2022-UNF-Benefits Guide-V4

2022 BENEFITS GUIDE

Table of Contents

Dear Colleagues:

The UN Foundation cares about the health and well - being of you and your family, and we are dedicated to providing you with a comprehensive benefits package. Although health care costs have continued to rise nationally over the past decade, the UN Foundation remains committed to offering an affordable benefits package. As an employee, you are eligible for a variety of valuable benefits such as health insurance, dental and vision benefits, a health savings account, and flexible spending plans. The UN Foundation is also pleased to provide employer - paid life, short - term disability, and long - term disability insurance to all eligible employees, as well as access to optional employee - paid benefits including life and accidental death & dismemberment (AD&D) and other discounts. The UN Foundation is very proud to present this benefits guide to you, and we are confident that you will find it useful and insightful. This guide provides you with information on the generous benefits options that the UN Foundation offers to its employees.

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BenefitsVIP

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Medical Benefits

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Dental Benefits

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Vision Benefits

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Flexible Spending Account (FSA)

Health Savings Account (HSA) and Retirement

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Life/AD&D and Disability

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Telehealth and EAP

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Behavioral Health Resources

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Compare & Save Chart

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Holidays and Other Benefits

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Discount Programs

Please take time to carefully review this benefits guide. If you have questions regarding any of the information presented, or require additional information, please contact People & Culture.

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Back Up Care

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Disclosures

Sincerely,

The United Nations Foundation

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ADVOCACY

HELP STARTS HERE BenefitsVIP is a powerful, one - stop contact center staffed by seasoned professionals. Your dedicated team of employee benefits advocates is ready to help you and your family members resolve your benefits issues.

WEBSITE Stay informed with the latest health news, biometric tools, calculators and information at benefitsvip.com!

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BenefitsVIP.com

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CONSUMER DRIVEN HEALTH PLAN (CDHP PPO)

MEDICAL CDHP PPO SEMI - MONTHLY EMPLOYEE PAYROLL DEDUCTIONS

MEDICAL BENEFIT

IN - NETWORK

OUT - OF - NETWORK

Annual Deductible

Individual: $1,400 Family: $2,800** Individual: $2,600 Family: $5,200

Individual: $2,600 Family: $5,200** Individual: $5,200 Family: $10,400

Out - of - Pocket Maximum

Preventive Care Adult Preventive Care Adult Annual Physical Exam

SALARY < $95,000 Employee Only Employee + Spouse * $121.32 Employee + Child (ren) $94.85 Employee + Family $178.08 $26.92

No charge No charge

20%* 20%*

Outpatient Care Primary care physician office visits Specialist office visits Outpatient facility surgery Outpatient Lab & X - Ray Diagnostic test (x - ray, bloodwork) Imaging (CT/PET scans, MRIs) Emergency Care Ambulance (if medically necessary) Emergency Room Urgent Care Maternity Prenatal and Post - natal care Hospital services for mother and child

No charge* No charge* No charge*

20%* 20%* 20%* 1

20%* 1 20%* 1

No charge* No charge*

No charge* $100 copay* No charge*

No charge* $100 copay* 20%*

SALARY $95,000 TO $175,000 Employee Only

$35.43

Employee + Spouse * $146.99 Employee + Child(ren) $112.80 Employee + Family $187.16

No charge No charge*

20%* 20%*

Mental Health Inpatient Outpatient

20%* 1 20%* 1

No charge* No charge*

Prescription Drug Annual Out - of - Pocket Maximum Retail Pharmacy (31 day supply) Tier 1 / Tier 2 / Tier 3 / Tier 4 Mail Order (90 day supply) Tier 1 / Tier 2 / Tier 3

Combined with Medical

Combined with Medical

$10* / $25* / $45* / 50%*

$10* / $25* / $45* / 50%*

SALARY > $175,000 Employee Only

$20* / $50* / $90* / 50%*

$56.45

Employee + Spouse * $167.03 Employee + Child (ren) $129.73 Employee + Family $213.90

*After deductible **No one in the family is eligible for benefits until the family deductible is met 1 Prior Authorization is required

*UNF allows employees to cover same and opposite - sex domestic partners.

HEALTH SAVINGS ACCOUNT (HSA) CONTRIBUTIONS If you enroll in the Consumer Driven Health Plan (CDHP) the UN Foundation will contribute annual amounts of $500 for those who elect employee only coverage and $1,000 for those who elect dependent coverage.

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MEDICAL

TRADITIONAL PPO

MEDICAL PPO SEMI - MONTHLY EMPLOYEE PAYROLL DEDUCTIONS

MEDICAL BENEFIT

IN - NETWORK

OUT - OF - NETWORK

Annual Deductible

Individual: $0 Family: $0

Individual: $500 Family: $1,000 Individual: $2,700 Family: $5,400

Out - of - Pocket Maximum

Individual: $1,500 Family: $3,000

Preventive Care Adult Preventive Care Adult Annual Physical Exam

SALARY < $95,000 Employee Only Employee + Spouse * Employee + Child (ren)

No charge No charge

20%* 20%*

$60.13

$184.11 $149.31

Outpatient Care Primary care physician office visits Specialist office visits Outpatient facility surgery Outpatient Lab & X - Ray Diagnostic test (x - ray, bloodwork) Imaging (CT/PET scans, MRIs) Emergency Care Ambulance (if medically necessary) Emergency Room Urgent Care Maternity Prenatal and Post - natal care Hospital services for mother and child

