The information contained herein is proprietary and may only be shared with immediate family members, as long as the family member does not work for a defense contractor

EMPLOYEE ELIGIBILITY

Employees regularly scheduled to work 20 or more hours a week are offered the following plans: Medical*, Tricare supplement, Dental, Vision, Flexible Spending Account (FSA), Lifelock, Employee Assistance Plan (EAP), Short Term Disability (STD)**, Long Term Disability (LTD), Life Insurance, Accidental Death &Dismemberment (AD&D), Critical Illness, Accident, Hospital Confinement, and 401(k).

*NOTE: Part Time Employees (those regularly scheduled to work 20-39 hours per week) are eligible to elect all benefit plans listed above. However, the company contributes to the employee’s medical coverage only. Temporary Employees (those who are hired for a shorter duration, or not regularly scheduled at least 20 hours per week) are eligible to elect either of our High Deductible Health Plan (HDHP) medical plans. The company contributes to the employee’s medical coverage only.

**Not available to employees who work in cities or states that have their own temporary disability insurance provisions/requirements (For example: NY, NJ, CA, HI)

COVERAGE EFFECTIVE DATE

Employees become eligible first of the month following date of hire. Dependent coverage will go into effect when your coverage becomes effective. Rehires and Transfers will have their benefits effective first of the month following rehire/transfer date.

HOW VECTRUS CONTRIBUTES TO YOUR BENEFITS

Vectrus provides an hourly benefit fringe rate* on your behalf. These benefit fringe dollars are generated by the hours you are paid each pay period (up to 80 hours) and used to offset the monthly premium cost of the company-provided basic life/AD&D insurance, and medical coverage that you elect. This offset is reflected as the monthly employer cost in the benefit rate sheets on page 5. If there are any remaining fringe dollars after your offset; they are deposited monthly into your 401(a) account set up for you with Prudential Retirement.

*Please check with your HR POC for the benefit fringe rate.

MEDICARE ELIGIBLE EMPLOYEES CMS, Centers for Medicare and Medicaid Services, has issued Medicare Secondary Payer rules that prohibit an employer from providing an incentive for employees to enroll in Medicare instead of a health plan offered by the employer. CMS has taken the position that an employer who allows the fringe to be directed to other benefits, other than to group health coverage, is essentially providing an incentive to enroll in Medicare.

What this means to you is that you are required to enroll in one of the medical plans offered by Vectrus for a January 1, 2021 effective date. There is an exception to this requirement: if you are waiving medical coverage under Vectrus’ plans because you are enrolled under your spouse’s employer’s plan, you may complete the affidavit stating this reason for waiving our medical coverage.

If you are covered under a spouse’s plan, please refer to the below verbiage and page 4 of this booklet.

Special Rules Regarding Medicare Secondary Payer Provisions Applicable to Fringe Employees

The Medicare Secondary Payer provisions of the Social Security Act and implementing regulations and policy prohibit employers from offering Medicare beneficiaries financial or other benefits as incentives not to enroll in, or terminate enrollment in, a Group Health Plan (GHP) that would otherwise be primary to Medicare. This includes GHPs that are contributed to, sponsored by, or facilitated by a Medicare beneficiary's employer, where the Medicare beneficiary has current employment status. A GHP is considered primary to Medicare if it is required to pay medical claims first before Medicare pays its share of the claim. Most employer sponsored Group Health Plans are Primary to Medicare. The Center for Medicare and Medicaid Services has issued an announcement informing employers that allowing a Medicare-eligible employee to decline the employer sponsored group health plan and contributing the Health and Welfare dollars to other benefits or as cash constitutes an impermissible financial incentive. We have determined that you are a Medicare eligible employee. In order to comply with the Medicare Secondary Payer provisions as interpreted by the Center for Medicare and Medicaid Services, you will automatically be enrolled for employee only coverage in the lowest cost medical option. You will have 30 days to make changes in the event you would like to choose another plan option or add dependent coverage. If you wish to waive medical coverage, you must have other credible coverage under another Group Health Plan that is primary to Medicare and provide evidence of that coverage.

