New Halliburton Benefits Center!

New Halliburton 

Benefits Center! 

Inside 

New Benefit Administrators 

New Global Medical Plan 

New Global Dental Plan 

www.halliburton.com/totalrewards

Features 

• FLASH: Change Comes to Halliburton 

Benefits Administration 

• Exciting Changes are Coming Soon to the 

Halliburton R&S Plan 

• Benefit Service Transition Calendar 

• Your New Benefits Website 

» 

• Choose Your Communications Channel 

2011 

» Benefits 

Guide 

Inside 

» 

• Annual Enrollment Steps for Success 

• Who Pays for Our Health Care Plans? 

• Global Health Plan Evolves 

• Income Protection Programs – 

How Much is Enough? 

XX 

2011 Benenfits Guide

www.halliburton.com/totalrewards 

Your New Benefits Website 

OK, we get it. We understand that the way you choose and 

manage your benefits differs from employee to employee. 

We understand that you need information at your fingertips – 

convenient, simple and stress-free. We’ve built a brand new 

one-stop benefits website to meet your online needs and we hope 

you will find it much improved. 

Your initial login page looks like this: 

Beginning with Annual Enrollment on October 27 through 

November 17, 2010, log on to the all-new Halliburton Total 

Rewards website for secure access to all your health and group 

benefits. In January, access will begin for all your health and 

group benefits, as well as your retirement benefits. 

To access the website for the first time, you will need to: 

• Go to www.halliburton.com/totalrewards. 

• Click on the “Register Account” button. 

• Enter your Social Security number. 

• Enter your last name. 

• Enter your date of birth (MMDDYYYY). 

Your new benefits website homepage: 

Now the website can verify that you are a Halliburton employee. 

At this point, you will need to: 

• Create a unique User Name of at least six characters. 

• Create a unique Password that consists of at least six 

characters, which must include a number and a letter. 

• Provide answers to two security questions in order to 

automatically reset your User Name or Password if you 

forget it. 

• Provide a personal e-mail address, in addition to your work 

e-mail if you like. Choose a “Primary” e-mail where you 

want your benefit information sent. Your “Primary” e-mail 

will also be used to help you reset your account if you 

forget your User Name or Password. 

Once you register, you’ll see the home page to your new benefits 

website. Use this website for 2011 Annual Enrollment. Beginning 

in January, you’ll receive notice when you have full access into 

the retirement area for your Halliburton R&S Plan. Later, during 

the first quarter, you’ll have access to the Total Rewards area to 

view your total compensation package. 

2011 U.S. Expatriate Benefits Guide 

03

FLASH: 

Change Comes to Halliburton 

Benefits Administration 

Over the last few years, we’ve been listening to you and identifying ways 

to improve the support you need when it comes to enrolling in your 

benefits, getting your questions answered and understanding the overall 

way employee benefits administration works at Halliburton. 

In 2009, we began a project that has involved many months of work with 

a team of Halliburton employees from various disciplines around the 

Company. The team considered several potential new vendors for our 

benefits administration work keeping in mind the following objectives: 

• Ease of use – a positive experience related to benefits administration 

• Complete, accurate and timely resolution of questions and issues 

• Clear communications regarding all benefits 

• Competitive pricing for the Company. 

After careful consideration, Hewitt Associates will no longer serve as the 

benefits administrator as of January 1, 2011. 

Effective with this year’s Annual Enrollment period* and beginning 

January 1, 2011, the following two companies will take over the benefit 

administration of the Company’s plans: 

• Mercer will manage the U.S. health and group benefits plan 

• Fidelity will manage the Halliburton R&S Plan, and continue to 

manage the Halliburton Employee Stock Purchase Plan. 

We believe these new vendors will deliver enhanced customer service 

and best-in-class technology, so that managing your benefits is easy, 

understandable and stress-free. With this change, you will notice: 

• One-stop website, www.halliburton.com/totalrewards, to access all 

your employee benefits 

• Streamlined enrollment and easy-to-use web pages 

• One global toll-free number to access customer service 

• Expanded customer service hours plus online chat at Mercer 

• E-mail delivery of benefits alerts and confirmations via the address 

that you select as your “Primary” e-mail address (either your work 

or personal e-mail address). 

Changing benefit administrators is challenging. We are working hard 

to establish seamless processes and ensure that data is transferred 

from Hewitt to Mercer and Fidelity. We are taking all steps possible to 

make sure that all circuits are wired for success. Please help us as we 

assemble a better benefits world for you by reviewing this publication 

and following the guidance provided. 

Make your benefits 

transition smooth 

• Log on to www.halliburton.com/totalrewards during Annual 

Enrollment and review your benefit information. 

• Remember, if you are not changing any benefits, you still need to 

re-certify tobacco status for you and your spouse if applicable. 

• Check your data online – coverage/enrollment levels, dependents 

and beneficiaries. 

• Review the chart on page 5 to know where to go for help during 

this transition. 

• Between October 27 through December 31, remember to 

complete the two-step process outlined on page 11 if you are a 

new enrollee or have any allowable changes. 

• Print your R&S Plan statement on December 30. When the 

R&S Plan restriction period is complete, review your R&S Plan 

account online and vesting. 

* 2011 Annual Enrollment period is scheduled from 

October 27, 2010, through November 17, 2010. 

04 

2011 U.S. Expatriate Benefits Guide

Benefit Service Transition Calendar 

Use the calendar below over the next few months to identify where to go for benefit information or assistance. 

