Company Benefits

We want to highlight the following benefits for our full-time eligible employees. This guide will provide an overview of the benefits full-time employees are eligible to participate and utilize. We recognize that competitive and value-adding benefits are an important component to our employee’s overall fulfillment in their careers and we hope our benefits will add value to your experience with EverGRO FS.

Each year we are dedicated to reviewing our benefits and evaluating our options. In addition, each year we will offer an Open Enrollment period for all employees to have the opportunity to review and change their benefits for the upcoming year.

This Enrollment Guide provides you with a general overview of the benefits offered to you. It is important that you familiarize yourself with the benefits EverGRO FS offers from the information provided in this booklet. We encourage employees to review the more comprehensive and detailed resources provided by our carriers.

You will be provided a comprehensive booklet from our providers:

• • Sentara: Medical
  • Anthem: Dental and Vision

• Mutual of Omaha: Group Life with AD&D, Disability, Critical Illness, Accident, Voluntary Life, Employee Assistance Program, & additional discounts and services.

Making Benefit Selections

Eligibility

For you
You are eligible for benefits as a full-time employee working an average of 30 hours per week.

Covering your family
You may also cover your eligible dependents when you elect coverage for yourself.

Your Spouse
You may cover your legal spouse.

Your Children
Dependent children are eligible:

• Medical, dental and vision: until age 26 regardless of student or marital status
• Child life insurance: until age 21, or 26 if a full-time student

ENROLL NOW

Enrolling in Coverage

Your benefit plans are in effect January 1 – December 31 each year. In general, there are three times you can make benefit selections:

When you're first eligible
Your benefits begin on the first day of the month following your start date; this is your effective date. Be sure to submit your elections within your first 14 days of employment. Your benefit selections will be in effect through December 31.

At Open Enrollment
Open Enrollment is your one chance each year to review your coverage options and make changes to your benefits.
Your choices are in effect from January – December of the following year unless you have a qualifying life event.

If you have a qualifying life event
Qualifying life events allow you to change your coverage during the year outside of Open Enrollment. Examples include:

• marriage or divorce,
• birth or adoption,
• death of a covered dependent, and
• a change in eligibility through Medicare, Medicaid, or a spouse or parent's coverage.

You must request a change to your benefits within 30 days of your life event (60 days for changes involving Medicaid eligibility).
Documentation may be required.

The underlying plan contract or document governs all aspects of the plan. Please refer to the plan document, contract, and other notices contained in this document, applications, and other corresponding communications for additional information.

Key Terms

We've removed as much jargon as possible.

But you’ll probably still encounter some terms as you enroll in and use your benefits. Here’s what to know:

Balance billing
When you use an out-of-network medical or dental provider, they may bill you the difference between what they charge and the amount your insurance pays.
Medical: balance billing is in addition to – and does not count towards – your out-of-pocket maximum. The No Surprises Act prohibits balance billing under certain circumstances.

Coinsurance
After you’ve met your deductible, you’re sometimes responsible for a percentage of the cost of the medical care, dental care, or prescription medication you received. This percentage is coinsurance.

Copay
A flat fee you pay each time you receive a copay-eligible medical, dental, or vision service or prescription medication.

Deductible
The amount you’re responsible for paying in care expenses before the medical or dental plan starts paying deductible-eligible expenses.

In-network
In-network care is always your lowest-cost option. Networks are groups of medical, dental, and vision providers, pharmacies, and facilities that agree to discount the cost of their care or service.

Out-of-pocket maximum
The most you’ll pay for covered in-network medical care in a year. This includes your deductible, any coinsurance or copays, and prescription drugs.
The out-of-pocket maximum does not include your premium (the amount you pay for coverage), non-covered expenses, or out-of-network care that’s been balance billed.

Pre/Prior-authorization
Some specialty medical providers, services and prescriptions require prior authorization from your insurance company. These may include – but are not limited to – surgery, imaging (CT, MRI) and certain prescription medications.

