Central Prairie Co-op Employee Benefits Summary as of 07/01/2022 EIN: 48-0214460 Phone: 620-278-2141 Central Prairie Co-op Health Insurance + prescription plan: (Eligible the 1st of the month after hire date, unless hired on the 1st day of the month, then coverage begins that day, to full time employees). Offered through ABBGI (Self-funded group) – Non-Grandfathered. This plan qualifies for the Cafeteria Plan – Sec. 125. Monthly Premiums Include BC/BS Administrative Fees: Plan year is July 1st through June 30th. PLAN 2 – $1,000.00 Deductible Tier / Coverage Monthly Cost Central Prairie Co-op Employee Monthly Employee Bi-Monthly Employee $647.69 $647.69 $0.00 $0.00 Employee & Children $1,241.03 $1,003.69 $237.34 $109.54 Employee & Spouse $1,312.65 $1,046.67 $265.98 $122.76 Employee & Family $1,815.77 $1,348.54 $467.23 $215.64 Dental Insurance: (Eligible the 1st of the month after hire date, unless hired on the 1st day of the month, then coverage begins that day). This plan qualifies for the Cafeteria Plan – Sec. 125. Monthly Premiums Include BC/BS Administrative Fees: Plan year is July 1st through June 30th. Tier / Coverage Monthly Cost Central Prairie Co-op Employee Monthly Employee Bi-Weekly Employee $35.61 $35.61 $0.00 $0.00 Employee & Children $62.23 $51.58 $10.65 $4.92 Employee & Spouse $67.83 $54.94 $12.89 $5.95 Employee & Family $97.03 $72.46 $24.57 $11.34 A complete Summary Plan Description from Agri-Business Benefit Group, Inc, Cooperative Employee Health Care Plan can be found in the back of the Employee Handbook and will be distributed every 5 years if changes are made to SPD information, or the plan is amended. Otherwise, must be furnished every 10 years. This summary contains information concerning Qualified Medical Child Support Orders, FMLA, Notice of Hospital Rights for Newborns and Mothers, Notice of Rights under the Women’s Health and Cancer Rights Act of 1998, Return of Premiums and Right of Employer to Amend or Terminate the benefit. A copy can be provided at any time by contacting the Human Resource Department. Coverage ends at the end of the month upon termination and COBRA will be offered. If an employee is off work for 6 consecutive weeks or 12 consecutive weeks if it is an FMLA qualifying event, the employee will be offered COBRA, due to a reduction in hours. When the employee returns to work and works the hours of a full-time employee, coverage will be offered again. Cafeteria Plan- Section 125: Employees can pay certain qualified expenses (Health insurance premiums, FSAs, and certain Aflac policies) on a pre-tax basis. This reduces their taxable income and with the difference the company pays the employees share of the premium. FSA: This benefit is administered by Further. After 90 days an employee can elect to participate in a Medical FSA (maximum $2,750.00) and/or a Dependent Care FSA (maximum of $5,000.00). This plan qualifies for the Cafeteria Plan – Sec. 125. This plan is 100% employee funded and the employee can roll over $500.00. Upon termination this plan qualifies for COBRA and information will be mailed to you concerning your rights to continue your FSA through the plan year. The plan year is the same as our health insurance, July1st through June 30th. Early Retiree Group Medical Coverage: As an eligible “Early Retiree”, you may continue group medical and dental coverage under this Plan for you and your covered dependents after your employment with us terminates and until you are eligible for benefits under Medicare, or become covered under another group health plan, we discontinue employee health benefits, or the premium is not paid when due. “Early Retiree” means a person who meets the following qualifications: 1. Under age 65 2. Covered under this Plan for at least one year immediately preceding termination of employment with a participating employer; and 3. Has reached the age listed below and been continuously employed by a participating employer for the corresponding number of years. Years of Years of Age Employment Age Employment 55 20 59 12 56 18 60 10 57 16 61 8 58 14 62 5 4. Such Early Retiree may at his/her option and expense maintain the same coverage(s) as are thereafter provided through Agri-Business Benefit Health Plans to active employee participants by the Early Retiree’s former employer, and such Early Retiree’s dependents will remain eligible through such employer following a subsequent qualifying event for continuation of benefits under Kansas Law, or under COBRA, until such Early Retiree, family member or dependent attains age 65 or becomes eligible for