2017 Enrollment Guide

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Welcome

Using This Interactive Enrollment Guide

There are two ways to view this enrollment guide:

� Use the links to navigate the guide like a website; or

� Read the pages like a printed document.

Please Note:

� This guide provides links to third-party websites and information. ANSYS has no control over the content or information expressed there and makes no warranty as to the content or information provided therein.

� Although this guide provides a high level summary of the ANSYS employee benefits program and is a helpful tool for the enrollment process, it is neither exhaustive nor meant to replace official plan documents. If there are any discrepancies between this guide and the plan’s legal documents, the legal documents will apply. Plan documents are available in the Resource Library at ansysbenefits.ebenservices.com.

� Participation in any of the ANSYS benefits plans is neither a condition of employment nor does it constitute an employment contract. ANSYS reserves the right to modify, amend, suspend or terminate the plans at any time and for any reason, with or without notice.

How to Navigate

� Click on the topics listed on the menu to the left or use the back and next buttons at the bottom of every page.

� Click on words that are formatted in bold/green to jump to more information about that topic within this document.

� Click on links that are bold/blue/underlined to open a browser window and be directed to topic-specific information on the internet. Note: If an underlined link is an email address, your email program will launch after you click that link.

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WHEN YOU SEE THIS ICON, CLICK FOR A LIST OF HELPFUL INTERNET LINKS

Welcome

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Go Online for Everything You Need

Log into ansysbenefits.ebenservices.com (see page 6 for details) and select Manage Benefit to:

� Enroll in your benefits; and

� Process life event changes.

While there, visit our Resource Library to find information about your benefits. Simply select Resource Library at the top of the page to:

� Review benefit details; and

� Read your required notices, Summary Plan Description (SPD) and Summary of Benefits Coverage (SBC).

What to Expect

At ANSYS, we encourage you to be and do your best. As part of that effort, we provide a full suite of comprehensive and competitive benefits that are designed to support you and your family.

As in recent years, the costs of our plan — especially claims — continue to escalate, which has a direct impact on the price we all pay for coverage. ANSYS absorbs a significant portion of plan premiums, allowing us to offer an affordable, comprehensive benefits package for our employees. Therefore, you will continue to enjoy the same plans, available from the same carriers in the coming year.

What to Expect

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Employee only $1.75

Employee + spouse $4.22

Employee + child(ren) $4.22

Employee + family $4.22

Cost of Benefits

Medical Rates (Per Pay Period)

Dental Rates (Per Pay Period)

Vision Rates (Per Pay Period)

Highmark Kaiser UPMC

HRA Core Buy-Up HMO HRA Core Buy-Up

Employee only $36.45 $50.74 $98.04 $71.06 $45.31 $56.79 $83.07

Employee + spouse $97.76 $153.20 $248.16 $125.07 $121.74 $154.35 $230.59

Employee + child(ren) $88.41 $132.64 $218.68 $113.70 $109.56 $136.38 $206.47

Employee + family $112.27 $183.18 $280.22 $213.18 $139.82 $174.07 $264.22

Low Plan High Plan

Employee only $5.05 $10.72

Employee + spouse $10.67 $22.26

Employee + child(ren) $12.91 $27.20

Employee + family $16.28 $33.79

Spousal Surcharge

A $37.50 (per pay period) spousal surcharge will be added to your medical plan employee contribution deduction in 2017 if your spouse or domestic partner has access to group medical insurance elsewhere, such as through his or her employer. If your spouse or domestic partner is eligible for coverage as an ANSYS employee, the spousal coverage surcharge is waived.

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Cost of Benefits

Medical

Dental

Vision

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Cost of Benefits

Voluntary Life Rates (Per Pay Period)

Voluntary Life — Employee and Spouse

AgeRate Per Pay Period, Per $1,000 of Coverage

Employee Spouse

< 25 $0.025 $0.025

25 – 29 $0.030 $0.030

30 – 34 $0.040 $0.040

35 – 39 $0.045 $0.045

40 – 44 $0.050 $0.050

45 – 49 $0.095 $0.095

50 – 54 $0.160 $0.160

55 – 59 $0.250 $0.250

60 – 64 $0.340 $0.340

65 – 69 $0.665 $0.665

70 – 74 $1.245 $1.245

75 + $2.465 $2.465

Voluntary Life — Dependent Child(ren)

$0.255 per $2,000 of coverage, regardless of number of children

Voluntary AD&D Rates (Per Pay Period)

Voluntary AD&D — Employee

$0.0175 per $1,000 of coverage

Voluntary AD&D — Spouse or Dependent Child(ren)

$0.0175 per $1,000 of coverage

Voluntary Life Insurance — Employee / Spouse: Cost Example

Coverage Level ÷ $1,000 x Rate Per Pay Period (determined by how old you are on December 31, 2016) = Rate Per Pay Period

For example, if you are 34 years old and wish to purchase $100,000 in voluntary life for yourself, you would divide $100,000 by $1,000 and then multiply the result ($100) by $0.040. Your rate would be $4.00 per pay period.

Cost of Benefits

Voluntary Life

Voluntary AD&D

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How to Enroll

Making Your 2017 Benefit Elections

� Log into ansysbenefits.ebenservices.com.

Æ Your user name is the first six characters of your last name plus the last four digits of your Social Security Number (no spaces, no hyphens, up to a maximum of 10 characters).

Æ If this is your first time accessing the site, your password is the last four digits of your Social Security Number. You will be prompted to create a new password (minimum six digits/characters).

Æ If you have accessed the site before, use your established password.

Æ If you cannot remember your password, click the Forgot Your User Name or Password link on the homepage and follow the directions.

