2016 Benefit Booklet

Y ou

r H ea l t h

s e c i o h s e t C i n r u t You Oppor r u o Y

t u o b a l l a It’s YOU

2016 BENEFITS BOOKLET

We care about our employees.

Please note:

That is why we make a significant investment in our benefits and rewards. These are a valuable part of your total compensation and we do our best in providing options to help meet your needs–– supporting your health, your financial security, your work-life balance and overall wellness. As your needs change throughout your career and your life, you enjoy the flexibility to make the right choices for you.

During open enrollment, do not make benefit changes based on anticipated life events.

Benefit Choices.

Several benefits described in this book are provided to you automatically, meaning that you do not need to enroll. However, there are several important benefits that require enrollment during our Open Enrollment period or at the time of hire if you wish to receive them: health coverage, dental coverage, vision coverage, optional life insurance and pretax flexible spending accounts.

Our 401(k) plan allows you to enroll or make changes at any time during the year as eligibility requirements are met.

You must enroll to make your choices, even if waiving your coverage or not making changes; you will need to log in to Self Service and complete your confirmation.

See the Eligibility & Enrollment Section.

When to Enroll.

Open Enrollment is the period of time each fall when you are able to make benefit choices (without needing any event) for the following year. During this time, you may change your health, dental, vision, or supplemental life and you may enroll in pretax flexible spending accounts for the next plan year. All elections are effective beginning the first day of the new year.

{BENEFITS} Dental

BlueCross BlueShield Delta

Vision

VSP

Flexible Spending

PayFlex

Rx

BlueCross BlueShield

Health

Adoption Assistance 401(k)

866-289-5154

bluecrossmn.com

800-448-3815

deltadental.com

800-877-7195 800-284-4885 Fax: 402-231-4310

vsp.com

866-289-5154 To locate a pharmacy: 800-509-0545

Human Resources Department Merrill Lynch

{BENEFITS}

800-228-4015

HealthHub.com Myprime.com (formulary listing site) Forms on Compass.tc.inet benefits.ml.com

To view your current benefits, go to Self Service—My Benefits.

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Long-Term Disability

Human Resources Department

Life Insurance

Human Resources Department

Guidance Resources

CompPsych

Life Conversations

866-682-6047 TDD: 800-697-0353 866-854-5429

N/A N/A Guidanceresources.com Company ID: EAP4TCC hartfordlifeconversations.com

Travel Assistance

Worldwide Assistance

800-243-6108

worldwideassistance.com

Beneficiary Assist

Hartford

800-411-7239

N/A

Employee Discounts

http://tcc.corporateperks.com - Company code: TCC / www.tccfriends.com User and Password: EDP / http://compass.tc.inet

Eligibility varies, contact HR or see your Summary Plan Description.

BENEFITS BOOKLET Table of Contents Eligibility & Enrollment ..................................... 5 Medical.......................................................... 12 Prescription .................................................... 20 Dental............................................................ 22 Vision ............................................................ 24 Flexible Benefits ............................................. 26 Life & Disability .............................................. 32 Supplemental Life ......................................... 33 Savings .......................................................... 36 Employee Assistance & Extras ....................... 41 Health Care Reform ...................................... 45 Special Enrollment Provisions ......................... 46 Your Notes .................................................... 47 This is intended to provide a summary of benefits offered to employees. In determining actual benefit coverage and eligibility, the official text of company plan documents and summary plan descriptions is the governing source.

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Keeping you informed...

We will continue to keep you informed of health care changes required by law and the impact they have on the coverage offered to our employees. The best way to control your own costs is to maintain focus on wellness and prevention for you and your family.

Availability of Summary Health Information. As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury.

Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format, to help you compare across options.

The SBC is available on the web at http://compass.tc.inet, Benefits page. A paper copy is also available, free of charge, by contacting Human Resources or contacting the Benefits Department at (507) 625-2828, (877) 252-9861 (Toll free).

SPANISH (Español): Para obtener asistencia en Español, llame al (507) 625-2828, (877) 252-9861 (Toll free).

CHINESE (中文): 如果需要中文的帮 助,请拨打这个号码 (507) 625-2828, (877) 252-9861 (Toll free).

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Online enrollment made easy.

1. Review the information in this booklet.

2. Go to http://compass.tc.inet and click on Self Service and log in (or from home, go to https://compass.taylorcorp.com).

3. Click on Open Enrollment (or Benefit Changes for new hires), and complete the screens through to the Confirmation page (print a copy for your records).

New Hire Enrollment.

The initial enrollment in health, dental, and vision, life insurance plans and pretax flexible spending accounts needs to be made within 30 days of your date of hire (day one includes your date of hire), or date of change to benefit-eligible status.

Choose carefully. The benefit choices you make will remain in effect for the entire plan year, unless you experience a special enrollment period during the plan year.

Note: Eligibility for rehires – please see Human Resources.

Benefit eligibility.

Eligibility for these benefits varies—contact your HR department to verify. Refer to your Summary Plan Descriptions for benefit details.

To view your current benefit elections, log in to Self Service and select “My Benefits” (at http://compass.tc.inet).

Eligible Dependents.

This section is intended to provide a summary of benefits offered to employees. In determining actual benefit coverage and eligibility, the official text of company Plan Documents and Summary Plan Descriptions are the governing source.

Generally the following individuals may be eligible dependents for our benefit plans (this is not an all-inclusive list). Taylor reserves the right to audit dependent elections at any point in time. See specific benefit plan Summary Plan Descriptions for more details.

Spouse.

• Legally Married for purposes of federal law • Common Law opposite gender as recognized by the state of residence • Qualified same sex domestic partner (contact HR for a packet) (Ends 1/1/17) Dependent Children to age 26.

• Natural born • Adopted • Stepchildren and/or foster children • Eligible dependents include adopted children, disabled dependents, dependent grandchildren (who meet the plan’s eligibility requirement) and children under legal guardianship. Dependents may or may not be married, be in school, or be living with parents, and/or covered by insurance through their own employer.

Dependents such as Grand/Disabled/Adopted Child(ren) are subject to review/approval by the insurance carrier.

Children under age 26 whose coverage previously ended, or who were denied coverage (or were not eligible for coverage) because the

Eligibility & Enrollment

ELIgIBILITY & ENrOLLmENT

dependent coverage ended before age 26, are eligible to enroll in the plan for coverage.

Children or spouses of the dependent are not eligible.

Note: No person can be insured as a Dependent of more than one employee under the Policy. If both parents work for a Taylor company, then only one parent can cover their child(ren) under the insurance.

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Eligibility & Enrollment

ELIGIBILITY REQUIREMENTS AND BENEFIT BEGINS These insurance, retirement savings, and related benefits are governed by the applicable insurance policy, contract or plan document (“Governing Documents”). The eligibility criteria and benefit summaries contained in this Benefit Enrollment booklet are only partial explanations; complete details are set forth in the Governing Documents.

In the event of a conflict between the content of this Benefit Enrollment booklet and Governing Benefits

(Insurance, pension and related benefits)

Documents, the Governing Documents will prevail over the terms of this Benefit Enrollment booklet as relates to these benefits.

For purposes of the following benefits, your eligibility will be determined by your current Employee Status as described in your Handbook.

Please refer to the Note under “Health” below.

Who Pays You

Eligibility Requirements

Company

Health

•

•

Dental

•

•

Vision

•

Flexible Benefits

•

Available on the first day of the calendar month following completion of one full calendar month of employment.

Note: Required to work an average of 30 hours per week in the prior 12-month Look Back measurement period.

Available on the first day of the calendar month following completion of one full calendar month of employment.

Available on the first day of the calendar month following completion of one full calendar month of employment.

For full-time and part-time employees: Available on the first day of the calendar month following completion of one full calendar month of employment.

For full-time employees:

Adoption Assistance

•

Available on the first day of the calendar month following completion of one full calendar month of employment.

For all employees: • Age 21 or above on or before December 31 of the plan year.

Profit Sharing

•

• One year of service on or before each January 1, April 1, July 1, or October 1 of the plan year.

• Must be active on December 31 of the plan year.

• Must have 1000 hours paid in the plan year.

For full-time and part-time employees: • Age 21 or above on or before December 31 of the plan year.

401(k)

•

•

• Available on the first day of the calendar month following completion of one calendar month of employment.

• Scheduled to work 1000 hours in the plan year.

• New full- and part-time employees will be automatically enrolled in the 401(k) Plan unless they elect not to participate in the plan.

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Eligibility for the following benefits will be determined at the time of a claim based on the average hours for the prior 12 months worked: Benefits

Full-time benefits = an average of 35 hours or more; Part-time benefits = an average of 20 hours or more.

Who Pays You

Eligibility Requirements

Company

Short-Term Disability

•

For full-time employees, effective first of a month following 180 days of service.

Long-Term Disability

•

For full-time employees, effective first of a month following 180 days of service.

Basic Life Insurance

•

Effective first of a month following 180 days of service.

Supplemental Life Insurance

•

Effective first of a month following 180 days of service.

Employee Assistance Plan

•

For full-time employees, effective first of a month following 180 days of service.

Life Conversations

•

Effective first of a month following 180 days of service.

Travel Assistance

•

Effective first of a month following 180 days of service.

Beneficiary Assistance

•

Effective first of a month following 180 days of service.

Other Benefits

Who Pays You

Eligibility Requirements

Company

Direct Deposit

•

Date of Hire

Paid Time Off

•

Contact your Human Resource representative

Holiday / Funeral Jury Duty Pay

•

Contact your Human Resource representative

•

Date of Hire

Employee Discounts

•

Eligibility & Enrollment

ELIGIBILITY REQUIREMENTS AND BENEFIT BEGINS

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Eligibility & Enrollment

Enrollment.

You enroll using employee Self Service. This is the same system you use to view paycheck and personal information. You may access this system from a work kiosk or from home.

page at any time to update elections as needed.

You may also “Save as a Draft” and come back later to finish your enrollment. Please contact Human Resources if you have any questions or need to change your enrollment after you have submitted.

