HUNTER INDUSTRIES, INC.Built on Innovation®

Effective January 1, 2016

2016 EMPLOYEE BENEFITS INFORMATION GUIDE

hunterindustries.com

DIRECTORY & RESOURCES

TABLE OF CONTENTS

WE'VE GOT YOU COVERED 1 EMPLOYEE ASSISTANCE PROGRAM (EAP) 15

ELIGIBILITY & ENROLLMENT 2 FLEXIBLE SPENDING ACCOUNT (FSA) 16

MEDICAL COVERAGE 4 401(K) SAVINGS INVESTMENT PLAN 20

WELLNESS PROGRAM 9 ADDITIONAL BENEFITS 21

DENTAL COVERAGE 11 2016 EMPLOYEE CONTRIBUTION RATES 22

VISION COVERAGE 12 PLAN GUIDELINES / EVIDENCE OF COVERAGE

24

LIFE AND AD&D COVERAGE 13 NOTES 25

DISABILITY COVERAGE 14 DIRECTORY & RESOURCES 26

All rights reserved. No part of this document may be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without prior written permission of Barney & Barney.

The rates quoted for these benefits may be subject to change based on final enrollment and/or final underwriting requirements. This material is for informational purposes only and is neither an offer of coverage nor medical advice. It contains only a partial, general description of the plan or program benefits and does not constitute a contract. Consult your plan documents (Schedule of Benefits, Certificate of Coverage, Group Agreement, Group Insurance Certificate, Booklet, Booklet-certificate, Group Policy) to determine governing contractual provisions, including procedures, exclusions and limitations relating to your plan. All the terms and conditions of your plan or program are subject to applicable laws, regulations and policies. In case of a conflict between your plan document and this information, the plan documents will always govern.

1

WE’VE GOT YOU COVERED

WELCOME TO YOUR 2016 – 2017 BENEFITS INFORMATION GUIDE! At Hunter, we care about the whole you. This is why we developed a benefits program that will meet the broad needs of our employees and their families. The programs referenced in this booklet are meant to keep you healthy and productive, while also giving you options to plan for and protect yourself in the future. This Benefits Information Guide is a great tool to help you understand the plans and programs that you and your family will be enrolled in for the plan year. Enclosed you will find details about:

The ever-changing world of health care has become increasingly complex. Our goals in providing this Benefit Information Guide is to help you better understand the benefits we offer and easily navigate the health care landscape. To get the most out of your employee benefits program, we encourage you to review this booklet in its entirety. Included you will find details about:

• Who is eligible to participate

• How to enroll and how to make changes during the year, if applicable

• Each benefit and a summary of what is covered under the plan

• The Insurance Companies who administer our benefits and how to contact them if you need assistance

• And much more!

Offering competitive and cost effective benefits to Hunter’s employees is important. It is a way for us to say “thank you” for contributing to the underlying success of the company.

If you have any questions about the employee benefits described herein or would like more information, please refer to your plan documents and insurance booklets or contact the HR Service Center. Sincerely, Nanci Hunter, SPHR, SHRM-SCP Director of Human Resources

2

ELIGIBILITY & ENROLLMENT

EMPLOYEES | If you are a new employee or you are re-evaluating your choices as a continuing participant, the benefits program offers a variety of coverage options that are available to you.

ELIGIBILITY | Full-time employees working a minimum of 30 hours per week are eligible to participate in the benefits program on the first day of the month following one month of employment. Eligible employees must enroll within 30 days of becoming eligible. Eligible employees may also choose to enroll eligible family members, including a legal spouse / state registered or unregistered domestic partner and/or children.

DEPENDENTS | Generally, eligible dependents include a legal spouse / state

registered or unregistered domestic partner and/or children. Children are considered eligible if they are:

• You or your spouse’s / state registered or unregistered domestic partner’s biological children, stepchildren, adopted child or foster child up to age 26

• You or your spouse’s / state registered or unregistered domestic partner’s children of any age if they are incapable of self-support due to a physical or mental disability

Please note: Your enrollment choices remain in effect for the benefits plan year. If you miss the enrollment deadline, you may not enroll in the benefits program unless you have a qualified change in status during the plan year. See next page for details.

3

ELIGIBILITY & ENROLLMENT

CHANGES DURING THE YEAR | You are permitted to make changes to your benefits outside of the Open Enrollment period if you have a qualified change in status as defined by the IRS.

Generally, you may add or remove dependents from your benefits, as well as add, drop or change coverage if you submit your request for change within 30 days of the event. Examples include:

• Marriage, divorce or legal separation• Birth or adoption of a child• Death of a dependent• You or your spouse’s / state registered or

unregistered domestic partner’s loss or gain of coverage through our organization or another employer

• Change in residence affecting eligibility or access

If your change during the year is a result of the loss of eligibility or enrollment in Medicaid, Medicare or state health insurance programs, you must submit the request for change within 60 days.

For a complete explanation of qualified status changes, please refer to the Legal Information Regarding Your Plan section of this guide.

PAYING FOR COVERAGE | Hunter strives to provide you with a valuable benefits package at a reasonable cost. Based on your benefit selections and coverage level, you may be required to pay for a portion of the cost. The Cost of Coverage section in this guide outlines the rates and frequency of payroll deduction for each benefit.

WAIVE-OUT PROVISION | Employees may elect to “Waive” medical, vision, and/or dental coverage if you have access to coverage through a spouse / state registered / unregistered / state registered and unregistered domestic partner or through another plan. To waive coverage, you must select the “Waive Coverage” box on the back of the Election Form.

Please note that if you waive coverage, the next opportunity to enroll in your benefits will be during the next Open Enrollment period or when a Qualifying Status Change occurs.

ENROLLMENT MADE EASY | UltiProYou may log on from home or from work, at any time, day or night, during your enrollment period to select the coverage that's right for you and your family.

How to Access Employee Self-Service:

Log on from home: Go to https://n22.ultipro.com

Log on from work: Go to Hunter Corporate Portal (HCP) and double click on Employee Self-Service.

Our online system lets you:

• Elect your benefit coverage

• Update personal information, such as home address, telephone number, and emergency contact information

• Name beneficiaries for life insurance

• Access benefit plan information and contact information

• Print a confirmation statement after submitting your elections

• Look up your Paid Time Off (PTO) balance

• Access your paycheck history and tax withholding election(s)

4

MEDICAL COVERAGE

Whether you have a common cold or will be undergoing surgery, medical benefits cover a range of services and can provide peace of mind to help you offset healthcare costs.

MEDICAL PLAN OPTION(S) | Hunter offers an HMO and a PPO plan administered by Sharp Health Plan.

