Plan Year: January 1, 2017 – December 31, 2017 Benefits-at-a-Glance - PowerPoint Presentation

Plan Year: January 1, 2017 – December 31, 2017 Benefits-at-a-Glance

Contents & Contact Information The information in this Benefits Summary is presented for illustrative purposes and is based on information provided by the employer. The text contained in this Summary was taken from various summary plan, prescriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Benefits Summary and the actual plan documents, the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about thissummary, contact Human Resources. Refer to this list when you need to contact one of your benefit vendors. For general information contact Human Resources.  BENEFIT INFORMATION: pages 2 & 14 MEDICAL : page 3 Cigna Health Insurance V3 Insurance Group #3335627 Customer Service Number 24/7 800-244-6224 Web Address www.MyCigna.com and Register! Nurse Hot Line 24/7 800-244-6224 ask for a nurse DENTAL & VISION: page 7 & 9 Guardian Life Insurance Company Policy #534155 Customer Service Number 888-600-1600 Web Address www.GuardianAnyTime.com and Register!   Guardian college tuition: : page 8 Customer Service Number 215-839-0119 Web Address www.Guardian.CollegeTuitionBenefit.com and Register! User ID 534155 Password Guardian Group Basic life, STD & LTD : ____ ___________ page 10 & 11 Lincoln Financial Group Policy #01-0153862; 01-0153863; 01-0153864 Customer Service Number 800-423-2765 Option #1 Web Address www.LFG.com and Register! Lincoln Employee assistance Program : page 12 EmployeeConnect Services 888-628-4824 Web Address www.GuidanceResources.com User Name LFGsupport Password LFGsupport1 Ancillary/Worksite PRODUCTS : _____________________________________________________ page 13 Colonial Life Individual Policy Numbers Customer Service Number 800-325-4368 Web Address www.coloniallife.com DISCLOSURE NOTICES: __ page 16

Your Benefit Plans!V3 Insurance offers a variety of benefits allowing you the opportunity to customize a benefit package that meets your personal needs for you and your family. In the following pages, you’ll learn more about the benefits offered. You’ll also see how choosing the right combination of benefits can help protect you and your family’s health and finances – and your family’s future. CARRIER BENEFIT Cigna Medical Guardian Life Insurance Dental & Vision Lincoln Financial Group Life/AD&D, Short and Long Term Disability Colonial Life Insurance Hospital Confinement Accident, Cancer, Critical, Illness, Short Term Disability, Whole/Universal Life for Employees, Spouse, Dependents Eligibility All Regular full-time employees are eligible for Benefit Plans on the First of the Month following 0 days of employment. You may also enroll your dependents in the Benefit Plans when you enroll. “Regular Full-Time Employees” must be regularly scheduled and working at least 30 hours per week.Eligible dependents include:Your spouse or domestic partner;Your natural children, step-children living with you, legally adopted children and any other children for whom you have legal guardianship, who are:Under 26 years of age (for medical, dental, and vision) Benefit Information 2 When Can You Enroll?You can sign up for Benefits at any of the following times:After completing initial eligibility period;During the annual open enrollment period;Within 30 days of a qualified family-status change.If you do not enroll at one of the above times, you must wait for the next annual open enrollment period. DID YOU KNOW? Beginning in 2014, Individuals (for themselves and dependents) MUST have medical insurance or you may be subject to the following penalty due to the Individual Mandate: 2016: Greater of $695 (Adults)/ $347.50 (Child) or 2.5% of family income 2017: Increased from above by cost of living adjustment Penalties are paid in following year as part of tax return.