Medicare. Basic Group Life: Your Basic Group Life Plan is written through Mutual of Omaha. Central Prairie Co-op is enrolled as a group in Class 3, which makes your principal sum of life insurance two times your annual salary. The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. Included with this life insurance is Accidental Death & Dismemberment. In the event of an accidental death, an additional amount equal to the principal sum would be paid to your beneficiary. For example, the principal sum in force is $20,000.00, and if you were killed in an auto accident, your beneficiary would receive a total of $40,000.00. In case of dismemberment (loss of hand, foot or eye), 1/2 of the principal sum would be paid. Central Prairie Co-op pays 100% of this premium. Dependent Life: The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. Central Prairie Co-op offers a Dependent Life option of $10,000.00 for your spouse and $5,000.00 for each child. The Monthly premium is $4.80, ($2.22 per paycheck). Dependent - Insured Person’s spouse; a child, age 7 days to 6 months of age; an unmarrie7d child, age 6 months to 26 years. There is a provision for Waiver of Premium during the continuance of an employee’s Permanent Total Disability, subject to policy specifications. This provision is triggered if you are disabled and a claimant on the Long-Term Disability plan. If you are totally disabled for nine months continuously, the insurance company will process the Waiver. Once they determine you are totally disabled, this provision allows you to continue to have life insurance in the amount that was in force at the time of your disability, without paying monthly premiums. Upon termination of employment, employees are extended the opportunity (by letter) to convert the term life insurance you have (which is only in force for as long as you are an active, full- time employee of the coop) to an individual life insurance policy, without proving insurability. This conversion privilege is important especially if you have a health problem that could prevent you from obtaining life insurance from another source. Mutual of Omaha has also made an Accelerated Death Benefit rider available on your Basic Group Life plan. If you are diagnosed by a physician as terminally ill with a life expectancy of 6 months or less, Mutual of Omaha will pay, upon determination of eligibility, a lump sum, up to 50% of the amount of Life Insurance in force, subject to policy specifications. Keep in mind that if this provision is used, it will reduce the amount of life insurance available upon death, and the proceeds may be taxable to you. This is a 100% employee paid benefit. Voluntary Term Life: The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. The Voluntary Term Life plan should now be a part of your new employee enrollment procedure. Enrollment is on the same form as the Basic Group Life and Long-Term Disability plans. NOTE: the employee MUST be enrolled in the Basic Group Life plan BEFORE they can enroll in the Voluntary Term Life plan. The employee can elect up to $100,000.00, in $10,000.00 increments. Voluntary Term Life is totally voluntary and is intended to be offered in addition to the Basic Group Life plan as a payroll deducted benefit. This is a 100% employee paid benefit. Voluntary Dependent: The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. Coverage for spouse is ONLY available (in increments of $5,000 up to a maximum of $30,000, not to exceed 50% of your employee’s Voluntary Term Life amount) when an employee elects’ coverage on themselves. Spouse premium rates are based on the employee’s age. You may NOT elect coverage for your spouse if your spouse is already covered as an employee. Dependent children may be covered for $10,000 per child for only $0.99 cents per month. This plan is portable if the employee leaves their employment. Upon notification of their termination, we will send out a letter advising them of their responsibility to contact Mutual of Omaha directly to elect portability within 31 days of their termination and without proof of good health. This is a 100% employee paid benefit. Short Term Disability: The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. This group plan is also written through Mutual of Omaha. The eligibility-waiting period for coverage to become effective is the first of the month following 60 days of continuous full-time employment. The disability policy pays benefits of 60% of your normal monthly wage for covered losses (Class 1 - $1,500.00, Class 2 - $1,000.00 max. monthly benefit up to 9 