2021-2022 BENEFITS GUIDEAGMs, RGMs, ASLs and Office Staff

CONTENTSELIGIBILITY/ENROLLMENT . . . . . . . . . . . . . . . . . . . . . . . . . . .1

MEDICAL COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

MEDICAL BENEFITS AT-A-GLANCE . . . . . . . . . . . . . . . . . . . . .3

HEALTH SAVINGS ACCOUNT (HSA) . . . . . . . . . . . . . . . . . . . .5

FLEXIBLE SPENDING ACCOUNTS (FSA) . . . . . . . . . . . . . . . . .6

DENTAL COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

VISION COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9

DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

ACCIDENT COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

CRITICAL ILLNESS INSURANCE . . . . . . . . . . . . . . . . . . . . . . .12

LIFE AND AD&D INSURANCE . . . . . . . . . . . . . . . . . . . . . . . .13

401(K) PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

ADDITIONAL BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

GETTING STARTED . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

CARRIER CONTACT INFORMATION . . . . . . . . . . . . . . . . . . .20

IMPORTANT NOTICES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21

WELCOMEWelcome to Border Foods! We at Border Foods know that our employees are our biggest asset so it is our goal to offer a complete benefits package that can properly meet your needs. The following pages will introduce you to Border Foods employee benefits, eligibility requirements, costs of coverage and how to enroll. We encourage you to read this guide in its entirety so you can make the choices that are right for you and your family.

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ELIGIBILITY / ENROLLMENT

Employees are eligible for coverage beginning on the 1st of the month following one (1) month in position unless noted otherwise. For example, if you are hired March 15, 2021 you would be eligible for benefits beginning May 1, 2021.

DependentsWhen you enroll in the Benefits Program, you may also cover your eligible dependents for medical, accident, dental, vision and life insurance.

Eligible dependents include your:

nLegal spouse (unmarried individuals and/or domestic partners are not eligible)

n Dependent Child(ren) n Medical, Dental and Vision coverage up to age 26 regardless of student status

n Other benefits up to age 19 or 26 (if a full-time student)

Changing Your Benefits During the YearYour benefit elections remain in effect for the entire plan year (April 1 – March 31), unless you have an IRS qualified life event (proof will be required). All changes as a result of a qualified life event must be made within 30 days of the event. Eligible qualified life events include the following:

n Legal marital status – any event that changes your legal marital status, including marriage, death of spouse, divorce, legal separation, or annulment.

n Number of dependents – any event that changes the number of your dependents, including birth, adoption, placement for adoption, divorce or death of a dependent, or assuming primary support of the child of an unmarried dependent child.

n Employment status – any event in which an eligible dependent gains or loses access to employer-sponsored coverage.

n Dependent status* – any event, due to age or similar circumstances, which causes your dependent to satisfy or cease to satisfy eligibility requirements under the plan which you receive coverage.

n Medicare or Medicaid eligible status – you or your spouse become Medicare or Medicaid eligible.*If at any time during the year your enrolled dependents no longer meet eligibility requirements, you must notify the Human Resources Department to remove the individual from coverage.

Accessing the benefits portal is simple!

Simply go to: www.borderfoods.bswift.com

Username: first initial of first name + full last name + month and day of birth (i.e. John Brown, born on January 26th,1984 would be “JBrown0126”)

Password: last four digits of your SSN

Please Note: On your initial log in you will be required to change your password for security purposes

ENROLLMENT REMINDERSYou must:

n Register within 30 days of date of hire/promotion:

n 401(k) www.ta-retirement.comn All other benefits www.borderfoods.bswift.com

n Enroll during the enrollment period or you will not have coverage until the next Open Enrollment time period, unless you have a Qualifying Life Event.

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High quality, affordable health care is a high priority for most people. That is why Border Foods is pleased to continue to offer you and your family two PPO plans – the Basic Plan and the Premium Plan through Medica.

Basic Plan – Health Savings Account (HSA) EligibleThe Basic plan has the lowest cost to you per pay period and the highest deductible. You must pay all expenses for services except as noted in the Medical Benefits At-A-Glance Chart (see page 4) until you meet the deductible. Once the deductible is met you will pay coinsurance for services in the amounts noted on the chart. If you choose the Basic Plan, you can open an HSA account, fund it with pre-tax contributions throughout the year and use that money to pay for qualified healthcare expenses. See page 6 for more details on the Health Savings Account.

Premium Plan – Flexible Spending Account (FSA) EligibleThe Premium plan offers a lower deductible but has a higher per pay period cost. If you choose this plan you are not eligible to open an HSA but you can open a Health Care Flexible Spending Account (FSA) to help you with meeting your deductible. You can make pre-tax contributions to this account to be set aside to pay for medical expenses including deductible, coinsurance, co-pays and IRS 213(d) expenses. See page 7 for more details on the Health Care FSA.

Bi-Weekly Medical Plan Cost ComparisonCoverage Basic Plan - HSA Eligible Premium Plan - FSA Eligible

Non-Tobacco Tobacco Non-Tobacco Tobacco

Employee Only (MN) $67.60 $101.40 $122.92 $184.38

Employee Only (IA, IL, MI, SD, WI & WY) $57.23 $101.40 $122.92 $184.38

Employee + 1$126.72 $190.08 $241.13 $361.69

Family $157.36 $236.05 $303.84 $455.76

* You will be subject to a $45.00 per pay period surcharge if your spouse has coverage available through another employer and you choose to enroll him/her in the Border Foods Plan. Documentation may be required if your spouse is not eligible for coverage elsewhere.

Please Note: Employee Only rates differ by state due to state specific regulations that Border Foods adheres to.

Network of ProvidersBoth plans offer considerable advantages when you use network providers. Besides the financial benefit of pre-negotiated rates, the network also provides reassurance about the level of care available. In addition, using the services of network providers eliminates the hassle of filing claim forms, since the providers take care of this. To find out if a certain doctor or hospital is a network provider, visit www.medica.com and click “Find Physician or Facility” then select “Medica Choice Passport with UnitedHealthcare Choice Plus” or call 1-800-952-3455.

