2011 Benef i t s Gu i d e

Oct. 27-Nov. 17

New Halliburton
Benefits Center!
Inside
Rewired
G e t C o n n e c t e d : Tr ic k s o f th e Tr a d e
B en e f i t s R e l e a s e : 2 0 11 Ch a n g e s
A ns w e r s t o t h e B u r n i n g Qu e s tio n s
w ww.halliburton.com / t ot alrewards

2011 Benefits Guide

Features
Rewired

Get Connected: Tricks of the Trade

Dear Mr. Know-It-All
Answers to the Burning Questions: Where to Go When
Exciting Changes Coming Soon to Your Halliburton
Retirement and Savings Plan
Benefits Release: 2011 Changes
Sifting through the Options: 2011 Benefits

Inside
By the Numbers
Hot New Tool for 2011: Medical Plan Analyzer
Enroll | Save | Spend
In the Drivers Seat
Equation Life Happens
The List
Fast Forward
Mistakes from the Future

YOUR NEW TOTAL REWARDS HOME PAGE

pg. 4

BY THE NUMBERS

Health care costs are going up. Got you down?

Us, too. Lets do something about it together.
The Halliburton medical program is a self-funded
health plan. This means that Blue Cross Blue Shield
of Texas (BCBSTX) processes health claims using
network discounts it has negotiated. Then BCBSTX
deducts the claim costs from a Halliburton bank
account. When the medical program experiences a
higher amount of claims in one year, it means that
well all pay more the next year.
Making an impact on our costs for 2011 are
changes required due to the passage of the new
health care reform law. While the changes are
positive for you and your dependents, they add
to the costs of Halliburtons medical program.
(See Dear Mr. Know-It-All on page 5 for
more details about health care reform and what
Halliburton is doing to comply for the 2011
plan year.)

Heres how you can help:

Where the $221 million comes from

Get your annual checkup and

wellness screenings. (Starting in
2011, theyre covered at 100%
without a co-pay in-network).
Dont use the emergency room
for non-emergency care.
Ask your doctor to prescribe generic
medications or try switching from a
brand-name medication to a generic
medication if one is available.
Be physically active.
Eat a healthy diet.
Manage your stress.
Quit using tobacco products.
Participate in the LiveWell program.

The projected price tag of the Halliburton health

and group benefit programs in 2010 is $221 million
with Halliburton paying $173 million and employees
paying $48 million.

Employee Contribution
$48 million

Halliburton Contribution
$173 million

How the $221 million is spent

Vision
Dental

Life AD&D Long-term Disability

Medical & Pharmacy

We all share the responsibility of keeping claim

costs down. It not only saves Halliburton money,
but it also saves you money, as well, since you pay
a percentage of the cost of the medical program.

RE

New Halliburton Benefits Center and Total Rewards Website

When it comes to your benefits, were minding the gap and improving service
quality. How? By moving the administration of your health and group benefits from
Hewitt Associates to Mercer and the administration of the Halliburton Retirement
and Savings Plan to Fidelity Investments (Fidelity).*
These changes in benefit administrators will generally provide you and your
family with:
Expert service
Enhanced tools and resources
A new Web portal with access to all of your new benefit providers
Extended call centers hours (7:30 a.m. to 7:30 p.m. Central Time)
Cost-effective delivery of services.
During the transition of health and group benefits and the retirement and savings
plan, you will learn about key dates to take action and other important information.
Refer to Answers to the Burning Questions on page 6 and Exciting Changes are
Coming Soon to Your Halliburton Retirement and Savings Plan on page 8
for details.
*The PRL Retirement and Savings Plan will be administered by Towers Watson
UK, effective January 1, 2011.

2011 Benenfits Guide 03

Get Connected: Tricks of the Trade

Have you been dreaming of a cooler, more efficient,
one-stop Web portal for your benefits information? Here it
is! You can start using the new Halliburton Total Rewards
website with the beginning of Annual Enrollment. The
site is designed to provide you with secure, personalized
access to your health and group benefits, your wealth, and
your Total Rewards.

Your initial login page looks like this:

To access the website for the first time, you will need to:
Go to www.halliburton.com/totalrewards.
Click on the Register Account button.
Enter your Social Security number.
Enter your last name.
Enter your date of birth (MMDDYYYY).

Your new Total Rewards website home page:

Now the website can verify that you are a Halliburton

employee. At this point, you will need to:
Create a unique User Name of at least six characters.
Create a unique Password that consists of at least
six characters, which must include a number and
a letter.
Provide answers to two security questions in order
to automatically reset your User Name or Password
if you forget it.
You can provide a preferred e-mail address where
you want your benefits information sent.
The preferred e-mail address will also be used to
help you reset your account if you forget your User
Name or Password.

Thats it. Now you can enroll in your 2011 health and group benefits.

Dear Mr. Know-It-All,

Health care reform legislation was signed by President Obama on March 23,
2010. In fact, the press made such a big deal about it, the date is burned in
many of our brains. That being said, what is the big deal? Does this impact my
Halliburton medical program for 2011?
The short answer is: Yes. The explanation will take longer. Not as long as the
legislation itself, though, so dont worry.
At this point, its difficult to gauge the long-term impact of this law for Halliburton,
our medical program offerings, and our employees as many provisions are not
effective until a few years down the road. That being said, heres an overview of
some of the ways health care reform, as we understand it today, will affect the
plan in 2011.
MEDICAL PROGRAM COVERAGE CHANGES
The new law outlines a number of provisions that will take effect when our new
plan year begins on January 1, 2011. They include:
Dependent children will be eligible for coverage until their 26th birthday
(this extended eligibility also applies to the dental and vision programs).
This provision applies whether or not your child is married, attends school
full-time, lives with you, or is your tax dependent.
There will no longer be lifetime or annual dollar limits on coverage, so your
medical program cant cap the total amount it will pay annually or during
your lifetime.
In-network preventive services will be paid at 100% no co-pays.
CHANGES TO TAX-ADVANTAGED ACCOUNTS
There are also certain provisions that will affect the way you use your Health Care
Flexible Savings Account (FSA) and Health Savings Account (HSA).
Starting with the new plan year on January 1, 2011:

While many of these changes

are favorable to you and your
dependents, there is a cost
associated with them. In fact,
experts agree that employer
costs could rise as much
as 2% to 6% each year as a
result of this legislation.