� Follow the prompts to update your password (if necessary), agree to the legal notice and verify your personal and family information. Then click Proceed To My Benefits to continue.

� Enroll in or make changes to your benefits. If you have not previously elected benefits through this system, you can make your selections by following the onscreen instructions. If you have current elections, they will appear on the screen.

Æ To review a particular benefits category, select from the options visible under the Quick Links tab on the left side of the page.

Æ To enroll in or make changes to your benefit elections, select from your list of Manage Benefit options and follow the instructions to complete your enrollment.

� When you have completed your enrollment, click Review & Finalize at the bottom of the page. Follow the prompts for any missing information. If all is correct, select Agree to Above & Finalize My Selections and print your election summary as a confirmation for your records before logging out of the system.

IMPORTANT: Please check your elections carefully as no changes or corrections will be accepted after November 18th.

Using the internet to enroll is easy and safe. Our secure website is available 24/7 and is set up to automatically guide you through each step — simply follow the screen prompts.ansysbenefits.ebenservices.com

How to Enroll

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Benefit Basics

Benefits Enrollment

When Benefits Begin

There are three basic types of benefits enrollment:

� Open Enrollment: Occurs once a year and is your annual opportunity to change your benefit elections or add/change dependents. Open Enrollment for the 2017 plan year is October 31 – November 18, 2016.

� New Hire Enrollment: As a newly hired employee, you are eligible for benefits beginning on your date of hire.

� Qualified Life Event (QLE): Other than during Open Enrollment or when you are newly hired, you can only make changes to your benefits if you experience a QLE, as mandated by the IRS. Read on for details.

Eligibility

All employees who are scheduled to work at least 30 hours per week are eligible for benefits as described in this enrollment guide. If you are an eligible employee, the following dependents are also eligible for benefits enrollment:

� Your child(ren) up to age 26;

� Your disabled, unmarried child(ren) over the age of 26; and

� Your spouse. Note: If your spouse (we’ll use the term ‘spouse’ in this communication to refer to both spouse and domestic partner) has access to other group coverage and you choose to cover him or her on your ANSYS medical plan, you will pay a surcharge of $37.50 per pay period. See your 2017 medical rates for more information on the spousal surcharge.

Qualified Life Event

After you enroll, you cannot make changes to your benefits before the next enrollment period, unless you experience a qualified life event. These include:

� Marriage, establishment of domestic partnership, divorce, termination of domestic partnership or legal separation;

� Birth, adoption or legal guardianship of a child;

� Death of a covered dependent;

� A change in your or your dependents’ employment status that results in a gain or loss of benefits, including an unpaid leave of absence for you or your spouse; and

� A change in dependents’ eligibility for benefits.

The date your benefits become effective depends on your type of enrollment:

Type of Enrollment

When Benefits Begin

Open Enrollment

January 1, 2017

New Hire On your date of hire

Qualified Life Event

The date of your event, provided you enroll within 31 days of this date

Benefit Basics

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Medical Plan Basics

The ANSYS medical plans offer you the flexibility to choose your plan based on your location and your doctors, putting you in control. Plan availability depends on where you live:

� Highmark (PPO): Everyone has access to the HRA, Core and Buy-Up plans from Highmark Blue Cross/Blue Shield. These plans cover the same services, include prescription drug coverage and offer in- and out-of-network coverage with no referral necessary. For some services, an annual deductible must be met before the plan will begin to pay its share of covered expenses (called coinsurance). For other services, you pay a copay and the deductible does not apply. However, the coverage level, deductible and your contribution rate vary (the HRA plan comes paired with a Company-funded Health Reimbursement Account). All three Highmark plans include the same out-of-pocket maximum to protect you financially.

� UPMC (EPO): Employees who reside in Western Pennsylvania may have the option to enroll in the HRA, Core and Buy-Up plans from UPMC. These plans are similar to the Highmark plans but offer coverage for providers in the UPMC network only (no referral necessary).

� Kaiser (HMO): Employees in portions of California may also have the option to enroll in an HMO from Kaiser Permanente. This plan offers coverage for providers in the Kaiser network only. In addition, a referral from a primary care physician is required to see specialists. This plan does not have an annual deductible.

Highmark UPMC Kaiser

HRA, Core and Buy-Up HRA, Core and Buy-Up HMO

Plan availability EveryoneEmployees in Western

PennsylvaniaEmployees in portions

of California

Access to a national network of providers

YesNo, only providers in the UPMC network

No, only providers in the Kaiser network

Offers out-of-network coverage

Yes No No

Referrals are required No No Yes

Out-of-pocket maximum offers financial protection

Yes: $5,000 / individual coverage and $10,000 / family coverage

Yes: $1,500 / individual coverage and $3,000 /

family coverage

Includes prescription coverage

Yes Yes Yes

Understanding Your Deductible and Out-of-Pocket Maximum

The Highmark and UPMC plans come with an embedded family deductible and out-of-pocket maximum. Here’s what that means for your family:

Annual Deductible:

� If one person reaches the plan’s individual annual deductible, coinsurance begins for just that person.

� If a combination of family members’ expenses reach the family deductible, coinsurance begins for everyone on the plan.

Annual Out-of-Pocket Maximum:

� If one person meets the plan’s individual annual out-of-pocket maximum, 100% of eligible expenses for the remainder of the year are covered for that person.

� If two people on the plan have expenses that, when combined, meet the plan’s family annual out-of-pocket maximum, 100% of eligible expenses for the remainder of the year are covered for everyone on the plan.

PPO, EPO, HMO ... What’s the difference?

Read more in the glossary.