Note: To make changes as you enroll, you can click the “Back” button on the top of the

ENROLLMENT WORKSHEET Benefit Type

Election Options

Health

________ Plan Type (e.g., Select, Premium, etc.) ________ Single Note: Must work an average of 30 hours ________ Single +1 per week in the prior 12-month Look Back ________ Family measurement period. ________ I Decline

Dental

________ Single ________ Single +1 ________ Family ________ Not Selected – I do not want dental coverage.

Vision

________ Single ________ Single +1 ________ Family ________ Not Selected – I do not want vision coverage.

Medical Reimbursement $________ per pay period deduction amount (Maximum is $2,550.00 annually, $100.00 minimum)

Flexible Spending

Dependent Care

Supplemental Life Employee

$ ________ coverage amount

Supplemental Life Spouse

$ ________ coverage amount

Supplemental Life Child(ren)

$ ________ coverage amount

Beneficiary Legal Name

Life Insurance

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$________ per pay period deduction amount (Maximum is $2,500.00 for single and $5,000.00 for family annually) Refer to the Supplemental Life section to view your coverage options; if this is over the guarantee issue amount, information will be sent from Hartford on how to qualify.

DOB

SSN

Primary or Contingent (Secondary)

Percentage

A change in family status triggers a special enrollment period in which you can change your plan level of coverage (for example single to single +1) provided the change is consistent with the family status change, such as: • Marriage • Divorce or legal separation • Birth or adoption of an eligible child • Death of your spouse or covered child • Change in your spouse’s work status that affects his or her benefits • Change in your work status that affects your benefits • Change in dependent status

Note: A change in status which affects the cost of coverage under the health plan would allow you to change your health plan choice. If you have a family status change, you must notify the Plan Administrator by making changes online through Self Service within 30 days of change (day one includes the date of event). If you miss the 30-day deadline, you will have to wait until the next annual enrollment period.

401(k). You are allowed to change contributions at any time by contacting Merrill Lynch either online at www.benefits.ml.com or by phone at (800) 228-4015.

Eligibility & Enrollment

Can I make changes or enroll later in the year?

Supplemental Life. You may drop your coverage at any time, but cannot alter your amounts outside of your enrollment period, unless you experience a family status change.

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Eligibility & Enrollment

Getting Started.

Go to http://compass.tc.inet or, if enrolling at an off-site computer, go to https://compass. taylorcorp.com. You will need your user name and password.

• Click on Self Service (under Quick Links/ MyTools on Compass home page) and log in.

use 1st of month following one full calendar month from date of hire for Health, Dental, Vision, and Flex.

3. Click the Continue arrow on the top left side of the page to display the Benefit Plan Selection, page as shown.

PRIOR TO MAKING A BENEFIT ENROLLMENT/CHANGE Confirm that your dependent and beneficiary information is up to date before you submit your benefit changes. Use the Dependents/ Beneficiaries menu option to review your current information.

Information you’ll need: • Full legal names • Birth Dates • Gender • Address • Tax ID#s (Social Security Number)

4. Review your current benefit plan elections.

To change an election, select the plan from the Plan Descriptions column for each benefit type that you want to change, and click the Continue arrow at the top left.

Notes: • Flexible Benefit amounts will be entered on a future screen, NOT on this page.

• To waive coverage, select the ‘I Decline’ reason for health and ‘Not Selected’ for all other options.

• Basic Life is an automatic benefit, so you will not be able to pick ‘Not Selected.’ On future screens you will designate beneficiaries and what percentage of benefit each would receive.

REQUESTING A BENEFIT CHANGE/OE If this is your first time electing benefits, you will be asked how you prefer required benefits documents be delivered. Please indicate your choice to view online or receive paper documents.

You may change your preference at any time in Self Service-My Responses.

1. From the Benefits menu, click Benefit Changes for the current year to display the following page. If choosing Open Enrollment during your enrollment period, you will skip to #4.

2. Specify the date on which this benefit change should take effect (date of birth, marriage, etc.), and specify the lifestyle change that is the reason for the benefit change. New hires 10

5. If you select to enroll in a plan that requires dependents or beneficiaries, the Self Service application displays the Dependent/ Beneficiary Enrollment Form page as shown on page 11. Check Enroll next to the name of each dependent/beneficiary that you want to enroll/attach to a benefit plan.

5.

7. If beneficiaries were attached to the Basic Life or Supplemental Life Employee coverage, the page shows how to designate primary, contingent (secondary), and the percentage of benefits.

8. Click the Continue arrow.

If you are enrolling in or changing your Flexible Benefit plan, the Savings Plan Worksheet will appear.

7.

Eligibility & Enrollment

6. If you selected Employee Supplemental Life coverage, you can change the amount of coverage to a $10,000 increment (this is pre-populated with your 5x limit if newly electing). If you adjust at the top the amount, click Recalculate to see the adjusted cost.

9. Specify the amount for annual or per pay period that you want to contribute to the plan.

Note: The amounts will be based on the remaining number of pay periods in the year. If you have a future eligibility date, the annual will be adjusted down to the correct number of pay periods at that time. If you are changing your current enrollment, your YTD amount and the number of pay periods remaining will be used in the calculation.

8.

10.

10. Click the Continue arrow to display the Benefit Changes Confirmation page. a. If you see errors, use the Back arrow button to go back to a previous page to make changes. b. For a benefit change, you can attach any documentation that you have scanned and saved in your computer. i. Toward the bottom of your confirmation you will see the title Attachments. ii. Click on the Browse button. iii. Locate the document that you scanned. iv. Then click the Add button.

to complete your 11. Click Submit (disk icon) enrollment, or click Save As Draft to save your changes without submitting them for approval at this time.

- Print a copy for your records (click on the print icon at the top of your screen).

12. Select another menu option, or click Sign-off to close your session.

Questions? Contact your company HR Representative.

Need to make a change after submitting?

• Open Enrollment: If it is within the open enrollment period, you may go back through these steps.

• New Hires: If it is within your 30-day election period, you may go back through these steps.

Just need a printout?

• Go to Self Service – In Box – My Messages.

• If you have an Outlook e-mail account, a confirmation e-mail is sent to you.

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Medical

mEDICAL

BlueCross BlueShield (866) 289-5154 bluecrossmn.com Our medical benefit is administered by:

We Care About Your Health and Wellness.

There is a growing need to focus on wellness and to proactively manage your and your family’s health.

Our organization is committed to helping you achieve optimal health—encouraging you to be active, live a healthy lifestyle and make good health decisions.

Our plan options offer you the flexibility to select the plan that best fits your needs, with the option to be rewarded for healthy behaviors through wellness credits.

We continue to look for ways to keep health plan costs under control while providing a competitive benefit package and promoting employee wellness.

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When choosing a health plan, consider the following: • Do you need insurance coverage for just you, or you and a spouse or family?

• How many times a year do you and your family go to the doctor’s office?

• Do you want to keep your current doctor?

• Do you or your family members see a specialist to manage a chronic condition?

• How much can you afford to pay for health insurance?

• What health expenses will the plan you choose cover?

• Do you anticipate needing major surgery?

• Do you or your family members take any prescriptions regularly? How many? At what cost?

Medical

How to Choose The Plan That’s Right For You.

• Do you have savings that would help you cover an unexpected medical cost if you choose a plan with higher deductibles and out-ofpocket limits?

Tip: • Contribute Premium savings to the Flex Plan. If you choose a higher deductible plan, you can contribute the monthly amount you are saving in premiums to the Flex Plan, and then use the Flex Plan dollars to cover all or part of the higher deductible.

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Medical

Preventive Care.

BCBS Resources.

It’s important that children and adults get regular checkups even when they are not sick.

Our Health Plan vendor BlueCross BlueShield of Minnesota cares about your health too, and offers many helpful tools at bluecrossmn.com.

We all know that the best way to reduce medical costs is to stay healthy, right? So to make that easier, all plans feature full coverage with no deductible for annual physicals, well child care, and routine, age-appropriate cancer screenings (in-network), if coded as preventive. If coded as medical, claims will be treated as medical.

Catching disease in its earliest, most treatable stages gives you the best chance of recovery and reduces the length, complexity and cost of care. Maintaining good health is one of the most important things you can do for yourself––and for health care affordability.

Locating a Participating Provider.

• Call BCBS 866-289-5154 • Go to bluecrossmn.com 4 Hover over Find a Doctor

4 Then click on Find a Doctor in the drop-down menu

Under the Live Healthy tab you can find information and tools regarding:

• Managing Stress • Fitness and Activity • Quit Smoking • Eating Right • Managing Weight • Preventive Care • Healthy Pregnancy • Making Health Decisions

Under myBlueCross you can set up a user name and password to securely log in to your own personal information regarding:

• Claims • Deductibles • Wellness Credits

bluecrossmn.com/gomobile – mobile app for iOS or Android

BlueCross BlueShield Minnesota myBlueCross

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Shop Plans

Find a Doctor

Live Healthy

Medical

Secure Choice plan choices.

To review our plan choices, use the summary chart to understand some of the similarities and differences, and factor in the differences in monthly premiums to make the choice that’s right for you and your family.

Secure Choice Annual Deductible

Wellness Credits (see next page)

Out-of-Pocket Maximum per Calendar Year

Lifetime Maximum per Member Adult Routine & Preventive Care Examples: Annual Physicals and Lab work, Annual Mammograms (over age 35), PSA testing (over age 40), Colonoscopy and Sigmoidoscopy

Prescription Drug (Retail)* (90-day Rx)*

Security Out-Of-NetSelect In-Network

Out-Of-Network

$2,000 Individual $4,000 Individual $4,000 Single +1 $8,000 Single +1 $4,000 Family $8,000 Family

Up To

$800 per person $1,600 Single +1 $1,600 Family

Security Premium In-Network

Out-Of-Network

$1,500 Individual $3,000 Individual $3,000 Single +1 $6,000 Single +1 $3,000 Family $6,000 Family

SecurityOut-Of-NetPlus In-Network

Up To

$0 - No Wellness Credits Available

after threshold $250 – Single $500 – Single +1 or Family $6,350 per person $12,700 per person $12,700 Family $25,400 Family

Out-Of-Network

$6,000 Individual $6,000 Individual $12,000 Single +1 $12,000 Single +1 $12,000 Family $12,000 Family $400 per person $800 Single +1 $800 Family

$6,350 per person $12,700 per person $6,000 per person $6,000 per person $12,700 Family $25,400 Family $12,000 Family $12,000 Family

Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

unlimited

unlimited

unlimited

unlimited

unlimited

unlimited

60% after deductible

100% on eligible Preventive Care that physician codes as preventive. See SPD for details.

