2022 Benefits Guide

Your Guide to Employee Benefits January 1, 2022 - December 31, 2022

We believe you are the heart and soul of our company and are grateful for the role each of you play in our success. As part of our continued investment in our people, each year we strive to offer a comprehensive package of benefits that meets your needs. Please take a few minutes to review the highlights of our benefits outlined in this guide. We have conducted a thorough review of the options available to offer you the best coverage at the most economical cost. We trust you will find this information helpful. TABLE OF CONTENTS Medical................................................................................3-4 Wellness Plan..........................................................................5 Telemedicine...........................................................................5 Vision Benefit...........................................................................6 Dental Insurance......................................................................6 Health Savings Account...........................................................6 Flexible Spending Accounts....................................................7 Life Insurance..........................................................................8 Disability Insurance..................................................................9 EmployeeAssistance Program...............................................10 Voluntary Benefits..................................................................10 Note: This guide is intended to summarize the benefits provided to you and that are available to you from your employer. The actual determination of your benefits is based solely on the plan documents provided by the carrier of each plan. This guide is not legally binding, is not a contract, and does not alter any original plan documents. 1

HIGHLIGHTS FOR 2022 QUALIFYING LIFE EVENTS • Our medical plan benefits will remain the same with no • Change in status, which includes: marriage, birth/ change in employee contributions! adoption of a child, employment changes, changes in residence, dependent satisfies or ceases to satisfy • To continue HSA, Medical FSA, Dependent Care FSA eligibility requirements and Limited Care FSA, elections, an updated election is required for 2022. • Dependent’s Open Enrollment through their employer • Significant cost or coverage changes • After 30 calendar days of employment, all employees who • HIPAA special enrollment rights work a minimum of 30 hours or more per week and their • FMLA special requirements qualified dependents are eligible for benefits. • Changes due to a judgment, decree or court order • Entitlement to Medicare or Medicaid • Participation in our Wellness plan provides you an • Death of spouse or other dependent opportunity to save on your medical coverage. • If you are enrolled in one of the three medical plans offered, you will have access to Teladoc, one of the leading telemedicine companies available. (Teladoc is available to part-time employees at their expense.) • If you are enrolled in the HSA QHP Plan, you will have a $55 copay when you call Teladoc. This is due to IRS regulations recently implemented. • Our dental, basic life and voluntary life plans will move to Anthem.  The plan of benefits, however, will remain the same. • We are pleased to let you know that you will see a slight decrease in our dental premium, if you cover dependents. • With regard to our voluntary life plan, 2022 will be a true open enrollment. That means you can purchase up to $100,000 (the guaranteed issue amount of coverage) without evidence of insurability. • Once you elect your benefit options, your elections will remain in effect for the plan year of January 1, 2022 thru December 31, 2022. You may only change coverage elections as a result of an IRS approved qualifying life event. You must make your change within 30 days of your life event. Benefit Who pays the cost? Employer and you Medical Employer pays for employee Dental You pay for dependents Employer Telemedicine Employer Employer and you Wellness Plan You Employer Health Savings Account (HSA) You Flexible Spending Account Option (see page 9) (FSA) Option (see page 9) Basic Life Insurance & AD&D Employer Voluntary Life Insurance & AD&D Short-term Disability Long-term Disability Employee Assistance Program (EAP) 2

