Boost your total well-being with benefits that work for you.

2019 Benefits Open Enrollment

Benefits Open Enrollment for your 2019 benefits will be held from November 1 – November 15, 2018. To ensure that you have coverage that best meets you and your family’s needs, please carefully review your benefit options.

NEW Marathon Oil Benefits Enrollment Portal

We have a new and innovative Benefits Enrollment Portal that makes enrolling in your benefits fast and easy!

If you are inside the MRO network, click on the “I Need To” link from the menu on theWAVE and select “Enroll/Change my benefit elections” under the Employee Services section. This will allow you in the Benefits Enrollment Portal with single sign-on.

If you are outside the MRO network, visit marathonoil.bswift.com to enroll.

You will not be able to enroll, or see 2019 Plan information, in the Marathon Oil Benefits Enrollment Portal until Benefits Open Enrollment begins on November 1, 2018.

Benefits Basics

Benefits can be confusing, so we want to make sure you understand the basics as you compare our plans and determine what the best options are for you and your family.

Premium: The amount you pay every month for health insurance.

Deductible: The amount you pay during the year for medical services BEFORE your insurance starts to pay.

  • Individual deductible: This applies to a person with Employee Only coverage. He or she must meet this deductible before coinsurance applies to his or her expenses.
  • Family deductible: This applies to a person with Employee + coverage (Employee and Spouse, Employee and Children, or Employee and Family). All claims by participants enrolled in the plan aggregate together until the family deductible is met, then the coinsurance is applied to health plan expenses.

Coinsurance: The percentage you pay for services after meeting the deductible (e.g., 20% after deductible), plan pays remainder (e.g., 80%). You will pay this percent until the out-of-pocket maximum is met.

Out of Pocket Maximum: The annual amount you will have to pay out-of-pocket during a plan year (in addition to your monthly premiums).

  • Individual out-of-pocket maximum: This applies to a person with Employee Only coverage. This is the maximum he or she will have to pay each year (deductible + coinsurance) before the plan pays 100% of expenses.
  • Family out-of-pocket maximum: This applies to a person with Employee + coverage (Employee and Spouse, Employee and Children, or Employee and Family). This is the maximum the family will pay each year (deductible + coinsurance) before the plan pays 100% of expenses.

In-Network: A group of doctors, hospitals, and other healthcare providers who have agreed to accept payment from your insurance company at a negotiated discounted rate. Using an in-network provider will save you money.

Formulary: List of generic and brand name prescribed medications covered by your prescription plan.

Who Is Eligible For Coverage Under Marathon’s Plans?

You may cover your eligible dependents under the plans.

Dependent Eligibility for Plan Participation
  Spouse Child Domestic Partner Child of Domestic Partner
Health × × × ×
Dental × × × ×
Vision Assistance × × × ×
AD&D × × N/A N/A
Dependent Life Insurance × × N/A N/A

“Eligible Dependents” Include:

For the health, dental and vision assistance plans:

  • Your spouse, to whom you are lawfully married under the law of any domestic or foreign jurisdiction that has the legal authority to sanction marriages.
  • Your domestic partner (as determined by the criteria established in the “Marathon Oil Affidavit of Domestic Partner Relationship”).
  • Your children (and/or children of your domestic partner), which include your:
    • Natural children of the first degree,
    • Legally adopted children,
    • Stepchildren, and
    • Children whose parents are both deceased for whom you have legal custody as determined by a court of competent jurisdiction.

For the life insurance and AD&D plans:

  • Your spouse.
  • Your children, which include your:
    • Natural children of the first degree,
    • Legally adopted children,
    • Stepchildren, and
    • Children whose parents are both deceased for whom you have legal custody as determined by a court of competent jurisdiction.

Additional dependent eligibility requirements for Marathon Oil’s health and welfare plans:

  • Adult child up to age 26, regardless of marital or student status or access to other coverage;
  • A dependent disabled child who has reached age 26 but is less than age 65 and is incapable of self-support due to a mental or physical disability is eligible.

Health Plan Options

For 2019, Marathon Oil is offering two Health Investment Plan (HIP) options - HIP Value and HIP Plus. Both are a Preferred Provider Organization, or PPO, type of plan, and cover in-network preventive services at 100% (no deductible).

Key features of each Health Plan option
Feature HIP Value HIP Plus
Contributions Higher Lower
Deductible Lower Higher
Company Contribution to Health Savings Account (HSA) Lower Higher
Prescription Drugs You pay coinsurance, based on the type of drug.

For non-preventive drugs, you must first meet the plan deductible before cost sharing applies.

There is one combined deductible for medical and prescription drugs.

Note: If you live in an area with no access to in-network providers, you will be eligible for the Out-of-Area Option. Coverage under the plan option is the same as the in-network provisions of the HIP Option. Your enrollment materials will indicate if this is an option for you.

Health Plan Comparison Chart

The following provides an overview of the medical benefits offered under our Health Plan options for 2019.

2019 Marathon Oil Health Plan Options Comparison
HIP Value HIP Plus
In-Network1 Out-of-Network In-Network1 Out-of-Network
Health Savings Account (HSA) Company Contributions for 2019 Employee Only coverage: $500

Employee + coverage2: $1,000
Employee Only coverage: $750

Employee + coverage2: $1,500
Individual Deductible (Employee Only coverage; combined with prescription drug) $1,350 $4,050 $2,000 $4,000
Family2 Deductible (Employee + coverage; combined with prescription drug) $2,700 $8,100 $4,000 $8,000
Coinsurance Plan pays 85% Plan pays 50% Plan pays 80% Plan pays 50%
Individual Out-of-Pocket Maximum (combined with prescription drug) $2,700 $8,100 $4,000 $8,000
Family2 Out-of-Pocket Maximum (combined with prescription drug) $5,400 $16,200 $6,850 $16,000
Preventive Services Plan pays 100% (no deductible) You pay 50% after deductible is met, plus any amount over Reasonable & Customary3 Plan pays 100% (no deductible) You pay 50% after deductible is met, plus any amount over Reasonable & Customary3
Emergency Room Services (if NOT admitted to hospital) Plan pays 85% after deductible is met Plan pays 80% after deductible is met

1 In-network provisions apply if you live in an area with no access to in-network providers.

2 Applies to Employee + Spouse/Domestic Partner, Employee + Children, and Employee + Spouse/Domestic Partner + Children coverage.

3 A “Reasonable & Customary” charge is the amount customarily charged for a given service by other physicians in the area (often defined as a specific percentile of all charges in the community), and the reasonable cost of services for a given patient after review of the case.

Health Plan Rates

Below are the 2019 monthly contribution amounts for Health Plan coverage for regular, full-time employees.

2019 Health Plan Monthly Employee Contributions*
Coverage HIP Value HIP Plus
Employee Only $129 $98
Employee + Spouse/Domestic Partner $284 $217
Employee + Children $259 $197
Employee + Spouse/Domestic Partner + Children $387 $295

* Monthly contribution amounts listed are for regular full-time employees.

What Is the Best Health Plan Option for Me?

Do you need help determining what might be the best Health Plan option for you and your family?

As you look at the main differences between the Plan options, think about your preferences and consider the big picture. Because you pay the monthly premium whether you receive care or not, consider that cost – along with your out-of-pocket costs – when deciding which option is best for you. (Example: If you prefer to have a lower, steady monthly cost for coverage with the potential to pay more out of your pocket if you need care, you should consider the HIP Plus option. If you would rather limit your costs when you need care, and don’t mind paying a higher, steady monthly payment, consider the HIP Value option.) If you are considering switching Plan options, we have a tool to help you decide. Check out “Ask Emma” on the Marathon Oil Benefits Enrollment Portal to see your potential total costs based on who you plan to cover and your anticipated health care use. “Ask Emma” and 2019 Plan information will be available on the Marathon Oil Benefits Enrollment Portal once Benefits Open Enrollment begins on November 1st.

What Is a Health Savings Account (HSA)?

When you enroll in a Health Investment Plan (HIP) option – HIP Value or HIP Plus – you’ll be eligible for a bonus feature – a Health Savings Account (HSA). This account is administered by Fidelity. With an HSA:

  • The Company will make an annual contribution regardless of whether you contribute to the account.
  • You can also make pre-tax contributions and any payments/reimbursements from the HSA aren’t taxable as long as you use them for qualified medical expenses.
  • Contributions can be used for eligible medical, dental, vision and prescription drug expenses.
  • You don’t have to use the funds each year – your balance rolls over from year to year.
  • You can invest your contributions and any earnings you earn accrue tax-free.
  • You own your account and can port the funds when you leave the Company or retire.

An HSA is a great way to set aside tax-free money for your health expenses now or save for health care needs in retirement. Remember, Marathon Oil will also help fund your HSA when you enroll in the HIP Value or HIP Plus option.

Note: HSA participants must open their account with Fidelity before contributions can be made by Marathon Oil or the employee. More information will be sent in December to new enrollees from Fidelity with instructions on how to open the account.

The following chart shows Marathon Oil’s contribution to the HSA and the maximum contributions allowed for 2019.

2019 IRS HSA Contribution Limits
Plan Company Employee* Total Allowed
HIP Value $500 Employee Only
$1,000 Employee +
$3,000 Employee Only
$6,000 Employee +


$3,500 Individual
$7,000 Family
HIP Plus $750 Employee Only
$1,500 Employee +
$2,750 Employee Only
$5,500 Employee +

* Employees who will be age 55 or older in 2019 may contribute an additional $1,000

2019 Flexible Spending Account Options

For information on eligible expenses for each type of account, visit www.irs.gov.

If you enroll in the HIP Options, you can contribute to:
  • Limited FSA for vision and dental expenses
  • Dependent Care Spending Account (DCSA)

Limited Flexible Spending Account (Limited FSA)

The Limited Flexible Spending Account (Limited FSA) is only for employees enrolled in a HIP Option. If you wish to participate in a Limited FSA, you can contribute pre-tax dollars to your account and use them for eligible dental and vision expenses. Funds in your Limited FSA cannot be used for medical and prescription drug expenses that are covered by the medical plan. If you enroll in a HIP Option and expect to have out-of-pocket dental and vision expenses in 2019, the Limited FSA may be right for you.

Be sure to estimate your Limited FSA contributions carefully. The account is “use it or lose it.” This means that you must incur eligible expenses by December 31, 2019 for the 2019 plan year – or you forfeit your balance. Your account balance does not roll over from year to year.

Elections also do not roll over from year to year. You must enroll each year in order to participate. The Limited FSA is administered by UnitedHealthcare.

You can elect to contribute from $120 to $2,650 to a Limited FSA for 2019.

Dependent Care Spending Account (DCSA)

A Dependent Care Spending Account (DCSA) helps you pay for certain child or elder care expenses, such as babysitting and child/adult daycare, so that you and your spouse can work, look for work or attend school full-time. Contributions are on a pre-tax basis. For a list of eligible DCSA expenses, visit www.irs.gov.

The DCSA is “use it or lose it.” This means that you must incur eligible expenses by December 31, 2019 for the 2019 plan year – or you forfeit your balance. Your account balance does not roll over from year to year. Elections also do not roll over from year to year. You must enroll each year in order to participate. The DCSA is administered by UnitedHealthcare.

You can elect to contribute from $120 to $5,000 to a DCSA for 2019.

2019 Prescription Drug Coverage

Prescription drug coverage is included under both Health Plan options. Certain preventive prescription drugs are covered at 100% in 2019. For a list of Affordable Care Act drugs, click here.

All prescription and self-injectable drugs must be purchased through Express Scripts or at a participating in-network pharmacy.

2019 Prescription Drug Benefits
HIP Value: Non-Preventive Drugs
Plan Feature Retail and Mail Order
In-Network Deductible
(combined with medical)
$1,350 individual / $2,700 family
Generic, Formulary and Non-Formulary You pay 15% after the deductible is met
Out-of-Pocket Maximum
(combined with medical)
$2,700 individual / $5,400 family
HIP Plus: Non-Preventive Drugs
Plan Feature Retail and Mail Order
In-Network Deductible
(combined with medical)
$2,000 individual / $4,000 family
Generic, Formulary and Non-Formulary You pay 20% after the deductible is met
Out-of-Pocket Maximum
(combined with medical)
$4,000 individual / $6,850 family

Note that eligible preventive drugs are covered differently under the HIP options (see below).

HIP Value: Eligible Preventive Drugs
Plan Feature Retail Mail Order
In-Network Deductible No deductible No deductible
Generic You pay 15%
($5 minimum)
You pay 15%
($10 minimum, $200 maximum)
Formulary You pay 15%
($25 minimum)
You pay 15%
($50 minimum, $200 maximum)
Non-Formulary You pay 50%
($35 minimum)
You pay 50%
($100 minimum)
Out-of-Pocket Maximum $2,700 individual / $5,400 family
HIP Plus: Eligible Preventive Drugs
Plan Feature Retail Mail Order
In-Network Deductible No deductible No deductible
Generic You pay 20%
($5 minimum)
You pay 20%
($10 minimum, $200 maximum)
Formulary You pay 20%
($25 minimum)
You pay 20%
($50 minimum, $200 maximum)
Non-Formulary You pay 50%
($35 minimum)
You pay 50%
($100 minimum)
Out-of-Pocket Maximum $4,000 individual / $6,850 family

For a list of eligible preventive drugs, click here.

2019 Dental Coverage

The chart below is a summary of the Dental PPO Plan for 2019.

2019 Cigna Dental PPO
Selecting a Dentist You can see any licensed dentist; however, if you receive care from a Cigna PPO dentist, you pay a discounted rate for services.

Look for the Cigna Advantage designation when you search providers to receive the best rates.
Benefits
  • No deductible for preventive and diagnostic services.
  • $50 deductible per individual for other services.
  • Annual family deductible cap will not exceed $150.
  • $2,000 calendar year maximum per individual (not including orthodontia).
  • $1,750 lifetime orthodontia maximum per individual — you pay the balance.
  • See the PPO schedule in the Dental Plan SPD for details on plan benefits.
Claims You or your provider file a claim form for reimbursement.

With 127,000 dentists in the Cigna network, you’ll have plenty of choices. For a list of Cigna network dentists in your area, call 1-800-244-6224 or go to www.mycigna.com

2019 Dental Plan Rates

Below are the 2019 monthly contribution amounts for Dental Plan coverage for regular, full-time employees.

2019 Dental Plan Monthly Employee Contributions
  Employee Only Employee + Spouse Employee + Child(ren) Employee + Family
Cigna Dental PPO $8 $16 $17 $27

New Vision Assistance Plan Provider - VSP

VSP, our new Vision Assistance Plan provider, will replace UnitedHealthcare to offer better benefits, a wider network and excellent customer service.

VSP Plan
Benefit Description Copay Frequency
Your Coverage with a VSP Provider
WellVision Exam
  • Focuses on your eyes and overall wellness
$20 for exam and glasses Every calendar year
Prescription Glasses
Frame
  • $150 allowance for a wide selection of frames
  • $170 allowance for featured frame brands
  • 20% savings on the amount over your allowance
Combined with exam Every other calendar year
Lenses
  • Single vision, lined bifocal, and lined trifocal lenses
  • Polycarbonate lenses (dependent children)
Combined with exam Every calendar year
Lens Enhancements
  • Standard progressive lenses
  • Premium progressive lenses
  • $0
  • $95 - $105
Every calendar year
Contact Lenses (in lieu of prescription glasses)
  • $150 allowance for contacts and contact lens exam (fitting and evaluation)
  • 15% savings on a contact lens exam (fitting and evaluation)
  Every calendar year

2019 Vision Assistance Plan Rates

Below are the 2019 monthly contribution amounts for Vision Assistance Plan coverage for regular, full-time employees.

2019 Vision Assistance Plan Monthly Employee Contributions
  Employee Only Employee + Spouse/
Domestic Partner
Employee + Children Employee + Spouse/
Domestic Partner + Children
VSP Plan $5.15 $9.35 $9.80 $15.00

2019 Life Insurance and AD&D Coverage

Marathon Oil provides employees with Life Insurance coverage of two times your base annual pay, at no cost to you. For added protection, you may purchase the following optional coverages.

Optional Contributory Life Insurance – Employee (Age-Based)

If you are currently enrolled in Optional Age-Based Employee Contributory Life Insurance coverage, you may increase your coverage during the Benefits Open Enrollment period by one times your annual base pay, without the need for proof of good health (evidence of insurability), up to the plan maximum of six times your annual base pay. Increases in excess of one times your base pay will require proof of good health. If you are not currently enrolled, you can enroll for coverage of one times your annual base pay. Coverage in excess of $750,000 requires proof of good health.

Below are the 2019 monthly contribution amounts for regular, full-time employees.

2019 Optional Employee Contributory Life Insurance Monthly Contributions
Your Age (as of January 1, 2019) Cost per $1,000 of Coverage
< 25 $0.012
25 – 29 $0.014
30 – 34 $0.019
35 – 39 $0.021
40 – 44 $0.023
45 – 49 $0.036
50 – 54 $0.054
55 – 59 $0.102
60 – 64 $0.156
65 – 69 $0.300
70 + $0.516

Dependent Life Insurance

You can purchase Dependent Life Insurance for your spouse and/or eligible
child(ren) during Benefits Open Enrollment – with no proof of good health (evidence of insurability) required. To elect dependent coverage, you must also have Optional Age-Based Employee Contributory Life Insurance coverage (or Level Premium Life Insurance) and your dependent must meet the definition of an “eligible dependent.”

