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ATTI Corp EmployeeBenefits Booklet 2024-2025

Carrier Customer Service Web Site Medical - Cigna Dental –Cigna 800-997-1654www.cigna.com Vision - EyeMed 866-494-2111 www.eyemed.com Colonial Life Policy Holder Customer Service 800-325-4368Policy Holder website: www.coloniallife.com File a claim online: www.coloniallife.com/file-a-claim Capital Group Allen Coskrey allen@coskreyandassociates.com 682-312-7793www.capitalgroup.com/myplan/m82nw. Contact Information Refer to this list when you need to contact one of your benefit vendors. For general information, contact Human Resources. ATTI Corp Human Resources Margie Wear Margie@cooperpropane.com (903) 785-6461 (Office)(940) 736-3339 (Cell)Higginbotham Insurance Agency Agent Penny Phillips pphillips@higginbotham.net Claims Specialist Gayle Peacock gpeacock@higginbotham.net 1610 Shadywood Ln Mt. Pleasant, TX 75455 Toll Free: (800) 577-1972 Fax: (903) 577-1467 www.higginbotham.net This brochure highlights the main features of the Atti Corp Benefits program and does not include all plan rules and details. The terms of your benefit plans are governed by legal documents, including insurance contracts. Should there be any inconsistencies between this brochure and the legal plan documents, the plan documents are the final authority. Enrollment Call Center (866) 901-8246

Benefits Eligibility If you are a newly hired employee, you will be eligible for benefits on the first day of the month after 60 days from your start date. If you are not a new hire, open enrollment is the only time during the year when you can make changes to your benefits, unless you have a qualifying event (see Annual Enrollment & Qualifying Events). If you terminate your employment, your benefits will end at midnight on the last day of the month of your termination date. Eligible dependents include your spouse and children from birth to age 26, including step-children, foster children, legally adopted children and chil-dren for whom you or your spouse are the legal guardian, as long as you have the sole legal right and obligation to provide support and medical Annual Enrollment & Qualifying Events The choices you make during Annual Enrollment will be effective from June 1, 2024 through May 31, 2025. You CANNOT change elections until the next Annual Enrollment unless you experience a “qualifying event”. You must make your changes within 30 days of the event. Qualifying events include: ■ Marriage, divorce, legal separation■ A change in your number of dependents, such as birth, death or adoption■ A change in employment status for you or your spouse that affects bene-fits eligibility■ The Annual Enrollment of your spouse■ A significant change in coverage or cost for you, your spouse or depend-ent child’s benefit plans■ A change in your dependent child’s eligibility for benefits■ FMLA Leave, COBRA event, Court Decree or Judgment

Click the link below OR scan the QR code to review your benefit booklet.https://midd.me/cDQeThis appointment makes selecting your benefits easier! The Benefit Counselor will educate you, provide cost saving tips and discuss options that best fit you and your family needs.The goal of this appointment is to ensure you feel knowledgeable and comfortable about the benefits selected to protect you and your family.Review your BenefitsPlan your enrollmentSpeak with a CounselorBreathe EasierReview the enrollment schedule and plan a time to speak with a counselor. Counselors available at select locations or you can scheduled a phone call. Be sure to bring social security numbers and dates of birth for any dependents that will be covered.

Medical benefits and claims are paid by Cigna. The chart below provides an outline of in-network services. You can view the network at www.cigna.com. You may review your account online with your User ID and password at http://www.cigna.com. If you should have any questions or require assistance registering on the website, contact Human Resources for assistance. Cigna Medical Coverage Summaries In Network Base Plan-HSA eligible Mid Plan-HSA eligible Buy Up Plan Individual Deducble $5,000 $4,000 $3,500 Family Deducble $10,000 $8,000 $10,500 Max Out of Pocket‐Individual (Including Deducble) $6,900 $4,000 $8,150 Max Out of Pocket‐Family $13,800 $8,000 $16,300 Coinsurance 80/20 100 70/30 Physician Services Primary Care Deducble Deducble $35 Specialist Deducble Deducble $70 Virtual Visits ‐ MDLIVE Deducble Deducble $0 Simple Lab & X‐ray Deducble Deducble Included in Office Visit Copay Other Services Inpaent Hospitalizaon Deducble Deducble Deducble + 30% Outpaent Surgery Deducble Deducble Deducble + 30% Emergency Room Deducble Deducble $500 + Deducble + 30% Urgent Care Deducble Deducble $75 Complex Imaging DeducbleDeducble Deducble + 30% Prescripon Drugs Preferred Non‐Preferred Preferred Non‐Preferred Preferred Non‐Preferred Rx Deducble Deducble Deducble Deducble Deducble None None Tier I Deducble Deducble Deducble Deducble $0 $10 Tier II Deducble Deducble Deducble Deducble $10 $20 Tier III Deducble Deducble Deducble Deducble $50 $70 Tier IV Deducble Deducble Deducble Deducble $100 $120 Tier V Deducble Deducble Tier V ‐ $150; Tier VI ‐ $250 Mail Order ‐ 90 day supply Deducble Deducble 3X Preferred Copay OutofNetworkDeducble $10,000 / $20,000 $10,000 / $20,000 $10,000 / $20,000 MaximumOutofPocket$28,000/$56,000 $28,000/$56,000 Unlimited Coinsurance 60/40 60/40 50/50 Refer to your summary plan of benefits and coverage for complete details.

You may review your account online with your User ID and password at http://www.cigna.com. If you should have any questions or require assistance registering on the website, contact Human Resources Cigna Medical Coverage Summaries ** ATTI Corp contributes $700.00 toward the cost of your health insurance each month.** Plan Name Base PlanHSA Eligible Mid Plan HSA Eligible By Up PlanBi- Payroll Deductions Employee Only $49.74 $116.51 $133.10Employee Spouse $497.12 $644.01 $680.52Employee Child(ren) $366.64 $490.16 $520.86Employee Family $869.94 $1,086.59 $1,136.70Weekly Payroll Deductions Employee Only $24.87 $58.25 $66.55Employee Spouse $248.56 $322.00 $340.23Employee Child(ren) $183.32 $245.08 $260.43Employee Family $434.97 $541.80 $568.35

Enrollment Instructions ENROLL IN YOUR BENEFITS: One step at a timeStep 1: Log InGo to www.employeenavigator.com and click LoginStep 2: Welcome! After you login click Let’s Begin to complete your required tasks.Step 3: Onboarding (For first time users, if applicable)Complete any assigned onboarding tasks before enrolling in your benefits. Once you’ve completed your tasks click Start Enrollment to begin your enrollments. Step 4: Start EnrollmentsAfter clicking Start Enrollment, you’ll need to complete some personal & dependent information before moving to your benefit elections.Have dependent details handy. To enroll a dependent in coverage you will need their date of birth and Social Security number.T I Pif you hit “Dismiss, complete later” you’ll be taken to your Home Page. You’ll still be able to start enrollments again by clicking “Start Enrollments”T I P• Returning users: Log in with the username and password you selected. If you have forgotten your password Click Reset a forgotten password.• First time users: Click on your Registration Link in the email sent to you by your admin or Register as a new user. Create an account, and create your own username and password.Company Identifier: ATTI Corp.

