UL - 2023-24 Benefits Guide (FINAL 11.1.2023) SP

Gerresheimer Salary

Benefits .23

2023 OPEN ENROLLMENT PERIOD November 1 - November 18, 2022

What’s Inside • 2023 Benefit Plan Changes • 2023 Payroll Contributions • Wellness/Preventive Care Services • Additional Benefits & 401(k) Updates • Annual Notices Refer to the specific section of this newsletter for detailed information on the 2023 Benefit Offerings. How to Enroll You can change your benefit elec tions during Open Enrollment in one of two ways: Enroll by the deadline noted. (If it is your first visit to the site, you will need to register before you can make enroll ment decisions. Enter GXGLASS-1234 as the registration code.) Be sure to print your confirma tion statement when you have completed the process! 1) Enroll on-line at www.portal.adp.com

Message from the Benefits Department

IN JUST A FEW SHORT WEEKS IT WILL BE 2023. THAT MEANS IT IS TIME FOR YOU TO CONSIDER WHAT AVAILABLE BENEFITS SHOULD COVER YOU AND, IF ANY, YOUR DEPENDENTS DURING THE COMING YEAR. This year, Open Enrollment will run from 7AM EST on Tuesday, November 1, 2022 through midnight on Friday, November 18, 2022. During that period only, you may, WITHOUT ANY NEED FOR A FAMILY STATUS CHANGE, take any of the following actions:

You may add* or drop eligible dependents Y ou could enroll for or cancel vision care coverage I f you are not a High Deductible Healthcare Plan participant, you might choose to contribute to the Healthcare Flexible Spending Account

Y ou can switch medical or dental plan options or drop coverage entirely Y ou may decide to enroll for the High Deductible Healthcare Plan and even contribute to the connected Health Savings Account, if interested

2) Complete a paper enrollment form

Your elections/changes made during Open Enrollment would become effective on January 1, 2023*. *proof of eligibility must be provided for any dependents newly added for coverage (e.g. mar riage certificate, birth certificate, etc.) before coverage will become effective. At any other time of the year, the IRS restricts the changes you can make to your ben efit enrollments. Unless you have a qualifying event such as a marriage, divorce, birth of a child or similar family status change, you are locked into your selections for any benefits paid for by pre-tax dollars. That’s their trade-off for the tax savings. So Open Enrollment is both an important and special time. It’s all about you AND it’s generally your one opportunity during the year to make certain benefit plan elec tions. For those reasons, you should carefully consider what is offered against what is most appropriate for you (and potentially, for your family). You may not have another chance for 12 months!

Complete the form and return it to the Employee Benefits Group in Vineland by the last day of Open Enrollment. The enrollment form is available from your local Human Re sources representative.

2 • 2023 Gerresheimer Salary Benefits Bulletin

LEGALLY SPEAKING

HEALTHCARE REFORM

Everyone has undoubtedly heard the term “Obamacare. “ That is the nickname given to legislation signed by our former Pres ident which introduced public healthcare coverage exchanges through which individuals might obtain low cost healthcare. Although President Trump has championed replacement of that legislation, to date, it remains in effect. Healthcare Reform provides subsidies for coverage obtained on the public health exchanges to those who are NOT offered employer coverage which costs less than 9.61% of their gross wages for single coverage or which does not provide benefits of at least 60% for what are viewed as essential services, obtained on an in-network basis. Since the Company offers at least one medical benefit plan which meets the requirements of pricing and minimum essen tial benefits to all full-time employees, no full-time Company employees would be eligible for subsidies on coverage available through a public exchange. This applies to an employee’s spouse as well, even though the cost of coverage that includes a spouse may exceed 9.61% of gross wages.

DEPENDENTS

The definition of dependent for purposes of healthcare benefits with Gerresheimer is NOT the same as that which enables you to include a person as your dependent for tax purposes. For purposes of our healthcare plans (medical, dental and vision only), you may only enroll the following individuals for whom you can provide acceptable evidence of their relationship as your dependents: • Your legal, opposite or same sex spouse (from whom you are NOT legally separated or divorced) • Your natural or adopted children, step-children or children for whom you are legal guardian, to the end of the month in which they attain age 26 REGARDLESS of their marital status, employment status, student status or residency • Your civil union or domestic partner* or your common law spouse when you provide a notarized affidavit of the relation ship acceptable to the Company Note that for purposes of the Healthcare Flexible Spending Ac count and Health Savings Account only, you may use funds to pay unreimbursed healthcare expenses of the individuals above, whether or not they are enrolled for Gerresheimer coverages, AND for anyone else you may claim as a dependent on your tax return. Consequently, if your parents are your IRS tax depen dents, their medical expenses could be used against the Health care Account, if otherwise eligible. *Although you may enroll your domestic partner for coverages, as required by IRS regulations, you will pay a portion of the premium with post-tax dollars. In addition, you will be taxed on the portion of the premium paid by the Company on behalf of the domestic partner. Ask your Human Resources representative for details, if interested.

