HEALTHY

CHOICES
Benefits to Support a Healthier You
Eligible U.S. CB&I Hourly and Craft employees

2018 B
ENE
FIT
SG
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 Welcome to CB&I!
At CB&I, we are proud of the benefits program we have designed to deliver
quality coverage and value to you and your family. We are happy to have you
join our team and take advantage of the programs we offer to our employees.

We encourage you to learn about our benefits program before making

your elections. Keep in mind that federal tax law prohibits you from making
changes to your health and welfare benefits outside of this New Hire Enrollment
period or each annual Open Enrollment time frame without a qualifying event.
Make sure you are comfortable with your choices for the rest of the year and
submit them by the deadline noted in this guide.

NEED ASSISTANCE?
If you have a question or need assistance regarding your health and
welfare benefits or New Hire Enrollment, call the CB&I Benefits Center,
administered by Empyrean Benefit Solutions, at 1-833-539-4608.
If you have a question or need assistance regarding your 401(k) benefits,
please call Merrill Lynch at 1-844-CBI-401k.
HEALTHY CHOICES Benefits to Support a Healthier You

To all CB&I employees:

We are leaders in our industry because of our talented workforce, which is one of the safest among our
clients and competitors.

CB&I is committed to attracting and retaining the best people by creating a workplace that engages
and empowers, respects diversity of thought, embraces new ideas, demands accountability and rewards
performance. Supporting your health and wellness goes hand-in-hand with that commitment.

Your contributions to this Company are vital to our success. We are strongly committed to providing a
benefits package that is competitive and accomplishes the primary purpose of our programs: to protect
and promote the health and financial well-being of you and your family.

This 2018 New Hire Benefits Guide highlights a comprehensive benefit package that provides quality care
to keep you and your family healthy. It also offers valuable income protection to give you security and
peace of mind. Safe and healthy employees are essential to CB&I.

In this guide, you will see a number of opportunities for you and your family to choose the benefits and
programs that make the most sense for your situation. We also offer a variety of helpful resources to help
you make informed choices. I encourage you to carefully review your New Hire Enrollment materials to
learn more about the plans and their features, processes, resources and vendors that are available to you.

I believe our benefits program is a healthy beginning to the new partnership between you and CB&I.
We have a dynamic future ahead of us, and you are an important part of it.

Thank you,

Patrick K. Mullen
President and Chief Executive Officer

1
 HEALTHY CHOICES Benefits to Support a Healthier You

New Hire Enrollment at a Glance

Review 2018 Benefits

Step 1 Step 2 Step 3

Do you want to enroll in any of the Do you want to Do you want to

following health and welfare benefits? enroll in the enroll in the
• Medical 401(k) Plan? Employee Stock
• Health Savings Account/Flexible Purchase Plan?
Spending Accounts
• Dental
• Vision
• Short-Term or Long-Term Disability
• Optional Life & Accidental Death &
Dismemberment Insurance

YES NO YES NO YES

Follow the Are you adding a If eligible, be on No action is If eligible, enroll

instructions on dependent? the lookout for required. in the Plan by
page 6 to enroll additional completing the
within your information enrollment form,
benefits directly from which is available
eligibility date. Merrill Lynch, on iShare.
the Plan Completed forms
recordkeeper, can be sent to
regarding how ESPP@cbi.com.
to enroll. Follow the
YES instructions on
page 43 to enroll.

Comply with the

Dependent
Eligibility Audit NO
by providing the
requested
information Complete the
(see page 10). Biometric Your health and welfare benefits choices
YES Screening and generally remain in effect through the end
Health of the calendar year, and you will not be able
Assessment.*
Do you want to make any changes to your benefits before
to receive a the next Open Enrollment period (typically
discount on in November). However, if you experience a
your medical
plan premiums? “Qualified Status Change” — for example,
marriage, divorce, birth of a child or other
You’ve
event — you may make certain changes at
NO completed
enrollment. that time. See page 9 for details.

* See page 12 for more information.

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Table of Contents
Your New Hire Enrollment Checklist............................................................................... 4

How to Enroll........................................................................................................................... 6

After You Enroll...................................................................................................................... 7

Qualified Status Changes.................................................................................................... 9

Eligible Dependents............................................................................................................. 9

Wellness Incentive............................................................................................................... 12

Medical.................................................................................................................................... 14

Prescription Drug................................................................................................................ 20

Medical Premiums (Including Prescription Drug Plan)........................................... 24

Health Savings Account (HSA) — Tax-Free Savings for You.................................25

Flexible Spending Accounts (FSAs)............................................................................... 28

Employee Assistance Program (EAP)............................................................................ 31

Wellness.................................................................................................................................. 32

Dental...................................................................................................................................... 33

Vision....................................................................................................................................... 35

Disability, Life and AD&D Insurance.............................................................................. 38

401(k) Plan.............................................................................................................................. 41

Employee Stock Purchase Plan....................................................................................... 43

Glossary...................................................................................................................................44

Resources............................................................................................................................... 45

Contacts..................................................................................................................................46

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HEALTHY CHOICES Benefits to Support a Healthier You

Your New Hire Enrollment Enroll in the 401(k) Plan. If eligible, be on the
lookout for additional information directly from
Checklist Merrill Lynch, the Plan recordkeeper, regarding
how to enroll.
This guide provides you with an overview of the
Enroll in the Employee Stock Purchase Plan.
benefits we offer so you can make informed choices
If eligible, enroll in the Plan by completing the
for yourself and your family. enrollment form, which is available on iShare.
Here’s what you need to do to enroll in your new Completed forms can be sent to ESPP@cbi.com.
Follow the instructions on page 43 to enroll.
benefits.
Read through this guide carefully. You’ll
find out about the health, welfare, and financial If you are interested in learning more about
benefits available to you. our benefit vendors, check out the complete
Review additional information. Log list of contacts, including websites and
on to the CB&I Benefits Center website, mobile apps for each vendor, starting on
https://benefits.cbi.com, for additional page 46.
information and resources for health and
welfare benefits.
Compare your costs. Use the Medical
Plan Recommendation Engine available DO NOT MISS THE DEADLINE!
on the CB&I Benefits Center website,
If you do not enroll within the time frames
https://benefits.cbi.com, to determine which
plan may best fit your needs by answering listed, you will not be covered by medical,
questions about your health status, financial dental, or vision, and will receive only the
situation and tolerance for risk. Company-paid benefits (EAP, Basic Life,
Enroll in health and welfare benefits. Follow AD&D and Travel Accident Insurance).
the instructions on page 6 to enroll. If you do not
enroll within 31 days from your benefits eligibility
date, you will receive default coverage and will
not be eligible to make changes until Open IF YOU NEED CARE SOON
Enrollment. If you need care before you receive your ID
Confirm your health and welfare elections. card(s), you can:
If you do not confirm your elections by the
ƒƒ Log on to the vendor’s website to see if an
enrollment deadline, you will receive default
online version of your ID card is available
coverage only. See “What Happens If You Do
for you to print;
Not Enroll” on page 8 for details.
ƒƒ Have your provider contact the vendor to
Verify your dependents. If you are adding a
dependent(s) to your health benefits, you will be confirm your eligibility; or
required to comply with the Dependent Eligibility ƒƒ Pay the provider directly for your services
Audit by providing the requested Information. and file a claim for reimbursement after
See page 10 for details. you have received your ID card.
Complete the Wellness Incentive. Don’t forget
that you and your covered spouse (if applicable)
can complete a biometric screening and
TotalWellness online Health Assessment to
receive a discount on your medical plan
premiums. See page 12 for details.

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Overview of Your Benefits and Enrollment Process
You are eligible to participate in the benefits described in this guide if you are:
ƒƒ A regular full-time or regular part-time employee (with a normally scheduled workweek of at least 20 hours);
ƒƒ Working for CB&I or one of its affiliates that participates in the Plan; and
ƒƒ Paid on a U.S. employee payroll.

The chart below gives you a summary of your benefits, who pays for each program, when you become eligible
for each program, and where in this guide you can find enrollment information.

ENROLLMENT
BENEFIT PLAN FUNDED BY ELIGIBILITY PROCESS

Medical Company & you First of the month following Page 6

(including Prescription Drug) (pre-tax) 30 days from date of hire

Health Savings Account (HSA) Company & you First of the month following Page 6
(pre-tax) 30 days from date of hire

Dental Company & you First of the month following Page 6

(pre-tax) 30 days from date of hire

Vision You (pre-tax) First of the month following Page 6

30 days from date of hire

Employee Assistance Program (EAP) Company First of the month following Not required
30 days from date of hire

Flexible Spending Accounts (FSAs) You (pre-tax) First of the month following Page 6
30 days from date of hire

Basic Life & Accidental Death & Company First of the month following Not required
Dismemberment Insurance 30 days from date of hire

Optional Life & Accidental Death & You (after-tax) First of the month following Page 6
Dismemberment Insurance 30 days from date of hire

Travel Accident Insurance Company First of the month following Not required
30 days from date of hire

Short-Term Disability (STD) You (after-tax) First of the month following Page 6
30 days from date of hire

Long-Term Disability (LTD) You (after-tax) First of the month following Page 6
30 days from date of hire

401(k) Plan Company & you Your eligibility begins on Page 41

(pre-tax and/or your date of hire
after-tax)
After one year of
participation — Company
matching contributions
begin

Employee Stock Purchase Plan You (after-tax) Date of hire Page 43

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HEALTHY CHOICES Benefits to Support a Healthier You
How to Enroll
Enrolling for your CB&I benefits is easy! Here’s how
to make your New Hire benefit elections for the
remainder of 2018.
Health and Welfare
Online:
ƒƒ Log on to https://benefits.cbi.com. If a first-time
user, you will need to register and create a user
ID and password that you will use for future visits
to the site.
Once logged into the CB&I Benefits Center, you will
click on the Pending New Hire Enrollment Event
on the welcome screen and follow the prompts
to add dependents (if applicable) and make your
elections. Click on NEXT BENEFIT or another benefit
category in the menu (Medical, Dental, etc.) to
select a plan.
As you enroll, pending changes are saved when you
click NEXT or SAVE ELECTION on any screen. You can
log in later and pick up where you left off; however,
elections are not recorded in the system until
you save and accept them and reach the
confirmation page. It’s a good idea to print a
copy of the online confirmation for your records.
If you do not confirm your elections by the
enrollment deadline, the system will not recognize
your enrollment and you will receive default
coverage as described on page 8.
By phone:
ƒƒ Call toll-free 1-833-539-4608 or 1-281-768-2959
(international direct dial), then follow the prompts.
Representatives are available from 7 a.m. to
7 p.m. CST.
6
The 401(k) Plan
ƒƒ Eligible employees will receive additional
information directly from Merrill Lynch, the
Plan recordkeeper, regarding how to enroll.
The Employee Stock Purchase Plan
ƒƒ Eligible employees can enroll in the CB&I Employee
Stock Purchase Plan by completing the enrollment
form, which is available on iShare. Completed
forms can be sent to ESPP@cbi.com. Follow
the instructions on page 43 to enroll.
CONFIRM YOUR ELECTIONS!
Keep in mind that after submitting your
health and welfare elections, you must
confirm your choices to finalize the
enrollment process. If you do not confirm
your elections by your enrollment deadline,
the system will not recognize your
enrollment and you will receive default
coverage. See “What Happens If You Do
Not Enroll” on page 8 for details.
Make Informed Choices Using Online
Decision Support Tools
The CB&I Benefits Center website,
https://benefits.cbi.com, features online decision
support tools to help you select a health plan that
best meets your needs. Consider using the following:
ƒƒ Medical Plan Recommendation Engine can help
you determine which plan may best fit your needs
by answering questions about your health status,
financial situation and tolerance for risk.
ƒƒ Savings Account Estimator can help you estimate
how much you may want to contribute to an FSA
or HSA.
After You Enroll
Enrollment Confirmation
For your health and welfare benefits, if you have an email address on file, you will receive an email confirmation
statement outlining your elections. In addition, you will receive a confirmation statement in the mail.