Medical Insurance Your Employer now offers TWO comprehensive medical plans through Cigna Health Insurance. To find participating providers REGISTER on www.MyCigna.com Plan Name HSA Plan Current OAP Plan Deductible (Individual / Family) In Network Out Network $2600 / $5200 $4000 / $8000 N/A $1000 / $2000Out-of-Pocket MaximumIn NetworkOut Network$2600 / $5200$8000 / $12000$2000 / $4000$4000 / $8000Out-of-Pocket Max Includes Annual Deductible, coinsurance & copays, including RX copaysMental Health/Substance Abuse and out of network covered expenses Lifetime Major Medical Maximum Unlimited Unlimited Coinsurance – In /Out Network100% / 70% 100% / 70% ROUTINE PREVENTIVE SERVICES Covered 100% Covered 100%WellnessImmunizationsMammography / ColonoscopyPreventative Labs & X-RayCOPAYS Office Visits/Consultations for Illness/Injury100% after DEDUCTIBLE$25NEW MDLIVE by phone or internet100% after DEDUCTIBLE$25Specialist Visit100% after DEDUCTIBLE$50Inpatient Hospital100% after DEDUCTIBLECovered with no pay or CoinsuranceOutpatient Surgery100% after DEDUCTIBLECovered with no pay or CoinsuranceEmergency Room100% after DEDUCTIBLE$100Urgent Care100% after DEDUCTIBLE$50PRESCRIPTIONSRX Copayments (30 day Supply)Home Delivery  100% after DEDUCTIBLE100% after DEDUCTIBLE$15 / $35 / $50$30 / $70 / $100 3 This chart is intended only to highlight the benefits available and should not be relied upon to fully determine your coverage. Should the benefits illustrated conflict in any way with the Summary Plan Description (SPD), the SPD shall prevail. This summary contains highlights only and is subject to change. The specific terms of coverage, exclusions and limitations including legislated benefits are contained in the Summary Plan Description or Insurance Certificates.

REGISTER – Member Private Portalwww.MyCigna.comFind an In Network provider, hospital or pharmacy RX Formulary ListsID Card ReplacementView your plan benefits View Claims and Explanation of BenefitsClaim/Cost EstimatorNEW!! MD Live is HERE! A Doctor is always in, whenever and wherever you need one. MDLIVE connects you to a Board Certified doctor by phone or online video chat. 24/7/365BE PREPARED AND ACTIVATE YOUR ACCOUNT BEFORE YOU ARE SICK!Minor, Non-Emergency Conditions ONLY. Ways to Access: Call 888-726-3171 www.mdlive.com/cignaselect MDLIVE Mobile App (download from site) Member Resources 24-Hour Nurse helpline - available 24/7/365 for general health and prevention questions or for education and support on medical issues. 800-244-6224 Option 1. Cigna Member Mobile Solution – Free App for Apple, Kindle Fire, BlackBerry and Google Play. Simply Search for myCigna Mobile App! Now with fingerprint access!Health Assessment – Health and Wellnes with a fun twist!Tobacco Cessation – Take the health assessment and identify yourself as a smoker and receive Education and Support with interactive tools, videos, goal setting help and more. Healthy Rewards – Check in out on your member portal! Or call 800-870-3470. Discounts on health products and programs. (Must use your ID card when you pay.)Member Portal – view documentation on your insurance coverage any time! Getting more from yourHealth Care Dollars4Pharmacy Benefits & Consumer TipsDid you know you can obtain prescription drugs at local retailers at a reduced cost and sometimes even free? Winn Dixie & Wal-Mart offer generic prescriptions for $4 and a 90 day supply for approximately $10! Publix offers a free medications! Just ask for a list. New Prescriptions? Ask your doctor for a generic sample before you spend dollars on a brand name only to find you are allergic or it has an adverse effect on you. Check Manufacturer website for coupons/discounts!!!www.goodrx.com – Find out what pharmacy nearest your home zip code charges the least amount for your prescription! Remember DO NOT show your medical ID card to receive these benefits or you will be charged your medical plans drug rate.Medical Helpful Hints ASK - Are you a contracted in network provider for MY Cigna plan? ASK - Can you provide me a pre-determination (i.e., estimate) of services?NEED LABS? – ensure you and/or your doctor utilizes an IN NETWORK LAB!PREVENTATIVE CARE – have you had your annual checkups? It’s FREE! PRE-AUTHORIZATION – Required for ALL in patient stays – coordinated by your In Network Physician. Some Outpatient procedures and diagnostic testing require this too.

