Array Architects' Employee Benefits Package

Employee Benefits Enrollment Guide PLAN YEAR 2021: 1/1/2021–12/31/2021

Array Architects Employee Benefits

At Array, our experienced team has significantly contributed to the achievement of a number of corporate goals since the company was started. One of those goals is to provide a comprehensive benefits program to meet the needs of you and your family members, despite the ever-rising cost of health care.

As a valued member of the Array team, you are eligible for a suite of benefits to promote health and financial wellness for you and your family. This booklet provides a summary of your benefits.

Please review it carefully so you can choose the coverage that’s right for you.

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Table of Contents/Links

Benefit Basics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Enrollment Basics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Bi-weekly Deductions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Medical Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Prescription Drug Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Dental Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Vision Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Health Savings Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Limited Purpose Flexible Spending Account . . . . . . . . . . . . . . . . . . 16 Flexible Spending Accounts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Basic Life and Accidental Death & Dismemberment (AD&D) Insurance Coverage . . . . . . . . . . . . . . . . 18 Long-Term Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Benefits Claims Issues . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 401(k) Retirement Savings Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Quarterly Employee Bonus Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Leave Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Contact Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

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Benefits Basics As an Array Architects employee, you are eligible for benefits if you work at least 30 hours or more per week.

Your benefits are effective on the first day of the month following your hire date.

You may enroll your eligible dependents for coverage once you are eligible. Your eligible dependents include: • Your legal spouse • Your domestic partner in states that do not recognize same-sex marriage • Your children (biological, adopted, or stepchildren) up to the end of the month in which they turn age 26.

Array does not cover spouses of employees who are offered benefits at their place of employment. Once your benefit elections become effective, they remain in effect until the end of the plan year. You may only change coverage within 30 days of a qualified life event.

What Is a Domestic Partner?

Your domestic partner is eligible for benefits if he or she is not a relative and has lived with you for at least six months in a committed relationship.

For more information about your benefits, contact Nancy Erb, HR at 610-755-6434.

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Qualified Life Events Generally, you may change your benefit elections only during the annual enrollment period. However, you may change your benefit elections during the year if you experience a qualified life event, including: • Marriage • Divorce or legal separation • Birth of your child • Death of your spouse, same sex domestic partner or dependent child • Adoption of or placement for adoption of your child • Change in employment status of employee, spouse/domestic partner or dependent child • Qualification by the Plan Administrator of a child support order for medical coverage • Entitlement to Medicare or Medicaid You must notify Human Resources within 30 days of a qualified life event.

Depending on the type of event, you may be asked to provide proof of the event. If you do not contact Human Resources within 30 days of the qualified event, you will have to wait until the next annual enrollment period to make changes.

If a newborn child needs to be added to your plan, please do not wait for a Social Security Number to be issued. The 30-day window still applies. The child’s SSN can be provided as soon as possible after your newborn has been added to the plan.

Tax Treatment of Your Benefit Premiums Array supplements the cost of many of your benefits; you share the cost for others. You pay the full cost for any voluntary benefits you elect.

BENEFIT

WHO PAYS

TAX TREATMENT

Medical Coverage

Array & You

Pre-tax

Dental Coverage

You

Pre-tax

Vision Coverage

Inc. in medical

Pre-tax

Basic Life and Accidental Death & Dismemberment (AD&D)

You

After tax

Supplemental Life and Accidental Death & Dismemberment (AD&D)

You

After tax

Long-Term Disability Coverage

You

After tax

HSA (Health Savings Account)

Array & You

Pre-tax

Flexible Spending Account

You

Pre-tax

LPFSA (Limited Purpose Flexible Spending Account)

You

Pre-tax

401(k) Retirement Savings Plan

Array & You

Pre-tax

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Enrollment Basics When to Enroll The open enrollment period runs from December 1 through December 31 of the current year. The benefits you elect during open enrollment will be effective from January 1 through January 31 of the upcoming calendar year (plan year).

Log into our Open Enrollment by clicking the button below or typing www.employeenavigator.com/ benefits/Login.aspx into your browser.

LOGIN TO ENROLLMENT How to Reset your Password:

1

Enter www.employeenavigator.com/benefits/Login.aspx

2

Click on Reset a forgotten password

3

Under Employees, click on Click Here

4

Input your Username

5

Access your email account to receive the instructions to reset your password.

How to Make Changes Generally, you may change your benefit elections only during the annual enrollment period. However, you may change your benefit elections during the year if you experience a qualified life event.

Please notify Nancy Erb, HR at 610-755-6434 if you feel you have a life qualifying event.