60% after deductible

100% on eligible Preventive Care that physician codes as preventive. See SPD for details.

100% on eligible Preventive Care that physician codes as preventive. See SPD for details.

100% on eligible Preventive Care that physician codes as preventive. See SPD for details.

Generic: $10 Preferred: $40 Non-Preferred: 50% (min $50/max $100) Specialty: $75

Generic: $10 Preferred: $40 Non-Preferred: 50% (min $50/max $100) Specialty: $75

Generic: $25 Preferred: $100 Non-Preferred: 50% (min $125/max $250)

Generic: $25 Preferred: $100 Non-Preferred: 50% (min $125/max $250)

100% after deductible Participants pay full discounted price for prescriptions up to the deductible.

* Listing of formulary prescription drugs covered under the plan at a discounted rate. See Prescription Plan pages for more details.

This is only a summary of your health benefits and does not outline all your benefits. Read your Summary Plan Description to determine which expenses are covered.

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Medical

WELLNESS CrEDITS—KNOW YOUr NUmBErS Wellness Credits - Total Possible Dollar Credits Health Indicator

Goals to earn credit

National Institutes of Health Recommended Levels

Body Mass Index (BMI)

Less than 30 or Less than 25

Blood Pressure

Security Select

Security Plus

Single / Single +1, Family

Single / Single +1, Family

less than/equal to 24.9

$100 / $200 or $200 / $400

$50 / $100 or $100 / $200

Less than 140/90 or Less than 120/80

less than 120/80

$100 / $200 or $200 / $400

$50 / $100 or $100 / $200

Cholesterol LDL

less than 130 mg/dl

less than/equal to 100

$200 / $400

$100 / $200

Tobacco Status

Negative for Nicotine

Negative for Nicotine

$200 / $400

$100 / $200

Total Credits Possible:

$800 / $1,600 Single / Single +1, Family

$400 / $800 Single / Single +1, Family

Please Note: The goals outlined are subject to change every year to be closer to the National Institutes of Health Recommended Levels.

Living a healthy lifestyle and making good health decisions has its rewards.

Our plan options offer you and your spouse the opportunity to learn more about your numbers and how you can earn wellness credits.

The wellness screenings are free if you are currently enrolled in a Secure Choice Health Plan, or if you sign up for the Secure Choice Health Plan in the new plan year. This option is available during a one-time screening event.

Wellness screenings are typically held on-site during the months of August through November. Each company’s schedule varies. Please refer to your HR for screenings in your area. You must attend a Screening event in order to qualify for the Wellness Credits. If you are hired mid-year, you will most likely not qualify for Wellness Credits for the current year.

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How can wellness credits be used?

Bill and his spouse Mary screened. Both Mary and Bill passed the cholesterol and tobacco. Mary had a BMI of 24.7 and a Blood Pressure of 118/78 so she earned the maximum credits. Bill has a BMI over 30 and a Blood Pressure of 137/88. So he did not earn the BMI and only earned half of the Blood Pressure credits.

The wellness credits are applied to eligible health plan expenses—such as deductibles and co-insurance. They do not apply to dental or vision expenses. Only under Security Plus will prescription costs be reimbursed.

If Bill elects the Security Select plan, he earns: • $500 under Single coverage • $1,300 under Single+1 or Family coverage If Bill elects the Security Plus plan, he earns: • $250 under Single coverage • $650 under Single+1 or Family coverage To receive Wellness Credits for spouses, the spouse must attend a Wellness Screening and must be covered under the employee’s eligible plan (Security Select or Security Plus) as of the new plan year.

Children and other dependents are not eligible for screenings.

If you think you might be unable to meet certain wellness program standards required to receive the incentives, you might qualify for an opportunity to receive the incentive by meeting an alternative requirement such as completing other activities that may be available to you under the wellness program. Please contact the Blue Cross Healthy Incentives dedicated team at 1-855-528-3410 if you have any questions about the Taylor Corporation wellness program and/or to determine whether you may be eligible to receive an incentive by meeting an alternative requirement. Please note, to receive the wellness credit, your alternative activity must be completed by December 15 if you are a Secure Choice member or by February 1 of the next plan year if you are currently not a Secure Choice member.

Please note: Screenings are completely confidential; your laboratory screening results cannot, and will not, be shared with your employer in accordance with Federal Privacy and HIPAA laws.

Medical

Example of how credits are earned.

Once you have a health plan expense that can be paid with your wellness credits, BlueCross will apply your credits—no forms to file.

Easy as 1, 2, 3!

1. Go to the Doctor.

2. Claim is processed by BlueCross BlueShield and forwarded to the SelectAccount area within BlueCross.

• F or the Security Select plan – After you pay the threshold amount ($250 - single, $500 - single +1 or family), the wellness credits are applied and you receive payment in the form of a check or direct deposit from your wellness account.

• F or the Security Plus plan – Credits are applied to first dollars incurred of the deductible, and you receive a payment from your wellness account.

Payments are automatic unless you are Medicare eligible or have Coordination of Benefits due to being insured by more than one insurance plan.

If you are covered under another health plan or are Medicare eligible, you will need to contact BlueCross to turn off automatic crossover.

BlueCross may do this on their own if they notice you meet one of the qualifications above.

Additionally, you will need to submit all claims to SelectAccount manually, including claims that are applied to your threshold amount.

For more information on what is eligible, contact BlueCross BlueShield at 866-289-5154.

If you participate in a screening and enroll in the plan offering wellness credits, you will receive a welcome packet from BlueCross explaining more about your wellness account.

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Medical

Secure Choice Annual Deductible

Wellness Credits

Out-of-Pocket Maximum per Calendar Year

Lifetime Maximum per Member Adult Routine & Preventive Care Examples: Annual Physicals and Lab work, Annual Mammograms (over age 35), PSA testing (over age 40), Colonoscopy and Sigmoidoscopy

Prescription Drug (Retail)* (90-day Rx)*

Health Savings Account Partner** Out-Of-NetIn-Network Out-Of-Network $1,800 Individual $3,600 Individual $3,600 Single +1 $7,200 Single +1 $3,600 Family $7,200 Family $0 / No Wellness Credits Available $5,000 per person $5,000 per person $10,000 Family $10,000 Family Deductible and prescription drug expenses apply to out-of-pocket maximums

Deductible and prescription drug expenses apply to out-of-pocket maximums

unlimited

unlimited

100% on eligible Preventive Care that physician codes as preventive. See SPD for details.

60% after deductible

80% after deductible

60% after deductible

Participants pay full discounted price for prescriptions up to the deductible.

* Listing of formulary prescription drugs covered under the plan at a discounted rate. See Prescription Plan pages for more details. This is only a summary of your health benefits and does not outline all your benefits.

Read your Summary Plan Description to determine which expenses are covered.

What is an HSA? A Health Savings Account (HSA) is an account where you can deposit money to save for future medical expenses.

There are certain advantages to putting money into these accounts, including favorable tax treatment.

Reminder for over-the-counter drugs.

Health HSAs, FSAs and HRAs can no longer reimburse over-the-counter drugs unless they are obtained with a prescription or a letter of medical necessity is submitted.

While the Health Care Reform Act mandates that health plans cover dependents up to age 26, the definition of dependents for tax purposes has not changed. This means HSA funds can only be used for expenses incurred by a dependent who qualifies as your tax dependent. Any funds used for nonqualified dependents are taxable and subject to penalty.

The penalty on HSA distributions for non-qualified medical expenses is 20%.

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HSA Contribution Rules.

Beginning in 2016, no individual in a family covered under the plan will have in-network out-of-pocket costs of more than $5,000, unlike today where you must meet the family out-ofpocket maximum of $10,000 before the plan begins to pay all eligible expenses. This change is due to healthcare reform and will not affect outof-pocket maximums in Taylor’s other plans.

These amounts are indexed annually.

This means that if one covered member of your family has high health care expenses during the year, you will no longer need to reach the full family out-of-pocket maximum before the plan begins to pay all eligible expenses for that covered family member.

The government determines the maximum amount that can be contributed to (and deducted from) an HSA from all sources each year.

These limits can be found on: • IRS.gov • Annual Benefit Summary • A full year’s contribution (plus the catch-up, if applicable) may be made to an HSA for someone who first becomes eligible during that year, even if they start in December.

• If someone contributes a full year’s contribution but is eligible only part of the year, however, they will be subject to taxes and penalties if they don’t remain eligible for 12 months after the year in which they first become eligible.

Note: This is just a summary of a few of the Contribution rules and the annual Indexed amounts. Please refer to IRS.gov, search for HSA guidelines or Publication 969 for a complete listing of rules regarding your HSA.

Who can have an HSA?

HSA Catch-Up Contribution Rules.

Any adult can contribute to an HSA who:

• For individuals aged 55 and older, additional “catch-up” contributions to HSA allowed: 2009 and after – $1,000.

• Has coverage under an HSA-qualified “high deductible health plan” (HDHP)—our “Health Savings Account Partner” is a qualified plan.

• Has no other first-dollar medical coverage (other types of insurance like specific injury insurance or accident, disability, dental care, vision care, or long-term care insurance are permitted).

• Is not enrolled in Medicare.

• Cannot be claimed as a dependent on someone else’s tax return.

Note: If you enroll in the “Health Savings Account Partner” plan, you do not have the opportunity to participate in the medical flexible spending account. Also, your prescription costs are subject to your deductible vs. a co-pay amount.

Medical

New – If you are enrolled in (or plan to enroll in) family coverage in the Health Savings Account Partner plan for 2016, the way your out-of-pocket maximum works will change.

• Contributions must stop once an individual is enrolled in any type of Medicare.