MEDICAL COVERAGE - MEDICA

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MEDICAL BENEFITS AT-A-GLANCE

Coverage Basic Plan – HSA Eligible Premium Plan – FSA Eligible

Network Out-of-Network Network Out-of-Network

Deductible n Employee Only n Family

$3,500 $7,000

$7,000 $9,900

$1,250 $2,500

$2,500 $5,000

Out-of-Pocket Limit n Employee Only n Family

$6,350 $12,700

$12,700 $25,400

$6,350

$12,700

$12,700 $25,400

Routine Care n Preventive Care n Screening n Immunization

No charge 50% after deductible No charge 40% after deductible

Primary Care/ Specialist Visit n Illness or injury n Physical, speech, occupational therapy n Chiropractic Care**

20% after deductible 50% after deductible $30 co-pay 40% after deductible

Convenience Care n Retail Health Clinicsn Virtual Care

20% after deductible 50% after deductible $10 co-pay 40% after deductible

Emergency Care n Urgent Care n Emergency Room

20% after deductible 20% after deductible

20% after deductible 20% after deductible

$50 co-pay

20% after deductible

$50 co-pay

20% after deductible

Hospital and Outpatient Care n Facility Fee n Physician/Service Fees

20% after deductible 50% after deductible 20% after deductible 40% after deductible

Maternity Care n Prenatal n Postnatal n Delivery/Inpatient

No Charge

20% after deductible 20% after deductible

50% after deductible 50% after deductible 50% after deductible

No Charge No Charge

20% after deductible

40% after deductible 40% after deductible 40% after deductible

Mental/Behavioral Health Care n Outpatient n Inpatient

20% after deductible 20% after deductible

50% after deductible 50% after deductible

$30 co-pay 20% after deductible

40% after deductible 40% after deductible

Substance Abuse Care n Outpatient n Inpatient

20% after deductible 20% after deductible

50% after deductible 50% after deductible

$30 co-pay

20% after deductible

40% after deductible 40% after deductible

Prescription Co-pay/Coinsurance n Tier 1 n Tier 2 n Tier 3 n Specialty Tier 1&2

$15 co-pay after deductible* $25 co-pay after deductible* $50 co-pay after deductible 20% coinsurance after

deductible

50% or $50 co-pay after deductible

Not covered

$15 co-pay $25 co-pay $50 co-pay

20% coinsurance

Greater of 40% coinsurance or $50

co-pay after deductible Not covered

* No charge for preventive drugs listed on the approved list. Access the HSA Preventive Drug List at medica.com by typing “HSA Preventive Drug List” into the Search bar then select “Member: HSA Preferred Drug List for Exchange Members”. Preventive drugs are covered at 100% until you reach the deductible, then standard co-pay amounts will apply.

**Chiropractic visits are limited to a 15 visit annual max per member for out-of network chiropractic care.

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MEDICAL COVERAGE – MEDICA

Prescription Drug BenefitsIf you choose to elect medical coverage, you will receive prescription drug coverage through Medica’s pharmacy program. You can get prescription drugs filled through a network of retail pharmacies. Find out more about your pharmacy and prescription options. Go to mymedica.com, click on pharmacy information and select Medica Choice Passport. From there you can estimate drug costs and view preferred drug lists.

In an effort to help keep health care costs as low as possible, while still providing continued access to safe, affordable and effective prescription medication, effective January 1, 2020, Medica utilizes Express Scripts, Inc. as its pharmacy benefit manager.

Medications considered “specialty” drugs must be filled through an approved specialty pharmacy or there will be no coverage. Medica partners with Accredo to provide specialty pharmacy services. The Accredo clinical team offers one-on-one counseling and assistance as well as opportunities to engage through web, mobile, text, chat and email to make refilling medications as easy as possible. Specialty medications are conveniently delivered to members via FedEx or UPS. You can contact Accredo by phone at 1-877-ACCREDO (222-7336) or access their website: www.accredo.com.

Manage Your Health Online:Once you are enrolled in the medical plan, you can create an account at mymedica.com which will provide you access to:

n Look up your benefits information

n See your claims and explanations of benefits (EOBs)

n Search for doctors in your network

n Sign up to get your health plan documents delivered online

Virtuwell and AmwellThese virtual clinics can diagnose and treat over 40 common conditions, such as pink eye, ear infection and sinus infections, 24 hours a day, 7 days a week. Each visit is $49 or less*, depending on which medical plan you have. If they can’t treat you, you don’t pay! Prescriptions, if needed, can be sent to the pharmacy of your choice. Visit virtuwell.com or amwell.com whenever you need care.

* Virtual care providers must be in your plan’s network. Search for providers in your plan’s network at medica.com/members or call the number on the back of your Medica ID card. Amwell is available in every state. Virtuwell is not available in SD, WY, or IL.

My Health RewardsSM by MedicaEarn rewards for your healthy behaviors. My Health Rewards by Medica offers you the opportunity to earn up to $100 in gift cards to your favorite stores, restaurants and entertainment venues just by completing their web activities. Every 100 points earns a $20 gift card. The new Invest program is now available to employees enrolled in HSA. This innovative platform allows employees who meet monthly wellness goals related to sleep, nutrition, and activity to earn up to $75 per month (up to $900 per calendar year) Log in to mymedica.com and select the “Health and Wellness” tab to get started.

Fit ChoicesSM – MedicaEmployees enrolled in the Medica Medical Plan are eligible to receive savings at participating fitness facilities. Employees who work out 12 days or more in a calendar month will receive a $20 credit towards that month’s membership dues.

Visit www.medica.com/fitchoices for more information on the Fit Choices program and to find out if your health club is a participating facility.

How the HSA worksYou can open an HSA account and fund it with pre-tax contributions through bi-weekly payroll deductions throughout the year. You can then withdraw the funds tax-free to reimburse yourself for eligible expenses including deductibles, coinsurance and co-pays. After incurring a qualified expense and submitting any required documentation, you will receive reimbursement for this expense. WEX partners with Healthcare Bank for HSA purposes. Upon enrolling in the HSA, you can expect to receive a WEX HSA debit card as well.

You must enroll in the High Deductible Health Plan (Basic Plan) to be eligible to participate in the HSA. In addition, in order to be eligible to participate in an HSA, you cannot:

n Be claimed as a dependent on someone else’s tax return

n Have a spouse with a Health FSA that could reimburse your medical expenses

n Be enrolled in a government health plan, such as Medicare or Medicaid

You do not need to use all of the money you contributed to the account in any given year. Unused HSA funds will rollover from year to year so you can use it when you need it most. If you change jobs you can take the money with you.

HSA Annual Contribution Limits:Employee only coverage: $3,600

All other coverage levels: $7,200

Age 55+ catch up: $1,000

Employer ContributionsBorder contributes to HSAs for those employees that choose to actively participate and contribute to their HSA.

The annual employer contribution amounts are as follows:

Employee $340

Employee + 1 $560

Family $720

These amounts are posted to employees accounts on a quarterly basis (1st of the months of April, July, October and January). Please note: You will only be eligible for the quarterly contribution if you are an active employee at the start of each quarter and contributing to the HSA Plan.

HSA TAX ADVANTAGESn Employee contributions are tax-free reducing

your taxable income .

n Distributions of HSA funds are tax-free when used to cover qualified health care expenses.

n HSA balances grow tax free .