2023 Gerresheimer Salary Benefits Bulletin • 3

HEALTH PLAN OPTIONS

Healthcare Options for 2023

The Company will continue to make two alternative medical coverage options available to employees and their eligible dependents during 2023. The HDHP

Gold Plan The other available healthcare option is known as the Gold Plan . This Plan provides a higher level of benefits and is generally of interest to those who use healthcare services regularly. For this comprehensive coverage, a higher price tag also applies. That is why it is more important than ever that you assess whether you really need the Gold Plan – it may not be economically sensible considering your healthcare needs, espe cially when you consider the fact that the High Deductible Healthcare Plan has an out-of-pocket limit to protect you in the event of major health problems.

The first is a High Deductible Healthcare Plan (HDHP) option which includes a Health Savings Account to which the Company con tributes. Participants may also contribute to the Health Savings Account on a pre-tax basis. Funds in the Account are expected to be used to offset the out-of-pocket costs of the healthcare plan. To the extent funds in the Health Savings Account aren’t used, they roll-over to the next year. They even go with the participant if there is a balance when leav ing the Company. High Deductible Healthcare Plans are becoming increasingly popular as a means for both employers and employees to keep medical expenses in check while provid ing sufficient levels of coverage to feel secure in the face of a serious illness. The premiums for the High Deductible HealthCare Plan are lower than the alternative so if you aren’t already convinced that this plan is for you, you may want to give it serious consideration for 2023!

4 • 2023 Gerresheimer Salary Benefits Bulletin

HEALTH PLAN OPTIONS

HDHP & HEALTH SAVINGS ACCOUNTS

When you enroll for the HDHP, you will also automatically be enrolled in a con nected Health Savings Account. And, the Company will contribute to that account

What if you’re not quite that healthy and use more medical services? You should perform an estimated analysis of your expected costs in 2023 under the HDHP/ HSA scenario against the alternative plan. You might be surprised to find savings where you didn’t expect them. * When diagnosis of a condition stems from preventive care, the charges are no longer considered preventive by the medical community. on your behalf each pay date. You can use the funds in the account to help with those higher medical expenses that could become your responsibility. If you think the Company contribution to your ac count won’t cover the expenses you are likely to incur, you can contribute more to the account yourself – on a pre-tax basis too! And best of all, if you don’t use all the funds in your account, the balance always rolls over to the next year or goes with you when you leave the Company. You generally access the funds in your account through ATM machines and although you aren’t required to prove the funds are being used for medical reimbursements to the HSA vendor, you should save receipts for the expenses in the event you are ever audited by the IRS. Is the HDHP/HSA combination right for you? Only you can know that. But this ex ample below of something to think about when considering it bears repeating.

HEALTH SAVINGS ACCOUNT The amounts to the right represent the “per paycheck” contribution the Company will make to a Health Savings Account on your be half if you are enrolled for the High Deductible Healthcare Plan. You may also contribute to the account, but you are not required to con tribute to be eligible for the Company funds. YOU MUST RE-ENROLL ANNUALLY for any contribution you wish to make. Your own prior year contribution level, if any, will NOT carry forward. Only the Company contribution continues automatically. Let’s assume you are generally healthy and visit a physician or urgent care center once or twice per year for an ear infection or other minor condition. Two visits may cost you $150 each. Drugs prescribed during these visits may cost you another $100. Your annual physical is free because it’s preventive care*. The Company, over the course of a year, contributed $900 to your HSA (if you had Employee only coverage). The High Deductible Healthcare Plan (HDHP) functions just like the other pro gram offered, the Gold Plan, which is a Preferred Provider Organization (PPO). That is, not only does the HDHP provide appropriate preventive care without any charge at all, you still get to choose to use in-network or out-of-network pro viders each time you need service. With the HDHP, however, your deductible, the amount you have to pay before the Plan pays any expenses other than preventive care, is much higher. Additionally, the por tion of the expenses the plan pays there after is somewhat lower. But like the PPO, there is an overall limit to how much you might possibly need to pay in a calendar year so you are protected from financial ruin in the event of serious illness. If you enroll in the HDHP, meeting that high deductible or covering the addi tional share of expenses you may have thereafter doesn’t have to be so difficult.

HIGH DEDUCTIBLE HEALTHCARE PLAN: THINK ABOUT THIS

You also paid a lower monthly premium for this plan than for another offered. So even though you put out $400, you are still ahead $500 in the HSA. And that doesn’t even count the premium savings you had over the other plan option. If you made pre-tax contributions to the HSA yourself that you didn’t use up – well, your savings would be even higher as they roll over for use another time and are never forfeited!

Per pay Company Contribution based on tier elected:

EMPLOYEE + ONE DEPENDENT

FAMILY

EMPLOYEE ONLY

$37.50

$56.25

$75.00

Per pay Employee Contribution Limits based on 2022 IRS guidelines:

EMPLOYEE ONLY

EMPLOYEE + ONE DEPENDENT

AGE 55+ “CATCH UP”

FAMILY

$122.92

$266.67

$247.92

$41.66

2023 Gerresheimer Salary Benefits Bulletin • 5

HEALTH PLAN OPTIONS

Comparing the Plans Both healthcare options are detailed over the following pages. Granted, you must first meet a very large deductible before the High Deductible Healthcare Plan begins to provide any benefits toward your medical care. But, keep in mind that your Health Savings Account can help you meet that deductible. And, even if you don’t contribute to the account yourself, the Company makes a contribution in your behalf. So if you have an “urgent care” visit in March, for example, and are presented with a bill for $100, you might have enough money in your Account to reimburse yourself for that cost! Some individuals nonetheless, only feel secure knowing they will never need to pay a bill greater than a stated copay, even if it means it costs more in premium dollars. They may have de termined that they use healthcare services so frequently the higher premium cost pays off in the long run.

Think about how you and your family, if applicable, use health care services. Then, estimate which plan makes the most sense for you based on what you know today. Include the premium cost to you in your assessment. While none of us has a crystal ball to see what healthcare benefit needs may arise unexpect edly, regardless of which plan you choose, that plan’s out-of pocket limit will keep you protected against severe financial hardship caused by healthcare expenses. Both healthcare options are detailed over the following pages. The drug benefit chart outlines the copayments for each type of prescriptions – generic, preferred and non-preferred under all plans at retail pharmacies or through mail order. Finally, the premium for the medical plans is shown both as a reminder of the rates and to enable you to determine the cost of alternatives to your current arrangement, if any.

Questions? The answer is a phone call away.

Benefits VIP If you have questions about the healthcare related benefits described in this brochure or need assistance determining what is appropriate for you and your dependents, if any, the Benefits VIP group is ready to help! Just give them a call at 1-866-286-5354 between 8:30 AM and 8:00 PM EST for confidential service.

6 • 2023 Gerresheimer Salary Benefits Bulletin

HEALTH PLAN OPTIONS

2023 MEDICAL PLAN COMPARISON Administered by Horizon Blue Cross Blue Shield

Website: http://www.horizonblue.com Phone: 1-800-355-BLUE (2583)

MEDICAL BENEFITS

GOLD PLAN

HIGH DEDUCTIBLE HEALTHCARE PLAN

SERVICES

IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Calendar Year Deductible Individual / Family

$800 / $1,600

$1,200 / $2,400

$3,000 / $6,000*

$4,500 / $9,000*

Maximum Out-of-Pocket (includes deductible) Individual / Family

$10,000 / $20,000

$5,000 / $10,000

$5,500 / $11,000 $11,000 / $22,000

Doctor Visits - General / Family Practitioner

$30 co-pay

60% after ded.

70% after ded.

50% after ded.

Specialist Visits

$60 co-pay

60% after ded.

70% after ded.

50% after ded.

Well-Baby Care

100%

60% after ded.

100%

50% after ded.

Routine Gynecological Exam

100%

60% after ded.

100%

50% after ded.

Preventive: Annual Routine Physical Immunizations, PAP Smear, Mammograms, Prostate Exam

100%

60% after ded.

100%

50% after ded.

Emergency Room Treatment

$300 for true emergency

70% after ded.

Hospitalization: Inpatient Services Room & Board (Semi-Private Room)

$300, then 80% after ded.

$500, then 60% after ded.

70% after ded.

50% after ded.

In-Hospital Doctor Visits (Including Consultations)

80% after ded.

60% after ded.

70% after ded.

50% after ded.

Pre-Admission Tests

100%

60% after ded.

70% after ded.

50% after ded.

Second Surgical Opinion

100%

100%

70% after ded.

50% after ded.

Surgery

80% after ded.

60% after ded.

70% after ded.

50% after ded.

Outpatient Surgery

80% after ded.

60% after ded.

70% after ded.

50% after ded.

Anesthesia

80% after ded.

60% after ded.

70% after ded.

50% after ded.

Routine Laboratory Tests

100%

60% after ded.

70% after ded.

50% after ded.

Routine X-Rays

100%

60% after ded.

70% after ded.

50% after ded.

Chiropractic Care

$60 co-pay

60% after ded.

70% after ded.

50% after ded.

Mental Health/Substance Abuse Inpatient

70% after ded.

50% after ded.

$500, then 60% after ded. 60% after ded.

$300, then 80% after ded. $60 co-pay

70% after ded.

50% after ded.

Outpatient

This summary is for descriptive purposes only and should not be relied upon to fully determine coverage. It is not an agreement or a contract. * Entire family deductible must be satisfied before any benefits begin to be paid by the plan.

2023 Gerresheimer Salary Benefits Bulletin • 7

HEALTH PLAN OVERVIEWS

2023 Prescription Drug Coverage Administered by Express Scripts

Website: http://www.express-scripts.com Phone: 1-800-251-7690

GOLD PLAN HIGH DEDUCTIBLE HEALTHCARE PLAN IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

PRESCRIPTION BENEFIT

RETAIL - Acute Care Generic Preferred Brand Non-Preferred Brand

$20 co-pay $35 co-pay $45 co-pay

75% reimbursement of retail, less co-pay

You pay 30% You pay 50%

MAIL ORDER / WALGREENS - Maintenance Generic Preferred Brand Non-Preferred Brand

$40 co-pay $70 co-pay $90 co-pay

N/A

You pay 30% You pay 50%

Maximum Out-of-Pocket (Individual / Family)

$3,100 / $6,200

N/A

Combined with Medical

Price Breakdown of Medical Plan Options

Spousal Surcharge Although it’s becoming more common for employers to deny an em ployee the opportunity to enroll a spouse or domestic partner for cov erage with them if their own employer offers coverage, Gerresheimer has not put this restriction in place for 2023. Instead, an employee whose spouse has other coverage opportunities may still be enrolled for coverage in one of the plans available through the Company. However, in that case, a surcharge of $100 per month may apply. The surcharge helps ensure that other employers aren’t saving at the expense of our medical plans. Additionally, since survey data in dicates that spouses traditionally incur greater healthcare expenses than employees, the surcharge will help offset the increased cost of providing coverage for those spouses enrolled. Note that a spousal surcharge will not apply if the only other cover age available is either Medicare or COBRA. Similarly, it does not apply when your spouse is not employed. To avoid the surcharge for any of these reasons, you must certify on-line annually that you are eligible for one of these exceptions . When you do so, you will be granted a “waiver” of the surcharge. If you enroll for cov erage to include your spouse under the High Deductible Healthcare Plan, the surcharge will automatically be excluded.

Effective January 1, 2023 Employee Per Pay Contributions Will Be As Follows: Note: Domestic Partner per pay contributions are available by contacting Human Resources. GOLD PLAN HDHP Employee Only $178.06 $127.73 Employee + 1 $325.81 $233.72 Family $386.86 $277.51

8 • 2023 Gerresheimer Salary Benefits Bulletin

HORIZON TELEMEDICINE PROGRAM

Can’t get to your doctor’s office? Get care anytime via video, phone or chat, with Horizon CareOnlineSM.

Medical Care

Behavioral Health Care

Get urgent medical care 24/7 from U.S. board-certified, licensed doctors for conditions such as: Abdominal pain

See a licensed psychiatrist, psychologist or social worker for conditions including: Anxiety Attention deficit/hyperactivity

Colds and flu Ear infections Fever Skin irritations Sinusitis

disorder (ADHD) Bipolar disorder Depression

Professionals are available by appointment from 7 a.m. to 11 p.m., Eastern Time, every day.

With Horizon CareOnline, you can:

Read profiles and patient reviews before selecting a health care professional for your care. Receive a record of your visit by secure email to share with your primary doctor. Feel secure in knowing that Horizon CareOnline complies with the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Horizon CareOnline does not replace your relationship with the primary doctor or behavioral health professional you see on a regular basis.

Horizon Blue Cross Blue Shield of New Jersey complies with applicable Federal civil rights laws and does not discriminate against nor does it exclude people or treat them differently on the basis of race, color, gender, na tional origin, age, disability, pregnancy, gender identity, sex, sexual orientation or health status in the administration of the plan, including enrollment and benefit determinations. Spanish (Español): Para ayuda en español, llame al 1-855-477-AZUL (2985) (TTY 711). Chinese ( ): 1-800-355-BLUE (2583) (TTY 711) .

Registering is easy › Visit HorizonCareOnline.com or › Call 1-877-716-5657 . Provide Horizon Blue Cross Blue Shield of New Jersey as

your health plan and Gerresheimer as your service key before getting care.

For technical help, email HorizonCareOnline@AmericanWell.com . For more information, visit info.americanwell.com/where-can-I-see-a-doctor-online. American Well is an independent company that supports Horizon BCBSNJ in the administration of telehealth services. There is no charge to download the Horizon Blue app but rates from your wireless provider may apply. The App Store ® is an online store and is a service mark of Apple, Inc. Google PlayTM is a trademark of Google, LLC. Horizon Blue Cross Blue Shield of New Jersey is an independent licensee of the Blue Cross and Blue Shield Association. The Blue Cross ® and Blue Shield ® names and symbols are registered marks of the Blue Cross and Blue Shield Association. The Horizon ® name and symbols are registered marks, and Horizon CareOnlineSM is a service mark, of Horizon Blue Cross Blue Shield of New Jersey. © 2019 Horizon Blue Cross Blue Shield of New Jersey. Three Penn Plaza East, Newark, New Jersey 07105-2200.

EC004881C (1019)

HorizonBlue.com/gerresheimer

2023 Gerresheimer Salary Benefits Bulletin • 9

DENTAL & VISION PLAN OVERVIEWS

Without healthy teeth, you may be unable to enjoy many of the delicious foods on which we subsist. You may be embarrassed to speak in front of others if the appearance of your teeth is less than desirable. Furthermore, dental problems can lead to or be a symptom of other health related problems. Consequently, the Company will continue to offer dental coverage in 2023 under two arrangements, as outlined below. The primary differences are the annual maximum benefit and availability of orthodontia coverage. As you might expect, you will pay more for the arrangement that provides greater benefits. For 2023, there are no changes to the benefit designs or its premiums. 2023 Dental Coverage Administered by MetLife

Website: http://mybenefits.metlife.com Phone: 1-800-942-0854

Price Breakdown of Dental Plan Options

The Dental Plan premiums per pay will be as follows:

GOLD PLAN BASIC PLAN

Employee Only

$4.40

$4.04

Employee + 1

$9.80

$7.69

Family

$15.64

$11.64

GOLD PLAN

BASIC PLAN

DENTAL BENEFIT

IN-NETWORK / OUT-OF-NET WORK

IN-NETWORK ONLY

Deductible Individual / Family

$25 / $75

$25 / $75

Preventive Care

100% of Allowed Benefit 80% of Allowed Benefit 50% of Allowed Benefit

100% of Allowed Benefit 80% of Allowed Benefit 50% of Allowed Benefit

Routine Care Major Care

Maximum Annual Benefit Non-Orthodontia Orthodontia

$1,000 per member Not Covered

$1,500 per member 50% of Allowed Benefit $1,000 lifetime maximum per family member

2023 Vision Coverage Administered by Vision Service Plan

Website: http://www.vsp.com Phone: 1-800-877-7195

Imagine if you couldn’t see your child’s bright smile, the rainbow after a storm or the love in the eyes of the one who makes your heart beat faster. Those who have lost all or part of their sight can live quite fulfilling lives, but would you voluntarily make that choice? While the available vision care plan doesn’t address diseases of the eye (they fall under medical coverage), routine eye exams and vision correction are still important and can lead to the early discovery of potentially serious problems. When you are enrolled in the plan, you can obtain related services at comparatively reasonable prices and help keep the beautiful things around in your line of vision. For 2023, neither the vision care plan design nor its premiums are changing.

Price Breakdown of Vision Plan

VISION PLAN

Employee Only

$2.01

Employee + 1

$2.91

Family

$5.21

VISION BENEFIT

IN-NETWORK

OUT-OF-NETWORK

Standard Exams – every 12 months

$10 copayment

Up to $45 allowance

Lenses – every 12 months Single

$ 30 allowance $ 50 allowance $ 65 allowance $100 allowance

Bifocal Trifocal Lenticular

$10 material copayment

Frames – every 24 months Contacts – every 12 months Medically Necessary Elective

Up to $200 plus 20% discount over limit

Up to $70 allowance

$10 material copay $150 maximum

Up to $210 allowance $105 maximum

10 • 2023 Gerresheimer Salary Benefits Bulletin

TAKE ADVANTAGE OF TAX SAVINGS WITH FSAs

Feel like a big chunk of your paycheck goes to taxes? Using Flexible Spending Accounts is a way to save tax dollars on expenses you would otherwise have paid with after tax funds. One Flexible Spending Account is available for out of pocket healthcare expenses you and your dependents incur while you are participating and the other is for Dependent Care provided to your eligible children or adult dependents. Flexible Spending Accounts

HEALTHCARE FSA

DEPENDENT CARE FSA

For the Healthcare Account, you decide during Open Enroll ment how much you want to contribute to the FSA, up to the prescribed governmental limit. You’ll be provided with a Beniversal card that you may use like a credit card each time you have an out-of-pocket expense. For example, you can pay your doctor’s visit copay with it. Need to fill a prescrip tion? Pay your share of the cost with the card. The card can be used up to the maximum you have elected to contribute for the year even though you have yet to contribute the full amount. In effect, you are advanced the funds, if needed.

For the Dependent Care Account, you must have an eligible dependent – that is, a child under age 13 or a dependent adult who is incapable of self-care. The care provided must enable you and your spouse, if any, to work, look for work or attend school on a full-time basis. Reimbursement is only available up to the amount in your account at any time.

In either account, IRS regulations are specific about eligible expenses. They also require that if you have not used all of the funds in your account by the applicable deadline (for Healthcare, that is March 15 of the year AFTER the year you enroll, while it is December 31 of the same year for Dependent Care), those funds will be forfeited. Nonetheless, appropriate planning makes it unlikely this will occur. To learn more about how you can save tax dollars with Flexible Spending Accounts if you are not already familiar with them, ask your Human Resources representative for a brochure.

YOU MUST ENROLL FOR FLEXIBLE SPENDING ACCOUNT PARTICIPATION ANNUALLY. ELECTIONS WILL NOT BE CARRIED OVER AUTOMATICALLY. HIGH DEDUCTIBLE HEALTHCARE PLAN PARTICIPANTS ARE NOT ELIGIBLE TO PARTICIPATE IN THE HEALTHCARE FSA.

Annual Contribution Maximums for 2023

HEALTHCARE FSA DEPENDENT CARE FSA $3,050* $7,750* * The IRS has not officially released the benefits for 2023. If the limits are changed after Open Enrollment ends, you will have an opportunity to elect the maximum.

2023 Gerresheimer Salary Benefits Bulletin • 11

FINANCIAL SECURITY FOR YOUR FAMILY

2023 Life & Accident Insurance Administered by MetLife

Website: http:/www.metlife.com Phone: 1-800-638-5433

Basic Life and Accident Insurance are pro vided to you by the Company free of charge. You have the option to purchase additional coverage for both as well. In other words, the Company automatically pays the cost for a life insur ance benefit equal to 2 times your annual salary for you, as well as accident insurance in the amount of 75K. You may elect to be covered for more than these amounts. You may also elect coverage for your spouse and/or your eligible children. *excludes participants in the global accident program.

VOLUNTARY LIFE INSURANCE

EMPLOYEE VOLUNTARY LIFE PREMIUMS - PER $1,000 COVERAGE PER PAYCHECK AGE BAND 2023 PREMIUM Under 30 $0.064 30 – 34 $0.100 35 – 39 $0.128 40 – 44 $0.149 45 – 49 $0.227 50 – 54 $0.377 55 – 59 $0.675 60 – 64 $0.916 65 - 69 $1.449 70 and over $2.343

When you elect additional coverage, your premiums are NOT withheld on a pre-tax basis. That means, there is no need to have a qualifying family status event to make changes in these coverages. You are eligible to request a change at any time during the year. Since you are focused on benefits anyway during Open Enrollment, it may be a good time to ensure you have adequate coverage in these areas. Voluntary life insurance elected more than 31 days after hire requires that you be able to provide the insurance company with acceptable evidence of your insurability – that is, good health. Only when they approve new or additional coverage for you or your spouse will the coverage become effective. That requirement does not apply to cover age for your eligible children up to age 19 (to age 25 if a full-time student).

DEPENDENT LIFE INSURANCE OPTIONS Spouse Level of Coverage

$50,000* $20,000 $11,000

$8,000

Premium per pay

$5.00

$1.81

$1.07

$0.77

Child(ren) Level of Coverage

$15,000 $10,000

$9,000

$6,000

Premium per pay

$0.75

$0.48

$0.44

$0.29

* Cannot exceed employee’s total Company paid and voluntary coverage.

VOLUNTARY ACCIDENT INSURANCE

Accident insurance does NOT require that you prove your good health since accidents are typically unexpected. You may elect coverage up to the limits shown below on a single or family basis. When you elect family coverage, a percentage of the amount elected is payable when your eligible family member has a covered accident.

COVERAGE LEVEL ACCIDENT COVERAGE AMOUNT

WEEKLY COVERAGE COST

Single

$10,000 to $500,000 in $10,000 increments but not more than 10X your base annual salary Same as above – family covered for: 60% if spouse only, 15% each child if no spouse, or 50% spouse with 10% each child

$.175 per $10,000 (less than 90 cents for $50,000)

Family

$.225 per $10,000 (less than $1.15 for $50,000)

12 • 2023 Gerresheimer Salary Benefits Bulletin

WELLNESS, EAP, AND RETIREMENT

2023 Wellness Program

Employee Assistance Plan Administered by LifeWorks

In an effort to achieve a lower prevalence of illness and disease, the Company is continuing the EPIC Wellness program that hopefully encourages employees to put their health needs on a front-burner in exchange for a future premium reduction. Employees may register, via smart phone or PC, for the EPIC platform. During the course of 2023, participants will earn points for participating in various health related activities – such as getting a flu shot, having biometric screenings, walk ing a particular number of steps each month and more. If a participant reaches the required number of points during the 12 month period, their 2024 healthcare premium will be reduced by $25 per month (prorated each pay date). Not only is this an easy way to ensure your premium increase, if any, remains modest in 2024, it may lead us all to bet ter health, which in turn, will lead us to medical coverage premiums that may not skyrocket regularly.

All employees, and those who reside with them, are eligible to use the services of the Employee Assistance Plan. Although most people associate an EAP with help for substance abuse issues, they are that and so much more! They can offer direction and advice on financial planning, child and elder care, depression, and grief, among a myriad of other things. The ser vice is provided free of charge by the Company and includes up to 5 direct counseling sessions with a professional when appropriate. Visit their website at: www.lifeworks.com (User ID: glass and password: eap) or call them at 1-888-267-8126 to see what they can do for you.

Always concerned that you’ll see a large medical plan premium increase with the new year? Although the Company takes steps to keep them reasonable, illness and disease happen. If they happened with less frequency, however, it’s possible those premium increases could be lower or nonexistent.

401(k) Savings Plan Saving is tough for many people. Yet it is so important to do if you want a satisfying retirement. Even if you plan to work forever, life may throw you an unexpected curve with health or employment related issues. For these reasons, whenever possible, employees should take advantage of the savings opportunities afforded them in this Plan. The Company will match your contribution at a rate of 50% of the first 8% of eligible pay you contribute (up to the IRS limits on contributions and compensation shown below). If you contribute 8%, therefore, you get an extra 4% of pay deposited to your account. Further, the Company will also make a base contribution for you of 3% of your eligible compensation. In total from you and the Company, that is a 15% of pay credit to your account each pay date which could go a long way toward ensuring your financial freedom in retirement if you save long enough. * or more if grandfathered under prior plan rules. Even if you can’t contribute at the maximum level, don’t forego the entire Company match. Contribute what you can – on either a pre-tax (deferral) or post-tax (Roth) basis. You are always free to change or stop your contributions without restriction other than payroll timing. To enroll in the plan or change your contribution levels, or get more information about the Plan itself, go to Vanguard.com, Plan #095644 . You can contact your Human Resources representative for details as well. Website: www.vanguard.com/retirementplans Phone: 1-800-523-1188

$19,500 for pre-tax contributions $6,500

for Catch Up contributions for employees at least age 50 by year end 2023 (this is in addition to the pre-tax contributions of $19,500)

* The IRS has not officially released the 2023 Contribution Limits.

2023 Gerresheimer Salary Benefits Bulletin • 13

IN SUMMARY

Decisions, Decisions, Decisions Review the information throughout this document carefully. Discuss the details with your spouse or other interested parties.

Ask questions regarding anything you may not be clear about. Then, only after you are comfortable that you understand your ben efit options, take action. But take it while it is still about you, that is, NO LATER THAN the last day of the Open Enrollment period, Friday, November 18, 2022.

IF YOU DO NOTHING

WHAT YOU MUST DO

Perhaps you don’t care if it’s all about you and don’t want to take the time to consider your options. If you do nothing during the Open Enrollment period, here is what will happen to your benefits: • T he same medical plan option and enrolled dependents, if any, in place in 2022 will continue in 2023. • If you are a High Deductible Plan participant, only the Com pany contribution to the corresponding Health Savings Ac count will be made each pay day since you must re-elect your own contribution level, if desired, each year. • If you include your spouse for coverage in the Gold Plan, you will be required to pay the Spousal Surcharge since recertification of the reason you should have been eligible for waiver has not occurred. • You will NOT be a Flexible Spending Account participant even if you had been one in 2022. • Your dental and vision care coverage, if any, will continue into the new year. • Your Savings Plan participation will continue unchanged (or will begin again at the last rate in effect if your con tributions were stopped because you hit a contribution or pay limit).

If you are taking advantage of this ALL ABOUT YOU opportu nity, consider which of these actions, if any, you need to take now to be absolutely sure it really is ALL ABOUT YOU: • If you are covering your spouse for the Gold Plan, be sure to certify/recertify whether or not you are eligible for a waiver of the spousal surcharge. • Elect participation in the Flexible Spending Account(s) of your choice – Healthcare and/or Dependent Care. • If you are a High Deductible HealthCare Plan participant, elect to contribute to the Health Savings Account yourself, if desired, to supplement the Company contributions. • Elect coverage if you want voluntary life coverage for your self, your spouse and/or your children. All of these actions may be taken on-line through the Open Enrollment portal. NOTE: IRS regulations generally prohibit changes once the Open Enrollment period has closed. Please, therefore, take great care in ensuring you take timely actions regarding your benefits and PRINT a CONFIRMATION STATEMENT after enroll ing on-line. Even in those few instances when changes can be made, they are often only able to be made prospectively, not retroactively. BE SURE TO REVIEW YOUR FIRST & SECOND PAY STUBS IN 2023 TO ENSURE THAT THE BENEFITS YOU ELECTED ARE APPROPRIATELY REFLECTED.

14 • 2023 Gerresheimer Salary Benefits Bulletin

ANNUAL HEALTH BENEFIT NOTICES

THE WOMEN’S HEALTH AND CAN CER RIGHTS ACT OF 1998 (WHCRA, ALSO KNOWN AS JANET’S LAW) Under WHCRA, group health plans, insurance companies and health maintenance organizations (HMOs) offering mastectomy coverage must also provide coverage for reconstructive surgery in a manner determined 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 produce a symmetrical appearance, and prostheses and treatment of physical complications at all stages of the mastectomy, including lymph edemas. Call your Plan Administrator for more information. In compliance with the Health Insurance Portability and Accountability Act of 1996 (HIPAA), the Company recognizes your right to privacy in matters related to the use and disclosure of your health plan related information. The Company maintains a Notice of Privacy Practices that provides information to individuals who participate in any Company sponsored health plan. The Notice of Privacy Practices (provided to you upon your hire, enrollment in a Company health plan or upon request) describes how the health plans protect your health information, how your health information will be used by the health plans, and your rights with respect to your own health information. You may request a copy of the Company’s Notice of Privacy Practices, free of charge, by contacting your local Human Resources Manager or you may download or print a copy of the current Notice from the ADP self-service portal at any time. NOTICE OF PRIVACY PRACTICES (HIPAA)

QUALIFIED MEDICAL CHILD SUP PORT ORDER (QMCSO) QMCSO is a medical child support order issued under State law that creates or recognizes the existence of an “alternate recipient’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 participant. 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 determination, you may obtain information from your employer on the rules for seeking to enact such coverage. These rules are provided at no cost to you and may be requested from your employer at any time. 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 prohibit 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 applicable). 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). NEWBORNS’ AND MOTHERS’ HEALTH PROTECTION ACT OF 1996 (NEWBORN’S ACT)

SPECIAL ENROLLMENT RIGHTS CHIPRA – CHILDREN’S HEALTH IN SURANCE PLAN You and your dependents who are eligible for coverage, but who have not enrolled, have the right to elect coverage during the plan year under two circumstances: • You or your dependent’s state Medicaid or CHIP (Children’s Health Insurance Program) coverage terminated because you ceased to be eligible. • You become eligible for a CHIP premium assistance subsidy under state Medicaid or CHIP (Children’s Health Insurance Program). You must request special enrollment within 60 days of the loss of coverage and/or within 60 days of when eligibility is determined for the premium subsidy. 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 otherwise 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. MICHELLE’S LAW

2023 Gerresheimer Salary Benefits Bulletin • 15

ANNUAL HEALTH BENEFIT NOTICES

SPECIAL ENROLLMENT RIGHTS (HIPAA) If you have previously declined enrollment for yourself or your dependents (including your spouse) because of other health insurance coverage, you may in the future be able to enroll yourself or your dependents in your employer’s plan, provided that you request enrollment within 30 days after your other coverage ends. In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents, provided 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 REEMPLOY MENT RIGHTS ACT (USERRA) If you leave your job to perform military service, 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 service, 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 conditions except for service connected injuries or illnesses.

MENTAL HEALTH PARITY AND AD DICTION 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 insurance 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 than the predominant 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 mental health or substance abuse disorder benefits.

GENETIC INFORMATION NON-DIS CRIMINATION ACT (GINA) GINA broadly prohibits covered employers from discriminating against an employee, individual, or member because of the employee’s “genetic information,” which is broadly defined in GINA to mean (1) genetic tests of the individuals, (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 requesting, 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 the information inadvertently obtained through lawful inquiries under, for example, the Americans with Disability 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.

RESERVATION OF RIGHTS

The preceding information has been only a summary of the provisions of and changes related to the various benefit plans noted. In the event of any discrepancy between this document and formal Plan documents, the Plan documents will prevail. Although the Company expects to continue these programs indefinitely, it reserves the right to amend, suspend or terminate any or all of them at any time.

16 • 2023 Gerresheimer Salary Benefits Bulletin

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 premium 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 eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. 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 available. 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. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer 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 employer 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 following list of states is current as of July 31, 2021. Contact your State for more information on eligibility –

Website: http://myalhipp.com/

Website:

Phone: 1-855-692-5447

Health Insurance Premium Payment (HIPP) Program http://dhcs.ca.gov/hipp Phone: 916-445-8322 Email: hipp@dhcs.ca.gov

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

Health First Colorado Website: https://www.healthfirstcolorado.com/ Health First Colorado Member Contact Center: 1-800-221-3943/ State Relay 711 CHP+: CHP+ Customer Service: 1-800-359-1991/ State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.colorado.gov/pacific/hcpf/health-insurance buy-program HIBI Customer Service: 1-855-692-6442

Website: http://myarhipp.com/

Website:

Phone: 1-855-MyARHIPP (855-692-7447)

https://www.flmedicaidtplrecovery.com/flmedicaidtplrecov ery.com/hipp/index.html Phone: 1-877-357-3268