October November December January 2011 forward 

Annual Enrollment 

for 2011 

Make changes to your health care coverage, 

as well as re-certify tobacco status. Elections 

become effective January 1, 2011. 

MERCER 


*+866-321-0964 or 857-362-5980 

Health and Group 

Benefits 

To have your ongoing health and group 

benefits questions answered. 

R&S Plan 

To have your ongoing savings plan 

questions answered. 

HEWITT 

http://resources.hewitt.com/halliburtonbenefits 

*+866-373-3422 or 847-883-0702 

or 800-535-8130 

MERCER 


*+866-321-0964 or 857-362-5980 

FIDELITY 


*+866-321-0964 or 857-362-5980 

*Use your country’s AT&T access number if dialing internationally. 

Halliburton Benefits Center 

*+866-321-0964 or 857-362-5980 

(*Use your country’s AT&T access 

number if dialing internationally.) 

7:30 a.m. – 7:30 p.m. U.S. Central Time 

(1:30 p.m. to 1:30 a.m. GMT/BST) 

Monday through Friday 

DID YOU KNOW? 

Due to federal requirements, you need to provide 

Social Security numbers to the Halliburton 

Benefits Center for each of your covered 

dependents over the age of 2 years. 

Halliburton Total Rewards 



05

John.USEXPAT@WeCan’tFindYou.com 

Don’t miss out on important 

benefit e-mails. Keep your e-mail 

addresses up-to-date! 

Choose Your Communications Channel 

We recognize that, as a U.S. Expatriate employee, it’s a 

challenge to stay benefits-connected with your work and 

travel schedules. With our new benefit administrators, 

we have worked to improve and expand the way we 

communicate benefit information to you and your family. 

For example, you’ll see: 

• Expanded hours at the Halliburton Benefits Center 

• Online chat to assist with your questions about health 

and group benefits 

• E-mail alerts and confirmations. 

Beginning with the 2011 Annual Enrollment, you’ll notice 

that the majority of your benefit communications may be 

sent via e-mail. Pay attention to these e-mails, as they 

will alert you to take action or remind you of important 

deadlines. For certain changes, you will receive e-mail 

confirmation. Use the information within your benefit e-mails 

to log in and take the required actions and/or to verify that 

your changes are accurate and complete. 

If you prefer to have your benefit e-mails delivered to a 

personal e-mail address, be sure to set up your personal 

e-mail addresses with both Mercer and Fidelity. 

Take a moment to check out the details surrounding your 

new benefit communication channels. 

Halliburton Benefits Center 

Total Rewards Website www.halliburton.com/totalrewards 

Customer Service Toll-free at 866-321-0964 

(use your country’s AT&T access 

number if dialing internationally) 

or 857-362-5980 

Monday – Friday 

1:30 p.m. to 1:30 a.m. 

GMT/BST 

(7:30 a.m. – 7:30 p.m. 

U.S. Central Time) 

Online Chat www.halliburton.com/totalrewards Monday – Friday 

1:30 p.m. to 1:30 a.m. 

GMT/BST 

(7:30 a.m. – 7:30 p.m. 

U.S. Central Time) 

DID YOU KNOW? 

Beginning January 1, 2011, over-the-counter 

medications are no longer considered an eligible 

expense for the Health Care Spending Account 

(HCSA). 

06 


Changes During the Transition 

Transitioning to new benefit administrators includes an incredible 

number of large and small changes. Certainly, we’ve worked to remove 

as many bumps as possible for you, but during the last part of 2010, 

you may encounter some situations that will require you to complete a 

two-step process. Failure to complete each step could mean that your 

2010 and new 2011 benefits won’t be established accurately! 

So, take a look at these special situations below to see if you will need 

to take these important extra steps, and how to contact the current 

Halliburton Benefits Center at Hewitt, and the new Halliburton Benefits 

Center at Mercer to keep your benefits running smoothly with no 

bumps! These situations include Qualified Change-in-Status (QCS) 

events, as well as other enrollment events and changes. 

Here’s a list of Qualified Change-in-Status events to remind you of the 

types of situations that qualify. Refer to Exhibit A of your 2010 Health 

and Group Benefits Summary Plan Description* for a full list of eligible 

QCS events. 

Qualified Change-in-Status events 

• Newly hired or newly eligible employee 

• Transfer from a domestic to a U.S. Expatriate 

employee (or vice versa) 

• New baby or adopted child 

• Marriage or divorce 

• Begin or return from an unpaid Leave of Absence 

• Dependent gains or loses eligibility under another 

group health plan 

• Rehired after 31 days since your last separation. 

Two-step process a must for these actions! 

October 27 – 

November 17 

Halliburton Benefits Center at Halliburton Benefits Center at 

Hewitt Mercer 

Step 1 Step 2 

Online or by phone 

• New Enrollments (2010 Benefits) 

• Coverage Changes (2010 Benefits) 

• Dependent Changes 

• Beneficiary Changes 


• Annual Enrollment (2011 Benefits) 





November 17 – 

December 31 






Phone only 





http://resources.hewitt.com/halliburtonbenefits 

Toll free: AT&T Access Code +866-373-3422 

or 847-883-0702 


Toll free: AT&T Access Code +866-321-0964 

or 857-362-5980 

*You can find your Summary Plan Descriptions on HalWorld at: 

http://halworld.corp.halliburton.com/benefits/default.aspx?navid=1050&pageid=1418 


07

Exciting Changes are Coming Soon to Your 

Halliburton Retirement and Savings Plan 

We are pleased to announce Fidelity Investments 

will become the new provider of recordkeeping 

services for the Halliburton Retirement and 

Savings Plan (the “R&S Plan”) beginning January 

1, 2011. This transition is part of an overall 

strategy designed to enhance benefits delivery 

to participants and provide improved tools and 

resources, all at a lower cost. 

