1

Benefits for Your Life

Benefits Enrollment Guide | 2013

2

Welcome to York Risk Services Group Benefits Enrollment for 2013! York Risk Services is pleased to offer a comprehensive benefits program, which allows you to select

plans based on your individual needs. This guide is intended to be a tool for you to use to make an

informed choice about the benefit plans which best suit you and your family.

The York Benefit Plans are designed to:

Provide competitive and comprehensive benefits

Maintain a program that considers individual needs

Offer plans to provide financial security Provide tools to improve and maintain your health

This enrollment guide presents the highlights of the

benefits available to you. While we know that it is not

always easy to make decisions about your health and

financial benefits, this guide is intended to give you an overview of your options.

This guide does not detail all of the provisions, restrictions, and exclusions of the various benefit programs

documented in the carrier contract of the Summary Plan Description (SPD), nor does it constitute an SPD

or Plan Document as defined by the Employee Retirement Income Security Act (ERISA).

Please take the time to educate yourself on the specifics of benefits, and if you have any questions, feel

free to contact your Human Resources Department, or your broker representatives. Contact information

is noted on pages 28 & 29 of this guide.

Enrolling All employees are required to either enroll or waive coverage via the 2013 employee benefits web portal within 30 days from date of hire or during the 2013 Open Enrollment. On line, open enrollment for the 2013 plans will commence:

Monday, November 19 through the end of the day Wednesday December 5, 2012 Because we have implemented a paperless enrollment process:

It is mandatory that all employees enroll via the online enrollment web portal Following the initial enrollment, the benefits portal will remain an excellent information resource center and a place to make benefit changes. It includes a Document Library of forms you may need throughout the year. Please note: Mid-year benefit changes can only be made for qualified life events.

OUR COMMITMENT TO YOU: PLANS DESIGNED FOR YOUR NEEDS

3

Every employee is required to complete an online enrollment or declination of coverage for the 2013 plans using the ADP Health & Welfare web portal. Provided for you below is a list of the steps you must follow. For detailed instructions, please refer to the following documents to assist you with self-registration for the portal and a navigation guide:

ESS Registration (Employee Self Service Registration)

HWSE Basic Navigation Instructions

Login URL: https://portal.adp.com

Click “First Time Users Register Here” and enter the registration passcode: yorkrsg-york

Enter your personal information to verify your identity. (Note: this should match your payroll records.)

Get your user ID and create your password to log into your ADP service. (Your password must be at least 8 characters with a letter and number and is case sensitive.)

Select three security questions and enter security answers to protect your account. (Answers must be at least 2 alphanumeric characters long and are not case sensitive.)

Enter your contact information to receive an activation code from ADP. (This will also allow you to receive security notifications from York or ADP.)

Enter the activation code you received via email from ADP. (Receipt of the activation code from ADP may be delayed due to Internet traffic, your service provider, firewalls, etc.)

Review your information and click Submit.

On the confirmation page, click Log In.

Enter your user name and password in the fields provided and click OK.

The Welcome page opens.

Select the Benefits menu then click Health & Welfare.

The Enrollment page opens.

ADP will forward you an email when you successfully complete your enrollment. Be sure to print your confirmation statement.

ADP HEALTH & WELFARE EMPLOYEE BENEFITS WEB PORTAL FOR 2013 PLANS

4

Welcome to York 2

Benefits Portal 3

Table of Contents 4

Eligibility 5

Your Benefits and Costs 6

Key Medical Plan Definitions 6

Medical Benefits 7 - 9

Prescription Drug Coverage through CVS Caremark 10

Dental Benefits Through Delta Dental of New Jersey 11 - 12

Vision Benefits Through EyeMed Vision Care 13

Flexible Spending Accounts 14

HSA vs. FSA – Know the Difference 15

Disability Benefits 16

Basic Term Life / Optional Term Life 17

Voluntary Supplemental Life Benefits 18 - 19

Voluntary Accident and AD&D 20

Business Travel Coverage & Assistance 20

Employee Assistance Programs 21

Vanguard 401(K) Retirement Plan 22

Health Care Reform and Employee Notices 23 - 27

Important Carriers & Key Benefit Contacts 28 - 29

TABLE OF CONTENTS

5

Full time and part time employees who work 21 hours or more a week are eligible for benefits. All benefits are effective on the first of the month following 30 days of employment. Some benefits cover only employees while others offer the option to enroll eligible dependents. Eligible dependents include:

Spouse

Domestic Partner*

Children – Eligible to 26th birthday

Children of Domestic Partner if Domestic Partner is enrolled

Any child over the age limit, but unable to care for him/herself due to a physical or mental disability.

*Proof of Domestic Partnership (Domestic Partner Statement) is required. See the Document Library for this form. Based on current Federal legislation, if a domestic partner and his/her child(ren) are not claimed as dependents on your income tax return, your premium contribution may be partially taxable and you may be subject to imputed income. Please contact Human Resources for details.

Changes after Open Enrollment Health Benefits with pre-tax deductions are governed by the IRS Section 125. This regulation does not allow you to change your benefit selections during the year UNLESS you experience a Qualifying Life Event (QLE). If you experience a QLE, you must submit proof of the QLE to Human Resources and then make the appropriate changes through the web portal. Proof of the event and the web enrollment change must be completed within 31 days of the qualifying event.

Qualifying Life Event (QLE) All QLEs must be reported to Human Resources within 31 days of the occurrence and documentation provided in order to be eligible to make a change to your benefit enrollments. Examples of QLEs are:

Marriage

Birth or adoption of child

A change in residence that would have an adverse impact on your benefit eligibility

Dependent satisfies or ceases to satisfy eligibility requirements

Dependent’s employer’s Open Enrollment

HIPAA special enrollment rights

Changes due to a judgment, decree or court order

Entitlement to Medicare or Medicaid

ELIGIBILITY

6

York provides some benefits at no cost to you. Other benefit costs are either shared between you and York or are your voluntary election and therefore your cost.

Deductible: The amount you pay towards medical and dental expenses each calendar year before the plan begins paying benefits. Co-insurance: The percentage of the covered charge that you pay after you have met the deductible. Co-payment: A flat dollar amount that you pay for medical or prescription drug services, regardless of the actual amount charged by your doctor or another provider. In-Network: Use of a health care provider that participates in the plan’s network. When you use providers in the network, you lower your out-of-pocket expenses because the plan pays a higher percentage of covered expenses. Out-of-Network: Use of a health care provider that is not in the plan’s provider network. The medical plans generally pay reduced benefits for out-of-network services, except in the event of an emergency. You may also be subject to “balance billing” if your provider charges more than what is considered reasonable and customary among most providers in a specific geographic area. Out-of-Pocket Maximum: The maximum amount you will pay for health care costs in a calendar year. Once you have paid the out-of-pocket maximum, consisting of your deductible and coinsurance, the plan will cover the remaining eligible medical expenses at 100% for the rest of the year. Once you meet your Out-of-Pocket Maximum, you will still be responsible for applicable co-payments.