Enrollment Instructions Step 6: FormsIf you have elected benefits that require a beneficiary designation, Primary Care Physician, or completion of an Evidence of Insurability form, you will be prompted to add in those details.Step 7: Review & Confirm ElectionsReview the benefits you selected on the enrollment summary page to make sure they are correct then click Sign & Agree to complete your enrollment. You can either print a summary of your elections for your records or login at any point during the year to view your summary online.Step 8: HR Tasks (if applicable)To complete any required HR tasks, click Start Tasks. If your HR department has not assigned any tasks, you’re finished! You can login to review your benefits 24/7If you miss a step you’ll see Enrollment Not Complete in the progress bar with the incomplete steps highlighted. Click on any incomplete steps to complete them.T I PClick Save & Continue at the bottom of each screen to save your elections.If you do not want a benefit, click Don’t want this benefit? at the bottom of the screen and select a reason from the drop-down menu.Step 5: Benefit ElectionsTo enroll dependents in a benefit, click the checkbox next to the dependent’s name under Who am I enrolling? Below your dependents you can view your available plans and the cost per pay. To elect a benefit, click Select Plan underneath the plan cost.

CHOOSE A PLAN WITH CONFIDENCECigna One Guide service can help.Offered by: Cigna Health and Life Insurance Company, Connecticut General Life Insurance Company or their affiliates. * During enrollment, personal guides available Monday through Friday, 8:00 am–9:00 pm EST. Once your coverage begins, call the number on your ID card to speak with a personal guide. Additional customer service representatives are available 24/7.Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and complete details of coverage, see your plan documents. All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Connecticut General Life Insurance Company, Cigna Behavioral Health, Inc., Cigna Health Management, Inc., and HMO or service company subsidiaries of Cigna Health Corporation, including Cigna HealthCare of Arizona, Inc., Cigna HealthCare of California, Inc., Cigna HealthCare of Colorado, Inc., Cigna HealthCare of Connecticut, Inc., Cigna HealthCare of Florida, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Indiana, Inc., Cigna HealthCare of St. Louis, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of New Jersey, Inc., Cigna HealthCare of South Carolina, Inc., Cigna HealthCare of Tennessee, Inc. (CHC-TN), and Cigna HealthCare of Texas, Inc. Policy forms: OK - HP-APP-1 et al (CHLIC); TN - HP-POL43/HC-CER1V1 et al (CHLIC), GSACOVER, et al (CHC-TN). The Cigna name, logo, and other Cigna marks are owned by Cigna Intellectual Property, Inc. All pictures are used for illustrative purposes only.901994 10/17 © 2017 Cigna. Some content provided under license.Call a Cigna One Guide representative during preenrollment to get personalized, useful guidance.Your personal guide will help you:› Easily understand the basics of health coverage › Identify the types of health plans available to you that best meet the needs of you and your family› Check if your doctors are in-network to help you avoid unnecessary costs› Get answers on any other questions you may have about the plans or provider networks available to you The best part is, during the enrollment period, your personal guide is just a call away.*Don’t wait until the last minute to enroll.Call 888.806.5094 to speak with a Cigna One Guide representative today.*Whether you’re a current Cigna customer or considering Cigna for the first time, we understand how confusing and overwhelming it can be to review your health plan options. And we want to help by providing the resources you need to make a decision with confidence. That’s why Cigna One Guide® is available to you now.After enrollment, the support continues for Cigna customers. Your Cigna One Guide representative will be there to guide you through the complexities of the health care system, and help you avoid costly missteps. Our goal is a simpler health care journey for you and your family. Cigna One Guide service provides personalized assistance to help you:› Resolve health care issues › Save time and money› Get the most out of your plan› Find the right hospitals, dentists and other health care providers in your plan’s network › Get cost estimates and avoid surprise expenses› Understand your bills Access Cigna One Guide – after enrollment – in the way that’s most convenient for you:App Chat Phone

1. Cigna internal analysis of 2019 commercial claim data.2. Price Assure, Powered by GoodRx, will be available to participating Cigna Health Plan clients.Product availability may vary depending on location and plan type and is subject to change. All group insurance policies and benet plans contain exclusions and limitations. For costs and complete details of coverage, contact your Cigna representative.All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Evernorth Care Solutions, Inc., Evernorth Behavioral Health, Inc., Express Scripts, Inc., and HMO or service company subsidiaries of Cigna Health Corporation. All pictures are used for illustrative purposes only.964394 07/22 © 2022 Cigna. Some content provided under license. Lower prices for generic medications – it’s so easy!Price Assure – Powered byWith pharmacy being the number one driver of health care costs,1 employers need innovative solutions to ensure their members are getting access to aordable medications. Starting in early 2023, Price Assure – Powered by GoodRx® will be available to participating Cigna Health Plan clients. Price Assure aims to help people access better pricing that may be available for certain medications without having to shop around for coupons or discount cards at the pharmacy counter. When available for certain prescription claims, Price Assure will automatically leverage GoodRx’s prescription prices for the customer.2 How it works In most cases, the best price for a medication comes from our negotiated price within the benefit, but there are rare cases where GoodRx pricing is lower, particularly for members in High Deductible Health Plans where the member is responsible for the full cost of the medication until they meet their deductible. By integrating the GoodRx discount card pricing into the benefit, we ensure members fill their prescriptions within their pharmacy benefit without missing out on any potential cost savings.GoodRx pricing is available for most commonly used generics at any Cigna in-network retail pharmacy where GoodRx discount cards are accepted. The program will continue to abide by the plan setup and rules – and claims will apply to applicable deductibles and out of pocket maximums as they normally would. Oered by Cigna Health and Life Insurance Company or its aliates.For more information, please contact your Cigna representative.Employers:› Enrollment is automatic and no contractlanguage changes are needed.› Customers stay in their benefit so clientshave transparency to drug claim trendsand actual customer cost.› Increased member satisfaction withautomatic lower cost drug pricessometimes found outside of the benefit.Members:› See greater savings for non-specialtygeneric medications filled in 30- and 90-day supplies.› Experience a seamless process at point-of-sale without having to go to a discountcard site to research a lower price.›Get health and clinical safety checks bystaying in benefit – ensuring they are fillingtheir prescriptions safely.› If the GoodRx price is lowest, it willbe applied to deductibles just like anypharmacy benefit claim.®

