claims.

Funding Medium/Source of ContributionsBenefits are provided under an insurance contract entered into between McKesson and VSP. Claims are sent to VSP and VSP is responsible for paying approved claims, not McKesson.

Premiums for employees and their dependents are paid in part by McKesson out of its general assets, and in part by employees. The employee portion of the cost of coverage may be paid through before-tax or after-tax payroll deductions. The employee contribution rate to pay for coverage is set by McKesson and may be adjusted from time to time.

Plan YearAll related financial records are kept on a plan year basis from April 1 to March 31.

Participating EmployersA participating employer is any corporation that is a subsidiary of or affiliated with McKesson, whose employees are authorized by the Company to participate in the plan as described in this summary plan description. A complete list of participating employers and information regarding whether a particular employer participates in the plan may be obtained on written request to the plan administrator.

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Appendix F Your Rights Under the Plan

Your Rights under ERISA

As a participant in the plan you are entitled to certain rights and protections under the Employee Retirement Income Security Act (ERISA). ERISA provides that all plan participants shall be entitled to:

Receive Information About Your Plan and BenefitsExamine, without charge, at the plan administrator’s office and at other specified locations, such as worksites, all documents governing the plan, including insurance contracts and collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration.

Obtain, upon written request to the plan administrator, copies of documents governing the operation of the plan, including insurance contracts and collective bargaining agreements, and copies of the latest annual report (Form 5500 Series) and updated summary plan description. The administrator may make a reasonable charge for the copies.

Receive a summary of the plan’s annual financial report. The plan administrator is required by law to furnish each participant with a copy of this summary annual report.

Continue Group Plan CoverageContinue healthcare coverage for yourself, spouse (or domestic partner), or dependents if there is a loss of coverage under the plan as a result of a qualifying event. You or your dependents may have to pay for such coverage. Review this summary plan description and the documents governing the plan on the rules governing your COBRA continuation coverage rights.

Reduction or elimination of exclusionary periods of coverage for preexisting conditions under your group plan, if you have creditable coverage from another plan. You should be provided a certificate of creditable coverage, free of charge, from your group plan or health insurance issuer when you lose coverage under the plan, when you become entitled to elect COBRA continuation coverage, when your COBRA continuation coverage ceases, if you request it before losing coverage, or if you request it up to 24 months after losing coverage. Without evidence of creditable coverage, you may be subject to a preexisting condition exclusion for 12 months (18 months for late enrollees) after your enrollment date in your coverage.

Prudent Actions by Plan FiduciariesIn addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your plan, called “fiduciaries” of the plan, have a duty to do so prudently and in the interest of you and other plan participants and beneficiaries. No one, including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising your rights under ERISA.

Enforce Your RightsIf your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of plan documents or the latest annual report from the plan, do not receive them within 30 days, and you have exhausted the plan’s claim and appeal procedures, you may file suit in a federal court. In such case, the court may require the plan administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the plan administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court, but only after you have exhausted the plan’s claim and appeal procedures. In addition, if you disagree with the plan’s decision or lack thereof concerning the qualified status of a medical child support order, you may file suit in federal court. If it should happen that plan fiduciaries misuse the plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.

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Appendix F Your Rights Under the Plan

Your Rights under ERISA (continued)

Assistance with Your QuestionsIf you have any questions about your plan, you should contact the plan administrator. If you have any questions about this statement or about your rights under the Employee Retirement Income Security Act (ERISA), or if you need assistance in obtaining documents from the plan administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

No Employment Contract

Nothing in the plan or this summary plan description gives any rights of continued employment to any employee or in any way prohibits changes in the terms and conditions of, or the termination of, employment of any employee covered by the plan.

No Retroactive Termination of Coverage

Generally, coverage under the plan may not be terminated retroactively. However, coverage will be retroactively canceled or terminated (“rescinded”) if an enrollee acts fraudulently or intentionally makes any material misrepresentation of fact. Each enrollee is responsible for providing accurate and true information to VSP and McKesson representatives. This includes, but is not limited to, providing accurate information about family status, place of residence, age, relationships and other information that is required to enroll in the plan and to receive benefits under the plan.

It is each enrollee’s responsibility to notify VSP and McKesson representatives immediately if any previously furnished information is no longer correct (e.g., if a spouse ceases to be eligible because of divorce or legal separation or if a child ceases to qualify as a dependent). Failure to do so will result in retroactive cancellation of coverage of the enrollee and his/her covered dependents. The enrollee will also be required to make the plan whole for any losses incurred on account of the fraud, misrepresentation or material omission. Coverage is also retroactively canceled upon an enrollee’s failure to pay any required contributions, regardless of the reason for non-payment.

No Vested Interest

No individual has any rights under the plan except as and only to the extent expressly provided in the official plan documents/insurance contract.

Plan Amendment and Termination

Nothing in the plan or this summary plan description shall prevent any future amendments to the benefits provided under the plan, or the contributions or eligibility criteria required for participation in the plan. The Company reserves the right to amend or terminate the plan at any time and for any reason. This includes, but is not limited to, increasing contributions or reducing benefits.

Plan Interpretation and Authority to Delegate

The plan administrator has the sole and exclusive right and discretionary authority to interpret the terms and provisions of the plan and to determine any and all questions arising in connection with the administration thereof, and to delegate such authority and discretion to designated person or persons, including the claims administrator.

Protected Health Information

McKesson is committed to protecting the privacy and security of participants’ health information and has undertaken efforts to comply with all applicable laws and regulations intended to protect the privacy and security of such information, including the privacy regulations of the Health Insurance Portability and Accountability Act (HIPAA). If you have any questions regarding the plan’s privacy policies and procedures, please refer to the Notice of Privacy Practices provided to you upon your enrollment. If you need another copy of the Notice, please call the HR Support Center.

The plan’s privacy practices may be changed at any time at the plan administrator’s sole discretion. If any material revision is made to the plan’s Notice of Privacy Practices, the revised notice will be distributed in accordance with applicable law.

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Appendix G VSP Evidence of Coverage (VSP Booklet)

Group Vision Care Plan

Vision Care for Life

EVIDENCE OF COVERAGE &

DISCLOSURE FORM

Provided by: VISION SERVICE PLAN

3333 Quality Drive, Rancho Cordova, CA 95670

(916) 851-5000 (800) 877-7195

THIS EVIDENCE OF COVERAGE AND DISCLOSURE FORM DISCLOSES THE TERMS AND CONDITIONS OF COVERAGE. PLEASE READ THE FORM COMPLETELY AND CAREFULLY. INDIVIDUALS WITH SPECIAL HEALTHCARE NEEDS SHOULD CAREFULLY READ THOSE SECTIONS THAT APPLY TO THEM. ALL APPLICANTS HAVE A RIGHT TO REVIEW THE EVIDENCE OF COVERAGE AND DISCLOSURE FORM PRIOR TO ENROLLMENT.

CARISK-00890 10/07/15 Rnn

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To be filled in by employer in the event this document is used to develop a Summary Plan Description: NAME OF EMPLOYER: NAME OF PLAN: PRINCIPAL ADDRESS: EMPLOYER I.D.#: PLAN #: PLAN ADMINISTRATOR: ADDRESS: PHONE NUMBER: REGISTERED AGENT FOR SERVICE OF LEGAL PROCESS, IF DIFFERENT FROM PLAN ADMINISTRATOR: ADDRESS: THIS EVIDENCE OF COVERAGE AND DISCLOSURE FORM CONSTITUTES ONLY A SUMMARY OF THE TERMS AND CONDITIONS OF COVERAGE. THE PLAN CONTRACT ITSELF SHOULD BE CONSULTED TO DETERMINE GOVERNING TERMS AND CONDITIONS OF COVERAGE.