Learn more and manage your account at www.wexinc.com

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HEALTH SAVINGS ACCOUNT (HSA) – WEX

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A Flexible Spending Account (FSA) is a voluntary account that allows you to use pre-tax funds to pay for certain health care and dependent day care expenses as determined by IRS regulations. You can set up two separate accounts- one for qualified health care expenses and one for qualified dependent care expenses. The monies in one account cannot be used to satisfy expenses in the other account. WEX is the claims administrator for both FSA programs. You can not contribute to both a Health Care FSA and a HSA.

Your FSA ContributionsWhen you establish a Health Care and/or a Dependent Care FSA, you choose the annual amount you wish to contribute, up to certain plan limits. This amount is deducted from your paycheck in equal installments before Federal and Social Security taxes are withheld. If you experience a qualified life event, you are eligible to change your FSA election during the year.

Health Care Flexible Spending AccountYou may make a pre-tax contribution of up to $2,750 per year to your Health Care FSA. If you set up a Health Care FSA, you can be reimbursed for eligible expenses that you or your dependents incur after your effective date and during the plan year in which you participate. Examples of eligible health care expenses*, to the extent not covered by another plan, include:

n Copayments and deductibles not covered by medical or dental insurance

n Uninsured expenses, such as hearing aids, eyeglass, contact lenses and certain eye surgeries

n Orthodontia

n Diabetic supplies

n Smoking cessation programs

n Fertility services

* For a complete list of eligible and ineligible Health and Dependent Care FSA expenses visit www.IRS.gov and review Publications 213(d), 502, and 503. A list can be obtained from your local IRS office.

IMPORTANT REMINDERBe sure to calculate your FSA election carefully, as any unused funds in your account will be forfeited at the end of the plan year.

Please note: you may still submit eligible claims for reimbursement through the 2 1/2 month grace period (through June 15th, 2022) after the plan year ends.

FLEXIBLE SPENDING ACCOUNTS (FSA) – WEX

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Dependent Care Flexible Spending AccountIn the Dependent Care FSA, you may contribute up to $5,000 per year, per family household, on a pre-tax basis. This annual maximum applies to all contributions made by you and your spouse to a dependent care account. Therefore, if you are married and filing separately for federal income tax purposes, you may elect to contribute up to $2,500 per year.

Eligible DependentsYou can be reimbursed for dependent care expenses if they are necessary to allow you or your spouse to work. These services may be provided inside or outside your home by babysitters, companions, or eligible day care centers. Services may not, however, be provided by someone you claim as a dependent on your tax return.

Your day care expenses must be for:

n Your dependent under age 13 who lives with you for more than half the year and for whom you can claim an exemption

n Your dependent under age 13 for whom you have custody if you are divorced or legally separated

n Your spouse who is physically or mentally incapable of self-care

n Your dependent of any age, such as an elderly parent or other adult dependent, who meets all of the following criteria:

n Is physically or mentally incapable of caring for himself or herself,

n Receives over half of his or her support from you,

n Lives with you for more than half the year, and

n Is your sibling, step-sibling or any of their descendants; a parent or step-parent or any of their ancestors; an aunt, uncle, niece or nephew; children or parents-in-law; or an unrelated individual who shares your residence as a member of the household.

FLEXIBLE SPENDING ACCOUNTS (FSA) – WEX

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DENTAL COVERAGE – DELTA DENTAL

Dental Coverage is an often overlooked but important health benefit. Routine dental care can improve your oral health and your overall health and well-being. Delta Dental of Minnesota offers two great networks, Delta Dental PPO and Delta Dental Premier, that work together to provide the greatest access to providers and help control your costs.

Four out of five dentists nationally are Delta Dental Network dentists. You can choose to see a dentist outside of the network but your expenses may be higher and you may be responsible for submitting your own claim. To find a participating dentist, simply visit www.deltadentalmn.org and use the interactive Find a Dentist tool or call Customer Service toll free at 800-448-3815.

Summary of Dental Coverage

Delta Dental PPO Delta Dental Premier Non-Participating

Deductible Per person/per family (calendar year) No deductible for diagnostic and preventive services or orthodontics

$50/$150 $50/$150 $75/$225

Calendar Year Plan – Per person $1,500 $1,500 $1,000

Lifetime Ortho Maximum Per covered person $1,500 $1,500 $1,200

What the Plan Pays*

Service & Description Delta Dental PPO Delta Dental Premier Non-Participating

Diagnostic & Preventive Services n Exams & cleanings n Routine x-rays n Fluoride treatments n Sealants

100% 100% 90% of maximum allowable fee**

Basic Services n Fillings n Oral Surgery, Extractions n Periodontics

80% 80% 70% of maximum allowable fee**

Endodontics n Pulpotomies on primary teeth n Root canal therapy on permanent teeth

80% 80% 70% of maximum allowable fee**

Major Restorative n Crowns and crown repair n Bridges n Dentures

50% 50% 40% of maximum allowable fee**

Orthodontics Coverage available for dependent children only, age 8 - 18

50% 50% 40% of maximum allowable fee**

* This is a summary of benefits only and does not guarantee coverage. For a complete list of covered services, limitations, exclusions, and benefit frequencies, please refer to the Dental Benefit Plan Summary.

**Dentists who have signed a participating network agreement with Delta Dental have agreed to accept the maximum allowable amount as payment in full. Non-participating dentists have not signed an agreement and are not obligated to limit the amount they charge; the member is responsible for paying any difference to the non-participating dentists.

Coverage Bi-Weekly Cost

Employee Only $8.59

Employee + One Dependent $16.58

Family $26.33

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VISION COVERAGE – EYEMED

Your eyesight is an integral part of your overall health and key component of safety. Your vision benefits are provided through EyeMed and covers eye exams, eyeglasses, and contact lenses. Services are provided through the extensive EyeMed Vision Care network of optometrists, ophthalmologists, and other eye care professionals.

Receiving benefits from a network provider is as easy as making an appointment with the provider of your choice from the list of EyeMed Vision Care providers. The provider will coordinate all necessary authorizations from EyeMed Vision Care once you supply your membership information. To find a list of Advantage network providers, contact EyeMed Vision Care at 1-888-203-7437 or www.eyemed.com.

You may also choose to use providers outside the network, but you’ll pay more for rendered services. You will be responsible for paying the entire service fee and then requesting reimbursement of the scheduled allowance (shown in the chart below) from EyeMed Vision Care.