Documentation Required If you believe that you are covered under a Group Health Plan that is primary to Medicare and wish to decline enrollment in a medical plan offered by Vectrus, you must complete the Affidavit on the following page, and provide proof of your enrollment in your other Group Health Plan, such as an insurance card or letter from the employer sponsoring the Group Health Plan. Because TRICARE becomes secondary to Medicare when the members become Medicare-eligible; employees that have TRICARE and are Medicare-eligible are unable to decline a enrollment in a Vectrus medical plan. In addition, some medical plans through the VA are primary to Medicare, but not all. Willful falsification of information regarding coverage under another Group Health Plan that is primary to Medicare may result in disciplinary action, up to and including termination of employment. A copy of the Center for Medicare and Medicaid Services announcement regarding this policy is available, email customercare@cbiz.com. In addition, there is a website that may provide some additional information. https://www.medicare.gov/supplements-other-insurance/how-medicare-works-with-other-insurance/which-insurance-pays-first

If you are making a monthly contribution to a Health Savings Account through payroll deduction, and are also enrolled in any part of Medicare, the IRS prohibits contributions to a Health Savings Account. You should consult with your tax advisor to see if any adjustment for the current or prior tax years are recommended.

If you are covered under a spouse’s plan, complete the affidavit located on the next page or in the Custom library and return it to customercare@cbiz.com. Failure to provide proof will result in you being defaulted into the 4500 HDHP (high deductible health plan).

Affidavit of Other Group Health Plan Coverage

Primary to Medicare

Employee Last Name: First Name: Employee ID #:

Plan Name:

Coverage Primary to Medicare (Plan and carrier)

Proof of Coverage Provided: (check one and attach):

Insurance (Primary to Medicare) Card

Other Describe:

By signing below, I represent and warrant that I am covered under the above named Group Health Plan and that said plan pays primary to Medicare. I understand that if I cease to be covered under such plan, it is my responsibility to notify my employer of such change within 30 days, in which case, I may be automatically enrolled in Employee Only coverage under my employer’s lowest cost health plan option. The cost of such coverage will be paid from the hourly Health & Welfare contribution my employer makes on my behalf under the provisions of my applicable Wage Determination.

I understand that falsification of the above information or failure to report a change in coverage under the other Group Health Plan may result in disciplinary action, up to and including termination of employment.

Employee Signature Date

Please email this affidavit, along with proof of coverage primary to Medicare to CustomerCare@CBIZ.com or call 1.800.733.1589 should you have any questions or need further assistance.

Monthly Premium

Employer Cost Employee Cost Employer Cost Employee Cost Employer Cost Employee Cost

Single EE+SP EE+Child(ren) Family

$673.80 $673.80 $673.80 $673.80

$93.02 $983.05 $779.10 $1,669.07

$590.25 $673.80 $673.80 $673.80

$0.00 $601.18 $444.58 $1,129.14

$515.93 $673.80 $673.80 $673.80

$0.00 $437.85 $302.08 $897.73

You may choose to open an HSA account if enrolled in this plan.

You may choose to open an HSA account if enrolled in this plan.

Monthly Premium

Employer Cost Employee Cost Employer Cost Employee Cost Employer Cost Employee Cost

Single EE+SP EE+Child(ren) Family

$336.20 $336.20 $336.20 $336.20

$430.62 $1,320.65 $1,116.70 $2,006.67

$336.20 $336.20 $336.20 $336.20

$254.05 $938.78 $782.18 $1,466.74

$336.20 $336.20 $336.20 $336.20

$179.73 $775.45 $639.68 $1,235.33

You may choose to open an HSA account if enrolled in this plan.

You may choose to open an HSA account if enrolled in this plan.

FULL TIME (Employees regularly scheduled to work 40 hours per week)

PART TIME (Employees regularly scheduled to work less than 40 hours per week)

TEMPORARY (Employees regularly scheduled to work less than 20 hours per week)

Monthly Premium

Employer Cost Employee Cost Employer Cost Employee Cost

Single EE+SP EE+Child(ren) Family

$337.60 $337.60 $337.60 $337.60

$252.65 $937.38 $780.78 $1,465.34

$337.60 $337.60 $337.60 $337.60

$178.33 $774.04 $638.28 $1,233.93

You may choose to open an HSA account if enrolled in this plan.

You may choose to open an HSA account if enrolled in this plan.

DENTAL PREMIUM

Single $33.88

Employee + Spouse $62.69

Employee + Child(ren) $71.16 Family $116.91

Single $0.74 $5.52

Employee + Spouse $1.45 $10.84

Employee + Child(ren) $1.67 $10.99

Family $2.28 $16.59

VISION PREMIUM

Employee Only $67.50

Employee + Children $132.50

Employee + Spouse $132.50

Employee + Family $178.50

TRICARE SUPPLEMENT

BASIC LIFE AND AD&D COVERAGE Vectrus provides Basic Life and Accidental Death and Dismemberment (AD&D) insurance to all eligible employees. Policies are administered by MetLife Insurance. In the event of your death, the amount of your life insurance is payable to your beneficiary.

Your base coverage is:

Employee: $10,000 At Age 75: Reduced to 65% of benefit. At Age 80: Reduced to 45% of benefit. At Age 86: Reduced to 30% of benefit.

Vectrus also provides a basic AD&D insurance equal to the life insurance amount at no cost to you. If you die as a result of a covered accident, your beneficiary will receive the full amount of your life and AD&D coverage.

** Basic Life insurance / AD&D provided to those who are regularly scheduled to work at least 20 hours per week

*If you live in the state of Washington, rates may vary

VOLUNTARY LIFE INSURANCE This is life insurance that you may purchase to cover yourself and your family. Coverage is through MetLife Group Insurance, and the premium is determined by the amount of coverage you elect and your age.

Employee: $10,000 increments up to a maximum of $500,000. Guaranteed Issue will be the lesser of 5(x) times your annual salary rounded to the next higher $10,000 or $300,000 (only offered to new hires within 1st 30 days).

Spouse: $10,000 increments to a maximum of $100,000. Guaranteed Issue: $50,000 (only offered to new hires within 1st 30 days or if you experience an applicable Qualifying Event).

Child(ren): $2,000 increments to a maximum of $10,000. Guaranteed Issue: $10,000

Employees must elect a minimum of $10,000 Voluntary Term Life Insurance for themselves in order to enroll for Spouse and/or Child(ren) Voluntary Life.

For your convenience, payments are made through convenient payroll deductions.

A Voluntary Life Insurance policy provides an extra layer of financial protection for your beneficiaries. It provides funds that they could use to pay outstanding bills, mortgage payments, funeral expenses, etc. In the event of your death, this payment will be made to your beneficiaries in addition to the payout from your Basic Life and AD&D Insurance policies.

Unmarried dependent children eligibility is 14 days to 26 years of age. The maximum benefit for a dependent child who is age 14 days but less than 6 months old is $500.

Any changes to your age or salary that would affect your monthly premium will take effect January 1 following the age and/or salary change.

VOLUNTARY AD&D INSURANCE This is a plan that you may purchase through convenient payroll deductions to cover yourself and your family. Coverage is provided by MetLife Group Insurance. The premium is determined by the amount of coverage you elect. This is in addition to the amount included in your employer-paid Basic Life and AD&D Insurance policy.

Employee: $25,000 increments up to a maximum of $500,000.

Spouse: $25,000 increments to a maximum of $500,000.

Child(ren): $2,000 increments to a maximum of $10,000.

NOTE: You must be enrolled in order to enroll your Spouse and/or Child(ren) in Voluntary AD&D Insurance. Unmarried dependent children eligibility is up to age 26.

A Voluntary AD&D Insurance policy can help you make ends meet if you are faced with a severe accident. This coverage will pay you, or your beneficiaries, a specified amount in the event of a fatal accident or an accident that results in you losing your eyesight, speech, hearing, or a limb. If you’re hurt, you can use these funds in any way you like, to help pay bills, out-of-pocket expenses, education expenses, and more.

< 20 $0.43 $0.40

$0.148 per $1,000 of coverage

20-24 $0.48 $0.45

25-29 $0.57 $0.50

30-34 $0.61 $0.60

35-39 $0.75 $0.70

40-44 $1.00 $1.04

45-49 $1.50 $1.65

50-54 $2.30 $2.75

55-59 $4.30 $3.95

60-64 $6.60 $6.44

65-69 $9.60 $9.09

70-74 $14.78 $16.98

75-79 $21.34 $24.53

80+ $32.01 $36.80

VOLUNTARY LIFE PREMIUMS

Note: Definition of Spouse: current lawful spouse of an employee (*)Total cost for one child is the same as for multiple children.