Base Plan Benefit In Network Out of Network In Network Out of Network Annual Maximum Benefit $1,000 $1,000 $1,500 $1,500 Calendar Year Deductible $50 individual $150 Family $50 individual $150 Family $50 individual $150 Family $50 individual $150 Family Type I - Preventive Services Type II - Basic Services Type III - Major Services Type IV - Orthodontia Services (Under age 19) Covered 100% Covered 80% Covered 50% Not Covered Covered 100% of *R&C Covered 80% of *R&C Covered 50% of *R&C Not Covered *R&C: 90% allowableCovered 100% Covered 80% Covered 50% $1,500 Covered 100% of *R&C Covered 80% of *R&C Covered 50% of *R&C $1,500 *R&C: 90% allowableBuy Up Plan Benefit Participating Provider Exam Copay Exam Allowance Materials Copay Contact Lens Allowance Link for vision network: https://view.ceros.com/cigna/eyemed-network-lp/p/1 $10 copay (Once per 12 months) 100% (Once per 12 months) $10 copay $130 (Once per 12 months) Frame Allowance $130 (Once every 24 months) Bi-Weekly Premium Bi-Weekly Premium Employee Only $13.52 $15.30Employee Spouse $27.05 $30.58Employee Child(ren) $34.79 $41.13Employee Family $53.20 $62.37Weekly Premium $6.76 $13.53 $17.39 $26.60 Weekly Premium $7.65 $15.29 $20.56 $31.19 EyeMed Vision Cigna Dental Benefits Bi-Weekly Premium Employee Only $3.30 Employee Spouse $6.28 Employee Child(ren) $6.62 Employee Family $9.72 Weekly Premium $1.65 $3.14 $3.31 $4.86

Did you know the average cost for air ambulance transportation is $40,000 and can go as high as $70,000? MASA Medical Transport Solutions (MASA MTS helps you prepare for the unexpected by providing access to affordable medical emergency air and ground transportation. Participation in this plan is voluntary. If you or your family members are in need of emergency medical transport, your insurance coverage and Medicare may not cover all of the costs. Following your medical crisis, MASA MTS will negotiate with your medical plan provider and cover your remaining balance on your medical transportation bills. MASA Plan Name Emergent Plus Emergent Premier Platinum Bi- Payroll Deductions Employee Family $6.00 $8.77 $18.00 Weekly Payroll Deductions Employee Family $3.00 $4.38 $9.00

Your life is busy. Sometimes it’s hard to know if what you are experiencing is depression or sadness, worry or anxiety. When these feelings become excessive, ongoing or interfere with your daily life, it’s time to seek the help you need. Our comprehensive support includes coverage for your emotional health, as well as tools and programs to support your general health and well-being. All of this is available to you as a Cigna health plan customer. We help you take control of your health – body and mind – whenever you need it, 24/7.932651 b 11/19 Offered by: Cigna Health and Life Insurance Company or its affiliates.YOU’RE NOT ALONE.Connecting you to resources for emotional health and well-being.A network of health care providers› National network of clinicians – counselors, psychologists and psychiatrists› Live chat on myCigna.com› 300+ substance use Centers of Excellence locations1› Virtual counseling sessions with more than 14,000 clinicians available2› Support programs for autism, eating disorders, substance use and more Self-service digital tools and resourcesiPrevail oered through Cigna is a digital therapeutics program designed by experienced health care professionals to help you take control of the stresses of everyday life. It’s loaded with interactive video lessons and one-on-one coaching to help with depression and anxiety.3Happify oered through Cigna is a self-directed program with activities, science-based games and guided meditations, designed to help reduce stress and anxiety, gain confidence, defeat negative thoughts and boost overall health.3 To access iPrevail and Happify, log in to myCigna.com and scroll down for direct links to download.Programs to help manage life events4› Three face-to-face visits with a licensed behavioral health provider in Cigna’s employee assistance program network› Live chat with an employee assistance program advocate› Unlimited telephone counseling and access to work-life resources› Access to legal services, including a 30-minute consultation with a network attorney for legal issues including civil, personal/family, and Internal Revenue Service (IRS) with a 25% discount o select fees if the network attorney is retained› Access to financial services such as 25% o tax preparation, and a 30-minute complimentary phone consultation with a financial specialist on debt counseling, student loans and moreAccess these resources› Call 24/7 live assistance at 877.231.1492 or the number on your ID card› Visit myCigna.com

Not yet registered on myCigna?Follow these simple instructions to create your myCigna® account. 1. Type myCigna.com into your browser. 2. You’ll see “Customer Login” at the top and the register button. Click the register button at the bottom.3. Enter your personal details: First name, last name, date of birth, email address, name of city, state and ZIP code.4. Click “Next” to confirm your ID.5. Create a username and password to use for this account.6. After completing the form, review your information then click on “Submit.”Already registered on myCigna?1. Log in to myCigna.2. Go to “Coverage.”3. Click on “Employee Assistance Program” (EAP).4. Find all your resources on the EAP page. To find a licensed therapist, go to the “Find Care & Costs tab.” Search for the doctor by type.1. Information based on Cigna data as of May 2019. Subject to change. 2. Cigna’s virtual behavioral care network as of May 2019. Subject to change. Not all providers have video chat capabilities and video chat may not be available in all areas. A Primary Care Provider referral is not required. See your plan materials for costs and details of coverage, including other virtual care benefits that may be available under your specific health plan.3. Program services are provided by independent companies/entities and not by Cigna. Programs and services are subject to all applicable program terms and conditions. Program availability is subject to change. 4. Employee assistance program services are in addition to, not instead of, your health plan benefits. These services are separate from your health plan benefits and do not provide reimbursement for financial losses. Customers are required to pay the entire discounted charge for any discounted legal and/or financial services. Legal consultations related to employment matters are excluded. Additional restrictions may apply. Program availability may vary by plan type and location, and are not available where prohibited by law.All health care providers and service providers are solely responsible for their care and/or services. Providers are not agents of Cigna. Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and details of coverage, contact a Cigna representative.All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Cigna Behavioral Health, Inc., Cigna Health Management, Inc., and HMO or service company subsidiaries of Cigna Health Corporation, including Cigna HealthCare of Arizona, Inc., Cigna HealthCare of California, Inc., Cigna HealthCare of Colorado, Inc., Cigna HealthCare of Connecticut, Inc., Cigna HealthCare of Florida, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Indiana, Inc., Cigna HealthCare of St. Louis, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of New Jersey, Inc., Cigna HealthCare of South Carolina, Inc., Cigna HealthCare of Tennessee, Inc. (CHC-TN), and Cigna HealthCare of Texas, Inc. Policy forms: OK - HP-APP-1 et al., OR - HP-POL38 02-13, TN - HP-POL43/HC-CER1V1 et al. (CHLIC); GSA-COVER, et al. (CHC-TN). The Cigna name, logo, and other Cigna marks are owned by Cigna Intellectual Property, Inc. All pictures are used for illustrative purposes only.932651 b 11/19 © 2019 Cigna. Some content provided under license.

