Jonathan Group 2022-2023 Union Benefits Guide - English

Plan Year: Jonathan GroupJanuary 1, 2023 - December 31, 2023 2023 Union Employee Benefits Guide

Table of Contents 3 4 BerniePortal Login Instructions 4 Available Benefits 4 Eligibility 5 Pre-Tax Section 125 6-7 Qualifying Life Event 8 Medical Benefits 9 Your Benefits Through Loomis Company 10 Teledoc 11 Health Reimbursement Account (HRA) 11 Flexible Spending Account (FSA) 12 Dependent Care Account (DCA) 13 Dental Benefits 13 Loss of Income 13 Group Life and AD&D 14 Supplemental Life and AD&D 15 Optional Benefits 16 Employee Resources 17 Glossary of Health Care Terms Annual Disclosure Notices This Benefit Guide contains highlights of the Jonathan Group Benefits Program. For more information, refer to the Summary Plan Descriptions for the Welfare Plan, which are available through the Human Resources Department. The official and controlling provisions of the Plans are contained in the Plan Documents, which include the master policies with insurance Providers. Should there be a conflict between this guide and the Plan Documents; the Plan Documents will be the final authority. The Plans are administered by Jonathan Group which has discretionary authority to interpret and apply the Plans’ provisions and make the rules necessary for their day-to-day operation. The content provided in this booklet has been prepared for informational and educational purposes only and is not intended to provide investment, legal, or tax advice. Jonathan Group 2

How to Enroll in BerniePortal How do I login? 1. A BerniePortal account has been created for you! 2. You will login at www.bernieportal.com/en/login with the following credentials: a. Username: Your email address: email used for paycom. b. Password: This will be the last 4 digits of your Social and the two digits of your birth month. • E.g.: Last 4 digits of Social is \"1234\" and birth month is June; password is \"123406.\" What do I do next? 1. Verify your information on the Personal Information screen when you login. 2. Enroll in benefits. a. List your spouse and dependents (if applicable). b. If you don’t know one of their Socials use “111-11-1111.” c. Elect or waive each coverage: health, dental, & vision. d. Confirm your elections, sign with your mouse & select “I Agree.\" 3. You’re finished! You can login to your BerniePortal account anytime to view your elections. 3 Tips for electing benefits 1. Use the sidebar on the left to navigate among the benefit types. 2. Use the cart on the right to budget your elections. 3. Use the sidebar on the left if you need to review/ adjust your elections. Forgot your password? www.BerniePortal.com 1. Go to www.bernieportal.com 2. Click Login 3. Click Forgot Password 4. Type in email address 5. Submit 3

Overview At Jonathan Group, our employees are our most important asset. We understand how critical it is for employees to have a flexible and comprehensive benefits program - one that can fit different stages of life. You can choose the plans that best suit your individual needs, taking into consideration the benefits that are most important to you and your family. We encourage you to review each section and to discuss your benefit options with your family members. Available Benefit Programs:  Medical & Prescription Coverage  Life Insurance and AD&D  Dental Coverage  Supplemental Life Insurance and AD&D  Health Reimbursement Account (HRA)  Accident Coverage  Flexible Spending Account (FSA)  Critical Illness Coverage  Dependent Care Account (DCA)  Identity Protection Coverage  Loss of Income Coverage Eligibility Employees Regular full-time hourly employees and probationary employees who have completed two (2) months of service and have worked a minimum of forty (40) working days, and spouse if not legally separated from the employee and children. Employees should reference the Plan documents for further information regarding eligibility. Dependents A dependent is defined as the legal spouse and/or dependent child(ren) of the employee or the spouse. The term “child” includes any of the following: • A natural child • A step child • A child for whom legal guardianship has been awarded to the employee or the employee’s spouse. Dependent children may be covered, under the Jonathan Group plan(s), until the end of the month in which they reach the age of 26 (regardless of student status). Pre-tax Benefits: Section 125 Jonathan Group allows employees to deduct medical and dental premiums on a pre-tax basis. This means you do not pay federal, state, or Social Security and Medicare (FICA) taxes on your premiums, thereby reducing your taxable income. Employees may opt-out of having premiums deducted on a pre-tax basis, please see your plan administrator for details. Jonathan Group 4