Your 2017 Benefits

Medical

Medical Plan Basics

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Highmark Medical Plans

Plan features

Highmark HRA Highmark Core Highmark Buy-Up

In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network

Reimbursement Account Eligibility† Health Fund HRAHealth Care FSA

Health Care FSA Health Care FSA

ANSYS Health Fund HRA Contributions (Individual / Family)

$750 / $1,500 N/A N/A

Annual Deductible (Individual / Family)

$2,000 / $4,000 $750 / $1,500 $1,000 / $2,000 $250 / $500 $500 / $1,000

Annual Coinsurance Maximum (Individual / Family)

$3,000 / $6,000 $3,000 / $6,000 $5,000 / $10,000 $2,000 / $4,000 $4,000 / $8,000

Annual Out-of-Pocket Maximum††

(Individual / Family)$5,000 / $10,000 N/A $5,000 / $10,000 N/A $5,000 / $10,000 N/A

Preventive Care (Including routine adult, well-woman and pediatric)

plan pays 100% no deductible

plan pays 60%**

plan pays 100% no deductible

plan pays 60%**

plan pays 100% no deductible

plan pays 60%**

Office Visit (Primary / Specialist)plan pays

80%*plan pays

60%*

plan pays 100% after

$30 / $50 copay

plan pays 60%*

plan pays 100% after

$20 / $40 copay

plan pays 60%*

Urgent Careplan pays

80%*plan pays

60%*plan pays 100% after $50 copay

plan pays 60%*

plan pays 100% after $40 copay

plan pays 60%*

Telemedicine plan pays

80%*N/A

plan pays 100% after $20 copay

N/Aplan pays 100% after $15 copay

N/A

Hospital / Surgical Expenses (including maternity)

plan pays 80%*

plan pays 60%*

plan pays 80%*

plan pays 60%*

plan pays 80%*

plan pays 60%*

Emergency Room Visitplan pays

80%*plan pays 100% after $150 copay

(waived if admitted)plan pays 100% after $150 copay

(waived if admitted)

Ambulance plan pays 80%* plan pays 80%* plan pays 80%*

Diagnostic X-ray / Lab Tests plan pays 80%* plan pays 60%* plan pays 80%* plan pays 60%* plan pays 80%* plan pays 60%*

Mental Health / Substance Abuse

� Inpatient plan pays 80%* plan pays 60%* plan pays 80%* plan pays 60%* plan pays 80%* plan pays 60%*

� Outpatient / Virtual Behavioral Health Visit

plan pays 80%* plan pays 60%*plan pays 100% after $50 copay

plan pays 60%*plan pays 100% after $40 copay

plan pays 60%*

† Reimbursement Accounts include the Health Reimbursement Arrangement (HRA) and the Health Care Flexible Spending Account (FSA).†† Includes deductible, coinsurance, copays, prescription drug cost sharing and other qualified medical expenses, in-network only.* After deductible.** Physical exams are not included in out-of-network preventive care. For comprehensive coverage details, refer to your official plan documents, which are

available in the Resource Library at ansysbenefits.ebenservices.com.

Your 2017 Benefits

Medical

Highmark Medical Plans

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UPMC Medical Plans

Available to employees in the Western Pennsylvania area. If you are eligible to select this plan, it will be made available to you during your online enrollment. Note: These plans do not include coverage for services received out-of-network.

Plan features

UPMC HRA UPMC Core UPMC Buy-Up

In-Network only In-Network only In-Network only

Reimbursement Account Eligibility† Health Fund HRAHealth Care FSA

Health Care FSA Health Care FSA

ANSYS Health Fund HRA Contributions (Individual / Family)

$750 / $1,500 N/A N/A

Annual Deductible (Individual / Family)

$2,000 / $4,000 $750 / $1,500 $250 / $500

Annual Coinsurance Maximum (Individual / Family)

$3,000 / $6,000 $3,000 / $6,000 $2,000 / $4,000

Annual Out-of-Pocket Maximum††

(Individual / Family)$5,000 / $10,000 $5,000 / $10,000 $5,000 / $10,000

Preventive Care (Including routine adult, well-woman and pediatric)

plan pays 100% no deductible

plan pays 100% no deductible

plan pays 100% no deductible

Office Visit (Primary / Specialist) plan pays 80%*plan pays 100%

after $30 / $50 copayplan pays 100%

after $20 / $40 copay

Urgent Care plan pays 80%* plan pays 100% after $50 copay plan pays 100% after $40 copay

Telemedicine (Primary / Specialist) plan pays 80%*plan pays 100% after

$15 / $50 copayplan pays 100% after

$10 / $40 copay

Hospital / Surgical Expenses (including maternity)

plan pays 80%* plan pays 80%* plan pays 80%*

Emergency Room Visit plan pays 80%*plan pays 100% after $150 copay

(waived if admitted)plan pays 100% after $150 copay

(waived if admitted)

Ambulance plan pays 80%* plan pays 80%* plan pays 80%*

Diagnostic X-ray / Lab Tests plan pays 80%* plan pays 80%* plan pays 80%*

Mental Health / Substance Abuse

� Inpatient plan pays 80%* plan pays 80%* plan pays 80%*

� Outpatient plan pays 80%* plan pays 100% after $50 copay plan pays 100% after $40 copay

† Reimbursement Accounts include the Health Reimbursement Arrangement (HRA) and the Health Care Flexible Spending Account (FSA).†† Includes deductible, coinsurance, copays, prescription drug cost sharing and other qualified medical expenses, in-network only.* After deductible.

