1. i
Contents
Welcome to your lynda.com benefits ...........................................................................1
Medical ..........................................................................................................................2
Vision.............................................................................................................................4
Employee Assistance Program (EAP) ...........................................................................5
Health Advocate............................................................................................................5
Flexible Spending Accounts (FSAs)..............................................................................6
Transportation Spending Account................................................................................7
Income protection plans ...............................................................................................8
401(k) retirement plan ..................................................................................................9
Time off policies..........................................................................................................10
Company perks and discounts....................................................................................11
Benefits glossary.........................................................................................................12
Questions?...................................................................................................................13
US Employee Benefits Overview
Effective January 1, 2015

2. 1
You have the opportunity to enroll in
the following benefits once eligible:
• Medical
• Dental
• Vision
• Health and dependent care
flexible spending accounts (FSAs)
• Transportation Spending Account
• 401(k) retirement plan
You are automatically enrolled in:
• Employee Assistance Program
• Health Advocate
• Income protection
─ Life3
─ Accidental death &
dismemberment
─ Short-term and long-term
disability
• Paid time off
• Company perks and discounts
Welcome to your lynda.com benefits
At lynda.com, our success depends on our people. We are proud to offer a highly
competitive benefits program as part of the total reward of working at lynda.com.
These benefits are designed to protect your health, your family, and your wealth.
Eligibility
Some of these benefits are provided automatically to you at
no cost, while you’ll need to enroll in others when you become
eligible or during our annual Open Enrollment period.
When you enroll in many of the lynda.com benefit plans, you
can also enroll your:
• spouse or registered domestic partner1
, and
• children, legally adopted children, stepchildren, and
children in your legal guardianship, up to age 262
All employees who work at least 30 hours per week are
eligible for health and insurance benefits on the first day of the
month following:
• Start date for exempt (salaried) employees
• 30-day service period for non-exempt (hourly) employees
You may change health and insurance benefit choices outside
of Open Enrollment only within 31 days of a qualified change
event, such as marriage, divorce, birth or adoption of a child,
or a change in the employment status of your spouse or
registered domestic partner.
Employees can access detailed benefit plan information on
the Benefits Portal. Please contact benefits@lynda.com with
any questions.
1
Refer to lynda.com’s Domestic Partner Affidavit for definitions and verification requirements regarding domestic partner eligibility.
2
Dependents with mental or physical handicaps that prevent them from being self-supporting may be eligible for coverage beyond the age
limit.
3
These plans offer opportunities to voluntarily increase participation beyond the benefits provided by lynda.com.

3. 2
Medical
Anthem Premier HMO1
This plan offers affordable health care for you and your family through a network of doctors, hospitals,
and other health care facilities. You pay a set copay for most covered services, and there are no
deductibles or coinsurance.
Plan features:
• You must select and use a primary care physician (PCP) from the Anthem Premier HMO network to
coordinate your care.
• Plan benefits are only provided with an in-network provider (except in an emergency).
• There are no claim forms to file.
Anthem Premier PPO2
This plan provides you with the freedom to seek care from any licensed provider. However, you usually
pay less when you receive care from doctors, hospitals, and other health care facilities that participate
in the Anthem Premier PPO network (“network providers”) than those who do not (“out-of-network-
providers”).
In general, once you meet the annual deductible, you will pay a small percentage of the cost for each
service until you reach the annual out-of-pocket maximum.
Plan features:
• With network providers:
─ The plan pays 100% for preventive care.
─ Claims are filed on your behalf by the medical provider.
• With out-of-network providers:
─ You must meet an annual deductible before the medical plan will pay for any services, including
preventive care.
─ You may need to pay the provider directly and submit a claim for reimbursement yourself.
─ For most covered services, Anthem has determined a set maximum allowed amount that is
considered reasonable and customary. If your out-of-network health care services cost more
than this amount, you will be responsible for paying the difference to the provider.
1
This plan is only available to employees who reside in California.
2
The PPO plan for employees outside California is called the Anthem Blue Card PPO. This plan has the same benefits and coverage as the
Anthem Premier PPO.