5 Health Savings Account with HSA Bank – only if enrolled in HSA medicalSome Quick Facts: You can save money in your account for future medical expenses and grow your account through investment earnings if desired.​​ You have control over how much to save and where you want to use the funds (pay current or save for future medical expenses).​​The HSA is portable. It follows you for change of job, change of medical coverage, become unemployed, or change of marital status.​​You own the account. Funds remain in your account from year-to-year.​​Provides tax savings:​​     Tax deductions when you contribute to your account​​​      Tax-Free withdrawals for qualified medical expenses​​Need More Information about HSA's?​​ http://www.treasury.gov/resource-center/faqs/Taxes/Pages/Health-Savings-Accounts.aspx Your Employer will contribute $1300 towards an Employee’s Bank Account Or $2600 towards Employee and Dependent Account if you enroll in the HSA Medical Plan UNLESS you have the FSA General Purpose Account. You can only have one.. SAMPLE of IRS allowed expenses: Acupuncture​ Alcohol and drug addiction treatment​ Breast reconstruction surgery​ Dental treatment​Diagnostic tests​Doctor’s visits​Prescriptions​Eyeglasses, contact lenses and exams​Hearing aids and batteries​Operations/surgery (non-cosmetic)​Physical therapy​Psychiatric care​​See IRS Publication 502 for full list!You CANNOT participate in the HSA bank account if you have the Healthcare FSA Account. You CAN use FSA dollars towards medical Expenses on the HSA medical plan.

Payroll Deductions Payroll deduction amounts for Cigna Medical 6 New HSA Plan Monthly Premium Employer Contributions Per month Employee Contributions Per MonthEmployee Contributions Per Pay (24)Employee Only $581.28$494.09$87.19 $43.60 Employee + Spouse $1336.93 $1136.39 $200.54 $100.27 Employee + Child(ren) $1075.36$914.06$161.30$80.65Family$1772.89$1506.96$265.93$132.97OAPPlanMonthly PremiumEmployer ContributionsPer monthEmployee Contributions Per MonthEmployee Contributions Per Pay (24)Employee Only$759.33$645.43$113.90$56.95Employee + Spouse$1746.45$1484.48$261.97$130.99Employee + Child(ren)$1404.75$1194.04 $210.71 $105.36 Family $2315.94 $1968.55 $347.39 $173.70

If a member uses a network provider they will pay less out-of-pocket costs. Network providers will not charge more than the allowable fee. Balance billing will occur when a member chooses to receive services from an out-of-network provider. Dental Insurance To find a Dental Provider register: www.GuardianAnyTime.com 7 You have two dental plans to enroll in. Choose the one that best meets your needs.Dental Cost Per Pay (24)LOW PPOHIGHPPO Employee Only$2.41$3.94 Employee + Spouse $5.17 $7.99 Employee + Child(ren)$5.70 $9.83 Family $8.96 $14.79BENEFITS Low PPOBENEFITS High PPODeductible$50/$150 - IN$100/$300-OutDeductible$50/$100Deductible waived for Preventative?Yes - InNo - OutDeductible waived for Preventative?YesPREVENTATIVEOral Examinations; Cleanings; X-Rays; Children-to age 19 Fluoride Treatment; Sealants - children (16); Space Maintainers; Harmful habit appliance100/100PREVENTATIVEOral Examinations; Cleanings; X-Rays; Children-to age 19 Fluoride Treatment; Sealants - children (16); Space Maintainers; Harmful habit appliance100/100BASICRestorative amalgams and composite; Resin filling-molars; Periodontics; Anesthesia; Endodontics; Root Canal80/50BASICRestorative amalgams and composite; Resin filling-molars; Periodontics; Anesthesia; Endodontics; Root Canal100/80MAJOR Onlays/Inlays/Vaneers/Crowns (1 in 10); Dentures - full & partial; Bridges50/25MAJOR Onlays/Inlays/Vaneers/Crowns (1 in 10); Dentures - full & partial; Bridges; Implants60/50 Endodontics/Periodontics Basic Endodontics/Periodontics Basic Orthodontic Services 50%-$500 Max Children Only Orthodontic Services 50%-$1250 Max Child Only Annual Maximum $1,500 Annual Maximum $2,500 Maximum Rollover Feature Value added feature! Qualifying participants can carryover part of their unused annual max. Earn by submitting at least one claim for dental expenses incurred during the benefit year, While staying at or under the threshold amount. Register on Guardian AnyTime for details!