To help guide your plan selection, the following pages include details concerning how the plans will operate, as well as plan highlights and features. For your reference, an illustration of rates is listed in The Cost of Coverage section of this guide.

USING AN HMO PLAN | A Health Maintenance Organization (HMO) plan requires you and enrolled dependents to select a Primary Care Physician (PCP) who will direct the majority of your health care needs. Generally, an HMO operates as follows:

• You and any enrolled dependent(s) are not required to see the same PCP, and you may change your PCP at any time

• With the exception of an OB/GYN specialist who is affiliated with your selected medical group, you must receive a referral from your PCP before receiving services from a specialist

• Services may require a fixed-dollar payment up front, referred to as a co-payment• You do not have to submit claim forms to your insurance company• Any services rendered out-of-network without the proper referral from your PCP will not be covered

Sharp Health Plan administers the HMO plan(s) and a summary of covered services is listed on the following pages. For a complete listing of covered services for each plan, please refer to your Summary Plan Description (SPD).

5

MEDICAL COVERAGE

iBENEFITS | Employee Benefits on Your Mobile DevicesWith iBenefits, you can take your Employee Benefits information on the go!

Available for iOS and Android mobile devices, the iBenefits app makes checking your benefits information easier than ever!

With iBenefits, you can:• View our company’s benefit plans, 24/7• Access group numbers and review detailed

plan information when you need it most• Quickly contact an insurance company• Keep up with important benefit plan

announcements such as Open Enrollment dates, deadlines and more

Get it Now: Use Company Code Hunter2016 to login to the App.

• iBenefits• Download on the Apple App Store• Android App on Google Play

SHARP HEALTH CARE'S FollowMyHealth APP | On the Go!FollowMyHealth is a secure, personal and easy way to manage your health care – and the care of loved ones – online. A variety of features are available through the app:

• Access your personal health information• View test results• Send and receive messages from your

doctor's office• Schedule and cancel appointments• Review health information from your

doctor or hospital visits• Receive email reminders of appointments• And much more!

Scan the code below with your smartphone to access FolowMyHealth today!

USING A PPO PLAN | With a Preferred Provider Organization (PPO) plan you have greater flexibility and choice to use both in-network and out-of-network physicians. However, you are encouraged to receive services from the Nation Care in-network doctors, specialists or facilities. By doing so, you obtain a higher level of benefit than if services were rendered from an out-of-network provider. Additional important information regarding the use of a PPO plan includes:

• You and any enrolled dependent(s) are permitted to visit any doctor or facility without a referral from a Primary Care Physician (PCP)

• Certain services, such as doctor’s visits, may require a fixed-dollar payment up front, referred to as a co-payment

• Before the insurance company will pay certain medical expenses, you may be required to pay a plan specific amount, referred to as the deductible

• Once the deductible has been fulfilled, the insurance company will pay a large percentage of the cost of your care, known as coinsurance. You are then financially responsible for the remaining cost up to the out-of-pocket maximum

• Claim forms are submitted to the insurance company on your behalf when services are received from within the network

Administered by Meritain, a summary chart of covered services for the PPO plan(s) is/are listed on the following pages. Please refer to your Summary Plan Description (SPD) for a complete listing of covered services under each plan.

6

MEDICAL COVERAGE

PRESCRIPTION DRUG COVERAGE | Many FDA-approved prescription medications are covered through the benefits program. Regardless of the plan you have, you may save money by filling prescription requests at participating pharmacies. Additional important information regarding your prescription drug coverage is outlined below:

• Tiered prescription drug plans require varying levels of payment depending on the drug’s tier and your co-payment or coinsurance will be higher with a higher tier number

• Sharp has a drug formulary, or list of prescription drugs including both generic and brand-name medications, that are preferred

• The Sharp plans have 3 tiers with Tier 1 covering generic formulary medications, Tier 2 covering brand-name formulary drugs, and Tier 3 covering non-formulary medications

• Generic drugs are required by the FDA to contain the same active ingredients as their brand-name counterparts

• A brand-name medication is protected by a patent and can only be produced by one specified manufacturer

• Although you may be prescribed non-formulary prescriptions, these types of drugs are not on the insurance company’s preferred formulary list

• Specialty medications most often treat chronic or complex conditions and may require special storage or close monitoring

For a current version of the prescription drug list(s), go to www.Sharphealthplan.com for the HMO or www.mymeritain.com for the PPO. The summary chart(s) listed on the following page(s) contains plan coverage information.

INFORMING YOU OF HEALTH CARE REFORM | As of January 1, 2014, most U.S. citizens and legal residents are responsible for paying a penalty if they do not have qualifying health insurance coverage. In 2015, the penalty will be the greater of 2% of Modified Adjusted Gross Income (MAGI) or $325 per adult per year (50% of the adult penalty for children under 18 years of age), per household.

And in 2016, the penalty increases to be the greater of 2.5% of Modified Adjusted Gross Income (MAGI) or $695 per adult per year (50% of the adult penalty for children under 18 years of age), per household.

To avoid paying the penalty you can obtain health insurance through our benefits program or purchase coverage elsewhere, such as a State Health Insurance Exchange.

For more information regarding Health Care Reform, please contact HR Service Center or visit www.cciio.cms.gov. You can also visit www.coveredca.com to review information specific to the Covered California State Health Insurance Exchange.

WATCHING YOUR WALLET? There are a few ways you might be able to save money through the Prescription Drug plan.

• Generic Drugs: Talk to your doctor or pharmacist about trying generic drugs, which contain the same active ingredients as the brand-name equivalent and may reduce your pharmacy expenses

• Mail Order: Save time and money by utilizing your mail order service for your medications. A 90-day supply of your medication will be shipped directly to the address on file, instead of purchasing a typical 30-day supply ata walk-in pharmacy.

• Price Compare: Some pharmacies, such as those at warehouse clubs or discount stores may offer less expensive prescriptions than others. By calling ahead, you may determine which pharmacy provides the most competitive price.

7

MEDICAL COVERAGE

SELECTING A PLAN THAT'S RIGHT FOR YOU | As you evaluate your health plan options and insurance needs, consider the following factors:

• CHOICE: If you prefer to seek services from specific physicians, specialists or facilities, check to see if the medical plan option will cover services from those providers. While some health plans restrict your provider selection, others provide greater flexibility and choice

• COVERAGE: Whether routine, surgical, prescription or another type of coverage, determine if the plan covers the services and medical treatments you value most. Plan exclusions, restrictions and limitations may also guide your selection process, which are detailed in the Summary Plan Descriptions

• COST: Cost may be a large determining factor in your selection and each plan may contain a variety of cost components. Consider the amount of your payroll deduction, as well as other plan expenses such as deductibles, co-payments or coinsurance

You are encouraged to review The Cost of Coverage section of this guide, along with the complete Summary Plan Descriptions (SPD) of each plan.