4. 3
Medical plan comparison
Anthem HMO Anthem PPO
In-network only In-network Out-of-network
Annual deductible
Employee only None $150 $300
Employee + family None $450 (maximum of three
separate deductibles per family)
$900 (maximum of three
separate deductibles per family)
Annual out-of-pocket maximum (excludes annual deductible)
Employee only $1,500 $2,000 $6,000
Employee + family $3,000 $4,000 $12,000
Covered services
Preventive care Plan pays 100% Plan pays 100%
(deductible waived)
You pay 30%
Regular office visits You pay a $15 copay You pay $15/visit
(deductible waived)
You pay 30%
Specialist office visits You pay a $15 copay You pay $15/visit
(deductible waived)
You pay 30%
Urgent care You pay $15/visit
(waived if admitted to the ER)
You pay $15/visit
(deductible waived)
You pay 30%
Emergency room You pay $100/visit
(waived if admitted)
You pay 10% plus $100/visit
($100 waived if admitted)
You pay 10% plus $100/visit
($100 waived if admitted))
Hospitalization You pay $100/visit You pay 10% You pay 30% plus $250 hospital
deductible
Prescription drug coverage
Tier 1 Greatest value within a therapeutic class; some are generic equivalents of brand name drugs. Includes
diabetic supplies.
• Retail pharmacy
1
: You pay a $10 copay for a 30 day supply
• Home delivery: You pay a $10 copay for a 90 day supply
Tier 2 More affordable brand-name drugs or "preferred" within their therapeutic classes, based on clinical
effectiveness and value.
• Retail pharmacy
1
: You pay a $25 copay for a 30 day supply
• Home delivery: You pay a $50 copay for a 90 day supply
Tier 3 Higher cost brand-name drugs; some drugs on this tier may have been evaluated to be less cost-
effective than equivalent drugs on lower tiers. Includes compound drugs.
• Retail pharmacy
1
: You pay a $40 copay for a 30 day supply
• Home delivery: You pay a $90 copay for a 90 day supply
Tier 4 Includes non-preferred drugs that may be generic, single source brand name drugs, multi-source brand,
or specialty drugs. Certain specialty pharmacy drugs must be obtained through the specialty pharmacy
program and are limited to a 30 day supply.
• Retail pharmacy
1
: You pay 20%, up to a $150 copay for a 30 day supply
• Home delivery: You pay a 20%, up to a $300 copay for a 90 day supply
This chart is a brief benefit summary of lynda.com’s plan options and does not include all coverage details.
Please see the plan documents for more information on the Benefits Portal or by contacting benefits@lynda.com.
1
Non-participating retail pharmacies: You pay the copay plus 50% of the maximum allowable charge (MAC)

5. 4
Dental
MetLife Dental PPO
This plan provides the flexibility to choose any dentist and receive benefits. However, if you go to a
MetLife Dental PPO network dentist, you will generally pay less because these dentists have agreed to
charge lower, negotiated rates.
Plan features:
• When you use in-network providers, the
plan pays 100% for preventive services,
which is not subject to the deductible.
• The MetLife Dental PPO has a lifetime
maximum of $2,000 of eligible
orthodontia expenses per covered family
member.
Vision
Vision Service Provider
(VSP) Plan
This plan offers benefits for eye exams and vision care materials on an annual basis. The plan
generally provides better benefits when you receive care from doctors who participate in the VSP
network. If you decide to go to an out-of-network provider, you may be reimbursed for exams and
eyewear according to the schedule of benefits listed below.
In-network Out-of-network
Eye exam
(once every 12 months)
You pay a $25 copay You pay 100%; after you submit a claim, the plan reimburses you up to $50
Spectacle lenses
(once every 12 months)
The plan pays 100% You pay 100%; after you submit a claim, the plan reimburses you,
depending on the type of lenses
• Single vision lenses: up to $50
• Progressive lenses: up to $75
• Lined bifocal lenses: up to $75
• Lined trifocal lenses: up to $100
Frames
(once every 24 months)
The plan pays up to
$130; you pay 20% of
any amount above $130
You pay 100%; after you submit a claim, the plan reimburses you up to $70
OR
Contact lenses
(once every 24 months)
The plan pays up to
$130; you pay 20% of
any amount above $130
You pay 100%; after you submit a claim, the plan reimburses you up to $105
In and out-of-network
Annual benefit maximum $2,500
Annual deductible
Employee $50
Employee + family $150
Covered services
Preventive services The plan pays 100%
Basic services You pay 20%
Major services (including orthodontia) You pay 50%