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Bi-Weekly Deductions PPO HSA $3,000 COVERAGE TIER

MONTHLY COST

EMPLOYER COST PER MONTH

EMPLOYEE COST PER MONTH

EMPLOYEE COST PER PAY

EMPLOYER HSA CONTRIBUTIONS PER PAY

EMPLOYER HSA CONTRIBUTIONS ANNUALLY

Single

$474.50

$351.94

$122.56

$56.57

$23.08

$600.00

Parent + Child

$846.04

$628.69

$217.35

$100.31

$42.31

$1,100.00

Parent + Children

$846.04

$628.69

$217.35

$100.31

$42.31

$1,100.00

H/W

$1,091.83

$813.85

$277.98

$128.30

$42.31

$1,100.00

Family

$1,392.19

$1,025.77

$366.42

$169.12

$50.00

$1,300.00

Keystone POS (Philadelphia Office Only) COVERAGE TIER

MONTHLY COST

EMPLOYER COST PER MONTH

EMPLOYEE COST PER MONTH

EMPLOYEE COST PER PAY

Single

$660.90

$351.94

$308.96

$142.60

Parent + Child

$1,178.39

$628.69

$549.70

$253.71

Parent + Children

$1,178.39

$628.69

$549.70

$253.71

H/W

$1,520.73

$813.85

$706.88

$326.25

Family

$1,939.08

$1,025.77

$913.31

$421.53

PPO $2,500 - Buy-Up Plan COVERAGE TIER

MONTHLY COST

EMPLOYER COST PER MONTH

EMPLOYEE COST PER MONTH

EMPLOYEE COST PER PAY

Single

$641.91

$351.94

$289.97

$133.83

Parent + Child

$1,144.53

$628.69

$515.84

$238.08

Parent + Children

$1,144.53

$628.69

$515.84

$238.08

H/W

$1,477.05

$813.85

$663.20

$306.09

Family

$1,883.38

$1,025.77

$857.61

$395.82

United Concordia Dental Plan* COVERAGE TIER

EMPLOYEE COST PER MONTH

EMPLOYEE COST PER PAY

Single

$37.76

$17.43

Parent + Child

$76.66

$35.38

H/W

$74.29

$34.29

Family

$122.46

$56.52

*Array does not contribute to the cost of Dental insurance.

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Medical Coverage Overview: PPO HSA $3,000 Array Architects offers a choice of medical plan options so you can choose the plan that best meets your needs—and those of your family.

PERSONAL CHOICE PPO PLUS 8B (HSA) Plan Provisions

In-Network

Out-of-Network

Benefit Period

Contract Year

Contract Year

Deductible (Individual/Family)

$3,000 / $6,000

$5,000 / $10,000

After Deductible, Plan Pays

100%

50%

Annual Out-of-Pocket Maximum (Individual/Family)

$6,750 / $13,500

$10,000 / $20,000

Lifetime Maximum

Unlimited

Unlimited

Doctor’s Office Visits • Primary Care Services • Specialist Services • Telmedicine (through MDLive)

• $30 copay after deductible • $60 copay after deductible • $30 copay after deductible

Preventive Care

100% covered

50%, no deductible

Pediatric Immunizations

100% (office visit co-payment does not apply), no deductible

50%, no deductible

Routine Gynecological Exam/PAP

100%, no deductible

50%, no deductible

Mammogram

100%, no deductible

50%, no deductible

Nutrition Counseling for Weight Management

100%, no deductible

50% after deductible

Maternity • First OB Visit • Hospital

• 100%, after deductible • $500 copay/day, max 5 copays/ admission, after deductible

50% after deductible

Emergency Room Care

$300 copay after deductible (not waived if admitted)

$300 copay after in-network deductible

Urgent Care

$100 copay, after deductible

50%, after deductible

Outpatient X-Ray/Radiology • Routine Radiology/Diagnostic • MRI/MRA, CT/CTA Scan, PET Scan

• $60 copay after deductible • $200 copay, after deductible

50%, after deductible

Mental Health Care • Outpatient • Inpatient

• $60 copay after deductible • $500 copay/day; max 5 copays/ admission, after deductible

50%, after deductible

Prescription Drugs - Retail Pharmacy • Low-Cost Generic • Generic Drugs • Preferred Brand • Non-Preferred Drugs • Self-Administered Specialty Drugs

• $5 copay after deductible • $20 copay after deductible • $40 copay after deductible • $70 copay after deductible • 50% up to $500, after deductible

• 50%, after deductible • 50%, after deductible • 50%, after deductible • 50%, after deductible • Not covered