MEDICAL HSA Qualified Health Plan (QHP) The company offers three medical plans to choose from. All are • In-network and out-of-network benefits offered through Anthem Blue Cross Blue Shield and all three • The company will fund $1,000 to your Health Savings plans offer in-network as well as out-of-network benefits. All three plans provide annual preventive care covered at 100%. Account (HSA) for 2022 A comparative chart of plan benefits is provided on page 4 of • $3,100 Individual ($11,200 out-of-network); $3,100 Family this guide. All three plans also provide prescription benefits with a 90 day supply mail order option. Highlights of the plans ($22,400 out-of-network) deductible are as follows: • The plan pays coinsurance of 100% in-network; 70% out- $1,000 Deductible Plan of-network • Primary Care Physician and Specialist office visit 100% • In-network and out-of-network benefits • $1,000 Individual ($3,000 out-of-network); $3,000 Family after deductible (70% after deductible in out-of-network) • Emergency Room in-network or out-of-network, ($9,000 out-of-network) deductible • The plan pays coinsurance of 80% in-network; 60% out- deductible applies, then 100% reimbursement • More detailed information on Health Savings Accounts of-network • Primary Care Physician office visit, $25 copay; Specialist (HSAs) is provided on page 7 of this guide office visit $50 copay (PCP office visit and Specialist office visit is 60% after deductible for out-of-network benefits) • Emergency Room copay of $200 for in and out-of-network access (waived if admitted) $750 Deductible Plan • In-network and out-of-network benefits • $750 Individual ($3,000 out-of-network); $2,250 Family ($6,000 out-of-network) deductible • The plan pays coinsurance of 100% in-network; 60% out- of-network • Primary Care Physician office visit, $20 copay; Specialist office visit deductible + $40 copay (PCP office visit and Specialist office visit is 60% after deductible for out-of-network benefits) • Emergency Room deductible + copay of $150 for in and out-of-network access (waived if admitted) Semi-monthly Payroll Deduction $1,000 Deductible Plan $750 Deductible Plan HSA QHP Plan $1,000 Company HSA Contribution Wellness Program Non-participant Wellness Program Non-participant Wellness Program Non-participant Participant $97.43 Participant Participant $50.00 Employee $75.00 $126.00 $2.50 $40.59 Employee + Spouse Employee + Child(ren) $483.50 $530.93 $494.99 $545.99 $241.15 $279.24 Family $375.08 $422.56 $389.99 $440.99 $181.49 $219.58 3 $736.34 $783.77 $739.95 $790.95 $380.33 $418.42

Anthem Blue Cross Blue Shield of Georgia $1,000 Deductible Plan $750 Deductible Plan HSA QHP Plan $1,000 Company HSA Contribution Plan Attribute In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network Calendar Year Deductible (Embedded Deductible & $1,000/Single $3,000/Single $750/Single $3,000/Single $3,100/Single $11,200/Single OOP)* $3,000/Family $9,000/Family $2,250/Family $6,000/Family $3,100/Family $22,400/Family Coinsurance 80% 60% 100% 60% 100% 70% Out-of-Pocket $6,350/Single $9,000/Single $6,350/Single $12,350/Single $3,100/Single $22,400/Single Calendar Year Maximum $12,700/Family $27,000/Family $12,700/Family $24,700 Family $3,100/Family $44,800/Family (Includes Deductible, Coinsurance, and Medical & $25 Copay Deductible Applies; $20 Copay Deductible Applies; Deductible Applies; Deductible Applies; RX Copays) $50 Copay Plan pays 60% Deductible + Plan pays 60% Plan pays 100% Plan pays 70% $40 Copay Physician Services 100% Deductible Applies; 100% Plan pays 100% Office Visit 100% Specialists Routine Physicals Inpatient Hospital Services Facility & Physician Services Deductible Applies; Deductible Applies; Deductible Applies; Deductible Applies; Deductible Applies; Deductible Applies; Plan pays 80% Plan pays 60% Plan pays 100% Plan pays 60% Plan pays 100% Plan pays 70% Outpatient Hospital Services Deductible Applies; Deductible Applies; Deductible Applies; Plan pays 60% Plan pays 100% Plan pays 70% Facility & Physician Services Deductible Applies; Deductible Applies; Deductible Applies; Plan pays 80% Plan pays 100% Plan pays 60% Deductible Applies; Deductible Applies; Plan pays 100% Plan pays 100% Emergency Care $200 copay (waived if admitted) Deductible + $150 Copay (copay waived if admitted) Deductible Applies; Deductible Applies; Plan pays 100% Plan pays 70% Urgent Care $75 Copay Deductible Applies; Deductible + Deductible Applies; Maternity Plan pays 60% $75 Copay Plan pays 60% Deductible Applies; Deductible Applies; Physician Services Plan pays 100% Plan pays 70% Hospital $50 Copay Deductible Applies; $250 Copay Deductible Applies; (first visit only) Plan pays 60% (first visit only) Plan pays 60% Deductible Applies; Deductible Applies; Deductible Applies; Plan pays 100% Plan pays 70% Same as Deductible Applies; Plan pays 100% Deductible Applies; Inpatient Hospital Plan pays 60% Plan pays 60% Prescription Drugs 30 Day Supply $15 copay $10 copay Deductible Applies; Tier 1 (Generic) $30 copay Deductible + $30 copay Plan pays 100% Tier 2 (Brand) $60 copay Deductible + $60 copay Tier 3 (Non-preferred) 10% up to $2,500 per year Deductible + $100 copay Deductible Applies; Tier 4 (Specialty) Plan pays 100% Deductible Applies; Plan pays 100% Deductible Applies; Plan pays 100% Mail Order (90 Days) $30 copay $20 copay Deductible Applies; Tier 1 (Generic) $60 copay Deductible + $60 copay Plan pays 100% Tier 2 (Brand) $120 copay Deductible + $120 copay Tier 3 (Non-preferred) 10% up to $2,500 per year 10% up to $2,500 max Deductible Applies; Tier 4 (Specialty) (30 day only) Plan pays 100% Deductible Applies; Plan pays 100% Deductible Applies; Plan pays 100% * Embedded Deductible – after each eligible family member meets his or her individual deductible, covered expenses for that family member will be paid based on the level specified by the plan. Or, after the family deductible has been met, covered expenses for each eligible family member will be paid based on the coinsurance level specified by the plan. 4