Your 2017 Benefits

Medical

UPMC Medical Plans

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Kaiser Medical Plan

Plan features

HMO

In-Network only

Reimbursement Account Eligibility† Health Care FSA

ANSYS Health Fund HRA Contributions (Individual / Family)

N/A

Annual Deductible (Individual / Family)

N/A

Annual Coinsurance Maximum (Individual / Family)

N/A

Annual Out-of-Pocket Maximum (Individual / Family)

$1,500 / $3,000

Preventive Care (Including routine adult, well-woman and pediatric)

plan pays 100%

Office Visit (Primary / Specialist) plan pays 100% after $20 copay

Urgent Care plan pays 100% after $20 copay

Telemedicine plan pays 100%

Hospital / Surgical Expenses (Including maternity)

plan pays 100%

Emergency Room Visitplan pays 100% after $100 copay

(waived if admitted)

Ambulance plan pays 100% after $50 copay

Diagnostic X-ray / Lab Tests plan pays 100% after $10 – $50* copay

Mental Health / Substance Abuse

� Inpatient plan pays 100%

� Outpatient plan pays 100% after $20 copay

† Reimbursement Accounts include the Health Reimbursement Arrangement (HRA) and the Health Care Flexible Spending Account (FSA).* Coverage varies. For comprehensive coverage details, refer to your official plan documents, which are available in the Resource Library at ansysbenefits.

ebenservices.com.

Available to employees in portions of California. If you are eligible to select this plan, it will be made available to you during your online enrollment. Note: This plan does not include coverage for services received out-of-network.

Your 2017 Benefits

Medical

Kaiser Medical Plan

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Prescription Drugs

Prescription Drugs

When you enroll in an ANSYS medical plan, you receive prescription drug coverage at no additional cost.

Prescription drug coverage is designed to provide prescription drugs at a reduced cost when a network pharmacy is used, and to offer discounted costs for participating in a mail order service for long-term or maintenance medications. The amount you pay depends on whether the prescribed drug is a generic or appears on the administrator’s formulary, which is a list of preferred drugs.

� Generic: These drugs are the most affordable way for you to get quality medications at the lowest out-of-pocket cost. Generic drugs are often just as effective as brand name drugs and meet all the same FDA standards.

� Preferred (Formulary): These are brand name drugs that are on the Preferred Drug List (formulary). You will pay more for these medications than for generic drugs.

� Non-Preferred (Non-Formulary): These are brand name drugs that are not on the Preferred Drug List (formulary). In this category, your out-of-pocket expense will be the highest, though still discounted from full retail. Note: Not applicable to Kaiser.

Plan features Highmark UPMC Kaiser

Retail Pharmacy: Up to a 31-Day Supply Up to a 31-Day Supply Up to a 30-Day Supply

Generic $10 copay $10 copay $15 copay

Preferred (Formulary) $40 copay $40 copay $35 copay

Non-Preferred (Non-Formulary) $65 copay $65 copay not covered

Mail Order Service: Up to a 90-Day Supply Up to a 90-Day Supply Up to a 100-Day Supply

Generic $20 copay $20 copay $30 copay

Preferred (Formulary) $80 copay $80 copay $70 copay

Non-Preferred (Non-Formulary) $130 copay $130 copay not covered

* The networks and mail order services vary between the medical plans administered by Highmark, UPMC and Kaiser. For comprehensive coverage details, refer to your official plan documents, which are available in the Resource Library at ansysbenefits.ebenservices.com.

Mandatory Generics

The prescription drug program requires the use of generic medications when they are available, EXCEPT when your physician indicates “Dispense as Written.” You may be responsible for the cost difference between the name brand drug and a generic when the generic is available. Please remember to always ask for a generic substitute from your doctor or pharmacist.

After you’ve paid your copay, the plan pays 100% of covered prescription expenses.

Your 2017 Benefits

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Health Reimbursement Arrangement

The Highmark and UPMC HRA medical plans are paired with a Health Fund HRA that is managed by Human Resource Administrators.

A Health Reimbursement Arrangement (HRA) is an employer-funded, tax-advantaged account that you can use to pay for eligible deductible and coinsurance expenses, both in- and out-of-network.

Important Facts:

� If you enroll in an HRA medical plan administered by either Highmark or UPMC, ANSYS will open and contribute to an HRA on your behalf. The contribution amount depends on the coverage level you select:

Æ Individual coverage: $750

Æ Family coverage: $1,500

� You cannot contribute any of your own money to the HRA, but you can contribute to a Health Care Flexible Spending Account (FSA), which affords you similar tax savings. Note: If you enroll in an HRA medical plan and also elect to contribute to a Health Care FSA, eligible expenses will be paid through the HRA first. Once HRA funds are depleted, FSA funds will be applied to eligible expenses.

� The funds in your HRA can be used to pay for eligible in- and out-of-network deductible and coinsurance expenses in 2017 and beyond. If you stay enrolled in the HRA medical plan, any balance in your HRA rolls over to the next year. Note: HRA balances cannot exceed $1,500 for individual coverage or $3,000 for family coverage.

� To apply HRA funds to an eligible expense, make the purchase using your own money, then complete a claim form to receive reimbursement. You can also submit your claim electronically. Click here for details.

� As long as the money in your HRA is used to pay for eligible expenses, you will not be taxed on it.

� If you leave ANSYS or choose a different type of medical plan in the future, you may forfeit any funds in your HRA.

HRA

If you enroll in an HRA medical plan administered by either Highmark or UPMC, ANSYS will open and contribute to an HRA on your behalf. The contribution amount depends on the coverage level you select.

Your 2017 Benefits

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Flexible Spending Accounts (FSAs)

Flexible Spending Accounts (FSAs) allow you to reduce your taxable income while setting aside money to pay for eligible expenses. Human Resource Administrators manages two FSAs for our Company:

Important Facts:

� Before you enroll, estimate your eligible expenses for the coming year and determine how much you want to set aside from your pay to go into your FSA.