Overview Qualifying Life Event Please keep in mind that benefit elections and their payroll deductions cannot be changed until the next Open Enrollment period unless you, your spouse or your dependent child(ren) experience an IRS-defined Qualifying Life Event. Qualifying Life Events include: • Eligibility for Medicare or Medicaid • Marriage • Special Enrollment Right • Divorce • Birth or adoption of a child • Significant change in the cost of coverage for you or • Death of spouse or child your spouse attributable to your spouse’s employment • Change in employment of spouse • Loss of coverage with a spouse • Loss of dependent status • Changing from full-time to part-time employment or from part-time to full-time employment • Court Order You are responsible to notify the Human Resources Department within 30 days of your Qualifying Life Event (QLE). The QLE will NOT be processed until all documentation supporting the change is submitted to HR. If outside the 30 day window there is NO guarantee the carrier will approve. 5 Jonathan Group

Medical Loomis is the exclusive medical healthcare provider for the Jonathan Group medical plan. The plans offered include: • HRA Health Plan - You may receive care and services from network and out-of-network providers and facilities, but staying in the network can help lower your costs. This option allows you to participate in the HRA. There is no additional cost to you for seeing a network provider for preventive care. Plan Year Deductible: The deductible is a specified dollar amount that you must pay for certain covered services per plan year. There are individual and family deductibles depending on your coverage tier selection, which must be met before your plan will pay for certain services. Once your deductible is met, some services may only require a copay. Plan Year Out-of-Pocket Maximum: The plan year out-of-pocket maximum is the amount of covered expenses - including deductible, coinsurance, and copayments - that must be paid by you, either individually or combined as a covered family. Once the out-of-pocket maximum for the relevant coverage tier (individual or family) is met, covered services that would require a copayment or coinsurance will be covered by Loomis in full. There are separate out-of-pocket maximums for In-Network services and Out-of-Network services. 6

Medical In-Network HRA Health Plan Plan Option Out-of-Network Plan Feature Contract Year Deductible $1,500 / $3,000 $2,500 / $5,000 (Individual/Family) Out-of-Pocket Maximum $3,000 / $6,000 $6,000 / $12,000 (Individual/Family) Office Visits Deductible, then 10% coinsurance Deductible, then 40% coinsurance Primary Care Physician Deductible, then 10% coinsurance Deductible, then 40% coinsurance Specialist $0 copay Deductible, then $0 copay Routine Wellness Visits Deductible, then 10% coinsurance Deductible, then 40% coinsurance Services Deductible, then 10% coinsurance Deductible, then 40% coinsurance Outpatient Lab Testing Deductible, then 10% coinsurance Deductible, then 40% coinsurance Deductible, then 10% coinsurance Deductible, then 40% coinsurance X-rays Complex Imaging Deductible, then 10% coinsurance Deductible, then 40% coinsurance (MRI, PET, CT) Office Surgery Deductible, then 10% coinsurance Deductible, then 10% coinsurance Hospitalization Deductible, then 10% coinsurance Deductible, then 40% coinsurance Inpatient Care Deductible, then 10% coinsurance Deductible, then 10% coinsurance Emergency Services Emergency Room Visit Deductible, then 10% coinsurance Deductible, then 40% coinsurance Urgent Care Deductible, then 10% coinsurance Deductible, then 40% coinsurance 30-day Supply Mail Order (60-day supply) Ambulance $10 copay $20 copay Mental Health $30 copay $60 copay Office Visits $60 copay $120 copay Outpatient Therapy Habilitative 7 Prescription Drug Generic Rx Preferred Brand Rx Non-preferred Brand Rx

Your Benefits through Loomis Medical Only Download the free Loomis Mobile Benefits App today! 8