If you participate in the Health Care FSA or HSA, you will no longer be able
to use money in your account for medicine or drugs that are not prescribed
by a health care provider, except for insulin; over-the-counter drugs will no
longer be covered.
If you participate in the Health Savings Account and use the money for
nonqualified expenses, you will pay a 20% penalty (instead of todays
10% penalty).
Note: Starting in 2013, contributions to your Health Care FSA will be limited to
$2,500 per year. So, you can continue to contribute up to the maximum amount
of $5,000 per year until then.
LONGER-TERM CHANGES
Other provisions set to take effect over the next several years through 2018
may also have an impact on our costs and coverage. Some of the provisions you
may have heard the most about for example, a mandate that everyone have
health insurance, and help for low-income individuals to buy insurance will not
take effect for at least three years.
Note: The information described herein is a summary of our understanding of
health care reform as of the date of print of this magazine. Clarifications to health
care reform continue to be made and if any of the information contained here
changes or additional guidance is issued, you will be notified.

2011 Benenfits Guide 05

Answers to the Burning Questions:

Where To Go and When

What do I do if I join Halliburton, have a Qualified
Change-in-Status event or want to change my
beneficiaries?
Dont stress about it. The process is really easy.

During Annual Enrollment

If you experience one of the events noted above between October 27 and
November 17, 2010, you will want to do this first:
Step 1
Call the Halliburton Benefits Center at Hewitt at 1-800-535-8130 during normal
business hours or log on to the Your Benefits ResourcesTM website at
http://resources.hewitt.com/halliburtonbenefits to report your qualified changein-status event (web changes are not available for all events), change your
beneficiaries or enroll in your new hire benefits. Remember, you must enroll or
make changes for 2010 within 31 days from your hire date or the date of the
qualified change-in-status event.
Step 2
Then, by November 17, 2010, you will want to do this, as well:
Contact the new Halliburton Benefits Center at Mercer by calling 866-3210964 (international use countrys AT&T access code) or 857-362-5980 or by
logging on to www.halliburton.com/totalrewards to adjust your 2011 benefits
accordingly and ensure that your beneficiary designations are correct.

After Annual Enrollment

If you experience one of the events noted above once Annual Enrollment is
over, after November 17, 2010, but before December 31, 2010, you need
to do the following two steps which are essentially the same as above, but
some actions will not be available through the web. Please see the chart to
the right to help determine if the web is available or not.
Step 1
Call the Halliburton Benefits Center at Hewitt at 1-800-535-8130 during normal
business hours or log on to the Your Benefits ResourcesTM website at
http://resources.hewitt.com/halliburtonbenefits to report your qualified changein-status event (web changes are not available for all events), change your
beneficiaries or enroll in your new hire benefits. Remember, you must do this
within 31 days from your hire date or the date of the qualified change-in-status
event.

your 2011 benefits accordingly and ensure that your beneficiary designations
are correct.
You can add or change beneficiary designations for your current Basic
Employee Life, Optional Employee Life, Basic Employee AD&D and/or your
Optional Employee AD&D at any time. The 31-day rule does not apply to the
designation of beneficiaries.
What is a Qualified Change-in-Status event?
Its when good or bad things happen in your life that make you want to change
your benefit coverage or beneficiaries. Here are some examples (well leave it
to you decide whether theyre good or bad):
Have a new baby, get married or adopt a child
Get a divorce
Return from or begin an unpaid Leave of Absence
Have a dependent who gains or loses eligibility under another group
health plan, etc.
You are a rehired employee and it has been more than 31 days since
your last separation
You are a newly hired employee
You transfer from a U.S. domestic assignment to a U.S. Expatriate
assignment or vice versa.
What happens if I decline enrollment for myself or my dependents?
If you are declining enrollment for yourself or your dependents (including your
spouse), you may be able to elect coverage in the future due to a qualified
change-in-status event. In addition, if you are declining enrollment for
yourself or your dependents (including your spouse) because of other health
insurance or group health plan coverage, you may be able to enroll yourself
and your dependents in this plan if you or your dependents lose eligibility for
that other coverage (or if the employer stops contributing toward your or your
dependents other coverage). However, you must request enrollment within
31 days after your or your dependents other coverage ends (or after the
employer stops contributing toward the other coverage).

Step 2

In addition, if you have a new dependent as a result of marriage, a birth,

adoption or placement for adoption, you may be able to enroll yourself and
your dependents. However, you must request enrollment within 31 days after
the marriage, birth, adoption or placement for adoption. To request special
enrollment or to obtain more information, contact the Halliburton Benefits
Center.

Then, within 31 days of your hire date or the date of the qualified change-instatus event, you will want to do this, as well:

Refer to Exhibit A of the 2010 U.S. Health and Group Benefits Summary Plan
Description for a general list of eligible Qualified Change-in-Status events.

Contact the new Halliburton Benefits Center at Mercer by calling 866-321-0964

(international use countrys AT&T access code) or 857-362-5980 to adjust

Halliburton Benefits Center at:

Hewitt

Annual Enrollment
October 27 to November 17, 2010

Mercer

New Hire
Step 1 - 2010 Elections
Step 2 - 2011 Annual Enrollment (October 27 to November 17, 2010)
Step 2 - 2011 Annual Enrollment (after November 17, 2010)
Qualified Change-in-Status Event
Step 1 - Update 2010 Benefits
Step 2 - Update 2011 Benefits

*phone only - some permitted via web

Beneficiary Changes
Step 1 - 2010
Step 2 - 2011
Legend:

(Web)

(Phone)

Hewitt: http://resources.hewitt.com/halliburtonbenefits
Toll free: 800-535-8130
or 847-883-0702

Mercer: www.halliburton.com/totalrewards
Toll free: 866-321-0964
or 857-362-5980

Hot New Tool for 2011:

Medical Plan Analyzer

The most common question that the Halliburton Benefits Center receives
from employees during enrollment is What medical plan should I
choose? By popular demand, we are excited to introduce a new tool that
will help you make an informed decision.
Halliburton has partnered with a trusted, independent third-party health
care data administrator, Thomson Reuters, to bring you the Medical Plan
Analyzer! This easy-to-use tool provides you with personalized health care
and utilization information, and, in less than 10 minutes, you will be able to:
1. Review your current health care costs, including employee and
employer contributions, and costs for services
2. Include any anticipated changes for the coming year that could
affect your health care costs
3. Update your health care preferences and see additional things
to consider
4. Review, print and/or save your results.
In a nutshell, the Medical Plan Analyzer will assist you in deciding which
medical plan should meet your needs and the needs of your family by
using all of your 2009 and part of your 2010 medical and prescription drug

claims for the personalized analysis. The tool allows you to analyze what
impact adding or deleting a dependent will have on your health care costs
for 2011. You can also analyze how the cost of using additional medical
services, such as having a baby, would affect how much you will spend or
save based on the medical plan you choose. The tool will also show you
how much you can save in taxes by contributing to a Health Care Flexible
Spending Account or a Health Savings Account.
At Halliburton, your privacy is most important to us; therefore, none of
the individual data presented in the Medical Plan Analyzer is reported back
to the Company.
To learn how to maximize your tax savings and identify which medical
plan is best for you, log on to the Halliburton Total Rewards site. When
you start the Annual Enrollment process, click on the Medical Plan
Analyzer link. A new window will pop up, and you will be on your way to
analyzing your medical choices.
Please note that the first time you visit the Medical Plan Analyzer, a
Thomson Reuters End User License Agreement will appear. You should
read and accept this agreement in order to access this tool.