What the Plan Pays

Coverage In-Network Out-of-Network

Well Vision Exam (once every 12 months) $10 Co-pay Plan pays up to $35

Frames (once every 24 months)

$140 allowance: 20% off retail price over $140 Plan pays up to $56

Standard Plastic Lenses (once every 12 months)

n Single Vision n Bifocal n Trifocal n Standard Progressive Lens n Premium Progressive Lens

$10 Co-pay $10 Co-pay $10 Co-pay $10 Co-pay

$10, % of charge less $110 allowance

Plan pays up to:

$25 $40 $60 $85 $85

Contact Lenses n Medically Necessary n Conventional n Disposable

$0 Co-Pay: Paid in full

$155 allowance: 15% off retail price over $155 $155 allowance; balance over $155

Plan pays up to $200 Plan pays up to $109 Plan pays up to $109

Contact Lens Fit and Follow-Up n Standard n Premium

Up to $40 10% off Retail

N/A N/A

Laser Vision Correction 15% off retail price OR 5% off promotional price N/A

Coverage Bi-Weekly Cost

Employee Only $4.00

Employee + One Dependent $7.58

Family $11.13

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DISABILITY INSURANCE – UNUM

An illness or injury that keeps you out of work for a long period of time can be financially devastating for you and your family. Our Short-Term and Long-Term disability plans are designed to help protect your financial security by providing replacement income if you are ever disabled due to a non-work related injury or illness, including pregnancy. When you are disabled, your medical insurance generally covers most of your medical expenses, including doctor visits, physical therapy and prescription drugs. Disability benefits can help cover your day-to-day living expenses. These programs are insured through Unum.

Company Paid Short-Term Disability (STD)This benefit provides bi-weekly income benefits to covered employees. You are eligible after six months in your position. There is a seven (7) day waiting period before benefits can begin. The benefit paid to you is 60% of your gross bi-weekly salary for up to 12 weeks. Employees with greater than 5 years of employment will receive a 40% wage supplement while approved for STD.

Long-Term Disability (LTD)Should your disability extend longer than 90 days, you may be eligible for Long-Term Disability coverage. LTD benefits replace a percentage of your base monthly earnings, up to a specified maximum for a non-work related injury or sickness. You may be eligible to receive the benefit as long as you are considered disabled by the policy. The benefit paid is 60% of your monthly salary (up to a maximum of $10,000) and the rates are based on age. The amount you receive may be reduced or offset by income from other sources such as Social Security Disability Insurance.

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ACCIDENT COVERAGE – UNUM

TOP 5 ACCIDENT RELATED CLAIMS (BY OCCURRENCE)n Follow-up Care

n Emergency Room Treatment

n Physician Office Visit

n Fracture

n Hospitalization

Accident Insurance can help your family cover unexpected out-of-pocket expenses and supplement lost income due to a covered off-job accident. Accident Insurance covers a wide range of injuries and accident-related expenses such as hospitalization, emergency room visits, physical, occupational and speech therapy, accidental death and catastrophic accidents.

Sample Coverage and BenefitsTreatment, Services, and Covered Injuries Coverage Amounts

Initial Hospital Confinement (pays once/year) $1,000

Daily Hospital Confinement (pays daily) $200

Intensive Care (pays daily) $1,500

Dislocations Up to $6,000

Emergency Room Services $150

Physical/Occupational/Speech Therapy (pays daily) $25

The money is paid directly to you and you decide how to spend it. You can also purchase coverage for your spouse and dependent children.

Coverage Bi-Weekly Cost

Employee Only $5.34

Employee and Spouse $8.64

Employee and Child(ren) $9.97

Family $13.27

Please see the specific plan document or plan summary on bswift while enrolling for specific coverage and benefits.

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Critical Illness insurance can pay a $10,000 or $20,000 lump sum benefit at the diagnosis of a specified disease.

Benefits are paid directly to you to use any way you see fit.

n Includes a Recurrence Benefit which provides an additional payout for a second occurrence of an initial critical illness for which a benefit was previously paid. Initial and subsequent diagnoses must be separated by at least 12 months.

n Health Screening Benefit – Unum will pay a health screening benefit of $50 upon submission of proof that a covered test was taken. This benefit can be paid out once per covered person per calendar year.

n Covered Spouses and Children are eligible for 50% of the insured employee benefit amount.

n Does not include a pre-existing condition limitation.

n Rates are calculated based on age, policy amount and smoker status.

n This is a limited policy. Please refer to the Summary Plan Description for more details, any exclusions and policy limitations.

n Rates are based on issue age and will not increase for as long as you are enrolled in the plan. (Please see plan documents or bswift while enrolling for rates specific to you.)

Covered Conditions PLAN 1 $10,000 Coverage

PLAN 2 $20,000 Coverage

Heart Attack (100%) $10,000 $20,000

Stroke (100%) $10,000 $20,000

Major Organ Transplant (100%) $10,000 $20,000

End Stage Renal Failure (100%) $10,000 $20,000

Coronary Artery Bypass Surgery (25%) $2,500 $5,000

Invasive Cancer (100%) $10,000 $20,000

Carcinoma in Situ (25%) $2,500 $5,000

Benign Brain Tumor (100%) $10,000 $20,000

CRITICAL ILLNESS INSURANCE

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LIFE AND AD&D INSURANCE – UNUM

Your life and accidental death and dismemberment (AD&D) insurance benefits are often referred to as “survivor” benefits because they provide financial security to your loved ones if you die or are severely injured in an accident. Because this kind of protection is so important, Border Foods automatically provides you with a Basic Life and AD&D benefit amount of 1 times your base salary to a maximum of $250,000. This benefit is provided to you at no cost.

Voluntary Term Life with AD&D Insurance – UnumYou can supplement the company provided coverage with Voluntary Term Life Insurance with AD&D in increments of $10,000; up to 5 times your annual salary not to exceed $500,000. You are eligible for up to $130,000 of coverage upon initial eligibility without providing Evidence of Insurability (EOI). The rates are based on age and smoking status.

Supplemental Spouse Term Life Insurance with AD&D is also available in increments of $5,000; up to a maximum of the employee election, not to exceed $500,000. Rates are based on the employee’s age. Your spouse is eligible for up to $25,000 of coverage upon initial eligibility without providing Evidence of Insurability (EOI).

You can also purchase Child Term Life Insurance in increments of $2,000; up to a maximum of $10,000.

Voluntary Whole Life Insurance – Unum Whole life insurance provides consistent coverage with premiums and benefits that won’t change as you grow older. The policy can build cash value over time — which you can apply toward a paid-in-full life policy or even borrow against later. It is offered to all eligible associates, ages 15–80, who are actively at work.