For your financial plans, you will receive a confirmation at your address of record.

Insurance Identification Cards

If you enroll in the plans listed below, you will receive the following ID and/or debit cards:

BENEFIT PLAN VENDOR ID CARD AVAILABLE?

Medical Cigna Yes

Prescription Drug OptumRx Yes

Dental Cigna Yes

Vision* VSP No

FSA Debit Card Discovery Benefits Yes

HSA Debit Card Connect Your Care Yes**

* You do not need an ID card for your appointment. The provider will access your information by asking a few basic questions.
** You can request additional HSA debit cards at no charge by calling Connect Your Care.

HEALTH ADVOCATE
Navigating the healthcare insurance system isn’t easy. That’s why we offer Health Advocate, a
healthcare advocacy service that provides assistance with healthcare or insurance matters, at no
cost to you. You don’t have to enroll and you don’t even have to be enrolled in a CB&I benefit plan.
When you contact Health Advocate, you are assigned a personal advocate, typically a nurse, who
can help you:
ƒƒ Resolve insurance claims and billing issues (medical, ƒƒ Deal with serious illness or injury;
prescription drug, dental, vision, HSA, and FSA); ƒƒ Secure second opinions;
ƒƒ Understand your benefit plan and how it works; ƒƒ Obtain services for your elderly
ƒƒ Find the right doctors and hospitals; parents and parents-in-law;
ƒƒ Schedule appointments, especially with hard-to- ƒƒ … and much more!
reach specialists;
What’s more, your extended family (spouse, dependent children, parents and parents-in-law) can
also use Health Advocate. Contact Health Advocate by calling 1-866-695-8622.
Health Advocate can be accessed 24/7. Normal business hours are Monday – Friday, between
7 a.m. and 8 p.m., Central Time, but staff are also available to assist you after hours and on weekends.

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HEALTHY CHOICES Benefits to Support a Healthier You

What Happens If You Do Not Enroll

Submitting your elections during your New Hire Enrollment period will help ensure that you and your family
have the benefits coverage that meets your needs for the remainder of 2018. If you do not enroll within 31 days
of the date you become eligible for coverage, you will not be covered for many of the Company benefits,
including healthcare. See the following chart for details:

DEFAULT 2018 COVERAGE IF YOU MISS THE 31-DAY

BENEFIT PLAN NEW HIRE ENROLLMENT DEADLINE

Medical (including Prescription Drug) No coverage

Health Savings Account (HSA) No employee or Company contributions

Dental No coverage

Vision No coverage

Employee Assistance Program (EAP) Full coverage (Company-paid benefit)

Flexible Spending Accounts (FSAs) No employee contributions allowed

Basic Life & Accidental Death & Full coverage (Company-paid benefit)
Dismemberment Insurance

Optional Life & Accidental Death & No coverage

Dismemberment Insurance

Travel Accident Insurance Full coverage (Company-paid benefit)

Short-Term Disability (STD) No coverage

Long-Term Disability (LTD) No coverage

401(k) Plan No coverage, but you can enroll at any time once eligible

Employee Stock Purchase Plan No coverage, but you can enroll during any quarterly enrollment
period once eligible

Your health and welfare default coverage will remain in effect until December 31, 2018, as long as you remain
eligible. Remember, you cannot make changes to your health coverage during the year unless you experience
a qualified change in family or employment status. For details, see “Qualified Status Changes” on page 9.

You can make changes to Optional Life and AD&D Insurance at any time; however, you will be required to
complete the Prudential Evidence of Insurability (EOI).

8
Qualified Status Changes
Remember, the health and welfare elections you
make during your New Hire Enrollment period will
remain in effect until December 31, 2018, as long as
you remain eligible. You cannot make changes to
your coverage during the year unless you have a
qualified status change. Examples of qualifying
changes in status that allow you to change some
of your benefits during the year include:
ƒƒ Marriage or divorce
ƒƒ Birth or adoption of your child
ƒƒ Death of your spouse or child
ƒƒ Change in your child’s dependent status
ƒƒ Change in your benefit eligibility status
ƒƒ Change in your spouse’s benefit eligibility or
employment status
You have 31 days from the date of your
qualified status change to make changes to
your health and welfare benefits. The changes
will be effective on the date of your change in
status (for example, your baby’s date of birth
or the date of your marriage). In addition, you
will be required to comply with the Dependent
Eligibility Audit by providing supporting
documentation. (See page 10 for information
on the Dependent Eligibility Audit.)
To make changes to your benefits as a result of a
qualified status change, access the CB&I Benefits
Center website at https://benefits.cbi.com or call
1-833-539-4608.
9
Eligible Dependents
If you are a benefits-eligible employee, you can cover your
eligible dependents under CB&I’s benefit plans as well.
Please review this section carefully to make sure your
dependents are eligible.
FAMILY
MEMBER ELIGIBILITY REQUIREMENTS
Spouse Your legally married spouse, including
common-law spouses in states recognizing
common-law marriage. A common-law
marriage must have occurred in a state
where it is legally recognized.
You will be required to provide
documentation at the time your spouse is
added to your coverage. See “Dependent
Eligibility Audit” on page 10 for more
information.
Child(ren) Your dependent children up to age 26
regardless of whether they are married,
full-time students, or eligible for other
Group Health Plan coverage. Children
include your natural born children,
stepchildren, legally adopted children, or
children living with you during a period
of adoption probation, and children who
are related to you by blood or by marriage
and for whom you are the legal guardian.
Dependent children of any age who
are incapable of supporting themselves
because of a mental or physical disability.
You will be required to provide
documentation at the time your
dependent children are added to your
coverage. See “Dependent Eligibility
Audit” on page 10 for more information.
Please note: Intentionally covering ineligible persons
under these plans may be subject to discipline, up to
and including termination.
HEALTHY CHOICES Benefits to Support a Healthier You

Dependent Eligibility Audit

IMPORTANT INFORMATION:
If you are enrolling dependents for coverage during
COVERED DEPENDENTS
your New Hire Enrollment period, you will need to
complete the Dependent Eligibility Audit to verify As required by federal law, you must provide
that your dependent is benefits-eligible according a valid Social Security number (SSN) for any
to current Plan rules. dependent you are adding to your benefits
coverage.
Your dependent will be added to your coverage.
Shortly thereafter, you will receive a letter in the
mail (and email if you have an email address
on file) explaining the audit process. For your
convenience, a list of required documentation is
also located on the CB&I Benefits Center website,
https://benefits.cbi.com, under Resources. You
must provide the requested documentation within
45 days from the date you enroll or your dependent’s
coverage will be dropped, with no option to elect
COBRA continuation coverage. During that 45-day
period, you will receive follow-up letters and emails
(if an email address is on file) reminding you of the
requested documentation.

Spousal Surcharge
If your spouse is eligible for other employer-sponsored medical coverage
but chooses CB&I coverage, you will pay a monthly surcharge of $125 in
addition to your medical plan premium. Please note that this does not apply if:
ƒƒ your spouse only has access to or gains access to Medicare, or
ƒƒ he or she is also employed by CB&I.

You will see a spousal surcharge section when enrolling through the CB&I Benefits Center website,
https://benefits.cbi.com.

IF YOUR SPOUSE IS INITIALLY … THEN YOU NEED TO …

Not eligible for his or her own employer-sponsored Call the CB&I Benefits Center, or log in to the
coverage and enrolls in CB&I coverage, then later website, https://benefits.cbi.com, to activate
becomes eligible for his or her own employer-sponsored the spousal surcharge
coverage

Eligible for his or her own employer-sponsored coverage Call the CB&I Benefits Center, or log in to the
and then later becomes ineligible for his or her own website, https://benefits.cbi.com, to
employer-sponsored coverage deactivate the spousal surcharge

Why do we have a spousal surcharge? Spousal coverage makes up a large portion of dependent costs. To help
CB&I manage these costs a surcharge is applied when you enroll a spouse who has other medical coverage
available, but chooses CB&I coverage.