8 College Tuition Benefit ® Rewards EARN by Enrolling in Dental and REGISTERING Today! Welcome to the College Tuition Benefits Rewards program! You can now create your Rewards account and start accumulating your Tuition Rewards that can be used to pay up to one year’s tuition at SAGE Scholar Consortium colleges. How does it work? You can use your College Tuition Benefits Rewards at over 330 private colleges and universities across the nation. 80% of SAGE colleges have received an “America’s Best” ranking by US News and World Reports. • Each Tuition Reward point equals a $1 tuition reduction • You will receive rewards each year you have Guardian Dental Plan benefits • Tuition Rewards can be given to your relatives including children, nephews, nieces, and grandchildren. • See how quickly your account can grow! To learn more about the program and how to get started, go to:www.Guardian.CollegeTuitionBenefit.com to set up your account. If you have any questions,please feel free to visit the website or contact College Tuition Benefit directly at 215-839-0119.To participate you must enroll following the instructions provided above.

Vision Insurance 9   BENEFITS   VSP Choice Network In-Network Out-of-Network Reimbursement Benefit Coverage – Includes coverage for glasses OR contact lenses, not both in plan year. Examination for glasses ( once every 12 months ) Contact lens fit and evaluation – max $60 copay $10Up to $39 Materials Copay (waived for elective contacts)$10N/A Frames Retail Allowance (once every 12 months)Up to $150 (20% savings on amount over allowance) Up to $46 Contact Lenses (Evaluation and Fitting) 15% off UCR After max $60 copay N/AEyeglass Lenses Allowance (once every 12 months)  Single Vision100% after copayUp to $23 Bifocal100% after copayUp to $37Trifocal100% after copayUp to $49 Contact Lenses: Medically NecessaryElectiveCovered 100% Up to $150Up to $210Up to $100 LasikDiscount AvailableN/AYour Vision Coverage is provided for FREE by your employer for you, your spouse and dependents.To find a VSP Vision Provider register: www.GuardianAnyTime.com

Life and AD&D Insurance Basic Life Insurance Your Employer provides life insurance to all active full time employees. You also have the option to purchase additional Voluntary Term Life. The chart below provides a brief overview of the plans.   Basic Life/AD&D Insurance General Terms Employee Definition All active full-time employees   Employer Paid Benefit Group Life and AD&D 2 X Annual Salary – $1,000,000 Maximum AD&D – Equal to Basic LifeGuarantee Issue Amount $375,000  Voluntary Term Life Employee Paid For Employee, Spouse and ChildrenEmployee – up to 5 X’s Salary (Max $500k)Guarantee Issue $100,000 Spouse - up to 50% of EE amount (Max $250k) Guarantee Issue $15,000 Children - $250 14 days old to 6 months $10,000 Six month old to age 19 (25 if student) Portability / ConversionYes, with age and other restrictions for Vol Life.Conversion only on Employer paid life. Age ReductionAt age 65 reduced by 35%; At age 70 reduced by 60%At age 75 reduced by 75%At age 80 reduced by 85%Spouse terms at 70 or EE retirement10Did you KNOW? If you have not been declined previously, you can add $20,000 of Voluntary Life/AD&D at Open Enrollment each year with No underwriting! (Until maximum is reached)Don’t forget to designate your beneficiary!

Voluntary Short Term and Long Term Disability Short-Term Disability Insurance Employer Paid! Benefit: 60% of weekly earnings, not to exceed $2000/week Benefit Begins: On the 8 th day out of work due to a Sickness or Illnessthat’s non-work related Maximum Benefit Period: Available for up to 13 weeks Disability Insurance 11 Long-Term Disability Insurance Employer Paid! Benefit: 60% of monthly earnings, not to exceed $10,000/monthBenefit Begins: On the 91st day out of work due to a non-work related disabling injury or illness Maximum Benefit Period: 2 years Own Occupation;Up to age 65 or Normal SocialSecurity Retirement Age thereafterDisability income protection insurance provides a benefit for “short or long term” disability resulting from a covered injury or sickness. Benefits begin at the end of the elimination period and continue while you are disabled up to the maximum benefit duration. Pre-Existing Conditions do apply to LTD – see Lincoln full summaries for details.