Do you have questions regarding a plan? To correspond with a plan representative, refer to the Directory & Resources section for important contact information.

FREE | Preventive Health Care The Federal Health Care Reform law now requires insurance companies to cover preventive care services in full, saving you money and helping you maintain your health.

Such preventive services include:• Routine doctor’s visits• Annual checkups• Well-baby and child visits• Several types of immunizations

and screenings

To confirm that your preventive care services are covered, refer to your plan documentation.

8

MEDICAL COVERAGE

PLAN HIGHLIGHTS SHARP HEALTH PLAN

HMO 500 MERITAIN HEALTH NATION CARE PPO 1,500

YOU PAY IN-NETWORK YOU PAY OUT-OF-NETWORK YOU PAY

LIFETIME MAXIMUM Unlimited Unlimited Unlimited

ANNUAL DEDUCTIBLEIndividualFamily Maximum

$500$1,000

$1,500$3,000

$3,000$6,000

OUT-OF-POCKET MAXIMUMIndividualFamily Maximum

$3,000$6,000

$4,500$9,000

$9,000$18,000

OFFICE VISITPrimary Care Physician (PCP)Specialist

$20 co-pay$20 co-pay

$30 co-pay$30 co-pay

50% after deductible50% after deductible

HOSPITALIZATIONInpatient Care 20% after deductible 30% after deductible 50% after deductible

DIAGNOSTIC X-RAY & LAB TESTSPreventiveDiagnostic

$0 co-pay$0 co-pay

$0 co-pay$30 co-pay

50% after deductible50% after deductible

SURGERYOutpatient 20% after deductible 30% after deductible 50% after deductible

PREVENTIVE CARERoutine Physical $0 co-pay $0 co-pay 50% after deductible

URGENT CARE $20 co-pay $90 co-pay $90 co-pay

MATERNITYOutpatient Pre-NatalHospitalization & Delivery

$0 co-pay20% after deductible

$30 co-pay30% after deductible

50% after deductible50% after deductible

EMERGENCY SERVICESEmergency Room Visit 20% after deductible $250 co-pay after deductible

(co-pay waived if admitted) $250 co-pay after deductible (co-pay waived if admitted)

Ambulance (If medically necessary)

$150 per trip after deductible

$250 co-pay after deductible

$250 co-pay after deductible

PRESCRIPTION DRUGS*RETAIL SUPPLY

GenericBrand NameNon-FormularySpecialtyMAIL ORDER SUPPLYGenericBrand NameNon-Formulary

Participating pharmacies$10 co-pay (up to 30 days)$25 co-pay (up to 30 days)$50 co-pay (up to 30 days)n/aWellpartner$20 co-pay (up to 90 days)$50 co-pay (up to 90 days)$100 co-pay (up to 90 days)

CVS/Participating pharmacies$20 co-pay (up to 34 days)$40 co-pay (up to 34 days)$60 co-pay (up to 34 days)30% after deductibleCaremark$40 co-pay (up to 90 days)$80 co-pay (up to 90 days)$120 co-pay (up to 90 days)

$20 co-pay (up to 34 days)$40 co-pay (up to 34 days)$60 co-pay (up to 34 days) 30% after deductible Caremark$40 co-pay (up to 90 days)$80 co-pay (up to 90 days)$120 co-pay (up to 90 days)

MENTAL HEALTHInpatientOutpatient

20% after deductible$20 co-pay

30% after deductible$30 co-pay

50% after deductible 50% after deductible

SUBSTANCE ABUSEInpatientOutpatient

20% after deductible$20 co-pay

30% after deductible$30 co-pay

50% after deductible 50% after deductible

DURABLE MEDICAL EQUIPMENT

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

* Name-brand drugs are not covered when a generic is available, unless there is a medical reason why the generic cannot be used.

9

WELLNESS PROGRAM

Healthy, active lifestyles can help reduce the risk of chronic disease and may lower your annual health care costs. Because we care about your total well-being, we’re encouraging all employees to engage in our Wellness Program at no cost to you.

2016 LIFESHIFT REQUIREMENTS | Earn a total of 600 points before November 30, 2016 by completing the following 2 steps to earn the Lifeshift Incentive for 2017.

Step 1: Earn 300 points by completing the following requirements:

1. Meet with a Coach (100 pts)• Schedule to meet with a coach to review your wellness screening results (from either the biometric

screening or your Primary Care Physician appointment) and/or your personal health assessment1

2. Wellness Screening (100 pts)• Get screened at the Onsite Biometric Screening event2 OR• Schedule an appointment with your Primary Care Physician and have them fill out the Wellness

Screening Results form with your results

3. Fill out Personal Health Assessment online at hunter.yourbesthealth.com (100 pts)

Step 2: Earn another 300 points by completing any combination of the following items:

Wellness Activity Point Value Max Points Possible

Lifestyle Coaching* (Telephonic or On-site) *Program completion is required to receive the 150 points

150 pts for 6 sessions 300 (2x per year)

Complete 8-week Lifeshift/Best Health Tracker (with at least 4 contiguous weeks)

100 pts per completed8-week tracker

200 pts or 2x per year

Wellness Center or off-site fitness center participation 5 pts per day 300 pts or 60x per year

Wellness Center or Best Health Challenge 20 pts per completed challenge 100 pts or 5x per year

Wellness Center Evaluation 25 pts 25 pts or 1x per year

Complete Behavior Modification Program (weight loss program, etc.)

50 pts 50 pts or 1x per year

Step Into Health(min of 5,000 steps, 5 pt bonus for 10,000 steps)

5 pts per day 300 pts or 60x per year

Community Race or Hunter 5K completion 25 pts per completed race 75 pts max or 3x per year

Preventive Exam (must specify) 50 pts 100 pts or 2x per year

Healthy Pregnancy Program 50 pts 50 pts or 1x per year

Best Health Seminar 10 pts per seminar 50 pts or 5x per year

Non-user tobacco attestation 25 pts 25 pts or 1x per year

Flu vaccination 50 pts 50 pts or 1x per year

“I Commit” to my Health 10 pts 10 pts or 1x per year

*Please see details on back

10

WELLNESS PROGRAM

DETAILS OF REQUIREMENTS FOR NEW HIRES OR NEW PARTICIPANTS | Complete the requirements (Step 1 and Step 2) by either 6/30/16 to receive the Lifeshift incentive starting 8/1/16 or 11/30/16 to receive the Lifeshift incentive in 2017. Date of completion will determine when the Lifeshift incentive goes into effect.