Other features:n Cash value — Accumulates at a guaranteed rate of 4.5%.* Over time, you can borrow from

the cash value or use it to buy a reduced policy with no more premiums due.

n No physical exam — During your initial enrollment, you can get this insurance up to a specified amount without a health exam. You may be asked a few health questions.

n You own the policy — The payment is deducted from your paycheck and coverage becomes effective the first day of the month. You can keep the policy even if you leave or retire; Unum will bill you directly for the same premium amount.

n You can purchase policies for your spouse and eligible children.

n Rates are based on your age, tobacco status and the policy amount you elect.

n Please refer to the Policy form for more details and any limitations and exclusions.

* The policy accumulates cash value based on a non-forfeiture interest rate of 4.5% and the 2001 CSO mortality table. The cash value is guaranteed and will be equal to the values shown in the policy. Cash value will be reduced by any outstanding loans against the policy.

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401(K) PLAN – TRANSAMERICA

Transamerica Retirement SolutionsThe Company offers a 401(k) retirement savings plan in which you are eligible for if you are at least 18 years of age and have completed 90 days of employment. You may contribute up to the IRS maximum ($19,500) annually, via pre-tax earnings and/or after-tax Roth contributions through payroll deductions. If you are over age 50, you may make additional catch-up contributions up to $6,500.

401(k) enrollment is completed online at www.TA-Retirement.com or by calling their customer service center at 1-800-401-8726. Border Foods’ 401(k) plan number is 512321.

Automatic EnrollmentBorder Foods will process an automatic enrollment at a 3% contribution if enrollment is not completed prior to eligibility date. If you already meet the 90 days of employment (internal promotes and re-hires) you will be eligible for 401(k) immediately. You will also be automatically enrolled after 30 days, so if you do not want to participate in 401(k), you will want to access the Transamerica website or customer service line as soon as possible to waive participation.

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ADDITIONAL BENEFITS

Earned Vacation*The Company awards earned vacation on a fiscal year basis. Vacation is earned on a per paycheck basis and at hourly rate, only while actively working. Vacation must be taken in full-day increments. AGMs and up are eligible to carry over up to one week of unused vacation. All unused vacation over one week will be forfeited.

Vacation hours can be taken before they are earned only with Supervisor approval, however; in the event of separation, any used but not earned vacation payments would be withheld from the final paycheck.

Earned but not used vacation will be paid to the employee at their hourly rate of pay upon separation under the following conditions:

1. Separation of employment is voluntary

2. Employee provides and works out a proper 2 week notice

New hires begin earning vacation on their date of hire but have a 90 day waiting period before becoming eligible to use any vacation time. See the Vacation Policy for more details including the award schedule.

Sick Pay*The Company provides eligible employees with Sick Pay when they are absent from work due to illness. Sick pay is earned at the rate of one half day per period for a maximum of six days in the first year of employment. After one year in position, sick days are accrued at the beginning of the fiscal year at the rate of six days per year. Sick days cannot be carried over.

* Vacation and Sick Pay cannot be used to satisfy part of a two week notice.

Paid HolidaysBorder Foods recognizes the following holidays for its AGMs, RGMs, ASLs, and Office staff:

n New Year’s Day n July 4th n Thanksgiving Day

n Memorial Day n Labor Day n Christmas Day

Tuition ReimbursementThe Company will reimburse you for undergraduate or job-related graduate, accredited college courses and books up to $1,500 for the first calendar year in position, and up to $5,250 per calendar year after that. New hires have a waiting period of 6 months to be eligible to register.

Qualifying reimbursements are made based on the grade received in the eligible course(s):

Grade Earned Reimbursement Amount

“A” “B” or “Pass” 100%

“C” 75%

Less than “C” or “Fail” 0%

All tuition reimbursement requests must be pre-approved prior to registering for a course. For additional information or to receive pre-approval paperwork, please contact Maricela Alatorre at 763.489.2954 or malatorre@borderfoods.com .

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ADDITIONAL BENEFITS

Legal Protection Plan – Legal Club of AmericaThis plan covers your entire family and includes: free and discounted legal care, life events counseling, and ID Theft protection including prevention, restoration and insurance. It also offers tax advice and preparation including a free tax return. For coverage details, see the benefit summary on the enrollment site.

Employee Assistance Program (EAP) – UnumThe Company offers an EAP through Unum, administered by HealthAdvocate, free of charge, designed to help you and your dependents address life’s daily challenges. From workplace stress to a variety of family issues, the EAP provides confidential telephone consultations that can help and up to 3 in-person sessions, per issue, for you to talk with a counselor if needed.

Contact the EAP at 800-854-1446 or learn more at www.unum.com/lifebalance.

Worldwide Emergency Travel Assistance Program – Assist America, Inc. through UnumFor travel 100 miles or more from your home you have 24-hour phone access to professionals who can help you in an emergency offering services such as connecting you with pre-qualified medical providers, access to western-style medicine, ambulance and air ambulance, lost/stolen medication replacement, and more.

Various Discounts and ServicesCCC Verify: CCC Verify is an automated service that provides instant employment and income verification. To verify employment and or income verification, please have the verifier call 1-855-901-3099 or visit www.CCCVerify.com use the last four digits of your Social Security Number.

Employee Meal Discount: All employees can receive a 20% discount on food purchased at any Border Foods restaurant when off duty. You must present paycheck stub or ID card.

Additional Discounted Services: Taco Bell offers multiple discounts that change often. Check out https://tb.hrdiscounts.com/perks/ for the latest discounts. Use SAVENOW to register.

If you have questions about anything in this benefit guide please contact benefits@borderfoods.com.

Any human resources related questions should be directed to your Border Foods HR Representative.

Coverage Per Paycheck

Family $6.46

Non-Formulary Drugs: These drugs are not on the recommended formulary list. These drugs are usually more expensive than drugs found on the formulary. You may purchase brand-name medications that do not appear on the recommended list, but at a significantly higher out-of-pocket cost.

PDP Fee: PDP Fee refers to the fees that participating PDP dentists have agreed to accept as payment in full, subject to any copayments, deductibles, cost sharing and benefits maximums.

Portability: An employee carries or “ports” her/his current Group Life coverage after employment ends, without having to answer any medical questions. Portability is for an employee who is leaving her/his job and still wants to maintain the protection that life insurance provides.

Pre-tax Plan: A plan for active employees that is paid for with pre-tax money. The IRS allows for certain expenses to be paid for with tax-free dollars. The state takes premiums out of your check before taxes are calculated, increasing your spendable income and reducing the amount you owe in income taxes. Consequently, the IRS has tax laws that require you to stay in the plans you select for a full plan year (January through December). You can only make changes during Open Enrollment or if you have a Qualifying Event.

Primary Care Physician (PCP): The health care professional who monitors your health needs and coordinates your overall medical care, including referrals for tests or specialists.

Provider: Any type of health care professional or facility that provides services under your plan.