Primary care physician
A primary care physician (PCP) is your main medical doctor – usually a general practitioner (GP), family doctor, internist, OB/GYN, or pediatrician (for children).

Annual Notices
We’re required to tell you about certain rights and responsibilities you have as an employee of EverGRO.
You can request a paper copy at no charge from:
We've removed as much jargon as possible.
But you’ll probably still encounter some terms as you enroll in and use your benefits. Here’s what to know:

Bianca L. Potter
Division Director of Human Resources & Safety
1-540-672-2977 EXT. 229
bianca.potter@evergrofs.com

Click here to review these notices

Click here to Learn more about insurance costs

*EThis document serves as a Summary of Material Modifications (“SMM”) that updates your previous plan document, and should be kept with it for reference.*

Contact Information

Your advocate, Advanced Resolutions Team (ART), is here to help you with claims, ID cards, coverage questions, and more!

1-866-802-6311
art@onedigital.com

Monday - Friday, 8am-5pm EST
Bilingual (Spanish) assistance is available.

Vendor Contacts

Medical Insurance

Select from three medical options through Sentara Health Plans.
All plans cover in-network preventive care at 100%, prescription drugs, and include an annual limit on your expenses. There are no referrals required.
Sentara requires Quest to process labs. The differences are:

• what you pay for the plan,
• what you pay when you get care,
• how out-of-network care is covered, and
• your annual maximum cost for care (out-of-pocket maximum).

Medical: Extra Perks and Support

Included with your medical coverage.
There’s more to love with these extra perks — available when you join our medical plan.

Powered by our partnership with WebMD® Health Services, the Sentara Well-being Rewards program offers a flexible and inclusive solution for employees to engage in activities that lead to better health outcomes. Employees are encouraged to complete activities (listed in the details flyer) to learn more about their overall health while setting attainable and timebound goals to improve it. Activities can be logged and monitored using the WebMD ONE Portal, accessible through the Sentara Health Plans website or mobile app. Rewards for completed activities will be dispersed monthly with up to $250 in rewards for

The information shown in this presentation is an illustrative summary only. The underlying plan contract or document governs all aspects of the plan. Final rates are dependent on actual enrollment, insurance carrier or plan rules, plan selection, and eligibility criteria. Please refer to the plan document, contract, and other notices contained in this document, applications, and other corresponding communications for additional information.

Complete Care Resources

Support for your health, finances, and life.

Mental health care

Paid Time Off (PTO)

EverGRO FS provides full-time eligible employees Paid Time Off (PTO) to be used for reasons, including but not limited to, personal days, vacation, and sick time. We encourage our employees to take time away from work to reenergize!

PTO is accrued per pay period based on the accrual rates listed. Employees cannot take time off without using accrued PTO (i.e. PTO is not allowed to fall into the negative). Any exception to this policy must be reviewed and approved by the General Manager and HR.

PTO continues to accrue until it reaches the maximum, 256 hours. Accumulated PTO may not exceed 256 hours (32 days). Once an employee's PTO reaches the maximum rate, no additional PTO can be accrued until the balance falls below 256 hours. PTO does not accrue, however, during an employee's leave of absence (STD/LTD/FM LA, etc.)

Upon separation of employment, employees will be paid for their unused and earned PTO, up to a maximum payout of 120 hours. PTO cannot be used to extend an employee's separation date nor their two weeks' notice.

PTO requests must be submitted through Paylocity and approved by the employee's supervisor. A minimum of 48 hours is requested when submitting one or more days off, with at least one month notice when requesting one or more weeks of PTO.

For more details on other paid time off please contact yourHRdepartment at (540) 672-2977, ext. 229.