A health savings account (HSA) allows you to save money for qualified medical expenses that you’re expecting, such as contact lenses or monthly prescriptions, as well as unexpected ones — for this year and the future. Why have an HSA?You own itThe money is yours until you spend it — even deposits made by others — such as an employer or family member. You keep it, even if you change jobs, health plans or retire.Tax savingsHSAs help you plan, save and pay for health care, all while saving on taxes.• The money you deposit is tax advantaged .• Savings grow income tax-free.• Withdrawals for qualified medical expenses are also income tax-free.It’s not just for doctor visitsOnce you’ve contributed to your account, you can use the funds in your HSA to pay for qualified medical expenses such as:• Dental care, including extractions and braces• Vision care, including contact lenses, prescription sunglasses andLASIK surgery• Prescription medications• Certain over-the-counter drugs and medications• Chiropractic services• AcupunctureIntroduction to health savings accountsContribution limitsThere are contribution limits, set by the Internal Revenue Service (IRS) and adjusted annually.These limits are:• $4,150 in 2024• $8,300 in 2024• $1,000 extra if you’re 55 or older, also known as catch-up contributions

Save for the futureYour HSA rolls over from year to year, so you can continue to grow your savings and use it in the future — even into retirement.Who can open an HSA?To be an eligible individual and qualify for an HSA, you must have a qualifying high-deductible health plan (HDHP) that meets IRS guidelines for the annual deductible and out-of-pocket maximum.In addition, you must:• Be covered under a qualifying HDHP on the first day of a given month.• Not be covered by any other health plan except what is permitted(dental, vision, disability and some other types of additional coverageare permissible).• Not be enrolled in Medicare, TRICARE or TRICARE for Life.• Have not received Department of Veterans Affairs (VA) benefits withinthe past three months, except for preventive care. If you are a veteranwith a disability rating from the VA, this exclusion does not apply.• Not be claimed as a dependent on someone else’s tax return.• Not have a health care flexible spending account (FSA) or healthreimbursement account (HRA). Alternative plan designs, such as alimited-purpose FSA or HRA, might be permitted.Other restrictions and exceptions also apply. Consult a tax, legal or financial advisor to discuss your personal circumstances.Open your accountCheck with your employer or benefits specialist to learn about your company’s application process. You may be able to sign up through your employer or enroll at optumfinancial.com. You cannot use your HSA to pay for medical expenses you had before you opened your account — so be sure to open your HSA as soon as you are eligible.Want to find out what expenses qualify? Check out the qualified medical expense tool on optumfinancial.com.Have questions?Visit optumfinancial.com or download the mobile app.1 Assuming a 24% federal income tax, 5% state tax and 7.65% FICA. Results and amount will vary depending on your particular circumstances.Health savings accounts (HSAs) are offered through ConnectYourCare, LLC, a subsidiary of Optum Financial. HSAs are subject to eligibility requirements and restrictions on deposits and withdrawals to avoid IRS penalties. State taxes may apply. Fees may reduce earnings on account. This communication is not intended as legal or tax advice. Federal and state laws and regulations are subject to change.Apple, the Apple logo, Apple Pay, Apple Watch, iPad, iPhone, iTunes, Mac, Safari, and Touch ID are trademarks of Apple Inc., registered in the U.S. and other countries. iPad Pro is a trademark of Apple Inc. Android, Google Play and the Google Play logo are trademarks of Google LLC. Data rates may apply.©2021 Optum, Inc. All rights reserved. WF4506690 137029-052021 OHC Contributions add up quicklyWhen Marcus started his new job, he decided to open an HSA and contribute $100 per month. Because he hasn’t had many medical expenses, he decided not to touch the balance during his first year. Here’s how his contributions added up:Monthly contribution: $100Annual contribution: $1,200Annual income tax savings1: $440Use the HSA Calculator on optumfinancial.com to help determine your contributions and see how much you can save on taxes.Open your HSA today.Download the Optum Financial app.Enjoy an easier way to manage your health savings account. You can pay bills, view transactions, upload receipts and more. Download today on your Apple or Android device. optumfinancial.com

Life & AD&D Benefits Basic Life and AD&D - Group #: Coverage Basic Life $15,000 AD&D $15,000 Benefit Reduction 65% at age 70 50% at age 75 Benefit Type: Flat Insurance coverage will be delayed if you are not an active employee because of an injury, sickness, temporary layoff, or leave of ab-sence on the date that insurance would otherwise become effective. The policy provisions may vary or not be available in all states. The policy has exclusions and limitations which may affect any benefits payable. For complete details of coverage, please refer to Policy Form GTL1.0-P-EE-TX and certificate GTL1.0-C-EE-TX or reach out to your Colonial representative. Atti Corp and Cooper Propane are pleased to provide Basic Life Insurance and Accidental Death and Dismemberment (AD&D) coverage at no cost to you. You are automatically covered up to $15,000 through Colonial Life. Life insurance is an important part of your financial security, especially if others depend on you for support. Even if you are single, your beneficiary can use your Life Insurance to pay off your debts, such as credit cards, mortgages and other final expenses. AD&D coverage helps protect you and your family from the unforeseen financial hardship of a serious accident that causes death or dismemberment. AD&D insurance provides you specified benefits for a covered accidental bodily injury that directly causes dismemberment (i.e., the loss of a hand, foot or eye). In the event that death occurs from an accident, 100% of the AD&D benefit would be payable to your beneficiary(ies). Designating a Beneficiary A beneficiary is the person or entity you designate to receive the death benefits of your life insurance policy. You can name more than one beneficiary and you can change beneficiaries at any time. If you name more than one beneficiary, identify the share for each. ABOUT YOUR EMPLOYER PAID LIFE AND AD&D INSURANCE