Network: A group of health care providers, including dentists, physicians, hospitals and other health care providers, that agrees to accept pre-determined rates when serving members.

Qualifying Event: An occurrence that qualifies the Subscriber to make an insurance coverage change outside of the Open Enrollment window.

Reasonable and Customary Charge (R&C): R & C fee refers to the Reasonable and Customary (R&C) charge, which is based on the lowest of (1) the dentist’s actual charge, (2) the dentist’s usual charge for the same or similar services, or (3) the charge of most dentist’s in the same geographic area for the same or similar services as determined by MetLife.

Specialty Drugs: Prescription medications that require special handling, administration or monitoring. These drugs may be used to treat complex, chronic and often costly conditions.

DEFINITIONS

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GETTING STARTED

Your Next StepsPlease complete the enrollment process for both 401k and the other benefits offered.

1. Register for benefits at www.borderfoods.bswift.com (See below for detailed instructions)

2. Register for 401(k) at www.TA-Retirement.com and choose your deferral percentage and investments or waive participation.

Benefits Online EnrollmentPlease complete this process within 30 days of hire/promotionBenefits enrollment process is quick, easy and is completed online. Be sure to have SSN and DOB information for you and your dependents ready!

www.borderfoods.bswift.comYour username will be your First Initial + Last Name + Month and Day of your birth.

Your initial password will be the last four digits of your social security number. You will be prompted to change your password when you log in.

Example:

Employee Date of Birth Employee SSN Username Initial Password

Robert Smith 01/01/1975 123-45-6789 RSmith0101 6789

Sarah Anderson 02/02/1980 111-222-3333 SAnderson0202 3333

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GETTING STARTED

General Navigation You & Your Family: View/change your information (address, phone number, etc.), your dependents information or enter a Qualified Life Event (QLE).

My Benefits: View your current coverage elections.

To Change Benefit Elections: Benefit election changes outside of initial enrollment require a qualifying life event (QLE) and must be processed within 30 days of the QLE. Check with Human Resources for eligible QLEs.

n Log onto the bswift website

n Click on “My Benefits”, then “Life Events”

n Choose the applicable QLE

n Follow the prompts to make coverage changes

To Change Personal or Dependent information: n Log onto the bswift website

n Click on “My Profile”, then “Change my address” or “Edit dependent profiles”

n Enter your new information, click “Save”

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CARRIER CONTACT INFORMATION

Benefit Policy Number Provider Call Visit

Medical 741938 Medica 952-945-8000800-952-3455

www.medica.comwww.mymedica.com

Basic Life and AD&D Short-Term Disability Long-Term Disability Voluntary Life and AD&D

416707 417126 416707 416708

Unum 866-679-3054 www.unum.com

AccidentCritical IllnessWhole Life

R0534560 Unum 866-679-3054 www.unum.com

EAP Unum /HealthAdvocate 800-854-1446 www.unum.com/lifebalance

Dental Insurance 050986 Delta Dental 651-406-5916 800-553-9536 www.deltadentalmn.org

Vision Insurance 9745720 EyeMed 866-939-3633 www.eyemedvisioncare.com

HSA and FSA 40513 WEX 866-451-3399 www.wexinc.com

401(k) 512321 Transamerica Retirement Solutions 800-401-8726 www.TA-Retirement.com

For benefit support please email: benefits@borderfoods.com

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IMPORTANT NOTICES

Special Enrollment Rights If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing towards your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage).

If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption.

If you decline enrollment for yourself or for an eligible dependent (including your spouse) while Medicaid coverage or coverage under a state children’s health insurance program is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or a state children’s health insurance program.

If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 60 days after your or your dependents’ determination of eligibility for such assistance.

To request special enrollment or obtain more information, contact the Border Foods Human Resources Department.

Newborns’ and Mothers’ Health Protection ActUnder federal law, health care plans may not restrict any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal delivery, or less than 96 hours following a Cesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother and with the mother’s consent, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable).

Women’s Health and Cancer Rights Act of 1998Under the Women’s Health and Cancer Rights Act, group health plans must make certain benefits available to participants of health plans who have undergone a mastectomy. In particular, plans that provide medical and surgical benefits for a mastectomy must also provide coverage for:

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

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

n External breast prostheses (breast forms that fit into a bra) that are needed before or during the reconstruction; and

n Treatment of physical complications in all stages of mastectomy, including lymphedemas.

Coverage is determined by the health plan, in coordination with the physician and patient.

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Important Notice from Border Foods about your Prescription Drug Coverage and Medicare Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Border Foods and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

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

2. Border Foods has determined that the prescription drug coverage offered by the Medica is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th to December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

IMPORTANT NOTICES

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What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current Border Foods coverage will not be affected. If you or your dependents are Medicare Part D eligible, there are certain options available to you:

n Retain your existing coverage and choose not to enroll in a Part D plan; or

n Enroll in a Part D plan as a supplement to your existing coverage with Border Foods.

Note: Information about the prescription drug plan provisions/options available to Medicare Part D eligible individuals is available at http://www.cms.hhs.gov/CreditableCoverage/

If you do decide to join a Medicare drug plan and drop your current Border Foods coverage, be aware that you and your dependents will be able to get this coverage back during the qualified life event or the annual open enrollment period for Border Foods group plan.

When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? You should also know that if you drop or lose your current coverage with Border Foods and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

IMPORTANT NOTICES

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IMPORTANT NOTICES

Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.

If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.

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 programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.

If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “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).

If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of January 31, 2021. Contact your State for more information on eligibility –

To see if any other states have added a premium assistance program since January 31, 2021, or for more information on special enrollment rights, contact either:

U.S. Department of LaborEmployee Benefits Security Administrationwww.dol.gov/agencies/ebsa | 1-866-444-EBSA (3272)

U.S. Department of Health and Human ServicesCenters for Medicare & Medicaid Serviceswww.cms.hhs.gov | 1-877-267-2323, Menu Option 4, Ext. 61565

OMB Control Number 1210-0137 (expires 1/31/2023)

ALABAMA – Medicaidhttp://myalhipp.com | 1-855-692-5447

ALASKA – MedicaidThe AK Health Insurance Premium Payment Program:http://myakhipp.com | 1-866-251-4861CustomerService@MyAKHIPP.com Medicaid Eligibility:http://dhss.alaska.gov/dpa/Pages/medicaid/default.aspx

ARKANSAS – Medicaidhttp://myarhipp.com | 1-855-MyARHIPP (855-692-7447)

CALIFORNIA – MedicaidHealth Insurance Premium Payment (HIPP) Programhttp://dhcs.ca.gov/hipp | 916-445-8322hipp@dhcs.ca.gov