6. 5
Employee Assistance Program (EAP)
As a lynda.com employee, you automatically have access to a confidential resource available to help
you with life’s everyday concerns. When you contact the Anthem EAP, you can speak to a registered
nurse who can help answer your health-related questions. You’ll also have access to licensed
counselors who can help with other concerns, including:
• Parenting • Nutrition
• Work-related situations • Self-improvement
• Relationships • Mental health
• Substance abuse
The EAP is 100% paid for by lynda.com.
Health Advocate
The Health Advocate program is a confidential service that helps with health care and insurance-
related issues. Your personal Health Advocate team will help you and your family:
• Find the right doctors, dentists, and hospitals
• Identify services for your elderly parents and parents-in-
law
• Get estimates for common medical procedures based on
where you live
• Coordinate care and schedule follow-up visits
• Answer questions about medical test results, treatments,
and prescription drugs
• Help resolve health insurance claims and billing issues
Health Advocate is 100% paid for by lynda.com.
You can contact the EAP at:
• 800-999-7222 (24/7)
• anthemEAP.com
(Member login: lyndadotcom)
You can contact Health Advocate at:
• 866-695-8622
(M – F, 5 a.m. – 6 p.m. PST)
• HealthAdvocate.com/members

7. 6
Important: Estimate your FSA elections conservatively. If the total of your eligible FSA claims is less than the
amount of your FSA election, you will forfeit the unused amount per IRS rules. For the 2015 plan year, you
can incur eligible expenses from January 1, 2015 through March 15, 2016. You must submit all claims for
reimbursement by March 31, 2016. Any funds from the 2015 plan year left in your account after March 31,
2016 will be forfeited. Also note that invoices for prepaid health/dependent care expenses where services
have not yet occurred are not acceptable forms of documentation for submitting a claim.
Flexible Spending Accounts (FSAs)
Health FSA
You can contribute up to $2,550 to a health FSA on a pre-tax basis each year to pay for health-related
expenses for you and your eligible dependents. Examples of eligible health FSA expenses include:
• Medical and dental deductibles • Laser vision surgery • Vision exams and eye glasses
• Prescription drug copays• Orthodontia • Hearing aids
Other non-cosmetic services that are not covered by your medical, dental, or vision benefit plans may
also be eligible.
Dependent Care FSA
You can contribute up to $5,000 ($2,500 if married filing separately) to a dependent care FSA on a pre-
tax basis each year to pay eligible expenses for care of your dependent children under age 13, or for a
person of any age whom you claim as a dependent on your federal income tax return and who is
mentally or physically incapable of caring for him or herself. Examples of eligible dependent care FSA
expenses include:
• Before and after-school programs • Activities in lieu of day care
• Care of an incapacitated adult dependent• Day camp, nursery school, or private sitter
Refer to IRS Publications 502 and 503 for a complete list of eligible and ineligible health FSA and
dependent care FSA expenses. You can also get more information about the FSAs from our vendor’s
website. Go to discoverybenefits.com.

