2019 Benefits Guide

LHM

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2019

2 Benefit Overview

Enrollment ..................................................................................4

Medical ........................................................................................7

In-Network / Virtual Visits / Healthy Pregnancy / Prescriptions .......................................8

Health Savings Account ...........................................................9

Flexible Spending Account ...................................................11

Voluntary Vision ......................................................................12

Dental ........................................................................................13

Life/AD&D .................................................................................14

Disability ....................................................................................16

Aflac Critical Illness .................................................................17

Aflac Accident Coverage........................................................18

Employee Assistance Program ............................................19

401(k) .........................................................................................20

Fit for the Future .....................................................................22

Contact Information ...............................................................23

For the most current information, visit: lhm.com/benefits or portal.adp.com

Note: This publication is only a partial summary of benefits and is provided for informational purposes only. It does not describe all elements of the summarized programs. For complete information regarding the benefits, plan provisions, limitations, and exclusions, and for a description of grievance procedures and binding arbitration of disputes, refer to the subscriber certificate that will be provided to you after enrollment. In the event of a discrepancy or conflict between the information contained in this publication and the benefit plan provisions, the plan documents and insurance contracts will govern. Copies of these documents are available for your review from your Human Resources or People & Culture Department. No rights shall accrue to you and/or your dependents because of any statement, error, or omission in this publication.

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Benefit Overview 3

2019

DEAR LARRY H. MILLER EMPLOYEE:

We are pleased to present the 2019 Larry H. Miller Group of Companies Benefits Guide. This guide is intended to clarify the benefit options available to you and to help you make informed choices that best suit your needs. This guide summarizes each benefit and illustrates the significance of your benefits package as part of your total compensation. Remember, the guide only serves as an overview of your benefits. Please refer to the Summary Plan Document for a complete benefit description.

We’d also like to make you aware that the IRS has rules that require employers to strictly enforce enrollment deadlines with regard to receiving benefit enrollment forms before an employee’s effective date. This means we cannot accept forms turned in on or after the effective date. Further, if you experience a qualifying event allowing you to add, drop, or modify coverage mid-year, you have 30 days from the event date to make the change.

We are pleased to be able to offer these valuable benefits to you. Thank you for being a partner in our success!

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4 Benefit Overview

In addition to your compensation, the Larry H. Miller Group of Companies Benefits Package helps in a major way to further your financial well-being, including benefits such as vacation, sick leave, contributions to your 401(k), workers’ compensation, and social security. The value of the Larry H. Miller Benefits Package adds approximately 40% or more to your income. Together, this is a solid package demonstrating the value of working for the Larry H. Miller Group of Companies! These important benefit coverages provide a financial safety net for you and your family in the event of unexpected and potentially catastrophic events. The LHM benefit programs are structured around life events that trigger the need for coverage such as the following:

• Caring for your physical well-being and that of your dependents in case of illness or injury.

• Protecting your earnings in the event you are disabled. • Providing for your family in the event of your death or the death

of an enrolled spouse or family dependent. • Supplementing your retirement income.

Complete plan descriptions can be accessed on the LHM employee communication site at lhm.com/benefits or portal.adp.com

The benefits package is designed to take advantage of IRS provisions under section 125 that allow the portion of premiums you pay for medical, dental, and vision benefits to be deducted from your paycheck on a pretax basis. This saves you money! Applicable premiums you pay for voluntary accidental coverage, voluntary critical illness, voluntary life insurance, or short-term and long-term disability are deducted from your paycheck on an after-tax basis. If you participate in the Larry H. Miller Traditional 401(k) plan, your contributions are deducted from your paycheck on a pretax basis. If you participate in the Roth 401(k) plan, your contributions are deducted from your paycheck on an after-tax basis. Please read all the information carefully and become familiar with your benefits; ask questions and become an active participant in the delivery of your benefits; and review your benefits package with appropriate representatives and family members prior to making your selections.

The choices you make will remain in force during the entire 2019 plan year (unless there is an IRS-approved qualifying event).

So choose wisely!

Notice: If you have Medicare or will become eligible for Medicare in the next 12 months (age 65), federal law gives you more choices about your prescription drug coverage. See your Human Resources or People & Culture Representative for more information.

Welcome to the Larry H. Miller Group of Companies Benefits Package. We are pleased to offer you and your family members a comprehensive benefits package including medical, health savings account, vision, prescription drugs, dental, life, disability insurance, Employee Assistance Program, flexible spending accounts, critical illness and accident coverage, and a 401(k).

The value of the Larry H. Miller Benefits Package adds approximately 40% or more to your income.

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Benefit Overview 5

2019

Each fall, during a designated time period, the Larry H. Miller Group of Companies conducts an annual enrollment period for the upcoming calendar year. During this enrollment period, eligible employees are invited to review the upcoming benefits package in greater detail.

This is an important time because it is the one time during the year you may change your benefit elections and/or add or delete family members from benefit coverages without documenting a qualifying event. There may be benefit programs that require an additional application and approval by the insurance carrier. Your enrollment elections will not be accepted on or after your benefit effective date.

After the enrollment deadline, benefit elections cannot be changed or canceled until the next enrollment period, unless a qualifying event occurs. A qualifying event is a change in family or employment status if:

• You get married or divorced. • You add a dependent child through birth, adoption, or change in custody. • Your spouse or dependent dies. • Your dependent loses eligibility for coverage. • Your spouse loses or qualifies for health coverage through

his/her employer.

When you have a qualifying event, change in family or employment status, you have 30 days from the event date to complete and return a new enrollment form. Changes are then effective on the qualifying event date.

ENROLLMENT

This guide is designed to be a companion to your confirmation statement. Subsequent pages give detailed explanations concerning your benefits and include all the information you will need to fill out your form and enroll in your benefits. Please remember to have the birth dates and social security numbers for all covered dependents when you complete your form.

DEPENDENTS

A dependent is defined as your legal spouse through marriage and legal dependent children (this includes children through adoption, step-children through marriage, and court-appointed legal custody). Parents, divorced spouses, and grandparents are not considered dependents and are not eligible for any of the benefits provided by the Larry H. Miller Group of Companies. Individual benefits have specific rules, age, and eligibility requirements regarding dependents listed as follows:

• When you elect family coverage for medical, vision, dental, and life insurance coverage, your eligible legal dependent child(ren) are covered up to age 26.

• Unmarried, disabled dependent children over age 26 may be eligible for continuous coverage when certification has been approved.

Choose your benefits wisely! After the enrollment deadline, benefit elections cannot be changed or canceled until the next enrollment period, unless a qualifying event occurs. All enrollment elections must be made PRIOR to the effective date.

Enrollment

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6 Benefit Overview

ELIGIBILITYIn order to enroll in or maintain eligibility for medical benefits, you must be considered a full-time employee (working continuously 30 hours or more per week). Benefits will begin according to the following time schedule and eligibility requirements:

• Medical, Health Savings Account, Dental, Vision, Life, Basic AD&D, Short-Term Disability, Critical Illness, Accident Coverage, and Reimbursement Account: Benefits begin on the first of the month following 60 days of continuous full-time employment. When you elect medical benefits, your eligible, legally dependent child(ren) are covered up to age 26.

• Long-Term Disability: You become eligible for Long-Term Disability coverage after you have completed 12 consecutive months of full-time employment. Employees are enrolled in the basic benefit, and you may elect to buy-up an additional, supplemental benefit on January 1 or July 1, whichever date comes first after eligibility requirements are satisfied. The premium for the basic benefit is paid entirely by your employer. The Long-Term Disability Buy-Up supplemental benefit is paid completely by the employee.

• 401(k) Plan: You are eligible to participate in the Larry H. Miller Group of Companies 401(k) plan the first of the month following 60 days of continuous full-time employment. Part-time employees are eligible to participate only after accruing 1,000 hours in a previous 12-month period. In addition, you must be at least 21 years old before you are eligible to participate in the 401(k) plan.

Employees hired after the plan year begins who have met eligibility requirements can select their coverage choices for the remainder of that plan year.

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Benefit Overview 7

2019MedicalThe Larry H. Miller Group of Companies is pleased to offer four medical plans that offer great coverage. Each plan offers you complete choice when selecting your doctor or hospital. Coverage is administered by CIGNA Open Access Plus IN Plan or UnitedHealthcare Choice Plan (Utah only).

Your medical plan is designed to offer you options and flexibility when choosing delivery of your health care while ensuring stabilization of costs for all employees. With the health benefits plan, you can use a network provider each time you need care. You do not need to obtain a referral for care when using a network provider.

Medical

Medical Benefits CIGNA Economy /UHC Economy

CIGNA Base /UHC Base

CIGNA Plus /UHC Plus

CIGNA HDHP /UHC HDHP

Conditions & Limits In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network

Calendar Year Deductible $500/$1,000No Benefit

$2,000/$4,000No Benefit

$1,000/$2,000No Benefit

$3,000/$6,000No Benefit

Out-of-Pocket Maximum $7,350/$14,700 $7,150/$14,300 $5,000/$10,000 $6,550/$13,100

Outpatient Services

Routine Preventive Care Covered 100%

No Benefit

Covered 100%

No Benefit

Covered 100%

No Benefit

Covered 100%

No Benefit

Office Visits – Primary Care Physicians $20 Copay 80% 80% 80% AD

Office Visits – Specialists $40 Copay 70% 70% 70% AD

Outpatient Surgery 70% AD 80% AD 80% AD 80% AD

Virtual Visits $15 Copay $15 Copay $15 Copay 80% AD

Minor Lab/X-Ray (In Office) 70% 80% 80% 80% AD

Major Lab/X-Ray 70% 70% 70% 70% AD

Urgent Care 70% 70% 70% 70% AD

Emergency Room $350 Copay + 70% AD

$350 Copay + 70% AD

$350 Copay + 80% AD

$350 Copay + 80% AD

$350 Copay + 80% AD

$350 Copay + 80% AD 80% AD 80% AD

Inpatient Services

Hospital 50% AD No Benefit 80% AD No Benefit 80% AD No Benefit 80% AD No Benefit

Mental Health/Substance Abuse

Inpatient 50% AD

No Benefit

80% AD

No Benefit

80% AD

No Benefit

80% AD

No BenefitOutpatient 70% 80% AD 80% AD 80% AD

Outpatient – Office $20 Copay 80% AD 80% AD 80% AD

Prescription Drugs (Retail)

Annual Rx Individual Deductible $500

UseParticipatingPharmacies

$150

UseParticipatingPharmacies

$150

UseParticipatingPharmacies

N/A

UseParticipatingPharmacies

Generic $10 Copay $10 Copay $10 Copay 80% AD

Preferred 70% APD 70%$150 Max APD

70% $150 Max APD 80% AD

Non-Preferred 50% APD 50%$300 Max APD

50%$300 Max APD 80% AD

Specialty 50% APD 50%$500 Max APD

50%$500 Max APD 80% AD

AD: After Deductible APD: After Pharmacy Deductible

Monthly Contributions CIGNA Economy /UHC Economy

CIGNA Base /UHC Base

CIGNA Plus /UHC Plus

CIGNA HDHP /UHC HDHP

Employee Employer Employee Employer Employee Employer Employee Employer

Employee $57 $362 $94 $362 $137 $362 $63 $362

Employee & Spouse $399 $606 $488 $606 $592 $606 $415 $606

Employee & 1 Child $219 $491 $282 $491 $357 $491 $231 $491

Family $518 $863 $640 $863 $784 $863 $540 $863

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8 Benefit Overview

IN-NETWORK MEDICAL COVERAGEThe Larry H. Miller Group of Companies’ medical benefit plans will only cover in-network services (unless there is a life-threatening emergency), as provided by medical doctors, specialists, hospitals, lab, and x-ray. Before you need care, be sure to check if your doctor, provider, or place of service is an “in-network” provider and contracts with our insurance carriers.

Visit: mycigna.com—Open Access Plus IN Plan, or myuhc.com—Choice Plan to find an in-network medical provider.

VIRTUAL VISITS Ever find yourself or your child sick in the middle of the night or while traveling away from home? Is your regular doctor unavailable? Larry H. Miller’s medical insurance makes it easy, convenient, and cost-effective for you to contact a doctor by phone or virtual visit. All you need is online access to your insurance account (mycigna.com or myuhc.com), and you’re virtually there! Set up your account, find a virtual doctor, make an appointment, receive your service, and make your payment. Save time and money. It’s that simple!

HEALTHY PREGNANCY/HEALTHY BABYAre you expecting or plan to have a baby this year? If so, let the Larry H. Miller Healthy Pregnancy/Healthy Baby program get you and your baby off to a great start! Whether you’re in your first trimester or later, you can enroll in this program through your insurance carrier. It will help you and your baby stay healthy during your pregnancy and in the days and weeks following your baby’s birth. You’ll receive personalized attention and educational materials about your pregnancy—everything from tips on how to handle your discomfort during pregnancy to what foods to avoid, as well as birthing classes.

PRESCRIPTIONSAn important message regarding your prescription drug benefits: Be aware there may be changes to insurance carriers’ drug lists, such as prescriptions changing from preferred to generic. Some prescriptions may be available over-the-counter and no longer covered by insurance.

Please note that unless your doctor writes, “Dispense as written,” your prescription will be filled as generic. Remember, the FDA requires that all generics must have the same active ingredients as a brand name in order to qualify, even if the color or shape of the pill is different. It’s what’s inside that counts!

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Benefit Overview 9

2019

The Larry H. Miller Group of Companies makes a Health Savings Account available to you, which is administered by Discovery Benefits. The monthly administration fee of $1.50 will be deducted from your account.

A Health Savings Account (HSA) is a tax-advantaged account that can be used to pay eligible medical expenses not covered by an insurance plan, including deductibles and coinsurance. You can fund your HSA with pretax dollars.

Who is eligible for a Health Savings Account? Anyone who satisfies all of the following: • Covered by a Qualified High Deductible Health Plan (QHDHP). • Cannot be covered under another medical plan. • Not enrolled in Medicare A or Medicare B benefits. • Not eligible to be claimed on another person’s tax return.

What is a deductible? It is a set dollar amount, determined by your plan that you must pay out of pocket or from your HSA account before insurance coverage for medical expenses can begin.

What is the difference between an HSA and Flexible Spending Account (FSA)? • An HSA can rollover unused funds from year to year indefinitely. • FSA contribution limits are lower than for HSAs. In addition, not all FSAs have a rollover feature, and those

that do can only rollover a limited amount.

When do I use my HSA? After visiting a physician, facility, or pharmacy, request that they submit your claim to your medical carrier for payment. You should make sure that your provider has your most up-to-date insurance information. Once the claim has been processed, any out-of-pocket expenses will be billed. At this time, you may choose the following options: • Use your HSA debit card to pay for any out-of-pocket expenses. • You may choose to write a personal check, receiving reimbursement at a later date. • You can choose to save your HSA dollars for future medical expenses.

You should always ask that your claim be submitted to the health plan before you seek reimbursement from your HSA. This procedure will ensure that provided discounts are applied. Also, remember to keep all medical receipts and Explanation of Benefits (EOBs) to support your personal tax record. You should keep these records for at least four years.

How much can be contributed to an HSA? As noted by federal law, the annual contribution limits are:

Type of Coverage 2019 MAXIMUM ANNUAL CONTRIBUTION

Individual $3,500

Employee + Spouse, Employee + 1 Child, and Family $7,000

Individuals age 55 or older may be eligible to make a catch-up contribution of $1,000 in 2019.

Health Savings Account

HSA—Health Savings Account

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10 Benefit Overview

How does a Health Savings Account work? Part 1: Qualifying High Deductible Health Insurance Plan

Intended to cover serious illness or injury after the deductible is met.

Part 2: Health Savings Account Pays for out-of-pocket qualifying medical expenses incurred before the deductible is met.

How is an HSA used to pay for medical care? 1. Employee funds an HSA account. 2. Employee seeks medical services. 3. A bill for medical services is submitted as a claim to your insurance carrier and paid in part according

to your HDHP, subject to a deductible and coinsurance.*4. Employee can pay the remaining amount with a debit card or check from their HSA account. 5. This process is repeated until the out-of-pocket maximum is reached, after which, the employee generally

should be covered for almost all in-network eligible expenses.

*Subject to plan design; check your benefits summary.

Please refer to the formal plan documents for a complete description of benefits, limitations, and exclusions.

Can I contribute to both an HSA and FSA in the same year? You may not contribute to or use a general purpose health FSA and an HSA.

What if I am a new hire or have a special enrollment and enroll in an HSA in the middle of the year? If you enroll in an HSA and corresponding HDHP at any time other than the start of the calendar year, so long as you enroll by December 1, you may still contribute the maximum amount allowed for the calendar year. (See the chart on the previous page.) However, the IRS requires you to participate in the HDHP during a subsequent testing period (generally through the end of the following year). Failure to do so will result in adverse tax consequences.

Why should I elect an HSA? 1. Cost Savings • Tax benefits: - HSA contributions are excluded from federal income tax. - Interest earning may be tax-free. - Withdrawals for eligible expenses are exempt from federal income tax. • You generally pay a lower plan premium for an HDHP than a traditional indemnity plan. • Unused money is held in interest-bearing savings or investment accounts from year to year. Note: Many states have passed legislation to provide favorable state tax treatment for HSAs. However, in a small number of states, amounts contributed to HSAs and interest earned on HSA accounts could be included in the employee’s compensation for state income tax purposes.

2. Long-Term Financial Benefits • Save for future medical expenses, including retiree medical. • Funds roll over from year to year. • This is your account—you take it with you. If you leave your employer, you can do the following: - Leave your funds in your current HSA account. - Transfer your funds to an HSA with your new employer. - Transfer your funds to another qualifying account within 60 days.

3. Choice • You control and manage your health care expenses. • You choose when to use your HSA dollars to pay your health care expenses. • You choose when to save your HSA dollars and pay health care expenses out of pocket. • You can choose to increase or decrease your election during the year (as allowed by your employer).

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Benefit Overview 11

2019

The Larry H. Miller Group of Companies makes a Flexible Spending Account available to you, which is administered by Discovery Benefits. Larry H. Miller Group of Companies pays the administration fee on behalf of its employees.

Want to learn an easy way to give yourself a pay raise? Take advantage of a Flexible Spending Account (FSA), and you’ll have more money pretty quickly. It’s an opportunity for you to set aside a portion of your salary, before taxes, to pay for qualified medical or dependent care expenses. The part of your income which is not taxed ends up in your pocket.

Grace Period Remember that “use it or lose it” IRS requirement for FSA plans? Well, the Larry H. Miller plan allows you a grace period to carry over any unused money from one calendar year into March of the next year. For example, if you have a remaining balance in your FSA account as of 12/31/2019, you’ll be able to incur a qualified medical, pharmacy, or dental claim by March 15, 2020, and be reimbursed for those claims no later than March 31, 2020. If you elect an HSA, you are not eligible to elect a health care FSA.

How Reimbursement Accounts Work Sometimes referred to as a Cafeteria Plan, Flex Plan, or a Section 125 Plan, a Flexible Spending Account (FSA) allows your medical and dental premiums to be paid on a pretax basis. It also lets you set aside a certain amount of your paycheck into a Dependent Care Reimbursement Account or Medical Reimbursement Account before paying income taxes (medical reimbursement requires a $25 per month minimum election up to $2,600 annual maximum). This can save you approximately 20–30% or more on out-of-pocket costs, depending on your personal tax rate. During your annual enrollment (annual re-enrollment is required for the FSA program) or when you are first eligible for benefits, you decide how much you want to deposit into your reimbursement account(s). When you have an expense that qualifies, you pay the bill, complete a claim form, attach copies of your receipts, and mail or fax all to the address on the claim form. You will generally receive your reimbursement check within two working days, or you may use direct deposit so reimbursement is much faster. It’s that easy—and you save money! At any time, you may access your personal account through the administrator’s website. Please be sure to keep copies of the claim form and receipt(s) for your records.

Using Your Debit Benefit Card Your debit card works just like a credit card to pay for eligible expenses without using the cash in your pocket. No more submitting claims and waiting for a reimbursement check!

Here’s How It Works: • Use the card to pay for qualified unreimbursed medical expenses and health care products at locations that accept VISA. Most doctors’ offices and pharmacies accept the card. • The card will not work at other locations, and you cannot get “cash advances.” There is no PIN. • Save all your receipts, attach them to the notification letter, and send them to the FSA administrator.

That’s it! The limit of your debit card will be determined by the current balance of your health care Flexible Spending Account. Please remember, you must save all receipts and submit them to the administrator should you receive a notification letter. Failure to submit your receipts may result in a deactivation of your card. Please do not fill out a claim form for items purchased with the card.

The Dependent Care Reimbursement Account The Dependent Care Reimbursement Account reimburses you for eligible daycare expenses for qualified children and adults. Through regular payroll deductions, you may set aside up to $5,000 in pretax dollars for these expenses on a tax-free basis. To qualify, your dependent(s) must be a child under the age of 13 or a child, spouse, or other dependent who is physically or mentally incapable of self-care and spends at least eight hours per day in your household. Dependent Care Reimbursement is paid when you have received qualified dependent care with an accompanying paid receipt.

FSA—Flexible Spending Account

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12 Benefit Overview

Visi

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Voluntary Vision The Larry H. Miller Group of Companies offers a reimbursement vision plan administered by Town & Country in addition to your medical plan coverage. Members may use ANY vision provider and be reimbursed at the maximum benefit level. After receiving vision care services, submit your itemized receipt for prompt reimbursement using one of these methods: scan and email, fax, or regular mail.

Vision Benefits Town & CountrySilver Vision 150

Eyeglass Exam with Dilation as Necessary

Plan pays up to $50Contact Exam

Standard Contact Fitting

Lenses

Single Vision/Bifocal/TrifocalPlan pays up to $75

Standard Progressive Lens

Lens Options

Standard Polycarbonate (Adults & Children under 19)

Plan pays a combined benefit up to $100

Scratch Resistant Coating

UV Treatment

Tint (Solid and Gradient)

Anti-Reflective Coating

Frames

Allowance Based on Retail Pricing Plan pays up to $150

Contacts (In Lieu of Glasses Benefit)

Disposable / Conventional Plan pays up to $150

Frequency

Exams/Lenses/Contacts/Frames Once Every Calendar Year

Monthly Contribution

Employee Employee & Spouse Employee & 1 Child Family

Monthly Premium $5.11 $10.70 $10.20 $17.12

 

Benefit Overview 13

2019D

ental

DentalThe Larry H. Miller Group of Companies offers two preferred provider dental benefit plans administered by CIGNA. Both plans allow you to choose your provider; however, you will have less out-of-pocket expenses when choosing an in-network provider.

Both plans include preventive services such as cleanings, x-rays, and exams; basic or restorative services including extractions, fillings, endodontic, and periodontal care; and major dental services involving crowns, bridges, and dentures. There is a $1,250 calendar year maximum per member for these services. The only benefit difference between these plans is the children’s orthodontia benefit included in Plan 1.

Dental Benefit Highlights

Plan 1 In- and Out-of-Network

Plan 2In- and Out-of-Network

Deductible $50 Per Individual/$150 Per Family $50 Per Individual/$150 Per Family

Annual Maximum $1,250 Per Person $1,250 Per Person

Type A* Preventive: Includes Oral Examinations, Prophylaxis (Cleanings), Topical Fluoride Applications, X-Rays, Space Maintainers, and Sealants.

Insurance Pays: 100% In-Network 80% Out-of-Network

Insurance Pays: 100% In-Network 80% Out-of-Network

Type B* Basic: Includes Fillings, Simple Extractions, Bridge Repair, Endodontics, Oral Surgery, Periodontics, and General Anesthesia.

80% After Deductible 80% After Deductible

Type C* Major: Includes Bridges, Dentures, Inlays, Onlays, and Crowns. 50% After Deductible 50% After Deductible

Type D Orthodontia: Children to Age 19 50% to $1,250 Lifetime Maximum Not Covered

* Subject to the negotiated fee that participating dentists have agreed to accept as payment in full. The term “In-Network Benefits” refers to benefits when services are rendered by a participating contracted provider. “Out-of-Network Benefits” refers to benefits when services are rendered by a non-participating provider. Please refer to your benefits booklet for a complete list and description of covered services.

PREFERRED PROVIDER NETWORK While you may use any dentist of your choice, the plan provides certain advantages when you use a participating dentist. Participating dentists file your claim forms and accept payment directly from the insurance carrier. Participating dentists agree not to charge the difference between their fee and the contracted allowed amount, with the exception of applicable deductibles and coinsurances.

Monthly Contribution

Dental Monthly Rates Employee Employee & Spouse Employee & 1 Child Family

Plan 1: With Child Orthodontia Benefit

Employee Cost: NA N/A $50 $79

LHM Cost: NA N/A $22 $31

Total Rate: NA N/A $72 $110

Plan 2: No Orthodontia Benefit

Employee Cost: $10 $35 $25 $48

LHM Cost: $20 $17 $27 $25

Total Rate: $30 $52 $52 $73

 

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14 Benefit Overview

Life/Accidental Death & DismembermentThe Larry H. Miller Group of Companies provides Basic Life, Dependent Life, and Accidental Death & Dismemberment (AD&D) insurance at no cost to you through Mutual of Omaha. A voluntary supplemental life plan is also available.

A. Basic Life and AD&D Insurance—100% Paid by the Larry H. Miller Group of Companies. Provides a death benefit payable to the insured employee’s named beneficiary if death occurs while you, the employee, are insured under this plan. All full-time eligible employees are covered with $25,000 of term life insurance. Along with your basic life insurance benefit, the Group also provides an Accidental Death and Dismemberment policy that matches your basic coverage if you die accidentally or are dismembered. The Larry H. Miller Group of Companies provides $5,000 of coverage for your spouse and for each child up to age 26. Coverage will end at termination of employment.

B. Voluntary Term Employee Life Insurance—100% Employee Paid. This insurance is not sponsored or paid for by the employer, but it is available at affordable group rates. Voluntary Group Life Insurance is available for five times your annual salary in increments of $10,000 up to a maximum of $1,000,000. If you enroll when you are first eligible (the first day of the month after 60 days of full-time employment), you may purchase up to five times your salary or $350,000 of insurance (whichever is less) without medical underwriting. At annual enrollment, you have the opportunity to apply for additional voluntary life insurance. You, your spouse, and your dependent(s) are NOT covered until your application(s) have been approved by the life insurance carrier. If you terminate employment, coverage will end and you will have the option of converting your voluntary life policy to an individual policy.*

C. Voluntary Term Spouse Life Insurance—100% Employee Paid. You may also purchase additional life insurance for your spouse and children. Spouse coverage is available in increments of $5,000 up to $250,000, not to exceed 50% of the employee’s coverage. When first eligible, you can select up to $50,000 without medical underwriting. If you terminate employment, coverage will end and you will have the option of converting your voluntary life policy to an individual policy.*

Voluntary Life Insurance — Employee and Spouse

Age Table Rate Factor Per $1,000 of Coverage

Under 30 $0.055

30–34 $0.064

35–39 $0.092

40–44 $0.147

45–49 $0.258

50–54 $0.387

55–59 $0.654

60–64 $0.737

65–69 $1.382

70–74 $2.211

75+ $7.278

*All life insurance benefits reduce to 65% at age 65, 50% at age 70, and 35% at age 75. ** Benefits require the employee to be actively at work on his/her first eligibility date.

Use Applicant’s Age for Calculations

1. Amount of coverage I want: $_________

÷ 1,000

2. Divide the amount written in line 1 by $1,000: = $_________

3. Locate your age from the age table and multiply the amount of coverage rate factor by the amount written on line 2: x $_________

The answer is your monthly cost of insurance: $_________

Example: $100,000 of coverage divided by $1,000 = $100 X $0.147 (age 40) = $14.70

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Benefit Overview 15

2019Life / AD

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D. Voluntary Term Dependent Life Insurance—100% Employee Paid. Dependent coverage is available from live birth for $5,000 or $10,000. When first eligible, this covers all eligible children without medical underwriting. If you terminate employment, coverage will end, and you will have the option of converting your voluntary life policy to an individual policy. Contact your Payroll Administrator for more information.

Voluntary Dependent Life Insurance

Insurance Amount Monthly Cost of Insurance

$5,000 $0.92

$10,000 $1.84

Use Applicant’s Age for Calculations

1. The monthly rate is: $_________

(Rate is regardless of the number of children.)

GETTING THE MOST OUT OF YOUR BENEFITS:

How Much Life Insurance Do You Really Need?There is no perfect way to decide exactly how much life insurance you will need—this amount is different for everyone and changes according to each person’s family situation and financial goals. However, the following formula can give you an estimate of your needs:

Short-Term Needs (expenses, outstanding debts, emergency cash reserve, etc.) + Long-Term Debts (mortgage balance, children’s college tuition, family maintenance expenses, etc.) - Resources (your current savings and salary) = Your Life Insurance Needs

If your life insurance needs exceed your current budget, go through the formula again and make adjustments to your original figures. The following questions can help you to decide how much is right for you:

• How many people depend on your income to sustain their lifestyles? • How much money does your spouse make? • How much debt would need to be repaid in order for your family to get by without you?

The more important your income is to your family’s lifestyle, the more life insurance coverage you should consider electing. Being aware of your financial goals is the most important thing you can do when deciding how much life insurance to select.

2019

16 Benefit Overview

DisabilityThe Larry H. Miller Group of Companies provides Long-Term Disability coverage at no cost to you through Mutual of Omaha and a Voluntary Long-Term Disability Buy-Up option. Voluntary Short-Term Disability insurance is also available to full-time eligible employees.

A. Long-Term Disability—100% Paid by the Larry H. Miller Group of Companies. Long-Term Disability (LTD) coverage replaces a percentage of your income on a monthly basis in the event you are unable to work due to a non-work-related accident or illness. The Larry H. Miller Group of Companies pays the entire premium of LTD insurance. The coverage provides income replacement up to 50% of annual compensation up to a monthly benefit of $5,000 (as based on W-2 earnings) for up to two years. There is a 90-day waiting period after the disabling event. At this time, if LTD is approved by the carrier, benefits will be provided. Employment with the Group will cease at the time LTD is approved. You are eligible for coverage on January 1st or July 1st following 12 months of full-time employment.

B. Voluntary Long-Term Disability—100% Employee Paid. You have the option to buy-up your Long-Term Disability (LTD) based on 60% of your W-2 earnings up to a maximum monthly benefit of $10,000. You are eligible for coverage on January 1st or July 1st following 12 months of full-time employment.

Voluntary Long-Term Disability

Insurance Benefit Monthly Cost of Insurance

60% of your W-2 earnings Monthly income ÷ 100 x $0.184 = Your Premium

C. Voluntary Short-Term Disability—100% Employee Paid. Short-Term Disability (STD) is optional coverage for full-time eligible employees for non-work-related illness and non-work-related accidents. While this insurance is voluntary, it is available at group rates and paid by you on a post-tax basis. Premiums are based on the weekly benefit amount of coverage you elect. If a disability should occur, your benefit is based on the coverage you elected, up to 40% or 60% of your salary to a weekly maximum of $1,500. Coverage is available on the first of the month after 60 days of full-time employment.

Voluntary Short-Term Disability*

Age Table Rate Factor Per $1,000 of Coverage

Under 40 $0.0177

40–44 $0.0205

45–49 $0.0245

50–54 $0.0314

55–59 $0.0368

60–64 $0.0443

65–69 $0.0477

70+ $0.0784

*Benefits require the employee to be actively at work on his/her first eligibility date.

1. Indicate your weekly earnings: $_________

2. Check your desired benefit amount: �40% �60%

3. Multiply your weekly earnings by your benefit amount: $_________

4. If the amount above is greater than $1,500, write $1,500. Otherwise, please write the amount from line 3: $_________

5. Multiply the amount on Line 4 by your age rate factor.

The answer is your monthly cost of insurance: $_________

Example: Weekly earnings = $1,000. Desired benefit = 40% x $1,000 = $400 x $0.0205 (age 40) = $8.20/month

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Note: The maximum benefit period for a short-term disability is 13 weeks, including a seven-day waiting period for sickness or injury. The duration of an approved claim is determined by the insurance carrier and may be approved for less than the 13-week maximum. For example, the benefit resulting from a maternity disability is generally approved for a four-week duration. Benefits are subject to applicable pre-existing condition limitations.

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2019Aflac Critical IllnessThe Larry H. Miller Group of Companies makes critical illness coverage available to you, which is administered by Aflac.

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Critical Illness Coverage Benefits

Heart attack – Employee / dependents $20,000 / $10,000

Coronary artery by-pass surgery – Employee / dependents $5,000 / $2,500

Stroke – Employee / dependents $20,000 / $10,000

Major organ transplant – Employee / dependents $20,000 / $10,000

End stage renal failure – Employee / dependents $20,000 / $10,000

Cancer-internal or invasive – Employee / dependents $20,000 / $10,000

Carcinoma in situ (25%) – Employee / dependents $5,000 / $2,500

Reoccurrence benefit

Pays 100% of previously paid base policy benefit (occurrences must be separated by 6 months. An insured must always be in complete remission and treatment free

to be eligible for cancer reoccurrence benefit.)

Additional occurrence (different condition) Pays 100% of previously paid base policy benefit (occurrences must be separated by 6 months)

Skin cancer $250 per calendar year

Spouse coverage Up to 100% of insured

Dependent coverage 50% of insured (no charge for this coverage)

Guaranteed issue amounts $30,000 / $30,000 for 3 years (requires active selection online enrollment)

Participation Waived (requires active selection online enrollment

Pre-existing condition exclusion None

Wellness $50 annually for insured and spouse for approved wellness exam

Additional covered conditions

$20,000 / $10,000 for advanced Parkinson’s, severe burns, benign brain tumor, coma, paralysis and complete loss

of hearing, sight, or speech. $5,000 / $2,500 for advanced Alzheimer’s.

Monthly Premiums

Age EE/EE+CH EE+SP/EE+F

18–24 $5.98 $9.73

25–29 $7.88 $12.58

30–34 $9.23 $14.61

35–39 $12.21 $19.07

40–44 $15.46 $23.95

45–49 $19.82 $30.49

50–54 $35.87 $54.56

55–59 $33.46 $50.95

60–64 $57.78 $87.43

65+ $124.61 $187.68

Aflac Critical Illness

2019

18 Benefit Overview

Voluntary Products

Aflac Accident CoverageThe Larry H. Miller Group of Companies makes accident coverage available to you, which is administered by Aflac.

24-Hour Accident Coverage

Accident death - Employee / spouse / child $50,000 / $25,000 / $10,000

Common carrier - Employee / spouse / child $100,000 / $50,000 / $20,000

Dismemberment - Employee / spouse / child Up to $12,500 / $5,000 / $2,500

Dislocations and fractures Up to $4,000

Emergency room services $100

Urgent care $100

Physician treatment $50

X-rays $25

Ambulance – Regular ambulance / air ambulance $200 / $600

Hospital Confinement– Initial hospital confinement – Hospital confinement – Intensive care

$625

$150 per day $200 per day

Lacerations $25–$400

Burns – Less than 10% of the body surface – More than 10% of the body surface

$75–$750

$150–$15,000

Appliance $20–$200

Accident follow-up treatment $25 per day (6 per accident)

Physical therapy $25 per day (10 per accident)

Rehabilitation $50 per day (up to 31 days per confinement)

Transportation $100-$250 per trip (up to 3X per accident)

Family lodging benefit $100 per night (for up to 30 days)

Wellness / Outpatient Physician $25 (per covered family member per year for any wellness screening )

Monthly Premiums

Employee $9.99

Employee + Spouse $16.01

Employee + 1 Child $18.24

Employee + Family $24.26Aflac

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2019

Voluntary Products

Employee Assistance ProgramWithin the Larry H. Miller Group of Companies, we consider our employees to be our most valuable asset. This is one reason why we provide you and your family access to an Employee Assistance Program, administered by Mutual of Omaha.

The Larry H. Miller Group of Companies Employee Assistance Program provides you with confidential and professional resources designed to help individuals cope with a variety of personal and job-related issues. Being healthy goes beyond physical exercise and eating right. Emotional wellness, strong personal relationships, and positive attitudes are important building blocks of health that need to be maintained. Yet, there are times when we may feel unable to resolve the decisions, personal problems, family issues, or job difficulties we face. In those times, it’s a relief to have somewhere to turn.

You have access to an Employee Assistance Program (EAP) when you need to talk with someone in strictest confidence regarding a family or work-related problem. Call the EAP if you or a member of your family has an issue with drugs or substance abuse, sexual harassment, or even money issues. Each member of your family is eligible to receive unlimited telephonic counseling sessions and three face-to-face sessions each year. Simply call 800-316-2796. These services are easily accessible, confidential, and available 24 hours a day at no out-of-pocket cost to you or your family members. All discussions between you and the EAP counselor are completely confidential. Personal information is never shared with anyone, including Larry H. Miller employees, at any time without your direct knowledge and approval. (Exceptions are made only in cases governed by law to protect individuals threatened by violence.)

Call 1-800-316-2796 to reach an Employee Assistance Counselor.

GETTING THE MOST OUT OF YOUR BENEFITS:

EAP Services are provided for a wide range of issues such as:

• Abuse• Depression• Marriage• Aging

• Finances• Sexual Harassment• Alcohol/Drugs• Grief

• Stress/Anxiety• Child/Elder Care• Legal Needs• Workplace issues

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Employee Assistance Program

2019

20 Benefit Overview

401(k)

401(k) Prepare for your future! The Larry H. Miller Associates Retirement Plan provides you with the opportunity to systematically save for your retirement goals, with company matching on your 401(k) contributions. The plan is administered by Merrill Lynch.

Employees are eligible to participate in the Group’s 401(k) Plan the first of the month following 60 days of full-time employment. Part-time employees are eligible to participate only after accruing 1,000 hours in a previous 12-month period. In addition, you must be at least 21 years old before you are eligible to participate in the 401(k) plan. All newly eligible participants will be automatically enrolled with a 1% minimum salary contribution into the Target Date GoalManager Fund.

Participants are encouraged to contribute more in order to receive the maximum matching contribution (50 cents for every dollar up to the first 6% of an employee’s income) from LHM and to achieve your retirement goals. Once enrolled, a participant may change his/her contribution on a monthly basis.

Eligible participants always have the option to “opt out” of automatic enrollment prior to their effective date.

All participant account information (including balances, contribution amounts, investments, changes, and loans) can be located at benefits.ml.com

Saving through your 401(k) retirement plan is a smart way to invest your money for the long term. The Larry H. Miller Associates Retirement Plan offers you a Traditional 401(k) and Roth 401(k) retirement plan. These options provide you an opportunity to systematically save for your retirement goals, with company matching on your 401(k) contributions.

• The Traditional 401(k) plan is a tax-deferred plan. That means, your contributions, along with the company’s matching contribution and investment earnings, grow “tax-deferred” in your Traditional 401(k) account until the money is withdrawn; then it is taxed.

• The Roth 401(k) plan allows you to set aside money for retirement. However, you pay taxes on those contributions now instead of when you withdraw the money at retirement. Qualified Roth 401(k) withdrawals during retirement are then “tax-free.” The company’s matching contribution is deposited into your Traditional 401(k) account. A qualified Roth 401(k) withdrawal requires a participant to wait a minimum of five years from their first contribution and after attaining age 59½. You might seek the advice of a qualified tax professional when planning for your retirement. Ultimately, each individual will determine which option best fits his or her individual circumstances.

CONTRIBUTING TO YOUR ACCOUNT

You can authorize a payroll deduction between 1% and 50% of your eligible compensation or up to the IRS limit. You may change the percentage of your contribution monthly. Contributions, both yours and the company’s, are subject to certain limitations under federal tax law, including an annual maximum limit on your contributions.

• Catch-Up Contribution: If you are age 50 or older during the plan year and make the maximum allowable pretax contribution to your plan, you are entitled to make an additional “catch-up contribution” to help make up for smaller contributions made earlier in your career. The maximum catch-up contribution is $6,000.

• Saver’s Tax Credit: If your household income is less than $50,000, you may be eligible to receive a tax credit of up to 50% on the first $3,000 you contribute to the plan. The amount of the credit depends on several factors, including the amount you contribute to the plan, your adjusted gross income for the year, and your tax filing status. If you qualify, this credit is allowed in addition to the other tax benefits you may receive by contributing to the plan. For more information or to see if you qualify for this credit, consult a tax advisor.

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Benefit Overview 21

2019

401(k)

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INVESTMENT OPTIONS

The Larry H. Miller Associates Retirement Plan provides you the opportunity to choose where you want to invest your contributions. As a participant, you may elect a “self-directed” method where you select your personal portfolio. Subsequently, you are responsible to manage and/or rebalance those funds. You may also choose a “pre-defined” option from the GoalManager model or the Target Date GoalManager model.

GoalManager is a predefined, diversified model of funds. Each of the five GoalManager model portfolios invest in a predetermined allocation ranging from conservative to aggressive using a diversified array of mutual funds. Once you have determined your investment style and the level of risk you are comfortable with, simply select the GoalManager portfolio model that you believe may help you achieve your financial goals. The portfolios are rebalanced back to their target allocations (percentages) on a semi-annual basis. You have the choice to modify your selection in any one of the portfolios at any time using online tools or by calling the customer service center.

Target Date GoalManager models provide a combination of investment choices that balance stability and growth and adjust as you prepare for and approach retirement age. Target Date GoalManager models allow you to select a time period when you believe you will be retiring. Each target date portfolio invests in a predetermined allocation based upon the amount of time you have before you actually retire. While the target date allocations are comprised from GoalManager models, your investments will automatically rebalance over time to a more conservative asset allocation as you get closer to retirement age.

Remember, you always determine your contribution and where your money is invested.

MANAGING YOUR ACCOUNT

As a plan participant, you are always in charge of your investment direction. You can access your account by contacting your Plan Administrator.

• Loans: You will be permitted to borrow against your plan account balance if you experience an extreme financial hardship. You can borrow 50% of your vested balance. There is a non-refundable loan application fee of $50. Your loan is paid back through payroll deduction, and you can choose the length of the loan from one year to five years.

• Hardship Withdrawals: While the plan is intended to serve you primarily as a retirement saving mechanism, you can withdraw funds prior to your separation from service if you experience an extreme financial hardship. You must have a loan before you can request a hardship withdrawal. You are permitted to borrow for only one of the following reasons: purchase a primary residence, preventing eviction from or foreclosure on your home, college tuition for yourself or immediate family member, immediate family funeral expenses, and medical expenses not covered by insurance. Financial hardships, as defined by the government, are for the same purposes as listed for a loan. An IRS tax penalty will apply for hardship withdrawals.

• Distributions: You may receive a distribution on your account balance following your separation from service due to retirement, death, or termination of employment. An IRS tax penalty will apply for early distributions.

401(k)

2019

22 Benefit Overview

Fit for the Future

WHEN OUR TEAM IS WELL, WE ALL DO BETTER TOGETHER

Reshaping Your Total Well-Being for 2019

“Everything you do is directly affected by your health, and your health directly affects everything you do. When you are healthy, you think better, you work better, you have a better home life, and you have better relationships. You have more time to do the things you love.”

– Gail Miller, Owner, Larry H. Miller Group of Companies

WHY FIT FOR THE FUTURE? When Larry Miller passed away from complications due to diabetes in 2009, the Group suffered a tremendous personal and business loss. We knew then that we needed to create a wellness initiative that would transform this tragedy into a positive, educational opportunity that would enrich the lives of others. And so we began our journey into providing a wellness initiative that educates you, our valued employee, and your family to help form healthy, holistic habits.

RESHAPING YOUR TOTAL WELL-BEING FOR 2019 Fit for the Future will offer a holistic blend of physical and mental challenges designed to promote a healthier lifestyle and create a balance between body and mind. Our aim is to provide education about wellness to better inform you about claim cost factors on your health care plan as well as preventative measures that can assist in controlling illness and unhealthy behaviors. In addition to your physical and mental well-being, Fit for the Future will provide personalized and employee-focused financial programs that target your specific financial issues and provide guidance tailored to your needs. Powered by a mobile app, we’ll challenge you at your specific worksite to assess your health. This holistic approach supports well-being in three different areas:

• Physical Well-Being • Mental Well-Being • Financial Well-Being

By applying the Fit for the Future three pillars of wellness, you will learn how each pillar contributes to healthy living. Our health “champs” will continue to serve as your location’s well-being contact, linking you to these three pillars of wellness. Fit for the Future will continue to focus on wellness education and physical, mental, and financial well-being.

Fit for the Future

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Benefit Overview 23

Fit for the Future

Do you have questions? Visit lhm.com/benefits

2019 Benefit ContactsMEDICAL CIGNA Group ID: 3317312(800) 244- 6224mycigna.com

UnitedHealthcare–Utah OnlyGroup ID: 755729(888) 739-8055myuhc.com VIRTUAL VISITSCIGNA: mycigna.com UHC: myuhc.com

DENTALCIGNA Group ID: 3317312(800) 244-6224mycigna.com

ACCIDENT AND CRITICAL ILLNESS COVERAGEAFLACGroup ID: 24620 Phone: (800) 433-3036 Fax: (801) 944-0641 aflacgroupinsurance.com

SUPPLEMENTAL VISIONTown & Country - Silver Vision 150Group ID: LHM01012019 Phone: (435) 563-0613Fax: (435) 563-4035cachepremier.com

LIFE AND DISABILITY Mutual of OmahaGroup ID: G000283ALife Claims: (800) 775-8805 Disability Claims: (800) 877-5176mutualofomaha.com FLEXIBLE SPENDING ACCOUNT/ HEALTH SAVINGS ACCOUNT Discovery BenefitsGroup ID: 26075 Phone: (866) 451-3399 Fax: (866) 451-3245 Monday–Friday 6 a.m.– 9 p.m. (CT) discoverybenefits.com customerservice@discoverybenefits.com

401(K) PLAN Merrill Lynch Group ID: 201430 Participant Service Center: (800) 228-4015 To Reach an Advisor: (800) 777-7576 benefits.ml.com

EMPLOYEE ASSISTANCE PROGRAMMutual of Omaha(800) 316-2796 mutualofomaha.com MY EMPLOYEE BENEFITSEmployee Self Serviceportal.adp.com BENEFITS CONSULTANT Moreton & Co. (801) 531-1234 moreton.com

lhm.com/benefits

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