USE BENEFITS THAT WORK TO ACHIEVE YOUR WELLNESS GOALS IN 2018

1 What s InsideYour Enrollment Checklist .. INSIDE FRONT COVERB enefits That Work ..PAGES 2 11 Additional Voluntary BENEFITS ..PAGE 12 Who You Can Cover ..PAGE 13 Important Notices ..BACK COVERUSE BENEFITS THAT WORK TO ACHIEVE YOUR WELLNESS GOALS IN 2018 2018 BENEFITS guide FOR NEW EMPLOYEESMake choices that enhance your total well-being Your definition of personal WELLNESS is unique. As you prepare to make benefit decisions, think about your WELLNESS GOALS physical, emotional and financial then select the ones that can help you and your family have a healthy Enrollment ChecklistMake your 2018 benefit elections in the first 30 days of your to to:Review additional informationUse the Health Plan Modeler to compare your potential costs under the Health Plan optionsLearn how contributing to a Health Savings Account (HSA) can help you cover out-of-pocket costs and save for the futureENROLLE lect your BENEFITS and complete the Affirmation of Dependents form (if applicable) within 30 days of your date of hire, or you will default to waived coverage Review your confirmation and print a copy for your records prior to exitingUnder Quick Links, click My First DaysCONFIRMC heck your pay stub to make sure your benefit elections are reflected correctly.

2 You will see your benefit contributions as deductions in your paycheck within one to two pay periods after you enroll. Note that your coverage is effective as of your date of Ask HR at immediately if you see any problems** Marathon Oil cannot make corrections if you did not enroll during your first 30 days of stay informed about our benefit plans and make the most of your Marathon Oil BENEFITS , visit next opportunity to enroll won t be until 2019 BENEFITS Open Enrollment, unless you experience a qualifying life event, such as marriage, divorce, or the birth or adoption of a child. You have 31 days to notify Marathon Oil of the event, change your benefit elections and have your premiums adjusted assistance?

3 Ask HR!Call 1-855-652-3067 | Email PLAN OVERVIEWM arathon Oil offers two Health Investment Plan (HIP) options HIP Value and HIP Plus. Both plan options are a Preferred Provider Organization, or PPO, type of plan, and cover in-network preventive services at 100% (no deductible). In addition, both combine medical and prescription drugs toward the deductible and out-of-pocket are key features of each HIP HEALTH PLAN MONTHLY employee CONTRIBUTIONSThe monthly contribution amounts listed below are for regular full-time Plan2 FeatureHIP ValueHIP PlusContributionsHigherLowerDeductible(c ombined for medical and prescription drug)LowerHigherHealth Savings Account (HSA)YesPrescription DrugsYou pay coinsurance, based on the type of drug.

4 For non-preventive drugs, you must first meet the Health Plan deductible before cost sharing LevelHIP ValueHIP PlusEmployee Only$124$94 employee + Spouse / Domestic Partner$274$209 employee + Children$249$190 employee + Spouse / Domestic Partner + Children$373$284 Find the right fitGo to and use the Health Plan Modeler to estimate your potential costs based on your covered family members and expected health care Value HIP PlusIn-Network1 Out-of-NetworkIn-Network1 Out-of-NetworkHealth Savings Account (HSA) Company Contributions for 2018 employee Only coverage: $500 employee Only coverage: $750 employee + coverage2: $1,000 employee + coverage2: $1,500 Individual Deductible ( employee Only coverage; combined with prescription drug)$1,350$4,050$2,000 $4,000 Family2 Deductible ( employee + coverage.)

5 Combined with prescription drug)$2,700$8,100$4,000$8,000 CoinsurancePlan pays 85%Plan pays 50%Plan pays 80%Plan pays 50%Individual Out-of-Pocket Maximum(combined with prescription drug) $2,700$8,100$4,000 $8,000 Family2 Out-of-Pocket Maximum(combined with prescription drug)$5,400$16,200$6,850$16,000 Preventive ServicesPlan pays 100% (no deductible)You pay 50% after deductible is met, plus any amount over Reasonable & Customary3 Plan pays 100% (no deductible)You pay 50% after deductible is met, plus any amount over Reasonable & Customary3 Emergency Room Services (if NOT admitted to hospital)Plan pays 85% after deductible is metPlan pays 80% after deductible is metHEALTH PLAN COVERAGE1 In-network provisions apply if you live in an area with no access to in-network Applies to employee + Spouse/Domestic Partner, employee + Children, and employee + Spouse/Domestic Partner + Children A Reasonable & Customary charge is the amount customarily charged for a given service by other physicians in the area (often defined as a specific percentile of all charges in the community), and the reasonable cost of services for a given patient after review of the DRUG COVERAGEWith the HIP options there is a difference in the way coverage works for non-preventive and preventive drugs.