(*)Definition of Spouse: current lawful spouse of an employee (**)Total cost for one child is the same as for multiple children.

$25,000 $0.50 $0.45

$50,000 $1.00 $0.90

$75,000 $1.50 $1.35

$100,000 $2.00 $1.80

$125,000 $2.50 $2.25

$150,000 $3.00 $2.70

$175,000 $3.50 $3.15

$200,000 $4.00 $3.60

$225,000 $4.50 $4.05

$250,000 $5.00 $4.50

$275,000 $5.50 $4.95

$300,000 $6.00 $5.40

$325,000 $6.50 $5.85

$350,000 $7.00 $6.30

$375,000 $7.50 $6.75

$400,000 $8.00 $7.20

$425,000 $8.50 $7.65

$450,000 $9.00 $8.10

$475,000 $9.50 $8.55

$500,000 $10.00 $9.00

$2,000 $0.04

$4,000 $0.07

$6,000 $0.11

$8,000 $0.14

$10,000 $0.18

VOLUNTARY AD&D PREMIUMS

Weekly Benefit Minimum $25 $25

Weekly Benefit Maximum $500 $750

% of Income 50% of base weekly salary 60% of base weekly salary

Waiting Period 14 days 14 days

Duration of Benefit 24 Weeks (approx. 6 months) 24 Weeks (approx. 6 months)

Age Rates per $10 of Weekly Benefit

18 – 29 $0.064

30 – 34 $0.092

35 – 39 $0.152

40 – 44 $0.197

45 – 49 $0.335

50 – 54 $0.510

55 – 59 $0.639

60 – 64 $0.602

65 – 69 $0.189

70+ $0.327

Age Rates per $10 of Weekly Benefit

<30 $0.071

30 – 34 $0.071

35 – 39 $0.101

40 – 44 $0.167

45 – 49 $0.217

50 – 54 $0.369

55 – 59 $0.562

60 – 64 $0.706

65 – 69 $0.881

70+ $0.207

Vectrus offers two STD plans. The Base plan provides a weekly benefit up to 50% of your base earnings to a maximum of $500 per week. The second plan is a Buy-up plan that provides a weekly benefit up to 60% of your base earnings to a maximum of $750 per week. You have the choice of electing either the Base plan or the Buy-up plan – YOU CANNOT ELECT BOTH. Regardless of the plan you choose the en-tire cost of this coverage is paid by you the employee.

Monthly Minimum Benefit $100 $100

Monthly Maximum Benefit $5,000 $5,000

% of Income 50% of base monthly salary 60% of base monthly salary

Waiting Period 180 Days 180 Days

Age at Commencement of Disability Duration of Benefit Period

Age 62 or younger To age 65 or the date the 42nd

monthly benefits is payable, if later To age 65 or the date the 42nd

monthly benefits is payable, if later

63 years 36 Monthly payments 36 Monthly payments

64 years 30 Monthly payments 30 Monthly payments

65 years 24 Monthly payments 24 Monthly payments

66 years 21 Monthly payments 21 Monthly payments

67 years 18 Monthly payments 18 Monthly payments

68 years 15 Monthly payments 15 Monthly payments

69 years or older 12 Monthly payments 12 Monthly payments

Age Rates per $100 of Payroll

18 – 29 $0.146

30 – 34 $0.215

35 – 39 $0.370

40 – 44 $0.480

45 – 49 $0.832

50 – 54 $1.246

55 – 59 $1.565

60 – 64 $1.477

65 – 69 $0.439

70+ $0.800

Age Rates per $100 of Weekly Benefit

<25 $0.204

25 – 29 $0.220

30 – 34 $0.332

35 – 39 $0.534

40 – 44 $0.732

45 – 49 $1.262

50 – 54 $1.883

55 – 59 $2.345

60 - 64 $2.231

65 – 69 $0.663

70+ $1.213

Vectrus offers two LTD plans. The Base plan provides a monthly benefit up to 50% of your base earnings to a maximum of $5,000 per month. The second plan is a Buy-up plan that provides a monthly benefit up to 60% of your base earnings to a maximum of $5,000 per month. You have the choice of electing either the Base plan or the Buy-up plan – YOU CANNOT ELECT BOTH. The entire cost of this coverage is paid by you the employee.

