LM_SW_Benefits Guide 2024

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2024 BENEFITS

YOUR BENEFITS YOUR CHOICES YOUR HEALTH

SOUTHWEST

Open Enrollment Information

TABLE OF CONTENTS Open Enrollment Information......... 2 Welcome ........................................ 3 Dependent Eligibility ...................... 4 Medical Benefits.......................... 5-6 Health Savings Account .............. 7-8 Virtual Care and One Guide ® ......... 9 Medical Contributions ................... 10 Dental Benefits............................. 11 Vision Plan ................................... 12 Dental & Vision Contributions ....... 13 Flexible Spending Accounts......... 14 Term and Optional Life and AD&D........................................ 15 Long Term Disability ..................... 16 Optional Life and LTD Contributions ............................. 17 Pet Insurance ............................... 18 Advocacy, Support & Information ................................ 19 Employee Assistance Program.... 20 Decade of Wellness ..................... 21 Glossary of Terms........................ 22 Annual Notices ........................ 23-25

WHAT IS OPEN ENROLLMENT? Open Enrollment takes place once a year allowing you to enroll in and/or make changes to your medical, dental, vision, term life insurance, AD&D, FSA, LPFSA, DCFSA and LTD benefit options for the next plan year. The 2024 OPEN ENROLLMENT period will be held from November 13 to November 27, 2023. This year’s Open Enrollment will be an ACTIVE enrollment for medical insurance plans • This means you MUST enter the ADP portal to RE-ELECT your medical insurance benefit choice. You may also make new plan elections and add or remove dependents from any of your other coverage. The Full Purpose (FSA) or Limited Purpose Flexible Spending Accounts (LPFSA), Dependent Care (DCFSA) reset to zero each year. You MUST re-enroll for these accounts for 2024. HOW DO I MAKE ELECTIONS/CHANGES DURING OPEN ENROLLMENT? Elections/changes are made on the employee self-service portal accessible through the ADP website workforcenow.adp.com. Once you enter the portal, click the open enrollment quick link which directs you to the election pages. If you have not registered on the portal, have difficulty doing so, or have any questions, contact Kassie Brito at 914.696.9344 or email openenrollment@lindenmeyr.com. CAN I MAKE CHANGES AFTER THE OPEN ENROLLMENT PERIOD? Changes after open enrollment can be made if you experience a qualified life event. WHAT IS A QUALIFIED LIFE EVENT (QLE)? An event outside the open enrollment period that allows you to make a change to your benefit coverage including but not limited to: • Marriage or divorce • Birth or adoption of a child • Commencement of a qualified medical support order for a child • Death of a spouse or child • An employment status change for you or your spouse • Medicare or Medicaid eligibility Changes due to a QLE must be made within 30 days of the event. You may be required to provide documents validating the QLE.

Preventive Health Care ................ 26

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Welcome Central National Gottesman Inc. is pleased to provide employees with comprehensive health and welfare benefits and retirement programs.* This brochure contains benefit summaries for the health and welfare programs available to you effective January 1, 2024 through December 31, 2024. It also describes the steps you need to take to make any changes to your benefit options during the Company’s annual open enrollment period. These summaries highlight some of the benefits available under your plans. A complete coverage description including exclusions and limitations will be provided in your Group Service Agreements or Certificates. The Company will offer the following health and welfare programs for 2024: • Medical Insurance: Cigna HSA and Cigna Open Access Plus In-Network Only • Dental Insurance: Delta Dental PPO and Cigna Dental Care (DHMO) • Life Insurance: Lincoln Financial Group Term Life Insurance, Optional Term Life Insurance and Accidental Death & Dismemberment (AD&D) • Voluntary Long-Term Disability Insurance (LTD): Lincoln Financial Group • Flexible Spending Account - Full Purpose (FSA), Limited Purpose (LPFSA); Dependent Care FSA (DCFSA); Commuter Benefits (CBFSA): Benefit Resource, Inc. (BRI) • Vision Insurance: Vision Exam Only: Cigna; Vision

Exam/Materials: Superior Vision by MetLife • Employee Assistance Program (EAP): Cigna • Pet Insurance: Nationwide WHAT’S NEW FOR 2024? EXPANDED TIER COVERAGE • We have moved from a two-tier coverage level to four tiers – Employee, Employee + Spouse, Employee + Child(ren), or Family. ADDITIONAL MEDICAL OAP-IN PLAN OFFERING • Effective January 1 st , a second medical plan option will be offered through our partnership with Cigna. Page 5. NEW CIGNA I.D. CARD • All participants in Cigna medical plans will receive a new I.D. card in the mail. • To download a temporary I.D. card, please visit www.myCIGNA.com. NURSEVIP ℠ • Effective January 1st, we are introducing NurseVIP ℠ , an extension of BenefitsVIP ® , offering RN consultation and assistance. Page 19. LINCOLN FINANCIAL • Effective January 1st, Lincoln Financial replaces UNUM and New York Life as our life and disability insurance administrator. Page 15.