$20 copay $20 copay No charge

20%* 20%* 20%* 1

Employee + Family

$258.65

20%* 1 20%* 1

No charge No charge

SALARY $95,000 TO $175,000 Employee Only

No charge $200 copay $20 copay

No charge $200 copay 20%*

$73.69

Employee + Spouse * Employee + Child (ren)

$273.43 $202.85 $331.60

No charge No charge

20%* 20%*

Employee + Family

Mental Health Inpatient Outpatient

20%* 1 20%* 1

No charge $20 copay

Prescription Drug Annual Out - of - Pocket Maximum Retail Pharmacy (31 day supply) Tier 1 / Tier 2 / Tier 3 / Tier 4 Mail Order (90 day supply) Tier 1 / Tier 2 / Tier 3

$4,500 / $9,000

$4,500 / $9,000

$15 / $35 / $60 / 50%

$15 / $35 / $60 / 50%

SALARY > $175,000 Employee Only Employee + Spouse * Employee + Child (ren)

$125.27 $306.57 $230.76

$30 / $70 / $120 / 50%

*After deductible 1 Prior Authorization is required

Employee + Family

$375.81

*UNF allows employees to cover same and opposite - sex domestic partners.

ADOPTION ASSISTANCE BENEFIT Regardless of medical plan enrollment, all employees are eligible for reimbursement of 50% of relevant fees incurred during the process of adopting a child. A lifetime maximum benefit of $20,000 applies to this reimbursement.

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DENTAL

DENTAL SEMI - MONTHLY EMPLOYEE PAYROLL DEDUCTIONS

VALUE PLAN

NETWORK ACCESS PLAN

DENTAL BENEFIT

OUT - OF - NETWORK

OUT - OF - NETWORK

IN - NETWORK

IN - NETWORK

Annual Deductible

Individual: $50 Family: $150

Individual: $50 Family: $150

Individual: $50 Family: $150

Individual: $50 Family: $150

ALL EMPLOYEES Employee Employee & Spouse Employee & Child(ren) Employee & Family

Annual Maximum

$2,500 per person $2,500 per person $2,500 per person $2,500 per person

$0.00

Diagnostic & Preventive Services Prophylaxis (Cleanings); Oral Examinations; Topical Fluoride; X - rays; Bitewing; Sealants (up to age 14); Space Maintainers Basic Services Fillings; Extractions; Oral Surgery; Endodontics; Periodontics; Periodontal surgery; Anesthesia; Consultations; Repairs of dentures, crowns, inlays and onlays Major Services Bridge and Dentures; Crowns, Inlays, Onlays, Implants Orthodontic Services 1 Lifetime Maximum *After deductible 1 For both children and adults

$22.29 $25.81 $36.37

100%

100%

100%

100%

CHOOSING A DENTIST You may select a dentist of your choice. However, choosing an in - network dentist will provide the greatest savings. To find an in - network provider, visit www.guardiananytime.com/ and search for dentists in the PPO network.

100%*

100%*

80%*

80%*

60%*

60%*

50%*

50%*

*UNF allows employees to cover same and opposite - sex domestic partners.

50% $2,000 per person

50% $2,000 per person

50% $2,000 per person

50% $2,000 per person

CHOOSING A PLAN The Value Plan is ideal for those utilizing participating providers. If your dentist does not participate with Guardian and is therefore out - of - network the Network Access Plan (NAP) is the better choice, as the out - of - network benefits are covered at what is reasonable and customary for the area. Although the percentages appear less in the NAP plan, out - of - network payment on the Value Plan is based on a fee schedule and you could be responsible for more out - of - pocket costs.

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VISION

EYEMED

VISION BENEFIT

IN - NETWORK

OUT - OF - NETWORK

Eye Exam Routine Eye Exam

$10 copay

$40 allowance

Frames

$130 allowance; 20% off of remaining balance

$91 allowance

Lenses Single Vision Lenses Bifocal Vision Lenses Trifocal Vision Lenses

$25 $25 $25

$30 allowance $50 allowance $70 allowance

Contact Lenses Necessary Contact Lenses Conventional Contact Lenses

Paid in Full $130 allowance; 15% off remaining balance

$210 allowance $130 allowance

Frequency Exam / Frames / Lenses

12 months / 12 months / 12 months

*Contact Lenses are in lieu of lenses

VISION SEMI - MONTHLY EMPLOYEE PAYROLL DEDUCTIONS

ALL EMPLOYEES Employee Only Employee + Spouse * Employee + Child (ren)

$3.97 $7.54 $7.94 $11.67

Employee + Family

*UNF allows employees to cover same and opposite - sex domestic partners.

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FLEXIBLE SPENDING ACCOUNT(FSA)

WHAT IS A FLEXIBLE SPENDING ACCOUNT (FSA)? A flexible spending account (FSA) allows you to set aside tax - free dollars from your pay, which may be used to cover out - of - pocket health care expenses incurred by you or your dependents, as well as dependent day care expenses throughout the year. BUDGET APPROPRIATELY FSAs are “ use it or lose it ” type programs meaning if you do not use all of the funds you elect to contribute to your FSA during the calendar year, you will lose those remaining funds. This is why it is important for you to budget appropriately and use all of the fund within the plan year. The only time you may make a change to your contribution amount is during open enrollment or if you experience an IRS qualified status change such as marriage, birth of a child, adoption of a child, divorce, widowed, etc. SAVE ALL RECEIPTS You must save all receipts from purchases made on your FSA debit card, if provided one. Infinisource may request that you substantiate your FSA health care purchases.

EXAMPLES OF ELIGIBLE EXPENSES

ACCOUNT TYPE

CONTRIBUTION LIMITS

ACCESS TO FUNDS

PRE TAX BENEFIT

Health Care FSA*

Medical Plan Deductibles Co - payments

Maximum contribution is based on IRS maximum of $2,850

Allows immediate access to the entire contribution amount from the 1st day of the benefit year, before all scheduled contributions have been made You will be able to submit claims up to your year - to - date accumulated amount in your account (you will only be reimbursed based on your accumulated contribution amounts) Allows immediate access to monthly contribution on the 1st day of the month.

Save 20 - 40% on your health care expenses Save on purchases not covered by insurance Reduce your taxable income Save 20 - 40% on your dependent care expenses

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Prescription Drugs

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Vision Exams/Eyeglasses/ Contacts

*CDHP participants are not eligible for the Health Care FSA.

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Laser Eye Surgery

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Dental and Orthodontia

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Dependent Care FSA

Daycare

$5,000 ($2,500 if married and filing separately)

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Day Camp Eldercare

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Reduce your taxable income

Before and After School Care

Highly Compensated Employee ’ s (HCE): The maximum contribution for 2022 is $1,500 UNF subsidizes mass transit commute expenses up to the maximum monthly federal limit of $280

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Transportation/ Commuter FSA

Parking

Save 20 - 40% on your transportation expenses for commuting purposes

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Public Transportation

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WMATA

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NYTransitChek

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Reduce your taxable income

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HEALTH SAVINGS ACCOUNT AND RETIREMENT

HEALTH SAVINGS ACCOUNT

WHAT IS A HEALTH SAVINGS ACCOUNT (HSA)? An HSA is a pre - tax savings account attached to a high deductible health plan. You can put pre - tax money aside for medical, dental, vision, & prescription expenses. Eligible expenses are determined by the IRS. Although verification is not required, we recommend that you be able to validate all expenses in case of an IRS audit. ELIGIBILITY You can open an HSA if you select the Consumer Driven Health Plan (CDHP) medical plan. You cannot have an HSA if you have a Health Care FSA or any other medical plan that is not a qualified High Deductible Health Plan (HDHP) such as Medicare, TRICARE, etc. WHY AN HSA? You can fund your HSA with pre - tax dollars, and then use the accumulated money to pay for medical, dental, vision, and prescription expenses. The money in your HSA accrues interest and the account is in your name. This means you can take your money with you to a new job and even into retirement. CONTRIBUTIONS For 2022, you can contribute up to $3,650 for individual coverage and $7,300 for family coverage. The UN Foundation will contribute annual amounts of $500 for those who elect employee only coverage and $1,000 for those who elect dependent coverage in their HSA. Those 55 and older are eligible to contribute up to an additional $1,000 annually. Your HSA money rolls over from year to year, there ’ s no “ use it or lose it ” rule. RETIREMENT TAX DEFERRED RETIREMENT The UN Foundation ’ s employer match is 1.5 times the employee ’ s contribution and is capped at 6% of your salary. This means employees must contribute to receive an employer contribution. In order for employees to receive the full 6% employer contribution, they must elect to contribute 4%. New hires will automatically be enrolled at 4%. Employees with significant supervisory responsibilities can set aside additional tax deferred contributions on a voluntary basis to a 457(b) plan. There is no employer match on employee contributions to the 457(b) plan . Benefits eligible employees are immediately 100% vested.

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LIFE/AD&D & DISABILITY

TERM LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT The UN Foundation pays 100% of the premium for Term Life and Accidental Death and Dismemberment (AD&D) insurance coverage for eligible employees. Currently, the Term Life and AD&D coverage provides you with a benefit amount that is 1x your annual salary. SHORT - TERM DISABILITY (STD) The UN Foundation pays 100% of the premium for short - term disability (STD) coverage for employees. STD coverage begins on the 15th consecutive day of disability for both accident and illness, and requires doctor ’ s certification. Coverage provides 100% of the employee ’ s weekly salary for up to six (6) weeks. Approved disabilities past six weeks will be paid at 66.67% for up to three (3) additional weeks. LONG - TERM DISABILITY (LTD) The UN Foundation pays 100% of the premium for long - term disability (LTD) coverage for employees. LTD coverage begins after 90 days for either partial or total disability, and requires a doctor ’ s certification. The plan provides 60% of employee monthly earnings up to a maximum of $10,000 per month. VOLUNTARY LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE Employees may purchase additional life insurance for themselves, their spouse and/or dependents through Guardian. Rates are dependent on employees age and election amount. UN Foundation employees are responsible for the cost of this benefit. VOLUNTARY EMPLOYEE LIFE AND AD&D INSURANCE Employees may purchase up to $300,000 in additional life and AD&D coverage, in $10,000 increments. Upon initial benefits eligibility, the first $100,000 is guaranteed and any additional elections are subject to employees submitting an Evidence of Insurability (EOI) form. VOLUNTARY SPOUSAL AND DEPENDENT LIFE AND AD&D INSURANCE When employees elect life and AD&D insurance for themselves, they are eligible to purchase spousal and dependent life insurance. You can purchase up to $25,000 in $5,000 increments for spouses and $10,000 for dependents. Election amounts cannot exceed 50% of the employees election.

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TELEHEALTH AND EMPLOYEE ASSISTANCE PROGRAM

TELEHEALTH SEE A DOCTOR WHENEVER, WHEREVER.

When you ’ re sick and need care quick, a Virtual Visit is a convenient way to start feeling better faster. With a Virtual Visit, you can see and talk to a doctor via mobile device or computer – 24/7, no appointment needed. The doctor can give you a diagnosis and prescription, if needed. To get started with a Virtual Visit, go to uhc.com/virtualvisits. This ser- vice is available for UN Foundation employees and their dependents enrolled in one of the UHC medical plans.

PREPARE FOR YOUR VIRTUAL VISIT. Have these three items ready to register and com- plete your Virtual Visit:  Health plan ID card  Credit card  Pharmacy location

GET CARE IN 20 MINUTES OR LESS.

Use a Virtual Visit for these minor medical needs:

Bladder infection/ Urinary tract infection Rash

Bronchitis

Sinus problems

Cold/ flu

Sore throat

Fever

Stomachache

Pink Eye

EMPLOYEE ASSISTANCE PROGRAM (EAP) UNF offers an EAP through BHS, at no cost to you. The EAP program includes toll - free access to a 24 hour, 7 days a week counseling and crisis intervention line staffed by qualified health professionals. Access to an interactive online system is also available. Through this program, you and household members are able to receive confidential guidance and counseling regarding personal, financial, and professional issues. A variety of personal concerns that can be addressed include, but are not limited to:

• Depression, Stress, and Anxiety • Marital and Family Conflicts • Financial Consultation • Substance Abuse

• Grief and Loss • Legal Consultations • Estate Planning • Retirement Planning

A professional consultation is just a call or click away 866.594.5292 , or online at portal.BHSonline.com, username: UNF

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BEHAVIORAL HEALTH RESOURCES

BEHAVIORAL HEALTH RESOURCES If you or a loved one has feelings of anxiety, stress, isolation, or depression, you ’ re not alone. Many people face emotional struggles and may need help to cope. Behavioral health care includes mental health care with a focus on a person ’ s behaviors and habits as well as treatment for substance use. How you feel matters. And the way you learn to cope matters too. Behavioral health programs and resources are available through UHC to help you feel better and help you get back to being you. SUPPORT AT YOUR FINGERTIPS  LIVE AND WORK WELL MEMBER PORTAL: UHC members have access to as part of their Behavioral Health, Employee Assistance Program (EAP), Work - Life or Wellness benefits. We can help you connect to a therapist, psychiatrist or other clinician using a provider search directory. You can also call our confidential, 24/7 support phone line for help — or to ask for help finding resources for balancing work, family and personal life. Specific benefits may vary depending on your health plan. Visit https://www.liveandworkwell.com/ to learn more.  TALKSPACE: Provides access to 3000+ licensed therapists across all 50 states. After utilizing the provider matching tool members can schedule real - time video sessions as needed. Also provides the ability to send text, audio and video messages and receive responses daily. HOW TO LOCATE A BEHAVIORAL HEALTH PROVIDER For those enrolled in one of the UHC plans, all three options are viable for locating a provider. Those that waive UNF ’ s medical coverage, can utilize BHS to help locate a provide. 1. Myuhc.com: allows you to filter and search for specific providers. Can also locate Virtual Visit providers and/or Express Access Providers. 2. Liveandworkwell.com: in addition to the myuhc capabilities, members can schedule/connect with virtual provider, view psych hub videos, and submit out - of - network claims. 3. BHS: Reach out via 866.594.5292 , or online at portal.BHSonline.com, and request assistance with finding a therapist who participates with your medical provider.  SANVELLO: Top - rated self - help app that uses clinically validated techniques such as cognitive behavioral therapy (CBT).

ADDITIONAL RESOURCES  Substance Use Helpline — 1 - 855 - 780 - 5955

 National Domestic Violence Hotline — 1 - 800 - 799 - 7233 | 1 - 800 - 787 - 3224 (TTY)  National Suicide Prevention Lifeline — 1 - 800 - 273 - 8255 | 1 - 800 - 799 - 4889 (TTY)  The Crisis Text Line—Text “ Home ” to 741741

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COMPARE & SAVE CHART

Compare Illustrative Costs Side - by - Side: Think about what medical costs you may having coming up next year and also consider using uhc.com, where you can see your claims from prior months and years to complete the below. Refer to the benefit guide to input deductible amounts, potential copays/cost share, and employee premium contributions, as appropriate. UNF annually contributes to your HSA when you ’ re enrolled in the CDHP medical plan. UNF contributes $500 to those enrolled in Employee Only coverage and $1,000 to those enrolled in Family coverage. How do the CDHP PPO Plan and the Traditional PPO Plan compare? Complete the chart below to gather a high - level overview of how UNF ’ s CDHP PPO Plan compares to the Traditional PPO Plan. Just like when you purchase car insurance, the medical plan options shown below allow you to decide whether you want to pay a lower payroll contribution with a higher deductible, or a higher payroll contribution with a lower deductible. It ’ s important you take time to think about how you use your healthcare benefits and determine which plan is best for you.

CDHP PPO PLAN

TRADITIONAL PPO PLAN

 CALCULATIONS

CALCULATIONS ➔

Deductible Doctor Visits Other Copays Prescriptions

$_________ $_________ $_________ +$_________

$_________ $_________ $_________ +$_________

Deductible Doctor Visits Other Copays Prescriptions

A) Out - of - Pocket Responsibility

A) Out - of - Pocket Responsibility

=$__________

=$__________

B) UNF HSA Contribution

- $__________

N/A

C) Net Out - of - Pocket Total (A - B)

C) Annual Out - of - Pocket Total (A=C)

=$__________

=$__________

D) Employee Payroll Contribution

D) Employee Payroll Contribution

+$__________

+$__________

TOTAL ANNUAL SPEND (C+D)

=$__________

=$__________

TOTAL ANNUAL SPEND (C+D)

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HOLIDAYS AND OTHER BENEFITS

UNITED NATIONS FOUNDATION PAID HOLIDAYS

New Years Day, Martin Luther King Jr. ’ s Birthday, Inauguration Day, President ’ s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Columbus Day/Indigenous Peoples ’ Day, Veterans Day, Thanksgiving (2 days), Christmas (2 days) Four weeks annually prorated from date of hire. One week maximum annual carryover. Employees are allowed to carryover 40 vacation hours. See employee handbook for employees based in California.

Paid Holidays

Vacation Leave

Ten days annually prorated from date of hire. Sick leave does not rollover.

Sick Leave

Eight paid weeks of family care leave following the birth or adoption of a child, or to care for another family member who is seriously ill or injured. Up to three days of additional leave for personal reasons, prorated based on hire date in first calendar year of employment. No carryover into the next calendar year.

Family Care Leave

Personal Days

Up to five days for bereavement leave for a member of your immediate family.

Bereavement

CREDIT UNION Eligible employees may join the United Nations Federal Credit Union. The services include savings, checking, and money market accounts; retirement planning; and loans at reasonable interest rates. ZIP CAR The UN Foundation offers a discounted annual membership and access to Zip Car. This program provides an alternative transportation option for getting around with hourly, business day, and full day rates available. LIBERTY MUTUAL INSURANCE Liberty Mutual offers UN Foundation employees discounted rates on home, auto, life, and renters insurance. Take advantage of single line or bundled discounts.

EMPLOYEE DISCOUNT PROGRAM Corporate Shopping Employee Discounts connects employees to over 250 top

national retailers offering incredible employee discounts and private offers. A few popular retailers include: Target, Lands ’ End, Costco, Ralph Lauren, Orbitz, Hotels.com, J.Crew, Brooks Brothers, 1800Flowers, Shoes.com, Avis, Hertz, Budget, HP Employee Purchase Program, Dell Member Purchase Program & Many More! Register and begin using the benefits at https://corporateshopping.com/login/unfoundation

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DISCOUNT PROGRAMS

PET INSURANCE Your pets are part of your family, and you ’ ll do anything to keep them happy and healthy. But with the cost of pet care on the rise, it isn ’ t always easy. That ’ s why we ’ re offering Total Pet Plan , which makes pet care more affordable. Enroll in Total Pet and get the same high - quality products and services your pets are used to, just at a lower price! You may enroll or can cancel at anytime. Cost is based upon the number of pets you wish to cover.

COST PER PAY

MONTHLY COST

$5.43

$11.75

One pet

$8.54

$18.50

Two or more pets

For more details and how to enroll, visit www.petbenefits.com/land/unfoundation.

HEALTH CLUB DISCOUNTS UN Foundation employees have access to Zeamo, a fitness discount benefit. Employees have free access to The Zeamo Fitness Package which includes a library with hundreds of virtual workouts appropriate for varying fitness levels. Participants will also have access to Zeamo Active which connects fitness apps to Zeamo ’ s website to earn active points. With enough active points, participants can qualify for Zeamo Rewards, including vacation packages, theme parks, movies, event tickets and much more! If participants would like an enhanced subscription, there is the option to purchase the Premium Digital Library which features live stream pay - as - you - go classes. Go to www.zeamo.com to learn more. • PETPLUS Prescription, preventatives, food, toys and more discount up to 50% off. The plan also includes free shipping or same day pickup at over 60,000 Caremark pharmacies like CVS, Walmart, or Target. • PETTAG Lost pet recovery service with a durable tag that can be scanned from any smart phone to access your contact information, helping lost pets return home. • PET ASSURE Veterinary Discount Plan that provides a 25% discount on in - house medical services at any participating vet and Lost Pet Recovery Service from ThePetTag. If your vet is not currently participating, you can invite their practice to join at petassure.com/search . Pet Assure offers no exclusions for type, breed, age, or pre - existing conditions. • ASKVET A 24/7 pet telehealth with access to real - time vet support, even when your vets office is closed.

Discounted rates through Crunch Fitness are also available.

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BACK UP CARE BENEFITS

BACK - UP CHILDCARE AND ADULT CARE The UN Foundation is offering in - home back - up care with Corporate Care Solutions to benefit eligible employees. Employees are allotted 10 days of care per year and will pay $8.00 per hour with a 4 - hour minimum. Option to utilize an in - network service or be reimbursed for a preferred provider.

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DISCLOSURES

ticipant. Upon receipt, the administrator of a group health plan is required to determine, within a reasonable period of time, whether a medical child support order is qualified, and to administer benefits in accordance with the applicable terms of each order that is qualified. In the event you are served with a notice to provide medical coverage for a dependent child as the result of a legal de- termination, you may obtain information from your employer on the rules for seeking to enact such coverage. These rules are pro- vided at no cost to you and may be request- ed from your employer at any time. SPECIAL ENROLLMENT RIGHTS (HIPAA) If you have previously declined enrollment for yourself or your dependents (including your spouse) because of other health insur- ance coverage, you may in the future be able to enroll yourself or your dependents in this plan, provided that you request enrollment within 30 days after your other coverage ends. In addition, if you have a new depend- ent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents, pro- vided that you request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. COVERAGE EXTENSION RIGHTS UNDER THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT (USERRA) If you leave your job to perform military ser- vice, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents (including spouse) for up to 24 months while in the military. Even if you do not elect to continue coverage during your military ser- vice, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions for pre-existing condi- tions except for service-connected injuries or illnesses. MICHELLE’S LAW Michelle’s Law permits seriously ill or injured college students to continue coverage under a group health plan when they must leave school on a full-time basis due to their injury or illness and would otherwise lose coverage. The continuation of coverage applies to a dependent child’s leave of absence from (or

other change in enrollment) a postsecondary educational institution (college or university) because of a serious illness or injury, while covered under a health plan. This would oth- erwise cause the child to lose dependent status under the terms of the plan. Coverage will be continued until: 1. One year from the start of the medically necessary leave of absence, or 2. The date on which the coverage would otherwise terminate under the terms of the health plan; whichever is earlier. MENTAL HEALTH PARITY AND ADDICTION EQUITY ACT OF 2008 This act expands the mental health parity requirements in the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Services Act by imposing new mandates on group health plans that provide both medical and surgical benefits and mental health or substance abuse disorder benefits. Among the new requirements, such plans (or the health in- surance coverage offered in connection with such plans) must ensure that: The financial requirements applicable to mental health or substance abuse disorder benefits are no more restrictive that the pre- dominant financial requirements applied to substantially all medical and surgical benefits covered by the plan (or coverage), and there are no separate cost sharing requirements that are applicable only with respect to men- tal health or substance abuse disorder bene- fits. GINA broadly prohibits covered employers from discriminating against an employee, individual, or member because of the em- ployee’s “genetic information,” which is broadly defined in GINA to mean (1) genetic tests of the individual, (2) genetic tests of family members of the individual, and (3) the manifestation of a disease or disorder in family members of such individual. GINA also prohibits employers from request- ing, requiring, or purchasing an employee’s genetic information. This prohibition does not extend to information that is requested or required to comply with the certification requirements of family and medical leave laws, or to information inadvertently ob- tained through lawful inquiries under, for GENETIC INFORMATION NON- DISCRIMINATION ACT (GINA)

NEWBORNS’ AND MOTHERS’ HEALTH PROTEC- TION ACT OF 1996 (NEWBORN’S ACT) Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not pro- hibit the mother's or newborn's attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applica- ble). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). THE WOMEN’S HEALTH A ND CANCER RIGHTS ACT OF 1998 (WHCRA, ALSO KNOWN AS JA- NET’S LAW) Under WHCRA, group health plans, insur- ance companies and health maintenance organizations (HMOs) offering mastectomy coverage must also provide coverage for reconstructive surgery in a manner deter- mined in consultation with the attending physician and the patient. Coverage includes reconstruction of the breast on which the mastectomy was performed, surgery and reconstruction of the other breast to pro- duce a symmetrical appearance, and pros- theses and treatment of physical complica- tions at all stages of the mastectomy, includ- ing lymph edemas. Call your Plan Administrator for more infor- mation. QUALIFIED MEDICAL CHILD SUPPORT ORDER (QMCSO) QMCSO is a medical child support order issued under State law that creates or recog- nizes the existence of an “alternate recipi- ent’s” right to receive benefits for which a participant or beneficiary is eligible under a group health plan. An “alternate recipient” is any child of a participant (including a child adopted by or placed for adoption with a participant in a group health plan) who is recognized under a medical child support order as having a right to enrollment under a group health plan with respect to such par-

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QUESTIONS? Call BenefitsVIP at 1.866.286.5334

example, the Americans with Disabilities Act, provided the employer does not use the information in any discriminatory manner. In the event a covered employer lawfully (or inadvertently) acquires genetic information, the information must be kept in a separate file and treated as a confidential medical record, and may be disclosed to third parties only in very limited situations. CONSOLIDATED OMNIBUS BUDGET RECONCIL- IATION ACT (COBRA) The Consolidated Omnibus Budget Reconcil- iation Act of 1985 (COBRA) requires employ- ers who provide medical coverage to their employees to offer such coverage to em- ployees and covered family members on a temporary basis when there has been a change in circumstances that would other- wise result in a loss of such coverage [26 USC §4980B ] This benefit, known as “continuation coverage,” applies if, for exam- ple, dependent children become independ- ent, spouses get divorced, or employees leave the employer. CHILDREN'S HEALTH INSURANCE PROGRAM REAUTHORIZATION ACT (CHIPRA) Effective April 1, 2009 employees and de- pendents who are eligible for coverage, but who have not enrolled, have the right to elect coverage during the plan year under two circumstances: • The employee’s or dependent’s state Medicaid or CHIP (Children's Health Insur- ance Program) coverage terminates be- cause the individual cease to be eligible. • The employee or dependent becomes eligible for a CHIP premium assistance subsidy under state Medicaid or CHIP (Children's Health Insurance Program). Employees must request this special enroll- ment within 60 days of the loss of coverage and/or within 60 days of when eligibility is determined for the premium subsidy. PREMIUM ASSISTANCE UNDER MEDICAID AND CHILDREN’S HEALTH IN SURANCE PROGRAM (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a pre- mium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligi- ble for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Market- place. For more information, visit www.healthcare.gov. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is availa- ble.

If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan. I f you or your dependents are eligible for premi- um assistance under Medicaid or CHIP, as well as eligible under your employer plan, your em- ployer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your em- ployer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272). If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The follow- ing list of states is current as of January 31, 2022. Contact your State for more infor- mation on eligibility –

CHP+ Customer Service: 1-800-359-1991/ State Relay 711 Health Insurance Buy-In Pro- gram (HIBI): https://www.colorado.gov/pacific/ hcpf/health-insurance-buy-program HIBI Customer Service: 1-855-692-6442 https://www.flmedicaidtplrecovery.com/ flmedicaidtplrecovery.com/hipp/index.html Phone: 1-877-357-3268 GEORGIA: Medicaid A HIPP Website: https:// medicaid.georgia.gov/health- insurance- premium-payment-program-hipp Phone: 678-564-1162, Press 1 GA CHIPRA Website: https://medicaid.georgia.gov/programs/third -party- liability/childrens-health-insurance- program-reauthorization- act-2009-chipra Phone: (678) 564-1162, Press 2 INDIANA: Medicaid Healthy Indiana Plan for low-income adults 19-64 Website: http://www.in.gov/fssa/hip/ Phone: 1-877-438-4479 All other Medicaid Website: https://www.in.gov/medicaid/ Phone 1-800-457-4584 IOWA-Medicaid and CHIP (Hawki) Medicaid Website: https://dhs.iowa.gov/ime/members Medicaid Phone: 1-800-338-8366 Hawki Website: http://dhs.iowa.gov/Hawki Hawki Phone: 1-800-257-8563 HIPP Website: https://dhs.iowa.gov/ime/ KENTUCKY: Medicaid Kentucky Integrated Health Insurance Premi- um Payment Program (KI-HIPP) Website: https://chfs.ky.gov/agencies/dms/member/ Pages/kihipp.aspx Phone: 1-855-459-6328 Email: KIHIPP.PROGRAM@ky.gov KCHIP Website: https://kidshealth.ky.gov/ Pages/index.aspx Phone: 1-877-524-4718 Kentucky Medicaid Website: https:// chfs.ky.gov LOUISIANA: Medicaid Website: www.medicaid.la.gov or www.ldh.la.gov/lahipp Phone: 1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP) FLORIDA: Medicaid Website: members/medicaid-a-to-z/hipp HIPP Phone: 1-888-346-9562 KANSAS: Medicaid Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884

ALABAMA: Medicaid Website: http://myalhipp.com/ Phone: 1-855-692-5447

ALASKA: Medicaid The AK Health Insurance Premium Payment Program Website: http://myakhipp.com/ Phone: 1-866-251-4861 Email: CustomerService@MyAKHIPP.com Medicaid Eligibility: http://dhss.alaska.gov/dpa/Pages/medicaid/ default.aspx

ARKANSAS: Medicaid Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855-692-7447)

CALIFORNIA: Medicaid Website: Health Insurance Premium Payment (HIPP) Program http://dhcs.ca.gov/hipp Phone: 916-445-8322 Fax: 916-440-5676 Email: hipp@dhcs.ca.gov COLORADO: Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+) Health First Colorado Website: https:// www.healthfirstcolorado.com/ Health First Colorado Member Contact Cen- ter: 1-800-221-3943/ State Relay 711 CHP+: https://www.colorado.gov/pacific/ hcpf/child-health-plan-plus

MAINE: Medicaid Enrollment Website: https://www.maine.gov/

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medicalserv/medicaid/ Phone: 1-844-854-4825

dhhs/ofi/applications-forms Phone: 1-800-442-6003 TTY: Maine relay 711 Private Health Insurance Premium Webpage: https://www.maine.gov/dhhs/ofi/ applications-forms Phone: -800-977-6740. TTY: Maine relay 711 MASSACHUSETTS: Medicaid and CHIP Website: https://www.mass.gov/masshealth/ pa Phone: 1-800-862-4840 https://mn.gov/dhs/people-we-serve/ children-and-families/health-care/health- care-programs/programs-and-services/other -insurance.jsp Phone: 1-800-657-3739 MISSOURI-Medicaid Website: http://www.dss.mo.gov/mhd/participants/ pages/hipp.htm Phone: 573-751-2005 MINNESOTA: Medicaid Website:

https://www.dhs.wisconsin.gov/ badgercareplus/p-10095.htm Phone: 1-800-362-3002

OKLAHOMA: Medicaid and CHIP Website: http://www.insureoklahoma.org Phone: 1-888-365-3742 OREGON: Medicaid Website: http://healthcare.oregon.gov/ Pages/index.aspx http://www.oregonhealthcare.gov/index- es.html Phone: 1-800-699-9075 PENNSYLVANIA: Medicaid Website: https://www.dhs.pa.gov/Services/Assistance/ Pages/HIPP-Program.aspx Phone: 1-800-692-7462 RHODE ISLAND: Medicaid and CHIP Website: http://www.eohhs.ri.gov/ Phone: 1-855-697-4347, or 401-462-0311 (Direct Rite Share Line) SOUTH CAROLINA: Medicaid Website: https://www.scdhhs.gov Phone: 1- 888-549-0820

WYOMING: Medicaid Website: https://health.wyo.gov/ healthcarefin/medicaid/programs-and- eligibility/ Phone: 1-800-251-1269 To see if any other states have added a pre- mium assistance program since January 31, 2022, or for more information on special enrollment rights, contact either: U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Ser- vices Centers for Medicare & Medicaid Ser- vices www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565 PAPERWORK REDUCTION ACT STATEMENT According to the Paperwork Reduction Act of 1995 (Pub. L. 104-13) (PRA), no persons are required to respond to a collection of information unless such collection displays a valid Office of Management and Budget (OMB) control number. The Department notes that a Federal agency cannot conduct or sponsor a collection of information unless it is approved by OMB under the PRA, and displays a currently valid OMB control num- ber, and the public is not required to re- spond to a collection of information unless it displays a currently valid OMB control num- ber. See 44 U.S.C. 3507. Also, notwithstand- ing any other provisions of law, no person shall be subject to penalty for failing to com- ply with a collection of information if the collection of information does not display a currently valid OMB control number. See 44 U.S.C. 3512. The public reporting burden for this collec- tion of information is estimated to average approximately seven minutes per respond- ent. Interested parties are encouraged to send comments regarding the burden esti- mate or any other aspect of this collection of information, including suggestions for re- ducing this burden, to the U.S. Department of Labor, Employee Benefits Security Admin- istration, Office of Policy and Research, At- tention: PRA Clearance Officer, 200 Constitu- tion Avenue, N.W., Room N-5718, Washing- ton, DC 20210 or email ebsa.opr@dol.gov and reference the OMB Control Number 1210-0137.

MONTANA: Medicaid Website: http://dphhs.mt.gov/ MontanaHealthcarePrograms/HIPP Phone: 1-800-694-3084

SOUTH DAKOTA: Medicaid Website: http://dss.sd.gov Phone: 1-888-828-0059

NEBRASKA: Medicaid Website: http:// www.ACCESSNebraska.ne.gov

TEXAS: Medicaid Website: http://gethipptexas.com/ Phone: 1-800-440-0493

Phone: 1-855-632-7633 Lincoln: 402-473-7000 Omaha: 402-595-1178

UTAH: Medicaid and CHIP Medicaid Website: https://medicaid.utah.gov/ CHIP Website: http://health.utah.gov/chip Phone: 1-877-543-7669

NEVADA: Medicaid Medicaid Website: http://dhcfp.nv.gov Medi- caid Phone: 1-800-992-0900 NEW HAMPSHIRE: Medicaid Website: https://www.dhhs.nh.gov/oii/ hipp.htm Phone: 603-271-5218 Toll free number for the HIPP program: 1- 800-852-3345, ext 5218 NEW JERSEY: Medicaid and CHIP Medicaid Website: http://www.state.nj.us/humanservices/ dmahs/clients/medicaid/ Medicaid Phone: 609-631-2392 CHIP Website: http://www.njfamilycare.org/ index.html CHIP Phone: 1-800-701-0710

VERMONT: Medicaid Website: http://www.greenmountaincare.org/ Phone: 1-800-250-8427

VIRGINIA: Medicaid and CHIP Website: https://www.coverva.org/en/famis- select https://www.coverva.org/en/hipp Medicaid Phone: 1-800-432-5924 CHIP Phone:1-800-432-5924

WASHINGTON: Medicaid Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022

NEW YORK: Medicaid Website: https://www.health.ny.gov/

health_care/medicaid/ Phone: 1-800-541-2831

WEST VIRGINIA: Medicaid and CHIP Website: https://dhhr.wv.gov/bms/ http://mywvhipp.com/ Medicaid Phone: 304- 558-1700 CHIP Toll-free phone: 1-855-MyWVHIPP (1-855-699- 8447)

NORTH CAROLINA: Medicaid Website: https://medicaid.ncdhhs.gov/ Phone: 919-855-4100

OMB Control Number 1210-0137 (expires 1/31/2023)

NORTH DAKOTA: Medicaid Website: http://www.nd.gov/dhs/services/

WISCONSIN: Medicaid and CHIP Website:

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This benefit summary provides selected highlights of the employee benefits program available. It is not a legal document and shall not be construed as a guarantee of benefits nor of continued employment. All benefit plans are governed by master policies, contracts and plan documents. Any discrepancies between any information provided through this summary and the actual terms of such policies, contracts and plan documents shall be governed by the terms of such policies, contracts and plan documents. Our company