COLORADO – Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+)https://www.healthfirstcolorado.com1-800-221-3943/ State Relay 711CHP+: https://www.colorado.gov/pacific/hcpf/child-health-plan-plus1-800-359-1991 / State Relay 711Health Insurance Buy-In Program (HIBI): https://www.colorado.gov/pacific/hcpf/health-insurance-buy-programHIBI Customer Service: 1-855-692-6442

FLORIDA – Medicaidhttps://www.flmedicaidtplrecovery.com/flmedicaidtplrecovery.com/hipp/index.html1-877-357-3268

GEORGIA – Medicaid https://medicaid.georgia.gov/health-insurance-premium-payment-program-hipp1-678-564-1162 ext 2131

INDIANA – Medicaid Healthy Indiana Plan for low-income adults 19-64:http://www.in.gov/fssa/hip | 1-877-438-4479 All other Medicaid Website:https://www.in.gov/medicaid | 1-800-457-4584

IOWA – Medicaid and CHIP (Hawki)Medicaid: https://dhs.iowa.gov/ime/members | 1-800-338-8366Hawki: http://dhs.iowa.gov/Hawki | 1-800-257-8563HIPP: https://dhs.iowa.gov/ime/members/medicaid-a-to-z/hipp1-888-346-9562

KANSAS – Medicaidhttps://www.kancare.ks.gov/ | 1-800-792-4884

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IMPORTANT NOTICES

KENTUCKY – MedicaidKentucky Integrated Health Insurance Premium Payment Program (KI-HIPP):https://chfs.ky.gov/agencies/dms/member/Pages/kihipp.aspx1-855-459-6328KIHIPP.PROGRAM@ky.govKCHIP: https://kidshealth.ky.gov/Pages/index.aspx1-877-524-4718Medicaid: https://chfs.ky.gov

LOUISIANA – Medicaidwww.medicaid.la.gov or www.ldh.la.gov/lahipp1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP)

MAINE – Medicaidhttps://www.maine.gov/dhhs/ofi/applications-forms1-800-442-6003 TTY: Maine relay 711Private Health Insurance Premium:https://www.maine.gov/dhhs/ofi/applications-forms1-800-977-6740 TTY: Maine relay 711

MASSACHUSETTS – Medicaid and CHIPhttps://www.mass.gov/info-details/masshealth-premium-assistance-pa1-800-862-4840

MINNESOTA – Medicaidhttps://mn.gov/dhs/people-we-serve/children-and-families/health-care/health-care-programs/programs-and-services/other-insurance.jsp1-800-657-3739

MISSOURI – Medicaidhttp://www.dss.mo.gov/mhd/participants/pages/hipp.htm1-573-751-2005

MONTANA – Medicaidhttp://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP1-800-694-3084

NEBRASKA – Medicaidhttp://www.ACCESSNebraska.ne.gov1-855-632-7633 | Lincoln: 402-473-7000 | Omaha: 402-595-1178

NEVADA – Medicaidhttp://dhcfp.nv.gov | 1-800-992-0900

NEW HAMPSHIRE – Medicaidhttps://www.dhhs.nh.gov/oii/hipp.htm | 1-603-271-5218HIPP program toll free: 1-800-852-3345, ext 5218

NEW JERSEY – Medicaid and CHIPMedicaid: http://www.state.nj.us/humanservices/dmahs/clients/medicaid/ | 1-609-631-2392CHIP: http://www.njfamilycare.org/index.html | 1-800-701-0710

NEW YORK – Medicaidhttps://www.health.ny.gov/health_care/medicaid/1-800-541-2831

NORTH CAROLINA – Medicaidhttps://medicaid.ncdhhs.gov | 1-919-855-4100

NORTH DAKOTA – Medicaidhttp://www.nd.gov/dhs/services/medicalserv/medicaid1-844-854-4825

OKLAHOMA – Medicaid and CHIPhttp://www.insureoklahoma.org | 1-888-365-3742

OREGON – Medicaidhttp://healthcare.oregon.gov/Pages/index.aspxhttp://www.oregonhealthcare.gov/index-es.html1-800-699-9075

PENNSYLVANIA – Medicaidhttps://www.dhs.pa.gov/providers/Providers/Pages/Medical/HIPP-Program.aspx | 1-800-692-7462

RHODE ISLAND – Medicaid and CHIPhttp://www.eohhs.ri.gov1-855-697-4347, or 401-462-0311 (Direct RIte Share Line)

SOUTH CAROLINA – Medicaidhttps://www.scdhhs.gov | 1-888-549-0820

SOUTH DAKOTA - Medicaidhttp://dss.sd.gov | 1-888-828-0059

TEXAS – Medicaidhttp://gethipptexas.com | 1-800-440-0493

UTAH – Medicaid and CHIPMedicaid: https://medicaid.utah.govCHIP: http://health.utah.gov/chip | 1-877-543-7669

VERMONT– Medicaidhttp://www.greenmountaincare.org | 1-800-250-8427

VIRGINIA – Medicaid and CHIPhttps://www.coverva.org/hippMedicaid: 1-800-432-5924 CHIP: 1-855-242-8282

WASHINGTON – Medicaidhttps://www.hca.wa.gov | 1-800-562-3022

WEST VIRGINIA – Medicaidhttp://mywvhipp.comToll-free: 1-855-MyWVHIPP (1-855-699-8447)

WISCONSIN – Medicaid and CHIPhttps://www.dhs.wisconsin.gov/badgercareplus/p-10095.htm1-800-362-3002

WYOMING – Medicaidhttps://health.wyo.gov/healthcarefin/medicaid/programs-and-eligibility1-800-251-1269

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IMPORTANT NOTICES

MICHELLE’S LAW NOTICE The health plan may extend medical coverage for dependent children if they lose eligibility for coverage because of a medically necessary leave of absence from school. Coverage may continue for up to a year, unless your child’s eligibility would end earlier for another reason.

Extended coverage is available if a child’s leave of absence from school — or change in school enrollment status (for example, switching from full-time to part-time status) — starts while the child has a serious illness or injury, is medically necessary, and otherwise causes eligibility for student coverage under the plan to end. Written certification from the child’s physician stating that the child suffers from a serious illness or injury and the leave of absence is medically necessary may be required.

If your child will lose eligibility for coverage because of a medically necessary leave of absence from school and you want his or her coverage to be extended, contact your Human Resource Department as soon as the need for the leave is recognized. In addition, contact your child’s health plan to see if any state laws requiring extended coverage may apply to his or her benefits.