12 EmployeeConnect - What can the EAP do for Me?Your EmployeeConnect counselor is the first point of contact when you call the toll-free line. This individual performs counseling and work-life triage, assessment, intake and referral. All counselors hold master’s degrees in counseling, social work or other related majors. In addition, they have broad-based clinical skills and at least three years of experience in assessing and counseling related to a variety of issues. These services are available for covered employees and your immediate household family members. What services can I access?• Unlimited, 24/7 toll-free phone and online access to:–– Family and personal convenience information and referrals for topics such as child and elder care, kennels and pet care, vacation planning, relocation, car buying and colleges –– Legal information and referrals for situations requiring expertise in family law, estate planning, landlord/tenant relations, consumer and civil law, and more–– Financial information and referrals to assist with concerns such as household budgeting, as well as short- and long-term planning • In-person help for short-term issues; up to four* sessions with a counselor per person, per issue, per year• In-person consultations with network lawyers, including one free 30-minute in-person consultation per legal issue, and subsequent meetings at a reduced fee• Web-based resources ––Articles ––Tutorials ––Streaming videos –– Interactive tools and assessments such as financial calculators, budgeting spreadsheets and a language translator • Customized information packets to accompany all work-life services How To Contact:1. Enter this address in your Web browserwww.GuidanceResources.com 2. Enter the login ID: LFGsupport3. Enter password: LFGsupport14. OR Call 888-628-4824 Available 24 hours a day, 7 days a weekEmployee Assistance Program

Short Term Disability Insurance – Replaces a portion of your income to help make ends meet if you become disabled from a covered accident or covered sickness. Accident Insurance – Helps offset the unexpected medical expenses, such as emergency room fees, deductibles and copayments, that can result from a fracture, dislocation or other covered accidental injury. Cancer Insurance – Helps offset the out-of-pocket medical and indirect, non-medical expenses related to cancer that most medical plans don’t cover. This coverage also provides a benefit for specified cancer-screening tests. Critical Illness Insurance – Complements your major medical coverage by providing a lump-sum benefit that you can use to pay the direct and indirect costs related to a covered critical illness, which can often be expensive and lengthy. Whole Life / Universal Life Insurance – Enables you to tailor coverage for your individual needs and helps provide financial security for you and your family members. Medical Bridge/Hospital Confinement - Helps pay for deductible costs for inpatient stays! Simplified individual underwriting, pre-x may apply. Wellness benefit of $50 per year included.   Colonial Life’s coverages share important features: Coverage is available for your spouse and children with most products.Benefits are paid directly to you, unless you specify otherwise.With most plans, you can continue coverage when you retire or change jobs, with no increase in premiums.With most plans you receive benefits regardless of any other insurance you may have with other companies.Coverage has exclusions and limitations that may affect benefits payable. Benefits vary by state and may not be available in all sates. Contact a Colonial Life benefits representative for more information. Colonial life products are underwritten by Colonial Life & Accident Insurance Company, for which colonial Life is the marketing brand. 1200 Colonial Life Boulevard, Columbia, SC 29210, www.coloniallife.com Colonial Life products are not intended as a substitute for medical insurance. 13Colonial Supplemental Products

Choosing Your BenefitsYou must actively choose any benefit that you pay for, or share in the cost with your employer.Your part of the cost is automatically taken out of your paycheck. There are two ways that the money can be taken out: Before your taxes are calculated – medical and dental, vision, accident, cancer and hospital confinement.After your taxes are calculated – voluntary life, accidental death & dismemberment , disability and critical illness.Making Changes Generally, you can only change your benefit choices during the annual benefits enrollment period. However, you may be able to change your benefit choices at anytime if you have a change in status including:Your marriageYour divorce or legal separationBirth or adoption of an eligible child Death of your spouse or covered childChange in your spouse’s work status that affects his or her benefitsChange in your work status that affects your benefitsChange in residence or work site that affects your eligibility for coverage Change in your child’s eligibility for benefitsReceiving Qualified Medical Child Support Order (QMCSO) When Coverage Ends Varies – For medical, dental and vision coverage ends at end of month in which employment with the company ends. Life and disability end on the date of termination.Colonial polices can be continued by you making premium payments directly to Colonial on an after tax basis only if employment ends with the company. Why do I pay for benefits with before-tax money? There is a definite advantage to paying for some benefits with before-tax money: Taking the money out before your taxes are calculated lowers the amount of your pay that is taxable. Therefore, you pay less in taxes. Key Benefit Terms COBRA – A Federal law that allows workers and dependents who lose their medical, dental, or vision coverage to continue any of these coverages for a specified length of time by electing and paying for continuation benefits.Coinsurance – The percentage of the medical or dental charge that you pay after the deductible has been met.Copayment – A flat fee that you pay for medical services, regardless of the actual amount charged by your doctor or another provider. This generally applies to physicians’ office visits and prescription drugs.Deductible – The amount you pay toward medical and dental expenses each calendar year before the plan begins paying benefits.Out of Pocket Maximum – The maximum amount you will pay in coinsurance, deductible and copays during the calendar year.Benefit Information14If you do not notify Human Resources within 30 days of a family status change, you will have to wait until the next annual enrollment period to make benefit changes unless you have another family status change.