� After you’ve enrolled, the money you elect for your FSA will be automatically deducted from your paycheck on a pre-tax basis and credited to your FSA over the course of the year.

� During the year, you can pay for eligible expenses using personal funds, then submit a claim for FSA reimbursement. Health Care FSA participants will also receive a mySourceCard debit card that can be used to directly pay for eligible expenses.

� If you contribute to both FSAs, you cannot use money from one to pay for eligible expenses from the other account.

� You have until March 31 of the following plan year to submit claims for expenses incurred during the current plan year. You can receive reimbursement for these expenses as long as you were an ANSYS employee at the time of the expense and contributed to the FSA during the current plan year. You cannot submit expenses incurred after termination unless you extend your coverage through COBRA.

Health Care FSA Dependent Care FSA

The Health Care FSA allows you to use pre-tax dollars to pay for certain health care expenses for you and your dependents. You may elect to contribute up to $2,550 a year.

Health Care FSA Carryover

You may carry over up to $500 in unused Health Care FSA funds into the next plan year. The carryover amount will not count toward your annual maximum. Funds that carry over from the previous year that are not used by the end of the current year are forfeited.

mySourceCard Debit Card

You will receive a mySourceCard debit card that can be used to pay for eligible Health Care FSA expenses directly. If you need additional cards, contact Employee Benefits Services at 1-877-267-9705.

With the Dependent Care FSA, you can use pre-tax dollars to pay for the care of dependent children younger than age 13 and other disabled or elderly dependents so that you can work or look for work. These individuals must be claimed as your income tax dependents.

You may elect to contribute up to $5,000 ($2,500 if married and filing separate tax returns) each year. Remember to carefully estimate your expenses. Funds that remain in your Dependent Care FSA at the end of the year will be forfeited.

FSAs

Dependent Care FSA

Health Care FSA

Your 2017 Benefits

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Employee A Employee B

Without FSAs With FSAs

Gross annual salary (pre-tax) $32,000 $32,000

� Medical FSA contribution $0 – $500

� Dependent care FSA contribution $0 – $1,500

Taxable salary* $32,000 $30,000

� Taxes withheld (Federal, State, FICA) – $4,930 – $4,477

� Employee A’s medical and day care expenses – $2,000 (net) $0

Remaining take home pay $25,070 $25,523

* Assumes 15% federal taxes, 7.65% FICA taxes and the standard deduction for married filing jointly with three exemptions. Because no FICA is being withheld from the contributions you make to FSAs, Social Security benefits could be slightly reduced when available for retirement.

Eligible Health Care FSA expenses Eligible Dependent Care FSA expenses

Flexible Spending Accounts (FSAs)

Example in Action

Eligible FSA Expenses

� Medical, prescription drug and dental deductibles and copays. Note: In accordance with IRS regulations, over-the-counter medications are not considered eligible FSA expenses unless obtained with a prescription;

� Certain health care expenses not covered by any insurance; and

� Expenses for eye exams, glasses, and contact lenses that are not covered by any other plan.

In the Quick Links section, you’ll find a link to IRS Publications 502 and 503, which list eligible FSA expenses.

� Fees paid to a licensed day care provider, center, or nursery school. Note: Kindergarten expenses are not covered;

� Costs for family day care, adult day care or non-specialty summer day camp programs;

� Expenses for the licensed care of elderly or disabled dependents;

� Home care specialists for disabled dependents; and

� Any other dependent care expenses that qualify as deductions for federal income tax purposes.

Here is an example of what you could save by participating in an FSA. Consult your tax advisor for advice that relates to your particular financial situation.

Employee B saved $453 by participating in FSAs!

FSAs

Eligible FSA Expenses

Example in Action

Your 2017 Benefits

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Dental

ANSYS offers you the choice of two dental plans administered by MetLife:

� With the Low Option, you can visit any provider of your choice. The plan pays 100% of negotiated fees for preventive care without having to first satisfy a deductible. A deductible applies to other services and once the annual benefit maximum is met, the plan does not pay any other benefits for the remainder of the year.

� The High Option offers the same benefits as the Low Option, with a higher annual benefit maximum and an orthodontia benefit for children age 26 and under.

Plan features

Low Option High Option

In- Network

Out-of-Network

In- Network

Out-of-Network

Annual Deductible

� Individual $50 $50

� Family $100 $100

Annual Benefit Maximum (per person) $1,000 $1,700

Type A – Diagnostic/Preventive Services

(Oral exams, cleanings, x-rays, space maintainers, fluoride, sealants)

plan pays 100% of negotiated fee*

Type B – Basic Restorative Services**

(Fillings, simple extractions, denture/bridge repair, full mouth/panorex x-rays)

plan pays 80% of negotiated fee*

plan pays 80% of negotiated fee*

Type C – Major Restorative Services**

(Bridges, dentures & implants, crowns, inlays, onlays, general anesthesia when dentally necessary in connection with covered services, oral surgery root canal, periodontics)

plan pays 50% of negotiated fee*

plan pays 50% of negotiated fee*

Type D – Orthodontia

(Applies to children age 26 and under)Not covered

plan pays 50% of negotiated fee*,

up to a lifetime maximum of $1,500

* Negotiated fee refers to the fees that participating dentists have agreed to accept as payment in full, subject to any copayments, deductibles, cost sharing and benefits maximums. Negotiated fees are subject to change.