IMPORTANT NOTES • This year’s Open Enrollment will be an ACTIVE enrollment for medical insurance plans. This means you MUST enter the ADP portal to RE-ELECT your medical insurance benefit choice. You may also make new plan elections and add or remove dependents from any of your other coverage. • You must make an ACTIVE election for the Full Purpose (FSA) or Limited Purpose Flexible Spending Accounts (LPFSA), and Dependent Care (DCFSA). These accounts reset to zero each plan year. • Participants must not be enrolled in any part of Medicare in order to make or receive contributions to an HSA. Please contact HR to coordinate your Medicare enrollment. • Verify all dependents (including spouses) enrolled in medical benefits meet the definition of an eligible dependent by the plan. Only dependents who satisfy the plan’s eligibility definition can be covered under the plan. Please see page 4 for more information. • Commuter Plan FSA: Allows for pre-tax contributions towards qualified workplace mass transit and parking expenses. See page 14 for details.

*Information about retirement programs is made available separately.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Dependent Eligibility

DEPENDENT ELIGIBILITY We know that healthcare coverage is important to you and your family. As part of our commitment to control healthcare costs, CNG is asking employees to review the eligibility of your dependent(s) enrolled in the Company’s benefits. Please verify that your enrolled dependent(s) meet the definition of a dependent as stated in our benefit plans. CNG BENEFIT PLANS GENERALLY DEFINE AN ELIGIBLE DEPENDENT AS THE FOLLOWING: 1. your lawful spouse; and 2. any child of yours who is less than or up to age 26 years old*; or 26 or more years old, unmarried, and primarily supported by you and incapable of self-sustaining employment by reason of mental or physical disability which arose while the child was covered under this Plan, or while covered under a prior plan with no break in coverage. The term child means someone born to you or legally adopted by you from the start of any waiting period prior to the finalization of the child’s adoption. It also includes a newborn infant who is adopted by you from the moment you take physical custody of the child upon the child’s release from the hospital prior to the finalization of the child’s adoption. It also includes a stepchild, a grandchild, or a child for whom you are the legal guardian. Benefits for a dependent child will continue until the last day of the calendar year in which the limiting age is reached. If you cannot verify eligibility for coverage, you will no longer be able to elect coverage for that individual. HOW DOES DIVORCE AFFECT BENEFITS COVERAGE? Divorce changes the status of a non-employee spouse covered on our plans from lawful spouse (legally married and therefore an eligible dependent) to no longer having eligibility to be on the plans. The divorced employee has the responsibility to drop the spouse (and in some cases children) who has lost eligibility. There are financial implications of keeping a non-eligible person on the plans. WHAT IF MY DIVORCE DECREE REQUIRES THAT I COVER MY FORMER SPOUSE? Divorce decrees may require the covered spouse to be responsible for continuing the former spouse’s coverage under the benefits plans. Under this scenario, an employee covers the former spouse through COBRA. The covered spouse must drop the former spouse from coverage and then have the former spouse elect COBRA coverage to fulfill the decree. This is considered a qualifying life event (QLE) which can take place at any time during the year not just at open enrollment. The Company’s Human Resources Department can provide further information regarding applying for COBRA. For example, John and his spouse divorce. His spouse was covered under John’s medical plan. As part of the divorce decree, John is required to maintain his former spouse’s benefit coverage for one year. What are his next steps? John would go on the employee self-service portal and drop his former spouse from benefit coverage. He will be asked to provide the divorce decree showing his spouse is no longer an eligible dependent and can be dropped from the plan. Once the decree is provided, his former spouse will be dropped from coverage. Within 7-10 days from dropping coverage, the former spouse will receive COBRA election forms at the home address on file. The former spouse must elect COBRA and John will be responsible for paying the COBRA premium for the duration of his obligation. *Although eligible dependents are covered under benefit plans to age 26 under the Affordable Care Act (ACA) legislation, HSA fund distributions are limited to dependents as defined by the IRS below. A qualifying child (daughter, son, stepchild, sibling or stepsibling, or any descendant of these) who: • Has the same principal place of abode as the covered employee for more than 1/2 of the taxable year • Has not provided more than 1/2 of his or her own support during that taxable year • Is not yet 19 (or, if a student, not yet 24) at the end of the tax year, or is permanently and totally disabled

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Medical Benefits

“NEW” ADDITIONAL MEDICAL PLAN OFFERING!

CIGNA MEMBER TOOLS

OPEN ACCESS PLUS IN-NETWORK ONLY (OAP-IN) PLAN

BENEFIT

IN-NETWORK Individual: $4,000 Family: $8,000 Individual: $7,000 Family: $14,000

Annual Deductible

Out-of-Pocket Maximum (includes deductibles, copays, and coinsurance)

• Print an I.D. card • Search for claims • Access easy-to-use cost and quality comparison tools for medical and prescription pricing • Enjoy discounts on a variety of health and wellness products and services • Find a provider in the

Lifetime Maximum

Unlimited

Preventive Care Adult Preventive Care Adult Annual Physical Exam Well-Child Care

100% 100% 100%

Outpatient Care Primary Care Physician Office Visits Specialist Office Visits Outpatient Facility Surgery Outpatient Lab & X-Ray Initial visit and all subsequent visits

$50 copay $75 copay 70% after deductible 70% after deductible 70% after deductible

CIGNA Open Access Plus Network or call 800.CIGNA24 (800.244.6224)

Hospital Care

$350 copay if not admitted; Hospital Care deductible applies if admitted

Emergency Care At hospital emergency room

PRICE ASSURE (POWERED BY GOODRX) Cigna’s partnership with GoodRx may allow members to receive the lowest prescription cost when filling eligible generic non specialty prescriptions at participating pharmacies. The price you pay will count towards your deductible and out-of-pocket maximum.