6 For example, with non-preventive drugs you must first meet the deductible, which is combined with medical expenses. Expenses for both types of drugs count toward the out-of-pocket maximum, which is also combined with medical expenses. For a list of eligible preventive drugs, visit prescription and self-injectable drugs must be purchased through Express Scripts or at a participating network ON PRESCRIPTION DRUGSGet it delivered. If you purchase maintenance drugs at a participating retail pharmacy instead of through mail order, you will pay more starting with the fourth fill 40% for generic and brand drugs on the formulary and 80% for brand drugs not on the generic. If you purchase a brand-name drug when a generic is available, you will pay the designated coinsurance for the generic drug plus 100% of the difference in price between the generic and brand-name DrugsPlan FeatureRetail and Mail OrderIn-Network Deductible (combined with medical)HIP Value: $1,350 individual / $2,700 familyHIP Plus: $2,000 individual / $4,000 familyGeneric, Formulary and Non-FormularyHIP Value: You pay 15% after the deductible is metHIP Plus: You pay 20% after the deductible is metOut-of-Pocket Maximum (combined with medical)HIP Value: $2,700 individual / $5,400 familyHIP Plus.

7 $4,000 individual / $6,850 familyPreventive DrugsPlan FeatureRetailMail OrderIn-Network DeductibleHIP Value and HIP Plus: No deductibleGenericHIP Value: You pay 15% ($5 minimum)HIP Value: You pay 15% ($10 minimum, $200 maximum)HIP Plus: You pay 20% ($5 minimum)HIP Plus: You pay 20% ($10 minimum, $200 maximum)FormularyHIP Value: You pay 15% ($25 minimum)HIP Value: You pay 15% ($50 minimum, $200 maximum)HIP Plus: You pay 20% ($25 minimum)HIP Plus: You pay 20% ($50 minimum; $200 maximum)Non-FormularyHIP Value and HIP Plus: You pay 50% ($35 minimum)HIP Value and HIP Plus: You pay 50% ($100 minimum)Out-of-Pocket Maximum (combined with medical)HIP Value: $2,700 individual / $5,400 familyHIP Plus: $4,000 individual / $6,850 family5 Health Savings Account (HSA) and Flexible Spending Accounts (FSA)The savings and spending accounts offer a simple and easy way to save on out-of-pocket medical and dependent care expenses.

8 Your contributions are taken out through regular, equal payroll deductions on a pre-tax basis, which lowers your taxable income. Here is a summary of eligible accounts: HSA Limited FSA for vision and dental expenses, if you elect to contribute Dependent Care FSA, if you elect to contributeFeatureHSAL imited FSAD ependent Care FSAA mount you can contributeHIP Value$2,950 employee Only1$5,900 employee +From $120 up to $2,600 From $120 up to $5,0002 HIP Plus$2,700 employee Only1$5,400 employee +Amount Marathon Oil contributesHIP Value$500 employee Only$1,000 employee +N/AN/AHIP Plus$750 employee Only$1,500 employee +Can be used for expenses for you or your dependents, including prescription drugs, dental and vision3 Dental and vision expenses only3 Daycare expenses for children up to age 13.

9 Disabled dependent care expenses and elder care expenses3 Funds must be used by December 31, 2018, or be forfeitedNo (account balance rolls over and can be invested)YesYesGet help using the HSA Contribution Election tool. Log in to Fidelity NetBenefits and click Health Savings Account, then click Help me select a The maximum contribution for 2018 per household (employer and employee combined) is $3,450 for individual coverage and $6,900 for family coverage. Employees who will be age 55 or older in 2018 may make catch-up contributions up to an additional $1, The maximum contribution allowed per household is $5,000. Lower limits apply to individual contributions when married and filing separate income tax Eligible expenses for savings and spending accounts are governed by the IRS.

10 For information on what expenses are eligible, see IRS publication 502 (health care expenses) and IRS publication 503 (dependent care expenses), available at PLAN OVERVIEW6 With 127,000 dentists in the Cigna network, you have plenty of choices. For a list of Cigna network dentists in your area, call 1-800-244-6224 or go to PlanWith the Cigna DPPO, you can receive care from any licensed dentist. However, if you receive care from a dentist in the Cigna DPPO network, your out-of-pocket cost may be reduced. If you use a Cigna Advantage dentist, your costs may be even DENTAL PLAN MONTHLY employee CONTRIBUTIONS The monthly contribution amounts listed below are for regular full-time OnlyEmployee + Spouse / Domestic PartnerEmployee + ChildrenEmployee + Spouse / Domestic Partner + Children$8$16$17$27 Cigna DPPOS electing a dentistYou can see any licensed dentist; however, if you receive care from a Cigna DPPO dentist, you pay a discounted rate for services.