2024 BENEFITS GUIDE

AAI
WHAT’S INSIDE
3 Welcome to Your 2024 Airbus Benefits
5 Eligibility
6 Enrollment
8 Medical and Prescription Drugs
13 Savings and Spending Accounts
18 Dental
19 Vision
20 Income Protection
26 Additional Anthem Health
and Wellbeing Programs
32 401(k) Plan
36 Contacts

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Our benefit programs offer comprehensive coverage to help
protect your health, family and future, and are an important
part of your total rewards with Airbus.

Welcome to Your 2024 Airbus Benefits

Through substantial contributions of our global team, we continue to be a leader in the aerospace and defense
industry. Our benefit programs provide comprehensive coverage to help protect your health, family and future
and are an important part of our Total Rewards offerings.

Just as our industry rapidly changes, so does the landscape within which we provide benefits. Accordingly, each
year we strive to provide you with diverse, meaningful and supportive benefits as we find creative and market-
leading ways to deliver competitive, affordable and easy-to-understand benefit programs.

As healthcare plan costs continue to rise nationwide, we take pride in our ongoing commitment to invest in you
by providing robust health plan offerings, including a medical plan, dental plan and vision plan option that is fully
subsidized by Airbus for all tiers of coverage — meaning Airbus pays one hundred percent of the premium to
cover you and your eligible family members depending on the plan you elect.

In addition, we are excited to introduce several new programs designed to enhance your overall wellbeing and
further support our diverse workforce. These programs include Homethrive, providing you access to resources
and support for balancing work, life and both child and elder caregiving, Noom, a mobile health app focused on
addressing weight loss challenges through behavioral changes and educational content, Anthem Total Health
Connections, offering dedicated family advocates to help you access the care and support you need in moments
that matter and, Credible, providing opportunities to originate or refinance your student loans.

We are excited to offer a comprehensive benefits package at Airbus, one that offers you choices, flexibility and
the opportunity to become empowered healthcare consumers.

We encourage you to review this guide carefully as you consider the 2024 benefit programs.

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 2024 Benefits Overview
Airbus offers both company-provided and optional benefits. Company-provided benefits are automatic and no
cost to you, while optional benefits are available for your consideration to purchase and for which you will pay
part or all of the cost. For others, you have the option to purchase coverage for which you will pay part or all of
the cost.

Your 2024 Airbus Benefits

Company Paid Shared Cost Employee Paid

• $1,600/$3,200 High Deductible • $250/$500 Traditional Medical • Flexible Spending Accounts

Health Plan with Core Hospital Plan* (FSAs)
Indemnity* • $750/$1,500 Traditional Medical • Commuter and Parking Benefits
• Core Dental Plan Plan* • Supplemental Life & AD&D
• Vision Plan • Health Savings Account • Accident
• Basic Life and AD&D • Enhanced Dental Plan • Critical Illness
• Short-Term Disability • 401(k) Plan • Enhanced Hospital Indemnity
• Long-Term Disability • Legal Assistance
• Paid Parental Leave • Identity Theft
• Employee Assistance Program • Pet Health Insurance
• Childcare/Eldercare Resources
• Behavioral Wellbeing
• Discount Program
• Student Loan Refinancing
• Medicare Navigation Support
• Global Business Travel Insurance
*Coverage dependent upon your medical plan election

Notice
This guide is intended only to summarize the general terms and conditions of the Airbus benefits programs. If there is an
unintended conflict between this guide and the official plan documents, the plan documents will govern.

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Eligibility
You are eligible to participate in the health and welfare plans if you are:
• a U.S. team member working at least 30 standard hours per week
• paid through a U.S. payroll
• employed by A3 by Airbus, LLC., Airbus Americas, Inc., Airbus Americas Customer Services, Inc., Airbus
Helicopters, Inc., Airbus Robotics, LLC., AV Capital Management LLC., Satair USA Inc., TESAT Spacecom US,
LLC. or VAS Aero Services, LLC
Employees with medical, dental and vision coverage through the Airbus Group Global Mobility provider MSH
International are eligible to participate in all benefits within this guide, excluding those provided by MSH
International and those that pertain to U.S. retirement plans.

Eligible Dependents Domestic Partner Policy

You can enroll your dependents in plans that offer
dependent coverage. Eligible dependents are
defined as your:
• legal spouse
• domestic partner (both same and opposite sex)
• eligible children up to the age of 26, and
• children over the age of 26 who are physically or
mentally incapable of self-support as determined
by the claims administrator
Eligible children include biological children, legally
adopted children, stepchildren, children of your
domestic partner, children for whom you have been
appointed legal guardian or children for whom the
court has issued a Qualified Medical Child Support
Order (QMCSO) requiring you or your spouse or
domestic partner to provide coverage. Dependent
children aging out due to turning age 26 will lose
coverage on the last day of the month in which the
dependent turns 26.
Airbus healthcare plans do not cover parents or other
dependents not listed here, regardless of tax status.
Adding Dependents
Please note that your dependents added to coverage
for the first time will not be covered on the medical,
dental or vision plans until you have provided the
applicable dependent certification document to ADP.
You will have 30 calendar days from your enrollment
to submit the required documentation. Details on
acceptable documentation and how to submit will be
sent via email and to your home address.
A domestic partnership is different from a marriage
in that a legal spouse is considered a federal tax
dependent. If you cover a domestic partner or domestic
partner’s child, Airbus is required, for tax reporting
purposes, to report income for you that reflects the
value of your domestic partner coverage(s). This is
known as imputed income and will be reported as
taxable income on your paycheck, as well as on your
W-2. It is important to note that a Flexible Spending
Account cannot be used to cover the healthcare
expenses of a domestic partner, even if Airbus offers
domestic partner health insurance benefits.
Your domestic partner must meet the requirements as
listed on the Domestic Partnership Affidavit.
Prior to coverage becoming effective, you will need to
complete and sign the Domestic Partnership Affidavit
and provide required documentation for verification.
Disabled Dependent Coverage
Refer to the Summary Plan Descriptions (SPDs) for
disabled dependent eligibility. Recertification may be
required periodically by a carrier to verify the need for
continued coverage.

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Enrollment
Once you have reviewed all of your benefit options, it’s time to enroll! Please review
this guide to be sure you make informed benefit decisions.

As a benefits-eligible employee, you have the opportunity to enroll or make changes to your benefit plans
during the following times throughout the year outside of Open Enrollment:

• If you are enrolling as a new hire (including those newly benefits-eligible), you must enroll within 30 days of
your date of hire or initial eligibility date (“Event Date”) to have coverage for the remainder of the plan year.
Your benefit elections will be retroactive to your date of hire or eligibility.

• If you are making changes because you have experienced a Qualifying Life Event, you can enroll or make
changes to your benefit plans within 30 days (60 days for CHIP and Medicaid changes) of the date on which
you experienced the event (“Event Date”) with benefit changes retroactive to the such date.

If you do not enroll during the timeframes noted above, you must wait for the next Open Enrollment period.
Our benefit plan year runs from January 1 to December 31 and the elections you make during your enrollment
will remain in effect during this time.

Qualifying Life Event (QLE)

If you experience a QLE, you must request a change to your benefits in ADP within the timeframe noted
above. You will be required to provide documentation to substantiate any dependent added to or removed
from your coverage. QLEs include:

• marriage, divorce or legal separation

• birth or adoption of a child or appointment of legal guardianship
• change in your (or your spouse’s/domestic partner’s ) employment status that affects eligibility for benefits
• your child’s gain or loss of other coverage, or is no longer considered an eligible dependent
• receipt of a Qualified Medical Child Support Order (QMSCO)
• loss of coverage under another group insurance plan or becoming eligible for Medicare, becoming eligible
for a premium subsidy or losing state CHIP or Medicaid

NEED HELP?

For enrollment assistance, contact the Airbus Americas Participant Service Center at
1-866-287-4116, Monday through Friday 8am to 8pm EST., and Saturdays during open
enrollment (starting October 21, 2023), 8am to 5pm EST.

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Access the ADP Portal to Enroll
When you are ready to enroll, go to https://myadp.com or enroll via the mobile app.

If you are enrolling during the 2024 open enrollment period, you will have from October 18 to
11:59pm on November 1, 2023 to enroll.

If you are enrolling as a new hire or are newly benefits-eligible, you will have 30 days from
your hire or eligibility date to complete your enrollment.

If you fail to enroll during the required period, you will have to wait until the next Open Enrollment period to
change your benefit coverage, unless you experience a QLE.

IMPORTANT: A Social Security Number (SSN) or Tax ID number (TIN), should be provided, if available, during
enrollment for each eligible dependent you wish to cover on your Airbus insurance benefits.

TAKE ACTION

During the Open Enrollment period that begins October 18 and ends November 1, 2023, go to
https://myadp.com or use the mobile app if you would like to:
• change, elect or waive medical, dental or vision coverage
• contribute to a Health Savings Account (HSA), Health Care Flexible Spending Account (FSA), Limited
Purpose Health Care FSA or Dependent Care FSA (your current elections will not carry over)
• elect additional life insurance for you and your family
• enroll in income protection or additional benefit programs
• add or drop the dependents for 2024

If you do not take action during Open Enrollment:

• you will default to the medical and dental plans you are enrolled in for 2023, which may have a
different cost than what you are currently paying. Note: VAS employees must make active elections for
the 2024 plan year.
• you must elect an HSA, FSA, Accident, Critical Illness or Hospital Indemnity plan if you would like to
participate in 2024, as these elections will not carry over.
• benefits outside of those mentioned above will carry over.

Note: In order for your elections to take effect, you must click “Confirm Elections” for any
benefit changes, new hire events or qualified life events at the end of your enrollment.

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Medical and Prescription Drugs
You have three options for medical coverage through Anthem Blue Cross Blue Shield
through the PPO network:
• $250/$500 Traditional Plan ($250 Plan)
• $750/$1,500 Traditional Plan ($750 Plan)
• $1,600/$3,200 HDHP with Health Savings Account (HSA) and Core Hospital Indemnity Plan — all coverage
levels fully subsidized by Airbus

All Medical Plans Provide:

• 100% coverage for in-network preventive care — no copay or deductible required
• same network of Anthem Blue Cross Blue Shield providers — the network does not change from plan to plan
• Blue Cross Blue Shield Global Core program which assists Anthem members traveling or living outside of the U.S.
in obtaining medical care services
• in-network and out-of-network coverage, with greater savings when you choose in-network providers
• access to care without a referral
• prescription drug coverage, provided by CVS Caremark, with greater savings when you choose generics and in-
network pharmacies

Please carefully review the plan comparison chart to help you to determine which option is best for you and
your family.

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Medical Plan Comparison
$250/$500 Plan $750/$1,500 Plan $1,600/$3,200 HDHP

In-Network/ In-Network/ In-Network/

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

Annual Deductible
• Deductible Type • Embedded • Embedded • Non-Embedded
• Individual • $250 / $1,000 • $750 / $1,500 • $1,600 / $3,200
• Family • $500 / $2,000 • $1,500 / $3,000 • $3,200 / $6,400

Out-of-Pocket
Maximum
(includes deductible)
• Individual • $1,500 / $4,000 • $3,200 / $6,400 • $3,200 / $6,400
• Family • $3,000 / $8,000 • $6,400 / $12,800 • $6,400 / $12,800

Coinsurance* • 0% / 30% • 10% / 30% • 20% / 40%

Preventive Care • $0 / 30% coinsurance • $0 / 30% coinsurance • $0 / 40% coinsurance

Office visits
• PCP • $20 copay** / 30% coinsurance • $25 copay** / 30% coinsurance • 20% coinsurance / 40% coinsurance
• Specialist • $30 copay** / 30% coinsurance • $40 copay** / 30% coinsurance • 20% coinsurance / 40% coinsurance

Emergency Services
• Ambulance Services • $0 / Covered as in-network • 10% coinsurance / • 20% coinsurance /
Covered as in-network Covered as in-network
• Emergency Room • $50 copay** / Covered as in-network • $50 copay** / Covered as in-network • 20% coinsurance /
Covered as in-network
• Urgent Care • $25 copay** / $25 copay** • $25 copay** / $25 copay** • 20% coinsurance / 40% coinsurance

Prescription Drugs (30-day supply; 90-day supply at CVS retail locations)

Retail / Home Delivery Retail / Home Delivery Retail / Home Delivery

Generic • $10 copay** / $20 copay** • $10 copay* / $20 copay** • 20% coinsurance / 20% coinsurance

Formulary brand • $20 copay** / $40 copay** • $20 copay* / $40 copay** • 20% coinsurance / 20% coinsurance

Non-Formulary brand • $40 copay** / $80 copay** • $40 copay* / $80 copay** • 20% coinsurance / 20% coinsurance

*Applies to most covered services other than in-network doctor office visits
**Deductible does not apply

What is the difference between a non-embedded and an embedded deductible?

A non-embedded deductible is one where the entire family must meet the family deductible together before the
plan pays benefits. An embedded deductible allows an individual within a family to satisfy a separate (lower)
individual deductible for themselves before the family deductible is met.

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 SYDNEY HEALTH APP
The Sydney Health mobile app provides one place to keep track of your health and your benefits. With a few
taps, you can quickly access your plan details, Member Services, virtual care and wellness resources. Sydney
Health stays one step ahead — moving your health forward by building a world of wellness around you.

Scan this QR code to download the Sydney Preferred App from the Google Play/Apple
App Store to get started. Your username will be your Anthem ID.

How the Traditional Plans Work

The $250/$500 and $750/$1,500 plans are grounded, traditional plans with per paycheck premiums and
deductibles lower than the High Deductible Health Plan (HDHP) option. With a Traditional Plan, in general, you
will pay for medical and prescription drug expenses until you meet your deductible after which coinsurance may
apply.

Under the Traditional Plans, the deductible is “embedded.” This means the individual deductible is embedded
within the family deductible. Before the plan pays benefits, the individual must meet the embedded individual
deductible amount which is equal to the single coverage deductible.

Note that all eligible medical expenses, including
amounts you pay toward the annual deductible,
coinsurance and prescription drug copays, will
count toward the out-of-pocket maximum. Once
you reach the maximum, the plan pays 100% of
your eligible expenses for the rest of the year.
Deductibles and annual out-of-pocket maximums
do not “cross apply” for in-network and out-of-
network services. This means that in-network
expenses do not count toward your out-of-network
limits, and vice versa. If you choose to elect a
Traditional Plan, you are ineligible to participate in
a Health Savings Account, but you are eligible for a
Health Care Flexible Spending Account.

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How the High Deductible Health Plan (HDHP) Works
The $1,600/$3,200 HDHP has no per paycheck premiums, but does have a higher deductible than the Traditional
Plan. The HDHP provides the same comprehensive medical coverage as both Traditional Plans; however, you are
required to meet the deductible before the medical plan begins to pay benefits.

We understand a higher deductible can be intimidating which is why the HDHP pairs with a Health Savings
Account (HSA) that Airbus will contribute to on your behalf ($600 or $1,200 depending on elected coverage
level). Additionally, new for 2024, when you participate in the HDHP, you and your enrolled dependents will
receive the Airbus-paid, no-cost, Core Hospital Indemnity plan, which provides a lump-sum cash payment
in certain circumstances before your deductible is met. There is more information on the HSA and Hospital
Indemnity plan options later in the guide.

You will be enrolled in an HSA and the new Hospital Indemnity plan when you enroll in the HDHP.

HSA Deductible
You can set aside tax-free money from You pay 100% of your medical and
your paycheck (and will receive Airbus prescription costs until you meet the
contributions) to help cover your costs annual deductible.
— now, or in the future. Learn more
about the HSA on page 13.

Coinsurance Out-of-Pocket Maximum

After meeting the deductible, you You are protected by an annual limit
and the plan share the cost of certain on costs — the plan pays 100% of any
services, with the plan paying 80% in- further covered expenses for the rest
network and you only pay 20%. of the year.

The HDHP has a non-embedded deductible — meaning all covered family members work toward the family
deductible. In other words, as each family member incurs medical expenses, the amount they pay toward these
expenses is credited toward the family deductible. When these expenses add up to the family deductible,
benefits become payable. The out-of-pocket maximum is also an aggregate limit. This means that for those
electing family coverage, an individual is not subject to the single coverage out-of-pocket maximum; instead,
the family out-of-pocket maximum applies in total to all family members.

Note that the deductibles and annual out-of-pocket maximums do not “cross apply” for in-network and out-of-
network services. This means that in-network expenses do not count toward your out-of-network limits,
and vice versa.

HOSPITAL INDEMNITY WITH THE HDHP

Hospital Indemnity complements your medical coverage to help you pay for costs associated
with a hospital stay. Hospital Indemnity is included if you enroll in the $1,600/$3,200 HDHP at
no cost to you, with the option to purchase enhanced coverage. Learn more about Hospital
Indemnity on page 25 of this guide.

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Prescription Drug Benefits
Prescription drug coverage is included as part of the medical plans and is provided through CVS Caremark. With
this coverage, you can:
• pick up your medications at one of the 66,000 retail pharmacies throughout the U.S. (not limited to CVS locations)
• pay 2x the 30-day supply copay for a 90-day supply of medication (saving one copay) with no-cost shipping
from CVS Caremark® Mail Service Pharmacy or pick it up at a retail CVS location
• review the medical plan comparison chart on page 9 for prescription drug coverage details

Manage your Rx on your own time
Use this QR code to download
CVS Caremark’s mobile app. The
mobile app gives you a secure,
simple way to manage your
prescription benefits and plan
member information.
Get started with 90-day supply
CVS Caremark will help you transfer your 30-day
prescriptions to CVS Mail Order or a CVS Pharmacy:
• For delivery by mail, visit
www.Caremark.com/MailService
• For pickup in-person at a CVS Pharmacy, visit
www.Caremark.com/MoveMyMeds

In addition to traditional mail order delivery (five to

seven days), you can refill through your local CVS
with these options:
Maintenance Choice • Pick up at a local CVS location
Maintenance medications must be filled using CVS • On-demand delivery:
Caremark Mail Service or by visiting a retail CVS Four-hour delivery offered within 10 miles of a
location and will be delivered in 90-day quantities. CVS store (small fee of $4 to $7)
Maintenance Choice helps keep medication as
• Home delivery (one to two days):
affordable as possible.
Provided by USPS (no extra cost)
Make sure your medication is covered
1. Start filling medications you take regularly (such
as diabetes, asthma or high blood pressure
medications) in 90-day supplies.
2. Be sure it is fulfilled by CVS Pharmacy or CVS
Caremark Mail Service Pharmacy.
If you fill in 30-day supplies or at a non-CVS
pharmacy, maintenance medications won’t be
covered and you will pay the entire cost.

FIND A PHARMACY
To locate a network pharmacy, visit CVS Caremark’s pharmacy locator
at www.cvs.com/store-locator/landing or scan this QR code and
enter your ZIP code, City & State or County & State.

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Savings and Spending Accounts
You can save money on eligible health care and/or dependent care expenses by paying
them through tax-advantaged accounts.
Health Savings Accounts (HSA)
When you enroll in the HDHP, you will also have access to a Health Savings Account (HSA), administered by Fidelity
that will provide you with the opportunity for long-term, tax-preferred savings. The first year under an HDHP can
often be scary, but only until you build-up your HSA account balance with your and Airbus’ contributions. After
several years of participating in an HSA (or sooner!), you can have the protection of an amount necessary to
cover the plan’s out-of-pocket maximum (and more) should a major event occur, after which the plan would pay
100% of all remaining claims for the calendar year.

Security to and through Retirement. The money in your HSA, whether contributed by you or by Airbus, is yours to
keep. There is no “use it or lose it” provision. This allows you to create a “healthcare nest egg” you can use in the
future. The HSA is also a good way to build your retirement savings; after age 65, you can use your HSA funds for any
purpose. Keep in mind the HSA distribution after age 65 will be subject to income tax if you use the HSA funds for
non-healthcare expenses.

Tax-Preferred and Investment Opportunities. You generally do not pay taxes on the contributions you make through
payroll deduction to your HSA. When you use the money — as long as it is used for an eligible healthcare
expense — your withdrawals are tax free. Plus, investment earnings generally grow tax free. Note: California and
New Jersey require employee contributions to your HSA to be after-tax.

Your HSA account can be managed through Fidelity which also manages your 401(k) plan, providing you with a single
vendor for your investments. After enrollment, you will be able to access your HSA through the Fidelity website (same
as retirement) www.401k.com or by calling 1-800-294-4015.

You cannot participate in the HSA if you are receiving Social Security or covered by outside health insurance
(including military Tricare or Medicare). If you enroll in the HDHP and are not eligible for an HSA, you will be provided
with a Health Reimbursement Account (HRA) which is eligible to receive an Airbus contribution equivalent to the HSA
you would have otherwise received. Employees considering applying for Medicare will need to cease contributions to
an HSA six months prior to doing so.

You must enroll each year if you want to participate; your contributions will not carry over.

The following table describes the federal tax benefits that apply to participate in the HSA.
Feature How it Works

Non-Taxable Airbus For 2024, Airbus will contribute $600 for individuals and $1,200 for families enrolled in the
Contribution HDHP. Contributions will be made on a bi-weekly basis and prorated based on hire date or
benefit eligibility date throughout the year.

Your Tax Free You can contribute funds from your paycheck before taxes are taken out, up to the yearly IRS
Contribution limits. This reduces your taxable income and therefore the amount you pay in taxes. You are
able to change your payroll contribution once per month.

Pay Expenses Tax Free You can use your HSA to pay for eligible medical, dental and vision expenses tax free,
including for example: copays, deductibles and prescriptions (as well as some over the
counter medicines). A full list of eligible expenses is available from the IRS at www.irs.gov or
1-800-829-3676 (search or ask for Publication 502).

Saving for the Future If you prefer to think of your HSA as a long-term savings account, you may want to leave your
funds alone. Your account will continue to grow tax free, including interest and/or investment
earnings, for future use — even after retirement. You can begin investing with your first
contribution. There is no limit on how much you can eventually accumulate.

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HSA Eligibility
In order to establish and contribute to an HSA, you:
• must be enrolled in the Airbus $1,600/$3,200 High Deductible Health Plan (HDHP)
• cannot be covered by any other medical plan that is not a HDHP. This includes a spouse’s medical coverage
unless it’s an HSA-qualified plan
• cannot be enrolled in a traditional health care FSA in 2024
• cannot be enrolled in Medicare, including Parts A or B, or TRICARE, or receiving Social Security benefits
• cannot be claimed as a dependent on another person’s tax return
• cannot be a veteran who has received treatment, other than preventive care, through the Department of
Veterans Affairs within the past three months

How Much Can You Contribute?

Contributions will be made on a per pay period basis by Airbus and you, if you choose to participate. The
balance within the account will accumulate with each payroll.

2024 IRS Annual Airbus Your Maximum

Contribution Limit Contribution Contribution Amount

Employee Only $4,150 $600 $3,550

Family $8,300 $1,200 $7,100

If an individual reaches age 55 by the end of the calendar year, they are eligible to contribute an additional $1,000.
The annual IRS limit is a cumulative limit of any HSA contribution made during a plan year regardless of employer.

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Flexible Spending Accounts (FSAs)
FSAs help you make your money go further. Through a Fidelity FSA, you can set aside pre-tax dollars through
convenient payroll deductions to pay for your eligible health care and dependent care expenses. You must enroll
each year if you want to participate; your contribution amount will not carry over. You should estimate your
contributions carefully as the money left in your account is forfeited if you do not incur expenses on or before
March 15, 2025 and submit them by March 31, 2025.
Important: If you are enrolled in the HDHP, it is generally to your benefit to maximize your HSA contributions first.
Your FSA options are:
Health Care FSA (HCFSA)
Who is eligible? Employees without an HSA can
participate in the full HCFSA
How does it work? You can use these funds to
pay for any qualified medical,
prescription drug, dental or
vision services that you have
incurred for yourself and/
or your eligible dependents
during the calendar year,
whether or not they are part of
the medical plan.
You can contribute up to
$3,050 to your HCFSA (current
limit; subject to change in
2024) and the entire elected
amount is available to you at
the beginning of the plan year
or your initial eligibility date,
whichever is later.
Expenses must be incurred by
March 15, 2025. You have until
March 31, 2025 to submit
qualified expenses.
If any funds remain in your
HCFSA after March 31, 2025,
they will be forfeited.
What types of Most medical, dental and
expenses are vision care expenses that are
eligible? not covered by your health
plan (such a deductibles,
copayments, coinsurance,
prescriptions and eyeglasses)
Limited Purpose FSA
(LPFSA)
Employees who enroll in the
HDHP and elect an HSA
If you enroll in the HDHP
with an HSA, you are eligible
for a LPFSA. This FSA can
be used to pay for qualified
dental and vision expenses
that you have incurred for
yourself and/or your eligible
dependents. Medical expenses
are reimbursed solely through
your HSA.
You can deposit up to $3,050
(current limit; subject to change
in 2024) for eligible dental and
vision expenses. The entire
amount you elect is available at
the beginning of the plan year
or your initial eligibility date,
whichever is later.
Expenses must be incurred by
March 15, 2025. You have until
March 31, 2025 to submit
qualified expenses.
If any funds remain in your
LPFSA after March 31, 2025,
they will be forfeited.
Only dental and vision
expenses that are not covered
by your insurance (such as
amounts you pay out-of-pocket
for orthodontia, dental work,
eyeglasses and contacts)
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Dependent Care FSA
(DCFSA)
Employees with children under
the age of 13 or dependents
physically or mentally unable to
care for themselves and are able
to be claimed as a dependent
on your tax return
You can use these funds to pay
for qualified day care expenses
for eligible dependents
including, but not limited to,
payments to qualified day care
centers, preschool costs (up to,
but not including kindergarten),
after school care and elder
care. This account cannot be
used for dependents’ medical
expenses.
You can contribute up to $5,000
(current limit; subject to change
in 2024) to your DCFSA ($2,500
if married and filing individual
tax returns). The balance within
the account will accumulate
with payroll deductions.
Expenses must be incurred
by March 15, 2025. You have
until March 31, 2025 to submit
qualified expenses.
If any funds remain in your
DCFSA after March 31, 2025,
they will be forfeited.
Please note that you must
choose between a DCFSA and
the Child Care Tax Credit (when
filing your taxes); you cannot
use both.
Daycare for eligible dependents
Grace Period
The FSA plans have a grace period in which you are
able to incur claims for the 2024 plan year up to March
15, 2025. Expenses for claims incurred during the
2024 plan year must be submitted by March 31, 2025
to Fidelity, the current administrator. You will receive
more information from Fidelity about filing final claims
for 2024.
Remember, the IRS stipulates any funds remaining in
the FSA account at the end of the grace period
will be forfeited.
Save your receipts! You may be asked to provide
receipts and/or explanation of benefits (EOBs) to
substantiate eligible purchases.
WHAT’S AN ELIGIBLE EXPENSE?
Eligible healthcare expenses include out-of-
pocket costs associated with health care,
including your deductible, coinsurance and
prescription drug expenses. Dental and vision
expenses are also eligible expenses.
To view a full list of qualified expenses,
refer to IRS Publication 502.
Save your receipts! You may be asked to
provide receipts and/or explanation of
benefits (EOBs) to substantiate eligible
purchases.

Comparing the FSA and the HSA

FSA HSA

Who can participate? You can participate in the HCFSA if you
enroll in a Traditional Plan or if you waive
medical coverage.
If you elect the HDHP with an HSA, you are
eligible to participate only in the LPFSA due
to IRS regulations.
You can participate in the HSA if you are
enrolled in the HDHP and are not enrolled
in any other non-qualified health plan
(including Social Security, Medicare and
Tricare) and are not claimed as a dependent
on someone else’s tax return.

How much can you Up to the IRS limit (currently $3,050 and Up to the 2024 IRS annual limits of $4,150
contribute? subject to change). (individual), $8,300 (family), less any
contribution Airbus will make.
If you are 55 or older, you can contribute an
additional $1,000 as a catch-up contribution.

Will Airbus contribute No Yes. If you enroll in the HDHP, Airbus will
to your account? contribute up to an annual total of $600
(individual) or $1,200 (family).
Contributions will be prorated based on
your entry date into the plan throughout
the plan year.

Are contributions pre-tax? Yes Yes, for federal tax purposes and most
states.

What expenses Eligible medical, dental and vision expenses Eligible medical, dental and vision expenses.
are eligible? with the HCFSA.

If you have an HSA, only dental and vision

expenses are eligible with the LPFSA.

What happens to money If any funds remain in your FSA after March Any balance left in your account carries over
left in the account at the 31, 2025, they will be forfeited. to the next plan year; funds can accumulate
end of the year? in your account for future medical, dental or
vision expenses, including during retirement.
Account balances can be invested from your
first contribution.

16
Commuter/Parking Benefits
Commuter Benefit
The Commuter Benefits Plan, administered by Optum,
is a great way to save money on your commuting
expenses by allowing you to set aside dollars on a pre-
tax basis to pay for qualified transit passes for public
transportation expenses you incur getting to and from
work. For 2024, up to $300 per month (current limit;
subject to change in 2024) can be contributed on a
pre-tax basis to the Transit Account.
Parking Benefit
Pay for parking at or near your regular place of
employment — tax free. For 2024, up to $300 per
month (current limit; subject to change in 2024) can be
contributed on a pre-tax basis to the Parking Benefit
Account.

Unused funds roll over to the next year. You cannot transfer money from your transit account to your parking
account, or vice versa.

IMPORTANT!
Unless you use public transportation or a commuter van pool to commute to and from your
work location, you will not be eligible to reimburse your transportation costs through the
Commuter Benefit program.

17
Dental
You have two options for dental coverage through Cigna:
• Core Plan – all coverage levels fully subsidized by Airbus
• Enhanced Plan – provides greater plan benefits with lower deductible and you pay (via payroll deductions) the
difference between what Airbus pays for the Core Plan and the true cost of the Enhanced Plan

Key Features of the Dental Plans:

• choice of two dental plan options: the Core or Enhanced Plan
• access to Cigna’s vast national network of participating providers with both plan options
• orthodontia coverage with a lifetime $2,500 orthodontic maximum (for children and adults included in the
Enhanced Plan)

Visiting an in-network provider will save you money. With the Total Cigna DPPO network, you have a
choice of over 150,000 dentists nationwide. All participating dentists are in one directory, which you
can search online at www.cigna.com and via the myCigna® website or app.

To search for a dentist on www.cigna.com, visit the site and click “Find a Doctor, Dentist or Facility.”
Follow the prompts and when asked to choose your plan, select “DPPO/EPO > Total Cigna DPPO.” You
may also find a dentist using the myCigna® App.

These plans cover both in- and out-of-network dental care, but you will pay more for care if you use an out-of-network
dental provider. As Cigna does not have contracted rates with out-of-network dental providers, they will determine
the prevailing cost, or reasonable and customary charge, for a service within your geographic area to determine
how much they are willing to pay. If your provider charges above the reasonable and customary charge, you may
have to pay the remainder.

Below is a high-level table to help you understand the in-network coverage:

Core Plan Enhanced Plan

Annual Deductible
$50 / $150 $25 / $75
(individual/family)
Annual Maximum $1,500 $2,500
Class I: Preventive & 100%, no deductible (two cleanings 100%, no deductible (four cleanings
Diagnostic Care per year; sealants up to age 14) per year; sealants up to age 19)
Class II: Basic Restorative Care 80% 90%
Class III: Major Restorative Care 50% 60%
Implants 50% 50%

Orthodontia 50%, no deductible up to a $2,500

Not covered
(for children and adults) orthodontia lifetime maximum

You will receive a Cigna Dental Plan ID in the mail after you enroll. Use this ID number for all claims.

18
Vision
Airbus provides Vision insurance coverage through VSP. VSP offers vision benefits and
access to an extensive network of ophthalmologists and eye care specialists.
The Vision Plan helps you pay for a wide range of vision-related services and products, including annual eye
exams, eyeglasses and contact lenses. The Vision Plan is fully subsidized by Airbus for all tiers.

Using your VSP benefit is easy. Once your plan is effective, you can create an account on www.vsp.com to
review benefit information and view the doctor network so you can find an eye care provider who is right for you.
Don’t forget you can maximize your savings when you visit a Premier Program location. At your appointment,
simply tell the doctor’s office you have VSP. There’s no ID card necessary.

An ID card is not required for VSP members. Simply let your provider know that you are covered
through VSP and they will search your coverage using your SSN or name and birthdate.
If you wish to have an ID card, you can create an account and log in at www.vsp.com to print one.

Find a VSP in-network doctor by visiting www.vsp.com or calling 1-800-877-7195. Please see below for your
costs when visiting an in-network provider.
Benefit Description Copay
Your Coverage With a VSP Provider
WellVision Exam • Focuses on your eyes and overall wellness $0
Prescription Glasses
Frame • $200 featured frame brands allowance $0
• $150 frame allowance
• 20% savings on the amount over your allowance
• $80 Walmart®/Sam's Club®/Costco® frame allowance
Lenses • Single vision, lined bifocal and lined trifocal lenses $0
• Impact-resistant lenses for dependent children
Lens • Progressive lenses $0
Enhancements • Anti-glare coating $0
• Average savings of 30% on other lens enhancements
Contacts • $150 allowance for contacts; copay does not apply
(instead of glasses) • contact lens exam (fitting and evaluation) Up to $60
Diabetic EyeCare • Retinal screening for members with diabetes $0
Plus Program • Additional exams and services for members with diabetic eye disease, glaucoma or $20 per
age-related macular degeneration. Limitations and coordination with your medical exam
coverage may apply.
Extra Savings Glasses and Sunglasses
• Extra $50 to spend on featured frame brands. Go to www.vsp.com/framebrands for details
• 20% savings on additional glasses and sunglasses, including lens enhancements, from any VSP
provider within 12 months of your last WellVision Exam
Routine Retinal Screening
• No more than a $39 copay on routine retinal screening as an enhancement to a WellVision Exam
Laser Vision Correction
• Average 15% off the regular price or 5% off the promotional price; discounts only available from
contracted facilities

Log in to www.vsp.com to check your benefits for eligibility and to confirm in-network locations based on your
plan type. VSP guarantees coverage from VSP network providers only. Call Member Services for out-of-network
plan details.

19
Income Protection
Your family depends on your income for a comfortable lifestyle and for the resources
necessary to make their dreams a reality. Like anyone, you don’t think of the scenario where
you are no longer there for your family. However, you do need to ensure their lives and
dreams can continue if the worst happens.
Airbus provides Basic Life and Accidental Death & Dismemberment (AD&D) coverage through MetLife.
Employee-paid supplemental life is available for you, your spouse/domestic partner and children.

Airbus also provides eligible employees with Short- and Long-Term Disability coverage to replace a portion of
your income in the event of illness or injury.

Life and Accident Insurance

Basic Life and AD&D Coverage
You automatically receive Basic Life and AD&D coverage through MetLife at no cost to you. The benefit provides
for 3x your annual salary, up to a maximum of $1,000,000 in coverage.
Please be aware that the IRS requires you to be taxed on the value of employer-paid Basic Life amounts greater
than $50,000. The taxable value of this coverage is called “imputed income.” Even though you do not receive cash,
you are taxed as if you receive cash in any amount equal to the value of this coverage. Any taxable imputed income
resulting from Airbus-provided life insurance amounts over $50,000 is included in your paycheck each pay period.

Supplemental Life and AD&D Coverage

You have the opportunity to supplement your Basic Life and AD&D insurance coverage with MetLife Supplemental
Life and AD&D coverage for yourself and your eligible dependents. Participation in this benefit is voluntary and
you pay the full cost of the benefit on an after-tax basis. The cost varies by age and coverage amount.

Coverage Amount

• Increments of $10,000 up to a $500,000 maximum

Employee
• Life guarantee issue: $250,000 (no EOI required; see below)
• Increments of $5,000 up to a $300,000 maximum
Spouse/Domestic Partner
• Life guarantee issue: $75,000 (no EOI required; see below)

Child • $5,000 up to a $35,000 from birth to 26 years

Evidence of Insurability (EOI)

Evidence of Insurability, otherwise known as a statement of health, is required when electing amounts over the
guarantee issue or for any elections after your initial enrollment period.

Supplemental AD&D is not subject to EOI for any amount. Even if you are not currently enrolled, you may elect
employee, spouse/domestic partner or child AD&D up to the plan maximums without EOI.

For more information on your life and accident plan coverage, limitations and exclusions, or to download forms
and check claims, visit www.metlife.com/mybenefits. You may also call MetLife at 1-800-438-6388.

20
Disability and Leave
Airbus provides you with a no-cost Short-Term and Long-Term Disability coverage through MetLife to support
you when a personal or medical issue requires you to take time away from work.

Short-Term Disability
Short-Term Disability (STD) is designed to provide
you income when you are unable to work because of
an accident or illness that is not work-related. STD
is equivalent to 100% of your weekly salary once you
have been unable to work for seven consecutive
calendar days. The maximum duration of STD benefits
is 26 weeks.
The length of your disability period will depend on
the type of injury/illness/hospitalization and will
be based on the documentation provided by your
healthcare provider. MetLife adjudicates each claim
independently, using their expertise and experience in
absence management.

PRE-EXISTING CONDITION LIMITATION

A pre-existing condition limitation applies to any medical condition for which you received care within
three months prior to the effective date of coverage. Benefits will not be paid for a total disability
caused by a pre-existing condition unless you have been actively at work for 12 months
from the day you became insured. Pre-existing condition exclusion applies during the first
12 months of your coverage under the Short-Term Disability Plan.

21
Long-Term Disability
If you experience a disabling illness or injury that lasts longer than your STD benefit, Long-Term Disability (LTD)
can replace up to 60% of your eligible pay, subject to a monthly maximum of $19,000 a month.

Here is the LTD Plan’s schedule of benefits:

Elimination Period 26 Weeks

Benefit Percentage 60% of Salary

Maximum Monthly Benefit $19,000

Duration of Benefits Up to Social Security Retirement Age

Note: All disability benefits are taxable to you at time of claim payment.

For assistance with your STD or LTD claims or questions, please call MetLife at 1-844-793-1558. Please refer to
the MetLife LTD Certificate of Coverage for more details.

Pre-Existing Condition Exclusion

A pre-existing condition exclusion applies to any claim for LTD benefit filed within the first 12 months of
coverage under the LTD plan with MetLife. A pre-existing condition may be excluded from benefits if you:
• receive advice or treatment from a doctor;
• underwent diagnostic procedures other than routine screening in the absence of symptoms or
suspicion of disease process by a doctor;
• were prescribed or took prescription drugs; or
• received other medical care or treatment, including consulting with a doctor.

Please refer to the MetLife LTD Certificate of Coverage for more details.

22
Paid Parental Leave
Paid Parental Leave policy enables employees who
are considered eligible for U.S. benefits to take time
off for the birth and care of their newborn or newly
adopted child(ren) up to age 18. The policy covers both
birth and adoptive parents. For additional information,
review the Paid Parental Leave policy on ADP.
The leave will run concurrently with Airbus’ Family
Medical Leave Act (FMLA) program, where applicable.
Employees must give at least 60 days’ notice to
express the desire to take Paid Parental Leave and
need to inform the manager and Human Resources of
the anticipated start and end dates of the proposed
period of leave.
23
Family and Medical Leave Act
(FMLA)
FMLA is designed to help employees balance their
work and family responsibilities by allowing them to
take reasonable unpaid leave for certain family and
medical reasons. Eligible employees can take up to
12 weeks of unpaid leave each year for any of the
following reasons:
• For the birth and care of the newborn child of an
employee;
• For placement with the employee of a child for
adoption or foster care;
• To care for an immediate family member (i.e., spouse,
child, or parent) with a serious health condition; or
• To take medical leave when the employee is unable
to work because of a serious health condition.
Employees are eligible for leave if they have worked for
Airbus for at least 12 months, at least 1,250 hours over
the past 12 months, and work at a location where the
company employs 50 or more employees within 75 miles.
To apply for FMLA, Paid Parental
Leave or disability, contact MetLife at
1-833-622-0135 or visit
www.metlife.com/mybenefits.
Accident, Critical Illness and Hospital Indemnity
Even with comprehensive coverage from your primary medical plan, you will have some out-of-pocket expenses if
you get critically ill, are seriously injured or need to be hospitalized. Airbus offers you the opportunity to purchase
three different types of supplemental insurance through Voya — Accident, Critical Illness and Hospital Indemnity.
Employees enrolled in the HDHP are enrolled in the Core Hospital Indemnity plan, fully subsidized by Airbus.

Your Accident, Critical Illness and Hospital Indemnity coverage is guaranteed issue, meaning there are no
medical questions you need to answer or medical tests you need to take to get coverage. If you have a covered
hospital expense, you will receive a cash benefit that you can use however you like, for example: to help pay for
expenses not covered by your medical plan, lost wages home healthcare costs or any of your regular household
expenses. Benefits are paid directly to you and paid in addition to any other health insurance, even before your
deductible is met.

Note: You will need to make an active election if you want to have coverage in 2024. Your elections will not carry over.

Accident
Accident coverage helps protect you from unexpected financial stress if you have an accident. The plan
supplements your primary medical coverage by providing cash benefits, even before reaching your deductible, in
cases of accidental injuries, like a broken bone, severe burn or an eye injury. You can use this money to help pay
for medical expenses not paid by your medical plan (such as your deductible or coinsurance) or for anything else
(such as everyday living expenses). The actual benefit amounts depend on the type of injuries you have and the
medical services you need.

You have two plan options, the Core or the Enhanced plan, and can purchase coverage for yourself, spouse/
domestic partner or child(ren). Benefit payments are based on the specific accident-related treatment and will vary
between the Core and Enhanced plan. See the Accident Summary Plan on ADP for a complete benefits schedule.

24
Critical Illness
Critical Illness can provide financial support to help you
through a difficult time. It can help with the treatment
costs of more than 25 covered critical illnesses,
including cancer, heart attack, COVID-19, stroke and
many others. In certain circumstances, you will receive
a lump-sum benefit to cover out-of-pocket expenses
for your treatment, to pay your coinsurance, or to
take care of your everyday living expenses such as
housekeeping services, special transportation services
and childcare even before reaching your medical plan
deductible.
You have two plan options and can purchase
coverage for yourself, spouse/domestic partner or
child(ren):
• $15,000 Plan: provides coverage up to $15,000 for
the employee and up to $7,500 of coverage for a
spouse/domestic partner or eligible children up to
age 26
• $30,000 Plan: provides coverage up to $30,000 for
the employee and up to $15,000 of coverage for a
spouse/domestic partner or eligible children up to
age 26
25
Hospital Indemnity
Hospital Indemnity can complement your medical
coverage to help you pay for costs associated with
a hospital stay, critical care admission, rehabilitation
confinement and observation.
You have two plan options and can purchase
coverage for yourself, spouse/domestic partner or
child(ren):
• Core Plan: provides up to a $1,000 payment for
hospital admission, plus a fixed daily benefit based
on facility type
• Enhanced Plan: provides up to a $2,000 payment for
hospital admission, plus a fixed daily benefit based
on facility type
For complete details about these
offerings, visit Voya at
https://presents.voya.com/EBRC/
Airbus or call 1-877-236-7564.
Additional Anthem Health and Wellbeing
Programs
We believe in giving you the tools and resources you need to take care of your health
and wellbeing, both on and off the job. Check out the programs we offer to help you
stay healthy and well.
Total Health Connections
If you are an Anthem plan member, you
have access to the Total Health Connections program,
to help you and your family experience health care
in a way that helps you feel confident, covered and
protected. With Total Health Connections, you have
your own personal health champion, called a Family
Advocate. Your dedicated Family Advocate is here
to help you and your family through unexpected
emergencies and everyday healthcare needs. They
stay one step ahead, helping you get the care and
support you need today and down the road — at no
extra cost to you.
Download or log in to the Sydney Health app to
connect with your family advocate or call
1-833-752-0875.
Cleveland Clinical
Complimentary Review
If you are someone with a complex medical condition,
you may want to learn as much as possible about your
diagnosis and treatment options. Anthem members
can now receive a virtual Complimentary Clinical
Review from top-ranked specialists at Cleveland
Clinic at no extra cost. When you schedule a review,
a specialty referral team will answer questions you
may have and ask for basic information about your
condition. Next, Cleveland Clinic will ensure that the
right doctor reviews your information and shares
a typical treatment plan based on your medical
condition. The doctor may also talk to you about more
advanced treatment options at Cleveland Clinic.
Beginning January 1, call 1-833-355-0454 or email
anthemreferral@ccf.org for more information.
26
Building Healthy Families
If you are an Anthem member, Building
Healthy Families can help your family grow strong
whether you are trying to conceive, expecting a child or
in the thick of raising young children — at no extra cost
to you. Building Healthy Families offers personalized,
digital support through the Sydney Health mobile app
or on anthem.com. This convenient hub offers an
extensive collection of tools including a way to track
your ovulation, monitor prenatal health risks, receive
updates on your pregnancy, and more. The hub also
provides information to help you navigate your family’s
unique journey including a library with access to
thousands of educational articles and videos, as well as
health coaches available via chat or phone during your
pregnancy to discuss questions and concerns.
Beginning January 1, open the Sydney Health mobile
app and go to My Health Dashboard. Choose the Building
Healthy Families tile under Featured Programs to enroll.
Virtual Care via Sydney
Health App
Receive virtual care and 24/7 support with the Sydney
Health app. You can visit with a doctor for common
health concerns. Doctors are available at any time,
with no appointments or long wait times, to help you
with a variety of conditions including cold and fevers,
flu, COVID-19, minor rashes, sore throat, headaches
and more. During your video visit, the doctor will
assess your condition, provide a treatment plan, and
send prescriptions to the pharmacy of your choice, if
needed.
Beginning January 1, open the Sydney Health mobile
app, select Care, then select Video Visits.
 NurseLine
Anthem members have access to NurseLine,
where you can ask registered nurses a variety of
questions 24/7, including how to choose the right level
of care. Qualified registered nurses can also help your
employees find providers and specialists in the area,
give referrals to LiveHealth Online, a tool that allows you
to have live video chats with board-certified doctors,
enroll you and your dependents in valuable care
management programs for certain health conditions,
help you decide where to go for care when their doctor,
dentist or eye doctor isn’t available, and more.
When you need assistance, call the number on the
back of your ID card.
Inclusive Care
If you are an Anthem member, Inclusive
Care offers a team of dedicated advocates who
connect LGBTQIA+ employees with proven allies,
including care providers, educational resources, and
community support from individuals who understand
their specific health requirements, including hormone
therapy, plastic surgery, infectious diseases and
behavioral health. One-on-one guidance around
topics like gender-affirming care and reassignment
surgeries can help answer potential questions,
align care with clinical guidelines, and provide
ongoing support. Many of these allies also leverage
virtual care, freeing individuals from geographical
constraints. This gives the opportunity to connect in
a more private setting as employees seek the most
appropriate care for their health.
Beginning January 1, download or log in to the Sydney
Health app or call the number on the back of your ID
card for more information.
27
Concierge Cancer Care
Employees with cancer need extra support.
Anthem’s high-touch Concierge Cancer Care program
is tailored to each employee’s specific situation
and condition. Through data analysis, this program
identifies employees who may benefit from our
Concierge Cancer Care program, also known as C3,
and proactively reaches out to let them know about
the program. If you choose to enroll, the program
focuses on treatment plan support through Virtual
Second Opinion, 24/7 remote monitoring using real-
time data, advanced treatments through Anthem
Centers of Excellence (COE) and concierge travel
service through Healthbase. There is no extra charge
for you to participate — you would only pay their
standard copays for care.
Autism Spectrum
Disorders Program
When your child falls somewhere on the
Autism Spectrum, the Autism Spectrum Disorders
(ASD) program is here for your whole family, creating
a strong care system. The ASD program team helps
connect you to the resources and knowledge that
build a strong foundation of care, tailors referrals and
education to meet your family’s needs, gives you and
your family ongoing support so you can overcome
obstacles, and more. ASD case managers can help
you navigate the complex healthcare system, address
unique challenges of your situation, build a custom
care plan for your child, and find available services and
connect you to any missing care.
Beginning January 1, call the ASD program team at
1-844-269-0538.
Additional Benefits
We’re proud to offer you a number of additional benefits and programs to help you find
your balance and manage your individual needs.
Benefits You Must Enroll in During Open Enrollment
Legal Assistance
Our legal benefit offering, LegalEASE, offers highly
valuable benefits to shield your family and savings
from unexpected personal legal issues.
Key Features:
• Home and residential: Purchase/sale/refinancing of
primary residence, tenant dispute, foreclosure
• Auto and traffic: Serious traffic matters, license
suspension
• Estate planning and wills: Will or codicil, living will
and/or healthcare power of attorney, living trust
document, probate of small estate
• Financial and consumer: Debt collection defense,
bankruptcy (chapter 7 or 13), tax audit, document
preparation, consumer dispute, small claims court,
financial advisor
• Family: Name change, guardianship/conservatorship,
adoptions, juvenile court proceedings
• General: Civil litigation defense, initial law office
consultation, review of simple documents, mediation,
identity theft assistance, discounted contingency
fees, misdemeanor defense
For more details, visit www.legaleaseplan.com/airbus.
28
Identity Theft
Identity protection through LifeLock includes
proactive identity and credit monitoring, which
protects you against identity fraud. This benefit helps
you safeguard your personal information and offers
important protection for your identity and your devices.
Note: Electing this benefit requires an SSN for each
dependent enrolled.
Key Features:
• LifeLock Identity Theft Protection looks for uses of your
personal information and alert you to potential threats
• Norton Device Security protects against existing and
emerging threats, including ransomware, viruses,
spyware, malware and other online threats
• Parental Control helps your kids explore the internet
more safely by keeping you informed of sites they are
visiting and blocking harmful or inappropriate ones
• Privacy Monitor scans common public people-search
websites for your personal information and helps you
opt-out, giving you peace of mind and greater control
over your online privacy
For more details, call the Airbus Voluntary Benefits
Service Center at 1-855-226-4767, or visit
www.Norton.com/BenefitPremier.
Benefits You Can Use Anytime
Employee Assistance Program (EAP)
All employees and their family members are eligible to participate in the Employee Assistance Program (EAP)
through SupportLinc. This service is provided at no cost to you.
Key Features
• Free to use
• Includes up to five sessions of
face-to-face counseling for a
wide variety of concerns
• Confidential service provided
by a third party
• Available 24 hours a day, 7 days
a week, 365 days a year
Core Services Get Started!
• Counseling – up to five • Contact SupportLinc anytime
counseling sessions per issue for free, confidential help by
(in-person or virtual) calling 1-888-881-LINC (5462)
or
• Guidance and referrals to
• Visit www.supportlinc.com
expert resources — legal
You can also text “support” to
consultation, financial expertise
51230. The employer code is
and convenience resources
“airbus”
(such as referrals for childcare,
elder care, home repair, housing
needs, education, pet care,
adoption, and more)
• Online programs – access to
SupportLinc’s comprehensive
technology suite, including a
web portal, text therapy and
the eConnect mobile app
29
Homethrive – Childcare and Eldercare
One in five employees is a working family caregiver.
With Homethrive, employees will have access to the
answers and support they need to balance the stress
of work, life and caregiving. Through the care platform,
you can access a vast library of articles and guides
focused on topics from Medicare to Alzheimer’s, one-
on-one guidance with expert care guides and social
workers, on-demand chat services and continuous
engagement through monthly webinars, local events,
and more.
Through Homethrive, you also have access to Tootris,
a service that helps working parents access and
secure convenient, quality childcare in real time. Using
any device, you can get immediate access to the
largest network of affordable and accessible childcare
providers nationwide — including in-home day care,
afterschool support, backup and emergency care. You
can communicate with, enroll in, pay for and sign-in
and out of childcare.
For more information, visit
https://app.homethrive.com/join
and sign up using your work email
or registration code “airbus.”
30
Noom – Behavioral Wellbeing
As an employee, you will receive a subscription
at no cost, while dependents will receive a 30%
discount on Noom, a mobile health app that focuses
on addressing the underlying causes of weight
loss challenges through behavioral changes. Noom
offers weekly challenges and educational content on
various topics including nutrition, stress management
and goal setting. You can conveniently track their
progress by logging meals, exercise routines and
body weight, helping you stay accountable to your
health goals. Noom also provides a virtual coaching
team to offer guidance and support, ensuring you
receive personalized assistance to stay on the path to
improved wellbeing.
To take advantage of this discount, download the
Noom app on the App store or Google Play. For
questions, email partnersupport@noom.com.
For more information, visit
https://go.noom.com/airbus.
PerkSpot – Employee Discounts NEW
Employees will have access to a marketplace of
exclusive discounts from top brands and local
businesses through PerkSpot. Discounts can be
accessed through the Discount Portal, where
employees can browse deals, search by brand or
category, discover curated and personalized discounts
relevant to their interests and enjoy savings on a variety
of products and services. With PerkSpot, employees
can save up to $6,053 per year on cars, hotels, gym
memberships, and more.
Get started by creating your account
at airbus.perkspot.com with access
code “Airbus.”
SmartConnect – Medicare Navigation
Support
You have access to SmartConnect, a Medicare
navigation solution which can help you and your family
members transition smoothly to retirement and, if
you are age 65 or older, assist you with information
and guidance on Medicare as an alternative to Airbus
medical plans. Through SmartConnect, you have
access to online education materials on retiree health
care and enrollment assistance through a trusted
source, Medicare concierge to provide personalized
recommendations and seamless enrollment through a
trusted source and ongoing support to help utilize your
Medicare plan once enrolled. SmartConnect is available
at no cost to you.