DEFINITIONS: ADDITIONAL BENEFIT RIDER

The document attached to this Evidence of Coverage,, when purchased by Group, which lists selected vision care services and vision care materials that a Covered Person is entitled to receive by virtue of the Plan.

ANISOMETROPIA A condition of unequal refractive state for the two eyes, one eye requiring a different lens correction than the

other. BENEFIT AUTHORIZATION Authorization issued by VSP identifying the individual named as a Covered Person of VSP, and identifying

those Plan Benefits to which a Covered Person is entitled. COPAYMENTS Any amounts required to be paid by or on behalf of a Covered Person for Plan Benefits which are not fully

covered. COVERED PERSON An Enrollee or Eligible Dependent who meets VSP’s eligibility criteria and on whose behalf Premiums have

been paid to VSP, and who is covered under this plan. ELIGIBLE DEPENDENT Any legal dependent of an Enrollee of Group who meets the criteria for eligibility established by Group and

approved by VSP under section VI. ELIGIBILITY FOR COVERAGE of the Group Plan document maintained by your Group Administrator under which such Enrollee is covered.

EMERGENCY CONDITION A condition, with sudden onset and acute symptoms, that requires the Covered Person to obtain immediate

medical care, or an unforeseen occurrence requiring immediate, non-medical action. ENROLLEE An employee or member of Group who meets the criteria for eligibility specified under section VI. ELIGIBILITY

FOR COVERAGE of the Group Plan document maintained by your Group Administrator. EXPERIMENTAL NATURE Procedure or lens that is not used universally or accepted by the vision care profession, as determined by

VSP. GROUP An employer or other entity which contracts with VSP for coverage under this plan in order to provide vision

care coverage to its Enrollees and their Eligible Dependents.

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KERATOCONUS A development or dystrophic deformity of the cornea in which it becomes coneshaped due to a thinning and stretching of the tissue in its central area.

MEMBER DOCTOR An optometrist or ophthalmologist licensed and otherwise qualified to practice vision care and/or provide vision care materials who has contracted with VSP to provide vision care services and/or vision care materials on behalf of Covered Persons of VSP.

NON-MEMBER PROVIDER Any optometrist, optician, ophthalmologist, or other licensed and qualified vision care provider who has not

contracted with VSP to provide vision care services and/or vision care materials to Covered Persons of VSP. PLAN BENEFITS The vision care services and vision care materials which a Covered Person is entitled to receive by virtue of

coverage under this plan, as defined on the enclosed insert or in the Schedule of Benefits attached as Exhibit A to the Group Plan document maintained by your Group Administrator.

PREMIUMS The payments made to VSP by or on behalf of a Covered Person to entitle him/her to Plan Benefits, as stated

in the Schedule of Premiums attached as Exhibit B to the Group Plan document maintained by your Group Administrator.

RENEWAL DATE The date on which this plan shall renew or terminate if proper notice is given. SCHEDULE OF BENEFITS The document, attached as Exhibit A to the Group Plan document maintained by your Group Administrator,

which lists the vision care services and vision care materials which a Covered Person is entitled to receive by virtue of this plan.

SCHEDULE OF PREMIUMS The document, attached as Exhibit B to the Group Plan document maintained by your Group Administrator,

which states the payments to be made to VSP by or on behalf of a Covered Person to entitle him/her to Plan Benefits.

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ELIGIBILITY FOR COVERAGE Enrollees: To be eligible for coverage, a person must currently be an employee or member of the Group, and meet the criteria established in the coverage criteria mutually agreed upon by Group and VSP. Eligible Dependents: If dependent coverage is provided, the persons eligible for coverage as dependents shall include the legal spouse of any Enrollee, and any child of an Enrollee who has not attained the limiting age as shown on the enclosed insert, including any natural child from the moment of birth, legally adopted child from the moment of placement for adoption with the Enrollee, or other child for whom a court holds the Enrollee responsible. A dependent, unmarried child over the limiting age as shown on the enclosed insert may continue to be eligible as a dependent if the child is incapable of self-sustaining employment because of mental or physical disability, and chiefly dependent upon the Enrollee for support and maintenance. ANNUAL ENROLLMENT/DISENROLLMENT Except for new Enrollees joining this plan, Enrollees and Eligible Dependents shall have the right to become covered or cancel coverage once each year during the thirty (30) day period beginning sixty (60) days prior to the anniversary of the effective date of this plan (or as may otherwise be allowed by mutual agreement between the Group and VSP). Any such coverage or cancellation of coverage may be accomplished only by Group giving VSP written notice thereof on behalf of the Enrollee or Eligible Dependent before the end of the prescribed thirty (30) day period and will take effect on the anniversary date following receipt of such notice. PREMIUMS Your Group is responsible for payments to VSP of the periodic charges for your coverage. You will be notified of your share of the charges, if any, by your Group. The entire cost of the program is paid to VSP by your Group.

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PROCEDURES FOR USING THIS PLAN PLEASE READ THE FOLLOWING INFORMATION SO YOU WILL KNOW FROM WHOM OR WHAT GROUP OF PROVIDERS HEALTH CARE MAY BE OBTAINED. 1. When you desire to obtain Plan Benefits from a Member Doctor, you should contact a Member Doctor or VSP. A list of names, addresses, and

phone numbers of Member Doctors in your geographic location can be obtained from your Group, Plan Administrator, or VSP. If this list does not cover the geographic area in which you desire to seek services, you may call or write the VSP office nearest you to obtain one which does.

2. If you are eligible for Plan Benefits, VSP will provide Benefit Authorization directly to the Member Doctor. If you contact a Member Doctor

directly, you must identify yourself as a VSP member so the doctor knows to obtain Benefit Authorization from VSP. 3. When such Benefit Authorization is provided by VSP and services are performed prior to the expiration date of the Benefit Authorization, this will

constitute a claim against this plan in spite of your termination of coverage or the termination of this plan. Should you receive services from a Member Doctor without such Benefit Authorization or obtain services from a provider who is not a Member Doctor, you are responsible for payment in full to the provider.

4. You pay only the Copayment (if any) to the Member Doctor for the services covered by this plan. VSP will pay the Member Doctor directly

according to their agreement with the doctor. VSP reimburses its Member Doctors on a fee-for-service basis. There are no incentives or financial bonuses paid to Member Doctors for services covered under this plan.

Note: If you are eligible for and obtain Plan Benefits from a Non-Member Provider, you should pay the provider his full fee. You will be reimbursed by VSP in accordance with the Non-Member Provider reimbursement schedule shown on the enclosed insert, less any applicable Copayments.

5. In emergency conditions, when immediate vision care of a medical nature such as for bodily trauma or disease is necessary, Covered Person

can obtain covered services by contacting a Member Doctor (or Out-of-Network Provider if the attached Schedule of Benefits indicates Covered Person’s Plan includes such coverage). No prior approval from VSP is required for Covered Person to obtain vision care for Emergency Conditions of a medical nature. However, services for medical conditions, including emergencies, are covered by VSP only under the Acute EyeCare and Primary EyeCare Plans. If coverage for one of these plans is not indicated on the attached Schedule of Benefits or Addendum, Covered Person is not covered by VSP for medical services and should contact a physician under Covered Person’s medical insurance plan for care. For emergency conditions of a non-medical nature, such as lost, broken or stolen glasses, the Covered Person should contact VSP’s Customer Service Department for assistance.