Fidelity provides 401(k) recordkeeping services to 

many of the country’s largest businesses and has 

the people, processes and technology to deliver 

high-quality customer service and retirement 

planning tools that we expect for our participants. 

The transition to Fidelity will offer you several new 

and enhanced services, including: 

• Leading-edge online planning tools – take 

the guesswork out of saving for retirement 

with Fidelity’s easy-to-use online planning 

tools. 

• Expanded Halliburton Benefits Center hours 

– experienced Fidelity representatives will 

assist you and answer questions you may 

have about your R&S Plan Monday through 

Friday from 7:30 a.m. to 7:30 p.m. Central 

Time. 

• Consolidated Fidelity accounts – if you have 

a Halliburton Employee Stock Purchase Plan 

(ESPP) account or other personal accounts 

with Fidelity, you will be able to view all of 

your accounts simultaneously and access 

your accounts from the same Fidelity home 

page. 

In addition, some things are not changing, for 

example: 

• No investment option changes – investment 

options and the investment firms managing 

the assets in the R&S Plan will remain the 

same, so your current retirement savings 

investment strategy will not be disrupted by 

the transition. 

• No change to the company match or basic 

contribution – you will continue to receive 

company matching and basic contributions 

just as you do today. 

• No change to other familiar plan provisions 

– there are no planned changes to the 

enrollment, loan, hardship withdrawal or 

other basic plan provisions with which you 

have become familiar. 

Take Note 

In mid-November you will be receiving a 

comprehensive Transition Guide including 

a description of new services, a timeline of 

important dates (including the opening date for 

the Benefits Center) and web and phone access 

information. The Transition Guide will also include 

information regarding a short period of time at the 

end of December and beginning of January during 

which certain plan activities will be restricted, this 

is called a “blackout period”. In early January, 

you will receive notification when the transition 

is complete and your new access to Fidelity is 

available. 

We are very excited about the changes ahead, 

and anticipate that you will be pleased as the 

Halliburton Retirement and Savings Plan and 

Fidelity work together to help you maximize your 

R&S Plan benefits. 

Keep in mind that investing involves risk. The 

value of your investment will fluctuate over time 

and you may gain or lose money. 

08 


Take control of your 401(k). 

Let Fidelity be your guide. 

Fidelity Investments welcomes Halliburton employees 

beginning January 1, 2011. Be on the lookout for more 

information about your 401(k) plan in mid-November. 

Fidelity Brokerage Services LLC, Member NYSE, SIPC 

900 Salem Street, Smithfield, RI 02917 

© 2010 FMR LLC. All rights reserved. 556743.1.0 

2011 Benenfits Guide XX

Annual Enrollment 

Steps for Success 

Complete these steps between October 27 and November 17, 2010 

1. Read this 2011 U.S. Expatriate Benefits Guide magazine. 

2. Consider what benefits you need and discuss the options 

with your family. 

3. Log on to the new Halliburton Total Rewards site 

(www.halliburton.com\totalrewards).* 

4. Verify tobacco-user status for you and your spouse. 

5. Verify your mailing address, e-mail address and home 

phone number. ** 

6. Confirm the eligibility of your dependents and update their 

Social Security numbers. 

7. Check to ensure that your beneficiary information is 

up-to-date. 

8. Complete your Health Risk Assessment to receive your 

$100 premium credit in 2011. 

9. Finish your health and group enrollments no later than 

November 17, 2010. 

10. Remember to complete the two-step process at both Hewitt 

and Mercer for the dependent/beneficiary or other coverage 

changes as outlined on page 11. 

11. Print a confirmation page to document your benefit 

choices. 

*Unless you make active changes, your 2010 Optional Life and AD&D, LTD 

and FSA elections will continue for 2011. 

**Add a personal e-mail address when logged on to the Halliburton Total Rewards site. 

10 XX 

2011 Benenfits U.S. Expatriate GuideBenefits Guide

Who 

Pays 

for Our 

Health 

Care 

Plans? 

The Global Medical and Global Dental Plans are self-funded. So, what 

does that mean? This means that the Company assumes the financial 

risk of providing health care coverage for you and your family, 

instead of paying a premium to an insurance company to assume 

this risk. CIGNA International processes claims, assists in negotiating 

discounts around the globe and provides customer service to you and 

your family, 24 hours a day, 7 days a week. 

The medical and dental claims are paid directly from a Halliburton 

bank account and these impact the Company’s bottom line. 

Halliburton continues to subsidize the majority of the plan costs, but 

controlling claim costs is a shared responsibility between you and the 

Company. Controlling claim costs also saves you money, as you pay 

a small percentage of the cost of the medical program. Some tips to 

help you reduce your claim costs include: 

• If you access care in the U.S., be sure to utilize providers 

in the CIGNA U.S. network. 

• Get your annual checkup and screenings. 

• Consider generic alternatives to brand-name drugs. 