The Patient Protection and Affordable Care Act & The Health Care and Education Affordability Reconciliation Act of 2010, together, createthe most comprehensive health insurance reform ever under taken in recent history by our Country. Many of the new law’s required changes have already been incorporated into company health plans across the country since the effectivedate in September of 2010. However, there will be many more changes taking place in the months to come, as more guidance is issued bythe government to employers, insurance carriers and individuals. One of the key requirements of the new law beginning in 2014, is the mandate that all U.S. citizens & legal residents either carry health insurance or pay an income tax penalty. While the tax penalty is not too severe in the first year, it becomes progressively more costly eachyear thereafter. Penalties for failing to buy coverage Tax penalties for failing to buy coverage are phased in according to the following schedule:In 2014, the greater of $95 or 1% of taxable income;In 2015, the greater of $325 or 2% of taxable income;In 2016, the greater of $695 or 2.5% of taxable income; and After 2016, the penalty is indexed for inflation. However, there are two ways to avoid the tax penalty: You can buy coverage for you and your family through your place of employment, if your employer offers such coverage. That coveragemust meet certain standards set by the law in order for you and the employer to escape respective tax penalties. The coverage must meetcertain minimum coverage standards (Generally pays at least 60% of your covered medical expenses) and must be considered “affordable” (Employer cannot charge you a premium for single or employee only coverage greater than 9.5% ofyour W-2 earnings for the year). The 9.5% would apply to annual salaries of up to about $45,000. Or, you can provide coverage for you and your family through a Federally run Insurance Exchange that is supposed to be up and running by 1/1/2014. Essentially, an Exchange is an interactive site where an individual can go to research, evaluate and buy health plans. The State of Florida chose not to set up a state run exchange, so the Federal government will take over that responsibility. If you obtain coverage through an Exchange: The Exchange will sell insurance policies at certain levels of coverage:  Bronze level – a medical plan designed to pay 60% of covered medical benefits;Silver level – a medical plan designed to pay 70% of covered medical benefits;Gold level – a medical plan designed to pay 80% of covered medical benefits;Platinum level – a medical plan designed to pay 90% of covered medical benefits;Catastrophic – available to young adults up to age 30 or those exempt from the individual mandate (additional requirements may apply) You may only obtain coverage through an Exchange if you are not participating in your employer’s plan. If you satisfy certain low income thresholds and do not have medical coverage through an employer, or have employer-provided coveragethat is considered “unaffordable” or pays benefits that are below the “Bronze” plan discussed above, there are tax credits available to helpyou pay the premiums for coverage purchased through the Exchange. The credits also help pay for expenses like deductibles and copays. More information on these credits will be provided to you later. HealthCare Reform and You 15