10
Please be aware that any misrepresentation regarding
the availability of employer medical coverage for
your spouse may cause CB&I medical coverage for
your spouse to end. Such misrepresentation may
also be grounds for discipline, up to and including
termination of your employment.
If You and Your Spouse Both Work for CB&I
If you and your spouse are both benefits-eligible CB&I
employees, you may each enroll as an employee, or
one of you may enroll as an employee and the other
as a dependent. If you both enroll as employees, only
one of you may cover your eligible children. The
spousal surcharge will not apply.
DESIGNATING A BENEFICIARY
You must make beneficiary designations
for Basic and Optional Life and AD&D
Insurance online through the CB&I Benefits
Center when you make your New Hire
Enrollment elections.
11
BENEFIT FOR RETIRED VETERANS
TRICARE is the U.S. Department of Defense
health benefit program for the military
community.
The Company offers a TRICARE Supplement
Plan to eligible active employees who have
served in the military. TRICARE Supplement
helps pay your portion of medical costs after
your primary TRICARE plan has paid.
To be eligible, you must be enrolled in the
Defense Enrollment Eligibility Reporting
System (DEERS) and you must not be eligible
for Medicare. Eligible individuals include:
ƒƒ Military retirees receiving retirement,
retainer, or equivalent pay and spouses/
surviving spouses or military retirees
ƒƒ Retired reservists between the ages of
60 and 65 and their spouses/surviving
spouses
ƒƒ Retired reservists younger than 60 and
enrolled in TRICARE Retired Reserve (“Gray
Area” retirees) and their spouses/surviving
spouses
ƒƒ Qualified National Guard and Reserve
members
If you are eligible and wish to enroll in
the TRICARE Supplement Plan, you can
contact Selman at 1-800-638-2610,
option 1, or access their website at
www.selmantricareresource.com/cbi.
HEALTHY CHOICES Benefits to Support a Healthier You
Wellness Incentive*
With our Wellness Incentive, you can lower your
medical plan premiums while potentially lowering
your healthcare risks.
You and your covered spouse (if applicable) are
eligible for the incentive if you enroll in a CB&I
medical plan for 2018. The program enables you
and your covered spouse to earn a 20% discount
on your 2018 medical plan premiums simply by
participating — you do not have to “pass” any tests
to earn this discount. Both you and your covered
spouse (if applicable) must each complete BOTH a
biometric screening and online Health Assessment
within 60 days of your date of hire to earn the
incentive.
If both you and your covered spouse (if applicable)
do not complete the biometric screening and
Health Assessment within 60 days of your date of
hire, you will not receive the discounted medical
plan premiums and will pay the non-discounted
premiums for the remainder of the 2018 plan year.
You will not have the opportunity to receive a
discount on your premiums until the next plan year.
* Please note that Lutech employees and certain collectively bargained
employees are covered by separate medical plans and are not eligible for
the wellness discount. In addition, U.S. employees on an international
assignment are typically required to complete a pre-assignment medical
exam. As a result, international assignees will not be required to
complete the screening or assessment to receive the discount.
WHY COMPLETE A BIOMETRIC
SCREENING AND HEALTH
ASSESSMENT?
A biometric screening and Health
Assessment can help identify major health
risks you may have and encourage healthy
lifestyle habits.
12
How to Complete the Two Steps to Earn a
Wellness Incentive
You and your spouse (if applicable) will need to
complete BOTH a biometric screening, via a Home
Test Kit or by using a CB&I Primary Care Physician
Form, and complete an online Health Assessment
through TotalWellness within 60 days of hire. It is not
necessary to be enrolled in the medical plan to
start the process needed for the 2018 Wellness
Incentive requirements.
Here’s how:
First, go to https://cbi.gototalwellness.com and
follow the on-screen instructions to create an
account. You and your spouse (if applicable) will
each need to create an account.
Biometric Screening
ƒƒ Once the account(s) is created you can select
“Order a Home Test Kit” or complete a CB&I
Primary Care Physician Form.
ƒƒ If you choose to complete a CB&I Primary Care
Physician Form you will be able to print this form
from the TotalWellness website. If you have had a
wellness checkup with your provider within the
last 12 months, you may use the results from that
exam for your biometric screening requirement.
However, your physician will need to complete
and sign the CB&I Primary Care Physician Form.
ƒƒ You can return the completed CB&I Primary
Care Physician Form via fax, email or to the
CB&I-TotalWellness website (accessible via a
computer, tablet or smart phone). If you choose
to have your physician fax the form for you please
follow-up with your physician to make sure the
fax was submitted to TotalWellness.
Please note: Home Test Kits are time sensitive and
need to be ordered as soon as possible to allow time
for mailing and processing.
Health Assessment
ƒƒ The Health Assessment can be accessed from the
site and can be completed at any time.
ƒƒ The information from the Health Assessment will
be automatically uploaded to your TotalWellness
account once your biometric screening is
processed and will replace any self-reported data.
Please note: You do not need to wait until you
receive your Home Test Kit or CB&I Primary Care
Physician Form results to complete the Health
Assessment.
After you and your spouse (if applicable) complete
BOTH the biometric screening and online Health
Assessment, you will receive the discounted
premiums as shown on page 24. The discount
will be effective as soon as administratively possible.
Additional information regarding the biometric
screening and Health Assessment requirements for
both employee and spouse (if applicable) can be
found on the TotalWellness website.
IF YOU TERMINATE EMPLOYMENT
If you complete the requirements to earn
the Wellness Incentive, then terminate
employment with the Company and are
rehired in the same plan year, you will
automatically receive the discounted
premiums upon rehire for the remainder of
the plan year. You do not have to complete
the requirements again to maintain the
incentive.
A Small Investment of Time for Life-Saving
Information
Completing a biometric screening and Health
Assessment requires a relatively small investment
of time for information that could potentially save
your life. Information from these valuable wellness
tools is kept completely confidential, and individually
identifiable health information is not shared with
CB&I. The assessment and screening results can help
you to:
ƒƒ Understand your current health status and specific
health needs;
ƒƒ Learn how to improve your health habits and work
toward health goals; and
ƒƒ Gain insight about managing specific health issues.
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ON-DEMAND MEDICAL ACCESS
WITH TELEHEALTH CONNECTIONS
Need a doctor right away? CB&I has
contracted with Cigna to provide you
with fast access to board-certified doctors,
including pediatricians, via video, phone
conferencing or through email advice.
Use Cigna Telehealth Connections:
ƒƒ For non-emergency medical situations.
ƒƒ When your doctor is not available on your
schedule or it’s inconvenient to leave your
home or office.
ƒƒ For medical consultation or advice while
traveling.
ƒƒ When you need a prescription or a refill.
Examples of common conditions that
can be treated using Cigna Telehealth
Connections include allergies, cold and flu,
fever, ear infections, pink eye, vomiting, etc.
Doctors are available 24/7. When you request
a consultation by phone or online*, the
average callback time is 10 minutes. Your
medical plan’s applicable copay, coinsurance
and deductible apply, as if you were visiting
the doctor’s office.
With Cigna Telehealth Connections,
you have on-demand access to doctors
whenever you need medical advice. To get
started, register by phone or online and
provide your medical history.
For more information, contact Cigna at
1-800-244-6224 or go online to
www.mycigna.com.
* Online access is not available in Iowa, Louisiana or Texas.
HEALTHY CHOICES Benefits to Support a Healthier You

Medical
You can choose from three medical plans, administered by Cigna — two are traditional PPOs, featuring different
copays, deductibles, and out-of-pocket maximums and the third is a high deductible health plan with a Health
Savings Account (HSA).

The following is an overview of how the three plans compare. More detailed information on the CB&I medical
plans is available in the Health & Welfare Summary Plan Description located on the CB&I Benefits Center website
under Resources.

CB&I HEALTH SAVINGS PLAN

WITH HEALTH SAVINGS
CB&I PPO PLAN CB&I VALUE PPO PLAN ACCOUNT (HSA)

Highest premiums but lowest
deductible of all plans.
Lowest premiums, but has the
highest deductible.
Lower premiums but higher annual
deductible than the CB&I PPO Plan.
Unlike the PPO plans, the CB&I Health
Savings Plan annual deductible also
applies to prescription drug expenses.

All medical expenses, excluding
prescription drug expenses,
apply toward the out-of-pocket
maximum. Once your out-of-
pocket maximum is met, the Plan
pays 100% of eligible medical
expenses for the remainder of
the calendar year.
All medical expenses, excluding
prescription drug expenses,
apply toward the out-of-pocket
maximum. Once your out-of-
pocket maximum is met, the Plan
pays 100% of eligible medical
expenses for the remainder of
the calendar year.
All eligible medical and prescription
drug expenses apply toward the
out-of-pocket maximum. Once your
out-of-pocket maximum is met, the
Plan pays 100% of eligible medical
and prescription drug expenses for
the remainder of the calendar year.

The deductible and out-of-
pocket maximum applies to each
covered individual regardless of
which coverage level you choose.
The deductible and out-of-
pocket maximum applies to each
covered individual regardless of
which coverage level you choose.
The individual deductible only applies
to employees with “Employee Only”
coverage. All other coverage levels
must meet the family deductible.
The out-of-pocket maximum applies
to each covered individual regardless
of which coverage level you choose.

Opportunity to participate in Opportunity to participate in Opportunity to open a Health Savings

the Healthcare FSA, a tax-free
account to help pay for eligible
medical expenses. You may also
participate in the Dependent
Care FSA.
the Healthcare FSA, a tax-free
account to help pay for eligible
medical expenses. You may also
participate in the Dependent
Care FSA.
Account (HSA), a tax-free account to
help pay for eligible medical expenses.
Opportunity to participate in the
Limited Purpose FSA to help pay for
eligible dental and vision expenses
only. You may also participate in the
Dependent Care FSA.

ƒƒ Access to quality providers through the Cigna Open Access Plus PPO network.
ƒƒ Freedom to receive care from in-network or out-of-network providers.
ƒƒ In-network preventive care expenses paid at 100%.

14
NON-DUPLICATION OF BENEFITS
The CB&I medical plan contains a non-
duplication of benefits provision. This
provision means that when the CB&I medical
plan is the secondary plan, it will reimburse
only the difference between the primary
plan payment and what our plan would
normally pay.
Since many employer plans now feature
this same provision, those with duplicate
coverage often receive only the coverage
of the better of the two plans involved.
Thus, while you are paying two benefit plan
premiums, you may only actually collect
from one of the plans. Although the decision
is yours, for most people coverage under
only one plan may be the most cost-effective
solution.
15
SPOUSAL SURCHARGE
If your spouse is eligible for other employer-
sponsored medical coverage but chooses
CB&I coverage, you will pay a monthly
surcharge in addition to your medical
plan premium. This does not apply if your
spouse only has access to or gains access to
Medicare or if he or she is also employed by
CB&I. See “Spousal Surcharge” on page 10
for more information.
NEED HELP COMPARING PLANS?
You can access a medical plan comparison
tool on https://benefits.cbi.com to compare
the three medical plan options to determine
which one may best fit the needs of you and
your family.
HEALTHY CHOICES Benefits to Support a Healthier You

The chart below compares coverage under each medical plan. Access www.mycigna.com for more details.

CB&I HEALTH SAVINGS PLAN

CB&I PPO PLAN CB&I VALUE PPO PLAN WITH HSA
PLAN Out-of- Out-of- Out-of-
FEATURES In-Network Network In-Network Network In-Network Network
Annual
Deductible
ƒƒ Individual $ 1,000 $ 2,000 $ 3,000 $ 6,000 $ 1,500 1 $ 3,000 1
ƒƒ Family $ 2,000 $ 4,000 $ 6,000 $ 12,000 $ 3,000 1
$ 6,000 1
Annual
Out-of-Pocket
Maximum2
ƒƒ Individual $ 5,000 $ 10,000 $ 5,000 $ 10,000 $ 6,350 3 $ 12,700 3
ƒƒ Family $ 10,000 $ 20,000 $ 10,000 $ 20,000 $ 12,700 3
$ 25,400 3
Lifetime Unlimited Unlimited Unlimited
Maximum
Benefits Summary
Primary Care $25 copay4 50% of MRC $40 copay4 50% of MRC 80% after 50% of MRC
Provider (PCP) after deductible after deductible deductible after deductible
Visit
MDLive $25 copay4 NA $40 copay4 NA 80% after NA
deductible
Specialist Visit $40 copay4 50% of MRC $60 copay4 50% of MRC 80% after 50% of MRC
after deductible after deductible deductible after deductible
Preventive 100% 50% of MRC 100% 50% of MRC 100% 50% of MRC
Care (includes (no copay) after deductible (no copay) after deductible after deductible
preventive lab
and X-ray
services)
Emergency 80% after deductible 70% after deductible 80% after deductible
Room
Urgent Care $50 copay4 $50 copay4 $70 copay4 $70 copay4 80% after 80% of MRC
deductible after deductible
Outpatient 80% after 50% of MRC 70% after 50% of MRC 80% after 50% of MRC
Services deductible after deductible deductible after deductible deductible after deductible
(includes
diagnostic
lab, X-ray,
surgeon, and
professional
fees)
(continued)
Deductible works differently in that it is non-embedded, which means the individual deductible applies only to “employee only”
1

coverage, whereas the family deductible applies if you have coverage other than “employee only.”
The deductible is included in the out-of-pocket maximum.
2

Individual limits apply for the out-of-pocket maximum in the Health Savings Plan, the same as in the other plans.
3

Under the CB&I PPO Plan and Value PPO Plan, medical plan copays apply toward the out-of-pocket maximum.
4

16
 CB&I HEALTH SAVINGS PLAN
CB&I PPO PLAN CB&I VALUE PPO PLAN WITH HSA
PLAN Out-of- Out-of- Out-of-
FEATURES In-Network Network In-Network Network In-Network Network
Inpatient 80% after 50% of MRC 70% after 50% of MRC 80% after 50% of MRC
Services deductible after deductible deductible after deductible deductible after deductible
(includes lab
and X-ray
services)
Maternity Office visit 50% of MRC Office visit 50% of MRC 80% after 50% of MRC
Care (physician copay for initial after deductible copay for initial after deductible deductible after deductible
prenatal and office visit; all office visit; all
postnatal care) other inpatient other inpatient
services subject services subject
to 80% after to 70% after
deductible deductible
Short-term $25 PCP or $40 50% of MRC $40 PCP or $60 50% of MRC 80% after 50% of MRC
rehabilitation Specialist copay after deductible Specialist copay after deductible deductible after deductible
(includes per visit per visit
chiropractic,
physical,
speech,
cardiac,
pulmonary,
cognitive and
occupational
therapy (up to
40 visits per
calendar year
for all therapies
combined))
Nutritional 100% 50% of MRC 100% 50% of MRC 100% 50% of MRC
Counseling (no copay) after deductible (no copay) after deductible after deductible
HSA
ƒƒ Individual NA NA $350*
ƒƒ Family $700*

* You MUST actively elect the CB&I HSA, even if you choose not to contribute, in order to receive the employer contribution.