8. 7
Transportation Spending Account
With the Transportation Spending Account, you can use pre-tax dollars to help pay for eligible
commuting expenses. These include costs for public transportation and parking.
Any contributions you elect will be deducted from your paycheck on a pre-tax basis twice per month.
The maximum monthly contributions are determined by IRS limits. In 2015, the monthly limits are:
• $130 per month for transit expenses (e.g., train, bus, subway, and ferry)
• $250 per month for parking expenses
When you enroll, you’ll receive a debit card from Discovery Benefits that you can use to pay for eligible
expenses. If you need to pay for expenses and your provider doesn’t accept a debit card, you can use
the “pay the provider” option on the Discovery Benefits website. Alternatively, you can pay out-of-
pocket and submit a claim online for reimbursement.
Although you’re not required to submit receipts for reimbursement, we recommend that you keep any
receipts for your records. You should also consider signing up for direct deposit with Discovery Benefits
to receive reimbursement as quickly as possible.
The Transportation Spending Account gives you the flexibility to change your contribution amount from
month to month, and your contributions carry over each year.
For more information, go to www.discoverybenefits.com, call 866-451-3399, or email
customerservice@discoverybenefits.com.

9. 8
Income protection plans
lynda.com-provided coverage
• Provided at no cost to you
• You are automatically enrolled when you become eligible for benefits
Insurance Description
Life Equal to your annual salary, up to a maximum of $50,000 in the event of your
death
1
Accidental death and dismemberment (AD&D) Equal to your annual salary, up to a maximum of $50,000 in the event of
certain losses or death
1
Short-term disability (STD) 60% of your predisability weekly earnings, with a maximum benefit of $2,308
per week, for up to 24 weeks of disability
2
Long-term disability (LTD) 60% of your predisability monthly earnings, with a maximum benefit of
predisability monthly earnings, with a maximum benefit of $10,000 per month
if your disability extends beyond 24 weeks
2
Supplemental life insurance coverage
You can purchase additional life insurance coverage for yourself and your dependents.
• The monthly premium amount is based upon the amount of coverage elected and the age of the
insurance.
• Enroll through the Employee Benefits Portal. Deductions are taken on a pre-tax basis directly from
your paycheck.
Insurance Description
Employee coverage In the event of your death, the plan pays benefits in increments of $10,000 to
a maximum benefit of the lesser of five times your basic annual earnings or
$500,000
Spouse coverage In the event of your spouse’s death, the plan pays benefits in increments of
$5,000 to a maximum benefit of $100,000
Child coverage In the event of your child’s death, the plan pays a benefit of $1,000, $2,000,
$4,000, $5,000 or $10,000
1
These benefits will be reduced if you are age 65 or older. If you are between the ages of 65 and 70, your benefit will be reduced to 65% of
your annual salary, to a maximum of $50,000. If you are 70 or older, your benefit will be reduced to 50% of your annual salary, to a
maximum of $50,000.
2
Your lynda.com disability benefits will coordinate with any state disability benefits available, so the maximum benefit will not be higher than
the amounts described above. You will be responsible for filing any claims directly with the carrier. All disability leave requests should be
communicated to Human Resources as soon as possible.

10. 9
401(k) retirement plan
The Plan
Saving for retirement is important for your financial
future, whether you plan to retire soon or years
from now. The lynda.com 401(k) retirement plan is
designed to assist you in meeting your retirement
goals.
Eligibility
You are eligible to participate in the plan after you
have attained age 18 and have completed three
months of service. After you have met the plan’s
eligibility requirements, you begin participation as
of the next plan entry date (the first day of each
calendar month for salary deferral purposes).
Vesting
The term vested means that you own all the money
in your plan account. You are always 100% vested
in the money you contribute to the plan, namely,
your 401(k) before-tax and any rollover
contributions.
Your before-tax 401(k) contributions
You can choose to contribute a portion of your
annual compensation to the plan, subject to plan
(90% of your before-tax compensation) and IRS
limitations. You decide how much to contribute,
and your contributions to the plan are deducted —
before federal and state income taxes — directly
from your paycheck.
The 2015 pre-tax 401(k) employee contribution
limits set by the IRS are:
• Annual: $18,000
• Additional catch-up: $6,000 (age 50 and older)
Company matching contributions
lynda.com will also match a portion of your before-
tax 401(k) contributions to the plan — $1 for every
$1 you put into the plan — up to a maximum
matching contribution of up to 5% of your
compensation per pay period.
You are 100% vested in matching contributions
lynda.com makes to your account.