BENEFIT WHO PAYS? DEDUCTION STATUS Medical York & You Pre-tax

Dental York & You Pre-tax

Vision York & You Pre-tax

Basic Life and AD&D York NA

Basic Optional Term Life- 2012 Avizent only You Post-tax

Supplemental Life and AD&D You Post-tax

Voluntary AD&D You Post-tax

Long-Term Disability – core benefit York NA

Long-Term Disability – buy up benefit You Post-tax

Short-Term Disability (non-CA) York NA

California Short term Disability buy up You Post-tax

Health Savings Account (with HDHP) York & You Pre-tax

Business Travel Accident York Post-tax

FSA (Health Care, Dependent Care) You Pre-tax

Employee Assistance Program York NA

401(k) Retirement Plan York & You Pre-or Post-Tax

KEY MEDICAL PLAN DEFINITIONS

YOUR BENEFITS AND COSTS

7

York recognizes that healthcare protection for you and your family is one of the most important benefits provided to you. Coverage, choice, cost, and convenience are factors each of us consider important when selecting a medical plan. For your 2013 elections, you may choose:

The Premier Preferred Provider Organization (PPO) Plan,

The Standard Preferred Provider Organization Plan, and

The High Deductible Health Plan (HDHP) Plan All three plans are administered through Horizon Blue Cross Blue Shield (BCBS) of New Jersey. In addition, Prescription Drug Coverage will be provided through CVS Caremark to supplement these three medical plans.

In addition, California residents will also have the option to select a Health Maintenance Organization through Kaiser Permanente with Rx coverage. Hawaii residents have the option to select among three plans with Rx coverage with Blue Cross and Blue Shield of Hawaii (HMSA). You may also choose to waive medical coverage. Horizon Medical Plans Overview The HDHP and PPO plans administered by Horizon are network-based plans, which feature in and out-of-network components. The in-network element allows you to choose any healthcare provider from the National BCBS BlueCard PPO network, the largest healthcare network available. In addition, the out-of-network component allows you to select any healthcare practitioners or facilities you would like. However, if you receive services from out-of-network providers, you will be subject to high out-of-pocket costs and may be required to submit a claim for reimbursement.

Additionally, these plans do not require that you select a Primary Care Physician (PCP) to coordinate healthcare services or to obtain referrals in order to visit a specialist.

When you enroll in either the HDHP or one of the PPO Plans, you will receive your prescription drug benefits through CVS Caremark. Your prescription drug coverage includes different pricing structures, or “tiers,” which enable you to control your costs based on the medications you select (formulary generic, formulary brand preferred, or non-preferred formulary brand).

Participation in a Health Maintenance Organization (Kaiser) will require you to select a Primary Care Physician (PCP) at the time of enrollment.

MEDICAL BENEFITS

8

High Deductible Health Plan (HDHP) with Horizon MyWay HSA

The HDHP (High Deductible Health Plan), also known as a Consumer Driven Health Plan, is designed to create an opportunity for you to become educated and active managers of your health care decisions. The HDHP with Health Savings Account (HSA) offers a number of unique features that put you in control of your health care choices and how you spend your health care dollars. If you enroll in the HDHP you are eligible to open and contribute to a Health Savings Account (HSA). However, note that you cannot open or contribute to an HSA if you are:

Covered under another non-HDHP plan (i.e. you spouse’s medical plan or your spouse’s Healthcare Flexible Spending Account)

Participating in York’s or another company’s general purpose Flexible Spending Account

Eligible to be claimed as a dependent on someone else’s tax return

Entitled to Medicare and/or covered by TRICARE or a Veteran’s Administration Plan

Your HSA, administered through ACS/Mellon Bank, can be used to pay for qualified out-of-pocket health expenses. The money in this account may receive tax-free interest earnings until exhausted. Withdrawals from the HSA are tax-free when used for qualified health expenses as defined by the IRS. Consult IRS publication 502 or go to www.irs.gov/hsa for a complete list of qualified medical expenses. After-tax deposits (up to the annual IRS maximum) are deductible on your IRS tax return. Non-qualified purchases are subject to income tax plus a 20% IRS penalty.

The Annual Deductible for the HDHP is $2,000 for individual coverage and $4,000 for family coverage for in-network services. The family deductible of $4,000 can be met by any combination of family members. For example, if one person meets the $2,000 family deductible, and then two family members meet $1,000 each, the deductible for the year is met for your entire family. You must meet the plan deductible before your medical plan begins to cover any of your health care expenses including prescription drugs. If you have elected employee + one or family coverage, the family deductible must be met before health care expenses and prescription drugs are covered. All covered services including prescription costs go towards your deductible.

Your Out-of-Pocket Maximum is the maximum amount you will pay for health care costs in a calendar year. Once you have paid the out-of-pocket maximum, the plan will cover the remaining eligible medical expenses at 100% for the rest of the year. The in-network out-of-pocket maximum is $3,500 for individual coverage and $7,000 for family coverage. Note, that if out-of-network providers are used, then you will be responsible for charges that are above reasonable and customary.

Preventive Care services (such as annual physicals, mammograms, and pap tests) are covered at 100% and are not subject to a deductible. If you choose to participate in the HDHP, York will contribute $300 for an Individual HSA and $600 for a Family HSA. Employer contributions will be funded at the start of the year or at the time coverage commences. The Statutory maximum that can be contributed to your HSA, including York’s contribution, for the 2013 calendar year is $3,250 for individual coverage and $6,450 for family coverage.