Life InsuranceYou can purchase additional term life coverage through Colonial Life to further protect you and your family. Coverage for spouse and dependent children available. Coverage is available in $1,000 increments up to five times your salary to $300,000. Minimum of $10,000.Guarantee Issue during Initial Enrollment:• $100,000 for Employees• $25,000 for Spouse• $10,000 for Dependent ChildrenSupplemental LifeWhole Life insurance offers protection beyond an individual’s working years, potentially for your lifetime. 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. Plans available in $1,000 increments from $5,000-$300,000. Policy can cover employee, spouse and or children. Guarantee Issue is available up to $50,000. Rates vary based on issue age. Speak to a counselor for a quote.*Group Supplemental Life rates increase on attained age.**Level term life policies are also available in 20- and 30-year terms. Speak to a counselor for more information and rates.Whole Life

Accident PlanYou do everything you can to keep your family safe, but accidents do happen. It's comforting to know you have help to manage the medical costs associated with accidental injuries both on and off the job. Accident insurance is designed to help offset the financial effects of a covered accident with a lump sum benefit, paid directly to the employee.

Cancer PlanCancer insurance helps offset the out-of-pocket medical and indirect, non-medical expenses related to cancer that most plans don’t cover. This coverage also provides a benefit for specified cancer-screening tests.

Critical IllnessCritical Illness insurance is designed to help employees offset the financial effects of a catastrophic illness with a lump sum benefit, if an insured is diagnosed with a covered critical illness. The critical illness benefit is based on the amount of coverage in effect on the date of diagnosis of a critical illness.

Medical BridgeGroup Hospital Indemnity Insurance is designed to help provide financial protection for covered individuals by paying a benefit due to a hospitalization. Employees can use the benefits to cover out-of-pocket expenses and extra bills that can occur. Indemnity lump sum benefits are paid directly to the employee based on the amount of coverage listed, and regardless of the actual cost of treatment. Short Term DisabilityDisability insurance replaces a portion of your income to help make ends meet if you become disabled from a covered accident or covered sickness. Rates are based on Age, covered income, benefit period and elimination period chosen. Consult with a benefit counselor for more information.

Getting startedThe easiest way to manage your business with us is through ColonialLife.com. To sign up for the website, click Register at the top right of the home page and follow the instructions. Consider your optionsAt Colonial Life, our goal is to give you an excellent customer experience that is simple, modern and personal. For your convenience, you can choose how you interact with us. For the quickest service, we recommend using our website, which lets you do the following:  Review, print or download a copy of your policy/certificate by clicking on the My Correspondence tab.  Update contact information or add family member profile information for use when filing online claims.  Access service forms to make changes to your policy, such as a beneficiary change.  Submit your claim using our eClaims system.  Check the status of your claim and view claims correspondence.  Access claim forms.Policyholder Service GuideeClaims are quick and easyWith the eClaims feature on ColonialLife.com, you can file most claims online by simply answering a few questions and uploading your supporting documentation. You’re able to spend less time on paperwork, and we’re able to process your claim faster.  From Colonial Life.com, file claims from any device. It’s fast, easyand available 24/7.  Select direct deposit to receive your benefit payment faster.  Easily submit additional documents.Paper claims  If you don’t want to file online, download the form you need by visiting the Claims Center page on ColonialLife.com and clicking on claim andservice forms.  You may fax your claim to 1-800-880-9325.  Follow the instructions, tips and videos to complete and submit your claim.ColonialLife.comContact us Online ColonialLife.com Log in and click on Contact UsTelephone 1-800-325-4368Hearing-impaired customers 803-798-4040If you do not have a TDD, call Voiance Telephone Interpretation Services. 844-495-61058-17 | 43233-39Underwritten by Colonial Life & Accident Insurance Company, Columbia, SC ©2017 Colonial Life & Accident Insurance Company. All rights reserved. Colonial Life is a registered trademark and marketing brand of Colonial Life & Accident Insurance Company.

If you are a Colonial Life customer and your policy includes a wellness screening benefit or wellness rider, all you have to do is go online or call when you have one of the specified wellness tests:  Online claim filing is fast and easy.Visit ColonialLife.com to set up your personalaccount and submit your wellness screening claim electronically. You can select direct deposit for your claims payment.  Call 1-800-325-4368, Monday through Friday,8 a.m. to 8 p.m. EST. You can speak with acustomer service representative or access our Automated Service Center, which is available 24 hours a day, seven days a week.Take advantage of wellness screening benefitsClaims made easyWhat you’ll need:  Date of screening  Type of wellness screening  Medical provider/facility’s phone number whereyou had the screeningSee your policy/certificate for more information.ColonialLife.comYou can review your policy/certificate for coverage details, including a detailed list of wellness tests (if applicable), under the Policies tab at ColonialLife.com.8-19 | NS-13831-3Underwritten by Colonial Life & Accident Insurance Company, Columbia, SC ©2019 Colonial Life & Accident Insurance Company. All rights reserved. Colonial Life is a registered trademark and marketing brand of Colonial Life & Accident Insurance Company.Wellness screening means a preventive test or biometric screening. This is separate from a doctor’s oice visit claim. Please refer to your policy/certificate for details.