17
HEALTHY CHOICES Benefits to Support a Healthier You
WHAT IS A MAXIMUM REIMBURSABLE
CHARGE (MRC)?
When you receive out-of-network medical
care from a doctor or other healthcare
professional, Cigna places a limit to the
amount of money it will reimburse for that
service. For example, your doctor might
charge $100 for treatment, but the most your
Plan will pay is $80. This amount is called
the “maximum reimbursable charge (MRC).”
The provider may bill you for the difference
between the provider’s normal charge and
the Maximum Reimbursable Charge, in
addition to applicable deductibles,
copayments and coinsurance.
Note: Some providers forgive or waive the
cost share obligation (e.g., your copayment,
deductible and/or coinsurance) that this Plan
requires you to pay. Waiver of your required
cost share obligation can jeopardize your
coverage under this Plan.
The Plan contains an anti-assignment
provision. This provision provides that you
and your dependents do not have the right
to alienate, anticipate, commute, pledge,
encumber or assign any of the benefits or
payments which you or your dependents
may expect to receive, contingently or
otherwise, under the Plan. In addition,
benefits under the Chicago Bridge & Iron
Medical Plan may not be assigned,
transferred or in any way made over to
another party by you or your dependents.
Nothing contained in the written description
of the Chicago Bridge & Iron Medical Plan
shall be construed to make the Plan or the
Company liable to any third party to whom
you or your dependents may be liable for
medical care, treatment, or services.
18
Questions About Your Cigna
Coverage?
Get Plan details any time of day. Just call Cigna
toll-free at 1-800-244-6224.
Learn more about the features and advantages
of Cigna coverage, so you can make an informed
choice about your medical plan. Call to speak with
a knowledgeable enrollment specialist for:
ƒƒ Information on specific plans.
ƒƒ Help finding participating doctors and other
healthcare professionals.
ƒƒ Comparisons of all Cigna products and resources
available to you.
This service is limited to providing information only.
You must enroll through the CB&I Benefits
Center to submit your 2018 elections.
NEED HELP LOCATING A CIGNA
PROVIDER?
Here are a few ways to locate a provider in
Cigna’s network:
ƒƒ Over the phone: Call Cigna at
1-800-244-6224 and speak with a
customer service representative.
ƒƒ Online: You can locate a provider by
searching the online provider directory:
–– If you are already a Cigna member,
go to the Cigna member site at
www.mycigna.com.
–– If you are not yet a Cigna member, go
to the general site at www.cigna.com.
–– With your smartphone, using myCigna
Mobile App, available from the App
StoreSM or Google PlayTM.
–– Health Advocate can also assist you in
finding a provider.
 CIGNA THE AFFORDABLE CARE ACT AND
1-800-244-6224
YOUR MEDICAL COVERAGE
The Affordable Care Act (ACA), or “Health
www.mycigna.com
Care Reform,” requires you to enroll in
myCigna Mobile App: Minimum Essential Coverage for yourself
App StoreSM or Google PlayTM and each of your family members. This is
known as the “individual mandate.” If you
don’t have this coverage, you will pay a
tax penalty.
The CB&I medical plans meet the
requirements of ACA, but you may find
other coverage outside the Company,
through the Health Insurance Marketplace
or your spouse’s employer, that better
meets your family’s needs. You are not likely
to receive a federal subsidy for coverage
through the Health Insurance Marketplace,
but that determination depends on your
household income.
Visit the Federal government website,
www.healthcare.gov, for answers to your
questions about Health Care Reform
and your state’s online Health Insurance
Marketplace. You can also learn more
about the individual mandate in an Internal
Revenue Service FAQ at http://www.irs.gov/
uac/Questions-and-Answers-on-the-
Individual-Shared-Responsibility-Provision.

19
HEALTHY CHOICES Benefits to Support a Healthier You
Prescription Drug
If you enroll in any of the CB&I medical plans,
you will automatically receive prescription drug
coverage through OptumRx, our prescription drug
administrator. This coverage allows you to receive
prescription drugs by paying a copay or coinsurance.
OPTUMRX
1-855-241-5343
Manage your prescriptions online at
www.optumrx.com
OptumRx Mobile App:
App StoreSM or Google PlayTM
When your prescription is filled at one of OptumRx’s
64,000 network pharmacies nationwide, and you
present your OptumRx ID card, the cost for your
prescriptions will depend on whether your
prescription drug is a generic, formulary or a non-
formulary brand-name drug. The cost is also based
on whether you purchase your prescription drug
through the OptumRx network of retail pharmacies
or OptumRx Home Delivery.
20
WHAT IS THE DIFFERENCE BETWEEN
GENERIC, FORMULARY AND
NON-FORMULARY DRUGS?
A generic drug is a drug product that
is comparable to a brand listed drug
product in dosage form, strength, route of
administration, quality and performance
characteristics, and intended use. Generic
drugs can provide the same benefits as
their brand-name equivalent at a fraction
of the cost.
A formulary drug is a drug that is on the
OptumRx preferred drug list or “formulary.”
A formulary is a list of covered drugs
selected by the Plan in consultation with
a team of healthcare providers, which
represents the prescription therapies
believed to be a necessary part of a quality
treatment program.
Non-formulary drugs are drugs that do
not fall into the categories above and, while
covered, generally come at a higher cost.
Your cost for each drug category is shown below. More detailed information on the Prescription Drug
program is available in the Health & Welfare Summary Plan Description located on the CB&I Benefits Center
website under Resources.

PRESCRIPTION DRUG1 (administered by OptumRx)

CB&I PPO PLAN CB&I VALUE PPO PLAN CB&I HEALTH SAVINGS PLAN
Retail Mail or Retail Retail Mail or Retail Retail Mail or Retail
PLAN (up to 30-day (up to 90-day (up to 30-day (up to 90-day (up to 30-day (up to 90-day
FEATURES supply) supply) supply) supply) supply) supply)
Annual
Deductible
ƒƒ Individual $0 $0 $0 $0 $1,5002 $1,5002
ƒƒ Family $0 $0 $0 $0 $3,0002 $3,0002
Combined with Combined with
Medical Medical
Generic $10 $25 $10 $25 20% after 20% after
deductible deductible
Formulary 20% 20% 30% 30% 20% after 20% after
($25 min/ ($63 min/ ($35 min/ ($88 min/ deductible deductible
$75 max) $188 max) $105 max) $263 max)
Non- 40% 40% 50% 50% 20% after 20% after
Formulary ($50 min/ ($125 min/ ($70 min/ ($175 min/ deductible deductible
$150 max) $375 max) $210 max) $525 max)
Specialty/ 40% ($50 min/$150 max) 50% ($70 min/$210 max) 20% after deductible
Biotech
(30-day supply
only)
Annual
Out-of-Pocket
Maximum4
ƒƒ Individual $1,850 $1,850 $ 6,350 3
ƒƒ Family $3,700 $3,700 $ 12,700 3
Combined with Medical
Prescriptions filled at an out-of-network pharmacy are reimbursed at the discounted network price. Members may be responsible for any difference.
1

Deductible works differently in that it is non-embedded, which means the individual deductible applies only to “employee only” coverage, whereas the
2

family deductible applies if you have coverage other than “employee only.”
Individual limits apply for the out-of-pocket maximum in the Health Savings Plan, the same as in the other plans.
3

All covered prescription drug copays and coinsurance apply to the prescription drug out-of-pocket maximum.
4

USE A GENERIC WHEN AVAILABLE

Generic drugs have the same active ingredients as brand-name drugs but may cost up to 80 percent
less. As a result, the Plan requires you to use generic drugs whenever possible. If a generic drug is
available and you or your physician choose to use a brand-name drug, you will be required to pay
the applicable brand-name cost, plus the difference in cost between the brand-name drug and the
generic alternative. Please note: This penalty amount will not apply to the out-of-pocket maximum.
(If a generic is not available, you will pay the brand-name cost only.)

21
HEALTHY CHOICES Benefits to Support a Healthier You

If you are enrolled in the CB&I PPO or FULL COVERAGE FOR CERTAIN
Value PPO Plans, if the actual, undiscounted PREVENTIVE MEDICATIONS
cost of your prescription is less than the All of our prescription drug plans include
generic copay or formulary/non-formulary 100% coverage for certain preventive
minimums, you will only be responsible for prescription drugs, such as certain
the actual cost of the drug. For example, if immunizations, smoking cessation aids,
the actual cost of your generic medication contraceptives, breast cancer prevention and
is $5, you will pay only $5, not the $10 bowel preparation drugs, when purchased
generic copay. in-network. For more information on
preventive drugs covered by our prescription
drug plans, see www.optumrx.com.
MANAGE YOUR PRESCRIPTIONS
ONLINE
Once you are enrolled for medical coverage,
you will have access to www.optumrx.com,
your personal prescription management
tool, which allows you to view your
medication history, look up in-network
pharmacies, learn more about your
medications, determine the cost of a drug
before you arrive at the pharmacy, and
keep a journal of medications.
On the go? You can also download the
OptumRx Mobile App from the App StoreSM,
Google PlayTM or BlackBerry® WorldTM to
view medication history, locate participating
pharmacies, compare drug costs, find
lower-cost alternatives, learn about drug
side effects, and more!

22
Maintenance Medications
Prescription drugs that your doctor requires you to
take on a regular basis for chronic conditions are
considered “maintenance” medications. Examples
include medication prescribed for the treatment of
long-term or chronic conditions such as diabetes,
arthritis, high blood pressure, heart conditions, etc.
If you are prescribed maintenance medication,
you are required to receive a 90-day supply
either at an OptumRx network retail pharmacy
or through OptumRx Home Delivery for the
medication to be covered under the Plan. You
can obtain two 30-day prescription fills of your
maintenance medications (original fill and one refill).
After your second 30-day fill, you will receive a letter
from OptumRx notifying you of the requirement to
move to a 90-day supply.
If you do not move to a 90-day supply after the
second 30-day fill, you will no longer have coverage
for that 30-day supply and will be required to pay
the full, discounted cost of the prescription. This full
discounted cost will not apply to the deductible (if
you are enrolled in the Health Savings Plan) or the
out-of-pocket maximum (under all of the medical
plan options).
23
Specialty Medication
If your physician has prescribed certain specialty
medication for you or a covered family member,
you will need to have the prescription filled through
OptumRx’s Specialty Pharmacy, BriovaRx. You may
access this service through www.BriovaRx.com
(member services/specialty pharmacy) or by calling
1-855-4BRIOVA (1-855-427-4682).
Contact OptumRx for more information or to
see if a medication may be subject to one of
these programs.
Utilization Management Program
In an ongoing effort to effectively manage your
prescription drug benefits, the prescription drug
benefit uses utilization management programs,
which include prior authorization; quantity level
limits; and step therapy.
Utilization management programs ensure the safe
and appropriate use of certain drugs. OptumRx
provides clinical review of these drugs with criteria
based upon established national clinical guidelines,
standards of care, and FDA-approved dosing
regimens.
You can check whether utilization management
applies to a specific drug by contacting OptumRx
Member Services at 1-855-241-5343.
HEALTHY CHOICES Benefits to Support a Healthier You

Medical Premiums (Including Prescription Drug Plan)

The following charts show your pre-tax premiums for our CB&I medical plans — with and without the 20%
wellness incentive. For more about the CB&I Wellness Incentive Program, see page 12.

Medical and Prescription Drug Coverage

CB&I Value PPO Plan

WEEKLY MONTHLY ANNUALLY
COVERAGE TIER 20% discount No discount 20% discount No discount 20% discount No discount
Employee Only $15.93 $19.85 $69.00 $86.00 $828.00 $1,032.00
Employee + Spouse $33.69 $42.00 $146.00 $182.00 $1,752.00 $2,184.00
Employee + Child(ren) $28.16 $35.08 $122.00 $152.00 $1,464.00 $1,824.00
Family $48.00 $60.00 $208.00 $260.00 $2,496.00 $3,120.00

CB&I Health Savings Plan

WEEKLY MONTHLY ANNUALLY
COVERAGE TIER 20% discount No discount 20% discount No discount 20% discount No discount
Employee Only $22.85 $28.62 $99.00 $124.00 $1,188.00 $1,488.00
Employee + Spouse $48.00 $60.00 $208.00 $260.00 $2,496.00 $3,120.00
Employee + Child(ren) $39.93 $49.85 $173.00 $216.00 $2,076.00 $2,592.00
Family $63.93 $79.85 $277.00 $346.00 $3,324.00 $4,152.00

CB&I PPO Plan

WEEKLY MONTHLY ANNUALLY
COVERAGE TIER 20% discount No discount 20% discount No discount 20% discount No discount
Employee Only $54.92 $68.54 $238.00 $297.00 $2,856.00 $3,564.00
Employee + Spouse $115.15 $144.00 $499.00 $624.00 $5,988.00 $7,488.00
Employee + Child(ren) $96.00 $120.00 $416.00 $520.00 $4,992.00 $6,240.00
Family $164.30 $205.38 $712.00 $890.00 $8,544.00 $10,680.00

24
Health Savings Account
(HSA) — Tax-Free Savings
for You
If you enroll in the CB&I Health Savings Plan and elect
the HSA, you receive a tax-free Company contribution
in a Health Savings Account (HSA) that you can use
to pay for eligible healthcare expenses — including
medical, prescription drug, dental, orthodontia, and
vision expenses.
CONNECT YOUR CARE (CYC)
1-877-292-4040
www.connectyourcare.com
CYC Mobile App:
App StoreSM or Google PlayTM
What is an HSA?
An HSA is like a 401(k) for healthcare. HSAs are
tax-advantaged accounts that accumulate interest
and can earn investment returns. The funds can be
used to pay for qualified medical expenses today or
can be saved for future expenses. It is owned by you,
is 100% vested from day one, and lets you build up
savings for future needs.
Who Is Eligible
While all employees are eligible to enroll in the
CB&I Health Savings Plan, certain individuals are not
eligible for an HSA. You are not eligible for an HSA if
you fall into any of the following categories:
ƒƒ You are enrolled in another medical plan (e.g.,
your spouse’s plan), unless it is also a qualified
high deductible health plan. (However, you must
be enrolled in the CB&I Health Savings Plan and
elect the HSA to receive Company contributions
and make pre-tax contributions through payroll
deductions.)
ƒƒ If you were enrolled in a Health Care Flexible
Spending Account in the same plan year.
25
ƒƒ You are enrolled in Medicare (Part A or Part B).*
ƒƒ You are eligible to be claimed as a dependent on
another individual’s tax return.
ƒƒ You are not a U.S. resident or you are a resident of
American Samoa.
ƒƒ You are active in the military.
* If you have an existing HSA and enroll in Medicare, you may continue to
draw on your HSA funds, but may no longer contribute to your account.
Call the CB&I Benefits Center no later than the month you turn age 65 to
cancel your contributions.
YOUR HSA ACCOUNT REQUIRES A
PHYSICAL ADDRESS
Upon your enrollment in the Health Savings
Plan, an HSA will automatically be opened
on your behalf with HSA Bank. HSA accounts
can only be opened with a physical address.
If you currently use a P.O. box as your
primary address, you will need to give
Connect Your Care a physical address before
the funds in your account can be utilized.
WHY CONSIDER THE CB&I HEALTH
SAVINGS PLAN WITH HSA?
The CB&I Health Savings Plan has an added
advantage not possible with other CB&I
medical plan options — a tax-advantaged
Health Savings Account (HSA) administered
by HSA Bank.
Triple Tax Advantage
Not only can your HSA grow over time, but it
also saves you money on taxes three ways:
ƒƒ Contributions are tax-free.
ƒƒ Earnings are tax-free.
ƒƒ You don’t pay taxes on the money when
you spend it as long as it’s for eligible
healthcare expenses.
HEALTHY CHOICES Benefits to Support a Healthier You

Make Tax-Free Contributions

Once your account is open, you and CB&I both
contribute to your HSA tax-free:
ƒƒ CB&I contributes to your account ($350 individual/
$700 family) after you enroll in the Health Savings
Plan and elect the HSA. You may access the funds
once they are deposited into your account.
ƒƒ You have the option to contribute pre-tax to your
account, up to the following IRS limits for 2018:
–– $3,450 (Employee only coverage);
–– $6,900 (Employee plus any dependent(s)); and
–– $1,000 “catch-up” contribution, for participants
age 55 or older.
ƒƒ Your contributions are taken out of your paycheck
tax-free, in equal amounts during the year. You can
start, stop or change your contributions at any time
regardless of whether you have a qualified status
change. Any changes to your contributions will
take effect as soon as administratively possible,
typically the first or the second pay period
following the date you submit the request.
ƒƒ Depending on where you live, contributions to the
HSA may be subject to state and/or local tax.
Keep in mind that CB&I’s contribution to your HSA
counts toward these limits, as do any contributions
you have already made to an HSA (through another
employer’s medical plan, for example).
You MUST actively elect the CB&I HSA, even
if you choose not to contribute, in order to
receive the employer contribution.
The CB&I Benefits Center website,
https://benefits.cbi.com, features a Savings
Account Estimator that can help you
estimate how much you may want to
contribute to an HSA.
YOUR HSA AND QUALIFYING
STATUS CHANGES
If you are enrolled in the CB&I Health Savings
Plan and change from Employee only
coverage to Employee plus dependents
coverage after your New Hire Enrollment
period, CB&I will not provide additional
contributions for family coverage.
Decide How to Spend Your Money
You can use your HSA money to pay for qualified
medical, dental, vision, and prescription drug
expenses, including your annual deductible.
You can also use your HSA funds for other purposes.
However, if you use the money in your HSA for
ineligible expenses, you will be taxed on the money
used for those expenses and could possibly incur a
penalty from the IRS.
Pay for Qualified Expenses
To use your HSA to pay for eligible healthcare
expenses, you can:
ƒƒ Use your HSA debit card from Connect Your
Care to pay for services when you receive them.
ƒƒ Use your HSA to pay eligible healthcare bills
through the online bill payment service on
www.connectyourcare.com.
ƒƒ Write an HSA check to the provider or to yourself
(if you have an HSA checkbook).
ƒƒ Reimburse yourself for qualified expenses paid
out-of-pocket via direct deposit from your HSA
into a designated account.

26
You can make payments or withdrawals from
your HSA only up to your current account
balance. Note that you must keep your own records
of qualified expenses — you don’t submit claims
documentation to HSA Bank.
Or, you can pay for qualified expenses yourself,
save and invest your HSA funds, and use the money
for future healthcare expenses, such as retiree
medical costs.
Save It, Invest It, Take It With You
The money in your HSA account is yours to keep:
ƒƒ You can leave funds in your account to earn
interest tax-free.
ƒƒ When your HSA balance reaches a certain level,
you have the option to invest a portion of your
HSA money in a wide array of mutual fund options.
You can use your investment money to pay for
current or future expenses.
ƒƒ There is no “use it or lose it” rule so the money in
your HSA account rolls over year to year.
ƒƒ The HSA is portable, so if you leave CB&I, you can
take it with you.
Using Your Online Account
To start, simply log in to www.connectyourcare.com.
ƒƒ Select the log in link from the upper right-hand
corner.
ƒƒ Sign in with your user name and password.
ƒƒ If it is your first time visiting the site, choose
New User Registration to select your name
and password.
Your online account puts account information
and health education tools at your fingertips.
Online account features allow you to easily:
ƒƒ Get account balance.
ƒƒ View payment card charges.
ƒƒ View HSA interest payment.
ƒƒ Enter a request for withdrawal.
ƒƒ View withdrawal requests.
ƒƒ Manage HSA investments.
ƒƒ Read important messages.
ƒƒ View reimbursement schedule.
ƒƒ Access tips & tools from WebMD.
ƒƒ Find answers to frequently asked questions.

ROLLOVERS FROM OTHER HSA

ACCOUNTS
You can rollover funds from another
qualified HSA into the CB&I HSA. Rollovers
into your HSA must be completed within
60 days of the date you receive the
distribution from the other HSA. Contact
Connect Your Care at 1-877-292-4040 for
more information.

27
HEALTHY CHOICES Benefits to Support a Healthier You
Flexible Spending
Accounts (FSAs)
Flexible Spending Account (FSA) programs let you
set aside pre-tax dollars to pay for eligible healthcare
and/or dependent care expenses.
Each year, you can choose to participate in the
following spending accounts:
ƒƒ The Healthcare FSA reimburses you for eligible
healthcare costs incurred by you or your family
members that are not paid by any other health
insurance or coverage. The Healthcare FSA is
available to CB&I PPO Plan and CB&I Value PPO
Plan participants, or employees who waive
medical plan coverage.
ƒƒ The Limited Purpose FSA reimburses you for
eligible out-of-pocket dental and vision expenses.
The Limited Purpose FSA is available to CB&I Health
Savings Plan participants only.
ƒƒ The Dependent Day Care FSA reimburses you
for certain day care expenses for children and
dependent adults.
DISCOVERY BENEFITS
1-866-451-3399
www.discoverybenefits.com
Discovery Benefits Mobile App:
App StoreSM or Google PlayTM
Discovery Benefits is the administrator for CB&I’s
Healthcare, Limited Purpose, and Dependent Day
Care FSAs. For more information about how these
accounts can work for you, view the Tax-Saving
Accounts at a Glance chart on page 30 or refer
to the Health & Welfare SPD in Resources at
https://benefits.cbi.com.
28
FSA DEBIT CARD
You can pay FSA expenses with the debit
card you receive from Discovery Benefits,
or you can pay out of your pocket and file
a claim for reimbursement later. Be sure to
keep bills and receipts in case you have to
verify that any expenses are eligible.
ESTIMATING YOUR EXPENSES
The FSAs are “use it or lose it,” which means
account balances do not roll over from year
to year and you cannot be reimbursed any
unused funds. You should try to predict
as closely as possible how much you will
actually spend during the year. To help you
do this, you can use the Savings Account
Estimator available on the CB&I Benefits
Center website at https://benefits.cbi.com.
FOR DETAILS ON FSA QUALIFIED
EXPENSES
See the following publications available on
the IRS website, www.irs.gov, for details on
FSAs:
ƒƒ IRS Publication 502: For qualified
healthcare expenses.
ƒƒ IRS Publication 503: For qualified expenses
for child and dependent care.
When Documentation is Not Needed
Debit card transactions will be substantiated
automatically, without additional paperwork, if
they are copays under CB&I healthcare coverages
or recurring transactions that match the provider
and dollar amount exactly for previously approved
transactions (for example, orthodontia claims or
maintenance prescription drugs).
Plan Year Closing
Discovery Benefits performs an FSA plan closing
process following the end of each plan year. During
plan closing, Discovery Benefits reviews all FSA
account credits, debits and repayments and ensures
that the plan complies with IRS regulations. Plan
closing occurs shortly after the March 31 deadline
for filing claims.
You may receive a notice during and/or following the
end of the plan year that you have unsubstantiated
claims from your FSA. These are typically for expenses
paid using your FSA debit card. You must provide
documentation to substantiate those claims (for
example, a receipt, bill/statement or explanation of
benefits). If you do not substantiate the claims, they
become taxable and will be subtracted from your
pay on an after-tax basis and returned to the plan
to offset plan expenses after the plan year closing.
29
When Documentation is Needed
The IRS requires you to submit documentation for
expenses reimbursed with your FSA debit card at
healthcare-related merchants such as doctor and
dental offices, hospitals, vision stores and some
pharmacies or drug stores. Debit card transactions
that do not meet the criteria listed above will need
additional documentation to be substantiated. In
these cases:
ƒƒ You will receive reminders until you provide the
correct documentation.
ƒƒ If documentation has not been received and
processed within 120 days of the debit card
transaction, your debit card will be temporarily
deactivated until you either:
–– Pay the unsubstantiated amount back into
your FSA via payment to Discovery Benefits; or
–– Offset the ineligible amount with
documentation for other eligible expenses
incurred within the same plan year.
Your FSA debit card will be reactivated when
the appropriate documentation or repayment
is received.
The amount you elect to contribute to an
FSA is divided by the number of pay periods
in a calendar year (26 pay periods for salaried
employees and 52 pay periods for eligible
hourly employees), or by the number of pay
periods left in the year. If your goal amount
is not equally divisible by the number of pay
periods, your actual contributions may be
slightly different than your goal amount.
HEALTHY CHOICES
Tax-Saving Accounts at a Glance
The following chart will help illustrate how the HSA, Healthcare FSA, Limited Purpose FSA and Dependent Day Care
FSA differ from one another:
QUESTION
Which medical plan
do I enroll in to
access it?*
Are contributions
tax-free?
Who contributes?
What does CB&I
contribute?
What are 2018
maximum annual
contributions?
When can I start
using the account?
Can I use money for
ineligible expenses?
Do I lose unspent
money at the end
of the year?
Can I take my
account with me
if I leave CB&I?
* You do not need to be enrolled in a medical plan to access an HCFSA or a DCFSA.
** You MUST actively elect the CB&I HSA, even if you choose not to contribute, in order to receive the employer contribution.
Benefits to Support a Healthier You
HEALTHCARE FLEXIBLE LIMITED PURPOSE DEPENDENT
HEALTH SAVINGS SPENDING ACCOUNT FLEXIBLE SPENDING DAY CARE
ACCOUNT (HSA) (HCFSA) ACCOUNT (LPFSA) FSA (DCFSA)
The CB&I Health Savings The CB&I PPO Plan or the The CB&I Health Savings Available
Plan CB&I Value PPO Plan Plan to all Plan
participants
Yes Yes Yes Yes
You and CB&I You You You
$350** (Employee only $0 $0 $0
coverage)
$700** (Employee plus any
dependent(s))
Totals for employee and $2,650 $2,650 $5,000
Company contributions:
ƒƒ $3,450 (Employee only
coverage)
ƒƒ $6,900 (Employee plus
any dependent(s))
ƒƒ Additional $1,000 if age
55+ and not enrolled in
Medicare
Employee contributions Employee contributions do Employee contributions do Employee
must accumulate in the not need to accumulate in not need to accumulate in contributions
account before using. the account before using. the account before using. must
accumulate in
Employer contributions Your contributions will Your contributions will
the account
will be available as soon as be available as soon as be available as soon as
before using.
administratively possible administratively possible administratively possible
upon enrollment in the upon enrollment in the upon enrollment in the
CB&I Health Savings Plan or Healthcare FSA or on Limited Purpose FSA or
in early January, if enrolling January 1, if enrolling on January 1, if enrolling
during Open Enrollment during Open Enrollment during Open Enrollment
for the following plan year. for the following plan year. for the following plan year.
Yes, but money is subject No No — must use account No
to taxes and penalties. for eligible dental and
vision expenses only.
No, your money carries Yes Yes Yes
over year to year.
Yes No No No
30
Employee Assistance
Program (EAP)
If you find you need help dealing with an issue that You and your family can access the EAP to receive
is affecting your personal and/or work life, call the free, confidential assistance for a wide range of issues,
Employee Assistance Program (EAP). You and all such as:
members of your household are eligible for the EAP, ƒƒ Emotional, personal, and stress-related concerns
even if you are not enrolled in the CB&I medical plan.
ƒƒ Marriage, family, and relationship problems
ƒƒ Child care and elder care referrals
CIGNA BEHAVIORAL HEALTH ƒƒ Legal questions
1-800-527-5939 ƒƒ Chemical dependency
www.cignabehavioral.com
Please note that all requests and services received
(Employer ID is CBI)
through the EAP are confidential. The EAP provider
myCigna Mobile App: will not share your information with the Company
App StoreSM or Google PlayTM without your permission or unless required by law
(e.g., for child or elder abuse, or in a life-threatening
situation).
EAP counselors are available 24 hours a day, 365 days
a year. They can provide initial assessments, referrals,
and short-term therapy. For longer-term care, the
counselors will refer you to an appropriate provider,
and your medical plan may help cover some of
the costs.

31
HEALTHY CHOICES Benefits to Support a Healthier You
Wellness
Good health is not just about getting well — it’s
about staying well, by making healthy lifestyle
choices, such as getting regular exercise, eating
right and managing chronic conditions. CB&I offers
several wellness resources to help you take charge
of your health.
Cigna’s Chronic Condition Program —
Your Health First
Your Health First provides holistic coaching support
for individuals with chronic conditions.
ƒƒ Asthma
ƒƒ Low back pain
ƒƒ Diabetes
ƒƒ Heart disease
ƒƒ Coronary obstructive pulmonary disease (COPD)
ƒƒ Congestive heart failure
ƒƒ Depression
ƒƒ Osteoarthritis
ƒƒ Peripheral arterial disease
ƒƒ Weight complications
You will receive a call from Cigna if you or a covered
family member is eligible to participate in the
program. Cigna will also mail additional information
on program resources. Enrollment in the Your Health
First program is voluntary.
Your Health First can help you learn new skills to take
control of your health. If you elect to participate in
the program, you will receive educational phone calls,
and health coaching either telephonically or online
through www.mycigna.com. You can learn about
the latest tests and treatments and how lifestyle
modifications may help you better manage your
condition. The program can help you work more
effectively with your doctor and other healthcare
providers to optimize treatment.
32
Please note that all information shared with
Cigna is fully HIPAA protected and will not
be disclosed to CB&I except in accordance
with the terms and procedures outlined by
federal law.
Cigna Healthy Rewards Program
When you enroll in a Cigna medical plan, you can
also take advantage of the Cigna Healthy Rewards
Program, which provides valuable discounts on
services and products to enhance your health and
well-being. You and your family can save up to
60% on:
ƒƒ Massage therapy
ƒƒ Fitness club memberships
ƒƒ Weight management and nutrition
ƒƒ Tobacco cessation
ƒƒ Healthy lifestyle products (e.g., books,
subscriptions)
ƒƒ Vitamins and herbal supplements
Discounts are available from participating Healthy
Rewards providers. To find participating providers
near you, go to www.mycigna.com and look under
the “Review My Coverage” tab or call 1-800-870-3470.
To receive the provider’s reduced fee, be sure to
present your Cigna medical ID card at the time of
service. There are no referrals necessary and no claim
forms to file. You and your covered family members
can use these discounts as often as you like and
there are no annual limits.
Healthy Babies Healthy Pregnancy
Program CIGNA
Available to expectant mothers enrolled in a CB&I To locate a dentist in your area:
medical plan, the Healthy Babies Healthy Pregnancy 1-888-DENTAL8
program is designed to help babies get the best Dental claims assistance:
possible start in life. The program provides unlimited 1-800-244-6224
access to OB nurses who can help:
www.mycigna.com
ƒƒ Identify any potential risks early
myCigna Mobile App:
ƒƒ Coordinate appropriate care App StoreSM or Google PlayTM
ƒƒ Provide coaching and support for women who are
preparing for pregnancy or are currently pregnant
While you do receive benefits if you seek dental care
Expectant mothers also receive specialized
from an out-of-network dentist, Cigna will only pay
mailings and ongoing assessments to prevent and
up to the maximum reimbursable charge (MRC) —
manage complications associated with pregnancy.
and you may be responsible for filing your claims.
Participants who complete the program are eligible
to receive an incentive of $400 if enrolled by the end
of their first trimester or $200 if enrolled by the end SEARCH CIGNA’S NETWORK
of their second trimester. A dependent child may DIRECTORY
participate in the Healthy Pregnancies Healthy Babies
Cigna makes it easy for you to make more
program, but is not eligible to receive the incentive,
informed decisions when selecting a dentist.
nor can the Employee receive the incentive on behalf
Cigna’s Dental PPO network is made up of
of the dependent child. Call 1-800-615-2906 to enroll.
148,000 unique dentists available at 384,000
locations. These participating dentists are
Dental consolidated into one directory that you can
easily search online at www.mycigna.com
Dental coverage is an important part of your overall
(or www.cigna.com, if you are not already a
health benefits at CB&I. The Cigna Dental Plan covers
Cigna member).
a variety of dental care — preventive, basic, and
major — as well as orthodontia for dependents The online dental directory is designed to
up to the age of 19. help you identify the most cost-effective
dentists based on historical claims data and
With the Cigna Dental Plan, you have the freedom current fee schedules. You can also obtain
to choose any provider you wish and still receive personalized out-of-pocket cost estimates
benefits. While you can receive care from any dentist, for over 400 common dental procedures
it is important to remember that dentists who are and treatments.
in the Cigna PPO network have agreed to charge
negotiated rates.

33
HEALTHY CHOICES Benefits to Support a Healthier You

Below is a summary of coverage. More detailed information on the CB&I Dental Plan is available in the Health &
Welfare Summary Plan Description located on the CB&I Benefits Center website under Resources.

CIGNA DENTAL

TYPE OF SERVICE COVERAGE

Calendar Year Deductible (applies to basic and major services only)

ƒƒ Individual $50
ƒƒ Family $150

Annual Maximum $1,500 per person

Preventive Services (exams, cleanings, X-rays) 100% (no deductible)

Basic Restorative Services (fillings, simple extractions) 80% after deductible*

Endodontics (root canals) 80% after deductible*

Periodontics (treatment related to gum disease) 80% after deductible*

Oral Surgery (simple or complex) 80% after deductible*

Major Restorative Services (implants, crowns, dentures, bridges) 50% after deductible*

Orthodontia Services (limited to covered dependents to the age of 19) 50% coverage

Orthodontia Lifetime Maximum (limited to covered dependents to the age of 19) $1,500
* Up to the maximum reimbursable charge.

Dental Premiums
The following chart shows your pre-tax premiums for the Cigna Dental PPO Plan.

COVERAGE TIER WEEKLY MONTHLY ANNUALLY

Employee Only $ 3.50 $ 15.15 $ 181.80

Employee + Spouse $ 6.99 $ 30.30 $ 363.60

Employee + Child(ren) $ 8.88 $ 38.48 $ 461.76

Family $ 13.98 $ 60.59 $ 727.08

34
Vision
CB&I offers a voluntary vision plan through VSP. You
may obtain a list of network providers, benefits, and VSP
eligibility information through the VSP website at 1-800-877-7195
www.vsp.com or by calling 1-800-877-7195.
www.vsp.com
Below is a summary of vision coverage. More
detailed information on the CB&I Vision Plan is available
in the Health & Welfare Summary Plan Description located on the CB&I Benefits Center website under Resources.