Need more information about HSA? This is just a summary of HSA accounts and you should consult your own banking institution or financial advisor to discuss your personal situation. ** The Health Savings Account Partner (HSAP) Plan should only be considered if you are interested in opening a personal Health Savings Account, available through many banks, financial institutions and insurance companies. This plan design meets legal requirements to be a “High Deductible Health Plan (HDHP).”

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Prescription

PrESCrIPTION BlueCross BlueShield (866) 289-5154 bluecrossmn.com Our prescription drug benefit is administered

by BlueCross BlueShield Pharmacy Solutions Prime Therapeutics.

How to use the 90 day Rx program.

For both programs: Member asks the doctor to write a 90-day prescription supply with refills as appropriate—typically, an office visit is not required.

There are two ways to save...

Prescription Drug Program.

There are more than 66,000 pharmacies that are part of the BlueCross BlueShield of MN network.

If your pharmacy is part of the Select Pharmacy Network, no separate identification card is needed. Show the pharmacist your BlueCross BlueShield of MN health ID card and they will file the claim for you. If you use a pharmacy that is not part of the Select Pharmacy Network, you will pay the full retail price and you will need to submit the paper claim. You’ll be reimbursed for eligible charges minus your co-pay.

1. 90-Day Rx at the Pharmacy.

• Member fills the Rx at a participating pharmacy (the doctor can also call it in) • Current nationwide participating pharmacies:

Cub Foods CVS Hy-Vee King Soopers Kmart Kroger Publix

QFC Safeway Shopko Target Walgreens Walmart

2. PrimeMail – Mail Order Program • Member completes the PrimeMail order form available online at bluecrossmn.com or by calling BlueCross customer service at 1-866-289-5154.

• Once the process for PrimeMail is complete, the member can order refills online or by calling 1-877-357-7463.

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Formulary drugs.

BlueCross BlueShield of Minnesota and Prime Therapeutics (our pharmacy benefit manager) offer two ways to save on medications taken on a regular basis: 90-day Rx at the Pharmacy and PrimeMail.

Your prescription drug benefit includes a list of medications called a formulary. A formulary is designed to provide you with high-quality prescription drug therapy while reducing your costs. This means that any drugs listed on the BlueCross BlueShield of MN Formulary will be at Why participate in 90-day Rx? the lower co-pay levels. Please check with your • Lower co-payments when you take part in the doctor to verify that the listed drug is covered 90-day Rx program at participating pharmacies under our plan. As shown in the table below, non-preferred drugs are subject to the higher or use our mail order program. level co-pay.

• You pay 2.5 times the monthly co-payment for a 3-month drug supply instead of a full Pharmacy Resources.

3-month co-pay—this is like receiving two MyPrime.com is your prescription drug website; months of free medications each year. on it you do the following:

EXAMPLE

Prescription

90-day Rx program.

• Locate a participating pharmacy

Advair Diskus 10 mg, One per day

Member Cost

Retail 3 months, filling each month

$120.00

90-day Rx

$100.00

Employee Savings = $80 per year

For information regarding your prescription history, go to www.myprime.com.

• Review the Flex Rx drug list • Find estimated pricing for covered drugs

YOUR COST Retail Rx

PPO Plans

Generic

$10.00

Preferred

$40.00

Non-Preferred

50% ($50 min/$100 max)

Specialty Drug Network

$75/30-day supply

90-day Rx

PPO Plans

Generic

$25.00

Preferred

$100.00

Non-Preferred

50% ($125 min/$250 max)

All Prescriptions

Health Savings Account Partner

In-Network

The plan pays 80% after deductible

Out-of-Network

The plan pays 60% after deductible

Participants pay full discounted price for prescriptions up to the deductible.

All Prescriptions

Security Plus

In-Network

The plan pays 100% after deductible

Out-of-Network

The plan pays 100% after deductible

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Dental

DENTAL Delta Dental (800) 448-3815 deltadental.com Our dental benefit is administered by:

We partner with Delta Dental in providing dental benefits, and that has a lot of advantages: • Delta Dental is the nation’s largest dental benefits provider.

• Delta Dental has a unique contract with over 75% of dentists nationwide.

• Dentists in these networks accept Delta Dental’s Maximum Amount Payable as payment in full for covered dental care.

• You can choose a participating Delta Dental dentist or a dentist who is not in the network.

But remember, when you see a participating dentist, your out-of-pocket costs are generally less and they’ll file your claims for you.

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Dental Insurance.

Dental Resources.

Prevention is key to good long-term oral health.

Your dental plan is designed to encourage you to visit the dentist and help ensure your basic dental needs are met in a timely, cost-effective manner.

Access to regular checkups and sound preventive care are key to long-term oral health. In addition to visiting your dentist for regular preventive care, talk to your dentist about your specific oral health needs. Your dental plan is intended only to help you pay for care—–your dentist is the one who will help you determine your actual care needs.

It’s easy to find a list of participating Delta Dental Providers. deltadental.com offers helpful tools to: • Search for a dentist (Delta Dental PPO or Delta Dental Premier providers) • Review Explanation of Benefits Mobile App Available

Benefit

Annual deductible

$50 per person/$150 per family (does not apply to diagnostic/ preventive services and orthodontics)

Annual maximum

$1,250 per person

Diagnostic and preventive services Oral examination and prophylaxis twice per calendar year Full mouth X rays at 48-month intervals Bitewing X rays once every 12 months Fluoride treatment once per calendar year for covered persons under age 16 Sealants on permanent molars, once per lifetime, for dependents through age 14 Emergency palliative services

100%

Basic services Amalgam restorations (silver fillings), once per 24 months, per tooth Resin restorations (white fillings), once per 24 months, per tooth

80% after deductible

Endodontics Root canal therapy, once per 24 months, per tooth

80% after deductible

Periodontics Nonsurgical periodontics Surgical periodontics

80% after deductible

Oral Surgery Surgical and nonsurgical extractions

80% after deductible

Crowns Once per 5-year period, per tooth

50% after deductible

Prosthetics Dentures, once per 5-year period, per tooth Bridges, once per 5-year period, per tooth Dental Implants (preapproval recommended)

50% after deductible

Prosthetic repairs and adjustments Denture repairs and adjustments Recement bridge Bridge repair

50% after deductible

Orthodontics Treatment for the prevention/correction of malocclusion

Dental

Dental Plan Highlights

50% $1,750 lifetime maximum per person

A pretreatment estimate is suggested if your dental care will be $250 or more.

Note: Your dental premiums will be set to a pretax withholding.

This is only a summary of your dental benefits and does not outline all your benefits. Read your Summary Plan Description to determine which expenses are covered.

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Vision

VISION

VSP (800) 877-7195 www.vsp.com Our vision benefit is administered by:

Vision Insurance.

Why VSP?

With VSP doctors, you’ll enjoy quality, personalized care. Your doctor will really get to know you and your eyes, helping you keep them healthy year after year.

• VSP network doctors are in medical offices and shopping centers––close to your home and work.

Besides helping you see better, routine eye exams can detect symptoms of serious conditions such as glaucoma, cataracts and diabetes, even tumors.

Eye exams for children spot problems that can hinder learning and development.

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• Satisfaction. Guaranteed. If you’re not completely satisfied with your service or eyewear, just let VSP know and they’ll make it right.

1. Find a VSP doctor by calling 1-800-877-7195; or visit www.vsp.com (click on “Members”), within the top headings click on “Find a VSP Doctor” and either sign in or click on “SEARCH AS GUEST”. Complete the required fields and select the VSP Signature Network.

Benefit

2. Make an appointment with a VSP doctor and mention you are a VSP member.

Vision

Effortless benefits.

3. No ID cards––for added security, your ID number is your employee number.

Description

Co-pay

Frequency

Your Coverage with VSP Doctors and Participating Retail Chains* WellVision Exam

• Focuses on your eyes and overall wellness

Prescription Glasses

$15

Every calendar year

$20

See frame and lenses

Frame

• $150 allowance for a wide selection of frames • 20% off amount over your allowance • $80 Costco allowance

Included in Prescription Glasses

Every other calendar year

Lenses

• Single vision, lined bifocal, and lined trifocal lenses • Polycarbonate lenses for dependent children

Included in Prescription Glasses

Every calendar year

Lens Options

• Standard progressive lenses • Premium progressive lenses • Custom progressive lenses • Average 35%–40% off other lens options

Contacts (instead of glasses)

• $150 allowance for contacts; co-pay does not apply • Contact lens exam (fitting and evaluation)**

Diabetic Eyecare Plus Program

• Additional coverage for members with diabetic eye disease, glaucoma or age-related macular degeneration.

$20

As needed

Retinal Screening

• Takes a picture of the back of your eyes and helps your VSP doctor find possible signs of eye disease.

$39

Every calendar year

Extra Savings and Discounts

Low Vision Benefit Maximum

$50 $80 – $90 $120 – $160

Up to $60

Every calendar year

Every calendar year

Glasses and Sunglasses • 30% off additional glasses and sunglasses, including lens options, from the same VSP doctor on the same day as your WellVision Exam. Or get 20% off from any VSP doctor within 12 months of your last WellVision Exam.

Laser Vision Correction • Average 15% off the regular price or 5% off the promotional price; discounts only available from contracted facilities.

The maximum benefit available is $1,000 (excluding Copayment) every two years. For detail information, please contact VSP (800) 877-7195.

Your Coverage with Out-of-Network Providers

Visit www.vsp.com for details, if you plan to see a provider other than a VSP doctor.

Exam................................up to $50 Frame..............................up to $70

Single Vision Lenses...........up to $50 Lined Bifocal Lenses.........up to $75

Lined Trifocal Lenses......up to $100 Progressive Lenses...........up to $75

Contacts.............up to $105

*Coverage with a participating retail chain may be different. Once your benefit is effective, visit vsp.com for details.

Coverage information is subject to change. In the event of a conflict between this information and your organization’s contract with VSP, the terms of the contract will prevail.

