DisabilityFLEX®

DisabilityFLEX® PRODUCT GUIDE

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CONTENTS

4 QUICK REFERENCE GUIDE

6 INTRODUCTION

6 PLAN DESIGN INFORMATION Eligibility – Basic Requirements Funding Options (Contribution Types) DisabilityFLEX Coverage Amounts & Elections

6 BENEFIT INFORMATION Benefits Coverage While Disabled Total Disability Partial Disability Recurrent Disability Maternity, Mental Nervous and Substance Abuse Ability Assist® Employee Assistance Program HealthChampion℠ Health Care Support Service Benefits

7 BENEFIT DEMONSTRATION Disabled and Working Pre-existing Conditions

8 UNDERWRITING GUIDELINES & RATE INFORMATION

Preferred Information Requested for a DisabilityFLEX Quote Participation Assumptions Rate Structure Renewability & Rate Guarantee Period

9 BENEFIT LIMITATIONS & EXCLUSIONS Limitations Exclusions

9 CLAIMS PAYMENT

10 KEY DISABILITYFLEX DEFINITIONS

11 STATE SPECIFIC EXCEPTIONS

11 ELIGIBILITY – EXPANDED REQUIREMENTS & PROVISIONS

Employee Eligibility Waiting Period (EWP) Coverage Effective Date (When Insurance Begins) Continuation Options

12 ENROLLMENT Annual Open Enrollment Enrollment Strategy Enrollment Methods

13 ADMINISTRATION Group Contract Billing Types

13 CLAIMS PROCESS

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GET THE FACTS - QUICK REFERENCE GUIDE

DISABILITYFLEX® INSURANCE PLAN

This customizable disability insurance coverage helps protect an employee’s income while helping them return to work sooner – making it an important consideration for any employee benefit package. Here are the facts on the DisabilityFLEX plans from The Hartford’s Employee Choice Benefits℠.

PLAN DESIGN & BENEFIT INFORMATION OPTIONS AVAILABLE50+ ELIGIBLE LIVES

ELIGIBILITY BASICS • Employee (EE) – Actively working 30 hours/week

Required work hours can be set by the employer; Minimum is 20/week

FUNDING OPTIONS • 100% employee-paid (voluntary) • Fully insured

COVERAGE AMOUNTS • Flat benefit amounts

• Up to $1,000 in increments of $100, not to exceed 60% of earnings

• State exceptions apply

Maximum benefit can be any $100 increment between $100 - $1,000

MINIMUM BENEFIT $100 Any $100 increment between $100 - $1,000

COVERAGE ELECTION Employee only

UNDERWRITING GUIDELINES OPTIONS AVAILABLE50+ ELIGIBLE LIVES

REQUIRED INFO TO QUOTE • Group – Name, state, SIC, effective date, current participation

• Employee census – DOB, gender, salaries, occupations, work zip code, current amount

• No census required for 10-49 lives

PARTICIPATION ASSUMPTIONS

10 enrolled lives

RATE STRUCTURE • per $100 of weekly benefit

• 4 age bands, Under 35, 35-49, 50-59 and 60+

per $10 of weekly benefit

RATE GUARANTEE PERIOD 2 years 1 year and 3 years

GUARANTEED ISSUE All Amounts subject to the Pre-existing Conditions Limitation

STANDARD PRODUCT PROVISIONS OPTIONS AVAILABLE50+ ELIGIBLE LIVES

BENEFITS Weekly payments for duration of disability

OFFSETS None

BENEFIT COMMENCEMENT PERIOD

• Choice of 8/8, 15/15 or 30/30 (calendar days)

• Injury and sickness periods must match (i.e. 15/15)

• Employer selects up to 2 choices to offer to employees

3 or more choices may be offered to employees

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GET THE FACTS - QUICK REFERENCE GUIDE con’t.