Pet Health Insurance For more information, visit

Employees will have the option to enroll in discounted
and employee-paid pet health insurance options
through Pets Best to help you pay medical treatment
costs for your pet’s accidents, illnesses, and routine
medical care. Plans are available for cats and dogs.
The plan covers a wide variety of treatments for your
pet, including wellness exams, spaying and neutering,
teeth cleaning, microchipping, preventative medication,
vaccinations and microchipping from any licensed
veterinarian in the United States.
For more information, visit
www.petsbest.com/airbus and
use the discount code “AIRBUS.”
https://gps.smartmatch.com/airbus
or call 1-833-859-1150.
Global Business Travel Insurance
& Services
All employees are covered by our global business travel
program with International SOS. This program covers
you when traveling internationally for work outside of the
country where you normally work and provides coverage
to employees on business travel for medical expenses
outside your home country, assistance with urgent
medical expenses and personal injuries, and
much more. For more information, visit
http://www.internationalsos.com/.

Credible – Student Loan Refinancing

Student loans can be crippling. With Credible, accessible through Fidelity, you are able to leverage a marketplace
of student loan lenders to compare actual prequalified offers across lenders. Credible allows employees to view
offers/rates from multiple providers quickly, in one convenient spot while also providing support throughout the
whole process via phone, email or chat.

It is important to note that, as with any student loan refinancing program, refinancing student loans turns the loan
into a personal loan and as such will exclude such loans from federal debt relief programs.

To take advantage of Credible’s marketplace, log into Fidelity then visit Library>Communication
& Education> Campaigns & Toolkits>Employee Engagement Toolkits> Life Events.

Visit www.401k.com.

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401(k) Plan
While each employee’s circumstances are different, Fidelity Investments estimates that
the typical employee retiring at 67 will need to have saved 10x their annual income for
a secure retirement. To support you in reaching your retirement goals, Airbus offers
employees participation in a 401(k) plan. Airbus makes contributions on your behalf to
the 401(k) plan and you can too! Here are the plan’s key features.

Eligibility and Enrollment

Subject to the eligibility described at the beginning of this guide, you are eligible to enroll beginning on your
first day of employment. If you do not enroll after 35 days, beginning January 1, 2024, you will be automatically
enrolled in the plan with a 6% employee contribution rate.

Contributions
• Your Contributions: You can contribute from 1 to 75% of your eligible pay on a pre-tax or Roth after-tax basis.
• Company Matching Contributions: Airbus offers matching contributions on your pre-tax and Roth
contributions: 100% on the first 5% of your contribution. Company matching contributions begin immediately
with your first contribution to the plan and are 100% vested.
• Company Discretionary Contribution: After two years of service, Airbus provides a discretionary contribution whether
you participate in the 401(k) plan or not. The discretionary contribution, once eligible, is 100% vested.
• Pre-Tax and Roth After-Tax Contributions: You can contribute eligible earnings to the 401(k) plan in the
form of pre-tax or Roth contributions up to the applicable IRS limits ($22,500 for 2023). If you are 50 or older,
additional catch-up contributions ($7,500 for 2023) are also permitted.

Note: IRS limits reflected are for 2023, but subject to increase annually.

Choosing Between Pre-Tax and Roth Contributions

Pre-Tax Roth After-Tax

Contributions Deferred from pay that has not been Deferred from pay after applicable
reduced from applicable income taxes income taxes have been taken

Maximum Combined IRS limit applies to both Combined IRS limit applies to both
Contributions pre-tax and Roth contributions pre-tax and Roth contributions

Taxation of Distribution of contributions and Distributions of contributions

Distributions earnings are subject to applicable are tax free and any earnings on
income taxes contributions will not be subject
to applicable income taxes so long
as they are paid as a qualified
distribution (i.e., the account was held
for at least five years and was made
on account of death or disability or
after age 59½)

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Automatic Increase Program (“AIP”)
If you are automatically enrolled in the plan and do not opt out of the Automatic Increase Program (AIP), or if
you enroll in the AIP yourself, you will have your contribution rate increase each year until you reach a contribution
rate of 15%. However, you may change your contribution rate or choose not to contribute at any time.

Investments and Diversification

You choose how to invest your savings. Amounts in your 401(k) plan account can be invested, as selected by
you, in a wide range of diversified investment options from conservative to aggressive in risk. In addition, you
can choose from retirement date-based funds which are designed to adjust in risk throughout your career
and based on your intended retirement date. As you build your diversified portfolio, you can review additional
information about each investment option through Fidelity’s NetBenefits site: www.401k.com. NetBenefits
offers a library of tools and resources you can use to help you assess your current financial situation and
retirement preparedness.

You can enroll, access your account or review your investment strategy online through
Fidelity NetBenefits® at www.401k.com or call 1-800-343-3548 to speak with a Fidelity
representative Monday through Friday between 8am and midnight ET. You may also use
the automated voice response system, virtually 24 hours a day, 7 days a week.

33
Notes

34
 Contacts
Program Vendor Phone Number Website
Medical Anthem 1-833-752-0875 www.anthem.com

Autism Spectrum Disorders Anthem 1-844-269-0538

Building Healthy Families Anthem 1-833-752-0875 www.anthem.com

Clinical Review Anthem 1-833-355-0454 Email: anthemreferral@ccf.org

Concierge Cancer Care Anthem 1-833-752-0875

Inclusive Care Anthem 1-833-752-0875

Nurseline Anthem 1-833-752-0875

Total Health Connections Anthem 1-833-752-0875

Prescription CVS/Caremark 1-833-552-1276 www.caremark.com

Dental Cigna 1-800-244-6224 www.cigna.com

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

HSA and FSAs Fidelity 1-800-294-4015 www.401k.com

Commuter Benefits Optum 1-877-292-4040 www.optumfinancial.com

Basic & Supplemental Life/ AD&D MetLife 1-800-438-6388 www.metlife.com/mybenefits

Short-Term Disability MetLife 1-844-793-1558 www.metlife.com/mybenefits

Long-Term Disability MetLife 1-844-793-1558 www.metlife.com/mybenefits

FMLA MetLife 1-844-793-1558 www.metlife.com/mybenefits

Critical Illness, Accident and Hospital

Voya 1-877-236-7564 https://presents.voya.com/EBRC/Airbus
Indemnity

Legal Assistance LegalEASE 1-855-226-4767 www.legaleaseplan.com/airbus

Identity Theft Norton LifeLock 1-800-607-9174 https://lifelock.norton.com

1-888-881-LINC (5462) or www.supportlinc.com

Employee Assistance Program (EAP) SupportLinc
or Text ‘support’ to 51230 username: airbus

Family Caregiving Platform Homethrive 1-888-777-2199 https://app.homethrive.com/join

Behavioral Wellbeing Noom https://go.noom.com/airbus

Employee Discounts Perkspot 1-866-606-6057 airbus.perkspot.com

Pet Health Insurance Pets Best 1-888-984-8700 www.petsbest.com/airbus

Student Loan Refinancing Credible www.401k.com

Medicare Navigation Support SmartConnect 1-833-859-1150 https://gps.smartmatch.com/

Global Business Travel Insurance International SOS +33 (01) 55 63 33 80 http://www.internationalsos.com/

Retirement Fidelity 1-800-835-5095 www.401k.com

Airbus Americas Participant Service ADP 1-866-287-4116 Airbus.ServiceCenter@adp.com

Enrollment Platform ADP 1-866-287-4116 https://myadp.com

October 2023