Teladoc Through the Teladoc program, phone and video consultations with doctors are available 24/7 at no cost to employees. The Teladoc national provider network includes board certified doctors who can diagnose, recommend treatment, and prescribe medication for many medical issues including cold and flu symptoms, bronchitis, respiratory infections, allergies, ear or sinus infections and more. Teladoc gives you access 24 hours, 7 days a week to a U.S. board-certified doctor through the convenience of phone, video or mobile app visits. It's an affordable option for quality medical care. 123 GET THE CARE YOU NEED Talk to a doctor Receive quality Prompt treatment, Teladoc doctors can treat many anytime, anywhere care via phone, video talk to a doctor in minutes medical conditions, including: you happen to be or mobile app 6 • Cold & flu symptoms 4 • Allergies 5 • Pink Eye • Respiratory infection • Sinus problems • Skin problems • And more! A network of doctors Prescriptions sent to Teladoc is less With your consent, Teladoc is that can treat every pharmacy of choice if expensive than the happy to provide information member of the family medically necessary ER or urgent care about your Teladoc visit to your primary care physician 1 Online: 2 3 Go to Teladoc.com and click \"set up account\". SET UP YOUR Mobile app: PROVIDE MEDICAL REQUEST A CONSULT ACCOUNT Download the app and HISTORY click \"Activate account\". Once your account is set up, Set up your account by phone, Visit teladoc.com/mobile Your medical history request a consult anytime web or mobile app. to download the app. provides Teladoc doctors you need care. And talk to with the information they a doctor by phone, web Call Teladoc: need to make an accurate or mobile app. Teladoc can help you diagnosis. register your account over the phone. Talk to a doctor anytime for $40 or less! Teladoc.com/aetna 1-855-Teladoc (835-2362) 9

Health Reimbursement Account Health Reimbursement Account (HRA) Jonathan Group will reimburse you a portion of your deductible through a special account called a Health Reimbursement Arrangement or HRA. The HRA reimburses for medical expenses only, and may not be applied to dental, vision, hearing, or prescription drug costs. For the 2023 plan year, Jonathan Group will reimburse the first $500 ($650 for employees electing coverage for one dependent, and $900 for employees electing coverage for two or more dependents) toward the plan year deductible. HRA Reimbursement Amounts $500 Employee Only $650 Employee and One Dependents $900 Employee and Two or More Dependents How does the HRA work? 1. You will receive a debit card in the mail. It is called a Benny Card. 2. You can use your Benny Card to pay your claim at the time of service. 3. After you use your Benny card to pay your bill, go to your account under Loomisco.com and print a copy of the claim for that date of service. Submit the claim to the Benny Card website. It is needed to prove the claim was for a covered medical expense. 10

Flexible Spending Account Flexible Spending Account (FSA) ▪ A FSA account allows you to use your pre-taxed money to pay out of pocket medical expenses including dental, vision and some over-the-counter medication. ▪ Any money you put in the FSA will not be subject to Social Security Tax, Medicare Tax, State Tax or Federal Tax (You get to use tax-free money to pay your medical expenses). ▪ You can put up to $3050 in the FSA for 2023. If you have money left at the end of the year, you can rollover up to $610. If you have a balance over $610 at the end of the year, you will forfeit the money. That is why it is important to be accurate when estimating what your out-of-pocket expenses are. How do I use my FSA? 1. When you sign up for the FSA, you will receive a Debit Card (called a Benny Card). 2. You can use the Benny Card to pay your bill at the time of service, or when you get the bill from the provider. 3. You may need to provide a document to Loomis’s Flex Benefit Department to show your claim was eligible for FSA reimbursement. This is required by the IRS. a. Go to your personal account at www.loomisco.com. b. Print a copy of your claim (called an Explanation of Benefits or EOB). c. Submit the EOB to the Flex Department at Loomisco through one of the following ways: 1. Online at https://loomisco.1h1ondemand.com 2. Email [email protected] 3. Mail The Loomis Company, Flexible Benefit Administration, P.O. Box 7011, Wyomissing, PA What if I have an HRA and FSA? You use the same debit card (Benny Card) for both. When you submit a claim, Loomis will always look to see if it is eligible to be reimbursed by your HRA account first. If the expense is not eligible to be reimbursed by the HRA or you have used up all your HRA funds, it will then reim- burse your claim through the FSA. Dependent Care Account (DCA) Jonathan Group offers a plan which allows for a maximum dependent care reimbursement per household of $5,000 if you are single or if you are married and filing a joint return. A maximum dependent care reimbursement of $2,500 is allowed if you are married, filing separate tax returns (per IRS guidelines). The plan allows reimbursements for eligible daycare expenses for children age 12 and under, or for adult daycare expenses for a disabled spouse or IRS tax dependent. 11