Urgent Care

$75 copay

Mental Health Inpatient Outpatient

70% after deductible $75 copay

Prescription Drugs Deductible

$150/$300; waived for generic

Retail Pharmacy (30-day supply) Generic/Preferred/Non-Preferred Mail Order (90-day supply) Generic/Preferred/Non-Preferred

$25/$75/$100

$50/$150/$200

Cigna’s OAP family plans deductible is structured so that no one family member can contribute more than the single amount toward the family deductible.

Log into www.workforcenow.adp.com and click on Resources – Company Information – Tools/Resources – 2024 Benefit Documents for details. In the event of a discrepancy, the carrier Plan Document shall prevail.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Medical Benefits

CIGNA MEMBER TOOLS Register for www.myCIGNA.com and click the link to view your personalized medical plan information

HEALTH SAVINGS ACCOUNT (HSA) PLAN

BENEFIT

IN-NETWORK Individual: $1,750 Family: $3,500 Individual: $4,500 Family: $9,000

OUT-OF-NETWORK

Annual Deductible

Individual: $5,250 Family: $10,500 Individual: $12,000 Family: $24,000

Out-of-Pocket Maximum (includes deductibles, copays, and coinsurance)

Lifetime Maximum

Unlimited

Preventive Care Adult Preventive Care Adult Annual Physical Exam Well-Child Care

100% 100% 100%

70% after deductible 70% after deductible 100%, deductible waived

Outpatient Care Primary Care Physician Office Visits Specialist Office Visits Outpatient Facility Surgery Outpatient Lab & X-Ray Initial visit and all subsequent visits

80% after deductible 80% after deductible 80% after deductible

60% after deductible 60% after deductible 60% after deductible

CIGNA Open Access Plus Network or call 800.CIGNA24 (800.244.6224)

80% after deductible 80% after deductible

60% after deductible 60% after deductible

Hospital Care

Emergency Care At hospital emergency room

80% after deductible

PRICE ASSURE (POWERED BY GOODRX) Cigna’s partnership with GoodRx may allow members to receive the lowest prescription cost when filling eligible generic non-specialty prescriptions at participating pharmacies. The price you pay will count towards your deductible and out-of pocket maximum. Employer contributions to HSA for January 1, 2024 First year participants will receive $500/$1,000 (Individual / All Other Tiers) Second year participants will receive $250/$500 (Individual / All Other Tiers) Participants with three years or more will receive $250/$500 (Individual / All Other Tiers)

Mental Health Inpatient Outpatient

80% after deductible 80% after deductible

60% after deductible 60% after deductible

Prescription Drugs Deductible

Subject to plan deductible

Retail Pharmacy (30-day supply) Generic/Preferred/Non-Preferred Mail Order (90-day supply) Generic/Preferred/Non-Preferred

80% after deductible

In-Network Only

Texas legislation requires insured medical plans to extend the right for an employee to choose not to pay for coverage of elective abortions if such coverage is contrary to moral, ethical, or religious beliefs. The plan offered includes the coverage of elective abortions. You have the right to choose a health plan with or without coverage for elective abortions. Rates for enrollees that choose to decline a plan providing elective abortion coverage will be slightly lower than the rates offered to enrollees that choose a plan that covers elective abortion. Covered expenses count towards both your in-network and out-of-network deductibles and out-of-pocket maximums. Only the amount you pay for in-network deductible and out-of-pocket maximums count towards in-network. Out-of-network deductibles and out-of-pocket maximums both count towards in-network. This means that if you have met your in-network deductible of $1,750 and you choose to visit an out-of-network provider, you have a separate out-of-network deductible of $5,250 per individual. 80% after deductible In-Network Only Cigna’s HSA family plan deductible is met through a total of all family members’ out-of-pocket expenses without single amount limits. Once the HSA family deductible is met, all family members’ are covered by the plan coinsurance until the out-of-pocket maximum is satisfied.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Health Savings Account

WHAT IS A HEALTH SAVINGS ACCOUNT? A tax-free savings account that combines medical coverage with a high deductible health plan. The savings account you establish through your employer can be used to pay for qualified health care expenses. You, your employer, or both can deposit tax-free contributions. It comes with tax advantages Tax savings. Money you put into your HSA can reduce your taxable income helping you save on taxes you pay. Tax-free earnings. Money you keep in your HSA earns interest tax free. Let it grow from year to year. Tax-free spending. Money you take from your HSA to pay for qualified health care expenses is never taxed. There are other benefits, too You own your HSA. You decide how to spend or save your health savings account. If you change jobs or health plans, you keep the account. You can even name a beneficiary to inherit your account. There’s no use-it-or-lose-it policy. Any money not used at the end of the plan year rolls over to the next year. It’s an investment. Your HSA is a savings account that earns interest. It’s a terrific way to put away money for health care costs down the road, even in retirement. After you build up a certain amount, you might have investment options.