• Complete your Health Risk Assessment and reduce your 2011 

contributions by $100. 

• Enroll in one of the LiveWell programs. 

• Avoid tobacco products. 

• Be physically active. 

• Eat fruits and vegetables. 

• Manage stress. 

Health Care Costs for Halliburton 

Top $243 million 

Employee 

Contributions 

$38 million 

$205 million 

Employer 

Contributions 

DID YOU KNOW? 

Updating your address and phone numbers 

in Employee Self Service (ESS) updates this 

information with the Halliburton Benefits Center, 

CIGNA International and Fidelity as well. 


11

U.S. Health Care 

Reform Impact 

Even if you are living outside the U.S., we bet you’ve heard about 

U.S. Health Care Reform, given all of the attention this topic has 

received throughout the year. The Company is required to change some 

provisions of our U.S. medical programs to comply with the Health 

Care Reform legislation. Although the changes required by Health 

Care Reform may have some positive effects for employees and their 

dependents, these changes add cost to the program. In fact, experts 

agree that Company costs could rise as much as 2% to 6% each year 

as a result of this legislation. Additional costs are expected due to the 

addition of newly eligible dependents and the removal of certain annual 

and lifetime limits. 

Longer-Term Impact 

At this point, it’s difficult to gauge the long-term impact as additional 

changes are set to take effect over the next several years through 2018. 

Some of these provisions you may have already heard about – for 

example, a mandate that everyone have health insurance, and help for 

low-income individuals to buy insurance. 

Immediate Impact 

To simplify plan administration under the new legislation, effective 

January 1, 2011: 

• The Global Health Plan will be split into two separate plans: Global 

Medical Plan and Global Dental Plan 

• The Global Default will be eliminated. 

There are also changes impacting how you use your Health Care 

Spending Account (HCSA). Beginning January 1, 2011: 

• You no longer will be able to use your money in your account for 

over-the-counter drugs. 

• You will only be able to use money in your account for items that 

are prescribed by a health care provider, or for insulin. 

Be sure to read further to learn more about these changes to the Global 

Medical and Dental Plans and about managing your out-of-pocket costs 

with your HCSA. 

12 


Global Health Plan Evolves 

Effective January 1, 2011, the Global Health Plan will 

be split into separate programs: the Global Medical 

Plan and the Global Dental Plan. 

This change will provide you the flexibility to elect 

coverage in either the Global Medical Plan or the 

Global Dental Plan, or both. 

What’s important to know here is that the Global 

Default Plan will be eliminated as an option for your 

medical coverage, effective January 1, 2011. 

Global Medical Plan 

Medical plans such as the Global Medical Plan are 

required to comply with the recently enacted Health 

Care Reform Act. Therefore, the following will 

become effective January 1, 2011: 

• Dependent children will be eligible for 

coverage up to their 26th birthday. 

(This eligibility also applies to vision 

coverage.) 

• No annual or lifetime dollar limits on coverage, 

meaning the Global Medical Plan cannot limit 

the total amount it pays you on an annual 

basis, nor during your lifetime. 

• Inside U.S. Treatment for Preventive Care will 

be paid at 100%, with the deductible waived. 

Global Dental Plan 

The Global Dental Plan will provide the same level of 

coverage as the current dental program. However, 

eligible dependent children may continue dental 

coverage up to age 26. All other plan provisions will 

remain the same as currently available. 

Annual Enrollment Period 

During the Annual Enrollment Period (October 

27, 2010 through November 17, 2010), if you are 

currently enrolled in the Global Health Plan, you will 

automatically be enrolled in both the Global Medical 

Plan and the Global Dental Plan. 

If you want to change how you are enrolled or 

change your coverage level, you need to take action 

during the Annual Enrollment period. If you take no 

action, then you will remain in the Global Medical 

and Dental plans throughout 2011, unless you have 

a Qualified-Change-in-Status (QCS). 

As previously mentioned, the Global Default Plan will 

no longer be available as a medical option. If you are 

currently enrolled in this plan, you must take action 

during Annual Enrollment to elect your new medical 

and dental coverage. You will not default into the 

Global Medical Plan or the Global Dental Plan. If you 

do not elect new medical and dental coverage, you 

will have no coverage during 2011, unless you have 

a QCS event. 

GLOBAL MEDICAL PLAN 

Outside U.S. Treatment Inside U.S. Treatment 

Eligible Participants Employee and Dependents 

Calendar Year Deductible $0 $500 per person 

$1,000 per family 

Plan Pays 100% 80% after deductible 

Calendar Year Out-of- 

Pocket Maximum (includes 

Not applicable 

$2,750 per person 

$5,500 per family 

deductible and MHSA) 

Mental Health and Substance 100% 80% after deductible 

Abuse (MHSA) 

Preventive Care Exams 100% 100%; deductible waived 

Immunizations 100% 100%; deductible waived 

Prescription Drugs: 

Retail 

Mail Order 

100%; claims 

reimbursed through 

CIGNA International 

Not available 

Generic: $15 co-pay 

Preferred Brand: 25% co-pay ($25 

minimum and $100 maximum) 

Nonpreferred Brand: 45% co-pay 

($45 minimum and $100 maximum) 

Generic: $30 co-pay 

Preferred Brand: 25% co-pay ($65 

minimum and $200 maximum) 

Nonpreferred Brand: 45% co-pay 

($115 minimum and $250 maximum) 

Chiropractic Services 100% 80% after deductible 

Hospice Care, Skilled Nursing 100% 100% 

Facility and Home Health 

Care Benefits 

TMJ Treatment 100% 80% after deductible 

Dependent Children Eligible until age 26 as long as they do not have access to other 

coverage through their employer. 

Vision Exam 

(frames, lenses and surgery 

excluded) 

Eligible Participants 

Calendar Year Deductible 

Calendar Year Maximum 

• Preventive Care 

• Basic Care 

• Major Care 

• Orthodontia 

• Ortho Lifetime 

Maximum 

Up to $200 per person per calendar year 

100% deductible waived 

GLOBAL DENTAL PLAN 

Employee and Dependents 

$50 per person 


100%; deductible waived 

80% after deductible 

50% after deductible 

For dependents under age 19 years of age 50%; 

deductible waived 



13

Flexible Spending 

Accounts 

Health Care Spending Account (HCSA) 

To comply with the Health Care Reform legislation, the following changes will take effective January 1, 2011. At that time, you will: 

• Only be able to use the money in your HCSA for items that are prescribed by a health care provider or for insulin 

• No longer use your HSCA to pay for over-the-counter drugs 

Enroll / Save / Spend 

Manage your out-of-pocket costs with tax-free dollars through Flexible Spending Accounts (FSAs). Health Care Flexible Spending Accounts (HCSAs) 

and Dependent Day Care FSAs operate differently but both provide you an affordable and tax-efficient way to pay for eligible health care and day care 

expenses. 

Health Care Flexible Spending Accounts (HCSAs) 

Dependent Day Care FSA* 

Who can participate? All U.S. Expatriates If you anticipate eligible dependent day care 

expenses 

What happens to unused 

If you do not spend all the money you have saved for the year, it is forfeited. 

contributions? 

Contribution type 

Pre-tax payroll deductions 

How much can I contribute? $120 to $5,000 per year $120 to $5,000 per year 

What expenses are eligible? 

When are expenses reimbursed? 

A full range of qualified medical expenses – as 

qualified by the U.S. government and incurred 

during the calendar year 

All eligible expenses are reimbursed when you file 

a claim or use your debit card up to the full amount 

of your annual contribution, regardless of the actual 

amount of money that has been deposited into your 

account through payroll deductions. 

Any eligible dependent day care expenses – as 

qualified by the U.S. government and incurred 

during the calendar year 

All eligible expenses are reimbursed when you 

file a claim. However, reimbursements can only 

be made as your pre-tax contributions become 

available from payroll deductions. 

Where can I get more information? Visit the IRS at www.irs.ustreas.gov and download Publication 502 and Publication 503. 

It is important to remember that if you do not take any action to change your FSA or HCSA elections during Annual Enrollment, the elections 

you made for these programs for the 2010 plan year will automatically roll over for the 2011 plan year. Further, Internal Revenue Code rules 

provide that you will not be permitted to make changes to the automatically rolled-over elections unless you have a Qualified Change-in- 

Status event. Thus, it is important for you to review your current elections and make necessary changes during Annual Enrollment if your 

circumstances have changed. 

*Rules set forth in the Internal Revenue Code provide that 

the benefits provided in the Dependent Day Care FSA cannot 

discriminate in favor of highly compensated employees (as 

defined in the IRC). The Plan reserves the right to prospectively 

cut back or refund contributions made to the Dependent Day 

Care FSA by highly compensated employees if such action is 

necessary to maintain the tax-qualified status of the Dependent 

Day Care FSA. 

DID YOU KNOW? 

The LiveWell wellness program offers online 

lifestyle health coaching to you and your eligible 

family members at no additional cost. 

14 2011 U.S. Expatriate Benefits Guide

PayFlex – Make the New 

Connection for Flexible 

Spending Accounts (FSAs) 

Beginning in January, administration for Health Care 

Spending Account (HCSA) and Dependent Day Care FSA 

will be administered by PayFlex. 

PayFlex provides FSA services that include the PayFlex 

debit card, e-mail notifications for participants, and 

many online resources to help you manage your Flexible 

Spending Accounts. You will find these FSA resources by 

clicking on Health & Group Benefits at www.halliburton. 

com/totalrewards. Discover everything you need to 

manage your FSA accounts including: 

• Account information 

• FSA tutorial 

• Savings calculator 

• Expense planning worksheets 

• Listing of eligible and ineligible expense items 

• Frequently asked questions 

• Administrative forms and publications 

• IRS forms and publications. 

Remember, you can enroll or modify your FSA elections 

during the Annual Enrollment period. If you are currently 

enrolled and don’t make any changes, your current FSA 

elections will carry over for 2011. We’ve answered some 

questions we thought you might have. 

Will I have a new debit card to use? 

Yes, you will receive a new PayFlex MasterCard debit card which will be 

mailed to you the week of December 13. Your current 2010 YSA debit 

card will no longer be eligible for use in 2011. 

Can I use my new PayFlex card for both my Health Care 

Spending Account and my Dependent Day Care Spending 

Account? 

Yes, you may use your PayFlex card for both accounts. However, your 

dependent day care expense must be incurred in the calendar year. Your 

dependent day care provider needs to accept MasterCard debit cards and 

be identified as a “child care provider” for merchant processing purposes. 

Remember, you can only use your PayFlex card for up to the amount 

available in your Dependent Day Care Account at the time of the expense. 

How do I access the balance in my account? 

Go to www.halliburton.com/totalrewards, and click on Health & Group 

Benefits, select Resource Center, and then choose Flexible Spending 

Account/PayFlex. 

How do I submit a claim online? 

Once you have chosen the Flexible Spending Account page, look for the 

Express Claims tool. This tool outlines each step you need to take. 

Will I receive additional information regarding the FSA 

administrator transition? 

If you have a balance remaining in either of your flexible spending 

accounts in November of this year, you will receive a separate mailing that 

will outline how to work through the transition of FSA administrators. 

2011 U.S. Expatriate 2011 Benenfits Benefits Guide 

15 XX

Health Risk Assessment (HRA) 

Log on to a healthier life. 

To get started on your path 

toward a healthier life, take the 

online HRA and get a personal 

health profile that will help you 

and your coach understand 

your health. 

Then, based on your results 

and needs, you can enroll into a 

lifestyle management program. 

For more information, call 866- 

724-8901 or log on to www. 

nwbetterhealth.com/portal/ 

halliburton. 

Weight Management 

Diets are temporary. Healthy weight loss 

is permanent. With this program, you can 

lose weight and learn how to keep it off 

with health habits that become your new 

way of life. 

Tobacco Cessation 

Quit for life, quit for good. We know 

quitting a tobacco habit isn’t easy. We can 

help turn the possibility into reality. 

Physical Activity 

Feeling lethargic – energize your life. 

You can learn how to put energy back into 

your life by learning physical activities that 

lead to a more energized you. 

Healthy Eating 

Love food? Learn how to improve your 

eating habits. You will learn the right foods 

to eat and the correct way of eating. 

Stress Management 

Control your stress – control you life. 

We know managing stress isn’t easy and 

we can help turn the possibility into 

YOUR reality. 

Sleep Apnea 

A full night’s sleep is not a luxury – it’s 

a basic necessity for healthy hormone 

balance. Once you dip below seven hours 

a night, you are increasing your risk of 

diabetes, cancer, heart disease, stroke, 

depression and obesity. 


$100 

incentive for completing your 

health risk assessment 

When you take the Health Risk Assessment (HRA) at www.nwbetterhealth.com/portal/halliburton between 

October 27 and November 30, 2010, you’ll receive a $100 reduction in the amount you pay for the Global 

Medical Plan on an annual basis. 

Taking the HRA makes good sense for your budget and your life. The path to good health starts with 

assessing your lifestyle and making positive behavioral changes. 

A health risk assessment is a confidential assessment in which you answer questions about your health, 

lifestyle and readiness for improvement. The information you provide will help the program identify your 

health risk factors and assess your likelihood of developing chronic conditions such as heart disease, high 

blood pressure and diabetes. Upon completing the HRA, you will receive a report that outlines your 

personal results. 

Log on today! 

www.nwbetterhealth.com/portal/halliburton 


15 17

Wellness Benefit for 

U.S. Expatriates 

Equation – It’s simple math: 

Live + Well = LiveWell. 

Perhaps you are reading this article while running on a treadmill or 

eating an apple? Well, all of us generally need help with improving 

our habits and lifestyles when it comes to health. That’s why 

this article focuses on healthy lifestyles with the wellness benefit 

program called LiveWell. 

To take your HRA, beginning October 27 through November 30, log on 

to www.halliburton.com/totalrewards, select the “Health and Group” 

block and then click on the Health Risk Assessment link, complete the 

questionnaire and earn your $100 premium credit! 

Why focus on wellness? 

Wellness pays off for both you and the Company. Think about it: 

• The cost to the Global Medical Plan for lifestyle-related 

illnesses such as obesity, tobacco use and diabetes continues 

to increase – and you share in that cost. 

• Healthy employees are happier, more productive employees. 

How does LiveWell work? 

The LiveWell program provides several different ways to help you 

adopt healthier habits, maintain the ones you have in place, or take 

an existing healthy routine to the next level. 

Health Risk Assessments 

A Health Risk Assessment (HRA) is a short online questionnaire 

that will identify the key health risks you face. Your individual 

answers are confidential and are not shared with the Company. 

When you complete your HRA, it provides you immediate online 

feedback. If you gather and input your latest weight, blood 

pressure, cholesterol and glucose levels from your last doctor visit 

for input, your assessment results will be even more complete. 

There are two payoffs when you complete your HRA. First, if you 

complete your HRA between October 27 and November 30, the 

Company will reduce your cost for coverage under the Global 

Medical Plan by $100! So, during 2011, your payroll deductions for 

the Global Medical Plan will be reduced by $100. 

The second payoff is that your HRA results provide you immediate 

feedback that categorizes your health risks. You may find you don’t 

know your body as well as you thought. You’ll emerge with the 

knowledge to strengthen your health and to live well. Your HRA 

results can also help you decide which of the lifestyle management 

programs noted in this guide could benefit you the most. And 

remember, your HRA results are never shared with the Company. 

Lifestyle Management Programs 

The LiveWell lifestyle management telephonic and online programs 

from Nationwide Better Health can help you reach your goals for a 

healthy lifestyle. By working through these resources, you’ll get the 

support, encouragement and guidance you need. You can choose to 

enroll and participate in the following areas: 

• Tobacco cessation 

• Weight management 

• Healthy eating 

• Stress management 

• Physical activity 

• Sleep apnea 

See? It is a simple equation! Completing your HRA and participating 

in the online Lifestyle Management programs add up to a healthier life. 