VSP VISION

BENEFIT IN-NETWORK OUT-OF-NETWORK

Eye Exam 12 months

Prescription Lenses 12 months

Contact Lenses (in lieu of 12 months

prescription lenses)

Frames 12 months (dependents under 18); 24 months (over 18)

Copays

Exam and Materials $10 exam; $25 materials $10 exam; $25 materials

Benefits

Eye Exam Covered in full Up to $50

Single Vision Lenses Covered in full Up to $50

Lined Bifocal Lenses Covered in full Up to $75

Lined Trifocal Lenses Covered in full Up to $100

Lenticular Lenses Covered in full Up to $125

Frames 100%, up to $190 Up to $70

Contacts — Elective (in lieu of 100%, up to $170 Up to $105

prescription lenses)

Contacts — Medically Necessary 100% Up to $210

(continued)

35
HEALTHY CHOICES Benefits to Support a Healthier You

VSP VISION

Extra Savings and Discounts (In-Network)

Contact Lens Exam (fitting and 15% discount

evaluation)

Glasses and Sunglasses 30% off additional glasses or sunglasses, including lens options, from the
same VSP doctor on the same day as your WellVision exam, or get 20%
off from any VSP doctor within 12 months of your last WellVision Exam

Retinal Screening Guaranteed pricing on retinal screenings as an enhancement to your

WellVision Exam

Laser Vision Correction Average 15% off regular price or 5% off promotional price from
contracted facility

Diabetic Eyecare Plus Program $20 copay (in-network only) for services related to diabetic eye disease,
glaucoma and age-related macular degeneration (AMD). Includes a
retinal screening for eligible members with diabetes. Limitations and
coordination with medical coverage may apply.

VSP Safety Plan

ABOUT ID CARDS
The VSP Safety Plan has several benefits:
VSP will not send you an ID card, nor do you
ƒƒ Members may see any VSP doctor (Note: not all
VSP providers have ANSI-certified safety frames require one to see a network provider. If you
in office). choose to see an out-of-network provider,
you will be responsible for filing a claim for
ƒƒ Prescription standard plastic or glass lenses
reimbursement.
(single vision, lined bifocal, lined trifocal and
tints/photochromics) are covered once every
calendar year, after a $10 copay.
ƒƒ Lenses are tested and certified to meet current
ANSI and OSHA standards for impact protection.
ƒƒ A $100 frame allowance (once every other
calendar year) is provided for safety frames.
Members pay out-of-pocket for amounts
exceeding the allowance.

36
Vision Premiums
The following chart shows your pre-tax premiums for vision coverage.

COVERAGE TIER WEEKLY MONTHLY ANNUALLY

Employee Only $ 2.01 $ 8.70 $ 104.40

Employee + Spouse $ 3.21 $ 13.92 $ 167.04

Employee + Child(ren) $ 3.28 $ 14.22 $ 170.64

Family $ 5.29 $ 22.92 $ 275.04

For the safety glasses buy-up, add the following amounts to the rates shown above:

COVERAGE TIER WEEKLY MONTHLY ANNUALLY

VSP Safety Plan $ 0.28 $ 1.22 $ 14.64

TRUHEARING® HEARING AID DISCOUNT PROGRAM

The Plan also offers discounts on digital hearing aids and hearing services through TruHearing. The
TruHearing MemberPlus program includes:
ƒƒ Savings of up to 50% on hearing aids.
ƒƒ Yearly comprehensive hearing exams for $75.
ƒƒ Three visits with a hearing professional after hearing aid purchase.
ƒƒ Manufacturer’s coverage for a one-time loss or damage for three years (replacement fee paid to
manufacturer).
ƒƒ Three-year hearing aid repair warranty.
ƒƒ 48 batteries per hearing aid.
To take advantage of the TruHearing discounts,sign up at vsp.truhearing.com or call TruHearing at
1-877-396-7194.

37
HEALTHY CHOICES Benefits to Support a Healthier You

Disability, Life and AD&D Insurance

Benefit Overview

BENEFIT BENEFIT AMOUNT

Short-Term Disability

Employee If you are unable to work due to an illness or injury not connected to your
employment, you may receive up to 26 weeks of STD benefits that replace 60% of
your base pay (up to $3,000 per week). You have the option to elect STD coverage
through employee-paid premiums.

Long-Term Disability

Employee You have the option to elect LTD coverage through employee-paid premiums. The
benefit provides up to 60% of your base pay (up to $5,000 per month) once you have
been disabled for six months.

Basic Life & Accidental Death & Dismemberment (AD&D) Insurance

Employee Company provides 1x your current annual base pay, up to $750,000 maximum for
Basic Life and AD&D insurance.

Optional Life Insurance

Employee 1x to 5x your current annual base pay, up to a maximum of $2,000,000.

Spouse Purchase up to 100% of employee life insurance amount in increments of $5,000,

up to a maximum of $100,000, not to exceed the employee’s basic and optional life
insurance combined.

Dependent Child(ren) ƒƒ $5,000 per child

ƒƒ $10,000 per child
Not to exceed the combined total of the employee’s basic and optional life
insurance.

Optional AD&D Insurance

Employee 1x to 5x your current annual base pay, up to a maximum of $2,000,000.

Employee + Family Based on the optional employee coverage amount elected, if you elect family
coverage, the spouse and child(ren) benefit is as follows:
ƒƒ Spouse only — 60% of employee coverage amount.
ƒƒ Child(ren) only — 20% of employee coverage amount, up to $25,000 per child.
ƒƒ Spouse and child(ren) — 50% of employee coverage amount for your spouse and
10% of employee coverage amount, up to $25,000 per child.

Travel Accident

Employee Up to 5x your annual base pay (up to a maximum of $750,000) in the event of
accidental death while traveling on Company business.

38
You and/or your dependent cannot be covered as
both an employee and a dependent under the Plan. PRUDENTIAL
If you and your spouse or you and your child both 1-800-842-1718
work for the Company:
www.prudential.com/mybenefits
You can elect to be covered either as an employee
Email: disability.requests@prudential.com
or a dependent of the other employee, but not both.

Any dependent child whose parents both work for

the Company can be covered as a dependent under
only one parent. A REMINDER ABOUT IMPUTED
INCOME

EVIDENCE OF INSURABILITY Please note: If your Basic Life Insurance

coverage is greater than $50,000, the value
If you enroll online and your or your covered of this employer-paid coverage in excess
spouse’s election requires Evidence of of $50,000 is considered “imputed income”
Insurability (EOI), you have the option and subject to income tax. The tax on this
to complete the EOI process online. To imputed income is taken on a per-pay-
complete the process, you will access the period basis.
Prudential online health questionnaire via
a link on the CB&I Benefits Center website
and follow the step-by-step process.
You may receive instant approval on your
EOI election. If so, your coverage will be
updated as soon as administratively possible
within the CB&I Benefits Center website.
Prudential will notify you if additional
information is required.

39
HEALTHY CHOICES Benefits to Support a Healthier You

OPTIONAL LIFE INSURANCE RATES — PER $1,000 OF BENEFIT

EMPLOYEE/SPOUSE AGE 2018 MONTHLY EMPLOYEE COST 2018 MONTHLY SPOUSE COST

Under 30 $0.049 $0.061

30 – 34 $0.068 $0.084

35 – 39 $0.078 $0.092

40 – 44 $0.087 $0.108

45 – 49 $0.138 $0.164

50 – 54 $0.213 $0.252

55 – 59 $0.398 $0.472

60 – 64 $0.612 $0.725

65 – 69 $1.176 $1.392

70 or older $1.924 $2.265

Child(ren) Cost
ƒƒ $5,000 $0.100 per $1,000
ƒƒ $10,000 $0.100 per $1,000

OPTIONAL AD&D INSURANCE RATES — PER $1,000 OF BENEFIT

COVERAGE LEVEL 2018 MONTHLY EMPLOYEE COST

Employee Only $0.036

Family $0.057

DESIGNATE YOUR BENEFICIARIES

You will need to designate one or more beneficiaries for your Basic and Optional Life and
AD&D coverage. You can designate your beneficiaries online, via the CB&I Benefits Center,
https://benefits.cbi.com.

40
401(k) Plan
The 401(k) Plan is a tax-effective and convenient way
to save for retirement. You can elect to contribute
pre-tax payroll contributions, after-tax Roth payroll
contributions, or a combination of both. The
following is a general description of how the Plan
works. Detailed information regarding the Plan, your
eligibility to participate, and Plan benefits will be
provided in the Summary Plan Description which
is available on www.benefits.ml.com under the
Document Resources Library.
Who Is Eligible
Generally, you are eligible to participate in the 401(k)
Plan if you are a regular full-time or regular part-time
employee of CB&I or one of its affiliates working in
the U.S. or on a U.S.-based payroll. Employees must
complete one year of service to be eligible to receive
Company matching contributions.
How to Enroll
Eligible employees will receive additional information
directly from Merrill Lynch, the Plan recordkeeper,
regarding how to enroll.
MERRILL LYNCH
1-844-CBI-401k or 1-844-224-4015
www.benefits.ml.com
Merrill Lynch Mobile App:
App StoreSM or Google PlayTM
41
Contributing to the Plan
Both you and the Company contribute to the 401(k)
Plan. You must contribute to the Plan to receive
employer contributions.
Employee Contributions
ƒƒ Employee Elective Pay Deferral: You can elect
to defer up to 75% of your pay (including overtime
and incentive compensation) through pre-tax
payroll contributions, after-tax Roth payroll
contributions, or a combination of both. However,
your combined elective deferrals may not exceed
the maximum dollar limit set each year by the
IRS. For 2018, the maximum elective deferral for
any employee is $18,500. Keep in mind that this
annual limit includes any contributions made to
another 401(k) plan prior to your employment
at CB&I.
ƒƒ Age 50 or Over “Catch-up” Contributions:
Employees who will be age 50 or over at any time
during 2018 may defer up to an additional $6,000
over the otherwise applicable IRS $18,500 limit,
which includes any contributions made to another
401(k) plan prior to your employment at CB&I.
You will be able to elect a single total annual
contribution percentage rate inclusive of catch-up
contributions. When your contributions reach
the regular pre-tax and Roth contribution limit,
subsequent contributions will be considered
catch-up contributions.
Company Contributions
ƒƒ Company Matching Contribution: To help your
savings grow, the Company matches 100% of the
first 3% you contribute to the 401(k) Plan and then
another 50% of the next 2% you contribute for a
total possible Company match of 4%. This match
on your contributions is deposited to your account
each pay period. You must enroll in the Plan to
receive Company matching contributions, and
employees must complete one full year of service
before receiving Company matching contributions.
ƒƒ Discretionary Contribution: The Company
may choose to make an additional Company
contribution in any year at its discretion. If
the Company elects to make a discretionary
contribution, it may be in the form of an additional
matching contribution or a percentage of your pay.
HEALTHY CHOICES Benefits to Support a Healthier You

Example*
First example — you earn $2,000 in a pay period and contribute 6% of pay:
ƒƒ Your contributions (6% of $2,000): $ 120.00
ƒƒ Company matching contributions
–– First part: (100% of the first 3% x $2,000) $ 60.00
–– Second part: (50% of the contributions between 3% and 5% x $2,000) $ 20.00
ƒƒ Total contributions based on 6%: $ 200.00

Second example — you earn $2,000 in a pay period and contribute 3% of pay:
ƒƒ Your contributions (3% of $2,000): $ 60.00
ƒƒ Company matching contributions (100% of the first 3% x $2,000) $ 60.00
ƒƒ Total contributions based on 3%: $ 120.00
* Assumes you have completed at least one full year of service with the Company.