Dental Dental insurance helps pay for all, or a portion, of the costs associated with dental care, from routine cleanings to root canals. You may choose to receive care and services from providers both inside and outside of the network. When you receive services from a dentist in our network, your costs may be lower. Network dentists agree to lower their fees for dental services and not charge you the difference. Visit www.Ameritas.com to find providers. Ameritas Dental Plan Preferred Provider Network In-Network Out-of-Network Deductible (Individual/Family) $50 / $150 $50 / $150 Annual Maximum $1,500 Class 1 Plan pays 100% Plan pays 100% Preventive & Diagnostic Deductible does not apply Deductible does not apply Class 2 Including: Exams, X-rays, Cleanings, Fluoride Treatments, Basic Restorative and Major Surgical Sealants, and Palliative Treatment Year 1: Plan pays 80% after Deductible Year 2: Plan pays 90% after Deductible Plan pays 80% after Deductible Year 3: Plan pays 100% after Deductible Including: Fillings, Simple Extractions, Endodontics, Periodontics, Oral Surgery, and General Anesthesia Class 3 Plan pays 50% after Deductible Plan pays 50% after Deductible Major Restorative Including: Inlays, Onlays, Crowns, Prosthetics, Implants, and Dentures Orthodontia Not Covered 12

Loss of Income Coverage & Life Loss of Income Coverage If an employee has an off-the-job accident or illness, and is under a doctor's care, he will be paid in accordance with the following schedule: Effective 10/01/21 WEEKLY BENEFIT Weekly Benefit 55% of the employee’s 40 hour straight time earnings excluding shift differential. Length of Benefit Maximum of 26 weeks Elimination Period Maximum weekly benefit 7 calendar days. The first working week’s benefits will be paid retroactive following a doctor’s statement, which is satisfactory to the Company, after the seventh calendar day of illness. $1,200 Life Insurance and AD&D Benefits The company provides life insurance and accidental death and dismemberment insurance coverage for employees per the following schedule: Basic AD&D Effective 10/01/2021 $39,000 $39,000 Effective 12/01/2022 $39,500 $39,500 Effective 12/01/2023 $40,000 $40,000 Effective 1/01/2024 $40,500 $40,500 Except where specifically stated otherwise, the Company pays the entire cost of \"Loss of Income\", \"Basic Life Insurance\" and \"AD&D\" benefits. A more detailed description of coverage and eligible expenses is provided in the Benefits plan materials that are available, upon request, from the Company. Supplemental Life and AD&D Benefits Employees may purchase supplemental life insurance for themselves, their spouse and/or their child(ren) according to the schedules below. Supplemental Life Spouse Life Child(ren) Age Monthly Rate per $1,000 Coverage Weekly Rate Coverage Weekly Rate Under 25 $0.05 $10,000 $0.40 $5,000 $0.11 25-29 $0.06 $25,000 $1.01 30-34 $0.09 $50,000 $2.02 $10,000 $0.23 35-39 $0.10 $100,000 $4.02 40-44 $0.11 45-49 $0.16 The spouse life insurance coverage amount cannot exceed the voluntary 50-54 $0.25 life amount elected by the employee. Maximum voluntary spousal life is 55-59 $0.46 $100,000. 60-64 $0.70 65-69 $1.37 Employees may purchase supplemental insurance in increments up to five 70+ $2.20 (5) times the basic life insurance amount up to $500,000, in each year of the Agreement. An Evidence of insurability (\"EOI\") may be required for Supplemental Life Insurance and Spouse Life Insurance. The Plan documents shall confirm at what level of benefits an EOI is required by the insurance company. 13