2011 Benenfits Guide 07

Exciting Changes are

Coming Soon to Your
Halliburton Retirement
and Savings Plan
We are pleased to announce Fidelity Investments will become the new provider of recordkeeping
services for the Halliburton Retirement and Savings Plan (the R&S Plan) beginning January 1, 2011.
This transition is part of an overall strategy designed to enhance benefits delivery to participants and
provide improved tools and resources, all at a lower cost.
Fidelity provides 401(k) recordkeeping services to many of the countrys largest businesses and has
the people, processes and technology to deliver high-quality customer service and retirement planning
tools that we expect for our participants.
The transition to Fidelity will offer you several new and enhanced services, including:
Leading-edge online planning tools Take the guesswork out of saving for retirement with
Fidelitys easy-to-use online planning tools.
Expanded Halliburton Benefits Center hours Experienced Fidelity representatives will assist you
and answer questions you may have about your R&S Plan Monday through Friday from 7:30 a.m.
to 7:30 p.m. Central Time.
Consolidated Fidelity accounts If you have a Halliburton Employee Stock Purchase Plan (ESPP)
account or other personal accounts with Fidelity, you will be able to view all of your accounts
simultaneously and access your accounts from the same Fidelity home page.
In addition, some things are not changing, for example:
No investment option changes Investment options and the investment firms managing the
assets in the R&S Plan will remain the same, so your current retirement savings investment
strategy will not be disrupted by the transition.
No change to the company match or basic contribution You will continue to receive company
matching and basic contributions just as you do today.
No change to other familiar plan provisions There are no planned changes to the enrollment,
loan, hardship withdrawal or other basic plan provisions with which you have become familiar.
Take Note
In mid-November, you will be receiving a comprehensive Transition Guide
including a description of new services, a timeline of important dates
(including the opening date for the Benefits Center) and web and phone
access information. The Transition Guide will also include information
regarding a short period of time at the end of December and beginning
of January during which certain plan activities will be restricted; this is
called a blackout period. In early January, you will receive notification
when the transition is complete and your new access to Fidelity is
available.
We are very excited about the changes ahead, and anticipate that you will
be pleased as the Halliburton Retirement and Savings Plan and Fidelity
work together to help you maximize your R&S Plan benefits.
Keep in mind that investing involves risk. The value of your investment
will fluctuate over time and you may gain or lose money.

Take control of your 401(k).

Let Fidelity be your guide.

Fidelity Investments welcomes Halliburton employees

beginning January 1, 2011, as 401(k) provider of
recordkeeping services. Be on the lookout for more
information about your 401(k) plan in mid-November.

Fidelity Brokerage Services LLC, Member NYSE, SIPC

900 Salem Street, Smithfield, RI 02917
2010 FMR LLC. All rights reserved. 556743.2.0

Benefits Release: 2011 Changes

2011 will arrive with some changes to your benefit programs many of them
courtesy of the new health care reform law. Heres an overview.
Coverage of adult children

End of annual and lifetime limits

You can cover adult children to the age of 26 as your eligible

dependents in the medical, dental and vision programs, beginning
January 1, 2011. Your children are not required to live with you, be
listed on your tax returns as a dependent, or be a full-time student
to qualify. Your childs spouse, domestic partner, or own children
will not be eligible for coverage. At the end of the month that
your child reaches age 26, he or she will no longer be eligible for
coverage under the medical, dental and vision programs. Unmarried
dependents up to age 25 can be enrolled in Child Life and Child
Accidental Death & Dismemberment (AD&D) and do not need to be
full-time students to be covered to age 25. Child Life and Child AD&D
will end at the end of the month that your child reaches age 25.

Under the medical program, the annual and lifetime limits for the
following services have been removed:

End of over-the-counter drug reimbursements

Over-the-counter medications will no longer qualify as eligible for
reimbursement in your Health Savings Account and Health Care
Flexible Spending Account unless prescribed by a doctor. Insulin will
continue to be reimbursable.
Spousal medical surcharge increase
The spousal medical surcharge will increase from $135 to $150
per month (not applicable to the HDHP). Remember, you pay an
additional monthly premium to cover an eligible spouse who has
active or retiree medical coverage offered through his or her own
employer or previous employers plan, but elects to be covered
under Halliburtons medical program. The spousal medical surcharge
applies if your spouse accepts or declines his or her employer
coverage.
Fully covered preventive care
Effective January 1, 2011, preventive care services will be covered
at 100% for in-network providers. This means that annual checkups,
womens wellness visits and immunizations will not require you to
make a co-pay.

Chiropractic services
Hearing aids
Skilled nursing facility
Home health care services
TMJ treatment
Bariatric (weight-loss) surgery
Wigs covered following chemotherapy if prescribed
by a doctor
External breast prosthesis
Smoking cessation drugs.
Payroll deduction changes
As you are completing your Annual Enrollment, you will now
see your payroll deductions for health and group benefit
coverage reflected on a per pay period basis versus on a
monthly basis.
Bi-weekly paid employees (26 times per year) have been
accustomed to having benefit costs deducted 24 times a
year. Starting with your first payroll in January 2011, your
benefit costs will be deducted 26 times per year.

End of lifetime maximums

There will no longer be a lifetime benefit maximum on
total plan benefits under the medical program. If you
or any of your dependents previously reached a lifetime
benefit maximum, you can now re-enroll in one of the
medical options offered. You will have until November
30 to re-enroll. Please note that this is an extension
from the November 17 deadline.

Sifting through the Options:

2011 Benefits
Do you need a refresher on the health and group benefits
that Halliburton offers?
Are you thinking about making changes to your health and
group benefits for 2011?
If you answered YES to either of the above, then there is a
100% chance that youll want to read the information on the
following pages.

2011 Benenfits Guide 11

Sifting through the Options:

2011 Benefits
Your 2011 Benefits
The information on the following
pages provides important details
about your medical, dental, vision,
life insurance, accidental death and
dismemberment (AD&D) insurance,
long-term disability (LTD) and flex
days programs.