Emergency vision care is subject to the same benefit frequencies, plan allowances, Copayments and exclusions stated herein. Reimbursement to Member Doctors will be made in accordance with their agreement with VSP.

6. In the event of termination of a Member Doctor’s membership in VSP, VSP will remain liable to the Member Doctor for services rendered to you

at the time of termination and permit Member Doctor to continue to provide you with Plan Benefits until the services are completed or until VSP makes reasonable and appropriate arrangements for the provision of such services by another authorized doctor.

BENEFIT AUTHORIZATION PROCESS VSP authorizes Plan Benefits according to the latest eligibility information furnished to VSP by Covered Person's Group and the level of coverage (i.e. service frequencies, covered materials, reimbursement amounts, limitations, and exclusions) purchased for Covered Person by Group under this Plan. When Covered Person requests services under this Plan, Covered Person's prior utilization of Plan Benefits will be reviewed by VSP to determine if Covered Person is eligible for new services based upon Covered Person's Plan’s level of coverage. Please refer to the attached Schedule of Benefits for a summary of the level of coverage provided to Covered Person by Group. A. Appeals: If VSP denies the doctor’s request for prior authorization, the doctor, Covered Person or the Covered Person’s authorized

representative may request an appeal of the denial. Please refer to the section on Claim Appeals, below, for details on how to request an appeal. VSP shall provide the requestor with a final review determination within thirty (30) calendar days from the date the request is received. A second level appeal, and other remedies as described below, is also available. VSP shall resolve any second level appeal within thirty (30) calendar days. Covered Person may designate any person, including the provider, as Covered Person’s authorized representative.

For more information regarding VSP’s criteria for authorizing or denying Plan Benefits, please contact VSP’s Customer Service Department.

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BENEFITS AND COVERAGES Through its Member Doctors, VSP provides Plan Benefits to Covered Persons, subject to the limitations, exclusions, and Copayment(s) described herein. When you wish to obtain Plan Benefits from a Member Doctor, you should contact the Member Doctor of your choice, identify yourself as a VSP member, and schedule an appointment. If you are eligible for Plan Benefits, VSP will provide Benefit Authorization for you directly to the Member Doctor prior to your appointment. IMPORTANT: The benefits described below are typical services and materials available under most VSP plans. However, the actual Plan Benefits provided to you by your Group may be different. Refer to the attached Schedule of Benefits and/or Disclosure to determine your specific Plan Benefits. 1. Eye Examination: A complete initial vision analysis which includes an appropriate examination of visual functions, including the prescription of

corrective eyewear where indicated. Each Covered Person is entitled to a Eye Examination as indicated on the enclosed insert. 2. Lenses: The Member Doctor will order the proper lenses necessary for your visual welfare. The doctor shall verify the accuracy of the finished

lenses. Each Covered Person is entitled to new lenses as indicated on the enclosed insert. 3. Frames: The Member Doctor will assist in the selection of frames, properly fit and adjust the frames, and provide subsequent adjustments to

frames to maintain comfort and efficiency. Each Covered Person is entitled to new frames as indicated on the enclosed insert. 4. Contact lenses: Unless otherwise indicated on the enclosed insert, contact lenses are available under this Plan in lieu of all other lens and

frame benefits described herein.

When you obtain Necessary contact lenses from a Member Doctor, professional fees and materials will be covered as indicated on the enclosed insert. When Elective contact lenses are obtained from a Member Doctor, VSP will provide an allowance toward the cost of professional fees and materials. A 15% discount shall also be applied to the Member Doctor’s usual and customary professional fees for contact lens evaluation and fitting. Contact lens materials are provided at the Member Doctor’s usual and customary charges.

5. If you elect to receive vision care services from one of the Member Doctors, Plan Benefits are provided subject only to your payment of any

applicable Copayment. If your Plan includes Non-Member Provider coverage and you choose to obtain Plan Benefits from a Non-Member Provider, you should pay the Non-Member Provider his full fee. VSP will reimburse you in accordance with the reimbursement schedule shown on the enclosed insert, less any applicable Copayment. THERE IS NO ASSURANCE THAT THE SCHEDULE WILL BE SUFFICIENT TO PAY FOR THE EXAMINATION OR THE MATERIALS. Availability of services under the Non-Member Provider reimbursement schedule is subject to the same time limits and Copayments as those described for Member Doctor services. Services obtained from a Non-Member Provider are in lieu of obtaining services from a Member Doctor and count toward plan benefit frequencies.

6. Low Vision Services and Materials (applicable only if included in your Plan Benefits outlined on the enclosed insert): The Low Vision Benefit

provides special aid for people who have acuity or visual field loss that cannot be corrected with regular lenses. If a Covered Person falls within this category, he or she will be entitled to professional services as well as ophthalmic materials including but not limited to supplemental testing, evaluations, visual training, low vision prescription services, plus optical and non-optical aids, subject to the frequency and benefit limitations as outlined on the enclosed insert. Consult your Member Doctor for details.

COPAYMENT The benefits described herein are available to you subject only to your payment of any applicable Copayment(s) as described in this booklet and on the enclosed insert. ANY ADDITIONAL CARE, SERVICE AND/OR MATERIALS NOT COVERED BY THIS PLAN MAY BE ARRANGED BETWEEN YOU AND THE DOCTOR.

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EXCLUSIONS AND LIMITATIONS OF BENEFITS Some brands of spectacle frames may be unavailable for purchase as Plan Benefits, or may be subject to additional limitations. Covered Persons may obtain details regarding frame brand availability from their VSP Member Doctor or by calling VSP’s Customer Care Division at (800) 877-7195. This Plan is designed to cover visual needs rather than cosmetic materials. If you select any of the following extras, this Plan will pay the basic cost of the allowed lenses or frames, and you will be responsible for the additional costs for the options, unless the extra is defined as a Plan Benefit in the enclosed Schedule of Benefits insert.

• Optional cosmetic processes. • Anti-reflective coating. • Color coating. • Mirror coating. • Scratch coating. • Blended lenses. • Cosmetic lenses. • Laminated lenses. • Oversize lenses. • Polycarbonate lenses. • Photochromic lenses, tinted lenses except Pink #1 and Pink #2. • Progressive multifocal lenses. • UV (ultraviolet) protected lenses. • Certain limitations on low vision care. NOT COVERED There is no benefit under this plan for professional services or materials connected with: • Orthoptics or vision training and any associated supplemental testing; plano lenses (less than ±.50 diopter power); or two pair of glasses in lieu

of bifocals. • Replacement of lenses and frames furnished under this plan which are lost or broken except at the normal intervals when services are

otherwise available. • Medical or surgical treatment of the eyes. • Corrective vision treatment of an Experimental Nature. • Costs for services and/or materials above Plan Benefit allowances indicated on the enclosed insert. • Services/materials not indicated as covered Plan Benefits on the enclosed insert. LIABILITY IN EVENT OF NON-PAYMENT In the event VSP fails to pay the provider, you shall not be liable for any sums owed by VSP other than those not covered by the policy.