Schedule an appointment with your on-site health coach or a telephonic coach to review the most recent wellness screening results and/or your personal health assessment. Your wellness screening does not have to be completed before meeting with a coach as you can review your most recent wellness screening results and your 2016 personal health assessment results. You can schedule an appointment with a coach online or by calling 1-877-849-2363.

Contact the HR Service Center for more information regarding the On-site Biometric Screening event schedule.

ALTERNATIVE ACTIVITIES TO MEET LIFESHIFT PROGRAM REQUIREMENTS | If you are unable to complete any wellness activities due to a medical condition, please contact Best Health to review alternative activities to complete the Lifeshift Program.

FITLINXX PEBBLE | After earning your 300 Step 1 Points, visit the HR Service Center to pick up your Pebble. Employees and Spouses/DPs are eligible to receive a Pebble on a one time basis.

BEST HEALTH CONTACT INFORMATIONProgram Administrator

Best Health Portal: https://hunter.yourbesthealth.com Telephone: (877) 849-2363 Email: besthealth@sharp.com

Telephonic Health Coaching

Telephone health coaching is available: Monday-Friday, 7:00 A.M. to 7:00 P.M. PT Telephone: (877) 849-2363 Email: besthealth@sharp.com

On-site Health Coaching — San Marcos Face-to-face health coaching is available by appointment:

Monday and Tuesday, 9:00 A.M. to 5:30 P.M. PT Wednesday 6:00 A.M. to 2:30 P.M. PT Telephone: (760) 304-7484 Email: Michelle.Milles@sharp.com Office Location: Bldg 1940, back lunch room office

11

DENTAL COVERAGE

1. Diagnostic and preventative charges do not count toward your annual benefit maximum.2. The listed percentages represent the portion of United Concordia's maximum allowable charge (MAC) for which the plan will be responsible.

Network providers agree to accept United Concordia's MAC for covered services as payment in full and also agree to file claims for you. If you or your family members receive services from a non-network provider, United Concordia will apply the percentages shown to the 90th percentile for covered services and you will be responsible for the difference, up to the provider's charge. United Concordia's standard exclusions and limitations apply.

3. Eligible for three cleanings per year during pregnancy.

HELPFUL DENTAL HINTS

Don’t forget about your semi-annual Dental Cleanings! Review your plan information to learn more about what is covered under the plan

• Refer to your Evidence of Coverage booklet for a detailed list of procedure codes and corresponding copayment amounts

• To find an in-network dentist, go to www.unitedconcordia.com and search the Provider Network or call 800.332.0366

Dental benefits are another important element of your overall health. With proper care, your teeth can and should last a lifetime.

YOUR DENTAL PLAN OPTION | This year, you and your eligible dependents have the opportunity to enroll in a Dental Preferred Provider Organization (PPO) plan offered by United Concordia.

USING THE PLAN | The Dental PPO plan is designed to give you the freedom to receive dental care from any licensed dentist of your choice. Keep in mind, you’ll receive the highest level of benefits from the plan if you select an in-network PPO dentist versus an out-of-network dentist who has not agreed to provide services at the negotiated rate. Additionally, no claim forms are required when using in-network dentist.

BENEFIT FEATURES IN-NETWORK DENTIST2 OUT-OF-NETWORK DENTIST2 YOU PAY YOU PAY

ANNUAL DEDUCTIBLE $0$50 individual $150 family maximum

ANNUAL BENEFIT MAXIMUM Combined in and out-of-network

$1,500 $1,000

DIAGNOSTIC & PREVENTATIVE1,3

Exams, cleanings, and bite-wing x-rays (2 exams/cleaning per year; sealants for children to age 14)

No charge; no deductible 10% no deductible

UC WELLNESSMembers (employees or covered dependents) with diabetes and certain other health conditions must sign up for this feature in My Dental Benefits on UCWellness.com

• Covers one additional periodontal maintenance per year covered at no charge

• Scaling and root planing are covered at no charge• Four periodontal surgery procedures are covered at no charge

BASIC SERVICESOral surgery, restorative-fillings, spaces maintainers, endodontic/periodontic treatment

20% 30% after deductible

MAJOR SERVICES Crown, jackets, cast restorations, prosthodontics (bridges & dentures)

50% 60% after deductible

ORTHODONTIA Not Covered Not Covered

12

VISION COVERAGE

By practicing healthy eye habits, you and your family members can work towards preserving your vision for the long haul.

YOUR VISION PLAN OPTION | Vision coverage is offered by Davis Vision as a Preferred Provider Organization (PPO) plan.

USING THE PLAN | As with a traditional PPO, you may take advantage of the highest level of benefit by receiving services from in-network vision providers and doctors. You would be responsible for a co-payment at the time of your service. However, if you receive services from an out-of-network doctor, you pay all expenses at the time of service and submit a claim for reimbursement up to the allowed amount.

Any questions pertaining to your vision coverage can be directed to Davis Vision by calling 800.999.5431 or visiting their website, www.davisvision.com.

CAN YOU SEE IT?

Common daily symptoms that may suggest a problem with your vision:

• Blurriness, blind spots or halos around lights

• Frequent headaches• Loss of sharpness• Sitting too close to the television• Squinting

BENEFIT FEATURE DAVIS VISION PROVIDER OUT-OF-NETWORKYOU PAY VISION PROVIDER YOU PAY

EYE EXAM (once every 12 months) $0 co-pay Up to $44

LENSES (once every 12 months)

Single VisionBifocalTrifocalLenticular

$25 co-pay $25 co-pay $25 co-pay $25 co-pay

Up to $44 Up to $66 Up to $88 Up to $135

FRAMES (once every 24 months)$0 co-pay1 or $175 allowance + 20% off balance

Up to $55

CONTACT LENSES (once every 12 months) $25 co-pay (evaluation/fitting) Necessary: Covered in full Elective: 100% covered2 or $130 allowance + 15% off balance

Necessary: Up to $275 Elective: Up to $115

1 From Davis Vision Collection (up to $160 value).2 From Davis Vision Collection

13

LIFE AND AD&D COVERAGE

In the event of your death, Life Insurance will provide your family members or other beneficiaries with financial protection and security. Additionally, the accidental death & dismemberment (AD&D) policy offers coverage in the event of accidental death or certain bodily injuries resulting in loss of limbs or vision.