9

Medical Plan Highlights

High Deductible

Health Plan Standard Plan Premier Plan Kaiser Permanente

HMO

Deductible Individual/Family Individual/Family Individual/Family Individual/Family

In-Network $2,000/$4,000* $1,250/$2,500 $750/$1500 $1,000/$2000

Out-of-Network $3,000/$6,000* $2,000/$4,000 $1,500/$2,500

Coinsurance

80%/50% 80%/60% 90%/70% 80%

Out-of–Pocket Max

In-Network

Out-of-Network $3,500/$7,000 $6,000/$12,000

$2,250/$4,500 $4,000/$8,000

$1,750/$3,500 $3,500/$6,500

$3,000/$6,000

Physician Services

Primary Care 80% after deductible $30 $25 $20 $20

Specialist 80% after deductible $50 $45

Out-of-Network 50% after deductible 60% after deductible 70% after deductible

Hospital Services

All Services Deductible, Coinsurance Deductible, Coinsurance Deductible, Coinsurance Deductible, Coinsurance

Diagnostic

Labs & X-Rays Deductible, Coinsurance Deductible, Coinsurance Deductible, Coinsurance

$10 Copay $50 Copay

MRI, CT, Nuclear Med Deductible, Coinsurance Deductible, Coinsurance Deductible, Coinsurance

Prescription Drugs

Deductible Plan Deductible $150 $150 None $10 $30 N/A

Generic $10 $10 $10

Brand Preferred $30 $30 $30

Brand Non-Preferred $50 $50 $50

31-60 Day Supply N/A N/A N/A $20 generic /$60 brand

Mail-order (up to 90 days ) 2 times 2 times 2 times $20 generic /$60 brand

Important Notes

This is a synopsis of coverage only; the benefits summary contains exclusions and/or limitations, which are not shown here. Please refer to the benefits summary for a full scope of coverage.

In-network services based on negotiated charges; out-of-network services based on Reasonable & Customary (R&C) charges

Hawaii residents only: The information for the Hawaii plans is on line in the Document Library or you may request it from your Human Resource Department.

* Members of the HDHP with family coverage must meet the family deductible as a whole before any coverage is provided.

10

When you enroll in the Premier PPO Plan, the Standard PPO Plan or the HDHP Plan, you are provided

prescription drug coverage automatically through CVS Caremark. Your prescription benefits include

different pricing structures or “tiers” that enable you to control the cost of the medications. Benefits are

delivered in accordance with the “tier” that your prescriptions fall into. You will pay the least amount of

money for generic drugs (usually tier 1), a slightly higher price for preferred brand prescriptions (usually

tier 2), and will be responsible for the greatest copay for non-preferred brand drugs (usually tier 3).

CVS Caremark offers a mail order program in which you are able to

have your prescriptions delivered to you at the rate of two times

your normal copay for a 3-month supply. The convenient savings

program sends your prescription directly to your home, saves you and

your covered family members’ trips to a pharmacy, and reduces the

amount of time spent standing in line waiting for your prescriptions to be

filled.

Under CVS Caremark’s plan, it is required that after two fills of a maintenance drug, you must

acquire it through the mail order program or purchase your maintenance prescriptions at a CVS

store.

In this prescription drug program, you may find it advantageous to purchase generic as opposed to brand

name drugs. Generic drugs often have the same exact active ingredients, and very similar inactive

ingredients, at a much lower cost. Opting for generic drugs is an easy way to care for yourself and your

family effectively, while earning significant savings.

Kaiser HMO prescription coverage is provided by the plan and not by Caremark.

PRESCRIPTION DRUG COVERAGE THROUGH CVS CAREMARK

11

Good dental health is an important part of your overall wellbeing. At the same time, we all may need different levels of dental care. It is for this reason that York offers:

Dental PPO High Option Plan

Dental PPO Core Option Plan

DentalCare DHMO Plan All three plans are administered by Delta Dental of New Jersey and are part of the Delta Dental Network.

This Network provides an extensive group of dental providers located throughout the country. In addition,

within Delta Dental, several networks provide a select group of participating dentists and participating

specialists.

The High Option Plan includes two networks of providers; the PPO network and the Premier network. The

Premier network applies the best in managed care and cost containment services with the traditional

approved fee-for-service approach to dental care. The PPO Core Plan provides negotiated discounts

through the PPO network. Each Plan provides in-network and out-of-network benefits.

You are not required to pre-select a provider under either PPO plan.

On the Core Plan, an in-network provider listing is available at www.deltadentalnj.com by clicking

on the radio button for Delta Dental PPO.

On the High Option Plan, an in-network listing of network dentists is available by clicking the radio

button for Delta Dental Premier and/or Delta Dental PPO.

You may call 1 – 800 – DELTA-OK to have a list of participating PPO dentists in your area mailed

to you.

The Dental HMO Option - DeltaCare USA (Plan 14A) through Delta Dental of NJ

For those employees residing in AL, AK, AZ, CA, CO, CT, FL, GA, IA, ID, IL, IN, KS, KY, MD, MO, NC,

NJ, NM, NV, NY, OH, OK, OR, PA, RI, SC, TN, TX, UT, VA, WA, WI, or WV, you have the opportunity to

purchase dental insurance through Delta Dental’s DeltaCare USA HMO.

When enrolling in the DeltaCare USA program for the first time, you will need

to select your dental provider. You must visit your selected dentist to receive

benefits under this plan. When you search for a dentist on

www.deltadentalins.com , click DeltaCare USA as your dental plan.

DHMO ID Cards: DeltaCare USA will send an ID card to your home address

with a member number, which identifies you to the network providers. After

your coverage effective date, you can go online and print a temporary card

and use it until you receive your permanent card in the mail.

DENTAL BENEFITS THROUGH DELTA DENTAL OF NEW JERSEY

12

Delta Dental of New Jersey PPO Highlights:

Refer to the Document Library in the benefits portal for approximate employee out-of-pocket costs for each plan.

BENEFIT Low Option Plan

In-Network High Option Plan

(PPO Network + Premier Network)

PPO Network Only * PPO and Premier Network *

Annual Deductible (Individual/Family)

$75 / $225 $50 / $150

Preventive Services 100% 100%

Basic Services 75% 80%

Major Services (includes implants )

50% 50%

Annual Plan Maximum $1,000 $1,500

Orthodontic Services 50% 50%

Orthodontic Lifetime Maximum

$750 $1,500

* The PPO Network providers accept a deeper discount, which means that the portion of the allowance you pay is the lowest available. The Premier Network may not have the lowest allowances, but it ensures access to a larger selection of network providers for you.

DeltaCare USA HMO Plan Highlights: Refer to the Document Library in the ADP Health and Welfare on line enrollment tool for a schedule of benefits

Dental PPO Benefit Enhancements:

Oral Health Enhancement: For individuals treated for Periodontal Gum Disease:

If you have been treated for periodontal disease, you can receive up to 2 additional dental cleanings and / or periodontal maintenance procedures (in any combo) per benefit period.

To qualify, refer to the Document Library in the ADP Health and Welfare on line enrollment tool, for the Oral Health Enhancement Enrollment Form. Print it, have your dentist complete the form, and fax or email it to Delta Dental of New Jersey.

New Carry Over Maximum:

If you visit the dentist for a cleaning or exam, and use less than half of your PPO annual maximum in a given year, you can carry over 25% of the unused portion of your maximum into next year.

If you have questions, visit www.dentaldentalnj.com and search: CarryOver Max or call Dental Dental of New Jersey.

BENEFIT In-Network

Annual Deductible None

Preventive Services $10.00

Basic Services Refer to the schedule of benefits

Major Services (note: implants NOT covered)

Refer to the schedule of benefits

Annual Plan Maximum Unlimited

Orthodontic Services

Children $1,150 – $1,900 copay Adults $1,350 - $2,100 Copay Refer to schedule of benefits

Orthodontic Lifetime Maximum Not applicable

13

The Vision Plan provides benefits towards the cost of vision exams, eyeglass lenses, eyeglass frames and contact lenses. Vision benefits are available through EyeMed Vision Care, a vision service provider that specializes in providing choice, value, and quality products and services. You and York share in the cost of the plan.

EyeMed Vision Care Access Network consists of private practitioners, and optical retailers, such as LensCrafters, Sears Optical, Target Optical, JC Penny Optical and most Pearl Vision locations. You should verify that each retailer in the location near you participates in EyeMed.

You may choose to receive care from an EyeMed participating provider (in-network), or from any doctor of your choosing (out-of-network provider). Keep in mind you receive the most value from this benefit when you visit a participating EyeMed doctor or retail service provider.

If you decide not to see an EyeMed doctor, you will receive a lesser benefit and be required to pay more out of pocket as well as submit a reimbursement claim form. Please refer to the Document Library for these claim forms.

ID Cards: EyeMed issues identification cards following your enrollment. These cards list your name, the group name, and the group number. Also in your member packet, you will receive a provider listing of all participating providers within 20 miles of your residence zip code. Access to network services is your social security number (this is not printed on your member card). After your coverage effective date, you are able to print your own ID card from the EyeMed website.

EyeMed Vision Plan - “SELECT” Plan H Highlights: Refer to the Document Library in the ADP Health and Welfare on line enrollment tool, for more specific vision care services and member costs.

BENEFIT In-Network Out-of-Network

Exam (with dilation as necessary)

$10 Copay Once every 12 months

Allowance up to $30 Once every 12 months

Lenses (single vision/bifocal /trifocal)

No copay Once every 12 months

Allowance up to $25 single / $40 bifocal / $63 trifocal

Once every 12 months

Frames No copay; Allowance up to $130

80% of charge over $130- Once every 24 months

Allowance up to $65 Once every 24 months

Conventional Contact Lenses (in lieu of glasses)

No copay; Allowance up to $130 15% off retail price over $130

Once every 12 months

Allowance up to $104 Once every 12 months

Additional Discounts and Features of your EyeMed Vision Care Plan:

40% off additional eyewear purchases

20% off non-prescription sunglasses

Laser vision correction – 15% off the retail price or 5% off the promotional price for LASIK or PRK procedures For Lasik providers, call 1-877-5LASER6

The EyeMed Enhanced Contact Lens Benefit:

If you choose to upgrade to an annual supply

of contact lenses, you will receive an

additional $50 allowance toward any brand.

VISION BENEFITS THROUGH EYEMED VISION CARE

14

If you’re looking for a way to save money on your health and dependent care expenses, consider enrolling in a Flexible Spending Account (FSA). York will continue to make the following benefits available to you on a pre-tax basis. You contribute to these plans yourself, but your pre-tax contributions lower your taxable income.

Flexible Spending Accounts – Horizon HDHP with the HSA (Health Savings Account) Plan Participants are not eligible for enrollment in the FSA.

Flexible Spending Accounts work like a savings account – each pay period a pre-tax payroll deduction is deposited to your Health Care and/or Dependent Care Flexible Spending Account. When you have an eligible expense you can pay for it using your ACS Mellon Debit Card at the time of purchase or you can submit a completed claim form along with supporting documentation (pharmacy receipts, detailed bills) or the Explanation of Benefits (EOB) provided by Horizon. By anticipating your family’s health care and dependent care costs for the next plan year, you can lower your taxable income. Funds in a Flexible Spending Account are subject to the IRS “use it or lose it,” rule. You will have until December 31, 2013 to incur expenses against your 2013 Dependent Care FSA funds and until March 15, 2014 to incur expenses against your 2013 Health Care FSA funds. You have until May 1, 2014 to submit claims for reimbursement of 2013 expenses. Any money left in your 2013 FSA funds after May 1, 2014 will be forfeited.

Account Eligible Expenses Contributions

Health Care Flexible Spending Account

Most medical, dental, and vision care expenses, such as deductibles,

co-insurance, co-payments, eyeglasses, and uncovered dental

expenses

$2,500 annual maximum

Dependent Care Flexible Spending Account

Dependent care expenses such as day care, after school programs, or

elder care programs, so you and your spouse can work or go to

school full time

$5,000 annual maximum per household

$2,500 annual maximum (if married

but filing separate tax returns)

Note: Domestic Partners are not eligible to participate in the FSA due to IRS guidelines unless they meet the IRS definition of a tax dependent according to Internal Revenue Code Section 152

FLEXIBLE SPENDING ACCOUNTS

15

Know the Difference The following chart can assist you in your decision in electing the HDHP medical option with the HSA or another medical plan and the FSA.

HSA

Health Savings Account FSA

Flexible Spending Account

Definition

Employee and employer funded account for current and future qualified

medical expenses - requires enrollment in a high deductible health plan

Employee funded account for qualified medical expenses

Fund Ownership 100% Employee, funds are portable 100% Employer, funds are not

portable

Contributions to Fund Employer and Employee York Employee

Do Funds rollover? Yes No – However, York’s plan has a grace period extending into 2014

Maximum Annual contribution $3,250 individual coverage

$6,450 employee +one or family coverage

$2,500

Allowable Expenses & Plan Restrictions

Allows unreimbursed qualified medical expenses under IRS Code Section

213(d). Excludes premiums. Qualified medical expenses must be incurred

after the HSA is established.

Allows unreimbursed IRS Code Section 213(d) medical expenses

excluding premiums.

Administration ACS / Mellon Bank Horizon

Non-medical expense withdrawals

Taxable and subject to 20% penalty (no penalty if age 65 or older)

Not allowed

Examples of ineligible medical expenses

Premiums, cosmetic surgery for non-medical reasons, weight loss programs unless prescribed for obesity, over-the-counter medications not prescribed by a

physician

Premiums, cosmetic surgery for non-medical reasons, weight loss programs unless prescribed for

obesity, over-the-counter medications not prescribed by a

physician

HSA VS. FSA – KNOW THE DIFFERENCE

16

Short Term Disability The disability benefits provided by York are designed to help you pay for household expenses if you become disabled and cannot work. This plan complies with all state disability regulations and provides Short Term Disability (STD) insurance to you in accordance with each state’s provisions. The Short Term Disability Protection Plan is available to all active full-time employees outside the state of California. These eligible employees are covered under the York STD program. This plan will pay you 2/3 of your weekly income for a maximum of 26 weeks should you be unable to work due to illness or injury.

California employees are covered under the mandated California State Disability program and can find more information about this coverage at www.edd.ca.gov. York also offers California employees a voluntary short-term disability benefit with UNUM that can be purchased to coordinate with the California State Disability Plan. If you did not enroll as a new hire or when first eligible, then you are considered a late entrant and evidence of insurability (EOI) is required.

Please refer to the Document Library for the UNUM EOI form for late entrants. STD waiting period: 14 days for accident or sickness No pre-existing exclusions; benefits payable – 60% of base salary up to $1,154 / week Maximum duration: 11 weeks

The Core Long Term Disability Plan through Lincoln Financial: In the event that you remain disabled for a period of time that extends beyond your STD benefits, York provides a Core Long Term Disability (LTD) benefit to all active, benefit eligible employees at no cost. Under this program, after 26 weeks of illness or off-the-job injury, the plan will pay 50% of basic earnings up a monthly maximum of $5,000. If you lose two or more activities of daily living, you will receive 60% of your monthly earnings up to the $5,000 monthly maximum. There is no cost to you for this core LTD coverage. If you receive benefits, the amount will be taxed, just like ordinary income. Additional LTD Coverage: The Buy-Up Plan with Lincoln Financial You also have the option of purchasing additional LTD coverage as follows:

Buy-Up Plan Increase in Income Replacement

Income Replacement Benefit: Unable to work after 180 days

60% of basic monthly earnings

Income Replacement Benefit: Lose 2 or more activities of daily living

70% of basic monthly earnings

Employee earning under $100,000 annually Max monthly benefit $12,000

Employee earning more than $100,000 annually

Max monthly benefit $15,000

Premiums paid on post-tax basis

Coverage on the buy up amount is non-taxable should you become disabled

For 2013 plans Open Enrollment, you have the opportunity to purchase this coverage without EOI. Evidence of Insurability (EOI) is required of all Late Entrants to purchase the LTD buy-up plan. You can locate the EOI in the Document Library of the benefits portal.

DISABILITY BENEFITS

17

Group Basic Term Life Insurance through Lincoln Financial

Life insurance is an important part of your financial security, especially if others depend on your support. York provides Basic Life and Accidental Death and Dismemberment (AD&D) insurance to you at no cost. York provides all benefit eligible employees with group term life insurance in an amount equal to 1 times your annual salary up to $100,000. This is provided through Lincoln Financial and fully funded by York with no cost to you. For 2013, York has added coverage for accidental death and dismemberment to your basic life insurance plan. Each employee is required to provide beneficiary designation information on the benefits portal. You may elect as many beneficiaries as you wish. Lincoln accepts your designation on your benefits portal as proof of beneficiary.

Life insurance coverage in excess of $50,000 is subject to FICA and Federal tax liability (imputed income), and is calculated according to a cost and age factor.

Optional Basic Term Life with Lincoln Financial

As a Transitional Benefit, York is offering 2012 Avizent/FARA participants a one-time offer for Optional Basic Term Life Insurance during open enrollment for the 2013 plans.

You may purchase coverage in excess of your basic life insurance, which, when combined with your basic life, matches the amount of coverage you had through Avizent/FARA for basic life coverage. When you enroll through the benefits portal, you will be offered this coverage. You may purchase this coverage under this one time opportunity or waive this optional term life coverage. The monthly rate is $.085 per $1,000 of coverage (or stated as a biweekly rate, $.039 per $1,000 of coverage).

BASIC LIFE AND OPTIONAL TERM LIFE

18

Supplemental / Voluntary Life Insurance for You and Your Dependents York offers you opportunity to purchase additional life insurance to supplement the group basic term insurance through Lincoln Financial. Employee Coverage

Supplemental Life

Benefit Coverage Amount

Guarantee Issue: Amount you may purchase without EOI

Lesser of: 3x Annual Salary or $300,000

Purchasable Increments $10,000

Maximum Amount 5x Annual Salary up to $500,000 (EOI required )

Maximum for New Hire or Rehire age 70+

$50,000

Coverage beyond the Guarantee Issue amount of lesser of 3 x salary or $300,000 requires EOI and approval by Lincoln Financial. If you were approved for coverage through Cigna, the prior York plan, or through UNUM, the prior Avizent/ FARA plan, you have the opportunity to be grandfathered above the GI when you enroll via the benefits portal. Please carefully review this during your Open Enrollment. If you are a late entrant, and have not applied when first eligible or as a new hire, you must complete an Evidence of Insurability (EOI) for any level of coverage.

Age Reductions Coverage Reduced by 35 % at age 70 Coverage Reduced by 50 % at age 75

Employee Supplemental Life Premiums:

Employee Age Biweekly Rate Per

$1,000

Under 25 $.0231

25-29 $.0277

30-34 $.0369

35-39 $.0415

40-44 $.0554

45-49 $.0785

50-54 $.1292

55-59 $.2262

60-64 $.3185

65-69 $.5862

See Document Library for additional age based rates and rate reductions

Employee and Spouse premiums are calculated separatly. Actual deductions may vary slightly due to rounding and payroll frequency. Please refer to the Document Library for the voluntary life plans with rates for further information and assistance in calculating your premium. Spousal premiums and dependent children premiums are on the next page. Spousal / Child Supplemental Life Premiums:

VOLUNTARY SUPPLEMENTAL LIFE BENEFITS

19

Spouse Age Biweekly Rate Per

$1,000

Under 25 $.0231

25-29 $.0277

30-34 $.0369

35-39 $.0415

40-44 $.0554

45-49 $.0785

50-54 $.1292

55-59 $.2262

60-64 $.3185

65-69 $.5862

See Document Library for additional age based rates and rate reductions

Child(ren) Rate $2 per month for

$15,000 coverage

Conversion: If you terminate your employment or become ineligible for this coverage, you have the option to convert all or part of the amount of coverage in force to an individual life policy on the date of termination without Evidence of Insurability. Conversion election must be made within 31 days of your date of termination. Portability: If coverage has been in force for at least 12 months, you may continue coverage for a specified period of time after your employment by paying the required premium. Portability is available if you cease employment for a reason other than total disability or retirement at Social Security Normal Retirement Age. A written application must be made within 31 days of your termination.

Spouse / Domestic Partner Coverage: If you purchase coverage for yourself, you may purchase coverage on your spouse/partner in $5,000 increments, up to half of the amount you purchased on yourself but not exceeding, the lesser of 2.5 times your base salary or $250,000. Evidence of Insurability is required on your spouse for any amount over the spousal guarantee issue of $30,000.

If your spouse was approved for coverage through Cigna, under the prior York plan, or Through UNUM, the prior Avizent/FARA plan, your spouse has the opportunity to be grandfathered above the GI issue of $30,000 when you enroll via the benefits portal. Please carefully review this during your Open Enrollment.

Dependent Children Coverage If you purchase coverage on yourself, you may purchase coverage on your dependent children in the following amounts:

Age 14 days to 6 months - $250 Age 6 months to the 26

th birthday - $15,000 per child

You will be charged only one premium no matter the number of insured children. Additional benefits: Beneficiary Connect – these are support services from Lincoln Financial for beneficiaries who have experienced a loss. Travel Connect – Travel assistance services for employees and eligible dependents traveling more than 100 miles from home.

20

Voluntary Accident Insurance and AD&D through Lincoln Financial This is “stand alone” coverage and can be purchased whether or not you have purchased the supplemental life coverage. Employees can elect up to 10 times their annual salary up to a maximum of $500,000. Family Coverage

Family Member Covered

Coverage Amount

Spouse (No Children) 50% of your own coverage amount to maximum of $250,000

Spouse (1 or more Children)

40% of your own coverage amount to maximum of $250,000

Dependent Child(ren) with Spouse

10% of your own coverage to maximum of $10,000

Dependent Child(ren) without Spouse

15% of your own coverage to maximum of $10,000

Business Travel Coverage / Chartis’ Travel Guard Global Assistance

York provides at no cost to benefit eligible employees on business travel, an accidental death benefit and accidental dismemberment and paralysis benefits. The insurance policy provides 24-hour accident protection while you are on a business trip. The death benefit is five times your annual salary up to a maximum of $750,000 for employees younger than age 70. A reduction schedule applies for employees 70 years of age or older. The accidental dismemberment and paralysis benefit is based on specific losses such as the loss of hearing in one ear. Depending on the loss, the actual benefit payout is based on a percentage of the principal sum. This insurance policy has standard exclusions, and policy provisions relating to notice of claims, proofs of loss, and physical examination. Through Travel Guard, help is only a phone call away if the unexpected happens while you are traveling on a 24/7 basis. Worldwide travel assistance includes help with lost baggage, travel documents, emergency interpretation assistance, inoculation information, flight and hotel rebooking, emergency medical assistance, identity theft assistance, and personal assistant services. For further information and a wallet id card, print the business travel document in the Document Library of the benefits portal.

VOLUNTARY ACCIDENT AND AD&D

BUSINESS TRAVEL COVERAGE & ASSISTANCE

21

Employee Assistance Programs (EAP) & Work/Life Programs: All services are personal and confidential, provided at no cost to you or your family household members and available 24 / 7 / 365. Megallan Heath Services in partnership with Horizon Blue Cross and Blue Shield of New Jersey: Your Work/Life/EAP is designed to support you and your family as you face any issue, big or small.

From parenting or relationship issues to managing an appropriate work-life balance or stress,

depression and healthy living, your Work/Life/EAP is here to help. This program offers solution-

focused help and resources for all types of life issues and is available 24 hours a day, seven days a

week online at MagellanHealth.com/member or by telephone at 1-800-327-9794. This service

includes, but is not limited to:

Live 24-hour, toll-free telephone access

First call answered by a clinician

5 in-person sessions per issue

Monthly communications and promotional materials

Web-based resources and interactive services

Work-Life referral services and resources

Legal and Financial services

Employee Connect in partnership with Lincoln Financial Group:

Services are provided by Bensinger, DuPont, and Associates EAP Counselors who are available 24

hours a day, seven days a week online at eapadvantage.com with the password connect, or by

telephone at 877-757-7587. This service includes, but is not limited

to:

Up to 4 in-person counseling sessions

24 x 7 x 365 telephone and Web access

Telephone access to legal counsel

A 25 percent discount for services resulting from an attorney referral

EAP Counselors will see family members ages 16 years and older individually when appropriate. They will also see children 12 to 16 years of age and older with parents. Because EAP providers do not tend to be specialists in issues surrounding children, they refer issues with children to the most appropriate resource in the employee’s living area. These age guidelines exist because of state restrictions surrounding children.

EMPLOYEE ASSISTANCE PROGRAMS

22

Save for Your Future York realizes the importance of savings towards retirement and maintains a Retirement Savings Plan

(401k plan) to assist you in meeting your long term financial goals. This plan, available to regular and

part-time employees working at least 20 hours per week, allows you to use tax-deferred money to save

for your retirement while earning interest and receiving additional money through the company match.

In addition you may contribute after tax payroll deductions into the plan and still enjoy some tax

advantages.

Contributions

Through automatic payroll deductions, you may contribute between 1 and 25% of your pay to the York

Risk Services Group Savings Plan up to the annual IRS Benefit maximum. You must designate all or

part of your contribution amount as a Traditional 401(k) contribution (pre-tax) and/or Roth 401(k) (after-

tax) contribution.

Based on your credited service with the company, York will make a company

contribution in an amount equal to 50% of your elective deferrals (pre-tax and

post-tax) up to a maximum of 6% of your eligible compensation. If you have

more than 5 years of credited service with the company, York will make a

company contribution equal (100%) to your elective deferral up to a maximum

of 6% of your eligible compensation. All employer contributions occur at the

time the employee deferral is made.

Enrollment

You can begin participating in the plan immediately following your date of hire.

Investment Options

There are a variety of investment opportunities, including but not limited to rollover and vesting options,

available under the York Retirement Savings Plan. For a complete list of the investment options, fund

performance and prospectus information; please call our plan administrator, Vanguard, at 800-662-

0106.