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COMPLAINTS AND GRIEVANCES If Covered Person ever has a question or problem, Covered Person’s first step is to call VSP’s Customer Service Department. The Customer Service Department will make every effort to answer Covered Person’s question and/or resolve the matter informally. If a matter is not initially resolved to the satisfaction of a Covered Person, the Covered Person may communicate a complaint or grievance to VSP orally or in writing by using the complaint form that may be obtained upon request from the Customer Service Department. Complaints and grievances include disagreements regarding access to care, or the quality of care, treatment or service. Covered Persons also have the right to submit written comments or supporting documentation concerning a complaint or grievance to assist in VSP’s review. VSP will resolve the complaint or grievance within thirty (30) days after receipt. Claim Payments and Denials A. Initial Determination: VSP will pay or deny claims within thirty (30) calendar days of the receipt of the claim from the Covered Person or Covered Person’s authorized representative. In the event that a claim cannot be resolved within the time indicated VSP may, if necessary, extend the time for decision by no more than fifteen (15) calendar days. B. Request for Appeals: If a Covered Person’s claim for benefits is denied by VSP in whole or in part, VSP will notify the Covered Person in writing of the reason or reasons for the denial. Within one hundred eighty (180) days after receipt of such notice of denial of a claim, Covered Person may make a verbal or written request to VSP for a full review of such denial. The request should contain sufficient information to identify the Covered Person for whom a claim for benefits was denied, including the name of the VSP Enrollee, Member Identification Number of the VSP Enrollee, the Covered Person’s name and date of birth, the name of the provider of services and the claim number. The Covered Person may state the reasons the Covered Person believes that the claim denial was in error. The Covered Person may also provide any pertinent documents to be reviewed. VSP will review the claim and give the Covered Person the opportunity to review pertinent documents, submit any statements, documents, or written arguments in support of the claim, and appear personally to present materials or arguments. Covered Person or Covered Person’s authorized representative should submit all requests for appeals to:

VSP Member Appeals

3333 Quality Drive Rancho Cordova, CA 95670

(800) 877-7195 VSP’s determination, including specific reasons for the decision, shall be provided and communicated to the Covered Person within thirty (30) calendar days after receipt of a request for appeal from the Covered Person or Covered Person’s authorized representative. When Covered Person has completed all appeals mandated by the Employee Retirement Income Security Act of 1974 (“ERISA”), additional voluntary alternative dispute resolution options may be available, including mediation and arbitration. Covered Person should contact the U. S. Department of Labor or the State insurance regulatory agency for details. Additionally, under ERISA (Section 502(a)(1)(B)) [29 U.S.C. 1132(a)(1)(B)], Covered Person has the right to bring a civil (court) action when all available levels of denied claims, including the appeal process, have been completed, the claims were not approved in whole or in part, and Covered Person disagrees with the outcome. C. Review by the Department of Managed Health Care: The California Department of Managed Health Care is responsible for regulating health care service plans. If you have a grievance against VSP, you should first telephone VSP at (800) 877-7195 and use VSP’s health plan grievance process before contacting the Department. Utilizing this grievance procedure does not prohibit any potential legal rights or remedies that may be available to you. If you need help with any grievance involving an emergency, a grievance that has not been satisfactorily resolved by VSP, or a grievance that has remained unresolved for more than 30 days, you may call the Department for assistance. You may also be eligible for an Independent Medical Review (IMR). If you are eligible for IMR, the IMR process will provide an impartial review of medical decisions made by a health plan related to the medical necessity of a proposed service or treatment, coverage for treatments that are experimental or investigational in nature and payment disputes for emergency or urgent medical services. The Department also has a toll-free telephone number (1-888-466-2219) and a TDD line (1-877-688-9891) for the hearing and speech impaired. The Department’s Web site http://www.hmohelp.ca.gov has complaint forms, IMR application forms and instructions online. ARBITRATION Any dispute or question arising between VSP and Group or any Covered Person involving the application, interpretation, or performance under this plan shall be settled, if possible, by amicable and informal negotiations. This will allow such opportunity as may be appropriate under the circumstances for fact-finding and mediation. If any issue cannot be resolved in this fashion, it shall be submitted to arbitration. The procedure for arbitration hereunder shall be conducted pursuant to the Rules of the American Arbitration Association.

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TERMINATION OF BENEFITS Terms and cancellation conditions of this plan are shown on the enclosed insert. Plan Benefits will cease on the date of cancellation of this plan whether the cancellation is by Group or by VSP due to non-payment of Premium. If service is being rendered to you as of the termination date of this plan, such service shall be continued to completion, but in no event beyond six (6) months after the termination date of this plan. INDIVIDUAL CONTINUATION OF BENEFITS This program is available to groups of a minimum of ten (10) employees and is, therefore, not available on an individual basis. When a Group terminates its coverage, individual coverage is not available for Enrollees of the Group who may desire to retain their coverage. THE CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF 1985 (COBRA) The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires that, under certain circumstances, health plan benefits available to an eligible Enrollee and his or her Eligible Dependents be made available for purchase by said persons upon the occurrence of a COBRA-qualifying event. If, and only to the extent COBRA applies, VSP shall make the statutorily-required continuation coverage available for purchase in accordance with COBRA.

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VISION SERVICE PLAN 3333 Quality Drive

Rancho Cordova, CA 95670

Group Name: MCKESSON CORPORATION Plan Number: 12117878 Effective Date: JULY 1, 2018 Plan Term: FORTY-EIGHT (48) MONTHS FROM JANUARY 1, 2016

VISION CARE PLAN

DISCLOSURE FORM AND EVIDENCE OF COVERAGE

PLAN ADMINISTRATOR: McKesson

(Name)

1 Post Street, 30th Floor

(Address)

San Francisco, CA 94104-5234

(City, State, Zip)

MONTHLY PREMIUM: YOUR GROUP IS RESPONSIBLE FOR PAYMENT TO VISION SERVICE PLAN OF THE PERIODIC CHARGES FOR YOUR COVERAGE. YOU WILL BE NOTIFIED OF YOUR SHARE OF THE CHARGES, IF ANY, BY YOUR GROUP.

ELIGIBILITY: ENROLLEES & ELIGIBLE DEPENDENTS: DEPENDENT CHILDREN ARE COVERED TO THE

END OF THE MONTH IN WHICH THEY TURN AGE 26. THE WAITING PERIOD IS THE SAME AS YOUR OTHER HEALTH BENEFITS.

PLAN AND SCHEDULE: VSP PLAN

EXAMINATION: ONCE EVERY PLAN YEAR*

LENSES: ONCE EVERY PLAN YEAR* FRAMES: ONCE EVERY TWO PLAN YEARS*

*PLAN YEAR BEGINS JANUARY 1ST.

TERM, TERMINATION AND RENEWAL: AFTER THE PLAN TERM, THIS PLAN WILL CONTINUE ON A MONTH TO MONTH BASIS OR UNTIL TERMINATED BY EITHER PARTY GIVING THE OTHER SIXTY (60) DAYS PRIOR WRITTEN NOTICE.

TYPE OF ADMINISTRATION: BENEFITS ARE FURNISHED UNDER A VISION CARE PLAN PURCHASED BY THE GROUP AND PROVIDED BY VISION SERVICE PLAN (VSP) UNDER WHICH VSP IS FINANCIALLY RESPONSIBLE FOR THE PAYMENT OF CLAIMS.

VSP'S ADDRESS IS: VISION SERVICE PLAN 3333 QUALITY DRIVE RANCHO CORDOVA, CA 95670

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SCHEDULE OF BENEFITS

GENERAL This Schedule and any Additional Benefit Rider(s), when purchased by Group, attached hereto list the vision care services and vision care materials to which Covered Persons of VSP are entitled, subject to any Copayments and other conditions, limitations and/or exclusions stated herein. If Plan Benefits are available for Non-Member Provider services as indicated by the reimbursement provisions below, vision care services and vision care materials may be received from any licensed optometrist, ophthalmologist, or dispensing optician, whether Member Doctors or Non-Member Providers. Member Doctors are those doctors who have agreed to participate in VSP’s Choice Network. When Plan Benefits are received from Member Doctors, benefits appearing in the first column below are applicable subject to any Copayment(s) as stated below. When Plan Benefits are available and received from Non-Member Providers, you are reimbursed for such benefits according to the schedule in the second column below less any applicable Copayment.