Company Holiday Schedule

EverGRO FS observes and provides time off with pay for the following holidays -

• New Years' Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

In addition to paid holidays, the company will provide full-time employees two (2) Floating Holidays each calendar year. Part-time employee are not eligible for floating holidays and will receive the company holidays off as unpaid. Floating Holidays are to be requested following the standard PTO practices and if they are not used by December 31st, they will be lost and starting on January 1st, the employee will be re-issued 16 hours of Floating Holiday to be used in that calendar year. New hires will receive Floating Holidays and Volunteer Time on a pro-rated basis.
Company observed holidays and floating holidays will be counted as 8-hours or regular straight-time and are not used towards overtime calculations. If an employee works on a holiday they will receive time-and-a-half pay for the hours they work and they will be given another day off, known as "holiday bank" with pay in its place per the approvals of the department manager. To be eligible for a paid company holiday, the full-time employee must beinapaidorapprovedstatustheirscheduleddaybeforeandaftertheholiday.

Company Employee Perks

EverGRO FS also provides additional employee benefits to assist with your growth and development in yourprofessional and personal life. Below are some additional benefits.

Employee Hardship Payroll Advances

EverGRO FS recognizes that employee's may experience unexpected, urgent financial strains throughout the year. In the case of these unfortunate circumstances, EverGRO FS has implemented a 'Employee Hardship Payroll Advance Policy' that will provide an employee the opportunity to request a payroll advance up to a fixed amount one time per calendar year, based on approvals by the General Manager and HR.

The payroll advance amounts will be based on leveraging an employee's current earned/unused PTO balance as collateral towards the payroll advance amount. In addition, the employee must review and agree to the terms and conditions of repaying the advance through payroll deductions. Once the payroll advance is repaid, the employee's PTO that was leveraged will berestored.Onlyeligibleforfull-timeemployees.

Tuition / Learning Reimbursement

As employee's look to grow their careers with EverGRO FS, we support the opportunity to help reimburse them for enrolling and attending college/continuing education courses that are related to their position and the Co-op's mission, up to a fixed amount per year. Approvals must be obtained prior to completing and enrolling in the courses. Reimbursement for course materials may also be considered. Only eligible for full-time employees.

EverGRO FS will also consider reimbursements for additional outside trainings, seminars, courses, conferences etc. Approvalsmustbeobtainedpriortoenrollinginthecoursesorattendinganyoutsidetrainingfromtheemployee'sdirectsupervisor.

Employee Discounts

All employees, both full-time and part-time are eligible for employee discounts on most retail products and services. The discounts are typically 5% over costs and must be purchased at one of our stores. Employee's immediate family members, which includes spouse and children, are also eligible for the employee discounts on retail purchases.

Special pricing for fuel, propane and other items are available. Please consult the Division Directors related to discount pricing on Energy or Agronomy related products and services.Discountsmustbeforpersonaluseonlyandmaynotbeassociatedwithanoutsidepersonalbusinessendeavor.

Uniform Services I Safety Shoes

Based on the employee's role, both full-time and part-time employees will be provided uniforms. This could include shirts, high-visibility attire, pants, etc. For office positions, an annual amount is allocated to each employee to purchase EverGRO FS logoed clothing through their business account vendor online.

For positions requiring safety-toed shoes, the Co-op will pay, up to a fixed amount, to help cover costs. For more details or questions regarding eligibility or participation in any of the policies referenced, please see HR, your supervisor or your DivisionDirector.

Fitness/ Health Reimbursement

EverGRO FS wants to support your journey to a healthy and happy lifestyle by reimbursing you (and your spose) for eligible expenses related to gym memberships, nutrition coaching, personal training, fitness courses and more. This reimbursement will be paid out twice a year by submitting EverGRO's application with necessaryreceipts/proofofpayments.

Retirement Savings Plan (RSP)

The EverGRO FS Retirement Savings Plan (RSP) is your personal retirement plan. It provides you with the opportunity to save with pre-tax dollars and receive employer matching dollars at the same time. You can also contribute post-tax, but those contributions are not matched.

Sponsored by EverGRO FS, it is an easy and convenient way for you to save for your future retirement needs through payroll deduction.