weeks), subject to policy specifications. There is a 30-day waiting period (consecutive days) before any benefit is payable, unless you are hospitalized or have a qualifying out-patient procedure, then it begins the first day of the disability. This is a 100% employee paid benefit. Long Term Disability: The eligibility-waiting period for coverage to be effective is the first of the month following 60 days continuous full-time employment. This group plan is also written through Mutual of Omaha. The eligibility-waiting period for coverage to become effective is the first of the month following 60 days of continuous full-time employment. The disability policy pays benefits of 60% of your normal monthly wage for covered losses ($5,000.00 max. monthly benefit), subject to policy specifications. There is a 90-day waiting period (consecutive days) before any benefit is payable. Participants in the plan are eligible for benefits up to and possibly beyond age 65, providing they are totally disabled from any occupation. Total disablement from participant’s occupation only has a 24-month limitation. This is a 100% employee paid benefit. Aflac: Different Policies offered at a Group Rate. Some policies qualify for the Sec 125 Cafeteria Plan. Eligibility to participate in Aflac is the 1st of month after hire date. Employee is 100% responsible for the premiums. These policies are portable if the employee is terminated or terminates their employment. If you choose not to continue your policies, coverage will end at the end of the month of your termination date. Vision Care Direct: Employee is 100% responsible for the premiums and any extra cost. This is a policy offered at a Group Rate. The policy is portable if the employee is terminated or terminates their employment. If you choose not to continue your policy, coverage will end at the end of the month of your termination date. LegalShield: Employee is 100% responsible for the premiums and any extra cost. This is a policy offered at a Group Rate for legal protection and identity theft protection. This policy is portable if the employee is terminated or terminates their employment. If you choose not to continue your policies, coverage will end at the end of the month of your termination date. Coop Retirement Plan: This Plan is through United Benefits Group. It is a defined benefit plan. Cost for Central Prairie Co-op is 5.65% + .50% Administrative Fee. The current investment rate for employees is 3%. The accrual rate is 1.50%. Must be 21 and work 1000 hours in a year. Also carries a death benefit. Employee are vested after 5 years. A Summary Plan description is provided to all new participants who have met eligibility from United Benefit Group. A copy can be provided by the Human Resource Department upon request. 401 – K Plans: – These plans are offered through Milliman. The employee is eligible after 60 days of employment. The employees can contribute to this as they wish, it is 100% funded by the employee. Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve Day (Half Day) and Christmas Day. Holiday pay will be paid at the straight-time rate and will be used for the calculation of overtime pay. Vacation: After 1 year of service, you will receive 44 hours, 2-5 years of service 88 hours, 6-9 years of service 108 hours, 10-14 years of service 132 hours and 15+ years of service 176 hours. Employees are paid regular hourly rate while taking vacation. Employee must take at least one vacation per calendar year of not less than 44 hours. Employees may carry over 44 hours into the next benefit year. Vacation time can be used in 4-hour increments. Vacation pay is only paid out when a 2-week written notice is given. Personal Leave: After 90 days of service, full-time employees shall be entitled to 24 hours of paid leave per annum at the employee’s regular (non-overtime) pay. Personal time can be used in 1-hour increments. Personal time cannot be carried forward at the end of the year and will not be paid out upon termination. Sick Leave: Following 90 days of employment, full-time employees will accumulate sick leave at the rate of four (4) hours per pay period. Two of the four hours accrued will automatically be rolled into the employee’s reserve bank. The maximum sick leave benefit is 300 hours. The maximum accrual regarding the reserve bank balance is 300 hours as well. If an employee reaches 300 hours of sick leave and has not met the maximum in the reserve bank, the hours will be rolled over. Sick leave can be used in 1-hour increments. Sick leave will not be paid out upon termination.