Medical
PPO
In-Network

Deductible

Deductible Medical Plan (DMP)

High Deductible Health Plan (HDHP)
HDHP Out-of-Area Plan.
The table to the right highlights key information about each
plan option, including deductibles and out-of-pocket costs.
Want help finding the best plan option for you and your
family? Log on to the Halliburton Total Rewards website
and use the new Medical Plan Analyzer to help you make
an informed decision as you sift through your 2011 Annual
Enrollment options.

Dental
Halliburton provides two different dental plan options to
allow you to choose the plan option that fits your needs.
You can choose the Dental Health Maintenance Organization
(DHMO), for those living in an eligible DHMO area, or the
Dental Preferred Provider Organization (DPPO).
The DHMO plan provides benefits through network dentists
only, except for emergency dental care. You must choose a
primary dentist for you and your covered dependents. The
DPPO allows you to choose any dentist, whether in or out of
network, although out-of-network services may cost more.

In-Network

Out-of-Pocket
Individual/Family
Co-Insurance
Routine Office Visit
Primary/Specialist

$500 or $1,000 individual;

Family 2X individual
$2,750/
$5,500

Out-of-Network*

In-Network

Out-of-Network*

Out-of-Area*

$500 or $1,000 individual;

Family 2X individual

$8,250/
$16,500

$3,000 Individual /$6,000 Family

$2,750/
$5,500

$3,000/
$6,000

$6,000/
$12,000

$3,000/
$6,000

80%

50%

80%

80%

100%

80%

100%

$20/$30

50% after
deductible

$20/$30

80% after
deductible

100% after
deductible

80% after
deductible

100% after
deductible

100%

50% after
deductible

100%

80%

100%

80%

100%

Medical

Preferred Provider Organization (PPO)

Out-of-Network*

HDHP

% in this section represents the plan-paid percentages

Annual Physical
Exam

Eligibility for a medical plan option is based on your

home ZIP code on file with the Halliburton Benefits Center.
Halliburton offers you a choice of medical plan options:

DMP

% in this section represents the participant-paid percentages

% in this section represents the plan-paid percentages

Retail Pharmacy
Generic 30-day
supply

$15

100% after
deductible

80% after
deductible

100% after
deductible

Retail Pharmacy
Preferred Brand
30-day supply

25% with a min. of $25; max. of $100

100% after
deductible

80% after
deductible

100% after
deductible

Retail Pharmacy
Nonpreferred Brand
30-day supply

45% with a min. of $45; max. of $100

100% after
deductible

80% after
deductible

100% after
deductible

Mail Order
Pharmacy Generic
90-day supply

$30

100% after
deductible

80% after
deductible

100% after
deductible

Mail Order
Pharmacy
Preferred Brand
90-day supply

25% with a min. of $65; max. of $200

100% after
deductible

80% after
deductible

100% after
deductible

Mail Order
Pharmacy
Nonpreferred Brand
90-day supply

45% with a min. of $115; max. of $250

100% after
deductible

80% after
deductible

100% after
deductible

30% of total cost with a min. of $20; max. of $200

100% after
deductible

80% after
deductible

100% after
deductible

Specialty
Pharmacy**

*Out-of-Network subject to reasonable and customary limits.

**Minimum and maximum co-pay amounts depend on day supply.

Dental
Benefit Provisions

DHMO

DPPO

Individual Deductible

None

$50

Preventive Services

Covered in full

Covered in full

Basic Services

Co-pay structure

80% after deductible

Major Services

Co-pay structure

50% after deductible

Orthodontia/Lifetime Maximum

Co-pay structure/24-month treatment

50%/$1,500

Annual Maximum

None

$1,500

Vision

Vision
In-Network

Out-of-Network

Eye Exam

100% after $10 co-pay

Up to $36 after $10 co-pay

Prescription Glasses*
Lenses
Single Vision
Lined Bifocal
Lined Trifocal

100% after $10 co-pay

Up to $28 after $10 co-pay

Up to $45 after $10 co-pay
Up to $56 after $10 co-pay

Frames

Up to $130 allowance after $10 co-pay, 20% discount

off amount over allowance

Up to $45 after $10 co-pay

Contact Lenses*
instead of prescription glasses
(not medically necessary)

Up to $130 allowance for contacts and contact lens

exam (fitting and evaluation to ensure the proper fit of
contact lens materials)

Up to $105 allowance

Medically Necessary Contact Lenses**

100% after $10 co-pay when specific criteria is met

Up to $210 after $10 co-pay

when specific criteria is met

Laser Vision Correction

Avg 15% discount off laser surgery through VSP

contracted facilities

Not covered

*One pair of prescription glasses or contacts every plan year, beginning in January, but not both in the same year.
**These conditions include aphakia, anisometropia, high ametropia, nystagmus, keratoconus and correction of extreme
visual acuity problems that are not correctable with glasses, and following cataract surgery.

Life
Coverage

Optional Life Insurance

Employee*

Increments of 1 to 6 times annual benefit base pay, up to $3 million including the

basic coverage.

Spouse*

$10,000 or from 1/2 to 3-1/2 times employee's annual benefit base pay. Coverage
cannot exceed the lesser of the employee coverage amount (including basic coverage)
or $250,000.

Child(ren) under age 25

$10,000

*May require evidence of insurability (EOI)

Accidental Death and Dismemberment (AD&D)

Coverage

Accidental Death and Dismemberment (AD&D)

Employee

In increments of $50,000 from $50,000 to the lesser of $1 million or 10 times your

annual benefit base pay

Spouse

$50,000 increments from $50,000 to the lesser of $1 million or 10 times employees

annual benefit base pay (cannot exceed employee coverage amount)

Child(ren) under age 25

$50,000

This group program helps cover the cost of routine eye care
expenses such as exams, contact lenses and eyeglasses for
you and your eligible dependents.

Life
The Group Term Life Insurance plan provides financial
protection for you and your family. Basic Employee Life
Insurance provides a Company-paid benefit of one times
your annual benefit base pay (For more information on
annual benefit base pay, see Did You Know on page 26),
up to $50,000. If you want extra financial security, you have
the opportunity to purchase additional life insurance for
yourself, spouse and children.

Accidental Death and

Dismemberment (AD&D)
The Company provides Basic AD&D equal to one times
your annual benefit base pay, up to $200,000. You have
the choice of purchasing additional AD&D insurance for
yourself, spouse and children.

Long-Term Disability (LTD)

The Halliburton LTD insurance plan is designed to replace
a percentage of your pre-disability income if you are
disabled and cannot work for an extended period of time
due to illness or injury. Halliburton provides LTD coverage
equivalent to 40% of your annual benefit base pay at no
cost to you. You may increase your coverage to extend
your Company-paid benefit to either 50% or 60% of your
annual benefit base pay, subject to Evidence of Insurability
(EOI) requirements. The maximum LTD benefit is $25,000
a month.