EMPLOYER PAID BASIC LIFE AND AD&D | Paid for in full by Hunter, the benefits outlined below are provided by Cigna:

• Basic Life Insurance of 1x annual base salary up to $500,000• AD&D of 1x annual earnings up to $500,000

IRS REGULATION | Employees can receive employer paid life insurance up to $50,000 on a tax-free basis and do not have to report the payment as income. However, any amount in excess of $50,000 will be subject to imputed income tax. Insurance values and premiums are reduced at ages 65 and 70.

VOLUNTARY EMPLOYEE PAID LIFE AND AD&D | If you would like to supplement your employer paid insurance, additional Life and AD&D coverage for you and/or your dependents is available for purchase through Cigna.

• Employees: May purchase additional coverage in the amount of 1x, 2x, or 3x your annual base salary (max supplemental coverage may not exceed $500,000)

• For your spouse / state registered / unregistered domestic partner and children:

Option 1: Spouse/Domestic Partner – $10,000Child - $5,000 ($1,000 for children under 6 months old)

Option 2: Spouse/Domestic Partner – $5,000Child - $2,000 ($1,000 for children under 6 months old)

An Evidence of Insurability (EOI) form must be completed if you are enrolling when first eligible and requesting coverage greater than $250,000 or if you are wanting to add or increase existing coverage outside of your initial eligibility period.

Employee supplemental life insurance premiums will be deducted from your paycheck on a pre-tax basis, while premiums for dependent life will be deducted from your pay after taxes are withheld.

SELECT YOUR BENEFICIARY

Beneficiaries are individuals or entities that you select to receive benefits from your policy.

• You can change your beneficiary designation at any time

• You may designate a sole beneficiary or multiple beneficiaries to receive payment in the amount you specify

• To select or change your beneficiary, contact HR Service Center

14

DISABILITY COVERAGE

Should you experience a non-work related illness or injury that prevents you from working, disability coverage acts as income replacement to protect important assets and help you continue with some level of earnings. Benefits eligibility may be based on disability for your occupation or any occupation.

STATE DISABILITY INSURANCE | The state you reside in may provide a partial wage-replacement disability insurance plan. For more information regarding statutory disability programs, contact HR Service Center.

LONG TERM DISABILITY (LTD) | If your disability extends beyond 90 days, the LTD coverage through Cigna can replace 60% of your earnings, up to maximum of $10,000 per month. Your benefits may continue to be paid until you reach normal retirement age as long as you meet the definition of disability.

TAXATION OF DISABILITY COVERAGE | Because disability coverage is an employer paid benefit and is available for employees at no cost, any disability payments made to you will be taxable.

Please note: Consult your tax advisor for additional taxation information or advice.

DEFINING DISABILITY COVERAGE

• Benefit Period: Maximum amount of time you may receive proceeds for a continuous disability

• Commencement Date: The first day your disability is covered, which immediately follows the completion of the waiting period

• Elimination or Waiting Period: The time you must wait before you are eligible to receive benefit payments

15

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Hunter understands that you and your family members might experience a variety of personal or work-related challenges. Through the EAP, you have access to resources, information and counseling in order to address situations affecting your work-life balance.

YOUR EAP OPTION | Provided by Cigna, the Employee Assistance Program (EAP) is available to all employees and your dependents, as well as any member of your household. The purpose of the program is to provide confidential assistance at no-cost for a wide range of personal topics. Consultations are available for subjects such as:

• Child and elder care assistance• Identity theft• Marital, relationship, parenting and family

problems• Depression, stress and anxiety• Bereavement or grief counseling• Substance abuse and recovery

USING THE PROGRAM | When you’re faced with a troubling situation, the EAP will provide:

• 3 face-to-face sessions per year per member per incident

• Legal Services to guide you through a Divorce, Civil Lawsuits and other topics

• Valuable consumer information on many topics such as health, wellness, career, education, legal matters and personal finances, accessible through the Cigna website

ACCESS SUPPORT TODAY!

• By Phone 888.371.1125• Online www.cignabehavioral.com• Website password: hunterindustries

16

FLEXIBLE SPENDING ACCOUNT (FSA)

Stretch your health and dependent care dollars by using pre-tax dollars for qualified medical and dependent care costs by participating in the Flexible Spending Account program.

FSA OVERVIEW | You may have the option to enroll in and contribute towards one of the following types of Flexible Spending Accounts (FSAs), helping to reduce your taxable income and pay for eligible expenses for yourself, your spouse and your eligible dependents, on a tax-free basis. The FSA plan operates on a calendar year basis from January 1 through December 31. You may participate in one or all of the following accounts:

• A Health Care FSA can reimburse for health care expenses that are not covered, or are only partially covered, by your medical, dental and vision insurance plans including other eligible expenses. You will have immediate access to the entire annual contribution amount from the first day of the benefit year, before all scheduled contributions have been made

• The Dependent Care FSA can be used to pay for qualified child care and/or caregivers for a disabled family member living in the household who is unable to care for themselves. Unlike the Health Care FSA, you can only access the money that is currently in the account

With regards to the FSA types available, • The plan administrator is Tri-Ad• Contributions are deducted from your

paycheck in equal amounts during the year before federal, state and social security taxes are taken out

• Since you are not paying federal, state or social security taxes on the contributions, your taxable income is reduced and your spendable income actually increases

ENROLLING IN AN FSA | To participate in the FSA program, enrollment must be completed each year during the Open Enrollment period for both new and active employees up to the maximum amounts allowed. An annual contribution amount must be determined at the time of enrollment.

Once enrolled, you will have online access to view your FSA balance(s), check on a reimbursement status and more. If you’re a first time enrollee, register as a new user. Visit www.tri-ad.com to access Tri-Ads online portal.

The following sections provide additional information on contributing towards the FSA and using funds, as well as how reimbursements are completed.

2 1/2 MONTH EXTENSION | Hunter has elected to offer an extension for the Flexible Benefits Plan. What this means to you as a participant under the Plan is as follows:

• Although the Plan Year runs from January 1, 2016 through December 31, 2016, you will have the opportunity to still incur expenses after January 1, 2017 and get reimbursed.

• The plan will allow a “grace period” through March 15, 2017, allowing you to incur expenses 2 1/ 2 months after the plan year ends. If you have not had the opportunity to incur expenses during the plan year, this provision allows you additional time to incur expenses to be submitted.

• You will still have until April 15, 2017 to submit claims for services that qualify under the Plan Year.

Any questions? Be sure to contact Tri-Ads Customer Service at 888.842.1372.