THE GENETIC INFORMATION NON-DISCRIMINATION ACT (GINA) Genetic Information Non-Discrimination Act (GINA) prohibits discrimination by health insurers and employers based on individuals’ genetic information. Genetic information includes the results of genetic tests to determine whether someone is at increased risk of acquiring a condition in the future, as well as an individual’s family medical history. GINA imposes the following restrictions: prohibits the use of genetic information in making employment decisions; restricts the acquisition of genetic information by employers and others; imposes strict confidentiality requirements; and prohibits retaliation against individuals who oppose actions made unlawful by GINA or who participate in proceedings to vindicate rights under the law or aid others in doing so.

NOTICE OF ELIGIBILITY FOR HEALTH PLANS RELATED TO MILITARY LEAVEIf you take a military leave, the Uniformed Services Employment and Reemployment Rights Act (USERRA) provides the following rights:

n If you take a leave from your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage at your cost for you and your dependents for up to 24 months during your military service; or

n If you don’t elect to continue coverage during your military service, you have the right to be reinstated in the Plan when you are reemployed within the time period specified by USERRA, without any additional waiting period or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

The Plan Administrator can provide you with information about how to elect Continuation Coverage Under USERRA.

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IMPORTANT NOTICES

FAMILY MEDICAL LEAVE ACT (FMLA) The Family and Medical Leave Act (FMLA) of 1993 was designed to provide eligible employees with up to 12 workweeks per year of job-protected leave to address critical personal and family matters. It is the policy of your employer and its U.S. subsidiaries to provide eligible employees with a leave of absence in accordance with the provisions of FMLA.

You are eligible for an FMLA leave of absence under this policy if you meet the following requirements:

n You have completed at least 12 months of employment (need not be consecutive, but employment prior to a continuous break in service of seven or more years may not be counted).

n You have worked at least 1,250 hours during the 12-month period immediately preceding the commencement of the requested leave.

n You are employed at a work site where 50 or more employees are employed by the Company within 75 miles of that work site (“eligible employees”).

To the extent permitted by law, leave taken pursuant to FMLA will run concurrently with Workers’ Compensation, Short Term Disability, and all other Company leave policies.

The “break in service cap” doesn’t apply if it:

n is attributable to fulfillment of National Guard or Reserve military service obligations; or

n is addressed in a written agreement, including a collective bargaining agreement, that expresses the employer’s intent to rehire the employee after the break in service, such as a break to pursue education or raise children.

Procedure for Applying for FMLA Leave

If you desire and require an FMLA leave of absence under this policy, you must notify your manager and your Human Resources Department and call your FMLA Administrator at least 30 calendar days in advance of the start of the leave when the need for such leave is reasonably foreseeable (as in the case of a birth, the placement for adoption of a son or daughter, or a planned medical treatment for a serious health condition).

However, if the date of the birth, placement, or planned medical treatment requires leave to begin in less than 30 calendar days, you must provide such notice to the aforementioned parties as soon as it is both possible and practicable. Failure to provide timely notice may result in a delay or denial of FMLA leave.

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IMPORTANT NOTICES

NOTICE REGARDING WELLNESS PROGRAM The employee wellness program is a voluntary program administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accountability Act, as applicable, among others. If you choose to participate in the wellness program you may be asked to complete a voluntary health risk assessment or “HRA” that asks a series of questions about your health- related activities and behaviors and whether you have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). You may also be asked to complete a biometric screening, which could include a blood test for certain medical conditions such as diabetes, heart disease, etc. You are not required to complete the HRA or to participate in the blood test or other medical examinations.

However, employees who choose to participate in the wellness program may qualify for an incentive. Although you are not required to complete a HRA or biometric screening, the wellness program may specify that only employees who do so will qualify for the incentive. Additional incentives may be available for employees who participate in certain health-related activities or achieve certain health outcomes.

If you are unable to participate in any of the health-related activities or achieve any of the health outcomes required to earn an incentive, you may be entitled to a reasonable accommodation or an alternative standard. You may request a reasonable accommodation or an alternative standard by contacting Human Resources.

If you choose to participate in a HRA and/or biometric screening, information from your HRA and results from your biometric screening will be used to provide you with information to help you understand your current health and potential risks and may also be used to offer you services through the wellness program. You also are encouraged to share your results or concerns with your own doctor.

Protections from Disclosure of Medical Information

We are required by law to maintain the privacy and security of your personally identifiable health information. Although the wellness program may use aggregate information it collects to design a program based on identified health risks in the workplace, the wellness program will never disclose any of your personal information either publicly or to the employer, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the wellness program will not be provided to your supervisors or managers and may never be used to make decisions regarding your employment.

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Your health information will not be sold, exchanged, transferred, or otherwise disclosed except to the extent permitted by law to carry out specific activities related to the wellness program, and you will not be asked or required to waive the confidentiality of your health information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the wellness program will abide by the same confidentiality requirements.

In addition, all medical information obtained through the wellness program will be maintained separate from your personnel records, information stored electronically will be encrypted, and no information you provide as part of the wellness program will be used in making any employment decision. [Specify any other or additional confidentiality protections if applicable.] Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the wellness program, we will notify you immediately.

You may not be discriminated against in employment because of the medical information you provide as part of participating in the wellness program, nor may you be subjected to retaliation if you choose not to participate.

If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact your employer or Human Resources.

NOTICE OF ELECTRONIC DISCLOSURE Under the Employee Retirement Income Security Act of 1974 (ERISA) and related regulations, employee consent must be given in order to receive electronic copies of employee benefits materials in certain situations. The purpose of this notice is to inform you that Border Foods Inc. is offering you the opportunity to receive all notices electronically regarding your employee benefits. Such notices will include (but not be limited to) Summary Plan Descriptions (SPDs), Summaries of Material Modifications (SMMs), Summary Annual Reports (SARs), Summaries of Benefits and Coverage, Health Insurance Marketplace Notices and HIPAA certificates of creditable coverage. All notices are accessible in bSwift website under Library. Each benefit plan in which you enroll has a Summary Plan Description (SPD) that describes the key provisions of the plan. Plan amendments describe any material changes made to the benefit plan since the SPD was originally drafted. A plan’s SPD and plan amendments are very important documents. In order for us to provide you with this opportunity, you must consent to the electronic disclosure of all Employee Benefit notices, including Summary Plan Descriptions and plan amendments during your bSwift enrollment. This includes acknowledging that you have read the “Notice of Electronic Disclosure” and understand you are entitled to withdraw your consent at any time at no cost to you. If you prefer, you have the right to receive paper copies of all employee benefit notices, including Summary Plan Descriptions and plan amendments, upon request at no additional charge.

IMPORTANT NOTICES

This brochure provides a summary of benefits under the Border Foods health and welfare plans. It is not intended to give advice and does not provide every plan detail. Every effort has been made to ensure the accuracy of this brochure. However, if there are any discrepancies between this guide and the actual plan documents that govern the plans, the plan documents will control in all cases.