Vesting
You are automatically 100% vested (have ownership)
in your Company matching contributions. If the
Company elects to make a discretionary contribution,
a different vesting schedule may apply to that
contribution.
Investing Your 401(k) Plan
Eligible employees will receive additional information
directly from Merrill Lynch, the Plan recordkeeper,
regarding the investment options available under the
401(k) Plan. If you don’t make your own investment
selections, your contributions will be invested in the
T. Rowe Price Retirement Active Trust whose name
includes the date closest to the year you turn age 65.
These funds let you hold a diversified portfolio with a
single investment decision, based on your projected
retirement year.
Rollovers
The Plan may accept rollovers from other qualified
retirement plans and certain other tax-deferred
vehicles.
Loans and Withdrawals
As an active employee on the Company’s U.S.
payroll*, you may borrow from your vested 401(k)
account balance and, in certain situations, make
withdrawals. However, because the Plan is designed
to help you save for retirement, taxes and penalties
may apply.
If you leave CB&I, you can elect to:
ƒƒ Receive a distribution of the value of your vested
accounts;
ƒƒ Leave the money in the Plan if your balance is
greater than $5,000; or
ƒƒ Roll the money over to another tax-advantaged
plan.
* Please note: employees on a non-U.S. payroll are not eligible for
Plan loans.

42
Employee Stock
Purchase Plan
The CB&I Employee Stock Purchase Plan lets you You can access your account, provided you have a
share in the success of the Company. The CB&I Company email address, by using the Morgan Stanley
Employee Stock Purchase Plan enables you to Benefit Access website. Log in to Benefit Access via
contribute up to the lesser amount of 8% of pay, or www.stockplanconnect.com or telephone the
$25,000, in the form of after-tax payroll deductions Morgan Stanley Smith Barney Customer Service
to purchase Company stock. Center toll-free at 1-800-367-4777 (within the U.S.)
or +1-801-617-7414 non-collect (outside the U.S.)
between the hours of 8:00 a.m. and 8:00 p.m.
MORGAN STANLEY SMITH BARNEY Eastern Time.
1-800-367-4777; outside the USA,
non-collect 1-801-617-7414
HOW TO ENROLL
www.stockplanconnect.com
Eligible employees can enroll in the
J.P. Morgan MobileSM: CB&I Employee Stock Purchase Plan by
App StoreSM or Google PlayTM completing the enrollment form, which is
available on iShare. Completed forms can
be sent to ESPP@cbi.com. These forms must
Your contributions are accumulated during each
be received by the 20th day of the month
calendar quarter, and then applied to purchase shares
preceding the respective contribution
of Chicago Bridge & Iron Company N.V. common
period. Any forms received after this
stock at 85% of the closing price on the New York
deadline will be effective the next
Stock Exchange on the first trading day following
contribution period.
the end of the calendar quarter, provided you
are an active employee on the last day of that
calendar quarter. Quarterly contribution periods are January 1, April 1,
Shares of CB&I stock purchased are credited, in July 1, and October 1.
whole, as well as in fractional shares, to your account
established at Morgan Stanley Smith Barney. You may
sell the shares in your account and buy additional
shares outside the Plan at market prices. Any
dividends paid on CB&I stock in your account are
automatically reinvested in additional shares of
CB&I stock.

43
HEALTHY CHOICES Benefits to Support a Healthier You

Glossary
Coinsurance: The percentage of covered expenses
paid by the Plan each plan year after you have met
the deductible.
Copay: The amount you pay for services received
from a network provider. Medical copays do not count
toward satisfying your deductible, but do count toward
your out-of-pocket maximum.
Deductible: The amount you are required to pay each
plan year before certain benefits are payable by the
Plan. Once the deductible has been met, expenses
are reimbursed based on the coinsurance percentage.
The deductible counts towards your out-of-pocket
maximum.
Evidence of Insurability (EOI): A medical
questionnaire you need to complete and submit to an
insurance company that attests to your good health.
Explanation of Benefits (EOB): Provides information
about how your claim was processed by the carrier. The
EOB outlines what portion of the claim was paid by the
Plan and what portion is your responsibility.
Flexible Spending Account (FSA): An FSA allows you
to set aside a portion of your salary on a pre-tax basis
to pay for qualified expenses, most commonly for
healthcare expenses but often for dependent care or
other qualified expenses. Money deducted from your
pay into an FSA is not generally subject to payroll taxes,
resulting in payroll tax savings.
Healthcare Reform: Signed into law by President
Obama on March 23, 2010, to expand healthcare
coverage through a combination of cost controls,
subsidies, and mandates.
In-Network Providers/Services: In-network
providers are physicians, hospitals, pharmacies, or
other healthcare providers that are contracted with
the insurance company. In-network providers do not
balance bill for covered services. In other words, they
do not bill you for the difference between what they
choose to reimburse for a service and what the provider
chooses to charge. Cigna in-network providers accept
the amount paid by the Plan (plus any member copay
and/or coinsurance) as stated in their contracts.
Maximum Reimbursable Charge (MRC): The amount
of money Cigna will reimburse an out of-network
provider or other healthcare professional for a service.
Out-of-Network Providers/Services: Out-of-network
providers are physicians, hospitals, pharmacies, or other
healthcare providers that are not contracted with an
insurance company and may balance bill the member
for covered services. If you choose to use an out-of-
network doctor, services will not be provided at a
discounted rate.
Out-of-Pocket Maximum: This is the maximum
amount of covered expenses you (the employee) will
pay in a plan year (depending on the medical plan you
choose). After you have paid the annual out-of-pocket
maximum, the Plan usually pays the full cost of covered
expenses — up to the maximum reimbursable charge
(MRC) — for the remainder of the plan year.
Over-the-Counter (OTC) Medications: Medications
normally available without a prescription. However,
with respect to the Healthcare FSA Plan and the HSA,
only OTC medications with a prescription will be
reimbursable.

Imputed Income: The IRS requires you to be taxed

on the value of employer-provided group term life
insurance over $50,000 and on the premiums for
employer-paid long-term disability coverage. The
taxable value of this life insurance coverage is called
“imputed income.” Even though you don’t receive cash,
you are taxed as if you received cash in an amount
equal to the value of this coverage.

44
Resources
WHERE CAN I FIND …?
Answers to questions about benefits
enrollment and/or benefits:
Help in understanding the plans:
More details about my benefit plans:
General HR-related questions:
If you have a question outside of these hours, a voicemail system is available
and an HR representative will return your call the next business day.
FULL SUMMARY PLAN
DESCRIPTION AVAILABLE
The Summary Plan Description (SPD),
which contains detailed explanations of
the health and welfare benefits provided
to you and your eligible dependents by
CB&I, is available online under Resources
on the CB&I Benefits Center website at
https://benefits.cbi.com. The online version
is searchable and includes “bookmarks” on
a left-hand navigation panel so you can find
information quickly and easily. If you would
like a printed copy of the latest SPD booklet,
please contact the CB&I Benefits Center.
GO TO …
CB&I Benefits Center
1-833-539-4608 or 1-281-768-2959 (international direct dial)
https://benefits.cbi.com
Health Advocate
1-866-695-8622
Email: answers@HealthAdvocate.com
Web: http://HealthAdvocate.com/members
Health & Welfare Summary Plan Description and
Required Plan Notices located in Resources at
https://benefits.cbi.com
HR Service Desk
Email: HR.Questions@cbi.com
1-844-224-4473 and select option three for HR
Monday through Thursday from 7:30 a.m. – 5 p.m. and
Fridays from 7:30 to noon CST
The following legally required Plan Notices
are available online under Resources
on the CB&I Benefits Center website at
https://benefits.cbi.com.
1. EEOC Notice Regarding Wellness
Programs
2. Medicare Part D Creditable Coverage
Notice
3. HIPAA Comprehensive Notice of Privacy
Policy and Procedures
4. Notice of Special Enrollment Rights
5. General COBRA Notice
6. Women’s Health and Cancer Rights Notice
7. Premium Assistance Under Medicaid and
the Children’s Health Insurance Program
(CHIP)
If you would like a printed copy of the
notices, please contact the CB&I Benefits
Center.
45
HEALTHY CHOICES Benefits to Support a Healthier You

Contacts
PLAN VENDOR CONTACT INFORMATION

All CB&I Health & CB&I Benefits Center 1-833-539-4608 or 1-281-768-2959

Welfare Benefits (international direct dial)
https://benefits.cbi.com

Health Advocate Health Advocate 1-866-695-8622

Email: answers@HealthAdvocate.com
Web: http://HealthAdvocate.com/members

Medical Cigna 1-800-244-6224

www.mycigna.com
myCigna Mobile App: App StoreSM or Google PlayTM

Prescription Drug OptumRx 1-855-241-5343

www.optumrx.com
OptumRx Mobile App: App StoreSM or Google PlayTM or
BlackBerry® WorldTM

Health Savings Connect Your Care 1-877-292-4040

Account (HSA) www.connectyourcare.com
CYC Mobile App: App StoreSM or Google PlayTM

Dental Cigna To locate a dentist in your area: 1-888-DENTAL8

Dental claims assistance: 1-800-244-6224
www.mycigna.com
myCigna Mobile App: App StoreSM or Google PlayTM

Vision VSP 1-800-877-7195

www.vsp.com

Flexible Spending Discovery Benefits 1-866-451-3399

Accounts (FSA) www.discoverybenefits.com
Discovery Benefits Mobile App: App StoreSM or Google PlayTM

Employee Cigna Behavioral Health 1-800-527-5939

Assistance www.cignabehavioral.com
Program (EAP) (Employer code is CBI)
myCigna Mobile App: App StoreSM or Google PlayTM

Life and AD&D Prudential 1-800-842-1718

Email: disability.requests@prudential.com
Web: www.prudential.com/mybenefits

Short-Term Prudential 1-800-842-1718

Disability (STD) Email: disability.requests@prudential.com
and Long-Term
Disability (LTD) Web: www.prudential.com/mybenefits

(continued)

46
PLAN VENDOR CONTACT INFORMATION

International SOS USA/Canada: 1-800-523-6586 or call collect 1-215-942-8226

Mexico or South/Central America: call collect 00-1-215-942-8226

Europe/CIS/Africa/Middle East: call collect 44-208-762-8008

Asia/Australia/Pacific Rim: call collect 65-6338-7800

www.internationalsos.com
Member number: 1CPA1016

Medical Benefits Cigna 1-800-243-1348

Abroad www.cignaenvoy.com

401(k) Merrill Lynch 1-844-CBI-401k or 1-844-224-4015

www.benefits.ml.com
Merrill Lynch Mobile App: App StoreSM or Google PlayTM

Employee Stock Morgan Stanley Smith 1-800-367-4777; outside the USA, call non-collect 1-801-617-7414
Purchase Plan Barney https://www.stockplanconnect.com

47
HEALTHY CHOICES Benefits to Support a Healthier You

Notes

48
Please note that the information presented in this
guide is only a summary and not all of these Plans
may apply to you. If, in our efforts to make the Plans
easier to understand, any of the Plan provisions
have been omitted or misstated, the official Plan
documents or insurance contracts must remain
the final authority and those Plan documents and
insurance contracts also govern the administration
of the Plans and payment of benefits.

2018NHG/LCCRA