17

FLEXIBLE SPENDING ACCOUNT (FSA)

ACCOUNT TYPE ELIGIBLE EXPENSES

Health Care FSA • Deductibles, copays and coinsurance, as well as out-of-pocket costs for medical, dental and vision services, including chiropractic and acupuncture services

• Prescription drugs and over-the-counter medications with a prescription are considered eligible

• Explicit guidelines for determining eligible expenses have yet to be provided by the Internal Revenue Service (IRS); for a list of potential eligible expenses that may be covered by a Flexible Spending Account (FSA), review Internal Revenue Code (IRC) section 213 (d). IRS Publication 502 (Medical and Dental Expenses) may be used as a guide for what expenses may be considered by the IRS to be for medical care; however, the guidelines should be used with caution when trying to determine what expenses are reimbursable under an FSA(1)

Dependent Care FSA

• Eligible child care, nanny services or residential disabled adult daycare for your dependents

• Dependents claimed on your federal income tax return, including those under age 13 and those of any age who are unable to care for themselves, who live with you for more than half of the taxable year and do not provide more than half of his/her own support would be considered eligible dependents for this FSA

• To determine potential eligible employment-related expenses view IRC sections 129 and 21. IRS Publication 503 (Child and Dependent Care Expenses) may also be used as a guide for what expenses that may be considered employment-related; however, Publication 503 should be used with caution when trying to determine what expenses are reimbursable under a Dependent Care FSA (1)

USING YOUR FUNDS | The types of expenses reimbursable by your spending accounts are determined by the IRS. Examples of eligible expenses and additional information are below.

CONTRIBUTING TO YOUR ACCOUNTS | Each account allows participants to contribute a set annual amount, as outlined in the chart below.

(1) Please note: This is informational only and not intended to serve as legal, tax, or financial advice. Participants in a Health Care FSA or Dependent Care FSA should consult their tax advisor before making any changes to their plan.

If you are at a participating FSA merchant when you incur eligible expenses, use your FSA debit card to complete your transaction. Each FSA enrolled employee receives one debit card, which is mailed to the address on file with Tri-Ad. The card will be automatically activated when you use it the first time. Keep itemized receipts in a safe place. The IRS or Tr-Ad may request a copy to substantiate a claim. If you are required to submit a receipt or some form of claim documentation and fail to comply, reimbursement may be denied.

ACCOUNT TYPE CONTRIBUTION LIMIT

Health Care FSA • You can contribute between $0 and $2,550 pre-tax in 2016

Dependent Care FSA

• If you are single, you can contribute up to $2,500 pre-tax in 2016• If you are married and filing a joint tax return, you can contribute up to $5,000 pre-tax

in 2016• If you are married and file separately, you can contribute up to $2,500 pre-tax in 2016

Please note: Consult your tax advisor for additional taxation information or advice.

Not sure how much to contribute? By estimating the eligible expenses you and your family might incur during the plan year, you will have a better sense of how much your annual contribution towards the FSA should be. The Planning Worksheets may help you determine an amount to contribute to the Health Care FSA and/or Dependent Care FSA.

18

FLEXIBLE SPENDING ACCOUNT (FSA)

ELIGIBLE EXPENSES Enter the amount not covered or reimbursed by your healthcare plan

ANNUAL ESTIMATED AMOUNT

Deductibles (medical, dental, and vision)$

Co-payments and coinsurance amounts $

Charges above the amount payable by your healthcare plans $

Medical, dental, orthodontia and vision care expenses not covered by your or your dependents’ healthcare plans $

Prescription drug expenses $

Other potential eligible expenses as identified in IRC section 213 (d) and IRS Publication 502 $

Total Estimated Healthcare Expenses (maximum annual allowed contribution of $ ) $

ELIGIBLE EXPENSES ANNUAL ESTIMATED AMOUNT

Tax deductible wages or salary paid to a baby-sitter or companion in or outside of your home residence $

Services of a daycare center and/or nursery school $

Cost of care at facilities away from home, such as family daycare or adult daycare centers $

Other potential eligible expenses as identified in IRC sections 129 and 21 and IRS Publication 502 $

Total Estimated Dependent Care Expenses (maximum annual allowed contribution of $ ) $

CONTRIBUTING TO YOUR ACCOUNTS | Continued

HEALTHCARE FSA WORKSHEET

DEPENDENT CARE FSA WORKSHEET

19

FLEXIBLE SPENDING ACCOUNT (FSA)

RECEIVING REIMBURSEMENTS | You will have until April 15, 2017 to submit a reimbursement request for claims incurred between January 1 and March 15, 2017. If you do not receive automatic reimbursement by using your debit card, you can submit a manual reimbursement request via the Tri-Ad website.

You may receive your manual reimbursement by check in the mail or by means of direct deposit into your personal Checking or Savings Account.

SAVING WITH AN FSA | Whether you are single, a working couple or have a family of four, an FSA provides more take-home pay and reduces your taxable income. The scenarios below highlight potential tax savings available through the FSA program.

SINGLE PERSON FAMILY OF FOUR

Without FSA With FSA Without FSA With FSA

Annual Salary $36,000 $36,000 $80,000 $80,000

Annual Pre-tax Contribution $0 $2,000 $0 $5,000

Taxable Income $36,000 $34,000 $80,000 $75,000

Taxes Withheld (1) ($11,034) ($10,421) ($24,520) ($22,988)

Annual After Tax Expenses ($2,000) $0 ($5,000) $0

Annual Take-home Pay $22,966 $23,579 $50,480 $52,013

Increase in Annual Take-home Pay with FSA

$613 $1,533

USE IT – DON'T LOSE IT!

With this FSA, funds do not rollover.• So long as you incurred expenses

between January 1 and December 31, 2016, and you were benefits eligible during that time, any qualified expenses incurred within that time period can be submitted for reimbursement as late as April 15, 2017

• In addition, because we offer you a grace period of two and a half months after the end of the plan year, if you incurred expenses between January 1 and March 15, 2015, you may seek reimbursement for those expenses until April 15, 2017. Any leftover amounts after April 15, 2017 will be forfeited.

(1) Please note: For example purposes, taxes were estimated at 30.65%. The tax advantages you receive will vary depending on your annual salary, tax filing status and annual contribution amount.

THE FSA HEALTH PLAN AND TERMINATION | If you are a participant in your Health FSA plan and you are terminated, your funds may be preserved and you may have other options available to you at the time of termination, if applicable. It is important that you check your Summary Plan Description or contact the HR Service Center at 760.591.7373 if you have any further questions regarding your FSA health plan funds at the time of termination. Your failure to act in conjunction with your Health FSA plan may cause your funds to be permanently forfeited after your termination.

