Benefit Guide December 1, 2019 – November 30, 2020

1. Benefit Guide December 1, 2019 – November 30, 2020

2. CONTENTS 3 4 5 6 7 8 9 10 11 12 13 14 Enrollment Guide Medical Benefits Health Savings Account Flexible Spending Account Dental Benefits Vision Benefits Life & Disability Benefits Employee Assistance Program (EAP) Critical Illness Accident Whole Life Key Contacts

3. ENROLLMENT GUIDE Plan Year Open Enrollment will begin October 7, 2019 and extend through October 16, 2019. Benefits are administered on a plan year from December 1, 2019 through November 30, 2020. • Who Is Eligible? • If you’re a full-time employee at Biovation Labs, you’re eligible to enroll in the benefits outlined in this guide on the first of the month following 60 days of employment. Full-time employees are those who work 30 or more hours per week. In addition, the following family members are eligible for medical, dental and vision coverage: • Medical, dental and vision – legal spouses, domestic partners, and children up to 26 years old • Life Insurance – legal spouses, domestic partners, and children up to 19 years old (26 if full-time student) How to Enroll Are you ready to enroll? The first step is to review your current benefits. Did you move recently or get married? Next, meet with an iBenefit counselor for your personal session to ask any questions, make your elections, and get you enrolled in benefits for December 1. Please note: Once you have made your elections, you will not be able to change them until the next open enrollment period unless you have a qualified change in status. How to Make Changes • Unless you experience a life-changing qualifying event, you cannot make changes to your benefits until the next open enrollment period. Qualifying events include things like: • Marriage, divorce or legal separation • Birth or adoption of a child • Change in child’s dependent status • Death of a spouse, child or other qualified dependent • Change in residence • Change in employment status or change in coverage under another employer-sponsored plan The information in this Enrollment Guide is presented for illustrative purposes and is based on information provided by the employer. The text contained in this guide was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the guide and actual plan documents, the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about the guide, please contact HR. 3

4. MEDICAL & PHARMACY United Healthcare You have the option of two medical plans, a traditional PPO Plan with copays and a High Deductible Health Plan (HDHP) that may make you eligible to contribute to a Health Savings Account (HSA). You may see any physician you like, but you will receive a greater benefit by using a physician that participates in the United Healthcare Choice Plus network. Both plans cover preventive care at 100% according to the US Preventive Services Task Force list.

5. HEALTH SAVINGS ACCOUNT Health savings accounts (HSAs) are a great way to save money and budget for qualified medical expenses. HSAs are tax-advantaged savings accounts that accompany high deductible health plans (HDHPs). Biovation Labs will be offering a Health Savings Account from Optum Bank to accompany the United Healthcare HDHP Plan. If you currently have an HSA, you can continue to use it. If you would like to change your account to Optum, we will provide you the information needed to do so. What are the Benefits of an HSA? There are many benefits of using an HSA, including the following: It saves you money. HDHPs have lower monthly premiums, meaning less money is being taken out of your paycheck. It is portable. The money in your HSA is carried over from year to year and is yours to keep, even if you leave the company. It is a tax-saver. HSA contributions are made with pre-tax dollars. Since your taxable income is decreased by your contributions, you’ll pay less in taxes. The maximum amount that you can contribute to an HSA in 2019 is $3,500 for individual coverage and $7,000 for family coverage. In 2020, these maximums increase to $3,550 for individual coverage and $7,100 for family coverage. Additionally, if you are age 55 or older, you may make an additional ”catch-up” contribution of $1,000. You may change your contribution amount at any time throughout the year as long as you don’t exceed the annual maximum.

6. FLEXIBLE SPENDING ACCOUNT What is a Healthcare FSA? An FSA is an employer-sponsored savings account for health care expenses. You are not taxed on the money put into the FSA, and you can then use the account to pay for qualified out-of-pocket health care costs, such as your deductible and copays, but not your premium. What are the Benefits of an FSA? There are a variety of different benefits of using an FSA, including the following: It saves you money. Allows you to put aside money tax-free that can be used for qualified medical expenses. It’s a tax-saver. Since your taxable income is decreased by your contributions, you’ll pay less in taxes. It is flexible. You can use your FSA funds at any time, even if it’s the beginning of the year. The 2020 plan year is a short plan year that will last from January 1, 2020 through November 30, 2020. The maximum amount that you can contribute to your FSA for the short 2020 plan year is $2,475.As a reminder, you cannot stockpile money in your FSA. If you do not use it, you lose it. You should only contribute the amount of money you expect to pay out of pocket that year. You may carryover up to $500 of unused funds into the subsequent plan year. What is a Dependent Care FSA? Dependent Care FSAs allow you to contribute pre-tax dollars to qualified dependent care. The 2020 plan year is a short plan year that will last from January 1, 2020 through November 30, 2020. The maximum amount you may contribute this year is $4,583.33 (or $2, 291.67 if married and filing separately). Any funds unused at the end of the year are forfeited. In general, eligible dependents include your child who is under the age of 13, or your spouse or relative who is physically or mentally incapable of self-care and lives in your home. Examples of FSA Eligible Expenses Healthcare: Doctor and pharmacy copay Hospital, surgery and lab expenses Dental, orthodontic and vision expenses Certain medical equipment Dependent Care: Care at licensed nursery school or day-care facility Before and after school care for children Certain day camps Nannies and au pairs In-home day care • FSA and HSA • You cannot contribute to both a Healthcare FSA and HSA during the same plan year. You can contribute to both an HSA and Dependent FSA during the same plan year. A complete list of FSA eligible expenses is available at www.irs.gov.

7. DENTAL BENEFITS Delta Dental Dental benefits offered through Delta Dental are available to each full-time employee working at least 30 hours or more per week and eligible family members to cover routine care such as regular check-ups, cleanings and X-rays. Receiving dental care can protect you and your family from the high cost of dental disease and surgery. The chart below outlines the dental benefits we offer: If you are planning a dental service that may cost upwards of $200, it is recommended that your dentist file a pre-treatment review with Delta Dental. This will help you get an estimate of what your out-of-pocket cost may be prior to receiving the planned service.

8. VISION BENEFITS EyeMed The Vision Plan entitles you to specific eye care benefits. Having vision benefits can help you maintain your vision as well as detect various health problems. Our policy covers routine eye exams and provides specified dollar amounts or discounts for the purchase of eyeglasses and contact lenses. The chart below provides an overview of covered services and benefits under the Vision Plan.

9. LIFE & AD&D BENEFITS UNUM Your life insurance plan can help provide for your loved ones if something were to happen to you. Biovation Labs provides full-time employees with 1 times your annual salary to a maximum of $750,000 in group life and accidental death and dismemberment (AD&D) insurance. Biovation Labs pays for the full cost of this benefit, meaning you are not responsible for paying any monthly premiums. Contact HR if you would like to update your beneficiary information. While Biovation Labs offers basic life insurance, some employees may want to purchase additional coverage. Think about your personal circumstances. Are you the sole provider for your household? What other expenses do you expect in the future (for example, college tuition for your child)? Depending on your needs, you may want to consider buying supplemental coverage. With voluntary life insurance, you are responsible for paying the full cost of coverage through biweekly payroll deductions. You can purchase coverage for yourself in $10,000 increments or for your spouse in $5,000 increments. The maximum is $500,000 or 5x your annual salary. The chart below outlines the monthly costs of purchasing additional coverage.

10. CRITICAL ILLNESS Critical Illness Critical illness insurance provides supplemental coverage for acute illnesses that can be financially catastrophic. Plans specify a distinct list of conditions that will be covered. It is important to read your benefits carefully in order to understand what will be covered. Benefit Highlights: Lump sum payment at first diagnosis. Benefit is$10,000 or $20,000 choice Spouse is $10,000. Children are covered for free at 50% of employee benefit. $50 wellness benefit. Portable Some of the illnesses that may be covered include the following: Cancer Heart attack and stroke Kidney failure Major organ transplant Coma Blindness Benign Brain Tumor

11. ACCIDENT Accident Accident insurance will deliver a payment to you for various qualifying incidents. These occurrences may include the following: Injuries such as fractures, dislocations, burns, concussions, cuts and lacerations, eye injuries, coma, torn knee cartilage, broken tooth, ruptured disc and paralysis Medical services and treatments such as ambulance (ground and air), emergency care, non-emergency care, hospital (admission, confinement and inpatient rehab), intensive care unit confinement, physician follow-up, therapy services, medical testing (X-rays, MRIs and CT scans), medical appliances, inpatient and outpatient surgery, and blood and blood plasma Lodging and travel needs related to an accident and follow-up care $50 annual wellness benefit Portable

12. WHOLE LIFE Whole Life Whole Life Insurance provides much more than a death benefit – it also offers valuable “living benefits” that you can use during times of need. With a guaranteed death benefit that will never decrease, level premiums that will never increase, cash value accumulation, living benefits and other options, Whole Life goes beyond typical term life insurance. This coverage also includes a Long Term Care Rider. Employee Benefit Amount - $2,000 - $150,000 in increments of $5,000 Spouse Benefit Amount - $2,000 - $35,000 in increments of $5,000 Child Benefit Amount - $2,000 - $$50,000 in increments of $1,000

13. KEY CONTACTS HAVE QUESTIONS, PROBLEMS OR CONCERNS? The following are your carrier phone numbers and websites should you need assistance understanding your benefits, claims or other insurance related information.

14. DISCLOSURE OF EMPLOYEE BENEFITS This proposal is based upon the financial and underwriting information provided by your company. In the event there have been significant changes, or we are missing material data, we will need that information in order to forward it to underwriters. Any additional information may change the rates shown. This proposal is issued by the carrier as a courtesy and for the sake of expediency. Actual rates will depend upon underwriting, final enrollment and final rate approval. Never terminate your existing coverage until advised that replacement coverage has been confirmed by the replacement carrier. This proposal is intended to be a summary of the premium costs of the plans under consideration. Please refer to the carrier’s proposal for the actual terms, conditions, limitations, and exclusions. Each carrier administers benefits in a unique manner, a change in carriers may result in a change in how the benefits are administered. It is imperative we be informed of any employee or dependent that is hospitalized or otherwise disabled and not actively at work on the effective date of any new contract. Coverage may not be available for these individuals. It is imperative we be informed of any employee or dependent that is covered under your group’s COBRA provision or retiree plan. This proposal is provided only for your internal use. No further use or distribution is authorized without our prior written consent. All insurance carriers have their own operating procedures. A change in carrier could, therefore, affect the way certain plan coverages are evaluated. Scott Insurance, a division of James A. Scott & Son, Inc., may qualify to receive compensation from insurance carriers in the form of contingency payments. Contingency payments are based on the volume and persistency of all business Scott Insurance, a division of James A. Scott & Son, Inc., has with certain insurance carriers and is not charged to your account directly nor does it affect placement of coverage. It is calculated into the carriers overall fixed cost. In performing this review, and analysis, Scott Insurance Agency is not providing legal advice or legal opinion with respect to the PPACA laws (aka, “healthcare reform”), ERISA and /or any state or federal laws with which employers must comply. The information within is intended to serve as general guidance, estimations and advice. Compliance is the sole responsibility of the Employer client. We recommend that you consult with your attorney for final decisions to ensure proper compliance.