Optional Benefits OPTIONAL BENEFITS TO FURTHER PROTECT YOU AND YOUR FAMILY ACCIDENT POLICY ▪ Pays you a cash benefit if you are injured accidentally. ▪ Cash benefit amount is based on care you receive. ▪ Paid to you outside of your health insurance. ▪ Low and High Plan options available. ▪ Provides Accidental Death benefit up to $150,000. ▪ Purchase on yourself or family CRITICAL ILLNESS POLICY ▪ Pays a lump sum to you if you are diagnosed with a critical illness such as heart attack or cancer. ▪ Lump sum amount based on condition, with maximum benefit of $20,000. ▪ Paid outside of your health and/or disability insurance ▪ Covered dependents receive 50% of the basic benefit should they experience a critical illness at no additional cost. ▪ Spouses can be added to plan. ID THEFT PROTECTION ▪ Provided by Allstate Insurance ▪ Provides credit monitoring, monthly credit health scores, and annual credit reports. ▪ Monitors high risk transactions and dark web activity. ▪ Alerts you of questionable transactions and activity. ▪ ID Restoration Specialist will work with you to restore your ID and accounts. ▪ Up to $1,000,000 per year reimbursed. ▪ Purchase on yourself or family ? 1 in 6 Americans are impacted by an identity crime 14

Employee Resources Benefit Group Contact Phone Website/Email Number Number www.LoomisCo.com Medical FEMC Loomis (866) 414-1959 Teledoc - Teledoc (800) 835-2362 www.teledoc.com Dental 010-51326 Ameritas (800) 745-1112 www.ameritas.com www.LoomisCo.com Health FEMC Loomis (866) 414-1959 www.MutualofOmaha.com Reimbursement Account Flexible Spending Account Dependent Care Account Loss of Income G000AS87 Mutual of Omaha (800) 228-7104 Coverage Life and AD&D Accident - Allstate (800) 255-7828 www.allstate.com/voluntary- Critical Illness employee-benefits Identity Protection - Allstate (800) 789-2720 www.myaip.com - Jonathan Group HR - Sandy Miller (301) 797-5900 [email protected] Ext. 221 Blue Ridge Risk Partners Kimberly Banach (443) 574-1038 Kimberly.Banach@ BlueRidgeRiskPartners.com 15 Jonathan Group

Glossary of Health Care Terms Beneficiary The person you, as the policyholder, designate to receive the proceeds paid out by the insurance company for your Life and AD&D coverage. Carrier The insurance company COBRA (or State Continuation) is a governmental act that allows employees to COBRA / State Continuation continue paying for and receiving their insurance coverage for a specific length of time after losing eligibility. Coinsurance The percentage of costs of a covered health care service you pay after you have paid your deductible. Copay The dollar amount you can expect to pay for certain covered services, such as a doctor’s office visit. This amount may OR may not go towards satisfying your deductible amount. Deductible The initial amount of expenses an individual must pay before receiving benefits under a policy. Dependent Employee’s legal spouse, domestic partner, natural children, or court-ordered Eligible Employee children HIPAA HRA Employees who have met their waiting period requirements for insurance and are Short/Long-Term Disability working the specified number of hours. The Health Insurance Portability and Accountability Act provides federal legislation for protection of privacy, portability, and continuity of health insurance coverage. Health Reimbursement Arrangement—Employer-funded accounts to reimburse employees for IRS eligible incurred expenses; generally available for medical and prescription claims. Policy that protects an employee from loss of income in the event of being unable to work due to illness, injury, or accident for a specified period of time. Maximum Out-of-Pocket The financial ‘safety net’ which includes the deductible and co-insurance up to a Network specified amount before the plan pays 100% of claims. Primary Care Physician Qualified Life Event The listing of providers which have contracted to provide services to insureds at Waiting Period negotiated prices. A provider which delivers basic or general care with the intention to be the patient’s first level of contact for medical care. A Life change which results in an employee becoming eligible to enroll or change benefits for themselves or eligible dependents. The period of time an employee is required to work prior to becoming eligible for benefits. Jonathan Group 16