STANDARD PRODUCT PROVISIONS OPTIONS AVAILABLE50+ ELIGIBLE LIVES

BENEFIT DURATION PERIOD

• 50+ lives: Choice of 13, 26, 52 or 104 weeks

• 10 - 49 lives: Choice of 13, 26, 52 weeks

• Employer selects up to 2 choices to offer to employees

3 or more choices may be offered to employees

TOTAL DISABILITY 20% or less of pre-disability earnings

DISABLED AND WORKING (PARTIAL DISABILITY)

• 20% - 80% of pre-disability earnings • Proportionate loss formula

REHABILITATIVE EMPLOYMENT BENEFIT

• Pays a greater benefit to the employee if engaged in approved rehabilitative employment while disabled and working

• 50% offset formula

SURVIVOR BENEFIT Any benefits owed in the event of death are paid to the employee’s estate

MATERNITY, MENTAL ILLNESS & SUBSTANCE ABUSE

Treated as any other illness

PRE-EXISTING CONDITIONS BENEFIT

Up to a 4 week benefit is payable if a disability is the result of a pre-existing condition

PRE-EXISTING CONDITIONS LIMITATION

• 1000+ lives: 3/3/12• 50 - 999 lives: 6/6/12• 10 - 49 lives: 12/12 • Some states may require a

specific limitation period

• 3/3/12• 6/6/12• 3/6/12• 12/12/24

RECURRENT DISABILITY PERIOD

15 calendar days Period may vary if sold with LTD

DEFINITION OF DISABILITY

Own Occ - Partial: Total Disability must be satisfied before Disabled and Working Benefits can be received.

Total Disability

ABILITY ASSIST® EAP 24/7/365 access to help for financial, legal or emotional issues

HEALTHCHAMPION℠ Administrative and clinical support following serious illness or injury

ENROLLMENT OPTIONS AVAILABLE50+ ELIGIBLE LIVES

ENROLLMENT TYPE • 1,000+ lives: Traditional enrollment• 50 - 999 lives: Annual open enrollment • 10 - 49 lives: Traditional enrollment

• 1,000+ lives: Annual open enrollment • 50 - 999 lives: Traditional enrollment

Insurance benefits payable are subject to your policy’s Pre-Existing Conditions Limitation.

The Hartford® is The Hartford Financial Services Group, Inc. and its subsidiaries including issuing company Hartford Life and Accident Insurance Company. Home Office is Hartford, CT. All benefits are subject to the terms and conditions of the policy. Policies underwritten by the issuing companies listed above detail exclusions, limitations, reduction of benefits and terms under which the policies may be continued in force or discontinued. 1 Disability Statistics. 3 July 2013. Council for Disability Awareness. Web. 26 August 2014. www.disabilitycanhappen.org/chances_disability/disability_stats.asp2 HealthChampionSM and Ability Assist® are offered through The Hartford by ComPsych®. ComPsych is not affiliated with The Hartford and is not a provider of insurance services. The Hartford is not responsible and assumes

no liability for the goods and services provided by ComPsych. ComPsych is a registered trademark and HealthChampion is a service mark of ComPsych Corporation.

5307g NS 08/14 © 2014 The Hartford Financial Services Group, Inc. All rights reserved.

INTRODUCTIONDisabilityFLEX is a non-occupational short-term disability product that is designed to help protect an employee’s paycheck if he or she becomes sick or injured outside of the workplace. With its flexible plan design, employees can choose the weekly benefit amount, benefit commencement period and benefit duration that helps meet their needs and budget.

PLAN DESIGN

ELIGIBILITY – BASIC REQUIREMENTS

DisabilityFLEX is available to employer groups. Employees must be actively working a minimum of 30 hours each week to be eligible for insurance, unless otherwise requested by the policyholder.

FUNDING OPTIONS (CONTRIBUTION TYPES)

DisabilityFLEX is a 100-percent employee-paid (voluntary) benefit.

DISABILITYFLEX COVERAGE AMOUNTS AND ELECTION

Insurance for eligible persons is selected at the time of enrollment, within the following general parameters:

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INSURED TYPE BENEFIT AMOUNT COMMENCEMENT PERIODS DURATIONS

EMPLOYEES – 10 TO 49 LIVES

$100–$1,000 to a max of 60 percent of earnings

8/8, 15/15, 30/30 Calendar Days 13, 26, 52 weeks

EMPLOYEES – 50+ LIVES

$100–$1,000 to a max of 60 percent of earnings

8/8, 15/15, 30/30 Calendar Days 13, 26, 52, 104 weeks

The policyholder determines the two commencement periods and two durations that employees can choose from at time of enrollment. The employee then elects which benefit amount, commencement period and duration best fits his/her needs.