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50% after deductible

Medical Coverage Overview: PPO $2,500 PERSONAL CHOICE PPO PLUS 6B Plan Provisions

In-Network

Out-of-Network

Benefit Period

Contract Year

Contract Year

Deductible (Individual/Family)

$2,500 / $5,000

$5,000 / $10,000

After Deductible, Plan Pays

100%

50%

Annual Out-of-Pocket Maximum (Individual/Family)

$7,900 / $15,800

$10,000 / $20,000

Lifetime Maximum

Unlimited

Unlimited

Doctor’s Office Visits • Primary Care Services • Specialist Services • Telemedicine (through MD LIve)

• $30 copay, no deductible • $60 copay, no deductible • $30 copay, no deductible

Preventive Care

100% covered

50%, no deductible

Pediatric Immunizations

100%, no deductible

50%, no deductible

Routine Gynecological Exam/PAP

100%, no deductible

50%, no deductible

Mammogram

100%, no deductible

50%, no deductible

Nutrition Counseling for Weight Management

100%, no deductible

50% after deductible

• 100%, no deductible • 100%, after deductible

50% after deductible

Inpatient Hospital Services • Facility • Physician/Surgeon

100%, after deductible

50% after deductible

Emergency Room

$300 copay after deductible (copay no waived if admitted)

100% after in-network deductible

Urgent Care

$100 copay, no deductible

50%, after deductible

Ambulance • Emergency • Non-Emergency

• 100%, after deductible • 100%, after deductible

50%, after deductible

Outpatient X-Ray/Radiology • Routine Radiology/Diagnostic • MRI/MRA, CT/CTA Scan, PET Scan

• $60 copay, no deductible • $200 copay, no deductible

50%, after deductible

Chemo/Radiation/Dialysis

• 100%, after deductible

50%, after deductible

Mental Health Care • Outpatient • Inpatient

• $60 copay, no deductible • 100%, after deductible

50%, after deductible

Maternity • First OB Visit • Hospital

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50% after deductible

Medical Coverage Overview: Keystone POS* To get the most out of this program, below are some notes on what you need to know: • You must select a designated Primary Care Physician (PCP) • Referral - Documentation from your PCP authorizing care at a participating specialist for covered services.

• Preapproval/Precertification - Approval from Independence Blue Cross (IBX) for non emergency or elective hospital admissions and procedures prior to the admission or procedure. For in-network (referred) services, your participating provider will contact IBX for authorization. For out-of-network (self-referred) services, you are responsible for obtaining approval for certain services. For more information on the services requiring precertification, please refer to the back page of this summary.

• Designated site - PCPs are required to choose one radiology, physical therapy, occupational therapy and laboratory provider where they will send all their Keystone members.

KEYSTONE POINT-OF-SERVICE PLUS 4B Plan Provisions

Referred

Self-Referred

Benefit Period

Contract Year

Contract Year

Deductible (Individual/Family)

$0 / $0

$5,000 / $15,000

Annual Out-of-Pocket Maximum (Individual/Family)

$7,900 / $15,800

$30,000 / $60,000

Lifetime Maximum

Unlimited

Unlimited

Doctor’s Office Visits • Primary Care Services • Specialist Services

• $40 copay • $70 copay

50% after deductible

Preventive Care

100%

50%, no deductible

Pediatric Immunizations

100%

50%, no deductible

Routine Eye Exam

$40 copay (once every 2 years)

Not Covered

Routine Gynecological Exam/PAP

100%

50%, no deductible

Mammogram (no referral required)

100%

50%, no deductible

Nutrition Counseling for Weight Management

100%

50% after deductible

Outpatient Laboratory/Pathology

100%

50% after deductible

Maternity • First OB Visit • Hospital

• 100% • $500 copay/day; max 5 copays/ admission

50% after deductible

Inpatient Hospital Days

Unlimited

70

Emergency Room Care

$300 copay (not waived if admitted)

$300 copay, no deductible

Urgent Care

$100 copay

50%, after deductible

* Available only to the 5 counties within the Philadelphia region

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Medical Coverage Overview: Keystone POS (cont.)

Ambulance • Emergency • Non-Emergency

• $70 copay • $70 copay

• $70 copay, no deductible • 50%, after deductible

Outpatient X-Ray/Radiology • Routine Radiology/Diagnostic • MRI/MRA, CT/CTA Scan, PET Scan

• $70 copay • $300 copay

50%, after deductible

Chemo/Radiation/Dialysis

• $40 copay

50%, after deductible

Mental Health Care • Outpatient • Inpatient

• $70 copay • $500 copay/day, max 5 copays/ admission

50%, after deductible

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Prescription Drug Program The pharmacy benefit provides wide-ranging coverage for prescription drugs when prescribed by a licensed, practicing physician. The formulary includes generic drugs and a defined list of brand drugs that have been evaluated for their medical effectiveness, positive results, and value.