Flex Days
Halliburton provides you the opportunity to purchase extra
days off, if eligible. These extra days are in addition to the
regular vacation days for which you may be eligible. If
you do not make any changes to your Flex Days election,
your 2010 elections will automatically carry over for 2011.
Because your need for time off may vary from year to
year, its important to review your election during Annual
Enrollment and make any necessary changes. Before you
elect to purchase Flex Days, please discuss your plans
with your manager to avoid scheduling conflicts. It is very
important to track your Flex Days, as well. Any unused Flex
Days remaining at the end of the year will be forfeited.

2011 Benenfits Guide 13

Enroll | Save | Spend

Enroll in a Flexible Spending Account
or a Health Savings Account | Save
pre-tax dollars | Spend the money on
eligible expenses
Manage your health care and dependent day care costs with taxfree dollars through Flexible Spending Accounts (FSAs) and Health
Care Spending Accounts (HCSAs) or Health Savings Accounts
(HSAs). These accounts are an affordable way to pay for eligible
dependent day care and health care expenses. Starting in 2011,
over-the-counter drugs, except insulin, are no longer eligible for
reimbursement without a prescription due to health care reform.
Beginning in January, the Health Care FSA, HCSA and Dependent
Day Care FSA will be administered by PayFlex. You will receive a new
PayFlex MasterCard debit card that will be mailed to you the week
of December 13. Your current 2010 YSA debit card will no longer
be eligible for use in 2011. If you are enrolled in the Dependent Day
Care FSA, you will now have access to a PayFlex debit card. Your
dependent day care provider needs to accept MasterCard debit cards
and be identified as a child care provider for merchant processing
purposes.

FSAs, HCSAs and HSAs operate differently, so check out the comparison below.
And, remember, your Enroll | Save | Spend strategy depends on the medical plan option you choose.
Dependent Day Care FSA*

General Health Care FSA*

If you enroll in the PPO or DMP or
have no medical coverage

Limited Expense Health Care

Spending Account (HCSA)*

Who can participate?

If you anticipate eligible

dependent day care expenses

What happens
to unused
contributions?

Subject to the use it or lose it rule; you forfeit unused contributions at the end of the year

Contribution type

Pre-tax payroll deductions

How much can I

contribute?

Contribute from $120 to $5,000 per year

What expenses are

eligible?

Any eligible dependent day

care expenses as qualified
by the U.S. government and
incurred during the calendar
year

When are expenses

reimbursed?

All eligible expenses are

reimbursed when you file
a claim or use your new
PayFlex debit card. However,
reimbursements can only
be made as funds become
available from payroll
deductions.

A full range of eligible medical

expenses as qualified by the U.S.
government and incurred during the
calendar year
New for 2011: Over-the-counter
drugs, except insulin, are no longer
eligible for reimbursement without
a prescription.

If you enroll in the HDHP

Health Savings Account

(HSA)**
If you enroll in the HDHP
Any unused contributions remain in
your account for future health care
expenses
Individual, $3,050
Family, $6,150
If you are 55 or older, you can
deposit up to an additional $1,000

Dental and vision expenses only

(until you meet your deductible)
and a limited range of medical
expenses (after you meet your
deductible) as qualified by the
U.S. government and incurred
during the calendar year
New for 2011: Over-the-counter
drugs, except insulin, are no
longer eligible for reimbursement
without a prescription.

All eligible expenses are reimbursed when you file a claim or use your
new PayFlex debit card up to the full amount of your annual contribution,
regardless of the actual amount of money that has been deposited into
your account through payroll deductions.

A full range of qualified medical

expenses as qualified by the U.S.
government
New for 2011: Over-the-counter
drugs, except insulin, are no longer
eligible for reimbursement without
a prescription.
If you use the money for
nonqualified expenses, you will pay
a 20% penalty (instead of todays
10% penalty).
All eligible expenses are
reimbursed when you file a claim
or use your debit card. However,
reimbursements can only be made
as funds become available from
payroll deductions.

*Rules set forth in the Internal Revenue Code provide that the benefits provided in the Dependent Day Care FSA cannot discriminate in favor of highly
compensated employees (as defined in the IRC). The Plan reserves the right to prospectively cut back contributions made to the Dependent Day Care
FSA by highly compensated employees if such action is necessary to maintain the tax-qualified status of the Dependent Day Care FSA. The IRC also
prohibits the Health Care FSA and HCSA from discriminating in favor of highly compensated individuals (as defined in the IRC). The Plan reserves the
right to change your contribution elections if necessary to maintain the tax-qualified status of the Health Care FSA or HCSA.
**Contributions to a Health Savings Account will only be made directly through payroll deduction on a pre-tax basis if you elect to open a Health
Savings Account sponsored by Chase. If you do not want to open a Health Savings Account with Chase, you can make after-tax contributions to an HSA
sponsored by any other institution and claim the deposits as a deduction when you file your income taxes.
It is important to remember that if you do not take any action to change your FSA or HCSA elections during Annual Enrollment, the elections you made
for these programs for the 2010 plan year will automatically roll over for the 2011 plan year. For the HSA, you must re-elect your contribution amount
for 2011. Further, Internal Revenue Code rules provide that you will not be permitted to make changes to the automatically rolled-over elections unless
you have a Qualified Change-in-Status event. Thus, it is important for you to review your current elections and make necessary changes during Annual
Enrollment if your circumstances have changed.

2011 Benenfits Guide 15

For lifes
challenges
at home
and at
Halliburton

Eldercare Marriage and Family Issues

Legal Concerns Death/Grief Parent/Child Relations
Alcohol and Drug Problems Personal Tragedy
Communication Separation and Divorce Stress
Worry and Guilt Financial Problems Depression

Employee Assistance Program

281-575-3200 or 866-761-4540
http://halworld.corp.halliburton.com/eap

Windows
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0000160. This was called from 0020:C11B40C8 in VXD voltrack(04): +
00000000. It may be possible to continue normally.
*
*

Press any key to attempt to continue.

Pres CTRL+ALT+RESET to restart your computer. You will lose
any unsaved information in all applications.
Press any key to continue

Dont know what to do?

Call the experts.