Contribute anytime You, your spouse, and family members can contribute anytime, up to a yearly maximum. There are convenient ways to contribute such as payroll deduction, write a check or set up an electronic funds transfer from your bank account. FOUR EASY WAYS TO PAY Flexibility is built in with four easy ways to pay: 1. Debit card. Pay directly with a debit card linked to your HSA. 2. Online bill payment. Pay for health care expenses while online using your computer or the Cigna app. 3. Online withdrawal. Transfer funds from your HSA to your personal bank account. 4. Checkbook. Write checks to pay for out-of pocket expenses (available at additional cost).

Employer contributions to HSA for January 1, 2024 First year participants will receive $500/$1,000 (Individual / All Other Tiers) Second year participants will receive $250/$500 (Individual / All Other Tiers) Participants with three years or more will receive $250/$500 (Individual / All Other Tiers)

Eligibility limited to employees who are not covered under any portion of Medicare or Tricare. Additionally, participants must have zero balances in the Health Care FSA accounts to which they have access in order to make or receive contributions to an HSA.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Health Savings Account

HSA CONTRIBUTION RULES Who can contribute? • Both employees and employers can contribute to your Health Savings Account. Is there a minimum contribution? • No; however, there is a maximum contribution limit for each year. These limits are set by the federal government. Additionally, these limits include the total of employee and employer contributions. • HSA participants age 55 and over are allowed to contribute an additional $1,000 per year to their HSA. Are Employer contributions included as part of the maximum HSA contribution limit? • Yes. The maximum contribution amount includes both the employer and employee contributions. See contribution example provided, which assumes a First Year HSA participant.

2024 Individual: $4,150

($500 employer contribution ($1,000 employer contribution + +

$3,650 employee contribution) $7,300 employee contribution)

2024 Family:

$8,300

PLAN COSTS (assumes First Year HSA Individual Participant) What would your ESTIMATED IN-NETWORK costs be if you experienced an upper respiratory infection? HSA + Annual Contribution: $2,476.80

BENEFITS

IN-NETWORK (FOR EXAMPLE ONLY)

Primary Care Physician Visit

$140** (Towards your $1,750 In-Network deductible) $156* (Towards your $1,750 In-Network deductible) $140** (Towards your $1,750 In-Network deductible)

Prescription Medication

Primary Care Physician (Follow Up) Visit

YOU WOULD OWE (-) Employer HSA Contribution YOU WOULD PAY

$436 -$436 ($64 remaining in HSA) $0

Based on employee only annual salary up to $60,000. ++The Employer contributes $500 into the Health Savings Account (HSA). In the example above, the individual employee in the HSA plan could also contribute $3,650 pre-tax to an HSA. If the individual employee is age 55 and over, a catch-up contribution of $1,000 could also be made to the HSA.

*goodrx.com/moxatag (no generic available) **healthcarebluebook.com

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Virtual Care and One Guide ®

VIRTUAL CARE Virtual Care is an easy and cost-effective tool for employees and their families to get care, including most prescriptions, quickly and safely. Through MDLIVE, Cigna members can speak with a physician by phone or online (video chat) without having to leave home or work, saving valuable time and effort. Some of the most common health conditions treated are: • Acne • Allergies • Stomach Ache • Cold & Flu • Fever • Ear Aches • Insect Bites • Pink Eye • Sore Throat • Rashes & More

The cost for the consult is a $50 copay for OAP-IN and deductible/coinsurance for HSA plan members. MDLIVE will charge the member the appropriate cost

share at time of service. Use Whenever, Wherever! WHEN:

MDLIVE is available 7 days a week and 24 hours a day including holidays and weekends

888.726.3171 www.mdliveforcigna.com

WHERE: Home, work or on the go! HOW: Phone or online WHO: MDLIVE physicians Additional Services: Virtual visits for routine care, wellness screenings and dermatology

Use MDLIVE to provide a cost-effective and convenient alternative to an office visit or urgent care center.

ONE GUIDE ® - PERSONAL GUIDANCE MAKES IT EASY Cigna One Guide service can help you make smarter, informed choices and get the most from your plan. It’s Cigna’s highest level of support that combines the ease of a powerful mobile app with the personal touch of live service. One Guide personal support, tools and reminders can help you stay healthy and save money.