11. 10
Time off policies
Vacation
Full time employees begin to accrue paid vacation
starting on their date of hire.
Years of service Hours
Maximum
rollover hours
0 – 4 80 140
5 – 7 120 210
8 or more 160 280
Sick
Full-time employees receive 40 hours of paid sick
leave per calendar year. Unused sick leave does
not carry over into the following year. Sick leave for
employees hired after January 1 is pro-rated based
upon the date of hire.
Maternity/Paternity leave
Full-time employees who have been employed for
at least 1 year are eligible for maternity and
paternity leave pending medical certification. For
maternity leave, employees are eligible for 90
hours of paid time off. For paternity leave,
employees are eligible for 40 hours of paid time off.
Time can be used continuously or intermittently.
Company holidays
lynda.com observes 8 paid Company holidays:
• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Holiday
1
Birthday
Full-time employees are provided with a paid day
off during the month of their birthday.
Jury duty
From date of hire, all full-time employees are
eligible to receive regular pay/salary if called to
serve on a jury, for a maximum of 15 days.
Bereavement
Full-time employees are eligible for up to 40 hours
of paid bereavement leave for travel and grieving
for time missed due to a death in the immediate
family, and up to 8 hours of paid bereavement
leave for non-immediate family.
School activities
Full-time employees are eligible for up to 40 hours
of unpaid time off per calendar year to participate
in school or licensed daycare activities of their
dependent child/children. Part-time employees are
allowed a pro-rated number of hours.
1
Includes Christmas day and day before or after – management will notify staff of exact date when determined.

12. 11
Company perks and discounts
As a lynda.com employee, you have access to a number of perks and discounts, including:
• Coastal Housing Partnership
Through lynda.com’s membership with the Coastal Housing Partnership, all lynda.com employees
are eligible to receive generous savings and benefits when purchasing a home, refinancing a
mortgage, or renting an apartment in Ventura or Santa Barbara counties. Call 805-969-1025 or visit
www.coastalhousing.org.
• Employee discounts
lynda.com employees receive discounts at dozens of local companies, online service providers, on-
site car wash, dry-cleaning pick-up and delivery, and the Apple Store. Visit the Employee Portal for
a complete listing of available discounts.
• Food program
lynda.com offers lunch and healthy snacks at various locations.
• New hire referral bonuses
Referral bonuses are paid to employees for applicants who are hired as regular status employees.
• Sustainability
lynda.com’s sustainability programs include free onsite electric vehicle charging (Juice bar),
commuting incentives (Traffic Solutions), and a healthy green work environment with low emission
building materials, green cleaning products and a zero waste program. We also have partnerships
with ecofriendly local businesses including a moving service provider (Movegreen).
• Wellness programs
lynda.com offers a variety of programs to help you stay active and healthy.