IMPORTANT EMPLOYEE NOTICES

VANGUARD 401(K) RETIRMENT PLAN

23

Regulatory Notes Related To Health Plans

HIPAA – HEALTH INSURANCE PORTABILITY & ACCOUNTABILITY ACT OF 1996 HIPAA includes provisions that protect the privacy of health plan participants. These provisions, which went into effect April of 2003, govern how covered entities such as health insurance companies and the plan sponsor must handle protected health information. The company distributes HIPAA Privacy Notices, in accordance with Federal Regulations. GENERAL NOTICE OF PREEXISTING CONDITION EXCLUSION This plan imposes pre-existing condition exclusion. This means that if you have a medical condition before coming to our plan, you might have to wait a certain period of time before the plan will provide coverage for that condition. This exclusion applies only to conditions for which medical advice, diagnosis, care, or treatment was recommended or received within a six-month period. Generally, this six-month period ends the day before your coverage becomes effective. However, if you were in a waiting period for coverage, the six-month period ends on the day before the waiting period begins. The preexisting condition exclusion does not apply to pregnancy, genetic information or an enrollee who has not yet reached age 19. This exclusion may last up to 12 months (18 months if you are a late enrollee) from your first day of coverage, or, if you were in a waiting period, from the first day of your waiting period. However, you can reduce the length of this exclusion period by the number of days of your prior ``creditable coverage.’’ Most prior health coverage is creditable coverage and can be used to reduce the preexisting condition exclusion if you have not experienced a break in coverage of at least 63 days. To reduce the 12-month (or 18-month) exclusion period by your creditable coverage, you should give us a copy of any certificates of creditable coverage you have. If you do not have a certificate, but you do have prior health coverage, we will help you obtain one from your prior plan or issuer. There are also other ways that you can show you have creditable coverage. Please contact us if you need help demonstrating creditable coverage. WOMEN’S HEALTH & CANCER RIGHTS ACT OF 1998 All Medical Plan options provide coverage for mastectomies and provide certain mastectomy-related benefits or services to plan participants and beneficiaries. These benefits are outlined in federal law known as the Women’s Health and Cancer Rights Act of 1998. This law provides participants who receive benefits in connection with a mastectomy and who elect breast reconstruction in connection with the mastectomy to be entitled to the following coverage:

Reconstruction of the breast on which the mastectomy has been performed;

Surgery and reconstruction of the other breast to provide a symmetrical appearance; and

Prostheses and treatment of physical complications at all stages of the mastectomy, including lymphedemas.

Coverage will be provided in a manner determined in consultation between the attending physician, the carrier, and the patient. The coverage is subject to the same deductibles, copays, or coinsurance limitations, if any that apply for other benefits from the medical option you select. Each year, you will receive this notice about this coverage. PREMIUM ASSISTANCE UNDER MEDICAID AND CHIP If you or your children are eligible for Medicaid or CHIP and you are eligible for health coverage from your employer, your State may have a premium assistance program that can help pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for these

24

programs, but also have access to health insurance through their employer. If you or your children are not eligible for Medicaid or CHIP, you will not be eligible for these premium assistance programs. COBRA The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for continued coverage for a certain period of time at applicable monthly COBRA rates if you, your spouse, or your dependents lose group medical, dental, or vision coverage because: you terminate employment (for reason other than gross misconduct), your work hours are reduced below the eligible status for these benefits, you die, divorce, or are legally separated, or a child ceases to be an eligible dependent. NEWBORNS’ AND MOTHERS’ HEALTH PROTECTION ACT Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not 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). GENETIC INFORMATION NONDISCRIMINATION ACT (GINA) Under a 2009 federal law, group health plans are prohibited from adjusting premiums or contribution amounts for a group based on genetic information. A health plan is also prohibited from requiring an individual or his/her family member to undergo a genetic test, although the plan may request that a voluntary test be taken for research purposes. MEDICARE PART D – CREDITABLE COVERAGE Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with York and about your options under Medicare’s prescription drug coverage. This information can help you decide whether you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium.

2. On average for all plan participants, York has determined that the prescription drug coverage offered by the Horizon Standard, Premier, and Kaiser plans is expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15 to December 7.

25

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan. What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current York coverage will be affected. You cannot keep this coverage if you elect part D. This plan will coordinate with Part D coverage. If you do decide to join a Medicare drug plan, and drop your current York coverage, be aware that you and your dependents will not be able to get this coverage back. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? You should also know that if you drop or lose your current coverage with York and do not join a Medicare drug plan within 63 continuous days after your current coverage ends, you might pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. For More Information About This Notice Or Your Current Prescription Drug Coverage… Contact the person listed below for further information NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through York changes. You also may request a copy of this notice at any time. For More Information About Your Options Under Medicare Prescription Drug Coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage:

Visit www.medicare.gov

Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help

Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048. MEDICARE PART D – NON-CREDITABLE COVERAGE Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with York and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are three important things you need to know about your current coverage and Medicare’s prescription drug coverage; 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium.

26

2. York has determined that the prescription drug coverage offered by the Horizon HDHP is, on average for all plan participants, NOT expected to pay out as much as standard Medicare prescription drug coverage pays. Therefore, your coverage is considered Non-Creditable Coverage. This is important because, most likely, you will get more help with your drug costs if you join a Medicare drug plan, than if you only have prescription drug coverage from the Horizon HDHP. This also is important because it may mean that you may pay a higher premium (a penalty) if you do not join a Medicare drug plan when you first become eligible. 3. You can keep your current coverage from Horizon. However, because your coverage is non-creditable, you have decisions to make about Medicare prescription drug coverage that may affect how much you pay for that coverage, depending on when you join a drug plan. When you make your decision, you should compare your current coverage, including what drugs are covered, with the coverage and cost of the plans offering Medicare prescription drug coverage in your area. Read this notice carefully - it explains your options. When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15 to December 7. However, if you decide to drop your current coverage with Horizon, since it is employer/union sponsored group coverage, you will be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan; however you also may pay a higher premium (a penalty) because you did not have creditable coverage under the Horizon HDHP. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? Since the coverage under the Horizon HDHP is not creditable, depending on how long you go without creditable prescription drug coverage you may pay a penalty to join a Medicare drug plan. Starting with the end of the last month that you were first eligible to join a Medicare drug plan but didn’t join, if you go 63 continuous days or longer without prescription drug coverage that’s creditable, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current York coverage will be affected. You cannot keep this coverage if you elect part D. This plan will not coordinate with Part D coverage. If you do decide to join a Medicare drug plan and drop your current York coverage, be aware that you and your dependents will not be able to get this coverage back.

For More Information About This Notice Or Your Current Prescription Drug Coverage… Contact the person listed below for further information. NOTE: You will get this notice each year. You will also get it before the next period you can join a Medicare drug plan and if this coverage through York changes. You also may request a copy of this notice at any time.