YOUR ONE GUIDE TEAM IS A CLICK AWAY TO HELP YOU: Understand your plan • Know your coverage and how it works • Get answers to all your health care or plan questions Get Care

• Find an In-Network doctor, lab, or urgent care center • Connect to health coaches, pharmacists and more • Stay on track with appointments and preventive care • Take advantage of dedicated one-on-one support for complex health situations Tools to save • Get cost estimates and service comparisons to avoid surprises. This is a very useful tool for those in the HSA. START USING CIGNA ONE GUIDE TODAY - BY APP, CHAT OR PHONE (800.CIGNA24 OR 800.244.6224)

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Employee Medical Contributions

NEW! Four Tier Employee Coverage Levels MEDICAL

EMPLOYEE MONTHLY COST

ANNUAL SALARY AS OF JANUARY 1, 2024

NEW! OAP-IN $187.80 $459.66 $440.64 $506.82

COVERAGE LEVEL

HSA

$206.40 $505.05 $484.07 $556.94

Individual Individual + Spouse Individual + Child(ren) Family

UP TO $60,000 (22% OF PREMIUM)

Individual Individual + Spouse Individual + Child(ren) Family

$215.78 $528.01 $506.07 $582.26

$196.33 $480.55 $460.67 $529.85

$60,001 - $100,000 (23% OF PREMIUM)

Individual Individual + Spouse Individual + Child(ren) Family

$328.36 $803.49 $770.11 $886.05

$298.77 $731.28 $701.02 $806.30

$100,000 - $150,000 (35% OF PREMIUM)

Individual Individual + Spouse Individual + Child(ren) Family

$337.74 $826.45 $792.11 $911.36

$307.30 $752.17 $721.05 $829.33

$150,000 + (36% OF PREMIUM)

Medical Insurance contributions will be deducted from your paychecks on a pre-tax basis

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Dental Benefits

Central National Gottesman Inc. offers the choice of two different dental insurance plans. Each plan gives you and your family the dental coverage that works best for you. It’s your choice!

www.deltadentalins.com 800.932.0783

DELTA DENTAL PPO PLAN

BENEFIT

IN-NETWORK

OUT-OF-NETWORK

Annual Deductible

Individual: $50 Individual + 1: $50 each Family: $150

Annual Maximum with D&P Maximum Waiver (Diagnostic and Preventative dental care do not apply toward annual maximum) 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

$3,000 per person

Covered 100%, deductible waived

80% after deductible

Major Services Bridge and Dentures; Crowns, Inlays, Onlays Orthodontic Services (children only - up to age 19)

50% after deductible

Orthodontic Lifetime Maximum

$1,000

www.myCIGNA.com 800.CIGNA24 (800.244.6224)

CIGNA DENTAL CARE (DHMO) PLAN

BENEFIT

IN-NETWORK ONLY $0 per visit. Services during Office Visit will be based upon the Dental Benefit Schedule.

Office Visit Copay

Diagnostic Care Office visit for oral exam; Emergency exam, Diagnostic cast; Bitewing x-rays; Entire x-ray series; Periapical x-rays; Pulp Vitality tests; Dentist consultations Preventive Care Prophylaxis, including cleaning and polishing; Topical application of fluoride; Sealants; Dietary advice and counseling; Minor occlusal (bite) adjustments Restorative Care Amalgam and Composite restorations & related medications; Retention pins; Sedative filings; Minor denture adjustment

Refer to Dental Benefit Schedule

Periodontics Care & Oral Surgery Orthodontics (child and adult)

Refer to Dental Benefit Schedule Refer to Dental Benefit Schedule

All benefits are subject to applicable limitations, exclusions, and copayments.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Vision Plan Central National Gottesman Inc. offers a comprehensive vision benefit that covers exams and materials. Participating providers include both private practice doctors and retail chains such as Costco, LensCrafters, Pearle Vision, Sam’s Club, Visionworks, Walmart and more!

www.metlife.com/vision 833.393.5433

VISION PLAN

IN-NETWORK (METLIFE NATIONAL NETWORK)

BENEFIT

OUT-OF-NETWORK

Eye Exam Ophthalmologist Optometrist

$10 copay $10 copay

Up to $40 retail Up to $30 retail

Glasses (Frames and Lenses)

See below

Frequency Exam Eyeglass Lenses Frames Contact Lenses

12 months 12 months 24 months 12 months

Frames

$120 retail allowance 20% off the amount over your allowance

Up to $56 retail

Lenses Single Vision Lenses Bifocal Vision Lenses Trifocal Vision Lenses

$25 copay $25 copay $25 copay

Up to $28 retail Up to $42 retail Up to $57 retail

Contact Lenses* Medically Necessary Elective Contact Lens Fitting and Evaluation Standard Lenses Specialty Lenses**

Covered in Full $120 retail allowance $30 copay $30 copay (up to $50 allowance)

Up to $210 retail Up to $100 retail

N/A N/A

*Contact lenses are in lieu of eyeglass lenses and frames benefit. If contact lenses are purchased in addition to frames and lenses, you receive a 10% discount (only in network). If you go out of network, you will pay the full cost of the lenses. **The cost of specialty contact lens fitting and evaluation will vary by provider

You will receive an ID card once enrolled, but you do not need an ID card to receive benefits. You can also download a virtual card via MetLife’s mobile app. If you do not have your card on hand, you can provide your full name and date of birth to the participating doctor to access your benefits.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Employee Dental & Vision Contributions