Note: Your vision premiums will be set to a pretax withholding. Only one material co-pay applies to lenses and frame per benefit period. **When you choose contacts instead of glasses at a VSP doctor, your $150.00 allowance applies to the cost of your contacts. This exam is in addition to your vision exam to ensure proper fit of contacts.

This is only a summary of your vision benefits and does not outline all your benefits. Read your Summary Plan Description to determine which expenses are covered.

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Flexible Benefits

FLExIBLE BENEFITS

Is a Flexible Spending Account (FSA) right for you?

Annual Enrollment is here—this means it’s time to decide if an FSA is right for you! An FSA makes it easy for you to set aside pretax money from your paycheck, to help pay for eligible out-of-pocket costs.

Contributing pretax dollars can help reduce your taxable income and increase your take-home pay!

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o Copays, coinsurance and deductibles o Dental expenses (orthodontia, crowns, bridges, etc.) o Vision expenses (LASIK eye surgery, glasses, contacts, etc.) o Prescription drugs and over-the-counter (OTC) items

Reasons to enroll in a Dependent Care FSA. • Contribute pretax dollars from your There are 2 types of FSA available paycheck, up to $5,000 ($2,500 if married to you. filing separate tax return).

• Funds are used for your dependent(s) younger 1. Health care account than age 13, or a spouse or dependent 2. Dependent care account incapable of self-care.

Reasons to enroll in a Health Care FSA. • You can use this account for eligible child and adult care expenses, such as: • Contribute pretax dollars from your paycheck, o Day care up to $2,550. o Before- and after-school care • Your full contribution is available at the start o Preschool and nursery school of the plan year. o Summer day camp • You can use this account to pay for eligible health care expenses for you, your spouse and/or your tax dependents. Expenses might include:

Example*

With an FSA

Without an FSA

Annual Salary

$50,000

$50,000

Health Care Contribution

($2,550)

($0)

Dependent Care Contribution

($5,000)

($0)

Taxable income after contribution amount

$42,450

$50,000

Estimated taxes withheld (22.65%)

($9,614)

($11,325)

Post-tax income

$32,836

$38,675

Money spent after-tax on health & dependent care

($0)

($7,550)

Take-home pay

$32,836

$31,125

Savings

$1,711

$0

Next Steps.

• Review your expenses from last year and this year.

• Think about what expenses you might have during the upcoming plan year.

• Enroll in one or both FSAs during Annual Enrollment. Or if you experience a qualifying life event such as marriage, divorce, birth or adoption, you can enroll or change your election within 30 days of the event. Date of the event is day one.

Questions?

For more information on FSAs, visit your PayFlex member website and click Contact Us. PayFlex is available to help Monday – Friday, 7 a.m. – 7 p.m.

CT and Saturday, 9 a.m. – 2 p.m. CT. If you need additional information on how or when to enroll in an FSA, contact your Human Resources or Benefits area.

Resources: If you enroll in the Dependent Care Reimbursement or Medical Reimbursement program, you will be provided access to www. healthhub.com for many valuable resources, including a Wellness Center with articles, featured recipes, and a diet and nutrition log.

*This example is for illustrative purposes only. Based on 7.65% FICA and 15% tax bracket.

This material is for informational purposes only. It does not contain legal or tax advice. You should contact your legal counsel if you have any questions or if you need additional information. The information describes the Flexible Spending Account (“FSA”) in general terms. FSA plans are governed by the rules of Section 125 of the Internal Revenue Code and will be administered in accordance with those rules. Estimate fund amounts carefully. Unused funds will be forfeited either after the last day of the plan year or at the end of the grace period if your plan offers one. Eligible expenses may vary from employer to employer. In case of a conflict between your plan documents and the information in this material, the plan documents will govern. Please refer to your employer’s Summary Plan Description (“SPD”) for more information about your covered benefits. Information is believed to be accurate as of the production date; however, it is subject to change. For more information about PayFlex, go to www.payflex.com.

Flexible Benefits

You might be wondering, how much can I really save with an FSA? Below is an example.

Can I change my plan throughout the year?

An election in any plan may not be changed during the plan year without a qualifying change in family status (as defined in the Summary Plan Description). Keep in mind that all eligible expenses must be incurred during the employee’s “active employment status,” which is January 1 – December 31 or the pay period end including the date of termination. Contributions to a flexible spending account must be used during the plan year or you will lose them.

Grace Period. When you set aside dollars for your health care flexible spending expenses, you will be able to incur claims for 2.5 months after December 31 of the plan year (does not apply to dependent care expenses).

Example: It is December 31, and you still have $40 in your health care flexible spending account. You have an extra 2.5 months into the following year to use up that money on medication, doctor visits, or another allowable expense.

Remember: Health Care Flexible Spending and Dependent Care Flexible Spending elections do not carry over from one plan year to another. You must re-elect these benefits each calendar year.

PayFlex (800) 284-4885 Fax (402) 231-4310 www.healthhub.com PayFlex–COBRA (800) 359-3921

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Flexible Benefits

There is a third type of pretax program available to you.

Health/Dental/Vision Cost of Coverage. Your elections will automatically be set to a pretax withholding.

Information You Can Use From The Internal Revenue Service. IRS publications 502 and 503 cover some of the eligible expenses for spending accounts in further detail and can help you decide whether to use one or both of these accounts.

Call the IRS at the toll-free number listed in your local phone directory to have these publications mailed to you. Remember: There are additional restrictions imposed on Flexible Spending Accounts, which may not be discussed in these publications. If you need further information on your specific situation, contact the plan administrator, PayFlex Systems, by phone at 800-284-4885; in writing at PO Box 3039, Omaha, NE 68103-3039; or by fax 402-231-4310.

How do the accounts work? During open enrollment, you decide whether and how much to contribute to a flexible spending account for the upcoming year. The amount you elect will be divided by the number of paychecks you receive in the year, deducted from your pay before taxes are withheld and deposited in your account(s).

PayFlex Systems USA, Inc. administers our plan and you will receive a participant package from PayFlex. PayFlex will process reimbursement requests, issue benefit checks and issue direct deposits daily. Remember that money directed to a health account cannot be transferred to your dependent care account or vice versa.

Please read your benefit booklet carefully. Please contact PayFlex customer service at 800-284-4885 if you need more information before making a flexible spending account decision. REMEMBER, THERE ARE IRS RULES AND REGULATIONS THAT MUST BE STRICTLY FOLLOWED.

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Health care reimbursement account.

Eligible health care reimbursements under the IRS regulation are expenses that are “medically necessary.� This means the expense must have been incurred for the diagnosis, treatment or prevention of a specific disease or illness and for treatment affecting any part or function of the body. The expense must be to alleviate or prevent a physical defect or illness. * For a complete list of eligible expenses, please refer to IRS publications 502 and 503.

Dependent care reimbursement account.

To qualify as a reimbursable dependent care expense, the expense must be incurred during the plan year, and must be incurred for you and, if you are married, your spouse, to work or to attend school full-time. For a complete list of expenses that are covered or not covered by the Dependent Care Account, please refer to IRS publication 503.

The Dependent Care Account is used in lieu of the Child Care Tax Credit.

Eligible expenses that may be paid from the dependent care account include: o Licensed nursery school o Day care facilities for children o Child care inside or outside your home o Dependent care for the elderly or disabled dependents o Before- or after-school care o Summer/holiday day care

Flexible Benefits

It’s easy to pay yourself back with a PayFlex Flexible Spending Account (FSA).

Did you pay for an eligible health care or day care expense with cash, check or a personal credit card? With PayFlex, there are three ways you can pay yourself back.

1. Use the File A Spending Account Claim feature on the PayFlex member website.

2. Use the File Claim feature on the PayFlex Mobile® application.

3. Fill out a paper claim form and fax or mail it to PayFlex.

4. You get reimbursed. Reimbursements are made daily as claims are approved and payable. Paper checks will be mailed directly to your home. If you choose to participate in direct deposit for flexible spending, please fill out the Flexible Spending Direct Deposit Form; or, you can enroll in direct deposit at www.healthhub.com.

When you submit a claim, you’ll need to include supporting documentation.

Health care expenses: The preferred documentation is an Explanation of Benefits (EOB) from your insurance carrier. If the expense didn’t go through insurance, send an itemized statement or detailed receipt*. The documentation needs to include the following:

• Merchant or service provider name • Patient name (if applicable) • Date of service • Amount of service or purchase • Description of item or service

*PayFlex can’t accept documentation that shows an estimated or pending amount, or “filed with insurance.”

Day care expenses: You can send a detailed receipt or statement with your claim; or, your day care provider can sign the paper claim form.

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Flexible Benefits

Important reminders.

Q. How can I get claim payments faster?

A. Log in to www.healthhub.com.

• Click on the Financial Center tab.

• Select Enroll in Direct Deposit on the left side to enroll. This will eliminate waiting for the check to come in the mail, the check getting lost in the mail, and having to make a trip to the bank to deposit the check.

• When you submit a claim, the expenses need to be for services you have already received and not for services to be provided in the future.

• You can only be reimbursed up to the amount that is available in your account.

• The claims you submit must be for eligible expenses you had during the plan year.

• Your claim filing deadline is found on the PayFlex member website.

Remember: Medical Reimbursement Account – Your election amount is available to you as of the beginning of the plan year. Regardless of the timing of your use of this account (e.g., funds used early in the year), your payroll contributions will remain constant throughout the year. Claims are due by March 31 of the next calendar year. You have until the end of the Grace Period to incur eligible expenses.

Dependent Care – This account works on a “dollar in-dollar out” process. You are only reimbursed for the amount that has been withheld to the date of request. You are not able to use your Medical Reimbursement debit card for dependent care expenses. Claims are due by March 31 of the next calendar year for expenses incurred by December 31 of the current year. *Forms and contact information will be sent to all participants after enrollment.

PLEASE NOTE: Flexible Spending Medical Reimbursement and Dependent Care Reimbursement elections do not carry over from year to year. You must make a new, valid election for each new year if you wish to participate.

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Q. What are the benefits of going paperless with PayFlex?

A. Sign up to receive your Explanation of Payment and Request for Documentation letters (if applicable) by email. Stay informed on your account activity. Submit your claims through the PayFlex member website or PayFlex Mobile app instead of faxing or mailing. To sign up: • Log in to www.healthhub.com.