WELLNESS PLAN TELEMEDICINE WITH TELADOC Your health and well-being are important. We have, Available to all employees who are enrolled in one of our therefore, partnered with Corporate Health Partners (CHP), a medical plans, you will have 24/7/365 access to board-certified professional, third-party wellness organization to help you reach physicians by phone or email through Teladoc, the largest tele- your top health and wellness potential. We have designed a health provider in the nation. customized wellness program that will be a valuable addition to your employee benefits program. There is no waiting or appointment necessary. The company funds the cost of this benefit fully. As a participant in one of 70% of disease is preventable! our medical plans, you may enroll up to five dependents with Teladoc whether they are covered by our medical plan or not. Our Wellness Program will help you identify and manage any (This benefit is available to part-time employees for a fee.) health risks that may lead to chronic disease. Lowering your health risks can save money for you and our company. Some of the most commonly treated conditions include: Your Steps to Wellness • Colds and flu • Upset stomach • Health Risk Assessment and Health Screenings • Allergies • Sinus congestion о Employees participating in our Wellness Program will • Bronchitis • Back problems complete an online Health Risk Assessment (HRA), • Arthritic pain • Muscle or joint pain о participate in an onsite Health Screening, • Sore throat о and meet with a CHP Health Coach to assess risk factors that drive chronic disease. Virtual Care, Anywhere 24/7/365 Access to Board Certified Doctors and Therapists • Personal Health Coaching о Attend private coaching sessions with a CHP Health Skip the Waiting Room Coach to set goals and create a custom plan for a Speak to a Doctor 24/7. Anytime, Anywhere healthier YOU! Feel Better Fast • Challenges, Competitions & Healthy Breaks Teladoc doctors can send prescriptions directly to о Challenges and competitions will be organized to motivate and reward participation. the nearest pharmacy о Educational sessions covering a variety of topics such as Stress Management, Tobacco Cessation, Fitness, Great Doctors, Great Results and Nutrition Basics will also be available. U.S. Board Certified doctors & pediatricians with • Incentive for Participating an average of 15 years of experience о All employees who participate in our Wellness Program will receive a discount in your health care If you are enrolled in the HSA QHP Plan you will have a $55 premium. copay for Teladoc. If you are enrolled in one of our other medical plans, there is NO copay. Please remember to register yourself and your dependents with Teladoc if you have not already done so. Call 1.800.362.2667 or visit www.teladoc.com 5