DENTAL Employee contributions to Delta Dental effective January 1, 2024

PPO Plan

EMPLOYEE PERCENTAGE OF PREMIUM

100%

Individual Family

$51.72 $138.88

EMPLOYEE MONTHLY COST

Employee contributions to Cigna Dental Care effective January 1, 2024

Dental Care (DHMO) Plan

EMPLOYEE PERCENTAGE OF PREMIUM

100%

Individual Family

$15.36 $49.30

EMPLOYEE MONTHLY COST

VISION Employee contributions to Vision Plan effective January 1, 2024

Vision Plan

EMPLOYEE PERCENTAGE OF PREMIUM

100%

Individual Family

$4.47 $12.48

EMPLOYEE MONTHLY COST

Dental and Vision Insurance contributions will be deducted from your paychecks on a pre-tax basis

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Flexible Spending Accounts

FLEXIBLE SPENDING ACCOUNT A flexible spending account (FSA) allows you to set aside pre-tax dollars from your pay which may be used to reduce out-of- pocket health 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 plan year, you will lose those remaining funds. It is important for you to budget appropriately and use all of the funds by the end of the plan year grace period which is March 15, 2024. All claims must be submitted by April 15, 2024. The only time you may make a change to your contribution rate is if you experience an IRS qualified life event such as marriage, birth of a child, adoption of a child, divorce, widowed, etc. Employees may be required to provide substantiation to complete the processing of a claim and are responsible to check their balances. In accordance with the IRS regulations, if you leave the Company, any amount not used for claims on or before the termination date is forfeited, unless COBRA is elected.

EXAMPLES OF ELIGIBLE EXPENSES

ANNUAL CONTRIBUTION LIMITS

ACCESS TO FUNDS

PRE-TAX BENEFIT

ACCOUNT TYPE

Health Care FSA (Full Purpose) (For employees who waive the HSA Plan)

Annual maximum contribution is subject to change based on IRS regulations.

Allows immediate access to the entire election amount from the 1st payday of the plan year before all scheduled contributions have been made Allows immediate access to the entire election amount from the 1st payday of the plan year before all scheduled contributions have been made Allows claim submittal up to your annual contribution amount. Reimbursement is distributed as your accumulated contribution amount allows. Allows for pre-tax contributions towards qualified workplace mass transit and parking expenses.

• Medical Plan Deductibles • Prescription Drugs • Over the Counter Drugs - prescription required* • Vision Exams/Glasses/Contacts • Laser Eye Surgery • Dental and Orthodontia (braces)

• Save 20% - 40% on your health care expenses

Limited Purpose FSA (For employees who participate in the HSA Plan)

For Dental and Vison expenses only

Employees enrolled in the HDHP/ HSA may also contribute money to their Limited Purpose FSA Annual maximum contribution is subject to change based on IRS regulations. Annual maximum contribution is subject to change based on IRS regulations.***

• Save on eligible

purchases not covered by insurance

• Reduce your taxable income

Dependent Care FSA (For eligible dependents under age 13, a disabled spouse, a parent or disabled child over age 13) Commuter Benefit (For employees who use mass transit and/or parking)

• Dependent/Child Care Centers • Adult Day Care • Nursery School/Pre-School • After School/Summer Camp

• Mass Transit • Parking Expenses

Annual maximum contribution is subject to change based on IRS regulations.

For a current list of eligible and ineligible items, please go to: www.benefitresource.com *Most over-the-counter medications require a doctor’s prescription in order to be reimbursed from your account. ***Dependent Care participation is based on IRS guidelines.

www.BenefitResource.com • 866.996.5200 • Or download app

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Term and Optional Life and AD&D

Central National Gottesman Inc. provides all eligible full-time employees with comprehensive Term Life and AD&D Insurance, based on your earnings. The premiums for these plans are paid entirely by the Company. You may also supplement your Company Paid Term Life Insurance with Optional Term Life Insurance. You pay the cost of this optional coverage but receive the benefit of a group rate. In addition, you may elect Optional Term Life Insurance for your spouse and dependent children (covered to age 26, regardless of full-time student status). At age 70, your coverage will decrease to 65% of the benefit amount. TERM LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE If you die during your employment, your designated beneficiary(ies) will receive a payment of one and a half times your salary with a maximum benefit of $150,000. If your death or dismemberment is the result of an accident, you or your beneficiaries may be eligible to receive additional benefits. OPTIONAL TERM LIFE INSURANCE Employee MUST elect Optional Term Life Insurance to be able to elect Spousal or Child Life Insurance. EMPLOYEE SPOUSE DEPENDENT CHILDREN

You can select life insurance coverage of 1, 2 or 3 times your salary rounded to the next higher $1,000. Maximum coverage for any employee is the lesser of 3 times your annual salary or $550,000. The cost of the coverage will be based on the employee’s age.

You can select up to 50% of your coverage amount for your spouse up to a maximum of $100,000. The cost of the coverage will be based on the employee’s age.

You may select coverage for your unmarried, dependent child(ren) - benefit amount is a flat $10,000

The guaranteed coverage amount for you is the lesser of 3 times your annual salary or $200,000.

The guaranteed spouse coverage amount is $20,000.

The guaranteed child(ren) coverage amount is $10,000.

OPEN ENROLLMENT Evidence of Insurability (EOI) is not required if you are electing coverage below the guaranteed coverage limit. For those requiring EOI, refer to the link in ADP to complete the electronic EOI form. Once you submit, Lincoln Financial will review and notify you of their decision.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Long-Term Disability

LONG-TERM DISABILITY Flexible LTD replaces some income lost if you are disabled and unable to work. You have the ability to choose the coverage that is most appropriate for your income protection needs. You may choose from either Plan #1 or Plan #2 outlined below. The only difference is the elimination period.

BENEFIT

LTD PLAN 1

LTD PLAN 2

Benefit Percentage

60% of monthly earnings

Definition of Disability (Unable to work)

24 months own occupation; any occupation thereafter

Maximum Monthly Benefit

$10,000

$100 or 10% of monthly benefit before deductions for other income benefits*

Minimum Monthly Benefit

Elimination Period

90 days

180 days

12 Months for conditions treated within the 3 months prior to effective date of coverage

Pre-existing Conditions Limitations

*Other benefits may include income received by CNG’s salary continuation plan, Social Security, etc.

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Employee Optional Life, AD&D and LTD Contributions

OPTIONAL TERM LIFE INSURANCE MONTHLY COST

OPTIONAL AD&D MONTHLY COST

EMPLOYEE PER $1,000 UNIT

FAMILY PER $1,000 UNIT

EMPLOYEE AGE

EMPLOYEE PER $1,000 UNIT

SPOUSE PER $1,000 UNIT

CHILD PER $10,000

$0.022

$0.030

20 - 24

$0.056

$0.60

25 - 29

$0.060

30 - 34

$0.080

35 - 39

$0.096

40 - 44

$0.152

45 - 49

$0.254

50 - 54

$0.445

55 - 59

$0.728

60 - 64

$0.970

65 - 69

$1.525

70 - 74

$2.687

Not Available

LONG-TERM DISABILITY MONTHLY COST PLAN 1 90 DAY ELIMINATION PERIOD PLAN 2

180 DAY ELIMINATION PERIOD

$0.722 per $100 of Salary

$0.627 per $100 of Salary

Pet Insurance, Optional Term Life, AD&D and Long-Term Disability Insurance contributions will be deducted from your paychecks on a post-tax basis

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Pet Insurance

Nationwide Pet insurance offers comprehensive coverage under “My Pet Protection”. Choose from two levels of coverage:

• 50% Reimbursement Plan • 70% Reimbursement Plan

BENEFITS* INCLUDE: • Accidents and Injuries • Common and serious/chronic illnesses • Heredity and congenital diseases

• Surgeries and hospitalization • X-Rays, MRIs, and CT scans • Prescription medications and therapeutic diets • Vethelpline: 24/7 phone/email/chat with a trained veterinary professional You can enroll in these benefits at any time during the year Your plan cost is based on your pet type (dogs, cats, birds, and exotic animals) and your residential zip code** HOW TO USE YOUR PLAN: 1. Pay your Vet: pay for the pet’s treatment at the time of service 2. Send your Claim: send the vet bill and a claim form by email or snap a picture 3. Get Reimbursed: reimbursements issued after meeting the plan’s annual deductible TWO WAYS TO ENROLL: • Visit PetsNationwide.com Company Name: Central National Gottesman Inc. • Call 877.738.7874

* Pre-existing conditions, boarding, and grooming are not covered under Pet benefits. ** Your premium cost varies depending on certain state regulations and are subject to change. Payroll contributions are on a post-tax basis.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Advocacy, Support & Information

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 with: • Benefits questions • ID card issues • Billing issues and claims resolution • Prescription issues • Provider network questions • ...and much more! NurseVIP ℠ - NEW! NurseVIP provides specialized knowledge and accommodative measures for health matters beyond what is considered routine: • Coordinates medical services • Files and follows up on medical appeals

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

• Schedules hard to get specialist appointments • Assists with participation process for clinical trials • …and much more!

For service that’s confidential and responsive, contact: 866.286.5354 Monday - Friday 8:30am - 8:00pm (ET) Fax: 856.996.2755

BLOG HealthDiscovery.org is a lifestyle blog with wellness articles, tips, quizzes, recipes, and more!

answers@benefitsvip.com QUESTIONS ANSWERED HERE

COMPLETELY CONFIDENTIAL! Your dedicated BenefitsVIP advocates understand your benefit plans and are able to answer benefit questions and quickly resolve claims and eligibility issues. A majority of inquiries are resolved the same day and all calls adhere to privacy best practices. BenefitsVIP.com

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Employee Assistance Program The Cigna Employee Assistance Program (EAP) offers confidential services designed to help reduce stress, balance work and family responsibilities and improve the quality of life for you and your household members. This program consists of resources and referral services, counseling and support services, online information, and interactive tools. You do not need to be a participant in the Cigna medical plan to utilize this service.