Halliburton Benefits Center

866-321-0964

(international use your AT&T country access code)

or 857-362-5980
Weekdays, 7:30 a.m. - 7:30 p.m. Central Time
www.halliburton.com/totalrewards
2011 Benenfits Guide 17

In the Drivers Seat

The High Deductible Health Plan (HDHP) puts you in the drivers seat.
The HDHP lets you control the costs of your health care. Through a lower
premium and higher deductible compared to more traditional health plans,
you are encouraged to shop around for the best, and most affordable,
care.
In the HDHP, you pay a lower monthly contribution with no spousal
surcharge. Then, you pay any medical, prescription drug and mental
health/ substance abuse expenses during the plan year until you meet
your annual deductible: $3,000 employee only or $6,000 employee-plusdependent(s).

Pick up some speed

After your deductible is met, the HDHP pays 100% of claims for innetwork providers or 80% of claims for out-of-network providers (subject
to reasonable and customary limits) or 100% of claims for the HDHP
Out-of-Area (subject to reasonable and customary limits).

the amount of your HSA contribution can be made at any time during the
year through the Halliburton Total Rewards website.

Repeat destination:
If you have already opened a Chase HSA for 2010, make your 2011
contribution election on Halliburton Total Rewards.
No further action is needed on the Chase website.

Trying something new:

If you have not opened a Chase HSA for 2010, you will need to do
so for 2011 in order to receive the Halliburton contribution (see
below).
Please make your 2011 contribution election on Halliburton Total
Rewards along with your other Annual Enrollment elections.

Riding shotgun: Your HSA

Money down

By adding a health savings account (HSA) to your HDHP, you get medical
coverage plus a savings account that provides tax advantages with no
risk of forfeitures. The HSA is a tax-free savings account owned by an
individual, and it may be used to pay for qualifying medical expenses
for you and your family. You can decide how much you would like
to contribute, when and how to spend the money on eligible medical
expenses, and how to invest the balance.

Thinking of opening an HSA with Chase? Halliburton is offering an annual

prorated contribution of $250 or $500 to help get you started. Halliburton
will make a contribution to all HSA-eligible employees who enroll in the
HDHP and elect to have an HSA with Chase.

Combining the HDHP and HSA makes for a more interesting, costeffective journey:
The HSA allows for tax advantages when you make pre-tax
contributions to the Chase HSA. (If you make after-tax contributions
to an HSA sponsored by any other institution, you can claim the
deposits as a deduction when you file your income tax return.)
When your funds grow, the earnings are tax-free (and you have the
option of specifying how you want your funds to be invested).
When you spend HSA funds on qualified medical expenses, you will
not pay taxes on those dollars.

HSA roadmap
Payroll deductions allow you to make automatic, pre-tax contributions
to a Chase HSA (or you can set up an HSA through your own financial
institution and make tax-deductible deposits). At the end of each year,
the balance will remain in the account; you do not forfeit unspent funds.
You may make changes to your HSA contribution at any time during the
plan year. You do not have to experience a Qualified Change-in-Status
event to adjust your contribution amount.
If you were contributing to a Chase HSA through payroll deductions for
2010, your contribution elections do not roll over to 2011. You must
proactively make your 2011 contribution elections. However, changes in

Employees electing individual coverage will receive annual contributions

totaling $250, and employees electing family coverage will receive $500.
These contributions are prorated based on the number of pay periods you
will have in 2011 and will be deposited into your HSA each payroll period.
The Company contribution is not available if an employee opens an HSA
with a financial institution other than Chase.

HSA road rules

Eligibility requirements for the HSA:
Must be paired with the HDHP (only available to those who
elect the Halliburton HDHP).
Insured cannot be covered by any other health insurance
coverage or participate in the General Health Care FSA.
Insured cannot be enrolled in Medicare.
Insured cannot be claimed as a dependent on anyones tax
return.
HSA 2011 contribution limits (keep in mind that this will
include the Halliburton contribution):
Individual, $3,050
Family, $6,150
If you are 55 or older, you can deposit up to an
additional $1,000.

Your
healthcare
dollars will
go farther
when you open a Chase
Health Savings Account

Build your own healthcare nest egg

Earn important tax advantages
Easy to manage, easy to use
Unused funds are yours to keep
E
asy pre-tax payroll deductions
now available

Take the right course:

start saving for future
healthcare expenses today

2010 JPMorgan Chase & Co. All rights reserved. JPMorgan Chase Bank, N.A, Member FDIC

Equation

Life happens. Do you have the style

to make it longer and happier?
Its simple math: Live + Well = LiveWell. Our LiveWell initiatives can help you adopt healthier
habits, maintain the ones you have in place, or take an existing healthy routine to the next
level. You can work to end a family cycle of disease such as Type II diabetes, high blood
pressure or obesity. You can run that 5K youve been thinking about. You can take on a new
physical challenge that may have seemed impossible. You can quit using tobacco. We know
because we have the support systems in place to make all of this happen.

Lifestyle Management Programs

We know that two is still better than one. Thats why our LiveWell lifestyle management
programs from Nationwide Better Health pair you with an expert to help you reach your
goals. Through free, confidential, over-the-phone sessions, your coach will help you set
realistic goals targeting improvement in key areas of your health. Youll get the support,
encouragement and expert guidance you need.

Speaking out: The Wellness Champions

Halliburton Wellness Champions are co-workers who volunteer to keep you informed of
wellness initiatives and encourage a culture of health at Halliburton. How did they become
champions? By dedicating themselves to living well:
Setting aside time to do the LiveWell program justice
Talking about the wellness programs every chance they get
Leading by example with participation in the programs.
To identify the champions in your location, e-mail the Wellness functional mailbox at
fhouwellness@halliburton.com.

Monthly Webinars
A simple formula to wellness is setting aside the third Tuesday of every month, at 1 p.m.
Central Time, to attend an online webinar. These lively webinars focus on a wide range
of health-related topics, such as physical activity, improving your eating habits, wellness
investments under $100, preventing cardiovascular disease, stress management and more.
For more information, check in the Today newsletter and on HalWorld.

LiveWell Wellness Challenges

In just 30 to 90 days, you can win a healthier lifestyle. These challenges last from one to three
months, with a specific challenge set out from Day One. Participants receive information about
physical activity, selecting healthy foods and making better life and health choices overall.

Health Risk Assessments (HRA)

You may have lived for 20, 30, 40, 50 or more years, but you probably dont know your body
as well as you think you do. Taking the HRA helps you record your numbers (like weight,
cholesterol, blood pressure). Youll find out what it all means for your health, and youll
emerge with the knowledge to strengthen your life and LiveWell.

Biometric Screenings
A picture is worth a thousand words. Thats the idea behind health screenings giving
you a quick picture of your overall health, and helping detect problems so that you can
take appropriate measures. Think of these tests and numbers as a vital part of your health
management strategy.
See? It all adds up. So, what are you waiting for? Unless youre reading this guide on a
treadmill, visit LiveWell, find the right healthy living formula and get started today!