Annual Disclosure Notices COBRA Notice of Privacy Practices Act (HIPAA) Under the Consolidated Omnibus Budget Reconciliation Act (COBRA) of For purposes of the health benefits offered under the Plan, the Plan uses and 1985, COBRA qualified beneficiaries (QBs) generally are eligible for group discloses health information about you and any covered dependents only as coverage during a maximum of 18 months for qualifying events due to needed to administer the Plan. To protect the privacy of health information, employment termination or reduction of hours of work. Certain qualifying access to your health information is limited to such purposes. The health plan events, or a second qualifying event during the initial period of coverage, options offered under the Plan will comply with the applicable health information may permit a beneficiary to receive a maximum of 36 months of coverage. privacy requirements of federal Regulations issued by the Department of Health and Human Services. The Plan’s privacy policies are described in more detail in COBRA coverage is not extended for those terminated for gross the Plan’s Notice of Health Information Privacy Practices or Privacy Notice. Plan misconduct. Upon termination, or other COBRA qualifying event, the former participants in company-sponsored health and welfare benefit plan are reminded employee and any other QBs will receive COBRA enrollment information. that the employer’s Notice of Privacy Practices may be obtained by submitting a written request to the Human Resources Department. For any insured health Qualifying events for employees include voluntary/involuntary termination of coverage, the insurance issuer is responsible for providing its own Privacy employment, and the reduction in the number of hours of employment. Notice, so you should contact the insurer if you need a copy of the insurer’s Qualifying events for spouses/domestic partners or dependent children Privacy Notice. include those events above, as well as the covered employee becoming entitled to Medicare; divorce or legal separation of the covered employee; Newborns’ and Mothers’ Health Protection Act death of the covered employee; and the loss of dependent status under the plan rules. If a QB chooses to continue group benefits under COBRA, they must Group health plans and health issuers generally may not, under federal law, complete an enrollment form and return it to the Plan Administrator with the restrict benefits for any hospital length of stay in connection with childbirth for the appropriate premium due. Upon receipt of premium payment and mother or newborn child to less than 48 hours following a vaginal delivery, or less enrollment form, the coverage will be reinstated. Thereafter, premiums are than 96 hours following a cesarean section. However, federal law generally does due on the 1st of the month. If premium payments are not received in a not prohibit the mother’s or newborn’s attending provider, after consulting with timely manner, Federal law stipulates that your coverage will be cancelled the mother, from discharging the mother or her newborn earlier than 48 hours (or after a 30-day grace period. If you have any questions about COBRA or the 96 hours as applicable). In any case, plans and issuers may not, under federal Plan, please contact the Plan Administrator. law, require that a provider obtain authorization from the plan or issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours if applicable). Women’s Health and Cancer Rights Act (WHCRA) The Women’s Health and Cancer Rights Act (WHCRA) provides protections Premium Assistance Under Medicaid & the Children’s for individuals who elect breast reconstruction after a mastectomy. Under Health Insurance Program (CHIP) WHCRA, group health plans offering mastectomy coverage must also provide coverage for certain services relating to the mastectomy, in a If you or your children are eligible for Medicaid or CHIP and you’re eligible for manner determined in consultation with the attending physician and the health coverage from your employer, your state may have a premium assistance patient. Required coverage includes all stages of reconstruction of the program that can help pay for coverage, using funds from their Medicaid or CHIP breast on which the mastectomy was performed, surgery and reconstruction programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t of the other breast to produce a symmetrical appearance, prostheses, and be eligible for these premium assistance programs, but you may be able to buy treatment of physical complications of the mastectomy, including individual insurance coverage through the Health Insurance Marketplace. For lymphedema. Written notice about the availability of these mastectomy- more information, visit www.healthcare.gov. related benefits must be delivered to participants in a group health plan upon enrollment and then each year afterwards. If you or your dependents are already enrolled in Medicaid or CHIP, contact your State Medicaid or CHIP office to find out if premium assistance is available. Notice Regarding Special Enrollment If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these If you are waiving enrollment in the Medical plan for yourself or your programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW dependents (including your spouse/domestic partner) because of other or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your health insurance coverage, you may, in the future, be able to enroll yourself state if it has a program that might help you pay the premiums for an employer- or your dependents in the Medical plan, provided that you request sponsored plan. enrollment within 30 days after your other coverage ends. In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement If you or your dependents are eligible for premium assistance under Medicaid or for adoption, you may be able to enroll yourself and your dependents CHIP, as well as eligible under your employer plan, your employer must allow provided that you request enrollment within 30 days after the marriage, birth, you to enroll in your employer plan if you aren’t already enrolled. This is called a adoption, or placement for adoption. “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272). For a complete copy of the Children’s Health Insurance Program (CHIP) Notice, including contact information for resources in your state, visit: https://www.dol.gov/sites/default/ files/ebsa/laws-and-regulations/laws/chipra/model-notice.doc 17 Jonathan Group

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