Your Dependent Life Insurance options include:

  • Spouse Life Insurance – For an eligible spouse, you can elect new coverage of $10,000 or increase your existing coverage by one $10,000 increment to a maximum of $100,000 without the need for proof of good health; decrease coverage to any $10,000 increment; or waive coverage.
  • Child Life Insurance – For your eligible children, you can elect coverage of $10,000, $20,000 or $30,000, or waive coverage. One premium covers all eligible children at the same level of coverage.
2019 Dependent Life Insurance Monthly Contributions
Spouse Coverage Child(ren) Coverage
Age of Spouse (as of January 1, 2019) Cost per $1,000 of Coverage Coverage Cost per Month
< 25 $0.012 $10,000 $0.76
25 – 29 $0.014 $20,000 $1.52
30 – 34 $0.019 $30,000 $2.28
35 – 39 $0.021    
40 – 44 $0.023    
45 – 49 $0.036    
50 – 54 $0.054    
55 – 59 $0.102    
60 – 64 $0.156    
65 – 69 $0.300    
70 + $0.516    

Note: Domestic partners and children of domestic partners are not eligible for dependent life insurance coverage.

Accidental Death & Dismemberment (AD&D)

During Benefits Open Enrollment, you can enroll in Accidental Death & Dismemberment (AD&D) coverage in any amount from $10,000 to $100,000 in multiples of $10,000, and from $100,000 to $250,000 in multiples of $50,000 (the coverage amount is known as the “principal sum”). You may also elect to cover your spouse and children under your AD&D coverage – and the amount of their coverage is a percentage of yours.

2019 AD&D Monthly Contributions
Principal Sum Employee Only Employee + Spouse Employee + Children Employee + Family
$10,000 $0.16 $0.22 $0.19 $0.22
$20,000 $0.32 $0.44 $0.38 $0.44
$30,000 $0.48 $0.66 $0.57 $0.66
$40,000 $0.64 $0.88 $0.76 $0.88
$50,000 $0.80 $1.10 $0.95 $1.10
$60,000 $0.96 $1.32 $1.14 $1.32
$70,000 $1.12 $1.54 $1.33 $1.54
$80,000 $1.28 $1.76 $1.52 $1.76
$90,000 $1.44 $1.98 $1.71 $1.98
$100,000 $1.60 $2.20 $1.90 $2.20
$150,000 $2.40 $3.30 $2.85 $3.30
$200,000 $3.20 $4.40 $3.80 $4.40
$250,000 $4.00 $5.50 $4.75 $5.50

Note: Domestic partners and children of domestic partners are not eligible for coverage under the AD&D Plan.

How Do I Elect Beneficiaries?

The insurance plans pay benefits to your named beneficiaries if you die. Beneficiary elections for life insurance and AD&D are made through the Marathon Oil Benefits Enrollment Portal.

Back-Up Child and Adult/ Elder Care

Don't forget! Marathon Oil offers Back-up Child and Adult/Elder Care to make balancing work and home responsibilities easier.

Back-up Child and Adult/Elder Care

Through Bright Horizons, you have access to up to 15 days of emergency back-up child care and adult/elder relative care services at high-quality child care centers in your area or from screened in-home caregivers. Enrollment is free, and you can enroll at any time. You pay only when you use the service, or if you have a late cancellation. Cost for center-based care is $15/child or $25/family; in-home care is $6/hour with a four-hour minimum.

Bright Horizons also gives you access to Sitter City, an online caregiver locating service. And a contact center is available 24 hours a day, seven days a week, 365 days a year, to coordinate all care arrangements — even the night before a service is needed.

How Do I Register?

You and your family member(s) must be registered for the Back-Up Care Advantage Program before you may make a reservation and use the back-up care services. There are two ways to register: Online at www.careadvantage.com/marathonoil and enter username TotalRewards and password Cares4you. You can also call the toll-free number at 1-877-BH-CARES (1-877-242-2737). Care Consultants are available 24 hours per day, 7 days a week.

What If I Don’t Want To Make Any Changes?

If you want to contribute to a Limited Flexible Spending Account (Limited FSA) or Dependent Care Spending Account (DCSA) in 2019 – you must actively enroll between November 1 and November 15, 2018!

Your 2018 elected HSA contributions do not roll over to 2019; make your election during Open Enrollment.

All other 2018 benefit elections will roll over to 2019.

We encourage you to carefully review your benefit options and use the resources available on this website and in the Marathon Oil Benefits Enrollment Portal to ensure that you have the appropriate benefits that best meet your family needs. Between November 1-15, 2018, go to the Marathon Oil Benefits Enrollment Portal to review your elections and make desired changes. If you have any questions, call the Marathon Oil Benefits Service Center at 1-855-652-3067 (option 1). Also, check out the online chat function within the Marathon Oil Benefits Enrollment Portal for real-time help.