So, what are you waiting for? Visit LiveWell at www.halliburton.com/ 

totalrewards to find your healthy living formula and get started! 

Monthly Webinars 

On the third Tuesday of every month, you are invited to attend an 

online webinar. These lively webinars focus on a wide range of healthrelated 

topics, such as physical activity, improving your eating habits, 

wellness investments under $100, preventing cardiovascular disease, 

stress management and more. For more information, check the Today 

newsletter and HalWorld. 

DID YOU KNOW? 

Halliburton provides you with access to a 

tobacco cessation program at no cost to you. 


eliminate 

tobacco. 

save 

money. 

Halliburton is 

committed 

to promoting 

healthy lifestyles. 

Tobacco-free employees enrolled 

in the Global Medical Plan will 

receive a 20% medical premium 

discount for remaining 

tobacco-free. To qualify for the 

nontobacco-user discount, you 

and your spouse must certify 

that you have not used any 

tobacco products since 

December 31, 2009, and that 

you and your spouse will 

continue to refrain from using any 

tobacco products while you are 

receiving the nontobacco-user 

discount. This certification is 

subject to Halliburton’s Code of 

Business Conduct. 

Certain exceptions may be 

available if it is unreasonably 

difficult or medically inadvisable 

for you to quit tobacco products. 

If you currently use tobacco 

products, Halliburton can help 

you quit with a selection of 

tobacco-cessation programs. 


19

Register to use CIGNA International’s CIGNAEnvoy 

website to manage your health plan information. 

www.CIGNAenvoy.com 

1.800.441.2668 | 001.302.797.3100 

● Submit a Claim 

● Print ID Cards 

● Download Forms 

● Find a Doctor 

● Securely Communicate 

with CIEB 

● Translate Medical Phrases 

● Listen to Podcasts 

“CIGNA” refers to CIGNA Corporation and/or its subsidiaries and affiliates. CIGNA International and CIGNA International Expatriate Benefits (CIEB) refer to these subsidiaries and affiliates. Products and services are provided by 

these subsidiaries, affiliates and other contracted companies and not by CIGNA Corporation. “CIGNA” is a registered service mark. CIEB’s web-based tools, such as CIGNA Envoy®, are available for informational purposes only. 

CIEB’s web tools are not intended to be a substitute for proper medical care provided by a physician. 

Copyright 2010 CIGNA Corporation. 101207 7/10 

20 


101207-Haliburton Ad 1 

7/30/10 3:30 PM

Income Protection Programs: 

How Much is Enough? 

When was the last time you took some time to think about your income 

protection benefits? 

Most of us don’t give it much thought while our busy lives fly by year after 

year. However, as we go through the various stages of life, our needs for 

additional income protection such as life insurance, long-term disability 

coverage, and accidental death and dismemberment can change. 

What is right for you and your family these days? A father with several 

young children and a spouse who doesn’t work may want to be sure that 

if something untimely happens to him, his family can continue without 

financial burden. A young unmarried person may find that the Companyprovided 

levels of income protection benefits are more than sufficient as 

his or her responsibilities may be light in comparison. A person whose 

children are grown and living on their own, and whose spouse has 

coverage through his or her job may decide that only a bit of optional 

income protection is useful. What about you? Are you purchasing too 

much or not enough coverage? 

Take a look at the summaries below to review your income protection 

offerings. When you log on to www.halliburton.com/totalrewards during 

Annual Enrollment to review or make changes, make use of the estimator 

tools for Optional Life or Long-Term Disability to help estimate what 

benefit amounts may be appropriate for you and your family. 

Life Insurance 

Group Term Life Insurance provides financial protection for you and your 

family in the event of a death. Basic Employee Life Insurance provides 

a Company-paid benefit of one times your annual benefit base pay or 

$50,000, whichever is less. If you want additional financial security, review 

the chart to the right to see the levels of Optional Life insurance that you 

can purchase for yourself, your spouse and/or your children. 

Accidental Death and Dismemberment (AD&D) Insurance 

AD&D insurance pays a benefit to you if you are seriously injured in an 

accident or to your beneficiary in the event of your death from an accident. 

The Company provides Basic AD&D coverage equal to your annual benefit 

base pay, up to $200,000. You may purchase Optional AD&D insurance for 

yourself, your spouse and/or your children. 

AD&D coverage also has other miscellaneous benefits that might be 

helpful to you and your family. For example, the education benefit under 

the policy provides training or education as follows: 

• For your children: If you die in a covered accident, AD&D will pay 

an extra benefit for each insured child who enrolls in a school of 

higher learning before he or she is 25. Once such benefit begins, 

the Program will increase this benefit amount by 10% or $10,000 

per year, whichever is less, for each qualifying child. This benefit is 

payable each year for four consecutive years, as long as your child 

continues his or her education. Take a look at the other various 

benefit clauses in the AD&D program by reviewing the Summary 

Plan Description on HalWorld at http://halworld.corp.halliburton. 

com/benefits/default.aspx?navid=1050&pageid=1418. 

Optional Life Insurance 

Coverage For Optional Life Insurance 

Employee* 

Increments of 1 to 6 times annual benefit 

base pay, up to $3 million, including your 

Basic Employee Life Insurance 

Spouse* 

$10,000 or from 1/2 to 3-1/2 times 

employee's annual benefit base pay. 

Coverage cannot exceed the lesser of the 

employee coverage amount (including 

Basic Employee Life coverage) or 

$250,000 

Child(ren) under age $10,000 

19 (or under age 25 if 

full-time student) 

Optional Accidental Death and 

Dismemberment (AD&D) 

*May require evidence of insurability (EOI) 

Coverage For Optional Accidental Death and 

Dismemberment (AD&D) 

Employee In increments of $50,000, from $50,000 

to the lesser of $1 million or 10 times 

your annual benefit base pay 

Spouse In $50,000 increments, from $50,000 

to the lesser of $1 million or 10 times 

employee’s annual benefit base pay 

Child(ren) under age $50,000 

19 (or under age 25 if 

full-time student) 

Long-Term Disability Insurance 

The Long-Term Disability (LTD) insurance program is designed to 

help if you are unable to work due to a disability that keeps you away 

from the job for more than six months. LTD replaces a percentage of 

your pre-disability income if you are disabled and cannot work for an 

extended period of time. 

Halliburton provides Company-paid LTD coverage of 40% of your 

annual benefit base pay. You may buy additional coverage to increase 

your LTD benefit to either 50% or 60% of your annual benefit base 

pay, subject to certain evidence of insurability (EOI) requirements. 

If you become disabled under the terms of the Halliburton Energy 

Services Inc. Welfare Plan, the maximum LTD benefit payable is 

$25,000 per month. 


21

For life’s 

challenges 

at home 

and at 

Halliburton 

Marriage and family issues · Communication 

Stress · Parent/child relations · Personal tragedy 

Legal concerns · Depression · Eldercare · Alcoholism 

Worry and guilt · Substance abuse · Death/grief 

Financial problems · Separation and divorce 

22 

2011 Benenfits Guide 

Employee Assistance Program 

281-575-3200 or 866-761-4540 

http://halworld.corp.halliburton.com/eap

This communication provides a brief overview of the benefit choices that will be offered to eligible Halliburton U.S. expatriate employees for 

2011. It is not a complete description of the choices or a complete description of the plans — which will be available in your Summary Plan 

Descriptions. 

Summary of Material Modifications 

This communication is a summary of the material modifications made to the Halliburton Energy Services, Inc. Welfare Benefit Plan and the 

Halliburton Retirement and Savings Plan. This summary revises and replaces certain text in the Plan’s summary plan descriptions. To the 

extent that materials in the Plan’s summary plan descriptions and this brochure conflict, the information in this brochure will govern. Thus, 

please keep a copy of this brochure as a supplement to your Plans’ summary plan descriptions. 

For answers to immediate questions about your 2010 benefits, please call the Halliburton Benefits Center at 1-800-535-8130, Monday through 

Friday, from 8:30 a.m. – 5:00 p.m. Central Time. You can also submit your inquiries to the Halliburton Benefits Center via the Your Benefits 

Resources TM (YBR) site at http://resources.hewitt.com/halliburtonbenefits. Once you enter your User ID and password, choose the “Contact 

Us” menu option on the left-hand side of your screen and you can then choose the option “Use E-mail to Send a Question to a Benefits 

Representative.” You will receive a response to your inquiry within 24 business hours. 

For questions about your 2011 Annual Enrollment and health and group benefits, please contact the new Halliburton Benefits Center, Monday 

through Friday, at 866-321-0964 (if dialing internationally, use your country’s AT&T access number) or 857-362-5980, from 7:30 a.m. to 7:30 

p.m. Central Time. You can also log on to www.halliburton.com/totalrewards for information or to initiate a chat session. 

Every effort has been made to provide clear and accurate information about Halliburton’s benefit plans. However, in the event of a discrepancy 

between this material and the official plan documents, the official plan documents will govern. 

There are no guarantees that participation under the benefit plans described in this material will remain unchanged in future years. Halliburton 

reserves the right to change, suspend, amend or terminate the plans described in this material at any time, in whole or in part. This means that 

the plans may be: 

• Discontinued in their entirety; 

• Changed to provide different levels of benefits; 

• Changed to provide for different cost sharing between the Company and participants; or 

• Changed in any other way. 

Any such change or termination shall be solely at the discretion of the Company. You will be notified if any such change or termination occurs. 

H07918 09/10 

M259304 

Printed in the U.S.A. 

Written by Global Benefits 

Produced by Halliburton Communications 

© 2010 Halliburton. All Rights reserved.

2011 Special 

Enrollment 

for Dependents 

The Patient Protection and Affordable 

Care Act allows extended dependent 

coverage for children to age 26 

effective January 1, 2011. If your 

dependent(s) coverage ended, was 

denied or they could not participate in 

Halliburton’s medical programs 

because plan terms did not extend 

coverage to dependent(s) up to age 

26, you are now eligible to enroll your 

dependent child(ren) in the same 

Halliburton medical program you are 

eligible for. 

Adult children are not required to live 

with their parents, not required to be 

dependents on their parent’s tax 

return, and are not required to be a 

student. 

You have 30 days to enroll your 

dependent. Please note because the 

general Annual Enrollment window 

closes before the end of this 30-day 

special enrollment period you still have 

the right to enroll your dependent, by 

contacting the Halliburton Benefits 

Center through November 30, 2010. 

2011 Special Enrollment for Dependents

New Halliburton Benefits Center!

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