20

401 (K) SAVINGS INVESTMENT PLAN

ELIGIBILITY & ENROLLMENT | To be eligible, you must be at least 18 years of age and employed by Hunter for a minimum of one month. Once eligible, unless you elect otherwise, 1% of your earnings will be automatically deducted each pay period as a pre-tax contribution to the plan and invested in the applicable T. Rowe Price Retirement Fund based on the year you reach age 65. You can cancel participation or change your contribution amount.

PLAN HIGHLIGHTS• You can save from 1% to 100% of your

earnings each pay period, subject to certain legal maximums.

• Amounts you contribute on a pre-tax basis (traditional 401(k)) are tax deferred.

• Hunter will match 100% of the first 3% of your contribution, and 50% of the next 2% of your contribution.

• With the auto escalation feature, your contribution increases by 1% each January 1 until you reach a 5% contribution rate if you were automatically enrolled in the plan with a 1% contribution rate and have never changed your savings rate.

• All Hunter matching contributions are immediately vested 100%.

• Saving is easy with payroll deductions.• You decide how your savings are invested.

You can change your investment decisions in the future.

• The plan is offered through TRANSAMERICA Retirement Solutions. You may enroll, change your contribution and investment election, or access account information through Transamerica's web site at www.trsretire.com, or by calling toll-free at (800) 755-5801.

ROTH 401(K) FEATURES | You can save for the future through a Roth 401(k) as part of the 401(k) Savings Investment Plan. A Roth 401(k) combines the features of a traditional 401(k) with those of a Roth Individual Retirement Account (IRA). If you wish, you may contribute pre-tax dollars to your regular 401(k) account as well as after-tax dollars to your Roth account. You decide what percentage of your retirement savings goes into each separate account. Once money goes into your Roth 401(k) account, it falls under all of the IRS rules and penalties for 401(k) accounts.

KEY FEATURES OF A ROTH 401(K) ACCOUNT

• Contributions are made with after-tax dollars. You do not get an upfront tax-deduction, as you do with the traditional 401(k); however, your Roth 401(k) account grows tax-free. With the traditional 401(k), taxes are deferred on your savings and investment growth. “Deferred” means that eventually you will pay income taxes on every penny saved, plus investment earnings.

• Withdrawals taken during retirement are not subject to income tax, provided you’re at least 59-1/2 and you’ve held the account for five years or more. Some people who prefer the Roth 401(k) to a traditional 401(k) plan say it is better to pay taxes on your savings now, while you are still working, than be hit with a tax bill at retirement when you no longer have a paycheck.

• Whether you invest in the traditional or Roth 401(k), Hunter’s matching contributions will go into the traditional 401(k).

21

To round out your health and welfare coverage, we offer these additional benefits to support both your personal & professional needs.

2016 HOLIDAYS | The following paid holidays will be observed: • New Year's Day• Memorial Day• Independence Day

• Labor Day• Thanksgiving Day

and day after

• Christmas Eve and Day• Two designated holidays

BUSINESS TRAVEL ACCIDENT | The Business Travel Accident benefit automatically provides 24/7 coverage for US and Canadian employees traveling abroad, in the event of accidental death or dismemberment due to an injury or accident while traveling on company business.

The benefit is 100% employer paid and insures each employee for up to $250,000, subject to the specific policy terms, conditions, and exclusions. Contact Risk Management for additional information.

PAID TIME OFF (PTO) | Regular full-time employees who are regularly scheduled to work forty (40) hours per week will earn PTO at the following annual accrual rates:

PAID MAXIMUM ACCRUAL | This is equal to 1.5 times the employee’s annual accrual rate. Once an employee reaches the maximum accrual rate, no additional PTO will accrue. PTO accrual will resume when the employee has used enough PTO to fall below the maximum accrual amount. Regular part-time employees working 20 hours or more per week are eligible for PTO accrual. PTO for regular part-time employees accrues on a pro-rate basis, based on the number of hours the employee is regularly scheduled to work. Temporary employees and employees who work less than 20 hours per week do not accrue PTO.

Other time off such as for family or medical reasons, please see Employee Handbook.

EDUCATIONAL ASSISTANCE | To encourage you to achieve your professional and personal goals for growth and satisfaction at every stage of your career,Hunter provides the Educational Assistance Program. Through the program, Hunter helps employees pay the cost of certain eligible education classes. Reimbursement rates are based on state school tuition rates, including fees for books, up to $5,000 per year. Regular full-time, active employees working at least30 hours per week may request reimbursement after being employed a minimum of three months. Please contact the HR Service Center to obtain program details and appropriate forms.

ADOPTION ASSISTANCE | Adopting a child can be an expensive and lengthy process. Hunter’s adoption assistance benefit helps by reimbursing up to $1,500 annually for one adoption. This benefit covers expenses that are reasonable and necessary for the adoption of a child who is 17 years of age or younger. The child may not be a relative or stepchild of either you or your spouse/domestic partner.

SMOKING CESSATION BENEFIT | To assist employees and their spouses/domestic partners who wish to quit smoking, Hunter will reimburse up to $300 for the costs of qualified smoking cessation programs and treatments. This is available on a one-time basis. Contact the American Lung Association (online: www.lungusa.org or telephone: 800-LUNG-USA) for a list of qualified smoking cessation programs.

ADDITIONAL BENEFITS

YEARS OF SERVICE ANNUAL ACCRUAL RATE MAXIMUM ACCRUAL

Up to 5 years 120 hours 180 hours

5+ to 10 years 160 hours 240 hours

10+ years 200 hours 300 hours

22

2016 EMPLOYEE CONTRIBUTION RATES

MEDICAL ANNUAL SALARY BELOW $50,999

Sharp HMO Regular Employee Rate

Hunter Contribution

Lifeshift Discounted Employee Rate

Hunter Contribution

Employee Only $33.13 $187.75 $22.09 $198.80

Employee + Spouse $121.49 $364.46 $97.19 $388.76

Employee + Child(ren) $83.94 $335.74 $62.95 $356.72

Employee + Family $155.17 $465.51 $124.14 $496.55

Nation Care PPO Regular Employee Rate

Hunter Contribution

Lifeshift Discounted Employee Rate

Hunter Contribution

Employee Only $70.61 $282.42 $52.95 $300.07

Employee + Spouse $229.43 $535.34 $191.19 $573.57

Employee + Child(ren) $165.46 $496.37 $132.36 $529.46

Employee + Family $292.32 $682.08 $243.60 $730.80

Employee contribution rates are determined by your annual salary and your participation in wellness activities. Rates shown are per pay period. Employee contributions for medical, dental, vision, and life insurance are deducted from 24 paychecks during year.