SHORT TERM COUNSELING AVAILABLE FOR: • Relationship difficulties

• Emotional/psychological concerns • Work or family stress and anxiety • Alcohol and drug abuse • Personal and life improvement • Legal or financial topics • Depression • Childcare • Eldercare issues • Grief issues

SERVICES PROVIDED ARE: • For each EAP covered matter you and your household members can each use up to • 5 face-to-face sessions with an EAP counselor at no charge. • Unlimited Telephonic and Online Work Life Resources

• Accessible 24 hours a day / 365 days a year • Available to you and your household family

For EAP Assistance, call Toll Free 877.622.4327 For online support, go to www.myCigna.com For the initial registration, you will need your: EAP Employer ID: cng Under the Review My Coverage tab, select EAP

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Decade of Wellness

OUR EMPLOYEE-CENTERED INITIATIVE:

The Decade of Wellness program encourages us to view a new year as renewed opportunities to set forth on living our best lives. We enter 2024 on the next level of our Decade of Wellness journey with the Winning with Wellness Points program. We launched this program to provide a path to earn reward points as you engage in building your wellness through preventive care activities, activity challenges and learning opportunities. Accumulated points are applied towards rewards and prizes each year. All employees can participate. If you have not already done so, sign up on our wellness portal EPIC Lifestyle Solutions (EPIC) and record your activities online or via the mobile app. Signing up on EPIC is easy and available at any time. Your participation is voluntary, and your entries are confidential. You must participate to earn rewards and prizes! See below for how to join the Decade of Wellness program. What’s next? In the near future, you will learn about another wellness opportunity, the role of Wellness Champion. As a Champion, you can participate in a committee that will influence and impact programs and offerings in our Decade of Wellness journey. Committee participation will enable a more customized program for your region and with the goal of strengthening engagement in the program. Watch for more information in 2024! SIGN UP ON THE EPIC PORTAL New Users Existing Users Go to decadeofwellness.net; Go to decadeofwellness.net; Click Sign Up; Click Log In; Agree to the end user license agreement; Enter your username and password; Complete your User Profile; Click Log In. Click Save. What does our Wellness logo mean? The logo represents the Decade of Wellness’ characteristics of continuity, movement, multifaceted beauty, color, perspective, and growth. These same characteristics are reflected in these topical areas. • Emotional wellness inspires self-care, relaxation, development of inner strength, attention to positive and negative feelings, and the ability to learn and grow from experiences • Social wellness refers to the relationships we have and how we interact with others, understanding one’s self to build relationships • Financial wellness is your relationship with money, how you secure money given all the variables involving an unknown future, how to successfully manage financial responsibilities • Occupational wellness is our ability to achieve an effective blend of work and leisure in a way that promotes health, a sense of personal satisfaction and financial reward • Intellectual wellness is our ability to have an open mind to new experiences and ideas, in pursuit of lifelong learning • Physical wellness promotes proper care of our bodies for optimal health and proper functioning

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

Glossary of Terms • Balance Billing: The difference between an out-of-network provider’s charge and the amount allowed by the insurance plan. For example, if the provider’s charge is $200 and the allowed amount is $110, the provider can bill you for the remaining $90. • Coinsurance: Your portion of the costs after the plan’s deductible has been met. The coinsurance is typically expressed as a percentage (%) meant to illustrate the share you will pay of the allowed amount. EXAMPLE: 80% coinsurance means you will pay 20% of the allowed amount and the insurance carrier will pay 80%. • Copayment: a predetermined fixed cost you pay at the time of service, regardless of the actual cost of the service provided. • Deductible: The amount you must pay before the plan begins to cover health services. » Embedded (Individual) Deductible Accumulation for Family Coverage: OAP medical plan: After each family member meets their individual deductible, their benefits will be paid by coinsurance up to the individual out-of-pocket maximum. The same applies if all family members together meet the family deductible. » Aggregate Deductible Accumulation for Family Coverage: HSA medical plan: the family deductible must be met by all covered members before benefits will be paid by coinsurance up to the total family out-of-pocket maximum. • In-Network: A list of providers and facilities that have contracted with the carrier to provide services at a discounted rate. Your costs are significantly discounted when you see in-network providers and facilities because they agree to accept a discounted, or “allowed amount,” for the payment of services they provide. • Out-of-Network: A provider who doesn’t have a contract with the medical plan to provide services. You’ll usually pay more to see an out-of-network provider than an in-network provider for services rendered. » Be aware your in-network provider might use an out-of-network provider for some services (such as lab work). Check with your in-network provider before you get services. • Out-of-Pocket Maximum: A plan’s safety-net feature. Once you have spent money “out-of-pocket” through a combination of deductible, coinsurance, and/or copayments, the insurance carrier will then pay 100% of every service thereafter for the rest of the plan year. » Embedded (Individual) Out-of-Pocket Accumulation for Family Coverage: OAP medical plan: After each family member meets their individual out-of-pocket maximum, their benefits will be paid 100% for the remainder of the plan year. The same applies if all family members together meet the family out- of-pocket maximum. » Aggregate Out-of-Pocket Accumulation for Family Coverage: HSA medical plan: the family out-of-pocket maximum must be met by all covered members before benefits will be paid 100% for the remainder of the plan year. • Preventive Care: Healthcare Reform requires all plans to cover Preventive Care Services (annual exams, colonoscopies, mammograms, child immunization, etc.) at 100% in-network and do not apply toward the in- network deductible. Certain age and frequency limitations may apply.

QUESTIONS? Call BenefitsVIP ® at 866.286.5354

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