DENTAL INSURANCE VISION BENEFIT The Company offers dental insurance through Anthem. This After the first 30 days of employment, the company will plan allows for in or out-of-network providers. By utilizing an reimburse all full-time employees up to $50 annually for their in-network dentist, however, your out-of-pocket cost for basic, vision-related expenses. These expenses include office visits, major and orthodontic services may be less. Therefore we lenses or frames. encourage you to obtain services from dental providers that participate in the network. HEALTH SAVINGS ACCOUNT (HSA) To find providers in the Anthem dental network, go to anthem.com. Click on “Find a Dentist” and enter “Dental Our Qualified Health Plan (QHP) is used in conjunction with Complete” as My Network. an HSA and is designed to give you more control over how you manage your health care expenses. As long as you are Anthem Dental Plan enrolled in a QHP, you may continue to contribute money into your HSA, pre-tax, up to the maximum IRS limit. This money Plan Attribute In-Network Benefits can be used to pay for eligible expenses including deductibles, coinsurance, prescription drugs, dental and vision expenses, Annual Deductible etc. If you select the QHP Plan, the company will fund $1,000 to Individual $50 your Health Savings Account for 2022. You must open an HSA account to receive the $1,000 employer contribution. Family $150 The HSA bank will transition from PNC to BMO Harris March 31, 2022. If you need to open an HSA account, please see HR Deductible Applies To Basic & Major for an enrollment form. Calendar Year Maximum $1,500 Preventive Services For 2022 the maximum IRS limits you may deposit to your HSA account are: Cleaning - 2 treatments per year X-rays - Bitewings & Full Mouth No Deductible 2022 IRS The Company 2022 Balance You Fluoride Treatments for Children 100% Reimbursement Annual Limit Contribution May Contribute Basic Services Employee Only $1,000 $2,650 $3,650 Fillings Deductible Applies; All Other Tiers $1,000 $6,300 Simple Extractions 80% Reimbursement $7,300 Endodontics Periodontics Age 55+ Catch Up N/A $1,000 Major Services $1,000 Crowns Deductible Applies; Benefits of Health Savings Accounts: Bridges 50% Reimbursement Dentures 50% Reimbursement - Deductible Waived; • Triple Tax Savings: (1) pre-tax deferrals from your $1,500 Lifetime Maximum paycheck; (2) tax-free earnings through optional Orthodontia investments; and, (3) tax-free withdrawals for qualified expenses. Semi-monthly Payroll Deduction • The money in your account is your money. You may take Employee $0.00 it with you if you change employers, health plans or retire. Employee + Spouse $18.62 Employee + Child(ren) $21.81 • The funds roll over year to year; there is NO “use it or Family $45.01 lose it” rule. • Funds can also be used for dental and vision expenses. • Funds can be used for dependent medical expenses even if the dependent is not covered under your health plan. • Once you qualify for Medicare (A&B), the funds can be used to pay the premium on your Medicare supplemental coverage. Once you have secured Medicare, however, you may no longer contribute to your HSA. 6