Learn more about enrolling: www.capitalgroup.com/myplan/m82nwmargie@cooperpropane.comallen@coskreyandassociates.com

Ready to answer all your health plan questions. And so much more.Let’s face it, understanding and using your health plan isn’t always easy. Well, not to worry. Your Cigna One Guide® team is ready and waiting to help. It’s our highest level of personal support available. ENJOY EASIER SERVICENow that your Cigna One Guide team is by your sideOffered by Cigna Health and Life Insurance Company, Connecticut General Life Insurance Company, or their affiliates.The Apple logo is a trademark of Apple Inc., registered in the U.S. and other countries. App Store is a registered service mark of Apple Inc. Google Play is a trademark of Google LLC. Amazon, Kindle, Fire and all related logos are trademarks of Amazon.com, Inc. or its affiliates. The downloading and use of the myCigna mobile app is subject to the terms and conditions of the app and the online store from which it is downloaded. Standard mobile phone carrier and data usage charges apply.Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and details of coverage, review your plan documents or contact a Cigna representative.All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Connecticut General Life Insurance Company, Cigna Behavioral Health, Inc., Cigna Health Management, Inc., and HMO or service company subsidiaries of Cigna Health Corporation, including Cigna HealthCare of Arizona, Inc., Cigna HealthCare of California, Inc., Cigna HealthCare of Colorado, Inc., Cigna HealthCare of Connecticut, Inc., Cigna HealthCare of Florida, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Indiana, Inc., Cigna HealthCare of St. Louis, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of New Jersey, Inc., Cigna HealthCare of South Carolina, Inc., Cigna HealthCare of Tennessee, Inc. (CHC-TN), and Cigna HealthCare of Texas, Inc. Policy forms: OK - HP-APP-1 et al., OR - HP-POL38 02-13, TN - HP-POL43/HC-CER1V1 et al. (CHLIC); GSA-COVER, et al. (CHC-TN). The Cigna name, logo, and other Cigna marks are owned by Cigna Intellectual Property, Inc.903505 b 01/20 © 2020 Cigna. Some content provided under license.Simply call us, click-to-chat on myCigna.com or use the myCigna® App. You’ll automatically be connected with a One Guide representative who will help guide you where you need to go. Helping you save money. And stay healthy. Your Cigna One Guide team can help you: Understand your plan›Learn how your coverage works›Get answers to your health careor plan questionsGet care›Find an in-network health careprovider, lab or urgent care center›Connect with health coaches,pharmacists and more›Connect with dedicated,one-on-one support forcomplex health situationsSave and earn›Earn incentives (if providedby your employer)›Get cost estimates toavoid surprisesClick, call or chat. Your personal guide is ready and waiting to help.myCigna.commyCigna App800.Cigna24

Required Notices Special Enrollment Rights This notice is being provided to ensure that you understand your right to apply for group health insurance coverage. You should read this notice even if you plan to waive coverage at this time. Loss of Other Coverage or Becoming Eligible for Medicaid or a state Children’s Health Insurance Program (CHIP) If you are declining coverage for yourself or your dependents because of other health insurance or group health plan coverage, you may be able to later enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must enroll within 31 days after your or your dependents’ other coverage ends (or after the employer that sponsors that coverage stops contributing toward the other coverage). If you or your dependents lose eligibility under a Medicaid plan or CHIP, or if you or your dependents become eligible for a subsidy under Medicaid or CHIP, you may be able to enroll yourself and your dependents in this plan. You must provide notification within 60 days after you or your dependent is termi-nated from, or determined to be eligible for such assistance. Marriage, Birth or Adoption If you have a new dependent as a result of a marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must enroll within 31 days after the marriage, birth, or placement for adoption. For More Information or Assistance To request special enrollment or obtain more information, contact: Atti Corp Human Resources 3015 S. Church Street PO Box 1153 Paris TX, 75461 903.785.6461 Women’s Health and Cancer Rights Act of 1998 In October 1998, Congress enacted the Women’s Health and Cancer Rights Act of 1998. This notice explains some important provisions of the Act. Please review this information carefully. As specified in the Women’s Health and Cancer Rights Act, a plan participant or beneficiary who elects breast reconstruction in connection with a mastectomy is also entitled to the following benefits:  All stages of reconstruction of the breast on which the mas-tectomy was performed;  Surgery and reconstruction of the other breast to produce a symmetrical appearance; and  Prostheses and treatment of physical complications of the mastectomy, including lymphedema. Health plans must determine the manner of coverage in consul-tation with the attending physician and the patient. Coverage for breast reconstruction and related services may be subject to de-ductibles and coinsurance amounts that are consistent with those that apply to other benefits under the plan. Notice of HIPAA Privacy Practices This notice describes how medical information about you may be used and disclosed and how you can access this information. Please review it carefully. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) imposes numerous requirements on employer health plans concerning the use and disclosure of individual health information. This information known as protected health information (PHI), includes virtually all individually identifia-ble health information held by a health plan - whether received in writing, in an electronic medium or as oral communication. This notice describes the privacy practices of the Employee Benefits Plan (referred to in this notice as the Plan), sponsored by Atti Corp, hereinafter referred to as the plan sponsor. The Plan is required by law to maintain the privacy of your health information and to provide you with this notice of the Plan’s legal duties and privacy practices with respect to your health information. It is important to note that these rules apply to the Plan, not the plan sponsor as an employer. You have the right to inspect and copy protected health infor-mation which is maintained by and for the Plan for enrollment, payment, claims and case management. If you feel that protect-ed health information about you is incorrect or incomplete, you may ask the Human Resources Department to amend the infor-mation. For a full copy of the Notice of Privacy Practices de-scribing how protected health information about you may be used and disclosed and how you can get access to the infor-mation, contact the Human Resources Department. Complaints: If you believe your privacy rights have been violat-ed, you may complain to the Plan and to the Secretary of Health and Human Services. You will not be retaliated against for fil-ing a complaint. To file a complaint, please contact the Privacy Officer. Atti Corp Human Resources 3015 S. Church Street PO Box 1153 Paris TX, 75461 903.785.6461