PLAN BENEFITS MEMBER

DOCTOR BENEFIT NON-MEMBER OVIDER BENEFIT

VISION CARE SERVICES Vision Examination Covered in Full* Up to $ 45.00*

VISION CARE MATERIALS Lenses Single Vision Covered in Full* Up to $ 30.00* Bifocal Covered in Full* Up to $ 50.00* Trifocal Covered in Full* Up to $ 65.00* Lenticular Covered in Full* Up to $ 100.00* Standard Progressive Lenses covered in full.

Frames Covered up to Plan Allowance* Up to $ 70.00*

CONTACT LENSES Necessary Professional Fees and Materials Covered in Full* Up to $ 210.00* Elective Professional Fees** and Materials Up to $ 150.00 Up to $ 105.00

Necessary Contact Lenses are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Member Doctor or Non-Member Provider. Prior review and approval by VSP are not required for Covered Person to be eligible for Necessary Contact Lenses. When contact lenses are obtained, the Covered Person shall not be eligible for lenses and frames again for one plan year. *Subject to Copayment, if any. **15% discount applies to Member Doctor's usual and customary professional fees for contact lens evaluation and fitting.

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COPAYMENT There shall be a Copayment of $15.00 for the examination payable by the Covered Person to the Member Doctor at the time services are rendered. If materials (lenses and frames) are provided, there shall be an additional $25.00 Copayment payable at the time the materials are ordered. However, the Copayment for materials shall not apply to Elective Contact Lenses. LOW VISION Professional services for severe visual problems not corrected with regular lenses, including: Supplemental Testing Covered in Full Up to $125.00 (includes evaluation, diagnosis and prescription of vision aids where indicated) Supplemental Aids 75% of cost 75% of cost Maximum allowable for all Low Vision benefits of $1000.00 every two (2) years. THIS EVIDENCE OF COVERAGE CONSTITUTES ONLY A SUMMARY OF THE VISION PLAN. THE VISION PLAN DOCUMENT MUST BE CONSULTED TO DETERMINE THE EXACT TERMS AND CONDITIONS OF COVERAGE.

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PLAN BENEFITS AFFILIATE PROVIDERS GENERAL Affiliate Providers are providers of Covered Services and Materials who are not contracted as Member Doctors but who have agreed to bill VSP directly for Plan Benefits provided pursuant to this Schedule. However, some Affiliate Providers may be unable to provide all Plan Benefits included in this Schedule. Covered Person should discuss requested services with their provider or contact VSP Customer Care for details. BENEFIT PERIOD A twelve-month period beginning on January 1st and ending on December 31st. COPAYMENT There shall be a Copayment of $15.00 for the examination payable by the Covered Person at the time services are rendered. If materials (lenses and frames) are provided, there shall be an additional $25.00 Copayment payable at the time the materials are ordered. The Copayment for materials shall not apply to Elective Contact Lenses. COVERED SERVICES AND MATERIALS EYE EXAMINATION- Covered in full* once every 12 months** Comprehensive examination of visual functions and prescription of corrective eyewear. LENSES - Covered in full* once every 12 months** Spectacle Lenses (Single, Lined Bifocal, or Lined Trifocal ) Standard Progressive Lenses covered in full. FRAMES - Covered up to the Plan allowance* once every 24 months** CONTACT LENSES ELECTIVE Elective Contact Lenses are covered up to $150.00 once every 12 months** The Elective Contact Lens allowance applies to materials only. NECESSARY Necessary Contact Lenses are covered up to $210.00* once every 12 months** Necessary Contact Lenses are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Doctor. Contact Lenses are provided in place of spectacle lens and frame benefits available herein. *Less any applicable Copayment. **Beginning with the first day of the Benefit Period. When contact lenses are obtained, the Covered Person shall not be eligible for lenses and frames again for one plan year.

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LOW VISION Professional services for severe visual problems not correctable with regular lenses, including: Supplemental Testing: Up to $ 125.00† -Includes evaluation, diagnosis and prescription of vision aids where indicated. Supplemental Aids: 75% of Affiliate Provider’s fee up to $1000.00† †Maximum benefit for all Low Vision services and materials is $1000.00 every two (2) years and a maximum of two supplemental tests within a two-year period Low Vision Services are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Doctor. EXCLUSIONS AND LIMITATIONS OF BENEFITS

1. Exclusions and limitations of benefits described above for Member Doctors shall also apply to services rendered by Affiliate Providers.

2. Services from an Affiliate Provider are in lieu of services from a Member Doctor or a Non-Member Provider.

3. VSP is unable to require Affiliate Providers to adhere to VSP’s quality standards.

4. Where Affiliate Providers are located in membership retail environments, Covered Persons may be required to purchase a membership in such

entities as a condition of obtaining Plan Benefits.

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VISION SERVICE PLAN 3333 Quality Drive

Rancho Cordova, CA 95670 Group Name: MCKESSON CORPORATION Plan Number: 12117878 Effective Date: JULY 1, 2018 Plan Term: FORTY-EIGHT (48) MONTHS FROM JANUARY 1, 2016

VISION CARE PLAN

DISCLOSURE FORM AND EVIDENCE OF COVERAGE

PLAN ADMINISTRATOR: McKesson

(Name)

1 Post Street, 30th Floor

(Address)

San Francisco, CA 94104-5234

(City, State, Zip)

MONTHLY PREMIUM: YOUR GROUP IS RESPONSIBLE FOR PAYMENT TO VISION SERVICE PLAN OF THE PERIODIC CHARGES FOR YOUR COVERAGE. YOU WILL BE NOTIFIED OF YOUR SHARE OF THE CHARGES, IF ANY, BY YOUR GROUP.

ELIGIBILITY: ENROLLEES & ELIGIBLE DEPENDENTS: DEPENDENT CHILDREN ARE COVERED TO

THE END OF THE MONTH IN WHICH THEY TURN AGE 26. THE WAITING PERIOD IS THE SAME AS YOUR OTHER HEALTH BENEFITS.

PLAN AND SCHEDULE: VSP PLUS PLAN

EXAMINATION: ONCE EVERY PLAN YEAR*

LENSES: ONCE EVERY PLAN YEAR* FRAMES: ONCE EVERY PLAN YEAR*

*PLAN YEAR BEGINS JANUARY 1ST.

TERM, TERMINATION AND RENEWAL: AFTER THE PLAN TERM, THIS PLAN WILL CONTINUE ON A MONTH TO MONTH BASIS OR UNTIL TERMINATED BY EITHER PARTY GIVING THE OTHER SIXTY (60) DAYS PRIOR WRITTEN NOTICE.

TYPE OF ADMINISTRATION: BENEFITS ARE FURNISHED UNDER A VISION CARE PLAN PURCHASED BY THE GROUP AND PROVIDED BY VISION SERVICE PLAN (VSP) UNDER WHICH VSP IS FINANCIALLY RESPONSIBLE FOR THE PAYMENT OF CLAIMS.