Required Annual Employee Disclosure Notices The Newborns’ and Mothers’ Health Protection Act of 1996The Newborns’ and Mothers’ Health Protection Act of 1996 prohibits group and individual health insurance policies from restricting benefits for any hospital length of stay for the mother or newborn child in connection with childbirth; (1) following a normal vaginal delivery, to less than 48 hours, and (2) following a cesarean section, to less than 96 hours. Health insurance policies may not require that a provider obtain authorization from the health insurance plan or the issuer for prescribing any such length of stay. Regardless of these standards an attending health care provider may, in consultation with the mother, discharge the mother or newborn child prior to the expiration of such minimum length of stay.Further, a health insurer or health maintenance organization may not: Deny to the mother or newborn child eligibility, or continued eligibility, to enroll or to renew coverage under the terms of the plan, solely to avoid providing such length of stay coverage;Provide monetary payments or rebates to mothers to encourage such mothers to accept less than the minimum coverage;Provide monetary incentives to an attending medical provider to induce such provider to provide care inconsistent with such length of stay coverage; Require a mother to give birth in a hospital; orRestrict benefits for any portion of a period within a hospital length of stay described in this notice.These benefits are subject to the plan’s regular deductible and co-pay. For further details, refer to your Summary Plan Description. Keep this notice for your records and call Human Resources for more information. Women’s Health and Cancer Rights Act of 1998 The Women’s Health and Cancer Rights Act of 1998 requires the group health plan to notify you, as a participant or beneficiary of the Group Health and Welfare Plan, of your rights related to benefits provided through the plan in connection with a mastectomy. You, as a participant or beneficiary, have rights to coverage to be provided in a manner determined in consultation with your attending physician for: All stages of reconstruction of the breast on which the mastectomy was performed;Surgery and reconstruction of the other breast to produce a symmetrical appearance; and Prostheses and treatment of physical compilations of the mastectomy, including lymphedema. These benefits are subject to the plan’s regular deductible and co-pay. For further details, refer to your Summary Plan Description. Keep this notice for your records and call Human Resources for more information. Section 111 Effective January 1, 2009 group health plans are required by Federal government to comply with Section 111 of the Medicare, Medicaid, and SCHIP Extensions of 2007’s new Medicare Secondary Payer regulations. The mandate is designed to assist in establishing financial liability of claims assignments. In other words, it will help establish who pays first. The mandate requires group health plans to collect additional information, more specifically Social Security numbers for all enrollees, including dependents 6 months of age or older. Please be prepared to provide this information on your benefits enrollment form when enrolling into benefits. Michelle’s Law The law allows for continued coverage for dependent children who are covered under your group health plan as a student if they lose their student status because of a medically necessary leave of absence from school. This law applies to medically necessary leaves of absence that begin on or after January 1, 2010. If y our child is no longer a student, as defined in your Certificate of Coverage, because he or she is on a medically necessary leave of absence, your child may continue to be covered under the plan for up to one year from the beginning of the leave of absence. This continued coverage applies if your child was (1) covered under the plan and (2) enrolled as at student at a post-secondary educational institution (includes colleges, universities, some trade schools and certain other post-secondary institutions).Your employer will require a written certification from the child’s physician that states that the child is suffering from a serious illness or injury and that the leave of absence is medically necessary.Required Annual Employee Disclosure Notices Pre-Existing Conditions Limitations NoticeEffective 1/1/2014,  in accordance with The Patient Protection and Affordable Care Act, there is no longer any pre-existing conditions limitations for newly covered employees or dependents  or current employees or dependents covered by the medical plans.16The Genetic Information Nondiscrimination Act of 2008 ( GINA)NOTICE TO EMPLOYEES AND HEALTHCARE PROVIDERS: The Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. 'Genetic information,' as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

Required Annual Employee Disclosure Notices continued Patient Protection:If the Group Health Plan generally requires the designation of a primary care provider who participates in the network and who is available to accept you or your family members. For children, your may designate a pediatrician as the primary care provider.You do not need prior authorization from the carrier or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in the network who specializes in obstetrics or gynecology. The health care professionals, how ever, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan or procedures for making referrals. For a list of participating health care professionals who specialize in obstetrics or gynecology, or for information on how to select a primary care provider, and for a list of the participating primary care providers, contact the Plan Administrator or refer to the carrier website.It is your responsibility to ensure that the information provided on your application is accurate and complete. Any omissions or incorrect statements made by you on your application may invalidate your coverage. The carrier has the right to rescind coverage on the basis of fraud or misrepresentation. Required Annual Employee Disclosure Notices - Continued Children’s Health Insurance Program Reauthorization Act (CHIPRA) of 2009 Effective April 1, 2009, a special enrollment period provision is added to comply with the requirements of the Children’s Health Insurance Program Reauthorization Act (CHIPRA) of 2009. If you or a dependent is covered under a Medicaid or CHIP plan and coverage is terminated as a result of the loss of eligibility for Medicaid or CHIP coverage, you may be able to enroll yourself and/or your dependent(s). However, you must enroll within 60 days after the date eligibility is lost. If you or a dependent becomes eligible for premium assistance under an applicable State Medicaid or CHIP plan to purchase coverage under the group health plan, you may be able to enroll yourself and/or your dependent(s). However, you must enroll within 60 days after you or your dependent is determined to be eligible for State premium assistance. Please note that premium assistance is not available in all states. 17 HIPAA Privacy Policy for Fully-Insured Plans with no Access to PHI The group health plan is a fully-insured group health plan sponsored by the “Plan Sponsor”. The group health plan and the plan sponsor intend to comply with the requirements of 45 C.F.R. §164.530 (k) so that the group health plan is not subject to most of HIPAA’s privacy requirements. I . No access to protected health information (PHI) except for summary health information for limited purpose and enrollment / dis-enrollment information. Neither the group health plan nor the plan sponsor (or any member of the plan sponsor’s workforce) shall create or receive protected health information (PHI) as defined in 45 C.F.R. §160.103 except for (1) summary health information for purpose of (a) obtaining premium bids or (b) modifying, amending, or terminating the group health plan, and (2) enrollment and dis-enrollment information. Insurer for group health plan will provide privacy notice The insurer for the group health plan will provide the group health plan’s notice of privacy practices and will satisfy the other requirements under HIPAA related to the group health plan’s PHI. The notice of privacy practices will notify participants of the potential disclosure of summary health information and enrollment / dis-enrollment information to the group health plan and the plan sponsor.No intimidating or retaliatory acts The group health plan shall not intimidate, threaten, coerce, discriminate against, or take other retaliatory action against individuals for exercising their rights , filing a complaint, participating in an investigation, or opposing any improper practice under HIPAAA. No Waiver The group health plan shall not require an individual to waive his or her privacy rights under HIPAA as a condition of treatment, payment, enrollment or eligibility. If such an action should occur by one of the plan sponsor’s employees, the action shall not be attributed to the group health plan.