PAID LEAVE PROVISIONS Paid Time Off/ Vacation / Sick Leave must be taken at a minimum of .25 hour increments, unless

otherwise outlined in your Collective Bargaining Agreement or program policy. In cases where an employee is eligible for paid time off that also qualifies under any other leave law,

all applicable leave laws will run concurrently to the extent allowed.

Eg: FMLA, Workers Comp, etc.

HOLIDAY PAY Vectrus observes the 10 US Federal holidays each year.

Part time employees (those regularly scheduled to work under 40 hours per week) are entitled to pro-rated holiday based on the number of hours they regularly work.

Temporary employees (as defined by Vectrus) are not entitled to holiday pay.

VACATION The vacation schedule is as follows:

• 3.08 hours of vacation per pay period / 80 hours by 1st anniversary • 4.62 hours of vacation per pay period / 120 hours by 7th anniversary • 6.16 hours of vacation per pay period / 160 hours by 11th anniversary

Employees can have two times annual allotment on books at one time before they cease to accrue any further.

Part time employees (as defined by Vectrus) will accrue vacation at a pro-rated amount based on the number of hours they are paid. Temporary employees (as defined by Vectrus) are not entitled to paid vacation.

PAID SICK LEAVE Where applicable, the company complies with Executive Order (EO) 13706, Paid Sick Leave (PSL) for Federal Contractors and/or any other local sick leave requirement.

For paid sick leave purposes, a year is defined as the twelve (12) month period following an employee’s date of hire or first date of entry into the plan.

Employees begin to accrue sick leave from the first hour worked at the rate of 1 hour for every 30 worked to a maximum of 56 hours earned per sick leave year.

Employees can accrue up to a maximum of 56 hours per sick leave year.

All earned, but unused sick leave will carry over into the new sick leave year, while maintaining the cap of 56 hour banked at one time.

Employees who carryover unused sick leave will be able to earn up to the amount carried over at the rate above should their balance go below 56 hours.

An employee may only be awarded and/or accrue a total of 56 hours of sick leave per year. At no time will the employee have more than 56 hours of sick leave on the books at one time. Employees who take three (3) or more consecutive days off from work due to any injury, illness or other permissible reason as identified under EO 13706 must provide documentation from their healthcare provider or other permissible source, to the extent allowed by law, within 30 days of the first day the employee was absent for the aforementioned reason(s).

For all foreseeable leave, Employee’s must request to use PSL at least seven (7) calendar days in advance. If the leave is not foreseeable, and the Employee is unable to request leave at least seven (7) calendar days in advance, the Employee must make the request for leave as soon as is practicable. Failure to do so may result in the denial of PSL.

For more information, go to: https://www.dol.gov/whd/flsa/eo13706/faq.htm

In cases where an employee is recording PSL for time off of work that qualifies under the Family Medical Leave Act (FMLA)or any other leave law; PSL, and all other applicable leave laws will run concurrently as allowed.

Unless required by law, temporary employees are not eligible for sick leave.

The above sick leave schedule does not apply to employees who are working in areas that have paid sick leave ordinances (or similarly named / accounted for). In these situations, the company will comply with the applicable local laws. Please contact your HR POC for more information.

This guide is intended to be a summary of the benefits available to eligible Vectrus employees. For complete plan details, refer to the governing plan documents and benefit contracts, which are available for your review by logging in to your account on the CBIZ Benefit website and clicking

on “Library”. If there are inconsistencies or discrepancies between this guide and the governing plan documents and benefit contracts, the governing plan documents and benefit contracts will control.

No rights shall accrue to you and/or your dependents because of any statement, error or omission in this comparison. Reasonable efforts are made to keep employees apprised of any changes in any benefit plan offered through Vectrus, however we reserve the right to amend, replace,

and/or terminate any of the benefit plans described in this guide without prior notice to employees. 12.3.20

AFCAPEX, AFCAPNE, AFCAPPT, AFCATEMP