Team up in the following

lifestyle management programs:
Healthy eating
Learn important skills for healthy eating, including
planning meals and snacks, shopping for food, cooking
and making the best choices when eating out. You will find
out how portion control, counting fat grams and using a
food diary can help you develop healthier eating habits.
Stress management
Anyone can feel like their life is out of shape. Stressmanagement training will provide you with relaxation
techniques and skills for time management, assertive
communication, goal setting and additional skills to help
you feel more in control of your life.
Physical activity
Whether youre just getting started, trying to step it up a
notch or you want to maintain your current healthy habits,
LiveWell can help. Learn how to develop a safe, effective
fitness program that balances calorie-burning cardio
with strength training and stretching. Use the online or
printable exercise diary with a simple point system to help
you record your activity and keep you motivated.
Tobacco cessation
If you use tobacco, quitting is the best thing you can
do for your health. If youre ready, youll set a quit date
within about 30 days and develop a plan to deal with your
triggers to use tobacco. You can learn about nicotine
replacement therapy and other drug therapy options that
might be right for you. Strategies for preventing slips
and dealing with them if they occur help you succeed.
Weight management
Youll learn how to lose weight through healthy eating
and regular exercise. Youll also learn about the health
problems associated with being overweight and why diets
youve tried in the past havent worked for you. And youll
get tips on the hardest part: keeping it off for good.
Sleep apnea
Getting a good nights sleep is next to impossible for
people who have sleep apnea a condition in which, while
sleeping, you stop breathing for more than 10 seconds
at a time. This program will provide you with proven
techniques that can help you sleep soundly.

Health Risk Assessment (HRA)

Log on to a healthier life.

To get started on your path

toward a healthier life, take the
online HRA and get a personal
health profile that will help you
and your coach understand
your health.
Then, based on your results and
needs, you can enroll into
a lifestyle management program.
For more information, call
866-724-8901 or log on to
www.halliburton.com/totalrewards.

Weight Management
Diets are temporary. Healthy weight loss
is permanent. With this program, you can
lose weight and learn how to keep it off
with health habits that become your new
way of life.
Tobacco Cessation
Quit for life, quit for good. We know
quitting a tobacco habit isnt easy. We can
help turn the possibility into reality.
Physical Activity
Feeling lethargic? Energize your life.
You can learn how to put energy back into
your life by learning physical activities that
lead to a more energized you.

Healthy Eating
Love food? Learn how to improve your
eating habits. You will learn the right foods
to eat and the correct way of eating.
Stress Management
Control your stress control your life.
We know managing stress isnt easy and
we can help turn the possibility into
YOUR reality.
Sleep Apnea
A full nights sleep is not a luxury its
a basic necessity for healthy hormone
balance. Once you dip below seven hours
a night, you are increasing your risk of
diabetes, cancer, heart disease, stroke,
depression and obesity.
2011 Benenfits Guide XX

The List

Top 10 things to do between Oct. 27 and Nov. 17

1. Read ENROLL magazine and attend an Annual Enrollment presentation at your location
Human Resources representatives can provide you with a time and place. If you cant
attend a presentation, a recorded version will be available on HalWorld.
2. Consider your benefit options, and their costs, and discuss these with your family; dont
just default to what you have in 2010.
3. Use the online tools, such as the Medical Plan Analyzer, found at
www.halliburton.com/totalrewards, to help you make your selections.
4. Confirm the eligibility of your dependents and update their Social Security numbers.
5. Confirm the spousal medical surcharge, if applicable.
6. Verify your mailing address, e-mail address, home phone number, and beneficiary
information.
7. Complete your Health Risk Assessment and receive a $100 deductible credit in 2011.
8. Verify tobacco-user status for you and your covered spouse.
9. Make your elections before November 17 or your current 2010 elections will carry over
into 2011 with the following exceptions: Health Savings Account elections do not roll
over or where available options may have changed.
10. Print your confirmation page (if enrolling online).

Fast Forward
Take control of your future by utilizing these web resources.
Benefits tool

What you can do with it

Plan compare

For each of the medical, dental and vision plan options available for 2011, compare the
coverage, co-pays, deductibles and other important features.
Use your actual claims history to find the best medical plan option for you and your
family. Dont worry; the data used in this tool is kept confidential.
Access the Health and Group Benefits Summary Plan Descriptions, which provide
in-depth details about the plan provisions.
Obtain real-time answers to your questions about the health and group benefits offered
for 2011 by chatting online with a Halliburton Benefits Center representative, or, if you
prefer e-mail, send a message to a representative.
Record your numbers like weight, cholesterol, blood pressure to get a picture of
your health.
Estimate your life insurance and LTD needs.

Medical Plan Analyzer

Plan resources
Online chat and e-mail

Health Risk Assessment (HRA)

Life and Long-Term Disability
(LTD) insurance estimators

Find these tools at www.halliburton.com/totalrewards

eliminate
tobacco.
save
money.
Halliburton is
committed
to promoting
healthy lifestyles.
Tobacco-free employees
will receive a 20% medical
premium discount for
remaining tobacco-free.
To qualify for the
nontobacco-user discount,
you must certify that you and
your spouse have not used any
tobacco products since
December 31, 2009, and that
you and your spouse will
continue to refrain from using
any tobacco products while
you are receiving the
nontobacco-user discount.
This certification is subject to
Halliburtons Code of Business
Conduct.
Certain exceptions may be
available if it is unreasonably
difficult or medically
inadvisable for you to quit
tobacco. If you currently use
tobacco products, Halliburton
can help you quit with a
selection of tobacco-cessation
programs.

2011 Benenfits Guide 23

$100

Incentive for Completing Your

Health Risk Assessment

When you take the Health Risk Assessment (HRA) at www.halliburton.com/totalrewards between
October 27 and November 30, 2010, youll receive a $100 per employee credit toward your 2011 annual
deductible if you enroll in a Halliburton-sponsored medical plan option.
Taking the HRA makes good sense for your budget and your life. The path to good health starts with
assessing your lifestyle and making positive behavioral changes.
This is a confidential assessment in which you answer questions about your health, lifestyle and readiness
for improvement. The information you provide will help the program identify your health risk factors and
assess your likelihood of developing chronic conditions such as heart disease, high blood pressure and
diabetes. Upon completing the HRA, you will receive a report that outlines your personal results.
www.halliburton.com/totalrewards

Know Your
Numbers
Knowing the numbers for your blood
pressure, glucose, cholesterol, body
mass index and body composition is an
important first step in understanding
how to make smart decisions about your
health. In fact, your numbers can help
you find out if you have certain health
risks. Our LiveWell program can help
you learn your numbers, meet with a
health educator and put a plan together to
address your risks. Take charge of your
health today log on to www.halliburton.
com/totalrewards to take your health risk
assessment or call 866-724-8901 for
more information.