Required Annual Employee Disclosure Notices - Continued Medicare Part D - Creditable CoverageThis notice applies to employees and covered dependents who are eligible for Medicare Part D.Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with YOUR HEALTH PLAN and about your options under Medicare’s prescription drug Plan. If you are considering joining, you should compare your current coverage including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. Medicare prescription drug coverage became available in 2006 to everyone with Medicare through Medicare prescription drug plans and Medicare Advantage Plan (like an HMO or PPO) that offer prescription drug coverage. All Medicare prescription drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. YOUR GROUP PLAN has determined that the prescription drug overage offered by the Welfare Plan for Employees under the PLAN option is, on average for all plan participants, expected to pay out as much as the standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage under the Plan. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. You should also know that if you drop or lose your coverage with the plan and don’t enroll in Medicare prescription drug coverage after your current coverage ends, you may pay more (a penalty) to enroll in Medicare prescription drug coverage later. ___________________________________________________________When can you join a Medicare Drug Plan?You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15 th to December 7th. However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.What happens to your current coverage if you decide to join a Medicare Drug Plan? If you decide to join a Medicare drug plan, your current plan coverage will not be affected. You can keep this coverage if you elect part D and this plan will coordinate with Part D coverage.If you decide to join a Medicare drug plan and drop your current plan coverage, be aware that you and your dependents will be able to get this coverage back. When will you pay a higher premium (penalty) to join a Medicare Drug Plan? You should also know that if you drop or lose your current coverage with the plan and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later. If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. For more information about this notice or your current prescription drug coverage… Contact our office for further information (see contact information below). NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through your employer changes. You also may request a copy of this notice at any time. For more information about your options under Medicare prescription drug coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage:Visit www.medicare.gov Call your State Health Insurance Assistance Program (see your copy of the Medicare & You handbook for their telephone number) for personalized help,Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).Remember: Keep this notice. If you enroll in one of the new plans approved by Medicare which offer prescription drug coverage, you may be required to provide a copy of this notice when you join to show that you are not required to pay a higher premium amount. Name of Entity/Sender: TigerRisk Partners /Contact--Position: Kim Schultz, Human Capital DirectorPhone Number: 952-215-3342Required Annual Employee Disclosure NoticesContinued . 18

19Model General Notice of COBRA Continuation Coverage Rights**Continuation Coverage Rights Under COBRA**

20Plan Name: TigerRisk Partners Contact Name: Kim Schultz, Human Capital Director Address: 7601 France Ave., South, Ste 200, Edina MN 554335Telephone: 952-215-3342

The information in this Benefits Summary is presented for illustrative purposes and is based on information provided by the employer. The text contained in this Summary was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Benefits Summary and the actual plan documents, the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about this summary, contact Human Resources. Presented by: