hunterindustries.com

HUNTER INDUSTRIES, INC.Built on Innovation

2015 Benefits & Wellness Guide

Effective January 1, 2015

i

Hunter Benefits & Wellness Guide | This Guide provides an overview of your Total

Rewards and a description of the benefits and programs available to Hunter employees.

TABLE OF

Contents:

A Message from Shelly Hester 1

Total Rewards at Hunter 2

Hunter Benefits At-a-Glance 3

Eligibility 4

Enrollment 5

Medical 7

Dental 11

Vision 12

Hunter Lifeshift Wellness Program 13

This Guide is intended to provide only an overview of the benefits offered by Hunter Industries. Not all plan provisions, limitations and exclusions are included in this publication. In the event of any conflict between the information contained in this Guide and the plan provisions, the plan documents and insurance contracts will govern. Copies of these documents are available in the HR Service Center. Hunter Industries has the right to change or terminate benefits at any time.

Reimbursement Accounts 14

Life Insurance 18

Disability Protection 19

Employee Assistance Program 20

401(k) Savings Investment Plan 21

Additional Benefits 22

2015 Employee Contribution Rates 23

Ask the Experts Back Cover

Hunter’s Health Care Commitment

Hunter Industries recognizes the importance of its benefit programs to employees—and remains proud to offer a benefits package that is both comprehensive and competitive within our industry.

We offer a variety of integrated health care benefits, programs and tools that encourage and support a healthy lifestyle for our employees and their families. However, the benefits themselves are only part of the story. You also have an important role to play and choices to make such as:

• Choosing health care options that best fit your needs.

• Embracing a healthy lifestyle.

• Making the most of the Hunter Lifeshift Wellness Program.

So go ahead and explore all that’s available to you through the Hunter Industries Benefits Program on your path to a healthier life.

1

Dear Hunter Employee,

Each year, Hunter reviews the quality and cost efficiency of our medical plan carriers to ensure they

are providing the right care and managing costs to meet our employees’ needs. With double-digit

cost increases for 2015, we decided to discontinue the Cigna HMO, Cigna Open Access Plus and Kaiser

Permanente HMO effective December 31. For 2015, we will be introducing two new medical plans:

• Sharp Health Plan HMO 500

• Meritain Health NationCare PPO 1,500

As the only San Diego-based commercial health plan, Sharp Health Plan offers exceptional coverage at

an affordable cost—right in our own backyard and throughout San Diego County and southern Riverside

County. With the Meritain Health NationCare PPO 1,500, you have access to Aetna’s Open Access network

with significant discounts when you use network providers.

In addition to the change in medical plans, we are also initiating different medical contribution rates for

those employees with salaries below $50,999 and those with salaries above that amount.

The changes to our medical plans will require each of us to make informed choices when it comes to

choosing a medical plan and how we use health care services. So, during the 2015 Open Enrollment period (November 17 – 26), all employees must actively select the medical plan that best meets their needs and budget for the coming year. The 2015 employee contributions can be found starting on

page 23 of this Guide.

Your participation in our wellness program — Hunter Lifeshift — will determine your cost share for Hunter

medical coverage in 2015. If you complete all of the required wellness activities, Hunter will invest more in

your medical coverage by picking up a larger portion of the cost share.

Take a few minutes to review this Guide. It will help you understand the changes to our medical plans and

the differences between the coverage options available so you can make the best decisions for you and your

family. You can also call the HR Service Center at (760) 591-7373 with your benefit questions.

Sincerely,

Shelly Hester

Manager, HR Operations

A Message From Shelly Hester

2

How Total Rewards Benefits You

Our Total Rewards program is designed to meet your diverse and evolving needs, as well as to ensure we offer a competitive and attractive package to current and prospective employees.

Our Total Rewards program will help you strengthen your financial well-being, develop your skills, help you with health matters and support your time away from work. We offer a comprehensive package that covers everything from traditional pay and benefits along with a variety of unique programs.

Total Rewards Program | At Hunter Industries, Total Rewards represents a broad spectrum

of plans and programs designed to reward and motivate you throughout your career.

TOTAL REWARDS

LEARNING & DEVELOPMENT

COMPENSATION WORK-LIFE

BENEFITS

Educational Assistance

Training Programs

Paid Time Off (PTO)

Employee Assistance Program

Adoption Assistance

Company Activities

Medical, Dental & Vision

Hunter Lifeshift Wellness Program

Smoking Cessation Program

Reimbursement Accounts

Long-Term Disability

Life and AD&D Insurance

401(k) Savings Investment Plan

Onsite Wellness Center (San Marcos)

Discounts on irrigation, lighting products/supplies, theme park tickets and more on the Hunter Corporate Portal (HCP)

Base Pay

Profit Share (discretionary)

Total Rewards Are Designed to:

• Reward you for your performance when company and individual goals are met and exceeded

• Provide access to tools and resources to help you stay healthy and offer the care needed when you or a dependent is ill or injured

• Develop your skills and abilities so you can continue to learn and grow

• Offer programs that give you the flexibility to help balance your time at work and at home

Total Rewards at Hunter

3

WORK-LIFE

HUNTER BENEFITS AT-A-GLANCE

Benefit Coverage Options

MEDICAL*Pre-tax deduction

• Sharp Health Plan HMO 500• Meritain Health NationCare PPO 1,500

DENTAL* Pre-tax deduction

• United Concordia Dental

VISION* Pre-tax deduction

• Davis Vision

HUNTER LIFESHIFT WELLNESS PROGRAM

• Program which features personal health assessments, educational tools, on-site activities, wellness challenges, on-site wellness center in San Marcos, health coaching and wellness incentives to promote a healthy lifestyle

REIMBURSEMENT ACCOUNTS Pre-tax deduction

• Health Care Reimbursement Account – contribute pre-tax up to $2,550 annually

• Dependent Care Reimbursement Account – contribute pre-tax up to $5,000 annually (or $2,500 annually if married and filing separate tax returns)

BASIC LIFE AND AD&D INSURANCE Paid by Hunter

• 1 times annual base salary up to a maximum of $500,000 (paid by Hunter)

SUPPLEMENTAL LIFE AND AD&D INSURANCE** Pre-tax deduction

• Choose 1, 2 or 3 times annual base salary up to a maximum of $500,000

DEPENDENT LIFE AND AD&D INSURANCE***After-tax deduction

• Option 1: Spouse/domestic partner – $10,000, each child – $5,000 ($1,000 for children under 6 months old)

• Option 2: Spouse/domestic partner – $5,000, each child – $2,000 ($1,000 for children under 6 months old)

LONG-TERM DISABILITY (LTD) Pre-tax or after-tax deduction

• Core LTD: 60% of base monthly earnings up to $10,000 per month (paid by Hunter)

EMPLOYEE ASSISTANCE PROGRAM (EAP) Paid by Hunter

• Assistance with personal, financial, relationship, legal and identity theft issues

401(K) SAVINGS INVESTMENT PLAN Pre-tax and after-tax deductions

• Invest in your future by saving 1% to 30% of your earnings up to IRS maximums

• Company matching contribution equal to 100% of first 3% and 50% of next 2% that you contribute

• Roth 401(k) Feature

OTHER BENEFITS • Adoption Assistance • Smoking Cessation Program• Business Travel Accident Insurance • Educational Assistance• Discounts on a variety of products and theme park tickets on the Hunter

Corporate Portal (HCP)

* If you enroll a domestic partner, federal tax law may require that deductions for your domestic partner and their dependents you are covering be taken on an after-tax basis. Also, any dependent covered under the plan who is not a “qualifying dependent” as defined in IRC Section 152 will have deductions taken on an after-tax basis. The company’s contribution toward any dependent coverage described above may be included in your taxable income for the year.

** Life insurance premiums over $50,000 will be subject to imputed income tax.

*** Dependent life insurance will be subject to imputed income tax in accordance with IRS Table 1 rates.

4

Employees | Regular full-time active employees, working at least 30 hours per week, are

eligible for benefits on the first day of the month following one month of employment.

Eligibility

DEPENDENTSEligibility for Spouses/Domestic Partners and Children

In general, your eligible dependents include your legally-married spouse, domestic partner and children up to age 26. Required documentation verifying dependent eligibility (i.e. birth certificate, marriage certificate) must be submitted to the HR Service Center as part of the enrollment process for your dependents.

Eligibility for Other Dependents

In some circumstances, additional individuals may be eligible for coverage under the Plan as your dependents. An individual who is either your “Qualifying Child” or “Qualifying Relative” will generally be eligible to enroll in the Plan on the same basis as your spouse/domestic partner and children. Refer to the table at right for more information. An individual who is not a “Qualifying Child” or a “Qualifying Relative” may still be eligible to enroll in the Plan, but you will generally be required to pay any contributions for coverage on an after-tax basis.

The rules for determining when someone is eligible to enroll in the Plan as your dependent can be complicated. If you have any questions about whether someone is considered to be your dependent for purposes of the Plan, please contact the HR Service Center for more information.

Dependents and the Dependent Care Reimbursement Account

Special rules apply for determining when expenses incurred for a dependent are eligible for reimbursement under the Dependent Care Reimbursement Account. This is true even if a dependent is already enrolled in medical or other benefits available through the Plan. In order to get reimbursement through the Dependent Care Reimbursement Account for dependent care expenses, the dependent must (1) be a “Qualifying Child” under age 13, (2) be a “Qualifying Child” or a “Qualifying Relative” who is physically or mentally unable to care for him or herself and who shares the same principal residence with you for more than half the year, or (3) be your spouse and be physically or mentally unable to care for him or herself and share the same principal residence with you for more than half the year. If you have questions regarding how these rules may impact you, please contact the HR Service Center.

Is the Person Your Child?

To be a child eligible for coverage under the Plan, the person must satisfy both of the following conditions:

• RELATIONSHIP – The person must be your child, stepchild or foster child; and

• AGE – The child is under age 26.

Note that your spouse, domestic partner, or grandchild are not eligible for coverage as your “child.” If the person is not your child, see if he or she is a “qualifying child” or a “qualifying relative” instead.

Is the Person a Qualifying Child?

To be a qualifying child, the person must satisfy all of the following conditions:

• RELATIONSHIP – The person must be your child, stepchild, or foster child (if you are divorced, the child must live with you for the majority of the year);

• RESIDENCE – The child lives with you as his or her primary residence for more than half of the year;

• AGE – The child is under age 19, under age 24 if a full-time student, or any age if totally disabled due to a physical or mental disability and enrolled in the Plan prior to age 24;

• SUPPORT – The child does not provide more than half of his or her own support; and

• MARITAL/TAX STATUS – The child must not have filed a joint return (other than for a claim of refund) with his or her spouse for the a year.

If the person does not satisfy each of these conditions, see if he or she is a “qualifying relative” instead.

Is the Person a Qualifying Relative?

To be a qualifying relative, the person must satisfy all of the following conditions:

• RELATIONSHIP – The person must be your relative (e.g., any children who do not meet the age requirements to be a “Qualifying Child”);

• SUPPORT – The person does not provide more than half of his or her own support; and

• STATUS – The person cannot be a “Qualifying Child”

5

Take action | When you are ready to enroll, take action... online and on time.

Enrollment

New Hire Enrollment

New hires are eligible for benefits the first day of the month following one month of employment. You have 30 days from your eligibility date to enroll in Hunter’s benefit plans.

Prior to your eligibility date, you will receive information about your benefit options, contribution rates and how to enroll online using the Hunter Employee Self-Service System. It is important to choose your benefits carefully because the choices you make must remain in effect for the entire year unless you experience a “Change in Status,” as defined by the IRS. If you have any questions, please contact the HR Service Center. See the back cover of this Guide for contact information.

Open Enrollment

Open enrollment for your benefits is held each fall for a plan year effective January 1 and ending December 31. Prior to open enrollment, you will receive a benefits enrollment package that includes information about your benefit plan options, premium rates and the online enrollment system.

It is important to choose your benefits carefully because the choices you make must remain in effect for the entire year unless you experience a “Change in Status,” as defined by the IRS. Examples of qualified status changes include:

• Change in the number of your eligible dependents because of marriage, birth, adoption, divorce, or death

• Change in employment status of you or your spouse or dependents, including commencement or termination of employment or change in work hours

• Change in residence or worksite for you, your spouse, or dependents

You must notify the HR Service Center and submit required documentation if you are adding dependents to verify dependent eligibility within 30 days of the

“Change in Status” to initiate a change in your benefits. Benefit election changes must be consistent with the status change.

Also, a change in benefits coverage as it relates to a domestic partnership may be made if you notify the HR Service Center of the change in your domestic partnership and you complete any required documentation within 30 days of the change.

Hunter Lifeshift Wellness Program

Hunter is committed to providing you with comprehensive health coverage that protects you and your family from the high cost of medical care. However, we cannot do it alone. Your help is needed to preserve the quality and value of our programs while keeping costs under control.

We know that wellness and living a healthy lifestyle impacts health care costs, and we want you to join us along the path to a healthier you.

Take advantage of Hunter’s wellness program— Hunter Lifeshift—including tools, resources, activities and incentives as well as the Hunter Wellness Center in San Marcos, health club membership discounts for employees and family members outside of San Marcos, and a Smoking Cessation Benefit. See page 13 for more information.

6

Easy to Use | With the Hunter Employee Self-Service System, choosing your benefits is

convenient, easy and paperless. In order to choose your Hunter benefits, you must log on! You

can access the system from home or work.

Easy Online Enrollment

How to Access Employee Self-Service:

You 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.

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

Log on from work: Go to the 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 for providers with links to provider websites

• 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)

Getting Ready to Enroll

Ready to make your benefit selections? Here are a few things to think about to ensure your online enrollment experience is fast, convenient and accurate.

• Explore All of Your Benefit Choices and Choose Your Benefits Carefully. Remember, you can’t change your benefits until the next Open Enrollment period unless you experience a “Change in Status” as explained on page 5.

• Have Your Dependents’ Information Handy. You’ll need their date of birth, Social Security number and a few other details.

• Consider Enrolling in the Reimbursement Accounts. These plans let you pay for health care and dependent care expenses with pre-tax dollars. In short, they can put money back into your pocket.

• Decide Who You’ll Be Covering with Your Life Insurance Benefits. These individuals are called “beneficiaries” (not to be confused with medical, dental and/or vision dependents).

7

Sharp Health Plan HMO 500

To enroll in the Sharp Health Plan HMO, you must live or work within Sharp Health Plan’s service area for at least nine out of every twelve consecutive months and choose a Primary Care Physician (PCP) from the Sharp Health Plan’s service area. Your PCP will manage your care and refer you to specialists as needed; all care except emergency or urgent care must be provided by HMO providers.

Covered dependents are not required to live with you, but they must maintain their primary residence or work within Sharp Health Plan’s service area unless enrolled as a full-time student at an accredited institution or unless coverage is provided under a medical support order. If a dependent lives outside the service area, he or she must select a PCP within the service area and must obtain all care from HMO providers inside the service area, except for emergency or urgent care.

The HMO provides comprehensive benefits, including 100% coverage without a co-pay for preventive care; other services require a co-pay and/or deductible and co-insurance. There are no claim forms to submit.

Hunter’s Medical Plans | Hunter offers a choice of two medical plans to keep you at your

best. Remember to take advantage of the preventive care benefits offered by your plan. It’s

important to have regular checkups.

Sharp Health Plan providers are located throughout San Diego and southern Riverside counties. To find providers, go to www.SharpHealthPlan.com or call (800) 359-2002.

Meritain Health NationCare PPO 1,500

The NationCare PPO plan provides 100% coverage without a co-pay for in-network preventive care. For non-preventive care, you have a choice of using in-network providers and paying a set co-pay and/or co-insurance and deductible, or seeking care from any out-of-network qualified physician or facility and being reimbursed by the plan (usually at 50%), up to the allowable amount*, after any required deductible.

Each time you receive care, you have the option to choose between network care and out-of-network care. You will have lower out-of-pocket costs when you use a network provider.

NationCare utilizes the national Aetna Open Access provider network. To find providers, visit www.aetna.com/ docfind/custom/mymeritain/. Be sure to click on “Open Access Network” when prompted for a network in the drop down box.

HUNTER OFFERS:

Medical

* The allowable amount for out-of-network services under the NationCare PPO is based on the 80th percentile of usual and customary charges.

8

Programs and resources | Take advantage of these programs and resources to help guide

you on the path to better health.

Programs & Resources

Sharp Health Plan HMO 500 Members

Sharp Nurse Connection®

This telephone service will put you in touch with registered nurses who can provide medical advice and direction regarding health care questions and concerns. Call (800) 359-2002 during regular business hours and (800) 827-4277 after 6 p.m. and on weekends.

Best Health Wellness Program

Best Health is a comprehensive wellness program available to all Sharp Health Plan members. Best Health provides you with a wealth of resources to reach your own unique wellness goals. You can take an online health risk assessment (HRA ), choose from a variety of multiweek fitness plans, access articles and video clips and choose from a variety of wellness workshops. Get started today at www.SharpHealthPlan.com. You can also work with a Best Health coach; call (877) 849-2363 or email besthealth@sharp.com to learn more.

Wellness Discounts

You can receive discounts of 15 to 40 percent off suggested retail prices on more than 2,400 health and wellness products including vitamins, herbal supplements, health-related books, fitness products and skin care items. Discounts of up to 25% off standard rates are available on alternative care services from an extensive, credentialed network of chiropractors, acupuncturists, massage therapists and dieticians — all of whom you may visit directly, without a physician referral.

For more information, contact the Sharp Health Plan at www.SharpHealthPlan.com or (877) 335-2746.

Chiropractic and Acupuncture Services

The Sharp Health Plan HMO has partnered with American Specialty Health (ASH) to provide you access to a national network of licensed and credentialed chiropractors and acupuncturists. You do not need a referral to access chiropractors or acupuncturists for covered services; simply call any in-network chiropractor or acupuncturist whenever you need to access care.

You will receive a 25 percent discount off usual provider rates. Go to www.SharpHealthPlan.com and click on the Health & Wellness tab to find out more.

MinuteClinic®

As a Sharp Health Plan HMO member, you can access the walk-in medical clinic inside CVS/pharmacy® stores. No appointments or prior authorizatio is necessary. Your cost is a $40 co-pay per visit, except for flu vaccinations, which are $10. Present your Sharp Health Plan member ID card when you visit. To locate a participating MinuteClinic near you, go to www.minuteclinic.com, or call (866) 389-2727.

Vision Service Plan (VSP) Benefits

As a Sharp Health Plan HMO member, you are entitled to one comprehensive eye exam every 24 months for a $30 co-pay. You also have access to discounted lenses and frames, contact lenses, glasses and sunglasses and laser vision correction. Just call a VSP provider and make an appointment, and provide your name, date of birth and Sharp Health Plan HMO ID number. For more information, call VSP member services at (800) 877-7195, or visit www.vsp.com.

9

Meritain NationCare PPO 1,500 Members

Online tools and resources

The Meritain Health member website, www.myMERITAIN.com, is designed to provide a secure, user and family-friendly, one-stop-shop for you to access the information you can use to manage your health and wellness.

At www.myMERITAIN.com you can:

• Look up health and wellness topics in our online medical library

• Take a health risk assessment to learn how you’re doing and how you can improve your health

• Benefit from online health coaching

• Calculate your body mass index

• Plan a nutritious meal

• And much more!

To register, go to www.myMERITAIN.com to log in to our secure site. Under “Access My Health Tools,” select an option. New users, or users of an earlier site name, can create an account by following the easy instructions. Each member of your family can have an account, too.

24 x 7 Nurse Line

The 24 x 7 Nurseline helps you find answers to your questions about health care. You and your family can get free and private health information over the phone. This service is available to you 24 hours a day, 7 days a week. You can listen to recorded health topics, or talk to a nurse. The nurse can also put you in contact with community resources in your area.

When you have questions about health care, call the toll-free number. You can speak to a live nurse to discuss current health issues. You may also discuss treatments, lifestyle choices and self-care strategies with the nurse. You can also access a topic in the Health Information library by using a four digit code. The nurse can direct you to a specific topic.

Call the Meritain 24 x 7 Nurse Line at (866) 726-6529.

24 Hour Customer Service Information Line

You have immediate on-demand access to important information regarding benefits, eligibility and claims. The automated features are available 24/7 and Service Center Representatives can assist you Monday through Friday during regular working hours.

Use the Automated Customer Service Information Line 24/7 to:

Press 1: Obtain faxed verification of eligibility and benefit information

Press 2: Get the status of submitted claims or receive a faxed copy of an EOB

Press 3: Verify the claims mailing address

Press 4: Verify the phone number for precertification of an inpatient hospital admission

Press 5: Request a new ID card

Press 6: Request a certificate of creditable coverage form

Press 8: Speak to a Service Center Representative during normal business hours

Medical Plans At-a-Glance

The table on page 10 highlights some of the benefits available under each plan. A complete description regarding the terms of coverage, exclusions and limitations, including state mandated legislative benefits, are provided in each plan’s Summary of Benefits and Coverage (SBC), summary plan description or other documents provided by the insurance carrier.

10

Medical Plans At-a-GlanceThe chart below provides a brief overview of plan benefits. For additional information, see the Summary of Benefits and Coverage (SBC) for each plan, as well as the summary plan description or other documents provided by the insurance carrier.

Plan FeatureSharp Health Plan

HMO 500You Pay

Meritain Health NationCare PPO 1,500

In-NetworkYou Pay

Out-of-NetworkYou Pay

LIFETIME MAXIMUM Unlimited Unlimited Unlimited

ANNUAL DEDUCTIBLE• Individual• Family Maximum

$500$1,000

$1,500$3,000

$3,000$6,000

OUT-OF-POCKET MAXIMUM• Individual• Family Maximum

$3,000$6,000

$4,500$9,000

$9,000$18,000

OFFICE VISIT• Primary Care Physician (PCP)• Specialist

$20 co-pay$20 co-pay

$30 co-pay$30 co-pay

50% after deductible50% after deductible

HOSPITALIZATION• Inpatient Care 20% after deductible 30% after deductible 50% after deductible

DIAGNOSTIC X-RAY & LAB TESTS• Preventive • Diagnostic

$0 co-pay$0 co-pay

$0 co-pay$30 co-pay

50% after deductible50% after deductible

SURGERY• Outpatient 20% after deductible 30% after deductible 50% after deductible

PREVENTIVE CARE• Routine Physical• Well-child Care

$0 co-pay$0 co-pay

$0 co-pay$0 co-pay

50% after deductible50% after deductible

MATERNITY• Outpatient Pre-Natal• Hospitalization & Delivery

$0 co-pay20% after deductible

$30 co-pay 30% after deductible

50% after deductible50% after deductible

EMERGENCY SERVICES• Emergency Room Visit

• Ambulance (if medically necessary)

20% after deductible

$150 per trip after deductible

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

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

PRESCRIPTION DRUGS*Retail Supply• Generic• Brand Name• Non-FormularyMail Order Supply• Generic• Brand Name• Non-Formulary

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

CVS pharmacies$20 co-pay (up to 34 days)$40 co-pay (up to 34 days)$60 co-pay (up to 34 days)Caremark$40 co-pay (up to 90 days)$80 co-pay (up to 90 days)$120 co-pay (up to 90 days)

Not covered

MENTAL HEALTH• Inpatient• Outpatient

20% after deductible $20 co-pay

30% after deductible$30 co-pay

50% after deductible50% after deductible

SUBSTANCE ABUSE• Inpatient• Outpatient

20% after deductible$20 co-pay

30% after deductible$30 co-pay

50% after deductible50% 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.

11

Dental Plan | There’s nothing like a quality dental plan

to keep you smiling. Hunter’s plan through United

Concordia offers you a network of participating dentists

who have agreed to provide dental care at special

negotiated rates.

If you enroll in this plan and use a dentist who belongs

to the network, you benefit from these network savings.

You also have the freedom to choose any dentist who is

not a network provider. If you do, however, your out-of-

pocket costs may be higher.

HUNTER OFFERS:

Dental

Benefit Feature In-Network Dentist2

You PayOut-of-Network Dentist2

You Pay

ANNUAL DEDUCTIBLE $0 $50 individual$150 family maximum

ANNUAL BENEFIT MAXIMUMCombined in and out-of-network

$1,500 $1,000

DIAGNOSTIC & PREVENTIVE 1,3 Exams, cleanings and bite-wing x-rays (2 exams/cleanings per year; sealants for children to age 14)

No charge; no deductible 10% no deductible

UC WELLNESS Members (employees or covered dependents) with diabetes 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 SERVICES Oral surgery, restorative-fillings, space maintainers, endodontic/periodontic treatment

20% 30% after deductible

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

50% 60% after deductible

ORTHODONTIA Not covered Not covered

1 Diagnostic and preventive 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.

12

Vision Care | Whether your vision is 20/20 or less than perfect, routine vision care is important

to your overall well-being. Voluntary coverage is available to you through Davis Vision.

Davis Vision provides vision care nationwide through a network of national chain stores

and private optical practitioners. Through Davis Vision’s provider network, you will receive a

comprehensive vision examination, as well as materials, if needed. To find out if your current

vision provider or retail store is in the Davis Vision network, please call (800) 999-5431 or visit

the website at www.davisvision.com.

HUNTER OFFERS:

Vision

Benefit FeatureDavis

Vision ProviderYou Pay

Out-of-Network Vision Provider

You Pay

EYE EXAM (once every 12 months) $0 co-pay Up to $40

LENSES (once every 12 months)Single visionBifocalTrifocalLenticular

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

Up to $40Up to $60Up to $80Up to $125

FRAMES (once every 24 months) $0 co-pay1 Up to $50

CONTACT LENSES (once every 12 months) Necessary: $25 co-payElective: $130 allowance

Necessary: Up to $250Elective: Up to $105

1 From Davis Vision collection.

Eye Health Connection Program

The Eye Health Connection Program provides enhanced services and benefits to members with a disease that causes serious vision loss and blindness including cataracts, diabetes, macular degeneration or glaucoma. Members having one of the four conditions are entitled to receive one additional eye exam, extra eyewear coverage relevant to their condition and can subscribe

to informational Emails via the Davis Vision website. Visit www.davisvision.com or call (877) 923-2847 for more information.

If you choose an out-of-network provider, you will need to send your itemized receipts to the Davis Vision Care Processing Unit. Davis Vision will reimburse you according to their fee schedule.

13

Hunter Lifeshift Wellness Program | Hunter Lifeshift is a comprehensive, integrated approach

to personal well-being and is available to all Hunter employees and spouses/domestic partners.

Hunter Lifeshift provides you with tools, resources and programs required to make healthy

lifestyle choices and informed health care decisions. The program features personal health

assessments, educational tools and on-site activities, wellness challenges, an on-site wellness

center and health coaching to promote healthy lifestyles. Employees can also earn financial

incentives and other prizes by participating in wellness activities.

WE’RE MAKING SOME CHANGES AND ENHANCEMENTS TO OUR WELLNESS PROGRAM

FOR 2015. WATCH FOR MORE INFORMATION IN DECEMBER 2014.

HUNTER OFFERS:

The Lifeshift Wellness Program

14

Reimbursement Accounts

There are two separate accounts you can participate in:

• Health Care Account

• Dependent Care Account

During enrollment, you decide how much you want to contribute to either or both accounts. You may contribute up to $2,550 per year to the Health Care Account, and/or up to $5,000 per year to the Dependent Care Account (or up to $2,500 if you are married and file separate tax returns). You cannot change your contribution amounts during the plan year unless you have a “Change in Status.”

Your contributions are deducted from your paycheck in equal amounts during the year. Because contributions are made before taxes are withheld, they are not subject to Social Security tax, federal income tax and, in most cases, state and local income taxes, so you save money.

To enjoy the tax-saving benefits of the Reimbursement Accounts, you must re-enroll each year. Your elections do NOT carry forward from one year to the next.

When you have an eligible expense, you submit a claim for reimbursement. The Health Care Account and Dependent Care Account function separately. This means you cannot use health care funds to pay dependent care expenses and vice-versa.

Health care expenses are reimbursed up to the total amount of contributions elected for the calendar year, while dependent care expenses are reimbursed up to the total amount contributed to your account on the date your claim is processed.

Note: If you terminate employment, you may submit claims for eligible expenses that are incurred through your date of termination.

Health Care Reimbursement Account

The Health Care Reimbursement Account (HCRA) gives you a tax break on many health care expenses that are not covered by other plans. By anticipating your expenses and arranging for deductions to be made from your paycheck, you can lower your tax bill.

When you incur an eligible expense during the year:

• You can use the TRI-AD benefit card (see page 15)

• You can you will file a claim form for reimbursement. You must enclose a copy of the receipt showing the expense has been incurred. Your receipt must include the name and address of the person for whom the expense was incurred, date of service, description of services obtained or product purchased and the amount charged.

Turn on Tax Savings | Reimbursement Accounts allow you to set aside pre-tax

dollars to pay for eligible health care and dependent care expenses.

Reimbursement Accounts

Important IRS Rules

Because the IRS is allowing you to reduce

your taxes, certain restrictions apply.

When you decide on your contribution to

either or both accounts, be conservative

in your estimate. Do not contribute

more than what you are certain you

will use during the plan year for eligible

expenses. Any money that is left over

after reimbursements are made for

claims incurred through March 15 of the

following plan year will be forfeited.

15

Eligible Health Care Expenses | The following is a partial list of expenses that may

be reimbursed under the HCRA. You may use the HCRA for yourself and your eligible

dependents, as defined under IRC Section 152. To be eligible for reimbursement, the

expense cannot be covered by other insurance. If you have questions about eligible

expenses, please contact the HR Service Center.

Medical Expenses

• Acupuncture

• Chiropractor fees

• Laboratory fees

• Medical charges over the maximum reimbursable charge

• Medical deductibles, co-pays and co-insurance

• Over-the-counter medication if prescribed by a physician (insulin does not require a prescription)

• Prescription drugs

• Vaccinations and immunizations

• X-ray fees

Dental Expenses

• Artificial teeth

• Cosmetic surgery (only if required to treat an illness, injury, or disfiguring disease)

• Orthodontia expenses not covered by a dental insurance plan

• Routine examinations not covered by a dental insurance plan

Vision Care Expenses

• Contact lenses

• Contact lens solutions and cleaners

• Eye examinations

• Frames

• Lenses

• LASIK eye surgery

• Optometrist charges

• Prescription eyeglasses

Hearing Care Expenses

• Ear examinations

• Hearing aids

• Special telephone for the hearing impaired

Use the TRI-AD Benefit Card!

Use the TRI-AD BenefitCard Visa® debit card for all your eligible health care expenses! The card is recognized nationwide at qualified locations that accept Visa debit cards. It can be used to pay for your TRI-AD health care FSA expenses.

How to Use Your Card

1. Incur your eligible expense at the doctor, dentist, pharmacy, drugstore, etc.

2. You can swipe the card and select either “credit” or “debit.” For debit transactions, your PIN is the last four digits of your card number. For your security, change your PIN by calling (888) 844-1372.

3. Keep receipts and necessary documentation to support your FSA transaction.

4. Submit your documentation to TRI-AD only if it is requested.

You can monitor your account on TRI-Ad’s website at www.tri-ad.com, or through the Benefits by TRI-AD mobile app.

16

Reimbursement Accounts (cont’d)

Health Care Reimbursement Account Worksheet

Use the worksheet below to estimate the health care expenses that you and your eligible dependents may incur. You may contribute up to $2,550 annually.

MEDICAL Estimated Annual Expense

Deductibles $

Co-pays/co-insurance $

Prescription drugs $

Over-the-counter medications prescribed by a physician (insulin does not require a prescription)

$

X-ray and lab fees $

Other $

DENTAL Estimated Annual Expense

Routine cleanings $

Expected fillings/X-rays $

Bridges/extractions/dentures $

Orthodontia $

Other $

VISION Estimated Annual Expense

Eye exams $

Eyeglasses/frames $

Contacts/lens solutions $

LASIK eye surgery $

Other $

HEARING CARE Estimated Annual Expense

Ear examinations $

Hearing aids $

Other $

17

Dependent Care Reimbursement Account

The Dependent Care Reimbursement Account (DCRA) is a tax-effective way to pay child care or other dependent care services to enable:

• You and your spouse to work outside the home (this is also true if your spouse is actively looking for work);

• You to work outside the home and your spouse is a full-time student at least five months of the year;

• You to work outside the home and your spouse is incapable of self-care.

You can use the DCRA to pay eligible expenses of a qualifying dependent (see page 4) under IRC Section 152.

If you wish to participate, you must enroll each plan year, as contribution amounts are not carried forward from one plan year to the next. You can set aside up to $5,000 each year on a pre-tax basis to cover the cost of dependent care expenses. The amount you contribute to this account cannot be greater than your income or your spouse’s income, whichever is less. If your spouse contributes to a DCRA through his or her employer, your combined contributions may not exceed $5,000. If you are married and file separate tax returns, you can contribute up to $2,500 per year.

To receive reimbursement from your DCRA, you will need to file a claim form. You are required to provide the name and address of the service

provider on the claim form. You will be reimbursed for the amount of your claim provided the balance of your account is equal to or more than the amount of your claim and the services have already been provided. If you don’t have enough money in your account to cover the expense, you’ll receive the additional reimbursement when enough money has been deducted from your paycheck and deposited into your DCRA.

Dependent Care Expenses

You can use the DCRA to be reimbursed for:

• Dependent care at nursery schools, day camps and licensed day care centers. The day care center must comply with state and local laws and receive a fee for its services. The portion of schooling expenses that is strictly care-related may be eligible; tuition expenses for education are not.

• Services from individuals who provide day care in your home, except when the provider is the parent of the child, your dependent or your child under age 19.

• Day care centers that provide nonresidential day care for dependent adults.

• Household services related to the care of an eligible dependent.

• FICA and other taxes you pay on behalf of the day care provider.

• Generally, any other expense that qualifies as dependent care under IRS regulations.

Worksheet Calculation Feature

Estimated Annual Expense

Your weekly day care cost $

Other eligible weekly expenses $

Total $

Number of weeks you will incur expenses in 2015

$

Multiply total by number of weeks $

Other $

18

Basic Life and AD&D Insurance

Life insurance is a way to provide financial security for your family in the event of your death. Hunter provides 1X your annual base salary up to $500,000 of basic life and accidental death and dismemberment (AD&D) insurance as a core benefit. In the event of your death, your designated beneficiary(ies) will receive a benefit of 1X your annual base salary up to $500,000. If your death is the result of a covered accident, your beneficiary(ies) will receive an additional 1X your annual base salary up to an additional $500,000.

The accidental death and dismemberment policy also pays a benefit to you in the event of certain bodily injuries resulting in loss of limbs or vision.

Insurance values are reduced at age 65 and 70.

Supplemental Life and AD&D Insurance

If you need more financial protection, you may purchase supplemental life and AD&D coverage for yourself in the amount of 1, 2, or 3 times your annual base salary. Your supplemental life and AD&D insurance coverage may not exceed $500,000.

In the event of your death, your designated beneficiary(ies) will receive a benefit equal to your supplemental coverage amount. If your death is the result of a covered accident, your beneficiary(ies) will receive a benefit for AD&D equal to the amount of your supplemental life coverage amount.

You will be required to complete an “Evidence of Insurability” form if you are enrolling when first eligible and requesting coverage greater than $250,000 or if you are requesting

coverage or an increase in coverage outside of your initial eligibility period. Premiums for supplemental life will be deducted from your paycheck on a pre-tax basis. Life insurance premiums over $50,000 will be subject to imputed income tax. Insurance values and premiums are reduced at age 65 and 70.

Dependent Life and AD&D Insurance

You may also purchase life and AD&D insurance for your spouse/domestic partner and/or dependent children in the following amounts:

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

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

The cost of coverage is deducted from your pay after taxes are withheld. You will be required to complete an “Evidence of Insurability” form if you are requesting coverage or an increase in coverage after your initial eligibility date. Dependent life insurance will be subject to imputed income tax in accordance with IRS Table 1 rates.

Peace of mind for you and those who depend on you. | Hunter provides you with basic

coverage. You can purchase additional protection for yourself and your dependents.

Life Insurance

Designate Your Beneficiaries Be sure to input your beneficiary designation(s) by accessing the Hunter Employee Self-Service System.

19

Long-Term Disability

Hunter provides a core Long Term Disability (LTD) benefit of 60% of your base monthly earnings up to a maximum benefit of $10,000 per month. Coverage begins after you have been disabled for 90 days. If your disability occurs before you reach age 62, benefits continue as long as you remain totally disabled to age 65. If your disability occurs at age 62 or older, benefits continue as long as you remain totally disabled up to the maximum benefit duration shown in the table.

If you become eligible for LTD benefits, your benefits will be coordinated with any other disability benefits you are eligible to receive, such as Social Security, State Disability or Workers’ Compensation. The LTD plan will pay the difference between the amount you receive from outside programs and the benefit level paid by this plan.

Income protection | Long Term Disability coverage protects

your income if you have a long-term illness or injury and

are unable to work.

Disability Protection

WORKSHEET CALCULATION FEATURE

Age Disability Begins Benefit Duration

Prior to age 62 To age 65

62 42 months

63 36 months

64 30 months

65 24 months

66 21 months

67 18 months

68 15 months

69 and over 12 months

Cigna’s Will Preparation Program

There are many good reasons why it’s important to have a will no matter what your personal circumstances might be. Cigna’s Will Center allows you to easily complete essential life and health legal documents online at no cost to you.

Cigna’s Will Center is secure, easy-to-use, and available to you seven days a week, 365 days a year. Go to www.CignaWillCenter.com.

20

Cigna’s Life AssistanceSM Program

Cigna’s Life Assistance Program provides access to telephonic or in-person behavioral health assistance and online tools. The program offers you and your family:

• Access to telephonic counseling 24 hours a day, seven days a week from Cigna’s licensed clinicians and up to three, free in-person sessions from licensed behavioral health clinicians in the Cigna Behavioral Health network.

• Up to three qualified online or telephonic referrals for life events provided within 12 business hours.

• Up to 60% discounts on health and wellness products and services through the Healthy Rewards® discount program.

Cigna EAP also provides legal and identity theft support to resolve your concerns and restore your peace of mind. Legal support includes a 30-minute telephone or face-to-face consultation and a 25 percent discount on most legal services. Identity Theft support includes a 60-minute consultation with a fraud resolution specialist who will work with you to restore your identity and good credit.

Confidential help when you need a hand. | The Employee Assistance Program (EAP)

provides behavioral health assistance for you and your family at no cost.

Balancing life’s challenges is not always easy. Fortunately, there’s a place to turn for

help when you need it – Cigna EAP. This confidential and comprehensive resource is

available to you and your family members, 24 hours a day, 7 days a week, 365 days a

year. The Cigna EAP is designed to provide fast, convenient answers and advice on a

wide range of topics, such as finding childcare, consumer resources, legal and financial,

as well as emotional well-being. One call to Cigna’s EAP can help you find solutions.

Employee Assistance Program

Contact Cigna EAP

Phone: (888) 371-1125

Online: www.cignabehavioral.com Employer ID: hunterindustries

21

401(k) Savings Investment Plan

Your Long-term Growth Strategy

Save a few dollars today from each paycheck and reap the rewards when you retire. Hunter’s 401(k) Savings Investment Plan offers special incentives to help you save for the future. When you enroll, you receive special tax breaks, and you also receive contributions made on your behalf by Hunter Industries.

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 always have the option to cancel participation or change your contribution amount in the future.

Plan Highlights

• You can save from 1% to 30% 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, meaning you don’t pay taxes on amounts you save until funds are withdrawn.

• Hunter will match 100% of the first 3% of your contribution, and 50% of the next 2% of your contribution, so your account balance will grow even faster.

• 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 employer 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 Diversified’s web site at www.trsretire.com, or by calling toll-free at (800) 755-5801.

Growth Potential with the Roth 401(k) Feature

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. Keep in mind that once money goes into your Roth 401(k) account, it falls under all of the IRS rules and penalties for 401(k) accounts.

Helping you build a financially secure retirement. | The Hunter 401(k) Savings

Investment Plan makes saving for retirement simple and convenient.

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).

22

HUNTER OFFERS:

Additional Benefits

Programs to help you balance the demands of your personal and professional life. |

Hunter provides a variety of work-life programs to help make life easier.

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.

Business Travel Insurance

In addition to the Life and Accident policies, eligible employees are covered under a Travel Accident insurance policy. This benefit provides you or your beneficiary with up to $100,000 if you are disabled or die in an accident while traveling on company business. If you travel extensively on company business, you may be eligible for benefits at a higher level. Certain limitations and exclusions are listed in the applicable plan documents.

Educational Assistance

Hunter Industries encourages you to grow through higher education. Hunter will reimburse tuition expenses for enrollment in courses that enhance professional or personal development. Reimbursement rates are based on state school tuition rates, including fees for books, up to $5,000 annually. Regular full-time, active employees working at least 30 hours per week may request reimbursement after being employed for a minimum of three months. To qualify for this benefit, you must be enrolled in an accredited school or institution approved by Hunter.

Enrollment in the 401(k) Plan

To encourage employees to save for the future, you will be automatically enrolled in the 401(k) plan with a 1% of pay contribution if you don’t make a different election when you are first eligible to participate in the plan (age 18 and one month of service).

You may change your contribution rate at any time by going to the plan administrator’s site at www.trsretire.com or by calling them at (800) 755-5801, effective with the next payroll period or as soon as administratively possible.

23

2015 Employee Contribution RatesEmployee contribution rates are determined by your annual salary and your participation in wellness activities. Rates shown are per pay period effective January 1, 2015. Employee contributions for medical, dental and vision are deducted from 24 paychecks during year.

Sharp HMORegular Employee Rate

HunterContribution

Lifeshift Discounted Employee Rate

HunterContribution

Employee Only $30.68 $ 173.85 $20.45 $184.07

Employee + Spouse $112.49 $337.46 $89.99 $359.96

Employee + Child(ren) $77.72 $310.87 $58.29 $330.30

Employee + Family $143.68 $431.08 $114.94 $459.77

NationCare PPORegular Employee Rate

HunterContribution

Lifeshift Discounted Employee Rate

HunterContribution

Employee Only $65.38 $261.50 $49.03 $277.84

Employee + Spouse $212.43 $495.68 $177.03 $531.09

Employee + Child(ren) $153.20 $459.60 $122.56 $490.24

Employee + Family $270.67 $631.55 $225.56 $676.67

NationCare PPORegular Employee Rate

HunterContribution

Lifeshift Discounted Employee Rate

HunterContribution

Employee Only $81.72 $245.16 $65.38 $261.50

Employee + Spouse $247.84 $460.27 $212.43 $495.68

Employee + Child(ren) $183.84 $428.96 $153.20 $459.60

Employee + Family $315.78 $586.44 $270.67 $631.55

Sharp HMO

Regular Employee Rate

HunterContribution

Lifeshift Discounted Employee Rate

HunterContribution

Employee Only $40.91 $163.62 $30.68 $173.85

Employee + Spouse $134.99 $314.97 $112.49 $337.46

Employee + Child(ren) $97.15 $291.44 $77.72 $310.87

Employee + Family $172.41 $402.30 $143.68 $431.03

MEDICAL

Annual Salary Below $50,999

Annual Salary $51,000 - Above

Please note: Employees located outside San Diego county are only eligible for the NationCare PPO plan. Contact the HR Service Center for details and rate information.

24

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.

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.

AgeCost 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

2015 Employee Contribution Rates (cont’d)

United Concordia Employee Rate

Employee Only $3.55

Employee + Spouse $11.02

Employee + Child(ren) $10.33

Employee + Family $15.89

DENTAL

Davis Vision Employee Rate

Employee Only $3.28

Employee + Spouse $5.90

Employee + Child(ren) $6.23

Employee + Family $9.84

VISION

23-1218 11/14 © 2014 Hunter Industries Incorporated Please recycle.

Stay Connected Log on to HCP to share and collaborate with fellow Hunter employees | Follow Us on Facebook and Twitter

Ask the ExpertsQuestions? | For questions about your Hunter benefits, contact the companies that help

manage and administer the plans. You can also contact the HR Service Center.

Benefit Providers Telephone Website

Sharp Health Plan HMO - Group #479090• Member Service• Wellpartner Mail Service Drugs

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

www.SharpHealthPlan.comwww.wellpartner.com

Meritain NationCare PPO - Group #TC176• Customer Service• Pharmacy• Caremark Mail Service Drugs

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

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

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

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

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

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

(800) 362-4462 www.cigna.com

Cigna Disability LTD - Group #FLK-960437

(800) 362-4462 www.cigna.com

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

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

HR Service Center Telephone Email Address

HR Service Center (760) 591-7373 hrservicecenter@hunterindustries.com