PRESCRIPTION DRUG PROGRAM Benefit Period

Contract Year

RETAIL PHARMACY - MEMBER COST SHARING (PARTICIPATING PHARMACY) • Low-Cost Generic

$5 copay

• Generic Drugs

$10 copay

• Preferred Brand

$40 copay

• Non-Preferred Drugs

$70 copay

• Self-Administered Specialty Drugs

50% coinsurance with a max member payment of $500/prescription (1-30 days supply)

MAIL ORDER PHARMACY - MEMBER COST SHARING (PARTICIPATING PHARMACY) • Low-Cost Generic

$5 copay (1-30 days supply), $10 copay (31-90 days supply)

• Generic Drugs

$10 copay (1-30 days supply), $20 copay (31-90 days supply)

• Preferred Brand

$40 copay (1-30 days supply), $80 copay (31-90 days supply)

• Non-Preferred Drugs

$70 copay (1-30 days supply), $140 copay (31-90 days supply)

Out-of-Network Pharmacy

30% of drugs retail cost for the total amount dispensed.

DISPENSING LIMITS • Retail

Up to 30 days supply

• Mail Order for Maintenance Drugs

Up to 90 days supply

Preventive Drugs

No cost-sharing is required at participating retail and mail order pharmacies for certain designated preventive drugs, prescription, and over-the-counter (with a doctor’s prescription).

Covered Prescription Drugs

• Compound Medications of which at least one ingredient is a prescription drug • Contraceptives • Self-injectables • Retin-A through age 35 • Insulin • Insulin needles and syringes • Lancets (no copay/coinsurance required at participating pharmacies) • Glucometers (no copay/coinsurance required at participating pharmacies) • Prescribed smoking cessation drugs • Diabetic supplies (i.e test strips)

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Dental Coverage Regular dental exams can help you and your dentist detect problems in the early stages when treatment is simpler and costs are lower. Keeping your teeth and gums clean and healthy will help prevent most tooth decay and periodontal disease, and is an important part of maintaining your good medical health.

Your dental benefits are provided by United Concordia Dental. The plans are PPO plans and offer in-and out-of-network benefits. The United Concordia Flex plan offers members more potential cost savings and the ability to visit a dentist while still receiving cost protections, including no billing above the contracted fee. You also have the option to use a Non-Participating (out-of-Network) Dentist.

CONCORDIA FLEX PLAN Plan Provisions

In-Network

Out-of-Network

Class 1 - Diagnostic/Preventive Services • Exams • Bitewing X-rays • All Other X-rays • Cleanings & Fluoride Treatments • Sealants • Palliative Treatment

100%

100%

Class 2 - Basic Services • Basic Restorative (Fillings, Posterior resins) • Simple Extractions • Space Maintainers • Repairs of Crowns, Inlays, Onlays, Bridges & Dentures • Endodontics • Nonsurgical Periodontics • Surgical Periodontics • Complex Oral Surgery • General Anesthesia

100%

100%

Class III - Major Services • Inlays, Onlays, Crowns • Prosthetics (Bridges, Dentures)

50%

50%

Orthodontics for dependent children to age 19 • Diagnostic, Active, Retention Treatment

50%

50%

Included Plan Features • Smile for Health--Wellness3: Provides periodontal care for people with certain chronic medical conditions: diabetes, heart disease, lupus, oral cancer, organ transplant, rheumatoid arthritis and stroke

• Covers 1 additional periodontal maintenance per year and all are covered at 100% • Scaling and root planing are covered at 100% • 4 periodontal surgery procedures are covered at 100%

• Maximums & Deductibles • Annual Program Deductible (per person/per family) • Annual Program Maximum (per person) • Lifetime Orthodontic Maximum (per person)

• $50/$150 Excludes Class I & Orthodontics • $1,000 Excludes Orthodontics • $1,000

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Vision Coverage The vision plan is part of your chosen IBX Medical plan and covers routine eye exams and also pays for all or a portion of the cost of glasses or contact lenses if you need them. There is no additional cost for vision coverage and you can not opt out of the benefit.

Vision benefits are provided by IBX and administered through Davis Vision.

BENEFIT

COVERAGE

Eye exam • Participating providers • Non-participating providers

• $0 Copay • Up to $35 reimbursement to member

Eyeglasses, including spectacle lenses and frames, at participating providers • Spectacle lenses • Additional lens options • Frames (Two options are available for selecting frames)

• Spectacle lenses covered at no extra cost include: all range of prescriptions, oversize lenses, glass or plastic lenses, single vision, bifocal, trifocal or lenticular lenses • Additional spectacle lens options covered at no cost include: glass grey #3 prescription sunglass lenses, tinting and polycarbonate lenses for dependent children, monocular patients, and patients with prescriptions greater than or equal to +/- 6.00 diopters • Choose from participating provider’s own frame collection and member receives allowance of $652 OR Choose from the Davis Collection of Frames that is available at most participating providers and frames are covered in full.

Eyeglasses at non-participating providers

Eyeglasses (spectacle lenses and frames) are available to a $100 reimbursement to the member

Contact lenses • Participating providers • Non-participating providers

• Member receives allowance up to $100 • Up to $100 reimbursement to member

Benefit frequency

Once every two calendar years

SPECTACLE LENS OPTION

FIXED DISCOUNT PRICE

Blended invisible bifocals

$10

Ultraviolet (UV) coating

$12

Scratch-resistant coating - single vision

$15

Scratch-resistant coating - multifocal

$25

Intermediate vision lenses

$30

Anti-reflective coating - standard

$33

Anti-reflective coating - premium

$48

Anti-reflective coating - ultra

$60

Progressive additional multifocal lenses standard

$50

Progressive additional multifocal lenses premium

$90

Polarized lenses

$60

Polycarbonate

$30

High index

$55

PLEASE NOTE: If you are enrolled in one of our medical plans, you are eligible for a preventive eye exam every 24 months at no cost to you and you have access to discounted glasses or contact lenses through Davis Vision and in-network providers. *You must submit a claim for reimbursement of any out-of-network expenses. The amounts shown in this chart reflect the maximum you will be reimbursed under the plan for out-of-network services.

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Health Savings Account (HSA) A health savings account is to be used in conjunction with a High Deductible Health Plan. (PPO HSA $3,000) If you select this plan, an HSA account will be opened for the employee to deposit pre-tax funds, up to the limits set below, to offset the cost of your high deductible health plan (HDHP). Unlike Flexible Spending Accounts, the HSA funds rollover from year to year.

Each pay period, you may select an amount of pre-tax dollars to be deducted from your pay on a pretax basis and credited to your Health Savings Account. Array also contributes to this account each pay period, depending on your coverage level. (see rates sheet for amounts) You will receive a debit card to access these funds to pay for eligible health care expenses. The amount contributed by the employee reduces the employee’s taxable income annually saving you money.

Health Savings accounts at Array are administered through PNC Bank.

CONTRIBUTION AND OUT-OF-POCKET LIMITS FOR HSA AND HIGH-DEDUCTIBLE HEALTH PLANS 2021

2020

Change

HSA Contribution Limit (Employer + Employee)

Self-only: $3,600 Family: $7,200

Self-only: $3,500 Family: $7,100

Self-only: +$50 Family: +$100

HSA Catch-Up Contributions

$1,000

$1,000

No Change

HDHP Minimum Deductibles

Self-only: $1,400 Family: $2,800

Self-only: $1,400 Family: $2,800

Self-only: +$50 Family: +$100

HDHP Maximum Out-of-Pocket Amounts (deductibles, copays, and other amounts, but not premiums)

Self-only: $7,000 Family: $14,000

Self-only: $6,900 Family: $13,800

Self-only: +$150 Family: +$300

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Limited Purpose Flexible Spending Account Using a Limited Purpose Flexible Spending Account (LPFSA) along with your HSA is an innovative way to increase your tax benefits and keep your money. If eligible, an LPFSA acts similar to a general Flexible Spending Account (FSA) with a few more flexible options on where you can spend your money. You use before-tax dollars in your LPFSA to reimburse yourself for eligible out-of-pocket medical expenses. That means you can enjoy tax savings and increased take-home pay—all with the convenience of a prepaid benefits card.

What is a LPFSA? Money is set aside from your paycheck before taxes are taken out, just like other standard healthcare plans.

You can then use your pre-tax LPFSA dollars to pay for eligible vision or dental expenses throughout the plan year. All other medical expenses can be taken from your HSA account. This way, you save money on expenses you’re already paying for like dental checkups, vision exams, eyeglasses, and much more. The amount of your pay that goes into an LPFSA will not count as taxable income, so you will have immediate tax savings.

• A Healthcare LPFSA allows reimbursement of qualifying out-of-pocket medical expenses.

• A Limited Purpose Medical FSA works with a qualified high deductible health plan (HDHP) and Health Savings Account (HSA). A limited FSA only allows reimbursement for preventive care, vision and dental expenses.

Along with an HSA, one is eligible to have an LPFSA if they are willing to limit their spending of an FSA to just dental and vision expenses. That way, you can save money with the flexibility of an HSA and the efficiency of an LPFSA. In addition, you’ll receive a convenient prepaid benefits card to make it easy to pay for eligible services and products not covered by your health insurance. When you use the card, payments are automatically withdrawn from your account, so there are no out-of-pocket costs and you won’t have to submit receipts to verify the purchase. Just swipe the card and go.

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Flexible Spending Accounts Flexible Spending Accounts (FSAs) are designed to save you money on your taxes. They work in a similar way to a savings account. Each pay period, funds are deducted from your pay on a pretax basis and credited to a Health Care and/or Dependent Care FSA. You then use your funds to pay for eligible health care or dependent care expenses.

ACCOUNT TYPE

ELIGIBLE EXPENSES

ANNUAL CONTRIBUTION LIMITS

Health Care FSA

Most medical, dental and vision care expenses that are not covered by your health plan (such as co-payments, coinsurance, deductibles, eyeglasses, and doctor-prescribed over the counter medications)

Maximum contribution is $2,750 year

Saves on eligible expenses not covered by insurance; reduces your taxable income

Dependent Care FSA

Dependent care expenses (such as day care, after school programs or elder care programs) so you and your spouse can work or attend school ft

Maximum contribution is $5,000 per year ($2,500 if married and filing separate tax returns)

Reduces your taxable income

BENEFIT

FSAs Help You Save on Taxes Here is an example of how much you can save when you use the FSAs to pay for your predictable health care and dependent care expenses.

ACCOUNT TYPE

WITH FSA

WITHOUT FSA

Your taxable income

$50,000

$50,000

Pretax contributions to Health Care and Dependent Care FSA

$2,000

$0

Federal and Social Security taxes*

$11,701

$12,355

After-tax dollars spend on eligible expenses

$0

$2,000

Spendable income after expenses and taxes

$36,299

$35,645

Tax savings with the Health Care and Dependent Care FSA

$654

N/A

Important Information About FSAs Your FSA elections will be in effect from January 1 through December 31, 2021. Claims for reimbursement must be submitted by December 31. Please plan your contributions carefully.

Any money remaining in your account after December 31, up to $500, will rollover to the new plan year. Any funds exceeding $500 will be lost. This is known as the “use it or lose it” rule and is governed

by IRS regulations. Note that FSA elections do not automatically continue from year to year; you must actively enroll each year.

What Are the Advantages of an FSA? With an FSA, the money you contribute is never taxed – not when you put it in the account, not when you are reimbursed with the funds from the account, and not when you file your income tax return at the end of the year.

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Basic Life and Accidental Death & Dismemberment (AD&D) Insurance Coverage Life insurance is an important part of your financial security, especially if others depend on you for support.

Accidental Death & Dismemberment (AD&D) insurance is designed to provide a benefit in the event of accidental death or dismemberment. These coverages are available through Lincoln Financial.

You are also eligible to enroll for Supplemental Life Insurance for yourself, your spouse and your dependent children. As a new hire or recently benefits eligible employee, you may elect the benefit and will not be required to provide evidence of insurability (EOI) up to the Guarantee Issue Amount. If you waive the benefit now and wish to elect it later, you will be required to provide EOI and will need to wait for the insurance to be approved

by Lincoln Financial before the insurance will be active.

Supplemental Life Insurance • Employee: You may elect up to the lesser of 2x your basic annual earnings or $200,000 in $10,000 increments. Guarantee Issue Amount: $100,000 (under age 70) • Spouse: The spouse benefit maximum is $100,000 in increments of $5,000. The spouse benefit election cannot exceed the benefit you elect for yourself. Guarantee Issue Amount: $10,000 (under age 60) • Dependent Child(ren): Up to $10,000 maximum for children age 6 months to 19 years; age 14 days to 6 months: 250 maximum.

To elect dependent coverage, you must enroll for coverage on yourself.

Rates for the Supplemental Life benefit are age banded and increase when you change age bands. Employee and Spouse rates are the same. Rates subject to change every May 1st.

AGE

RATE/$1,000

Under 30

0.0231

30-34

0.0231

35-39

0.0369

40-44

0.0600

45-49

0.0923

50-54

0.1754

55-59

0.2769

60-64

0.3092

65-69

0.5492

70-74

0.774

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Long-Term Disability Insurance The goal of the disability plan is to provide you with income replacement should you become disabled and unable to work due to a non-work-related illness or injury.