BENEFIT INFORMATION

BENEFITS

A weekly benefit is payable for a covered employee while disabled and insurance is in effect, subject to the benefit maximum and the Pre-existing Condition Limitation. Payments will not be offset by other income benefits.

COVERAGE WHILE DISABLED

If the covered employee is disabled and no longer an active employee, DisabilityFLEX payments will continue until the end of the period for which he/she is entitled to receive short-term disability benefits, provided premiums continue to be paid. (Waiver of premium is not available with DisabilityFLEX).

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TOTAL DISABILITY

The covered employee must be totally disabled to satisfy the benefit commencement period. The covered employee is totally disabled when he/she is prevented from performing the essential duties of his/her occupation and, as a result, the insured’s current weekly earnings are 20 percent or less than pre-disability earnings.

PARTIAL DISABILITY

A covered employee who was previously totally disabled will receive a partial disability payment if he or she 1) returns to work on a part-time or limited duty basis, with 2) current weekly earnings that are more than 20 percent but less than 80 percent of their pre-disability earnings. The partial disability payment is calculated using a proportionate loss formula.

RECURRENT DISABILITY

If the covered employee’s return to work is followed by a disability due to the same or related condition within 15 consecutive calendar days, the recurrent disability will be considered one period of disability. A disability that occurs after 15 consecutive calendar days will be treated as a new disability.

If sold with long-term disability (LTD) insurance, the standard recurrent period is five days for every 30 days of the LTD elimination period.

MATERNITY, MENTAL ILLNESS AND SUBSTANCE ABUSE

Maternity, mental illness and substance abuse claims are treated as any other sickness. For maternity, The Hartford’s standard duration guidelines are:

• Six weeks for normal delivery claims or C-section claims

• Up to an eight-week postpartum period for C-sections when the insured’s doctor confirms the recovery period

• A maximum of four weeks if an employee’s disability is the result of a Pre-existing Condition.

ABILITY ASSIST® EMPLOYEE ASSISTANCE PROGRAM1

The employee assistance program (EAP) provides an employee and any dependent(s) 24/7/365 access to trained professionals and resources for assistance with financial, legal and emotional issues, whether personal or work-related. Services are offered through ComPsych. Dependents do not have to be insured to use this service.

HEALTHCHAMPIONSM HEALTH CARE SUPPORT SERVICE1

When an employee or dependent becomes seriously ill or injured, this advocacy service can help guide employees through health care options, ensure they are connected with the right resources, and help resolve issues related to health care and recovery (administrative and/or clinical). Services are offered through a ComPsych. Dependents do not have to be insured to use this service.

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DISABLED AND WORKING BENEFIT For the demonstration of the benefit payable under key product provisions below, assume the following:

• Paul is insured with group DisabilityFLEX insurance from The Hartford.

• Paul works in custodial services and has an annual salary of $30,000. He elects the maximum weekly benefit available to him: $300/week with an eight day elimination period and 26-week duration.

After years of feeling lethargic, Paul went to have his heart checked. After numerous tests, it was discovered Paul had aortic regurgitation, which means his aortic valve does not close all the way. A valve replacement was recommended through open chest surgery.

The estimated recovery time would be six weeks followed by another four weeks of part-time work.

For those first six weeks, Paul would receive from The Hartford his elected benefit amount of $300/week. Upon Paul’s return to part-time work, he would receive a weekly check from his employer of $280/week and a disability check from The Hartford for $154/week for a total weekly income of $434.

UNDERWRITING GUIDELINES & RATE INFORMATION

PREFERRED INFORMATION REQUESTED FOR A DISABILITYFLEX QUOTE

The following information is required for The Hartford to issue a quote for DisabilityFLEX (50+ lives). No census is required to issue a quote for 10-49 lives.

DisabilityFLEX rates are extremely sensitive to factors such as employee age, gender and average volume, so this census information is needed to produce the most accurate rate possible for a group.