2011 Benenfits Guide 25

You try to get Flexible Spending Account (FSA) or Health Savings

Account (HSA) reimbursement for over-the-counter medications.
Over-the-counter medications (such as aspirin and cold and allergy drugs)
cannot be reimbursed through an FSA or HSA without a prescription
beginning January 1, 2011. You can still be reimbursed through an FSA
or HSA for insulin. You may submit claims to your FSA for over-thecounter medications purchased in 2010 until March 31, 2011. You must
be reimbursed by your HSA for any over-the-counter medications before
January 1, 2011.

Mistakes from
the Future

You call the Halliburton Benefits Center at Hewitt to enroll in

2011 benefits.
During Annual Enrollment, all employees need to enroll through the new
Halliburton Benefits Center at Mercer. You can do so by calling
1-866-321-0964 or visiting the Halliburton Total Rewards website at
www.halliburton.com/totalrewards.
Please refer to page 4 for information about logging in to the new
Halliburton Total Rewards website for the first time.
You fail to enroll your 25-year-old child under the medical program for
2011.
As part of health care reform law, you can now cover your children up to
age 26 under your medical, dental and vision programs beginning January
1, 2011. The child does not need to live in your household to be covered,
but he or she does need to be a legal child or step-child. Your childs
spouse, domestic partner and children will not receive coverage. For Child
Life and Child AD&D, eligible dependents can be covered to age 25.
Halliburton will hold a special enrollment period, October 27 to November
30, for adding eligible adult children. For more information on the 2011
Special Enrollment for Dependents, refer to the insert. To enroll, verify
or simply enter the adult childs name, date of birth and Social Security
number as you complete the Annual Enrollment process.
With this change, Halliburtons full-time student rule will no longer apply.
This means that you will no longer need to certify your childs student
status at enrollment and recertify it each year.

DID YOU KNOW?

1. You dont need a Social Security number to add your newborn to

your benefits.

8. Updating your address in Employee Self Service (ESS) updates

your address with the Halliburton Benefits Center.

2. You can make changes to your benefits during the year if you have
a Qualified Change-in-Status event if you report it within 31 days.

9. Your annual benefit base pay is determined by your employer and

reflected in your employers payroll records as of the previous
October 1, which generally does not include income received
from: commissions, bonuses, overtime pay, premiums, any
other compensation, or income received from sources other than
Halliburton.

3. The Halliburton Benefits Center has new extended hours from

7:30 a.m. to 7:30 p.m. Central Time.
4. You could receive a deductible credit just by taking the Health Risk
Assessment (HRA) by November 30, 2010. Access the HRA via
the Halliburton Total Rewards website.
5. If an expectant mother covered under the Halliburton medical
program registers with Special Beginnings within her first
trimester, she will receive a complimentary car seat.
6. The LiveWell wellness program offers lifestyle health coaching to
you and your eligible family members at no additional cost.
7. Over-the-counter medications are no longer considered an eligible
expense for the Health Care Flexible Spending Account and HSA
beginning January 1, 2011.

10. You may still be required to submit receipts to substantiate eligible

expenses while you are participating in a Health Care Flexible
Spending Account.
11. You have until December 31 to incur eligible health care FSA
expenses for the 2010 plan year, and until March 31, 2011 to file
your claims to prevent forfeiture.
12. You may be required to provide documentation regarding any
Qualified Change-in-Status events that you process or to verify
your dependents eligibility upon request.

This communication provides a brief overview of the benefit choices that will
be offered to eligible Halliburton U.S. employees for 2011. It is not a complete
description of the choices or a complete description of the plans that will be
available in your Summary Plan Descriptions.
Summary of Material Modifications
This communication is a summary of the material modifications made to the
Halliburton Energy Services, Inc. Welfare Benefit Plan. This summary revises
and replaces certain text in the Plans summary plan descriptions. To the
extent that materials in the Plans summary plan descriptions and this brochure
conflict, the information in this brochure will govern. Thus, please keep a copy
of this brochure as a supplement to your Plans summary plan descriptions.
For answers to immediate questions about your 2010 benefits, please call the
Halliburton Benefits Center at 1-800-535-8130, Monday through Friday, from
8:30 a.m. 5:00 p.m. Central Time. You can also submit your inquiries to the
Halliburton Benefits Center via the Your Benefits ResourcesTM (YBR) site at
http://resources.hewitt.com/halliburtonbenefits. Once you enter your User ID and
password, choose the Contact Us menu option on the left-hand side of your
screen and you can then choose the option Use E-mail to Send a Question to
a Benefits Representative. You will receive a response to your inquiry within 3
business days.
For questions about your 2011 Annual Enrollment and health and group benefits,
please contact the new Halliburton Benefits Center, Monday through Friday, at
866-321-0964 (if dialing internationally, use your countrys AT&T access number)
or 857-362-5980, from 7:30 a.m. to 7:30 p.m. Central Time. You can also log on
to www.halliburton.com/totalrewards for information or to initiate a chat session.
Every effort has been made to provide clear and accurate information about
Halliburtons benefit plans. However, in the event of a discrepancy between this
material, the plans summary plan description and the official plan documents,
the official plan documents will govern. There are no guarantees that participation
under the benefit plans described in this material will remain unchanged in future
years. Halliburton reserves the right to change, suspend, amend or terminate the
plans described in this material at any time, in whole or in part. This means that
the plans may be:
Discontinued in their entirety;
Changed to provide different levels of benefits;
Changed to provide for different cost sharing between the Company and
participants; or
Changed in any other way.
Any such change or termination shall be solely at the discretion of the Company.
You will be notified if any such change or termination occurs.
The Womens Health and Cancer Rights Act of 1998
Under Halliburtons Medical Program, coverage will be provided to an employee
or covered dependent who is receiving benefits for a medically necessary
mastectomy and who elects breast reconstruction after the mastectomy for:
Reconstruction of the breast on which a mastectomy has been performed
Surgery and reconstruction of the other breast to produce a symmetrical
appearance
Prostheses
Treatment of physical complications of all states of mastectomy, including
lymph edemas.
This coverage will provide benefits in consultation with the attending physician
and the patient, and will be subject to the same deductibles and co-insurance
provided for the mastectomy.

Written by Global Benefits

M259302
81737

Produced by Halliburton Communications

2010 Halliburton. All Rights reserved.
H07919 09/10 Printed in the U.S.A