Array Architects offers Long-Term Disability income benefits that pays 60% of your salary up to a maximum of $6,000 per month, after a 90-day elimination period.

Bi-Weekly Premium Calculation John Doe is 33 and earns $2,500 monthly. $2,500 x 0.00078 = $1.96 Bi-Weekly premium AGE

PREMIUM FACTORS

Under 30

0.00055

30-34

0.00078

35-39

0.00111

40-44

0.00157

45-49

0.00282

50-54

0.00374

55-59

0.00522

60-64

0.00462

65-69

0.00282

70–74

0.00185

75–99

0.00198

$_____________ X _____________ = $_________________

Your Monthly Salary

Premium Factor

Your Bi-Weekly Cost

* Maximum covered payroll is $10,000 monthly.

This is an estimate of premium cost. Actual deductions may vary slightly due to rounding and payroll frequency.

Benefit/Claims Issues Questions on benefits issues can usually be resolved through the IBX customer service line. This should be your initial inquiry into any claims issues. If you need further assistance, you can notify Human Resources who will work with Array’s benefits broker on a resolution. If the matter is of a personal nature, employees have the options to contact our benefits broker, Doug Platz of Brown & Brown, directly at dplatz@dbplanning.com.

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401(k) Retirement Savings Plan Array offers 401(k) Retirement Savings Plan with Vanguard, administered by Ascensus. This offers a convenient way to save for your future through payroll deductions.

Enrollment Enrollment in the plan is available once you receive your first paycheck. You can enroll online by visiting: my.vanguardplan.com and following the steps under “Get started.”

Employee Contributions Contributions from your pay are made on a pre-tax basis-up to the IRS annual limit if you choose a traditional 401K. If the you choose a Roth 401K, the deferral is post tax. The total salary deferral maximum for 2021 is $19,500. If you are 50 years of age or older, (or if you will reach age 50 by the end of the calendar year), you may make a catch-up contribution in addition to the normal IRS annual limit.

The catch-up contribution limit is $6,500.

Employer Contribution Match Employer contribution matches are discretionary and Array Architects has the option to match 50% of your contribute to the 401(k) up to a maximum of 3% of your salary. For further information, please refer to the Summary Plan Document provided by Ascensus and available on the company intranet.

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Quarterly Employee Bonus Plan The Quarterly Bonus Program is designed to provide an effective means to motivate and reward eligible employees for efforts that are over and above what is normally expected in their role and position in the firm.

Who is Eligible?

All regular full time employees who are employees at the time the bonus is paid are eligible unless an employee has not actively worked for at least 2/3 of the Quarter.

How does the Plan Work?

Each employee is assigned a Target Bonus upon joining the firm. The Target Bonus is expressed as a percentage of the employee’s annual base salary in effect on the first day of the Quarter. Bonuses are dependent upon Company performance as reported on Cash Basis Accounting. If the actual Company performance falls short of expected financial performance goals, then all target bonuses for that quarter will be prorated accordingly.

How Does Individual Performance Affect the Bonus to be Paid?

The evaluation of individual performance is the responsibility of the employee’s supervisor using the Company’s performance evaluation system. Performance ratings are reviewed and approved and sometimes adjusted by both the COO and the CEO. The timing of quarterly bonuses are at the discretion of the Company.

The rating system, expressed as a percentage of the employees set Target Bonus is as follows:

125%

100%

6 - Employee has exhibited outstanding internal & external

5 - Employee has exhibited exceptional internal & external

team communication and collaboration skills. Proactively

team communication and collaboration skills. Their efforts

works to drive their own and their team’s success through

result in their teams being successful through effective

highly effective communication and collaboration. They

communication and collaboration. They are recognized by

are recognized by their team members and peers as an

their team members as one of the top team performers.

outstanding team member and performer.

50%

75% 4 - Employee has exhibited good internal & external team

3 - Employee has made reasonable attempts to improve their

communication and collaboration skills. While they may

own internal & external team communication and collaboration

demonstrate effective communication and collaboration

skills. Works to help their team’s success by working to improve

skills, but is only moderately successful in driving their team

their own effective communication and collaboration skills,

to success. They are recognized by their team members as a

but is not proactive in driving the team to success in this area.

dependable team member and performer.

They are recognized by their team members as an average team member and performer.

25%

0%

2 - Employee makes little attempt or continually falls short

1 - Employee is likely never to be successful at effective

on improving their internal & external team communication

communication and collaboration and does not show a

and collaboration skills, and is often an impediment to their

propensity to improve. They are recognized by their team

team’s success rate by being ineffective at communication

members as unreliable and problematic.

and collaboration. They are recognized by their team members for performance that is often spotty.