Certain industries (SICs) and situs states may be ineligible to receive a group DisabilityFLEX quote. These industries may be eligible to receive a quote for other group products from The Hartford, however.

GROUP INFORMATION • Name• Situs state (primary location)• SIC• Desired effective date• Current participation percentage

(if replacement/takeover)

EMPLOYEE (CENSUS) INFORMATION• Date of birth• Gender• Salaries• Occupations• Work location zip code• Current employee elections

(if replacement/takeover)

PRE-EXISTING CONDITIONSFor the demonstration of the benefit payable under key product provisions below, assume the following:

• Maria is 30 weeks pregnant. Her company is offering DisabilityFLEX for the first time.

• Maria has an annual salary of $80,000. She elects the maximum weekly benefit available to her: $900/week, an eight day elimination period and 13-week duration.

After being covered by DisabilityFLEX for two months, Maria goes into labor. Because her pregnancy was a pre-existing condition, Maria will receive the maximum benefit duration of four weeks.

BENEFIT DEMONSTRATIONS

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PARTICIPATION ASSUMPTIONS

The Hartford’s participation assumption for DisabilityFLEX is 10 enrolled lives.

RATE STRUCTURE

Employees’ rates are based on appropriate age band as the employee grows older:

• Under 35 • 35-49 • 50-59 • 60+

Rates and/or benefits may be changed on a class basis.

RENEWABILITY & RATE GUARANTEE PERIOD

DisabilityFLEX is renewable annually. A two-year rate guarantee period is standard. Alternative periods are available.

GUARANTEED ISSUE

A guaranteed issue (GI) amount of $100–$1,000 is available in increments of $100, not to exceed 60 percent of the employee’s earnings.

GI coverage is available during: 1) an initial enrollment period, 2) subsequent annual open enrollment periods, or 3) an alternate enrollment period allowed by the policy (e.g., new employees or due to a change in family status).

BENEFIT LIMITATIONS & EXCLUSIONS

PRE-EXISTING CONDITION LIMITATION

6/6/12 – This limitation applies to Pre-existing Conditions, conditions for which an employee receives medical services within six months of the effective date of coverage. No benefits or increases in benefits are payable for a disability resulting from a Pre-existing Condition until the employee has been covered for six consecutive months with no medical care for the condition, or if medical care has been received for the condition, until the employee has been covered for 12 consecutive months.

If an employee’s disability is the result of a Pre-existing Condition, the maximum duration of benefits payable is four weeks.

For policies that were previously in-force with another insurance carrier, covered persons will receive credit for time insured toward the limitation. If the covered person has been insured for longer than the limitation period with any prior carrier, then a limitation is not applicable.

Alternatives are available, and a specific pre-ex may be required by the situs state of the group.

EXCLUSIONS

A benefit is not payable for any disability that results from or is caused by:

• Unless the insured is under the regular care of a physician

• Suicide, attempted suicide or intentionally self-inflicted injury

• War or act of war, declared or undeclared

• A covered person’s participation in a felony, riot or insurrection

• A covered person’s engaging in any illegal occupation

• For which workers’ compensation benefits are paid, or may be paid, if duly claimed

• Sustained as a result of doing any work for pay or profit for another employer, including self-employment

All exclusions may not be applicable, or may be adjusted, as required by state regulations in the situs state of a group.

CLAIMS PAYMENTBenefits under the policy are payable to the employee. Any benefits due or unpaid in the event the employee becomes deceased are payable to the employee’s estate.

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DisabilityFLEX DEFINITIONS (IN ALPHABETICAL ORDER)

DISABLED AND WORKING means that the insured: 1) is prevented by injury, sickness, mental illness, substance abuse or pregnancy from performing some but not all of the essential duties of the insured’s occupation, 2) working on a part-time or limited duty basis and as a result, 3) currently earning more than 20 percent but less than 80 percent of the insured’s pre-disability weekly earnings.

DISABILITY OR DISABLED means total disability or disabled and working disability.

PRE-DISABILITY EARNINGS means the insured’s regular weekly rate of pay, not counting bonuses, commissions, tips and tokens, overtime pay or any other fringe benefits or extra compensation in effect on the date the insured was actively at work before the insured became disabled.

