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Eligibility and enrollment

Eligibility and enrollment details for the ExxonMobil Employee Medical Plan - POS II A and POS II B Options

Most U.S. dollar payroll regular employees of Exxon Mobil Corporation and participating affiliates are eligible for this Plan. Generally, you are eligible if:

You are a regular employee.
You are working for ExxonMobil after retirement as a regular or non-regular employee.
You are a trainee as described in Key Terms section.
You were an extended part-time employee and enrolled in the Plan on December 31, 2022 as long as you continue to participate in the Plan.

You are not eligible if:

You fail to make any required contribution toward the cost of the Plan.
You fail to comply with general administrative requirements including but not limited to enrollment requirements.
You lost eligibility as described under the Loss of eligibility section.
You are an expatriate employee.

Eligible family members

You may also elect coverage for your eligible family members including:

Your spouse. When you enroll your spouse for coverage, you may be required to provide proof that you are legally married.
A child who is described in any one of the following paragraphs (1) through (3):

has not reached the end of the month during which age 26 is attained, or
is totally and continuously disabled and incapable of self-sustaining employment by reason of mental or physical disability, provided the child:

meets the Internal Revenue Service's definition of a dependent, and
was covered as an eligible family member under this Plan immediately prior to age 26 when the child's eligibility would have otherwise ceased, and
met the clinical definition of totally and continuously disabled before age 26 and continues to meet the clinical definition through subsequent periodic reassessment reviews, or

is recognized under a qualified medical child support order as having a right to coverage under this Plan.

A child aged 26 or over who was disabled but who no longer meets the requirements of paragraph two (2) above, ceases to be an eligible family member at the end of the month in which the applicable requirement is not met

Refer to Key Terms for definitions of eligible family member, child, spouse, and Qualified Medical Child Support Order.

The Administrator-Benefits determination of eligibility is final and no appeals are available, including decisions regarding whether a child age 26 or older meets the clinical definition of totally and continuously disabled. All decisions by Aetna confirming a dependent no longer meets the clinical definition of totally and continuously disabled are final.

Dual Coverage

No one can be covered more than once in the Plan. You and a spouse / family member cannot both enroll as employees and elect coverage for each other as eligible family members. If you and your spouse or adult child work for the company and both are eligible for coverage:

Each of you can be covered as an individual employee, or
One of you can be covered as the employee and the other can be an eligible family member.

Also, if you and your spouse have children, each child can only be covered by one of you.

In addition, a marriage between two ExxonMobil employees does not allow enrollment or cancellation in any of the ExxonMobil health plans. In order to change your coverage, you need to wait until you experience a change in status that allows coverage changes or annual enrollment.

How to enroll

As a newly hired employee, you will receive enrollment materials from the ExxonMobil Benefits Service Center. If you wish to enroll, you have 30 days to do so after your start date for your coverage to begin on the first day of employment.

If no actions are taken within the time established, or as a current employee you are not covered by a medical plan to which ExxonMobil contributes (even if previously enrolled and cancelled your coverage), the next opportunity to enroll will be during annual enrollment, with coverage effective the first of the following year or upon a change in status with coverage being effective on the event date. See Change your coverage for additional details.

Classes of coverage

You can choose coverage as an:

Participant only,
Participant and spouse,
Participant and child(ren), or
Family.

Each coverage tier described in this section has its own contribution rate. Employees contribute to the Plan through monthly deductions from their pay on a pre-tax or after-tax basis.

For employees on an approved leave of absence (LOA), the following will apply:

Military leaves:

Mandatory / Required Military leave: coverage under the Plan continues during the entire duration of the leave at the employee contribution rate. You are not offered COBRA continuation coverage.
Voluntary / Optional Military leave: coverage under the Plan will continue for up to 12 at the employee contribution rate. At the end of the 12 month period, your coverage under the Plan will end and you will have the opportunity to elect COBRA. The LOA does not count towards the duration of time you are eligible for COBRA.

Health/Dependent Care leave: coverage under the Plan will continue for up to 6 months at the employee contribution rate. At the end of the 6 month period, your coverage under the Plan will end and you will have the opportunity to elect COBRA. The LOA does not count towards the duration of time you are eligible for COBRA.
Personal leave: coverage under the Plan will continue for up to 12 months at the employee contribution rate. At the end of the 12 month period, your coverage under the plan will end and you will have the opportunity to elect COBRA. The LOA does not count towards the duration of time you are eligible for COBRA.

If you take a leave of absence (LOA), you will pay your health plan contributions on a after-tax basis through direct debit (automatically taken from bank account) or direct bill (to be paid by check or with credit card). That’s because you will not be receiving your regular paychecks while you’re on a leave. On the first day of the pay period available after you return to work, you will start paying your contributions through pre-tax deductions once more. If your health plan coverage was cancelled during your LOA because you did not pay the contributions, you can make new benefit elections after you return to work—whether you return in the same or the following calendar year.

Changing your coverage

To make a change to your coverage after your initial enrollment, you must wait until the next annual enrollment period or until you experience a qualified change in status.

Annual enrollment

Each year, ExxonMobil offers an annual enrollment period. During this time, you can switch from your current medical plan option to another available option. This is also the time to make changes to coverage by adding or deleting family members. Changes elected during annual enrollment take effect the first of the following year.

During annual enrollment, changes to your EMMP coverage (option or contributions) do not automatically adjust your coverage or contributions to other plans such as the ExxonMobil Dental Plan, ExxonMobil Vision Plan or the flexible spending accounts under the ExxonMobil Pre-Tax Spending Plan. Changes to those plans must be made separately.

If you pay your monthly contributions on an after-tax basis and would like to continue making contributions on an after-tax basis for the following year, you must elect to do so each year during annual enrollment and after each change in status. Otherwise, your contributions will be switched to a pre-tax basis.

Note: Do not wait until annual enrollment to remove a family member who loses eligibility; they should be removed at the time eligibility is lost. For consequences for covering an ineligible family member, see Loss of eligibility.

Mid Year Changes

If a qualified change in status event described in this section occurs, the participant may be permitted or required to:

Enroll in coverage;
End coverage; or
Change the dependents covered.

The participant’s new coverage election must be consistent with the change in status event. If the actions permitted or required are not taken in the timeframes indicated, you may need to wait until the upcoming annual enrollment period or another change in status event.

The following qualified change in status events allow, or require, changes to a participant’s medical elections:

Event	You are required/permitted to	When
Qualified status change
Divorce Employee and spouse enrolled in ExxonMobil Medical Plan	You are required to remove coverage for your former spouse and stepchild(ren) but you may not remove coverage for yourself or other covered eligible family members. You and your remaining eligible family members may change your medical plan option Note: You may not make a change to your coverage if you and your spouse become legally separated because there is no impact on eligibility.	You must make these changes within 60 days of your divorce and you are not required to show documentation to drop dependents. If you do not to notify the ExxonMobil Benefits Service Center within 60 days, this will result in your former spouse and stepchild(ren) not being entitled to elect COBRA. If you fail to remove your spouse and any stepchild(ren) within 60 days of the event: You will continue to have pay the same pre-tax contribution for coverage even though you have removed your former spouse and stepchild(ren) Such contribution will remain the same until you have experienced another change in status or the first of the plan year following the next Annual Enrollment period You will be required to reimburse the Plans for any claims paid after the loss of eligibility for any ineligible person
Divorce Employee loses coverage under spouse's medical plan.	If you lose coverage under your spouse's health plan because of divorce, you can sign up for medical coverage for yourself and your eligible family members.	You must make these changes within 60 days following the date you lose coverage under your spouse's plan.
Death of a spouse or other eligible family member	Death of a spouse: You are required to remove coverage for your former but you may not remove coverage for yourself or other covered eligible family members. If you lose coverage under your spouse's health plan, you can sign up for Medical Plan coverage for yourself and your eligible family members. If you and your family members are enrolled in the ExxonMobil Medical Plan, any stepchildren will cease to be eligible upon your spouse's death unless you are their court appointed guardian or sole managing conservator. Death of dependent child: You are required to remove coverage for deceased child but no other changes are allowed.	You must provide notice of your spouse’s death within 30 days of the date of death. No other election changes will be permitted for those currently enrolled in the Plan. If you were covered on your spouse’s plan you must make an election within 30 days of the date of death.
Other loss of family member's eligibility (e.g., sole managing conservatorship of grandchild ends)	Coverage continues through their last day of eligibility for any event the participant reports. In some cases, continuation coverage under COBRA may be available. (See Continuation coverage for more details about COBRA.)	You must notify the ExxonMobil Benefits Service Center as soon as a family member is no longer eligible. If you fail to notify the ExxonMobil Benefits Service Center within 60 days, the family member will not be entitled to elect COBRA. You remain responsible for ensuring that the dependent childis removed from coverage.If you fail to ensure that an ineligiblefamily member is removed in a timely manner, there may be consequences for falsifying company records.
Qualified change in employment status
You lose eligibility because of a change in your employment status, e.g., regular to non-regular or strike/ lockout	Your Medical Plan participation will automatically be termed.	Last day of the month of the event
You gain eligibility because of a change in your employment status, e.g. non-regular to regular; trainees to regular.	Enroll yourself and add any eligible family members. Since enrollment would not be upon original hire date, contributions would be on a post-tax basis if applied retroactively	You must make these changes within 30 days of the event
You begin or return from a leave of absence	You may be able to make changes to some health plan benefits . Contact ExxonMobil Benefits Service Center at 833-776-9966 with any questions.	You must make these changes within 30 days following the date of the event.
You return from expatriate assignment outside of the U.S.	If you are returning from an expatriate assignment, you and your eligible family members may choose a medical plan option, otherwise you will be automatically enrolled in Aetna POSII A. You may cancel this coverage for yourself and your eligible family members.	You must make these changes within 30 days following the date of the event.
Termination of employment and rehire within 30 days or retroactive reinstatement ordered by court	If rehire is within 30 days or retroactive reinstatement ordered by court, you will be automatically enrolled in the same medical plan option you had prior to termination. If returning with a different plan year than termination, you can make any election changes. If rehire is after 30 days, enroll in all plans as new hire.	No action from the participant needed, automatic enrollment in same plan option. You must make election changes within 30 days following the date of the reinstatement. You must enroll within 30 days following the date of the reinstatement.
Termination of Employment by spouse or other family member or other change in their employment status triggering loss of eligibility under the other plan	Enroll yourself and other family members who may have lost eligibility under the spouse's or family member's plan in medical plan and change your medical plan option.	You must make these changes within 30 days following the date of the event.
Other qualified changes
Another parent is ordered to provide coverage to your covered child through a QMCSO	Revoke or decrease the affected child’s election if coverage actually provided. The effective date will be the date of qualification or end of month if termination date is not listed.	Within 30 days following the date of the event
You are ordered to provide coverage to your eligible child through a QMCSO	If you’re currently enrolled, your child will be automatically covered under your current options. If not currently enrolled, you and the affected child will be covered automatically under the lowest cost option in the applicable plan(s). You can change your medical option.	You must make these changes within 30 days of the event.
Eligible dependent gains eligibility under another employer's plan	If the eligible dependent has or will obtain coverage under the other employer plan, remove them from coverage. You may also cancel coverage for yourself, if health care coverage is obtained through your spouse’s employer plan.	You must make these changes within 30 days of the event.
A significant change in coverage or cost* of your, your spouse’s plan. *applies also to a significant increase in health care cost sharing.	Make a corresponding prospective change in your election: Change in coverage of this plan: You can cancel your election and be able to elect coverage under another medical plan option. You can also change your medical option. Change in coverage of your spouse´s plan: you will be able to sign up for medical coverage for yourself and your eligible family members. You can also change your medical option.	Within 30 days following the date of the event.
HIPAA special enrollment provisions
Marriage	Enroll yourself and any eligible dependents. Drop coverage for yourself and your dependents (if being covered by your new spouse). Note that you cannot drop coverage for just your dependents, if you wish to drop coverage it would be for the whole family. Change your medical plan option.	Within 30 days following the date of the event.
Gain a family member through birth, adoption or placement for adoption	Enroll yourself and any eligible dependents Drop coverage for yourself and your dependents. (Note that you cannot drop coverage for just your dependents, if you wish to drop coverage it would be for the whole family. Add any eligible dependents to your coverage. Change your medical option.	You must add the new family member within 30 days even if you already have family coverage. Coverage is effective on the date of birth, adoption, or placement for adoption.
You or a family member loses eligibility under another employer's group health plan	Enroll yourself and other family members who might have lost eligibility, add affected dependents and change medical plan option.	You must make these changes within 30 days of the event.
A family member’s employer contributions cease.	Add affected dependents to your coverage. Change your medical plan option.	You must make these changes within 30 days of the event.
The participant or the participant’s dependent becomes eligible for premium assistance under Medicaid or the Children’s Health Insurance Program (CHIP).	If the participant is becoming eligible, they may drop coverage. If a dependent is becoming eligible, they may remove coverage for affected dependents only.	Within 60 days of either: termination of Medicaid or CHIP coverage due to loss of eligibility, or becoming eligible for a state premium assistance program under Medicaid or CHIP coverage.