For More Information About Your Options Under Medicare Prescription Drug Coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You will get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage:

Visit www.medicare.gov

27

Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the

“Medicare & You” handbook for their telephone number) for personalized help

Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048

MICHELLE’S LAW

Public law 110-381, also known as “Michelle’s Law”, allows dependent college students insured under their parent’s policy to remain covered if they are required to take a medical leave of absence from school or make any other enrollment changes that might cause them to lose dependent student eligibility. In order to qualify for this continued coverage, the dependent must be suffering from a serious illness or injury and the leave of absence or other enrollment changes must be medically necessary, as determined by the treating physician. Such dependents may remain covered up to the earlier of: one year after the first day of the medically necessary leave of absence; or the date on which such coverage would otherwise terminate under the terms of the plan/coverage. Following the medical leave, student dependents will once again be required to provide student certification in order to remain eligible for dependent coverage. MENTAL HEALTH & PARITY ACT This law requires that any group health plan that includes mental health and substance use disorder benefits along with standard medical and surgical coverage must treat them equally in terms of out-of-pocket costs, benefit limits and practices such as prior authorization and utilization review. These practices must be based on the same level of scientific evidence used by the insurer for medical and surgical benefits. For example, a plan may not apply separate deductibles for treatment related to mental health or substance use disorders and medical or surgical benefit – they must be calculated as one limit. MHPAEA applies to employers with 50 or more workers whose group health plan chooses to offer mental health or substance-use-disorder benefits. NOTICE OF IMPUTED INCOME FOR LIFE INSURANCE The IRS requires you to be taxed on the value of employer-provided group term life insurance over $50,000. The taxable value of this life insurance coverage is called “imputed income.” Even though you do not receive cash, you are taxed as if you received cash in an amount equal to the value of this coverage. The imputed cost of coverage in excess of $50,000 must be included in income, using the IRS Premium Table, and is subject to FICA and Federal tax liability. For more information, please contact Human Resources.

Healthcare Reform Notices

DEPENDENT COVERAGE TO AGE 26 As part of Healthcare Reform, dependents are eligible to be covered under the plan until they turn 26. Please note that this is a notice pertaining to Federal regulation and does not address State specific regulations, or your specific plans. The York plan provides coverage until the end of the day of the dependent’s 26th birthday.

PATIENT PROTECTION Horizon allows the designation of a primary care provider (and pediatrician as the primary care provider for your children). You have the right to designate any primary care provider who participates in the network and who is available to accept you or your family members. For information on how to select a primary care provider or for a list of the participating primary care providers, please contact the plan administrator.

OVER THE COUNTER DRUGS (OTC) As of January 1, 2011, OTC drugs are no longer eligible for reimbursement in a Flexible Spending Account or a Health Savings Account without a doctor’s prescription. Participants must have a letter from health care practitioner prescribing the OTC drug to qualify for reimbursement after that date.

28

Benefit Plan Group Number

WEBSITE PHONE NUMBER

Horizon Medical Benefits

76131 www.horizonblue.com 800-355-2583

CVS CareMark RX See next page on Willis Care Center 800-334-8134

Kaiser Permanente Southern California Northern California

227894 602287

www.kaiserpermanente.org South California is plan id 4447 Northern California is plan id 3577

800-464-4000

EyeMed Vision Plan

9860404

www.eyemedvisioncare.com out of network claims: oonclaims@eyemedvisioncare.com prospective members: www.enrollwitheyemed.com /select

866-723-0513 Lasik locator: 877-552-7376 Provider locator: 866-299-1358

Dental Dental of NJ 9407 www.deltadentalnj.com 800-452-9310

DeltaCare USA 6749 Plan is NJ14A

www.deltadentalins.com 800-422-4234

FSA 76131 www.horizonblue.com 800-355-2583

Lincoln Financial Life Basic Life and AD&D

10165919-00000

www.LincolnFinancial.com 800-423-2765

Lincoln Financial Supplemental Voluntary Life

400001000-15813

www.LincolnFinancial.com 800-423-2765

Vanguard 401(k) 093872 www.vanguard.com 800-523-1188

Lincoln Financial Voluntary Accident Plan

403001851-00000

www.LincolnFinancial.com 800-423-2765

York Short Term Disability Plan (CMI)

YORK Mail: CMI P.O.Box 620 Howell, MI 48844

800-533-9366 Disability Express Fax: 800-688-9892

Lincoln Financial Long Term Disability Plans

10165920-00000

www.LincolnFinancial.com 800-423-2765

Business Travel – Chartis Travel Guard

9129329 assistance@chartisinsurance.com 877-244-6871 Internat’l collect : +1 715 346-0859

Employee Assistance Programs (EAP): Magellan (Horizon) Employee Connect (Lincoln Financial )

n/a

www.MagellanHealth.com/member www.eapadvantage.com (password = connect)

800-327-9794 877-757-7587

IMPORTANT CARRIER CONTACTS

29

Key Benefit Contacts

Name Email PHONE NUMBER / FAX

Broker Account Representatives:

Willis C.A.R.E. Center * Horizon Plans, CVS CareMark RX, HSA FSA

Peggy Frazza, Customer Care Advocate

Margaret.frazza@willis.com (W) 888-676-6767 (F) 973-410-4600

Brown & Brown Kaiser Plans, HI Plans, Dental, Vision, Life , Disability, Accident Plans

Clare Sapp, Sr. Acct. Rep.

CSapp@bbdaytona.com (W) 386-239-7213 (F) 386-323-9129

York Representatives:

Whitney Mitchell

Human Resources Generalist II

Wmitchell@avizentrisk.com (W) 614-791-7643 (F) 717-6162

Karen Halladay Human Resource Director

Karen.Halladay@jicompanies.com (W) 512-427-2364 (F) 512-427-2311

Rafael Contreras Mgr, HR Systems & Reporting

Rafael.Contreras@yorkrsg.com (W) 973-404-1241

Cris Clonch Payroll Admin.

cclonch@avizentrisk.com (W) 614-793-5428

Brenda Brooks Payroll Supervisor

Brenda.Brooks@yorkrsg.com (W) 973-404-1106

Pam Dale Sr. Payroll Specialist

Pamela.Dale@yorkrsg.com (W) 973-404-1163

Kevin Valenti

Director, Benefits, Comp., HR Services

Kevin.Valenti@yorkrsg.com (W) 973-404-1281

* Willis C.A.R.E. Center

The Willis C.A.R.E. Center is a resource for you to utilize if you have a question or issue that you feel requires extra attention after contacting your insurance plan. You are provided with a dedicated C.A.R.E. Center Advocate who will assist you if you feel you request has not been handled appropriately, or you have been given wrong information. Your Advocate is Peggy Frazza, who can be reached at:

888-676-6767

973-410-4600 Fax

Margaret.frazza@Willis.com

30

About this guide

This guide describes the benefit plans available to you as an employee of York Risk Services. The details of these plans are contained in the official Plan documents, including some insurance contracts. This guide is meant only to cover the major points of each plan. It does not contain all of the details that are included in your Summary Plan Description (SPD) (as described by the Employee Retirement Income Security Act). If there is ever a question about one of these plans, or if there is a conflict between the information in this guide and the formal language of the Plan documents, the formal wording in the Plan documents

will govern.

Please note that the benefits described in this guide may be changed at any time and do not represent a contractual obligation on the part of York.