** Your annual deductible must first be met before the plan will pay its share of these services.

You’ll benefit from negotiated fees when you receive care from a MetLife provider in the PDP Plus Network. When you visit out-of-network providers, you will be responsible for any expenses that are above the plan’s regular in-network negotiated rates, which are determined by a review of charges for similar services within a geographic area.

Network Advantage

Dental

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Vision

Care for your vision and you’ll find that your eyes not only affect how you see, but how you feel.

ANSYS’s vision care benefits are provided through VSP and offer you an exam for a modest copay, along with a dollar allowance toward lens enhancements and contacts. Note: Kaiser plan participants may have access to plan-specific vision coverage. Check your plan documents for further details.

Plan features Frequency* In-Network Out-of-Network

Eye Examonce every 12 months

plan pays 100% after $10 copay for exam and glasses

plan pays up to $45

Framesonce every 12 months

copay combined with exam, then plan pays up to $150 or $170 based on frame

selected ($80 at Costco) plus 20% savings for amount

over allowance

plan pays up to $70

Lenses

once every 12 months

copay combined with exam, then plan pays 100%

� Single Vision plan pays up to $30

� Bifocal (lined) plan pays up to $50

� Trifocal (lined) plan pays up to $65

Lens Enhancements

once every 12 months

� Standard Progressive $55 copay plan pays up to $50

� Premium Progressive $95 – $105 copay plan pays up to $50

� Custom Progressive $150 – $175 copay plan pays up to $50

Contact lenses (instead of glasses)

once every 12 months

contacts: plan pays up to $150,

no copay

exam and fitting: plan pays up to $60

plan pays up to $105

* Frequency is based on your last date of service with any VSP plan.

Extra Savings

� An extra $20 to spend on featured frame brands. Go to www.vsp.com/specialoffers for details.

� 20% savings on additional glasses, sunglasses and lens enhancements.

� An average of 15% off the regular price or 5% off the promotional price for laser vision correction. Note: Available only from contracted facilities.

You can visit any provider you choose, with the benefit of higher coverage levels if you see a provider that is in the VSP network. The great news is that there’s a good chance your doctor is covered! The VSP provider network is the largest in the country, with more than 36,000 doctors to choose from nationwide.

Network Advantage

Vision

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Life and AD&D

Offering your loved ones financial protection is important.

That’s why life and accidental death and dismemberment (AD&D) coverage is so important — to help maintain your family’s standard of living and secure plans for college and retirement in the event of your death and/or certain accidents. ANSYS covers the cost of basic life and AD&D coverage for you and your dependents, and you have the option to purchase additional coverage to increase your peace of mind. These benefits are provided through Liberty Mutual.

Plan features Basic — Paid by ANSYS Voluntary — Paid by You

Employee Life and AD&D

1x your base annual salary (rounded to the next $1,000),

up to a total of $200,000

$10,000 increments, not to exceed the lesser of 5x your

base annual salary or $500,000

Spouse Life and AD&D $2,000$5,000 increments, up to a total of $250,000 and not to exceed

50% of employee coverage

Dependent Child(ren) Life and AD&D

$2,000 for child(ren) over six months of age

$2,000 increments, up to a total of $10,000

Evidence of Insurability

Travel Assistance

Travel assistance services, administered by UnitedHealthcare Global, are available 24/7, at no cost to you, when you travel on business or for personal reasons more than 100 miles from home and for fewer than 90 consecutive travel days. Your dependents are also covered when they travel with you. If you need assistance, call the Emergency Response Center collect at 410-453-6330 or send an email to assistance@uhcglobal.com.

You will need to provide proof of good health, called Evidence of Insurability (EOI), when coverage requests exceed these amounts based on your type of enrollment:

Open Enrollment New Hire

Employee $10,000 $280,000

Spouse $5,000 $30,000

Reduction of Benefits

� Age 70: benefits reduce by 35%

� Age 75: benefits reduce by an additional 15%

Life and AD&D

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Disability

Important Facts:

� For the first week of disability, ANSYS will pay you at 100% of your salary during the elimination period and consider this sick time.

� STD and LTD benefits are reduced by any amounts you receive from other plans, such as Social Security and workers’ compensation.

� A preexisting condition may affect the payment of LTD benefits.

ANSYS covers the cost for your short-term and long-term disability benefits.

While health insurance may cover most medical bills, daily living expenses continue when you are unable to work.

Disability insurance provides partial income replacement if you are unable to work due to a qualifying illness or injury. The ANSYS disability plan is administered by Liberty Mutual and available at no additional cost to you.

� Short-term disability (STD) insurance: Replaces a portion of your income if a non-work related disability or injury prevents you from working more than seven days. Your STD benefits continue until you recover, or up to 13 weeks.

� Long-term disability (LTD) insurance: Begins after you have been absent from work for 90 days and continues for as long as you are disabled, up to age 65 or Social Security Retirement Age.

Short-Term Disability (STD) Benefits Long-Term Disability (LTD) Benefits

� Provide 60% of your weekly earnings, up to a maximum weekly benefit of $2,500;

� Are payable after a period of seven calendar days due to injury or sickness; and

� End at either the end of the disability or after 13 weeks, whichever comes first.

� Provide 60% of your monthly covered earnings, up to a maximum monthly benefit of $10,000;

� Are payable after a period of 90 consecutive days due to injury or sickness; and

� Continue for as long as you are disabled, up to age 65 or Social Security Retirement Age if you first became disabled before age 60. Note: If you first become disabled after age 60, a schedule of benefits will apply.

Disability

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Financial Benefits

401(k) Retirement Plan

The ANSYS, Inc. Employees’ Retirement Program, administered by Fidelity, helps you plan for your financial needs after you retire.

401(k) contributions are automatically deducted from your paycheck. You have two ways to save for your future:

� Traditional 401(k) contributions are deducted before taxes, lowering your current taxable income and deferring the tax payment on both contributions and earnings until you take a distribution (usually after you retire when your tax bracket is lower).

� Roth contributions are deducted after taxes, meaning you will not pay any taxes on the earnings in the future.

Important Facts:

� You will automatically be enrolled, after 30 days of employment, at a contribution rate of 3% of your eligible earnings.

� Your contributions will be automatically invested in the T Rowe Price Retirement Fund with a target retirement date based on your current age.

� You can contribute between 1% and 100% of your eligible pay, up to the maximum set annually by the IRS. If you are age 50 or older, you may make separate, additional “catch-up” contributions as determined by the IRS.

Years of Employment Vested Percentage

1 25%

2 50%

3 75%

4 100%

� ANSYS will match 100% of the first 3% of your contributions, then 25% on the next 5% of your contributions. The total maximum employer match is 4.25%. Employees are eligible for the ANSYS Company match in the first pay period after achieving one year and 1,000 hours of service.

� You are always 100% vested in your own plan contributions and their earnings. Here is the vesting schedule for the Company’s matching contributions:

We help your money grow! When eligible, ANSYS will match 100% of the first 3% of your contributions, plus 25% on the next 5% of your contributions, up to a maximum match of 4.25%.

Financial Benefits

401(k)

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Financial Benefits

Employee Stock Purchase Plan (ESPP)

Through the Employee Stock Purchase Plan (ESPP), you can purchase ANSYS, Inc. common stock at a 10% discount using convenient payroll deductions.

How the ESPP works:

� When you enroll, you specify the contribution amount to be deducted from your paycheck, based on a whole percentage (1% to 10%) of your eligible earnings.

� Your contributions accumulate during these offering periods:

Æ February 1 – July 31; and

Æ August 1 – January 31.

� You may withdraw your balance during the offering period. If you choose to do this you will be refunded your contributions in the next possible payroll. In order to participate in a future offering period, you will have to re-enroll at the appropriate time.

� At the end of an offering period the fair market value (closing price) of the stock on the first day of the offering period is compared to the fair market value (closing price) of the stock on the last day of the offering period. The lower of these two closing prices is discounted by 10% for employee purchase.

� After you have purchased stock through the ESPP, you must retain ownership for a period of one year from the purchase date.

Click here to review our stock position on NASDAQ.

Financial Benefits

ESPP

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Employee Assistance Program (EAP)

Just as medical insurance is designed to address your physical health, the Employee Assistance Program (EAP) supports you and your immediate family emotionally, mentally and financially.

These services, provided through the MyLibertyAssist EAP and administered by BDA Morneau Shepell, help ensure you can get the help, guidance and support you need during difficult times. You and your immediate family members can receive professional counseling and referral services for a wide variety of work-related and personal difficulties, including:

� Dependency or abuse

� Eldercare issues

� Financial problems

� Legal questions

� Marital or family concerns

� Mental health and stress

� Problem gambling

Resources at Your Fingertips

Visit www.bdaeap.com (password: MLASSIST) for information on:

� Emotional Wellbeing: Self-help tools, self-assessments and information on emotional resilience, self-esteem, grief and bereavement, as well as how to access help for conditions such as anxiety, depression and addiction.

� Family Life: Resources to help address family responsibilities and issues, such as pregnancy, child care, parenting, child development and eldercare. You can also search for child care and eldercare options.

� Healthy Living: Tips and articles on maintaining a healthy lifestyle, including alcohol and substance abuse, wellness and stress reduction.

� Leadership Skills: Articles, videos and information to help employees and supervisors develop workplace and leadership skills, including information on managing work-related conflict and communication issues.

� Legal/Financial Resources: Articles to help address financial and legal questions, including debt, investments, retirement, taxes, bankruptcy, wills, estate planning and identity theft. Financial calculators are also available.

EAP

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Additional Benefits

Adoption Assistance

The ANSYS adoption assistance program provides financial support to assist with the expenses associated with adopting a child.

You can be reimbursed up to $5,000 for:

� Fees of a private or government adoption agency that is accredited or licensed;

� Placement fees, including professional evaluation through home studies, interviews with prospective adoptive and natural parents, physical exams and private placement fees by a doctor, lawyer or other appropriate professional;

� Temporary foster care fees, including foster care required immediately before placement of a child in your home;

� Attorney and court fees, including court supervision, termination of natural parental rights, final adoption procedures and birth certificate preparation; and

� Traveling expenses, including costs for meals and lodging.

Tuition Assistance

ANSYS recognizes that increasing your skills and knowledge is a win for the Company as well. That’s why ANSYS assists employees with enrollment into courses of study that enhance skills related to their present and future roles in the Company.

You can be reimbursed up to $5,250 per year for:

� Courses and books for approved work-related degrees upon receipt of a grade “C” or better; and

� Work-related, non-degree courses that are approved by your department head, provided a grade “C” or better is received.

Additional Benefits

Your 2017 Benefits

For more information on either of these benefits, please refer to the corresponding ANSYS Policy documents.