Your Prescription Drug Coverage and Medicare Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Atti Corp and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to enroll in a Medi-care drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. If neither you nor any of your covered dependents are eligible for or have Medicare, this notice does not apply to you or the dependents, as the case may be. However, you should still keep a copy of this notice in the event you or a dependent should qualify for coverage under Medicare in the future. Please note, however, that later notices might supersede this notice. 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage through a Medicare Prescription Drug Plan or a Medicare Advantage Plan that offers prescription drug coverage. All Medicare prescription drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. Atti Corp has determined that the prescription drug cover-age offered by the BlueCross BlueShield medical plan is, on average for all plan participants, expected to pay out as much as the standard Medicare prescription drug coverage pays and is considered Creditable Coverage. The HSA plan is not considered Creditable Coverage. Because your existing coverage is, on average, at least as good as standard Medicare prescription drug coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to enroll in a Medicare prescription drug plan, as long as you later enroll within specific time periods. You can enroll in a Medicare prescription drug plan when you first become eligible for Medicare. If you decide to wait to enroll in a Medicare prescription drug plan, you may enroll later, during Medicare Part D’s annual enrollment period, which runs each year from October 15 through December 7 but as a general rule, if you delay your enrollment in Medicare Part D, after first becoming eligible to enroll, you may have to pay a higher premium (a penalty). You should compare your current coverage, including which drugs are covered at what cost, with the coverage and cost of the plans offering Medicare prescription drug coverage in your area. See the Plan’s summary plan description for a summary of the Plan’s prescription drug coverage. If you don’t have a copy, you can get one by contacting Atti Corp at the phone number or ad-dress listed at the end of this section. If you choose to enroll in a Medicare prescription drug plan and cancel your current Atti Corp prescription drug coverage, be aware that you and your dependents may not be able to get this coverage back. To regain coverage, you would have to re-enroll in the Plan, pursuant to the Plan’s eligibility and enrollment rules. You should review the Plan’s summary plan description to determine if and when you are allowed to add coverage. Required Notices If you cancel or lose your current coverage and do not have prescription drug coverage for 63 days or longer prior to enrolling in the Medicare prescription drug coverage, your monthly premium will be at least 1% per month greater for every month that you did not have coverage for as long as you have Medicare prescription drug coverage. For example, if nineteen months lapse without coverage, your premium will always be at least 19% higher than it would have been without the lapse in coverage. For more information about this notice or your current prescription drug coverage: Contact the Human Resources Department at 903.785.6461. NOTE: You will receive this notice annually and at other times in the future, such as before the next period you can enroll in Medicare prescription drug coverage and if this coverage changes. You may also request a copy. For more information about your options under Medicare prescription drug coverage: More detailed information about Medicare plans that offer pre-scription drug coverage is in the “Medicare & You” handbook. You will get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare pre-scription drug plans. For more information about Medicare pre-scription drug coverage:  Visit www.medicare.gov.  Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personal-ized help.  Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 877-486-2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. Information about this help is available from the Social Security Administra-tion (SSA) online at www.socialsecurity.gov, or you can call them at 800-772-1213. TTY users should call 800-325-0778. Remember: Keep this Creditable Cover age notice. If you enroll in one of the new plans approved by Medicare which of-fer prescription drug coverage, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and whether or not you are required to pay a higher premium (a penalty). Date: 6/01/2024 Atti Corp Human Resources 3015 S. Church Street PO Box 1153 Paris TX, 75461 903.785.6461

Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you are eligible for health coverage from your employer, your State may have a premium assistance program that can help pay for coverage using funds from their Medicaid and CHIP pro-grams. If you or your children are not eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance pro-grams but you may be able to buy individual coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed, you can contact your State Medicaid or CHIP office to find out if premium assistance is available. If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, you can ask the State if it has a program that might help you pay the premiums for an employer-sponsored plan. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your em-ployer plan, your employer must allow you to enroll in your employer plan if you are not already enrolled. This is called a “special enrollment” opportunity, and you must request cover-age within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your em-ployer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272). If you live in one of the following States, you may be eligible for assistance paying your employer health plan premiums. The following list of States is current as of July 31, 2021. Contact your State for further information on eligibility. TEXAS – Medicaid Website: http://www.gethipptexas.com/ Phone: 1-800-440-0493 To see if any more States have added a premium assistance pro-gram since July 31, 2021 or for more information on special enrollment rights, you can contact either: U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu option 4, Ext. 61565 Required Notices Continuation of Coverage Rights Under COBRA The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you and other members of your family when group health coverage would otherwise end. For more information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator. You may have other options available to you when you lose group health coverage. For example, you may be eligible to buy an individual plan through the Health Insurance Marketplace. By enrolling in cov-erage through the Marketplace, you may qualify for lower monthly premiums and lower out-of-pocket costs. Additionally, you may qualify for a 30-day special enrollment period for another group health plan for which you are eligible (such as a spouse’s plan), even if that plan generally doesn’t accept late enrollees. What is COBRA continuation coverage? COBRA continuation coverage is a continuation of Plan cov-erage when it would otherwise end because of a life event. This is also called a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your depend-ent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage. If you’re an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:  Your hours of employment are reduced, or  Your employment ends for any reason other than your gross misconduct. If you’re the spouse of an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:  Your spouse dies  Your spouse’s hours of employment are reduced;  Your spouse’s employment ends for any reason other than his or her gross misconduct;  Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or  You become divorced or legally separated from your spouse.

Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because of the following qualifying events:  The parent-employee dies;  The parent-employee’s hours of employment are reduced;  The parent-employee’s employment ends for any reason other than his or her gross misconduct;  The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both);  The parents become divorced or legally separated; or the child stops being eligible for coverage under the Plans as a “dependent child.” When is COBRA continuation coverage available? The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. The employer must notify the Plan Administrator of the following qualifying events:  The end of employment or reduction of hours;  Death of the employee;  The employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both). For all other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibil-ity for coverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs. How is COBRA continuation coverage provided? Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect on behalf of their children. COBRA continuation coverage is a temporary continuation of coverage that generally lasts for 18 months due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage. There are also ways this 18-month period of COBRA continuation coverage can be extended: Disability extension of 18-month period of COBRA continu-ation coverage If you or anyone in your family covered under the Plan is deter-mined by Social Security to be disabled and you notify the Plan Administrator timely, you and your entire family may be enti-tled to get up to an additional 11 months of COBRA continua-tion coverage, for a maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of COBRA continuation coverage. Required Notices Second qualifying event extension of 18-month period of continuation coverage If your family experiences another qualifying event during the 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if the Plan is properly notified about the second qualifying event. This extension may be available to the spouse and any dependent children getting COBRA continua-tion coverage if the employee or former employee dies; becomes entitled to Medicare benefits (under Part A, Part B, or both); gets divorced or legally separated; or if the dependent child stops being eligible under the Plan as a dependent. This extension is only available if the second qualifying event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred. Are there other coverage options besides COBRA Continu-ation Coverage? Yes. Instead of enrolling in COBRA continuation coverage, there may be other coverage options for you and your family through the Health Insurance Marketplace, Medicaid, or other group health plan coverage options (such as a spouse’s plan) through what is called a “special enrollment period.” Some of these options may cost less than COBRA continuation cover-age. You can learn more about many of these options at www.healthcare.gov. If you have questions Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below. For more information about your rights under the Employee Retirement Income Security Act (ERISA), including COBRA, the Patient Protection and Affordable Care Act, and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.) For more information about the Marketplace, visit www.healthcare.gov. Keep your Plan informed of address changes To protect your family’s rights, let the Plan Administrator know about any changes in the addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan Administrator. Plan Contact Information: Atti Corp Human Resources 3015 S. Church Street PO Box 1153 Paris TX, 75461 903.785.6461