VSP'S ADDRESS IS: VISION SERVICE PLAN 3333 QUALITY DRIVE RANCHO CORDOVA, CA 95670

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SCHEDULE OF BENEFITS

GENERAL This Schedule and any Additional Benefit Rider(s), when purchased by Group, attached hereto list the vision care services and vision care materials to which Covered Persons of VSP are entitled, subject to any Copayments and other conditions, limitations and/or exclusions stated herein. If Plan Benefits are available for Non-Member Provider services as indicated by the reimbursement provisions below, vision care services and vision care materials may be received from any licensed optometrist, ophthalmologist, or dispensing optician, whether Member Doctors or Non-Member Providers. Member Doctors are those doctors who have agreed to participate in VSP’s Choice Network. When Plan Benefits are received from Member Doctors, benefits appearing in the first column below are applicable subject to any Copayment(s) as stated below. When Plan Benefits are available and received from Non-Member Providers, you are reimbursed for such benefits according to the schedule in the second column below less any applicable Copayment.

PLAN BENEFITS MEMBER

DOCTOR BENEFIT NON-MEMBER PROVIDER BENEFIT

VISION CARE SERVICES Vision Examination Covered in Full* Up to $ 45.00*

VISION CARE MATERIALS Lenses Single Vision Covered in Full* Up to $ 30.00* Bifocal Covered in Full* Up to $ 50.00* Trifocal Covered in Full* Up to $ 65.00* Lenticular Covered in Full* Up to $ 100.00*

Frames Covered up to Plan Allowance* Up to $ 70.00*

CONTACT LENSES Necessary Professional Fees and Materials Covered in Full* Up to $ 210.00* Elective Professional Fees** and Materials Up to $ 200.00 Up to $ 105.00

Necessary Contact Lenses are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Member Doctor or Non-Member Provider. Prior review and approval by VSP are not required for Covered Person to be eligible for Necessary Contact Lenses. LENS OPTIONS Standard Progressive lenses covered in full. Premium Progressive lenses Covered in full1 Up to $ 50.00

1. Less $40.00 Copayment. *Subject to Copayment, if any. **15% discount applies to Member Doctor's usual and customary professional fees for contact lens evaluation and fitting.

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COPAYMENT There shall be a Copayment of $10.00 for the examination payable by the Covered Person to the Member Doctor at the time services are rendered. If materials (lenses and frames) are provided, there shall be an additional $10.00 Copayment payable at the time the materials are ordered. However, the Copayment for materials shall not apply to Elective Contact Lenses. Additionally, a separate Copayment as stated in the Lens Options section of this Schedule of Benefits shall also apply. LOW VISION Professional services for severe visual problems not corrected with regular lenses, including: Supplemental Testing Covered in Full Up to $125.00 (includes evaluation, diagnosis and prescription of vision aids where indicated) Supplemental Aids 75% of cost 75% of cost Maximum allowable for all Low Vision benefits of $1000.00 every two (2) years. THIS EVIDENCE OF COVERAGE CONSTITUTES ONLY A SUMMARY OF THE VISION PLAN. THE VISION PLAN DOCUMENT MUST BE CONSULTED TO DETERMINE THE EXACT TERMS AND CONDITIONS OF COVERAGE.

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40

PLAN BENEFITS AFFILIATE PROVIDERS GENERAL Affiliate Providers are providers of Covered Services and Materials who are not contracted as Member Doctors but who have agreed to bill VSP directly for Plan Benefits provided pursuant to this Schedule. However, some Affiliate Providers may be unable to provide all Plan Benefits included in this Schedule. Covered Person should discuss requested services with their provider or contact VSP Customer Care for details. BENEFIT PERIOD A twelve-month period beginning on January 1st and ending on December 31st. COPAYMENT There shall be a Copayment of $10.00 for the examination payable by the Covered Person at the time services are rendered. If materials (lenses and frames) are provided, there shall be an additional $10.00 Copayment payable at the time the materials are ordered. The Copayment for materials shall not apply to Elective Contact Lenses. COVERED SERVICES AND MATERIALS EYE EXAMINATION- Covered in full* once every 12 months** Comprehensive examination of visual functions and prescription of corrective eyewear. LENSES - Covered in full* once every 12 months** Spectacle Lenses (Single, Lined Bifocal, or Lined Trifocal ) Standard Progressive Lenses covered in full. LENS OPTIONS Premium Progressive Lenses-Covered in full1 once every 12 months** FRAMES - Covered up to the Plan allowance* once every 12 months** CONTACT LENSES ELECTIVE Elective Contact Lenses are covered up to $200.00 once every 12 months** The Elective Contact Lens allowance applies to materials only. NECESSARY Necessary Contact Lenses are covered up to $210.00* once every 12 months** Necessary Contact Lenses are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Doctor. Contact Lenses are provided in place of spectacle lens and frame benefits available herein. 1Less $40.00 Copayment. *Less any applicable Copayment. **Beginning with the first day of the Benefit Period.

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41

LOW VISION Professional services for severe visual problems not correctable with regular lenses, including: Supplemental Testing: Up to $ 125.00† -Includes evaluation, diagnosis and prescription of vision aids where indicated. Supplemental Aids: 75% of Affiliate Provider’s fee up to $1000.00† †Maximum benefit for all Low Vision services and materials is $1000.00 every two (2) years and a maximum of two supplemental tests within a two-year period Low Vision Services are a Plan Benefit when specific benefit criteria are satisfied and when prescribed by Covered Person's Doctor. EXCLUSIONS AND LIMITATIONS OF BENEFITS

1. Exclusions and limitations of benefits described above for Member Doctors shall also apply to services rendered by Affiliate Providers.

2. Services from an Affiliate Provider are in lieu of services from a Member Doctor or a Non-Member Provider.

3. VSP is unable to require Affiliate Providers to adhere to VSP’s quality standards.

4. Where Affiliate Providers are located in membership retail environments, Covered Persons may be required to purchase a membership in such

entities as a condition of obtaining Plan Benefits.

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42

ADDENDUM

VISION SERVICE PLAN ADDITIONAL BENEFIT RIDER

DIABETIC EYECARE PLUS PROGRAM GENERAL This Rider lists additional vision care benefits to which Covered Persons of VISION SERVICE PLAN ("VSP") are entitled, subject to any applicable Copayments and other conditions, limitations and/or exclusions stated herein or in the Schedule of Benefits with which it is associated. Plan Benefits under the Diabetic Eyecare Program are available to Covered Persons who have been diagnosed with type 1 or type 2 diabetes and specific ophthalmological conditions. This Rider forms a part of the Plan or Evidence of Coverage to which it is attached. ELIGIBILITY The following are Covered Persons under this Plan, pursuant to eligibility criteria established by Client: • Enrollee. • The legal spouse of Enrollee. • The domestic partner of the same or opposite gender as the Enrollee, and their dependent children. • Any child of Enrollee, including any natural child from the date of birth, legally adopted child from the date of placement for adoption with the

Enrollee, or other child for whom a court or administrative agency holds the Enrollee responsible. Dependent children are covered up to the end of the month in which they attain the age of 26 years. A dependent, unmarried child over the limiting age may continue to be eligible as a dependent if the child is incapable of self-sustaining employment because of mental or physical disability, and chiefly dependent upon Enrollee for support and maintenance. PROGRAM DESCRIPTION The Diabetic Eyecare Plus Program (“DEP Plus”) is intended to be a supplement to Covered Person's group medical plan. Providers will first submit a claim to Covered Person's group medical insurance plan, and then to VSP. Any amounts not paid by the medical plan will be considered for payment by VSP. (This is referred to as “Coordination of Benefits” or “COB." Please refer to the Coordination of Benefits section of Covered Person’s Evidence of Coverage for additional information regarding COB.) If Covered Person does not have a group medical plan, providers will submit claims directly to VSP. Examples of symptoms which may result in an Covered Person seeking services under DEP Plus may include, but are not limited to: • blurry vision • trouble focusing • transient loss of vision • “floating” spots Examples of conditions which may require management under DEP Plus may include, but are not limited to: • diabetic retinopathy • rubeosis • diabetic macular edema REFERRALS If Covered Person's Member Doctor cannot provide Covered Services, the doctor will refer the Covered Person to another Member Doctor or to a physician whose offices provide the necessary services. If the Covered Person requires services beyond the scope of DEP Plus, the Member Doctor will refer the Covered Person to a physician. Referrals are intended to insure that Covered Person receive the appropriate level of care for their presenting condition. Covered Persons do not require a referral from a Member Doctor in order to obtain Plan Benefits.