For hourly paid active employee before the insured became disabled, pre-disability earnings means the product of 1) the average number of hours the insured worked per week, not including overtimes, over the most recent 12 month period immediately prior to the last day the insured was actively at work before the insured became disabled, multiplied by 2) the insured’s hourly wage in effect immediately prior to the last day the insured was actively at work before the insured became disabled.

Other options may be available.

TOTAL DISABILITY OR TOTALLY DISABLED means the insured is prevented by injury, sickness, mental illness, substance abuse or pregnancy from performing the essential duties of the insured’s occupation, and as a result, is earning 20 percent of less of the insured’s pre-disability earnings. If the insured is in an occupation that requires a license, the insured’s failure to pass a physical examination required to maintain that license does not mean that the insured is disabled from his/her occupation.

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STATE SPECIFIC EXCEPTIONSThe following exceptions to the information presented in this guide are required by regulations in the situs state of a group. (If a state is not listed, then no variations apply to that state.) This information is subject to change.

STATE FLEX 10-49 ELIGIBLE LIVES

MT Pre-ex 6/12

NH Pre-ex 3/12

PA Pre-ex 3/12

WY Pre-ex 6/12

NY Limited to 50% of Income, Pre-ex None

NJ, RI, CA, HI, PR Not Available

STATE FLEX 50+ ELIGIBLE LIVES

NH Pre-ex 3/6/12

PA Pre-ex 3/6/12

NY Limited to 50% of Income, Pre-ex None

NJ, RI, CA, HI, PR Not Available

ELIGIBILITY – EXPANDED REQUIREMENTS AND PROVISIONS

EMPLOYEE ELIGIBILITY

Active employees (those who work for the group on a regular basis for the minimum required hours) are eligible for DisabilityFLEX insurance once any eligibility waiting period has been satisfied. As noted previously, employees must work a minimum of 30 hours each week to be eligible for insurance, unless otherwise requested by the policyholder.

ELIGIBILITY WAITING PERIOD (EWP)

The Hartford does not require an EWP, but the policyholder may choose to incorporate one into the plan design to coordinate with eligibility for other products. Any period of time between 30 days and 12 months is acceptable for an EWP.

COVERAGE EFFECTIVE DATE (WHEN INSURANCE BEGINS)

Coverage that is offered on a guaranteed issue basis becomes effective on the first day of the month following the date the employee or dependent becomes eligible or enrolls for insurance, whichever is later (subject to certain conditions).

Coverage that requires a health application will become effective on the first day of the month following the date the employee or dependent becomes eligible for insurance, or the date the health application is approved, whichever is later.

If there is a prior carrier and an employee is receiving or is eligible for disability benefits under that prior employer-sponsored plan, the prior carrier remains responsible for the duration of the claim, even after the policy has terminated. The employee becomes eligible under The Hartford plan once active work is resumed.

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CONTINUATION OPTIONS

In the event insurance under the policy would otherwise end, a variety of continuation options and durations are available, including: personal leave of absence, military leave, layoff and FLMA/protected leaves. Continuous premium payment is required for all forms of leave. Portability is not available with DisabilityFLEX.

ENROLLMENT INFORMATION & METHODS

ANNUAL OPEN ENROLLMENT

The Hartford supports annual open enrollment of the DisabilityFLEX product. During an annual period selected by the group, employees may elect DisabilityFLEX insurance up to the GI. Any new election or increase in coverage is subject to the Pre-existing Condition Limitation.

Insurance may only be elected by employees during this annual period. If an employee does not make an election during the enrollment period and later wishes to do so, the employee must wait until the next annual period, unless otherwise allowed by the policy due to a change in family status (life event).

If a group does not want to offer an annual open enrollment for the DisabilityFLEX product, a one-time open enrollment is available.

ENROLLMENT STRATEGY

A successful enrollment is vital to the success of any DisabilityFLEX plan. To ensure the initial and ongoing success of a DisabilityFLEX plan with The Hartford, our local enrollment professionals will help a group develop an enrollment strategy that meets the needs of a group and its employees, including any of the following:

• Comprehensive enrollment timeline

• Online benefits education via MyTomorrow®

• Easy-to-understand comprehensive educational materials (benefit highlight sheets, email drips, newsletters, postcards, payroll stuffers, etc.)