MEDICAL ANNUAL SALARY $51,000 - ABOVE

Sharp HMO Regular Employee Rate

Hunter Contribution

Lifeshift Discounted Employee Rate

Hunter Contribution

Employee Only $44.18 $176.71 $33.13 $187.75

Employee + Spouse $145.78 $340.16 $121.49 $364.46

Employee + Child(ren) $104.92 $314.76 $83.94 $335.74

Employee + Family $186.21 $434.48 $155.17 $465.51

Nation Care PPO Regular Employee Rate

Hunter Contribution

Lifeshift Discounted Employee Rate

Hunter Contribution

Employee Only $88.26 $264.77 $70.61 $282.42

Employee + Spouse $267.67 $497.10 $229.43 $535.34

Employee + Child(ren) $198.55 $463.27 $165.46 $496.37

Employee + Family $341.04 $633.36 $292.32 $682.08

23

2016 EMPLOYEE CONTRIBUTION RATES

DENTAL

UNITED CONCORDIA EMPLOYEE RATE

Employee Only $3.55

Employee + Spouse $11.02

Employee + Child(ren) $ 10.33

Employee + Family $ 15.89

VISION

UNITED CONCORDIA EMPLOYEE RATE

Employee Only $3.28

Employee + Spouse $5.90

Employee + Child(ren) $6.23

Employee + Family $9.84

BASIC LIFE AND AD&D INSURANCE

Hunter provides 1 times annual base salary up to a maximum of $500,000 of basic life and accidental death and dismemberment (AD&D) insurance to eligible employees at no cost.

SUPPLEMENTAL LIFE AND AD&D INSURANCE

You may purchase supplemental life and AD&D insurance of 1, 2 or 3 times your annual base salary up to a maximum of $500,000. Your cost is determined by your age and the amount of coverage you choose. The chart below shows your cost per $1,000 of coverage per pay period. Note: coverage reduces at age 65 to 65% of the original amount and at age 70 to 50% of the original amount.

AGE COST PER $1,000 OF COVERAGE

Less than age 30 $ 0.0340

30 to 34 $ 0.0425

35 to 39 $ 0.0555

40 to 44 $ 0.0935

45 to 49 $ 0.1955

50 to 54 $ 0.2680

55 to 59 $ 0.4465

60 to 64 $ 0.6250

65 to 69 $ 1.0880

70+ $ 1.9150

EXAMPLE OF HOW TO CALCULATE SUPPLEMENTAL LIFE INSURANCE COST Assume you are 40 years old with an annual base salary of $42,000 and wish to purchase supplemental life insurance of 2 times annual base salary.

• 2 X $42,000 = $84,000 (coverage amount requested)

• $84,000 / $1,000 = 84

• 84 X $0.0935 = $7.85 cost per pay period

DEPENDENT LIFE AND AD&D INSURANCE

Option 1: Spouse: $10,000, Each Child: $5,000, Cost Per Pay Period: $1.14

Option 2: Spouse: $5,000, Each Child: $2,000, Cost Per Pay Period: $0.56

NOTE: $1,000 for children under 6 months old.

LONG-TERM DISABILITY

Hunter provides a core LTD benefit of 60% of your base monthly earnings up to a maximum benefit of $10,000 per month at no cost to eligible employees.

24

PLAN GUIDELINES / EVIDENCE OF COVERAGE

The benefit summaries listed on the previous pages are brief summaries only. They do not fully describe the benefits coverage for your health and welfare plans. For details on the benefits coverage, please refer to the plan’s Evidence of Coverage. The Evidence of Coverage or Summary Plan Description is the binding document between the elected health plan and the member.

A health plan physician must determine that the services and supplies are medically necessary to prevent, diagnose, or treat the members’ medical condition. These services and supplies must be provided, prescribed, authorized, or directed by the health plan’s network physician unless the member enrolls in the PPO plan where the member can use a non-network physician.

The HMO member must receive the services and supplies at a health plan facility or skilled nursing facility inside the service area except where specifically noted to the contrary in the Evidence of Coverage.

For details on the benefit and claims review and adjudication procedures for each plan, please refer to the plan’s Evidence of Coverage. If there are any discrepancies between benefits included in this summary and the Evidence of Coverage or Summary Plan Description, the Evidence of Coverage or Summary Plan Description will prevail.

!?&

25

NOTES

DIRECTORY & RESOURCES

Below, please find important contact information and resources for Hunter.

INFORMATION REGARDING CONTACT INFORMATION

Enrollment & Eligibility

HR Service Center 760-591-7373 HR.ServiceCenter@hunterindustries.com

UltiPro https://n22.ultipro.com

Benefits Broker

Barney & Barney, a Marsh & McLennan Insurance Agency, LLC company 9171 Towne Centre Dr., Ste. 500 San Diego, CA 92122

800.321.4696twww.barneyandbarney.com @barneyandbarney.com

Medical Coverage

Sharp Health Plan HMO – Group #479091Member ServiceWellpartner Mail Service Drugs

(800) 359-2002(877) 935-5797

www.SharpHealthPlan.comwww.wellpartner.com

Meritain NationCare PPO – Group #TC176Customer ServicePharmacyCaremark Mail Service Drugs

(800) 847-8361(866) 475-7589(877) 460-7766

Find Network Providers:www.aetna.com/docfind/custom/mymeritain/www.caremark.com

Dental Coverage

United Concordia - Group #899478-000 (800) 332-0366 www.unitedconcordia.com

Vision Coverage

Davis Vision – Group #2268 (800) 999-5431 www.davisvision.com

Life, AD&D and Disability

Cigna Group Life - Group #FLX-963113AD&D - Group #OK-964771

(800) 362-4462 www.cigna.com

Cigna DisabilityLTD - Group #FLK–960437

(800) 362-4462 www.cigna.com

Employee Assistance Program

Cigna Emplyoee Assistance Program (888) 371-1125 www.cignabehavioral.com

Reimbursement Account

TRI-AD-Reimbursement Account (800) 733-7555 www.tri-ad.com

401(k) Retirement Plan Adviser

TRANSAMERICA Retirement Solutions – 401(K) (800) 755-5801 www.trsretire.com

Hunter LifeShift Program Administrator

Best Health (877) 849-2363 Secured FAX (888) 552-5760

https://hunter.yourbesthealth.com Secured Drop Box https://www.hightail.com/u/besthealth Email: besthealth@sharp.com

On-site Health Coach – San Marcos Call to set-up appointment

(760) 304-7484 https://hunter.yourbesthealth.com Email: Michelle.Milles@sharp.com

LIT-616 US 5/16