13. 12
Benefits glossary
Below are a few important benefit terms you should know.
Annual deductible: The amount you must pay for
covered services in a calendar year before the plan will
begin paying benefits. HMO plans do not have an
annual deductible.
Annual out-of-pocket maximum: The annual limit
on the amount you pay out of your own pocket for
allowable charges, excluding your deductible and
certain copays.
Coinsurance: The percentage of eligible expenses
you pay for services once you meet your deductible or
pay your copay.
Copay: The charge you are required to pay for certain
covered medical, dental, and vision care services when
you receive them.
Dependent: Spouses, children, and domestic partners
are typical dependents eligible for coverage under a
benefit plan.
Generic prescription drug: sold under its chemical
name rather than a brand name. Generic drugs are
required by law to include the same or similar levels of
active ingredients as their brand-name equivalents, but
they are usually less expensive.
HMO: A health maintenance organization provides
managed care for health insurance and acts as a liaison
with health care providers (hospitals, doctors, etc.) on a
prepaid basis.
Network providers: A licensed doctor, nurse,
therapist, hospital, lab, or other health care facility, as
well as a licensed mental health and chemical
dependency provider, such as a licensed psychiatrist or
psychologist, who:
• Was selected by the plan provider;
• Participates in the plan’s provider network; and
• Agrees to accept discounted payments for services
provided.
Out-of-network providers: Out-of-network or non-
network refers to health care services that are not
provided by the plan’s network of providers. In general,
out-of-network services have higher out-of-pocket costs
than in-network services. There is generally a higher
deductible, out-of-pocket maximum, and coinsurance
when using out-of-network providers instead of in-
network providers.
PPO: A Preferred Provider Organization is a
subscription-based medical care arrangement. A
membership allows a substantial discount below the
regularly charged rates of the designated professionals
partnered with the organization.
Prescription drug formulary: A formulary is the list
of brand-name prescription drugs specifically approved
for a higher level of benefit than prescription drugs not
on the formulary (non-formulary medications).
Medications on the formulary, sometimes referred to as
preferred prescription drugs, have proven clinical
effectiveness and are considered more cost-effective
than non-formulary medications.
Preventive care: health care services that focus on
the early detection and treatment of conditions.
Preventive medical services often include annual
physicals, screenings, and immunizations. Preventive
dental services often include cleanings, exams, and x-
rays.
Reasonable and customary (R&C) charge: the
prevailing rate charged by a particular type of health
care provider in a specified geographic area to perform
a certain medical procedure. R&C charges are often
used by insurance companies to determine how much
they will pay for a given service administered in a
designated area. If a covered individual visits a doctor
whose rates exceed the R&C charges adopted by their
insurance provider, the individual may be responsible for
paying the difference.

14. 13
Questions?
You may contact any of our service providers listed below or email benefits@lynda.com with questions.
Benefit program Provider Phone Website
Medical (PPO & HMO) Anthem
HMO Group #: 154312H001
CA PPO Group #: 154312M001
non-CA PPO Group #: 154312M004
800-765-2588
M-F, 6:30 a.m. – 8 p.m. PST
anthem.com/ca/health-
insurance/home/overview
Dental (PPO) MetLife
Group #: KM5596440-0001
800-942-0854
M-F, 5 a.m. – 8 p.m. PST
mybenefits.metlife.com
Choose the PDP network when
finding a dentist online
Vision Vision Service Plan
Plan #: 30000633
800-877-7195
M-F, 5 a.m. – 8 p.m. PST
vsp.com
Employee Assistance
Program (EAP)
Anthem
Plan #: 1543120001
800-999-7222
24/7
anthemEAP.com
Member login: lyndadotcom
Health Advocate Health Advocate 866-695-8622
M-F, 5 a.m. – 6 p.m. PST
healthadvocate.com
Flexible and
Transportation Spending
Accounts
Discovery Benefits
Plan #: 17503
866-451-3399
M-F, 5 a.m. – 5 p.m. PST
discoverybenefits.com
Life, AD&D, and
disability insurance
MetLife
Group #: KM5596440-0001
800-275-4638,
M-F, 5 a.m. – 8 p.m. PST
mybenefits.metlife.com
401(k) retirement plan Fidelity
Plan #: 31671
800-835-5095
M-F 5:30 a.m. – 5:30 p.m. PST
netbenefits.com
This guide summarizes the key features of the lynda.com benefit plans. Please refer to the plan documents for exact terms and conditions of
coverage. If any conflict arises between this guide and the official plan documents, the terms of the actual plan documents or other applicable
documents will govern in all cases. lynda.com and its affiliated entities reserve the right to change, modify, or terminate the benefit plans at
any time. This guide is not a contract for purposes of employment or payment of benefits.
updated 2/26/15