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Contact Information

Carrier Visit Call

Medical and Prescription Drugs

Highmark Blue Cross/Blue Shield www.highmarkbcbs.com 1-800-241-5704

UPMC www.upmchealthplan.com 1-800-644-1046

Kaiser Permanente www.kp.org 1-800-464-4000

Flexible Spending Accounts (FSAs) and Health Reimbursement Arrangement (HRA)

Human Resource Administrators www.HRAdministrators.com1-800-460-0738

fax: 1-610-282-4216

Dental MetLife Dental www.metlife.com 1-800-942-0854

Vision VSP www.vsp.com 1-800-877-7195

Life and AD&D

� Basic Life and AD&DLiberty Mutual www.mylibertyconnection.com 1-800-713-7384

� Dependent Life and AD&D

� Travel Assistance Liberty Mutual/UHC www.uhcglobal.com 1-800-537-2029

Disability

Liberty Mutual www.mylibertyconnection.com 1-800-713-7384 � Short-Term Disability (STD)

� Long-Term Disability (LTD)

Financial

� 401(k) Fidelity www.401k.com 1-800-835-5095

� Employee Stock Purchase Plan (ESPP) E*TRADE www.etrade.com/stockplans 1-800-838-0908

Employee Assistance Program (EAP) BDA Morneau Shepellwww.bdaeap.com

password: MLASSIST1-877-695-2789

Additional Benefits

ANSYS ansysbenefits.ebenservices.com 1-877-267-9705 � Adoption Assistance

� Tuition Assistance

Questions about your benefits? Contact Employee Benefits Services (EBS) at 1-877-267-9705 (M – F, 8am – 6pm ET).

Contact Information

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Quick Links

Basics

Download Adobe Reader

Visit the Resource Library or Enroll for Your Benefits

Medical

Compare Hospitals

Highmark Blue Cross/Blue Shield

Highmark: Find an In-Network Provider

Highmark: Find Top-Quality Specialty Care

Kaiser Permanente

Kaiser: Find an In-Network Provider

UPMC

UPMC: Find an In-Network Provider

Prescription Drug

Highmark: Prescription Drug Administrator

Highmark: Search the Comprehensive Formulary

Highmark: Find a Premier Pharmacy

Highmark: Specialty Pharmacy

Kaiser: Review the CA Marketplace Formulary

UPMC: Find a Pharmacy

UPMC: Prescription Drug Benefit Overview and Your Choice Formulary

Flexible Spending Accounts

Eligible Health Care Expenses

Eligible Child and Dependent Care Expenses

How to Submit an FSA Claim

Human Resource Administrators

IRS Overview of Tax-Favored Plans

Health Reimbursement Arrangement

Human Resource Administrators

How to Submit an HRA Claim

HRA Claim Form

IRS Overview of Tax-Favored Plans

Dental

MetLife

MetLife: Find a PDP Plus In-Network Provider

MetLife: Dental Expense Claim Form

Vision

VSP

VSP: Claims Reimbursement

VSP: Find a Provider in the Choice Network

VSP: Special Offers

Life and AD&D

Liberty Mutual

Travel Assistance

Disability

Liberty Mutual

Financial Benefits

Fidelity Investments

IRS 401k Resource Center

E*TRADE

Employee Assistance Program

BDA Morneau Shepell (Use password MLASSIST)

Quick Links

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Glossary

Administrator / Carrier

An insurance company that provides services and support to a benefit plan.

Coinsurance

The percentage of the bill you are responsible for paying after your deductible is met.

Copay

The flat dollar amount you pay for certain services, such as prescription drug purchases and in-network office visits for the Core and Buy-Up medical plans.

Deductible

The amount you pay each year before the plan pays its share of the costs. It does not apply to some services, such as in-network office visits for the Core and Buy-Up medical plans and in-network preventive care for all plans.

EPO

An Exclusive Provider Organization (EPO) is a type of health plan that usually limits coverage to care from providers who work for or contract with the EPO. It generally does not cover out-of-network care, except in an emergency. The UPMC medical plans are EPOs.

Flexible Spending Account (FSA)

A tax-advantaged account that allows you to withhold money from your paycheck for use in paying eligible expenses. ANSYS offers you the opportunity to participate in a Health Care FSA or Dependent Care FSA.

Formulary (Non-Formulary)

A list of prescription drugs, both generic and brand name, used by prescription drug administrators to identify medicines that offer the greatest overall value. Highmark, UPMC and Kaiser prescription drug plans each include their own formulary.

Health Reimbursement Arrangement (HRA)

The ANSYS Health Fund HRA is an employer-funded, tax-advantaged account that allows you to pay for eligible medical and prescription drug expenses tax-free. If you enroll in the HRA plan from Highmark or UPMC, ANSYS will contribute to an HRA on your behalf.

HMO

A Health Maintenance Organization (HMO) is a type of health plan that usually limits coverage to care from providers who work for or contract with the HMO. It generally will not cover out-of-network care, except in an emergency. In addition, you are usually required to designate a primary care physician, who manages your care and will refer you for care from other providers as needed. The Kaiser medical plan is an HMO.

In-Network

Any provider or facility participating in a carrier’s selected group of physicians, hospitals and other health care professionals, known as a network. When visiting an in-network provider, your out-of-pocket expenses will be lower, and you will not be responsible for filing claims.

Out-of-Network

Any provider or facility not participating in the network. When visiting out-of-network providers, your out-of-pocket expenses will be higher and you may be responsible for filing the necessary claims. You may also be billed by providers for any charges over the allowed amount.

Out-of-Pocket Maximum

The maximum amount you will pay out-of-pocket during the year for covered services, including your deductible, coinsurance, copays, prescription drug cost sharing and other qualified medical expenses, in-network only. After you reach this maximum, the plan pays 100% of covered benefits, with the exception of plan exclusions and out-of-network provider charges.

PPO

A Preferred Provider Organization (PPO) is a type of health plan that contracts with medical providers, such as hospitals and doctors, to create a network of participating providers. In a PPO, you are not typically required to visit providers within the PPO network but you will pay less when you do. The Highmark medical plans are PPOs.

Glossary