Arbeidsvoorwaarden

Employees have the opportunity to choose the healthcare benefits that best meet their needs. Baxter pays a majority of the costs for this coverage. If elected, medical and dental coverage begin immediately upon hire.

Medical Coverage is available for employees and eligible family members. Employees can choose from a variety of medical plan options, balancing cost and features that best meet their needs.

Dental Coverage is offered separately from medical coverage, so employees may elect one without electing the other. Employees have a choice of dental plan options and coverage is also available for eligible family members.

Additional Employee Health and Well-Being Benefits are offered to employees and their families. Through the company’s global health and wellness program called BeWell@Baxter, employees have access to resources to help them focus on staying well through education and prevention, taking action to make healthy changes and dealing with chronic or acute conditions.

Baxter provides Basic Life Insurance, Basic Long-Term Disability and Business Travel Accident insurance at no cost to employees immediately upon hire, and provides Short-Term Disability coverage after employees complete six months and 1,000 hours of service.

In addition, employees can also purchase the following protection at group rates:

• Supplemental Life Insurance
• Personal Accident Insurance
• Long-Term Disability Plus

Through the Employee Stock Purchase Plan (ESPP), Baxter employees have the opportunity to share in the growth the company generates for shareholders. The ESPP allows Baxter employees to purchase Baxter common stock each month at a 15 percent discount (up to 15 percent of base pay and sales commissions, subject to limits under federal law) through convenient payroll deductions with no brokerage fees.

The Incentive Investment Plan (IIP) is Baxter’s 401(k) plan and is a great way to help employees save for the future. Employees can enroll in the plan the first of the month following 30 days of service and choose the amount of pre-tax savings—from 1 percent to 50 percent of pay (subject to limits under federal law). Baxter matches 3.5 percent on the first 4 percent of employee contributions. In addition, for eligible participants, Baxter provides a non-matching contribution of 3 percent of eligible pay each year, provided employees are employed on the last business day of that year.

Employees can choose from a variety of investment funds and immediately vest—gain 100 percent ownership rights—in Baxter’s matching contributions and become vested in Baxter’s non-matching contributions after three years of service.

Flexible Spending Accounts (Healthcare and Dependent Care) allow employees to set aside pre-tax dollars (up to $2,600 for healthcare and $5,000 for dependent care) for eligible expenses, including vision and hearing care, deductibles, co-payments and other expenses not covered by a medical or dental plan. Certain child and eldercare expenses are eligible under the Dependent Care Flexible Spending Account.

Baxter’s Educational Assistance Program invests in employee growth and professional development by reimbursing up to $5,250 per year for undergraduate courses at accredited institutions. A separate program, that requires management approval, provides tuition assistance for graduate coursework.

Baxter Credit Union (BCU) Membership is open to Baxter employees and their entire family. BCU is a nationwide, not-for-profit, full-service financial institution with service centers located in many Baxter facilities in the United States and Puerto Rico. BCU offers no-fee checking; competitive savings and loan rates; financial and retirement planning services and anytime, anywhere account access with free online and mobile banking.

Paid Holidays schedules vary by location, but generally include both standard holidays and company-designated days.

Paid Time Off of 20 to 35 days based on length of service. Flexibility to manage your time off and use your days as you choose (vacation, personal, sick all combined into one “pool of days”).

Family and Medical Leaves of Absence generally provide up to 12 weeks of unpaid time off: when an employee is unable to work because of his/her own serious health condition; to care for a newborn, a newly adopted or foster child; to care for a family member with a serious, documented health condition; and for an “exigency” leave, in appropriate circumstances, due to a qualifying person’s active duty or call to active duty. An absence of up to 26 weeks to care for an ill or injured service member also is provided. Leaves are available to employees who have completed 12 months of service and worked 1,250 hours in the previous 12 months.

Paid Parental Leave provides 2 weeks of paid time off for new mothers and fathers.

Other Time Away Programs include Civic Duty (jury and witness) Leave, Bereavement/Funeral Leave and Military Leave.

The Voluntary Benefits Program allows employees to enroll in employee-paid benefits such as vision insurance, legal benefits, long term care insurance, auto and home insurance and pet insurance through convenient payroll deductions.¹

Commuter Benefits lets employees use pre-tax funds to pay for certain parking and public transit as part of their commute to work.

The Employee Discount Program gives employees access to discounts on a range of products and services such as automobiles, cellular phones, travel-related services, electronics, fitness center memberships, movie tickets, flowers, gifts and more.

The Employee Assistance Program (EAP) provides access to confidential, professional assessment, counseling and referral services for employees and their family members.

Center-Based Child Care benefits including discounts, priority access and/or subsidized backup care are available to Baxter employees through various national childcare organizations.

The Adoption Reimbursement Program reimburses up to $5,000 in legal fees and administrative expenses for the legal adoption of a child.

Baxter’s sole involvement with these benefits is to withhold the cost of any benefits that you choose to purchase from the paycheck, on an after-tax basis, and transmit the payments to the applicable provider. Any questions that employees may have about the benefits must be directed to the provider. See the materials furnished by the providers of these benefits for further information.