FLEXIBLE SPENDING ACCOUNTS (FSAS) HEALTHCARE FSA We offer three types of Flexible Spending Accounts (FSAs): You may contribute up to $2,850 as the maximum amount to your Healthcare FSA for 2022. Calculate carefully what you • Healthcare FSA (not available to those participating in an desire to have withheld pre-tax from your paycheck each pay HSA) period. Once determined, this amount cannot be changed, unless you have a qualifying family status change. Eligible • Dependent Care FSA expenses include: • Limited Purpose FSA (available to those participating in • Prescription Drugs an HSA) • Chiropractors • Hearing Aids You do not have to be enrolled in any of the health plans to • Vision Expenses participate in any of the FSA programs. If you are participating • Dental & Orthodontic Charges in a Health Savings Account (HSA; details on page 6), you • Copays, deductibles and coinsurance may not use your FSA funds for medical services. You may, • Qualified over-the-counter drugs however, participate in a Dependent Care FSA and/or a Limited Purpose Healthcare FSA whereby only dental and vision DEPENDENT CARE FSA eligible expenses are reimbursed, no healthcare expenses are reimbursed. • You may contribute up to $5,000 to your Dependent Care FSA if you are single or married filing jointly. If married The plan year runs for a 12-month period from January 1, 2022 filing individually for tax purposes the maximum amount is ending December 31, 2022, with a runout period thru March $2,500. 15, 2023. The runout period allows you to use your unused funds to pay for expenses incurred in the new plan year. Make • Eligible dependents include children under the age of 13 sure you plan carefully; if you do not use all funds by the end who are claimed as a dependent for tax purposes and a of the runout period, funds will be forfeited. You will have until disabled spouse or child of any age. Eligible dependent June 15, 2022, to submit any claims incurred in 2021. care expenses for eligible dependents include day care, after school programs, and day camp. 7

LIMITED PURPOSE FSA BASIC LIFE INSURANCE A Limited Purpose FSA is provided for those contributing to an All benefit-eligible employees have life insurance and accidental HSA. This Limited Purpose FSA can only be used to pay for death and dismemberment coverage paid for by the company eligible out-of-pocket dental and vision expenses. in the amount of one times your annual salary to a maximum Please visit irs.gov for a complete listing of eligible health and amount of $50,000. dependent care expenses. In addition, your spouse is automatically covered for $5,000 LIFE & DISABILITY INSURANCE and your dependent child(ren) over six months to age 19 without proof of full-time student status (age 26 with proof of The company provides the following benefits at no cost to full-time student status), are insured for $2,000 per child. employees who are working 30 hours or more per week. Please make sure your beneficiary designations are current • Basic Life /Accidental Death & Dismemberment and up to date. You can confirm your designations in Paycom. о Employee о Spouse VOLUNTARY LIFE & AD&D о Children over age 6 months Enrollment in the supplemental life program is purely voluntary • Short-term Disability and will be funded by you through after-tax payroll deductions. • Long-term Disability Evidence of insurability is required for those who have declined You will also have the opportunity to purchase additional life coverage in the past or are a late entrant. Any coverage insurance for you, your spouse and/or your dependent children. requiring evidence of insurability will not become effective until approved by Anthem. Once approved by Anthem, your elections will occur the first payroll cycle after your approval date. You must purchase employee supplemental coverage in order to purchase coverage for your spouse and/or dependent. • Employee Supplemental Coverage о If you are currently enrolled in supplemental life insurance, you have the option of increasing your coverage without evidence of insurability up to the Guaranteed Issue Amount of $100,000. о Employees may purchase voluntary life in increments of $1,000 up to a maximum of five times your base earnings to $500,000 with evidence of insurability. • Voluntary Spouse Life Insurance о You may elect coverage for your spouse in increments of $1,000, not to exceed 100% of the Employee Supplemental Life, up to $500,000. • Voluntary Dependent Life Insurance о Employees may purchase $10,000 of coverage for each of your dependent children. Note: The basic and voluntary life amounts will reduce by 35% at age 65 and 50% at age 70. 8

SHORT-TERM & LONG-TERM DISABILITY A disabling injury or illness that keeps you out of work could have a devastating impact on your income, jeopardizing your ability to cover normal household expenses. To supplement your income if time away from work due to a non-occupational injury, illness or maternity leave is necessary, your company provides Short-term Disability (STD) & Long-term Disability (LTD) through Anthem Blue Cross Blue Shield for our employees. With regard to your STD & LTD, you will have a Tax Choice Disability Benefit which will determine how a disability claim is taxed: 1) If your employer pays 100% of the premium, the disability benefit paid to you will be taxed as income; 2) If the premiums your employer pays are taxed as income, the disability benefit paid to you will not be taxed. SHORT-TERM DISABILITY BENEFITS • Provides a weekly benefit of 60% of your base earnings to a maximum weekly benefit of $1,000 • The benefit will begin to pay after an elimination period of 14 days for accident or illness • The benefit will pay for 24 weeks and if continued disability will dovetail into Long-term disability LONG-TERM DISABILITY BENEFITS • Provides a monthly benefit of 60% of your monthly base earnings to a maximum monthly benefit of $15,000 • The benefit will begin to pay after an elimination period of 180 days for accident or illness • If totally disabled, the benefit will pay to Social Security normal retirement age 9