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PLAN BENEFITS VSP NETWORK DOCTORS COVERED SERVICES Eye Examination: Covered in full after a Copayment of $20.00. Special Ophthalmological Services: Covered in Full. EXCLUSIONS AND LIMITATIONS OF BENEFITS The Diabetic Eyecare Plus Program provides coverage for limited, vision-related medical services. A current list of these procedures will be made available to Covered Person upon request. The frequency at which these services may be provided is dependent upon the specific service and the diagnosis associated with such service. NOT COVERED 1. Services and/or materials not specifically included in this Rider as Plan Benefits. 2. Frames, lenses, contact lenses or any other ophthalmic materials. 3. Orthoptics or vision training and any associated supplemental testing. 4. Surgery of any type, and any pre- or post-operative services. 5. Treatment for any pathological conditions. 6. An eye exam required as a condition of employment. 7. Insulin or any medications or supplies of any type. 8. Local, state and/or federal taxes, except where VSP is required by law to pay. DIABETIC EYECARE PROGRAM DEFINITIONS Diabetes A disease where the pancreas has a problem either making, or making and using, insulin.

Type 1 Diabetes A disease in which the pancreas stops making insulin.

Type 2 Diabetes A disease in which the pancreas either makes too little insulin or cannot properly use the insulin it makes to

convert blood glucose to energy.

Diabetic Retinopathy

A weakening in the small blood vessels at the back of the eye.

Rubeosis

Abnormal blood vessel growth on the iris and the structures in the front of the eye.

Diabetic Macular Edema

Swelling of the retina in diabetes mellitus due to leaking of fluid from blood vessels within the macula.

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ADDENDUM

EVIDENCE OF COVERAGE & DISCLOSURE FORM Please note the following revisions to your Evidence of Coverage and Disclosure Form. Keep this document with your Evidence of Coverage and Disclosure Form for a complete and accurate description of your benefits. 1. The following provision is added to the section titled DEPENDENT ELIGIBILITY:

Domestic Partners: Domestic partners of the same or opposite gender as the Enrollee shall be covered pursuant to the Group's eligibility rules which are applicable to the Group's general medical benefits. The domestic partner’s dependent children are also covered provided they depend upon the Enrollee for support and maintenance.

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Summary of Benefits and Coverage VSP Choice Plan

Base Prepared for: MCKESSON CORPORATION Group ID: 12117878 Effective Date: JULY 1, 2018 The Affordable Care Act requires that health insurance companies and group health plans provide consumers with a simple and consistent benefit and coverage information document, beginning September 23, 2012. This document is a Summary of Benefits and Coverage (SBC). The grid below is being provided for your convenience and mirrors the sample SBC that the U.S. Department of Labor has published. All the information provided is relative to your plan and described in detail in the preceding Evidence of Coverage.

Common Services You Your cost if you use an Limitations and Medical May Need In-Network Out-of-Network Exceptions Event Provider Provider

If you or your dependents (if applicable) need eyecare

Eye Exam $15.00 Copay

Reimbursed up to $45.00 Exam covered in full every 12 months**

Frames, Lenses or Contacts

Glasses: $25.00 Copay (lenses and/or frames only);

Frames reimbursed up to $ 70.00 SV Lenses reimbursed up to $ 30.00 Bi-Focal Lenses reimbursed up to $ 50.00 Tri-Focal Lenses reimbursed up to $ 65.00 Lenticular Lenses reimbursed up to $100.00 ECL reimbursed up to $105.00

Frames covered every 24 months** Lenses covered every 12 months**

Fees

** Beginning with the first day of the Benefit Period.

Your Grievance and Appeals Rights: If you have a complaint or are dissatisfied with a denial of coverage for claims under your plan, you may be able to appeal or file a grievance. For questions about your rights, this notice, or assistance, you can contact: 800-877-7195.


46

Summary of Benefits and Coverage VSP Choice Plan Plus Plan

Premium Prepared for: MCKESSON CORPORATION Group ID: 12117878 Effective Date: JULY 1, 2018 The Affordable Care Act requires that health insurance companies and group health plans provide consumers with a simple and consistent benefit and coverage information document, beginning September 23, 2012. This document is a Summary of Benefits and Coverage (SBC). The grid below is being provided for your convenience and mirrors the sample SBC that the U.S. Department of Labor has published. All the information provided is relative to your plan and described in detail in the preceding Evidence of Coverage.

Common Services You Your cost if you use an Limitations and Medical May Need In-Network Out-of-Network Exceptions Event Provider Provider

If you or your dependents (if applicable) need eyecare

Eye Exam $10.00 Copay

Reimbursed up to $45.00 Exam covered in full every 12 months**

Frames, Lenses or Contacts

Glasses: $10.00 Copay (lenses and/or frames only);

Frames reimbursed up to $ 70.00 SV Lenses reimbursed up to $ 30.00 Bi-Focal Lenses reimbursed up to $ 50.00 Tri-Focal Lenses reimbursed up to $ 65.00 Lenticular Lenses reimbursed up to $100.00 ECL reimbursed up to $105.00

Frames covered every 12 months** Lenses covered every 12 months**

Fees

** Beginning with the first day of the Benefit Period.

Your Grievance and Appeals Rights: If you have a complaint or are dissatisfied with a denial of coverage for claims under your plan, you may be able to appeal or file a grievance. For questions about your rights, this notice, or assistance, you can contact: 800-877-7195.


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Glossary

The following words and phrases when used in this summary plan description will have the meanings as set forth below.

Calendar Year A period of one year beginning each January 1.

Child/ChildrenRefers to:

• A biological child of the first degree.

• A legally adopted child (including a child living with the adopting parents during the period of probation).

• A stepchild.

• A child of the domestic partner.

• A foster child.

• A child for whom the covered employee is the legal guardian

• A child permanently residing in the covered employee’s household and who receives at least one half of his/her support from the employee, provided the employee is related to the child by blood, marriage or domestic partnership.

• A newborn infant who is not a biological child of the first degree if before the birth of the infant good faith arrangements had been made by the covered employee legally to adopt the infant as soon as practicable after the infant’s birth, and these arrangements provide that the infant will reside after birth only in the household of the employee without any period of residence in the household of either biological parent (except for that period necessary if the birth takes place in the home of a biological parent), provided, however, that such a newborn infant will cease to be eligible for coverage as of the first date on which either the employee’s attempt to adopt the infant is finally disapproved by competent authorities or the employee abandons the attempt to adopt the infant.

• A child who is the subject of a qualified medical child support order.

Claims Administrator An outside firm with which the Company contracts to administer benefits under the plan and generally accepted insurance practices. The claims administrator for the Vision Program is Vision Service Plan (VSP).