Addition or improvement of medical plan options

If a new Medical Plan option is added or if benefits under an existing option are significantly improved during a plan year, you may be able to cancel your current election in order to make an election for coverage under the new or improved option.

Loss of option

If a service area under the Plan is discontinued, you will be able to elect either to receive coverage under another Medical Plan option providing similar coverage or to cancel medical coverage altogether if no similar option is available. For example, if an option is discontinued, you may elect another option that has service in your area or you may elect to participate in an Aetna POS II option. You may also cancel medical coverage altogether.

Other situations that may affect your coverage

Leave of absence

If you are on an approved leave of absence, you can continue coverage by making required contributions to the Plan through direct bill.. If you chose not to continue your coverage while on leave, please call the ExxonMobil Benefits Service Center to learn about allowable changes.

If you are on an approved leave of absence, you may continue your coverage by making your required contribution through direct bill.

If you were on a leave that meets the requirements of the Family and Medical Leave Act of 1993 (FMLA) or the Uniformed Services Employment and Reemployment Rights Act (USERRA) and your coverage ended, re-enrollment is subject to FMLA or USERRA requirements.

For more information, contact ExxonMobil Benefits Service Center.

If you retire

If you retire as a regular employee on or after age 55 with 15 or more benefit years of service, you are eligible for the ExxonMobil Retiree Medical Plan (EMRMP) or you may elect COBRA to stay in the ExxonMobil Medical Plan for the duration of COBRA Coverage. If you retire as a regular employee and are Medicare-eligible, you are eligible to enroll in the Medicare Primary Option (MPO) option of the EMRMP.

if you decline enrollment in the ExxonMobil Retiree Medical Plan at retirement, you will have limited opportunities to enroll at a later date. See the Summary Plan Description for the EMRMP option of your choice for more information.

If a covered family member lives away from home

Coverage depends on whether the plan option you are enrolled in as an employee offers service in the area where you live. If your covered family member does not live with you (for instance, you have a child away at school), please contact Aetna Member Services to confirm whether service is available where your family member lives. (See service area in Key Terms.)

If you work beyond when you become eligible for Medicare

If you continue to work for ExxonMobil after you become eligible for Medicare, although you are eligible for Medicare, your ExxonMobil employee coverage remains in effect for you and eligible family members and the Medical Plan is your primary plan. Medicare benefits, if you sign up for them, will be your secondary benefits. Refer to www.medicare.gov to learn more about Medicare while you are still employed.

If your covered family members become Medicare eligible for any reason

Employees or family members of an employee who becomes Medicare eligible, either due to age or Social Security disability status, are eligible to participate in any Medical Plan option as long as the employee remains as a regular employee.

If the employee retires or dies, and coverage is available under the EMRMP:

Medicare eligible covered spouses must enroll in Medicare Primary Option including enrolling in Medicare Parts A and B.
All eligible dependent children under the age of 26 (including those that are Medicare eligible) and those over the age of 26 who are totally and continuously disabled and not Medicare eligible, may enroll in the Retiree Medical Plan options of the EMRMP
Medicare eligible dependent children over the age of 26 are not eligible for coverage under any ExxonMobil health plan available to retirees. You may be eligible to elect continuation coverage for your Medicare eligible dependent child under COBRA provisions. See Continuation coverage for details.

If you die

If you die while enrolled, your covered eligible family members may be eligible for the ExxonMobil Retiree Medical Plan. They are not eligible to continue to participate in the ExxonMobil Medical Plan except through COBRA. Their eligibility continues with the EMRMP for a specified amount of time:

If you have 15 or more years of benefit service at the time of your death, eligibility continues until your spouse remarries, becomes eligible for Medicare or dies. Upon eligibility for Medicare, your spouse can continue coverage through the Medicare Primary Option.
If you have less than 15 years of benefit service, eligibility continues for twice your length of benefit service or until your spouse remarries, becomes eligible for Medicare, or dies, whichever occurs first. Upon eligibility for Medicare, your spouse can continue coverage through the Medicare Primary Option.

Children of deceased employees or retirees may continue participation as long as they are an eligible family member. If your surviving spouse remarries, eligibility for your stepchildren also ends.