Required Notices Notice Regarding Wellness Program The employee wellness program is a voluntary program admin-istered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabil-ities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accounta-bility Act, as applicable, among others. If you choose to partici-pate in the wellness program you may be asked to complete a voluntary health risk assessment or "HRA" that asks a series of questions about your health-related activities and behaviors and whether you have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). You may also be asked to complete a biometric screening, which could include a blood test for certain medical conditions such as diabetes, heart disease, etc. You are not required to complete the HRA or to participate in the blood test or other medical examinations. However, employees who choose to participate in the wellness program may qualify for an incentive. Although you are not required to complete a HRA or biometric screening, the well-ness program may specify that only employees who do so will qualify for the incentive. Additional incentives may be available for employees who participate in certain health-related activities or achieve certain health outcomes. If you are unable to participate in any of the health-related activ-ities or achieve any of the health outcomes required to earn an incentive, you may be entitled to a reasonable accommodation or an alternative standard. You may request a reasonable accom-modation or an alternative standard by contacting your HR dept. If you choose to participate in a HRA and/or biometric screen-ing, information from your HRA and results from your biometric screening will be used to provide you with infor-mation to help you understand your current health & potential risks & may also be used to offer you services through the wellness program. You also are encouraged to share your results or concerns with your own doctor. Protections from Disclosure of Medical Information We are required by law to maintain the privacy and security of your personally identifiable health information. Although the wellness program may use aggregate information it collects to design a program based on identified health risks in the work-place, the wellness program will never disclose any of your personal information either publicly or to the employer, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the wellness program will not be provided to your supervisors or managers & may never be used to make decisions regarding your employment as expressly permitted by law. Medical infor-mation that personally identifies you that is provided in connec-tion with the wellness program will not be provided to your supervisors or managers & may never be used to make decisions regarding your employment. Your health information will not be sold, exchanged, transferred, or otherwise disclosed except to the extent permitted by law to carry out specific activities related to the wellness program. You will not be asked or required to waive the confidentiality of your health information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the wellness program will abide by the same confidentiality requirements. In addition, all medical infor-mation obtained through the wellness program will be main-tained separate from your personnel records, information stored electronically will be encrypted, & no information you provide as part of the wellness program will be used in making any employment decision. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the wellness program, we will notify you immediately. You may not be discriminated against in employment because of the medical information you provide as part of participating in the wellness program, nor may you be subjected to retaliation if you choose not to participate. If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact Human Resources. New Health Insurance Marketplace Cover-age Options and Your Health Coverage PART A: General Information With key parts of the health care law now in effect, there is a new way to buy health insurance: the Health Insurance Market-place. To assist you in evaluating options for you and your family, this notice provides some basic information about the new Marketplace and employment-based health coverage offered by the employer. What is the Health Insurance Marketplace? The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers “one-stop shopping” to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Market-place begins in November 1 for coverage starting as early as December 15. Can I Save Money on my Health Insurance Premiums in the Marketplace? You may qualify to save money and lower your monthly premi-um, but only if your employer does not offer coverage, or offers coverage that doesn’t meet certain standards. The savings on your premium that you’re eligible for depends on your house-hold income. Does Employer Health Coverage Affect Eligibility for Pre-mium Savings through the Marketplace? Yes. If you have an offer of health coverage from your employ-er that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer’s health plan.

3. Employer Name: Atti Corp 4. Employer Identification Number (EIN): Request from HR 5. Employer Address: 3015 S. Church Street PO Box 1153 6. Employer Phone Number: 903-785-6461 7. City: Paris 8. State: TX 9. Zip Code: 75461 10. Who can we contact about employee health coverage at this job?: Margie Wear 11. Phone Number: 903.785.6461 12. E-Mail Address: Margie@cooperpropane.com 1 An employer–sponsored health plan meets the “minimum value standard” if the plan’s share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs. Required Notices However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other mem-bers of your family) is more than 9.5% of your household in-come for the year, or if the coverage your employer provides does not meet the “minimum value” standard set by the Afford-able Care Act, you may be eligible for a tax credit. Note: If you purchase a health plan through the Market-place instead of accepting health coverage offered by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribu-tion – as well as your employee contribution to employer-offered coverage-is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis. How Can I Get More Information? For more information about your coverage offered by your em-ployer, please check your summary plan description or your Human Resources Administrator. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area. PART B: Information About Health Coverage Offered by Your Employer This section contains information about any health coverage offered by your employer. If you decide to complete an applica-tion for coverage in the Marketplace, you will be asked to pro-vide this information. This information is numbered below to correspond to the Marketplace application. Here is some basic information about health coverage of-fered by this employer: As your employer, we offer a health plan to:  Full-time associate who work a minimum of 30 hours per week and are at least 18 years of age are eligible to partici-pate in the benefits program. Coverage starts on the first day of the month following 60 days of employment. Enrollment must be completed within 31 days of eligibility.  Once your enrollment is completed, no changes will be allowed until the next annual open enrollment period unless you have Qualifying Life Event or your hours worked per week drop below the minimum.  Additional information regarding Eligibility found on pg 3. With respect to dependents:  Your eligible dependents include: —Your legally-married spouse. —Your children from birth to age 26 —Your unmarried dependent children of any age who are mentally or physically disabled and who are de pendent on you for support.  Children include: —Natural children —Legally-adopted children (or children place with you for adoption) —Stepchildren —Children for whom you or your spouse are the legal guardian, as long as you have the sole legal right and obligation to provide support and medical care.  Dependent coverage takes effect on the same date your coverage begins. You may be asked to provide evidence that your dependents meet the eligibility requirements, such as birth certificate, adoption or guardianship papers, a mar-riage license or a federal income tax return.  Additional info regarding Dependents found on pg 3. * This coverage meets the minimum value standard, and the cost of this coverage to you is intended to be affordable, based on employee wages.  Even if your employer intends your coverage to be afforda-ble, you may still be eligible for a premium discount through the Marketplace. The Marketplace will use your household income, along with other factors, to determine whether you may be eligible for a premium discount. If, for example, your wages vary from week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly employed mid-year, or if you have other income losses, you may still qualify for a premium discounts.

Higginbotham 1610 Shadywood Lane Mt Pleasant, Texas 75455