• Click on MySettings at the top of the page to change your Notifications / Email Address.

More Questions?

Visit your PayFlex member website, and click Contact Us. PayFlex is available to help Monday – Friday, 7 a.m. – 7 p.m. CT and Saturday, 9 a.m.

– 2 p.m. CT. This material is for informational purposes only. The information describes the Flexible Spending Account (“FSA”) in general terms. FSA plans are governed by the rules of Section 125 of the Internal Revenue Code and will be administered in accordance with those rules. Estimate fund amounts carefully. Unused funds will be forfeited either after the last day of the plan year or at the end of the grace period.

In case of a conflict between your plan documents and the information in this material, the plan documents will govern. Please refer to your employer’s Summary Plan Description (“SPD”) for more information about your covered benefits.

Information is believed to be accurate as of the production date; however, it is subject to change. For more information about PayFlex, go to www.payflex.com.

PayFlex Mobile is a registered trademark of PayFlex Systems USA, Inc.

Flexible Benefits

Medical Reimbursement Debit Card helps you save time, money and paperwork!

Remember: • Keep all documentation and receipts.

Documentation must show what the service received was, who received the service, what the date of service was, where the service was provided, the cost of the service and the amount insurance covered, if any.

An Explanation of Benefits (EOB) from your insurance carrier usually contains all of the required information.

• You must not use the Medical Reimbursement debit card or seek reimbursement for expenses that will be covered by Wellness credits. This is a violation of IRS regulations.

• All new participants in the Medical Reimbursement plan will receive a new prepaid debit card from PayFlex. The same card is used over multiple plan years, so keep your card even after exhausting your funds for the year.

• Debit cards may be used as “debit” or “credit.”

In fact, a merchant may require you to choose “debit” and not let you use “credit.” If you use “debit,” then you will need a PIN. A PIN is required to complete a debit transaction. This is true for any location that accepts your PayFlex Card––pharmacies, doctor’s offices, other health care locations, etc. To get a PIN for your card, please call Card Services at 1-888-999-0121.

• Your debit card includes access to MasterCard’s Identity Theft Resolution Services at no cost. To learn more about this service, call the MasterCard Assistance Center at 1-800-MC-ASSIST (1-800622-7747).

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Life & Disability

LIFE & DISABILITY The Hartford Coverage is underwritten by Hartford Life and Accident Insurance Company. The Hartford is The Hartford Financial Services Group, Inc. and its subsidiaries, including issuing companies, Hartford Life Insurance Company and Hartford Life and Accident Insurance Company.

Contact: Human Resources

Disability Insurance.

It’s reassuring to know that a benefit plan is there

for you, providing a measure of income protection and security, in the event of an unexpected disabling illness or injury.

Basic Life and Accidental Death & Dismemberment (AD&D) Insurance.

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Life insurance protection helps your family meet expenses after an unexpected loss of your income, helping to create security for families of our employees. As eligible, this companypaid benefit would provide the payment of one times your annual base rate of pay as of the 1st of the year, up to a maximum of $400,000, to your designated beneficiary. Full-time employees’ coverage will be calculated on 40 hours per week and part-time employees’ will be calculated on 25 hours per week.

If a non-occupational illness or injury prevents you from working, you may be eligible for short-term disability benefits. Also, our long-term disability plan goes into effect if an illness or injury requires you to be off work for more than 180 days.

These benefits are available to full-time employees on the first day of the month coinciding with or next following 180 days of continuous service at an eligible status. Please refer to the Summary Plan Description for the other eligibility requirements and plan details.

NO COST TO YOU Employer Paid Coverage. Your company provides, at no cost to you, Basic Life and AD&D Insurance as well as Disability Insurance.

The Hartford Coverage is underwritten by Hartford Life and Accident Insurance Company. The Hartford is The Hartford Financial Services Group, Inc. and its subsidiaries, including issuing companies, Hartford Life Insurance Company and Hartford Life and Accident Insurance Company.

Contact: Human Resources

Supplemental Life & AD&D

SUPPLEmENTAL LIFE & AD&D

An opportunity for additional protection—– optional coverage for you and your family.

Supplemental Life & AD&D Insurance.

While you will continue to receive the benefit of employer-paid Basic Life and Accidental Death & Dismemberment (AD&D), you may choose to purchase supplemental insurance to add further protection.

Eligibility and Benefit Amounts. Eligibility is based on your Basic Life Insurance eligibility according to your company handbook, and is effective the first of the month coinciding with or next following 180 days of service. You have the option to purchase Supplemental Life & AD&D Insurance coverage in the following benefit amounts: increments of $10,000 to a maximum of $500,000, not to exceed five times your current year basic annual earnings, as of the 1st of the year.

Guaranteed Issue Amount Options. The guaranteed issue amount is the amount of supplemental insurance that you may elect during your initial eligibility period without providing evidence of good health.

Eligible employees not participating and employees currently participating may elect or increase coverage up to the following maximums without providing evidence of good health: • Employee – $20,000* • Spouse – up one coverage option • Dependent – $10,000 Newly eligible employees with 180 days of service may elect coverage up to the following maximums without providing evidence of good health: • Employee – $300,000 • Spouse – $25,000 • Dependent – $10,000 You will only be allowed to enroll for Supplemental Life & AD&D coverage during the open enrollment period or within 31 days of a change in family status. * If you are currently enrolled for employee coverage less than $300,000, you may elect an additional $20,000 of coverage, up to $300,000, without evidence of good health.

If you are currently enrolled for employee coverage of $300,000 or more, evidence of good health satisfactory to Hartford Life will be required for any increase in coverage.

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Supplemental Life & AD&D

EMPLOYEE SUPPLEMENTAL LIFE SPOUSE SUPPLEMENTAL LIFE & AND AD&D INSURANCE AD&D INSURANCE Employee-Paid Coverage. You have the opportunity to enroll in our Supplemental Life and AD&D Insurance plan. Evidence of good health satisfactory to Hartford Life may be required based upon your election amount and date of enrollment. Please refer to the Summary Plan Description for additional information regarding the plan guidelines.

Employee-Paid Coverage. You may elect Supplemental Life & AD&D coverage for your Spouse. Evidence of good health satisfactory to Hartford Life may be required based upon your election amount and date of enrollment.

Please refer to the Summary Plan Description for additional information regarding the plan guidelines.

Supplemental Life & AD&D Insurance Dependent Coverage.

CHILD SUPPLEMENTAL LIFE & AD&D INSURANCE

You may elect coverage on the lives of your spouse and/or dependent children.

Employee-Paid Coverage. You may elect Supplemental Life & AD&D coverage for your Dependent Child(ren) aged 15 days to 26 years.

Note: No person can be insured as a Dependent of more than one employee under the Policy. If both parents work for a Taylor company, then only one parent can cover their child(ren) under the child supplemental life & AD&D insurance.

If your spouse and/or child is a benefit eligible employee of the company, you may not cover him/her as a Dependent.

To qualify, children must be at least 15 days old but less than 26 years. Also, children aged 26 or older who are disabled may be eligible if certain conditions are met. A Personal Health Application will not be required for your spouse unless you are a late enrollee (if you do not enroll within 31 days after becoming eligible). Any person who is in full-time military, naval or air force service cannot be a Dependent. See Summary Plan Description for details.

Benefit Amounts for Dependents. Your spouse’s benefit is available in flat amounts of $5,000, $10,000, or $25,000. You may not elect coverage for your spouse and/or child if he or she is already covered as an employee under this policy.

Your child’s benefit is available in flat amounts of $5,000 or $10,000 per child. Children aged 15 days to 6 months are limited to a reduced benefit of $1,000.

Note: Your supplemental life & AD&D coverage can be dropped via a Self Service request at any time throughout the year, since it is an after-tax benefit.

Reminder: When completing your online enrollment, please ensure that your beneficiary information is up to date.

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The child supplemental life & AD&D coverage is the same per pay period cost, regardless of how many dependents you have on the plan.

Supplemental Life & AD&D

Benefit reductions.

Your Basic and Supplemental Life coverage is reduced by 33% at ages 65 and 70. See Summary Plan Description for termination of coverage details.

Additional options.

Conversion Options. If your Life Insurance terminates, the plan’s Conversion privilege allows you and your dependents to convert all or a portion of your group coverage to an individual policy from Hartford Life. The conversion amount will depend on the reason coverage is terminating.

You must request conversion and pay the required premium within 31 days of the date your Life Insurance ends. No evidence of good health will be required.

Accelerated (Living) Benefits Option. Should you be diagnosed as terminally ill prior to age 60 with a 12-month life expectancy or less, the Living Benefits Option allows you to receive an accelerated payment of a portion of your life insurance. The option is available to individuals with at least $10,000 in group coverage from Hartford Life. You may request a minimum accelerated payment of $3,000 up to a maximum of 80% of your coverage, not to exceed $500,000.

Funds are paid directly to you, with no policy restrictions on how you use them. The remaining benefit is then payable to the beneficiary.

Waiver of Premium. This provision applies if you become totally disabled and your disability lasts for at least 6 consecutive months, or if you are diagnosed with a life expectancy of 12 months or less. You must provide proof of your condition within one year of your last day of work and, once approved by Hartford Life, your coverage will continue without payment of premium, while you remain disabled, until the earlier of (1) the date you attain Normal Retirement Age if disabled prior to age 60, or (2) 12 months after the date you become disabled if you became disabled on or after age 60. The premium for your dependents’ coverage will also be waived if you are disabled and approved for waiver of premium. Coverage for your dependents will end if the policy is terminated. Payment of premium is required until waiver is approved by Hartford Life.

This summary is an overview of the insurance being offered and is provided for illustrative purposes only and is not a contract. It in no way changes or affects the policy as actually issued. Only the insurance policy issued to our company can fully describe all of the provisions, terms, conditions, limitations and exclusions of the insurance coverage. In the event of any difference between the summary and the insurance policy, the terms of the insurance policy shall apply.

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Savings

SAVINgS

Taylor Companies 401(k) and Profit Sharing Plans.