• Personalized enrollment packages showing coverage amounts and the cost of coverage

• On-site support at benefit fairs

• HR training and support

• Call center support

ENROLLMENT METHODS

The following enrollment methods are supported by The Hartford for the DisabilityFLEX product:

• On-site group enrollment meetings with personalized enrollment forms and materials

• Online enrollment through BenSelect, The Hartford’s online enrollment platform (powered by Selerix Systems)

ADMINISTRATION

GROUP CONTRACT

The Hartford offers DisabilityFLEX insurance through a group contract administered on a group platform. Use of a group contract simplifies the administration process, in that the contract is issued in the domicile state of the group, resulting in one certificate for all employees regardless of where they reside. This enables consistency in the product regardless of where employees reside, allowing for more effective employee education and enrollment planning.

BILLING TYPES

The Hartford offers the convenience of two types of billing for DisabilityFLEX insurance:

1. List billing – The Hartford bills the exact amount due based on census information reported to us by the policyholder prior to the billing date.

2. Self-administered billing – The premium due is estimated based on the most recent payment received. Each policyholder tracks the benefit changes and determines the actual premium due. Not available for under 50 lives.

Both billing types are available for DisabilityFLEX plans with the attained age rate structure.

CLAIMS PROCESSClaims are processed through a telephonic claim intake model. Highly-trained intake nurses averaging 20 years of experience are an employee’s first point of contact with The Hartford. Nurses review 100 percent of non-maternity STD claims, meaning complex claims questions and issues are resolved at the earliest stages of a claim. Following the call, they immediately reach out to the employee’s physician for additional information or clarification, as needed. Based on the information gathered, the intake nurse will set initial milestones for cases that require follow up based on both defined protocols and judgment. Intake nurses also have the option of immediately referring claims to medical or behavioral case managers, if appropriate.

Clearly defined, system-generated protocols that prompt further clinical intervention are used. Based on the diagnostic code entered by the nurse at intake, a diary or reminder is automatically set in the Disability Claim System. This reminder prompts a claim review by a medical or behavioral case manager at specific claim durations (weeks). Most claims are reviewed by a medical case manager well before or at least by the claim midpoint.

Dedicated STD return-to-work (RTW) coordinators are leveraged at the tail end of the end-to-end claims process. Every employee with return-to-work potential is evaluated for return-to-work assistance. RTW coordinators work with the employee, physician and employer to develop action plans to get employees back to work as soon as medically appropriate. On average, our RTW coordinators have helped employees return to productivity nearly nine days sooner than estimated by their physician.

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For Producer Use Only.

This Voluntary Sales Guide is for producer education purposes only and is not an insurance contract. For more information on voluntary enrollment procedures, please consult your Hartford Sales Representative.

The Hartford® is The Hartford Financial Services Group, Inc. and its subsidiaries, including issuing companies Hartford Life Insurance Company and Hartford Life and Accident Insurance Company. Home Office of both companies is Hartford, CT. This product guide explains the general purpose of the insurance described, but in no way changes or affects the policy as actually issued. In the event of a discrepancy between this brochure and the policy, the terms of the policy apply. All benefits are subject to the terms and conditions of the policy. Policies underwritten by the issuing companies listed above detail exclusions, limitations, reduction of benefits, and terms under which the policies may be continued in full or discontinued. Complete details are in the Certificate of Insurance issued to each insured individual and the Master Policy issued to the Policyholder. This program may vary and may not be available to residents of all states.1 Services are provided through The Hartford by ComPsych®. ComPsych is not affiliated with The Hartford and is not a provider of insurance services. The Hartford is not responsible and assumes

no liability for the goods and services provided by ComPsych and reserves the right to discontinue any of these services at any time. ComPsych is a registered trademark and HealthChampion is a service mark of ComPsych Corporation

4470 NS 02/14 ©2015 The Hartford Financial Services Group, Inc. All rights reserved.

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