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Leave Policy Paid Time Off (PTO) Array Architects provides PTO to employees while they are away from work. PTO is a bank of hours available to you to use as the need arises instead of traditional vacation, sick and personal days. All full-time and part-time benefit eligible employees begin accruing PTO from the full pay period of employment and accumulate time each pay period. All benefits are pooled into your personal PTO account. Employees begin to accrue more hours after five years of service. The maximum amount of PTO that can be earned is 5 weeks or 200 hours.

Catastrophic Illness Catastrophic Sick hours are awarded to all full time employees at the rate of 5 days per calendar year.

These days are to be used in the event of illnesses that last 6 days or longer or for the bereavement leave of your immediate family members. Please refer to the Employee Handbook for further information on our Bereavement policy.

Family and Medical Leave (FMLA) Eligible employees can take up to 12 weeks of unpaid leave for qualified Family and Medical Leave reasons, including your own or an eligible family member’s serious health condition, the birth or adoption of a child, and qualifying exigencies related to an eligible family member’s active-duty status in the armed forces. Family and Medical Leave is coordinated with Array’s paid time off.

Medical Leave of Absence Medical Leaves of Absence (MLOA) are granted to employees due to a disabling medical condition substantiated by a licensed physician. When applicable, all Medical Leaves of Absence will be administered in compliance with the requirements of the Family and Medical Leave Act (FMLA).

To be eligible for medical leave, an employee must have been employed continuously for at least 6 months unless the leave is for a work related injury and/or illness, in which case, the 6 month period will be waived.

Personal Unpaid Leave of Absence (LOA) An unpaid leave of absence will be granted to employees in special circumstances. Granting of a leave of absence is at the company’s discretion in consideration of the business needs at the time of the leave. The facilities must maintain a level of staffing sufficient to provide patient care. The amount of time requested must be stated in writing to HR and will only be considered for a maximum of three months.

Military Leave Military Leave of Absences are granted to employees required to serve on military or civil duty. Generally, this leave is unpaid unless otherwise required by law.

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Bereavement and Funeral Leave If there is a death in your immediate family and you are a full-time employee, you may arrange with your manager to receive paid time off from any accrued hours with your Catastrophic Sick Leave balance. If you need additional bereavement time off, you may use any other available accrued and unused time pending manager approval or take time off without pay.

For immediate family, (defined as spouse, significant other, child, step-child, parent, or other family member living in the same household with you), you can receive up to three days of time off from your accrued Catastrophic Sick Leave balance. These bereavement days must be used as three consecutive business days and taken at the time of the related event. If any of the days taken, prior to and including the day of the funeral, coincide with regularly scheduled time off, you will not be paid for the day or days you would not have worked.

As a full-time employee, you will be eligible for one (1) day off with pay based on your accrued hours of Catastrophic Sick Leave to attend the funeral of a maternal or paternal grandparent, parent-in-law, step-parent, daughter-in-law, son-in-law, brother, or sister.

Payment will only be made to replace normal workdays that are missed. This policy excludes the above relatives from a previous marriage(s).

Contact Information PLAN

CARRIER

PHONE NUMBER

WEBSITE

Medical

Independence Blue Cross

1-800-275-2583

www.ibx.com

Dental

United Concordia Flex

1-800-332-0366

www.ucci.com

Vision

Independence Blue Cross administered by Davis Vision

1-800-275-2583

www.ibx.com

Flexible Spending Accounts

Infinisource

866-370-3040

www.infinisource.com

Life & AD&D Insurance

Lincoln Financial

1-800-423-2765

www.lfg.com

Long Term Disability Insurance

Lincoln Financial

1-800-423-2765

www.lfg.com

401(k)

Ascensus

Human Resources

Nancy Erb

my.vanguardplan.com 610-755-6434

nerb@array-architects.com

This benefit summary provides selected highlights of the Array Architects, Inc. employee benefits program. It is not a legal document and shall not be construed as a guarantee of benefits nor of continued employment at the Company. All benefit plans are governed by master policies, contracts and plan documents. Any discrepancies between any information provided through this summary and the actual terms of the policies, contracts and plan documents are governed by the terms of these policies, contracts and plan documents. Array Architects reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time. The Plan Administrator has the authority to make these changes.

This guide is for informational purposes only and is in no way a guarantee of benefit coverage. If there is a conflict between information in this booklet and the actual plan documents or policies, the document or policies will always govern.

Complete benefit details can be obtained by reviewing plan documents available from the Human Resources Department.

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