Your Retirement Plan is an important part of your benefits package. It’s an excellent way to prepare for your future while enjoying potential tax benefits along the way. And the company will match a percentage of your contributions after you complete six months of service.

When you participate, you can take advantage of: • The company match. It’s like getting paid to participate!

• Flexibility to match your needs. You can set your contribution rate, pick the investments that you think are best for you, and choose between pre-tax and/or after-tax contributions.

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• Convenient payroll deductions. Your contributions are deducted from your paycheck automatically and invested in your account. It’s an easy way to invest for your future.

Merrill Lynch, the Plan’s recordkeeper, offers tools and services to help you make the most of your retirement planning and take action quickly and easily.

Merrill Lynch (800) 228-4015 www.benefits.ml.com

Consider Automatic Increase.

Automatic Increase is part of automatic enrollment, with your contribution rate set to increase 1% a year. But you can choose larger increases or smaller ones—with a larger increase, you may be better prepared for retirement.

Savings

Decide what’s right for you.

It’s your Plan—and you’re in control of your account, with the ability to make changes as you see fit.

Contribution levels.

You can contribute up to 100% of your eligible pay, subject to IRS dollar limits.

Automatic enrollment starts you out at a 1% contribution rate. But if you want to get the full company match you’ll need to contribute at least 4%. Contributing less is like leaving money on the table.

Contribution types.

You can choose pretax and/or Roth (after-tax) contributions in any combination.

Pretax and Roth contributions have different tax benefits, so one may be more advantageous than another for you.

To compare pretax vs. Roth 401(k) contributions under different scenarios, try the Interactive Roth 401(k) Comparison Calculator on Benefits OnLine®, the Plan’s website. The calculator lets you see projections based on various what-ifs.

You’ll find the calculator on Benefits OnLine under Advice & Planning > Tools.

You can change how often your contribution rate will increase, how big the increase will be, and when increases will end. (All increases take effect in March.) It’s a great way to boost your contributions gradually, on a regular basis, with a single election.

Investing your account.

The Plan provides a range of investment options.

1. Advice Access.

This service will answer the key questions you probably have:

• How much do I need for retirement?

• How much should I contribute?

• How should I invest my money?

• Am I on track with my goals?

Advice Access is easy to use, and it’s available at no additional cost to you. You can learn more about Advice Access on Benefits OnLine. Just log in and click the Advice Access link, or choose Advice Access under the Advice & Planning tab. Or call Merrill Lynch at (800) 228-4015.

Get paid to participate.

You’re eligible for a 50% company matching contribution on the first 4% of pay you contribute once you have six months of service. After you become eligible, the employer match begins on the next January 1 or July 1, whichever comes first.

Your Contribution

Company Match

1%

0.5%

2%

1.0%

3%

1.5%

4% or more

2.0%

Vesting.

You’re always 100% vested in your own contributions. Company contributions are 100% vested after three years of service with 1,000+ hours a year.

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Savings

2. Target date funds.

Your plan also offers the T. Rowe Price Retirement Funds* for “one-stop” investing. Each of these funds includes a mix of stocks, bonds and other investments that might be appropriate for investors planning to retire—or begin withdrawing money—close to the date in the fund’s title.

Each fund is gradually adjusted to become more conservative as that target date approaches.

You’ll find more information on Benefits OnLine under the tab for the 401(k) & Profit Sharing Plans. Just click on Investments. Or call Merrill Lynch at (800) 228-4015. * As a “fund of funds,” each of these funds, as a shareholder of underlying mutual funds, will indirectly bear its pro rata share of the expenses incurred by the underlying funds.

The target date for these funds is the approximate date when an investor plans to start withdrawing the assets from his or her retirement account. The principal value of these funds is not guaranteed at any time, including at the target date. These funds are designed to become more conservative over time as the target date approaches.

Automatic Enrollment.

Are you a new employee? You’re eligible for the Plan if you have at least one full calendar month of service and will be at least 21 by the end of the year.

You’ll receive additional information about the Plan and automatic enrollment from Merrill Lynch. But there’s no need to wait for automatic enrollment—you can enroll on your own the date you become eligible (see the Eligibility & Enrollment section of this booklet). Contact Merrill Lynch on Benefits OnLine (www.benefits.ml.com) or call (800) 228-4015.

Name your beneficiary.

Be certain to name a beneficiary to receive your account balance in the event of your death. On Benefits OnLine, choose the Current Elections tab and then select Beneficiary Designations/ Updates.

3. Individual investment options.

Of course, you can design your own portfolio from the Plan’s individual funds. To learn about the funds, just log in to Benefits OnLine and click the tab for the 401(k) & Profit Sharing Plans, then choose Investments.

Company profit sharing We believe that all our employees should share in our successes.

When the company is profitable, you share in the profits you had a hand in creating. As your company earns profit sharing, a contribution will be made to your retirement account and invested the same way your 401(k) contributions are invested. This contribution may be made annually and is based on your company’s performance.

Eligibility for profit sharing is based on your length of service, your age and the number of hours you work each year.

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Savings

Go green!

When you sign up for online delivery, you’ll have faster access to your plan information than with regular mail. You’ll receive an e-mail notification with a link to Benefits OnLine when new statements or confirmations are available.

From the Benefits OnLine homepage: • Click on the tab for Taylor Companies 401(k) and Profit Sharing Plans.

• C lick on My Accounts, then Account Preferences, and then choose Online Delivery/ Manage E-mails.

Easy Account Access You can enroll in the Plan and manage your account either online or over the phone: • Benefits OnLine: http://www.benefits.ml.com You can use the website to enroll in the Plan, manage your account, learn more about retirement planning, make your beneficiary election, and much more.

• Retirement & Benefits Contact Center: (800) 228-4015 The Interactive Voice Response system is available virtually 24/7. You can speak with a representative Monday through Friday, from 8 a.m. to 7 p.m. ET, on all days the New York Stock Exchange is open.

Account access on the go Benefits OnLine Mobile (http://m.benefits.ml.com) lets you stay connected through your smartphone.

Check your balances and investments, review performance data, and receive important alerts.

The site is designed to work with most smart phones.

Additional help at Benefits OnLine Your Plan website does more than let you manage your retirement account. Benefits OnLine offers help and information on a wide range of financial topics: • Financial Calculators: You’ll find the Retirement Planning Calculator as well as the Roth 401(k) Comparison Calculator under the Advice & Planning tab in the “Tools” section.

• The Education Center: Make smart, informed financial decisions with the help of articles, videos, calculators and other tools. www.education.ml.com • myFuture®: Get practical investment guidance and financial tips from this quarterly online newsletter. www.mlmyfuture.com

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Savings

Additional Education pieces can be found toward the bottom on the first page after the sign-in:

These insurance, retirement savings, and related benefits are governed by the applicable insurance policy, contract or plan document (“Governing Documents”). The eligibility criteria and benefits summaries contained in this Benefit Enrollment booklet are only partial explanations; complete details are set forth in the Governing Documents.

In the event of a conflict between the content of this Benefit Enrollment booklet and Governing Documents, the Governing Documents will prevail over the terms of this Benefit Enrollment booklet as relates to these benefits.

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The Advice Access service uses a probabilistic approach to determine the likelihood that you may be able to achieve your stated goal and/ or to identify a potential wealth outcome that could be realized.

Additionally, the recommendations provided by Advice Access may include a higher level of investment risk than you may be personally comfortable with. You are strongly advised to consider your personal goals, overall risk tolerance, and retirement horizon before accepting any recommendations made by Advice Access. You should carefully review the explanation of the methodology used, including key assumptions and limitations, which is provided in the Advice Access disclosure statement. It can be obtained through Benefits OnLine or through a participant service representative.

IMPORTANT: The projections or other information shown in the Advice Access service regarding the likelihood of various investment outcomes are hypothetical in nature, do not reflect actual investment results and are not guarantees of future results.

Results may vary with each use and over time.

Investors should consider the investment objectives, risks, charges and expenses of investment options carefully before investing.

This, and additional information about the investment options, can be found in the prospectuses and, if available, the summary prospectuses, which can be obtained on Benefits OnLine at www.benefits.ml.com or by calling Merrill Lynch at (800) 2284015. Investors should read the prospectuses and, if available, the summary prospectuses carefully before investing.

This material is only a general outline of the Plan. You are encouraged to read the Summary Plan Description to obtain more detailed information regarding the Plan’s operation. This document gives you information you need to know about joining the Plan and maintaining a Plan account. If a provision described in this outline differs from the applicable provision of the Plan Document, the Plan Document will prevail. Benefits OnLine® is a registered trademark of Bank of America® Corporation.

(First time users enter Organizations Web ID: EAP4TCC) Beneficiary Assist Services (800) 411-7239 Funeral Planning and Concierge Services (866) 854-5429 www.everestfuneral.com/hartford Code: HFEVLC

Employee Assistance & Extras

ComPsych® GuidanceResources® (866) 682-6047 (TDD: 800-697-0353) www.guidanceresources.com

Travel Assistance Services with ID Theft Protection and Assistance (800) 243-6108 Travel Assistance ID Number: GLD-09012

Estate Guidance Will Services www.estateguidance.com/wills Code: WILLHLF

Employee Offers & Discounts http://compass.tc.inet http://tcc.corporateperks.com Product Discounts www.tccfriends.com Training and Development http://compass.tc.inet – Learning + Performance System HealthChampionSM Health Care Support Service (800) 96-HELPS (800) 964-3577

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Employee Assistance & Extras

EmPLOYEE ASSISTANCE & ExTrAS

Your single source for support, resources and information.

Our core purpose, creating opportunity and security for our employees, is reflected in the extra benefits provided to you. From employee assistance to personal time off to continuing education, each benefit can be a valuable part of the opportunity and security for you and your family members.

No matter what’s going on in your life, ComPsych® GuidanceResources® is here to help.

Personal problems, planning for life events or simply managing daily life can affect your work, health and family. GuidanceResources is a no-cost, companysponsored benefit (exclusively for employees insured under Long-Term Disability coverage) that is available to you and your dependents to provide confidential support, resources and information to get through life’s challenges. You have access to up to 5 confidential counseling sessions per person, per issue, per year. If you have any questions, please feel free to call 1-866-682-6047 for a more detailed description of the services.

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Confidential Counseling on Personal Issues. Your Employee Assistance Program (EAP) is a confidential counseling service to help address the personal issues you are facing. This service, staffed by experienced clinicians, is available by calling a toll-free phone line 24 hours a day, seven days a week. A Guidance Consultant will refer you to a local counselor or to resources in your community. Call any time with personal concerns, including: relationships, job pressures, problems with your children, marital conflicts, substance abuse, grief and loss, stress, anxiety or depression, empty-nesting.

Legal Information, Resources and Consultation.

When a legal issue arises, our attorneys are available to provide confidential support with practical, understandable information and assistance. If you require representation, you can also be referred to a qualified attorney in your area for a free 30-minute consultation with a 25% reduction in customary legal fees thereafter. Call any time with legal issues including: divorce and family law, bankruptcy, debt obligations, criminal actions, landlord and tenant issues, civil lawsuits, real estate transactions, contracts.

Online Information, Tools and Services.

GuideanceResources® Online is your one stop for expert information to assist you with the issues that matter to you, from personal or family concerns to legal and financial concerns. Each time you return, you will receive personalized, relevant information based on your individual life needs. You can: review in-depth HelpSheetsSM on your topics, get answers to specific questions, search for services and referrals, use helpful planning tools, order pre-screened reference books.

Your ongoing development.

Training Opportunities – We are committed to providing opportunities to develop skills and knowledge that build upon your talents. An online learning system is available and offers a variety of training opportunities. You own your development, so bring new educational programs and even customized courses to the attention of your supervisor or Human Resources.

Employee Assistance & Extras

GuidanceResources can help you.

Career Opportunities – Our organization supports the development of your career so that talented employees may use their strengths to deliver the greatest value to the organization. If you are Financial Information, Resources and Tools. interested in pursuing a specific area or position, Financial issues can arise at any time, from dealing with please visit with your supervisor and Human debt to saving for college. Our financial professionals Resources. are here to discuss your concerns and provide you with the tools and information you need to address Scholarships – Company scholarships support the your finances, including: getting out of debt, saving initiative of employees who continue their education for college, retirement planning, tax questions, credit through college, vocational or other post-secondary courses. Application information is available each card or loan problems, estate planning. spring.

Information, Referrals and Resources for Work- For more information, go to http://compass.tc.inet, Life Needs. Whether you are a new parent, a Development page. caregiver for an elder, sending a child off to college, buying a new car or doing home repairs, you’re Extra Benefits to guide you through bound to have questions or need resource referrals.

Our work-life specialists will help you sort out the major life decisions. issues and provide you with information based on Funeral Planning & Concierge Services. your specific criteria. You’ll receive a personalized The Hartford offers a funeral planning and concierge reference package containing helpful resources and service provided by Everest. It provides a suite of literature, covering areas such as: finding child or online tools to guide you through key decisions elder care, finding pet care, planning for college, before a loss, including help comparing funeralpurchasing a car, relocating to a new city, home related costs. After a loss, this service includes repair, entertaining family and friends. family advocacy and professional negotiation of funeral prices with local providers––often resulting in significant financial savings.

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Employee Assistance & Extras

Beneficiary Assist Counseling Services.

The Hartford offers you Beneficiary Assist counseling services provided by ComPsych. Compassionate professionals can help you or your beneficiaries cope with emotional, financial and legal issues that arise after a loss. Includes unlimited phone contact with a counselor, attorney or financial planner for up to a year, and five face-to-face sessions.

EstateGuidance Will Services.

Whether your assets are few or many, it’s important to have a will. Through The Hartford you have access to EstateGuidance Will Services, provided by ComPsych. It helps you protect your family’s future by creating a will online––backed by online support from licensed attorneys. Your will is customized and legally binding.

Travel Assistance Services with ID Theft Protection and Assistance.

Travel Assistance Services with ID Theft Protection and Assistance includes pre-trip information to help you feel more secure while traveling. It can also help you access medical professionals across the globe for medical assistance when traveling 100+ miles away from home for 90 days or less when unexpected detours arise. The ID theft services are available to you and your family at home or when you travel.

Parent Conversations.

When you purchase Supplemental Life insurance, the Estate Guidance Will Services and Funeral Planning and Concierge Services may be used with your parents or stepparents, as well as your spouse’s/partner’s parents.

Reasons to consider it: • It helps clarify and document your parents’ or stepparents’ end-of-life decisions.

• It eases the stress involved in caring for aging parents.

• It places a sensitive subject within the positive context of a benefit.

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Adoption Assistance coverage.

Receive reimbursement for adoption-related expenses up to $5,000 per adoption and one week of paid adoption leave. This benefit is available to full-time employees.

Employee discounts.

Your employee discount site is at http://tcc.corporateperks.com. Use “TCC” as Company Code when registering. Take advantage of substantial savings from a variety of online merchants such as Kenneth Cole, Barnes & Noble, and Target. com. Apparel, electronics, financial services, health and wellness, movie and theme park tickets are just some of the discounted items available at this site!

Access and share our affiliate company product discounts!

You’ll also find 15%–50% discount opportunities for virtually any occasion: party supplies, decorations, holiday gifts and cards, invitations and more! Share these discount opportunities with your family and friends too! Go to www.tccfriends.com.

(Use “family” for both login and password.)

Check with Human Resources on the latest discount programs, or visit Offers & Discounts on Compass at http://compass.tc.inet.

Paid Time Off. You need time away from work––for yourself, for loved ones, for the responsibilities of family and community life. Our company recognizes this need and we allocate paid personal time for all benefit eligible employees.

Health Care Navigation.

HealthChampionSM is there to guide you and your family through health care options, connect you with the right resources, and advocate for timely and fair resolution of issues. HealthChampionSM Specialists provide confidential assistance with claims review and free negotiation, cost estimates for health care treatments, explanation of health plan coverage, understanding diagnosis and treatment options, and preparation and support for medical appointments and procedures.

Open Enrollment is your once-a-year chance to enroll in or update your Secure Choice medical plan choices for you and your family members.

Did you know that Health Care Reform (also called Affordable Care Act) means…

• You must have health coverage in place per the Individual Mandate.

• Not having coverage means you may have to pay a tax penalty to the government.

• You may qualify for coverage through the Health Insurance Marketplace. In general, employees eligible for Secure Choice are not eligible for coverage through the Marketplace.

• You and/or your children may qualify for coverage through Medicaid.

• The next open enrollment period in the Marketplace is proposed to run from November 1, 2015 to January 31, 2016.

To see if you qualify go to www.healthcare.gov.

What hasn’t changed…

• If you are benefit eligible you can enroll in coverage through your company.

• If your spouse’s/domestic partner’s employer offers medical insurance, you may be able to enroll yourself and your eligible dependents in his or her plan.

What Do I Need to Know?

Visit our Health Care Reform resources page at http://compass.tc.inet, Benefits page.

There you’ll find: • Links to information on the law and how it works • Links to the Marketplace • Link to www.healthcare.gov, the website sponsored by the Department of Health and Human Services, for more information

Health Care Reform

Your Benefits Open Enrollment and Health Care Reform

Determine whether you are eligible for Medicaid coverage from your state.

• Medicaid is the nation’s primary program for providing individuals and families at lower income levels with medical insurance.

Depending on where you live, eligibility for Medicaid may be expanding so that more people qualify for benefits. Even if you haven’t qualified before, you may qualify now.

• Find out more information about Medicaid in your state by starting with the national Medicaid website www.medicaid.gov.

Get help if you have questions about enrolling or your options.

• Contact your Human Resources representative or the Taylor Corporation Benefits Department at (507) 625-2828 or Toll free at (877) 252-9861. You can call any weekday from 8 a.m. to 5 p.m. Central Time.

• If you are under age 26 and your parent’s employer offers medical insurance, he or she can enroll you.

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Special Enrollment Provisions

Life Events

Contact Information

Loss of Other Coverage. If you decline enrollment for yourself or for an eligible dependent because you had other group health plan coverage or other health insurance, you may be able to enroll yourself and your dependents in the Plan if you or your dependents lose eligibility for that other coverage, or if the other employer stops contributing toward your or your dependents’ other coverage. You must request enrollment within 30 days after you or your dependents’ other coverage ends, or after the other employer stops contributing toward the other coverage. Please contact your Human Resource representative for details, including the effective date of coverage added under this special enrollment provision (contact information provided below).

If you have any questions about this Notice or about how to enroll in the Plan, please contact your Human Resource representative or the Taylor Corporation Benefits Department at (507) 625-2828 or by writing to:

New Dependent by Marriage, Birth, Adoption, or Placement for Adoption. If you gain a new dependent as a result of a marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your new dependents in the Plan. You must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. In the event you acquire a new dependent by birth, adoption, or placement for adoption, you may also be able to enroll your spouse in the Plan, if your spouse was not previously covered. Please contact your Human Resource representative for details, including the effective date of coverage added under this special enrollment provision (contact information provided below).

Enrollment Due to Medicaid/CHIP Events. If you or your eligible dependents are not already enrolled in the Plan, you may be able to enroll yourself and your eligible dependents in the Plan if: (1) you or your dependents lose coverage under a state Medicaid or children’s health insurance program (CHIP); or (2) you or your dependents become eligible for premium assistance under state Medicaid or CHIP. You must request enrollment within 60 days from the date of the Medicaid/CHIP event. Please contact your Human Resource representative for details, including the effective date of coverage added under this special enrollment provision (contact information provided below).

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Taylor Corporation Benefits Department 1725 Roe Crest Drive P.O. Box 3728 North Mankato, MN 56002-3728

Notice Availability A copy of this notice is available at our internal website at http://compass.tc.inet, Benefits page. Additional information regarding your rights to enroll in the Plan are found in the applicable Summary Plan Description(s) for the Plan, or you may contact your Human Resources representative as provided above for more information.

YOUr NOTES

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Rev. 9/15