CompanyMcKesson Corporation and any successor by merger, consolidation or otherwise that assumes the obligations of the Company under the plan.

Covered Family Members or Covered Person The employee, employee’s spouse/domestic partner and eligible dependent children who are enrolled in the plan.

Domestic Partner Refers to:• A same-sex or opposite-sex couple in a valid civil union as of

the date of the civil union as provided under applicable state law, or

• A domestic partnership registered with any state or local government domestic partnership registry as of the date provided under the applicable state or local registry law, or

• A same-sex or opposite-sex partnership as of the date that the partnership meets all of the following requirements: (1) the partnership is an intimate, committed relationship of mutual caring; and (2) the McKesson employee and the domestic partner share the same principal residence; and (3) the McKesson employee and the domestic partner agree to be responsible for each other’s basic living expenses during the domestic partnership and also agree that anyone who is owed these expenses can collect from either the employee or his/her domestic partner; and (4) the McKesson employee and the domestic partner are both age 18 or older (or the age of consent in the state of residence) and mentally competent to enter into contracts; and (5) the McKesson employee and the domestic partner are both not currently married nor legally separated; and (6) the McKesson employee and the domestic partner are not currently in a valid civil union; and (7) the McKesson employee and the domestic partner are not so closely related by blood that legal marriage would otherwise be prohibited; and (8) the McKesson employee and the domestic partner do not have a different domestic partner now; and (9) the McKesson employee and the domestic partner have not had a different domestic partner during the six-month period prior to their domestic partnership (Note: This does not apply if either the McKesson employee or domestic partner had a different domestic partner who died).

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Employee An active employee on the U.S. payroll of the Company, its subsidiaries or its affiliates who meets all of the following requirements:

• Is scheduled to work not less than 30 hours per week on a regular and continuous basis,

• Is performing in the customary manner all of the regular duties of his/her occupation either at one of the Company’s business establishments or at some location to which Company business requires the employee to travel, or is not performing his/her regular duties due to illness, provided that he/she has already commenced performing his/her regular duties of employment prior to his/her illness, and

• Is not in one of the excluded categories described below.

Notwithstanding the foregoing, the Company may exclude from participation in this plan designated employees or former employees who are covered by another employer’s plan.

Excluded Categories — “Employee” does not include an individual for any period in which he/she is:

• Covered by a health plan established pursuant to collective bargaining (other than this plan).

• Covered by another health plan to which the Company contributes.

• Designated by the Company, its subsidiaries or its affiliates as a seasonal or temporary employee.

• Compensated for services by a person other than the Company, its subsidiaries or its affiliates and for any reason is deemed to be an employee.

Glossary

• Not on the U.S. payroll of the Company, its subsidiaries or its affiliates and for any reason is deemed to be an employee.

• A leased employee within the meaning of Section 414(n) of the Internal Revenue Code, or would be a leased employee but for the period-of-service requirement of Code Section 414(n)(2)(B), and who is providing services to the Company, its subsidiaries or its affiliates.

• Subject to a written agreement that provides that such individual shall not be eligible to participate in the plan.

A “seasonal employee” means an individual hired to work for a portion of each year on a repetitive basis in a job designed to cover a seasonal operating need. A “temporary employee” means an individual hired to work for a limited period of time to perform a specific project with the understanding that once the project is complete, his/her service will no longer be required by the Company.

If, during any period, the Company, its subsidiaries or its affiliates have not regarded an individual as an employee and, for that reason, have not withheld employment taxes with respect to that individual, then that individual is not an employee for that period, even in the event that the individual is determined, retroactively, to have been an employee during all or any portion of that period.

An individual’s status as an employee is determined by the Company, its subsidiaries or its affiliates and all such determinations are conclusive and binding on all persons.

As used in this definition, “subsidiaries and affiliates” means all subsidiaries and affiliates of the Company whose employees are designated by the Company as eligible to participate in the plan on a basis that does not discriminate in favor of officers, shareholders and other highly compensated individuals; however, any such entity will cease to be a subsidiary or affiliate when that entity ceases to be a subsidiary or affiliate of McKesson Corporation.

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ERISA The Employee Retirement Income Security Act of 1974, as amended.

HR Support Center/McKesson Benefits Center A resource for plan members to obtain benefits information and gateway to an advocate. Call 855.GO.MCKHR (855.466.2547) and press 1 for the McKesson Benefits Center for Health, Vitality and Pension questions. Benefit experts are available 7 a.m. - 6 p.m. Central time, M-F. Written correspondence should be sent to the McKesson Benefits Center at PO Box 7139, Rantoul, IL 61866-7139.

MedicaidA federal program administered and operated individually by participating state and territorial governments that provide medical benefits to eligible low-income people needing healthcare. The federal and state governments share the program’s costs.

MedicareHealth Insurance for the Aged and Disabled Program under Title XVIII of the Social Security Act.

Medicare Entitlement (COBRA)For purposes of COBRA continuation coverage, a qualified beneficiary becomes entitled to Medicare benefits on the effective date of enrollment in either part A or B, whichever occurs earlier. Therefore, simply being eligible to enroll in Medicare does not constitute being entitled to Medicare benefits.

PayrollThe system used by the Company to pay those individuals it regards as its common law employees for their services and to withhold employment taxes from the compensation it pays such common law employees. Payroll does not include any system used to pay individuals whom it does not regard as its common law employees and for whom it does not actually withhold employment taxes (including, but not limited to, individuals it regards as independent contractors) for their services.

PlanThe Vision Program, which is part of the McKesson Corporation Health Plan for active employees.

Plan AdministratorMcKesson Corporation.

Plan SponsorMcKesson Corporation.

Plan YearAll related financial records are kept on a plan-year basis from April 1 through March 31.

Qualified Medical Child Support OrderA judgment, decree or order (including approval of a domestic relations settlement agreement) issued by a court of competent jurisdiction or through an administrative process established under state law that creates or recognizes the right of a covered employee’s child to receive benefits for which the covered employee is entitled under this plan, and which is determined by the plan administrator to meet the requirements of a qualified medical child support order under Section 609 of ERISA.

SpouseThe person to whom the covered employee is lawfully married under any state law. This includes individuals married to a person of the same sex who were legally married in a state that recognizes such marriages, but who are domiciled in a state that does not recognize such marriages. For purposes of this definition, “state” means any state of the United States, the District of Columbia, Puerto Rico, the Virgin Islands, American Samoa, Guam, Wake Island, the Northern Mariana Islands, any other territory or possession of the United States, and any foreign jurisdiction having the legal authority to sanction marriages.

UPointThe enrollment website (digital.alight.com/mckesson) where a participant may access information about health benefits, costs, in-network providers and other information about the Company’s health and welfare plans.

Glossary

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http://resources.hewitt.com/mckesson


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July 2019

Vision Plan Claims AdministratorVision Service Plan (VSP) VSP

3333 Quality DriveRancho Cordova, CA 95670

800.877.7195www.vsp.comEmail: [email protected]

Need help understanding your coverage?

Call the HR Support Center — if the benefits expert can’t answer your question, an advocate can provide personalized assistance to help you understand how your benefits work, find in-network providers, and answer other medical, dental and vision plan questions.

HR Support Center855.GO.MCKHR (855.466.2547)Press 1 for the McKesson Benefits Center for Health, Vitality and Pension questions. Benefit experts are available 7 a.m. - 6 p.m. Central time, M-F. Oprime 1 para asistencia en español a través del McKesson Benefits Center.

UPoint digital.alight.com/mckessonEnroll in, review and manage your Total Rewards.


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