EMPLOYEE ASSISTANCE PROGRAM (EAP) VOLUNTARY WORK SITE BENEFITS Sometimes life throws you a curve ball and you/your family may The company gives you access to a number of voluntary not know where to turn for help or guidance. The company is benefits through Aflac. pleased to provide to all employees, Resource Advisor. With Resource Advisor you will have access to a counselor, a lawyer • Critical Care and Protection and a financial consultant on call whenever a need arises. • Accident Plan • AFLAC Cancer Plan COUNSELING For further information please contact: You and your family can speak with a counselor at any time or Brad Hulsey set up a face-to-face or online counseling session with a local Aflac Benefits Consultant licensed professional such as a psychologist or social worker. (404) 391-2185 You and your family members can get up to three counseling [email protected] sessions for each concern like job stress or family issues. LEGAL You can get a consultation with an attorney at no charge by calling the toll free number. If you would like to meet with an attorney in person, the legal consultant can set up an appointment and you can even receive a discount on the visit. In addition, Resource Advisor provides an interactive tool that will guide you through questions and help you design a will to fit your desires. Resource Advisor also has an online library of over 100 legal forms to help in situations like creating a power of attorney or bill of sale. FINANCIAL PLANNING Resource Advisor can set up one-on-one financial counseling with a certified professional financial planner and assist you with planning for retirement, saving for college and more. IDENTITY THEFT VICTIM RECOVERY If your ID is stolen, you can contact a fraud resolution specialist who will be your personal advocate for one year to work with creditors, collection agencies and credit reporting agencies. Identity fraud and recovery services are unlimited. No matter how many times your ID is compromised, you can receive credit report reviews and place fraud alerts on credit reports with the help and guidance of Resource Advisor. LIFE ISSUES Resource Advisor is also ready to help you cope with different parts of life you may be facing – parenting, aging, work/life balance, health living, child care, grief etc. Contact ResourceAdvisor by calling 1.888.209-7840 and ask for Resource Advisor or go to www.resourceadvisor.anthem.com. Log in with the program name: AnthemResourceAdvisor. 10

CARRIER CONTACT INFORMATION FOR EMPLOYEES Benefit Group, Client Telephone Web Site or or Plan Number Number Email Address Medical GA8789 855.397.9267 anthem.com Traditional POS Plan GA8789 877.812.9777 anthem.com Anthem 800.523.7542 medcom.healthcareportal.com HSA Plan Anthem 800.835.2362 teladoc.com Health Savings Account HSA N/A Telemedicine Teladoc N/A Dental Anthem Flexible Spending Account AmeriComp N/A 800.868.0196 mywealthcareonline.com/abi/ 800.232.0113 [email protected] Short-term & Long-term Disability Anthem BCBS GA8789 Life Insurance Anthem Employee Assistance Program Resource Advisor N/A 888.209.7840 resourceadvisor.antem.com 404.391.2185 [email protected] Voluntary Benefits 800.837.0650 [email protected] Aflac N/A Insurance Consultant The Benefit Company N/A Cindy Rhodes N/A 678.904.9306 [email protected] Kathy Sigmon N/A 678.904.9328 [email protected] Cathy Jackson N/A 678.904.9350 [email protected] Helpful Apps for Our Employees Teladoc Blue Cross Blue Shield of Georgia GoodRx Updated: November 10, 2021 4:51 PM